views employment equity as a strategic priority and it recognises it as an
important measure against which a world class organisation is benchmarked.
The organisation regards
the creation of an equitable working environment, with the dignity of all
employees respected and the diversity of employees valued and properly managed,
as a solid base for longer-term growth and competitive advantage.
rationale for Employment Equity
the successful management of diversity will deliver a competitive advantage
that will deliver a stronger, more cohesive and more productive MRC. It contributes
to greater employee satisfaction and commitment resulting in lower staff turnover
and stronger client and stakeholder orientation and satisfaction.
Social and moral rationale
The MRC is a
Science Council of international repute doing relevant research for Southern
Africa and the rest of the continent and in this context the organisation
recognises Employment Equity as both a moral and social responsibility.
The MRC recognises, at
the moral level, the institutionalised discriminatory practices of the past
and commits itself to the redressing of those. The organisation will continue
to champion the elimination of barriers to equity and development and it will
purposefully strive towards a value system that is built on respect for the
human dignity of all employees.
At the broader social
level the MRC will contribute to human resource development, equity, inclusivity,
openness and the respect for human dignity and rights.
Equity and Corrective Action will be based on the following principles:
- Strategic priority
As a strategic
priority it forms a key component of the organisation's drive to use research
in creating a healthy environment.
- Holistic approach
It will be
a central factor in the business strategy of the MRC including the recruitment
and appointment processes as well as all forms of people development and
of equity is central to the process of achieving equal employment opportunities
and it will be applied fairly and justly in the elimination of race, gender,
ethnicity, religion, disability, age, sexual orientation, political persuasion
and any other form of unfair discrimination as specified in the Employment
- Organisational culture
The MRC shall
continuously endeavour to develop an organisational culture that is characterised
by values, norms, beliefs, systems and practices that are inclusive and
supportive of the development of all its employees.
should establish objectives that are to serve as guidelines according to which
the MRC programmes/divisions/units should focus their Corrective Action transformation.
In setting objectives,
programmes/divisions/units should be required to have designated persons adequately
represented at all occupational levels and categories over the next three
to five years. Regional and national demographics shall act as guidelines.
It is accepted that different
programmes/divisions/units may have different objectives and targets based
on factors such as financial circumstances, pool of suitably qualified people
from designated groups, staff turnover and the like.
Broadly speaking, the
EMC could address transformation, in the context of employment equity under
four overriding perspectives: (See diagram)
- HR policies, practices
- Corrective action
- Human dignity
- Broader empowerment
Primary objectives of
the framework will be:
- To set strategies,
objectives and targets (both numerical and qualitative) under each of the
above perspectives in order to promote employment equity and cultural diversity.
These will serve as benchmarks to programmes/divisions/units in engaging
in their own transformation activities and are to be well publicised and
- To ensure that the
MRC remains committed to maintaining high levels of excellence in outputs
and service delivery. Hence, competent employees who are capable of performing
to the standards required, or reflect the potential to meet those standards,
will be recruited, appointed, promoted and developed. In this sense, where
imbalances in representation exist, 'suitably qualified' persons will be
appointed as per the provisions of statute.
- To create a value system
which is supportive of and ensures full commitment to the transformation
process in the MRC. Furthermore, to align this value system to on-going
transformation in the country.
- To ensure that programmes/divisions/units
promote capacity building as a pre-condition to meeting strategic objectives.
- To provide support
in terms of training and development interventions.
structures and monitoring
to comprehensively support the achievement of the transformation objectives,
Human Resources Development advises the setting up the following structures:
- To develop and monitor
strategies, objectives and targets.
- To deliberate on issues
arising from the programmes divisions/units.
- To develop a performance
measurement system that encourages transformation.
- To effectively communicate
the Corrective Action Policy.
- To communicate (internally
and externally) and co-ordinate the transformation process in accordance
with agreed time frames.
- To establish and support
consultative structures as well as develop reporting mechanisms.
- To ensure the provision
of adequate training in order to foster a true understanding of transformation.
- To address other areas
of transformation as may be appropriate from time to time and co-ordinate
dispute resolution matters where applicable.
- To act as consultative
body in terms of the Employment Equity Act.
- To conduct the following
activities within the framework of the Act:
- Review, monitor and
make recommendations on targets.
- Propose amendments
to the employment equity policy.
- Monitor the Equity
Plans submitted to the Director-General.
- Any additional related
- To monitor progress
being achieved by contemplating standardised reports on prescribed activities
as compiled by line management on a regular basis.
- To effectively represent
the best interests of employees by following dispute resolution mechanisms
as agreed from time to time.
- To support the successful
achievement of objectives and time frames.