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.

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.

M. Tech. Comparative Local Development. Department of Economics / This study is a theoretical exploration of what constitutes the economic worth of domestic work in South Africa. Due to the particular conditions of the South African economy, it has been difficult to measure the economic worth of this type of labour. Domestic work was performed by housewives, but now women in South Africa seek employment in domestic labour for economic survival. This study will explore the factors which determine the value of domestic labour in the South African economy today. Though domestic employment is undervalued it contributes vastly to the formal sector directly or indirectly. Domestic workers have experienced a specific type of economic exploitation as their labour is perceived to carry low economic value because no formal training is required for domestic labour. In South Africa, government has enforced legislation that governs and protects domestic workers. This however may still not be enough to fundamentally alter the conditions of domestic work in South Africa and this study may provide a framework for a future exploration of the rationale for changing the conditions of work in this sector.

This study investigated Black African female psychologists’ lived experiences of career development. The purpose was to describe the influences of the community on the career development of Black female psychologists. It also aimed to explore the challenges and successes of these women’s career lives in order to generate knowledge to understand Black female psychologists’ career development dynamics. This qualitative study was informed by narrative/hermeneutic approaches and Black feminist thought frameworks. Semi-structured interviews were conducted with 10 Black African female psychologists. Results show that Black African female psychologists faced numerous challenges such as lack of family and community support in some cases; limited understanding of psychology in their communities and health sectors, as well as financial problems and discourses of inferiority throughout their professional training. The lack of relevance of their academic training to the multicultural society, in which they have to practise, was emphasised. The intersection of gender, race and class was evident in most of the narratives. The role of emotion and spirituality in the career development of some of the participants was highlighted. The results are discussed in relation to the literature. / Thesis (M.A.)-University of KwaZulu-Natal, Pietermaritzburg, 2010.

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.

Thesis (MComm) -- University of Stellenbosch, 2004. / ENGLISH ABSTRACT: In this study, existing data were used to conduct a descriptive research study into the adherence or lack thereof - in varying degrees - of South African companies to the ten key principles of the International Labour Organisation's Code of Practice on HIV/AIDS and the world of work with regard to HIV/AIDS workplace policy content. The research showed that most policies prohibit pre-employment testing and make provisions for job security, protection from discrimination, and ensuring confidentiality. / AFRIKAANSE OPSOMMING: Hierdie studie het ten doel gehad om die mate waartoe ondernemings hulle onderwerp aan die ILO voorskrifte te toets. Resultate toon daarop dat verskeie ondernemings reeds gedeeltelik daaraan voldoen, maar dat daar nog verskeie aspekte van die Kode is wat in Suid-Afrikaanse onderneming in werking gestel moet word.

Thesis (MPhil)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: This study investigates whether black women in senior management positions with decision-making authority have had an impact on the newsrooms of the Cape Town newspapers Die Burger, the supplement Jip, community newspaper MetroBurger, the Cape Times, the Cape Argus, the Weekend Argus and the Southern Mail, one title of the Cape Community Newspapers. Labour legislation promulgated in South Africa in 1994 means companies have to employ human resources equitably in keeping with the racial demographics of each province. Given the historical background of the South African media and the fact that it is almost 10 years after the first democratic elections in this country, what new paths have black South African women journalists forged for new journalists? This study focuses on the role of black women with regard to decisionmaking at the aforementioned newspapers. During the course of this study, 5 of the 6 women respondents have resigned from their positions. Other findings are that the editors generally have limited knowledge of the responsibilities of the women in this study. The editors have also indicated that no changes have been made or will be made to the job descriptions of the women, while the women have indicated that there have, indeed, been changes to their job descriptions. These changes have related to editorial and non-editorial responsibilities. While no training plans have been set out specifically for the women respondents, most of them have indicated they wanted more training opportunities. Most of the women respondents have indicated higher remuneration and job satisfaction as being the main reasons for resigning. / AFRIKAANSE OPSOMMING: Die studie ondersoek die impak wat swart vroue in senior bestuursposisies met besluitnemingsgesag gehad het op die nuuskantore van die volgende Kaapse koerante: Die Burger, die Jip bylae, die MetroBurger gemeenskapskoerant, die Cape Times, die Cape Argus, die Weekend Argus en die Southern Mail, een titel in die Cape Community Newspapers-stal. Arbeidswetgewing wat in 1994 in Suid-Afrika gepromulgeer is, beteken maatskappye moet menslike hulpbronne in diens neem op 'n regverdige basis en in oorenstemming met die rasse-demografie van elke provinsie. Gegewe die historiese agtergrond van die Suid-Afrikaanse media en die feit dat dit bykans 10 jaar is ná die eerste demokratiese verkiesing, watter nuwe paaie het Suid-Afrikaanse vrouejoernaliste gebaan vir nuwe joernaliste? Die studie fokus op die rol van swart vroue met betrekking tot die besluitnemingsproses in die genoemde koerante. Gedurende die studie het vyf van die ses respondente bedank. Ander bevindinge is dat redakteurs in die algemeen 'n beperkte kennis het van die verantwoordelikhede van die vroue wat deelgeneem het aan die studie. Die redakteurs het ook aangedui dat geen veranderings gemaak is of gemaak gaan word aan die posbeskrywings van die vroue nie, terwyl die vroue aangedui het dat daar wel veranderings aan hul posbeskrywings gemaak is. Hierdie veranderings was verwant aan redaksionele en nie-redaksionele verantwoordelikhede. Terwyl geen opleiding spesifiek uitgewys is vir respondente in hierdie studie nie, het die meeste van hulle aangedui dat hulle meer opleidingsgeleenthede sou wou hê. Die meeste respondente het ook aangedui dat die hoofredes vir hul bedanking beter salarisse en werksbevredeging is.

Thesis (MPhil)--University of Stellenbosch, 2000. / ENGLISH ABSTRACT: Before 1994, the year in which South Africa conducted its first democratic elections, newspapers did little to reflect the demographics of its country and more specifically its regions. This assignment delves into the progress made regarding transformation with specific reference to senior staffing at the Cape Argus, Cape Times and Die Burger since 1994. A comparison is drawn between what went before and after 1994 in the staffing structures of the newspapers mentioned. In terms of content the assignment lists and studies a number of issues regarding transformation as per the topic. Histories of the above-mentioned newspapers are recorded. The South African Human Rights Commission's views on transformation in the media are mentioned as well. The views of these newspapers and those of Government are also shared. Changes have been made, although this has been at a pedestrian pace for a number of reasons. These changes need to be tracked through for more empirical work than has been possible in this assignment. These newspapers have set themselves targets and they are optimistic that in the near future many more changes would be made. The prospect for future research of this topic is far from being saturated. The three media houses discussed are committed to transformation. / AFRIKAANSE OPSOMMING: Voor 1994, die jaar waarin Suid-Afrika se eerste demokratiese verkiesing gehou is, het koerante baie min gedoen om die demografie van die land en omliggende streke te weerspieël. Hierdie werkstuk ondersoek die vordering in transformasie wat ná 1994 gemaak is, met spesifieke verwysing na senior personeelaanstellings by die Cape Argus, Cape Times en Die Burger. 'n Vergelyking tussen personeelstrukture van hierdie koerante voor en ná 1994 word getref. 'n Aantal aspekte ten opsigte van transformasie word bestudeer en die geskiedenis van bogenoemde koerante word opgeteken. Die Suid-Afrikaanse Menseregtekommissie se siening oor transformasie in die media word bespreek, asook die siening van hierdie koerante en dié van die regering. Veranderings, hoewel teen 'n stadige tempo, is vir 'n aantal redes aangebring. Hierdie koerante het vir hulself doelwitte gestel, en hulle is optimisties dat heelwat meer veranderinge in die nabye toekoms aangebring sal word. Transformasie blyk 'n prioriteit by elk van die genoemde koerante te wees. Die studie het nie die onderwerp uitgeput nie en verdere navorsing kan gedoen word.