11

Employment Equity as an Employment Equity as an imperative to Skills supply imperative to Skills supply and demand. Presentation and demand. Presentation

to Bankseta to Bankseta 25/10/0725/10/07

Jimmy ManyiJimmy Manyi

22

Snippets of 7Snippets of 7THTH CEE CEE ANNUAL REPORT ANNUAL REPORT

2006/20072006/2007

33

CONSTITUTION of RSA CONSTITUTION of RSA Chapter 2 Bill of Rights Section 9(2)Chapter 2 Bill of Rights Section 9(2)

““Equality includes the full and equal enjoyment of Equality includes the full and equal enjoyment of all rights and freedom. To all rights and freedom. To promote the achievementpromote the achievement of equality, of equality, legislativelegislative and other measures designed and other measures designed to protect or advance persons, or categories of to protect or advance persons, or categories of persons disadvantaged by unfair discrimination persons disadvantaged by unfair discrimination may be taken”may be taken”

44

PURPOSEPURPOSE OF EE ACT OF EE ACT

To achieve equity in the workplace by-

Promoting equal opportunity and fair treatment in employment through elimination of unfair discrimination; and

implementing affirmative action measures to redress the disadvantages in employment experienced by designated groups to ensure their equitable representation in the workplace

55

DISTRIBUTION OF REPORTS RECEIVED AND DISTRIBUTION OF REPORTS RECEIVED AND ANALYZED FROM 2000 TO 2006ANALYZED FROM 2000 TO 2006

12980 reports were received and 8250 reports were 12980 reports were received and 8250 reports were analyzed in 2000;analyzed in 2000;

6990 reports were received and 6990 reports were 6990 reports were received and 6990 reports were analyzed in 2002; analyzed in 2002;

9389 reports were received and 5554 reports were 9389 reports were received and 5554 reports were analyzed in 2004; andanalyzed in 2004; and

6879 reports were received and 4394 reports were 6879 reports were received and 4394 reports were analyzed in 2006.analyzed in 2006.

66

KEY REASONS FOR EXCLUDING REPORTS KEY REASONS FOR EXCLUDING REPORTS FROM THE ANALYSESFROM THE ANALYSES

Data in vital tables were not tallying;Data in vital tables were not tallying;

Reports not signed by the CEO;Reports not signed by the CEO;

Missing pages and inaccurate completion of certain Missing pages and inaccurate completion of certain sections; andsections; and

Reports containing in-house categories and levels Reports containing in-house categories and levels that do not correlate with the regulations.that do not correlate with the regulations.

77

DG REVIEW –Sec 43DG REVIEW –Sec 43

No consultation with Employees.No consultation with Employees. Arbitrary reports not based on any Arbitrary reports not based on any

plan.plan. Consultants employed to help tic the Consultants employed to help tic the

box that report has been submitted.box that report has been submitted. No EE forums, just management.No EE forums, just management. Inability to find suitable blacksInability to find suitable blacks

88

Employer Attitude or Employer Attitude or Mindset TransformationMindset Transformation

Wireless RacismWireless Racism Race-consciousness vs RacismRace-consciousness vs Racism Merit and AAMerit and AA Marginalisation---Co-opted Black Marginalisation---Co-opted Black apologists- 37% drop in blk trainingapologists- 37% drop in blk training Psychological testingPsychological testing Unrepresentative and intimidating Unrepresentative and intimidating panelspanels Uncustomised competency based Uncustomised competency based interviews for new entrantsinterviews for new entrants

99

POPULATION DISTRIBUTION IN TERMS OF POPULATION DISTRIBUTION IN TERMS OF RACE & GENDER IN SA (CENSUS 2001)RACE & GENDER IN SA (CENSUS 2001)

A total population of 44,819,777 was reported with A total population of 44,819,777 was reported with the following distribution:the following distribution:

90.4 % Blacks (43.2% male & 47.2% women)90.4 % Blacks (43.2% male & 47.2% women)

9.6% Whites (4.6% male & 5.0% women); and9.6% Whites (4.6% male & 5.0% women); and

47.8% male & 52.2% women.47.8% male & 52.2% women.

1010

ECONOMICALLY ACTIVE ECONOMICALLY ACTIVE POPULATION (EAP) POPULATION (EAP) DISTRIBUTION DISTRIBUTION

IN TERMS OF RACE & GENDERIN TERMS OF RACE & GENDER

1111

EAP IN TERMS OF RACE & GENDER (LFS EAP IN TERMS OF RACE & GENDER (LFS SEPTEMBER 2006)SEPTEMBER 2006)

87.2 % Blacks (46.9% male & 40.3% women)87.2 % Blacks (46.9% male & 40.3% women)

12.8% Whites (7.3% male & 5.5% women); and12.8% Whites (7.3% male & 5.5% women); and

54.2% male & 45.8% women.54.2% male & 45.8% women.

1212

• EAP of total population 100% (female 45.7%, male EAP of total population 100% (female 45.7%, male 54.3%)54.3%)

• EAP of Blacks 87.5% (female 40.2% & male 47.3%)EAP of Blacks 87.5% (female 40.2% & male 47.3%)

• EAP of Africans 74.1% (female 34.3% & male 39.8)EAP of Africans 74.1% (female 34.3% & male 39.8)

• EAP of Coloureds 10.3% (female 4.7% & male 5.6)EAP of Coloureds 10.3% (female 4.7% & male 5.6)

• EAP of Indians 3.1% (female 1.2% &. Male 1.9%)EAP of Indians 3.1% (female 1.2% &. Male 1.9%)

• EAP of Whites 12.6% (female 5.6% &. Male 7.0%)EAP of Whites 12.6% (female 5.6% &. Male 7.0%)

ECONOMICALLY ACTIVE POPULATIONECONOMICALLY ACTIVE POPULATION

1313

Suitably qualified person Suitably qualified person (Starting Point- EE Act )(Starting Point- EE Act )

Formal qualificationFormal qualification

Prior Learning (Formal or experience Prior Learning (Formal or experience gained elsewhere)gained elsewhere)

Previous experiencePrevious experience

Capacity to acquire competence in a Capacity to acquire competence in a reasonable timereasonable time

1414

Smokes and MirrorsSmokes and Mirrors Matric pass rate, maths and science Matric pass rate, maths and science Starting point – Institute of Race Starting point – Institute of Race

Relations -2004Relations -2004 Others start in 2006 instead of early 70’sOthers start in 2006 instead of early 70’s Setas are not training enough people Setas are not training enough people

(FSC)(FSC) Mismatch of black graduates v/s required Mismatch of black graduates v/s required

skills (AAC)skills (AAC) No soft skills No soft skills

1515

EE TRENDS FROM 2000 TO 2006

1616

PRESENTATION FOCUS – 1PRESENTATION FOCUS – 1STST THREE THREE OCCUPATIONAL LEVELSOCCUPATIONAL LEVELS

• Presentation focuses on trends involving the first three Presentation focuses on trends involving the first three upper occupational levels.upper occupational levels.

• The three occupational levels are Top Management, Senior The three occupational levels are Top Management, Senior Management and Professionally Qualified & Middle Management and Professionally Qualified & Middle Management.Management.

• This is where designated groups are most under-This is where designated groups are most under-represented.represented.

1717

TOP MANAGEMENT – TOTAL % CHANGE FOR RACE FROM 2000 TO 2006

Blacks increased by 9.5% Blacks increased by 9.5%

Africans increased by 5.1% to 11.3= need 6.5*Africans increased by 5.1% to 11.3= need 6.5*

Coloureds increased by 2.0% to 4.7= need 2.2* Coloureds increased by 2.0% to 4.7= need 2.2*

Indians increased by 2.4% to 6.2 = 2*EAP Indians increased by 2.4% to 6.2 = 2*EAP

White women incrsd by 4.5% to 14,7 = ~3*EAPWhite women incrsd by 4.5% to 14,7 = ~3*EAP

1818

TOP MANAGEMENT – TOTAL % CHANGE FOR WOMEN FROM 2000 TO 2006

Women increased by 9.2%Women increased by 9.2%

African women representation increased by 1.7%African women representation increased by 1.7%

Coloured women representation increased by Coloured women representation increased by 1.3%1.3%

Indian women representation increased by 1.2%Indian women representation increased by 1.2%

White women increased by 4.5%White women increased by 4.5%

1919

SENIOR MANAGEMENT – TOTAL % CHANGE FOR RACE FROM 2000 TO 2006 Blacks increased by 8.4% Blacks increased by 8.4%

Africans increased by 4.7% to 13.4 %Africans increased by 4.7% to 13.4 %

Coloureds increased by 0.9% to 5.8% Coloureds increased by 0.9% to 5.8%

Indians increased by 2.8% to 7.0%Indians increased by 2.8% to 7.0%

White women increased by 2.3% to 19% and are White women increased by 2.3% to 19% and are more three times their EAPmore three times their EAP

2020

SENIOR MANAGEMENT – TOTAL % CHANGE FOR WOMEN FROM 2000 TO 2006

Women increased by 6.4%Women increased by 6.4%

African women increased by 1.6% to 3.6%African women increased by 1.6% to 3.6%

Coloured women increased by 0.7% to 2.1%Coloured women increased by 0.7% to 2.1%

Indian women increased by 1.4% to 2.3%Indian women increased by 1.4% to 2.3%

White women increased by 2.3% to 19%White women increased by 2.3% to 19%

2121

PROFESSIONALLY QUALIFIED – TOTAL % CHANGE FOR RACE FROM 2000 TO 2006

Blacks decreased by 7.6% to 36.5%Blacks decreased by 7.6% to 36.5%

Africans decreased by 12.6% to 20.2%Africans decreased by 12.6% to 20.2%

Coloureds increased by 2.5% to 8%Coloureds increased by 2.5% to 8%

Indians increased by 2.5% to 8.3%Indians increased by 2.5% to 8.3%

Whites increased by 6.1%, to 62.2% White males increased Whites increased by 6.1%, to 62.2% White males increased by 26.2% and are almost twelve times their EAPby 26.2% and are almost twelve times their EAP

2222

PROFESSIONALLY QUALIFIED – TOTAL % CHANGE FOR WOMEN FROM 2000 TO 2006

Women decreased by 6.9% to 36,3%Women decreased by 6.9% to 36,3%

African women decreased by 13.3% to 7.2%African women decreased by 13.3% to 7.2%

Coloured women decreased by 1.2% to 3.4%Coloured women decreased by 1.2% to 3.4%

Indian women increased by 1.0% to 3.2%Indian women increased by 1.0% to 3.2%

White women increased by 3.8% to 22.1%White women increased by 3.8% to 22.1%

2323

WORKFORCE PROFILE OF WORKFORCE PROFILE OF PEOPLE WITH DISABILITIES PEOPLE WITH DISABILITIES (PWD’S) (EE REPORTS 2006 – (PWD’S) (EE REPORTS 2006 – OCCUPATIONAL LEVELS)OCCUPATIONAL LEVELS)

2424

% CHANGE FOR PWD’S IN % CHANGE FOR PWD’S IN EMPLOYMENT FROM 2000 TO 2006EMPLOYMENT FROM 2000 TO 2006

PWD’s workforce representation was 0.9% in 2000.PWD’s workforce representation was 0.9% in 2000.

PWD’s workforce representation was 1% in 2002.PWD’s workforce representation was 1% in 2002.

PWD’s workforce representation was 1% in 2004.PWD’s workforce representation was 1% in 2004.

PWD’s workforce representation was 0.7% in 2006.PWD’s workforce representation was 0.7% in 2006.

2525

RECRUITMENTRECRUITMENT

2626

TOP MANAGEMENT (EE REPORTS 2006 – TOP MANAGEMENT (EE REPORTS 2006 – RECRUITMENTS)RECRUITMENTS)

Of all recruitments at this level :Of all recruitments at this level :

38.9% were Black & 53.5% were White: and38.9% were Black & 53.5% were White: and

72.2% were male & 22.2% were women72.2% were male & 22.2% were women

7.6% were foreign nationals7.6% were foreign nationals

2727

SENIOR MANAGEMENT (EE REPORTS 2006 – SENIOR MANAGEMENT (EE REPORTS 2006 – RECRUITMENTS)RECRUITMENTS)

Of all recruitments at this level:Of all recruitments at this level:

32.8% were Black & 63.4% were White32.8% were Black & 63.4% were White

68.5% were male & 27.7% were women68.5% were male & 27.7% were women

3.4% foreign national3.4% foreign national

2828

PROFESSIONALLY QUALIFIED PROFESSIONALLY QUALIFIED MANAGEMENT (EE REPORTS 2006 – MANAGEMENT (EE REPORTS 2006 – RECRUITMENTSRECRUITMENTS))

40.8% were Black & 57.0% were White40.8% were Black & 57.0% were White

59.9% were male & 37.1% were women59.9% were male & 37.1% were women

2.3% foreign national2.3% foreign national

2929

RECRUITMENT (PWD’S) (EE REPORTS 2006 – RECRUITMENT (PWD’S) (EE REPORTS 2006 – OCCUPATIONAL LEVELS)OCCUPATIONAL LEVELS)

Approximately 1% of all recruits were people with disabilities Approximately 1% of all recruits were people with disabilities (PWD’S)(PWD’S)

3030

PROMOTIONSPROMOTIONS

3131

TOP MANAGEMENT (EE REPORTS 2006 – TOP MANAGEMENT (EE REPORTS 2006 – PROMOTION)PROMOTION)

Of all promotions at this level:Of all promotions at this level:

31.3% were Black & 65.7% were White31.3% were Black & 65.7% were White

71.7% were male & 25.3% were women71.7% were male & 25.3% were women

3.0% were foreign national3.0% were foreign national

3232

SENIOR MANAGEMENT (EE REPORTS 2006 – SENIOR MANAGEMENT (EE REPORTS 2006 – PROMOTIONS)PROMOTIONS)

Of all promotions at this level:Of all promotions at this level:

39.7% were Black & 58.8% were White39.7% were Black & 58.8% were White

66.8% were male & 31.7% were women66.8% were male & 31.7% were women

1.7% foreign national1.7% foreign national

3333

PROFESSIONALLY QUALIFIED (EE REPORTS PROFESSIONALLY QUALIFIED (EE REPORTS 2006 – PROMOTIONS)2006 – PROMOTIONS)

Of all promotions at this level:Of all promotions at this level:

60.8% were Black & 38.8% were White60.8% were Black & 38.8% were White

65.1% were male & 34.5% were women65.1% were male & 34.5% were women

0.4% foreign national0.4% foreign national

3434

PROMOTIONS (PWD’S) (EE REPORTS PROMOTIONS (PWD’S) (EE REPORTS 20062006))

Approximately 0.2% of all promotions were people with Approximately 0.2% of all promotions were people with disabilities (PWD’s).disabilities (PWD’s).

3535

CONCLUDING OBSERVATIONS CONCLUDING OBSERVATIONS & REMARKS& REMARKS

3636

Black involvement in the economy Black involvement in the economy

Management of the Economy predominantly Management of the Economy predominantly in White handsin White hands

Both line and support functions dominated Both line and support functions dominated by Whitesby Whites

Black people are largely in support Black people are largely in support functionsfunctions

Even in those support functions, Black Even in those support functions, Black people remain largely without authoritypeople remain largely without authority

Pace of transformation painfully slowPace of transformation painfully slow

3737

TRAININGTRAINING

Whites dominate in the middle to upper Whites dominate in the middle to upper levels when it comes to receiving levels when it comes to receiving trainingtraining

Generally no purposeful trainingGenerally no purposeful training Those Blacks who receive training Those Blacks who receive training

appear to be on perpetual training with appear to be on perpetual training with no graduation into meaningful career no graduation into meaningful career paths . paths .

3838

ENFORCEMENT MECHANISMSENFORCEMENT MECHANISMS

Quantum of fines is meaningless and need Quantum of fines is meaningless and need to be revised upwardsto be revised upwards

Remedial action to kick in soonerRemedial action to kick in sooner

Specific proposals in the 2Specific proposals in the 2ndnd half of 2007 half of 2007

Inspectorate has been advised to Inspectorate has been advised to particularly focus on the Top 100 JSEparticularly focus on the Top 100 JSE

3939

SHOULD WHITE WOMEN SHOULD WHITE WOMEN continue to BE DESIGNATED ?continue to BE DESIGNATED ?

Whereas EAP of White women is 5.5%:Whereas EAP of White women is 5.5%:

14.7% of all Top Management positions14.7% of all Top Management positions 19% of all Senior Management positions19% of all Senior Management positions 22.1% of all Professionally Qualified & 22.1% of all Professionally Qualified &

Middle Management positionsMiddle Management positions

4040

THANK YOUTHANK YOU