Tag: diversity

SayPro Organogram Review: Alignment with Values & Diversity Objectives

Conducted quarterly by the Strategic Planning Office in collaboration with HR and Department Heads.

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🔍 SECTION A: Review Objectives

• Assess representation of gender, age, ethnicity, and disability across all organizational levels.
• Ensure inclusive leadership in departmental and regional structures.
• Check for equity in promotional pathways and access to leadership roles.
• Identify potential bias in role distribution and clustering.

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📊 SECTION B: Diversity Composition Analysis (Departmental Snapshot)

Department / Unit Name	[e.g., Communications]
Total Staff	[e.g., 15]
Women in Leadership (%)	[e.g., 2 of 5 = 40%]
Youth Representation (<35) (%)	[e.g., 60%]
Disability Inclusion (%)	[e.g., 0%]
Cultural / Ethnic Representation	[e.g., 3 identified languages represented]
Gender Distribution	[e.g., 9 Female, 6 Male]

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✅ SECTION C: Values-Based Structure Check

Does the organogram reflect SayPro’s values of transparency, collaboration, inclusivity, accountability, and innovation?

Value	Reflected in Structure?	Example / Comment
Transparency	☐ Yes ☐ No	[e.g., Clear reporting lines and decision-making hierarchy]
Inclusivity	☐ Yes ☐ No	[e.g., Representation of women, youth, disabled staff in all tiers]
Collaboration	☐ Yes ☐ No	[e.g., Matrixed roles across departments for shared projects]
Accountability	☐ Yes ☐ No	[e.g., Defined roles and deliverables for each position]
Innovation	☐ Yes ☐ No	[e.g., New units formed for digital growth and creative programming]

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🔄 SECTION D: Structural Review – Equity & Fairness Indicators

Indicator	Current Status	Comments / Actions Required
Leadership reflects gender balance	☐ Yes ☐ No ☐ Partial	[If “No”, recommend succession or mentorship programs]
Young professionals in decision-making roles	☐ Yes ☐ No ☐ Partial	[Are junior staff provided upward mobility opportunities?]
Equitable pay-grade distribution	☐ Yes ☐ No ☐ Review Pending	[Check HRIS salary bands by gender/region]
Representation in regional branches	☐ Balanced ☐ Unbalanced ☐ Centralized	[Are staff concentrated in urban HQs or distributed fairly?]
HR policies reflect inclusive hiring	☐ Yes ☐ No ☐ Needs Update	[Are diverse candidates considered for all levels?]

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🔧 SECTION E: Recommendations for Organogram Adjustment

Department / Region	Issue Identified	Recommended Action	Timeline
Training & Development	No persons with disability in leadership	Identify talent pipeline and mentorship opportunity	Q3 2025
Eastern Cape Field Office	Youth underrepresented in senior positions	Promote internal youth to management track	End Q2 2025
HR Department	70% women in all roles, limited male intake	Diversify outreach to male graduates	Ongoing
Finance Unit	Flat structure lacks innovation lead	Add digital finance innovation officer	Q3 2025

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✍️ SECTION F: Sign-Off & Action Plan Integration

Reviewed By	Position	Signature	Date
[Department Head]
[Strategic Planning Officer]
[HR Representative]

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📎 Attachments Required:

• Current departmental organogram (annotated if possible)
• Updated staff distribution table (with demographics)
• HR diversity report (last quarter)
• Any open recruitment/promotion plans

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🕐 Submission Timeline:

• Due within Week 3 of each quarter
• Email to: diversity.review@saypro.org.za and CC: hr@saypro.org.za