MAINSTREAMING GENDER, YOUTH AND PEOPLE WITH DISABILITIES

11 November 2011

MAINSTREAMING GENDER, YOUTH AND PEOPLE WITH DISABILITIES

11 November 2011

Overall ResponsibilityDG: N Nhleko

Presentation Outline

Employment Equity

Employment Services

Sheltered Employment Factories

EMPLOYMENT EQUITY ACT, 1998

Context of the EEA in relation to Constitution

Purpose of the EEA

Chapter 2: Prohibition of Unfair Discrimination Regulatory mechanisms - Codes of Good Practice

Chapter 3: Affirmative Action Monitoring & enforcement mechanisms

Context of the EEA

Section (9(2) of the Constitution states that:

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

Purpose of the EEA

Purpose of the EEA is 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.

CHAPTER 2: Prohibition of Unfair Discrimination

o Every employer must take steps to promote equal opportunity in workplace by eliminating unfair discrimination.

o Section 6 states that:

‘No person may unfairly discriminate, directly or indirectly against an employee in any employment policy or practice based on one or more grounds, including race, gender, sex, pregnancy, age, disability, religion, HIV status, etc.’

CHAPTER 2: Codes of Good Practice

Code on Key Aspects of HIV & AIDS and Employment (2000) & its Technical Assistance Guidelines (TAGS) to –

‘To provide implementation guidelines on how to ensure that individuals affected by HIV & AIDS are not unfairly discriminated against in the workplace’

Code on Employment of People with Disabilities & TAGs (2002) to

‘To provide implementation guidelines to ensure that employees with disabilities know their rights and are able to deal with unfair treatment and discrimination against them in the workplace.’

CHAPTER 2: Codes of Good Practice Cont.. Code on Integration of EE in HR Policies & Practices (2005) to – ‘To provide implementation guidelines on how to promote equality and fair

treatment by amongst other things, mainstreaming gender equality issues in HR policies and practices to eliminate unfair discrimination in the workplace.’

Code on Handling of Sexual Harassment Cases in the workplace (2005) to –

‘To provide implementation guidelines on how to promote equality and

fair treatment by amongst other things, mainstreaming gender equality issues in HR policies and practices to eliminate unfair discrimination in the workplace.’

CHAPTER 3: Affirmative Actiono Applies only to DESIGNATED employers (i.e. Employers with 50

and more employees)

o Designated employers are required to: consult employees; conduct analysis of workplace policies and practices, workforce profile &

environment; prepare & implement EE Plan; and submit EE Report to indicate progress in achieving EE.

o Monitoring & enforcement mechanisms by DOL: CEE Annual Reports with EE status EE inspections DG Reviews

EMPLOYMENT SERVICES

Public Employment Services Interventions and achievements during the first two Quarters: 1st April to 31st September 2011

Key output: 300 000 Jobseekers Key output: 300 000 Jobseekers registered on the systemregistered on the system

Province Target as at end Sept 2011

Quarter 1 Quarter 2 Actual achievement as at end Sept 2011

Variance

EC 45 000 8214 10489 18703 -26297

FS 33 000 9357 9436 18793 -14207

GP 60 000 37367 73416 110783 +50783

KZN 39 000 29071 25207 54278 +24278

LIMP 27 000 12297 18426 30723 +3723

MP 30 000 8903 11111 20014 -9986

NC 18 000 4751 5703 10454 -7546

NW 24 000 3748 5611 9359 -14641

WC 24 000 16687 24247 40934 +16934

Total 300 000 130395 183646 314041 +14041

People from designated groups referred to training employment

opportunities : Youth

Province

Target as at end Sept 2011

Actual achievement as at end Sept 2011

Quarter 1 Quarter 2 Variance

EC 7500 2704 402 2302 -4796

FS 5500 4094 3554 540 -1406

GP 10000 1729 148 1581 +8271

KZN 6500 743 534 209 -5757

LIMP 4500 1960 103 1857 -2540

MP 5000 945 598 347 -4055

NC 3000 1407 220 242 -1593

NW4000 936 936 0 -3064

WC 4000 1207 684 523 -2793

National 5000050000 1572515725 7179 7601 -34275-34275

People from designated groups referred to training employment

opportunities : Women

Province

Target as at end Sept 2011

Actual achievement as at end Sept 2011

Quarter 1 Quarter 2 Variance

EC 3750 1700 254 1446 -2050

FS 2750 2460 2098 362 - 290

GP 5000 1354 224 1130 -3646

KZN 3250 334 248 86 -2916

LIMP 2250 988 85 903 -1262

MP 2500 340 234 106 -2160

NC 1500 233 153 80 -1267

NW2000 730 730 0 -1270

WC 2000 961 620 341 -1039

National 2500025000 91009100 4646 4454 -15900-15900

People from designated groups referred to training employment

opportunities : PWD

Province

Target as at end Sept 2011

Actual achievement as at end Sept 2011

Quarter 1 Quarter 2 Variance

EC 76 2 1 1 +74

FS 54 44 11 33 -10

GP 100 394 197 197 +294

KZN 64 4 2 2 -60

LIMP 46 0 0 0 -46

MP 50 4 2 2 -46

NC 30 0 0 0 -30

NW40 0 0 0 -40

WC 40 212 7 205 +214

National 500500 660660 220 440 +160+160

Key Challenges and proposed remedial actions to address the plight of designated groups

PERFORMANCE INDICATOR

MAJOR VARIANCE AND REASONS THEREOF

ACTION TO RESOLVE THE PROBLEM

Job-seekers assessed and profiled

Job-seekers placed/ referred to opportunities and other DOL services

People from designated groups referred for placement in training and income generating opportunities

Insufficient number of Career Counselors

-Employer delay in reporting placement

-Some job seekers do not meet the requirements

-UIF and CF services referrals excluded

-Targets were set too high for other provinces given the current economic climate

Less number of Short term job opportunities and training opportunities received

Appoint additional Career Counselors in Labour Center funded vacancies

-Passage of the ES Bill will compel employers to report

Develop working relations with employers

Provide details of those referred to UI and Training in future reports

Review indicator and secure Treasury approval to effect change

Liaison with EPWP related projects, DHET and SETAs, DTI . Ministry for Woment, Children and PWD etc.

Service Product trading as Sheltered Employment Factories

Historical origin and current status SEF

The Service Product Factories currently trading as Sheltered Employment Factories (SEF) were established more than 65 years ago to provide employment opportunities for people with disabilities who were unable to hold down employment in the open labour market due to the nature of their afflictions.

Currently around 97% of the workers across SEF factories fit this profile. There are 12 SEF across South Africa operating in 7 of the 9 provinces, with only Mpumalanga and Limpopo without a facility. Factories are located in Bloemfontein, Cape Town, Durban, East London, Johannesburg, Kimberly, Pietermaritzburg, Port Elizabeth, Potchefstroom and Pretoria.

Collectively they employ 1050 disabled people supported by 120 administration, management and technical staff. With current premises – land, buildings and equipment - there is the potential to provide meaningful work opportunities for more than 3 000 handicapped people.

Service Product trading as Sheltered Employment Factories

Transformation of Service Product Factories

The Department of Labour inherited the SEF from the previous Government and has in the recent past taken a bold step of embarking on a turnaround strategy, which is aimed at transforming the SEF into entities where people with disabilities can be employed regardless of their race, gender or creed.

The attainment of legal status for the SEF will enable the organisation to trade effectively and competitively within the industry.

The finalization of the business case will mean the SEF will be established as an entity that can financed adequately and conduct trade.

Service Product trading as Sheltered Employment Factories

The SEF proposed future

The SEF is about to commence with the second phase of the business case that will mean;

The SEF will have a legal identity

The SEF can compete competitively in the market

Adequate funding is provided to finance operational costs.

Service Product trading as Sheltered Employment Factories

SEF Production capability

SEF has improved production capacity whereby all the 12 SEF factories utilize at least 95% of their production capacity. With the assistance of Productivity SA project that is being piloted and our Johannesburg textiles factory, we will realign our production standards with industry standards

– by reengineering factory set-ups and manufacturing to high quality norms. The project has unearthed other related issues that affect production levels and capacity which we have undertaken to address immediately where possible.

Service Product trading as Sheltered Employment Factories

Employment Creation through the SEF

SEF has developed various business proposals and made submissions to the W&R SETA, the FP&M SETA for them to use SEF capability to create jobs for PWD. Youth. The 2nd proposal is for piloting provision of Basic Education in 3 Provinces to provide gainful employment to young people.

With the financial support from government and increase in sales of SEF products and services, SEFs have the potential to grow into a national network of factories and factory outlets that contribute to the economic empowerment of people with disabilities (including ex-combatants), that support metropolitan, rural and local community organizations and enterprises. Where disabled people are to contribute to, and be integrated into the nation’s economy.

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Thank You