The challenges of achieving gender equity in a government department: a case study of the department of health, Limpopo Province, South Africa

This paper examined the challenges of achieving gender equity in the Department of Health, Limpopo Province of South Africa. Gender equity is on the agenda of many countries, South Africa included. South Africa has as policy Affirmative Action, enshrined within the Employment Equity Act No 55 of 1998 (EEA), as well as support structures within the country and individual organisations in response to the pressing imperative of addressing gender equity within the employment environment. However, the gap between men and women in terms of employment, particularly in terms of the upward mobility of women in the workplace, remains open. The question of why that is still the case remains. This paper is based on a study that investigated the progress made by the Department of Health, Limpopo Province, towards achievement of gender equity, whether the department is perceived to be committed to achieving equity targets or not, and finding out the challenges and facilitative factors for pursuing gender equity. The study interviewed both participants who are in management and those in non-management positions separately. The participants were those based at the head office of the Department of Health, which is in Polokwane, Mopani District Municipality hospitals, and Capricorn District Municipality hospitals. The results of the study show that, amongst other things, the challenges that hamper progress with gender equity include lack of knowledge of empowerment/promotion criteria by women in junior positions, lack of mentorship and/or coaching as well as lack of programmes and visible policies that support the advancement of women. However, both managers and non-managers agree that transformational leadership should be considered in addressing gender issues. The study recommends open and better communication of policies that spell out criteria for advancement, support programmes as well as coaching and mentoring.Keywords: Gender equity; women empowerment; affirmative action; transformational leadership; coaching and mentorin