The primary aim of this study was to investigate the implementation of the affirmative action policy within the Pretoria district of the South African Police Service. There is a need to examine and understand how the SAPS remove unfair discrimination in recruitment and selection processes in the implementation of affirmative action measures. Prior to 1994 the South African Police Force was male dominated and racism was fully institutionalised. Black people (Africans, Indians and coloureds), women and disabled people were marginalised and denied appropriate employment and advancement opportunities. The focus of the study was to identify challenges or problems encountered by the SAPS during the implementation of affirmative action policy; propose the strategies through which the SAPS can address discrimination in personnel staffing processes; and to assess and describe the criteria utilised by the SAPS in identifying the beneficiaries of affirmative action. The study includes the survey of international and national literature on the implementation of affirmative action. The study was conducted at 35 police stations within the district of Pretoria. The survey questionnaires were distributed to the respondents whereby three hundred and seventy (370) returned completed questionnaires, meeting the required sample figures. The respondents were selected by using a quota sampling. Qualitative research methodology was utilised in the interpretation and analysis of data. In addition, data was also collected through the documentary study. The major findings of this study illustrated that job requirements and responsibilities are seldom adjusted to accommodate disabled people. The communication of affirmative action policy is seen by respondents as being problematic. Respondents believe that affirmative action discriminates against certain groups within the disadvantaged groups. The research has divulged that the usage of interviews and involvement of supervisors in interview panels would minimise unfair discrimination in the allocation of promotional positions. Diversity management is not fully implemented to support affirmative action. People of all races are not employed to positions on the basis of their qualifications, experience and competencies as they deserve. The SAPS does not consider academic qualifications as criterion in the allocation of promotions. / Public Administration and Management / M. Admin. (Public Administration)

The success or failure of implementing affirmative action lies with the management of enterprises. This research - based on a literature study, questionnaires completed by 200 respondents and the researcher's model for the implementation of affirmative action - focuses on management's views on aspects of importance for affirmative action to succeed in the enterprise. From the views of management it is clear that • the more closely affirmative action impinges on the career expectations of the current incumbents, the more resistance and non ownership can be expected • the affirmative action message must be communicated sincerely and positively • diversity management must change drastically to focus on educating persons to understand not only themselves, but also others of different backgrounds, race, gender, skills, persuasion and experience • the enterprise needs to accelerate the process to identify potential, training and development processes as well as performance coaching of disadvantaged groups Meeting the above challenges, will require mutual trust, respect and communication. / Summaries in English and Afrikaans / Die bestuur van ondernemings bepaal die sukses of mislukking by die implementering van regstellende optrede. Die navorsing - gebaseer op 'n literatuurstudie, vraelyste ingevul deur 200 respondente en die navorser se model vir die implementering van regstellende optrede - fokus op bestuur se menings aangaande aspekte van belang vir die sukses van regstellende optrede in die onderneming. Vanuit bestuur se menings is dit duidelik dat • hoe grooter inbreuk regstellende optrede maak op die beroepsverwagtinge van die huidige bekleers, hoe sterker weerstand en nie-eienaarskap kan van hulle verwag word • die regstellende optrede boodskap moet eerlik en positief gekommunikeer word • die bestuur van diversiteit se fokus drasties moet verander om individue te leer om nie net hulself nie, maar ook ander van verskillende agtergrond, bevolkingsgroep, geslag, vaardighede, oortuigings en ondervinding te verstaan • die onderneming die prosesse moet versnel wat betrekking het op die identifisering van potensiaal, opleiding en ontwikkeling asook prestasierigleiding van die benadeelde groepe Ten einde aan bogenoemde uitdagings te voldoen, sal wedersydse vertroue, respek en kommunikasie vereis / Economics and Management Sciences / M.Com. (Business Management)

attitudes amongst the members of different races towards the implementation of affirmative action in the Correctional Services Department of South Africa. A literature study on affirmative action was completed and thereafter a questionnaire was developed. An emperical study was done by questionnaire on the determination of perceptions and attitudes of members of the South African Correctional Services Department towards the application of Affirmative Action policies. serious problems if not correctly managed. It was established that the success in any affirmative action strategy rests on the understanding and acceptance of cultural diversity as manifested in perceptions and attitudes. Management information systems needs to be effective and efficient at all times. Changing perceptions and attitudes increased passion and job satisfaction. Recommendations are made for further research on aspects highlighted by the findings. / Penology / M.A. (Penology)

Since 1994, various policies and guidelines, pertaining to the employment of people with disabilities have been promulgated. All of these policies highlighted the importance of employment equity and equality within the working environment. Despite all these policies and guidelines people with disabilities are still experiencing barriers within the working environment. These barriers prevent them from functioning optimally and equally alongside able-bodied colleagues. The requirements of people with disabilities are still not integrated into the general considerations of the workplace. In order to determine what factors people with physical disabilities perceive as important with regard to equality in the workplace, a combination of a qualitative and quantitative research approach were followed. Both convenient and Snowball/Chain sampling was utilised to identify the research participants. The data was gathered by means of an intensive literature study, as well as utilisation of surveys and interviews. After analysing the data, specific conclusions could be made. The sample was not representative of the total population, so these conclusions could not be generalised, it could however indicate certain trends. The conclusions with regard to the study could be utilised to improve the management of employees with physical disabilities in order to promote workplace equality. Certain recommendations in this regard have been made. Recommendations on how social workers could assist with the attainment of workplace equality for employees with disabilities have also been made. / Social Work / M.A. (Social Science)

Since 1994, various policies and guidelines, pertaining to the employment of people with disabilities have been promulgated. All of these policies highlighted the importance of employment equity and equality within the working environment. Despite all these policies and guidelines people with disabilities are still experiencing barriers within the working environment. These barriers prevent them from functioning optimally and equally alongside able-bodied colleagues. The requirements of people with disabilities are still not integrated into the general considerations of the workplace. In order to determine what factors people with physical disabilities perceive as important with regard to equality in the workplace, a combination of a qualitative and quantitative research approach were followed. Both convenient and Snowball/Chain sampling was utilised to identify the research participants. The data was gathered by means of an intensive literature study, as well as utilisation of surveys and interviews. After analysing the data, specific conclusions could be made. The sample was not representative of the total population, so these conclusions could not be generalised, it could however indicate certain trends. The conclusions with regard to the study could be utilised to improve the management of employees with physical disabilities in order to promote workplace equality. Certain recommendations in this regard have been made. Recommendations on how social workers could assist with the attainment of workplace equality for employees with disabilities have also been made. / Social Work / M.A. (Social Science)