The development of women in the National Department of Agriculture DoA of South Africa : a case study approach

Abstract

In recent years, African women have gained power and visibility in political and corporate arenas. Inspired by this new phenomenon, attempts are being made to define the extent to which women are developed in the public service despite patriarchal implications of male dominated African societies. (Trinh as cited by Flynn 2002: 46). Women’s development in the public service has shown a steady increase in the proportion of women occupying positions traditionally dominated by men. African countries’ rankings continue to rise compared to other countries, such as the United States (U.S.), whose ranking continues to go down in terms of women in positions of political leadership (Coughlin, Wingard&Hollihan, 2005, p. xxiv and Inter- Parliamentary Union (IPU), 2006). It is for reasons like these and others that the focus of this study was to examine the development of women at the National Department of Agriculture (DoA) of South Africa. The study focused on ways that would enhance further development of women, thus fulfilling the government’s mandate to advance women’s empowerment within the DoA. The research question from which the general and specific objectives of the study were conceptualised follows. <ul><li>What is the status of development for women within the Department of Agriculture in South Africa? </li></ul> The current status of the development of women within the DoA was examined in questionnaires distributed among its female employees. From the analysis of the data, it was concluded that although training and education is provided for women, many other issues for enhancing development can be done. These issues include recognition in the workplace, as well as promotion to senior managerial positions. In view of the findings of the study, this researcher suggested recommendations to be implemented by the department to accelerate the status and development of women. Three necessary steps to advance women’s status include: <ul> <li>ensuring that employment equity committees and programmes are representative and integrated,</li> <li>formulating gender-sensitive policies at work, and</li> <li> providing improved management training for female employees to equip them with the necessary skills and knowledge to perform in advanced positions.</li></ul> Copyright