The duration of the plan should be for a period that will allow the employer to make reasonable progress towards achieving employment equity. This period should be no shorter than one year and no longer than five years. as specified in the Act.

The broad objectives of the plan should be specified and a timetable developed for the fulfilment of each objective. These objectives should--

This would include transparent recruitment strategies such as appropriate and unbiased selection criteria and selection panels, and targeted advertising.

Community investment and bridging programmes can increase the number of potential candidates.

These measures include access to training by members of designated groups, structured training and development programmes like learnerships and internships; on the job mentoring and coaching, and accelerated training for new recruits. Where required, diversity training should be provided to responsible managers, as well as training in coaching and mentoring skills.

This could form part of structured succession and experience planning and would include appropriate and accelerated training.

Retention strategies would include the promotion of a more diverse organisational culture; an interactive communication and feedback strategy; and ongoing labour turnover analysis.

These measures include providing an enabling environment for disabled workers and workers with family responsibilities so that they may participate fully and, in so doing, improve productivity. Examples of reasonable accommodation are accessible working areas, modifications to buildings and facilities, and flexible working hours where these can be accommodated.

A conscious effort should be made to avoid all forms of tokenism. Candidates must be appointed with commensurate degrees of authority.

Such steps could include programmes for all staff, including management, contextualising employment equity and sensitising employees with regard to the grounds of discrimination such as race, diversity, gender, disability, and religious accommodation.

In setting objectives and developing corrective measures, parties to the consultative processes should attempt to reach consensus on what would constitute reasonable progress over the duration of the plan.

Resources, including budgets, should be appropriately allocated in order to implement the agreed components of the plan.

Responsibility for implementation and monitoring of the plan, as assigned during the planning phase, should be confirmed and noted.

Internal procedures for resolving any dispute about the interpretation and implementation of the plan should he agreed and specified.

The use of existing dispute resolution procedures should he encouraged provided that they are appropriate, and if necessary adapted to the needs of employment equity.

Alternatively, a mechanism with appropriate representation from employer and employees may be established in order to address and resolve such disputes.

8. See section 20(2)(e) of the Act.

9. See sections 15 and 20(2)(b) of the Act.

10. See the definition of "reasonable accommodation" in the Act.

11. See section 20(2)(c) of the Act.