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SA News | 5 February 2023 Enterprise and Supplier Development (ESD) funds can make an effective contribution to the sustainability of black-owned enterprises, if it is implemented more strategically. This was affirmed by a research report on how ESD funds can be implemented effectively for purposes of promoting the development and growth of black-owned businesses, which was released by Broad-Based Black Economic Empowerment Commission (B-BBEE Commission). The Commission is an entity of the Department of Trade, Industry and Competition (dtic). B-BBEE Commissioner, Tshediso Matona said the research study assessed the abilities of measured entities to implement the portion of funds allocated for ESD, as required by B-BBEE Codes of Good Practice which sets the targeted ESD spend of 3% Net Profit After Tax (NPAT) for ESD, as well as challenges and opportunities in this regard. Matona said the study also contained findings on the performance of measured entities on ESD spending, and recommended improvements which the B-BBEE Commission will take forward with the dtic and other stakeholders in government and the economy. “The research benchmarks South Africa with international experience, and on this basis validates government’s policy of promoting Small and Medium-sized Enterprises through targeted support, as well as ESD as a tool for this purpose. “It asserts that if ESD is more strategically implemented it can make an effective contribution to the sustainability of black-owned enterprises in particular, and to their skills and innovation capacity and creation of decent jobs,” Matona said. The study further revealed that the quantum of resources available for ESD is quite significant, with reported budget categories ranging from R101 000 – R999 999, R1 million – R5 million and R21 million or more, with the bulk being in the R1 million to R5 million range, and the overall total for 2021 being in the region of R26 billion. However, it found that in 2021, only 61% of the funds allocated to ESD were implemented, which is a continuing trend over the past five years (2017: 44%; 2018: 60%; 2019: 51%; 2020: 61%). Critical issues Matona said the study puts the spotlight on critical issues that require attention in the ongoing implementation of B-BBEE, and which should be on the policy agenda of government and on the compliance agenda of private and public sector entities. “For example, the survey results show that only 62% of participating entities confirmed to having ESD strategies, most of which operate in the property, construction and financial services sectors. This suggests the prevalence of ad-hoc approaches to implementing ESD, which reduces the intended impact of ESD as B-BBEE lever,” the Commissioner said. The issues highlighted by the study, range from the need of many measured entities for assistance to comply with B-BBEE legislation and to correctly implement the ESD element, to misalignment between their preference for one form of contribution to ESD, including financial support like grants and early payment to supplier. It also highlighted the requirements of beneficiary enterprises for support with operational effectiveness, market penetration and sustainability. The study further highlighted that sometimes beneficiaries are unready to scale up their businesses due to lack of strong financial management structures, sound business plans and governance structures, indicating the need for ESD strategies to provide additional support so that smaller companies can operate competitively, productively and sustainably. In addition to recommending that measured entities should develop a long-term approach to ESD and for senior managers to commit to its realisation, the study also recommended the reinforcement of government’s commitment to B-BBEE and the implementation of ESD. It also recommends the need for collaboration between measured entities and the B-BBEE Commission towards the empowerment of Exempted Micro-Enterprises (EMEs) and Qualifying Small Enterprises (QSEs) through improved implementation of ESD funds. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’ https://www.sanews.gov.za/south-africa/research-places-spotlight-enterprise-and-supplier-development-programmes

PNET | 6 February 2023 Owners of small to medium sized businesses must wear many hats... one of them being the ability to attract and retain quality talent. According to Stats SA, approximately 68% of South Africa's labour force falls within the Gen Y (millennials) and Gen Z age brackets. So how do SMEs find the best that our youth has to offer? The informal and SME sectors are driving many of the employment opportunities in our local labour market. However, SMEs don’t seem to be taking advantage of specialist online recruitment platforms when it comes to promoting these opportunities far and wide, which limits their chances of finding the right talent and making the unseen potential visible. Currently only 6% of advertised jobs on Pnet’s platform belong to SMEs, compared to 94% job adverts posted by corporates and recruitment agencies. Unsurprisingly, the youth are using online channels more than any other jobseeker segment. They are online-savvy, and mobile/apps are often their first port of call. According to a study from customer management firm Epsilon, Gen Zers are two times more likely to use online-only stores than any other generation. They thrive on self-serve options where they retain control. As such, SMEs are missing out when they don’t advertise their job vacancies on specialist recruitment platforms to access this market. Both Gen Z and millennials are 'immediate' consumers, in that they expect to access things quickly and easily – whether it’s access to transport through Uber, satiating food cravings through online food orders, or finding their next career opportunity using an online recruitment platform. If you’re looking for young and talented individuals to join your business, you need to be aware that UX and CX are important to them. As such, using ‘offline’ channels to try and reach them with job vacancies could result in you losing out to other brands who are leveraging the power of online recruitment platforms like that of Pnet. Leave recruitment to the experts and focus on your core business That said, posting your job ads on an online platform is only the first step in attracting quality candidates. Hiring the wrong employee can severely impact your business. The good news is that, with the right recruitment partner in place, you can save both time and money. 1. Start with an engaging job advert To attract the best Gen Y and Gen Z candidates, your job ads need to reflect more than a ‘laundry list’ of requirements. 'Purpose' is a powerful decider for South Africa’s youth. Their focus is on building careers and making money, but their careers and hobbies feed strongly into their sense of self. This leads them to be both discerning and highly critical. Your job adverts must be factual, succinct and inspirational. When it comes to creating an ideal online job advert, there are some important dos and don’ts to keep in mind, however your listing’s success will ultimately depend on the quality of a recruitment portal’s technology combined with its jobseeker database. “At the end of the day, posting a job advert is not just about making a job sound attractive to the candidate,” says Leigh-Anne Cullen, Pnet’s product manager. “The way the information is integrated into our platform is enabled by our smart matching technology, which focuses on automating screening, optimising selection and eliminating bias from the recruitment process. This is critical when it comes to matching the right candidates to the right roles and significantly affects how job adverts perform.” The sophistication of specialist online recruitment platforms ensures that the right candidates see your job adverts – not only allowing you to attract fresh talent, but also to find quality candidates who are actively looking to move. And, if you only require a once-off listing, there are e-commerce products that can be purchased online without a subscription. 2. Take the legwork out of discovering talent In the words of Richard Branson: “If you really want to grow as an entrepreneur, you've got to learn to delegate." In a small-to-medium enterprise, it’s even more critical than in larger organisations to outsource functions to experts so that you can get on with your core business. Making use of recruitment services like Pnet’s Response Handling solution can help to make the matching process a seamless one for you. As experts on the Pnet system, they know how to input your job description to get the best performance out of your job ad. The creation of suitable shortlists and management of the entire process will be done on your behalf, so that you can get on with your core business activities until you’re ready to review the shortlisted candidates and set up time to interview them. The process is simple. All you’ll need to do is provide a detailed job description, your shortlist criteria and a closing date. We will manage the rest. First, we’ll generate an advert with a link to a uniquely designed questionnaire, structured to your criteria, to rate and score applicants. Gen Y and Gen Z individuals tend to be 'job hoppers', so we streamline your background check strategy by selecting the best applicants first and then screening only the final candidates. Following this, we we will shortlist successful applicants and send out regret letters to unsuccessful applicants. Successful applicants will be shortlisted in a designated folder for you to review. 3. Tap into a bigger talent pool Online recruitment platforms provide SMEs with access to sizeable databases that make headhunting easier. For example, Pnet’s Direct Search functionality allows you to recruit proactively and headhunt the best candidates in a database of over three million jobseekers – reducing time-to-hire and allowing you to filter candidate profiles to a granular level to find an accurate match. However, it’s important to note that searching the database directly may be extremely time consuming and time – for SMEs especially – is money. In searching for candidates directly, you may also reach passive candidates who would need some convincing to change jobs. When you place a job advert, on the other hand, you’re more likely to connect with candidates who are actively looking for new career opportunities. Whether you opt to invest in a job advert or simply search for candidates using an existing database, specialist online recruitment platforms will usually enable you to communicate with candidates directly, comment on candidate profiles, and send bulk letters of regret. Jobseekers hate being left ‘hanging’ and closing the loop will put your SME in a good light with Gen Y and Gen Z candidates … even if they aren’t successful in securing the position, at least they will feel heard and seen. 4. Showcase your SME with employer branding Having the right employer branding in place is another great way to attract the Gen Y and Gen Z talent you’re looking for because these candidates tend to have a thirst for information and an eagerness to learn and grow. "We've seen clients who have an interesting, attractive and detailed Company Hubs page on the Pnet platform get better quality candidates and higher applications than those who don't”, says Leandré van der Merwe, customer success manager at Pnet. “In a competitive employment landscape, having the right employer branding in place enables you to set your SME business apart from the competition – even the seemingly ‘safe’ corporates! You can showcase your brand, your company values, growth opportunities, culture and available vacancies to attract the best candidates,” Van der Merwe concludes. Employer branding allows you to improve your brand presence, regardless of the size of your business. It creates a compelling connection to your services, benefits and culture. You can use employer branding to actively position your business, communicating the key features that make your offering unique, while showcasing benefits and services. From an SEO perspective, employer branding also contributes to your company ranking better on Google. Attracting the best of South Africa’s youth can be a daunting prospect for SMEs, yet hiring the right person for the job is critical to business success. As an SME owner, it is possible to enjoy a seamless recruitment process without having a dedicated HR or talent acquisition manager. Magic happens when specialist online recruitment platforms using world-class technology work with recruiters to attract the right job seekers to their vacancies. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/Article/196/827/235622.html

Impala | 3 February 2023 Impala Rustenburg presented 55 students from their mine-communities and labour sending areas with the opportunity to pursue the career of their dreams and change the trajectory of their future. This investment by Impala represents more than double the number of bursaries awarded in 2022. With fields of study ranging from engineering to mining to nursing, teaching and HR, these young people will be helping to fill the gap in critical skills in the future and contribute towards the economic growth of the North West province and South Africa. Impala Rustenburg this month awarded more than double the number of student bursaries it awarded in 2022. A total of 34 matriculants from Impala Rustenburg’s mine communities will be taking the first step on their journey to the career of their dreams, courtesy of Impala’s multimillion-rand bursary programme. A further 21 bursaries were awarded to students from the greater Rustenburg area and Impala’s labour-sending areas. This brings the total number of bursaries awarded in 2023 to 55, representing Impala’s significant commitment to youth education. The 34 Class of 2022 matric students who secured the bursaries were selected from secondary schools in Boitekong, Chaneng, Freedom Park, Kanana, Luka, Maile, Meriting, Paardekraal, Phatsima, Phokeng, Seraleng, Sunrise View, Thekwane and Tsitsing. They will shortly begin their first year of study in a variety of disciplines, including Mechanical Engineering, Mining Engineering, Chemical Engineering, BSc Chemistry, Extractive Metallurgy, Electrical Engineering, BCom Accounting, Geology, Surveying, Teaching, Nursing and Human Resources. Said Mark Munroe, CE of Impala Rustenburg, “It is more important than ever for corporate South Africa to invest in developing the skills of our youth, ensuring they are employable and can contribute towards much-needed socio-economic growth in South Africa." "We take our responsibility to youth development very seriously and we provide several programmes to assist young people to further their careers." "These include the bursary programme, the cadet programme that develops critical mining skills among unemployed youth, far-reaching support for local schools, and a comprehensive enterprise and supplier development programme. We are committed to ensuring these opportunities benefit the immediate communities around our operation, with a key focus on providing equal opportunities to young women.” Of the bursaries awarded in 2023, more than half were awarded to women. The recipient of Impala’s third annual Future Women in Mining bursary is Lashia Khanda, a resident of Sunrise View from Sunrise View Secondary School, who will start her studies in Geomatics at the University of Cape Town. Lashia achieved five distinctions in her final matric examinations and her school, built and supported by Impala Rustenburg, achieved a 100% pass rate. Last year’s recipient of the Future Women in Mining bursary was Melissa Diale from John Orr Technical High School in Kanana, who is studying BEng Tech in Electrical Engineering at the University of Johannesburg. Echoing many of Impala Rustenburg’s past bursars, Diale says that without Impala’s support, she would not be where she is today. "My first year was quite the journey, but it made me realise that it is true when they say, ‘Nothing that’s worth it comes easy.’ I’m excited to continue this journey especially with the support I get from Impala." Munroe encouraged the new intake of bursars to focus on building strong and sustainable careers in years to come. “While Impala provides the opportunities for young people to pursue their dreams, it is up to the candidates to make the most of them. This is the spirit of togetherness we strive to foster in our relationships with our communities.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.careersportal.co.za/features/impala-rustenburg-awards-55-bursaries

Anita Nkonki | 6 February 2023 Johannesburg - Thato Moteka and Theodore Sibeko’s willingness to share their knowledge has been a saving grace for Soweto locals. Their journey began in a driveway, which later saw the establishment of the Information Literacy Arts Booth Foundation (iLab Foundation), a training centre that offers various courses to the community for free. The iLab Foundation started small with food and clothing packages for those in need, but soon matured into a small ICT hub aimed at upskilling youth and adults for free. Founded in 2019, Sibeko had the vision to improve the lives of South Africans and the desire to create a self-sustainable and self-reliant community. Sibeko explains that it all started in his grandmother’s driveway and later saw them graduate a considerable number of students. "We were offered my grandma's driveway, which we used to start upskilling students with our two personal laptops and a tablet; this saw us graduate 18 students from Diepkloof Zone 6 Hostel, a first for Soweto," says Sibeko. Their willpower also drove them to approach FUNDA CEO Motsumi Makhene for assistance in sourcing a space suitable for hosting more students. Makhene agreed to authorise the couple to use the FUNDA space, and once it had been cleaned up, they were ready to hit the ground running with their training initiatives. "We primarily use our space and tap into open-source programmes and free accredited course lessons in creativity and design, coding and robotics, and renewable energy. Also our technical courses: cellphone repair technician and digital terrestrial television technician. “We believe that people, especially from our community and other communities of similar backgrounds, have not been properly exposed to these types of courses because they are normally pricey. That's where we come in because we offer these courses for free," explains Sibeko. The ILAF has also hosted several events, such as the June 16 event, the Heritage Day Indigenous Games Festival, and the Don Mattera commemoration, and facilitated the Steve Biko seminar with Andile WamoAfrica. After graduating 42 young people in 2022, the pair have set themselves a target of 300 learners for 2023. ILAF is appealing for financial assistance to install solar power to mitigate the effects of load shedding and expand their ICT resources, as well as offer their staff some form of remuneration. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/the-star/news/soweto-based-ilab-making-big-strides-in-boosting-community-empowerment-3e314fbb-fe62-4830-b8ea-741127eb459b

Partner | 1 February 2023 Training, skills development and changing lives are our purpose as a higher education institution. IIE Rosebank College, a brand of The Independent Institute of Education (The IIE), believes in changing the lives of the youth and lifelong learners in South Africa and abroad. IIE Rosebank College also invests in their staff through various training and development initiatives. We spent a few minutes with Tina Gustavo, Training Manager at IIE Rosebank College, to get her views on training and development for the 21st-century employee. Tina has recently joined IIE Rosebank College and is sure to make moves and empower the IIE Rosebank College family. Let us get to know some of Tina’s views. Why do you believe training is essential in an organisation? Training and upskilling staff in an organisation are essential to arm employees with the knowledge to do their jobs more effectively and efficiently. Training and upskilling of employees leads to enhanced performance, increased productivity, improved morale, and gives employees the confidence to do their job to the best of their abilities and improves employee growth aspects within an organisation. What soft skills are essential in today’s world of work? The following soft skills are vital in any role for employees to perform effectively: Time Management is essential to alleviate unnecessary stress and anxiety and empowers employees to plan, prioritise and manage their work. Written, verbal and visual communication enables employees to understand what is expected of them. Teamwork is another necessary skill, as team members must collaborate, problem-solve, and innovate. In today’s fast-paced world, the ability to innovate is essential to keeping afloat, improving customer service, and driving the business forward. Conflict resolution and negotiation skills are essential, as the workplace is diverse. These skills allow for cohesion between team members and business units and can even improve client relations. What three skills are essential for graduates in the modern workplace? Securing first-time employment can be challenging, and graduates need to find innovative ways of setting themselves apart. With these three skills, graduates can increase their chances of securing first-time employment. However, a good attitude, having a teachable spirit, being open to learning new things, and listening can either land you the job or not. Communication skills; the ability to communicate at all levels is essential. Adaptability and flexibility; ability to work alone or as part of a team. Analytical thinking, problem-solving, and creativity to innovate and improve business processes. What advice would you give a new graduate starting their first job? Set goals for yourself and hold yourself accountable. Put your hand up to assist wherever possible so that you can learn and absorb all aspects of the company you work for. Learn and absorb as much as possible, as this will become a good grounding for better career opportunities. When should you start upskilling yourself? Obtaining your qualification is only the beginning, as you will need to put the qualification into practice and start learning the ropes. Workplace dynamics can be challenging for graduates. It is essential to network and find individuals with similar roles to learn from their experience. It is never too early to start upskilling yourself; learning is how we grow and should be constant. In your first three months in a position, you should learn and absorb as much knowledge as possible. There is so much to learn in a new job that the upskilling starts from the first day. It would help if you got to know the people, how the job works and how the company operates. It is in your best interest to take advantage of every opportunity, even if it is not your job. It is as an opportunity to learn a new skill and influence your career growth. Most employers have learning and development divisions to upskill their staff and to create succession plans to ensure the business operates, no matter what. It is, however, your responsibility to communicate your career goals accordingly and hold yourself accountable. You can master and refine your skills; it is in your hands. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’ https://businesstech.co.za/news/industry-news/661013/training-and-developing-the-21st-century-employee/

IT-Online | 2 February 2023 Unemployment in South Africa, especially among the youth, is undoubtedly the most important socioeconomic challenge. By Smangele Nkosi, GM: South Africa at Cisco For the last two decades, the unemployment rate has exceeded 20%. At the end of 2021, it reached a record high of 35%, making South Africa one of the countries with the highest unemployment rate in the world. Recently, however, the Quarterly Labour Force Survey revealed that South Africa’s overall unemployment rate decreased to 32,9% and our youth unemployment rate decreased to 45,5% in the third quarter of 2022. This improvement, while marginal, gives cause for optimism. But continuing this upward trend will require us to consider the future of work. Technological innovation is leading to major disruptions in nearly every industry, while digital skills are in short supply. Concerns over mass job displacement are looming due to artificial intelligence and automation. The private and public sectors must accelerate efforts to prepare our workforce for this technological shift. The future of work In 2017, the World Economic Forum estimated that 15-million to 20-million increasingly well-educated young people are expected to join the African workforce every year for the next three decades. According to the report, sub-Saharan Africa only captures 55% of its human capital potential, compared to a global average of 65%. In the coming years, fully utilising this growing workforce will require providing quality jobs and the necessary skills to do them. The traditional view of employment opportunities is fast becoming outdated. Organisations are no longer looking for employees with tertiary qualifications and years of experience with legacy technologies. Certifications in and knowledge of newer digital technologies are more sought after. Businesses are pushing their digital transformation efforts to remain competitive in today’s digitally driven markets – and they need professionals with the right skills to fully leverage these technologies. The new business environment revolves around digital transformation-related technologies such as cloud architecture and data centres, cybersecurity, Internet of Things, and machine learning. Cybersecurity, for example, has become a priority for most organisations, but there is a massive shortage of cybersecurity professionals to meet this demand. And, considering that South Africa had the third most cybercrime victims worldwide in 2019 at a cost of R2,2-billion a year, filling this skills gap is not only crucial for creating job opportunities, but also for protecting the country’s public and private sectors. The need for digital skills With the emergence of disruptive technologies comes a dramatic change in the demand for skills related to those technologies. Africa’s defining challenge will be how to educate and upskill individuals in line with changing business and innovation demands. Otherwise, we risk exacerbating the continent’s existing digital divide. The Future of Jobs Report 2020 estimated that, on average, 15% of a company’s workforce is at risk of disruption and 6% of employees are expected to be displaced by 2025. Alarmingly, the World Bank’s Global Competitiveness Report 2020 found that South Africa experienced the second-largest decline in the perceived adequacy of graduate skills when compared to other G20 economies. South Africa was also among the five countries that showed the largest decline in the perceived relevance of digital skills. This highlights the urgent need for prioritising digital transformation and innovation in order to improve our employment figures. Those without relevant skills are less likely to find employment opportunities and are at the greatest risk of being replaced by automation. But, if we can provide them with opportunities to upskill or reskill themselves, we may see dramatic improvement to our unemployment rate. Digital skills are in high demand globally. There are 700,000 unfilled cybersecurity jobs around the world, all while South Africa sits at a critical junction regarding access to adequate cybersecurity talent and know-how. The last few years have seen critical infrastructure and public institutions, such as Transnet and the Department of Justice, suffer debilitating cyberattacks, highlighting how important it is that we improve these skills. Private sector investment Global organisations are realising the importance and value of investing in education and entrepreneurship. Various sectors of the South African economy can benefit from doing the same. The Cisco Networking Academy, for example, is one of the largest and longest running IT skills-to-jobs programmes in the world. To date, over 7,5-million learners across 190 countries have enrolled – at no cost – in courses to gain digital skills. Of these learners, more than 1,07-million come from sub-Saharan Africa, and 189 272 South Africans from underrepresented and underserved communities have received digital skills and training. The academy also facilitates hiring opportunities for students following their graduation, thanks to a database available to employers and Cisco partners globally. The efficacy of these programmes in addressing unemployment has been remarkable. 95% of students who have taken Cisco certification-aligned courses have attributed obtaining a job or education opportunity to the Cisco Networking Academy. Cisco also plans to expand the programme to provide training to 25-million learners globally over the next 10 years. Securing Africa’s future Providing tomorrow’s workforce and South Africa’s 4,6-million unemployed young job seekers with the skills and capabilities needed for the future of work is our only way forward. But efforts to do so cannot come from the public sector. At the United States-Africa Leaders Summit in Washington DC, which took place in December 2022, Cisco announced it would contribute around R3,4-billion towards resources and training facilities for digital skills in Africa, including schools, instructors, tools, and curricula. This contribution forms part of a commitment to train as many as 3-million Africans in digital and cybersecurity skills and improve the continent’s digital capabilities. Bridging the digital skills gap in Africa is a monumental task that will necessitate close collaboration between the private and public sectors. And, to make the connection between education and real business needs, private sector investment must go toward training, certifications, and e-learning programmes. If we wish to create sustainable employment opportunities for Africa’s workforce tomorrow, we need to upskill our workforce today. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://it-online.co.za/2023/02/02/how-do-we-create-opportunities-for-unemployed-youth/

South African Government | 31 January 2023 Basic education sector to officially commence Phase IV of the Basic Education Employment Initiative Phase IV of the Presidential Youth Employment Initiative (PYEI) in the Basic Education Sector, implemented as the Basic Education Employment Initiative (BEEI), will begin on Wednesday, 1 February 2023. The commencement of Phase IV is aligned with the beginning of the 2023 academic year and provides an opportunity for the youth to be in schools at a critical time and period when they are needed. This follows successful implementation of Phase I – III, where more than 850 000 job opportunities were created for youth. The target for Phase IV is planned for 255 000 job opportunities for youth across the nine provinces. The 255 000 is split into two cohorts of +/-150 000 and 105 000 youth, respectively. The first cohort starting on 1 February 2023 with the second cohort of 105 000 starting on 1 May 2023; however, KwaZulu-Natal and Western Cape will appoint single cohorts each, starting on 1 March and 1 February 2023, respectively. Province: Eastern Cape Phase Target: 40 100 Cohort 1: 8 642 Cohort 2: 31 458 Province: Free State Phase Target: 15 500 Cohort 1: 6 200 Cohort 2: 9 300 Province: Gauteng Phase Target: 40 000 Cohort 1: 24 600 Cohort 2: 15 400 Province: Kwazulu-Natal Phase Target: 58 500 Cohort 1: 58 500 Cohort 2: 0 Province: Limpopo Phase Target: 35 000 Cohort 1: 17 500 Cohort 2: 17 500 Province: Mpumalanga Phase Target: 22 000 Cohort 1: 7 200 Cohort 2: 14 800 Province: Northern Cape Phase Target: 7 000 Cohort 1: 3 500 Cohort 2: 3 500 Province: North West Phase Target: 16 000 Cohort 1: 4 000 Cohort 2: 12 000 Province: Western Cape Phase Target: 21 000 Cohort 1: 21 000 Cohort 2: 0 Province: Total Phase Target: 255 100 Cohort 1: 151 142 Cohort 2: 103 958 The PYEI-BEEI leverages on the fact that there is a public school in every community in South Africa, which is an enabler for government to provide job opportunities to the most vulnerable youth, who under normal circumstance might have to leave their communities to access opportunities. Inclusiveness is thus a key pillar of the initiative. In the same vein, schools have been encouraged to give opportunities to youth living with disabilities as well as more girls/females recruited. Schools have also been guided to prioritise youth living in communities where the schools are located. In this way, the youth do not have to spend money on transportation between their homes and the schools where they will be employed. The PYEI Phase IV continues to aim at providing youth with soft and hard skills required in the world of work. These are few examples that can be mentioned. The focus for Phase IV is to provide support to educators to contribute towards improved learning outcomes. To this end, most of the youth will be working with educators in the classroom as Curriculum Assistants. Curriculum Assistants are not teachers and are not required to teach, as teaching and assessment remains the responsibility of the teacher. Reading Champions will assist learners with reading, to ensure that they can read for meaning. The focus in this regard will be in the Foundation Phase to ensure that a solid foundation is built for future learning. E-Cadres will be required to assist with ICT integration in teaching and learning. In the past phases, schools have also used e- cadres to support with administrative tasks. Other categories will be Care and Support Assistants, who will provide basic psychosocial support to learners; sports and enrichment assistants, who will support the implementation of sports, arts and culture activities; and handymen and women, whose main responsibility will be to help with the upkeep and maintenance of school buildings. All work that will be done by the youth will be supervised by a mentor. Provision of orientation and training to the youth will be prioritised. Information regarding the different trainings can be accessed through the e-Cubed (E³) website https://learn.ecubed-dbe.org/presidential-youth-employment-initiative/(link is external). The Department and Provincial Education Departments will work with different partners to achieve this purpose. These include NEMISA, which will offer Digital Literacy; University of Johannesburg, offering Artificial Intelligence in the Fourth Industrial Revolution; Digify Africa offering Online Safety. MTN and Anglo American have also pledged their support for the training of Curriculum Assistants and e-cadres, respectively. The training of Reading Champions will be carried out by various non-governmental organizations, under the banner of the National Reading Coalition. Handymen will be provided with accredited training, ranging from painting, tiling, plastering, plumbing, etc. In Phase IV of the project the department is going to increase its effort to promote inclusive education awareness by all assistants. Assistants will be required to undergo orientation on inclusive education to understand that learners living with disabilities should be treated on an equal basis with other young people in the school and communities in which they live. The second phase of the training will focus on training youth placed in special schools across the country, and the aim is to capacitate them to be able to provide the necessary additional support to enhance learner’s participation and inclusion in school. The third phase of this training will focus on providing skills to assistants living with disabilities employed as part of the project. The Department will continue to look for suitable partners to provide training to the youth as well as exit pathways. The training is essential to upskill the youth, while providing various exit pathways will ensure that the youth can build on their work experiences and skills gained through the PYEI-BEEI. Pathways to other opportunities will also ensure that the youth remain meaningfully engaged and make a positive contribution to society. ‘’The Department welcomes all the youth to the PYEI-BEEI and encourages them to take full advantage of the opportunities that they will get throughout their contract period’’ said National Project Manager, ‘’these job opportunities can catapult them into even greater things and allow them to develop as professionals’’ Lala Maje. The Department of Basic Education will continue to monitor the impact of the PYEI- BEEI on the sector. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.gov.za/speeches/basic-education-sector-officially-commence-phase-iv-basic-education-employment-initiative

Schalk Burger | 1 February 2023 Photo by Creamer Media he South African National Roads Agency Limited (Sanral) has awarded four major construction tenders collectively worth nearly R7-billion for projects in KwaZulu-Natal and the Eastern Cape, which will help boost the construction sector and should be seen as part of the broader national effort by government to invest in economic infrastructure, it said. Additionally, in line with its commitment to the economic development of black businesses, at least 30% of the contract value of each tender will be subcontracted to small, medium-sized and microenterprises (SMMEs). Stakeholder engagement sessions will also be prioritised in the affected communities to ensure that local business and jobseekers have access to relevant information that will enable them to pursue and participate in the economic opportunities flowing from these tender awards and projects. “Through the establishment of project liaison committees, we will also ensure fairness and transparency in all the appointments of subcontractors and the engagement of local labour. We want to see meaningful transformation that truly changes people’s lives for the better,” says Sanral chairperson Themba Mhambi. In the Eastern Cape, the construction of the N2 Wild Coast Highway from the Msikaba Bridge to the Mtentu Bridge was awarded to construction company WBHO H&I joint venture (JV) at a cost of R25-billion. On this 54-month project, which includes three months of site mobilisation, no less than 35% will be subcontracted to black-owned SMMEs, exceeding Sanral's transformation targets. Further, the rehabilitation of the N2 from Mt Frere to Ngcweleni river was awarded to construction company Rumdel Construction Cape at a cost of R1.2-billion, and the 45-month contract will see SMMEs benefit from 30% of the subcontracting. Additionally, the construction of the N2 Wild Coast Highway from Lingeni Intersection to the Msikaba Bridge in the Eastern Cape was awarded to WBHO-Edwin Construction JV, valued at R2.2-billion. This project, which spans 45 months, will see SMME project participation at 35%, also exceeding Sanral's transformation targets. In KwaZulu-Natal, the upgrade of the N11 from the N11/R103 Interchange to Elandslaagte, with a contract value of R864-million, was awarded to construction company Raubex Construction. The contract, which will span 39 months, will see more than R250-million, or 30%, subcontracted to SMMEs. “Over and above the substantial subcontracting, which is collectively worth R2.1-billion, these projects are a platform for large-scale job creation, skills development, knowledge transfer and poverty relief, especially in the rural communities of South Africa. The significantly long construction periods afford sustained economic opportunities for these communities,” says Mhambi. “When the Sanral separately funded community development projects are factored into the equation, the number of SMME opportunities as well as training and job opportunities for ordinary members of our communities significantly increases, thus tangibly reducing unemployment, inequality and poverty,” he adds. “We are alive to the cries from our industry for more projects to be put out to tender, but we are equally committed to fair and transparent procurement processes, as well as the need to prioritise the economic development opportunities for historically disadvantaged people on Sanral projects. “Moving forward, striking a balance between safeguarding our big and established companies and creating opportunities for black businesses at higher and lower industry standards organisation Construction Industry Development Board grades will be a material deliverable within Sanral,” Mhambi notes. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.engineeringnews.co.za/article/sanral-says-construction-tenders-in-kzn-eastern-cape-help-with-economic-recovery-2023-02-01/rep_id:4136

Statistics South Africa is the source used to determine the Net Profit After Tax (NPAT) for calculating the targets for Enterprise Development, Supplier Development and Socio-Economic Development. The latest statistics were published during December 2022. The statistics in this version will be for the3rd quarter of 2022. Any B-BBEE Verification from hereon would most commonly apply the latest Industry Norm published by Statistics South Africa. For example, if a B-BBEE Verification takes place in January 2023, the latest published stats to be used would be those posted during December 2022. Technical Compliance Services is available to guide members in calculating their Targets.

From time to time, SANAS publishes a list of B-BBEE Rating Agencies that no longer have SANAS accreditation due to it being withdrawn voluntary or involuntary, or due to its expiry. The core aim of publishing the list is to assist those receiving B-BBEE Certificates in identifying invalid credentials. This list will further assist B-BBEE Rating Agencies when verifying the element of Enterprise and Supplier Development. It is vital to take note of the date of withdrawal or expiry as a B-BBEE Certificate will remain valid for 12 Months if issued before the date that a B-BBEE Rating Agency lost its accreditation. B-BBEE Certificates issued by SANAS Accredited B-BBEE Rating Agencies must contain the unique SANAS Accreditation Symbol to ensure that the B-BBEE Certificate is valid. Members are welcome to contact the Certificate Collection Service Desk to confirm the credibility of a supplier’s B-BBEE Credentials.

The 2013 amendments to the Generic Codes closed a loophole that allowed early payment terms for 'Black'-owned businesses in exchange for Preferential Procurement points The amendments mean that an organisation may only claim early payment terms from Supplier Development Beneficiaries. Therefore, the following applies to an invoice on which a claim for early payment is going to be made: The invoice payable for goods or services must appear in an organisation’s TMPS; Only the amount for early payment terms must reflect. The Enterprise & Supplier Development Service Desk is available to guide organisations in allocating their spend within this element.

Tshepiso Seopa | 31 January 2023 TBWA\South Africa, a brand experience company, has announced the 2023 launch of its cutting-edge and innovative data and insights internship programme. According to the company, staying ahead of the digital curve means ensuring talent keeps up with the demands of the modern-day workplace, such as requirements for data and digital analytical ability. The company says that the 2022 group has successfully completed the programme and is set to advance their careers within the organisation and in the industry; the company is looking forward to welcoming the interns of 2023. TBWA\SA Group CEO Luca Gallarelli adds that the result has been tremendous, opening up a healthy and fast-growing pipeline of fit-for-purpose digital and data talent while also helping accelerate the transformation of the agency collective and industry at large. "Being the disruption company demands that we live in a constant state of restlessness with our orientation always being to reach higher. We realised that getting the right candidates on board with such specialist and rare skills is difficult and expensive, with poaching and competition on the rise. The current problem is that there is a shortage of quality digital and data talent," says Gallarelli. The need for performance marketing, end-to-end measurement, e-commerce and other solutions saw agencies scrambling to meet demand, according to TBWA\South Africa. Gallarelli adds, "I think agencies were in a bit of trouble, but across the TBWA\ collective, we decided to think differently about an old problem. Within a few short months, we recruited our first five candidates who have successfully completed the programmes, and some have gotten jobs with TBWA agencies, while some went on to further their studies." "It's an achievement we are immensely proud of. And we're seeing other businesses in the collective requesting the same process, tools and training to drive their future talent objectives," says Gallarelli. The TBWA\SA approach relies on bringing talent into a fully immersive experience where they attend essential meetings, briefs, pitches and strategy development and shadow only the best. Interns are not given the standard mundane jobs; they meet with leaders rather than middle managers. Critical thinking and soft skills are also developed — key but often forgotten parts of traditional training programmes. "The TBWA\SA internship helped a lot. I have learned valuable skills, soft and hard, and I better understand the brand communications industry. I am extremely grateful for the opportunity that TBWA\SA has given me," concludes Cherezaad Samuels, one of the 2022 interns. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’ https://www.mediaupdate.co.za/marketing/153334/tbwasa-boasts-a-successful-data-and-insights-internship-programme