Media Update | 16 October 2023 Massmart has announced that it is honoured to have been named overall winner of the Southern Africa NonListed Women Empowerment in the Workplace Award at the 2023 Gender Mainstreaming Awards ceremony. Massmart says the award recognises and acknowledges organisations that have not only advanced women in the workplace through training and capacity building but have also successfully transformed corporate behaviour and practises. According to Massmart, it has prioritised the appointment of women in top leadership roles, which include: head of Builders Warehouse head of financial services head of audit services chief information officer chief compliance officer, and chief people officer. The vice president of Massmart diversity, equity and inclusion Dolly Nqonji says, "This award is the culmination of many years of investment in pro-actively and assertively providing women with opportunities to flourish in our company." "It is a tribute to the willingness of managers at every level in our organisation to shatter the glass ceiling to ensure that we appoint associates to the roles they deserve regardless of their race or gender identification," concludes Nqonji. For more information, visit www.massmart.co.za and www.genderawards.com. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.mediaupdate.co.za/marketing/154903/massmart-receives-2023-southern-africa-women-empowerment-in-the-workplace-award

SA News | 12 October 2023 Deputy President Paul Mashatile says partnerships between business and government are key to strengthening economic recovery and creating thousands of jobs in the energy, transport and logistics sectors. “We must never undermine the importance of our efforts through structures such as NEDLAC [National Economic Development and Labour Council] and others, because it is indeed through these social compacts that we can further develop our country and empower South Africans,” Mashatile said on Thursday. Speaking at the 7th Annual Solutions Exchange Conference in Johannesburg, Mashatile said government is encouraged by the pledges signed with 115 CEOs, who have demonstrated their willingness to help to implement some of the interventions undertaken towards socio-economic transformation. Mashatile said the Department of Employment and Labour has spearheaded the National Pathway Management Network, which is a networking initiative that has brought together over 30 diverse partners to aggregate opportunities from across the economy. He said the network enables young people to find earning and learning opportunities, enter the labour market and receive the support that they require to establish their own businesses at no cost. “The SA Youth platform launched by Harambee, through the National Pathway Management Network, has over 4.1 million young people registered and is the largest platform in this network. “This is an inclusive platform that uses cutting-edge technology such as geo-mapping, which allows for youth to be matched with opportunities closer to their residence, thereby saving transport and other costs. “It is indeed this niche innovation that has made it possible for young people, who live further away from the economic hubs, to also access economic opportunities, and kick-start their entry into the labour market,” the Deputy President said. Mashatile said young people have been supported to secure over one million opportunities on the system from over 1 000 opportunity holders. “Our government remains committed to increasing private sector investment in order to promote job creation. To accomplish this, we have facilitated an investment drive with an initial target of R1.2 trillion over a five-year period. “We have since mobilised nearly R1.5 trillion in investment commitments, therefore exceeding this goal and many of these investment commitments are expected to translate into actual employment,” he said. He said the South African economy currently employs 5.1 million youth, 3.4 million of whom are employed in the formal economy. “As we work closely with the business community to create jobs for our youth, we must not forget the power of entrepreneurship. The State has the responsibility to collaborate with business and the people in co-creating strong economies that enable development to occur,” the Deputy President said. Mashatile said as leaders of government, business and civil society, they believe in the youth of South Africa, whose contributions will be critical in shaping the future of the economy. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.sanews.gov.za/south-africa/partnerships-key-prosperity-job-creation-youth-says-deputy-president

TopCo Media | 12 October 2023 Unveiling South Africa's top gender empowered companies. Standard Bank Top Women Leaders publication proudly announces the release of its 18th edition, a comprehensive guide dedicated to celebrating women-led business success and championing gender empowerment in South Africa. This milestone edition spans nearly three hundred pages, featuring captivating insights into almost eighty gender empowered organisations, making it the most extensive publication since 2018. “The genesis of the Standard Bank Top Women Leaders publication was to encourage and foreground gender empowerment by celebrating women-led business success, providing inspiration to the many female entrepreneurs out there seeking role models and advice.” says Fiona Wakelin, group editor at Topco Media. “The 18th edition carries on this important tradition – and packed into these pages you will find a cornucopia of tenacity, resilience, courage, compassion and inspiring stories of how to rise above the noise from women across the board.” Celebrating the achievements of empowered women, the edition showcases Standard Bank Top Women Award winners and successful women across different sectors. It also offers valuable advice on topics like leadership survival, team building, and mental well-being. Empowering organisations: A showcase of gender empowerment The heart of this edition lies in the profiles of nearly eighty trailblazing gender empowered organisations. These companies have demonstrated their unwavering commitment to inclusivity, diversity, and gender equality within their corporate landscapes, setting shining examples for the business community. Cover feature: Coca-Cola beverages – driving gender empowerment Drawing attention to one of the nation's most influential organisations, the publication presents a captivating cover feature on Nozicelo Ngcobo, director: public affairs, Communications and Sustainability, and MD Velaphi Ratshefola of Coca-Cola Beverages South Africa (CCBSA). Readers are invited to immerse themselves in the success stories of the company's previous winner of the Standard Bank Top Women Male Driving Gender Empowerment award. The article serves as an inspiring example for other companies to follow, highlighting how empowering women and promoting gender equality can lead to significant progress and success. Insights from industry leaders: Thought leadership by Standard Bank executives Valuable knowledge is shared from thought-provoking articles penned by Standard Bank's esteemed executives. Simone Cooper, Nomonde Hlongwana, Anne Aliker, and Thandeka Goba share their expertise on leadership, empowering women in the workplace, embracing challenges, and nurturing resilience. Perspectives and expertise: Our thought leadership contributors Empowering women in African climate action This article by Itumeleng Monale, chief operating officer of the JSE, highlights women's innate leadership abilities and their often-overlooked roles in climate change discussions and solutions. It underscores the disproportionate impact of climate change on women in developing regions, particularly those dependent on climate-sensitive livelihoods. Emphasising the need for inclusivity and equity, the article discusses initiatives like gender bonds and sustainability projects. It calls for increased access to venture funding, women's inclusion in defining climate solutions, and the potential of community-based initiatives. The article stresses that Africa must create its own climate solutions, with businesses playing a crucial role, while ensuring women's active participation and equality in this effort. The changing landscape of women in mining This article by Fatima Collins, chairperson of the Women in Mining initiative at Sibanya-Stillwater discusses the changing role of women in the mining industry in South Africa and globally. In South Africa, women now make up about 12% of the mining workforce, compared to just 2% in 2008. Similarly, global figures show an increase from 11% in 2006 to 16% in 2018. Mining companies are actively promoting gender equality and diversity, recognising the benefits of having women in leadership positions. Women bring diverse perspectives, collaboration, and improved financial performance to the industry. Challenges remain, including changing industry perceptions and stereotypes. Initiatives like mentorship programs and structured recruitment are being employed to support women in mining. The transformative power of women in leadership This article by Dr Shirley Zinn, CEO of Shirley Zinn Consulting emphasises the transformative role of women in leadership. Diverse leadership, encompassing both gender and demographics, enhances decision-making and drives innovation. Gender equity should not be merely a business priority, but a fundamental value deeply embedded in every organisational decision. Monitoring, measurement, and sharing success stories of women in leadership are essential steps. Nurturing diverse talent requires promoting unconventional career paths, sustainable succession planning, and mentorship. Inclusion is a necessity for future-ready leadership in a rapidly changing world. Gender diversity is not just a moral imperative but a business advantage, associated with improved financial performance and ethical, sustainable leadership across environmental, social, and governance aspects of business. Tackling inequality for sustainable development This article by Dr Judy Dlamini, chairperson of the GBV Response Fund highlights the critical importance of addressing horizontal inequality to achieve UN Sustainable Development Goal 10, which aims to reduce inequalities based on income, gender, age, disability, race, class, ethnicity, religion, and opportunity. Legislation alone cannot rectify historical and present imbalances; it requires a multidisciplinary, systemic approach championed by leaders across sectors. Financial inclusion, especially for small and medium-sized enterprises (SMMEs), is crucial for economic growth. South Africa's dual economy, with a thriving formal sector and an underdeveloped informal one, must prioritise SMME growth to reduce inequality and unemployment. Investing in SMMEs and fostering an equitable environment can eradicate poverty and restore human dignity, vital for sustainable peace and prosperity. How technology has impacted women’s health In this article by Genevieve Mannel, chief digital officer, Cipla South Africa, technology's transformative impact on women's health and empowerment is discussed. Technology has facilitated access to health education, empowering women with information about their health. Mobile apps like Clue provide menstrual health education and cycle tracking. Telemedicine offers remote healthcare access, especially beneficial for women in remote areas. Home diagnostic devices allow early health issue detection, improving outcomes. Social media platforms amplify women's voices for advocacy and awareness, exemplified by the #MeToo movement. Technology has made healthcare information, services, and advocacy more accessible, empowering women to take control of their health and demand their rights. Further innovation is needed to continue benefiting women's health globally. Empowering SA’s young women can transform our nation In this article by Leanne Emery Hunter, COO at Yes, empowering young South African women to transform the nation is emphasised. More women in the workplace benefit businesses significantly, boosting revenues and innovation. However, globally, women's participation in the workforce lags behind men. Creating inclusive workplaces that appeal to women, rethinking traditional roles, and promoting gender equality in policies like maternity/paternity leave are essential steps. Additionally, focusing on equitable promotion opportunities and sharing unpaid household work can free women to engage more in paid labour. Building a pipeline for young women through programs like the Youth Employment Service (Yes) is crucial for their empowerment and the nation's prosperity. Empowering African women with Web3 technology According to Sandy Carter, COO and head of business development at Unstoppable Domains, crypto currency was created with the goal of disrupting an unfair global financial system and literally 'banking the unbanked'. The whole ethos of this technology was to empower people everywhere to take control of their finances, careers, and lives. Web3 eliminates the need for permission to create a wallet or begin accepting payments, allowing for more freedom, such as the ability to open businesses. Web3 technology, including cryptocurrency and blockchain, presents an opportunity to empower women in Africa. With limited access to traditional banking systems historically, women can benefit from greater control over their finances and digital identities through Web3. Education and awareness are crucial to increasing their participation in this transformative space, and initiatives like Unstoppable Women of Web3 aim to provide education to millions of African women. Insights from the frontlines: Interviews with influential leaders In addition, readers can expect compelling interviews with prominent leaders, Zeda's Group CEO, Ramasela Ganda, and financial director Thobeka Ntshiza, as they delve into their organisations' remarkable gender empowerment initiatives. Nuggets of advice for new leaders For those stepping into leadership roles, this article by Selina Fisher, founder of SelinaNewman Coaching, offers ten empowering strategies. It highlights continuous personal development, building self-awareness and self-trust, and transitioning from a 'doer' to a delegator. It emphasises that actively listening to team members, seeking support, asking questions, and reflecting on the leadership journey are essential aspects of effective leadership. Investing in mental wellbeing In the wake of the Covid-19 pandemic, this article by Cathy Jackson advocates for an integrated, employee-centric wellness programme. It emphasises that investing in mental wellbeing yields positive returns for individuals and organisations, as highlighted by the concept of mental health becoming mental wealth. The article encourages creating safe spaces, reducing the stigma of depression, and providing coping tools for employees. Founder and owner of Healthy Living Consulting, Ronald Abvajee, says Covid-19 has literally been the firelighter that has lit the flame on mental health issues and highlighted the inadequacies of patchwork wellbeing solutions in the workplace. “We’ve seen the need for a more integrated holistic, proactive and texturally relevant programme which resonates with the needs of employees.” Lindiwe Miyambu, group executive for Human Capital at African Bank, who has partnered with HLC as a provider to ASI, agrees stressing the importance of linking the wellbeing drivers of your business with that of your people. “It can no longer be viewed as a beneficial add on. Employee wellness has to be placed front and centre of everything one does and literally integrated into the very fabric of the organisation.” The 18th edition stands tall as a testament to the dedication of the A team behind its creation, ensuring a jam-packed publication that inspires and empowers women across South Africa. The annual Standard Bank Top Women Conference is taking place on 18 to 19 October 2023. Register here to get your ticket: https://lp.topco.co.za/sbtw-conference-2023/ ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/Article/196/23/242715.html

Kyle Zeeman | 12 October 2023 Potholes have become a serious problem across the country. The latest phase of government's Expanded Public Works Programme (EPWP) will create over five million job opportunities. Government’s Expanded Public Works Programme (EPWP) is switching focus on infrastructure in its latest phase, including fixing potholes, lifts, plumbing, and solar installation. Public Works and Infrastructure minister Sihle Zikalala detailed the upcoming fifth phase of the programme, saying it will create more than five million job opportunities. The programme’s latest phase has so far delivered more than four million jobs and is set to end in March next year. Among the changes will be the reopening of government workshops and the insourcing of graduates from the National Youth Service (NYS). The workshops will be the crucibles of innovation, skills development and practical exposure. “By integrating NYS graduates into these workshops, we aim to foster a culture of continuous learning and hands-on experience, ensuring our youth are not just employable but are drivers of innovation and change.” The jobs created will include pothole patching, brick paving, cleaning of neighbourhoods and waste management, retrofitting of government buildings and solar installations, and fixing lifts and plumbing. ‘More than beating unemployment’ “EPWP Phase 5 should be more than just combatting unemployment. It is about rewriting the story of our youth from one of despair to one of hope, from stagnation to growth and from dependency to self-reliance. “Our core focus should gravitate towards not just creating employment opportunities, but crafting pathways of continuous growth, learning and empowerment. Our goal goes beyond employment generation. It is about nurturing a skilled, self-reliant populace that contributes constructively to our nation’s socio-economic fabric,” said Zikalala. Jobs for party pals? The EPWP came under fire earlier this year, amid reports some community members were employed in the programme because they belonged to certain political parties. The Tshwane metro said it would disqualify all applications for the programme submitted by political parties. "We have been made aware of councillors claiming to be representing certain political formations and promising community members ‘priority status’ when completing EPWP application forms. The City of Tshwane rejects these claims that are false and misleading,” said community and social development MMC Peggy de Bruin. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.citizen.co.za/news/south-africa/solar-pothole-repairs-among-solutions-to-youth-unemployment-as-5-mill-jobs-promised/

John Dludlu | 11 October 2023 There is a widely shared quote attributed to Oliver Tambo. “OR”, the ANC’s longest-serving president during its many decades in exile, instructed his comrades to learn from their enemies — especially what they got right. Despicable though the apartheid regime was, it did get some things right. Tambo would no doubt have agreed that Afrikaner empowerment and employment were among them. SA is facing a ticking time bomb: youth unemployment. At over 60% joblessness among those aged 16-25, this is among the highest rates in the world. If it is not resolved the country’s tenuous stability will soon go up in flames. Worse, in addition to the thousands of young people who are walking the streets despite having earned university degrees, most of the unemployed youth are not in training or education. According to the Professional Provident Society (PPS), a financial services company, 90% of tertiary education students would leave the country and search for greener pastures abroad if they could. A year ago this figure was just under 40%, according to the PPS student confidence index. It’s not hard to work out why. Crime and corruption, failing infrastructure, the load-shedding and water crises, the crisis in the freight logistics system, a poorly performing economy, the cost-of-living crisis and, obviously, bleak prospects of finding a job in SA are driving them away. Believe it or not, they are among the lucky few. Those with quality education from SA’s top schools and tertiary institutions at least have some hope of finding jobs abroad. Civil, mechanical and electrical engineers, young and old, who are frustrated by the dysfunction of Transnet and Eskom are also increasingly making careers overseas. While executive positions in SA pay relatively well in both the private and public sectors, the other problems associated with living in SA make it not worth the while for many to stick around. Anecdotal accounts suggest that people with experience and qualifications are even willing to start at the bottom in a new country and work their way up. This flexibility is important as a gateway to gaining experience and prosperity. Growing at just 1% on an annual basis, this economy is ill-equipped to absorb the millions of unemployed, especially inexperienced, youths straight from high school or fresh from tertiary institutions. Over the years, the private sector and the government have scrambled to find solutions to youth unemployment. For its part, the government has designed and introduced tax employment mechanisms to encourage business to take on young people. President Cyril Ramaphosa has implemented a youth employment initiative. In Gauteng there are two projects tackling youth unemployment: the assistant teacher programme and the introduction of hundreds of crime fighters to patrol unsafe township streets where criminals are terrorising communities. Though the projects have not been without controversy, they communicate the message that at least the government accepts that the SA house is on fire and something needs to be done to put it out. The government has also — admittedly with mixed success — scrapped the requirement for experience in entry-level jobs in the public service. The private sector has also weighed in. A few years ago business introduced the Youth Employment Service. This took on tens of thousands of youths, placing them in banks, financial services companies and businesses in other sectors. It remains the flagship intervention by business on youth unemployment. This is over and above the work business is already doing to help address other SA crises, such as crime and corruption, freight logistics and energy — issues that should ordinarily be addressed by the government. Several other initiatives have been launched by various businesses. One that stands out is the Harambee youth employment accelerator, a nonprofit programme. The initiative drives partnerships, including with the government, to connect the youth with employment and training opportunities. On its website Harambee reports that it has enabled 1-million employment opportunities for youth work-seekers, assisted 3.5-million jobseekers and generated a total of R17.5bn in income for youths. The numbers alone show the scale of the problem and the need for help. While commendable, more creative thinking is required to defuse this ticking time bomb. For example, like India, Pakistan and the Philippines, SA policymakers could consider facilitating unemployed youths to find employment in partner countries that have a labour shortage. It may also be time to start thinking the unthinkable: reintroducing conscription. During the apartheid era conscription trained young white men to “defend their country” from internal and external threats. But it also helped hundreds of thousands of white youths pick up non-combat “soft” skills such as discipline, and opened pathways for academic and professional careers. Most of these career paths were subsequently state-funded. SA faces no obvious external military threat at present. But it does face an internal one from its restless unemployed youth. Perhaps it is time to repurpose conscription to address youth unemployment and training in a structured way. Tambo may well have considered this an example of where the ANC could learn from its erstwhile enemy. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.businesslive.co.za/bd/opinion/columnists/2023-10-11-john-dludlu-more-creative-thinking-is-needed-to-defuse-youth-unemployment-bomb/

The Presidency | 11 October 2023 President Cyril Ramaphosa will on Thursday, 12 October 2023, brief the National Council of Provinces (NCOP) on key developments in the country, including the economic advancement of women and efforts to overcome widespread unemployment among young South Africans. The President will outline Government’s approach to these and other matters in a Questions for Oral Reply session in the National Council of Provinces in Parliament, Cape Town. Among questions put to the President are the outcomes of the recent XV BRICS 2023 Summit and action against construction mafia. The President will discuss the outcome of the 2023 BRICS Summit and South Africa's plans to use the outcomes to advance Agenda 2063. The President will also outline Government's progress in institutionalising gender mainstreaming across departments, provinces, and districts for gender equality through responsive planning, budgeting, and reporting. He will also address progress in advancing the economic empowerment of women, especially in townships and rural areas. Regarding the Government's commitment to global climate change mitigation efforts, the President will elaborate on the balance between ensuring an uninterrupted electricity supply and contributing to climate goals. On youth unemployment, the President will set out Government's initiatives and collaboration in developing a comprehensive youth employment and economic empowerment strategy. The NCOP Questions for Oral Reply will take place as follows: Date: Thursday, 12 October 2023 Time: 14h00 – 17h00 Venue: NCOP Chamber, Parliament, Cape Town ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.thepresidency.gov.za/press-statements/president-update-national-council-provinces-empowerment-women-and-youth-employment

Intra-group procurement spend is a normal part of spending, especially for groups of vertically connected companies, which in many cases is a sizeable amount. Internal procurement between holding companies and their subsidiaries must be included in an organisation’s Total Measured Procurement Spend as per Statement 400 of the Amended General B-BBEE Codes of Good Practice. Paragraph 5.1.2 states: Intra-group procurement: all goods and services procured from subsidiaries or holding companies of a Measured Entity (BEE Credentials of the entity supplying goods and/or services must be confirmed in the way of a BEE Certificate). Requirements for Consolidated B-BBEE Verifications amongst a group of Entities will have an impact on the above. Enterprise & Supplier Development Services are available to Members to assist in understanding the Intra-Group Procurement spend.

Virtual informal learning, otherwise referred to as distance training, has become the norm over the past few years. Providing evidence of a training intervention according to the Skills Development requirements, includes an attendance register or certificate of attendance (not limited to). However, virtual learning or distance training sometimes poses a challenge in terms of producing an attendance register. Some members have arranged for an attendance register to be shared via email or on a document sharing platform at the end of the training initiative which records the attendees for each session allowing the learners to sign once for all sessions. There is no official clarity on how an Entity should record attendance for a virtual learning or distance training intervention, but it would be important to provide evidence in some form that indicates that the training initiative has taken place. Skills Development Services are available to Members in assisting with collating evidence for virtual learning or distance training.

Generally, expenses on bursaries for employees do not constitute Skills Development Expenditure if an organisation can recover any of the employee's expenses or if the grant is conditional in any way. However, the following two conditions are acceptable as part of an employee obligation whereby expenses will be recognised: Successful completion of studies within an identified period; or The continuation of employment for a stated period following the successful completion of their studies which does not extend the period of their studies. We encourage Members to align conditional obligations for Bursaries to requirements under B-BBEE legislation. Skills Development Services are available to Members in assisting with developing sound Bursary strategies.

Business Day | 10 October 2023 Continent's entrepreneurial environment is particularly adept at developing the skills so highly prized, says Standard Bank. Despite a youthful and largely literate demographic, the current narrative is that Africa’s skills don’t match the needs of a rapidly evolving digital and knowledge-based global economy. The global tilt to remote working during the Covid-19 pandemic only worsened Africa’s critical skills shortage as the continent proved fertile hunting ground for global companies seeking affordable new-economy skills. It is expected that shrinking workforces in many developed economies are only likely to deepen the import of skills from African environments offering lower wages and less competitive urban lifestyle propositions. Standard Bank is Africa’s largest bank, employing over 50,000 people across 20 markets on the continent. As such, the bank is acutely aware of the efforts of its clients’ businesses as well as its own operations in developing and retaining skills. In Standard Bank’s view, a different skills landscape emerges. Many of Africa’s urban and peri-urban centres, for example, are rich in services skills, such as hair and beauty, retail, insurance, bookkeeping, actuarial, light engineering and motor repair, plumbing and electrical services. Since these skills are hard to market and deliver online, they often find themselves locked inside Africa’s urban and peri-urban centres. That said, Africa’s relatively well-educated and largely English and French-speaking populations are already commanding a large segment of global call centre employment, with extensive investment by insurance, technology and logistics companies and other online service providers in key urban centres. As infrastructure development improves across the continent and global digital networks grow, Africa’s pool of previously isolated urban and peri-urban skills will become increasingly relevant to broader African as well as international markets. Across Africa, Standard Bank has invested heavily in enterprise development, including programmes aimed at developing entrepreneurial skills. Most of these initiatives focus on strengthening collaboration and co-ordination among different actors in the skills ecosystem. This is largely achieved by partnering with African businesses, business schools, industry associations, universities and other social partners to provide training or build capacity and skills. From Uganda to SA and Kenya to Cote d’Ivoire, Standard Bank is involved in hundreds of programmes assisting African entrepreneurs develop finance, auditing, marketing, human resources, compliance, legal, corporate governance, and data and information management skills. This experience has shown Standard Bank that Africa’s less regulated and highly entrepreneurial business environment, requiring multitasking, independent thought and decision-making, is particularly adept at developing the higher-order holistic thinking, management and complex communication and solutioning skills so prized in the new global economy. While these abilities often add to the global attractiveness of African management skills, the independent, entrepreneurial and adaptive nature of Africa's management culture make the continent a sought-after training ground in marketing, logistics, sales and management. Many Chinese companies, for example, deliberately place their younger staff in Africa during their formative years to develop the critical independence of thought and self-motivated solutioning skills required in the new economy. In addition to running graduate training programmes informed by each country’s unique business contexts, Standard Bank also deploys its own platforms to support entrepreneurial skills development. The bank’s Backbase business platform in partnership with Microsoft, for example, assists client businesses across Africa access cloud-based accounting services. Similarly, Standard Bank’s Unayo global digital platform as well as its OneFarm Share online agricultural marketplace provide Africans access to the global digital economy via simple hand-held devices. Finally, Standard Bank’s own internal enterprise banking training programmes assist client-facing bankers support African entrepreneurs to start up, grow and win. Without ignoring the skills shortages that the continent faces, as a bank committed to driving Africa’s growth, Standard Bank’s privileged view of Africa reveals a much more innovative and dynamic skills ecosystem, alive to the continent’s rich opportunity and diverse challenge landscape. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.businesslive.co.za/bd/business-and-economy/2023-10-10-native-africa-has-what-it-takes-to-thrive-in-the-new-global-economy/

Bonga Ntuli | 10 October 2023 The construction sector must adopt a focused approach to social, economic, and environmental justice. SA finds itself amid a complex web of social, economic and environmental crises. While some progress has been made towards achieving the universally endorsed sustainable development goals (SDGs), the persistent legacy of segregated development continues to hinder the country’s pursuit of sustainable and inclusive economic growth. Despite being classified as an upper middle-income nation and boasting one of Africa’s largest economies, SA grapples with an alarming distinction: it holds the world’s highest ranking for inequality and unemployment rates. Compounding this, during a global era of climate upheaval the nation stands as Africa’s leading polluter, contributing the highest volume of carbon emissions across the continent. To bolster governmental endeavours towards realising the SDGs, diverse sectors in SA must closely monitor the social and environmental resources cultivated through their corporate social investments. It is paramount for each sector to ensure these resources possess the capacity to yield sustainable, inclusive returns in social, economic and environmental domains. At the crux of all three dimensions lies the most pivotal resource — human capital. This encompasses the reservoir of skills individuals employ to create economic value in their surroundings. However, to transcend the focus merely on economic gains the concept of human capitalisation must evolve, transforming into a process that not only generates profits but enriches transferable human proficiencies and contributes to environmental rejuvenation. Traditionally, the human capitalisation process starts in formal education institutions and extends through professional development in employment or entrepreneurial ventures. In SA, though, a significant portion of the population — a staggering 48.3% of the unemployed in the first quarter of 2023 — becomes entangled in the human capitalisation value chain and falls by the wayside. Among the unemployed, 48.3% hold education levels below matric, 40.7% possess matric as their highest educational attainment, a mere 2.7% hold tertiary qualifications, 7.5% boast other tertiary qualifications, and 0.7% are classified under the category “other”. Further worsening the issue, 44.7% of the working-age population between 15 and 34 years old remained classified as not in employment, education or training. This demographic, lacking matric qualifications and devoid of participation in formal learning, emerges as the most susceptible to unemployment. Added to this, more than 716,000 graduates applied for the monthly R350 social grant in January 2023, according to officials. In a nation where human potential languishes, the repercussions extend across society, fuelling social regression. The consequences ripple across the socioeconomic spectrum. A survey by PwC, “Global Workforce Hopes & Fears 2022”, highlights the factors contributing to the worldwide loss of human capital in recent times. The survey underscores that instilling personal fulfilment and empowerment in social institutions holds the potential to amplify wellbeing and productivity across these establishments, yielding positive outcomes on individual, professional, and even societal levels. Strategies promoting personal fulfilment and empowerment necessitate the development of specialised, scarce skills, equipping individuals to navigate market dynamics and respond innovatively. PwC emphasises that “leaders must recognise that employees can either be a force multiplier or a detractor. Research ... reveals that the workforce represents the foremost risk to growth, while also serving as the primary conduit for implementing growth-orientated strategies.” To augment corporate social impact during upskilling employees should extend beyond specific job requisites. The emphasis should pivot towards cultivating transferable skills, enabling continuous reinvestment in lifelong learning and multifaceted growth. Additionally, corporations can bolster environmental impact by empowering workers with an awareness of their role in fostering environmental growth, nurturing active citizenship. In particular, the construction sector in SA possesses untapped potential for social, economic and environmental justice impact. While recognised for its contribution to the nation’s economic advancement, the sector’s potential effects on social and environmental justice remain largely uncharted. According to the UK Chartered Institute of Building’s socioeconomic analysis, the construction industry wields influence beyond conventional metrics of human productivity and environmental alteration. It substantially shapes individuals’ psychological wellbeing and, on a broader scale, fosters social cohesion. This sector bears responsibility for erecting and maintaining homes, schools, workplaces, hospitals, roads, bridges, and various essential infrastructure that is pivotal for enhancing citizens’ quality of life. Given the constant global push for sustainable and inclusive economic growth, SA’s construction sector must adopt a focused approach that concurrently fosters social, economic, and environmental justice in the built environment. For instance, the sector could establish continuous professional development initiatives to upskill low-level construction workers in green building practices. This would not only empower workers with transferable green construction skills, applicable both in their communities and across diverse industries, but heighten awareness of collective climate action as an imperative of active citizenship. Consequently, individuals would be equipped to contribute to ecosystem regeneration in their own capacity. And only then can we start to realistically deal with the challenges of a low human capitalisation rate, high unemployment and poverty in our country and its communities. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.businesslive.co.za/bd/opinion/2023-10-10-bonga-ntuli-dealing-with-sas-neglected-human-capital-potential/

Alex Mitchley | 10 October 2023 In the last decade, the population in South Africa has increased by around 10 million people, with a total of 62 million people living in the country, according to the 2022 census. Statistics South Africa released the fourth democratic census on Tuesday. The last census was published in 2011. According to the data, there are 62 027 503 people in South Africa compared to the 2011 census, which recorded 51 770 560 people. This translated to a population growth rate of 1.8%. Compared to the first democratic census published in the '90s, the population increased by more than 20 million people from 40 583 573 recorded in 1996. The census also showed that there are more than 2.4 million international migrants in the country, which equates to around 3% of the total population. Most of the international migrants come from the SADC region. Around 45.5% of international migrants come from Zimbabwe, 18.7% from Mozambique, and 10.2% from Lesotho. Population composition Black Africans remained the dominant population group, accounting for 81.4% of the population, which translates to around 50.4 million. The black African population increased by around 9 million compared to the 2011 census, which recorded around 41 million black people. The coloured population accounted for 8.2% or around 5 million people, followed by white people at 7.3% or 4.5 million people. According to the data, the white population has steadily declined from 11% of the total population in 1996 to 8.9% in 2011 and then 7.3% in 2022. The Indian and Asian population accounts for 2.7% of the total population. Women constituted 51.1% of the population, while men accounted for 48.5%. Population distribution by languages spoken at home IsiZulu remains the language most spoken at home, accounting for 24.4%, followed by isiXhosa at 16.3%, Afrikaans at 10.6% and Sepedi at 10%. Around 8.7% of the population speak English at home. IsiZulu speakers increased by 1.7% compared to 2011, while isiXhosa speakers increased by 0.3% and Afrikaans speakers decreased by 2.9%. Religion The majority of the population reported that they were Christians (85.3%) followed by traditional African religions (7.8%). Around 1.6% of the population subscribed to Islam, while 2.9% said they had no religious affiliation. Population by province Gauteng and KwaZulu-Natal remained the most populated provinces, with 15 million and 12.4 million people living there, respectively. The Western Cape has a population of around 7.4 million. The Northern Cape has the smallest population of around 1.3 million people. In terms of internal migration, Gauteng dominated, receiving more than a third of all internal migrants, followed by the Western Cape with 15%. In the last decade, KwaZulu-Natal, Limpopo, the Eastern Cape and the Free State experienced an outflow of people. Housing Based on census 2022 findings, a total of 17.8 million households were recorded in South Africa, an increase from the 14 million households recorded in 2011. This includes formal and informal dwellings. Gauteng with 5.3 million households and KwaZulu-Natal with 2.9 million, account for just under 50% of all households in the country. The Northern Cape recorded the fewest households at 330 000. According to the data, the number of households who reside in informal dwellings has declined from 13.6% in 2011 to 8.1% in 2022. Meanwhile, households residing in formal dwelling units increased to 88.5% in 2022 from the 65.1% recorded in 1996. Homelessness The census also looked at collating the number of homeless people in South Africa. Around 55 719 people were recorded as homeless in 2022. Of these, 44 512 were roofless while 11 207 were in shelters. Gauteng recorded the highest number of homeless people at 45.6% followed by the Western Cape at 17.5%. As a metropolitan area, the City of Tshwane recorded the highest proportion of homelessness. Most people recorded loss of job/income (41.3%) as the reason for their homelessness, followed by alcohol and drug use (25%). Access to basic services The census 2022 recorded an upward trend to access to basic services from 2001 to 2022. In 2022, more than 80% of households in the country have access to piped water, either inside their dwellings or inside their yards. More than 90% of households have access to electricity for lighting, an increase from the 58% recorded in 2011. The Western Cape has the largest population that has access to electricity, 88.7%, followed by Gauteng with 85%. According to the data, there has been an upward trend in accessing the internet since 2011, which has been attributed to the rapid advancement of communication services such as cellphone ownership. Households with no access to the internet decreased from 64.8% in 2011 to 21.1% in 2022. Around 60.5% of households access the internet using cellphones and other mobile devices compared to 16.3% in 2011. Education According to the latest census, around 73.4% of the population aged between 5 and 24 attended educational institutions in 2022. This represented a 3% increase since 1996. The census notes that black African and coloured populations tend to be concentrated in the secondary level education which suggests higher dropout rates and limited progression to tertiary education. Conversely, the white, Indian and Asian population groups are more likely to be concentrated in the completed secondary level and post-secondary education levels. Meanwhile, more than 2.5 million people 20 years old and older reported having no schooling education, around 11.8 million completed some secondary schooling, with around 14.1 million people completing high school. Collation of data The 2022 census was the first-ever digital census conducted in South Africa. The information was collected via a digital questionnaire using three different modes of collection, including computed assisted personal interviews where field workers visited households and conducted the interview with a handheld device. In addition, telephone interviews were conducted, and the public was also able to complete the questionnaire over the internet. The collection of the population and housing data started on 2 February 2022 and ended in May 2022. Statistics SA received more than 20 million questionnaires from households, which formed the basis of the population and housing statistics. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.news24.com/news24/southafrica/news/sas-population-swells-to-62-million-2022-census-at-a-glance-20231010