A thesis submitted in fulfilment for the requirement for the degree of Doctor of Philosophy in the Department of Psychology at the University of Zululand, 2006. / This study was conducted to ascertain whether
uMkhanyakude District Municipality complies with the
provisions of the Employment Equity Act No55 of 1998 and
to examine whether the Municipality has devised
recruitment methods that provide access to a wider pool
of job applicants.
Some of the outcomes derived from diversity initiatives
are not easily quantifiable or measured but they clearly
demonstrate the benefits that can be realized by an
organization. Benefits such as:
Improved organizational image stemming from more
diverse positive reputation and the presence of diverse
employees in key positions. Improved co-operation and communication within diverse
work-teams, few as they are.
Findings_ of this study indicated that cultural diversity is the least understood phenomenon and that the municipality has not made an effort to diversify. This is indicated by the fact that there are no African or White females in the strategic or decision making positions. This under-representation of women constitutes gender discrimination. Also the municipality has not made an effort to develop a strategy on diversifying despite submitting the workforce profile to the Department: of
labour; no help has been forthcoming in order to develop equity policies to address high levels of under-representation.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:uzulu/oai:uzspace.unizulu.ac.za:10530/64 |
| Date | January 2006 |
| Creators | Dlamini, Bongani Innocent |
| Contributors | Ngcobo, H.S.B. |
| Source Sets | South African National ETD Portal |
| Language | English |
| Detected Language | English |
| Type | Thesis |
| Format | application/pdf |
Page generated in 0.0053 seconds