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.
Current situation / challenges
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Recommended activities
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Perceptions of black trainees
| • | Sidelining at work or biased quality work allocation, particularly regarding 'crown-jewel clients', which leads to a lack of self-esteem |
| • | Inadequate interaction and counselling by partners and managers with black trainees |
| • | Some resistance by training offices/officers to the employment of black trainees |
| • | That a black trainee needs to outperform versus his white counterparts to achieve recognition |
| • | An inherent and perpetual perception that black people are inferior and do not show initiative |
Perceptions of white trainees
| • | Equating accelerated development with a discriminatory decrease in white trainees' promotional prospects |
Cultural differences
| • | Lack of understanding of cultural diversity |
| • | Lack of understanding of basic business concepts (practices) and processes |
Other
| • | Firms communicate impressive strategies for transformation in the media, which are not translated into practical changes in the business environment |
| • | 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 |
| o | address perceptions of racism and unfairness at work among trainees |
| o | provide insight into cultural differences for trainees |
| o | introduce trainees to business and office practices (e.g. by means of the induction course of training offices) |
| o | implement a monitoring system in training that ensures equal access to opportunities |
| • | To put processes in place that will promote equal opportunities in the allocation of work and clients |
| • | 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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