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Rebecca Campbell | 26 January 2026 The Chemical Industries Education and Training Authority (CHIETA) has stressed that providing equitable access to high-quality maths and science education, especially for learners in under-resourced and rural areas, is a priority. Such education is essential to unlock career opportunities for young people in science-based industries and for the country’s long-term development. Yet gaps in maths and science education persisted. Addressing them requires targeted and collaborative support, that goes beyond the classroom. “The Matric Class of 2025 [results] reminds us that talent is evenly distributed, but opportunity is not,” highlighted CHIETA CEO Yershen Pillay. “Programmes such as CHIETA’s STEM Learner Support Programme exist to close that gap by giving learners access to the academic reinforcement they need to succeed in critical gateway subjects. If South Africa is s“The Matric Class of 2025 [results] reminds us that talent is evenly distributed, but opportunity is not,” highlighted CHIETA CEO Yershen Pillay. “Programmes such as CHIETA’s STEM Learner Support Programme exist to close that gap by giving learners access to the academic reinforcement they need to succeed in critical gateway subjects. If South Africa is serious about building a future-ready workforce, we must continue investing in mathematics and science support that creates real pathways from school into scarce and critical skills sectors.” The abovementioned leaner support programme provides additional and structured tuition in maths and the physical sciences. It strengthens the performance of the learners and creates a pipeline of future professionals, equipped to pursue essential but scarce skills in the manufacturing and chemical sectors.erious about building a future-ready workforce, we must continue investing in mathematics and science support that creates real pathways from school into scarce and critical skills sectors.” The abovementioned leaner support programme provides additional and structured tuition in maths and the physical sciences. It strengthens the performance of the learners and creates a pipeline of future professionals, equipped to pursue essential but scarce skills in the manufacturing and chemical sectors. “Matric results are an important national milestone, but they also reflect the strength of the systems that support learners along their educational journey,” affirmed CHIETA. “The [record] achievements of the Class of 2025 reaffirm the importance of targeted STEM interventions to ensure that every learner, regardless of their background, can realise their full academic and career potential.” An example of just such an intervention is a Maths and Science Learner Support Programme in Qwa Qwa in the Free State province, which aided 200 Grade 12 (matric) learners. This programme is a partnership between CHIETA, the Free State Department of Education, and banking and investment group Investec, and provides the learners with additional teaching, over weekends and in school holidays. This greatly improved their confidence and their knowledge of the subjects, and so made them ready to take the exams.   One of these learners, Bokang Mokubung, at the Bluegumbosch Secondary School, achieved a mark of 97% in both maths and physical sciences in the matric exams at the end of last year. He was ranked first among learners in Quintile Three schools for maths. (Quintile Three schools serve lower-middle-income areas.) “I am very grateful and appreciative of the support and funding from the Department, CHIETA, and Investec,” he said. “The additional tuition helped me improve my grades from level six to level seven.” “CHIETA reaffirms its commitment to partnering with government and industry stakeholders to expand access to quality STEM education,” assured the agency. “By investing in young talent today, the country is building a skilled workforce that will shape its future.” ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://www.engineeringnews.co.za/article/chieta-highlights-its-support-for-maths-and-science-education-in-under-resourced-areas-2026-01-26

FA News | 20 January 2026 The Technology Innovation Agency (TIA), an entity of the Department of Science, Technology, and Innovation (DSTI), has signed a Memorandum of Understanding (MOU) with the Insurance Sector Education and Training Authority (INSETA) to advance skills development, innovation, and capacity-building within the insurance sector and related industries. The MoU was signed on Thursday 18 December in Johannesburg. Through this five-year agreement the two entities seek to maximise impact and support national strategic objectives through various programmes and initiatives. These will be geared at developing a skilled, future-ready workforce aligned to current and evolving industry needs while facilitating access to innovation and commercialisation support for SMMEs, startups, and entrepreneurs. The precursor to the MoU was a collaboration agreement between TIA and INSETA for an innovation challenge in the insurance and related sectors. Through this initiative, 20 innovative solutions were developed addressing challenges faced by the insurance industry arising from the fourth Industrial Revolution and the COVID-19 Pandemic. The current MoU seeks to scale up from the previous agreement for much greater impact. The entities will promote a culture of innovation for the insurance sector through joint bespoke platforms based on three pillars of the agreement, namely: Innovation and Technology Development Entrepreneurship, SMME Development and Market Access Establishment of Insure Digital Hubs This five-year collaboration seeks to achieve strategic goals aligned to the mandate of both entities by enhancing research, technology transfer, and applied innovation across universities, TVET colleges, and the private sector. "To us, the signing of this MoU marks more than just a formal agreement but is a mark of a maturing system where government entities can work together to deliver more impact. Aligning our mandates and strategic objectives will strengthen innovation-led skills development, drive sector growth, and promote inclusivity in the insurance sector. Over the years we have seen various interventions from entities in the areas of skills development, innovation and enterprise development, but these operate in silos and cannot scale up. “The partnership between TIA and INSETA demonstrates a move beyond traditional skills development models as it integrates innovation, commercialisation and economic growth. Innovation is a key driver of skills relevance and if the two are paired then we can have skills relevance and inclusive growth in the sector,” said Mr Loyiso Tyira, Chairperson of the TIA Board.  By leveraging the Quadruple Helix model of innovation, which promotes collaboration between academia, industry, government, and civil society, the initiative aims to create a shared vision for strengthening the role of SETAs in building a more dynamic ecosystem that empowers the workforce and drives socio-economic impact through innovation. Rooted in the shared mandate of both organisations to drive socio-economic impact through skills development and innovation, the agreement supports national priorities outlined in the National Development Plan (NDP), the Economic Reconstruction and Recovery Plan (ERRP) and the Decadal Plan. It formalises a joint commitment to building a future-ready workforce while addressing systemic challenges such as unemployment and digital exclusion. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://www.fanews.co.za/article/talked-about-features/25/straight-talk/1146/tia-and-inseta-mou-to-strengthen-transformation-inclusivity-and-diversity-in-insurance-sector/43176

Whilst making a financial contribution to an Enterprise Development or Supplier Development Beneficiary is deemed a contribution, it does not always constitute a sustainable claim. A claim for each of these sub-elements needs evidence that demonstrates an organisation’s intervention has contributed to growth, sustainability, as well as operational and financial independence.   The monetary route is one contribution option. However, other avenues are contributing an asset or upgrading equipment. In such a case, the value of the asset or the upgrade will determine the claim. It is important to note that only the asset or upgrade is a claim. A B-BBEE Rating Agency will not recognise other line items on an invoice that do not relate to the initiative.   When submitting a claim for granting an asset, it is irrelevant whether it is new or pre-owned, imported or locally produced.   Enterprise & Supplier Development Services are available to help members ascertain that their investment is an authentic contribution.

The concept of “Black New Entrants” is found under the Ownership scorecard whereby the Amended General B-BBEE Codes of Good Practice allows for Two Points to be scored based on a 2% Compliance Target.   The definition contained under Schedule 1 of the Amended General B-BBEE Codes of Good Practice  defines “Black New Entrants” as “ Black participants who hold rights of ownership in a Measured Entity and who, before holding the Equity Instrument in the Measured Entity, have not held equity instruments in any Entity which has a total value of more than R50,000,000.00 measured using a standard valuation method.”   Technical Services are on hand to assist with the understanding of the above and how it is recognised.

South Africa’s greatest economic challenge is not a lack of talent or entrepreneurial spirit,  it is a lack of access. Enterprise & Supplier Development (ESD) directly addresses this gap. When implemented with accountability and long-term commitment, it changes the structure of the economy by broadening ownership, deepening industrial participation and creating pathways for sustainable Black Industrialists and Suppliers. This is how B-BBEE Transformation moves from rhetoric to reality.   Whilst we await further announcements and information around the ESD Transformation Fund on how it will impact the B-BBEE Scorecard, the Website has been launched containing information relating to certain aspects of the Fund.    The link can be found Here .   Enterprise & Supplier Development Services are available to help members understand further details on the ESD Transformation Fund.

The Citizen | 21 January 2026 Trades and technical skills are proving more practical than many traditional degrees. It is a useful and timely reminder from the Kagiso Trust that young people and new matriculants should consider 99 occupations which are in high demand and which they can qualify for through technical and vocational education. Kagiso Trust CEO Mankodi Moitse says the reality is that the economy is crying out for skilled workers across numerous sectors. Of the 350 occupations listed, 99 require certificates at National Qualifications Framework levels 1-5, which can often be obtained in just a year of focused, practical training. The jobs she has listed include everything from fitters and turners to bricklayers, accounts clerks, mechanics, boilermakers, commercial sale representatives, chefs, tour guides, flight attendants, community health care workers and interior designers. She says: “These aren’t just jobs, they are careers with genuine growth potential. An electrician can become an electrical contractor. A chef can open their own restaurant. A bookkeeper can become a financial manager. Technical and vocational education are launching pads, not dead ends.” For too long, many people have looked down at “the trades” as something beneath them, while they dream of esoteric degrees which, sadly, will not put food on the table. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://www.citizen.co.za/news/opinion/you-dont-need-a-degree-to-work/

Alex Hogg | 20 January 2026 Black Economic Empowerment (BEE) remains one of the most polarising policies in post-apartheid South Africa. Supporters argue it is essential for correcting historical injustice, while critics contend it has become economically destructive and socially corrosive. In a candid interview with Alec Hogg, Gerhard Papenfus, Chief Executive of the National Employers’ Association of South Africa (NEASA), sets out why he believes BEE has failed to deliver meaningful empowerment and is instead harming the country’s economic foundations. Papenfus recently drew national attention after publishing a strongly worded open letter to Mineral Resources and Energy Minister Gwede Mantashe. The letter was prompted by comments made by Mantashe suggesting opposition to BEE stemmed from white South Africans seeking to protect historical privilege. Papenfus rejects this characterisation outright, arguing that resistance to BEE is far broader and rooted in lived economic reality rather than race. According to Papenfus, BEE has created an “unnatural economy” in which access to opportunity is determined by political compliance rather than merit, price or quality. He describes the system as coercive, claiming businesses are effectively forced to participate if they wish to trade with government or large corporates. For many small and medium-sized enterprises, this pressure has led to costly ownership deals, weakened governance structures and, in some cases, business failure. A central theme of Papenfus’s critique is that BEE has entrenched elitism rather than broad-based empowerment. He argues that while a small, politically connected group has accumulated extraordinary wealth, the vast majority of South Africans - including those previously disadvantaged under apartheid - remain excluded from meaningful economic participation. In his view, this concentration of benefits undermines social cohesion and deepens public frustration. Papenfus also questions the psychological and cultural effects of empowerment through entitlement rather than enterprise. He draws a sharp distinction between entrepreneurs who build businesses through risk, sacrifice and perseverance, and beneficiaries who receive ownership or directorships without contributing capital, expertise or effort. The latter, he argues, often lack the incentive or commitment required to sustain a business, resulting in dysfunctional boardrooms and declining performance. Throughout the interview, Papenfus returns to the concept of entrepreneurship as the cornerstone of genuine empowerment. He speaks from personal experience, describing the early struggles of building a business from nothing and the enduring value of learning through failure. This process, he contends, creates not only financial returns but also skills, resilience and intergenerational value - outcomes he believes BEE largely fails to achieve. Another key concern raised is the economic cost of inflated procurement and poor service delivery. Papenfus cites examples from infrastructure, energy and state-owned enterprises, arguing that contracts awarded on the basis of compliance rather than competence have dramatically increased costs while reducing quality. These inefficiencies, he says, ultimately burden taxpayers and weaken the broader economy. When challenged on whether his position seeks to preserve white economic dominance, Papenfus insists the opposite is true. He points to the vibrancy of the township economy and the success of informal and small-scale entrepreneurs as evidence of untapped potential. His argument is not against transformation, but against a model that prioritises ownership transfer over skills development, competition and value creation. Looking ahead, Papenfus believes that abandoning BEE in favour of merit-based economic participation would deliver rapid improvements. He claims that awarding contracts transparently on price and quality would stimulate growth, restore confidence and expand opportunities far more effectively than the current system. While he acknowledges the political unlikelihood of such reform in the short term, he argues that rising public opposition may eventually force a reckoning. For Papenfus, the debate is no longer ideological but practical. South Africa, he warns, cannot afford policies that enrich a few while impoverishing the many. True empowerment, he concludes, comes not from entitlement, but from the freedom to compete, create and succeed on equal terms. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://www.biznews.com/interviews/directors-cut-gerhard-papenfus

Thulani Dasa | 18 January 2026 The minister of labour must introduce clear, strategic interventions to decisively reduce South Africa’s unacceptably high unemployment. This cannot remain a discussion exercise while millions of citizens are locked out of economic participation. We must urgently identify basic and entry-level jobs that should be prioritised for only South African citizens. Fuel station attendants are often foreign nationals. On farms, in restaurants and in other low skill sectors, the pattern repeats itself. There is something fundamentally wrong when work that requires basic skills, jobs that should serve as an entry point into the economy for our youth, are largely performed by foreign nationals while South Africans remain unemployed and wallow in poverty. This is not xenophobia. It is patriotism. Every responsible state prioritises and protects its citizens in its labour market while managing migration lawfully and humanely. South Africa must do the same. Economic inclusion of citizens is not negotiable. Without it, social cohesion, dignity and national stability will continue to erode. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://www.businessday.co.za/opinion/2026-01-18-letter-prioritise-jobs-for-sa-citizens/

Lindsey Schutters | 18 January 2026 To quote The Cardigans: “Dear, I fear we’re facing a problem.” Right now, the Electronic Communications Act (ECA) treats all networks that serve internet connectivity the same, but the regulations assume terrestrial infrastructure. So, when trying to apply it to an internet service provider that operates via low-Earth orbit (LEO) satellites and may never touch the internet infrastructure on South African territory, you have an inherent problem. The citizens do not own the sky, but we should (through our democratically elected representatives) have some say on what data moves across our radio spectrum. And there should also be a local presence to help with customer complaints, and with national security concerns. To that end, Communications Minister Solly Malatsi is correct in his assertion that the country needs reform. But to be fair to the laws as they stand, choosing the path of circumventing ownership regulations around the country’s scarce national resources might not be the best option. Yes, there is an anti-BEE agenda Whe n Dion George sat down with Heidi Giokos to read his party resignation letter to the nation, his answers to the subsequent questions were coded with all the same language of the IRR and DA’s crusade. George suddenly had much to say about “race laws” and the need for “equivalence” – a clear wink to equity equivalent investment programmes (EEIPs) as an alternative to direct black ownership. In turn, by directing the regulator to align strictly with the B-BBEE ICT Sector Code (which allows for EEIPs for service companies like Microsoft and IBM) he is effectively creating a path for multinationals like SpaceX to bypass the strict 30% historically disadvantaged group equity requirement that Icasa has clung to with regards to dishing out licenses. However, the department insists this is standard practice rather than a political crusade. Malatsi’s spokesperson, Kwena Moloto, responding to questions from Daily Maverick, argued that “EEIPs are not new. They are an established mechanism that has been used to unlock investment and deliver practical empowerment outcomes... Since 2007, there have been 23 international companies that have utilised EEIPs.” He was also careful to clarify that this doesn’t exempt companies from the law: “Scarce natural resources owned by the state are typically made available for use through usage licences. Section 10 of the B-BBEE Act requires that where a licence is granted, the licensee must comply with the B-BBEE Act. This does not change.” An alternative direction When pressed to list other possible market entrants who would benefit from EEIPs, Moloto said that “it is not for the minister to pre-announce which companies may be considering an EEIP application”, aiming to depoliticise the specific Starlink connection. But practically, the political football about ownership should actually be a technical discussion about sovereignty and safety. Malatsi doesn’t need to fight the ownership battle to get Starlink into the country. He could simply look up. The current ECA was written for towers, fibre and copper. Things that are physically planted in South African soil. This creates a massive regulatory loophole that should be closed by enforcing some kind of local presence to comply with enforcement of consumer protection laws. Satellite operators like Intelsat and Eutelsat have been serving South African users without owning significant local infrastructure because the spectrum access is managed by the UN’s International Telecommunication Union. If their data traffic never touches a local gateway (thanks to inter-satellite links), Icasa’s traditional enforcement tools become toothless. Eating humble pie It’s on this technicality that Malatsi is very much justified in his pursuit of an EEIP directive. Starlink needs to obtain an Electronic Communications Network Service licence – permission to operate a network – and an ECS (Electronic Communications Service) licence – permission to provide connectivity to end‑users. Mobile virtual network operators have historically operated under ECS licences without facing the same rigid equity ownership requirements as network owners. Then it’s just about applying for landing rights and getting the equipment (terminals and routers) approved by Icasa. This is where the minister’s focus should be. Rather than just finding a workaround for the 30% ownership rule, he should be working with Icasa to expand the scope of the ECA to explicitly include non-geostationary satellite constellation operators. It’s a parity problem, not an equity problem The Association of Communications and Technology (ACT) – which represents mobile network operators like Vodacom, MTN and Rain – has been careful with its words, but the message is clear: “No exceptions.” ACT CEO Nomvuyiso Batyi took this stance when Malatsi’s draft directive was first tabled in May 2025. In a response at the time, she said that ACT constituents support innovation and were not opposed to having a new competitor, but it must be “within the same rules that everyone else follows”. Their concern is about regulatory parity. Local operators spend billions on spectrum licences, universal service obligations and Rica compliance. If a global player is allowed to swoop in, offer services without a local licence and bypass the heavy lifting of national security compliance because the law doesn’t quite know how to categorise them, that is fundamentally unfair competition. And, if Malatsi pushes the EEIP route solely to solve the ownership problem, he risks ignoring the operating problem. Starlink needs to be regulated not just as a company that needs to be owned by locals, but as a unique type of network that requires specific checks and balances. A better route to the stars Malatsi is right: the system is clogged. But the blockage isn’t black ownership. The obstacle is an analogue law trying to regulate a digital space race. Instead of burning political capital, the minister could instruct Icasa to modernise the licensing framework and mandate a local legal presence (not necessarily equity partners) for Rica and consumer disputes. By framing the solution almost exclusively around the DA’s preferred mechanism of equivalence, he might be missing the chance to fix the actual wiring of our telecommunications regulations. We don’t just need a workaround for Elon Musk; we need a modernised ECA that is ready for the future of the internet. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://www.dailymaverick.co.za/article/2026-01-18-opinion-mixed-signals-are-muddying-the-starlink-debate-waters/

IOL News - Journal News | 14 January 2026 The Department of Employment and Labour said the submission would mark the first year in the submission of EE Reports since the amendment of the EE Act that now requires designated employers to prepare and implement EE Plans for the period from 1 September 2025 until 31 August 2030. The department explained that the Employment Equity Amendment Act, No. 4 of 2022, became operational from 1 January 2025. Since then, two sets of EE Regulations on EE reporting forms and other EE templates, and the 5-year sector EE targets for the eighteen economic sectors were published on 15 April 2025 to provide guidelines to employers and employees on how to interpret and implement the EE amendments and sector EE targets. In terms of the EE Amendment Act, designated employers will, for compliance purposes, be assessed against their own annual targets set towards meeting the relevant 5-year sectoral numerical targets.  The 5-year sectoral numerical targets are key milestones towards achieving the equitable representation of the different designated groups within the four upper occupational levels in an employer’s workforce in relation to the demographics of the applicable economically active population (EAP), and for persons with disabilities. In terms of the EE Act, it is important that the reports submitted must contain the prescribed information and must be signed by the Chief Executive Officer of the designated employer. The National Employers' Association of South Africa (NEASA) explained that missing the deadline to submit the EE reports may lead to Labour Court action and possible fines. It added that employers should keep evidence of attempts to submit in case there were system glitches or the system crashed. “It is certainly not ideal to miss the deadline, and therefore employers are advised to, should errors occur, continue their efforts to submit and to keep record of their attempts by taking screenshots of the error messages. “Employers should not wait until the last minute on 15 January to submit in order to avoid this pitfall.  Non-submission of EE reports will place designated employers in an extremely difficult position as they will simply be non-compliant. Although there is no guarantee that proof of attempts to submit and the error messages received will be accepted as an excuse, at the very least it may be used to attempt to mitigate the fallout of non-submission.”   *This article was first published by IOL News ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://journalnews.co.za/news/urgent-15-jan-2026-employment-equity-reports-deadline-key-information-for-employers

Creamer Media | 14 January 2026 In response to an increasingly complex regulatory and policy environment, senior leaders across South Africa’s mining and original equipment manufacturing (OEM) sectors are being invited to participate in two focused, outcomes-driven workshops to be held on February 5, 2026, in Johannesburg. Hosted by the industry association OEM Mining Supply Forum in collaboration with the Minerals Council South Africa, the workshops are positioned as strategic platforms for executives and decision-makers responsible for broad-based Black Economic Empowerment (BBBEE), Mining Charter compliance, skills development, procurement and sustainability. The initiative comes at a time of significant policy and regulatory developments affecting the sector. These include recent changes to employment equity regulations, the proposed Transformation Fund of the Department of Trade, Industry and Competition (DTIC), anticipated amendments to the Mineral and Petroleum Resources Development Act (MPRDA), and ongoing alignment challenges between the BBBEE Codes, verification agencies and major mining companies. The February workshops are intended to move the conversation beyond compliance, towards practical strategies that deliver sustainable employment outcomes and broader economic participation. A Mid-Year Platform for Strategic Alignment Following engagements between the Secretariat of the OEM Mining Supply Forum and the Minerals Council, the workshops have been structured as interventions aimed at aligning mines, OEMs and their supply chains around effective skills development and inclusive procurement strategies. The sessions will explore how industry stakeholders can better coordinate internal training, supplier development and procurement spend to deliver demonstrable socio-economic impact, while remaining aligned with regulatory expectations and reporting requirements. Companies are invited to nominate two to three representatives a session, with attendance strongly encouraged from decision-makers responsible for strategic planning, compliance oversight, and the allocation of skills development and procurement budgets. Workshop Structure and Focus Areas The workshops will take place in Johannesburg and will feature a keynote address by attorney and strategic advisor to the mining industry Kevin Lester. The keynote will position current Mining Charter and MPRDA developments as a critical opportunity for suppliers to play a more active role in shaping regulation that is both workable and investable. Grounded in constitutional and administrative-law principles, the address will outline a practical playbook for collective engagement, collaboration with the Minerals Council, and supplier-led models that advance inclusion without undermining competitiveness. The event will be split into two distinct but complementary workshops. The morning session, titled “Skills Development for Meaningful Employment” (08:30 – 12:00), will be led by multiple industry experts and will focus on rethinking how skills development expenditure is directed and measured. Topics include redirecting spend towards programmes that lead to sustainable employability, aligning internal, customer and supplier training needs with credible outcomes-based initiatives, and tracking the long-term impact of training investments. Participants will also explore how skills development initiatives can be better integrated into yearly sustainability and impact reporting. Following a shared lunch break, the afternoon session, “Local Procurement for Economic Growth and Job Retention” (12:45 – 15:30), will address the growing expectation that procurement strategies demonstrate tangible socio-economic outcomes beyond BBBEE scorecard levels alone. Industry experts will cover best practices in local sourcing, inclusive supplier measurement, and the tracking of procurement impact, including job creation, youth and disability inclusion, gender representation and supplier capability development. The session will also examine approaches to mitigating fronting and supplier dependency risks through diversified sourcing strategies. From Compliance to Demonstrable Impact A central objective of the workshops is to help participating companies identify and showcase best practice in skills development and local procurement, while developing measurable indicators of impact that resonate with government, clients, investors and broader society. By creating a shared understanding of what constitutes meaningful impact – and how it can be tracked and communicated – the organisers aim to strengthen the sector’s collective description around transformation, sustainability and economic inclusion. Registration Details OEMs and mining companies are requested to submit their nominees by no later than January 28, 2026. Registration can be completed online at: https://tinyurl.com/4vw7wz4s or by emailing: admin@oemforum.co.za. Although attendance is complimentary, the attendance of each nominee from the mines and OEMs will be confirmed in writing by email from the OEM secretary,  and is subject to seating availability.   With regulatory scrutiny intensifying and expectations around socio-economic impact continuing to evolve, the February workshops offer senior industry leaders a timely opportunity to align strategy, compliance and sustainability objectives – and to contribute to a more coherent and credible transformation narrative for South Africa’s mining and manufacturing sectors.  ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://www.engineeringnews.co.za/article/industry-leaders-to-examine-practical-approaches-to-mining-transformation-2026-01-13

Yuneal Padayachy | 14 January 2026 As we move into the new year, we do so with optimism and energy to deliver impact through Broad-Based Black Economic Empowerment (B-BBEE) legislation. 2025 has seen a number of debates surrounding B-BBEE legislation, some positive, some negative, but nevertheless under the spotlight in various ways. The year of 2025 introduced new concepts such as the Enterprise and Supplier Development Fund by the Department of Trade, Industry and Competition (dtic), the implementation of the Employment Equity Act, Regulations and Numerical Sectoral Targets, debates around the viability of implementation of the Legal B-BBEE Codes of Good Practice, discussions on reviewing B-BBEE legislation to improve its implementation, and the introduction of empowerment models that shift away from race-based policies. While 2025 brought no new B-BBEE legislative changes, clarity was provided. The focus is to drive economic growth and impact through B-BBEE legislation. In 2026, we are looking forward to the introduction of new B-BBEE legislative amendments, updates on B-BBEE Sector Codes of Good Practice as well as the formalised introduction of the Enterprise and Supplier Development Fund. This year, South African businesses face the true test: Can B-BBEE transformation translate into measurable outcomes, not just reports and scorecards? From policy to performance For business leaders, 2026 signals a transition from policy talk to performance proof. The new employment equity framework requires designated employers to align with sectoral targets for representation and inclusivity, or face penalties including disqualification from state contracts. Simultaneously, B-BBEE verification is evolving to link to real impact through initiatives and test substance. The emphasis is shifting from compliance documentation to real, sustainable empowerment. B-BBEE transformation should therefore not be judged by paperwork, but by the impact on Black beneficiaries. Authentic B-BBEE transformation In 2026, the trend we hope to see more frequently is that companies see B-BBEE transformation as a growth strategy that will lead the market rather than a regulatory requirement. Authentic B-BBEE transformation is about building capability, competitiveness and credibility in the marketplace. Key priorities include: Aligning B-BBEE and employment equity strategies so that recruitment, promotion, ownership and preferential procurement work together. Investing in skills development for a future-ready workforce especially in technology, renewable energy and digital industries. Supporting enterprise and supplier development, particularly Black-owned and Black women-owned businesses to grow within major value chains. The broader B-BBEE transformation agenda B-BBEE transformation in 2026 extends beyond legislative compliance into environmental, social and governance (ESG) performance and inclusive capitalism. Inclusive growth through ESG: Investors and global clients now evaluate how companies contribute to equitable opportunity, fair pay and diverse leadership. Just transition opportunities: The green economy opens pathways for new Black industrialists and designated groups, Black youth employment and Black women’s leadership in renewable energy and infrastructure. Digital empowerment: As AI, automation and data redefine business, digital transformation must include Black professionals, SMMEs and innovators to prevent a new digital divide. This integration of economic empowerment, sustainability and digital inclusion is defining a new leadership agenda, one that links profitability and impact with purpose. Accountability, transparency and mindset 2026 will demand visibility. Compliance submissions are no longer enough; companies must provide evidence of outcomes, progress reports, demographic shifts and investment in development pipelines. Boards and leadership teams should be expected to take ownership. The responsibility should not be solely left to managers or employees of the company. B-BBEE transformation key performance indicators (KPIs) should form part of executive scorecards. Transparency with stakeholders such as employees, clients and investors, will become a marker of credibility. The question is changing from “Are we compliant?” to “What sustainable impact are we making?” In order to drive B-BBEE transformation, the correct mindset is needed. Education around why we have B-BBEE legislation in South Africa is critical to its success. The BEE Chamber encourages all individuals to upskill on the details of B-BBEE legislation as more often than not, the lack of understanding and knowledge is where incorrect implementation emanates. B-BBEE transformation as growth Many may disagree, but B-BBEE transformation is not about politics, tenders or corruption, it is about performance, productivity, impact, growth, sustainability and potential. Companies that integrate empowerment into their strategy, unlock access to new markets, talent and innovation. Those that delay will face competitive and reputational risk. The future of business in South Africa depends on inclusive participation. B-BBEE transformation is not a cost, it is the most powerful investment we can make in sustainable growth. 2026 will not be the year South Africa debates B-BBEE transformation again, it will be the year business proves its commitment through action, transparency and measurable progress, as well as government providing a conducive environment and policy clarity and innovation. When B-BBEE transformation delivers, South Africa wins. https://www.bizcommunity.com/article/the-year-b-bbee-transformation-must-deliver-not-just-report-394418a