SAQA Accredited Employment Equity Workshop

NQF Level 5
Credits 10

Final SAQA Accredited Employment Equity Training
for the 2019 EE reporting cycle
(submissions due 15 January 2020)​

South Africa’s big employment equity shake-up is coming.
Read more…

More than 27,000 South African businesses will have to show the salary gaps between top and bottom earners
Read more…

 

Dates: 9 and 10 June 2020

Venue: Encore

Physical Address:
 cnr Plattekloof Rd & Rothschild Blvd
 Welgelegen

Each Delegate will receive the following:

• 2-day Accredited Course (2 full days)

• 1-day Portfolio of Evidence (POE) Support Workshop (one-on-one arrangement made after the 2-day course)

• Assessment and Moderation of your submitted POE (which is submitted 1 month after the 2-day course)

• Course Manual and POE (hard copy and electronic)

• Full team of accredited trainers to support your individual learning needs

• Red-Carpet Arrival to a stunning venue with every facet designed to accelerate and sustain your educational experience

• World-Class live musical performances designed to enhance your training experience

• Professional personalised photography

• Tea Bar with uniquely special blends to complement each phase of the training experience

• 5-Star quality catering

ACCREDITED EMPLOYMENT EQUITY TRAINING:

Name of Course:

“Apply the Principles of Employment Equity to organisational transformation” 

ABOUT THE COURSE 

Introduction

After the fall of apartheid, Prof. Brian Williams was appointed by the government of the late President Nelson Mandela as the first Provincial Director (1995 – 2000).  of the national Department of Labour post 1994, and was part of the team who drafted the Employment Equity Act, No 55 of 1998.

Williams Labour Law and Mediation (W-LLM) was started in 2000 and is a SAQA accredited education and training provider with the Services-SETA.                                                 

The Accredited Two-Day Employment Equity (EE) training course provides delegates with all the latest information and updates in the field of Employment Equity Law.

Context of the South African workplace and the role of Employment Equity Training:

In South Africa there are over 50 million people living within its borders. Each individual is unique, special and different. These differences between us include where we come from, race, gender, sex, pregnancy, marital status, family responsibility, ethnic and social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language, birth economic status and work passions.

Yet we are all united by fundamental aspects of what makes us who we are. We are united by our common human goals to have connection, love the work we do, experience recognition, we all have families and others, who depend on our success in life.

The Employment Equity Act came into effect in 1998 and on 19 October 2019, it was in existence for 21 years. However, many employers find themselves at risk of non-compliance with the second most powerful law in the country, which derived its purpose from most supreme law of South Africa, the Constitution of 1995.

Section 9, in the Bill of Rights of the Constitution of South Africa, the notion of ‘substantive equality’ was introduced. This is a particular form of equality which recognises the past imbalances and actively seeks to restore those imbalances through law such as the Employment Equity Act (EEA).

Many other countries in the world do not have ‘substantive equality’ as their founding Constitutional principle. Most countries follow the concept of ‘formal’ equality. This is a different type of equality which does not recognise the past and starts on the basis of treating everyone the same.

Both ‘substantive’ and ‘formal’ are excellent forms of equality. Which is why it is difficult to comprehend and implement the correct one. They are fundamentally different because one recognises the past and actively takes steps to rectify the imbalances; while the other does not recognise the past and does not treat any differently.

Neither ‘substantive’ nor ‘formal’ equality is wrong in concept. Each type of equality will apply and be appropriate in different settings and vice versa. Our law makers and decision makers chose to use substantively equality post 1994 based on the context, history and developments of the time. The problem is that if employers have been applying the concept of ‘formal’ equality when our laws are designed around the concept of ‘substantive’ equality, the little to no progress which has been made on Employment Equity nationally is indicative.

Value of the Course:

The accredited 2-day EE course is designed for all employees, management and trade union representatives. The EE course is particularly valuable to HR staff, EE forums, Executive Management and Trade Unions seeking to increases their levels of competency on the field of Employment Equity understanding and implementation.

The business, economic and employee relations benefits offer legitimate incentives to invest in EE accredited training. Training can be linked to the submission of annual Workplace Skills Planning (WSP) and Annual Training Report (ATR) submissions to your relevant SETA as well as Employment Equity (EE) submissions to the Department of Labour (DoL).

This course provides the full and complete understanding of the principles of equality and how these can be used to transform the workplace. Participants are provided with the tools and resources to effectively implement the transformation principles of employment equity to reach and exceed compliance with the EEA.

Delegates will receive a certificate of competency and copy of the statement of results.

SAQA Unit Standard link:

Free Employment Equity Resources:

For training quotations, feel free to communicate with our professional team on any of the following platforms:

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