Equity Policy for SGB-Cape Scaffolding Systems
Date Initiated: 1.08.2000
Statement of Intent
SGB-Cape Scaffolding Systems is committed to recruiting
quality people who will give the company a competitive
advantage, to developing those employees who will play
a significant role in the company’s future and
encouraging all employees to develop their potential
and their careers.
Within this policy framework, and taking into account
the patterns of structured disadvantage created by apartheid,
the Company is committed to the active implementation
of Employment Equity strategies. The Company accepts
that unless special interventions are made, the pattern
of disadvantage already created will tend to replicate
themselves to the detriment of the Company and the country
as a whole.
The Company introduces Employment and Occupational
Equity in the short and medium term as an equitable
way of enabling disadvantaged persons discriminated
against by the political system in the past, to make
use of opportunities which would otherwise not have
been within their reach.
Employment and Occupational Equity will be handled
with firmness as well as sensitivity. Others will not
be disadvantaged in the process.
In the Company, people from historically disadvantaged
groups will be represented in all positions of skill
and responsibility within the next five years in pursuance
of the Company’s role as a socially responsible
The Company will appoint and develop people with potential
at all levels of its business drawing on the best skills
available from all race groups, in order to ensure a
sustainable competitive advantage both now and in the
Within the policy the Company will address the issue
of employees from historically
disadvantaged groups who can play a significant role
in the Company’s future success.
The Company will therefore pay particular attention
to the employment of those persons who have been socially,
economically and educationally disadvantaged.
4.1 Clear Employment Equity Objectives will be set
by each Divisional Manager. A progress report for each
department will be submitted to the Managing Director
4.2 Employment Equity will be monitored on a quarterly
basis by an Employment Equity and Training Committee
as per the Constitution. The Committee will elect a
4.3 A mentorship programme will facilitate the integration
of employees from historically disadvantaged groups
into the company. The Divisional Manager will nominate
a person to assist mentors with developmental problems
and the mentorship programme will be closely monitored
to ensure that mentors do not neglect the development
of their proteges.
4.4 Recruitment and Selection will be conducted on
4.4.1 Internal development of employees
The Company will place special emphasis on an identification
process which will accurately identify and select appropriate
employees with the necessary abilities and potential.
Any decision taken to promote or develop an employee
will be based on non-discriminatory criteria. To this
end clear job descriptions and job standards will be
Training, education and development programmes will
be embarked on to give all employees within the company
an opportunity to develop appropriate skills. This process
will occur in collaboration with Line Management and
the candidate. All concerned should be committed to
the programme. Emphasis will be placed on skills and
literacy training. Mentoring and networking programmes
and systems will be used to develop employees. Tools
for continuous learning and job performance need to
When candidates are equal, or there is only marginal
difference in terms of the primary job requirements
as contained in the job description and one is from
a historically disadvantaged group, he/she must be given
Directors will ensure that deliberate efforts are made
to recruit candidates from the historically disadvantaged
groups in pursuance of their objectives as per 4.1.
Recruiters will make every effort to recruit from a
diverse pool of applicants.
Any form of discrimination will not be tolerated. Therefore,
appropriate advertising should not exclude any groups
from making application for the position, and it should
be ensured that the advert is easily accessible to all
groups. The company will ensure that the choice of recruitment
agencies and media are aligned with Employment Equity
- In addition to this, criteria for selection of
employees should not be discriminatory: where possible
qualifications and language should not be considered
barriers to employment unless the candidate does not
”measure up” to the job requirements.
- The potential of applicants to do the job will
be assessed. Psychometric tests that are culturally
unfair will be avoided.
- Medical testing will not be used unless it forms
part of the inherent requirement of the job, or forms
part of the employment conditions.
- Once employed, the employee must be remunerated
fairly according to current salary scales and wage
- Performance Appraisal systems will be monitored
for unfair discrimination.
4.5 The services of an employee will not be terminated
for the purpose of making way for an appointment of
someone from a historically disadvantaged group.
4.6 Should any ”lay offs” become necessary,
the company’s agreed upon retrenchment policy
will be followed.
4.7 Company and departmental induction programmes, and
appropriate individual development plans (including
both on-the-job and formal training) will be implemented
by Line Managers for all these recruits.
4.8 The Training Manager in collaboration with the
incumbent and his superior will identify and assist
in remedial training.
4.9 The Company undertakes to review grievance procedures
to ensure that complaints of harassment are dealt with
sensitively and effectively.
4.10 The incumbent will be subject to the normal rules
applicable to all employees.
4.11 All other aspects of the existing recruitment
procedure will apply.
4.12 Career plans and succession plans, in line with
Employment Equity practices will be developed within
4.13 HR policies will be reviewed to ensure compliance
and fairness with Employment Equity.
4.14 Facilities of the company will be audited to ensure
that they do not discriminate against disabled employees.