Nepotism, cronyism and favouritism in the workplace

Written by Matjiua Kandovazu

Many companies in Namibia claim to be “equal opportunity providers”, but what does that really mean, and is it the case?

Unemployment remains stubbornly persistent in the country, and while most job applicants crave genuine employment equity, nepotism, cronyism, and favouritism are still rife, especially in the private sector. Job seekers want to work in modern meritocracies where they are afforded a fair and equal chance to succeed and advance in their careers, regardless of their race, gender, religion, age, sexual orientation, who they know, or other personal characteristics and circumstances. However, job advertisements and interviews having seemingly become mere formalities, and decisions are made on golf courses, at barbeques, and even during afterchurch brunches.

Nepotism, cronyism, and favouritism practices are disadvantaging and disenfranchising. These unfair labour practices manifest in different ways in the workplace. In many private companies, it is common practice for managers to use their position, influence, and authority to give their relatives, friends, and acquaintances jobs, promotions, and salary increases, even if they are not the most qualified candidate or deserving. As a result, there is a shockingly high number of companies where one can find employees with no qualifications and limited experience holding higher positions and earning more than their colleagues who are more qualified and experienced. Some companies have “inner circles” consisting of a small group of individuals who have close relationships with top management or hold positions of power within the organisation. This group often gets preferential treatment, such as better work assignments, more opportunities for training or advancement, and access to options not available to other employees. In terms of employee and industrial relations, ‘privileged’ employees walk away from clear-cut dismissible offences, disciplinary cases and grievances with less harsh punishment or without any corrective action at all. Additionally, poor performance and a lack of productivity are overlooked and usually have no real consequences.

Allowing personal relationships, rather than merit, to influence recruitment and work-related decisions has undesirable consequences for companies. It is, unsurprisingly, one of the main reasons why some companies in Namibia are not performing. It typically drastically decreases organisational performance as employees may feel demotivated and undervalued. It also breeds a toxic workplace culture based on division, distrust, and apathy. This consequently leads to a negative employer brand and bad reputation, which decreases a company’s ability to attract and retain talent.

Employment equity is vital because it promotes fairness and equality in the workplace. It helps to ensure employee job satisfaction and can have a positive impact on business success.

In the future issue, we will explore ‘meritocracy, diversity, and inclusivity’ as antidotes to ‘nepotism, cronyism, and favouritism’ in the workplace.