Managing Change and Multicultural Ethnic Groups in the South African Workforce

Managing change and multicultural ethnic groups in the South African workforce: Promoting cooperation and participation in the interest off all South Africans.

Riaan Steinmann

Introduction

20 Years has passed following the countries first democratic elections in 1994 which has seen South Africans recognising the need for cooperation amongst the cultural and religious diversity of society as a whole. The business environment today are characterised by a dynamic and diverse multicultural workforce that needs to be managed in such a way to ensure all workers has the opportunity to contribute to the strategic and competitive advantage of the business and where no person is excluded based on their culture differences or ethnic group. Over the last 20 years business managers had to change their own business culture to address transformation and change management issues in South Africa. Businesses needed to create structures, policies and operating practices to integrate with all cultural profiles of their workforce.

Problem Statement

How did South African businesses change and integrate multicultural diversity over the last 20 years and has enough been done?; The employees perspective

Multiculturalism Defined

The definition of multiculturalism often depends upon the context in which it has to be discussed. According to Kokemuller published article by Demand Media he defines a multicultural workforce as one in which a wide range of cultural differences exist amongst the employees of an organisation. The South African Constitution’s Bill of Rights stipulates clearly that no discrimination is allowed on the grounds of race, sex, gender , sexual orientation, ethnic or social origin, colour, age, disability, pregnancy, religion, conscience, belief, culture, language, marital status and birth (Robbins, Odendaal & Roodt,2003:30).

In this case study multiculturalism can be seen as the legislation applied in the South African business environment of the Labour Relations Act 66 of 1995 (RSA, 1995), the Employment Equity Act No 55 of 1998 (RSA, 1998) and the Basic Conditions of Employment Act No 75 of 1997 (RSA, 1997) and how South African businesses incorporate the legislation into its company policies and procedures to ensure employment equity are applied to all cultural profiles of the South African workforce.

Prevalence of multiculturalism in the workplace

The Employment Equity Act, 55 of 1998, issued in terms of Section 25(1) applies to all employers and workers which protects workers and job seekers from unfair discrimination and also providing the framework for implementing affirmative action during current recruitment procedures.