Dissertations / Theses: 'Canada. Employment Equity Act'

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Voyageur, Cora Jane. "Employment equity and Aboriginal people in Canada." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/nq23086.pdf.

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Chabursky, Lubomyr. "A critical examination of the Employment Equity Act /." Thesis, McGill University, 1992. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=60698.

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The Employment Equity Act obliges employers to undertake affirmative action to combat employment discrimination. On October 31st, 1991, a Parliamentary Committee was appointed to review the EEA and make recommendations for its improvement. This thesis assesses the EEA within the historical context of discrimination remedies. The thesis argues that the solution to systemic discrimination in employment cannot consist merely of measures that increase the representation of minorities in the workplace. Rather, the solution must also include measures designed to change traditional attitudes and stereotypes about the employment of minority groups, whether these attitudes take the from of prejudice, paternalism, or inhibitions. A change in attitudes among employers will also help to eliminate apparently neutral employment policies and practices that nevertheless have an adverse effect on the opportunities of women and minorities. The EEA incorporates aspects of all three strategies in a hands-off approach that invites employers to become equal partners in the quest to overcome discrimination in the work place.

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Leck, Joanne. "Employment equity programs in Canada's federal jurisdiction." Thesis, McGill University, 1991. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=70313.

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Since the introduction of the Employment Equity Act in 1986, organizations in Canada's federal jurisdiction have been required to adopt Employment Equity Programs (EEPs) designed to increase the presence of four traditionally under-represented groups: women, aboriginal peoples, disabled persons, and visible minorities. This dissertation reports the results of a study that identifies the type of EEPs organizations subject to the Act have adopted, examines the impact that EEPs have had on hiring and promotion, and identifies what makes an EEP effective. Results suggest that organizations that adopt EEPs that are more formalized, more comprehensive, and better supported are more likely to hire and promote a representative number of designated group members (especially non-minority women and members of visible minorities). Implications for practitioners and policy makers are discussed.

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Mgcodo, Yolanda Thandile. "Affirmative action in terms of the Empolyment Equity Act." Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/356.

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The term affirmative action originated in the United States some 30 years ago to describe a process of liberating minority groups. The objective of affirmative action within an organisational context, is to democratise the workplace by enabling members of previously disadvantaged groups to progress higher up the ranks of the corporate world. The affirmative action drive only took off in South Africa when it became part of the democratisation process and the focus was directed towards liberating the historically disadvantaged black majority. Prior to 1994, the reasons for implementing affirmative action programmes were largely political because of the race-based discrimination. Historically disadvantaged people were a minority in senior positions, the reason being that although the blacks were given a chance to compete with their white counterparts, due to their poor education standards and lack of experience only a few was appointed. The Employment Equity Act 55 of 1998 aims to correct the demographic imbalances in the nation’s workforce by compelling employers to remove barriers to advancement of blacks, coloureds, Indians, women and disabled, and actively to advance them in all categories of employment by affirmative action. The Employment Equity Act consists of two main sections. The first replaces and refines the prohibition on unfair discrimination in item 2(1)(a) of Schedule 7 of the Labour Relations Act. The second aspect deals with imposing a duty to the employers to adopt affirmative action programmes. The Employment Equity Act places a positive obligation on all employers “to promote equal opportunity in the workplace by eliminating unfair discrimination in any employment policy or practice”. Where unfair discrimination is alleged, the onus of proving that discrimination is fair, or practice is not discriminatory at all, rests upon the employer. Disputes about unfair discrimination must be referred to the CCMA, and if not settled by conciliation, to the Labour Court, which has the power to order compensation or the payment iv of damages, or to direct the employer to take steps to prevent the same unfair discrimination or similar practice occurring in the future in respect of other employees. The second section of the Employment Equity Act deals with the imposition of the duty to designated employers to adopt affirmative action programmes. All employers with more than 50 employees, or which have annual turnovers equal to or above the annual turnovers for small businesses of their class, municipalities, organs of state, and those designated as such by collective agreement, must implement affirmative action measures for people from designated groups. This entails consulting with employers, conducting an analysis of employment policies, practices, procedures and the working environment to identify barriers, drawing up employment equity plans and reporting thereafter to the Director-General of the Department of Labour on progress made in implementing the plan. Any employee may bring alleged contraventions of the Act to the attention of the employer, another employee, or any trade union, workplace forum, labour inspector or the Director- General of the Employment Equity Commission. Labour inspectors appointed under the Basic Conditions of Employment Act may enter and inspect employer’s properties and documents, and are responsible for ensuring that the employer has consulted with employees as required, conducted the pre-equity plan analysis prepared its plan and is implementing it, submitted and published its reports, set up the necessary managerial infrastructure, and informed its employees of progress. Should employers be found not to have complied with these requirements, labour inspectors must request a written undertaking that they will do so. If an employer fails to give such an undertaking, the labour inspector can issue a compliance order setting out inter alia what steps the employer must take and when, and the maximum fine, if any, that can be imposed if the employer fails to comply. If the employer does not pay attention to the compliance order within the prescribed period, the Director-General may apply to have it made an order of the Labour Court. The Director-General may also conduct independent ad hoc reviews of selected designated employers. Failure by an employer to comply with the provision of the Act lead to the employer being liable for the contravention of the Act.

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Adkins, Jennifer Nora. "The impact of the employment equity legislation on federally regulated organizations in Canada." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ38519.pdf.

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Koenane, Nonhlanhla Alice. "An evaluation of the employment equity act at uThungulu District hospitals for people with disabilities." Thesis, University of Zululand, 2017. http://hdl.handle.net/10530/1681.

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A thesis submitted to the Faculty of Arts in partial fulfillment of the requirements for the Degree of Master Of Administration in the Department of Psychology at the University of Zululand, 2017
Equality is a constitutional provision which grants some people with disabilities opportunities of employment. The law that effects the constitutional provision is the Employment Equity Act (1998) where affirmative action measures are prescribed and to be implemented by designated employers. Many years have passed since the promulgation of the equity legislation in South Africa it is therefore justifiable to evaluate its implementation practices. In line with the central argument, the aim of this study was to evaluate the implementation of Employment Equity Act at UThungulu District Hospitals for people with disabilities. Findings revealed that the implementation of Employment Equity Act in public hospitals is self-contradictory; that is, hospitals are thriving to obtain and retain health professionals with the skills that will assist in combatting diseases whereas people with disabilities are characterised by the low levels of literacy. The implementation of the Occupation Specific Dispensation (OSD) in the public health system is an indication of the nature of skills that are a priority in public hospitals. In line with the transformation agenda, positions that do not require high levels of literacy such as cleaning, security, catering and laundry were outsourced thus decreasing opportunities of people with disabilities to be employed. On the other side of the continuum, penalties imposed by the National Department of Labour for failing to submit Employment Equity Plan against the set quota in the public service confirms that the equity legislation was not contextualised in the South African setting during its formulation phase. Budgetary constraints were reported to be one of the contributing factors for the lack of implementing the equity legislation. However, presence of misappropriation of funds and corruption were reported to be some of the major causes of lack of policy implementation in the public service. The results revealed that district hospitals are not ready to socially and economically integrate people with disabilities based on lack of official accommodation, outsourcing of jobs where people with disabilities can be gainfully employed, lack funds to transform the physical environment and the conflicting priorities of the health sector that seeks to prioritise the employment of health professionals with scarce skills in order to combat diseases.

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Berry, David Michael. "An evaluation of mentoring to develop a strategy for facilitating the objectives of the Employment Equity Act (Act 55 of 1998)." Thesis, Port Elizabeth Technikon, 2003. http://hdl.handle.net/10948/127.

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The research problem in this study was to identify what mentoring strategies organisations can use to facilitate the objectives of the Employment Equity Act (Act 55 of 1998). To achieve this objective a nine-phase theoretical model for organisational mentoring was presented. The presentation of the theoretical model consisted of the following three sub-processes: -The first consisted of a survey of literature related to the development of the Employment Equity Act (Act 55 of 1998) and the implications of the Act for organisations: The second comprised surveying the literature dealing specifically with the impact of mentoring programmes on career development, organisational success and career satisfaction, particularly in terms of employees from designated groups; The third surveyed the literature dealing with various mentoring strategies and models used by organisations for facilitating management development. The theoretical model served as a basis for drawing up a survey questionnaire to establish the extent to which individuals at different levels in the organisations agree with the theoretical model developed in the study. The survey questionnaire was sent to a random sample of individuals employed in the automobile industries of the Nelson Mandela Metropolitan Municipality and the Buffalo City Metropole. The empirical results obtained from the survey indicated a strong concurrence with the theoretical organisational mentoring model presented in the study. These results were included in the theoretical model, leading to the development of an integrated model for organisational mentoring. From the survey literature and the study it became evident that if organisations plan to introduce mentoring strategies that will contribute towards facilitating their employment equity objectives, it is necessary to ensure that a transformational culture exists. Many South African organisations are currently experiencing problems in recruiting, training and retaining individuals from designated groups. The introduction of a mentoring programme based on the integrated model for organisational mentoring cannot be considered as the sole strategy for alleviating these problems and for facilitating management development to achieve the objectives of the Employment Equity Act (Act 55 of 1998). However, when this programme is effectively managed and incorporated into the overall development programme of an organisation committed to transformation, the potential to ease these problems and achieve the objectives of the Employment Equity Act (Act 55 of 1998) is greatly enhanced.

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Ring, Grant. "An investigation into the progress made towards achieving employment equity at Calsonic Kansei South Africa (PTY) Limited in terms of the Employment Equity Act no. 55 of 1998." Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/104.

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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.

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Tlhatlosi, Mannete Martha. "Application of the Employment Equity Act and diversity in the mining industry / by Thlatlosi Mannete Martha." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4450.

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The global move towards human rights, the publication of King 11 reports and the post democratic legislations coerced the South African mining industry to diversify its workforce. The Employment Equity Act was the major driving force behind this, aimed at eliminating discrimination in the workplace and implementing Affirmative Action measures so that the workforce would reflect the economically active population. The question remains as to whether it could achieve a representative workforce, since the Commission of Employment Enquiry reports (2009-2010) and the Quarterly Labour Force Survey (second quarter, 2010) indicated that progress is very slow throughout all the industries. The mining industry is still predominantly White-controlled and emphasis is being placed on stimulating Black empowerment in the industry. Since the early 1990s the industry has seen significant restructuring and changes, including the phasing out of the traditional mining houses and the incorporation of the designated groups (females and Blacks) in ownership and management. However, rising gold prices and pressures on the global economy have forced the industry to embark on measures which impacted badly on the employment equity, leading to measures such as downsizing both the operations and staff, limiting training, centralising and outsourcing through contractual work. Migrant labour still plays an integral part. In order to analyse the application of Employment Equity Act and workplace diversity in the mining industry, a literature review was conducted to conceptualise the major constructs, and a survey through a close-ended questionnaire was administered to establish the progress made in this regard. The questionnaire was divided into three sections: section A was a biographical/demographic analysis focussing on the personal attributes ranging from gender, age, race, education and job grade. Section B and C were in the form of five-point likert scale to analyse the extent of understanding and knowledge, as well as attitudes and behaviour of the respondents respectively. The results were compared to secondary data in the form of reports collected from the senior metallurgy human resource manager. The convenience sample was taken from a sample of employees staying in the mining complex known as the 'Quarters', which comprised 345 houses, of which a response rate was 54%. Findings from the primary data indicated some progress in changing the organisational culture, with the majority of the respondents giving positive perceptions towards gender, disability and language used, while they identified the following as barriers (negative perceptions): lack of commitment by management; unfair labour practices in recruitment, promotions, training and development; insufficient knowledge about EEA and diversity; racial discrimination; and negative turnover intentions. They believed that diversity could improve productivity. The secondary data revealed that there was slow progress in attaining the numerical targets, especially in the D-band upwards (senior and top management levels). The females and people with disability were under-represented in all categories. The majority of employees in the skilled (C-band), semi-skilled and unskilled (B1-B7) were terminating their services. It is suggested that training of personnel about EEA and diversity be considered to get their active support and to prepare them for the change from the status-quo, extensive development of management on labour relations and good practices, as well as formation of committees to steer and monitor the adherence to policies.
Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

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Pelletier, Lou Allan. "Accounting for the male-female earnings differential : results from the 1986 survey of consumer finances." Thesis, University of British Columbia, 1988. http://hdl.handle.net/2429/28264.

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This study seeks to explain the observed differences in the earnings of individual Canadians by sex. The study uses data from the micro data file of the 1986 Survey of Consumer Finances of individuals age 15 and over, with and without income. To a large extent, the study follows the examples presented in other Canadian studies conducted by Holmes (1974), Robb (1978), Gunderson (1980), Goyder (1981) and Ornstein (1983). Employment earnings account for an overwhelming proportion of the total income received by individuals. Thus, the examination of the earnings differential attempts to address the root causes of many of the problems faced by nontraditional families. Canadian society is no longer largely composed of the traditional family with a working father and the homemaking mother. The growing number of dual-earner couples, single and childless adults, and households headed by women presents a difficult challenge for social policy. The male-female earnings disparity is a key component in exacerbating problems that include the availability of credit for women, the feminization of poverty, access to affordable and adequate housing, and adequate incomes for retirement. To effectively address the problems that have resulted from the interaction of greater female participation in the labour force and the formation of alternate household types, planners and policy makers need to address the root problem of sexual inequality in the labour force, and not solely the symptoms. In the context of changing family structure and the economic position of women, the focus of this study is to identify the size of the male-female earnings gap, and to determine the extent to which the earnings gap can be explained by personal, work and productivity-related characteristics. The impact of these factors are analyzed from two points of view. First, the impact of individual factors on the level of earnings are analyzed through a simple comparison of mean earnings of men and women across a variety of characteristics. Second, the influence of these factors on earnings, and the degree of inequality between the earnings of men and women, is analyzed using multiple linear regression analysis. Regression analysis is used to estimate separate earnings equations for men and women. From the separate earnings equations, the wage gap can be partitioned into three parts, due to differences in (1) constant terms, (2) mean levels of the independent variables, and (3) the returns of the independent variables. Further, to assess the impact of occupational and industrial segregation on the earnings gap, a second set of earnings equations are calculated that do not include measures of occupational and industrial segregation. The calculations of separate earnings equations for men and women, for the selected sample, produced an unadjusted earnings ratio of 0.66. After adjustments were made for the ten productivity and productivity-related factors considered in the analysis, including occupational and industrial distributions, the ratio increased to 0.79. This left an earnings gap of $5,985 (1985 dollars) that could not be assigned to any of the measured variables. While part of the unexplained residual may be explained by variables not included in the analysis, or by more careful measurement of existing variables, it seems likely that at least 20 percentage points of the earnings gap is attributable to "an amalgam of different forms of discrimination which, taken together, disadvantage women relative to men", (Denton and Hunter, 1982). Discrimination is defined as different returns in earnings for equal productivity characteristics, as given by the regression coefficients. Of the total earnings gap of 34 percent, approximately 60% of this is attributable to wage discrimination, and approximately 40% is due to differences in productivity-related characteristics Occupational and industrial segregation account for a large proportion of the earnings gap. The adjusted earnings ratio, when occupational and industrial segregation are not considered endowments, is 0.69. Thus, the difference between the full-regression equation and the partial regression equation indicates that occupational and industrial segregation accounts for approximately 30% of the earnings gap.
Applied Science, Faculty of
Community and Regional Planning (SCARP), School of
Graduate

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Laher, Ismail. "A critical analysis of employment equity measures in South Africa." Thesis, Rhodes University, 2007. http://hdl.handle.net/10962/d1003195.

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This thesis analyses the Employment Equity Act 55 of 1998 and its application in labour law in South Africa. After an initial examination of the general concepts with regards to employment equity and current international conventions regarding employment equity, the study will move on to examine employment equity as it stands in the law today. In examining the current law regarding employment equity, a brief historical background will be offered in order to show the legacy of apartheid: the immense disparity between the different categories of South African people in the modern era. By using this background and analysing the relevant provisions of the Constitution, it will be argued that there is a very real need for employment equity measures to bring about a true sense of equality in South Africa and that such measures are fully endorsed by the Constitution. After it has been established that affirmative action is an important tool in the creation of an equal South Africa, the measures put in place to help create this equal South Africa will be critically analysed. This critical analysis will point out certain weaknesses in the current affirmative action system. Following this critical analysis of the South African employment equity law, the employment equity systems used in Brazil, Canada and Malaysia will be examined in detail. The purpose of this analysis will be to find the strengths and weaknesses and successes and failures of these foreign systems. This will be done in order to highlight those areas of the foreign systems that can be implemented into South African law in order to make the South African employment equity system stronger. The weaknesses of those systems will also be highlighted in order to learn valuable lessons from other system’s failures so that South Africa does not make the same mistakes. The final part of this thesis will be in depth discussions and the proposal of solutions to the weaknesses of the South African employment equity system that have been highlighted throughout the thesis. These proposals will be put forward in order to ensure the most efficient and effective employment equity system in South Africa. There will also be a reassessment of the most valuable lessons learned from the foreign systems that would be easily implemented into or avoided by the South African system in order to ensure an effective employment equity system. The purpose, therefore, of this thesis is to critically analyse employment equity in South Africa. A further purpose will be to propose certain amendments and changes to the current system to ensure the Employment Equity Act is reflective of the needs of the people South Africa.

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Odendaal, Barend Röges. "Implications of the Employment Equity Act and other legislation for human resource planning in Telkom, Western Cape." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51797.

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Thesis (MPA)--Stellenbosch University, 2000.
ENGLISH ABSTRACT: The affirmative action process has accelerated dramatically since the democratisation of South Africa. After the 1994 general election equity became entrenched in legislation. The employment equity legislation together with other labour legislation is there to undo long-standing segregation policies. The Employment Equity Act, 1998, holds unique challenges for organisations to reach their employment equity goals. A limited time period has also been set for organisations to apply a temporary intervention to endeavour to correct the imbalances caused by the apartheid regime. The apartheid legislation, which resulted in 45 years of racial separation, had the adverse effect of denying certain South Africans equal employment opportunities. This caused an imbalance in the labour demographics of South Africa. This study focuses on the effects of the implementation of the Employment Equity Act, 1998, and other legislation on human resource planning within Telkom SA. Telkom SA, being the largest communications company in South Africa, has committed itself to employment equity and has already embarked on an affirmative action programme. However, the various pieces of legislation require certain criteria to be met. With the distortion of the labour demographics, Telkom SA finds has difficulty in finding suitably qualified candidates in certain race groups within the Western Cape. Perceptions of affirmative action have also been negative and this has led to resistance to the process. As soon as a commitment to the process occurs, then all human resources can be utilised effectively.
AFRIKAANSE OPSOMMING: Regstellende aksie het dramaties versnel sedert die 1994 algemene verskiesing van Suid Afrika en gelykheid het deel begin vorm van aIle wetgewing. Die wetgewing op gelyke geleentheid, tesame met ander arbeidwetsgewing is daarop gestel om rasse verwydering te beveg. Die Wet op Gelyke Geleenthede, 1998, vereis dat instansies hulle gelyksheid doelwitte bereik binne 'n gegewe tydperk. Die tydelike tussenkoms om die wanbalans te herstel, wat deur die ou regering veroorsaak is, is van kardinale belang. Die apartheids wetgewing het veroorsaak dat daar na 45 jaar steeds 'n negatiewe uitwerking is vir sekere rassegroepe. Dit het ook veroorsaak dat daar 'n wanbalans in die demografie van Suid Afrika is. Hierdie studie is gemik daarop om die uitwerking van die verskeie wetgewing se uitwerking op die beplanning van die menslikehulpbronne van Telkom SA te ondersoek. Telkom SA, is tans die grootste kommunikasie maatskappy in Suid Afrika en hulle is daarop gemik om gelyke geleenthede te bevorder en het die nodige stappe alreeds geneem ten opsigte van die regstellende aksie plan. Die verskeie wetgewing stel sekere vereistes aan Telkom SA weens die feit dat hulle deel vorm van die aangewese maatskappye soos die wetgewing bepaal. Hulle vind dit moeilik om 'n geskoolde persoon uit sekere rassegroepe te kry, weens die feit dat hulle nie gelyke geleentheid gehad het om te ontwikkel nie. Regstellende aksie is ook negatief ontvang deur sekere werknemers en dit kan die proses vertraag. Sodra persone toegewyd word aan die voordele van so 'n proses, sal die dienste van aIle Suid-Afrikaners effektief gebruik kan word.

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Meyer, Malcolm James. "Challenges facing the implementation of the employment equity act in public FET colleges in the Western Cape." Thesis, Cape Peninsula University of Technology, 2014. http://hdl.handle.net/20.500.11838/1949.

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Dissertation submitted in fulfilment of the requirements for the MAGISTER EDUCATIONIS in the Faculty of Education at the Cape Peninsula University of Technology 2014
The apartheid system caused severe pain, injustice and financial loss to the majority of South African people. To redress the aftereffects of racial discrimination in the workplace, the Employment Equity Act (EEA) of 1998 was established. While there is some research on the challenges of implementing the EEA legislation in universities, there is a paucity of research on the difficulties faced by Further Education and Training (FET) Colleges. The purpose of this research project was to investigate the extent to which the EEA has been implemented in public FET Colleges located in the Western Cape Province, with the specific objective of identifying possible barriers to the implementation of the EEA in these Colleges. The research question was: What types of challenges1, or barriers (if any), exist in the implementation of the EEA in public FET Colleges in the Western Cape? This study is informed by critical social theory. The design of research in this study is both qualitative and quantitative. Data were collected from Deputy Chief Executive Officers (Corporate Services), Human Resources Managers and Campus Heads from each of the four Colleges. Semi-structured, open-ended interviews and documentary analysis were used. Data were analysed quantitatively and qualitatively. Four of the six FET Colleges in the Western Cape Province were selected on the basis of their geographical location and the diversity of their personnel. Results revealed that in public FET Colleges in the Western Cape, white males and coloured females dominate top management positions. Data further showed that the Indian group is the least represented at both top and bottom levels of these FET Colleges. Although white females are fewer than their coloured female counterparts in top positions, they are nonetheless more than double the number of their black female counterparts. These results have serious implications for implementation of EEA legislation in general, and in the Western Cape specifically.

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Matshikwe, Lungile Easter. "An analysis of the policy-making process in the Department of Labour with specific reference to the Employment Equity Act, (Act 55 of 1998)." Thesis, Port Elizabeth Technikon, 2004. http://hdl.handle.net/10948/201.

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The research problem in this study was to analyse how the new constitutional, legal and political arrangements have influenced public policy-making in the department of labour with specific reference to the Employment Equity Act. To achieve this objective a theory for analysing policy–making process was presented. Corporatist theory is based on the following assumptions: Public policy is shaped by interaction between the state and interest groups. The state licences behaviour of interested organizations by attributing public status to them Policy-making is based on interest groups bargaining across a broad range of issues. The groups are functionally interdependent to enhance social stability. The groups use consensus in making decisions. Decision-making is centralised, it is done by leaders. The groups are bureaucratic in organization. The groups must be recorgnised by the state so that they can be allowed representation. The research questions that arise are: (1) Who sets the agenda for policy formulation? (2) How is the policy formulated? (3) how are the decisions taken? (4) How is the policy implemented? (5) How is the policy monitored? The objective of this study analyse how constitutional, legal and political changes have influenced public policy formulation in the Department of Labour with specific reference to the Employment Equity Act. Policy–making processes in the South African arena and factors that led to the promulgation of Employment Equity Act were discussed. This study was a qualitative design. Purposive sampling was used in the selection of five participants who were interviewed. All interviews were transcribed verbatim. Data was analysed as described by Rubin and Rubin (1995:260) The result negated some of the assumptions of corporatist theory and others concurred with the theory. The findings of the study revealed that policy formulation in the Department of Labour is as a result of constitutional, and international conventions obligations. The findings further revealed that policy-information is institutionalised and there are competing interests due to divergent ideological orientations, different social backgrounds; racial differences; different; political beliefs; different class background; different historical backgrounds, and gender differences. (v) The formulation of the act was also characterised by advocacy, adversarism, stereotyping, alliances and consensus. These organisations. were bureaucratic and decisions were centralised. This study recommended a theory and the theory postulates that “public policy is the product of the social, economic, political, cultural, technolergical, and natural conditions of a given society in a particular epoch or period in the historical development of the particular nation or society and is influenced by dominant national and international forces and these influences may be cultural, economically, social, politically, technological, and type and system of government.

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Max, Lennit Hendry. "An evaluation of the effectiveness of the application of section 42 of the Employment Equity Act 55 of 1998." Thesis, University of the Western Cape, 2012. http://hdl.handle.net/11394/4493.

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Magister Legum - LLM
This paper evaluates s 42 of the South African Employment Equity Act (EEA) with specific focus on the application of the demographic profile of the national and regional economically active population by designated employers. The comparative analysis considers how the law of affirmative action in the United States of America and in Namibia, international conventions and the International Labour Organization (ILO) in relation to South Africa’s Constitution and the EEA promote affirmative action. While international law holds that affirmative action measures should be of a temporary nature with an individualistic focus on formal equity, the EEA granted affirmative action measures which are permanent, group based and substantive in nature.Given South Africa`s discriminatory past, it became an accepted principle that affirmative action needs to be implemented to redress the imbalances caused by apartheid. In broad terms, the EEA provides for the advantage of persons or certain categories of persons who were disadvantaged by unfair discrimination. As a result the EEA focuses on race, sex and people with disabilities to determine those who are to be the beneficiaries of affirmative action. International Law also embraces the notion of affirmative action and place a duty on all member states to act pro-actively to correct the effects of unfair discrimination. The mini-thesis also evaluates the powers of the Director-General of Labour with specific focus on the enforcement of measures and how it relates to the Promotion of Administrative Justice Act (PAJA) in compliance with the provisions of the EEA. It is concluded that s 42 of the EEA (with the exception of s 42(a)(i)) provides sufficient measures to redress the inequalities of the past by providing equal opportunities for suitably qualified people of the designated groups. That the Constitution and the EEA does not provide for differentiation amongst “Black people” (African, Coloureds and Indians). That the application of both the national and regional demographics are compulsory in formulating an equity plan, that the one cannot be ignored in favour of the other, and that the Director-General of Labour is sufficiently empowered to ensure compliance with the provisions of the EEA.

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Maharaj, Pranisha. "A critical analysis of section 6(4) of the Employment Equity ACT: is it likely to achieve its stated objectives?" Master's thesis, Faculty of Law, 2019. http://hdl.handle.net/11427/30794.

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This dissertation presents a critical analysis of section 6(4) of the Employment Equity Act 55 of 1998 (“EEA”) and seeks to address the question of whether it is likely to achieve its stated objective of giving effect to the constitutional right to equality. In conducting my analysis, I consider the concept of managerial prerogative and discuss what underlies the drive for substantive equality in order to determine why the issue of protection from discriminatory income disparities has been removed from the realm of an employer’s traditional prerogative. Next, I highlight the requirements for establishing a claim of discrimination in terms section 6(4) and the remedies available to a successful complainant. I then turn to highlight the limitations introduced by the statutorily prescribed comparator in section 6(4) before demonstrating that the regulated methodology for assessing the value of work and the factors for justifying a differentiation in terms and conditions of employment give significant deference to employer prerogative. My analysis proceeds to consider whether, following the introduction of section 6(4), an administrative body whose primary function is the conduct of formal investigation into discriminatory pay practices and the resolution of equal pay disputes ought to have been created. I ultimately conclude that section 6(4) of the EEA provides only a partial solution to the issue of discriminatory pay disparities in South Africa and is likely to have a limited effect in contributing to the achievement of the State’s objective of achieving substantive equality. In analysing section 6(4), I draw on the experience of the United Kingdom, the United States of America and Canada. While the socio-economic and political landscapes of these jurisdictions may not be apposite to the South African experience, these jurisdictions have a long legislative history in pay equality issues which assist in establishing a benchmark for South Africa.

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Zondi, Dumisani. "The effectiveness of the Employment Equity Act (Act 55 of 1998) in the public service with reference to the Department of Agriculture 2000-2006 : a South African perspective." Diss., University of Pretoria, 2009. http://hdl.handle.net/2263/30366.

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The study involves an assessment of the effectiveness of Employment Equity Act, 55 of 1998 (EEA) in the South African public service, with specific reference to the Department of Agriculture (DoA) and problems the DoA encounters in realising the main objectives of the abovementioned Act. The research comprises both normative and empirical aspects of the EEA in the public service (specifically DoA). Employment Equity Act (Act 55 of 1998), in the agriculture sector has produced mixed results. There is a perception that the number of women in middle and senior management positions has slightly improved, as appears in the DoA organisational chart. Others perceive the Act as flawed in its design and implementation, due to the fact that the number of disabled employees in the middle and senior management levels is hardly visible on the organisational chart. The purpose of this research is to ascertain whether the DoA has been able to meet or implement the dictates of the EEA. Mostly, this research aims to look at ways in which the EEA can best be implemented, so that it functions as effectively as possible and to ensure that the Act yields the desired results. The fact that the DoA has not managed to reach the EEA target to employ disabled and women (though the number of women in senior positions has slightly improved) to senior positions, necessitates the need of this study. And mostly by the fact that EEA plays a pivotal role in ensuring equity in the DoA, which has in the past been perceived by some as the one dominated by a certain racial group. The specific objectives of this study are:

To explore difficulties that adversely impact on the effectiveness of the Employment Equity Act, 55 of 1998 in Department of Agriculture especially with regards to disabled officials.
To determine if there is a disparity in the views of management and employees (both able-bodies and disabled employees) with regard to the effectiveness of Employment Equity Act, 55 of 1998 and problems experienced.
To established levels of satisfaction of employees (designated groups)with the Employment Equity Act, 55 of 1998 and employees within the work environment.

This study will also make use of qualitative and quantitative research methods. Both Primary and Secondary research will be conducted to obtain the information needed to meet the objectives of the research. This research is important for the DoA because, the issue of EEA and other related issues such as Affirmative Action (AA) have been a thorny issue to others, while others embrace it. The importance of this research is further exacerbated by the fact that it sets forth a clear picture of the impact the Act in question made in its quest to ensure equity in the workplace. In summary this study attempts to shed some light on the effectiveness of EEA and to determine whether the desired effects of EEA have been achieved by the DoA.
Dissertation (MAdmin)--University of Pretoria, 2010.
School of Public Management and Administration (SPMA)
unrestricted

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Reed, Stephen Graham. "The challenge of transformation : an analysis of the ethical and strategic need for transformation with special reference to the Employment Equity Act." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53617.

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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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Erwee, Jurie J. J. "A psychometric assessment of the Temperament and Character Inventory in a South African sample of police recruits." Diss., University of Pretoria, 2014. http://hdl.handle.net/2263/46109.

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The current investigation is post-hoc in nature and is nested in a larger research project, which aimed to explore and compare the personality characteristics, coping mechanisms and psychological well-being of South African and Swedish police trainees. The purpose of this particular study was to explore the psychometric properties of the Cloninger’s Temperament and Character Inventory (TCI) in a sample of South African Police trainees. A literature review highlighted that the TCI has the potential to be applied across various cultures without the risk of any ethnic or gender bias; this characteristic is attributed to the theoretical model underlying the TCI, which assumes that personality consists of seven universal factors, which manifest in an invariant manner across all humans. Despite this, the majority of international research focussing on the TCI version nine has been undertaken with primarily European populations and Eastern populations. Research exploring the construct equivalence, factor structure and the level of instrument bias of the TCI in any African is virtually non-existent. The current study endeavoured to address the aforementioned knowledge gap by exploring the psychometric properties of the TCI in a multi-cultural South African sample. The primary goal of the research endeavour was to explore whether the TCI can in the future be established as a valid and reliable personality assessment measure in a multi-cultural context like South Africa. Literature indicates that in the current South African psychometric context personality measures should adhere to the stipulations of the employment equity act (EEA), which especially in its amended form requires fair and just measurement. Studies such as this one can be used to adjudicate whether the TCI has the potential to be used as a fair and reliable measure, which does not violate the stipulation of the employment equity act. In this way the measure may contribute to provide evidence which can be used to make fair, just and reliable decisions not only in the South African Police Service, but also within the general public. A quantitative investigation was conducted using analysis base on Item Response Theory, specifically the Rasch model, which is considered more accurate than Classical Test Theory in assessing the psychometric functioning of dichotomous personality assessment measures. The analyses rendered information with which the researcher was able to evaluate the validity, reliability, levels of gender and cultural bias, as well as the factors rendered by the TCI. The research sample was a convenient one, comprising 1144 police trainees whom completed a test-battery of four tests, which included the TCI. The results derived from this investigation show that the primary TCI scales each measured a single factor, the presence of these factors among the current sample provide some support for the universality of the TCI; however most of these scales showed a high level of bias when measuring their respective constructs across ethnic and gender groups. The results also pointed out that numerous items and sub-scales possess a considerable level of ethnic and gender bias. There was also no attempt made to investigate the reasons underlying bias, bias may yield important information about cross-cultural differences and can also be seen as a phenomenon that requires explanation (Poortinga and Van der Flier, 1989), which means that the study created a launch pad for future investigations to explore the sources of bias. These findings have stern implications for the larger research project, as it might decrease the validity of findings derived from comparing scores across groups within the current sample, and to a lesser degree if the performance of the current sample is compared to that of the Swedish sample. It can also be argued that another implication of the study’s findings is that the information derived from the TCI cannot legally be used to make clinical or selection decisions based partially on the personality profile of individuals; however the convenient nature of the sample limits the generalizability of the investigation’s findings. This means that additional research is first required before the legitimacy of the use of the TCI in a South African context can be evaluated.
Dissertation (MA)--University of Pretoria, 2014.
tm2015
Psychology
MA
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Van, Der Schyff Sihaam. "Challenges facing female executives in the banking sector in South Africa in the post-apartheid period." University of the Western Cape, 2017. http://hdl.handle.net/11394/6387.

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Magister Commercii - MCom (Business and Finance)
The dawn of democracy in South Africa (SA) in 1994 i.e. post-apartheid era came with inherent societal gender deficiencies and in all Sectors of the SA economy women experienced challenges. Specifically in the Banking Sector women were under represented in leadership and executive positions. The legal framework changed to correct the inequalities of the past resulting in various charters encouraging the private and public sector to transform.

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Smit, Karen. "Employment equity : guidelines for the recruitment and selection of people with disabilities in the open labour market." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52258.

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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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Bekwa, Noluvuyo Margaret. "Assessing reasons for non-compliance to the requirements of the Employment Equity Act no. 55 of 1998 : case study of the dietetics department within Tygerberg Hospital." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/85573.

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Thesis (MPA)--Stellenbosch University, 2013.
ENGLISH ABSTRACT: The relevance of employment equity has been widely debated. This study is of the view that affirmative action is the core factor in realising compliance to and implementation of employment equity. The study was aimed at investigating why Tygerberg Hospital has not complied with the implementation of the Employment Equity Act (EEA) No 55 of 1998 specifically with regards to the field of Dietetics. Research questions have been formulated, relying on literature which includes guiding legislation and policies. Recruitment and selection processes applicable to the dietetic department were analysed and linked with the consulted literature. Role of transformation in transforming the institution was part of the study to ascertain the scope of transformation in managing diversity within Tygerberg Hospital. A combination of data collection tools was used in the study, including interviews and questionnaires to better understand the underlying reasons of non-compliance. The fundamental findings of the study showed that even though policies and legislation had been formulated, there are underlying issues to be addressed by the institution, such as language barriers and personal perceptions of the institution which could subsequently be improved through effective diversity management strategies. It is recommended that the institution will have to come up with a short-term, measurable plan to ensure compliance such as an institutional employment equity plan, appointment of a transformational officer who will focus on managing the institutional diversity management, and an internal capacity building unit to carry out institutional training and development as opposed to the current system. To ensure monitoring and evaluation compliance on employment equity, it is recommended that the responsibility be linked to the performance plan of the senior managers as well as the line manager of the dietetic department. By so doing failure to comply will result in a poor performance assessment outcome of the delegated authority, compliance enforced through departmental disciplinary procedures.
AFRIKAANSE OPSOMMING: Die toepaslikheid van billike indiensneming is al wyd gedebatteer. Hierdie studie is die mening toegedaan dat regstellende aksie die kern faktor is om nakoming van en die implementering van billike indiensneming te bereik. Die studie was daarop gemik om ondersoek in te stel waarom Tygerberg Hospitaal nie voldoen het aan die implementering van die Indiensneming Gelykheids Wet No 55 van 1998 nie, spesifiek met betrekking tot die veld van Dieetkunde. Vrae in die navorsing was geformuleer, gebasseer op literature wat rigtinggewende wetgewing en beleid insluit. Werwing en seleksie prosesse van toepassing in die Dieetkunde Departement was ontleed en gekoppel aan die toepaslike literatuur. Die rol van transformasie in die transformering van die inrigting het deel uitgemaak van die studie om die omvang van transformasie te bepaal, rakende die bestuur van diversiteit binne Tygerberg Hospitaal. ‘n Kombinasie van data versameling metodes was in die studie gebruik. Dit het onderhoude en vraelyste ingesluit om die onderliggende redes vir nie-nakoming te verstaan. Die fundamentele bevindinge van die studie het getoon dat ongeag die feit dat beleid en wetgewing geformuleer was, daar onderliggende aspekte was wat by die inrigting aangespreek moet word, soos taal-hindernisse en persoonlike persepsie oor die inrigting en wat gevolglik verbeter kan word by wyse van ‘n effektiewe uiteenlopende bestuursstrategie. Dit word aanbeveel dat die inrigting navore moet kom met ‘n kort-termyn en meetbare plan ter versekering van ‘n institusionele billikheidsindiensneming plan, die indiensneming van ‘n Transformasie Beampte wat sal fokus op bestuur van die inrigting se diversiteit en ‘n interne eenheid om die vermoë van die inrigting se opleiding en ontwikkeling uit te voer in teenstelling met die huidige sisteem. Om monitoring en evaluasie van billike indiensneming te verseker, word dit aanbeveel dat dié verantwoordelikheid gekoppel word aan die werkverrigtingsplan van Senior Bestuurders asook dié van Lynbestuurders van die Dieetkundige Departement. Mislukking om hieraan te voldoen sal lei tot ‘n swak werkverrigting evaluering resultaat van die aangewese outoriteit. Voldoening hieraan sal afgedwing moet word deur departementele dissiplinêre prosedures.

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Papu, Mzimkulu Gladman. "The obligation on employers to effect affirmative action measures." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19738.

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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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Mtebele, Nozibele Sweetness. "Assessing the implementation of the Employment Equity Act in the public service with specific reference to the appointment of women to top management positions: a case study of the Eastern Cape Provincial Administration." Thesis, University of Fort Hare, 2014. http://hdl.handle.net/10353/d1015154.

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The Employment Equity Act, No 55 of 1998forms part of the transformation legislation aimed at promoting equity, and eliminating discriminatory and unfair treatment in the workplace. The South African government has developed a comprehensive policy framework that promotes equity while supporting the advancement of women to managerial positions.An area of consideration for this study is the representation of women in top management positions in the various departments of the Eastern Cape Provincial Administration.This study examined the legislative framework and progress that has made in the appointment of women to managerial positions in the South African public service and, in particular, the Eastern Cape Province. A comparison between the 2012 and 2013 Eastern Cape employment equity reports shows that there is slow progress in the implementation of employment equity. Although both South African men and women are well represented in the economically active population, women hold a relatively small percentage of top management positions. This study, through an in-depth review of literature, identified barriers to the implementation of employment equity in the Eastern Cape Provincial Administration.The Eastern Cape employment equity reports were analysed. The purpose of this analysis was to find the strengths and weaknesses, and successes and failures in the implementation of the Employment Equity Act and related legislation. The final part of this studyprovided an in-depth discussion and recommendations regarding the barriers and weaknesses of the South African employment equity system that have been highlighted throughout the study.

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Andrews, Hilda. "Transformation amongst staff and students at the University of Cape Town: Challenges and Prospects." Thesis, University of the Western Cape, 2008. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_9689_1259737394.

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This research is an evaluative case study of transformation in a Historically White University in South Africa. The research occurs within the context of redress against the inequality and exclusion created by the legacy of apartheid. The research is a qualitative and quantinative study. it is based on based on desk research and include a literature review. Internet search as well as an analysis of key organisational and policy context documents such as reports, projects and surveys are used. semi-structured interviews was held with a sample of staff.

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Sinuka, Zamile Hector. "Affirmative action as a strategy for social justice in South Africa." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/20362.

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The purpose of this treatise is to develop a spirit of understanding affirmative action as a strategy that gives South Africa a human face of equality. The strategic development of affirmative action as part of Employment Equity Act is based on equality at workplace. This work takes note of the need to integrate human resource development for employment, productivity and education system that is based on formal education, prior knowledge education (RPL) and previous experience. The imbalances were designed to be of racial reflection therefore the redress process is racial in character but non-racial in content as the envisaged society is a non-racial society. The historical background of inequality and racial discrimination is noted in the environment of employment and on how other laws were enforcing the inequality. The arguments against affirmative action are debated and valid points of such arguments are noted as points of concern that must be considered in the process to attain equality. This work views affirmative action as a process that goes beyond employment relations and work as an instrument to change society by addressing social needs and services that have a reflection of inequality. Education is viewed as the out most important process to change the lives of people as affirmative action has a requirement of suitably qualified candidates to be affirmed. In South Africa problems of inequality were political designed but were enforced by various laws that were having material and psychological impact on the previously disadvantaged. The designated groups were divided into Africans, Indians and Coloureds, in Naidoo v Minister of Safety and Security this principle of defining designated racial groups was promoted in correction to the direction that was taken in Motala v University of Natal.Affirmative action is a legal process that addresses political designed problems. It is also a process that is exposed to abuse. Corrupt officials and managers appoint employees that do not qualify for posts on the bases of political affiliation or any other ground of discrimination. This is discussed with reference to the allegations of SADTU selling posts for principals, senior managers appointed in state co-operatives. The above mentioned tendencies are noted as part of negative indicators on the process that is meant to bring equality and non-racial society where all the citizens are given equal opportunities. This work views affirmative action as a strategy that is based on achieving a society that has a human face where race shall not be a point of reference.

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Jackson, Shawn M. "Colour Coded: The Reification of "Race" through Nova Scotia's Black Business Initiative." Thesis, Université d'Ottawa / University of Ottawa, 2015. http://hdl.handle.net/10393/32357.

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The meaning of and motivations behind self-identification is a contentious topic within “the Black community.” The thesis examines the articulation of “Black” and/or “African” identities as means of gaining access to Nova Scotia’s Black Business Initiative (BBI), a state-funded organization mandated with “fostering a dynamic and vibrant Black presence” in the Nova Scotian business community. It is based on ethnographic fieldwork conducted in Halifax in 2013, including interviews with a diverse representation of 36 participants who self-identified as either "Black" or "African." Viewed as a rare redress effort directed toward and run by Blacks, the BBI is a highly visible site of contestation and competition between “indigenous Blacks” and more recently arrived “African Nova Scotians” from the African continent and Caribbean islands over the boundaries of native and foreign Blackness. The thesis argues that a group historically positioned as “Black” (i.e. Other) within a lasting narrative of displacement – both in the Americas in general, and academic diaspora discourse specifically – can be seen as adopting and adapting a discourse of indigeniety as an act of political and economic empowerment. Stuart Hall’s theoretical understanding of the articulation and positioning of Black identities is used to frame a discussion on the coupling of a distinct group’s lived experiences of subjugation and marginalization in place (i.e. Blackness) with a political and juridical ideology of belonging and entitlement to state recognition and resources (i.e. indigeniety) as a means of securing racially directed resources. It therefore challenges Paula Madden’s (2009) overly simplistic critique of this community as creating a hierarchy of Blackness and performing an erasure of Mi’kma’ki through its claims of Black indigeniety.

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Hermann, Dirk Johannes. "Regstellende aksie, aliënasie en die nie-aangewese groep / Dirk Johannes Hermann." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1580.

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Helm, Heinrich. "Proportionate income differentials: a long walk to social justice. A case study on the Entgeltrahmenabkommen (ERA) Baden-Wuerttemberg, a general agreement on pay grades, that seeks to achieve pay equity in this region of the German metal and electrical industry and a critical evaluation of how this model can assist in the implementation of section 27 of the Employment Equity Act (EEA) of South Africa." Master's thesis, University of Cape Town, 2017. http://hdl.handle.net/11427/27531.

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Vertical income differentials between occupational levels in South Africa are among the highest in the world. Under apartheid skilled work performed predominantly by white employees was artificially overvalued, while unskilled work performed predominantly by black employees was systematically undervalued. These discriminatory social and legal norms laid the foundation for the existent disproportionate income differentials. The post apartheid government headed by Nelson Mandela acknowledged the existence of the apartheid wage gap. They were mindful that the vertical pay gap need not only be ‛deracialized', but needs to be eradicated. In this regard the South African Constitution of 1996 and the Employment Equity Act of 1998 (EEA) underpins the demand for non-discriminatory pay structures. Section 27 of the EEA was enacted to address disproportionate income differentials, but has not yet been adequately implemented. The purpose of this thesis is to consider whether the Entgeltrahmenabkommen (ERA) (a general agreement on pay grades) which resulted in the redesign of the pay structure in the German metal and electrical industry correcting long-standing pay differentials between socalled blue and white collar workers, can add value to the implementation of section 27 of the EEA. The thesis consists of six chapters. After the introduction chapter, chapters 2 and 3 consider the historical and current context of income inequality in South Africa; and chapters 4 and 5 provide a detailed analysis of the ERA in Germany and the recommendations that derive from the ERA. Chapter 6 concludes the thesis. There are important lessons to be derived both from the drafting and the implementation phases of the ERA. The ERA process revealed that being conscious of the different challenges that might arise in each phase is a prerequisite for success. The development of norms and benchmarks in the drafting phase minimised pay discrimination. The implementation phase of the ERA showed that prejudicial views and attitudes can hinder the complete eradication of discriminatory payment practices if sufficient heed is not paid to their strong influential role. This thesis concludes that the lessons derived from the implementation of the ERA can assist in introducing proportionate vertical income differentials as required by section 27 of the EEA.

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Kinuthia, Wanyee. "“Accumulation by Dispossession” by the Global Extractive Industry: The Case of Canada." Thèse, Université d'Ottawa / University of Ottawa, 2013. http://hdl.handle.net/10393/30170.

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This thesis draws on David Harvey’s concept of “accumulation by dispossession” and an international political economy (IPE) approach centred on the institutional arrangements and power structures that privilege certain actors and values, in order to critique current capitalist practices of primitive accumulation by the global corporate extractive industry. The thesis examines how accumulation by dispossession by the global extractive industry is facilitated by the “free entry” or “free mining” principle. It does so by focusing on Canada as a leader in the global extractive industry and the spread of this country’s mining laws to other countries – in other words, the transnationalisation of norms in the global extractive industry – so as to maintain a consistent and familiar operating environment for Canadian extractive companies. The transnationalisation of norms is further promoted by key international institutions such as the World Bank, which is also the world’s largest development lender and also plays a key role in shaping the regulations that govern natural resource extraction. The thesis briefly investigates some Canadian examples of resource extraction projects, in order to demonstrate the weaknesses of Canadian mining laws, particularly the lack of protection of landowners’ rights under the free entry system and the subsequent need for “free, prior and informed consent” (FPIC). The thesis also considers some of the challenges to the adoption and implementation of the right to FPIC. These challenges include embedded institutional structures like the free entry mining system, international political economy (IPE) as shaped by international institutions and powerful corporations, as well as concerns regarding ‘local’ power structures or the legitimacy of representatives of communities affected by extractive projects. The thesis concludes that in order for Canada to be truly recognized as a leader in the global extractive industry, it must establish legal norms domestically to ensure that Canadian mining companies and residents can be held accountable when there is evidence of environmental and/or human rights violations associated with the activities of Canadian mining companies abroad. The thesis also concludes that Canada needs to address underlying structural issues such as the free entry mining system and implement FPIC, in order to curb “accumulation by dispossession” by the extractive industry, both domestically and abroad.

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Naidoo, Sivakumarie. "Employment equity implementation." Thesis, 2003. http://hdl.handle.net/10413/4045.

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This is a study undertaken to assess the effectiveness of employment equity implementation at Suncoast Casino. 2004 will mark ten years since South Africa became a democratic Country and as such it is now time to assess changes that have taken place since 1994. This study delves into the minds of staff at Suncoast Casino to evaluate their perceptions on employment equity implementation based on the five processes of the Employment Equity Act of 1998. Whilst the Employment Equity Act attempts to right old wrongs, the question that still emerges is: Is this not just another attempt at window dressing past injustices? A structured questionnaire was effectively utilised to obtain the necessary data required for the outcomes of the study. The questionnaire was designed to specifically target the five provisions of Chapter Three of the Act. The responses were captured on SPSS and were subject to analysis. The results of the study revealed very interesting findings. It was clear that employment equity implementation is taking place at Suncoast Casino. The findings however, did suggest that improvements in job satisfaction and training and development are required at Suncoast Casino in order to ensure effective employment equity implementation. Chapter Five explores possible recommendations for dealing with these areas of concern. The point of conclusion to this research undertaken is dealt with in Chapter Six.
Thesis (M.B.A.)-University of Natal, Durban, 2003.

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Tladi, Tseke Mokgomane. "Affirmative action and the employment equity act of South Africa." Thesis, 2008. http://hdl.handle.net/10210/1356.

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M.A.
The study is about the concept of Affirmative Action in the Employment Equity Act of South Africa, however it traces the history of Affirmative Action from the United States of America and Malaysia. These two countries are found to be leading the world in Affirmative Action. The term ‘Affirmative Action’ originated from the United States of America to prohibit unfair discrimination against certain groups of people because of non-job-related characteristics in terms of Civil Rights Act of 1960. Malaysia introduced Affirmative Action to develop education and employment opportunities of the Bumiputra. Bumiputra is one of the ethnic groups in Malaysia that have suffered unfair discrimination. Affirmative Action is a concept that became topical with attempts in South Africa to increase the participation of previously disadvantaged groups in the workplace. This concept, which is accepted constitutionally, is still controversial in its meaning and practice. It is for this reason that the study attempts to dispel misunderstandings about the concept. The study distinguishes Affirmative Action from related concepts such as equal employment opportunity and reverse discrimination. In order to develop the idea of Affirmative Action, the study also makes a distinction between descriptive definitions and normative definitions. This study opted for normative definitions in order to develop an ideal of what Affirmative Action is supposed to be. The study looks at how Affirmative Action is conceptualised in the Employment Equity Act of South Africa. Through the evaluation of the concept of Affirmative Action in the Employment Equity Act in terms of my normative definition of Affirmative Action, it was found that Affirmative Action in the Employment Equity Act complies with the normative definition of Affirmative Action. The following are my conclusion: - Affirmative Action is not similar to reverse discrimination or equal employment opportunities. - Affirmative Action in the Employment Equity Act is another form of discrimination though not unfair - It redresses injustices experienced by groups who have been disadvantaged in the past. - It eliminates unfair discrimination and develops the skills of those who did not have opportunities - It promotes equal opportunities in employment and thus it is a temporary intervention in the workplace. The findings of the study concluded that Affirmative Action is essential to the economic and skills development of the disadvantaged groups in particular and the South African society in general.
Prof. G.J. Rossouw Professor H.P.P. Lőtter

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Sookul, Avisha Aroon. "Employment equity practices in a financial institution." Thesis, 2003. http://hdl.handle.net/10413/3906.

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Historically, due to the policy of Apartheid, the South African labour market was beset with inequality in access to education, skills, managerial and professional work. Labour practices were based on race and ethnicity instead of talent, creativity and endeavour. Today, most major organisations in South Africa are staking their future growth on equity in the workplace. With the introduction of the Employment Equity Act (No. 55 of 1998), employers have a responsibility to take proactive steps in eliminating unfair discrimination and to promote equity in the workplace, especially with regard to people from the previously disadvantaged groups, namely Africa, Indian and Coloured people, women and the disabled. The objective of this research is to critically evaluate how South African Financial Institutions have progressed in creating an employment structure based on equal opportunity and non-discrimination. This will be done using the ABSA Groups employment equity strategy as a case study. Employment Equity in South African organisations has become essential. The business community at large therefore faces a very realistic challenge in order to initiate appropriate strategic moves and accelerate the much-needed impetus for change. Organisations will have to identify and eliminate unfair and discriminatory policies and practices so as to comply with the Employment Equity Act. As difficult as this may be, it is crucial that organisations comply with the Act or else heavy penalties will be imposed for their transgressions.
Thesis (MBA)-University of Natal, Durban, 2003.

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Mojela, Mathapelo Magdeline. "Middle managers response to implementing the Employment Equity Act 55/1998." Thesis, 2008. http://hdl.handle.net/10539/4727.

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ABSTRACT The broad aim of this study was to explore how middle management in the banking sector is implementing and responding to the Employment Equity Act 55/98. The study was conducted at two organisations from the banking sector operating in the city of Johannesburg in 2005. The study focussed on understanding of employment equity act, implementation of the Employment Equity Act 55/98, organisational support and the broader impact of Employment Equity Act 55/98. The rationale was to gauge the challenges faced in transforming the workplace in terms of employment equity. This study utilised quantitative research design, specifically the subtype exploratory descriptive. The sample of the study comprised of 28 respondents, 18 drawn from Org A and 10 drawn from Org B. Respondents hold middle management positions in their organisations. Purposive sampling was employed for the selection of the respondents. Data was collected through semi structured interview schedules that were individually administered to each respondent by the researcher. Data was analyzed quantitavely and descriptively using tables and themes. The study revealed that the two organisations were employing different strategies in the implementation of the Act, i.e. not all middle managers are actively involved in the implementation of the Act and that different methods are used to motivate managers to achieve numerical targets. The study also revealed that the most or common challenge in the implementation of this Act is the lack of skills from the black people as defined by the said Act. The study concludes that, it will take longer period in achieving equity among the workforce, especially within smaller organisations as there is a great need to upgrade skills of black individuals and retaining them. Therefore, it recommends that organisations develop a workforce culture on how to develop and empower staff on different levels of hierarchy and how to retain them.

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Bronkhorst, Maria Magritha. "Implementing employment equity strategies through managing diversity." Thesis, 2008. http://hdl.handle.net/10210/957.

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Chen, Jan-Wu, and 陳瞻吾. "A research among Equality in Employment Act, Gender Equity Education Act, and Sexual Harassment Prevention Act— In the university campus." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/27237800086592538863.

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碩士
中原大學
財經法律研究所
99
With the lines to the constitutions of many countries, including Republic of China, have clear and definite that men and women are equal in law and should not be treated unequally. Although women are still being treated unequally around the world, in economic, political matters, legislations, and social dimension. In particular, when a woman goes into an employment, the sexual harassment is the most inevitably problem that she must to face. According to the United States Federal Law, Title IX of the Education Amendments Act of 1972 has provided that: 1. No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance. 2. Nothing contained in subsection (a) of this section shall be interpreted to require any educational institution to grant preferential or disparate treatment to the members of one sex on account of an imbalance which may exist with respect to the total number or percentage of persons of that sex participating in or receiving the benefits of any federally supported program or activity, in comparison with the total number or percentage of persons of that sex in any community, State, section, or other area: Provided, that this subsection shall not be construed to prevent the consideration in any hearing or proceeding under this chapter of statistical evidence tending to show that such an imbalance exists with respect to the participation in, or receipt of the benefits of, any such program or activity by the members of one sex. The government of the Republic of China (R.O.C) has promulgated Gender Equity Education Act on June 23rd, 2004, which has been designed to deal with the sexual assaults and sexual harassments on campus. However, on university campus, besides the students and the school staffs, the parents or legal guardians of the students, sales managers and people from outside, etc., could possibly occur sexual assaults and sexual harassments to students and the school staffs. The ways, on which the university es apply the law on Gender Equality in Employment Act, Gender Equity Education and Prevention of Sexual Harassment would be very important. The paper will be divided into six chapters. Chapter one includes the introduction of the motives and the goals basically on doing this research. Chapter two introduces the purposes of promulgating the Gender Equality in Employment Act, Gender Equity Education Act and Prevention of Sexual Harassment in R.O.C. Chapter three has a main discussion based on the comparison of the definition on “sexual harassment” and the differences in law of R.O.C and the United State. Chapter four is going to talk over the cases of sexual harassment on the university campuses. Chapter five is basically discussing the ways of learning the experiences and enlightenments from the US, in order to promote the gender equity education in R.O.C. The conclusion of the research will be given in chapter six.

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Falconer, Leanne Teresa. "The relationship between personality variables and justice perceptions of the Employment Equity Act." Thesis, 2000. http://hdl.handle.net/10539/22748.

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A dissertation submitted to the Department of Industrial Psychology, at the University of the Witwatersrand, Johannesburg in partial fulfillment of the requirement for the degree of Masters of Arts, by Coursework and Research Report, 2000
The current research report examines the relationship between personality variables and the perceptions of distributive, procedural and interpersonal justice. The study was performed with 70 employees from a company that supplies a financial service to the man on the street and companies with regard to all movable assets. The results indicated that certain aspects of the personality as defined by Jung do impact on an individual's Justice Perceptions. However, the sample size was too small to draw any conclusive relationships. The theoretical and practical implications of this are discussed along with limitations of the current research and directions for future research have been considered.
AC2017

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Phaduli, Takalani Violet. "Challenges in the implementation of employment equity act : a case study of the University of Limpopo." Thesis, 2020. http://hdl.handle.net/10386/3409.

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Thesis (MPA.) -- University of Limpopo, 2020
The purpose of this study was to investigate challenges in the implementation of Employment Equity Act in the University of Limpopo. The design of the research in this study is both qualitative and quantitative. Data were collected from HODs and Human Resources Officers. Structured interviews and questionnaires were used to collect data form the participants. Data were analysed quantitatively and qualitatively. Results revealed that there are more males in Senior Management levels than females in the University. Data further showed that the majority of Senior Management fall under age category 50-64 years old. The results show that most of the respondents hold highest qualifications which is masters and doctoral degree. It was found that most of the respondents are from Sepedi and Tshivenda speaking communities. The finding revealed that the University of Limpopo has been implementing the Employment Equity Act. However, the implementation of the EEA encountered certain challenges including among other resistant to change, poor networking, lack of employment equity awareness, undermining of the HR Officers by Selection Committee members and lack of qualified people with disabilities in certain positions. Another finding shows that the University has Employment Equity Plan with numerical target to be achieved. It found that the successful implementation of EEA will address the problem of unfair discrimination that people suffered as a result of race, gender, disability and sexual orientation. The findings further show that the University is strictly adhering to the stipulations of the EEA. It was found that employees in the University are not well informed of the Employment Equity Policies. Another finding shows that the University Employment Equity has been a very useful tool to promote equality in the University. The study recommends that the University should not deviate from the EEA especially when filling positions reserved for designated groups. It is recommended that HODs should familiarize themselves with the Act. It is recommended that the University use provincial demographics to set the EE targets. University must have EE Plan targets on the agenda at all meetings of the University’s Executive Committees. It is recommended that further discussion and monitoring need to be conducted at Executive Management level.

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Van, Staden Anton Francois. "A strategy for the employment of persons with disabilities." Thesis, 2011. http://hdl.handle.net/2263/28746.

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Dlamini, Bongani Innocent. "A qualitative investigation into the cultural diversity in Human Resources at Umkhanyakude district municipality." Thesis, 2006. http://hdl.handle.net/10530/64.

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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.

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Mabunda, Solomon Butie. "Implementation of the Employment Equity Act 55 of 1998 by the Department of Water Affairs in South Africa." Diss., 2016. http://hdl.handle.net/10500/21530.

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The main focus of this study is to determine how managers assess the implementation of the Employment Equity Act 55 of 1998 (hereafter referred to as Employment Equity Act) in the Department of Water Affairs.
Public Administration
M. Admin (Public Administration)

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Mthanti, Bawinile Winnie Joyce. "An evaluation of the implementation of the employment equity act in the employment of academic staff in higher education insitutions in KwaZulu Natal." Thesis, 2004. http://hdl.handle.net/10413/3171.

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This study examines the reasons why South African higher education institutions are still faced with major discrimination against black women, black people in general and people with disabilities. The study was prompted by the recognition that there is a discrepancy between the national employment policies and their interpretation and implementation in public higher education institutions. The study explores the implementation of the Employment Equity Act (EEA) in the employment of academic staff in higher education institutions (HEIs) in KwaZulu Natal (KZN). Historically, in the South African context, the issues of gender and race are closely interwoven. For this reason, it is impossible to consider gender issues without reference to race. Further, the broad principle of employment equity is that the workplace should reflect diverse groups within the population. In recent years the greatest publicity and attention has been given to issues of representivity in terms of race and gender, and only now are people with disabilities being given rightful access to workplace opportunities. One of the aims of the study is to examine the gap between policy formulation and policy implementation. Linked to this is the tension between national policies and institutional policies. The purpose of this study is to evaluate and assess the implementation of the Employment Equity Act in the appointment and promotion of academic staff in higher education institutions in KwaZulu Natal. The study was carried out in HEIs in KZN. Only universities and technikons were included in this study. Out of seven higher education institutions in KwaZulu Natal, five were selected. These are: University of Durban Westville (UDW), University of Natal (NU), University of Zululand (UniZul), Technikon Mangosuthu (Mantec) and the Durban Institute of Technology (DIT). University of South Africa (UNISA) (Durban branch) and Technikon South Africa (TSA) (Durban Branch) will be excluded from the survey simple because their head offices are out of the KwaZulu Natal region. Ten questionnaires were distributed to each higher education institution in KwaZulu Natal to be filled by two Vice Principals (who were selected randomly), two Deans of faculties (who were randomly selected), Director Human Resources, four Heads of Departments (academics selected randomly) and an Employment Equity manager. In total fifty questionnaires were distributed to the above-mentioned institutions. The key informants in this study were equity managers of each institution. Upon review of the interview transcripts it emerged that Employment Equity Act strategies were recognized as another vehicle of managing employees fairly and equally. Out of five transcripts analysed, three institutions accepted the Employment Equity Act and its strategies and two institutions interpreted the Employment Equity Act as another form of reverse discrimination against non-designated groups. From this study it appeared that in some institutions an attempt to implement an employment equity plan was made, but through lack of support from certain individuals from non-designated groups and lack of management support, the plans died a natural death. The study recommended that once the Employment Equity manager had been appointed or seconded she/he must immediately be relieved from his/her original duties so as to concentrate fully on employment equity issues. The study further recommended that intensive awareness programmes on the Employment Equity Act implications be emphasised especially to line managers. The Employment Equity Plan drawn must not be kept on shelves, but be communicated to everyone, especially the line managers.
Thesis (M.Ed.) - University of KwaZulu-Natal, Durban, 2004.

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Roux, W. J. "Die invloed van die Wet op Gelyke Geleenthede, Wet nr. 55 van 1998 op die transformasieproses in Eskom." Thesis, 2014. http://hdl.handle.net/10210/9092.

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M.Com. (Business Management)
This study does a formal analysis of the impact of transformation and the management of change within Eskom. The micro and macro environments are characterised by many imminent changes, forcing Eskom to transform. Externally the Employment Equity Act, Labour Relations Act, Affirmative Action and so forth were promulgated impacting on the very essence of the work force. A transformation process was introduced into Eskom and the study highlights the impact it had on employees as well as their reactions to it. With the transformation - change from functional organisation to a process or value chain organisation - officially finalised in April 99, Eskom is now in a mode of continuous improvement. With the implementation of the Employment Equity Act No. 55 of 1998 it will help to redress the inequalities inherited from the past. The act will have an effect on every designated employer in South Africa. It encompasses the transformation of the demographic profile of Eskom's total work force so as to be a true reflection of the South African community. The act emphasizes on the eradication of unfair discrimination in various areas in the labour market, as well as the implementation of affirmative action programmes. The focus will be on the development and training of previously disadvantaged groups. Eskom has a diverse workforce with various cultures present in one business environment. Each employee has an unique personality with unique ideas and opinions. Optimal management of such diversity as an asset will enable Eskom to reach all targets set in the equity plan and the successful eradication of any direct or indirect discrimination in the organisation...

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Issari, Sasan. "Naming Our Reality: Exploring Racism in Employment." 2011. http://hdl.handle.net/10222/13992.

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The existence of racism in Canada is well documented (Johnson and Enomoto 2007; Henry and Tator 2006; Lopes and Thomas 2006), yet little is known about the employment experiences of those marginalized by race. In a study looking at African Canadians’ experiences of racism related stress, James, Este, Bernard, Benjamin, Lloyd and Turner (2010), found that racism in the employment sector was one of the most significant areas of stress faced by the study participants. Given these findings, this qualitative study sought to further explore the everyday employment experience of adults in Nova Scotia, who are marginalized by race. In addition, it sought to foster deeper understandings of the influence of employment equity policy on organizational change.

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Tusi, Dorothy E. B. "A perception based audit of the Employment Equity Act 55/1998 : an organisational survey conducted on the staff of the Natal Sharks Board." Thesis, 2002. http://hdl.handle.net/10413/4467.

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The aims of the study were to determine if unfair discrimination in employment is being eliminated; to establish if a diverse workforce representative of the population is in the process of being achieved, and to find out if economic development and efficiency in the workplace is being promoted. The study made use of the organizational survey research method. Organizational surveys are powerful in: identification of opportunities for improvement, reality check, determining if a strategy is outdated and needs to change, measurement of performance improvements, changing mind-set of management, where necessary, increasing the commitment of people in the organization. The sample consisted of 166 participants. These participants comprised of 110 employees described as Crew Members and 56 employees described as Officers. All races were represented within the sample. In a population of 166 staff members at Natal Sharks Board, a sample of forty (40) participants was randomly selected. The sample was further subdivided into 20 Crew members and 20 Officers. The former 20 participants (Crew) were interviewed through medium of IsiZulu because most of them could not read or write. The latter 20 participants (Officers) were given questionnaires to fill-in. These questionnaires were in English. All 20 participants are competent English-speakers and could read and write. Data gathering took three weeks to complete. Collected data was analysed through quantitative and qualitative methods. The results and the findings of the study were presented according to the aims of the study. The findings according to aim number one, that is, to determine if unfair discrimination in employment is being eliminated; show that there is a change to eliminate discrimination at Sharks Board. The second aim, that is, to establish if a diverse workforce representative of the population is in the process of being achieved; show that there is a change in the diversity of the workforce. The last aim of the study, that is, to find out if economic development and efficiency in the workplace is being promoted at Sharks Board; shows that this process has began.
Thesis (MBA)-University of Natal, Durban, 2002.

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Ndzwayiba, Nceba. "Challenges of transformation managers in corporate South Africa." Thesis, 2013. http://hdl.handle.net/10210/8486.

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M. Phil. (Human Resource Development)
Fourteen years since Employment Equity Act (No. 55 of 1998) was promulgated, the corporate sector remains racially polarised. Although Act, No 55 of 1998 mandated organisations to appoint transformation managers with executive authority and resources to drive reform, the meagre progress and increasing income disparities in favour of the previously advantaged groups suggest that these managers are somehow ineffective. The study explores experiences and views of transformation managers regarding the policy - practice related challenges they encounter in driving employment equity in the corporate sector. Examining challenges encountered by transformation managers, as accountable executives, would assist in identifying disruptive and undesirable factors that stymie corporate labour market reform and lead to the development of contextualised short and long term mitigation strategies. A phenomenological approach was applied to answer the main research question. My ontology was based on transformation managers’ subjective construct of their own realities, and studying their experiences encountered in the course of executing their mandate would best give insight into these hindrance factors. My epistemological position was that the perspectives of people involved with managing transformation in corporate organisations were relevant; therefore I conducted interviews with five transformation managers from different corporate organisations. The study confirmed that with focus on achieving employment equity numbers little attention has been given to promoting and valuing diversity, and that corporate culture is characterised by racial mistrust, fear and resentment. Lastly, the study confirmed fault lines in the effectiveness of transformation managers.

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Ndou, Badinwaagwaani Joseph. "Challenges regarding the implementation of Employment Equity Act within the Department of Health and the management thereof: a case study of Vhembe District." Diss., 2015. http://hdl.handle.net/11602/196.

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Ngubane, Priscilla Phumelele Sindisiwe. "An analysis of the application of the South African Employment Equity Act (1998) in local government structures : a case study of female managers in the KwaZulu-Natal Provincial Department of Economic Development." Thesis, 2011. http://hdl.handle.net/10413/4945.

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Since its emergence as the ruling party in 1994, when South Africa became a democratic country, the African National Congress has legislated and implemented a number of policies that are aimed at redressing the historical imbalances of the past caused by the Apartheid system. The Constitution of South Africa provides for the equality of men and women as a basic human right. The South African Employment Equity Act (1998) was introduced as a way of assisting the process of achieving equality and fairness in the employment practices of government, business and other sectors in South Africa. Scholars such as Merilee Grindle have argued that for a policy to succeed many things need to be considered such as the internal and external environment in which the implementation is to occur. There has also got to be a buy-in from the relevant stakeholders as policy implementation can be influenced by the implementer’s own belief system. Factors such as one’s upbringing, religion, race, class and culture can all impact on workplace practices. Through face to face interviews with the people who are the intended beneficiaries of this policy, this study moves away from looking at the statistics that have previously been the sole analysis of the implementation of the Employment Equity Act (EEA) to look at historical, political and cultural influences on the application of the EEA. In particular this study attempts to interrogate whether cultural factors play a role or impact on the way the EEA is being implemented within a government department using the KwaZulu Natal Department of Economic Development as a case study. The obvious reason for focusing on culture is that one’s cultural background inevitably shapes how an individual views the world and engages with other people. Cultural beliefs and prejudices can also affect a person’s conduct in the workplace. KwaZulu Natal is a province that has a very long history of cultural traditions rooted in a largely patriarchal system, therefore interrogating this topic within this province is highly appropriate. The responses of the participants will reflect the views of mostly women in management positions. From these perspectives the study will reflect on the degree to which culture does play a role in the implementation of the EEA in this particular case study.
Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2011.

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Engelbrecht, Marissa. "Perceived effectiveness of communication with visually impaired employees in the South African working environment." 2014. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1001802.

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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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Mekwa, Makupu Sylvia. "The implementation of employment equity in the public service with specific reference to the Department of Justice and Constitutional Development." Diss., 2012. http://hdl.handle.net/10500/8109.

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The Employment Equity Act, No 55 of 1998 forms part of the transformation legislation aimed at promoting equity and eliminating discriminatory and unfair treatment in the workplace. This Act was promulgated more than ten years ago, and its positive impact has to be measured in terms of its contribution to the conduciveness of the work environment. The aim of this study is to enhance measures for effective implementation of an Employment Equity Programme (EEP) in the Public Service, with specific reference to the Department of Justice and Constitutional Development. The ultimate aim is to identify Employment Equity (EE) measures that will benefit management and employees in enhancing individual performance and productivity. The study focuses on perceptions of employees on how they perceive EEP. As the study progressed it became equally important to determine the alignment and contribution of EEP on Departmental strategic objectives. The results and recommendations will be shared with the Department of Justice and Constitutional Development with a view to ensuring that its EEP is aligned to its strategic objectives, and adds value to service delivery.
Public Administration & Management
M.P.A.

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