Older Persons Act, 2006
R 385
Broad-Based Black Economic Empowerment Act, 2003 (Act No. 53 of 2003)Industry ChartersFinancial Sector Charter on Black Economic Empowerment5. Human resource development |
| 5.1 | Disparities in the South African workplace resulting from past discriminatory practices and laws are not only unjust, but also have direct negative implications for economic efficiency, competitiveness and productivity. It is therefore in the country's long-term national interests that a broad-based and diverse pool of skills is developed for the sector to unleash the potential of all South Africans. |
| 5.2 | Consequently, each financial institution undertakes to; |
| 5.2.1 | promote a non-racial, non-sexist environment and to enhance cultural diversity and gender sensitivity within the sector; |
| 5.2.2 | invest in human resource development across the full spectrum of skills, with special emphasis on increasing the participation of black people in skilled, strategic and operational leadership in the sector; |
| 5.2.3 | invest in and equip current and future leadership incumbents in the sector with the appropriate knowledge and capacity to enable them to play a central role in driving the transformation programme. |
| 5.3 | In addition to the obligations of the financial sector in terms of Employment Equity and Skills Development legislation, and — |
| 5.3.1 | based on an estimated ratio of 10% for 2002, each financial institution will have a minimum target of 20% to 25% black people at senior management level by 2008; |
| 5.3.2 | based on an estimated ratio of 1.6% for 2002, each financial institution will have a target of a minimum of 4% black women at senior management level by 2008; |
| 5.3.3 | based on an estimated ratio of 17%% for 2002, each financial institution will have a target of a minimum of 30% black people at middle management level by 2008; |
| 5.3.4 | based on an estimated ratio of 5% for 2002, each financial institution will have a target of a minimum of 10% black women at middle management level by 2008; |
| 5.3.5 | based on an estimated ratio of 28% for 2002, each financial institution will have a minimum target of 40% to 50% black people at junior management level by 2008; |
| 5.3.6 | based on an estimated ratio of 12% for 2002, each financial institution will have a target of a minimum of 15% black women at junior management level by 2008. |
| 5.4 | In recognition of the low starting points and targets, and the need for higher levels of black women representation at all three levels and at executive level, a 2014 target of 33% of the relevant total black representation target has been set for black women representation at all four levels. The financial sector commits, before 2008 and through a mechanism established by the Charter Council, to establish the other 2014 targets for all management levels and at executive level (dealt with in paragraphs 11.3 and 11.4). |
| 5.5 | Over and above any skills levies payable by a financial institution, each financial institution will, from the effective date of the charter to 2008, spend 1.5% of total basic payroll per annum on training of black employees. |
| 5.6 | This skills development initiative shall be directed at skills programmes that promote black skills in the sector in line with a skills audit for each sub-sector. These skills audits may be undertaken by the financial institution, the sub-sectors or by the respective SETAs and the programmes shall be formalised and commenced by 1 July 2005. |
| 5.7 | The financial sector undertakes to implement a Learnership Programme in terms of which, over one learning cycle of three intakes, each financial institution will employ up to 4.5% of its total staff in the form of black matriculants, or the NQF Level Four equivalent, in registered learnerships. Direct spending in excess of that recovered from the SETAs or Government will form part of the skills development targets in 5.5. The sector commits to review its matriculant learnership programme after the first cycle in consultation with the department of labour, with a view to implementing a second cycle. This commitment is subject to satisfactory resolution of the principles and funding of matriculant learnerships with Government and the relevant SETAs. |
| 5.8 | Each financial institution undertakes to develop and report on the following programmes: |
| 5.8.1 | career pathing through the provision of the necessary support to black people at all levels to facilitate progress in their agreed careers; |
| 5.8.2 | the implementation of appropriate mentorship programmes within companies in the sector to assist in the rapid development of black professionals; |
| 5.8.3 | targeted recruitment to expand the base of potential recruits; |
| 5.8.4 | cultural diversity and gender sensitivity programmes at various levels of management in the financial institution, with the intention of promoting a vibrant, enabling and diverse institutional culture; and |
| 5.8.5 | where possible, in conjunction with institutions of higher learning, introduce training programmes in line with the NQF requirements and establish undergraduate and post graduate diplomas and degrees in financial services. |
