Organisations operating in South Africa have depended on a docile, servile population in order to advance labour exploitation opportunities.
Since the adoption of the Constitution, citizens have been able to challenge the perceptions of power attempting to limit our society and deviate from democracy.
Economic disenfranchisement and social destruction is nothing new to Southern Africa.
Apartheid established wealth limitations and a policy of economic exclusion that continues to hamper equity and progress to this day.
Human Resource Management and Economic Oppression
HR practitioners, even those claiming to possess qualifications, sacrifice ethics for the sake of destroying a job applicants right to a fair wage negotiation.
The guard keeping inequality firmly in place in South Africa are recruiters desperately serving profit slave masters.
HUMAN RESOURCE MANAGEMENT MAINTAINS INEQUALITY AND GROWS THE ‘WORKING POOR‘
More than 50% of South Africans earn R4200 p/mth.
According to Oxfam’s ‘Inequality Report: An economy for the 99% in SA’, the richest 1% of the South African population has 42% of the total wealth.
The poor are not only the unemployed. When you earn minimal wages, your job is a poverty trap allowing you to earn enough to survive on, but not enough to secure financial security.
The working poor are dependent on low-income jobs as they lack the financial resources to see them through the tough times. Their work conditions may prevent them from looking for other jobs as they don’t have the resources and time.
The 1% keeps the ‘poor’ poor by paying them just enough to survive on but not enough to build savings and negotiate or select their income.
‘Poor’ includes being deprived of information for economic decision-making, such as which interviews are financially worth attending and if they will be coerced into accepting low offers.
Why has decision-making and the right to information been taken from members of society?
What can we do?
People of South Africa must force the Department of Labour to address protections to regulate recruitment practice.
Establish a job advertising code conforming to democratic principles
Firms who omit pay information from job ads may not request remuneration information from candidates or use them to conduct labour market surveys. Job applicants are not responsible for providing confidential intelligence pertaining to competitor wages for noncompetitive and exploitative firms. This practice is unfair and reeks of industrial espionage.
Make bullying demands for payslips unlawful – there is simply no fair rationale to price fixing wages in a free, open economy.