SA News | 9 July 2026 Fifty years after the class of 1976 relied strictly on courage and dreams to confront the apartheid regime, government is challenging today’s youth to adopt a new generational mission to leverage State-backed digital platforms and funding networks to achieve financial liberation. Speaking during a Government Communication and Information System (GCIS) webinar on government opportunities for youth, Deputy Government Spokesperson William Baloyi emphasised that while the fundamental resilience of South African youth remains unchanged, the tools available to them have evolved dramatically. “The generation of 1976 had a mission, and the mission was to fight the unjust system of education. Today’s youth, I think, also have to have a generational mission. “Today’s youth have platforms, opportunities, and other avenues that the government has provided. Today’s youth… have vehicles that they can use, but they should carry with them that courage and those dreams,” he said. Those vehicles available to youth include, among others: The Presidential Youth Employment Intervention. The National Youth Development Agency. The sayouth.mobi site. The National Youth Service. The National Youth Empowerment Fund. “Government remains committed to expanding access to skills development, employment opportunities, entrepreneurship support and funding so that more young people can participate meaningfully in the economy. “Our policy and our priority, still remains as government, to ensure that the young people are not only encouraged to seek opportunities, but are actively connected to practical pathways that lead to earning. “We want the youth not only to be job seekers, but to be job creators,” Baloyi stated. Furthermore, the young people were reminded to remain vigilant against modern digital threats. While platforms like the zero-rated sayouth.mobi offer free access to verified job and training networks, social media has also given rise to human-trafficking and job scam lures that have trapped desperate citizens abroad. “They promise them good jobs... They have been led to get into the jobs, only to find that those are not the real jobs. Make sure that you are alive to misinformation and disinformation. No young person should be left behind,” Baloyi said. South Africa recently observed Youth Month in June. It culminates in National Youth Day on June 16, which commemorates the historic 1976 Soweto Uprising against apartheid education policies. ‘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.sanews.gov.za/south-africa/south-african-youth-encouraged-become-job-creators

Myles Illidge } 29 June 2026 Through the Telkom Foundation’s RT15 ICT Skills Learnership Programme, Telkom has invested over R85 million to train more than 1,100 learners. The telecoms giant announced that over 150 learners have graduated from the programme and have secured accredited qualifications and practical experience that opened doors in the working world. Moreover, 22 learners from the latest cohort have secured permanent or temporary employment, while two have pursued further studies and one has launched a business. “The certification marks a significant milestone for the cohort, who have completed industry-relevant training designed to prepare them for participation in South Africa’s growing digital economy,” it said. It explained that the programme, run in collaboration with Telkom Consumer, formed part of a five-year Supplier Development and Localisation initiative with the National Treasury. Each year, the programme recruits 210 unemployed youth from across the country and equips them with NQF Level 4 and 5 qualifications. These are in various fields, including marketing, telecommunications networks, systems development, and business analysis. All qualifications are certified by the Media, Information and Communication Technologies Sector Education and Training Authority (MICT SETA). The Telkom Foundation highlighted that the youth unemployment crisis in South Africa remains one of the country’s most pressing challenges. Citing the first quarter 2026 Labour Force Survey, it said that unemployment among people aged between 15 and 34 had reached 45.8%. Furthermore, the unemployment figure among people aged between 15 and 24 in South Africa was just under 61%. “A mismatch between education outcomes and labour market needs, limited work experience, and slow economic growth continue to drive these figures,” it said. Head of the Telkom Foundation, Judy Vilakazi, said the private sector needed to create sustainable employment pathways for youth. “This begins with recognising that academic qualifications, structured business training, and workplace exposure are critical building blocks of an ecosystem that works,” she said. The Telkom Foundation said young South Africans in rural and township communities faced the greatest barriers to employment. It said these barriers included limited access to quality education, connectivity, transport, and mentorship, combined with few clear entry points into the economy. “The RT15 programme was designed to respond directly to these realities,” the Telkom Foundation stated. “Through partnerships with corporates and SMMEs, learners receive not only training and connectivity support, but also structured workplace exposure and pathways into economic participation.” ‘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/telecoms/656124-telkom-spends-r85-million-to-help-tackle-south-africas-unemployment-crisis.html

SA News | 1 July 2026 The South African labour market continues to reflect pronounced racial, gender and disability disparities, according to the Commission for Employment Equity (CEE) in its 26th Annual Report. The Commission for Employment Equity said the upper two decision-making occupational levels, namely top management and senior management, remain racialised and gendered, with the white and Indian population groups, and males, being dominant at these levels. Released under the tagline “Bridging the Equity Gap Through Diversity and Inclusion”, the report is based on analysis of Employment Equity (EE) data submitted by designated employers, those that employ 50 or more employees, in the 2025 EE reporting cycle. The CEE uses the Economically Active Population (EAP), as produced by Statistics South Africa, as a benchmark to assist employers in the analysis of their workforce to determine the degree of under or over-representation of designated groups and non-designated groups in the workforce. The EAP includes persons between the ages of 15 and 64 years who are either employed or unemployed but seeking employment. In terms of EAP, as per the report’s review, the African population group for both genders accounts for 81.3%, the Coloured population group for both genders accounts for 8.6%, the White population group accounts for 7.7%, and the Indian population group accounts for 2.4%. According to the CEE Annual Report, White population representation at 57.1% is approximately seven times their EAP, and Indian population representation at 12.2% is more than five times their EAP at top management level. In contrast, African population representation at 21.1% is approximately four times below their EAP, while Coloured population representation at 6.4% is slightly below their EAP at this occupational level. Foreign national representation stands at 3.1% at this occupational level. The CEE said male representation remains dominant at top management level, at more than two times female representation. It also shows that males are over-represented in terms of their EAP of 54.3%, while females are under-represented in terms of their EAP of 45.7% at this occupational level. The report further indicates that employees with disabilities remain low and account for only 2.5% of representation at top management level. “Notably, most designated groups, in particular, black women and persons with disabilities continue to be predominantly concentrated within the lower to middle management occupational levels of the workforce. Although there has been an encouraging increase in the representation of women in lower to middle management occupational levels, this upward movement has not yet translated into substantial gains at Senior Management and Top Management occupational levels,” the CEE said. The CEE is a statutory body mandated to advise the Minister of Employment and Labour on the development of Codes of Good Practice, regulatory matters, policy directions, and any issues arising from the implementation of the Act. The report said the persistently low representation of persons with disabilities, remaining slightly above 1% across all occupational levels of all economic sectors for decades, remains a significant concern. The Commission said, following the new landscape on the setting of sector targets, it urges employers to prioritise and adopt assertive strategies when developing and implementing their Employment Equity Plans (EE Plans). “Additionally, the high representation of Foreign Nationals across all occupational levels in the economy, particularly in the public universities, remains a concern and must be monitored vigilantly. In a country grappling with high unemployment rates, it is essential for South Africa to thoroughly review the legislative framework governing labour migration and take appropriate action where necessary,” cautioned the CEE. The 26th CEE Annual Report, which covers the period from 1 April 2025 to 31 March 2026, reflects on the key strategic objectives of the CEE, and the highlights of the CEE's activities and achievements during the period under review, guided by the strategic objectives formulated at the start of their five-year term of office in December 2020. In the 2025/26 period, some 15 090 reports were submitted, covering 6 896 041 employees. This reflects a decrease of 48.4% in reports received and a decrease of 10.4% in employees covered. The significant drop in the number of reports received, from 29 269 in 2024 to 15 090 in 2025, is largely due to the change in legislation that does not require small employers, mainly those with one to 49 employees, to submit reports anymore. The drop in employees covered, from 7 699 665 in 2024 to 6 896 041 in 2025, is insignificant because small employers accounted for few employees, at 803 624. For the period under review, the highest number of reports was received from the manufacturing sector, followed by the wholesale and retail trade, repair of motor vehicles and motorcycles, and agriculture, forestry and fishing sectors. At senior management level, White population group representation stands at 44.1%, which is approximately six times their EAP, while the representation of the Indian population group at 12.5% is approximately five times their EAP. The representation of the African population group at 31.5% is less than half their EAP at this level. The high representation of foreign nationals, at 3.3%, is noted at this occupational level. At professionally qualified level, Africans are the only population group that is below their EAP. The representation of foreign nationals at 2.2% is relatively high at this occupational level. The White and Indian population representation far exceeds their EAP in most sectors of the economy at professionally qualified level. At skilled level, Africans are the only population group that is under-represented in relation to their EAP. It also shows that the representation of foreign nationals is at 1.3% at this occupational level. The representation of females is above the EAP at skilled level, while employees with disabilities account for 1.2% of the total workforce at this occupational level. At semi-skilled level, Africans and Coloureds are over-represented. The White and Indian population groups are under-represented at this occupational level. The high representation of foreign nationals, at 1.7%, at this low occupational level remains a concern to the CEE. The report said the representation of Indians and Whites are the only population groups that are below their EAP at unskilled level. The CEE said, considering the high unemployment rate in South Africa, it is crucial that the representation of foreign nationals, at 3.2%, should be monitored and managed at this occupational level. The representation of Africans and Coloureds are the only population groups that are over-represented in both government and in the private sector at unskilled level. Despite set targets, the Commission revealed that the representation of employees with disabilities is at 1.3% of the total workforce in 2025. This is the first report after the operationalisation of the Employment Equity Amendment Act, No. 4 of 2022, and the introduction of the five-year sector EE targets, including the issuing of the EE Compliance Certificate. The Employment Equity Amendment Act, No. 4 of 2022, and the two sets of EE Regulations, 2025, became effective on 1 January 2025 and 15 April 2025, respectively. Reflecting on the status of litigation, the CEE said these cases primarily concern the constitutional validity, lawfulness and implementation of the amended EE legislative framework and the sectoral numerical targets. Some of the litigations have been filed by political parties, employers' organisations, civil movements and trade unions. “The CEE will continue to strive for diversity and inclusivity for all those persons previously disadvantaged in the workplace irrespective of the outcome of the litigation,” said outgoing CEE Chairperson Nicole Deokiram. Enquiries: Teboho Thejane Departmental Spokesperson Cell: 082 697 0694 E-mail: teboho.thejane@labour.gov.za ‘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.gov.za/news/media-statements/employment-and-labour-labour-market-structure-remaining-hierarchical-terms

Michael Taylor | 21 June 2026 The business group Sakeliga has warned that the South African National Roads Agency’s (SANRAL’s) new draft proposals will impose new broad black economic empowerment (BEE) requirements for petrol stations and other roadside businesses. These concerns relate to SANRAL’s Draft Policy for Rest and Service Facilities along National Roads, which Sakeliga says could unlawfully expand the agency’s powers over private businesses. The policy aims to regulate developments such as petrol stations, truck stops, restaurants, convenience stores, and future infrastructure linked to electric vehicles and alternative fuels. Sakeliga argued that SANRAL is attempting to use its authority over South Africa’s national roads to control businesses operating on private land. The group objected to the draft policy, saying that it would give SANRAL sweeping powers to dictate who can operate a business along a national road, setting transformation credential requirements, imposing levies, and mandating how the business must be structured. This would be the case even if the business operates on privately owned land and has no contractual relationship with SANRAL. According to Sakeliga, the agency is relying on sections of the SANRAL Act that were intended to regulate access to national roads for road safety and traffic purposes. The business group said that SANRAL is now trying to use these provisions to introduce much broader commercial and socio-economic regulations. “The road agency’s authority, as defined by the SANRAL Act, is restricted to the planning, financing, construction, operation, management, and maintenance of national roads,” Sakeliga said. “SANRAL is not an economic regulator, a licensing authority for private businesses, or empowered to impose transformation requirements on private landowners.” Sakeliga highlighted that the draft policy would require roadside businesses to comply with SANRAL’s own Transformation Policy. It argued that the policy was originally meant for companies contracted by SANRAL for road construction and maintenance. “The Draft Policy now requires private businesses on private land to comply with the same framework, even though they are not contracting with SANRAL, are not spending public money, and are not supplying any product or service to SANRAL,” it said. New barrier to access South Africa’s road network Sakeliga warned that this policy would effectively create a parallel BEE compliance regime for private businesses by making transformation requirements a condition for access to the national road network. The group argued that this could have severe economic consequences for South Africa, as it would create barriers to entry through centralised approvals and spacing rules. It would also reduce competition by protecting existing operators and raise costs through turnover-based levies of up to 10%. The policy could also discourage investment by creating regulatory uncertainty, discretionary approval processes, and short lease periods. “Private businesses operating on private land should not be required to surrender ownership, restructure their operations, or demonstrate transformation credentials to a roads agency,” Sakeliga said. The group stated it would challenge the policy if adopted in its current form or in any similar form. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://topauto.co.za/news/156320/new-bee-laws-proposed-for-petrol-stations-on-south-africas-national-roads/

SA News | 11 June 2026 Higher Education and Training Minister Buti Manamela has announced a series of transitional arrangements aimed at modernising South Africa's qualifications system, while ensuring continuity for learners, training providers and employers. Speaking at a media briefing in Pretoria on Thursday, Manamela said the implementation of the Directive on Transitional Arrangements for Pre-2009 Qualifications forms part of government's broader efforts to strengthen and future-proof the National Qualifications Framework (NQF). The directive, published on 3 June 2024 under the National Qualifications Framework Act (Act 67 of 2008), seeks to ensure an orderly transition towards a modernised qualifications framework; accelerate the development and implementation of occupational qualifications, and strengthen the responsiveness, quality and credibility of qualifications within the Post-School Education and Training system. It also aims to improve alignment between education, training and labour market needs, and reinforce accountability among Sector Education and Training Authorities (SETAs), quality councils and other implementing bodies. “The Directive established the policy framework for transitioning South Africa from pre-2009 qualifications towards a modern occupational qualifications system that better reflects workplace requirements, technological advancement and the evolving needs of our economy," Manamela said. He explained that the reform is intended to bridge the gap between classroom-based learning and practical workplace experience by introducing qualifications that place greater emphasis on hands-on training and work-integrated learning. Over 900 qualifications registered The Minister highlighted that significant progress has already been made since the Directive was issued. To date, 948 occupational qualifications and part-qualifications have been registered on the National Qualifications Framework. He said that of the 1 475 pre-2009 qualifications that had reached their registration end date, 630 were granted learner enrolment extensions, following consultation and engagement with stakeholders. “The remainder were deregistered owing to the absence of learner enrolment or their replacement by occupational qualifications. All affected qualifications allowed currently enrolled learners sufficient opportunity to complete their studies,” Manamela said. Differentiated approach to extension The Minister said government has adopted a differentiated approach to managing the transition, and they have been categorised to ensure that each is managed according to its level of readiness and its impact on learners and the skills development system. Category A refers to occupational qualifications that are already registered on the National Qualifications Framework. Because they are not pre-2009 "legacy" qualifications, they do not require gazetting or further enrolment extensions. “They will continue to be managed through the existing administrative processes of the Quality Council for Trades and Occupations (QCTO) and South African Qualifications Authority (SAQA), and learners and accredited Skills Development Providers may continue with approved enrolments and delivery,” the Minister said. Under Category B, which includes pre-2009 qualifications and National Accredited Technical Education Diploma (NATED) programmes, qualifying programmes will receive targeted extensions ranging from six months to 24 months, depending on factors such as learner impact, sector readiness, availability of replacement qualifications, and labour market requirements. Manamela emphasised that these extensions are not blanket measures, and each qualification has been assessed on its own merits. “The qualifications approved for extension will be included in the Government Gazette to be published on Monday, 15 June 2026, and the complete list of affected qualifications and their replacement occupational qualifications will also be published on the SAQA website, ensuring public accessibility and transparency,” the Minister said. Category C, which relates to regulatory unit standards that continue to underpin important statutory and industry programmes, has been granted extensions of up to three years to allow regulators and industries sufficient time to review programme requirements and transition to replacement occupational skills programmes. The Minister noted that this approach ensures continuity in regulated sectors, while protecting the public interest and avoiding disruption to economic activity. With respect to trades, which fall under Category C, the position differs depending on the availability of replacement occupational qualifications. “Where occupational qualifications have already been developed and implemented, no further extension is required. However, for trades where replacement occupational qualifications have not yet been fully developed or implemented, targeted transitional arrangements of approximately one year may be considered to ensure continuity, while development processes are finalised,” the Minister explained. The SAQA website will comprehensively indicate the qualifications that have received extensions; the applicable duration of each extension; the associated teach-out [an educational arrangement that allows current students to complete their qualifications or degrees, even if an institution closes, restructures or phases out older programs] arrangements where applicable, and corresponding occupational qualifications that will replace the affected pre-2009 qualifications. To improve implementation and oversight of the transition process, government has established a Technical Task Team mandated to identify and resolve implementation bottlenecks, monitor progress against clear timelines, and ensure that the transition proceeds in a structured and orderly manner. “It will bring together dedicated workstreams responsible for communications and advocacy; legal and regulatory matters; SETA coordination; data management; assessment to certification; quality assurance; TVET [Technical and Vocational Education Training] rollout of new qualifications; funding norms and standards, and monitoring and evaluation. “This integrated governance structure will strengthen accountability, improve coordination across institutions and ensure that implementation challenges are addressed proactively,” Manamela 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://www.sanews.gov.za/south-africa/government-announces-transitional-arrangements-advance-modern-occupational

Malcolm Libera | 19 June 2026 President Cyril Ramaphosa has thrown his support behind the proposed R100 billion Transformation Fund in South Africa. He said it will help address longstanding inequalities in South Africa’s economy by expanding opportunities for black-owned businesses and broadening participation in key industries. The proposed fund, which would be capitalised over five years, is expected to channel around R20 billion annually into majority black-owned and controlled enterprises. This works out to roughly R55 million every day, or about R80 million per working day, to support businesses across various sectors. Responding to questions in Parliament, Ramaphosa said the government remains committed to changing ownership patterns in the economy and reducing concentration in productive assets. “A fundamental pillar of government’s economic programme is to open the economy to new players, give black and women South Africans opportunities in the economy and help to make the economy more dynamic, competitive and inclusive,” he said. Ramaphosa argued that there is both a constitutional and economic imperative to correct the skewed patterns of ownership, control and participation in the economy. He added that the government will continue to use policy tools such as competition laws, Broad-Based Black Economic Empowerment (B-BBEE) legislation, sector codes, and preferential procurement to achieve that goal. He described the Transformation Fund as one of the latest interventions aimed at improving access to finance for majority black-owned businesses and helping them participate in value chains across key sectors. According to Ramaphosa, an inclusive economy is one in which South Africans, regardless of race or gender, are able to participate as owners, managers, entrepreneurs and workers. The proposal would consolidate enterprise and supplier development contributions that companies already make under the B-BBEE framework into a centralised fund, rather than requiring firms to identify and support individual beneficiaries themselves. In May, Trade, Industry and Competition Minister Parks Tau said the fund will operate as an independent entity and include systems designed to improve accountability and transparency. He explained that partnerships with financial institutions will support the creation of a digital platform capable of real-time monitoring of investments, job creation and other impact measures. “The Transformation Fund is structured to reduce over-reliance on credit for black MSMEs by adopting a blended finance approach,” Tau said. The end of BEE He added that embedded technical support, performance-based governance, strengthened underwriting, and continuous monitoring are intended to improve repayment rates and reduce financial risk. For smaller businesses, grants would be combined with credit to avoid excessive debt burdens, while larger industrial projects could receive early-stage equity financing before moving to more conventional funding structures. Despite the government’s support, the proposal has attracted criticism from opposition parties and some economists. National Assembly member Toby Chance warned that the fund could become “a bottomless pit for taxpayers’ money” with limited oversight and questioned whether it would deliver meaningful economic benefits. He argued that the majority of funding misses the mark in stimulating high-growth enterprises and said South Africa already has many entrepreneurs who simply need opportunities to succeed. Chance also cautioned that the initiative could perpetuate the same cycle of mismanagement that has led to poor economic growth and risk financial waste and political cronyism rather than true economic empowerment. The Freedom Front Plus has also criticised the proposal, arguing that black economic empowerment policies have often benefited a relatively small group of individuals rather than delivering broad-based gains. Efficient Group chief economist Dawie Roodt believes the Transformation Fund could signal a significant shift in South Africa’s empowerment framework. He said the proposal suggests the government is beginning a process of redefining BEE and potentially replacing aspects of the current system. “This shows that BEE is probably going to be redefined, and I think this is probably the beginning of the end of BEE as we know it,” Roodt said. According to Roodt, the existing model could gradually give way to one in which companies earn BEE recognition by contributing to the centralised Transformation Fund rather than administering their own enterprise and supplier development initiatives. “This will probably be the end of BEE when this process is followed through to its conclusion,” he said. Earlier this year, Finance Minister Enoch Godongwana called for an “honest debate” about whether the policy is achieving its objectives and urged stakeholders to assess its effectiveness and unintended consequences. However, Ramaphosa believes that the Transformation Fund remains an important instrument for promoting broader participation in the economy. He said the government’s objective is to build “a more dynamic, competitive and inclusive” economy while ensuring that more South Africans can participate as entrepreneurs, owners and workers. ‘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/863997/what-ramaphosa-thinks-about-plan-to-give-black-businesses-r55-million-every-day-for-five-years/

Nkateko Joseph Mabasa | 17 June 2026 While the affirmative action policy was broadened in 2011, from targeted share transfer ownership to wider socio-economic transformation, including women and youth, slow economic growth has resulted in growing scepticism over its effectiveness Compliance fatigue and unclear outcomes under the broad-based black economic Empowerment policy have been highlighted by business leaders at the Nedbank Top Empowerment Conference. They emphasised that there was an urgent need for tangible inclusion results. While the affirmative action policy was broadened in 2011, from targeted share transfer ownership to wider socio-economic transformation, including women and youth, slow economic growth has resulted in growing scepticism over its effectiveness. Speaking at the conference Mziwabantu Dayimani, the National Empowerment Fund CEO, said that even though there was broad agreement on the need for transformation, divisions arose about its implementation. “If you implement transformation correctly, you will have economic growth as a larger share of the population becomes economically active,” he said. Dayimani emphasised the importance of accountability in how resources were deployed and suggested that voluntary compliance mechanisms should be reviewed. The public debate about why the policy had lagged was misunderstood. “When it comes to the B-BBEE narrative, the loudest voices are often those against transformation. We need to change that.” Mbali Phewa, the Nedbank executive head of transformation, said that what was often described as transformation fatigue was, in reality, compliance fatigue. “Organisations feel fatigued when there are no visible outcomes.” Phewa said Nedbank had shifted from viewing transformation as a compliance requirement to treating it as a growth imperative. Through the Youth Employment Service programme, the bank had created 17 000 job opportunities for young people. “Tangible outcomes help transformation regain credibility,” she said, adding that no single intervention could resolve systemic challenges and that institutions should focus on strengthening systems. “Transformation becomes vulnerable when it sits at the periphery of a business cycle,” she said, posing the question: “What would the cost be if transformation were to fail?” Tishalan Pillay, the executive director for sales, marketing and distribution at ASI Finance, said the conversation had moved beyond scorecard targets towards measurable outcomes. “Transformation should not be separate from business operations,” she said, noting that organisations often resisted what they perceived as overcompliance. “If organisations start to see transformation not as a cost but as a strategic imperative, it changes the conversation around the cost of B-BBEE,” he said. Employment and Labour Minister Nomakhosazana Meth described the Employment Equity Act as the most significant labour equity reform in a decade. “B-BBEE is not designed to punish business but to empower talent,” she said. Meth rejected the argument that transformation was unaffordable. “Countries that align transformation with their demographic profile do well. The fact that our economy is growing at less than 1% does not mean transformation is unaffordable; it reflects that transformation has been slow.” She said public procurement was one of the most effective tools for redistributing economic opportunity. Lucretia Khumalo, the divisional executive for customer support and growth at the Industrial Development Corporation (IDC), said compliance alone was insufficient. “We must ask whether we are creating real economic participation or merely the impression of it. Transformation is not failing; it is being tested. This is not the time to abandon the progress made.” Khumalo cautioned against prioritising form over substance, noting that the IDC had invested R15 billion in energy projects, with private capital following in multiples. “That is what catalytic finance looks like in practice.” She said development finance institutions and commercial banks should act as partners rather than competitors.“Blended finance, when structured well, is not charity; it is leverage.” Shadi Chauke, the Sanlam group executive for corporate affairs and sustainability, said access was only the starting point. “What matters is what comes next, inclusion that is lived, not legislated.” Chauke said Sanlam had created R17bn in BEE value, including R5.6bn invested in small and medium enterprises and R8bn in black-owned SMEs. “This shows that impact and investment discipline can reinforce one another rather than compete.” She said the question was not whether transformation was working but whether it was being delivered at the scale, speed and depth required. German More, the director of new business development and communications at Save the Children, said transformation must ultimately be measured by its impact on children. “Are companies investing in early childhood development, such as literacy, nutrition and reading for meaning from Grade R to Grade 4?” He said employee share ownership schemes and broader empowerment initiatives ultimately benefited children through improved household stability and access to opportunities. “Transformation is not transformation if it does not change the lives of children.” ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://mg.co.za/business/2026-06-17-broad-based-bee-compliance-fatigue-and-unclear-outcomes-dominate-transformation-debate/

Boitumelo Kgobotlo | 7th June 2026 Black shareholders of brewing firm SAB are up in arms, alleging they have not seen financial returns on their broad-based black economic empowerment (B-BBEE) investment scheme for five years. Those holding shares in SAB’s Zenzele Kabili empowerment scheme – a special purpose vehicle that holds shares in the local arm of global brewing giant AB InBev – which was set up to enable black South African investors to participate in the ownership of the multinational group, say they have not been paid dividends since investing more than more than five years ago. SAB invited qualifying members of the public to invest in and buy shares when the Zenzele Kabili B-BBEE scheme listed on the Johannesburg Stock Exchange (JSE) in May 2021. An annual general meeting of the scheme, held at the Nascrec Expo Centre on May 15, turned chaotic as disgruntled shareholders confronted the scheme’s representatives, demanding answers on alleged non-payment of dividends. But SAB has denied that shareholders have not been paid for five years. An investor, speaking on condition of anonymity, told Sunday World that the chaos ensued after the scheme representatives failed to explain what was causing the delay in payouts. He said the previous scheme, SAB Zenzele, which they also invested in, had paid dividends on time without any issues. “We attended the meeting expecting good news or at least answers but it all turned sour when they could not tell us what was causing the delay or at least explain when we will be getting our funds. Instead, they told us that communication would be sent towards the end of May and we are still waiting. “We have invested twice in SAB Zenzele and we saw meaningful returns on both occasions. But this time, the dividends they claimed are due did not make sense and that further elevated the uproar. The meeting did not end on a good note,” he said. According to the company’s financial results for the year ending December 2025, the board of parent company AB InBev suggested a full-year 2024 dividend of €1 (R19) per share, which was later approved by shareholders at the company’s annual general meeting on April 30 2025. The statement revealed that a dividend was paid but tavern owners who hold Zenzele Kabili shares insist they have not received a cent from the scheme. According to the annual results, SAB received more than R108-million in dividend income from AB InBev, an increase from R85.3-million the previous year. After accounting for foreign withholding taxes, operational costs and debt obligations, R66.7-million remained available for distribution but most of it reportedly did not go to shareholders. Approximately 75% of the distributable income was allowed to preference shareholders and reduce outstanding debt linked to the scheme, leaving R16.6-million for ordinary shareholders, translating to a dividend of 41 cents per share. According to the report this was paid in July 2025. The statement further outlined concern over the financial position of SAB Zenzele Kabili, which continues to carry significant accumulated losses, although these have narrowed from R1.9-billion in 2024 to R1.52-billion by the end of December 2025. It highlighted pressure on the company’s short-term finances, with current liabilities exceeding current assets by about R937-million. This means the company does not have enough readily available resources to cover all its immediate obligations. “In 2021, the South African Breweries (Pty) Ltd advanced a facility amount of R12 000 000 to SAB Zenzele Kabili Holdings (RF) Limited to assist the company in meeting its immediate liquidity shortfall. This advance was provided to assist the company in meeting its operational obligations until the intended receipt of the next dividend from AB InBev. “On 14 March 2023, an addendum to the facility agreement was signed between the company and SAB, where the maturity date of the facility was extended from 7 August 2023 to 7 August 2025. During the year, repayments amounting to R13 119 615 were made towards the SAB facility and the facility was settled in full. However, investors argued they had not received any money as per the agreement which stipulated dividend payouts after five years. They said there had been no communication apart from the recent AGM. Kanyisa Ndyodya, the SAB spokesperson, acknowledged the concerns raised at the meeting but insisted that shareholders were paid in accordance with the financial statements. “SAB Zenzele Kabili Holdings can confirm that all dividends for the previous financial years have been paid in full to the shareholders, in line with the rules of the scheme. “SAB Zenzele Kabili Holdings is a listed entity and there is no fixed maturity date where beneficiaries would receive a payout.” She said the scheme’s performance was dependent on company performance dividends received from AB InBev. “Whenever dividends are declared, the distributions are made in terms of the rules of the scheme, with such distributions communicated to shareholders through the appropriate channels including the JSE SENS. “SAB and SAB Zenzele Kabili Holdings value the role of the shareholders and remain supportive of efforts to ensure the scheme operates in line with its objectives. We will continue to engage with the shareholders and are actively working with the scheme administrators to enhance shareholder communication,” Ndyodya 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://sundayworld.co.za/business/sabs-black-shareholders-see-red-over-dividend-payouts/

BizCommunity | 5 June 2026 The National Youth Development Agency (NYDA) has launched Phase V of the National Youth Service (NYS) Programme, which will unlock 100,000 paid service opportunities for unemployed young people across South Africa's nine provinces. Unveiled on Thursday in partnership with the Presidential Youth Employment Intervention (PYEI), the programme aims to provide young people with meaningful opportunities through community service, work experience, skills development, civic participation and pathways to sustainable livelihoods. The NYS programme enables young people to contribute meaningfully to their communities while gaining practical experience, strengthening social cohesion, and advancing nation-building efforts. NYDA board executive chairperson, Dr Sunshine Myende, said the programme was designed to provide young people with meaningful community service opportunities, while creating pathways to employment, entrepreneurship, education, training and broader economic participation. “Participants will gain practical workplace exposure, civic and leadership experience, skills development opportunities, and a chance to contribute directly to improving the communities in which they leave,” Myende said. Inclusion She said the agency remains committed to ensuring the inclusion of young people from historically marginalised groups, including persons with disabilities; lesbian, gay, bisexual, transgender, queer/questioning, intersex, and asexual (LGBTQIA+) youth; young people from rural communities; and others who continue to face significant barriers to economic participation. According to the NYDA, the programme forms part of broader efforts to tackle youth unemployment by equipping young people with skills, experience and opportunities that enhance their employability and economic prospects. Young people interested in participating can register and submit applications through the SAYouth.mobi platform. Further information on eligibility criteria, application timelines and participation requirements will be communicated through the agency's website and official public communication channels. ‘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/nyda-launches-100000-paid-youth-service-opportunities-623871a

Zingiswa Losi | 8 June 2026 Two recent important legislative developments have taken place in South Africa that will play important roles in raising workers’ wages, putting money in their pockets and helping to reduce our shameful levels of poverty and inequality. The Congress of South African Trade Unions (Cosatu) has been heartened to see our efforts begin to shift the needle in this struggle. It is important to remember the damage done to South Africa by centuries of institutional discrimination and disempowerment, particularly in wages. It was not an accident that Black, Coloured and Indian or female workers were paid a fraction of their White or male counterparts, even when doing the same work. Confining Black workers to poorly paid jobs was a cornerstone of apartheid. While we have made great strides since 1994 under successive African National Congress led governments, we dare not be naïve to think our racially scarred wage inequalities have disappeared. In the public sector, we have largely overcome these inequalities, but in the private sector it is a very different story. Employment equity reports indicating that 60% of senior management posts in the private sector are held by white males, despite constituting 4% of society, confirms we still have far to go. Key culprits in wage inequality include the mining, banking, finance, insurance and retail sectors where it may take a decade for the lowest paid workers to earn what their CEOs make in a week! We dare never normalise our status as the world’s most unequal society. It must continue to conscientise and mobilise all of us; government, business or labour, to do more to tackle this ticking time bomb. Recently President Cyril Ramaphosa, a founding General Secretary of the National Union of Mineworkers (NUM), signed into law critical provisions of the Companies Amendment Act. This is the culmination of years of struggles by Cosatu and its Affiliate, the Southern African Clothing and Textiles Workers’ Union (SACTWU) working closely with the Department of Trade, Industry and Competition (DTIC) at Nedlac and Parliament. These progressive provisions of the Companies Amendment Act compel companies listed on the Johannesburg Stock Exchange and state-owned enterprises to disclose in their annual reports and to their shareholders the wage gap between their highest and lowest paid employees, and in particular their actual packages. These companies are required to table their remuneration policies to their shareholders for approval. These simple but profound legislative requirements are key to tackling our obscene wage gaps. Further provisions of the Amendment Act awaiting Presidential promulgation require these companies to disclose their financial reports to their unions and employees. This will empower them to understand their companies’ financial statuses, boost wage negotiations and labour market stability. These provisions will enable shareholders to play a greater oversight role over the companies where their monies are invested, in particular workers’ pension funds. It will be especially important for the Public Investment Corporation (PIC), the largest investment fund with assets exceeding R3.5 billion, overwhelmingly workers’ pension and insurance funds, to play a far more assertive role in nudging companies where it is invested to the right thing and take action to reduce the shameful wage gap between managers and workers. The second important legislative development has been the Employment Equity Amendment Bill, a Private Member’s Bill, currently before Parliament. This progressive Bill tabled by a Member of Parliament, Ms. N. Hlazo-Webster, seeks to provide further impetus in the struggle for fair pay. It provides simple but critical amendments to the Act. It hopes to break the back of discriminatory wage practices often based upon one’s race, gender or disability and to push employers in the private sector to a more transparent and fair wage regime. The Bill obliges employers to disclose the total costs of employment for positions when advertising them. This will empower workers to know what the jobs pay and not simply be forced to accept whatever low wage is offered. This will ease the pressure on workers desperate for a job to simply accept whatever meagre offer is made to them. Whilst some private sector employers will object to this, the public sector and even many private sector employers have long embraced this common sense practice. It builds a culture of transparency, helps prevent unfair wage practices and guides people to apply for jobs whose requirements they meet. The Bill similarly empowers prospective employees to request the salary packages that those positions offer from the employers. Again, this helps to build a culture of trust between the two parties. Workers are empowered to discuss their wages with fellow employees without fear of victimisation that many private sector companies have shrouded such simple discussions in. It will help build a sense of collective unity amongst workers and provide a powerful disincentive against discriminatory wage practices. Employers will be prohibited from compelling prospective employees to disclose their previous wage packages. This is key to avoid confining workers to low, unfair and discriminatory wage packages from one job to the next. Wage remuneration should be based upon a well thought through and collectively engaged upon remuneration policy and not simply very discriminatory wages dispensed at the whim of an employer. Paying workers a fair and ideally a living wage, and equal pay for equal work is critical to building a more just society and to tackling our toxic levels of inequality and even poverty. Workers who feel their worth is recognised and are paid a fair wage will be more motivated and productive and thus boost workplace productivity and economic growth. Workers who earn a decent wage will have money to buy the goods that businesses produce and need to sell. If workers are to escape the vicious cycles of poverty and indebtedness and to ensure that their children enjoy a better life, then a fair wage needs to become a reality for all. Putting this into law through the Companies Amendment Act and we hope soon, the Employment Equity Amendment Bill, will be powerful steps forward in this struggle. Zingiswa Losi is the President of Cosatu. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://iol.co.za/business-report/economy/2026-06-08-cosatu-welcomes-new-laws-to-address-wage-gaps-in-south-africa/

Kate Philip | 31 May 2026 If there was ever any doubt, it is now clear. Public employment makes a measurable difference to our national job statistics. In the latest Quarterly Labour Force Survey (QLFS), the single biggest contributor to the rise in unemployment was the loss of jobs from the termination of Phase 5 of South Africa’s biggest youth employment programme: the Basic Education Employment Initiative (BEEI), which is part of the Presidential Employment Stimulus. In the quarter to December 2025, the BEEI employed nearly 200,000 young people in public schools across the country, the majority of whom were young women. This year, the programme did not resume with the start of the school year, in a context in which future budgets were unconfirmed. The latest QLFS shows that the single biggest decline in employment in the last quarter was in Community and Social Services – and within this, in education, where jobs fell by 168,000. Statistics are estimates based on a sample survey; they are never as accurate as administrative records. Exact alignment is rare. But this match is striking enough to settle an important debate. After the State of the Nation Address in February, critics argued that if the work opportunities reported by the President were accurate, they would “show up” in national statistics. Our response was that without these programmes, the picture would be worse. Now, the contrast is clear. Why public employment is vital National statistics show that a failure to support these jobs means unemployment rises. Public employment is indeed a vital factor cushioning the labour market, and it’s time to recognise that this matters. Of course, what we most want and need is rapid, inclusive growth to create sustainable jobs. Massive public and private effort should prioritise this outcome – and is doing so. But a reality check is also urgently needed. Even in our most optimistic growth scenarios, we will not clear current employment backlogs within the next decade. No plausible economic modelling suggests we can do so. So what, actually, are we saying about this? Are we just going to shrug and say that only “sustainable” jobs count? And that in their absence, there is nothing we can do to address this social crisis, when in fact, we have clear evidence – here and from all over the world – that well-designed public employment programmes can help close this gap – and that they can do so on terms that create real social value, and support rather than undermine the inclusive growth we seek? Public employment has long been a part of South Africa’s policy landscape, but the Covid pandemic allowed for rapid experimentation, and innovation that demonstrated the scope to create quality work experiences at new levels of scale; to create meaningful work and jobs to which people aspire. The fact that 1.9 million young people from every municipality in the country applied to the last phase of the BEEI reflects the scale of demand among young people to participate. At its peak, the Presidential Employment Stimulus delivered more than 600,000 work and livelihood support opportunities in a single year. It’s now a shadow of that – down to 30% of its peak budgets from the fiscus, whittled down through cuts and uncertain one-year budget extensions that make effective planning and implementation extremely challenging. Under these conditions, it’s as if the programmes are being set up to fail. Except, they haven’t. Instead, the Presidential Employment Stimulus has demonstrated that well-designed programmes can build relevant work experience and ongoing economic engagement for young people otherwise excluded from labour markets; break cycles of long-term unemployment that erode employability and self-esteem; address a wider range of social priorities, strengthen local economies through spending in poor communities; and help sustain social stability in a society under extraordinary pressure. Public employment is an investment in people, in communities and in labour market infrastructure. It is economic and social scaffolding. In the context of our crisis of missing jobs, it’s time to move beyond framings that present sustainable jobs and public employment as binary policy choices. Instead, we need to use all the levers at our disposal to enable economic participation, with investment in quality public employment recognised as a permanent pillar of employment policy. Not a stopgap, not a crisis measure, but an enduring part of our responses to deep structural unemployment – resourced and institutionalised on terms that allow for the best possible social and labour market outcomes. ‘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.dailymaverick.co.za/opinionista/2026-05-31-new-data-proves-it-public-employment-is-essential-to-providing-work-for-the-young/

Zelda Venter | 31 May 2026 South Africa’s National Employers’ Association of South Africa (Neasa) and business group Sakeliga lost their Constitutional Court fight to halt the government’s new employment equity (EE) quotas, but they vowed to continue the fight. The Constitutional Court declined Sakeliga and Neasa's application for leave to appeal in their urgent application for an interdict against the Employment Equity quotas enacted in 2025. But they will now pursue the matter through a review on a non-urgent basis to have several sections of the Employment Equity Act declared unconstitutional and set aside. Minister of Employment and Labour, Nomakhosazana Meth, meanwhile, welcomed the Constitutional Court dismissal of the urgent application and said that, absent an interdict, the department is forging ahead with the implementation of the EE Regulations and the 5-year sector numerical EE targets. The Employment Equity Amendment Act and its accompanying two sets of Employment Equity Regulations, including the 5-year sector numerical EE targets for the 18 economic sectors, came into effect last year for designated employers, such as those that employ 50 or more employees. Meth said it is important to note that the numerical goals are set by the designated employers, and companies must therefore submit their annual EE reports against their own set annual EE targets in their EE plans. After the commencement of the EE Amendment Act and its EE Regulations, several legal challenges were instituted against the department and the Commission for Employment Equity (CEE). These cases primarily challenged the constitutional validity, lawfulness, consultation process, and the implementation of the amended EE legislative framework and the 5-year sectoral numerical EE targets. Neasa and Sakeliga were amongst the first to file an urgent application with the Gauteng High Court, where they tried to suspend the implementation of the EE targets. The High Court dismissed Part A of the application and held that an interdict was not appropriate where the minister had already exercised statutory powers. The court declined to suspend what it regarded as a lawful exercise of statutory authority, emphasising the separation of powers. The court further held that the consultation process preceding the publication of the sectoral numerical EE targets was lawful and that employers retain flexibility to justify deviations for non-compliance in terms of the Employment Equity Act. The applicants then approached the Supreme Court of Appeal, which also turned down leave to appeal. They subsequently approached the Constitutional Court on an urgent basis for leave to appeal, to be followed by a review application. The minister said her department will also oppose the pending review application. The department explained that the key objectives and implications of the EE Amendment Act include empowering the minister to regulate sector-specific EE numerical targets. This is to ensure the equitable representation of suitably qualified people from the designated groups (Africans, Coloureds, and Indians, women of all race groups, as well as people with disabilities irrespective of their race and gender). It also calls for an EE Compliance Certificate as a prerequisite for access to state contracts and doing business with any organ of state. All the designated employers are legally obligated to fully comply with the Employment Equity amendments by aligning their annual EE targets in the EE Plans with the 5-year sector numerical EE targets, the minister said. In response to the Constitutional Court ruling against them, Sakeliga said that the Constitutional Court has failed to acknowledge the tremendous compliance costs, business planning risks, and investment deterrence caused by the quotas. While the quotas prescribe strict limitations on employment by race and sex for organisations with 50 or more employees, it also limits white male employment to as little as 4% in many cases and dictates absurd and unrealistic gender hiring prescriptions in many industries, Sakeliga 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://iol.co.za/news/crime-and-courts/2026-05-31-employment-equity-amendment-act-regulations-to-go-ahead-pending-court-action/