Reviewing the suitability of affirmative action and the inherent requirements of the job as grounds of justification to equal pay claims in terms of the Employment Equity Act 55 of 1998

Ebrahim, Shamier

doi:10.17159/1727-3781/2018/v21i0a1367

Cited by 5 publications

(3 citation statements)

References 2 publications

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“…The discourse contains the idea of abolishing the EEA 55 of 1998 on a specific future date, which will give organisations the freedom to implement EE and AA voluntarily (Rautenbach, 2015) and to involve the entire workforce in this transformational initiative (Ebrahim, 2018). The facts of stereotyping racial groups and misunderstandings about EE intentions emphasise the need to address the socio-historical context in any related communication strategy (Leonard & Grobler, 2006;Louw, 2015b).…”

Section: Employment Equity In South Africamentioning

confidence: 99%

“…One of the major strategic objectives is to ensure that organisations actively participate in eradicating discriminatory policies and practices that have been transferred from the past societal system (Van der Westhuizen, 2015). These policies and practices require active transformation to reflect the new democratic dispensation principles that are based on recognition and implementation of individual human rights in mind and practice (Ebrahim, 2018).…”

Section: Introductionmentioning

confidence: 99%

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Subjective experiences of employment equity in South African organisations

Oosthuizen

Tonelli

Mayer

2019

SA j. hum. resour. manag.

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Orientation: This article explores employees’ subjective experiences of employment equity (EE) within South African organisational contexts, adding diverse and in-depth insights to the post-apartheid EE discourse.Research purpose: The purpose is to hear the voices of employees of different social-cultural, racial and gender backgrounds on the experiences of EE in contemporary South African organisations.Motivation for the study: Research suggests that South African organisations are pressurised to redress past racial inequality. Understanding employees’ subjective experiences of EE adds value to the debate and provides the reader with an in-depth contemporary image of EE in post-apartheid South African organisations.Research approach/design and method: A hermeneutic phenomenological approach, within the qualitative interpretive paradigm, yielded in-depth, rich and detailed descriptions of employees’ experiences of EE in both the private and public sectors of the South African workplace.Main findings: Findings show five themes that are associated with experiences of EE within South African organisations. This study highlights differences of experiences regarding EE plans and processes based on racial background, gender and age, as well as on historical socio-cultural and racial classifications of being a member of advantaged and disadvantaged groups. The following findings are highlighted: the insight into the experiences of EE from the perspectives of the ‘born-frees’ (the differences in experiences of different age groups of employees) and the experienced discrimination of black male and female employees regarding race and the experiences of gender-based discrimination being described by black and white male employees.Practical/managerial implications: Findings show the focus of experiences of EE, the conflicting issues and what South African organisations need to focus on in terms of human resources management (HRM) and the development of employee relations across racial and gender divides. It shows which topics need to be addressed in employee development and training programmes to manage diversity constructively and effectively.Contribution/value-add: The findings can be used by human resources managers to: (1) monitor the progress towards EE competently and vigorously, (2) create awareness and communication within individuals, organisations and society regarding EE, (3) create best practices in order to benefit from EE (members of all racial, gender, cultural groups), (4) create a discourse on humanistic and reflexive HRM, and(5) implement consulting, training and development programmes in organisations that are strategically, sustainably and long-term orientated.

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Section: Employment Equity In South Africamentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Subjective experiences of employment equity in South African organisations

Oosthuizen

Tonelli

Mayer

2019

SA j. hum. resour. manag.

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“…The amendments to the Employment Equity Act, Employment Equity Amendment Act (EEAA) 47 of 2013, are in line with the International Labour Organization (ILO). The International Labour Organization (ILO) helps governments and employers formulate programs and policies that provide improved working conditions and decent employment at national and international levels (Ebrahim, 2018). The ILO put in place the 'decent work' concept, which has four pillars, namely, equal representation, workers' rights, employment opportunities, and social protection.…”

Section: Introductionmentioning

confidence: 99%

Perceptions of small and medium companies toward employment equity amendments in South Africa

Utete

Nzimakwe

2022

Problems and Perspectives in Management

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Small and medium companies (SMCs) are needed for the successful and meaningful development of the South African economy. These companies bring a significant reduction in unemployment levels. Apart from lowering unemployment levels, SMCs play a pivotal role in transforming the South African economy. However, there is a high failure rate of small and medium companies. Although the labor laws of South Africa are believed to be the major obstacle that is significantly affecting the growth of SMCs, there is no prior empirical study conducted to investigate this subject. The scourge of failure of these companies has gripped the growth of the economy. Hence, the aim of the study is to examine the perceptions of small and medium companies toward employment equity amendments in South Africa. The study uses a qualitative research method and purposive sampling to select the data. An open-ended questionnaire collected usable data from 73 employees of small and medium companies. The findings of the study revealed that the employment equity amendments were viewed as too harsh for small and medium companies. SMCs perceived that these amendments bring more harm than good. Therefore, they should engage the government to enforce amendments to the legislation that stimulate business performance rather than those that hinder it.

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HRM Practices in South Africa: Diversity and Inclusion in Contemporary and Future Workplaces

Mayer

2023

Employee Relations and Trade Unions in Africa

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Reviewing the suitability of affirmative action and the inherent requirements of the job as grounds of justification to equal pay claims in terms of the Employment Equity Act 55 of 1998

Cited by 5 publications

References 2 publications

Subjective experiences of employment equity in South African organisations

Subjective experiences of employment equity in South African organisations

Perceptions of small and medium companies toward employment equity amendments in South Africa

HRM Practices in South Africa: Diversity and Inclusion in Contemporary and Future Workplaces

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