Indigenous Millennialism: Murabitun Sufism in the Black African Townships of South Africa

2021 ◽  
pp. 328-357
Keyword(s):  
2020 ◽  
Vol 17 (3) ◽  
pp. 433-444
Author(s):  
Amanuel Isak Tewolde

Many scholars and South African politicians characterize the widespread anti-foreigner sentiment and violence in South Africa as dislike against migrants and refugees of African origin which they named ‘Afro-phobia’. Drawing on online newspaper reports and academic sources, this paper rejects the Afro-phobia thesis and argues that other non-African migrants such as Asians (Pakistanis, Indians, Bangladeshis and Chinese) are also on the receiving end of xenophobia in post-apartheid South Africa. I contend that any ‘outsider’ (White, Asian or Black African) who lives and trades in South African townships and informal settlements is scapegoated and attacked. I term this phenomenon ‘colour-blind xenophobia’. By proposing this analytical framework and integrating two theoretical perspectives — proximity-based ‘Realistic Conflict Theory (RCT)’ and Neocosmos’ exclusivist citizenship model — I contend that xenophobia in South Africa targets those who are in close proximity to disadvantaged Black South Africans and who are deemed outsiders (e.g., Asian, African even White residents and traders) and reject arguments that describe xenophobia in South Africa as targeting Black African refugees and migrants.


Author(s):  
Motlhatlego Dennis Matotoka ◽  
Kolawole Olusola Odeku

Black African women in South Africa are poorly represented at managerial levels in the South African private sector since the advent of democracy. Their exclusion at these occupational levels persists despite the Employment Equity Act 55 of 1998 (EEA) requiring that the private sector must ensure that all occupational levels are equitably represented and reflects the demographics of South Africa. The South African private sector demonstrates its lack of commitment to proliferating black African women into managerial positions by deliberately engaging in race-based recruitment and failing to develop and promote suitably qualified women into managerial positions. As such, the private sector is failing to create upward mobility for black African women to break the glass ceiling. The EEA requires the private sector to apply affirmative action measures in order to achieve equity in the workplace. It is submitted that since 1998, the private sector has been provided with an opportunity to set it own targets in order to achieve equity. However, 22 years later, black African women are still excluded in key managerial positions. However, the EEA does not specifically impose penalties if the private sector fails to achieve the set targets.This approach has failed to increase the representation of black women in managerial positions. However, the EEA does not specifically impose penalties if the private sector fails to achieve the set targets. Whilst this approach seeks to afford the private sector importunity to set its own target, this approach has failed to increase the representation of black women in managerial positions. Employing black African women in managerial levels enhances their skills and increases their prospects to promotions and assuming further leadership roles in the private sector. This paper seeks to show that the progression of black African women requires South Africa to adopt a quota system without flexibility that will result in the private sector being compelled to appoint suitably qualified black African women in managerial levels.


2015 ◽  
Vol 64 (1) ◽  
pp. 170-176 ◽  
Author(s):  
E. Patricia Owen ◽  
Reinhard Würzner ◽  
Felicity Leisegang ◽  
Pierre Rizkallah ◽  
Andrew Whitelaw ◽  
...  

Author(s):  
Gayatri Singh

In post-apartheid South Africa, there has been a significant rise in women's out-migration from rural areas and across its territorial borders for economic purposes resulting in gender reconfiguration of migration streams. Alongside, there has been a simultaneous increase in the participation of women in the labor force. However, this has mostly grown in the informal sector,1 which is often associated with low earnings and insecure working conditions. One consequence has been the increasing reliance of migrant women on survivalist activities such as informal sexual exchanges that increase their risk of contracting HIV infection. Insecure working environments also expose migrant women to sexual abuses. This article is based on the author's work in South Africa's major urban centers and examines the nature of the relationship between the increased migration of black African women in South Africa, the nature of their work, and their resultant vulnerability to HIV/AIDS.


2016 ◽  
Vol 195 (4S) ◽  
Author(s):  
Farzana Cassim ◽  
Ryan Terlecki ◽  
Kenny Du Toit ◽  
John Lazarus ◽  
Andrè Van Der Merwe ◽  
...  

2013 ◽  
Vol 27 (5) ◽  
pp. 389-398
Author(s):  
Pradeep Brijlal ◽  
Priscilla Brijlal

An investigation of the intentions and knowledge of entrepreneurship of final-year university dentistry students is reported, with particular regard to the factors of gender and race. A questionnaire survey was used with final-year dentistry students, over two years, at the University of the Western Cape in South Africa. The findings show that dentistry students across race and gender groups believed that entrepreneurship education was important. At least half of the students showed an interest in starting a business practice soon after their graduation and completion of a mandatory one-year internship, with more male students indicating an interest in starting a business than female students. More Black African students indicated interest compared to other race groups (Coloureds, Whites and Indians). There were no significant differences between male and female students with regard to knowledge of entrepreneurship, but there were significant differences with regard to race in the scores for knowledge of entrepreneurship, with White students scoring the highest and African students the lowest. The authors conclude that entrepreneurship education should be included in the curriculum in the final year of dentistry studies to encourage business practice start-up soon after the one-year internship period, with the aim of contributing to growth in employment.


2021 ◽  
Author(s):  
Julia Marshall ◽  
Anton Gollwitzer ◽  
Kellen Mermin-Bunnell ◽  
Tara M Mandalaywala

Research investigating the early emergence of racial prejudice has been largely limited to contexts in which racial prejudice is most likely to emerge—multiracial societies that have pronounced racial inequality (e.g., United States, South Africa). The present study assessed whether pro-White racial bias is also early emerging in a homogenous Black community that has little exposure to modern media and where children presumably experience less overt discrimination than in past samples (e.g., South Africa). Black African children (N = 214) between 5- and 12-years-old living in rural Uganda exhibited substantial pro-White racial bias, preferring White over Black children 78% of the time. Ugandan children also judged White children as higher status than Black children, and these status judgments predicted their degree of pro-White bias. Our results indicate that pro-White racial biases can emerge even in a homogenous Black community and that, in some contexts, minimal status cues are sufficient for the early development of racial prejudice.


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