A qualitative investigation into the cultural diversity in Human Resources at Umkhanyakude district municipality
type: CreativeWork
description: This study was conducted to ascertain whether uMkhanyakude District Municipality complies with the provisions of the Employment Equity Act No55 of 1998 and to examine whether the Municipality has devised recruitment methods that provide access to a wider pool of job applicants. Some of the outcomes derived from diversity initiatives are not easily quantifiable or measured but they clearly demonstrate the benefits that can be realized by an organization. Benefits such as: Improved organizational image stemming from more diverse positive reputation and the presence of diverse employees in key positions. Improved co-operation and communication within diverse work-teams, few as they are. Findings_ of this study indicated that cultural diversity is the least understood phenomenon and that the municipality has not made an effort to diversify. This is indicated by the fact that there are no African or White females in the strategic or decision making positions. This under-representation of women constitutes gender discrimination. Also the municipality has not made an effort to develop a strategy on diversifying despite submitting the workforce profile to the Department: of labour; no help has been forthcoming in order to develop equity policies to address high levels of under-representation.
abstract: This study was conducted to ascertain whether uMkhanyakude District Municipality complies with the provisions of the Employment Equity Act No55 of 1998 and to examine whether the Municipality has devised recruitment methods that provide access to a wider pool of job applicants. Some of the outcomes derived from diversity initiatives are not easily quantifiable or measured but they clearly demonstrate the benefits that can be realized by an organization. Benefits such as: Improved organizational image stemming from more diverse positive reputation and the presence of diverse employees in key positions. Improved co-operation and communication within diverse work-teams, few as they are. Findings_ of this study indicated that cultural diversity is the least understood phenomenon and that the municipality has not made an effort to diversify. This is indicated by the fact that there are no African or White females in the strategic or decision making positions. This under-representation of women constitutes gender discrimination. Also the municipality has not made an effort to develop a strategy on diversifying despite submitting the workforce profile to the Department: of labour; no help has been forthcoming in order to develop equity policies to address high levels of under-representation.
author: Dlamini, Bongani Innocent
keywords: Employment Equity Act, Organizational image, Cultural diversity
license: https://devspace.unizulu.ac.za/bitstreams/a2c2127e-a6df-4fb7-a91b-1e786d8376cb/download
date published: 2006
date modified: 2026-07-24T06:16:47Z
provider: University of Zululand
publisher: Networked Digital Library of Theses and Dissertations
type: WebPage
source organization: University of Zululand