11

77THTH CEE ANNUAL REPORT CEE ANNUAL REPORT

2006/20072006/2007 Presentation to the Presentation to the

Portfolio Committee on Portfolio Committee on LabourLabour

22

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 promote the achievement all rights and freedom. To promote the achievement of equality, legislative and other measures of equality, legislative and other measures designed to protect or advance persons, or designed to protect or advance persons, or categories of persons disadvantaged by unfair categories of persons disadvantaged by unfair discrimination may be taken”discrimination may be taken”

33

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

44

AMENDED EE REGULATIONSAMENDED EE REGULATIONS

EE Regulations amended to, amongst others, EE Regulations amended to, amongst others,

• improve data collection;improve data collection;

• To clarify that only designated groups who To clarify that only designated groups who became citizens prior to 27 April 1994, and their became citizens prior to 27 April 1994, and their descendents, are beneficiaries;descendents, are beneficiaries;

• To monitor whether designated groups are not To monitor whether designated groups are not only employed in support functions; andonly employed in support functions; and

• To ensure that employers fully and accurately To ensure that employers fully and accurately complete their EE reporting forms.complete their EE reporting forms.

55

EE AWARDSEE AWARDS

• The Inaugural EE Awards function which to take The Inaugural EE Awards function which to take place in August of 2007 has been cancelled due to place in August of 2007 has been cancelled due to poor levels of compliance. poor levels of compliance.

• The Top 100 JSE listed companies did not make The Top 100 JSE listed companies did not make even the 1even the 1stst pass pass

66

ECONOMICALLY ACTIVE ECONOMICALLY ACTIVE POPULATION DISTRIBUTION POPULATION DISTRIBUTION

IN TERMS OF RACE & GENDERIN TERMS OF RACE & GENDER

77

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.

88

EE TRENDS FROM 2000 TO 2006

99

REPORTING REQUIREMENTSREPORTING REQUIREMENTS

• Small employers (i.e. Employers with fewer Small employers (i.e. Employers with fewer than 150 employees) report every two years;than 150 employees) report every two years;

• Large employers (i.e. Employers with 150 or Large employers (i.e. Employers with 150 or more employees) report every year;more employees) report every year;

• Specific focus for this analysis on trends is Specific focus for this analysis on trends is only placed on reports received in 2000, only placed on reports received in 2000, 2002,2004 and 2006 because this is when 2002,2004 and 2006 because this is when both large and small employers reported.both large and small employers reported.

1010

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.

1111

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.

1212

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

1313

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.

1414

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

1515

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%

1616

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

1717

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%

1818

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

1919

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%

2020

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)

2121

% 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.

2222

RECRUITMENTRECRUITMENT

2323

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

2424

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

2525

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

2626

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)

2727

PROMOTIONSPROMOTIONS

2828

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

2929

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

3030

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

3131

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).

3232

CONCLUDING OBSERVATIONS CONCLUDING OBSERVATIONS & REMARKS& REMARKS

3333

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

3434

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 .

3535

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

3636

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

3737

THANK YOUTHANK YOU