This creates two classes of people. No performance evaluation in almost any department. Low representation of designated groups at the management and senior executive levels. Focus on activities and process, not on results. Perception of favouring a group.
Statistics reflect the situation prior to workforce reductions.
Managers Vision Management's perception must be changed. Management must take responsibility for employment equity. Conscious decision to participate, not just because it is obligatory. Managers' awareness of and formal commitment to employment equity and diversity. That employment equity be made a concrete part of performance evaluation in such a way that it has an impact on merit awards.