Kara le Roux | 12 June 2025 Small businesses often collapse under the weight of underfunding and a lack of resources. The likes of Mr Price and Woolworths are stepping in to help. South Africa’s small businesses shoulder a heavy load, employing about 13.4 million people, and more than 70% of them don’t make it past the seven-year mark. This week, Woolworths and Mr Price joined the growing queue of corporates trying to fix that, pledging millions towards entrepreneurship and empowerment. The business of doing good  Woolworths is framing its new Inclusive Justice Institute as a practical demonstration of corporate empowerment, with the minister of small business development, Stella Ndabeni-Abrahams, endorsing it as a model for retail-led development. Backed by R300-million in funding — R200-million from Woolworths and R100-million from the Land Bank for emerging farmers — the institute will operate through two non-profit arms. One focuses on developing suppliers and the other on community programmes like food security and education. The retailer says it increased its procurement from SMMEs by 42% to R4-billion last year, and donated R816-million worth of surplus food to under-resourced communities. Woolworths’ corporate social justice director, Zinzi Mgolodela, said: “Our support for MSMEs [micro, small and medium enterprises] has helped stimulate economic growth by empowering beneficiaries to create jobs and expand their businesses. “Through our NGO partnerships, we support rural and semi-urban communities to grow food and become self-sufficient, and our education initiatives have improved learning in under-resourced schools and promoted child safety , giving children the opportunity to thrive in safe, supportive environments.” The Land Bank’s CEO, Themba Rikhotso, said: “This initiative aligns directly with Land Bank’s mission of empowering previously disadvantaged communities and to increase the inclusion of emerging farmers in the commercial agricultural sector, thereby enhancing the country’s long-term food security.” Fishing for hustlers under 35   Meanwhile, Mr Price’s Bindzu Youth Fund offers black and youth-owned businesses the chance to apply for R3-million in grant funding, spread across bootcamp training, mentorship and seed capital. The retailer’s efforts seem to be focused on the right goal. Data from FinScope indicate that 30% of SMME owners are under the age of 35. To qualify, applicants must have been operating for at least 12 months, be between the ages of 18 and 34, and earn less than R5-million in annual turnover. The foundation says the goal is to help young entrepreneurs cross the resource chasm, which kills most early startups. “The country has no shortage of young minds with bright ideas and business know-how,” said the foundation. “So, although training and mentorship have been foundational to the success of young entrepreneurs, a greater need lies in real resources, and the willingness to release these resources to the youth.” The closing date to apply to the Mr Price Foundation is 30 June. Credit desert  According to the Tips State of Small Business in South Africa 2024 report, SMMEs secure considerably less external funding than large corporations. They receive a paltry 13% of total bank credit. Corporations gobble up 51%, while regular consumer clients get 36%, which leaves small enterprises starved of working capital. The Woolworths and Mr Price programmes signal that retailers are no longer content to just manage supply chains but want to manufacture credibility. With government interventions slow and often mired in inefficiency, the private sector is positioning itself as both rescuer and reinforcer of South Africa’s SMME ecosystem. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://www.dailymaverick.co.za/article/2025-06-12-retail-giants-step-in-with-millions-of-rands-to-help-entrepreneurs-on-their-way-up/

Cape Business News | 11 June 2025 BMG – part of Invicta Holdings Limited – celebrates five years since joining South Africa’s Youth Employment Service (YES) Programme, which is a joint initiative between the Government and private sector. The country’s YES programme aims to create one million work opportunities for unemployed black youth. “We believe that the business sector has a responsibility to help solve the escalating problem of youth unemployment.” “The social cost of unemployment and the threat it poses to the stability and dignity of South African society, are far too great for companies not to get involved in a meaningful way,” says Ruth Black, group human resources executive, Invicta Shared Services. “Through the inspiring YES Programme, Invicta and BMG currently employ over 132 young people who have participated in this programme. “The YES programme offers our youth a bridging opportunity between school and the world of work, aspiring to nurture leadership capabilities, that are invaluable for business success and individual achievement. “By providing the opportunity for young people to gain practical work experience and enjoy mentoring and training at BMG, we are able to equip them with the necessary skills and business ethos that contribute to a brighter future and economic sustainability. “This 12-month programme offers participating businesses the chance to gain up to two levels on their Broad-Based Black Economic Empowerment (B-BBEE) scorecard. As a special service, BMG offers its customers the opportunity to participate in this initiative by providing the necessary training to selected candidates at BMG World. These businesses are able to claim the scorecard points at the end of the programme. “The BMG team has always enjoyed a culture of learning and knowledge sharing, which is why this uplifting programme is a perfect fit with our need to develop commercial and technical skills and nurture personal development.” BMG currently has 82 candidates participating in the YES programme, who are involved in all areas of the business – including sales, warehouse functions, experience in various product divisions as well as important support functions. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://cbn.co.za/industry-news/skills-training-development-news/its-a-yes-from-bmg/

Staff Writer | 11 June 2025 The Chemical Industries Education and Training Authority (CHIETA), in partnership with the Karoo Hoogland Municipality, officially launched the Fraserburg Smart Skills Centre on 6 June 2025. This marks a significant step in bringing accessible, future-focused skills development to rural and underprivileged communities. The launch follows the signing of a Memorandum of Understanding in January 2025, laying the foundation for a high-impact initiative aimed at closing the digital divide and equipping residents for opportunities in the digital and green economies. A Future-Ready Facility in the Heart of the Karoo The Fraserburg Smart Skills Centre is now fully operational, offering accredited digital literacy programmes, career development tools, and foundational training in key areas such as green hydrogen, coding, and online entrepreneurship. With free access to high-speed internet, digital devices, and curated learning content, the centre aims to empower youth, unemployed residents, and small businesses in Fraserburg, Williston, and Sutherland. “Today’s launch signals hope and opportunity,” said CHIETA CEO Yershen Pillay. “This centre is not just a building, it’s a springboard for skills transformation and economic renewal in one of the country’s most underserved regions.” Expanding CHIETA’s National Footprint Fraserburg becomes the seventh location in CHIETA’s growing network of Smart Skills Centres across South Africa. Each centre supports CHIETA’s mission to broaden access to 21st-century skills and build industry-ready communities in alignment with the National Skills Development Plan. It is the first CHIETA SMART Skills Centre in the Northern Cape. Sustainable Growth Through Local Partnerships The long-term success of the Fraserburg centre will depend on strong collaboration with municipal leaders, community organisations, and local employers. Stakeholders are encouraged to co-develop programmes that address the region’s specific economic needs. CHIETA will continue to support these initiatives through discretionary funding aligned with its strategic objectives. “We are deeply proud of our partnership with the Karoo Hoogland Municipality,” Pillay added. “By embedding digital infrastructure in the rural economy, we are planting the seeds of transformation that will benefit generations to come.” ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://techfinancials.co.za/2025/06/11/chieta-launches-smart-skills-centre-in-fraserburg/

Ann Bernstein | 11 June 2025 Proposal to fund Transformation Fund by centralising private sector’s enterprise & supplier development contributions is misguided. In a concept document released in April the department of trade, industry & competition proposed the introduction of a R100bn Transformation Fund, which it conceives as a vehicle to accelerate empowerment by supporting black-owned businesses through financial and nonfinancial interventions. While the stated aim of this fund is one that everyone shares, the proposed approach, particularly the intention to fund it through the redirection and centralisation of private sector enterprise & supplier development (ESD) spending, is economically unsound and strategically counterproductive. This would not only fail to advance transformation, but also disrupt one of the more successful empowerment mechanisms in place. It thus actually risks reducing real inclusion by divorcing firms benefiting from ESD spending from their most potent enabler: integration into commercial supply chains.  Under the broad-based BEE codes ESD is not a form of corporate philanthropy or social investment. It is about leveraging business processes to direct business to black-owned and black-managed firms. To accrue ESD points companies must buy goods and services from empowered firms or invest in the development of black-owned suppliers. This means businesses’ supply chains are used not merely to meet legislative requirements but to build resilient, cost-effective and inclusive supply chains. The consequence of this is enormously important regarding the Transformation Fund concept document: ESD is not optional spending, it is embedded in procurement activity that is essential to a business’s commercial and operational strategy. Similarly, supplier and enterprise development activities are directed at improving the capacity of firms that already supply the business or could do so in future. These are not discretionary contributions waiting to be redirected to an all-purpose Transformation Fund. They are targeted investments into viable commercial partnerships from which the firm doing the procurement receives goods and services needed for commercial reasons. Suggesting that there is a world in which businesses might “voluntarily” hand these over to the Transformation Fund, which is what the concept document proposes, is not just unrealistic — it is fundamentally disconnected from how ESD functions.  Do the authors of the document not appreciate this? Maybe. But maybe they do. Maybe that is why, buried in the concept document’s depths is an important clue to how the Transformation Fund will evolve: “Government,” the document says, “will review the ESD codes to ensure  that funds for ESD are paid by entities towards the Transformation Fund”.  This is a clear signal that the government is contemplating the possibility that supposedly voluntary contributions may become mandatory. Once it becomes clear that individual businesses are unwilling to fund a centralised initiative that offers them no commercial return, no supply chain benefits and no meaningful control, the state will move to compel contributions through a revision of the broad-based BEE codes.  Forced redirection of ESD funds will be a stealth tax on business — disconnected from market realities and divorced from operational effectiveness. In doing so it would undermine the very essence of empowerment: building black-owned businesses that are commercially viable and integrated into the economy.  The logic of the Transformation Fund suggests a simple trade-off: instead of empowering businesses through market access and corporate mentorship, the state will centralise funding and attempt to provide equivalent support from above. This approach assumes the government can: Identify viable black-owned businesses more effectively than the private sector using its existing supply chain processes.  Offer better development and training support than corporates with a direct commercial stake in success. Facilitate market access for empowered companies without being the buyer of those businesses’ goods and services.  These assumptions are not only unproven; they fly in the face of experience. Existing government empowerment funds, including the National Empowerment Fund (NEF) and the Black Industrialists Programme, have struggled with scale, impact and governance. Their loan books carry high impairment rates. Their reach into rural and township economies has been limited. And their commercial insight is dubious.  So why would the state assume that a new centralised fund — operating with a broader mandate and less specificity — will do any better? Ludicrously, by removing ESD funds from their present context and relocating them to a distant central body, the Transformation Fund will weaken existing black-owned businesses that are part of real supply chains. These are precisely the businesses that are most likely to succeed. The most effective empowerment is that which is embedded in the commercial logic of existing supply chains. ESD works because businesses understand their markets, their procurement needs and their operational risks. They choose suppliers who can meet their standards, and they invest in those suppliers accordingly. Empowerment is achieved not through sentiment, but through alignment of incentives.  Even assuming perfect governance, a centralised fund cannot replicate this dynamic. It cannot assess whether a small logistics firm in a rural town can meet the delivery requirements of a national retailer, or help it do so. It cannot provide mentorship in the intricacies of data integration or food safety protocols. Corporates can, and do.  A centralised mechanism operated at arm’s length from commercial realities can only increase inefficiency and waste, while weakening empowerment outcomes.  There is no evidence that ESD is failing. According to the Broad-based BEE Commission, total ESD spend by JSE-listed firms and state-owned companies amounts to about R26bn annually. While not perfect, this system supports thousands of firms. It is commercially anchored and largely self-sustaining. Why disrupt this?  The Transformation Fund concept document offers no empirical review of what has worked in existing broad-based BBBEE policy. It offers no diagnostic analysis of ESD effectiveness. It doesn't even attempt to quantify the trade-offs involved in redirecting these funds. Instead it proceeds on the presumption that centralisation is inherently better and that the state (weak and corrupt as much of it is) is better suited than private players. SA urgently needs more inclusive economic growth. Apartheid’s legacy, with decades of economic underperformance, has left many millions of South Africans locked out of opportunity. But inclusion cannot come at the expense of economic logic. Empowerment policies must be tested, measured and revised based on data — not designed around political optics or centralised control.  A better way forward would be to commission an independent, evidence-based review of BEE outcomes over the past 20 years. Such a review would assess the relative effectiveness of tools such as ESD, preferential procurement and skills development. It should weigh benefits against costs and evaluate how to scale what works while discontinuing what doesn’t. The goal should be to build a transformation agenda that would not have all the risks associated with large pots of discretionary money. As proposed the Transformation Fund does not meet these standards. The department of trade, industry & competition’s proposal to fund the Transformation Fund by centralising ESD contributions is misguided. It will disrupt integrated supply chains, disempower viable black-owned businesses and create a bloated, inefficient bureaucracy. Far from advancing transformation, it will set it back.  If SA is to build a more inclusive economy it must do so through mechanisms that align public objectives with market realities. ESD is one such mechanism. Undermining it to fund a vague and overambitious Transformation Fund is a mistake the country cannot afford to make. ‘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.businesslive.co.za/bd/opinion/2025-06-11-ann-bernstein-sa-needs-to-align-public-objectives-with-market-realities/

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/