Diversity Management in South Africa - Strategic Implementation
In South Africa, the complexities of diversity management are evident at macro, meso, and micro levels. Colonial legacies and post-apartheid challenges intersect with efforts for gender and racial inclusivity. With a sensitive approach, strategic implementation can leverage local contexts to bridge cultural gaps and promote diversity effectively.
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Presentation Transcript
South Africa Team 2: Emilia Selyukova, Daniel Nakhili, Michael Connolly, and Bryce Gartrell
Macro-Level Direct effects of colonialism lasted until 1990 s via apartheid Unique culture derived from mix of diaspora communities, native populations, colonial descendants Racial tension, poverty rates still relatively high Continental representative/role model on intl stage (UN, IMF, World Bank) Anti-colonial identity collides against desires to become global player when adopting policy
Meso-Level Anglo American plc is British mining company with multiple locations around the world Their mine in South Africa is currently aiming to increased gender diversity among their mining employees through professional development programs aimed to bring more women into the industry Mining in general is a male dominated field with a pay inequality of 47% Anglo American plc adopts the strategy of implementing western policies and values The South Africa location seems to adopt the opposite approach in quiet sensitivity to race in the country by not mentioning race relations at all in a country fraught with racial tensions that have their roots in European colonization.
Micro-Level According to the annual report from 2020, 68% of historically disadvantaged South Africans hold management positions. Based on this statistic and other diversity efforts reported from the company, the people likely to be hired by Anglo American are women and native South Africans. The micro-level factors that may influence diversity practices include: Western ideas of gender diversity training for South African managers European workers alongside South African workers may result in racial tension https://www.angloamerican.com/~/media/Files/A/Anglo-American- Group/PLC/investors/annual-reporting/2021/aa-annual-report-full-2020.pdf
Diversity Management Implementation Sensitive approach strategy Most successful strategy according to Hannekan, et al Anti-colonial identity of South Africa plays a large role in trying to implement western concepts of diversity because they may be unwilling to adopt them Understand the local cultural and institutional contexts and try to change things slowly Start by raising awareness of issues Recognize the gender gap in mining and the racial tensions in SA and start there As previously stated, 68% of historically disadvantaged South Africans hold management positions Build off of this to help create a successful diversity implementation
