Broad-Based Black Economic Empowerment Act, 2003 (Act No. 53 of 2003)

Codes of Good Practice on Black Economic Empowerment

Integrated Transport Sector Codes

Bus Commuter and Coach Services Sub-Sector Code for B-BBEE

3. The Bus Commuter and Coach Services Sub-Sector B-BBEE Scorecard

3.2 Indicators of empowerment

3.2.3 Employment Equity

3.2.3.2 Employment Equity measures include the following

Purchase

3.2.3.2.1

Senior management – A measured entity will obtain maximum points when 43% of all senior managers are black.

3.2.3.2.2

Black Women Representation at senior management – A measured entity will obtain maximum points when 22% of all senior managers are black women.

3.2.3.2.3

Middle and junior management – A measured entity will obtain maximum points when 63% and 68% of all middle and junior managers are black, respectively.

3.2.3.2.4

Black Women representation at middle and junior management – A measured entity will obtain maximum points when 32% and 34% of all middle and junior managers are black women, respectively.

3.2.3.2.5

Semi-skilled and unskilled Women representation – A measured entity will obtain maximum points when more than 20% of all semi-skilled and unskilled positions are composed of black women.

3.2.3.2.6

Black People living with disability – A measured entity will obtain maximum points when more than 1% of the total workforces are black employees with disabilities. The corresponding target for Bus Commuter and Coach Services is 0.5% black women employees with disabilities.

3.2.3.2.7

For QSEs as defined in this charter, the following criteria and targets shall apply:

•	Total Black management representation, for which the target will be 40% of all management positions;

•	Total Black women management representation, for which the target will be 20% of all management positions;

•	Total Black representation, for which the target will be 60% of all employees; and

•	Total Black women representation, for which the target will be 30% of all employees.