In recent years, South Africa has seen a significant rise in the implementation of internships and learnerships by large corporations. These programs, often touted as solutions to the country's high youth unemployment rates, are designed to provide young people with valuable work experience and skills. However, beneath the surface lies a more complex and troubling reality.
Big corporations have increasingly turned to internships and learnerships as a cost-cutting strategy. By hiring interns and learners, companies can significantly reduce their labor costs. These positions are often offered as 24-month work opportunities, with the option to retain a few interns as permanent staff at a junior level. However, the majority of interns are released back into the job market, frequently returning to unemployment. This practice often involves a subtle yet deliberate strategy: after about ten years of service, experienced professionals are pushed out, only to be replaced by a group of five or six interns. This cycle repeats itself, creating a revolving door of inexperienced labor.
While this approach may seem like a responsible initiative on the surface, it has far-reaching consequences. The lack of experienced professionals in the workforce leads to the production of substandard products and services. Without the guidance and expertise of seasoned employees, companies struggle to maintain the quality that consumers expect. This decline in quality can be seen in various industries, from manufacturing to customer service.
The economic and social implications of this trend are profound. As experienced professionals find themselves out of work, the unemployment rate among the 35-55 age group continues to rise. These individuals, who have dedicated years to their careers, now face financial instability and uncertainty. The social consequences are equally troubling, as families and communities grapple with the fallout of job loss and economic hardship.
Statistics reveal a worrying trend. Despite the increase in internship and learnership opportunities, youth employment rates remain stagnant. Interns often move from one company to another, gaining only a year or two of experience before seeking better pay elsewhere. This cycle of short-term employment does little to provide the stability and growth that young people need to build successful careers.
Regarding the issue of experienced professionals being pushed out, the process begins subtly after seven years of service. At this point, employees are informed that they will no longer receive annual increments as they have reached the salary threshold for their role. Subsequently, they are assigned additional responsibilities without any extra pay. By the tenth year, many employees leave the job out of frustration, although this is often part of a well-planned strategy to push them out.
Moreover, the reluctance of experienced professionals to transfer their skills to younger employees exacerbates the problem. Fearing job insecurity, many seasoned workers choose to withhold their knowledge, hoping to be retained as consultants after reaching retirement age. This creates a gap in skills and knowledge transfer, further hindering the development of a competent and capable workforce.
In conclusion, while internships and learnerships are intended to address youth unemployment, they inadvertently contribute to a growing crisis among experienced professionals. The current approach is a recipe for disaster, with long-term implications for South Africa's economy and society. Policymakers and corporations must work together to create a balanced approach that benefits both the youth and experienced professionals. Only then can we hope to build a sustainable and prosperous future for all.
Author: Zwelakhe Simelane