This International Day for the Elimination of Racial Discrimination, Prof Nasima MH Carrim, an Associate Professor and Industrial psychologist in the Department of Human Resource Management, Faculty of Economic and Management Sciences, details the progress and persistent challenges in South African workplaces.

Discrimination in the workplace is a global concern, and South Africa, with its deeply rooted history of inequality, is no exception. As the world observes the International Day for the Elimination of Racial Discrimination on 21 March, it is important to reflect on the progress made in combating workplace racial discrimination in South Africa and the challenges that persist. While legislation and corporate policies have significantly advanced the cause of diversity and inclusion, there is still much to do to ensure that all employees experience fair and equitable treatment.

South Africa has one of the most comprehensive anti-discrimination legal frameworks in the world. The Employment Equity Act (EEA) and Broad-Based Black Economic Empowerment (B-BBEE) Act were designed to correct historical imbalances and promote workplace equality. These laws mandate companies to create inclusive policies, implement affirmative action measures, and actively promote diversity in hiring and promotions. The Labour Relations Act further protects employees from unfair dismissals based on race, gender, disability or other factors.

Corporate South Africa has responded to these pieces of legislation with initiatives that aim to foster inclusion in an effort to tackle racial discrimination and other forms of discrimination. Here are a few examples of these initiatives.

Mining industry: Anglo American’s inclusion strategy

The mining industry has historically been male-dominated, but Anglo American has made significant strides in promoting gender diversity. The company introduced gender-sensitive workplace policies, including designated safe changing areas, childcare support and leadership development programmes for women in mining. As a result, the company has increased female employment and leadership participation.

Public sector: City of Cape Town’s anti-racism drive

The City of Cape Town’s internal anti-racism campaign addresses workplace discrimination among public servants. The initiative includes diversity training workshops, an anonymous discrimination reporting platform and leadership accountability programmes. This approach has reduced complaints related to racial discrimination and improved workplace culture.

Higher education: University of Johannesburg’s religious inclusion programme

The University of Johannesburg introduced multi-faith prayer rooms and allows flexible exam schedules for students observing religious holidays. This inclusive policy has supported religious minorities and improved student satisfaction, setting an example for other institutions.

These case studies demonstrate that while challenges persist, proactive policies and initiatives can drive meaningful change in South African workplaces. The rise of diversity, equity and inclusion programmes in multinational corporations operating in South Africa has also helped to align local practices with international anti-discrimination standards.

Persistent challenges

Despite these strides, systemic discrimination remains a challenge in many workplaces. Women, particularly black women, continue to face pay disparities and under-representation in leadership roles. In many industries, sexual harassment and workplace bullying remain under-reported, and victims often face retaliation when they speak out.

Racial discrimination, although illegal, still manifests in hiring biases, promotion barriers and workplace cultures that exclude historically disadvantaged groups. The informal networks that often dictate career advancement still favour those with pre-existing privileges, leaving many employees feeling marginalised.

The impact of workplace discrimination

Discrimination in South African workplaces has far-reaching effects on individuals, businesses and the economy. Key consequences include:

• Decreased productivity: A hostile work environment reduces morale and lowers employee engagement and efficiency.

• High turnover rates: Employees who face discrimination are more likely to leave, leading to increased recruitment and training costs.

• Legal and financial repercussions: Companies that fail to comply with labour laws risk lawsuits, reputational damage and financial penalties.

• Inequality in economic growth: Discrimination limits career growth for marginalised groups, exacerbating economic disparities and reducing overall national productivity.

The role of organisations and leadership

To create truly inclusive workplaces, leaders must move beyond compliance and actively foster a culture of belonging. To promote equality in South African workplaces, organisations must take proactive steps.

Firstly, companies should develop clear policies that promote workplace diversity and prevent discrimination. Policies should align with national labour laws and global best practices; their anti-discrimination policies should be actively enforced; and leadership must be held accountable for fostering an inclusive workplace.

Training and awareness is also important. Companies should conduct regular workshops on unconscious bias, cultural sensitivity and inclusive leadership. They should also provide training for managers to identify and address discriminatory behaviour.

Creating safe reporting mechanisms is another proactive step to ensure that employees feel secure in reporting discrimination without fear of victimisation. This can be done by establishing employee resource groups for marginalised communities; implementing zero-tolerance policies for harassment and discrimination; and providing mechanisms through which employees can report discrimination confidentially.

Representation is yet another vital component – organisations must go beyond token diversity and ensure that decision-making spaces reflect the country's diverse demographic landscape – as are flexible and inclusive work environments. Creating workspaces that accommodate different racial identities, abilities, religious beliefs and genders is crucial to building a truly inclusive workforce.

Ensuring equal pay and fair promotion is equally important. This can be achieved by conducting regular salary audits to identify and address pay gaps, and implementing fair and transparent promotion criteria to prevent bias.

Steps employees can take to combat workplace discrimination

Employees also play a role in fostering an inclusive work environment. This includes educating themselves and others – understanding workplace rights and anti-discrimination laws helps employees advocate for themselves and others – and reporting discriminatory practices. Supporting affected colleagues is also helpful, as solidarity contributes to a more inclusive workplace culture, and encouraging open dialogue can create spaces for conversations on diversity and inclusion, which can help break down prejudices and misconceptions.

This International Day for the Elimination of Racial Discrimination serves as a reminder that while South Africa has made significant progress in tackling discrimination in the workplace, there is still a long way to go. Achieving true workplace equality requires collective action from government, businesses and employees themselves. Beyond legislation, the true test of progress lies in the experiences of workers – ensuring that diversity and inclusion are not just checkboxes but fundamental values upheld in every boardroom and office, and on every factory floor.