BEE Compliance
Employment Equity Policy
1. Purpose
The purpose of this policy is to regulate the process for active implementation of Employment Equity strategies within Kimberly-Clark.
2. Scope
This policy covers all employees of, and all business sectors and locations within Kimberly-Clark of South Africa.
3. References
The Employment Equity Act 55 of 1998.
4. Definitions
None.
5. Responsibilities And Authorities
The Human Resources Director is responsible for reviewing and endorsing this policy when necessary. It is the Employment Equity Manager's responsibility to ensure that this policy is implemented and adhered to.
6. Statement Of Intent
6.1. Kimberly-Clark is committed to:
- recruiting quality people who will give Kimberly-Clark a competitive advantage;
- developing those employees who have the potential to play a significant role in Kimberly-Clark's future;
- encouraging all employees to develop to their potential and expand their careers.
6.2 Kimberly-Clark introduces Employment and Occupational Equity in the short and medium term as an equitable way of enabling previously disadvantaged persons to make use of opportunities which would otherwise not have been within their reach.
6.3 Employment and Occupational Equity will be handled with firmness as well as sensitivity. Non- designated persons will not be disadvantaged in the process.
7. Policy Implementation
7.1 Kimberly-Clark 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 future.
7.2 Within this policy, the Company will take specific measures to create equity in employment and to employ and develop employees from historically disadvantaged groups who can play a significant role in Kimberly-Clark's future success.
7.3 Appropriate steps will be taken to ensure that all employees and job applicants are advised of this policy of non-discrimination.
7.4 Clear Employment Equity objectives will be set by each Departmental Manager. Every quarter a progress report for each department will be submitted to the Facility Manager (where applicable) and Divisional Director.
7.5 A mentoring programme will be developed to facilitate the integration of employees from historically disadvantaged groups.
7.6 The Employment Equity Manager will closely monitor the mentoring programme and will assist mentors with development problems.
7.7 Internal and External Recruitment, Selection and Employee Development, (Refer to the Recruitment and Selection Policy HP-00-50-011):
7.7.1 Internal Development of employees
7.7.1.1 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.
7.7.1.2 The Company will initiate new, or enhance and entrench existing training, education and development programmes to give all employees an opportunity to develop appropriate skills. This process will occur in collaboration with Human Resources, Line Management and candidates.
7.7.1.2.1 When candidates are equally qualified, or where there is only a 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 preference.
7.7.2 External Recruitment of new employees
7.7.2.1 Managers will ensure that deliberate efforts are made to recruit candidates from the historically disadvantaged groups.
7.7.2.2 Any form of discrimination contained within advertising is prohibited. Therefore, appropriate advertising should not exclude any groups from applying for the position, and advertisements shall be easily accessible to all groups.
7.7.2.3 Criteria for the selection of employees, and the determination of salaries and benefits shall not be discriminatory.
7.7.2.4 The services of an employee will not be terminated for the purpose of making way for the appointment of someone from a historically disadvantaged group.
7.7.2.5 Line Managers will implement company and departmental induction programmes and appropriate individual development plans, (including both on-the-job and formal training) for all new employees.
7.7.2.6 The Human Resource Department will monitor the progress of the individual development plans, and provide appropriate support as necessary.
7.7.2.7 New employees will be subject to the normal Company rules, policies and procedures applicable to all employees.
7.7.2.8 All other aspects of the existing recruitment procedure will apply.
REVISION |
CHANGE |
DATE |
1 |
5. Group HR Projects Manager changed to Employment Equity Manager
7.6 Group HR Projects Manager changed to Employment Equity Manager 7.7 Added in (Refer to Recruitment and Selection Policy HP-00-50-011) 7.7.2.1 Changed "he" to "the" |
July 2000 |
|
ETHNIC CATEGORIES BY OCCUPATIONAL LEVELS - JUNE 2007 |
|||||||||||
| OCCUPATIONAL | MALE | Total | FEMALE | Total | |||||||
| LEVELS | White | African | Coloured | Asian | Males | White | African | Coloured | Asian | Females | |
| 1 | Top Management | 3 | 0 | 0 | 1 | 4 | 3 | 0 | 0 | 0 | 3 |
| 2 | Senior Management | 29 | 3 | 0 | 4 | 36 | 18 | 2 | 1 | 1 | 22 |
| 3 | Professional, Qualified And Experienced Specialists And Mid-Management |
36 | 7 | 5 | 8 | 56 | 14 | 2 | 0 | 1 | 17 |
| 4 | Skilled Technical And Academically Qualified Workers, Junior Mngt, Supervisors, Foreman & Supt |
91 | 88 | 9 | 5 | 193 | 50 | 19 | 6 | 15 | 90 |
| 5 | Semi-Skilledand Discretionary Decision Making |
14 | 213 | 51 | 0 | 278 | 2 | 6 | 41 | 1 | 50 |
| 6 | Unskilled And Defined Decision Making |
0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 |
| 173 | 311 | 65 | 18 | 567 | 87 | 29 | 48 | 18 | 182 | ||
|
ETHNIC CATEGORIES BY OCCUPATIONAL LEVELS - JUNE 2007 |
||||||
| OCCUPATIONAL | Total | % | Total | % | Grand | |
| LEVELS | BCA | BCA | BCAWF | BCAWF | Total | |
| 1 | Top Management | 1 | 14% | 4 | 57% | 7 |
| 2 | Senior Management | 11 | 19% | 29 | 50% | 58 |
| 3 | Professional, Qualified And Experienced Specialists And Mid-Management |
23 | 32% | 37 | 51% | 73 |
| 4 | Skilled Technical And Academically Qualified Workers, Junior Mngt, Supervisors, Foreman & Supt |
142 | 50% | 192 | 68% | 283 |
| 5 | Semi-Skilledand Discretionary Decision Making |
312 | 95% | 314 | 96% | 328 |
| 6 | Unskilled And Defined Decision Making |
0 | 0% | 0 | 0% | 0 |
| 489 | 65% | 576 | 77% | 749 | ||
