The amended Employment Equity Act is changing the game – with the new 3% employment target for persons with disabilities, plus sector-specific targets for other designated groups, as well as the need for strategic, 5-year Employment Equity Plans.
- Do you have a structured plan to meet the new targets for women, youth, persons with disabilities and other designated groups?
- With the new sectoral targets only applying to upper and middle management, are you building the skills of staff in these groups to move up the ladder into leadership roles?
- Have your managers been trained to lead inclusively and support career progression?
Progression offers:
- Disability Management— from policy to workplace implementation
- Skills Development & Learnerships— unlocking career progression for employees and building talent pipelines
- Management Training— equipping leaders with the skills to foster inclusive growth
- Strategy Alignment — ensuring your 5-year plan drives both compliance and transformation
