The employment equity scorecard aims to address the challenge of under-representation of experienced black employees in general. The goal is to ensure that there is equitable representation of black employees in all occupational categories and levels of employment in the workplace.
The generic employment equity scorecard takes into account black employees in all management levels as in the EE Act. The employment equity report also takes into account black disabled employees.
All categories of the employment equity scorecard are calculated using the the ARG principle. Most importantly no measured entity will receive points under the employment equity scorecard until they have achieved a sub-minimum of 40% for each of the targets set out on the employment equity scorecard in respect of both five year periods.
For example, for a measured entity to receive any points for senior management, the entity needs to achieve the sub-minimum of 40% of the target (43%). So using the ARG principle, the measured entity needs to achieve 17.2% and above before they receive points for senior management. This analogy can be applied to the other management levels.
The five year periods in question are from the BBBEE codes of good practice commencement date (2007) and beyond, i.e.
- 2007 to the end of 2011
- 2012 to the end of 2017.
The QSE employment equity scorecard takes into account all levels of employees, i.e. management and non-management. The ARG principle is applied.
Again the sub-minimum rule is imposed, i.e. no measured entity will receive points under the employment equity scorecard unless it has achieved a sub-minimum of 40% for each of the targets set out on the employment equity scorecard in respect of both five year periods (see notes above).
Bonus points are awarded in the Generic as well as in the QSE employment equity scorecard. Single bonus points are awarded for each management level in which the measured entity meets the EAP target.