The implementation of affirmative action policy within the Pretoria District of the South African Police Service

Abstract

The primary aim of this study was to investigate the implementation of the affirmative action
 policy within the Pretoria district of the South African Police Service. There is a need to
 examine and understand how the SAPS remove unfair discrimination in recruitment and
 selection processes in the implementation of affirmative action measures. Prior to 1994 the
 South African Police Force was male dominated and racism was fully institutionalised. Black
 people (Africans, Indians and coloureds), women and disabled people were marginalised and
 denied appropriate employment and advancement opportunities. The focus of the study was
 to identify challenges or problems encountered by the SAPS during the implementation of
 affirmative action policy; propose the strategies through which the SAPS can address
 discrimination in personnel staffing processes; and to assess and describe the criteria utilised
 by the SAPS in identifying the beneficiaries of affirmative action. The study includes the
 survey of international and national literature on the implementation of affirmative action.
 The study was conducted at 35 police stations within the district of Pretoria. The survey
 questionnaires were distributed to the respondents whereby three hundred and seventy (370)
 returned completed questionnaires, meeting the required sample figures. The respondents
 were selected by using a quota sampling. Qualitative research methodology was utilised in
 the interpretation and analysis of data. In addition, data was also collected through the
 documentary study.
 The major findings of this study illustrated that job requirements and responsibilities are
 seldom adjusted to accommodate disabled people. The communication of affirmative action
 policy is seen by respondents as being problematic. Respondents believe that affirmative
 action discriminates against certain groups within the disadvantaged groups. The research has
 divulged that the usage of interviews and involvement of supervisors in interview panels
 would minimise unfair discrimination in the allocation of promotional positions. Diversity
 management is not fully implemented to support affirmative action. People of all races are
 not employed to positions on the basis of their qualifications, experience and competencies as
 they deserve. The SAPS does not consider academic qualifications as criterion in the
 allocation of promotions.

Public Administration and Management

M. Admin. (Public Administration)