The impact of employment equity legislation on employee engagement within generation Y

Abstract

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.