2.3 Diamond mining industry and its industrial relations
2.3.2 Industrial relations in Zimbabwe
With the controversial land reform program in place, it has been fascinating to study Zimbabwe in areas around politics and economic viability. A number of studies have been conducted on Zimbabwe especially on the Zimbabwean economy (Ncube, 2000).
Job creation in Zimbabwe has been difficult due to socio-political factors characterising the country especially the imposition of sanctions, which lead to high unemployment rate in the country (Masvaure, Ruggunun & Maharaj, 2014). Labour market’s role in economic development as well as in transmission of both internal and external policy shocks (Ncube, 2000), pose the importance to understand Zimbabwe’s labour market, especially from the Industrial Relations perspective, since it will provide a response to the majority of research questions guiding the current study.
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For Zimbabwe, the colonial labour market behaved far different from the post- Independence labour market. Like during apartheid in South Africa, colonial labour market in Zimbabwe was characterised by racial discrimination. During the colonisation era, labour policies were guided by the Industrial Conciliation Act of 1934 (Ncube, 2000). During this era, black African employees’ welfare and interests were not recognised to an extent that they could not systematise any forum that determined employment conditions. This situation derived benefits to the employer in the form of cheap labour with the ordinary Zimbabweans, who were Rhodesians by then, continue experiencing the unfair treatment leaving them stuck in the same jobs for years (Ncube, 2000).
As time passed, employers recognised the advantage of having a steady and enduring labour force compared with casual labour (Schultz, 1997), subsequent to formations of African labour unions. However, these unions were not real as they were used as a medium to control and not to protect workers’ rights. This saw African unions being unable to control employee related matters especially on wage adjustments and their right to strike.
Change in labour policies were however noted in the Post-independence era. Africans continue to resist the ban of unions for Africans and the presence of a white, unionised workforce push for a well encompassing structure to deal with labour management.
This impelled the nomination of industrial councils by the government for the once unionised workforce. In addition was the establishment of Industrial boards for the non- unionised workers, whose role was to recommend wage adjustments to government.
Here, government’s involvement in labour issues resulted in the formation of trade unions such as the Zimbabwe Congress of Trade Unions (ZCTU) (Mwamadzingo &
Saleshando, 2003).
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The government of Zimbabwe showed its commitment in advancing workers’ interests through ZCTU by launching an advice-giving forum in 1996, resulting in the formation of a consultative body with diverse representation to address socio-economic issues at national level (Torres, 1997). Like most trade unions, the politicisation of ZCTU (Onslow, 2011) made it incapable to meet its responsibilities of signifying workers’
interests, resulting in its failure. Moreover, the economic crisis in Zimbabwe is one possible contributor to the catastrophe of ZCTU.
However, the need for efficiency and effectiveness among labour unions continue to exist especially with the continued discovery of minerals like diamonds in Zimbabwe where more labour issues are experienced and high expectations from the sector towards economic growth. This denotes a greater need for a worthwhile board, which will control operations, especially those that are associated with associations among relevant stakeholders.
In most countries, the issue of wages has been the major cry for most workers and Zimbabwe is not an exception. With research pointing to the fact that incomes in rural and urban markets are different, the basis of income in the rural was found to be wage employment followed by remittances. Another study found employment to be a major source of income for urban dwellers (Ncube, 2000). The location of diamond mines in Zimbabwe’s rural, posed a possibility of exploitation of labour given the scarcity of jobs in Zimbabwe. Moreso, is the idea that most employees are employed for the first time and will not be well versed with labour laws.
Demographic factors such as gender, race and occupation among others, has also been a major issue in the mining industry of Zimbabwe. Even after gaining its independence in 1980, major disparities continued to exist in Zimbabwe. Similar trends such as
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females earning lower wages than males as well as females getting inferior positions continue to be experienced, although government report to be solving such issues. As research pointed, a wide wage gap between professionals and management Europeans was noted as Asians earn about six and three time the wage of Africans (Ncube, 2000).
Compared to South Africa where labour relations are characterised by a lot of noise, uncertainty and dispute, by placing its labour relations system in a more localised governing framework, Zimbabwe upheld peace, especially within the mining sector.
Union membership in Zimbabwe became unpopular especially after the ‘fall’ of the Zimbabwe Congress of Trade Union (ZCTU). Although some unions like AMMUZ tried to gain membership from diamond miners, its representation did not bear fruits to its members, resulting in most of its members withdrawing from the union.
The discovery of diamonds saw the emergence of a union called ZIDAMU representing diamond employees. Although it is new in the industry, the union managed to attract a number of members especially during the year 2015 where things were not well in the industry. During the period 2014 and 2015, the diamond industry faced a number of challenges triggered by mismanagement. Almost all the diamond mining companies in Chiadzwa had challenges in paying wages during this period, with the company under study ranked the best in terms of ‘employees’ welfare’. As a result, a number of issues between employers and employees rose, with a number of court cases recorded and a lot of strikes as well.
ZIDAMU became so popular in the diamond industry with its members hoping to get assistance in their problems. The union could have done well but it never got support from management of the surrounding companies who lacked confidence in the union and rather saw it as a tool to be used to fight companies’ interests. For instance, the
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union’s entry and access to mines and its members respectively, was so restricted to an extent that its membership died. Divisions among employees were noted, exacerbated by the fear to lose their jobs because of their affiliation to ZIDAMU. Ultimately, union representation for diamond miners in Zimbabwe became limited, leaving industrial relations being managed largely at company level largely by management only.