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IT-Online | 10 June 2025 Do South African job seekers still face the age-old dilemma that you can’t get a job unless you have experience, but you can’t build experience until you land your first job? New data from the latest Pnet Job Market Trends Report suggest that the answer is yes but also shows that some sectors are more accommodating to early-career workers. Although the outlook remains tough for fresh talent, young workers who have tangible, proven skills or relevant certifications will have an edge in the competitive job market, says Anja Bates, head of data at Pnet. She says that a Pnet analysis shows that 10% of jobs are allocated to young jobseekers with limited work experience. Says Bates: “Young people aged 15 to 34 make up roughly half of South Africa’s working-age population, but they bear the brunt of the country’s jobs crisis with an unemployment rate of 46%. Many young South Africans are qualified but not yet experienced – trapped in a cycle where they can’t get experience because they don’t already have it.” With South Africa celebrating Youth Day (16 June) and Youth Month (June) under the theme ‘Skills for the changing world – empowering youth for meaningful economic participation’, Pnet explored what jobs are available for young jobseekers who are trying to enter the job market. Data from the past 12 months reveals which sectors are more likely to offer jobs for young jobseekers. Sector-specific insights for young workers include: Design, Media & Arts offers the largest percentage (12%) of open job opportunities by proportion of jobs advertised in the sector. A degree isn’t a prerequisite for entering this field, but young jobseekers with complementary qualifications increase their chances of securing employment. The Architecture & Engineering job sector shows the highest proportion of graduate jobs, indicating that jobseekers in this sector usually require a high level of tertiary education. There are roles such as engineering draughting, however, where a National Certificate will get you a foot in the door. In terms of actual vacancies, the Finance sector boasts the highest amount of student jobs, entry level jobs and junior jobs compared to any other sector. There appears to be an emphasis on accounting professions when it comes to youth jobs in this sector. Proportionally, the Sales sector also provides a high amount of entry level jobs. This makes it a good entry point for young jobseekers trying to enter the job market. It’s also a field where initiative and interpersonal skills may help compensate for lack of qualifications and experience. Similarly to the Sales sector, the Admin, Office & Support sector offers a range of opportunities for young jobseekers. The sector offers a relatively high level of entry-level access yet is undervalued by some jobseekers that see these jobs as ‘dead ends’ instead of stepping stones. A high proportion of entry level jobs makes Marketing an ideal entry level sector for young jobseekers. Young candidates with an interest in Marketing are encouraged to gain complementary qualifications to strengthen their chances of getting a job. Job roles for young jobseekers within Building & Construction and Information Technology (IT) consists of a spread of entry level jobs, junior level and graduate jobs in various disciplines. Technical certifications are a valuable addition to your CV.  While a smaller percentage of open jobs in the Building & Construction and IT sectors are earmarked for youth workers, the size of these sectors means that both offer a sizeable number of roles for young talent.   Building skills to overcome barriers “South Africa’s youth have energy, ideas, and ambition, but the job market too often responds with silence,” says Bates. “We note how long it takes employers to fill roles in sectors like Finance, Engineering and IT despite 4,8-million young people being unemployed. This highlights a potential mismatch between the skills in the workforce and those required in the job market. “One of the trends we see in our data is the scarcity of structured, paid internship and student job pathways, especially in fields like Engineering or Finance where experience is non-negotiable. Creating these opportunities should be regarded as an investment in the workforce of tomorrow. For young talent, it’s clear that degrees alone are not enough to get that dream job. “In fast-moving fields like Design, Marketing, and IT, young people can overcome barriers by building practical portfolios, even outside formal work. Creative and technical sectors are hungry for new talent, but they demand demonstrable skill, not just academic results. It also demands that you keep ahead of new technologies, such as AI, which are transforming how we work .” ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://it-online.co.za/2025/06/10/young-sa-workers-welcome-in-these-job-sectors/

Selecting the correct Skills Development  service provider, in most cases, is the difference between the success or failure of a Skills Development Strategy. Therefore, due diligence before contracting a Skills Development service provider is essential and would include establishing the following: How long have they been in business? Did they previously trade under another company name? What are the geographical areas in which they operate? Do they have references that support a solid track record? What is the average drop-out rate of Learners? Do they rely on third-party intervention? Are the Learners’ salaries or wages in line with the national minimum wage requirements? Can they furnish evidence that they are an accredited Skills Development service provider? Do they adhere to the standards of the body of their accreditation? Can they provide a financial viability report from their auditors? Do they agree to a site visit to confirm that the facilities will adequately accommodate Learners from both an infrastructural and geographical perspective? Can they confirm that they have the in-house capacity to meet the contract requirements? Do they have a good relationship with the primary SETA aligned with the sector an organisation represents?   Skills Development Services are available to assist members in selecting a Skills Development service provider.

The Department of Employment & Labour roadshows are underway. This year's workshops focus on: How to implement the EE Amendments  contained in the EE Amendment Act, 2022 and its EE Regulations; Five-year Sector EE targets for 18 economic sectors; Practical demonstration of how to utilise the EE system online facilities to capture EE reports and request an EE Certificate of Compliance; and Presentation on discrimination disputes referred to the CCMA and the various Courts, in particular, harassment cases, including dispute resolution mechanisms in terms of the EEA.    A few of the BEE Chamber Team members have attended the Roadshows that have taken place, and the following are Key clarifications thus far:   There is a possibility for implementing shorter than 5-year Employment Equity Plans, i.e. any period between 1 and 5 years is acceptable. Certificates of Compliance this year will be available as soon as you have submitted EEA2 and EEA4 Reports. In future, a Certificate of Compliance can be downloaded any time of the year by logging into the system. It was noted that entities would need to a pick a region where most employees are employed if not using National Economic Active Population (EAP) Statistics. The Department of Employment & Labour will not check whether the correct Sector has been selected, this needs to be confirmed by the entity. In terms of the EEA2 Reports, the following will be applicable: Going forward, the EEA2 Workforce Profile will be on 31 August. It is still unclear whether 31 August 2025 or the last day of your previous Plan must be used for this next round of reporting. In future, the EEA2 will populate targets  based on the previous year's submission. When a new Workforce Profile is captured, the system will check whether these targets have been reached and highlighted in red if not. It is still unclear whether the check will be based on actual numbers or %. If not met, justification will be needed. When a Sector has been selected, the system will populate the relevant target tables applicable to that sector. Entities will only capture the Semi-skilled and Unskilled Targets from their own EE Plans in those same tables. Entities cannot change a Sector for the duration of the applicable Sectoral Targets, i.e. whatever is chosen now,  will be in that same sector until August 2030. When Entities have captured the entire EEA2 and EEA4 reports, and when the submit button is clicked, the system will be directed to the justifications screen for not meeting targets (if applicable). Entities will be able to access the profile any time of the year to download previous EEA2's and EEA4's submitted.   The Department of Employment & Labour still have a few more sessions before the roadshow ends in June 2025. Schedule available here.   Members are welcome to engage  with the BEE Chamber on matters relating to the above.

Emmanuel Kganakga | 9 June 2025 In South Africa, Youth Month is celebrated every June following a declaration by our first democratic President, Tata Nelson Rolihlahla Mandela. It is a time when we collectively honour the pivotal role that young people played in the struggle against Apartheid and the historic Soweto Uprising of 1976. Every 16 June, as we mark National Youth Day, we not only remember the sacrifices and courage of those young people, but we also renew our commitment to equipping today’s youth for a vibrant future. The theme for 2025 Youth Month, “Skills for the changing world – Empowering youth for meaningful economic participation”, calls on us to build on our proud legacy as Africans and to prepare our young people for the evolving demands of the global economy. Recent data from the Quarterly Labour Force Survey reminds us of the challenges our youth continue to face, particularly in accessing the labour market. For the first quarter of 2025, the number of unemployed youth aged 15–34 rose by 151 000 to 4.8 million, while the number of employed youth dropped by 153 000 to 5.7 million. As a result, the youth unemployment rate increased from 44.6% in the fourth quarter of 2024 to 46.1% in the first quarter of 2025. These statistics highlight the urgency of our task, even as we stand united in hope and determination to transform challenges into opportunities. Despite these daunting figures, the government, and indeed our social partners across civil society and private sector organisations, remain fully committed to turning the tide. We recognise that when our youth are educated and equipped with the right skills, they not only become more productive members of the workforce but also drive innovation, stimulate economic activity, and contribute meaningfully to our nation’s Gross Domestic Product. Key to this transformative effort is the work of institutions such as the National Youth Development Agency (NYDA). The NYDA, an agency of government reporting to the Minister in the Presidency for Women, Youth and Persons with Disabilities, is at the forefront of reducing youth unemployment and enhancing skills attainment through a range of programmes, including job preparedness and placement, scholarship provision, and community service. Through its National Youth Service (NYS) Programme, it has already created over 65 000 community service opportunities.   In May 2024, a significant stride was made with the launch of the South African National Service Institute (SANSI), a joint initiative by the Department of Women, Youth and Persons with Disabilities and the South African National Defence Force (SANDF). SANSI is envisioned to create a deliberate and seamless skills-to-industry pipeline by training, capacitating, and empowering emerging industrialists. With Phase 1 aiming to enrol at least 100 000 young people, this initiative promises not only sustainable employment but also a new era of innovative entrepreneurship. This is a vivid illustration of the practical steps being taken to build a skilled and competitive workforce. The commitment to youth development extends across all spheres of government. For example, the Department of Employment and Labour recently announced that more than 13 000 unemployed youth in Limpopo will benefit from a R462 million fund dedicated to training and skills development. Meanwhile, the Department of Basic Education is set to launch Phase V of the Basic Education Employment Initiative (BEEI) in June 2025. This phase is targeting youth aged 18 to 34 (turning 35 by March 2026) and aims to create over 200 000 job opportunities, building on the success of earlier phases that generated more than 1.1 million earning opportunities. The above programme is part of the Presidential Youth Employment Initiative (PYEI), which has achieved impressive milestones. With over 4.6 million youths registered on the National Pathway Management Network (NPMN) and more than 1.5 million earning opportunities secured, the initiative has notably reached some of the most marginalised groups—including rural youth, young men, young women, and youth with disabilities. On the educational front, the National Student Financial Aid Scheme (NSFAS) is playing its part by allocating a substantial R55.4 billion budget for the 2025 academic year, assisting eligible students from poor and working-class families at public universities and TVET colleges. In addition to these government-led efforts, companies across the nation are partnering with educational institutions to provide essential learnerships, internships, and apprenticeships, ensuring that the skills being imparted are in line with industry needs. Our policy landscape is also youth-friendly. The National Youth Policy 2030 is being evaluated this year to ensure that youth have access to the opportunities they need to realise their full potential. All stakeholders are encouraged to mainstream youth development into the design, monitoring, and evaluation of their mandates and programmes. As part of the weekly themes this youth month, we are aiming to strengthen Youth Development Centres and Innovation Hubs. Around our country, centres where our youth can gather, learn, and innovate must be enhanced. These hubs provide access to cutting-edge technology, mentorship and entrepreneurial support, which are critical ingredients for turning ideas into sustainable businesses. Our commitment is clear: every young South African should have the resources and support to transform their talents into economic success. Youth Month 2025 has been structured around four dynamic weekly themes designed to mobilise and empower our young people:  Week 1 will focus on Skills Revolution, with a focus on showcasing improved education systems, enhanced academic performance, and strategies to integrate young people into key economic sectors. For week 2, the focus is on jobs and economic opportunities. Our focus will be on creating inclusive employment opportunities and fostering entrepreneurship. We will engage with provincial offices, state-owned enterprises, and the private sector to ensure that growth opportunities are extended to all youth.   Week 3 will focus on Financial and Non-Financial Support for SMMEs. Small, medium, and micro enterprises are the backbone of our economy. We will introduce expanded support mechanisms, providing not only funding but also vital training, mentorship, and market access to ensure these enterprises become powerful job creators and drivers of economic growth. Week 4 will zoom into promoting physical and mental health, recognising that economic empowerment is most effective when our youth are healthy and resilient. We will promote initiatives that reduce risky behaviours and improve access to quality healthcare, nutrition, and mental health services. As I conclude, this Youth Month, as we reflect on our storied past and the heroic contributions of those who fought for our freedom, we also look forward with renewed hope and determination. By investing in our young people, we are not only building a skilled workforce but also forging a nation defined by inclusion, innovation, and lasting prosperity. Together, let us continue to work diligently and collaboratively, ensuring that the promise of Youth Month is fulfilled through concrete action and unwavering support for our leaders of both today and the future. ‘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/youth-empowerment-focusing-education-and-skills-development

SA Government | 9 June 2025 This year marks the 70th anniversary of the Freedom Charter. We are reminded of its aspiration that the people shall share in the country’s wealth. Our Constitution reflects the promise we made to one another and to future generations to redress the injustices of our past and realise the full potential of our country. For this reason, we reaffirm that broad-based black economic empowerment is not just a policy choice but a constitutional imperative. In recent months, the world has entered what many now term a “poly-crisis” where global conflict, economic stagnation, mistrust in institutions and environmental degradation are challenging even the most resilient of nations. These are conditions affecting many countries and South Africa is no exception. It is now imperative that we use the lessons that we have learned over the past three decades to make our empowerment policies more meaningful. Now is not the time to abandon the measures that we have put in place to drive transformation. To the contrary, it is the time to move forward with greater purpose and raise our ambition. Since 1994 we have built a robust legislative framework to advance the transformation of our economy, anchored in the Broad-Based Black Economic Empowerment Act and the Employment Equity Act. The progress we have made is undeniable. We have seen real changes in ownership patterns, including more businesses owned by women. We have seen changes in management control, enterprise development and skills development. According to Statistics SA, between 2006 and 2023, black African households experienced real income growth of 46%, coloured households of 29% and Indian households of 19%. Despite this progress, the average income of white households is still nearly five times higher than that of black African households. This is the gulf we must close through deliberate and sustained efforts to expand opportunity. Transformation is not a favour. It is a necessity. The inequality of our past continues to shape the lives of millions of black South Africans. And yet many who continue to benefit from the legacy of exclusion continue to decry black economic empowerment and are even challenging it in our courts. We must dispense with the false notion that we must make a choice between growth and transformation. Economic growth without transformation entrenches exclusion, and transformation without growth is unsustainable. We also need to challenge the notion that broad-based black economic empowerment is a cost to the economy. It is actually an investment in the economy. Our task is to ensure that we pursue both growth and transformation in concert, with more vigour and with greater effect. That is why we continue to strengthen initiatives like the Black Industrialists Programme, which is building successful, competitive, black-owned enterprises in manufacturing and other sectors. That is why we are establishing the Transformation Fund to support a new wave of emerging, innovative businesses that can create work opportunities for our people. We must open the levers of funding for black-owned businesses. There is a critical need for black-owned businesses to access funding on affordable terms. While much of this funding should come from the development finance institutions, it is the private banks that have the resources to make the greatest impact. They need to review their lending practices to unleash the potential of black business. Through mechanisms like the Public Procurement Act, we must ensure that businesses owned by women, young people and persons with disabilities enjoy expanding opportunities. We must ensure that transformation reaches into every sector, whether it is mining, construction, energy, IT or agriculture. The private sector should use their supply chains far more deliberately to empower many more black-owned businesses, not just to improve their BBBEE scorecard, but to grow and diversify their supplier base. As we develop our infrastructure, grow new industries like green hydrogen and electric vehicles, and drive localisation and reindustrialisation, we will continue to ensure that transformation is our guiding principle. The transformation we seek is not about ticking boxes. It is about building a resilient, just economy for generations to come. I call on all South Africans, and in particular the private sector, to recommit to economic transformation. Let us move forward with greater urgency, unity and ambition, to build a South Africa where all can truly share in the country’s wealth. ‘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/blog/black-empowerment-vital-inclusive-economic-growth

Nkosinathi Mahlangu | 8 June 2025 It’s Youth Month and while we’re focused on all things young people, it’s hard   to ignore the mammoth-sized elephant in the room: unemployment. With youth unemployment now sitting at a staggering 45.5% (Stats SA - F2025:Q1) – and no clear plans in May’s National Budget on how this will be tackled as a nation – you’d be forgiven for feeling somewhat despondent. This has led to many young people pursuing entrepreneurial endeavours, which shows proactivity and determination. However, our research shows that there are more school or college graduates who want to join a reputable company where they’ll be able to learn from their colleagues and leaders, rather than try to start their own business. Yet, their concern is that they don’t have the necessary experience to secure a job. But if you’re a young person looking to get a foot on the rung of the corporate ladder, you’ll be pleased to hear that it’s not all about experience.  Companies know that most young people are just starting out in their careers, and so – while some experience is certainly valuable – it’s not always a deal breaker. Here are six things companies look at – aside from experience – when recruiting, and what you can do to boost your chances of snatching up that dream job. Credit record  – Many employers – especially in the financial services, sales and retail sectors – check your credit record as part of their hiring process. It’s not just about whether you’re in debt, but about how responsibly you manage your money. A clean credit history demonstrates that you’re reliable and trustworthy, especially for roles that involve handling cash or sensitive data. Start by checking your credit record regularly and taking steps to pay off debt or resolve judgments. Qualifications  – Degrees and diplomas are valuable, but they’re not the only things that count. Accredited short courses, online certifications, vocational and industry-specific training can also boost your profile – especially if they show you’re proactive about your learning. Don't underestimate the power of ongoing education, even if it's outside traditional institutions. References – References provide an employer with real-world validation of who you are and how you work. A good reference – from a teacher, mentor, internship supervisor or previous employer – can speak volumes about your character, work ethic, and reliability. Think ahead: build strong relationships, ask for permission before listing someone, and give them a heads-up if they might be contacted.  Volunteering experience  – Volunteering is more than just giving your time – it’s a powerful way to demonstrate leadership, teamwork and dedication. Employers love to see candidates who take initiative and contribute to their communities. Whether it’s tutoring, helping at a food drive, or working with a youth group, volunteering shows that you’re dependable, proactive and willing to learn. It also gives you experience to talk about in interviews, especially if you're still building your CV. Social media presence  – Your online profile tells a story – make sure it’s one you’re proud of. Employers often review candidates’ social media accounts to get a sense of personality, professionalism and whether you’ll be a good cultural fit. That doesn’t mean deleting everything, but it does mean thinking before you post. Are your platforms public or private? Do they reflect your values and goals? A good online presence can even work in your favour – showcasing your interests, talents or creative projects. Soft skills  – Your attitude, communication style, and how you solve problems are just as important as your qualifications. Employers want people who can work well in a team, adapt under pressure, are proactive problem-solvers, take feedback and stay motivated. These “soft skills” are often the deciding factor between equally-matched candidates. Practice active listening, build confidence in speaking clearly and respectfully, and stay open to learning. How you show up every day says a lot about your potential.  In a world where everyone’s chasing experience, the reality is that It’s not just about ticking boxes – it’s about showing up with purpose. At Momentum, we believe in realising dreams with (YOU)th in power – because your future starts with how you show up today. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://persfin.co.za/economy/2025-06-08-calling-all-young-people-its-not-all-about-experience--heres-what-employers-really-look-at-when-hiring-youth/

Kamogelo Moichela | 8 June 2025 President Cyril Ramaphosa delivered a forceful defence of Black Economic Empowerment (BEE) on Friday night, calling out its critics and questioning whether their opposition stems from fear or envy. Speaking at the Black Business Council ’s annual summit gala dinner at the Radisson Hotel and Convention Centre in Kempton Park, Ekurhuleni, Ramaphosa doubled down on the government’s unwavering support for transformation policies aimed at redressing South Africa’s deep-rooted inequalities. He reaffirmed plans to convene a national dialogue focused on tackling the country’s most urgent socio-economic challenges — a process he said will be vital in shaping an inclusive and sustainable future. Ramaphosa argued that real economic growth will only be possible through meaningful transformation while highlighting the significance of the proposed Government of National Unity (GNU). “Fundamental economic transformation is vital to the growth of our economy and the progress of our nation. This transformation is necessary if we are to unlock the capabilities of all our people and realise the full potential of our economy,” he said. He positioned the GNU as a platform for uniting stakeholders behind bold reforms that can drive change. “Transformation is not a hindrance to growth — it is the engine of growth,” Ramaphosa said, underscoring the role of legislative tools such as the Broad-Based Black Economic Empowerment (BBBEE) framework and the Employment Equity Act in building a more equitable economy. “We must dispense with the false choice that we are urged to make between growth and transformation. Transformation is vital if growth is to be meaningful, inclusive and sustainable. “Growth is essential if we are to effectively transform our economy. Our task is to ensure that we pursue both growth and transformation, in concert, with more vigour and to greater effect,” he said. While acknowledging progress, the president was candid about the stark racial disparities that persist. He noted that the average income of white households remains nearly five times higher than that of black African households — a gap that, in his view, underscores the continued need for aggressive policy intervention. “We need to challenge the notion that black economic empowerment is a cost to the economy. We need to demonstrate that it is an investment in the economy. “Now is not the time to abandon the measures we have put in place to drive transformation.Now is the time to move forward with greater purpose and ambition. “We must use the lessons we have learned over the last 30 years to make our empowerment policies and programmes more meaningful and more impactful. “They must be ever more effective drivers of inclusive growth and employment,” Ramaphosa 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/dailynews/news/2025-06-08-transformation-is-non-negotiable-ramaphosa-defends-bee-as-an-engine-of-growth/

Roger Solomons | 5 June 2025 There has been a steady decline and collapse of support for Small, Medium, and Micro Enterprises (SMMEs) under the leadership of Minister Stella Ndabeni-Abrahams since her appointment 1400 days ago. Her tenure has delivered frustration for millions of young South Africans, be they job seekers or job creators. The recent appointment process for the Small Enterprise Ombud, which will be debated in Parliament today, is one more example of political patronage being placed ahead of championing SMMEs. Instead of appointing a credible, independent voice to advocate for struggling entrepreneurs, the process has been marred by backroom deals and insider politics. The very office that is meant to protect SMMEs from government red tape and corruption is being used as a reward mechanism for loyal cadres. Minister Ndabeni-Abrahams has presided over a department that has delivered little to nothing for SMMEs or the youth who rely on entrepreneurship for opportunity and survival. Despite numerous glossy presentations and photo ops, the facts speak for themselves: South Africa now has the highest youth unemployment rate in the world, with 4.7 million young people aged 15–34 not in employment, education, or training (NEET). In Q1 of 2025, the economy grew by a dismal 0.1%, confirming that the government's economic policy is directionless and anti-growth. Over 320,000 graduates remain unemployed, proving that education alone is not enough in a broken economy with no job pipeline and no enabling environment for new businesses. Young entrepreneurs trying to start or grow businesses face insurmountable obstacles: late payments from the government, lack of access to capital, bureaucratic red tape, and no safety net when disputes arise. Instead of reforming the system to support these youth-led enterprises, the department is busy recycling political appointees and rehashing failed strategies. It is time for Minister Ndabeni-Abrahams to step aside. South Africa needs a youth-focused, jobs-focused leader at the helm. Someone who understands the urgency of the unemployment crisis and who will fight for real reforms to unlock the full potential of the SMME sector. BOSA calls for: The immediate suspension of the current Ombud appointment process, pending a full review to ensure transparency and credibility. The resignation or dismissal of Minister Ndabeni-Abrahams, whose track record has become a barrier to growth, not a driver of it. The establishment of an independent SMME Red Tape Commission, led by private sector and youth representatives, to identify and remove the barriers preventing small business success. South Africa’s young people are not lazy. They are not without ideas. They are without opportunity. If the government cannot get out of the way, it must be pushed out of the way. It is time for Stella to go. ‘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/opinion/2025-06-05-stella-must-go-youth-unemployment-soars-under-her-leadership/

Monde Ndlovu | 5 June 2025 We are witnessing the different calls to end broad-based black economic empowerment (broad-based BEE) and transformation in general. There seems to be a layer of peddling specific narratives across society about the failures and consequences of broad-based BEE and affirmative action, which are gaining momentum, and thus a response is necessary to remind each other of what transformation is. In the words of former Black Management Forum president Lot Ndlovu, “The new economic dispensation should match the aspiration for economic freedom and the fulfilment of the highest ideals of our democracy.” The political changes in the country in 1994 did not amount to transformation in and of itself, but the new political order created conditions for transformation to take place.  Building a school, sporting facilities or a clinic does not amount to transformation in its fullest extent. These activities are part of economic development of any society in the world and should not be seen and understood as the end result of transformation.  The argument that is tabled by Ndlovu’s words is that our aspirations as a country are embedded and anchored on how we can conduct our economic affairs in a new way, by separating from the past and embracing these noble ideals that democracy has afforded us. Democracy cannot thrive in an environment where the economic order underuses or undermines human freedom and capabilities. Therefore, the economic order that we run must match our aspirations for economic freedom, otherwise our efforts in becoming a world class country will not be achieved. So, the focus after 1994 under new conditions is that we need to unleash the potential of the country by being bold and intentional about our development and uplifting black people and freeing our white compatriots from the past.  We have seen since 1994 the behaviour of both black and white people in the process of transforming the country. On the one hand, we have experienced detractors of transformation coupled with tokenism and silence from some quarters. On the other hand, we have also seen the power of legislation and how it can unlock opportunities through business and the public sector. The prevailing noise in the country today is that the transformation process has not yielded the expected outcomes, which in the main is true, but throwing out the baby with the bath water cannot also be equally true.  The understanding of the Constitution should lead us to view transformation in a variety of different ways. Here is my proposed approach, which I have written about before, that incorporates three facets of transformation. Transformation as a science seeks to measure the progress of black people in terms of their socio-economic prosperity in a democratic dispensation. This centralises research and development as a cornerstone of economic transformation, forcing both government and business to invest in proper research .  Transformation as a craft seeks to create policies and frameworks that will drive the inclusion of black people into the mainstream economy. This is then the legislative framework and the work of government. All policies and pieces of legislation must be driven by eliminating poverty, inequality and unemployment. In business this would take the shape of having transformation as the life blood of business, from top leadership to the last employee. Woven into the life of business should be breathing and thinking about transformation, daily. The power of management would be charged with creating a more equitable working environment from remuneration policies, appointments, recruitment, skills development, ownership and ESD, supply chain to procurement.   Transformation as an art seeks to deal with the mindset of society around creating a new society, which is fundamentally distinct from what was there prior to transformation efforts. Building it from the ground up and focusing on values and principles. This would entail accepting that Apartheid succeeded in developing unethical leaders in both government and business who intentionally abused the majority to build their wealth. Business fulfilled the economic mandate of apartheid. Therefore, a new value system is needed that will create the kind of leaders who will champion this transformation. Every sector of society will need to be clear on their role in this regard, as to how a new value system can be created and maintained. Business would need to denounce its racism and demonstrate that it is on a new path, and not what we are seeing today by crowding out black leadership and black business. It is pleasing to see that through the work of V20 South Africa that values are the heartbeat of its mandate and it is a privilege to be part of this work, driving awareness of values in the country.  So transformation is not just about change, it is a fundamental shift in all areas of society, in how we think and make decisions, in how we develop law and policies, how we do business, with a deep understanding our past and wanting to create a different country based on good social values and giving equal opportunity to all. Economic theory can also assist us here. We know that the factors of production are the following — land, labour, capital and entrepreneurship. In the country today we are well aware that we have acute challenges with all four factors, with heavy concentration of white people owning the means of production and black people swelling the ranks of labour in most cases. This cannot be the future of our country, where the majority are narrowly focused on being labourers and not owners. In most sectors we still have three to four major players that dominate, and this is part of the legacy of the past.    Therefore, broad-based BEE is the engine of transformation, and the economy is the engine of reconciliation. We cannot talk of reconciliation without talking about the economy, and we cannot talk about the economy without talking about broad-based BEE as its engine. Ownership is the engine of broad-based BEE, coupled with controlling and managing the economy. The three keys to transformation are therefore ownership, control and management. These ought to be the key focus of every transformational discussion and discourse. They are also supported by other elements and the whole transformation infrastructure in the country.   Business and government have been invited to embrace broad-based BEE and affirmative action as a tool and measure of transformation. Business is central to society, for it produces goods and services that are needed by society. Therefore it must look like the society it operates in, not just in rhetoric but in substance. When people identify with the business they work for, energy and commitment follow effort and drive higher productivity.  The government must protect the transformation process by ensuring that the conditions for business to operate are conducive so that goods and services can be produced.  Therefore we need to create a critical mass through these three key aspects to unleash the potential of the country. A critical mass in simple terms is the minimum size or amount needed to propel a process or system forward, without any further intervention. When we pay attention to the damage caused by both colonialism and apartheid, which succeeded in their mandate to desecrate black people, a critical mass of black people is needed at every sphere of economic activity to unleash the potential of the country. Without reaching critical mass at all levels will harm all efforts to resuscitate the dilapidating economy.  There is also an attempt to separate economic growth and transformation and positioning transformation as a costly exercise that needs to be scrapped, including that only a few black people have benefited. This logic is greatly flawed and disingenuous. We today have the black middle class and upper middle class because of these laws. Second, broad-based BEE ownership transactions have created value for shareholders, communities and employees. While not sufficiently adequate, this can be measured. Affirmative action through employment equity has opened the door to black people moving into management, but at top leadership Africans remain below 20%.  We remain the most unequal society in the world, and if broad-based BEE and affirmative action — which drives ownership, control and management in transformation — is removed, what will drive ownership, control and management control in the country?  As Ndlovu said, our aspirations of economic freedom must match our economic dispensation, we have a right to be ambitious, to be this clear that the economic order in our country must be aligned to our collective aspirations to be economically free, free to move, free to think, free to be, free to create a new country. Monde Ndlovu is the managing director of the Black Management Forum. ‘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/thought-leader/2025-06-05-a-future-without-broad-based-bee-and-affirmative-action-is-not-possible/

BizCommunity | 2 June 2025 Today marks the “first day at school” for around 200,000 young South Africans - not as learners but as working adults – with the launch of the fifth phase of the Basic Education Employment Initiative (BEEI). In his weekly newsletter, President Cyril Ramaphosa celebrated the return of the initiative after a one-year pause. “The initiative returns to townships, villages, inner cities, farms and special needs schools, bringing hope, energy and incomes to places where opportunities are too often out of reach,” he said. The BEEI is a flagship programme under the Presidential Employment Stimulus, established in 2020 to support the delivery of jobs and livelihood opportunities in the country. The initiative is implemented by the Department of Basic Education and by provincial education departments. It is now funded by the UIF Labour Activation Programme and national government. The initiative places youth in over 20,000 schools nationwide, offering real-world work experience while also enhancing school functionality and learning outcomes. Skills development President Ramaphosa emphasised the practical impact of the programme noting that it is designed to develop the work skills that employers say they need, such as time management, task management, teamwork, problem solving, IT, admin and much more. “In the process, participants undertake roles aligned to school priorities to ensure these young people add real value, enhancing the learning environment for learners and strengthening learning outcomes,” the President said. The initiative offers opportunities for young people at all skills levels. Graduates are prioritised for work in the classroom, where their tasks allow teachers to spend more time on teaching and lesson preparation. Curriculum assistants support maths, science and technology; reading champions promote literacy and a culture of reading; lab and workshop assistants support technical subjects, while others support IT and school administration. “They also tackle essential maintenance, such as fixing doors, painting peeling walls, maintaining school vegetable gardens and playgrounds. Care and support assistants work with school support teams to identify and support children at risk. “Still others spark life into sports, art and music, activities that inspire learners, uncover their talents and build pride in communities. Together, these roles provide real work experience to young people and vital support to our education system,” the President said. Advice for success President Ramaphosa highlighted the example of Sibongile Joni who was a curriculum assistant at Emsengeni Primary School in the Eastern Cape in 2023. She is now employed at an NGO called Masinyusane. She offered this advice to the new participants: “Be reliable: your consistency builds trust. Be willing to learn, ask questions, accept feedback and grow daily. Take initiative: if something needs to be done, do it without waiting to be told. Treat every task as important, no matter how small, because excellence in the small things builds your reputation. Always be professional: your attitude, respect and conduct matter. Build strong relationships with staff and learners. People open doors for those they trust and enjoy working with. Lastly, make the most of the trainings offered, they equip you with the skills you’ll need for your next step.” She said the journey has taught her that growth does not come overnight. She also reminded participants that progress takes time: “Start strong. Stay consistent. You’re building your future today.” Beyond the programme President Ramaphosa said every participant has their own hopes and dreams for their future beyond this programme. “Whether they pursue a career in education, undertake further studies, search for a job or embrace self-employment, they won’t be starting from scratch. “From this programme, they will carry invaluable skills and experience. Yet, in a tough labour market, they will each need to tackle their next chapter with creativity and initiative,” he said. The President called on society to assist young people in navigating the transition from school into the workplace. “These young people will leave the school environment having shown up, contributed and made a difference. They will have worked in high-pressure environments with limited resources and will understand deadlines and responsibility. “To employers, we say: give them their next opportunity, mentor their enthusiasm, help take their potential to the next level,” he said. Entrepreneurial support needed President Ramaphosa said there was a need to reach young people who want to be entrepreneurs. “We need to find new ways to support those who want to create their own jobs and local value, to connect them to finance, training, markets and networks.” He acknowledged that while the programme benefits hundreds of thousands of people, many more who applied were not selected. “We also need to reach those young people who want to be entrepreneurs. We need to find new ways to support those who want to create their own jobs and local value, to connect them to finance, training, markets and networks,” he said. “Today we celebrate this cohort of young people beginning meaningful work, many for the first time. But let us also not forget those who applied for these posts but who weren’t selected. “Through the Presidential Employment Stimulus, we have demonstrated the government’s capacity to address the youth unemployment problem. Through this programme we have been able to give young people work experience and a pathway to formal employment or even further education,” the President said. While recognising the significant impact of the initiative, President Ramaphosa stressed the need for continued efforts. “We do believe that this will have a much longer-term benefit for the employability of young people. This is but one initiative that seeks to address the youth unemployment challenge. We still have much more to do to address the plight of young people. “These young people are showing us what they are capable of. It is up to all of us in society to give them the opportunities they need to thrive,” President Ramaphosa 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.bizcommunity.com/article/beei-participants-head-to-work-at-schools-around-the-country-360698a

Tara Roos | 4 June 2025 More than two decades since its inception, black economic empowerment (BEE) has not delivered on its promise of economic redress for the majority of South Africans.  Recent developments have reignited public debate. The Democratic Alliance (DA) has launched a court challenge against the Employment Equity Amendment Act, specifically targeting section 15A. This section empowers the minister of employment and labour to set numerical targets for equitable representation of designated groups. The DA argues that these targets amount to unconstitutional, rigid racial quotas that harm economic growth and violate individual rights. BEE was introduced to correct the deep economic disparities of apartheid. While it has made some gains, most notably the growth of a black middle class, it has failed to catalyse broad-based economic participation or significantly reduce structural inequality. But this critique is not a rejection of the principle of economic redress. South Africa’s history of dispossession and exclusion demands purposeful intervention to build a more just and inclusive economy. Redress remains essential, particularly in a society where inequality continues to follow racial lines. But the current model of BEE is not the vehicle that will take us there.  To be considered middle class in South Africa, one must earn R15,000 and R50,000 a month. Today, the black middle class numbers about 3.4 million people, or 7%, of the black African population. With a spending power of R400 billion annually, this segment plays a vital role in the consumer economy, driving growth in sectors such as retail, real estate and banking. This progress, however, is far from sufficient. South Africa’s population is about 60 million, and more than half still live in poverty. While the black middle class has grown by more than 30% in the past decade, 33 million South Africans remain impoverished. In contrast, 40% to 50% of the 4.4 million white South Africans are considered middle class, a stark reflection of persistent racial disparities rooted in historical advantage. Youth unemployment at crisis levels. BEE, despite its noble intent, has not significantly altered the economic trajectory of the country’s youth. Youth unemployment in South Africa is the highest in the world. According to Statistics South Africa’s 2024 data, more than 4.9 million young people aged 15 to 34 are not in employment, education or training (NEET).  In the first quarter of 2025, the unemployment rate among youth aged 15 to 24 was 59.6%, for youth aged 15 to 34, the overall unemployment rate stood at 45.5%, nearly 1.9 million young people were classified as discouraged work-seekers, about 58.7% of unemployed youth had no previous work experience and the North West and Eastern Cape provinces recorded youth unemployment rates of 58.8% and 54.3%, respectively. The structural barriers that prevent young people from economic opportunities remain largely unaddressed. Poor-quality schooling, lack of access to capital and networks, delayed entry into the labour market and limited exposure to work experience continue to lock young people out of the economy. Although BEE includes youth-oriented components such as skills development and enterprise support, these efforts have been superficial and fragmented. They have not created sustainable pathways into employment or reshaped the labour market to enable long-term inclusion. Too often, the private sector’s BEE initiatives are limited to box-ticking, offering bursaries or internships for compliance points rather than as part of a genuine strategy for transformation. These initiatives tend to be short-term, urban-centred and disconnected from labour market demands. The result is a cycle of unfulfilled promises. Skills programmes churn out graduates with little to no employment prospects. Enterprise development schemes favour established players with political ties, while young entrepreneurs, particularly those in rural or informal sectors struggle to access supply chains, funding and regulatory support. After three decades, BEE has not dismantled structural barriers to economic participation. What is needed is not the abandonment of redress, but a fundamental reimagining of how it is pursued, one that is rooted in equity, participation and structural transformation, rather than symbolic compliance and patronage. The broad-based BEE commission has reported a rise in fronting practices, where companies misrepresent ownership or employment statistics to qualify for empowerment status. This not only undermines the policy’s credibility but also further excludes youth from opportunity. In practice, the system is designed to reward those already in the room, not those trying to get in. The 2022 National Human Development Report paints an even starker picture: the face of unemployment in South Africa is young, black and female. During the third quarter of 2021, the unemployment rate among black South Africans was 39%, nine percentage points higher than coloured South Africans and 30 percentage points higher than white people.  Educational attainment also plays a role: 40% of unemployed youth had not completed matric, while only 13% of unemployed youth held a tertiary qualification. Despite frequent references to “emerging enterprises,” the system does little to support genuine youth entrepreneurship. Without serious efforts to reduce red tape, promote youth-led innovation and align procurement with inclusive growth, economic empowerment through entrepreneurship will remain a hollow promise. BEE in its current form will not solve the youth unemployment crisis. It will not level the playing field for future generations. And it will not deliver the economic justice that has long been promised to South Africans. What is needed is a fundamental reimagining of economic inclusion. This requires moving beyond elite redistribution and towards broad-based economic renewal. South Africa must invest in quality basic education, expand public works and guaranteed jobs programmes for youth, radically reform procurement to favour township and rural businesses, and consider progressive policies such as a universal basic income. Most importantly, young people must be placed at the centre of policy design, not as passive recipients of aid, but as co-creators of the economic future. What is needed is real opportunity, rooted in justice, driven by equity, and delivered with urgency. Tara Roos is a policy writer, researcher and political analyst. ‘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/thought-leader/2025-06-04-we-need-to-change-not-reject-black-economic-empowerment/

Schalk Burger | 3 June 2025 Regulator the Quality Council for Trades and Occupations (QCTO) has formally approved three new National Qualifications Framework (NQF) Level 4 green hydrogen skills programmes, namely green hydrogen production, green hydrogen storage and transfer and green hydrogen technology, says Chemical Industries Education and Training Authority (CHIETA). These programmes will equip learners with critical technical and operational skills needed in the green hydrogen value chain, from production and storage to transportation and technology innovation, and will help to build the country’s capacity for a sustainable and inclusive energy future, says CHIETA CEO Yershen Pillay. These programmes were developed in close collaboration with industry leaders, training providers, technical experts and government stakeholders. The three nationally recognised qualifications have thus been designed to meet the real demands of a fast-evolving green hydrogen sector, he notes. “We are building the technical pipeline needed to support a green economy, while opening up career opportunities for youth, artisans and operators across multiple industries.” Specifically, the three QCTO-approved qualifications will prepare learners for a range of roles in green hydrogen production, storage, transport and technology. Among others, learners will be equipped to operate and maintain hydrogen production and storage equipment and coordinate technical activities and logistics. They will also be able to monitor environmental impacts and performance of hydrogen technologies and understand safety, regulatory and industry standards. Graduates will be ready for roles such as operators, artisans, maintenance technicians and logistics professionals across the energy, transport, manufacturing and chemical sectors, Pillay says. Further, with QCTO approval secured, skills development providers (SDPs) can now apply for programme accreditation. Once accredited, SDPs can begin offering the programmes, with CHIETA providing strategic guidance and support. CHIETA is also embarking on a national awareness campaign to promote uptake, build training infrastructure, and ensure access across provinces, he adds. South Africa’s rich renewable-energy resources and strong chemical industry base place it in a unique position to lead the continent’s green hydrogen revolution. However, without the right skills in place, this opportunity could be lost. “Green hydrogen has the potential to power inclusive industrial growth, support decarbonisation, and promote sustainability. This is about future-proofing our workforce and ensuring no one is left behind in the energy transition. “Green hydrogen is a pathway to economic renewal and climate resilience and, with the right skills, South Africa will lead the way,” he says. ‘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.engineeringnews.co.za/article/qcto-approves-three-green-hydrogen-skills-qualifications-programmes-2025-06-03