Employment equity in tertiary education: The pitfalls of fast-tracking academics

Abstract

During 2018, the South African Human Rights Commission (SAHRC) was requested to hold investigation hearings at the University of South Africa (Unisa). The purpose was, among other things, to provide solutions to problems relating to the lack of meaningful transformation in employment in the institution. Before the finalisation of the investigation hearings, Unisa management began the process of amending the institution's Employment Equity plan. This contribution, against the setting of the recommendations made for Unisa, considers the different measures that could be implemented to speed up the transformation of the academic workforce in South African universities. After scrutinising the relevant pedagogic, legal and social implications of the implementation of different affirmative action measures, several potential pitfalls or potentially negative consequences of affirmative action measures not promoting the academic project are identified. It is concluded that developing an individual into a mature academic should not be forced or fast-tracked because of the possible negative consequences for both individuals and the academic project as a whole. Moreover, making academic appointments and promotions without considering crucial factors such as experience, publications and knowledge is bound to have a devastatingly negative impact. Enhancing the skills of employees in the designated groups would appear to be the best way of levelling the academic playing field.

Employment Equity Realisation: Assessing the Bridges and Barriers in the eThekwini Municipality of South Africa

“…For instance, the present labour legislation can be seen as shielding equity candidate while exuding constraints to others (Dingindawo et al 2016). While the flexibility of the labour market has continued to decrease the number of traditional employment with a sharp decline in employers' lability to employees, the literature has shown that the large number of non-standard jobs are occupied by black South Africans as a result of competitive education and scare skills demands (Geldenhuys, 2020). This analysis clearly portrays the flourish of employment inequality in the South African labour market.…”

“…The basic assumption of a competitive labour market represent a typical workforce with equal and comparable skills who can compete effectively for jobs in the external labour markets (Porter & Heppelmann, 2015). In contrast, the South African case reveal a departure from a perfect competitive labour market as available human capital skills are largely focused in some sections of the population than others (Geldenhuys, 2020).…”

“…The nature and function of the South African labour market has continued to convey advantage to the white minority than the black majority (Sharma, 2016). For instance, the aftermath of the 1994 legislations with the agenda to empowering the black disadvantaged is still yet to engender positive outlook in terms of equal labour market participation (Geldenhuys, 2020). In addition, the fallout of the apartheid era has conveyed a labour market with scarce skills among black South Africans as a result of the apartheid injustice such as denial of access to education and human capacity development (Popescu et al 2014).…”

“…The South African labour legislation has provoked a somewhat disruption in the functionality of the labour market (Geldenhuys, 2020). For instance, the present labour legislation can be seen as shielding equity candidate while exuding constraints to others (Dingindawo et al 2016).…”

“…The birth of the new democratic South Africa in 1994 ushered in a new milestone in ensuring the conundrums of inequality in terms of access to employment opportunities are addressed with the legislation of the Employment Equity Act No 55 in 1998-EEA. However, little evidential reports are available to gauge the progress of this legislation as more persons are now discriminated against on the ground of racial differences and disabilities (Geldenhuys, 2020). Given that the realisation of employment equity is not entirely shouldered on the national government, a significant degree of responsibility is expected from other tiers of government and private establishments in provoking modalities in line with the provisions of the EEA for the promotion of employment equity among designated groups and women (D'Netto & Sohal, 1999).…”