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Editorial
FROM THE EDITOR
T
his issue is a collaborative that if one has a qualification proceed with caution as access to
effort with the Education they will get a job. Like in New post-school education and training
Policy Consortium (EPC) – Brighton the learners also talk (PSET) alone does not address the
a collective that is committed to of ‘meaningful skills’ including legacy of apartheid and requires
transforming education in South carpentry, plumbing, electrical and broader social and economic
Africa – and it is by design that design. reforms.
most of the articles are on post- The skills debate is unravelled Learning from the past is
school education and training. by Britt Baatjes; John Treat and also critical, as Sheri Hamilton
What is striking about EPC’s Enver Motala; Siphelo Ngcwangu looks back at missed policy
work is the research that is taking and David Balwanz. Common opportunities to carry out mass
place in communities, as seen in catch phrases like upskill, reskill, literacy campaigns that could have
the articles on the EV2 projects. retrain and refocus are seen as brought better results to adult
Researchers go to the field to mantras. This kind of language is education. Some articles explain
learn about what communities are insufficient in explaining scarce the EPC thinking on post-schooling
doing, but in that process they skills. What is not addressed in the such as Thalia Eccles’s arguments
are also able to reflect on their skills debate is the crisis of global that knowledge is created through
understanding of society. Britt corporate capitalism and a formal community education.
Baatjes, Sonya Leurquain-Steyn, labour market that cannot absorb If you want to access post-
Olwam Mnqwazi and Khanyisile all the workers. Associated with schooling education where do you
Ngalo write about their research this is SA capitalism’s neo-liberal go? Are there enough places for all
trip to Is’baya in the Eastern Cape. economic policies like the Growth who are interested? Ronel Blom
During the trip they are struck Employment and Redistribution looks at what exists in the country
by the ‘wealth and richness’ of (Gear) Strategy and the National and also where the gaps are.
the community that one cannot Development Plan. On other matters, this issue
measure in material terms. Therefore, SA industrial policy is also has an article that explains
Olwam Mnqwazi discusses his founded on warped thinking, writes the importance of resources to
experience with the Vezokuhle Palesa Molebatsi arguing that it the National Health Insurance
Youth Development Project in should however focus on absorbing programme. Shakira Choonara
New Brighton, Port Elizabeth. ‘unskilled’ and ‘low skilled’ workers and John Eyles look at how other
During discussions education is instead of being concerned with countries have managed to secure
associated with broken promises technological leap frogging. funds for universal health care.
as those who acquired it have no Some articles analyse policy A court judgment in Zimbabwe
jobs but at the same time they say decisions, such as Paul Kgobe led to massive job losses.
it is empowering. and Ivor Baatjes who argue that Munyaradzi Gwisai looks at how
In a similar vein Sandile Zwane, the White Paper points in the the court erred.
David Balwanz and Itumeleng right direction on social justice in
Moabi talk to youth from the Vaal education as well as addressing Elijah Chiwota
and conclude that it is a myth inequality. Nevertheless, one must Editor
August/September 2015 1
The South African Labour
Bulletin’s mission is to:
• provide information and stimulate
critical analysis and debate on
issues and challenges that confront
workers, their organisations and their
communities; and
• communicate this in an accessible
and engaging manner.
In so doing the SALB hopes to advance
In the workplace
progressive politics, promote social
justice and the interests of the
working class.
Copyright © Umanyano Publications. Security officers win right to equal pay
All rights reserved. No part of this
Zenzo Mahlangu .................................................................................................... 4
publication may be reproduced in any
form or by any means, electronic or
mechanical, including photocopying, Are workplaces safe and supportive
without permission in writing from Real-life experiences of LGBT women
Umanyano Publications.
Nina Benjamin, Nosipho Twala and Finn Reygan ............................................ 5
Published by Umanyano Publications
89/00595/23 Unlocking labour laws
ISSN03775429 Is it CV fraud? ............................................................................................................ 9
Physical Address:
In the union
5th Floor, Cosatu House
Cnr Jorissen and Simmonds Streets
Braamfontein
Postal Address: Safpu scoring own goals on gender
PO Box 3851, Johannesburg, 2000
South Africa
David Bogopa ....................................................................................................... 10
Phone: 011 403 3075 Numsa and skills development policies
Fax: 011 403 9873 Siphelo Ngcwangu ............................................................................................... 12
Email: salb@icon.co.za
Web: southafricanlabourbulletin.org.za
Editor: Elijah Chiwota
Administrator: Nomkhosi Nkomonde
Editorial Assistance: Di Stuart
In the community
Design: Blue Apple Publishing About EPC
Printing: Intrepid Printers, Johannesburg
Transforming education in SA ................................................................................. 14
Editorial Board:
Chris Bonner, Molly Dhlamini, Voices on post-school education and training
Jane Barrett, Seeraj Mohamed,
Views from New Brighton
Ebrahim-Khalil Hassen, Asanda Benya,
Neo Bodibe and Tahir Sema
Olwam Mnqwazi .................................................................................................. 17
Honorary Board Members: Two villages
Edward Webster, Adam Habib and
One inspiring experience
Karl von Holdt
Britt Baatjes, Sonya Leurquain-Steyn, Olwam Mnqwazi
The views expressed by contributors and Khanyisile Ngalo ........................................................................................... 21
are not necessarily those of the
editorial board of Umanyano
Publications.
Reflections on community education
Dialogues in Bluelilies Bushes
SA Labour Bulletin would like to thank Sonya Leurquain-Steyn ....................................................................................... 26
the following organisations for their
support: Strengthening Civil Society
Fund (Department of Labour), Open
Post-school education in the Vaal
Society Foundation of South Africa Identifying possibilities for change
(OSF-SA), Friedrich Ebert Stiftung (FES) Sandile Zwane, David Balwanz and Itumeleng Moabi ................................... 29
Cover image: SALB
2 SA Labour Bulletin
Creating knowledge through community education
contents
Thalia Eccles ......................................................................................................... 33
If the mind is fuzzy, eyes can’t see
Dialogue on post-schooling
Elijah Chiwota ...................................................................................................... 38
On politics and economics
Adapt and die
Alternative views to skills and employment
Britt Baatjes .......................................................................................................... 39
Situating the skills gap debate
John Treat and Enver Motala ............................................................................. 41
Insufficiency of skills shortage language
Siphelo Ngcwangu and David Balwanz ............................................................ 44
Post-school learning opportunities
What is available for youth and adults?
Ronel Blom ............................................................................................................ 46
Industrial policy, knowledge economy and manufacturing
Palesa Molebatsi .................................................................................................. 50
On the White Paper
Some new policy directions
Paul Kgobe and Ivor Baatjies ............................................................................ 53
Adult education
Imagining what might have been
Sheri Hamilton ..................................................................................................... 56
Financing universal health care in SA
Shakira Choonara and John Eyles .................................................................... 58
Across the globe
Dismissal on notice:
Zim court resurrects colonial ghost
Munyaradzi Gwisai ............................................................................................. 61
August/September 2015 3
Security officers win
right to equal pay
IN THE WORKPLACE
The South African Transport and Allied Workers Union (Satawu) welcomes the release of the
Sectoral Determination for the Private Security Sector as it removes the apartheid slavery
demarcation of pay grading, writes Zenzo Mahlangu.
T
he Minister of Labour, Area 2 has also been incorporated We hope ultimately to raise salaries
Nelisiwe Oliphant, has into Area 1: these relate to urban of all security officers to better living
published the Sectoral and rural area differentiation. earnings.This not only fixes the wages
Determination for the Private The basic salary rates for security of security officers but also improves
Security Sector, which sets out officers in Area 2 will be the same the security industry to a well-
basic employment standards and as of Area 1 in the third year of the respected profession.
minimum wages for South Africa’s determination. Satawu knows that gross inequality
security officers. The salary gap between grades in terms of wages and conditions in
The Sectoral Determination is for C to E will be closed, and the gap the security sector is certainly a recipe
three years commencing effective in areas will be reduced from not only for insecurity and strikes, but
from 1 September 2015 to five to three in the last year of also for wider social instability.
1 September 2017. the determination. This is a great We are glad that the minister has
The major gain the union was achievement in doing away with taken into consideration the work
able to achieve in the negotiations apartheid slavery demarcation. It will done by the negotiations team into
was the phasing out of Grade D give fresh ground for renaming the the promulgation.
and E in the securities sector. The areas into urban and rural areas. The Sectoral Determination, in line
basic salary of a Grade D and E Our view is that it should be with international best practice, is
employee will be equal to that of a aligned to the current dispensation set for a period of three years.The
Grade C with effect from the third of municipality demarcation such as minimum wages are set out as shown
year of the determination. metros and/or city councils. in the table below:
Areas A Areas B Areas C
Grade A R4,571 R4,177 R3,794
Grade B R4,096 R3,739 R3,452
Grade C R3,545 R3,258 R2,948
Grade D & E R3,482 R3,162 R2,874
Another big victory for the workers security officers and workers well equipped for the 2018 wage
was an abolition of the definitions at large. negotiations.
of ship and cargo officers. These The security industry is bigger We should all be looking beyond
workers are now aligned to the than what it has ever been in South immediate battles to a better
current existing grades, and they Africa and the irony is that people economic system and pledge to
will receive benefits such as the who own security companies earn continue fighting for all the
provident fund which they were far more than the men and women vulnerable workers’ demands for
deprived of in the past. who protect us. This three-year higher salaries.
Satawu admits there’s still lot of breakthrough will give us space to
work to be done to further improve go to the ground and consult more Zenzo Mahlangu is the general
the working standards of the with our members so that we are secretary of Satawu.
4 SA Labour Bulletin Vol 39 Number 4
Are workplaces safe and supportive?
IN THE WORKPLACE
Real-life experiences of LGBT women
Gender stereotyping is all too common in South African workplaces and few employers
have policies in place relating to inclusive workplace ‘cultures’. It is worse for lesbian
gay bisexual and transsexual (LGBT) workers, write Nina Benjamin, Nosipho Twala
and Finn Reygan.
W
orkplace culture is femininely and wearing make- that I can get, but I’ve decided not
understood as the up or jewellery can mean that a to hurt myself.’
invisible set of rules an lesbian or gender-nonconforming T-man opts to work at non-
employee navigates, sometimes woman ‘fits in’, but is also often governmental organisations
with the support of co-workers, read as her being ‘available’ to (NGOs), where she believes she
but often alone. In South Africa, men. After disclosing her sexual will be welcomed and respected.
workplaces are gendered in orientation, Phiwe encountered ‘I have never worked for any
complex and intersecting ways: animosity and confusion from company because, as a butch
ideas, processes, structures and colleagues: ‘Immediately after lesbian, I’m easily identified
practices often reinforce and me coming out, things started during an interview. Anyone can
normalise social expectations changing in a serious way. pick up that I’m lesbian and
about masculinity and femininity. Everybody was on my case and as a result I do not get hired. I
The most obvious example of this watching every move that I made.’ have always worked in NGOs
is how certain jobs continue to be Nkele, who identifies as a butch ... There are very few lesbians
perceived as women’s jobs. These lesbian, speaks here about the employed in companies: most of
heteronormative assumptions difficulties she has experienced them are working for NGOs or
have direct and far-reaching in accessing employment because are self-employed. Those that are
consequences for LGBT workers, of her gender expression. She employed got that job through a
who are expected to conform to believes her presentation is an referral or a network. They may
expectations about how to dress, obstacle for securing a job, with be referred by a friend, cousin
act and self-identify. potential employers disregarding or a relative who is employed in
Phiwe explains how she her application because of the same company, but when you
presents as feminine in the her clothing and other gender make one mistake you are kicked
workplace and is therefore signifiers. out.’
perceived to be adhering to the ‘When I buy Job Mail and want Ella also identifies as a butch
‘rules’ of gender: ‘I dress feminine. to apply for a job, I think about lesbian. She worked for a few
I put on my make-up and it is not the past and know that they years at a government department
a problem, until I say that I am would look at my appearance and refused to give into pressure
a lesbian. But when it comes to and know that I’m lesbian. So about how to dress. ‘From my side
a butch (masculine) person, it is I’ll rather not apply, even though it is really obvious: I walk in and
difficult.’ I’ve done so many courses that they say, “Dress code!” Some of
Gay and Lesbian Memory in put me at an advantage. I have them stare, hide and talk. [They
Action and the Labour Research qualifications and certificates that say:] “You are a chick but you are
Service argue that dressing can fill the room. There are jobs wearing men’s clothes.” Some of
August/September 2015 5
them react weird and some of She has worked at more than 10 Men started remarking that I
them accept, but it takes time. clinics in the district because she look like a man and that is why I
I don’t give a f...!’ is a butch lesbian. They treat her passed. They asked me if I think
IN THE WORKPLACE
The focus group participants badly. They don’t even select her I will survive underground. They
sometimes disagreed about to attend trainings and workshops. said that it’s dark and slippery
the best way to challenge As a result she does not qualify for underground and if you do not
discrimination, with some a promotion.’ have balance you will fall. [They
believing that it is better to Participants reported having said] only men can survive
conform to gender norms in order to choose between disclosing underground; this work is for men.
to access employment. their identities and thus facing I think they didn’t know that I am
Bongiwe: ‘My advice to you is unemployment, or hiding who lesbian. After signing the contract,
that when you butches go to an they are in order to earn a living. I broke my leg and had to go back
interview, you must dress like a This is particularly the case in home. I ended up losing my job.
lady.’ communities where people know I spent four months recovering,
T-man: ‘No! No! No! I can’t each other, as Phiwe explains: but sent in all the medical reports.
pretend. I was born lesbian and I ‘My friend said to me: “Please, When I went back, my post had
will die lesbian. Even my mother when you get there, just deny who vanished.’
and father died knowing that you are”. It is a local organisation. Despite qualifying for the job,
I’m lesbian. Why must I pretend? She said that the person I was Nkele experienced the kind of
People can see from my work going to hand in my CV to knows discrimination that many women
that I’m not a lady ... Imagine me, knows I’m lesbian, and I encounter when entering a
me in a dress! They will see my just have to deny it. I thought to male-dominated industry. But
movements and will question myself: how do I deny who I am? there was a second level of
it. I cannot change my sexuality Is the work based on my sexuality, discrimination here because she
for a job. Let South Africa and or is it going to be based on was perceived to dress like a man.
the Constitution push for LGBT what I am capable of doing? So I Nkele tried to gain support from
people to be hired based on their decided not to hand in my CV. I the workers’ organisation but
experience, level of education and am not going to sell myself short instead experienced secondary
qualifications.’ for something that is not going to victimisation.
The issue of when and how to even last forever. What I am is who ‘I think unions can assist
come out was an important talking I am, and this will last for the rest in helping workers and the
point. Participants were aware of my life.’ community to accept LGBT
of the potential consequences, Participants also reflected on people. Unions need to be LGBT
which can range from harassment gender stereotypes and societal friendly and to treat seriously
and the restricting of job duties, expectations, and on how certain every reported incident. The
through to threats of and actual occupations are considered National Union of Mineworkers
violence. The comment below was appropriate for men and (NUM) officer dragged my case;
shared at the Limpopo dialogue. appropriate for women. Nkele, for I phoned and phoned and then
‘Dressing up in order to get a example, shared her experience decided to pay him a visit. When
job does not mean you are weak. of being interviewed for a job I got there, he asked me if I was
I just think that it’s easier to fight in the mining sector. Extractive lesbian in a room full of men. They
the system from within. If you industries not only remain all looked at me; I was humiliated.’
need a job, you will do anything to male dominated, they are also Gender-based violence is
get it. I think that as LGBT people considered by many to be a male endemic in South Africa, and
we need a strategy. We can dress realm – that is, as unsuitable site many women struggle to access
up for the interview and only for women. services or to assert their basic
disclose who we are after a few ‘I went to an interview to be a rights. Lesbian, bisexual and
months of employment.’ machine operator at the Lonmin gender-nonconforming women
T-man shared the experience mine in Rustenburg. The position face two intersecting forms
of a friend who has struggled to wanted both men and women. I of oppression: firstly, because
hold down a job because of her was the only woman who came of their sex; secondly, because
butch gender presentation. ‘Let for the interview. I was appointed of their sexual orientation or
me tell you something. A friend and went for a medical check- gender-nonconformance. For
of mine was hired as a nurse and up and passed it. I only failed this reason, lesbian, bisexual and
disclosed after a few months of the acclimatisation test, but after gender-nonconforming workers
employment that she is lesbian. trying it for three days, I passed. face unique challenges on top
6 SA Labour Bulletin Vol 39 Number 4
of those they share with other advantage for her. ‘Everyone says ‘Because I’m open, people find
women. Lesbianism and gender- to me “Hola!” – even the manager. it easy to accept me. When they
nonconformance, for instance, are Maybe I am friendly, or talk too speak about their families on
IN THE WORKPLACE
sometimes linked in people’s minds much. I have been working there Mondays, I also tell them about
to predatory behaviours or sexual for eight years. In the beginning my partner. When I keep quite or
deviancy, and this misconception some of them were scared about stay out of the discussion, they
can be used as a weapon against getting to know me. I gave them a worry. Most of my colleagues ask
lesbian, bisexual and gender- positive reaction and ... they found me to help them when a relative
nonconforming workers. that I was open.’ discloses their sexual orientation.
As T-man explains, openly Mamkete works as a supervisor I really do not have a problem
LGBT workers can sometimes in a cleaning company. She at work. Everyone knows that
be accused of misconduct reports experiencing sexism and I’m lesbian, and after attending
simply because of their sexual homophobia, but feels she is able my first Pride this year, I brought
orientation. ‘People didn’t accept to overcome these by acting as a pictures and shared them with
me because they thought that I positive role model. She explains the team. I am very jolly and
was going to rape them. When here how her strengths as a outspoken ... I do not play victim.
we went to workshops, I used to supervisor, her warm personality When it’s time to work, I work;
sleep alone as no-one wanted to and her spirituality have helped when it’s time to party, I party;
share [a room] with me ... Some her to cultivate a supportive and when it’s time to pray, I pray. So
participants went to an extent of accepting environment. who can hate me? I don’t hide
claiming that I had raped them. ‘The challenge I have is usually behind my sexual orientation.’
This discrimination continued with the new males who are Nonkululeko works in the male-
until I decided to challenge it. recruited. They become very dominated chemical industry and
They will accuse you of touching stubborn in the beginning and ascribes the lack of discrimination
a colleague inappropriately and refuse to take instructions from she has experienced to her ‘strong
you will be fired because people me because I’m a woman. Some personality’. However, she knows
think that homosexuals want to of them even make a point of of other LGBT people who are
rape every same-sex person they reminding me that I’m not a man not so fortunate. ‘As time goes by
come across ... These people are and that I must stop behaving like people start accepting me. I have
homophobic and they have tricks.’ one. I do not report them because a strong personality and stand my
The ‘tricks’ T-man speaks about the grievance process takes too ground. I have not experienced
are often linked to common long, but I gently educate them. much discrimination at work, not
stereotypes about lesbianism: that In short, I make them my project. like as a child being called names
lesbians are women imitating men, Men also have a tendency to think ... I have found a group of older
are sexual deviants, cannot have that if they treat you nicely or men who accept me. They say:
healthy relationships, that they propose love, you will change and “You like women, we like women
cannot control their sexual urges become straight.’ – you are one of us!” I say: “No, I
and so on. ‘The other challenge I have is am not one of you.” But they were
that when I fight or quarrel with very welcoming towards me.’
Responses to discrimination my colleagues, they sometimes ‘A former gay male colleague
The participant accounts call me a stabane. I do not allow of mine was harassed. I did not
reveal the strong influence this to get to me because this spend much time with him, but
of stereotypes and cultural only happens when we fight. As a afterwards when we met up
norms on work environments. person who grew up with siblings, – he had moved to a different
Many noted how these social I know that this always happens company – he said he was being
factors sustain homophobia in a fight. Some of them apologise harassed but decided to bottle it
and transphobia, and make it afterwards. When they say up. Sometimes I think it is easier
difficult for lesbian, bisexual and stabane, my response is “proudly to be lesbian in a male-dominated
gender-nonconforming women so, my dear!” My spirituality has environment than to be gay, which
to undertake their work duties. taught me that forgiveness is an is associated with femininity.
However, some women felt their important part of building any We work with chemicals and at
personality traits helped them to relationship.’ the end of each shift we shower.
overcome tensions and to become For Mamkete, being open and In the showers, he was called
more accepted by colleagues. honest about her life is the best stabane, but he kept quiet and left.
Ella, for instance, feels that her way to confront prejudice in her He kept quiet and decided that
positive demeanour has been an team: this was not for him.’
August/September 2015 7
For both Mamkete and an LGBT person to be a foreclose discussions about
Nonkululeko, having a strong community health-care worker gender stereotyping or to avoid
personality and being open ... Now, what happened after responsibilities in relation to
IN THE WORKPLACE
about their identity has helped appointing this person [is that] combating discrimination. Winnie,
them fight discrimination, but it the community rejected him. a heterosexual manager at an
must be noted that both women, Suddenly the programme was investment company, feels that
as supervisors, have a level of no longer effective. My targets this will only change with greater
authority. were no longer effective. In the visibility of LGBT employees.
Some participants also spoke next year, when I was doing Here she shares a story about a
about how they have used appointments, there was another gender-nonconforming colleague.
activism to bring about change LGBT person who was shortlisted. ‘My experience in Pretoria
in their workplaces. Phiwe and He had potential, but I decided on is with a lesbian who presents
Nonkululeko are both trade union my own that he is not getting the as a man, wearing expensive
activists and have worked hard opportunity because my targets clothes – Pringle or Crockett &
to educate their comrades in the would be affected. I was rated Jones – and you forgot that this
workers’ movement. Phiwe reflects as underperforming because this is not a man. She was proud to
on how it can be possible to alter person is not being accepted into introduce the girlfriend and she
perceptions within a workplace. the kinds of households he was spoke about “my wife”. You got
‘Start with co-workers and working in. So this was the kind interested in her life, in who
officials ... I would work my of dilemma that I was put in, and she is, because she embraces
way up. I had a year plan that I it was a reality that I had to face who she is, she talks, walks and
would include LGBT [rights] and at that time.’ dresses like a man. She would be
I would have workshops with In this case, community a beautiful man. I learnt to respect
the unemployed, the cleaners attitudes and religious beliefs that she was not worried about
and everybody, including the made it difficult for the employee what people said about her. She
community.’ to do his job. ‘LGBT people do is being who she is regardless of
Nonkululeko also proposed not even get hired [in the health- anything. People will embrace
starting with the lower levels of care industry]. There are patients what you believe in, and if you are
leadership and working upwards. who need to be washed, to be doubtful others will be doubtful.’
She believes such a process is bathed and dressed, and they Yet Winnie’s suggestion that
about empowering people with reject an LGBT employee. So you, LGBT workers need to be more
knowledge. as the project manager, find that open and proud is at odds with
‘Start with the lower level of there are a whole lot of people Jabu’s observation that being
leadership, the members and the who want to be employed, but open can prevent LGBT workers
gender activists. Once we have you cannot hire them because from doing their jobs. This may be
the foundation right, the gender they will not be able to work due to sectoral differences – for
activists need knowledge. People in the community ... In most instance, openness may be more
are ignorant, and with uneducated communities they will say, “Why difficult in the health-care
people what they do not know should we have this when we do industry than in finance. Winnie’s
does not exist. If we empower not even have gays and lesbians comment also highlights an
people with knowledge, people in our community?” When you interesting paradox: without
will be free to act. We do not have explain [that the community proper support from colleagues
a manual to prescribe our lives: has] people with different and managers, LGBT employees
whatever works for you is fine. sexualities, they will say, “We are are unlikely to come out; but
Practise tolerance.’ all Christians so there is no need support and policy reform will
to speak about gender equity or only take place once LGBT
Management experiences to even speak about sexuality in employees have come out.
The study participants this space”.’
acknowledged that sometimes Entrenched norms can make This article is taken from a
difficult decisions have to be it difficult for people to accept longer report titled ‘Are our
made by managers. Jabu, a health- diversity or to adjust work workplaces safe and supportive?
care manager, explains the practices. Multiple participants Real-life experiences of
negative community reaction she reported colleagues or managers lesbian, bisexual and gender-
encountered after hiring a gay man. saying ‘This is just the way nonconforming women’, by Nina
‘Some years ago I facilitated that things are done!’ Such Benjamin, Nosipho Twala and
some interviews and I appointed statements can be used to Finn Reygan.
8 SA Labour Bulletin Vol 39 Number 4
Unlocking labour laws
IN THE WORKPLACE
Is it CV fraud?
H
onesty is the best policy Refcheck Advanced data showed There is also a chance they
– except, it seems, when that in 2014 a quarter of all matric would have difficulty meeting the
it comes to your CV and certificates checked through this expectations set out in the new
that coveted job you’re after. online verification tool could position if they are not adequately
The recent spate of high-profile not be confirmed and there qualified or experienced.
CV fraud cases in the media was no record of the candidates ‘There’s no getting away from
has highlighted the degree having matriculated. One in 15 the fact that people in South Africa
of subjectivity around what tertiary qualifications could not are applying for and getting jobs
constitutes a lie and ultimately be confirmed due to invalid data, that they aren’t qualified for, at the
qualifications fraud. incomplete courses or no record expense of those who are,’ says
Greg Brown, director of of a candidate. A third of all global Brown.
Governance, Risk & Compliance qualifications checked through This becomes even more
at LexisNexis South Africa said Refcheck Advanced could not be prevalent the further away from
fraud cases were not always as verified. graduation you get. Recruiters
straightforward and as clear cut as Other misrepresentations include assume previous employers
they may seem. fake employment certificates, would have made the checks
‘A lie doesn’t necessarily have providing incorrect past roles and and that experience and skills, as
to be an outright false statement. responsibilities, inflated job titles, demonstrated by an exemplary
Omissions can be just as not disclosing criminal records, work track record, carry more
dishonest. And if an employee did providing false reasons for changing weight.
lie, how their employer responded jobs and inflating previous salary ‘The employee/employer
to it is often just as important figures. relationship is one that’s built upon
in upholding the integrity of the ‘There are instances where one trust and from an employer’s point
organisation,’ he said. might feel that it is acceptable to of view it can be seen as a serious
‘An employer has a get a little creative with their CV character flaw if an employee
responsibility to carry out because they feel they can actually lied about something small. The
proper checks and balances do the job. They feel they should employer may also seek out more
before offering employment. But not be discounted because their information at a later date, especially
applicants should also not be skills are still on par with others if they feel the employee is not
mistaken: if you misrepresent who have the paperwork in place,’ meeting expectations,’ notes Brown.
information on your CV it is lying, says Brown. He adds: ‘A simple lie could have
it is fraud – and most importantly, career-long reputational
it is illegal,’ advised Brown. Serious Consequences consequences. You can pretty much
‘But while an untruth or omission wave your employment references
Common misrepresentations about your academic or professional goodbye if you’re found to have
Brown said the most common CV qualifications may seem innocuous provided false information on your
misrepresentations, according to in the grand scheme of things, it’s a CV. Employees who have lied on
Refcheck Advanced data, are found high risk strategy that can backfire their CV also generally have no legal
in the education section of the CV. badly,’ cautions Brown. recourse against their former
Common embellishments Individuals often have to create employers.’
include non-existent matric more lies to cover the initial one,
certificates, inflated education, as co-workers ask questions about This article is from a media
unfinished degrees and even fake their background and they have to release by LexisNexis® Legal &
degree certificates. perpetuate the false information. Professional.
August/September 2015 9
Safpu scoring own goals
on gender
IN THE UNION
Despite 21 years into democracy gender inequality within soccer is unresolved and it’s worse
in women soccer. One would have thought it will be better in the footballers union, the South
African Football Players Union (Safpu), but that is not the case, writes David Bogopa.
A
ccording to the Gender interviewed key women soccer perception that soccer belongs to
Policy Framework for Local players and coaches. The research boys and men.
Government document, discovered that women were Ogunniyi in her study of the
gender equality, gender equity still not fairly represented in perceptions of the African Women’s
and women empowerment are South African soccer structures. Championship which was held
outcomes of effective gender For example, a former South shortly after the much talked-about
mainstreaming and intervention African Women National Soccer 2010 FIFA Men’s World Cup in
which unfortunately is not coach complained about sexual South Africa, concluded that the
happening. harassment incidents where some men’s tournament received a huge
Gender inequality in soccer is members of the male technical media coverage even six months
not only a South African problem. team were sexually involved with prior to the start of the tournament.
According to Bodey the inequality female soccer players. During the tournament a large
in soccer within the Moroccan Mennesson discovered that power contingent of soccer journalists and
context is also shown by a few relations in soccer in France still commentators converged in South
women within the Morocco favoured males. Women in soccer Africa to report to the world about
Football Association particularly were marginalised as men had the tournament.
at the executive level. In a study power and control of the sport. However, few months after the
Bodey argued that sport has Female managers were relegated to 2010 FIFA Men’s World Cup, the
traditionally been considered the women’s committee with fewer African Women’s Championship
a man’s preserve. Men owned, means at their disposal to advance started and the media coverage was
organised, coached, competed and women soccer in a meaningful less as compared to the men’s FIFA
watched the sport to the exclusion manner. What is also worrying is World Cup. The majority of soccer
of women. Religious, medical and that in national leagues were rules loving people and the general
societal beliefs demoted women to which clearly stipulate a feminine public were not even aware that
their homes as wives and mothers. bodily appearance for female there was an important women
Cultural expectations in many players. Some of the male managers soccer tournament taking place at
communities about appropriate of women’s soccer were known that time.
feminine behaviour and gender- to have waged a moral crusade Ogunniyi argued that although
bound roles have curtailed women’s designed to marginalise or exclude there are sports policy documents
active participation in sport for a homosexual players from their in place addressing issues of
long period. teams. gender inequality in soccer,
Sharing the same sentiments In the research that I carried out however, women soccer continue
regarding gender inequality, Naidoo in the Gauteng province’s township to be marginalised. Women are still
and Muholi also contributed to schools I discovered that South grappling with issues such as media
research on gender relations in African township schools were still coverage and enough competitive
soccer focussing on the South grappling with cultural stereotypes soccer competitions both at local
African Women National Soccer regarding who is entitled to play and national levels.
team also known as Banyana soccer. The majority of male Interviews with 10 female
Banyana. Naidoo and Muholi learners and educators still have the footballers were conducted in
10 SA Labour Bulletin Vol 39 Number 4Gender inequality within Safpu is currently of great concern. The executive committee
of the union as shown on its website is only made up of an all-male team of former
Premier Soccer League members yet soccer is played by both males and females. Over
the years, there is a lack of transformation and diversity within the executive structure
IN THE UNION
of the union.
Johannesburg and Cape Town as Pelak’s research looks at how structures are supposed to operate
well as with their family members. South African women soccer within Safpu. Diversity is also
Some of the issues raised included players have previously negotiated lacking within the Safpu executive
sexual stereotypes where members material and ideological barriers structure as there are no white or
of the teams were labelled as and constructed new sporting coloured members. Young members
lesbians. identities. Pelak used a Marxist are also excluded from occupying
Feminist Anthropological framework leadership roles.
Marxist Feminist thinking to understand the micro-level That being the case this
To understand issues of gender experiences of competitive situation can be addressed
inequality in soccer, scholars soccer athletes within the macro- by transforming the gender
mentioned in this article used level structures in South Africa representation and changing
the Marxist Feminist theoretical which continued to be shaped the union’s complexion in its
approach. The themes that emerged by the legacies of apartheid next elections by introducing
from this approach clearly point and colonialism. The research female members to its executive
to two directions: gender as was based at the South African committee. This can be achieved
biologically constructed and Football Association headquarters by recruiting the current crop
gender as socially and culturally in Johannesburg as well as the of female professional players as
constructed. Western Cape Province in Cape well as those who have retired
Birrell used the theory to explain Town. She conducted semi- who can make a meaningful
gender relations within the context structured interviews among seven contribution for the development
of sport in general but without soccer players and eleven soccer of soccer including the protection
focusing on a specific country administrators in the two cities. She of soccer players’ rights.
and argues that in terms of the concluded that South African soccer Further, a leadership succession
Marxist feminist theory, there is was divided along gender lines. For and development plan within
an assumption that women are example, men and boys dominated Safpu is greatly needed taking into
oppressed within patriarchal soccer while women and girls consideration that at some stage
cultures. Sport is seen as a gendered continued to be marginalised. the current leadership must step
activity: it not only welcomes boys The South African media also down and new blood introduced.
and men more enthusiastically than ignored matches such as the one The issue of diversity need to be
girls and women but also serves between Nigeria and South African addressed by including white and
as a platform for celebrating skills Women national soccer teams. coloured soccer players within the
and values marked as masculine. PSL as well as former players.
Sport in many patriarchal societies Recommendations The constitution of Safpu can
is referred to as a ‘male preserve’, Gender inequality within Safpu also be made available online to
hence sport is seen to be a is currently of great concern. The public scrutiny and for researchers
logical site for analysis of gender executive committee of the union as to understand how the footballers
relationships. shown on its website is only made operates.
Further, Strathern argued that up of an all-male team of former It is highly recommended that
whether women are publicly valued Premier Soccer League members yet Safpu must organise workshops on
or privately secluded, whether soccer is played by both males and gender relations with the view of
they control politics and economic females. Over the years, there is a addressing the current scenario.
activities, societies cannot begin to lack of transformation and diversity Why is the union is male
understand why and how women in within the executive structure of dominated?
many societies have been relegated the union.
to secondary status without Further, the constitution of David Bogopa is a researcher
recognising the contributions made Safpu is missing from the website base at the Nelson Mandela
by women in both politics and and this makes it difficult for Metropolitan University in Port
economic activities. one to understand how various Elizabeth.
August/September 2015 11Numsa and skills
development policies
IN THE UNION
The irony of the discussions and debates on neo-liberal skills policies is that the prevailing
policies of the state, criticised as being neoliberal, were actually conceptualised and won
within a radical socialist trade union – that of the National Union of Metalworkers of
South Africa (Numsa), writes Siphelo Ngcwangu.
B
efore its expulsion, Numsa Restructuring would be based on Numsa expanded the work
has been the leading union more skilled work and higher value of the RDGs on education and
amongst the Congress of South added as the workforce became training to include a component
African Trade Unions (Cosatu) more skilled. The shift away from of international consultation. By
affiliates which has championed narrow job demarcation would the early 1990s Numsa had already
the struggle for empowering open the way for flexibility and drawn international experts from
workers with mid-level skills team-work based on multi-skilling’. Australia, such as Chris Lloyd and
through artisanal training and This approach gave rise to many Alistair Machin, into the policy
Sector Education and Training challenges including the fact that making process to assist in spreading
Authority (Seta) aligned technical so-called multi-skilling actually ideas about skills, knowledge and
training. The labour movement was became a strategy which capital career paths within Numsa and
part of deliberations to envision a used to implement retrenchments the broader trade union movement
post-apartheid skills development by claiming to ‘multi-skill’ workers in South Africa. Policies such as
dispensation since the mid-1980s when in fact the strategy was to Outcomes Based Education (OBE)
and embarked on various projects reduce the number of employed and the National Qualifications
and programmes such as the workers. Framework (NQF) which have
Industrial Strategy Project (ISP), underpinned the skills training
Economic Trends Research Group Numsa’s role policy of the present government
(ET) of Cosatu, Participatory When I interviewed some current were largely influenced by these
Research Programmes (PRP) and and former Numsa leaders who were processes of policy development.
Research and Development Groups involved in training I found that Radical alternatives such as those
(RDGs) which sought to articulate there was also a concern that skills that argued for comprehensive
a vision for industrial, economic as based grading undermines worker literacy and numeracy programmes
well as skills training policies in a solidarity. Paul Kgobe also raises an linked to Recognition of Prior
democratic South Africa. important question when he states Learning (RPL) were defeated and
According to Karl Von Holdt the that: ‘South Africa’s workplaces are in their stead skills-based career
aim of Numsa’s multi-year bargaining not constructed on the basis of a pathing was prioritised to accentuate
strategy linking grading, training and skills and knowledge hierarchy. They the ostensible relationship between
wages was that ‘workers would have are made up of a large, relatively skills acquisition and productivity.
a clearer career path up the grading homogenous group of workers with Kgobe argued that: ‘The skills-
ladder based on acquiring new roughly equivalent skills and a small based grading system creates a
skills through training. Wage gaps group of more skilled jobs. What complex training regime at the
and levels would be narrowed and sense does a skills-based career path top while leaving the base largely
determined by the workers’ skills. have in this context?’ underdeveloped and confused. This
12 SA Labour Bulletin Vol 39 Number 4IN THE UNION
Numsa marches against corruption.
Following these policies the former trade union intellectuals moved from being
policy thinkers to policy actors within the state thereby playing a crucial role in the
implementation of policies generally viewed as neoliberal in orientation.
is one of the criticisms that has been government during the mid-1990s. comprehensively responding to
levelled at the Australian training Once these intellectuals entered the technological changes. Numsa has
system. You end up with complex, state they combined with technical been focused more on its
paper castles in the sky and very experts within the state system representational role within
little actually happening on the and consultants to consolidate the bureaucratic structures such as Setas
ground’. implementation of neoliberal skills rather than reviewing the theoretical
Following these policies the policies. and ideological basis on which its
former trade union intellectuals Skills and technology are integral input into the skills development
moved from being policy thinkers to the neo-liberal offensive which debate is premised.
to policy actors within the state results in workplace restructuring
thereby playing a crucial role in and ultimately retrenchments. Siphelo Ngcwangu is a researcher
the implementation of policies Mondli Hlatshwayo shows that at the Centre for Researching
generally viewed as neoliberal in Numsa has been weak in developing Education and Labour at the
orientation. An internal vacuum of proactive responses to technological University of the Witwatersrand.
knowledge about skills and other changes at the workplace and that This article was first published in
policies within Numsa was created the focus has been more on the Post-School Education Review,
when most of the leaders went into bargaining and wages rather than Issue 1, July 2014.
August/September 2015 13About EPC
IN THE COMMUNITY
Transforming education in SA
The Education Policy Consortium (EPC) is a group of progressive research organisations
with a history of collective policy development, analysis and research as well as public policy
dialogue in the area of education and training.
E
PC consists of the Centre have worked with government over range of research internships as
for Integrated Post-School an extended period of time. well as more formal masters and
Education and Training The purpose of the EPC’s doctoral fellowships).
(CIPSET) of the Nelson Mandela research programme in the • Deepened understanding
Metropolitan University (NMMU), post-school sector is to inform, of the post-school sector
the Centre for Education Rights further build and support the through research
and Transformation (CERT) of the national capacity for critical Through a wide range of
University of Johannesburg (UJ), research, engagement and public research projects that focus on
the Nelson Mandela Institute for participation in the processes that public post-school institutions,
Education and Rural Development are necessary to inform policy and to better understand the
(NMI) of the University of Fort provide possible alternative policy post-school sector from the
Hare, the Centre for Researching approaches and implementation perspective of inter alia youth,
Education and Labour (REAL) of the strategies for the reconfiguration adults and communities, the
University of the Witwatersrand, and of the post-schooling sector, as working class and the poor, and
the Independent Centre for Policy well as to support the Department to be able to posit alternative
Development (CEPD). of Higher Education and Training conceptual, theoretical,
The current members of the (DHET) in building a more methodological, policy and
EPC have been reconstituted since integrated, coherent and articulated implementation approaches for
their early origins as the Education post-school education and training post-schooling, its sub-sectors
Policy Units established in the late system to serve South African and cross-cutting issues such
1980s/early 1990s. That history society. as articulation and integration
is very important insofar as it through good quality research.
points to established professional Objectives • Research dissemination
relationships within a group of The EPC programme has three To create a community of
progressive research organisations broad objectives: practice through this programme
with a history of collective policy • Capacity development that includes collaborative
development, analysis and research To contribute to expanding and research processes and sharing
as well as public policy dialogue in enhancing the research capacity of knowledge and research
the area of education and training. to undertake critical, progressive findings through a diversity of
The capacity of the consortium research into the post-schooling publications and regular fora that
includes its ability to complement sector by including university- will encourage debate within
each other’s work across a range of based researchers, to support and between the post-school
specialisations, a growing network the establishment of the CIPSET, research and development
of organisations and associates at a to increase the EPC’s capacity community, post-schooling
number of universities, expanding to sustain critical research into practitioners, post-school
local and international networks in the post-school sector over the institutions and statutory bodies,
related areas of specialisation, and a long-term, and to increase the policy-makers, and a wider range
core of established researchers who pool of researchers (through a of community stakeholders.
14 SA Labour Bulletin Vol 39 Number 4The development of an policy, critique the focuses and with the political economy of
‘alternative’ discourse framing the choices implied in education democracy, development and
and training policy and the the ‘national question’. Hence
IN THE COMMUNITY
post-school education and training
sector – the focus of this research assumptions which inform a broader canvass of analytical
programme – is informed by sound these and the activities and categories, derived from state
and rigorous multidisciplinary actions of government in and society impacted upon by
research and policy analysis, relation to such choices global political, economic and
through a critical examination of together with their effects and ideological systems – and not
the implications for education and impact. limited to educational or labour
training of the present economic (b) Complementary disciplinary market issues alone – produces
and employment framework and approaches: The EPC a deeper, fuller, more textured
approach, and will attempt to will bring a wider range of and qualitatively thoughtful
provide alternatives based on disciplinary perspectives than view of the issues affecting
a deep analysis, imagining and is usual in the examination education.
modelling of the political economy of education and training (d) Transcending consultancy
of South Africa. policy and practice. In effect approaches: The EPC’s
this means that it will strive approach will transcend the
progressive approach to to examine the relationship limitations of consultancy
research between the political and research reports by probing
The EPC’s approach to research economic assumptions more deeply into the issues
will be characterised by several underlying policy and its concerning policy intervention
attributes which define and socio-cultural effects so that a and its relationship to social
conceptualise what may be deeper understanding of policy action. Consultancy work is
regarded as politically progressive and practice is obtained. In often driven by the demands
research. Such an approach to this way the EPC’s approach of immediacy, is not given
research is predicated on the will strive to integrate the to detailed analysis of the
idea that social policy and its perspectives of social scientists theoretical assumptions
implementation should support from a range of disciplines in on which it is based, or a
the progressive outcomes referred addressing socially relevant clear theorisation of the
to in the national Constitution of questions relating to education research issues. It is often
South Africa and seek especially to and training. We understand empirically weak, superficial
transform its education and training too that social policy research, and perfunctory and does not
system by dealing decisively with while it draws on basic research proceed beyond document
the legacies of apartheid and and its theoretical foundations, analysis. It does not provide
strengthening the foundations for a is essentially about statecraft, comparative analysis nor does
democratic state and society. Below the prescripts of state, (and it evince knowledge of the
we explain the elements of such other policy-making bodies) the literature on the subject. In
an approach to provide concrete activities of a government in addition client-driven research
insights into the content of such areas within its jurisdiction and, is invariably strongly influenced
an approach and to distinguish it as we would argue, about the by the ideological and practical
from the dominant approaches now nature of power relations and agendas of the agency which
existing in much research about their effects on the ideological funds such research.
social policy both in South Africa and conceptual proclivities of (e) Complementary research
and globally. policy and decision-makers. methods: The EPC’s orientation
(c) Relational approach – to scholarship through research
Key elements of the approach education, politics and also raises important questions
(a) Issues of national socio-economics: In about the relationship between
importance: Issues of national countries that are categorised research and its methodologies
importance to the education as ‘developing countries’ in because of the dangers of
and training system can be particular, education policy ‘objectifying’ communities
examined by probing the role research should be approached through ‘objective’ research.
of institutions in supporting by reference to the relationship For instance, policy analysts
the policy outcomes, examine between education and other have come to increasingly
and analyse the contextual, social issues more generally – understand the value of
definitional, and vision related the analytical framework must ethnographic approaches to
goals of education and training in some senses be synonymous research, to satisfy the criteria
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