To date the EE statistics over the past 21 years reflect that there has been transformation, but not at a rate that would be justified. The reason for this is that the key ingredients of success in this regard are – transitioning through change (i.e. behaviour drivers); reasonable and achievable targets; liability management. The diagram below depicts the interplay between these three aspects and designated employers need a framework and model within which to ensure that they are adequately addressed. In addition, there is a requirement to be proactive in the sense that policies, procedures, awareness, training, risk assessments and targets are set, as well as responsive to the extent that when unfair discrimination or a deviation from the EE plan arises without justification, the employer takes immediate steps to remedy the situation. A zero-tolerance approach to any form of harassment is also mandatory.
If once considers the facts, only 8% of designated employers identify organisational culture as a barrier to transformation, there is still a significant race and gender deficit in respect of the EAP and there is a 94% non-compliance rate across designated employers that have been subject to DG reviews.
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