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Ntokozo Khumalo | 6 August 2025 The country’s latest unemployment rate is 32.9%, with most being youth. JOHANNESBURG - Some 702 listeners present at the People’s Dialogue have called for the revitalisation of skills development structures in the country to help tackle unemployment. The country’s latest unemployment rate is 32.9%, with most being youth. Assembly of the Unemployed coordinator, Princess Majola, said more funds were needed to address this crisis. "Why aren't they taking that R700 million and making sure that those retrenched teachers, those unemployed doctors, they get to be paid and then services are rendered? We are having 28 schools, I know, in Soweto that have been closed because they didn't meet a threshold of having adequate learners." A listener, Thembeka Hlongwane, added that there was a need for organisations that invest in skills development in communities. "When are we creating structures that will really create jobs for the community, not want everyone to be a lawyer, a doctor, because we need people to use their hands. It's all good and well to say, let the government give them money, but I don't think that will be a solution to the problem we have with unemployment." ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://www.ewn.co.za/2025/08/06/702-people-s-dialogue-calls-for-revitalisation-of-skills-development-structures-to-help-tackle-unemployment

LnT Desk | 7 August 2025 As South Africa celebrates Women’s Month with tributes to powerful trailblazers, entrepreneurs, and leaders, one story continues to be left out — that of the South African woman with disability who is still knocking on doors that remain closed. Every morning, 27-year-old Lungi Mkwani from Kagiso near Krugersdorp wakes up and applies for jobs. She has a qualification in Public Relations (N4) and call centre training, along with experience in business and office administration but she also lives with Osteogenesis Imperfecta (brittle bones), and that’s where the struggle begins. “Living with a disability as a woman in South Africa is challenging. Most of our cries are rarely heard,” said Mkwani. Despite volunteering at her local police station from 2022 to 2023, she was turned down for permanent employment. “They used my disability as an excuse not to employ me,” she said. “We’re always told, ‘We encourage persons with disabilities to apply,’ but the follow-through never happens.” “Most people with disabilities are only employed through organisations or short-term learnerships, often with age restrictions. The biggest challenge is that these opportunities only last 12 months and often exclude people older than 28, and not all buildings or facilities are accessible — some have stairs, others don’t accommodate people who are blind or deaf, or those with writing challenges,” she added. Lana Roy, Programme Lead of 360: Disability Inclusion at Afrika Tikkun, said women with disabilities are frequently disregarded due to both their gender and their disability. “There are few opportunities for advancement, and when they do get jobs, they are rarely given leadership-oriented positions. Access and safety at work are also major issues, particularly when it comes to using public restrooms, transportation, or being taken seriously in settings where men predominate,” she explained. “Women with disabilities are often more vulnerable to discrimination, exploitation, and even gender based violence, not because of their impairments, but because of how society is structured and responds to their impairments.” Roy leads Afrika Tikkun’s disability inclusion work, which supports over 1,200 children and youth with various disabilities across South Africa. “We don’t just support individuals, we work with their families and communities. Our programmes span from early childhood to vocational skills, job placements and advocacy.” But systemic change is still urgently needed. Roy says the problem also lies in how policy is applied. “From a policy side, there needs to be stronger enforcement of inclusive hiring practices, not just compliance on paper. Companies should stop seeing inclusion as a favour and start seeing it as a responsibility, creating spaces where women with disabilities don’t feel like outsiders. And in society, we need to challenge the harmful belief that disability equals incapability, that mind-set alone blocks a lot of potential,” she explained. Roy added that companies often offer learnerships to people with disabilities, primarily to gain BBBEE points. The voice of people with disabilities themselves is also often missing. “We often speak about them, not with them. We need to prioritise lived experiences and stop assuming we know what they need. Remember “Nothing for us, without us”. Their voices are often excluded, their needs overlooked, and in many cases, they are seen as either incapable or invisible,” Roy said. “This leaves them with fewer opportunities and less protection in both formal and informal workspaces.  We bring our ecosystem partners together to drive meaningful change in the communities that we work. Afrika Tikkun’s disability inclusion team works to ensure that children and youth with disabilities are fully included in the organisation’s cradle-to-career programmes. A team of administrators, social workers, therapists and nursing staff provide “a myriad of interventions” to help beneficiaries participate and engage more meaningfully. Young people with disabilities are included in support groups, health and fitness activities, dancing and acting sessions held on Saturdays. After-school offerings include learnerships, work experience, work placements, and specialised training in areas such as hospitality, farming, and vocational skills. “We run weekly support groups and various events throughout the year, the biggest being the Disability Pageant,” Roy said. Beyond direct support, Afrika Tikkun plays an active role in advocacy and thought leadership. “We work closely with the Department of Education and Gauteng Provincial Government. We have MOUs in place and are one of the few NPOs that work so closely with these departments to drive meaningful change for persons with disabilities,” Roy said. Next month, Afrika Tikkun will host the Valuable 500 Summit, bringing together corporates, government, and civil society to address leadership, representation and reporting of people with disabilities in the workplace. “It’s about job creation for people with disability especially young women who are ostracized even more in the workplace as men as they are seen as vulnerable and too emotional. We need to understand the real issues facing our youth with disability and need to come up with real, practical solutions to try and solve this problem especially with youth unemployment so high and even higher amongst people with disability.” ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://lifestyleandtech.co.za/news/article/2025-08-07/this-womens-month-one-story-may-still-go-untold-the-south-african-woman-with-disability-searching-for-work

Quan Dambuza | 7 August 2025 Deputy Minister Maggie Sotyu launches 60% women-owned, 4-star hotel in Limpopo backed by transformative funding during Women’s Month. In a landmark Women’s Month celebration, Deputy Minister of Tourism Maggie Sotyu officiated the launch of the Atrium Boutique Hotel, a proudly 100% black-owned and 60% women-owned luxury hotel in Polokwane, Limpopo. The project is hailed as a major stride toward inclusive economic transformation in South Africa’s tourism industry. “This is more than a hotel—it is a vision realised,” said Deputy Minister Sotyu. “The Atrium Boutique Hotel showcases the power of women-led businesses and the strength of blended funding models to unlock opportunity where it matters most.” The launch forms part of a broader effort to recognise, uplift, and invest in women-led enterprises, especially in industries like tourism that have the potential to create jobs, preserve culture, and build resilient local economies. The hotel is co-founded by Ms Lesetja Johanna Mukwevho and Mr Matodzi Joseph Mukwevho, underpinned by a blend of government and private funding. Here are 10 ways the Atrium Boutique Hotel is making an impact: 1. Women in the Lead 60% of the business is owned by Ms Lesetja Mukwevho, establishing her as a leading force in South African hospitality and a role model for young women entrepreneurs. 2. Powered by Transformative Tourism Finance With a total project cost of R31.3 million, the hotel received support from the Tourism Transformation Fund (R5 million grant), National Empowerment Fund (R10 million loan), SEDFA (R9.6 million loan), and owner equity (R6.6 million). 3. A Showcase of Blended Funding Models This public-private partnership shows how grant, debt, and equity instruments can effectively support black- and women-owned tourism enterprises. 4. High-Quality Infrastructure Delivered The hotel features: 26 luxury rooms 100-seater restaurant 100-seater conference venue 15-seater boardroom 10-seater bar 5. A Catalyst for Local Job Creation Already employing 56 permanent staff, the hotel contributes directly to reducing unemployment, particularly among women and youth. 6. Strategic Economic Development The project is integrated into Polokwane Municipality’s Integrated Development Plan (IDP) as a catalytic infrastructure investment supporting tourism growth. 7. Filling a Market Gap in Limpopo Targeting mid- to high-end travellers, the hotel responds to the limited supply of graded accommodation and conferencing space in the region. 8. A Model for Women’s Empowerment in Tourism Women are essential drivers of the tourism industry – not just as employees and entrepreneurs, but as cultural stewards and agents of change,” said Deputy Minister Sotyu in her speech 9. Fuelled by South Africa’s Tourism Transformation Agenda The project aligns with key policies like the National Development Plan (NDP) and the Tourism B-BBEE Sector Code, emphasising black and women ownership in the economy. 10. Inspiring a New Generation The hotel stands as a living example of what’s possible when policy, funding, and passion intersect, showing young South Africans — especially women — that tourism can be both a career and a legacy. Conclusion: Building Resilient Economies for All The launch of the Atrium Boutique Hotel reflects the 2025 Women’s Month theme: “Building Resilient Economies for All.” It affirms that investing in women-owned tourism ventures is not only a moral imperative but a strategic one. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://pondolandtimes.co.za/10-ways-the-atrium-boutique-hotel-is-advancing-womens-economic-empowerment-in-south-africas-tourism-sector/#google_vignette

Lizeka Tandwa | 6 August 2025 'We will never back imperialists to subvert our democracy, our sovereignty'. ANC secretary-general Fikile Mbalula has suggested that the party's GNU partners were the catalyst of the recently implemented punitive tariffs and threats of sanctions of ANC leaders by the US. Speaking at a media briefing on the outcomes of the party's national executive committee, Mbalula accused the DA of “political mischief”, claiming that the ANC had identified the DA as having campaigned against transformative policies of the country during its trips to the US.  The DA and the ANC have been at loggerheads over foreign policy. DA deputy minister Andrew Whitfield was fired by Ramaphosa after he travelled to the US while Pretoria was under continued attacks from the White House.  “You can't, for national interest, say undo BEE to appease the US because among others this is what the US wants of us, that we must do away with certain policies which for us in terms of transformation policy are not going to assist us,” he said.  Mbalula dared the US to impose sanctions on ANC leaders, saying such threats by US congressional members would not deter the ANC from pursuing its transformation agenda.  “Even if it means that we suffer through sanctions as leaders of the ANC, let it be. We will never back imperialists to subvert our democracy, to subvert our sovereignty... We will never forsake our country which we fought for.”  ANC to engage the SACP Mbalula said the ANC had resolved to engage its tripartite alliance partner, the SACP, to reverse its decision to contest elections. He said the SACP's decision had far-reaching consequences for the national democratic revolution.  “The ANC will act with maturity and fortitude, engaging our allies with humility but also with clarity ... However, we might have reached a stage where we are unable to [shift] the SACP from its decision to contest the elections and we believe that will weaken the NDR — and it is important that the SACP understands the implications of its decision,” he said.  Western Cape reconfigured  He announced that the NEC had resolved to disband its embattled Western Cape provincial executive committee. He said that the national subcommittees would be deployed to the province to reinforce political education, organisational discipline and strategic capacity. He said the party's working committee would oversee the process.  He said the KwaZulu-Natal and Gauteng provinces had recorded significant progress in rebuilding branches and restoring organisational coherence. He added that the NEC was satisfied with the advances made by the two provinces. The ANC disbanded the two provinces earlier this year after the election results which contributed to it falling below the 50% majority needed to govern the country.  Gauteng and KwaZulu-Natal are the most strategic provinces for the ANC, with more than 40% of its electoral base.  Mbalula announced that the party's midterm policy review, dubbed the national general council, would be held in December at the Nasrec Expo Centre and be attended by 1,600 delegates. He said the party would finalise the theme of the NGC and its strategic framework.  ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://www.sowetanlive.co.za/amp/news/2025-08-06-mbalula-blames-da-for-trumps-tariffs-and-us-threats-to-sanction-anc-leaders/

Gcwalisile Khanyile | 7 August 2025 The Fair Pay Bill, recently tabled in Parliament, has been described as setting the groundwork for creating a more equitable starting point for salary negotiations and career advancement by eliminating the consideration of past remuneration in hiring decisions, experts say. The Bill was tabled in Parliament as an amendment to the Employment Equity Act 55 of 1998 (EEA). It aims to transform recruitment and remuneration practices to promote fairness, transparency, and equal opportunity in the workplace.  However, there are concerns that a critical limitation remains in that the fair pay protections are still embedded within the Employment Equity Act’s unfair discrimination framework, which means that, unlike jurisdictions with standalone equal pay legislation, employees must still prove unfair discrimination to successfully claim equal pay violations, rather than having direct equal pay rights. Dr Louis Koen, senior lecturer and Moot Court coordinator at the University of Johannesburg’s Faculty of Law, said historically underpaid individuals, many of whom are black women or youths entering the labour market, will no longer be constrained by prior low earnings when applying for new positions. “The requirement for employers to disclose the remuneration or remuneration range when advertising a position or recruiting candidates would increase transparency and reduce opportunities for subjective or biased wage-setting. It could empower job applicants to negotiate from an informed position and also create greater parity among employees performing similar work. “The Bill, if passed, will provide employees with a better understanding of what other employees performing the same role can expect to pay. This may ease the burden of proving discrimination in pay,” Koen said. Compliance with the Fair Pay Bill is likely to be demanding, especially for small and medium-sized enterprises, which may not have formal job grading or remuneration systems in place, he said.  “These businesses will need to develop internal frameworks to determine and document remuneration ranges, train HR personnel to navigate the new restrictions on pay discussions, and adjust recruitment practices accordingly. One potential unintended consequence is that, to avoid scrutiny or legal risk, some employers may default to offering standardised mid-range pay within bands, thereby limiting flexibility in responding to market signals or recognising merit,” Koen said. He highlighted that several types of disputes may arise from the implementation of the Bill, where employees or applicants may allege that an employer failed to disclose an appropriate remuneration range or that the disclosed range was misleading. Others may claim that their past pay was improperly solicited or factored into a hiring decision, in contravention of Section 6B of the Bill. Professor Marius van Staden, associate professor at the Wits School of Law, said the Bill will significantly affect multinational tech and AI companies operating in South Africa through two key mechanisms.  “Firstly, the new Section 6A requires employers to disclose remuneration ranges when advertising positions and during recruitment, promotion, or transfer processes. This means companies with global pay scales will need to transparently communicate their South African compensation bands, potentially revealing disparities between local and international compensation levels. “Second, Section 6B prohibits employers from enquiring into candidates’ past remuneration information during recruitment. This prevents the common practice of using previous salaries to determine offers, which could be particularly challenging for companies accustomed to benchmarking against international compensation histories when relocating talent,” Van Staden said. He added that companies in the AI and technology sectors face unique challenges given the rapid evolution of roles and skillsets.  “The Bill’s amendment to the definition of ‘employment policy or practice’ now explicitly includes ‘determining the remuneration or remuneration range for a position’ during job classification and grading. “To ensure compliance with ‘equal pay for equal work’ or ‘work of equal value’ principles, companies should establish systematic job evaluation frameworks that focus on objective criteria such as required skills, qualifications, experience levels, and job responsibilities rather than subjective assessments. The Bill references the International Labour Organisation Convention No. 100 concerning Equal Remuneration, which emphasises work of equal value rather than just identical work,” Van Staden said. He stated that for emerging AI roles, companies should develop clear competency frameworks and regularly review job classifications as roles evolve, ensuring that remuneration ranges reflect genuine differences in skill requirements and responsibilities rather than historical biases or arbitrary distinctions. Several unintended consequences could impact the sector’s growth and innovation. The mandatory disclosure of remuneration ranges may reduce companies’ salary negotiation flexibility and could lead to wage inflation as employees benchmark against disclosed ranges. This might particularly affect start-ups and scale-ups that rely on flexible compensation structures, Van Staden said. He added that the prohibition on enquiring into past remuneration could make it more difficult for companies to assess appropriate compensation levels for candidates with unique or highly specialised AI skillsets, potentially leading to either over-compensation or difficulty attracting top talent. “Most significantly, the continued embedding of fair pay rights within the discrimination framework may create legal uncertainty and compliance costs that disproportionately burden smaller tech companies without extensive HR and legal resources. There’s also a risk that companies may become overly conservative in their hiring and promotion practices to avoid potential discrimination claims, which could slow innovation and talent development,” he said. How can digital law experts and legal advisors assist in ensuring compliance? Van Staden said digital law experts can assist with developing compliant recruitment processes that avoid prohibited enquiries into past remuneration whilst maintaining competitive hiring practices. This includes crafting job advertisements that include appropriate remuneration range disclosures and training hiring managers on permissible discussion topics. “Legal experts can also help design remuneration transparency policies that comply with the new Section 6A requirements whilst protecting legitimate business interests. Additionally, they can develop internal audit mechanisms to identify potential equal pay violations before they become discrimination claims. “Importantly, legal advisors can help companies understand that the fair pay provisions remain part of the unfair discrimination framework, meaning robust documentation of objective job evaluation and remuneration-setting processes will be essential for defending against discrimination claims,” Van Staden said. He added that while the transparency requirements align with trends in jurisdictions like California, New York, and the EU, South Africa’s approach of maintaining fair pay within the discrimination framework (EEA) is increasingly outdated. Van Staden noted that South Africa’s requirement to prove unfair discrimination for equal pay claims creates a higher burden of proof than in many developed jurisdictions, where equal pay violations can be established through statistical analysis without requiring proof of discriminatory intent. “The Bill’s prohibition on salary history enquiries does align with progressive practices, suggesting South Africa is adopting some best practices while maintaining a more conservative overall framework,” he said. Roger Solomons, spokesperson for Build One South Africa (BOSA), stated that mandatory disclosure will prevent lowballing, as employers will be required to provide a realistic and justifiable pay range, benchmark salaries to industry norms, and comply with non-discrimination provisions in the EEA.  If a company consistently posts abnormally low ranges, it opens itself to reputational risk, public scrutiny, and intervention by the Department of Employment and Labour. More importantly, job seekers will be empowered to walk away from exploitative offers, which they cannot do when pay is hidden, Solomons said.  “We believe the Fair Pay Bill will improve both economic fairness and efficiency. Job creation: When pay practices are fair and transparent, more people are likely to enter or remain in the formal workforce, improving labour market participation. Investment: Companies with fair labour practices are more attractive to international investors, particularly those with ESG (Environmental, Social, and Governance) benchmarks. “Competitiveness: Transparent pay policies lead to better talent matching, lower turnover, and stronger employee morale. Businesses that treat workers fairly tend to outperform those that don’t,” Solomons said.  ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://iol.co.za/news/south-africa/2025-08-07-understanding-the-fair-pay-bill-a-step-towards-salary-equity-in-south-africa/

The Preferential Procurement  element measures the way a Measured Entity procures goods and services from Suppliers. Another key point Indicator under the General Amended B-BBEE Codes of Good Practice is the spend on Suppliers that are at least 30% Black Women Owned based on the applicable B-BBEE Procurement Recognition Level. As per Schedule 1  of the General Amended B-BBEE Codes of Good Practice, 30% Black Women Owned is defined as:   An Entity in which:   (a)      Black Women hold at least 30% of the exercisable voting rights as determined under Code series 100; (b)     Black Women hold at least 30% of the economic interest as determined under Code series 100; and (c)      has earned all the points for Net Value under statement 100;   Enterprise & Supplier Development Services are available to assist Members with analysing their Supply Chain from a B-BBEE perspective.

Many organisations choose third party facilitators to distribute their Socio-Economic Development (SED) contributions , which B-BBEE Legislation allows for. However, organisations must note that, according to B-BBEE Legislation, the ultimate benefit needs to flow to the intended Black Beneficiaries.   The B-BBEE Commission’s SED Brochure , published in September 2019, addresses third-party facilitation of such contributions. Third party facilitators for SED contributions are usually Non-Profit Organisations (NPOs) or Public Benefit Organisations (PBOs), including Non-Profit Companies (NPCs).   NPOs, PBOs and NPCs are Specialised Enterprises for purposes of B-BBEE measurement. Their B-BBEE compliance is measured in terms of Statement 004 – otherwise known as a Specialised Scorecard.   Socio-Economic Development Services  are available to guide organisations in facilitating SED contributions in line with the requirements.

As per Schedule 1 of the Amended General B-BBEE Codes of Good Practice , 51% Black Owned and 51% Black Women Owned is defined as follows:   “51% Black Owned means an Entity in which:   (a)      Black people hold at least 51% of the exercisable voting rights as determined under Code series 100; (b)     black people hold at least 51% of the economic interest as determined under Code series 100; and (c)      has earned all the points for Net Value under statement 100;”   “51% Black Women Owned means an Entity in which:   (a)      Black women hold at least 51% of the exercisable voting rights as determined under Code series 100. (b)     Black women hold at least 51% of the economic interest as determined under Code series 100; and (c)      has earned all the points for Net Value under statement 100;”   Technical Compliance Services  are available to assist Members in understanding definitions under Schedule 1 of the Amended General B-BBEE Codes of Good Practice.

Bongo Ntshangase | 5 August 2025 The provincial government is rewriting the future, with women at the centre of progress. In a world where gender equality still lags in both the public and private sectors, the Gauteng provincial government is making deliberate strides to change this narrative. Its multipronged approach, spanning economic inclusion, education, health and procurement, signals an understanding that empowerment cannot be siloed. It must be systemic, consistent and measurable. One of the most notable shifts is around economic participation. More than 41,000 women in Gauteng accessed work opportunities through the Expanded Public Works Programme and 18,261 were employed through public employment programmes. These numbers are not abstract; they represent women who are now earning, contributing, and in some cases, leading. Significantly, 6,515 women on child support grants were linked to economic opportunities, signalling an important shift from welfare dependence to economic agency. Furthermore, 224 emerging black women-owned firms were empowered through contracting and subcontracting and 60 women-owned companies were registered in public procurement systems. These measures are crucial in tackling the systemic barriers women face in entering and thriving in the business sector. However, these numbers also expose critical gaps. Only 8.83% of the provincial government’s total procurement spend went to women-owned businesses, well below the 40% target. Even more concerning is the drop from 12% in the previous year. This is not just a statistical shortfall; it represents missed opportunities to reshape Gauteng’s economy in a way that is inclusive and just. If public procurement is one of the levers of transformation, then failing to meet these targets stifles progress at its root. The glaring shortfall in procurement spending must be addressed with urgency, transparency and accountability. A drop of R1.76bn in spending on women-owned businesses is not just a number; it’s a regression in the fight for gender equity in enterprise. While the provincial government continues to create enabling conditions, women in business must seize the opportunities presented by registering on supplier databases and strengthening their business capabilities to deliver the required products and services. This should not only be viewed as a way of helping the government meet its targets – it is also about unlocking the full economic potential of women for their advancement, their families and for the development of the Gauteng economy. Gauteng’s commitment to educating and upskilling women is also bearing fruit. A staggering 40,679 women participated in skills development programmes, with an additional 1,200 trained specifically on how to access the 40% public procurement allocation for women. In the 2024 National Senior Certificate exams, female candidates outperformed their male counterparts in all quintiles, an encouraging indicator of growing gender parity in academic achievement. Of the 73,997 female learners who wrote the exams, more than 39,000 achieved a bachelor’s pass. But more impressive still is the surge in girls succeeding in STEM (science, technology, engineering and maths) subjects: 18.05% scored above 60% in mathematics and 13.23% did so in physical science. These results debunk long-held myths about girls and science and they hint at a future where Gauteng’s women not only participate in the fourth Industrial Revolution but also lead it. Women’s empowerment also means control over their health and reproductive lives. Gauteng is pushing forward with targeted reproductive health interventions from increased access to intrauterine contraceptive devices (21,090 administered) to a maternal mortality rate in health facilities of just 10.3 per 100,000 live births, well below the national average. The mother-to-child HIV transmission rate now sits at 0.2%, a stunning victory in the fight against vertical transmission. A notable shift has also occurred in tackling teenage pregnancies. Deliveries among girls aged 10 to 14 decreased by 30%, and those among 15 to 19-year-olds dropped by more than 3,000 in just one year. These gains are due to real interventions like youth-friendly zones in clinics and robust reproductive health education, not just rhetoric.            While these achievements are commendable, to claim victory would be premature. We must also ask: Are these programmes sustainable? Are they monitored for long-term effects? Are women being moved into leadership, ownership and policy-making roles, or are they being locked into low-wage and short-term opportunities? The answer lies in what the province does next. Gauteng has laid the groundwork. Now it must deepen the roots of transformation. The task before the Gauteng provincial government is clear: move from progress to parity, which means doing more than counting women in programmes; it means making women count in every sphere of society. The Gauteng government remains committed to ensuring that August is not only about the celebration of women, but rather a commitment to rewriting the future with women at the centre of progress and building a better future for all. Ntshangase is a communicator in the office of the Gauteng premier ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://www.sowetanlive.co.za/opinion/2025-08-05-opinion-gauteng-must-move-from-progress-to-parity-on-gender-equality/

Lerato Mpembe | 4 August 2025 The Organisation Undoing Tax Abuse (Outa) has raised alarm over what it calls widespread mismanagement and corruption in South Africa’s Sector Education and Training Authorities (SETAs), claiming that billions in public funds meant for youth skills development are being wasted while unemployed young people remain neglected. In a detailed report released as a formal appeal to newly appointed Minister of Higher Education and Training, Buti Manamela, Outa pointed to “serious governance failures” within the SETA structure, with the Construction Education and Training Authority (CETA) identified as a key concern. The watchdog warned that unless immediate action is taken to clean up the R21 billion-a-year sector, the credibility of the country’s entire skills development framework may collapse. “The SETA model is failing. These institutions are bleeding public funds while the youth they should serve are left stranded,” said Outa CEO Wayne Duvenage.“We’re dealing with recycled leadership, dodgy tenders, and investigations that are hidden or ignored. That’s not oversight; that’s a cover-up.” Billions Mismanaged While Centres Decay The SETAs are funded through the Skills Development Levy, a compulsory payroll tax meant to drive training and upskilling across multiple industries. But Outa’s findings suggest that instead of empowering young South Africans with real skills, many SETAs are engaged in questionable procurement practices, wasteful expenditure, and retaliation against whistleblowers. Among the key examples cited is the Services SETA, where Outa questioned how over R1 billion was spent on skills development centres—many of which have reportedly been vandalised, stand incomplete, or are non-operational. Photographic evidence and site inspections revealed dilapidated buildings in several provinces, raising concerns about infrastructure planning, delivery, and oversight. In the case of INSETA (Insurance Sector Education and Training Authority), Outa criticised an R18 million contract awarded to clean up historical learner records. The contract was flagged because of alleged links between the awarded company and former board members, suggesting possible conflicts of interest. CETA at the Centre of Forensic Reports and Retaliation Outa’s strongest focus was on CETA, where two forensic reports uncovered damning evidence:• A 2019 report by Gobodo Forensic and Investigative Accounting, commissioned by the Department of Higher Education and Training (DHET), highlighted irregular tender procedures and victimisation of staff who raised concerns.• A second report by Duja Consulting, commissioned in 2020 for R18.9 million, found procurement irregularities in all 24 contracts it assessed. The report recommended disciplinary steps against officials and raised serious red flags—but the findings were never made public. Despite being handed to then-Minister Blade Nzimande in 2021, the Duja report remains buried. Outa reviewed two legal opinions related to this report and criticised the lack of transparency, calling it an “insult to accountability.” “When R18.9 million is spent on a forensic investigation and the report ends up buried, that’s not negligence, it’s contempt for the public,” said Rudie Heyneke, Outa’s Senior Project Manager. Outa also revealed that one whistleblower who initially exposed procurement issues within CETA was cleared and reinstated—only to face renewed disciplinary action, which the organisation believes is retaliatory. Outa Requests Urgent Action and Oversight Outa has written to Minister Buti Manamela requesting a formal meeting and immediate intervention. The Department of Higher Education and Training, through its spokesperson Mandla Tshabalala, confirmed receipt of the request, saying: “It has only been a few days since the appointment of Minister Buti Manamela, so we do not have all the information at the moment. We are still to gather reports from the SETAs.” Outa intends to table its full dossier—including the Duja draft report, audit summaries, and internal correspondence—to Parliament’s Portfolio Committee on Higher Education and Training, calling for a comprehensive investigation and urgent reform. A System in Crisis: Call for Reform The SETA system, once envisioned as a bridge between education and employment, is under increasing scrutiny. Beyond CETA, Outa also found irregularities at the MICT SETA (Media, Information and Communication Technologies), including over-priced tenders, abandoned training centres, and service providers allegedly linked to board members or executives. “We’re calling for a frank conversation with Minister Manamela,” said Duvenage.“It’s time for a reset. The sector desperately needs transparent leadership, independent boards, and the political will to act on evidence that’s already been paid for.” Outa Raised: • R21 billion in SETA funds being distributed yearly without proper oversight.• Forensic reports ignored or kept confidential despite damning findings.• Whistleblower victimisation continuing despite legal protections.• Abandoned or non-functional training centres, despite high budgets.• Tender processes lacking transparency, with alleged political or personal ties. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://centralnews.co.za/outa-r21-billion-in-skills-funding-misused-while-youth-are-left-stranded/

Jan Vermeulen | 4 August 2025 Dimension Data co-founders and former executives Jeremy Ord, Grant Bodley, Saki Missaikos, Steven Nathan, and Doc Watson say the allegations against them of fraud and BEE fronting are false and defamatory. “These allegations form part of a sustained and sinister campaign launched by Nippon Telegraph and Telephone Corporation (NTT), the Japanese parent company that acquired Dimension Data in 2010,” the executives said. According to the executives, the campaign against them is to conceal a BEE fronting scheme NTT conceived and implemented in order to exit South Africa. The executives said it also deflects attention from NTT’s responsibility for the poor performance of its African business. “NTT’s also aims to excuse this conduct by promoting a malicious falsehood that this was attributable to our corporate malfeasance. Nothing could be further from the truth,” they said. “We are confident that we will expose the falsity of these allegations in the court cases instituted against us.” However, according to the executives, NTT and its advisors have seen fit to seek to advance their case outside of court. This is to damage their good names and reputations, to drum up support for their prosecution. “We have therefore decided to set the record straight,” they said. Doc Watson and Jeremy Ord co-founded Dimension Data with others in South Africa in the 1980s. They each dedicated more than 35 years of their lives to the business. Saki Missaikos joined in the 1990s after Dimension Data acquired Internet Solutions. In the early 2000s, Grant Bodley joined as an account manager and worked his way through the ranks to become the CEO of the African business. Watson, Bodley, Missaikos, and Ord spent effectively all their working lives at the company. In 2018, Steven Nathan was appointed by the NTT Group as an independent consultant. “Over our hundreds of years of combined service, we have enjoyed an unblemished and sterling track record until NTT launched a coordinated campaign designed to denigrate our good names and reputations,” the executives said. They said this campaign had numerous objectives, including attempting to undo NTT’s BEE transaction that it had conceived and implemented in contemplation of selling the business to the executives. The executives also allege that NTT wanted to claw back amounts they had earned over years of service and attribute its own malfeasance to them. “This is unsurprising as NTT has been implicated in corruption and dishonesty, including the 1990s ‘recruit scandal’, the 2010 bribery probe, and the 2021 government entertaining scandal,” they said. Allegations and procedural ambush According to the executives, NTT instituted legal proceedings against them and denied them access to the documents and emails on the Dimension Data servers, which reveal that the claims against them are baseless. “Rather than launching traditional court proceedings in which we would have been entitled to access to documents and a chance to give evidence and interrogate witnesses, NTT adopted a legal strategy designed specifically to conceal the truth and avoid a fair trial,” they said. “We have been granted leave to appeal against the judgment of the court which decided that the serious allegations of dishonesty could be decided almost entirely on the basis of selected papers NTT chose to disclose.” The executives said that evidence that has subsequently come to light further corroborates their version. “By granting us leave to appeal to the Supreme Court of Appeal, the court recognised that there are sound, rational and reasonable prospects of another court coming to a different conclusion,” they said. “We look forward to the day that NTT’s representatives present themselves to testify, including Messrs Jun Sawada, Tsunehisa Okuno, Aki Hattori, David Sherriffs, Ismail Moola, Barry Curtin, Larry Levin, Hideaki Ozaki and Abhijit Dubey.” According to the executives, it was significant that the two most senior officials of NTT Holdings, Sawada and Okuno, who were central figures in the management buyout (MBO) discussions, did not depose to affidavits. “They evidently elected not to corroborate any allegations made by NTT against us,” they said. “Notably, NTT’s false allegation that the MBO was terminated in 2019 is not corroborated by the people within NTT who would have been best placed to do so, nor in fact by documents they themselves disclosed.” MBO negotiations From January 2019 to April 2021, Ord and Nathan engaged in formal discussions to acquire NTT’s African operations in a management buyout. They said this was at NTT’s instance and request. “NTT decided not to make any reference to the MBO discussions in its founding affidavit in the court proceedings,” the executives said. “When their attempts to mislead the court were laid bare, NTT further misled the court in asserting that those discussions had ended earlier than was factually the case, to bolster their false version presented to the court.” From the start of those negotiations, NTT knew that a management consortium had a potential future interest in the Campus, which was an asset specifically identified as one being sold to the MBO Consortium. “To be very clear, NTT was negotiating the MBO specifically with Steven and Jeremy — on behalf of members of management Jeremy would, in time, identify —  to sell the Campus, amongst the MBO assets, to the MBO Consortium,” they said. “Jeremy personally invited Sonja de Bruyn to be a member of the MBO Consortium and disclosed documents confirm this.” They allege that Identity Partners remains in possession of about R5 million that was misappropriated from the Fund in 2022, when De Bruyn operated a bank account in its name and after she conceded that she had no authority to represent the Fund. “De Bruyn’s statements in the media, including that she was ‘misled and taken advantage of’, are false,” they said. “Her loaded statement that ‘white privileged or powerful men’ abused the BEE structure for our own benefit, is not only false, but also defamatory and designed to distract from De Bruyn’s role in the scheme.” According to the executives, De Bruyn was involved in proposing and then implementing an NTT BEE front despite their best efforts to prevent that outcome. BEE Fronting Accusations “Contrary to the claims against us, it was NTT and its advisors, not us, who developed and implemented a BEE fronting ‘warehousing’ scheme through the use of a vendor-funded private equity vehicle,” the executives said. “The allegations against us are based on a fundamental misunderstanding of the BEE rules that applied in this case.” The executives said that the identity of the transaction’s funders — the limited partners — is entirely irrelevant under those rules, and for good reason. “The rules aim to give black fund managers privileged access to capital from all sources,” they said. “Transformation in this sector could not occur if the investors in the fund vehicles had to be previously disadvantaged.” They said the truth was that NTT put profit before transformation, when around May 2019, they rejected proposals to effect meaningful transformation through the transfer of equity in the business to previously disadvantaged employees and partners. “NTT preferred a scheme that relied predominantly on a sale and rent back proposal Identity had proposed and that had been described by the reputable firms of attorneys employed by NTT, as a ‘warehousing scheme,’” they said.  Vendor loan scheme Ord, Bodley, Missaikos, Nathan, and Watson said that some of them who were involved at the time did their best to ensure that the BEE transaction was legitimate. “We had every interest in doing so as we were buying the business from NTT, and it made commercial sense to have an enduring transaction and legitimate BEE structure in place when we took over,” they said. “NTT, together with Identity Partners, structured a secret vendor loan with terms so restrictive that the BEE Fund and any investor in the fund had no meaningful economic interest in the Campus property, undermining the legitimacy of the empowerment transaction.” They said the fund’s investor was lied to about the terms of the vendor loan, and when it found out about this in September 2022, it filed a complaint with the BEE Commission. “The BEE Commission now says that this matter needs to be investigated which we fully support,” the executives said. “We are confident that the BEE Commission will find that it was NTT that abused empowerment and was the architect of a fronting scheme.” Allegations of misleading regulators and clients One reason NTT postponed the MBO discussions was that, around the time of the Campus transaction, they lowered the “enterprise value” of the South African business, the executives alleged. This was to increase the BEE points they would gain from selling the Campus. However, they did not wish to use that lower valuation in the context of selling us the business. “NTT wanted a low valuation of the business for BEE purposes and a higher valuation in the sale to us,” the executives alleged. “NTT publicly declared the ratification of the Campus transaction — which is critical to their BEE score — in January 2022 and relied on this ratification in their BEE verification.” Had a trial been held, the executives said they are confident former Dimension Data CEO Werner Kapp would have confirmed that the transaction had indeed been ratified, consistent with his statements to clients and the media. “Significantly, NTT relied on the Campus transaction for its BEE rating from November 2019 to September 2022 and then did an about-face,” the executives said. “They reversed their position under the pretext that their affirmation and recognition of the transaction was no more than ‘crisis management.’” According to the executives, these were lies and impacted the entire South African consumer market. Every firm that relied on NTT’s BEE certificates for their own verification, in tenders, or other transactions, was compromised. “It has now emerged that the unfounded premise of NTT’s version (crisis management) is not only false but untenable,” the executives said. “The truth is that NTT themselves say that they found out that the transaction was voidable in May 2021.” However, NTT itself disclosed documents showing they had been considering ratifying the transaction since early November 2021. “They announced that they had ratified the transaction in January 2022 and they also relied on the ratification until September 2022,” the executives said. “There was no crisis and no excuse for lying to their customers, the public and regulators.” Evidently, NTT investigated, realised that the transaction had taken place at market value and was in the best interests of the group and their clients. “In the context of the failed MBO and our agreement to unwind their participation as a result, the sensible thing to do was to ratify the transaction and proceed with our exit,” the executives said. “Instead, NTT persists in misrepresenting the BEE rules and advances the false contention that our indirect participation in the limited partner in the Fund — which was irrelevant to the BEE rating — somehow subverted BEE.” The executives said it was also important to note that once the MBO had failed, they all left the company. “When contacted by NTT’s then lawyers, HSF, regarding our participation, we tendered the Campus back to NTT with zero gain for us,” they said. “We had no need for or interest in the Campus without the business.” Valuation of The Campus The executives also said there was no merit to the allegation or any evidence that the Campus was sold for less than market value. “NTT seek to mislead by presenting a book value of R1.6 billion. That value was universally acknowledged as inflated even before a sale of the Campus was proposed,” they said. “The facts are that the Campus was sold to the highest bidder, it had to be sold within 3 months of the decision to sell, and that the price was within the range of independent valuations obtained for the property.” NTT was also advised by Standard Bank, Webber Wentzel, Eversheds, property consultants, property valuators and others, the executives said. “Documents show that NTT personnel, including David Sherriffs, Barry Curtin, Ismail Moola, Aki Hattori, and others, conducted a detailed and lengthy, independent evaluation of the price.” This evaluation of the property and the entire transaction was conducted before it was approved by management in South Africa and Japan. Call for transparency “The real BEE fronting scheme was developed and implemented by NTT and Identity Partners, with the vendor loan serving as a mechanism to retain economic control, while superficially appearing compliant,” the executives alleged. “In 2019, we were ready to leave NTT, and we stayed on for the sole purpose of pursuing the MBO and rebuilding the business, which NTT did not want, as the African-owned IT icon it had once been.” After two years of negotiating the MBO, in 2021, the executives terminated discussions and left the company. “The unequivocal fact is that there were ongoing discussions about an MBO until the discussions were terminated in 2021,” they said. “Through the MBO, we sought to genuinely achieve meaningful and sustainable broad-based empowerment, as we had done previously. We remain confident that the courts will vindicate our position.” The executives said that Martin Epstein, a property consultant engaged to assist in managing the Campus, has similarly been unfairly targeted. They said Epstein is part of a fictitious narrative constructed by NTT to deflect from its own dishonesty. “Epstein has recently deposed to an affidavit in support of his application to also appeal against the judgment which made damning findings against him,” they said. “Unfortunately, his affidavit contains a number of materially wrong allegations, certain of which we intend to correct, as we cannot allow them to be placed before the court unanswered.” ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://mybroadband.co.za/news/business/605194-former-dimension-data-founders-and-executives-accused-of-fraud-hit-back.html

Yershen Pillay | 3 August 2025 Imagine a South Africa where the sun powers communities, waste fuels industries and rural youth become green tech pioneers. That future is within reach, if we act now. As the world grapples with rising climate risks, deepening inequality and economic fragility, the question is no longer whether we must go green, but how fast, how far and how inclusively we can do it. For South Africa, a country with one of the highest youth unemployment rates in the world and a pressing need for economic transformation, green entrepreneurship presents an unprecedented opportunity. It’s time to stop treating sustainability as an afterthought. We must centre it in our economic planning not only as a moral obligation, but as a strategic advantage. Done right, green entrepreneurship can create industries, unlock innovation and restore ecosystems. It can uplift and empower rural and poor communities. And perhaps most importantly, it can give our youth a future worth believing in. Why Green? Let us begin with the fundamentals. Why go green? First, it’s cleaner. Climate change is not a distant threat. It is already here, disrupting agriculture, displacing communities and damaging infrastructure. A green economy curbs emissions, reduces pollution and protects biodiversity. Second, it’s cheaper in the long run. Renewable energy, for example, has become more cost-effective than fossil fuels in many parts of the world. Green technologies are increasingly modular, scalable and economically viable. Third and most importantly, it is sustainable. Green models align long-term economic growth with environmental stewardship, creating resilience rather than extraction. Green entrepreneurship is about building a more humane and sustainable society. It’s about finding that sweet spot where innovation, inclusion and impact converge. In short, green is the new gold. Our Natural Advantage South Africa is not starting from zero. We are blessed with abundant sunlight, strong mineral reserves, rich biodiversity and a dynamic, youthful population hungry for opportunity. We also have growing pockets of innovation and entrepreneurship from agri-tech hubs to clean energy startups that are quietly but steadily rewriting the script. South Africa has a unique opportunity to lead in the green hydrogen economy. With 70% of the world’s platinum reserves a key component in hydrogen fuel cells, South Africa could manufacture electrolyser and fuel-cell components locally. Initiatives like the Sasol–Green Hydrogen National Programme and CHIETA’s Green Hydrogen Skills Centre are already laying the groundwork for a future-ready hydrogen economy. We could establish modular production units, support hydrogen-powered logistics solutions such as forklifts, and develop containerized hydrogen hubs. The market is already forming; we must act quickly to own it. Green ammonia presents another bold opportunity particularly in fertiliser production, where decarbonisation is urgently needed. With the right investment, South Africa could pioneer ammonia-based solutions for both agriculture and green shipping fuels. Imagine small-scale ammonia plants serving farming cooperatives bringing industrial solutions to rural economies. Circularity, Construction, and Clean Chemistry Green plastics are another critical frontier. Traditional plastics, derived from fossil fuels, are polluting our oceans and choking landfills. The world is crying out for circular, biodegradable alternatives and we can meet that demand. We must support green plastics incubation programmes that partner with sugar mills, breweries, and food producers to convert waste into sustainable polymers. We can create hubs for 3D filament production and foster circular design thinking in product development. This is a global export opportunity waiting to be unlocked. In the building and construction sector, eco-brick manufacturing and energy-efficient home retrofitting offer a dual solution addressing the housing crisis while reducing carbon emissions. South Africa has the capacity to train artisans in green building techniques and insulation materials derived from recycled waste. This is job creation that is both practical and green. Our chemical industry, too, is poised for transition. We must accelerate the move away from fossil-based inputs toward biofuels, biodegradable plastics, green solvent and eco-friendly industrial cleaners. These are not futuristic ideas, they are tangible opportunities, and the market appetite is growing. Water, Agriculture, and the Green Workforce Innovation doesn’t stop with materials and machinery. Water, one of our most threatened resources, offers a powerful area for entrepreneurial disruption. Technologies like metal-organic frameworks (MOFs), pioneered by scientists like Professor Omar Yaghi, enable the harvesting of clean water from the air even in arid regions. Supporting “waterpreneurs” throughstartup funding and cooperatives could revolutionise water access in drought-prone areas. In agriculture, the potential is equally massive. Green agriculture from organic and regenerative farming to hydroponics and aquaponics, is already the fastest-growing subsector in African agribusiness. Add smart sensors, AI and data-driven planting techniques, and you have the makings of a digital green food economy. Our youth must be the architects of this transformation. But to truly unlock green entrepreneurship, we must build the green workforce. This requires investment in training programmes for solar technicians, biogas specialists eco-plumbers and green artisans. We must integrate green career guidance into schools and TVET colleges and develop digital platforms that connect green-certified professionals with market demand. Funding the Future Of course, entrepreneurship requires more than good ideas, it requires resources. The Chemical Industries Education and Training Authority (CHIETA), in recognition of this need, has allocated R40 million toward entrepreneurship development, with a focus on green startups. This is an important step but it must be scaled, replicated, and embedded across the ecosystem. We need dedicated grant windows for green SMMEs, especially youth- and women-led ventures. We must create green incubation hubs in rural areas, aligned to local value chains. We must incentivise public-private partnerships that offer skills development, market access, and compliance support. Big picture thinking alone won’t change lives. We need boots-on-the-ground implementation, backed by funding, training, and political will. From Green Shoots to Green Systems The opportunity is clear. So is the urgency. South Africa doesn’t need to choose between growth and sustainability. With green entrepreneurship, we can drive both. We can re-industrialise our economy, build climate resilience and create dignified livelihoods – all at the same time. This is not about wishful thinking. It’s about bold planning, smart policy, and entrepreneurial energy. If we invest now in ideas, in infrastructure, and in people, we can turn green from a buzzword into a backbone of our economy. Because green isn’t just good. Green is gold. Let’s mine it sustainably, inclusively and boldly. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://insideeducation.co.za/green-is-the-new-gold/