Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: Since the democratic dispensation in South Africa, attempts were made in earlier studies to make recommendations for the implementation of gender equity in the labour markets. Until now companies and public service departments have done little to ensure gender equity. Most efforts made were merely window-dressing given that previous studies provide evidence of fewer female employments in Senior Management Service (SMS) positions across the public service. South Africa has introduced a legal framework to support the Employment Equity Act, 1998 (RSA, Act 55 of 1998). The study sets out to evaluate the extent of gender equity implementation in Limpopo Provincial Department of Sport, Arts and Culture. The EEA, 1998 (RSA, Act 55 of 1998) aims to redress employment inequalities previously experienced by racially, culturally and sexually marginalized South Africans. Departmental human resource processes are evaluated to establish equity measures necessary to achieve the purpose of the EEA, 1998 (RSA, Act 55 of 1998). This study reviews employment equity practices from various countries to establish best practice. Issues and proposed strategies for improvements surrounding employment equity legislation in South Africa are also highlighted. The study is extended to other departments to establish accountability standards as well as actions and penalties available for noncompliance. The findings from the study indicate that women are mostly employed in middle management while male employees continue to dominate the top management in spite of the Department of Public Service and Administration’s (DPSA) strategic goal to reach a 50% equal employment at SMS by 31 March 2009. Suggestions are provided to accelerate implementation of gender equity in Limpopo Provincial Department of Sport, Arts and Culture. Given that the study was based on a representative sample of a single public service department, the findings may as a result not be generalized to the entire South African public service. / AFRIKAANSE OPSOMMING: Sedert die demokratiese bedeling in Suid-Afrika was pogings in vroeë studies aangewend om aanbevelings te maak vir die implementering van geslagsgelykheid in die arbeidsmark. Tot dus- ver het maatskappye en staatsdiens departemente min gedoen om geslagsgelykheid te bevorder. Talle pogings wat aangewend was, is niks meer nie as uiterlike vertoon, gegee die feit dat vorige studies bewysstukke lewer van minder vroulike indiensneming in Senior Bestuursdiens (SBD) posisies deur die staatsdiens. Suid -Afrika het `n wetgewende raamwerk ingestel om die Gelyke Indiensnemingswet, 1998 (RSA, Wet 55 van1998) te ondersteun. Die studie het ten doel om die implementering van geslagsgelykheid in die Limpopo Provinsiale Departement van Sport, Kuns en Kultuur te evalueer. Die GIW, 1998 (RSA, Wet 55 van 1998) beoog om die indiensnemings ongelykhede te herstel, wat voorheen ondervind was deur rasse, kulturele en geslagtelik gemarginaliseerde Suid-Afrikaners. Departementele menslike hulpbron prosesse word beoordeel ten einde die billikheidsmaatreëls te bepaal wat nodig is om die doelwitte van die GIW, 1998 (RSA, Wet 55 van 1998) te bereik. Hierdie studie raadpleeg gelyke indiensnemings praktyke van verskillende lande ten einde die beste praktyk te stig. Aangeleenthede en voorgestelde strategieë vir die bevordering van wetgewing oor gelyke indiensneming in Suid-Afrika word ook beklemtoon. Die studie word uitgebrei na ander departemente om standaarde oor aanspreeklikheid te bepaal, asook optrede en strafmaatreëls vir nie-voldoening daaraan. Die bevinding van die studie dui daarop dat vrouens meestal op middel bestuursvlak in diens geneem word, terwyl manlike werknemers aanhou om die top bestuursvlak te domineer, ten spyte van die Departement van Staatsdiens en Administrasie (DSDA) se strategiese doelwit om 50% gelyke indiensneming op SBD- vlak teen 31 Maart 2009 te bereik. Aanbevelings word gemaak om die implementering van geslagsgelykheid te versnel in die Limpopo Provinsiale Departement van Sport, Kuns en Kultuur. Gegee die feit dat die studie gebaseer was op `n verteenwoordigende monster van `n enkele staatsdiens departement, mag die bevindinge gevolglik nie veralgemeen word met die totale Suid-Afrikaanse staatsdiens nie.

In 2000, cabinet adopted the South African Policy framework for women’s empowerment and gender equality, 2000 (Policy framework) which provided for the establishment of the National Gender Machinery (NGM). The NGM is a network of coordinated structures within and outside government which operate cooperatively in facilitating political, social, economic and other forms of transformation to dismantle systemic gender inequality and promote equality between women and men. The implementation of gender equality policy as a function area has constitutionally been given to the national and provincial legislatures in South Africa. The constitution allocated this function to the local sphere of government. Camdeboo and Inxuba Yethemba local municipal authorities are the facilitators of sustainable gender equality policies to citizens on behalf of the national and provincial spheres of government. The study was thus conducted within the Camdeboo local municipality and Inxuba Yethemba local municipality. Camdeboo locoal municipality is one of nine local municipalities in Sarah Baartman district municipality. Inxuba Yethemba local municipality is in Chris Hani district municipality. The purpose of the study was to evaluate the implementation of gender equality in the Provision and Utilisation of Women administration Personnel a comparative study of the Camdeboo local municipality and the Inxuba Yethemba local municipality and to determine the impact of the existing policy on the gender equality policy on the needs of women of both municipalities. For this purpose the fundamental and overall study problem was found to be that the gender equality at the Camdeboo and Inxuba Yethemba is hampered by the implementation of an inadequate municipality gender equality policy and by incompetent municipal personnel in particular and in general by the municipality itself. These action do not satisfy the main purpose of the Employment Equity Act no 55 of 1998 to achieve in the workplace by promoting equal opportunity and fair treatment in all forms of employment through elimination of unfair discrimination as well as the implementation of affirmative action measures. The hypothesis was furthermore based on the fact that the existing gender policy of Camdeboo local municipality and Inxuba Yethemba local municipality gender equality policy are inadequate to satisfy women and impacts negatively if not harmfully on human being of women. The study revealed that besides the implementation of gender equality policy by these incompetent municipal personnel, there are economic, social, political and physical effects on women. In case of applications for senior management position, preference is always given to their male counterparts at the expense of equally qualified female applications. Secondly, Gender equality in human resource determination forms part of the processing phase in the system theory. These two municipalities should be made to commit themselves by appending their signatures to all control measures put in place to evaluate the level and the extent of gender equality across all the departments/ sections in the municipality. Any section/ department that implements gender equality more effectively should be identified applauded and given recognition. This would motivate and eliminate gender inequality. Personnel provision and utilization is of paramount importance to every organization. It then becomes extremely necessary to examine the gender equality on human resource determination.

Thesis (MPhil)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: The South African government has committed itself to the promotion of gender equality in the national constitution and also with the signing and ratifying of regional and international documents. Examples of a regional document is the Southern African Development Community Declaration on Gender and Development and international document the Convention on the Elimination of All forms of Discrimination Against Women and the Beijing Platform for Action. The Gender Machinery in South Africa was created at a national level to promote gender equality on all levels of government through structures on provincial and local government levels. This study focused on the provincial level and more specifically on the gender focal persons and the Office on the Status of Women for Gender Equality in the Provincial Administration of the Western Cape (PAWC). The study was done with the aim to assess progress on the promotion of gender equality in the PAWC. Information was gathered through interviews with members of Gender focal units and the Head of the Office on the Status of Women for Gender Equality. Interviews were conducted with seven of the nine departments in the Provincial Administration of the Western Cape. Findings on the promotion of gender equality indicate that a long road lies ahead. Limited Progress is seen, however, and can be attributed to the work of dedicated gender focal persons and the Office on the Status of Women for Gender Equality. Specific to the work of dedicated gender focal persons this study finds that within the context of financial and other constraints relating to an absence of specified expectations and a double workload, progress is still made under these circumstances. Based on the findings the following recommendations are made. Firstly, broad scale gender awareness training is required for the personnel of the provincial administration. Secondly, there is a need to develop a job description for gender work and if reasonable to integrate this into the line function of gender focal persons. Thirdly, the gender focal units need to have a specific budget for gender-related work, as this will facilitate planning for gender-related projects. Finally further training is required for the gender focal persons regarding gender mainstreaming and how to translate the goals of gender mainstreaming into action in the respective departments. / AFRIKAANSE OPSOMMING: Die regering van Suid Afrika het met die nasionale grondwet, streeks dokumente en internasionale dokumente 'n verbintenis gemaak om geslagsgelykheid te bevorder. Voorbeelde van streeks dokumente is die "Southern African Development Community Declaration on Gender and Development" en internasionale dokumente is die "Convention on the Elimination of All forms of Discrimination Against Women" en die "Beijing Platform for Action". Nasionale strukture in Suid Afrika is saamgestel om geslagsgelykheid te bevorder op nasionale, provinsiale en plaaslike regerings vlakke. In hierdie studie was die fokus op die provisiale vlak en meer spesifiek die geslags fokus eenhede en die Kantoor vir die Status van Vroue vir Geslagsgelykheid in die Provisiale Administrasie van die Weskaap. Hierdie studie is gedoen met die doel om die vordering met betrekking tot geslagsgelykheid te evalueer. Inligting vir ontleding is ingesamel deur middel van onderhoude met geslags fokus persone en die hoof van die Kantoor vir die Status van Vroue vir Geslagsgelykheid. Onderhoude was gevoer met verteenwoordigers van sewe uit nege departmente van die provinsiale administrasie. Bevindinge rondom die bevordering van geslagsgelykheid toon dat daar nog 'n lang pad vorentoe is, maar dat daar wel beperkte vordering binne die provisiale administrasie gemaak word. Hierdie vordering kan toegeskryf word aan die werk van vasbeslote geslags fokus persone en die hoof van die Kantoor vir die Status van Vroue vir Geslagsgelykheid. Spesifiek tot die werk van vasbeslote geslags fokus persone wys die studie dat binne finansiële en ander beperkinge daar wel steeds vordering rondom geslagsgelykheid is binne sekere departmente. Gebaseer op die bevindinge word voorgestel dat daar eerstens ten volle bewussmakingssessies oor geslagsgelykheid gehou word vir alle personeel van die administrasie. Tweedens, dat daar 'n posbeskrywing geformuleer word vir mense wat binne die geslags fokus eenhede werk en indien moontlik moet daar gekyk word of dit deel van die lyn funksie van die geslags fokus persone gemaak kan word. Derdens moet dat daar aan die verskeie geslags fokus eenhede 'n begroting gegee word sodat projekte vir die bevordering van geslagsgelykheid beter beplan kan word. Laastens is dit belangrik dat die lede van die geslags fokus eenhede verdere opleiding kry met betrekking tot "gender mainstreaming" en die omskrywing hiervan in spesifike aksies.

No abstract available.

No abstract available.