Organisations, both business and non profits, in South Africa depend on a docile, servile population to entrench labour exploitation opportunities.
The Constitution allows citizens to challenge perceptions of power limiting socio-economic freedoms and democracy.
Economic disenfranchisement and social destruction is nothing new to South 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 are not upfront about pay information in job ads may not request wage information from candidates and 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.