Evaluation of Gender Mainstreaming on the appointment process of senior management: A case study of the Office of the Premier in Limpopo Province, South Africa

Abstract

The challenges of inequality in South Africa’s workplace are compounded by the legacy of the system of apartheid and colonialism. Gender inequality continues to exist even during the new dispensation despite the existence of national, regional and international legislation to address inequality. This study evaluated the extent of the implementation and enforcement of employment equity policies on the appointment of senior management officials at the Office of the Premier. The study adopted a feminist qualitative approach to collect data. The sample of the study comprised males and females in the Office of the Premier. Non-probability purposive sampling to identify and select Deputy Directors, Directors and Chief Directors was used as these categories of employees are in the pipeline and poised to take different senior management positions. Data was collected using interviews, focus group discussions and document analysis. Due to my position as the Chief Director working in the Office of the Premier, I relied on the process of reflexivity to question and analyse any biases I may have had in the process of collecting and analysing the data. Reflexivity is a process of continual internal dialogue and critical self-evaluation of the researcher’s positionality as well as active acknowledgement; and explicit recognition that this position may affect the research process. Collected data was analysed using thematic analysis. Ultimately, findings and recommendations from the study were shared with the Institutional Development Support Branch in the Office of the Premier for implementation by all sector departments in the Limpopo Provincial Administration.