The University of Cape Town (UCT) has always aspired to drive transformation through the implementation of Employment Equity (EE) measures in pursuit of this objective and as a key pillar of our Vision 2030 strategy.
We have implemented a new five-year EE plan which is valid until 31 December 2026. The new EE guidance which became effective from 1 March 2022 replaces the previously issued EE practice note.
The EE guidance now allows deans, executive directors, and chairs of selection committees to fully meet their responsibilities and maintain their accountability for this key area of transformation. Monitoring is vital for individual faculties and PASS Departments in achieving the agreed targets for the university and in evaluating progress.
The EE guidance introduces five main themes envisaged for its successful implementation:
Selection processes which are at an advanced stage of recruitment and selection should continue to follow the provisions of the EE practice note but all new selection committees must follow the requirements of the new EE guidance.
You can access the relevant documents to assist you:
You can access the Fundamentals of Employment Equity course on SuccessFactors Learning:
Deans, executive directors and chairs of selection committees are advised to seek guidance on the recruitment and selection process from their relevant HR Business Partner or Recruitment Advisor. Human Resources (HR) will be responsible for advising selection committees on the approach of the EE guidance through our HR Business Partners or Recruitment Advisor. The OIC will provide guidance in respect of how the selection committees or employment equity committees should interpret and apply EE targets.
We recognise that certain provisions of the EE guidance require some change management as a transitional phase in the process. Therefore, 2022 will be a transitional year to onboard certain practicalities including the training of all chairs and selection committee members and setting up of cluster EE committees.
The university remains committed to ensuring that redress through internationally-recognised strategies aimed at improving the representativity of designated groups in the creation of inclusive and diverse workplaces is achieved in all aspects of employment including recruitment, promotion, training, and advancement.
Thank you for your support in implementing the new EE guidance and your commitment to transformation.
Dr Reno Morar
Chief Operating Officer
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