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dc.contributor.advisorNageshar, Rakshana.
dc.creatorSithole, Bhekithemba Goodwill.
dc.date.accessioned2016-02-11T10:41:03Z
dc.date.available2016-02-11T10:41:03Z
dc.date.created2014
dc.date.issued2014
dc.identifier.urihttp://hdl.handle.net/10413/12762
dc.descriptionMBA University of KwaZulu-Natal, Durban 2014.en
dc.description.abstractThis research focused on the Employment Equity Act in order to determine whether the eThekwini Municipality was achieving the Employment Equity Targets. This was researched through a data mining process. Employment Equity is an integral part of workplace transformation in the post-apartheid era. The democratic government introduced the Employment Equity Act No. 55 of 1998 as a vehicle to drive transformation in a highly divided South African workforce market. The common method of implementing the employment equity has been affirmative action policies. The success of the implementation of the employment equity depends upon the commitment by government departments of Labour and Justice, all designated employers, employees, trade unions, shareholders and customers. The Employment Equity Act mandate designated employers to prepare and implement the Employment Equity Plan. This study focused on the implementation of Employment Equity at eThekwini Municipality. The research involved the detailed analysis of eThekwini Municipality Employment Equity Plan, Affirmative Action policies, annual numeric targets, and progress reports submitted to which was qualitative in nature. The research process involved mining official records to obtain the necessary data. The findings revealed that the eThekwini municipality was compliant with the Act in terms of developing an Employment Equity Plan and implementing Affirmative Action policies. It was noted that the municipality was making steady progress towards equity. The pace of transformation was not convincing and it was skewed in favour of male employees. The woman and people with disability were not sufficiently represented in all job levels of the organisation. The also study find that racial distribution was not representative of the eThekwini area demographics, there was an influx of Black employees at the low job levels which somehow increased the percentage of the overall Black employees in the Municipality. The Municipality seems to have numerous programmes in place such as Talent Management and policies such as disability policy that seek to redress past-imbalances. The effects of such initiatives are yet to produce noticeable and meaningful results. The findings of the study conducted at eThekwini are not very different to the general findings by the 2012 / 2013 Commission for Employment Equity. Indeed there is a great need for eThekwini municipality not only to comply with the Act administratively but also to meet its annual numeric targets. This research has yielded recommendations to address the municipality’s shortfalls.en
dc.language.isoen_ZAen
dc.subjectSouth Africa.--Employment Equity Act, 1998.en
dc.subjecteThekwini Municipality Metropolitan (South Africa)en
dc.subjectEmployee rights--South Africa--eThekwini Municipality Metropolitan.en
dc.subjectAffirmative action programs--South Africa--eThekwini Municipality Metropolitan.en
dc.subjectTheses--Business administration.en
dc.titleEmployment equity practices at eThekwini Municipality.en
dc.typeThesisen


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