Employee’s Perception of The Employment Equity Act and its Relevance to Organisational Performance at a South African Research Institution
Keywords:
justice, diversity, discrimination, inequality, inclusionAbstract
This study examined employees’ perception of the Employment Equity Act (EEA) at a research institution in South Africa to ascertain its importance to organisational performance and possible implication. The study was carried out following a qualitative approach to answer research questions from a social-constructionism paradigm. The study used semi-structured individual interviews to collect data from purposefully sampled participants ranging from senior to entry-level employees. The data was analysed thematically through ATLAS.ti. The study finds that the EEA is understood as an economic, social, and political factor in the organisation and from each position it offers different implications to performance. Concluding that employees understand the EEA as a socio-economic factor given that it promotes their inclusion in social and economic activities and initiatives. Politically, the EEA factors in reducing inequality and promoting equity in the workplace thus offering organisations a management strategy that aligns with the SDGs, NDP and the EEA. The direct and indirect impact of the EEA is reduced injustice within the workplace, increased diversity and inclusion, and reduced discrimination. Future research on this area of work may generate impactful results by examining a different sector than research and education.
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