The Department of Trade, Industry and Competition ( the dtic ) provides Sworn Affidavit templates for EMEs and relevant QSEs with at least 51% Black Ownership or more. These Sworn Affidavits address all the information necessary for a B-BBEE Verification. However, as per Statement 000 of the Amended General B-BBEE Codes of Good Practice, only a Sworn Affidavit is required, so if a personalised Sworn Affidavit that contains all the relevant information essential for a B-BBEE Verification is received, it will be deemed as valid. However, it is recommended that EMEs and QSEs with more than 51% Black Ownership use the templates provided by the dtic to avoid missing information that would invalidate a personalised Sworn Affidavit. Certificate Collection Services are available to assist members in determining the validity of a Sworn Affidavit.

SA News | 2 September 2023 The Renewable Energy Independent Power Producers Procurement Programme (REIPPPP) is having a positive socio-economic impact on the industry and the economy. This is according to the Minister in the Presidency for Electricity, Dr Kgosientsho Ramokgopa, who was speaking during a media briefing on the Energy Action Plan on Saturday. Thus far, some 134 IPPs have been selected as preferred bidders, 11 904MW have been procured with 6180MW already operational and investment of R334.5 billion has been attracted for energy infrastructure. Ramokgopa said that through the programme, “about R85 billion…has been placed in the hands of black business”. “This is significant if we talk about the deracialisation of the South African economy. We are able to use our transition towards cleaner forms of energy to ensure that they provide significant meaning on this agenda of the deracialisation of the South African economy and we are having new participants, new entrants in the form of black players so that the democratic dividend is equitably distributed to all South Africans. “[The programme] has been able to produce over 72 153 job years. It is a computation that we are using for us to be able to account for the number of employment opportunities that have been created in the South African economy as a result of the interventions of the Renewable Energy Programme. This speaks to the areas of during construction and also during operations. “The Rand value of about R3.2 billion is what has been accumulated to the South African economy and this has got to significant impact in relation to socio-economic development and the areas of enterprise development so that we are able to expand the floor of opportunities to local communities, we are able to provide new skills that helps them to participate in this energy transition,” he said. Ramokgopa revealed that some R69 billion actual spend has been spent on local content. “There’s been a significant industrialisation on the back of the localisation of the components that are necessary to help us to decarbonise and transition. Our view is that on the back of this transition, on the back of this crisis, we must be able to expand the industrial base of the country. “And on the back of this decarbonisation, on the back of this resolution of this crisis, we are also able to address the challenge of unemployment, we are able to address the challenge of structural unemployment in the form of the skills that are required to support the kind of economy that we are constructing and this economy will be underpinned by renewable energy sources,” he said. On the environmental side, the Minister said REIPPPP projects have been able to offset some 97Mton of Carbon Dioxide with 114.7 million kilolitres of water saved. “This is meaningful. There’s a multiplicity of matrices that underpin the renewable agenda. It’s not just only on the complexion of the generation mix, on the reduction of the emission levels but it also plays an important role on the deracialisation of the work that we are doing,” Ramokgopa said. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.sanews.gov.za/south-africa/independent-power-producers-programme-reaping-rewards

Abongwe Kobokana | 3 September 2023 Parliament says it is unable to confirm whether it is going to give more time for further public submissions to be allowed over the process currently conducted on the Public Procurement Bill. The set current deadline on the legislative public consultation is the 13th of September. The bill was tabled in Parliament by Minister of Finance Enoch Godongwana this year after a formal approval by the Cabinet. The major objective of the envisaged piece of legislation is to regulate public procurement in this country by providing a prescribed legislative framework to give guidance on the implementation of the preferential procurement. Chairperson of the Standing Committee on Finance, Joe Maswanganyi, was unable to give an exact answer on the issue of the possible extension for the public submissions. In accordance to Section 217 of the Constitution, South Africa’s procurement system must be fair, competitive, transparent, equitable and cost-effective. It is yet to be seen whether the 2016 Public Procurement Bill will be effective in minimising corruption and billions of rands of wastage of public resources, as it is still to be passed. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.sabcnews.com/sabcnews/parliament-undecided-on-extending-public-submissions-for-public-procurement-bill/

South Coast Herald | 2 September 2023 Minister Thulas Nxesi has fired back at the DA and says they have embarked 'on propaganda to mislead people'. Employment and Labour Minister Thulas Nxesi implored government to educate communities on the recently amended Employment Equity Act (EEA). Speaking at the Employment Equity road show in Chatsworth, Durban, on Thursday, Nxesi said there was still a long way to go towards emancipation. He added that following the signing into law of the EE Act amendments, ‘the DA has embarked on propaganda to mislead the people’. “People tell coloured communities that they will now be removed. That is propaganda,” he said. The DA protested against this amendment, claiming that the amended act was aimed at increasing the employment of black people in South Africa, and ‘600 000 people will lose their jobs because they have the ‘wrong’ skin colour or live and work in the ‘wrong’ areas’, DA leader John Steenhuisen said in a statement. The minister explained the pace of transformation at workplaces was at a snail’s pace. “Through the EE amendments, we want to deal with the Irish coffee syndrome — that is the society the DA wants,” Nxesi said. He added that the Commission for Employment Equity (CEE) report released in June showed that EE at workplaces is unfolding at a snail’s pace. The recent CEE report showed that top management was still occupied by white people, at 62.9 %, followed by Africans, at 16.9%. This, according to CEE, was despite the fact that Africans constituted 80% of the national economically active population (EAP), followed by coloureds at 9.3%, whites at 8% and Indians at 2.7%. “The CEE report says the most disadvantaged people and also under-represented are the coloured people. People tell coloured communities that they will now be removed. That is propaganda. In all economic sectors white people have been overly represented.” The minister expressed his agony at the economic sectors that have abandoned their charter commitments to transform. He said corruption has seemingly taken over and destroyed communities. “We had to postpone the promulgation of EE regulations to first hear the voices of people. Transformation is painful and not nice,” he said. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.citizen.co.za/south-coast-herald/lnn/article/labour-minister-clarifies-amended-employment-equity-act/

SA News | 31 August 2023 Cabinet has welcomed the Quarterly Labour Force Survey results which show a slight decrease in the unemployment rate from 32.9% in the first quarter to 32.6% in the second quarter of 2023. Briefing the media on the outcomes of a Cabinet meeting held on Wednesday, Minister in the Presidency Khumbudzo Ntshavheni said Cabinet is pleased with the 154 000 new jobs created in the second quarter, taking the number of employed persons to 16.3 million. This as Statistics South Africa (Stats SA) recently released the Quarterly Labour Force Survey (QLFS) data. “This is the seventh quarter of consecutive gains in employment inching South Africa closer to the pre-COVID-19 pandemic employment figure of 16.4 million. “Cabinet has also noted the green shoots with the reduction of youth unemployment by 131,000 and an increase of 105,000 in the number of employed youth to 5.7 million,” the Minister said on Thursday. Consumer Price Inflation (CPI) Meanwhile, Cabinet further welcomed Stats SA data that showed that the annual Consumer Price Inflation (CPI) slowed to 4.7% in July 2023, from 5.4% in June 2023. The annual inflation rate for goods was 5.5% for July 2023 from 6.3% in June 2023, whereas the inflation rate for services was 4.0% down from 4.5% in the same period. Agro-Energy Fund Meanwhile, Ntshavheni said Cabinet has noted the launch of a R1,21 billion Agro-Energy Fund. The fund aims to support the agriculture and agribusiness sector to install alternative energy sources and continue with food, fibre and beverages production. The fund was launched by the Department of Agriculture, Land Reform and Rural Development, collaboratively with the Land Bank earlier this week. “The sector is one of the intensive energy users and critical for the stability of South Africa’s food security, export earnings and employment, thus making this government intervention vital to ensure sustainability. “The Fund is inclusive and will support farming businesses of all scales in a blended finance approach, with the Land Bank managing the fund. The fund will also include all agriculture and agribusiness activities that are energy intensive,” Cabinet said. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.sanews.gov.za/south-africa/cabinet-welcomes-employment-gains

Sharmi Surianarain and Lerato Shai | 31 August 2023 As Women’s Month draws to a close, we reflect on the sobering picture that is female youth employment in South Africa. Despite temporary upward trends following the pandemic, female youth employment appears to have plateaued. This is while male youth employment has grown. According to Stats SA’s latest Quarterly Labour Force Survey for the second quarter of 2023, at least 2 million fewer women in the country were employed than men. Yet despite these trends, young women are more tenacious than ever. When given an equal opportunity, they seize it. Take, for example, education. In South Africa, young women consistently outperform their male counterparts academically. For every 100 men under 35 holding a matric, there are 112 women with the same qualification. Even more impressive is that young women with degree equivalents or higher exceed young men by 50%. Not only are younger women better educated than their male peers, but they are also more educated than their female seniors, closing in on gaps and, in many cases, surpassing men. For the population over the age of 35, at least 5% fewer women than men hold matric, and 15% fewer women than men hold degrees. This is a generational win for women. This educational accomplishment does not, however, translate to employment opportunities. Despite being more educated, women remain underrepresented in the labour market across all age groups. While the World Economic Forum’s latest Global Gender Gap report ranks South Africa 20th in the overall gender gap, the country performs dismally on wage equality for similar work, ranking 111th out of 146 countries. The work of partners in the Presidential Youth Employment Intervention (PYEI) demonstrates that even when faced with gender barriers that defy logic, women continue to actively look for work, no matter the odds. Two-thirds of the SA Youth platform’s network of more than 3.6 million are young women who are actively using it to search for opportunities and build their profiles – evidence of their competence and tenacity to do what it takes to earn. However, it’s insufficient for us to applaud the tenacity of young women. We need to design systems that actively favour them. The Department of Basic Education’s (DBE’s) school assistant programme — a flagship programme of the Presidential Employment Stimulus — exemplifies a proactive approach to mitigating employment barriers for women, including fewer educational requirements, placement close to their homes, a relatively safe working environment and mandated equal pay. Unsurprisingly, 70% of the programme’s participants were women. Though temporary, these roles have proven to be a stepping stone for many women. SA Youth has enabled nearly a million work opportunities for youth — two-thirds of which go to women. This is more evidence of the competence and tenacity of young women who are ready and willing to do what it takes to work. When we break barriers to women’s entry into male-dominated industries, women make the most of these opportunities. Take the installation, repair and maintenance (IRM) sector in South Africa. This has witnessed a surge in demand, but is highly skewed, with only 3% of licensed plumbers, for instance, being women. In partnership with the Institute of Plumbing South Africa, Harambee, the National Business Initiative and BluLever launched an initiative focused on gender and social inclusion funded by the UK government’s Skills for Prosperity to address this disparity. Our targets were ambitious — 50% of the opportunities were reserved for women, and gender equity was baked into every phase of the project value chain, from the young people on the programme to employers, sector bodies and training institutions. Employer training played a vital role in advancing this mission, as did elevating the voice of role models, and media campaigns like BluLever’s #Womenontools campaign. Innovative policies and legislation that protect the rights of pregnant work-seekers and employees, as well as opportunities for women to catch up on missed content, may seem like an extra investment, but are well worth it in terms of return on investment, with women seizing opportunities and outperforming expectations. Similarly, the Basic Package of Support (BPS) addresses these barriers head-on. The BPS is a programme led by a consortium of partners at the University of Cape Town, the University of Johannesburg and the DG Murray Trust. Several BPS pilot sites are run under the umbrella of the PYEI. BPS reaches out to young people who are not in employment, education or training (Neet) and offers face-to-face coaching to help them solve the multiple challenges that are keeping them trapped in Neet status. With a greater likelihood of living in income-poor households and carrying a heavier burden of care in the household, young women are especially vulnerable. Mikayla is a 21-year-old woman from Atlantis in the Western Cape who joined the BPS in June 2022. Her primary goal was to pursue her studies, but she also felt a responsibility to financially support her grandmother. Consequently, she initiated a job hunt and achieved success. After securing employment, her BPS coach encouraged her broader ambitions for higher education. Mikayla applied for a foundation phase teaching course; however, she was not accepted. Undeterred, she persevered, having developed a plan B with her coach. As a result, she is now pursuing studies in human resource management. “The BPS programme helped me a lot. It changed my line of thinking to just remain positive and believe things will come your way when the time is right. I am studying today through all the love, support and guidance I received from BPS. “I am what I am today through the individual coaching sessions and [I] would encourage other young people to make use of the BPS programme,” says Mikayla. The current economic landscape poses significant challenges, especially for women. However, the PYEI partnership approach — and examples such as the DBE programme, the BPS initiative and targeted sector initiatives within the IRM sector — suggests that through strategically coordinated investments, catalytic initiatives and targeted support, we can create a more gender-inclusive environment across all sectors. This creates immense value for organisations, communities and the wider economy and, more importantly, unlocks earning pathways that transform young women’s lives. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.dailymaverick.co.za/opinionista/2023-08-31-sas-young-women-are-more-educated-more-tenacious-and-more-unemployed/

CBN | 31 August 2023 The SMME Booster Fund (the Fund) is a fund that will provide financial support to organisations that implement business development support projects and/or programmes aimed at growing and developing SMMEs. The Fund will focus on projects and/or programmes that support high-growth, Western Cape-based SMMEs. The Fund utilises a co-funding implementation model which encourages collaboration and partnerships. Business development support includes aspects of support such as training, mentoring, coaching, financial planning, assisting with compliance, providing financial assistance, facilitating access to finance, providing technical support in the form of equipment, specialised software and licensing etc. The financial support from the SMME Booster Fund will focus only on the technical support aspect of the project and/or programme. The rollout of the other aspects such as training, mentoring, coaching, access to market interventions etc. will be funded by the organisation applying for funding. The support provided by the Fund will thus enable the selected organisations to enhance their projects and programmes with an added element of technical support. The Fund will support projects and programmes that focus on the following categories: Category 1: Export Development Category 2: Women-owned Business Category 3: Youth-owned Businesses Category 4: Township-based Businesses The selection of beneficiaries for the Fund will be initiated through this call for proposals. The proposals received will undergo a pre-qualification check, an evaluation, and an adjudication phase. The proposals will be evaluated and adjudicated against pre-determined criteria. Click on the link to access the following forms: SMME Booster Fund Application Guide 2023 and Call for Proposals 2023 To apply please click on the following link: https://dedat-funding.westerncape.gov.za/#/ For more information: Please email DEDAT.Boosterenquiries@westerncape.gov.za or call 021 4839112 For assistance on how to navigate the online application system, please click on the following link: SMME Booster 2023 Online Application Platform Guide Please note that application to the fund remains open but is subject to budget availability. It is in your best interest to complete an application as soon as possible. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.cbn.co.za/industry-news/business-advisory-financial-services/the-2023-smme-booster-fund-is-open-for-proposals-until-31-march-2024-subject-to-budget-availability/

Hulme Scholes | 29 August 2023 In a recent statement during the Brics conference, the Chinese delegation opined that South African government procurement processes and Black Economic Empowerment (BEE) policies are potential barriers to Chinese investment in the country. Contrary to this viewpoint, an analysis of South Africa's mining law reveals that Chinese entities enjoy unique advantages when investing, which do not even require citizenship, owing to historical discrimination against Chinese people as a group. Challenging assumptions The assertion that BEE impedes Chinese investment prompts a comprehensive investigation into the matter. Contrary to this claim, an analysis of the legal landscape reveals that this purported impediment does not hold true for the mining industry. To understand this, one must first delve into the complexities of the origins of the transformation imperative underpinning South African mining law. The role of historical disadvantage At the heart of this issue lies the concept of the need to redress discrimination against Historically Disadvantaged Persons (HDPs), a cornerstone of the Mineral and Petroleum Resources Development Act (MPRD Act) and the Mining Charter. One of the MPRD Act's primary objectives is to promote transformation within the mining sector by ensuring active participation by HDPs. Importantly, the MPRD Act defines HDPs as individuals, communities, or categories of persons who suffered unfair discrimination prior to the South African Constitution becoming effective. This definition extends beyond nationality or citizenship and encompasses any persons or categories of person subjected to discrimination under the apartheid regime. Belonging to a racial group that was historically discriminated against and not citizenship, is the prerequisite for qualification as an HDP. China's position as HDPs While critics may argue that this interpretation runs counter to the spirit of the Mining Charter and the MPRD Act, the ordinary meaning of the words used must be given effect to and applied to the fact that Chinese individuals, irrespective of their citizenship status, are considered HDPs under the MPRD Act and the Mining Charter. This recognition stems from the historical reality that Chinese individuals faced discrimination during the apartheid era, resulting in them being rightfully included in the definition of HDPs. This interpretation finds reinforcement in a pivotal 2007 High Court judgment which declared that South African Chinese citizens fall within the category of "Black People" as defined by the Employment Equity Act and the Broad-Based Economic Empowerment Act. It is noteworthy, however, that for the purposes of the MPRD Act, Chinese individuals are not required to qualify as South African citizens to be classified as HDPs. Implications for applications for rights such as Mining Rights, under the MPRD Act Chinese entities hold a distinct advantage when compared to other foreign entities when applying for such rights under the MPRD Act. All such applicants must facilitate the participation by HDPs in mining activities as a prerequisite for a successful grant of rights, an obligation discharged by adhering to the guidelines in the Mining Charter. Consequently, Chinese individuals and companies intending to apply for mining rights in South Africa are not required to conclude transactions with South African HDPs to fulfill Mining Charter BEE requirements. A comparison of the Codes of Good Practice for the mining sector's definition of "Historically Disadvantaged South Africans" with the HDP definition of the MPRD Act and the Mining Charter, reveals minimal disparities in substance. The reference to South Africans in the definition in the Codes makes no significant difference. The future landscape Anticipating the Department of Mineral Resources and Energy's (DMRE) response to this application of the definition of HDP poses intriguing questions, like those raised when the view is pronounced that white women are also HDPs as they were also discriminated against in pre-Constitution South Africa. The DMRE's stance could oscillate between scepticism and acceptance, influenced by both legal considerations and geopolitical dynamics between South Africa and China. Nevertheless, this interpretation of the definition of HDP could serve as an appealing prospect for the DMRE, potentially encouraging stronger ties with Brics partners and fostering increased investment in South Africa's mineral wealth. For the same reasons, Indian persons who are not South African citizens have the same advantages, as they also qualify as HDPs for the purposes of the MPRD Act. Whether India or China takes advantage of this nuance in our mining laws in the context of the stronger ties occasioned by Brics, is the question to be ultimately answered. It is also likely that the government will amend the definition of HDPs to limit it to South African citizens if such a trend gains momentum. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/Article/196/717/241439.html

Hope Lukoto | 30 August 2023 Skills are a rare resource that can be found within the talented depths of a trusted Managed Services Provider. Skills are a rare resource that can be found within the talented depths of a trusted managed services provider. In 2021, Gartner found that talent shortages were inhibiting technology adoption and development, with 64% of IT executives citing it as a challenge. Fast-forward to 2023, and the market remains complicated with the firm predicting that demand for talent within tech will continue to exceed supply until 2026. This is echoed by S&P Global statistics, which highlights how complex the skills situation has become, with 51% of respondents saying it has been difficult to hire new people and 44% struggling to find qualified candidates. The S&P analysis also found that while companies are looking for smart ways to upskill and reskill existing talent while building packages that woo top talent to their doors, the cost of finding, attracting and retaining the right people is high. If anything, it is increasing as companies fight for talent — 86% of CIOs participating in a Gartner Survey are competing for qualified candidates and 73% are concerned about attrition. This demand for highly skilled individuals, particularly within the technology sector, is not just adding zeros to the business bottom line (as well as wrinkles to the CIO’s brow), it is igniting a shift in how companies find, and work with, talent. Gartner has also found that 58% of organisations today are turning to borderless talent to resolve their skills woes, with 27% considering hiring borderless technology employees. The goal today is to find sustainable ways of filling the gaps by strategically sourcing skills. And this strategic sourcing has shifted to the managed services provider (MSP). Where in the past, outsourcing talent and resources to third parties was really only used to save costs and manage non-critical areas of the business, today this narrative has changed. Deloitte describes it as a reality where “technology, talent and risk forces are colliding” and emphasises the value of companies working with MSPs to fill skills gaps and gain a competitive advantage. By bringing in expertise from trusted service providers that have retained and fought for the right skills, companies are bypassing the risk of falling behind and gaining all the value without the battle. Deloitte also believes that collaborating with MSPs to overcome the skills gap allows for the business to explore new revenue streams and new business avenues. This move is also changing the shape of how the work is done, and how skills are appreciated within the business. MSPs provide talent that is focused on outcomes, innovation and deliverables within tight cost parameters and expectations. It is an approach that adds immense value to the business. Collaborating with an MSP to manage very specific gaps in your talent pool also allows you to simplify how you approach technology investments and strategy. If you know that you can rely on your MSP to provide support, expertise, implementation, and management of innovative solutions it opens up a lot more doors and gives you a lot more freedom. Plus, as KMPG found, outsourcing saves costs, improves efficiencies, accelerates change and can save some sectors up to 50% on costs. The skills gap doesn’t have to grow wider. It can be managed with an MSP that understands your business, your needs, and your technology requirements and that has invested in the right strategies to ensure that talent is diverse, skilled and capable. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://mg.co.za/partner-content/2023-08-29-overcoming-the-skills-scarcity-requires-the-expertise-of-the-msp/

SA News | 30 August 2023 Higher Education, Science and Innovation Minister, Dr Blade Nzimande, says the rethinking of stereotypes and norms, and reshaping of the relationships between women and men, is a step in the right path towards a gender-equal society. “Conventionally, issues about gender equality have often mainly been placed in the public arena by women. However, it is difficult to reform social structures towards equality without a broad social consensus and ownership between men and women,” Nzimande said on Tuesday. Nzimande emphasised that men and boys must become active and positive advocates for gender equality, to rectify the discrepancy in power relations. He said, with an increasing awareness of men and boys as a necessary part of the solution, there is an urgent need to chart a clear road ahead for their involvement as change agents for gender equality. Nzimande made the remarks during Transforming MENtalities Summit, aimed at engaging men and boys to address the root causes of violence against women. The Transforming MENtalities Summit is based on United Nations Educational, Scientific and Cultural Organisation’s (UNESCO) Transforming MENtalities initiative, launched in 2015 in Latin America and the Caribbean, to promote positive redefinitions of norms of masculinity and meaningful engagement of men and boys, alongside women and girls, in the global pursuit for gender equality. The initiative was later spread to a number of other countries. The objectives of Transforming MENtalities in South Africa are informed by UNESCO’s global initiative, which includes gathering context-nuanced and feminist evidence and building knowledge to inform gender-transformative policymaking; countering and uprooting harmful gender norms to promote positive and healthy alternatives with the support of role models; and strengthening the structures to engage men and boys as accountable allies for gender equality alongside women and people of diverse gender identities. As “Transforming 'MEN'talities” postulates, Nzimande said, a holistic approach is essential in facilitating women’s empowerment, and ultimately the realisation of the United Nations Sustainable Development Goals (SDGs) and the objective of leaving no one behind. Nzimande said, through engagement at the summit, the delegates have another opportunity to come up with sustained methods to engage and empower men and boys on existing societal norms of masculinities and challenge negative gender stereotypes and behaviours. The Minister emphasised that Transforming MENtalities is about transforming the way men and boys build relations with women and girls, the liberation of men and boys from anachronistic and dominant positionalities. “It is about men and boys unlearning reactionary habits and embracing emancipatory values, norms, roles and practices in the multiplicity of relationships they enjoy with women and girls. This relational perspective is important as it requires men and boys to an active part in co-creating new ways of relating to women and girls in private and public, domestic and professional, economic, social and political life. “It means constructive and respectful dialogue, willingness to be vulnerable and open to embracing a new pathway, an ability to listen, learn and unlearn in multiple relational settings with women and girls. MENtalities is therefore a campaign to establish the cocreational responsibilities of men and boys in the struggle for gender equality,” Nzimamde said. He also argued that the term MENtalities should not be an idealistic perspective of gender transformation that is, the notion that a “mere appeal to changing the mentality of men and boys will, by itself, liberate women from gender inequality and oppression”. “This would be naïve. It is for this reason that we cannot delink this campaign from the wider struggles aimed at transforming the structural relations of power that define and reproduce gender inequality in society and economy. “My view is that one can only provide a proper explanation of the roots of the psychosocial oppression of women and girls in the unequal distribution of economic and political power in society, and specifically, the capitalist economy – women are structurally located at the bottom of the economy – if measured by pay, investment income, land, fixed property,” the Minister said. "Unless we root out the structural inequalities of capitalist gender exploitation and oppression, we will not provide the material bases upon which gender power relations can be reset in society at large and provide a foundation for the psycho-social and cultural emancipation of women and by definition men and boys in society." He said the campaign to transforming the MENtalities of men and boys must also be fought in conjunction with the struggles to radically alter the structural position of women especially Black working-class women in the economy. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.sanews.gov.za/south-africa-world/minister-calls-rethinking-stereotypes-towards-gender-equal-society

Q | ABC Traders enters into an Enterprise Development Beneficiary contract that involves a Start-up Enterprise. Schedule 1 of the Amended General B-BBEE Codes of Good Practice defines a Start-up Enterprise as “a recently formed or incorporated Entity that has been in operation for less than 1 year. A start-up enterprise does not include any newly constituted enterprise which is merely a continuation of a pre-existing enterprise”. Does a Start-up business qualify as an Enterprise Development Beneficiary? A | An Enterprise Development Beneficiary must meet the definition of ‘entity’ as it appears in Schedule 1 of the Codes of Good Practice which: “means a legal entity or a natural or a juristic person conducting a business, trade or profession in the Republic of South Africa”. Therefore, ABC Traders can claim a Start-up Enterprise as an Enterprise Development Beneficiary, providing the objectives are clear and measurable when entering into an agreement. Enterprise & Supplier Development Services are available for Members to understand Beneficiary requirements.

Q | ABC Traders meets its Skills Development target of 5% Learnerships. At the time of its B-BBEE Verification, must 2.5% of the Learners be employed people and 2.5% unemployed, or can the target be split over both? A | ABC Traders can split the 5% target over employed and unemployed people in whichever way they see fit as per 2.1.2.1 of series 300 of the Codes of Good Practice. ABC Traders can achieve six points if: “2.1.2.1 Number of black people participating in Learnerships, Apprenticeships and internships as a percentage of total employees.” However, to claim Absorption, the Learners must not have had a long-term contract of employment. Skills Development Services are available for Members to understand the requirements for claiming Learnerships.