Reflections on the Women's Report (original) (raw)
Related papers
Gender-based discrimination in the workplace in South Africa
2017
Abstract: How can we expect the historically biased attitudes regarding women and their role in the workplace to change if we do not challenge the widespread disrespect for women and the assumption that they naturally should play a subservient role to dominant males in so many other contexts
2016
Decent work as established by the International Labour Organisation entails productive work for women and men in conditions of freedom, equality, security and human dignity. One of the primary goals of decent work is the establishment of equality within the workplace. Equality is a broad concept that is concerned with fairness. It is within this broad notion of equality that decent work also demands equal treatment and opportunity within the workplace in respect of gender. This is because on a global scale women have been unfairly discriminated against in various ways. In South Africa equality is regulated by the Constitution of the Republic of South Africa 1996 and various labour legislation has been enacted in order to promote equality. The Employment Equity Act 55 of 1998 is one of such pieces of legislation that specifically deals with equality issues within the workplace. However, despite the existence of comprehensive equality legislation, evidence still suggests that women still suffer some forms of gender discrimination. Under scrutiny in this research is the fact that women have been unfairly discriminated against with regards to remuneration and access or promotion to top level management positions in the workplace. With regards to remuneration there exists a gender pay gap because women equally qualified and situated as men are offered less pay compared to men. This is attributed to various factors such as the undervaluing of work performed by women and the fact that women are prone to take career breaks as a result of their reproductive function. Women also face a challenge with regards to access or promotion to top level management positions within the workplace. The challenge, also known as the glass ceiling, entails that men are more likely to have access or promotion to top level management compared to women. This has also been attributed to various factors that include patriarchy within the workplace and social location.
Males in predominantly female-dominated positions : a South African perspective
Journal of Contemporary Management, 2010
Purpose This paper looks at the underrepresentation of male administrative support staff in the female-dominated occupational environment in South African and their perceptions of various intrinsic and extrinsic barriers that are experienced in executing their daily activities. Design/methodology / approach This study encompassed a literature review and an empirical survey focusing on perceptions to determine the profile of male administrative support staff. Findings Male administrative support staff is under-represented in trade and industry. Gender discrimination undoubtedly has an effect on the various barriers experienced by males in the traditionally female occupational environment. Practical and social implications Leaders and managers in society should take every possible measure to decrease the existing sharp gender segregation in the corporate arena. Originality / value All discriminatory issues should be addressed by the leaders and managers to ensure not only equal opport...
The report provides informative information to HR practitioners that have an interest in women in the workplace. The 2012 report covers the following chapters: 1. Childcare in Addis Ababa, Ethiopia - Abeba Beyene Mengistu 2. Sexuality and the workplace - Louise du Toit 3. Women in South African academia – A statistical profile - Nelius Boshoff & Anita Bosch 4. Retention of women in the workplace – What HR practitioners can do - Penny Abbott 5. Mitigation of maternity leave pay - Jenni Gobind 6. Research on Women in Management: Triumphs, progress and pitfalls - Stella Nkomo
The SABPP Women's Report 2017: Fairness in relation to women at work
This year's report covers fairness as it relates to women at work. Chapters include: Enroute to fairness?; Fairness in the family; Rethinking women's workplace outcomes: Structural inequality; Paternity leave and the archaic gender roles entrenched in employment law; Fairness as it relates to employment equity for women.
South African Board for People Practices Women's Report 2013, 2013
It is my pleasure to bring you the SABPP Women’s Report for the third time. The 2013 edition of the report contains chapters aimed at encouraging concerted action and creating political awareness. The focal chapter of the 2013 Women’s Report presents the theme of politics, providing a poignant analysis of South African female politicians and their impact, or lack thereof, on advancing the gender cause. Lindiwe Makhunga provides insight into the history and background of women in South African politics, and critically evaluates the low levels of influence and effect demonstrated by presentday female politicians. Continuing with the theme of leadership and organisational politics, two chapters provide actionable information, contributed by experienced coaches of female leaders. Leanne Meyer, who is based in the USA, reveals femaleleadership insights gained in the United States. Leanne reflects on issues such as the power of 360° feedback andhow authenticity and leadership development lead to identity development, and shares invaluable coaching themes for the benefit of female leaders. As female leaders in the USA and South Africa seemingly have many issues incommon in understanding their corporate careers and in their levels of political astuteness, the chapter dovetails with Renate Volpe’s experience of fostering political intelligence amongst South African women. She presents a number of viewpoints on how women can go about increasing their awareness of organisational politics and learn to play the political game with greater effect. Jenni Gobind looks at how the well-intended Employment Equity Act has, in effect, failed South African women, especially those in senior and executive roles. She also explains the forthcoming proposed amendments to the Act, crystallising the difference between employment equity and affirmative action. The topic of workplace bullying, together with the fact that women are often the preferred targets, is expanded on by Leigh Leo and Robyn Reid, in hopes of stimulating thought around this destructive phenomenon. The report would not be complete without an update of the statistics of women and men in the South African workplace. Madelyn Geldenhuys provides us with these figures, drawn from various sources and databases. This chapter provides benchmark figures for HR practitioners to bear in mind when styling their gender mainstreaming plans. The intention of the 2013 Women’s Report is to bring topics of a political and leadership nature to the attention of HR practitioners. As always, the report combines evidence-based practice with solid practical experience and suggestions, enabling HR practitioners to deal with women in the workplace in an informed manner, and offers alternative ways of viewing gender at work.
This I compiled after my cultural studies module assessment. It is therefore important to keep in mind that these views are that of the author and not facts about our South African culture.
Managers are key in the appointment, promotion and remuneration of staff, and as such, they are actively involved when discrimination occurs in the workplace. This also applies to gender-based discrimination. The objective of the current research was to identify the points in human resource processes where genderbased discrimination most often occurs, as seen and experienced by managers. Interviews were conducted with 75 managers from 15 organisations. Questions were posed about the prevalence and nature of gender discrimination during different human resource processes. The responses were categorised and the overall inter-observer reliability was .88. Most cases of gender-based discrimination occur during promotion processes, and this generally involves profemale discrimination. Pro-male discrimination occurs at appointment level and is often due to the inherent requirements of the job. Discrimination at remuneration level seems to favour men, allowing them to receive higher salari...