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SA Government | 9 May 2023 Employment and Labour Minister, T.W Nxesi delivers “a budget to alleviate and preserve jobs” In the face of a cost-of-living crisis Employment and Labour Minister, T.W Nxesi delivered the Department’s Budget Vote which he said will be anchored by a focus on job creation and preservation; strengthening social dialogue for inclusive growth; health and safety; and promoting equity in the workplaces. “Two massive milestones – in the form of the Compensation for Occupational Injuries and Diseases (COID) Act and Employment Equity (EE) amendments - received presidential assent in April this year, fittingly just ahead of May – Workers’ Month,” he said. Nxesi said the Department, in order to contribute to the alleviation of unemployment, the Unemployment Insurance Fund’s (UIF’s) Labour Activation Programme (LAP) will continue to fund projects to maintain and create employment. The Minister said the UIF was currently reviewing its funding model to further increase support for job creation. “The UIF will continue to pursue the objectives of the R5-billion partnership with the Industrial Development Corporation in creating and retaining jobs. The fund supports start- ups and existing businesses,” Nxesi said. He said the Temporary Employer Employee Relief Scheme (TERS), administered through the Council for Conciliation, Mediation and Arbitration (CCMA), will continue to provide support to distressed companies that seek to retain their employees. According to Nxesi a target of 240,000 people will be recruited in the Employability Enhancement Programme which is designed to integrate unemployed people back into the labour market and this will be done by the end of the Medium Term Strategic Framework. He further announced that the Business Turnaround and Recovery programme, implemented through Productivity South Africa (Productivity SA), enhances the productive capacity and operational efficiency of enterprises in order to preserve jobs and minimise retrenchments. In pursuing its projects Productivity SA aims to support 37 250 Enterprises, place 1 250 students/youth, and contribute a total of 113 000 jobs over the fiver-year period. Nxesi said in the 2023-2024 financial year the Department’s plan to introduce a number of new youth employment projects nationally will begin in June. “We are now beginning to see the positive results of the Productivity SA Turnaround Strategies and UIF Labour Activation Programmes. A total of 186 companies facing economic distress were supported and these interventions resulted in nearly 16 000 jobs being retained,” he said. In oiling the wheels of the labour market, the Department will launch the upgraded Employment Services System of South Africa (ESSA), an online job matching platform - to make it easier for work seekers to access employment opportunities. The Minister said the Department’s entity, the Supported Employment Enterprises (SEE) as part of its legislative mandate will increase employment of people with disabilities at its factories from the current 940 to 1250 during the current year. The Department will also provide subsidies to nine organisations that will provide work opportunities to 1 041 workers with disabilities, he said. He also revealed that the Department in partnership with the Presidency and the Government Technical Advisory Centre (GTAC), will continue to support the development of the Pathway Management Network - bringing together multiple online networks of training and employment opportunities - also providing support to unemployed youth through the establishment of an Innovation Fund and support to a National Youth Service. On the policy front he said the draft National Labour Migration Policy (NLMP) and the amended Employment Services unveiled in February 2022 have been revised and were process of engagement at NEDLAC. He said the draft National Employment Policy (NEP) was guided by key policy interventions which are being shared during the consultations with various Departments before it was presented at the Economic Cluster and Cabinet. Commenting on the National Minimum Wage (NMW) he said the policy instrument has already benefited about six million workers. He further told the House that the Occupational Health and Safety (OHS) Amendment Bill was due for completion by September 2023 for engagement with Nedlac. “We trust that proposed steep fines will curb high levels of non-compliance by some employers. Remember the object here is to reduce workplace accidents and diseases – which in turn also increases productivity, necessary for economic growth,” Nxesi observed. On the social dialogue front Nxesi said NEDLAC planned activities for 2023/24 will focus on: progress with labour law reforms which focus on improving the effectiveness of labour laws as well as extending them to atypical workers and emerging issues such as the future of work, remote work and the just transition. Nxesi said in the past year the Inspection and Enforcement Service branch had conducted over 100 000 Health and Safety inspections. He also said through the inspections the focus was currently on JSE-listed companies to ensure compliance, “for 2022/23 we referred 238 companies to court for failure to comply”. According to Nxesi the National roving teams are conducting a blitz programme focused on high risk and problematic sectors to ensure compliance with the NMW and Basic Conditions of Employment Act. He said during the last year, the Department carried out over 300 000 inspections – seeking to promote compliance, fair labour practices, decent work and a safe workplace. He said in ensuring that access and service delivery was enhanced the historical and systemic challenges within the two funds (Compensation Fund and UIF) are being addressed. Nxesi said the UIF’s ‘Follow the Money’ programme to recover money defrauded had made significant progress in recovering Covid19 Ters funds wrongly or fraudulently paid. The programme he said had recovered R61 million as at 31 March 2023, 60 arrests with 12 individuals sentenced. In pursuing proper governance of its interests, Nxesi said the UIF will strengthen monitoring of its investments with the Public Investment Corporation (PIC) to ensure due diligence and fair returns. In the financial year 2023/24 the budget allocation to the Department is just over R4- billion. For media inquiries, please contact: Sabelo Mali Ministerial Liaison Officer Cell: 082 729 5804 Email: Sabelo.mali@labour.gov.za(link sends e-mail) Petunia Lessing Director: Media Liaison Cell: 066 301 4645 Email: Petunia.Lessing@labour.gov.za(link sends e-mail) ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.gov.za/speeches/employment-and-labour-minister-tw-nxesi%C2%A0delivers-%E2%80%9C-budget-alleviate-and-preserve-jobs%E2%80%9D-9

Bizcommunity | 10 May 2023 Fedhasa, one of the leading representative of the hospitality industry in South Africa, is launching a non-profit business incubator programme. The programme, inspired by successful initiatives in the tourism sector, is designed to support the value chain of the hospitality sector and promote sustainable economic growth and job creation in the face of the country's high unemployment rate. Further aimed at fostering innovation, supporting entrepreneurs and bolstering the hospitality sector's B-BBEE transformation agenda, the business incubator is timely as the industry emerges from the challenges posed by the Covid pandemic. By offering Enterprise and Supplier Development services to Fedhasa members, the programme will also strengthen the sector's collective transformation efforts in a streamlined, ISO 9001:2015-accredited manner and be fully tax-deductible for members. Fostering innovation and entrepreneurship "We believe that the hospitality industry has immense potential to contribute to South Africa's economic growth and job creation, particularly in light of the current unemployment crisis," says Rosemary Anderson, national chair of Fedhasa. "Our incubator programme will help empower entrepreneurs and support businesses throughout the value chain, thereby fostering the growth and resilience of the South African hospitality sector." The innovative incubator model, driven by enterprise development and impact specialists Sigma International and Natalia Rosa, CEO of Big Ambitions, in partnership with Fedhasa, will allow members to redirect a preferred percentage of their Enterprise Development (ED) or Supplier Development (SD) investment spend, enabling a higher impact on the industry and broadening transformation buy-in and reach. Fedhasa members would sponsor a set number of beneficiaries per financial year and provide tailored, needs-based programmes for each beneficiary and their businesses. This initiative will support the development of small, medium and micro enterprises (SMMEs) that are at least 51% black-owned, thus advancing transformation in the hospitality sector. Anderson confirms that the incubator will be industry-led, allowing member staff to participate in the beneficiary selection process and transformation journey guided by their employers (should they choose). Fedhasa will also be able to nominate beneficiaries on a business' behalf, considering the intentions of their transformation spend. Fedhasa is partnering with Sigma International, an award-winning, level 1 B-BBEE company with a proven track record in establishing successful business incubators across various sectors, including tourism, mining, forestry and paper. All of the Sigma International incubators are ISO 9001:2015 accredited. Expanding hospitality sector reach "Our collaboration with Fedhasa will build on the success of our existing business incubators, which have already impacted in excess of 300 beneficiaries across the entire tourism value chain nationwide," says Akash Singh, chief executive officer and co-founder of Sigma International. "We are excited to expand our reach within the hospitality sector and look forward to seeing these make a difference within the sector in the years to come. What makes the timing of Fedhasa incubator special and impactful, is that we able to extend linkages to beneficiaries and funders, across the 5 other tourism incubators we currently have in operations?" Hospitality providers and Fedhasa members who are interested in participating should contact Akash Singh on +27 83 638 0339 akash@sigmaintl.co.za or Lee-Anne Singer on +27 83 680 5759 lee-anne@singergroup.co.za for details. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/Article/196/580/238254.html

Johan Botes and Verushca Pillay | 9 May 2023 Global businesses are increasingly investing in the resources needed take action on diversity, equity, inclusion, and belonging, both in the workplace and the ownership of business assets. Equal representation and a focus on real diversity and inclusion has become essential for the implementation of sustainable business practices. In South Africa, a significant legal step towards addressing equality has come in the form of the newly enacted Employment Equity Amendment Act 2020 (EEA Act), signed into law by President Cyril Ramaphosa on 12 April 2023. The EEA Act amends the Employment Equity Act 1998, with the effective date of operation yet to be proclaimed but anticipated to be around September 2023. The amendments include numerous changes to the legislation governing workplace transformation and will impose stricter compliance measures on designated employers – those businesses with more than 50 employees. Amendments to the EEA Act A significant change in the EEA Act is the introduction of sector and sub-sector targets for economic sectors and geographical regions, requiring employers in these sectors to meet specific transformation goals. This is a departure from the previous approach that allowed employers to set their own targets in their employment equity plans. The sectoral targets will be published in the Government Gazette by the Minister of Employment and Labour after consultation with the affected sectors. Employers must align the numerical targets in their employment equity plans with the applicable sectoral targets set by the Minister. The Act requires designated employers to comply with these sectoral targets and assess and report against them. The definition of designated employers has also been narrowed in the EEA Act, now excluding small businesses with less than fifty employees, regardless of their annual financial turnover. These employers are not subject to the affirmative action provisions in the EEA, including the duties to submit equity plans or reports. All other employers with more than 50 employees are still mandated to draft, implement, and monitor a five-year employment equity plan, indicating their progress towards achieving targets by year five. These targets must be aligned with the sectoral targets that will be set by the Minister. Employers are also required to monitor their progress against sectoral targets every year as part of the compliance process. Additionally, companies seeking to do business with the state must obtain a certificate from the Department of Employment and Labour confirming compliance with the Act and its objectives, as well as adherence to the national minimum wage. The Department of Employment and Labour has also committed to an increase in the number of inspectors that will enforce compliance with the implementation of the EEA Act's objectives. The EEA Act and the B-BBEE Act Since the EEA Act will give the Minister the power to establish sectoral targets and will oblige designated employers to prepare employment equity plans that demonstrate their plan to achieve the sectoral targets over a five-year period, it will be essential for designated employers to align their plans to achieve the targets for employment of black people under the broad-based black economic empowerment (B-BBEE) codes of good practice with their employment equity plans. The B-BBEE Act targets a narrower group of employees than the EE Act, but both acts share similar objectives in that they seek to advance greater equity and diversity in the workplace. Therefore, it ought not to be challenging for employers to align their employment equity plans with their B-BBEE employment targets. While both Acts have been criticised for imposing onerous compliance measures on already struggling businesses in South Africa, fostering diversity, inclusion and equality in the workplace has been proven to be good business practice. According to Forbes, inclusive teams make better decisions up to 87% of the time, teams that follow an inclusive process make decisions two times faster with half of the meetings, and decisions made and executed by diverse teams deliver 60% better results. Statistics from Gartner are similar: workers in highly diverse and inclusive organisations result in a 26% increase in team collaboration and an 18% increase in team commitment. Further, Baker McKenzie's research has shown that 51% of diversity leaders globally identify recruiting diverse talent as a priority, but recruitment initiatives alone are not enough to balance the workforce population, and 45% of organisations are also prioritising the retention of underrepresented groups. Generally speaking, investors are well prepared for employment equity and B-BBEE requirements when investing in South Africa. In fact, equal representation in the workforce is seen as a positive by investors who prioritise sustainability. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/Article/196/717/238218.html

Bizcommunity | 9 May 2023 Business owner Abdulqadir Shaik of Instyle Linen took the top spot at the KwaZulu-Natal Clothing and Textile Cluster Business Accelerator's fourth Dragons' Den event, and walked off with a R20,000 cash prize. Runners-up Mahlatsi Mashile from Reapso SA received the Most Promising or Innovative Business award, and Bawinile Nzimande from Bidywood Design took home the Industry Gamechanger award. The event was held recently at the Toyota Wessels Institute for Manufacturing Studies (TWIMS) in Kloof, KwaZulu-Natal. Facilitating market access The main objective of the Clothing and Textile Cluster Business Accelerator is to connect leading retailers in the sector with their future suppliers. Selected SMEs from KZN's clothing and textile sector were presented with an opportunity to pitch their business to retailers including Mr Price Sport, Miladys, Mr Price, Pepkor Speciality and Woolworths, which are looking for garment manufacturing specialists as well as unique sustainability offerings incorporating innovative packaging, logistics and raw materials into their value propositions to customers. Beyond recognition for the three winners, Kyle Ballard, head of KwaZulu-Natal Clothing and Textile Cluster, says that the accelerator will also provide growth opportunities for many of the other SMME finalists as well. He explains that the finalists that unlock mutually beneficial commercial opportunities with the retailers will be given access to development support that will help to take their businesses to the next level. “High-potential SMMEs will have the opportunity to receive hands-on mentorship from industry experts in addition to gaining access to valuable procurement opportunities with leading retailers such as Mr Price Sport, Mr Price Apparel, Pepkor Speciality, Woolworths and TFG.” According to the Business Accelerator, this event not only provides developmental opportunities for small businesses but also benefits large retailers by facilitating market access to new ideas. Supporting localisation Ravesha Govender, the programme manager of the economic development unit at eThekwini Municipality, says that the regional clothing and textile sector is bursting with talented entrepreneurs and small companies with great business concepts. She adds, however, that they often lack access to commercial opportunities, a key challenge that the Business Accelerator aims to solve. “Leading enterprises in the sector are eager to identify and partner with high-potential local suppliers. The annual Business Accelerator plays a critical role in bringing these two groups together and this year, I was particularly impressed by the pitches and have no doubt that the industry giants were too,” she says. Ballard adds, “The connections made by the Business Accelerator have been invaluable for the growth of the regional sector and are critical in driving localisation and enabling meaningful transformation. The Business Accelerator's success continues to attract the leading retailers in the clothing and textiles sector including Mr Price Sport, Mr Price, Pepkor Speciality, Woolworths and TFG. “These retailers are committed to increasing local procurement opportunities and are eager to find and develop their future suppliers through their active involvement in the Business Accelerator.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/Article/196/399/238213.html

Nicola Daniels | 10 May 2023 Cape Town - The country’s major banks have come under scrutiny by the Department of Employment and Labour for non-compliance relating to Employment Equity. Chief director of statutory and advocacy services, Fikiswa Mncanca-Bede said the department had been monitoring the compliance of JSE-listed companies for compliance with affirmative action in the last financial year, but found that 99% were not compliant and the banks were among them. Earlier this year, the department explained that in 2017 it embarked on a review of JSE-listed companies as part of a project by the director-general to test compliance with Employment Equity Act (EEA) implementation. Agreements were reached with companies for the department to come back and assess and review compliance. The purpose of the EEA of 1998 is to achieve equity in the workplace – by promoting equal opportunity and fair treatment in employment through the elimination of unfair discrimination; and implementation of affirmative action measures to redress the disadvantages in employment experienced by designated groups to ensure their equitable representation in all occupational categories and levels in the workforce. She said plans were submitted by the banks but when it came time to test progress recently, they found that the banks were among those that were non-compliant. “The findings showed that the banks were non-compliant with affirmative action measures, they didn't achieve their targets in terms of employing the designated groups. They had a plan they came up with but failed to achieve the targets. The next step is to take them to court.” She said the reason for the focus on listed companies was because they were big and could assist the country in achieving its transformation and employment goals. Companies could face a R1.5 million fine or cough up 2% of turnover. “It is a continuous process. Some of the banks have come forward to settle out of court and we are negotiating with them. Our mandate is to ensure that they are equitable to correct the wrongs of the past. Women need to be given opportunities in top management in the workplace,” Mncanca-Bede said. Generally, she said top management consisted of mainly males regardless of race, “It’s still a man’s world. “You only find women under technical skills or unskilled labour. We want to fix that,” she said. She said her message to all companies was that they would not stop until they see transformation and when the minister publishes sectoral targets, companies will face fines. Standard Bank said it had many constructive engagements with the department, and these are ongoing. “We can confirm that we have not agreed or reached any settlement on any matters relating to non-compliance. Standard Bank has a Broad-Based Black Economic Empowerment (B-BBEE) Level 1 Rating, as measured against the amended Financial Sector Code (FSC) in South Africa. We have maintained our Level 1 Rating since 2017. Standard Bank is committed to playing its part in transforming the country and economy and is dedicated to meeting its commitments as required by law. The bank has regular engagements with the authorities. While we have met or exceeded some of our targets, there are other targets that we have committed to focus more on in order to improve. We are a bank that remains committed to Employment Equity (EE) and we demonstrate this through various initiatives run across the bank led by senior leaders who are held accountable for the implementation of our EE programmes.” FNB and Absa did not respond to requests for comment by deadline on Sunday. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/capetimes/news/major-banks-come-under-scrutiny-over-ee-non-compliance-4f491ab9-da34-45e0-b634-c413ac60192e

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The core aim of Enterprise Development, Supplier Development and Socio-Economic Development is growth. However, a growth path often dictates change. A change could be in the form of adding Shareholders or Directors, or changing the entity name. However, how would such changes impact an organisation’s claim at the time of its B-BBEE Verification? When a Beneficiary makes changes to either the name of their business or to their Shareholders or Directors, evidence necessary would be in the form of CIPC documentation, updated share certificates or the share register to confirm such amendments. Importantly, if there are any changes to the Shareholders or Directors, it is imperative that the amendments still meet the Beneficiary criteria. Technical Services are available to advise Members on growth aspects of Beneficiaries.

An organisation's Skills Development is vital to evaluating the skills needs and shortfalls within its workforce. Notably, a Skills Development Forum must link an organisation’s B-BBEE and Employment Equity Strategies. The forum members must know the rational intent, roll-out and implementation of the strategies. The responsibilities of the forum include (not limited to): Assisting the SDF in identifying, formulating, and prioritising training needs. Promoting, where feasible, skills development interventions aligned with the Sector Skills Plan (SSP). Monitoring the implementation of planned training interventions as indicated in the WSP and PTP. Where relevant, ensuring that the WSP and PTP align with the objectives of the Employment Equity Plan. Providing feedback on the quality of training presented and communicating suggestions for improvement. Identifying any barriers hindering certain groups from gaining access to training opportunities. Presenting training-related input from both the workforce and management alike at the forum meetings. Where possible, ensuring that the company makes use of accredited training providers. Before submission, approving and signing off on WSP, PTP, ATR and PTR to the relevant SETA. Human Capital Services are available to assist Members with insight into Skills Development Forums.

Are there any consequences of not having a valid B-BBEE Status? Firstly, choosing not to have a valid B-BBEE Status is an internal choice an organisation has to make, as it is not a legal requirement. However, organisations must evaluate what the impact of not having a valid B-BBEE Status means in terms of gaining and retaining business within the private and public sector. For example, a supplier contract may become invalid with no accompanying B-BBEE Credentials, or it may impact an organisation’s ability to win new business. However, organisations whose financial turnover has significantly changed should evaluate whether they fall under another threshold due to their loss in revenue. For example, ABC Traders is a Qualifying Small Enterprise (QSE) under the General B-BBEE Codes of Good Practice, and in their February 2022 Financial Year End, their annual total revenue was R25m which shrunk to R9m for their February 2023 Financial Year End. Subsequently, they would now be measured as an EME with lesser compliance and financial implications. Technical Services are available to advise Members on consequences of not having Valid B-BBEE Credentials.

Ben Bierman | 8 May 2023 Cashflow issues can be crippling and maintaining the delicate balance between income and expenses is a make-or-break factor in business, the SME Confidence Index suggest. Did you know that globally, the leading reason for small business failure relates to cashflow? The quarterly SME Confidence Index, conducted by Business Partners Limited, continuously underscores this statement within the local context. Year after year, respondents to the survey report that cashflow issues can be crippling and that maintaining the delicate balance between income and expenses is a make-or-break factor in business. Understanding the day-to-day financial position of your business will help you make informed decisions. These include: when to expand or even diversify your business, how to do it, whether to invest in additional resources and how to operate more cost-effectively. As a small business owner, it’s also crucial that you have a full view of how you are spending money. Too often, business owners are revenue-minded and pay little attention to how their money is being spent. However, maintaining optimal cashflow depends on finding ways to make more money while also finding ways to spend less money. Making sure that both these factors are being considered at all times requires some due diligence, regular finance check-ins and a good amount of vigilance. Below are four steps to working towards better cashflow management: 1. Negotiate with suppliers The first thing you need to remember about costs is that everything is negotiable. Your suppliers could also be small business owners, and it is likely that it will be in their best interests to build the relationships that will encourage repeat business. Once you have built up a track record of regular, on-time payments, you will have the leverage you need to negotiate better, more flexible payment terms. If your supplier isn’t able to offer you lower costs, you could negotiate on other aspects. Explore the possibility of longer payment terms, discounts on early payments and larger quantities or a loyalty system that will grant you benefits that you can cash in at a later stage. 2. Implement a collections policy Before initiating any relations or interchanges with your customers, you should have a clear and documented collections policy in place. This should include your policy on when payment becomes due after an invoice is issued, how you will follow up on outstanding payments and any penalties that apply to late payments. It should also include any rewards that apply to early payments and how you will manage bad debts. Once you have a clear outline of what these terms are, be sure to include them on every invoice and in your contractual agreements, so all parties are fully aware of how payment will be dealt with upfront. 3. Build a prudent reserve Financial experts always stress the importance of building up an emergency fund as a way of mitigating the risk of unexpected expenses. The same should apply to how you manage the cashflow of your business. At a minimum, you should aim to build an amount that totals at least two months of the cost of your team’s salaries. This will provide a buffer against sudden business interruption factors. In tandem with taking out insurance to cover you against factors that could disrupt your operations, building a prudent reserve is an effective way of managing risk. 4. Create a debt repayment schedule As a business owner, you will most likely accrue debt in various forms, whether that be on a company vehicle, a company premises, a small business loan or equipment bought on credit. With the increasing interest rates and to avoid debt from piling up, you need to remain vigilant and maintain a healthy debt-to-income ratio. As a good cashflow management principle, your business should have a debt repayment schedule that lists all outstanding debts, the applicable interest rates and how each debt will be paid off. This should be coupled with goals on when to pay those balances in full. Keep this schedule fresh in your mind and reference it regularly to make sure that you’re on track. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/business-report/economy/business-and-cashflow-why-getting-on-top-of-your-finances-is-a-business-imperative-301cfa62-ab69-4ec2-b8ef-2a047ed0394d

Nonkululeko Mathebula | 7 May 2023 At least 6 000 young people from different parts of the province will be trained to become solar panel installers. Gauteng Premier Panyaza Lesufi is doing his bit to tackle youth unemployment and has launched a project to train 6000 young people from different parts of the province, through his solar panel installers learnership programme. The project was launched on May 4, at the Premier’s office in Midrand and is in partnership with the Manufacturing, Engineering and Related Services Sector Education and Training Authority (Merseta). This project comes in the backdrop of a promise made by Lesufi during his State Of the Province Address in February this year and will start bearing fruits soon. According to Lesufi, the project is also aimed at responding to the energy crisis that is grappling different parts of the country. He said that this will ensure that young people who are unemployed are trained and skilled efficiently. “We want our young people to be assured of opportunities in the province, which is why every fortnight until the end of June, we will be announcing with training offers until we reach the target of 6 000 young people. “Gauteng cannot be the City of Gold while our youth go through pain and suffering. We are excited about this project as it will propel them into greater heights,” said Lesufi who added that the trainees will receive an allowance of between R4 000 and R7 000, depending on their qualifications. To qualify for the solar panel programme, the youth must be South African residents under the age of 35. They will undergo training for 12 months and the project will last 36 months where the learners will be taken at different cohorts. The project will provide theoretical, practical, as well as in-service training. The theoretical part will be between eight to 12 weeks to develop technical skills. This will be complemented by six to eight months of experiential learning, when candidates will be given practical work experience. Applications are set to open on May 8 and close on June 8. Applications can be sent to GCRA.wfd@gauteng.gov.za /SAYouth.Mobi They can also dial *134*47472# which is free of charge. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://randfonteinherald.co.za/419965/gauteng-to-train-6-000-people-to-become-solar-panel-installers/

Jabu Tshabalala | 7th May 2023 The Employment Equity Amendment Act has come under fire from black business organisations after President Cyril Ramaphosa signed it into law last month. The Presidency said the act sought to advance the transformation of South Africa’s workforce by setting equity targets for economic sectors and geographical regions and requiring enterprises to develop transformation plans. The new law amended to the Employment Equity Act of 1998 has new measures to promote diversity and equality in the workplace, the Presidency added. The Presidency published the Employment Equity Amendment Act in the Government Gazette on April 14. However, the Black Management Forum (BMF) and the Association of Black Securities and Investment Professionals (Absip) opposed the act. BMF acting managing director Xolile Kunene wrote in a statement that the act purported to advance the transformation of South Africa’s workforce by setting equity targets for economic sectors and geographical regions. It requires enterprises to develop transformation plans. The act empowers the employment and labour minister to regulate compliance criteria to issue compliance certificates as per section 53 of the Employment Equity Act. “Even though it all appears as a progressive move, the tail has a sting. What is unpleasing is the omission by the employment and labour department on the turnover threshold for employers who employ less than 50 employees. This exclusion creates a back door escape mechanism for companies who do not want to employ black professionals,” Kunene added. She said the BMF rejected aspects of section 53 of the act. “In terms of this new dispensation, a company turning over R100-billion, as an example, is deemed a small company, and therefore undesignated on the basis that it employs less than 50 people and thus exempted from the compliance expected from designated employers who employ more than 50 employees. ‘This further creates a loophole for companies not supporting transformation to unbundle into subsidiaries that employ less than 50 people. The BMF rejects the exclusion of the turnover threshold in defining small employers, as it reverses the transformation gains achieved thus far. “We call on the department of labour to tighten all loopholes that can be used to derail this important agenda of transforming workplaces. Lessons learned thus far indicate that those against this agenda will use any hole to hide. The amendments to the act must strive to close these as far as possible,” Kunene said. Absip is concerned that the Employment Equity Amendment Act may undermine the financial sector’s progress on transformation and hinder efforts to achieve diversity, inclusivity and equity. “We believe that the new rules exempting companies with less than 50 employees from BBBEE compliance regardless of their annual turnover will harm the representation of black professionals in the workplace. This will not only delay our progress towards diversity and inclusivity but may also reverse the gains we have made to transform the face of SA Inc,” Absip added in a note posted on its website. “We need your collective input to draft a comprehensive submission regarding this development. Your comments and inputs are essential to our ability to influence the legislative process,” Absip wrote. The department of labour and employment conducted public hearings in October 2018 after publishing the amendment bill for public comment. Black Business Council chief executive Kganki Matabane did not respond to an email from Sunday World seeking comment about the Employment Equity Amendment Act. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://sundayworld.co.za/news/business/employment-equity-amendment-act-comes-under-fire-from-black-business/