Namibia confronts Labour Inequalities

By Moses Magadza 

The Government of the Republic of Namibia is wielding a stick while dangling a carrot as it presses ahead with efforts to eradicate employment barriers which for years adversely affected black people, women and the physically challenged in the labour sector.

Namibia won independence from South Africa in 1990 and inherited a raft of laws from its former occupier. Over the years the government has amended certain laws and passed new ones to ease the plight of its people who were ill-treated under apartheid.

Affirmative  Action 

In 1998 Parliament passed the Affirmative Action (Employment) Act. It sought to: ‘achieve equal opportunity in employment in accordance with Article 10 and Article 23 of the Namibia Constitution; to provide for the establishment of the Employment Equity Commission; to redress through appropriate affirmative action plans the conditions of disadvantage in employment experienced by person in designated groups arising from past discriminatory laws and practices; to institute procedures to contribute towards the elimination of discrimination in employment; and to provide for matters incidental thereto.’

Mr. Vilbard Usiku, who now heads the EEC says under apartheid black Namibians got a raw deal whatever their sex or level of education.

“Under the Job Reservation Act certain positions and certain occupations were reserved for whites. That left the legacy of inequities in terms of the distribution of jobs and remuneration. The Affirmative Action (Employment) Act of 1998 aims to ensure that inequities in the employment sector are removed,” he told Mywage Namibia in an interview.

Under this Act, all employers employing more than 25 people are compelled to provide the EEC with an Affirmative Action Report every year. In addition to clearly specifying who is employed and at what level, the report must spell out plans for dealing with inequities. The Namibian law requires that an entity’s employment profile reflects the country’s demographic outlook.

“Although things are improving, we still have companies - especially in the financial sector - in which whites dominate management and supervisory jobs while blacks are lowly ranked," says Usiku.

A workforce profile submitted by one top bank in 2007 shows that it employed 40 “racially advantaged” (read white) men and only one black man in senior management positions. 

“This was a much skewed workforce profile. Even white women are still not fairly represented. Ours is to ensure equitable representation,” Usiku said, adding that although things were changing, more progress was being made in the public sector.

Pressure mounting

He revealed that pressure was mounting on the private sector. He has lately been calling in some non-compliant employers for a strong talking to. Some have given him written assurances to head hunt black and female managers to mend the situation.

“If we are not happy with their progress we do not issue them with Affirmative Action Compliance Certificates and they can’t tender for government jobs. In extreme cases we with take them to court where they are fined. Habitual offenders risk their operating licenses being withdrawn,” Usiku said.