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Devina Haripersad - 04 April 2023 Image: iStock The Department of Labour may soon conduct an investigation into the working hours of its working class citizens. According to ourworldindata.org, South African workers potentially have the longest working hours in the world. Currently, the South African Labour Guide stipulates that a 5-day work week in South Africa sees employees working 9 hours a day – excluding a lunch break – which adds up to 45 hours a week. But, reports have indicated that the Department of Labour in the country may soon conduct an investigation into the working hours of its working-class citizens, to determine whether South Africa’s working hours are reasonable. According to government, the last investigation was conducted in 2014, when the then Employment Conditions Commission looked into the feasibility of reducing working hours. (The role of the former commission has since been taken over by the National Minimum Wage Commission.) It found that hours were successfully reduced in certain industries such as textile, sugar, glass as well as metal and engineering. But in 2017, South Africa was still identified by the International Labour Organisation as one of the countries where people worked the most, with a total of 2 178 hours worked in a year. This was comparable to the number of working hours recorded in Costa Rica but lower than those of nations such as Mexico, Myanmar, and Cambodia. Work hours could be reduced Should the Department of Labour find that the number of hours worked in the South African context had adversely affected the well-being of employees and the growth of the economy (working workers reduces consumer spend as they are otherwise occupied), then South Africans could see a considerable reduction in the amount of time they spend at work. But the International Labour Organisation says that when considering a reduction in working hours, several factors should be taken into account, including the economic development level of the country, the potential impact on production, productivity, economic growth, and new industry development, and avoiding inflationary pressures that can reduce real income for workers. The authority advised that it was also essential to consider the potential to increase productivity by using modern technology, automation, and management techniques, and to improve living standards for people in developing countries. https://www.citizen.co.za/business/sa-working-class-reduction-working-hours/ ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’.

Gauteng Government - 05 April 2023 In line with the vision to grow Gauteng’s township economy, the Gauteng Department of Economic Development (GDED) and Merchants South Africa have broken ground on a Global Business Service (GBS) hub in Nasrec, which is set to provide many jobs to the province's youth. The GBS sector – which includes call centre operations, customer services and other data services – is poised to be a game changer for youth employment in Gauteng’s townships. According to a report by the GBS industry body BPESA, Gauteng was responsible for 15% of GBS new hires between July to September 2022, as well as 15% of youth hires - aged 15-35 - in the same quarter. Goitsione Motloung, the chief director for sector and industry development at GDED, said that by opening these GBS hubs in townships, they wanted to make work more accessible for young people who often have to travel to call centres in far-off locations for work. "We wanted to bring opportunities closer to them and ensure we improve connectivity," Motloung said. In September 2022, the first GBS hub was launched in Jabulani, Soweto - and already employs 200 young people. Gauteng Economic Development MEC, Tasneem Motara, believes that these GBS hubs will help entice more international business into the country and add hope despite the many challenges currently faced by local businesses. "GBS hubs are important to us because we want to market South Africa and Gauteng as a business processing service destination of choice, in particular for call centres. This initiative shows that companies still have confidence in doing business in Gauteng," she said. Motara also believes that since South African English is perceived as preferable and 'easy on the ear' for international businesses, there is great opportunity in the GBS sector. The Gauteng Department of Economic Development has partnered with international operator Merchants and the Johannesburg Expo Centre to renovate an old boxing arena at the Nasrec location and transform it into a GBS hub that will include a modern call centre. Part of the agreement signed by the parties specifies that there is an opportunity to introduce other economic sectors at Nasrec. Motloung said that the call centre will seat between 200 – 250 people and is expected to be completed by December 2023. Working from home and how to join The GDED is also partnering with the telecommunications sector to expand GBS’s offering to include work-from-home capabilities. "We have partnered with the telecommunications sector to ensure the rollout of fibre, broadband and connectivity within certain areas to create cloud zones. These areas were assessed on whether there are young people living there and what skillset they have," Motloung said. The recruitment process will be run by Merchants, with the Gauteng government subsiding training for successful applicants. Motloung said that the training would be between 3 - 6 months and would be offered to successful candidates who meet the criteria, like having a matric certificate. https://www.news24.com/news24/partnercontent/another-gbs-hub-in-gauteng-set-to-provide-more-jobs-for-township-youth-20230405 ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’.

Tasneem Bulbulia - 04 April 2023 Industry organisation the Steel and Engineering Industries Federation of Southern Africa (Seifsa) human capital and skill development executive Zizile Lushaba emphasises that a functioning economy must have a sufficient number of artisans if it is to fulfil its economic potential. “From energy and water to transport and logistics, all key sectors of the economy are dependent on a ready supply of artisans,” she avers. “Although South Africa remains woefully short of artisan skills, this reality is no stranger to the South African government. In November 2022, Higher Education, Science and Innovation Minister Dr Blade Nzimande warned that South Africa needs at least 60% of school leavers to pursue training in a trade to meet the country’s demand for scarce skills,” Lushaba adds. She says that the Department of Home Affairs has also made a concerted effort to attract critical skills to the country by adding seven trades to the latest critical skills list, which was released in August 2022. The inclusion of trades in the critical skills list highlights the shortage of these skills and affords foreign nationals with these skills an opportunity to apply for critical skills work visas, Lushaba explains. “This may appear contradictory, when considering the country’s unacceptably high levels of unemployment; however, the issue is that these are skills the economy urgently needs and are not readily available locally,” she clarifies. She points out that President Cyril Ramaphosa, in his State of the Nation Address in February, said: “One of the key ingredients for economic growth and competitiveness is the ability to attract skills which the economy needs. Having completed a comprehensive review of the work visa system, we will move quickly to implement the recommendations put forward.” According to the requirements of the government’s National Development Plan (NDP) and White Paper for Post-School Education and Training, South Africa should be producing 30 000 qualified artisans a year by 2030. “This will remain a pipe dream if there is no synergy, strategy and agreed action plan between the main role-players to see the Decade of the Artisan campaign being achieved,” Lushaba warns. She posits that South Africa faces two main problems when it comes to the shortage of artisans. Firstly, older experienced artisans who are over the age of 55 are retiring, while those in their 30s and 40s are taking advantage of the global portability and demand for their skills and emigrating. Moreover, the 36.5% decline in the total number of learners who entered artisanal learning programmes during the 2020/21 financial year is also a major concern, Lushaba points out. Secondly, and compounding the problem further, is that younger newly qualified artisans lack the experience to substitute the skilled people leaving the country. Moreover, the country’s poor-quality formal education system produces matriculants who lack the maths and science literacy required to get to grips with the demands of many trade programmes, Lushaba argues. She says this leaves the country with a gap in the market of about 20 years and no pipeline of younger suitably qualified artisans ready to join the workforce, build their careers and contribute to economic growth. For the country to produce what the National Artisan and Apprenticeship Development Strategy 2030 dubbed as the Twenty-first Century Artisan (A21), there needs to be a functional system that ensures exposure for learners in artisanal programmes to the theoretical aspect of their trade; simulation (practical) and experiential learning (on-the-job training); and a clear acknowledgment that one or two parts of these components is simply inadequate – all artisans in training need immersion in all these aspects to eventually become A21 Artisans, Lushaba outlines. For this process to succeed, Lushaba calls for a strong ongoing partnership between three crucial role-players – industry and workplaces; sector education and training authorities; and skills development providers and reputable training centres, such as the Seifsa Training Centre. Lushaba adds that government also plays a major overarching role, in that it needs to be the glue that binds these three important stakeholders together by providing the necessary regulatory and enabling framework. https://www.engineeringnews.co.za/article/seifsa-concerned-about-artisan-levels-in-south-africa-2023-04-04 ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’.

Tactile Technologies - 04 April 2023 Tactile Technologies, specialist in touch technology, auto-ID and payment solutions, is proud to announce the company has achieved a level three broad-based black economic empowerment (B-BBEE) scoring. This achievement marks Tactile Technologies' commitment to implementing policies and practices that promote transformation and diversity in line with the B-BBEE framework. Small and medium enterprises (SMEs) play a vital role in the global economy and Tactile Technologies is proud of all its achievements. The company's focus on B-BBEE is and always will be on skills development, enterprise development and supplier development. “Tactile Technologies has made a point of not adhering to tick-box exercises when it comes to B-BBEE. Not only do we train underprivileged communities, but we have also ensured that the training is focused on literacy and numeracy,” says Tactile Technologies Managing Director, Alison Johnston. The company has been absorbing these trainees into its workforce to create a more diverse and inclusive environment and providing them with the necessary skills for the ICT sector. Tactile Technologies focuses on training that goes beyond basic computer skills, focusing on literacy and numeracy. In addition, we have invested in supplier development and enterprise development. The company has partnered with MicroVBE, a women-owned business that focuses on logistics, construction and decontamination. Tactile Technologies' focus is on logistics and the partnership is aimed at creating opportunities for women-owned businesses. Tactile Technologies is also partnering with Longbridge, a local IT hardware supplier, to assist them in growing their business. We believe in creating long-term partnerships that promote mutual growth and sustainability. Our focus on skills development, enterprise development and supplier development will not only benefit our company but also contribute to the growth and development of South Africa's economy. The company is committed to making a positive impact on the lives of South Africans and is excited about the opportunities that lie ahead. Over the next few months, Tactile Technologies will be sharing more initiatives that are going to be launched in 2023. https://www.itweb.co.za/content/KjlyrvwBKL3qk6am ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’.

SA News - 03 April 2023 Higher Education, Science and Innovation Minister, Dr Blade Nzimande, has challenged young people to take a stand and constructively engage on socio-political issues. “No country can succeed if it does not invest in the future of young people to become tomorrow’s leaders,” Nzimande said. He made the call during the launch of the Annual Tertiary Institutions Civic and Democracy Education (CDE) Youth Campaign at the uMfolozi Technical Vocational Education and Training (TVET) College’s Eshowe campus, in KwaZulu-Natal on Friday. Nzimande, with the Independent Electoral Commission (IEC) of South Africa, launched the provincial campaign following the national launch at Rhodes University in the Eastern Cape on 7 March 2023. The objectives of the campaign, which is being rolled out at tertiary institutions countrywide is to: Promote a civic culture of ongoing engagements and exchange of ideas within institutions of higher learning through targeted CDE programmes; Engage students’ views about electoral democracy and impact of participation thereof through debates; Promote Online Voter Registration to students within institutions of higher learning across the Republic; Conduct on-campus voter registration using the Voter Management Device and; Empower the students’ electorate with information to participate meaningfully in democratic and electoral processes. In his address, Nzimande said the Post School Education and Training (PSET) is more than ready and available to work with the IEC on the campaign. Nzimande said through community colleges the department has this year introduced a new programme on civic education, which teach the importance of protecting and supporting South Africa’s democracy and fostering better understanding of citizens roles and responsibilities. Some of the topics covered in the programme will include Human rights, Constitutional rights, Voting as a Right and Responsibility, Countering Racism, Stigma and Discrimination. “My other entity, Higher Health is currently rolling out a new digital National HIGHER HEALTH Civic and Health Skills Co-Curriculum which is an NQF (National Qualifications Framework) level-5 accredited qualification through a tripartite partnership between HIGHER HEALTH, the Health and Welfare Sector Education and Training Authority (HWSETA) and the Quality Council for Trades and Occupations (QCTO) – with a dedicated gender studies module of five credits, as well as mental health, [and] disability,” Nzimande said. He urged young people in post-apartheid South Africa to honour the youth of 1976 by participating in politics. “If young people today do not participate in politics, it would mean that they do not acknowledge the contribution and sacrifices made by the youth of 1976. More importantly, our youth must pursue education. “Education is the key to eliminating gender inequality, to reducing poverty, to creating a sustainable planet, to preventing needless deaths and illness, and to fostering peace. For our youth to take over this country and its economy, they first need to be educated then we will be certain that they will be taking this country to prosperity,” Nzimande said. He was concerned about reports that more students are losing interest in voting for the Student Representative Council (SRC) because they do not think their votes bring about change. “I therefore want to challenge the university management, working together with the South Africa Union of Students (SAUS) and the South African Technical Vocational and Training Student Association (SATVETSA) to deal with this challenge of lack of apathy to participate in student elections and politics,” the Minister said. KwaZulu-Natal IEC Electoral Officer, Ntombifuthi Masinga, said about 40% of young people in the province who are eligible to vote, are not registered on the voters’ roll. Masinga called on young people to register for vote, whether they have decided they are going to vote next year or not. “By getting registered now, you are leaving your choices open because once the voters roll closes, you will not be able to register which means you are depriving yourself of an opportunity to participate,” Masinga said. https://www.sanews.gov.za/south-africa/young-people-challenged-engage-socio-political-issues ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’.

Yuneal Padayachy - 03 April 2023 The BEE Chamber offers advice regarding key considerations when employing Young People March 2023, it was announced that the Unemployment rate fell to 32.7% in the last quarter of 2022 from 32.9% in the July-September 2022 period. “Youth unemployment is one of the largest challenges faced globally and is particularly high in South Africa as many young job seekers are excluded from the social networks as a result of being in a non-working household, spatially isolated, or racial and gender issues,” says Yuneal Padayachy, Member Support Executive at the BEE Chamber. The big question is: Why employ young people in South Africa? The BEE Chamber offers the following five key considerations when employing youth: Growing Talent and Workforce Planning One the largest challenges faced with entities is succession planning. “An example of this would be an entity where an individual has been in the same position for 20 years and nobody really knows how this person works but they always meet deadlines and get their job done,” says Padayachy. “Once this person leaves the entity or retires, there is a gap that needs to be filled. However, there was no one in line to take over this position. Entities need to ensure that they remain competitive as well as grow talent and plan for the future and that starts by investing in the youth.” Workforce Diversity “Youth in the working environment brings about a sense of diversity whereby not everyone is the same age and have the same views.” Unique Skills and Talents Youth bring about a new way of thinking within the work environment offering fresh, new ideas that will have impact on an entity and its operations. “As we all know that technological advances are being made on a daily basis, Youth are considered to be quite ‘tech savvy’ and in the work environment, this can be effective and efficient.” Adaptability “Youth are also quite adaptable to a workplace situation. When change takes place within the workplace or something new is introduced, employees need to adapt to the change in order to be successful.” Opportunities “By providing an opportunity to a young person, this is the starting point of their career. This is the starting point of their journey to earn a living and often the starting point of changing a life,” says Padayachy. Padayachy says government and the private sector are proactively seeking ways to mitigate high unemployment rates with a particular focus on the youth. “I have had the pleasure of being a part of the Youth Employment Services (Y.E.S.) initiative since inception which addresses youth unemployment. It’s a key project that was introduced in 2018 to reduce unemployment.” The Y.E.S Initiative is to provide for, and institute, Broad-Based Black Economic Empowerment (B-BBEE) Recognition for Y.E.S measured entities and qualification criteria applicable to B-BBEE Recognition for job creation. It also seeks to address the issue of unemployment and place Black unemployed youth into job positions to gain experience. “The Y.E.S initiative aims to improve the grim employment outlook for young work seekers by offering a quality work experience over a period of 12 Months. This in turn should improve their chances of finding a job or starting their own business,” explains Padayachy. Only individuals who meet the below criteria are eligible for participation under the Y.E.S Initiative from a B-BBEE Perspective: Individuals are between the ages of 18 and 35; and meet the definition of “Black People” as defined in the Broad-Based Black Economic Empowerment Act 53 of 2003 as amended by Act 46 of 2013. “Amongst the B-BBEE recognition awarded, entities are also eligible to access the Employment Tax Incentive (ETI). So not only does the Y.E.S. initiative offer benefits to the individual, the entity will benefit too – it is beneficial to all involved. If we are committed to seeing an ongoing drop in unemployment figures, it is imperative that we prioritise investing in youth with a particular focus on Black Youth,” says Padayachy. NOTE: THE B-BBEE RECOGNITION LEVELS AND THE Y.E.S. INITIATIVE The table below outlines the numerous levels of B-BBEE Recognition achievable through the Y.E.S initiative, provided that the preconditions and all requirements are met. B-BBEE RECOGNITION https://www.engineeringnews.co.za/article/why-employ-young-people-in-south-africa-2023-04-03/rep_id:4136

Sisanda Mbolekwa - 03 April 2023 President Cyril Ramaphosa says the YES programme doesn’t just create meaningful jobs, it also creates value for employers. File photo. Image:GCIS President Cyril Ramaphosa has applauded the youth employment service for helping reduce unemployment. He said many young South Africans found it difficult to get jobs because they lacked work experience, but the youth employment service was addressing the challenge. They come out of school, university or college with qualifications, but many employers are looking for people with experience. That is why, in 2018, we launched the Youth Employment Service (YES), an ambitious partnership with the private sector to address the crisis of youth unemployment,” said Ramaphosa. The president said the initiative worked with companies to provide work experience opportunities and, five years after its establishment, has helped reduce unemployment in practical ways. “To date, YES has placed over 100,000 South Africans between the ages of 18 and 29 in local businesses for a year of work experience. Through YES, about R6bn in youth salaries has been injected into the economy and has enabled participants to support their families,” said Ramaphosa. He said the programme was part of the broader presidential youth employment intervention, government’s flagship initiative to respond to youth unemployment. “It includes a range of programmes to help young South Africans transition from learning to earning. Among these programmes is SAYouth.mobi, a zero-rated mobile platform where young people can access opportunities and support.” In his weekly newsletter, Ramaphosa applauded that over 4-million young people have registered on the platform, citing an estimated 61% of YES participants come from households reliant on social grants. “One participant, who was placed with Mercedes-Benz for a year, was the sole breadwinner for a family of four. She told YES that not only was she able to support her family, she was also able to save up to start a broiler chicken business,” he said. “Many young people have been placed in future-facing industries such as IT, the green economy, systems and software engineering, app development and others. In addition to facilitating work experience, YES also operates several training hubs across the country.” According to YES, an estimated 40% of participants are employed on completion of the programme, he said. “In this year already, YES has achieved a new record of 32,400 jobs. "Over 1,400 businesses participate in YES, and the aim is to increase the pace of placements as more companies come on board and more opportunities are made available. “The YES programme doesn’t just create meaningful jobs, it also creates value for employers that are able to facilitate the entry of more young South Africans into the mainstream of the economy.” The government has put an enabling legislative environment in place to incentivise businesses to participate in youth employment creation, said Ramaphosa. “For example, both large and small qualifying enterprises can improve their broad-based black economic empowerment (BBBEE) status by participating in YES.” The employment tax incentive reduced the costs to companies of hiring young people, he added, citing how he has always maintained that the unemployment crisis can only be overcome if all social partners come on board. “As the main source of job creation and retention in most countries around the world, including our own, the private sector’s involvement is critical. As government we will continue to play our part by putting in place regulatory and legislative tools to encourage business to hire more young South Africans.” Congratulating the service and its partners for reaching this milestone and offering a chance at a better life to 100,000 young people, Ramaphosa said we can expect to see these numbers increase in the months and years ahead. “I call on more businesses to become part of this life-changing programme and to contribute to the recovery and reconstruction of our economy and society.” https://www.sowetanlive.co.za/news/south-africa/2023-04-03-ramaphosa-praises-youth-employment-service-for-reducing-unemployment/ ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’.

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Luke Fraser - 03 April 2023 Absa says it will provide R50 million in energy subsidies under its Green Asset Finance programme to qualifying small and medium enterprises (SMEs). The energy subsidy will provide relief to small business customers looking to finance solar installations to minimise the effects of load shedding in South Africa, the group said. All eligible SMEs that have their commercial properties financed by Absa will be contacted by the bank and will not need to apply for this support. Subsidies can reach up to R50,000 or 10% of the overall installation value and will be determined by clearly set-out factors. Absa will invite all identified SME customers to opt-in or opt-out of the subsidy for their green finance needs. “SMEs make a significant contribution to job creation and economic growth in South Africa. However, in many instances, the operating environment over the past few years has made it very difficult for these vital enablers to grow and thrive,” said Ronnie Mbatsane, Managing Executive for SME Business at Absa Relationship Banking. “Load shedding in particular continues to hamper the potential of many SMEs. Through these subsidies we are helping to put liquidity back into the hands of small businesses to power their business into full production,” Absa said that the launch follows considerable investments made in the renewable energy sector, such as solar offerings for Absa Home Loan clients, personal loan options for retail customers looking to acquire alternative power sources, and other customised solutions backed by subject matter experts that have helped SMEs to find the best solution for their requirements. The bank said that it enables customers to determine their energy needs, calculate costs and link them to a trusted energy supplier. It added that its Supplier Value Chain development initiative has supported SME installers in their SAPVIA PV Green Card accreditation, which supports emerging township economies, pipeline commercialisation and allowed Absa’s SME customers to engage in the value chain. “The Absa energy grants underscore our commitment to this vital segment and connecting individuals and businesses to communities,” concluded Mbatsane. https://businesstech.co.za/news/banking/677491/absa-launches-new-solar-subsidy-for-businesses-in-south-africa/ ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’

Karabo Mokgonyana - 27 March 2023 During a UN General Assembly speech to commemorate this year’s International Women’s Day and launch the Commission on the Status of Women, secretary general Antonio Guterres outlined that, “Gender equality is growing more distant. On the current track, UN Women puts it 300 years away.” He further outlined that, “Women’s rights are being abused, threatened and violated around the world,” noting key issues like caregivers denied work, child marriage, maternal mortality and girls being denied access to education. Although there is concern regarding the “300 years away” remark made by the secretary general, there is sufficient indication on the African continent that this could be a reality. Africa has a long way to go in addressing gender inequality — from the household to higher positions of power. The progression of fighting against gender inequality is stagnant due to a lack of resourcing and investing in gender equality, patriarchal norms in leadership and decision-making and increased exclusion of gender mainstreaming in addressing environmental, social and economic issues. Women and girls carry the majority of the care and domestic burden in Africa and are less likely to be employed in the formal sector (and where they are employed, earn lower wages), are less likely to be able to influence government policy and they continue to experience high levels of violence. Differentiated treatment according to gender is particularly acute during adolescence, when many girls are faced with the prospect of marriage (often before reaching the age of 18), adolescent pregnancy and gender-based violence, as well as a heightened risk of HIV transmission. The risk of dropping out of school is high for girls at this age in Africa. This compromises education and training opportunities for women and girls. Women experience different forms of violence because of their gender, especially in the social sphere. They are often subjected to domination by their spouses, which leads to unfair discrimination. According to Unicef, approximately two out of three married girls aged 20 to 24 were married to a partner at least 10 years older in Gambia, Guinea and Senegal. The majority of underage marriages globally occur in West Africa, with a prevalence of 77% and 61% in Niger and Mali, respectively. This can be explained by the importance of social norms and traditions, which influence the choice to marry one’s daughter. Having a child out of wedlock is perceived as a disgrace and the earlier a girl is married, the lower the risk of pregnancy outside marriage. These child marriages then create inequalities in schooling and training, for example, out of 916 women married at an early age in Mali, 366 had to leave school and 294 never went to school. This lack of access to education for girls has consequences for the country’s development. Economically, women also face discrimination and are still far from empowerment. There are many obstacles to their participation in economic activities, mainly due to the disparities between women and men, both in terms of access to economic resources and in the various sectors of activity. Women’s economic empowerment remains at the bottom of the ladder and they work in difficult conditions, with low incomes. The wage gap difference can be explained by parameters such as age, type of job and level of education. These results then demonstrate that Africa is missing out on its full growth potential because a considerable portion of its growth pool, namely women, is not being fully harnessed for state development. In addition, African women are more likely than men to be in vulnerable employment and work primarily in the informal sector. In 2010, 65.4% of non-agricultural jobs in the informal sector were held by women in Liberia and 62.2% in Uganda. Women working in the informal sector lack social protection, reinforcing their precariousness. According to Louise Jousse, women are largely underrepresented in ministries and other legislative and executive bodies. Nevertheless, despite this low percentage, some countries stand out, such as Rwanda, the first country in which women make up more than half of parliamentarians, making up 61.3% of them in 2018. African women are slowly taking ownership of the political sphere and are gaining greater visibility, allowing them to push the political agenda in their countries. However, progress is measured in micro-advances and several African countries have less than 10% of women in mid-level positions, such as Morocco with 5.6%, Nigeria with 8% and Sudan with 9%. Africa does not contribute significantly to climate change but, despite this, the continent is heavily negatively affected by it because of multiple factors that include underdevelopment, low adaptive capacity, heavy dependence on climate-sensitive sectors and limited access to finance and technology. It goes without saying that women are highly impacted by climate change due to gender inequalities and gender roles and responsibilities. Climate change exacerbates vulnerabilities and exposes underlying discrimination. Women rely more on natural resources and climate-sensitive sectors for their livelihoods than men. Climate Change adds to household burdens, threatens economic opportunities and increases health risks for women. Gender inequality causes women to be poorer, have less education and face more health risks than men. Labour markets are heavily gender-segregated and women are employed primarily in low-paying and insecure occupations. They carry a disproportionate unpaid work burden and rely more on natural resources and climate-sensitive sectors for their livelihoods than men. Making it more challenging is the fact that women often don’t own land and they have declining water access. Despite all of this, women remain underrepresented and excluded from decision-making processes on climate change responses. Further, Aimee-Noel Mbiyozo, from the Institute for Security Studies, outlines that over three-quarters of climate development finance in Africa has failed to consider gender dynamics. Women on the continent are often at the forefront of developing effective mitigation and adaptation strategies because they suffer the most from climate change. There is a lack of understanding on the continent that giving women land rights would significantly reduce the risk of displacement, increase crop productivity and lead to improved investing and access to credit for women. Although the overall picture is one of stagnation, or even reversals, in the journey towards parity, some countries have shown remarkable improvement. For instance, Rwanda and South Africa have increased women’s representation in middle-management roles by 27% and 15%, respectively. Algeria has cut maternal mortality rates by around 9%. Egypt has tripled its score and Guinea and Liberia doubled their scores on legal protection of women. These examples of rapid progress should inspire others to forge ahead with actions to advance gender equality. According to McKinsey’s Power of Parity Report: Advancing Women’s Equality in Africa, to reduce this 300 year gap, African countries should invest in human capital by driving sustained economic growth and boosting productivity by investing sufficient resources to improve the skills, experience, resilience and knowledge of women and girls. Further, they need to unlock opportunities for women-owned businesses, develop public and household infrastructure and improve the quality of jobs in the informal sector. In addition, African countries should leverage technology to close the gender gap and enforce laws, policies and regulations. Arguably, any drive toward gender parity in Africa starts with efforts to change entrenched and widespread attitudes about women’s role in society, an extremely difficult and complex challenge that will require all stakeholders to play a part that is sustained over the long term. Fighting against social, economic and political inequalities demands a change of mentality. For this to happen, society as a whole must become aware of the importance of valuing the status of women and therefore question its practices, both for men and for women who have internalised and accepted the norms to which they are subjected. https://mg.co.za/opinion/2023-03-27-gender-equality-in-africa-is-really-300-years-away/ ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’

Neesa Moodley - 02 April 2023 In the week that the Financial Sector Conduct Authority released its final strategy for promoting transformation in the financial services sector, one of the country’s biggest banks, Absa, announced an R11.2bn broad-based black economic empowerment deal, subject to shareholder approval. The deal is expected to allocate 7% of the total group shareholding to structures that will benefit ordinary black South Africans through a Corporate Social Investment (CSI) trust, and employees through a staff trust. Once the broad-based black economic empowerment deal is finalised, black ownership of Absa will exceed the 25% threshold set out in the Financial Sector Charter. The 4% perpetual CSI trust will be focused on education and youth employability support for black South African beneficiaries. The trust will receive an annual dividend equal to 25% of the dividend per share paid by Absa Group. The CSI trust will spend the money it receives on CSI programmes in South Africa and beneficiaries will be reviewed annually. Absa staff employed in South Africa will participate in the 3% component of the transaction, subject to shareholder approval. All eligible employees will receive the same share allocation, irrespective of race, background or seniority. Black staff will receive an additional 20% allocation, which means black staff members will receive just over 82% of the value of the staff trust. All staff in the 3% component will receive an annual dividend equal to 25% of the dividend per share paid by Absa Group. The shares will vest after a five-year period, meaning eligible employees will take ownership of the shares, net of applicable taxes and any outstanding funding costs. Staff employed by Absa subsidiaries in other countries will be able to participate in a similar award programme, provided those subsidiaries elect to participate based on local considerations. However, this initiative will be based on cash rather than Absa Group shares, given regulatory and taxation complexities related to cross-border shareholding. ‘Force for good’ Absa says the intention is that the programme will broadly mirror the terms of the 3% share scheme in South Africa, with all eligible employees receiving an allocation equal in value to that awarded to staff in South Africa, as well as an annual payment equivalent to a 25% trickle dividend, and a net cash payment five years after implementation. The value of the programme will equate to about 1% of Absa Group’s market capitalisation. “The transaction was specifically designed to align with our intent of being an active force for good, firmly demonstrating our commitment to broad-based black economic empowerment as we build a diverse and inclusive organisation not only in South Africa, but also more broadly across our business,” said Arrie Rautenbach, Absa Group CEO. “The transaction is the next big step in our broader transformation journey and, at the same time, recognises the role that our staff and communities play by giving them the opportunity to benefit from the value generated by the group.” A CSI trust, benefiting black communities, will indirectly own a 4% shareholding, while a staff trust will indirectly hold 3% of Absa Group, collectively constituting the 7% shareholding in the transaction. Black staff members in South Africa will receive just over 82% of the value of the staff trust. A further equivalent of about 1% of Absa Group shareholding will be made available to staff employed by subsidiaries in other markets. Rautenbach says the transaction signals another substantial milestone in Absa’s ongoing efforts to empower communities. A transaction circular will be published in May and shareholders will vote on the transaction at a general meeting on 2 June 2023. The Conduct of Financial Institutions Bill, to be tabled in Parliament by National Treasury this year, will make the promotion of financial sector transformation an explicit function of the Financial Sector Conduct Authority and empowering it to take reasonable regulatory action against financial institutions that do not uphold transformation commitments as set out in their plans. BM/DM https://www.dailymaverick.co.za/article/2023-04-02-the-nitty-gritty-of-absas-r11-2-billion-black-economic-empowerment-deal/ ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’

Staff Writer - 03 April 2023 President Cyril Ramaphosa says that a five-year-old employment initiative is showing positive progress and is likely to provide even better results down the line. In his weekly open letter to the public, Ramaphosa said that a 2018 work experience program called the Youth Employment Service (YES) had provided over 100,000 South Africans between the age of 18 and 29 with a year of work experience in local businesses. “Through YES, approximately R6 billion in youth salaries has been injected into the economy and has enabled participants to support their families,” said Ramaphosa. The YES program came to fruition in partnership with private companies to address the crisis of youth unemployment and is part of the broader Presidential Youth Employment Intervention that includes various programmes to assist younger job seekers. During his tenure, Ramaphosa has repeatedly mentioned the need for prospective employees to have valid work experience in order for more opportunities to be opened for them. Back in August last year, he called on businesses across the country to upskill and hire more young people through incentivised tax reductions. He said that South Africans face a major barrier to finding a job, with many businesses requiring some level of quality work experience and training prior to employment. According to the latest Quarterly Labour Force Survey (QLFS) published by Statistics South Africa showed that there were roughly 7.8 million unemployed people in the country during the final quarter of 2022. The statistics further showed that the number of people who were not economically active for reasons other than discouragement increased to 13.4 million. Ramaphosa said the YES programme goes beyond creating jobs but also creates value for employers – facilitating the entry of more young South Africans into the mainstream of the economy. “In this year already, YES has achieved a new record of 32,400 jobs. Currently, over 1,400 businesses participate in YES, and the aim is to increase the pace of placements as more companies come on board and more opportunities are made available,” said the president. He added that research into the program has found that roughly 40% of participants are employed upon completion of the programme. “An estimated 61% of YES participants come from households reliant on social grants,” Ramaphosa said. Despite the positive signs from the YES programme, South Africa’s job prospects are likely to dwindle further, according to financial service firm PwC. The group’s Employment Outlook Forecast predicts that the economy will only add approximately 200,000 jobs in 2023 due to revised GDP growth projections as published in January. PwC said that the pandemic job bounce-back has ended, and economic growth is pushing the likelihood of the job market expanding lower. https://businesstech.co.za/news/government/677483/ramaphosas-youth-employment-programme-is-doing-some-good/ ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’