Women working in male-dominated professions and environments face experiences that are unique to their counterparts in more gender-balanced and female-dominated professions. The nature of these experiences affects women’s integration and potential success in male- dominated professions. To enhance employment equity in historically male-dominated professions and environments, an understanding of women’s experiences in such environments is beneficial. The purpose of this research was to explore the challenges and coping strategies of women working within male-dominated professions and environments. This was an exploratory qualitative study conducted within the interpretive research paradigm. A purposive sample consisting of five women working in identified male-dominated professions and environments was utilised. In-depth interviews were conducted and data was analysed using grounded theory. The main findings indicate that the central theme pertinent to women working in male-dominated professions and environments pertains to the types of challenges inherent in their work settings. The main challenges found were as follows: discrimination and bias; physical and health-related difficulties experienced; negative emotions resulting from working in male-dominated environments; lack of real transformation; and work/life balance. This study provides current insight into the plight of women working in male-dominated professions and environments in South Africa. / Industrial & Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Thesis (LLM (Mercantile Law))--University of Stellenbosch, 2005. / The concept of affirmative action, in contrast to discrimination, does not have a universal uniform meaning. On the one hand affirmative action can be seen as an attempt to promote equal opportunities for individuals or groups previously disadvantaged by discrimination. On the other hand, its application is controversial when black people, women and disabled people are given preference, for example, when decisions are made that preclude the appointment of better-qualified candidates. Affirmative action therefore has pros and cons, depending on the approach adopted. In South Africa affirmative action, as defined in s 15 of Employment Equity Act 55 of 1998 (EEA), is seen as a measure that ensures equal employment opportunities and equitable representation of suitably qualified people from designated groups. Affirmative action thus enjoys legislative recognition and is judicially developed by the courts. Nonetheless the concept is problematic. A specific concern is the fact that the meaning of affirmative action is even more elusive when the conceptual relationship to discrimination and equality is examined in an effort to identify its theoretical foundation. Affirmative action is aimed at pursuing working conditions that promote a real, and not just theoretical, realisation of rights. It focuses on addressing the burden of discrimination, which is still borne by certain groups in society. In Harmse v City of Cape Town [2203] 6 BLLR 557 (LC), the court found that the broader idea of constitutional equality implies that the elimination of unfair discrimination includes affirmative action. The court based its reasoning on s 9(2) of the equality clause of the Constitution, wherein provision is made for measures, such as affirmative action, that are “designed to protect or advance persons, or categories of persons, disadvantaged by unfair discrimination…” In Dudley v City of Cape Town [2004] 5 BLLR 413 (LC) the court found that the EEA distinguishes between the prohibition of unfair discrimination and affirmative action, as contained in chapters II and III of the Act, regarding approach, aim and application. This however does not imply that the two concepts are in no way connected. Another area of concern relates to doubts surrounding the effectiveness of affirmative action. The gender gap in the workplace becomes apparent when the labour market composition is taken into consideration. This emphasises the fact that affirmative action is not accomplishing sufficient transformation to further equality in the workplace. The origin of the problem lies in the fact that the impact of affirmative action depends on the approach to equality (be it formal equality, equality of opportunities or substantive equality) that it is designed to promote. Another affirmative action dilemma is the problem of enforcement of measures of this nature. Other alternatives, such as diversity management where both the employer and the employees benefit, should possibly be considered as a method of effectively empowering women to ensure that they can compete successfully with men in the labour market. Diversity management ultimately appears to have a social, as well as an economic advantage in the development of equitable representation of disadvantaged groups in the labour market.

Thesis (MPhil)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: Since 1994 the new ANC led South African Government has introduced a number of policies that have been aimed at promoting equality in all spheres of life including the employment sector. Forming an important part of these policies has been the upliftment of women who were severely discriminated against under the former Apartheid government. But in recent years uncertainty has risen over whether white women should be included in these upliftment policies. The research problem this thesis tries to address consists of two related problems. Firstly inconsistency seems to exist between the government's two different upliftment policies namely Affirmative Action and Transformation with regards to the inclusion of white women. The second problem is that inconsistency exists between people's opinions over whether white women should be included in policies aimed at promoting equality in the employment sector. This thesis used both qualitative and quantitative methods to address the research problem. With regards to the first problem this thesis studied Affirmative Action legislation the most important being the Employment Equity Act as well government's Transformation policies the most important being the Black Economic Empowerment Act in order to identify the inconsistencies that exist between the two. In order to address the second problem this thesis studies the qualitative arguments of academics for and against the inclusion of white women in Affirmative action. Two case studies are also included which identify the experiences of African and white women in the employment sector under Affirmative Action. Once this is done this thesis moves onto a quantitative method of measurment by study the results of the Markinor M-Bus survey conducted in 2004 in order to identify the opinions of the general South African population with regards to the inclusion of white women in Affirmative Action. The results of the M-Bus survey is also used to test the hypotheses introduced in this thesis. These hypotheses aim at identifying whether demographic variables affect South African's opinions on the inclusion of white women in Affirmative Action. Six demographic variables were studied namely race, gender, political party support, education, income and age. This thesis clearly finds that Affirmative Action and Black Economic Empowerment do not correspond with each other with regards to the inclusion of white women in Affirmative Action. While this thesis identifies that tension exists between academics supporting the inclusion of white women in Affirmative Action and those opposing it, it argues that it is difficult to discem which group is right especially when this thesis tries to maintain an objective position. After studying the results of the M-Bus survey this thesis finds that overall the general South African population is seen to oppose the inclusion of white women in Affirmative Action. After testing the hypotheses this thesis also finds that age and gender do not affect South African's opinions with regards to the inclusion of white women in Affirmative Action. They therefore do not play the role of independent variables. Education, income, political party support and race are found to play the role of independent variables. This thesis argues that these four demographic variables are all components forming a larger composite independent variable in the study. This thesis also argues that some of these demographic variables may play the role of more significant independent variables than others. Race is argued as being possibly the most significant independent variable within this composite independent variable affecting income, political party and education. It is also seen to affect gender and age. Education is also argued by this thesis as possibly being a more signi ficant independent variable than income and political party support. This thesis concludes by arguing that education could possibly replace race in the future as the most significant independent variable which affects the opinions of South Africans with regards to the inclusion of white women in Affirmative Action. This would have a positive affect it could narrow the racial cleavage existing between race groups in South Africa today. This thesis also concludes by arguing that the inconsistency that exists between Affirmative Action and the Government's Transformation policies as well as the polarization of opinions between South Africans with regards to the inclusion of white women in Affirmative Action has a negative affect on democratic consolidation. / AFRIKAANSE OPSOMMING: Sedert 1994 het die nuwe Suid-Afrikaanse regenng, onder leiding van die ANC, verskeie nuwe beleide in werking gestel wat daarop gemik is om gelykheid in alle sfere van die samelewing te bevorder, insluitende die indiensneming-sektor. 'n Belangrike deel van hierdie beleide is die opheffing van vroue, teen wie daar swaar gediskrimineer was tydens die Apartheid regering se bewind. Daar het egter in die onlangse verlede onsekerheid onstaan oor die insluiting van blanke vroue in hierdie opheffingsbeleide. Die navorsingsprobleem wat deur hierdie tesis aangespreek word bestaan uit twee verwante probleme. Eerstens blyk dit dat daar 'n teenstrydigheid bestaan tussen die regering se twee opheffingsbeleide, Regstellende Aksie en Transformasie, wat die insluiting van blanke vroue betref. Die tweede probleem is die meningsverskil wat bestaan in die openbare mening oor die insluiting van blanke vroue in beleide wat daarop gemik is om gelykheid te bevorder in die indiensneming-sektor. Hierdie tesis het kwalitatiewe sowel as kwantitatiewe metodes gebruik om die navorsingsprobleem aan te spreek. Met betrekking tot die eerste probleem, het hierdie tesis die Regstellende Aksie wetgewing, wat die Wet op Gelyke Indiensneming sowel as die regering se Transformasie beleide, waarvan die Wets op Swart Ekonomiese Bemagtiging die belangrikste is, bestudeer om die teenstrydighede wat tussen die twee is te identifiseer. Kwalitatiewe argumente, vir en teen die insluiting van blanke vroue in Regstellende Aksie, word bestudeer om die tweede probleem aan te spreek. Twee gevalle studies word ook ingesluit wat die ervarings van swart vroue en blanke vroue in die indiensneming-sektor onder Regstellende Aksie identifiseer. Wanneer dit afgehandel is, beweeg die tesis na 'n kwantitatiewe metode van meting deur die resultate van die Markinor M-Bus meningsopname, wat in 2004 plaasgevind het, om die algemene Suid-Afrikaanse publiek se opinies met betrekking tot die insluiting van blanke vroue in Regstellende Aksie te peil. Die resultate van die M-Bus meningsopname word ook gebruik om die hipoteses wat deur hierdie tesis aangebied word te toets. Hierdie hipoteses mik daarna om uit te vind of demografiese veranderlikes Suid-Afrikaners se menings oor die insluiting van blanke vroue in Regstellende Aksie beïnvloed. Ses demografiese veranderlikes word bestudeer, naamlik ras, geslag, ondersteuning van 'n politieke party, opvoeding, inkomste en ouderdom. Daar word duidelik bevind dat Regstellende Aksie en Swart Ekonomiese Bemagtiging nie met mekaar korrespondeer ten opsigte van die insluiting van blanke vrouens in Regstellende Aksie nie. Terwyl hierdie tesis die spanning tussen akademici wat die insluiting van blanke vroue steun en die wat daarteen gekant is erken, stel dit voor dat dit moeilik is om vas te stel watter groep reg is, veral wanneer daar gepoog word om 'n objektiewe beskouing te handhaaf. Namate die resultate van die M-Bus meningsopname bestudeer is, vind hierdie tesis dat die algemene Suid-Afrikaanse publiek gekant is teen die insluiting van blanke vroue in Regstellende Aksie. Nadat die hipoteses getoets is, vind hierdie tesis dat ouderdom en geslag nie Suid- Afrikaners se menings oor die insluiting van blanke vroue in Regstellende Aksie beïnvloed nie. Geslag en ouderdom speel daarom nie die rol van onafhanklike veranderlikes nie. Opvoeding, inkomste, ondersteuning van 'n politieke party en ras speel wel die rol van onafhanklike veranderlikes. Hierdie tesis voer aan dat hierdie vier demografiese veranderlikes almal komponente vorm van a groter, saamgestelde onafhanklike veranderlike. Verder word daar aangevoer dat sommige van hierdie demografiese veranderlikes 'n belangriker rol as ander mag speel. Ras word voorgestel as die mees belangrike onafhanklike veranderlike binne hierdie saamgestelde veranderlike, wat inkomste, ondersteuning van politieke party en opvoeding beïnvloed. Dit blyk ook dat geslag en ouderdom beïnvloed word. Daar word ook aangevoer dat opvoeding moontlik 'n belangriker onafhanklike veranderlike is as inkomste en ondersteuning van 'n politieke party. Die tesis word afgesluit met die argument dat opvoeding in die toekoms ras as die mees belangrike onafhanklike veranderlike kan vervang betreffende die invloed op menings van Suid-Afrikaners ten opsigte van die insluiting van blanke vroue in Regstellende Aksie. Dit sal 'n positiewe invloed hê in die sin dat dit die rasseverdeeldheid wat steeds in Suid-Afrika heers kan verminder. Verder kom hierdie tesis tot die gevolgtrekking dat die teenstrydighede wat tussen Regstellende Aksie en Swart Ekonomiese Bemagtinging bestaan sowel as die polarisasie onder Suid- Afrikaners se menings ten opsigte van die insluiting van blanke vroue in Regstellende Aksie, 'n negatiewe uitwerking op demokratiese konsolidasie het.

Thesis (MPhil)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: The study explores how affirmative action took place in the Department of Correctional Services (DCS)from 1995to 1999 in the Western Cape. There are many impediments that must still be bridged. This study is not guided by a specific research hypothesis but focuses on the process of affirmative action from 1995 to 1999. A systematic outline of the development of the affirmative action process in the public sector are given. Firstly, guidelines as set out for a transformation process in the white paper : transformation of the public sector are highlighted, secondly guidelines for Department Affirmative Action programmes and lastly Affirmative Action in the Department of Correctional Services with specific referral to Linda Human's Blueprint for AA in above mentioned Department. The core focus is to gain perspective with regard to affirmative action in the South African context, the aspects that led to the process of affirmative action, identification of current policy and legislation which encourages affirmative action, the timeframe set aside for this process in the public sector with a specific focus on the Department of Correctional Services. In order to detect how affirmative action took place on grassroots level within the DCS, a case study was conducted, focussing on a specific management area Drakenstein. Generalisation to other management areas cannot occur, since each area is unique with regard to affirmative action needs although application of the process is based on broader national and provincial objectives. The st~dy can precede a more in depth study of programme evaluation of affirmative action over the past five years since 1995. Methodological problems and challenges of the research goal are highlighted and explained. Recommendation for an affirmative action plan en further research on the subject of affirmative action,will be given. / AFRIKAANSE OPSOMMING: Die studie is verkennend van aard en stel vas hoe regstellende aksie binne die Departement van Korrektiewe Dienste vanaf 1995tot 1999 in die Wes-Kaap plaasgevind het. Regstellende aksie is 'n nuwe proses, wat deurlopend plaasvind. Vir praktiese redes word daar slegs vasgestel hoe die proses binne een Staatsdepartement aangepak is in die genoemde vyfjaar tydperk. Daar is nog baie hindernisse en foute wat oorbrug moet word. Die studie word dus nie deur 'n spesifieke navorsingshiptotese gelei nie, maar fokus slegs op die verloop van die proses vanaf 1995- 1999. 'n Sistematiese uiteensetting van die verloop van die regstellende aksie proses in die openbare sektor word gegee. Eerstens word daar gekyk na riglyne vir die transformasieproses soos uiteengesit in die Witskrif: Transformasie van die Openbare Sektor, tweedens na riglyne vir Departementele Regstellende Aksie programme en laastens na regstellende aksie in die Departement van Korrektiewe Dienste met spesifieke verwysing na Linda Human se blouskrif vir Regstellende Aksie binne genoemde departement. Die volgende doelwitte is dus met die studie beoog :- Om perspektief te verkry met betrekking tot regstellende aksie binne die Suid Afrikaanse konteks - watter aspekte aanleiding gegee het tot die proses van regstellende aksie, die identifisering van huidige beleid en wetgewing wat regstellende aksie aanmoedig, die verloop van die proses van regstellende aksie in die openbare sektor met spesifieke fokus op die Departement van Korrektiewe Dienste. Ook om te fokus op 'n spesifieke Bestuursarea binne die DKD, naamlik Drakenstein om vas te stel of regstellende aksie wel op grondvlak plaasvind en hoe ingelig lede met betrekking tot die proses is, alhoewel daar nie veralgemeen kan word na ander Bestuurareas nie aangesien elke Bestuursarea sy eie unieke regstellende aksie behoeftes gei'dentifiseer en toegepas het op grond van bree Nasionale en Provinsiale doelwitte. Die studie kan 'n meer indiepte studie van program evaluasie van regstellende aksie voorafgaan, waarin die program van regstellende aksie binne die DKD oor die afgelope vyf jaar sedert 1995 krities geevalueer word, Die metodologiese problematiek en uitdagings wat deur bogenoemde navorsingsdoelwit gestel word, word verklaar en in perspektief gestel. Die tesis word afgesluit met aanbevelings vir 'n regstellende aksieplan en verdere navorsing.

Thesis (MBA)--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: The phenomenon of transformation was originally conceived, in a South African context, as a political strategy driven by socio-political force with the objective of fostering change based on principles of enhancing human dignity and promoting equality in all aspects of society. The workplace was one of the areas that first experienced the consequences of transformation, encouraged mainly through legislation such as the Employment Equity Act (No. 55 of 1998). The manner in which affirmative action measures may be implemented is determined by the Employment Equity Act (No. 55 of 1998), which aims to ensure that the legacies of apartheid in the South African workplace are redressed. In this regard, employment equity will, over time, be achieved by promoting equal opportunity and fair treatment through the elimination of unfair discrimination and through the implementation of affirmative action measures to advance Black people, women and people with disabilities. Regardless of legislative imperatives, South Africa has failed quite markedly to realise the promotion of greater equality between all South Africans in the workplace. Black South Africans and women are still seriously under-represented in top and senior management posts. The key findings of the 2007/8 Employment Equity Report prepared by the Commission for Employment Equity for the National Department of Labour showed low representation of Blacks at top level management, senior management, and professionally qualified and middle management levels, as compared to their white counterparts. The challenges for organisations to transform are multi-faceted and include skills shortages, homogeneous organisational cultures, a lack of commitment and a failure to incorporate proper human resource strategies. Organisations require a commitment by all members, particularly the leaders, to examine the norms, customs, values and practices which militate against establishing a culture of valuing diversity. A holistic approach that changes organisational systems, practices and policies as well as the individual attitudes and values needed to create a valuing diversity culture should propel an organisation towards true transformation. / AFRIKAANSE OPSOMMING: Die verskynsel van transformasie is oorspronklik in die Suid-Afrikaanse konteks ontwikkel as 'n politieke strategie aangedryf deur sosiopolitieke kragte en met die doel om verandering te bevorder, gebaseer op die beginsels van die verbetering van menswaardigheid en die ondersteuning van gelykheid in alle aspekte van die samelewing. Die werkplek was een van die areas waar die gevolge van transformasie eerste ondervind is, hoofsaaklik bevorder deur wetgewing soos die Wet op Gelyke Indiensneming (No. 55 van 1998). Die wyse waarop maatreels vir regstellende aksie geimplementeer mag word, word deur die Wet op Gelyke Indiensneming (No. 55 van 1998) bepaal. Hierdie wet het ten doel om te verseker dat die erfenis van apartheid in die Suid-Afrikaanse werkplek reggestel word. In hierdie opsig sal gelyke indiensneming mettertyd bewerkstellig word deur gelyke geleenthede en billike behandeling aan te moedig deur die uitskakeling van onbillike diskriminasie en deur die implementering van regstellende-aksiemaatreels om swart mense, vroue en gestremde mense te bevorder. Ongeag van wetgewing het Suid-Afrika in hoe mate misluk in die daarstelling van groter gelykheid tussen alle Suid-Afrikaners in die werkplek. Swart Suid-Afrikaners en vroue is steeds ernstig onderverteenwoordig in top- en senior bestuursposte. Die sleutelbevindings van die 2007/8 Verslag oor Gelyke Indiensneming voorberei deur die Kommissie vir Gelyke Indiensneming vir die Nasionale Departement van Arbeid, het aangetoon dat swartes in vergelyking met hul wit ewekniee swak verteenwoordig is op die vlak van topbestuur, senior bestuur, professioneel gekwalifiseerdes en middelbestuur. Die uitdagings vir organisasies om te transformeer het vele fasette en sluit in 'n tekort aan vaardighede, homogene organisasiekulture, 'n gebrek aan toewyding en 'n gebrek aan die toepassing van behoorlike strategiee vir menslike hulpbronne. Organisasies vereis toewyding van alle lede, veral die leiers, om die norme, gewoontes, waardes en praktyke te ondersoek wat in stryd is met 'n kultuur waarin waarde geheg word aan diversiteit. 'n Holistiese benadering wat organisasiestelsels, -praktyke en -beleid verander, asook die individuele houdings en waardes wat nodig is om 'n kultuur te skep wat waarde heg aan diversiteit, behoort 'n organisasie op die pad te plaas na ware transformasie.

Thesis (MBA)--Stellenbosch University, 2014. / Broad-based Black Economic Empowerment (B-BBEE) not only aims to readdress the racial imbalances of the apartheid era, but also seeks to promote social responsibility and empowerment of historically disadvantaged South African (HDSA) communities (Esser & Dekker, 2008). The transformation journey within the South African Liquid Fuels Sector has been a difficult and lengthy one. The South African Liquid Fuels Sector was amongst the first to receive its own Black Economic Empowerment (BEE) sector charter (Liquid Fuels Charter) in 2000. Although numerous transformation milestones have been achieved, the sector has been criticised for its slow pace in advancing transformation, which has in part contributed to the amendment of the B-BBEE Codes in 2013. The argument of slow transformation can be attributed to obstacles faced by those in industry tasked with implementing B-BBEE. There has been a deficiency in studies that have investigated transformation and the implementation of B-BBEE within the sector. As a result, the central objective of this study was to explore the B-BBEE implementation challenges faced by companies within the liquid fuels sector. A qualitative approach was employed for the collection of primary data and involved interviews with eight top and senior management representatives of Chevron South Africa (Pty) Ltd. The results emanating from the study revealed numerous implementation challenges. The study together with literature reviewed, highlights the need to address these challenges in order for B-BBEE implementation to yield the desired results for all stakeholders within the South African Liquid Fuels Sector. The study concludes that a lack of understanding of B-BBEE policy; alignment of internal party interests; overcoming internal biases; skills shortages and lack of experience by Black individuals; involvement of senior management in implementation process; co-ordination and structure required in B-BBEE implementation execution; communication within organisations; diversity/cultural awareness; and B-BBEE policy issues and skills attraction and retention are some of the issues impacting B-BBEE implementation within the South African Liquid Fuels Sector.

Thesis (MBA)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: For decades black South Africans suffered under apartheid, being excluded from active participation in the South African economy. Following the first democratic election in 1994, which was won by the African National Congress, the new government immediately made clear its intentions to transform the economy by including all the South Africans citizens. In 2004 the government promulgated the Broad-Based Black Economic Empowerment Act (BB-BEE), which aimed to redress the wrongs of the past and to realise the country's full economic potential whilst assisting the black majority to become part of the economic mainstream. The BB-BEE act focused primarily on the upliftment and empowerment of historically disadvantaged people, particularly black people, women, the youth and the disabled and on those living in rural communities; it aims to include these people in the management and ownership structures of South African companies. The clay brick industry, one of the oldest industries in the world, had been severely affected by the introduction of the legislation, as 75% of businesses were predominantly family owned, and 69.39% of them are predominantly white owned. The primary objective of this research assignment was to investigate the impact of Broad-Based Black Economic Empowerment (BB-BEE) on the South African clay brick industry and to make recommendations to the various stakeholders regarding the management of the introduction of BB-BEE into the industry. The methodology followed a survey approach by using specific indicators to ascertain what the perceptions and experiences of the business owners were, regarding the implementation of BB-BEE in the industry. The study found that the business owners were concerned about losing control of their businesses, that there is very little support from government for businesses entering into BB-BEE deals and that it is difficult to find the “right” empowerment partner which “fits” the culture and management style of the business. The study concluded that much uncertainty, fear and anxiety exists amongst business owners regarding the introduction of BB-BEE. The study also makes practical recommendations to the various stakeholders who may assist with facilitating the introduction of BB-BEE in the industry.

The shift from an ethnocentric, monocultural society to a more inclusive and democratic society should be accompanied by a national policy providing equal access to resources in a proactive, affirmative manner. This can be achieved in one of the two ways, either through equal employment opportunity or Affirmative Action. Affirmative Action is a specific intervention directed toward ensuring that employment opportunities are created by actively correcting imbalances caused by past discrimination and achieving employment targets. Equal employment opportunity implies an absence of discrimination, whereas Affirmative Action denotes compensatory discrimination in favour of disadvantaged groups.<br /> <br /> Affirmative Action is a supplement to, rather than equivalent to equal employment opportunities in that equality cannot be a genuine option where the effects of previous discriminatory practices have not been redressed. In an equal opportunities system, not all persons have the same chance of achieving the desired goal, but all are provided with equal means to achieve it. The unequal outcome of such a system is caused by the unequal skills for talents of the past discrimination, especially in terms of education and experience. All the Directors of Tygerberg Administration who responded to the questionnaires supported this and all of them agreed that training is necessary for all employees, especially the previously discriminated groups. The primary objective of Affirmative Action can therefore said to be the adequate advancement of disadvantaged groups for the purpose of securing equal rights, freedom and opportunities.<br /> <br /> Equal employment opportunity is seen as a passive agreement on the part of the employer not to discriminate against any particular group. Employers adhering to the principle of equal employment opportunity evaluates candidates for employment according to performance criteria which relates directly to the requirements of a particular position. Affirmative Action seeks to go beyond equal employment opportunity in that it recognises that, when members of disadvantaged groups constitute only a small percentage of the labour pool, passively providing equality of opportunity will not suffice in overcoming the effects of previous discriminatory employment practices. Affirmative Action employers are therefore given the mandate to identify and remove the barriers to the employment of those under-represented in the workplace. Merely removing the present obstacles to equality does not necessarily ensure equality between groups since the effects of previous discrimination need to be actively redressed.<br /> It can be noted that equal employment and Affirmative Action programmes should not be equated with each other as they imply different approaches to overcoming the effects of previous discrimination. Affirmative Action is said to be a supplement to, rather than the equivalent of equal employment opportunity, in that it is required to eliminate the barriers to real equality in the workplace. In this regard, it is essential to point out that Affirmative Action programmes are a means to an end, namely equal employment opportunity, and should not continue after this end has been achieved. Due to the similarity between the two terms, Affirmative Action and equal employment opportunity are often equated with one another when, in essence, they have different meanings.<br /> <br /> From the information gathered for this research it was clear that not many Blacks were employed in management and supervisory positions of the City of Tygerberg. The research revealed that despite adopting the Agreement on Affirmative Action and equal employment practice of the National Labour Relations Forum for Local Government as its policy framework, the Tygerberg Administration had not succeeded in meeting most of its obligations in terms of the above mentioned policy framework. This is largely ascribed to problems experienced with the implementation of equal employment and Affirmative Action programmes within the local authority. The methods of communicating these programmes to especially its lower category of disadvantaged employees to participate in training opportunities to improve their working skills, were not capitalised on. There was an unequal distribution of skills due to the effects of past discrimination, especially in terms of education. Active steps therefore need to be taken to ensure that the intentions of the local authority with repect to equal employment and Affirmative Action are implemented efficiently and effectively.

This research report set out to provide an evaluation of the progress made by the Department of Justice and Constitutional Development with respect to affirmative action and employment equity, and particularly with respect to the promotion of greater gender equity in employment, especially at the management levels.

Affirmative action is a central concept in South African politics and the workplace. The Employment Equity Act divides society into a designated group (blacks, women and people with disabilities) and a non-designated group (white men and white women). In this study, the influence of affirmative action on alienation of the non-designated group was investigated. Guidelines were also developed for employers in order to lead the non-designated group from a state of alienation to that of commitment. Two research questions were investigated: • Does affirmative action lead to the alienation of the non-designated group? • What will guidelines for companies, with the view to address the alienation problem, look like? Three central themes appear in this study. Firstly the concept alienation was investigated. The theory of Seeman was heavily relied on. He succeeded in summarising the experience of alienation in five variants, namely powerlessness, meaninglessness, normlessness, isolation and self-alienation. Secondly, guidelines were developed in order to lead the non-designated group from a state of alienation to that of commitment. To succeed in doing this, the industrial sociology alienation theory and the industrial psychology motivation theory were linked together. The quadruplet sisters of the motivation theory, namely motivation, work satisfaction, work involvement and organisational commitment were applied as the basis for the guidelines. Thirdly, affirmative action was discussed in depth. The experience of the non-designated group regarding affirmative action was investigated, affirmative action as an international phenomenon was scrutinized, different methods for implementing affirmative action were researched and a study on statutory framework of affirmative action was also undertaken. / Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2007.