Gender-based discrimination in South Africa: A quantitative analysis of fairness of remuneration

Abstract

Equity is important to most individuals and its perceived absence may impact negatively on individual and organisational performance. The concept of equity presupposes fair treatment, while discrimination implies unfair treatment. The perceptions of discrimination, or being treated unfairly, may result from psycho-social processes, or from data that justifies discrimination and is quantifiable. Objectives: To assess whether differences in post grading and remuneration for males and females are based on gender, rather than on quantifiable variables that could justify these differences. Method: Biographical information was gathered from 1740 employees representing 29 organisations. The data collected included self-reported post grading (dependent variable) and 14 independent variables, which may predict the employees’ post gradings. The independent variables related primarily to education, tenure and family responsibility. Results: Males reported higher post gradings and higher salaries than those of females, but the difference was not statistically significant and the practical significance of this difference was slight. Qualification types, job specific training, and membership of professional bodies did not affect post grading along gender lines. The ways in which work experience was measured had no influence on post grading or salary for either males or females. Furthermore, family responsibility, union membership and the type of work the employees performed did not influence the employees’ post grading. The only difference found concerned the unfair treatment of males, particularly those who were well-qualified. Conclusions: Objective evidence of unfair gender-based discrimination affecting post grading and salary is scarce, and the few differences that do occur have little statistical and practical significance. Perceptions of being discriminated against may therefore more often be seen as the result of psycho-social processes and are not necessarily the result of justifiable differences in education, tenure and family responsibility.

The mediating role of procedural justice on the relationship between job analysis and employee performance in Jordan Industrial Estates

“…Job analysis data can distinguish the knowledge, skills, abilities, and expertise which are necessary for effective and high level of performance. It can build criteria for selection, hiring, promotions, plan and create objectives for employee training and organization development programs, establish performance measurement standards and develop it, and assist in determining compensation classification levels (Steyn and Jackson, 2015). Atteya (2012) pointed out that the selection and recruitment process is one of the most important factors that affect the performance of employees and productivity.…”

Flexi work, financial well-being, work–life balance and their effects on subjective experiences of productivity and job satisfaction of females in an institution of higher learning

“…The ILO has noted that, without targeted action, at the current rate, pay equity between women and men will not be achieved before 2086 (ILO 2016). Steyn and Jackson (2015) also reported evidence of gender-based wage differences in a selection of South African companies. They found evidence for higher post gradings and salary for males compared with those of females.…”

Gender Sensitivity and Performance of County Government Selected Projects in Uasin Gishu County

“…In another study conducted Steyn and Jackson (2015) among 1740 employees in South Africa to assess whether job grading and salaries for male and female employees were varied on the basis of gender, as opposed to quantifiable variables, it was found that male employees held higher positions and salaries compared to their female counterparts although the difference was statistically insignificant. Despite efforts put into place by organizations to stamp out sexual harassment in the workplace, a study conducted by Mendez, Snyder, Scherer and Fisher (2012) in the US found that the vice is still rampant in organizations.…”