QED's Team comprises of:

Click here for the staff organogram

• Angela Allan (CEO)
• Rufus Ledwaba (Marketing Director)
• Liz Jones (Financial Manager)
• Jeanie Govender (Projects & Administrative Manager)

Employment Equity  

In accordance with Section 22 of the Employment Equity Act, set out below is a summary of QED’s stance on employment equity. For purposes of this summary, and in accordance with the Employment Equity Act, designated groups include black people (Africans, Coloureds and Indians), women and people with disabilities.

Whilst QED is proud of its record in developing its people, it recognises the need to accelerate the development and progression of people from the designated groups. We believe that diversity enriches the company, the community and the lives of QED employees. All employment decisions, company programmes and personnel actions are administered in conjunction with QED’s equal employment and diversity goals.

QED’s Employment Equity Policy is intended to guide the company's process to transformation into a company where diversity management is actively encouraged and developed for competitive edge in our industry. QED has adopted the spirit of the Employment Equity Act and commit to optimising the potential of our people and providing equal employment opportunities. The management and employees of QED are committed to:

• Guaranteeing that our workplace is free of discrimination by promoting equal opportunity and fair treatment in employment; and
• Ensuring that we take active steps to promote employment equity so that there is equitable representation in the workplace, with special consideration to historically disadvantaged groups.

 QED’s Employment Equity Goals:  

• 50% representation of black people at top management
• A minimum of 40% representation of black people as managers
• A minimum 25% representative of black females as managers
• A minimum of 60% of QED’s workplace to be black people
• A minimum of 50% of QED’s workplace to be black women

Within QED

QED is committed to the development of skills and competencies both internally and with our clients. Through our expertise and experience in the running of similar projects, we continue to improve our methodologies and project applications.

We are a learning organisation and encourage a learning culture within our company. QED has spend 2.5% of its payroll for the year 2008/9 on staff training and development. This includes both internal and external training.

We also encourage continuous one-on-one on job coaching. Performance reviews are also conducted to a minimum of twice a year based on employee performance. The result of the reviews are the development of individual training plans (PDP’s).

With our Clients

Training and skills enhancement is not only limited to QED’s internal staff, but is also extended to our clients. We offer free training places or seats to our clients to attend our programmes at no charge. 

Skills transfer also takes place within the Client’s environment during the running of projects. We establish joint steering or project committees with the client and through these forums, skills are transferred. We exchange experiences and knowledge through project interactions and engagements.

Continuous Professional Development is also promoted with our clients through networking forums such as breakfasts, seminars, conferences and workshops. We invite clients to attend these forums free of charge to update their knowledge and skills.