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Philosophy
Minopex acknowledges the provisions of Clause 8 of the Bill of Rights in the South African Constitution and those envisaged by the Employment Equity Act No. 60 of 1998 (the ‘Act’).Minopex subscribes to the spirit of the Act and endeavours not to directly or indirectly discriminate unfairly against an employee on one or more of the following grounds: race, gender, sex, ethnic or social origin, colour, sexual orientation, age, disability, religion, conscience, belief, culture or language.The Minopex Employment Equity Plan centres on:
- Procedures to ensure the elimination of discrimination in decision-making surrounding: appointments, employees’ careers, remuneration and benefits.
- Accommodation of diversity and reduction of barriers to historically disadvantaged South Africans.
- In the context of transformation of workplace culture and procedures, measures to accelerate the training and promotion of people from historically disadvantaged groups.
Company objectives are to:
- Seek to achieve equitable representation of suitably qualified employees from designated groups within all occupational categories.
- Advertise – internally and externally, in accordance with policy and procedures – vacancies arising due to the natural process of attrition and organisational growth.
- Adhere to the principle of its constitutional right to appoint and maintain its current managerial structure and ensure that all employment equity objectives, as a pre-requisite, add value thereto.
- Select current incumbent employees from a designated group who, after internal training and development, suitably qualify as candidates for internal promotion to a more senior level of employment and/or allow for an equal opportunity to apply for such position.
- Ensure that internal training and development for the advancement of individual incumbent employees of a designated group do not preclude the company from advertising any vacancy externally.
- Ensure that training and development are open and available to all employees, irrespective of whether or not they constitute individuals from a disadvantaged group.
- Ensure that training and development is used to monitor and evaluate progress made by existing employees from a designated group to enable the Company to utilise existing employees’ skills towards the implementation of Affirmative Action and Employment Equity.
- Recognise the rights of a selected individual from a designated group to refuse participation in such training and development programmes aforesaid and not be victimised therefore.
- Ensure that participants are aware that participation in the company’s internal training and development programmes and the successfully completion thereof, does not constitute a legitimate expectation and/or guarantee of advancement and/or promotion where such an employee does not qualify for a specific job where the Recruitment Selection Process policy and procedure would disqualify such an employee.
- Reserve the right of the Managing Director to make appointments based on his discretion and in the best interests of the company.
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