OFFICE OF THE DVC TEACHING AND LEARNING EMPLOYMENT EQUITY PLAN AND REPORT 2010-2014 OCTOBER-SEPTEMBER
SECTION A: INTRODUCTION AND INSTRUCTIONS The University f KwaZulu-Natal is a public institutin with a missin f becming a truly Suth African University as a leading institutin f higher learning in Suth Africa, the University cmmits itself t academic ecellence, innvatin in research and critical engagement with sciety. VISION T be a Premier University f African Schlarship. PURPOSE A brad bjective f the Emplyment Equity Act is t achieve an equitable representatin f the designated grups that mirrrs their Ecnmically Active Ppulatin (EAP). The Ecnmically Active Ppulatin includes peple frm 15 t 64 years f age wh are either emplyed r unemplyed and seeking emplyment; as per Statistics Suth Africa s parameters. In line with this bjective the University has pledged itself as a truly Suth African university that is demgraphically representative, redressing the disadvantages, inequities and imbalances f the past. PRINCIPLES AND CORE VALUES The University cmmits itself t the principles and values enshrined in the cnstitutin f the Republic f Suth African and articulated in the preamble t the Higher Educatin Act f 1997 (as amended). GOALS The University is trying t achieve the fllwing gals in Equity: Increased representatin f under-represented grups in bth staff and students, acrss all levels f the University, and t prvide supprt fr thse grups; Staff and students skilled in wrking and studying with peple frm diverse cultural and linguistic backgrunds; Ensuring that the University meets its respnsibilities t staff and students as required by legislatin like the Emplyment Equity Act and the Prmtin f Equality and Preventin f Unfair Discriminatin Act; Principles f equity embedded within the fabric f the wrking life f the University; T wrk twards 'best practice' in equity and diversity in all areas f peratins. SECTION B: NATIONAL AND REGIONAL DEMOGRAPHICS The natinal and reginal wrkfrce distributin supplies infrmatin n the ttal ppulatin and the Ecnmically Active Ppulatin (EAP) f the cuntry s fur majr ppulatin grupings in terms f their race and gender, which is crucial fr the setting f Emplyment Equity numerical gals. It is imprtant fr the demgraphics f the wrkplace t reflect the demgraphics f the perating regin, thus it is necessary t cnsider the KZN ppulatin, t see whether there are any marked differences frm the natinal data. 1
Table 1: Prfile f the natinal ppulatin by race and gender and prfile f the Active Ppulatin by race and gender Ppulatin Grup Natinal ppulatin distributin (2007) Ecnmically active (QLFS, 3 rd Quarter 2009) Male Female Ttal Male Female Ttal African 18,417,431 19,837,737 38,255,168 6,697,284 5,847,073 12,544,357 38.0% 40.9% 78.9% 39.2% 34.2% 73.5% Clured 2,11,606 2,257,918 4,375,524 1,034,927 891,633 1,926,560 Table 1 shws that Africans cnstitute the largest grup (78.9%) f the natinal ppulatin in Suth Africa; fllwed by Whites (9.6%); Clureds (9.1%) and Indians (2.4%). In terms f gender, females cnstitute 51.8% and males 48.2% f the natinal ppulatin. Again Table 1 shw that Africans cnstitute the largest grup (73.5%) f the EAP in Suth Africa; fllwed by Whites (12.2%); Clureds (11.3%) and Indians (3%). In terms f gender, males and females are relatively evenly distributed at 54% and 46% respectively. Africans are the nly grup, where their EAP lags behind their Natinal Ppulatin Distributin (NPD). Table 2: Prfile f the reginal (KZN) ppulatin by race and gender and prfile f the Active Ppulatin by race and gender Ppulatin Reginal ppulatin distributin (2007) Ecnmically active (QLFS, 3 rd Quarter 2009) Grup Male Female Ttal Male Female Ttal African 4, 173 734 4, 651 488 8, 825 222 1,231,997 1,188,358 2,420,355 40.7% 45.3% 86% 40.7% 39.3% 80% Clured 68,769 77,135 145 904 19,824 20,363 40,187 0.7% 0.8% 1.4% 0.7% 0.7% 1.3% Indian 410,786 425,094 835 880 205,848 119,429 325,277 4.0% 4.1% 8.1% 6.8% 3.9% 10.8% White 219,993 232,231 452 224 131,842 106,277 238,119 2.1% 2.3% 4.5% 4.4% 3.5% 7.9% 10, 259 Ttal 4, 873 282 5, 385 948 230 1,589,510 1,434,427 3,023,937 Quarterly Labur Frce Survey (3 rd Quarter 2009) 4.4% 4.7% 9.1% 6.1% 5.2% 11.3% Indian 615,971 628,663 1,244,634 332,403 186,366 518,769 1.1% 1.3% 2.4% 1.9% 1.1% 3.0% White 2,261,054 2,365,683 4,626,737 1,150,381 936,986 2,087,367 4.7% 4.9% 9.6% 6.7% 5.5% 12.2% Ttal 23,412,062 25,090,001 48,502,063 9,214,995 7,862,058 17,077,058 48.2% 51.8% 100% 54% 46% 100% 47.5% 52.5 % 100% 52.6% 47.4% 100% Table 2 shws that in Kwazulu-Natal Africans cnstitute the largest grup (80%) f the EAP; fllwed by Indians (10.8%); Whites (7.9%); and Clureds (1.3%). In terms f gender, males and females are relatively evenly distributed at 52.6% and 47.4% respectively. 2
SECTION C: WORKFORCE PROFILE AND CORE & SUPPORT FUNCTIONS 1. DVC: TEACHING AND LEARNING WORKFORCE PROFILE SEPTEMBER 2009 Table 3: Please reprt the ttal number f emplyees (including emplyees with disabilities) in each f the fllwing ccupatinal levels: Nte: A=Africans, C=Clureds, I=Indians and W=Whites Occupatinal Levels Male Female Freign Natinals Ttal A C I W A C I W M F Tp management (Gr. 1) 1 0 0 0 0 0 0 0 0 0 Senir management (Gr.1-3) 1 0 2 4 1 0 2 2 1 0 Prfessinally qualified and eperienced specialists and mid-management (Gr. 4-6) Skilled technical and academically qualified wrkers, and junir management (Gr. 7-12) Semi-skilled and discretinary decisin making (Gr. 13 16) 0 0 1 0 0 0 0 1 0 0 2 0 0 0 0 5 1 3 3 0 0 12 0 0 0 0 0 0 0 0 0 0 0 Unskilled and defined decisin making (Gr. 17 19) 0 0 0 0 0 0 0 0 0 0 0 TOTAL PERMANENT 2 0 3 4 6 1 5 6 1 0 28 Temprary emplyees 0 0 0 0 0 0 0 0 0 0 0 GRAND TOTAL 2 0 3 4 6 1 5 6 1 0 28 2. TRENDS ANALYSIS The trends analysis prvides a snapsht f representatin in the tp fur ccupatinal levels fr the year 2009. Fcus is placed n these specific fur levels because almst all designated emplyers, including urselves bth large and small, have a large ver-representatin f Africans in the lwer levels as such setting f special target in less needed. Trends n the representivity levels is centered arund the first three ccupatinal levels, i.e. Tp Management and Senir Management, Prfessinally Qualified and Academically Qualified levels, as this is where the designated grups are mst under-represented. Figure 1: Percentage representatin f senir and tp management emplyees by race and gender 14 AM - African Male AF - African Female IM - Indian Male IF - Indian Female CM - Clured Male CF - Clured Female WM - White Male WF - White Female FM - Freign Male FF - Freign Female AM CM IM WM AF CF IF WF FM FF Natinal EAP 39.2 6.1 1.9 6.7 34.2 5.2 1.1 5.5 0 0 Reginal EAP 40.7 0.7 6.8 4.4 39.3 0.7 3.9 3.5 0 0 UKZN Tp and Senir Management 14 0 14 29 7 0 14 14 7 0 3
Figure 1 shws that UKZN tp and senir Management lags behind relative t their natinal and reginal EAP statistics. It als shws that white males have the highest representatin, fllwed by Indians and White females. Figure 2: Percentage representatin f middle management and prfessinals emplyees by race and gender Quarterly Labur Frce Survey (3 rd Quarter 2009) At the prfessinally qualified level, there is nly ne Indian male and ne white female therefre it appears that there is a huge ver-representatin relative t their respective natinal and reginal EAP statistics. Figure 3: Percentage representatin f junir management and academically qualified emplyees by race and gender AM CM IM WM AF CF IF WF FM FF Natinal EAP 39.2 6.1 1.9 6.7 34.2 5.2 1.1 5.5 0 0 Reginal EAP 40.7 0.7 6.8 4.4 39.3 0.7 3.9 3.5 0 0 DVC: T&L Junir Management and Academics 0 0 0 0 42 8 25 25 0 0 Quarterly Labur Frce Survey (3 rd Quarter 2009) At this level, African Females are slightly ver represented, with n representatin in males. Careful cnsideratin fr equal pprtunities must be preceded by an increase f African female as well as African and Clured males in this ccupatinal categry t address lags behind the EAP statistics. Figure 4: Percentage representatin f semi-skilled emplyees by race and gender 4
Quarterly Labur Frce Survey (3 rd Quarter 2009) This figure shws that there are n appintments the level f semi-skilled emplyees. We suggest that this level shuld nt frm part f the reprting and target setting unless there is an accelerated develpment plan t prvide talent pl and feed t junir and middle management i.e. learner ship and internship. SECTION D: TARGET SETTING 1. Guidelines and principle fr setting targets The natinal and reginal statistics f ecnmically active peple shuld prvide a guide. Targets shuld be set by ccupatinal levels, race and gender, first within the university and then in cllege/divisin; the reasn t this is because Department f Labur (DL) evaluatin is at university level, and nt at cllege/divisin level. The principle f appintable candidates (as entrenched in the equity plicy) shuld be retained. A special cnsideratin and/r target shuld be set fr peple with disabilities. 2. Implementatin guidelines Special develpment prgrams as well as budget shuld be identified and intrduced t accelerate upward mvement especially fr internal staff, i.e. accelerated develpment prgrams. Transfrmatin is f strategic imprtance t the university as such, it must frm key perfrmance criteria f all eecutive members as well as senir management. Special cnsideratins and cmmunicatin addressing the pssible fears f the nn-designated emplyees must be intrduced (prmtin will be withut prejudice). NB* Emplyment equity and skills develpment are the tw elements f the seven pillars f brad-based black ecnmic empwerment which was gazetted in 2009. The Institute f Higher Learning, in part the university, in terms f statement 004 f cde 000 f the Cde f Gd Practice is eligible t be measured against the adjusted generic screcard as they are incapable f being measured against the wnership screcard. Special cnsideratin and eecutive decisin is required in setting skills develpment and emplyment equity targets. 5
3. Apprved Psitins and Vacancies Table 4: Please reprt the ttal number f vacancies against apprved psitins as per staff establishment. Occupatinal Levels Grade Vacancies Tp management 1 0 Senir management 3 and abve 0 Prfessinally qualified & specialists and mid-management 4, 5, 6 1 Skilled technical and academically qualified wrkers, junir management, and supervisrs 7, 8, 9, 10, 11, 12 1 Semi-skilled and discretinary decisin making 13, 14, 15, 16 0 Unskilled and defined decisin making 17, 18, 19 0 GRAND TOTAL Table 5: Please reprt the ttal number f epected vacancies in the department. Nte: A=Africans, C=Clureds, I=Indians and W=Whites Vacancies Male Female Freign Natinals Ttal A C I W A C I W M F Resignatin (prjectin) 0 0 0 0 0 0 0 1 0 0 1 Nn-renewal f cntract 0 0 0 0 0 0 0 0 0 0 0 Retrenchment Operatinal requirements 0 0 0 0 0 0 0 0 0 0 0 Retirement 0 0 0 0 0 0 0 0 0 0 0 GRAND TOTAL 0 0 0 0 0 0 0 1 0 0 1 4. Skills Develpment Table 6: Please reprt the ttal number f peple frm the designated grups, including peple with disabilities, wh frm a part f a skills develpment prgramme/leadership prgrammes aimed at capacity building (e.g. LEAP). Nte: A=Africans, C=Clureds, I=Indians and W=Whites Occupatinal Levels Male Female A C I W A C I W Ttal Academic 0 0 0 0 1 0 0 0 1 Supprt Staff 0 0 0 0 0 0 0 0 0 TOTAL PERMANENT 0 0 0 0 1 0 0 0 1 Temprary (Graduate/Learner ship) 0 0 0 0 0 0 0 0 0 GRAND TOTAL 0 0 0 0 1 0 0 0 1 6
5. Numerical gals Table 7: Please indicate the numerical gals (i.e. the wrkfrce prfile) yu prject t achieve fr the ttal number f emplyees, including peple with disabilities, at the end f yur current emplyment equity plan in terms f ccupatinal levels. Nte: A=Africans, C=Clureds, I=Indians and W=Whites: Numerical targets Occupatinal Levels Male Female Freign Natinals Ttal A C I W A C I W M F Tp management (Gr. 1) 1 0 0 0 0 0 0 0 0 0 Senir management (Gr.1-3) 1 0 2 4 1 0 2 2 1 0 Prfessinally qualified and eperienced specialists and mid-management (Gr. 4-6) Skilled technical and academically qualified wrkers, and junir management (Gr. 7-12) Semi-skilled and discretinary decisin making (Gr. 13 16) 2 0 1 0 1 0 0 1 0 0 5 0 0 0 0 5 1 3 3 0 0 12 0 0 0 0 0 0 0 0 0 0 0 Unskilled and defined decisin making (Gr. 17 19) 0 0 0 0 0 0 0 0 0 0 0 TOTAL PERMANENT 4 0 3 4 7 1 5 6 1 0 31 14 6. Numerical targets Table 8: Please indicate the numerical targets (i.e. the wrkfrce prfile) yu prject t achieve fr the ttal number f emplyees, including peple with disabilities, at the end f the net reprting in terms f ccupatinal levels. Nte: A=Africans, C=Clureds, I=Indians and W=Whites Occupatinal Levels Male Female Freign Natinals Ttal A C I W A C I W M F Tp management (Gr. 1) 1 0 0 0 0 0 0 0 0 0 Senir management (Gr.1-3) 1 0 2 4 1 0 2 2 1 0 Prfessinally qualified and eperienced specialists and mid-management (Gr. 4-6) Skilled technical and academically qualified wrkers, and junir management (Gr. 7-12) Semi-skilled and discretinary decisin making (Gr. 13 16) 2 0 1 0 1 0 0 1 0 0 5 0 0 0 0 5 1 3 3 0 0 12 0 0 0 0 0 0 0 0 0 0 0 Unskilled and defined decisin making (Gr. 17 19) 0 0 0 0 0 0 0 0 0 0 0 TOTAL PERMANENT 4 0 3 4 7 1 5 6 1 0 31 Due t a resignatin f ne white female, there has been an appintment f a black male 14 7
SECTION E: MONITORING & EVALUATION 1. Disciplinary Actin Table 9: Disciplinary actin: (reprt the ttal number f disciplinary actins during the twelve mnths preceding this reprt). Reprt n frmal utcmes nly. Nte: A=Africans, C=Clureds, I=Indians and W=Whites DISCIPLINARY ACTION Male Female Freign Natinals A C I W A C I W Male Female Ttal 0 0 0 0 0 0 0 0 0 0 0 2. Awareness f Emplyment Equity Table 10: Please indicate which f the fllwing awareness measures were implemented by yur rganizatin: Yes N N. f emplyees cvered Frmal written cmmunicatin Plicy statement includes reference t emplyment equity Summary f the Act displayed Emplyment Equity training Diversity management prgrammes Discriminatin awareness prgrammes 3. Cnsultatin Table 11: Please indicate which stakehlders were invlved in the cnsultatin prcess when develping and implementing yur emplyment equity plan and when preparing this Emplyment Equity Reprt: Yes N Cnsultative bdy r emplyment equity frum Registered trade unin (s) Emplyees 4. Barriers and affirmative actin measures Table 12: Indicate in which categries f emplyment plicy r practice barriers t emplyment equity may be identified. If yur answer is Yes t barriers in any f the categries, indicate whether there are affirmative actin measures and the timeframes t vercme them. 8
Categries Recruitment prcedures Advertising psitins Selectin criteria Appintments Jb classificatin and grading Remuneratin and benefits Terms & cnditins f emplyment Jb assignments Wrk envirnment and facilities Training and develpment Perfrmance and evaluatin Prmtins Transfers Successin & eperience planning Disciplinary measures Dismissals BARRIERS AFFIRMATIVE ACTION MEASURES TIMEFRAME FOR IMPLEMENTION OF AA MEASURES YES NO YES NO START DATE END DATE Retentin f designated grups Crprate culture Reasnable accmmdatin HIV&AIDS preventin and wellness prgrammes Appinted senir manage(s) t manage EE implementatin Budget allcatin in supprt f emplyment equity gals Time ff fr emplyment equity cnsultative cmmittee t meet 5. Mnitring and evaluatin f implementatin Table 14: Hw regularly d yu mnitr prgress n the implementatin f the emplyment equity plan? Please chse ne. Weekly Mnthly Quarterly Yearly Table 15: Did yu achieve the annual bjectives as set ut in yur emplyment equity plan fr this perid? Yes N Please eplain 9