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Hermann Pretorius | 12 October 2025 “Broad-Based” Black Economic Empowerment (B-BBEE) reduces being economically excluded to being black. Even if this unsupported and contentious position were true, B-BBEE would still be an inherently elitist policy that caters for an entrenched elite already equipped for high levels of economic participation, and leaves the poorest behind. At best, it is an entrenchment policy and not an empowerment policy. At worst, it is a cynical smokescreen to justify the continual incestuous enrichment of an elite, using the unallayed socio-economic hardships of millions as justification. If we take economic empowerment to mean a credible route from poverty to at least sustainable membership of the middle class, an honest assessment of the simple socio-economic facts will show that in South Africa, and likely elsewhere, blackness doesn’t cause poverty, nor does poverty cause blackness. The fact that there are wealthy black South Africans makes a factual mockery of any idea that having a black skin causes poverty. And the fact that there are poor white South Africans debunks any idea that a black skin leads to poverty. For black children from an economically deprived place like Atteridgeville, there are, quite simply, multiple obstacles to their upward socio-economic mobility and the chance of one day joining the middle class. If their skin colour might be one of these factors, even the most ardent champion of B-BBEE cannot honestly say it’s the only one. Let’s take a clear-eyed view of what obstacles lie between black children and their joining the middle class. Unsafe neighbourhoods and high crime-rates expose children to violence and chronic stress, undermining learning and school attendance. Parental absence, widespread in South Africa due to spatial apartheid, migration, and family breakdown, reduces emotional stability and parental guidance. Overcrowded housing, poor sanitation and unreliable healthcare further erode health and learning prospects. Compound disadvantage Educational obstacles often compound disadvantage. The 2021 PIRLS study found that 81% of Grade 4 learners could not read for meaning. Linking this tragedy to socio-economic disempowerment, Spaull and Kotze’s findings in a 2014 working paper, Starting Behind and Staying Behind, showed that early learning gaps in poor communities persist and widen. Even when children succeed academically, they face weak local labour markets, as Raj Chetty’s seminal 2014 research on mobility and opportunity in the United States touched on. They also face limited social networks to access bursaries, internships or jobs. One often hears the argument that B-BBEE’s implementation, rather than the policy itself, has made it an elitist policy that enriches the wealthy rather than empowering the poor. It is possible to debunk this contention wholesale. In a country where the socio-economic obstacles standing between children born in poverty and their rise to join the middle class are entrenched and cruel, what happens if race-based policies like B-BBEE or employment equity race targets are enacted? Is it reasonable to expect a wholesale, broad-based wave of empowerment cascading across the country and bringing upliftment to those most removed from rising to the middle class by these multiple factors? Unfortunately for those arguing that policies like B-BBEE and employment equity targets aren’t inherently elitist and incapable of aiding the poor, the clear answer is a resounding ‘no’. Even if we entertain the flimsy premise of the pro-B-BBEE camp: that a black skin in South Africa today is an obstacle to socio-economic upliftment, removal of this obstacle through racial favouritism in state interventions evidently and logically cannot uplift the vast numbers of black South Africans trapped in poverty. Deepest crevasses Far from allowing empowerment to reach into the deepest crevasses of socio-economic deprivation, the only possible beneficiaries of policies like B-BBEE will be those black South Africans who have already overcome the formidable and entrenched obstacles discussed above. And far from allowing an entire racial group to experience a rising tide, race-based empowerment policies like B-BBEE can only further entrench the relative socio-economic privilege of those already occupying the most privileged positions within the said group. These policies create within the identity groups, in South Africa’s case the black population, insurmountable divisions between the already-haves and the never-will-haves. It isn’t a bug – it’s a feature. For B-BBEE policies to truly benefit across the board – to be, as the label claims, broad-based – the multiple other obstacles to economic empowerment will first have to be dealt with. Two strands of irony creep into this scenario: Firstly, B-BBEE’s eschewing of merit as the prime consideration in appointments and dealings, contrary to the recommendation of former Chief Justice Zondo in his commission report, harms those people most in need of capable and expansive state support and reliable service delivery. By allowing race-based policies instead of merit to dictate the allocation of financial and human resources, state support and delivery to the poorest are sabotaged in terms of both quality and quantity. The primary victims of this in South Africa? The poorest black people in our society. Secondly, were the various obstacles to socio-economic upliftment to be removed so comprehensively as to level, as it were, the playing field of opportunity, and for the racial favouritism of policies like B-BBEE to be applicable and useful to the entire black population, the favouritism itself would be redundant. Actually remove obstacles For B-BBEE, therefore, to stand any chance of actually removing obstacles to economic empowerment in the poorest parts of South Africa and creating the fabled ‘level playing field’, either B-BBEE itself will have to be suspended to ensure a merit-based capable state able to ensure proper service delivery and social support, or the holistic eradication of all other obstacles to socio-economic upliftment must have been so effectively dealt with that B-BBEE as a tool of engineered substantive equality becomes instantly redundant. Economic empowerment and disempowerment in South Africa therefore reveal B-BBEE at its best to be irredeemably elitist, where it isn’t utterly impotent. The problem for the advocates of all race-based empowerment policies is a fundamental misdiagnosis of the socio-economic obstacles faced by South Africa’s poorest. The mere fact that there are wealthy black South Africans and poor white South Africans casts sufficient doubt on the simplistic assumption is that a black skin is an obstacle to socio-economic upliftment. The uncomfortable truth is that B-BBEE has not merely been poorly implemented, creating an elite beneficiary class whilst leaving the rest behind. The fact is that all race-based empowerment policies like B-BBEE are conceptually misaligned with the real barriers to and engines of economic upliftment. By mistaking race for the root cause of poverty, it diverts attention and resources away from the structural obstacles that actually entrench deprivation, while those at the top gain ever more wealth and privilege. Benefits can only ever flow to the relatively few who have already surmounted those obstacles, not to the millions still trapped behind them. As a result, B-BBEE operates less as a ladder for the poor than as an elevator for an elite already on the inside. A genuine empowerment policy would directly target the obstacles to prosperity that do not discriminate on race: the deep, layered impediments to upward mobility. Cascade of empowerment This is the heart of the IRR’s Freedom From Poverty Bill, a draft legal instrument that replaces BEE with Economic Empowerment for the Disadvantaged (EED). Instead of misguided or cynical assumptions about socio-economic obstacles, EED focuses on the three most immediate and tangible knots that, if untied and untangled, can trigger a cascade of empowerment at a grassroots level: education, housing, and healthcare. By creating a tax-funded voucher system for each of these socio-economic mobility choke points, state funding will flow directly to those who need it most. Not only will this stir economic activity across the country and cut out countless bureaucratic or corrupt hurdles currently sapping the life out of state support for those in need. It will give the fundamental dignity of consumer choice to those who have been excluded from it. Until South Africa embraces such an approach, racial favouritism dressed up as empowerment will remain what it has always been. More and more South Africans are seeing policies like B-BBEE to be incoherent in theory, elitist in practice, and unjust in outcome. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://irr.org.za/media/how-bee-became-a-ladder-for-the-elite-not-the-poor-biznews

Hanno Labuschagne | 12 October 2025 Dawie Roodt believes the Competition Commission should close up shop because it does not understand how competition between businesses functions. The Efficient Group’s chief economist believes that allowing private businesses to work together will ultimately boost competition. The entity is responsible for regulating competition among South African businesses, including approving or disallowing major acquisitions and mergers. The commission is one of three statutory bodies established under the Competition Act of 1998. The other two are the Competition Tribunal and Competition Appeal Court. The Commission and Tribunal are administratively accountable to the Department of Trade, Industry, and Competition, whereas the Competition Appeal Court falls under the judiciary. Roodt highlighted that it was the nature of the business to try to avoid competition. “The Competition Commission does not understand this basic piece of economics,” he said. Roodt argued that the best way to encourage competition would be to remove laws that prevented businesses from starting up and working together. “The only way that you can get a more competitive environment is to remove obstacles to doing business, and then the private sector will compete naturally,” Roodt said. He explained that successful and profitable businesses, even those that collude, are good for the economy. “Let them work together if they want to, let them charge exorbitant prices for stuff,” he said. “The more money they make, the more they will create an environment where more players want to participate in this money-making.” Roodt said that those participating in the private sector did not need protection from each other; they needed protection from the state. “It’s quite often very difficult to enter an industry, not because of the dominant player, but because of labour legislation and lack of local services, a dangerous environment, and so on,” he said. “The job of the state is just to create an environment that is easy for people to enter all the industries, and the dominant players are mostly state-owned, like Eskom,” he said. Energy expert Chris Yelland recently called the Competition Commission “sleepy” for failing to act against Eskom with regard to its attempts to block private trading licences. “The Competition Commission should undertake a market enquiry into Eskom’s dominant and abusive behaviour to exercise concurrent jurisdiction with the National Energy Regulator of South Africa,” he said. “Eskom must be held to the same standard as Telkom and South African Airways. The National Transmission Company of South Africa must become a truly neutral operator.” Going beyond matters of competition Roodt has also criticised the Competition Commission for getting involved in matters that have nothing to do with competition, including the advancement of Black Economic Empowerment (BEE). In 2023, Sakeliga criticised the commission’s draft public interest proposal, which sought to expand BEE measures beyond companies doing business with the state. “The draft guidelines confirm a practice that has emerged within the Commission to enforce government objectives such as BEE on companies under the veil of public interest considerations,” the organisation said. “Competition law in South Africa is becoming less about competition and more about leveraging regulatory power to interfere in companies’ internal affairs and align them with government preferences.” Sakeliga argued that the commission considered itself a “super-regulator” that may interfere in transactions above a certain amount on spurious “public interest” grounds, including BEE, local content, and job creation. An analysis by the organisation found that 87% of the acquisition or merger rejections listed in the two years from March 2019 to March 2021 had transformation cited as reason or part of the reason for rejection. Legal firm Cliffe Dekker Hofmeyr has explained that the guidelines would deem any merger that otherwise had no effect on the economic status quo but did not contribute to increased black and worker ownership, contrary to the public interest. “Although it is difficult to argue with the ideological sentiment, many may continue to question why the obligation to transform the economy should be laid at the door of those who dare to posit a merger, with its existing inherent risks and uncertainty,” said the firm’s competition law experts. ‘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/business/613600-economist-dawie-roodt-says-competition-commission-must-be-closed-in-south-africa.html

Staff Reporter | 9 October 2025 Four South African learners are making history, not just for completing the Coded Welding programme, but for becoming the country’s first recipients of digital badges, a modern credential that could transform how skills are recognised and valued. The Chemical Industries Education & Training Authority (CHIETA), the national body responsible for skills development in the chemical sector, is behind this pioneering initiative. For these learners, the badges are more than certificates, they are a ticket to opportunity in a fast-moving digital economy. Unlike traditional paper qualifications, each badge is verifiable online and can be shared across CVs, email signatures, and professional networks like LinkedIn, giving employers instant proof of skills and boosting learners’ confidence as they step into the job market. “Skills are the currency of South Africa’s future economy. With digital badging, we are not just issuing certificates but creating globally recognisable, instantly verifiable credentials that empower learners and build trust in our national qualifications system,” said Yershen Pillay, CHIETA’s Chief Executive. CHIETA is reshaping how South Africa measures and validates skills, positioning digital badges as a cornerstone of the country’s transition into a digitally enabled economy. In an era where trust, transparency, and speed define employability, CHIETA’s initiative signals a future in which skills recognition is no longer static but dynamic, verifiable, and globally portable. A digital badge is a modern, portable, and verifiable credential that recognises a learner’s skills or achievements in a visual, digital format. Unlike traditional paper certificates, each badge carries embedded data that can be instantly authenticated and shared online. This makes badges both proof of competence and a currency of trust in a skills-driven economy. The rollout of digital badges is part of CHIETA’s broader strategy to future-proof South Africa’s workforce. Alongside the nationwide launch of Smart Skills Centres across the country, which provide cutting-edge training and digital access to underserved communities, CHIETA is bridging the skills, digital, and employability divide. By modernising how skills are recognised, the authority strengthens industry credibility, supports learner employability, and ensures that qualifications in critical sectors such as chemicals, engineering, and advanced manufacturing align with global best practices. For PrivySeal, the digital accreditation partner powering this initiative, the significance lies in the shift toward recognition systems that are not only modern but transformative. “By embracing digital badging, CHIETA is setting a benchmark for how South Africa recognises skills. This represents a decisive shift toward transparency and lifelong learning—essential ingredients for a workforce that must continuously adapt to digital and economic change,” said Stephen Logan, CEO of PrivySeal. The first artisans to benefit from the digital badges were the four learners from the Coded Welding programme, whose achievement exemplifies how digital credentials are redefining the bridge between learning and employability in South Africa. By modernising how learning achievements are communicated, valued, and trusted, CHIETA is reinforcing its role as a catalyst in the country’s skills revolution. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://thestar.co.za/saturday-star/news/2025-10-07-chieta-launches-digital-badges-transforming-skills-recognition-in-south-africa/

The following rules apply when calculating Mandated Investments for under Statement 100 of the Amended General B-BBEE Codes of Good Practice :   "Mandated Investments means any investments made by or through any third party regulated by legislation on behalf of the actual owner of the funds, pursuant to a mandate given by the owner to a third party, which mandate is governed by that legislation. Some examples of domestic mandated investments and the portions of those investments subject to the Exclusion Principle  are contained in Annexe 100A attached to statement 100."   Furthermore, as per clause 3.7 of Statement 100 of the Amended Codes of Good Practice, the following is stated:   "3.7 Mandated Investments   3.7.1 When determining Ownership in a Measured Entity, Rights of Ownership of Mandated Investments may be excluded.   3.7.2 The maximum percentage of the Ownership of any Measured Entity that may be so excluded is 40%.   3.7.3 A Measured Entity electing not to exclude Mandated Investments when it is entitled to do so may either treat all of that Ownership as non-Black or obtain a competent person's report estimating the extent of Black rights of Ownership measurable in the Measured Entity and originating from that Mandated Investments.   3.7.4 A Measured Entity cannot selectively include or exclude Mandated Investments and therefore an election to exclude one Mandated Investment is an election to exclude all Mandated Investments and visa versa.   3.7.5 A Measured Entity applying the Exclusion Principle to Mandated Investments cannot benefit from the Modified Flow-Through Principle."   Ownership Services  are available to members with any queries relating to the Ownership Scorecard.

The SANAS Website  publishes information on all accredited B-BBEE Rating Agencies, which, apart from the contact details, includes:   o   The unique SANAS accreditation number; o   The date of SANAS accreditation and the expiry; o   The status of accreditation, which could include one of the following: Accredited | A B-BBEE Rating agency has successfully passed the SANAS accreditation process and applied to retain its status as a SANAS Accredited B-BBEE Rating Agency. Expired | When a B-BBEE Rating Agency has allowed its SANAS Accreditation to expire. Withdrawn | Where a B-BBEE Rating Agency either voluntarily or involuntarily withdraws its accreditation. Suspended | SANAS has issued a B-BBEE Rating Agency with a serious non-conformance/s regarding their B-BBEE Verification processes and procedures that needs to be addressed. A B-BBEE Rating Agency may retain its accreditation status depending on the result of actions implemented.   o   The scope of Accreditation, which is a certificate that states what B-BBEE Code of Good Practice they are accredited to measure. For example, there may be an accreditation allowing a B-BBEE Rating Agency to conduct a B-BBEE Verification on the General, Construction and Financial Services B-BBEE Codes of Good Practice. However, without specific accreditation, it would not be able to conduct a B-BBEE Verification on the Tourism B-BBEE Sector Codes of Good Practice.   Therefore, before choosing a B-BBEE Rating Agency, an organisation must check its Scope of Accreditation to ensure that it can conduct a B-BBEE Verification  on the relevant Sector Code of Good Practice. If a B-BBEE Rating Agency conducts a B-BBEE Verification on a Sector Code of Good Practice they are not accredited to measure, the B-BBEE Verification Certificate issued on this basis will be null and void.   B-BBEE Verification Services are available to advise Members in relation to this area.

Thabiso Goba | 7 October 2025 Matona, speaking at the B-BBEE Frank Dialogue event in Sandton, noted that the Act has been consistently amended and improved since it was passed into law in 2003. The head of the Broad-Based Black Economic Empowerment (B-BBEE) Commission, Tshediso Matona, says the policy is currently on "a faltering trajectory" but should not be abandoned entirely. Matona, speaking at the B-BBEE Frank Dialogue event in Sandton, noted that the Act has been consistently amended and improved since it was passed into law in 2003. As head of the Commission, Matona acknowledged that B-BBEE compliance has improved over the years; however, he stressed that undesirable practices continue to persist. "Every so often we come across fake certificates, practices like fronting that seek to circumvent the objectives of the legislation," Matona stated. He emphasised the need for urgent reform, stating that the policy is at a turning point. "So we do need to clean up this instrument, to strengthen its governance anchor and ethical foundation. So we are at a turning point, definitely, we cannot carry on on this faltering trajectory. The legislation needs to evolve. Close loopholes and strengthen enablers." ‘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.ewn.co.za/2025/10/07/b-bbee-on-a-faltering-trajectory-but-must-be-fixed-says-matona

Masego Panyane | 6 October 2025 Hospitality students in Johannesburg are set to gain invaluable work experience at some of the city’s top establishments, thanks to the newly bolstered Learning for Life internship program. This initiative, spearheaded by global giant Diageo South Africa in partnership with the University of Johannesburg (UJ) , has now expanded its reach with the crucial support of the Youth Employment Service (YES4YOUTH) . Launched yesterday (2/10/2025) at UJ’s School of Tourism and Hospitality (STH) on the Auckland Park Bunting Road campus, this public-private partnership aims to directly tackle South Africa’s high youth unemployment rate, which currently stands at 46.1% according to Statistics South Africa. The Learning for Life program is designed to equip students with essential practical skills and industry knowledge across tourism, hospitality, and food and beverage services. This year’s installment will facilitate a one-year placement for 100 students in reputable hotel and culinary establishments. This mandatory experiential training is a requirement for their final graduation. Reflecting on the program’s existing success, Gerald Hamadziripi, General Manager of the Kezner@UJ, emphasized the power of collaboration. “At the Kezner@UJ we fully believe in the power of partnerships. When industries and communities come together with a shared vision, the results are transformative. Over the past two years our collaboration with Diageo through this programme has been a living testament to that truth. As a host partner, we’ve had the privilege of witnessing first-hand the impact this has had on young people,” he said. Once participants from the 2025/26 cohort complete their theoretical learning and practical experience, they will join an alumni network of over 1,500 Learning for Life graduates who have successfully secured employment across South Africa’s tourism and hospitality sectors. The addition of YES4YOUTH significantly bolsters the program’s ability to create job-ready graduates. Andrew Ross, General Manager of Diageo SA, noted the importance of this expanded collaboration: “A big reason for that success in South Africa is our growing partnership with the Youth Employment Service (YES) and the University of Johannesburg. Together, we’ve been able to not only train young people, but also place them into structured, real-world work experiences, where they can grow, contribute, and build momentum in their careers.” Thabo Moloi of YES4YOUTH underscored the economic necessity of job creation. Using a fitting analogy, he likened unemployment to the lack of skilled professionals to represent the country in a global mixology contest. “Having enough bartenders, will come from the creation of jobs. Jobs will allow young people to participate meaningfully in the economy. And to achieve this, services like ours need partners to get young people working,” he said. The initiative also received high praise from the government, with the Department of Higher Education, Science and Innovation, represented by Deputy Minister Dr. Nomusa Dube-Ncube, lauding the three entities for their collaborative effort. The most powerful evidence of the program’s impact came from UJ and Learning for Life alumna, Ayanda Magele. Now employed as a hotel sommelier at the renowned Saxon Hotel, Magele shared her journey of success. “Joining the Diageo programme has truly changed my life. It is amazing what has happened in a year. I joined the programme in 2024, and was placed at the Saxon Hotel. I felt like a fish in an ocean. But the discomfort forced me to pursue greatness and grab all the opportunities that come my way. I realised that when opportunities like Learning for Life are presented, they open a door to working and learning in some of the finest spaces you may have only dreamt of being in,” she said. The partnership among Diageo South Africa, UJ’s STH, and YES4YOUTH is poised to make a significant contribution to both student careers and the future of the nation’s vital tourism and hospitality industry. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://news.uj.ac.za/news/learning-for-life-diageo-and-uj-partner-with-yes4youth-launch-hospitality-internship/

LnT Desk | 6 October 2025 Mr Price Foundation has announced an ambitious plan: to get 500,000 youth economically resilient by 2035. The target, revealed in its newly released Integrated Impact Report, comes as the country faces a youth unemployment crisis, with 7.7 million young people not in employment, education or training. The report highlights the foundation’s strides made in the past year through three core programmes that cover skills development for unemployed youth, entrepreneurship training and basic education. Octavius Phukubye, Mr Price Foundation Executive Director, said targeted impact investment of R37-million in education, skills development and entrepreneurship has created pathways to sustainable livelihoods. “Unemployment is not just a social issue—it’s a systemic risk to South Africa’s future. There is a big gap between unemployment and employability, and we are helping to bridge that.” The foundation used a data-informed approach to provide focused and collaborative programmes that addressed critical skills gaps and enhanced school functionality. These programmes showed significant measurable impact. These include: Seven in 10 of the unemployed youth trained through its JumpStart skills development programme secured jobs in the retail sector. Learners in Foundation-supported schools achieved a 20% improvement in literacy and numeracy, a decisive step in addressing South Africa’s learning crisis. Entrepreneurs supported by the Foundation generated R3.7 million in revenue, proving that small businesses can be engines of local growth. “Delivering on our strategic goals in skills development, entrepreneurship, and education directly supports several goals of South Africa’s National Development Plan and the United Nation’s Sustainable Development Goals (SDGs),” said Phukubye.   From unemployment to opportunity creation JumpStart has been instrumental in training candidates to be job ready. Apart from its 70% job placement rate, rehiring rates increased by 10 points to 61%, highlighting the candidates’ long-term value in the retail job market. JumpStart also serviced 78% of Mr Price Group’s entry-level vacancies. “Our job is to build youth economic resilience by equipping young people with the skills, networks and opportunities to participate meaningfully in the economy,” said Phukubye. For many candidates, the impact went beyond employment. Participants reported greater confidence, financial independence and improvement in their home lives. Sandile Bhengu, an assistant store manager at Mr Price Home Galleria in Amanzimtoti, said he was able to turn his life around for the better after joining JumpStart almost a decade ago. “I applied for many jobs and training during my long six years of unemployment, but nothing came through. Then in 2016 I did JumpStart. Life has improved a lot for me.” For Hlengiwe Mthobeni, an intern from Cape Town, JumpStart gave her the opportunity to enter the retail sector. “It equipped us with valuable skills, knowledge and networks. We are now ready to apply them in the retail environment.” The foundation is looking to expand the JumpStart programme by partnering with new potential employers and entering into new industries such as tourism, ICT and business process outsourcing. Reversing the education crisis In the past year, the Foundation’s EduRise education programme has supported over 13,000 learners and 400 educators across 21 low-income primary schools in Hammarsdale, KwaZulu-Natal. Foundation-supported schools have seen a nearly 20% improvement in literacy and numeracy – a decisive step toward reversing South Africa’s learning crisis. “These gains ripple outward, improving not only academic results but also long-term prospects for thousands of children,” said Phukubye. School management, long a sore point in South African education, saw a 9,5% improvement. It assessed schools throughout the year on nine elements that included leadership, parent participation and pedagogy. It also trained educators in technology and best practice and created a community of practice so that participating schools could learn from each other. “We viewed collaboration between schools as a mechanism to exchange ideas and share management methods. At the end of the programme, we a saw a significant uptick in school functionality,” said Phukubye. Looking ahead In the 20 years since the Foundation’s inception in 2005, the three core programmes have impacted more than 200,000 South Africans. Now it prepares to more than double its reach within a space of 10 years. And Phukubye believes it can be achieved. “We looked at the scale of our resources, our capabilities and the partners we have and figured we could impact twenty times the amount of young people that we had in the past year. It is about making our contribution in the best way possible,” he said. To continue this momentum of growth, the Foundation is looking to expand its programmes by driving growth in institutional fundraising and strategic partnerships, improve technology within the organisation to remain a data-driven organisation and foster deeper engagement with communities in which it operates. Furthermore, it wants to position itself as South Africa’s most impactful youth empowerment-focused corporate foundation. “Candidates entered our programmes uncertain of their future and left with the confidence to shape it. We want to help as many young South Africans transform into economically resilient individuals as possible,” said Phukubye. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://lifestyleandtech.co.za/business/article/2025-10-06/mr-price-foundation-targets-empowering-500000-youth-by-2035-to-tackle-sas-unemployment-crisis

Konica Minolta South Africa | 2 October 2025 According to Stats SA, South Africa’s official unemployment rate rose to 32.9% in the first quarter of 2025. In light of national efforts to reduce youth unemployment and address the persistent skills gap in South Africa, Konica Minolta South Africa reaffirms its commitment to skills development through the National Technical Learnership Programme, under the leadership of National Warehouse Manager, Marcus Mzobe. The programme combines practical work experience with formal theoretical instruction to equip young South Africans with technical and digital skills required in today’s evolving printing and office automation industry. Learners undergo mentorship, real-world servicing tasks and module-based assessments using internationally recognised platforms. Through a partnership with Impactful, participants work towards earning a nationally recognised technical support qualification. Applicants are carefully selected through quizzes, interviews and evaluations to identify individuals with aptitude, dedication and potential for growth. Graduates of the programme have already made meaningful contributions to Konica Minolta’s operational teams, improving service standards and company performance. This learnership directly supports objectives set out in the National Skills Development Plan (NSDP), aligning with government calls for job readiness, workplace integration and digitally aligned education pathways. The increasing need for software and technical integration in the office automation and printing industry underscores the urgency and relevance of this training. Mzobe, whose own journey began as an apprentice, brings passion and perspective to the initiative. He regards empowerment not merely as an economic necessity, but as a moral and social imperative. His vision includes expanding into IT-related learning programmes, with a pilot in end-user computing already under way and a new NQF Level 5 qualification in the pipeline for 2026. Feedback from participants and graduates continues to shape the programme. Constructive insights are embraced as a catalyst for continual improvement, reflecting Konica Minolta South Africa’s belief in dynamic, learner-driven development. Companies seeking to implement similar programmes are urged to approach them with not just resources, but with heart. As Mzobe affirms, true empowerment is fostered through dedication, belief and authentic care. ‘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.itweb.co.za/article/the-critical-importance-of-skills-development-in-modern-industry/KA3WwMdzR54vrydZ

Asemahle Vumsindo | 28 September 2025 The Makana Winds of Change Community Trust, which holds 26% of shares in the Waainek Wind Farm project, reaffirmed its commitment to socio-economic development in Makhanda and surrounding communities during its recent annual general meeting at the BB Zondani Community Hall. The Waainek Wind Farm, a 23.6 MW facility comprising eight Vestas turbines, has been fully operational since January 2016. The Trust’s stake in the project allows it to channel resources toward transformative community initiatives in line with its mission to address unemployment, education gaps, and social challenges. The Trust’s programmes target beneficiaries across all age groups. Key focus areas include: Birth to 2 years: Maternal and infant health through early care and nutrition. 2 to 6 years: Early childhood development and access to quality ECD services. 6 to 13 years: Literacy, numeracy, and school retention support. 13 to 18 years: Adolescent and high school youth empowerment, leadership, and resilience development. 18+ years: Tertiary education, skills development, livelihoods, economic development, and access to basic services and infrastructure. Education and community engagement The Trust continues to support GADRA’s QondaConnect programme, which tackles literacy challenges in schools by integrating content subjects like Natural Science into literacy instruction. The initiative provides teachers with curriculum-aligned materials and in-classroom mentoring, currently reaching 2 797 learners.In a partnership with Rhodes University, the Trust supports the Rhodes University Community Engagement (RUCE) Social Innovation Hub. The hub provides training, mentoring, and enterprise development opportunities for local entrepreneurs, with 10 Mini Hubs benefiting hundreds of community members annually. Sports and youth development Youth-focused programmes, such as the Mfuzo Boxing Camp, receive support for coaching, transport to tournaments, team-building camps, and skills training. The camp trains school-aged boys and girls (14–18 years) and adults (19–40 years), with 29 boys and 25 girls currently enrolled. Capacitation for local CBOs This initiative provides community-based organisations (CBOs) with mentorship and training in governance, financial management, sustainability planning, proposal writing, and statutory compliance. The programme currently supports Mfuzo Boxing Camp, Makhanda Neighbourhood Crime Watch, and Ubuntu Bethu. Call for proposals The Trust has issued a call for proposals from organisations operating within the Makana Local Municipality. Priority areas include economic development, job creation, social cohesion, community wellness and safety, skills development, and education across all age groups, including youth and NEET (Not in Education, Employment, or Training). Proposals must be submitted by 31 October 2025 to Bonolo Pule at b.pule@knowledgepele.com . Eligible organisations must be registered for at least two years, have sound financial management, and demonstrate the capacity to monitor and evaluate their projects effectively. Through these efforts, the Makana Winds of Change Community Trust aims to foster sustainable growth, empower youth and vulnerable populations, and improve the quality of life for communities across Makana. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://grocotts.ru.ac.za/2025/09/28/change-blows-into-community-programmes/

It is fair to surmise that the points earned on Supplier Development, especially since Enterprise & Supplier Development is a Priority Element, will impact an organisation’s overall scorecard. Statement 400  of the Amended General B-BBEE Codes of Good Practice allocates 10 Weighting Points with a compliance target of 2% Net Profit After Tax, based on the following criteria:   2.2 Supplier Development 2.2.1     Annual value of all Supplier Development Contributions made by the Measured Entity as a target percentage.   There are another 2 Bonus Points available for job creation and elevation from an Enterprise Development Beneficiary to a Supplier Development one.   It is therefore vital that the Supplier Development Strategy of an organisation reflects the importance of this element. A Beneficiary must be identified as per the criteria in the correct timeline. The contract should highlight all interventions and contributions with evidence to support those contractual obligations were met.   Enterprise & Supplier Development Services are available to guide Members on the implementation of Sustainable Supplier Development initiatives.

More than any other element under the Amended General B-BBEE Codes of Good Practice, Enterprise & Supplier Development was carefully crafted so that each of the sub-elements complement one another.   The Amended General B-BBEE Codes of Good Practice, in terms of Enterprise & Supplier Development, have no limitation on a chosen beneficiary, other than that they align with Statement 400   of the Amended General B-BBEE Codes of Good Practice. The total Weighting Points this element has on offer is 46 on the overall scorecard, including Bonus Points.   The best-case scenario is going above and beyond the sub-minimum requirements, whereby this element can boost an organisation's B-BBEE Scorecard. The worst-case scenario for not meeting sub-minimum requirements is the discounting of one B-BBEE Status Level.   If implemented as the Amended General B-BBEE Codes of Good Practice designed it, an organisation would embrace an Enterprise Development Beneficiary.  Then they would procure goods or services from them and then elevate them to a Supplier Development Beneficiary and forge a supplier relationship with them. The results would see the Preferential Procurement sub-element reap the rewards as outlined in Statement 400  of the Amended General B-BBEE Codes of Good Practice.   Therefore, with the tools to succeed written into this element, it is baffling why organisations choose to leave more than 40% of their total B-BBEE scorecard to chance.   Enterprise & Supplier Development Services  are available to advise Members on how best to approach the Enterprise & Supplier Development element.