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

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 of The ICHAF Training Institute

When virtue is lost, one must learn the rules of kindness
When kindness is lost, the rules of justice
When justice is lost, the rules of conduct
And when the rules of conduct are not followed,
People are seized by the arm, and it is forced upon them
Lao Tzu

Freedom of speech is not what many people think it is. People believe freedom of speech is a license to say anything. This is not true. All our human rights are tempered with responsibilities. No freedom is absolute.

People seem confused about this issue. Freedom of speech was initially a concern because of political reasons. Freedom of association likewise initially was about politics, as well as religious faith. If we think any government, once in power, won’t want to curb our freedoms to protect its interests, we are being naïve. And these are key reasons for these freedoms.

Freedom of speech, and the other freedoms we enjoy, are not there to allow discrimination. The word freedom seems to make people think ‘It’s a free country’ is an excuse to abuse others and infringe upon their rights and dignity.

We have the responsibility to educate ourselves and others about what freedom is for and the logical limitations thereto. People don’t know these things, even people who are well educated otherwise.

And so it seems not that shocking that Mangin Pillay of the South African Institution of Civil Engineering (Saice) said that women basically aren’t suitable for the STEM field because they don’t have men’s work ethic, among other reasons.

Pillay is likely to be Saice’s ex-CEO as a result of what he said in the Journal of the South African Institution of Civil Engineering. It’s a bit difficult to retract this article. It’s not a blog that can be deleted. How this article slipped through into the publication is highly questionable. How could the editors and other staff involved allow this?

Of course, Pillay, as the CEO of Saice, had too much power. There was no one checking on him. People assume CEOs and other c-suite executives are beyond this nonsense. It is yet another disappointing display of how serious the problem of discrimination against women is, and how hard it must be for women to advance in STEM fields when gatekeepers like Pillay are blocking them because of their gender.

The journal can’t afford such bad publicity. Saice can’t afford this. The STEM field can’t afford this disgrace. Why? Because women are more than half of us. They are a vital part of our society. In an endless number of ways, they are needed. Not just in the home, but in every field and domain in existence.
People may say that women do not belong in certain positions, such as leaders in some religions. Nevertheless, their influence must be felt on some level. Otherwise, their needs will be ignored.

Certain roles are prescribed to women. Take for example the education needs of children. People assume that who better to speak for the children and protect their interests than their mothers? However, women and men are needed in the field of child education, but women are considered better suited to careers in child education, and there are, for example, very, very few male pre-school teachers. I have certainly not heard of any.

Is it any wonder then that schooling methods are largely girl-child friendly, and have been shown to disadvantage boys? Boys’ education needs must be met through teaching methods.

People will readily agree with this and say yes, let’s get more men involved in child education so that boys aren’t sidelined. But they readily dismiss the need to bring more women into male-dominated fields, thinking it’s not important.

It is easy to focus on the problem, and people are rightly upset about what Pillay said. But I think we should step back a little and try to address this with a sense of duty, as opposed to a sense of ‘righteousness’.

This article is written from a sense of duty to inform people about what freedom of speech is and what it is not. It is the duty of those of us who are informed to try to reason with others and encourage more reasonable, accurate viewpoints.
As shown in the quote at the beginning of this article, a quote from a highly-respected philosopher from ancient China, if people refuse the principles of virtue, kindness, justice, and even the rules of conduct, it will finally be forced upon them. I think that this is true.

Pillay is having the rules of conduct forced upon him because he forsook the other criteria for the humane treatment of his fellow creatures. His ideas are rejected, and he is being punished through the media. People across South Africa, and some people worldwide even, point to him as the problem, not as a solution to the needs, realities and composition of society.

We have to try to act with a cool head in as far as is humanly possible in such cases. We have a right to be fed up, all of us, women and men, about these insults. Nevertheless, the focus should be on educating others about the principles of virtue, kindness and justice, and about what freedom of speech is and is not.

There must be a clear distinction between freedom of speech and discrimination. Otherwise one will have to learn it the hard way. It is hoped that Pillay has learnt this lesson and will sincerely reconsider his words.

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
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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