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SABPP Employment Equity and Diversity Inclusion Management Certification
Programme

The Employment Equity and Diversity (Inclusion) Management (EEDIM) Certification Programme is aligned to, and operationalises, SABPP’s National EEDIM Standard.

It provides HR Directors, Managers, as well as EE, Diversity and Transformation Managers and Practitioners with a strategic framework and operational Best Practice in attaining Employment Equity, Diversity Inclusion and Transformation (EEDIT) in the workplace.

The certification programme entails a two-day workshop and an assignment, post workshop. Upon successful completion of the programme, attendees will receive a SABPP EEDIM Facilitators’ Certificate. Attendees will also receive CPD points after attending the workshop.   

The certification programme covers the following aspects required for facilitating Employment Equity, and Diversity Inclusion Management Best Practice:

  • Contextualisation of EEDIT
  • EEDIT Best Practice prerequisites
  • The processes required to institute and maintain EEDIT Best Practice, and achieve EEDIT
  • Self-Assessment by participants of the extent to which their organisations are aligned to EEDIT Best Practices
  • Full assessment to establish any gaps in EEDIT Best Practice alignment at your organisation and how to facilitate this
  • Addressing gaps in EEDIT Best Practice at your organisation
  • EEDIT Analysis and alignment to the EE Act
  • EEDIT Planning and alignment to the EE Act’s EE Plan requirements
  • Implementation, Monitoring and Evaluation
 
Facilitating Employment Equity and Diversity (Inclusion) Management Best Practice
SABPP Certification Programme
Day 1: Wednesday 16 May 2018
07h30 – 08h30
Registration/Tea and Coffee
08h30 – 10h30
Welcoming and Workshop Orientation – Nat Mbengwa, EES-SIYAKHA
  • Workshop methodology
  • Structure
  • Assignment Post Workshop

Contextualising the Employment Equity, Diversity Inclusion and Transformation (‘EEDIT’) journey – Marius Pretorius, TDCI

  • The external EEDIT context
    • RSA context
    • Legislative imperative
    • EEA in brief
    • Sector Charters
    • The business case for transformation
  • The evolution of EEDIT practice
  • The SABPP Employment Equity and Diversity (Inclusion) Management Standard
    • Definition
    • Fundamentals required for good EE and Diversity/inclusion practices
  • SABPP EE/DM/I Strategy Model 
  • The EEDIT change management challenge
  • Organisational purpose, HRM’s function & EEDIT practice (Mapping process)
  • Understanding the macro context
10h30 –11h00 Tea and Coffee
11h00 – 12h00 EEDIT Best Practice Framework – Jan Munnik, EES-SIYAKHA
  • Best Practice prerequisites for sustainable EEDIT
  • The processes required to institute and maintain EEDIT Best Practice, and achieve EEDIT 
12h00 – 12h45 Mini-assessment by participants – To what extent are their organisations aligned to EEDIT Best Practices – Nat Mbengwa, EES-SIYAKHA
Mini-assessment debriefing in groups (5 facilitators)
12h45 – 13h45 Lunch
13h45 – 14h15 Full assessment to establishing any gaps in EEDIT Best Practice alignment at participant organisation – Nat Mbengwa, EES-SIYAKHA
  • The dilemma of the EEDIT Change Agent
  • Using a SABPP EEDIT Audit to assess the level of EEDIT maturity and alignment at your organisation
  • Rationale for Audit 
  • How do you get buy-in for the conducting of the Audit?
  • How to get traction on the Audit results?
14h15– 15h00 Feedback sessions on usefulness of SABPP EEDIT Audits, and getting buy-in, in groups (5 Facilitators)
Plenary feedback   
15h00 – 15h30 Tea and Coffee
15h30 – 16h30 Addressing misalignment with/gaps in EEDIT Best Practice - where to start? – Jan Munnik, EES-SIYAKHA
  • Development/Review of Policy Framework aligned to legislative requirements
  • What is to be included in Policy Framework?
  • How this will address EEDIT Best Practice gaps/misalignment
 Day 2: Thursday 17 May 2018
07h30 – 08h30 Registration/Tea and Coffee
08h30 – 10h00 EEDIT Analysis and Planning – Jan Munnik, EES-SIYAKHA
  • Analysis Process
    • Understanding each EEDIT Best Practice aspects against which to benchmark
    • Identification of barriers i.e. gaps between existing Policies, Procedures, Practices and Working Environment, and Best HR, and EEDIT Practice(s)
    • Collecting and analysing further necessary information required for Planning where applicable
  • Planning Process
    • Analysis findings (gaps) to inform EEDIT Goals, Strategies and AA Measures
    • Planning needs to be strategic and aimed at removing all identified barriers
    • Plan needs to be owned by the leadership of the organisation

Internal EEDIT Analysis and Planning: Organisational culture and climate, a Diversity competence – Marius Pretorius, TDCI

  • Analysis
    • Defining diversity and inclusion EEDIT Best Practice aspects against which to benchmark
    • Identifying barriers to living inclusion
  • Planning
    • Examples of strategies and AA Measures that can be taken and relationship with identified barriers
      • Creating a diversity intelligent organisation
      • Others
    • Where and how the following aspects fit into the process:
      • Leadership accountability and buy-in
      • Culture change strategy/management  
      • Diversity awareness and diversity management interventions aligned to culture change strategy/management (including EE workshops and diversity training, on-boarding/induction, employee engagement platforms, team building and workshops)
      • Inclusion (ensuring an inclusive and empowering work environment
10h30 – 11h00 Tea and Coffee
11h00 – 12h30 Internal EEDIT Analysis and Planning (cont): Talent management – John Dickerson, EES-SIYAKHA
  • Analysis
    • EEDIT Best Practice aspects against which to benchmark
      • Identifying gaps between existing Policies, Procedures, Practices and Working Environment and these EEDIT Best Practices
      • Collecting and analysing further necessary information required for planning
  • Planning
    • Strategies/Action steps/AA measures in respect oF:
      • Recruitment and selection – internal and external
      • Learning and Development
      • Retention
      • Remuneration and benefits
      • Promotion/succession planning
      • On-boarding
      • Performance Management
12h30 – 13h30 Lunch
13h30 – 14h30 Internal EEDIT Analysis and Planning (cont): Current workforce vs desired profile – Nat Mbengwa, EES-SIYAKHA
  • EEDIT Best Practice aspects against which to benchmark
    • Identifying gaps between existing Policies, Procedures, Practices and this EEDIT Best Practice   
    • Collecting and analysing further necessary information required for the setting of achievable Goals
  • Planning
    • The setting of achievable Goals
    • Closing gaps in actively pursuing the achievement of EE Goals
      • Setting the rules
      • Tracking of the application of the rules
      • Holding managers accountable in areas of control

Policy Framework and Governance Structures – Jan Munnik, EES-SIYAKHA  

  • EEDIT Best Practice aspects against which to benchmark
  • Identifying gaps between existing Policy, Procedures and Practices and this EEDIT Best Practices
  • Planning
    • External EEDIT Analysis and Planning – Nat Mbengwa, EES-SIYAKHA
    • Sector specifics
    • Legislative compliance
    • Supply and demand
    • Scarcity/availability of skills 
14h30 – 15h00 Tea and Coffee
15h00 – 16h30 Implement, monitor and evaluate EEDI – Jan Munnik, EES-SIYAKHA
  • Project drivers and accountability
  • Ensure that the EE strategy /plan is integrated and aligned to HR strategy and legislative requirements
  • Develop regular reporting mechanisms to keep key stakeholders engaged
  • Implement surveys (employee engagement) to measure and monitor the progress with respect to inclusive organisational culture
  • Ensure that the implementation of the EEDIT strategy/plan is aligned to policy
  • Tools for monitoring and control
Evaluation and Closure