@incollection{DitlmannWrightMayvillePurdieVaughns, author = {Ditlmann, Ruth K. and Wright Mayville, Elena and Purdie-Vaughns, Valerie}, title = {Organizational and individual colorblindness approaches to past injustice}, series = {Diversity ideologies in organizations}, booktitle = {Diversity ideologies in organizations}, publisher = {Lawrence Erlbaum Associates}, address = {New York}, isbn = {9781315852188}, publisher = {Hertie School}, pages = {93 -- 117}, abstract = {This chapter focuses on diversity ideologies from a different part of the world, and it realizes that much of the extant diversity management knowledge emanates from United States and more recently Western Europe. Indeed, South Africa provides a particularly relevant context for exploring diversity ideology because most scholars conclude it is a deeply segmented society owing to its racial and cultural heterogeneity, complexity and history. South Africa is burdened with the legacy of centuries of racial discrimination and repression of ethnic groups originating in its colonization by two European powers, the British and Dutch. The situation in South Africa is also complicated by the constitution's recognition of traditional laws of different cultural/ethnic and religious groups. The goal of employment equity act is to achieve employment equity by promoting equal opportunity and fair treatment in employment through the elimination of unfair discrimination and implementing affirmative action to redress the disadvantages in employment experienced by designated groups.}, language = {en} }