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

Codes of Good Practice on Broad-Based Black Economic Empowerment

Property Sector Charter

10. Employment Equity

 

 

(10.1) Despite the introduction of the Employment Equity Act, 55 of 1998, racial and gender representivity in the property sector, especially in the various management categories, is not representative of the demographics of the country.

 

(10.2) Consequently, each property sector enterprise undertakes to:
(10.2.1) Implement transformation programmes in its workplace and eradicate inequalities and disparities;
(10.2.2) Promote a non-racial, non-sexist environment and enhance cultural diversity and gender sensitivity; and
(10.2.3) Ensure reasonable accommodation and access for applicants of employment and employees with disabilities within the sector.

 

(10.3) In addition to obligations in terms of employment equity, enterprises in the sector commit to achieve the following targets within five years from the effective date of the sector charter:
(10.3.1) 3% Black disabled employees as percentage of all employees;
(10.3.2) 60% Black senior management employees as a percentage of all employees using the adjusted recognition for gender;
(10.3.3) 75% Black employees in middle management as a percentage of all employees using the adjusted recognition for gender;
(10.3.4) 80% Black employees in junior management as a percentage of all employees using the adjusted recognition for gender;

 

(10.4) Recognising that property brokerages and residential estate agencies do not differentiate various management levels, property brokers and residential estate agents in the sector commit to achieve the following targets from the effective date of the sector code.
(10.4.1) 50% Black practitioners as a percentage of total practitioners using the adjusted recognition for gender;
(10.4.2) 35% Black people in management as a percentage of total Management using the adjusted recognition for gender.
(10.4.3) 18% Black women in management as a percentage of total Management;

 

(10.5) The stakeholders acknowledge that, on the issuing of the Code of Good Practice 300 on Employment Equity, the charter council has:
(10.5.1) Considered the extent to which the targets or weightings in respect of employment equity in Code 300 exceed those specified in this charter, and accordingly the lower targets and/or weightings in this charter have been aligned on the basis of sound economic principles; and
(10.5.2) Considered the extent that the targets or weightings in respect of employment equity in Code 300 do not exceed those specified in this charter, and accordingly the higher targets and/or weightings in this charter represent the consensus of all stakeholders.

 

CODE 300: EMPLOYMENT EQUITY SCORECARD

 

CATEGORY

EMPLOYMENT EQUITY INDICATOR

WEIGHTING POINTS

COMPLIANCE TARGET

Disabled

Black disabled employees as a percentage of all employees using the Adjusted Recognition for Gender

2

3%

Senior Management

Black employees in senior management as a percentage of all such employees using the Adjusted Recognition for gender

5

60%

Middle Management

Black employees in middle management as a percentage of all employees using the Adjusted Recognition for genders

4

75%

Junior Management

Black employees in junior management as a percentage of all employees using the Adjusted Recognition for genders

4

80%

Bonus Points

Bonus point for meeting or exceeding the EAP targets in each category (Snr=1, Middle=1 & Junior=1 point)

3

 

 

(For Property Brokers and Estate Agents ONLY)

 

CATEGORY

EMPLOYMENT EQUITY INDICATOR

WEIGHTING POINTS

COMPLIANCE TARGET

Property brokers/

Estate agents

Black practitioners as a % of total practitioners using the adjusted recognition for gender

7

50%

Black people in management as a % of total Management using the adjusted recognition for gender

7

35%

Black women in Management as % of total Management

1

18%

Bonus Points:

(Property brokers/Estate agents)

Black practitioners as a % of total practitioners using the adjusted recognition for gender

1

60%

Black people in management as a % of total practitioners using the adjusted recognition for gender

1

40%

Black women in Management as a % of total Management

1

30%