The Young Communist League voiced support on Thursday for retail group Woolworths, which is under fire for allegedly discriminating against whites when filling vacancies.
The YCL lauded Woolworths' efforts to comply with the Employment Equity Act and labour laws to ensure its labour force represented the country's demographics.
"We call on Woolworths to urgently implement these measures and further call on... all... unions in the retail sector to support the initiatives," said spokesperson Buti Manamela.
"We further call on Woolworths to make public their employment demographics, and hope that no white person currently employed will lose a job as a result of the company's compliance with labour laws."
Trade union Solidarity announced a campaign on Wednesday to force Woolworths to retract job advertisements it believed discriminated against whites.
Solidarity deputy general secretary Dirk Hermann said the company had failed to retract advertisements for posts for which only black candidates would be considered, despite the union raising concerns about this on Tuesday.
The campaign: "Woolworse: Making a differentiation", would be driven by social media and would include protest messages to Woolworths CEO Ian Moir.
Manamela said his organisation was not and would never be anti-white, but white people currently benefited more than other races from the labour market.
If not reversed, this situation would fuel racial tensions.
"We will tirelessly work to counter [Solidarity's] calls for a boycott of Woolworths goods and stores," Manamela said.
Law firm Cliffe Dekker Hofmeyr said employers should exercise caution when banning candidates from certain racial groups from employment or promotion.
"The facts of each vacancy should be considered in determining whether the conduct of the employer will be fair," said labour lawyer Johan Botes.
If candidates were excluded this could amount to unfair discrimination, unless the employer could satisfy a court that it had acted fairly and in accordance with its employment equity plan.
Employers who had already reached their employment equity targets but continued to discriminate against non-designated groups, would have difficulty in relying on the employment equity defence contained in the Employment Equity Act.
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