Tribal dominance and employment in the public sector: Fuss or reality?

In the context of employment, discrimination refers to "any disadvantaging of a person or group of persons to differential remuneration, terms and conditions of employment, employment rules and practices, promotion, job function or job description, job grade, job security, job training programmes, and any other condition of employment on the grounds of race, colour, ethnic origin or tribal distribution other than the legitimate interest ensuing from the nature of the enterprise”.

Widening the definition is the term ‘racial discrimination’, which includes any distinction, exclusion, restriction or preference based on any ground of race, ethnic origin or tribal distribution and which has the purpose or effect of nullifying or impairing equal opportunity or treatment in employment and occupation.

The Namibian Constitution is the country's supreme law, and all other rules are subject to its provisions. It prohibits discrimination based on race, colour, ethnic origin, language, gender, creed, social or economic status, and birth or other status. However, in practice, what the law provides for is different from what is on the ground because unfair discrimination still exists, particularly during recruitment and selection procedures.

This article takes a look at the legal framework of tribal lines and employment, and tries to explore the remedies available. The problem has received little public scrutiny, although concerns about it are often in the air, especially on social media platforms. Many concerns and allegations of discrimination come from ethnic minorities in various regions of the country. The steps that need to be taken to file a discrimination complaint properly and seek legal remedies must be clarified from these allegations. The reasoning behind these concerns is that Oshiwambo-speaking people are perceived to be favoured in getting jobs, especially in the public sector, compared to other minority tribes. These allegations have not been validated or confirmed by the Labour Court of Namibia, and the labour relations framework would also need to include measures to address the issue.

Investigation needed

I am a staunch supporter of democracy, which guarantees the right to opposing points of view as long as it is within the confines of the laws and constitution and does not cause physical harm to others. The apparent Aawambo dominance in the public sector needs to be seriously investigated, and appropriate remedies must be found.

Without trying to defend the scenario, the detailed national census will determine the facts. In its post-1990 case law, the Labour Court of Namibia has dealt with discrimination mostly inflicted on vulnerable individuals such as black pregnant women, HIV-positive employees and employees with previous criminal convictions. It has also developed an approach to interpreting and applying the many statutory provisions that proscribe discrimination in the employment context. Tribal politics and employment discrimination are difficult to pin down empirically, but they are recurrently reported as part of the unproblematic approaches to discussing tribalism in Namibia.

The result has been a generalising tendency which oversimplifies and trivialises the issue. I read and followed an open discussion on a WhatsApp group. The members are mainly technocrats and educated, and the topic surrounds the emerging problem of employment discrimination in the public sector, particularly in government. The positions highlighted by the concerned individuals are office clerks, cleaners and messengers, and those who fill these jobs are predominantly from Oshiwambo-speaking groups.

One individual put it this way: “How do we rebalance the tribal dominance of the Aawambo group vis a vis the minority tribes? Should the government introduce a quota system? What about the meritocracy factor?”

Aawambo assimilation

Of the over three million Namibian citizens, a large portion are Oshiwambo-speaking. While they predominantly occupy the rural northern regions of the Omusati, Oshana, Ohangwena and Oshikoto regions, many Oshiwambo-speaking people reside all over Namibia.

Many people have had to leave their region of origin to find suitable land and opportunities elsewhere. It is still being determined whether this could be one of the reasons for the tribe’s dominance in the public sector.

The Aawambo people have spread and populated other regions since colonial times and assimilated smoothly. For example, you can find a Damara-speaking Shikongo in Khorixas or a Murorua in Okahandja who does not speak Otjiherero.

Demographics have changed

Another observation made by an individual is that most financial institutions, such as banks and insurance companies, primarily employ Afrikaans-speaking nationals who belong to minority tribes in most regions. However, the demographics have changed since independence. Before that, the public sector was 100% white at the top, 30% coloured in the middle and 60% black at the bottom. This structure was often called the ‘Irish coffee’ employment pyramid. After independence, most white individuals left the public sector and took over the private sector, specifically banks and insurance companies. This shift was likely coincidental rather than intentional, but it now must be addressed to ensure equal opportunities for all people and better reflect the country's demographics.

Prejudice and stereotypes about our tribal ‘nature’ are widespread, and many Namibians accept these stereotypes without much self-reflection. This makes it difficult for society to have meaningful discussions or take constructive action on these issues. The first step in addressing this is creating a space for open public debate where people do not fear being labelled as tribal and facing hurtful criticism.

It is not surprising that most citizens are afraid to talk about their tribal affiliation and often keep it hidden instead of embracing and being proud of this aspect of their identity.

In reality, candidates openly seek support from members of their tribe during tribal elections. Many dynamics require intervention and investigation.

**Dr Lance Hauuanga, PhD, is a philanthropist and technical and vocational education and training expert.