Thesis (MPA (School of Public Management and Planning))--Stellenbosch University, 2008. / South Africa comes from an apartheid local government system that was structured to divide citizens socially, economically, spatially, and racially to ensure that only a small minority of South Africans benefited from development. However since 1994 with the democratisation of our country, local government departments have undergone a number of transformation processes, which saw the country steadily moving away from the apartheid local government system. Representation is one of the main foundations of a non-racist, non-sexist and democratic society and achieving it is regarded as a necessary precondition to legitimise the public service to drive it towards equitable service delivery. The most prominent response to achieve a representative public service was the Employment Equity Act (No 55 of 1998), which became operational on 9 August 1999. Essentially the Act calls for a complete prohibition of unfair discrimination against all employees and requires that all designated employers undertake affirmative action measures to ensure that suitably qualified people from designated groups have equal employment opportunities. There are therefore many arguments in favour of AA and many against it, making it a formidable and complex task, especially in the South African context. However it is important to understand the reason for enactment of employment equity legislation in the workplace in terms of South Africa‟s history of discrimination and the resultant inequalities. The manner in which employment equity and affirmative action is introduced and handled in the organization can have a great influence on the perception and attitude of staff towards the topic. It therefore becomes imperative to grasp the understanding of staff on employment equity and related issues to measure if any progress was made and how to possibly improve on present practices in the organisation. Against this background this study investigated the perception and attitude of the City of Cape Town Health staff towards employment equity. The requirements of the EEA were discussed and used as the benchmark for success of implementation. The study included the review of relevant secondary sources of information but primary data was also obtained through the use of questionnaires comprising of semi structured questions to achieve this objective. The main findings from the secondary data revealed that AA is still necessary as a corrective tool, because our playing fields are far from leveled, however the reality is we have a great shortage of skills that is impacting on our global competitiveness which calls for a shift in thinking regarding the government‟s present approach. 4 In addition the research also identified as a designated employer, the City of Cape Town has fulfilled the legislative requirements, in that all its policies are consistent with the requirements of the EEA. The main findings of the primary data obtained from the questionnaires recognized that senior management of the City Health directorate is committed to EE, but falls short of an effective communication plan regarding the relevant issues of EE, there is little focus on disabled appointments and many employees indicated other criteria outside 'suitably qualified' (as defined in the EEA) plays a large role in the promotion of employees.

Thesis (MPA)--University of Stellenbosch, 2001. / ENGLISH ABSTRACT: As early as the unification of South Africa in 1910 enforced discrimination in the military has been an issue that affected both race and gender. The advent of democracy in South Africa has brought fundamental changes in spheres of governance. One of these changes is the transformation of the public service of which the Department of Defence, in particular the South African National Defence Force, is part. The constitutional and judicial imperatives stipulated to the government departments to be representative of the demographic composition of the population of South Africa. The Department of Defence has provided a policy on equal opportunity and affirmative action to redress the racial and gender imbalances of the past, to protect individual and groups against unfair discrimination andto work towards achievement of employment equity. The study seeks to establish the extent and influence of gender discrimination in the South African National Defence with particular reference to the SA Army's Western Province Command. To achieve this, the attitude of the middle and top management of the WP Command towards the utilisation or employment of women in combat roles were assessed. The study also investigated whether the mentioned management does encourage women to be involved or participate in combat roles. Data was collected from respondents by means of a structured questionnaire consisting of 58 questions (plus 8 unstructured questions). The sample was drawn from the SA Army's WP Command and the focus was on middle and top management. Findings of the study indicate that the SA Army's WP Command's middle and top management supports the equality of men and women in general, but is reluctant to allow women to participate in combat roles side by side with their male counterparts. Although there seems to be an understanding and support for the policies of addressing equal opportunities, traditional cultural beliefs or stereotypes about women still shape and influence the acceptance and the non-acceptance of women in combat roles Finally, recommendations highlight issues of consideration when drafting policy vis-a-vis the utilisation of women as combat soldiers. / AFRIKAANSE OPSOMMING: Reeds so vroeg as Uniewording van Suid Afrika in 1910 was geforseerde diskriminasie binne die weermag 'n kwessie wat beide ras en geslag beïnvloed het. Die totstandkoming van 'n demokrasie in Suid Afrika het fundamentele veranderinge in die sfeer van Staatsbestuur te weeg gebring. Een van hierdie veranderinge het betrekking op die transformasie van die staatsdiens, waarvan die Suid Afrikaanse Nasionale Weermag 'n deel is. Daar rus 'n konstitusionele en juridiese verpligting op staatsdepartmente om die demografiese samestelling van die bevolking van Suid Afrika te weerspieel. Die Department van Verdediging het 'n beleid van gelyke geleenthede en regstellende optrede ontwikkelom die rasse- en geslagsongelykhede van die verlede aan te spreek. Die beleid poog om individue en groepe teen onregverdige diskriminasie te beskerm en om billikheid in die werksomgewing te verseker. Hierdie studie poog om die omvang en invloed van geslagsdiskriminasie in die Suid- Afrikaanse Nasionale .Weermag te bepaal, met spesifieke verwysing na Kommandement Westelike Provinsie in die Suid-Afrikaanse Leer. Ten einde die omvang en invloed te bepaal is die houdings van middel- en topbestuur van Kommandement WP beoordeel met betrekking tot die aanwending of benutting van vrouens in 'n gevegsrol. Die studie poog om te bepaal of genoemde bestuurders vrouens aanmoedig om betrokke te raak by, of deel te neem in 'n gevegsrol. Data insameling het geskied deur middel van 'n gestruktureerde vraelys wat 58 vrae bevat het (Daar was ook 8 ongestruktureerde vrae ingesluit). Die steekproef is getrek uit lede van die Suid Afrikaanse Leer verbonde aan Kommandement Westelike Provinsie, met die spesifieke fokus op middel- en topbestuur. Bevindings van die studie dui daarop dat middel- en topbestuur van Kommandement Westelike Provinsie (SA Leer) oor die algemeen gelykheid tussen mans en dames ondersteun. Hulle is egter onwillig om vrouens toe te laat om sy aan sy met hul manlike eweknie in 'n gevegsrol te funksioneer. Alhoewel dit blyk dat daar begrip en steun bestaan vir die beleid wat gelyke geleenthede voorskryf, bepaal tradisionele kulturele oortuigings of stereotipes met betrekking tot vroue steeds die aanvaarding of nie-aanvaarding van vrouens in 'n gevegsrol. Die finale aanbeveling beklemtoon dat daar sekere kwessies is wat oorweging moet geniet wanneer 'n beleid ten opsigte van die benutting van vroue as soldate in 'n gevegsrol, opgestel word.

Thesis (MPA)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: This thesis examines the perceptions of the staff of the Department of Local Government in the Western Cape (WC) regarding workforce diversity as part of diversity management. A literature review is presented and this research shows that organisations in South Africa and around the world have come a long way with regard to understanding and appreciating workforce diversity. The literature review also revealed the important facilitating role HR diversity management plays in improving the performance of organisations, as well as in creating unity amongst employees. What is also important is the fact that organisations now understand and realise the important role diversity management programmes and practices play in their own survival. Therefore various steps are available for organisations to ensure that the benefits are achieved from having diverse employees in their workplace while effectively integrating these employees into the organisation. A background on the Department of Local Government (WC) is provided, which highlights the Department’s priorities and Key Performance Areas (KPAs) as set out in its Annual Performance Plan (APP). The KPAs of the Department are dynamic and not influenced by political shifts, as in the case of municipalities. However, the priorities of the Department are similar to the strategic objectives that are embedded within the 30 municipalities. The priorities of the Department are parallel to those of the municipalities’ priorities in order to ensure that the Department and municipalities achieve their objectives together. It is therefore the Department’s responsibility to assist municipalities in achieving their strategic objectives by constantly monitoring and evaluating their level of performance. If a municipality performs badly, the Department must assist where necessary. The research findings regarding diversity management show that the employees are unaware whether a diversity management policy has ever existed or whether any training of such a nature has been conducted within the Department. Data show that limited effort has been made by the Department to develop a diversity management policy. The findings also indicate that more diversity management programmes and training are needed, in order to bring about awareness of workforce diversity and the successful management of diversity. What was also clear is that not enough diversity audits have been conducted to determine the level of diversity within the Department; and most importantly it is also illustrated that a limited number of staff is housed within the HR unit to assist the Department in creating a strong diversity environment that supports the wellbeing of the staff and the Department. Finally, the thesis provides recommendations for the Department on how to be an inclusive entity, but these recommendations can only be successful if top management and HR have the necessary ability to successfully implement the following recommendations (interventions): develop a diversity management policy to guide the Department on diversity issues; develop diversity management programmes to ensure that all staff members are briefed on all diversity issues; and create a monitoring system to ensure that the policies and programmes are updated as new entrants enter the Department. It is therefore a requirement that these interventions are placed in the Department’s Employment Equity Plan and, more importantly, form part of their Annual Performance Plan (APP). If there is commitment from HR, top management and the employees, these interventions will create a safe, friendly, and hard-working environment with good performance levels. / AFRIKAANSE OPSOMMING: Hierdie tesis ondersoek die persepsies van die personeel van die Departement Plaaslike Bestuur, Wes-Kaap, met betrekking tot werkmagdiversiteit as deel van die bestuur van diversiteit. ’n Literatuurstudie word aangebied en vanuit hierdie navorsing word getoon dat organisasies in Suid-Afrika en dwarsoor die wêreld ver gevorder het met die verstaan van en waardering vir werkmagdiversiteit. Die literatuurstudie het ook lig gewerp op die belangrike fasiliterende rol van die bestuur van diversiteit deur Menslike Hulpbronne vir die verbetering van die prestasie van organisasies, sowel as in die bewerkstelliging van ’n gevoel van eenheid tussen werknemers. Wat ook belangrik is, is dat organisasies nou die belangrike rol van diversiteit-bestuurprogramme en -praktyke verstaan en besef hoe hul eie oorlewing daardeur geraak word. Verskeie stappe kan deur organisasies onderneem word om te verseker dat dit voordelig is om ’n diverse groep werknemers in hul werkplekke te hê en hierdie werknemers doeltreffend in die organisasie te integreer. Die agtergrond van die Departement Plaaslike Bestuur (Wes-Kaap) is voorsien, met beklemtoning van die Departement se prioriteite en sleutel prestasie areas (KPA’s) soos in die Jaarlikse Prestasieplan uiteengesit; sleutel prestasie areas van die Departement is dinamies van aard en word nie, soos in die geval van munisipaliteite, deur politieke omwentelinge geraak nie. Die prioriteite van die Departement is egter soortgelyk aan die strategiese doelwitte wat in die 30 munisipaliteite vasgelê is. Die prioriteite van die Departement loop ewewydig met dié van die munisipaliteite om te verseker dat die Departement en munisipaliteite hul doelwitte saam bereik. Die Departement is dus verantwoordelik om munisipaliteite by te staan in die bereiking van hul strategiese doelwitte deur voortdurende monitering en evaluering van hul prestasievlak. Indien ’n munisipaliteit swak presteer, moet die Departement hulp verleen waar dit nodig is. Die bevindings van die navorsing oor diversiteit dui daarop dat werknemers nie van die bestaan van enige diversiteitbestuurbeleid óóit bewus was nie, óf geweet het of enige opleiding van dié aard al in die Departement aangebied is nie. Data toon die beperktheid van die Departement se pogings om ’n beleid vir die bestuur van diversiteit te ontwikkel. Die bevindings toon verder dat meer diversiteitbestuurprogramme en -opleiding benodig word om bewustheid van werkmagdiversiteit en die suksesvolle bestuur van diversiteit daar te stel. Wat ook duidelik was, is dat te min diversiteitkontrole onderneem is om die vlakke van diversiteit binne die Departement te bepaal. Die belangrikste bevinding is egter dat daar slegs ’n beperkte aantal personeellede in die Menslike Hulpbronne-eenheid is om die Departement by te staan in die skepping van ’n sterk diversiteit-omgewing wat die welstand van die personeel onderskraag. Die tesis doen voorstelle aan die hand vir die Departement oor hoe om ’n inklusiewe entiteit te wees. Hierdie voorstelle kan egter slegs suksesvol wees indien die Hoofbestuur en Menslike Hulpbronne oor die nodige vermoë beskik om die volgende aanbevelings (intervensies) te implementeer: Ontwikkel ’n beleid vir die bestuur van diversiteit om die Departement ten opsigte van diversiteit te begelei; ontwikkel diversiteitbestuurprogramme om te verseker dat alle personeellede oor diversiteit ingelig word; en skep ’n moniteringstelsel om te verseker dat die beleide en programme bygewerk word namate nuwelinge by die Departement aansluit. Dit is dus ’n vereiste dat hierdie intervensies in die Departement se diensbillikheidsplan opgeneem word en, wat nog belangriker is, deel vorm van die Jaarlikse Prestasieplan. Indien Menslike Hulpbronne, topbestuur en werknemers hulle hiertoe verbind, sal hierdie intervensies ’n veilige, vriendelike en hardwerkende omgewing met goeie prestasievlakke tot stand bring.

Thesis (MBA (Business Management))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: The Broad-Based Economic Empowerment Act, No. 53 of 2003, and its Codes of Good Practice on Black Economic Empowerment are the cornerstones of a strategy implemented by the South African government to transform the economy to an inclusive one where all citizens have equal opportunities to contribute to the economic growth of the country. The process of Broad-Based Black Economic Empowerment has a direct impact on the operational activities of all businesses in all business sectors, including the agricultural sector. The main aim of this study is to compile a comprehensive Broad-Based Black Economic Empowerment strategy for Overberg Agri Limited. The strategy is based on the implementation of initiatives aimed at compliance with the seven pillars of black economic empowerment as incorporated in the Codes of Good Practice on Black Economic Empowerment. A critical analysis of the legislative framework and executive governmental decrees governing Broad-Based Black Economic Empowerment shows that the government of South Africa followed a structured legislative approach to the drafting and implementation of legislation aimed at creating an equitable society by addressing the inter-related issues of human rights, employment equity, skills development, allocation of natural resources and black economic empowerment. Overberg Agri Limited partially addressed its significant non-compliance with the Generic BEE Scorecard by entering into an agreement with Thembeka Capital. However, this transaction only addressed the ownership requirement of Broad-Based Black Economic Empowerment and had a limited effect on enhancing the black economic empowerment status of Overberg Agri Limited. Overberg Agri can achieve its goal of Level 4 Broad-Based Black Economic Empowerment status by: • Reorganising its business structure in terms of core agricultural and non-core business activities; • Selling significant stakes in non-core business entities to black shareholders; • Entering into other joint ventures with black businesses; • Addressing all seven elements of the B-BBEE scorecard and making the required resources available for this. This research report provides value due to the fact that it adequately addresses the research problem. It also followed the proposed research procedure in addressing the research problem and it provides the foundation for a general application of its findings. / AFRIKAANSE OPSOMMING: Die Breëbasis Swart Ekonomiese Bemagtigingswet, Nr. 53 van 2003, en die generiese kodes vir goeie praktyk ten opsigte van swart ekonomiese bemagtiging vorm die hoekstene van die strategie wat deur die Suid-Afrikaanse regering geïmplementeer is om die ekonomie te omskep in 'n inklusiewe een waar alle landsburgers gelyke geleenthede gegun word om 'n bydrae te lewer tot die ekonomiese groei van die land. Die proses van Breëbasis Swart Ekonomiese Bemagtiging het 'n direkte invloed op die operasionele bedrywighede van alle besighede in al die besigheidsektore, insluitend die landbousektor. Die hoofdoel van hierdie studie is om 'n omvattende Breëbasis Swart Ekonomiese Bemagtigingstrategie vir Overberg Agri Beperk op te stel. Die strategie is gebaseer op die implementering van inisiatiewe wat gemik is op voldoening aan die vereistes van die sewe pilare van swart ekonomiese bemagtiging soos uiteengesit in die generiese kodes vir goeie praktyk vir swart ekonomiese bemagtiging. 'n Kritiese analise van die wetgewende raamwerk en uitvoerende regeringsbesluite wat 'n invloed het op Breëbasis Swart Ekonomiese Bemagtiging dui aan dat die Suid-Afrikaanse regering 'n gestruktureerde wetgewende benadering gevolg het in die opstel en implementering van wetgewing wat daarop gemik is om 'n regverdige samelewing te skep deur aandag te skenk aan die interafhanklike kwessies van menseregte, gelyke indiensneming, vaardigheidsontwikkeling, toekenning van natuurlike hulpbronne en swart ekonomiese bemagtiging. Overberg Agri Beperk het sy aansienlike gebrek aan voldoening aan die voorskrifte van die generiese swart bemagtigingstelkaart gedeeltelik aangespreek deur 'n ooreenkoms met Thembeka Capital aan te gaan. Die transaksie skenk egter slegs aandag aan die eienaarskapvereiste van Breëbasis Swart Ekonomiese Bemagtiging en het 'n beperkte uitwerking op die verhoging van die swart ekonomiese bemagtigingstatus van Overberg Agri Beperk gehad. Overberg Agri Beperk kan sy teiken van Vlak 4 Breëbasis Swart Ekonomiese Bemagtigingstatus bereik deur: • Sybesigheid struktuur te herstruktureer ten opsigte van kern- en nie-kernbesigheidsaktiwiteite; • Aansienlike aandeelhouding van nie-kernbesigheidsentiteite aan swart aandeelhuers te verkoop; • Gesamentlike ondernemings met swart besighede te begin; • Aandag te skenk aan al sewe elemente van die Breëbasis Swart Ekonomiese Bemagtigingtelkaart en die hulpbronne beskikbaar te stel wat daarvoor benodig word. Die ondersoekverslag is van waarde aangesien dit die ondersoekvraag volledig aanspreek, die voorgestelde ondersoekprosedure gevolg het en 'n basis skep vir die algemene toepassing van die bevindinge.

Thesis (MBA (Business Management))--University of Stellenbosch, 2007. / ENGLISH ABSTRACT: We critically assess the successes and failures of the economic phenomenon that is Black Economic Empowerment as represented by the Ownership Element of the Scorecard. We briefly evaluate the successes and failures of the first wave of BEE deals on the JSE and through the use of contemporary observations of this phenomenon as reported on by the media, we make the key assumption that these media reports are an unbiased account of the phenomenon. We critically assess the current status of BEE and find that progress has been made in terms of black ownership on the JSE, as well as on the legislative front, through the introduction of a comprehensive standardised measurement framework. The progress has in the main been extremely slow and limited. We also find that whilst funding models have improved, the success of BEE deals is still to a large extent dependent on stellar performance of the Stock Exchange and generous dividend policies. Disappointingly we also find that the debate about what constitutes broad-base BEE continues unabated as most deals continue to fail to meet public expectations of broad-base empowerment and equitable equity participation by all BEE deal beneficiaries. / AFRIKAANSE OPSOMMING: Hierdie studie bied 'n kritiese evaluering van die suksesse en mislukkings van die ekonomiese verskynsel genaamd swart ekonomiese bemagtiging (SEB) aan die hand van die eienaarskapelement van die telkaart. Die eerste vlaag SEB-transaksies op die Johannesburgse Effektebeurs (JEB) word kortliks beoordeel, waarna die media se eietydse waarnemings oor hierdie verskynsel tot die sleutelaanname lei dat sodanige mediaberigte 'n onbevooroordeelde weergawe van die stand van swart ekonomiese bemagtiging is. Die studie bied 'n kritiese beskouing van die huidige status van SEB, en dat daar wél vordering gemaak is met betrekking tot swart eienaarskap op die JEB, sowel as op wetgewende gebied deur die instelling van 'n omvattende, gestandaardiseerde metingsraamwerk. Vordering was egter tot op hede merendeels uiters stadig en beperk. Die studie bevind ook dat hoewel finansieringsmodelle verbeter het, die sukses van SEB-transaksies steeds in 'n groot mate van 'n goeie vertoning op die effektebeurs en ruimhartige dividendbeleid afhang. 'n Teleurstellende bevinding is dat die debat oor die werklike betekenis van breedgebaseerde SEB onverpoos voortduur namate die meeste transaksies versuim om aan die openbare verwagting van breedgebaseerde bemagtiging en gelyke aandeelhouding deur alle SEB-transaksiebegunstigdes te voldoen.

Thesis (MDF)--Stellenbosch University, 2011. / This study considers the impact that the particular funding structure used in the financing of black economic empowerment (BEE) transactions has on the expected outcome. Various structures are evaluated, each with their particular advantages and disadvantages. The report details the history of South Africa, the Industrial Development Corporation (IDC), as well as the black economic empowerment phenomenon. An in-depth commentary on the financing structures used for BEE transactions within the IDC is presented together with a new, remodeled structure to be used in the analysis as part of a comparative study to determine whether the existing preferential Vanilla Special Purpose Vehicle (SPV) structure garners the most appropriate result for the BEE entrepreneur. The statistical study tests whether the Vanilla SPV structure, where the financier is reliant on dividends for the repayment of their preference shares, is a better structure than the reworked SPV structure, where the financier is reliant on free cash flow for repayment. The results infer that access to free cash flow is preferred by both the financier, as well as the BEE party, as vesting is higher and the bullet payment required to attain that vesting is significantly lower.

The aim of the study was to investigate the impact of the intersection of race, gender and social class on women leaders’ work experience and career progression in order to come up with strategies for gender transformation at leadership level in corporate South Africa. The problem statement of this research study concerns the indication in the annual report of the Commission for Employment Equity (Department of Labour 2012) that there is under-representation of women, especially African and Coloured women, at top management level relative to the economically active population. The Women Empowerment and Gender Equality Bill was published in the Government Gazette No. 37005 of 6 November 2013. This Bill aims to enforce compliance with the stipulated minimum representation of women at senior levels in both the private and public sectors. This study, with its objective of reaching an understanding of the impact of the intersection of race, gender and social class on women’s career progression, is therefore timeous. Getting the perspective of woman CEOs across race and class on how to transform gender at leadership level could add an important voice to transformation and could be of benefit to decision makers in business and in government. Based on this problem statement the following research questions were formulated: - To what extent does the intersection of race, social class and gender impact on women CEOs’ experience in their work roles and career progression? - How might an understanding of women leaders’ experiences in their roles assist with strategies to transform gender at leadership level in corporate South Africa? Qualitative research methodology was chosen as the appropriate methodology and grounded theory was employed. Purposive, snowball and theoretical sampling methods were used to identify fourteen participants (13 CEOs and one chairman).The life story method was employed for in-depth semi-structured interviews from which rich descriptive data was collected and which was analysed using grounded theory. Findings confirmed that the intersection of race, gender, age and class does have an impact on women’s career progression and their life experiences. The dominant social identity was race for blacks and gender whites; class and age were the overlay. In terms of strategies for gender transformation, first-order constructs from the participants were related to abstract second-order constructs from the literature, which led to the formulation of the WHEEL Theoretical Model. The theoretical model is an integration of different elements required for the formulation of strategies for gender transformation at leadership level. The different elements were women themselves; domestic and family support; the organisation; society and government. Despite some limitations that were encountered, the aim of the study was achieved by making a contribution not only to the development of theory related to strategies for gender transformation at leadership level, which other scholars can build from, but also to the gaining of insights into the intersection of multiple social identities and their impact which can be used by business leaders and policymakers to address inequalities in organisations. In addition, this research study made various recommendations for future research / Business Management / DBL

Thesis (M.Tech.: Office Management and Technology)-Durban University of Technology, 2005 xv, 129 leaves / The Constitution contains the Bill of Rights, one that is regarded as the corner-stone of democracy, as it enshrines the rights of all people and affirms the democratic values of human dignity, equality and freedom. Section 9(1) provides for the promotion of a society in which diversity of identity is respected and protected. The Employment Equity Act 55 of 1998, stipulates that designated employers implement affirmative action, thereby compelling organizations to eradicate all forms of discrimination in organizational processes and procedures. With such legal measures put in place (Promotion of the Equality Act) acceptance and change within organisations has to be accelerated. The purpose of this study is to explore workplace discrimination against trainees within the Hotel and Catering industries. Workplace discrimination is against human rights and can become a legal violation of Labour laws. Although preventative policies are in place, this study would illuminate the extent to which discrimination occurs, how it has manifested itself, and how students would be affected by this discrimination.

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)

Social dominance theory (SDT) and Social identity theory (SIT) are theoretical frameworks that have been conceptualised and examined in societies that predominantly have stable intergroup relations. The present study sought to examine both theoretical frameworks in a context that is undergoing social change. Three cross-sectional studies were conducted amongst black and white students from a South African University. Results indicated that there was no difference in the desire for group-based inequality (i.e. social dominance orientation, SDO) amongst groups affected by social change, when group status was measured subjectively. Yet, when group status was determined sociologically, dominant group members had significantly higher SDO levels. Furthermore, results indicated that the perception of social change had a conditional effect on the relationship between SDO and support for affirmative action amongst white participants, in that when white participants perceived higher in-group status loss, higher SDO levels predicted opposition towards affirmative action. Racial in-group identification had a conditional effect on the relationship between perceived social change and support for affirmative action amongst black participants; when black participants had higher racial in-group identification, greater perception of social change predicted support for affirmative action. Lastly, amongst black participants, hierarchy-attenuating legitimising myths had a conditional effect on the relationship between SDO and support for affirmative action. Specifically, when colourblindness or Ubuntu were endorsed, higher SDO predicted support for affirmative action. However, when these hierarchy-attenuating legitimising myths were rejected, higher SDO predicted opposition towards affirmative action. / Psychology / M.A. (Psychology)