PRESENTATION TO THE PORTFOLIO COMMITTEE OF PARLIAMENT ON DEFENCE EQUAL OPPORTUNITIES CHIEF DIRECTORATE MAJ GEN P.R.F MDLULI-SEDIBE

EOCD STRUCTURE

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.

SUCCESSES EO 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

SUCCESSES EO 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.) DEVELOPMENT OC 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 - R WAS COLLECTED CELEBRATED THE INTERNATIONAL DAY OF DISABLED PERSONS BY HOLDING THE FOLLOWING ON 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 THE 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