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How To: Do an organisation analysis for employment equity (Section 19)

  How To: Do an organisation analysis for employment equity (Section 19) To comply with the Employment Equity Act, the employment equity committee is required to perform an organisational analysis, based on the EEA12 form. Several EEA forms (EEA2, EEA12, EEA13) and Sections 19 of the Employment Equity Act require an Organisational analysis. This analysis must include the participation of all employees in the organisation, as well as any unions. It consists of 2 parts: A Quantitative analysis A Qualitative analysis Although it is important to transform the organisation, it is more important that all employees understand the impact of transformation and the long-term survival of the organisation. It is extremely important to understand that the Employment Equity Act may not be used to, cause or create the unemployment of workers, unfair or discriminatory practices or policies, or the insolvency of the organisation. The Employment Equity Act should be used to guide the employment and prom

How to: Identify and report discrimination in the organisation for Employment Equity.

  How to: Identify and report discrimination in the organisation for Employment Equity. The following list may be considered as grounds for discrimination in employment. There are 4 main types of discrimination under the Employment Equity Act: Direct discrimination, Indirect discrimination, Harassment, Victimisation Unlawful discrimination Unlawful discrimination is when a person or group of persons are treated worse than another person or group of persons because they are different it is unfair or discriminatory to take any of the following into consideration for position or job applicants in the organisation: Race Gender Pregnancy Sexual Orientation Marital Status Family Responsibility Ethnic origin Social Origin Age Disability Religion Political Opinion Lifestyle Belief Culture Language Birth Arbitrary Grounds Fair and Lawful discrimination However, it is fair for the above list to be taken into account where they are relevant to either affirmative action measures or the inherent r