Thesis (M.A) (Psychology)--University of Limpopo,2005. / This study investigates developments with regard to employment equity at the University of Limpopo, Turfloop Campus (UL) and University of Venda for Science and Technology (UNIVEN). Questionnaires from 139 respondents at UNIVEN and 159 at UL were analyzed. All the respondents are staff members of both institutions drawn from academic, administrative and technical staff. It was found that there have been positive changes for designated groups since the Employment Equity Act, No. 55 of 1998, was promulgated. When the two institutions were compared, independent sample T-tests indicated that there was no significant difference between the two institutions in terms of progress made in employment equity. From the findings it was thus concluded that there has been a gradual improvement in recruitment procedures, advertising and selection criteria, appointments and the appointment process, job classification and grading, remuneration, employment benefits and terms of conditions of employment, job assignments, the working environment and facilities, training and development, performance evaluation systems, promotion, transfer, demotion, and disciplinary measures among others at UNIVEN and UL. / Espen Walderhaug for financial assistance

<p>During the amalgamation of the seven substructures within the City of Cape Town specific problems arose around employment equity issues and consequently the City of Cape Town has introduced an Employment Equity Plan. This study investigated the perceptions held by managers regarding the barriers that can mitigate againsst the successful implementation of the Employment Equity Plan.</p>

Abstract Since the advent of the Employment Equity Act (EEA) in 1999, with the aim, to eliminate unfair discrimination and promote affirmative action in the workplace, implementation has been less than satisfactory. The Act (EEA), a public policy, demands of employers, both public and private, to meet partcular equity targets within their workplaces. The Act further requires that employers should report on progress achieved in meeting these targets. Such targets include, inter alia, the employment of designated persons, disabled persons, etc. Institutions of Higher Learning are no exception. The article aims at determining the extent of compliance with the Employment Equity Act (EEA) (1998) by two institutions of higher learning, namely the universities of Venda and of Pretoria. In essence, the main aim of the article are two-fold: firstly exploratory, to determine the extent to which the two universities comply with the employment equity legislation, and secondly how these universities have adopted and implemented measures to transform their internal environments, specifically the academic environments, as well as removing barriers to equity. The various positive steps and measures adopted and implemented by the two universities to eliminate unfair discrimination in the workplace and advance previously disadvantaged groups were investigated, and problems identified in the implementation process are identified. Particular attention was given to employment equity in South Africa and the role of the two universities in the implementation of employment equity.

<p>During the amalgamation of the seven substructures within the City of Cape Town specific problems arose around employment equity issues and consequently the City of Cape Town has introduced an Employment Equity Plan. This study investigated the perceptions held by managers regarding the barriers that can mitigate againsst the successful implementation of the Employment Equity Plan.</p>

Magister Commercii - MCom / During the amalgamation of the seven substructures within the City of Cape Town specific problems arose around employment equity issues and consequently the City of Cape Town has introduced an Employment Equity Plan. This study investigated the perceptions held by managers regarding the barriers that can mitigate againsst the successful implementation of the Employment Equity Plan. / South Africa

Published Article / The South African Public Sector is based on democratic values and principles enshrined in the Constitution. One of those crucial principles is the promotion of efficiency and the economic and effective utilisation of resources. By implication, the achievement of this principle is only possible if people with the correct skills, qualifications and knowledge are selected to lead government projects and programmes. However, the country's unrepresentative labour force, as well as their disadvantage with regard to skills, poses a challenge within the Public Sector. The purpose of this paper is to assess the implementation of employment equity in a category C District Municipality. Focus-group discussions targeting the respective District Municipalities were conducted. The interview schedule demarcated three sections. The first focused on the respondents' awareness of legislative directives, the second on the implementation of a 2005 Employment Equity Plan, and the third on the importance of relevant legislation that was passed by the Government to address imbalances in employment equity. Results indicate that even though some progress was evident, the implementation of the 2005 Employment Equity Plan was slow and consequently the District Municipality under investigation was unable to reach its set targets. Although several reasons are given for this state of affairs, the biggest concern is the absence of the commitment of the Municipal Council in implementing the Plan.

Abstract The exclusion of Africans, women and the disabled from employment and active participation in the economy, has until recent years been a defining characteristic of the South African private and public sectors. As far back as the founding of the Union of South Africa in 1910, laws were passed to improve the lot of the White minority at the expense of other population groups. Blacks, women and the disabled were considered second class citizens not deserving equal and fair treatment in employment or any other vital aspect of life. The post-1994 democratically elected government inherited the negative legacy of apartheid and thus found itself responsible for correcting the many societal injustices and imbalances of the past. This article investigates the progress made by the post-apartheid government, if any, in promulgating and implementing policies to address the imbalances of the past. More specifically, the focus of the article is on assessing the effectiveness with which the Employment Equity Act, 1998 (no. 55 of 1998) is being implemented in the public service. The study demonstrates that progress has been made in employing Blacks and women, but not in employing the disabled. Possible causes and remedies to address the poor representation of disabled persons in the public service were also addressed. The former National Department of Agriculture is used as a practical case study to add empirical evidence in support of literature survey and anecdotal data.

Recognising the injustices of South Africa’s apartheid past, there is a responsibility on employers to ensure that employment equity practices are implemented, without harming important aspects regarding the employment relationship, such as the psychological contract. The psychological contract is a construct that is relevant to employment and yet there is little research on the influence of external regulations on the psychological contract. To cater for this void, this study therefore focussed on the effects that employment equity legislation and practices have on the psychological contract. In this regard special attention was given to the influence of employment equity on employees’ intention to resign, which forms an important part of the psychological contract. The study also focussed on the differences that exist between the three social groupings that are present in South African organisations, namely white males, Africans and a group consisting of white females, Coloureds and Indians, regarding their perceptions about how employment equity influences the psychological contract. A structured questionnaire comprising standardised scales was used to explore the effect of employment equity legislation on the psychological contract in the context of a tertiary institution. A sample of 399 employees from a tertiary institution participated in the study. A number of statistically significant relationships between the research variables were evident for each of the three groupings of participants. The overall outcome of the study was that employment equity does not have a significant effect on the psychological contract in a tertiary institution and no significant differences were found between the responses of the three social groupings involved in the study. This study makes an important contribution to an area potentially rich in research opportunities; with subsequent meaningful practical implications for managers implementing employment equity strategies. / Dissertation (MPhil)--University of Pretoria, 2014. / gm2014 / Human Resource Management / unrestricted

Magister Commercii (Industrial Psychology) - MCom(IPS) / After the 1994 elections South Africa had to undergo drastic changes for it to become a more just society to address past injustices experienced by various ethnic groups. Issues such as equality and social justice have frequently appeared on top of various organisations’ agenda. The South African Government realised legislation was of paramount importance to guide organisations in promoting justice in the workplace. These changes in the legislation have had several impacts on organisations operating in South Africa, namely turnover, recruitment and retention of employees in the workplace. Attempting to preside over the promotion of social justice and eliminate inequalities experienced in the workplace, Government realised it had to intercede, not only to prevent additional discrimination, but also to promote the employment and advancement of individuals who were disadvantaged by previous policies. The Government therefore in 1998 implemented the Employment Equity Act to fulfil a constitutional mandate to prohibit discrimination in the workplace and encourage Affirmative Action (AA) measures. Describing and explaining the role of fairness as a concern in the workplace, the term organisational justice was coined. Individuals will base fairness judgements by taking into consideration the actual decision or the procedures used to reach a decision. Organisational justice can be divided into distributive, procedural and interactional justice. Organisations in South Africa face the challenge of finding ways to implement EE strategies to gain competitive advantages without creating negative employee attitudes; attention will focus on how to overcome the barriers that hinder the successful implementation of EE practices and procedures.

Masters in Public Administration - MPA / This research assesses the challenges faced by a diverse group of employees within the Safety and Security Directorate in a Municipality in the Western Cape, which is a service organisation. The manner in which Employment Equity (EE) is introduced and controlled in this organisation can have a great influence on the staff. Experts agree that there are many arguments in favour and against Employment Equity, making it a formidable and difficult task for any management team (Grogan, Stelzer, Jordaan & Maserumele, and 2005:94). It is imperative to grasp the understanding of staff and management on EE and other related issues to measure if any progress was made and how to perhaps improve on current employment equity related practices in the organisation. The research method comprises both the quantitative and qualitative methodology in the form of a questionnaire survey and a sample of the research population. The research revealed that although much progress has been made with employment equity in general, there are many challenges in this Municipality in the Western Cape. Specific recommendations are made to address these challenges. For further research, it is recommended that employment equity be investigated holistically in every department and directorate.