The aim of this study was to established whether police officials in Area Soweto understand the affirmative action that is taking place within the SAPS. A literature study on affirmative action was done and a questionnare generated. An imperical study was done by questionnaire on the trans formation that has taken place within the SAPS from 1994 to 2000. The sample of 300 members was taken out of the eight identified police stations in Soweto. It was established that police officials in soweto do no understand affirmative action and its implementation within the SAPS in Soweto. Most of them were uncertain in ther reponse to the questions asked. Recommendations are made for the SAPS to teach members about affirmative action and its consequences within this organisation for affirmative action to succeed. / Penology / M.A. (Police Science)

The aim of this study was to established whether police officials in Area Soweto understand the affirmative action that is taking place within the SAPS. A literature study on affirmative action was done and a questionnare generated. An imperical study was done by questionnaire on the trans formation that has taken place within the SAPS from 1994 to 2000. The sample of 300 members was taken out of the eight identified police stations in Soweto. It was established that police officials in soweto do no understand affirmative action and its implementation within the SAPS in Soweto. Most of them were uncertain in ther reponse to the questions asked. Recommendations are made for the SAPS to teach members about affirmative action and its consequences within this organisation for affirmative action to succeed. / Penology / M.A. (Police Science)

Thesis (LLM. (Development and Management Law)) -- University of Limpopo, 2022 / The study looks into the phenomenon of Black Economic Empowerment in South Africa (B-BBEE) in the mining sector. The newly elected government in South Africa had to deal with the injustices of the past under the apartheid government and had to introduce programmes to help the Historically Disadvantaged South Africans and building the economy. For many years, the mining sector contributed to the South African economy; however, mining operations in South Africa have not given the Historically Disadvantaged South Africans opportunities to participate in the mining industries or partake in the mining sector. The introduction of the Broad-Based Black Economic Empowerment in South Africa aims to promote and provide better opportunities to the previously disadvantaged communities in South Africa. However, it has been reflected that there is a slow transformation in the mining industry and economic participation of the Historically Disadvantaged South Africans in South Africa. The study finds that broad-based black economic empowerment (B-BBEE) policies have had little developmental impact and were not properly implemented in the mining sector. Keywords: Broad-Based Black Economic Empowerment, Affirmative Action, Empowerment and the Mining Sector in South Africa

Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: Affirmative action is arguably one of the more controversial topics in the South African society today. Implemented in response to many years of apartheid which marginalised the Black population of South Africa specifically, this form of redress is aimed at reversing the wrongs of the past and at levelling the playing field in terms of access to scarce resources. Unfortunately, massive social structural changes such as these are hardly ever implemented without encountering resistance and unintended consequences. This is why the aim of this study was to explore the relationship between knowledge of affirmative action and attitudes towards affirmative action, as well as the relationship between attitudes towards affirmative action and the different forms of (dysfunctional) consequences this could have in the South African work environment for both the Designated-(Blacks, Indians, Coloured and White female employees) and Non-designated groups (White male employees) respectively. A non-experimental (ex-post facto) research design were utilised for these purposes. The constructs were defined as follows: knowledge of affirmative action as the respondents’ actual knowledge of South Africa’s Employment Equity Act, (1998) and attitudes towards affirmative action as the respondents’ stance (in terms of negativity or sensitivity) towards 5 affirmative action-related debates. These include attitude towards merit, - quotas, -reverse discrimination, - drop in standards, and – tokenism (Charlton & Van Niekerk, 1994; Human, Bluen, & Davies, 1999; Lynch, 1989; Qunta, 1995). For the Non-designated group (White males), Adams’ equity theory (1965) was used to explain how perceived inequity in the work environment could lead to certain forms of dysfunctional work behaviour, namely exit, voice, loyalty, stealing and silence (Hirschman, 1970; Pinder, 1998). For the Designated groups, relational demography theory (Riordian, 2000; Williams & O’Reilly, 1998) was used to argue how possible “out-group” status of affirmative action candidates could lead to lower levels of job satisfaction, group cohesion and organisational commitment, as well as to higher levels of conflict and role ambiguity. An availability sample of one-hundred-and-eighty respondents was drawn from the databases of several leading recruitment agencies in the Western Cape. Several scales were utilised, of which all were added into one composite questionnaire. / AFRIKAANSE OPSOMMING: Daar kan argumenteer word dat regstellende aksie waarskynlik vandag een van die mees kontroversie le temas is in die Suid-Afrikaanse samelewing. Regstellende aksie is g implimenteer in reaksie op baie jare van apartheid waarin veral die Swart Suid-Afrikaanse populasie ontsien is van baie geleenthede, en stel dus ten doel ‘n ommeswaai in die verkeerde praktyke van die verlede sowel as die gelykmaking van die speelveld in terme van toegang tot skaars hulpbronne te bring. Ongelukkig is dit so dat massiewe sosiale strukturele veranderinge soos hierdie byna nooit g implimenteer word sonder weerstand en nie-vooraf verwagte gevolge nie. Die doel van hierdie studie was daarom om die verhouding tussen kennis van regstellende aksie en houdings teenoor regstellende aksie, sowel as die verhoudings tussen houdings teenoor regstellende aksie en verskillende disfunksionele gevolge in die Suid-Afrikaanse werksplek as gevolg hiervan, vir beide die Aangewese (Swart, Indi r, Gekleurde en Wit vroulike werknemers) en Nie-aangewese (Blanke manlike werknemers) groepe onderskeidelik, te ondersoek. A nie- eksperimentele (ex-post facto) navorsingsontwerp was gebruik om hierdie doel te bereik. Die belangrike konstrukte was gedefinie r as volg: kennis van regstellende aksie as die respondente se werklike kennis van Suid-Afrika se Wet op Gelyke Indiensneming (1998) en houdings teenoor regstellende aksie as die respondente se standpunt (in terme van negatiwiteit of sensitiwiteit) teenoor vyf regstellende aksie-verwante debatte. Hierdie debatte sluit in houding teenoor meriete, - kwotas, - omgekeerde diskriminasie, - verlaging van standaarde en -“tokenism” (Charlton & Van Niekerk, 1994; Human, Bluen, & Davies, 1999; Lynch, 1989; Qunta, 1995). Vir die Nie- aangewese groep (Wit mans), is Adams se billikheidsteorie (1965) gebruik om te verduidelik hoe die persepsie van onbillikheid in die werksplek kan lei tot sekere vorms van disfunksionele werksgedrag, naamlik “exit, voice, loyalty, stealing” en “silence” (Hirschman, 1970; Pinder, 1998). Vir die Aangewese groepe was “relational demography” teorie (Riordian, 2000; Williams & O’Reilly, 1998) gebruik om te beskryf hoe moontlike “uit-groep” status van regstellende aksie kandidate kan lei tot laer vlakke van werksatisfaksie, groep kohesie en organisatoriese betrokkenheid, en tot ho r vlakke van konflik en rol dubbelsinnigheid.

Thesis (LLM. (Labour Law)) -- University of Limpopo, 2016 / This research is a comparative study of affirmative action measures in South Africa and the United States of America. It examines affirmative action measures as a whole. It looks at the reasons for affirmative action; the legal standing of affirmative action; the present day application of affirmative action and the future affirmative action in South Africa The underlying purpose of this research is therefore threefold: Firstly, it provides a historical background to the needs of affirmative action measures. Secondly, it presents a detailed examination of affirmative action measures on a comparative basis and the various provisions that regulates these measures. Finally, the research examines and consider some important lessons that South Africa should bear in mind in its development of affirmative action jurisprudence and in the exercise of such programmes

Health Studies / M.A. (Health Studies)

Thesis (LLD )--Stellenbosch University, 2011. / ENGLISH ABSTRACT: Affirmative action with its wide array of manifestations, ranging from BEE (Black Economic Empowerment) to special measures within the Public Procurement sector, was intended to aid South Africa in redressing past patterns of disadvantage and realising a more equal society and economic dispensation. Whether the present policy has achieved this goal or is capable of doing so has been the subject of much controversy. The aim of my thesis is to rethink the justifications and limits of the current race-based affirmative action policy of South Africa in view of current debates, in which both its potential as a tool for eradicating inequality at the individual and systemic levels and the constitutionality and viability of different policy options are contested. In my thesis, a range of conceptual and theoretical tools are employed which are not only derived from the constitutional law literature, but also from jurisprudence, moral philosophy and political theory. Compensatory and distributive theories of justice are analysed and juxtaposed to each other, as are substantive and remedial conceptions of constitutional equality and recognition-based and redistributive notions of politics. Throughout, my focus is on the perspectives that these theories can bring to bear on the justifications and limits of affirmative action. It is also asked whether a re-crafted affirmative action policy would not be better able to reach the intended goals. With this end in mind, alternative affirmative action policies are analysed, namely, a class-based affirmative action policy which uses socio-economic standing as a measure for identifying beneficiaries and an affirmative action policy based on Sen‘s capability approach. The thesis also contains a comparative analysis of the affirmative action policies of Malaysia, Brazil and India. The aim of this study is to ascertain whether there are any valuable lessons to be learnt from their respective successes and failures. It is argued that affirmative action as currently applied has an assortment of negative consequences, ranging from stigmatization of beneficiaries as incapable individuals, the perpetuation of racial division and a detrimental impact on the South African economy as a result of a loss in efficiency. These issues could possibly be better addressed if the specific beneficiaries of affirmative action are rethought. In this regard, it is suggested that, if a class-based affirmative action policy is thought to be too radical, South Africa should follow India‘s example of excluding the ―creamy layer‖ from the current affirmative action beneficiaries. This should ensure that affirmative action benefits are not continually distributed and redistributed to the same individuals, whilst also ensuring that a wider range of individuals do in fact benefit. However, it must be borne in mind that transformation will always be stifled if educational resources and policies do not keep up with social and political policies. / AFRIKAANSE OPSOMMING: Regstellende aksie met sy wye reeks manifestasies, wat strek van SEB (Swart Ekonomiese Bemagtiging) tot spesiale maatreëls in die voorkeurverkrygingsektor, is oorspronklik ingestel om 'n meer gelyke samelewing en ekonomiese verspreiding te verseker. Of die huidige regstellende aksiebeleid wel hierdie doel bereik het of in staat is om dit te bereik, is egter die onderwerp van heelwat kontroversie. Die doel van hierdie studie is om die regverdigings en beperkings van die huidige rasgebaseerde regstellende aksie beleid van Suid Afrika te heroorweeg in die lig van debatte waarin beide sy potensiaal as hulpmiddel vir die uitskakeling van ongelykheid op individuele en sistemiese vlakke en die grondwetlikheid en lewensvatbaarheid van verskillende beleidsopsies, in geskil gestel word. Die studie maak gebruik van 'n reeks konseptuele en teoretiese hulpmiddels wat nie net vanuit die staatsregtelike literatuur afgelei word nie, maar ook vanuit jurisprudensie, morele filosofie en politieke teorie. Kompenserende geregtigheid ("compensatory justice") en verdelende geregtigheid ("distributive justice") word geanaliseer en naas mekaar gestel, sowel as substantiewe en remediële opvattings van konstitusionele gelykheid en erkenning-gebaseerde en herverdelende opvattings van politiek. Die fokus strek deurentyd op die perspektiewe wat hierdie teorieë kan bied met betrekking tot die regverdigings en beperkings van regstellende aksie. Dit word ook bevraagteken of dit nie moontlik is om die regstellende aksie beleid op so 'n manier te verander binne die raamwerk van die bogenoemde retoriek dat dit 'n groter kans staan om sy bedoelde uitkomste te bereik nie. Met hierdie doel in gedagte word alternatiewe vorme van regstellende aksie beleid, naamlik klasgebaseerde regstellende aksie en 'n beleid gebaseer op Sen se "capability" benadering, geanaliseer. Naas hierdie teoretiese raamwerk word daar ook ‗n regsvergelykende studie gevolg deur ag te slaan op die regstellende aksie beleide van Maleisië, Brasilië en Indië. Die uiteindelike doel hiervan is om vas te stel of daar enige waardevolle lesse te leer is uit hierdie nasies se welslae en mislukkings. Die studie argumenteer dat die regstellende aksie beleid soos wat dit tans toegepas word 'n wye reeks negatiewe gevolge het, wat strek van stigmatisering van begunstigdes as onbekwame individue, tot die voortbestaan van rasse verdeeldheid en die nadelige impak op die Suid Afrikaanse ekonomie as gevolg van die verlies aan doeltreffendheid. Hierdie kwessies kan moontlik beter aangespreek word indien die spesifieke groep begunstigdes herbedink word. In hierdie verband word daar voorgestel dat, indien 'n klasgebaseerde regstellende aksie beleid as te drasties gesien word, Suid Afrika dit moet oorweeg om Indië se voorbeeld te volg en die "romerige laag" ("creamy layer") van die groep regstellende aksie begunstigdes uit te sluit. Dit behoort te verseker dat regstellende aksie voordele nie deurentyd aan dieselfde individue verdeel en herverdeel word nie, en dat 'n groter groep individue daarby baat. Dit moet egter in gedagte gehou word dat transformasie altyd belemmer sal word indien opvoedkundige bronne en beleid nie tred hou met sosiale en politieke beleid nie.

Thesis (MBA)--Stellenbosch University, 2000. / ENGLISH ABSTRACT: The Growth, Employment and Redistribution strategy (GEAR) has not been successful in bringing about growth in the South African economy as planned. The biggest failure of GEAR has however been the fact that employment levels have continued to drop since its implementation. Unemployment levels, as well as the scales and levels of employment are furthermore still dramatically skewed in favour of the previously advantaged, namely white men. That group, is however, still the most highly skilled in our economy. AIDS may furthermore have a dramatic impact on the labour force in South Africa. Studies show that the reduction of inequality in society is a way of promoting economic growth. The upgrading of skills, improving access to jobs, occupations, training and promotion opportunities advance all members of the workforce and makes it possible for them to achieve maximum productivity and efficiency. On a wider scale, the elimination of discrimination raises economic efficiency throughout the economy by ensuring a more rational allocation of labour resources. By increasing the pool of skilled and qualified employees and improving labour market mobility, economic efficiency is enhanced. Given this, it seems that a move to employment equity is the only manner in which the ailing South African economy can be addressed. The legislative framework to serve as the foundation for equity in the workplace is complete. Through the application of the Labour Relations Act (No 66 of 1995) (LRA) and the Basic Conditions Employment Act (BCEA) equitable collective bargaining processes and equitable treatment of employees can be obtained. The Employment Equity Act (No 55 of 1998) not only prohibits discrimination, but actually set up a framework within which affirmative action can take place. The process of transforming the profile of the labour force will, however, not be complete (or successful) if it is not accompanied by a programme to change the skills structure within South Africa. The Skills Development Act (No 97 of 1998) aims to distribute the necessary skills to previously disadvantaged groups in order to empower them to hold jobs at higher levels. If used correctly, this legislative framework will not only transform South African workplaces, but will also bring about much needed societal change. The transformation process at UPE, resulting in the Employment Equity Plan as well as the Policy on the Promotion of Equality, Diversity and Elimination of Unfair Discrimination has been transparent and inclusive in nature. The process and the resulting documents can serve as basis for other tertiary institutions to bring about the required change. Given the solid research and consultation that went into formulating the plan and policy, it is to be hoped that this plan will be consistently implemented and the success constantly monitored. / AFRIKAANSE OPSOMMING: GEAR was nie so suksesvol as wat verwag is om groter groei vir die Suid- Afrikaanse ekonomie mee te bring nie. Die grootste mislukking van GEAR was egter die feit dat werkloosheid steeds toeneem. Werkloosheidvlakke, sowel as die verdiensteskale en die vlakke van diensverrigting in Suid-Afrika is verder ook dramaties oneweredig ten gunste van blanke mans. Hierdie groep is egter steeds die groep met die beste vaardighede in Suid-Afrika. Vigs mag ook nog verder 'n dramatiese impak op die Suid-Afrikaanse arbeidsmag hê. Navorsing vertoon dat die vermindering van ongelykheid binne die gemeenskap ekonomiese groei kan meebring. Dit is omdat beter opleiding en verbeterde toegang tot werksgeleenthede, opleiding en bevordering al die werknemers begunstig en sodoende dit moontlik maak vir hulle om met maksimale produktiwiteit en effektiwiteit hulle dagtaak te verrig. Op 'n breër vlak kan die verwydering van diskriminasie tot verbeterde ekonomiese effektiwiteit in die ekonomie deur 'n meer rasionele verdeling van arbeidsvaardighede lei. Indien 'n groter groep kundiges geskep word kan die ganse ekonomiese groei verbeter word. Om hierdie rede is billike arbeidspraktyke die enigste manier waarop die kwynende Suid-Afrikaanse ekonomie herstel kan word. Die wetgewende raamwerk waarbinne billikheid in die arbeidsmag gereguleer word, is voltooi. Deur die toepassing van beide, die Wet op Arbeidsverhoudinge (Nr 66 van 1965) en die Wet op Basiese Diensvoorwaardes (Nr 55 van 1998) word billike kollektiewe bedinging en billike hantering van werknemers by die werkplek verseker. Die Wet met betrekking tot Billikheid ten opsigte van Indiensneming verbied nie net diskriminasie nie, maar stel 'n raamwerk daar waarbinne regstellende aksie kan geskied. Die proses van transformasie van die arbeidsmag sal egter nie volledig (of suksesvol) kan wees indien dit nie gepaard gaan met 'n program waardeur die vaardigheidstruktuur in Suid-Afrika verander word nie. Die Vaardighede Ontwikkelingswet (Nr 97 van 1998) poog om die nodige vaardighede aan voorheen agtergeblewe groepe te versprei om hulle sodoende te bemagtig om arbeid op 'n hoër vlak te kan verrig. Indien hierdie wetgewende raamwerk goed gebruik word sal dit nie net organisasies verander nie, maar lei tot 'n verandering binne die breë gemeenskap. Die proses van transformasie by UPE wat gelei het tot die daarstelling van 'n Plan vir Billike Indiensneming sowel as 'n Beleid vir die Bevordering van Gelykheid en Diversifikasie en die Verwydering van Onbillike Diskriminasie was deursigtig en inklusief van aard. Die proses en die beleid kan as basis dien vir ander tersiêre instellings om die nodige verandering mee te bring. Gegewe die navorsing en konsultasie waarmee die daarstelling van die plan en beleidsdokument gepaard gegaan het, sal die plan hopelik konsekwent toegepas en die sukses daarvan deurlopend geëvalueer word.

Kvinnor har länge varit exkluderade från ledarpositioner, såsom styrelser, men utvecklingen mot en mer jämställd könsfördelning går långsamt framåt. Syftet med uppsatsen är att skapa förståelse för hur kvinnor i styrelser kan bidra till utvecklingen mot en jämnare könsfördelning. Genom att intervjua fem kvinnliga styrelseledamöter har vi fått en inblick i deras upplevelser och erfarenheter av styrelsearbete och könsroller. Kvinnorna i undersökningen har, genom många års styrelsearbete i olika former samt genom gedigna arbetserfarenheter, arbetat sig fram till ledande positioner inom olika branscher och företag. Även om de överlag inte anser sig ha behandlats annorlunda i styrelsen på grund av sitt kön kan vissa av kvinnorna ändå uppleva att de ibland förväntas ansvara för specifika uppgifter just för att de är kvinnor, att de behöver tuffa till sig eller att de måste vara mer pålästa och duktigare än männen. De anser att kvotering kan vara det enda sättet att få jämställda styrelser men understryker att det bör vara kompetensen som avgör vem som får uppdraget. För att lyckas bra som ledamot krävs, enligt respondenterna, en viss baskunskap om ekonomi och ledarskap samt ett visst mått av självsäkerhet och att våga stå för sina åsikter. Kravbilden på styrelsemedlemmar i bolagsstyrelser har ökat under de senaste årtiondena och det krävs att medlemmarna som individer har en hög kompetens och att styrelsen i sin helhet besitter en bred kunskapsbas. Denna utveckling kan ha en positiv effekt på könsfördelningen då det är fler kvinnor än män som har universitetsutbildning och eftersom en mer heterogen grupp ger ett bredare spektrum av kunskaper. Kvinnorna i undersökningen har genom sina positioner bidragit till brytandet av normer och gör det därför lättare för andra kvinnor att följa i deras spår. Det råder ingen brist på kompetenta kvinnor men utmaningen ligger i att kartlägga och synliggöra dessa kvinnor och ge dem samma möjlighet som männen att nå ledande positioner. / Women have long been excluded from leadership positions, such as boards of directors, but the development towards an equal gender distribution is slowly progressing. The purpose of this paper is to create an understanding of how women in boards can contribute to the development of a more equal gender balance. By interviewing five female board members we have gained insights of their experiences of board work and gender roles. The women in our study have, through many years of board work in various forms and through extensive work experience, worked their way towards leading positions in different businesses and companies. Even though they don’t consider themselves being treated differently because of their gender some of the women can still experience expectations to do certain tasks just because they are women, that they need to toughen up or that they have to be better prepared and more capable than the male board members. They consider affirmative action to be the only way to make boards equal, but they emphasize that qualifications should be the determining factor of who gets the assignment. To succeed as a board member a basic knowledge of finances and leadership is required and also a certain degree of self-assurance and the courage to stand up for their opinions, according to the respondents. The requirements of corporate board members have increased in recent decades and it is required that the members, as individuals, have a high level of competence and that the board, as a whole, possesses a broad knowledge base. This development could have a positive effect on the gender balance since there are more women than men with a university education and since a heterogeneous group of people results in a wider range of knowledge. The women in the study have, through their positions, contributed to the breaking of norms and therefore make it easier for other women to follow in their tracks. There is no shortage of qualified women but the challenge is to identify and recognize these women and give them the same opportunity as men to reach senior positions.

This research focused on affirmative action, equity in the workplace, skills development and training. It examined the manner in which policies and practices aimed at realising representativeness were implemented by the City of Cape Town. Reasons for the slow progress made at realising representativeness in the City of Cape Town were identified as well as the shortcomings of current policies, procedures and practices.