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PRESENTATION TO THE PORTFOLIO COMMITTEE OF PARLIAMENT ON DEFENCE
EQUAL OPPORTUNITIES CHIEF DIRECTORATE
MAJ GEN P.R.F MDLULI-SEDIBE
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EOCD STRUCTURE
P e rs A sst/M a j S e cr /L6
D r ive r /C p l
S e cr /L6
S O 1 /L t C o lS n r C lk /S S gt
E OS S O /C o l
S O 1 A A /L t C o lS n r A dm in O ff/L8C A d m in C lk /L7
A AS S O /C o l
S O 1 /L t C o lA sst D ir/L 10
S O 3 /C a p tC h ie f C lk /L7
G e nd erS S O /C o l
2 x A ss t D ir /L 10C le rk /L7
D isa b i li tyD e p D ir/L 12
E O & A A P la nsD ir/B rig G en
C h ie f C lk /W O 1 2 X A dm in C lk /L6
E O & A A S u pp o rtS S O A D M IN /C o l
S e cr /L6
S O 1 /L t C o lA sst D ir/L 10
C lk /S S gt
D e ve lop m e ntS S O /C o l
2 x S O 1 /L t C o l2 x A ss t D ir /L 10
S O 2/M a jC lk /S S gt
E va lua tionS S O /C o l
S O 1 /L t C o l
R e sea rchD e p D ir/L 12
E O & A A D evD ir/B rig G en
C o m m a n d D ivC D E O
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VISION“ OUR DIVERSE AND DYNAMIC TEAM
IS COMMITTED TO PROFESSIONAL AND CREDIBLE EQUAL OPPORTUNITY SERVICES BASED ON HUMAN DIGNITY AND RESPECT”
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MISSION
THE EQUAL OPPORTUNITIES CHIEF
DIRECTORATE FACILITATES
PROFESSIONAL, CREDIBLE AND
EFFICIENT HUMAN RESOURCE
INTERVENTION IN THE DOD IN ORDER
TO MEET THE EQUAL OPPORTUNITIES
NEEDS OF THE ORGANISATION AND
INDIVIDUALS
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MANDATE
DEVELOP PROGRAMMES AND PLANS BASED ON THE DOD'S EO AND AA POLICY
CONDUCT RESEARCH OF EXISTING APPLICATIONS OF EO AND AA IN THE DOD
ARRANGE AND FACILITATE TRAINING PROGRAMMES WITH REGARD TO EO AND AA ISSUES
EVALUATE/MONITOR IMPLEMENTATION OF EO & AA POLICY IN DOD
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MANDATE(Cont.)
CONTROL EO AND AA ISSUES IN THE DOD
COMMUNICATE/LIAISE WITH INTERNAL/ EXTERNAL STAKEHOLDERS, POLITICIANS AND PARLIAMENTARY GROUPS, NGO’S, OPINION MAKERS AND OTHER STATE DEPARTMENTS
PROMOTE ORGANISATIONAL EFFICIENCY; VALUE ADDED PROCESSES AND PERFORMANCE
MANAGE AN ANNUAL BUDGET FOR EO AND AA.
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SUCCESSESEO POLICIES
• ANNUAL REVIEW OF EO/AA POLICY• DOD POLICY GUIDELINES ON THE
PREVENTION AND ELIMINATION OF UNFAIR DISCRIMINATION TOWARDS PEOPLE WITH DISABILITIES
• SEXUAL HARASSMENT POLICY REVISED AND REINSTITUTED
• PREGNANCY POLICY
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SUCCESSESEO POLICIES
• POLICY ON FAST TRACKING
• POLICY ON SEXUAL ORIENTATION
• PREPARED POLICY ON PREVENTION AND ELIMINATION OF GENDER-BASED VIOLENCE
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SUCCESSES (Cont.)
EVALUATION• IMPLEMENTATION OF SPSS
RESEARCH• DOD POLICY ON SHARED VALUES
• PARTICIPATED IN THE FACTFINDING MISSION/RESEARCH REGARDING DISABILITY EQUITY AT DOD INSTITUTIONS IN 7 OF THE 9 PROVINCES
• 2002 EO ANNUAL CLIMATE SURVEY
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SUCCESSES (Cont.)SURVEY RESULTS
RACIAL TENSION OR RACISM WITHIN THE DOD REMAINS A CRITICAL ISSUE. COVERT RACISM IS MORE PREVALENT THAN OVERT RACISM
THE FACT THAT THIS THEME, IN TERMS OF PERCENTAGE, HAS SLIGHTLY DECREASED (1.9% DOWN FROM 2001)
FORMER MK/APLA, AFRICAN, COL/CAPT(SAN) & HIGHER RANKING INDIVIDUALS ARE THE MOST POSITIVELY INCLINED TOWARDS THE ISSUE OF AA
THESE GROUPS ARE, HOWEVER, DISSATISFIED WITH REPRESENTIVITY AT LEADERSHIP LEVEL IN THE DOD
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SURVEY RESULTS (Cont) SAMHS MEMBERS, MALES, COLOUREDS, LOWER
RANKING MEMBERS AND FORMER NON-STATUTORY MEMBERS ARE HIGHLY AWARE OF RACIAL TENSION AND THE EXISTENCE OF DISCRIMINATORY PRACTICES WITHIN THE DOD
FORMER SADF MEMBERS, SAAF MEMBERS, WHITES, FEMALES AND WARRANT OFFICERS ARE NEGATIVELY INCLINED TOWARDS THE POTENTIAL BENEFITS OF AA AND FEEL THREATENED BY IT
THESE GROUPS SEE LEADERSHIP AS ADEQUATELY REPRESENTATIVE AND EXPRESSED THE LEAST AWARENESS OF DISCRIMINATION AND RACISM WITHIN THE DOD
TBVC MEMBERS ARE NEGATIVELY INCLINED TOWARDS THE POTENTIAL BENEFITS OF AA
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SURVEY RESULTS (Cont)
LOWER RANKING MEMBERS DO NOT PERCEIVE THE DOD
AS OFFERING EQUAL BENEFITS OR CAREER
OPPORTUNITIES & BELIEVE THAT DISCRIMINATION BASED
ON INDIVIDUAL DIFFERENCES, OCCURS
THIS SUBGROUP SEEMS TO HAVE LEAST ACCESS TO
INFORMATION AND A POOR UNDERSTANDING OF AA AND
EO
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SUCCESSES (Cont.)
DEVELOPMENTOC SEMINARS 9 SEMINARS PRESENTED TO DATE
175 ATTENDEES PARTICIPATED IN THE SEMINARS
Trend: Commanders are more aware of practical implementation, roles & responsibilities of line management and support from the Multi-skilled Functionaries in their region
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SUCCESSES (Cont.)
MIDDLE MANAGEMENT SEMINARS:
Aim: To make middle management eg unit commanders, aware on EO and AA issues, such as legal implications, racism, sexism, sexual harassment and the Grievance Procedures
Feedback: Feedback received from participants was very positive ito attitudes, stereotypes, perceptions
• 20 MIDDLE MANAGEMENT SEMINARS PRESENTED IN THE DOD IN VARIOUS REGIONS
• 552 MIDDLE MANAGERS ATTENDED THESE SEMINARS
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SUCCESSES (Cont.)
WO’S AND SENIOR NCO’S:
AIM:
25 WARRANT OFFICERS AND SENIOR NCO SEMINARS PRESENTED IN THE DOD IN VARIOUS REGIONS
711 WARRANT OFFICERS AND SENIOR NCO’S ATTENDED THESE SEMINARS
BASIC FORMATIVE TRAINING:
ARMY GYM, HEIDELBERG: 492 ATTENDEES
3 SAI, KIMBERLEY: 611 ATTENDEES
DEOMI MTT- A TOTAL OF 577 GENERAL AND FLAG OFFICERS
EOCD ASSISTANT COURSE. 80 ASSISTANTS TRAINED. NEXT COURSE 1 SEP 03
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SUCCESSES (Cont.)GENDER EQUITY
• MPA AND EOCD AGREED TO ESTABLISH A SEXUAL HARASSMENT HOT LINE
• RECOGNIZED BY THE GERMAN DOD FOR THE WORK DONE TO PROMOTE GENDER EQUITY IN SA
• COMMANDED & RECOGNISED BY THE NAMIBIAN DEFENCE FORCE FOR ASSISTING THEIR GENDER FOCAL POINT
• ORGANIZED A ONE-DAY WORKSHOP TO FORMULATE THE VISION, MISSION, PRINCIPLES & ACTIVITIES FOR THE GENDER FORUM
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Successes (Cont)GENDER EQUITY (Cont)• GENDER FORUM MEMBERS ATTENDED THE INTER-
CONGOLESE WOMEN’S PEACE DIALOGUE
• THE GENDER FORUM, LED BY MAJ GEN SEDIBE, PARTICIPATED & PRESENTED A PAPER AT THE SA WOMEN’S DIALOGUE SEMINAR AT THE PRETORIA UNIVERSITY
• ORGANIZED THE SA WOMEN’S DAY FOR THE DOD ON AUGUST 7. THE THEME WAS: “A DECADE OF FREEDOM: CHALLENGES FACING THE DOD IN ACHIEVING GENDER EQUITY”
• CHAIRPERSON OF THE PORTFOLIO COMMITTEE ATTENDED & ADDRESSED US
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SUCCESSES (Cont.)DISABILITY EQUITY
• CO-ORDINATED 3 BEGINNERS AND 2 INTERMEDIATE SIGN LANGUAGE COURSES AT WITS UNIVERSITY - 23 STUDENTS
• SUPPORTED THE CASUAL DAY FUNDRAISING CAMPAIGN - R76 000-00 WAS COLLECTED
• CELEBRATED THE INTERNATIONAL DAY OF DISABLED PERSONS BY HOLDING THE FOLLOWING ON 2 - 3 DEC 2002:– DISABILITY WORKSHOP– DISABILITY GALA DINNER– DISABILITY FUN OLYMPICS
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SUCCESSES (Cont.)
DISABILITY EQUITY(Cont)• HELD A DISABILITY THANKSGIVING SERVICE ON
2 JULY 2003
• EMBARKED ON AN EXTENSIVE FACT FINDING MISSION/RESEARCH REGARDING DISABILITY EQUITY AT DOD INSTITUTIONS IN 7 OF THE 9 PROVINCES IN SA
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Chap 5: THE RESPECT FOR CULTURAL DIVERSITY PROGRAMME (RCD)
• SEPTEMBER OF 2002: DIMS, THE EOCD AND C J TRG
WORKSHOPPED THE RESPONSIBILITIES AND STRUCTURAL
ARRANGEMENTS IN THE EOCD TAKING OVER THE CULTURAL
DIVERSITY PROGRAMME
• RESPONSIBILITIES OF EOCD: POLICY AND OTHER DIRECTING
PRESCRIPTS ON THE FACILITATION OF CULTURAL DIVERSITY
(INCLUDING THE MAINTENANCE OF THE LEARNING
CONTENT)
• DUPLICATION OF SOME EO & AA ISSUES
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Chap 5 RCD (Cont)• CEMAC & THE SECRETARY FOR DEFENCE’S
DECISION ON 26 Nov 01
• Subsequent MINISTERIAL DIRECTIVE & THE
DEPT OF DEFENCE INSTRUCTION
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Chap 5 RCD (Cont)INPUTS FOR THE CEEAB ANNUAL REPORT
• NEGATIVE FACTORS RE THE CONTENT AND CONDUCT OF THE CULTURAL DIVERSITY PROGRAMME:
POLARIZATION OF RACE GROUPS RESULTED
YOUNG WHITE and BLACK PERSONNEL MEMBERS OF GROUPS STUDIED WERE DEMORALISED BY THE CULTURAL DIVERSITY TRAINING
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Chap 5 RCD (Cont)
FRAGMENTATION ON COURSES INSTEAD OF FOSTERING ESPRIT DE CORPS
COMPLAINTS DURING EO AWARENESS SEMINARS
COMPLAINTS & PRESENTATIONS BY SOME FACILITATORS
CEEAB (FORMERLY CEMAC) & DISCUSSIONS ON RCD DATED 20 SEP 2003
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SUGGESTIONS TO THE CEEAB
FOCUS NOW ON A SHARED VALUE SYSTEM AND ETHICS IN
ORDER TO ENHANCE AND EMBRACE A NEW CULTURE FOR
THE DOD BASED ON THOSE SHARED VALUES AND ETHICS
AND A DODI IS IN PROCESS TO BE PROMULGATED
THE EOCD SHOULD TAKE CHARGE OF THE PROGRAMME AND
INCORPORATE THE PHILOSOPHY OF DIVERSITY WITHIN THE
EO AND AA POLICY AND PROGRAMMES
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RISKS TO THE ACHIEVEMENT OF EOCD’S OBJECTIVES
GOVERNMENT IMPERATIVES. INSUFFICIENT FUNDS HINDERS ADHERENCE
FINANCIAL RESTRAINTS. LIMITS DEGREE TO WHICH EOCD CAN PERFORM ITS CORE FUNCTION (FOREIGN TRAVEL IS A KEY COMPONENT)
DIASABILITY. A BARIER FREE ACCESS TO COURSES. THE PRESENT DOD ENVIRONMENT MIGHT MAKE IT DIFFICULT TO ACHIEVE THE 2% TARGET BY 2005
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RISKS (Cont.)
DISABILITY EQUITY(Cont).
THE MAGNITUDE OF ADAPTING EXISTING
DOD WORKING FACILITIES TO MAKE THEM
ACCESSIBLE TO DISABLED PERSONS
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CHALLENGES DEVELOPMENT.
TRAINING AND EXPERIENCE REQUIRED TO
PERFORM, MANY OF EOCD’S TASKS ARE ONLY
DEVELOPED/ACQUIRED OVER TIME. THIS NEEDS
DEVOTING CONSIDERABLE RESOURCES TO
PERSONNEL DEVELOPMENT, BOTH FORMALLY
AND INFORMALLY AND TO BUILD CAPACITY. LACK
OF PROPER TRAINING AND/ OR EXPOSURE WILL
HAMPER SERVICE DELIVERY AND MISSION
READINESS
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CHALLENGES (Cont)
EMPOWERMENT OF WOMEN.
MORE WOMEN SHOULD BE NOMINATED FOR THE JSCSP
AND ENSP TO PREPARE THEM FOR SENIOR POSITIONS
MORE WOMEN (BOTH DAP & PSAP) TO BE NOMINATED BY
THE COMMANDERS AT THE VARIOUS GSBs AND UNITS TO
ATTEND THE AWARENESS SEMINARS
COMMANDERS AND MSF’S TO IDENTIFY MEMBERS AT UNITS
TO ATTEND THE EO ASSISTANT COURSE SO AS TO ASSIST
THE COMMANDERS IN THE EXECUTION OF THEIR TASKS
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CHALLENGES(Cont.)• OCs AND MSFs TO BE SENSITIZED AND
EMPOWERED
• COMMITMENT BY LEADERSHIP AND MANAGEMENT TO IMPLEMENT EO AND AA POLICIES TO THE LOWEST LEVEL
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CONCLUSION
T HE EOCD WILL CONTINUE TO ATTEND THE
CEEAB ON INVITATION AND PROVIDE VALUE-
ADDED INPUTS. BRIG GEN JOHN LIZAMORE IS
THE REPRESENTATIVE OF THE EOCD AT THE
CEEAB AND WILL CONTINUE TO DO SO
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WAY FORWARD
COUPLED TO CAREER DEVELOPMENT, THE EOCD IS IN
PROCESS OF DEVELOPING CURRICULUM ON ALL DOD
DEVELOPMENTAL COURSES, ADDRESSING EO/AA/SHARED
VALUES
SPECIALISED COURSES WILL BE EXTENDED TO DEVELOP
MSF’S AND EOCD STAFF CONTINUOUSLY
AA WORKSESSIONS TO FURTHER EMPOWER SERVICES
AND DIVISIONAL CHIEFS ON ALL MATTERS OF EQUITY-
PARTICULARLY: WHAT IT IS AND WHAT IT IS NOT
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