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

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Chartered Accountancy Charter

Section D : Challenges

Challenges Facing the CA Profession

Employment Equity

15.2.4 Training Level

 

In-service training under a formal training contract is the final step towards qualification as a CA(SA), and the desired outcome is a significant increase in the number of black trainees, and particularly black woman trainees who enter into and complete their training contracts successfully.

 

Current situation / challenges

Recommended activities

Perceptions of black trainees

Sidelining at work or biased quality work allocation, particularly regarding 'crown-jewel clients', which leads to a lack of self-esteem
Inadequate interaction and counselling by partners and managers with black trainees
Some resistance by training offices/officers to the employment of black trainees
That a black trainee needs to outperform versus his white counterparts to achieve recognition
An inherent and perpetual perception that black people are inferior and do not show initiative

Perceptions of white trainees

Equating accelerated development with a discriminatory decrease in white trainees' promotional prospects

Cultural differences

Lack of understanding of cultural diversity
Lack of understanding of basic business concepts (practices) and processes

Other

Firms communicate impressive strategies for transformation in the media, which are not translated into practical changes in the business environment
Difficulties with office conditions and work situations by trainees who have little knowledge of or experience with (predominantly white) expectations; in particular five-year trainees taken straight from school are less likely to have acquired or experienced business skills
To find and implement specific instruments and tools (role playing, diversity training and group discussions) to
o address perceptions of racism and unfairness at work among trainees
o provide insight into cultural differences for trainees
o introduce trainees to business and office practices (e.g. by means of the induction course of training offices)
o implement a monitoring system in training that ensures equal access to opportunities
To put processes in place that will promote equal opportunities in the allocation of work and clients
To put a formal mechanism in place to deal with some of the perceptual challenges faced by black trainees, e.g. an 'Equal Employment Advisory Council'