The key aspect to stimulating economic and individual growth in the workplace has been shown in numerous case studies to be the removal of discrimination. Affirmative Action looks at dealing with, and making amends for past injustices, as well as moving towards equal employment opportunities in a constructive manner. It is about recognizing that people are inherently different whilst trying to achieve a “colour – blind” society. The Employment Equity Act No. 55 of 1998 was put in place by Government to facilitate the implementation of fair workplace practices, which will correct the imbalances of the past as well as creating a workforce, which reflects the demographics of South Africa. The inequalities in employment patterns and practices with respect to access to employment, training, promotion and equitable remuneration especially for black people, women and people with disabilities are addressed in the said Act. The Employment Equity Act is quite specific about the minimum requirements of an organisation’s Employment Equity Plan, which make it easy to identify what progress is being made towards ending discrimination in the workplace. The minimum penalty for contravening the Employment Equity Act is R500 000 and the maximum is R900 000. The question arises as to whether South African organisations are merely implementing Employment Equity policies to adhere to the basic requirements and deadlines of the Act. Or, are these policies genuinely based on commitment to the principles of equality and equal opportunity for all in the workplace. Calsonic Kansei South Africa has put into place various training and succession plans, which will help to achieve the organizational goal of being more equitable in terms of the Employment Equity Act. Employment agency databases have also been analysed to determine the availability of suitably qualified Affirmative Action employees. In this paper the writer will investigate the progress that Calsonic Kansei South Africa has made towards achieving Employment Equity in relation to other organisations within the same industry.

In South African law, affirmative action has been a very controversial topic over the years. 5 Controversial issues such as perceptions and reactions of affirmative action in the South African context are varied. 6 These reactions are often categorised as politically explosive and emotionally charged. 7 Most people fear the implications of affirmative action, more specifically the impact thereof on their individual positions within the workplace.8 Those who feel threatened by these measures, tend to question the political and ethical legitimacy thereof. 9 Those who stand to benefit from these measures often dislike the labelling associated with these measures. 10 Confusion also exits in greater society about relationship between the equal opportunity, black advancement, affirmative action and diversity management paradigms and related practices. The sources of conflicting reactions to affirmative action stem from individual, group and cultural believes and values which were both shaped by the political realities of the previous regime and the ideals people cherish for themselves in the current dispensation. Colonialist and apartheid laws, policies and practices which were racist and patriarchal provided for separate societies for blacks, whites, Indians and coloureds. 11 At this point in time separate labour systems with job reservation were applicable for whites. There were also wage differentiations between white and black people and between sexes. 12 Furthermore, disabled people were kept dependant and there were also discriminatory legislative provisions against them. 13 This history of systemic discrimination and its resulting inequality and entrenched disadvantage for black, coloured and Indian women and the disabled, was and still is well-known both nationally and internationally. 14 Internationally, apartheid has been extensively disapproved. Examples hereof include the United Nations that declared apartheid and its impact a “crime against humanity” and a negation of the United Nations Charter, 15 expressions of censure culminated in the adoption of the International Convention on the Suppression and Punishment of the Crimes of Apartheid16 and the expulsion of South Africa from the United Nations and its agencies. 17 Nationally, on the other hand, South Africa promulgated several legislative pieces namely, the Constitution, the Promotion of Equality and Prevention of Unfair Discrimination Act 4 of 2000 and the Employment Equity Act 55 of 1998.

Peut-on dire Dieu ? Dieu lui-même parle-t-il et se dit-il ? Les deuxquestions semblent intimement liées : si le langage est tenu pour une réalité étrangèreà la nature divine, il est en effet susceptible d’être jugé inapte à son expression. Cettethèse est consacrée à l’exploration d’une question qui a rencontré un intérêt sansprécédent dans le platonisme des débuts de l’époque impériale : celle de l’articulationentre le discours (λόγος) et le divin (θεός). Le signe le plus évident de cet intérêtnouveau pour la question du rapport entre discursivité et divinité est l’essor queconnaît alors le motif du « dieu ineffable » (θεὸς ἄρρητος). Les trois auteurs surlesquels porte cette étude – Philon, Plutarque et l’auteur présenté dans l’Élenchos(VII, 14-27, X, 14) comme « Basilide » – se caractérisent par une commune adhésionà l’idée que Dieu échappe à l’appréhension verbale, mais cette idée est loin des’exprimer chez eux de façon uniforme : si Plutarque semble réticent à déclarer Dieu« ineffable », Philon, lui, le reconnaît tel avec insistance, tandis que « Basilide »,considérant que le dire « ineffable » revient encore à en dire quelque chose,surenchérit en le déclarant « pas même ineffable ». Pour comprendre ces divergences,il s’agira d’examiner les données ontologiques, gnoséologiques et linguistiques quiexpliquent les positions respectives de ces auteurs sur la question de l’expression dudivin. Cette enquête débutera par un chapitre préliminaire où l’on situera dans soncontexte – celui du médioplatonisme – le débat sur le divorce entre λόγος et θεός etoù l’on en recherchera les prémisses chez Platon, Aristote et dans la spéculationpythagorisante. / Can one make statements about God ? Does God speak and does hemake statements about himself ? These two questions are intimately related: iflanguage is taken to be a reality extraneous to God’s nature, it might be consideredunsuitable for expression of his nature. This dissertation explores the question of thearticulation between discourse (λόγος) and the divine (θεός) that became a prominentlocus of debate in early imperial Platonism. The clearest sign of this new-foundinterest in the relationship between discursivity and divinity is the growth in the motifof “ineffable God” (θεὸς ἄρρητος). The study looks at three authors – Philo,Plutarch, and the author presented in the Elenchos (VII, 14-27, X, 14) as “Basilides” –linked by a common adherence to the idea that God escapes verbal apprehension.Their respective way of expressing this idea is by no means uniform, however : ifPlutarch seems reticent to declare God “ineffable”, Philo declares this moreemphatically; “Basilides”, meanwhile, reckoning that declaring God “ineffable” isstill saying something about him, goes even further by declaring him “not evenineffable”. In order to understand these differences we must examine the ontological,gnoseological, and linguistic facts that explain the respective positions of theseauthors on the expression of the divine. This inquiry starts with a preliminary chapterwhich situates the debate about the gulf between discourse and God in its context –Middle Platonism – and seeks its premises in the thinking of Plato, Aristotle andPythagoreanizing speculation.

Thesis (LLM. (Development and Management Law)) -- University of Limpopo, 2022 / The study looks into the phenomenon of Black Economic Empowerment in South Africa (B-BBEE) in the mining sector. The newly elected government in South Africa had to deal with the injustices of the past under the apartheid government and had to introduce programmes to help the Historically Disadvantaged South Africans and building the economy. For many years, the mining sector contributed to the South African economy; however, mining operations in South Africa have not given the Historically Disadvantaged South Africans opportunities to participate in the mining industries or partake in the mining sector. The introduction of the Broad-Based Black Economic Empowerment in South Africa aims to promote and provide better opportunities to the previously disadvantaged communities in South Africa. However, it has been reflected that there is a slow transformation in the mining industry and economic participation of the Historically Disadvantaged South Africans in South Africa. The study finds that broad-based black economic empowerment (B-BBEE) policies have had little developmental impact and were not properly implemented in the mining sector. Keywords: Broad-Based Black Economic Empowerment, Affirmative Action, Empowerment and the Mining Sector in South Africa

The study sought to establish the effect of age, gender, job level and race on attitudes towards affirmative action. A research was conducted in a government organisation in the security cluster in one of the provinces in South Africa. Findings indicated that men and women’s disposition towards affirmative action was positive. Employees at different job levels and varying age groups were also positive towards affirmative action in general. There were significantly lower numbers of white participants and those on senior management levels such that this cannot be objectively reported. The generally positive regard employees have towards affirmative action is good for the organisation if it wants to build a cohesive culture that is non sexist and does not discriminate on the basis of job level and age. / Industrial and Organisational Psychology / (M. Com. (Industrial and Organisational Psychology))

Thesis (MPA.) --University of Limpopo, 2002 / Refer to the document

Thesis (M.A. (Media Studies)) --University of Limpopo, 2014 / The purpose of this study was to investigate if there was any statistical significant difference in attitude towards Affirmative Action and job satisfaction of employees in the South African Broadcasting Corporation in Limpopo Province (SABC Limpopo Combo). The Attitude towards Affirmative Action Questionnaire (AAAQ) and the Job Satisfaction Questionnaire (JSQ) were distributed among employees/journalists (N=86) who were randomly selected. The results were analysed using the Chi-Square test and the t-test. The results revealed no statistical significant difference in attitudes towards Affirmative Action among employees or journalists and no significant relationship between attitudes towards Affirmative Action and job satisfaction. However, results revealed that senior employees/journalists were more satisfied than junior employees/journalists in (1) pay and benefits, and (2) job activities/work itself. Recommendations were made, which may be considered during the interpretation of organisational turnaround strategies and employment equity in workplaces or in the media.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: As a direct result of having segregated amenities and public services during the Apartheid era where Black individuals were provided with services inferior to those of White individuals, the country is currently challenged by serious and debilitating issues such as a skills shortage across most industry sectors, high unemployment and poverty rates, and inequality in terms of income distribution as well as in terms of racial representation in the workforce. The country is furthermore facing social problems such as high crime rates and high incidence of HIV/AIDS. A discussion is put forward that these challenges are the consequence of a larger problem. The larger problem being the fact that knowledge, skills and abilities are not uniformly distributed across all races. The situation is that in the past, and still now, White South Africans have greater access to skills development and educational opportunities. It is this fundamental cause that must be addressed to in order to create a sustainable solution to the challenges described above. It is therefore argued that a means to overcome the challenges the country faces as a result of Apartheid is through skills development – specifically affirmative action skills development. Affirmative action skills development will entail giving previously disadvantaged Black individuals access to skills development and educational opportunities as to equip them with the currently deficit skills, knowledge, and abilities. It is proposed that affirmative action skills development is one of the most effective mechanisms through which the aforementioned problems facing the country might be alleviated. A need was therefore identified for Industrial Psychology researchers to assist organisations to identify the individuals who would gain maximum benefit from such affirmative action skills development opportunities. To achieve this, an understanding is required of the factors that determine whether or not a learner will be successful if entered into an affirmative action skills development opportunity. Some studies have already been conducted regarding this need. One such study was conducted by de Goede (2007). The primary objective of this study consequently was to expand on De Goede’s (2007) learning potential structural model. Non-cognitive factors were added to the De Goede (2007) learning potential structural model in order to gain a deeper understanding of the complexity underlying learning and the determinants of learning performance. A subset of the hypothesised learning potential structural model was then empirically evaluated. The measurement model was found to have a good fit. However, the first analysis of the structural model failed to produce a good fit to the data. The analysis of the standardised residuals for the structural model suggested the addition of paths to the existing structural would probably improve the fit of the model. Modification indices calculated as part of the structural equation modeling pointed out specific additions to the existing model that would improve the fit. The model was subsequently modified by both adding additional paths. Furthermore, when considering the modification of an initially proposed structural model, the question should not only be whether any additional paths should be added, but should also include the question whether any of the existing paths should be removed. To this end the unstandardised beta and gamma matrices were examined and it pointed to insignificant paths that could be removed. The model was subsequently also modified by removing insignificant paths. The final revised structural model was found to fit the data well. All paths contained in the final model were empirically corroborated. The practical implications of the learning potential structural model on HR and organisations are discussed. Suggestions for future research are made by indicating how the model can be further elaborated. The limitations of the study are also discussed. / AFRIKAANSE OPSOMMING: ‘n Resultaat van Apartheid is dat Suid Afrika dringende uitdagings in die gesig staar soos byvoorbeeld lae vaardigheidsvlakke, hoë vlakke van werkloosheid en armoede, en ongelykheid in terme van inkomste en verteenwordiging in die werksmag. Suid Afrika het onder meer ook die uitdagings van hoë vlakke van misdaad en HIV/VIGS. Hierdie tesis stel voor dat die bogenoemde uitdagings simptome is van ‘n groter probleem, naamlik gebrekkige opleiding en ontwikkeling van vaardighede van Swart Suid Afrikaners. Dit is hierdie gebrek aan vaardighede wat aangespreek moet word om ‘n volhoubare oplossing tot die bogenoemde uitdagings te vind. Die argument word gestel dat ‘n oplossing gevind sal word in regstellende ontwikkeling. Regstellende ontwikkeling behels om voorheen benadeelde Swart Suid Afrikaners toegang te gee tot opleidings en ontwikkelingsgeleenthede. Dit word gestel dat regstellende ontwikkeling die meganisme is waardeur die land se uitdagings aangespreek moet word. ‘n Behoefte is dus geïdentifiseer vir Bedryfsielkundiges om navorsing te doen aangaande die eienskappe van studente wat sal bepaal of hulle suksesvol, al dan nie, sal wees tydens versnelde regstellende ontwikkeling. ‘n Soortgelyke studie is reeds onderneem deur de Goede (2007). Die primêre doelwit van hierdie studie was gevolglik om De Goede (2007) se leerpotensiaal-strukturele model uit te brei. Nie-kognitiewe faktore is tot De Goede (2007) se model toegegevoeg om ’n meer indringende begrip van die kompleksiteit onderliggend aan leer en die determinante van leerprestasie te verkry. ‘n Subversameling van die voorgestelde leerpotensiaal-strukturele model is vervolgens empiries geëvalueer. Dit is gevind dat die metingsmodel die data goed pas. Met die eerste analise van die strukturele model is goeie passing nie verkry nie. ‘n Ondersoek na die gestandardiseerde residue het getoon dat die toevoeging van addisionele bane tot die bestaande strukturele model waarskynlik die passing van die model sou verbeter. Modifikasie-indekse bereken as deel van die strukturele vergelykingsmodellering het spesifieke bane uitgewys wat die passing van die model sou verbeter indien dit bygevoeg word tot die bestaande model. Die strukturele model is dus aangepas deur addisionele bane by te voeg tot die bestaande model. Die strukturele model is ook aangepas deur bane te verwyder wat nie statisties beduidend was nie. Die bevinding was dat die hersiene model die data goed pas. Alle bane in die finale model is empiries bevestig.

The study sought to establish the effect of age, gender, job level and race on attitudes towards affirmative action. A research was conducted in a government organisation in the security cluster in one of the provinces in South Africa. Findings indicated that men and women’s disposition towards affirmative action was positive. Employees at different job levels and varying age groups were also positive towards affirmative action in general. There were significantly lower numbers of white participants and those on senior management levels such that this cannot be objectively reported. The generally positive regard employees have towards affirmative action is good for the organisation if it wants to build a cohesive culture that is non sexist and does not discriminate on the basis of job level and age. / Industrial and Organisational Psychology / (M. Com. (Industrial and Organisational Psychology))

M.A. / The problem highlighted above, based on the research done in local authorities (Annexure 1), led to the conclusion that it would be of considerable assistance to local authorities if provided with a guide containing applicable information and practical guidance to address and overcome the problem areas highlighted above. The study endeavours to provide such information and guidance. Based on theoretical research the study gives an overview of affirmative action in the United States of America with specific reference to court cases which deal with contentious aspects of affirmative action also faced by employers in South Africa. It also discusses the legal and developmental environments steering the implementation of affirmative action in South Africa and specifically in local government. In doing so, it focuses on lessons to be learned from the experience of other employers in South Africa with specific reference to local authorities as indicated by research done (Annexure 1). As highlighted guidance in respect of process and content will make a significant contribution to the success of affirmative action in the local government sector and will assist local authorities to avoid some of the problem areas and pitfalls highlighted. Therefore based on legislation and agreements pertaining to local government and practical research (Annexure 1), the study discusses a step-by-step organisation/sector-specific process to be followed in implementing affirmative action in local government and the basic content to be addressed during the various phases of the process. In so doing the study inter alia highlights the procedure to be followed to adopt and give effect to all legislation and agreements in the local government sector in a political and economic balanced manner; focuses on how to establish and task the appropriate and legitimate structures which must champion the process of planning and implementation, provides a working method and framework through which common ground can be reached on the extent and content of affirmative action and commitment obtained therefor, provides the procedures and methods through which perceptions, fears and expectations of employees can be determined and addressed as the basis for establishing a culture and climate conducive for affirmative action, discusses the process to be followed to establish an affirmative action policy and strategic plan including the basic contents of these documents and the specific key performance areas to be addressed and programmes to be developed during planning and implementation; Policy Framework for the Implementation of Affirmative Action in Local Government 6 • through the provision of abovementioned aspects, establishes a framework and methods for the continued evaluation and monitoring of the implementation process. In combining theory and practice to give a holistic perspective of affirmative action within the local government context, the study should make a valuable contribution to the successful implementation of affirmative action in the local government sector in South Africa. Given the historical constraints such as human perceptions and intolerance, cultural diversity, lack of education of certain groups, etc., achieving such a perfect balance will be a laudatory accomplishment in the interest of all South Africans and one that must be pursued. It is believed that through a proper implementation of the process detailed in this study and specifically through the establishment and utilisation of the structures and programmes identified, a workable and balanced implementation of affirmative action can be achieved. This is specifically so since it is a democratic, accountable and transparent process based on constructive engagement of, and consultation with, all the role-players involved in affirmative action.