In-service training under a formal training contract is the final step towards qualification as a CA(SA), and the desired outcome is a significant increase in the number of black trainees, and particularly black woman trainees who enter into and complete their training contracts successfully.
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Current situation / challenges
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Recommended activities
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Perceptions of black trainees
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Sidelining at work or biased quality work allocation, particularly regarding 'crown-jewel clients', which leads to a lack of self-esteem |
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Inadequate interaction and counselling by partners and managers with black trainees |
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Some resistance by training offices/officers to the employment of black trainees |
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That a black trainee needs to outperform versus his white counterparts to achieve recognition |
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An inherent and perpetual perception that black people are inferior and do not show initiative |
Perceptions of white trainees
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Equating accelerated development with a discriminatory decrease in white trainees' promotional prospects |
Cultural differences
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Lack of understanding of cultural diversity |
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Lack of understanding of basic business concepts (practices) and processes |
Other
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Firms communicate impressive strategies for transformation in the media, which are not translated into practical changes in the business environment |
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Difficulties with office conditions and work situations by trainees who have little knowledge of or experience with (predominantly white) expectations; in particular five-year trainees taken straight from school are less likely to have acquired or experienced business skills |
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To find and implement specific instruments and tools (role playing, diversity training and group discussions) to |
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address perceptions of racism and unfairness at work among trainees |
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provide insight into cultural differences for trainees |
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introduce trainees to business and office practices (e.g. by means of the induction course of training offices) |
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implement a monitoring system in training that ensures equal access to opportunities |
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To put processes in place that will promote equal opportunities in the allocation of work and clients |
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To put a formal mechanism in place to deal with some of the perceptual challenges faced by black trainees, e.g. an 'Equal Employment Advisory Council' |
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South African Institute for Drug Free Sport Act, 1997
