Monograph 59: Demobilisation and its Aftermath I, A Profile of South Africa`s Demobilised Military Personnel, Garth Shelton, David Mon

The broad experience of demobilisation in developing countries, South Africa included, indicates severe difficulties when economically integrating veterans into civilian life. Long-term reintegration is directly dependent upon the former soldier obtaining stable and gainful employment. However, most veterans suffer from a shortage of capital and have no marketable skills that can easily be translated into full employment in a highly competitive civilian economy.

The results of the survey outlined in this monograph suggest that the vast majority of South Africa’s demobilised soldiers remain unemployed and are struggling to support themselves and their families. Many former combatants are clearly unhappy about their demobilisation from the SANDF, yet, a large number indicated an interest in rejoining the military if offered the opportunity. Some former soldiers have returned to their communities, have settled down, found jobs and have managed to put the past behind them. However, the picture as a whole suggests that former combatants still require significant assistance if they are to be fully reintegrated back into civil society. The results of this survey would thus tend to support the conclusions reached by Motumi, McKenzie and Cock in earlier studies, that demobilisation did not effectively provide for the effective reintegration of former combatants into society.

The survey results in this monograph suggest that the typical profile of the demobilised soldier is a black male in the age group between 26 and 35 years; unmarried, but perhaps living with a partner; with children to support; formerly served in MK for a period of approximately four to ten years; served in the SANDF for approximately one to four years in the infantry; was not demobilised by choice; has been demobilised for more than two years; completed schooling to the level of grade nine to eleven, but presently has no other non-military technical, or tertiary level education; completed only infantry-related training in the SANDF; has not completed any training or educational programme since leaving the SANDF; is presently unemployed, or is undergoing training in preparation for employment; and finally, has a very strong interest in further training, or skills enhancement.

Given that the demobilisation process affected only a limited number of individuals and that the next phase of demobilisation, or rationalisation, is likely to be much bigger, urgent attention needs to be given to:

Any support programme should be designed on the basis of the needs and aspirations of former combatants, their families and communities. Reintegration programmes thus need to be adjusted in response to a continuing dialogue with former combatants. Moreover, past experiences show that the process is more successful if it is demilitarised. But there is no guaranteed blueprint for success. The appropriateness of assistance interventions depends on a case-by-case basis. For both the former combatant and the reintegration programme administrator, the process is an ongoing and joint learning exercise. Given the need for continuing dialogue, the actual implementation of programmes is best handled in a decentralised way. However, effective communication with the central administration remains important for overall success.

The lessons to be learned from demobilisation in the developing world, as well as from South Africa’s first post-1994 demobilisation process suggest that the future rationalisation of the SANDF will require a very strong political commitment, an inclusive approach to planning, the availability and co-ordination of adequate funding, along with the required administrative capacity, comprehensive and targeted assistance packages and the determination to adopt a long-term perspective with regard to economic reintegration. Despite the obvious difficulties for former combatants to find employment outside the military, former defence personnel have a range of skills, which would be suitable for civilian application with some adaptation. These skills include administration, information technology, management, logistics, electronics, mechanics, civil engineering, vehicle maintenance, public health, cooking, printing and surveying. These skills form an excellent foundation for human resource conversion to gainful long-term employment.

The recommendations derived from the survey and comparative studies of demobilisation in the developing world are divided into recommendations with regard to previously demobilised soldiers and those with a bearing on proposed future rationalisation. Recommendations concerning those previously demobilised include the following:

Recommendations with regard to possible future demobilisation, or rationalisation include:

• the collection of current, high quality socio-economic data on soldiers earmarked for demobilisation;
  
  
• the preparation of appropriate and targeted safety net packages and reintegration initiatives;
  
  
• the mobilisation of donor support for specific assistance programmes; and
  
  
• strong political commitment and support, along with the timely delivery of promised resources.