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SA Good News | 17 February 2023 The Anglo American ICT learnership programme in South Africa has produced 35 graduates with a set of new digital skills contributing to the country’s overall ICT development focus. All 35 young graduates have achieved an NQF 4 qualification and are part of the first cohort of the programme. The ICT learnership programme included subjects such as e-commerce, graphic designing, UI/UX and cloud computing to help school leavers continue to build ICT skills post-matric. The learnership aims to give candidates certified skills and experience through on-the-job training in order to secure jobs in the ICT sector and close the country’s massive digital skills gap. The 12-month SETA-accredited learnership is managed by local development specialists, Summit. Each student receives a monthly stipend, a device, and data, and is allocated an employee mentor by Anglo American. At least 40% of their time is spent doing practical training. Of this first group of graduates, 11 have been employed full-time by the non-profit organisation Edunova, 10 will be pursuing an NQF5 coding learnership, and 14 will be enrolling in various tertiary education undergraduate programmes. Zaheera Soomar, global lead for education and community skills at Anglo American, said: “It is through such partnerships that opportunities and pathways are created for our communities, particularly in accessing quality education, technology, and digital skills. As the programme upscales to more young people, I look forward to seeing the impact it has for them, their families, and communities”. Tshegofatso Mosiapoa, one of the graduates, said: “On the first day of the learnership, the instructor asked us to switch on the laptops and open Microsoft Word. I had no clue what he was talking about, as it was my first time working on a laptop. A year later, I am an ICT graduate with my own small business, helping people in my community run, install, and update software and teaching them how to use Microsoft. The learnership has given me skills to earn an income for myself. I am excited to further my skills by studying an NQF 5 Systems Development course as well”. Based on its success, the programme will increase its intake to 120 learners this year coming from communities close to Anglo American’s operations in Limpopo, North West and Northern Cape. The learnership will also be launched in Botswana in communities around De Beers’ Debswana operations, and a similar learnership will be established in our Australia host community. The 2021 ICT Skills Survey, carried out by Wits University’s Joburg Centre for Software Engineering (JCSE) in partnership with the Institute of Information Technology Professionals South Africa (IITPSA), highlighted the fact that significant digital skills gaps remain in South Africa, with not enough new skills coming through the pipeline. The learnership programme was established following the success of a Google Sprint between July and December 2021. The Sprint saw more than 150 Grade 12 students from schools around Anglo American’s mining operations complete courses in IT Support, UX/UI Design, Project Management, and Data Analytics. Three of the Google Sprint graduates were part of the learnership’s first intake. As the learnership progresses, the programme aims to deploy learners as ICT champions in schools that are part of Anglo American’s Education Programme. Their duties will include setting up devices at schools; securing and maintaining devices and ICT infrastructure; supporting the adoption of ICT into teaching methods; and giving students ICT skills. About the Anglo American Education programme The Anglo American South Africa Education Programme aims to improve learners’ educational outcomes, and quality passes through addressing some of the underlying reasons for poor education outcomes by supporting school management teams, governing bodies, principals, and teaching staff. The programme forms part of Anglo American’s Sustainable Mining Plan, and one of its pillars is to create thriving communities close to its operations, with education as a key building block. The programme has set ambitious learner-focussed targets, including: · 90% of learners aged five meeting the minimum requirements for school readiness · 90% of grade 3 learners passing with at least 50% in Numeracy and Literacy · 75% of grade 6 learners passing with at least 50% in Mathematics and English First Additional Language · 90% matriculation pass rate, with a 50% university entrance · 65% of grade 12 learners passing with at least 50% in Mathematics In July 2022, Anglo American announced that it would be extending its education programme in South Africa. By 2027, Anglo American will have invested R1 billion in improving educational outcomes in South Africa, with the ultimate target for schools in host communities to perform within the top 20% of state schools nationally by 2030 – per the ambitions of our Sustainable Mining Plan. For further information, requests for media interviews please contact: Media South Africa Nompumelelo Kunene nompumelelo.kunene@angloamerican.com ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.sagoodnews.co.za/anglo-american-ict-learnership-programme-in-south-africa-produces-its-first-cohort-graduates/

Vaal University of Technology | 16 February 2023 The signing of a Memorandum of Understanding (MoU) between VUT, North-West University (NWU) and the Vaal Special Economic Zone (SEZ) This follows the recent signing of a Memorandum of Understanding (MoU) between VUT, North-West University (NWU) and the Vaal Special Economic Zone (SEZ). The strategic collaboration between the three seeks to enhance skills, re-industrialise and rejuvenate the declining economy of the Vaal region. The agreement was signed by Dr Simphiwe Nelana (VUT acting DVC: Research, Innovation, Commercialisation, and Internationalisation), Prof Dr Bismark Tyobeka (NWU vice chancellor and principal) and Xola Sithole (SEZ Programme director). Highlighting some of VUT’s strengths that would be relevant and valuable to this project, Nelana singled out the University’s Centre for Alternative Energy which has a focus on fuel cells research, dating back from 2004 and has grown to a point that a novel membrane has been developed and manufactured. “This research centre, working with other departments will play a vital role in the project on green energy generation, green hydrogen, green steel,” he said. He further emphasised that the University will play a major in the focus area on greenhouse farming, and agri-processing, cannabis related farming, adding that the VUT’s Institute for Chemical and Biotechnology (ICBT) has secured a license to be a testing centre for cannabis growers around Gauteng, and that they have been awarded a grant for infrastructure development by the Gauteng Department of Agriculture and Rural Development (GDARD). Tyobeka, on the other hand, didn’t mince his words when he emphasised how important it is for universities to conduct research that is relevant and has impact in the communities, adding that there is an even greater need for the integration of research and community engagement. “The signing of this MOU is a great step in ensuring that universities participate in the activation of the local and rural economy, in this instance, at Vanderbijlpark,” he added. Prior to signing on the dotted lines, Sithole gave an overview and vision of Vaal SEZ, saying that primarily, it aims to build a multi-site, multi-sector SEZ throughout the Sedibeng district and regenerate the Vaal region by supporting new economic activity within the area. Referring to the twelve-page MOU as 'the pursuit of the mission to reignite the birthplace of industrialisation in South Africa', he highlighted that building on the historic competitive strengths and skills base of the area, this is not ‘mission impossible’. On the rationale for collaborating with VUT and NWU, he said some of the expected priority outcomes include bespoke basic and applied research and innovation in the priority investment areas for the SEZ, as well as skills development to meet the requirements of the investors over the medium to long-term. “This partnership is a critical to the establishment of an ecosystem that will power the successful implementation of the Vaal SEZ,” he concluded. Also in attendance at the momentous event were the executive mayor of Emfuleni Local Municipality, Cllr Sipho Radebe and political head of Local Economic Development in Sedibeng District Municipality, MMC Lulama Gamede, who pledged their support for the initiative. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/Article/196/499/236042.html

Michael Ketz | 16 February 2023 Share incentive plans are becoming more and more popular among private companies as a means of remunerating employees and improving staff retention. Increasingly, these organisations are looking to implement share-based remuneration that extends beyond the executive pool. Private companies offering incentive plans must carefully navigate a maze of complexities related to their incentive plan administration, accounting, and communication – even more so than their listed counterparts. If these are not managed effectively, there can be adverse effects for both the company and the employees it is looking to remunerate and retain. Incentives that work In recent years, private companies have moved away from phantom share plans, which pay out the equivalent cash value of an equity incentive when they vest, to rewarding staff with a share in the company. Share incentives have emerged as a desirable option for companies looking to keep their cash flow steady while allowing employees the chance to reap long-term benefits from their employment and business growth. The opportunity to partake in long-term company growth has become a popular choice amongst employees who are opting to retain their shares rather than cash out when these incentives vest, displaying an enthusiasm to become part of something more significant. Several factors play a pivotal role in ensuring a successful incentive plan, among them being the requirement for clear and ongoing communication of the plan with employees. When an incentive plan is not well understood by employees, it is likely to have its value eroded by competing interests or other factors that adversely affect loyalty — such as changes in management or corporate strategy — and its effectiveness as an incentive tool can diminish. Communicating the value For private companies, effective communication with share plan participants is even more important due to the lack of publicly available financial information, such as readily available share price information or news on corporate actions. Unlike listed companies, private company shares are not traded on an open market, making it difficult for shareholders to easily understand the value of their equity and, consequently, the value of equity incentives. Therefore, this value must be communicated to participants to maximise the incentives' efficacy and keep them abreast of any corporate news - such as plans to list or possible liquidity events. Fair valuing incentive plans can be a tricky task, but attempting to estimate the value without proper guidance could not only prove costly - but it may also work against staff retention. Fortunately, technology is on hand to support and automate these complex computations - saving time and money while also providing transparency into how successful each initiative truly is in driving engagement and retaining valued staff members. Managing the reward lifecycle from issuance to settlement For private companies, the administration of equity compensation provides a unique set of complex challenges. Awarding and tracking these awards is only part of it – settling them in an environment where liquidity issues will most likely arise makes it all the more difficult. For example, employees may not be able to sell a portion of their equity until the company goes public or undergoes a liquidity event. Therefore, planning couldn’t be more important when launching an equity-based incentive plan. Companies must carefully consider the implications of enabling their incentive plan participants to sell their equity while considering liquidity constraints and incentive-related taxes, as well as how best to ensure funds are transferred securely into participants' bank accounts. These decisions will have a significant financial effect on employees, requiring thoughtful attention from all parties involved. Working with the right technology partner can bring immense value in tackling complex incentive plan challenges. It can personalise communication and create customised processes such as online award issue flows with digital signing capabilities that enable electronic tracking of orders from start to finish. Furthermore, tax calculations and payment automation through specialised incentive technology can facilitate a more streamlined, communicative experience that everyone can rely on. Managing the share register Ensuring adequate tracking of equity ownership is critical in understanding the influence that share dilutions can have on current shareholders and potential investors alike. A highly-intelligent, automated system prevents any unnecessary complexity associated with managing a share register, specifically during liquidity or capital events. With an appropriate technology solution, companies can store all pertinent documentation related to both shareholdings and dividends on one central repository (often referred to as a "Cap Table"), allowing it not only to facilitate future investments but also to execute dilution scenarios for adequate funding management. Simplifying the complexity Consideration of administration, remuneration and compliance reporting is vital in maintaining cost-effective yet compliant incentive plans. Accounting for equity-settled or phantom plans must also be achieved in line with the financial reporting standards on share-based transactions. Keeping up with all these areas can be simplified through automated processes. Automated integration can reduce risk and simplify complex processes using step-by-step procedures, making calculations easier and providing the necessary monitoring and recordkeeping to ensure efficient administration across the organisation. By implementing a digital tool, businesses can instil order in their operations. Employees are kept in the loop, and a culture of ownership is established, which in turn drives greater employee engagement and retention. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.engineeringnews.co.za/article/how-private-companies-can-manage-equity-compensation-effectively-2023-02-16-1/rep_id:4136

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17 February 2023 An organisation may not claim the salary for an Employee Bursar as part of its Bursary Programme. However, as per 2.1.1.2 of the Skills Development Scorecard, an organisation may claim a Stipend for an unemployed Bursar. 2.1.1.2 refers: “Skills Development Expenditure on bursaries for ‘Black’ Students at Higher Education Institutions”. Furthermore, clause 5.5 states: “Salaries or wages paid to an employee participating as a learner in any Learning Programme constitute Skills Development Expenditure if the Learning Programme is a Learnership, Internship and Apprenticeship (Category B, C and D) of the Learning Programme Matrix or a stipend linked to a bursary programme in terms of paragraph 2.1.1.2.” Historically, this principle results in organisations giving preference to unemployed Bursars, where they can claim a higher overall cost. Members need to consider the return on investment as well as the B-BBEE points when developing their bursary strategy. Additionally, members must ascertain whether bursaries fall into their Employee Value Proposition (EVP) and their Training Plan before being driven blindly by the B-BBEE points in isolation. Skills Development Services are on hand to guide members in making expenditure claims.

17 February 2023 For most SETAs, the deadline for submitting Workplace Skills Plans (WSPs) and Annual Training Reports (ATRs) is 30th April 2023. Where organisations must submit these reports to their relevant SETA, they should obtain points under the Skills Development element. As Skills Development is an identified Priority Element, not submitting an ATR and WSP could trigger the Discounting Principle, which will impact an organisation’s overall score. The information contained in the WSP and ATR must coincide with the data submitted to an organisation's B-BBEE Rating Agency at the time of their B-BBEE Verification. Both the WSP and ATR are strategically designed documents that systematically identify any skills gaps, which align with the government's overall Skills Development Strategy. Both intend to track development, plot succession plans and monitor the overall progress of organisations against set targets. Skills Development Services are available for any queries or challenges regarding submissions.

A B-BBEE Verification is based on the evidence presented. Therefore, when entering into an agreement with a Beneficiary, a contract must incorporate all evidential requirements. Although parties do not enter into an agreement with the mindset that things will go wrong, the mitigation of risk must drive such an agreement. Consequently, generic Beneficiary contracts do not apply to all. It is vital that an organisation highlights all the benefits in the agreement as well as how evidence is presented for a B-BBEE Verification at the date of signature. Challenges often occur when an organisation identifies benefits by default, following the signing of a contract. One may not synchronise the date of agreement to suit a benefit later revealed. Enterprise & Supplier Development Services are available to guide members on the contractual requirements for this element.

The rule of thumb in claiming B-BBEE points is to follow the money directly to the end Beneficiary. Therefore, incorporating a third party between an organisation and a Beneficiary will not warrant a claim. The valid B-BBEE credentials of the end Beneficiary will be needed in order to validate the claim. Technical Compliance Services are available to advise how members should present evidence pertaining to any Beneficiary claims.

Bizcommunity | 15 February 2023 Frederik Zietsman, CEO of Takealot. Source: Supplied The SMMEs will also get the opportunity to pitch their business for potential grants or interest-free loan funding. Frederik Zietsman, CEO of Takealot.com comments, “SMMEs are critical to addressing many of South Africa’s socio-economic challenges, from helping to create inclusive business growth to job creation and transformation. But this is only possible if the right conditions are created for these businesses to grow and thrive. “We are deeply passionate about SMME development and recognise the need to act now to support Black entrepreneurs to ensure their future success. Through the Takealot Marketplace Business Accelerator Programme, we are committed to playing an active role in promoting an inclusive digital economy.” According to the World Bank’s International Finance Corporation’s MSME Opportunity in South Africa 2019 report, the small business sector employs between 50% to 60% of South Africa’s workforce. Despite being the backbone of the country’s economy, they often remain the most vulnerable, especially as South African businesses continue to battle with ongoing inflation increases and electricity woes. With the aim of building an inclusive digital economy, Takealot says it's committed to scaling and growing this Business Accelerator Programme year on year to play an active role in promoting entrepreneurship and creating opportunities for all. “In the past year alone, Takealot has onboarded over 3,000 new businesses - a testament to the empowering value of the marketplace platform. We believe the Business Accelerator Programme embodies the sort of initiatives that will help drive our country forward. Because supporting SMMEs to grow their own business is one of the best ways to ultimately help South Africa’s economy succeed,“ concluded Zietsman. Applications to the Takealot Marketplace Business Accelerator Programme are now open and will close on 24 February 2023. Takealot Marketplace sellers can apply here. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’ https://www.bizcommunity.com/Article/196/394/236023.html

Staff Reporter | 15 February 2023 Barbra Muzata from Corteva Agriscience with the 35 #SoilSistas selected in 2022. Photo: Supplied/Food For Mzansi It is the chance of a lifetime, but you will have to hurry with your last-minute application to be among the 30 women farmers and agripreneurs selected to a year-long programme offered by Corteva Agriscience and the Gordon Institute of Business Science. The initiative, now in its third year, aims to empower women in agriculture to become successful farmers, small-business owners, and providers for their families. In ongoing efforts to sow the seeds of change, Corteva Agriscience is again working with the Entrepreneurship Development Academy (EDA) at GIBS to implement an immersive, tailor-made programme, aimed at advancing the interests of women farmers. The hybrid, 12-month course equips women agripreneurs with the entrepreneurial, business, and leadership skills they need to operate and sustain their agricultural enterprises profitably. In 2021, during the pilot launch of the initiative, 33 women agripreneurs graduated out of a class of 36 (selected from among 500 applicants), with the programme achieving a high success rate of 92%. In the midway assessment of the 2022 programme, 95% of the women agripreneurs reported that the course challenged them to think differently about running their businesses. The 2023 programme will seek to support 30 participants through theoretical and experiential training and will facilitate valuable networking opportunities with other farmers and experienced sector role players. Women agripreneurs who meet the following criteria are encouraged to apply ahead of the programme kick-off in March 2023. The following criteria should be kept in mind when applying. Applicants must: be a South African citizen. be at least 21 years of age. be operating a business for at least two years in the agricultural sector or sub-sectors and should have growth potential. employ at least one or more persons. generate at least R300 000 in revenue/sales per annum (evidence will be requested from shortlisted applicants. be based in Gauteng or within traveling distance to Illovo, Johannesburg. Traveling will be at your own cost. Surrounding provinces will be accepted. The programme delivery will be blended with in-person sessions in Johannesburg at your own cost. have access to a computer that can be comfortably used and supported with stable Wi-Fi or data. accept that the programme will be delivered in a blended format (a mix of online and in-person sessions). be able to read, write and converse in English. A matric will be an advantage. provide a commitment fee of R3 500 as a deposit. The full fee is refundable when successfully graduating. Early drop-out will result in the fee being forfeited. Corteva Agriscience has committed to engaging with and supporting women in agriculture across the globe from the largest farms in the most advanced economies, to the smallest subsistence farms in developing economies. The company proudly collaborates with local and regional communities through outreach programmes around the world, focusing efforts on empowering women, enabling youth, and engaging communities. “Women farmers feed more than just their families and communities; their efforts help feed the world. That’s why at Corteva Agriscience, we’re continually working with women farmers to help them become successful farmers, small-business owners, and providers for their families,” said Betty Kiplagat, government and industry affairs leader for Africa and the Middle East at Corteva Agriscience. One of the agripreneurs in the current cohort said, “The programme has gone from strength to strength since the pilot. The process begins by selecting the most promising project applications and these successful applicants will benefit from the training programme, designed, and delivered by sector experts and mentors” In addition to this, the programme looks to ensure that women agripreneurs are equipped with the necessary skills, training and development to ensure that they run sustainable and profitable agricultural enterprises. Safe-guarding food security Miranda Hosking, managing executive: social education at GIBS added, “Despite women’s significant representation, it is widely acknowledged that women in the agricultural sector are not equal to their male peers in terms of economic return and employment. Research has shown that every rand in income earned by a woman achieves the same impact as R11 earned by a man. “Studies also show that women make critical contributions to agricultural and rural economies in developing countries and that women in rural areas are often responsible for managing complex households and deriving their livelihoods from various sources. Therefore, increasing the effective participation of women in commercial agriculture will significantly enhance the potential to address food insecurity and local economic development. “Transformation of the agriculture sector is critical to ensure that women- owned agri-businesses can thrive and become sustainable, thus enabling them to fully participate in this key economic sector.” Applications close this week with the programme set to start in March 2023. Please note that by applying for this programme, you consent to your personal information being supplied to the GIBS EDA and Corteva Agriscience for further communication. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.foodformzansi.co.za/women-in-agriculture-last-chance-to-apply/

Bizcommunity | 15 February 2023 Image by Michi S from Pixabay The school will offer four of its accredited qualifications, three at undergraduate level, and its honours-level Postgraduate Diploma in Management Practice, from its new Brickfield campus in Woodstock. The new campus will also host the school’s executive education and customised programmes for its Cape Town-based corporate clients. Welcoming Henley’s decision to open a Cape Town campus, Wrenelle Stander, the CEO of Wesgro, the official trade and investment promotion agency for Cape Town and the Western Cape, said the move is a positive addition to the talent landscape in the province. “Henley’s international alumni network is well-recognised and powerful, and we anticipate our business community leveraging this as they grow their organisations and the Western Cape economy. We look forward to Henley’s faculty, students and alumni contributing to constructive conversations at a provincial level,” Stander said. The dearth of skilled workers and professionals has long been identified as a major constraint to growing SA’s economy and reducing the unemployment rate. Among other goals, the National Development Plan (NDP), a long-term plan articulating the country’s vision to eliminate poverty and reduce inequality by 2030, targets increasing the number of university enrolments as part of efforts to boost SA’s skills base. Boosting skills development Business schools are expected to play a central role particularly in terms of boosting leadership and management skills, key to the success of any organisation. There are some 22 local schools in SA offering Masters in Business Administration programmes (MBAs) — the world's best known and most widely recognised management education qualification—with the University of Cape Town Graduate School of Business and the Stellenbosch University’s Business School (USB) being the most notable in the Western Cape. While Henley has no immediate plans to offer a fully-fledged MBA progamme at its Cape Town campus, it says there will be support available to its MBA students based in the city – but they will be officially registered with the Johannesburg campus. Most of the MBA work is done remotely but there are in-person sessions and these are held in Johannesburg. “Cape Town is South Africa’s innovation capital and one of the most exciting places in the country to be doing business – and thinking differently about how to do business that builds the country. At Henley Africa, we are eager to be a part of this energy. And as the country’s fastest growing and only international business school, we know Henley has a lot to offer the mother city,” said Jon Foster-Pedley, dean and director of Henley Africa. Henley’s own research indicates that an estimated 36% of senior managers in the public sector did not have the required-level of qualification for their position in 2021, and in the Western Cape, on average, just 29% of managers working across all industries have some form of management qualification. “We simply have to get these numbers up and we want to make it as easy and accessible as possible for more South Africans to rise through the academic ranks,” Foster-Pedley said. Rashika Padarath, head of Henley’s degree-level management development programme, said the flexibility and structure of the schools’ programmes could give thousands of working people “who may lack the formal qualifications or the luxury of time to study at business school the skills and confidence to manage and lead themselves and others well.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/Article/196/499/235988.html

Sunday World | 15th Feb 2023 Employment and Labour Minister, Thulas Nxesi, says the social compact initiatives announced by President Cyril Ramaphosa during his State of the Nation Address are critical to promoting job creation. Nxesi said that there is a broad agreement from the social partners on eight priority interventions, and they anticipate that five or more Economic Sector compacts will come out of this process, as with the ESKOM social compact. The Minister was speaking on Tuesday at the Cape Town City Hall during a Parliamentary debate of President Cyril Ramaphosa’s State of the Nation Address (SONA). The Joint Sitting of the National Assembly (NA) and the National Council of Provinces (NCOP) today continues debating the President’s SONA and the President will respond to the debate on Thursday. On employment retention and creation, the Minister said the expanded mandate of the department, which includes employment, is reflected in the consultations with government departments on the National Employment Policy. This is envisioned to be finalised by September 2023, and thereafter it will be submitted to Cabinet for approval. “As Minister of Employment and Labour, we are establishing an Employment Creation Coordination Committee that is to be chaired by the Deputy President and will include Economic, Infrastructure and Employment Ministers, organised business and labour, and community organisations,” Nxesi said. Nxesi said the committee will be tasked with ensuring intergovernmental alignment, guided by pro-employment policies; a relevant skills and educational framework; the extension of social protection to workers, and support for work seekers. The committee will further be tasked with ensuring an ecosystem that promotes sustainable enterprise development, self-employment, and positive regulation for the informal sector, and a labour migration policy and a legislative framework that manages migration to and from South Africa to benefit the economic needs of our country. Presidential Employment Stimulus In support of the Presidential Employment Stimulus, Nxesi said the department and its entities continue to contribute to employment in the following manner: Coordinating the pathway management network with the Presidency to support young people. UIF has partnered with a number of institutions in creating and retaining jobs. Our focus is on supporting SMMEs. Productivity SA will accelerate its Enterprise Development and Support Programmes, with a focus on company turnarounds. The implementation of a Rehabilitation and Return to work framework in the COID Act will promote the reintegration of injured workers into employment. We also support the employment of people living with disabilities through our thirteen factories and subsidies to designated organisations. As part of eliminating red tape, the Department has tabled labour law amendment proposals to NEDLAC to reduce the regulatory burden on small businesses. In the proposed amendments to the Employment Equity Act (EEA), measures will be introduced to enhance the prohibition of unfair discrimination whilst improving the competitiveness of small businesses employing less than 49 employees. Enforcement and Inspectorate Services At the beginning of the year, Minister Nxesi visited farms in different provinces as part of the enforcement and inspection of adherence to labour and National Minimum Wage laws. “As at the end of quarter three, we have conducted 236,000 inspections and referred 5,100 cases for prosecution. “Our inspectorate recovered R150 million owed to vulnerable and migrant workers – who are often employed exactly to exploit their vulnerable status as migrants,” the minister said. Nxesi emphasised that combating child labour is part of the daily work of the inspectorate. He added that the Durban Call to Action, adopted by the 2022 ILO Global Conference on the Elimination of Child Labour, is a landmark in the movement against child labour. To deal with the high number of work-related injuries, the minister said the department is amending the Occupational Health and Safety Act (1993) to increase fines and penalties to deter unscrupulous employers. Minister Nxesi said that the findings by the department’s dedicated inspectors have resulted in the Department of Employment and Labour developing a National Labour Migration Policy which seeks to balance between four principles: The perception that employment of foreign workers is being done at the expense of citizens; The economic need to source and acquire global scarce and critical skills needed by the economy; Protection of rights of migrants in line with international treaties and our Constitution; and Locating all these within regional integration and cooperative imperatives.– SAnews.gov.za ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://sundayworld.co.za/news/business/social-compact-initiatives-critical-to-job-creation/