Gender Mainstreaming E-zine April 2019

GENDER MAINSTREAMING E-ZINE

CHEMISTRY OF TRANSFORMATION P8-9

RMB Welcomes ‘Fearless Girl’ P14-17

Engage Your Teams Through Your “People Agenda - P24-27

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The 30% Club is a group of Chairmen, CEOs and Senior Partners voluntarily committed to bringing more women onto corporate boards because it makes business sense.

Increasing board diversity is key to driving profitable growth.

Having better balance - at least 30% senior female leaders - positively influences both a company’s culture and the decision-making process. www.30percentclub.org

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EDITOR

Colleen Larsen CE Business Engage colleen@businessengage. co.za 084-353-9865 www.businessengage.co.za www.30percentclub.org www.genderawards.co.za

INDEX P4-7 P8-9 P10-12 P14-17 P18-19 P20-22 P24-27

Culture Of Equality Is Powerful Multiplier Or Workplace Innovation Chemistry Of Transformation Jaqui Jooste, CEO - Coface RMB Welcomes ‘Fearless Girl’ 30% Club Member Feedback - SA Homeloans WPP Launches Initiative To Empower Female Leaders In SA Engage Your Teams Through Your “People Agenda”

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SA News Release

Culture of Equality Is Powerful Multiplier of Workplace Innovation, New Accenture Research Finds

Disconnect between C-suite and employees on innovation

Forecast 2028: Empowering employees to innovate could raise global GDP US$8 tr

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JOHANNESBURG; March 7, 2019 – A workplace culture of equality is a powerful multiplier of innovation and growth, according to new research from Accenture (NYSE: ACN).

Communications at Accenture in Africa. “The survey’s findings have particular relevance in our country, where the debate about the role of women, their place in business, politics and other spheres is ongoing.”

“High profile women – including those outside business – like sportswoman Caster Semenya who is fighting for her fundamental rights, have become role models for a new generation of women wanting to use their talents fully.

Being given the opportunity to contribute skills and participate in driving innovative practices within companies should be seen as part of women’s broader objectives,” says “In South Africa, we have a competitive Mhangwani. environment. The corporate race is on to innovate and find skilled specialist workers. “In South Africa, we have a competitive Recruiting more women for a balanced environment. The corporate race is on to workforce makes sense,” says Ntombi innovate and find skilled specialist workers.

Mhangwani, Head of Women’s Forum Recruiting more women for a balanced and Director for Integrated Marketing & workforce makes sense,” says Published today in the company’s “Getting to Equal 2019” report, the research found that in South Africa, employees’ innovation mindset—their willingness and ability to innovate—is nearly six times higher in companies with a robust culture of equality, where everyone can advance and thrive, than in least-equal companies.

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Ntombi Mhangwani, Head of Women’s Forum and Director for Integrated Marketing & Communications at Accenture in Africa.

“The survey’s findings have particular relevance in our country, where the debate about the role of women, their place in business, politics and other spheres is ongoing.”

“High profile women – including those outside business – like sportswoman Caster Semenya who is fighting for her fundamental rights, have become role models for a new generation of women wanting to use their talents fully.

Being given the opportunity to contribute skills and participate in driving innovative practices within companies should be seen as part of women’s broader objectives,” says Mhangwani.

According to the research, the vast majority of executives agree that continuous innovation is essential: 95 percent see innovation as vital to competitiveness and business viability. A culture of equality is a powerful driver of an innovation mindset—more than other factors that differentiate organisations, such as industry, country or workforce demographics.

Among those surveyed, people across all genders, sexual identities, ages and ethnicities show a stronger innovation mindset in more equal workplace cultures.

Accenture’s new research is based on a survey of more than 18,000 professionals in 27 countries, including 700 in South Africa, a survey of more than 150 C-suite executives in eight countries and a model that combines employee survey results with published labor force data. It builds on Accenture’s 2018 research, which identified 40 workplace factors that contribute to a culture of equality, and grouped them into three actionable categories: Bold Leadership, Comprehensive Action and Empowering Environment.

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This year’s research determined that an empowering environment is by far the most important of the three culture-of-equality categories in increasing an innovation mindset, which consists of six elements: purpose, autonomy, resources, inspiration, collaboration and experimentation. The more empowering the workplace environment, the higher the innovation mindset score. For instance, South Africa employees in robust cultures of equality are five times more likely to say that nothing holds them back from innovating (50 percent in most equal cultures vs. 10 percent in least equal cultures).

“High profile women – including those outside business – like sportswoman Caster Semenya who is fighting for her fundamental rights, have become role models for a new generation of women wanting to use their talents fully.”

However, organisations must close the important gap the research revealed between C-suite executives and employees. While 76 percent of executives globally said they empower employees to innovate, only 44 percent of employees agree. For example, executives appear to overestimate financial rewards, and underestimate purpose, as motivations for employees to innovate. In a more equal culture, the strongest factors underpinning an innovation mindset include providing relevant skills training, flexible working arrangements and respect for work life balance.

Diversity is a critical building block While diversity factors alone (e.g., a diverse leadership team and a genderbalanced workforce) significantly impact innovation mindset, a culture of equality is the essential multiplier to help companies maximize innovation. The research found that innovation mindset of South African

employees is nearly 11 times greater when diversity is combined with a culture of equality, compared to companies where these are least common, empowering environment is by far the most important of the three culture-ofequality categories in increasing an innovation mindset, which consists of six elements: purpose, autonomy, resources, inspiration, collaboration and experimentation. The more empowering the workplace environment, the higher the innovation mindset score. For instance, South Africa employees in robust cultures of equality are five times more likely to say that nothing holds them back from innovating (50 percent in most equal cultures vs. 10 percent in least equal cultures).

High economic stakes The new research found that an innovation mindset is stronger in fast-growing economies and in countries with high labor-productivity growth. The opportunity is enormous: Accenture calculates that global gross domestic product would increase by up to US$8 trillion over 10 years if the innovation mindset in all countries were raised by 10 percent.

services and solutions in strategy, consulting, digital, technology and operations. Combining unmatched experience and specialized skills across more than 40 industries and all business functions — underpinned by the world’s largest delivery network — Accenture works at the intersection of business and technology to help clients improve their performance and create sustainable value for their stakeholders.

With 469,000 people serving clients in more than 120 countries, Accenture drives innovation to improve the way the world works and lives. Visit us at www.accenture.com.

Jonathan Mahapa Accenture +27 11 208 3947 jonathan.mahapa@accenture.com

Read the global report at accenture.com/gettingtoequal.

Methodology As part of its “Getting to Equal 2019” research, Accenture conducted an online survey of more than 18,000 professionals in 27 countries — including 700 in South Africa — during October 2018, as well as a phone survey with more than 150 C-level executives in eight countries in November and December 2018.

About Accenture Accenture is a leading global professional services company, providing a broad range of

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The Chemistry of Transformation.

Transformation is of critical interest to a chemical company like BASF. The very essence of our business model is to create chemistry for a sustainable future. Without the process of transformation, we cannot create this chemistry, nor can we sustain our own future. From a business perspective, BASF’s very purpose is to use chemicals and transform them into everyday products that contribute to a better life and world for everyone.

From an organisational perspective, transformation translates into business change, which can manifest in many forms like design, strategy and process change. Without transformation an organisation becomes stagnant and, very soon, irrelevant. BASF, having been in operation for over 150 years and in South Africa for nearly 60 years, has learnt to transform itself repeatedly to become one of the world’s leading chemical companies.

South Africa is no different, in fact we view transformation and sustainability in the same critical light. To underline this, we have recently been awarded our B-BBEE Level 4 contributor status with 30% Black Women Ownership, making us a leader amongst our peers within the chemical sector - something we are all very proud of. However, transformation is not only about a scorecard, it is changing the culture of the business where we create an environment where attitudes and behaviours align with an inclusive and diverse environment where everyone is treated with mutual respect.

Transformation for the sake of transformation is not sustainable. Our decision process behind every step we have taken is informed by achieving a greater good. These include:

• Empowering previously disadvantaged and disabled groups through skills development.

• Attracting and retaining the best talent.

• Creating an inspirational, diverse and inclusive working environment.

• Giving the company a competitive advantage in the market it operates in.

As one of the world’s leading chemical companies we also have a responsibility to be drivers of change, while building and developing innovative and collaborative ways to achieve the desired change. One such example is our very first Africa Graduate Program, launched in 2018. Through this, we have identified young talent which we hope to nurture through their careers, thereby creating the next generation of leaders, not only within BASF, but across the entire chemical sector.

I am extremely proud of the journey BASF has embarked on. We will continue to create chemistry for a sustainable future and realise that to do that, we must continue to do what we have been doing for over 150 years…transform.

Niall Wilkins - niall.wilkins@basf.com

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Benoit Fricard Managing Director BASF Southern Africa

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“Over the years Jacqui has honed excellent cross functional short term insurance knowledge and outstanding organisational and leadership skills.�

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Jacqui Jooste Chief Executive Officer / Country Manager South Africa

Contact : Shaazia Khan shaazia.khan@coface.com

Jacqui Jooste is currently the Chief Executive Officer of Coface South Africa. She is the first female CEO in the credit insurance industry in South Africa and has been an Executive Director of the company’s board for 11 years.

Jacqui has worked her way up the corporate ladder and has over 25 years of experience in the company. As many people in the credit insurance industry, she landed up in the industry by accident rather than by design and her original position at the company was as a temporary filing clerk. She has worked in many areas of the organisation over the years including claims, collections, underwriting, commercial and was the companies first Client Relationship Manager; before moving into middle and senior management.

Jacqui has a solid reputation in operations management, customer service excellence, enhanced performance management and business turnaround.

Over the years Jacqui has honed excellent cross functional short term insurance knowledge and outstanding organisational and leadership skills. She has always had a strong passion for client service, with a focus on driving and managing business improvement through the development of people, systems and processes.

She is passionate about gender diversity and women empowerment and has embraced the ethos of empowered women empowering women. Jacqui has demonstrated the ability to work at all organizational levels and across executive functional areas including operations, legal, finance, and human resources. Jacqui has also had her fair share of ups and downs during her career but has always stayed positive and motivated herself to reach the point she is at today. “I am exceptionally proud of my career path, as I have worked my way up from a filing clerk to the top of the organisation through hard work and dedication. As a woman, I have always felt that I have had to work twice as hard to get recognised and promoted. I have no regrets though - each challenge has led me to whom and where I am today�, said Jacqui

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Some of the philosophies that Jacqui believes in strongly and that have helped her in regards to overcoming adversity which one is inevitably faced with in the course of your career journey:

• Always focus on your goals and be the best you can be; • Never give up – don’t listen to what other people say you can’t do; • Work hard. Perseverance is the key to success; • Be proud of what you do and always put in that little bit extra, to ensure that what you do, you do properly the first time; • Make sure you are noticed for your passion and dedication (and your smile); and most importantly: • Don’t take no for an answer! There is always another door to knock on and another opportunity.

Over the last year Jacqui has also focused on working with Millennials and ensuring their integration into the working environment, as well as learning more about Millennials through a Millennial Mentorship program (where Jacqui is the mentee). She believes that management needs to review their management style in order to adjust and get the best results out of the changing composition of the workforce, with more and more millennials entering the business world.

She is also a proud wife and mother to 2 beautiful children, a 15 year old son and a 13 year old daughter. Her family is by far her pride and joy and means everything to her. Jacqui has embraced her role with vigour and passion and believes in contributing, growing and learning every day. Jacqui foresees that she has much work over the next few years, in order to make her mark and grow the company reach its potential.

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The 7th Gender Mainstreaming Awards 5 September 2019 : Gallagher Estate www.genderawards.co.za

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Open to all private sector companies and government departments that have started, on the road with or succeeded in gender diversity programmes Closing date for entries : 25 June 2019; E-mail : Colleen@businessengage.

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RMB welcomes Africa’s ‘Fearless Girl’ – a symbol of pride, courage, and strength In March 2017, the iconic Fearless Girl statue by Kristen Visbal took its place on Wall Street, standing defiantly and staring down New York’s bronze ‘Charging Bull’ by Arturo Di Modica.

It’s now time for Africa’s own Fearless Girl to take a stand.

Commissioned by RMB and created by Cape Town-based artist Marieke Prinsloo-Rowe, the artwork shows a proud and courageous African teenage girl walking alongside a contemporary concrete lion. The lion doubles up as a functional bench, and invites viewers to sit and contemplate the ideals inherent in ‘fearless femininity’.

Having been inspired by Wall Street’s Fearless Girl, RMB envisioned a life-sized and Afrocentric version of the artwork that would speak to the values of individuality, courage and strength.

After embarking on a nationwide search for female sculptors, Prinsloo-Rowe’s concept, which depicted a quintessentially African Fearless Girl walking alongside a male lion (which is a reference to the RMB brand’s ‘Lion and Key’ logo), captured this vision. The work, which debuted at the 2018 RMB Turbine Art Fair, now forms part of RMB’s Think Precinct collection and is an inspiring, functional, and engaging artwork to be enjoyed by RMB and all of its visitors.

Art captures the spirit of the time RMB CEO James Formby explains that when RMB invests in the arts, it is also investing in the lives of young artists and communities, and contributing towards the growth of the overall creative economy. And when it comes to transformation in the workplace, art can be a leading factor in how a company and its workforce communicates. “RMB believes that arts, culture and creativity can contribute to a strengthened economy,” explains Formby. “But more importantly, they can capture the spirit of the time, transform lives and bind together, not only hearts and souls, but entire societies and nations.”

RMB’s Athena initiative: Towards equality in the workplace Africa’s Fearless Girl complements the brand’s gender equality initiative Athena, first launched in 2015. Through the Athena initiative, RMB works towards creating an environment where women feel they are empowered to achieve their individual career goals; and growing the number of women in leadership in financial services.

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New York’s original Fearless Girl highlighted a need to change the perception of what it takes to create a successful company. This is what RMB wanted to create – but with a distinctly African narrative. Africa’s Fearless Girl takes her rightful place alongside the male lion, reiterating one of Athena’s key principles of not having to “man up” to have a successful career at RMB. Athena is, however, not a women’s conversation. Instead it is a business imperative with the clear agenda to focus on both men and women and the collaborative diversity they offer.

This makes Africa’s Fearless Girl an incredible beacon of hope to young women in Africa – encouraging them to lead in their own authentic way.

“At RMB we want to create a workplace where everyone, irrespective of gender, can thrive and achieve success in their careers,” says Head of RMB’s Investment Banking division Emrie Brown. “It is unbelievable how a sculpture can encapsulate so much and with such beautiful simplicity. For me, Africa’s Fearless Girl demonstrates some key characteristics for success – optimism, courage, and resilience to deal with challenges that might come her way, and focus and tenacity to pursue her goals with loads of positive energy.”

Extending her reach In addition to the life-size statue, RMB commissioned a limited edition of 20 maquettes, 60 cm in height, which were launched at the RMB Turbine Art Fair. Such was the appeal of the narrative that Africa’s Fearless Girl conveys, that the full edition was sold out on the first evening of the Fair. Reasons to purchase ranged from personal art-collecting to acquiring gifts for “fearless” female loved ones. Particularly meaningful, was the story of the St Anne’s Diocesan College matric class of 2018 who collectively purchased edition number 14 to present to their school at their matric farewell ceremony. The maquette will most likely find her home in the foyer of the new Theatre complex, due for completion in early 2019.

RMB believes that everywhere she goes, Africa’s Fearless Girl will serve as a visual reminder of an environment where all people are encouraged to fearlessly reach their potential; at the same time taking the equality conversation into society as well.

Contact : Dharshni Padayachee; Dharshni.Padayachee@rmb.co.za

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“Having been inspired by Wall Street’s Fearless Girl, RMB envisioned a life-sized and Afro-centric version of the artwork that would speak to the values of individuality, courage and strength.”

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30% Club Member Feedback Nandi Manentsa SA Home Loans

SA Home Loans has been a member of the 30% club for the past two years. We have relished our opportunity to be both delegates and hosts at the Business Engage functions. The 30% club has been a key offering in our internal programme called ‘Voices of Women’. VoW is a project to empower women in the workforce by allowing women to have more control over their lives. It means giving them the freedom to make their own schedules, learn new skills and gain self-reliance. The inclusion of, and attendance of these business breakfasts, has given our employees an opportunity to engage with and be inspired by other men and woman across all industries and from all walks of life. This enables them to widen their thinking and network with individuals which not only inspire them but help them to move forward and gain perspective. These sessions are becoming talking points and have enhanced the quality discussions in the VoW programme. Our internal brand identity is enhanced, we have promotors. As such our perception survey feedback on gender inclusivity moved from 70% (2017) to 79% (2018) companywide.

topics of discussion are most suitable for that individual. Both men and women from our organisation have attended these events as both hosts and delegates and we have had insightful feedback from those who have attended. One of our middle managers had this to say about her experience in 2018 “I learnt so much just by chatting with the hosts, other attendees and ex-colleagues. I felt inspired, motivated and I have renewed energy to take the driving seat in my life” whilst another shared the following “The hosts and guest speakers were truly inspirational in sharing their journeys in their careers, some despite against all odds. For me, reflecting back on the morning I was able to resonate with what was being said also to shift my mind in terms of how to be the best me, put myself forward starting with ME. Doing ME, and being ME at all times in my journey as a leader. To always be authentic in my approach” As a company we have established relationships through Business engage which we have taken further, outside of these events.

Overall our involvement has been a success story at SA Home Loans.

With both a Leaderswalk and Boardwalk offering, we are able to select individuals Contact Nandi Manentsa : based on their career level such that the NandiManentsa@sahomelones.com

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WPP LAUNCHES INITIATIVE TO EMPOWER FEMALE LEADERS IN SA Robyn de Villiers, Chairman & CEO of BCW Africa and the champion of WPPStella South Africa Contact: robyn.devilliers@bm-africa.com

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In March 2019, I was very proud to champion the launch of the WPPStella initiative in South Africa. WPPStella is a senior leadership and networking group for WPP women focused on developing and accelerating the careers of the current and future female business leaders in WPP. WPP is the London Stock Exchange-listed holding company of 25+ businesses in South Africa including Ogilvy Group, Wunderman JWT, Kantar, Group M and BCW Africa.

Our launch event was attended by senior WPP women in South Africa who were treated to the first Stella Conversation with guest speaker, Zukie Siyotula, non-Executive Director of Ogilvy Group. Zukie, one of the World Economic Forum’s Young Global Leaders and previously one of Mail & Guardian’s Top 200 Young South Africans, was interviewed by Brenda Khumalo, the CEO of Collectiv ID, in front of about 60 of the most senior WPP women in SA and a group of our male CEO colleagues.

In a video message shown at the event, Frances Illingworth, Chair and Founder of WPPStella in the UK & WPP’s Global Recruitment Director, expressed her excitement about the establishment of a WPPStella group on the African continent. In the message, she also conveyed how delighted she was that WPP’s women in South Africa will now become part of th thriving and inclusive community Stella community.

The objective of WPPStella is to leverage our collective experience as a leadership community to help our female talent become better and more successful business leaders, and, in the process, to develop gender diversity initiatives that contribute to improved business performance across the WPP group.

IT IS AN EXCITING TIME TO PART OF WPP AND ITS GENDER PROGRAMMES The first WPPStella group was established in the UK in 2015, following the identification of a need for a networking programme aimed at empowering WPP’s future female leaders.

Since then, WPPStella groups have been established in Italy, Taiwan, India and Mexico, making South Africa the sixth country to launch this initiative. This is incredibly exciting for us In SA, especially as WPP operates in 112 countries globally.

Considering the issues of gender inequality in the workplace in South African businesses, this programme comes at an appropriate time when the country is on a path to change the leadership ‘narrative’ to ensure that more women are empowered to lead organisations for the development of the continent as a whole.

One of the key differentiators of WPPStella is its focus on empowering our senior female executives and enhancing their potential. While WPPStella focuses on women, our male senior leaders also have a role to play in this initiative as champions of female talent. Our aim is to foster a more integrated senior leadership team.

A report by Grant Thornton indicates that South Africa is slowly adopting this encouraging trend to enable women leadership development with a new high of 80% of businesses with at least one woman in senior management and the highest proportion of senior roles held

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by women in a decade at 29%.

However, women have difficulties in finding female mentors and this highlights the plight for the under-representation of women leaders in the upper levels of management. A study

by Diversity Best Practices emphasises the importance of training and development as the skills needed to help move more women into leadership roles in the future.

WHAT DO WE HAVE PLANNED FOR WPPSTELLA IN SOUTH AFRICA? This year, the South African arm of WPPStella, which is part of the WPP’s SA Leadership Council’s wider gender equality focus, will be centred round the theme of ‘Educate and Empower’. This is a series of training, development and knowledge sharing events that will provide support for senior WPP women on their career journeys.

This will also include Stella Conversations (the first one which took place at the launch with Zukie Siyotula), which are a series of networking events where one of our members interviews an inspiring guest, or moderates a panel on a topic that is of interest to our members and guests. The subject can be relevant to the world of marketing communications and / or include a diversity or female leadership perspective, or anything else that our WPPStella members would value.

Looking forward to 2020, we will be ‘Walking the Talk’ focusing on visibility and communications to provide increased opportunities and support for our senior women to become more vocal and visible about diversity. These senior women will in turn, become more visible role models for our future female leadership. Social media training, senior media training, Stella Podcasts and an annual ‘Ignite’ seminar are central programmes.

Watch this space!

Our ultimate goal is to benefit all women within WPP in South Africa through improved management representation, networking opportunities, training, creating more female role models, and increasing adoption of diversity best practices. I am very happy that our women in South Africa will become part of this thriving and inclusive community. I look forward to championing and growing the WPPStella initiative in the years to come.

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CONNECT, NETWORK, GROW How to get involved

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Use your online profile to create an account

Receive an email confirmation

Personalise your settings to suit your lifestyle

Submit your profile

What do I gain?

Forum for networking and gaining exposure to your talent and offering; Space where you are able to mentor interested parties or be mentored; Space where you are able to receive mentorship by a choice of formidable people; Opportununity to grow relationships and connect in a safe space

MENTOR, BE MENTORED For more information, e-mail communique@businessengage.co.za

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Engage your teams through your “people agenda”…

Gugu Khazi gugu.khazi@passiontocareers.com

Legend has it that when a leader was appointed as a CEO for a global logistics company, he gave each employee a passport book and challenged everyone to join him in a journey for towards development of a life time. Each employee was given a ‘passport’, which is stamped as they complete training along their career journey within the company.

This project was such a success, engagement scores improved by double digits, the company saw dramatic improvement in employee retention and the company continues to report consistent business results ever since the introduction of what is now commonly known as “the world’s biggest engagement scheme”.

“Your people agenda is about how you want to impact each employee in your business.”

So what was it about this initiative that made it so successful that even the Harvard Business Review write about it ? The leader had what I call “a people agenda”. A people objective that talks to everyone in the organisation. I’m not talking about a statement prepared by HR on your behalf. Your people agenda is about how you want to impact each employee in your business.

It can be about anything that your employees and leaders care about. For an example – creating a great place to work, providing excellent career opportunities, it can also be about providing amazing development opportunities. For Ken Allen it was about creating the most international employee or leader in his logistics business.

How do you create your people agenda ?

A great source of your people agenda is your passion. If you are passionate about your agenda it makes it easy for you to champion. As you communicate it, your passion shines through.

Here are some characteristics of an engaging people agenda:

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Characteristic of a great people agenda

1. It can be personalised by each individual in your team/ in the organisation - It must not be targeted to any particular function or talent segment.

2. It must communicated in a way that connects to each person – for an example “creating our great place to work” sounds much better than “Developing our employees”. In the first statement we are all working towards creating a great place to work. While in the second one we are waiting for our leaders to develop us as employees. Its disempowering !

3. It is engaging – because it involves everyone in achieving something that makes them better as individuals while delivering business results.

4. It mobilises everyone into action, imagine a leader that challenges you to get a passport, because he is about to take you on a journey of your lifetime. Imagine we all have passport books that we carry with us as we travel around the world for training.

5. It’s based on a premise that employees are customers – so If you have cutting-edge creativity focused on customers externally, the same level of investment should be made to engage employees internally?

Put simply, Your people agenda is your legacy, It is what you will be known for. Everyone delivers financial results. It’s only in rare circumstances that leaders are remembered for delivering numbers. Most leaders are remembered for what they inspired in their organisation.

Ken Allen is now known for engaging over 100 000 DHL Express employees across 122 countries with a purpose of making them the most international employees in the world!

What is your people agenda?

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7TH GENDER MAINSTREAMING AWARDS www.genderawards.co.za

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