Equal Opportunities and Affirmative Action Office

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Equal Opportunities and Affirmative Action Office

• October 2001

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SCOPE

• Introduction - Maj Gen Sedibe
• Directorate EO Policy and Plans - Brig Gen
  Myamya
• Section EO Policy
• Section Gender
• Section Disability
• Section Affirmative Action - Col van Schalkwyk
• Directorate Development, Evaluation and Research
  - Ms van Rensburg
• Section Development
• Section Research
• Section Evaluation
• The Way Forward - Maj Gen Sedibe
• Questions and Comments

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AIM

• To report on Equal Opportunities (EO) and
  Affirmative Action (AA) activities in the DOD.

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EOCD VISION

• To institutionalise Equal Opportunities in the
  Department of Defence

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EOCD MISSION

• The EOCD facilitates professional, credible and
  efficient human resource interventions in the DOD
  environment in order to meet the EO 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
• Control EO and AA issues in the DOD

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Mandate

• Communicate and liaise with internal and external
  stakeholders, politicians and parliamentary
  groups, NGOs, opinion makers and other State
  Departments through the established channels of
  communication
• Promote organisational efficiency, value added
  processes and performance
• Manage an annual budget for EO and AA

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The goals of EOCD are to

• Attract to the DOD people with potential,
  ability, dedication and a capacity for growth
• Assist previously disadvantaged groups to develop
  their skills and potential in leadership
  positions
• Subscribe to the principle of AA as a measure for
  providing EO in the DOD
• Provide EO for every member and employee, to rise
  to as high a level of responsibility as possible,
  depending only on individual ability, talent and
  diligence

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• Ensure employment equity
• Eradicate all forms of unfair discrimination and
  sexual harassment
• Create an environment that values diversity and
  fosters mutual respect and dignity among all
  represented population groups serving in the DOD
• Acknowledge and entrench the right of women to
  have the opportunity to serve in all ranks and
  positions, including combat roles

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• Fast-track members and employees, specifically
  the previously disadvantaged, who have the
  prerequisites, potential and/or competencies
• Develop special programmes to suit the specific
  needs of previously disadvantaged and other
  individuals or groups in order to develop their
  full potential, thereby empowering them to
  perform their tasks more efficiently
• Ensure that EO programmes enhance
  mission-readiness at all times

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Section Equal Opportunities
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AIM

• To facilitate the development of the DODs policy
  wrt EO and AA

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Functions

• Development of DOD EO and AA policies in terms of
  identified requirements
• Investigation of individual complaints of unfair
  treatment resultant from unfair discrimination
• Keeping abreast of all EO and AA related policy
  issues

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Policies

• DOD EO and AA Policy - 1998 (Being revised)
• Prevention and Elimination of Racism (2001)
• Religious Accommodation (2000)
• Other policies (See Way Forward)

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Section Gender
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How are we trying to address Womens Empowerment
and Gender Equalityin the DOD?
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Gender Management System

• Gender Section in EOCD has expanded and from 2002
  will consist of 5 posts
• DOD Gender Forum is operational and the SAAF has
  established a Gender Forum

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Policies Programmes

• Gender Policies
• DOD Gender Policy Implementation Plan
• Prevention of Sexual Harassment
• Prevention of Gender-based Violence
• Affirmative Action Programme for Women in the DOD
• Gender Awareness Training and Seminars

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Section Disability
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People with Disabilities

• Section Disability established in Jan 01 to
  promote and protect equal opportunities for
  people with disabilities in the DOD.
• DOD Disability Forum established in Oct 2000.
• DOD Disability draft Policy Guidelines will be
  presented to the PSC in Nov 2001 for approval.

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People with Disabilities

• DOD Disability Awareness and Sensitising campaign
  ongoing
• Articles been published
• Sensitising through training programmes (Peoples
  Awareness on Disability Issues -PADI)
• DOD is responsible to report to the following
  stakeholders on disability issues.
• Office on the Status of Disabled People
• Inter-Departmental Collaboration Committee
• Dept of Labour
• NGOs

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Section Affirmative Action
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DEFINITION

• AFFIRMATIVE ACTION
• Programmes or actions which redress the racial,
  disability and gender imbalances in the DOD with
  the objective of having a work force (including
  leadership positions) representative of the
  population composition of South Africa at all
  levels

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NUMERIC AND TIME BOUND-TARGETS
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(No Transcript)
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REPRESENTIVITY PER FORMER FORCE
STRENGHT 70 000
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Integration, Rationalisation and Affirmation
Model (DOD)
Rationalisation
Integration
EX-TBVC
Affirmation
Bridging Trg
EX-SADF
S A N D F
Representivity
SANDF
EX-APLA
EX-MK
Staffing
DEC 98
99/2000
JAN 94
APR 94
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Affirmative Action

• 3 Target Groups- What should they do?
• Respond positively to opportunities for training,
  development and career advancement
• Make their priorities and concerns clear to their
  line managers
• Be open and polite about their own values and
  seek to help others to understand them
• Contribute actively to the organisations
  business goals
• Not have an apologist approach to being members
  of the target group

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Affirmative Action

• Non -targeted groups (White males) have an
  important role to play in demonstrating an active
  commitment to the AA Programme by
• Actively seeking to understand the concerns and
  values of the targeted groups
• Demonstrate through their attitudes and behaviour
  that they support its aims
• Take an active part in developing AA programmes
• Refuse to tolerate attitudes/behaviour which
  undermines the values of the TGs which is overtly
  or tacitly discriminatory and hinders their
  advancement
• Contribute actively to the organisations
  business goals

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DOD VALUES - THE BIG SEVEN

• 1. MILITARY PROFESSIONALISM
• Those qualities and behaviour reflecting the
  uniqueness of the DOD. The ability to correctly
  perform duties through striving to constantly
  excel and improve the organisation and the
  individuals achievements.

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DOD VALUES - THE BIG SEVEN

• 2. HUMAN DIGNITY
• Treating others the way you expect to be
  treated.
• 3. INTEGRITY
• To be honourable and to follow ethical
  principles.

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DOD VALUES - THE BIG SEVEN

• 4. LEADERSHIP
• To make ordinary people do extraordinary
  things.
• 5. LOYALTY
• To be faithful to ones mission/organisation.

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DOD VALUES - THE BIG SEVEN

• 6. ACCOUNTABILITY
• To be responsible for decisions and the
  resulting consequences.
• 7. PATRIOTISM
• To be devoted to ones country, its interests,
  freedom and independence.

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Directorate Development, Research and Evaluation

• Ms A. van Rensburg Dep Dir EO Research

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Section Development

• Function
• Facilitate development programmes to sensitise
  members/employees of the DoD in respect of
  diversity and EO issues.

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Section Development

• EO Advisers training at DEOMI, USA.
• As part of the International Military Education
  and Training (IMET) programme, 66 EO Advisers
  were trained since 1996 at the Defence Equal
  Opportunities Management Institute (DEOMI).
  Currently there are 4 SA students in the USA busy
  with training at DEOMI. These EOA's will be
  staffed at bases throughout the country to assist
  commanders in the execution of the EO policy

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Section Development

• Awareness Training for Middle Managers.
• Middle managers and unit commanders are targeted.
• Training is conducted over a period of 4 days.
• 364 individuals were trained during 12 seminars
• Awareness Training for senior NCOs.
• Sergeants Major and senior NCOs are targeted.
• This course is also conducted over a period of 4
  days.
• 440 individuals were trained during 13 seminars

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Section Development
Section Development

• Awareness Training for Senior Management.
• A 2-day seminar aimed at general and flag
  officers.
• Conducted in conjunction with a DEOMI Mobile
  Training Team.
• 508 officers were trained.
• Note A total of 1560 individuals were trained so
  far.

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Section Development

• Abbreviated EO Assistants Course.
• Identified the need to train 50 EO assistants
  to give substance to the EO and AA policy at unit
  level.
• A course has been finalised and was introduced in
  May 2000.
• The target group is senior NCOs to Maj.
• 48 EO assistants were trained so far. 13 EO
  assistants are currently on course at COLET.

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Section Development

• Abbreviated EO Assistants Course
• The duration of the EO Assistant Course
  previously was 4 weeks. It has now been extended
  to 5 weeks.
• The additional week is allocated to the
  traditions and customs of the various
  language/culture groups in South Africa.
• Extensive research has been done and various
  academics were consulted in the designing of the
  lesson plans.
• Aim is to foster better understanding and respect
  amongst the various groups in the country.

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Section Development

• EO awareness training during military training.
  
• EO awareness training has been included on
  military courses ranging from basic military
  training up to Senior Staff Courses.

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Section Development

• EO Training Content. The following topics are
  concentrated on during training
• The DOD policy on EO and AA.
• The socialization process and how it impacts on
  human behavior. How perceptions affect the
  socialization process.
• Power and Discrimination. The role of prejudice
  in discrimination and how power support
  discrimination.
• Racism. Types or racism, development of racism,
  appropriate corrective action regarding racism.
• Sexism. Types, appropriate corrective action.

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Section Development

• Training Content
• Sexual Harassment. Know and identify sexual
  harassment. Avenues for redress/support services
  (counseling, facilitation, interviews).
• Gender. Correctly identify gender definitions
  such as Gender equity, Gender equality, Gender
  sensitivity, Gender stereotyping, etc.
• Disability. Concepts and definition. Recognize
  discriminatory practice wrt people with
  disabilities.
• Cultural Awareness Development.

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Section Research

• Function
• Research of existing applications of equal
  opportunities in the RSA in general and the DOD
  in particular.

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Section Research

• EO Climate Surveys. Conducted since 1998.
• Positive trends.
• There is an increasing perception that equal
  benefits exist within the DOD.
• An increasing percentage of respondents agree
  that affirmative action could succeed and has
  potential value within DOD.
• There is availability of information re
  affirmative action and there is a better
  understanding of AA in the DOD.
• A Smaller number of respondents perceive AA as a
  threat.

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Section Research

• Negative trends.
• An increasing percentage of respondents felt that
  leaders in top positions are not adequately
  representative.
• There is a belief that fair and equal
  opportunities do not exist within the DOD.
• Discrimination based on individual differences
  occurs within the DOD.
• There is an agreement that racial tension or
  racism occurs within the DOD.

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Section Research

• Focusgroup Research re allegations/perceptions of
  racism in the DOD
• Members and employees feel that
  racism/discrimination is present in their
  units/bases.
• A fairly high percentage of the DOD population is
  of the opinion that the application of
  regulations regarding AWOL, the enforcement of
  discipline, when ones OC/supervisor is of a
  different population group and when one has to
  wait for promotion, is perceived to be racism

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Section Research
Women in Combat As far as the total sample is
concerned male respondents hold more negative
attitudes towards the integration of women in
combat roles.The following perceptions were
prevalent The integration of women in a
masculine environment will have a detrimental
effect on unit cohesion, morale and operational
effectiveness. Women might not be able to handle
the physical, emotional and mental stress of
combat roles.
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Section Research
Women in Combat... Almost half of the total
number of respondents are concerned about the
effect which the admission of women into combat
situations will have on mothers with small
children at home, pregnancy and sexual
harassment The most positive of the Services were
the SAMHS and the most negative of the Services
were the SA Army.
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Section Research

• Perceptions and attitudes wrt gays and lesbians
  in the DOD
• The results indicated that a lot of prejudice and
  stereotypes with regard to gays and lesbians
  still exist in the DOD. On 8 of the 10 statements
  in the questionnaire the population responded
  negatively in respect of the integration of gays
  and lesbians in the DOD.
• The perceptions are
• The integration of gays and lesbians will lead to
  a loss of military effectiveness.
• Gays and lesbians in the military will undermine
  social cohesion

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Section Research

• Gays and lesbians are less suited for duty in the
  military than the heterosexual persons.
• Gays and lesbians as leaders do not command the
  same respect and obedience from subordinates as
  heterosexual leaders.
• Most positive of the Services were the SAMHS and
  the most negative of the Services were the SA
  Army.

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Section Evaluation

• Function To evaluate the EO/AA, gender and
  disability policies, programmes and plans to
  determine the achievement of their objective as
  well as to determine the impact that programmes
  have had on target beneficiaries.

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Section Evaluation

• Evaluations Completed 86
• Problems Identified on the ground
• Members on the ground are not familiar with the
  field of EO or the different aspects thereof
• High percentage of members experience racism
• High percentage of cultural intolerance exists
  within most units
• Different forms of harassment, including sexual
  harassment is evident in many units
• Members are not all familiar with the grievance
  procedure and those who have used it have found
  it to be ineffective

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Section Evaluation

• Problem Areas (NB Note all units in these
  areas have not been evaluated)
• Eastern Cape
• Lack of discipline
• Lack of cultural tolerance
• Sexual Harassment
• Gauteng Area
• Lack of discipline
• Racial discrimination racial intolerance
• Central Region
• Lack of discipline
• Career hampered due to discrimination
• Unaware of grievance procedure

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Section Evaluation

• GSB Quarterly Meetings Are the forum for
  co-ordinating functions, giving training,
  updating Multi Skilled Functionaries (MSFs)
  concerning policies and decisions and
  recommending solutions. GSB Quarterly Meetings
  were held in each of the following regions
  during the year
• Central Region (GSBs Bloemfontein, Kimberley,
  Kroonstad, Lohatlha and Potchefstroom)
• Gauteng Region (GSBs Doornkop, Garrison, Thaba
  Tswane, Waterkloof, Wonderboom, MOD and
  Johannesburg)
• Eastern Region (GSBs Durban and Ladysmith)

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Section Evaluation

• GSB Quarterly Meetings
• Far North Region (GSBs Hoedspruit, Louis
  Trichardt, Nelspruit and Pietersburg)
• South Western Region (GSBs PE Outshoorn,
  Bredasdorp, Youngsfields, Simons Town and
  Langebaan Road)
• Multi Skilled Functionaries
• Existing Posts 61
• Post Filled 49

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Equal Opportunities and Affirmative Action(The
Way Forward)

• Maj Gen P.R.F. Sedibe

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EO and AA PolicySchedule 2001/2
Introduced
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Way Forward (AA)

• Affirmation Plans
• Monitoring and evaluating of the implementation
  of the AA plans

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Way Forward (AA)

• Mentorship Guidelines
• Approved - awaiting promulgation
• Mentorship means developing the potential of a
  person by providing him/her with clear goals,
  guidance and opportunities
• Fast Tracking
• Approved (uniformed members) - awaiting
  promulgation

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Way Forward (Disability)

• To integrate an in-time database for people with
  disabilities in the DOD.
• Obtain and disseminate information and research
  on people with disabilities.
• Stigmatisation impacting on people with
  disabilities.
• Staffing preferences in the DOD that impact
  negatively on people with disabilities.
• Reasonable Accommodation in respect of people
  with disabilities.

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Way Forward (Gender)

• Policies
• Gender
• Gender policy will include policy statements
  regarding inclusive language and pregnancy
• Prevention and Eradication of Violence Against
  Women and Children
• Draft out for comment to stake holders
• Sexual Harassment
• Draft out for comment to stake holders

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Way Forward (Gender)

• Programmes
• Gender Policy Implementation
• Sexual Harassment Awareness
• Gender-based Violence Awareness
• Affirmative Action Plans for Women in the
  Services / Divisions and Formations

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THE WAY FORWARD

• SECTION DEVELOPMENT
• The following development seminars will take
  place
• WO/SNR NCOS - 4
• Middle Management - 5
• OC Seminars - 10
• The following training will take place
• EO Assistant Course -1
• EO Adviser training at DEOMI

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THE WAY FORWARD.

• SECTION RESEARCH
• Annual EO and AA Survey.
• Focus group-research at the GSBs to establish
  climate iro racism and discrimination
• SECTION EVALUATION
• Continued evaluation of the implementation of EO
  policies and programmes and plans on the ground
  in order to pick up problem areas which can
  receive immediate attention

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QUESTIONS AND COMMENTS