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Ntandoyenkosi Dlamini | 15 March 2023 Ayanda Sikobi will be starting a new role at the K-Line Shipping Company. PHOTO: SUPPLIED Ayanda Sikobi has been facilitating all of eThekwini Maritime Cluster's (EMC') Enterprise and Supply development programmes. The eThekwini Maritime Cluster (EMC) has bid farewell to Ayanda Sikobi who will be starting a new role at the K-Line Shipping Company. Sikobi, a former Marburg Secondary pupil, first joined EMC as an intern back in 2019 applying her trade in the Clusters Enterprise and Supplier Development (ESD) programme. eThekwini Maritime Cluster Managing Director, Zenzile Gwamanda, said being a beneficiary of the Training and Skills Development’s Graduate placement programme, Sikobi is a testimony and a success story for the EMC brand. She said Sikobi has been facilitating all of EMC’s Enterprise and Supply development programmes. “She graduated with a Bcom Honors majoring in Economics from Westville University. She co-authored an article with Massachusetts Professor Portia Ndlovu in Maritime Awareness. She was an Assistant Research for Professor Mickey Chasomeris of the University of KwaZulu-Natal GSB. In 2021, she completed her MSc in Maritime Affairs, majoring in Shipping Management and Logistics at the World Maritime University (WMU) in Malmo-Sweden, a postgraduate Maritime university founded by the International Maritime Organization, a specialised agency of the United Nations. A 14 months scholarship programme sponsored by the Transport Education Training Authority (TETA),” she said, adding that looking after the ESD portfolio, Ayanda excelled in her duties prompting the trust and belief of the management. Gwamanda said among the things Sikobi achieved while with the eThekwini Maritime Cluster included an Aquaculture entry level certificate (Gariep), Aquaculture Specialist certificate attained in Egypt; Speaker for the Xiamen (China) Nice-Durban Dialogue: Mutual Learning Among Maritime Civilisations For A Shared Future; Masters in Maritime studies from the World Maritime University. “I wish her a bright future ahead. While I hope our paths cross in the future, I wish her all the luck and prosperity in the world even if that does not happen. May you only meet good people and make the best memories. This is what EMC is all about. From the grassroots level to being an industry expert. The eThekwini Maritime Cluster has taken a mandate to contribute to the fight against youth unemployment by introducing programmes like the graduate placement programme. We’ve had many of these success stories and we want to continue and achieve greater than we have,” she said. She added: “My experience would tell me not everyone would be an entrepreneur or have their own businesses. Fortunately, at EMC we implement programmes focusing on all levels for the benefit of every individual in our society. The Graduate Placement programme will continue with the work done, placing graduates within the Maritime industry for work exposure, experience, and retained by the industry for continued growth,” said Gwamanda. Gwamanda said although Sikobi’s departure saddens them, she will be sadly missed, adding that everyone at EMC is happy for her because she has more promising possibilities ahead of her. “The EMC team wishes her the best of luck at her new job,” she said. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://southcoastherald.co.za/491512/maritime-career-for-local-woman/

Opinion | 15 March 2023 The National Rural Youth Service Corps (NARYSEC) at the occasion of the hand over of the Beaufort West Youth Hub, Beaufort West.Image: Kopano Tlape GCIS Increasing unemployment causes a lot of devastation in society as a whole, while impacting on a lot of issues, such as poverty, increased crime rates and also suicide-related deaths. The issue of unemployment is also derived from a lack of skill sets, illiteracy and not overlooking the lack of opportunity for those who have the required and necessary skills. As much as we can continuously blame the government for not being able to deliver on most of its promises, it is worth noting that there are efforts that government departments do to try and bridge the unemployment gap. To dent the scourge of youth unemployment, the Department of Agriculture, Land Reform and Rural Development introduced implementations to support and capacitate rural communities through the National Rural Youth Service Corps programme. Through this youth programme, the department equips rural youth with different skill sets ranging from leadership skills, civic engagement and social interaction. Since its inception, the programme has created a cohort of young, vibrant, disciplined and patriotic leaders who facilitate change within their communities. This is achieved by the fact that the recruited youth undergo skills training to equip them with different community-based skills that not only make them earn a living but contribute towards nation building. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/the-star/opinion-analysis/national-rural-youth-service-corps-programme-aims-to-uplift-through-skills-development-24c4a555-0a9a-4ddb-a0d7-e9837a7c09bb

Johan Endres | 15 March 2023 NUM’s view is easy to digest, but BEE and cadre deployment are the real culprits The FM quotes the National Union of Mineworkers (NUM) as saying load-shedding is “a direct result of corruption at Eskom” (Features, March 2-8). It’s an alluring explanation, but it falls far short of explaining why South Africa is being starved of electrical power. It is easy to recognise the appeal of NUM’s claim: it is simple and easy to understand. It identifies a clear cause and implies that there is a simple solution: catch the criminals and load-shedding goes away. It is also a convenient fig leaf for the government to hide its culpability. The ANC’s cadre deployment policy places party loyalty above competence in appointments across the public sector and in state-owned enterprises (SOEs). As long as you are loyal, there is apparently no level of incompetence that will not be tolerated. BEE means that the best person is not necessarily appointed. Racial targeting counts for more than putting together a team that can get the job done, as results across all the SOEs have shown. Finally, preferential procurement rules allow racial criteria — rather than price, quality and the ability to deliver — to determine the winning bidder. This has allowed “non-value-adding intermediaries” (in the words of former Eskom CEO André de Ruyter) to interpose themselves in value chains, making costs skyrocket and Eskom financially unsustainable. The upshot is that Eskom is collapsing. To fix load-shedding, energy companies, including Eskom, need the freedom to hire the people they require and buy goods and services from suppliers that deliver on time, at the right quality and the right price. They also need to be allowed to get on with running their businesses without political interference. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.businesslive.co.za/fm/opinion/letters/2023-03-16-letter-its-not-corruption-alone-that-puts-the-lights-out/

Nelson Mandela once said, “Education is the most powerful weapon you can use to change the world.” The quote accurately describes the goal of the Skills Development pillar within B-BBEE legislation. What may seem like unnecessary expenditure is a doorway for recipients of Skills Development interventions gaining knowledge. The objective is to arm a recipient with the knowledge and skills to increase their individual capacity to provide opportunities, so they can meet their full potential, which will provide access to the economy. Let’s take a closer look at the categorisation of expenditure; this is in terms of the Skills Matrix under the Generic Codes of Good Practice (Codes). Mandatory Training Any training necessary for an organisation to operate is referred to as Mandatory Training. An organisation can cross-check these requirements against the sector-specific Skills Statements for each sector. These expenses may not form part of an organisation’s Skills Development claim. However, if a Sector is silent on a matter, it reverts to the Generic Codes. Those measured on the Transport Sector Code are exempt from Mandatory Training and Absorption requirements as this sector code has not aligned with any of the amendments to the Generic Codes since 2013. To conclude, Skills Development holds multiple benefits for both organisations and ‘Black’ People alike whilst strengthening the principles of B-BBEE. Skills Development is the crux of empowering and developing ‘Black’ People to gain access to and strengthen the national workforce, which filters through to the economy.

Schalk Burger | 15 March 2023 The 4IR Experience Room on UJ's Auckland Park campus Energy management and automation multinational Schneider Electric and the University of Johannesburg (UJ) Faculty of Engineering and Built Environment have unveiled a Fourth Industrial Revolution (4IR) Experience Room on the university’s Auckland Park campus. The room is a practical demonstration of the inner workings of 4IR, its interconnectivity and relevance in sectors such as energy, and is focused on engineering faculty students, the company said. “The experience room offers real-time demonstrations of 4IR technologies, such as augmented reality, virtual reality, artificial intelligence and three-dimensional printers. Schneider Electric’s vendor-neutral ecosystem EcoStruxure is also on display, and the architecture encompasses connected products, edge control layers, apps, analytics and services in a myriad of sectors.” Schneider Electric products featured in the 4IR Experience Room include the Modicon M580 ePAC, which is a controller that enables hybrid manufacturers to achieve better, measurable and earlier return on investment. Further, the Altivar 630, which is designed for variable torque control, is featured in the room. It includes features such as pump control and monitoring, advanced drives for fluid and gas handling applications, and has embedded energy monitoring, information management and process optimisation. Additionally, Schneider Electric's PowerTags – compact, Class 1 wireless communication energy sensors that monitor and measure energy and power in real-time – are also featured. “4IR entails increased interconnectivity. We are seeing it in our factories, homes and classrooms. 4IR is not a shift in technological innovation, but is an intelligence revolution. The future is not something we enter. The future is something we create,” said UJ vice chancellor and principal Professor Letlhokwa Mpedi. “As part of the work that we do in South Africa, one of our main goals is to work with academia to bridge the gap between industry and academia. Once students exit prestigious universities such as UJ and enter the workplace, they are ready to take up the challenge and are practically trained in the technologies they find in industry,” said Schneider Electric training and education affairs global leader Zanélle Dalglish. The 4IR Experience Room is supported by the Schneider Electric Foundation and Schneider Electric, and is the latest in a number of successful projects by Schneider Electric and UJ since the establishment of their partnership in 2016. “The Schneider Electric Foundation’s initiatives are in line with the Schneider Sustainability Impact (SSI) targets and the United Nations Sustainable Development Goals. One of the SSI targets focuses on training and empowering one-million young people by 2025 and providing skills and entrepreneurial opportunities that benefit both the youngsters themselves and their local communities,” she said. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’ https://www.engineeringnews.co.za/article/schneider-electric-uj-open-4ir-experience-room-for-engineering-students-2023-03-15

Justine de Lange | 15 March 2023 Many factors contribute to a need for more jobs available. Our country is notorious for its extremely high unemployment rate, especially since reaching a staggering 35.30% in the fourth quarter of 2021, considered an all-time high. Many variables that do not currently relate to COVID-19-related issues are also significantly impactful to the unemployment rate, which we will detail shortly. For those curious, the unemployment rate has somewhat redeemed itself as of late, at 32.9% in the third quarter of 2022. However, some estimates have stated that the value may rise again in 2023, with a value of over 35%. This rise means a lack of job opportunities will impact more families. Knowing this potential looming threat of another increase in those without jobs in the country, it is helpful for individuals to understand what factors impact that value. Here, we discuss everything you should know about unemployment in the country, including five causes of unemployment and the causes of youth unemployment in South Africa. What is the issue of unemployment in South Africa? Specifically, the unemployment rate was 63.9% for South Africans aged 15-24 in the first quarter of 2022 and 42.1% for individuals aged 25-34, with the national rate at 34.5%. The Quarterly Labour Force Survey (QLFS), where the statistics were derived from, has highlighted that there is an apparent concern for the country's youth. What are the leading causes of unemployment? Globally, the main concerns that cause a lack of job opportunities are recession on a global scale, sky-high interest rates and an overall financial crisis. So, what are the five reasons for unemployment in South Africa? 1. Inadequate education and training The country's leading cause of unemployment is adequate education and training for specific job roles. Since our country generally needs more resources for guidance and apprenticeships, many need the essential information and skillset. 2. Limited entrepreneurship Significantly few individuals in the country have utilised entrepreneurial skills and gained financial independence for multiple reasons. One aspect is the need for more support for entrepreneurs. The other is that the legislation surrounding the process is complicated and expensive, limiting the accessibility for the standard or less-advantaged individual. 3. Mismatched labour supply and demand Since the country's population is over 61 million in 2023, many seek work, to no avail. This value does not equate to the number of job opportunities available since the job market is incredibly saturated with many needing jobs and little positions available. 4. Lasting impact of The Great Recession The Great Recession from late 2007 to mid-2009 had devastating effects globally for years after the fact. The slowdown of economic movement and labour filtered through job availability, with many losing jobs and struggling to compensate for the financial loss, even today. 5. High demand for trade unions This may be a surprise since trade unions are inherently considered positive since they protect workers' human rights through adequate pay and working conditions. However, many companies need to meet higher salary demands and, thus, let employees go to compensate. Social factors that contribute to unemployment in South Africa Perhaps one of the most significant factors socially could be the lasting mental effect that Apartheid/segregation had on the country. Although the financial and educational impacts are clear, the social implications of segregation have also played a role in the lack of job availability due to discrimination. Reasons for unemployment in South African youth include all of the factors mentioned above, yet have added stressors that can exacerbate the jobless concern: a lack of strong social networks that can help get one's foot into the job market. Youths are also often in homes where most, if not all members, are without jobs and, therefore, without the finances or ability to guide the youths living in the house towards the first steps into the job market. The reasons for unemployment in South Africa range from global issues that many countries face, such as inflation, to more country-specific problems directly related to South Africa, such as the lasting, devastating effects of Apartheid. Knowing the requirements of these concerns may help you avoid any downfalls, where possible. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://briefly.co.za/business-economy/154984-uk-economic-rebound-eases-recession-fear-budget/

Lowvelder | 15 March 2023 The college is focused primarily on training and developing employable and entrepreneurial skills. Courses are mainly related to technical occupations. The Ekurhuleni Artisans and Skills Training College (EASTC) started developing its programme and course a few years ago to equip people with essential skills, and is a leader in its field. Classes are given in a workshop environment and prospective students can register online. Courses are tailor-made to suit students: On completion of the course, the trainee will be competent in a specific field and will be able to start working immediately, either as an employee of a large corporation or even as an entrepreneur, and as a result, will be able to provide jobs to other less fortunate individuals. EASTC is a practical training centre that focuses strongly on employable skills training in various technical trades. We equip the students with the essential skills in a workshop environment over a period of 15 days, after which they will be competent to start work immediately. After successfully completing a short course with EASTC, students receive a semiskilled certificate, with which they must go and work in the trade for four years before they can apply to do their trade test to become a qualified artisan. We also update CVs on request and provide opportunities that can assist students with internships and job placements. Attending EASTC is an investment in the future. Nationally Accredited Technical Education Diploma (Nated) College: The EASTC Nated courses are accredited ones and are designed by the Department of Higher Education and Training. They are recognised by employers because they give students both theoretical and practical knowledge. Practical experience goes together with the theory that is taught at the college. Students are able to apply the knowledge they gain to real-life scenarios. Individuals who are educated and have practical skills are chosen by employers because of their valuable skills. The top five advantages of completing Nated qualifications are accredited courses, access to universities, skills, focus, practical experience and employment opportunities. EASTC Technical School: EASTC Technical School is Ekurhuleni’s first technocentric school, offering a Curriculum Assessment Policy Statement (CAPS) curriculum and several unique subjects, such as coding and robotics, from grades one to eight, and Grade R. Through a technology-centric curriculum, EASTC endeavours to equip learners with skills that are relevant to the global digital economy. We are an English medium school and part of the Independent Examination Board. We endeavour to equip learners with a balanced curriculum that prepares them for the real world, in which they can comfortably participate within the relevant industries with useful, relevant and employable skills within the global digital economy. Contact EASTC at 011 394 1488 or email queries@eastc.co.za. Visit the website at www.eastctechnicalschool.co.za for more information. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://lowvelder.co.za/816926/specialise-in-trade-skills-at-ekurhuleni-artisans-and-skills-training-college/

Staff Writer | 15 March 2023 The Department of Trade, Industry and Competition has opened the Draft Companies Amendment Regulations for 2023 up for public comment. Minister Ebrahim Patel gazetted the proposed changes this week, inviting relevant stakeholders to engage with the regulations that are set to become law. Stakeholders and interested persons are invited to submit comments in writing on the proposed regulations within fourteen days of the publication (deadline set for 24 March). Broadly, the proposed regulations aim to “improve the ease of doing business through well-established principles, achieve equity between directors and senior management and counter money laundering and counter-terrorism”. In practice, the changes would see companies needing to take more steps to certify certain processes, add checks and balances for conducting business, and ensure that beneficial interests are disclosed. The proposed regulations, specifically those dealing with money laundering and counter-terrorism, are a direct result of the General Laws Amendment Act, 2022, which was signed into law on 29 December 2022. The General Laws Amendment Act was part of a slew of new legislation to bring South Africa’s financial regulatory environment in line with international standards. It was proposed by Finance Minister Enoch Godongwana ahead of South Africa’s greylisting by the Financial Action Task Force (FATF). The new bill sought to bring South Africa in line with the recommendations made by the FATF and improve the country’s ability to tackle financial crime and corruption. To achieve this, it has set out to amend several pieces of legislation related to specific sectors, including the Trust Property Control Act, Nonprofit Organisations Act, Financial Intelligence Centre Act, and, notably, the Companies Act. Within the Companies Act, its regulations – some dating back to 2011 – are being amended to ensure further regulatory compliance and extra checks and balances for businesses in the country. For example, through amendments to Regulation 2 of the Companies Regulations (2011), new definitions have been provided for further clarity regarding certain definitions, such as the Financial Intelligence Centre and a ‘certified copy’. Regulations regarding forms and filing requirements with the Companies and Intellectual Property Commission (Regulation 5) are also expected to change, with the additional verification steps being brought on by the request of the commission at any time it deems fit. Under the proposed regulations, whenever information or documentation is filed with a regulatory agency, the company is required to no longer just provide a certified copy of relevant documentation but also have written confirmation that it is truthful and complete, as well as additional supporting information. When filing annual returns, or any other related filing, the new regulations provide that they be presented alongside a copy of the company’s securities register and disclosure of beneficial interests. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://businesstech.co.za/news/government/672863/new-rules-for-businesses-in-south-africa/

Informal training is the means that many organisations use to drive their Skills Development mandate. Category G is Informal Training whereby the Skills Matrix references work-based informal programmes. It refers to the workplace or internal training, whereby one employee trains another. The following evidence substantiates a claim for this category (not limited to): Certified copy of a South African identity document; A signed EEA1 or any documentation confirming race and gender presented by the trainee; A training register confirming the date, the number of hours, as well as the trainer’s and trainee’s names. All parties must sign off this evidence; The payslip of the trainer will verify the hourly rate paid in the month training took place. It may include presenting the trainer’s IRP5 if the Measurement Period is a February year-end. Skills Development Services are available to guide members on how to claim such Training initiatives.

Incorporating the Continuing Consequence Principle of the Ownership Scorecard allows organisations to score under the Ownership points criteria. It is not a claim against 30% 'Black' Woman Ownership or 51% ‘Black’ Ownership directly, but a 'Black' Shareholder exiting a shareholding structure. Such a claim is subject to the qualification criteria of a maximum of 40% of the Ownership Weighting Points on offer. Such claims are limited to the term of their shareholding. Technical Compliance Services are available to assist members with their Ownership claims.

The author or deponent of an Affidavit must be a duly represented registered Director / Owner / Shareholder / Member etc. of an organisation as per company documentation. Where an organisation has foreign shareholders, the same principle applies. An Affidavit is invalid if anyone other than duly represented individuals act as a deponent. Certificate Collection Services are available to assist with valid and invalid Affidavits.

Bongani Mdakane | 12 March 2023 The race is on for black businesspeople, colloquially referred to as the historically disadvantaged persons (HDPs), to get their hands on the Strongbow cider brand as part of conditions attached to the R40-billion merger of Distell and Heineken. The Competition Tribunal approved the merger this week, nearly two years after the deal was first announced. Heineken owns Strongbow, which competes with Savanna and Hunters, which are owned by Distell. To address this overlap in the cider market, the tribunal said Heineken had to divest its Strongbow business in South Africa to an independent licensee that is majority-owned by HDPs. “The divestiture will take the form of a perpetual, royalty-free licence by Heineken Group to an independent licensee to exclusively produce, market, distribute and sell the Strongbow brand in South Africa, Botswana, eSwatini, Lesotho, and Namibia,” the tribunal said. “The Competition Commission will monitor the divestiture to ensure the Strongbow business is divested with the aim to maintain the ability of the business and the Strongbow brand to compete in the market going forward. Among others, the Strongbow licence holder will have to be approved by the commission and the licence acquisition must be notified to the commission. In addition, if Heineken is unable to implement the divestiture within a specified period, it will appoint an independent trustee approved by the commission to divest the Strongbow business.” The tribunal also said Heineken Group had to provide the licensee with global marketing and innovation support services in respect of the Strongbow brand to preserve and maintain the economic and competitive value of the Strongbow brand. “Such support services should include written guidelines relating to the marketing of the Strongbow brand from time to time; the specifications and recipes for the Strongbow products made by the Heineken Group in other markets; global designs and production and packaging revisions relating to Strongbow; and any global advertising campaign assets, at the time they are being developed by the group.” Other conditions attached to the deal include that the merged entity will for five years maintain a local procurement benchmark ratio of key inputs from local suppliers, producers and farmers; endeavour to increase local procurement and decrease its imports of finished products. It will also maintain the merging parties’ existing ratio of procurement from HDPs in South Africa. The merged entity will also have to invest R10-billion over a period of five years to “maintain or grow the aggregate productive capacity of the current proprietary production and manufacturing operations of the merger parties in South Africa together with their productive capacity”. The merger means Distell will delist from the JSE. Distell produces popular brands such as Savanna, JC le Roux, 4th Street, Bernini and Hunter’s and employs about 4 400 people. It has an annual turnover of R26.1-billion. Heineken CEO and chairman of the executive board Dolf van den Brink said the group was happy the deal was approved. “We are very excited to bring together three strong businesses to create a regional beverage champion, with a unique multi-category offer to better serve consumers, customers and create shared societal value across Southern Africa. “The approval gives the green light to an ambitious package of public interest commitments, including ongoing business investment, broad-based black economic empowerment, job creation, localisation and supplier development, talent development and contribution to the economic development of the region,” said Van den Brink. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’ https://sundayworld.co.za/news/business/to-schedule-for-sunday-2pm-bee-race-on-for-strongbow-cider-brand/