This study addresses the absence of scientific knowledge of leadership behaviour among gays in the management echelon of the South African Department of Defence and provides some tangible knowledge in this regard. This valuable knowledge was obtained through an in-depth qualitative research design, namely a life story of one South African citizen, who is gay, male and white, and who held a senior management position in the Department of Defence (DOD) for a number of years. Themes and hypotheses from both the existing literature on homosexual behaviour and leadership generally, and on gay people employed as leaders by the military particularly, were compared with the rich, everyday experiences of this particular gay person on his leadership tasks in the local military world. This study provides insight into homophobia, and particularly into how it was managed by an authentic gay. The study also makes a modest contribution to the methodology of case studies and particularly the applicability of life stories in the organizational and leadership fields. Finally, I believe the study provides knowledge on homosexuality and leadership and the relation between these in the South African Department of Defence, and, in this way could offer valuable information in assisting with “examining” its Draft Policy on Non Discrimination on the Grounds of Sexual Orientation. I am of the opinion that the insight into an authentic gay officer’s life provided by the method, could inform policy impacting on leaders, and particularly on gay officers, of the DOD. / Prof. W. J. Schurink

Thesis (MA (Public and Development Management))--University of Stellenbosch, 2009. / Sexual orientation (discrimination) as a part of diversity management in organisations is a controversial issue and people in management positions are not always comfortable to address issues relating to gay employees. This is evident from the lack of adequate policies and processes that exist within public organs. Ignorance and prejudice, heterosexism and homophobia, religious and moral beliefs and stigmatisation contribute to why employees discriminate against their co-workers based on sexual orientation. The following measures can be taken by the organisation in combating this phenomenon: • Writing anti-discriminatory statements. • Re-evaluating the current state of the organisational culture and whether it is supportive of gay employees disclosing their sexual orientation at work. • Developing an employee assistance programme. The success of these measures will largely depend on the capacity of the Human Resource department in making the organisation more inclusive. Therefore, the Integrated Development Plan of Stellenbosch Municipality as its organisational strategy plays a vital role in this entire process, as it cannot be separated from the Human Resource management strategy of this organisation. These initiatives will only be effective and efficient if there is commitment from top management as well as the employees to ensure a safe work environment for lesbian, gay and bisexual employees.