Topco Media | 15 January 2024 Topco Media, a leading B2B media, digital and events company, is set to host the 2024 sustainability conference, focusing on successful, sustainable principles, practices, funding and ESG. The event, scheduled for March 19-20, 2024, in Johannesburg, aims to connect, celebrate and profile sustainable, ethical, and green companies to a local and global audience of global sustainability experts. In a bold move towards greening economies and promoting sustainable practices, the conference will underscore the three pillars of sustainability: environment, social, and governance. Topco Media is proud to announce Coca-Cola Beverages South Africa (CCBSA) as a platinum partner for the Future of Sustainability Conference. CCBSA's commitment to sustainability aligns seamlessly with the conference's core objectives. Ralf Fletcher, CEO of Topco Media, emphasises the significance of this collaboration, stating that, "Through this conference, participants will be learning how to implement world-class sustainability practices, be guided by future-thinking leaders, and collaborate with like-minded industry experts." Commenting on why CCBSA decided to partner with Topco Media, CCBSA Head of Communication and Reputation, Motshidisi Mokwena, said, “For CCBSA, profitability is important, but not at any cost. People matter. Our planet matters. We do business the right way by following our values and partnering for solutions that benefit us all. Our strategic sustainability focus areas are ambitious, but we believe that we have put in place robust plans to ensure we realise our vision of a sustainable future that will benefit future generations”. Ralf Fletcher further states, "CCBSA is a prime example of a company dedicated to making a positive impact on the environment and society. Their involvement as a platinum partner is a testament to their commitment to the principles of sustainability." The Future of Sustainability Conference provides a platform for companies like CCBSA to showcase their commitment to positive change, inspiring others to look at how they can have a positive impact on society by implementing relevant Sustainable Development Goals (SDGs). Through the support of influential sponsors and partners, the conference aims to drive actionable strategies towards a more sustainable future. Join the conversation and secure your spot by purchasing a ticket here. More about CCBSA’s Sustainability Initiatives Environmental Policies and Achievements - CCBSA's key sustainability areas include waste management, water stewardship, consumer well-being, local sourcing, economic inclusion of women and youth, and climate change. In line with the Coca-Cola Company’s World Without Waste Vision 2023, CCBSA has set ambitious goals, including making all packaging 100% recyclable by 2025, achieving 50% recycled content in packaging by 2025, and making 25% of packaging reusable by 2030. Environmental and Social Impact on Surrounding Communities - CCBSA's Water Stewardship Strategy 2030 focuses on ensuring universal and equitable access to affordable drinking water for all, with a special emphasis on the vulnerable girl child and women in rural areas. Initiatives like Coke Ville, an off-grid, solar-powered groundwater harvesting and treatment programme, have provided millions of litres of water to communities across South Africa and the company has set clear targets to reduce the amount of water used per litre of product produced and water used in our entire operations. Regarding economic inclusion, CCBSA believes its pillars that look at employability, education, and entrepreneurship will enable young people and women to become productive members of society. The company has been running programmes like ‘Bizniz in a Box’, the company’s bursary programme, and Study Buddy Fund which supports youth from previously disadvantaged backgrounds to access higher education and has developed campaigns primarily aimed at targeting young people into CCBSA. Local Sourcing and Supplier Development is part of CCBSA’s efforts to integrate black-owned and black women-owned businesses in its value chain and is actively driving its preferential procurement plan, ensuring procurement spend is allocated to black-owned companies. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/article/future-of-sustainability-conference-to-spotlight-corporate-giants-committed-to-positive-change-456469a

Christopher Tredger | 17 January 2024 South Africa’s IT sector is under pressure due to a lack of skills and diversity. This is according to Dr Fazlyn Petersen, a senior lecturer in the Department of Information Systems at the University of the Western Cape. Dr Petersen says the IS market needs more employment equity candidates, and more skills, including data analytics and cyber security skills. This is particularly true in the highly specialised IT auditing field, where a combination of accounting, auditing and IT skills is required. Dr Petersen will discuss these issues in her keynote address at the ITWeb GRC 2024 event on 20 February 2024 at the Forum in Bryanston, Johannesburg. You don’t teach ‘IT audit’ as a skill, you typically teach audit. However, because most of the financial information is sitting on IT systems, IT audit comes first and becomes more important for us.” Her presentation will cover the University’s partnership with Absa, which sponsors an IT audit academy at the IS department. The Absa iNkanyezi IT Audit Academy aims to equip third-year students who will enter the job market in 2025 with the right skills sets. Dr Petersen will showcase successful training models and methodologies, share insights into overcoming barriers, and issue a call to action for industry support in expanding similar initiatives. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.itweb.co.za/article/itwebgrc2024-it-audit-industry-looks-to-reduce-skills-gap-attract-ee-candidates/6GxRKMYQNemMb3Wj

African Reported | 23 January 2024 The New Year marks a new beginning for both Individuals and Employers to implement new resolutions to improve their quality of life. One of the priorities for Employers is to develop an engaged, agile and diverse workforce. At the same time, some employees aspire to improve their formal qualifications, while some individuals are looking for a job. Employers are encouraged to take advantage of the existing Learnership Allowance Agreement which aims to encourage skills development among employees. Additionally, it promotes job creation and contributes to economic growth in South Africa. A learnership agreement is a contract between an employer, a learner and a training provider that allows the learner to gain a recognised qualification while working for the employer. The learner receives both theoretical and practical training, and the employer provides the necessary resources and supervision. A learnership agreement can be entered into by any employer, regardless of whether they are registered for the Skills Development Levy (SDL) or not. Learnership agreements have many benefits for both employers and learners/employees. One of the main incentives for employers who enter learnership agreements is the additional tax deduction in respect of learnership agreements (as stipulated under Section 12H of the Income Tax Act). This deduction allows employers to claim an amount over and above the normal salary or wage expense for each learner who is party to a learnership agreement. The amount of the deduction depends on the NQF level of the qualification, the duration of the learnership, and whether the learner is a person with a disability or not. The deduction is available for both new and existing learnership agreements, and for both full-time and part-time learners. A learnership allowance consists of two parts: An annual allowance is available for each year of assessment in which a learner is party to a registered learnership agreement (Section 12H(2) and (2A)). It is apportioned if the agreement was not in effect for the full year. A completion allowance is a lump sum available in the year of assessment when the employee completes the learnership. It is claimed in addition to the annual allowance. The amount of the allowance depends on the level of qualification and the disability status of the employee. The table below shows the current rates of the allowance as of the 2023/2024 tax year. Qualification Annual allowance Completion allowance NQF 1-6 R40 000 R40 000 NQF 7-10 R20 000 R20 000 Disabled employee (any NQF level) R50 000 R60 000 To claim the allowance, the employer must complete an IT180 form for each learnership agreement. This must be submitted to SARS along with the employer’s annual Income Tax Return. The allowance will be deducted from the employer’s income from trade when the employer’s Taxable Income is determined. Tax Filing Deadline Reminder for Provisional Taxpayers An important reminder is that Provisional taxpayers must file their annual Income Tax return for the 2023 tax year by 24 January 2024. This applies to both electronic and manual submissions. Electronic submissions can be done through SARS eFiling or the SARS MobiApp. Manual submissions can be done by appointment at a SARS branch. Provisional tax criteria are published on the SARS website. We encourage those taxpayers who are yet to file their tax returns to do so immediately to avoid administrative penalties for late and non-submission. Deadline for Trusts to file an annual return All Trusts, including those who are not economically active, are required to file a tax return annually. Trusts must file their annual income tax returns before or on 24 January 2024.  Individuals and trustees, as representative taxpayers of Trusts (or their appointed tax practitioner), are reminded to ensure timeous filing based on their specific taxpayer status (provisional or non-provisional). Late filing will attract penalties and interest. As of 2023, trustees are required to submit mandatory supporting documents during the filing process. These documents include, amongst others, the Trust instrument, Annual Financial Statements, Letters of Authority, resolutions/minutes of trustee meetings and an organogram depicting the Beneficial Ownership of the Trust. Additionally, beneficiaries of Trusts are required to declare their income, including income derived from a Trust, in their personal income tax returns. The personal income tax return (ITR12) and Trust income tax return (ITR12T) can be obtained on eFiling. An appointment with a SARS branch may be made on the SARS website. Taxpayers are encouraged to obtain information on trusts on the SARS website. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.citizen.co.za/african-reporter/news-headlines/2024/01/23/sars-time-to-upskill-your-employees/

Tsholofelo Tsholofelo | 23 January 2024 The changing face of global supply chains demands a new kind of professional – one who is not only a custodian of procurement and logistics, but also a steward of sustainability. The constant changes occurring in the logistics space point to a sector different from what people might have imagined 10 years ago. I believe the supply chain landscape is at a crossroads as traditional paradigms are being disrupted by digitisation. Once characterised by linear processes and limited connectivity, supply chains are experiencing a seismic shift as they embrace the power of the technologies. The transformation is not merely a modernisation of age-old practices; it signifies a reimagining of how goods are produced, distributed and consumed. Moreover, the infusion of data analytics, artificial intelligence, and the internet of things (IoT) into supply chain operations has given rise to a new era of real-time insights and predictive capabilities. This is at odds with traditional supply chain paradigms which relied heavily on reactive decision-making, and after-the-fact solution mapping. The shift has empowered logistics firms, giving them the ability to anticipate disruptions, optimise routes, and enhance inventory management, cutting down on costs and improving customer overall customer satisfaction as goods are delivered on time. The technologies do not come without risk, however, with increased digitisation, meaning organisations must be vigilant to issues such as cyberattack and data privacy intrusions. But new technologies are not the only change turning the sector on its head. The greening of supply chains has also sparked innovative practices, from eco-friendly sourcing to circular economy models. That said, sustainability brings its own challenges. Balancing economic viability with environmental responsibility remains a delicate dance. The realisation that sustainability encompasses social and ethical dimensions adds further layers of complexity to the equation. What all this means is that future supply chain professionals will be compelled to take a “value-beyond-price” approach in the execution of their duties. They will need to be an ethical professional through and through, with a passion for the socio-political and socio-economic environments they operate in. In addition, the rise of e-commerce has engendered a change in consumer behaviour that has ushered in an era of demand volatility, personalised experiences and expedited last-mile deliveries. The supply chain is challenged to synchronise itself with the whims of an ever-changing consumer. In this regard, warehouses are evolving into fulfilment centres that double as distribution hubs, further blurring the lines between online and off-line shopping. This shift has prompted supply chains to pivot swiftly, adapting to the new rhythms of digital commerce. The “revolution” occurring in the logistics realm is also seeing greater collaboration where, for example, sharing data for mutual benefit is becoming the new normal, while resilience is becoming a prized asset in any organisation. The future supply chain professional will embody a versatile set of skills that transcends anything their predecessors had. From harnessing data-driven insights to reimagining network structures, they stand at the forefront of leveraging innovation for optimised operation. Their role extends beyond the boardroom, as they will have to collaborate with cross-functional teams and bridge the gap between evolving technologies and human expertise. The future supply chain professional is not merely a responder to change, but a proactive agent of it. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/business-report/economy/future-supply-chain-professional-a-proactive-agent-of-change-c5910329-516e-4412-acfa-94f606cf625b

Staff Writer | 22 January 2024 President Cyril Ramaphosa has called on businesses in the country to remove prior work experience requirements for job positions, in a bid to boost the employability of South Africa’s job-seeking youth. In his weekly letter to the nation, the president said that the record success of the country’s matric class of 2023 means that thousands of fresh matriculants will be moving on to various tertiary institutions to further their education. However, he said that there are many who will also move into the working world with just their matric, and called on “all of society” to make more job opportunities available to them. “As government, we have made the call for businesses to invest in our nation’s future by employing more young people, and, where possible, to do away with the requirement of prior work experience,” he said. Ramaphosa said that the government has made tax incentives available to businesses to encourage more youth employment, and said companies should make use of this avenue to ensure those seeking jobs can find them. “I encourage companies to use the Employee Tax Incentive to hire more young job-seekers, to make more training and mentorship opportunities available, and to sign up with the Youth Employment Service and other initiatives being rolled out in partnership with government.” South Africa’s 2023 matriculants set a new record, having passed with a national rate of 82.9% – the highest pass rate since the National Senior Certificate was introduced in 2008. Matriculants who do not go on to further studies will be entering an extremely difficult work world, where unemployment remains unacceptably high. The Quarterly Labour Force Survey (QLFS) for the third quarter of 2023 saw the national unemployment rate improve to 31.9% – and 41.2% by the expanded definition which includes discouraged workseekers. Youth unemployment, however, has reached alarming levels. According to Stats SA, the country’s youth (aged 15 to 34, not involved in education or training) remain vulnerable in the labour market. While the QLFS results showed that the total number of unemployed youth decreased by 174,000 to 4.6 million over the quarter, the overall unemployment rate for the segment still sits at 43.4%. World Bank data pegs South Africa’s youth unemployment rate even higher at 51.5%, making it one of the highest rates in the world. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://businesstech.co.za/news/business/744363/cut-work-experience-requirements-for-jobs-in-south-africa-ramaphosa/

Willem Cronje | 24 January 2024 The policy will only work if it is voluntary rather than forced on business. Regarding “B-BBEE head Tshediso Matona defends economic redress amid legal challenges”, January 23. Broad-based BEE commissioner Tshediso Matona has called for stronger laws to enforce and monitor BEE. BEE’s objective to enhance the participation of black people in the SA economy is admirable, and there have no doubt been successes, but it is doubtful that this policy benefited its intended constituency overall. Why is this? Was there insufficient buy-in? Was business recalcitrant? No. Even with the best will in the world, the present policy is dangerously flawed. These are three inherent faults in BEE as the government implements it now. The policy inevitably inculcates an attitude of entitlement. There may well be a moral case for such forced redress, but there is no doubt that forced preferential treatment weakens motivation. This consequence operates independently of any other factors, and it is a weak foundation on which to build a broader economy. Due to price preferences of up to 30% afforded to the beneficiaries of this policy, it was inevitable that politicians would hijack the process, which they have done in the form of cadre deployment. This intrusion of politics has, ipso facto , served to exclude more deserving beneficiaries. It was likewise inevitable that criminal gangs would muscle in on the (no doubt well-intentioned ) distortion of market prices, and seek to extort “their share” of the benefits violently. These three deleterious effects of BEE as now designed are not due to a defective application of the policy, but are inescapable consequences of the policy itself. Yes, the constitution enjoins action towards broad demographic representivity. Indeed, we all desire this. However, to effectively accomplish inclusive participation in the economy this injunction should be interpreted as exhortative and not mandatory. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.businesslive.co.za/bd/opinion/letters/2024-01-24-letter-consequences-of-bee-are-inevitable/

Darren Parker | 25 January 2024 Glass repair and replacement company Glasfit has attained its broad-based black economic empowerment (BBBEE) Level 2 certification, featuring a 55.9% black female ownership. “We believe diversity in leadership is key to driving innovation and success. This certification aligns seamlessly with our overarching goal of growing our business and contributing to the growth of the economy and the people of South Africa," Glasfit CEO Safiera Mall says. Glasfit highlights its achievements in enterprise and supplier development, socioeconomic development and skills development, where the company has helped foster growth in local businesses. Glasfit has also contributed to socioeconomic development by positively impacting on local communities. In terms of skills development, Glasfit has contributed to empowering individuals with the knowledge and tools essential for success in the glass repair and replacement industry.  ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.engineeringnews.co.za/article/glasfit-achieves-level-2-bbbee-certification-2024-01-25

Kizito Okechukwu | 25 January 2024 The National Planning Commission (NPC) recently released its 10-year review of the National Development Plan. The NDP review revealed that the vision for South Africa outlined in the NDP has not been realised over the past decade. The review revealed that the NDP has been marginalised, leading to fragmented planning and ineffective implementation. The NDP places the responsibility of creating 90% of new jobs in the workforce in South Africa on the small, medium and micro enterprise (SMME) sector, between 2010 and 2030. The small business sector, which had an estimated 2.5 million small businesses in 2019, was most severely affected by the Covid-19 pandemic lockdown. 22 On Sloane recently published a white paper that seeks to foster a comprehensive understanding of the employment landscape within the South African SMME sector. This was achieved through the compilation, analysis and trend analysis of data from various publications and data sources. The NDP has set an ambitious target of reducing unemployment to 6% by 2030, with interim goals of 20% by 2015 and 14% by 2020. The unemployment rate in 2015 stood at 24.3%, surpassing the 20% target by 4.3 percentage points. Notably, the discrepancy escalated significantly over the five years leading up to 2020, when the unemployment rate was 18.3 percentage points higher than the 14% target. Another cause for concern is that, based on the current trajectory, the 2030 unemployment rate could potentially increase to 38%. At the unemployment rate, a negative growth rate of -11.58% would be needed to reach the 2030 NDP target of 6%. The fact that unemployment levels have increased significantly from the initial figures on which the NDP had based its projections over the past decade remains a cause for concern. There are multiple reasons for the increase, including the socio-economic and health impact of the Covid-19 pandemic, skills deficits in emerging and critical sectors, unsuitable policies, rising crime, growing social fragmentation and lower than-expected investment. We are in the 2019-2024 Medium-Term Strategic Framework (MTSF) and it is envisaged that the 2024-2030 MTSF would be the last seven-year NDP implementation framework. Over the past 15 years, the employment ratio has seen a negative growth rate of -1.27%. To reach the NDP target, there would need to be an 8.53% growth rate over the next seven years. The current projection based on the past 15 years is 35.3%. Total employment will also need to see the growth rate increase from 0.92% to 5.91% over the next 7 years, to reach the NDP employment target of 24 million in 2030. The current projection, based on the past 15 years is 17.55 million. These projections (Employment Ratio and Total Employment) provide an estimate of the employment level in 2030 under the assumption of a continued trend, without major economic disruptions, as observed in the historical data. In the white paper, 22 On Sloane introduced a “Covid-19 Exclusion Baseline”, which is a hypothetical scenario designed to estimate the trends as if the Covid-19 pandemic had not occurred. For 2020 and 2021, data points were replaced with the average values from a 5-year period (2017, 2018, 2019, 2022, 2023). This was with the aim of creating a normalised baseline for comparison against the pandemic-impacted data. With the exclusion of Covid-19, the projections improve to 27.83 million for the labour force and 18.44 million for employment, with a decline of 1.16 million in the total number of unemployed individuals. While the figures paint a more positive picture, they are still significantly behind in reaching the NDP targets. The NDP envisions that in 2030 the SMME sector will contribute 60 to 80% to gross domestic product growth and employ 90% of the workforce. Of the overall 24 million employment target (NDP target for total SA employment by 2030), SMMEs would need to employ 21.6 million people in the workforce by 2030. The projection of 9.72 million jobs in the SMME sector by 2030 means that, without major economic disruptions and at the growth rate, SMMEs could potentially create only 1.72 million new jobs. The Department of Small Business Development emphasised in May 2023 that as of 2023, approximately 2.5 million SMMEs in South Africa employ just under 8 million people and thus to meet the NDP target, there would be a strong need to significantly increase the number of SMMEs and cooperatives in South Africa. The situation calls for a substantial increase in support for SMMEs, along with the development of integrated strategies within the SMME and cooperative sector, as outlined in the National Integrated Small Enterprise Development Strategic Framework (NISED). To align with the NDP goal of having SMMEs generating 90% of new jobs by 2030, the need for adjustments to facilitate growth needs to be acknowledged. Providing robust support for SMMEs over the next seven years requires thorough research to inform policies that effectively address gaps. Attention is required to fill evidence gaps, including obtaining information on SMMEs in rural areas, obtaining more accurate estimates of SMME employment and understanding SMME growth rates. Regularly updated evidence, encompassing the impacts of interventions, is essential for better monitoring and evaluating programmes. The role of SMMEs in job creation, particularly for vulnerable populations, is pivotal. Governments, private sector and donor organisations in developed and developing nations recognise this, leading to substantial investments in SMME development, as underscored by the International Labour Organisation in 2010. If South Africa is to achieve its NDP targets, it means that the private and public sectors need to work together to create 3.21 million new SMMEs over the next seven years and, given the estimate of 3.71 employees per SMME, this could potentially help create 11.9 million new jobs by 2030, thereby achieving the NDP targets. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/business-report/economy/sa-needs-around-321-million-new-smmes-by-2030-to-achieve-ndp-targets-6740e1e3-009d-47da-8bce-83570a6a88cb

Yuneal Padayachy | 28 January 2024 As South Africa moves into 2024, the landscape of Broad-based BEE (B-BBEE) is poised for significant shifts. The B-BBEE framework has been a cornerstone of economic transformation in our country, aiming to address historical imbalances and promote inclusive economic growth. In 2024, I am hoping to see the following taking place in the B-BBEE transformation space: Updated B-BBEE Sector Codes of Good Practice The B-BBEE Codes of Good Practice, including for specific sectors, are subject to periodic reviews, and 2024 may see updates to the code, especially aligning to the 2019 Amendments to the General B-BBEE Codes of Good Practice. Businesses should anticipate changes in scorecard elements, weightings, principles and compliance criteria. Staying abreast of the modifications will be crucial for companies striving to maintain or improve their B-BBEE status. Enhanced focus on implementation and monitoring One of the primary expectations I hope to see is an increased emphasis on the effective implementation and monitoring of B-BBEE initiatives. The notion of impactful B-BBEE initiatives needs to be instilled within the mindsets of B-BBEE practitioners and transformation managers. There is a need to place a stronger focus on ensuring that companies are working towards achieving the outlined B-BBEE goals and that the intended benefits are reaching the targeted black beneficiaries. The shift from being transactional to transformational is a must. Increased collaboration and partnerships Collaboration between businesses and stakeholders is expected to be a key theme. Companies may engage in strategic partnerships to pool resources, share best practices and collectively work towards achieving B-BBEE objectives, which will achieve larger impacts on the intended black beneficiaries. Focus on skills development Skills development has been a crucial pillar of B-BBEE, and there may be an intensified focus on training and upskilling initiatives. I do foresee companies exploring more innovative approaches to skills development, including mentorship programmes, online training platforms and partnerships with educational institutions to address the skills gaps in our country. Focus on job creation South Africa faces a large challenge in respect of unemployment. I hope to see more collaboration between the public and private sector to address challenges of unemployment. From a B-BBEE perspective, it would be great to see more of an uptake of participation under the Youth Employment Service initiative and giving a young people the opportunity to gain working experience. Inclusive procurement practices Procurement is a significant component of B-BBEE, and 2024 will probably witness a continued emphasis on inclusive procurement practices. Companies are encouraged to source goods and services from black-owned and black women-owned businesses, with a focus on small business. The evolution of B-BBEE transformation is inevitable. Companies must proactively adapt to the changing landscape, embracing technology, fostering collaboration and prioritising the holistic impact of their B-BBEE initiatives. The trajectory of B-BBEE transformation promises an array of pivotal changes and opportunities for businesses. As we anticipate updated B-BBEE Sector Codes of Good Practice, a pronounced emphasis on implementation and monitoring, increased collaboration and a sharpened focus on skills development, job creation, and inclusive procurement practices, the landscape of empowerment and economic growth is set to undergo significant evolution. Businesses must be vigilant in staying abreast of the developments, ready to pivot and align their strategies to effectively navigate the shifting B-BBEE landscape. Embracing innovation, forging strategic partnerships, and committing to impactful initiatives will be integral in not just meeting compliance criteria but fostering inclusive economic growth and addressing historical imbalances. Yuneal Padayachy is the chief support officer at The BEE Chamber . You can contact its team at members@bee.co.za or (011 726-3052). https://www.iol.co.za/business-report/economy/navigating-the-road-ahead-for-b-bbee-transformation-in-sa-b528d3e1-cb3f-4206-b8d8-53cc7ace8405

Bongani Mdakane | 29th January 2024 The imminent collapse of South Africa’s steel industry poses a threat to thousands of employment, according to a warning from the Steel and Engineering Industries of Southern Africa (Seisfa). As of now, the industry employs 362 000 people, compared to 577 000 15 years ago. Seisfa COO Tafadzwa Chibanguza made this remark on Friday. More job losses are likely, he said. The main reasons behind the closure of the ArcelorMittal South Africa (Amsa) facility were slow economic growth, low gross fixed capital creation, energy-related structural constraints, and logistical challenges. Businesses at every stage of the value chain have to cope with these problems, and Chibanguza said that without quick action and reform, it is unlikely that they will be resolved in the medium term. Therefore, with a few modifications to account for the Amsa closure, it may be conceivable to estimate the current pace of employment declines into the medium term in the absence of reform. He is alluding to Amsa’s declaration at the end of the previous year that it was considering closing its factories in Newcastle and Vereeniging, which would have a devastating effect on the economies of both towns and eliminating 3 500 jobs. According to Chibanguza, the steel and engineering industries play a pivotal role in the South African economy, serving as the foundation of the nation’s unparalleled industrial base within the continent. According to him, “the value chain represented in the sector comprises the full metals value chain, from merchants and service centres to metal fabrication, heavy and light engineering, and metal manufacturing [ferrous and non-ferrous].” Numerous other industries, such as water, logistics, mining, construction, agriculture, and many facets of the electrical supply business, depend heavily on this industry for its input needs. In addition, the industry exports 40% of its total output, generating an annual gain in foreign exchange revenues of $20-billion for the country. The CEO of the National Employers Association of South Africa, Gerhard Papenfus, predicted that continued government meddling in the steel sector will lead to the sector’s inevitable steady decline and Amsa’s eventual extinction. “Minister Patel continues to introduce and renew these duties despite the harmful effects. This raises the question, why continue with a policy that is reducing the competitiveness of the steel downstream and hastening the alarming trend of de-industrialisation, which is a primary cause of the sharp rise in unemployment and ensuing socioeconomic instability? “The only way to stop the steel industry’s fall is to stop and reverse the department of trade, industry and competition’s irrational initiatives. In the near term this will cause disruption, but over time, the industry will return to balance.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://sundayworld.co.za/news/collapse-of-steel-industry-imminent-warns-seifsa/

Edwin Naidu | 27 January 2024 What happens to learners when left in the lurch by the organisation meant to help them? In a major blow for transformation, hundreds of students who have completed learnerships for critical skills in the insurance sector have been denied their accreditation certificates from the Insurance Sector Education and Training Authority (Inseta). As a result, they cannot work in the insurance industry and up to two years of training may have been in vain. Scores of students are being denied the opportunity to work in the sector dealing with long-term insurance, short-term insurance, life insurance, insurance and pension funding, risk management, unit trusts, administration of health insurance, funeral insurance, reinsurance, ancillary and intermediary services. Some have been awaiting their certificates since 2020. Carol Mentz, a learner, asked the Inseta to conduct quality assurance and issue her with a certificate. It was a requirement for her job application at Hyundai, the South Korean car manufacturer. Unfortunately, due to not receiving the certification, she lost her job. In emails, she pleaded with the Inseta to help load the accreditation onto the system so that she could work. It never happened. Learner Craig McLachlan has been awaiting his certificate since 2022. He urgently needed to show proof of his qualifications to his employer. The learner’s commission was stopped because of the non-certification. Another learner, Vuyolwethu Malamlela, was fortunate. He was fired because he did not have his accreditation. However, following extensive interventions from his training institution, he was reinstated after receiving the certification. At least 192 students who have completed the skills training programme are awaiting accreditation for 2023. It has been estimated that another 555 have not been accredited since 2020 because the data may have been lost or mysteriously disappeared. In another twist, some students may have received their certification without putting in the hours. The Inseta's inaction on certificates means that instead of helping students, it is throwing them on the street – and passing the blame for the delays. The students are in the crossfire involving Inseta and the respected skills development provider the Graduate Institute of Financial Sciences (GIFS), through whom hundreds of students have undergone training. The penny dropped when GIFS complained to the Public Protector about alleged corruption, inefficiencies and operational matters of concern related to the management of students' accreditation. But instead of addressing the issue, Inseta maintained an uncompromising attitude, going to the extent of axing GIFS, which has been involved in the industry for almost two decades. Whistle-blowers are not protected in South Africa. While GIFS says it wants to prevent Inseta from being "captured", avoiding a long-term collapse of the sector, it is the students who are suffering. It also begs the question, what is Inseta doing to honour its mandate to “grow the pool and quality of critical and scarce skills within the insurance sector” when hundreds of students are left in limbo? This conduct occurs against a backdrop of corporations contributing massively to the Skills Development Levy (which companies pay to upskill their staff). Yet, annually under Inseta's watch, leadership funding has been cut – so much for giving youth in the country a chance. It has emerged that employers who question the reduced funding and Inseta's poor service delivery are victimised or, like in the GIFS case, have their funding cut. On October 17 last year, GIFS asked the Public Protector to intervene, expressing concern that Inseta was riddled with corruption. Despite being framed as a neutral regulatory body, GIFS uncovered evidence that Inseta deliberately streams prospective learners to one favoured learning institution whose educational practices have been questioned. The head of this rival training body favoured by Inseta labels it “a frivolous competitor making claims”. The Public Protector takes it seriously enough to warrant a probe. Ironically, GIFS' whistle-blowing has resulted in Inseta launching a public campaign to discredit it and put it out of business, despite the educational institution's crucial role in training most of South Africa's insurance professionals. When the institute closed for the end-of-year holiday on December 14 last year, Inseta sent GIFS a letter at 5:38pm, informing it of its immediate de-accreditation as a Skills Development Provider. They warned other service providers not to work with them – or face the music. GIFS programmes form part of the National Qualifications Framework and were approved by the South African Qualifications Authority. They're experts when it comes to skills development in the country. In addition, Inseta itself had awarded GIFS full accreditation status up to June 2024 in line with its practice of awarding certification annually. So, GIFS turned to the courts for help. In an urgent High Court interdict on January 4 this year, GIFS' legal counsel accused Inseta of corporate bullying and victimisation. They argued that Inseta's withdrawal of GIFS' accreditation was based on a GIFS fraud investigation report compiled just over two years ago, now under review in the courts. GIFS maintains the report is fraught with trumped-up allegations, overt bias, glaring irregularities and multiple procedural flaws. It has only held off on its legal review as Inseta renewed its accreditation after the report was finalised in 2021. But the court ordered Inseta to reinstate GIFS' full certification within 24 hours; withdraw all unlawful notifications it had distributed to industry stakeholders informing them of GIFS' de-accreditation; reassure the public on its website and via email of the complete restoration of GIFS' accreditation and pay the costs of GIFS' legal counsel. Inseta has ignored the court order. Chief Executive Officer Gugu Mkhize dismissed questions about the case and the complaint before the Public Protector. That is how bullies operate. They are going to appeal and waste taxpayers’ money while learners are left in the lurch. With the Minister deflecting a scandal and the lack of delivery from the National Student Financial Aid Scheme (NSFAS), one can understand his attention is elsewhere. But what about the Quality Council for Trade and Occupations (QCTO) doing its job and holding Inseta accountable for its delay in issuing certification that jeopardises the very young people who need the piece of paper they worked hard for? The silent QCTO is responsible for quality assurance and the oversight of the design, accreditation, implementation, assessment and certification of occupational qualifications, part-qualifications and skills programmes. Why look the other way? Inseta's belligerence now means that students without proof of their qualifications risk losing their livelihoods. Is that how we look after learners? ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/news/politics/inseta-belligerence-imperils-youth-job-opportunities-ef84ab35-61fa-4cd7-a44b-5e37ebbf5e96

Schalk Burger | 30 January 2024 Global payments technology company Mastercard has partnered with South Africa's Youth Employment Service (YES) to help bridge the youth unemployment gap in the country and will take in 14 YES youth during this year, up from the 12 it employed in 2023. The intake is pivotal in providing young individuals with crucial work experience, exposure and a unique opportunity to gain experience in the global payments industry. “Mastercard is deeply committed to forging opportunities for African youth through various channels and partnerships. We are addressing the significant challenge of youth unemployment, especially in South Africa, by providing opportunities for cognate work experience and developing relevant in-demand skills. “We plan to scale these initiatives and make them sustainable in the coming years,” says Mastercard People Business Partner sub-Saharan Africa director Akinola Akinrin. “The commitment is exemplified through our recent announcement of a significant in-market investment in South African infrastructure that aligns with the government’s Vision 2025 strategy, along with the establishment of two new data centres. These developments further highlight our focus on addressing regional challenges, and our dedication to making a meaningful impact on the African continent. “Our partnership with YES is in line with building collaborative and productive partnerships across the public and private sectors, with an emphasis on government priorities,” Akinrin adds. It is estimated that, by 2030, the number of young people in the African labour force will increase to 375-million. This means that, by 2035, there will be more young people entering the workforce each year than in the rest of the world combined. One of the long-term objectives of Mastercard’s partnership with YES is to provide young people with 12 months of meaningful, quality workplace experience, and sustainable jobs. The goal is to equip the youth with skills that will grant them access to the economy, while also providing them with an opportunity to make a significant contribution towards the development of society. “Continuing our partnership with Mastercard is a testament to our ongoing commitment to provide youth the opportunity to gain valuable skills and experience in the global payments industry, and to make an impact on the youth employment crisis in South Africa,” says YES CEO Ravi Naidoo. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.engineeringnews.co.za/article/mastercard-to-employ-14-youth-this-year-as-part-of-yes-scheme-2024-01-30