As of 9 February 2012, the Codes of Good Practice will have been in place for 5 years and, as envisaged when these were originally gazetted, the targets would be increased on this date as it was believed that companies would have had sufficient time to improve in those areas where such change would be part of a long-term strategy (such as in the Employment Equity realm where you cannot change your demographics overnight).
Employment Equity
The changes to the targets are:
GENERIC (Turnover about R35 million)
Disabled employees = 2% to 3%
Senior Management = 43% to 60%
Middle Management = 63% to 75%
Junior Management = 68% to 80%
QSE (Turnover under R35 million pa)
Management = 40% to 60%
All employees = 60% to 70%
Preferential Procurement
The changes to the targets are:
GENERIC (Turnover about R35 million)
All procurement = 50% to 70%
Procurement from QSE’s and EME’s = 10% to 15%
Procurement from 50% black owned = 12%
Procurement from 30% black female owned = 8%
QSE (Turnover under R35 million pa)
All procurement = 40% to 50%
The significant element here is EE as it is only through SD and promotion / employment of designated groups into the management categories that this will be achievable.