Ivan Steenkamp
Experienced development practitioner, management services practitioner, facilitator, trainer with qualifications in education, marketing, management, economic management, and business management. PhD scholar at UNICAF University. Strong background in all aspects of strategic and business management, people development and management, organisational transformation, and design. Prominent level of interpersonal interaction combined with sound problem analysis capacity. Well-developed communication, project planning and organisation skills, with strong aptitude to motivate and train teams and individuals to transfer skills. Elevated levels of cognitive and emotional capacity. Versatile, adaptable, and energetic. Strong focus on mentoring, empowering and enabling co - workers to become self-directed and life-long learners and to make an impact on their environments.
Supervisors: Dr. Felicetta Iovino
Phone: +27828904759
Address: 33 Theseus Street, Herlear, Kimberley, South Africa, 8301
Supervisors: Dr. Felicetta Iovino
Phone: +27828904759
Address: 33 Theseus Street, Herlear, Kimberley, South Africa, 8301
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The Minister of Employment of Labour in South Africa recently amended the EEA of 1998 in order to regulate both sector-specific Employment Equity (EE) targets and the compliance criteria for the issuing of EE Compliance Certificates in terms of Section 53 of the EEA. These amendments will come into effect on September 1, 2023, and aim to increase opportunities for historically disadvantaged individuals, such as marginalised racial and gender groups, by increasing their workplace representation. Consequently, employees from these groups may have greater employment and career advancement opportunities. This study examines the impact and gaps of the EEA from its inception in 1998 to 2022, as well as the number of EEA reports submitted by designated employers to the South African Department of Employment and Labour in accordance with schedule 4 of the Act. For the purposes of affirmative action provisions, only employers with 50 or more employees will be deemed designated employers as of 1 September 2023. Total annual revenue will no longer be a factor. The focus between 2019 and 2022 will be briefly on determining the impact of the COVID-19 pandemic on the South African labour force, employed by the designated companies, that need to report on EE targets. This research project used a mixed-method research approach. This approach combined qualitative and quantitative research methods to collect and evaluate the data for this study. This study is based on the analysis of a series of documents and secondary data obtained from various sources for the period 1998-2022. The research questions are (1) what is the relationship between EEA and gender differences; (2) what is the relationship between the EEA and the Broad-Based Black Economic Empowerment (BBBEE) initiatives; (3) what has been the impact of the EEA on organisational change; (4) what have been the main impacts since the implementation of the EEA? This type of research enabled the researcher to contribute to the current body of knowledge, influence policy, qualitatively identify current EEA gaps, and quantify the plausibility of the results through numbers, statistical analyses, and graphs. The findings suggest that the South African Government, through the Department of Employment and Labour needs to look at the impact of the EEA on the broader workforce, especially entities that are regarded as designated employers. Areas of impact should focus on gender, empowerment and change management within these organisations.
Keywords: Broad-Based Black Economic Empowerment, employment equity, gender, change, designated employers