By Devan Moonsamy CEO of The ICHAF Training Institute

Brenton Tarrant attacked two mosques in Christchurch, New Zealand, just a few days ago, murdering 49 people. He filmed it, he is proud of it, and we know he is a white supremacist from the disturbing manifesto he posted online just before the attack.

Wajahat Ali of the New York Times places the blame for the Christchurch Massacre on non-Muslims’ shoulders. He writes just two days after the attack, ‘All those who have helped to spread the worldwide myth that Muslims are a threat have blood on their hands.’ But does playing the victim in this way help? Both sides – all sides, in fact, because the issues are far from cut and dry – are to blame and not to blame.

People are terrified of terrorism – that is the goal it continues to achieve. People voice concern about it from their point of view, and that is understandable, especially considering that we are all at the mercy of news media reporting and sensationalism. We all fall prey to fake news and shock tactics from time to time. Our humanity demands that we feel angered and condemn the work of such criminals. Stopping ourselves from spreading the kind of ‘myths’ Wajahat Ali warns about it not an easy thing to do when we are confronted by the horrors of terrorism. Awareness of what is happening to us is critical. We have to talk about what we are doing to add to the problem without realising it.

We are easy prey to fear. In South Africa, white people fear-monger among themselves about the threat of genocide. People roll their eyes. Don’t be silly, it will never happen. Yet BLF’s president Andile Mngxitama recently urged supporters to kill white people (and their pets too). This is madness; it is hate speech. So who is justified? How do we simply ignore the BLF’s sinister agenda, and acknowledge the frustration of black people who have long been excluded from the wealth of the nation? We have to respond to both.

Wajahat Ali calls white nationalism ‘white ISIS’. He further says, ‘Thoughts and prayers are not enough. These attacks are the latest manifestation of a growing and globalized ideology of white nationalism that must be addressed at its source — which includes the mainstream politicians and media personalities who nurture, promote and excuse it.’

This is a finger pointed at Trump, among others. From the beginning, Trump wouldn’t reject the many white supremacists who supported his presidential campaign. That is tantamount to agreeing with their agenda. Suspicions about him have proved true, according to proof put forward by Ali. But is this because Trump fears for the safety of the western world, in which he is justified, considering the agenda of some terrorists? Or is he simply a white supremacist? There are no easy answers; it seems both are true.

Considering the broader Muslim community, there are many factors to take into account. To begin with, did you know that Muslim-dominated nations have a significantly lower level of murders compared to non-Muslim populations? And that fewer Muslims in the US believe violence is a solution to any problem compared to other demographic groups?

So why has there been almost 300 Islamist terrorist attacks worldwide over the past four decades (including those in more than 10 different African nations)? The reason is that the attacks are by extremists, and they are not true Muslims. They do not follow the path laid down for them by Mohammed and their forbearers as the way to serve Allah.

Simply put, they are criminals, and we cannot equate them with the rest of the Muslim world. Likewise, we cannot equate Andile Mngxitama with black people in general, nor Brenton Tarrant with white people in general. These people are not the model that the vast majority identify or agree with.

What can we do to resist such people and their evil agenda? Firstly, we have to stand together united as humans, not divided by our demographics. We cannot place blame on an entire group and fear monger about them. Terrorists seek to divide us; they are very good at it. But we must pull together and do more than just ‘thoughts and prayers.’ Secondly, however justified we may feel at the time, we have to stop spreading myths about one another, such as that Muslim people condone terrorism. And finally, we have to use our vote in the upcoming South African election very wisely, refusing to support anyone who uses fear mongering to control and divide us.

Devan Moonsamy is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, available from the ICHAF Training Institute.

The book tackles contemporary issues in the South African workplace, including a variety of diversity-related challenges and how these can be addressed. It is an excellent guide for managers to harnessing diversity for success.

ICHAF offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.
Tel: 011 262 2461 | Email: This email address is being protected from spambots. You need JavaScript enabled to view it. | Website: ichaftraining.co.za | devan-moonsamy.com

By Devan Moonsamy CEO of The ICHAF Training Institute

Do we truly understand what racism and sexism are? Do we truly understand why it is offensive, and why it should end? The word offensive has been overused in the context of discrimination. It feels like it has a weak meaning.

What is this offence caused? We need to go deeper. Racism and sexism cause pain. That is something we seem to miss in all this mess of accusations and flaring tempers. Discrimination tells the target that they are not good enough simply because of certain physical features, but which do not fully define who they are in any case.

Certainly, our gender, race and colour do determine some things about us – and we should all be proud of the positive aspects of our heritage. However, it is extremely hurtful when these features are used as an excuse for ‘less than’ treatment.

Racism and sexism lead to anger. People want to get even, often more than even, because it is not the first time they have faced such treatment and the pain and frustration has built up inside them. It is thus a case sometimes of the straw that broke the camel’s back.

Racist or sexist remarks and acts of discrimination tell the victim that they are inferior and will never be anything other than what the racist or sexist defines them as. This is ‘offensive’, yes, but let’s forget about that word for now. Let’s focus on the fact rather that it causes immense pain, sometimes long-term or life-long distress which, while people may hide very well for a time, is no less a reality.

It damages a person’s and even an entire population’s sense of self-worth, and it oppresses them. It may force them to accept a lower position, which there is no valid reason for them to occupy, at least until they fight back and reclaim equality.

What has happened about the allegations of sexism at the African Union Commission?

Institutionalised or politically sanctioned racism and sexism are out. However, there is a subtle dimension of racism and sexism which currently exists and which we may take for granted. We can see it in the sexism problems in the AU Commission which became public last year. Women in the AU called male colleagues’ behaviour ‘professional apartheid against female employees’.

Let’s cut through some of the jargon there. In just one statement, one of the alleged misogynists at the AU said to his new superior, a woman, ‘I’m still in charge here.’ So that’s offensive of course. But so what? What does that mean?

It means that the only reason this woman – a professional who had already gone far by making it into a senior position at the AU Commission – made it was because men allowed her there. Not because she earned it, not because she deserves it, or because she has important work to do. Only because men allowed it, and whatever she thinks she has to contribute, that’s not welcome.

The same is true of people of colour in many cases whereby whites continue to have a feeling of superiority or patronising view. It is as if they think, ‘We let you into the organisation because the government says we must, and we get benefits from B-BBEE compliance, but don’t think you are going to run the show’. This is even more so for black women striving to advance in their careers.

The AU Commissioner Smail Chergui was accused of abusing his power by preventing female candidates from progressing into senior positions. Officials from an AU HR department describe this situation as ‘poisonous’ and say in an internal memo that Chergui changed shortlists for job positions to suit a sexist agenda.

The complaints made by the women were addressed to AU Chairperson Moussa Faki. Faki’s response hit the nail on the head: ‘… during my appointment, we’ve appointed more women than men into important positions and this was not because I was doing women a favour but because of their natural abilities and the important roles they perform in society. It was natural to appoint them. I’m committed to getting rid of gender discrimination and sanctions will be imposed on anybody or person we find discriminating against women.’

Faki thus identifies a major concern in the fight for women’s equality. Some women are made to feel that they are being done a ‘favour’ rather than having earned a position or right. It is thus critical for women to know and feel that they truly are wanted and needed in whatever position they hold. The same is true of people of colour and other marginalised groups.

Similar to the race discrimination problem in South African companies, will it be the case of, ‘Only when we are ready to let you in,’ for African women in politics, ‘And even then, you will only be as important as we let you be’?

The AU conducted an investigation and made the report public late last year. Eighty-eight individuals came forward with information and to share their views on the various cases of concern. The following are some of the report’s key findings:

• Sexual harassment exists in the Commission. Interviewed AU staff almost unanimously confirmed this. Sexual harassment is largely perpetrated by supervisors over female employees. ‘According to interviewees, the young women are exploited for sex in exchange for jobs.’
• Individuals most vulnerable are female short-term staff, youth volunteers and interns. 
• Cases go unreported because it would cause further harm to the victim. 
• The absence of an official AU Sexual Exploitation and Abuse Policy compounds the problem. The AU report admits that without a dedicated, effective redress and protection mechanism for victims or whistle-blowers, women are left vulnerable in the AU. 
• Both male and female superiors were reported to harass and bully subordinates.

The AU has proposed a number of means to remedy these problems, as detailed in their report. What is particularly noteworthy is that, despite serious accusations against Commissioner Chergui, he remains exactly where he was in the AU when the news broke almost a year ago. And, the investigation report does not mention him at all. Were all 37 women who signed the memo wrong about him?

More recent news in relation to Chergui has focussed on a peace deal within the Central African Republic this month, and peace talks with the DRC last month. Chergui has been critical to these developments, and perhaps his position and respect on the continent are keeping him where he is. What Chergui did or did not do seems to have been hushed up, and that certainly seems suspicious.

Is sexism a ‘necessary evil’ in Africa… for now?

Are men like Chergui ‘needed’ in political office, and thus tolerated despite sexism? The writer could find no official evidence or investigation by the AU about the claims against Chergui specifically. He is still an influential leader, and perhaps he needs to be male. Otherwise, will other (mostly male) African leaders take him seriously?

Achieving peace is certainly a critical goal in war-torn African nations like the DRC where human rights abuses have been a never-ending nightmare for over 20 years. If it takes a group of powerful men to stop the brutality and save the Congolese people, gender equality may have to wait until that is finally achieved.

It is certainly not ok that political offices have to be occupied by men in order to get the job done. However, we do not operate in a vacuum and we know sexism is still rife. To achieve peace deals and conduct serious negotiations with African leaders, does one still need to be male? Change is slow, especially where power is concentrated.

While racist and sexist people in power wait until they feel like sharing, we must continue to support those who are doing good work and striving for senior positions in which they can make a difference. We must also remember to support those victims of discrimination and point out that racism and sexism are not just ‘offensive’. They cause people immense personal pain and feelings of not being good enough. They lead to isolation and frustration. This is all completely avoidable if we only treat one another with respect as equal humans with equal rights.

It is hard to get everyone on board. We know that some people in power are only paying lip service to human rights and equality. Their real views and decisions have not changed.

Devan Moonsamy is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, available from the ICHAF Training Institute.

The book tackles contemporary issues in the South African workplace, including a variety of diversity-related challenges and how these can be addressed. It is an excellent guide for managers to harnessing diversity for success.

ICHAF offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates.

To book a seminar with Devan or for other training courses, please use the contact details below.
Tel: 011 262 2461 | Email: This email address is being protected from spambots. You need JavaScript enabled to view it. | Website: ichaftraining.co.za | devan-moonsamy.com

By Devan Moonsamy CEO of The ICHAF Training Institute

The first term of school this year has not gotten off to the best start for some children and their parents. At Laerskool Schweizer-Reneke in North West Province, a teacher has been suspended over racial segregation of children in a class. A photo was sent to parents by WhatsApp by the teacher which clearly shows a large group of white children seated together, and a few black children separated from the group at another desk. That’s a red flag, and a political protest was held outside the school.

But is this what people so quickly assume it to be? A number of explanations have surfaced. Firstly, this is simply the work of a racist teacher showing preference to the white children. Schweizer-Reneke is a town said to have deep racial divisions, and some say the teacher was even doing the right thing because of these tensions and because integration takes time.

Secondly, that the black children were new at the school and could not speak Afrikaans or English. Why this was in fact necessary was not made clear by the school. One reason could be that the children required a different teaching intervention which the teacher planned to give them in a small group setting. Separating learners according to needs in this way is a common practice and seems to make sense.

However, it is strange that the children who are said to need special attention are placed at the back of the class in the corner. Was it necessary to make them feel even more excluded in this way? It just doesn’t add up. MEC Sello Lehari who went in to address the situation has rejected this excuse and is investigating further.

Thirdly, it has been said that the children were allowed to sit where they wanted, and so the seating arrangements were their choice. This last reason is somewhat plausible because we do all tend towards ‘birds of a feather’ habits, and perhaps more so for young children in such a setting. But it would still seem unlikely that the children end up in the particular arrangement shown in the picture on their own. Does it not seem too well organised for these small children aged between four and six?

On social media, people were angered, and said it is unacceptable, while others say it is a ‘fake racial event’. Another teacher is to take the suspended teacher’s place, but some parents have already removed their children from the school.

Making an analysis this soon is difficult. More information is needed. However, I propose that it is the duty of the teacher in question and the school to make a formal apology at the very least for an insensitive way of arranging the children in the class. The teacher ought not to have placed the black children away from the others and at the back, especially if they needed more attention due to a language barrier.

Whether intentionally racist or not, it is highly offensive, and it is what we are supposed to be working very hard to prevent. Education has long been a site of racial contention, and we need to tread carefully. People of colour already feel marginalised in many settings. There is no need to throw that in their faces, and in such a personal way.

People are also naturally very protective of their own and other people’s children, and rightly so. It is not unfair to take to social media seeking public attention and comment on this photo. We need to debate this and ensure that children across South Africa are not subject to segregation or favouritism for any reason.

Let this be a warning to all teachers, educators, schools, colleagues, universities, trainers, etc. – we must be sensitised on these issues of racism in education.

Devan Moonsamy is the author of Racism, Classism, Sexism, And The Other ISMs That Divide Us, available from the ICHAF Training Institute.
The book tackles contemporary issues in the South African workplace, including a variety of diversity-related challenges and how these can be overcome. It is an excellent guide for managers to harnessing diversity for success.
ICHAF offers SETA-approved training in business skills, computer use, and soft skills. Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan or for other training courses, please use the contact details below.
Tel: 011 262 2461 | Email: This email address is being protected from spambots. You need JavaScript enabled to view it. | Website: ichaftraining.co.za

By Devan Moonsamy CEO of The ICHAF Training Institute

Conscientise is a somewhat new (1960s) and tricky-to-pronounce term, but the concept is a wonderful ally in the diversity process. Some pronounce the word as con-chi-en-chise; others say con-chen-tize. The latter seems to be the most common in South Africa and is the simplest. Never mind how you say it, though, so long as you get busy with it. A basic definition is that it is to make yourself and others aware of important social and political issues.

Conscientising is ensuring everyone knows their rights and responsibilities, but it also includes those nuances and subtle understandings that are more difficult to put into a list of dos and don’ts. To illustrate what it means to be conscientised in the workplace, think of someone coming in late to work. How a manager approaches the problem should differ based on their (conscientised) understanding of the employee and their circumstances. For those who have no choice but to use public transport to get to work, particularly unreliable forms of transport, and especially on a day when there has been a strike, the response should be one of understanding and sympathy for the stress they are likely feeling. What about employees with very young children? How do they warrant special consideration at times?

A conscientisied person is aware of these types of factors and their gravity, and will generally be better equipped to handle diversity and a variety of problems. In the workplace, conscientising is part of education, training and development. It is specifically identified as a precursor to the action of challenging inequalities in treatment and opportunities. People must know the power they have to do good and correct wrongs before they can achieve the ideals of equality and a non-racist society.

Combating racism is thus about conscientising ourselves and others. Notions of race-based inferiority are combated by means of attitude adjustments, something we as individuals are responsible for. It can certainly go a long way if we strive to educate those around us in a respectful manner or sometimes speaking in more firm terms if we are faced with deep-rooted racism which is causing harm to others.

By cleansing and greatly improving our attitudes about race we will have a healthier mindset, more authentic relationships, and thus greater chances of success in our relationships in and outside the workplace.

South Africa has a very painful past, and our wounds are not going to heal quickly. Many bridges between our diverse people need to be built and maintained. We can heal as individuals and as diverse groups of people working towards common goals. Conscientising is one very powerful way to do so.

The above is adapted from Racism, Classism, Sexism, And The Other ISMs That Divide Us by Devan Moonsamy, available from the ICHAF Training Institute and all leading books stores.
The book tackles contemporary issues in the South African workplace. It is an excellent guide for managers to harnessing diversity for success and overcoming diversity-related challenges.
Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan, please use the contact details below.
Tel: 011 262 2461 | Email: This email address is being protected from spambots. You need JavaScript enabled to view it. | Website: ichaftraining.co.za

South African author and diversity training guru, Devan Moonsamy, CEO of The ICHAF Training Institute has just launched his new book - Racism, Classism, Sexism, And The Other ISMs That Divide Us. “This book looks at overcoming the ISMs, (Instant Separation Magnets), in the South African context, and how to manage diversity so that everybody succeeds,” explains Devan. “The aspects of diversity are considered in detail with real examples and practical information on dealing with and preventing diversity-related problems.”

Here is a look at two scenarios from the book:
Imagine you are on the beach for a wedding. It’s so beautiful, and you feel like it’s a privilege just to be there. Suddenly, everyone goes quiet, and you turn to look behind you. The bride has arrived. In front of her walks a man playing the bagpipes. ‘The bagpipes?’ you think, ‘He must be at the wrong wedding!’ Both bride and groom are black.

In fact, he’s at the right wedding. The groom is descended from a Scottish man who adopted the Zulu culture and became a chief. He fathered many children with his Zulu wives almost 150 years ago. His offspring still embrace and merge aspects of the Scottish and Zulu cultures. It is certainly a proud and vibrant heritage to have. This is but one example of how pluralistic South Africans are.

Poverty is no cause to stay away from the market. Residents bring food and other supplies to be distributed to the needy. It’s no shame to come to the collection for help. Everyone understands that people fall on hard times. Over time, however, there have been noticeably fewer women, youths, people with disabilities and non-South Africans among those in need of charity. Better education, employment opportunities and fair wages mean a single mother can adequately care for her family on her own, and more youths have decent jobs. Xenophobia, homophobia, transphobia, racism, sexism, classism – these problems have become increasingly unfamiliar to the residents.

Integration in a context of such diversity does seem like a strange dream to many of us. But isn’t it beautiful? Wouldn’t it be wonderful to have?
Racism, Classism, Sexism, And The Other ISMs That Divide Us helps readers bring about transformation in their everyday dealings and in their organisations. It is useful for managers, HR departments, corporate trainers, strategists, students, and anyone facing situations of diversity which require strategic and prudent interventions. It helps in inspiring positive change, changing mind-sets, and transforming the status quo for the better of all

Help others enjoy more fruitful relationships with their peers by breaking free of classism, sexism, ageism, body shaming, etc., Learn how to manage prejudice and racism in your daily life.

Available at all leading bookstores!

Buy the online version on Kindle https://www.amazon.com/Racism-Classism-Sexism-Other-Divide-ebook/dp/B07H2H2S27 or order hard copies online from devan-moonsamy.com
For corporate orders, please use the contact details below.
Tel: 011 262 2461 | Email: This email address is being protected from spambots. You need JavaScript enabled to view it. | This email address is being protected from spambots. You need JavaScript enabled to view it.

By Devan Moonsamy – CEO the ICHAF Training Institute

Some of you may know how difficult it is to deal with real estate agents, and how hopeless one can feel when searching for a home to rent or buy. Sometimes it feels like unless you are standing in front of them with cash or an approved bond in hand you are almost invisible to them. It’s no exaggeration to say that some are sharks.

They don’t phone you back, they don’t reply to emails, they don’t seem interested in serving clients. That’s not to say all real estate agents are bad, some of very helpful. But there does seem to be an overall poor level of customer service. Perhaps because of the nature of the industry, it allows room for unethical practices.

Myself, colleagues and friends of mine have simply heart-breaking stories to tell about how dazed, hopeless and insulted we have felt trying to find a place to buy or rent. Very few real estate agents stay in contact and treat you like a human being.

A friend in Cape Town couldn’t help laughing when she read that a place 3km from the coast is, “A stone’s throw from the beach.” When questioned about this, the agent said that’s advertised for “the people from Joburg”. Apparently, Joburgers can’t tell the difference between 30m and 3 000m… One can’t believe the lies!

But there is more to this story, much more. It’s not just about lousy service and obscuring the truth. It really feels like there is racism adding to the problem. In fact, we know there is racism looking at the evidence.

For example, in Cape Town, one real estate agency advertises on its fliers that they are not racist. They explicitly state that they don’t discriminate on the basis of colour against people applying to buy in a new development. Why on earth should they feel the need to state this in their advertising?

People must be communicating bad experiences to them, experiences of being racially profiled and ignored for having a dark skin. Seeing the struggles of these folk, they explicitly advertise not to worry about this when dealing with them. On the one hand, it is a good selling point. How do real estate agents hope to make sales by ignoring over 80% of the population? On the other hand, it is a kindness of them, considering how much racism others seem to be getting away with.

It’s shocking, but not entirely unexpected when I place it in the context of my own recent experiences in trying to find a property. I have faced similar discrimination when travelling as a tourist, when shopping, and in the workplace. It may be easier for me personally to see when racism is happening because I compare it to how my white companions, especially my long-time white partner, are treated compared to me – sometimes when we are in the same room.

Various demographics almost always play a role. Young single men of all races have also related how difficult it is to find a place to rent. Why? It seems because they are male, and landlords and ladies prefer female tenants or couples. But preferably without children and pets of course.

Recently, someone gave an excellent review to a young gentleman looking for a new place. The previous landlady was very happy with him. But no matter how well she spoke about him, he kept getting turned away. If we add to this the requirement that tenants and buyers be white, it must narrow the market tremendously.

Ideally, the focus should be on who needs housing most. A decent home to live in shouldn’t be a luxury, and the property market should be needs driven. Still, many factors combine to make it difficult for the ordinary South African to secure a decent, affordable roof over their heads.

There is another inconsistency: most real estate agents are white. I didn’t deal with a single coloured, Indian or black agent in Cape Town while looking for a place. Having monitored the property market for the right place over more than two years, my employee from Cape Town also reports having dealt with just one non-white agent.

Real estate agencies have too firm a hold on property and the trends that affect it. Many people are being locked out of the market by excessive prices, the nightmare of dealing with agents, and discrimination. One factor that comes into play is that many previously whites-only areas are still largely dominated by white people. Integration takes time certainly. However, white agents have a firm hold on the property market in certain areas. They have the power to prevent non-whites from accessing housing in these neighbourhoods. All they have to do is ignore prospective non-white tenants and buyers. White agents may be overly protective of the white areas they live and work in.

It’s something which is very hard to prove of course, and it’s very hard to enforce non-discriminatory practices in an industry which is already so open to abuse.

A further question I have is why buyers can’t find private sellers and thus get around agents. There doesn’t seem to be any website or other forms of advertising for private buyers and sellers. Who is squashing this market and how are they doing so? There must be a way to remove the middle person and thus reduce costs in the housing market.

In conclusion, I would like to point out solutions to some of these problems. The government has announced the launch of its Megacities projects and various related programmes aimed specifically at helping the millions who are struggling to access housing and basic services.

What is encouraging is the Finance Linked Individual Subsidy Programme (FLISP). It is specifically aimed at first-time home buyers who are stuck in “real estate limbo”. These are people who don’t meet the criteria for RDP housing, but who also can’t afford bond repayments. It provides this large but underserved group a chance at owning their own property.

I urge readers to find out more about the FLISP and Megacities projects to see if they meet the requirements. It looks to be a fantastic opportunity for many South Africans to finally break the chains around the real estate market.

For more information on Devan Moonsamy and The ICHAF Training Institute please visit:
Website - http://www.ichaftraining.co.za/
Facebook - https://www.facebook.com/TheICHAFTrainingInstitute/?ref=br_rs
Twitter - https://twitter.com/TheIchaf
ENDS
For further comment from Devan Moonsamy you can email him on This email address is being protected from spambots. You need JavaScript enabled to view it. or contact him on 083 303 9159