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.

自民主制度问世以来，南非的黑人非洲妇女在南非私营部门的管理阶层中所占的比例很低。尽管1998年第55号《就业平等法》（EEA）要求私营部门必须确保所有职业水平得到公平代表并反映南非的人口特征，但在这些职业水平上仍然将他们排除在外。南非私营部门表现出缺乏承诺，故意参与基于种族的招聘，并且未能发展和提升合格的女性担任管理职务，从而使黑人非洲妇女担任管理职务。因此，私营部门未能为黑人非洲妇女打破玻璃天花板创造向上的流动性。欧洲经济区要求私营部门采取平权行动措施，以在工作场所实现平等。据指出，自1998年以来，私营部门已经有机会设定自己的目标，以实现公平。但是，22年后，黑人非洲妇女仍然被排除在重要的管理职位之外。但是，如果私营部门未能实现既定目标，欧洲经济区没有具体规定罚款。这种方法未能增加黑人妇女担任管理职务的比例。但是，如果私营部门未能实现既定目标，欧洲经济区将不会特别施加惩罚。尽管这种方法试图让私营部门有机会设定自己的目标，但这种方法未能增加黑人妇女担任管理职务的比例。在管理阶层雇用黑人非洲妇女可以提高技能，提高晋升的前景，并在私营部门中担当进一步的领导角色。本文试图表明，黑人非洲妇女的进步要求南非采用没有灵活性的配额制，这将导致私营部门被迫任命管理级别的合格黑人非洲妇女。