Bizcommunity | 18 November 2025 Absa and Heineken Beverages have announced a joint R1.2bn funding initiative aimed at transforming the landscape for Black-owned small and medium-sized enterprises (SMEs) in South Africa. The programme seeks to strengthen access to capital, governance support, and scalable business growth, addressing the challenges facing SMEs in a difficult economic climate. The SME sector contributes approximately 34% to South Africa’s GDP and provides 60% of national employment. Recent reports indicate mounting financial pressure, with over 620 business closures recorded in 2025 and GDP growth revised to below 1%. Court-enforced liquidations have highlighted the growing distress among SMEs, making targeted interventions increasingly urgent. The R1.2bn initiative comprises R600m in Enterprise and Supplier Development (ESD) funding from Heineken, administered by Absa, and an additional R600m in co-lending for qualifying SMEs from Absa. The programme is expected to support more than 100 Black-owned SMEs, particularly those facing persistent barriers to mainstream finance. Heineken’s broader Ukukhula Fund, which includes the Supplier Development (SD) Fund and the Growth and Localisation (G&L) Fund, underpins this initiative. The SD Fund allocates R400m over five years to historically disadvantaged suppliers, including Black-owned and Black women-owned businesses, across the alcoholic beverages value chain. The G&L Fund contributes R200m to develop local enterprises within Heineken’s supply chain, encourage import replacement, and strengthen national economic resilience. Beyond funding, participating SMEs will receive business development services, financial literacy training, and integration into national markets via Absa’s ESD platforms and agri-sector networks. Absa will contribute R1.5m annually to Heineken’s business development initiatives, and R100,000 to financial education programmes. Stephen Seaka, managing executive, Public Sector and Growth Capital Solutions at Absa CIB, emphasised the broader objectives: “This transaction reflects our commitment to embedding governance, transparency, and measurable outcomes into transformation finance. Through this funding deal, we are enabling scalable social impact by driving supply chain access, localisation, and financial inclusion.” Vignesh Subramani, managing executive (interim): SME Business at Absa Business Banking, added: “Small businesses are the heartbeat of our economy. This partnership not only unlocks capital for Black-owned SMEs but also provides an ecosystem of support to help them scale and compete sustainably. Transformation is most effective when it is practical and measurable, and this initiative is a step in that direction.” The collaboration between Absa and Heineken signals a strategic effort to promote inclusive economic growth, financial inclusion, and long-term resilience for Black-owned businesses in South Africa. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/article/absa-heineken-launch-major-r12bn-fund-for-black-owned-smes-285147a

Staff Writer | 19 November 2025 Political and economic expert Dr Frans Cronje says the black economic empowerment experiment has failed and that it is time for South Africa to move on. Cronje shared his views about South Africa’s economic policies during a discussion with Mike Sham on the State of the Nation podcast . He said that, although South Africa is on a good economic trajectory, there are a handful of policies that are hampering growth. “South Africa’s economy is growing at 1%. It should be growing at 5%. The reason it is not happening is because of government policies,” Cronje said. The key policies preventing growth in South Africa are black economic empowerment (BEE) and the Expropriation Act. The new Expropriation Act allows the state to take property without compensation or at a price below market value. “This act has nothing to do with land reform and everything to do with putting politicians in a position to extract wealth from money committed to the country,” he said. Commenting on BEE, Cronje said it is a tax on capital on arrival, as companies have to give away a portion of their business to invest in South Africa. “If you want to enter the South African economy, you have to pay a steep fee because of the empowerment policies,” he said. “The consequence is that many projects which would have been viable become unviable and investors go to other countries.” He highlighted ANC spokesperson Mahlengi Bhengu-Motsiri’s comments, where she said companies can take their money elsewhere if they don’t like BEE. She said that if investors don’t like South Africa’s policies, they can go elsewhere. “They can invest in India or somewhere else,” Bhengu-Motsiri said. Changing perception around BEE Cronje stated that there were significant changes in how people perceive black empowerment, and it was time to reconsider this policy. He cited President Cyril Ramaphosa’s comments regarding BEE following the Democratic Alliance’s (DA’s) proposal to significantly alter B-BBEE policies. Ramaphosa stated that Parliament is the correct and only venue for discussing amendments to the BEE legislation. Cronje said this was an astonishing show of how far the country has moved, considering that black economic empowerment was a foundational policy of the ANC. He added that it is now commonplace for people close to the ANC to concede that BEE policies are counterproductive to economic growth. “Ten years ago, you could not even talk about it. However, it is now the case that people don’t view BEE favourably,” he said. Cronje cited a poll, where 80% of South Africans said businesses that employ people and pay tax should not have to comply with further BEE requirements. “If the ANC does not read the signs well enough, it will increasingly find itself in a position where the balance of public opinion overtakes it,” he said. This creates a situation where the party’s leadership and ideology fail to align with what their voter base wants. Cronje highlighted that investor confidence has halved over the last two decades, which illustrates the devastating effect of poor government policies. The solution is to remove obstacles to investment, which include black empowerment requirements and the Expropriation Act. This will encourage local companies to start investing, which, in turn, will spark more interest from their international counterparts to follow. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://businesstech.co.za/news/government/843566/winds-of-change-surrounding-bee-in-south-africa/

Although the Definition of Black People has been in existence for some time now, we often find that it is still not clear for many. There is often a confusion around certain race groups or the way the person has obtained South African citizenship.   The definition of “Black People” as per the B-BBEE Act is as follows:   “Black People” is a generic term which means Africans, Coloureds and Indians- (a) who are citizens of the Republic of South Africa by birth or descent; or (b) who became citizens of the Republic of South Africa by naturalisation- (i) before 27 April 1994; or (ii) on or after 27 April 1994 and who would have been entitled to acquire citizenship by naturalisation prior to that date;   Technical Services  are available to assist Members in understanding the above definition.

Enterprise Development and Supplier Development were designed to complement one another. Under the General Amended B-BBEE Codes of Good Practice, the aim is for an organisation to develop a Beneficiary through Enterprise Development, then procure a good or service from them, and then elevate them to a Supplier Development Beneficiary. Bonus Points are available for such a successful elevation and creates an ecosystem of sustainable impact.   To achieve the Bonus Points on offer, organisations must ensure that all these sub-elements are claimed in the same Measurement Period .   Enterprise and Supplier Development Services  are available to help members determine how to claim these Bonus Points sustainably.

Jan Vermeulen | 13 November 2025 Eskom has denied that it excludes any race or gender in its recruitment process, despite fighting in the Labour Appeal Court to be allowed to reject white male applicants from being shortlisted for an appointment. The state-owned power utility recently won its appeal against a Labour Court decision, which found that Eskom’s practice of not shortlisting white males for an advertised post was unlawful. The matter dates back to 2017, when Eskom advertised a post for a “Senior Manager: Outage Execution at Peaking Power Station”. Alwyn Erasmus, who worked at Eskom for 30 years, applied for the position, along with numerous other employees. On his application form, Erasmus indicated that he is an African. He and other candidates who met the minimum requirements were shortlisted. Numerous staff from Eskom’s Human Resources Department interviewed the candidates, and Erasmus was recommended for the post but not appointed. The Presiding Officer found that Erasmus’ appointment would not have caused a decline in the employment equity. However, white males were overrepresented by 16% in the Group Technology Division (GTD). Eskom saw this as a missed opportunity to improve the employment equity at the GTD. Eskom’s Human Resources division confirmed that Erasmus would not have been shortlisted if he had indicated that he was white instead of African. Erasmus requested details about the decision under the Promotion of Access to Information Act, but Eskom refused. Trade union Solidarity then brought the issue to the Commission for Conciliation, Mediation and Arbitration (CCMA) as an unfair discrimination dispute on Erasmus’s behalf. In August 2018, the CCMA issued a certificate of outcome indicating that the matter remained unresolved. Solidarity then approached the Labour Court. In 2024, Judge Hilary Rabkin-Naicker ruled that Eskom’s approach was an unfair form of discrimination that violated the Employment Equity Act. Rabkin-Naicker held that rejecting applicants from non-designated groups at the shortlisting stage created an absolute barrier to prospective employment and advancement, contravening the Act. The Labour Appeal Court overturned this ruling, reasoning that Eskom’s policy of pipelining and giving preference to African males and females was rational. Pipelining involves promoting designated groups, in this case, women and black men, from middle management to reach the desired race and gender balance at the top. “This was a rational way to target a particular class of persons who have been susceptible to unfair discrimination at that level,” the panel of three judges ruled.  “It was conceived to protect and advance them, and it promotes equality.” Eskom disputes media reports Eskom was critical of media reports stating that its Labour Appeal Court victory allowed it to exclude white males from senior management positions. To better understand its position, MyBroadband contacted the power utility with five questions, asking it to answer each one separately. 1. Does Eskom view excluding a specific race or gender from being shortlisted as discrimination? No answer. 2. If not, can you explain why you don’t view this as discrimination? No answer. 3. Do you anticipate that you will, in future, exclude people based on race or gender from being shortlisted to meet your employment equity targets? No answer. 4. In 2022, Eskom chair Mteto Nyati said that to save the company, empowerment rules should be changed. He specifically mentioned employment equity targets. Does he stand by those remarks? No answer. 5. Can you explain where in the ruling it says that excluding someone at the shortlisting stage based on race or gender is not an absolute barrier? No answer. Eskom provides an official statement Instead of answering MyBroadband’s questions, Eskom provided a statement regarding the court ruling and its Employment Equity statement. “While MyBroadband’s questions follow its own public interpretation of the court order, Eskom’s position remains consistent: we follow the rule of law,” an Eskom spokesperson said. “We do not exclude any race, gender or people living with disabilities, as stated in our response to your recent article.” Eskom stated that its HR strategy is grounded in building a high-performance, ethical organisation, powered by an inclusive culture that values diversity. “Our recruitment processes uphold the principles of fairness, representation, and inclusion, in line with South Africa’s Employment Equity Act and constitutional framework,” it said. “Eskom does not practise or support unfair discrimination of any kind.” The power utility maintained that the Labour Appeal Court confirmed that its employment equity plans and practices are lawful, inclusive, and do not exclude any group. “The Court affirmed that equity and representivity considerations may legitimately be applied during recruitment, provided they are not rigid quotas or absolute barriers,” it said. “Our approach to transformation is one of inclusion and redress, not exclusion.” Eskom said employment equity targets guide long-term transformation, while each appointment remains grounded in fairness, competence, and performance. “Transformation and performance are not competing goals; they are mutually reinforcing,” it said.  “Eskom’s strength lies in attracting and developing diverse talent to build a more representative, capable, and ethical organisation that delivers sustainable energy for South Africa.” Solidarity responds to Labour Appeal Court judgment and Eskom MyBroadband also contacted trade union Solidarity for comment on the case and Eskom’s remarks on Twitter. Anton van der Bijl, the deputy CEO and head of legal services, directly addressed our questions. 1. Do you agree with the Labour Appeal Court’s judgment? Whilst we are obviously disappointed with the judgment, we are obtaining legal advice as to whether there are grounds for a further referral of the matter.  2. In its response to our report about the ruling, Eskom made several statements, including “Eskom does not exclude any race group from employment.” Is that true? I think they are disingenuous. Obviously, Eskom’s workforce consists of many races. But they have a strict race-based policy inherent in all employment decisions made. If that were not true, obviously, there would not have been the necessity for us to financially invest heavily in this Court case to ensure that justice prevails. 3. Eskom said: “The Labour Appeal Court affirmed that Eskom’s employment equity measures are lawful, rational, and do not constitute an absolute barrier to any group.” Is this accurate? If that is Eskom’s deduction from this court case, it’s a bit of a stretch of the imagination. The court declared this specific matter, and the specific non-appointment of Mr Erasmus, as not discriminatory. Nothing more, nothing less. 4. Eskom said: “Eskom believes that transformation is about redress, not exclusion.” Do you agree with this statement? Quite logically, if it were about redress, a designated person would have been appointed. Yet Mr Erasmus was “excluded” without someone being “redressed”. How this can be touted as any sort of win, in any way, is beyond imagination. Yet again, we as taxpayers must foot the bill for work not being done due to someone not being appointed based on the colour of their skin. 5. Will you be challenging the Labour Appeal Court’s judgment? If so, where would a further appeal be heard? See my answer to question 1. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://mybroadband.co.za/news/energy/618158-eskom-responds-to-questions-about-excluding-white-males-from-senior-management-shortlist.html

Seth Thorne | 12 November 2025 The African National Congress (ANC) has hit back at co-governing partner the Democratic Alliance’s (DA’s) proposal to replace Broad-Based Black Economic Empowerment (BB-BEE). In a statement on 11 November, the ANC called it an attempt by the second largest party “to undermine the gains of our struggle, an attempt aimed at rolling back over 300 years of subjugation of our people.” Yet, the Deputy President said that they are open to a review, with possible ‘tweaks’ to address the shortcomings. The DA is one of the country’s most vocal critics against BEE, which has been in place since the early 2000s, arguing that it has become a conduit for state-sponsored corruption, theft, and fraud, ulitmately failing to reform the economy. The DA’s proposed Economic Inclusion for All Bill aims to do away with BEE legislation and, in its place, institute a new public procurement system. “BEE is nothing but state-sponsored fraud and corruption. It’s making people poorer, and we have evidence of that,” said the DA’s Ivan Meyer.  The bill is an amendment to the Public Procurement Amendment Act of 2024, to repeal race-based preferential procurement provisions and replace them with a needs-based empowerment system that is not race-based.  The new proposed system is based on three components for procurement: value for money, economic inclusion and disqualification criteria for those who are implicated in fraud and corruption.  Meyer added that the policy and the goal of promoting an inclusive economy cannot just be abolished; it needs to be replaced. However, the ANC, the largest party in the country with 159/400 seats in the National Assembly, accused the DA of wanting to “undermine the gains of our struggle.” Calling it “an attempt aimed at rolling back over 300 years of subjugation of our people,” the ANC claimed that the party has “pain when they witness the development and transformation of black people.” “We will not relent until the legacy of colonialism and apartheid is erased in the economy, employment and social dynamic.” “We will not capitulate, but the dignity of our people remains the centre of our daily prosecution of our struggle,” added the ANC. Deputy President Paul Mashatile says there’s no need to scrap existing BEE laws, arguing that a review and amendments can address weaknesses. Responding to the DA’s proposal for non-race-based procurement legislation in Parliament, Mashatile said government reforms under Operation Vulindlela were already aimed at driving growth and job creation. He added that the Department of Trade was reviewing BEE policy to make it more inclusive: “To the extent that there may be weaknesses, let’s correct that… There’s no need to ditch the legislation.” Mashatile said all parties in the Government of National Unity were encouraged to support the review, adding: “You don’t have to throw away the legislation — you review it, amend it, make it better.” The DA welcomed the comments that they would be open to tweaks. DA Deputy Chief Whip Baxolile Nodada said in a subsequent statement that BEE has been “captured by political insiders” and failed to create broad economic opportunity. He reiterated the DA’s call to replace BEE with its proposed Economic Inclusion for All Bill, which introduces a procurement scorecard based on individual means and needs to ensure fair access and value for money. “The DA’s alternative is the only plan before Parliament to truly lift millions out of poverty,” Nodada said. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://newsday.co.za/south-africa/10372/anc-slams-das-plan-to-scrap-bee-as-rollback-of-300-years-of-struggle/

Vishal Premlall | 10 November 2025 Driving inclusion and changing perceptions in the tyre sector.   As South Africa marks Disability Awareness Month the Tyre, Equipment, Parts Association (TEPA), is proud to highlight how one of its members is putting inclusion into practice - not just through words, but through action. At Super Tyres, inclusion is more than a policy - it’s a purpose. The company currently employs two people living with disabilities and hosts five learners with disabilities as part of its workplace-based learnership programme. These learners represent a diverse range of abilities, including visual impairment, albinism, scoliosis, learning disabilities, and hearing impairments.   The 12-month learnership combines two days a week of classroom learning - completing an NQF Level 2 Business Administration course - with three days of practical experience in a fitment centre. Each learner is supported by a “buddy system”, with a designated Induna (workshop leader) providing mentorship and assistance to ensure a safe, inclusive learning environment.   “We’re not just paying stipends or ticking boxes,” explains Nytanya Loretz, Operations Manager at Super Tyres. “We’re giving learners the platform to showcase their abilities, not their disabilities. Every day, they remind us that talent, commitment and drive know no limits.” Among the standout learners is Sasha Mosehla, who joined Super Tyres through the Siripat Lions Club, today, he works as a tyre fitter, gaining additional skills in wheel alignment and suspension.   For Sasha, the opportunity has been life-changing. “When I put on my uniform, I feel proud,” he says. “People in my community didn’t think someone with a disability could have a proper job.” Now, he’s motivating friends in his community to look for work and believe in their potential. “Sasha’s story,” says Vishal Premlall, TEPA National Director, “captures the essence of what Disability Awareness Month represents: empowerment through opportunity. It also shows what happens when businesses look beyond perceived limitations and focus on capability.”   Another inspiring learner, Skhulile Shabane (27), lives with limited vision in her left eye but refuses to let that define her. Having completed her matric, she is known for her determination, teamwork, and problem-solving skills - qualities that have made her a valued member of the Super Tyres family.   “Teamwork and community are at the heart of who I am,” says Skhulile. “Inclusivity is about acceptance - opening our hearts and minds to differences and embracing everyone equally.” She hopes to one day pursue a career in accounting, continuing to prove that, in her own words, “you don’t have to be great to start, but you have to start to be great.”   Completing the trio of determined learners is Nonceba Portia Mthembu, who works across tyre fitment, housekeeping, and assisting at the sales counter. Known for her strong work ethic and positive attitude, Portia embodies the company’s ethos of “starting from the bottom and working your way up.” She describes Super Tyres as a place where people are given real chances to grow. “It’s supportive and hands-on. We are encouraged to learn, to try, and to take pride in our work. It’s a friendly but hardworking environment that values honesty, teamwork, and loyalty.”   Together, these young South Africans are redefining what inclusion looks like in practice - proving that with the right support and opportunity, people of all abilities can thrive in technical and customer-facing roles alike.   Super Tyres’ commitment extends beyond its disability programme. Since 2022, the company has trained over 150 learners and employees through its various development initiatives, including the national YES for Youth programme and accredited skills training for permanent staff. Learners are selected through social media outreach, staff referrals, and community partnerships, ensuring opportunities reach those who need them most.   “We commend the approach being undertaken. As a proud TEPA member, Super Tyres is setting an example, other businesses can follow,” notes Premlall. The message is clear. “Start small -  but start. Inclusion isn’t just about compliance - it’s about unlocking potential that might otherwise go unseen. These programmes don’t only change learners’ lives; they change your business for the better. You’ll build empathy, unity, and purpose - qualities that make your company stronger.”   Initiatives like these align perfectly with the association’s broader mission to advance skills development and inclusion within the automotive aftermarket. “When we create opportunities for people with disabilities, we don’t just build better teams - we build a better industry,” concludes Premlall. TEPA is a proud association of the Retail Motor Industry Organisation (RMI). ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://www.autoforum.co.za/View-News-Article.aspx?News=driving-inclusion-and-changing-perceptions-in-the-tyre-sector-25-21-10

LnT Desk | 10 November 2025 Canal Walk has opened its doors to U-turn Homeless Ministries, providing a permanent retail space at Shop 177 on the Lower Level to house the charity’s new thrift shop. This partnership marks a significant expansion of the shopping centre’s social responsibility programme and represents a tangible commitment to addressing homelessness in the Western Cape. A partnership with purpose The collaboration builds on an existing relationship where U-turn’s mobile Thrift Bus has operated from Canal Walk’s bus lane at Entrance 3 for several years. The new permanent store allows the charity to expand its reach and impact whilst providing customers with a unique shopping experience that directly supports homeless individuals. U-turn operates a comprehensive four-phase skills development programme designed to help people overcome homelessness. The thrift shop serves as a crucial component of the charity’s work-readiness phase, where formerly homeless individuals – affectionately known as ‘Champions’ – gain employment skills, earn stipends and build confidence before transitioning to the open labour market. “We believe businesses have a responsibility to address social challenges within their communities,” said Vanessa Herbst, Marketing Manager at Canal Walk. “By providing U-turn with rent-free retail space, we’re creating a sustainable platform for skills development and community engagement that benefits everyone.” The impact has been immediate and measurable. During its opening weekend, the store generated over R50,000 in turnover, demonstrating strong community support. U-turn typically receives between 400kg and 700kg of donated clothing monthly, with expectations that the permanent location will significantly increase donations. Transforming lives through retail experience Champions working at the thrift shop receive comprehensive support including weekly therapy sessions from an interdisciplinary team of social workers, occupational therapists, life coaches and counsellors. All revenue generated returns directly to the programme, covering stipends, therapy, accommodation, transport and skills development. The store offers a carefully curated selection of high-quality preloved and new items including clothing, shoes, accessories, household goods and furniture. Each donation is sorted, washed and selected to meet strict quality standards, creating a modern retail environment that challenges traditional perceptions of charity shops. Success stories demonstrate programme impact Alistar Reynolds grew up in Cape Town during the turbulent 1980s and 1990s, excelling as a sportsman and student until his grandfather’s death left him seeking acceptance in dangerous places. Substance abuse led to crime, imprisonment and ultimately homelessness, leaving him broken and convinced he was beyond saving. When Alistar entered a U-turn service centre, staff recognised potential he couldn’t see in himself. The programme helped him rebuild his life, and upon graduation, he chose to give back rather than pursue culinary school. Today, Alistar manages a U-turn thrift shop, trains baristas and mentors countless people in recovery whilst being a present father and loving son. Bianca Rabbaney left her Athlone home early, drawn by peer pressure into a lifestyle of partying that spiralled into drug dependency and homelessness. Surviving on the streets and dependent on others for basic needs, she discovered U-turn through her future husband’s recommendation. Expecting judgment, she instead found love, warmth and acceptance that completely transformed her life. Today, Bianca is happily married and oversees several Cape Town shops while regularly consulting on Johannesburg expansion projects. Known affectionately as Ms B, she serves as an inspiration to Champions under her care and embodies resilience in the face of adversity. U-turn’s ambitious goal extends beyond individual transformation. The organisation plans to create an accessible life-change pathway for every homeless person in South Africa, with new service centres opening in Wynberg and rapid expansion in Gauteng province. Sustainable corporate responsibility model The partnership reflects Canal Walk’s understanding that meaningful corporate social responsibility requires sustained commitment rather than one-off charitable gestures. By providing ongoing support through free retail space, the shopping centre enables U-turn to focus resources on programme delivery rather than overhead costs. How the community can get involved Community members can support the initiative by donating quality preloved items at the store, purchasing Mi-change vouchers to give to people on the street instead of cash, or volunteering with the organisation. The charity accepts clothing, furniture, books, household items and linen, with collection services available. The U-turn Thrift Shop at Canal Walk operates as more than a retail outlet – it represents hope, transformation and the power of community partnership in addressing one of South Africa’s most pressing social challenges. About  U-turn Homeless Ministries  U-turn works to transform the lives of homeless individuals through comprehensive support programmes spanning addiction recovery, skills development, employment training and community reintegration. The organisation operates multiple service centres and retail outlets across South Africa. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://lifestyleandtech.co.za/company-news/article/2025-11-10/canal-walk-partners-with-u-turn-to-combat-homelessness-at-new-thrift-shop

The Author or Deponent of a Sworn Affidavit must be a duly represented registered Director, Owner, Member or Shareholder of an organisation. This individual also needs to understand the contents of what they are declaring and ensure that there is no misrepresentation in any form. Where an organisation has foreign shareholders, the same principle applies.   A Sworn Affidavit is Invalid if anyone other than the above acts as a Deponent.   Certificate Collection Services  are available to assist Members in understanding the Sworn Affidavit requirements.

SANAS accredited B-BBEE Rating Agencies evaluate compliance based on verifiable evidence, not declarations or statements. Each claim must be backed by traceable data for certain elements, such as payroll records, training invoices, or latest supplier B-BBEE Statuses valid for the Financial Year End being verified.   Common B-BBEE Verification challenges include mismatched initiatives for different Financial Years, missing supporting documentation, and incorrect classification of information.   Automating calculations & evidence management  using centralised data repositories and document tracking reduces audit findings and rework.   Membership Services  are available to assist Members in understanding the B-BBEE Management and Verification process.

VAT is a Total Measured Procurement Spend (TMPS) exclusion as per  Clause 6.1 of Statement 400 of the Amended Generic Codes of Good Practice :   “6.1 Taxation: any amount payable to any person representing a lawful tax or levy imposed by an organ of state authorised to impose such a tax or levy, including rates imposed by a municipality or other local government."   Therefore, to confirm that VAT is an exclusion from an organisation’s TMPS, it must be recorded as such in its Audited Financial Statements or Financial Statements.   Enterprise & Supplier Development Services  are available to assist Members in understanding the Preferential Procurement element.

The Construction B-BBEE Sector Codes of Good Practice differs from others as it does not incorporate Enterprise Development as an element. Therefore, what happens if an organisation is measured on the Amended General B-BBEE Codes of Good Practice, but its Enterprise Development Beneficiary is subject to the Construction B-BBEE Sector Codes of Good Practice?   There is no cross-implementation in Amended General B-BBEE Codes of Good Practice and Sector B-BBEE Codes of Good Practice; an organisation is measured on either/or. In this case, such an Enterprise Development Beneficiary will be subject to the definition laid out in the Amended General B-BBEE Codes of Good Practice if the Measured Entity is measured under this scorecard. Important to note is that where a matter is silent in any Sector B-BBEE Codes of Good Practice, it reverts to the Amended General B-BBEE Codes of Good Practice and not vice versa.   Enterprise & Supplier Development Services  are available to assist Members in hosting beneficiaries outside the ambit of the Sector B-BBEE Codes of Good Practice they are measured on.