THE INFLUENCE OF THE EMPLOYMENT EQUITY ACT ON ORGANISATIONAL PERFORMANCE AT A RESEARCH INSTITUTION IN SOUTH AFRICA

Abstract

Background and Objective: The battle against discrimination in the South African workspace led to the establishment of the Employment Equity Act (EEA), which advocates for equality and the inclusion of marginalised groups. This study examined how the adoption of the act has affected organisational performance and perception.

Study Design/Materials and Methods: The search followed a qualitative approach to answer the research questions through a social-constructionism paradigm to capture the perceived influence of the EEA. To collect the data, the study utilised semi-structured individual interviews from participants sampled through a non-probability technique of purposive sampling. Thematic analysis through ATLAS.ti was utilised for data analysis. The sample composed of 30 employees from senior to entry-level positions. Using a theoretical lens, the study followed the Structural Injustice framework from Iris Marion Young.

Results: Beyond the primarily observed influence of the EEA to have a political, social and economic effect, the legislation is understood to influence the quality of the workforce negatively. A high performing organisation experiences a decline in performance through structural change; delayed employee acquisition due to specific role requirements such as gender, race and educational background; and on a vital point, the findings suggest that the EEA has created immense employment opportunities for marginalised groups.

Practical implications: Within the context of high performing workspaces, the EEA hampers effective practice, while it offers socio-economic inclusion for marginalised groups. The results emphasise the need for a diversified sectoral application of the EEA to allow organisations to perform effectively.

Conclusion and summary: The adoption of the EEA hinders performance but positively
brings balance to a workplace through the eradication of structural injustice.