4.2.1 Findings: Section 1
Sub-conclusion
The views about the effect of transformation between Black and White employees differ vastly. Such vast differences are evident across all levels of the organisation.
The White employees see transformation as a factor that leads to a reduction in profitability whereas the Black employees disagree with the phenomenon.
Statement 2: Transformation awareness programs are done effectively here
The following ratings were given:
1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly Agree
1 2 3 4 5
Senior Managers 1 1 3 4
Black Middle Managers 4 2
White Middle Managers 2 4 9 22
Consultants/Clerical 228 52 12 16 4
Analysis
78% of Senior Managers strongly agree that transformation awareness programs are effective with 44% of respondents strongly agreeing with the statement.
66% of Black respondent Middle Managers disagree with the statement while 33% of this group agrees with the statement.
24.3% of White respondent Middle Managers agree that transformation awareness programs are done effectively, 59.5% strongly agree, 5.4% disagrees while 10.8%
opted to remain neutral.
73% of consultants strongly disagree with the statement, 16.66% mildly disagree, 3.85% remained neutral, 5.12% agree and 1.3% strongly agree.
D Senior Managers
• Black Middle Managers
• White Middle Managers D Consultants/Clerical
Sub-conclusion
The perceptions of employees about the effectiveness of the transformation awareness programs reflect immense gaps between different race groups and levels within the organisation. The White Managers, both junior and senior believe the programs are effective while the Black, predominantly at the bottom end of the hierarchy disagree.
The extreme ends in terms of perceptions held by the employees demand that some alignment mechanism be devised.
Statement 3: The organisation deals with transformation issues proactively
The following ratings were given:
1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly Agree
1 2 3 4 5
Senior Managers 1 2 2 4
Black Middle Managers 4 2
White Middle Managers 2 4 7 24
Consultants/Clerical 186 48 8 64 6
Strongly Disagree Neutral Agree Strongly
Disagree Agree
Analysis
44% of respondent Senior Managers strongly agree that WesBank deals with transformation issues proactively, half this number mildly agrees.
22.22% of respondent Senior Managers disagree and 11% strongly disagrees.
100% of respondent Black Managers do not agree with 66% disagreeing strongly.
64.8% of respondent White Managers strongly agree, 18.9%% agree, 10.8% remained neutral and only 5.4% disagree.
59.6% of respondent consultants strongly disagree, 15.38% disagree, 2.56% remained neutral, 20.5% agree and less than 2% strongly agree.
D Senior Managers
• Black Middle Managers
• WhiteMiddle Managers
l~l P n n f - i i l t - i o t t - f P l f i r i n - i l
Sub-conclusion
The manner in which WesBank deals proactively with issues of transformation is viewed favourably by Senior Management as well as the White component of the workforce. The Blacks see transformation as not being dealt with proactively at all.
Strongly Disagree Neutral Disagree
Agree Strongly Agree
Statement 4: The organisation has an effective transformation plan.
The following ratings were given:
1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly Agree
1 2 3 4 5
Senior Managers 1 4 4
Black Middle Managers 5 1
White Middle Managers 2 2 6 27
Consultants/Clerical 188 44 9 67 4
Analysis
44% of respondent Senior Managers strongly agree with the statement that WesBank has an effective transformation plan. An equal number of Senior Managers agree.
83% of respondent Black Middle Managers strongly disagree while the remaining 17% disagrees mildly.
72.9% of respondent White Managers strongly agree that WesBank has an effective transformation plan, 16% agree, 5.4% remained neutral and the remaining 5.4%
disagree.
60.25% of respondent non-managerial staff strongly disagree that WesBank has an effective transformation plan, 14% agree mildly, 2.88% remained neutral, 21.47%
agree and only 1.3% strongly disagree.
D Senior Managers
• Black Middle Managers
• White Middle Managers D Consultants/Clerical
Strongly Disagree
Disagree Neutral Agree Strongly Agree
Sub-conclusion
According to the perceptions of the Black Middle Managers WesBank does not have an effective transformation plan. The overwhelming majority (71%) of the respondents endorse this belief This is in sharp contrast to the view held by Senior Managers as the interpretation of the result reflects that 88% of the respondent Senior Managers are in the affirmative of the statement.
Statement 5: This organisation ensures the necessary development and advancement of its previously disadvantaged employees.
The following ratings were given:
1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly Agree
1 2 3 4 5
Senior Managers 1 3 5
Black Middle Managers 4 2
White Middle Managers 2 6 4 25
Consultants/Clerical 201 63 9 34 5
Analysis
55% of the respondent Senior Managers strongly agree that WesBank ensures the necessary development and advancement of its previously disadvantaged employees with the remaining 33% agreeing mildly. 11% believe that WesBank does not ensure that the necessary development and advancement of its previously disadvantaged employees.
66% of respondent Black Managers strongly disagree and 44% mildly agree.
67.5% of respondent White Managers strongly agree with the statement, 10.8% agree, 16.2% remained neutral and 5.4% disagree.
64.4% of non-managerial staff strongly disagree, 20% disagree, 3% remained neutral, 11% agree and less than 2% strongly agree.
OSenior Managers
• Black Middle Managers
• White Middle Managers
• Consultants/Clerical Strongly Disagree Neutral Agree Strongly
Disagree Agree
Sub-conclusion
Black Middle Managers and Consultants do not believe that WesBank develops and advances previously disadvantaged employees.
Senior Managers strongly believe that WesBank not only ensure that there is development of the previously disadvantaged employees but believe that the organisation does in fact advance its previously disadvantaged. White Managers agree with this view.
Statement 6: Prevention measures are applied in curbing the migration of Black talent.
The following ratings were given:
1. Strongly disagree 2. Disagree 3. Neutral 4. Agree 5. Strongly Agree
1 2 3 4 5
Senior Managers 1 2 6
Black Middle Managers 6
White Middle Managers 1 9 27
Consultants/Clerical 189 75 41 7
Analysis
66.66% of respondent Senior Managers strongly assert that WesBank prevents the migration of Black talent, 22.22% agree and only 11% strongly disagree.
100% of respondent Black Middle Managers strongly disagree
73% of respondent White Middle Managers strongly agree, 24% agree and only 2.7%
disagree.
60.6% of respondent non-managerial staff strongly disagree that WesBank prevents the migration of Black talent, 24% disagree, no respondents remained neutral on this question and 13.1% agree while only 2.2% strongly agree.
D Senior Managers
• Black Middle Managers Q White Middle Managers D Consultants/Clerical Strongly Disagree Neutral Agree Strongly
Disagree Agree 10U
80' 60 40'