Equal Opportunities and Affirmative Action Office

October 2001

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

AIM

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

EOCD VISION

To institutionalise Equal Opportunities in the Department of Defence

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

• 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

Mandate

• Communicate and liaise with internal and external stakeholders, politicians and parliamentary groups, NGO’s, 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

Mandate

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

• 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

• 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

Section Equal Opportunities

AIM

To facilitate the development of the DOD’s policy wrt EO and AA

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

Policies

• DOD EO and AA Policy - 1998 (Being revised)

• Prevention and Elimination of Racism (2001)

• Religious Accommodation (2000)

• Other policies (See Way Forward)

Section Gender

How are we trying to address Women’s Empowerment and

Gender Equalityin the DOD?

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

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

Section Disability

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.

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

– NGO’s

Section Affirmative Action

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

NUMERIC AND TIME BOUND-TARGETS

(Total - 250)

White Paper on Transformation

of the Public Service

DoD Position in Aug 2001

Gap to be Filled

% of Black People at

Management Level

50% by 1999

(125)

95 (38%)

30 (12%)

Position of Women New

Recruits to the Management

Level

30% by 1999

(75)

18 (7,2%)

57 (22,89%)

% of People with Disabilities

2% by 2005

245 (0.34%)

871 (1,66%)

DEFENCE REVIEW PROJECTED DOD TRANSFORMATION STRENGTH

Race Group

Proposed Transformation Strength (70 000)

Position Aug 2001 (77 667)

Africans 45 276 (64,68%) 47 339 (61%)

Asians 525 (0,75%) 958 (1,2%)

Coloured 7 154 (10,22%) 9 425 (12,1%)

Whites 17 046 (24,35%) 19 945 (25,7%)

REPRESENTIVITY PER FORMER FORCE

SADF PSAP22%

TBVC UNIFORM10%

TBVC PSAP1%

MK14%

SANDF UNIFORM9%

SANDF PSAP1%

APLA6%

KZSPF3%

SADF UNIFORM34%

STRENGHT 70 000

Integration, Rationalisation and Affirmation Model (DOD)

JAN 94

EX-SADFEX-TBVC

EX-MK

S A N D F

APR 94

Integration

BridgingTrg

Staffing

DEC 98

AffirmationRepresentivitySANDF

99/2000

Rationalisation

EX-APLA

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 organisation’s business goals

– Not have an apologist approach to being members of the target group

Affirmative ActionNon -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 it’s 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 organisation’s business goals

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 individual’s achievements.

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.

DOD VALUES - THE BIG SEVEN

4.LEADERSHIP

To make ordinary people do extraordinary things.

5.LOYALTY

To be faithful to one’s mission/organisation.

DOD VALUES - THE BIG SEVEN

6.ACCOUNTABILITY

To be responsible for decisions and the resulting consequences.

7.PATRIOTISM

To be devoted to one’s country, its interests, freedom and independence.

Directorate Development, Research and Evaluation

Ms A. van Rensburg Dep Dir EO Research

Section Development

Function:

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

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

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 NCO’s.• Sergeants’ Major and senior NCO’s are targeted.• This course is also conducted over a period of 4

days.• 440 individuals were trained during 13 seminars

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.

Section Development Section Development

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 NCO’s to Maj.• 48 EO assistants were trained so far. 13 EO

assistants are currently on course at COLET.

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.

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.

Section DevelopmentEO 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.

Section DevelopmentTraining 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.

Section Research

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

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.

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.

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 one’s OC/supervisor is of a different population group and when one has to wait for promotion, is perceived to be racism

Section ResearchWomen 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.

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.

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

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.

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.

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

Section EvaluationProblem 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

Section Evaluation

• GSB Quarterly Meetings: Are the forum for co-ordinating functions, giving training, updating Multi Skilled Functionaries (MSF’s) concerning policies and decisions and recommending solutions. GSB Quarterly Meetings were held in each of the following regions during the year:

– Central Region (GSB’s Bloemfontein, Kimberley, Kroonstad, Lohatlha and Potchefstroom)

– Gauteng Region (GSB’s Doornkop, Garrison, Thaba Tswane, Waterkloof, Wonderboom, MOD and Johannesburg)

– Eastern Region (GSBs’ Durban and Ladysmith)

Section Evaluation• GSB Quarterly Meetings:

– Far North Region (GSBs’ Hoedspruit, Louis Trichardt, Nelspruit and Pietersburg)

– South Western Region (GSB’s PE Outshoorn, Bredasdorp, Youngsfields, Simons Town and Langebaan Road)

• Multi Skilled Functionaries:– Existing Posts: 61– Post Filled: 49

Equal Opportunities and Affirmative Action

(The Way Forward)

Maj Gen P.R.F. Sedibe

EO and AA PolicySchedule: 2001/2

Ser No Policy PSC Presentation *

1 Prevention and Elimination of SexualHarassment

25 Sep 01

2 Fast Tracking Policy Jan 02

3 Prevention and Eradication of GenderBased Violence

30 Oct 01

4 DOD Disability Policy 30 Oct 01

5 Sexual Orientation Policy Jan 02

6 Revised EO and AA Policy 27 Nov 01

66 * Introduced

Way Forward (AA)

• Affirmation Plans– Monitoring and evaluating of the

implementation of the AA plans

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

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.

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

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

THE WAY FORWARD

SECTION DEVELOPMENT•The following development seminars will take place

•WO/SNR NCO’S - 4•Middle Management - 5• OC Seminars - 10

•The following training will take place• EO Assistant Course -1•EO Adviser training at DEOMI

SECTION RESEARCH •Annual EO and AA Survey.Focus group-research at the GSB’s 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

THE WAY FORWARD….