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Articles de revues sur le sujet "Discrimination in employment – South Africa – Gauteng"
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Khosa, Dee. « Gender and Police Leadership : An Analysis of Metropolitan Police Departments in South Africa ». International Journal of Criminology and Sociology 10 (23 août 2021) : 1333–41. http://dx.doi.org/10.6000/1929-4409.2021.10.153.
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Despite a number of initiatives aimed at improving the representation and progressive of women in the law enforcement. Studies continue to document the persistence of gender inequality within law enforcement agencies all over the world and South Africa is not an exception. This article bring to light gender inequalities in the law enforcement sector where women in leadership ranks remains low. Historically, the police career was male-dominated and females were not allowed to work in the police. Therefore, equal gender representation in the workplace should by now be at an advanced developmental stage in South Africa since the abolition of discrimination rules. The Commission on Employment Equity of South Africa reported that women comprised 44.8% of the economically active population, yet males were still in charge of senior management positions in South African industries including the law enforcement environment. The data was collected from female officers from Metropolitan Police departments in Gauteng province. The findings suggest that culture, stereotypes, economic and socio-political dynamics, and physical fitness were perceived as barriers that hindered the representation of women into senior leadership positions.
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Paret, Marcel. « Precarious Class Formations in the United States and South Africa ». International Labor and Working-Class History 89 (2016) : 84–106. http://dx.doi.org/10.1017/s0147547915000381.
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AbstractRecent scholarship highlights the global expansion of precarious layers of the working class. This article examines the growth and collective struggles of such precarious layers in two very different places: California, United States and Gauteng, South Africa. The comparison challenges and extends existing research in two ways. First, it shows that the spread of insecurity is far from uniform, taking different forms in different places. Lack of citizenship is more crucial for workers in California, whereas underemployment is more crucial for workers in Gauteng. Second, it shows that insecure segments of the working class are capable of developing collective agency. This agency may be rooted in identities that extend beyond precarious employment, and will reflect the particular forms of insecurity that are prevalent in the given context. Such diversity is illustrated by examining May Day protests in California and community protests around service delivery in Gauteng.
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Fredericks, Fadwah, et Derek Yu. « Examining employment discrimination in South Africa, 1997–2016 ». Development Southern Africa 35, no 4 (19 juin 2018) : 527–53. http://dx.doi.org/10.1080/0376835x.2018.1486699.
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Chinomona, Elizabeth, et Eugine Tafadzwa Maziriri. « Women In Action : Challenges Facing Women Entrepreneurs In The Gauteng Province Of South Africa ». International Business & ; Economics Research Journal (IBER) 14, no 6 (5 novembre 2015) : 835. http://dx.doi.org/10.19030/iber.v14i6.9487.
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In today’s post-modern era, the role of women entrepreneurs in economic development is inevitable and women are willing to take action in business and contribute to the nation’s growth. Women are stepping up to own and run businesses in numbers that would have been hard to imagine a mere few decades ago. However, women entrepreneurs face a wide variety of challenges both in starting and in growing their business ventures. The objective of this paper is to investigate the challenges women entrepreneurs face in the Gauteng province of South Africa. Exploring the challenges that women entrepreneurs face in South Africa, is of paramount interest to potential women entrepreneurs, researchers, the government of South Africa and other stakeholders. The paper used a qualitative research design using in-depth interviews and focus groups. The findings were that the challenges were identified as impediments to women entrepreneurs, which comprises lack of education and training, lack of access to finance, gender discrimination, negative attitudes and inadequate resources. Recommendations were made to women entrepreneurs, to the government of South Africa and other stakeholders. Lastly, limitations of this paper as well as future research directions were enunciated clearly.
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Reynders, Cornelius Chris, Harmony Musiyarira et Prvoslav Marjanovic. « The Value of Decentralisation in Wastewater Management : Gauteng Province Case Study, South Africa ». Journal of Economic Development, Environment and People 1, no 2 (21 juillet 2012) : 65. http://dx.doi.org/10.26458/jedep.v1i2.14.
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In a semi-arid water scarce country like South Africa, the efficient use of limited water resources and measures to extend the service value of these resources is a prerequisite for achieving sustainable development. The conventional supply-sided management approach to water supply causes increased wastewater generation with accompanied increased pollution loads requiring higher levels of mitigation environmental pollution. Where disposal of wastewater treatment effluent takes place in rivers and natural water bodies, the lack of adequate natural compensating capacity of such water bodies typically result in severe ecological damage of the aquatic environment. With a shift of emphasis to a sustainable demand side management approach (as opposed to a supply side one), the avoidance of water wastage and high wastewater generation represents both resource conservation and environmental protection friendly approaches and contribute to overall sustainability. The integrated nature of water supply and wastewater management systems require an approach that considers these systems holistically. A new paradigm for water management is therefore needed to ensure that the issues of waste disposal and pollution are dealt with in a sustainable manner taking into account the emerging objectives of modern society for resource conservation and environmental protection.A balance therefore has to be found between the uses of additional fresh water resources as a means of satisfying en ever increasing water demand on the one hand and alternative unconventional resource exploration and employment, without the risk of depletion of natural available fresh water resource flow, irreversible harm to the environment and social and economic constraints.This paper explores wastewater and grey water reuse as unconventional resources in a qualitative manner within this balancing equation. It further proposes a methodology for deriving monetary indicator values for wastewater reuse by internalising negative environmental impacts. This is achieved through application of Lagrangian optimisation of the treatment plant production function (output distance function) for deriving marginal prices of contaminant removal and resulting avoided pollution.
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Dlamini, Simangele, Solomon G. Tesfamichael, Yegnanew Shiferaw et Tholang Mokhele. « Determinants of Environmental Perceptions and Attitudes in a Socio-Demographically Diverse Urban Setup : The Case of Gauteng Province, South Africa ». Sustainability 12, no 9 (30 avril 2020) : 3613. http://dx.doi.org/10.3390/su12093613.
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In environment-nature discourse, determinants of environmental perceptions and attitudes vary significantly making it difficult to draw generalisations on their significance for particular locales. In this paper, we explore the key socio-demographic factors affecting environmental perceptions and attitudes for a socio-economically diverse area of Gauteng province, South Africa, using a generalised ordered logit model (gologit) approach. Personal level variables like gender, education level, employment status, age, population group, migration status and external variables such as dwelling type and electricity availability, obtained through a questionnaire, were assessed as determinants of environmental perceptions and attitudes. Statistical results indicated that dwelling type, gender, education level, place of birth and employment status were strong determinants of environmental attitudes. Population group (Coloured and White), dwelling type, electricity availability, employment status and education level (from primary only up to matric) were found to be significant predictors of environmental perceptions. Education level, dwelling type and employment status were therefore the common explanatory variables from the analysis, giving prominence to material values that people attach to environmental attitudes and perceptions. Age had no influence on both environmental perceptions and attitudes. The results from this article can provide a foundation for segmentation of anthropocentric factors for environmental planning and strategy formulation within the province.
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Dreyer, Greea, et Matty van Niekerk. « Vocational rehabilitation for young stroke survivors in Gauteng public healthcare : Occupational therapists’ perceptions1 ». Work 69, no 1 (26 mai 2021) : 91–107. http://dx.doi.org/10.3233/wor-213460.
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BACKGROUND: The prevalence of working-aged stroke survivors is increasing yearly. Stroke is an expensive disease, causing financial burden to the government, the family and caregivers of the patient, thus making it imperative for working-aged stroke survivors to work to remain financially independent. Survivors’ need to work necessitates occupational therapists to shift their focus from basic activities of daily living, to rehabilitating work. OBJECTIVES: This study aimed to determine the perceptions of occupational therapists working with younger stroke survivors in public hospitals and clinics in Gauteng South Africa, about rehabilitating working-aged stroke survivors’ work ability. METHODS: Ethical clearance was obtained. A qualitative research design was used to obtain narrative, descriptive data from six focus groups. Therapists from public healthcare settings, who had more than six months’ experience and had worked in neurological rehabilitation within the six months preceding the focus group, were invited to participate. Focus groups were audio recorded and transcribed. Inductive content analysis was used to identify themes and categories. RESULTS: Few participants are involved in rehabilitating younger stroke survivors’ work ability or facilitating return to work (RTW). The study identified perceived barriers and enablers to rendering OT services that meet working-aged stroke survivors’ needs. CONCLUSIONS: Despite enabling employment equity laws in South Africa, OTs working in the public sector appear to experience a sense of futility when trying to rehabilitate young stoke survivors to RTW. Fragmentation of the public sector and limited resources impede successful RTW for working-aged stroke survivors. Survivors’ employment status and motivation to RTW facilitated rehabilitating work ability.
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Burton, Calum, Christian Rogerson et Jayne Rogerson. « The Making of a ‘Big 5’ Game Reserve as an Urban Tourism Destination : Dinokeng, South Africa ». African Journal of Hospitality, Tourism and Leisure, no 9(6) (15 décembre 2020) : 892–911. http://dx.doi.org/10.46222/ajhtl.19770720-58.
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Since 2000, against the background of chronically high levels of city unemployment and of the stagnation or rundown of the manufacturing sector, many urban governments across South Africa pivoted towards the building of competitive tourism economies as an anchor for local economic development, employment creation and small enterprise development. With the tourism sector being the most popular sectoral focus for local economic development programming in South Africa, the evolution of place-based development initiatives around tourism is a topic of policy relevance. This paper contributes to tourism scholarship concerning new product innovation and development for urban tourism in South Africa. It investigates the unfolding planning and challenges of a unique tourism development project for the creation of a ‘big 5’ game reserve located on the periphery of the country’s major metropolitan complex and economic hub, Gauteng province. The evolution of the project and the challenges of destination development are themes under scrutiny.
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Chinomona, Elizabeth, Chengedzai Mafini et Chriss Narick Mangoukou Ngouapegne. « Corporate sustainability and customer loyalty : the case of the railway industry ». Corporate Ownership and Control 13, no 3 (2016) : 445–55. http://dx.doi.org/10.22495/cocv13i3c3p3.
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Introduction of the mass rapid transit railway system through the Gautrain has not only addressed the transport issue in South Africa but has also motivated and promoted the country’s economic growth by creating employment. Despite the increase in research focusing on the importance of the Gautrain to the South African economy, the influence of perceived convenience, image and safety on commuter satisfaction and loyalty in the South African mass rapid transit railway system context is still limited. This paper used a data collected from 206 Gautrain commuters in the Gauteng province of South Africa to examine the interplay between perceived convenience, image, safety, commuter satisfaction and loyalty. Smart PLS software technique was used to statistically analyse the measurement and structural models. The results revealed that perceived convenience, image and safety positively influenced commuter satisfaction, which, in turn, influenced commuter loyalty. These results may be used by marketers in mass public railway systems to initiate strategies intended to increase both commuter satisfaction and loyalty
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Reddy, P. S., et R. B. G. Choudree. « Public Service Transformation and Affirmative Action Perspectives in South Africa ». Public Personnel Management 25, no 1 (mars 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.
Thèses sur le sujet "Discrimination in employment – South Africa – Gauteng"
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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.
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Mariotti, Martine Georgia. « White control of black employment an analysis of the effects of apartheid era labor legislation on black employment in South Africa / ». Diss., Restricted to subscribing institutions, 2008. http://proquest.umi.com/pqdweb?did=1619405951&sid=1&Fmt=2&clientId=1564&RQT=309&VName=PQD.
Texte intégralLivres sur le sujet "Discrimination in employment – South Africa – Gauteng"
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Strydom, E. M. L., et 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. Sous la direction de Bhoola Urmila et 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.
Trouver le texte intégralChapitres de livres sur le sujet "Discrimination in employment – South Africa – Gauteng"
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Abrahams, Lucienne, Mark Burke, Lauri Elliott et Warren Hero. « Civic Engagement and E-Governance in Gauteng ». Dans Active Citizen Participation in E-Government, 250–75. IGI Global, 2012. http://dx.doi.org/10.4018/978-1-4666-0116-1.ch013.
Texte intégralRésumé :
Gauteng, South Africa’s economic center, has a history of social exclusion by virtue of differentiated access to employment, income, assets, and education. Levels of civic engagement prior to 1994 were limited by the absence of universal political suffrage and a society in which the majority of the population was denied the right to participate in decision-making based on racial discrimination. The achievement of universal suffrage in 1994 created the foundations for greater civic engagement. However, as social interaction and societal governance becomes increasingly electronically mediated (through the Internet, Web 2.0 technologies, and mobile content platforms), a large proportion of the population is excluded from these new forms of on-Net interaction. This chapter argues that policies that push universal household broadband service can contribute to reducing social exclusion through creating the foundation for households to operate as units of production and overcome economic deprivation, thus laying a stronger basis for civic engagement.
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F. Meyer, Daniel. « An Assessment of the Impact of the Tourism Sector on Regional Economic Development in Gauteng Province, South Africa ». Dans Peripheral Territories, Tourism, and Regional Development. IntechOpen, 2021. http://dx.doi.org/10.5772/intechopen.95810.
Texte intégralRésumé :
South Africa is facing three main developmental problems, including high levels of poverty, unemployment, and inequality. The tourism sector allows for a relatively easy entry into the local market for small businesses and entrepreneurs and has the potential to create jobs and subsequently, income. Tourism development could be utilised as a driver for economic growth and development. The main objective of this research was to assess the impact of the tourism sector on economic growth and development in South Africa, focusing on the Gauteng Province which, is the economic hub of the country and even Africa. The methodology utilised was based on a quantitative design, using secondary time series pooled panel data approach including, all the municipal entities in the region. Annual data from 2000 to 2019 were used to analyse the impact of tourism on economic growth and development. Tourism variables include measurements such as tourism spending and international tourism trips. Results confirm the tourism-growth nexus and the sector allows ease of market entry for small businesses, resulting in employment creation and income for the poor in developing regions if promoted via effective policy implementation, even in regions where tourism is not the leading sector.