The role of Lepelle water board management in achieving employment equity targets

Abstract

South African history propelled the government to put up a number of legislations that were meant to redress the past injustices of apartheid in the work environment. One of such legislations included Employment Equity Act. Employment Equity Act was meant to transform the organisations in the country in such a way that they reflect the demographics of South Africa, and create a climate whereby all people are given equal opportunities and recognition in the workplaces. Thus, organisations were encouraged to set up numerical targets that would ensure that the Employment Equity Act is implemented. However, many organisations were very slow in achieving the set targets, amongst which water-boards are included. Therefore, an empirical investigation was conducted in Lepelle Northern Water board, to investigate why the board was failing to achieve its set numerical equity targets. A quantitative research design was employed to collect data. One of the major findings of this investigation was that there is still a high percentage of white males at the most senior positions, and that the current workforce was not adequately prepared for occupying senior positions. The study therefore recommend that Lepelle Northern Water board should develop capacity development programmes and career path strategy that will enable the current workforce’s profile to benefit

Key words: equity, targets, redress, discrimination