The key aspect to stimulating economic and individual growth in the workplace has been shown in numerous case studies to be the removal of discrimination. Affirmative Action looks at dealing with, and making amends for past injustices, as well as moving towards equal employment opportunities in a constructive manner. It is about recognizing that people are inherently different whilst trying to achieve a “colour – blind” society. The Employment Equity Act No. 55 of 1998 was put in place by Government to facilitate the implementation of fair workplace practices, which will correct the imbalances of the past as well as creating a workforce, which reflects the demographics of South Africa. The inequalities in employment patterns and practices with respect to access to employment, training, promotion and equitable remuneration especially for black people, women and people with disabilities are addressed in the said Act. The Employment Equity Act is quite specific about the minimum requirements of an organisation’s Employment Equity Plan, which make it easy to identify what progress is being made towards ending discrimination in the workplace. The minimum penalty for contravening the Employment Equity Act is R500 000 and the maximum is R900 000. The question arises as to whether South African organisations are merely implementing Employment Equity policies to adhere to the basic requirements and deadlines of the Act. Or, are these policies genuinely based on commitment to the principles of equality and equal opportunity for all in the workplace. Calsonic Kansei South Africa has put into place various training and succession plans, which will help to achieve the organizational goal of being more equitable in terms of the Employment Equity Act. Employment agency databases have also been analysed to determine the availability of suitably qualified Affirmative Action employees. In this paper the writer will investigate the progress that Calsonic Kansei South Africa has made towards achieving Employment Equity in relation to other organisations within the same industry.

In South African law, affirmative action has been a very controversial topic over the years. 5 Controversial issues such as perceptions and reactions of affirmative action in the South African context are varied. 6 These reactions are often categorised as politically explosive and emotionally charged. 7 Most people fear the implications of affirmative action, more specifically the impact thereof on their individual positions within the workplace.8 Those who feel threatened by these measures, tend to question the political and ethical legitimacy thereof. 9 Those who stand to benefit from these measures often dislike the labelling associated with these measures. 10 Confusion also exits in greater society about relationship between the equal opportunity, black advancement, affirmative action and diversity management paradigms and related practices. The sources of conflicting reactions to affirmative action stem from individual, group and cultural believes and values which were both shaped by the political realities of the previous regime and the ideals people cherish for themselves in the current dispensation. Colonialist and apartheid laws, policies and practices which were racist and patriarchal provided for separate societies for blacks, whites, Indians and coloureds. 11 At this point in time separate labour systems with job reservation were applicable for whites. There were also wage differentiations between white and black people and between sexes. 12 Furthermore, disabled people were kept dependant and there were also discriminatory legislative provisions against them. 13 This history of systemic discrimination and its resulting inequality and entrenched disadvantage for black, coloured and Indian women and the disabled, was and still is well-known both nationally and internationally. 14 Internationally, apartheid has been extensively disapproved. Examples hereof include the United Nations that declared apartheid and its impact a “crime against humanity” and a negation of the United Nations Charter, 15 expressions of censure culminated in the adoption of the International Convention on the Suppression and Punishment of the Crimes of Apartheid16 and the expulsion of South Africa from the United Nations and its agencies. 17 Nationally, on the other hand, South Africa promulgated several legislative pieces namely, the Constitution, the Promotion of Equality and Prevention of Unfair Discrimination Act 4 of 2000 and the Employment Equity Act 55 of 1998.

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.

M.A. / The problem highlighted above, based on the research done in local authorities (Annexure 1), led to the conclusion that it would be of considerable assistance to local authorities if provided with a guide containing applicable information and practical guidance to address and overcome the problem areas highlighted above. The study endeavours to provide such information and guidance. Based on theoretical research the study gives an overview of affirmative action in the United States of America with specific reference to court cases which deal with contentious aspects of affirmative action also faced by employers in South Africa. It also discusses the legal and developmental environments steering the implementation of affirmative action in South Africa and specifically in local government. In doing so, it focuses on lessons to be learned from the experience of other employers in South Africa with specific reference to local authorities as indicated by research done (Annexure 1). As highlighted guidance in respect of process and content will make a significant contribution to the success of affirmative action in the local government sector and will assist local authorities to avoid some of the problem areas and pitfalls highlighted. Therefore based on legislation and agreements pertaining to local government and practical research (Annexure 1), the study discusses a step-by-step organisation/sector-specific process to be followed in implementing affirmative action in local government and the basic content to be addressed during the various phases of the process. In so doing the study inter alia highlights the procedure to be followed to adopt and give effect to all legislation and agreements in the local government sector in a political and economic balanced manner; focuses on how to establish and task the appropriate and legitimate structures which must champion the process of planning and implementation, provides a working method and framework through which common ground can be reached on the extent and content of affirmative action and commitment obtained therefor, provides the procedures and methods through which perceptions, fears and expectations of employees can be determined and addressed as the basis for establishing a culture and climate conducive for affirmative action, discusses the process to be followed to establish an affirmative action policy and strategic plan including the basic contents of these documents and the specific key performance areas to be addressed and programmes to be developed during planning and implementation; Policy Framework for the Implementation of Affirmative Action in Local Government 6 • through the provision of abovementioned aspects, establishes a framework and methods for the continued evaluation and monitoring of the implementation process. In combining theory and practice to give a holistic perspective of affirmative action within the local government context, the study should make a valuable contribution to the successful implementation of affirmative action in the local government sector in South Africa. Given the historical constraints such as human perceptions and intolerance, cultural diversity, lack of education of certain groups, etc., achieving such a perfect balance will be a laudatory accomplishment in the interest of all South Africans and one that must be pursued. It is believed that through a proper implementation of the process detailed in this study and specifically through the establishment and utilisation of the structures and programmes identified, a workable and balanced implementation of affirmative action can be achieved. This is specifically so since it is a democratic, accountable and transparent process based on constructive engagement of, and consultation with, all the role-players involved in affirmative action.

D.Ed. (Educational Psychology) / Please refer to full text to view abstract

Health Studies / M.A. (Health Studies)

After nine years of working in the field of social work, this including counselling, training and supervision, the researcher became aware of the need to develop a tool by which social workers could identify how they work. This study is for the social workers. It will review theory and techniques and then will go one step further. It will offer a new product to the social worker, a product whereby he or she can internally reflect on, investigate, argue about, integrate and finally, within the relationship the social worker has with his or her own working self, developed a personal practice model. Developmental research was selected as the research design. The tool to achieve the goal of developing a personal practice model was a workshop. A pilot study was undertaken at Family Life Centre. / Social Work / M.A. (Social Science (Mental Health))

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.

published_or_final_version / Social Work / Master / Master of Social Work