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Bloomberg | 30 January 2023 NTT Ltd. sued its former global chief executive officer Jason Goodall in the UK, alleging he had a secret financial interest in a Johannesburg deal that was meant to improve the Black Economic Empowerment rating of the telecoms company’s South African arm. Goodall in 2019 approved the sale of NTT-owned Dimension Data Pty Ltd.’s sprawling headquarters in Johannesburg suburbs at “significantly less” value to a majority black women-owned fund, Identity Fund Managers Pty Ltd., in which he had either already invested or at least had a plan in place to invest, NTT alleged in the suit. “Goodall and the other executives’ conduct in arranging and acquiring their interests in the Identity Fund and concealing and failing to disclose those interests amounts to gross misconduct involving dishonesty,” NTT’s lawyers said in the court filing. Goodall didn’t respond to messages left for comment. Identity Fund was unaware that there was a case taking place in the UK, it said in an emailed statement. The fund, however, denied any wrongdoing and said the allegations by Dimension Data in South Africa were based on hearsay and are “defamatory distortion.” A spokesperson for NTT and Dimension Data confirmed that legal action was being taken in the UK and South Africa, declining to comment further. Goodall’s “fraudulent misrepresentation” means he should repay the $17.6 million he received as part of his retirement package in 2021, argued NTT and Dimension Data. On Jan. 18, the UK high court allowed NTT to serve Goodall the court documents, initiating the formalities for the case to proceed. Dimension Data, South Africa’s biggest listed technology stock before a 2010 buyout by NTT, decided to sell its Johannesburg headquarters for the twin purpose of selling assets unrelated to its core business and improving its Black Economic Empowerment rating, according to NTT’s court filing. These ratings are a core part of government policy to encourage the sale of assets to people disadvantaged during apartheid in Africa’s most industrialized nation. The campus was bought by Identity Fund for 1.4 billion Rand ($81 million) in 2019. The deal is now in the early stages of being unwound, NTT’s lawyers said in the suit. Dimension Data has separately sued other officials of the company for the alleged graft in South Africa. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://mybroadband.co.za/news/business/478333-dimension-data-parent-sues-former-ceo-demands-r305-million-repayment.html

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ENCA | 31 January 2023 JOHANNESBURG - Government says it is considering helping households and small businesses install solar power and other energy saving devices. In his weekly newsletter, president Cyril Ramaphosa says government is looking at different mechanisms to address the rising cost of electricity. These include measures such as, supporting households with rechargeable lights, and working with school pupils to catch up on lessons interrupted by rolling blackouts. He says further information on these, and other initiatives will be provided in the coming weeks. The President's comments come after the National Energy Regulator granted an 18.65 percent increase in electricity tariffs for Eskom. The President indicated that the tariffs are necessary for Eskom’s financial sustainability. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.enca.com/business/govt-assist-small-businesses-smmes-install-solar-power

Sunday World | 30 January 2023 Growing SMMEs in the country for economic development has been a task on the cards by government for years. / Gallo Images Small, micro and medium enterprises (SMMEs) are often regarded as the backbone and drivers of inclusive economic growth and development in South Africa, as well as the rest of the world. SMMEs play a critical part and contribute significantly to the economy – 34% to South Africa’s gross domestic product. This sector is often seen as one of the solutions towards alleviating some economic challenges such as poverty and the high unemployment rate. Surely these challenges can be addressed by policies that encourage SMME development and sustainability. Growing SMMEs for economic development has been on the cards for the government for years, even in former president Jacob Zuma’s era. In his state of the nation address in 2016, Zuma stated that South Africa must have created at least 6-million jobs by 2030, and one contributor would be using SMMEs. In 2022, President Cyril Ramaphosa announced in his Sona that the government was trying to unleash the full potential of small, micro and informal businesses. Furthermore, the National Development Plan 2030 (NDP 2030) is looking to SMMEs as a major source of employment and big contributor to the growth of the economy. It has also been forecast in the NDP that by 2030, over 90% of all new jobs will be in SMMEs. A report by the International Finance Corporation (IFC) estimates that small, micro, and medium enterprises constitute more than 90% of all formal business in the country, employing more than 50%-60% of the workforce. Considering this, is it not ironic that we do not hear much about SMMEs and their impact on economic development? The socio-economic challenges faced by South Africa make the need to develop and nurture SMMEs nothing short of crucial, now more than ever. One of the many ways for the government to stay committed to its plan to grow the sector was through the Planning Commission, which was meant to draw up a plan to stimulate growth and deal with other social and economic challenges that recommended the formation of the ministry of small business development in 2014. Under this department, numerous entrepreneurship support programmes and various forms of targeted support, which include legislation requirements, is to be found. Now that we have this ministry, how many small businesses can say they are happy with the support it has provided? Of these programmes and initiatives, it would be great to have a clear picture of the resources that have been ploughed into them and the returns they have produced over the years. One big challenge that we do not discuss often is the burdensome regulations SMMEs are often subjected to. For instance, the practice of extending wage agreements, which are often above the minimum wage, and done in bargaining councils, where small businesses have little to no representation and often cannot afford higher wages that bigger businesses are able to afford and pay. This has been an issue for quite some time and has proved many times to be an impediment to small businesses growing. While burdensome regulations are also problematic, it is important to speak to how the tender system and cadre deployment in this country contributes significantly to the failures of small businesses. SMMEs compete with big businesses on tenders. It is well known that the more connected you are, the better chances of your business is of being selected. Now, this is a system we need to start fighting against, and possibly do away with across all spheres of government. Even with South Africa being a democratic country for quite some time now, one could argue we are still undergoing a transition considering all the issues we face. I am of the view that when a country is still in its transitional phase, it will be plagued by issues of political instability and uncertainty, which could see potential foreign business enterprises staying away and not investing in SMMEs. Apart from the challenges mentioned, it is quite important to also highlight cashflow and general operational problems that SMMEs must deal with, including late payments from potential clients, big expenses to keep the business afloat as well as buying and keeping stock. According to research by University of the Western Cape, South Africa has a high start-up failure rate of about 70%-80% for small businesses in the first five years. Business confidence has fallen over the years too, and the situation has worsened now that the country is facing rolling blackouts, high inflation rates, while the recent Covid-19 pandemic did not make things any easier. The South African Reserve Bank’s announcement on Thursday of a further repo rate increase of 25 basis points, coming at a extremely difficult time, will not make it easier for SMMEs. There is also a need for South Africa to have a more inclusive economic system. In South Africa, we do not have a standard definition of what constitutes an SMME, and it is crucial to carefully consider an inclusive growth strategy that will channel the potential of small businesses, both formal and informal. As economies continue to develop and adjust to new circumstances, so too does the SMME sector in this country. This can be attested by the major economic events over the past ten years, including the global financial crisis in 2009, and new administrations (presidents Thabo Mbeki, Zuma and Ramaphosa). Thus, greater support and investment in small businesses remain crucial. Policy uncertainty is also increasingly becoming a factor, hence a rigorous monitoring and evaluation process from policymakers and government is crucial as this will help to systematically analyse the effects of current policies and the necessity to develop and implement new regulations that will speak to the political, socio and economic trajectory in this country. Ngqambela is a researcher at Rivonia Circle with interest in socio-economic research, policy and politics. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://sundayworld.co.za/opinion/smmes-importance-still-ignored/

Rand Show | 31 January 2023 Many know the annual Rand Show as the place for entertainment and shopping, but what's less known is the powerful assistance offered by the trade show to small to medium businesses (SMMEs). This year the Rand Show is immensely stepping up that support with significant incentives and assistance to SMMEs - including a unique new summit that will take place on 5 April in the Black Eagle conference facility, at the Johannesburg Expo Centre at Nasrec for all those SMMEs who book space at the show, particularly in Hall 7, where SMMEs will be showcased. The summit is designed to elevate SMMEs by directly linking them with corporate and public sector representatives who play a role in the SMME sector through funding, training and access to the market. By giving these SMMEs the opportunity to connect, listen to and network with the people who can help build their companies, the Rand Show is offering significant opportunities for growth, development and operational improvement in the SMME space. The best part is that all of this is included in the price of signing up an SMME for a stand, with no additional charges. The summit will include live streams, speeches and panels hosted by industry experts in SMME development, training and assistance, and will be packed with advice for new and established companies. Topics to be covered include growing a business with funding, attracting financial support, drafting a business plan, taking a product to market, smart cash flow management and point of sale options. The Rand Show is currently calling on those corporates and public sector entities involved in this to come on board and participate in the summit, giving them a chance to connect with fast-developing leaders in the small to medium business space. Those corporate and public sector entities who do come on board will be charged a nominal fee, which gives them a full SMME contact database, a 30-minute speaking slot at the summit, branding throughout the summit, and an on-camera interview explaining their involvement with SMMEs, which will be used on the Rand Show platforms and on post-show exposure reels. Starting at 9 am, the summit promises to be an exciting and important step forward for the SMMEs involved, the SMME connected corporate and governmental entities involved and the Rand Show, who, by connecting and growing this vital part of South Africa’s economy, hopes to make an impact on the future development of the country. In addition to the summit, those who book a stand in Hall 7 will be automatically entered into a competition in which the winning stand will receive R50,000 towards the development of their business as well as receive a PR campaign around their win, both assisting with improvements and increasing profile for one lucky SMME. Sponsorship opportunities still exist for those eager to partner with the Rand Show on this groundbreaking opportunity. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/Article/196/841/235481.html

Smangele Nkosi | 30 January 2022 Young millennials african friends on outdoor gym. Happy black people having fun together. Generation Z friendship concept. Image by ASphotofamily on Freepik Unemployment in South Africa, especially among the youth, is undoubtedly the most important socioeconomic challenge. For the last two decades, the unemployment rate has exceeded 20%. At the end of 2021, it reached a record high of 35%, making South Africa one of the countries with the highest unemployment rate in the world. Recently, however, the Quarterly Labour Force Survey revealed that South Africa’s overall unemployment rate decreased to 32.9% and our youth unemployment rate decreased to 45.5% in the third quarter of 2022. This improvement, while marginal, gives cause for optimism. But continuing this upward trend will require us to consider the future of work. Technological innovation is leading to major disruptions in nearly every industry, while digital skills are in short supply. Concerns over mass job displacement are looming due to artificial intelligence and automation. The private and public sectors must accelerate efforts to prepare our workforce for this technological shift. The future of work In 2017, the World Economic Forum estimated that 15 to 20 million increasingly well-educated young people are expected to join the African workforce every year for the next three decades. According to the report, Sub-Saharan Africa only captures 55% of its human capital potential, compared to a global average of 65%. In the coming years, fully utilising this growing workforce will require providing quality jobs and the necessary skills to do them. The traditional view of employment opportunities is fast becoming outdated. Organisations are no longer looking for employees with tertiary qualifications and years of experience with legacy technologies. Certifications in and knowledge of newer digital technologies are more sought after. Businesses are pushing their digital transformation efforts to remain competitive in today’s digitally driven markets – and they need professionals with the right skills to fully leverage these technologies. The new business environment revolves around digital transformation-related technologies such as cloud architecture and data centres, cybersecurity, Internet of Things, and machine learning. Cybersecurity, for example, has become a priority for most organisations, but there is a massive shortage of cybersecurity professionals to meet this demand. And, considering that South Africa had the third most cybercrime victims worldwide in 2019 at a cost of R2.2 billion a year, filling this skills gap is not only crucial for creating job opportunities, but also for protecting the country’s public and private sectors. The need for digital skills With the emergence of disruptive technologies comes a dramatic change in the demand for skills related to those technologies. Africa’s defining challenge will be how to educate and upskill individuals in line with changing business and innovation demands. Otherwise, we risk exacerbating the continent’s existing digital divide. The Future of Jobs Report 2020 estimated that, on average, 15% of a company’s workforce is at risk of disruption and 6% of employees are expected to be displaced by 2025. Alarmingly, the World Bank’s Global Competitiveness Report 2020 found that South Africa experienced the second-largest decline in the perceived adequacy of graduate skills when compared to other G20 economies. South Africa was also among the five countries that showed the largest decline in the perceived relevance of digital skills. This highlights the urgent need for prioritising digital transformation and innovation in order to improve our employment figures. Those without relevant skills are less likely to find employment opportunities and are at the greatest risk of being replaced by automation. But, if we can provide them with opportunities to upskill or reskill themselves, we may see dramatic improvement to our unemployment rate. Digital skills are in high demand globally. There are 700,000 unfilled cybersecurity jobs around the world, all while South Africa sits at a critical junction regarding access to adequate cybersecurity talent and know-how. The last few years have seen critical infrastructure and public institutions, such as Transnet and the Department of Justice, suffer debilitating cyberattacks, highlighting how important it is that we improve these skills. Private sector investment Global organisations are realising the importance and value of investing in education and entrepreneurship. Various sectors of the South African economy can benefit from doing the same. The Cisco Networking Academy, for example, is one of the largest and longest running IT skills-to-jobs programmes in the world. To date, over 7.5 million learners across 190 countries have enrolled – at no cost – in courses to gain digital skills. Of these learners, more than 1.07 million come from Sub-Saharan Africa, and 189,272 South Africans from underrepresented and underserved communities have received digital skills and training. The academy also facilitates hiring opportunities for students following their graduation, thanks to a database available to employers and Cisco partners globally. The efficacy of these programmes in addressing unemployment has been remarkable. 95% of students who have taken Cisco certification-aligned courses have attributed obtaining a job or education opportunity to the Cisco Networking Academy. Cisco also plans to expand the programme to provide training to 25 million learners globally over the next 10 years. By continually learning and adapting our education institutions to current technological innovations and enterprise requirements, we set ourselves up to thrive in the future with the skills we will all need. Securing Africa’s future Providing tomorrow’s workforce and South Africa’s 4.6 million unemployed young job seekers with the skills and capabilities needed for the future of work is our only way forward. But efforts to do so cannot come from the public sector. At the United States–Africa Leaders Summit in Washington DC, which took place in December 2022, Cisco announced it would contribute around R3.4 billion towards resources and training facilities for digital skills in Africa, including schools, instructors, tools, and curricula. This contribution forms part of a commitment to train as many as 3 million Africans in digital and cybersecurity skills and improve the continent’s digital capabilities. Bridging the digital skills gap in Africa is a monumental task that will necessitate close collaboration between the private and public sectors. And, to make the connection between education and real business needs, private sector investment must go toward training, certifications, and e-learning programmes. If we wish to create sustainable employment opportunities for Africa’s workforce tomorrow, we need to upskill our workforce today. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://techfinancials.co.za/2023/01/30/unemployment-in-south-africa-how-do-we-create-opportunities-for-youth-in-the-country/

Sandi Krige | 30 January 2023 Vhembe TVET College, Makwarela Campus in Limpopo. /Vhembe TVET College Technical Vocational Education and Training (TVET) colleges are at the heart of addressing unemployment and skills development. These higher-level education institutions prepare students from Grade 10 onward for knowledge and practical skills in the working world. South Africa’s TVET colleges are the backbone of South Africa’s future workforce and are especially geared towards students with strong practical and technical skills. South Africa has fifty TVET colleges that provide both theoretical and practical education in over 300 subjects across a wide range of jobs. TVET colleges also offer the fastest, most cost-effective and most efficient way to enter the workplace in the shortest time. SA’s TVET colleges are viewed as institutions of choice by the Department of Higher Education, which also offers government grants through the National Student Financial Aid Scheme. Students have the choice of learning in one of the 200 TVET campuses across the nine provinces in addition to over 300 registered private colleges, all of which offer education and training in preparation for skilled employment. TVET colleges will enrol over 550 000 students this year. The initial goal was to build college capacity to 2.5-million by 2030, indicating the importance the government attaches to this skilling sector. However, this scheme has fallen behind since Covid-19. “We are working hard to accelerate our TVET sector,” says Blade Nzimande, Minister of Higher Education, Science and Technology. Strategies are in place to provide subsidised financial support to all students and to provide 100 000 work-based opportunities for students to complete their training.” Nzimande also announced a scheme to fast-track innovation by twinning the Department of Science and Innovation with the Department of Higher Education, to work with TVET colleges to boost innovation projects. The two departments will collaborate to promote entrepreneurship. TVET colleges offer a vast array of courses with broad appeal that include: Finance, Economics and Accounting; Management; Tourism; Beauty, skin, and hair; Electrical Infrastructure Construction; Engineering and Related Design; Agriculture; Health; Civil Engineering and Building Construction; Drawing Office Practice; Hospitality; Education and Development; Information Technology and Computer Science; Marketing; Mechatronics; Process Instrumentation; Process Plant Operations; Safety in Society; Plumbing; Nursing; Upholstery and Administration. The skilled trade qualifications provided by colleges also provide jobs that are always in high demand like electrical work, plumbing, technical applications, maintenance, hairdressing, secretarial and beauty. There are many benefits in choosing a TVET or Community College to earn a diploma or certificate, or one of the NFQ qualifications offered: – College entrance is from Grade 10. – Most matric results accepted. – Finance is available to families who earn less than R350 000 a month. – Courses are shorter, usually 18 months to 36 months. – Courses include educational, technical, and theoretical skills and are hands-on. – Qualifications can be completed through on-the-job training. – TVET courses are suited to those who prefer practice over theory. – They give an earlier start to earning potential, and provide a stepping-stone to further education. – South Africa has a trades skills shortage. The future economy is dependent on TVET graduates who are highly skilled for work placement and this is indicated by the number of college graduates who successfully enter the job market. Prospective students who are still seeking space for an entry-level course should contact their colleges of choice soonest for enrolment in 2023. With four million applications for 163 000 places at universities, many applicants can still follow their career of choice at college. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’ https://sundayworld.co.za/sponsored-content/skill-up-to-join-sas-economy/

Marleny Arnoldi | 28 January 2023 The South African National Energy Association (Sanea), together with the University of the Witwatersrand (Wits), has launched an ‘Energy Skills Roadmap’ for South Africa, highlighting the human capacity skills necessary to deliver the technical energy solutions and socioeconomic improvements that make up a just energy transition. The roadmap is informed by research, gap analysis and stakeholder engagement workshops having been undertaken in earnest since 2020 by Sanea, Wits’ Centre for Researching Education and Labour (REAL) and Wits Business School’s African Energy Leadership Centre. The research is supported by the South African BRICS (Brazil, Russia, India, China and South Africa) Business Council and was funded by the Deutsche Gesselschaft fuel Internationale Zusammenarbeit (GIZ). GIZ promotes inclusive societies, economic development, climate change mitigation measures and the transition to new energy sources in South Africa. Sanea chairperson Kiren Maharaj said the deepening energy crisis in South Africa, coupled with emerging global and domestic trends towards cleaner energy, had put pressure on the sector to transform. As a result, huge uncertainty existed, which necessitated a skills roadmap that was responsive and took into account the changing terrain. “This means that flexibility and contingencies need to be built into any skills roadmap, as well as continual tracking of the environment as uncertainties unfold,” she added. Some of the key trends influencing skills requirements include technology drivers – such as renewable energy and hydrogen, energy storage and smart technologies. Other developments such as ‘prosumerism’, which involves people producing their own electricity at a lower cost than buying electricity from municipal or national grids; and new business models, greening of systems, sector coupling, new value chains and the acceleration of social change have also been examined for their impact. Sanea and Wits deem the biggest influencing factors around the South African energy system and requisite skills as the widening energy cost gap, socioeconomic considerations such as youth employment, deteriorating energy security, climate change mitigation and adaptation, the shift towards sector coupling, evolving energy markets, automation and digitalisation. The researchers factored these trends into the analysis of both the supply and demand for skills in the next 50 years. The energy skills roadmap does a deep dive into the specifics of the jobs and corresponding skills these changes will require. REAL director Dr Presha Ramsarup explained that the process around the development of the roadmap marked a significant departure for the sector as a whole, as it brought together government, business, labour, research and civil society stakeholders to jointly identify what skills were needed both now and in future, and, in turn, what educational responses were needed. She pointed out that skills were often tagged on at the end rather than coherently planned for as an integral part of industrial and technical planning. DEEP DIVE Sanea secretary general Wendy Poulton said the ‘Energy Skills Roadmap’ had found there was an adequate supply of traditional energy courses; however, they largely lack a focus on areas of specialisation. For example, specialisations that deal with renewables and clean energy. This is in contrast to industry developments where the provision of electricity is largely biased towards renewables – particularly solar, but not so much on grid integration and energy efficiencies. The energy-related labour market in South Africa is distributed across coal (40%), oil and petroleum (38%), natural gas (8%), renewable energy (8%), electricity (6%) and marginally in nuclear. Skills that are currently required and which are expected to be required in the future, include fields such as technical competencies for maintenance, such as accredited electricians, diesel mechanics, welders and boilermakers, as well as electricity distribution skills, such as grid maintenance skills. Additionally, there is a whole area of skills required to deal with the enabling jobs and occupations such the legal regulatory environment, pricing and finance. Poulton explained people would typically have to be multi-skilled in what was becoming a more dynamic environment. However, the most in-demand occupations for fixing deteriorating energy security relate to maintenance and infrastructure (including substation planners and electrical engineers), system management (such as power distribution managers, project managers and statistical modellers) and governance (such as auditors, finance directors and senior government officials). The top-most commonly cited occupations in demand are electrical engineer, power distribution engineer, electrical engineering technician, environmental scientist, process design engineer, power transmission engineer, electrical engineering technologist, social scientist, operations manager for production, policy adviser, investment analyst, finance director, human resource manager, business development manager, supply chain practitioner, electrician, environmental engineer, public policy manager, lawyer, regulatory affairs officer, maintenance planner, legal adviser and marketing practitioner. Among the ‘critical’ occupations in the energy transition include air-conditioning and refrigeration mechanics, civil engineers and technicians, and construction project managers. Among the soft skills identified as critical are communication, project management, leadership, emotional intelligence and problem solving. In terms of the general response of technical and vocational education and training (TVET) colleges and universities, it was found to be fragmented rather than the coordinated response required to deal with the energy transition. Another key issue to emerge from the ‘Energy Skills Roadmap’ is that, as the energy transition unfolds, it is expected to be a decentralising process which will require more localised capability. In view of this, the role of community and TVET colleges in areas where renewable technology is emerging will become important in terms of provision, as in the case of the Northern Cape. It would appear that, currently, these institutions are not being sufficiently responsive to such developments. The demand for future skills is expected to be shaped by climate change and decarbonisation, thus concentrating skills demand in electrical maintenance, energy efficiency, energy planning, ongoing monitoring and solution-finding skills. Other findings in the ‘Energy Skills Roadmap’ include that the public service sector has largely been focusing on traditional energy jobs while the private sector is being more responsive to renewables and alternate technologies and is looking for specialists in, for example, green hydrogen and in other areas that will support their energy transitions. Ultimately, what the ‘Energy Skills Roadmap’ illustrates is that for the broader energy sector to cope with future uncertainty and rapid change, a multipronged approach that includes ongoing engagement and more systematic skills anticipation processes that bring together key stakeholders – both in demand and supply – will be needed. The researchers agreed that, overall, ongoing engagement around skills and future demand patterns, including latent demand, was critical. The full report comprising Sanea and Wits’ research will be available on January 30. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.engineeringnews.co.za/article/roadmap-sets-out-the-critical-skills-south-africa-needs-for-a-just-energy-transition-2023-01-27

Staff Writer | 28 January 2023 Power utility Eskom says it has no plans to retrench any workers, following claims from trade union Solidarity that the group intends to retrench 500 white employees. The utility said it noted that claims, which allege that Eskom is planning to “get rid of” 500 white maintenance workers as part of the latest Employment Equity Plan for 2023 – 2025. “Eskom wishes to reassure the public that there are neither plans nor decisions to retrench any employees, whatever their gender or race,” it said. Solidarity this week said that it had alerted its legal team over apparent plans and threatened to take Eskom to court over the “race-based targets”. However, Eskom said that the Employment Equity Plan was a part of internal discussions and that no decisions on any of the matters raised by Solidarity had been taken. It pointed out that retrenchments in South Africa are regulated by Section 189 (3) of the Labour Relations Act of 1995, with strict requirements on appropriate consultations with all the relevant stakeholders, including the recognised trade unions. “These consultations must clearly spell out the reasons and conditions under which retrenchments can be allowed. Discrimination based on race or gender does not qualify as a criterion for retrenchment,” it said. Eskom said the document referred to by Solidarity is part of internal consultations on employment equity with trade unions, which amongst others, seek to verify the information for correctness and solicit inputs on targets as well as the required affirmative action measures. “As per the consultation process, all parties are afforded an opportunity to engage, clarify, and suggest alternatives before final decisions are taken.” Eskom said that it is “unfortunate, opportunistic, and unprofessional” for Solidarity, or any party to the confidential internal consultations, “to opt to cause unnecessary panic and fear, creating sensation among staff and in the media before allowing the internal processes to make the appropriate decision”. “Eskom’s transformation agenda and employment practices are guided by our values, operational requirements, and the country‘s labour laws rather than race. We are committed to achieving diversity, equity and inclusion in a responsible and sustainable manner,” it said. “Eskom acknowledges the concerns of all South Africans regarding the current energy crisis. We have put in place measures to bolster the critical skills required to improve plant performance. Amongst others, as Eskom has regularly communicated, these include recruiting retired former employees and other specialist skills that have the potential to help resolve the energy crisis. “These are South Africans of all hues and gender,” it said. Eskom CEO Andre de Ruyter this week told the Standing Committee on Public Accounts that the recruitment drive launched in late 2022 to draw critical technical and engineering skills to the utility was a great success and that the company received thousands of CVs. He said the group was currently in the process of going through the CVs to find the best people to fill critical skills gaps. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://businesstech.co.za/news/energy/660339/eskom-says-there-are-no-plans-to-retrench-500-white-maintenance-workers/

Department of Employment and Labour | 27 January 2023 South Africa remains the most unequal country in the world – says Employment and Labour Inspector-General, Moiloa There is very little to show in terms of transformation in the workplace in South Africa even after 24 years the country entered into democracy. This is according to the Department of Employment and labour Deputy Director-General Inspection and Enforcement Service, Ms Aggy Moiloa. Ms Moiloa was delivering a keynote address during the Department of Employment and Labour’s Employment Equity Breakfast Session at the Da Vinci Hotel in Sandton, Gauteng today (27 January 2023). The purpose of the Breakfast Session, themed: “It begins with the will, desire and a decision to commit to transformation”, was meant to debrief and inform various stakeholders such as the employers and employment consultancy on the following: Overview of Employment Equity and Transformation of Workplaces 2021/22 Financial Year. Status of Compliance with Employment Equity Employment Equity Amendment Bill 2018 And included an open discussion in relevant matters with concerned stakeholders in the programme “Unfortunately 24 years later (since the enactment of the Employment Equity Act in 1998) EEA, when it comes to the area of employment equity, we have got very little to show in terms of transformation. All of us by choice or by default can be an activist for transformation. Our slight posture as a country, it surely really its ugly head even in the instance of pioneering and driving transformation,” said Ms Moiloa. Ms Moiloa said compliance levels with EEA remains regretfully low and said that the low levels of compliance frustrate the intention of policy interventions. “So the issue of non-compliance with the Employment Equity cushions and sustains unpalatable tendencies. South Africa remains the most unequal country in the world. Discrimination runs too deep. Transformation leaves a lot to be desired. The level of compliance is even more unacceptable,” Ms Moiloa. Ms Moiloa said in the 2021 to 2022 financial year, the level of non-compliance in terms of the Employment Equity is at six percent of compliance and 96 percent for non-compliance. The Breakfast Session was also attended by other speakers such as the Chairperson of the Commission for Employment Equity, Ms Tabea Kabinde, who presented on the 21st Employment Equity Report; Mr Mxolisi Yabo, Deputy Director: Statutory Services presented on the Employment Equity Amendment Bill 2018 and Advocate Fikiswa Bede, Chief Director: Advocacy Stakeholder Relations – who shared the status of compliance with Employment Equity by employers in the country. Ms Bede told attendees that 860 inspections on Employment Equity have been conducted across the country from April to December 2022. However, only 12 employers were found to be compliant and 848 were found to be non-compliant. “So, the levels of non-compliance really frustrate the intention of policy intervention which seeks to achieve transformation in the labour market and we have not seen it even if you check the Employment Equity Report,” said Advocate Bede. Ms Moiloa also said that the Department has also started inspections of the JSE Securities-listed companies in South Africa. For more information, contact: Teboho Thejane Departmental Spokesperson Cell: 082 697 0694 E-mail: Teboho.Thejane@labour.gov.za(link sends e-mail) Department of Employment and Labour https://www.gov.za/speeches/employment-and-labour-transformation-workplace-27-jan-2023-0000 ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’.

Masibongwe Sihlahla | 29 January 2023 On 16 June 1976 a watershed event took place that would change South Africa forever and impact the whole world. It was when a group of learners decided enough is enough and took to the streets to protest the imposition of Afrikaans as an official medium of instruction at African schools. The masters wanted to make formal what was already taking place in schools whereby black oppressed learners were forced to learn in the language of the master. Many thousands of km’s away Oliver Tambo immediately grasped the significance of this event and it spurred the movement on to put more diplomatic pressure on the illegitimate regime of the Apartheid government in South Africa. Today we have massive pressures due to Youth Unemployment. Our youth is even more politically conscious than the youth of 1976. Today they have Facebook, WhatsApp etc. and other social media platforms and it was rumoured that the Arab Spring was driven by social media as youth could organise country wide in real time with each other. Our Youth can see that their poverty and inequality stem directly from unemployment. Already South Africa is facing a chance to be categorised as the most unequal society in the world because of our GINI score and HDI (Human Development Index). A country with so much mineral wealth and which is the most industrialised country in Africa with the most powerful army having some of the best weaponry on the continent. With the TVET colleges training more skilled technicians expecting to be absorbed into a company needing their skills and with graduates and diplomats not being able to walk into jobs with their newly acquired qualifications we reaching the situation prior to 16 June 1976. This has been made worse due to Covid-19 but our youth are forgiving and understand Covid-19 was something which happened beyond the control of any government but what the youth cannot forgive our government for is the billions which was stolen from Eskom leading to the current stage 6 load shedding which drives our economy further into the abyss. Without economic growth there can not be job creation and thus absorption of qualified youth into the world of work. Where as with Covid-19 most jobs could resume where they left off with Load shedding jobs are being shed at the same time leading to greater frustration by those youth who were employed albeit for a short period of time. Although South Africa is the most technologically advanced country in Africa and is the gateway to Africa for many other technologies, this means nothing with load shedding currently plaguing our country due to mismanagement and lack of leadership to tackle things head on. The poor maintenance of roads and railway lines as well as the total collapse of SAA has increased costs to many companies which have lead to more unemployment and in this process many thousands of youth have lost jobs. It is a miracle and a unique phenomenon that in South Africa no animosity was felt towards the erstwhile oppressors especially by the youth of the oppressed. Youth also know that in a capitalist society 80% of wealth is enjoyed by 20% of the people yet our youth is satisfied with the situation because for them a job is not just a means of wealth creation but it is a means to have dignity. Without being employed youth sit around and do nothing constructive with their lives, with no job you cannot provide the basic needs for your family and is thus robbed of the dignity to be a provider for your family. In Africa society not being able to provide for your family is a great source of embarrassment and a sign of weakness. Although the 4th Industrial Revolution bringing with it, it’s attendant information technology making things easier for youth to obtain information especially for those in the rural areas with less access to information resources such as libraries or department of labour data bases. The information technology today has also made youth less dependent on government but information technology has not been able to free us from bad government, corruption and poor leadership. I hope the 5th Industrial Revolution will give us the tools to get rid of that. In the meanwhile in South Africa with the youth not being able to be gainfully employed we have in the rural areas youth unemployment as high as 80%. With all these youth siting around we find already police statistics show a rising tide in crime involving youth. We see greater incidences of assaults at and around taverns involving youth. We even see greater numbers of babies being born from youth fathers and at the same time a worrying rise in HIV numbers as well. The youth have been to a large degree behind the DudulaMovement and most of our xenophobic attacks has had youth behind it’s occurrence. As youth feel more and more excluded by society due to unemployment they get a sense of being seen as useless to society and naturally trying to give significance to their lives and wanting to make a contribution to their family support they turn to crime. Not addressing issues such as corruption and load shedding is impacting our country in ways which we many not be able to recover long after we have solved the load shedding crisis in this country and for this we need leadership. Good strong leadership who can lead and provide leadership in a time we need it. The inequality and poverty increases by the day for each day youth are unemployed and we may reach a point where even if our fortunes as a country change some of our youth may be lost forever, which will lead to a cost to the economy of the country when government need to deal with it in future. Right now in many rural towns there are skilled and qualified youth sitting idly on their hands all dressed up and now where to go. I trust that our State President will give the issue of Youth Unemployment over to our future new deputy state president as our current president has too many other issues to deal with. We need this focus on youth if we are not to have a repeat of 16 June 1976 when blacks were mostly high school trained , today varsity and college trained students are sitting at home doing nothing. The ball is in your court Government. Do not fail our youth. Masibongwe Sihlahla Independent Researcher and writer Founder and Chairman CONCERNED YOUNG PEOPLES FORUM OF SA ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’ https://centralnews.co.za/the-tinderbox-of-youth-unemployment/

Ayanda Sakhile Zulu | 26 January 2023 The idea of race-based empowerment in light of our country’s history remains a noble one. No sane and honest person can argue that the current BEE model , which was adopted by the ANC in the early 1990s, has been anything other than a colossal failure (“Is BEE here to stay or is it facing its demise?”, January 23). It has served only to enrich an already wealthy elite. Some analysts have rightly renamed it “blatant elite enrichment”. However, the idea of race-based empowerment in light of our country’s history remains a noble one. I have observed that those who oppose race-based empowerment tend to use the failures of the current BEE model to taint it in general and drive the narrative that it is wrong. There is nothing intrinsically wrong with race-based empowerment. The problem lies in the current model that has been used to advance it. What we need to do is to scrap the current model and replace it with one that will empower millions of black people and not just a tiny elite. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’ https://www.businesslive.co.za/bd/opinion/letters/2023-01-26-letter-bee-model-needs-to-be-scrapped-not-empowerment/