Employment equity initiatives often fail in organisations because of the negative perceptions and lack of support from members of the non-designated group towards the process of implementation of employment equity. The purpose of the study was to identify non-designated-friendly generic guidelines for the implementation of employment equity in an organisation. Phase one of the study comprised of qualitative research where a literature study was conducted on the methods used to introduce affirmative action, training of affirmative action candidates, and managing of diversity in the work place. During the second phase of the study a quantitative, survey-approach was followed to determine the perceptions and preferences of the non-designated sample (n-100) with regard to the implementation of employment equity. From the results of the survey a number of generic guidelines, which are acceptable for employees from the non-designated group, were identified. These guidelines can be utilised to minimise resistance when implementing employment equity measures in the workplace.
Dissertation (MCom (Human Resources Management))--University of Pretoria, 2006.