Broad-Based Black Economic Empowerment Act, 2003 (Act No. 53 of 2003)Codes of Good Practice on Black Economic EmpowermentIntegrated Transport Sector CodesRoad Freight Sub-Sector Code3. Indicators of Empowerment3.4 Employment Equity |
| 3.4.1 | Our vision is to increase the participation of black people in senior management, middle management; professional and technical occupations in the Road Freight Industry to create a workforce that truly represents the racial, ethnic and gender diversity of our country. This will require that all stakeholders create a supportive culture within their organisations to attract new talent, facilitate the development of existing employees, and accelerate their progress into key positions within the industry. |
| 3.4.2 | Stakeholder undertakings |
| 3.4.2.1 | Government commits to: |
| 3.4.2.1.1 | The Department of Transport is to engage the Department of Labour to ensure that it plays a significant role in monitoring stakeholder progress in meeting EE targets. |
| 3.4.2.2 | Private Sector Commits to: |
| 3.4.2.2.1 | Senior Management - Black People: Having a minimum of 43% of Black employees as a percentage of all such employees. Points for senior management will only be scored after enterprises achieve a target of 9%. |
| 3.4.2.2.2 | Senior Management -Black Women: Having a minimum of 22% of Black women as a percentage of all such employees. Points for black women at senior management will only be scored after enterprises achieve a target of 5%. |
| 3.4.2.2.3 | Middle Management - Black People: Having a minimum of 63% of Black employees as a percentage of all such employees. Points for black employees at middle management will only be scored after enterprises achieve a target of 13%. |
| 3.4.2.2.4 | Middle Management - Black Women: Having a minimum of 32% of Black women as a percentage of all such employees. Points for black women at middle management will only be scored after enterprises achieve a target of 8%. |
| 3.4.2.2.5 | Junior Management - Black People: The private sector commits itself to having a minimum of 68% of Black employees as a percentage of all such employees. Points for black people at junior management will only be scored after enterprises achieve a target of 14%. |
| 3.4.2.2.6 | Junior Management - Black Women: Having a minimum of 34% of Black women as a percentage of all such employees. Points for black women at junior management will only be scored after enterprises achieve a target of 7%. Black Women unskilled and semi skilled (below junior management) with a target of 15%. |
| 3.4.2.2.7 | Black People living with disability: Having a minimum of 2% of Black disabled employees as a percentage of all employees. Points for employees living with disability will only be scored after enterprises achieve a target of 0.8%. |
| 3.4.2.2.8 | Black Women living with disability: Having a minimum of 1% of Black disabled women as a percentage of all employees. Points for black women living with disability will only be scored if enterprises achieve a target of 0.4%. |
| 3.4.2.2.9 | Inability to distinguish between Middle Management and Junior Management: If the measured entity is unable to distinguish between Junior Management and Middle Management, both criteria may be combined into Junior Management which is measurable as a single indicator with a target of 68% and a weighting of 1.75%, and "Women Junior Management'', which is measurable as a single indicator with a target of 34% and a weighting of 1.75%. In this case, the weighting for "Senior Management" will change to 4% and the weighting for "Women Senior Management" will change to 2.5%. |
| 3.4.2.2.10 | Measured entities falling within the QSE threshold commit to 40% of all management staff being black within 5 years. 50% of these positions should be earmarked for black women. |
| 3.4.2.2.11 | QSE within this sector commit to all 60% of all staff should be black within the 5 years. 30% of all positions should be occupied by black women within 5 years. |
| 3.4.3 | Measurement Principles and Application of the Charter |
| 3.4.3.1 | Measurement principles on the employment equity element are contained in Statement 300 of Code 300 of the Generic Codes of Good Practice. |
| 3.4.3.2 | The formulae required in the determination of the employment equity score are contained in Annexure 300 (A)-B of Statement 300 of Code 300 of the Generic Codes of Good Practice. The formula for the determination of the Adjusted Recognition for Gender found in Annexure 300 (A)-A, will not apply. |
| 3.4.3.3 | Measurement principles for the determination of the Employment Equity score for QSEs are contained in Statement 803 of Code 800 of the Generic Codes of Good Practice |
| 3.4.4 | Labour Standards |
| 3.4.4.1 | The Road Freight Industry will be characterised by fair labour practices across the board. |
| 3.4.4.2 | All stakeholders commit to: |
| 3.4.4.2.1 | Implement interventions to ensure fair labour practices in line with the legislative matters of the National Bargaining Council (NBC) as well as the Basic Condition of Employment Act (BCEA), the Employment Equity Act (EEA) and Skills Development Act. |
| 3.4.4.2.2 | Ensure non-discrimination against employees living with HIV/AIDS whilst the industry has made strides in this area more can still be done by all stakeholders in a partnership approach aimed at setting up a fund to address initiatives relating to HIV/AIDS education, counselling and treatment of all employees. |