Abstract
Background: This article examines diversity within the context of affirmation action, with specific reference to the Nelson Mandela Metropolitan Municipality. The Employment Equity Act, 1998 (Act 55 of 1998), is a policy instrument through which affirmation action and organisational diversity are promoted in post-apartheid South Africa to increase the economic participation of designated groups.Aim: Against this background, the aim of this article is to investigate the influence of the Employment Equity Act, 1998, on diversity management in the Nelson Mandela Bay Municipality.Setting: The guiding research question of this article is: what is the effective way of implementing affirmative action measures through Employment Equity Act, 1998 (Act 55 of 1998), in particular in promoting diversity in the Nelson Mandela Metropolitan Municipality?Methods: A qualitative approach is employed to explore and describe the complexities at play in this article.Results: The findings of this article suggest that the goal and vision of diversity management should consistently be communicated in clear terms to all affected, especially the employees as they are most affected by it.Conclusion: This article contributes to the scholarship of Public Administration and Management surrounding the ongoing debate in South Africa with regard to transformation, organisation diversity and policy implementation of affirmative action. The central thesis of this article is that adequate policy execution of diversity and employment equity will improve service delivery alongside customer satisfaction.
Highlights
Affirmative action as a model of development and transformation to empower the historically marginalised social categories has been rolled out by five countries on a global scale, namely the United States of America (USA), India, Malaysia, Sri Lanka and South Africa (Hermann 2007: 1–24)
This article contributes to the scholarship of Public Administration and Management surrounding the ongoing debate in South Africa with regard to transformation, organisation diversity and policy implementation of affirmative action
This article on diversity management through Employment Equity Act 55 of 1998 in the Nelson Mandela Bay Municipality has led to some significant findings
Summary
Affirmative action as a model of development and transformation to empower the historically marginalised social categories has been rolled out by five countries on a global scale, namely the United States of America (USA), India, Malaysia, Sri Lanka and South Africa (Hermann 2007: 1–24). The list of these countries includes South Africa because affirmative action post-1994 was introduced in 1998 via the Employment Equity Act 55 of 1998. The Employment Equity Act, 1998 (Act 55 of 1998), is a policy instrument through which affirmation action and organisational diversity are promoted in post-apartheid South Africa to increase the economic participation of designated groups
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