Monograph 61: Demobilisation and its Aftermath II, Economic Reinsertion of South Africa`s Demobilised Military Personnel, Ian Libenber

The integration of former statutory and non-statutory force members into the South African National Defence force (SANDF) provided numerous challenges. In addition, the new defence force was to be rationalised along the stated objective of a modern, but smaller defence force, which would suit the new defence budget for peacetime purposes. Generally, it is agreed that the integration of previously contending forces was successful and functionally effective for the SANDF. The new defence force was more legitimate and representative than ever before. However, as a result of the unaffordable size of the new force after integration (more than 100 000 members), rationalisation became imperative. The rationalisation process meant the demobilisation of integrated forces, which affected thousands of soldiers (inclusive of former combatants) of whom the majority were unskilled or semiskilled compared to the demands of the South African economy.

The fact that demobilisation and reinsertion programmes were not readily in place and not properly planned created social problems, such as poverty and unemployment among former soldiers. The same applies to members of the SANDF, who have been and will still be rationalised to reach the envisaged core force strength of 70 000 members by April 2002.

This monograph describes the experiences and needs of former SANDF personnel and combatants — for example, from Umkontho we Sizwe (MK) and the Azanian Peoples’ Liberation Army (APLA) — with regard to reinsertion into the South African economy. It explores the availability of foreseeable job opportunities for demobilised soldiers and provides suggestions on how to assist those without jobs to re-enter the job market in a fruitful and sustainable way.

Research was conducted among 307 former soldiers. The majority of the sample consisted of non-statuary forces combatants. Other respondents came from the former South African Defence Force (SADF), as well as from the integrated SANDF, while some did not disclose their previous affiliations. Unstructured or qualitative methods, open-ended questions included in the survey schedule and fieldnotes and reports written by fieldworkers were also utilised to gather information. Due to the exploratory nature of the study, these results should at best be regarded as tentative, since non-probability sampling was not possible and the results can therefore not be generalised to apply to the whole population of demobilised SANDF personnel and former combatants.

By far the majority of the 307 respondents were black, male, less than 40 years old and former MK soldiers. About 37% were unemployed. This was especially high among the 19 to 30 year age group of whom 43% were unemployed. Significant differences in educational levels existed between the employed and the unemployed. Approximately two-thirds (65%) of the respondents employed full-time had attained grade 12 or higher, whereas this proportion was just more than one-third (35%) among the unemployed.

Approximately one out of three (38%) respondents mentioned one or more forms of training that they had received, while the others (62%) did not mention any training. Out of the one-third who received military training, more than three-quarters (77%) said that this training had not helped them to find a job. Among the unemployed, less than one out of ten said that training had helped to ‘some extent’ or ‘a lot’. Among the employed, on the other hand, this was more than one out of three.

Given the limited benefit of previous training received, it came as no surprise that 264 respondents (88%) were very interested in receiving further training that would enable them to become self-employed. This interest was particularly high among the unemployed and those already involved in training or studies. In both groups, more than 90% indicated that they were very interested. However, full-time employed (75%) and part-time employed (82%) respondents also showed a keen interest in further training. No gender differences were found.

Among the employed respondents, 90% indicated that the SANDF had not done enough to help them when they left the military. This negative perception was more frequently communicated among the unemployed, with 99% of this group indicating that the SANDF had not done enough to help them. The majority of the former military personnel (41%) said that the SANDF could have equipped them with skills that would have improved their chances in the job market.

The Citizen Force (an alternative for employment) was generally regarded as neither a bad nor a good thing. However, those who had been in personal contact with the Citizen Force tended to be more negative about it than those who had not had any contact with it. Negative perceptions were most common among unemployed respondents.

Notes made by fieldworkers of interviews revealed disillusionment, distrust and extreme dissatisfaction with the treatment the received by former soldiers from SANDF. This related to a (perceived) lack of support in skills development, financial assistance and in securing alternative employment either inside or outside of the SANDF.

At the same time, an examination of shifts in formal sector employment showed that 266 288 new jobs have been created throughout the South African economy between 1995 and 1999. An analysis of the labour market showed that declines in employment in South Africa during the period 1995-1999 were mainly concentrated in semiskilled and unskilled occupational levels. In agriculture, employment reductions affected unskilled occupational levels, in community services, semiskilled and unskilled occupational levels were affected, while the employment reductions were very strongly concentrated in the unskilled occupational levels and marginally at the skilled levels in domestic services. The real winners were occupational categories located within skilled and semiskilled levels. Overall, 567 504 unskilled jobs disappeared and unskilled people were the real losers of the structural shifts in employment levels.

The shift to skilled and semiskilled occupations as a proportion of the economically active population, experienced in the South African economy, is likely to continue if the attempt towards trade liberalisation and constructive engagement with the global economic system is taken into account. The real implication for the typical demobilised soldier is that, in order to be reinserted into the South African economy, lower skilled and semiskilled persons would have to become double or multiskilled (on a personal level) to attain and/or maintain employment. This does not augur well for the individuals in this study, who are not (yet) skilled, or do not indicate a willingness to enhance their skills at least to semiskilled or multiskilled levels.

With regard to demand for labour, moderate growth in building and civil engineering sectors (construction sector) is expected. The largest growth is expected in the wholesale, retail and accommodation sector. Moderate growth is expected in wholesale and retail and faster growth in catering and accommodation.

Little is known about employers’ willingness to employ former soldiers. An exploratory study showed that it is difficult to extract information from employers on this issue.

Several suggestions are made in this monograph with regard to policy and policy formulation, the need for further training and (re)skilling of former combatants, pilot project(s) and proposals with regard to the Citizen Force. One of the main recommendations is that policies should shift away from transforming security institutions towards redressing the situation of those who were adversely affected and those who will still be negatively affected between now and the conclusion of the demobilisation process. More specific recommendations included a focus on small and medium-scale projects aimed at skills development in areas that would enhance individuals’ chances in the labour market. It is also suggested that two or three Citizen Force units could be established that are situated within the tradition of the armed struggle to provide part-time employment for former combatants.

Proper reinsertion, as the study showed, is a complex and urgently needed process. The South African labour market for lower skilled people has become saturated. Skills have to be developed. However, skills development should not be undertaken in a general and untargeted manner, but rather follow a well-focused and inclusive strategy aimed at building skills that are in demand. Furthermore, initiatives to employ former soldiers in security and defence environments should take into account their military culture and identity, which are still divided along racial and political lines. Whatever strategies might be developed to improve the reinsertion process, special attention should be given to the (in)human aspect of demobilisation. Former soldiers made it clear that the kind of process through which they were demobilised should be avoided in future demobilisation processes at all cost. More attention to the procedural aspects (at least transparency and equal treatment) of demobilisation is strongly recommended.

The study implicitly showed that the demobilisation process — and future rationalisation exercises — of the armed forces should follow a fair procedure, which is both legitimate and non-racial. If not, some historically ingrained faultlines may allow racist attitudes (previous political antagonisms) to fester. On all of the above levels, the challenge is to deal with the issue of demobilisation and rationalisation no longer as a matter to talk about, but to transform it into decisive proactive action.