Abstract
Since the first democratic election in South Africa in 1994, the ANC government has introduced several pieces of legislation, including the Employment Equity Act (EEA) to restore the imbalances of the past. The Employment Equity Act was passed in 1998.
This law aims to bring reforms to restore racism, promote equality and ensure economic growth, job creation, and eradication of poverty. Despite more than 23 years since the introduction of EEA, the implementation of Affirmation Active in the private sector has been tardy.
The main objective of this research study is to propose a strategic management framework that can enhance positive and effective affirmative action within the South African banking sector. The first sub-objective is to assess the benefits of transformation through affirmative action within the bank. The second sub-objective is to gain insights into the implementation and value of Affirmative Action for leadership and management in the bank. The third sub-objective is to establish the level of transformation through affirmative action within the South African banking sector.
The study was conducted using a mixed-method approach. An explanatory sequential mixed method approach was followed in this study. In phase 1, qualitative data were collected using semi-structured interviews, in phase 2 quantitative data were collected using questionnaires and in phase 3 the two phases were triangulated. The study found that White males still dominate most senior positions while Black employees mainly occupy junior and entry-level positions. The study also found that top management commitment is important for the successful implementation of Affirmative Action.