Sunday, September 15, 2019

Different Together vs Separately Different

Some whites argue BEE is a racist prevention policy while many black people say it’s not provided much privilege for them.

Like an invisible hand, an old guard appears to prevail over the labour market, filtering job seekers into colour piles ranked according to compensation expectations and pay slips.

Labour power in South Africa is being silently broken as a result of policy conflicts within government. S23.1 of the Constitution enshrines labour market fairness, yet citizens are unable to defend their right to fairness as they fear reprisal and can’t afford the legal expenses.

The Employment Equity, Labour Relations and Basic Conditions of Employment Acts dont protect job seekers right to fair wage negotiation when participating in recruitment processes.

Acts and different policies lack coherence and pro-poor direction allowing for unfair wage patterns to be reinforced, usually most damaging for women and blacks vulnerable to being coerced into accepting unfair offers.

Inclusive and Pro-Poor Recruitment

Given our Constitution, a labour market principled on inclusion and access would make pay information compulsory in job adverts.

Since job seeking comes at a cost to applicants, it’s important to communicate as appealing an opportunity as possible to attract a large pool of the most suitable candidates.

Many recruiters argue they have no need to increase pools of applicants as plenty apply given our current economy. Yet in the next breathe they state ‘it’s so difficult to find the right ONE as there aren’t many with the right skills and competencies!’

Recruiters who maintain pay secrecy in adverts

are not hell bent on attracting women or any top candidates.

Suppressing information is not behaviour to attract the best, secrecy communicates an abuse of power placing employers at a wage negotiation advantage.

Enter Inequality

Workers have no choice but to work for pay as that’s how they make an attempt to improve their economic status and build financial security.

People work for pay, it’s not a sign of greed to expect to know how much a job pays, knowing is a right.

Besides, global studies since the 1960’s have found that job adverts attract a larger pool of quality candidates when compensation and other employment information is included in adverts.

Exclusion is not pro-poor nor democratic

Is recruitment about talent or surveying rival employer wages?

If job seekers are transparent about their pay information while prospecting employers are not upfront about wage offers, they place themselves at a negotiation disadvantage.

If you’re applying for a new job because you’re hoping for a raise, your luck may run out if you disclose all your pay information upfront.

The higher your pay expectations, the sooner you may be dropped from a candidate pool. Refusing to submit current cost to company or recent payslip could reduce access to employment. If you were applying to the Competition Commission’s unfair advert and completing their application form, you either give up your right to fairness or you can’t be considered.

Employer pay secrecy and job seeker wage transparency is unfair and inevitably becomes racially and gender bound.

Black Women Worst Off

Females are purged first in the economy, out ranking males in terms of vulnerability. Women are paid less and disempowered both socially and economically in South Africa. The rate of violence against women feels like it’s oppressing from all sides, on mental and physical levels.

Part 3:

Gutted for Greed

The Competition Act Can Impact

Please help us take action and advocate for a fair economy, accessible to everyone.

Sign our petition, make it fair!


Lilenstein, K., Woolard, I., Leibbrandt, M. (2016). In-Work Poverty in South Africa: The Impact of Income Sharing in the Presence of High Unemployment. A Southern Africa Labour and Development Research Unit Working Paper Number 193. Cape Town: SALDRU, University of Cape Town

Global Forum on Competition ‘DOES COMPETITION CREATE OR KILL JOBS’ Contribution from the United States, 20-Oct-2015

Wage determination in perfectly competitive labour markets

Quarterly Labour Force Survey Q2:2018

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3 weeks ago


The Competition Commission South Africa exclusively male panel failed to answer our question. The deputy commissioner chairing was so mad at us for being present that he told me to leave the lunch table. I was too shocked and embarrassed to move and said 'you're the man' as he stomped off like a naughty boy. This is the question that made him lose his cool at a public event in front of other guests! ...

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