Broad-Based Black Economic Empowerment Act, 2003 (Act No. 53 of 2003)

Industry Charters

Construction Sector Charter

Code Series 2300 : Measurement of the Employment Equity Element of Broad-Based Black Economic Empowerment

Statement 2300 : The General Principles for Measuring Employment Equity
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1)        The Employment Equity Scorecard

 

Contractors

Measurement Category and Criteria

Weighting Points

Compliance Target

Years 0 - 4

Years 5 - 7

1.1.1

Black Employees in the Senior Management Category as a percentage of all such employees using Adjusted Recognition for Gender.

3.5

35%

60%

1.1.2

Black Employees in the Middle Management Category as a percentage of all such employees using Adjusted Recognition for Gender.

3.5

45%

75%

1.1.3

Black Employees in the Junior Management Category as a percentage of all such employees using Adjusted Recognition for Gender.

2.5

68%

80%

1.1.4

Black Disabled Employees as percentage of all office based employees using the Adjusted Recognition for Gender.

0.5

2%

3%

BEP

1.1.4

Black Disabled Employees as a percentage of all office based employees using the Adjusted Recognition for Gender.

0.5

2%

3%

1.1.5

BEP: Black Employees in all Management Categories as a percentage of all such employees using the Adjusted Recognition for Gender.

9.5

45%

60%

 

2)        Notes on Calculations

 

a)No bonus point calculations are applicable.
b)The Adjusted Recognition for Gender in Annexe 300(A), Code 300 will be applied as follows in Code 2300(The reference to the letters remains the same as in Annexe 300(A), P53):
i)1.1.1, 1.1.2, 1.1.4 and 1.1.5 A=B/1.62 + C
ii)1.1.3 A=B/1.66+C
c)Senior, Middle and Junior Management Categories are defined in this document (see Interpretations and Definitions).
d)There is no sub-minimum requirement applicable in Code 2300.
e)Should any Contractor not make a distinction between Middle and Junior Management Categories then only two Categories will be applicable:
i) Senior Management Category, weight 5.25, target as indicated;
ii) Junior Management Category, weight 4.25, target as indicated.

 

3) The Charter Council will inter alia monitor the representation of black people with disabilities in the sector.

 

4)For verification purposes a person can be seen as disabled should that person not be in a position to compete with his/her peers without reasonable accommodation. Therefore should a person wish not to declare their disability in terms of Employment Equity reporting, that person can be viewed as disabled should the above guideline be applicable.

 

5)Code 300

 

a)Code 2300 shall adhere to all other principles, definitions and measurement methodologies contained in Code 300, Annexes and related Statements as been published in the Government Gazette no. 29617 and where there are any conflicts, the requirements of code 2300 shall take precedence over Code 300 as published in the Government Gazette No 29617.