Lydia Indombo
The Affirmative Action (Employment) Act, 1998 (No.29 of 1998) places an obligation on every Relevant Employer to prepare and implement a three-year Affirmative Action Plan. The Affirmative Action Plan is a written document outlining the steps that a Relevant Employer plans to take in order to ensure equal employment opportunities within their establishment.
A Relevant Employer must specify the Affirmative Action measures to be instituted to eliminate employment barriers against persons within designated groups, positions of employment to such persons if it is reasonably possible, and ensure such persons are equitably represented in various positions of employment within their establishment.
The Affirmative Action Plan should set out affirmative action objectives which they expect to achieve by setting out, where appropriate, numerical goals to increase the representation of persons in designated groups in each job category and grade.
It is important that the Relevant Employer keeps track of progress in terms of achieving the set objectives by establishing a timetable and setting out an internal procedures for monitoring and evaluating the Affirmative Action Plan.
Does consultation with employees matter in developing an AA plan?
Section 24 of the Act places an emphasis on consultation and assistance of employees in developing and implementing an Affirmative Action Plan. Thus, a Relevant Employer shall carry out consultations with representatives of his/her...
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