Employee attitudes towards employment equity.
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The implementation of Employment Equity involves the Government’s Labour Department, employers, employees, trade unions, shareholders and customers. The Labour Department insists that a designated employer must prepare and implement an Employment Equity Plan which will achieve reasonable progress towards Employment Equity in that employer’s workforce. The focus of this study was to establish the impact of the implementation of Employment Equity and Affirmative Action in the workplace. This study focused on employees’ perceptions and attitudes towards the implementation of Employment Equity and Affirmative Action. The main variables addressed by this study included staff turnover, training & development, impact of Employment Equity Forums, staff morale and attitudes towards the call to end Affirmative Action. The objectives of this study were to establish the impact of Employment Equity on the following key business variables: promotions and career paths, employee retention, employee turnover, employee morale and employee working relationships. The study followed a quantitative approach with a web-based questionnaire which was constructed using an online questionnaire which was distributed to the respondents electronically. A non-probability sampling method was utilized to achieve set objectives. According to the findings, most employees have not benefited from the implementation of Employment Equity and Affirmative Action. This results to different views between previously disadvantaged groups, especially Africans and White males. The results showed that Whites are calling for an end to the implementation of Affirmative Action policies while Africans feel that Affirmative Action should carry on for a little longer. The implementation of Employment Equity and Affirmative Action negatively affects Whites’ morale at work and results to poor working relationships amongst different race groups. It is also observed from the findings that Employment Equity and Affirmative Action is not directly linked to job hopping, contrary to the general perception. It is witnessed from the study that those who have benefitted from Employment Equity and Affirmative Action were very supportive of it. In order to improve the effectiveness of Employment Equity organisations need to: provide training and development for appointees, develop career paths for individuals, and introduce Equity forums where employees can discuss challenges faced by Affirmative Action appointees. However, the principle of fairness has to be a part of all Equity practices.