Evaluation of Gender Mainstreaming in the appointment of senior management: A case study of the Office of the Premier in Limpopo Province, South Africa

Abstract

This article seeks to probe the causes of non-compliance with the 50/50
Employment Equity Target by Limpopo Provincial Departments in South
Africa on the appointment of members to senior management positions.
South African Cabinet Decision 85(A) of 2005, the Women Empowerment
and Gender Equality Bill of 2013, and the existing policy reform to address
gender inequality in the public service are amongst the very important pieces
of legislative frameworks that provide for gender parity at the workplace, and
if adhered to, the 50/50 employment equity can be realized. The article aims
to evaluate the extent of employment equity (gender mainstreaming) in its
implementation and enforcement in the appointment process of senior
management in the Office of the Premier of the Limpopo Provincial
Government in South Africa. The study uses feminist theories as guiding
tools to understand the root causes of inequities in workplaces especially
between men and women. An exploratory qualitative approach was
embarked upon. Interviews with Directors and Chief Directors responsible
for Human Resources Management and Corporate Services were also
conducted, as well as the review of existing documents and reports of the
provincial government. The study found that the challenges emanate from the
Cadre Deployment Policy which dictates that the Executive Council
(Executive Authority) should be given the responsibility of appointing
members of senior management services based on political and ideological
lines. The recommendation made is that there is a need for the Cadre
Deployment Policy to be discontinued and disregarded as it compromises
excellence, integrity, and expertise.