|
Criteria |
Weighting Points |
Compliance Target |
|
Board participation: |
|
|
|
Exercisable voting rights of Black board members as a percentage of all board members |
2 |
50% |
|
Exercisable voting rights of Black female board members as a percentage of all board members |
1 |
25% |
|
Black Executive directors as a percentage of all executive directors |
2 |
50% |
|
Black female Executive directors as a percentage of all executive directors |
1 |
25% |
|
Other Executive Management |
|
|
|
Black Other Executive Management as a percentage of all Other Executive Management |
2 |
60% |
|
Black female Other Executive Management as a percentage of all Other Executive Management |
1 |
30% |
|
Senior Management |
|
|
|
Black employees in Senior Management as a percentage of all Senior management |
2 |
60% |
|
Black female employees in Senior Management as a percentage of all Senior management |
1 |
30% |
|
Middle Management |
|
|
|
Black employees in Middle Management as a percentage of all Middle management |
2 |
75% |
|
Black female employees in Middle Management as a percentage of all Middle management |
1 |
38% |
|
Junior Management |
|
|
|
Black employees in Junior Management as a percentage of all Junior management |
1 |
88% |
|
Black female employees in Junior Management as a percentage of all Junior management |
1 |
44% |
|
Employees with disabilities |
|
|
|
Black employees with disabilities as a percentage of all employees |
2 |
2% |
Key Principles:
Compliance targets must be met in accordance with the overall demographic representation of the Black Economic Active Population (EAP).
- Adjusted Recognition for gender is no longer applicable.
- Management Control must be measured based on current status of payroll.
Please note that the formula below embodies Notice 407 of 2015 (as released in Government Gazette No. 38765 on 6 May 2015) instituting EAP targets in the Revised Codes of Good Practice.
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