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Academic literature on the topic 'Discrimination in employment – South Africa – Limpopo'
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Journal articles on the topic "Discrimination in employment – South Africa – Limpopo"
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Fredericks, Fadwah, and Derek Yu. "Examining employment discrimination in South Africa, 1997–2016." Development Southern Africa 35, no. 4 (June 19, 2018): 527–53. http://dx.doi.org/10.1080/0376835x.2018.1486699.
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Legodi, Kole, and Matshidiso Kanjere. "The Challenges Faced by Informal Traders in Greater Letaba Municipality in Limpopo Province, South Africa." Africa’s Public Service Delivery and Performance Review 3, no. 4 (December 1, 2015): 57. http://dx.doi.org/10.4102/apsdpr.v3i4.98.
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Informal trade has grown at an alarming rate in South Africa because of lack of employment opportunities in both the private and public sectors. This has resulted in many unemployed members of the population joining the informal business sector. The majority of people in this sector do not have skills that are needed in the formal employment sector, others are semi-literate and a small percentage has some level of qualification. Nevertheless, this sector is plagued by a number of challenges which this article presents. The article reports on the study that was conducted at Greater Letaba Municipality in Limpopo Province. The aim of the study was to investigate the challenges that were faced by informal traders in Greater Letaba Municipality in Limpopo Province in South Africa. The area was chosen because of its accessibility to the researchers and its potential to provide relevant and accurate information for the research project. Thus, a qualitative research method was used to collect data through face to face interviews. The research discovered that some of the challenges experienced by the informal traders in the area ranged from lack of support from the local municipality to structural challenges like lack of ablution facilities and limited access to electricity. Furthermore, other challenges concerned safety and health issues that were also gender based. Most of the traders in the area were women; an element which attest to the fact that it is difficult to find employment in the country when one is less educated and is also a woman.
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Kyei, Kwabena A. "Level and Factors of Women’s Employment in the Sekhukhune District in the Limpopo Province of South Africa: Some Discriminant Analysis." Journal of Economics and Behavioral Studies 7, no. 2(J) (April 30, 2015): 131–38. http://dx.doi.org/10.22610/jebs.v7i2(j).571.
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Unemployment is very high in South Africa with the official rate ranging from 26.7% to 35%. The Limpopo province has the highest proportion of rural dwellers in South Africa and possibly higher unemployment rate than the national average. Women’s unemployment is a much bigger problem especially when women are the bread winners. Most women singularly look after their children due to polygamy and / or labour migrant system which usually takes the men from home to other parts of the country. This study focuses on factors which militate against women’s employment. A 3-stage sample survey was conducted between May 2013 and January 2014 covering all the municipalities in the Sekhukhune district. About 2000 women aged between 20 and 55 years were interviewed. Applying discriminant analysis, this study shows that over 85% of the women in the district are unemployed; and factors like: education, age, family status and marital status affect the employment status of women in Sekhukhune. DA = 0.734educ + 0.654age +0.490familystatus + 0.153marital status If Limpopo wants to reduce unemployment of women and to redress family’s crises, this study recommends that efforts be made to “educate†women, i.e. encourage women to complete higher/ tertiary education and also be given special preference/family support in job offers.
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Maponya, Naume, and Isaac Oluwatayo. "Economic Efficiency of Table Grape Production in Waterberg and Sekhukhune Districts, Limpopo Province, South Africa." Zeszyty Naukowe SGGW w Warszawie - Problemy Rolnictwa Światowego 20(35), no. 3 (November 13, 2020): 36–52. http://dx.doi.org/10.22630/prs.2020.20.3.16.
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Table grape production plays an important role in the economy of many countries in Africa. It serves as a source of income for the people who are engaged in its production and being one of the enterprises that is labour-intensive, thereby providing employment for more people. The main purpose of this study was to analyse the economic efficiency of table grape production in Waterberg and Sekhukhune Districts of Limpopo province, South Africa. The study used primary data collected through administration of structured questionnaires on a sample of 12 farmers by employing a snowball sampling method. Analytical tools employed include descriptive statistics (such as tables and frequencies), Stochastic Frontier Model and Technical Inefficiency Model. Results from data analysis revealed that in terms of efficiency, farming experience (p
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Van Der Merwe, Peet, Melville Saayman, and Riaan Rossouw. "The economic impact of hunting in the Limpopo province." Journal of Economic and Financial Sciences 8, no. 1 (April 30, 2015): 223–42. http://dx.doi.org/10.4102/jef.v8i1.92.
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This study evaluated the economic impact of hunting on the regional economy of South Africa’s Limpopo Province. Data on biltong hunting was derived from a national survey conducted in 2009 and data on trophy hunting from the Professional Hunting Association of South Africa (PHASA). Using the input-output (social accounting matrix) and multiplier analyses, we found that the direct economic impact of hunting in the regional economy of the Limpopo Province, as a result of increased expenditure, exceeded R669 million (US$83.6 million). This direct impact resulted in a total economic impact in the order of R1.2 billion (US$150 million) and consequently in a multiplier effect of 1.76. With regard to employment, we estimated that some 8 382 jobs, in addition to those of the employees directly involved, may be dependent upon hunting in the province, which supports the notion that this is a viable and important sector of the tourism industry.
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Reddy, P. S., and R. B. G. Choudree. "Public Service Transformation and Affirmative Action Perspectives in South Africa." Public Personnel Management 25, no. 1 (March 1996): 25–39. http://dx.doi.org/10.1177/009102609602500103.
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Affirmative action is on the agenda in South Africa. It is generally accepted that the new constitution will include a bill of rights which will contain a clause ensuring equality of all persons. It is this clause which will outlaw discrimination and which will sanction affirmative action. However, it is probably that the bill of rights will have to be supplemented by legislation on discrimination, affirmative action and employment equity, which will determine, for example whether and how the Public Service (and the private sector) are compelled or permitted to implement affirmative action. While approaches and strategies to affirmative action vary considerably, there is general acceptance that it may be an effective mechanism of ensuring social justice in the public service. It can play a pivotal role in equalizing and democratizing public instirutions in South Africa.
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Zikhali, Zafezeka Mbali, Paramu L. Mafongoya, Maxwell Mudhara, and Obert Jiri. "Climate Change Mainstreaming in Extension Agents Training Curricula: A Case of Mopani and Vhembe District, Limpopo Province, South Africa." Journal of Asian and African Studies 55, no. 1 (July 2, 2019): 44–57. http://dx.doi.org/10.1177/0021909619857098.
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This study assessed the provision of informal training offered by the Limpopo Department of Agriculture, South Africa, to agricultural extension officers (AEOs). The study used surveyed 90 public extension officers purposively sampled. There were statistically significant differences in extension officers’ exposure to climate change between their education levels and in the provision of climate change training between extension officers’ work experience ( P⩽0.05). The study concluded that the majority of AEOs have not been fully exposed to climate information prior to their employment. This suggests that the information gap in Agricultural Extension and Advisory Services (AEAS) stems from the slow mainstreaming and integration of climate change information.
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Nkoana, Mmaphuti Andrias, Machuene Sharlyn Cholo, Jan Johannes Hlongwane, and Abenet Belete. "DETERMINANTS OF HOUSEHOLDS’ WILLINGNESS TO PAY FOR WATER AND ELECTRICITY IN MOLETJIE UNDER AGANANG MUNICIPALITY, LIMPOPO PROVINCE, SOUTH AFRICA." Journal of Agribusiness and Rural Development 51, no. 1 (April 3, 2019): 43–50. http://dx.doi.org/10.17306/j.jard.2019.01143.
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This paper aimed to examine the determinants of willingness to pay for water and electricity services in Moletjie community of Aganang Local Municipality of Limpopo Province. Data were collected through key informant interviews, group discussions, and household surveys from a total of 120 households using probability proportional to sample size technique. The study showed that sampled households were dissatisfied with the unreliable water and electricity services (73%) but were willing to pay to secure reliable water and electricity services (87%). The empirical evidence from ordered logit model indicates that willingness to pay for water and electricity was significantly influenced by gender, adult equivalent, household size, total household expenditure, employment status, total household income above total average household income, sources of income and connection charges. These results have policy implications for government and other stakeholders in response to dissatisfaction of water and electricity supply services. For example, research findings reinforce the need to focus on investing in building institutions, improving access to water and electricity, micro-credit and create employment opportunities for better life for all. It was recommended that there should be collective action by community members and policy-makers to improve access to water and electricity at household level.
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Marumoagae, Motseotsile Clement. "Disability Discrimination and the Right of Disabled Persons to Access the Labour Market." Potchefstroom Electronic Law Journal/Potchefstroomse Elektroniese Regsblad 15, no. 1 (May 22, 2017): 344. http://dx.doi.org/10.17159/1727-3781/2012/v15i1a2467.
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Inequality, discrimination and transformation remain the key challenges which most employers are faced with in the South African labour market. Key among such challenges has also been employers' ability to ensure that persons with disabilities access the labour market. In this paper I highlight employment discrimination experienced by persons with disabilities in South African workplaces, which often prohibits them from accessing employment opportunities. I argue that employers need to consider employing persons with disabilities and also reasonably to accommodate them within South African workplaces. I further illustrate efforts by the legislature to eradicate forms of unjustified discrimination against persons with disabilities through the enactment of the Employment Equity Act 55 of 1998. I argue that all of us need to understand how cultural, social, physical and other barriers continue to prevent persons with disabilities in South Africa from enjoying their constitutional rights to equality, freedom and human dignity, and further, that it is desirable that society at large and government work together towards eradicating barriers which prevent persons with disabilities from accessing the labour market.
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Habiyaremye, Alexis, and Evans Mupela. "How effective is local beneficiation policy in enhancing rural income and employment? The case of agro-processing beneficiation in Tzaneen, South Africa." Local Economy: The Journal of the Local Economy Policy Unit 34, no. 4 (June 2019): 329–45. http://dx.doi.org/10.1177/0269094219857037.
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Confronted with a sluggish growth and very high rates of rural unemployment, South Africa has put local beneficiation at the core of its strategy for employment-intensive re-industrialisation. Its industrial policy action plan identified agro-processing as one of the priority areas for this strategy because of its potential employment multiplier in rural areas. Despite the appeal of its industrialisation potential, beneficiation strategy is often contested and its effectiveness as a viable engine of industrialisation in African countries is recurrently questioned. This paper presents an empirical evaluation of the income and employment effects of an agro-processing beneficiation programme launched by the Department of Science and Technology for the processing of abundant mango harvest in the area of Tzaneen in Limpopo province. Using inverse probability weighting estimation on a sample of 385 households residing in and around the beneficiation target area, we find clear positive income effects of the agro-processing project for the beneficiary households. The success of this project in the domestic and international agro-processing markets suggests that local beneficiation strategy can provide a sound basis for rural industrialisation if adequately prepared.
Dissertations / Theses on the topic "Discrimination in employment – South Africa – Limpopo"
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Masenya, Malesela Jim. "The effects of gender discrimination in water services provision on women empowerment in Gapila Village, Limpopo Province." Thesis, University of Limpopo, 2015. http://hdl.handle.net/10386/1534.
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Thesis (M.Dev.) --University of Limpopo, 2015The purpose of this study is to investigate the effects of gender discrimination in water services provision on women empowerment in GaPila Village, located in Limpopo Province. Gender discrimination remains a major challenge both in the labour market and within households. The allocation of resources within households is still much gendered due to unequal gender relations in most rural areas. Men are allocated most resources within households and have many benefits than women. Such also manifest to children. Despite, women being major beneficiaries of the delivery of water services, they are discriminated against as they are not involved with the processes that precede the provision of such services. The study used both quantitative and qualitative research approach to establish the effects of gender discrimination in the provision of water services on women empowerment. The findings of the study illustrated that culture and tradition are the key to the inadequacy of women’s access to and control over management of water services. Cultural practices within communities either ignore female participation in water services management. Their participation is obstructed by lack of time, level of education, low self-esteem and flexibility due to substantial workload and numerous household responsibilities. The study also showed that according to local cultural beliefs, the status of women whether high or low, does not determine the amount of work that must be done by her at home, because irrespective of her status or career placement, her primary assignment is to care for the family/home. The study further revealed that women in the GaPila Village are allowed access to economic opportunities and participation roles during community meetings. Also, women are allowed to occupy positions such as chairperson, secretary and treasurer; however, due to culture and tradition, low self-esteem and lack of support from men, women do not take advantage of such opportunities to occupy these positions of authority in water services. Therefore, the study concluded that, as woman’s contributions regarding water services provision remains inconsequential because they are excluded from decision making processes that affect their level of living and prospects of empowerment. From a water services provision perspective, this study affirms the theoretical principle that discrimination against women disempowers them. Women are the beneficiaries of water services because most of their duties require water. As such, it is important for women to actively participate and to be involved in the management committee relating to water services and provision.
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Gixana-Khambule, Bulelwa Judith. "Unfair discrimination in employment." Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/359.
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In this treatise the South African law relating to unfair discrimination is discussed. The development is traced from the previous dispensation and the few pronouncements of the Industrial Court on discrimination in employment. Thereafter the actual provisions in the law presently applicable, including the Constitution is considered. With reference to leading cases the issue of positive discrimination by adopting affirmative action measures is evaluated and reference is made to other defences like inherent requirements for the job and a general fairness defence. The conclusion is reached that South African law is developing to give effect to the notion of substantive equality with a view to eradicate the systematic discrimination of the past.
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Loyson, Madeleine. "Substantive equality and proof of employment discrimination." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1059.
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This dissertation is a journey through the legislative changes and case law in order to analyse and evaluate the changing nature of South African jurisprudence in respect of the notions of equality, discrimination and affirmative action and the manner in which these issues are proved and dealt with in our courts. It focuses firstly on the emergence of the post-Wiehahn labour laws and the developing jurisprudence concerning discrimination in South Africa towards the end of a long period of isolation from the international world. It witnesses the growing cognizance which was taken of international guidelines and their slow and gradual incorporation into our jurisprudence before the institution of the new democratic government, in the days when the country was still firmly in the grip of a regime which prided itself on its discriminatory laws. It also deals in some depth with the new laws enacted after the first democratic government was installed, especially in so far as the Constitution was concerned. The first clutch of cases dealing with discrimination which were delivered by the Constitutional Court and their effects on decisions of the labour courts thereafter, are dealt with in great detail, indicating how important those judgments were and still are ten years later. A special chapter is devoted to the Harksen case, still a leading authority on how to deal with allegations of unfair discrimination. Having traversed several of the judgments of the labour courts after Harksen, several observations are made in the conclusion of the study which, it is hoped, summarize the major areas of concern in respect of the task of testing claims of unfair discrimination arising in our Courts.
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Dlamini, David Vusi. "A comparative study of employment discrimination in South Africa and Canada." Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/330.
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South Africa and Canada have emerged from a history fraught of inequalities, which were characterised by segregationist practices. Such inequalities have served as an epitome of discrimination taking place in the society and the workplace in both countries. Both South Africa and Canada had their discrimination affecting black peoples (Africans, Indians and Coloureds) and Aboriginal peoples (Indians, Inuits or Métis) respectively, women and people with disabilities. In both countries discrimination has polarised society. It is against this backdrop that both countries have attempted to eliminate unfair discrimination through the promulgation of relevant legislation that seeks to, inter alia, provide the regulatory framework in respect of employment discrimination. With the foregoing in mind, the purpose of this work is the provision of a selection of comparable aspects of employment discrimination in Canada and South Africa. This selection comprises discrimination on the basis of race, gender, sex, pregnancy, age and HIV/AIDS. The study uses, as its departure point, both countries’ constitutional framework to elicit the extent to which protection against unfair discrimination is extended to the workforce. Apart from looking at the constitutional provisions towards the elimination of unfair discrimination, reference is made to specific employment statutory provisions in order to provide a comprehensive and explicit picture of how workplace discrimination in both countries is regulated. The study focuses on substantive law from both countries about the above -mentioned aspects of discrimination. This is informed by the very nature and scope of the study because any concentration on procedural and evidentiary aspects of discrimination could lead to failure to achieve the objectives of the study. It also looks at specific Canadian and South African case law, judgments of the courts and jurisprudence in the field of employment discrimination in order that the reader is presented with a clearer picture of recent developments in addressing workplace inequalities.
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Oosthuizen, Tania. "Discrimination based on age in labour law." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19484.
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This piece aims to prove that a compulsory retirement age can no longer be justified in South Africa as a constitutional state. In times where people are gradually reaching older ages due to advances in a variety of fields, it seemed that the concept of a compulsory retirement age requires an in depth consideration. This is especially measured against the backdrop of equality and discrimination legislation within The Republic of South Africa. The development of social security law provides the larger framework in which to understand the concept and intentions around retirement. Discrimination and equality legislation demonstrates that age as a listed ground for discrimination does not necessarily simplify the jurisprudence pertaining to it, especially where alternatives have been developed for continued employment. The main point of reference in the South African justice system concerning discrimination disputes is the Harksen v Lane test, whereas the principle encapsulated in Waco v Schweitzer, relates particularly to discrimination based on age. These judgements and subsequent application will be illustrated and considered during the course of this research. The influence of fund rules and fixed-term contracts on the situation will aim to show the reality of the situation. In an effort to show that the problem of an ageing workforce and retirement is not localised to South Africa, an international overview of other constitutional countries is included for context. The comparison goes further to include non-constitutional countries to illustrate the global issue. This comparison was also included in an effort to find alternative strategies that may be utilised in South Africa for retirement and age discrimination legislations and social policies.
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Thompson, David Martin Ogilvie. "Unfair discrimination and dismissal based on age." Thesis, Nelson Mandela Metropolitan University, 2010. http://hdl.handle.net/10948/1287.
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Section 187(2)(b) of the Labour Relations Act sets out certain justifications for what may seem to be unfair discrimination in the workplace. The purpose of this note is to discuss the provisions of Age Discrimination, with specific focus on the rights of older employees, who have reached, what some might term, the ‘normal or agreed retirement age’. In the discuss which follows reference will be made to the Constitution of the Republic of South Africa1 in order to investigate the provisions of our new democratic era, and what is said therein about discrimination, and age discrimination in particular. In our new Constitutional dispensation there have also been circumstances where certain kinds of discrimination have become accepted on society, for example Affirmative Action, and an enquiry into the difference between discrimination and differentiation will therefore also be necessary. The provisions of the Employment Equity Act,2 which deal specifically with eliminating unfair discrimination in the workplace, and the Labour Relations Act,3 which deals primarily with the rights of employees, employers and trade unions, and seeks to harmonize employer-employee relations will be discussed wherein specific reference will be made to section 187(2)(b) of the LRA. A further discussion will outline the circumstances of what is meant by dismissal in the context of age based dismissals, and whether such a dismissal is infact a dismissal and whether, within the requirements of the LRA such a dismissal, or termination of employment contract, is infact fair. Furthermore, a comparative perspective of other jurisdictions will give a more complete understanding of the issue of age-based dismissals within the current context. However, to refer to legislation and foreign decisions alone, while being of important reference, is not enough and a enquiry into our own case law will be of significant importance to determine a path of direction one can expect when faced with a question of dismissals based on mandatory retirement ages, and in particular, a dismissal which has been so executed with recourse to section 187(2)(b) of the LRA. In the various cases the reasoning and rationale behind the decision making will shed light on a seemingly unresolved area of labour law, and in reading further not only in the judgments but also in various articles, one will see that there are many arguments for and against the use of a mandatory retirement age, the most important of which will be highlighted.
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Voges, Sarah M. (Arisa). "Discrimination in the workplace." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52238.
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Thesis (MBA)--Stellenbosch University, 2001.Some digitised pages may appear cut off due to the condition of the original hard copy
ENGLISH ABSTRACT: The Employment Equity Act of 1998 compels organisations to eradicate all forms of discrimination in organisational processes and procedures. However, an ethical organisation that values and treats all employees in a fair and equitable manner has a definite strategic advantage and organisations therefore need to develop organisational cultures where managing diversity, fair dealing and equity are paramount. Organisations must ensure that optimum performance management practices are established and that rewards are allocated equitably and fairly according to merit. Recruitment and promotion selection procedures must be revised to guarantee fairness. Training and development interventions must be applied fairly to equalise opportunity. A survey conducted amongst MBA students at the USB identified that negative stereotyping and biased treatment persist in management practices. The provision of equal opportunities and managing diversity are concerns that need to be addressed. A good internal process to deal with the eradication of discrimination must be adopted by implementing a non-discrimination policy and conducting discrimination audits. All discrimination complaints must be dealt with speedily and at the lowest possible level. The remedial model developed in this technical report provides a consistent procedure whereby formal and informal complaints of discrimination could be dealt with fairly and effectively to assist organisations in eradicatinq discrimination in the workplace.
AFRIKAANSE OPSOMMING: Die Wet op Gelyke lndiensopneming van 1998 noodsaak die uitwissing van diskriminasie in alle prosesse en prosedures van organisasasies. 'n Etiese organisasie, wat alle werknemers op'n gelyke en gelykwaardige manier behandel en respekteer, het egter 'n strategiese voordeel en dit noodsaak die ontwikkeling van 'n organisatoriese kultuur waar die bestuur van diversiteit, gelyke regte en regverdige handel voorrang moet geniet. Optimale prestasiebestuurspraktyke moet ingestel word en daarvolgens moet alle vergoeding en beloning regverdig, volgens meriete, geskied. Die prosedures vir die keuring van kandidate vir werwing en bevordering moet vir die versekering van regverdigheid hersien word. Opleiding en ontwikkeling moet aangewend word om gelyke geleenthede vir almal te skep. 'n Steekproef wat onder huidige MBA-studente onderneem is, het getoon dat negatiewe stereotipering en bevooroordeling nog op 'n gereelde grondslag in bestuurspraktyke voorkom. Die verskaffing van gelyke geleenthede en die effektiewe bestuur van diversititeit is veral sake wat dringend aandag moet geniet. Dit is belangrik dat organisasies 'n goeie interne proses om diskriminasie uit te roei in werking stel deur die daarstelling van 'n nie-diskriminasie beleid en gereelde diskriminasie ouditte. Alle klagtes van diskriminasie moet spoedig en op die laagste moontlike vlak ondersoek word. Die remediërende model wat in hierdie navorsingsverslag ontwikkel is, verskaf 'n bestendige prosedure waarvolgens alle aantygings regverdig en doelmatig hanteer kan word.
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Brand, Hugo. "Unfair discrimination in recruitment practices." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1021197.
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The focus of this paper is to emphasize the importance for every employer to avoid unfair discrimination during the recruitment process and to value diversity in the workplace. This is not only a legal requirement, but also gives an employer the best chance of getting the right person for the job. It is crucial to understand that job applicants are mostly people that employer’s do not actually employ, but might be able to make an unfair discrimination claim against the employer if the claimant believes he/she was not selected for a job because the employer discriminated against them unlawfully in the recruitment process. When writing the job description and a person specification, the employer should state clearly what tasks the person will have to execute and what skills will be needed for the job. Job descriptions should accurately describe the genuine essential duties and inherent requirements of the job. Personnel specifications should accurately describe the relevant, non-discriminatory and objectively justifiable requirements to be met by the post-holder. Specifications should not have any requirements that are not directly related to the job and it is important for employers to provide evidence that each recruitment and screening practice is job-related and consistent with business necessity. Employers are advised to devise and implement recruitment procedures and guidelines for all staff and applicants involved in the process of recruitment and to ensure that these incorporate the principles of the organisation’s equal opportunity principles. Employers should administer recruitment and other selection procedures without regard to race, colour, national origin, sex, religion, age and disability. Even though South Africa is now governed by a new democratic order, historical workplace inequalities still need to be addressed. Not only compelled to redress inequalities by the Constitution, the South African government was motivated by the International Labour Organisation (ILO) to enact laws that would prohibit discrimination and promote the economic advancement of the majority. Recruitment tests or selection procedures must be job-related and its results appropriate for the employer’s purpose. If a recruitment procedure screens out a protected group, the employer should determine whether there is an equally effective alternative selection procedure that has less adverse impact and, if so, adopt the alternative procedure. The justification of discrimination in recruitment practices and affirmative action is only meaningful if it is targeted towards particular aims. One of the more important defences against unfair discrimination in the workplace is the general fairness defence. The general fairness defence is considered to be an applicable defence based on fairness in situations where the two statutory exceptions do not apply. This means than when one looks at the concept of unfair discrimination it implies that discrimination may be justified in certain circumstances Legislation prohibits discrimination on various grounds especially throughout the process of recruitment and selection. There are limited exceptions to the general principle that it is unlawful to use gender, race, religion or sexual orientation as a criterion in the recruitment process. These exceptions are known as genuine occupational qualifications and the specifications for jobs should be carefully examined to ensure that there are no factors contained that are indirectly discriminatory. Focus must be placed on avoiding indirect discrimination in job factors. In the early stages of the recruitment process, an employee specification should be written that describes the type of person the employer seeks to be appointed in terms of qualifications, experience, skills and personal attributes. The imposition of inappropriate or unsuccessfully high standards or criteria may indirectly discriminate against people from a particular minority or racial group or religion. Employees must have the necessary skills to demand employment equity status especially where a designated employer does not have sufficient affirmative action employees and is obliged to rectify the situation. However, this does not mean that affirmative action applicants must be chosen above non-affirmative action employees. The principle of reversed discrimination stands firm if the motivation for appointing a particular person is based on a genuine desire to promote diversity, to apply affirmative action and to increase the numbers of people from a disadvantaged group in employment, or to create a more balanced workforce.
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Steto, Zoleka. "Preference and discrimination in the construction industry in the Nelson Mandela Bay Municipality." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1021156.
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The aim of this paper is to discover if women are still discriminated against, given fair and equal opportunities as men in the construction industry in the Nelson Mandela Bay Municipality. This paper will also provide recommendations and possible solutions to the problem of discrimination. It will look at the policies government developed to ensure equality and women empowerment in the industry.
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Ristow, Liezel. "Sexual harassment in employment." Thesis, University of Port Elizabeth, 2004. http://hdl.handle.net/10948/341.
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Africa as no exception. It is generally accepted that women constitute the vast majority of sexual harassment victims. Sexual harassment is therefore one of the major barriers to women’s equality as it is a significant obstacle to women’s entrance into many sectors of the labour market. The Constitution now provides that no person may unfairly discriminate against anyone on grounds of, inter alia, sex and gender. The Employment Equity Act now provides that harassment is a form of unfair discrimination. It has been said that harassment is discriminatory because it raises an arbitrary barrier to the full and equal enjoyment of a person’s rights in the workplace. Much can be learned from the law of the United States and that country’s struggle to fit harassment under its discrimination laws. The Code of Good Practice on the Handling of Sexual Harassment Cases attempts to eliminate sexual harassment in the workplace by providing procedures that will enable employers to deal with occurrences of sexual harassment and to implement preventative measures. The Code also encourages employers to develop and implement policies on sexual harassment that will serve as a guideline for the conduct of all employees. Although the Code has been subject to some criticism, particularly regarding the test for sexual harassment, it remains a valuable guide to both employers and employees alike. The appropriate test for sexual harassment as a form of unfair discrimination has given rise to debate. Both the subjective test and the objective test for sexual harassment present problems. Some authors recommend a compromise between these two tests in the form of the “reasonable victim” test. The Employment Equity Act makes the employer liable for the prohibited acts of the employee in certain circumstances. The Act, however, places certain responsibilities on the employer and the employee-victim before the employer will be held liable for sexual harassment committed by an employee. Sexual harassment committed by an employee constitutes misconduct and can be a dismissible offence. An employer may also be held to have constructively dismissed an employee, if the employer was aware of the sexual harassment and failed to control such behaviour, and the employee is forced to resign. The test for determining the appropriateness of the sanction of dismissal for sexual harassment is whether or not the employee’s misconduct is serious and of such gravity that it makes a continued employment relationship intolerable. However, for such a dismissal to be fair it must be both substantively fair and procedurally fair.
Books on the topic "Discrimination in employment – South Africa – Limpopo"
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Strydom, E. M. L., and Ockert Dupper. Essential employment discrimination law. Lansdowne, [South Africa]: Juta, 2004.
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Bowmaker-Falconer, Angus. Breakwater monitor: Monitoring employment equity in South Africa. Cape Town: University of Cape Town, Graduate School of Business, 1996.
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Dupper, Ockert. Equality in the workplace: Refelections from South Africa and beyond. Cape Town, South Africa: Juta & Co, Ltd., 2009.
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Equality in the workplace: Reflections from South Africa and beyond. Cape Town, South Africa: Juta & Co, Ltd., 2009.
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Dupper, Ockert. Understanding the Employment Equity Act. Edited by Bhoola Urmila and Garbers Christoph. Cape Town: Juta Law, 2009.
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Ginwala, Frene. Gender and economic policy in a democratic South Africa. [Milton Keynes, U.K.]: Development Policy and Practice, Technology Faculty, Open University, 1991.
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M, Jenkins Carolyn. The changing nature of inequality in South Africa. Helsinki: United Nations University, World Institute for Development Economics Research, 2000.
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Legal aspects of HIV/AIDS at the workplace in Botswana and South Africa. Gaborone: Pula Press, 2008.
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Transition from below: Forging trade unionism and workplace change in South Africa. Pietermartizburg: University of Natal Press, 2003.
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Wiebalck, Alison. The European Economic Community code of conduct for companies with interests in South Africa: A legal appraisal. Regensburg: S. Roderer Verlag, 1992.
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