Employment Equity Policy

Employment Equity Act 55 of 1998 ("EEA") — Last updated: September 2026

The EEA promotes equal opportunity and fair treatment in employment, and requires designated employers to address workplace disadvantage and report on their workforce profile. This policy explains how RVZ International Group (Pty) Ltd t/a RVZ Personnel Services & Labour Hiring Specialists ("RVZ") supports this through the Platform, and how we handle Employment Equity (EE) data.

1. Non-discrimination on this Platform

RVZ does not discriminate against candidates on any ground listed in the EEA — including race, gender, disability, age, religion, or any other arbitrary ground — in how the Platform itself operates (search visibility, application processing, account access). Job postings that appear to solicit unlawful discriminatory criteria may be removed — see our Acceptable Use policy.

2. Employment Equity data is optional and separately consented to

A candidate's profile may optionally include EE-related information (such as race and disability status) so that employers who are designated employers under the EEA can meet their own reporting obligations. This is "special personal information" under POPIA — we only collect and process it where you give explicit, separate consent on your profile, distinct from your general account consent. See section 5 of our Privacy Policy.

3. How EE data is used

Where provided, EE data is visible to recruiters as aggregate/individual profile information to support their own EEA compliance and workforce planning — it is never used by RVZ to rank, filter, or otherwise algorithmically sort candidates, and Employment Equity considerations remain each employer's own legal responsibility, not RVZ's. RVZ is not the "designated employer" for candidates placed through the Platform merely by virtue of operating it.

4. Employers' own EEA obligations

Employers using this Platform who qualify as "designated employers" under the EEA (broadly, employers above the applicable employee-count or annual-turnover thresholds) remain solely responsible for their own EEA compliance, including consultation, analysis, employment equity plans, and reporting to the Department of Employment and Labour. RVZ provides tools and optional data to assist, not compliance on an employer's behalf.

5. RVZ's own commitment

As an employer in its own right, RVZ is committed to fair, non-discriminatory recruitment and employment practices consistent with the EEA's principles, regardless of whether it meets the statutory threshold for a "designated employer" at any given time.

6. Questions or complaints

Contact us via Contact Us. Complaints about unfair discrimination may also be referred to the CCMA or the Labour Court, as applicable.