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Post-apartheid management workforce

Failure to transform: The role of qualifications in changing the demographic profile of managers in SA workplaces Presented by Jocelyn R. Vass IIRA 5 th African Regional Congress, Cape Town 26-28 th March 2008. Post-apartheid management workforce. 71% of senior mmt - White

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Post-apartheid management workforce

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  1. Failure to transform: The role of qualifications in changing the demographic profile of managers in SA workplaces Presented by Jocelyn R. Vass IIRA 5th African Regional Congress, Cape Town 26-28th March 2008

  2. Post-apartheid management workforce • 71% of senior mmt - White • 75% of top mmt - White • Lack of advancement among Blacks WHY? • To what extent do types of formal qualifications explain this phenomenon?

  3. Methodology • Descriptive analysis of Labour Force Survey 2000:2 and 2005:2 • Managers (production, corporate and senior govt officials) who are employed by someone else, in the formal sector; • Trends in qualifications by population group, sex, age group, study field, sector and work experience (conservative proxy measure); • Results- compare Whites and Africans

  4. Key Results

  5. Key Results contd. • Managers with Grade 12 • White share – 67%- 64%(13.5% growth p.a) • African share – 14.4%-12% (5% growth p.a) • Managers with Tertiary qualifications • White share – 70%- 60%(3.1% growth p.a) • African share – 16% - 31% (21.2% growth p.a.) Issue:Is a higher standard of qualification demanded from African managers?

  6. Results: effect of industry, age & work experience • Managers with Grade 12 • Private sector industries • Age and work experience – no effect • Managers with Tertiary qual. • Study field had an effect • Business, commerce & mmt(Whites) • Education (Africans) • Industry does have an effect (public sector effect) • Age does not have an effect • Work experience may have an effect (bigger differences at higher levels of experience)

  7. Managers with Grade 12 -effect of type of industry

  8. Managers with Tertiary qualifications (study field; industry)

  9. Managers with Tertiary ( effect of work experience)

  10. Discussion • The “Matric effect”- discriminatory choices? • Employer perceptions of poor quality of Black schooling (anecdotal)? • Private sector ownership patterns BUT • Tertiary qualifications- public sector employment • Type of qualifications matter (BCMS)

  11. Conclusion • Complex issue • A higher standard is required from Africans (tertiary) • Need to upscale “appropriateness” of tertiary qualifications among Africans • Policy interventions needed to redress discriminatory preferences for White Matrics.

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