Exploring microinequities: Dynamics and implications in the South African workplace

Abstract

Orientation: Microinequities, encompassing subtle, unintended and disconcerting behaviours directed towards colleagues, detrimentally influence employee productivity and hinder organisational goals’ attainment within the workplace setting.

Research purpose: This study aimed to examine the nature and influence of microinequities within a workplace environment in Pietermaritzburg, South Africa, and propose strategies for mitigating their occurrence.

Motivation for the study: Microinequities need to be explored in terms of their influence, typology and specific manifestations within the South African workplace.

Research approach/design and method: An interpretive qualitative research design, using 13 semi-structured interviews conducted with employees from a South African manufacturing company. Nonprobability convenience sampling was used. Thematic content analysis was employed for data analysis.

Main findings: Study participants experienced diverse microinequity acts intertwined with power dynamics, manifesting through subtle discriminatory actions and personal aggressions hampering worker performance and organisational efficacy. These included interpersonal discrimination scenarios, toxic behaviours, rank-based bias and deviant practices, culminating in challenges across organisational levels.

Practical/managerial implications: The findings can be incorporated into educational, mentorship, sponsorship and training initiatives for work personnel at all hierarchies. These can facilitate the managerial formulation and enforcement of nondiscriminatory, nonharassment policies. Cultivating transparent, rule-based and ethically sound work practices via two-way communication and an inclusive leadership approach is advocated.

Contribution/value-add: This research makes a significant scholarly contribution to understanding microinequity dynamics within the South African context. Moreover, the study posits that managerial teams can operationalise the proffered recommendations to nurture an all-inclusive work ambience, enhance awareness, reinforce principles of equity and facilitate constructive dialogues concerning microinequities across diverse workforces.