Stacey & J Sbu | 12 August 2025 South Africa's unemployment rate increases to 33.2% in Q2 2025, with only 19,000 new jobs created despite 159,000 more people entering the workforce. The latest Quarterly Labour Force Survey (QLFS) from Stats SA has cast a gloomy shadow over South Africa's economic prospects, revealing a concerning increase in the unemployment rate to 33.2% in Q2 2025.  This upward trend is a stark reminder of the country's persistent struggles with job creation and labour market instability. According to a report by BusinessTech, 159,000 more people entered the workforce between April and June 2025 but only 19,000 were employed, while 140,000 were unemployed. The youth unemployment rate remains a pressing concern, with 62.4% of those aged 15-24 without jobs, highlighting the need for targeted youth employment programmes. Long-term unemployment is rampant, with 76.5% of unemployed persons having been without work for a year or more, emphasising the importance of addressing skills erosion and psychological impacts. Gauteng (95,000) and Eastern Cape (89,000) saw significant employment increases, while Western Cape (-117,000), KwaZulu-Natal (-86,000) and Northern Cape (-28,000) experienced notable decreases. The unemployment crisis demands a unified response from government, business and labour. Policymakers must prioritise job creation, skills development and social support systems to mitigate the effects of unemployment and stimulate economic growth. ‘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.ecr.co.za/shows/stacey-jsbu/sa-unemployment-soars-33-youth-face-staggering-jobless/

More often than not when organisations enter into a relationship with an Enterprise Development or Supplier Development Beneficiary , it wants a guarantee that their investment will be successful. Hence, many choose to incorporate accountability clauses to secure their investment. However, Clause 4.12 in Statement 400  of the Amended General B-BBEE Codes of Good Practice states:   "4.12 Measured Entities are encouraged to develop and implement an Enterprise Development plan and Supplier Development plan for Qualifying Beneficiaries. The plan should include:   4.12.1 Clear Objectives; 4.12.2 Priority Interventions; 4.12.3 Key Performance indicators; and 4.12.4 A concise implementation plan with clearly articulated milestones".   Placing accountability conditions on Beneficiaries may be punitive without taking into account all factors in clause 4.12.   Enterprise & Supplier Development Services  are on hand to guide organisations before entering into a contractual agreement with a Beneficiary, as Sector Codes may have differing requirements.

The below Q & A was published on the dtic  Website under the B-BBEE FAQs regarding B-BBEE Sworn Affidavits for EMEs and QSEs with more than 51% Black Ownership in a complex ownership structure involving a Black Private Equity Fund.   Q |  Can an organisation apply enhanced recognition for ‘Black’ private equity fund managers, in other words recognise it as true ‘Black’ Ownership?   A |   Statement 100 point 3.10.1 allows an organisation to treat ownership arising from private equity funds as if that ownership is held by 'Black' People, where the private equity fund meets specific criteria points 3.10.1.1 through to 3.10.1.3 stipulate.   Ownership Services are available to assist members in implementing complex Ownership transactions.

Total Measured Procurement Spend (TMPS) forms the basis of the calculation measuring an organisation's Preferential Procurement spend  and can be a complex calculation. The formula is (A – B = TMPS) broken down as (Not Limited to):    A |          Cost of sales- adjusted for opening and closing stock; Operating expenses; Other expenses; and Capital Expenditure   B |          Salaries, wages, remunerations and emoluments; Empowerment-related procurement; Supplier-specific exclusions: Taxes and levies; Imports, providing they meet the criteria; Organ of state / public entity that enjoys a statutory/regulated monopoly in the supply of such goods or services; Pass through third-party procurement; Accounting-related exclusions: Depreciation and amortisation; Fair value adjustments; and Forex transactions.   Enterprise & Supplier Development Services  are available to assist members with understanding the TMPS calculation.

Lucky Thusi | 8 August 2025 Department of Labour encourages youth to go to DPSA website for job opportunities. City Power and partners unveiled youth skills development and empowerment programme aimed at benefiting 1 200 unemployed young people on August 6 at its head office in Reuven. In this programme, they partnered with UNISA Enterprise, Afric Training College, African Bank and the Department of Labour’s Unemployed Insurance Fund (UIF). This multi-stakeholder initiative targets the alleviation of unemployment of young people between the ages of 18 and 35 years with accredited electrical skills training, as well as structured enterprise and supplier development support (ESD). The beneficiaries will be inducted on August 8, and will be split into two groups, where 400 will be trained in electrical engineering and 800 will be enrolled in a structured incubation programme focused on new venture creation. The overall goal is to drive job creation and build sustainable, youth-led businesses within the energy and infrastructure sectors. Vivi Khoza from the Department of Labour (programmes) said they empower youth through this programme. “The high rate of unemployment shows the struggle to find jobs. We want to drive the impact, not only by training them but enhance employability, entrepreneurship and job preservation. Seventy percent of them are former UIF contributors while the rest is the youth who have never been employed. It is a must to implement demand driven programme,” she said. Highlighting the significance of this platform for unemployed youth, deputy director for Public Employment Services at the Department of Labour, Vusi Mazibuko noted that: “This platform will help us access the youth and support them in upskilling and assisting in placing them into the workforce. There are many challenges, especially with the high rate of youth unemployment, and this initiative, through our partnerships with City Power and others, can truly benefit young people.” CEO of UNISA Enterprise, Lesetsa Matshekga, said they are excited to be partners in this transformative programme. “We are glad to be part of these stakeholders which came together to address unemployment of the youth. We need to look at multiple solutions to curb unemployment hence we believe in partnerships and collaborations,” noted Matshekga. Nyiko Bvuma from Afric Training said they will train the youth, put them in the field of what is needed in the market. It will be a six months programme and then another six months practical work. He also mentioned that City Power will then assist in incubation after they finished with the programme. The programme is structured in two parallel streams: 1. Electrical skills development: an accredited programme that includes both theory and practical components, targeting 400 youth with or without Grade 12. 2. Enterprise and supplier development: a three-phase entrepreneurial incubation stream offering formal training in new venture creation, business compliance, financial literacy, tendering processes, and sustainability planning. This arm is designed to help 800 youth start and scale their own businesses, supported by structured mentoring and tender-readiness simulations. City Power is embarking on a new journey filled with abundant opportunities and is actively participating in the just energy transition. Currently, City Power is constructing electric vehicle charging stations at its head office. There is also the potential to convert their fleet of over 400 vehicles to electric vehicles, an initiative that will create demand for new and specialised skills. On the importance of public and private partnership City Power CEO Tshifularo Mashava mentioned that their biggest role is to ensure there’s development. “Not every youth will go to university, so this programme with bridge that gap. We are thankful with this partnership and we welcome anyone who wants to work with us. These candidates will be well-positioned to take part in this transformation once they graduate from the programme. City Power is growing and expanding into new markets. We want to create a pool of young individuals who are not only equipped with technical skills but are also trained in ESD, enabling them to start their own businesses and eventually create jobs for others. We welcome more partners to come on board. “Together, we can build a pool of accredited, skilled, and credible professionals. As City Power continues to grow, so too will the opportunities for youth participation and empowerment. We hope more partnership will come on board so that we can have more people to take in,” she said. Board chairperson of City Power, Makhosini Kharodi endorsed the programme. He said as they are in a process of transforming from being electricity to Energy Company, this training will help into the implementation of their programmes. ‘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.citizen.co.za/comaro-chronicle/news-headlines/local-news/2025/08/08/city-power-and-partners-launch-youth-skills-development-and-empowerment-programme/

Ntokozo Khumalo | 6 August 2025 The country’s latest unemployment rate is 32.9%, with most being youth. JOHANNESBURG - Some 702 listeners present at the People’s Dialogue have called for the revitalisation of skills development structures in the country to help tackle unemployment. The country’s latest unemployment rate is 32.9%, with most being youth. Assembly of the Unemployed coordinator, Princess Majola, said more funds were needed to address this crisis. "Why aren't they taking that R700 million and making sure that those retrenched teachers, those unemployed doctors, they get to be paid and then services are rendered? We are having 28 schools, I know, in Soweto that have been closed because they didn't meet a threshold of having adequate learners." A listener, Thembeka Hlongwane, added that there was a need for organisations that invest in skills development in communities. "When are we creating structures that will really create jobs for the community, not want everyone to be a lawyer, a doctor, because we need people to use their hands. It's all good and well to say, let the government give them money, but I don't think that will be a solution to the problem we have with unemployment." ‘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/2025/08/06/702-people-s-dialogue-calls-for-revitalisation-of-skills-development-structures-to-help-tackle-unemployment

LnT Desk | 7 August 2025 As South Africa celebrates Women’s Month with tributes to powerful trailblazers, entrepreneurs, and leaders, one story continues to be left out — that of the South African woman with disability who is still knocking on doors that remain closed. Every morning, 27-year-old Lungi Mkwani from Kagiso near Krugersdorp wakes up and applies for jobs. She has a qualification in Public Relations (N4) and call centre training, along with experience in business and office administration but she also lives with Osteogenesis Imperfecta (brittle bones), and that’s where the struggle begins. “Living with a disability as a woman in South Africa is challenging. Most of our cries are rarely heard,” said Mkwani. Despite volunteering at her local police station from 2022 to 2023, she was turned down for permanent employment. “They used my disability as an excuse not to employ me,” she said. “We’re always told, ‘We encourage persons with disabilities to apply,’ but the follow-through never happens.” “Most people with disabilities are only employed through organisations or short-term learnerships, often with age restrictions. The biggest challenge is that these opportunities only last 12 months and often exclude people older than 28, and not all buildings or facilities are accessible — some have stairs, others don’t accommodate people who are blind or deaf, or those with writing challenges,” she added. Lana Roy, Programme Lead of 360: Disability Inclusion at Afrika Tikkun, said women with disabilities are frequently disregarded due to both their gender and their disability. “There are few opportunities for advancement, and when they do get jobs, they are rarely given leadership-oriented positions. Access and safety at work are also major issues, particularly when it comes to using public restrooms, transportation, or being taken seriously in settings where men predominate,” she explained. “Women with disabilities are often more vulnerable to discrimination, exploitation, and even gender based violence, not because of their impairments, but because of how society is structured and responds to their impairments.” Roy leads Afrika Tikkun’s disability inclusion work, which supports over 1,200 children and youth with various disabilities across South Africa. “We don’t just support individuals, we work with their families and communities. Our programmes span from early childhood to vocational skills, job placements and advocacy.” But systemic change is still urgently needed. Roy says the problem also lies in how policy is applied. “From a policy side, there needs to be stronger enforcement of inclusive hiring practices, not just compliance on paper. Companies should stop seeing inclusion as a favour and start seeing it as a responsibility, creating spaces where women with disabilities don’t feel like outsiders. And in society, we need to challenge the harmful belief that disability equals incapability, that mind-set alone blocks a lot of potential,” she explained. Roy added that companies often offer learnerships to people with disabilities, primarily to gain BBBEE points. The voice of people with disabilities themselves is also often missing. “We often speak about them, not with them. We need to prioritise lived experiences and stop assuming we know what they need. Remember “Nothing for us, without us”. Their voices are often excluded, their needs overlooked, and in many cases, they are seen as either incapable or invisible,” Roy said. “This leaves them with fewer opportunities and less protection in both formal and informal workspaces.  We bring our ecosystem partners together to drive meaningful change in the communities that we work. Afrika Tikkun’s disability inclusion team works to ensure that children and youth with disabilities are fully included in the organisation’s cradle-to-career programmes. A team of administrators, social workers, therapists and nursing staff provide “a myriad of interventions” to help beneficiaries participate and engage more meaningfully. Young people with disabilities are included in support groups, health and fitness activities, dancing and acting sessions held on Saturdays. After-school offerings include learnerships, work experience, work placements, and specialised training in areas such as hospitality, farming, and vocational skills. “We run weekly support groups and various events throughout the year, the biggest being the Disability Pageant,” Roy said. Beyond direct support, Afrika Tikkun plays an active role in advocacy and thought leadership. “We work closely with the Department of Education and Gauteng Provincial Government. We have MOUs in place and are one of the few NPOs that work so closely with these departments to drive meaningful change for persons with disabilities,” Roy said. Next month, Afrika Tikkun will host the Valuable 500 Summit, bringing together corporates, government, and civil society to address leadership, representation and reporting of people with disabilities in the workplace. “It’s about job creation for people with disability especially young women who are ostracized even more in the workplace as men as they are seen as vulnerable and too emotional. We need to understand the real issues facing our youth with disability and need to come up with real, practical solutions to try and solve this problem especially with youth unemployment so high and even higher amongst people with disability.” ‘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/news/article/2025-08-07/this-womens-month-one-story-may-still-go-untold-the-south-african-woman-with-disability-searching-for-work

Quan Dambuza | 7 August 2025 Deputy Minister Maggie Sotyu launches 60% women-owned, 4-star hotel in Limpopo backed by transformative funding during Women’s Month. In a landmark Women’s Month celebration, Deputy Minister of Tourism Maggie Sotyu officiated the launch of the Atrium Boutique Hotel, a proudly 100% black-owned and 60% women-owned luxury hotel in Polokwane, Limpopo. The project is hailed as a major stride toward inclusive economic transformation in South Africa’s tourism industry. “This is more than a hotel—it is a vision realised,” said Deputy Minister Sotyu. “The Atrium Boutique Hotel showcases the power of women-led businesses and the strength of blended funding models to unlock opportunity where it matters most.” The launch forms part of a broader effort to recognise, uplift, and invest in women-led enterprises, especially in industries like tourism that have the potential to create jobs, preserve culture, and build resilient local economies. The hotel is co-founded by Ms Lesetja Johanna Mukwevho and Mr Matodzi Joseph Mukwevho, underpinned by a blend of government and private funding. Here are 10 ways the Atrium Boutique Hotel is making an impact: 1. Women in the Lead 60% of the business is owned by Ms Lesetja Mukwevho, establishing her as a leading force in South African hospitality and a role model for young women entrepreneurs. 2. Powered by Transformative Tourism Finance With a total project cost of R31.3 million, the hotel received support from the Tourism Transformation Fund (R5 million grant), National Empowerment Fund (R10 million loan), SEDFA (R9.6 million loan), and owner equity (R6.6 million). 3. A Showcase of Blended Funding Models This public-private partnership shows how grant, debt, and equity instruments can effectively support black- and women-owned tourism enterprises. 4. High-Quality Infrastructure Delivered The hotel features: 26 luxury rooms 100-seater restaurant 100-seater conference venue 15-seater boardroom 10-seater bar 5. A Catalyst for Local Job Creation Already employing 56 permanent staff, the hotel contributes directly to reducing unemployment, particularly among women and youth. 6. Strategic Economic Development The project is integrated into Polokwane Municipality’s Integrated Development Plan (IDP) as a catalytic infrastructure investment supporting tourism growth. 7. Filling a Market Gap in Limpopo Targeting mid- to high-end travellers, the hotel responds to the limited supply of graded accommodation and conferencing space in the region. 8. A Model for Women’s Empowerment in Tourism Women are essential drivers of the tourism industry – not just as employees and entrepreneurs, but as cultural stewards and agents of change,” said Deputy Minister Sotyu in her speech 9. Fuelled by South Africa’s Tourism Transformation Agenda The project aligns with key policies like the National Development Plan (NDP) and the Tourism B-BBEE Sector Code, emphasising black and women ownership in the economy. 10. Inspiring a New Generation The hotel stands as a living example of what’s possible when policy, funding, and passion intersect, showing young South Africans — especially women — that tourism can be both a career and a legacy. Conclusion: Building Resilient Economies for All The launch of the Atrium Boutique Hotel reflects the 2025 Women’s Month theme: “Building Resilient Economies for All.” It affirms that investing in women-owned tourism ventures is not only a moral imperative but a strategic one. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://pondolandtimes.co.za/10-ways-the-atrium-boutique-hotel-is-advancing-womens-economic-empowerment-in-south-africas-tourism-sector/#google_vignette

Lizeka Tandwa | 6 August 2025 'We will never back imperialists to subvert our democracy, our sovereignty'. ANC secretary-general Fikile Mbalula has suggested that the party's GNU partners were the catalyst of the recently implemented punitive tariffs and threats of sanctions of ANC leaders by the US. Speaking at a media briefing on the outcomes of the party's national executive committee, Mbalula accused the DA of “political mischief”, claiming that the ANC had identified the DA as having campaigned against transformative policies of the country during its trips to the US.  The DA and the ANC have been at loggerheads over foreign policy. DA deputy minister Andrew Whitfield was fired by Ramaphosa after he travelled to the US while Pretoria was under continued attacks from the White House.  “You can't, for national interest, say undo BEE to appease the US because among others this is what the US wants of us, that we must do away with certain policies which for us in terms of transformation policy are not going to assist us,” he said.  Mbalula dared the US to impose sanctions on ANC leaders, saying such threats by US congressional members would not deter the ANC from pursuing its transformation agenda.  “Even if it means that we suffer through sanctions as leaders of the ANC, let it be. We will never back imperialists to subvert our democracy, to subvert our sovereignty... We will never forsake our country which we fought for.”  ANC to engage the SACP Mbalula said the ANC had resolved to engage its tripartite alliance partner, the SACP, to reverse its decision to contest elections. He said the SACP's decision had far-reaching consequences for the national democratic revolution.  “The ANC will act with maturity and fortitude, engaging our allies with humility but also with clarity ... However, we might have reached a stage where we are unable to [shift] the SACP from its decision to contest the elections and we believe that will weaken the NDR — and it is important that the SACP understands the implications of its decision,” he said.  Western Cape reconfigured  He announced that the NEC had resolved to disband its embattled Western Cape provincial executive committee. He said that the national subcommittees would be deployed to the province to reinforce political education, organisational discipline and strategic capacity. He said the party's working committee would oversee the process.  He said the KwaZulu-Natal and Gauteng provinces had recorded significant progress in rebuilding branches and restoring organisational coherence. He added that the NEC was satisfied with the advances made by the two provinces. The ANC disbanded the two provinces earlier this year after the election results which contributed to it falling below the 50% majority needed to govern the country.  Gauteng and KwaZulu-Natal are the most strategic provinces for the ANC, with more than 40% of its electoral base.  Mbalula announced that the party's midterm policy review, dubbed the national general council, would be held in December at the Nasrec Expo Centre and be attended by 1,600 delegates. He said the party would finalise the theme of the NGC and its strategic framework.  ‘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.sowetanlive.co.za/amp/news/2025-08-06-mbalula-blames-da-for-trumps-tariffs-and-us-threats-to-sanction-anc-leaders/

Gcwalisile Khanyile | 7 August 2025 The Fair Pay Bill, recently tabled in Parliament, has been described as setting the groundwork for creating a more equitable starting point for salary negotiations and career advancement by eliminating the consideration of past remuneration in hiring decisions, experts say. The Bill was tabled in Parliament as an amendment to the Employment Equity Act 55 of 1998 (EEA). It aims to transform recruitment and remuneration practices to promote fairness, transparency, and equal opportunity in the workplace.  However, there are concerns that a critical limitation remains in that the fair pay protections are still embedded within the Employment Equity Act’s unfair discrimination framework, which means that, unlike jurisdictions with standalone equal pay legislation, employees must still prove unfair discrimination to successfully claim equal pay violations, rather than having direct equal pay rights. Dr Louis Koen, senior lecturer and Moot Court coordinator at the University of Johannesburg’s Faculty of Law, said historically underpaid individuals, many of whom are black women or youths entering the labour market, will no longer be constrained by prior low earnings when applying for new positions. “The requirement for employers to disclose the remuneration or remuneration range when advertising a position or recruiting candidates would increase transparency and reduce opportunities for subjective or biased wage-setting. It could empower job applicants to negotiate from an informed position and also create greater parity among employees performing similar work. “The Bill, if passed, will provide employees with a better understanding of what other employees performing the same role can expect to pay. This may ease the burden of proving discrimination in pay,” Koen said. Compliance with the Fair Pay Bill is likely to be demanding, especially for small and medium-sized enterprises, which may not have formal job grading or remuneration systems in place, he said.  “These businesses will need to develop internal frameworks to determine and document remuneration ranges, train HR personnel to navigate the new restrictions on pay discussions, and adjust recruitment practices accordingly. One potential unintended consequence is that, to avoid scrutiny or legal risk, some employers may default to offering standardised mid-range pay within bands, thereby limiting flexibility in responding to market signals or recognising merit,” Koen said. He highlighted that several types of disputes may arise from the implementation of the Bill, where employees or applicants may allege that an employer failed to disclose an appropriate remuneration range or that the disclosed range was misleading. Others may claim that their past pay was improperly solicited or factored into a hiring decision, in contravention of Section 6B of the Bill. Professor Marius van Staden, associate professor at the Wits School of Law, said the Bill will significantly affect multinational tech and AI companies operating in South Africa through two key mechanisms.  “Firstly, the new Section 6A requires employers to disclose remuneration ranges when advertising positions and during recruitment, promotion, or transfer processes. This means companies with global pay scales will need to transparently communicate their South African compensation bands, potentially revealing disparities between local and international compensation levels. “Second, Section 6B prohibits employers from enquiring into candidates’ past remuneration information during recruitment. This prevents the common practice of using previous salaries to determine offers, which could be particularly challenging for companies accustomed to benchmarking against international compensation histories when relocating talent,” Van Staden said. He added that companies in the AI and technology sectors face unique challenges given the rapid evolution of roles and skillsets.  “The Bill’s amendment to the definition of ‘employment policy or practice’ now explicitly includes ‘determining the remuneration or remuneration range for a position’ during job classification and grading. “To ensure compliance with ‘equal pay for equal work’ or ‘work of equal value’ principles, companies should establish systematic job evaluation frameworks that focus on objective criteria such as required skills, qualifications, experience levels, and job responsibilities rather than subjective assessments. The Bill references the International Labour Organisation Convention No. 100 concerning Equal Remuneration, which emphasises work of equal value rather than just identical work,” Van Staden said. He stated that for emerging AI roles, companies should develop clear competency frameworks and regularly review job classifications as roles evolve, ensuring that remuneration ranges reflect genuine differences in skill requirements and responsibilities rather than historical biases or arbitrary distinctions. Several unintended consequences could impact the sector’s growth and innovation. The mandatory disclosure of remuneration ranges may reduce companies’ salary negotiation flexibility and could lead to wage inflation as employees benchmark against disclosed ranges. This might particularly affect start-ups and scale-ups that rely on flexible compensation structures, Van Staden said. He added that the prohibition on enquiring into past remuneration could make it more difficult for companies to assess appropriate compensation levels for candidates with unique or highly specialised AI skillsets, potentially leading to either over-compensation or difficulty attracting top talent. “Most significantly, the continued embedding of fair pay rights within the discrimination framework may create legal uncertainty and compliance costs that disproportionately burden smaller tech companies without extensive HR and legal resources. There’s also a risk that companies may become overly conservative in their hiring and promotion practices to avoid potential discrimination claims, which could slow innovation and talent development,” he said. How can digital law experts and legal advisors assist in ensuring compliance? Van Staden said digital law experts can assist with developing compliant recruitment processes that avoid prohibited enquiries into past remuneration whilst maintaining competitive hiring practices. This includes crafting job advertisements that include appropriate remuneration range disclosures and training hiring managers on permissible discussion topics. “Legal experts can also help design remuneration transparency policies that comply with the new Section 6A requirements whilst protecting legitimate business interests. Additionally, they can develop internal audit mechanisms to identify potential equal pay violations before they become discrimination claims. “Importantly, legal advisors can help companies understand that the fair pay provisions remain part of the unfair discrimination framework, meaning robust documentation of objective job evaluation and remuneration-setting processes will be essential for defending against discrimination claims,” Van Staden said. He added that while the transparency requirements align with trends in jurisdictions like California, New York, and the EU, South Africa’s approach of maintaining fair pay within the discrimination framework (EEA) is increasingly outdated. Van Staden noted that South Africa’s requirement to prove unfair discrimination for equal pay claims creates a higher burden of proof than in many developed jurisdictions, where equal pay violations can be established through statistical analysis without requiring proof of discriminatory intent. “The Bill’s prohibition on salary history enquiries does align with progressive practices, suggesting South Africa is adopting some best practices while maintaining a more conservative overall framework,” he said. Roger Solomons, spokesperson for Build One South Africa (BOSA), stated that mandatory disclosure will prevent lowballing, as employers will be required to provide a realistic and justifiable pay range, benchmark salaries to industry norms, and comply with non-discrimination provisions in the EEA.  If a company consistently posts abnormally low ranges, it opens itself to reputational risk, public scrutiny, and intervention by the Department of Employment and Labour. More importantly, job seekers will be empowered to walk away from exploitative offers, which they cannot do when pay is hidden, Solomons said.  “We believe the Fair Pay Bill will improve both economic fairness and efficiency. Job creation: When pay practices are fair and transparent, more people are likely to enter or remain in the formal workforce, improving labour market participation. Investment: Companies with fair labour practices are more attractive to international investors, particularly those with ESG (Environmental, Social, and Governance) benchmarks. “Competitiveness: Transparent pay policies lead to better talent matching, lower turnover, and stronger employee morale. Businesses that treat workers fairly tend to outperform those that don’t,” Solomons said.  ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://iol.co.za/news/south-africa/2025-08-07-understanding-the-fair-pay-bill-a-step-towards-salary-equity-in-south-africa/

The Preferential Procurement  element measures the way a Measured Entity procures goods and services from Suppliers. Another key point Indicator under the General Amended B-BBEE Codes of Good Practice is the spend on Suppliers that are at least 30% Black Women Owned based on the applicable B-BBEE Procurement Recognition Level. As per Schedule 1  of the General Amended B-BBEE Codes of Good Practice, 30% Black Women Owned is defined as:   An Entity in which:   (a)      Black Women hold at least 30% of the exercisable voting rights as determined under Code series 100; (b)     Black Women hold at least 30% of the economic interest as determined under Code series 100; and (c)      has earned all the points for Net Value under statement 100;   Enterprise & Supplier Development Services are available to assist Members with analysing their Supply Chain from a B-BBEE perspective.

Many organisations choose third party facilitators to distribute their Socio-Economic Development (SED) contributions , which B-BBEE Legislation allows for. However, organisations must note that, according to B-BBEE Legislation, the ultimate benefit needs to flow to the intended Black Beneficiaries.   The B-BBEE Commission’s SED Brochure , published in September 2019, addresses third-party facilitation of such contributions. Third party facilitators for SED contributions are usually Non-Profit Organisations (NPOs) or Public Benefit Organisations (PBOs), including Non-Profit Companies (NPCs).   NPOs, PBOs and NPCs are Specialised Enterprises for purposes of B-BBEE measurement. Their B-BBEE compliance is measured in terms of Statement 004 – otherwise known as a Specialised Scorecard.   Socio-Economic Development Services  are available to guide organisations in facilitating SED contributions in line with the requirements.