Podcasts about employment equity act

Clement Manyathela and the listeners debate whether the Democratic Alliance’s argument in the Employment Equity court case is valid. The DA argues that the Employment Equity Act is both unfair and unconstitutional. The Clement Manyathela Show is broadcast on 702, a Johannesburg based talk radio station, weekdays from 09:00 to 12:00 (SA Time). Clement Manyathela starts his show each weekday on 702 at 9 am taking your calls and voice notes on his Open Line. In the second hour of his show, he unpacks, explains, and makes sense of the news of the day. Clement has several features in his third hour from 11 am that provide you with information to help and guide you through your daily life. As your morning friend, he tackles the serious as well as the light-hearted, on your behalf. Thank you for listening to a podcast from The Clement Manyathela Show. Listen live – The Clement Manyathela Show is broadcast weekdays between 09:00 and 12:00 (SA Time) on 702 https://www.primediaplus.com/station/702 Find all the catch-up podcasts here https://www.primediaplus.com/702/the-clement-manyathela-show/audio-podcasts/the-clement-manyathela-show/ Subscribe to the 702 daily and weekly newsletters https://www.primediaplus.com/competitions/newsletter-subscription/ Follow us on social media: 702 on Facebook: http://www.facebook.com/TalkRadio702 702 on TikTok: www.tiktok.com/@talkradio702 702 on Instagram: www.instagram.com/talkradio702 702 on X: www.x.com/Radio702 702 on YouTube: www.youtube.com/@radio702 See omnystudio.com/listener for privacy information.

Michael Morris and Nicholas Lorimer discuss the DA's court challenge to the Employment Equity Act amendments. They also discuss “a little dictatorship” and diminishing tax returns. Website · Facebook · Instagram · Twitter

Africa Melane is in conversation with the Director of the Black Management Forum, Monde Ndlovu. The discussion explores the DA’s challenge to the Employment Equity Act, the progress made in workplace transformation, and the broader social and economic impact such a legal battle may have on South Africans still excluded from full economic participationSee omnystudio.com/listener for privacy information.

Wasanga converses with EWN Reporter Alpha Ramushwana, about taking the minister of labour to court over some of the Employment Equity Amendment Act, specifically regarding the use of quotas. The DA argues that these quotas are divisive and hinder real economic transformation.See omnystudio.com/listener for privacy information.

Joining Africa Melane is Matthew Parks, COSATU’s Parliamentary Coordinator, who says the DA's move is not only legally flimsy but politically reckless in a year already charged with populist rhetoric. Follow us on:CapeTalk on Facebook: www.facebook.com/CapeTalkCapeTalk on TikTok: www.tiktok.com/@capetalkCapeTalk on Instagram: www.instagram.com/capetalkzaCapeTalk on YouTube: www.youtube.com/@CapeTalk567CapeTalk on X: www.x.com/CapeTalkSee omnystudio.com/listener for privacy information.

From Tuesday, 1st April 2025, South Africans will see the implementation of the increased earnings threshold that will affect all employees earning more than R261,700 per year, which is around R21 800 per month. The earnings threshold impacts the application of provisions of the Basic Conditions of Employment Act, the Labour Relations Act and the Employment Equity Act. In terms of the new regulations, employees earning more than the earnings threshold are excluded from the provisions which regulate ordinary hours of work, overtime, Sunday pay, pay for night work and pay for work on public holidays among others. For more Bongiwe Zwane spoke to Malesela Letwaba, Associate in Employment Law at legal firm, Cliffe Dekker Hofmeyr - CDH...

Dan Corder’s The Big One is a daily podcast showcasing influential South Africans and their defining moments. Professor Thuli Madonsela is a leading legal scholar and social justice advocate. As Director of the Centre for Social Justice at Stellenbosch University, former Public Protector, and Law Reform Commissioner, she has been pivotal in shaping South Africa’s democracy. A key architect of the Constitution, she co-authored landmark laws like the Equality Act, Employment Equity Act, and Promotion of Administrative Justice Act.See omnystudio.com/listener for privacy information.

One might assume that the new president of the United States has a pretty full in-tray. So at first glance, it was a bit of a surprise to hear Donald Trump lash out at South Africa, threatening to cut aid over its 2023 Employment Equity Act. There's obvious suspicion over who did the whispering in Trump's ear. South African-born Elon Musk has been locking horns with the ANC-led government of Cyril Ramaphosa over its refusal to sign onto SpaceX founder's Starlink broadband via satellite system. Musk calls post-Apartheid laws on Black empowerment "openly racist". Who wins this showdown? More broadly, are tech titans now dictating US foreign policy? How much power do they wield? And as the developing world goes online, who controls the personal information of citizens who log on? Watch more'US driving South Africa and other Global South, non-aligned countries into the arms of China'Produced by François Picard, Rebecca Gnignati, Elisa Amiri, Ilayda Habip.

Professor Hugo Pienaar – Director: Employment Law, Cliffe Dekker Hofmeyr SAfm Market Update - Podcasts and live stream

This evening we look at the markets with Sasfin Wealth, speak to energy analyst Tshepo Kgadima about Russia's Gazprombank backing out the Mossel Bay refinery deal, Cliffe Dekker Hofmeyr discusses amendments to the Employment Equity Act, the FSCA discusses plans to retrieve over R5bn in outstanding pension fund payments, and new Rosond CEO Glen McGavigan chats about his new role, his love of geology, and the importance of community. SAfm Market Update - Podcasts and live stream

Aubrey speaks to Mandilakhe Gcilitshana, a Development and Employment Equity Specialist at Strata-g Labour Solution, regarding the signing of the Employment Equity (EE) Amendment Act, No. 4 of 2022 by President Ramaphosa and what this means for small businesses with fewer than 50 employees.See omnystudio.com/listener for privacy information.

: The Congress of South African Trade Unions (COSATU) has expressed disappointment over the Democratic Alliance's plans to dismantle the Employment Equity Act. This comes after the DA vehemently opposed Minister Nomakhosazana Meth's announcement to appoint 20,000 additional inspectors, to ensure businesses comply with labour laws. The Act promotes fairness and addresses historical inequalities in the workplace. However, the DA views the law as a tool to fuel racial division for political gain rather than stimulate economic growth. To elaborate further on the Union's concerns, here is Zanele Sabela, COSATU national spokesperson...

On Legal Matters Matter this evening we look at the issue of Fiduciary duties of executives and the legal consequences. The company is bound by the decisions of its directors. Transgression on any of their legal obligations under the Companies Act can result in loss, costs, physical and reputational damages. As such, a director may be held personally liable for these consequences if found to be in breach of their fiduciary duty to act with care, skill and diligence. Galeboe Modisapodi, Employment Relations & Employee Benefits Consultant, Accredited Commercial Mediator who's Partnered with Molatudi Advisory Services (MAS), joins us to discuss what the Employment Equity Act and what protection you have from discrimination in the workplace and also what remedies are available to you if you are unfairly discriminated against.See omnystudio.com/listener for privacy information.

Welcome to RIMScast. Your host is Justin Smulison, Business Content Manager at RIMS, the Risk and Insurance Management Society.   Justin Smulison interviews Aaron Lukoni about the RIMS Canada Conference 2024, from October 6th through 9th in Vancouver, B.C.,  and IDEA thought leader Michael Bach about Inclusion, Diversity, Equity, and Accessibility. Michael opens up on his perspective on anti-racism and inclusion, and how to slow down the swinging pendulum so good practices can take hold. He shares how organizations can start with a diversity committee, but eventually, it has to be a paid role to create change in the organization.   Listen in for thoughts on following the data instead of opinionated pushback. Key Takeaways: [:01] About RIMS and RIMScast. [:15] About this episode of RIMScast, coming to you from RIMS Headquarters in New York. Our topic is diversity, equity, and inclusion, and our guest is IDEA thought leader, Michael Bach. [:37] First, let's talk about RIMS Virtual Workshops. The full calendar of virtual workshops is at RIMS.org/VirtualWorkshops. On July 23rd and 24th, our good friend, Elise Farnham returns to teach Claims Management. August 15th kicks off the three-part series, Leveraging Data and Analytics for Continuous Risk Management. [1:01] Other dates for the Fall and Winter are available on the Virtual Workshops full calendar at RIMS.org/VirtualWorkshops. [1:10] Let's talk about prep courses for the RIMS-CRMP. RIMS will co-host the two-day RIMS-CRMP Exam Prep session on July 18th and 19th with Parima. RIMS will host its own RIMS-CRMP Exam Prep on July 30th and 31st and on August 7th and 8th, a RIMS-CRMP Exam Prep along with Utah Valley University. [1:31] The next RIMS-CRMP-FED Exam Prep course will be hosted along with George Mason University on December 3rd through 5th, 2024. Links to these courses can be found on the Certification Page of RIMS.org and in this episode's show notes. [1:47] Registration is open for the 48th Annual Florida RIMS Educational Conference. It will be held from July 30th through August 3rd, 2024 in Naples, Florida. The link is in this episode's show notes. All RIMS Regional Conferences information can be found on the events page of RIMS.org. [2:07] The DFW RIMS Annual Conference will be held on September 19th. Registration is open. Visit DFWRIMS.org. [2:17] Registration opened for the RIMS Canada Conference 2024 which will be held from October 6th through the 9th in Vancouver. Visit RIMSCanadaConference.ca to register. [2:29] The first of two guests today, Aaron Lukoni, is the Manager of Risk Services for Emergency Management in British Columbia, and the National Conference Chair for the RIMS Canada Council. Aaron is making this cameo appearance on RIMScast to tell you what's coming up for the RIMS Canada Conference 2024. This may be the best RIMS Canada Conference ever! [3:01] Aaron Lukoni, welcome to RIMScast! [3:32] Aaron Lukoni is a Manager of Risk Services for Emergency Management, British Columbia. She handles wildfires, floods, and national events. She is a professional problem-solver for the Province of British Columbia. [3:52] By night, Aaron is the National Conference Chair for the RIMS Canada Council. Eight years ago, she started on a subcommittee. She has a passion for volunteering. Aaron will be hosting the RIMS Canada Conference in Vancouver B.C. from October 6th through 9th, 2024. [4:51] This RIMS Canada Conference will be great. It's in stunning Vancouver! It will be a dynamic program filled with insightful presentations and interactive thought leadership sessions. There will be a huge exhibitor hall and amazing networking opportunities! There will be extra Plenary sessions with coverage of risk management critical topics. [5:46] There will be expert speakers and a diverse lineup of educational sessions to allow attendees to dive deeper into their areas of interest. There will be something for everybody at the RIMS Canada Conference 2024! [6:22] The keynotes are Kevin Vallely, Jody Wilson-Raybould, Jon Montgomery, and Jay Kiew, our guest on RIMScast Episode 296 (Check it out!). The speakers will highlight emerging trends from technological advancements and regulatory changes to evolving best practices and leadership considerations, all to motivate and inspire you. [9:04] Thank you, Aaron! We look forward to having you back on RIMScast. I've got a full interview with Aaron on the RIMS Canada Conference 2024 Registration Page. Check it out there! [9:17] It's RIMS plug time! Webinars! Servpro will make its RIMS Webinars debut on August 8th with Hurricane Preparedness in 2024: Innovations and Strategies to Protect Your Organization. On August 27th, Riskonnect returns to discuss How To Successfully Deploy AI in Risk Management. More webinars will be announced soon. Register at RIMS.org/Webinars. [9:51] Webinar registration is complimentary for RIMS members! [9:55] The RIMS ERM Conference 2024 will be held on November 18th and 19th in Boston, Massachusetts. The agenda will be announced soon, as will a call for submissions for the ERM Award of Distinction. I'll have that link up soon in an upcoming episode. [10:14] Review your organization's ERM program, and if you feel it was successful and you have the numbers and the data to back it up, compile that information and get ready to submit your ERM program for the ERM Award of Distinction. [10:31] My next guest, Michael Bach, is a leader in Inclusion, Diversity, Equity, and Accessibility, or IDEA. He has advised thousands of clients, served as the National Leader of DE&I for KPMG Canada, and was Deputy Chief Diversity Officer for KPMG International. He was named one of the 10 Most Influential DE&I Leaders Revamping the Future by CIO Views Magazine. [10:56] Michael was also honored as a Canadian Diversity Champion and Catalyst Canada Honors Human Resources and Diversity Leader. His best-selling books, Birds of All Feathers and Alphabet Soup, have received widespread acclaim. I am so excited to speak with him about all things IDEA and DE&I! [11:19] Michael Bach, welcome to RIMScast! [11:58] About Michael's name and Bach jokes. There is no known family relationship between Michael Bach and Johann Sebastian Bach. [12:50] Michael doesn't look at the work of Inclusion, Diversity, Equity, and Accessibility as a social justice agenda but as a means to solve problems. How can Inclusion, Diversity, Equity, and Accessibility be applied to solve the challenges an industry faces? [13:12] Michael likes that the first letters of Inclusion, Diversity, Equity, and Accessibility make the word IDEA. [13:56] Michael was brought up to recognize his privilege as a “cisgender white man” walking through the world with a level of access that wasn't experienced by a lot of people and that he had the responsibility to leverage that privilege to the benefit of others. He learned what that meant when he got into the corporate world and a variety of roles, and then his role at KPMG. [15:05] Michael realized that the organization was having challenges with talent retention and engagement and that the way to improve those things was through a focus on IDEA (Inclusion, Diversity, Equity, and Accessibility). Michael was head of Diversity for eight years. It was a new role at KPMG. He then became the Deputy Chief Diversity Officer for KPMG globally. [16:11] After two years, Michael moved on to create The Canadian Centre for Diversity and Inclusion and led that organization for 10 years. [16:50] Some employers understand that this is not a social justice agenda or about doing the “right thing”; it's good people management. It's a smart way to run your business. [17:16] Some organizations have done nothing about DE&I. Other organizations have dipped their toe in the water and backed away because of pushback from customers. You will always make some people unhappy. If your value statements mean anything to you, then a focus on IDEA should connect to those values and matter to you as an organization. [19:04] Michael talks about the approach TD Bank took with the LGBTQ market. They wanted to own the “pink dollar.” They spent a fortune sponsoring Pride festivals across the country. While some customers pulled away, TD Bank won a large percentage of the LGBTQ community. TD Bank is near the top financially in the country. [21:19] Michael does not think this is a worrisome time. He sees a natural progression of change. He brings up the Civil Rights Act of 1964 in the United States. Canada has the Employment Equity Act of 1984. This isn't a new conversation and these aren't new problems that will go away quickly. [21:49] Some organizations are backing away and Michael thinks they will regret it because they will have higher voluntary turnover rates, lower engagement scores, lower productivity rates, and higher rates of safety incidents. The data proves that if you're not focused on the diversity of your people and good people management, they're going to leave. Your costs will go up. [22:39] The organizations that back away from IDEA are going to be at Michael's doorstep in five to 10 years asking for his help. The organizations that haven't taken their foot off the pedal will be crushing their competition. This work requires you to constantly have your foot on the gas pedal, or you will roll backward. [24:05] How do organizations today compare to how they were in 2019? Michael talks about 2020 with George Floyd and thousands of bodies of Indigenous children found in unmarked graves at the sites of residential schools across Canada. Those were pivotal moments when, for the first time, people wanted to talk about anti-racism. Those moments drive change. [24:56] Four years later, people are saying we don't need anti-racism. Governments are banning DE&I offices. Within a week after George Floyd was killed, Michael's phone at CCDI, where he was working, was lighting up with employers asking for help with anti-black racism. CCDI put out extensive training programs and policies. But the pendulum swings back. [26:18] Michael's goal is to keep the pendulum from swinging that far. We want it to swing slowly. That allows for the change to take hold. Right now, the pendulum has swung too far. Michael advises every employer to turn to the numbers before taking a step back from IDEA. Look at what the data tells you. [27:10] A recent study posted on CNN found that 76% of Americans believe in LGBTQ+ equality. Look at that number when you decide if you should be supporting a Pride festival. Use data to prove points. Do not use opinion. We have more data now that answers the questions. [28:54] Time for more RIMS Plugs! The Spencer Educational Foundation's goal is to help build a talent pipeline of risk management and insurance professionals; that is achieved in part by a collaboration with risk management and insurance educators across the United States and Canada. The call for General Grant applications is open now through July 30th. General Grant Awardees are typically notified at the end of October. [29:22] The link to the application criteria is in this episode's show notes. [29:28] On September 12th, 2024, we look forward to seeing you at the Spencer Funding Their Future Gala at the Cipriani 42nd Street in New York City. Our recent guest from Episode 293, Lilian Vanvieldt-Gray will be our Honoree. Lilian is the Executive Vice President and Chief Diversity, Equity, and Inclusion Officer at Alliant Insurance Services. [29:53] Lilian will be honored for her valuable contributions to supporting the future of risk management and insurance. That was a great episode, so after you finish this one, go back and listen to Episode 293! [30:07] Let's conclude our interview with Michael Bach! [30:44] Diversity Committees are a great place for organizations to start in the IDEA world. You're taking a group of people from across the organization and giving them the reins of change. Institutional knowledge is important for this effort because you know how things happen in your organization. You don't have to be an expert in IDEA. [31:41] Committees need to be formalized and span the entire organization. Committees are working bodies, they are not governing bodies. You need people on the committee who can do the work. You want to consider every aspect of diversity on the committee and have somebody from every department and every area branch. [33:08] Make sure that you formalize the committee in such a way that they don't get out of control. Give them rules to follow so they know where they can draw the lines. What are the roles on the committee? How do people get on the committee? How are people recognized for their participation on the committee? What is their authority level? To whom do they report? [33:48] Some committees don't have that kind of structure and they go off the rails and do things that the organization desperately tries to undo. This could be a sponsored event that doesn't align with the strategy of the organization or education programs that HR doesn't know about. You have to put lines around the committee so they know what is out of their scope. [34:40] Connect the committee with all departments of the organization, such as HR, so the committee is working with them and not against them. [35:09] Eventually, an organization outgrows a volunteer-run committee. Make sure there is turnover on the committee to avoid burnout. At some point, you will have to hire someone like Michael to do the work. Work is done for pay. [36:35] Michael's thoughts on Pride Month, 2024. There are so many speaking events in June, that every July 1st, Michael says he just has to “wash the gay off,” because it is at such a high level. He is seeing something he's been hoping to see for some time: organizations that are recognizing they need to talk about the inclusion of the LGBTQ+ community outside of June. [37:51] It's important to have designated months as visible symbols of inclusion to recognize communities, but people belong to their community all year, not just during one month. We need to be inclusive year-round. There is an extensive calendar of things that we could be celebrating so it doesn't become a thing where we change our logo for a month. Be broadly inclusive. [39:24] Special thanks again to the IDEA man, Michael Bach, for joining us here on RIMScast! For more information, visit MichaelBach.com, Thank you again to Aaron Lukoni for joining us here on RIMScast! [39:36] Be sure to register for the RIMS Canada Conference 2024 at RIMSCanadaConference.ca. Interviews with more RIMS Canada Conference 2024 speakers are on the way. [39:47] It's Plug Time! The RIMS App is available to RIMS members exclusively. Go to the App Store and download the RIMS App with all sorts of RIMS resources and coverage. It's different from the RIMS Events App. Everyone loves the RIMS App! [40:18] You can sponsor a RIMScast episode for this, our weekly show, or a dedicated episode. Links to sponsored episodes are in our show notes. RIMScast has a global audience of risk and insurance professionals, legal professionals, students, business leaders, C-Suite executives, and more. Let's collaborate! Contact pd@rims.org for more information. [41:01] Become a RIMS member and get access to the tools, thought leadership, and network you need to succeed. Visit RIMS.org/membership or email membershipdept@RIMS.org for more information. [41:18] Risk Knowledge is the RIMS searchable content library that provides relevant information for today's risk professionals. Materials include RIMS executive reports, survey findings, contributed articles, industry research, benchmarking data, and more. [41:34] For the best reporting on the profession of risk management, read Risk Management Magazine at RMMagazine.com. It is written and published by the best minds in risk management. Justin Smulison is the Business Content Manager at RIMS. You can email Justin at Content@RIMS.org. [41:54] Thank you for your continued support and engagement on social media channels! We appreciate all your kind words. Listen every week! Stay safe!   Mentioned in this Episode: RIMS Canada Conference 2024 — Oct. 6‒9 | Registration is open! RISKWORLD 2025 will be in Chicago! May 4‒7 RIMS DEI Council Spencer Educational Foundation — Grants Page — Apply Through July 30. RIMS-Certified Risk Management Professional (RIMS-CRMP) RIMS-CRMP Virtual Workshops — Next Workshop with PARIMA July 18‒19, 2024! RIMS Strategic & Enterprise Risk Center NEW FOR MEMBERS! RIMS Mobile App Florida RIMS Annual Conference — July 30‒Aug. 3, 2024! Spencer Educational Foundation — Funding Their Future Gala 2024 Spencer Educational Foundation General Grants MichaelBach.com   RIMS Webinars: Hurricane Preparedness in 2024: Innovations and Strategies | Sponsored by ServPro | Aug. 8, 2024 How to Successfully Deploy AI in Risk Management | Sponsored by Riskonnect | Aug. 27, 2024 RIMS.org/Webinars   Upcoming Virtual Workshops: Claims Management — July 23‒24 Leveraging Data and Analytics for Continuous Risk Management (Part I) 2024 — Aug 15 See the full calendar of RIMS Virtual Workshops RIMS-CRMP Prep Workshops   Related RIMScast Episodes: “Jay Kiew, RIMS Canada Conference Keynote 2024” “DE&I Initiatives with Lilian Vanvieldt-Gray of Alliant Insurance Services” “Equality and the Risk Profession with Elisa Stampf” “Including Disability In DEI Efforts with Alycia Anderson” “RIMS 2024 Rising Star Chelsea Andrusiak” “Mental Health Awareness Month 2023”   Sponsored RIMScast Episodes: Partnering Against Cyberrisk | Sponsored by AXA XL (New!) [Link will be sent on 7/15] “Harnessing the Power of Data and Analytics for Effective Risk Management” | Sponsored by Marsh “Accident Prevention — The Winning Formula For Construction and Insurance” | Sponsored by Otoos “Platinum Protection: Underwriting and Risk Engineering's Role in Protecting Commercial Properties” | Sponsored by AXA XL “Elevating RMIS — The Archer Way” | Sponsored by Archer “Alliant's P&C Outlook For 2024” | Sponsored by Alliant “Why Subrogation is the New Arbitration” | Sponsored by Fleet Response “Cyclone Season: Proactive Preparation for Loss Minimization” | Sponsored by Prudent Insurance Brokers Ltd. “Subrogation and the Competitive Advantage” | Sponsored by Fleet Response “Cyberrisk Outlook 2023” | Sponsored by Alliant “Chemical Industry: How To Succeed Amid Emerging Risks and a Challenging Market” | Sponsored by TÜV SÜD “Insuring the Future of the Environment” | Sponsored by AXA XL “Insights into the Gig Economy and its Contractors” | Sponsored by Zurich “The Importance of Disaster Planning Relationships” | Sponsored by ServiceMaster   RIMS Publications, Content, and Links: RIMS Membership — Whether you are a new member or need to transition, be a part of the global risk management community! RIMS Virtual Workshops On-Demand Webinars RIMS-Certified Risk Management Professional (RIMS-CRMP) RIMS-CRMP Stories — New interviews featuring RIMS Risk Management Honor Roll Inductee Mrunal Pandit!   RIMS Events, Education, and Services: RIMS Risk Maturity Model® RIMS Events App Apple | Google Play   Sponsor RIMScast: Contact sales@rims.org or pd@rims.org for more information.   Want to Learn More? Keep up with the podcast on RIMS.org and listen on Spotify and Apple Podcasts.   Have a question or suggestion? Email: Content@rims.org.   Join the Conversation! Follow @RIMSorg on Facebook, Twitter, and LinkedIn.   About our guests: Aaron Lukoni, Risk Management Consultant, Ministry of Finance, British Columbia Michael Bach, IDEA Thought Leader   Tweetables (Edited For Social Media Use): I handle a lot of wildfires, floods, national events, and things like that. I am a professional problem-solver for the Province of British Columbia. By night, I am the National Conference Chair for the RIMS Canada Council. — Aaron Lukoni   Thought leadership is the backbone of the conference and with more keynotes, we have more opportunities to spotlight pioneering research, innovative strategies, and success stories. — Aaron Lukoni   I don't look at Inclusion, Diversity, Equity, and Accessibility as a social justice agenda but as a means to solve problems. I look at the challenges in an industry and ask how Inclusion, Diversity, Equity, and Accessibility can play a role in addressing them. — Michael Bach   If your value statements mean anything to you, then a focus on IDEA should connect to those values and should matter to you as an organization. — Michael Bach   This is something I don't share with people a lot, but I am gay almost every day of the year. I take the high holidays off, for obvious reasons. I'm going to be gay in October. I'm going to be gay in January. — Michael Bach  

On Legal Matters Matter this evening we look at the issue of what are the parameters on Employment Equity planning and unfair discrimination in our law. Galeboe Modisapodi, Employment Relations & Employee Benefits Consultant, Accredited Commercial Mediator who's Partnered with Molatudi Advisory Services (MAS), joins us to discuss what the Employment Equity Act and what protection you have from discrimination in the workplace and also what remedies are available to you if you are unfairly discriminated against.See omnystudio.com/listener for privacy information.

Sane Ngidi is a young female black leader in Africa working with the Bill & Melinda Gates Foundation. This is an episode of two halves, the first focuses on some of the learning Sane has gained in her early corporate life and the second is a story of vulnerability, self reflection and resilience. Sane started corporate life as an industrial psychologist with her initial roles in Durban until she moved to Johannesburg. Sane is thankful for the strong role model of her mother when growing up and being told that you can always pave the way for others and lift those around you. During Sane's Phd she carried out research into perceptions of black African leaders in financial services. A common theme was of leaders not feeling ready or worthy of the role. However they also reported the power of male ally ship which helped them through their careers. Sane describes Africa as a place that lacks diversity but craves diversity in the workplace. Organisations are trying to ensure that they 'see' everyone as they build diversity of thought in their leadership teams. The Employment Equity Act is also a powerful guide for African businesses for the quotas they must fulfil. When Sane initially moved to the Bill & Melinda Gates Foundation in 2021, life changed. In December 2021 Sane's father died suddenly and unexpectedly. She later discovered he knew he was dying but didn't share the news with his family. Whilst still grieving, in February 2022 Sane's aunt fell ill and died, followed in April 2022 her uncle was tragically stabbed and died. Sane realised that the cumulative impact of these losses meant she was not coping and she openly asked for help. She was not able to be her best self and she took a break from work for about 6 weeks. Then in September 2022, Sane's mother passed away. Of all the deaths, her mother's was emotionally peaceful due to a long illness. 2022 fundamentally changed Sane's view of mental health. She told this story in 2023 at the 'Ignite' staff event so people could understand her personal story. She was overwhelmed by the care, love and compassion from others and for their understanding that is OK not to be OK at times in our life. Trauma, grief and mental health can't be seen and Sane realised the need to speak up and be vulnerable in order to get the help she needed. Big thank you to Mark Watt, Partner at Heidrick & Struggles for being my super connector for great guests especially in Africa. Watch & Subscribe:

Matthew Parks, COSATU's Acting National Spokesperson and Parliamentary Coordinator speaks to Elvis Presslin regarding the Employment Equity Act Regulations

Trade union Solidarity has reached a settlement with government on the Employment Equity Act. Solidarity launched a dispute against the minister and the Department of Employment and Labour with the International Labour Organisation (ILO), disputing the constitutionality of South Africa's new BEE and transformation laws. For more on this Elvis Presslin spoke to Solidarity Chief Executive, Dr. Dirk Hermann

Several Organisations Signed Petitions Challenging Proposed Amendments to Employment Equity Act by Radio Islam

  Clement speaks to Thembinkosi Mkaliphi, the Chief Director of labour relations at the Department of Labour and Dr Morne Malan, the Head of communications at Solidarity about the legal challenges to the employment Equity Amendment Act, which was assented into law.See omnystudio.com/listener for privacy information.

SEESA Skills Development Facilitators, Juanelle Mare and Marius Wiese discuss various methods companies can utilise to ensure that their recruitment and promotion procedures are in line with the requirement of the Employment Equity Act and look at its importance. Should you require additional information, please contact your SEESA Skills Development Facilitator, alternatively, leave your contact details on our website at www.seesa.co.za #SEESA #SkillsTraining #SkillsDevelopmentFacilitators #SDF #SkillsDevelopment #Training #Benefits #BusinessOwner #SouthAfrica #TheEmployersCompany #Podcast #Recruiting #Promoting #Achieving #Representation

Pharmaceutical retail giant, DISCHEM, recently got heavy criticism, which included a brief consumer boycott, from some quarters after it announced that it would stop employing and promoting white South Africans in a bid to boost it's transformation agenda. The memo signed by DISCHEM CEO, Ivan Saltzman, was seen by others as contravening the Employment Equity Act and labour union SOLIDARITY threatened to take legal action if the directive was not withdrawn.  The Hatch Institute, which promotes culture driven business leadership, has come to the defence of DISCHEM saying the company's decision is right and deserves support and not condemnation. We spoke to the Institute's CEO, Ian Fuhr

SEESA Skills Development Facilitators Kameron Chetty and Claudia Havenga explain what to expect when faced with a Notice of Inspection from the Department of Labour for Employment Equity. They also clarify what documentation is required should you receive a Director General review based on recommendations should you be found non-compliant with the Employment Equity Act. Interested in having your own SEESA Skills Development Facilitator to assist your business? Signup Today! Contact your nearest SEESA office. Alternatively, leave your contact details on our website at www.seesa.co.za for a SEESA representative to contact you. #SEESA #SkillsTraining #SkillsDevelopmentFacilitators #SkillsDevelopment #Training #BusinessOwner #SouthAfrica #TheEmployersCompany #Podcast #Guidance #EmployementEquity #NoticeOfInspection #DepartmentOfLabour #DirectorGeneralReview #Act

When it comes to the issue of salary gaps, some experts say one solution is to make salaries more transparent. In 2021, the federal government introduced new legislation that would do just that: the Employment Equity Act requires federally regulated companies to disclose salary data. June 1st was the deadline for employers to submit their first rounds of data.Erica Alini, the Globe's personal finance reporter, joins us to break down how this legislation might impact salaries – even those not covered by the bill – and offers advice on how you can take this kind of data to your employer when it comes time to negotiate a raise.Correction: This episode had previously and mistakenly referred to the Pay Equity Act, rather than the Employment Equity Act.

South Africa's employment equity laws are set for a major shake up. The National Council of Provinces recently passed the Employment Equity Amendment Bill. The Bill is in its final stage of promulgation as it has been sent to the President for signing. The Bill will amend the Employment Equity Act 55 of 1998. The bill promises a shake-up of the country's existing employment equity laws and will give the minister of Employment and Labour the power to speed up transformation in specific business sectors. It does this by empowering the minister to set sector-specific employment equity targets across most of South Africa's major industries. But many businesses say this will have the opposite effect and indeed retard growth and employment However, mere compliance "box- ticking" with these requirements will not produce an inclusive, thriving economy with sustainable empowerment. The precursor to this is quality education and skills development and of a course economic growth To discuss the EE Bill Michael Avery is joined by The Chief Director of labour relations for the Department of Employment and Labour Thembinkosi Mkalipi; CEO of Global Business Solutions, Jonathan Goldberg, a leading voice in Labour Law, Broad Based Black Economic Empowerment and Gerhard Papenfus, CEO of The National employers Association, NEASA…

SEESA Skills Development Facilitators Sherice Stone and Chante Lottering review and explain what a company must adhere to in terms of Employment Equity compliance to the EEA12 requirements. They also explain Section 19 of the Employment Equity Act, with specific reference to under and over-representation and barriers identified in the company. Interested in having your own SEESA Skills Development Facilitator to assist your business? Sign Up Today! Contact your nearest SEESA office. Alternatively, leave your contact details on our website at www.seesa.co.za for a SEESA representative to contact you. #SEESA #SkillsTraining #SkillsDevelopmentFacilitator #Benefits #Comply #BenefitsForYourBusiness #EmploymentEquity #EEA12 #BusinessOwners #Employers #MonthlyRetainerFee #TheEmployersCompany #ContactUsToday

Gabriel Crouse is a writer and analyst at the Institute of Race Relations (IRR), who joined us to discuss the new Employment Equity Act and race quotes being proposed by the government. ---- Sign Up To Stop Race Quotes Here ----- https://irr.org.za/campaigns/stop-race-quotas WorldView is a media company that delivers in-depth conversations, debates, round-table discussions, and general entertainment. Most of our content will be focused on news and politics, centered on South Africa. But the rest will be chats with figures around the world and from all walks of life to create a package that will inevitably broaden your WorldView. ---- Links ----- https://twitter.com/Broadworldview https://web.facebook.com/BroadWorldView https://anchor.fm/broadworldview You can donate at https://www.patreon.com/user?u=461365... Music: https://www.bensound.com​​​​​

SEESA Skills Development Facilitators, Bronwin Pitt and Charleen Munsamy discuss the Chapter 2 Policies within Employment Equity Act. Together they advise on who is required to comply and provide you with a better understanding as they briefly discuss each policy. Interested in having your own SEESA Skills Development Facilitator to assist your business? Signup Today! Contact any of our SEESA offices, alternatively, leave your contact details on our website at www.seesa.co.za #SEESA #SkillsTraining #SkillsDevelopmentFacilitator #EmploymentEquityAct #Section2Policies #Employers #TheEmployersCompany #MonthlyRetainerFee #ContactUsToday

This week on Womanity-Women in Unity, in our series on women in the judiciary, Dr. Amaleya Goneos-Malka talks to Judge Zolashe Lallie of the Labour Court, a specialist court in the South African judiciary. This series is dedicated to celebrating Women's Month. Judge Lallie explains key functions and jurisdictions of the Labour Court which focus on discrimination and unfair dismissal of employees. We consider the role of legislation, like the Employment Equity Act which espouses equal pay for work of equal value, in relation to closing gender pay gaps; additionally Judge Lallie suggests removing gender distinctions where possible and potentially applying a principle from the civil service to the private sector where salaries are based on the job not the applicant. In order to ready women for positions they should be afforded appropriate education and skills to perform at the highest level. Importantly, women need equal access to opportunities. We remark on the influence that women occupying positions of power have on inspiring other women of their own potential and possibilities to ascend in every sphere. Judge Lallie reminds us to continue earning our stripes to be financially independent and always act with integrity. Tune in for more….

In our Legal Matter feature, Advocate Tertius Wessels from Strata-G Labour Solutions breaks down the five most notable changes in the Employment Equity act amendment Bill and should they pass in their current form, what will this means to employers. See omnystudio.com/listener for privacy information.

Tertius Wessels – Advocate and Legal Director, Strata-G Labour Solutions

Senior Skills Development Facilitators, Hein Pretorius and Melissa Pirrie discuss the duties and responsibilities of a designated company and their CEO, to fully comply and be aligned with the Employment Equity Act No. 55 of 1998.

It is without doubt that Employment Equity (EE) is one of the many strategic objectives of the employing organizations in South Africa, since 1994 when our country became democratic and constitutional state. Compliance with Employment Equity by the designated employing organizations is a mandatory condition of doing business in our country. Employment Equity Act, 55 of 1998 is therefore derived from our Constitution, whose Section 9 of the Bill of Rights states: “Equality includes the full and equal enjoyment of all rights and freedoms. To promote the achievement of equality, legislative and other measures designed to protect or advance persons or categories of persons disadvantaged by unfair discrimination ay be taken”. Let us help your organization in developing the capacity to master the challenges presented by the Employment Equity Act, and integrate it into your People management strategies through a tailor-made company Employment Equity Programme. By so doing, your company will achieve competitive advantage in its market sector, be viewed as a progressive and responsible corporate citizen by the South African society.

It is without doubt that Employment Equity (EE) is one of the many strategic objectives of the employing organizations in South Africa, since 1994 when our country became democratic and constitutional state. Compliance with Employment Equity by the designated employing organizations is a mandatory condition of doing business in our country. Employment Equity Act, 55 of 1998 is therefore derived from our Constitution, whose Section 9 of the Bill of Rights states: “Equality includes the full and equal enjoyment of all rights and freedoms. To promote the achievement of equality, legislative and other measures designed to protect or advance persons or categories of persons disadvantaged by unfair discrimination ay be taken”. Let us help your organization in developing the capacity to master the challenges presented by the Employment Equity Act, and integrate it into your People management strategies through a tailor-made company Employment Equity Programme. By so doing, your company will achieve competitive advantage in its market sector, be viewed as a progressive and responsible corporate citizen by the South African society.

The underlying Principle of Diversity Management has to do with acceptance. While individuals retain their own sense of values and ethics, diversity management encourages people to recognize that not e erroneous is alike. Diversity Management is a strategy that is intended to foster and maintain a positive work environment. In the South African context Diversity Management could be implemented as an Affirmative Action measure within the company’s Employment Equity Programme, as per chapter three of the Employment Equity Act. Organizations that have integrated Diversity Management & Inclusion into their corporate and business strategies benefit from high performance and productivity of their diverse staff. So, there is correlation between the organization’s genuine introduction and implementation of Diversity Management & Inclusion Programme and the business performance of the organization. The resources deployed to support the programme are justified.

Joining us in this conversation, Deon Oberholzer, CEO of Gestalt Growth Strategies and Co-Founder of ProudAfrique Human Capital.The Commission for Employment Equity says it is concerned at the high representation of foreign nationals when there are local skills available. The latest Employment Equity report paints a worrying picture of the slow pace of transformation in the South African workplace over the past 20 years.Deon Oberholzer, CEO of Gestalt Growth Strategies and Co-Founder of ProudAfrique Human Capital unpack the 5 key findings of the Employment Equity Commission Report 2018, share his thoughts on the proposed amendments to the Employment Equity Act and whether revisiting the definition of designated employers, setting of sector targets as an enabling provision to monitor and measure compliance is the right step in addressing transformation in the workplace or not.--- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

The underlying Principle of Diversity Management has to do with acceptance. While individuals retain their own sense of values and ethics, diversity management encourages people to recognize that not e erroneous is alike. Diversity Management is a strategy that is intended to foster and maintain a positive work environment. In the South African context Diversity Management could be implemented as an Affirmative Action measure within the company’s Employment Equity Programme, as per chapter three of the Employment Equity Act. Organizations that have integrated Diversity Management & Inclusion into their corporate and business strategies benefit from high performance and productivity of their diverse staff. So, there is correlation between the organization’s genuine introduction and implementation of Diversity Management & Inclusion Programme and the business performance of the organization. The resources deployed to support the programme are justified.

Reuel Khoza is one of the founding members of the Black Management Forum - an orgnisation that empowered and developed black managers in South Africa during apartheid. Khoza was also at the centre of the discussions that saw the Black Economic Empowerment Act and Employment Equity Act come to life. For more on the RMB #SolutionistThinking series, visit: www.rmb.co.za/rmb-solutionist-thinking-podcast-series

On the episode of HR Wired, like we always do, we shine the spotlight on the most important aspect of business and that is the talent; Sibongile joins us remotely to bring major HR updates; on HR Chat, we have Lauren Salt who is a senior associate for Employment and Compensation Practice at Baker McKenzie in Johannesburg., she chats with us about the South African Employment Equity and how there's no provision for the Transgender individuals.South Africa's Employment Equity Act (EEA) contains a number of anti-discrimination provisions, as well as mechanisms for employers to collect, analyze, plan and report on employment equity information. The mechanisms, however, do not cater for those employees who do not identify with being either male or female. The practice of gathering and reporting only gender binary information for employment equity purposes might, therefore, be discriminatory. “Where an employer forces an individual who, either biologically or otherwise, does not identify with a particular gender, to choose to be either male or female, this could amount to discrimination,”Lauren explains that Chapter II of the Employment Equity Act (EEA) requires designated employers to implement affirmative action measures in respect of designated persons. Besides identifying non-white racial groups as designated groups, the EEA identifies women as part of such group. As a result, the central focus of the information gathering, analyzing, planning and reporting processes set out in the EEA is the delineation of the workforce into racial and sex categories. The template forms attached to the EEA envisage that 100% of the employer's workforce is either male or female.Ivan Israelstam also joins us to clarify the case of falsification of credentials and how that is not always dismissable.To close of the show, we have Dr. Anish Shivdasani founder & CEO of Giraffe to chat with us about the current HR trends globally and then bring it back home in Africa.--- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

On the episode of HR Wired, like we always do, we shine the spotlight on the most important aspect of business and that is the talent; Sibongile joins us remotely to bring major HR updates; on HR Chat, we have Lauren Salt who is a senior associate for Employment and Compensation Practice at Baker McKenzie in Johannesburg. , she chats with us about the South African Employment Equity and how there's no provision for the Transgender individuals. South Africa's Employment Equity Act (EEA) contains a number of anti-discrimination provisions, as well as mechanisms for employers to collect, analyze, plan and report on employment equity information. The mechanisms, however, do not cater for those employees who do not identify with being either male or female. The practice of gathering and reporting only gender binary information for employment equity purposes might, therefore, be discriminatory.  “Where an employer forces an individual who, either biologically or otherwise, does not identify Become a supporter of this podcast: https://anchor.fm/africa-podcast-network/support

On the episode of HR Wired, like we always do, we shine the spotlight on the most important aspect of business and that is the talent; Sibongile joins us remotely to bring major HR updates; on HR Chat, we have Lauren Salt who is a senior associate for Employment and Compensation Practice at Baker McKenzie in Johannesburg. , she chats with us about the South African Employment Equity and how there's no provision for the Transgender individuals. South Africa's Employment Equity Act (EEA) contains a number of anti-discrimination provisions, as well as mechanisms for employers to collect, analyze, plan and report on employment equity information. The mechanisms, however, do not cater for those employees who do not identify with being either male or female. The practice of gathering and reporting only gender binary information for employment equity purposes might, therefore, be discriminatory.  “Where an employer forces an individual who, either biologically or otherwise, does not identify Become a supporter of this podcast: https://anchor.fm/africa-podcast-network/support

On the episode of HR Wired, like we always do, we shine the spotlight on the most important aspect of business and that is the talent; Sibongile joins us remotely to bring major HR updates; on HR Chat, we have Lauren Salt who is a senior associate for Employment and Compensation Practice at Baker McKenzie in Johannesburg. , she chats with us about the South African Employment Equity and how there's no provision for the Transgender individuals. South Africa’s Employment Equity Act (EEA) contains a number of anti-discrimination provisions, as well as mechanisms for employers to collect, analyze, plan and report on employment equity information. The mechanisms, however, do not cater for those employees who do not identify with being either male or female. The practice of gathering and reporting only gender binary information for employment equity purposes might, therefore, be discriminatory.  “Where an employer forces an individual who, either biologically or otherwise, does not identify --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

On the episode of HR Wired, like we always do, we shine the spotlight on the most important aspect of business and that is the talent; Sibongile joins us remotely to bring major HR updates; on HR Chat, we have Lauren Salt who is a senior associate for Employment and Compensation Practice at Baker McKenzie in Johannesburg. , she chats with us about the South African Employment Equity and how there's no provision for the Transgender individuals. South Africa’s Employment Equity Act (EEA) contains a number of anti-discrimination provisions, as well as mechanisms for employers to collect, analyze, plan and report on employment equity information. The mechanisms, however, do not cater for those employees who do not identify with being either male or female. The practice of gathering and reporting only gender binary information for employment equity purposes might, therefore, be discriminatory.  “Where an employer forces an individual who, either biologically or otherwise, does not identify --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Wits Radio Academy — Law Focus this week highlights sexual harassment in institutions that we occupy. This discussion is placed in the context of section 9, 10, 12 of the Constitution. Read together with Protection of Harassment Act, the Employment Equity Act, and Prevention of Unfair Discrimination Act. Further, we do a policy analysis on sexual harassment with Wits Gender Equity Officer Dilia Mokhobane tackling the meaning and the process to follow in reporting it. Later on, founding partner of Mapheto Attorneys’ Theo Mapheto speaks to us about the practical challenges of sexual harassment. This Sexual Harassment edition of Law Focus is produced by Ms. Bulali Dyakopu and Hosted by Mr. Basil Sherinda. Technical production provided by Mr. Kutlwano Gwinch Serame.

Law Focus this week highlights sexual harassment in institutions that we occupy. This discussion is placed in the context of section 9, 10, 12 of the Constitution. Read together with Protection of Harassment Act, the Employment Equity Act, and Prevention of Unfair Discrimination Act. Further, we do a policy analysis on sexual harassment with Wits Gender Equity Officer Dilia Mokhobane tackling the meaning and the process to follow in reporting it. Later on, founding partner of Mapheto Attorneys' Theo Mapheto speaks to us about the practical challenges of sexual harassment. This Sexual Harassment edition of Law Focus is produced by Ms. Bulali Dyakopu and Hosted by Mr. Basil Sherinda. Technical production provided by Mr. Kutlwano Gwinch Serame. wits.journalism.co.za

This week we are joined by South Africa’s first female Judge President of the Supreme Court of Appeal, Justice Mandisa Maya. We discuss her role and intent to diversify the bench to ensure that women are adequately represented in the South African judiciary. Justice Maya raises concerns that globally women still do not receive equal treatment in the work place, particularly in regard to pay and position, even if they are more qualified than their male counterparts. She mentions that legislation in South Africa, like the Employment Equity Act, exists to counter these types of injustices and emphasizes that people must use the courts for vindication. Women need to become more visible in the workplace and their contributions must be acknowledged; and those in positions of authority have a duty to uplift other women. Tune in for more…

Liberals have been appointing more women than men to federal judge positions, despite women being a minority of available candidates. The government’s defenders say if every appointee is qualified, a pass-fail criterion, the Employment Equity Act’s requirements are met. But isn't this discriminatory? If so, how can the government legally sustain anti-discrimination policies?