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Gender Workplace Programmes. 19 April 2005. Legislative Framework. SA Constitution, 1996; Public Service Act, 1994; Public Service Regulations; Collective Agreements; Departmental Policies, Procedures, Practices and Directives; Employment Equity Act, 1998;
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Gender Workplace Programmes 19 April 2005
Legislative Framework • SA Constitution, 1996; • Public Service Act, 1994; • Public Service Regulations; • Collective Agreements; • Departmental Policies, Procedures, Practices and Directives; • Employment Equity Act, 1998; • Basic Conditions of Employment Act, 1997; • Labour Relations Act, 1995; • Occupational Health and Safety Act, 1993; • Skills Development Act, 1998; • GPG Gender Policy Framework; • National Policy Framework for Women’s Empowerment and Gender Equality.
Analysis of GPG numerical status and targets set: • GPG Management representivity in respect of gender is already in line with minimum national targets (i.e. 30%). • Drastic decline in representivity of females from low level to SMS; • Majority of female employees are at lower levels (e.g. nursing, teaching, clerical, etc.) • Gap of 20% (30% - 50%) women in management needs to be met by 2009; • Do we have a sufficient “feeder group” at middle management level to meet the targets?
How do we close the gap? • Strategies need to be put in place in respect of the following: • Reviewing the EE targets; • Numerical targets; • HR Planning; • Monitoring. • Skills Development: • Equitable distribution of Training and Development Budget (monitoring); • Accelerated Development Programmes; • Mentorship Programmes (e.g. GMDP); • Learnership Programmes (18.1); • ABET Programmes; • Succession Planning;
How do we close the gap? (cont’d) • Retention Strategy: • How do we retain our existing employees? • Scarce Skills: • How do we attract potential female employees into scarce skills occupations? • Learnership (18.2) and Internship programmes (targets); • External Bursary Scheme; • Participation in “Take a Girl Child to Work Campaign” – Cell C. • Addressing the barriers/discriminatory practices and short-comings in policies, procedures and practices: • Part of EE Plan (Striving towards HR Best Practice); • Do we recognize diversity in personal circumstances, e.g. working mothers, single parents?; • Does the work environment provide for e.g.; child care facilities, flexible working hours, etc.
Do Departments have the following in place and how effective are they? • Employment Equity Plans (numerical and non-numerical targets)? • Workplace Skills Plans (targets)? • Learnership and Internship Programmes (targets)? • Gender Policy and -Awareness Programmes? • Gender Workplace Forums/Gender Desk? • HIV/AIDS Workplace Policy? • Non-discriminatory HR policies, practices and procedures (audited)? • Employee Wellness Programme (incl. EAP)? • Diversity Management Programmes? • Gender Workplace Budgets? • Reliable and accurate HR Information? • Monitoring and Evaluation tools?
