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 Code4. Road Freight Sub-Sector Broad-Based BEE ScorecardEmployment Equity |
B-BBEE Element |
Indicators of Empowerment |
Private Sector 5 Year Targets |
Private Sector Weightings |
Employment Equity |
% Black People in Senior Management |
43% |
2.5 |
% Black Women in Senior Management |
22% |
2.5 |
|
2 % Black People in Middle Management |
63% |
1.5 |
|
% Black Women in Middle Management |
32% |
1.5 |
|
% Black People in Junior Management |
68% |
1.5 |
|
% Black Women in Junior Management |
34% |
1.5 |
|
% of Black Women who are semi and unskilled (i.e. employees below junior management) |
15% |
2 |
|
Black People living with disabilities as a % of all employees |
2% |
1 |
|
Black Women living with disabilities as a % of all employees |
1% |
1 |
|
Bonus Points: Meeting or exceeding the EAP targets in each category of employment equity |
|
3 |
2 If the measured entity is unable to distinguish between Black Junior Management and Black Middle Management, both criteria may be combined into Black Junior Management which is measurable as a single indicator with a target of 68% and a weighting of 1.75% and "Black 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 "Black Women Senior Management" will change to 2.5%. No Measured Entity shall receive any points under the Employment Equity Scorecard unless they have achieved a sub-minimum of 40% of each of the targets.