Evaluation of Gender Mainstreaming in the appointment of senior management: A case study of the Office of the Premier in Limpopo Province, South Africa

This article seeks to probe the causes of non-compliance with the 50/50Employment Equity Target by Limpopo Provincial Departments in SouthAfrica on the appointment of members to senior management positions.South African Cabinet Decision 85(A) of 2005, the Women Empowermentand Gender Equality Bill of 2013, and the existing policy reform to addressgender inequality in the public service are amongst the very important piecesof legislative frameworks that provide for gender parity at the workplace, andif adhered to, the 50/50 employment equity can be realized. The article aimsto evaluate the extent of employment equity (gender mainstreaming) in itsimplementation and enforcement in the appointment process of seniormanagement in the Office of the Premier of the Limpopo ProvincialGovernment in South Africa. The study uses feminist theories as guidingtools to understand the root causes of inequities in workplaces especiallybetween men and women. An exploratory qualitative approach wasembarked upon. Interviews with Directors and Chief Directors responsiblefor Human Resources Management and Corporate Services were alsoconducted, as well as the review of existing documents and reports of theprovincial government. The study found that the challenges emanate from theCadre Deployment Policy which dictates that the Executive Council(Executive Authority) should be given the responsibility of appointingmembers of senior management services based on political and ideologicallines. The recommendation made is that there is a need for the CadreDeployment Policy to be discontinued and disregarded as it compromisesexcellence, integrity, and expertise.