Employment Equity Manager

Advert reference: uj_002146

Advert status: Online

Apply by: 23 October 2025

Position Summary

Industry: Education & Training

Job category: Education and Training

Campus: Auckland Park Kingsway Campus

Contract: Permanent

Remuneration: Market Related

EE position: EE

Level: Skilled

Introduction

The University of Johannesburg (UJ) is a vibrant and cosmopolitan institution, guided by its bold UJ Strategy 2035, which emphasises Societal Impact and Sustainability, Global Footprint and Partnerships, and Technology for the Future. Committed to transformative change, UJ's mission is "To transform and serve humanity through innovation and the collective and collaborative pursuit of knowledge." The University is guided by the vision of building "An international university of choice, anchored in Africa and the global south, dynamically shaping a sustainable future".

Job description

"Please note that the University is obligated, in terms of recent amendments to the Criminal Law (Sexual Offences and Related Matters) Amendment Act 2021 (Act 13 of 2021), to assess all prospective employees (including applicants) against the National Register for Sex Offenders (NRSO). The outcome of such an assessment may have an impact upon possible employment with the University.

For more information, please review the following link: Justice/Criminal/NRSO

The role of an Employment Equity Manager is responsible for promoting and managing the implementation of employment equity policies and practices at the university to create a diverse, inclusive, and equitable workplace. This role ensures compliance with applicable employment equity legislation, drives transformation initiatives, and fosters a culture of equality and inclusion aligned with the university's mission and values.

Responsibilities:

Employment Equity Planning and Implementation

• Develop, implement, and monitor UJ's Employment Equity Plan.
• Provide expert guidance to management on EE policies and best practices.
• Identify barriers to equity and recommend actionable solutions.
• Support faculties and divisions in achieving EE targets.
• Maintain accurate EE records, including meeting minutes and strategic documents.

Legislative Compliance and Reporting

• Ensure compliance with all EE-related legislation (e.g., EEA, BCEA, etc.).
• Prepare and submit statutory EE reports including annual reports to the Department of Labour and UJ leadership.
• Analyse workforce demographics and compile data-driven EE reports.
• Stay abreast of legal developments and ensure policies remain current and compliant.
• Conduct audits and assess the effectiveness of EE interventions.

Stakeholder Engagement

• Collaborate with internal and external stakeholders to promote EE initiatives.
• Serve as a liaison between UJ and regulatory bodies, community groups, and other partners.
• Support campus-wide diversity and transformation initiatives.

Training and Education

• Design and facilitate EE training programmes, workshops, and awareness campaigns.
• Equip leaders and staff with knowledge and tools to promote equity and inclusion.

Conflict Resolution and Advocacy

• Work closely with Employee Relations to address discrimination or equity-related complaints.
• Act as a voice for underrepresented groups and promote a culture of fairness and respect.

Minimum requirements

• Bachelor's Degree (NQF 7) qualification in Human Resources, Social Sciences or related field.
• Five (5) years' of experience of employment equity and anti-discrimination legislation.
• Proven track record of developing and implementing employment equity plans in a large organisation, preferably within the higher education sector.
• Demonstrated knowledge of South African employment equity legislation and its application in higher education or similar sectors.

Competencies and Behavioural Attributes:

• Knowledge of the Department of Employment & Labour regulations, higher education system, policies, and regulatory environments is advantageous.
• Ability to design needs assessment and compile comprehensive reports.
• In-depth understanding of EE legislation, trends, and best practices.
• Strong communication and interpersonal skills.
• Ability to work collaboratively across faculties and departments.
• Analytical mindset with experience in using data to drive decision-making.
• Leadership and advocacy capabilities.

Enquiries:

Enquiries regarding the job content: Dr Mpume Mkhize (Director: Transformation) at Tel:

Enquiries regarding remuneration & benefits: Ms Busisiwe Dumezweni (HCM Business Partner) at Tel:

Your application, comprising of a detailed Curriculum Vitae as well as the names and full contact details (including telephone numbers and e-mail addresses) of at least three traceable and credible referees must be uploaded before or on the closing date of the advertised post. Please also attach the following: a copy of your highest academic qualification, proof of registration with professional bodies you might belong to and if applying for an academic position, a list of accredited research output and/ or a portfolio of your creative output.

If you require technical support / assistance on the UJ e-recruitment website, please contact our service provider PNET on the following contact details: / or email

Candidates may be subjected to appropriate psychometric testing and other selection instruments.

In conjunction to merit on the basis of qualifications, experience and proven achievements the University of Johannesburg is committed to providing equal employment opportunities for persons with disabilities and those individuals from the historically disadvantaged groups. As necessitated by operational requirements the University reserves the right not to make an appointment to positions advertised. If you have not received a response from the University within 8 weeks of the closing date, you should assume that your application has been unsuccessful.

Please note that the University is obligated, in terms of recent amendments to the Criminal Law (Sexual Offences and Related Matters) Amendment Act 2021 (Act 13 of 2021), to assess all prospective employees (including applicants) against the National Register for Sex Offenders (NRSO). The outcome of such an assessment may have an impact upon possible employment with the University.