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The obligation on employers to effect affirmative action measuresPapu, Mzimkulu Gladman January 2017 (has links)
Since 1994, South Africa has undergone socio-economic, political and demographic transformation. The Employment Equity Act (No 55) of 1998 aims to facilitate workplace transformation through the elimination of unfair discrimination and the implementation of affirmative action measures to enable equitable representation of employees in all occupational categories and levels in the workplace. This legislation was amended on 1 August 2014, and South Africa has watched with keen interest to see what the impact of the amendments to the Employment Equity Act would be on the world of work. For many it was to see whether job seekers and individuals from the designated groups experienced equity in access to the workplace and fair treatment in employment. For others, it was to see to what extent businesses would either benefit from its accountability and fairness to all employees or suffer from increased regulatory compliance to employment equity and affirmative action amendments. At the heart of the amendments was a need to make the South African Constitution real for South Africans in facilitating work inclusive environments in which people are enabled and motivated to contribute to the goals of the organisation. The state must respect, protect, promote and fulfil the rights in the Bill of Rights, one of these rights being equality. Affirmative action as a component of employment equity is inherently part of the process of increasing and managing diversity and identifying barriers to fair employment. Transformation does make business sense. No business will survive in the long-run, unless it reinvents itself and constantly adapts to the ever-changing demands of an increasingly competitive global environment in which it operates. An organisation’s ability to create a work culture in which diversity management is effectively managed is more likely to experience the positive effects thereof on its business. Organisations require a diverse workforce with the requisite multidisciplinary talents and knowledge to achieve its goals in an ever-changing environment. The evaluation of the extent of the progress and the narrative is to be drawn from the reported workplace demographics. This is made up of statistical analyses of the representation of individuals from designated groups at different occupational levels, as well as training and progression of designated employees by reporting employers. The ultimate test of transformation however, is in the extent to which employees would vouch for the inclusivity of the workplace environment and the total absence of unfair discrimination based on listed and arbitrary grounds. For the Commission to be able to comment on the experience of diversity management and inclusion as part of employment equity, a different approach needs to be taken. I am excited to share that the Commission’s strategic plan for the period 2016 to 2021 has prioritised the need to go beyond workforce demographic statistics and move towards a better understanding of the experience of fair treatment, diversity and “inclusion” Management. There is a significant shift in the way in which the Commission is approaching its work, in the interest of the country. It is not the aim of the Commission for Employment Equity to focus its attention on the punitive measures for non-compliance only, and accordingly the third Commission hosted the Employment Equity Awards, which recognise the good work done by organisations towards furthering the transformation agenda. The third Commission moreover developed a number of Codes of Good Practice to support the implementation of employment equity. A lot of ground was covered to enable the fourth Commission to focus on their mandate more effectively. We are grateful for their hard work and we wish them well as we look forward to realising our objectives. On a different note, the United Nations offices in New York were a hub of activity and rigorous debate during the March 2016 Summit on the Status of Women. One of the themes extensively interrogated at the summit was “Women Empowerment in the economic space”. Globally, not enough is happening to turn the economic status of women. The United Nations Sustainable Goal 5 is “Gender Equality”. A 50-50 target has been set for female representivity at all occupational levels globally. South Africa needs to work towards this goal as part of their contribution. The Summit echoed the words “Women leaders in the business world is everyone’s business”. It would do us proud in the future to be able to report significant progress in this area. Another topical issue was “Equal Pay for Work of Equal Value”. Three countries, namely Canada, Sweden and Iceland have committed themselves to pay parity across gender by 2022. South Africa on the other hand has already enacted this policy. We need to see significant change in this area. In line with the discussions during the summit, I would also like to encourage designated employers in South Africa to review policies in favour of transparency around remuneration. This will go a long way in creating an enabling environment for elimination of unfair discrimination in the workplace.
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Challenges regarding the implementation of Employment Equity Act within the Department of Health and the management thereof: a case study of Vhembe DistrictNdou, Badinwaagwaani Joseph 13 January 2015 (has links)
MPM / Oliver Tambo Institute of Governance and Policy Studies
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La diversité en tant que champ organisationnel : le cas des gestionnaires de l’équité en emploi dans les ministères et les agences du gouvernement du Canada.Doris, Julien 16 May 2023 (has links)
Les travaux en administration publique ont jusqu’à ce jour principalement abordé la question de la gestion de la diversité au travers de la thématique des représentations bureaucratiques (Mosher, 1968; Krislov et Rosenbloom, 1981; Dobbin, 2009; Peters et al., 2015). Cette littérature qui émerge dans le sillage de l’administration publique américaine des années 1960-70 a cherché à comprendre et à analyser les dispositifs de politiques publiques mis en place par les gouvernements afin d’accroitre la représentativité de la fonction publique. Ces précédents travaux ont ainsi le mérite d’avoir permis de souligner l’importance et l’efficacité de ces dispositifs mais il en reste que trop peu d’études se sont penchées sur leur institutionnalisation et leur application aux systèmes de gestion des organisations. De plus, à différentes générations de débats et de littératures sur la diversité s’ajoute aujourd’hui la question de l’EDI (équité, diversité et inclusion) en tant que nouvel espace de gestion dans le secteur public. La présente thèse de Doctorat porte sur la structuration historique du champ de la gestion de la diversité dans les ministères et les agences du gouvernement central du Canada, et plus particulièrement sur le tournant qui a fait en sorte de voir émerger (et s’institutionnaliser) l’EDI dans le secteur public. À partir des archives gouvernementales, des plans stratégiques ministériels et d’une enquête de terrain conduite auprès d’une trentaine de gestionnaires fédéraux, elle documente les processus de gestion dans les organisations sélectionnées.
Alors que la plupart des travaux néo-institutionnalistes en théorie des organisations s’intéressent à l’émergence et à l’influence de nouveaux champs de normes et de pratiques en mettant l’emphase sur les organisations, la contribution de cette étude est de souligner que les dynamiques de formation, d’évolution et de mise sous tension des champs organisationnels peuvent aussi conduire à la constitution de nouveaux « métiers ». En s’intéressant au cas des gestionnaires fédéraux de l’équité en emploi, l’étude souligne une évolution incrémentale dans l’institutionnalisation de nouvelles normes, pratiques et fonctions managériales depuis la mise en œuvre de la loi sur l'équité en matière d’emploi dans la fonction publique fédérale à compter de 1995. Cette progressive mutation de l’administration publique fédérale, d’une approche unique et réactive vis-à-vis du concept d’équité en emploi à une approche multidimensionnelle et proactive intégrant dorénavant à tous les niveaux les notions d’équité, de diversité et d’inclusion se reflète dans l’exploration des processus administratifs existants ainsi que des processus émergents. Cette exploration vient donc confirmer la constitution d’un nouveau corps de gestionnaires qui agissent en qualité d’acteurs du changement institutionnel.
À l’issue de cette étude de 17 organisations du gouvernement central du Canada, nous soulignons que les champs organisationnels peuvent entrevoir différentes formes de dynamiques ou de tensions institutionnelles : des dynamiques de professionnalisation qui coïncident avec la formation d’un nouveau corps de gestionnaires de l’EDI; des dynamiques d’autonomisation qui mettent en évidence qu’en dépit de mêmes arrangements institutionnels entre les organisations étudiées, celles-ci ont tout de même une propension à pouvoir traduire et adapter les cadres de l’EDI à leur propre réalité organisationnelle; des dynamiques de rationalisation qui mettent en lumière une fonction performative de l’EDI à l’échelle de la fonction publique via la mise en place d’indicateurs et la révision au fil du temps des outils et des procédures du contrôle de gestion et enfin, des dynamiques de politisation qui viennent dans le contexte de l’agenda gouvernemental reconfigurer les lignes de partage des responsabilités entre les acteurs politiques et les professionnels de la gestion publique.
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The concurrent validity of learning potential and psychomotor ability measures for the selection of haul truck operators in an open-pit minePelser, Marikie Karen 11 1900 (has links)
The purpose of the present study was to determine the concurrent validity of learning potential and psychomotor ability measures for the prediction of haul truck operator (N=128) performance in an open-pit mine. Specific aims were to determine the nature of the relationship between learning potential and psychomotor ability; whether there are higher order cognitive or psychomotor factors present in the combined use of the TRAM 1 and Vienna Test System measures; and the relative contribution of learning potential and psychomotor ability in the prediction of haul truck operator performance. The validity of learning potential and psychomotor ability measures was partially supported. A positive correlation between general (cognitive) ability (g) and psychomotor ability was reported. Factor analysis provided relatively consistent evidence for a general (cognitive) ability factor (g) underlying performance on all measures. The relative contribution of learning potential and psychomotor ability in the prediction of performance could not be established. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)
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Affirmative action versus discrimination in local government : Gauteng ProvinceMakgoba, Thupane Johannes 10 July 2013 (has links)
South Africa comes from an apartheid local government system that was structured to divide the citizens socially, economically, spatially and racially to ensure that only a small minority of South Africans benefited from the development and the resources of this country.
Since 1994 government departments have undergone a number of transformation processes. The Employment Equity Act 55 of 1998 and affirmative action became instrumental in ensuring racial and gender representation within the local government structures.
This study investigates the perceptions of racism, nepotism, fraud and other related problems which were perceived as a hindrance towards the effective implementation of affirmative action. The main findings of the study confirm that the implementation of affirmative action in municipalities is not effective due to lack of commitment from top management. It is anticipated that the implementation of Local Government Systems Amendment Act 7 of 2011, will enforce service delivery within municipalities. / Public Administration & Management / M. Tech. (Public Management)
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Perceived effectiveness of communication with visually impaired employees in the South African working environmentEngelbrecht, Marissa. January 2014 (has links)
M. Tech. Strategic Communication / The aim of this research is to analyse the perceived effectiveness of communication with visually impaired employees in the South African workplace. Moores (2002) model of social information needs of communication was used as a framewrok for the research.
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The challenge of transformation : an analysis of the ethical and strategic need for transformation with special reference to the Employment Equity ActReed, Stephen Graham 03 1900 (has links)
Thesis (MPhil)--University of Stellenbosch, 2003. / ENGLISH ABSTRACT: Since 1994 South Africa has undergone numerous social and political transformations.
Transformation in this country has different meanings for different people, depending on
the individuals perspective. The process of transformation has been slow for some,
particularly those people who are eager to break away from a past, which has denied
them basic individual rights. For others transformation has been too fast and thus a threat
to their status quo. In view of this, transformation must be embraced by all through the
realisation and admission that the apartheid era was inherently unfair to sections of the
population and change must therefore be regarded as the levelling of the playing field.
This study focuses on the generation of inequality, the uprooting of this evil and the
implementation of equity. In addition, this study particularly focuses on how equity can
be implemented in the workplace, why it is important to do so and what are the possible
barriers to successful implementation. I will consider some of the theories that may be
useful in initiating change. Finally, I will discuss the merits of the Employment Equity
Act as legislation to enforce equity in the workplace. / AFRIKAANSE OPSOMMING: Vanaf 1994, het Suid Afrika verskillende sosiale en politieke veranderings ondergaan.
Hierdie veraderings het verskillende betekenis vir verskillende mense, afhangend van die
individuele se insig. Die proses van veranderings was te stadig vir sommige persone,
veral diegene wie angstig was om weg te breek van die verlede, wat hulle ontneem het
van hulle basiese individuele regte. Vir andere was die veraderings veels te vinning en
was meer 'n bedreiging vir hulle onveranderlike hoë belangrike posisies. Met hierdie
faktor insig, moet veranderings omhels word deur almal se opregte beseffing en
erkenning dat die apartheid jare se alleen regte vir die een groep baie onregverdig was
teenoor die ander groepe, dus moet veranderings aanvaar word as gelykmaking
van alle onreelmatinghede.
Hierdie studie is die fokus gerig op die jare van vasgevangheid in onregverdigheid en dat
hierdie ongeregtigheid kan ontwortel word met die aanbeveling of vervangs van
geregtigheid. Die fokus lê veral klem op hoe om gelyke regte by die werksplekke toe te
pas.
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A descriptive analysis of the perception and attitude of staff on employment equity in the City of Cape Town Health DirectorateIsaaks, Ruberto Carlo 03 1900 (has links)
Thesis (MPA (School of Public Management and Planning))--Stellenbosch University, 2008. / South Africa comes from an apartheid local government system that was structured to divide citizens socially, economically, spatially, and racially to ensure that only a small minority of South Africans benefited from development. However since 1994 with the democratisation of our country, local government departments have undergone a number of transformation processes, which saw the country steadily moving away from the apartheid local government system. Representation is one of the main foundations of a non-racist, non-sexist and democratic society and achieving it is regarded as a necessary precondition to legitimise the public service to drive it towards equitable service delivery. The most prominent response to achieve a representative public service was the Employment Equity Act (No 55 of 1998), which became operational on 9 August 1999. Essentially the Act calls for a complete prohibition of unfair discrimination against all employees and requires that all designated employers undertake affirmative action measures to ensure that suitably qualified people from designated groups have equal employment opportunities. There are therefore many arguments in favour of AA and many against it, making it a formidable and complex task, especially in the South African context. However it is important to understand the reason for enactment of employment equity legislation in the workplace in terms of South Africa‟s history of discrimination and the resultant inequalities. The manner in which employment equity and affirmative action is introduced and handled in the organization can have a great influence on the perception and attitude of staff towards the topic. It therefore becomes imperative to grasp the understanding of staff on employment equity and related issues to measure if any progress was made and how to possibly improve on present practices in the organisation. Against this background this study investigated the perception and attitude of the City of Cape Town Health staff towards employment equity. The requirements of the EEA were discussed and used as the benchmark for success of implementation. The study included the review of relevant secondary sources of information but primary data was also obtained through the use of questionnaires comprising of semi structured questions to achieve this objective. The main findings from the secondary data revealed that AA is still necessary as a corrective tool, because our playing fields are far from leveled, however the reality is we have a great shortage of skills that is impacting on our global competitiveness which calls for a shift in thinking regarding the government‟s present approach.
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In addition the research also identified as a designated employer, the City of Cape Town has fulfilled the legislative requirements, in that all its policies are consistent with the requirements of the EEA. The main findings of the primary data obtained from the questionnaires recognized that senior management of the City Health directorate is committed to EE, but falls short of an effective communication plan regarding the relevant issues of EE, there is little focus on disabled appointments and many employees indicated other criteria outside 'suitably qualified' (as defined in the EEA) plays a large role in the promotion of employees.
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Employment equity : guidelines for the recruitment and selection of people with disabilities in the open labour marketSmit, Karen 03 1900 (has links)
Thesis (MA)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: Until very recent people with disabilities in South Africa were an overlooked
and under-utilised pool of labour. Disabled people have been denied the
chance to participate in employment opportunities by becoming economically
active and hence contributing towards the economy of the country. This is
because employers were seldom or never exposed to the employment of
disabled people in the open labour market. The result is that employers are
uninformed about the benefits of recruiting disabled candidates.
Since the establishment of a new democratic order in South Africa in 1994,
new legislation that protects the rights of disabled people was implemented.
The Constitution of the Republic of South Africa (No 108 of 1996), the Labour
Relations Act (No 66 of 1995) and the Employment Equity Act (No 55 of 1998)
for the first time proclaimed that it is unlawful to discriminate against people
with disabilities.
The Employment Equity Act (No 55 of 1998) encourages employers to employ
persons from designated groups. These designated groups are black people,
women and people with disabilities. To enable employers to successfully
recruit disabled people in the open labour market, existing recruitment and
selection procedures should be reviewed to remove any discriminatory
elements. It is during the recruitment and selection process that the disabled
applicant are either denied access to employment or not given a fair chance to
compete for a position.
Currently the Employment Equity Act (No 55 of 1998) only mentions the terms
"people with disabilities" and "reasonable accommodation". This Act does not
provide guidelines for employers on how to go about recruiting and employing
disabled candidates. Therefore the aim of the study is to present practical
guidelines regarding the employment of people with disabilities. These
guidelines describe in a non-discriminatory manner the recruitment and
selection process, such as reviewing job descriptions, the advertisement of
positions, interpreting the disabled candidates' curriculum vitae and interviewing the disabled applicant. The idea of reasonable accommodation
within the workplace highlights the use and benefits of assistive devices for
disabled persons so that the essential functions of a job can be performed.
Exploratory-descriptive research was done with the assistance of
questionnaires as an instrument for data collection. To meet the aims of this
study, an availability sample of 20 businesses (small, medium and large
businesses) which also included government departments in the Cape
Metropolitan area was selected. The opinions and attitudes of human
resources staff and business owners concerning the recruitment of physically
disabled people, persons with hearing impairments, persons with visual
impairments and persons suffering from epilepsy, were determined. The
research findings reflected and discussed in this study indicate that employers
do not have recruitment and selection guidelines available to recruit persons
with different disabilities successfully.
Conclusions and recommendations are made regarding the knowledge and
opinions of employers recruiting people with disabilities. The use of
recruitment and selection guidelines will benefit both the employer and the
disabled candidate. Such guidelines will enable employers to recruit disabled
persons in a fair and consistent manner. / AFRIKAANSE OPSOMMING: Tot onlangs was persone met gestremdhede in Suid Afrika onderbenut in die
arbeidsmag. Gestremde persone is verhoed om deel te neem aan
werksgeleenthede en kon dus nie aktiewe bydraes lewer tot die ekonomie van
die land nie. Die rede hiervoor is omdat werkgewers selde of nooit blootgestel
is aan die indiensneming van gestremde persone in die ope arbeidsmark nie.
Die gevolg is dat werkgewers onkundig en oningelig is oor die voordele wat
die indiensneming van persone met gestremdhede bied.
Sedert die ontstaan van 'n nuwe demokratiese bedeling in 1994, is nuwe
wetgewing daargestel wat die regte van persone met gestremdhede beskerm.
Die Konstitusie van die Republiek van Suid Afrika (Nr 108 van 1996), die nuwe
Arbeidswet (Nr 66 van 1995) en die Gelyke Indiensnemingwet (Nr 55 van
1998) het vir die eerste keer verklaar dat dit onwettig is om te diskrimineer
teen gestremde persone.
Die Gelyke Indiensnemingswet (Nr 55 van 1995) moedig werkgewers aan om
persone van agtergeblewe groepe in diens te neem. Hierdie agtergeblewe
groepe sluit in swart persone, vroue en persone met gestremdhede. Om
werkgewers in staat te stel om persone met gestremdhede suksesvol te werf,
behoort huidige werwings- en keuringsprosedures hersien te word ten einde
diskriminerende faktore te elirnineer. Dit is tydens die keuringsproses dat
persone met gestremdhede of verhoed word, of die regverdige kans gegun
word om te kompeteer vir 'n betrekking.
Die Gelyke Indiensnemingswet (Nr 55 van 1998) noem slegs die terme
"persone met gestremdhede" en "redelike voorsorg". Hierdie wet verskaf nie
riglyne aan werkgewers oor hoe om werwing en keuring van persone met
gestremdhede te behartig nie. Die doelwit van die studie is dus om praktiese
riglyne aangaande aanstelling van persone met gestremdhede daar te stel.
Hierdie riglyne beskryf die wyse van werwing en keuring op 'n niediskriminerende
wyse, soos die hersiening van posbeskrywings, advertensies van betrekkings, die interpretering van gestremde persone se curriculum vitae
en die voer van onderhoude met gestremde applikante. Redelike voorsorg
beklemtoon die gebruik en voordele van hulpmiddels vir persone met
gestremdhede sodat die essensiele werksfunksies verrig kan word.
Verkennende beskrywende navorsing is gedoen met behulp van vraelyste om
inligting te bekom. Vir die doelwitte van hierdie studie is 'n
beskikbaarheidsmonster van 20 besighede (klein, medium en groot
besighede), wat regeringsdepartemente ingesluit het in die Kaapse
Metropolitaanse gebied gekies. Die menings en opinies van menslike
hulpbronne personeel, en besigheidseienaars rakende die werwing van
persone met fisiese gestremdhede, persone met gehoorgestremdhede,
persone met gesigsgestremdhede asook persone wat aan epilepsie Iy, is
vasgestel. Die navorsingresultate van hierdie studie dui aan dat werkgewers
tans nie werwings- en keuringsriglyne benut wanneer persone met
gestremdhede in diens geneem word nie.
Gevolgtrekkings en aanbevelings oor die menings van werkgewers rakende
die werwing van gestremde persone, is gemaak. Die gebruik van werwings en
keuringsriglyne behoort beide die werkgewer en die gestremde kandidaat
te bevoordeel. Hierdie riglyne sal werkgewers in staat stel om persone met
gestremdhede op 'n regverdige en eenvormige wyse aan te stel.
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Leadership style as a component of diversity management experience / Annelie GildenhuysGildenhuys, Annelie January 2008 (has links)
Thesis (Ph.D. (Industrial Sociology))--North-West University, Potchefstroom Campus, 2008.
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