Perceptions of the dimensions of the fairness of affirmative action: A pilot study

Vermeulen, Leopold Petrus; Coetzee, Mariette

doi:10.4102/sajbm.v37i3.607

Cited by 10 publications

(7 citation statements)

References 43 publications

(50 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Much of the recent South African literature, by contrast, has ascribed opposition to social change policies primarily to the threat it poses it Whites’ self‐interest. Vermeulen and Coetzee () surveyed a random sample of 1,720 employees of a “leading bank in South Africa.” They found that White respondents tended to evaluate affirmative action policies as being less fair than Black respondents. They explained the findings in terms of instrumental self‐interest of the Black participants, who accepted as fair the outcomes that would benefit them, and of White respondents, who rejected outcomes that were seen as disadvantageous to them.…”

Section: The P‐i Gap In Post‐apartheid South Africamentioning

confidence: 99%

The Principle‐Implementation Gap in Attitudes Towards Racial Equality (and How to Close It)

Dixon

Durrheim

Thomae

2017

Political Psychology

View full text Add to dashboard Cite

Research on attitudes towards racial equality has identified an apparent paradox, sometimes described as the “Principle‐Implementation Gap.” White Americans accept equality as an ideal yet reject interventions designed to achieve that ideal. In this article, we provide a critical review of empirical and theoretical work in the field and outline some directions for future research. Drawing on a program of research conducted in post‐apartheid South Africa, we argue for the value of: (1) widening the field beyond its traditional focus on White policy attitudes in the United States; (2) developing relational models that encompass more fully the perspectives of historically disadvantaged as well as historically advantaged communities; (3) making greater use of methods that elucidate how ordinary people themselves construct the meaning of the Principle‐Implementation Gap and how this informs, and indeed justifies and normalizes, associated patterns of behavior; and (4) prioritizing the difficult question of how to promote social change in societies where most citizens embrace equality as a noble end but often reject the means through which it might be accomplished. With regards to the latter—and given the ascendancy of prejudice‐based explanations of the Principle‐Implementation Gap—the article evaluates in particular some strengths and limitations of a prejudice‐reduction model of social change.

show abstract

Section: The P‐i Gap In Post‐apartheid South Africamentioning

confidence: 99%

The Principle‐Implementation Gap in Attitudes Towards Racial Equality (and How to Close It)

Dixon

Durrheim

Thomae

2017

Political Psychology

View full text Add to dashboard Cite

show abstract

“…EE implies inferiority and stigmatises its beneficiaries; EE decisions are based on preferential treatment instead of merit (Vermeulen & Coetzee, 2006): …”

Section: Theme 2: Lack Of Skills and Experiencementioning

confidence: 99%

Attitudes towards and experience of employment equity

Oosthuizen

Naidoo

2010

SA j ind psychol

View full text Add to dashboard Cite

Orientation: The demography of the South African work force has changed considerably since the implementation of Employment Equity Act 55 of 1998. There is no clarity in the literature on employees’ attitudes towards and experiences of employment equity (EE).Research purpose: The purpose of this research was to contribute to the EE debate by qualitatively identifying and exploring employees’ attitudes towards and experiences of EE in the South African work context.Research design, approach and method: Twenty-one organisations were included in the study and 105 interviews conducted.Main findings: The results indicated that employees at management level perceived government as an EE ‘watchdog’. Furthermore, reverse discrimination and racism were demarcated as the main experience of non-management employees. For previously disadvantaged employees, the main concerns were lack of training and development, whereas for the non-previously disadvantaged the primary concerns were reverse discrimination, racism and victimisation.Pratical/managerial implications: Future research may be that the results can benefit from contrasting, (1) the perspectives of previously disadvantaged management versus previously advantaged management to (2) the perspectives of previously disadvantaged non-management versus previously advantaged non-management. Furthermore, it will be valuable to include other industries in the private and public sector in future samples.Contribution/value-add: The contribution of the research is building and/or supporting the current knowledge base of employees’ attitudes towards and experiences of EE in the South African work context. Proactive measures should be taken to ensure that the majority of previously disadvantaged and the non-previously disadvantaged groups benefit from EE legislation. The introduction of holistic human resource management practices that complement target setting, could overcome the stumbling blocks currently being experienced in the effective implementation of EE.How to cite this article: Oosthuizen, R.M., & Naidoo, V. (2010). Attitudes towards and experience of employment equity. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 36(1), Art. #836, 9 pages. DOI: 10.4102/sajip.v36i1.836

show abstract

“…Employment equity legislation (the Employment Equity Act 55 of 1998) makes it clear that unfair discrimination must be eradicated from all employment policies and practices and that there may be no discrimination against any person on any grounds, including race, gender or disability (Vermeulen & Coetzee 2006). It is not, however, regarded as unfair discrimination to implement affirmative action measures which are consistent with the purposes of the Act (Du Plessis & Fouché 2006).…”

Section: Employment Equity and The Psychological Contractmentioning

confidence: 99%

“…After South Africa's first democratic election in 1994, efforts had to be made to ensure that the community became more just and equal (Vermeulen & Coetzee 2006). To compensate for the inequities of the apartheid past, it was necessary to change South Africa's socio-economic and political order in a radical way (Ferreira 2005).…”

Section: Introductionmentioning

confidence: 99%

The psychological contract in relation to employment equity legislation and intention to leave in an open distance higher education institution

Ferreira¹,

Snyman²,

Deas³

2019

AJER

View full text Add to dashboard Cite

In recognition of the injustices of South Africaâ€™s apartheid past, employers have a responsibility to ensure that employment equity practices are implemented, without harming important aspects of the employment relationship, such as the psychological contract and the intention to leave. The aim of this study was to determine the relationship between the psychological contract, employment equity legislation practices and the intention to leave (as measured by structured questionnaires comprising standardised scales) in an open distance higher education institution. In this regard, special attention was given to the influence of employment equity on employeesâ€™ intention to leave, which forms an important part of the psychological contract. The study also focused on the differences that exist between the three different social groupings (Africans, white males and white females, coloureds and Indians), gender and qualification levels regarding their perceptions about how the psychological contract influences employment equity legislation practices and intention to leave. A quantitative survey was conducted on a stratified random sample of employees (N = 339) who were white (58.4%), male (50.1%) and between the ages of 31 and 60 and were all employed at an open distance higher education institution. Correlational statistics and multiple regression analyses revealed a number of significant relationships between the three variables. In the South African employment equity context, the findings provide valuable information that can be used to inform managers and human resource practitioners on employment equity strategies. The practical implications of the findings also add new insights in terms of the psychological contract, intention to leave and management of the employment relationship.

show abstract

Perceptions of the dimensions of the fairness of affirmative action: A pilot study

Cited by 10 publications

References 43 publications

The Principle‐Implementation Gap in Attitudes Towards Racial Equality (and How to Close It)

The Principle‐Implementation Gap in Attitudes Towards Racial Equality (and How to Close It)

Attitudes towards and experience of employment equity

The psychological contract in relation to employment equity legislation and intention to leave in an open distance higher education institution

Contact Info

Product

Resources

About