An evaluation of the implementation of affirmative action : a case study, Department of the Premier, KwaZulu-Natal

[摘要] This research aims to evaluate the implementation of the affirmative action policyin the KwaZulu-Natal Provincial Administration and the department of thePremier has been selected for this purpose. The researcher was motivated by thedesire to establish how Employment Equity Act, Act 55 of 1998 is implementedin the department of the Premier. The researcher is of the opinion that thisdepartment remains predominantly white and male staffed and therefore, has notcomplied with the desires, aspirations and the spirit of the new democratic SouthAfrica.The purpose of the study is therefore to determine whether the department of thePremier in KwaZulu-Natal is predominantly white and male and whether there isany significant move towards normalising the situation in terms of our newlegislation. A desk study, based on personnel records was used to qualify thegender and race disparities. A combination of a literature study and a structuredinterview survey methodology was used to determine the practice implications ofthe policy.Data was collected through a questionnaire that was distributed to all strata of thedepartment in order to determine how affirmative action was perceived andunderstood by employees. This would determine whether they utilize theopportunity to improve themselves by applying for senior positions that areadvertised in the department of the Premier as well as other departments in theprovrnce.The research found that although the department has embarked on a programmeof affirmative action, a number of issues still need to be addressed before it canbe successfully implemented. These included:no affirmative action policy document for the department as anindependent entity has been formulated to cater for its unique needs.no affirmative action strategy exists to address fears and concerns oftop management, especially white managers, who seem to dominatethe upper stratum of the department.no communication strategy to ensure that information on affirmativeaction filters down to all strata of the department.no proper monitoring mechanism in place that will enable thedepartment to pick up mistakes and rectify' them timeously beforedamage is done.The researcher arrived at the conclusion that embarking on affirmative actionmeans more than opening up access and promoting a few individuals merely ongrounds of affirmative action. If affirmative action is accepted as a means ofredressing past discrimination, then it is important for all employees of thedepartment to work towards the achievement of this goal.The research assignment is also aimed at ensuring that employees in thedepartment of the Premier in particular and other KwaZulu-Natal provincialdepartments in general, are a reflection of the demographics of the society theyserve. It is further important to say that we form a customer friendly publicservice.

[发布机构] Stellenbosch University