These legislative frameworks make provisions for affirmative action, unfair discrimination and the definition of designated groups which are “Africans, Coloureds, Indians, women and people with disabilities” (Du Plessis, & Fouche, &, Van Wyk, 2004). The implications of these legislative changes in the external legal environments of organizations have thus; become the driving forces of South African organization’s internal changes. Changes in government regulations, in one form or another, have always characterised the external environments of organizations internationally.
What distinguishes the most recent spate of government initiated changes is the non-compulsory and incentives nature of the Broad Based Black Economic Empowerment Act of 2003. This Act may be seen as the most interesting due to the fact that not only does it encompass the evolutionary changes of secondary legislation (which is to say from initial enactment of employment equity to BEE to the current BBBEE), that further supports employment equity, but also gives incentives to corporate social investments strategies, meeting broader social aims.