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.

Thank you for attending the session we hope to see you again soon. for upcoming events follow this link https://www.bee.co.za/training

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

Waseem Carrim | 27 June 2023 We call on the youth to explore the many opportunities that are available for us to create sustainable economic growth for all South Africans, says the writer. Throughout history, every generation has encountered a watershed moment that would define their legacy. In South Africa the youth has often been at the forefront of such moments and the triumphs of past generations of young people continue to echo through time. The youth of 1976 faced their watershed when they confronted the murderous apartheid regime and tragically, many young people paid the ultimate price in the fight for democracy and freedom. This year marks the 47th anniversary of the June 16, 1976 student uprising in Soweto and the actions of young people on that cold winter’s day have helped to shape our democracy and our freedom. Following the advent of democracy in 1994, the new democratic government declared June 16 as National Youth Day and June as the Youth Month. As we approach the end of Youth Month many people might well ponder whether democracy has benefited the youth of South Africa. It is indeed a fair and valid question, which cannot be answered in a simple way, yet there are a number of absolutes. The majority of the youth of 1976 lived in fear and were routinely harassed and brutalised. The youth of today live in a democracy which upholds the rights of all and opens doors to a better tomorrow. The youth of today live in a country which abounds with opportunities, which can be unlocked through dedication, hard work and collaboration of all sectors of society. Since 1994, successive administrations have worked to ensure that young people have the tools and opportunities to change their lived realities, through policy and active inclusion of youth in the mainstream economy. The 2023 Youth Month has focused on opportunities for young people in the private sector, public sector, academia and civil society across the spectrum, including: entrepreneurship, skills development and youth service opportunities. As government, we are working to accelerate youth development programmes, and we have created opportunities for young people to gain the necessary work experience by granting access to internship programmes. The Presidential Youth Employment Intervention creates new pathways into employment for our young people by ensuring that the youth gain the right skills to enable them to not only locate their desired opportunities, but for them to also be self-starters and create their desired opportunities. As the National Youth Development Agency (NYDA) tasked with ensuring the inclusion of young people in all forms for employment, have also opened employment opportunities through the Expanded Public Works Programmes, Community Works Programme and the Harambee Youth Employment Accelerator. The Tshepo One Million Programme targets a million young people with skills training, job placement and entrepreneurship development, while our Youth Employment Service aims to create more than one million paid internships for mainly young black South Africans. The opportunities presented to young people are also anchored on activism which enable young people to be activists which through the National Youth Service contribute to the upliftment of their communities. The SAYouth.mobi network also offers access to learning and work opportunities for young unemployed South Africans. It helps youth to connect to work through a range of services and work readiness training opportunities. Government has also put measures in place to create a favourable and supportive environment for youth to become successful entrepreneurs. The NYDA Grant Programme provides young entrepreneurs with an opportunity to access both financial and non-financial business development support to enable them to establish or grow their businesses. We call on the youth to explore the many opportunities that are available for us to create sustainable economic growth for all South Africans. Together, let us awaken the spirit of 1976 where young people were actively involved in defining their future and the country they wanted. It is through the collective efforts of all socio-economic stakeholders, that we will indeed reach the ideal state of economic emancipation for all. Let us awaken the spirit of patriotism and volunteerism in our youth. Together we can ensure that the democratic gains we have made since 1994 are sustained and further developed, especially as we look ahead to 30 Years of Freedom. * Waseem Carrim is the Chief Executive Officer of the National Youth Development Agency ** The views expressed in this article are not those of Independent Media. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/news/politics/opinion/an-enabling-environment-for-youth-economic-emancipation-requires-the-involvement-of-all-d300eb7f-d237-4a48-a3bf-a6d47d89227c

Darren Parker | 27 June 2023 The demands of digitalisation, electrification, autonomous vehicles, sustainability and changing consumer preferences have given rise to a host of new occupations within the automotive sector, Isuzu Motors South Africa president and automotive executive oversight committee skills development workstream chairperson Billy Tom has said. “The automotive industry must take deliberate steps to cultivate a culture that values and encourages the pursuit of technical expertise. By doing so, we can secure a pool of skilled individuals who will drive our industry forward even in the face of challenges,” he said on June 26. He was one of many industry leaders who spoke at a thought leadership roundtable discussion event hosted by naamsa | The Automotive Business Council, in partnership with financial institution Old Mutual, in Johannesburg. The event was the second instalment in a four-part series of thought leadership roundtable discussions focussed on the industry’s four key strategic areas for the 2023 calendar year. Discussions revolved around the theme of ‘transformation beyond compliance’ and how all key stakeholders within the automotive sector of South Africa needed to push the transformation agenda, which had become a licence to trade for the automotive industry in the country. In the realm of digitalisation, Tom revealed that there was increased demand for software engineers, data analysts and cybersecurity professionals, who were responsible for developing and maintaining the complex systems that enabled autonomous driving. Occupations such as autonomous vehicle engineers, simulation specialists and safety analysts have also emerged as key in the rapidly evolving field. “These individuals play a crucial role in developing and maintaining advanced digital technologies that power connected vehicles, smart factories and data-driven decision-making processes,” he explained. Additionally, expertise in virtual and augmented reality, machine learning and artificial intelligence were becoming increasingly valuable for automotive companies, he said. The shift towards electrification has also given rise to specialised occupations, in electric powertrain systems, betting technology and charging infrastructure. Workers with these skills are essential for the design, development and maintenance of electric vehicles (EVs) in the associated components. Moreover, occupations such as EV technicians and battery engineers have emerged to meet the growing demand for expertise in this field. Tom noted that sustainability had also become a more pressing concern for the automotive industry, leading to increased demand for workers with expertise in sustainable manufacturing practices, environmental engineering and renewable energy. “These individuals contribute to the development and implementation of eco-friendly processes and technologies that reduce the industry's carbon footprint. Additionally, skills in green logistics and supply chain management are increasingly valued as companies strive for sustainability throughout the entire value chain,” he said. In terms of changing consumer preferences, Tom said skills in user experience design, digital marketing and data analytics were increasingly essential for providing a personalised and connected experience for consumers. “As the demand for connected vehicles, technologies and smart mobility solutions grows, professionals in these areas play a pivotal role in shaping the future of the automotive industry,” he said. He added that the successful implementation of skills development initiatives in the automotive industry would require a comprehensive and strategic approach. “Through assessment analysis, we can identify industry demands, emerging technologies and global trends that shape the future of the work. By collaborating with relevant stakeholders, including government bodies, industry associations and educational institutions, we can ensure that our efforts align with market needs and drive industrial growth and development,” Tom said. He noted that the defining of priority skills was crucial to properly focus the industry’s resources and efforts collectively. “By identifying priority technical skills through consultation with industry experts, employers, trade unions, we can validate their relevance and ensure that our workforce is equipped with the right competency to meet industry demands,” Tom said. The general consensus among participants in the roundtable discussions was that enhancing curriculum and training programmes were crucial for equipping learners with the necessary knowledge and skills in the automotive industry. Additionally, regular reviews and updates will allow the industry to align technical education and training curricula with priority skills. By incorporating emerging technologies, industry best practices and real-world applications, it will become possible to prepare learners for the changing employment landscape within the automotive sector. “This may include the establishment of training programmes, partnerships with educational institutions, apprenticeship schemes and continuous learning opportunities,” naamsa transformation executive Tshetlhe Litheko agreed. Tom said integrated work and learning apprenticeship programmes with on-the-job training opportunities would further enhance industry readiness and the development of critical skills. The importance of strengthening the capacity of educators to deliver high-quality technical education and training was also emphasised. Tom noted that, by providing professional development programmes and resources, as well as fostering partnerships between educational institutions and industry professionals, continuous learning and knowledge sharing within the industry could be facilitated. Moreover, improving access and equity in technical education and training would play a vital role in creating a diverse and inclusive workforce. “By ensuring that opportunities are accessible to all individuals, regardless of background or circumstances, we can foster inclusivity and promote a workforce that represents a wide range of perspectives and experiences,” he said. The event programme also focused on the value of financial inclusion and financial education for previously disadvantaged individuals within the automotive industry. Discussions were also held around challenges faced by the poor in accessing mobility and transportation services, including limited public transportation options, inadequate infrastructure in under-served areas and the high cost of owning and maintaining vehicles. Additionally, the support of localised manufacturing capability among small- to medium-sized enterprises (SMEs) was also noted as an area that had to be addressed to ensure meaningful transformation within the industry. Old Mutual SME director Nobesuthu Ndlovu said “… one of the key enablers of localisation and promoting black manufacturers in the automotive industry is access to finance. As part of collaborative initiatives, large businesses play a critical role in enabling access to finance, including financial education.” TransUnion Africa CEO Lee Naik highlighted the need for more programmes that provided accessible financing options, community-driven transportation services and innovative partnerships between the public and private sectors. “It is important to understand the challenges faced by South Africans in accessing mobility and transportation services. Let us dig deeper into financial inclusiveness, innovative financing models such as the two-pot retirement savings annuities system and the significance of public-private partnerships to create viable solutions,” he said. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.engineeringnews.co.za/article/host-of-new-occupations-in-automotive-sector-demands-skills-2023-06-27

Gloria Motsoere | 25 June 2023 The utility said before 2022, it had a Level 8 rating, but the now improved status puts Eskom in good standing with the empowerment’s commission and sets the tone for prospective Eskom suppliers. JOHANNESBURG - Eskom has retained its Level 4 Broad-Based Black Economic Empowerment (B-BBEE) status for the second consecutive year. The status is given to businesses complying with Black Economic Empowerment. The utility said before 2022, it had a Level 8 rating, which is the base level of compliance. It said the improved status puts Eskom in good standing with the empowerment’s commission and sets the tone for prospective Eskom suppliers. “Eskom will ensure that the necessary standards are upheld to retain the B-BBEE Level 4 accreditation. "In this regard, the organisation will also drive the implementation of the transformation strategy and the enhancement of the supplier development, localisation, and industrialisation," said interim spokesperson Daphne Mokwena. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://ewn.co.za/0001/01/01/eskom-retains-level-4-b-bbee-status-second-year-in-a-row

Comfort Makhanya | 26 June 2023 Through the programme, women are equipped with practical business skills that provide them with the necessary know-how to advance their informal businesses to SMME status. PricewaterhouseCoopers (PwC) joined forces with the Business Skills for South Africa (BSSA) foundation to bring PwC’s Faranani Rural Women Training initiative to life in 2006. To date, 4104 women across all nine provinces excluding the Northern Cape have graduated from the programme. On June 14, another 195 women graduated from the Initiative at PwC’s Waterfall offices in Midrand. Through the programme, women are equipped with practical business skills that provide them with the necessary know-how to advance their informal businesses to SMME status. One of the graduates, Nthatisi Makotoko, believes part of creating a successful business is ensuring it can evolve. Makotoko started a marketing company in 2009, but it was not long after that she was faced with struggles due to routine load-shedding. After finding a solution for her business, she decided to expand her company’s service offering to supply backup power solutions for homes and small businesses— an idea that took off well in 2017. The need for backup power solutions has only intensified in recent years, which recently led Matlhoko to look for ways to grow her business more sustainably. “A good friend recommended PwC’s Faranani Rural Women Training Initiative,” said Matlhoko. “It was a tremendous experience for me as I now look at the future of my business differently and am more focused on planning for the future.” PwC annually contributes R2.4m to BSSA, of which R1.2m is spent on Faranani. The name ‘Faranani’, means working together or teamwork and through the programme, women are able to do this in a way that fosters meaningful connections. “Completing the course was one of the most beneficial things I could have done for my business this year. I learned how to implement proper structures within it, and perform certain operations properly,” added Matlhoko. “The business has a good foundation, but now I am better equipped to run things properly, do future projections, and know when to reinvest in the operation.” PwC SA CEO, and Faranani Initiative national director, Shirley Machaba said they continue to see more women benefiting from the initiative. “What is encouraging about this year’s cohort of graduating businesswomen is that they are venturing into more diverse industries. This is a positive move as the demands of our industry are constantly evolving,” said Machaba. “We are proud to share that more than 70% of women who have completed this programme have increased profitability in their businesses.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://midrandreporter.co.za/322090/195-businesswomen-graduate-from-pwcs-faranani-rural-women-training-initiative/

Sa Government | 23 June 2023 Transformation in the country continues to disappoint – Commission for Employment Equity. The Commission for Employment Equity (CEE) Report continues to show a bleak and slow picture of transformation in the country the media was told in Johannesburg on Thursday. Tabea Kabinde, Chairperson of the CEE, was launching the 23rd CEE Report and handing it to the Minister of Employment and Labour at an event also attended by entities of the Department of Employment and Labour. “The report shows that top management is still occupied by whites at 62.9 per cent followed by Africans at 16.9 per cent. This is despite the fact that Africans constitute 80 per cent of the national economically active population (NEAP), followed by Coloureds at 9.3 per cent, Whites at 8 per cent and lastly, Indians at 2.7 per cent,” said Kabinde. Another factor that shows incongruence is the issue of numbers in terms of professionally qualified by population group where Africans are at 48.4per cent, followed by whites at 30 per cent, Coloureds at 9.9 per cent, Indians at 9.3 per cent and foreign nationals at 2.4 per cent. “We are disappointed and angry because of the injustices that prevail as shown by the painfully slow pace of transformation in the workplace. I am embarrassed that after so many years of bringing about social justice, we are still far from achieving our employment equity targets. In accepting the 23rd CEE Report, Minister Thulas Nxesi, said he was disappointed that the pace of transformation nothing to boast about. “Self-regulation of employment equity targets has not moved the needle to expedite change in the workplace. I am perturbed by the way some politicians have maliciously racialized the whole concept of employment equity to divide the population. I also want to dispel false claims that South Africa stands to lose thousands of jobs from Coloureds and Indians as they get dismissed to make way for employers to achieve targets. The law will not allow that to happen. These scare tactics and bizarre claims by politicians should be seen for what they are,” Minister said. For more information, contact: Teboho Thejane Departmental Spokesperson Cell: 082 697 0694 E-mail: Teboho.thejane@labour.gov.za ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.gov.za/speeches/transformation-country-continues-disappoint-%E2%80%93-commission-employment-equity-23-jun-2023-0000

Ntando Thukwana | 23 June 2023 Investment holding company Sithega says the deal supports its vision of providing end-to-end financial solutions to the broader South African market. Staff interest will increase to 25% and BEE partner’s to 36%. Financial management and investment company Prescient has entered into a BEE deal that will boost the company’s black ownership to 69%. It announced on Thursday that it is increasing the interests of both its staff and its strategic BEE partner Sithega. The deal, the value of which has not been disclosed, will see Stellar Capital Partners sell its stake in Prescient. Stellar bought a stake in the company following Prescient’s delisting from the JSE in 2017, and the following year diluted its investment from 49% to 19.4% while facilitating a staff and BEE deal. It held the balance of its interest in Prescient via a preference share in the Prescient Empowerment Trust. As part of the latest transaction, Prescient’s staff economic interest will increase to 25% and Sithega’s to 36%, the company said. ‘Meaningful participation’ With its staff now owning a quarter of the business, the company has achieved part of its vision to see meaningful employee participation, said Willem Venter, CEO of Prescient Holdings, which boasts R1 trillion in assets under administration. The company said the Prescient Staff Share Scheme will now take up 7.8% of Stellar’s remaining 19.4% interest, while Sithega takes up 11.6%. Sithega is a black-owned and black-run investment holding company whose core operations are focused on asset management, life insurance and short-term insurance. It was established in 2018 and is led by managing director Thabo Dloti. Dloti also sits on the boards of Prescient Holdings and Prescient Investment Management. Commenting on the deal, Dloti said the opportunity to increase Sithega’s holding in Prescient is the foundational building block of the company’s vision to provide end-to-end financial solutions to the broader South African market. “Sithega and Prescient have a shared belief in the crucial role employees play in delivering on this vision, and thus it’s only fitting that they have ownership in a business they are helping to build,” he said. Peter van Zyl, CEO of Stellar Capital Partners (also a previously listed company) said the company is proud to be a partner in the transaction. “We remain committed to building on our relationship with Prescient and the journey we started in 2017,” he said. Stellar is primarily focused on investing in unlisted assets. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.moneyweb.co.za/news/companies-and-deals/prescient-in-deal-to-boost-black-ownership/