Simnikiwe Mzekandaba | 2 April 2024 The Department of Home Affairs (DHA) has employed 3 692 young people as part of the employment drive for 10 000 graduates to digitise its records. This is according to home affairs minister Dr Aaron Motsoaledi, responding to a question from Democratic Alliance MP Adrian Roos. Compounded by a weakening economy, South Africa’s unemployment has continued to rise, with the official unemployment rate at 32.1% in the fourth quarter (Q4) of 2023. Youth aged 15-34 years remain vulnerable in the labour market, as the total number of unemployed youths increased to 44.3% in Q4 of 2023. To absorb some of the unemployed youth, the home affairs department kicked-off its much-talked about digitisation project last year, following a phased employment process. Replying to the Parliamentary question on the total number of youths working on the project, the minister said the first phase recruited 1 405 graduates out of a total of 2 000. This number has been decreasing due to youth finding better opportunities elsewhere, he revealed. “As of 31 January 2024, a total of 1 142 youths were still in the employ of the department and have been posted at various locations, in all provinces. “The advert for the [second] cohort closed on 3 March 2023 and yielded 2 951 qualifying candidates out of the 439 000 applications received. In December 2023, the department issued 2 550 appointment letters to qualifying applicants. “This brings the total number of young graduates employed for the digitisation project close to 3 700. The third and last cohort of youth will be recruited in the 2024/25 financial year.” Home affairs is looking to bid farewell to paper-based civic records by digitising 340 million paper records. President Cyril Ramaphosa announced the project during the State of the Nation Address in February 2022, saying it will serve as an employment vehicle for young graduates. The records being digitised relate to birth, marriages, deaths and amendments, which the DHA says date back to 1895 and necessitate care and reliable systems. They are located across all nine provinces, with the bulk in Gauteng, North West and the Western Cape. Through the project, the DHA looks to convert the paper-based records into an electronically searchable format for easier handling and storage by the 2025/26 financial year. The project’s secondary objective – enhancement of youth employability – aims to recruit a total of 10 000 unemployed graduates that have completed studies in IT, record and document management. Over the course of the project’s three-year period, the department notes youths will receive continuous learning and development interventions to improve their skills and equip them for future employment and/or entrepreneurial opportunities. It was previously revealed that successful youths will be paid a stipend, ranging from R5 000 for entry-level positions, to R9 500 for technical support positions and R14 250 for manager-level positions. According to the department, it is utilising five buildings in which to digitise the 340 million records. As of 29 February 2024, the DHA had digitised 31.4 million images, which translate to 714 016 records. “Records consist of paper records and microfilms,” it states. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.itweb.co.za/article/home-affairs-absorbs-thousands-of-youths-in-recruitment-drive/WnpNgq21egQMVrGd

Jessica Hawkey | 2 April 2024 South Africa’s recently released unemployment figures are alarming, especially considering the unemployed youth. The cruel irony is that the skills shortage, especially in software development as a highly-skilled career, means companies struggle to find highly skilled workers. One of the negative outcomes of this is that companies are forced to cannibalise each others’ skills, which in turn makes the small pool of skills more, and sometimes too expensive. It is estimated that four out of every 100 school leavers will graduate with a university degree, meaning businesses hoping to find developers from within that 4% will likely continue struggling the way they are now. Universities are not producing enough software developers quickly, paving the way for alternative interventions. There’s no denying that demand-led training, where training programmes are designed and delivered based on specific industry demands, is the fastest route to changing the status quo. Most interventions incorporate integrated work experience in their training modules, varying from remote integration to the learner needing to find an internship. We’ve found that highly focused, proactive and reactive training with a finger on the pulse of real-time development needs, where learners are placed in live work environments, produces superb, work-ready software developers. These young software developers, who have an accelerated path into employment, improve their own and their families’ lives and add value to their communities and the companies that employ them. There is a compounded knock-on effect when a single young person starts an in-demand career such as software development. The key to running successful interventions, beyond integrating top trainers and active developers who become mentors, lies in the recruitment and interview process. Indeed, from our perspective, much effort is spent on finding candidates with a determined attitude and hunger to learn. This means that when we invest in them strongly, the reward is genuine intergenerational impact and increasing diversity in the software development industry. It’s about providing businesses with options to complement the current constrained skills pipeline. Zaphea Greenslade is a 19-year-old graduate from redAcademy. She doesn’t need to wait years to start a career because she has already successfully integrated into employment as a junior software developer. Zaphea says she approached redAcademy as she was weary of being unemployed, even with a university degree. Taking care of herself was necessary, saying: “redAcademy pays you a monthly stipend. I was able to help out around the house, pay for my travel, and even pay my student loan. I think that in itself also helps equip you with money-management skills.” Asked about how her time at the academy helped her, she said: “The skills I’ve gained at the academy have prepared me for the real world. I’ve become familiar with a collaborative working environment, the concept of company cultures and values, various ways of management, and also how businesses operate in general.” Phophi Muravha, 20, who also joined redAcademy after attaining matric, is also employed as a junior software developer. She says she “did not want to go to an institution that would only provide me with theoretical knowledge. I wanted to be in an environment requiring me to complete practical tasks as a practical learner. I also loved the fact that it was based in an office environment”. Like Zaphea, Phophi was all too aware of the country’s unemployment realities. While she had the option to apply for a university degree, she says: “Going to an educational institution did not guarantee me a job after I was done, and with the country’s youth unemployment rate being so high, I did not want to take that risk with my future.” Erin van Graan, currently studying at redAcademy, didn’t have the opportunity to go to university. At school, she preferred languages and history. “My education did not influence my decision to pursue a learnership in software development,” she says. It’s important to invest in learners as people, the way a company would invest in the career development of its employees. Doing so makes demand-led training so effective. In Erin’s words: “The level of investment in my professional and personal development is excellent. I learned about things I never knew could be true, or things I always wondered how it could happen,” she said. Intervention needs impact. On the other hand, an environment built on equipping people with practical work skills can have a generational impact. Shayden Maseko, 32, was a rigger and crane operator. He missed out on a computer science degree at university and reached the ceiling in his chosen career within a decade. Being married with a child, he had a vision of providing more. “By participating in this learnership, I’ve got a foot in the door in the software development field. It will allow me to have a career in this field of work,” he says. “You shouldn’t be afraid to change careers if you feel at any point what you are doing is not for you. With great risk comes great reward.”  Companies can tap into work-ready skills from demand-led training academies and the existing university pipeline. This is incredibly exciting as it not only works towards addressing the skills gap, it also dramatically impacts the lives of young people hungry to start their careers in technology. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://yiba.co.za/software-training-academies-address-skills-gap/

IT-Online | 3 April 2024 There is no doubt that South Africa faces a skills crisis, especially when it comes to digital knowledge that will revolutionise the world. Yet sourcing international professionals to fill the local digital skills gap is not sustainable in the long run, writes Ursula Fear, Salesforce senior talent programme manager. The list of critical skills South Africa needs to fill is long, and just some of those include skill sets in engineering, physics, chemistry, geology, and veterinary science. The list of 142 desperately needed talents also highlights the need for filling positions for CIOs, call centre managers, IT systems analysts, data scientists, software developers, and programmer analysts, among other ICT roles. The catalogue of needed talent, published by the Department of Home Affairs in a gazette in October last year, has a common thread throughout: most of them require qualifications in the science, technology, engineering and mathematics (STEM) fields of study. The fact that there is demand for ICT skills is not in question. The first Career Junction Employment Insights Report for this year shows that the demand for IT professionals ranked third in terms of hiring activity, behind business management, and finance. As a temporary solution to this impasse, President Cyril Ramaphosa suggested in the State of the Nation (SONA) address that highly skilled professionals are required to be brought into the country. Ramaphosa also indicated that the country’s labour supply “does not match demand” from companies looking to employ “management-level personnel” and other professionals like engineers and science and maths educators. Youth unemployment is currently at 51,52% in South Africa, according to the Quarterly Labour Force Survey 2023. The youth remain vulnerable in the labour market however, the third quarter of 2023 results show that the total number of unemployed youth (aged 15-34 years) decreased by 174 000 to 4,6-million, while there was an increase of 237 000 in the number of employed youth to 6-million. A new training approach The resolution to address youth unemployment and the skills crisis lies in how we train youth before they enter the workplace. Professional ICT certifications are not enough to meet the rate of change needed in the workplace. As a result, companies that hire young people with real life practical skills enables young people to be applicable and relevant with the appropriate digital skills. The 2022 JCSE-IITPSA ICT Skills Survey, the latest available, noted that, in 2019, there were many stakeholder groups implementing solid skills development initiatives to improve the capability and employability of young people. However, the report said, only hundreds of candidates benefited instead of the thousands that need to go through these programmes. Future demands In the ICT sector, our biggest focus must be on the talent that South Africa urgently requires. Collectiv X published a list of demand-led digital skills which includes AI engineers, data scientists, automation engineers, cloud engineers, and big data developers to name a few. This information is confirmed by the 2022 JCSE-IITPSA ICT Skills Survey, which lists similar jobs for the sector but also includes a need for cyber security, artificial intelligence (AI) specialists, forensic investigators, and app developers. While we need AI specialists to help solve local technology challenges, we need to ensure that these specialists are empowered to implement rapidly, monitor, and ensure best security practices when it comes to AI. The world is moving towards one in which AI will be pervasively integrated into business systems and processes. With that comes an increased risk of cyber-attacks, and the future will require knowledgeable IT professionals who can implement solutions, especially if South Africa is to be globally competitive. Yet Salesforce research has indicated that more than 60% of full-time desk workers do not have the skills to use generative AI technology – even though most of them are convinced this knowledge will advance their careers. As a result, training the next generation, as well as reskilling the current generation when it comes to AI, is a key component of the tech revolution. We need to act urgently to mitigate the fact that we don’t want to have too many certified yet unemployable young people entering the workforce. Importing talent is not a long-term solution and we cannot extend the contracts of those who enter the country to fix the problem now. We need to upskill locally and ensure that we have the talent to take the vital technology sector, which contributes about 8% to the economy, to the next level. South Africa requires a mindset change, and the government cannot address the skills crisis alone. It requires collaboration and partnership from the business sector to form long-term solutions that tangibly address the existing digital skills gap by providing youth with hands-on experience. Education and tertiary certifications form a critical component of empowering our current and future ICT workforce, but what is truly needed is the provision of hands-on experience and mentorship to sustainably develop leaders and entrepreneurs of the future and grow the South African economy. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://it-online.co.za/2024/04/03/dont-import-skills-grow-them-at-home/

Staff Writer | 3 April 2024 The Department of Employment and Labour’s Draft Regulations for the Employment Equity Amendment Act are open for public comment, and employers must understand the changes. In April 2023, President Cyril Ramaphosa signed the Employment Equity Amendment Act into law. Although the Bill was introduced a year ago, the commencement date is yet to be promulgated. To address the sectoral numerical targets provided in the Amendment Act, new draft regulations were introduced on 1 February 2024. Wright-Rose Innes said that a significant amendment introduced is the insertion of Section 15A by the Amendment Act, which allows Minister of Labour Thulas Nxesi to set numerical targets for designated employers (over 50 employees) for economic sectors to speed up the pace of transformation. The Amendment Act proposes 5-year numerical targets that designated employers must aim for. After the widespread initial criticism, the Draft Regulations start off with a detailed explanation of how the proposed sector numeral targets were arrived at. The Draft Regulations also guide designated employers in how they should develop their Employment Equity Plans (EE Plans):  Designated employers must take account of their current workforce profile and compare that to the relevant sector numerical target as well as the applicable Economically Active Population (EAP) data for each occupational level. This should then be used to set annual numerical targets by the employer for their workforce for each year of their 5-year plan. Designated employers should first strive to meet the sector numerical targets applicable to them, or where these have already been achieved, then aim to achieve the applicable EAP. Designated employers are warned not to set targets for groups whose representation already meets or exceeds the applicable EAP in a particular occupational level. However, employers may also not regress if they have met the set numerical target of a particular group at an occupational level. Designated employers are required to set annual numerical targets for the upper occupational levels for which sector numerical targets have been provided. These levels include Top Management, Senior Management, Professionally Qualified & Middle Management, and Skilled Technical. Designated employers are cautioned to continue to also set annual numerical goals for the lower occupational levels of Semi-Skilled and Unskilled employees, despite no sector numerical targets having been set for these levels. In addition, uncertainty regarding which EAP – national or provincial – designated employers must use has also been clarified. The National EAP will apply to designated employers that conduct their business or operations nationally, while the Provincial EAP shall apply where the business or operations are conducted in a particular province. “A designated employer cannot, however, use the National or Provincial EAP at the same time, i.e. pick which EAP they wish to apply, but must choose only one demographic to apply and must use that demographic for the entire duration of their EE Plan,” said Wright-Rose Innes. “Where a designated employer operates in more than one Province, the employer may choose the EAP of the Province with the majority of employees.” Moreover, the Draft Regulations now state if a designated employer works in more than one sector, the employer should choose the sector with the majority of employees. Another key change is the consolidation of the respective racial designations of African, Coloured and Indian into a single reference to a “designated group”, further differentiated by male and female. The sector numerical targets for the top four occupational levels are then established for the designated groups, with targets for both male- and female-designated groups. “Employers are, however, cautioned that despite the numerical targets using the consolidated designated groups for target settings, designated employers must still differentiate in their annual targets between the various racial groups and take the EAP into account when doing so,” said Wright-Rose Innes. However, the EAP is only one of many factors that need to be assessed when considering an employer’s compliance. “It also clearly stated that no absolute barrier may be placed on any employment practices affecting any person from any racial group.” “Guidance is also given as to how employer compliance will be assessed, what could constitute justifiable grounds for not complying with set workplace targets, and that an employer will not suffer any penalty or other form of disadvantage should there be justifiable/reasonable grounds for non-compliance.” “That said, an unjustifiable failure to comply may result in penalties as well as failure to obtain an Employment Equity Compliance Certificate necessary to do business with the State.” The draft regulations on the proposed sectoral numerical targets are up for public comment until Thursday, May 2, 2024. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://businesstech.co.za/news/government/765305/new-bee-laws-coming-to-south-africa-what-you-need-to-know/

IT-Online | 4 April 2024 Since the launch of ChatGPT in late 2022, the world has been abuzz with talk about the generative AI revolution and what it means for almost every sphere of society. Its impact on the workplace – the way people relate to each other as employees, perform their work duties and integrate technology into their working days and spaces, has generated widespread curiosity. From large corporates and multinationals to the millions of small businesses, many exciting developments are underway. Kgomotso Ramoenyane, executive GM for human resources at Business Partners Limited, points out that in a very short space of time “AI has been catapulted out of the realm of fringe technology and has become part of the mainstream. “We’re already seeing its transformative capabilities in several of the country’s most important sectors. According to global consulting firm, Boston Consulting Group, the four most impacted sectors will likely be healthcare, education, financial and agriculture. These sectors – and so many others – rely heavily on supply and service delivery chains that are centred around the capabilities of small businesses. “The impact of AI, therefore, will be so much bigger and better than many of us may realise.” Empowering employability Powerful examples of AI’s ability to transform lives and livelihoods can be seen in platforms like the recently held ‘AI: A New Era’ event hosted by Microsoft, which announced its partnership with Presidential Youth Employment Services (YES), to drive the country’s AI employment revolution. By introducing AI platforms into workplaces, the initiative will train and empower as many as 300 000 young South Africans with AI-related skills that will prove indispensable in the years to come. These kinds of initiatives are likely to proliferate as emerging technology becomes a part of everyday life and the daily working routines of ordinary South Africans across almost every sector. AI, in particular, has the ability to accelerate the competence of people in the skills of the future – skills like digital literacy, which will lay the groundwork for South Africa to increase its influence as a contender on global markets. Ramoenyane explains: “The introduction of tools like ChatGPT and Copilot into the workplace is not unlike the very first use cases for tools like Spellcheck, the Qwerty keyboard and email. Gradually, tools like these have become part of how we work and live, not in a disruptive way but in a way that enables people and democratises aspects like language or long-distance communication. “This will in turn have a positive effect on the potential for job creation by diminishing some of the hurdles and barriers to entry that people have faced in the past and casting the net of employability over a broader cross-section of society.” More digital efficiency. More human ingenuity One of the most significant aspects of the modern workplace that AI will transform is operational efficiency. So far, the use of AI-powered tools has seen phenomenal results in terms of productivity, and by extension, the profitability of companies. Much of AI’s ability to power these metrics relates to its ability to automate some of the more arduous and time-consuming manual tasks that workers perform on a daily basis. For example, in a call centre environment, an AI-powered chatbot can be used to initiate conversations with customers, identify their query and gather information such as identity numbers which will streamline the customer service process. The system could then automatically connect the customer with the relevant department, where a call centre agent can pick up the call and deal with the query directly, bringing the invaluable human element into the customer experience. The call centre agents of the future will be able to offer a higher level of service to more customers, boosting call centre capacity and enhancing the value proposition of human-led customer experiences. Cases like these illustrate the ability of AI technology to take care of the tasks that can be expedited by automation, to free up more valuable human resources for more personalised customer interactions and engagements, Ramoenyane says. Maximising human potential In a recently published article, the World Economic Forum argued that the future of AI in the workplace is less about automation and more about augmentation. In other words, AI technology will be used in ways that enhance human capabilities that digital technology will simply never be able to replicate. These include capabilities like human imagination, innovation and creativity. The effects of this transition are already being seen in companies abroad, with one survey of AI experts showing that most managerial skills are likely to be augmented rather than automated by AI in the future. Overall, AI has the potential to augment managerial skills by providing managers with powerful tools and insights to make better decisions, optimise processes, and drive business performance. Ramoenyane concludes: “People will always manage people. Machine technology can however, free up time, flag risks, identify compliance issues, make forecasts and predictions, and help us with the selection process for new employees. “We need to see AI as a powerful tool that we will wield in the workplace of the future, particularly for small and medium enterprises, enabling us to leverage technology to enhance our human skills and drive organisational success.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://it-online.co.za/2024/04/04/how-technology-will-transform-our-workplaces/

Siyabonga Sithole | 3 April 2024 Gauteng Premier Panyaza Lesufi has once again unveiled another youth employment scheme which seeks to train 1 200 young people as disaster care workers. On Tuesday, Lesufi unveiled his latest recruitment drive during an event held at the Change Bible Church in Katlehong, Ekurhuleni, adding that on April 6, he will do the same with another launch of a jobs programme to absorb more unemployed young people. The programme is part of Lesufi’s Nasi iSpani initiative launched initially across the province last year as a direct response to high numbers of youth unemployment in the province. Gauteng Health and Wellness MEC Nomantu Nkomo-Ralehoko said she was pleased to have welcomed on board more than 1 120 emergency care interns following the completion of the rigorous assessment process to join the Green Angels. “The Green Angels Emergency Care Internship Programme was launched with the objective of expanding the pool of qualified individuals in the emergency services sector. This 12-month intervention provides aspiring health-care professionals with essential training and valuable experience enabling them to become employable and market-ready in the field of emergency care,” she said. Lesufi revealed that the new recruits will be paid a monthly stipend of R5 000 and urged the recruits to make the province proud on the ground. “While training them to be disaster care workers, we will provide R5K stipend for the year-long training – 1 200 unemployed youth in class, not on our streets. On the 6th April, we will do the same with 500K unemployed people of Gauteng. “Go out there and make us proud, but please don’t forget this message which comes from the bottom of my heart, my love for you is real and permanent,” Lesufi said during the launch. Lesufi was accompanied by Nkomo-Ralehoko during the launch of the programme, which also resulted in the signing of employment contracts. Lesufi also took time to unveil plans to install more than 18 000 CCTV cameras and e-panic buttons as part of an elaborate plan to fight crime in the province. “We are a smart province. As such, we must move with technology. We are installing more than 18 000 CCTV cameras and you must know how they work. Soon, we will be launching e-panic buttons. You are the first province to launch what we call an e-panic button. Every citizen. Every worker in Gauteng, you will have your own e-panic button which must ring next to your shoulder so that you not have to wait for 10111,” he said. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/the-star/news/gauteng-province-unveils-1-200-disaster-care-workers-programme-b7c4631c-5e74-4cad-98d4-19b1ff550a4e

Phathu Luvhengo | 4 April 2024 Employment and labour minister Thulas Nxesi says his department will allocate R23bn to the Unemployment Insurance (UIF) labour activation programme (LAP). Nxesi announced the LAP programme on Thursday, which provides training for employment and entrepreneurship programmes.  The programme will be launched at the Nasrec Expo Centre in Gauteng on Saturday with the provincial government and will be rolled out to other provinces in April.  He said after much consultation and contemplation they have decided to invest in partnerships with the private sector to create thousands of employment opportunities. “The sectors and industries that will contribute to the creation of these opportunities include economic growth and in-demand sectors such as agriculture, ICT, construction, engineering, manufacturing, education, transport and mining. “An amount of R23.8bn will be allocated to implement this plan. Opportunities will run between 12 and 36 months. “The money invested in the plan will be recouped by the UIF through contributions and revenue generated from investments as has been the sustainability model of the fund.” Nxesi said strides have been made by the government through various interventions, including initiatives and programmes by government departments undertaken with partners in the private sector through labour activation programmes.  “Key to the success of our collaboration with the private sector has been the UIF, which continues to fund labour activation programmes through the collection of contributions from employers and employees and revenue generated from investments to contribute to alleviation of poverty and unemployment,” he said. The LAP programme is expected to enhance the employability of unemployed people through training enabling entrepreneurship, enterprise development, preserving jobs through the Commission for Conciliation, Mediation and Arbitration and Productivity South Africa and collaborating between departments and entities to grow jobs, skills training and enterprise creation. Nationally, 333 recommended projects will provide training, small enterprise support and employment opportunities to 704,000 people. The programme will be launched over the coming weeks, starting with 55 projects in phase 1 for Gauteng on Saturday.  The department, with the UIF, will partner with the provincial government’s Nasi Ispani project to ensure the government maximises the effect of its spending by pooling resources and eliminating duplication. Phase 2 will start on April 12. He said collaboration with the provinces will assist in matching projects, recruitment and funding, build partnerships and reduce duplication. “Projects will be broken down into districts to ensure an even spread in Gauteng and then the other provinces.” Opportunities are to be created in 22 sectors. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.sowetanlive.co.za/amp/news/south-africa/2024-04-04-nxesi-outlines-plan-to-inject-r23bn-for-training-and-job-opportunities-in-various-sectors-and-industries/

Goitsemang Matlhabe | 4 April 2024 Labour and Employment Minister Thulas Nxesi has promised over 700 000 jobs for unemployed South Africans through the launch of the Unemployment Insurance Fund’s (UIF) Labour Activation Programme (LAP). Speaking at a media briefing in Hatfield, Pretoria, on Thursday, Nxesi alongside Gauteng Premier Panyaza Lesufi and the acting director-general of his department earlier, unveiled the official launch of LAP and its endeavour to address the unemployment challenge in the country. He said through the programme, training for employment and entrepreneurship programmes would be conducted through the collaborative efforts of a number of stakeholders in particular the private businesses. The first roll-out will kick off in Gauteng on Saturday (April 6) at Nasrec, with the remaining provinces to follow suit also during the month of April. Phase one of the project starting in Gauteng will see the launch of 55 projects, pegged to create as many as 500 000 South Africans training and employment opportunities across 22 sectors. A staggering R23.8b billion has been set aside for the implementation of the 333 projects earmarked nationally, with the opportunities to run for 12 to 36 months. Nxesi was quick to provide assurance that the projects had all been subjected to ‘meticulous quality assurance’ processes to ensure that they were compliant with the policy and legislation, all the necessary controls are in place, and also see to it that there is capacity and the necessary resources in place to produce real outcomes. Further to that, employability interventions would, according to the minister, be delivered through contracts with the various sectors on the condition that they guaranteed jobs for beneficiaries with a minimum period of employment of one year post intervention. “We added an element to say to our partners that, training people and putting them in jobs because training people for six months or a year, and then leaving them with nothing is not very helpful. The major element is the one we are talking about; that while they are being trained getting a stipend, afterwards that they must be linked to the companies to absorb them even if they do it for a year or two. “The money invested in the plan will be recouped by the UIF through contributions and revenue generated from investments as has been the sustainability model of the fund,” Nxesi added. Nxesi was commended by Lesufi, who remarked that it was the first time in the country’s history such significant strides had been made to address the challenges of unemployment in the country. “I want to thank you because come Saturday, I will be taking 500 000 off the streets and back into class and I want to thank you for your efforts,” Lesufi said. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/the-star/news/labour-minister-promises-over-700-000-jobs-for-south-africans-8eedb9d6-028e-4d3f-b7e4-ef34aa9b7249

Ilze-Mari Van Zyl | 7 April 2024 It is alleged that a construction company run by local businesswoman Nicole Johnson supplied fraudulent BEE certificates on tender applications. In response, the National Treasury placed the company on a list of restricted suppliers for the next 10 years. In an exclusive interview, City of Cape Town Manager Lungelo Mbandazayo told the Weekend Argus that the decision to blacklist Johnson’s company follows a municipal investigation into collusion between the ‘construction mafia’ and City officials. The Weekend Argus reports that these investigations also focused on gang extortion concerning several Cape Town developments. Johnson is married to alleged 28s gang boss Ralph Stanfield, who also stands trial for a myriad of offences including theft of a motor vehicle, common assault, robbery and fraud. In December, the City of Cape Town blacklisted seven companies run by or affiliated with Johnson, and two construction contracts awarded to her were cancelled due to the ‘risk the contractor poses to the City’s reputation’. Two of these companies include upmarket Sorbet salons in Green Point and Canal Walk. A total of 12 companies have been blacklisted to date. Johnson applied for two tenders for the construction of houses as the owner of Glomix CC. Mbandazayo says he wrote to her in June last year to raise concerns about the Broad-Based Black Economic Empowerment (BB-BEE) certificate after the BEE Rating Agency determined it was fraudulent as it never issued such certificates to Glomix. According to Dirk Kotze Attorneys, their client (Johnson) had instructed the New Generation Corporate Group (NGCC) to obtain the certificate on her behalf. They stated that the NGCC received the certificate submitted by Johnson and thus had no reason to question its authenticity. ‘Our client was shocked to discover this fraudulent conduct and is in the process of taking appropriate legal measures against all those involved,’ they wrote in a letter to Mbandazayo. ‘We want to emphasise that our client had no motives to manipulate or falsify the certificate, as they have consistently maintained a level 1 contributor status at all relevant times.’ However, the NGCC stated they could not contact the person employed to obtain the certificate. As per the documents attached to the letter, Johnson and Stanfield paid R50 000 for the certificate. Mbandazayo informed the National Treasury of the fraudulent certificate, after which the National Treasury informed him of their decision. ‘This means Glomix CC is restricted from doing business with any organ of state for the next 10 years. The Treasury instructed me to write to Johnson and inform her of the outcome which I have done,’ he says. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.capetownetc.com/news/nicole-johnson-restricted-from-government-business-says-national-treasury/

Opinion | 8 April 2024 Since the inception of the Black Industrialists Programme nine years ago, there has been a need for renewed commitment towards industrialisation, not only to influence the economic sphere of people’s lives by raising income and employment opportunities but also the social and cultural life with increased opportunities for education, housing, public health and infrastructure development for economic growth. The sustainability of our democracy, peace and stability will depend on the success of success of such programmes. During interaction with fellow industrialists at the recent Black Industrialists and Exporters Conference at the Sandton International Convention Centre last week – which was hosted by the Department of Trade, Industry and Competition (DTIC), the Industrial Development Corporation (IDC) and the National Empowerment Fund (NEF), it became clear that by incorporating new processes, industrialism boosts productivity, increases employee competencies, creates jobs and boosts economic growth. Last week’s day-long conference and an award ceremony in which I was honoured with The Legacy Black Industrialist Award, provided a platform to exchange ideas, knowledge and information on the achievements of the black industrialist’s programme since 2015, as well as the challenges and opportunities presented by the programme. BLACK INDUSTRIALISTS DESERVE LOTS OF ATTENTION AND SUPPORT It was significant that there were 200 black industrialists representing more than R10 billion in turnover in an array of sectors, including aerospace and defence, agro-processing, food and beverage automotive, capital equipment and machinery and healthcare and pharmaceuticals. The conference featured 53 large companies or procurers who made pledges to buy from the growing class of black industrialists. The truth is the Black Industrialists Programme remains a work in progress and is close to my heart. I have spent my entire business life asking myself how we can build successful and entrepreneurial black industrialists with effective local and international business partners to further strengthen us and also build sustainable flourishing black owned enterprises. I have no doubt that as catalysts for national, provincial and local financial prosperity, black industrialists deserve a lot of attention and support. REFORMS TO ADDRESS BUREAUCRATIC CONSTRAINTS There is no doubt that over the years, the government has instituted several reforms to address bureaucratic constraints in the business environment and drive black industrialisation, but this is stifled by vagaries of factors embedded in an unstable world economic environment, including the dearth of basic infrastructure, policy inconsistencies and financing initiatives among others. Reflecting on the historical journey of black industrialists since 2015, President Cyril Ramaphosa said the auto sector has set clear targets, including R1bn over five years for small-scale black farmers; new legislation that increased the powers of the competition authorities to act against abuse of dominance or commercial practices by large firms that keep small businesses and black South Africans out of markets; several large companies have made around R2.4bn in funding available for supplier development and the implementation of the African Continental Free Trade Area, which brings together a vast market on the continent. Of course, we all lament the often dilapidated infrastructural base, challenged road networks, inefficient railway system, load-shedding and under-developed and unstable water supplies as well as other critical challenges confronting black industrialisation growth. We require renewed vigour in addressing these. DEVELOPING SPECIALISED INDUSTRIES During the black industrialist era, we recognised that we needed to develop specialised industries and manufacturing belts to not only create employment and transfer technologies but also to reduce import dependency. We are fortunate that we are the tip of the African continent and are a transit point serving the regional economies by offering good connectivity. That is why the trade, transportation, logistics, tourism and retail sectors can boost black industrialisation faster than the manufacturing and industrial sectors in its service-driven economy. EDUCATION, TRAINING AND EXPERIENCE Through education, our country creates a human capital base that is able to create goods and offer relevant services. Regrettably, since we are part of the global village we face competition in recruitment of highly skilled individuals. Education fulfils human needs. Once we fulfil human needs, we improve the quality of life of our people and restore their dignity. Of course, the government is a facilitator to build black industrialists for education, training and experience. The painful reality is that we may have government policies in place, but the reality is that we need to work harder and harder to acquire practical, business and entrepreneurial skills. Practical skills are required. This is the combination of training and experience that enables a potential industrialist to fulfil the core function of his or her business and to understand the processes involved in producing a quality product or service. Business skills are equally important to ensure that the company is run on a sound financial basis and in compliance with legal and regulatory frameworks. Many independent enterprises with good products or services flounder because stock control, the debtors’ book and cash-flow management aren’t as sound as they should be, or because there are problems with labour management. For example, a Grant Thornton Survey once found that regulation and red tape were cited by 45% of business owners in South Africa as the biggest constraint on the growth of their business, the second greatest threat for South African business owners was the lack of a skilled workforce. Entrepreneurial skills - the combination of risk-taking, vision, and innovation, is what an individual entrepreneur or entrepreneurs bring to the enterprise, and it is the talent for business that differentiates one from another. While we need practical, business and entrepreneurial skills to build black industrialists, there are challenges which are out of the control of industrialists, such as eliminating red tape and commitment to attract investors and make our country a preferred investment by taking proactive and practical steps to develop and transform the economic base, reduce poverty and create prosperity for the citizenry. INFRASTRUCTURE While skills development is important for industrialisation, there has been a recognition that telecommunications infrastructure and services, in the age of information and transnational communication (ICT), are linchpins of industrialisation, the backbone of business activity, productivity, trade and social development. Indeed, mobile telephones and other ICT infrastructures are just a few examples of how ICT is changing how people communicate, become informed or do business. The high cost and capacity in rural areas remains a challenge. Therefore black industrialisation is dependent not only on adequate skilled labour, government policies and facilitation, but also effective implementation of ICT policies. Whether the business is a big or small company, ICT and good practical skills begin with education or training from a technical college, trade school or university, and are strengthened by on-the-job experience and further post-experience training. They are the foundation on which an enterprise’s product or service offering is built and are essential to its long-term success of black industrialisation. SDGs POVERTY Skills development, eradication of government red tape, and business opportunities can help alleviate poverty and eradicate extremism from society as inequitable distribution of resources increases economic disparities. As industrialists, we should all put our efforts into the eradication of poverty as a national and social responsibility. Every individual in society should play their due role in poverty alleviation. Lest we forget that the United Nations 2030 Agenda and the 17 Sustainable Development Goals (SDGs) call for a universal commitment to end poverty, protect the planet, and ensure a prosperous and peaceful future for all. These goals require the active involvement of all stakeholders, including black industrialists. One of the key goals, SDG 9, focuses on promoting inclusive and sustainable industrialisation, which aligns well with our capabilities and potential to contribute to inclusive and sustainable industrialisation in our country. By adopting inclusive and sustainable industrialisation, black industrialists will significantly raise employment rates, boost gross domestic product, and create opportunities for sustainable economic growth. The inclusion of females being a national imperative. With more and more emerging black industrialists, the future looks bright. Let’s unite and build a united South Africa for all its citizens. *Dr Mokgokong, is Chairperson of Community Investment Holdings, Chancellor of North West University. She was honoured with the Legacy Black Industrialist Award at the 2024 Black Industrialists and Exporters Conference ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/news/politics/with-more-and-more-emerging-black-industrialists-the-future-looks-bright-ccf76b68-a3ac-4673-a855-df3e3fc477ca

Boipelo Mere | 9 April 2024 Ten unemployed graduates from Kathu, Kuruman and Deben will be equipped with the skills necessary to enhance the local workforce and address the skills shortage within the renewable energy sector following the official inauguration of Kathu Solar Park’s first Internship Programme. TEN UNEMPLOYED graduates from Kathu, Kuruman and Deben will be equipped with the skills necessary to enhance the local workforce and address the skills shortage within the renewable energy sector following the official inauguration of Kathu Solar Park’s (KSP) first Internship Programme. The programme is aligned with KSP’s strategic socio-economic development goals and is specifically tailored to foster the upliftment of local communities. By focusing on skills development, job creation and economic empowerment, it emphasises the renewable energy sector’s critical role in driving the region’s sustainable growth. The initiative represents a concerted effort to fortify the local workforce and mitigate the skills gap in the renewable energy industry, demonstrating KSP’s commitment to both community development and environmental sustainability. Launched in the John Taolo Gaetsewe District, the programme’s official inauguration was graced by the presence of the Northern Cape MEC for Economic Development and Tourism, Abraham Vosloo, who addressed the guests. Notable figures and stakeholders from the Northern Cape’s provincial government, including Gamagara mayor Johannes Roman, were also in attendance. The programme was initially launched as a pilot in September 2023, with a focus on skills development, job creation and economic empowerment. The Internship Programme embodies KSP’s dedication to fostering sustainable development and economic empowerment throughout South Africa. It facilitates a robust professional development journey, merging targeted job-specific training with essential life skills. It’s focus is on enabling young graduates to translate their academic knowledge into practical applications, and enhances their employability and prospects within the renewable energy sector. They will therefore be equipped with a well-rounded skill-set vital for thriving in the renewable energy sector and beyond. The economic development manager at KSP, Cheryl Persensie, explained that the programme embodies KSP’s commitment to not only advancing the renewable energy industry, but also ensuring its participants are ready and able to contribute effectively. “We believe that this Internship Programme stands out by integrating job-specific training with essential personal and interpersonal skills development. This holistic approach ensures that interns are well-prepared for the professional challenges they will face in the renewable energy sector, equipping them with the skills necessary for long-term success,” said Persensie. “Looking to the future, KSP has confirmed that it will closely monitor the impact and success of this pilot cohort with the intention to extend the programme’s reach and potentially increase the number of participants in the future. “This reflects the organisation’s ongoing commitment to community development and its vision for a sustainable future powered by skilled local professionals.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.dfa.co.za/news/internship-programme-to-foster-local-talent-promote-growth-in-renewable-energy-sector-9b98edf4-abbc-4492-959b-ab96b149e1a6/

Signa Group | 9 April 2024 Signa Group proudly announces a significant stride in aligning its impact vision by making shareholding available in the business to Signa Trust. Signa Trust is a non-profit organisation (NPO) member entity founded in 2013 by Signa Group with the vision of paying forward our success to the South African community. Signa Trust sponsors black disadvantaged women in tertiary education to enable gender and racial transformation in the South African workforce. Under the management of an independent board of external trustees and audit firm, Signa Trust has sponsored the tertiary education of 79 beneficiaries over the past 10 years in various qualification fields, including IT, medical, and science. All beneficiaries coming from underprivileged backgrounds receive not only funding for studies but also assistance with accommodation, a stipend for the duration of their studies, a computer, and book allowances. Signa Trust has implemented a personal aid structure addressing emotional needs, safety, and educational support, ensuring optimal success for these students. Upon completing their studies, students have the opportunity to participate in a Signa YES (Youth Employment Service) programme or receive mentorship in their job search. Signa Trust drives the outcome of sustainable jobs for our students. To strengthen the company’s commitment to education, Signa Group is sharing its success with Signa Trust in this new partnership, further supporting sustainable growth in the country and advancing the vision of “Preparing Africa for a Working Future”. Signa Group’s goal is to impact the economic stability of South Africa and beyond by creating opportunities through education, learnerships, entrepreneurship, and job creation initiatives. We believe that this collective approach not only empowers individuals but also uplifts their families, their communities, and the nation as a whole. We hope to expand in the coming years to impact marginalisedcommunities throughout Africa and break the cycle of adversity. Our values of trust, grace, and giving within the Signa ecosystem have built a secure destination for benevolence. Clients, potential clients, and donor organisations can confidently channel their corporate social investment/social economic development (CSI/SED) budgets towards Signa Trust to sponsor bursaries. This unified token of trust and partnership ensures to serve as a promise of hope to South African black women eagerly awaiting their bursaries. Looking ahead, Signa Group remains dedicated to forging partnerships and building trust. The recent equity partnership with Signa Trust sets the stage for a future marked by optimism and growth. Our focus on strengthening investor confidence reflects our belief that positive impact and growth are intertwined as we amplify our reach and make a meaningful contribution to society. As we stride forward in our commitment to social impact and educational empowerment, we invite you to join us on this journey. Visit our website at www.signa.co.za to learn more about Signa Group and our initiatives. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/article/signa-groups-pioneering-partnership-empowering-south-african-women-through-education-564470a