Challenges in the Era of Globalization - iaabd

Proceedings of the 12th Annual Conference © 2011 IAABD
Senior Management, Middle Management, Junior Management and Production Core. Furthermore the
paper begins with an overview legislative framework.
Statistics are used for comparative analysis to quantify the transformation progress in relation to the
implementation of the Employment Equity Act in the South Africa Police Service, furthermore,
graphically presentation are depicted to show the progress made thus far. The final part of the paper
focuses on thee challenges which were encountered during the implementation of the employment equity
act.
Legislative Framework
Constitution of the Republic of South Africa
The Constitution of the Republic of South Africa, 1996 is the supreme law of the country. It provides a
clear direction to all matters that are related to transformation within the entire public service, including
the South African Police Service (SAPS). Section 9(2) of the Constitution states that equality includes the
full and equal enjoyment of all rights and freedoms. To promote the achievement of equality, legislative
and other measures designed to protect or advance persons or categories of persons, disadvantaged by
unfair discrimination may be taken. Section 9(2) of the 1996 Constitution should be a point of departure
in the South African public service to ensure that the constitutional mandate prevails in the appointment
of all representation candidates to management positions (Mello& Phago: 146). The legislation and other
policies can be used to further the objective of the section 9(2) of the 1996 Constitution.
Employment Equity Act, 1998(Act 55of 1998)
An Employment Equity (EE) was introduced in Canada in 1984 by Judge Rosalie Abella in her Royal
Commission Report on Discrimination in Employment against women, racial minorities, aboriginals and
people with disabilities (Thomas and Robertshaw 1991:1)The Employment Equity Act,1998(Act of 1998)
aims to promote the constitutional right of equality and the exercise of true democracy, eliminate the
unfair discrimination in employment, ensuring the implementation of employment equity to redress the
effects of discrimination, achieve a diverse workforce broadly representative of our people, and to
promote economic development and efficiency in the workforce. However equity is not possible if the
same gender is competing for the same position, it is clear that measures be established in promoting
equity in the workforce.
According to Ajani (2005:9) employment equity legislation in the international situation generally
contains two main components: removing unfair discrimination and affirmative action to redress
injustices of the past. It is against this background for the racially male and white’s dominant SAPS
embrace the Act to accelerate transformation within its levels of employment.
White Paper on Human Resource Management
The post-1994 Public Service faces enormous challenges, both in terms of its own transformation, and in
terms of the transformation of the services which it provides to the people of South Africa. These
challenges are being tackled through a comprehensive programme of policy initiatives underpinned by
progressive legislative changes. The initiatives will achieve a fundamental managerial shift from a
centrally controlled, process driven Public Service to a service which -l is representative of all the people
of South Africa’s treats all public servants as a valuable resource; is focused on service delivery
outcomes; “ assigns managerial responsibility for results, and for the resources consumed in producing
them, to the lowest practicable level; holds public servants accountable for their actions; and conducts its
business professionally, transparently and ethically. In order to achieve the aim of the above recruitment,
promotions and senior managerial processes have to conform to the overall transformation processes of
the South African Police Services.
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