PRESENTATION TO THE PORTFOLIO COMMITTEE OF PARLIAMENT ON DEFENCE

EQUAL OPPORTUNITIES CHIEF DIRECTORATE

MAJ GEN P.R.F MDLULI-SEDIBE

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

VISION“ OUR DIVERSE AND DYNAMIC TEAM

IS COMMITTED TO PROFESSIONAL AND CREDIBLE EQUAL OPPORTUNITY SERVICES BASED ON HUMAN DIGNITY AND RESPECT”

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

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

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.

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

SUCCESSESEO POLICIES

• POLICY ON FAST TRACKING

• POLICY ON SEXUAL ORIENTATION

• PREPARED POLICY ON PREVENTION AND ELIMINATION OF GENDER-BASED VIOLENCE

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

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

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

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

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

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

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

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

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

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

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

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

Chap 5 RCD (Cont)• CEMAC & THE SECRETARY FOR DEFENCE’S

DECISION ON 26 Nov 01

• Subsequent MINISTERIAL DIRECTIVE & THE

DEPT OF DEFENCE INSTRUCTION

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

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

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

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

RISKS (Cont.)

DISABILITY EQUITY(Cont).

THE MAGNITUDE OF ADAPTING EXISTING

DOD WORKING FACILITIES TO MAKE THEM

ACCESSIBLE TO DISABLED PERSONS

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

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

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

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

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