AFFIRMATIVE ACTION: PRE-IMPLEMENTATION CRITERIA, PURPOSE AND SATISFACTION WITH DIVERSITY MANAGEMENT

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Atasha Reddy, Sanjana Brijball Parumasur

DOI:10.22495/cocv12i1c7p7

Abstract

This study assesses employees’ perceptions of the important criteria that need to be in place before the implementation of Affirmative Action, the purpose of Affirmative Action and, their level of satisfaction with the manner in which diversity issues are communicated and managed in the organization. The study was undertaken in a public sector Electricity Department in KwaZulu-Natal, South Africa. The population includes 100 employees in the organization, from which a sample of 81 was drawn using simple random sampling. Data was collected using a self-developed, pre-coded, self-administered questionnaire whose reliability was assessed using Cronbach’s Coefficient Alpha. Data was analyzed using descriptive and inferential statistics. The results indicate that employees felt that preparing them and managers is imperative for the successful implementation and management of Affirmative action and diversity issues. Whilst employees understood the purposes of Affirmative Action, all employees, irrespective of gender, age, language, tenure and race, are unhappy with the manner in which diversity issues are communicated and managed in the organization.

Keywords: Affirmative Action, Employment Equity, Training and Development, Diversity Management

How to cite this paper: Reddy, A., & Parumasur, S. B. (2014). Affirmative action: Pre-implementation criteria, purpose and satisfaction with diversity management. Corporate Ownership & Control, 12(1-7), 683-691. http://doi.org/10.22495/cocv12i1c7p7