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Workshop One: Aligning your EEDT to the SABPP Employment Equity
Diversity and Inclusion Standard

An opportunity to assess and benchmark your organisation’s alignment to EEDIT Best Practices and find solutions to any gaps that may be identified


The workshop 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 workshop 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
Programme
Day 1: 20 November 2019
07h30-08h30
Registration/Tea and Coffee
08h30-10h30
  • Welcoming and Workshop Orientation
  • Contextualising the Employment Equity, Diversity Inclusion and Transformation (‘EEDIT’) journey
  • 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
    • 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
  • 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
    • 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
  • Plenary feedback
15h00-15h30 Tea and Coffee
15h30-16h30
  • Addressing misalignment with/gaps in EEDIT Best Practice - where to start?
    • 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: 21 November 2019

07h30- 08h30 Registration/Tea and Coffee
08h30-10h00
  • EEDIT Analysis and Planning
    • 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
    • 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
    • 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
    • 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
    • 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
      • Sector specifics
      • Legislative compliance
      • Supply and demand
      • Scarcity/availability of skills
14h30-15h00 Tea and Coffee
15h00-16h30
  • Implement, monitor and evaluate EEDIT
    • 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

Workshop Two: Diversity Inclusion Masterclass: The Art of Creating Disruptive Shifts and Crafting Inclusive Cultures

Workshop Three: Ensuring full EE Plan Practical Compliance and EE Sustainability