ST Skills Development July 2023 Edition

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EDITORIAL

Editor: Ryland Fisher

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Contributors: Nia Magoulianiti-McGregor, Kim Maxwell, Denise Mhlanga, Axolile Notywala, Bushra Razack, Mark Robbins, Lindsey Schutters, Anthony Sharpe

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SCARCE SKILLS

Preparing workers to meet the challenge of climate change.

7 SETAS

How SETAs are meeting the skills demands – or not.

10 THE ARTS

Two artists who inspire young people to pursue careers in art.

11 SOCIAL MEDIA

Influencers open avenues to a new form of career.

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GENDER MATTERS

Mentors play a significant role in enabling career growth for young women

SKILLS FOR THE FUTURE

South Africa has had a reasonably good record in producing certain skills that are still important today, but are now among a plethora of choices that young people never had before.

Today there is a rush and a need to develop green skills to equip young people for these new realities. What skills are needed to service the green economy is an important topic that we tackle in this publication. We look at how it fits in with the need for jobs in an unemployment-struck society such as South Africa. Modern circumstances call for modern solutions to old problems. Many young people have migrated to social media in an attempt to earn a living. We speak to some of the successful ones about lessons they could potentially share with others. We also look at two young women artists who are making a difference in a field that has always been difficult.

Ryland Fisher Editor

GREEN SHOOTS

The shift to the green economy is precipitating a historic change in the sorts of skills workers need.

ANTHONY SHARPE looks at the challenges of anticipating skills needs – and meeting them

The green economy is here, and it’s only going to grow. The mounting pressures of now-irreversible climate change have fi nally borne at least some fruit, with countries worldwide transitioning some industries and infrastructure away from carbon-intensive models towards more environmentally sustainable ones. Business activities now attract carbon tax, as do imports and exports based on their supply chain and the resources used to produce them.

The implications of all this for our planet are positive, although much, much more urgently needs to be done to mitigate the worst impacts of climate change. The socioeconomic implications of this –particularly for how we work and the sorts of jobs we perform – will be far-reaching and diffi cult to predict, particularly as they come in tandem with the unprecedented disruptions wrought by the fourth industrial revolution.

Jobs will be lost. A report by the International Labour Organization, Greening with jobs,

estimated that job losses due to the production and use of green energy would amount to six million. On the other hand, the report projected that this switch would create 24 million jobs: “The net increase of approximately 18 million jobs across the world will be the result of the adoption of sustainable practices, including changes in the energy mix, the projected growth in the use of electric vehicles, and increases in energy effi ciency in existing and future buildings.”

However, the report emphasised the importance of skills development to a just transition. Without a proper understanding of the skills required and broad-ranging interventions to ensure these are learned, those whose jobs become redundant will be left behind, and we will struggle to fi ll the millions of new vacancies created, stunting the development of the green economy.

So, what skills are required for this transition, and how do we develop them?

Fast fact

Investment to drive the green transition was determined to be the sixth-most impactful macrotrend by businesses surveyed for the World Economic Forum’s The Future of Jobs Report 2023.

ANTICIPATING SKILLS REQUIREMENTS

One of the challenges of reskilling for the future is that many of the roles we take for granted now may not exist.

“We cannot predict with great certainty what economic structures or ‘recipes of production’ will look like in a decade or so,” says Prof Heinrich Bohlmann, associate professor in the Department of Economics at the University of Pretoria. “However, being close to the ground, taking note of regulatory trends and talking to people working in areas that are experiencing change and those working on technologies of the future can give us good insights into what new products, their production structures and accompanying skills mix might be.”

“TECHNOLOGICAL PATHWAYS AND THEIR VALUE CHAINS NEED TO BE ANALYSED TO HIGHLIGHT WHAT SKILLS ARE REQUIRED.” – ARADHNA PANDARUM

Technological pathways and their value chains need to be analysed to highlight what skills are required, says Aradhna Pandarum, portfolio manager for just energy transition at the Council for Scientific and Industrial Research (CSIR). In the short term, government needs to map the required skills that industry demands for the green economy. “This must then be prioritised in terms of specific interventions that are required for us to mobilise skills development in the prioritised areas. There is an element of ‘train the trainers’ that will be required, hence the faster this is done, the better.”

In the long term, says Pandarum, constant monitoring and evaluation must be done to ensure impact from skills development and a change to the employment rate. “This must be done along with constant assessment of the changing economy and its demand for skills. Government should monitor the gap between skills supply and demand, and ensure that it doesn’t worsen the employment situation, but rather improves it.”

SAFE BETS

Regardless of the above, Pandarum says we can safely predict that the decarbonisation of the energy sector will lead the way in terms of skills needs.

“CSIR analysis has shown that the major job creation from renewable energy projects – including direct, indirect and induced – in the country will emanate from the manufacturing, construction, and finance and professional services sectors.”

Prof Margaret Chitiga-Mabugu, the University of Pretoria’s dean of Economic and Management Sciences, cites a report by the Brookings Institution, A new green learning agenda: Approaches to quality education for climate action, saying: “The following are broad co-skills that will be required, particularly for transitioning to a green economy: business skills, data analysis, engineering, entrepreneurship, environmental and ecosystem management, environmental knowledge and awareness, finance, information and communication technology, innovation, marketing skills, project management, research, sales, scientific, technological and gender empowerment skills.”

INSTITUTIONAL EVOLUTION

Once we understand the nature of the skills required, we also need to ensure these are taught by educational institutions in a dynamic, forward-thinking manner. However, due to the fast-changing nature of technological advancement and the unpredictable effects of the move to sustainability, it is difficult for local institutions to keep up with the pace, says Pandarum. “Technology is evolving at a rate that has never been experienced before, and climate-change impacts are driving the world to implement projects at an unprecedented pace. The local education system requires much change, especially at Technical and Vocational Education and Training (TVET) level. CSIR, industry, other research institutions and the Sector Education and Training Authorities (SETAs) are working together to change this narrative and better plan for the future energy landscape, including the green energy economy.”

Pandarum adds that last year the CSIR collaboratively developed the first renewable energy TVET skills course in Nkangala TVET college with the Energy & Water Sector Education Training Authority, RES4Africa, Eskom and industry players, among others.

Prof Bohlmann agrees, but adds that universities also need to rethink some of their curricula. “The introduction of new courses,

TRENDS IN GREEN JOBS

The LinkedIn Global Green Skills Report 2022 identified five key trends shaping the green economy:

• Demand for green talent will soon outpace supply.

• Hiring of green talent is accelerating faster than overall hiring.

• There’s currently a good balance in the green skills that are needed.

• The fastest-growing green skills are both mainstream and emerging.

• The volume of workers moving into green and greening jobs is too low.

such as robotics and programming at school level, will also further improve and align the skill sets of new workers with today’s needs.”

THE ROLE OF THE PRIVATE SECTOR

Of course, the private sector has both a societal role to play and a vested economic interest in ensuring that future green skills requirements are met. Pandarum says the sector should create enabling environments and incentives to ensure that companies don’t just shed jobs due to their business being threatened. “This is a transition; we should work together to ensure that it is a just one for all involved and that nobody is left behind. If there are challenges, the private sector should be vocal about this to see if support can be given.”

Prof Chitiga-Mabugu echoes this sentiment, saying the private sector needs to send clear signals to government and workers detailing the skills requirements and do their best to incentivise workers to adopt and learn the necessary skills. “Of course, government needs to be responsive to these signals and also minimise any red tape for business in working with labour during the upskilling/ reskilling process,” she concludes.

“THE INTRODUCTION OF NEW COURSES, SUCH AS ROBOTICS AND PROGRAMMING AT SCHOOL LEVEL, WILL ALSO FURTHER IMPROVE AND ALIGN THE SKILL SETS OF NEW WORKERS WITH TODAY’S NEEDS.” – PROF HEINRICH BOHLMANN

Prof Margaret Chitiga-Mabugu

MAKING LIGHT WORK

TVETs ARE LOSING AT SKILLS DEVELOPMENT

Minister of Higher Education Blade Nzimande claimed that TVET colleges planned to enrol 497 032 students for ministerial approved programmes with an additional 59 383 enrolment for programmes funded through other sources for the 2023 academic year. This is down from 508 000 registrations for minister-approved courses in 2022, meaning that South Africa is poised to miss its 2.5 million TVET registration by 2030 target.

(merSETA) is responding with a drive to train more than 7 000 learners in solar skills. Skills will be developed across a national network of complementary programmes, such as a R210-million partnership with the Northern Cape provincial government for bursaries and equipment to feed critical skills requirements across high-demand trades.

Intel – the computer chip maker – launched the first of the company’s Digital Readiness programmes at the ORBIT Technical Vocational Education and Training (TVET) College’s Brits campus in 2022.

“Our ambition goes far beyond what can be achieved on Intel silicon,” says Intel Europe, Middle East and Africa general manager Maurits Tichelman about the company’s skills development quest. “But developing human potential can sometimes lead to unforeseen problems, for example, the South African economy currently isn’t big enough to absorb these skills,” he explains.

Cisco is also investing heavily in bridging the skills gap created by the technology revolution.

“When we started Cisco Networking Academy, the focus was on pure network and getting installers and resellers accredited to work with our technology, then we started introducing other courses,” says Cisco managing director for sub-Saharan Africa Hani Raad. “Now we have skilled people coming through, but there is no job for them to walk into, so they start their own thing using their skills.

“Our partnerships with the government and nongovernmental agencies are working well,” Raad says. “Some libraries where we placed networking equipment have become business

hubs for small and medium enterprises. Who is going to support them when they move to their own offices? What sort of skills will be needed by these new businesses?”

His words echo Tichelman and point to a larger knowledge gap within South Africa.

SETAs FILLING THE GAP

Skills development is a critical component of South Africa’s landmark Just Energy Transition Investment Plan (JET-IP), which is seeking to decarbonise our economy over the next 20 years.

“Government is currently sitting down with the relevant SETAs (sector education and training authorities) to address the skills shortages and requirements for the emerging green hydrogen industry,” explains acting director of the South African Institute for Advanced Materials Chemistry green hydrogen programme at the University of the Western Cape) Dr Stanford Chidziva. “We will need to import the skills to train our teachers and lecturers first, and then develop courses for our universities and TVETs.”

The demand for renewable energy sector skills is large, and the manufacturing, engineering and related services SETA

“The merSETA is excited about these partnerships and aims to forge more of this nature and magnitude. It is through these projects, coupled with the invaluable, continuous support from the Department of Higher Education and Training, that we are leaders in closing the skills gap,” said merSETA acting chief executive officer Disa Mpande in a statement.

While the JET-IP and the pivot to renewable energy represent South Africa’s response to the impact of carbon emissions on the environment, the agricultural SETA (AgriSETA) is facing a skills shortage driven by the damage already done to the climate.

In 2018, at the height of the drought in the southern part of the country, the South African agricultural sector declined by 29 per cent, according to StatsSA.

A retrospective study on that drought period by Stellenbosch University Agricultural Sciences found that South African farmers have limited drought and water management skills and poor drought monitoring and early warning systems.

“The challenge was to change the perception of the youth towards agriculture,” explains Nokuthula Sibia, former AgriSETA research, monitoring and evaluation manager. Under her stewardship, AgriSETA laid its framework to respond to the highlighted concerns. Measures included introducing agricultural studies in TVET colleges.

“It’s difficult to convince young people to pursue a vocation or trade when the media tells them to be programmers and engineers,” she says.

South Africa’s industry sector training authorities are scrambling to fill the skills gap, but the youth don’t seem to be interested, writes LINDSEY SCHUTTERS

THE DEMAND FOR RENEWABLE ENERGY SECTOR SKILLS IS LARGE, AND THE MANUFACTURING, ENGINEERING AND RELATED SERVICES SETA (mer SETA) IS RESPONDING WITH A DRIVE TO TRAIN MORE THAN 7 000 LEARNERS IN SOLAR SKILLS.

Disa Mpande

Applications for the highly regarded Sasol Foundation bursary programme are open. The opportunity is targeted at underprivileged Grade 12 learners who will commence their tertiary studies in the 2024 academic year and first- or second-year students already studying at universities.

The Sasol Foundation bursary programme aims to support talented individuals in pursuing full-time undergraduate degrees in the science, technology, engineering and mathematics (STEM) fields, reinforcing the foundation’s commitment to empowering the next generation of South African leaders in these disciplines.

OFFERING FINANCIAL SUPPORT AND OPPORTUNITIES

The bursary programme offers comprehensive bursaries to South African citizens who have obtained acceptance or provisional acceptance for studies at a South African public university or university of technology for the 2024 academic year. This initiative aims to provide financial support and create opportunities for aspiring students to excel in STEM disciplines, which are crucial for the country’s future development.

SASOL FOUNDATION BURSARY PROGRAMME APPLICATIONS OPEN FOR 2024

Sasol Foundation is calling matriculants and university students to apply for its 2024 academic year bursary programme.

By NOXOLO KAHLANA , head of the Sasol Foundation.

The Sasol Foundation recognises the importance of a well-rounded education. This is why it is also offering bursaries for nonSTEM qualifi cations exclusively to qualifying students from Sasol’s fence line

communities, children of Sasol Khanyisa shareholders and those of Sasol employees. This initiative ensures that individuals from diverse backgrounds can access educational opportunities and contribute to various sectors of society.

Among the most profound impacts of the bursary programme is the opportunity it creates for deserving students who may have otherwise faced financial barriers to accessing higher education.

Noxolo Kahlana

AMONG THE MOST PROFOUND IMPACTS OF THE BURSARY PROGRAMME IS THE OPPORTUNITY IT CREATES FOR DESERVING STUDENTS WHO MAY HAVE OTHERWISE FACED FINANCIAL BARRIERS TO ACCESSING HIGHER EDUCATION.

and confi dence to thrive in their chosen fi elds. This comprehensive approach not only enhances their academic performance, but also prepares them for successful careers and leadership roles.

APPLICATION CRITERIA

Eligibility for these bursary opportunities is limited to Grade 12 learners and first- or second-year university students who are South African citizens (by birth only) and will be/are pursuing degree studies at a South African public university or university of technology. Selection criteria for qualifying individuals

THE SASOL FOUNDATION BURSARY PROGRAMME AIMS TO SUPPORT TALENTED INDIVIDUALS IN PURSUING FULL-TIME UNDERGRADUATE DEGREES IN THE SCIENCE, TECHNOLOGY, ENGINEERING AND MATHEMATICS FIELDS.

ABOUT THE SASOL FOUNDATION BURSARY PROGRAMMES

The scarcity of talent in South Africa and globally makes it essential for Sasol to ensure continuous availability of skills to sustain our growth. The Sasol Bursary programmes for South African youth are a critical talent lever to enable us to meet our strategic and transformation talent objectives.

Sasol has established a reputation in the market as an employer of choice and has been voted Employer of Choice in the chemicals and energy sector in the SAGEA employer survey for fi ve consecutive years.

SASOL ADVERTORIAL

AREAS OF FOCUS

The Sasol Foundation supports a wide range of study disciplines, including but not limited to agricultural science, chemistry, computer science, data science, education (majoring only in STEM subjects), engineering (all fields), financial science, health science, mathematical science, technology, and others. This list serves as an indication of the foundation’s areas of focus and the funded disciplines available.

By prioritising STEM degree studies aligned with future needs, the programme is also actively shaping the future workforce of South Africa as these disciplines are vital for innovation, economic growth and sustainable development. By supporting students in these areas, the Sasol Foundation is contributing to the long-term prosperity of the country.

A SUCCESSFUL INITIATIVE

The impact of the Sasol Foundation bursary programme is evident in the success stories of its alumni. Many former recipients have gone on to achieve remarkable accomplishments in their respective fi elds, becoming role models and inspiring the next generation of aspiring students. Furthermore, these individuals are driving innovation, contributing to the economy and making a positive impact in their communities. Their success demonstrates the transformative power of education and the ripple effect the Sasol Foundation Bursary Programme has on society as a whole.

Candidates meeting the qualification criteria are encouraged to visit www.sasolbursaries.com to apply and access further information regarding the application process for the bursary programme.

Scan

includes academic performance, household income, acceptance to a university or university of technology and South African citizenship. Applicants currently in Grade 12 must submit their Grade 11 (final year-end) results. Students already enrolled at a higher learning institution should use their end-of-year results to apply for the bursary programme.

AIMING HIGH IN THE ARTS

From completed courses to mental or physical limitations, two very different, accomplished South African female artists share what it takes to make it in the art world.

By KIM MAXWELL

NARDSTAR, THE STREET ARTIST

She goes by the name, Nardstar, and paints vibrant images on Cape Town buildings or walls. Many are portraits of women of colour so “women can see themselves being celebrated in public spaces”.

In 2017, Nike flew Nadia Fisher to join artists from around the world in painting a mural on a new office building at their world headquarters in Portland, Oregon. That same year, Michelle and Barack Obama invited her to produce an interactive mural for the Obama Foundation in Chicago.

Nardstar was selected to be part of the Marvel Artist Series in late 2022. “I did five different illustrations for the Black Panther Legacy Project, which were placed on merchandise sold in Walmart stores around the world,” she says. “It was part of the marketing build-up to the Black Panther: Wakanda Forever movie.”

In July 2023, Nardstar returns from Disney World, Florida. This time, to paint a mural themed around celebrating black music.

Nardstar’s artistic skill is producing colourful street art – aspects of which have commercial appeal. “Basically, my main art form is painting murals. That street art forms the base of my work, and then I also do digital and canvas versions of the things I paint on the street,” she says. “I get commissioned to do murals or paint walls, but sometimes clients want my artwork as packaging. Or they want something they can keep and move around – obviously, you can’t do that with a wall. So, I literally take what I paint on the street and transfer it to a canvas or a digital format.”

FROM CERAMIC TO BRONZE, AN ARTIST’S EVOLUTION

Zizipho Poswa, aka Zizi, is a South African ceramic artist. She co-founded Imiso Ceramics, a Cape Town studio producing ceramic vessels and tableware. Her work is included in the collections of the Metropolitan Museum of Art, Los Angeles County Museum of Art and Philadelphia Museum of Art.

In May 2023, Zizi opened her first solo exhibition of bronze sculptures in Galerie56 in New York (on show until 29 July), in collaboration with Southern Guild. The sculptures are inspired by the “spirituality and traditions” of her Xhosa heritage. iiNtsika

MY STUDIES – NADIA FISHER AKA NARDSTAR

“I completed a three-year national diploma in graphic design at Cape Peninsula University of Technology. Then studied fine art at Ruth Prowse for one year. But I started doing freelance design work so I could buy paint and paint walls. I dropped out of fine art because I spent a lot of time painting walls. I decided to try and make a career out of painting murals instead.

“The graphic design course was so in-depth and I learnt many different skills: figure life drawings, different illustration styles and mediums. I did print-making, screen printing and lino cuts. We learnt digital. I learnt how to do magazine layouts, book designs, corporate branding and … all so helpful with running my own art business now, because I can design things for myself and do everything digitally. I would not want to be a graphic designer, but I use a lot of those skills in my business.”

zeSizwe (Pillars of the Nation), explores the practice of umthwalo (load), where African women carry heavy loads on their heads, often walking long distances.

“The response to my latest exhibition – my very first in the United States – has been pretty spectacular,” she reflects. “It was thrilling to meet and connect with American collectors that have been following my practice.” She describes the work as “conceptually rooted in my Xhosa identity”.

Zizi calls ceramic-making “a craft that takes a lifetime to truly master”, where persistence is key. “To aspiring ceramicists: cast your net wide. Apply for residencies and courses. Go to exhibitions – interact with artists, collectors and potential buyers. Reach out to local makers you admire, those whose style might differ from your own. Finding a professional mentor can be truly enriching to both your life and practice.”

LIKE

MY STUDIES – ZIZIPHO POSWA AKA ZIZI

“I specialised during a three-year National Diploma in Textile Design at the now Nelson Mandela University. Though my course wasn’t related to ceramics, it helped me cultivate some very diverse, transferable practical skills. It helped hone my aesthetic eye and develop a visual language and a practical understanding of pattern, colour and proportion. Around 70 per cent of my diploma required hands-on practical time in the studio.”

“MY MAIN ART FORM IS PAINTING MURALS. THAT STREET ART FORMS THE BASE OF MY WORK, AND THEN I ALSO DO DIGITAL AND CANVAS VERSIONS.” – NARDSTAR

Ubuntu (2021), painted at Philippi Village, Philippi on a 20-metre-high silo, this is Nardstar’s biggest mural to date.

Nardstar in front of her mural wall in Doha, Qatar, in December 2021.

“WORKING ENTIRELY IN BRONZE FELT

THE NEXT ORGANIC STEP IN MY ARTISTIC EVOLUTION.” – ZIZI

Zizipho Poswa at her solo exhibition iiNtsika zeSizwe in New York.

THE RISE AND RISE OF SOCIAL MEDIA INFLUENCERS

By NIA MAGOULIANITI-MCGREGOR

Influencer marketing is on the rise with a celebrity such as Boity Thulo – over six million Instagram followers and counting –able to charge hundreds of thousands of rand for one Insta post.

As Gillian Attwood, head of marketing agency Gillstrawberry, puts it: “Influencer marketing is massive, and it’s growing.”

Smaller content creators are marketable too.

There’s a difference between being a content creator and an influencer, Attwood says.

“A content creator creates inspirational, educational or entertaining content, usually on a niche subject, while an influencer is a celebrity or expert who holds sway with consumers. A content creator can become an influencer, and an influencer can also create content.” Some, she says, work campaign to campaign while others will enter into a contract for a set period.

Attwood started an online influencer school, “catering to the creator economy”, two years ago after realising people were “increasingly” picking her brains on this topic. She teaches participants how to build a strong, trustworthy personal brand and monetise their brand and content.

She says social media platforms are “fighting” for creators.

There’s huge potential for talent. While she says she “wouldn’t approach Boity for under R1-million a campaign”, a content creator with up to 50 000 followers can earn well.

Fast fact

The influencer advertising market in South Africa is projected to grow by 11.60 per cent from 2023 to 2027.

Source: Statista

BIGGER ISN’T ALWAYS BETTER

“Influencers have taken the industry by storm,” agrees Lerato Maleswena, director of creative agency 20 Across.

“They’re a trusted source for audiences that connect with them, while it’s easy for clients to track data.” She says bigger isn’t always better. “Those with smaller numbers can often have more intimate and connected conversations with their followers.”

Karyn Hamilton, marketing manager of health product brand Futurelife, agrees. “We consider the size of the influencer’s audience and their ability to reach our target market, but often prefer a smaller following with more engaged followers and a high ability to create beautiful content.” Using content creators has become an important part of the company’s brand strategy, “because of the trust and authenticity these partnerships bring”.

Suzuki SA’s head of marketing and PR, Megan MacDonald, says while they engage with recognised brand ambassadors, they don’t discount smaller creators.

Muzi Sambo, a dentist, had his audience so engaged with his YouTube posts of him and his wife buying a Baleno and Brezza, they started tagging Suzuki SA. “Right now,” says MacDonald, “we’re organising a Swift Sport for him to drive for a few months.”

“We consider influencers part of our marketing mix, so they work alongside traditional and digital marketing – digital marketing is more easily measured than traditional advertising, which means we can really monitor what’s happening with influencers,” says MacDonald.

NO HUGE BARRIERS TO ENTRY

Maleswena says, basically, you need a good camera and good ideas. “But you also need vision, a work ethic, wit, creativity and thick skin – you have to be comfortable putting yourself out there.” She says for many, it’s a side job, and it may take a few years to seal a brand relationship, but, “I’ve seen influencers buy their first car or even put down a deposit on a house”.

It’s digital creator

Grant Hinds’ full-time career, where, he says, he communicates his passion for gaming and technology. “All data on digital media is granular and specific. Your audience is concentrated and targeted, so the call to action is stronger.”

But content must be “compelling”, he says. “Being a nerd, being unapologetically passionate about a product –that’s my talent.”

CONSTANTLY EVOLVING

At the heart of this marketing, says Hinds, is a psychological concept known as a parasocial relationship. “We imagine we really know someone we’ve never met, even though we’re only getting a curated view of their lives.”

“The digital age is constantly evolving,” says Hinds. “Artificial intelligence (AI) assists creativity, but can’t present your story in a compelling way.”

In a matter of years, thanks to AI, a digital twin of the influencer will become available via, say, Whatsapp, which will engage with and direct followers to an online shopping site.

For now, Hinds says, even school kids have caught on. “I bet some are making more money than their parents.”

“A CONTENT CREATOR CREATES INSPIRATIONAL, EDUCATIONAL OR ENTERTAINING CONTENT, USUALLY ON A NICHE SUBJECT, WHILE AN INFLUENCER IS A CELEBRITY OR EXPERT WHO HOLDS SWAY WITH CONSUMERS.”

– GILLIAN ATTWOOD

Lerato Maleswena

Grant Hinds

Social media influencers are the new marketing gurus that few brands can afford to be without.

WHY MENTORSHIP AND NETWORKING MATTER

dialogue and create opportunities to build communities that enrich and uplift others. “There is enough evidence to show how diversity of thinking creates significant change – and where there is deliberate change, growth is inevitable,” says Beattie.

Beattie believes that to grow, one needs to be open-minded to ongoing learning and mentoring, as well as stepping up to mentor others.

“More recently, I experienced ‘reverse mentoring’ by someone younger, and in many ways, the opposite of me. Mentoring and networking is never a one-sided conversation, but a journey of discovery,” she says.

Beattie adds that it is important to learn and understand how to use intentional acts of inclusion to create belonging, support others, be accountable for the role and value you bring to every interaction and be present in the moment.

“The ability to create and hold a safe space for vulnerability so that you invite authenticity into that space cannot be overestimated – it is invaluable,” she says.

Differentiating between mentorship and networking is important as they have distinct characteristics and serve different purposes, says Colleen Larsen, chief executive of Business Engage and author of Gender Matters: A Practical Response to the Slippery Ladder. In mentorship, an experienced individual provides guidance, support and knowledge to a less experienced person, while networking is the building of relationships and connections with a diverse range of professionals. Mentors and mentees often find each other in this process.

“Mentorship programmes are a critical component of upskilling women, but these programmes need to be suitable for the environment in which women work, and must be aligned with their aspirations,” Larsen points out.

In her book, Larsen writes about the importance of mentorship, sponsorship

and relationships. It is not enough to have a mentor as you progress to senior leadership, you will need a sponsor to recognise the skills and potential you bring to the table to accelerate you forward. “Whether your aim is to get a mentor or obtain recognition to attract a sponsor, or you just want to excel at work – nurturing and building relationships is a necessary requirement,” she says.

Networking helps grow your circle of influence, she adds, as it lays the foundation for possible opportunities through interacting and connecting with those people.

COLLABORATION

Larsen says collaboration is a key competence of most women. If women collaborate in activities that foster shared goals and interests, they achieve growth potential through mentorship or sponsorship. “Collaboration ensures that we remain rooted in the right direction of our set goals, and women should be comfortable talking about their accomplishments and interests – and step up to assume greater roles at their companies,” she says.

Amelia Beattie, CEO of JSE-listed property fund, Liberty Two Degrees (L2D), adds that mentorship and networking promote reflective

Larsen says it is important to establish yourself as a role model before seeking out mentorship opportunities.

In her book, Gender Matters: A Practical Response to the Slippery Ladder, she says role models or mentors possess the following competencies:

• are accessible and relatable;

• believe in their dreams, hence they can convince and convert others;

• Make their impact felt by challenging the system and changing the status quo;

• are impactful and noticeable and create significance, whether in the workplace, networking events or the implementation and execution of ideas;

• lead by example, delegate responsibilities and encourage and teach accountability;

• listen, empathise and seek to understand mentees’ unique perspectives and challenges without judgement and provide support and guidance as needed;

• set clear expectations and goals for the relationship; and

• vision and objectives with strategy direction on how to accomplish those.

Amelia Beattie

Colleen Larsen

Social connections play an important role in enabling growth, the development of personal brands, fostering collaborations and creating diversity thinking in work environments, writes DENISE MHLANGA

“MENTORSHIP PROGRAMMES ARE A CRITICAL COMPONENT OF UPSKILLING WOMEN, BUT THESE PROGRAMMES NEED TO BE SUITABLE FOR THE ENVIRONMENT IN WHICH WOMEN WORK, AND MUST BE ALIGNED WITH THEIR ASPIRATIONS.” – COLLEEN LARSEN

“Whether your aim is to get a mentor or obtain recognition to attract a sponsor, or you just want to excel at work – nurturing and building relationships is a necessary requirement.” – COLLEEN LARSEN

OUR COMMITMENT

The empowerment of women, youth and disabled persons should be achieved in all aspects of work. Vezinhlanhla Mining has more women on board to strengthen the capacity of the business. Youth will also be employed by the company to pass on the skills to the next generation. As Vezinhlanhla Mining grows, bursary schemes will then be introduced for students to further their studies. Vezinhlanhla Mining will develop a culture where there will be no discrimination against disabled persons, hence it will seek to nd, train and employ disabled persons with potential and enthusiasm.

OUR COMMUNITY DEVELOPMENT PLAN

Vezinhlanhla Mining’s objective is to train its staff and community undergraduates from university and colleges who are studying, especially engineering or mining. They will be given the opportunity to further their studies in the eld at Vezinhlanhla Mining.

OUR BLACK EMPOWERMENT POLICY

Vezinhlanhla Mining is committed to broad-based black economic empowerment and it supports the government’s initiative of transformation and af rmative action policies, and will continue to implement such projects where possible. The company will initiate projects whereby material and equipment will be sourced from black SMME companies thus speeding up the process of empowering small business enterprises.

Vezinhlanhla Mining is a 100% black-owned and managed mining contractor that specializes only in the mining industry, and we provide an array of services as detailed:

SERVICES:

Underground mining & Opencast mining

Project management & Facilities management

Plant maintenance & Conveyor maintenance

Crushing & Screening

Bulk material transportation & services