PRESENTATION TO THE PORTFOLIO COMMITTEE OF PARLIAMENT ON DEFENCE

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PRESENTATION TO THE PORTFOLIO COMMITTEE OF
PARLIAMENT ON DEFENCE

• EQUAL OPPORTUNITIES CHIEF DIRECTORATE
• MAJ GEN P.R.F MDLULI-SEDIBE

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EOCD STRUCTURE
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VISION

• OUR DIVERSE AND DYNAMIC TEAM IS COMMITTED TO
  PROFESSIONAL AND CREDIBLE EQUAL OPPORTUNITY
  SERVICES BASED ON HUMAN DIGNITY AND RESPECT

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MISSION

• THE EQUAL OPPORTUNITIES CHIEF DIRECTORATE
  FACILITATES PROFESSIONAL, CREDIBLE AND EFFICIENT
  HUMAN RESOURCE INTERVENTION IN THE DOD IN ORDER
  TO MEET THE EQUAL OPPORTUNITIES NEEDS OF THE
  ORGANISATION AND INDIVIDUALS

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MANDATE

• DEVELOP PROGRAMMES AND PLANS BASED ON THE DOD'S
  EO AND AA POLICY
• CONDUCT RESEARCH OF EXISTING APPLICATIONS OF EO
  AND AA IN THE DOD
• ARRANGE AND FACILITATE TRAINING PROGRAMMES WITH
  REGARD TO EO AND AA ISSUES
• EVALUATE/MONITOR IMPLEMENTATION OF EO AA POLICY
  IN DOD

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MANDATE(Cont.)

• CONTROL EO AND AA ISSUES IN THE DOD
• COMMUNICATE/LIAISE WITH INTERNAL/ EXTERNAL
  STAKEHOLDERS, POLITICIANS AND PARLIAMENTARY
  GROUPS, NGOS, OPINION MAKERS AND OTHER STATE
  DEPARTMENTS
• PROMOTE ORGANISATIONAL EFFICIENCY VALUE ADDED
  PROCESSES AND PERFORMANCE
• MANAGE AN ANNUAL BUDGET FOR EO AND AA.

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SUCCESSES

• EO POLICIES
• ANNUAL REVIEW OF EO/AA POLICY
• DOD POLICY GUIDELINES ON THE PREVENTION AND
  ELIMINATION OF UNFAIR DISCRIMINATION TOWARDS
  PEOPLE WITH DISABILITIES
• SEXUAL HARASSMENT POLICY REVISED AND REINSTITUTED
• PREGNANCY POLICY

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SUCCESSES

• EO POLICIES
• POLICY ON FAST TRACKING
• POLICY ON SEXUAL ORIENTATION
• PREPARED POLICY ON PREVENTION AND ELIMINATION OF
  GENDER-BASED VIOLENCE

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SUCCESSES (Cont.)

• EVALUATION
• IMPLEMENTATION OF SPSS
• RESEARCH
• DOD POLICY ON SHARED VALUES
• PARTICIPATED IN THE FACTFINDING MISSION/RESEARCH
  REGARDING DISABILITY EQUITY AT DOD INSTITUTIONS
  IN 7 OF THE 9 PROVINCES
• 2002 EO ANNUAL CLIMATE SURVEY

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SUCCESSES (Cont.)

• SURVEY RESULTS
• RACIAL TENSION OR RACISM WITHIN THE DOD REMAINS A
  CRITICAL ISSUE. COVERT RACISM IS MORE PREVALENT
  THAN OVERT RACISM
• THE FACT THAT THIS THEME, IN TERMS OF PERCENTAGE,
  HAS SLIGHTLY DECREASED (1.9 DOWN FROM 2001)
• FORMER MK/APLA, AFRICAN, COL/CAPT(SAN) HIGHER
  RANKING INDIVIDUALS ARE THE MOST POSITIVELY
  INCLINED TOWARDS THE ISSUE OF AA
• THESE GROUPS ARE, HOWEVER, DISSATISFIED WITH
  REPRESENTIVITY AT LEADERSHIP LEVEL IN THE DOD

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SURVEY RESULTS (Cont)

• SAMHS MEMBERS, MALES, COLOUREDS, LOWER RANKING
  MEMBERS AND FORMER NON-STATUTORY MEMBERS ARE
  HIGHLY AWARE OF RACIAL TENSION AND THE EXISTENCE
  OF DISCRIMINATORY PRACTICES WITHIN THE DOD
• FORMER SADF MEMBERS, SAAF MEMBERS, WHITES,
  FEMALES AND WARRANT OFFICERS ARE NEGATIVELY
  INCLINED TOWARDS THE POTENTIAL BENEFITS OF AA AND
  FEEL THREATENED BY IT
• THESE GROUPS SEE LEADERSHIP AS ADEQUATELY
  REPRESENTATIVE AND EXPRESSED THE LEAST AWARENESS
  OF DISCRIMINATION AND RACISM WITHIN THE DOD
• TBVC MEMBERS ARE NEGATIVELY INCLINED TOWARDS THE
  POTENTIAL BENEFITS OF AA

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SURVEY RESULTS (Cont)

• LOWER RANKING MEMBERS DO NOT PERCEIVE THE DOD AS
  OFFERING EQUAL BENEFITS OR CAREER OPPORTUNITIES
  BELIEVE THAT DISCRIMINATION BASED ON INDIVIDUAL
  DIFFERENCES, OCCURS
• THIS SUBGROUP SEEMS TO HAVE LEAST ACCESS TO
  INFORMATION AND A POOR UNDERSTANDING OF AA AND EO

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SUCCESSES (Cont.)

• DEVELOPMENT
• OC SEMINARS
• 9 SEMINARS PRESENTED TO DATE
• 175 ATTENDEES PARTICIPATED IN THE SEMINARS
• Trend Commanders are more aware of practical
  implementation, roles responsibilities of line
  management and support from the Multi-skilled
  Functionaries in their region

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SUCCESSES (Cont.)

• MIDDLE MANAGEMENT SEMINARS
• Aim To make middle management eg unit
  commanders, aware on EO and AA issues, such as
  legal implications, racism, sexism, sexual
  harassment and the Grievance Procedures
• Feedback Feedback received from participants
  was very positive ito attitudes, stereotypes,
  perceptions
• 20 MIDDLE MANAGEMENT SEMINARS PRESENTED IN THE
  DOD IN VARIOUS REGIONS
• 552 MIDDLE MANAGERS ATTENDED THESE SEMINARS

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SUCCESSES (Cont.)

• WOS AND SENIOR NCOS
• AIM
• 25 WARRANT OFFICERS AND SENIOR NCO SEMINARS
  PRESENTED IN THE DOD IN VARIOUS REGIONS
• 711 WARRANT OFFICERS AND SENIOR NCOS ATTENDED
  THESE SEMINARS
• BASIC FORMATIVE TRAINING
• ARMY GYM, HEIDELBERG 492 ATTENDEES
• 3 SAI, KIMBERLEY 611 ATTENDEES
• DEOMI MTT- A TOTAL OF 577 GENERAL AND FLAG
  OFFICERS
• EOCD ASSISTANT COURSE. 80 ASSISTANTS TRAINED.
  NEXT COURSE 1 SEP 03

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SUCCESSES (Cont.)

• GENDER EQUITY
• MPA AND EOCD AGREED TO ESTABLISH A SEXUAL
  HARASSMENT HOT LINE
• RECOGNIZED BY THE GERMAN DOD FOR THE WORK DONE TO
  PROMOTE GENDER EQUITY IN SA
• COMMANDED RECOGNISED BY THE NAMIBIAN DEFENCE
  FORCE FOR ASSISTING THEIR GENDER FOCAL POINT
• ORGANIZED A ONE-DAY WORKSHOP TO FORMULATE THE
  VISION, MISSION, PRINCIPLES ACTIVITIES FOR THE
  GENDER FORUM

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Successes (Cont)

• GENDER EQUITY (Cont)
• GENDER FORUM MEMBERS ATTENDED THE INTER-CONGOLESE
  WOMENS PEACE DIALOGUE
• THE GENDER FORUM, LED BY MAJ GEN SEDIBE,
  PARTICIPATED PRESENTED A PAPER AT THE SA
  WOMENS DIALOGUE SEMINAR AT THE PRETORIA
  UNIVERSITY
• ORGANIZED THE SA WOMENS DAY FOR THE DOD ON
  AUGUST 7. THE THEME WAS A DECADE OF FREEDOM
  CHALLENGES FACING THE DOD IN ACHIEVING GENDER
  EQUITY
• CHAIRPERSON OF THE PORTFOLIO COMMITTEE ATTENDED
  ADDRESSED US

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SUCCESSES (Cont.)

• DISABILITY EQUITY
• CO-ORDINATED 3 BEGINNERS AND 2 INTERMEDIATE SIGN
  LANGUAGE COURSES AT WITS UNIVERSITY - 23 STUDENTS
• SUPPORTED THE CASUAL DAY FUNDRAISING CAMPAIGN -
  R76 000-00 WAS COLLECTED
• CELEBRATED THE INTERNATIONAL DAY OF DISABLED
  PERSONS BY HOLDING THE FOLLOWING ON 2 - 3 DEC
  2002
• DISABILITY WORKSHOP
• DISABILITY GALA DINNER
• DISABILITY FUN OLYMPICS

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SUCCESSES (Cont.)

• DISABILITY EQUITY(Cont)
• HELD A DISABILITY THANKSGIVING SERVICE ON 2 JULY
  2003
• EMBARKED ON AN EXTENSIVE FACT FINDING
  MISSION/RESEARCH REGARDING DISABILITY EQUITY AT
  DOD INSTITUTIONS IN 7 OF THE 9 PROVINCES IN SA

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Chap 5 THE RESPECT FOR CULTURAL DIVERSITY
PROGRAMME (RCD)

• SEPTEMBER OF 2002 DIMS, THE EOCD AND C J TRG
  WORKSHOPPED THE RESPONSIBILITIES AND STRUCTURAL
  ARRANGEMENTS IN THE EOCD TAKING OVER THE CULTURAL
  DIVERSITY PROGRAMME
• RESPONSIBILITIES OF EOCD POLICY AND OTHER
  DIRECTING PRESCRIPTS ON THE FACILITATION OF
  CULTURAL DIVERSITY (INCLUDING THE MAINTENANCE OF
  THE LEARNING CONTENT)
• DUPLICATION OF SOME EO AA ISSUES

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Chap 5 RCD (Cont)

• CEMAC THE SECRETARY FOR DEFENCES DECISION ON
  26 Nov 01
• Subsequent MINISTERIAL DIRECTIVE THE DEPT OF
  DEFENCE INSTRUCTION

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Chap 5 RCD (Cont)

• INPUTS FOR THE CEEAB ANNUAL REPORT
• NEGATIVE FACTORS RE THE CONTENT AND CONDUCT OF
  THE CULTURAL DIVERSITY PROGRAMME
• POLARIZATION OF RACE GROUPS RESULTED
• YOUNG WHITE and BLACK PERSONNEL MEMBERS OF GROUPS
  STUDIED WERE DEMORALISED BY THE CULTURAL
  DIVERSITY TRAINING

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Chap 5 RCD (Cont)

• FRAGMENTATION ON COURSES INSTEAD OF FOSTERING
  ESPRIT DE CORPS
• COMPLAINTS DURING EO AWARENESS SEMINARS
• COMPLAINTS PRESENTATIONS BY SOME FACILITATORS
• CEEAB (FORMERLY CEMAC) DISCUSSIONS ON RCD DATED
  20 SEP 2003

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SUGGESTIONS TO THE CEEAB

• FOCUS NOW ON A SHARED VALUE SYSTEM AND ETHICS IN
  ORDER TO ENHANCE AND EMBRACE A NEW CULTURE FOR
  THE DOD BASED ON THOSE SHARED VALUES AND ETHICS
  AND A DODI IS IN PROCESS TO BE PROMULGATED
• THE EOCD SHOULD TAKE CHARGE OF THE PROGRAMME AND
  INCORPORATE THE PHILOSOPHY OF DIVERSITY WITHIN
  THE EO AND AA POLICY AND PROGRAMMES

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RISKS TO THE ACHIEVEMENT OF EOCDS OBJECTIVES

• GOVERNMENT IMPERATIVES. INSUFFICIENT FUNDS
  HINDERS ADHERENCE
• FINANCIAL RESTRAINTS. LIMITS DEGREE TO WHICH EOCD
  CAN PERFORM ITS CORE FUNCTION (FOREIGN TRAVEL IS
  A KEY COMPONENT)
• DIASABILITY. A BARIER FREE ACCESS TO COURSES. THE
  PRESENT DOD ENVIRONMENT MIGHT MAKE IT DIFFICULT
  TO ACHIEVE THE 2 TARGET BY 2005

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RISKS (Cont.)

• DISABILITY EQUITY(Cont).
• THE MAGNITUDE OF ADAPTING EXISTING DOD WORKING
  FACILITIES TO MAKE THEM ACCESSIBLE TO DISABLED
  PERSONS

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CHALLENGES
DEVELOPMENT. TRAINING AND EXPERIENCE REQUIRED TO
PERFORM, MANY OF EOCDS TASKS ARE ONLY
DEVELOPED/ACQUIRED OVER TIME. THIS NEEDS DEVOTING
CONSIDERABLE RESOURCES TO PERSONNEL DEVELOPMENT,
BOTH FORMALLY AND INFORMALLY AND TO BUILD
CAPACITY. LACK OF PROPER TRAINING AND/ OR
EXPOSURE WILL HAMPER SERVICE DELIVERY AND MISSION
READINESS

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CHALLENGES (Cont)

• EMPOWERMENT OF WOMEN.
• MORE WOMEN SHOULD BE NOMINATED FOR THE JSCSP AND
  ENSP TO PREPARE THEM FOR SENIOR POSITIONS
• MORE WOMEN (BOTH DAP PSAP) TO BE NOMINATED BY
  THE COMMANDERS AT THE VARIOUS GSBs AND UNITS TO
  ATTEND THE AWARENESS SEMINARS
• COMMANDERS AND MSFS TO IDENTIFY MEMBERS AT
  UNITS TO ATTEND THE EO ASSISTANT COURSE SO AS TO
  ASSIST THE COMMANDERS IN THE EXECUTION OF THEIR
  TASKS

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CHALLENGES(Cont.)

• OCs AND MSFs TO BE SENSITIZED AND EMPOWERED
• COMMITMENT BY LEADERSHIP AND MANAGEMENT TO
  IMPLEMENT EO AND AA POLICIES TO THE LOWEST LEVEL

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CONCLUSION

• T HE EOCD WILL CONTINUE TO ATTEND THE CEEAB ON
  INVITATION AND PROVIDE VALUE-ADDED INPUTS. BRIG
  GEN JOHN LIZAMORE IS THE REPRESENTATIVE OF THE
  EOCD AT THE CEEAB AND WILL CONTINUE TO DO SO

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WAY FORWARD

• COUPLED TO CAREER DEVELOPMENT, THE EOCD IS IN
  PROCESS OF DEVELOPING CURRICULUM ON ALL DOD
  DEVELOPMENTAL COURSES, ADDRESSING EO/AA/SHARED
  VALUES
• SPECIALISED COURSES WILL BE EXTENDED TO DEVELOP
  MSFS AND EOCD STAFF CONTINUOUSLY
• AA WORKSESSIONS TO FURTHER EMPOWER SERVICES AND
  DIVISIONAL CHIEFS ON ALL MATTERS OF
  EQUITY-PARTICULARLY WHAT IT IS AND WHAT IT IS NOT

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