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IT-Online | 16 October 2023 South Africa finds itself amidst a complex web of social, economic, and environmental crises, writes Bonga Ntuli, executive board member and director of strategy and digital services at Royal HaskoningDHV Southern Africa. While some strides have been made toward achieving the universally endorsed Sustainable Development Goals (SDGs), the persistent legacy of segregated development continues to hinder the country’s pursuit of sustainable and inclusive economic growth. Despite being classified as an upper-middle-income nation and boasting one of Africa’s largest economies, South Africa grapples with an alarming distinction: it holds the world’s highest ranking for inequality and unemployment rates. Compounding this, the nation, amidst a global era of climate upheaval, stands as Africa’s leading polluter, contributing the highest volume of carbon emissions across the continent. Equally concerning, its citizens report the lowest levels of psychological well-being on a global scale. In order to bolster governmental endeavours toward realising the SDGs, diverse sectors within South Africa must closely monitor the social and environmental resources cultivated through their corporate social investments. It is paramount for each sector to ensure that these resources possess the capacity to yield sustainable, inclusive returns in social, economic, and environmental domains. At the crux of all three dimensions lies the most pivotal resource – human capital. This encompasses the reservoir of skills that individuals employ to create economic value within their surroundings. However, to transcend the focus merely on economic gains, the concept of human capitalisation must evolve, transforming into a process that not only generates profits, but also enriches transferable human proficiencies and contributes to environmental rejuvenation. Traditionally, the human capitalisation process commences in formal education institutions and extends through professional development in employment or entrepreneurial ventures. In South Africa, though, a significant portion of the population – a staggering 48,3% of the unemployed in Q1 2023 – become entangled within the human capitalisation value chain. Among this group, 48,3% held education levels below matric, 40,7% possessed matric as their highest educational attainment, a mere 2,7% held tertiary qualifications, 7,5% boasted other tertiary qualifications, and 0,7% were classified under the category “other”. Further exacerbating the issue, 44,7% of the working-age population between 15 and 34 years old remained classified as NEET (not in employment, education, or training). This demographic, lacking matric qualifications and devoid of participation in formal learning, emerges as the most susceptible to unemployment. Added to this, more than 716 000 graduates applied for the monthly R350 social grant in January 2023, according to officials. In a nation where human potential languishes, the repercussions extend across society, fueling social regression. The consequences of this ripple across the socioeconomic spectrum. A survey conducted by PwC, titled “Global Workforce Hopes and Fears 2022”, highlights the factors contributing to the worldwide loss of human capital experienced in recent times. The survey underscores that instilling personal fulfilment and empowerment within social institutions holds the potential to amplify well-being and productivity across these establishments, yielding positive outcomes on individual, professional, and even societal levels. Strategies promoting personal fulfilment and empowerment necessitate the development of specialised, scarce skills, equipping individuals to navigate market dynamics and respond innovatively. PwC emphasises that “leaders must recognise that employees can either be a force multiplier or a detractor. Research by PwC reveals that the workforce represents the foremost risk to growth, while also serving as the primary conduit for implementing growth-oriented strategies.” To augment corporate social impact in South Africa, upskilling employees should extend beyond specific job requisites. The emphasis should pivot toward cultivating transferable skills, enabling continuous reinvestment in lifelong learning and multifaceted growth. Additionally, corporations can bolster environmental impact by empowering workers with an awareness of their roles in fostering environmental growth, nurturing active citizenship. In particular, the construction sector within South Africa possesses untapped potential for social, economic, and environmental justice impact. While recognised for its contribution to the nation’s economic advancement, the sector’s potential effects on social and environmental justice remain largely uncharted. According to the UK’s Chartered Institute of Building’s (CIOB) socio-economic analysis, the construction industry wields influence beyond conventional metrics of human productivity and environmental alteration. It substantially shapes individuals’ psychological well-being and, on a broader scale, fosters social cohesion. This sector bears responsibility for erecting and maintaining homes, schools, workplaces, hospitals, roads, bridges, and various essential infrastructure that is pivotal for enhancing citizens’ quality of life. Given the ongoing global push for sustainable and inclusive economic growth, South Africa’s construction sector must adopt a focused approach that concurrently fosters social, economic, and environmental justice within the built environment. For instance, the sector could establish continuous professional development initiatives to upskill low-level construction workers in green building practices. This would not only empower workers with transferable green construction skills, applicable both in their communities and across diverse industries, but also heighten awareness of collective climate action as an imperative of active citizenship. Consequently, individuals would be equipped to contribute to ecosystem regeneration in their own capacity. And only then can we start to realistically deal with the challenges of low human capitalisation rate, high unemployment, and poverty in our country and its communities. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://it-online.co.za/2023/10/16/dealing-with-sas-neglected-human-capital-potential-2/

Polity: 16 October 2023 Three hundred and forty six staff members and external candidates were honoured at a certification ceremony for the City’s Water and Sanitation Learnership and Apprenticeship Programme held earlier this week. The programme provided for transfer of skills in water-related trades, recognised in industry. The success of the programme increases the City’s talent pool and gives staff the necessary qualifications to progress in their careers. The momentous certification ceremony was a celebration of a significant milestone for the Water and Sanitation Directorate in its journey to improve the quality of service delivery by investing in the development of staff. Honoured guest Councillor Zahid Badroodien, Mayoral Committee Member for Water and Sanitation, presided over the ceremony, congratulating the graduates on their exceptional achievements. The Apprenticeship and Learnership programme was initiated to address the skills shortage identified in the artisan and process controller streams. The objective was to develop ready-to-place talent, able to fill existing and future vacancies. Multiple programmes were offered from 2019 - June 2023, with the certification ceremony held on Wednesday, 10 October 2023, at Wittebomme Civic Centre in Wynberg. The mutually beneficial programmes provide staff with in-depth knowledge, skills, competencies and recognised industry qualifications. This enables them to do their work with confidence, knowing how to apply correct methods and techniques as required. It also helps to ensure that all service compliance standards are met. For external candidates, the programme has been especially valuable in order to gain insight into the qualifications required to be employable in the water industry. The opportunity also served as a means to motivate City staff and boost their morale, which aids in retaining skilled staff. As a direct result, the vacancy rate has reduced from 20% to 8,25%, to date. ‘We are delighted to share the news of more than 300 graduates, who achieved their goals by successfully completing accredited water and sanitation-related certification programmes. These dedicated individuals have demonstrated their commitment to continuous professional and personal growth. This has led to 47 apprentices being advanced into new roles as artisans and 73 staff members advancing to the next level of permanent positions within the directorate,’ said Councillor Badroodien. The programmes were provided for through registered training institutions including Northlink College, False Bay College, Industry Education and Training Authority, Portable Water Institute, National Occupational Safety Association and College of Cape Town. Modules offered included: Apprenticeship Programmes for 98 participants in the following trades: Plumbing and electrical trades for internal staff Millwrights and bricklaying for external candidates Learnership Programmmes for 238 participants (including those with disabilities) towards the following qualifications: National Certificate: Water and Wastewater Process Operations National Certificate: Water and Wastewater Process Control National Certificate: Water and Wastewater Reticulation Services National Certificate: Professional Driving National Certificate: Public Administration ‘The City’s investment in upskilling officials ensures a bright future for progressive service delivery. We are fostering a culture of continuous learning and development, to produce a skilled workforce, capable of maintaining infrastructure, as well as applying effective methods and processes needed in Water and Sanitation today and in the many years to come,’ said Councillor Badroodien. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.polity.org.za/article/city-upskills-workforce-through-apprenticeships-and-learnerships-for-better-service-delivery-2023-10-16

Mudiwa Gavaza | 16 October 2023 MTN’s SA unit has signed a deal with local fintech company Payabill as part of its enterprise supplier development (ESD) programme that plans to increase its mobile procurement spend by R4bn over two years with 51% black-owned small, medium and micro enterprises (SMMEs). The programme — “MTN Xlerator” — plans to double the number of SMMEs on its supplier database and hopes this will uplift them through business strategy development, skills development, and improved funding access. MTN is working with lenders and banks on the programme, including Johannesburg-based Payabill. Over the years, corporates in SA have been working to diversify their supply chains, giving opportunities to previously disadvantaged groups through ESD programmes. ESD is a strategic business process that involves the development and growth of black-owned and managed SMEs that supply goods and services to large enterprises. MTN’s procurement spend rose from about R26bn in 2018 to more than R44bn in five years. The company said R17bn of that spend went to entities that are at least 30% black women-owned in the 2022 financial year. In the same year, rival Vodacom said it spent R45bn on all suppliers with B-BBEE status, with R17.5bn spent with greater than 51% black-owned suppliers. This was in addition to R18.5bn spent on suppliers that had greater than 30% black women ownership. “MTN Xlerator is a symbol of our unwavering commitment to progress, innovation, and empowerment. We believe in the enormous, unearthed potential within SA,” MTN SA CEO Charles Molapisi said in a statement. “At MTN, we believe in the evolution of empowerment and our goal is to transition from a transaction-based supply chain to a values-based one, ensuring everyone enjoys the benefits of a connected world while building a better tomorrow.” To make this happen, SA’s second-largest mobile operator has signed a deal with Payabill, an SME financing fintech company, as one of the finance partners for the Xlerator programme. Payabill provides access to funding for SA SMEs. It was founded to assist those businesses that don’t have sufficient funds to buy stock, assets or services from suppliers who demand cash upfront. The company targets businesses with annual revenues between R500,000 and R30m, giving them working and other capital to grow their businesses, offering various forms of finance including local and international trade finance, as well as asset finance. Payabill said it welcomes MTN as another partner to achieve its objectives “in giving SA’s SMEs a chance to compete and grow.” “Small businesses are neglected by banks and other lenders due to high perceived credit risk, and associated costs of assessment and collection,” says Payabill CEO Eli Michal. “SMEs see these lenders as having onerous credit requirements to keep them out. Payabill is different. Payabill is welcoming, quick and easy to deal with and can provide funding in hours due to its bespoke credit methodology”. MTN’s programme is open for SMMEs that have been in business for at least six months, are at least 51% black-owned, achieve an annual turnover of R500m or less and have daily operations that have black managers in key positions. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.businesslive.co.za/bd/companies/telecoms-and-technology/2023-10-16-mtn-boosts-esd-programme-with-payabill-deal/

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

The B-BBEE Commission has over the years continued to be inundated with requests from various stakeholders to confirm validity of B-BBEE Verification Certificates, Sworn Affidavits and CIPC EME B-BBEE Certificates, which process has resulted in the B-BBEE Commission issuing a number of advisory letters to the affected entities to advise of invalidity of such documentation and the need to withdraw the invalid B-BBEE Verification Certificates, Sworn Affidavits or CIPC EME B-BBEE Certificates. Thus, the purpose of this Practice Guide was to set out the approach for stakeholders to determine the validity of B-BBEE Verification Certificates, Sworn Affidavits and CIPC EME B-BBEE Certificates for consistency. This Practice Guide replaced Practice Guide 01 of 2018 as of 01 November 2022. Certificate Collection Services are available to in understanding the validity of B-BBEE Verification Certificates, Sworn Affidavits and CIPC EME B-BBEE Certificates.

Mandisa Ndlovu | 14 October 2023 October is Cybersecurity Awareness Month and experts in the insurance field say 90% of African businesses are operating without the necessary protocols, putting themselves and their clients at risk of massive reputational and financial losses. The IBM annual Cost of a Data Breach Report shows that breaches have set back local companies an average of over R49 million each year in South Africa, yet many businesses still ignore the threat. A report by cybersecurity company Kaspersky said spyware attacks in South Africa increased by 18.8% between the last quarter of 2022 and first quarter of 2023 and were up 12.9% and 14.6% in Kenya and Nigeria, respectively. Commercial partner at King Price Insurance George Parrott said cybercrime has become one of the biggest risks to business survival in the country’s small, medium and micro enterprises (SMME) sector. “Businesses, especially in the SMME sector, are more prone to attacks as what they spend on firewalls and security solutions just can not match the tools that cybercriminals have at their disposal. “Some business owners may mistakenly think that, because they store their sensitive data in the cloud, the cloud platform operator is responsible for that data but that isn’t the case,” said Parrott. He shared some tips and highlighted the importance of being proactive to ensure that the correct processes and protections are in place. He said awareness is the most important aspect of cybersecurity. “You can have all the security and firewalls in the world but they count for nothing if one employee clicks on a dodgy link in an SMS or an email. “I cannot stress how important it is to not only have a strong remote working security policy, but also to constantly keep security top of mind with every single employee.” Parrot said businesses must update their security software and install it correctly. “When your device is in the office, and connected to the company network, security updates are installed automatically. “Away from the office, it is the ‘Wild West’, with many remote employees either postponing, or altogether avoiding, installing updates. You have to make it as easy as possible for your people to stay updated, otherwise you are putting yourself at risk,” he said. Businesses should not wait for an attack to happen before action is taken. “Good password hygiene, multi-factor authentication, training, back-ups, awareness and cyber insurance can all help to mitigate the impact of a cyberattack and these days it is best to make use of as many of these tools as possible. “This highlights the need for continuous training of employees but, even here, training can only go so far. The fact is that cybercriminals are constantly improving their methods of attack and compromise through the use of emerging and ever-evolving technologies.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://mg.co.za/news/2023-10-14-smmes-lose-r49-million-annually-to-cyber-breaches/

SA News | 13 October 2023 Although there has been improvement in women’s empowerment since the dawn of democracy, there is a need for improvement in the gender responsiveness of all national departments. This is according to President Cyril Ramaphosa who was appearing at the National Council of Provinces for a Questions for Oral Reply session. “The Department of Women, Youth and Persons with Disabilities analyses the draft Annual Performance Plans of various departments each year to assess their responsiveness to gender considerations. The findings indicate gradual improvement since the adoption of the framework in 2019. “However, the average overall gender responsiveness score for all national departments is at 54 percent, indicating that there is a need for improvement in many departmental programmes, projects and budgets. “Evaluations of the implementation of the Gender Responsive Planning Budgeting, Monitoring, Evaluation and Auditing Framework have shown improvements in mainstreaming since the framework’s adoption, but progress has not been as fast as desired,” he said. The President insisted that government is committed to intensifying efforts to afford women more opportunities. He added, however, that effective political and administrative leadership is crucial to ensuring sustainable and substantive gender mainstreaming across government. “Several policies and initiatives have been put in place to increase women’s access to finance to promote economic empowerment. Numerous financial institutions and funds have been established to help black South Africans obtain access to loans, some of which have specifically targeted women. “To support our goal of directing at least 40 percent of procurement in the public sector towards women-owned businesses, the Women’s Economic Empowerment Programme has been training women-owned business across several provinces. At least 6 290 women business owners have been trained on doing business with government, compliance and governance matters. “Key government departments have integrated gender-responsive procurement in their demand plans and report on this monthly. However, these numbers are still low. Procurement from women-owned enterprises currently stands at 11 percent across the public sector,” he said. Turning to the challenges women entrepreneurs face – including lack of access to support and gender discrimination – the President said government and the private sector have come together to address these through the establishment of the Women’s Economic Assembly. “Since its launch in October 2021, the Women Economic Assembly has encouraged industry leaders to set gender transformation targets in each industry, implement existing commitments and increase procurement opportunities for women-owned businesses. “Through the Women Economic Assembly, billions of Rands have been committed by private sector business to facilitate women’s participation through enterprise development, earmarked funding and supplier off-take agreements. “All of these efforts, both in government and in the private sector, are seeing progress in gender mainstreaming and the economic empowerment of women. However, there is still much further to go and much work to be done,” President Ramaphosa said. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.sanews.gov.za/south-africa/womens-empowerment-firm-priority

Media Update | 16 October 2023 Massmart has announced that it is honoured to have been named overall winner of the Southern Africa NonListed Women Empowerment in the Workplace Award at the 2023 Gender Mainstreaming Awards ceremony. Massmart says the award recognises and acknowledges organisations that have not only advanced women in the workplace through training and capacity building but have also successfully transformed corporate behaviour and practises. According to Massmart, it has prioritised the appointment of women in top leadership roles, which include: head of Builders Warehouse head of financial services head of audit services chief information officer chief compliance officer, and chief people officer. The vice president of Massmart diversity, equity and inclusion Dolly Nqonji says, "This award is the culmination of many years of investment in pro-actively and assertively providing women with opportunities to flourish in our company." "It is a tribute to the willingness of managers at every level in our organisation to shatter the glass ceiling to ensure that we appoint associates to the roles they deserve regardless of their race or gender identification," concludes Nqonji. For more information, visit www.massmart.co.za and www.genderawards.com. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.mediaupdate.co.za/marketing/154903/massmart-receives-2023-southern-africa-women-empowerment-in-the-workplace-award

SA News | 12 October 2023 Deputy President Paul Mashatile says partnerships between business and government are key to strengthening economic recovery and creating thousands of jobs in the energy, transport and logistics sectors. “We must never undermine the importance of our efforts through structures such as NEDLAC [National Economic Development and Labour Council] and others, because it is indeed through these social compacts that we can further develop our country and empower South Africans,” Mashatile said on Thursday. Speaking at the 7th Annual Solutions Exchange Conference in Johannesburg, Mashatile said government is encouraged by the pledges signed with 115 CEOs, who have demonstrated their willingness to help to implement some of the interventions undertaken towards socio-economic transformation. Mashatile said the Department of Employment and Labour has spearheaded the National Pathway Management Network, which is a networking initiative that has brought together over 30 diverse partners to aggregate opportunities from across the economy. He said the network enables young people to find earning and learning opportunities, enter the labour market and receive the support that they require to establish their own businesses at no cost. “The SA Youth platform launched by Harambee, through the National Pathway Management Network, has over 4.1 million young people registered and is the largest platform in this network. “This is an inclusive platform that uses cutting-edge technology such as geo-mapping, which allows for youth to be matched with opportunities closer to their residence, thereby saving transport and other costs. “It is indeed this niche innovation that has made it possible for young people, who live further away from the economic hubs, to also access economic opportunities, and kick-start their entry into the labour market,” the Deputy President said. Mashatile said young people have been supported to secure over one million opportunities on the system from over 1 000 opportunity holders. “Our government remains committed to increasing private sector investment in order to promote job creation. To accomplish this, we have facilitated an investment drive with an initial target of R1.2 trillion over a five-year period. “We have since mobilised nearly R1.5 trillion in investment commitments, therefore exceeding this goal and many of these investment commitments are expected to translate into actual employment,” he said. He said the South African economy currently employs 5.1 million youth, 3.4 million of whom are employed in the formal economy. “As we work closely with the business community to create jobs for our youth, we must not forget the power of entrepreneurship. The State has the responsibility to collaborate with business and the people in co-creating strong economies that enable development to occur,” the Deputy President said. Mashatile said as leaders of government, business and civil society, they believe in the youth of South Africa, whose contributions will be critical in shaping the future of the economy. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.sanews.gov.za/south-africa/partnerships-key-prosperity-job-creation-youth-says-deputy-president

TopCo Media | 12 October 2023 Unveiling South Africa's top gender empowered companies. Standard Bank Top Women Leaders publication proudly announces the release of its 18th edition, a comprehensive guide dedicated to celebrating women-led business success and championing gender empowerment in South Africa. This milestone edition spans nearly three hundred pages, featuring captivating insights into almost eighty gender empowered organisations, making it the most extensive publication since 2018. “The genesis of the Standard Bank Top Women Leaders publication was to encourage and foreground gender empowerment by celebrating women-led business success, providing inspiration to the many female entrepreneurs out there seeking role models and advice.” says Fiona Wakelin, group editor at Topco Media. “The 18th edition carries on this important tradition – and packed into these pages you will find a cornucopia of tenacity, resilience, courage, compassion and inspiring stories of how to rise above the noise from women across the board.” Celebrating the achievements of empowered women, the edition showcases Standard Bank Top Women Award winners and successful women across different sectors. It also offers valuable advice on topics like leadership survival, team building, and mental well-being. Empowering organisations: A showcase of gender empowerment The heart of this edition lies in the profiles of nearly eighty trailblazing gender empowered organisations. These companies have demonstrated their unwavering commitment to inclusivity, diversity, and gender equality within their corporate landscapes, setting shining examples for the business community. Cover feature: Coca-Cola beverages – driving gender empowerment Drawing attention to one of the nation's most influential organisations, the publication presents a captivating cover feature on Nozicelo Ngcobo, director: public affairs, Communications and Sustainability, and MD Velaphi Ratshefola of Coca-Cola Beverages South Africa (CCBSA). Readers are invited to immerse themselves in the success stories of the company's previous winner of the Standard Bank Top Women Male Driving Gender Empowerment award. The article serves as an inspiring example for other companies to follow, highlighting how empowering women and promoting gender equality can lead to significant progress and success. Insights from industry leaders: Thought leadership by Standard Bank executives Valuable knowledge is shared from thought-provoking articles penned by Standard Bank's esteemed executives. Simone Cooper, Nomonde Hlongwana, Anne Aliker, and Thandeka Goba share their expertise on leadership, empowering women in the workplace, embracing challenges, and nurturing resilience. Perspectives and expertise: Our thought leadership contributors Empowering women in African climate action This article by Itumeleng Monale, chief operating officer of the JSE, highlights women's innate leadership abilities and their often-overlooked roles in climate change discussions and solutions. It underscores the disproportionate impact of climate change on women in developing regions, particularly those dependent on climate-sensitive livelihoods. Emphasising the need for inclusivity and equity, the article discusses initiatives like gender bonds and sustainability projects. It calls for increased access to venture funding, women's inclusion in defining climate solutions, and the potential of community-based initiatives. The article stresses that Africa must create its own climate solutions, with businesses playing a crucial role, while ensuring women's active participation and equality in this effort. The changing landscape of women in mining This article by Fatima Collins, chairperson of the Women in Mining initiative at Sibanya-Stillwater discusses the changing role of women in the mining industry in South Africa and globally. In South Africa, women now make up about 12% of the mining workforce, compared to just 2% in 2008. Similarly, global figures show an increase from 11% in 2006 to 16% in 2018. Mining companies are actively promoting gender equality and diversity, recognising the benefits of having women in leadership positions. Women bring diverse perspectives, collaboration, and improved financial performance to the industry. Challenges remain, including changing industry perceptions and stereotypes. Initiatives like mentorship programs and structured recruitment are being employed to support women in mining. The transformative power of women in leadership This article by Dr Shirley Zinn, CEO of Shirley Zinn Consulting emphasises the transformative role of women in leadership. Diverse leadership, encompassing both gender and demographics, enhances decision-making and drives innovation. Gender equity should not be merely a business priority, but a fundamental value deeply embedded in every organisational decision. Monitoring, measurement, and sharing success stories of women in leadership are essential steps. Nurturing diverse talent requires promoting unconventional career paths, sustainable succession planning, and mentorship. Inclusion is a necessity for future-ready leadership in a rapidly changing world. Gender diversity is not just a moral imperative but a business advantage, associated with improved financial performance and ethical, sustainable leadership across environmental, social, and governance aspects of business. Tackling inequality for sustainable development This article by Dr Judy Dlamini, chairperson of the GBV Response Fund highlights the critical importance of addressing horizontal inequality to achieve UN Sustainable Development Goal 10, which aims to reduce inequalities based on income, gender, age, disability, race, class, ethnicity, religion, and opportunity. Legislation alone cannot rectify historical and present imbalances; it requires a multidisciplinary, systemic approach championed by leaders across sectors. Financial inclusion, especially for small and medium-sized enterprises (SMMEs), is crucial for economic growth. South Africa's dual economy, with a thriving formal sector and an underdeveloped informal one, must prioritise SMME growth to reduce inequality and unemployment. Investing in SMMEs and fostering an equitable environment can eradicate poverty and restore human dignity, vital for sustainable peace and prosperity. How technology has impacted women’s health In this article by Genevieve Mannel, chief digital officer, Cipla South Africa, technology's transformative impact on women's health and empowerment is discussed. Technology has facilitated access to health education, empowering women with information about their health. Mobile apps like Clue provide menstrual health education and cycle tracking. Telemedicine offers remote healthcare access, especially beneficial for women in remote areas. Home diagnostic devices allow early health issue detection, improving outcomes. Social media platforms amplify women's voices for advocacy and awareness, exemplified by the #MeToo movement. Technology has made healthcare information, services, and advocacy more accessible, empowering women to take control of their health and demand their rights. Further innovation is needed to continue benefiting women's health globally. Empowering SA’s young women can transform our nation In this article by Leanne Emery Hunter, COO at Yes, empowering young South African women to transform the nation is emphasised. More women in the workplace benefit businesses significantly, boosting revenues and innovation. However, globally, women's participation in the workforce lags behind men. Creating inclusive workplaces that appeal to women, rethinking traditional roles, and promoting gender equality in policies like maternity/paternity leave are essential steps. Additionally, focusing on equitable promotion opportunities and sharing unpaid household work can free women to engage more in paid labour. Building a pipeline for young women through programs like the Youth Employment Service (Yes) is crucial for their empowerment and the nation's prosperity. Empowering African women with Web3 technology According to Sandy Carter, COO and head of business development at Unstoppable Domains, crypto currency was created with the goal of disrupting an unfair global financial system and literally 'banking the unbanked'. The whole ethos of this technology was to empower people everywhere to take control of their finances, careers, and lives. Web3 eliminates the need for permission to create a wallet or begin accepting payments, allowing for more freedom, such as the ability to open businesses. Web3 technology, including cryptocurrency and blockchain, presents an opportunity to empower women in Africa. With limited access to traditional banking systems historically, women can benefit from greater control over their finances and digital identities through Web3. Education and awareness are crucial to increasing their participation in this transformative space, and initiatives like Unstoppable Women of Web3 aim to provide education to millions of African women. Insights from the frontlines: Interviews with influential leaders In addition, readers can expect compelling interviews with prominent leaders, Zeda's Group CEO, Ramasela Ganda, and financial director Thobeka Ntshiza, as they delve into their organisations' remarkable gender empowerment initiatives. Nuggets of advice for new leaders For those stepping into leadership roles, this article by Selina Fisher, founder of SelinaNewman Coaching, offers ten empowering strategies. It highlights continuous personal development, building self-awareness and self-trust, and transitioning from a 'doer' to a delegator. It emphasises that actively listening to team members, seeking support, asking questions, and reflecting on the leadership journey are essential aspects of effective leadership. Investing in mental wellbeing In the wake of the Covid-19 pandemic, this article by Cathy Jackson advocates for an integrated, employee-centric wellness programme. It emphasises that investing in mental wellbeing yields positive returns for individuals and organisations, as highlighted by the concept of mental health becoming mental wealth. The article encourages creating safe spaces, reducing the stigma of depression, and providing coping tools for employees. Founder and owner of Healthy Living Consulting, Ronald Abvajee, says Covid-19 has literally been the firelighter that has lit the flame on mental health issues and highlighted the inadequacies of patchwork wellbeing solutions in the workplace. “We’ve seen the need for a more integrated holistic, proactive and texturally relevant programme which resonates with the needs of employees.” Lindiwe Miyambu, group executive for Human Capital at African Bank, who has partnered with HLC as a provider to ASI, agrees stressing the importance of linking the wellbeing drivers of your business with that of your people. “It can no longer be viewed as a beneficial add on. Employee wellness has to be placed front and centre of everything one does and literally integrated into the very fabric of the organisation.” The 18th edition stands tall as a testament to the dedication of the A team behind its creation, ensuring a jam-packed publication that inspires and empowers women across South Africa. The annual Standard Bank Top Women Conference is taking place on 18 to 19 October 2023. Register here to get your ticket: https://lp.topco.co.za/sbtw-conference-2023/ ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/Article/196/23/242715.html

Kyle Zeeman | 12 October 2023 Potholes have become a serious problem across the country. The latest phase of government's Expanded Public Works Programme (EPWP) will create over five million job opportunities. Government’s Expanded Public Works Programme (EPWP) is switching focus on infrastructure in its latest phase, including fixing potholes, lifts, plumbing, and solar installation. Public Works and Infrastructure minister Sihle Zikalala detailed the upcoming fifth phase of the programme, saying it will create more than five million job opportunities. The programme’s latest phase has so far delivered more than four million jobs and is set to end in March next year. Among the changes will be the reopening of government workshops and the insourcing of graduates from the National Youth Service (NYS). The workshops will be the crucibles of innovation, skills development and practical exposure. “By integrating NYS graduates into these workshops, we aim to foster a culture of continuous learning and hands-on experience, ensuring our youth are not just employable but are drivers of innovation and change.” The jobs created will include pothole patching, brick paving, cleaning of neighbourhoods and waste management, retrofitting of government buildings and solar installations, and fixing lifts and plumbing. ‘More than beating unemployment’ “EPWP Phase 5 should be more than just combatting unemployment. It is about rewriting the story of our youth from one of despair to one of hope, from stagnation to growth and from dependency to self-reliance. “Our core focus should gravitate towards not just creating employment opportunities, but crafting pathways of continuous growth, learning and empowerment. Our goal goes beyond employment generation. It is about nurturing a skilled, self-reliant populace that contributes constructively to our nation’s socio-economic fabric,” said Zikalala. Jobs for party pals? The EPWP came under fire earlier this year, amid reports some community members were employed in the programme because they belonged to certain political parties. The Tshwane metro said it would disqualify all applications for the programme submitted by political parties. "We have been made aware of councillors claiming to be representing certain political formations and promising community members ‘priority status’ when completing EPWP application forms. The City of Tshwane rejects these claims that are false and misleading,” said community and social development MMC Peggy de Bruin. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.citizen.co.za/news/south-africa/solar-pothole-repairs-among-solutions-to-youth-unemployment-as-5-mill-jobs-promised/

John Dludlu | 11 October 2023 There is a widely shared quote attributed to Oliver Tambo. “OR”, the ANC’s longest-serving president during its many decades in exile, instructed his comrades to learn from their enemies — especially what they got right. Despicable though the apartheid regime was, it did get some things right. Tambo would no doubt have agreed that Afrikaner empowerment and employment were among them. SA is facing a ticking time bomb: youth unemployment. At over 60% joblessness among those aged 16-25, this is among the highest rates in the world. If it is not resolved the country’s tenuous stability will soon go up in flames. Worse, in addition to the thousands of young people who are walking the streets despite having earned university degrees, most of the unemployed youth are not in training or education. According to the Professional Provident Society (PPS), a financial services company, 90% of tertiary education students would leave the country and search for greener pastures abroad if they could. A year ago this figure was just under 40%, according to the PPS student confidence index. It’s not hard to work out why. Crime and corruption, failing infrastructure, the load-shedding and water crises, the crisis in the freight logistics system, a poorly performing economy, the cost-of-living crisis and, obviously, bleak prospects of finding a job in SA are driving them away. Believe it or not, they are among the lucky few. Those with quality education from SA’s top schools and tertiary institutions at least have some hope of finding jobs abroad. Civil, mechanical and electrical engineers, young and old, who are frustrated by the dysfunction of Transnet and Eskom are also increasingly making careers overseas. While executive positions in SA pay relatively well in both the private and public sectors, the other problems associated with living in SA make it not worth the while for many to stick around. Anecdotal accounts suggest that people with experience and qualifications are even willing to start at the bottom in a new country and work their way up. This flexibility is important as a gateway to gaining experience and prosperity. Growing at just 1% on an annual basis, this economy is ill-equipped to absorb the millions of unemployed, especially inexperienced, youths straight from high school or fresh from tertiary institutions. Over the years, the private sector and the government have scrambled to find solutions to youth unemployment. For its part, the government has designed and introduced tax employment mechanisms to encourage business to take on young people. President Cyril Ramaphosa has implemented a youth employment initiative. In Gauteng there are two projects tackling youth unemployment: the assistant teacher programme and the introduction of hundreds of crime fighters to patrol unsafe township streets where criminals are terrorising communities. Though the projects have not been without controversy, they communicate the message that at least the government accepts that the SA house is on fire and something needs to be done to put it out. The government has also — admittedly with mixed success — scrapped the requirement for experience in entry-level jobs in the public service. The private sector has also weighed in. A few years ago business introduced the Youth Employment Service. This took on tens of thousands of youths, placing them in banks, financial services companies and businesses in other sectors. It remains the flagship intervention by business on youth unemployment. This is over and above the work business is already doing to help address other SA crises, such as crime and corruption, freight logistics and energy — issues that should ordinarily be addressed by the government. Several other initiatives have been launched by various businesses. One that stands out is the Harambee youth employment accelerator, a nonprofit programme. The initiative drives partnerships, including with the government, to connect the youth with employment and training opportunities. On its website Harambee reports that it has enabled 1-million employment opportunities for youth work-seekers, assisted 3.5-million jobseekers and generated a total of R17.5bn in income for youths. The numbers alone show the scale of the problem and the need for help. While commendable, more creative thinking is required to defuse this ticking time bomb. For example, like India, Pakistan and the Philippines, SA policymakers could consider facilitating unemployed youths to find employment in partner countries that have a labour shortage. It may also be time to start thinking the unthinkable: reintroducing conscription. During the apartheid era conscription trained young white men to “defend their country” from internal and external threats. But it also helped hundreds of thousands of white youths pick up non-combat “soft” skills such as discipline, and opened pathways for academic and professional careers. Most of these career paths were subsequently state-funded. SA faces no obvious external military threat at present. But it does face an internal one from its restless unemployed youth. Perhaps it is time to repurpose conscription to address youth unemployment and training in a structured way. Tambo may well have considered this an example of where the ANC could learn from its erstwhile enemy. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.businesslive.co.za/bd/opinion/columnists/2023-10-11-john-dludlu-more-creative-thinking-is-needed-to-defuse-youth-unemployment-bomb/