Broad-Based Black Economic Empowerment Act, 2003 (Act No. 53 of 2003)Codes of Good Practice on Broad-Based Black Economic EmpowermentAmended Property Sector CodeStatement 000: General Principles and General Scorecard as applied to the Amended Property Sector Code8. Employment Equity |
| 8.1 | Despite the introduction of the Employment Equity Act, 55 of 1998, racial and gender representation in the property sector, especially in the various management categories, is not representative of the demographics of the country. |
| 8.2 | Consequently, each property sector enterprise undertakes to: |
| 8.2.1 | Implement transformation programme in its workplace and eradicate inequalities and disparities; |
| 8.2.2 | Promote a non-racial, non-sexist environment and enhance cultural diversity and gender sensitivity; and |
| 8.2.3 | Ensure reasonable accommodation and access for applicants of employment and employees with disabilities within the sector. |
| 8.3 | In addition to obligations in terms of employment equity, enterprises in the sector commit to achieve the following targets of the draft aligned sector code: |
| 8.3.1 | 60% Black senior management employees as a percentage of all senior management; |
| 8.3.2 | 30% Black female senior management employees as a percentage of all senior management; |
| 8.3.3 | 75% Black employees in middle management as a percentage of all middle management; |
| 8.3.4 | 38% Black female employees in middle management as a percentage of all middle management; |
| 8.3.5 | 88% Black employees in junior management as a percentage of all junior management; |
| 8.3.6 | 44% Black female employees in junior management as a percentage of all junior management; |
| 8.3.7 | 2% Black disabled employees as a percentage of all employees. |
| 8.4 | All principles under management control that covers Senior, Middle, Junior management as well as black employees with disability in the revised codes as amended from time to time (for both generic and QSE) are applicable. |
| 8.5 | EAP targets and calculations apply in the Employment Equity as per code of Good practice unless otherwise stated. |
CODE 200B: MANAGEMENT CONTROLS GENERIC ENTITIES - 13 POINTS
MEASUREMENT CATEGORY & CRITERIA |
WEIGHTING POINTS |
COMPLIANCE
|
SENIOR MANAGEMENT |
|
|
Black employees in Senior Management as a percentage of all Senior Management |
4 |
60% |
Black Female employees in Senior Management as a percentage of all Senior Management |
2 |
30% |
MIDDLE MANAGEMENT |
|
|
Black employees in Middle Management as a percentage of all Middle Management |
3 |
75% |
Black Female employees in Middle Management as a percentage of all Middle Management |
1 |
38% |
JUNIOR MANAGEMENT |
|
|
Black employees in Junior Management as a percentage of all Junior Management |
1 |
88% |
Black Female employees in Junior Management as a percentage of all Junior Management |
1 |
44% |
EMPLOYEES WITH DISABILITY |
|
|
Black Disabled Employees as a percentage of all employees |
1 |
2% |
EMPLOYMENT EQUITY BONUS POINTS FOR GENERIC ENTITIES - 3 POINTS
MEASUREMENT CATEGORY & CRITERIA |
BONUS POINTS |
COMPLIANCE TARGET |
SENIOR MANAGEMENT |
|
|
Black employees in Senior Management as a percentage of all Senior Management |
1 |
70% |
Black Female employees in Senior Management as a percentage of all senior management |
1 |
40% |
MIDDLE MANAGEMENT |
|
|
Black employees in Middle Management as a percentage of all Middle Management |
0.5 |
85% |
Black Female employees in Middle Management as a percentage of all Middle Management |
0.5 |
50% |
| 8.6 | Recognising that residential estate agencies, property brokers and valuation companies do not differentiate various management levels, residential estate agencies, Brokers and valuation companies in the sector commit to achieve the following targets from the effective date of the sector code. |
| 8.6.1 | 50% Black practitioners as a percentage of total practitioners; |
| 8.6.2 | 35% Black female practitioners as a percentages of total practitioners; |
| 8.6.3 | 35% Black people in management as a percentage of total Management; |
| 8.6.4 | 18% Black women in management as a percentage of total Management; |
| 8.6.5 | 30% Black people in administration as a percentage of total administrators; and |
| 8.6.6 | 40% Black female in administration as a percentage of total administrators. |
CODE 200B: EMPLOYMENT EQUITY FOR ESTATE AGENCIES, BROKERS AND VALUATION COMPANIES -13 POINTS
MEASUREMENT CATEGORY & CRITERIA |
WEIGHTING POINTS |
COMPLIANCE TARGET |
Black practitioners as a percentage of total practitioners |
4 |
50% |
Black Female practitioners as a percentage of total practitioners |
3 |
35% |
Black people in Management as a percentage of total Management |
2 |
35% |
Black female in Management as a percentage of total Management |
1 |
18% |
Black people in administration as a percentage of total administrators |
1 |
30% |
Black Females in administration as a percentage of total administrators |
2 |
40% |
EMPLOYMENT EQUITY BONUS POINTS FOR ESTATE AGENCIES, PROPERTY BROKERS AND VALUATION COMPANIES – 2 POINTS
MEASUREMENT CATEGORY & CRITERIA |
WEIGHTING POINTS |
COMPLIANCE TARGET |
Black practitioners as a % of total practitioners |
1 |
60% |
Black people in management as a % of total management |
0.5 |
45% |
Black Females in Management as a % of total Management |
0.5 |
35% |
| 8.6.7 | For only Estate Agencies, Property Broking companies and Valuation companies - the Employment Equity will not be broken down into the 6 demographic sub targets. |
CODE 702B: EMPLOYMENT EQUITY FOR QSE -13 POINTS
The following table represents the indicators and method for calculating score for Employment Equity used this statement:
MEASUREMENT CATEGORY & CRITERIA |
WEIGHTING POINTS |
COMPLIANCE TARGET |
Black representation at Junior, Middle and Senior management as a percentage of all management |
8 |
60% |
Black Female representation at Junior, Middle and Senior management as a percentage of all management |
3 |
30% |
| 8.6.8 | 60% Black representation at junior, middle and Senior management as a percentage of all management . |
| 8.6.9 | 30% Black female representation at junior, middle and Senior management as a percentage of all management. |
EMPLOYMENT EQUITY BONUS POINTS FOR QSE SCORECARD - 2 POINTS
MEASUREMENT CATEGORY & CRITERIA |
BONUS POINTS |
COMPLIANCE TARGET |
Black representation at Junior, Middle and Senior management as a percentage of all management |
1 |
80% |
Black Female representation at Junior, Middle and Senior management as a percentage of all management |
1 |
40% |