Transformation: African People in the Western Cape: An Overview

Surtee, Sabie; Hall, Martin

doi:10.2139/ssrn.2184171

Cited by 3 publications

(12 citation statements)

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“…Within this country context, the 'racial' demographics in the Western Cape 3 province of South Africa, where the university is situated, are somewhat different to the rest of the country. There is a larger population of Coloured 4 (42.4%) and White (15.7%) people here compared to the national statistics (8.8% Coloured and 9.2% White) (Statistics South Africa, 2012), which leads many to consider Cape Town a privileged city and one 'not friendly' to Black people (Surtee & Hall, 2010).…”

Section: The South African Contextmentioning

confidence: 73%

Unpacking (white) privilege in a South African university classroom: A neglected element in multicultural educational contexts

Swartz

Arogundade

Davis³

2014

Journal of Moral Education

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Section: The South African Contextmentioning

confidence: 73%

Unpacking (white) privilege in a South African university classroom: A neglected element in multicultural educational contexts

Swartz

Arogundade

Davis³

2014

Journal of Moral Education

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“…Coaching has been suggested in previous research and other instances as part of a strategy to help with the adjustment for black professionals wanting to live and work in Cape Town (Lundy, 2009;Surtee & Hall, 2010). Very little is known about how and what coaching contributes to the adjustment process so that a direct link can be made.…”

Section: Purposementioning

confidence: 99%

“…The insights can be applied by HRs personnel, senior management, coaches and black professionals themselves. It was not the aim of the study to explain the reasons why black African professionals seemed to find Cape Town 'unwelcoming' as was performed in the previous research (Surtee & Hall, 2010). This article provides guidelines for coaching, not only relevant for Cape Town-based organisations but also for any organisation that experiences complexity infused by racial and cultural diversity.…”

Section: Purposementioning

confidence: 99%

“…The apartheid history of the labour force and its discriminatory effects continue to be a talking point in different circles, and it is felt today by Cape Town-based organisations who struggle to attract and retain black African talent. Research has shown that the perceptions exist that this city is seen as an unattractive destination for African people to work and reside in (Surtee & Hall, 2010). According to Jongens (2006), this city is seen as stuck in the ways of the Old Work Order, where the environment lacks energy and racial discrimination is still apparent.…”

Section: Introductionmentioning

confidence: 99%

“…There is a need to build inclusive and enabling environments in South Africa where people of all backgrounds feel a sense of belonging. Human resources (HRs) specialists in South African organisations who suffer the consequences of employees leaving because of the perceived barriers to the achievement of employment equity for black African people (Surtee & Hall, 2010) will find this study relevant in their recruitment and retention strategies of black professionals from outside Cape Town. While this study utilised the unique characteristics experienced by Cape Town-based organisations, the supporting conditions for successful coaching around the adjustment process are relevant for any migrating groups in the larger geographical South African context.…”

Section: Introductionmentioning

confidence: 99%

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Conditions for coaching to contribute to the adjustment of black African professionals

Sueur

Tapela²

2018

SA j. hum. resour. manag.

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Orientation: Efforts to attract and retain black African professionals in Cape Town-based organisations are often met with challenges. Coaching has been identified as a potential strategic contributor for developing a sense of inclusivity and successful adjustment for black African professionals.Research purpose: The study investigated the contribution that coaching makes and aimed at understanding the conditions required for coaching to support the adjustment process during relocation.Motivation for the study: Too little is known in South Africa of how coaching can impact the adjustment during relocation. There is a need to identify key conditions that would enable a successful coaching process for migrating groups in the larger South African context.Research design/approach and method: A qualitative inductive methodology approach was followed to guide the study, consisting of 11 in-depth interviews with three different professional groups to elicit various perspectives.Main findings: It can be concluded that coaching contributes to black African professionals’ adjustment to living and working in South Africa. The success of the coaching outcome and capability for adjustment depends on the individual, the coach and the environment in which they work. The supporting conditions that were commonly found from the three professional groups were support and space for the individual, while depth and match played a key role according to coaches and human resource (HR) professionals.Practical/managerial implications: This article provides guidelines and recommendations for HR and senior managers in any organisation that experiences a complexity infused by racial and cultural diversity within its internal and external context. The study shows ways in which coaching as a tool can be useful in dealing with cross-cultural dynamics that prevail in South Africa and South Africa-based organisations especially during relocation adjustment.Contribution/value-add: The body of knowledge contributes to understanding coaching in a diverse society reflected in cross-cultural organisations and the key conditions influencing the coaching intervention during an adjustment process.

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South African women leaders, transformation and diversity conflict intersections

Mayer

Surtee²,

Mahadevan

2018

JOCM

Self Cite

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Purpose The purpose of this paper is to investigate diversity conflict intersections and how the meanings of diversity markers such as gender and race might be transformed. It highlights the resources of South African women leaders in higher education institutions for doing so. Design/methodology/approach This study proceeds from a social constructivist perspective, seeking to uncover narrated conflict experiences via a hermeneutical approach. Findings Women leaders in South Africa experience diversity conflict across multiple intersecting diversity markers, such as gender, race, ethnicity and class. They are united by inner resources which, if utilized, might bring about transformation. Research limitations/implications Intersectional approach to diversity conflict is a viable means for uncovering positive resources for transformation across intersecting diversity markers. Practical implications Practitioners wishing to overcome diversity conflict should identify positive resources across intersecting diversity markers. This way, organizations and individuals might bring about transformation. Social implications In societal environment wherein one diversity marker is institutionalized on a structural level, such as race in South Africa, diversity conflict might be enlarged beyond its actual scope, thereby becoming insurmountable. This needs to be prevented. Originality/value This paper studies diversity conflict intersections in a highly diverse societal environment in organizations facing transformational challenges and from the perspective of women leaders.

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Transformation: African People in the Western Cape: An Overview

Cited by 3 publications

References 0 publications

Unpacking (white) privilege in a South African university classroom: A neglected element in multicultural educational contexts

Unpacking (white) privilege in a South African university classroom: A neglected element in multicultural educational contexts

Conditions for coaching to contribute to the adjustment of black African professionals

South African women leaders, transformation and diversity conflict intersections

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