Untangling discrimination in the private sector workplace in South Africa
Paving the way for Black African women progression to managerial positions
Bibliographic Data
| ID | 12573222 |
|---|---|
| Authors | Motlhatlego Dennis Matotoka (0000-0003-4889-4253, University of Limpopo, Polokwane, Limpopo, South Africa), Kola Sola Odeku (0000-0003-3132-4545, University of Limpopo, corresponding author) |
| Year | 2021 |
| Volume | 21 |
| Issue | 1 |
| Pages | 47-71 |
| Publication date | 2021-02-03 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | International Journal of Discrimination and the Law (JOURNAL) |
| Journal identifiers | ISSN: 1358-2291 • E-ISSN: 2047-9468 |
| Publisher | SAGE Publishing (PUBLISHER • US) |
| DOI | 10.1177/1358229121990569 |
| OpenAlex | W3126597020 |
| Language | EN |
| Citations received | 3 |
| References cited | 8 |
Black African women in South Africa are poorly represented at managerial levels in the South African private sector since the advent of democracy. Their exclusion at these occupational levels persists despite the Employment Equity Act 55 of 1998 (EEA) requiring that the private sector must ensure that all occupational levels are equitably represented and reflects the demographics of South Africa. The South African private sector demonstrates its lack of commitment to proliferating black African women into managerial positions by deliberately engaging in race-based recruitment and failing to develop and promote suitably qualified women into managerial positions. As such, the private sector is failing to create upward mobility for black African women to break the glass ceiling. The EEA requires the private sector to apply affirmative action measures in order to achieve equity in the workplace. It is submitted that since 1998, the private sector has been provided with an opportunity to set it own targets in order to achieve equity. However, 22 years later, black African women are still excluded in key managerial positions. However, the EEA does not specifically impose penalties if the private sector fails to achieve the set targets.This approach has failed to increase the representation of black women in managerial positions. However, the EEA does not specifically impose penalties if the private sector fails to achieve the set targets. Whilst this approach seeks to afford the private sector importunity to set its own target, this approach has failed to increase the representation of black women in managerial positions. Employing black African women in managerial levels enhances their skills and increases their prospects to promotions and assuming further leadership roles in the private sector. This paper seeks to show that the progression of black African women requires South Africa to adopt a quota system without flexibility that will result in the private sector being compelled to appoint suitably qualified black African women in managerial levels
Affirmative action · Business · Economic growth · Economics · Equity (law · Glass ceiling · Order (exchange · Political science · Private sector · Public sector · Representation (politics · Gender Diversity and Inequality · Law · Legal Issues in South Africa · Finance
| Unique citing works | 3 |
|---|---|
| Citations per year | 1,5 |
| Citation span | 2024 - 2026 (3) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 3 |