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Workforce population distribution for top management for all employers
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South Africa’s (SA) re-entry into competitive global markets in the 1990’s created new managerial challenges. The legacy of
workplace apartheid is systematically being eroded. By 1999 some 30 percent of SA managers are Black, with less than 8 percent
prior to 1994. Employment discrimination is being replaced by policies and practices aimed at recru...
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The article include the consideration of development of South African Higher Education System in Apartheid Era (1948-1994). Particular emphasis was placed on reconstructing educational practices and policy that is implemented toward different racial groups in South Africa. An attempt was made at examining the relationship between schooling, segrega...
Citations
... In South Africa in the brief time since the introduction of employment equity there has been a large and rapid increase in the representation of Blacks, mostly men, in management and skilled occupations. Progress in the largest firms is notable (Horwitz and Jain, 2001). However the degree to which employment conditions will improve for the vast majority of Black employees in post-apartheid South Africa remains to be seen. ...
Inequality is a world-wide reality for women, indigenous peoples, persons with disabilities, and peoples who are racial or
ethnic minorities - in the sense that they lack access to the power and opportunity available to dominant groups in their
societies (on women see Anker, 1997; Neft and Levine, 1997; Roos, 1985). Available data suggest that levels of ethnic or racial
discrimination against immigrants in employment are similar in Australia, Canada and the United States (Reitz, 1998: 39).
A research program sponsored by the International Labour Organisation, using a standardised research approach involving testing,
has found pervasive and widespread discrimination in hiring against workers who are ethnic minorities and/or immigrants in
industrialised countries (Zegers de Beijl, 1997). In Britain, Black, Indian, Pakistani and Bangladeshi men and women face
disadvantage in the labour market that is partly due to discrimination by employers (Carmichael and Woods, 2000). In Canada,
Christofides and Swidinsky (1994) found significant wage differentials on the basis of race and gender that are not explained
by productivity-related factors. While the impacts of employment discrimination take varied forms for different groups across
the world and their manifestations have changed over time, there are some consistent patterns. These include discrimination
in hiring, harassment in the workplace, wage and salary disadvantage, higher incidence of unemployment and underemployment,
concentration in a restricted range of occupations, exc1usion from management positions where power is concentrated, and limited
access to career advancement and benefits such as pensions. In India, women and other disadvantaged segments of the population
(scheduled castes and scheduled tribes) work mostly within the informal, unorganised sector and are unprotected by employment
standards legislation, unions and social security benefits (Jain, 2001; jain and Ratnam, 2001; Hodges-Aeberhard and Raskin,
1997: 43). In many countries exploitation of undocumented migrants as typical and persisting patterns, not unusual events.
Legislated positive action programs that are effectively enforced have been recommended by the ILO as an approach to combating
employment discrimination (Zegers de Beijl, 1997).
Development of an Economic Empowerment Framework for Small-scale Agro processors in South Africa
PREFACE
South Africa as a nation-state post-1994 is characterised by three main challenges: poverty, inequality, and unemployment. While scholars and policy designers appear to agree with this categorisation the challenges faced in South Africa appear to go beyond the economic and political spectrums. The United Nations has prioritised the eradication of inequality as one of its sustainable development goals, while the African Union has identified the agricultural sector as part of its Agenda 2063. This book attempt in addressing inequality in South Africa from the perspective of agricultural economists. The book title "Development of an economic empowerment framework for smallscale agro-processors in South Africa” is intended to develop an empowerment framework for small agro-processors as a tool for reducing inequality in the agricultural sector of South Africa. The content of this book to a larger extent is an extraction from a PhD thesis submitted to the North-West University Business School for the degree of Doctor of Philosophy in Economic and Management Sciences with Business Administration. The book has identified the critical tenets for the economic empowerment of small-scale agroprocessors in South Africa. The book came as a result of over two years (2019 and 2021) of intensive review of literature, collection of data and analysis. These processes occur during the activation of national disaster management frameworks as a result of the COVID-19 pandemic in South Africa. This book is dedicated to small-scale farmers, agro-processors, academics, and policymakers for openly sharing their views, experiences, and opinions that contribute to the development of a framework. Whether you are a policy maker, scholar, researcher, political or gender activist, potential investor, government agency or student in agribusiness, the book provides knowledge and value in the understanding of the agro-processing sector and its contribution to finding solutions to sector-based inequality. I dedicate this book to the Co-authors (Prof. Victor M. Mmbengwa and Prof. Joseph N Lekunze) who also happen to be my promoters. The outcome of this project is not free from limitations even though efforts were made to ensure the book is free of errors. We apologise for any mistakes that may be found and we have also ensured that the materials used have been properly cited and referenced. Please, feel free to contact the authors or reflect on your comments to improve the book’s subsequent editions.
Authors: Benjamin Manasoe, North-West University Business School, Faculty of Economic and Management Sciences, Potchefstroom, Republic of South Africa
