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Eduardo Urzagasti | 14 August 2023 The South African agency also reported that the number of salaried employees increased by 258,000 people, reaching a total of 16.2 million workers between January and March 2023. BUSINESS NEWS - The unemployment rate in South Africa increased in the first quarter reaching 32,9%. The lack of formal employment is a problem that currently affects a vast number of people worldwide. Unfortunately, the situation in South Africa regarding this matter is concerning, and the future ahead does not appear very encouraging. The latest national unemployment rate presented by the National Statistics Agency of South Africa (Stats SA) was based on the first quarter of 2023. The report indicated that the rate reached 32.9%, showing a 0.2% increase compared to the fourth quarter of 2022. "The number of unemployed people increased by 179,000 individuals, reaching 7.9 million during this quarter, compared to the 7.8 million registered at the previous one," stated the agency in a press release. Moreover, they highlighted that this rise occurred after four consecutive quarters of decline in 2022. The South African agency also reported that the number of salaried employees increased by 258,000 people, reaching a total of 16.2 million workers between January and March 2023. In this respect, the sectors with the highest levels of new hires were finance, community and social services, and agriculture. Regarding job seekers, there was a decline of 87,000 applicants compared to the fourth quarter of 2022, resulting in a net decrease of 296,000 people in the country's inactive population. Additionally, some companies also lost workers, especially those related to trade, mining, construction, and manufacturing industries. Finally, the official Statistics South Africa also drew attention to the vulnerability of young people in the labor market, considering there was an increase of 241,000 unemployed youth, reaching 4.9 million. In that vein Nedbank, considered one of the main South African banks, stated that the total employment rate remains below pre-Covid-19 levels but has gradually increased. It's worth noting that official statistics have been published quarterly since 2008. Moreover, the International Monetary Fund (IMF) also carried out an analysis of unemployment and presented its forecasts for 2023, considering rising inflation, increased interest rates, and economic slowdown. In this context, they indicated that these factors would cause an increase in the unemployment rate, especially in industrialised countries undergoing drastic structural changes. Unfortunately, South Africa reappears in this IMF analysis, and in a rather negative light. Specifically, it is projected that the country's unemployment rate would reach 35.6% in 2023, a consequence of slow economic growth and strict labor laws hindering worker hiring. In addition to the unemployment issue, South Africa's population is also experiencing high inflation levels. Although inflation has been decreasing in recent months -reaching 5.9% in May - it still affects millions of workers and further harms the poor. Abigail Moyo, spokesperson for the trade union United Association of South Africa (UASA), said in an interview: "For years, workers have been facing economic pressures beyond their control. With items like maize flour rising 36.5% since last year’s January, onions 48.7%, shampoo 29.6%, and instant coffee 26.4%, it's clear that tough times are not over for households." This year, the International Labour Organization (ILO) Director-General, Gilbert F. Houngbo, made his first official visit to South Africa, emphasizing the need to work towards greater social justice in the country. He also assured that this would contribute to reducing and preventing inequalities and that he would seek to promote the formulation of national and global policies and activities for this purpose. "We owe it to our future generations to coordinate efforts to realize a fair and safe working environment that leaves no one behind, and that is what social justice is all about... Social justice helps societies, economies, and households become more resilient to socioeconomic, environmental, geopolitical instability, and global health crises," said Houngbo. It is essential to note that the ILO asserted that the number of unemployed people worldwide would decrease during 2023. "According to projections based on the most recent ILO estimates, the global unemployment rate will decline by 0.1 percentage point in 2023 to reach a 5.3% rate," revealed the organisation based in Geneva. There were 192 million people without formal employment worldwide in 2022, a number that would decrease to 191 million in 2023. The report from the international body shows that Latin America and the Caribbean belong to the group of regions that managed to reduce their unemployment rates below pre-Covid-19 levels. This situation is also observed in Northern, Western, and Southern Europe, as well as in Central and Western Asia. However, in other regions such as North Africa, Sub-Saharan Africa, and some Arab states, the reality is different, as they have not yet returned to pre-pandemic levels. Given all these circumstances, South Africa needs to take actions that promote both formal employment and job seeking, as the lack of opportunities leads many to opt for informality, another difficult problem to eradicate. All this aside from how the lack of decent work affects the quality of life for countless families, who struggle to subsist with very little or seek alternatives like loans to cope with certain situations. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.georgeherald.com/News/Article/Business/a-third-of-employable-south-africans-without-a-job-202308130555

Smart Worx | 14 August 2023 A more gradual integration is necessary for budding professionals to gain the essential skills and experience to thrive. Unemployed youth face a well-known conundrum: they can’t find a job without experience, and it’s almost impossible to gain experience without a job. Mindworx, a South African talent and solutions agency, believes it has come up with a solution with its “Digital Pods”. It reports seeing outstanding results, with more than 90% of learners finding permanent employment at the end of the programme. Mindworx launched its Digital Pods a year ago to bridge the divide between youth unemployment and organisational staffing needs for scarce digital skills, while providing a managed service to assist clients with critical digital projects. The Mindworx team maps the project, determines its clear outcomes and deliverables, and then configures a team of unemployed digital graduates, sourced through the Mindworx Academy, with the exact skills required for the task. Dedicated senior managers and functional experts guide, mentor and manage each Pod; with a focus on return on investment for the client, while providing young jobseekers with much-needed work experience. Entry-level candidates often lack the necessary skills to navigate the rapidly changing digital landscape. At the same time, many businesses are stretched too thin to provide extensive mentoring and coaching for them to take on inexperienced digital talent. Thus, a more gradual integration is necessary for these budding professionals to gain the essential skills and experience to thrive. Besides the necessary technical skills, learners are also taught the personal and professional 21st-century skills needed for succeeding in the workplace, including curiosity, grit, complex problem-solving, collaboration, empathy and networking. "The key to the success of the programme is the unique blend of relevant learning experiences, clear expectations, a steadfast commitment to delivery, opportunities for real-world work, the courage to embrace mistakes, and an emphasis on personal development", says Visagan Naidoo, Mindworx’s consulting business head. He also noted that measuring the success of the initiative is vital. In addition to delivering a project within precise guidelines, Mindworx has implemented effective systems to track metrics such as retention rates, career progression, employment rates, and participation satisfaction. "This data-driven approach enables us to continuously improve our offerings, meeting the evolving needs of both the participants and the industry," Naidoo adds. Clients can also benefit from building a pipeline of digital talent that can be retained at the end of the project at no additional recruitment cost to the client. According to Naidoo, currently 90% of learners are employed full-time by the clients for whom a Pod was deployed, including large financial services and insurance brands. Combined, Mindworx and the Mindworx Academy have placed almost 3 000 young people into first-time employment, with 60% hailing from rural areas. Together, these jobs are estimated to have injected R500 million annually into the South African economy. “Mindworx is looking to train and place at least 5 000 learners and positively impact 25 000 lives by 2028 as it continues to forge a workforce ready to excel in the digital era,” Naidoo concludes. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/business-report/careers/bridging-the-digital-skills-gap-between-youth-unemployment-and-organisational-staffing-3a0cb74d-ad32-4be1-97b8-be3cb5ad9fad

Ina Opperman | 12 August 2023 According to Statistics SA data released in May, the youth unemployment rate was estimated to be 62.1% in the first quarter of 2023. South Africa’s growing youth skills and unemployment divide can be bridged by employability and SME incubator initiatives, but we need more corporate and government programmes that provide school leavers with a platform to learn, make mistakes and grow. South Africa can improve its youth unemployment crisis by creating awareness of available employability training opportunities and educating SMEs on their crucial role in empowering youth while growing the economy, Shawn Theunissen, founder of Property Point, says. Some initiatives, particularly the collaborative partnerships between government and business are promising, such as the Youth Employment Service (YES) and National Business Initiative (NBI). These programmes equip young people with in-demand skills, soft skills and job readiness training, as well as mentorship and job placement to promote the growth and progression of our economy, he says. “Another bright light has been that SMEs also have a significant role where they contribute to local economies by bringing growth and innovation to the communities where they operate. They also stimulate economic growth by providing employment opportunities to people who may need to be more employable by larger corporations. Therefore, SMEs can be the perfect hosts for youth employability programmes.” The Statistics SA data implies that 12.7 million young people between the ages of 15 and 35 are unemployed, the highest globally. The new ‘economic pandemic’ is manifested in our energy crisis, fuel cost, inflation, high-interest rate and volatile currency, Theunissen says. Economy struggling to create opportunities “While these factors are out of our control, they contributed to our slow-growing economy, which is struggling to create opportunities for those looking to break into the labour market. This situation harms individuals, their families and the broader community through severe economic and social consequences, including economic welfare, erosion of human capital, social exclusion, crime and social instability.” He points out that the labour market has become increasingly skills intensive. “For example, the pandemic revealed a global and domestic need for digital and information technology skills. With a deteriorating education system, which continues to churn out unskilled youth, there needs to be more alignment between labour supply and demand.” There is also an issue around gender parity regarding the technical skills available for youth and specific sectors, such as mining, construction and manufacturing, are still relatively insensitive to women. HR specialists suggest there are skills shortages in every sector and that the information technology and finance sectors have the most shortages, although the deficits are felt almost across the board, including in medical and health, marketing design, media and arts, business and management and engineering. “For unskilled young people, the hurdle is so much more significant as they need more theoretical knowledge and technical skills for in-demand jobs and services that would enable them to enter the job market or set up their enterprises.” Theunissen says a basic framework, language and practical experience is also necessary to develop their professional behavioural competencies and the soft skills needed to prepare them for work. “Notably, soft skills are also in short supply among the youth. Soft skills include many abilities, including communication, teamwork, problem-solving, adaptability, time management, leadership, critical thinking, empathy and emotional intelligence. Soft skills are crucial for young people entering the job market and can determine whether they are employed.” Many not aware of in-demand skills There are very few 15 to 18-year-olds who know which careers they would want to pursue and without career guidance and counselling coupled with aptitude and personality psychometric testing, they will not be aware of which skills are in demand, understand their style and inclination to a specific scope of operation or discipline and make the correct subject choices, especially if they aspire of attending tertiary institutions, Theunissen says. He highlights that there are also generational issues that the youth need to contend with in the workplace, which often diminishes the prospects of an intern’s integration and absorption by a host company. “The organisational culture may not be conducive for people of different generations to work together and there is a chance for conflict due to other age groups’ attitudes, values and beliefs. As a result, stereotypes are common.” However, Theunissen says, we can solve the skills gap and unemployment conundrum. “For example, Property Point implemented employability programmes in the built environment with partners. With substantial experience recruiting young people for training and placement into B-BBEE SMEs, we have identified many pressure points, challenges and solutions to fulfil their mandate.” He says solving this problem requires collaboration among various sectors which could complement each other’s efforts. It starts with committed funders deploying grants to support skills development and placement initiatives. “Invariably, the skills gap challenge is just one side of the coin. On the flip side is identifying “super hosts”, companies that exhibit the ethos of empowerment and skills development. The absorption of our youth has as much to do with their attitude, willingness and ability to learn when afforded the opportunities to be placed at host companies to obtain work experience, as the host’s attitude and commitment to the employability programmes and initiatives.” Government and private sector programmes for youth Government has incentivised large companies to take calculated risks and accommodate youth through learnership programmes. Training providers can, therefore, focus on developing skills programmes that include job-readiness skills, demand-driven training, and entrepreneurship. Theunissen says programmes must provide psycho-social support that promotes social inclusion, tenacity and resilience. “Business needs to create opportunities for youth through workplace skills placements and job opportunities. Finally, young people must have the right attitude, be motivated and committed to the programmes.” While the YES programme, as a collaboration between government, business and labour, has offered opportunities for paid (stipend) work experience for our unemployed youth, the skills gap remains a critical risk for companies most impacted, Theunissen warns. “Organisations must develop their labour planning strategies to prepare for the future workforce to maintain their growth plans. Irrespective of the successes achieved to date, more collaboration is needed if employment outcomes are to be improved. SMEs in particular must support the young people they host. “Without this, we will see an increasing sense of exclusion among young people. Frustration levels will be heightened and physical and mental well-being will be lower, which will feed the cycle of unemployment and poverty.” Theunissen says many young people leaving school and even tertiary institutions still need to be ideally skilled or competent to enter the workforce and they need opportunities to experience the world of work and earn their stripes. “The collaborative employability initiatives have laid the foundation to build bridges to overcome the skills gap and youth unemployment crisis. Now our efforts must move beyond regulation and compliance and all stakeholders must demonstrate a passion and commitment to be the difference we need to see.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.citizen.co.za/business/personal-finance/bridge-sas-growing-youth-skills-and-unemployment-divide/

Success Mthombeni | 13 August 2023 Special Needs School applauds the Commission for Employment Equity's commitment to workplace transformation. Unity College applauds the Commission for Employment Equity’s commitment to workplace transformation. Unity College is a special needs school that offers therapy and extra murals for kids aged 3 to 23 years old. The school aims to realise the full potential of children and young adults with special educational needs through the provision of high-quality education in order to prepare them with skills to become productive, independent members of society. The school’s comment came after the chairperson of the Commission for Employment Equity (CEE), Tabea Kabinde lamented the slow pace of transformation in the workplace for designated groups, especially for people with disabilities. Kabinde addressed employment equity on their roadshow under the theme, ‘Real transformation makes business sense’. The roadshows were to create awareness of the recently promulgated employment equity amendments, sector targets, and regulations, while it deals with the impact of employment equity in the labour market by sharing the results of the 23rd CEE Annual Report. “Out of 27 532 reports received, covering a total of 7 215 960 employees, only 1.2% are persons with disabilities. We are now stretching it to only 2% as a proposed target. Please do not overlook people with disabilities,” Kabinde said. Unity College principal Jeanine Kerr applauded the commission’s radical steps to encourage employers to afford everyone equal opportunities. “As part of the special needs sector, we applaud the state’s effort to encourage the employment of people with disabilities. The private sector is quick to employ people with physical disabilities where accommodations are easily made. “People with visual and auditory impairments are also employed by the private sector, ahead of persons with special needs as physical visual and hearing impaired people have the full cognitive ability. “Adults with special needs have lower cognitive ability and are therefore overlooked despite what they can bring to the workplace. There are many opportunities to employ these people because of their willingness to learn a simple task well and repeated it accurately with pride and dignity. We thank companies who have seen the value of adults with special needs in the workplace and encourage the private sector to have an open mind and invest in these valuable individuals and what they have to offer.” Kabinde also highlighted that even though there are employers who are transforming their workplaces in terms of hiring people with disabilities, very few go beyond the 1.2%. He urged employers to be part of the transformation as anyone can have disabilities due to an accident or illness. The national series of workshops and roadshows started on July 18, and will conclude on August 29, as it aims to reach more people and address all issues related to employment equity. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://fourwaysreview.co.za/410477/employers-encouraged-to-transform/

Vanashree Govender | 11 August 2023 For every young person that is enabled by digital skills, there is an opportunity for real social impact, writes Vanashree Govender, as the world marks International Youth Skills Day under the theme: Green Skills for Youth: Towards a Sustainable World. Governments and businesses around the world recognise the need to create strong talent pipelines to support growth and development in a globalised and digitalised economy. This is essential to secure economic growth and sustainability while promoting employment, especially among the young people on whom our future depends. In economies driven by the ability to gather, analyse, protect and apply knowledge, digital competency is as important as literacy was at the time when the world first embarked on the industrialisation journey. The challenge of creating and securing these talent pipelines is multifaceted, especially in Africa, where the digital divide is still a significant factor. This means the pressure is on to support digital learning and digital skills at all stages of education, right from the primary phase. Simply put, engaging with digital technology has to become as seamless as switching on a light for everyone entering into or engaged in the economy, whether in the formal or informal sectors. In fact, access to technology and digital competency is as important to young people and SMMEs as it is to corporates and the public sector, especially as job creation all over the world is most vigorous in entrepreneurial enterprises. This access, however, cannot be viewed in isolation or as just a benefit to the economies of many countries on the continent. For every young person that is enabled by digital skills, there is an opportunity for real social impact in solving some of the continent’s biggest social and environmental ills, answering calls for the development and growth of ‘the good economy’. With louder calls for a bigger focus on environmental, social and governance principles in business, there is an even bigger play for the good economy and technology as an enabler to intersect. What does this mean in practice? On the ground, this means that government and commerce have to adopt an entirely new mindset that supports integrated action between the education system and the public and private sectors to create sustainability in the true form of the word. We can no longer see the education system as separate from the working economy and need to apply the same principles of backward integration that we apply in business to the talent pipeline and building youth skills as a whole. The challenge is nothing less than one of having to secure our knowledge supply chain. In practice, we need to create talent pathways that begin at the time children enter the education system and support them right through the secondary and tertiary stages of learning. And, whatever their ultimate field of expertise, they need a solid grounding in the science, technology, engineering and maths (STEM) disciplines. This creates opportunities to formulate pathways to developing ICT talent through various programmes like Huawei’s Seeds for the Future, which exposes learners to courses on the latest technologies like 5G, Cloud, AI and IoT. The programme has found the tech and sustainability intersection sweet spot by layering a secondary programme Tech4Good, which is focused on getting students, our future leaders, to think about how to use technology to address social and environmental issues. Taking the next step Building these pathways is an undertaking we can’t afford to delay, and that means we need to roll up our sleeves and get started. Both the public and private sectors need to be actively engaged in empowering young people with the skills they need to contribute to – and benefit from – the global digital economy. Huawei’s Seeds for the Future programme is just one example. The global CSR skills development programme is driven by the principle of lifelong learning and development; its mission is to ensure that tech-savvy and change-resilient young talents have the mindset and skill sets to participate fully in a fast-changing world which is also embarking on a green transition. According to the United Nations, the shift towards an environmentally sustainable and climate-friendly world is critical not only for responding to the global climate crisis but also for achieving the Sustainable Development Goals (SDGs). Both of which Huawei achieves through the Seeds of the Future programme and its sustainability strategy that focuses on digital inclusion, security and trustworthiness, environmental protection and health and harmonious ecosystems. The incorporation of Tech4Good into the Seeds for the Future programme is a natural progression to raise students’ awareness of challenges to sustainable development and to encourage them on how to use the ICT skills they learn to explore solutions that are both technically and commercially viable, while also solving for a sustainable and resource-efficient society. The South African Seeds for the Future programme has been running since 2016 in partnership with the Department of Communications and Digital Technologies. In 2021, the syllabus was enhanced to place added emphasis on technology as a means to address social and environmental issues. Win-win Initiatives like these deliver the ultimate win-win solution; a talent pipeline of skilled and innovative employees and ultimately leaders for government and business to draw on and, in turn, opportunities for learning, development and employment for Africa’s large population of young people. At graduate level, internship programmes also give graduates a gateway into the world of work and help them to secure long-term, fulfilling and well-paid work. Other opportunities expose them to different cultures, markets and opportunities. For example, three of the Seeds for the Future students and graduates were recently taken to the largest mobile technology show in the world, the Mobile World Congress, in Barcelona. There, they were exposed to all of Huawei’s latest technology developments as well as those of other industry players. This kind of exposure not only builds capacity, it also enhances employee value. Seeds for the Future is designed to contribute to the creation of a new digital ecosystem, building both hard and soft skills. Using models like these, we can secure full and meaningful youth participation in the digital economy as well as long-term growth and sustainability. In short, what we need to turn the tide within the context of a low-growth economy facing multiple challenges is broad-based collaboration intended to develop and sustain a new generation of digitally enabled citizens. Vanashree Govender Media and Communications Manager, Huawei South Africa ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://techfinancials.co.za/2023/08/11/creating-a-sustainable-youth-talent-pipeline-for-the-digital-economy/

Irma Venter | 10 August 2023 A hundred newly trained electric bike (e-bike) riders from the communities of Joe Slovo and Phoenix, in Cape Town, have graduated from the Green Riders Academy. Green Riders is a turnkey mobility company, operating a fleet of electric delivery bicycles. The 18-month-old company has clinched fleet partnership deals with a number of aggregators, such as Mr D (Takealot), Bolt Food, UberEATS, Pick n Pay, as well as online fashion platform Bash. Riders within the group have the opportunity to own their delivery e-bikes, through a two-year rent-to-own scheme. Green Riders says it aims to create 50 000 job opportunities for previously disadvantaged young South Africans over the next five years, while also spearheading the greening of the last-mile delivery sector by converting it from “costly motorbikes” to cost-effective, eco-friendly e-bikes. “Green Riders will transform the face of micro-mobility in South Africa,” says Green Riders executive chairperson Richard Clarke. “We will employ thousands of young South African men and women over the next few years, substantially improving their lives – enabling them to support their families and contribute meaningfully to their communities. “We are grateful to Absa, the Jobs Fund and Harambee Youth Employment Accelerator for their support in enabling us to train and transition over 1 000 youth in 2023 during our pilot phase for this ambitious project.” The Green Riders Academy training programme is a 12-week course that combines classroom-style learning with practical experience. It is designed to equip young people with the skills to become professional delivery riders. The curriculum covers a range of disciplines, including e-bike handling and road safety, customer etiquette and sales, communication, navigation, food hygiene and aggregator app usage. Graduates of this programme should master the art of efficient last-mile delivery, “enabling them to become sought-after professionals in this fast-growing industry”, says Green Riders. Looking ahead, the company says it has forged new partnerships with Youth Employment Service, Hollard Insurance and the Ford Motor Company to support riders with a 12-month work experience programme to ensure that they receive financial support during their first year as new delivery operators. In addition, the Green Riders team will collaborate with Pick n Pay on a pilot programme to enable riders to earn passive income through revenue from advertising on their e-bike delivery boxes. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.engineeringnews.co.za/article/hundred-new-e-bike-riders-graduate-fromgreen-riders-academy-2023-08-10

Uber | 10 August 2023 Uber Eats has signed a three-year Memorandum of Understanding (MoU) with the Gauteng Department of Economic Development (GDED), to implement the Township Development Act by leveraging the power of technology to create earning opportunities for merchants and delivery people in township communities. The partnership sees Uber Eats investing R200 million over the next three years, targeting 2,000 delivery people and 700 restaurants to sign up to the Uber Eats platform. This investment is an ongoing effort which will go towards hardware, training, campaigns, and account support. The initiative will be rolled out in phases over the course of the three years. By March 2024, Uber Eats is aiming to onboard 200 merchants and 150 delivery people. “This MoU aims to stimulate township economies through digitalisation”, Nakampe Molewa, General Manager for Uber Eats Sub Saharan Africa explains. “Uber Eats is perfectly positioned to deliver on this goal, harnessing our technology to uplift township economies and transform the lives of township residents. Our commitment will also make township markets more viable for local technology platforms, with more delivery people and merchants online.” “We have launched this initiative in line with the Township Economic Development Act of 2022, which aims to unlock economic development for SMEs in township communities. We are pleased to have partners such as Uber Eats team up with us in our vision of enabling over 10,000 township businesses to access growth opportunities. This is an outstanding example of the power of public-private partnerships and we are proud to be working together on a project which is certain to change the lives of thousands of South Africans,” says MEC Tasneem Motara of the GDED. The guidance received by participants will equip them with skills to function in the digital economy, while also helping to bridge the townships’ digital divide. Molewa adds that the partnership provides a platform to invite emerging online e-commerce platforms to participate in township economies and, on the flip side, makes it possible for township enterprises to expand their reach beyond local markets. Through this partnership, township businesses will be able to access new opportunities, reaching a broader customer base and expanding market reach. “This has positive implications not only for job creation but will also help to grow the economy of Gauteng,” points out Motara. She adds that further economic growth and diversification in the townships will be driven by the attention attracted by the strategic partnership, which will lead to more investment from various sectors. “This will help us develop a vibrant and competitive economy in the townships, especially in the digital sector.” Molewa adds.“When we first started operating in South Africa 10 years ago, we committed to creating an impact as a partner for continued growth, driving innovation in our communities. And we plan to continue in this manner.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.dailymaverick.co.za/article/2023-08-10-uber-eats-invests-r200m-to-create-economic-opportunities-for-youth-in-township-economies/

Khethukuthula Xulu | 10 August 2023 KZN Premier Nomusa Dube-Ncube says she is living proof that gender equality is possible. The Premier of KwaZulu-Natal, Nomusa Dube-Ncube told the women of the province that they were not second-class citizens and that she was living proof that gender equality is possible. Dube-Ncube was speaking at the KZN Women’s Day celebrations held in her home town at the Princess Magogo Stadium in KwaMashu, Durban, on Wednesday. "I greet you proudly, standing on the broad shoulders of the more than 20 000 strong and feisty women who, in 1956, rewrote the history of South Africa by marching to the Union Buildings to demand an end to the abominable and racist pass laws. They were led by women of valour and substance, among them, Sophie de Bruyn, Lillian Ngoyi, Helen Joseph and Rahima Moosa, who forced the then prime minister JG Strydom to flee." “By doing so, these women inspired the famous saying: ‘You touch a woman, you touch a rock, you will die. Wathint’abafazi wathint’imbokodo uzokufa, finish’.” She said the resilience and fortitude demonstrated by these women reassured women that their role in society, in places of worship, in the judiciary, in government, could no longer be reduced to statistics and “politically correct gimmicks”. She said it must be understood that women make meaningful contributions to the economy of the country, in communities and in their families. “Women are not second-class citizens”, she said. Dube-Ncube reported that, in line with this year’s theme of economic empowerment, all provincial government departments set aside budgets for women’s programmes from April 2022 to March 2023. “The total budget spent on women programmes is R812 364 017,50, which attributes to 39% of the overall budget allocated to provincial Government departments. The Department of Transport and the Department of Human Settlements are commended for spending 52% of their overall budget on the Women Empowerment Programme,” she said. She said the Office of the Premier, as the transversal co-ordinating department, synchronises women programmes that cut across the provincial government, has led several women empowerment programmes, such as women in informal business who are often invited to exhibit their work in government-led programmes. “From the R10 million sponsorship towards the gender-based violence and femicide (GBVF) response programme, half-a-million rand has been donated to open door centres for provision of economic empowerment skills development programmes for victims of GBVF. Skills development programmes range from sewing, beadwork, (women) woodwork and plumbing,” said the premier. The mayor of eThekwini Municipality, Mxolisi Kaunda, said the city continued to strive for the full participation of women in the mainstream economy, particularly in the productive sectors of the economy. In this regard, he said the city was implementing a wide range of empowerment programmes to ensure that women play a meaningful role in the economy. “Since 2006, the municipality has been implementing a women empowerment programme where we invest approximately R2 million annually to support women to participate in male-dominated economic sectors. "Currently, the city has a database with over 200 women that benefit from initiatives of the municipality. Recently, two women, who are our top crafters, exhibited their products at the premier Décor, Design and Lifestyle Exhibition in Cape Town and they are now supplying established furniture retailers such as @home and Coricraft." The Inkatha Freedom Party Women’s Brigade (IFPWB) in KZN said Women’s Day was a crucial day to observe, as women in KZN were still victims of social ills such as femicide, abuse and discrimination. Speaking at the sidelines of the Women’s Day event, IFPWB provincial chairperson Ntombifuthi Gumede said women needed outlets and gatherings of this magnitude to gather and discuss ways to break free from the bondages of society. “Today [Wednesday] is the day we forget about political affiliation and stand together for the struggles of women as a whole. It is also up to us to see that whatever resolutions are taken today are not only beneficial to women from one political party, but for all,” she said. She added that women needed to be empowered to be self-reliant and independent, “so that in times of abuse they will be empowered to leave without the fear that they will go hungry or[their] children will suffer”. The Democratic Alliances Women’s Network (Dawn) KZN chairperson, Remona McKenzie said there was a lot that still needed to be done in empowering women, especially in fields of agriculture. "We have put together an executive group that involves Social Development and Community Safety to ensure that we have all the required assistance in pushing for the safety of women in our province." The Women’s Day event was also attended by Zulu maidens, the youth and the elderly alike. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.citizen.co.za/witness/news/focus-on-empowering-women/

Lebo Mosola-Mnjama | 9 August 2023 We hear the phrase ‘women in tech,’ quite often in the working world, yet not all women in tech appreciate this phrase. Many feel it is yet another label that entrenches the gap between men and women in STEM (Science, Technology, Engineering and Mathematics) industries. Despite this sentiment, the statistics regarding women in such industries, particularly in relation to senior and leadership positions, indicate that there is still much work to be done to achieve equality and diversity in traditionally male-dominated spheres. According to the Women in Tech ZA report released in August 2022, only 23% of the tech jobs in our country are held by women. This means that out of the 236 000 technology jobs in South Africa, only 56 000 are not held by men. The question we need to ask ourselves is “why?”. With influential initiatives like GirlCode and Women In Tech ZA and various groups targeted at women in this industry on LinkedIn – why is there still such a large gap? Diversity and inclusivity is essential, not optional I believe we have to start by examining the importance of gender diversity, and considering why it is so important for women to ‘have a seat at the table’. Personally, I feel the answer is straightforward. Diversity and inclusivity in the workplace should be a top priority; something we’re constantly striving toward because we want to align our workplaces with an accurate visual representation of our country. Inclusivity starts at an education level How do we achieve this? We’d have to start at the beginning – primary school education. According to the Mail & Guardian, only 38% of ICT graduates are women and despite the fact that this is 8% higher than the global average, it’s clear that we can and should be aiming higher. There is still much growth and development needed to eliminate gender disparity in this industry. Having said that, I do believe that interest in ICT-based careers is steadily climbing for female students, which is visible through the growth of tech grad programmes. With initiatives such asAfrican Girls Can Code Initiative (AGCCI) we’re definitely headed in the right direction. The AGCCI recently enrolled 40 girls from public schools into their programme, which focuses on inspiring and empowering young girls to code and introduces them to the likes of robotics, and skills in other emerging technologies. Equal opportunity in new technologies There is a significant lack of skills in industries related to the 4IR, which is booming. As businesses seek to establish sustainable ways to digitise and become more competitive, developing a human capital pipeline for today and the future is critical. However, aggressive campaigns to recruit, hire, retain, and promote female talent is not going to work. We can’t find what does not yet exist. More companies need to commit to and invest in learnerships, bursaries, skills development programmes and internships aimed squarely at women in order to adequately diversify their workplace with female talent that is adequately equipped with the technical and soft skills required to perform alongside their male counterparts. Not only is this good for business, improving productivity and innovation that in turn has a positive knock-on effect on their bottom line, but in doing so businesses can also benefit from several incentives such as the Sector Education and Training Authority grants and skills funding, tax rebates, as well as advancements in their Broad-Based Black Economic Empowerment scorecards. The power of positive role models One thing that Dariel Software has done well in recent years is to understand the power of mentorship and its impact on younger generations of women. Powerful, positive role models are instrumental in breaking the stereotype that subjects like computer science, coding and robotics are the exclusive domain of male learners. We need to challenge misconceptions about the abilities of women in these fields. We need to shift the workplace topography without making IT something that is forced on girls at a school level, but rather one that organically creates an interest within them. We can do this through the power of positive role models and mentorship. Diversity, inspiration and innovation This is particularly important, as once we have brilliant women, the conversation shifts then to how we retain this talent and develop it further so that it may inspire others. Every organisation has a duty to examine how they can upskill women in the workplace and elevate them to management level, opening the boardroom doors so that women may take seats at tables that have long been denied to them. The tech industry has much to gain from gender diversity, from the top down. Studies have shown that teams with more diverse perspectives are more likely to make better decisions and to be more innovative. This is because they are better able to consider all sides of an issue and to come up with solutions that are focused on broader social impact, and not just generating economic value. Additionally, women-led companies are likely to generate more growth than those led by their male counterparts. Inclusion is an ongoing dialogue With this in mind, we need to keep having these discussions around women in tech. We need to keep asking how we upskill women in the workplace and get them to levels of management that empower them to make a meaningful contribution once they have that elusive “seat at the table.” We need to keep seeking ways to bridge gaps and break barriers. Consistent, meaningful effort Although these issues currently raise more questions than we have answers for, it is heartening to know that there are many companies like Dariel, determined to level the playing field through consistent effort and a deep commitment to actively supporting the entry of more women into the industry, and to making a meaningful contribution to their ongoing career development for the betterment of the industry as a whole. In making an active contribution all year round, we truly can use the occasion of Women’s Day to salute our female pioneers and to acknowledge the vital role each and every one of them plays in the workplace, instead of paying lip service on a hollow public holiday. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.africa.com/overcoming-gender-barriers-why-consistent-support-for-women-in-tech-beyond-womens-month-is-the-answer/

SA News | 8 August 2023 Minister in the Presidency for Women, Youth and Persons with Disabilities, Dr Nkosazana Dlamini Zuma, has encouraged young people to explore career opportunities in the oceans economy. “Given this enormous diversity available through the oceans economy, there are several value chains from which women can leverage opportunities for jobs, develop entrepreneurships, and build their businesses,” Dlamini Zuma said on Monday in Cape Town. South Africa has a coastline that spans about 2 800 kilometers from Namibia to Mozambique. Addressing young women who had an opportunity to visit the South African National Defence Force (SANDF) Military Naval Base in Simon’s Town, the Minister emphasised that the ocean resource presents various opportunities, which can be commodified for economic development. In an effort to demonstrate the opportunities for women in the sector, learners from various schools toured a shipyard at the Military Naval Base as part of Women’s Month activities that showcased the role of women in the maritime sector. The tour was followed by presentations from officials from who work in maritime security, hydrography, as well submarines. This exercise provided an in-depth understanding of the oceans economy. “Boat builders are required to construct small and large vessels once these vessels are designed by engineers. Maintenance technicians across various disciplines such as mechanical, electrical and others are required to ensure the ships and their equipment run optimally. Marine biologists are required to point out where the best fishing spots are. The fishing nets used by the trawlers need to be made,” Dlamini Zuma said. She said that all young people, particularly women, should grow up with a firm understanding of three primary sub-sectors, namely, shipping and transport, marine resources and marine tourism. “We need a skills revolution which draws from Operation Phakisa to cover all the primary, secondary and tertiary economic activities within the Oceans Economy. We also need a curriculum trains them in the value chain of the four secondary industry sub-sectors,” the Minister said. These include operational support services, which comprise shipping logistics and marine technologies; manufacturing and construction (including civil engineering, marine manufacturing, ship repair and maintenance), as well as business services, which incorporates maritime specialised professionals within the banking, legal, insurance, Information and Communication Technology (ICT), and the consulting domain. Operation Phakisa focuses on unlocking the economic potential of South Africa's oceans, which could contribute up to R177 billion to the GDP by 2033 and between 800 000 and one million direct jobs. “As a department, we have adopted an all-of-society approach to livelihoods restoration and wealth creation toward empowering women, youth and persons with disabilities. This involves a partnership with the SANDF to establish a National Service where young people will be trained across various disciplines, including the oceans economy. “Let us make the call to the country to join us in supporting and implementing meaningful programmes, plans, policies, strategies and interventions geared towards unlocking barriers of entry for young girls and women, and the largely unemployed population,” the Minister said. This year’s Women’s Month is celebrated under the theme, 'Accelerating Socio-Economic Opportunities for Women’s Empowerment'. The theme highlights the need to ensure that all women have access to participate equally in all areas of human endeavor. Oppression of women Despite various strides which have been achieved toward improving the status of women in society, Dlamini Zuma said the systemic oppression of women over time has left almost indelible marks that need redress. “In the South African context, women in rural areas and the townships bear the most burden of generational systemic oppression. It is tragic that on the triple challenges of poverty, inequality and unemployment plaguing our country, women are the most affected. “Violence in this country is gendered, with statistics from the South African Police Service indicating that about nine women are murdered daily, with countless others being sexually violated, abused and subjected to all manner of atrocities. “Women continue to be paid far less than men for work of equal value. Women face food insecurity yet the majority of farm workers in Africa are women who do not own the land they labour and eat the crumbs that fall from the tables of those who own the means of production,” Dlamini Zuma said. She noted that the World Bank’s 2023 report on 'Women, Business and the Law' reiterates that empowering women is a prerequisite for economic development. “It is equally important to prioritise empowering the girl-child, particularly as today’s girls are tomorrow’s women. The success of any meaningful attempt to grow South Africa together hinges on ensuring that women, particularly those who have been systematically oppressed, are able to participate equally in all areas of human endeavor, specifically in the mainstream economy,” the Minister said. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.sanews.gov.za/south-africa/young-women-urged-explore-opportunities-oceans-economy

Creamer Media | 8 August 2023 South Africa’s Minister of Human Settlements, Mmamoloko Kubayi, says economic transformation has to take place in the multi-trillion rand community schemes economy, which includes sectional title complexes, homeowners’ associations, retirement housing schemes, share block companies and housing cooperatives. Speaking at the first Community Schemes Ombud Service (CSOS) Indaba for stakeholders in Johannesburg last week, the Minister noted the growth in community schemes and their importance in South Africa. “South Africa has an estimated 70,000 community schemes and has also seen a growth trend in gated communities. 27% of the total value of residential property in South Africa is from organised communities, which means that community schemes are a significant economic sector,” she said. “The services these schemes solicit - such as security and garden services - make the sector a huge contributor to job creation, mainly because many of the services are sourced from small and medium enterprises. We therefore need to put measures in place to ensure that a procurement approach that gives opportunities to emerging SMMEs, especially those from previously disadvantaged communities, becomes mandatory.” Managing agents should also be a focus area, she said. “An estimated R800 billion in assets is managed by community scheme managers, therefore the transformation of the managing agents in this sector remains critical. Last year in an effort to transform the managing agents industry, CSOS signed a memorandum of understanding with Pretor, MidCity and Trafalgar to collaborate on the development of emerging black managing agents so that they can also play a meaningful role in the sector. The collaboration must yield tangible results and CSOS has to ensure that these emerging black managing agents are integrated into the sector,” the Minister said. Minister Kubayi added: “Transparency is important, so it is expected that part of community schemes’ responsibility is to be able to be transparent in the manner that we do things, but also understand consciously that we have a role to play to ensure that the economic participation is broadly opened for all to participate.” Noting that people from all cultures live in community schemes, the Minister also urged stakeholders to embrace diversity within schemes. “Community schemes are growing at a rapid rate because of the growth of the middle class, migration and rapid urbanisation. As people flock to urban centres in search of economic opportunities, there is an urgent need for spaces to live in. The scarcity of land in urban centres, security concerns and the convenience of community schemes have made them an attractive option for many middle class people,” she said. “Implicit in this development is the fact that community schemes are occupied by people from diverse cultural backgrounds. Instead of enriching the living experience, cultural diversity has unfortunately become a major source of disputes within the schemes. Issues and conflict will be greatly reduced if people learn and accept that living together means embracing diversity and not forcing people to adopt their preferred way of living. Embracing cultural and religious diversity has to be made a necessary element of the good governance of community schemes,” she said. The Minister also committed to improving services, transparency and turnaround times at the CSOS. The two-day CSOS Indaba was the first event of its kind, and was convened to educate stakeholders on community scheme governance, administration and management, as well as to outline common challenges and solutions, and best practice in community scheme management. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.engineeringnews.co.za/article/minister-calls-for-mandatory-procurement-transformation-in-community-schemes-2023-08-08

ABC Traders decides to use a third-party facilitator to distribute Enterprise Development funds to Beneficiaries. The money to the third-party facilitator was transferred two weeks before its financial year ended in February 2023. However, the third-party facilitator only transferred the funds to the end Beneficiaries at the end of March 2023. Q | When using the services of a third-party facilitator, when does Enterprise Development spend considered a claim? Is it when the third-party facilitator receives the funds or when the end Beneficiary receives the funds? A | An Enterprise Development contribution is only considered spend when it reaches the end Beneficiary. Therefore, in this instance, where the third-party facilitator distributed the funds outside the Measurement Period, ABC Traders may only claim the amount paid out in March 2023 in the next Measurement Period. Enterprise & Supplier Development Services are available to assist Members with understanding Third Party Facilitation.