The hiring process is only one facet of employment equity. Eliminating barriers in employment improves the work environment for all current and future employees. Organizations that implement employment equity usually find that staff turnover drops significantly. The support and changes included in an employment equity program, such as job-sharing and flexible working hours, also have a positive impact on both the morale and motivation of employees. All these benefits combine to improve the internal operations and external corporate image of an organization.
Employment equity enhances the competitive edge.
In short, it is good business. The policy's main objectives are A work force in the Public Service in which members of designated groups are equitably represented and distributed. The organization's operational requirements and the availability of people in the work force are considered in determining the equitable representation and distribution of designated groups. The identification and removal of barriers in employment systems, policies, procedures, and practices, and of organizational attitudes and established behaviours that adversely affect the employment or career progress of members of designated groups. The implementation of special measures to correct the effects of employment disadvantages and promote the participation of designated groups in the work force.