Portia Thokoane | 19 August 2024 The recent surge in South Africa’s unemployment rate reaching 33.5% in the second quarter of 2024, serves as a stark reminder of the significant challenges our nation faces. This troubling statistic, coupled with the losses in key sectors such as trade and agriculture, underscores the need for a more robust approach to job creation and economic reform, and the creation of entrepreneurship opportunities for youth as we navigate a period of political transformation, and economic uncertainty. Despite the addition of 1.8 million jobs since the start of 2022, the labour force has expanded by 2.2 million, resulting in a significant increase in the number of people unable to find work. This discrepancy highlights a persistent structural issue within the economy, where traditional sectors that once absorbed unskilled and semi-skilled labour – such as trade, agriculture, and construction – are now shedding jobs. The manufacturing sector, despite a modest gain of 49 000 jobs is not sufficient to offset the broader losses in the economy. Businesses must play a critical role in addressing these challenges. The rising unemployment figures, particularly in sectors that have traditionally been pillars of the economy, signal an urgent need for innovation and collaboration between the public and private sectors. The decline in agricultural employment is particularly concerning, given that this sector is not only a key source of jobs but also integral to the nation’s food security and rural development. Stanlib’s chief economist, Kevin Lings, has noted that the rise in unemployment is persistent despite improvements in electricity production, indicating that business confidence remains low. Companies are focusing on cost-cutting measures rather than investing in growth and expansion, which points to a broader issue extending beyond the immediate economic environment and highlights the need for a concerted, long-term strategy to revitalise South Africa’s economy. Statistics South Africa also reports a troubling increase in discouraged work-seekers, with the expanded definition of unemployment rising to 42.6%. This trend reflects a growing sense of disillusionment among the working-age population and serves as a call to action for all stakeholders to intensify efforts in creating meaningful employment opportunities that can reinvigorate the labour market. The structural unemployment problem is particularly acute among younger South Africans, with alarming unemployment rates of 60.8% for those aged 15-24; and 41.7% for those aged 25-34. The Bureau for Economic Research (BER) has highlighted that while tertiary sectors such as trade and finance are growing, they are not equipped to absorb the country’s unskilled and semi-skilled labour force. This mismatch between the skills required by the economy and the skills available in the labour market is a critical challenge that demands urgent attention. The new governing alliance’s focus on economic reform and job creation is a positive step, but it is clear that the private sector must be an active participant in this process. For over a decade, South Africa’s economic growth has been stifled by factors such as load shedding which, despite recent improvements in Eskom’s performance, remains a barrier to sustained growth. Businesses, including ours, must continue to innovate and invest in solutions that address these systemic issues. The private sector, while cautious remains a vital partner in this endeavour. As Busisiwe Mavuso recently highlighted, the commitment from the Department of Trade, Industry, and Competition (dtic) to engage with the private sector is a positive development. However, for this partnership to be effective, there must be a clear and stable regulatory environment that fosters business confidence. Streamlining regulations, clarifying industrial policies, and ensuring greater transparency between the dtic and the private sector are crucial to creating the conditions necessary for investment and job creation. The current unemployment crisis presents an opportunity for South Africa to rethink its approach to economic growth. By focusing on sectors with high potential for job creation, such as the green economy, and by aligning educational outcomes with the needs of the labour market, we can begin to address the structural challenges that have plagued the economy for years. In conclusion, the rising unemployment rate should serve as a catalyst for action. It is a call to all stakeholders – government, business, and civil society – to come together and create a sustainable, inclusive economy that provides opportunities for all South Africans. The path forward requires collaboration, innovation, and a relentless focus on creating jobs and entrepreneurship opportunities that can lift millions, especially our youth, out of poverty and into active economic participation. Portia Thokoane, human resources director, Nestlé East & Southern Africa Region ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/business-report/economy/opinion-our-youth-are-the-highest-among-the-lowest-employed-9e33b0ae-2e18-49bc-8f76-97c12dc57480

Publicity | 21 August 2024 The success stories that young Africans aspire to achieve, African governments aim to students. However, as the world celebrates International Youth Day the challenges are substantial, says Vera Ng'oma, country director of Malawi for the British Council. Each year, at least 10 million youth enter Africa's labour market, but only 3.1 million new formal wage jobs are created.According to the International Labour Organisation, employability — defined as "portable competencies and qualifications that enhance an individual's capacity to secure and retain decent work, and to progress within the enterprise" — is attainable. But what steps are needed to more purposefully pursue youth employability? How can this agenda gain the focus and urgency required to achieve much-needed results? Revitalising the Vision for Employability   Skills and jobs are crucial for Africa's economies, especially as its youth population is projected to be the world's largest by 2050. However, progress on Sustainable Development Goal (SDG) 8.6 — promoting youth employability, education and training — remains slow. Employability is a key issue for the education sector but must be addressed as a cross-cutting matter. The urgency lies in creating a coordinated approach that aligns school-work systems, promotes collaboration between training institutions and employers and integrates educational and economic considerations to boost the job market and create necessary skills. A clear vision of employability is essential. This vision should: define what is at stake identify what needs to be accelerated to tap into and build potential leverage existing assets, and coordinate the various parts, roles and actors. This will help embed an understanding of the world of work in education and training. Building Skills With the Workforce in Mind  Unfortunately, education and industry have often failed to collaborate as needed, leading to a mismatch between the labour market and the skills it requires. A more integrated approach is essential for developing labour market-responsive curricula and fostering entrepreneurial learning to reduce barriers to youth employment and entrepreneurship. Institutional leadership is crucial. The British Council's Innovation for African Universities (IAU) programme demonstrates how academia can enhance youth employability through Africa-United Kingdom partnerships that support innovation and commercialisation. This initiative helps students build job skills and entrepreneurial capabilities tied to real market opportunities. In technical and vocational education and training (TVET), apprenticeships and work-integrated learning initiatives that combine real work with training could become a reliable model for developing industry-specific skills and providing valuable exposure for learners. If successful examples can be scaled up, both businesses and society will benefit. Focusing on growth and productive sectors of the economy is a sustainable way to enhance employability. Ensuring that skills are demand-driven and deployable into existing and new jobs will support national productivity, economic growth and the futures of young people. Empowering Through Digital   Across Africa, jobs are much sought after but self-employment is increasingly becoming a pragmatic option for earning a livelihood. It has been exciting to note how technologically-enabled initiatives are igniting young people's potential and capacities.  SoCreative , the British Council's free, self-paced online learning platform, is equipping thousands of creative entrepreneurs and leaders with business skills, knowledge and understanding.   In Nigeria, Kenya and South Africa, our Skills for Inclusive Digital Participation (SIDP) programme is helping bridge the digital divide. About 18 000 people with disabilities, disadvantaged youth and women have improved their digital skills, started businesses and are accessing new markets. This impact story shows how an inclusive approach is making a difference.   However, entrepreneurship in sub-Saharan Africa would need deeper investment to become a real source of jobs as it still faces challenges, including financing, regulatory barriers and a lack of a supportive ecosystem. Influencing Progressive Industries Improving youth employability requires actions that go beyond individual efforts, focusing on harnessing the dynamism of networks, the diversity of employers and the energy of industries. A groundbreaking initiative in African fashion, the TechStitched Fashion Residency — a collaboration between the British Council and Hub of Africa Fashion Week in Ethiopia — promotes growth, innovation, creative exchange and skill development across the continent's fashion industry. Recognising that the quality of business environments affects the health of enterprises, we support businesses through our EU-funded Investment Climate Facility (ICR). This initiative provides technical assistance and tools to help businesses operate more efficiently and create more decent work opportunities, especially for youth. Adopting a Pipeline Approach The focus on youth employability often centres on tertiary education, but the entire formal education cycle needs to evolve, starting from earlier stages. Strong learning foundations determine the quality of learners transitioning into later stages. The British Council's approach encompasses basic, secondary and tertiary education, aiming to build robust, inclusive education systems through partnerships. These systems enable youth to develop cognitive and life skills as they progress through the educational journey and enter the workforce. Our non-formal education interventions, such as Youth Connect , facilitate agency, leadership and peer learning. By addressing the entire education lifecycle, our work leverages policy, practice and partnerships that are locally led and informed by global best practices. We connect: students educators policymakers academics creatives, and entrepreneurs. All of these people are focused on increasing opportunities for youth. This approach strengthens systems and identifies and tests incentives to develop effective solutions. Moving the Needle on Gender Equity   The youth unemployment rate for females is nine to 13% higher than for males in most African countries. Young women face various workplace inequities, including unequal pay and fewer promotions. Our efforts to not only make more young women employable but also to ensure they remain in the workforce are yielding positive results. The findings from a gender audit, supported by our ICR facility programme, are successfully mobilising companies in Malawi to adopt stronger anti-sexual harassment policies in the workplace. Our Ignite Culture programme, operating in 14 African countries, provides grants and business support to creative and cultural enterprises, many of which are led by women. In Uganda, Bold-in-Africa, supported by an Ignite Culture grant, exemplifies how our work is increasing the visibility of women creatives. We continue to create an enabling environment by partnering to influence legislation, policy and practice. Through dialogue, research and evidence-based decisions, we aim to improve the lives of women and girls. Time to Raise the Stakes High unemployment is not just an economic risk; it is also a social risk, as insufficient economic opportunities can threaten community stability. The youth employability agenda must go beyond individual programmes, embracing a bold, continent-wide ambition, collective leadership and imaginative approaches that involve the agency of young people facing these challenges. A commitment to reliable data, measurement and evidence is essential. The Africa Youth Employment Clock , a dynamic tool that projects current employment growth in real-time, could be invaluable in this regard. The clock is ticking. We must accelerate our efforts to improve life prospects for Africa's youth through systemic solutions that create opportunities, skills and jobs, and stimulate the socio-economic growth essential for the continent's prosperity. It is a call to action to step it up. For more information, visit www.britishcouncil.org.za . You can also follow the British Council on Facebook , X , Instagram , or on TikTok .  ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.mediaupdate.co.za/publicity/156696/stepping-up-youth-employability-for-jobs-and-better-life-chances

IT-Online | 21 August 2024 Vodacom Business, in partnership with Anani Technologies and Unisa, has launched a call centre designed to respond to the country’s severe unemployment crisis. Through this partnership, much-needed jobs are being created, uplifting families and communities while serving the staff and students of Unisa. At launch, more than 50% of the employees at the centre are women, a milestone that aligns with Vodacom’s purpose pillar of inclusion for all. Since the call centre went live, it has exceeded standard call centre metrics, boasting a 98% service level, an 85% first contact resolution score, and an abandonment rate of only 0.74%, a result of extensive training of Anani consultants, who are well-equipped to meet the needs of Unisa’s students and staff. “At Vodacom, we partner with like-minded brands with a shared vision and purpose to create an impact in our communities and the country. Through partnerships such as this one, we wanted to tackle the scourge of unemployment that the country is currently facing,” says Videsha Proothveerajh, director of Vodacom Business. “Not only are we aiming to create employment, but we also want to create transformative opportunities for small to medium enterprises (SMEs) through the use of technological solutions, thereby advancing socio-economic progress in South Africa. We are proud of the number of women this initiative has onboarded, especially during Women’s Month. We remain committed to making impactful changes in our communities for the greater good.” Vodacom Business has invested in Anani as an SME partner and reseller of desk support for Unisa’s mobile internet services – a critical component for enabling distance learning. This forms part of Unisa’s ongoing partnership with Vodacom Business, which includes supporting SMEs in contract fulfilment to align with national development goals. “At Unisa, we are proud of the partnership we have forged with Vodacom Business, which has now resulted in a call centre launched with Anani Technologies. The call centre aims at bridging the gap between the university and our students. Unisa students are scattered around the continent, and the only way to reach them, is through this call centre initiative,” says Sibusiso Mthembu, director of supply chain management at Unisa. In the past financial year, Vodacom invested R8.8 billion in enterprise development and preferential procurement of small enterprises, with R7-billion spent on 1 037 qualifying small enterprise (QSE) and exempted micro enterprise (EME) suppliers, such as Anani Technologies. “Through our partnership with Vodacom and Unisa, Anani Technologies has built a customer experience centre that supports mobile internet services to enable distance learning to Unisa staff and students. This call centre represents Vodacom and Unisa’s commitment to supporting SMEs and creating tangible opportunities for economic growth through enterprise development and youth employment. At Anani, we are proud to be at the forefront of crafting innovative connectivity solutions with the support and investment of Vodacom,” says Derrick Kupa, MD of Anani Technologies. “We believe SMEs are critical for economic growth and employment. By providing them with business support and innovative technology, we aim to build an inclusive, sustainable, and trusted digital society where individuals and businesses can thrive,” concludes Proothveerajh. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://it-online.co.za/2024/08/21/vodacom-business-unisa-launch-anani-call-centre/

Tayron Mhlongo | 21 August 2024 As this year’s Women’s Month draws to an end, there continues to be widespread celebrations across the length and breadth of the country to mark this important period in the South African history calendar. This is no exception to the Vaal University of Technology (VUT) – there is a series of events by various departments and faculties university-wide to recognize and honor the strength, resilience, and achievements of our women staff and students. Very recently, the Department of Civil Engineering in partnership with the Building and Construction Society Organization (BCESO), hosted the Engineering Women’s Day event aimed to spotlight and empower those in the male-dominated field of engineering, while encouraging students to pursue careers in this dynamic sector. The event brought together a diverse array of departments and units from VUT, including Chemical, Civil, Electrical, Metallurgy, Industrial, NDT, Power, Process Control, Computer Systems, and Mechanical Engineering, as well as Alumni Relations and the Institutional HIV & AIDS Unit (IHAU). This cross-disciplinary collaboration underscored the importance of unity and collective support in advancing women’s roles in engineering. The day was marked by the presence of several distinguished guests and speakers. Ms. Yvonne Daluz, a career advisor, and Ms. Nonhlanhla Mthembu, a life coach, were among the notable attendees who contributed to the day’s success. Their participation, along with that of guest speakers from various professional backgrounds, added depth and variety to the discussions and presentations. The centerpiece of Engineering Women’s Day was a panel of accomplished women from different engineering disciplines. These panelists shared their personal and professional journeys, offering firsthand accounts of the challenges and triumphs they have experienced in their careers. Their stories provided invaluable insights into the realities of working in engineering, highlighting both the unique opportunities and the obstacles that women often encounter. By showcasing the achievements of these trailblazing women, the gathering sought to motivate and encourage the next generation of engineers. The panel discussions and interactive sessions were designed to provide students with a clearer understanding of what it means to be a woman in engineering, and to offer practical advice and encouragement for pursuing a career in this field. “Never feel the need to make excuses or justify yourself to others. People may try to bring you down, but it is important to speak up for yourself. Failing to meet traditional expectations does not diminish your worth as a woman,” advised Ms. Mthembu. Engineering Women’s Day also served as a platform for addressing broader issues related to gender diversity in engineering. The presence of various departments and units reflected a holistic approach to addressing these challenges, emphasizing the importance of creating inclusive and supportive environments for women in all engineering disciplines. The event not only celebrated the achievements of women in engineering but also reinforced the importance of supporting and encouraging female students to pursue their dreams in this vital field. As the engineering community continues to evolve, events like these are essential in paving the way for a more inclusive and diverse future in engineering. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://vut.ac.za/womens-day-dialogue-empowers-women-in-engineering-field/

Kayla Zhu | 22 August 2024 How is wealth distributed across countries, and what is the scale of these disparities? This graphic shows wealth inequality by country in 2023, based on data from UBS. How Wealth Inequality Compares Globally One common way of measuring wealth distribution in a country is the Gini coefficient. In this index, scores closer to zero indicate more equal wealth distribution, while a score of 100 indicates that one individual holds all the wealth. Here are Gini index scores across select countries, highlighting how they have changed over time: South Africa ranks highest overall, with 10% of the population controlling approximately 80% of the country’s wealth. Over the last 15 years, wealth inequality has increased. Unemployment has surged to 32%, up from 20% in 2008, while inflation-adjusted GDP per capita has declined. Even though apartheid took place three decades ago, race remains a key factor in income disparities. Ranking in second is Brazil, a country where the richest 10% control half of the nation’s wealth. Between 2023 and 2024, the number of billionaires in the country jumped from 51 to 64, making Brazil home to the tenth-highest number of billionaires in the world. Despite being a socially democratic country, Sweden ranks fifth overall. The country has one of the highest billionaires per capita, at one per 250,000 people. By comparison, the U.S. has roughly one per 500,000 people. Driving this concentration of wealth is the country’s thriving tech sector, which has produced over 40 unicorn companies, such as Spotify and Skype, over the last two decades. We can see that the U.S. follows next, a country whose wealth inequality has fallen marginally since 2008. A similar trend of declining wealth inequality can be seen across other European nations including Germany, Switzerland, and Austria in addition to South Korea and Hong Kong. Particularly in developed countries, the wealth gap has narrowed since 2008 as the middle segment experienced faster wealth gains than those in higher wealth brackets. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.visualcapitalist.com/wealth-inequality-by-country/

Beth Cook | 20 August 2024 Upskilling and empowering women in South Africa's agricultural sector is crucial for driving economic growth, enhancing food security and fostering sustainable development in rural communities. In celebration of Women’s Month in South Africa, it is crucial to acknowledge the invaluable contributions women make in various sectors, particularly in agriculture. Often overshadowed by their male counterparts, women in agriculture are the backbone of food security and rural development.  According to the United Nations’ Food and Agriculture Organization (FAO), women provide an estimated 50% to 80% of agricultural labour, they produce most of the subsistence food and often help to produce cash crops. The FAO also argues that if women had access to the same level of resources as men, agricultural productivity would increase by up to 30%, agricultural output in developing countries would rise by up to 4% and the number of impoverished people would be reduced by up to 17%. Historically, women in South Africa have been involved in agricultural activities, primarily as subsistence farmers, producing food for their families and communities. Despite facing numerous challenges such as limited access to land, credit and technology, women have shown remarkable tenacity and resourcefulness. Today, women constitute a significant portion of the agricultural workforce, contributing immensely to both small-scale and commercial farming. Barriers Despite their significant contributions, women in agriculture continue to face several challenges: Training and education Many women in rural areas have limited access to agricultural training and education. This gap in knowledge can inhibit their ability to adopt modern farming techniques and improve productivity. Land ownership In many rural areas, traditional customs and legal barriers prevent women from owning land. This lack of land ownership hinders their capacity to invest in and expand their farming operations. Access to finance Women often have limited access to financial services, which restricts their ability to purchase inputs, machinery, and other essential resources. Market access Women farmers often struggle to access lucrative markets, which limits their income and economic opportunities. This is compounded by inadequate infrastructure and transportation challenges. Solutions Empowering women in agriculture requires a multifaceted approach, with a strong emphasis on skills development and education. Here are some key initiatives that can make a difference: Agricultural training programmes Providing women with access to training in modern agricultural practices, financial literacy and business management can enhance their productivity and economic viability. Access to technology Equipping women with appropriate agricultural technologies can improve efficiency and yield. This includes access to irrigation systems, mechanised tools and mobile-based agricultural information services. Financial inclusion Ensuring women have access to credit and financial services is crucial. Microfinance institutions and cooperative societies can play a pivotal role in providing the necessary financial support. Market linkages Facilitating connections between women farmers and markets can enhance their income potential. This can be achieved through cooperatives, farmer associations, and digital platforms that connect producers with buyers. Progression’s agricultural employment hub Progression has established ArtFarm, a farming hub which supports the hosting of learners in an agricultural environment where they are empowered to develop the basic skills of food production and small-scale farming. The hub provides an opportunity to address the unemployment and skills shortages in South Africa by creating sustainable employment opportunities, either in the hub or for the learners to develop valuable skills that they can take back to their communities and set up their own farming businesses. The current project includes a group of female learners who are breaking barriers and redefining the agricultural landscape. These women, driven by determination and a passion for growth, are mastering new agricultural skills that were once considered out of reach. From innovative planting techniques to sustainable farming practices, they are not only gaining knowledge but also applying it hands-on. The programme is born out of 20 years of successful skills development experience and identifying the opportunities that learning and practicing self-sustaining skills have to offer to both individuals and communities while recognising the need to support sustainable food security and a circular economy. The way forward Recognising and celebrating the contributions of women in agriculture is essential for fostering a more inclusive and prosperous agricultural sector in South Africa. By addressing the challenges they face and providing opportunities for skills development and empowerment, we can unlock the full potential of women in agriculture. As we commemorate Women’s Month, let’s commit to supporting and empowering the women who feed our nation. Their resilience, innovation and dedication are the seeds that will grow into a bountiful harvest for South Africa’s future. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/article/women-in-agriculture-empowering-south-africas-unsung-sheroes-472209a

Masibongwe Sihlahla | 26 August 2024 South Africa's banking sector, a cornerstone of its economy, remains largely exclusive to the white minority even after 30 years of democracy. This historical inequality perpetuates economic disparities and hinders the country's progress towards a just and equitable society. A radical transformation is imperative to address this systemic injustice and empower the marginalised black majority. Observing the unchanged rows of shacks from Cape Town International Airport to Hermanus, one realises that the control of our banking sector serves only the elite. Under apartheid, access to capital was a key strategy that lifted many poor Afrikaners out of poverty. It is well known that the hands that control the banking sector control the world. An Urgent Call for Change There is a desperate need for change as our people are mired in poverty, becoming poorer by the day. Decades of apartheid-era policies created a financial system that systematically excluded black people, keeping them as sources of cheap labour. Millions of black South Africans lacked access to basic banking services, hindering their economic participation—a situation that remains today as if apartheid never left. The unequal distribution of wealth is a direct result of a banking sector that has concentrated wealth in the hands of a white minority. Black people are under-represented in leadership positions within the banking industry, and even those in power are limited by boardroom policies, making them appear as mere ornaments. Practical Strategies to Achieve Change Financial Inclusion: Access to basic banking services must be rolled out to more people. Affordable accounts, debit cards, and digital platforms should be offered without hidden charges. Tailored Financial Products: Banks should develop products specifically to meet the needs of low-income black individuals and small businesses. Financial Literacy: Banks and the state should invest in financial literacy, educating the public about financial management and entrepreneurship. The Department of Basic Education should include this in the Life Orientation syllabus. Mobile Banking: The state must ensure that banks utilize mobile banking and agent networks to reach underserved communities, which is also cheaper for consumers. Increase Black Ownership: Ownership and control of the banking sector remain in the hands of the white minority. Policies must be implemented to promote black ownership of banks and financial institutions. Empower Black Leadership: The state should create opportunities for black professionals to ascend to top management positions, rather than using them as ornaments to comply with employment equity targets. Strengthen BBBEE Regulations: The state needs to enforce BBBEE regulations within the banking sector properly. Accessible Credit: The state must ensure affordable and accessible credit for blacks by expanding lending to black-owned businesses. Free access to capital to support entrepreneurship and job creation should be provided, with the state as guarantor. Reducing interest rates will lower the cost of borrowing for black individuals and businesses, acting as a catalyst for economic growth. Historical context: Many brilliant black students were denied student loans due to lack of a formal address, a tactic that served the Apartheid regime by keeping blacks impoverished. Under democracy, a simple legislative change allowed a letter from a ward councillor to suffice as an address, transforming millions of lives overnight. Similarly, developing alternative credit scoring models that consider factors beyond traditional credit history can further promote equality. Our democracy cannot survive inequality; we must act swiftly to prevent further societal unrest. Customer centricity should be key in improving service, with banks providing responsive and efficient support to black customers. Addressing over-indebtedness: Issues can be addressed through debt counselling and restructuring options, as poor black customers are willing to repay loans if given proper assistance. Preventing predatory lending: The state must implement measures to prevent predatory lending practices that exploit the poor. Regulatory framework The state must strengthen financial regulations to ensure consumer protection and market stability. Promoting competition by encouraging new, inclusive financial service providers will give consumers more choices and drive down costs. Supporting cooperative banking by formalizing STOKVELS and fostering community-owned financial institutions has proven successful. Transforming the banking sector will face resistance from vested white monopoly interests, but it presents immense opportunities for economic growth, social development, and reconciliation. Addressing historical injustices will help build a more inclusive and prosperous future. For 30 years, we have failed; our society cannot afford further delays. We need a call to change, not a call to arms. The way forward Collaboration between the government, banking industry, civil society, and the black community is essential. Political will, regulatory changes, industry commitment, and community engagement are necessary. By prioritising financial inclusion, ownership, affordability, and customer centricity, we can create a banking sector that truly serves the needs of its people. I have refrained from calling for the nationalization of the Reserve Bank. Instead, the Post Bank should fall directly under Treasury and a Director General, not be run as a private institute, to ensure accountability to taxpayers. Legislation should prevent banks from closing accounts for political reasons, as seen in the case of Sekunjalo accounts. Accounts used for criminal activities should be closed, but political machinations should not be allowed to disrupt businesses. * Masibongwe Sihlahla is an independent writer and political commentator. ** The views expressed do not necessarily reflect the views of Independent Media or IOL. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/sundayindependent/analysis/a-call-for-total-transformation-of-the-banking-sector-173560f8-b739-429f-be86-15c437abecc4

Jockey South Africa | 21 August 2024 In today's fast-paced business world, investing in upskilling staff is essential. Companies are recognising the benefits of building a diverse, highly skilled workforce, which not only meets regulatory standards but also drives business success and national development. "Upskilling our workforce is a core part of what makes a forward-thinking organisation," says Bruce McMurray, general manager of Jockey South Africa. He continues by saying, "Employment equity requires us to reflect on our nation's diversity, promoting inclusivity and equal opportunity." Skills transfer through training programmes Industries like clothing manufacturing highlight the need to address historical inequalities. Robust training programmes empower employees while enhancing their skills and career growth. "By investing in our employees' skills and knowledge, we foster a culture of inclusivity and growth," McMurray notes. Embracing diversity and inclusion benefits both businesses and society. "A diverse workforce enhances innovation, creativity, and the ability to serve a varied customer base," emphasises McMurray. Upskilling drives personal and professional growth, innovation, and exceptional quality in design, manufacturing, and delivery. "Upskilling boosts staff self-confidence and retention rates. Evidence of this is how many of our staff have stayed with our company for decades," explains McMurray. Jockey South Africa offers several training programmes, including Learnership (18 months), Skills Programme (12 months), Organisation Development International (ODI) (18 months), Adult Education Training (AET) (12 months), Emerging Leadership Development Programme (ELDP) (12 months), Team Leader Development Programme (TLDP) (6 months) and New Venture Creation (12 months). These programmes cater to various needs, from theoretical knowledge to practical skills and leadership development. Partnerships with organisations like Optimi Workplace and ZA Gear ensure high standards and adaptability. Empowering the future Prioritising continuous learning and development unlocks the full potential of the workforce, driving innovation and excellence. Adopting a people-centric strategy at all levels of business ensures that every employee feels valued and empowered to contribute their best.  "We encourage a continuous learning environment to keep our workforce agile and innovative," McMurray adds. "This commitment benefits individual employees and elevates the entire organisation. We encourage other businesses to also embrace upskilling to help create a brighter, more equitable future in South Africa," concludes McMurray. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/article/investing-in-upskilling-a-key-to-business-success-and-inclusivity-691931a

Earlier this month, the Property Practitioners Regulatory Authority (PPRA) has provided feedback to the Real Estate Business Owners of South Africa (ReBOSA) in the form of a Letter on the requirements relating to Broad-Based Black Economic Empowerment (B-BBEE) Verification Certificates and the issuance of Fidelity Fund Certificates (FFCs).     After consultations, it was resolved that the term “valid” in the context of B-BBEE Verification Certificates does not imply “compliant”.   B-BBEE Verification Certificate Management Services   are available to Members in understanding these requirements.

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

SA News | 27 August 2024 The recently signed Public Procurement Act is expected to reduce bureaucratic delays and curb corruption while also ensuring that taxpayer money is used responsibly. “It is a good move for many reasons,” says Kamogelo Mampane, the Executive Chairman of the Supply Chain Council (SCC). President Cyril Ramaphosa assented the act that aims to create a single framework that regulates public procurement, in July. “It is a consolidation of all guidelines, practice notes and procurement guidelines that were found in other regulations into one legislative framework. The Procurement Act introduces standardised procedures that streamline the procurement process, making it more efficient and transparent. This will significantly reduce bureaucratic delays and curb corruption, ensuring that taxpayer money is used responsibly and effectively,” Mampane told SAnews . The SCC is a non-profit association that was set-up in 2010 to provide quality and professional supply chain services to organisations across the globe. The association helps organisations to make improvements in supply chain processes. The act also complies with the Constitution’s Section 217 that states that the contracting of goods and services by organs of state in all spheres of government must occur in accordance with a system which is fair, equitable, transparent, competitive and cost-effective, among others. According to the Presidency, the act also responds to the acknowledgement that legislation regulating procurement by organs of state is fragmented and constrains the justified advancement of persons or categories of persons who could provide goods or services. Mampane said the act also creates clarity on what is legal, possible and creates many possible options for state organs to drive economic transformation while also forming a basis for investments in technology and best sourcing practices. Recently, National Treasury indicated that the provisions of the act are not in force yet and that the President will bring the provisions of the Act into operation through a new proclamation in the government gazette. The Public Procurement Act, 2024 (Act No. 28 of 2024) was approved by the President and published as an Act in the Government Gazette on 23 July 2024.  According to Treasury, Section 69 of the Act enables the President to bring the provisions into operation on different dates (phased approach) and to determine different dates for different categories of procuring institutions such as national and provincial departments, national and provincial public entities and municipalities and municipal entities. Public Procurement Tribunal  Chapter 6 of the Act makes provision for a dispute resolution mechanism and a Public Procurement Tribunal to review decisions taken by procurement institutions.  Asked about his thoughts on the tribunal, Mampane said that small businesses often lack the resources to engage in prolonged legal battles. “The tribunal offers a more accessible and cost-effective platform for resolving disputes, ensuring that their grievances are heard and addressed promptly. By upholding transparent procurement practices, the tribunal also assists small businesses to understand the criteria and processes used in awarding contracts.” He added that this clarity can help small business to better prepare and compete for future opportunities.  “We foresee a tribunal receiving a huge number of applications in the beginning as small businesses seek a hearing.” “The tribunal will also hold procurement officials accountable for their actions, encouraging them to adhere to the Act and code of conduct. This can lead to more diligent and conscientious behaviour in the execution of their duties.  “It is our view public procurement officials did not have a place to go if they felt threatened by people in authority, politicians, or suppliers. The tribunal will be a place to go as an independent body that can listen to their challenges,” he explained. Asked about what type of individuals must sit on the tribunal, Mampane said this institution must be chaired by a retired judge supported by individuals with many years of experience in public procurement. This also includes someone who has experience in contract management and Broad-Based Black Economic Empowerment (BBBEE) to ensure the consistency of the application of the rules.  According to the Act, a member of the Tribunal holds office for a period of five years, or the shorter period that the Minister of finance determines. Additionally, a member of the Tribunal may be re-appointed at the expiry of a term for a further term not exceeding three years.  Transformation  In the year that marks 30 years of freedom and democracy in South Africa, the act is cognisant of the need to continue to foster economic transformation. The act contains set asides for designated groups like women and persons living with disabilities who have historically been disadvantaged. According to the chairman, this inclusive approach is expected to level the playing field and provide equal opportunities for all businesses to compete and thrive. “Our economy is not growing, unemployment remains a challenge, youth unemployment is an indication of a non-productive economy. In any developing country like South Africa, SMMEs [small, medium, and micro-enterprises] play a crucial role in developing the economy, creating jobs and reindustrialisation. The protection and advancement of designated groups is crucial in creating sustainable projects in our communities.” He added that the setting aside of opportunities for the productive sector of the economy will encourage innovation and investment by local and international organisations. “A key aim of the bill is to drive economic transformation by mandating that a substantial portion of procurement contracts be awarded to historically disadvantaged individuals and SMMEs, the bill promotes inclusivity and equal opportunity. This is a major win for economic empowerment and growth.”  In an earlier media release, the SCC said a highlight of the act is its strong support for local production and manufacturing.  “The law stipulates that government entities prioritise locally produced goods and services in their procurement decisions. This provision aims to boost local industries, create jobs, and stimulate economic growth within the country.  “Supply chain professionals will need to cultivate robust relationships with local suppliers, ensuring that the procurement of locally manufactured products meets quality and cost-efficiency standards,” it said. Reducing bureaucracy Asked about whether the act will reduce government bureaucracy, Mampane said the Act provides a clear framework for efficient, fair and sustainable development for the more than 700 state organs, government departments and municipalities. “The implementation of electronic procurement platforms to facilitate online submission and processing of bids, reducing paperwork and speeding up the procurement cycle will reduce bureaucracy of public procurement.  “Some processes were completely unnecessary e.g. having to go to National Treasury to ask for permission for minor deviations. The need to submit manual reports to National Treasury even though some were hardly ever used or perused by National Treasury, was also onerous.” Concerns Chapter 6 of the Act which speaks to dispute resolution, also refers to the Stand Still Process which speaks to the “prohibition on concluding contract during reconsideration or review proceedings”.  According to the process, if a procurement process is subject to a reconsideration in accordance with section 37, a procuring institution may not conclude a contract with the successful bidder within 10 days after completion of the reconsideration or review process. Section 37 (Reconsideration by procuring institution) of the Act states that a bidder may submit an application for reconsideration to the procuring institution if that bidder is not satisfied with a decision to award a bid by that institution. Mampane expressed concern over the process saying that in its current form, the clause creates “an automatic stand still, as it requires an organ of state not to conclude a contract with the successful bidder prior to completion of the review process by a Tribunal.” “Projects will be stopped even if the request is frivolous and has no basis. The prima facie rule is ignored by this clause. We are extremely concerned that this will create inefficiencies in the process,” he said. Taking supply chain forward Asked about what the act means for the supply chain sector as a whole, Mampane is of the view that the act elevates the profession. “This is a boost to the supply chain professionalising agenda as it elevates the profession to its right full place, i.e. a strategic function to assist government in achieving their social and economic objectives. “Supply chain professionals must be at the forefront of driving this change, leveraging their expertise to assist their organisations in delivering their strategic objectives. Supply Chain professionals must build on this foundation that is created by this Act and build strong cases for SMME development, increase spend on locally produced products and deliver tangible value to their organisations and communities,” he said. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.sanews.gov.za/features-south-africa/procuring-better-sa

Wandile Sihlobo | 27 August 2024 The South African government has roughly 2,5 million hectares of acquired land. In selecting the beneficiaries, a key aspect of the policy is that 50% of land redistributed must be transferred to black women. On various occasions, I have highlighted the agricultural sector’s gains in the first three decades of democracy. The sector has more than doubled in value and volume . Better seed varieties in crops, vegetables, and fruits, as well as improved genetics in livestock and poultry, have, among other interventions, been the catalyst for output growth. The opening up of export markets over the years has also created a solid demand. Today, we export roughly half of what we produce in value terms.  In 2023, our agricultural exports amounted to a record $13.2-billion . In appreciating this progress, some often ask about the contribution of black farmers. The data on this is shaky, but based on various industry research, we can say that black farmers account, on average, for around 10% of the commercial agricultural output . This gives one an indication of their contribution to exports. Issues including why black farmers account for this much produce 30 years into democracy, and how we could build an even more inclusive agricultural sector, are discussed at length in my recent book, A Country of Two Agricultures. However, another critical discussion is the question of gender dynamics in South Africa’s agricultural sector. As a country, we should continue to improve this area. The data about the current state of women’s participation is shaky. Still, one can lean on a few indicators, such as the recent census of agricultural figures from Statistics South Africa, to make a point. The census report found that we have about 40,000 commercial farm units in South Africa. To be clear, the census only includes farmers registered for VAT (the threshold is a turnover of R1-million a year). Therefore, there are many more farmers not accounted for in this figure who are involved in commercial farming as their primary source of income and those who practice farming as a secondary source of income. Still, if we go with the 40,000 farming units , about 20% are owned or operated by women. However, we also know anecdotally that women’s participation in the subsistence farming sector is perhaps much larger in various areas. In such cases, the question remains: what can we do to help ensure that women are able to progress to the commercial level if they wish to do so? Another vital aspect is jobs, where women accounted for roughly a third of the 896,000 jobs in the second quarter of 2024. More could be done to improve women’s participation, particularly in agro-processing. Let’s all agree that agriculture, as an important sector of the economy, could still deliver more jobs and expand in underutilised land. This makes the gender discussion even more valuable. The South African government has about 2,5 million hectares of land acquired through the Proactive Land Acquisition Strategy . This land should be released to beneficiaries with title deeds and help boost growth and inclusion in the sector. In selecting the beneficiaries of the land, the government will have to be guided by the existing Beneficiary Selection and Land Allocation Policy . One important aspect of this policy that is less talked about is its focus on boosting women’s participation in agriculture. It states that 50% of land redistributed must be transferred to (black) women. If we follow this approach as a country, along with ensuring that there are financial instruments to assist, perhaps we could improve in the coming years in racial and gender inclusiveness in the sector. There are many young women interested in agriculture that one sees online. Some even write to me enquiring about a range of agricultural matters. This means there is interest among women in joining agriculture and playing a meaningful role, in addition to the gains we have made as a country. The policy environment is also supportive. We will need to ensure that commodity associations, particularly at the development level, continue to encourage women’s participation so that also when the time comes for land release, they can get the land and help ensure that in the next agricultural census, we see an improvement in farms operated or owned by women. I must stress that agricultural matters are not only about farmers; the jobs in various organisations, agribusinesses, commodity organisations, universities, firms and laboratories all form a significant share of women’s contribution to South Africa’s agriculture, food, fibre, and beverages industries.  Inde’lendlela (this is a long journey), but we are moving forward as a country. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.dailymaverick.co.za/opinionista/2024-08-27-more-needs-to-be-done-to-boost-participation-of-women-in-sa-agriculture/