Search results1 – 4 of 4
The purpose of this paper is to critically examine the facticity of the dominant construction of black professionals as job hoppers that derail workforce reforms in…
The purpose of this paper is to critically examine the facticity of the dominant construction of black professionals as job hoppers that derail workforce reforms in corporate South Africa particularly in leadership roles.
Historical literature review was conducted to trace the genesis of the alleged racialised job hopping phenomenon. Melissa Steyn’s (2015) idea of Critical Diversity Literacy was also applied to critically examine the implicit power dynamics, strengths, limitations and biases involved in the construction, valorisation, circulation and contestation of this dominant narrative.
The authors found the popular racialised job hopping phenomenon to be an overgeneralisation that lacks credible evidence. It ignores multiple variables that are crucial in studying employee turnover behaviour.
The paper is conceptual. It is mainly based on critical literature reviews. Empirical studies could be undertaken within this domain in the future to confirm or disconfirm some of the findings of this paper.
These allegations are emblematic of the endemic systemic racism in South Africa’s corporate labour market that remains an enclave of whiteness.
Race is a highly contentious phenomenon and a major field of social inequality. Black bodies confront numerous challenges that undermine their human rights and opportunities to participate meaningfully in society and the economy. This paper calls for organisations to play an active role in healing racial divisions and building social cohesion by critically examining, challenging and changing discourses that propel inequality.
By addressing one of critical socio-economic and political issues confronting the world’s most unequal society, the paper hopes to stimulate healthy debate that can bring real change for marginalised groups in workplaces.
The purpose of this paper is to critically analyse the discourses of gender empowerment in South African organisations to determine the extent to which they reify or…
The purpose of this paper is to critically analyse the discourses of gender empowerment in South African organisations to determine the extent to which they reify or resist the entrenched oppressive gender binaries.
Multiple case studies design and critical discourse analysis were employed to collect and analyse the data. Research entailed critical analysis of 36 published documents containing information on gender and gender empowerment. Semi-structured interviews were also conducted with six transformation managers as change agents who are tasked with the responsibility of driving gender empowerment in the selected organisations.
The authors found that gender in studied organisations was insularly defined within the confines of the male–female gender binaries. Consequently, designed gender empowerment strategies and ensuing initiatives mainly focussed on promoting the inclusion of heterosexual women in and on protecting these women from heterosexual men. Thus, gender empowerment systematised heteropatriachy in organisational culture and processes while invisibilising and annihilating the possibility of existence of alternative genders outside these naturalised binaries. Transformation managers, as change agents, fell short of acknowledging, challenging and changing these entrenched ideologies of patriotic heterosexuality.
The paper uses Galting’s (1960) and Paul Farmer’s (2009) concept of structural violence and Rich’s (1980) notion of “deadly elasticity of heterosexual assumptions”, to theorise these gender empowerment discourses as constituting and perpetuating violence against queer bodies and subjectivities.
The paper recommends that corporates need to broaden their conceptions of gender and to design and entrench gender discourses that promote gender justice and equality.
This inquiry proves Joan Acker’s (2006) and Baker’s (2012) views that inequality and injustice are produced and entrenched in a reciprocal relationship between society and the workplace.
This paper focusses on constructions of gender in organisations. By doing so, it links the observed violence against women and gender binary non-conforming people in society with organisational discourses of gender that perpetuate such violence instead of challenging and changing it so that democracy can be realised for all.
The purpose of this research is to investigate the process of development and implementation of strategies to promote diversity and inclusion of persons with disabilities…
The purpose of this research is to investigate the process of development and implementation of strategies to promote diversity and inclusion of persons with disabilities in the workplace within Netcare (the largest private hospital group) in South Africa.
A single case study methodology is used to document best practices developed at Netcare for the integration of persons with disabilities in the workplace.
The case study demonstrates that integrating people with disabilities in the workplace is a complex process that requires bringing together disability theory/model and organizational change models. Disability integration within Netcare is an ongoing process with positive gains and gaps that can be leveraged to improve the process. Nonetheless, significant improvements in the number of persons with disability integrated at work as well as a good retention rate in the skills development program have been realized.
The documentation of practice based initiatives such as those developed by Netcare is useful for future cross-organizational and cross-context comparative studies. This will ultimately redirect policy and research agendas from the deficit analysis approach towards a more positive inquiry based upon practical and workable solutions.
The treatment of disability as a silo identity does not provide full appreciation of the multiple intersecting identities that interlock to position some persons with disabilities in positions of privilege and marginalization simultaneously.
This chapter reveals the importance of situating disability mainstreaming within a broader organizational transformation strategy. Legislating social and organizational transformation issues is necessary but insufficient to produce the desired social change. This research highlights the value of inculcating transformative leadership culture and building leadership accountability to realize the desired social and organizational change.