• Dr P Makhale-Mahlangu
• Dr M L Ledwaba
• Adv T Madonsela
• Ms T G Manzini

Mandate

The Equal Opportunities and Affirmative Action

Monitoring and Advisory Board was established to give advice on monitoring the implementation of the policy processes on Affirmative Action and Equal Opportunities to the Minister of Defence.

Scope

• Purpose
• Background
• The Operations of the Board (Methodology)
• Key Achievements of the Board
• Challenge
• Recommendations
• Conclusion
• Questions/Comments

Purpose

To brief the Minister of Defence on the DOD EO/AA Monitoring and Advisory Board Annual Report: 2003-2005 and present recommendations on the handling of Equity matters in the DOD.

Background

• Establishment of the Board
• Mandate of the EO/AA Board
• Policy Imperatives that inform the Board
• Context

Ongoing assessment of the implementation of Equity and Transformation

• Presentations by the EOCD on state of EE
• Accountability Briefings by Services
• Accountability and advice to Sec Def
• Participation on EOCD Roadshows ( Site Visits)
• Development AND Review of Policies
• Analysis of Reports eg; Setai and Advice to EOCD
• Input on Awareness Raising programmes

Policy Imperatives

• Constitution
• International Obligations
• Acts of Parliament
• National Policies
• DOD Policies

• DOD Policy on EO and AA (Ed2): 2002(Ed1 Pers13/1998)
• DOD Affirmative Action Implementation Plans: 2000
• DOD on the Prevention and Elimination of Racism: 2000
• Fast Tracking Policy: 2002 (2^nd Ed)
• DOD Policy Guidelines for the DOD:1999*
• DOD Policy Guidelines on the Prevention and Elimination Unfair
• Discrimination Towards People with Disabilities: 2002*
• DOD Policy on the Elimination and Prevention of Sexual Harassment Policy: 2002
• DOD Policy on Prevention and Eradication of all forms of Gender Based Violence: 2003
• DOD Shared Values Policy (Draft)
• Sexual Orientation Policy
• Religious Policy
• Language Policy
• Employment Equity Act 55 of 1998

• Promotion of Equality and Prevention of Unfair Discrimination Act( Act 4 of 2000)
• Broad Based Economic Empowerment Act
• Labour Relations Act
• White Paper on the Transformation of the Public Service, 1995
• White Paper on AA in the Public Service, 1998
• White Paper on Defence, 1996*
• Defence Review 1997(Currently under Review)
• Integrated National Strategy for People with Disabilities, 1997

• National Policy Framework on the Empowerment and Advancement of Women

Context

• Legacy of Past Fragmented and Racist and Patriarchal state
• Leadership role played by South Africa in NEPAD, AU and UN peace-keeping engagements

Key Achievements

Policy Framework:

• Fast Tracking Policy
• DOD Shared Values
• Sexual Harassment Policy
• Sexual Orientation Policy

Programmes:

• Monitoring through Board meetings and strategic planning sessions
• Barrier Free Access
• Establishment of DOD Hotline on Domestic Violence and Sexual Harassment
• Assessment of the DOD Development and Empowerment Programmes
• Assessment of the Human Resource Plans and Equity Plans

Monitoring Mechanisms

• Equity Compliance(Race, Gender and Disability)

- State of Transformation and Equity(SMS Targets particularly Gender and Disability

• Development, Empowerment and Awareness Programmes
• Performance Management
• EOCD Roadshows
• Evaluation and Monitoring Systems
• Representation of EOCD in DOD Strategic Forums
• Assessed and engaged with DOD procurement role-players with a view to measure progress and application of BEE Policies: Resulting in EOCD representation in DOD Tender Board

Challenges

• The non-attainment of National Targets (Especially Gender and Disability)
• SANDF peculiarity as defence against Equity
• Need DOD to specifically adopt National Targets and integrate in the HR and Equity Plans

• Lack of alignment between Human Resources Promotion Policy and Fast Tracking
• Lack of racial balance particularly at middle management and lower levels both DAP and PSAP
• Need for responsive Dispute resolution and Grievance procedures and mechanisms-Concern noted regarding the existence of discrimination and the effectiveness of the[PMG note Incomplete sentence]
• HIV Aids: Board is concerned about the DOD Policy on HIV with Constitutional and International Obligations
• Poor Enforcement of Equity compliance in DOD at all levels: ( accountability by Service Chiefs)
• Restructuring of EOCD should not undermine the crosscutting nature of EO
• Sexual Harassments : Need for consistency in the application of Policy and processes ( Perceptions on Fraternisation)
• Human Resource Development: Poor alignment of HRD Plans with Equity objectives
• Interface with CEEAB: Exploratory talks have taken place on the integrated approach to matters of mutual concern

Recommendations

• Enforcement of accountability and compliance on Equity should be done by Sec Def and CSANDF
• IG DOD/EOCD Overlaps: Dialogue must take place to manage overlaps. Board to be consulted on matters impacting on EO/AA
• Sexual Harassment : Board to engage relevant stakeholders to assess extent of problem and effectiveness of mechanisms
• HRD Plans: Plans to be aligned to Equity targets and objectives
• Interface with CEEAB: Dialogue on co-operation on matters of mutual concern and assessment of individual mandates to be concluded and decisions implemented
• Review of HR and Equity Plans and DOD representivity targets to align them to national policies and targets
• Appropriate focus on Gender targets backed by Accelerated development programmes: to bridge the gap of designated groups especially Women
• Strengthened management support to efforts aimed at Disability Equity
• Align Fast Tracking with HR Policies( especially promotion policy)
• Racial Balance: Focused timed-bound strategy which includes Fast Tracking and Mentoring
• Dispute Resolution: Board to assess its position with a view to adding value through its monitoring and advisory role
• HIV-AIDS: Board to engage with MOD on alignment with Constitution, applicable International obligations and Equity Act

• Equity Enforcement: Inclusion of Equity measurement clause in the performance agreements of Service/ Division Chiefs
• Visible progress made on transformation and Equity though slow
• Gender representivity particularly at SMS level and decision –making structure is a critical concern
• Racial balance particularly at middle management is a concern
• Need for alignment for HR Planning and Skills Development Planning with Employment Equity objectives
• Enforcement of accountability and compliance needs to be strengthened : Performance Agreements implementation
• More site visits by Board
• More regular interface between the Board and the Minister and with the Sec Def, CSANDF and Service Chiefs
• Strengthened mandate and capacity of EOCD

Thank You