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HRM Practices in South Africa: Diversity and Inclusion in Contemporary and Future Workplaces
Abstract
Human resource management (HRM) is changing rapidly in the world of work. HRM is also changing rapidly in South Africa; however, South Africa is a unique and extraordinary example in many ways: based on South Africa’s extended history of segregation, the workplace situation at the micro, meso, and macro levels is still determined by the exclusion of and inequality towards people of different cultural groups and origins. For this reason, discourses on equality, diversity, and inclusion have become extremely relevant in organisations and contemporary South African society. This chapter presents insights into the state-of-the-art HRM practices in South Africa with special regard to diversity management and the management of evolving workplaces. It uses an intersectional, reflective HRM approach and presents empirical findings from a qualitative study conducted in the German-South African Engineering industry. The aim of this chapter is to provide insights into HRM practices in South Africa, the relevance of diversity management, and aspects of the creation of new work in contemporary and future workplaces.KeywordsReflexive HRMCritical HRMSouth AfricaDiversityEqualityInclusionNew work
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A quarter of a century after South Africa’s transition to democracy, the rhetoric of ‘transformation’ remains firmly ingrained in its higher education policy and discourse. In many of the reviews, reports, proposals, and frameworks on the transformation of the South African university system, one thing stands out: an oversupply of rhetoric and a dearth of empirical data. This article is a direct response to how infrequently data has been used and seeks to reveal the actual quantum of change, albeit with a focus on an admittedly singular element on the transformation spectrum but one which nevertheless preoccupies South Africans: equity (or race). The evidence presented in the paper shows that the absence of a clear articulation of transformation, accompanied by a lack of indicators and targets to track progress over time, hinders the progression of the discourse to equally important dimensions of performance such as efficiency, success and productivity—all of which are critical in determining the university’s role in national development. The paper goes on to show that based on the data available, the public university system in South Africa is transforming given the increases over time in the number of black students and staff. However, without a clearly articulated idea of what constitutes change, one cannot claim a transformed system, and the political narrative of no transformation is likely to prevail.
The purpose of this chapter is to reflect on the necessity of incorporating practical and experiential learning modalities in higher education to prepare communication and relationship management students for engaging others in potentially conflicting socio-cultural heterogeneous settings. It is argued that cultural diversity sensitivity, cultivated in teaching modalities, could enhance social cohesion and aid nation-building endeavours. Participative action research was applied in a case study of second year communication students enrolled for a module concerning the application of relationship management in communication specialisms. Students generally comprehend the founda-tional theorem and praxis of communication and relationship management but failed to successfully apply these principles in practice. This impedes the emotional and intellectual preparation of students for work and negates social cohesion efforts in a diverse society like South Africa. The case study conclusively illustrates students' general anxiety to engage people from different ethnic, racial and cultural backgrounds. Teachers should create 'safe spaces' in the classroom to equip and prepare students in utilizing the principles of communication and relationship management in politically charged and diverse settings. Innovative teaching strategies are recommended to foster harmony, tolerance, understanding and cultural sensitivity in Communication and Relationship Management education.
In this paper, we take stock of what The International Journal of Human Resource Management (IJHRM) has achieved in the past 30 years since its inception in 1990. By analyzing the publication trends indicated by keywords, we find that research published in IJHRM has shifted from a collective focus with institutional implications towards more individual concerns with organizational implications with relevance to HRM practices. We present research theme and approaches that distinguish IJHRM from other HRM journals, and offer suggestions of what we see as some of the important issues for future research that will take us beyond the current trajectory of HRM studies.
Public procurement is a key instrument in the post-apartheid South African government’s broad-based black economic empowerment (BBBEE), a legislative and policy framework aimed at reversing the country’s legacy of injustice and inequality through pursuing a range of socio-economic objectives that favour the majority black population. This paper employs a theoretical and derived logic model to analyse the design and implementation of BBBEE by means of literature and document review as well as key stakeholder interviews. It seeks to answer two key research questions: (1) has BBBEE achieved its intended outcomes? and (2) what lessons can be drawn from the South African experience for sustainable public procurement? The study finds a significant knowledge gap that precludes definitive conclusions on the impact of BBBEE, largely due to the limited rigorous evidence, particularly evaluations, on whether BBBEE is achieving the desired outcomes. Instead, the paper’s key contribution is the development of a derived logic model that clearly outlines how BBBEE is intended to work and is used to provide insight into how BBBEE has performed against aspects of its intended outcomes. The paper finds that the intervention’s effectiveness has largely been undermined by various challenges and demonstrates that it remains unclear whether BBBEE’s observed achievements have translated into targeted impact of meaningful participation of all black people in the economy. Considering the scale of BBBEE and its implementation for over 16 years, the paper concludes that the limited evidence on how it is performing against its key objectives is both a design and implementation shortcoming.
The chapter discusses different types of sampling methods used in qualitative research to select information-rich cases. Two types of sampling techniques are discussed in the past qualitative studies—the theoretical and the purposeful sampling techniques. The chapter illustrates these two types of sampling techniques relevant examples. The sample size estimation and the point of data saturation and data sufficiency are also discussed in the chapter. The chapter will help the scholars and researchers in selecting the right technique for their qualitative study.
Purpose
– The purpose of this paper is to propose reflexivity as a means to managing diversity practice in organizations. Reflexivity enables taken for granted assumptions about identities, roles, perspectives, language, meanings and understandings between managers and employees to be explored and redefined in ways that matter to the people in the workplace. It provides insights and examples from a practitioner perspective while engaged in designing and implementing a managing diversity initiative. In addition, it positions the development of relationships between managers and employees as a key ingredient in managing diversity.
Design/methodology/approach
– This paper is based on a post hoc qualitative reflexive study of a managing diversity project undertaken by the author as a diversity practitioner.
Findings
– The study suggested that reflexivity can allow both managers and employees to critically examine the conventional ways in which diversity and differences are understood, as this awareness can enable more relational approaches to diversity to be developed.
Research limitations/implications
– Because of the chosen qualitative research approach, the specific findings cannot be generalized; rather, an example of the potential of reflexivity as practice in organizations is proffered and insights are offered to enable further academic enquiry and practical considerations.
Practical implications
– Reflexivity stimulates both independent and shared action-learning sense-making processes which support equal participation. This challenges and expands the diversity agendas prevalent in the applied field of managing diversity. For example, by positioning organizational diversity as an inter-subjective and contextual process, meaningful dialogue between employees and managers becomes possible. Moreover, as reflexivity allows for a range of narrative accounts to emerge from such embedded activities, this approach can serve as a model for similar dialogical processes to occur within the wider organization. In addition, this paper provides insight into how reflexivity as practice for both practitioners and researchers can offer a means for more collaborative relationships to develop at the practitioner/researcher nexus.
Originality/value
– The paper endeavors to make a contribution to both the academic and the practitioner managing diversity fields by demonstrating that reflexive practice can add significant value to managing diversity processes in organizations and research.
Call for Papers for the Special Issue
The International Journal of Human Resource Management
New ways of working.
Understanding the implications for employees across different cultural and organisational contexts
Orientation: Although there has been an improvement in workforce diversity in South Africa, gender and ethnicity issues such as discrimination, prejudice and sexual harassment prevail within organisations. This is because organisational leaders view diversity as a matter of legal compliance instead of as a value addition to organisational growth and profitability. Based on this, it is important for organisations to understand the economic side of diversity and not just be content with having such a workforce.
Research purpose: This study investigated the effects of gender and ethnic diversity on the performance of employees in a selected higher education institution in South Africa.
Motivation of the study: The study was conducted to determine whether gender and ethnic diversity influences the performance of employees in a higher education institution in South Africa. It is believed that by doing so, the study may assist organisational leaders to determine strategies and best practices that will create culture that is inclusive rather than exclusive.
Research approach/design and method: A cross-sectional research design was used. A stratified random sample (n = 258) was chosen by dividing employees into homogeneous strata of academic and non-academic employees. A self-administered questionnaire was used to gather data. Pearson product moment correlation and multiple regression analysis were performed.
Main findings: The results show that gender diversity and ethnic diversity are positively and significantly related to employee performance. The study recommends that higher education institutions implement effective diversity management policies and strategies to improve the effectiveness of gender and ethnic diversity towards the performance of employees.
Practical/managerial implications: The study recommends organisations to embrace diversity and not just abide by the affirmative action policies and be satisfied with having such a workforce. To achieve this, effective diversity management programmes such as diversity training and mentoring programmes should be implemented to ensure that all employees are properly trained on diversity issues.
Contribution/value add: First of all, the findings of this study will add to existing knowledge that will aid in the understanding of gender and ethnic diversity in general and its relevance to employee performance, which in turn leads to organisational performance. Furthermore, this study will be an eye opener to organisational leaders and employees as it will help them to begin to see that diversity is a blessing rather than a matter of legal compliance. It will help organisations to see the need for having diversity and confirm that employees can work together despite their differences.
The Employment Equity Act 55 of 1998 ("EEA") has been amended to include a specific provision dealing with equal pay claims in the form of section 6(4). Section 6(4) of the EEA prohibits unfair discrimination in terms and conditions of employment between employees performing the same or substantially the same work or work of equal value. The Minister of Labour has issued Regulations and a Code to assist with the implementation of the principle of equal pay. Both the Regulations and the Code set out the criteria for assessing work of equal value as well as the grounds of justification to a claim of equal pay for work of equal value (factors justifying differentiation in terms and conditions of employment). The EEA refers to two grounds of justification in respect of unfair discrimination claims, namely affirmative action and the inherent requirements of the job. There is support for the view that these grounds of justification are not suitable to equal pay claims. There is a contrary view that these grounds of justification can apply to equal pay claims. The Labour Courts have not had the opportunity to analyse these grounds of justification in the context of equal pay claims. It is thus necessary to analyse these grounds of justification in order to ascertain whether they provide justifications proper to equal pay claims. The purpose of this article is to analyse the grounds of justification of pay discrimination as contained in South African law, the Conventions and Materials of the International Labour Organisation and the equal pay laws of the United Kingdom. Lastly, an analysis will be undertaken to determine whether affirmative action and the inherent requirements of the job provide justifications proper to equal pay claims.
In this special issue we aim to advance the theoretical, conceptual and empirical knowledge about the relationship between global teams and human resource management in international organizations. We argue that although the prevalence of global teams in international organizations is rapidly rising, simultaneously affecting the management of firms on global, regional and local levels, the response of firms and scholars alike to such changes has been slower, especially in the area of IHRM. The HR function in organizations could play a vital role in understanding, managing and leveraging the benefits of global teams to ensure that they contribute positively to the performance of firms, organizational units, and people. We demonstrate that there is still a disconnect in this respect and we highlight several areas in which the increasing use of global teams may challenge our conventional understanding of IHRM issues, and at the same time offer solutions for improvement in international organizations. The selected articles in this special issue provide both theoretical and practitioner implications by highlighting the need to explore the relationship between global teams and IHRM more generally and fully, as well as the need for HR practitioners and IHRM scholars to focus more on the ‘human’ and less on the ‘resources’ aspect. We trust that readers of this issue will agree that the articles all offer novel insights into key issues that open new avenues for further research in this nascent yet promising area.
This chapter is a concluding chapter in the book, providing the reader with future directions in a more inclusive HRM theory and practice.
Workplace diversity has become increasingly relevant to academics and practitioners alike. Often, this issue is tackled merely from a business-oriented/ managerial point of view. Yet such a single-level perspective fails to acknowledge both the macro-societal context wherein companies and organizations act and the micro-individual dynamics by which individuals construct and affirm their identities in relation to others. Muslim minorities are part of current workplace diversity in many parts of the world. This book focuses on Muslim identities and their interrelations with societal frameworks and organizational strategy and practice. Contributors from various disciplines and societal contexts ensure a multiplicity of perspectives. The authors shed light on this diversity and draw implications for human resource management (HRM) theory and practice. Chapters uncover the wider discourses on Muslim minorities that impact organizational HRM. The book explores how HRM academics and practitioners might become aware of and counteract these discourses in order to achieve a truly inclusive HRM regarding Muslim minorities. Throughout Muslim Minorities, Workplace Diversity and Reflexive HRM, readers are guided from large theoretical concepts to specific contexts, whilst being encouraged to question their assumptions. This book lays the foundations for managing Muslim employees beyond stereotypes, enabling the reader to develop the reflexive mindset needed for truly inclusive HRM with regard to Muslim employees. Jasmin Mahadevan is a full Professor of International Management with special focus on Cross-Cultural Management at
The number of global virtual teams (GVTs) has increased in recent years due to globalization of business, improved information and communication technology, and higher innovation needs. Practitioners expect GVTs to be creative, innovative, and high-performing. However, GVT members suffer from interpersonal problems, stress, and misunderstandings based on cultural differences. It is therefore important that the HRM function intervenes in the functioning of GVTs. HRM and GVT research has mostly focused on instrumental practices to improve performance, but globalization and the dynamic business environment require international organizations to adopt new HRM perspectives. To advance research on GVTs and HRM, we draw on the job demands-resources model and research on quality of work life to introduce an employee-focused HRM perspective for the management of GVTs. This new perspective focuses explicitly on improving employee wellbeing in GVTs. We develop a novel theoretical framework that provides HR practitioners and leaders with several employee-focused management tools such as flexible work practices, international training and development opportunities, and fair pay and procedures. These tools are likely to help GVT members to cope with job demands and to improve their wellbeing, and are particularly useful for GVTs due to their interpersonal problems, stressful environment, and cultural differences.
This study focuses on the construction of identity concepts and values, in the process
of developing managerial identities within a selected publically owned utility in South
Africa. The methodology used is a multi-method case study approach which is con
ducted in the phenomenological, qualitative research paradigm. The findings show
that managers define themselves in terms of "intra-personal" and "social identities"
which are based on strong individual and socio-cultural value foundations. Data high
light that managerial identities are connected to the organisational identity. Seventeen
years after the end of apartheid, managerial identities are no longer reduced and lim
ited to fixed racial, cultural or professional identities founded on historic perspectives,
but are rather viewed as a dynamic cross-cultural construct of interpersonal interac
tions. This article provides the reader with new insights into managerial identity con
structions in a multicultural public utility setting in post-apartheid South Africa.
With its potential to change significantly the knowledge and skill-set requirements for industrial engineers (IEs), Industry 4.0 creates a need to reassess the place of IEs to avoid a greater shock than that caused by the information technology identity crisis of the 1990s. This article examines the likely impacts of Industry 4.0 on industrial engineering (IE) and proposes enhancements to IE curricula in South Africa. Research methods include a literature review, a study of IE curricula, and a questionnaire survey of IE programmes. Results indicate that several IE functions might become somewhat transformed, less visible, or downright diminished in Industry 4.0. Emphasis has shifted from traditional IE methods to data-driven functions and cyber-physical systems. The developing mismatch needs correcting by emphasising skills such as ‘big data’ analytics and novel human-machine interfaces in IE curricula. Only one university in South Africa has made progress towards the adoption of an Industry 4.0 infrastructure. The authors propose a set of curriculum enrichment items as the basis for reform.
This paper examines the formation of majority-favouring affirmative action (AA) regimes in Malaysia and South Africa. Malaysia’s Constitution premises AA on a group’s special position; South Africa’s refers to unfair discrimination. Malaysia established AA amid continuation of a political order and consolidation of executive power, while South Africa democratized and transitioned from minority to majority rule. Minority groups held less economic power in Malaysia than in South Africa. Consequently, AA in Malaysia is characterized by discretionary decision-making, and quota-based, centralized programmes, whereas South Africa has followed a legislative route involving negotiation and enforcement of target-based, statutory requirements, under less centralized oversight.
In the current global economic climate, international HRM is facing unprecedented pressure to become more innovative, effective and efficient. New discourses are emerging around the application of information technology, with ‘e-HR’ (electronic-enablement of Human Resources), self-service portals and promises of improved services couched as various HR ‘value propositions’. This study explores these issues through our engagement with the emergent stream of ‘critical’ HRM, the broader study of organizational discourse and ethical management theories. We have found that while there is growing research into the take-up of e-HR applications, there is a dearth of investigation into the impact of e-HR on the people involved; in particular, the (re)structuring of social relations between HR functions and line managers in the move away from face-to-face HR support services, to more technology-mediated ‘self-service’ relationships. We undertake a close reading of personal narratives from a multinational organization, deploying a critical discourse lens to examine different dimensions of e-HR and raise questions about the strong technocratic framing of the international language of people management, shaping line manager enactment of e-HR duties. We argue for a more reflexive stance in the conceptualization e-HR, and conclude with a discussion about the theoretical and practical implications of our study, limitations and suggestions for future research.
The present equal opportunity discourse in Australia, with its focus on ‘the mainstream woman’, i.e. the white Anglo-Celtic woman, overlooks the multiracial feminist perspectives of ‘the other woman’, the minority ethnic woman. As a result of the intersection of her sexual, ethnic and/or religious identities, ‘the other woman’ remains dually disadvantaged within Australian society and organizations; largely deprived of the opportunities available to her ‘mainstream’ sister. This paper discusses the complexity of intersections and of how the interaction of systems of stratification constructs specific social locations for minority ethnic women in Australian organizations. The paper draws on critical race and feminist theories with respect to intersectionality of race and gender, and offers quantitative and qualitative data to exemplify issues that surround representation and (in)equality within Australian organizations. The data include an empirical analysis of complaints filed under the federal legislation over a five-year period to determine how minority ethnic women's workplace experiences differ from those of their mainstream counterparts. The analysis reflects the ongoing nature of multiple discriminations faced by minority ethnic women.
This article presents a case study on organisational conflict in a selected international organisation in the South African automotive industry to increase the contextual understanding of the topic. Data was gathered through in-depth interviews with 45 senior and middle managers in the selected international organisation at the head off ce and two branches in Gauteng and at one branch in KwaZulu-Natal. The data analysis was conducted through content analysis as well as triangulation of data. The research results show that managers in this industry in post-apartheid South Africa experience organisational conflicts that are associated with their managerial values and identities.
Since its inception, the concept of `intersectionality' — the interaction of multiple identities and experiences of exclusion and subordination — has been heralded as one of the most important contributions to feminist scholarship. Despite its popularity, there has been considerable confusion concerning what the concept actually means and how it can or should be applied in feminist inquiry. In this article, I look at the phenomenon of intersectionality's spectacular success within contemporary feminist scholarship, as well as the uncertainties and confusion which it has generated. Drawing upon insights from the sociology of science, I shall show how and why intersectionality could become a feminist success story. I shall argue that, paradoxically, it is precisely the concept's alleged weaknesses — its ambiguity and open-endedness — that were the secrets to its success and, more generally, make it a good feminist theory.
Purpose
The purpose of this paper is to explore the management of employment equity (EE) communication at corporate level, against the background of South African societal complexities. It speculates about how the normative ideals of transformational change communication could be applied in order to bridge the apparent divide between government's current development agenda and negative societal sentiments about EE per se on the one side, and corporate transformation efforts on the other.
Design/methodology/approach
A multiple qualitative case study design was followed for the collection of empirical evidence. Semi‐structured interviews were used for data collection in each of the three case studies.
Findings
This paper indicates current trends pertaining to the complexity of communicating EE in South Africa, including the strategic value of communication. It appears that internal communication does not receive as much strategic attention as external communication does. Furthermore, some key organizational leaders (involved in EE strategy implementation) view communication as a tactical tool and not a strategic means, thereby failing to appreciate either their own leadership responsibilities, or the complex nature of transformation change communication per se. These findings confirm the need for a new breed of transformational leaders who can conceptually and practically navigate the societal and corporate complexities surrounding EE communication in the management of change in South Africa.
Originality/value
The paper stresses the complexity of transformational change communication against the background of societal and corporate reactions to EE in South Africa.
In this paper employing a phenomenological method to explicate seven informants’ experience of interpersonal bullying behaviors in a South African work context, I demarcated four general themes namely: lack of recognition, discrimination, obstructionism, and isolation. Moreover, I found that perpetrators (male and female managers) predominantly used verbal and indirect negative acts to bully subordinates. Finally, racial tensions contributed to bullying behavior. While a phenomenological approach shows promise to explore local bullying behavior more research is needed to broaden our understanding of the phenomenon, including explicating bullying through the eyes of bystanders and alleged bullies.
In this chapter, the authors provide insights into the views of experts with regard to changes in the global automotive industry during VUCA times. They present findings from a qualitative, international study in the automotive industry, based on 30 qualitative interviews conducted with experts in the field. Findings show that crucial areas of leading employees and organizations in VUCA times refer to driving organizational change and applying specific leadership values, developing organizations towards social enterprises, based on faith, passion, meaning, and purpose in the context of ethical, action-driven leadership. The chapter provides a conclusion and recommendations for future research in both organizational and leadership practice.
In the 21st century world of work, stress has become a well-known term. This is true for both global and South African occupational contexts. Although “stress” is a term that does not find its origin in South African indigenous languages and cultural concepts, it has become a well-known concept in contemporary South African work-life. The aim of this chapter is to present insights into the topic of stress in workplaces in South Africa. This chapter therefore presents an overview of selected relevant studies on stress within South African contexts while providing insights into South African- specific work and living contexts from historical and contemporary perspectives of the 4th Industrial Revolution. We present findings on stress in selected South African workplaces. Ideas on stress management on individual, organisational and societal levels are presented specifically within the South African context. Finally, conclusions and recommendations for future research and practice are outlined.
Purpose
This study shows how presumed “HR-trends,” such as the recent promotion of Employee Experience (EX) design, are never value-free ideas of a presumably objective “best practice”, but rather a vehicle for legitimizing HR in the organization, and investigate the implications.
Design/methodology/approach
This study is rooted in critical HRM studies. Our methodology is the critical discourse analysis (CDA) of online job postings concerning “EX-positions.”
Findings
EX is a new vehicle for HR's ongoing struggle for legitimacy. By repositioning HR managers as “EX-designers,” it promises to integrate the previously conflicting roles of HR as advocate of the individual employee and as strategic partner on the organizational level. Yet, it also raises the question of what is at stake for HR and might even decrease the organizational involvement of HR.
Research limitations/implications
This study highlights the relevance of a critical HRM perspective for moving beyond disciplinary blind spots. It shows the value of CDA for gathering insights into the hidden assumptions underlying HRM theory and practice.
Practical implications
EX design has been put forward as a new best-practice HR trend, promoting the relevance of HR in the organization. This paper shows that this trend is associated with potential gains as well as with potential losses. Practitioners need to be aware of these risks in order to increase the likelihood for a positive impact when implementing EX design.
Originality/value
The authors show how HR trends, such as EX, are manifestations of HR's ongoing struggle for legitimacy. Specifically, the authors uncover the legitimization agenda underlying EX, its implications for HR roles and responsibilities and the knowledge claims associated with it.
Even where organizational policy provides for flexible work arrangements (FWAs), uptake of FWAs depends on employee perceptions of supervisor and organizational support for flexible work. Supervisor support has previously been identified as having significant influence on employee uptake of FWAs as supervisors can encourage or discourage FWA use. Supervisors work within an organizational context, so understanding how that organizational context shapes supervisor support is critical to improving FWA implementation. Incorporating both signaling theory and HR process theory, this case study of an Australian insurance organization examines the signals of support for FWAs that exist within an organization, and the influence of these signals, both explicit and implicit, on supervisor implementation of FWAs. The findings demonstrate how organizational statements, infrastructure investment, senior manager behavior, and organizational discourse shape supervisor support for FWAs. Theoretically, the study demonstrates that signals are an important feature of a strong HR system and can lead to a discourse of mutual gains which ultimately limits the use of particular FWAs, despite policy ostensibly supporting them. More broadly, the study contributes to a deeper understanding of how the implementation of HR policy can differ from HR policy intent.
This book offers an overview of the rapidly expanding field of Psycho-Social research. Drawing on aspects of discourse psychology, continental philosophy and anthropological and neuro-scientific understandings of the emotions, psycho-social studies has emerged as an embryonic new paradigm in the human sciences. Psycho-social studies uses psychoanalytic concepts and principles to illuminate core issues within the social sciences. The present volume contributes to the development of the new research methodologies in a number of ways. It is written largely from the point of view of practitioners who are also researchers. Although contributors draw largely upon object-relations traditions in psychoanalysis, other influences are also present, particularly from continental philosophy and the sociology of the emotions. It develops an approach to epistemology - how we know what we know, which is strongly informed by a living approach to psychoanalysis, not just as a theory but as a way of being in the world - that is as a stance. © 2009 Simon Clarke and Paul Hoggett for the edited collection, and to the individual authors for their contributions..
Abstract
Purpose – The purpose of this paper is to investigate diversity conflict intersections and how the meanings of diversity markers such as gender and race might be transformed. It highlights the resources of South African women leaders in higher education institutions for doing so. Design/methodology/approach – This study proceeds from a social constructivist perspective, seeking to uncover narrated conflict experiences via a hermeneutical approach.
Findings – Women leaders in South Africa experience diversity conflict across multiple intersecting diversity markers, such as gender, race, ethnicity and class. They are united by inner resources which, if utilized, might bring about transformation.
Research limitations/implications – Intersectional approach to diversity conflict is a viable means for uncovering positive resources for transformation across intersecting diversity markers.
Practical implications – Practitioners wishing to overcome diversity conflict should identify positive resources across intersecting diversity markers. This way, organizations and individuals might bring about transformation.
Social implications – In societal environment wherein one diversity marker is institutionalized on a structural level, such as race in South Africa, diversity conflict might be enlarged beyond its actual scope, thereby becoming insurmountable. This needs to be prevented.
Originality/value – This paper studies diversity conflict intersections in a highly diverse societal environment in organizations facing transformational challenges and from the perspective of women leaders.
Keywords Gender, Leadership, Diversity, Conflict, Race, Intersectionality Paper type Research paper
Using Kymlicka’s analysis of conflicts between “imperatives of state control” and “objectives of social movements,” I draw on my experiences with multicultural education to extrapolate some trends from the past and present that may inform the future. After briefly describing the origins of multicultural education (mainly within the United States), I situate struggles over education in the context of the global expansion of neoliberalism, critique “neoliberal multicultural education,” then briefly describe some efforts that push back. This essay concludes with four recommendations for moving forward.
South Africa has undergone transformation since the end of apartheid governance in 1994. Legislatively enforced, this transformation has permeated most sectors of society, including higher education. Questions remain, however, about the extent to which transformation has occurred in Higher Education Institutions (HEIs) in general, and across the academic staff body in HEIs in particular. In this study, we examine the transformation of academic staff profiles at HEIs throughout the country. Initially, we graph the racial profile of academics across multiple positions (junior lecturer to professor) from 2005 to 2013. We then use correlational analysis to identify which characteristics of universities in South Africa can be used to explain the racial inequities evident in South African HEIs. Our results indicate that world university ranking; percentage black African staff; percentage black African student body; and whether the university is ‘historically disadvantaged’, all influence the racial profile of the academic staff body to varying degrees. The size of the overall staff and study body does not appear to influence the racial profile of universities’ staff component. We conclude that transformation of the academic staff body of HEIs in South Africa is indeed occurring, albeit slowly. Rather than seeing this as a negative, we argue that the pace of ‘academic’ transformation in the country needs to be interpreted within the framework of academic governance.
Drawing upon postcolonial and postcolonial feminist lenses, this study critically analyzes the discourses, evident in the popular press, that serve to construct identities associated with veil-wearing Muslim women. Through print and digital media articles from January 2009 to December 2011, we trace the discursive character of the veil-wearing Muslim woman through conversations before, during, and after Bill 94 was tabled by the Quebec government. Concerned not only with the Western construction of the “other,” we attempted to provide the space necessary to hear Muslim women. Considerable focus was placed on teasing out interviews with Muslim women or responses by Muslim women. Findings suggest that several contradictions exist in terms of Western constructions and how Muslim women in Canada construct their own identities. At the center of these contradictions lies the symbolism of the veil, representing oppression and submission to some and empowerment and resistance to others.
A significant development in the area of gender quota legislation is driven by South Africa’s latest National Policy Framework for Women Empowerment and Gender Equality (WEGE) legislation. This legislation expands on the values and principles that need to be integrated into policies, practices and programs of the private sector and government to ensure gender equality and quotas. The legislation strives for 50 per cent female representation on the executive bodies of all organisations. Another unique feature of diversity in South Africa is achieved through the Black Economic Empowerment (BEE) Program. South Africa’s BEE Scorecard Policies and Empowerment Strategies are unique, affecting quota decisions and behaviour.
The transformation of the South African Public Service into a bureaucracy that is broadly representative of the population is one of the most significant public sector reforms to occur since the end of apartheid. Grounded in the theory of representative bureaucracy, this study examines demographic representation in the South African Public Service and how it impacts the organisational effectiveness of national departments. The empirical analysis is based on longitudinal data from 60 national departments from 2006 to 2013. The findings show that as these organisations become more representative by hiring a higher per cent of Africans, of Coloureds, and of Indians, they achieve a higher per cent of goals. The findings for gender representation are more mixed and show that female representation among most racial groups is unrelated to organisational effectiveness.
Scholars interested in investigating individual-level concerns relevant to organisational change programmes have reported the importance of employees’ psychological processes and characteristics in understanding their reactions and attitudes towards change. The study explored the moderating role of job embeddedness in the association between experiences of sources of job stress and cognitive receptivity to change. A cross-sectional survey was conducted with a sample (N = 350) of employees undergoing change in the South African fast-moving consumer goods sector (Black African: 67%; males: 69%; 26–40 years: 67%). Correlations and hierarchical moderated regression analysis showed that the participants’ experiences of job-related sources of stress and their cognitive receptivity to change were stronger when their job embeddedness was low. The findings may potentially inform the planning of change initiatives within organisations. The results of the study emphasise the importance of considering job-related sources of stress and employees’ job embeddedness in order to gain employee support for organisational change initiatives.
This case study considers how corporate South Africa has responded with a selective interpretation of social transformation, as demanded by black economic empowerment (BEE). This interpretation is considered in light of high levels of social inequality and a legacy of inadequate stakeholder engagement. The case study describes the motivation for BEE and how its interpretation is symptomatic of non-inclusive consultation.
Despite broad policy descriptions, BEE has focused on the transfer of ownership of South African corporate entities. One reason for this narrow focus is a reliance on government programmes (to create jobs, develop skills, alleviate poverty and educate South Africans); another is the effect of black corporate lobby groups, resulting in BEE being criticised as an enrichment process, benefiting only a few well-positioned individuals. BEE has, to date, failed to address transformation for a broad base of South Africans and may have deepened rather than alleviated inequality. The fostering of a black corporate elite may therefore have had an opportunity cost for other stakeholders, particularly the unemployed and rural poor, and calls for a revision of BEE suggest the importance of improved stakeholder consultation.
Purpose
– Theorizing that was conceived in the 1970s about gendered processes in organizations helped explain gender inequalities in organizations. This article aims to take the opportunity to re‐examine these processes – including the gendered substructure of organizations, gendered subtext, the gendered logic of organization and the abstract worker from the perspective of the original author in a present‐day context.
Design/methodology/approach
– A reflexive approach was used to consider how gender theorizing itself has become more complex as captured in the notion of intersectionality when gender process interacts with other forms of inequality.
Findings
– The key finding is the persistence of inequality regimes despite organizational changes, which still make developments in theorizing gender processes relevant.
Originality/value
– This article is an opportunity to reflect on the conceptualization and development of one's theorizing over three decades, which has suggested that there are still key questions that demand answers from academics and practitioners who want to challenge these inequality regimes.
Geert Hofstedes Untersuchungen zum Thema kulturelle Unterschiede erschienen erstmals 1980 unter dem Titel „Culture’s Consequences“.
Das Buch „Lokales Denken, globales Handeln“ ist eine von ihm und seinem Sohn Gert Jan Hofstede komplett überarbeitete Version
und richtet sich an den „intelligenten Laien“.
Heat stress and inadequate sanitary facilities at workplaces -an occupational health concern for women?
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- Perumalkamalakkannan Latha
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Vidhya Venugopal, Shanmugam Rekha, Krishnamoorthy Manikandan,
PerumalKamalakkannan Latha, Viswanathan Vennila, Nalini Ganesan,
Perumal Kumaravel & StephenJeremiah Chinnadurai (2016). Heat stress
and inadequate sanitary facilities at workplaces -an occupational health concern for women?, Global Health Action, 9:1, 31945. https://doi.org/10.3402/
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Strategy of the Broad-Based Black Economic Empowerment Commission. BBBEE Commission: Centurion
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BBBEE Commission. (2017). Strategy of the Broad-Based Black Economic
Empowerment Commission. BBBEE Commission: Centurion, South Africa.
Artificial walls. Ibidem
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Special issue Call for papers: Digitization and the transformation of human resource management
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Meijerink, J., Boons, M., Keegan, A., & Marker, J. (2018). Special issue Call for
papers: Digitization and the transformation of human resource management.
e International Journal of Human Resource Management. https://doi.org/1
0.1080/09585192.2018.1503845
Special issue call for papers: Human Resource Management in times of crisis
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Newman, A., Ferrer, J, Andresen, M., & Zhang, Y. (2021). Special issue call for
papers: Human Resource Management in times of crisis. International Journal
of Human Resource Management. https://think.taylorandfrancis.com/special_
issues/hr-management/
Case study research and applications: Design and methods
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Ensuring employee engagement amid a pandemic
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Syed, J. (2020). Ensuring employee engagement amid a pandemic. EFMD
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New work, new culture. Work we want and a culture that strengthens us
- F Bergmann
Bergmann, F. (2019). New work, new culture. Work we want and a culture that
strengthens us. Zero Books.