Deputy Minister defends Employment Equity Act

THE Employment Equity Act (EEA) was not introduced to create racial divides or quotas as alleged, and these narratives, which have been mainly driven by the DA, cannot go unchallenged, says Employment and Labour Deputy Minister Judith Nemadzinga-Tshabalala.

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Among the reasons government had to intervene was because of the slow pace of transformation, particularly in the private sector, which may be attributed to self-regulation by employers. “It is acknowledged that the slow pace of transformation is attributed to self-regulation of EE targets by the designated employers. As a result of self-regulation, the employers had all the powers in the 27 years of the EEA to set low meaningless EE targets, which they were able to recycle from one year to another or change at their discretion with no will and commitment to transform their workplaces,” said Nemadzinga-Tshabalala.

The department explained the amendments of the EEA, draw their genesis in 2019, when the Department and Commission for Employment Equity (CEE) initiated sector engagements with the intention of the setting of sector EE targets to give impetus to workplace transformation. The Employment Equity Amendment Act No. 4 of 2022, came into effect on 1 January 2025.