Calls for representation in government jobs: McKenzie addresses concerns

“I CAN never lead a department that is so unrepresentative of society." 

This was the sentiment shared in a recent social media post by the Minister of Sport, Arts and Culture, Gayton McKenzie. 

It was in response to question posed about “preferences” for a job opportunity within the department. 

In a post on X (Twitter) last week, Yusuf Abramjee, a social activist, said: "Various posts have been advertised by @SportArtsCultur - but see who gets preference…What’s you take?".

The job advert read: "Preference will be given to coloured males, Indian males, white males, coloured females and Indian females."  

He tagged McKenzie in the post. 

In his response on X, McKenzie said: "Employment equity, are you saying that you have never heard of it? We (are) making sure all races are represented, nothing here to be alarmed about. Salute."

In addition, on his Facebook page, McKenzie posted: "I can never lead a department that is so unrepresentative of society. I’m being accused of racism by people who really need to look in the mirror. Out of 586 total staff at DSAC (Department of Sport, Arts and Culture), 531 are African, 19 Coloured, 4 Indian and 32 White. We are all South Africans."

Abramjee told the POST this week, the post was for information purposes.

"He explained the position. Some agree, others disagree."

Meanwhile, stakeholders have weighed in on the representation of the various racial groups in the government sector. 

Shameen Thakur-Rajbansi, leader of the Minority Front (MF), said the political party supported McKenzie. 

“He is doing his job in keeping with the Department of Public Service and Administration's (DPSA) transformation in the workplace goals. From the figures he has given, it is clear that, for example, 18 Indians should be in the department’s employ as per the national Indian population quota of 3%. Therefore, the department's vacancies should be filled by an additional 14 Indians. 

“For this reason, the advert for preferred race is defendable, similarly for coloured and white representation, which is lacking. Currently, the department has 91% black African employees,” she said. 

Thakur-Rajbansi said the MF’s last party debate in the KZN Legislature in July 2023 called for transparency in the employment equity and affirmative action policy in all departments - nationally and provincially. 

“Thirty years into democracy, the DPSA’s 2023-2024 Annual Performance Plan had missed almost all targets in terms of reporting actual race representation transformation in all departments. The DPSA had not given departments a transformation handbook, occupational directory or the assessment tools for efficiency in the workplace.

“In the view of the MF, if the above are done then the government can ensure employment equity within various structures, boards, state-owned enterprises and departments as well as organisations funded by government departments.

“The recommendation of the MF was for the use of Diversity, Inclusion and Equity (DEI) Framework, which will be based on implementing holistic race and ethnic based targets which caters for all genders, economically disadvantaged individuals, disability, work permit foreigners, amongst other factors,” she said. 

Thakur-Rajbansi added that it was important for South Africa to "scrap" the affirmative action and the employment equity policy, and instead adopt the DEI framework.

“This should be done due to the porous nature of our borders, our deteriorating economy and the need to reduce the bloated compensation for employees’ budgets as a result of incorrect implementation of the current policies. The DEI framework will correct the skewed HR organograms and make for more efficient running of the government,” she said. 

Dr Raj Govender, a former director in the KZN Department of Arts and Culture, social anthropologist and cultural researcher, said: "There is a total imbalance in terms of the racial demographics within most government departments, which needs to be remedied. 

"Furthermore, people with the necessary qualifications, experience, and expertise must be employed so that there is realistic representation of the racial demographics of the country. In this way, service delivery will also be at its optimum."

Matthew Parks, parliamentary coordinator for the Congress of South African Trade Unions (Cosatu), said the statistics cited by McKenzie indicated that the department had an under representation of minorities, coloured and whites in particular. 

"Hence, the department has correctly as per the Employment Equity Act highlighted gaps in its recruitment adverts."

He added: "We remain a society deeply scared by 350 years of institutional racism, which deliberately discriminated against and disempowered the majority of South Africans. This is why the Constitution compels the government to put in place various measures to address these painful legacies."

Parks said the Employment Equity Act was one of these interventions.  

"It requires all employers to put in place measures to ensure inclusive workplaces and recruitment strategies. In essence it requests and encourages employers to work towards ensuring their workplaces reflect South Africa’s demographic diversity, including the communities and regions where they are located.

"In addition, South Africa remains the world’s most unequal society where employment, earning levels, career paths, poverty and inequality remain intrinsically linked to one’s race, gender or disability. Employment Equity remains a necessary tool to address this ticking time bomb," he said.

THE POST