The gendered impact of Johannesburg water budget
- Authors: Kithatu, Angelita Kuasa
- Date: 2008-10-29T06:58:16Z
- Subjects: Budget public opinion , Local government , Sex discrimination in employment , Sex discrimination against women , Women's rights , Johannesburg (South Africa)
- Type: Thesis
- Identifier: uj:13604 , http://hdl.handle.net/10210/1374
- Description: M.A. , Despite constitutional and legislative measures to promote gender equality, gender inequality pervades the South African political, social and economic sectors. It is imperative that government uses gender sensitive policy instruments to reverse these imbalances. Gender expenditure analyses on national budget votes reveal a perpetuation of gender inequality. This municipal study assesses Johannesburg’s water budget process using an analytical framework of three criteria: representation; participation and benefit accrued to women. It determines that administrative representation of women in Johannesburg Water is nominal, the drafting of the budget remains patriarchal and representation of gender concerns for water provision in the consultation phase is not evident. The participation of women in the consultation and approval phases cannot be quantified. Women benefit minimally as employees and as entrepreneurs. This study determines that there is a potentially significant gendered impact of Johannesburg’s water budget, which motivates for this policy instrument to be gender sensitive. , Mr. H. Robertson Prof. Y. Sadie
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- Authors: Kithatu, Angelita Kuasa
- Date: 2008-10-29T06:58:16Z
- Subjects: Budget public opinion , Local government , Sex discrimination in employment , Sex discrimination against women , Women's rights , Johannesburg (South Africa)
- Type: Thesis
- Identifier: uj:13604 , http://hdl.handle.net/10210/1374
- Description: M.A. , Despite constitutional and legislative measures to promote gender equality, gender inequality pervades the South African political, social and economic sectors. It is imperative that government uses gender sensitive policy instruments to reverse these imbalances. Gender expenditure analyses on national budget votes reveal a perpetuation of gender inequality. This municipal study assesses Johannesburg’s water budget process using an analytical framework of three criteria: representation; participation and benefit accrued to women. It determines that administrative representation of women in Johannesburg Water is nominal, the drafting of the budget remains patriarchal and representation of gender concerns for water provision in the consultation phase is not evident. The participation of women in the consultation and approval phases cannot be quantified. Women benefit minimally as employees and as entrepreneurs. This study determines that there is a potentially significant gendered impact of Johannesburg’s water budget, which motivates for this policy instrument to be gender sensitive. , Mr. H. Robertson Prof. Y. Sadie
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Women and work : an exploratory study on problems and perspectives relating to the apparent inability of women teachers to break through the glass ceiling
- Authors: Lanner, Francois Antonie
- Date: 2012-08-27
- Subjects: Women teachers , Sex discrimination in education , Sex discrimination in employment
- Type: Thesis
- Identifier: uj:3221 , http://hdl.handle.net/10210/6632
- Description: M.B.A. , The aim of this research is to determine whether a glass ceiling does exist in education, and if so, possible reasons why women teachers fail to break through the so-called "glass ceiling". Objectives The objectives identified include the following: To determine historical perspectives on women and work To explore the incidence of glass ceilings To ascertain the value the Department of Education places on women teachers To determine by means of questionnaires whether there is a 'glass ceiling' in education To determine issues relating to the inability of so few women teachers to break through the glass ceiling
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- Authors: Lanner, Francois Antonie
- Date: 2012-08-27
- Subjects: Women teachers , Sex discrimination in education , Sex discrimination in employment
- Type: Thesis
- Identifier: uj:3221 , http://hdl.handle.net/10210/6632
- Description: M.B.A. , The aim of this research is to determine whether a glass ceiling does exist in education, and if so, possible reasons why women teachers fail to break through the so-called "glass ceiling". Objectives The objectives identified include the following: To determine historical perspectives on women and work To explore the incidence of glass ceilings To ascertain the value the Department of Education places on women teachers To determine by means of questionnaires whether there is a 'glass ceiling' in education To determine issues relating to the inability of so few women teachers to break through the glass ceiling
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Human resource development strategy for gender equality within the Department of Correctional Services
- Nhlapo, Tsholo Mzawazi Solomon
- Authors: Nhlapo, Tsholo Mzawazi Solomon
- Date: 2020
- Subjects: South Africa. Department of Correctional Services , Sex discrimination in employment , Sexual division of labor
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/419947 , uj:35736
- Description: Abstract: The study focuses on the implementation of the human resource development strategy (HRDS) of 2010-2030 in the Department of Correctional Services (DCS) in general, and the Groenpunt Management Area (GMA) in particular, to achieve its strategic gender equality objectives. The GMA is considered as the locus of this study. The findings explore that the establishment of a gap between the actual workforce and the minimum required workforce, and creating a situation to determine how many staff members will be needed will determine which contributions the Human Resource (HR) efforts need to make through specific interventions. The quality and effectiveness of the correctional system also depends largely on the competencies of its correctional officials. They are the most important factor in determining success in meeting organisational goals. The rehabilitation and personal wellbeing of the offenders also depends on the employees’ competencies, commitment, and resourcefulness. The research methodology utilised in this study is based on the qualitative research approach. The major qualitative research method utilised is to contextualise the setting of a case study approach. The triangulation was applied at the various stages – from data collection and analysis to the recommendations of the study. In order to improve HRD in the South African public service to incorporate gender equality, the thesis proposes a framework, namely Gender Equality in HRDS to use as a basis to make proposals. The study recommends that the implementation of measures require adequate resources (finances, HR skills, staffing, facilities, research capacity, monitoring and evaluation methodology skills, infrastructure, and advocacy services, to state a few). Resource allocations need to be made in organisational budgets. The impact thereafter needs to be documented, reviewed, and shared with relevant stakeholders to ensure gender equality in policies, programmes, and projects. The outcome will be the incorporation of gender mainstreaming in HR practices (micro level) in the public service context; and the realisation of Sustainable Development Goal (SDG) 5: gender equality and women’s empowerment (macro level) in the global and South African context. , Ph.D. (Public Management and Governance)
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- Authors: Nhlapo, Tsholo Mzawazi Solomon
- Date: 2020
- Subjects: South Africa. Department of Correctional Services , Sex discrimination in employment , Sexual division of labor
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/419947 , uj:35736
- Description: Abstract: The study focuses on the implementation of the human resource development strategy (HRDS) of 2010-2030 in the Department of Correctional Services (DCS) in general, and the Groenpunt Management Area (GMA) in particular, to achieve its strategic gender equality objectives. The GMA is considered as the locus of this study. The findings explore that the establishment of a gap between the actual workforce and the minimum required workforce, and creating a situation to determine how many staff members will be needed will determine which contributions the Human Resource (HR) efforts need to make through specific interventions. The quality and effectiveness of the correctional system also depends largely on the competencies of its correctional officials. They are the most important factor in determining success in meeting organisational goals. The rehabilitation and personal wellbeing of the offenders also depends on the employees’ competencies, commitment, and resourcefulness. The research methodology utilised in this study is based on the qualitative research approach. The major qualitative research method utilised is to contextualise the setting of a case study approach. The triangulation was applied at the various stages – from data collection and analysis to the recommendations of the study. In order to improve HRD in the South African public service to incorporate gender equality, the thesis proposes a framework, namely Gender Equality in HRDS to use as a basis to make proposals. The study recommends that the implementation of measures require adequate resources (finances, HR skills, staffing, facilities, research capacity, monitoring and evaluation methodology skills, infrastructure, and advocacy services, to state a few). Resource allocations need to be made in organisational budgets. The impact thereafter needs to be documented, reviewed, and shared with relevant stakeholders to ensure gender equality in policies, programmes, and projects. The outcome will be the incorporation of gender mainstreaming in HR practices (micro level) in the public service context; and the realisation of Sustainable Development Goal (SDG) 5: gender equality and women’s empowerment (macro level) in the global and South African context. , Ph.D. (Public Management and Governance)
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Rose or thorn? : a black South African woman's account of working in a male-dominated environment
- Tabudi, Sizile Aurelia Thulisile
- Authors: Tabudi, Sizile Aurelia Thulisile
- Date: 2010-10-26T07:19:52Z
- Subjects: Leadership in women , Black women , Sex role in the work environment , Women executives , Sex discrimination in employment
- Type: Thesis
- Identifier: uj:6940 , http://hdl.handle.net/10210/3450
- Description: D.Phil. , The major part of what is known about women in leadership positions, and the challenges they are facing, is based on studies conducted in first-world countries. There clearly is a gap in the literature in terms of studies that focus on female leaders in Africa. Much has still to be said about the role that cultural practices and prejudices play in hampering the growth and progress of these women. This authentic study of a South African Zulu female manager provides a unique insight into the way she negotiated the challenges of climbing the corporate ladder in a male-dominated environment. Its postmodernist approach challenges the writer to use herself as a research subject while applying the principle of reflexivity in stepping back and analysing lived experiences from a researcher‟s perspective. In opening up her innermost feelings to the world, the researcher reveals who she really is, and how she, as a Zulu woman, wife, mother, and manager, negotiated her way between her own traditional culture and the Western corporate world. This creates real challenges to the researcher, as she has to keep sliding between being the subject and being the researcher at the same time. This narrative of "self" is recreated through interviewing people who had been part of the researcher‟s life during the period which was the focus of the study as well as the researcher recalling significant events. The research focuses on the challenges of being a minority leader in a South African workplace. The resistance to a black female as their superior by black males is highlighted, as is the manner in which these cultural prejudices result in discrimination against women by members of their own culture. The research also illuminates the impact of legislation aimed at transforming the local workplace and the leadership fraternity in a post-apartheid South Africa.
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- Authors: Tabudi, Sizile Aurelia Thulisile
- Date: 2010-10-26T07:19:52Z
- Subjects: Leadership in women , Black women , Sex role in the work environment , Women executives , Sex discrimination in employment
- Type: Thesis
- Identifier: uj:6940 , http://hdl.handle.net/10210/3450
- Description: D.Phil. , The major part of what is known about women in leadership positions, and the challenges they are facing, is based on studies conducted in first-world countries. There clearly is a gap in the literature in terms of studies that focus on female leaders in Africa. Much has still to be said about the role that cultural practices and prejudices play in hampering the growth and progress of these women. This authentic study of a South African Zulu female manager provides a unique insight into the way she negotiated the challenges of climbing the corporate ladder in a male-dominated environment. Its postmodernist approach challenges the writer to use herself as a research subject while applying the principle of reflexivity in stepping back and analysing lived experiences from a researcher‟s perspective. In opening up her innermost feelings to the world, the researcher reveals who she really is, and how she, as a Zulu woman, wife, mother, and manager, negotiated her way between her own traditional culture and the Western corporate world. This creates real challenges to the researcher, as she has to keep sliding between being the subject and being the researcher at the same time. This narrative of "self" is recreated through interviewing people who had been part of the researcher‟s life during the period which was the focus of the study as well as the researcher recalling significant events. The research focuses on the challenges of being a minority leader in a South African workplace. The resistance to a black female as their superior by black males is highlighted, as is the manner in which these cultural prejudices result in discrimination against women by members of their own culture. The research also illuminates the impact of legislation aimed at transforming the local workplace and the leadership fraternity in a post-apartheid South Africa.
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Social justice and equal treatment for pregnant women in the workplace
- Authors: Tanner, Bernard
- Date: 2012-07-19
- Subjects: Pregnant women - Employment - Law and legislation , Sex discrimination in employment , Equality before the law , Maternity leave - Law and legislation , Parental leave - Law and legislation
- Type: Thesis
- Identifier: uj:8835 , http://hdl.handle.net/10210/5248
- Description: LL.D. , This thesis critically evaluates the position of pregnant women (and women who have recently given birth) in the context of South African Labour Law and social security law, from both a comparative and a South African perspective. The fact that women fall pregnant and give birth to children, while men do not, raises issues of theoretical and practical importance in regard to equality issues. Pregnancy has historically been both the cause of and the occasion for the exclusion of many women from the workplace because of the practical difficulties many women face in reconciling the demands of paid work with family responsibilities – although there is no logical reason why women’s giving birth to children necessarily means that they should have primary responsibility for childcare. The underlying premise which underpins the subject matter of this thesis is that pregnant women are unfairly discriminated against in the workplace. While it cannot be denied that men and women are different and that the biological fact of pregnancy is a state unique to women, this “difference” has resulted in gender discrimination, and, more germane to this thesis, in pregnancy discrimination in the jurisdictions to be considered, namely, the United Kingdom, the European Union, SADC and South Africa. This thesis concentrates on various issues pertaining to pregnancy and maternity protection and emphasises the seemingly irreconcilable dichotomy between the desire to recognise and accommodate women’s unique role as child-bearers and the desire to achieve parity between the sexes in regard to conditions of employment, remuneration and general benefits. The central dilemma is whether women can be treated as equal to men in regard to opportunities, entry to the workplace and remuneration, on the one hand, and yet be treated in a special way when it concerns childbearing and childrearing, on the other. In this thesis it is argued that men and women are different and that social justice cannot therefore be achieved by equal treatment. In facing this challenge, legislatures and courts have become ensnared in the dichotomy of equality and distinction, and the question considered here is whether South Africa is fulfilling its constitutional and international obligations regarding the equal treatment, and the granting to them of equal opportunities and reasonable accommodation. This thesis develops an appropriate and relevant paradigm for pregnant women in the workplace. It identifies and highlights the existing deficiencies and lacunae in the South African legal system inherent in both labour law and social security law, and develops proposals for the possible amendment of the existing legislative framework by drawing largely on international, supranational, foreign and regional jurisdictions and by critically evaluating the current South African maternity terrain, particularly in the light of South Africa’s developing constitutional jurisprudence.
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- Authors: Tanner, Bernard
- Date: 2012-07-19
- Subjects: Pregnant women - Employment - Law and legislation , Sex discrimination in employment , Equality before the law , Maternity leave - Law and legislation , Parental leave - Law and legislation
- Type: Thesis
- Identifier: uj:8835 , http://hdl.handle.net/10210/5248
- Description: LL.D. , This thesis critically evaluates the position of pregnant women (and women who have recently given birth) in the context of South African Labour Law and social security law, from both a comparative and a South African perspective. The fact that women fall pregnant and give birth to children, while men do not, raises issues of theoretical and practical importance in regard to equality issues. Pregnancy has historically been both the cause of and the occasion for the exclusion of many women from the workplace because of the practical difficulties many women face in reconciling the demands of paid work with family responsibilities – although there is no logical reason why women’s giving birth to children necessarily means that they should have primary responsibility for childcare. The underlying premise which underpins the subject matter of this thesis is that pregnant women are unfairly discriminated against in the workplace. While it cannot be denied that men and women are different and that the biological fact of pregnancy is a state unique to women, this “difference” has resulted in gender discrimination, and, more germane to this thesis, in pregnancy discrimination in the jurisdictions to be considered, namely, the United Kingdom, the European Union, SADC and South Africa. This thesis concentrates on various issues pertaining to pregnancy and maternity protection and emphasises the seemingly irreconcilable dichotomy between the desire to recognise and accommodate women’s unique role as child-bearers and the desire to achieve parity between the sexes in regard to conditions of employment, remuneration and general benefits. The central dilemma is whether women can be treated as equal to men in regard to opportunities, entry to the workplace and remuneration, on the one hand, and yet be treated in a special way when it concerns childbearing and childrearing, on the other. In this thesis it is argued that men and women are different and that social justice cannot therefore be achieved by equal treatment. In facing this challenge, legislatures and courts have become ensnared in the dichotomy of equality and distinction, and the question considered here is whether South Africa is fulfilling its constitutional and international obligations regarding the equal treatment, and the granting to them of equal opportunities and reasonable accommodation. This thesis develops an appropriate and relevant paradigm for pregnant women in the workplace. It identifies and highlights the existing deficiencies and lacunae in the South African legal system inherent in both labour law and social security law, and develops proposals for the possible amendment of the existing legislative framework by drawing largely on international, supranational, foreign and regional jurisdictions and by critically evaluating the current South African maternity terrain, particularly in the light of South Africa’s developing constitutional jurisprudence.
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Towards understanding experiences of women aspiring to senior management positions within a business environment
- Authors: Usher, Jane Victoria
- Date: 2012-06-05
- Subjects: Businesswomen , Corporate culture , Women executives , Sex discrimination in employment , Sex role in the work environment
- Type: Thesis
- Identifier: uj:2388 , http://hdl.handle.net/10210/4842
- Description: D.Phil. , Equality, status and remuneration of women in the workforce remain of on-going interest and concern. Although extensive research has been conducted into this field, intensely personal experiences of women in the work environment is an important area to be researched, as this may hold the key to assisting them in successfully reaching the higher echelons within the business world. Insight into women’s workplace experiences is a worldwide need in order to improve empowerment and equality in the workplace. Unfortunately this type of insight is lacking in the body of research that is currently available. The motivation for this study entitled: Towards Understanding Experiences of Women Aspiring to Senior Management Positions within a Business Environment was to examine the intensely personal experiences and emotions of women striving to achieve a senior place in the business hierarchy, especially when they encounter unexpected obstacles such as workplace bullying. The researcher has experienced many challenges that have influenced her career over her last ten years at work. Undertaking an auto-ethnographic study, an approach she wasn’t even aware of until 2006, provided her with the opportunity to study these events and experiences, and to learn from the knowledge gained, and thereby put forward suggestions to effect the social change that is required to improve a career woman’s quality of life. The aims of this research study were to understand the context of the research participants’ work situations and their resultant experiences, to propose actions to relieve the negative emotions and behaviours that may occur during such situations, as well as generate knowledge and add to existing theories. This research explores and describes the realities of two working women, and how they make sense of their worlds and experiences. The researcher has adopted elements of post-modernism as well as some positivistic and modernistic components which occur in varying degrees along the qualitative research continuum. While qualitative researchers hold different views regarding the incorporation and relevance of literature to their research topic, the researcher has incorporated both literature and theory in this thesis. Insights gained from the lived experiences of the research participants have been applied by means of analytical induction to relevant theory and contributeto the body of knowledge.
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- Authors: Usher, Jane Victoria
- Date: 2012-06-05
- Subjects: Businesswomen , Corporate culture , Women executives , Sex discrimination in employment , Sex role in the work environment
- Type: Thesis
- Identifier: uj:2388 , http://hdl.handle.net/10210/4842
- Description: D.Phil. , Equality, status and remuneration of women in the workforce remain of on-going interest and concern. Although extensive research has been conducted into this field, intensely personal experiences of women in the work environment is an important area to be researched, as this may hold the key to assisting them in successfully reaching the higher echelons within the business world. Insight into women’s workplace experiences is a worldwide need in order to improve empowerment and equality in the workplace. Unfortunately this type of insight is lacking in the body of research that is currently available. The motivation for this study entitled: Towards Understanding Experiences of Women Aspiring to Senior Management Positions within a Business Environment was to examine the intensely personal experiences and emotions of women striving to achieve a senior place in the business hierarchy, especially when they encounter unexpected obstacles such as workplace bullying. The researcher has experienced many challenges that have influenced her career over her last ten years at work. Undertaking an auto-ethnographic study, an approach she wasn’t even aware of until 2006, provided her with the opportunity to study these events and experiences, and to learn from the knowledge gained, and thereby put forward suggestions to effect the social change that is required to improve a career woman’s quality of life. The aims of this research study were to understand the context of the research participants’ work situations and their resultant experiences, to propose actions to relieve the negative emotions and behaviours that may occur during such situations, as well as generate knowledge and add to existing theories. This research explores and describes the realities of two working women, and how they make sense of their worlds and experiences. The researcher has adopted elements of post-modernism as well as some positivistic and modernistic components which occur in varying degrees along the qualitative research continuum. While qualitative researchers hold different views regarding the incorporation and relevance of literature to their research topic, the researcher has incorporated both literature and theory in this thesis. Insights gained from the lived experiences of the research participants have been applied by means of analytical induction to relevant theory and contributeto the body of knowledge.
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The perception of employees regarding sexual harassment at a business unit of public utility
- Authors: Van den Berg, Julian Peter
- Date: 2008-10-27T06:35:13Z
- Subjects: Sexual harassment of women , Sex discrimination in employment
- Type: Thesis
- Identifier: uj:13147 , http://hdl.handle.net/10210/1315
- Description: M.A. , Sexual harassment has become a human resource issue in the workplace within South African companies. More cases of sexual harassment are coming before the courts as civil actions, as employees litigate against employers who fail to deal with cases where they have reported being sexually harassed and the employer has not taken action or failed to take appropriate action. Arising from the above it would appear that there is a need to develop a clearer understanding of what is meant by sexual harassment. Coupled to this is a need to develop appropriate policies and training programmes to ensure that the negative impact of sexual harassment is limited. These policies should be in line with other company policies and South African Labour Law (66 of 1995) as set out in the Code of Good Practice (1998) on handling sexual harassment. The aim of this research was to look at the perceptions of employees in a business unit of a Public Utility, and to determine their view of sexual harassment in the workplace. This research would then assist to determine what the best practices would be to deal with cases of sexual harassment as well as to ensure that as far as is practical cases of sexual harassment could be limited, based on these perceptions. The research indicated that any form of inappropriate sexual behaviour in the workplace as it related to physical, verbal and non-verbal contact was not acceptable to most employees. It showed that whilst sexually inappropriate behaviour was limited it did take place, but in doing so it raised additional questions that could be the subject of further research. The questionnaire that was developed was found to be a reliable measurement instrument for the most part. The findings showed that there were differences between the perceptions of English-and Afrikaans-speaking employees as well as male and female employees. These differences would have to be taken into consideration when policies and training programmes are developed. It was clear from the research that a policy was necessary and the employees needed greater clarity on how cases of sexual harassment should be reported. The research has formed a base from which further research could be conducted, at other South African companies, regarding the impact of sexual harassment in the workplace. , Dr.W. Roestenburg
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- Authors: Van den Berg, Julian Peter
- Date: 2008-10-27T06:35:13Z
- Subjects: Sexual harassment of women , Sex discrimination in employment
- Type: Thesis
- Identifier: uj:13147 , http://hdl.handle.net/10210/1315
- Description: M.A. , Sexual harassment has become a human resource issue in the workplace within South African companies. More cases of sexual harassment are coming before the courts as civil actions, as employees litigate against employers who fail to deal with cases where they have reported being sexually harassed and the employer has not taken action or failed to take appropriate action. Arising from the above it would appear that there is a need to develop a clearer understanding of what is meant by sexual harassment. Coupled to this is a need to develop appropriate policies and training programmes to ensure that the negative impact of sexual harassment is limited. These policies should be in line with other company policies and South African Labour Law (66 of 1995) as set out in the Code of Good Practice (1998) on handling sexual harassment. The aim of this research was to look at the perceptions of employees in a business unit of a Public Utility, and to determine their view of sexual harassment in the workplace. This research would then assist to determine what the best practices would be to deal with cases of sexual harassment as well as to ensure that as far as is practical cases of sexual harassment could be limited, based on these perceptions. The research indicated that any form of inappropriate sexual behaviour in the workplace as it related to physical, verbal and non-verbal contact was not acceptable to most employees. It showed that whilst sexually inappropriate behaviour was limited it did take place, but in doing so it raised additional questions that could be the subject of further research. The questionnaire that was developed was found to be a reliable measurement instrument for the most part. The findings showed that there were differences between the perceptions of English-and Afrikaans-speaking employees as well as male and female employees. These differences would have to be taken into consideration when policies and training programmes are developed. It was clear from the research that a policy was necessary and the employees needed greater clarity on how cases of sexual harassment should be reported. The research has formed a base from which further research could be conducted, at other South African companies, regarding the impact of sexual harassment in the workplace. , Dr.W. Roestenburg
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