Shona Buhr | 6 October 2023 If we get behind our small businesses, we can address unemployment. This is according to the Minister of Small Business Development, Stella Ndabeni-Abrahams, speaking at the South African Breweries (SAB) inaugural Beyond Awards in Sandton, Johannesburg on Tuesday. In an interview with Sunday World, Ndabeni-Abrahams explained how unemployment is squashed by the hands of small businesses. She said experience across the globe has demonstrated that the majority of jobs are created by small and medium enterprises. She added that our own National Development Plan tells us that 90% of jobs would come from small businesses, and that small businesses are seen as catalysts for the much-needed economic growth and engines for job creation. The minister described the relationship with SAB as one of the critical stakeholders and partners in the empowerment and development of small businesses. “We continue to work with SAB in our efforts to build a strong and sustainable small business sector,” she said. In a celebration of commitment to championing sustainability, the platform shines a spotlight on African organisations and individuals who have made a noteworthy impact through their sustainability initiatives. Ndabeni-Abrahams gave the award ceremony a thumbs-up, stating that the awards serve to motivate small businesses and encourage them to aspire to be better. “It is also a platform for businesses to learn from each other.” Winners for each category were as follows: Sustainable Development Goals Champion Award This prestigious award recognises the organisation with the most comprehensive and impactful overall contribution towards the attainment of the 17 Sustainable Development Goals. Winner: Woolworths Holdings Ltd. Sustainability Report Of The Year Award This award celebrates the most comprehensive, relevant, and engaging sustainability report. Winner: Sun International. Sustainability Project Of The Year Award This award recognises an initiative in the sustainability area which has had outstanding impact in the African continent and is scalable and sustainable. Winner: Tweak Carbon African Trailblazer Award This special recognition goes to remarkable individuals who have significantly contributed to advancing sustainability in Africa. These individuals may come from various fields, including business leaders, media personalities, civil society activists, or government officials – and they have all left a lasting footprint in the realm of sustainability. Winner: Dr. Jaisheila Rajput. Diving into what small businesses can do to become sustainable she mentioned some much needed traits. She said: “One key determinant is the resilience and determination of the entrepreneur, his ability to identify business opportunities and grab them, business, financial and marketing management skills. “However, there are also other factors that are external to the entrepreneur. Small businesses need an enabling environment to thrive and become sustainable. Among these are market access, financial support, a supportive policy and legislative environment.” Ndabeni-Abrahams put a stamp of approval on the moves that small businesses were recently making. She said the contribution of SMMEs to the economy has been impressive despite the increasingly difficult economic conditions. “We are determined to strengthen the small business sector to enable it to occupy its rightful place in the mainstream economy. “The tax revenue collected from SMMEs also demonstrates that this sector is increasingly becoming a force to be reckoned with.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://sundayworld.co.za/news/business/support-our-small-businesses-says-minister-ndabeni-abrahams/

Frik Boonzaaier | 9 October 2023 In the dynamic landscape of labour regulations, compliance with employment equity (EE) reporting holds significance for organisations aiming to foster inclusive and diverse workplaces. The Department of Labour's recent EE Roadshow has shed light on key updates and insights for the 2023 reporting period. The reporting period commenced on 1 September 2023, encompassing both manual and online submission methods. Manual EE submissions close on 1 October 2023, while online submissions will be accepted until midnight on 15 January 2024. These dates mark critical milestones for organisations to present their EE reports, ensuring alignment with legal requirements and demonstrating their commitment to equitable workplaces. A prominent aspect highlighted during the roadshow is the absence of an effective date for impending amendments to the Employment Equity Act (EEA), therefore the 2013 Amendments to the Act remain for this reporting period. This situation carries several implications: Inspections will continue as per the regulations outlined in the 2013 Amendments. Businesses with less than 50 employees but surpassing the turnover threshold must still adhere to designated employer obligations. Companies transitioning from designated to non-designated status after the effective date are advised not to deregister if they require a Certificate of Compliance. Expiry of existing EE Plans or imminent expiration necessitates proactive action, as inspections can occur before the effective date. Furthermore, while the duration of EE Plans remains unamended (between one to five years), uncertainty persists regarding the practical implementation of shorter durations than the five-year duration of each round of Sectoral Targets. The concept of Sectoral Targets emerged as a pivotal topic during the roadshow. The demographic transformation benchmark remains the Economically Active Population (EAP), while Sectoral Targets serve as interim milestones toward achieving EAP goals. An important point highlighted is that transformation should occur through natural attrition, avoiding dismissals or retrenchments. The formulation of Draft Sectoral Targets followed a comprehensive process, involving stakeholder engagements, written submissions, EAP data analysis, B-BBEE Sector Codes, and unique sector dynamics. These targets serve as more flexible benchmarks than rigid quotas, affording designated employers the ability to self-regulate and consult employees in their pursuit of achieving 5-year Sectoral Targets. In cases of failure to meet these targets, explanations justifying this can be provided, adding a layer of adaptability to the process. “The evolution from rigid quotas to flexible Sectoral Targets underscores a strategic shift towards equitable workplaces through collaborative transformation. Companies should seize this opportunity to engage with their employees, adapt their EE Plans, and embrace diversity and inclusivity as their corporate ethos. Ultimately, EE reporting is not merely a regulatory obligation but a testament to an organisation's commitment to equality and fairness in the modern workforce. “Employment Equity can add enormous value to an organisation, provided it is understood and implemented correctly. If we are truly committed to transformation and if we approach the EE Plan and EE Report effectively, it offers a structured approach which addresses both the transformation of a business, as well as ensuring compliance with the legislative employment equity framework.” Tips for successful reporting: Accuracy: It goes without saying that your report needs to be accurate and honest. Consultation: It is important that both the EE Plan and EE Reports are consulted through an EE Committee, the members of which are nominated by their peers. These members must have a thorough understanding of the Employment Equity Act. Report against the plan: I cannot stress this enough: you need a plan to be able to submit a proper report. It is fraudulent to submit a report without a plan. The BEE Chamber meets with clients, assisting them with drafting a compliant and transformative Plan, or adapting their plan to be achievable. Businesses can prepare an EE Plan which spans between one and five years, with three years being the most common. The optimal duration will be based on the size and nature of the business. Time: The size of a company impacts the time needed for reporting. It is a simple task for a small company, especially with the EAA2 Report (which includes the latest workforce profile, historical staff movements, as well as a focus on skills development). However, allow adequate time if you are a large business, especially for completing the EEA4 Report which looks at differences in the terms and conditions of employment, as the necessary analyses can be tedious. Amid the absence of an effective date for amended regulations, compliance with the existing 2013 Amendments is key. Businesses must stay attuned to changes in reporting forms and ensure their submissions adhere to the specified deadlines for a successful report. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’ https://www.bizcommunity.com/Article/196/820/242601.html

Press Kit | 6 October 2023 South Africa’s largest private sector employer, the Shoprite Group, has been honoured for its outstanding contribution to the ‘Social’ component of ESG at the Youth Employment Service (YES)’s inaugural Environmental, social, and governance (ESG) Awards this week. The YES programme is a business-driven initiative in partnership with government and labour to build economic pathways for black youth to reduce unemployment. Since inception of the partnership in November 2018, the Group has created 9 454 youth opportunities through the YES programme. Participants receive 12 months on-the-job training with exposure to various facets of the retail industry. On completion of the programme, successful YES learners are skilled to work in retail or to initiate their own entrepreneurial journeys. “With youth unemployment at a staggering 63.9%, the Group’s talent attraction and development strategy places a strong focus on offering early careers to youth interested in pursuing a career in retail.” - Leigh Adams, Head: Group Talent & Learning Solutions The Group’s own Retail Readiness Programme is understood to be the largest and most successful skills development initiative undertaken by a South African retailer. The seven-week programme equips unemployed youth with the basic skills required to work in a retail environment or to start their own business. Successful participants receive NQF-level 3 qualifications. Over the past three years, the Group has invested more than R384.5 million into skills development and training of 18 513 unemployed youth. For a career that matters, apply for one of the Group’s youth development programmes: Send a WhatsApp to +27 87 240 5709 and select Job Opportunities Visit https://shoprite.jobs Submit your CV at the nearest Shoprite, Checkers or Usave supermarket. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.shopriteholdings.co.za/newsroom/2023/esg-awards.html

Ina Opperman | 8 October 2023 The franchise industry is important for economic growth in South Africa as it contributed 15% of the country’s GDP in 2022. Two surveys conducted in the franchise industry show it is still going strong despite the challenges of the past few years. It seems that the sector had more ups than downs as franchisors and franchisees worked together to analyse challenges, find solutions that will not only benefit themselves but their staff, dependents and the consumers they serve. The Franchise Association of South Africa’s eighth independent survey, sponsored by Absa, was conducted among franchisors after a hiatus of four years to assess the contribution of the franchise sector to the South African economy in terms of gross domestic product (GDP), business establishment, creation of employment and the identification of key franchise practices. Some of the key findings were that: Optimism about the success of their businesses continues to strengthen among franchisors (81% in 2018; 89% in 2019 and 98% in 2023) despite the upheavals from 2020 to 2022 and the expectation that turnover will grow in the next financial year is almost unanimous. The time the franchise has been operating showed that three in four franchises fell into the more experienced range of 10+ years, with the average age of the business 21 years, proving the resilience and stability of the franchise sector in South Africa to provide long-term investment opportunities. The number of franchise systems dropped from 813 in 2019 to 727 in 2023, clearly due to the disruptions of the past four years which put the break on new concepts coming online and perhaps in the closing of smaller fledgling concepts that could not get off the ground during the pandemic. The number of franchise outlets was grossed up, due to the greater franchisor sample, especially of large franchises with 200+ outlets, to represent 68 463 franchises, reflecting the increased number of large franchisors participating in the survey. As a result, the increase in the sector’s contribution to the country’s gross domestic product (GDP) rose from 13.9% to 15% of the total South African GDP of R6.66 billion in 2022, indicating that the remaining systems were resilient and strengthened their market position. The estimated turnover generated for 2023 was R999 billion, a 36% increase over the 2019 figure of R734 billion, again reflecting the increased number of large franchisors participating in the survey. (This amount does not include revenues from listed companies operating in the franchise market as these listed companies did not participate in the survey.) Fluctuation in the number of business units showed the net number of stores opened in 2023 is 2.9, which is the sum of 3.1 stores opened less 1.2 stores closed, with 1.4 stores relocated. The general feeling was that while turnover and revenue growth was sought across the board, store growth was not on the immediate radar for most franchisors during this turbulent time. Franchisor ownership demographics showed an interesting trend, with the average percentage of system ownership by previously disadvantaged individuals improving significantly in the last four years from 20% in 2019 to 48% in 2023, with black ownership showing an increase of 10%, almost double what it was previously. Ownership by Indians and coloureds tripled overall (7% to 18% and 2% to 9% respectively). A concomitant decrease was noted among white franchisors (from 80% to 42%), perhaps a reflection of the reticence in this entrepreneurial group to launch new systems amidst continued failed infrastructure. Franchisee ownership also changed significantly in the last four years in terms of the franchised outlets, with black ownership at 18%, Indian ownership at 17%, coloured ownership at 8% and white ownership at 57%. Female ownership remained steady at 30% in 2023, possibly due to the multiple roles women had to play over the past four years, especially during Covid which may have restricted their entrepreneurial ambitions. The franchise industry accounts for an estimated 4.7% of employment in the country, which translates into an estimated 471 233 employees. In 2023, based on figures provided by Stats SA regarding employment in the first quarter of 2023, 51% are black staff; 12% are coloured, 12% are Indian staff and 25% are white. Largest and smallest franchises Franchising in South Africa is made up of a range of around 12 business categories. The retail and automotive products and services categories tend to be the larger franchises at 17% and 10% respectively, while fast foods and QSR’s (at 19%) are more likely to fall into the medium category. Smaller franchises are more likely to be building, office and home services (12%), business-to-business (7%), childcare, education & training (7%), health and beauty (6%), dine-in restaurants (5%) and real estate (5%), with personal services, construction and related and others making up 2% of franchises. Fred Makgato, CEO of the Franchise Association of South Africa, says franchising does not get enough credit for its contribution to the economic stability of the country by keeping the wheels of business turning. “This sector is one of the most dynamic and visible due to its spread throughout the country through well-recognised brands in twelve different sectors but is not recognized enough by government for its entrepreneurial endeavours, offering viable business opportunities, training staff in a range of industries and creating both direct and indirect jobs.” Measured for the first time this year, 23% of franchises are now operating in townships which opens up a whole new untapped market but government needs to come to the party in terms of supporting and funding small businesses, he says. The survey also showed that franchisors are optimistic about business growth and expectations that turnover will grow in the next financial year was almost unanimous (from 81% in 2018, to 89% in 2019 to 98% in 2023). Challenges franchises face However, despite the optimistic outlook for the future, the number of franchisors that embarked on a rebranding/revamping/upgrading exercise continues to decline. The survey also identified these challenges in the franchise space: The cost involved in operating a franchise system were perceived to be the main challenge facing the interviewed franchisors (60%). Breaking down this response, it was noted that inflation was the major aspect mentioned in this regard (32%), followed by high/expensive rentals (20%) and the slow economy (13%). The next most frequently mentioned challenge was related to the franchisees within the system, finding the right franchisees with sufficient capital (15%), with sufficient experience (12%) and not operating according to standards (12%). Load shedding and employees posed the next challenges (42% each). Load shedding was considered to have an impact on profitability (26%) and productivity (20%), while aspects related to employees included training (21%), staff turnover and attracting the right staff (12% each) and having to retrench staff (5%). The fifth most frequently mentioned challenge was marketing (36%), including marketing the franchise (25%) and the products/services offered (12%). Franchises worried about SA’s economic crisis Almost all respondents, especially those in the food sector, expressed concern that the country was facing a deepening crisis that is impacting all areas of the economy due to the ongoing and escalating load shedding which has a snowball effect on everything from food security to logistics to service delivery, with very little done by the government to mitigate this. Makgato believes that the only way to avoid an impending disaster in South Africa is for government to deal with load shedding and recognize that it is the businesses that are keeping the economy going. “On the back of such a strong survey of the franchising sector, that is prepared to safeguard its position as a significant contributor to the country’s economy and is willing to play its part to keep the wheels of business and entrepreneurship turning, we call on government to now do their part in rectifying the debilitating state of the country for the sake of the economy, its citizens and the future of South Africa.” Some of the respondents’ comments on how they survive, include: “Love your customer. Make their life easy. Have happy staff. Just keep people happy.” “The key to getting through this is to do a lot of education with all franchisees, keeping them updated, compliant and delivering high standards.” “The fact that we were able to recover quite a few key stores quickly is testament to the brand and the dedication of all the staff because everyone’s ‘all hands- on-deck’ working together.” “Load shedding has been financially devastating and brands are having to deal more and more with distressed units in their business mode and having to work harder to maintain viable businesses and keep them open across their network.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.citizen.co.za/business/personal-finance/surveys-show-strength-of-franchise-industry/

Bongani Mdakane | 8th October 2023 The Black Business Council (BBC) has accused some non-government organisations of sabotaging black businesses, thereby subverting the government’s transformation project, and acting as gatekeepers in the business industry. The organisations singled out for resisting transformation include the Organisation Undoing Tax Abuse (Outa), Coronation Fund Managers, Corruption Watch, Institute of Race Relations (IRR), and Budget Justice Coalition. They are also described as entities subverting black progress. BBC president Elias Monage this week said it was concerning that the NGOs associated with big businesses were allegedly interfering with processes of the Public Procurement Bill, seeking to subvert its objectives and intentions. These claims come after the BBC submitted and commented on the Public Procurement Bill currently tabled before parliament, whose purpose is to create a single piece of national legislation to regulate public procurement, including preferential procurement policy. In May, the Public Procurement Bill was introduced in parliament. However, there has been disputes between businesses and NGOs on how it should be implemented to benefit everyone in the country, with “white NGOs accused of using overt tactics to subvert transformation”. Monage in an interview with Sunday World said his organisation was concerned about the negative attitude displayed by the NGOs, arguing they are hell-bent on interfering with the processes as a trick to subvert transformation. “We have a challenge in this country where NGOs are being funded by big white-owned businesses to oppose transformation. As BBC we stand firm that we cannot allow the situation where there are people hell-bent to opposing transformation in the business space. “In this country we are sitting on a ticking time bomb, as the rich are ring-fencing their wealth, shutting out the poor from the wealth of this country. “The same wealthy people are enjoying protection they get from NGOs such Outa, Coronation Fund Managers, Corruption Watch, Institute of Race Relations and Budget Justice Coalition. Black businesses are suffering because of racism being dished out by white-owned companies. NGOs are being funded by white businesses to oppose anything that has to do with transformation,” said Monage. “These NGOs are accustomed to seeing black people live in squalor while they prosper on the other side. The big question is, why are these NGOs meddling with government procurement processes? .“I have a sense that they are being used to oppose anything that has to do with transformation. The constitution is clear about the need to address the imbalances of the past, and to achieve this objective, we need legislation to facilitate a process of procurement. Without such legislation, black businesses will be excluded from participating in the economy. “The white-owned companies use their financial muscle to fund these NGOs, and thereafter encourage them to oppose anything that has to do with transformation,” said Monage. “We cannot keep quiet while we are suppressed and bullied by these NGOs funded by white monopoly capital.” However, spokesperson of IRR Hermann Pretorius hit back, describing the BBC as “a lobby group for wealthy tenderpreneurs who use their race and their government connections to enrich themselves”. “Transformation is the tool they use to gain access to lucrative government contracts, allowing them to siphon off taxpayer money at the expense of the poor. “The IRR is against this kind of transformation. It is crony capitalists trying everything in their power to rig the system in their favour. “The transformation rhetoric is how they try to protect their privileges. This is why they like to accuse those who oppose them of being ‘anti-transformation’. “The BBC’s comments betray the nervousness of those who fear a genuine competition for government contracts, where value for money rather than political connections or the colour of a person’s skin wins the day. At the time of going to print other organisations, Outa, Budget Justice Coalition, Coronation Fund Managers and Corruption Watch, had not responded to our queries. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://sundayworld.co.za/news/business/ngos-sabotaging-transformation-agenda-says-bbc/

Brandstories | 5 October 2023 The ERWIC (Empowerment and Recognition of Women in Construction) Awards encompass various categories that recognise women mentors, women-led projects, and youth ownership among women. These accolades celebrate women across various disciplines and skills within the construction arena; with the goal of supporting, inspiring and uplifting extraordinary women who are dedicated to building the nation. “Entering the construction industry is not easy”, explains Mafani Nelly Dasheka, a previous cidb ERWIC Awards winner who started her construction business in the Free State in 2002. “People often ask how you moved from living in an informal settlement in Botshabelo in the Free State to where you are now. “It’s an evolutionary journey that starts with the realisation that life doesn’t have to be this way and that you must have the commitment and drive to turn dreams into a reality; to have the desire and burning ambition to want to be part of building a great nation by recognising opportunities that come your way, and not be blinded by the stereotypical view of the construction industry.” Being an ERWIC Awards winner brings more than just a glow of satisfaction from being recognised for excellence by peers in the industry, she added. “This award has further built our business confidence to undertake more complex projects - and like a wave, carries likeminded colleagues along with it – all striving to do better. It’s contagious!” Bongani Dladla, CEO of the cidb, expressed his enthusiasm for the ERWIC Awards. “Our aim is to use the awards to encourage the empowerment of women and transformation of businesses in the construction industry. The first awards ceremony was held in August 2020 to draw attention to gender empowerment in transformation by recognising excellence among women in construction. We are just as excited to witnessing who the winners will be this year.” Distinguished leaders within the construction sector will serve as judges for these prestigious awards, which will take place on Thursday, August 24, in Fourways, north of Johannesburg. As the construction industry regulator, the cidb firmly believes that this year’s awards process will once again raise the bar; showcasing the quality projects completed within the previous year as well as their positive impact on the industry. The cidb’s vision reflects the importance of the organisation as a catalyst for economic growth and job creation in South Africa. The emphasis is to build an industry that is inclusive and reputable, while promoting gender equality, where all participants can equally drive the construction industry – and it believes that the ERWIC Awards do just this. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/business-report/careers/empowering-women-in-construction-a478e925-91fe-43d0-89c9-980b6d62a0b0

Clayson Monyela | 5 October 2023 Bloc partners have been useful in terms of finding ways of linking young people with potential employers and investors. Africa’s large and burgeoning youth population is considered one of this continent’s greatest assets, with a central role to play in shaping development. The AU’s Agenda 2063 states that: “The creativity, energy and innovation of Africa’s youth shall be the driving force behind the continent’s political transformation.” Multilateral platforms such as the AU, through its African Continental Free Trade Area (AfCFTA), and the Brics bloc have what it takes to tackle the challenges faced by the continent’s youth by creating more jobs and entrepreneurship opportunities. Youth unemployment is central in Brics engagements and discussions this year, when SA occupies the Brics chair. Brics countries have continued to strengthen their presence on the continent, and as such have increased opportunities for trade and industrial development. As a result they have created employment opportunities for the youth. Our Brics partners have been particularly useful in terms of finding innovative ways of linking SA youths with potential employers and investors. For example, through the Brics employment working group initiative a number of Indian companies operating in SA have taken concrete steps to transfer skills to our youth. India has been taking unemployed IT graduates from SA to India for six-month internships, thereby giving them international work experience. There are also initiatives between China and SA to cultivate future leading scientists through exchanges with research institutes and universities in China. The National Research Foundation runs the China-SA Young Scientist Exchange Programme in the areas of biotechnology, ICT, space science, astronomy and transport technology. China has also hosted an SA-China job fair to connect unemployed SA youths with Chinese companies such as Air China, Huawei and Hisense. Within the context of the Brics memorandum of understanding on co-operation in science, technology and innovation, SA organised the 11th Brics science, technology and innovation ministerial meeting under the theme “Brics and Africa: enabling inclusive and sustainable development in a changing world through knowledge partnerships”, held on August 4. This was preceded by the eighth Brics young scientist forum, which debated the role of science in responding to climate change and environmental sustainability. SA also organised the sixth Brics young innovator prize under the theme “modernising the manufacturing, agriculture and mining industries and exploiting the circular economy.” The young scientist forum and the young innovator prize provided a valuable platform for the development of scientific, innovative, educational, cultural and friendship links. There is a strong correlation between youth unemployment, the SA education system and the lack of skills development. We are working to reform our education system to prepare our young people for the jobs of the future. Through Brics initiatives SA has benefited from investment in education, intra-Brics exchange programmes, job creation, foreign investment and increased trade relations. Brics has been working with the International Labour Organisation on improving skills for workers in the informal economy to promote decent work. The full implementation of the Brics action plan for innovation co-operation (2021-24) is pivotal to promote technology transfer, innovation and entrepreneurship. Progress has been made by the Brics science, technology & innovation entrepreneurship partnership working group to provide support for the Brics incubation training & network, the Brics technology transfer training programme, and the Brics start-up forum. As part of the deliverables of SA’s chairship, a Brics centre of excellence in Africa will be established, which will evolve into a Brics energy agency. The agency will drive increased collaboration, enhanced research and innovation in energy, the provision of skill development and capacity building, the tracking of energy trends, and collaboration with international organisations. Today African youths make up about 60% of the continent’s population, and by 2030 they are expected to make up 42% of the world’s youth population. Sixty-five percent of the continent’s population is under the age of 25. Yet Africa’s largest demographic remains one of the most underrepresented in decision-making roles in governance. For leadership to thrive and be responsive in a democracy, the inclusion of our youth is non-negotiable. It is for this reason that during our chairship we have prioritised representation and participation of young people in the Brics structures by ensuring that youth from the SA Youth Council and the National Youth Development Agency addressed the Brics leaders at the summit to share their perspectives. Furthermore, one of the critical outcomes of the summit was the endorsement of the establishment of the Brics Youth Council, a structure that aims to formalise youth participation across all three pillars. This builds on the success of the annual Brics youth summit, which reports to the ministers of youth. Our youth must be sensitised to the opportunities the AfCFTA offers, and we must fortify youth networks and business support organisations, while boosting investments in education and skills development. African governments need to improve access to finance for young entrepreneurs so that we can grow and develop the small, medium and micro enterprises’ sector. Increased capital investment towards youth development programmes can be used to create platforms to identify possible market linkages between young people and potential investors in the form of internships and jobs. The AfCFTA promises to be a game-changer for the continent’s economic and employment creation prospects, but its success and legacy will depend on across-the-board participation by the continent’s youth. Manufacturing stands to benefit the most under the AfCFTA, creating up to 16-million new jobs, according to the Brookings Institution. Young Africans will benefit as growth in this sector will help bridge the youth unemployment gap. SA is participating in the work on the finalisation of the protocol on women and youth in trade, aimed at integrating these demographics into the African market and realising their financial and economic inclusion, in line with the spirit and the aspirations of the Agenda 2063. Youth have a great deal to say and contribute in terms of finding solutions to the challenges they face, including lack of access to finance, barriers for small businesses, and tensions arising from intraregional and international migration. It is imperative that our youth participate in such discussions and drive the agenda for the future. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.businesslive.co.za/bd/opinion/2023-10-05-clayson-monyela-brics-opening-opportunities-for-africas-youth/

Partner | 5 October 2023 A highlight of Nedbank’s purpose-led transformation approach is its commitment to the Youth Employment Service (YES) initiative. This national initiative, supported by over 1 500 companies, is a business-led collaboration with the government, and aimed at addressing one of South Africa’s most urgent challenges: unemployment. This year, Nedbank empowered another 2 800 young people as part of the 2023 YES cohort. This brings the total number of youths touched by this impactful initiative to almost 10 000, with a larger footprint for the initiative in light of many YES youths who look after dependents or support their household incomes. In 2023, the YES initiative reported that Nedbank and partnering organisations have already injected R6 billion into the economy through salaries earned by the youth who have participated in the initiative since its launch. To date, Nedbank is still the largest bank to contribute to the YES initiative, which also resonates strongly with Nedbank’s purpose of using its financial expertise to do good for individuals, families, businesses and society. ‘We continue to see great value in the ability of the YES initiative to uncover extraordinary young talent and positively contribute to a more inclusive country.’ ‘YES remains a highlight among Nedbank’s purpose-led transformation initiatives,’ says Kershini Govender, Nedbank’s Executive Head of Transformation and Strategy. 2023 Nedbank YES initiative This year, Nedbank’s YES youths have been assigned to roles both in the bank and with implementation partners like Afrika Tikkun ZA, Africa Foundation, GWK, KP Cares, and WILDTRUST. ‘We have seen the far-reaching spin-offs that the programme has. Approximately 61% of YES youths come from homes that rely on social grants and 77% of YES youths support others with their income,’ adds Govender. ‘More than two-thirds of the work experience opportunities created through the Nedbank-YES partnership have been taken up by women, and several were placed in provinces with unemployment rates that are higher than the official national average of 33,9%.’ ‘These provinces include Mpumalanga with an unemployment rate of 36,1%, Limpopo with 36,3% and the Eastern Cape with 42,8%.’ Nedbank’s success with the YES initiative It is estimated that 46% of those who have completed the 2023 YES initiative are now employed. According to Govender, the initiative is a sterling example of what partnerships between government and the private sector can achieve. At Nedbank, the initiative also boasts an absorption rate of over 60%, which is higher than the average. ‘We are extremely proud of this impactful initiative. Our young people are not only obtaining crucial skills and job experience, but the initiative also contributes to the economic upliftment of the communities and households in which these YES youths live,’ says Govender. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://businesstech.co.za/news/industry-news/722880/nedbank-empowers-almost-10-000-youths-through-the-yes-initiative/

Salmah Brown | 4 October 2023 The Youth Employment Service is making huge strides in bringing down SA’s unemployment rate. The Youth Employment Service (YES) is a private sector-funded talent pipeline for youth from disadvantaged households. Their focus is to enable talented young people to become the next generation of professionals and entrepreneurs, who will not just develop their own careers, but go on to develop their communities and transform the country as a whole. Ravi Naidoo, the CEO of YES, explains: “YES is a non-profit organisation that receives no government funding. We work with leading businesses in various sectors to provide 12-month quality work experiences for unemployed young people to gain the critical experience, social networks, and skills that they need to develop their careers and become future leaders.” The YES impact YES is the highest impact private sector youth employment programme in South Africa. In the four years since it was established, YES has signed on over 1 500 sponsoring businesses to create more than 118 000 work experiences–with 61% of these youth coming from grant-recipient households. Research conducted by YES shows that 42% of YES alumni are employed soon after they complete the programme, while 15% of all alumni are involved in entrepreneurial activity, from side hustles to running fully-fledged businesses. In a major win for women empowerment, 57% of YES youth are women. “Beyond the direct jobs created, YES also has a catalytic impact on the economy through channelling youth talent into future-facing sectors such as tourism, global business services, technology, and the green economy, which in turn lays the basis for future economic development,” Naidoo states. An example of YES’s impact is 31-year-old Mawanda Faniso, who formed part of the first YES Drone Academy programme at the Genesis Hub in Saldanha in 2021. He left the academy with a remote pilot’s licence (RPL), which allows him to fly, fix, and work on drones. Mawanda is now an employed drone pilot working in the security sector. You can get involved Given that supporting youth employment is hugely beneficial to social mobility and economic transformation, businesses receive one or two levels up on their B-BBEE scorecard. In addition, many businesses join to integrate YES into their ESG strategies, while mining companies, for example, can use YES for their Social and Labour Plans. Naidoo expands: “Companies also join YES to bring on young talent, test for fit, and then employ a de-risked pipeline of youth as part of a five-year strategy to achieve employment equity targets. While these are all clear value propositions for companies, businesses that join YES have the underlying understanding that broad-based transformation fosters national socio-economic stability and prosperity, and want to be a part of creating a better legacy. The future of YES With its focus on monitoring and evaluation, YES conducts the biggest youth survey in the country. The survey, which involves roughly 38 000 youths every quarter, helps YES to understand how to better curate successful programmes that ensure they develop successful careers. “Thousands of YES youth are being placed in future-facing positions such as data capturers, business process outsourcing roles, cybersecurity agents, digital artisans, drone pilots, content creators, and software developers. Many of them will become professionals in these sectors and help SA emerge as a leading nation,” Naidoo explains. “Also critical is the need to support and expand the informal economy and small businesses. While township economies are largely informal, they’re also far bigger than many people realise. Starting a micro-business can be the first step to getting into the mainstream economy.” The effects of creating youth jobs ripple more broadly than we realise. About 62% of all YES youths have children or family that depend on them financially–the average number of dependents per YES youth is two, and more than 60% come from grant-recipient households. “Every youth job we can create today uplifts a family and a community in some way. It is more important now than ever to create opportunities for young people who have the potential to forge successful careers and advance socio-economic development, start businesses and fill the socio-economic gaps in communities, Naidoo concludes. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://bbqonline.co.za/2023/10/04/say-yes-to-youth-empowerment/

Liesl Peyper | 4 October 2023 BETWEEN 2014 and 2020 alone, South Africa’s mining sector generated some R160bn in transformation initiatives in South Africa, making it one of the greatest transformation successes in the economy, said Themba Mkhwanazi, Anglo American’s regional director for Africa and Australia. He was speaking at a mining conference in Johannesburg on whether South Africa’s principal mining law – the Mineral and Petroleum Resources Development Act (MPRDA) – delivered results since its inception two decades ago. Mkhwanazi said the mining sector spent billions of rands targeting changes in ownership, employment equity, human resources development, inclusive procurement, enterprise and supplier development, and making a positive contribution to building infrastructure in the communities in which mining companies operate, such as schools, housing and clinics. But more needs to be done to make sure there’s meaningful participation and inclusion in the economy for black South Africans. “Not [with] more regulation that demand transformation through targets, but rather through collaborative and effective relationships between stakeholders,” said Mkhwanazi. (South Africa’s MPRDA also makes provision for an empowerment charter – known as the Mining Charter – which sets ownership targets, such as a 30% shareholding of previously disadvantaged groups.) In the spirit of collaboration, Mkwanazi said business, and government need to partner at “unprecedented levels”. “In the face of prolonged social and economic decline, we must focus now on doing … one of the criticisms that we should take seriously as a country is that we’re good at planning, but often lack the brilliance in execution.” Mkhwanazi said he was heartened by so-called “green shoots of action and delivery” which are already evident from interventions, such as the recently established crisis committees to address the shortage in electricity, logistical issues mainly at Transnet, and crime fighting initiatives. “For South Africa to raise investment and compete for capital, we need to get the basics right, and these partnerships are a step in the right direction.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.miningmx.com/top-story/54603-anglos-mkhwanazi-says-sa-must-move-on-from-regulated-bee/

SUSE: 4 October 2023 South Africa faces a persistent shortage of IT skills, which hinders the country's technological progress and the associated socio-economic benefits. SUSE, a renowned global provider of reliable and secure enterprise-grade open source solutions, and Axiz, a leading South African technology solutions provider, have joined forces to launch the “2023 SUSE Graduate Programme”. This initiative is part of a broader skills and development effort by the South African government aimed at equipping young graduates with specialised IT expertise and bridging the skills gap. “South Africa’s economic welfare depends on empowering young people with the right skills for the global digital economy,” explains Robert Nkuna, Group Human Capital Director for Alviva Holdings. “SUSE and Axiz are partnering to provide expert knowledge on the latest open source technology to young graduates. The programme is a win-win for graduates, who gain expertise in the latest cloud-native technology, and for employers, who need skilled employees.” First launched in 2018, the SUSE Graduate Programme offers comprehensive technical training and immersive exposure to SUSE's innovative technology. “Open source is where innovation is happening today, knowledge-sharing and open collaboration with others is key to its persistent huge success,” explains Magda Hanekom, Partner Executive Sub-Saharan Africa at SUSE in South Africa, who initiated the programme. “Together with Axiz and our SUSE channel partners, we are able to offer young graduates a training programme that combines theory and hands-on experience as well as worldwide accredited certifications.” Throughout the programme, graduates are placed with SUSE partners, allowing them to gain practical experience beyond technical skills. Emphasis is placed on developing essential soft skills necessary for success in the IT industry, including effective communication, teamwork and problem-solving abilities. This integrated approach ensures that graduates possess a well-rounded set of skills. Dikeledi Langa, a young graduate in the programme, an intern with Azul Consulting, confirms: “My experience with the SUSE internship programme so far is excellent. Having the opportunity to learn new skills, this provides me with firsthand work experience in this field. The training programme is comprehensive and well-paced, and the instructors are knowledgeable and experienced. And I am glad that I have Azul Consulting as my host company.” He talks about his initial insecurity, and how his first encounter with Azul Consulting was “nerve-racking, but it turns out that was all just my head. I have got to see how they worked, how they dealt with clients, and more especially, how they treated me not as an intern but as their equal.” Gavin McLean, Technical Support Manager at LSD Open, another SUSE partner participating in the programme and providing real-life job experience for the graduates, adds: “The SUSE Graduate Programme South Africa 2023 is a fantastic initiative to address the cloud skills gap and LSD Open is privileged to play a role in it. The four young professionals under our guidance are showing incredible growth, hunger and passion, and it is a pleasure to help accelerate their development in a niche technological environment,” he says. The success of the SUSE skills initiative highlights the significance of collaborative efforts between industry leaders and educational institutions in addressing the IT skills gap. By providing industry-aligned training and fostering partnerships, this collaboration strengthens the pool of IT professionals, driving technological progress and contributing to economic growth in South Africa. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.itweb.co.za/content/j5alrMQAeVPMpYQk

Kelebogile Choko | 2 October 2023 Youth encouraged to research potential employers. Kwa-Thema – Kristo Inkosi Catholic Church hosted a youth empowerment programme at the church last Friday. The programme was to assist and equip the youth with job-hunting skills, business set-up coaching and financial education. The church invited speakers from different sectors including CV Desk, Nedbank, IEC and more. During the presentation, Maggie Mboyani from CV Desk said most young people are unemployable because of unpresentable CVs. She also advised that job seekers should follow up on their applications and ask who their interviewers will be after scoring an interview. Sakhile Mkhatshwa, an IEC representative, said there will be three ballot papers in next year’s provincial and national elections. She said the third ballot paper will be for independent candidates, which will be a first in South Africa. Kgomotso Ndlovu, a justice and peace member at the church and also one of the event’s organisers, said they realised the challenges faced by the youth of being unemployed and not knowing where to go to get information. Hence they came up with the programme. “During weekdays, you’ll see young people in the township going to Wi-Fi hotspots to research, apply for jobs and seek information. Today we brought the information to them,” she said. Ndlovu added that for those in matric, the organisers didn’t want to wait till January to find them help on what to do after school but opted to offer them information now. Parish priest Chaka Motanyane said they brought the speakers to talk on employability and starting their businesses. He said people make mistakes when writing their CVs and don’t take time to correct them. He added that people should do research on companies where they are invited to interviews. They should also know that being asked about yourself doesn’t mean speaking of your talents but it’s an opportunity to sell yourself and what you bring to the company. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://africanreporter.co.za/199034/kristo-inkosi-hosts-empowerment-programme/