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very little or no employees other than management, and is therefore
exempt from the Employment Equity and Skills Development elements.
BEE It is however important to take note of all the elements and which

of them may be applicable to your estate agency, and ensure that
proactive planning is done for when your turnover exceeds the
applicable threshold. Below is a summary of the core changes which
has been brought about by the amended Property Charter, along with
unique provisions which may need to be noted:
1. Ownership

Save for an adjustment of the allocated points for each indicator, the
Ownership element has remained mostly unchanged, and continues
to differentiate between property owning companies and all other
companies. For property owning companies the target for black
ownership has increased to 27% (25% plus one vote for QSE’s), whilst
the target for black women ownership has remained at 10%. For all
other companies the targets for black and black women ownership
has remained unchanged at 25% plus one vote and 10% respectively.
2. Management Control

Unlike the Generic Codes, the Amended Property Charter continues to
have separate Management Control and Employment Equity elements.
The Management Control scorecard measures exercisable voting
rights of black and black female board members, as well as black
and black female executive directors and executive management.
Recognising that estate agencies, broking companies and valuation
companies do not differentiate between various board levels, there
is a separate scorecard for these entities, which only measures black
and black female board members and executive management. The
QSE scorecard also only measures black and black female board
members and executive management, with no differentiation between
board members and executive directors.
3. Employment Equity

Both the Generic and QSE scorecards have aligned the targets
for black and black female managers in senior, middle, and junior
management categories with the targets set in the Generic Codes. A
separate scorecard is applicable to estate agencies, property brokers
and valuation companies due to the fact that these entities usually
do not differentiate between various management levels. For these
entities the scorecard measures black and black female employees
on practitioner, management, and administration level.

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