the implementation of affirmative action policy within the pretoria district of the south african police

156 Pages·2013·1.88 MB·English

THE IMPLEMENTATION OF AFFIRMATIVE ACTION
POLICY WITHIN THE PRETORIA DISTRICT OF THE
SOUTH AFRICAN POLICE SERVICE
by
PAULUS HLONGWANE
submitted in accordance with the requirements
for the degree of
MASTER OF ADMINISTRATION
in the subject
PUBLIC ADMINISTRATION
at the
UNIVERSITY OF SOUTH AFRICA
SUPERVISOR: MRS XC THANI
JOINT SUPERVISOR: DR M REDDY
MAY 2013
Student number: 41770382
I declare that THE IMPLEMENTATION OF AFFIRMATIVE ACTION
POLICY WITHIN THE PRETORIA DISTRICT OF THE SOUTH
AFRICAN POLICE SERVICE is my own work and that all the sources that I have
used or quoted have been indicated and acknowledged by means of complete references.
SIGNATURE DATE
(MR P HLONGWANE)
ACKNOWLEDGEMENTS
This dissertation is dedicated to my grandmother, Annah Mamaila Hlungwani and my dear
mother, Esther Mphepho Hlongwane who implanted a seed of determination and patience in
me. I also want to express my sincere gratitude to my wife, Busisiwe for being supportive
throughout my studies. My final dedication goes to my sons, Ntiyiso and Matimu.
I convey my heartfelt thanks to my supervisor, Mrs XC Thani and joint supervisor, Dr. M
Reddy for the unstinting support, tutelage and professional assistance they afforded me
towards the successful completion of my studies. I would also like to acknowledge Professor
SM Binza, for his contribution at the initial stage of my studies.
I want to sincerely thank the University of South Africa for awarding financial assistance in
the form of a bursary without which I could not have been able to undertake my studies. I
also want to thank the whole team in the postgraduate bursary section for professionalism and
commitment.
My gratitude goes to the statistician, Mr Andries Masenge for assisting with data analysis.
His unquestionable experience proved to be helpful. I also thank the editor of this document,
Mrs Marti Gerber, for her professionalism and dedication.
I convey my gratitude to the South African Police Service in the Gauteng province for
allowing me the opportunity to conduct my studies within their institution. I thank Colonel
PS Naicker for his level of professionalism. Finally, I thank all my colleagues in the SAPS
for their support and encouragement in my studies. It is not a secret what God can do; He
lifted me to higher ground.
ABSTRACT
The primary aim of this study was to investigate the implementation of the affirmative action
policy within the Pretoria district of the South African Police Service. There is a need to
examine and understand how the SAPS remove unfair discrimination in recruitment and
selection processes in the implementation of affirmative action measures. Prior to 1994 the
South African Police Force was male dominated and racism was fully institutionalised. Black
people (Africans, Indians and coloureds), women and disabled people were marginalised and
denied appropriate employment and advancement opportunities. The focus of the study was
to identify challenges or problems encountered by the SAPS during the implementation of
affirmative action policy; propose the strategies through which the SAPS can address
discrimination in personnel staffing processes; and to assess and describe the criteria utilised
by the SAPS in identifying the beneficiaries of affirmative action. The study includes the
survey of international and national literature on the implementation of affirmative action.
The study was conducted at 35 police stations within the district of Pretoria. The survey
questionnaires were distributed to the respondents whereby three hundred and seventy (370)
returned completed questionnaires, meeting the required sample figures. The respondents
were selected by using a quota sampling. Qualitative research methodology was utilised in
the interpretation and analysis of data. In addition, data was also collected through the
documentary study.
The major findings of this study illustrated that job requirements and responsibilities are
seldom adjusted to accommodate disabled people. The communication of affirmative action
policy is seen by respondents as being problematic. Respondents believe that affirmative
action discriminates against certain groups within the disadvantaged groups. The research has
divulged that the usage of interviews and involvement of supervisors in interview panels
would minimise unfair discrimination in the allocation of promotional positions. Diversity
management is not fully implemented to support affirmative action. People of all races are
not employed to positions on the basis of their qualifications, experience and competencies as
they deserve. The SAPS does not consider academic qualifications as criterion in the
allocation of promotions.
V
KEY WORDS
Affirmative action
Designated groups
Equal opportunity
Personnel staffing
Policy implementation
Recruitment
Scheduled Castes
Selection
Unfair discrimination
South African Police Service (SAPS)
ACRONYMS
AB : Afrikaner Broederbond
ANC : African National Congress
BBBEE : Broad Based Black Economic Empowerment
BEE : Black Economic Empowerment
BMF : Black Management Forum
EIC : Employment and Immigration Canada
FELDA : Federal Land and Development Agency
IBM : International Business Machines
MCA : Malayan Chinese Association
MIC : Malayan Indian Congress
NEP : New Economic Policy
NSFAS : National Student Financial Aid Scheme
OFCCP : Office of the Federal Contract Compliance Programmes
PAC : Pan Africanist Congress
RDP : Reconstruction and Development Programme
SACP : South African Communist Party
SAPS : South African Police Service
SPSS : Statistical Package for the Social Sciences
TEFSA : Tertiary Education Fund of South Africa
UMNO : United Malays National Organisation
USA : United States of America
TABLE OF CONTENTS
PAGES
CHAPTER 1: GENERAL INTRODUCTION 1
1.1 Introduction 1
1.2 Background and rationale 2
1.3 Motivation 5
1.4 Problem statement 6
1.5 Research questions 7
1.6 Objectives of the research 7
1.7 Demarcation of research 7
1.8 Research Design and methodology 8
1.8.1 Data collection techniques 8
1.8.2 Data analysis and interpretation 9
1.9 Selection of cases 9
1.10 Clarification of concepts and terms 10
1.11 Sequence of chapters 12
1.12 Ethical considerations 14
1.12.1 Privacy 14
1.12.2 Anonymity and confidentiality 14
1.12.3 Informed consent 14
1.13 Summary 15
CHAPTER 2: THEORETICAL BACKGROUND AND LITERATURE REVIEW 16
2.1 Introduction 16
2.2 International perspective on affirmative action 17
2.2.1 United States of America (USA) 17
2.2.2 Canada 20
2.2.3 India 22
2.2.4 Great Britain 24
2.2.5 Malaysia 25
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2.2.6 Zimbabwe 28
2.2.7 Namibia 30
2.3 Historical background to affirmative action in South Africa 32
2.4 Rationale for Affirmative Action 36
2.5 Beneficiaries of Affirmative action 37
2.6 Arguments against affirmative action 39
2.6.1 Quotas 39
2.6.2 Reverse discrimination 40
2.6.3 Falling standards 42
2.6.4 Tokenism 42
2.7 Pertinent initiatives to affirmative action 43
2.7.1 Diversity management 43
2.7.2 Training and development 45
2.8 Theories that underpin affirmative action 46
2.8.1 Distributive or outcome justice 47
2.8.2 Procedural justice 48
2.8.3 Interactional justice 49
2.9 Aspects involved in the implementation of affirmative action 50
2.9.1 Consultation 51
2.9.2 Assigning responsibility for implementation 52
2.9.3 Manpower analysis 51
2.9.4 Review of personnel policies and practices 52
2.9.5 Communication, awareness and training 53
2.9.6 Setting the objectives 53
2.9.7 Monitoring and evaluation 54
2.10 Summary 54
CHAPTER 3: RESEARCH METHODOLOGY 59
3.1 Introduction 59
3.2 Objectives of the research 59
3.3 Research approaches 59
3.3.1 Qualitative research 60
3.3.2 Quantitative research 62
ix
3.4 Research design 63
3.5 Data collection 64
3.5.1 Document study 65
3.5.2 Survey questionnaires 66
3.6 Sampling 67
3.7 Data interpretation and analysis 69
3.8 Summary 70
CHAPTER 4: DATA PRESENTATION AND ANALYSIS 71
4.1 Introduction 71
4.2 Biographical data 71
4.3 Challenges related to the implementation of affirmative action policy 75
4.4 Strategies for managing, preventing and addressing unfair discrimination 85
4.5 Criteria for identifying beneficiaries of affirmative action 94
4.6 Summary 103
CHAPTER 5: FINDINGS, RECOMMENDATIONS AND CONCLUSION 106
5.1 Introduction 106
5.2 Maj or findings 106
5.2.1 Objective 2: To identify challenges or problems encountered by SAPS during the
implementation of the affirmative action policy 106
5.2.2 Objective 3: To propose strategies through which SAPS can manage, prevent and
address discrimination in personnel staffing process 110
5.2.3 Objective 4: To assess and describe the criteria utilised by the SAPS in
identifying the beneficiaries of affirmative action policy 112
5.3 Recommendations 114
5.4 Conclusions 115
Bibliography 117
X
LIST OF TABLES AND FIGURES PAGES
TABLE
Table 3.1 Sample size of the South African Police Service in Pretoria District 69
FIGURES
4.1 Gender 71
4.2 Race 72
4.3 Rank of police officials 73
4.4 Length of service in the South African Police Service 74
4.5 Component in which you are placed 74
4.6 Academic qualification 75
4.7 The SAPS affirmative action policy emphasises race representation within the
organisation and promote efficiency 76
4.8 I believe that there are few persons from the previously disadvantaged groups
qualified to take managerial positions 76
4.9 Job requirements and responsibilities are seldom adjusted to accommodate the
disabled people 77
4.10 I think affirmative action is barrier to qualified male job applicants within the
South African Police Service (SAPS) 78
4.11 Affirmative action shuts promotional opportunities for white males 78
4.12 The affirmative action goals are clearly communicated or explained to every
employee 79
4.13 Affirmative action policy of the SAPS unfairly discriminates against the non­
designated groups (Whites) 79
4.14 Affirmative action discriminates against certain groups within the previously
disadvantaged groups 80
4.15 I think that unqualified people are given positions which they do not deserve at
the expense of competent, skilled, experienced and qualified persons 81
4.16 The fact that there is no specific date on which preferential treatment is going to
cease frustrates the non-beneficiaries of affirmative action policy 82
4.17 Black people are over represented in non-commissioned positions 82