COLUMN - Few things nowadays can spark public debate as quickly as a photograph on social media.

Sometimes, an innocent post intended to celebrate an achievement can trigger a conversation about race, fairness and representation, within minutes.

Last week, I published a post on Knysna-Plett Herald's Facebook page and website about a new intake of work-integrated learning (WIL) interns who will undertake an 18-month practical training programme in various Knysna Municipality departments.

The photograph showed only black participants, raising questions about representation and inclusion. Once again, the conversation quickly shifted from the post's purpose to questions about who was included and who was left out.

A photograph is not the full picture

After the post went viral, the Knysna Municipality released a statement in which it rejected the allegations that certain groups had been excluded during the recent recruitment process for its WIL programme. Acting Municipal Manager Dr Richard Martin said the opportunities had been publicly advertised, and that all applicants who met the requirements had an equal opportunity to apply.

The programme, funded by the Chemical Industries Education and Training Authority (Chieta), offers 20 unemployed young people the opportunity to complete the practical workplace experience required for their qualifications over 18 months. 

It is not a conventional municipal employment programme. The applicants had to have completed the academic component of specified N6 or National Diploma qualifications, be South African citizens and reside within the greater Knysna municipal area.

Martin also explained that preference was given to previously disadvantaged groups, in line with the programme's requirements.

Fairness is more than representation

Here lies the heart of the matter: equal opportunities do not necessarily mean that every group will be represented in the same proportions in every intake or photograph. The number of applications, qualifications, selection criteria and purpose of a particular programme all play a role.

At the same time, it is understandable that people ask questions when a group presented as a reflection of a public institution or community does not appear representative to them. 

The important distinction is between questioning the transparency of a recruitment process and questioning the legitimacy of the people selected. These are not the same thing.

The young people selected for this programme deserve recognition for reaching this milestone. They should not have to defend their place in the programme simply because questions have been raised about the recruitment process. Their achievement deserves to be celebrated, while the need for transparent selection procedures remains a legitimate matter for public discussion.

Transparency must come first

What is needed is clear communication.

Opportunities such as these should be repetitively advertised widely and well in advance across all available platforms, from print media to social media.

The requirements, qualifications, deadlines and selection criteria should be clearly explained so that everyone who may qualify can learn about the opportunity and has a fair chance to apply. 

This helps prevent misunderstandings and leaves less room for questions and accusations after the process has been completed.

Transparency should not become a priority only when criticism erupts on social media. It should be part of every recruitment process from the outset.

Prepare for the opportunity

But young people and all jobseekers also have a responsibility. We cannot simply wait for opportunities to come to us. We must actively seek them out, prepare ourselves and take every possible chance to develop our skills and experience.

This does not mean that the challenges of unemployment should be underestimated. The reality is that there are far more jobseekers than available opportunities. 

Many young people send out CVs without ever receiving feedback. Others have the necessary academic qualifications, but struggle to obtain the practical experience employers require.

It is a frustrating cycle that cannot be solved through personal initiative alone. That is precisely why institutions must fulfil their responsibility to make opportunities available fairly and transparently.

But every jobseeker should also strive to be ready when a door opens.

Plough the land while it is still dry. Plant the seed when there is no sign of rain. You cannot control the rain, but you can ensure that the ground is ready when it finally comes.

We have a responsibility to ask questions when something is unclear, but also to consider the facts before passing judgement. A fair society is not built on suspicion but on transparency, accountability and people who are willing to work towards their own future.

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