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Reitumetse Makwea | 29 June 2023 'We cannot accelerate youth economic emancipation for a sustainable future without capital, or even support.' With Youth Month coming to an end, youth entrepreneurship is a solution to unemployment and to create economic activity in their communities. However, young people in SA say without capital and financial support, small black-owned business do not survive. Youth unemployment Rising youth unemployment rates are a critical issue that South Africa is now dealing with, youth entrepreneurial activity in the country is also low, according to South African Youth Economic Council’s Sthandiwe Msomi. Addressing the Broad-Based Black Economic Empowerment (B-BBEE) Commission webinar, Msomi said this was reflected in the latest Global Entrepreneurship Monitor report, which shows that youth constitute only 0.9% of South Africa’s total early-stage entrepreneurial activity rate of 8.9%. “About 60.5% of youth aged 15 to 24 years old live in low-income households,” she said. “For youth aged 25 to 34, the percentage of those living in low-income households was 44%. This has an impact on the propensity to start a scalable business. “Lack of access to markets and finance continue to stifle participation of young entrepreneurs.” Pretoria business owner Prince Sebape said government failed to support businesses and ideas initiated by the youth. “We are always told that given the state of the economy, it is important that young people look for other options outside of getting formal employment,” he said. “But when we do, we do not get the support we need. We cannot accelerate youth economic emancipation for a sustainable future without capital, or even support.” Sebape said apart from the financial assistance, the other challenge for young people trying to set up their own businesses was creating a network of potential customers and credibility. Skills shortage He also said despite many initiatives to give people skills and “try to empower” young people, “they do not give people skills that they can use for the businesses”. Msomi said enhancing enterprise and supplier development (ESD) for young entrepreneurs was important in ensuring entrepreneurial activity increased. Meanwhile, B-BBEE commissioner Peter Koape said since 2017, the commission, through the annual national status and trends on B-BBEE, noticed measured entities implement between 50% to 60% of the ESD funds. He also said at the same time small- and medium-sized businesses continued to raise concerns over the limited access to funding. “The aim of the research was to measure how ESD funds can be implemented in promoting the development and growth of black owned enterprises,” he added. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.citizen.co.za/news/govt-failing-support-ideas-initiated-by-youth/

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Lungile Mashele | 28 June 2023 There is no denying the symbiotic, perhaps parasitic nature of organisations and the communities in which they operate. What has been recognised is the importance of greater awareness of an institution’s surroundings, stakeholder engagement, and social and labour plans. Most organisations have created awareness alongside municipalities by providing solutions to the vast needs contained in integrated development plans. At the start of the Renewable Energy Independent Power Producer Procurement Programme (REIPPPP) 30% of the scoring was allocated to economic development (ED) elements and 70% for price. These elements include job creation, local content, ownership, management control, preferential procurement, enterprise development and socioeconomic development​. Supplier development was recently added. The REIPPPP was structured so that ​a minimum of almost ​​1​% of revenue was allocated to ED initiatives within a 50km radius of the project site. Over the years​ most organisations easily surpassed this target, spending ​even 3​% ​or more ​of revenue. It was agreed that implementation of these ED elements was not only necessary, but successful. On May 16, government​’s​​ inability to resolve the challenges arising from the Preferential Procurement Policy Framework Act (PPPFA), and it being nullified by the courts, led to the effective​ scrap​ping​ of ED requirements for the procurement of 513MW of battery energy storage at substations. By reducing the ED element of the bid to 10%, which is neither obligatory nor a qualifying criterion, government has done away with the requirement for local content, ownership and job creation. This means ​a foreign​ entity can come into ​the ​SA market​ with its own equipment, labour and materials and ​own, ​supply​, install and operate​ ​the country’s ​battery energy storage infrastructure​. Until the regulations are changed this will also affect future REIPPPP bid windows, which promise at least 15,000MW of new capacity in a super bid window. Th​e current ED scoring structure as contained in the battery energy storage system programme does not bode well for the communities where future projects will be taking place. These new geographic locations include Mpumalanga and KwaZulu-Natal, which are already fraught with socioeconomic tension and increased project sponsor dependency. With the stalling of the REIPPPP largely due to a lack of grid capacity, ​the ​private ​offtake market​ ​is ​eclipsing ​the ​REIPPPP with an estimated pipeline of 5,000MW-​9,000MW of mostly renewable energy projects, to be located all over the country in urban and peri-urban areas. There will be increased focus on these projects not only by the sponsors but by local government and ​communit​ies​. The question ​then ​becomes​: ​with the increased need for energy, a nonexistent social compact, increased inequality and energy projects sprawling into urban areas​, ​how will this new private and public capacity address unemployment, increase local content, local value chains and ownership, ensure black management control and preferential procurement, enterprise development and meaningful socioeconomic development? Add to that the scramble for grid access — a national asset that should, by definition, serve the public good — and the question of the ED contribution of all renewable energy projects (public or private) becomes even more pertinent. How does government get the private sector, which is not bound by PPPFA, to plough back into the communities they operate in so that project development is mutually beneficial and not disruptive and extractive​? How does SA leverage the almost 24,000MW of planned new capacity for industrial growth, local manufacturing, new enterprises and local ownership, and therefore recirculation within the SA fiscus? This is the critical moment where the​ just ​portion of the energy transition needs to be at the forefront​,​ otherwise we risk a social catastrophe. There have already been reports of REIPPPP projects being targeted by the “construction mafia”, yet government is encouraging enormous build programmes without offering any social cushioning to developers or communities. Unchanged, the path the renewable energy sector is on in SA is doomed to make costly mistakes and continue to aggravate communities and local value chains that are desperately looking to survive in their home grounds. Now is the time for the difficult and intentional work towards achieving a just transition. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.businesslive.co.za/bd/opinion/2023-06-28-lungile-mashele-just-energy-transition-hobbled-by-government-inaction/

Ayn Brown | 28 June 2023 As was evident during a recent panel discussion I was part of regarding scarce skills in the banking and finance industry at the EmpowaYouth Summit, getting a job, even an entry-level job, in a bank, is not easy, says the writer. The only thing more alarming than South Africa’s 32.9% unemployment rate (the highest in the world) is that our youth unemployment rate is much higher, at 46.5%. This is despite the efforts made by the government, NGOs and the private sector to address the youth unemployment crisis through a multitude of upskilling, training and job creation initiatives. On the other hand, many employers struggle to fill positions due to a shortage of critical skills. The issue is not straightforward, and neither is the solution. The problem starts at school. Are our children being taught what they need to survive, let alone thrive, in the real world? What about many of the diplomas and degrees offered at a tertiary level? How many new graduates can walk into a job and apply what they have learnt? Very few. This is a systemic issue – curricula need to be transformed so that more learners acquire relevant skills that prepare them for employment in today’s world. For example, as a young, fast-growing digital bank we have very specific needs when we’re hiring new talent, but the same can be said for banks generally – digital transformation is a continuous process of evolution across sectors. Increasingly there is a need for data scientists, engineers, data analysts, cybersecurity specialists, among others. These are all roles that are rooted in maths and science, but as we know, the levels of maths and science literacy in South Africa are extremely low. Technology is changing all the time and digital banking is all about being agile, adaptable and innovative. Besides strong technical skills, we need people who are adept at managing change and who can learn skills on the go. We look for problem-solvers who can think on their feet. The so-called ‘soft skills’ are also important. Being a call centre agent, for example, requires patience and empathy. Through no fault of their own, there are not too many candidates who fit the bill. As was evident during a recent panel discussion I was part of regarding scarce skills in the banking and finance industry at the EmpowaYouth Summit, getting a job, even an entry-level job, in a bank, is not easy. Regardless, there are several things that young people can do to impress potential employers and they don’t cost money. If you have never worked before, job shadowing is a good way to gain exposure to the workplace. Working for free may sound crazy, but volunteering to work in an area that interests you is a good way of gaining experience that can eventually open doors. Even if you are not earning money, you are demonstrating a willingness to learn, to start at the bottom. Importantly, it is a good way of catching the attention of a potential employer. Some employers may even pay a stipend or assist with travel costs. Self-improvement is critical. There are plenty of free online short courses that can make you more well-rounded, regardless of your level of education. In fact, upskilling after tertiary education is a must in these rapidly changing times and it is something we pay attention to when looking at CVs. Find out more about the industry you want to work in, take the free courses and acquire as much practical knowledge as you can. Think about what you need to do to make yourself more attractive to employers who see dozens of people just like you. Getting the basics right, like ensuring you arrive for your interview on time, is key, as is taking the time to understand the organisation where you want to apply for a job – it is incredible how many people we interview who know very little about TymeBank. There is no doubt that our youth need all the help they can get to acquire the skills that are sought after in today’s environment. The government and the private sector obviously have a responsibility to continue creating job opportunities for our young people. And our educational institutions need to equip them with the technical and vocational skills to enhance their employment prospects. But the key is never to wait for someone else to find these opportunities for you – you need to hustle every day to get your foot in the door. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/business-report/careers/49-million-young-people-are-unemployed-addressing-the-skills-mismatch-could-help-b1d26aed-2ebe-422e-ad4e-96ce7836c9a7

Staff Writer | 28 June 2023 The Department of Employment and Labour and Trade Union Solidarity have signed a major “settlement agreement” over the country’s employment equity laws that will provide some boundaries and certainty for anxious businesses in South Africa. The agreement stems from a mediation process that started after Solidarity had filed a complaint with the International Labour Organisation (ILO) against the government for the rigid application of affirmative action in South Africa. Solidarity has been critical of the government’s moves around employment equity and has challenged the department and national government several times in court over the laws, particularly the ever-narrowing conditions under which businesses must operate. The latest changes to the Employment Equity Act (EEA) were signed into law by President Cyril Ramaphosa in April, which empowered the employment minister to set specific racial targets for 18 sectors in the country across four different skill levels – including top management. Under the new laws, designated employers – all businesses that employ more than 50 people – have five years to ensure their workforces represent racial and gender demographics on a provincial or national level. Solidarity referred a dispute to the International Labour Organisation (ILO) regarding the Act, and the ILO recommended that the Commission for Conciliation, Mediation and Arbitration (CCMA) should facilitate the dispute. Through arbitration and dialogue, the two parties reached and signed an agreement on the laws. The Agreement: According to Solidarity, the agreement solidifies and underlines two major points in relation to employment equity: No one’s employment may be terminated in any way as a result of companies’ racial programmes; and Race may not be used as the sole criterion for employment and promotions. “This agreement means the end of using race as the sole criterion for employment and promotion. It also removes the sword of retrenchment that has been hanging over the head of minorities, and it means that companies would no longer be forced to make appointments that do not meet their specific skills needs. “The agreement will now be gazetted as part of the 2023 Employment Equity regulations, and the parties have agreed that it may be made a court order. Companies will therefore be obliged to implement it,” Solidarity said. According to the labour department, the agreement is in line with the Constitution and the new Employment Equity Amendment Act and standing BEE laws. This, it said, should go toward “demystify(ing) and discredit(ing) the negative perceptions” around the laws – including the sector EE target regulations published for public comment. In addition to the broad points outlined by Solidarity, the agreement also lists the specific conditions that employers can use as reasons for not complying with the laws. The criteria that must be taken into account when applying employment equity include: Inherent requirements of the job The pool of suitably qualified persons The qualifications, skills, experience and the capacity to acquire, within a reasonable timeframe, the ability to do the job The rate of turnover and natural attrition in the workplace Recruitment and promotional trends within a workplace Justifiable and reasonable grounds for not complying with the targets include: Insufficient recruitment opportunities Insufficient promotion opportunities Insufficient target individuals from designated groups with the relevant skills, qualifications and experience CCMA awards or court orders Transfer of business Mergers / Acquisitions Impact on business economic circumstances The settlement also affirms a guarantee from the government that no penalties will be applied to employers and businesses that have a valid reason not to comply – while also stating clearly that no business will be forced in any way to dismiss workers based on race in trying to achieve the targets. “The EEA and other labour laws do not require employers to dismiss or terminate employment of any employees irrespective of their race, to make space for the implementation of EE Amendments and sector EE targets, including Affirmative Action in their workplace,” the department said. “What matters most is that it (the EEA) should lead to real change; more responsible behaviour from companies; and more thoughtful EE planning and implementation. EE and Affirmative Action seeks to ensure the maximum participation of every citizen in the economy of the country, which is inclusive of the African, Coloured, Indian and White population groups.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://businesstech.co.za/news/government/699807/government-signs-major-bee-settlement-this-is-what-it-says/

Yesh Surjoodeen | 28 June 2023 Across South Africa, an important narrative is being written as the nation commemorates Youth Month, with digital transformation, innovative technology, and the relentless pursuit of solutions to youth unemployment at the core. It presents a vision of how the technology sector, education system, and industry stakeholders can collaborate to advance digital literacy, opening doors for the younger generation towards gainful employment and enhanced social mobility. South Africa’s youth, vibrant and eager to make their mark, represent more than 35% of the population. Yet, they are confronted with a staggering unemployment rate, which stands at 63,9% for those aged 15-24, and 42,1% for those aged 25-34. Alongside this pressing issue, an equally significant challenge emerges – the digital divide. In 2018, the National Education Infrastructure Management System (NEIMS) found that only 4675 out of 23,471 schools had internet connectivity for teaching and learning, and more recent reports indicate that only 22% of households have a computer, while only 10% have an internet connection nationwide. The technological revolution, which has swept across sectors globally, positions the local tech industry as a potential game-changer in this context. The potential lies not only in the creation of tech-related jobs but also in the sector’s ability to influence education, foster digital literacy, and inspire a new generation of digital natives. Collaboration is the key to unlocking the youth’s potential To reach this potential, meaningful initiatives must be put in place, leveraging technology for improved access to education and skill development. The initiatives by tech giant HP serve as an illustrative example. HP LIFE, a global training programme, offers free, accessible IT and business skills training courses in multiple languages. Available online and offline, the programme equips individuals across the world, including South Africa, with skills for the future. Additionally, the Digital Equity Accelerator, an initiative of the Aspen Institute in collaboration with HP, invests in organisations that fast-track digital inclusion, thereby advancing social and economic equality. Moreover, the Innovation and Digital Education Academy (HP IDEA) programme, rolled out in partnership with the Umlambo Foundation in local South African schools, is another step towards enhancing the digital capabilities of educators. This initiative, expected to enroll 30 000 teachers by 2023, brings innovation to the classrooms, potentially benefiting hundreds of thousands of students. To further celebrate the significance of Youth Month, HP South Africa recently partnered with the National Youth Development Agency (NYDA) to empower a future ready generation through digital skills. This programme will impact 20 000 youth over the next three years. The integration of technology in the education sector, as evidenced by the Cambridge Partnership for Education’s EdTech Fellowship with HP, further highlights the potential of innovative partnerships. The seven-month programme focuses on enhancing digital transformations in education systems across Sub-Saharan Africa, thereby addressing challenges from connectivity and device availability to digital content creation and digital skills development. Beyond providing resources and platforms, there’s a critical need for the tech sector to tap into the wellspring of agility and creativity within the younger generation. By creating opportunities for their ideas to flourish and manifest into tangible outcomes, the tech sector can drive innovation from within. Working toward tangible solutions to bridge the digital divide However, the path towards alleviating youth unemployment and promoting digital literacy in South Africa is a multi-pronged endeavour. It requires sustained investment in digital infrastructure, ongoing initiatives for skills development, and inclusive policies that bridge the digital divide. Government policies and regulations need to be conducive to the proliferation of digital infrastructure and access to quality education. Simultaneously, educational institutions must adapt their curricula to integrate digital literacy and other skills required for the modern job market. Moreover, the tech industry should continue to foster a culture of innovation and entrepreneurship. Creating avenues for start-ups and supporting incubation centres can be effective ways to stimulate job creation, innovation, and economic growth. Beyond simply creating job opportunities, there is a need to match job skills with market demands. Current trends in Artificial Intelligence, machine learning, big data, and cybersecurity suggest a range of job roles that will dominate the future. Consequently, re-skilling and up-skilling initiatives targeted at the youth can help align their skills with these emerging trends. There is also a pressing need for mentorship and guidance. The tech industry, full of experienced professionals and success stories, is a rich source for mentors who can guide the youth on their career paths, helping them navigate the challenges and seize the opportunities in the tech sector. Youth Month is a compelling platform to reassess the country’s strategic approach towards development. The urgent need for digital literacy and its potential in addressing youth unemployment is evident and the role of the technology sector is pivotal in fostering an environment conducive to learning, innovation, and job creation. It is important to remember that the tech industry does not operate in a vacuum, and its efforts should be part of a larger, multi-stakeholder collaboration. By leveraging technology as a catalyst, it is possible to empower the youth, promote social mobility, and contribute to the nation’s socioeconomic prosperity. This is the compelling narrative that should define the country’s future, catalysing change in South Africa and setting a powerful precedent for the rest of the world. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://it-online.co.za/2023/06/28/technology-key-for-youth-empowerment/

Staff Writer | 27 June 2023 Mafias are hijacking construction sites across South Africa, costing the economy billions. Speaking at the Big Five Africa Construction Summit in Midrand on Tuesday (27 June), public works minister Sihle Zikwalala said that construction mafias had been a nightmare for construction companies that want to finish projects. He said the government is in the process of drafting policies and legislation to tackle the syndicates while hundreds of cases are being investigated. Zikalala said that according to pre-pandemic data, backlogs and hindrances on construction sites as a result of mafias cost the economy more than R68 billion across 186 projects. Issues surrounding construction mafias have been highlighted on multiple occasions by the minister. In April earlier this year, speaking to the media on progress made on large-scale infrastructure projects, Zikalala said that his department had to meet with the Economic Sabotage Unit to work in conjunction with the police to deal with economic crimes and the rising phenomenon of the construction mafia. Alan Fuchs, the spokesperson for the Democratic Alliance in Gauteng, said that mafias use intimidation to extort a percentage of a company’s contract. Speaking to ENCA, he said that criminal organisations have undoubtedly played a significant role in damaging the construction industry. Fuchs said that through a misinterpretation of the law, the mafias believe that they are entitled to 30% of the contract that was obtained through a tendering process. The Preferential Procurement Regulations state that any project valued over R50 million should allocate 30% of its funds to “local input.” The spokesperson said this requirement has been misunderstood by construction companies, who believe it obliges hiring individuals from the project’s immediate community. Kganki Matabane, the CEO of the Black Business Council, said there is a lack of political will to deal with the issue, which has now spiralled out of control. The CEO said that it is also having a damaging effect on foreign investors and their interests in South Africa. He said that investors are asking themselves if the level of lawlessness is something that can be dealt with and whether it would affect their investment. He added that the government had left it very late and is too soft on criminals. Matabane called for firm action to be taken decisively. A recent case of public projects being stalled by mafias was seen in the City of Cape Town on 13 June when across the city, projects worth R58.7 million were halted due to threats, murder and ‘mafia-style” extortionists. Rob Quintas, the city’s mayoral committee member for urban mobility, said that Cape Town and its contractors are being held ransom, ultimately having negative effects on service delivery. “We naturally have targets for our capital expenditure, and it is disappointing to be forcibly prevented from meeting those targets, but we do not negotiate with extortionists, and there is simply no rand value for human life,” Quintas said. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://businesstech.co.za/news/business-opinion/699277/south-africas-r68-billion-mafia-nightmare/

The below image extracted from the 23rd Annual Commission of Employment Equity Report illustrates the Provincial EAP by Population and Gender. It is important to note that Section 42 of the Employment Equity Act requires designated employers to take into account the demographics of both the National and Provincial EAP when conducting the analysis of their workforce (section 19) and when they develop the EE numerical targets and goals in their EE Plans (section 20). Human Capital Services are available to assist members with their Employment Equity Strategies.

Media Update | 27 June 2023 Practical skills and proven expertise are expected of job seekers, says Philisa Mvunyiswa, recruitment consultant at Altron Karabina. Here, Mvunyiswa considers how graduates can bridge the gap between experience and employment: The gap between completing education and finding a job can be a chasm. From college to career, there has always been a period where graduates find it hard to get into the jobs they've trained for because companies demand experience that they do not have but need. This 'chicken and egg' situation can feel nearly impossible for those entering the job market. This is a challenge echoed in a recent Nelson Mandela Foundation conversation that asked how companies and individuals can overcome the youth unemployment gap of 63.9%. Young people want to work. They want and need the opportunity to flex their fledgling skill sets and gain professional traction. Organisations need skills. According to the World Economic Forum (WEF), more talent must be required to fill the gaps and keep the business on the right track. The WEF believes that the solution lies in investing in workers and allowing people to gain skills, reskill and upskill. In short — breaking the barrier between education and employment is as simple and as complicated as providing young people with the opportunity to get practical experience. And the responsibility for this lies firmly in the hands of the private sector. Companies must invest in programmes and opportunities that create a clear and direct route to long-term employment that empowers the youth. There has to be a dramatic shift away from the narrative of 'not experienced enough' towards 'this is how to get the experience'. Internships, graduate programmes and apprenticeships offer a solid track for many, but they are usually reserved for those who have achieved the best results and the highest marks. This only widens the gap for those whose skills don't lie in high percentages. This introduces the need to provide young people with opportunities that give them practical experience within a professional environment. It will allow them to gain crucial skills around working with others in real situations that ask them to flex their skills and grow as individuals. This highlights another area that needs work — soft skills. Many graduates don't have any experience working with other people and managing multiple personality types, deadlines and high-pressure working environments. When they get a job, they often fall at the first social hurdle as they don't have the soft skills of collaboration, personal interaction and relationship-building. Practical engagement for the youth must include the tools they need to build and maintain relationships to navigate the personal and political complexities of the average office and customer. If companies can abseil into the chasm and hold the space for graduates, they will benefit immensely in the long term. The youth they bring into the business will be trained within that environment to gain an innate understanding of how the business works and the culture it upholds. It also significantly impacts the communities within which the youth live, the economy, and society as a whole. Plus, this is key — investing in young job seekers and providing them with employment opportunities ensures business and societal sustainability. The older generation is easing out of the workplace, leaving giant gaps that must be filled, so if companies invest in subsequent generations, especially through mentorships, they will retain the knowledge while ensuring sustainable growth. That said, while companies have a critical role in opening the space for the youth, young people need to build on their skill sets by investing in themselves and creating their opportunities. It's been obvious for a very long time that a university degree isn't enough, so young people need to: get part-time jobs do volunteer work, and find novel ways of enhancing their skill sets This is so their CVS and skills look enticing to future employers. While there is no clear-cut way to build the bridge and remove the gap between education and employment, it is clear that finding a path is critical to the success of the company and the country. The private sector needs to build programmes, open up mentorships and create success pathways, as these will benefit everyone in the long term. For more information, visit www.altronkarabina.com. You can also follow Altron Karabina on Facebook or on Twitter. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.mediaupdate.co.za/publicity/154172/mind-the-gap-building-a-bridge-over-the-chasm-between-education-and-employment

The below image extracted from the 23rd Annual Commission of Employment Equity Report illustrates the National EAP by Population and Gender as well as that the White population group accounts for 62.9% of Top Management, while their EAP is 8%. The Indian population group, representation is at 11.2% with an EAP of 2.7% at this level. In contrast, the African population group, whose EAP is 80% accounts for only 16.9% and the Coloured population whose EAP is 9.3% accounts for 6.1% at this occupational level. Top Management shows a disproportionate representation of the various population groups whereas, representation of Foreign Nationals stands at 3.0% at this level Human Capital Services are available to assist members with their Employment Equity Strategies.

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Kamogelo Moichela | 25 June 2023 The Chemical Industries Education and Training Authority (CHIETA) signs a R40 million collaborative agreement with the National Youth Development Agency (NYDA) to train more youth as artisans. Johannesburg - The Chemical Industries Education and Training Authority (CHIETA) has signed a R40 million collaborative agreement with the National Youth Development Agency (NYDA) to establish a “Youth in Chemicals” programme to train young artisans. Under the agreement, the NYDA has invested R10 million while CHIETA has committed R30 million to train the youth as artisans and entrepreneurs of the future. The two organisations aim to support 2 000 artisans to become entrepreneurs over the next two years. The programme is expected to start in October. CHIETA CEO, Yershen Pillay, said the new programme was a fusion of artisanship and entrepreneurship and stated that it was designed to train young artisans to be employers of youth and not simply employees. “We don’t want to train artisans to be job seekers, we want to train artisans to be job creators. Our ‘Youth in Chemicals’ programme will train the youth to be welders and boiler makers while at the same time providing essential entrepreneurial skills to start their own small businesses,” Pillay said. CHIETA said the combination of artisan training with entrepreneurship training is anticipated to lead to more jobs being created for the youth in the country. According to the NYDA CEO Waseem Carrim, the Development Agency was committed to address the plight of youth through more programmes designed for job creation and enterprise development. “This innovative programme between the NYDA and CHIETA, to combine artisan development with small business development, will certainly close the skills gap and create more jobs for the youth, by the youth,” he said. CHIETA said the organisations in the chemical industries will be able to apply for discretionary grants to train more coded welders, refractory masons, electricians, and boiler makers. This includes an entrepreneurial skills training element to ensure that these artisans are adequately equipped to start their businesses. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/education/chieta-and-nyda-pledges-r40-million-to-train-more-youth-as-artisans-d71c776c-7883-4307-8f66-cd6dba489443