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Jonisayi Maromo | 1 September 2025 In the latest unemployment figures released for the three months between April and June this year, of the 140,000 people who lost their jobs , 15,000 were in the transport sector. The industry remains one of the top ten sectors measured for economic input by Statistics South Africa. But one of the few female leaders in the sector believes the ongoing job losses can indeed be reversed. Former Presidency deputy director general (DDG) Matsietsi Mekoa , now executive chairperson of Brima Logistics, leads a team of women committed to transforming logistics into a sector that not only supports economic growth but also drives inclusive employment. "The transport sector is capable of stopping the shedding of jobs in transport and also transforming ownership and management patterns that support women. That can be done through how the state policy supports the transport sector as a whole," says Mekoa, who runs one of the biggest women-run logistics companies in the country. Mekoa adds that for every truck, big or small, added to their company's fleet, two jobs are created. While the sector has experienced losses in recent years—both locally and internationally—she believes there's potential for recovery. Brima Logistics is now exploring entry into air cargo, sea, and rail logistics. These plans mark a significant shift from the challenges the company faced during the Covid-19 pandemic, when it had to retrench 40% of its staff. The downturn also threatened a notable policy introduced seven years ago: allocating 10% of company ownership to employees. At Brima’s headquarters in Boksburg, east of Johannesburg, employees reflect positively on the decision, noting that sharing profits has instilled a greater sense of ownership and responsibility among staff. After rehiring many of the employees furloughed during the pandemic, Mekoa recalls the company’s humble beginnings in 2005, when she and her husband started with a single truck in their garage. Today, the business operates across all nine provinces with warehouse hubs in Cape Town, Durban, and Johannesburg. Looking to the future, Mekoa sees opportunities on the continent where others see barriers. "The trade disruptions brought on by rapid changes in trade policies globally also affect Africa. Regional integration of logistics systems is going to become all-important if African countries can work together. South Africa will lead the way in showing the rest of the continent how infrastructure challenges facing the African Continental Free Trade Area can be overcome. As the biggest and most industrialised economy in Africa, South Africa can also use free trade to counter trade policies that are meant to hurt the region," said Mekoa, who is also a former acting CEO of state-owned regional airline SA Express. Mekoa says her experience in the aviation sector and her understanding of the growing demand for air cargo across Africa are key to her vision of an integrated logistics model. Earlier this year, she left her role in the Presidency as DDG responsible for corporate services to focus fully on the business. She credits the company’s two decades of growth to the professional women who have helped shape its trajectory. Two such women are Deorall Parker and Khanyisile Zulu, both of whom joined the company as receptionists and now hold senior leadership positions. Parker, now financial director, reflects on her 15-year journey at the company: "As the business grew and changed, it required me as an individual to change and transform as well. Hard work does not only pay off, but also produces a strong character in oneself. Young women should never doubt that they cannot achieve greatness in this industry and that they can grow this sector by the principles of ubuntu and fierce dedication," she says. She also stresses the importance of transformation and local support for South African logistics companies. "The greatest challenge that the logistics industry is facing is transformation in the sense that international giants still set the rules in our own country and we are fighting for recognition and trust from our own people, which is really sad as a black-owned business. Local logistics companies still have to prove their worth in this country, and the only way to overcome it is by us uniting as South Africans and breaking those boundaries that are set by international giants," she says, calling for stronger policy support for young people and women in the sector. Zulu, now sales and marketing director, also credits the company’s employee ownership scheme with shifting internal culture. "The employee ownership model has been transformative. It shifts the mindset from simply being an employee to thinking and acting like an owner. It instills a deeper sense of accountability, commitment, and pride in our work, while also fostering a culture of shared responsibility and collective success across the company," she says. Zulu, who rejoined Brima after furthering her studies and gaining experience in business development, is focused on broadening access for women in logistics. "I want to be remembered as someone who created pathways and opportunities for women to enter, thrive, and lead this sector with confidence. One of the sector’s greatest challenges lies in poor infrastructure, particularly in relation to roads, rail, and ports. While the government plays a critical role in addressing these issues, this reality also creates opportunities for us as logistics players to find innovative solutions to ensure reliable and efficient service delivery." In a sector facing multiple challenges—from job losses to infrastructure constraints—stories like these offer a glimpse into the kind of leadership and transformation that could shape a more inclusive and resilient future for transport and logistics in South Africa. Last month, IOL reported that the official unemployment rate in South Africa rose to its highest in one year as the jobless population surged by 140,000 in the three months to June, resulting in a total of 8.4 million individuals seeking work. The increase in unemployment has raised concerns, with the official unemployment rate jumping by 0.3 percentage points from 32.9% in the first quarter to 33.2% in the second quarter.  This is the highest jobless rate since the second quarter of 2024. According to the Quarterly Labour Force Survey (QLFS) results for the second quarter of 2025, the labour market showed a modest increase in employment numbers, but this was coupled with a worrying rise in the unemployment rate.  Statistics South Africa said there was an increase of 19,000 employed persons, bringing the total to 16.8 million. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://iol.co.za/news/south-africa/2025-09-01-from-presidency-to-the-steering-wheel-how-daring-women-are-creating-jobs-in-south-africas-transport-industry/

Ciaran Ryan | 1 September 2025 Business organisations Sakeliga and the National Employers’ Association of SA say they’ll appeal the ‘deeply flawed judgment’ at the Constitutional Court. The Pretoria High Court last week dismissed a case brought by two business organisations, seeking to halt implementation of race and gender employment targets for 18 economic sectors under the Employment Equity Amendment Act (EEAA), which became law in January 2025. The case was brought by business organisations Sakeliga and the National Employers’ Association of SA (Neasa), after numerical employment targets for businesses with more than 50 employees in the 18 economic sectors were published in April. Businesses that fail to meet these targets face dire consequences. The state argued that these were targets rather than quotas, intended to increase the representation of blacks, women and people with disabilities in the workplace. Criticism of the Act The Act has been criticised for seeking to turn businesses into enforcers of arbitrary state policy and for denying business owners agency over their own employment choices. The court found that the minister had set numerical targets rather than goals, and the application to interdict the implementation of the new employment equity regulations was not a constitutional matter, as was argued by the business groups. “The application for an interdict or suspension falls to be dismissed,” says the ruling by Judge Graham Moshoana, adding that the court was in no position to examine whether the numerical targets set by the minister were lawful or not. Each party was ordered to pay their own costs. Plans to appeal Neasa and Sakeliga say they will now appeal their case directly to the Constitutional Court (ConCourt) to set aside what they describe as a “deeply flawed judgment”. The case before the Pretoria High Court was split into two parts: Part A, which asked the court to interdict or suspend the implementation of the targets; and Part B, which has yet to be launched and seeks to have several sections of the Act declared unconstitutional. The business organisations say they will now appeal directly to the ConCourt to set aside the Pretoria High Court’s decision, which they claim erred “in not appreciating the constitutional nature of the matter, the suitability of an interdict against the operation of unlawful regulations, and the requirements for consultation before promulgation of regulations, among others.” They will pursue the ConCourt action in parallel with an appeal to the Supreme Court of Appeal. As part of their strategy to frustrate the implementation of the race, gender, and disability targets, the business organisations say they will assist employers in maximising resistance to, and minimising the harm caused by, the regulations to themselves, their employees, and the public. Complying with the regulations Sakeliga and Neasa believe complying with these regulations is impossible, which means tens of thousands of employers must now pursue strategies to mitigate their harm. “No serious businesses anywhere can be expected to run their hiring off a government spreadsheet. The roughly 50% quotas for men and women, regardless of their differences, are obviously impossible to meet, and the racial quotas are even more far-fetched and disruptive to businesses, workplace harmony, and staff relations,” they say in a statement. They advise employers that they are under no obligation to racially classify themselves on the EEA1 forms they are expected to submit to the Department of Employment and Labour. In this case, employers will be expected to fill in the racial classification on the forms, which poses serious legal and practical pitfalls. The organisations advise businesses to add a condition to all EEA1 forms that they cannot be held accountable for the racial classification performed on the form, as there are no criteria or guidelines to govern how the classification should be made. They add that employers should set targets for the first four years in line with actual business realities, adding that any five-year targets included on the requisite forms are provided solely because they are legally required and that such targets cannot realistically be met. ‘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.moneyweb.co.za/news/south-africa/high-court-dismisses-case-to-halt-employment-equity-quotas/

As per Schedule 1 of the Amended General B-BBEE Codes of Good Practice , a “Start-up Enterprise” means a recently formed or incorporated Entity that has been in operation for less than 1 year.  A start-up enterprise does not include any newly constituted enterprise which merely a continuation of a pre-existing enterprise.   Further rules applicable to Start- Up Enterprises include:   Start-up Enterprises are deemed to have qualifying B-BBEE Status in accordance with the principles of paragraph 4 of Statement 000 of the Amended General B-BBEE Codes of Good Practice. a Start-up Enterprise may be measured in terms of the QSE scorecard, or the Generic scorecard should they choose to. a Start-up Enterprise must submit a QSE scorecard when tendering for any contract, or seeking any other economic activity covered by Section 10 of the Act, with a value higher than R10 million but less than R50 million. For contracts of R50 million or more they should submit the Generic scorecard. The preparation of such scorecards must use annualised data.   Technical Services  are on hand to assist with the understanding the requirements of Start-Up Enterprises.

As per Schedule 1 of the Amended General B-BBEE Codes of Good Practice , a B-BBEE Controlled and B-BBEE Owned Company is defined as follows:   “ B-BBEE Controlled Company  means a juristic person, having shareholding or similar members interest, in which black participants enjoy a right to Exercisable Voting Rights that is at least 51% of the total such rights measured using the Flow Through Principle”   “ B-BBEE Owned Company  means a juristic person, having shareholding or similar members interest, that is B-BBEE controlled, in which Black participants enjoy a right to Economic Interest that is at least 51% of the total such rights measured using the Flow Through Principle;” Technical Compliance Services are available to assist Members in understanding definitions under Schedule 1 of the Amended General B-BBEE Codes of Good Practice.

Under Statement 300 of the Amended General B-BBEE Codes of Good Practice , clause 6 lists various Legitimate Recognisable Training Expenses under the element of Skills Development.   Clause 6 states the following:   6. LEGITIMATE RECOGNISABLE TRAINING EXPENSES   6.1.1 costs of training materials; 6.1.2 costs of trainers; 6.1.3 costs of training facilities including costs of catering; 6.1.4 scholarships and bursaries; 6.1.5 course fees; 6.1.6 accommodation and travel; and 6.1.7 Administration costs such as the organization of training including, where appropriate, the cost to the Measured Entity of employing a Skills Development facilitator or a training manager.   Skills Development Services  are available to assist Members to ensure that they claim all Legitimate Recognisable Training Expenses under the element of Skills Development.

Mawande Amashabalala | 24th August 2025 Construction and Education Training Authority (Ceta) chief executive officer Melusi Shezi says the allegations of governance failure against him are the work of those seeking to get their hands on the R780-million annual revenue of the entity after he introduced tighter controls on procurement processes after taking over. Shezi, who heads the Ceta, which is one of the many sector education and training uthorities (Setas), says his only sin was to improve the performance of the organisation against the wishes of rogue elements who want to loot. When he took over in 2021, Ceta was under administration, performing at a disappointing 24%. However, after Shezi implemented several reforms, including recommending forensic reports, its targets shot up to 98%. Shezi refuted the allegations of governance failures and interference in procurement processes against him, arguing that the improved performance of the entity backs him up. “Obviously, where there is money, there is an interest, whether for good or for bad, there will always be noise about who is in charge of such monies and funds,” said Shezi during a candid interview with Sunday World Engage. Shezi said he was well on course to take the Ceta back to its glory days before the Covid-19 pandemic, when it was collecting levies to the tune of R1-billion a year. The revenue plummeted to a paltry R250-million at the height of Covid-19, however, since Shezi took over in 2021, it went up to R380-million. It then spiked to R400-million, and continued its upward trajectory to R600-million before hitting the impressive R780-million mark. “We are projecting that by 2026, we should be able to go back to reach R1-billion in reve-nue,” he said. Shezi said he was also steadfast in forging equality in an industry largely untransformed along the gender and racial lines. “We have done so many initiatives to ensure that transformation happens, starting from the level of the learnerships, internships, short skills and artisans programmes. “Our strategic focus as Ceta is to ensure that women, youth and people with disabilities and people and entities that operate in rural and township areas are given preference and priority,” said Shezi. Shezi says his enemies are not pleased that he has been working hard to set Ceta on a path to its glory days. If anything, he added, he cannot be accused of introducing governance failures when he is the one who has been fighting to stop such failures. The diagnostic report done by the administrator he found at the helm, he said, had revealed a total collapse of governance at Ceta. “The committees of the boards were operating without delegations. Others took decisions that were supposed to have been taken by theentire board, and they were never ratified. “Some awarded entities where they were conflicted and had an interest in those entities. There was also a total collapse in our accreditation and certification processes in that there were no standard procedures, and there were delays in producing certificates for the learners that would have gone through programmes to the extent that some would have to wait three to five years to get their certificates.” It was for this reason that when Shezi took over, he embarked on a mission to review the procurement process to close the loopholes. “I started with procurement, where we reviewed the processes. We introduced internal controls that were required to make sure that there was segregation of duties, because when I started, the person who prepared the document for an RFQ (request for quotation) was the same person who received responses, and was also the person who decided to award it.  No proper registers were kept. “Then we introduced the rule that the person preparing for this thing to go out is not the one who will be receiving it. Second, we made it electronic. Submissions were made through a particular email, which only SCM (supply chain management) practitioners could send and respond to, while others could only view. “And then we introduce that the RFQ responses, like the tenders, must have an evaluation team, which must include one SCM practitioner. So, we introduced that all tenders whose budget or actual awards is above R5-million must be subjected to a probity audit before the appointment letter is issued,” he continued. “And with those improvements at the time, in my first six months, we did a property audit and internal audit. Internal audit started picking up issues because people were resisting. “We needed to place certain people on suspension because forensic reports were saying they were responsible for corrupt activities in the SMC environment. And guess what they did? They retaliated and went out and said, ‘he’s corrupt, he’s interfering’.” Meanwhile, Shezi, in a leaked Ceta internal memo, warned the staff about the widely criti-cised decision by Minister of Higher Education Buti Manamela to place Ceta under administration. “The Ceta was not formally notified in advance or by the time of this communiqué as reflected in the gazette. So, do not panic at this stage.” Shezi called for calm from Ceta staff members. “It is worth noting that, as previously communicated, Ceta has achieved 98% of its targets as confirmed by the auditor-general during the current audit. “It is also worth noting that there is no investigation report that has been made that concludes that there is financial maladmini-stration at Ceta.” The DA and EFF have both questioned the legality of the decision by Manamela and threatened legal action, while Oupa Nkoane, who was announced as administrator, has rubbished the announcement, saying he only learnt about it from the news, and he was never approached to accept or decline appointment. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://sundayworld.co.za/news/im-attacked-because-i-stopped-open-season-of-looting-at-ceta-says-ceo/

Tracy Klückow | 25 August 2025 Africa's largest manufacturer of prefab and modular buildings Kwikspace offers proven capability and unmatched empowerment credentials. “Kwikspace is a tried and tested company that can meet the toughest African conditions. Our product range is broad, our national footprint is extensive and our innovation keeps us ahead,” says Kwikspace CEO and FD Dirk Steinberg. In an exclusive interview with Engineering News & Mining Weekly publisher Martin Creamer, he highlighted that by securing a Level 1 broad-based black economic empowerment (BBBEE) contributor status – one of the highest designations available in South Africa – Kwikspace offers clients real advantages, whether in tendering or preferential procurement. Being 82.5% black-owned and 56.5% black-women-owned, for Kwikspace, transformation is not just a compliance exercise – it is a business model that empowers clients, employees and communities alike. South Africa’s BBBEE framework was designed to drive inclusive growth and greater representation in business. For many corporates and public entities, choosing the right supplier is as much about meeting transformation goals as it is about securing reliable products and services. “Most of our clients, particularly in the public sector, require higher levels of empowerment credentials for tendering processes. We’re proud that Kwikspace can meet those requirements. For the private sector, the preferential procurement benefits are equally valuable, with clients receiving up to 135% recognition on their BEE scorecards when procuring from us,” elaborates Steinberg, emphasising that the company’s business model drives transformation across the value chain. Shareholding Reflects Confidence and Growth Kwikspace’s ownership structure was bolstered when Vulindlela Holdings and Lehumo Women’s Investment Holdings increased their stakes following the exit of private equity partners. Having already been minority shareholders since 2022, they recognised the growth trajectory and return on investment potential of the business. “This uplift in shareholding is testament to the confidence our shareholders have in the business and its future,” Steinberg notes. Transforming Skills Kwikspace’s transformation efforts are not limited to equity ownership. The company has embedded empowerment into its broader operations, from employee development to supplier partnerships. Through its on-site training centre, Kwikspace offers accredited courses, apprenticeships and bursaries. In the last financial year, 29 graduates qualified and several of them, along with some interns and artisans, transitioned into permanent roles. “Transformation must benefit more than just the shareholders. It must benefit employees, local suppliers and communities. We are proud that our model extends opportunities to many stakeholders, not only those within the business,” Steinberg stresses. On the procurement front, Kwikspace has mapped out its high-spend areas and deliberately prioritised compliant black-owned vendors. This ensures that its empowerment commitment resonates throughout its supply chain. The company’s senior executives have also invested personally in the business, ensuring they share directly in its successes. “Our management team has been together for many years. They don’t just design and execute strategy – they have skin in the game. That ownership fosters accountability and provides a strong succession plan for the business,” says Steinberg. Proven Solutions Across Africa With more than 50 years in operation, Kwikspace has built a reputation for delivering modular solutions that meet Africa’s toughest conditions. Its projects range from massive 12 000 m² mining camps to small guardhouses, with applications in education, healthcare, government and commercial sectors. The company’s product offering includes classrooms, offices, kitchens, ablution facilities and living quarters – all designed to be safe, durable and adaptable. Beyond manufacturing units for sale, Kwikspace also runs the largest modular rental fleet in South Africa, supported by a national footprint that allows it to serve clients across the country. Driving Kwikspace’s ability to deliver is a culture of innovation. Its manufacturing facilities continuously refine designs, ensuring products are safer, stronger and smarter. “Innovation is part of who we are. Our factories don’t just produce units, they test and improve them constantly. That’s how we’ve managed to remain competitive and reliable over five decades,” concludes Steinberg. ‘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/kwikspace-level-1-bbbee-status-delivers-tangible-benefits-to-its-clients-2025-08-22

Wendy Dondolo | 24 August 2025 Deputy President Paul Mashatile has urged government, business, and civil society to take “radical” action in addressing South Africa’s unemployment crisis, warning that the situation is most severe among young people who are not in employment, education, or training. Speaking in his capacity as chairperson of the Human Resource Development Council (HRDC) at the Gallagher Convention Centre in Johannesburg on Friday, Mashatile welcomed the new Minister of Higher Education and Training, Buti Manamela, while outlining the scale of the country’s jobs crisis. “We are meeting here today after a harsh reality was revealed by Statistics South Africa that the unemployment rate climbed once again to 33.2% , meaning one-third of the workforce is sitting without a job, the majority of whom are youth, women, and marginalised groups,” he said. Mashatile stressed that the “crisis of youth unemployment is particularly severe” among the NEET cohort, young people who are not working, studying, or training. “According to Statistics South Africa’s first-quarter release of 2025, 34% of all youth aged 15 to 24, more than 3.5 million young people, are disconnected from both the labour market and the education system,” he said. Citing research by the University of Cape Town’s Southern Africa Labour and Development Research Unit, Mashatile said the NEET population reflects entrenched exclusion and fragile transitions. “Alarmingly, more than half of unemployed youth not in employment, education and training have been searching for work for over a year, underscoring the systemic barriers they face in securing a foothold in the labour market,” he added. He said the HRDC must play a leading role in addressing these challenges. “The future of the youth of South Africa is in our hands, and we must be radical in securing it!” Mashatile called for urgent collaboration across sectors to ensure that education and training align with economic needs. “We must adopt a proactive stance and address the disparity between labour supply and demand. We must create a labour market that will effectively create employment opportunities for young people, including those with no skills,” he said. Among the strategies he proposed were: Strengthening education and skills development to better match market demand. Supporting small businesses and entrepreneurship as drivers of job creation. Expanding public employment programmes to absorb young people with limited skills. Enhancing workplace-integrated learning and mentorship opportunities through partnerships with business. Mashatile also welcomed the successful launch of provincial HRDCs in North West and Mpumalanga, saying provincial councils play a vital role in the implementation of the HRD Strategy and achieving our objectives. On the global stage, Mashatile said South Africa’s role in the G20 Education Working Group would be vital for shaping resilient and inclusive education systems. “As a host country, we have the chance to support emerging market economies’ objectives while also promoting the African continent's development agenda within the G20 framework,” he said. “For us to take our country forward, we must focus on the discipline of execution. We have at this stage mastered the art of policy making; however, some of these policies are not coming alive in the areas where they are needed to transform the lives of South Africans and the youth in particular.” ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://iol.co.za/news/south-africa/2025-08-22-paul-mashatile-calls-for-urgent-solutions-to-south-africas-youth-unemployment-crisis/

Banele Ginidza | 22 August 2025 President Cyril Ramaphosa has lauded Japan’s willingness to adjust tariffs for its strained partners, viewing it as a significant opportunity for deeper bilateral tariff cooperation in a bid to bolster South Africa's international trade in the face of evolving global tariffs. Speaking at the South Africa-Japan Business Forum on the margins of the 9th Tokyo International Conference on African Development (TICAD9) Summit in Yokohama on Thursday, Ramaphosa said Japan is a key pillar in South Africa's outreach. Ramaphosa made clear South Africa's readiness to engage in strategic sectors such as battery minerals, automotive components, renewable energy equipment, and hydrogen technologies. He outlined how his government has swiftly activated diversification strategies in the wake of recent tariff decisions by the United States that have challenged South Africa’s historical reliance on certain markets. "The recent tariff decisions by the United States have tested South Africa’s reliance on historical markets. We call on our Japanese counterparts to support tariff cooperation to ease market access for African goods," Ramaphosa said. "We seek partnerships in infrastructure, energy and digital development through blended finance. We also seek partnerships in financing skills development, youth innovation and small business scaling." Ramaphosa highlighted the impressive growth of trade between South Africa and Japan, which reached R132 billion in 2024, resulting in a R52bn trade surplus for South Africa. South Africa is a leading global supplier of strategic and industrial minerals used in Japan’s green tech industries. South Africa exports automotive components to Japanese auto manufacturers across global supply chains, chemicals and polymers, and stainless steel and fabricated metal products. More than 270 Japanese companies have a notable presence in the South African economy, sustaining over 200 000 local jobs.  Ramaphosa emphasised that the nation was modernising infrastructure and stabilising energy supply, paving the way for private sector investment in port and rail operations. As part of its industrial policy, Ramaphosa said South Africa aims to enhance trade with key countries and improve market access for both agricultural and industrial products. He said the government was particularly focused on its proactive role in the African Continental Free Trade Area (AfCFTA).  "We are incentivising electric vehicles and battery production, and supporting green hydrogen value chains through infrastructure and skills investment. South Africa is growing its health manufacturing capacity, with a focus on vaccines, diagnostics and therapeutics," Ramaphosa said.   "Our country is also expanding digital infrastructure to bridge gaps in access and enhance service delivery. South Africa seeks to deepen intra-African trade while becoming a continental industrial platform from which Japanese and other global firms can export into Africa. "We are actively working with the AfCFTA Secretariat to finalise value-chain protocols in automotive, agro-processing, pharmaceuticals and textiles." Piet Croucamp, an associate professor of political studies and international relations at the North-West University, commented on the trade dynamics with Japan, suggesting that it makes sense to expand South Africa's market share in Japan due to its relatively small percentage of Japanese international trade, making it a stable and predictable market. "They are a very stable, very predictable market for most of our goods and services, which are more or less from time to time depending on the cycle in the international economy. It's a good visit, it's a massive, enormous market, very vast and its possible to broaden our scope of trade with them," Croucamp said. "It just makes sense for us to trade in an environment where tariffs are not determining the volumes and that is the case with Japan." On the other hand, political analyst Professor Andile Siswana pointed out challenges in energy security within the Southern African Development Community (SADC), noting the need for South Africa to stabilise its Energy Availability Factor from the current 61% to at least 70%. "There are big questions about energy security in the SADC region as a whole including South Africa, the President should have been clear as to whether in that domain there is any specific scope for collaboration," Siswana said. Additionally, Siswana said Ramaphosa needed to have clarified how incentives to the Electric Vehicles (EVs) sector linked up with Japan, which was not wholly into EVs. "Obviously, Toyota is into hybrids engines. The optimum, they believe, is in hybrid not exclusively electric vehicles. They don't believe EVs surpass that. There is a big controversy at the moment around that," Siswana said. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://iol.co.za/business-report/economy/2025-08-22-ramaphosa-leans-on-japan-as-gateway-out-of-us-tariff-quagmire/

Sisanda Mbolekwa and Sabelo Skiti | 19 August 2025 Training authorities for local government, construction and services placed under administration. Higher education and training minister Buti Manamela has taken action against three embattled sector education and training authorities (Setas), placing them under administration. They were gazetted on Tuesday after years of corruption and mismanagement, as well as serious rot reflected in the auditor-general's reports uncovering various irregularities. This intervention follows serious and entrenched governance failures in these entities, including procurement irregularities, lapses in oversight and board instability, which threatened their ability to deliver on their mandate to advance skills development. “This decision marks the first step in stabilising eta governance. We cannot allow governance failures to erode the public’s confidence in our skills development system. “These administrators have a clear mandate to restore integrity, enforce consequence management where necessary and ensure that learners and workers are not prejudiced by institutional weaknesses. Our goal is to reposition Setas so they can contribute effectively to the fight against unemployment, poverty and inequality,” said Manamela. Meant to address skills shortages and improve the overall quality of education and training in South Africa, the entities have been riddled with corruption and maladministration, with poor accountability leading to millions spent with little to show for it. The Local Government Seta (LGSeta), the Construction Education and Training Authority (Ceta) and the Services Seta (SSeta) faced the chopping block, with their operations taken over by administrators appointed by the minister.  Zukile Christopher Mvalo was named the LGSeta administrator, with Dithabe Oupa Nkoane as the Ceta head and Lehlogonolo Alfred Masoga taking over at the SSeta. Their tenures as administrators will last a year. They are to oversee the running of their respective Setas, performing functions such as ensuring sufficient funding for the processes and activities. The minister has also charged them with submitting monthly progress reports to the director-general. Key to their task is facilitating the appointment of new accounting authorities at the three entities. Last month this publication reported how finance minister Enoch Godongwana warned his former cabinet colleague Nobuhle Nkabane about malfeasance at the LGSeta three months ago, saying that the process to appoint CEO Ineeleng Molete was beset with irregularities and possible criminal conduct. The information had come to light during an investigation by the National Treasury’s specialised audit services after a tip-off from a whistle-blower. As a consequence, all remuneration earned by Molete since his appointment would amount to irregular expenditure as defined in section 1 of the Public Finance Management Act (PFMA). According to a parliamentary reply in January 2023, the CEO of the LGSeta earns R2.5m a year. Molete was appointed in January 2021, so his earnings since then could amount to at least R11m. Godongwana told Nkabane the Treasury had also uncovered irregularities in the dissolution of the LGSeta’s audit & risk committee by the board. While Godongwana did not give details in his letter as to why Molete’s appointment was irregular or what irregularities had been uncovered in the dissolution of the board, he recommended that Nkabane take disciplinary action against the members of the selection and interview panel that oversaw Molete’s appointment. In the Ceta, more than R13m has allegedly been siphoned out of the embattled entity through two contracts meant to provide and administer a biometric system designed to combat fraudulent learner enrolments in training programmes. At least R6m of this was paid by the Ceta to joint venture EZG Vest and Coinvest Africa to administer the system, despite a warning by the auditor-general (AG) and an internal whistle-blower that there were irregularities in the appointment process. The other R7.1m was paid to Grayson Reed, a company appointed by the Ceta in 2018 to provide the system, which included biometric scanners and a portal to keep track of learners' attendance and automatically link it to payment of stipends.  The biometric system was meant to verify the identities of learners and ensure that only registered individuals participated in Ceta-funded training programmes. It would have been integrated with Ceta’s Indicium management information system, which is used for registering learners and managing training data, Ceta said on its website.  Despite the system never being operational, Ceta, under CEO Malusi Shezi, proceeded to make monthly payments to the joint venture, essentially for operating a non-existent system, between March 2022 and July 2023 as part of a R50m contract awarded to the two companies in 2021. The payments stopped only after Coinvest became embroiled in a tender controversy at the National Student Financial Aid Scheme (NSFAS), where it was one of four companies awarded a multibillion-rand contract to make direct payment of students’ allowances into their bank accounts. Each company was meant to make R330m in profit during the five-year contract, but the tender was stopped after irregularities were picked up in the procurement process. Among them were that none of the companies had a banking licence and all were relatively new to fintech and could not demonstrate adequate experience in the field. Then NSFAS CEO Andile Nongogo was also found to have had a previous relationship with Coinvest, after overseeing the awarding of equally controversial business to one of its directors, Tshegofatso Ntumba, while he was CEO at the SSeta. Nongogo took special leave and was eventually fired from NSFAS. ‘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.timeslive.co.za/politics/2025-08-19-education-minister-buti-manamela-acts-against-three-embattled-setas/

Jan Vermeulen | 19 August 2025 The Information and Communications Technology sector faces unique challenges that may impact companies’ ability to comply with the Department of Labour’s newly introduced employment equity targets. That is the warning from Capital Appreciation chairman Michael Pimstein in the company’s integrated annual report regarding employment quotas, which the department published on 15 April 2025. “South Africa’s tech industry is grappling with a critical talent shortage, particularly in specialised roles such as software engineering, cybersecurity, data science and machine learning,” Pimstein said. Adding to the shortage is that South African skills have become a prime target for international organisations looking for quality software engineering at a competitive cost. “The availability of qualified candidates from designated groups remains limited, necessitating more strategic planning and workforce development,” said Pimstein While the regulations assure that affected employers will not incur penalties or any form of disadvantage if there are reasonable grounds for not complying with the targets, it is unclear what “reasonable grounds” means. The labour department also stated that reasonable grounds will be determined based on the assessment of affirmative action compliance in a workplace. “We believe that workable solutions can be found through collaboration between the government, industry stakeholders and educational institutions to expand skills development programmes,” said Pimstein. “A phased implementation of the EE targets with periodic reviews, along with incentivising compliance through tax incentives, grants and subsidised training programmes, will encourage sustainable transformation.” “Designated groups” is a collective term and euphemism that the labour department uses to refer to black people, women, and people with disabilities. In this context, “black” means African, Coloured, and Indian. Curiously, the regulations do not mention people of Chinese descent. According to the B-BBEE Commission, Chinese people born before 1994 are considered black for the purposes of B-BBEE. To be considered part of a designated group, a person must also be a South African citizen by birth, descent, or naturalisation. People who naturalised must have done so before 27 April 1994. Those who naturalised after 26 April 1994 can qualify if they would have been entitled to naturalise before then but were precluded by apartheid policies. ICT sector employment quotas Although the regulations do not give the non-designated group a formal name, the department expressly states who is considered designated and who is not. “The 5-year sectoral numerical targets are not intended to add up to 100% as they exclude white males with no disabilities and foreign nationals as part of the workforce profile,” it explained. The regulations state that within five years, no more than 8.3% of skilled technical workers in information and communications technology (ICT) may be white South African men or foreigners. Similarly, the proportion of white men and foreigners permitted to be in middle management and professional qualified roles is restricted to 23.2%. The regulations set out specific racial and gender-based quotas for businesses across 18 industries in South Africa to achieve over the next five years. The ICT sector targets are summarised below. R2.7 million fines and job cuts The Department of Employment and Labour said its goal was to ensure the equitable representation of suitably qualified people from designated groups at all occupational levels in the workforce. However, analysts, civil society groups, and the Democratic Alliance have warned that the quotas will cause widespread job losses rather than achieving the department’s goals. Since the quotas only apply to “designated employers”, which are companies with 50 or more employees, they argued that many will consider cutting staff to fall below the thresholds. Larger businesses might consider restructuring and laying off people in certain demographics where they are over-represented. Law firm Wright Rose-Innes has warned that companies face stiff fines if they do not start complying from 1 September 2025. Failure to comply with the requirements could result in fines of up to R2.7 million, or 10% of their annual turnover. Wright Rose-Innes explained that companies must have updated Employment Equity Plans in place that span from 1 September 2025 to 31 August 2030. Designated employers must also submit annual reports on their progress to the Director-General. Compliance is not optional, especially for businesses hoping to work with the government. “All employers intending on conducting business with an organ of state will be required to, amongst other things, comply with the targets and implement their Employment Equity Plan,” Wright Rose-Innes said. “They must also obtain a compliance certificate, valid for 12 months, to avoid termination of their agreement with the state.” Sakeliga, the National Employers Association of South Africa, and the Democratic Alliance have launched legal challenges to the Employment Equity Amendment Act, saying it is flawed and unconstitutional. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://mybroadband.co.za/news/business/607401-warning-about-tech-industry-race-and-gender-employment-quotas-in-south-africa.html

The B-BBEE Commission has over the years continued to be inundated with requests from various stakeholders to confirm validity of B-BBEE Verification Certificates, Sworn Affidavits and CIPC EME B-BBEE Certificates, which process has resulted in the B-BBEE Commission issuing a number of advisory letters to the affected entities to advise of invalidity of such documentation and the need to withdraw the invalid B-BBEE Verification Certificates, Sworn Affidavits or CIPC EME B-BBEE Certificates.   Thus, the purpose of this Practice Guide  was to set out the approach for stakeholders to determine the validity of B-BBEE Verification Certificates, Sworn Affidavits and CIPC EME B-BBEE Certificates for consistency.   This Practice Guide  replaced Practice Guide 01 of 2018 as of 01 November 2022.   Certificate Collection Services  are available to in understanding the validity of B-BBEE Verification Certificates, Sworn Affidavits and CIPC EME B-BBEE Certificates.