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Equal Opportunities and Affirmative Action Office

Equal Opportunities and Affirmative Action Office. October 2001. SCOPE. Introduction - Maj Gen Sedibe Directorate EO Policy and Plans - Brig Gen Myamya Section EO Policy Section Gender Section Disability Section Affirmative Action - Col van Schalkwyk

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Equal Opportunities and Affirmative Action Office

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  1. Equal Opportunities and Affirmative Action Office October 2001

  2. SCOPE • Introduction - Maj Gen Sedibe • Directorate EO Policy and Plans - Brig Gen Myamya • Section EO Policy • Section Gender • Section Disability • Section Affirmative Action - Col van Schalkwyk • Directorate Development, Evaluation and Research - Ms van Rensburg • Section Development • Section Research • Section Evaluation • The Way Forward - Maj Gen Sedibe • Questions and Comments

  3. AIM To report on Equal Opportunities (EO) and Affirmative Action (AA) activities in the DOD.

  4. EOCD VISION To institutionalise Equal Opportunities in the Department of Defence

  5. EOCD MISSION The EOCD facilitates professional, credible and efficient human resource interventions in the DOD environment in order to meet the EO needs of the organisation and individuals

  6. Mandate • Develop programmes and plans based on the DOD's EO and AA Policy • Conduct research of existing applications of EO and AA in the DOD • Arrange and facilitate training programmes with regard to EO and AA issues • Control EO and AA issues in the DOD

  7. Mandate • Communicate and liaise with internal and external stakeholders, politicians and parliamentary groups, NGO’s, opinion makers and other State Departments through the established channels of communication • Promote organisational efficiency, value added processes and performance • Manage an annual budget for EO and AA

  8. The goals of EOCD are to: • Attract to the DOD people with potential, ability, dedication and a capacity for growth • Assist previously disadvantaged groups to develop their skills and potential in leadership positions • Subscribe to the principle of AA as a measure for providing EO in the DOD • Provide EO for every member and employee, to rise to as high a level of responsibility as possible, depending only on individual ability, talent and diligence

  9. Ensure employment equity • Eradicate all forms of unfair discrimination and sexual harassment • Create an environment that values diversity and fosters mutual respect and dignity among all represented population groups serving in the DOD • Acknowledge and entrench the right of women to have the opportunity to serve in all ranks and positions, including combat roles

  10. Fast-track members and employees, specifically the previously disadvantaged, who have the prerequisites, potential and/or competencies • Develop special programmes to suit the specific needs of previously disadvantaged and other individuals or groups in order to develop their full potential, thereby empowering them to perform their tasks more efficiently • Ensure that EO programmes enhance mission-readiness at all times

  11. Section Equal Opportunities

  12. AIM To facilitate the development of the DOD’s policy wrt EO and AA

  13. Functions • Development of DOD EO and AA policies in terms of identified requirements • Investigation of individual complaints of unfair treatment resultant from unfair discrimination • Keeping abreast of all EO and AA related policy issues

  14. Policies • DOD EO and AA Policy - 1998 (Being revised) • Prevention and Elimination of Racism (2001) • Religious Accommodation (2000) • Other policies (See Way Forward)

  15. Section Gender

  16. How are we trying to address Women’s Empowerment and Gender Equalityin the DOD?

  17. Gender Management System • Gender Section in EOCD has expanded and from 2002 will consist of 5 posts • DOD Gender Forum is operational and the SAAF has established a Gender Forum

  18. Policies & Programmes • Gender Policies: • DOD Gender Policy & Implementation Plan • Prevention of Sexual Harassment • Prevention of Gender-based Violence • Affirmative Action Programme for Women in the DOD • Gender Awareness Training and Seminars

  19. Section Disability

  20. People with Disabilities • Section Disability established in Jan 01 to promote and protect equal opportunities for people with disabilities in the DOD. • DOD Disability Forum established in Oct 2000. • DOD Disability draft Policy Guidelines will be presented to the PSC in Nov 2001 for approval.

  21. People with Disabilities • DOD Disability Awareness and Sensitising campaign ongoing: • Articles been published • Sensitising through training programmes (Peoples Awareness on Disability Issues -PADI) • DOD is responsible to report to the following stakeholders on disability issues. • Office on the Status of Disabled People • Inter-Departmental Collaboration Committee • Dept of Labour • NGO’s

  22. Section Affirmative Action

  23. DEFINITION AFFIRMATIVE ACTION Programmes or actions which redress the racial, disability and gender imbalances in the DOD with the objective of having a work force (including leadership positions) representative of the population composition of South Africa at all levels

  24. NUMERIC AND TIME BOUND-TARGETS

  25. REPRESENTIVITY PER FORMER FORCE STRENGHT 70 000

  26. Integration, Rationalisation and Affirmation Model (DOD) Rationalisation Integration EX-TBVC Affirmation Bridging Trg EX-SADF S A N D F Representivity SANDF EX-APLA EX-MK Staffing DEC 98 99/2000 JAN 94 APR 94

  27. Affirmative Action 3 Target Groups- What should they do? • Respond positively to opportunities for training, development and career advancement • Make their priorities and concerns clear to their line managers • Be open and polite about their own values and seek to help others to understand them • Contribute actively to the organisation’s business goals • Not have an apologist approach to being members of the target group

  28. Affirmative Action Non -targeted groups (White males) have an important role to play in demonstrating an active commitment to the AA Programme by: • Actively seeking to understand the concerns and values of the targeted groups • Demonstrate through their attitudes and behaviour that they support it’s aims • Take an active part in developing AA programmes • Refuse to tolerate attitudes/behaviour which undermines the values of the TGs which is overtly or tacitly discriminatory and hinders their advancement • Contribute actively to the organisation’s business goals

  29. DOD VALUES - THE BIG SEVEN • 1. MILITARY PROFESSIONALISM • Those qualities and behaviour reflecting the uniqueness of the DOD. The ability to correctly perform duties through striving to constantly excel and improve the organisation and the individual’s achievements.

  30. DOD VALUES - THE BIG SEVEN 2. HUMAN DIGNITY Treating others the way you expect to be treated. 3. INTEGRITY To be honourable and to follow ethical principles.

  31. DOD VALUES - THE BIG SEVEN 4. LEADERSHIP To make ordinary people do extraordinary things. 5. LOYALTY To be faithful to one’s mission/organisation.

  32. DOD VALUES - THE BIG SEVEN 6. ACCOUNTABILITY To be responsible for decisions and the resulting consequences. 7. PATRIOTISM To be devoted to one’s country, its interests, freedom and independence.

  33. Directorate Development, Research and Evaluation Ms A. van Rensburg Dep Dir EO Research

  34. Section Development Function: Facilitate development programmes to sensitise members/employees of the DoD in respect of diversity and EO issues.

  35. Section Development • EO Advisers training at DEOMI, USA. As part of the International Military Education andTraining (IMET) programme, 66 EO Advisers were trained since 1996 at the Defence Equal Opportunities Management Institute (DEOMI). Currently there are 4 SA students in the USA busy with training at DEOMI. These EOA's will be staffed at bases throughout the country to assist commanders in the execution of the EO policy

  36. Section Development Awareness Training for Middle Managers. • Middle managers and unit commanders are targeted. • Training is conducted over a period of 4 days. • 364 individuals were trained during 12 seminars Awareness Training for senior NCO’s. • Sergeants’ Major and senior NCO’s are targeted. • This course is also conducted over a period of 4 days. • 440 individuals were trained during 13 seminars

  37. Section Development Section Development Awareness Training for Senior Management. • A 2-day seminar aimed at general and flag officers. • Conducted in conjunction with a DEOMI Mobile Training Team. • 508 officers were trained. • Note: A total of 1560 individuals were trained so far.

  38. Section Development Abbreviated EO Assistants Course. • Identified the need to train + 50 EO assistants to give substance to the EO and AA policy at unit level. • A course has been finalised and was introduced in May 2000. • The target group is senior NCO’s to Maj. • 48 EO assistants were trained so far. 13 EO assistants are currently on course at COLET.

  39. Section Development Abbreviated EO Assistants Course • The duration of the EO Assistant Course previously was 4 weeks. It has now been extended to 5 weeks. • The additional week is allocated to the traditions and customs of the various language/culture groups in South Africa. • Extensive research has been done and various academics were consulted in the designing of the lesson plans. • Aim is to foster better understanding and respect amongst the various groups in the country.

  40. Section Development EO awareness training during military training. EO awareness training has been included on military courses ranging from basic military training up to Senior Staff Courses.

  41. Section Development EO Training Content. The following topics are concentrated on during training: • The DOD policy on EO and AA. • The socialization process and how it impacts on human behavior. How perceptions affect the socialization process. • Power and Discrimination. The role of prejudice in discrimination and how power support discrimination. • Racism. Types or racism, development of racism, appropriate corrective action regarding racism. • Sexism. Types, appropriate corrective action.

  42. Section Development Training Content… Sexual Harassment. Know and identify sexual harassment. Avenues for redress/support services (counseling, facilitation, interviews). Gender. Correctly identify gender definitions such as Gender equity, Gender equality, Gender sensitivity, Gender stereotyping, etc. Disability. Concepts and definition. Recognize discriminatory practice wrt people with disabilities. Cultural Awareness Development.

  43. Section Research Function: Research of existing applications of equal opportunities in the RSA in general and the DOD in particular.

  44. Section Research EO Climate Surveys. Conducted since 1998. Positive trends. There is an increasing perception that equal benefits exist within the DOD. An increasing percentage of respondents agree that affirmative action could succeed and has potential value within DOD. There is availability of information re affirmative action and there is a better understanding of AA in the DOD. A Smaller number of respondents perceive AA as a threat.

  45. Section Research Negative trends. An increasing percentage of respondents felt that leaders in top positions are not adequately representative. There is a belief that fair and equal opportunities do not exist within the DOD. Discrimination based on individual differences occurs within the DOD. There is an agreement that racial tension or racism occurs within the DOD.

  46. Section Research Focusgroup Research re allegations/perceptions of racism in the DOD Members and employees feel that racism/discrimination is present in their units/bases. A fairly high percentage of the DOD population is of the opinion that the application of regulations regarding AWOL, the enforcement of discipline, when one’s OC/supervisor is of a different population group and when one has to wait for promotion, is perceived to be racism

  47. Section Research Women in Combat As far as the total sample is concerned male respondents hold more negative attitudes towards the integration of women in combat roles.The following perceptions were prevalent: The integration of women in a masculine environment will have a detrimental effect on unit cohesion, morale and operationaleffectiveness. Women might not be able to handle the physical, emotional and mental stress of combat roles.

  48. Section Research Women in Combat... Almost half of the total number of respondents are concerned about the effect which the admission of women into combat situations will have on mothers with small children at home, pregnancy and sexual harassment The most positive of the Services were the SAMHS and the most negative of the Services were the SA Army.

  49. Section Research Perceptions and attitudes wrt gays and lesbians in the DOD • The results indicated that a lot of prejudice and stereotypes with regard to gays and lesbians still exist in the DOD. On 8 of the 10 statements in the questionnaire the population responded negatively in respect of the integration of gays and lesbiansin the DOD. • The perceptions are: The integration of gays and lesbians will lead to a loss of military effectiveness. Gays and lesbians in the military will undermine social cohesion

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