Abstract
M.B.A.
Sasol embarked upon an ambitious programme to adopt affirmative action measures for the diversification of the workplace, long before the promulgation of the Employment Equity Act 55 of 1998. However, 8 years after commencing with this process, the organization's diversity status across all the junior, middle and senior management employment levels looks bleak. Despite the good, professed intentions by top management to diversify the workplace; in compliance with the Act, the process is being hindered by strong resistance. Responding to a questionnaire in annexure B on support for affirmative action measures, 98% of white males said they did not support them.
The study sought to elicit an answer to the question as to whether the programme was being resisted/opposed or not. Only by uncovering the depth and nature of the resistance, could recommendations be made to accelerate the process.
Questionnaires were completed by racially and gender diverse respondents. Overwhelmingly, responses by Africans, Coloureds and Indians indicated resistance to Sasol's type of employment equity practice. This is illustrated by the overall satisfaction index per race in figure 5.4.
These designated groups, however, unanimously welcomed the creation of an equitable workplace through affirmative action measures. White males clearly opposed the implementation of affirmative action measures.