It is now 15 years since the new government and new labour legislation. This equates to a full 12-year schooling and 3-year degree time period, where everyone has had equal opportunity. It is now time to remove AA from a legal aspect of our legislation. Let us rather appoint the best person for the job - in terms of qualifications, skills, attitude and ability. It is easy to provide working experience when the above set of competencies exist. A person with the right attitude will always be successful in their chosen career path. In terms of section 15 - AA was implemented to redress the inequalities of the past, with specific reference to workplace demographics. How long will the past be allowed to determine current and future employment and career practices ? What is the long term goal of the country in terms of skill upliftment and development opportunities - race or abilities ? The generally accepted principle that AA is a temporary measure is questioned as after the 15 years, this should have been already attained. Available skills and qualifications should already be in place and no longer a point of focus when employing new talent into the workplace.

Also, the gravy train applies as much to the defined blacks in terms of this act, as it did to the whites in the apartheid era. How many of our black qualified graduates have left the country for better opportunities overseas? Think CA and nursing staff, as two examples.

All women, in terms of the EE Act, are classified as PDI. Yet when it comes to BBEEE and DTI Codes, there is no accounting for white women in any definition. DTI codes and their measurables (scorecard) are reviewed on an annual basis, which in itself is difficult to maintain. But the focus moves more and more towards Black females - so there is further discrimination in terms of all women and other people of colour. (another example of AA discriminatory practices).

According to Essential Labour Law PAK le Roux, et al., (2005: p 216) who argues that the main purpose of AA is to ensure equitable representation of the races represented in South Africa, in all occupational levels and categories in the workplace. However, he argues that this is also of a temporary nature. However, what is meant by temporary – and how will this be defined as having been achieved ? Is the assumption that the demographics won’t change, and how will this be monitored ? How accurate is our census when determining the SA racial demographics? Do Scorecards take this into account, and what level of confidence are they setting on the scorecard ? Does anyone know this ? Bring in some key stats and then also lessons from other countries (America and UK – which is illegal ito AA ):

As of (2009: July) it is 15 years since the new government and new labour legislation. This equates to a full 12-year schooling and 3-year degree time period, where everyone (SA Citizens) has had equal opportunity. It is now time to remove AA from our current 2009 legislation. Let us rather appoint the best person for the job – having proficiency in terms of international benchmarks in all the following areas : qualifications, skills, attitude and ability. It is easy to provide working experience when the above group of competencies exist. A person with the right attitude will always be successful in their chosen career path. In terms of section 15 of EEA - AA was implemented to redress the inequalities of the past, with specific reference to workplace demographics. How long will the past be allowed to determine current and future employment and career practices ? What is the long term goal of the country in terms of skill upliftment and development opportunities - race or abilities ? According to PAK le Roux: The generally acceptable principle that AA is a temporary measure is questioned as after the current (2009: July) 15 years, this should have been already attained. Available skills and qualifications should already be in place and no longer a point of focus when employing new talent into the workplace.

In terms of the current brain drain being experienced within South Africa, blacks (ito EEA definitions) as well as whites are leaving the country. How many skilled SA graduates have left the country for better opportunities overseas? Think CAs and nursing staff, as two examples.

As at (2009: July ) all women, in terms of the EE Act, are classified as PDI. Yet when it comes to BBEEE and DTI Codes, there is no accounting for white women in any definition. DTI codes and their measurables (scorecard) are reviewed on an annual basis, which in itself is difficult to maintain. But the focus moves more and more towards Black females – does this not lead to further discrimination in terms of all women and other people of colour? Is this not just another example of AA discriminatory practices? (I am not sure – what do you think ?).