This research focuses on three elements i.e. employment equity, employee engagement
and generation theory and specifically where these elements intersect. The literature found
that there were different perceptions of employment equity legislation. In addition, the
literature found generational differences with respect to some elements of employee
engagement. Limited empirical evidence was found on whether employment equity
legislation had an impact on employee engagement. Consequently, three research
questions were drawn from the literature reviewed.
The research is a quantitative study based on a sample drawn from South African
individuals who have completed grade 12 and are currently employed or have an
employment history. The sample included employees of a financial services company
based in Gauteng and GIBS MBA students.
The results showed that there were differing perceptions of employment equity legislation
and that the majority of respondents perceived the legislation to be affirmative action.
There were no differences in the perception of employment equity legislation between
generations. Additional findings were that the perception of employment equity legislation
did not enhance employee engagement neither did the perception of the organisations
implementation of employment equity legislation enhance employee engagement. Limited
generational differences were found in terms of these findings.