CGE ANNUAL REPORT

2022/23 ANNUAL REPORT

1. Introduction

The Human Resources Unit is a critical corporate and administrative support function in the Commission for Gender Equality. Part of its responsibility is to ensure the appointment and retainment of adequate, skilled, and qualified personnel, and its health and wellness. It is for this reason that in February 2023, the Unit organised an employee wellness session that lasted two days. This was the first session of its nature in the past three years of the organisation. The session allowed new and old employees to be integrated outside of the workplace, and also allowed the leadership of the organisation to address organizational issues that were of concern to employees. Through various initiatives such as employee wellness, the HR Unit intends to transform organisational culture with a purpose of ensuring that behaviour reflects espoused organisational values. The Commission would like to have a workplace that lives its values and will be able to undertake a change management programme around culture and values. In the financial year under review, the Human Resources Unit worked harder to fill a number of vacant positions to strengthen the Legal, Research and Public Education units. The Legal Unit plays a critical function in the mandate of the organisation through its handling of investigations, court cases, legislative submissions, and public gender transformation hearings wherein the organisation subpoenas public and private entities to account for the pace or lack of gender transformation in their respective workplaces. The Research Unit provides critical research, knowledge systems development and policy dialogues, while the Public Education department ensures that the mandate of the Commission is communicated to communities and the public to foster better understanding. The vacancy rate was reduced by the Implementation of 100% defined quarterly recruitment activities. 100% quarterly recruitment activities were done to reduce the vacancy rate. 25% Vacancies were reduced in quarter one. The HR Unit conducted an internal review session of organizational policies by setting up an employee engagement session where employees made inputs and comments on workplace policies that are due to review. Led by the Office of the CEO, the policy consultation sessions assisted the organisation in understanding the needs and concerns of its employees. This will assist in subsequent processes when policies are reviewed by management. The following tables and figures provide detailed information on all issues that affect employees, such as leave management, remuneration and compensation, terminations and recruitment, employee demographics, and skills development and training.

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