However, the Act or any legislation is no more than a mechanism to promote or ensure certain changes in the composition and nature of our workforce. For those of you who are not yet familiar with the Act, we have produced a Code and a User's Guide booklet which are obtainable through the Department of Labour, including on our website. I would now like to raise a number of strategies that can be utilized by both companies and black managers to ensure the development of black managerial talent and leadership. We are hoping in the course of this year to incorporate some of these strategies in a Code of Good Practice on human resource policies and practices that promote employment equity. Firstly, in line with the requirement of the Act, you need to undertake an honest and extensive audit and analysis of existing employment policies and practices.
Many companies assume that if they correct their recruitment policies all is fine.
Discrimination in companies goes deeper and is often more subtle. Companies need to look at their benefit policies particularly in relation to women. They need to critically look at cultural issues as well as other barriers that alienate and marginalize a lot of black people and women. Secondly, companies need to make sure that their good policies are implemented in practice. This is why the Act's requirements of consultation with employees, monitoring of plans and the appointment of a designated manager is so important.