MINITUES OF THE EMPLOYMENT EQUITY STEERING COMMITTEE
CAPITAL OUTSOURCING GROUP DATE: 28 August 2015
TIME: 10h00
VENUE: 5 Hampden Road, Durban
Present:
BRANCH/ CONSTITUENCY
EESD CHAIRPERSON
ISANDO
PROJECTS
HR
HR /TRAINING
RUSTENBURG AND BLOEMFONTEIN
PE AND EAST LONDON
DBN - HAMPDEN
REPRESENTATIVE
ZIMISELE NDAWO
ANDREW NGUBANE
DAVID SILVER
ROSHNI INDERJEETH
AYANDA KHUZWAYO
RALPH KHOZA
SHANDRE GOLIATH
PATRICIA NGCOBO
Apologies:
BRANCH/ CONSTITUENCY
REPRESENTATIVE
CAPE TOWN
LEE HARRISON
ISANDO
AVERSHAN NAIDOO
DBN - HAMPDEN
CARMEL WARD
DBN - POPLAR
ROBERT SOMARU
PIETERMARITZBURG AND RICHARDS BAY
SERA GLAUS
DBN - HAMPDEN
MEGAN HOSSACK
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Agenda Item
Actions to
be taken:
By whom /
by when
1. Opening and welcome
The Chairperson welcomed all EESD Committee members to the 3rd EESD committee meeting of 2015. The agenda for the day was read and the Chairperson
advised that said agenda was to be followed.
It was mentioned that the EESD Committee will run for the next two years as per the EE Plan. The chair emphasized the importance of this committee as this it is
Adcorp driven not just COG initiative. Minutes to be sent out to all committee members within five days after the date of the meeting. They will then be sent to the
rest of business and to the Adcorp HR Compliance Consultant.
Further it was noted that there is a new EESD Coordinator, Ayanda Khuzwayo as noted in the previous meeting that the previous coordinator no longer works for
the company.
2. Apologies






Megan Hossack
Lee Harrison
Robert Somaru
Sera Glaus
Avershan Naidoo
Carmel Ward
1. Approval of Previous Meeting:
It was noted that amendments proposed in the previous meeting minutes were not actioned. This to be rectified in future.
However, in essence, the minutes of previous meeting were approved – This was moved by Andrew Ngubane and seconded by David Silver
Zim Ndawo
October
2015
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4. Matters arising



A query was raised with regards to attendance from the committee members. It was proposed that we need to come up with the convenient date to ensure
100% attendance from all committee members. All members needs to understand the importance of this committee and its responsibility within the
organization.
It was pointed that we need to have more senior management representative in the committee to ensure that issues are addressed accordingly. The meeting
resolved to invite the COO for the next EESD Committee Meeting.
Everyone is to take turns in presenting some sections in the meeting.
5. Tabling and analysis of statistical reporting pack including staff movements
The chairperson took the meeting through the following statistical reporting and emphasized that this section is very crucial for the committee from the business
point of view.
Staff Movements: (For the reporting period April 2015 to June 2015)
New Recruits:
1 Senior Management (White Male)
1 Professionally Qualified / Middle Management (Indian Male)
7 Skilled Technical / Junior Management (1 African Male; 1 Coloured Male; 2 Indian Males; 1 White Male; 2 White Females)
26 Semi-Skilled (5 African Males; 2 Coloured Males; 2 Indian Males; 1 White Male; 5 African Females; 1 Coloured Female; 8 Indian Females; 2 White Females)
1 Unskilled (Coloured Female)
Recruitment of ACI groups for the reporting period represent 80.56%; 44.44% ACI Female and 36.11% ACI Male; 8.33% White Male; 11.11% White Female.
Promotions:
None
Terminations:
4 Professionally Qualified / Middle Management (1 African Male; 1 White Male; 1 Indian Female; 1 Foreign National Female)
15 Skilled Technical / Junior Management (1 African Male; 3 Coloured Males, 7 White Males; 1 African Female; 1 Indian Female; 2 White Females)
49 Semi-Skilled (16 African Males; 2 Indian Males; 3 White Males; 12 African Females; 7 Coloured Females; 3 Indian Females; 6 White Females)
1 Unskilled (African Female)
Terminations of ACI groups for the reporting period represent 71.01%; 37.68% ACI Female and 33.33% ACI Males; 15.94% White Male and 11.59% White Female;
1.45% Foreign National Female.
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Turnover for the reporting period April to June 2015 is 11.27%
Statistical Pack:
Stats SA and the Annual Report: Commission for Employment Equity 2013-2014:
The Workforce Profile Analysis compares each occupational level against the Economically Active Population (EAP) as provided by Stats SA. This section now uses a
graphical representation to indicate the workforce profile against the EAP.
TOP MANAGEMENT:
60.0%
41.70%
34.60%
0.0%
0.0%
Foreign National
Female
4.50%
Foreign National Male
1.00%
Indian
Female
4.90%
0.0%
Coloured
Female
0.0%
African
Female
5.80%
White
Male
1.80%
0.0%
Indian
Male
5.70%
0.0%
Coloured
Male
0.0%
20.0%
White
Female
20.0%
African
Male
70.00%
60.00%
50.00%
40.00%
30.00%
20.00%
10.00%
0.00%
Commission of EE 2014-2015 EAP
Top Management % as at June 2015
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SENIOR MANAGEMENT:
60.00%
50.00%
55.6%
41.70%
34.60%
40.00%
30.00%
18.5%
20.00%
10.00%
3.7% 5.70%
0.0%
11.1%
1.80%
4.90%
5.80%
0.0%
7.4%
3.7% 1.00%
Commission of EE 2014-2015 EAP
4.50%
0.0%
0.0%
Senior Management % as at June 2015
Foreign National
Female
Foreign National
Male
White
Female
Indian
Female
Coloured
Female
African
Female
White
Male
Indian
Male
Coloured
Male
African
Male
0.00%
PROFESSIONALLY QUALIFIED / MIDDLE MANAGEMENT:
40.7%
41.70%
34.60%
25.9%
14.8%
0.0%
Foreign National
Female
0.0%
Foreign National Male
4.50%
White
Female
1.00%
Indian
Female
4.90%
5.6%
Coloured
Female
1.9%
African
Female
5.80%
White
Male
3.7%
1.80%
Indian
Male
Coloured
Male
5.6% 5.70%
1.9%
African
Male
45.00%
40.00%
35.00%
30.00%
25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
Commission of EE 2014-2015 EAP
Professionally Qualified % as at June 2015
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SKILLED TECHNICAL / JUNIOR MANAGEMENT:
41.70%
34.60%
28.3%
23.6%
15.7%
Commission of EE 2014-2015 EAP
0.0%
Skilled Technical % as at June 2015
Foreign National
Female
0.8%
Foreign National
Male
4.50%
White
Female
Indian
Female
African
Female
White
Male
3.1%
1.00%
Coloured
Female
6.3%
4.7% 4.90%
5.80%
Indian
Male
Coloured
Male
7.9%
9.4%
5.70%
1.80%
African
Male
45.00%
40.00%
35.00%
30.00%
25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
SEMI-SKILLED:
34.60%
23.9%
0.9%
0.6%
Commission of EE 2014-2015 EAP
Foreign National Female
4.50%
Foreign National Male
1.00%
10.5%
White
Female
Coloured
Female
African
Female
4.90%
5.4%
Indian
Female
9.9%
6.3%
5.80%
White
Male
1.80%
3.7%
Indian
Male
5.70%
6.5%
Coloured
Male
40.00%
35.00%
30.00%
25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
Semi-Skilled % as at June 2015
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UNSKILLED:
58.1%
41.70%
34.60%
32.3%
Foreign National Male
0.0%
0.0%
Foreign National
Female
4.50% 0.0%
White
Female
3.2%
1.00%
Indian
Female
White
Male
Coloured
Female
4.90%3.2%
5.80%
0.0%
African
Female
3.2%
1.80%
Indian
Male
Coloured
Male
5.70%
0.0%
African
Male
70.00%
60.00%
50.00%
40.00%
30.00%
20.00%
10.00%
0.00%
Commission of EE 2014-2015 EAP
Unskilled % as at June 2015
0.67%
0.34%
Foreign National Female
White
Female
Indian
Female
Coloured
Female
African
Female
White
Male
Indian
Male
Coloured
Male
African
Male
45.00% 41.70%
40.00%
34.60%
35.00%
26.51%
30.00%
25.00%
18.29%
15.10%
20.00%
14.26%
15.00%
6.04%
8.05%
5.80%
4.87%
10.00%
5.87% 4.50%
4.90%
5.70%
1.80%
1.00%
5.00%
0.00%
Foreign National Male
WORKFORCE AT JUNE 2015:
Commission of EE 2014-2015 EAP
WORKFORCE PROFILE ANALYSIS % as at June 2015
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TOTAL BLACK REPRESENTATION AND TOTAL BLACK FEMALE REPRESENTATION AGAINST EAP AS AT JUNE 2015
120.0%
100.0%
100.0%
EAP
TOTAL
BLACK
89.70%
81.8%
80.0%
64.5%
55.1%
69.6%
60.0%
39.2%
33.3%
40.0%
20.0%
20.0%
20.0%
25.9%
22.2%
11.1%
32.2%
14.2%
EAP
TOTAL
FEMALE
BLACK 40.50%
0.0%
Top
Senior
Professional
Skilled
Semi
Unskilled
TOTAL WORKFORCE
The chairperson went through each graph in detail and explained them to the committee.
It was noted that the analysis is viewed from the national demographics point of view. The Economically Active Population (EAP) figures, from which demographics
are extracted, are published by the Employment Equity Commission.
The chairperson indicated that, there might be some changes in top management statistics after the expected integration. This will be reported in the next meeting.
It was noted that the replacement of staff in the Top, Senior and Professional management levels was a missed opportunity for employment equity and diversity.
Management to address the matter of missed opportunities. The committee to receive feedback in the next meeting.
It was requested that recruitment to be conducted so as to match terminations that occur in the term to keep in line with the Employment Equity requirements.
Chairperson
November
2015
Development of staff, especially those without matric was raised as needing priority, to offer them lower level qualifications e.g. NQF 3 & 4 as it is equivalent to
matric that will enable them to further their studies to matric level.
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6. Opportunities created through Recruitment and Termination (for the reporting period April 2015 to June 2015)
The meeting was taken through the following opportunities created through recruitment and terminations.
EAP 2014- 2015
CAPITAL Numerical Goals (for end of EE Plan March 2016)
Occupational Levels
AM
41.7%
CM
5.7%
Male
African
IM
1.8%
Coloured
Top Management
Senior Management
3
Professionally qualified and experienced specialists and midmanagement
8
2
WM
5.8%
Indian
AF
34.6%
Female
African
White
CF
4.9%
Coloured
IF
1.0%
WF
4.5%
White
1
5
17
3
3
11
2
2
Indian
1
2
3
9
4
3
4
Foreign Nationals
Male
Female
Skilled technical and academically qualified workers, junior
management, supervisors, foremen, and superintendents
42
16
13
44
24
7
7
29
1
Semi- skilled and discretionary decision making
130
17
12
21
73
30
12
49
3
Unskilled and defined decision making
7
11
1
TOTAL PERMANENT
190
35
31
88
114
43
26
101
4
* IN EE: ONLY A MISSED OPPORTUNITY IF REPLACEMENTS ARE MADE THAT ARE NOT IN LINE WITH TARGETS / GOALS
* IN BEE: A MISSED OPPORTUNITY IS ANY NON-DESIGNATED REPLACEMENTS / RECRUITMENTS
OPPORTUNITIES FOR THE PERIOD APRIL TO JUNE 2015
TOP
SENIOR
MIDDLE JUNIOR
SEMI
UNSKILLED TOTAL
TOTAL TERMINATED
0
0
4
15
49
1
69
TOTAL RECRUITED
0
1
1
7
26
1
36
TOTAL REPLACED WITH ACI GROUPS
0
0
1
4
23
1
29
TOTAL REPLACED WITH WHITE FEMALE
0
0
0
2
2
0
4
TOTAL REPLACED WITH WHITE MALE
0
1
0
1
1
0
3
TOTAL REPLACED WITH FOREIGN NATIONALS
0
0
0
0
0
0
0
EE OPPORTUNITIES AS A PERCENTAGE
0 100.00%
0.00%
0.00% 11.54%
0.00%
0.00%
BBBEE OPPORTUNITIES AS A PERCENTAGE
0 100.00%
0.00%
42.86%
19.44%
EE OPPORTUNITIES CREATED:
a) 100% MISSED OPPORTUNITY AT SENIOR MANAGEMENT; 1 WHITE MALE APPOINTED WHICH IS NOT IN LINE WITH ACHIEVEMENT OF GOALS. GOALS FOR WHITE MALES AT SENIOR
MANAGEMENT HAVE BEEN EXCEEDED. THIS IS THEREFORE A MISSED OPPORTUNITY TO APPOINT FROM DESIGNATED GROUPS
b) APPOINTMENT OF 2 WHITE FEMALES AND 1 WHITE MALE TO JUNIOR MANAGEMENT IS IN LINE WITH THE ACHIEVEMENT OF GOALS AND IS THEREFORE NOT A MISSED OPPORTUNITY
c) 11.54% MISSED OPPORTUNITY AT SEMI-SKILLED LEVEL; APPOINTMENT OF 1 WHITE MALE IS NOT IN LINE WITH ACHIEVEMENT OF GOALS; APPOINTMENT OF 2 WHITE FEMALES IS IN
LINE WITH THE ACHIEVEMENT OF GOALS
BBBEE OPPORTUNITIES FOR TRANSFORMATION CREATED:
a) 100% MISSED OPPORTUNITY FOR TRANSFORMATION AT SENIOR MANAGEMENT HOWEVER 1 WHITE MALE WAS APPOINTED
b) 42.86% MISSED OPPORTUNITY TO TRANSFORM AT JUNIOR MANAGEMENT HOWEVER 2 WHITE FEMALES AND 1 WHITE MALE HAVE BEEN APPOINTED
TOTAL
5
28
50
3
3
183
350
19
635
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Reasons for missed opportunities were as follows:
 Critical Skills/Scarce Skills. Shortage of suitably qualified people from the pool of designated groups for the senior position.
7. Report on implementation of employment equity plan to date
We have achieved some recruitment goals that were proposed previously. E.g. indicating on the job advert that position is Employment Equity preferable.
It was taken further that some people within the company do not understand what ‘appointment in line with Employment Equity mean’
EESD committee members to follow up with all appointments made to ensure they meet the Employment Equity requirement stated on the advert. Also to stipulate
on the advert the designated person looking for to fill in the position. It was also raised that an EESD representative to be presented during job interviews and
selection.
EE
Committee
Members
November
2015
The chairperson was tasked to report job grading in the next meeting. Issues regarding job grading are being addressed using Profile SA system, which will enable
jobs to be structured jobs properly.
It was also raised that the Skills Audit will be done during September / October period nationally by training department. This will assist to identify skills gaps within
the company.
The meeting pointed that we need to attract people with disability as well in the company, and also encourage them to apply for vacant positions.
It was suggested that we need to keep track of our previous learners with disability that did learnerships with COG. Rosh and Andrew were tasked with leading this
exercise.
Rosh /
Andrew
November
2015
8. Remuneration: Equal Pay for Work of Equal Value
The results from the second equality exercise were presented to the EAC and a way forward proposed. The EAC are scheduled to meet again in August to discuss a
remedial plan in respect of Equal Pay for Work of Equal Value i.e. career pathing, competency assessments, succession planning and to address the feedback from
the second equality exercise. Further feedback will be provided to the operating companies in Quarter 4, November 2015 Committee meetings.
9. Presentation of EEA2 for approval for submission to Equity Commission
EEA2 is due for submission on the 28th September 2015 by DOL. All the required statistics has been completed, chairperson to review and send it for authorization
and signed off by the Managing Executive.
The chairperson took the meeting through the EEA2. The meeting was happy with the content and that it can be submitted to the Department of Labour. Feedback
will be provided in the next meeting.
Chairperson
November
2015
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10. Report on Workplace Skills Plan to date
The Work place Skills Plan was submitted to meet the 30 April SETA submission deadline.
The following learning interventions are currently taking place /completed
 ALA Gen Man L3 – completed August
 ALA Gen Man L5 – completed in August
 ALA Gen Man L5 – currently taking place
 Disability Learnership – currently taking place
 Disciplinary Enquiry – currently taking place
 MS Excel Training - currently taking place
It was raised that dates to be communicated in advance to allow delegates to prepare themselves and make necessary arrangements to attend training.
The chairperson ensured that skills audit to be conducted in Sep/Oct 2015.
11. Levies paid and recovered
Chairperson gave a brief description of how the levied are paid and distributed via Discretionary and Mandatory grants.
Skills Development Levies Paid 1.9 Million
Levies Recovered 5.1 Million
Skills Spend etc. to be advised through the MSP.
12. Feedback from committee representatives regarding any matters or disputes relating to harassment or discrimination from their constituency
The chairperson asked if any written feedback had been provided to any EE representatives and emphasized that all dispute/concerns should be recorded/ written
down when presenting it to the committee. There were three issues presented but they were addressed at the respective branches.
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13. General
The meeting raised that we need to come up with a convenient and suitable time for all members to hold the meeting.
It was discussed that attendance to the EESD meeting by all members is important. Chairperson to write a letter to all members emphasizing the importance of
attending EESD Committee meeting.
October
2015
It was encouraged that members strengthen the communication with their constituencies at the branch level as effectively as possible.
The meeting was closed with the announcement that the next meeting will take place on the 20th November 2015.
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