The Department of Employment and Labour (DOEL) has started issuing sector targets as part of the amended Employment Equity Act, which will impact designated employers across various industries.
These targets are critical in guiding transformation efforts and ensuring compliance with the latest legislative requirements.
Below is the list of sectors with published targets so far:
| Sector | Gender | Top Management | Senior Management | Professionally Qualified | Skilled Technical | Disability |
| Designated Groups | Designated Groups | Designated Groups | Designated Groups | |||
| Administrative and Support Activities | Male | 33.2% | 42.3% | 49.2% | 49.8% | 3.0% |
| Female | 36.7% | 43.5% | 46.1% | 46.1% | ||
| Total | 69.9% | 85.8% | 95.3% | 95.9% | ||
| Agriculture, Forestry | Male | 13.2% | 21.6% | 34.7% | 49.8% | 3.0% |
| Female | 20.8% | 31.0% | 41.7% | 44.0% | ||
| Total | 34.0% | 52.6% | 76.4% | 93.8% | ||
| Construction | Male | 30.0% | 38.3% | 46.7% | 49.8% | 2.0% |
| Female | 24.8% | 27.8% | 34.4% | 46.1% | ||
| Total | 54.8% | 66.1% | 81.1% | 95.9% | ||
| Electricity, Gas Steam and Air Conditioning Supply | Male | 31.7% | 42.7% | 49.8% | 49.8% | 3.0% |
| Female | 27.9% | 39.5% | 46.1% | 46.1% | ||
| Total | 59.6% | 82.2% | 95.9% | 95.9% | ||
| Financial and Insurance Activities | Male | 27.8% | 31.7% | 40.7% | 49.5% | 3.0% |
| Female | 35.3% | 45.3% | 46.1% | 46.1% | ||
| Total | 63.1% | 77.0% | 86.8% | 95.6% | ||
| Human Health and Social Work Activities | Male | 27.6% | 39.8% | 49.8% | 49.8% | 3.0% |
| Female | 43.7% | 46.1% | 46.1% | 46.1% | ||
| Total | 71.3% | 85.9% | 95.9% | 95.9% | ||
| Information and Communication | Male | 25.4% | 28.6% | 37.9% | 46.0% | 3.0% |
| Female | 31.2% | 40.0% | 38.9% | 45.7% | ||
| Total | 56.6% | 68.6% | 76.8% | 91.7% | ||
| Manufacturing | Male | 24.1% | 32.4% | 40.4% | 49.8% | 3.0% |
| Female | 25.0% | 33.6% | 37.7% | 39.6% | ||
| Total | 49.1% | 66.0% | 78.1% | 89.4% | ||
| Mining and Quarrying | Male | 29.9% | 35.0% | 41.0% | 49.1% | 2.0% |
| Female | 20.1% | 21.0% | 24.0% | 25.9% | ||
| Total | 50.0% | 56.0% | 65.0% | 75.0% | ||
| Public administration and defence; compulsory social security | Male | 49.8% | 49.8% | 49.8% | 48.8% | 3.0% |
| Female | 41.9% | 46.1% | 46.1% | 46.1% | ||
| Total | 91.7% | 95.9% | 95.9% | 94.9% | ||
| Transportation and Storage | Male | 32.2% | 42.1% | 46.3% | 49.8% | 3.0% |
| Female | 30.0% | 35.9% | 40.7% | 41.4% | ||
| Total | 62.2% | 78.0% | 87.0% | 91.2% | ||
| Wholesale and Retail Trade, Repair of Motor Vehicles and Motorcycles | Male | 24.1% | 35.0% | 42.2% | 48.1% | 3.0% |
| Female | 27.5% | 38.6% | 46.1% | 46.1% | ||
| Total | 51.6% | 73.6% | 88.3% | 94.2% |
What does this mean for your business?
- Employers in these sectors must align their employment equity plans with the newly issued targets.
- Non-compliance may result in penalties and restrictions when applying for government contracts.
- A proactive approach will ensure your organisation remains compliant and strategically positioned for future growth.
Need help understanding how these changes affect your business? Our specialists can guide you through the process and ensure your employment equity plans are compliant and future-proof.