D.Ed. (Educational Psychology) / Please refer to full text to view abstract

MPM / Oliver Tambo Institute of Governance and Policy Studies

Master of Science / Department of Family Studies and Human Services / Karen S. Myers-Bowman / There are three different approaches for the treatment of lesbian, gay, bisexual, transgender, questioning, and intersex (LGBTQI) sexual orientations: reparative therapies, gay-affirmative therapies, and person-centered approach. These therapeutic approaches will be discussed individually and Kitchener’s Model of Ethical Decision Making or Moral Justification will be applied to each of them with the purpose of identifying which is the most ethical. The American Association for Marriage and Family Therapy (AAMFT) scholars have not created guidelines for working with LGBTQI or made a clear stance on what they believe would be the best approach to take, therefore, clinical and ethical implications and recommendations for the field of marriage and family therapy will be discussed.

SAMMANFATTNING Titel: Är positiv särbehandling aktuellt? – Den positiva särbehandlingens inverkan på rekryteringsarbetet inom offentlig sektor. Nivå: C-uppsats i ämnet företagsekonomi Författare: Medul Aurangazeb och Rebecca Råsberg Handledare: Kristina Mickelsson och Pär Vilhelmson Datum: 2016 – Januari Syfte: Syftet med denna studie är att få en ökad förståelse för hur rekryterare inom organisationer arbetar och hur de styrs av positiv särbehandling. Metod: Studien har gjorts utifrån en kvalitativ metod för att få en helhetsförståelse kring begreppet positiv särbehandling och empiriskt material har samlats in genom semistrukturerade intervjuer. Tio rekryterare inom den offentliga sektorn har intervjuats och materialet har därefter analyserats samt bearbetats med hjälp av den teoretiska referensramen, för att sedan presentera ett resultat av data. Resultat & Slutsats: Studien har visat att positiv särbehandling kan ha en inverkan i en organisations rekryteringsprocess. Vissa organisationer ansåg sig inte ha behov av att nyttja positiv särbehandling, medan andra tillämpade den genom riktad annonsering och för att kunna skilja två lika kvalificerade kandidater åt i slutfasen av rekryteringsprocessen. Med hjälp av att aktivt arbeta med positiv särbehandling kan en organisation få en jämnare könsfördelning och därmed uppnå mångfald. Förslag till fortsatt forskning: För att få ett ytterligare perspektiv behöver fler kvalitativa intervjuer göras för att fastställa hur organisationer inom offentlig sektor skapar och upprätthåller mångfaldiga arbetsgrupper om de inte arbetar utifrån positiv särbehandling. Det skulle även vara intressant att undersöka vidare om synen på jämställdhet har förändrats hos rekryterare och chefer inom organisationer. Studiens bidrag: Det finns skilda åsikter kring positiv särbehandling och den kan lätt missförstås. Studien har bidragit till att om positiv särbehandling tillämpas på ett korrekt sätt sker ingen diskriminering och kandidaten anställs utifrån sin kompetens samt att organisationen kan uppnå mångfald. Genom att öppna vägar för underrepresenterade grupper med riktad annonsering samt gå ut i samhället för att locka en bredare grupp av individer, kan även leda till ökad mångfald. Nyckelord: positiv särbehandling, kön, kvinnor, rekryterare, motstånd, mångfald / ABSTRACT Title: Is affirmative action up to date? - The influence of the affirmative action on recruitment in the public sector. Level: Final assignment for Bachelor Degree in Business Administration Author: Medul Aurangazeb and Rebecca Råsberg Supervisor: Kristina Mickelsson and Pär Vilhelmson Date: 2016 - January Aim: The purpose of this study is to gain a better understanding of how recruiters in organizations work and how they are controlled by affirmative action. Method: The study was based on a qualitative method to get an overall understanding of the concept of affirmative action and the empirical data were collected through semi-structured interviews. Ten recruiters in the public sector have been interviewed and the material is then analyzed and processed using the theoretical framework, this to report the results of the data. Conclusions: The study shows that affirmative action can have an impact on an organization's recruitment process. Some organizations did not have the need to use affirmative action, while others applied it with advertising and to be able to distinguish between two equally qualified candidates at the final stage of the recruitment process. By working actively with affirmative actions an organization can get a more equal gender balance and achieve diversity. Suggesstions for future research: In order to get an additional perspective more interviews are needed to determine how public sector organizations create and maintain diverse working groups, this if they do not work on the basis of affirmative action. It would also be interesting to further investigate if recruiters and managers view of equality has changed within organizations. Contribution of the thesis: There are different opinions regarding affirmative action and it can easily be misunderstood. The study has contributed with, if affirmative action is applied correctly, there is no discrimination and the candidate is hired based on their qualifications and the organization can achieve diversity. By making the way easier for underrepresented groups with targeted advertising, and go out into the community to attract a broader group of individuals, this could also lead to increased diversity. Key words: affirmative action, gender, women, recruiters, resistance, diversity

Health Studies / M.A. (Health Studies)

Thesis (MBA)--Stellenbosch University, 2000. / ENGLISH ABSTRACT: The Growth, Employment and Redistribution strategy (GEAR) has not been successful in bringing about growth in the South African economy as planned. The biggest failure of GEAR has however been the fact that employment levels have continued to drop since its implementation. Unemployment levels, as well as the scales and levels of employment are furthermore still dramatically skewed in favour of the previously advantaged, namely white men. That group, is however, still the most highly skilled in our economy. AIDS may furthermore have a dramatic impact on the labour force in South Africa. Studies show that the reduction of inequality in society is a way of promoting economic growth. The upgrading of skills, improving access to jobs, occupations, training and promotion opportunities advance all members of the workforce and makes it possible for them to achieve maximum productivity and efficiency. On a wider scale, the elimination of discrimination raises economic efficiency throughout the economy by ensuring a more rational allocation of labour resources. By increasing the pool of skilled and qualified employees and improving labour market mobility, economic efficiency is enhanced. Given this, it seems that a move to employment equity is the only manner in which the ailing South African economy can be addressed. The legislative framework to serve as the foundation for equity in the workplace is complete. Through the application of the Labour Relations Act (No 66 of 1995) (LRA) and the Basic Conditions Employment Act (BCEA) equitable collective bargaining processes and equitable treatment of employees can be obtained. The Employment Equity Act (No 55 of 1998) not only prohibits discrimination, but actually set up a framework within which affirmative action can take place. The process of transforming the profile of the labour force will, however, not be complete (or successful) if it is not accompanied by a programme to change the skills structure within South Africa. The Skills Development Act (No 97 of 1998) aims to distribute the necessary skills to previously disadvantaged groups in order to empower them to hold jobs at higher levels. If used correctly, this legislative framework will not only transform South African workplaces, but will also bring about much needed societal change. The transformation process at UPE, resulting in the Employment Equity Plan as well as the Policy on the Promotion of Equality, Diversity and Elimination of Unfair Discrimination has been transparent and inclusive in nature. The process and the resulting documents can serve as basis for other tertiary institutions to bring about the required change. Given the solid research and consultation that went into formulating the plan and policy, it is to be hoped that this plan will be consistently implemented and the success constantly monitored. / AFRIKAANSE OPSOMMING: GEAR was nie so suksesvol as wat verwag is om groter groei vir die Suid- Afrikaanse ekonomie mee te bring nie. Die grootste mislukking van GEAR was egter die feit dat werkloosheid steeds toeneem. Werkloosheidvlakke, sowel as die verdiensteskale en die vlakke van diensverrigting in Suid-Afrika is verder ook dramaties oneweredig ten gunste van blanke mans. Hierdie groep is egter steeds die groep met die beste vaardighede in Suid-Afrika. Vigs mag ook nog verder 'n dramatiese impak op die Suid-Afrikaanse arbeidsmag hê. Navorsing vertoon dat die vermindering van ongelykheid binne die gemeenskap ekonomiese groei kan meebring. Dit is omdat beter opleiding en verbeterde toegang tot werksgeleenthede, opleiding en bevordering al die werknemers begunstig en sodoende dit moontlik maak vir hulle om met maksimale produktiwiteit en effektiwiteit hulle dagtaak te verrig. Op 'n breër vlak kan die verwydering van diskriminasie tot verbeterde ekonomiese effektiwiteit in die ekonomie deur 'n meer rasionele verdeling van arbeidsvaardighede lei. Indien 'n groter groep kundiges geskep word kan die ganse ekonomiese groei verbeter word. Om hierdie rede is billike arbeidspraktyke die enigste manier waarop die kwynende Suid-Afrikaanse ekonomie herstel kan word. Die wetgewende raamwerk waarbinne billikheid in die arbeidsmag gereguleer word, is voltooi. Deur die toepassing van beide, die Wet op Arbeidsverhoudinge (Nr 66 van 1965) en die Wet op Basiese Diensvoorwaardes (Nr 55 van 1998) word billike kollektiewe bedinging en billike hantering van werknemers by die werkplek verseker. Die Wet met betrekking tot Billikheid ten opsigte van Indiensneming verbied nie net diskriminasie nie, maar stel 'n raamwerk daar waarbinne regstellende aksie kan geskied. Die proses van transformasie van die arbeidsmag sal egter nie volledig (of suksesvol) kan wees indien dit nie gepaard gaan met 'n program waardeur die vaardigheidstruktuur in Suid-Afrika verander word nie. Die Vaardighede Ontwikkelingswet (Nr 97 van 1998) poog om die nodige vaardighede aan voorheen agtergeblewe groepe te versprei om hulle sodoende te bemagtig om arbeid op 'n hoër vlak te kan verrig. Indien hierdie wetgewende raamwerk goed gebruik word sal dit nie net organisasies verander nie, maar lei tot 'n verandering binne die breë gemeenskap. Die proses van transformasie by UPE wat gelei het tot die daarstelling van 'n Plan vir Billike Indiensneming sowel as 'n Beleid vir die Bevordering van Gelykheid en Diversifikasie en die Verwydering van Onbillike Diskriminasie was deursigtig en inklusief van aard. Die proses en die beleid kan as basis dien vir ander tersiêre instellings om die nodige verandering mee te bring. Gegewe die navorsing en konsultasie waarmee die daarstelling van die plan en beleidsdokument gepaard gegaan het, sal die plan hopelik konsekwent toegepas en die sukses daarvan deurlopend geëvalueer word.

Kvinnor har länge varit exkluderade från ledarpositioner, såsom styrelser, men utvecklingen mot en mer jämställd könsfördelning går långsamt framåt. Syftet med uppsatsen är att skapa förståelse för hur kvinnor i styrelser kan bidra till utvecklingen mot en jämnare könsfördelning. Genom att intervjua fem kvinnliga styrelseledamöter har vi fått en inblick i deras upplevelser och erfarenheter av styrelsearbete och könsroller. Kvinnorna i undersökningen har, genom många års styrelsearbete i olika former samt genom gedigna arbetserfarenheter, arbetat sig fram till ledande positioner inom olika branscher och företag. Även om de överlag inte anser sig ha behandlats annorlunda i styrelsen på grund av sitt kön kan vissa av kvinnorna ändå uppleva att de ibland förväntas ansvara för specifika uppgifter just för att de är kvinnor, att de behöver tuffa till sig eller att de måste vara mer pålästa och duktigare än männen. De anser att kvotering kan vara det enda sättet att få jämställda styrelser men understryker att det bör vara kompetensen som avgör vem som får uppdraget. För att lyckas bra som ledamot krävs, enligt respondenterna, en viss baskunskap om ekonomi och ledarskap samt ett visst mått av självsäkerhet och att våga stå för sina åsikter. Kravbilden på styrelsemedlemmar i bolagsstyrelser har ökat under de senaste årtiondena och det krävs att medlemmarna som individer har en hög kompetens och att styrelsen i sin helhet besitter en bred kunskapsbas. Denna utveckling kan ha en positiv effekt på könsfördelningen då det är fler kvinnor än män som har universitetsutbildning och eftersom en mer heterogen grupp ger ett bredare spektrum av kunskaper. Kvinnorna i undersökningen har genom sina positioner bidragit till brytandet av normer och gör det därför lättare för andra kvinnor att följa i deras spår. Det råder ingen brist på kompetenta kvinnor men utmaningen ligger i att kartlägga och synliggöra dessa kvinnor och ge dem samma möjlighet som männen att nå ledande positioner. / Women have long been excluded from leadership positions, such as boards of directors, but the development towards an equal gender distribution is slowly progressing. The purpose of this paper is to create an understanding of how women in boards can contribute to the development of a more equal gender balance. By interviewing five female board members we have gained insights of their experiences of board work and gender roles. The women in our study have, through many years of board work in various forms and through extensive work experience, worked their way towards leading positions in different businesses and companies. Even though they don’t consider themselves being treated differently because of their gender some of the women can still experience expectations to do certain tasks just because they are women, that they need to toughen up or that they have to be better prepared and more capable than the male board members. They consider affirmative action to be the only way to make boards equal, but they emphasize that qualifications should be the determining factor of who gets the assignment. To succeed as a board member a basic knowledge of finances and leadership is required and also a certain degree of self-assurance and the courage to stand up for their opinions, according to the respondents. The requirements of corporate board members have increased in recent decades and it is required that the members, as individuals, have a high level of competence and that the board, as a whole, possesses a broad knowledge base. This development could have a positive effect on the gender balance since there are more women than men with a university education and since a heterogeneous group of people results in a wider range of knowledge. The women in the study have, through their positions, contributed to the breaking of norms and therefore make it easier for other women to follow in their tracks. There is no shortage of qualified women but the challenge is to identify and recognize these women and give them the same opportunity as men to reach senior positions.

Background- South Africa, the most southern country at the African continent as the name depicts, is a country where Apartheid has prevailed the historical and contemporary landscape of the nation.  The era of Apartheid, being a system of discrimination and segregation, produced racial imbalances within the South African society and polices of affirmative action was enforced as an attempt to redress the racial inequalities. Purpose- By studying a distinctive type of affirmative action in a historically ethnically distressed context (organizations in South Africa), the purpose of this thesis was to receive insight on what impact affirmative action has on employees’ attitudes towards equality. The purpose was divided into two research questions to get an understanding of the implications that shape employees’ attitudes. The first research area aimed to identify and investigate which key factors are influencing employees’ attitudes towards affirmative action. The second research area considered the underlying cause of affirmative action and thereby investigated what impact affirmative action has on individuals’ as well as groups’ attitudes towards equality. Method- In order to fulfill the purpose of this thesis we used a qualitative method approach.  The approach adopted for the qualitative study was a constructivist grounded theory approach and the research has been performed with both an inductive and a deductive approach. The empirical material has been gathered through in-depth semi-structured interviews with eight employees at four different multinational companies operating in South Africa, by informal interviews with individuals in South Africa and through parallel observations.  Results and Conclusion- We provide five key factors that influence employees’ attitudes towards affirmative action; organizational culture, top management support, incentive for teams versus individual performance, prior experience of diversity and cultural artifacts. Furthermore, we present a three-step model on how intergroup contact can impact employees’ attitudes towards equality. We found that increased exposure towards diversity, through group interactions, can decrease employees’ negative prejudices, evaluations of other groups and thus enable an understanding that can help create a more positive attitude towards equality. Practical Implications- The key influencing factors identified in this study will help increase the knowledge of how to manage affirmative action within organizations. The findings can help managers and business leaders dealing with the implementation and management of affirmative action, both for their own understanding as well as in terms of guiding their employees on their approach toward affirmative action programs.

This thesis is based on a qualitative research made on a public university in La Paz, Bolivia. The aim was to examine the beliefs and perceptions of the employees regarding the ethnic anti discrimination work at the university. As the Bolivian anti discrimination law and the constitution of 2009 has been made to improve the rights for the indigenous groups in Bolivia,we also wanted to hear if the laws have been implemented in their daily work.Seven interviews were done with the help of an interpreter, and a mix of goal oriented and snowball selection was used. Through the interviews, we found out that the ethnic anti discrimination work at the university is almost non-existing. It also showed that not much has been done to follow the law and the reforms of the constitution. This can be seen as nonperformative.Even though there are regulations about discrimination, the university is not actively working on the implementation of them. The opinion if an anti discrimination work was needed varied among the employees, as some respondents said that discrimination did not even exist at their faculty. To improve the ethnic anti discrimination work many of the respondents pointed on the need of a change in the culture. One important discussion has been about the lack of communication, information and education. These facts together with the change of culture can be seen as the most important factors to make progressions within the ethnic anti discrimination work at the university.

This research focused on affirmative action, equity in the workplace, skills development and training. It examined the manner in which policies and practices aimed at realising representativeness were implemented by the City of Cape Town. Reasons for the slow progress made at realising representativeness in the City of Cape Town were identified as well as the shortcomings of current policies, procedures and practices.