Opportunities and Affirmative Action for Women in South Africa: A Blessing or Barrier?

By: Maria Goyayi

Since the advent of democracy in 1994, South Africa embarked on major transformations promoting equality and inclusive economic development. Moreover, gender equality and empowerment of all women and girls are noted as a goal of the UN 2030 Agenda for Sustainable Development. In line with its history and the current goal under Agenda 2030, South Africa has passed numerous policies and programs to address the imbalances of race and gender in the labor force that was propagated by the apartheid regime.  Efforts established to effectively redress the imbalances of the apartheid regime included legislative reforms as well as training and mentoring for affirmative action. The legislative reforms introduced aimed at eliminating any form of discrimination and promoting equal opportunities in the workforce. Prominent corrective measures undertaken included the Employment Equity Act 55 of 1998, the Skills Development Act 97 of 1998, and the Black Economic Empowerment Act of 2003. The overarching objectives of these efforts are to enhance the capacities of the historically disadvantaged, inculcate a culture that values diversity and support the affirmation of those who were previously unfairly disadvantaged. The policy of affirmative action, although a social justice issue, forms part of the political tools and strategies used to level the playing field and redress past racial imbalances in the communities.

South Africa presents a unique case, while there were numerous disadvantaged groups, the beneficiaries of these efforts especially the Black Economic Empowerment Act of 2003 are mainly Black African women who were the most oppressed not only by the apartheid regime but also by the patriarchal culture. Affirmative protocols forbid discrimination against race, gender, color, religion, or national origin in decisions concerning employment and forms of employment. These actions in South Africa can be seen as a blessing in advancing the black women population not only in matters concerning employment but also in their political ambitions.

• The affirmative actions and opportunities instituted for women in South Africa have succeeded in addressing historical injustices including discrimination and inequalities experienced by women in South Africa. During the apartheid era, women were regarded as second-grade citizens only allowed by the law, to be employed in certain jobs and receive low pay compared to their male counterparts. However, affirmative action has leveled up the playing field and created equitable opportunities for equal pay and inclusive employment for women in various sectors. Moreover, it has instituted the need for firms to attain some balance between male and female employees.
• Affirmative action policies have also increased the representation of women in fields that were traditionally dominated by men such as science, politics, and business. There are numerous quotas in political positions designated only for women. Numerous scholarships have been established specifically for women in science fields.
• The affirmative actions and opportunities accorded to women in South Africa have also led to women’s empowerment and socioeconomic development. Through providing access to education, job opportunities, and leadership positions women are empowered, contribute to the development of their communities, and uplift families out of poverty.
• The Affirmative policies and opportunities promote gender equality and inclusive employment and participation in economic activities of the country. By actively promoting women’s participation in various spheres of society and economic activities, Affirmative Action is a step toward achieving gender equality in South Africa.

However, despite numerous concrete benefits realized as well as potential ones to be achieved, these actions have also become a source of burden and barriers to women’s progress in South Africa.  Despite representation in the various sectors, women entering the labor market are doing so mimicking the existing sex-specific distribution of occupations and sectors rather than breaking the traditionally male-dominated occupations and sectors. This occupational and sectoral segregation contributes significantly to the gender wage gaps, with female-dominated occupations and sectors receiving low pay compared to male-dominated ones, thus slowing progress in eradicating the gender wage gaps in South Africa. Furthermore, women reaching top management levels in government and its corporate organizations are still uncommon in South Africa. The corporate environment is not yet ready to accommodate women as professional equals, subsequently, government legislation and policies work against women’s growth and progress instead of working in their favor. The following are barriers brought about by affirmative actions and opportunities, which hinder progress in integrating equality and an inclusive environment for women to flourish.

• Affirmative Action policies and their opportunities have become a source of backlashing and resentment for its beneficiaries. The policies face backlash from certain groups who believe that such measures prioritize gender over merit, leading to resentment and resistance. Beneficiaries are seen to be incompetent only to have risen to position only because of the favoritism created by affirmative action policies in place. This brews resentment and resistance from their male counterparts.
• Some argue that Affirmative Action might result in tokenism, where women are included in a position merely to fulfill quotas, rather than based on their skills, qualifications, and experience. This could undermine the principles of a meritocratic system. As a result, women in top management or leadership position are neither respected nor appreciated for the skill set and experience they bring on board to the management team.
• These affirmative actions and opportunities have also become a source for stereotyping and stigmatization of women. Women who benefit from Affirmative Action may face stereotypes and assumptions about their capabilities, leading to stigmatization and challenges in proving their worth in certain roles.
• Affirmative Action may not adequately address the intersections of gender with other forms of discrimination, such as race and class. This could result in some women from marginalized backgrounds still facing significant barriers.

Affirmative actions and opportunities for women remain a controversial topic not only among practitioners, employees, and scholars but also among the general public at large. While some individuals may consider the use of Affirmative Action policies as a measure for increasing equality and inclusive representation of women, others are not so keen at all. They further look at such efforts as an unacceptable violation of merit even when targeted by it. Some argue that alternative policies, such as targeted support for women’s education and empowerment, might be more effective in achieving gender equality without the potential drawbacks of Affirmative Action. Additionally, affirmative action has become a very contentious issue in South Africa in light of the variations among the previously disadvantaged, as well as the hierarchies of oppression. For instance, the change in beneficiaries of the Black Economic Empowerment Act of 2003, focused solely on Black Women. The diversity among the disadvantaged while directly associated with race, gender, culture, disability, and religion, has created a multiplicity of groupings that complicate the application of affirmative action begging the question that who deserves preferential treatment. The debate on this issue continues in South Africa and other countries seeking to address gender disparities.

Dr. Maria Lauda Goyayi is an academician and a researcher. She writes in her personal capacity