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Date : 13/07/2004
Source: Ministry of Labour
Title: M Mdladlana: Launch of EE national roadshow & release of CEE report


SPEECH BY MINISTER OF LABOUR, MEMBATHISI MDLADLANA, AT THE LAUNCH OF THE EMPLOYMENT EQUITY NATIONAL ROADSHOW AND THE RELEASE OF THE COMMISSION OF EMPLOYMENT EQUITY REPORT, 13 July 2004

Chairperson
Chairperson and members of the Commission for Employment Equity
Representatives of organised labour constituency
Representatives of organised business constituency
Representatives of the community constituency
Representatives of Government as employer
Honoured Guests
Comrades and compatriots
Ladies and gentlemen

Throughout the history of our struggle for liberation in this country, we have been consistent in our call for the creation of a non-racial, non-sexist, united and democratic South Africa. To us liberation has always been about the eradication of racism and the creation of a non-racial society. It is my view that if we succeed in uprooting racism at the workplace this country of ours shall have moved a big step in achieving our goal of a non-racial society.

Our society continues to be characterised by the racial divisions and inequalities imposed on us by many years of colonialism and apartheid.

All of us knew that to create a non-racial society will be complex and protracted. Some among us believe that posting or e-mailing well written equity plans to the Department of Labour is all they need to do, to create this non-racial society. Many among us forget that this struggle for the creation of a non-racial society is a struggle against the very ideology of racism. As the ANC indicated in its presentation to the Human Rights Commission hearings on racism " Racism is deeply entrenched, objective and stubborn structural and defining feature of our society". " Racism is dangerous and offensive because it provides the ideological framework to buttress and perpetuate a system of social relations that constitutes the greatest violation of human rights".

Structural racism in our country manifest itself in various ways:

* racial disparities in the distribution of wealth;
* racial disparities in the distribution of income;
* racial disparities in the distribution of skills;
* racial disparities in the level of education;
* racial disparities in access to opportunity; and
* racial disparities in the exercise of management function.

These disparities indicate how the racist ideology has been used even after the liberation of our country. Those who argue in favour of the equivalence of black and white racism, as they actually express themselves in our country, will not make the point that the former has no impact whatsoever in the ordering of power relations in our society. A black worker's anti-white stance will have no effect on the social position of and the power exercised by the employer. It is this imbalance in power relations, which dictates that the worker must develop collective power to counter-balance the dominance of the employer.

Our struggle for the creation of a non-racial society is an offensive against the ideology of racism and that of colonialism. John Molteno the first Premier of the Cape Colony once said " With the advent of responsible government (in the Cape), a higher view began to be taken of our mission towards the barbarous tribes upon our borders; we were no longer content to govern them simply from interested motives. The obligations was felt to be incumbent upon us to elevate and enlighten them in the scale of civilisation, not only by securing peace for them, but by eradicating and changing their savage habits and customs. This change could not in the nature of things be a rapid one. Firmly and deeply rooted in the growth of centuries, these habits could be altered slowly, and any improvement could only be perceptible to those who had long been in contact with the natives, yet there was a confidence that this improvement would come about. The most effective agents in the great work were the magistrates and agents whom we had placed among the natives, who endeavoured to attach them to us by a just and righteous administration. We contribute also largely to the advancement of education, and in the connection with this work the missionaries were the chief agency by which the people were being enlightened and educated."

Paul Kruger said in his 1883 election Manifesto " the maintenance of the authority of the Government towards the natives and friendly treatment of obedient native races in their appointment (homeland) districts."

During the era of colonialism the message was very clear " White authority over the native and native obedience to white authority". The Nationalist Party won the 1948 elections because of the use of the same message.

This change could not be a rapid one. These habits are firmly and deeply rooted in the growth of centuries. Dealing with firmly and deeply rooted habits of racism is going to be difficult. We are dealing with attitudes of white people who have been privileged by colonialism and apartheid. These attitudes will be altered slowly - however our people are not filled with unending patience. Soon their patience will run out. Those who argue for a sunset clause should have done so during Oom Paul's time. They should have advised Premier Molteno in 1872 accordingly.

I am saying these things for all of us to understand that today we are launching the roadshow in order to fight and defeat racism in the workplace. We pledge and commit ourselves to fight racism until a completely non-racial, non-sexist, free, united and democratic South Africa is firmly established.

Our objective is to make employers aware and to understand why Employment Equity is important for our country. As I indicated racism was imported to our country many years ago, it is very complex and the struggle against it will be protracted therefore nobody knows the end. Unfortunately in South Africa the native problem is vexatious because colonists could not outnumber the natives as they did in Australia, New Zealand, Canada and the United States. The Black people who must be affirmed could not be destroyed by the British, the Nationalist Party failed. We are still here. We still say " South Africa belongs to all who live in it Black and White".

Black people are in power. They are the ones who must be affirmed. They do have political power. The consequences of not implementing and complying with Employment Equity are too ghastly to contemplate.

We are not here to sign an accord with our social partners because the consultative process and dialogue that took place prior to the enactment of the Act is proof enough of an accord amongst social partners. Government will continue to act to ensure observance of Employment Equity as part of our national offensive against all forms of inequality and unfair discrimination on the basis of race, gender and disability, in the labour market.

The publication of the Employment Equity Bill in 1997 generated more heat than light. Responses tended to fall into total opposition to any active intervention to redress imbalances in the profiles of our country's institutions, lukewarm support or radical calls for tougher measures including the use of quotas to compel employers to change their employees profile in order to mirror the demographics of the whole country. Today as I am standing here, the same responses have not yet changed. This has also been indicated in the CEE report, which has just been handed over to me by the CEE chairperson Prof Ramashala. Wherever I go I still hear cries of quotas, sunset clause, reverse discrimination and the need for an accord.

In 1998 my Department conducted an employment national baseline survey which indicated that, in the private sector, decisions for the running of the economy of this country rested in 75,35% white males, 14,9% blacks and 9,85% women. The survey did not even indicate the percentage of people with disabilities in those positions, let alone in total employment.

Another public sector survey conducted by Naidoo also indicated the same trend in management positions. In the academic sector the study indicated that 90% of all professors where white males.

In pursuing this it is acknowledged that without the commitment of all social partners, the goal of better life for our people can never be realised. It is through this joint commitment to advance our people and develop them through equity that a truly balanced society can be achieved.

I thank the Chairperson of the Commission for Employment Equity, Prof Mapule Ramashala and all the members of the Commission for working tirelessly amidst their busy schedules, to gather suitable information to advise me on the implementation of the Act. It is worth noting that they also spent several days and hours visiting some of the employers to get first-hand information on how Affirmative Action is embraced in the workplaces.

The CEE report, which is being released today also demonstrates good news about how some of the employers embrace Employment Equity and go all out to develop innovative ways, even beyond the confines of the Act, to ensure that this country is rid of all kinds of discrimination in workplaces. There are employers who firmly believe, like I do, in the business case for Employment Equity. These are employers who recognise the long-term advantages of Affirmative Action instead of concentrating on the short-term premium of introducing affirmative action measures at their workplaces. They are employers who like the Farm Credit of Canada believe that diversity is a business advantage that brings new ideas and new ways of doing things to business and making businesses more competitive in a global market. They in turn integrate employment equity into their business plans and not view it only as a legal obligation. All these employers are able to do this because of their senior managers' involvement in it and the encouragement they give to their implementing managers to develop initiatives, which makes them truly diverse organisations.

Managers of one of the biggest companies, Bell Canada, testified for a need to make 'their business objectives and objectives for diversity and employment equity go hand in hand and therefore see no limits to what they are able to accomplish, both as individuals, as a company and even as a nation' (Canada 2003 Employment Equity Act Annual Report).

It was encouraging to hear employers giving input about the positive measures they put into place and how embracing diversity through the implementation of Employment Equity paid-off for them. Those employers who fall within this category will be rewarded when we launch the Employment Equity Awards before the end of this year as mentioned in the CEE report.

It is discouraging to learn that there are employers who are still outside the 'ZOO'. I refer to employers who are refusing to even comply with the procedural requirements of the Act. These are employers who are still not accounted for in the Employment Equity Public Register.

They have only a few months left as the net is closing down on them. Before the 2004 reporting deadline of 1 October 2004, the Employment Equity Database will have a complete universe of designated employers. Our inspectors will use the information on the database to follow upon all those who have not reported.

It is also important for those still outside the ZOO to note that government, together with all the social partners are going to all the provinces to encourage all employers and workers to fully embrace Employment Equity at the workplaces.

Today's launch will be followed by visits to other cities throughout the country. The GDS task team composed of all the four social partners, will be visiting Cape Town, Durban, Kimberley, Port Elizabeth, Bloemfontein and Pietersburg during the months of July and August, and it is encouraging to learn that organised business will be assisting in financing the process.

During the Growth and Development Summit, which was held in June last year, concern was raised about the employment of people with disabilities. Figures which were released today still show only a slight change from the 2001/2 report of 0,9% to the present one of 1,1%.

I want to reiterate that Employment Equity should not be reduced only to race and gender. There are people with disabilities who deserve to be employed and without whose employment we cannot say that our advances are contributing to a better life for all. I am confident that if employers make use of the Code of Good Practice on the Employment of People with Disabilities together with the Guidelines I released in November last year, more can be achieved to ensure that people with disabilities are accommodated across all levels and categories in the workplaces.

I want to end by assuring those who are still dragging their feet and at the same time calling for the scrapping of Affirmative Action, that that item is not yet in the agenda of the strategic plan of my Department. The mixture of messages my Department receives makes me believe that Government is on the right track. There is a saying that 'if everything keeps coming your way you are in the wrong lane'.

I thank you!

Issued by: Ministry of Labour
13 July 2004
Source: Department of Labour (http://www.labour.gov.za)

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