INSTITUTIONALIZED CHILD CARE IN URBAN SOUTH AFRICA

organizations. This project takes for granted the belief that staff should be adequately
compensated and treated fairly as employees. As most childcare institutions are
charitable organizations of some sort, it would be strikingly incongruent for children to
receive “care” at a place that mistreats its employees. Resources are generally low for
institutions that exist in countries that mostly have low living wages. However, there are
numerous ways for an organization to remain fair and generous towards employees. In
the case of 5Cees, a contingency fund is maintained to meet the needs of any staff
member with an unexpected emergency. The majority of the staff lives on-site, which
spares them added housing expenses. In many cases, staff members serve a number of
roles. Marc not only serves as a bus driver, but he also assists with various needs that
arise at the center, and fulfills the role of mentor and role model for the older boys. The
fluid nature of staff members at a child care institution means that the organization is able
to reap a tremendous amount of benefit from a single staff member. This also justifies
that staff member being well compensated and fairly treated.
Another strength of 5Cees, which I would recommend as essential to other similar
organizations, is its connection to surrounding communities and families. For families
living in townships, many of whom at some point will be faced with the challenge of
caring for an OVC, 5Cees is not merely a distant bureaucracy but a familiar presence.
While this does not necessarily need to resemble Pastor Mike’s monthly ministerial
visits, it is still important to build that rapport and trust. This gives the extended families
that continue to play a role in a child’s development the inclusion that they are entitled to,
and may even help serve as a protective measure against child trafficking. A common
cause behind child trafficking is the lack of awareness of corrupt childcare institutions in
166