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CO NT R I BUTO RS AND CREDI TS
CONTRIBUTORS
CREDITS CEO R A L F FL E TC H E R
TO P CO S T U D I O A N G E L A BA R TE R Angela Barter is the Founder and Managing Director of The PR Agency. She is a public relations specialist and Sustainability Communication Strategist, and holds an MPhil in Environmental Management, from Stellenbosch University. She is a PRISA (Public Relations Institute of Southern Africa) Chartered Public Relations Practitioner (CPRP). And has been recognised as an outstanding businesswoman with a previous BWA Regional Businesswoman of the Year Achiever Award (Start-Up).
C H A NTE LL E S M ITH Chantelle is currently a Senior Recruitment Specialist at Gravitas Recruitment Group (UK) Ltd. Prior to this, she was the Recruitment Specialist at HR Company Solutions, based in Benoni, South Africa. She completed a BComm Degree in Marketing and Business Management at Oxford Brookes University.
C H E RYL B E NA D I E Cheryl is a Gender-Based Violence (GBV) activist, and is the Founder of Whole Person Academy - launched to help both entrepreneurs and employees rediscover the joy of work and to thrive in the new world of work. She holds a BA Communications Degree from Unisa, as well as a Certificate in Advancement and Resource Mobilisation from Rhodes Business School.
FU N E K A M O NTJA N E xx
P R O D U C T I O N D I R E C TO R VA N FL E TC H E R G R O U P E D I TO R FI O N A WA K EL I N AS S I S TA N T E D I TO R CHARNDRÉ EMMA KIPPIE DESIGNERS C H R I S T I N E S I L J EU R NAS REEN EMERAN T R A F F I C M A N AG E R DA N I EL B O U W E R
SAL E S AS S O C I AT E P U B L I S H E R J U DY C H I L ES H E B U S I N E S S D E V E LO P M E N T M A N AG E R S C H A R LTO N M O U TO N JA N E T K A R O DZ A JA N I N E J O N A S
I M AG E S i S TO C K UNSPL ASH
HEAD OFFICE TO P M E D I A & C O M M U N I CAT I O N S (P t y ) Lt d T/A To p c o M e d i a 2 n d F l o o r, E l ka y H o u s e
L AU R A P OTG I E TE R Laura is a Digital Marketing & Recruitment Specialist at HR Company Solutions. She is a highly skilled Human Resources Consultant, with experience in working with non-profit organisations and fundraising initiatives throughout South Africa.
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DISCLAIMER All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted, in any form or
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by any means, electronic mechanical, photocopying, recording or otherwise, without the prior written consent of Top Media & Communications (Pty) Ltd T/A Topco Media. Reg. No. 2011/105655/07. While every care has been taken when compiling this publication, the publishers, editor and contributors accept no responsibility for any consequences arising from any errors or emissions. ISBN: 9780620500746 16001
6 S TA NDARD BANK TO P W O M EN LEADERS
Esha Mansingh
Investor relations and communications executive
Phumzile Langeni Chairman and non-executive director
A Powerful Investment At Imperial, we believe that a successful and sustainable business is one in which all its people are able to thrive and advance. Accelerating gender diversity is a key strategic imperative and we have a strong focus on building a workforce that is representative of the demographics in the countries in which we operate. Maintaining a competitive advantage and relevance in our markets is achieved through these diverse teams, their experience, backgrounds and ensuring we are well positioned to meet the needs of our varied client base. We are committed to empowering, advancing and investing in our women and through this enabling us to deliver optimal value to our stakeholders. www.imperiallogistics.com
featured
CLIENTS
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000
Kopano Ke Lesedi
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Afrocentric Health
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Kumusa Consulting
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Aspire Solutions
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Maredi Technologies
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Matthew Goniwe School of Leadership & Governance
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BAT
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Motheo Tvet College
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Black Royalty Minerals
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Msheq
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Downtown Music Hub
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Nissi Human Capital Solutions
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Ekurhuleni West Tvet College
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Partners In Performance
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Elangeni TVET College
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Pinnacle Human Capital Consulting
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Enel Green Power
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React 24
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Foundation for Professional Development
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SA Tourism
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Gert Sibande TVET College
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SERVEST
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Gubhani Exploration
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Stenda Trading
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Harmony Gold Mining Company
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Take Note IT
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Health Science Academy
000
Tata Consultancy Services
000
Hermajesty Projects
000
Triplo4
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Imperial
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Tshimologo Executive Group
000
Implats Platinum Holdings
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University of Mpumalanga
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Kazi Capital
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Vaxowave
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Kelloggs South africa
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Zimasa Travel
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8 S TA NDARD BANK TO P W O M EN LEADERS
A DV E RTO RIAL
F OUN D AT ION FOR PROFESSIONAL DEV EL OPMEN T
T H E FOUNDATI O N FO R P R O FE SS I ON A L DE V ELOPM E N T
E N S U R I N G T H E H E A LT H O F T H E C O N T I N E N T The Foundation for Professional Development (FPD) has its genesis in the South African Medical Association. Innovation and social impact have driven our work to be a positive force of change on the African continent for 23 years. FPD’s mission is to catalyse social change through developing people, strengthening systems and providing innovative solutions. We develop people primarily through custom educational products focused on professional development and building management capability. FPD’s innovative focus includes projects which pioneer new models to meet the Sustainable Development Goals. As a private higher educational institution developing people is our core, and as cost is a major barrier to quality education, FPD actively strives to reduce the financial burden on students through scholarship programmes. To date, FPD has provided scholarships to over 500 000 students. In 2019-2020 FPD provided sponsored training to participants to the value of R 70,552,046. Over 60% of these participants were women. As a young woman from a rural area who started off as an administrative assistant, and grew into a leadership position, the numbers cannot express the impact that access to education can have on the course of a woman’s life. We champion gender empowerment in all aspects of our work. We work with a
powerful executive team, where women are the majority, and seek to ensure that our staff have fair working conditions and access to development opportunities. 2020 was an unprecedented year. At FPD we clung to our mission and united to provide free access to CPD Accredited COVID-19 related courses to over 30 000 healthcare workers. With many of our own staff being frontline workers, we were acutely aware of the surge in genderbased violence (GBV) since the lockdown. We recognised that healthcare professionals are ideally placed to identify and provide support to survivors of GBV. With the support of key sponsors, we delivered courses to over 1000 healthcare workers on gender-based violence in the context of the COVID-19 Pandemic, designed to equip healthcare providers with the knowledge and skills to respond adequately to survivors of violence in any form. FPD is uniquely placed as a credible educational partner, with deep institutional knowledge in health, to develop educational offerings that will fast track the development agenda on the continent to empower women. We cherish our social entrepreneurial approach and the concept of doing well, while doing good resonates
CONTACT DETAILS: Physical Address: FPD Knowledge Park, 173 Mary Road, The Willows, Pretoria Postal Address: PO Box 75324, Lynnwood Ridge, Pretoria, 0040 Telephone: 087 821 1109 | Email: foundation@foundation.co.za Website: https://www.foundation.co.za/ Twitter: https://twitter.com/FPD_SA Facebook: https://www.facebook.com/FPDZA Instagram: https://www.instagram.com/fpdsouthafrica/
10 S TANDARD BANK TO P W O M EN LEADERS
STACEY-ANN PILLAY
ACADEMIC EXECUTIVE AT FPD with the personal value system of our staff. We intend to rapidly expand our educational offering, and the reach thereof, by embracing technologies that have a user-centric design. FPD will play a role in helping to solve the shortage of health workers, which has been highlighted globally, and we will use our experience in health systems strengthening to advocate for those in need and support Ministries of Health. Our innovations will centre around piloting new models to create equity in provision of healthcare and generating evidence to support epidemiological
advances. As a young woman leader, it is a pleasure to serve in an organisation where gender empowerment is a deliberate agenda woven into how we lead our organisation and the work we do.
E D I TO R ’ S L E T T E R
EDITOR’S
Letter
The year 2021 has started off with cautious optimism – after
2020, most of us are of the view “the proof of the pudding…”. But the good news, is that vaccines have landed/are arriving, and now we need to ensure enough of us are inoculated
to ensure herd immunity. The President of the SA Medical
Research Council, and principal investigator for the South
African contribution to the Johnson & Johnson’s vaccine trial, Professor Glenda Gray, has warned that the ramifications of possible COVID-19 variants without global vaccination are “too terrifying to even think of”.
From what I have read, there needs to be a concerted
education campaign to counter the conspiracy theories from
the fake news peddlers - which are many and varied, although the one thing they have in common is that they are all bizarre, including the one that espouses the notion that the vaccines contain micro chips and are being used to control the world – and that COVID comes from 5G towers. Once we have
reached global herd immunity, hopefully no one takes a bite out of a pangolin – or was it a bat? – ever again.
Topco Media, like many other businesses pivoted completely towards digital during 2020 – and it gives me great pleasure to introduce our 16th digi mag edition of Standard Bank
Top Women Leaders. The cover reflects some of the iconic
individuals who have led the way in the gender empowerment journey, celebrating gender transformation in South Africa.
This bumper edition includes interviews with Top Women leaders such as Funeka Montjane (Standard Bank Group), Glenda
Gray (South African Medical Research Council), Leila Fourie
We also have articles on Top Women leaders in tech,
sustainability and education, as well as a lifestyle section that contains tips and advice which we hope you’ll find
useful. The piece on Top Young Women achievers shows why we have so much to look forward to - as does the
celebration of the Standard Bank Top Women Awards and Conference; both events were held digitally and reflect what is possible when there are no limitations.
This publication would not have been possible without
the incredible team I work with: production director - Van Fletcher, editor - Charndré Emma Kippie, designer -
Christine Siljeur, and traffic manager - Daniel Bouwer. We hope you enjoy the read. #Be safe
#Gratitude
(JSE), Shirley Machaba (PwC), Felicity Hudson (Discovery
Ltd), Rachel Kolisi (Rise Women) Aisha Pandor (SweepSouth), Lianne du Toit (YPO) and Magda Wierzycka (Sygnia Ltd).
S TA N D A R D B A N K TO P WO M EN L EAD ER S 11
SUPPORTING THE PEOPLE ON THIS CONTINENT Funeka Montjane Chief Executive Officer, Consumer & High Net Worth Clients at Standard Bank Group Ltd. The reality of where we find ourselves is that we are engaged in a real fight for survival.
We know that worldwide over a million people have died
from COVID-19, but more than anything, it’s actually about livelihoods. And on a day-to-day basis, working from home
has the “Groundhog Day” effect, which feels like each day is exactly the same as the other.
More than anything, I think we are exhausted. There’s a huge fear factor. From a business perspective,
the Republic has lost at least a quarter of all of its economic activities. Things were starting to get better in level one, but we are definitely nowhere near where we need to be.
And so our real challenge is - how do we make sure that
we survive as human beings and how do we make sure
that our businesses ultimately also survive? We want to be the bank, which, across the continent, has
the highest number of customers who survive
through this time with their businesses in tact and their livelihoods in tact.
“WE ALSO HAVE TO THINK BEYOND SURVIVAL. WE HAVE TO THINK ABOUT THRIVING.”
A FI G HT FO R S URV I VA L - FUN EK A MO NTJANE
F O R E WO R D
We’ve worked very closely in South
people in this country who have lost
But we also have to think beyond
the RSA COVID loans and I am very
out there whose kids cannot learn
thriving.
Africa with our government in terms of proud to be with the bank that has
over 60% of all household RSA loans
that have been granted in this country. And we continue to look forward to be able to do that, because the scheme is still open. The other thing that I’m
their jobs. There are many women
survival. We have to think about
online. There are many families who
can’t afford groceries. And then many
How do we start to make pivots in
who are right in the frontline who are
that our business is, in fact, future
women out there who’ve got jobs
our business models to make sure
unable to work for more.
ready? How do we prepare the next
women and our children to be ready
personally passionate about is that
So it seems to me that one of the
makes sure that we have as many
we need to have, is that we can’t only
And lastly, I hope that we use this
to realise that we are part of a broader
really brave conversation - which
Standard Bank is an employer which people as we can working from home - but more than anything, very close
to my heart, is the ability to continue to pay all salaries. Over the last six months, we’ve continued to pay a
hundred percent of all salaries, even to people who were unable to work. As a long term 150-year-old
biggest courageous conversations that be talking about ourselves. We have community. Conversations are now
more important than ever. The thing
Can we use this time to redefine
able to collaborate at scale.
success and leadership away
only with our small families, but to be
perspective. And therefore right now
ultimately about listening with the
be able to navigate this transition. But success is not about the one who’s got the highest profit or even the
lowest loss; success, right now, means
providing the best support to the people of this continent.
Because if the people of this
continent, the businesses of this
continent do not thrive, we all don’t have a future. There are 2 million
is, can we use this time to redefine
the ability to work together - and not
As one of my favourite authors Mark
the most important thing is for us to
opportunity, to start talking about a
success?
that put us on top of the food chain is
organisation we want to have the highest growth rate from a profit
to live in the world?
leadership? Could we maybe pivot from wanting more and more?
Can we all go back to our original
Nepo says - true conversation is
communities to truly understand
who they are, what is it that really
willingness to be changed by what we
matters to them so that we can
hear. And that’s what we need now more than ever, because to me, it
ultimately be the type of people
seems like there are big conversations we need to have. The first is - how
who can fall in love with our country and our continent again?
are we going to survive? How are we
I’m hoping we can start having
help our businesses survive? How do
success and leadership for the
going to help each other? How do we we make sure that we can get out of
this so that we can live, and continue to pay school fees and buy groceries for our children?
a conversation which redefines young women and young men of this country and this continent, so that
ultimately humanity can continue to
thrive and survive through this time.
S TA N D A R D B A N K TO P WO M EN L EAD ER S 13
UNLOCKING THE POTENTIAL OF OUR WOMEN Sim Tshabalala Chief Executive Officer at Standard Bank Group Ltd. I firmly believe that society cannot truly prosper if
women are not fully empowered and on the same footing as men.
Working towards gender equality is, of course a moral obligation, and it’s also the right thing to do, but it also makes economic sense. By denying a group
that accounts for more than half of Africa, and indeed half of the world’s population, their full rights and
opportunities, we are simply holding back growth and human development.
We’ve made great progress over the past few
decades - better representation of girls and women
in our education systems, governments and private companies, and a lot of female presence in senior decision making positions. However, there’s a risk that the COVID-19 pandemic will hinder our progress.
“WE CANNOT LET THE PANDEMIC HALT OR REVERSE THE PROGRESS THAT WE HAVE MADE IN TERMS OF GENDER EQUALITY”
UN L O C K I N G T HE PO T EN T I A L O F O UR W O MEN - S I M T S HA B AL AL A
F O R E WO R D
We’ve all seen distressing reports of
Further, the UN Women, HeForShe
And women are likely to bear the brunt
target of at least 20% female chief
We are providing them with
2021. HeForShe is rooted in the very
to affordable technology, so as to
girls being forced to drop out of school. of the economic downturn. We also
know that while access to funding is central to the survival of many small businesses, amidst the pandemic,
women entrepreneurs face significantly greater obstacles than men when it
initiative inspired us to set a
executives within the company by
important understanding that gender
based violence increased at an
movement. These include critical
lock downs and curfews.
We cannot let the pandemic halt or reverse the progress that we have
made in terms of gender equality. The Standard Bank remains committed to playing its part and to building on the
gains that we’ve made in recent years. We are continuously making sure
that we are working to improve the representation of women in senior positions in our group. Indeed, at
the end of 2019, women held 37% of board positions and 40.3% of senior management positions. Yet we are
fully aware that this is not sufficient. It’s just not enough.
We are working to meet, and hopefully, exceed
our targets in the years
ahead. We aim to have
women holding 40% of the group executive positions by 2023.
finance projects. We are guided by the
the involvement of men.
We have launched a range of
alarming rate in 2020 with the national
increase access to markets and
quality would only be achieved with
comes to accessing financial services. We also saw that instances of gender
entrepreneurial skills and access
UN principles for responsible banking, which aim to align the strategies of the banking industry with society’s
initiatives to support the HeForShe
aspirations as expressed by the
sustainable development goals and
conversation session, debates about
other international frameworks.
various aspects of gender equity
sessions to deliberate and engage
We are focused on doing business the
with them in the conversation, and
and sustainable growth.
men deliberately as we deliberate
right way and on supporting inclusive
the ongoing focus on leadership development and leadership
Standard Bank’s purpose is to drive
development programs for women.
Africa’s growth - this is only possible
if women are truly empowered. While
We recently launched the African
COVID-19 poses risks to the progress
Woman Impact Fund, which aims to
empower women-asset managers who are willing to invest in female owned businesses across the continent. The fund aims to raise a total of
given us all an opportunity to reflect on the kind of future that we want.
As we work through the crisis, we
$100-million.
need to be empathetic leaders who
search for innovative solutions to the
Another exciting initiative focuses
challenges we face. These are qualities
specifically on the agricultural sector
that many women possess, which is yet
in Malawi, Nigeria, South Africa, and
another reason why we need to ensure
Uganda working with UN women.
that women are better represented in
We are addressing gender gaps in
the sector while also improving the
towards gender equality, it has also
decision making in society.
industry’s resilience to climate change.
If Africa manages to fully unlock the
reach a target of over 50,000 women
economy will defy even the most
The programme aims to achieve and in three years.
potential of its women, the continent’s optimistic growth forecasts.
S TA N D A R D B A N K TO P WO M EN L EAD ER S 15
“AFRICA IS OUR HOME AND
we dr i ve h e r gr o w t h ” As the Head of Operational Risk at
PBB SA for Standard Bank, Nolwazi
Nzama supports CE Funeka Montjane in managing the risk associated with the personal and business banking business. We spoke to her about
housing the nation, career angels and wealth creation.
Nolwazi Nzama Head of Operational Risk for Personal and Business Banking, Standard Bank SA By Fiona Wakelin
000 S TANDARD BANK TO P W O M EN LEADERS
N O LWA Z I NZ AM A
WHAT IS YOUR PORTFOLIO AT STANDARD BANK AND HOW DO YOU MANAGE OPERATIONAL RISK? Essentially banking is a business where risk is taken in return for reward. Our primary job is to enable businesses
to identify risks, understand them and
then deliberate whether they are within their appetite of risk pursuant to the
rewards they are pursuing. We ensure the sustainability of the business by balancing the interests of the bank
and our customers ensuring that the
interests of all parties are being met. We endeavour to be the conscience to the business. We are a regulated function, but we thrive to provide a
service whereby even if we weren’t
regulated, businesses would still want to have us around because they see the value in the engagements we
provide. The beauty of us is our job is
to enable conscious risk taking for the
bank, which inherently means we do the same for customers - because without
our customers there is no bank. So we manage the friction between ensuring
great customer experience and the risk
associated with delivering it. We ensure products delivered to customers meet
not only regulatory standards, but that the interests of our customers have
been met. Our performance is measured not only on the bank’s losses, but on
customer losses – two sides to one coin! WHAT HAVE BEEN SOME OF THE MAJOR HIGHLIGHTS IN YOUR CAREER AT STANDARD BANK? Standard Bank generally has been a great place for me to work and develop. I came in as a middle
manager and have been able to work
my way through the ranks. A lot of
I N T E RV I E W
women struggle with a degree of the
what comes with that is a responsibility
felt at the Bank. My greatest highlight
others become similarly advantaged.
“imposter syndrome” – which I have never has been the opportunity the Bank gave
me to be the head of Affordable Housing Business Unit and Head of Credit at
Affordable Housing. Affordable Housing essentially is the BU that deals with the
strategy around lending and collaboration with government concerning the delivery of housing solutions and funding to the majority of South Africans. We played
to challenge myself to make sure
This means moving away from a victim
mind-set to an empowered one – which in turn means I have the agency to
make a difference in other people’s
lives – however small. When I look at
South Africa today, I look at what I can do to dilute the racial polarisation in
the country and contribute to a general sense of responsibility of the haves –
a big role in helping government think
through their subsidy policy – FLISP – and helping government deliver houses to the masses of hard working South Africans who wanted to own their own homes
and the dignity that comes with that. So
black and white – to the have nots. I
sometimes have feelings of guilt and
am constantly looking for opportunities in both my personal and work life to
remedy that by making a difference.
my biggest milestone, you could say, is
Most of the people who have contributed
the nation! We say in Standard Bank
and white – I call them my career
that Standard Bank allowed me to house that Africa is our home and we drive her
growth and for me that role made me fall
in love with Standard Bank. I choose to be in banking because I know what it does
and I’d like to make a big difference to the lives of people.
to my career have been men – black
angels. And I will measure the success
of my career on the number of women to whom I was a career angel.
WHAT TRENDS HAVE YOU NOTICED OVER THE LAST 5 YEARS IN TERMS OF APPETITE FOR CREDIT
IN YOUR CURRENT LIFE JOURNEY,
APPLICATIONS IN SOUTH AFRICA?
WHAT PARTS OF YOUR EXPERIENCES
There has been greater access to credit
ARE UNIQUE TO YOU AND GIVE YOU A VALUABLE PERSPECTIVE WHEN IT COMES TO BEING A FEMALE LEADER AND IMPARTING YOUR KNOWLEDGE
how do we find more ways to lend to more businesses? We need to make bigger inroads. That is the biggest challenge
which has been brought to a head in this
TO THE NEXT GENERATION? It is quite ironic when you take a step
pandemic where so many businesses
back and realise the real problem in
are taking strain. When you lend you
South Africa is not necessarily one of
race but the gap between the haves and have nots. As a black African female I have to admit that I am a “have”. I
may have come from a history of being disadvantaged, but once I was able
for financially active people in SA – but
to acknowledge that I am now a have,
go through a form of statistical analysis based on the probability of repayment.
We, therefore, continue to struggle with
lending to small businesses in particular. That is the problem statement we are
going to have to solve if we are going to get this economy back on track.
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
I NT E RV IEW
N O LWA Z I N Z AMA
money into households where there
DO YOU THINK WE ARE DOING
were retrenchments.
ENOUGH IN TERMS OF FINANCIAL LITERACY EDUCATION AT SCHOOL LEVEL?
THE TOP WOMEN 2020 “BRAVE
We obviously aren’t! My father always
CONVERSATION” NARRATIVE
told me “From your first salary save
IS AIMED AT SHOWCASING A
R100” – and I now understand why.
CULTURE RESET WITHIN THE WOMEN
He also said “Don’t get addicted to
EMPOWERMENT SPACE, WHERE
the smell of a new car – it is such a
STANDARD BANK IS CHALLENGING
bad idea.” I wish we could find ways
THE STATUS QUO AND HOW THE
we could teach the majority of South
ROLE OF WOMEN IN SOCIETY IS
Africans to understand the difference
VIEWED – AS A LEADER AND A
between a value adding asset and a
STANDARD BANK TOP WOMEN,
value eroding one. We need to find ways
WHAT DOES RESETTING THE CULTURE
to not only teach our youth financial
FOR WOMEN MEAN FOR YOU? WHAT
literacy, but to live it. We need to get
ARE SOME OF THE CHANGES THAT
better at wealth creation in South Africa. People are working hard, but they are
just surviving. Wealth creation is not an over night thing – it is the result of self discipline, the ability to deny yourself
instant gratification and being consistent in adhering to the big decisions you
make. Financial literacy and wellness is
similar to physical and personal wellness in that being disciplined makes all the
difference. You need to have a healthy
relationship with money and know when you have enough and you’re okay.
HOW DID YOU CELEBRATE WOMEN’S MONTH? It was so different this year. I celebrated it with my team; the gentlemen in the
team arranged a lovely celebration on the 7th August. We made delicious
drinks which we shared virtually and had a wonderful fireside chat. Gender-based
violence – GBV - felt so much worse this August – so we were discussing how to help colleagues who may be suffering at home, as well as how to help those
among us who are grieving from the loss of loved ones. Different but meaningful.
STILL NEED TO HAPPEN? WHAT HAVE BEEN SOME OF THE KEY CSI INITIATIVES THAT YOU ARE INVOLVED IN?
By and large women struggle with
the burden of feeling they are failing
someone when juggling home and work.
I have an awesome team – team Jenga
How do we enable women to manifest
and this year we funded a few initiatives:
is at the expense of… This means that
shelter – supporting the vulnerable. On
need to create environments that allow
this year we did that in our own gardens.
trade offs that they are comfortable with.
university student whom we want to
done. We need to focus on delivery and
(a Swahili term which means to build) -
their dreams without the feeling that it
an old age home; a church; an animal
in corporate and the civil service we
Spring Day, we usually plant trees so
for the flexibility for women to make
We are currently looking to identify a
COVID-19 has proven that this can be
sponsor from next year.
not on how the delivery is executed.
On my side, from a citizenry point of
HOW WOULD YOU LIKE TO BE
that resonate with me but am currently
I was raised with the view that you are
families where the children are studying
like to be remembered as someone
is a security guard earning minimum
small, to others. I believe we all
and some groceries for their children
and I would like to think I was able
winners within a family, you can change
purpose and be whatever they
view, I contribute to various initiatives
REMEMBERED?
sponsoring funds to towards a few
blessed to bless others – so I would
in tertiary, but their primary breadwinner
who is a blessing, no matter how
wage. I sponsor items such as data
come into this world with a purpose
as if you can scale the number of bread
to nudge some people to fulfil that
the financial trajectory of the family.
came here to be.
Plus, during COVID I have channelled
000 S TANDARD BANK TO P W O M EN LEADERS
S HI MO N E PR E TORI U S
I N T E RV I E W
“ T H ER E I S NO O N E M ORE Y O U- ER T H AN ”
you
When Shimoné joined Standard Bank SA 14 years ago she was completely new to
banking and, having come from a regulatory
environment, this was a major adjustment. At the time she was thrown into the deep end
by having to assist with the implementation of the National Credit Act across Standard
Bank SA (SBSA) - a huge learning curve and an amazing experience. We asked her about some of her major highlights with the Bank over nearly one-and-a-half decades.
“Each one of my role changes has been a
highlight. With each change I received more
and more exposure. Being fortunate enough to form part of Isabel Lawrence’s Exco team and at the same time joining
Funeka Montjane’s Exco was like having the best of both worlds. Being led by two dynamic female leaders, who are
THE SECRET TO HAPPINESS WITH STANDARD BANK’S
respected throughout the entire organisation, is a growth opportunity
Shimoné Pretorius
that you cannot find
anywhere else. I have
the privilege of getting
Chief Compliance Officer for Standard Bank PBB, Shimoné Pretorius speaks about the limitless possibilities for women – and keeping your chin up so that your crown stays on.
involved in the client
centricity journey and assisting the teams in making a real
difference to the
lives of our clients.
By Fiona Wakelin
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
I was part of the VUKA experience
On a more personal level it has been a
and like every other person, balancing
for me personally. It taught me
Bank at a time when Compliance was a
effort. It has however taught me to have
and it was an absolute eye opener compassion. It taught me to look at the person as a human being
and not just someone I work with. I also had the privilege of attending the immersion in Ghana - that experience was priceless and
changed my outlook on life forever.
It was the one single experience that had the biggest impact on my life.
It really showed me what it means to be happy and content and that
old cliché of “happiness isn’t getting what you want, it is being content and satisfied with what you have” became real for me.
WHAT DO YOU SEE AS THE GREATEST CHALLENGES AND BENEFITS OF YOUR ROLE? We are still in a male dominated
environment and it will take time to get to a position where equal work
and equal reward becomes a reality. As women we will for a long time
continue to feel that we must work
harder than our male counterparts to get the same recognition. This is not an SBSA challenge, it is a country wide challenge. Having said that,
SBSA has made big changes from
a gender equality perspective. Men are encouraged to partake in the
“HeforShe” campaign, and they do,
because they have the best role model in Sim Tshabalala. Sim doesn’t only talk the talk, he also walks the walk
and you can see from his actions that
challenging journey. I walked into the
small element of something we did. It has grown to become a focus area across
the entire Group. My initial challenges
were to win the trust of the Business, to build relationships and convince them that Compliance is not a handbrake,
but rather an enabler and we want to
work and life becomes a continuous
more compassion and empathy with
other people and in particular women. We are the backbone of society and it
is important that we see each other as
human beings before we see the person in their role as an employee.
walk the path with them. We want to be
As women we must support each other
about their income statements and our
than to criticise. I always try to look at
part of their business and we also care clients. After 14 years I can honestly
say that we have accomplished this. We form an integral part of the day to day
operations of the Business. They respect our views and they know we understand their products, challenges and clients. I also had some major challenges in my personal life and the support from my
leader and my team got me through it and ensured that I remained focused.
and aim to uplift each other, rather
individuals knowing that I don’t know their personal situation. I don’t know
what happens at home and how they are stretched in their family life. I do
attempt to bring the personal and human element into my team and invite the
women to share their heartbreak and
happy moments, if not in an open team, then in a one-on-one with me.
IN YOUR VIEW, HOW CAN WE The benefits to this role are endless. I get to interact with the most amazing
people. I get to be part of the end result
INCREASE THE NUMBER OF YOUNG WOMEN TAKING STEM (SCIENCE TECHNOLOGY ENGINEERING AND
of actions and products that impact the
MATH) SUBJECTS AT TERTIARY LEVEL?
input adds value and that my knowledge
industries where these subjects are
lives of our clients. I get to see how my
Women who have already cracked
is appreciated. Standard Bank has
critical to their roles, should get close
created an environment for me to grow and enjoy what I do on a daily basis.
IN YOUR CURRENT LIFE JOURNEY, WHAT PARTS OF YOUR EXPERIENCES ARE UNIQUE TO YOU AND GIVE YOU A VALUABLE PERSPECTIVE WHEN IT COMES BEING A FEMALE LEADER AND IMPARTING YOUR KNOWLEDGE
he is dedicated to this campaign. It is
TO THE NEXT GENERATION?
big organisation putting his heart and
but I am a single mom with two lovely
refreshing to see a leader of such a
I wouldn’t brand it as completely unique,
soul into this.
daughters. This in itself is challenging
000 S TANDARD BANK TO P W O M EN LEADERS
to young girls at school level and
mentor them. The stigma around these subjects being male dominated must be removed. It is also important that we teach our girls from a young age
that there is nothing they cannot do. Men can become top chefs, women can become top engineers and
scientists. There is no limit to what
women can do. Your gender does not
determine your abilities or your future. This message must be made clear to girls from a very young age.
S HI MO N E PR E TORI U S
I N T E RV I E W
“ T here is no limit to what women can do. Your gender does not deter mine your abilities or your future.” THE TOP WOMEN 2020 “BRAVE
WHAT EXCITING PLANS DO
CONVERSATION” NARRATIVE
YOU HAVE FOR THE FUTURE?
IS AIMED AT SHOWCASING
I’m looking forward to seeing how
my 2 daughters grow up, find their
A CULTURE RESET WITHIN
purpose in life and flourish. I enjoy
THE WOMEN EMPOWERMENT
travelling and would like to travel
SPACE, WHERE STANDARD
more with my mother.
BANK IS CHALLENGING THE STATUS QUO AND HOW THE ROLE OF WOMEN IN SOCIETY
Sim has created with the introduction
AND A STANDARD BANK
of the new architecture. I think we are
TOP WOMEN, WHAT DOES
going to enjoy the new challenges
RESETTING THE CULTURE FOR
and we are going to be given an
WOMEN MEAN FOR YOU? HOW DID YOU CELEBRATE
WHAT ARE SOME OF THE CHANGES
WOMEN’S MONTH?
THAT STILL NEED TO HAPPEN?
By looking after myself. I also joined
Standard Bank has demonstrated that
But it was important to me to focus on
not only in the workplace but also in
a few of the webinars the bank set up. me in this month and to make sure I
am in a position to care for others. It is so easy to let yourself go. But it is
they care about women and uplift them society. If you look at the new Board
• YOU’VE GOT THIS.
treated as such. I believe a workplace
need to be aware of this. Long hours
sprint. Woman are unique and should be should cater for that uniqueness without side-lining our male colleagues.
and stressful situations are the issues
Women want to grow, not only in their
day and it is important that we are given
focusing on that will assist greatly. We
we are confronted with as women every the correct tools to deal with those. HOW WOULD YOU LIKE TO BE REMEMBERED? As someone who assisted other women
to reach their full potential and be the best they could be. As a caring person who
looked beyond the exterior and focused on the inner happiness of people.
DO YOU HAVE A MESSAGE FOR
SURVIVE?
quickly realise that the stress factor that negative impact on your health and you
in people’s lives.
OUT THERE STRUGGLING TO
created by Sim you can see that.
Obviously, it is a journey and not a
comes with the position is huge. It has a
opportunity to really make a difference
YOUNG WOMEN ENTREPRENEURS
so dangerous. If you speak to some of
the female leaders in the bank you will
From a career perspective I am
excited about the new venture that
IS VIEWED – AS A LEADER
careers, but also as people - and
are individuals before we are mothers,
• Never give up. Keep your chin up so that your crown stays on.
• Always show up. No matter how bad
things are, get up, put your lipstick on, and show up.
• Be yourself. As Dr Zeus said, “nobody is more you-er than you”.
• One of the most inspirational quotes I
wives, leaders, employees. If you uplift
have ever seen is “Here’s to women,
environment, it will show in their
may we raise them”.
women in their society and personal
careers. The impact on a household of
having meetings which last until 7pm at
night is different when you are a woman compared to your male counter parts in that same meeting.
may we know them, may we be them, • For me personally the most
important thing you can do is to
look after yourself. You cannot look after anyone else if you are not ok.
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
RA IS ING H O PE , BREA K I NG GR OU ND
Standard Bank Top Woman of the Year 2020, Lesego Serolong Holzapfel is a
2019 Tutu Fellow. She was listed as one of Mail & Guardian’s 200 South Africans
and received the Trail Blazer Presidential Award. She is CEO and founder of
Bokamoso Impact Investments. Lesego completed a Master of Science (MSc) in Social Policy and Development at
The London School of Economics and Political Science (LSE). Together with her husband Neil, she founded Raise the Children in 2008. Lesego, being a South African orphan herself, has
always had a deep desire to give back to the community that raised her and to mentor and empower the many that share her story. Lesego is passionate about agriculture and African
leadership as part of core
entrepreneurial drivers.
Lesego Serolong Founder and CEO – Bokamoso Impact Investments By Fiona Wakelin
000 S TANDARD BANK TO P W O M EN LEADERS
L ES EG O S ER O LONG
I N T E RV I E W
IN 2017 YOU WON THE
WHAT HAVE BEEN SOME OF
HOW DO WE EMPOWER RURAL
STANDARD BANK TOP WOMAN IN
YOUR MAJOR STRIDES AS A
WOMEN TO ENSURE AFRICA BECOMES
AGRICULTURE AWARD. HOW HAS
BUSINESSWOMAN – AND HOW
THE BREADBASKET OF THE WORLD?
THIS IMPACTED ON THE WORK
HAS SIMPLYBLU AFFECTED YOUR
We will empower women through capital
YOU DO?
JOURNEY?
It has given me a broader platform to
• SimplyBlu is hosting our
share my story and entrepreneurial
journey with ordinary South Africans and young entrepreneurs. The
recognition has certainly challenged
me to think deeply and meaningfully
about ways we could use business as a catalyst for sustainable social and
economic impact. i.e. how we care for
those who work for us and help support our vision.
investment, access to information/
opportunities, mentorship and skills
development to empower them to thrive
e-commerce platform.
in their farming enterprises. Often rural
• The establishment of a food
women are overlooked and rarely are
manufacturing and packaging
afforded development opportunities due
company. The thought that adding
to communication barriers and access.
value to your product through
Rural women need to be prioritised as
packaging and processing could
they play an important role in creating
earn you extra money, really
job opportunities in far flung areas and
excites me.
contributing to the economy.
Partnership with the Mine Workers
It has also challenged me to hone my skills set and be more open minded,
focusing on what I do well and learning to delegate - something we sometimes struggle with as entrepreneurs. I have learned to be more adaptable, as
things can change pretty quickly across all industries globally - COVID-19 is
a perfect example. Business requires authenticity, resilience, grit and commitment to a vision.
It’s often easy to share the positive side of
entrepreneurship/business,
when in fact, we don’t often
hear about the hardships we go through to get to where
we are today. Being in the
spotlight has afforded me an opportunity to share
more about Bokamoso’s successes, being more vulnerable
about our setbacks and failures at the same time.
Development Agency, UNISA and
YOU ARE THE CO-FOUNDER
the Standard Bank Africa Derek Cooper
THE CHILDREN INTERNATIONAL.
support from Standard Bank through
AND CHAIRWOMAN OF RAISE
Scholarship programme.
PLEASE DESCRIBE THE WORK DONE
HOW HAS COVID-19 IMPACTED
I co-founded Raise the Children
BY THE NPO. International, an NPO which identifies
BOKAMOSO IMPACT
orphans from impoverished and rural
INVESTMENTS? As a result of companies closing and
communities of the North West Province
drastically came down. However, our
to gain access to higher education that
had imagined, I think partly because
with a high return on social investment.
their immune system and stay healthy.
Raise the Children identifies high
interested in locally produced honey
South Africa and sends them to private,
people working from home, our sales
and mobilises resources for these children
honey business did far better than we
leads to employment and public service
people are trying their best to boost Consumers are becoming more
potential orphans from the rural parts of
with traceability.
secondary boarding school. It currently
IS IMPACT INVESTMENT THE
in the dust” with 14 of our graduates
supports over 40 of these “diamonds
WAY FORWARD FOR AFRICA’S
currently enrolled in tertiary institutions.
AGRICULTURAL SECTOR?
We have a 100% tertiary exemption
I see Africa as the bread basket of
rate for our matrics for the last 2 years.
the future. In order to fully unlock
this potential, we need to find capital to be invested in rural farmers,
manufactures and food entrepreneurs at the bottom of the pyramid.
Our scholarship programme offers not only quality education, but integrated personal and career development
through mentorship, and exposure to unique people and places.
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
I NT E RV IEW
LE SE GO SE R OL ONG
Raise the Children unleashes these
ask what you can do for your country.”
trajectory of their lives, their families,
agriculture, business and education,
servant-leaders to transform the
and their communities. Here are a few examples:
Thato is a young man from Manyeledi village where our agri-incubator was
started -he’s a recent Honours graduate in Applied Mathematics and Information Systems at Rhodes University South
Africa and currently works for KPMG. Sharon, a University of Pretoria
graduate with a diploma in Social Work, works for a non-profit organisation
serving a disadvantaged township in Pretoria. And Kholiswa is a student
at the University of Mafikeng who just
won a Golden Key award for academic achievement and final year political
science student at NWU- Mafikeng. There is plenty of talent hidden within remote, rural areas of South Africa.
I wanted to create a scholarship that
focuses on identifying diamonds in the
rough, who will make an impact in their community and thereby create a ripple effect. As an orphan myself, I could
relate to understanding their position of vulnerability. The best gift you can give to an orphan is that of education.
HOW IMPORTANT IS SERVANTLEADERSHIP IN THE WORLD TODAY? I believe we each have a role to play in advancing the world. Active citizenship and servant-leadership are an integral
part of building our societies and making the world a better place.
I’m inspired by the JF Kennedy quote “Ask not what your country can do for you –
Through the work I am doing in
I am playing my part in positively
shaping the future of our country. DO YOU HAVE A MESSAGE FOR YOUNG WOMEN OUT THERE STRUGGLING TO SURVIVE AS ENTREPRENEURS, ESPECIALLY DURING THESE DIFFICULT TIMES?
land productivity, enhancing sector competitiveness and business eco-system,
• Investment in sustainable
value chains through access
and opportunities locally and export markets,
• Poverty alleviation and
economic development.
Bokamoso offers consulting services
Entrepreneurship is not easy and often
to clients in the Agriculture, Public
failure. There is a lot of wisdom we can
Entrepreneurship areas. One of our
prepare us for our next steps. I know
Sernick Emerging Farmers Jobs
now. However, take time to rest and
for the project, aimed at increasing
positive people you can talk to.
household incomes of participating
a lonely journey. Don’t be afraid of
Policy, Social facilitation and
draw from our failures, which will often
exciting projects to work on is the
a lot of businesses are hurting right
Fund. Bokamoso is a social facilitator
surround yourself with mentors and
cattle productivity, and increasing
Be flexible and willing to explore new
smallholder farmers in South Africa.
opportunities, even in a crisis. This
Bokamoso Foods, a subsidiary of
business model, throw away what is
100% black women owned food and
love, and is breathing life into you.
of Bokamoso Foods is to bring
the goal - you can do this!
high-quality beverage products to
Bokamoso is a social enterprise
bespoke blending service dedicated
impoverished rural populations of South
are unique to our establishment.
diverse agricultural and entrepreneurial
specifications, Bokamoso also
Bokamoso seeks to contribute to the
and major clients. Bokamoso’s
will require you to recalibrate your
Bokamoso Impact Investments, is a
not working and reinvent. Do what you
beverage company. The mission
Have faith, stay strong and focus on
the delights and health-benefits of the world. The company offers a
dedicated to connecting the
to creating beverage blends that
Africa to economic opportunities using
In addition to its own packaging
platforms as change catalysts.
does contract packaging for small
attainment of the following:
main business line is the in-house
• Food security in rural South Africa
and distribution of quality beverage
and SADC by increasing commercial food production.
• Increasing agricultural (arable)
000 S TANDARD BANK TO P W O M EN LEADERS
manufacture, custom packaging
solutions to its customers within
the catering, mining, and corporate industries.
FILLER AD
I NT E RV IEW
LE I L A F OUR I E
TAKING THE BULL BY THE HORNS - H OW INVESTING IN AFRICA IS GETTING UPGRADED Leila Fourie, Group CEO, JSE, is using her wide-ranging experience and
interactions in South East Asia and
the way that technology advancement is
moving in today’s rapidly-evolving world.
Australia to redefine what capital markets
KEY TAKEAWAYS TO LISTEN OUT
a reimagined investment community
1. Often our careers, achievements
and investing will look like in Africa –
FOR IN THIS PODCAST
accessed through cutting edge fin tech,
and failures are a culmination of
By tapping into the potential of AI, block
ourselves have to tell - our approach
platform that works for every South African,
lessons we’ve learned from those
untapped capital markets and SMMEs.
our upbringings and the stories we
chain and fin tech to deliver an investment
to life can be very rooted in the
the focus is shifting to not only increasing
who came before us
the current number of great companies
2. Sometimes enquiry is more powerful
that are already listed on the JSE but
than advocacy, and in the same
from elsewhere in Africa, the Middle East,
powerful than telling
also to aggressively attract investors
sense, sometimes listening is more
Eastern Europe and South-East Asia.
3. As business women, we are privileged in a society with many underprivileged
In this Top Women podcast, Topco CEO,
women who have either not had
who has held the position of CEO of the
opportunity to build their careers
Ralf Fletcher is in conversation with Leila JSE since October 2019. With a career
the opportunity for education or the 4. An advantage that Africa and
that spans more than 25 years, Leila has
emerging markets have is that we are
systems, consulting, investment banking
- we have a very real opportunity to
wealth of knowledge not only in the realm
5. Technology advancement really comes
worked in the capital markets, payment
able to leap frog legacy technology
and retail banking. Leila brings with her a
attract international investments
of business but also on an interpersonal level. She uses her experience, both
down to the culture that leaders create to enable it
companies in these fields, including Accenture, Standard Bank and the Johannesburg Stock Exchange.
Through the course of her career, Leila has held senior executive
positions & directorships of global
portfolios, local boards & US boards. Her board roles have included that of non-executive director,
executive director and managing
director. Leila has also served as
board chairperson. Over the course of her career, Leila has gained
divisions within a multi-national
advancements . In this podcast, Leila
organisation; launched new products;
discusses how our roots and experiences
established and closed down joint
are what shape us and how we, as
ventures; advocated on national
Africans, are in a very unique position at
policy matters; and maintained
this time, where there is much space for
000 S TANDARD BANK TO P W O M EN LEADERS
in some of South Africa’s leading
established new global and local
to stay up to date with new worldwide
in order to achieve optimal success and
diverse experience has been acquired
two new Greenfields organisations;
strategies in all of her roles, making sure
way we need to approach leadership roles
banking and capital markets.. Her
experience in turnarounds; set up of
locally and globally, to implement new
us to do good. She also considers the
For the last 25 years Leila’s business career has spanned working in consulting, investment banking, retail
existing revenue producing and CLICK HERE
support functions. Leila holds a Ph.D. in Economic and Financial Sciences.
V V V V
mastering software engineering practices. axowave is a niche cloud-based technology This should provide the key benefits of increased company, specialising in software architecture, mastering software engineering practices. axowave is a niche cloud-based technology speed of delivery, improved reliability, scalability, technology transformations, and consulting This shouldsoftware provide the key benefits of increased company, specialising in software architecture, mastering engineering practices. axowave is a niche cloud-based technology and improvements in security and risk posture. services for large enterprises. speed of delivery, reliability, scalability, technology transformations, and consulting This should provideimproved the key benefits of increased company, specialising in software architecture, and improvements in securityreliability, and risk posture. services for large enterprises.and consulting speed of delivery, improved scalability, technology transformations, mastering engineering practices. is a niche technology A majority software black woman-owned B-BBEE Weaxowave believe in, and are cloud-based inspired by, the future of and improvements in security and risk posture. services for large enterprises. This should provide the key benefits of increased company, specialising in software architecture, contributor, Vaxowave works with mainly BEE technology which we embrace through extensive A majority black woman-owned B-BBEE We believe in, and are inspired by, the future of speed1 of delivery, reliability, scalability, technology transformations, and consulting level and level 2 improved exempt micro enterprises and partnerships with leading technology providers contributor, Vaxowave works withB-BBEE mainly BEE technology which through extensive A majority black woman-owned We believe in, andwe areembrace inspired by, the future of and improvements in security and risk posture. services for large enterprises. qualifying small enterprises. Our approach has all over the world. Our core services include: level 1 and level 2 exempt micro partnerships with leading technology providers contributor, Vaxowave works withenterprises mainly BEEand technology which we embrace through extensive enabled us to find our niche, be more effective, All things Cloud, Software-defined Security, qualifying Our approach has all over the world. Our core services include: level 1 andsmall levelenterprises. 2 exempt micro enterprises and partnerships with leading technology providers A majority black woman-owned B-BBEE We believe in, andMonitoring, are inspired by, the future of and lower our overhead costs whilst scaling Software-defined Data Virtualisation enabled to find our niche,Our be approach more effective, All over thingsthe Cloud, Software-defined Security, qualifyingussmall enterprises. has all world. Our core services include: contributor, Vaxowave works mainly BEE technology which embrace through quickly. 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NRF A-rated scientist, CEO and President of the South African Medical Research
Council (SAMRC), Professor Glenda Gray is a qualified
paediatrician, co-founder of
the internationally recognised Perinatal HIV Research Unit in Soweto and is one of the experts on the Ministerial
Advisory Committee, co-chaired Professor Salim Abdool Karim, currently advising government
on how to combat Covid-19. The committee includes professors
from a variety of health, infectious diseases, epidemiology and other specialities.
We caught up with Glenda
Gray and asked her for an
Glen d a Gr a y
Member of the Ministerial Advisory Committee, updates us on COVID-19, a vaccine and developing immunity
000 S TANDARD BANK TO P W O M EN LEADERS
update on COVID-19 in South Africa:
G L EN D A G RAY
THE NEWS REGARDING THE EPIDEMIC CHANGES BY THE HOUR. PLEASE GIVE US THE LATEST UPDATE ON THE EPIDEMIC – AND THE PROJECTIONS GOING FORWARD. WHEN DO YOU
lasts and what the predisposing risks are
WHAT ARE YOU READING?
re-infection looks like. We are still trying
But to quieten my mind I am reading
for re-infection, and what the course of
I read a lot of news, all the time.
to understand this epidemic, and the
a biography on Bob Dylan. I have also hauled out all my Salman Rushdie
natural history of COVID-19.
books, and have started re-reading
THINK IT WILL PEAK IN SA? As winter begins we can expect to see an increase in hospital admissions for
both influenzae and COVID-19. We will experience the epidemic in winter, and hopefully towards spring, the epidemic will start to ease up.
WHAT IS YOUR VIEW ON THE INCREMENTAL APPROACH OF
The Golden House.
HOW DO YOU RELAX? I am listening to Bob Dylan, his early works, to relax. I am also re-reading
IF YOU HAD AN EXTRA HOUR
one of his biographies. He takes me
IN THE DAY HOW WOULD YOU
back to my childhood and my life
SPEND IT?
inspirational. I like my treadmill in the
time, walk in the garden with a cup
as a young adult, and his lyrics are
I am trying to learn to have down
garage, and that sorts my head out,
of tea, and now more recently, spend 10-15 minutes attacking that puzzle
and calms me.
EASING THE LOCKDOWN? The risk adjusted strategy is the most
sensible approach to both manage the epidemic in South Africa as well as
Together with my daughters, we planted a vegetable patch, and I get great
sitting on my dining room table. I
have put a chair on my balcony, and
last night, with the new moon, Orion’s Belt was out in all its glory.
delight in eating the chillies grown
open up the country for business.
I N T E RV I E W
in my own soil! I like to walk in my
IN YOUR OPINION, ONCE
garden in the early morning with my tea
SOMEONE HAS HAD THE VIRUS AND RECOVERED, WILL THEY HAVE DEVELOPED IMMUNITY?
and inspect the flowers and trees. I am
learning the value of gardening which is something I have neglected all my life.
People who have had the virus will
I am also trying to do a puzzle on Van
develop immunity, however we are
hearing reports of re-infection, so we still need to establish how long the immunity
Gogh’s starry night, which is incredibly
difficult but it triggers paths in my brain that do me good.
CLICK HERE
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INTERVIEW WITH
DR ANNA MOKGOKONG: INTERNATIONALLY ACCLAIMED SA ENTREPRENEUR been focused in that sector. The ethics of a ‘healthcare worker’ underpinned my values in my business life, and have guided it. HOW DID YOU OVERCOME YOUR MAJOR SETBACKS?
Dr Anna Mokgokong is the Founding Chairperson of Community Investment Holdings and the Afrocentric Health Group Leaders in sustainable healthcare. Dr. Mokgokong also holds multiple noteworthy accolades, as well as additional executive portfolios and directorships at some of South Africa’s foremost organisations. A seasoned corporate, who currently serves on the board of four JSE listed companies, she has served as a Director of JSE companies. Since 1997, she has steered a business empire which spans healthcare, technology, logistics, mining and energy, infrastructure and property development. AS A QUALIFIED DOCTOR HOW WERE YOU ABLE TO FEED THE ENTREPRENEURIAL PASSION YOU HAVE HAD SINCE CHILDHOOD? I started my first formal business as a medical student, whilst studying. After qualifying as a medical doctor, I focused on the healthcare aspect of business, as a sector to invest in. Later in 1992, I moved into the corporate side of business and, post democracy, entered the mainstream economy sector with CIH as an investment holding company. Healthcare has remained a huge interest to me. I’m very passionate about it and my investments have
First of all, it’s important to not lose hope, even though setbacks can be painful, unforgiving and frustrating. You have to learn to reflect on the way you conduct your business; interrogate your business model, be flexible to adjust and adapt, and consult experts - taking their advice and always being prepared to learn. I’ve been in business for almost forty years now, however, I’m still learning every day. WHAT DO YOU SEE AS THE DEFINING MOMENTS OF YOUR CAREER? Coming from a family of teachers, I’ve always been passionate about education, as a liberator and as an enabler. Hence, my involvement in academia, my chancellorship and also receiving an honorary doctorate in Commerce, was humbling and fulfilling. When I raised my hand in the Hippocratic Oath, and qualified as a doctor, that was a huge milestone for me. At that moment I knew I had to live to serve, more than be served. In the late 80s, establishing a community clinic was not only heartwarming, but fulfilling. I also have to mention that receiving accolades makes one feel good; it’s therapeutic, makes you reflect on your life, and it has been impactful for other people to recognise that the business exists and makes a difference. WHAT MESSAGE DO YOU HAVE FOR THE FEMALE ENTREPRENEURS OUT THERE STRUGGLING TO SURVIVE? • Believe in yourself, be passionate
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about what you do, and if you are not passionate, try to find your true passion because that is the engine that will drive your enthusiasm during hard times. Passion is the fuel you’ll need to enable you to get through challenging moments. Also, never allow people to trample on
your spirit, your soul, nor your self-esteem. • Be humble about your achievements as narcissism doesn’t work, - it’s an irritation. Life is not centered around you only; it’s about inclusivity around your support system and those people also need to be acknowledged and recognised. • Do a lot of research, also, on the work you do, the sector and its future, to ensure that you do not invest energy in obsolete or dying technology. • Keep a network of peers who are in the same business; there’s a lot to share amongst each other without necessarily competing. • Inquire about causes available in your community, society, as well as in the country, and be purposeful towards this. • Develop a strong support base around you. • Live within your means and keep up the faith and hope! IF YOU HAD AN EXTRA HOUR IN THE DAY HOW WOULD YOU SPEND IT? I’d like to spend more time thinking, meditating, planning, and strategising rather than leaping and putting out fires. I would also like to be more spiritual, and spend more time on strengthening my spiritual being, because I’ve realised that is the pillar of one’s being. In life you can never say you have enough. And one keeps going and running, however, one needs to pause and lead a more fulfilling life. Also, I’d focus on mentorship. How I wish I would have time to mentor our young ladies who have so much potential.
A FR O C EN T R I C H E ALTH
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INTERVIEW WITH
DR LUNGI NYATHI: RE-ENGINEERING THE PROVISION OF HEALTH CARE Dr Lungi Nyathi is Managing Executive of Clinical Risk and Advisory for the AfroCentric Group. Qualified as a medical doctor, Lungi is a Managing Executive in Medscheme, specialising in Clinical Risk and Advisory. Lungi is responsible for developing and enhancing the health risk management strategy, new products and solutions, clinical and health risk thought leadership, and public health strategy.
LAST 5 YEARS? Healthcare, overall, has remained fragmented, with care episodes not being coordinated between one healthcare interaction to another as service providers work on their own to provide care to the person in front of them for their own practice. This adds more costs to the system, and we are doing extensive work to improve this.
Lungi originally joined Medscheme in 2010, and successfully led the business unit responsible for Managed Care for the Government Employee Medical Scheme, as well as Aid for Aids business units, until 2015.
We are also seeing an increase in the use of technology (from digital tools to use of wearables) in the delivery of care, itself, and for improving health care outcomes especially for those with chronic conditions.
PLEASE GIVE US AN OVERVIEW OF YOUR
More and more people want personalised care. From using their own genetics, to identify their own risk factors - people want treatment options that are tailored to them.
JOURNEY TO BECOMING MANAGING EXECUTIVE FOR THE AFROCENTRIC GROUP. It has been a fascinating journey. The first 5 years of my life was rooted in GEMS managed care, from various perspectives, and I ended up running the entire unit and service (from operations to strategy for this client). This gave me an in depth understanding of the business, and the role touched so many players in the health care industry. Then, I took some time to go into the healthcare consulting space, at a specialist actuarial firm, where I could engage with the industry and healthcare data from a different perspective. I was then approached to return to AfroCentric and Medscheme, as an Executive Director, looking after the overall managed care strategy. This role is all about doing extensive work to reduce the cost of healthcare, reengineering the way care is provided, improving the health outcomes of our client schemes, developing costing and new benefit design of scheme options, and overall industry stakeholder management. WHAT CHANGES IN TRENDS HAVE YOU NOTICED IN YOUR SECTOR OVER THE
WHAT HAVE BEEN YOUR BIGGEST MILESTONES? Leaving clinical practice, and entering the private healthcare and corporate space, was a key transition in my career, and was absolutely the right one because I care more about affecting the healthcare system versus only the individual patient. Leaving Medscheme, after having been so rooted in the GEMS, business was good because it enabled me to be assertive, sharpen my skills and ask some questions about the direction I would like to take my career in. There have been a few transformational projects that I have been able to lead, which have involved a greater focus on using technology (such as automation) to change how we improve output and deliver health outcomes. These have included changing how we manage hospital events, how we work with data to deliver reports to clients, chronic disease outcomes, and now plenty of work regarding COVID. HOW DID YOU OVERCOME YOUR MAJOR
SETBACKS? One of the things I feel strongly about, is looking at things head on and honestly. I tend to try and be thorough about this; look at the things that are for me to own, get inputs from a variety of people about what the issues may be, and unpack the details of the matter if it is not people-related. Then, I try to go through or around the obstacle in order to move forward. It sounds so easy when one speaks about it, but it is often a raw and messy process that requires courage and hard work. WHAT MESSAGE DO YOU HAVE FOR THE FEMALE ENTREPRENEURS OUT THERE STRUGGLING TO SURVIVE? Look for partners to collaborate with who may have components that you need to enhance your work and help you overcome challenges. This will mean that you may have to let go of the vision you originally had, and that is okay. Even if it means taking on a temporary job for a short period, while you rework your business plan, your wellbeing and survival is key for the long-term success of your business. IF YOU HAD AN EXTRA HOUR IN THE DAY HOW WOULD YOU SPEND IT? There is always lots happening; finding time to reflect and review is never enough, and one has to fight for it. As a leader, this time is critical and may accelerate the organisation.
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Discovery is a shared value insurance company whose purpose and ambition are achieved through a pioneering business model that incentivises people to be healthier, and enhances and protects their lives. The shared value insurance model delivers better health and value for clients, superior actuarial dynamics for the insurer, and a healthier society. This unique approach has underpinned Discovery’s success globally, with substantial new business growth and an impressive increase in normalised operating profit and headline earnings.
international growth. We’ve celebrated 25 years of Discovery, changed the face of behaviour linked incentives in announcing Active Rewards with Apple Watch and creatively launched new exciting ambassador partnerships, taking over the streets of Sandton for a sprint with Wayde van Niekerk and surprising
Caster Semenya at our building with the Soweto Gospel Choir. Some of the most memorable moments are often in the day to day interactions though, seeing how we’re able to positively influence people’s lives, and in striving to convey our genuine intention to deliver shared value and exceptional service to clients.
The reputation of a person or business is priceless. Since joining Discovery 6 years ago in the strategic role as Head of Reputation Management, please share with us some of the exciting milestones and memorable challenges you have experienced. Discovery is a truly entrepreneurial environment, and because the business moves so quickly five years have flown by. When I first joined, I would hear the word “launch” ripple through the marketing department, and it took me a while to comprehend its significance but I soon came to understand that it represented an incredible driving force that is embedded into the company’s DNA, alongside the clear values and purpose. A commitment to innovate, to bring new products to market regularly every year. It’s this deep-rooted drive for continuous improvement which has shaped many exciting moments for us as a communication team. We’ve used London as a platform to make ambitious announcements – targeting an increase in activity levels amongst 100 million people over the next few years, and revealing the economic impact of exercise, to support Vitality’s
Telemedicine: Discovery’s DrConnect platform enables remote interaction with healthcare professionals
Fe licity Hu dson
HEAD OF REPUTATION MANAGEMENT, DISCOVERY
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FEL I C I T Y H U DSON
One of the most important tools in combatting the COVID-19 pandemic has been clear, transparent communication. As Head of Reputation Management for Discovery, please comment on this and give us some idea of how you see your role and the initiatives you have undertaken, particularly during this time. I’ve been grateful to be part of the Discovery family over the past month, for many reasons, but chief among them, the humility of our leadership and commitment to respond to this crisis with relevance and compassion. This of course contributes enormously to our ability to communicate quickly and authentically. With the news focus shifting daily, we have an important role to play in providing accurate and informative content. While our main focus is on inspiring positive action through our communications, we also constantly invest in correcting mistruths and misperceptions. I was thrilled to see the government introducing tangible measures to deal with the spread of fake news at such an important time. I hope we’ll see a rise in appreciation for credible news platforms through all of this, alongside the innovation and use of digital media. As a simple example of leveraging digital platforms to effectively share expertise, we created a frequent webinar for doctors. It is has worked brilliantly, connecting thousands of healthcare professionals on the front line to experts in the country and abroad who share insights and clinical updates as they evolve. Social isolation and lockdown are key to containing the spread of the virus. Discovery and Vodacom have partnered to provide #OnlineDoctorConsultations to all South Africans, leveraging network and technology
platforms of both entities. Please speak about this initiative. Telemedicine has been central to the fight against Covid-19 in many countries, and with the aim of minimising the risk of exposure for patients and doctors, the online doctor consultation platform gives anyone access to a doctor without needing to travel to a doctor’s rooms. It’s a simple but important intervention, as it reduces contact and potential exposure. Discovery has been investing for several years in its DrConnect platform to enable remote, convenient interaction with healthcare professionals, and this has been opened up to the whole country during the pandemic. And to make it free for anyone to use, Vodacom and Discovery have collectively contributed R20 million to pay the doctors for their time. It’s a unique contribution which we hope plays a tangible role in the country’s response to the virus. Now more than ever people the world over are looking for inspiration. Discovery has some amazing Vitality Ambassadors like Caster Semenya and Wayde van Niekerk. How important do you think this is and what role do you see them playing currently and post-COVID-19? Our ambassadors play a key role at a time like this, because people admire them, they are in a unique position to educate and spread positive messages. While sports audiences may have gone down, sports remains one of the few platforms able to reach a massive audience in a fragmented entertainment market. Athletes have more direct access to audiences than ever before, which they can use to build their personal brand — making them even more valuable for securing commercial revenue sources beyond their regular salaries. Brand ambassadors and influencers are likely to maintain their powerful ability to
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connect with audiences, to inspire and uplift individuals, as we navigate the Covid-19 pandemic. Please give 3 tips for successful communication. Understand your audience (and know what they’re looking to hear), crystallise and simplify your message, time it well. All three couldn’t be more relevant than during a global pandemic. How do you relax? I’m a keen equestrian, and religious about riding three to four times a week. It’s a complete escape. On weekends I’m either competing or going on a long outride through the dusty roads of SunValley in Kyalami, with the chance to enjoy a view that stretches across Johannesburg. What are you reading? I enjoy novels with historic relevance and I’ve just started If Not Now, When? by Primo Levi, based on the true story of Russian, Polish and Jewish partisans trapped behind enemy lines during the Second World War. If you had an extra hour in the day, how would you spend it? Exercising. One of the best things about working for an organisation that
is naturally geared to improve people’s health, is that it translates into an active healthy way of life, especially at work, with movement built into the design of the building and tasty healthy meals I could grab on the go. But pre-Covid I would still find it difficult to dedicate time for cardio and stretching – both crucial to one’s mental wellbeing, as Vitality has tried to show during this stay at home period. Without the commute, in this new world, it is easy to Google an online aerobics class or join the pilates classes my sister-in-law is now giving from London and I’m hoping to stick to the routine.
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“ R UN Y OU R C A R EER LI KE
a b u siness! ” AS THE FIRST BLACK WOMAN TO BE APPOINTED CEO OF PWC SOUTHERN AFRICA, WHAT MESSAGE DO YOU HAVE FOR ASPIRING YOUNG WOMEN? Our destiny is in our hands, if we don’t decide someone will decide for us. Success has no address, no colour, no gender. The solution
is within us. Keep pursuing your dreams until you achieve them. Run your career like a
business, have a strategy articulating where you are, where you want to be and how to get there. Surround yourself with mentors
who will help you achieve your strategy. You
will fall along the way however when you fall, stand up, dust yourself and keep walking.
Keep telling yourself that “the sky is not the limit, the universe is the limit”
YOU ARE A QUALIFIED CHARTERED ACCOUNTANT. WHAT WERE SOME OF THE CHALLENGES YOU OVERCAME TO BE WHERE YOU ARE TODAY? Like any other black female
professional, my road was not an easy one. I had the highs and
lows. Unconscious bias from both men and women has been a top
challenge. My recipe was to know what I want and remain focused,
S h i r l ey M a c h a b a CEO PWC SOUTHERN AFRICA
consistent, confident, principled, authentic, perfect what I do
and never give up in what I do including good work ethics.
Emotional intelligence has also
been one of my strong attributes.
I always raised my hand for new
opportunities and put more effort to it for me to succeed. 000 S TANDARD BAN K TO P W O M EN LEADERS
S HI R L EY MACH AB A
WHAT HAVE BEEN SOME OF THE MOST MEMORABLE HIGHLIGHTS OF YOUR JOURNEY? I had a number of memorable highlights and the following are some of the most memorable ones during my journey: 2005 - Admitted as partner
2006 - Elected on the PwC SA board
as chairman in 2012 after serving
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regarding living our purpose and values.
with set regulations. There must be a
and our values, and as executives we
regulations. Working remotely should
Our strategy is based on our purpose communicate consistent messages
regularly to our staff regarding our strategy
as well as our expectations. We developed performance management metric that
are aligned to our purpose, values and
heavy penalty for any contravention with be encouraged wherever and whenever practical and possible as it is helpful in dealing with traffic congestion.
IF YOU HAD AN EXTRA HOUR IN EVERY
strategy. All teams are held accountable to
DAY, HOW WOULD YOU SPEND IT?
as board member since 2006
these performance metrics.
I would spend an extra hour mentoring
industry leader
WHAT CHANGES HAVE YOU NOTICED
for them to be confident enough to take
PwC global board member
10 YEARS?
2014 - Appointed the first female
2015 - Elected the first black female
IN YOUR INDUSTRY OVER THE LAST
representing emerging countries
A lot has changed. Technological
Inclusion leader in 2018 and
engage with clients, how we deliver
2018 - Appointed Africa Diversity and
our services and how we interact with
for PwC Southern Africa
been elevated to a higher level due to
THE ROLE OF LEADERSHIP HAS CHANGED OVER THE YEARS. HOW WOULD YOU DESCRIBE THE CURRENT
building a strong pipeline of talent which is a challenge currently.
WHAT MESSAGE WOULD YOU LIKE TO
our colleagues. Risk management has
STRUGGLING TO SURVIVE DURING COVID-19?
our professionals is more diverse in
is no manual on how to deal with it,
the priority in all we do. The profile of
COVID-19 has hit all of us hard. There
terms of gender, race and age.
or one-size-fits- all solution. It’s about learning new ways of doing business
Indeed the role of leadership has
WHAT STEPS DO YOU THINK NEED TO
usual, it is about the “new normal” The
ECONOMY RECOVER FROM THE
of today’s leadership: Authentic and
The pandemic has had a negative
accountability, integrity, great listener,
small business, civil society and
inclusive, strategic thinker, visionary,
comprehensive measures enacted
courageous, passionate, service-driven,
closing borders, travel bans, isolation,
adaptable and flexible.
being of people, lockdown, the gradual
HOW DO YOU INTEND ENSURING PWC
sectors of the economy.
evolved. It’s no longer business as
BE TAKEN TO HELP THE COUNTRY’S
following are the current characteristics
PANDEMIC?
selfless. Regular communication,
impact on everyone, be it big business,
decisive, empathetic, firm, consistent,
government. I do commend SA for the
humility, purpose- driven, influence,
to deal with the pandemic - including
inspirational, confident, delegation skills,
imposing health restrictions for the well
PwC is a purpose-led and values-driven
organisation. Our culture is embedded in our purpose and values. It is about the
“tone at the top” - ensuring that I involve my executives in strategic matters and receive the buy in from my executives
SEND TO ENTREPRENEURS OUT THERE
the attack in the profession. Quality is
REQUIREMENTS OF LEADERSHIP TODAY?
CONTINUES TO LIVE ITS PURPOSE?
on leadership roles whenever there is
an opportunity. At the same time I will be
advancement has changed, how we
Africa exco member
2019 - Appointed the first female CEO
and coaching young and aspiring leaders
collectively embrace. Government has
All businesses within all sectors must be allowed to operate irrespective of size
to open up the economy. All businesses must conduct risk assessments and
regulations. Government needs to have the capacity to monitor compliance
are challenging, there are however
opportunities that business needs to
return to work and opening up certain
develop plans to comply with set
on a daily basis. While current times
announced various stimulus packages. Entrepreneurs need to remain positive
and patient, they need to go through the
application process, painful as it is, due to
the paperwork required. They need to start innovating and diversifying their business e.g. manufacturing PPEs- there are lots of opportunities in this area; attending
webinars on leadership through times of crisis to keep empowering themselves and learning from others. This is the
opportune time to build resilience, to
become closer to clients by listening to
and supporting them during this crisis, to continue networking digitally, reading up
on businesses globally, taking up speaking opportunities virtually and writing articles relevant to the current situation.
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ASTRAZENECA
A CULTURE OF INCLUSION AND DIVERSITY PUSHING THE BOUNDARIES OF SCIENCE TO DELIVER LIFE-CHANGING MEDICINES AstraZeneca is one of the world’s most exciting bio-pharmaceutical companies. Operating in over 100 countries, we focus on the discovery, development and commercialisation of prescription medicines. We, however, are not your typical bio-pharmaceutical company - here pioneers, ‘ubuntu warriors’, future leaders, convention challengers and game changers, collaborate side by side to turn ideas into life-changing medicines and healthcare initiatives that improve patients’ lives and benefit society. AstraZeneca Pharmaceuticals is a company that anchors diversity in our values and embeds it in business to improve our ability to connect and respond in a changing world. Proof that this is not just sentiment, is that of the nearly 165 team members employed locally, an incredible 69% are women, of which 39% are in middle management or higher.
AstraZeneca has been working with healthcare stakeholders in Africa for over 27 years to ensure that more patients in Africa have access to high quality healthcare, such as prevention and screening programmes to support early intervention, treatment and disease management. We focus on innovative science and leadership in our four main therapy areas: areas: oncology; renal and metabolism; cardiovascular; and respiratory and immunology. COMMITMENT TO SUSTAINABLE HEALTHCARE AND TO OUR COMMUNITIES The AstraZeneca C-suite includes nine innovative female leaders (69%), led by Barbara Nel, Country President for South Africa, Sub Saharan and French Speaking Africa, who are positively impacting and shaping the healthcare industry. Their shared passion and drive has seen the introduction and expansion of a number of innovative Health Access
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Programmes over the past 12 months that span non-communicable diseases. Amongst these are: • Africa PUMUA Initiative (breathe) which aims to redefine asthma care in Africa for paediatric and asthma patients in the private and public sectors through partnership with governments, healthcare professionals and societies. • AstraZeneca’s non communicable disease (NCD) screening partnership, with the Ministry of Health in South Africa, supports the vision of task-shifting to ensure earlier access to screening and diagnosis of patients, with a focus on high blood pressure screening. • The introduction of the Kamba Ya Shanga Pharmacy initiative in South Africa, in partnership with the Independent Community Pharmacists Association (ICPA), offers a pharmacist-led disease management and referral programme. • The extension of AstraZeneca’s Phakamisa programme, providing access to care initiatives currently focused on improving breast and prostate cancer management, specifically addresses early detection of disease, promotion
A S T R A Z ENE CA
of primary prevention, and access to care in the public sector. • The Young Health Programme, a philanthropically funded disease prevention initiative focused on NCDs and young people aged 10 to 24 in vulnerable and under-resourced areas around the world, was expanded into additional geographies in partnership with UNICEF. “Our commitment to our patients and our responsibility to work closely with partners and stakeholders is integral to our work in Africa to create a sustainable impact and to seek answers to health challenges”, says Barbara Nel. SUCCESSFULLY OVERCOMING THE CHALLENGES OF 2020 2020 was undoubtedly one of the most challenging years globally, but this did not stop AstraZeneca from pushing the boundaries of science and innovation. We just had to do it differently. We’re constantly moving forward as a company – agile and purposeful in our work. Ongoing growth and development for our employees is key to our success. With our teams located in various geographical locations across Africa, safely in their homes, we embraced the challenges and adapted quickly to offer a comprehensive Lifelong Learning Programme. By applying diverse platforms and multidirectional learning, we shook up the traditional model, connecting individuals across geographical borders and teams, genders, levels and experience sets.
Our holistic and inclusive learning offering included: • Peer to peer mentoring • Lunch and Learn sessions • Development ‘stretch’ roles • Leadership roundtable for sharing best practices It also offered online access to multiple learning topics and resources, including topics on female leadership, and an Innovation Shark Tank that ignited creativity and a solution mindset. We were inspired to find new approaches, new possibilities in learning, providing the tools and opportunities to help people reach their full potential, and to make a valued contribution to the organisation and to health. We recognise that building a great place to work is vital to the success of AstraZeneca. We look to attract and retain people with the right skills who share our values. AstraZeneca has a culture shaped by its people - high performing, vibrant and collaborative individuals who provide ample opportunity to develop in an inclusive environment. KEY INITIATIVES ARE INSPIRED AND DRIVEN BY EMPLOYEE FEEDBACK AND ACTIVISM Our current environment has highlighted the critical role we need to play in delivering sustainable healthcare solutions. Our employee engagement survey results show that our employees also expect us to lead in working on climate change, health and community support.
A DV E RTO R I A L
Some of the key initiatives in our Africa markets are inspired and driven by employee feedback and activism, and our employees are working to embed sustainability, and give back to society in everything we do. We made great progress in 2020, participating in the AstraZeneca Forest programme, Stepping for Africa, Food parcel packing, Smiles and Wags gift box donations, and food parcel collections. All aimed at accelerating our contribution to supporting the communities in which we work and live. Barbara Nel says, “None of what we have achieved this year would have been possible without the tremendous efforts of all our teams, despite personal challenges faced. Being recognised as Top Women Leaders, is testament to each individual within our company working with absolute determination to make a difference, to each other and around the world.” Smita Ramouthar, HR Director African Cluster, adds: “We are delighted to count ourselves amongst this worthy group of South Africa’s Top Gender Empowered Companies and celebrate the unique diversity our women leaders bring to our company. We will continue to work hard at building our inclusive and diverse culture, because this is how we will make the most of our strengths.”
AstraZeneca - We follow the science. We put patients first. We play to win. We do the right thing. We are entrepreneurial.
Website: https://www.astrazeneca.com/ Linkedin: https://www.linkedin.com/company/astrazeneca/ Twitter: https://twitter.com/AstraZeneca Facebook: https://www.facebook.com/astrazenecacareers Instagram: https://www.instagram.com/astrazeneca/
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I NT E RV IEW
DI N E O M OLEFE
MEETING CHALLENGES HEAD ON
ABOUT T-SYSTEMS Our journey into the South African ICT market starts just three years after the birth of our
democracy. In 1997, T-Systems International, a subsidiary of Deutsche Telekom invested in
South Africa bringing expertise, innovation and intellectual property of a global ICT provider. We are a company that transforms our clients and our country by delivering
innovative “ICT that Works”, in South Africa and for South Africa. We are entrusted to CLICK HERE
run our clients’ most critical ICT networks, applications and systems.
Ralf Fletcher, CEO, Topco Media,
heard. This was often apparent when
INDUSTRIES
T-systems about overcoming
participate in T-Systems internship
and public-sector organisations across the
speaks to Dineo Molefe, MD of
challenges, gender empowerment and leadership:
One of the most challenging things in life is to balance work and family and
having the determination to ‘make it’ in
a world where leaders are not born but
made. Dineo Molefe, MD at T-Systems South Africa can testify that it takes sheer determination and the will to
educate oneself without the privilege of financial support, whilst raising a child
at a young age, and managing to climb the ranks in the corporate world.
What left an indelible mark on Dineo is how many young girls/women
currently face the same struggles that she battled over 20 years ago. She
Dineo engaged with graduates that
Our local clients include leading private
programme.
following sectors:
But the spark for empowering women
• Insurance
When working for Thebe Investment
• Mining
was ignited a long time ago for Dineo.
• Healthcare
Corporation as Group Financial
• Retail
women, young women in particular,
We understand the needs of local clients, they
“Thebe Ya Mosadi”, the company’s
cloud computing and collaboration, while also
Director, her dream to help uplift took hold when she established
want the benefits of mobility, big data, apps,
Women’s Empowerment Programme.
managing the risks introduced by these new
5 KEY TAKEAWAYS FROM THE FASCINATING PODCAST INCLUDE: 1. The importance of investing in your own education
2. Who you are is shaped by where you come from
noticed that it is not only financial
3. Life is a challenge - we need
education and a successful career,
4. The importance of SMMEs and
constraints that create barriers to
but also cultural attitudes such as respect that is often interpreted
as a lack of confidence, shyness
and an inability to have your voice
• Automotive and manufacturing
to face it head on
how they can reduce reliance on imports for South Africa
5. How we can level the gender playing field
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disruptive technologies and ways of working.
With the expertise and research of our parent company, we can quickly get up to speed in offering these new innovations and global best practice capabilities.
Our strategy has evolved in line with
industry trends towards in-sourcing and the
commoditisation of certain ICT services. While retaining the best of our traditional approach to enterprise technology – which is about
accuracy, efficiency, stability, and scalability, we have also integrated a new approach,
which is all about agility, speed and innovation.
TATA C O N S ULTA N C Y S E RV I CE S
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SIMPLY TRANSFORMATIVE SOLUTIONS WITH TCS IN T E RVIE W WIT H A D I L NO SHIR TANTRA, D IR E C TO R A ND CO U NT RY HEAD OF SOUTH AF R ICA, TATA CO NS U LTA NCY SERV ICES CONGRATULATIONS ON WINNING THE 2020 STANDARD BANK TOP WOMEN CORPORATE CITIZENSHIP AWARD. WHAT DOES WINNING THIS AWARD MEAN TO YOUR COMPANY? TCS has always been committed to community development in South Africa and advancement of women to the forefront of the economy. This award is a reflection of our dedication to society and to gender empowerment, which we believe is very important to a young democracy like ours in South Africa. Companies which are winning in the business world today are those which focus on social issues more than just having a strong balance sheet. TCS South Africa emphasises that very principle in all our actions and this award reflects that commitment. PLEASE OUTLINE THE HISTORY OF TATA CONSULTANCY SERVICES – AND THE CSI INITIATIVES WHICH RESULTED IN WINNING THE AWARD. Tata Consultancy Services (TCS) was set up in South Africa first in 1997 with a local partner and then as a direct subsidiary of Tata Consultancy Services in 2007. Post then, there has been tremendous growth which has resulted in an increased local and diverse workforce with a vibrant workplace culture that attracts the best talents. TCS leads several women-focused community development programmes in the areas of education, STEM, health, and entrepreneurship. The CSI initiatives include GoIT Girls programme which is aimed at the potential development of young girls as innovators, an Exolab connecting students to an international space station, a STREAM laboratory setup
in Boeing 737-200 aircraft, space tours, science festivals, and other multiple initiatives supporting school students and women in the workforce. WHAT SERVICES DO YOU OFFER? Tata Consultancy Services (TCS) is an IT services, consulting and business solutions organisation that has been partnering with many of the world’s largest businesses in their transformation journeys for over 50 years. TCS offers a consulting-led, cognitive powered, integrated portfolio of business, technology and engineering services and solutions. We partner with clients to simplify, strengthen, and transform their businesses. In South Africa, we offer our services in digital solutions and technologies for various industries such as banking, insurance, retail, consumer goods, travel, and hospitality. Our services are delivered through a unique Location Independent Agile TM delivery model, recognised as a benchmark of excellence in software development. WHAT EXCITING PLANS DO YOU HAVE FOR 2021? 2021 will be a year of further consolidation and transformation for TCS South Africa. Our goal is to be a local workforce provider ensuring opportunities to our employees to not only serve our customers in South Africa but also give them an option to work in different countries around the globe. This will give South Africans an opportunity to get global exposure and work on the latest technologies.
DO YOU HAVE A MESSAGE FOR COMPANIES AND INDIVIDUALS OUT THERE WHO ARE STRUGGLING TO SURVIVE? South Africa has always driven economic growth in one of the most exciting continents in the world, but navigating the environment can be a burdensome endeavour if one does not understand the local economics and the social challenges critical to success. Businesses operating in South Africa will need to find opportunities which can employ a large local workforce as the government also encourages such businesses through various legislators and interventions. In addition, businesses that are involved in the skilling and re-skilling of their work force will find opportunities for growth. Companies that invest more in solving social and economic issues will always benefit in the long run.
CONTACT INFORMATION Website: https://www.tcs.com/
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ENTERPRISE SUPPLIER DEVELOPMENT Translate scorecard compliance into bottom-line results by working with TEG management consultants. We achieve measurable value for programme funders that goes beyond compliance and donations. Our 15 years in the game speaks to our success and exemplary track record in the field of Enterprise Supplier Development.
BENEFIT FROM OUR PROGRAMMES IN: Enterprise Supplier Development Development Fund Management Women in Leadership Youth Entrepreneur Programme
Our programmes are designed to marry the needs of the local economy and the community with that of the funder through sustainable growth of SMEs. Let’s get together for practical solutions that create lasting change and unearth new value.
Unearthing Value
www.teg.za.com
T S HI MO L O G O EX EC UT I V E G ROU P
A DV E RTO R I A L
UNEARTHING VALUE Business leaders of the future need more than funding; they need skills, know-how, grooming and confidence. That is what TEG provides.
When the company I worked for closed in 2010, I embraced the opportunity to follow my dream of launching my own business consultancy firm. I have a passion for business development and relished the chance to assist other enterprises to grow. Through this rewarding experience, I realised that everyone should have the opportunity to reach their dreams as I did. I now use my Level 1 – 100% Black Woman Owned company as a force multiplier to make that a reality through Enterprise and Supplier Development (ESD). What is Enterprise Supplier Development (ESD)? The national Broad-Based Black Economic Empowerment (B-BBEE) initiative provides a legislative framework for the development of historically disadvantaged companies. Helping people establish, expand or improve their businesses leads to long-term economic growth and job creation.
business development system that delivers tangible outcomes to grow markets that will elevate the community. Through partnerships with funders, we create and run customised business development programmes across a variety of sectors. There is so much undiscovered wealth in our land and if we hope to see this benefiting more people, we have to work together. Partnering with TEG means unearthing true value that lasts.
GREAT RESULTS SPEAK FOR THEMSELVES With 15 years’ experience in project management and business consultancy, my passion is to ensure that big business ventures make a positive impact in the communities where they operate.
TEG helps companies to meet their obligations while investing in the sustainable future of the South African people and economy.
DISCOVERING REAL GEMS We nurture enterprises to a higher level of maturity so that they are able to participate in the economy in a meaningful way. Our ESD 360™ methodology is a local, home-grown
We help our clients advance their B-BBEE scores by going beyond mere compliance. We particularly pride ourselves on cultural sensitivity, adaptability, and the ability to provide practical business solutions. Our programmes take the needs of each specific company into account to tailor a personalised development plan. In this way we
nurture a diversified and inclusive supply chain that benefits all involved. We ensure that funders can demonstrate their commitment to the spirit of B-BBEE by providing a genuine hand-up and not a hand-out to communities.
“ADVANCING B-BBEE SCORECARDS BEYOND COMPLIANCE” “This was one of the most authentic programmes I have ever been a part of in my over 17 years of experience in the field of development within our industry. A woman-owned, woman-led company, which is developing other women.” - Boitumelo Seboko – Corporate Social Responsibility Manager, Assmang Khumani Mine
CONTACT DETAILS: CEO and Founder Tshegetsang Sebeela 082 409 6409 Email: team@teg.za.com | Web: www.teg.za.com Office: #1 SIOC Building, Hendrick van Eck/Ian Flemming, Kathu, Northern Cape, 8446
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TEG JOURNEYS Alleschia (Manufacturer) “I bought a beverage business but little did I know, it was failing. I feared that I had made a terrible mistake and it would haunt me every night. I started my business from washing clothes and felt that now I was in over my head. The programme came at the right time in my life. At first I thought that money would solve the problems in the business, but it was knowing how to sell that changed things. We were averaging R14,000 pm month and we are now above R100,000 and the market is much bigger than we thought. Today, I can say I don’t regret buying this business.”
Matsidisho (Agri Logistics) “I always had a truck but it was just standing there, things have been hard. It has just been me alone holding on. Now I have regular customers that are calling me to deliver their livestock to auctions and I can boast that I have a positive bank balance. Enough that I have my first employee, now I am a real boss ”
Kealeboga (Biodiesel Producer) “My dream for biodiesel was almost 6 years old. The minute I joined the programme there was excellence, I was welcomed well and got encouragement from the interview. I was pushed immediately from the interview to go and visit my idea again. We knocked on so many doors which did not happen. This was such a breakthrough. Today I have my own plant that converts used cooking oil into diesel. We were able to develop a market with the farmers in the community where I grew up.”
Delvin (Driving School) “I have mostly been training Code 8 and 10 drivers for nearly a decade. My income was ok, nothing exciting, it was enough to pay my staff – but not every month. This programme got to me change my relationship with my business, it pushed me out of the car, onto the phone and into the light. We now are fully booked and I need to get more vehicles and instructors to keep up with the demand. I am now going to give advanced driver training and will be expanding into Code 14 training too.”
These journeys are from a custom made programme in 2020, it has been such a success that our client has called us back to do it all over again. If your organization is looking to run an enterprise supplier development initiative give us a call. www.teg.za.com
Kedumetse (Farming) “The journey wasn’t easy, I started with some chickens at home so I was confident in my experience. We were able to secure a lease for farm land and constructed a coup with a capacity of 1000 birds. But when the supplier made a mistake by delivery both batches of day old chicks at once, things got hectic. It was winter, so there was a high rate of mortality. I began to doubt the plan, but we push through – all my birds are sold and the next batch is on its way. We tested various exit points in the value chain starting from incubation all the way to slaughtered products and layers. We finally found our niche market and I am the only company selling day old chicks to farmers in this district, before our farmers had to travel to the next province for their chicks. I am the local chicks chick”
Destiny (Auto Mechanic) “Our workshop was at my backyard at home ever since we started. The TEG team wanted me to move to a proper workshop but the only one available costed R23,300 per month and this was too much for me. Why should I move and pay rent when it is free at home. I did not want to move, but they encouraged me to take the chance. Last year my monthly average sales was around R80,000 and in last month we had the highest figure in our history over R170,000. Now I can pay my staff properly and afford the improvements needed to register with RMI to open up access to corporate clientele not just private customers.”
Lydia (Catering) “Before the programme I was very very shy and lacked confidence. My income depended on one government customer, sometimes they would call me and I would do an event then I would sit at home and wait for their next call. At first I wanted to use the funds to improve my restaurant at home, but TEG challenged me to get out of my comfort zone and change the business into a mobile kitchen. Now I am happy to say that I have new customers and I can move my service to wherever the opportunities are, I might still be a little shy but I am not afraid to sell.”
Beauty (Salon) “My salon was always operating from home. I wouldn’t be here if it wasn’t for these guys, they have been grooming and building us. Making sure that we are doing things right by challenging our vision of what we can do. I now have a shop in a prime location at the mall, my sales are unbelievable and I had to employ 4 new ladies, I’m looking at opening up another branch and have my own branded products.”
Thato (Beautician) “If it was not for the consulting process, I would have not had the idea to upgrade my facility and to add on two new high value services. My plan was simply to buy stock, but the guidance I received on which direction to go was so important. I can see the result of the investment and my customers are impressed with the experience, with referrals coming from 2-hours’ drive just to see me. My turnover was on average less than R2000 a month, last month we reported R36,000 in sales. I am fully booked until the end of the year and had to employ two new ladies to help me. We are saving up to extend the building.”
Nosimpine (B&B) “My company was doing odd jobs on construction, but the opportunities were scarce. When the team visited, we decided that there was potential for a B&B, we now have 13 long term tenants from contractors who work on the mines and I need more space to cope. My revenue, it has changed a lot! I can look after my family properly and leave them with something.”
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J UST I CE Y VONNE MOKGORO
STANDARD BANK TOP WOMAN LIFETIME ACHIEVER AWARD
JUSTICE YVONNE MOKGORO MokgoroThe Standard Bank Top
Woman Llifetime Achievement Award
2020 went to Justice Yvonne Mokgoro - a judge of the Constitutional Court
from its inception in 1994 until the end of her 15-year term in 2009.
Hon. Mokgoro was born in Galeshewe near Kimberley in the Northern Cape and matriculated at the local St
Boniface High School in 1970. She
studied part-time, obtaining a Bachelor of Jurisprudence (B.Juris) degree at
the then University of Bophuthatswana
(now North-West University) in 1982, a
Bachelor of Laws (LLB) two years later, and a Master of Laws (LLM) degree in
1987. She also studied at the University
‘A SOCIETY MUST SEEK TO ENSURE THAT THE BASIC NECESSITIES OF
of Pennsylvania in the United States of
LIFE ARE ACCESSIBLE TO ALL IF IT IS TO BE A SOCIETY IN WHICH
America (USA), where she obtained a
HUMAN DIGNITY, FREEDOM, AND EQUALITY ARE FOUNDATIONAL.’
second LLM degree in 1990.
Justice Mokgoro started her work
served as a Specialist Researcher
and international conferences, seminars
later as a retail salesperson before
Constitutional Analysis at the Human
internationally, mainly in sociological
Department of Justice of the erstwhile
lectured part-time at the University of
the LLB degree she was appointed
Constitutional Court in October 1994.
in the then Mmabatho Magistrate’s Court.
Throughout her legal career she has
In December 2015 Justice Mokgoro
law in the Department of Jurisprudence,
Constitutional Law, Human Rights
Bronze for “her excellent contribution
she rose through the ranks to become
Comparative Law, Criminal Law, Private
position until 1991.
universities in South Africa, the United
experience as a nursing assistant and
(Human Rights) for the Centre for
her appointment as a clerk in the
Sciences Research Council, and also
Bophuthatswana. After completing
Pretoria, until her appointment to the
maintenance officer and public prosecutor In 1984 she was appointed lecturer in
taught a number of courses, including,
University of Bophuthatswana, where
Law Jurisprudence, History of Law,
Associate Professor and served in that
Law and Customary Law at a number of
From 1992 to 1993 she served as
Associate Professor at the University of the Western Cape, and later
Kingdom, the USA and the Netherlands. She has written and presented papers,
and participated in a myriad of national
000 S TANDARD BANK TO P W O M EN LEADERS
and workshops in South Africa and
jurisprudence and particularly on human rights, customary law, focusing on the
impact of law on society generally, and on women and children specifically.
received the Order of the Baobab in
in the field of law and administration of
justice in a democratic South Africa” and it is our honour to present her tonight with the Standard Bank Top Women
Lifetime Achiever Award in recognition of her tireless commitment to justice,
empowerment and upliftment. Honourable Mokgoro you are an inspiration to us all.
TA K E NOTE I T
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TAKE NOTE IT INNOVATIVE SECURITY SOLUTION PROVIDER INTERVIEW WITH MAMELA LUTHULI, CHIEF EXECUTIVE OFFICER AT TAKE NOTE IT We are a cyber security and early warning technology company that was established in 2005. Our vision is to be an innovative security solution provider of choice that develops customised solutions. ACHIEVEMENTS: Standard Bank Top Woman in Leadership Award SOCIAL RESPONSIBILITY INITIATIVES: Cyber Security Academy which focuses on upskilling previously disadvantaged youth within the cyber security space.
WHAT ARE THE CURRENT AND FUTURE TRENDS IN YOUR SECTOR? Current trends we are witnessing are data breaches and asset protection against theft. This is expected to continue to develop further overtime. Also, continued education is key to keep up with these trends. Hence, our academy focus and interest which helps both with certification and recruitment. WHAT TECHNOLOGICAL INNOVATIONS ARE YOU USING IN YOUR ORGANISATION TO KEEP IN LINE WITH THE FOURTH
HOW HAVE YOU IMPLEMENTED GENDER DRIVEN DEVELOPMENT IN THE WORKPLACE? Most of our staff members are women, especially young women who are supported through our academy to gain knowledge and certification in a predominantly male environment.We also have our ‘succession plan’ to empower women and recruit them for management positions HOW HAS GENDER EMPOWERMENT STRENGTHENED YOUR ORGANISATION? This helps the business to demonstrate the different perspective in a male-dominated environment, and it provides enhanced collaborations. It also helps to improve the level of engagement, as women make better conversationalists.
WHAT IS YOUR POSITION ON DOING BUSINESS IN AFRICA? This is part of our strategy for 2012/22 and we are currently sourcing partners and or distributors that we can work with in order to penetrate the rest of Africa.
INDUSTRIAL REVOLUTION (4IR)? We are starting a research and development department which will ensure that we keep up with new technology developments. Currently, we are busy with our own early warning technology solution that we expect to roll out by September 2021.
WHAT SKILLS DO YOU THINK LEADERS
HOW ARE YOU USING SOCIAL MEDIA
WHICH FEMALE LEADERS INSPIRE
TO CREATE MORE BUSINESS? We are currently implementing our digital marketing strategy whose primary focus is to optimise search engine and brand awareness. Our website has been revamped to meet this particular purpose and be more interactive.
YOU THE MOST, AND WHY? Michelle Obama is an inspiration to me because of her level of elegance and intelligence. Kamala Harris is another woman I am inspired by because she is truly a pioneer.
OF THE FUTURE ARE GOING TO NEED? Global awareness complemented with technology solutions and or opportunities are some of the solutions that are expected from future leaders. Personality skills such as creativity, problem solving, and relationship building will help achieve this
HOW ARE YOU INTEGRATING THE DRIVE FOR SUSTAINABILITY
WHAT ARE YOUR ORGANISATION’S GENDER EQUALITY AND BEE RATINGS AND POLICIES? All staff members are treated equally and with respect. Our values talk to this and we demonstrate our diversity through our staff recruitment, both culturally and in terms of gender.
INTO YOUR ORGANISATION? Sustainability is possible through growth. Hence, our marketing drive and customer needs identification practices. We are focused on penetrating the private sector and growing our customer base, whilst keeping our current customers happy.
CONTACT INFORMATION
Address: 354 Rivonia Boulevard, Rivonia, Sandton, Johannesburg, South Africa
Phone: +27 87 550 5184
Email: info@takenoteit.co.za
Website: https://www.takenoteit.co.za
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Top Women Leaders in
On the heels of the Africa Tech Week Summit 2020, after engaging with the brightest business minds and tech innovators across Africa, we’re celebrating some of South Africa’s Top Leading Women Innovators in the Tech sphere.
By Charndré Emma Kippie
TOP TECH TIPS
AFRICA TECH WEEK VIRTUAL SUMMIT 2020
• We need to instate a wider
range of decision-makers in
organisations – this is the only
way portfolios can be diversified in the future.
• Women need to be more
assertive in the Tech space rather than shy away from challenges.
• Aspiring Tech entrepreneurs
Topco Media hosted the Africa Tech
Executive Talent, Brand and
Ceremony, in November this year.
acted as a beacon for illuminating
Week Virtual Summit and Awards
The much-anticipated event allowed
attendees the opportunity to interact with business leaders who are
actively shaping the future of Tech
and all its intersections. The event
brought together more than 300 key
should not feel intimidated by
decision makers, and provided a
practical experience is favoured
in the tech industry, as well as the
formal tertiary qualifications as
space to network with global peers
in this field especially.
opportunity to learn from thought
• Women who have achieved
success, and take up leadership positions in organisations, need to pay it forward, and assist other women in the Tech
space with getting a foot in the door.
leaders charting the path which is
accelerating Africa across the digital landscape.
Included in this year’s event, was an all-female roundtable panel
discussion, moderated by Zanele Morrison who is a distinguished
000 S TANDARD BANK TO P W O M EN LEADERS
Marketing Entrepreneur. The panel diversity and gender parity in the
African Tech space. The all-female
assembly of empowered Top Women in Tech got together this year to
celebrate women’s contribution to the field, specifically, and outline
strategies for getting more and more women into leadership positions in
Tech and IT. Four panellists headed
this discussion: Yandisa Sokhanyile, Chief Digital Officer of Konecta Pty Ltd., Alexandria Claire Procter, the
CEO & Co-Founder of DigsConnect, Caitlin F Dolkart, who is the Co-
Founder of Flare in Kenya, and Dr. Diana Wangari Gitau who is the
Principal & Founding Member of Lens Africa, based in Kenya.
T O P W O MEN L EA D ER S I N T EC H 2 0 2 0
E D I TO R I A L
WOMEN IN TECH AWARD WINNER As the conversation powered on, these women provided valuable
FAST FACTS
insight into current trends in Tech
organisations, and offered suggestions
DOB: 03 May 1979
and recommendations for diversifying
Hometown: Cape Town
Tech in Africa. What became quite
Hobbies: Spending time with my kids, Yoga, running, mountain biking,
clear during this important dialogue,
is that there is an increasing need for bringing women from marginalised communities forward in Tech, and that organisations and leaders
ANNA COLLARD
painting, drawing and reading
KNOWBE4 COMPANY
AWARDS
in the field need to get rid of the
Anna Collard is the female
these communities.Other important
tech company, KnowBe4 Africa,
the permeating notion of ‘The Boys
Awareness Training in South
• Featured in the Top 50 Women in
their strong, feminine qualities in the
of the world’s largest security
• Top 100 Women in Cyber 2020
support mechanisms for women, and
phishing platform, and was recently
term economic growth.
Africa Chapter 2020 President’s
• Women in Tech Innovations
language barrier in order to empower
dynamo behind the innovative
messages included the redressing of
offering top-notch Cyber Security
Club’, women needing to embrace
Africa. The company is the provider
workplace, the need for enhanced
awareness training and simulated
prejudice and bias dampening long-
presented with the ISACA South
What’s evident, based on the key
takeaways from this panel discussion,
is that women are no longer accepting ‘no’, forging a way beyond limiting structures and creating their own
space in Tech, and building a better future for aspiring future women technovators.
HONORARY GUESTS
Along with the 2-day virtual
conference, Topco Media took the
opportunity to accolade the cream of
the crop who are excelling within South Africa’s technological sector, awarding
a few phenomenal Top Leading Women in Tech with top honours in a number of celebratory categories.
Throughout Africa 2020 Award for Southern and Central Africa Cybersecurity – Africa 2020 globally by Cyber Defence Magazine.
• ISACA South Africa prestigious President Award for 2020.
Award. In November 2020, Anna was the proud recipient of the
Women in Tech Award, during
LICENCES AND CERTIFICATIONS
commitment to technological
BSI: ISO 27001 Lead Auditor -
transformation in the field of Risk
EXIN: ITIL Foundation
Africa Tech Week 2020, for her
Information Security Certification
innovation and actionable
and Security. The award comes as
no surprise, as Anna has 15 years’ experience in helping corporates
Business Analyst Certification ISACA: Certified Information
across South Africa, Europe and
the US with maintaining the safety
Faculty Training Institute:
Systems Auditor (CISA)
of their assets. She is, furthermore,
BSI: ISO 27001 Lead Implementer -
professional, a top-tier business
PCI Security Standards Council:
a Certified Information Systems analyst, and an ISO 27001
Implementation & Lead Auditor consultant.
Information Security Certification
PCI DSS Qualified Security Auditor (QSA)
IAPP - International Association
of Privacy Professionals: CIPP/IT
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INTERVIEW CONGRATULATIONS ON WINNING THE AFRICA TECH: WOMAN IN TECH AWARD! THIS IS AN AMAZING ACCOLADE. HOW HAS
every day. I also enjoy trying to
simplify complicated things, which
helps with content creation. Most of
all, I enjoy that some of the work we do may have a positive impact on
Africa’s tech and youth development.
THIS RECOGNITION EMPOWERED YOU SO FAR? Thank you! It is really a huge honour to
HOW DO YOU FEEL ABOUT DIVERSITY IN YOUR FIELD?
receive recognition such as this award. I
I’ve worked in all male and all female
young women to join the tech and security
ones were always the ones with a
this in part to build a role model profile.
positively influences decision making,
KNOWBE4 AFRICA IS THE PROVIDER
are used in conjunction, it can lead to
feel quite passionate about inspiring more
teams before and the best performing
industries, and I hope to be able to use
good mix of both. Diversity definitely
OF THE WORLD’S LARGEST SECURITY AWARENESS TRAINING AND SIMULATED PHISHING PLATFORM. WHY ARE YOU SO PASSIONATE ABOUT PHISHING AND SECURITY?
and when male and female energies
great results. Diversity is also not just limited to genders. Having different
backgrounds and ways of looking at the world helps in creative problem solving and innovation, so creating
SIDDIKA OSMAN Managing Director of Nkgwete IT Solutions
The human element is one of the
diverse teams is something we
Last year, Siddika Osman was the Africa
security, but unfortunately, also one that
beneficial to the business at large.
year, she was a finalist in the Africa Tech
engineering is the most dominant attack
WHAT ADVICE DO YOU HAVE FOR
categories. Siddika is a self-motivated
hacking attempts. By addressing the
WITHIN THE TECH AND CYBER
problem, the overall security maturity of an
To succeed in cybersecurity, one
the ICT sector, in companies such as
to never stop learning, we need to
Siddika’s seasoned expertise and acute
and focus on one thing at a time.
triumph of Nkgwete IT Solutions.
most important aspects of information
is often overlooked. Phishing and social
should consciously strive for, as it’s
Tech Woman of The Year winner. This
Awards Women in Tech and CEO Award black female entrepreneur, and is the
vector used in successful breaches or
WOMEN WHO ASPIRE TO WORK
social engineering and human hacking
SECURITY FIELD?
organisation can be massively improved.
needs to continuously learn. And
Transnet IT, T-Systems and arivia.kom,
Even back in 2011, when I founded
work on our ability to concentrate
business acumen are essential to the
Popcorn Training, I wanted to find a way to reach non-technical people and help them to understand how to navigate the security space and to protect
themselves from phishing and social
engineering attacks. It’s something I’ve been interested in for a long time now. WHAT INSPIRES YOUR AMAZING WORK ETHIC? I love learning, and in the security
space, you have to learn new things
This is something that, unfortunately, technology has made very difficult to do with all the distractions it
offers, and being a woman with kids, it’s even more difficult to
find that space. So one piece of
advice I would give young women
is to hone their concentration skills
through meditation, prioritise time for themselves, and to not be afraid to
unleash the power they have within.
000 S TANDARD BANK TO P W O M EN LEADERS
primary shareholder of Nkgwete. With more than 20 years experience within
ACCREDITATIONS • ITIL Service Manager • Bachelor of Arts in Communication Science • Financial Management • COBIT Certification • Gordon Institute of Business
studies Leadership Development
T O P W O MEN L EA D ER S I N T EC H 2 0 2 0
E D I TO R I A L
TOP WO M EN IN TECH FINALISTS
YASHMITA BHANA
JENNIFER ANNE WARD
GERALDINE EVE KASAMBARA
Founder & CEO of Nihka
Founder & CEO of Neighbiz
Founder of 143 Communications
Technology Group
Yashmita Bhana was a finalist in this
year’s CEO Award category. Yashmita was the recipient of the 2016 Entrepreneur of the Year Award from BWASA, and
was also a finalist in the 2018 Standard
Bank Top Women Awards in the category of most gendered empowered SMME.
She obtained a Masters in Engineering from Wits and an MBA (GIBS). Today,
she has acquired more than 20 years of
experience in ICT and Engineering, and is
certified in multiple Project Methodologies. Her company, Nihka Technology Group, is a Black Women Owned (BWO) enterprise and a Level 1 BBBEE contributor, with a 135% Procurement Recognition Level.
Aside from her professional Tech career, Yashmita is passionate about education, acting as the Chairperson of the ABB
(Quant) Education Trust for Women in
Engineering, and also the Chairperson of the Dhiya Development Foundation ─ an organisation accelerating youth development in digital technologies.
Jennifer Ward was one of this year’s
Africa Tech Start–Up Award finalists. She is popularly regarded as somewhat of a serial entrepreneur, and was rewarded
Kasambara, received a nomination in the
coveted Africa Tech CEO Award category, this year. She is known for being a self-
by Ernst & Young for entrepreneurial
excellence, being a finalist Entrepreneur
of the Year. Her company, Neighbiz, was launched as a platform for getting the
informal sector online. Jennifer saw that unemployment was a huge concern in
motivated go-getter who knows what
she wants and is assertive. Geraldine’s
company, 143 Communications, has been recognised as a truly dynamic digital media agency, which aids brands in
growing their online presence and overall
South Africa, but insisted that it could
potentially be one of the biggest business
opportunities for the country to be exposed to global initiatives. Jenifer then went on to devise the Poppalloon Marketing Strategy, and further innovations, which are now
patent-pending in the USA. She previously obtained a Basic Electronics Certification from Damelin, and studied Law at the
public engagement, using quintessential social media tools and digital platforms.
Previously, she was a Marketing Executive at Daily News, and completed her
Master of Business Intelligence (MBI) at the Chinhoyi University of Technology.
Geraldine also obtained a BA Honours
Degree in English and Communication: Public Relations from Midlands State
University of Witwatersrand. Jennifer’s
University. As a strong, tech-savvy
previous company, Big Brother, was
named one of the Top 300 empowerment companies in the DTI’s annual roundup.
Recently, she has also added ‘published children’s author’ to her resume.
Social Media guru, Geraldine Eve
business woman, she is committed to leveraging leading information
communication technologies to enhance
and complement all her clients’ marketing, public relations and distribution needs.
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I NT E RV IEW
M A GD A WI E RZYC KA
SYGNIA’S MAGDA WIERZYCKA, SPEAKS ABOUT
LEADERSHIP, THE MARKETS AND RECOVERING FROM COVID-19
Magda Wierzycka was born in Gliwice, Poland. She is a South African
billionaire and businesswoman and
is the co-founder and CEO of Sygnia Ltd. Magda’s career in the financial
services industry began in 1993 when she became a product development
and investment actuary at the Southern Life Association for Mutual Life and
Accident. While at Southern Life, she paid back her bursary then spent two years building an asset consulting
division as an investment consultant for the retirement fund clients of Alexander Forbes. She joined Coronation
Fund Managers, a third-party fund
management company based in Cape CLICK HERE
Town, in 1997 as a director and Head
of Institutional Business. At Coronation, she played a pivotal role in making
In this Top Women podcast, Ralf
Fletcher sits down with renowned
businesswomen, billionaire and anti-
we hope you learn a thing or two from this insightful video podcast
corruption activist, Magda Wierzycka.
SOME KEY TAKEAWAYS FROM THIS
building yourself from the ground up, is
1. The people who have borne the
Magda, who defines the notion of
a powerhouse and force to be reckoned
with in the South African economy. She’s built seven companies, is currently
preparing for her role as CEO of The
Apprentice South Africa in 2021 and runs for two hours a day on the treadmill.
Magda and Ralf discuss COVID-19 and the way the South African economy and country as a whole has been
impacted, the importance of having a
steadfast mindset about what you want and how the market is changing during this time. Magda explains her outlook
VIDEO PODCAST TO LISTEN OUT FOR brunt of the pandemic economically are the private sector and the poor. 2. Although it won’t lead to a full
became the CEO of the African Harvest Group. In 2006, she negotiated the
sale of Metallon Corporation’s African Harvest Fund Managers, a R18-
billion asset management company, to Cadiz Asset Management.. She
this time.
culminated in the establishment of
potentially what will get us through 3. We need to have a very clear
mindset of what we will and won’t settle for in the workplace.
4. It’s vital to keep track of what’s going on globally - read, research and talk to people as much as possible.
5. The people who become leaders
leaders from followers. Talking to Magda
information.
to success was an absolute honour and
After her stint at Coronation, Wierzycka
then led the management acquisition
are those who are willing to make
Wierzycka about her incredible journey
management firms in South Africa.
recovery, the informal economy is
on a realm of topics, from stocks to
#BlackLivesMatter and what separates
the company one of the largest asset
decisions based on imperfect
6. Never be afraid to change your mind and admit you’ve made a mistake.
000 S TANDARD BANK TO P W O M EN LEADERS
of the remainder of the group, which
Sygnia Asset Management, a financial
technology company. Wierzycka became the company’s CEO in 2006. In a
decade, she grew the company’s assets from R2-billion to R162-billion which
resulted in Sygnia becoming the second largest multi-management company
in the country. On 14 October 2015,
Sygnia was listed on the Johannesburg Stock Exchange. Wierzycka serves on the Africa Advisory Board of Harvard
University’s Center for African Studies.
K EL L O GG’ S S O UT H A FRI CA
A DV E RTO R I A L
AT KEL LO GG’S S O UTH AFRI CA, ENABLI NG WOM EN IS K EY TO TH E CO MPA N Y ’S DI VERSI T Y AND I NCLUSI ON AG EN DA The global food giant Kellogg is a leading food company that helps to nourish families, so they can flourish and thrive. The company’s food offering is broad and includes a range of breakfast cereals, the potato stackable chips Pringles, a a versatile and satisfying instant noodles range. Kellogg’s commitment to diversity can be traced back to its founder, W.K. Kellogg, who was a pioneer in employing women in the workplace and reaching across cultural boundaries.
than 100 years later by making diversity and inclusion one of its priorities. This is woven into how the organisation does business - diversity
ABOUT KELLOGG’S SOUTH AFRICA
Kellogg’s is a world’s leading food company. At Kellogg’s, we are driven to enrich and delight the world through foods and brands that matter. Our brand portfolio includes – Kellogg’s® Corn Flakes, All-Bran®, Special K®, Rice Krispies®, Coco Pops®, Strawberry Pops®, Granola, Pringles® cereal bars and Kellogg’s Instant Noodles® to nourish families so they can flourish and thrive. Through the Better Days® programme, the company provides 3.5 million servings of cereal and milk to South African school children a year. To learn more about Kellogg’s, visit www.kelloggs.co.za or follow us on Twitter @KelloggsZA and on Facebook @KelloggsZA
and inclusion is a competitive advantage, better enabling it to attract and retain talent and meet the needs of its diverse consumer base.
is driven through multiple Employee Resource Groups and in South Africa, Women of Kellogg (WOK). This is the company’s first truly global Employee Resource Group with chapters in every region the company operates in. WOK empowers women to use their unique abilities, insights and talents. The platform engages men at Kellogg to advocate for gender equality in the workplace in support of individual collective advancement and business improvement. The company enables an environment that mentor programmes and networking opportunities locally, in the company’s AMEA (Africa Middle East and Asia) region
a daunting time as this means women need to consider what work-life balance would mean to them and how they would adjust back to the work environment. As an organisation, we needed to make available life solutions to enable them to navigate the parental process External Relations and Lead of Women of Kellogg’s at Kellogg’s South Africa. THE KEY HIGHLIGHTS OF THE PARENTAL TOOLKIT ARE: • Lactating private rooms are available for moms to express breast milk should they
At Kellogg, the Diversity and Inclusion agenda
supports women through
Kellogg’s we know that a decision to start or
easier” says Zandile Mposelwa, Head of
The company continues his legacy more Zandile Mposelwa
Toolkit that the company launched. “At expand one’s family is an exciting but could be
range of convenient wholesome snack bars and
Head of External Relations
One example of these solutions is the Parental
choose to continue feeding their babies breast milk. “In a society where, working moms sometimes feel that going back to work means they have to stop breastfeeding, this policy gives Kellogg’s employees the confidence to make choosing to breastfeed an easy decision” continues Mposelwa. • Keep-in-touch policy allows employees on maternity leave to optionally opt to be informed and attend business conferences, training or be informed of job openings in line with their career plans. • The introduction of paid adoption parental leave for both female and male employees. • Employees have an option for flexible working hours or location for those working in the company’s production facility. • On return from maternity leave, the new
and globally, addressing
mom is referred to the company’s Employee
unconscious bias and enabling
Wellness Programme for support in
work-life solutions in some of
adjusting to their latest developments at
the women’s critical life stages.
home and at work. S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
MA R E DI T E C H N OL OG IES Cherish your vision and your dreams, as they are the children of your soul; the blueprints of your ultimate achievements” - Napoleon Hill
I successfully organised
Bloemfontein and Mpumalanga with a
Maredi Technologies’ first
combined workforce of 31 employees. Her
Vision Day (state of the
achievements and talents are a testament
company) event, which
to the great and often untapped potential
resulted in increasing
that resides in women.
the company’s morale. HOW HAS GENDER EMPOWERMENT HOW HAVE YOU IMPLEMENTED GENDER DRIVEN DEVELOPMENT
NTOMBI MAZIBUKO
IN THE WORKPLACE? The inclusion of women is
Marketing Manager
key to our success. Maredi
Maredi Technologies
Technologies has therefore implemented steps to ensure that
Within a decade of its inception Maredi
Technologies is a dream that has become reality. Maredi Technologies showcases
the power of possibility and reveals what
is achievable when there is perseverance and an undying will to succeed.
Every day this company defies the odds; it creates watershed moments for itself
and it pioneers change. We are proud to
be celebrating our first decade. I believe
the key to our 10-year success lies in our investment in people. People are central to our business success. Our mission is to deliver quality and cost-effective
solutions to our clients in a manner that exceeds expectations and assures our clients of our personal attention and professionalism at all times.
STRENGTHENED YOUR ORGANISATION? We have benefited substantially from the contribution and value of women in our organisation. The integration of women has improved the skills offering, the quality of our ideas and decision-making. Women at Maredi Technologies provide different outlooks and, perspectives on solutions
we achieve gender equality in our
and approaches. This has augmented the
organisation. We have altered our hiring
scopes of our service offering and opened
practices and have gone as far as ensuring
up new opportunities for our business.
that our interview panel is gender diverse so that we can source a gender diverse
WHAT ARE YOUR ORGANISATION’S
work force. We are proud of our CEO
GENDER EQUALITY AND BEE RATINGS
training programme, that is training and
AND POLICIES?
developing 4 female recruits for the next
Maredi Technologies, strives to achieve
12 months.
being an “employer of choice”, to fulfil our Constitutional obligation and any
We cannot create an inclusive and
applicable legislation in support of the
dynamic business if we do not create
National Gender Policy Framework. We
room for women in our business. This
have adopted policies and practices
CEO training programme will train and
that deal with gender issues within our
introduce young women to all eight of
workplace and taken a firm stand against:
our departments. At Maredi Technologies
• Violence against women in our workplace
we have also made a concerted effort to
• Any barriers that promote
appoint women in leadership positions –
discrimination based on sex, religion,
for example Lelona Magwambe in logistics
age, race or creed, therefore affording
and project management is a product of
equal opportunities for all in our
our development and training initiative.
employment practices • Any work practice that restricts
WHAT HAVE BEEN SOME OF YOU MOST MEMORABLE ACHIEVEMENTS?
When she started she was fresh out of
the development of women in our
I redesigned and launched the current
‘varsity and because of our drive towards
workplace either in terms of training
company website and built a series of
creating an inclusive gender-diverse
compelling posters and videos, effectively
workplace we harnessed and invested
streamlining departmental work at all
in her talent and today she heads up
rights afforded to women as
levels of marketing and communications.
four regions namely; Gauteng, Limpopo,
entrenched in the Constitution.
000 STANDARD BANK TO P W O M EN LEADERS
opportunities or career growth • Any practice that infringes on any
MA R ED I T EC HN O LOG I E S
I N T E RV I E W
WHAT ARE THE CURRENT AND
HOW ARE YOU USING SOCIAL
our desire is to do more business in Africa.
FUTURE TRENDS IN YOUR SECTOR?
MEDIA TO CREATE MORE BUSINESS?
As a start we registered a company in
A tech trend that is specifically of interest to
Social media has been a seamless and
Mozambique. This is an exciting first step
our company is the issue of cyber security
frictionless vehicle to interact, improve,
for us that we are hoping will allow us to
and cyber attacks. This an issue that does
respond and communicate with our
have a foot in the door as we explore the
not just affect giant IT security companies,
customers. We use social media to share
endless business opportunities that exist
but it affects all types of businesses. The
information about our company, to create
on the continent.
threats to the government from cyber
awareness about new products and to
criminals are even greater, leading to
meaningfully engage with our customer
WHAT SKILLS DO YOU THINK LEADERS
potential national security risks as dark actors
base. Social media has been extremely
OF THE FUTURE ARE GOING TO NEED?
look to steal secrets and intellectual property.
useful in helping us to develop better
• The ability to embrace change
insights into what our customers Cyber attacks pose a serious threat to
and diversity
need in real time.
• The ability to create room for
become vital for businesses to be more
HOW ARE YOU INTEGRATING THE
• The ability to embrace conflict
proactive in protecting themselves against
DRIVE FOR SUSTAINABILITY INTO
• The ability to see potential and
security and cyber threats. We therefore
YOUR ORGANISATION?
have invested in providing security
Sustainability is at the heart of what
solutions that can be easily integrated
we do, and it is a central component of
WHICH FEMALE LEADERS
within the business infrastructure and IT
our legacy project. In a nutshell I can
INSPIRE YOU THE MOST, AND WHY?
architecture of any organisation.
say our sustainability project is how
Sheryl Sandberg, the COO of Facebook,
the stability of many organisations - it has
people to innovate
FIVE TIPS ON SURVIVING AND THRIVING IN BUSINESS 1. BELIEVE
IN YOURSELF AND TRUST THAT YOU HAVE EVERYTHING WITHIN YOU TO ACHIEVE SUCCESS 2. SIT AT THE TABLE AND UNAPOLOGETICALLY PURSUE LEADERSHIP POSITIONS IN YOUR WORKPLACE 3. NEVER BE AFRAID TO SPEAK UP, YOUR VOICE COUNTS 4. INVEST IN YOUR PERSONAL AND PROFESSIONAL GROWTH 5. YOU ARE NOT INVISIBLE YOU HAVE VALUE, YOU MATTER AND YOUR PRESENCE IS IMPORTANT.
talent beyond stereotypes
we future proof
and Mimi Omokri, Ubers’ head of
our business
business, are leaders that inspire me.
from failing.
Sheryl Sandberg wrote the book “Lean In”
We operate in
which transformed the way I see female
a space that
leadership in the tech-spaces. She inspired
is shaken by
me to be courageous in my pursuits,
technological
especially in a world that is dominated by
disruptions so
men, I have learnt the importance of being
our ability to
able to sit at the table unapologetically and
adapt and ride
to believe that what I bring is important and
the waves of
deserves to be heard.
change is critical to our continued
Omokri is another fearless leader that
WHAT TECHNOLOGICAL INNOVATIONS
survival. We therefore set ambitious
has shattered stereotypes about African
ARE YOU USING IN YOUR ORGANISATION
goals for our research and development
women occupying leadership roles in global
TO KEEP IN LINE WITH THE FOURTH
department to innovate and prioritise
companies. She inspired me not only to
INDUSTRIAL REVOLUTION (4IR)?
change through the introduction of new
lead change in my workplace but to aspire
Maredi Technologies has always been at the
and improved products.
towards leadership positions.
cutting edge of technological movements and innovations. We are in the business
Maredi Technologies invests in people
of building ICT infrastructures that enable
and we see them as the power behind our
connectivity which is an important aspect of
sustainability projects. Our partnership also
realising 4IR. Things like cloud computing,
provides us with the ability to leverage the
AI and machine learning, block chain,
strengths of our peers and to improve our
robotics and so forth require a reliable
value offering over the long term.
CONTACT INFORMATION
network capacity to make them function effectively. An ICT infrastructure needs to
WHAT IS YOUR POSITION ON DOING
be built to enable the necessary speeds for
BUSINESS IN AFRICA?
data sharing. So, for us 4IR is not something
Africa offers tremendous opportunities for
we keep in line with, it is something that is
growth. Our interest in the continent lies
deeply embedded in what we do.
in the business potential that exists as it is
Physical address: 04 Liebenberg Road Noordwyk, Midrand,1687 Telephone: +27 11 074 7181 Website: www.mareditechnologies.co.za Twitter: @Maredi_Tech Facebook: @MarediTech
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
“ WH EN Y OU ’ RE BU S CALI NG A C
ther e is no ti m guess y o u
Y O U H AV E TO B I N FO R M E D P ERS ON
Meet South African powerhouse, Alexandria Procter - CEO
and founder of DigsConnect.
Developed during her Honours year at the University of Cape
Town, DigsConnect was born as a response to the 2018 student
accommodation crisis. The platform
is South Africa’s first digital solution to accommodation for students, aiming to connect landlords
with buyers. As the country’s
largest student accommodation
marketplace, DigsConnect is only
DigsConnect CEO
A le x an d r i a Pr o c te r on entrepreneurship and never giving up
getting started and through it,
Alexandria and her team are trying
to build a self-sustaining community in which people can connect with like-minded individuals in a safe
and secure environment. We sat down with Alexandria to discuss the highs and lows of female
entrepreneurship, what excites her and the principles for workplace success that she absolutely refuses to compromise on.
A L EX A N D R I A PR OCTE R
UILDING AND C OMPAN Y,
me t o s e c ond urse lf .
B E TH E BEST IN T H E RO O M . ”
I was originally matching up landlords
and students manually but I realised it
would be much easier if I just knocked
having to go through me. Over a
you think about yourself. It all starts
You have to radically change how
weekend I bought the domain and
with your mindset. I don’t know if this
coded a simple website where you
could list accommodation and search
for accommodation. Thus DigsConnect was born, as an online marketplace
exploded. Within a couple of months I
of Mensa. I’m currently training for
throughout South Africa. A couple
Stellenbosch Flying Club.
postgrad at university, registered the
I used to run an NGO called
growing, ever since.
which held computer literacy and
WHAT DID YOU FIRST HOPE TO
women in the Cape Flats. However,
Honestly it was just about solving a
hyper-focused on this company and
immediate community.
Forum Global Shapers, and a member
had about 50 000 beds on the platform
my PPL (private pilot’s licence) at
months later I dropped out of my
problem that was facing me and my
WHAT WAS THE IDEA BEHIND DIGSCONNECT? HOW DID IT
figure, not question why they have
a certain extent, this is even more the case for women. When you’re
building and scaling a company, there is no time to second guess yourself. You have to be the best informed person in the room, you have to
make the call and you have to back
company, and we’ve been going, and
since DigsConnect’s growth, I’ve been
authority to some vague authority
keep quiet, wait your turn, obey. To
huge demand and the platform just
ACHIEVE WITH DIGSCONNECT?
you’re taught to doubt yourself, defer
principals. You’re taught to sit down,
stumbled upon something that was in
entrepreneurship workshops for
was just me, but I feel like growing up
that authority or the validity of their
to connect sellers (landlords) with
I am a part of the World Economic
entrepreneurship.
AN ENTREPRENEUR, PARTICULARLY
could connect by themselves without
headed to the stratosphere. I had
Libraries for Entrepreneurship,
HARDEST THING ABOUT BEING A FEMALE ENTREPRENEUR?
I was suddenly strapped to a rocket
ABOUT YOUR BACKGROUND?
WHAT DO YOU THINK IS THE
together a little website where people
buyers (students). Before I knew it,
PLEASE TELL US A LITTLE
I N T E RV I E W
yourself. You have to stand up,
speak up, take the hits and question how those with authority got that
authority and then you have to have
the audacity to change it, to propose and then build a better way of doing things, and then fight through the naysayers and resistance to that
change. You simply cannot doubt yourself for a second.
But something remarkable that we saw happening was secondary
WHAT THREE WORDS WOULD Y
services springing up around this
OU USE TO DESCRIBE YOURSELF?
- local salons that were serving
Passionate. Resourceful. Hilarious.
when I was elected onto the Student
bookstores, theatres, parks coming
WHAT EXCITES YOU MORE
SRC position, landlords would call
buzz that students bring to any
The knowledge that I’m having a
vacancies, beds to fill, and wanted
money back in the hands of local
the work I do every day is helping
to the students.
were spending it in their communities.
COME ABOUT? It started during my undergrad,
the students, cafes, coffee shops,
Representative Council. Due to my
to life with the natural energy and
THAN ANYTHING?
me and say they had spare rooms,
neighbourhood. It was putting the
real impact on people’s lives. That
to know how to advertise these rooms
entrepreneurs, where they in turn
tens of thousands of students, their parents and landlords.
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
I NT E RV IEW
A LE X A N D R I A PROC TER
It’s an incredible feeling
knowing that you’re part of the
solution. Every time I hear from one of our users about how
their lives were changed by
DigsConnect, I remember why I do what I do. Martin Luther
King said “Anyone can be great, because anyone can serve”.
WHAT TIPS WOULD YOU GIVE TO ASPIRING ENTREPRENEURS WHO WANT TO MAKE IT IN SOUTH AFRICA? Do not ever give up. Keep trying, always. It’s impossible to fail unless you stop trying. Keep
at it, pivot a thousand times if
you must, make the necessary sacrifices, and prepare to be
exhausted. But also know you will have the most rewarding
and meaningful life. Also, our country needs you now more
than ever. Our country needs job-creators, entrepreneurs,
solution-makers, problem-solvers, thinkers, builders. This is how we can rebuild our economy, with
grassroots entrepreneurship. We cannot wait around for the public sector or anyone to come save
us, we have to save ourselves, and we do that by building.
000 S TANDARD BANK TO P W O M EN LEADERS
Aish a P andor SOUTH AFRICAN START-UP ENTREPRENEUR IS SWEEPING CLEAN
A I S HA PANDOR
to have a knack for working with a variety
SWEEP SOUTH LAUNCHED IN
HOW DOES SWEEP SOUTH WORK?
2014 AND HAS BECOME A SOUTH
WHAT IS A SWEEPSTAR AND HOW
AFRICAN SUCCESS STORY, ONE OF
MANY PEOPLE DO YOU EMPLOY?
COURAGE, BELIEF AND TENACITY,
SweepSouth doesn’t employ domestic
WINNING NUMEROUS ACCOLADES. YOU AND YOUR PARTNER PUT EVERYTHING INTO THE TECHSTARTUP. WHAT IS THE STORY BEHIND RISKING EVERYTHING? WAS THERE A LIGHT BULB MOMENT? When we came up with the idea for
SweepSouth, back in late 2013, we knew that we wanted to create a
business in the technology space that would have a broad positive impact
on South African society - something
that would make people’s lives better while enabling us to live up to our
potential. The idea for SweepSouth came about purely by chance. Our
nanny was due to go away on holiday
but finding a short-term locum turned out to be a long and protracted
process. It was then that we gained an understanding of how difficult
it is for many domestic workers in
South Africa to reliably connect to
potential employers. We saw this as
an opportunity to not only help domestic
of different people, such as investors,
workers but rather operates as a booking platform service, where
Being able to empathise with people from
all walks of life is crucial to the success of is one of your key objectives.
themselves online and through the
app to advertise their services and
YOU WERE GOOD AT MATHS AT
availability. Once registered, domestic workers become SweepStars, with
SCHOOL AND COMPLETED A PHD. WHEN DID YOU KNOW YOU WERE AN
their own profile and ranking, based on
ENTREPRENEUR?
Employers can make repeated
school. While I had no trouble grappling
their clients’ or employers’ feedback.
I was actually quite average at maths at
bookings with the same SweepStar,
with numeracy, maths and science
depending on their availability, or else choose someone new on an ad hoc
basis. Over the past six years we’ve
helped over 20,000 domestic workers find work opportunities. Through the COVID-19 crisis we’ve supported
certainly weren’t my favourite subjects. So, as you can imagine, it came as a
surprise to my family when I elected to pursue a BSc in maths and science at
university. It was only towards the end of studying for my PhD that I realised
about 3,500 women who were active
I wanted to become an entrepreneur,
on the SweepSouth platform prior to
the lockdown beginning. Typically, we
have some 5,000 SweepStars working through the platform each month.
so I enrolled in a UCT postgraduate business course with business and
biotechnology at the forefront of my
mind. However, the deeper I delved into
business the more I wanted to build and
WHAT CHARACTERISTICS DO YOU
contribute to a business of my own. I
subsequently worked as a management
FEEL ENTREPRENEURS NEED IN ORDER TO SUCCEED?
and modernisation. Positioning
especially now during these continually
which desperately needed an overhaul
I’d say definitely grit and determination,
ourselves to be able to help even a
challenging economic times. It’s
risking it all for.
cofounders, employees and customers.
building your business, which of course
domestic workers can register
workers but also the industry at large,
fraction of these women was worth
I N T E RV I E W
also important to be innovative and
opportunistic while being focussed at the
same time. Most entrepreneurs also need
consultant for two years, which is when I realised that I didn’t want to be a
corporate employee or be employed by
someone else. So my desire to become an entrepreneur came quite late in my
tertiary education - it certainly wasn’t an ambition while I was growing up.
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
WHAT WERE SOME OF YOUR
SMALL BUSINESS AND
HIGHEST HIGHS AND LOWEST LOWS
ENTREPRENEURSHIP IS SEEN AS A
OVER THE LAST 6 YEARS?
SAVING GRACE FOR THE SOUTH
The highest highs included starting
AFRICAN ECONOMY AND YET THE
SweepSouth and seeing the business
beginning to take off with interest from
both customers and SweepStars. It was an amazing feeling and wonderful to
LACK OF FUNDING AND SUPPORT
accelerated numerous tech-enabled
business opportunities, which will help
to shape the “new normal” in the world
of work and lifestyle. E-commerce also has an increasingly large role to play.
COULD RESULT IN OUR COUNTRY SCORING AN OWN GOAL. WHAT
HOW CAN TECHNOLOGY POSITIVELY
DO YOU FEEL COULD BE DONE TO
IMPACT ON THE NUMBER OF WOMEN
see the business building. Receiving
FIX THIS?
STARTING THEIR OWN BUSINESSES?
our first investment also came as
wonderful validation for the business.
Lots of people start businesses in
South Africa has a relatively small
It’s a humbling feeling when someone
South Africa and I think the time to be
innovative in the ways we support SME
mentors and role models presently, but
is willing to back your business with
their hard-earned money and has faith
in you to be able to execute. It was also incredible to see the ongoing growth of SweepSouth, registering the first 100 SweepStars, then the first 1,000 and
knowing that you’re helping people to
provide for their families through your
product. Bringing together a team and
having the buy-in from skilled individuals who want to be part of the mission
you’re on was also a great feeling. In terms of the lowest lows, a lot
of sacrifices had to be made to get
SweepSouth off the ground. Having to
sell possessions and your home in order to plough capital into a business can be
an extremely challenging and emotionally draining task. Similarly, fundraising and finding suitable investors is typically a
long and uncertain process. Negotiating and finding common ground takes a
growth is long overdue. While there
is a lot of funding available for small
businesses more often than not funds are not channelled correctly. A great
deal of bureaucracy and burdensome
administration is involved in applying for support programmes, which are often
hampered further by internal infighting, uncertainty and corruption. In order to
fix this, I think there needs to be some consolidation of the many different
particularly in terms of business and
entrepreneurial activity. Women have so
many responsibilities to juggle, especially at home, so technology is allowing more women to work virtually without needing to be physically present in order to roll out products and services. HOW HAS COVID-19 IMPACTED ON SWEEP SOUTH?
government department and minister
horrendously challenging. SweepSouth
The COVID-19 crisis has been
mandated to support small businesses
was unable to operate at all during the
must be far more prominent. In addition,
I believe it’s vital for entrepreneurship to
be taught in school along with the basics of how to start a business.
SWEEP SOUTH IS A TECH START UP – WHAT OPPORTUNITIES DO YOU
first stages of lockdown, which meant SweepStars were unable to work and earn an income. The situation has eased somewhat as the lockdown gradually relaxes and despite the
difficulties it has brought the team
closer together in a positive sense.
SEE FOR GROWTH IN YOUR BUSINESS SECTOR?
rigmarole. The other weighty low was
within business is certainly the way of
I think technology and its application
disappointing a customer for the first time.
the future. Most businesses will need
make sure to learn quickly from mistakes.
and access information more easily,
to small businesses. Furthermore, the
sides, although it is ultimately worth the
to a customer is always difficult, so we
technology is enabling women to connect
agencies out there which offer support
great deal of time and evaluation on both
Having to confront issues and apologise
number of women-run businesses,
to readily embrace this fact if they’re
to survive in the medium- to long-term.
The COVID-19 crisis has identified and
000 S TANDARD BANK TO P W O M EN LEADERS
We were able to successfully set up
the COVID-19 SweepStar fund with the help of our investors and some of our
customers, which has reinforced the fact that people care and want to play their part in supporting domestic workers
during this financially devastating time.
A I S HA PANDOR
I N T E RV I E W
“...technology is enabling women to connect and access information more easily, particularly in terms of business and entrepreneurial activity.”
On a business level, like many
companies, the COVID-19 crisis has
shifted the way we interact as a team and
work together in more cost-effective ways.
a business cleaning and sanitisation
HOW DO YOU RELAX?
offering that is gaining great traction.
I like to relax by playing with my kids,
WHAT MESSAGE DO YOU HAVE
indulge in some Netflix viewing but I
reading and doing yoga. I occasionally
FOR ASPIRING ENTREPRENEURS. We’ve also made good use of this time
It’s vital to channel your efforts into work
product development. So we’ve emerged
yourself with people who compliment you
to streamline our platform and work on after 10 weeks or so with exciting
updates to our SweepSouth Connect
platform (including AI enhancements for
better customer experience, and a much wider service offering) and much better versions of our core services (indoor
cleaning and outdoor help), as well as
that you’re passionate about and surround well in terms of skills and personality.
also enjoy watching interviews and listening to podcasts by business leaders.
IF YOU HAD AN EXTRA HOUR IN EACH
An important part of being a successful
DAY, HOW WOULD YOU SPEND IT?
opportunities, in whatever form they may
it working, which probably wouldn’t be a
entrepreneur is to keep looking out for
If I had an extra hour I’d probably spend
take. Also, crucially, it’s important to build
good idea. Instead, I’d rather figure out
a business with an infinite mindset, rather than with a short-term outlook.
how to be more productive with the time I actually have.
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PROFILE
SE RVE ST
SERVEST - FORGING A PATH FOR EMPOWERMENT AND DIVERSITY Since its launch in 1997, Servest has been at the forefront of designing and implementing progressive strategies to create gender equality in the workplace.
Over the years, Servest has built a high performing business, driven by high performing teams that have embraced the culture of high performance.
This integrated facilities management company is one of the biggest blackowned facilities management companies in the country, employing 24 000 staff. The Group provides integrated facilities management solutions for the internal and external built, and marine environments. From interior design and space planning, environmental consideration, cost optimisation analysis, carbon impact reduction, cleaning and parking support to catering, hygiene, security, pest control, security, office plants and landscaping, Servest has established itself as a key player in the integrated facilities management space.
AWARDS
The company has a presence in eight countries in Africa across 11 110 sites. Of its 24 000 colleagues, 44.8% are women, 12 of whom are in leadership positions. As part of the strategy to improve empowerment and diversity within the
Group, Servest established the Lesipho Trust in 2014 with the objective of empowering women and colleagues from previously disadvantaged backgrounds. This step has yielded great results within the business, creating a conducive environment for growth for all colleagues.
2018 - the South African Landscapers Institution (SALI) Award 2019 - the Gold Award of Excellence for landscaping solutions 2019 - the Airports Company South Africa’s (ACSA) prestigious Feather Award for Servest Hygiene’s quality of services and solutions offering at the Cape Town International Airport. At the core of the Group’s strategy is to ensure alignment and integrate people, processes and places with technology to achieve triple bottom line and defined strategic goals for clients within the facilities management space. AVHAATHU RATHOGWA – GROUP SALES AND MARKETING DIRECTOR Avhaathu is the Group Sales and Marketing Director at Servest with 19 years of expertise in sales and marketing. She is a supreme leader who thrives
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on making waves in the fourth industrial revolution to make an impact on our economy. She led the SME/ Indirect Channel segment with a special focus to drive SME digital transformation, enterprise sales and retail strategy. Her goal is to impact and inspire young leaders.
TAKALANE KHASHANE - MD CLEANING AND CATERING Takalane has worked in different industries including Pharmaceuticals, Financial Services, and Telecommunications. She has 15 years of experience in different leadership positions, with her key areas of interest being finance, strategy, and people. Her last role was as the Executive Head, responsible for the Consumer Division at Vodacom KZN. Takalane joined Servest as Managing Director of Cleaning & Catering in February 2019. THAMI MOATSHE – GROUP CORPORATE FINANCE AND MERGERS AND ACQUISITIONS DIRECTOR Thami Moatshe is the Group Corporate Finance and Mergers and Acquisitions Director and one of the first female executives at Servest. She is a highly accomplished leader who participated in the Bain Executive Leadership Programme. She is a longstanding member of the Golden Key International Honour Society, the Institute of Directors (IoD) and the Association of Black Securities and Investment Professionals (ABSIP). She holds a Master’s degree in Management in Finance and Investment, as well as a Master’s in Business Administration and a certificate in Project Management.
CONTACT INFORMATION Physical address: Servest Building, Corner of Bridal Veil Road and Tugela Lane, Waterfall Logistics Precinct, Midrand, 2090 Telephone: 0860 22 55 84 Email: info@servest.co.za Website: https://www.servest.co.za/
SE RV E ST
I N T E RV I E W
I N TE G RAT E D FA CILITIES SOLUTIONS?
TH I N K SERV E S T.
INTERVIEW WITH AVHAATHU RATHOGWA, GROUPS SALES AND MARKETING DIRECTOR OF SERVEST HOW HAS GENDER EMPOWERMENT STRENGTHENED YOUR ORGANISATION? Servest believes focused efforts on eradicating gender disparities will ensure economic growth in a more robust and sustainable manner, as both women and men alike are afforded the opportunity to participate fully within the organisation; gaining an important competitive edge. WHAT ARE THE CURRENT AND FUTURE TRENDS IN YOUR SECTOR? To begin with, Covid-19 has impacted the FM sector and other sectors dependent on it - we anticipate that there will be a number of changes in the way in which people work and think about space planning. We have already seen unexpected innovations in the hygiene, sanitisation and cleaning space.
Cloud-based FM solutions will also increase, as a result of growing usage of mobile applications as
well as an increase in utilisation of virtual and shared workspaces. We expect Automation, Artificial Intelligence (AI) and robotics to continue to rise in 2021. We also anticipate an increase in safety and security innovations, and many investments channeled towards safety and security innovations such as facial recognition and biometrics. HOW ARE YOU INTEGRATING THE
The Internet of Things (IoT) - this will have a huge impact on the industry, as it has become the driver to enable buildings and facilities to become more automated and interlinked. For those who can leverage its full potential, it will play a significant part towards improved efficiencies and cost reduction. Drones are changing the way in which the world works, from healthcare to transport and logistics as well as FM. There have been interesting innovations around Heating, Ventilating and Air Conditioning (HVAC) systems, especially among forward thinking FM companies that understand the impact of HVAC in providing comfort in the workplace. Energy efficiency and predictive maintenance regimes and machine learning contribute significantly towards cost savings and environmental benefits.
DRIVE FOR SUSTAINABILITY INTO YOUR ORGANISATION? We have been working tirelessly to build strong and strategic relations with our clients and in partnership with them to identify areas to improve their triple bottom line, and we are seeing the results. Another key drive of sustainability has been our investment in our people, mainly investments in training and skills development and upskilling efforts. This has helped us in retaining colleagues and ensuring sustainability of the business, as there is consistency in our human capital and continued improvement in our performance. We have invested in a digital transformation division that has been driving technology and digital solutions to improve business efficiencies to meet the demands of our clients.
We’ve also been exploring other opportunities of growth across the African markets; with a presence in eight countries across Africa – we have maintained and grown our Africa footprint and continue to explore opportunities of growth across other markets to remain relevant and sustainable. WHAT SKILLS DO YOU THINK LEADERS OF THE FUTURE ARE GOING TO NEED? Future leaders need to become more resilient and agile so that when there is a need for change, it becomes a seamless exercise. Critical leadership capabilities in South Africa are contingent on the understanding that we have to build a sustainable future on the foundation of irresponsible historical business practices. To reverse the impact of these irresponsible practices, managers require relational intelligence (RI), as defined in academic studies as the sum of emotional intelligence and ethical intelligence.
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
THE PINNACLE OF SUCCESS PINNACLE HUMAN CAPITAL CONSULTING’S
TOP WOMAN
Sameera is the CEO and founding
She has over 10 years experience in
member of Pinnacle Human Capital
Human Capital Strategy across various
Consulting and the HR Executive for a
sectors including Wholesale & Retail,
group of companies within the Hospitality
Hospitality, Manufacturing and ICT.
Sector. She serves as Non Executive
Her expertise includes leadership
Director on several Boards.
development, mentoring and strengthsbased coaching, transformation
Sameera has a Bachelor’s Degree in
initiatives such as gender
Psychology, a Post-Graduate Diploma
empowerment, diversity, inclusion
in Business Administration, certifications
and belonging.
in Advanced Human Resources, Labour Law, Strategic Management, Training &
Sameera is a fierce advocate of those
Development and HR Analytics.
who have been disenfranchised as a result of unfair discrimination, creates
Sameera is a Gallup certified Strengths
a platform of empowerment for the
coach, and holds professional memberships
‘voiceless” and encourages people to
with SABPP, COMENSA and IoDSA.
find their “power”.
FIVE TIPS ON THRIVING IN BUSINESS FROM YOUR TOP WOMAN • Choose a path that is connected to your purpose.
SAMEERA AHMED
• There is courage in being your authentic self. • Stay curious and never stop learning. Continuous improvement is your competitive advantage. • Find that which terrifies you, and do it anyway! • Your circle matters, surround yourself with people that support your journey.
00 S TANDARD BANK TO P W O M EN LEADERS
PIN N AC L E H U M A N CA PITA L C O N S U LT ING
“ We recognise that businesses of varying sizes are at different points in their business life cycle and therefore require tailored solutions unique to their individual needs. We use cultural transformation to re-engineer our clients’ people agenda to improve organisational effectiveness and profitability. We are HR specialists, offering a range of advisory services including leadership development programmes, strengths-based coaching, gender empowerment programmes, culture and transformation initiatives such as diversity, inclusion and equity programmes and workshops. Business sector: Products and services Year founded: 2019
5. Recruitment policy that
P R OFI L E
highlighted the challenges that women
promotes a diverse workforce
in leadership face. We have since created a platform of support, together
6. Remuneration policy that
with industry leaders, to empower, build
ensures pay parity
confidence, develop critical skills and
“ We will be launching a Youth Skills
provide mentorship.”
Development initiative in 2021 to drive community upliftment, entrepreneurship, improve employability and address the imbalance of social and economic power, particularly within young females. The
GENDER EMPOWERMENT: STATISTICAL OVERVIEW Female Percentage:
programme intends to challenge the
Percentage of female shareholders:
status quo and develop a new narrative
> 50.1% female shareholding
that sees women as partners in rebuilding Percentage of female executive
a sustainable future for South Africa.
directors/senior management: “ We recently ran the very successful
> 50.1% female executive directors
Women in Business Leadership series that created awareness about workplace discrimination, salary disparity, and
Percentage of female staff members: > 50.1% female staff
Number of employees: 11 Branches: Headquartered in Durban, Kwazulu Natal, with satellite office in Johannesburg Memberships: SABPP, Comensa, IoDSA GENDER EMPOWERMENT AND CORPORATE SOCIAL INVESTMENT 1. Flexible working hours, particularly for working parents 2. Breastfeeding pods and remote working policy for returning mothers 3. Talent programme including mentorship and coaching for accelerated career advancement of female employees 4. Zero tolerance towards harassment
CONTACT INFORMATION: Physical address: 30 Browns Drift Road, Umgeni Park, Kwazulu-Natal Postal address: Private Bag X115, Glenashley, 4002 Telephone: 079 052 2221 Email: info@pinnacle-hr.co.za Website: www.pinnacle-hr.co.za LinkedIn: https://www.linkedin.com/pinnacle-human-capital-consulting Facebook: https://www.facebook.com/PinnacleHCC
and GBV policies
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Women in sustainability:
DRIVERS OF CLIMATE CHANGE SOLUTIONS By Angela Barter, Sustainability Communication Strategist, The PR Agency Scientific reports warn us that climate
DRIVING CHANGE
events and unique challenges that
communities, reduce environmental
change could bring extreme weather will affect all life.1 And those who are most vulnerable, and likely to
suffer most, are women in developing
countries, especially small-scale farming women.2;3;4 Fortunately, women can also be powerful and effective agents
of change and promoters of adaptation and mitigation, especially if they hold leadership positions.
According to Greenbiz, “Sustainability
as a profession is coming into its own, and women are at the forefront”.5
Businesswomen and women in roles of leadership within and beyond the
These women are helping to uplift
around the world to take action. They are the catalysts for change.”
damage, prevent further loss of
INSPIRING WOMEN IN
adopting and implementing environmental
Here in South Africa, women across
biodiversity, and create awareness by
and sustainable practices that reduce our negative impact for the greater good of the planet and the people.
“Better outcomes for women mean
a better future for our planet,” says
SUSTAINABILITY IN SA
diverse sectors are leading the
charge, championing sustainability
and driving change to transform our country to a greener, just and more sustainable economy.
World Green Building Council CEO
Meet four local women who continue to
further devastating climate change,
a positive impact and raising awareness;
Cristina Gamboa.7 “To prevent we need these passionate and
dynamic women to inspire women
sustainability field can be key drivers of change and play crucial roles in
connecting, collaborating, informing and supporting others to make a positive social environmental impact.6”
There are thousands of inspiring women engaged in sustainability practices -
from ocean warriors, conservationists,
waste-preneurs, innovators to educators,
communicators, engineers, and corporate sustainability leaders - all playing their part to build sustainable businesses, cities and communities.
000 S TANDARD BANK TO P W O M EN LEADERS
inspire me with their passion for making for driving change; and for inspiring
others towards a better world around us.
W O MEN I N S US TA I N A BI L I T Y : D R I V ER S O F C L I MAT E C HA N G E S O LU TI ONS
E D I TO R I A L
Image Credit: Verity Fitzgerald
AANIYA OMARDIEN Founder and Director of The Beach Co-Op Aaniya believes that her
connection to the ocean is in her
blood, and it is this connection to nature that inspired her to study
SALLY-ANNE KÄSNER Director of Circular-Vision
environmental science. After
graduating with an Honours degree, she worked in conservation at
Sally-Anne is a Director of Circular-
while also completing her Master’s
and design consultancy. She is
WWF South Africa for 10 years,
degree. Aaniya later consulted in the environmental sector and in 2015,
she started a voluntary group, with scientific advice from Professor
Peter Ryan, to collect marine debris every new moon at the rocky shore,
Surfers Corner, in Muizenberg, Cape Town. From these early informal gatherings, Aaniya founded The
Beach Co-op (TBC), a non-profit
company established in 2017. The goals for TBC are to empower
coastal communities as keepers of oceans and to keep South Africa’s beaches clean and healthy.
Vision, a circular economy strategy
passionate about making a positive
impact by identifying opportunities to shift circular economy principles into
implementation. Her focus is on driving economic, social and environmental
She was previously an Executive
prosperity through connecting across
Associate at JG Afrika (an engineering
the value chain; collaborating on
projects; creating new business models that respond to circular economy
a founding member of EcoStandard
(083-558-NPO – www.ecostandard.co.za),
principles, leading to a thriving and
a founding member and Director of
inclusive economy. A background in
waste minimisation and many years in the resource efficiency and cleaner production consulting environment, has provided a sound base from which to work.
and environmental consultancy),
the African Circular Economy Network (Non-profit Company Registration
number: K2020115399 – www.acen.
africa), and a Non-Executive Director of Polyco (www.polyco.co.za).
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
E D I TOR IAL
WO M E N I N SUSTAINAB IL ITY : DRIV ERS OF CL IMATE CH A N GE S O L UT I O N S
VERE SHABA Founder and CEO of Greendesign
Vere, the founder and CEO of Greendesign, is a multi
-award-winning green building consultant and mechanical engineer, with more than a
decade of experience at multinational engineering consulting firms. Vere is passionate about high-performance
green buildings that do less harm to people and to the environment. She is a faculty member of the Green
Building Council of SA and has trained professionals and students in green
building energy efficiency performance. Vere is passionate about sustainable development goals and climate
diplomacy, and is a climate action
influencer on the continent, having been featured on the cover of Forbes and
having won the following international and national awards: SA’s Top 100
Women in Business (2013); Mail &
Guardian 200 Young South Africans (2017) and Forbes 30 Under 30 in Business (2018) amongst others.
She also sits on the Board of a small
TAKING ACTION
Lodge in the Sabi Sands Wildtuin, which
As women entrepreneurs and
private business called Inyati Game is active in promoting conservation
activities and empowering communities. In addition to rural education and
contributing to the wildlife economy, Tanya is also passionate about human rights and sits on the Board of the
United Nations Global Compact local
network in South Africa and represents Investec on the United Nations Global
Investors for Sustainable Development working groups.
business leaders, we can drive the change for a greener, just
and more sustainable economy; and support women affected by climate change.
And it has never been more
important than now, building back better post-pandemic.
As Phumzile Mlambo-Ngcuka, Executive Director at UN
Women8 reminds us: “Women are a powerful force to rebuild societies more securely, from
TANYA DOS SANTOS: Global Head of Sustainability, Investec
Tanya is a dedicated mother and
ardent conservationist, as well as
the Global Head of Sustainability for
Investec Group and Head of Investec
Rhino Lifeline. She sits on the Board of the Swiss Wildlife of Africa Foundation
(SWAF) which helps to raise awareness and funds for endangered wildlife.
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providing food and shelter, to generating vital income and
leading sustainable change.” Do you have a sustainability story to tell? Contact
Angela Barter, Sustainability
Communication Strategist, The PR Agency via email angela@
thePRagency.coza or LinkedIn. Visit www.angelabarter.com for more information.
FILLER AD
Z AN DI L E MDA N DA
Q UEEN O F COA L INTERVIEW WITH ZANDILE MDANDA, CEO OF KOORNFONTEIN MINE, BLACK ROYALTY MINERALS
WHAT ARE THE MAJOR CHALLENGES YOU SEE FOR BLACK ROYALTY
CONGRATULATIONS ON YOUR APPOINTMENT AS CEO OF KOORNFONTEIN MINE. PLEASE PROVIDE AN OVERVIEW OF YOUR JOURNEY IN THE MINING INDUSTRY. Being intrigued by rock formations, I registered and obtained a Bsc(Hons) in Geology from the University of the Witwatersrand. Post studies, I was fortunate enough to have been trained in Geology by some of South Africa’s leading blue chip mining companies, starting as a trainee geologist, and then becoming the head of a geology department. My experience in blue chip companies led me to my next role as General Manager of Mining Technical Services for a state-owned company. Driven by the ideology of black excellence and the constant need for growth and self-development, I saw the need to further my studies, and acquired an MBA. I am currently studying an MPhil International Business.
MINERALS IN 2021? There is no doubt that COVID-19 has negatively impacted the industry, influencing both domestic and international markets. As economies realise their worst nightmares, Black Royalty Minerals has not been spared, particularly with regards to the significant reduction in the demand for electricity in the domestic market, as well as the price volatility of the export markets. Another noteworthy impact of COVID-19, is on the morale of staff, many of whom are grieving the loss of their loved ones. I do however remain optimistic that as BRM, we will navigate through these challenges. WHAT HAVE BEEN YOUR MOST MEMORABLE MILESTONES? My most memorable milestone would definitely have to be the recent acquisition of Koornfontein Mine. This was one of the most sophisticated transactions that I have been involved in, with its own controversies. In the history of South Africa, specifically, the mining industry, to successfully acquire an asset from business rescue is but a giant move.
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BL A C K R O YA LT Y MINE RALS
I N T E RV I E W
“ Those who hold leadership positions in mining companies must acknowledge the importance of diversity in the workplace and have empowerment of women as part of business performance measures, linked to KPIs.”
IN YOUR VIEW, HOW CAN WE IN
WHO ARE YOUR FAVOURITE
SOUTH AFRICA INCREASE THE
AUTHORS, AND WHAT ARE YOU
NUMBER OF WOMEN IN LEADERSHIP
READING AT THE MOMENT? My favourite authors are Malcom Gladwell and Toni Morrison. My preferred genre is non-fiction, and I particularly enjoy autobiographies by leaders whom I admire. I am currently reading Grit: the power of Passion and Perseverance by Angela Duckworth.
ROLES IN THE MINING SECTOR? Women empowerment should start at an early age. Girl children should be afforded equal opportunities and encouraged to venture into roles which have been traditionally perceived as for men only. Those who hold leadership positions in mining companies must acknowledge the importance of diversity in the workplace and have empowerment of women as part of business performance measures, linked to KPIs. Women must equally celebrate their feminine touch and that what they bring to the boardroom is pivotal to the growth of any organisation - they must never sell themselves short, but rather embrace their femininity. WHAT EXCITING PLANS DO YOU
IF YOU HAD AN EXTRA HOUR IN THE DAY HOW WOULD YOU SPEND IT? I would use the extra hour for meditation, where I would do absolutely nothing but recharge my soul. I think we generally neglect to make the time to nourish our souls and minds as much as we should. If we learnt to do this, we would be more mindful of different aspects of our lives, which in my view, will result in a balanced life.
HAVE FOR KOORNFONTEIN MINE IN THE NEAR FUTURE? We have plans to operationalise the mine. We also want to finalise negotiations to conclude Coal Supply Agreements for the domestic market, so that we can contribute to the economy of our surrounding communities and the country at large. Also, in order to maximise the value of the asset, we will equally focus on the export market. HOW DO YOU RELAX? Some of my favourite pastimes are reading and listening to music. I have a versatile taste in music and pretty much navigate through different genres depending on my mood.
CONTACT INFORMATION Physical address: 01 Fort Street, Illovo Johannesburg, 2196 Telephone: +27 11 023 9380 Email: info@blackroyalty.co.za Website: https://blackroyalty.co.za/
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
D o not comp ar e
“ YO UR C H A P T ER O N E T O S O MEONE EL S E’ S C H A P T ER T WEN T Y.” As an entrepreneur, leader, and tech enthusiast, Lianne has founded multiple
start-ups throughout her career. Lianne’s expertise in business has led her to become the Business Network Director at YPO (formerly Young Presidents’
Organization) - a global leadership community of chief executives. In this exclusive interview Lianne speaks about leadership, start-ups, pivoting during COVID, bee hives, caring and lifelong learning. PLEASE DESCRIBE YOUR ROLE AT YPO I am a Network Director focussing on Leadership Development and Plastics (think circular economy) Networks. I work with
CEOs from around the world, helping them become better leaders and better people. I assist with strategy and
implementation of my network visions and feel incredibly
privileged to work for impactful CEOs who are focusing on business beyond profit. I go to work daily with purpose
and conviction and am surrounded by visionaries who are making the world a better place.
AS AN ENTREPRENEUR AND TECH ENTHUSIAST WHAT ARE SOME OF THE START-UPS YOU HAVE FOUNDED? I founded a Talent Agency called Talent
Fusion when I relocated from Johannesburg to Cape Town in 2010 that focused on
placements in the digital sector and later
MAKING THE WORLD A BETTER PLACE - BUSINESS BEYOND PROFIT WITH
Lianne du Toit Network Director at YPO By Fiona Wakelin
sold it in 2015. It was such a wonderful way to integrate into a new city and helped build my confidence in the
start-up space. Cape Town was
such a hub of activity with new ideas and many problems to solve. The community was so welcoming and I value
the interactions I had with activists, government, start-ups, corporate and students.
000 S TANDARD BANK TO P W O M EN LEADERS
L I A N N E DU TOI T
I N T E RV I E W
One of my most passionate start-
go anywhere if you don’t know where
A personal milestone was being a
governments, creatives, corporates
where we want to go can be the
key to keeping us grounded and
ups is HackOn, working with
and communities who want to have
deep discussions around real issues. My latest partnership is with the US
you are going. Helping us identify difference between just living and
centred. Even though I do not plan
being truly alive.
Consulate and Silicon Cape, hosting
WHAT DO YOU SEE AS YOUR MAJOR MILESTONES?
and CT, finding solutions to real world
Lots of synchronistic opportunities
i.e.: Gender Based Violence.
Build Community Hackathons in JHB
step-parent. I think children are the
to have any children of my own I
do value the gift of little beings in our lives.
followed up by hard work. I had the
opportunity to study at Harvard, travel
WHAT HAVE BEEN SOME OF YOUR GREATEST CHALLENGES AND HOW DID YOU OVERCOME THEM?
to different destinations that helped
In 2020, I created The Future Map,
me explore and understand different
My most recent challenge has been how to manage COVID, personally
a guide to help you address your
cultures. I love working with anyone who
wants and desires, helping you find
has a passion and drive to change the
and professionally. Many of the events
flow through a curriculum blurring the
world. I think you can have milestones
boundaries of research, insights and
that are goals that society sets for you
inner wisdom, delivered in love with
and then there are milestones that
successful results. I created this to help
change the course of your life.
We are living in a complex world and
Moving to Cape Town was a milestone,
webs of complexity.
feeling that this was where I was
I am an angel investor and partner in
people along the way who have been
challenges that South African’s face
people focus on one challenge at a time. often get tangled in the thoughts and
Dazzle Angels. Their goal is to solve
the radical gender inequality in earlystage investment management and
deployment. They believe that 50% of
early- stage funding should be managed by women, and invested into women
I had no network, no support but this
supposed to be. I met so many wonderful instrumental to my success and afforded me to work on local and international
projects like becoming a certified LEGO® facilitator and working with companies like Google, Amazon, IBM and Intel.
funding for 11 start-ups in 2014. It felt
conversations internally and with
each other around the discussions
and transitions of death. Everyone is going to die, yet it is so infrequently discussed. I believe a life lived well
is a death to be celebrated. You will
COVID hit I had almost 10 events
the YPO A+ Accelerator due to be
hosted in Cape Town. We went from a 1 week in-person event to a 1-month
programme, ensuring we had enough time to work through the content in the new format. It was a great
growth experience to be surrounded by leaders who drew upon their own resources and fortitude to make the new format work whilst making the
take away was to not try and make in-
My latest endeavour is called
to create spaces for people to have
spaces was really a last resort. When
best of the experience. The biggest
One of my eye-opening milestones
death as a taboo subject and I hope
physical space, and creating virtual
vanish overnight, one of them being
owned or co-founded businesses.
CareConduit. In our society we treat
that I assist in facilitating require a
person fit into virtual, but make virtual
was traveling to the UK to raise
easier to raise funding for local African start-ups overseas than to raise the
its own experience. This subtle shift has really changed the way I think about creating experiences.
same amount in our own backyard.
I think in the times of COVID
profile of start-ups, connect them to
smallest challenges that eat away
This set me on a course to raise the
the greatest challenges are the
funding mechanisms and ultimately
start investing into founders. Very time
consuming, sometimes soul destroying but equally rewarding.
at us every day. The lack of putting ourselves first, not creating good boundaries with our work life balance and mind set.
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
I am of the opinion that we should not
WHAT EXCITING PLANS DO
celebrate failure but we should use it
YOU HAVE FOR 2021?
we know better. Do not let failure
lockdown I retreated back with my
as a reflection tool to do better when
I cannot wait to travel again! During
define you but equally do not let it
extended family in Limpopo which has
stop you from where you want to go. AS A BOARD MEMBER OF GIRLS DO GOOD PLEASE GIVE SOME BACKGROUND TO THIS INITIATIVE Girls Do Good is a 2018 Kinokuniya
Best Book that tells the real stories of
eleven superheroes changing the world. With forewords by Nobel Peace Prize Winner Weymah Gbowee and beauty
mogul Huda Kattan, this book leverages
AR to bring inspiration to readers around the world. My role at Girls Do Good was liaising with the author and publisher during strategy building sessions, distribution efforts and resource
planning. It was a wonderful experience to work with the author Jos Dirkx, with her global vision and local execution.
been a wonderful experience. I am not
is a weekend away, a hike, spending time with friends or even something
as simple as watering our new found veggie patch.
sure when in my life I would have been
In beautiful Limpopo there are hills to
the people I love most.
swing in. Relaxing looks different each
afforded this special bonding time with
I am also looking forward to going back to normal and surfing! I miss
surfing and the ocean. My plans are
climb, dams to fish and hammocks to
day but ultimately it is finding daily calm in our own chaos.
simple. Help who I can, connect who
IF YOU HAD AN EXTRA HOUR IN THE DAY, HOW WOULD YOU CHOOSE TO SPEND IT?
on building things that matter.
If I had an extra hour a day, I could fill
I hope to finish my Harvard EdX course,
trying to get my beehives pollinated. I
keep pioneering a path of authenticity
make it commercially viable.
breaking stereotypes around what
I have a new found respect for nature
I can’t to those that could - and focus
continue to build out CareConduit and whilst building new narratives and
it with so many things of joy. I would be am working towards getting 20 hives to
success looks like for young girls.
and completing my Nature Enthusiasts
HOW DO YOU RELAX?
through my course material and then
course so you would find me working
I work hard on reminding myself about
playing field guide on hikes.
routine, from reminding myself to eat
Through YPO we have been
water. I feel most relaxed when I am
through Harvard EdX and I enrolled
self-care and try to bring it into my daily well, get enough sleep and drink enough at peace with my choices. So this year I have really tried to focus on making good choices for my mind, body and
spirit and surround myself with people who have the same values.
Right now I am obsessed with
headspace and positive Intelligence
that help remind me to centre. I really enjoy spending time with people Image: https://girlsdogood.co/
memorable experiences whether it
I care about and enjoy creating
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afforded the opportunity to study in a communication course. I do
not think a month goes by where I
am not enrolled in something new. I have a fever for learning and
seem to be an eternal student and continually creating.
We have a new family puppy, forcing me to be more present and taking
up space in my heart and unplanned hours in my day.
L I A N N E DU TOI T
WHO ARE YOUR ROLE MODELS? Ruth Bader Ginsburg, who spent much of her
legal career as an advocate for gender equality and women’s rights. She stood for what she believed and was a real pioneer.
Jennifer Garner, actress, producer, and
entrepreneur, she is an activist for early childhood education and a board member of Save the
Children. She is the co-founder and chief brand officer of the organic baby food company Once Upon a Farm. I admire her good nature even through adverse times.
Jacinda Ardern, 40th Prime Minister of New
Zealand. She has made an impact around child poverty and social inequality. The way she has
handled COVID has shown exemplary leadership. Leonard Cohen, Canadian singer-songwriter, poet, and novelist. His work explored religion, politics, isolation, depression, sexuality, loss, death and romantic relationships. I loved that he was just
who he was and able to so beautifully articulate his feelings.
DO YOU HAVE A MESSAGE FOR THE ENTREPRENEURS OUT THERE STRUGGLING TO SURVIVE? Keep it simple, try to solve one problem at a time. You cannot be everything to everyone.
Do not compare your chapter one to someone else’s chapter twenty. Surround yourself with
people you trust. If you are the smartest person
in the room, you are in the wrong room. The line
between following your gut, data and ego can be
thin and in the end do the right thing even if it is the hardest. Ask for help, don’t quit, just rest. Do things
that bring you peace and set your soul on fire at the
I N T E RV I E W
MORE ABOUT
L i an n e
Lianne du Toit is the Network Director for YPO, a non-profit organisation with its head office in
Texas. YPO is the global leadership community of more than 28,000 chief executives in 142 countries who are driven by the belief that
the world needs better leaders. Each of its
members has achieved significant leadership
success at a young age. Combined, they lead businesses and organisations contributing USD9-trillion in annual revenue. YPO
members become better leaders and better
people through peer learning and exceptional
experiences in an inclusive community of open sharing and trust.
As an entrepreneur, leader, and tech
enthusiast, Lianne has founded multiple startups throughout her career. Lianne’s expertise in business has led her to become the
Business Network Director at YPO, a global leadership community of chief executives across the world.
A few examples of Lianne’s endeavours
include: founding HackOn, creating The Future Map, recently nominated for South Africa
Leadership Trailblazers award in 2020 and
winner of Inspiring 50 in 2018. Lianne’s diverse experiences and education from Harvard
Business School to providing support as a
board member at Girls Do Good has allowed
her to develop many skills. Lianne believes in the importance of working hard, dreaming big
and actively making an impact. “Be the change you want to see in generations to come.”
same time.
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HARMONY GOLD Boipelo was appointed Financial Director with effect from 3 March 2020, having joined the company as Chief Financial Officer in 2017. A chartered accountant (SA) by profession, she has extensive experience in group financial management and reporting within the mining industry. Her previous positions include that of Chief Financial Officer
BOIPELO LEKUBO
Financial Director – Harmony Gold
FIVE TIPS ON SURVIVING AND THRIVING IN BUSINESS 1. A QUOTE THAT’S CLOSE TO MY HEART RESONATES: ‘YOU DO NOT RISE TO THE LEVEL OF YOUR GOALS, YOU FALL TO THE LEVEL OF YOUR SYSTEMS’ – JAMES CLEAR. 2. D ON’T GIVE UP WHEN THE GOING GETS TOUGH 3. K EEP YOUR EYES FIXATED ON YOUR DREAMS 4. D O NOT SACRIFICE WHO YOU ARE AND WHERE YOU COME FROM 5. S TOP APOLOGISING FOR BEING FEMALE!
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of Atlatsa Resources Corporation and Financial Manager of Northam Platinum Limited. She served as an independent non-executive Director of Trans Hex Group Limited from 2013 until 2017 and is currently an independent nonexecutive Director of African Rainbow Capital Proprietary Limited, and of UBI General Partner Proprietary Limited.
I MPA L A P L ATI NU M
PROFILE
- OUR TOP WOMEN I was born and raised in Nelspruit, Mpumalanga. I matriculated in 1998 and furthered my studies at Vaal Technikon (Secunda campus), where I completed my diploma in Information Technology. My mining career started with Harmony at Winkelhaak Shaft Two and Shaft Five. Between March 2004 and October 2008, I was on the learner official programme and obtained my Blasting Certificate. Whilst working as a miner, I pursued my Mine Overseer Certificate of Competence, which I
completed in June 2012. I have been a Production Mine Overseer since then and the first black female to be appointed to this position at Harmony. I am responsible for managing the day-to-day operational activities within my division. I conduct hazard identification and risk assessment in addition to designing, implementing and constantly reviewing various production systems. My competitive edge is investing in, and believing in, my team. I create a conducive environment in which they can flourish.
THEMBI AMANDA SHONGWE
Production Mine Overseer at Harmony Moab Khotsong Operations
FIVE TIPS ON SURVIVING AND THRIVING IN BUSINESS 1. B E PATIENT WITH YOURSELF ON YOUR JOURNEY. 2. U NDERSTAND THE PURPOSE AND SIGNIFICANCE OF WHY YOU DO WHAT YOU DO. 3. L OVE AND CARE ABOUT THE PEOPLE THAT YOU LEAD. 4. C ELEBRATE SUCCESSES WITH YOUR TEAM; ALWAYS FIND SOMETHING POSITIVE TO CELEBRATE. 5. B E HUMBLE, ALWAYS
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ADV E RTO RIAL
H A R M ON Y GOL D
WOMEN IN MINING INITIATIV ES – HARMONY GOLD Harmony has become increasingly intentional in promoting the inclusion of women at all spheres of its business operations. The board has adopted a ‘Gender Diversity and Inclusion Strategy’ which aims to ensure that women empowerment and development takes place from the executive level right down to the general mining level.
Harmony’s efforts in supporting and driving gender equality have been internationally recognised with our continued inclusion in the 2020 Bloomberg Gender-Equality Index (GEI) - which tracks the financial performance of public companies committed to supporting gender equality through policy development, representation and transparency.
a vacuum and turn a blind eye to the challenges still preventing a greater inclusion of professional women in the mining sector.
This includes promoting a gender friendly organisational culture, helping women attain their full potential through L & D interventions, closing the pay gaps experienced by women, offering more bursaries and career progression initiatives to females in core and nonecore disciplines, running operational Women In Mining Forums, and offering regular leadership development and supervisory development programmes.
At Harmony, our women up to executive level are actively involved in the industry, often participating in the various gender diversity and gender mainstreaming initiatives driven by industry related bodies, such as the Mining Qualifications Authority, Mine Health and Safety Council, and the Minerals Council of South Africa, amongst
to validate their competencies and/or capabilities to their male counterparts.
Currently, the representation of women at a board level is sitting at 28% for the 2020 financial year, which has increased by 4% since 2019. At an executive management level, the target of 20% women representation was exceeded and is currently sitting at 25%, and 29% of women are represented at a senior management level. These figures are indicative of our commitment of continuous improvement towards achieving our gender diversity objectives. By the end of the 2020 financial year, 17% of our total workforce including contractors were women, which is unchanged from the 2019 financial year. The representation of women exceeded the Mining Charter targets at board, top and senior management levels. To continuously increase the women representation across all levels, a five year plan has been drafted, which focuses on targeted positions which are earmarked for female appointments at managerial level.
“ F or women wanting to enter the mining industry, it is important to know that there are opportunities available and one can build a solid career in the industry.”
others. Our executives are also involved in the WiMSA (Women in Mining South Africa) mentoring and coaching programmes. WiMSA creates an empowering network to inspire, support and develop the progression of women working in the South African mining industry. Our women are also regularly called upon to participate in Women in Mining annual conferences to share best practices, their own experiences, and form part of panel discussions on matters relating to gender diversity and women in mining. Our performance in reaching our gender objectives may have improved over the years, however we cannot operate in
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Some of these challenges include the existing patriarchal and sexist culture that is still widely prevalent not only in the mining industry, but in society as a whole. Women find themselves constantly having
Another challenge facing women is the quota-driven mentality, where men view women as quota appointees to fill a ‘gender gap’, as opposed to seeing them as equals who were appointed on merit. It is also important to note that while gender-based violence is not a notable problem within Harmony itself, we do believe it to be our moral obligation to support the country’s fight to address this social injustice. It is against this backdrop, that we launched an employee awareness campaign on gender-based violence in June 2020. Anti-genderbased violence messaging was conveyed through printed posters, animated videos and verbal discussions, particularly in our induction programme. For women wanting to enter the mining industry, it is important to know that there are opportunities available and one can build a solid career in the industry. However, it is also important for women who are already in the industry to offer network support, mentoring and even coaching on a technical level to those entering the industry. We continue to recognise, invest in and put women at the forefront of our business. Today we stand hundreds strong - Tomorrow, thousands more!
For 70 years, Harmony Gold Mining Limited has been driven by the need to create and maintain a workforce that represents the diversity and inclusion of the SA population.
We continue to recognise, invest in and put women at the forefront of our business. Today we stand hundreds strong. Tomorrow, thousands more! For more information visit harmony.co.za
2020 ROUND UP: TOP 6 WEALTHIEST WOMEN IN SA South African women continue to break through long standing barriers across sectors. In this roundup, we’re taking a look at strong women pioneers contributing to the South African economy - paving the way for future generations of aspiring businesswomen.
WENDY ACKERMAN
By Charndré Emma Kippie
WENDY APPELBAUM
Liberty Investors; De Morgenzon Wine Estate Industry: Diversified Net Worth: R2.6 billion
Pick N Pay Holdings Ltd. Industry: Retail Net Worth: R1, 9 billion
Wendy Ackerman is one of the founders and an Executive Director of Pick n Pay Stores.
Along with her husband Raymond Ackerman, Wendy has been a tremendous force in
building up one of South Africa’s leading She ranks as one of the most
FMCG retailers, which, to date, consists
affluent and empowered
of over 450 stores, with the inclusion of
Appelbaum is a celebrated
The company extends its food and retail
women in Africa; Wendy
South African business giant,
philanthropist, and Chairperson of
the DeMorgenzon Wine Estate - an
121 supermarkets and 14 hypermarkets. services across South Africa, southern
Africa and even Australia, and has employed an estimated 49,000 people over the
agricultural business based in Stellenbosch.
years. Wendy is also a patron of the 1000
Women’s Investment Portfolio Limited (Wiphold Limited), which is
1000 Women 1 Voice initiative, which was
Previously, Wendy also served as the Deputy-Chairman of the
Women Trust; she was antecedent to the
a renowned women’s investment holding company that is listed
launched in 2004, resulting in the creation of
on JSE.
the 1000 Women Trust.
Overall, Wendy is popularly known for exhibiting a high level
This Trust is geared towards making
economic development, and displaying keen interest in health and
to skills and leadership capacity building.
company initiates, selects and drives programs addressing, in the
women-led organisations that provide aid
African women. Wendy is also a director of Sphere Holdings (Pty)
received an Inyathelo Award for her family’s
of selflessness, top-tier leadership abilities in business and
resources more accessible to provide access
welfare sectors. Through The Wendy Appelbaum Foundation her
It also provides financial assistance to
main, the health and education interests and concerns of South
to underprivileged communities. Wendy
Ltd, which is a black empowerment company addressing financial
philanthropic efforts in 2007.
services in mining sectors. In 2015, she was awarded both the Forbes Woman Businesswoman of the Year, and the Forbes Africa Woman of the Year.
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T O P 6 W EA LT HI ES T W O ME N I N SA
E D I TO R I A L
BRIDGETTE RADEBE
IRENE CHARNLEY
Recognised as the first black female mining
Former trade unionist and businesswoman, Irene
the South African businesswoman of Tswana
business sector working as a negotiator for the
Mmakau Mining Industry: Mining Net Worth: R1 billion
entrepreneur, Bridgette Motsepe-Radebe
descent, who is known as the Founder and Executive Chairperson of Mmakau Mining Limited – a company she started in the
1980s. Mmakau Mining Limited is generally a mining firm which inducts explorations
and assists in producing platinum, gold, and chrome.
Wife to South African Minister in the
Presidency, Jeff Radebe, Bridgette is the
Smile Telecoms Industry: Technology Net Worth: R1, 5 billion
Charnley started her career in the South African South African National Union of Mineworkers,
spending 13 years as a coordinator for a variety of divisions within the union operations department. Later on in her career, Irene was appointed as
an executive director for the MTN Group – one
of Africa’s largest telecommunications company.
Under her leadership several African and Middle
Eastern countries (including Nigeria and Iran) were connected into the MTN network.
sister of South African businessman Patrice
She was also behind the launch of the National
Lady of South Africa. Bridgette has over 3
50% black business owners and 50% black African
Motsepe and Tshepo Motsepe – the First
decades of experience in the mining industry. She is also positioned as the President
of South Africa’s largest mining chamber – the South African Mining Development Association. In 2008, she received the
International Businessperson of the Year
Award presented by the Global Foundation for Democracy. This accolade recognises
businesspeople who have made a significant impact in the world, transforming both political and environmental models.
Empowerment Consortium, which is made up of
labourers. Eventually, The National Empowerment Consortium obtained 35% ownership of Johnnic Holdings, which now operates under the name
Johnnic Communications. Earlier this year, Irene,
who is the founder and Deputy Chairman of Smile Telecoms ─ the Pan-African telecommunications group which was established in 2007 ─ received a Forbes Woman Africa Pioneer Award for
her dedication to transforming the continent’s
telecommunication landscape. Still hard at work, Irene is the current President of the IWFSA, and spearheads the Ikageng Scheme – the broad-
based black empowerment agreement based in South Africa.
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T O P 6 W EA LT HI ES T W O MEN I N S A
SHARON WAPNICK
Company: Octodec Investments Industry: Real Estate Net Worth: R433 million Daughter to the Founder of Octodec
Investments, Alec Wapnick, Sharon was elected as the Chairman of Octodec in
2011. Sharon completed her BA degree and LLB (cum laude) via the University of the
Witwatersrand, and fulfilled her articles of
clerkship with Moss Morris, which is where
she was promoted as the Deputy Chairman of Moss Morris in 2003.
Over the years, Sharon has acquired
invaluable experience within the property sector, as well as in JSE Listings
Requirements, and commercial and corporate matters. To date, Sharon has added attorney and senior partner of Tugendhaft Wapnick
Banchetti & Partners to her resume, and is
the Non-Executive Director of City Property Administration Proprietary Limited. Another
significant directorship to mention is Sharon’s involvement on the Board of Transaction Capital Limited.
ED I TO R I A L
ELIZABETH BRADLEY
Wesco Investments South Africa Industry: Diversified Net Worth: R332 million Elizabeth Bradley’s estimated net worth comes
as a result of multiple lucrative investments that she has made in major companies. With an
impressive resume, she holds many prominent professional positions in the South African
business sector, such as Chairman of Wesco
Investments South Africa and Vice-Chairman of
Toyota South Africa. Her father, Albert Wessels, was the man behind bringing Toyota to South Africa, back in 1961.
A shareholder at prominent blue chip companies such as Standard Bank, Rosebank Inn,
AngloGold, and Hilton Hotel, Elizabeth Bradley is the epitome of strategic investment and
resilience, garnering profits from companies which she saw potential in – despite
acknowledgement of all potential financial risks.
In 2008, Wesco Investments, a holding company she controls, sold off its 25% stake for R2.1
billion. Thus, she acquired R1 billion from the sale. Her wit and know-how has stood in her
favour for many financial seasons, making her
one of the biggest female South African financial role models to date.
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FILLER AD
IMPLATS ENSURING GENDER DIVERSITY AND A CLEANER, GREENER WORLD Implats is a leading producer of platinum group metals (PGMs) structured around six mining operations and Impala Refining Services, which is a toll refining business. Our operations are located on the Bushveld Complex in South Africa, the Great Dyke in Zimbabwe – the two most significant PGM-bearing ore bodies in the world – and the Canadian Shield, an igneous domain for PGMs. We employ 50 744 people across our operations and market and sell our products in South Africa, Japan, China, India, the US and Europe. The metals we produce are the key to making many industrial, medical, and electronic items, and they contribute to a cleaner, greener world.
COMPANY INFORMATION YEAR FOUNDED: 1968 NUMBER OF EMPLOYEES: 50 000+ ANNUAL TURNOVER: FY2020 revenue R69.9-billion
GENDER EMPOWERMENT AND CORPORATE SOCIAL INVESTMENT (CSI) Our commitment to employee diversity is driven not only by strong compliance requirements, but also by the belief that a more inclusive and diverse organisation is ultimately more competitive. For Implats, gender diversity is a business imperative. Our commitment is reflected in our inclusion in the Bloomberg 2020 GenderEquality Index (GEI) which recognises companies committed to transparency in gender reporting and advancing women’s equality in the workplace. We have
also qualified as a 2020 “Top Gender Empowered Company” in Standard Bank’s Top Women Leaders Awards. EMPOWERMENT POLICIES CURRENTLY IN PLACE FOR YOUR EMPLOYEES Our diversity and employment equity (EE) strategy and action plans, at our South African operations, align with the Mining Charter III targets and with our plans and policies aimed at fostering our desired organisational culture. Our operational transformation steering committees play a key role in driving the strategic plans. All our operations are implementing five-year EE plans (2020 to 2024). EMPOWERMENT-RELATED CSI INITIATIVES/PROGRAMMES YOUR ORGANISATION IS CURRENTLY IMPLEMENTING A long-term strategic focus is to spearhead our local procurement and business development programmes, capacitating enterprises – including women-owned businesses – to become part of our supply chain and to transition to provide their services nationally. This is a critical driver of sustainable community development. We aim to increase procurement spend with youth and women-owned entities, by identifying existing capacity in host communities, creating ringfenced/set-aside opportunities, and driving a localisation agenda aimed at building manufacture and assembly capability in our host communities. WHAT ARE YOUR TOP EMPOWERMENT/CSI STRATEGIES THAT HAVE BEEN EFFECTIVE AND SUCCESSFUL? As part of our ongoing efforts to transform our supply chain, during FY2020, 18
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new operational term contracts were awarded to 51% or more HDP-owned and controlled companies. Eleven of the contracts were awarded to women-owned and controlled companies and range from the supply of timber products and early warning instrumentation devices for underground rock monitoring to the rehabilitation of old shafts.
GENDER EMPOWERMENT: STATISTICAL OVERVIEW Percentage of female executive directors/senior management: Implats board at 50% Subsidiary Impala board at 33% ExCo at 30% 5%-25% female executive directors Percentage of female staff members (overall in company): Senior Management at 19% Overall, 11%
CONTACT INFORMATION Physical address: 2 Fricker Road, Illovo, 2196, Postal address: Private Bag X18, Northlands, 2116 Telephone: +27 11 731 9000 Email: investor@implats.co.za Website: https://www.implats.co.za/
I MPA L A PL AT I N UM HO L D I N G S LI M I TE D
PROFILE
IMPLATS’ TOP WOMEN: DAWN EARP - INDEPENDENT NON-EXECUTIVE DIRECTOR “You may not control all the events that happen to you, but you can decide not to be reduced by them.” - Maya Angelou I qualified as a Chartered Accountant in 1987 after receiving a B.Com
5 TIPS ON HOW YOU AS A WOMAN SURVIVE AND THRIVE IN BUSINESS 1. My ability to teach, mentor and encourage my team, by giving support and helping to grow their careers, is vital. I had to think less about myself and more about how to make my team successful. After all, I was only as successful as part of my team. 2. There are many roles I have to juggle. I am a wife, mother, sister, aunt, friend, and co-worker. It’s important to focus. I have to cut through the chaos that sometimes exists to ensure that everyone knows what’s important. However, I had to teach myself to listen to other views (something I still struggle with and have to keep reminding myself to do). I had to maintain my focus on the organization’s objectives and provide stability when the pace of change moved rapidly from one priority to another. 3. As a woman I relied a lot on being intuitive. I had to read the unspoken word and have courageous discussions. 4. Emotional intelligence: It is critical in the work environment to perceive, understand, and manage the emotions of my team and myself. 5. “We not Me”. I was always conscious of using these words, but still taking full accountability. I had to earn respect and not demand it. After all, I had to build up my team’s trust, commitment and delivery in an ever-changing environment.
B.ACC degree from the University of Witwatersrand. After completing my articles with BDO Spencer Steward, I moved into the mining industry and have remained in this industry for many years, continuously upskilling my knowledge in the industry, having worked in senior and executive positions at companies such as Anglo American, Anglo Gold Ashanti, Implats, Rand Refinery and Moolmans. I currently serve as an independent non-executive Director on the Implats and Transit Freight Forward boards, the Audit Committee Chair for Implats, and am a member of Implats Strategy and Investment Committee. I am a member of the Audit Committee of a Sentinel Retirement Fund). ARE YOU INVOLVED IN ANY SOCIAL RESPONSIBILITY INITIATIVES? COULD YOU TELL US ABOUT THEM? • Chairman of Ekurhuleni Jewellery Beneficiation Project (EJP) (NPO): The focus of EJP, is to allow access for the previously disadvantaged community to jewellery based training, incubator programmes and develop small, medium and micro enterprises (SMME) for commercial success. • Honorary Treasurer for the South African-Guide Dogs Association for the Blind (GDSA) (NPO): The nature of the association is to enhance the mobility and independence of people who have visual, physical and developmental needs.
HOW HAS GENDER EMPOWERMENT STRENGTHENED
IMPLATS? Implats has meanigfully advanced gender empowerment over many years. Drawing an analogy with an apple. • The skin of the apple - visible and obvious discrimination e.g. women were not allowed to work underground. • The flesh of the apple – subtle discrimination not understood or seen by many e.g. women are asked inappropriate questions in interviews and are mentally battered. • Finally, the seeds – Implats has moved forward and the conversation at the Implats Board now focuses on ESG, including gender empowerment. Implats has its first women chair and 50% of the directors are women. WHAT SKILLS DO YOU THINK LEADERS OF THE FUTURE ARE GOING TO NEED? • Focused attention: Distraction can lead to lost productivity, constantly putting out fires. The only way to gain control is to focus on the task. • Actively agile: The need to be able to connect the dots that have yet to be connected, to create new ideas. They will need to be innovative, creative and add value by thinking outside of the box. • Being comfortable with chaos and uncertainty: Need to be prepared, equipped and comfortable with reinventing processes.
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IMPLATS’ TOP WOMEN: MPHO NKELI – INDEPENDENT NON-EXECUTIVE DIRECTOR
Quote or maxim that has inspired you:
“Don’t over plan – leave a little space in your plan for the magic to happen – because it does! ”
I hold a BSc: Environmental Science, an MAP, and an MBA. My career began in a soil testing lab and I then moved into PR and Communication and later in Marketing. This then led to a move into transformation and later Human Resources. I have served as the Group HRD for Alexander Forbes, the Chief HR Officer for the Vodacom Group and I am now a Director at SPI – in Executive Search and Head of the Board Practice. I am blessed to have had five different careers and a combination of all of them has resulted in my being well prepared for what may be my last career. Some successes include: • Contribution to the development of the “People” related element of the Financial Services Charter • Contribution to the content development of the B-BBEE Codes • Leading people transformation as Group HRD of Alexander Forbes – achievable because of a willing organisation.
5 TIPS ON HOW YOU AS A WOMAN SURVIVE AND THRIVE IN BUSINESS 1. “Rest’ in who you are 2. Be present in all you do 3. Do your best each time 4. Break the rules – they were made by people like you 5. Don’t take yourself too seriously
• Part of a leadership that led the change from “blue” to “red”, which had a great impact on the culture and ways of working. • I am absolutely inspired by the brilliant leadership talent I meet in my current job as an Executive Search Consultant and feel honoured to place them into roles that are ‘perfect’ for them ARE YOU INVOLVED IN ANY SOCIAL RESPONSIBILITY INITIATIVES? COULD YOU TELL US ABOUT THEM? I supported four orphans in Soweto (two child-headed families). They are now young adults and have completed school.
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HOW HAS GENDER EMPOWERMENT STRENGTHENED IMPLATS? The greatest role of a board is to appoint the best suited leadership for the organisation. The top leadership gender make-up at Implats is well recognised in the sector and they value the insightful thinking these female leaders have brought to the business, which has contributed immensely to the admired business performance of the business. The females in Implats top leadership include Lee-Ann Samuel, Thabile Makgale, Meroonisha Kerber and Kirthanya Pillay, whose disciplines are human resources, mining, finance and corporate finance, respectively. The board and the CEO can attest to the improved performance of the functions led by these female leaders. WHAT SKILLS DO YOU THINK LEADERS OF THE FUTURE ARE GOING TO NEED? The future is now! We are living and managing during a global pandemic never experienced before by all of us. Leadership cracks are becoming evident, just as much as real leadership is exposed as we all navigate untested waters. One of the greatest leadership competencies is ‘managing ambiguity’ – leaders had more questions than answers in the past eight months, but great leaders are asking the right questions, are keeping their employees engaged, are authentic and are successful in navigating this new territory. Great leaders are comfortable with not knowing it all not having all the answers - because you can’t, and it’s ok. They should know where to look and who to ask for the answers. The future – we don’t know what the future holds, and we will have more questions than answers - as is the case today.
I MPA L A PL AT I N UM HO L D I N G S LI M I TE D
PROFILE
IMPLATS’ TOP WOMEN: NONHLANHLA MGADZA - CHIEF AUDIT EXECUTIVE Quote or maxim that has inspired you:
“ T he most powerful leadership tool you have is your own personal example”
5 TIPS ON HOW YOU AS A WOMAN SURVIVE AND THRIVE IN BUSINESS 1. Know your subject and perfect your skill to deliver the best you can 2. Be fair and ethical 3. Clearly understand your strengths and weaknesses 4. Define your end state, stay on course and stay focussed 5. Sharpen your pencil and be ready and willing to learn 6. Believe in yourself and stay true to your values.
I am responsible for providing internal audit services and forensic investigations for the Group. I report to the Group Chief Financial Officer for administrative purposes and the audit committee for functional reasons. To strengthen the independence of my function I report the outcomes of my audits and investigations to the CEO and the Chairman of the Board. Over the course of my career I served in line, middle and senior management positions and have overcome several challenges as a woman in an often male-dominated environment. Notable achievements include setting up a new Group internal audit and forensics division at Implats. Prior to Implats I managed one of the first external clients within a sizable internal audit function. It was established to create capacity for
auditors willing to challenge themselves to do more for less and to spread the culture of corporate governance both internally and externally. Further, I have successfully run four portfolios - including corporate, subsidiaries, IT audits and forensic investigations and conducted quarterly reporting to 15 audit subcommittees. Other proud accomplishments include being awarded the Internal Auditor of the Year in 2018 and achieving excellence for application of best practice in the private sector and in the internal audit fraternity in 2018, the attainment of the latter I attribute to my IGIA team, which I have led for the past 16 years.
WHAT TECHNOLOGICAL INNOVATIONS ARE YOU USING IN IMPLATS TO KEEP IN LINE WITH THE FOURTH INDUSTRIAL REVOLUTION (4IR)?
I have diplomas in business studies and computer auditing as well as BCom and MBA degrees.
the internal and outsourced teams.
ARE YOU INVOLVED IN ANY SOCIAL RESPONSIBILITY INITIATIVES? COULD YOU TELL US ABOUT THEM. My social responsibility initiatives include:
reviews, and upskill themselves in
Internal auditors understand that the fourth industrial revolution is not an unmanned factory. We invest in the
upskilling of our team to ensure they
are equipped to become the auditors
of the future. We use a hybrid service package comprising an inhouse
internal audit function with some
of the specialist audits performed
through outsourced arrangements.
The advantage of outsourcing is the
exposure to international methodologies and emerging trends exchanged among
Automation, digitisation, and continuous auditing, allows our team capacity to
explore performance of more strategic preparation for the required technology driven audit tools.
• Adhoc donations to Sandton AOG Women’s Ministry to support projects such as “Hamba vangeli”
WHAT SKILLS DO YOU THINK LEADERS OF THE FUTURE ARE GOING TO NEED?
• Monetary contribution to my local Methodist church to assist and support communities, especially during Covid
• Emotional intelligence will be key in an environment that will be operating on increased artificial intelligence.
• Donation of groceries for distribution to our needy communities, especially during the holiday season • I give tea and coffee to the security team in my street
• The capacity and willingness to think, find and formulate completely new strategies and find new solutions suitable for ever changing environments
• Donations to family members in need, including those unemployed or unemployable.
• Leaders will have to learn to thrive in what would be considered chaotic and uncertain business
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PROFILE
I M PA L A P L AT I N UM HOL DINGS L IMITED
IMPLATS’ TOP WOMEN: NONKULULEKO MABUZA - MINE MANAGER, IMPALA RUSTENBURG (16 SHAFT)
Quote or maxim that has inspired you:
“I can do all things through Christ who strengthens me.” - Philippians 4:13
TOP TIP ON HOW YOU AS A WOMAN SURVIVE AND THRIVE IN BUSINESS I do not think a young woman would need to possess different attributes to a young man. I think any individual who wants to be successful in this industry must be determined and persevere. One needs to be open to learning. The best teacher is, indeed, practical experience, and there is a wealth of it in the people who are already in the industry.
I was the very first female Mine Manager appointed at Impala Rustenburg. I am a shining example of how, if women do their best, it will enhance their exposure and help break new ground. I matriculated from Westville Girls’ High in 2004 and by 2009 had completed a BSc in Mining Engineering at the University of the Witwatersrand with the help of an Impala bursary. I joined Impala Rustenburg full time in 2010 as a Mining Engineer in training and over the past 10 years I have been exposed to both conventional and mechanised mining as well as technical services. As Mine Manager I am in charge of the day-to-day running of the lower mine at 16 Shaft. One of my proudest achievements is being part of a team that delivered two-million fatality free shifts and, more recently, another two million at a capital shaft. The more I learnt about the mining industry the more it became apparent to me that there were ample opportunities for growth for women in both the mining and in the engineering space. ARE YOU INVOLVED IN ANY SOCIAL RESPONSIBILITY INITIATIVES? COULD YOU TELL US ABOUT THEM. I started a charity group with a group of friends called Rustenburg Miniacs. We worked with other charities who shared our passion for uplifting the less fortunate to raise funds for different groups in our community - and communities across the country. In my spare time, I tutor maths and science.
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HOW HAS GENDER EMPOWERMENT STRENGTHENED IMPLATS: Gender empowerment has given Implats an edge over its competitors. Promoting diversity has enabled Implats to tap into a previously unexplored reserve. Diverse teams are strong because they see the world through different lenses, enabling different ideas to be explored in solving problems and coming up with innovative ways of doing things. Inclusivity fosters and encourages teamwork. If people feel included, they champion their own personal development and, by doing that, they add value to the space in which they operate and to their sphere of influence. Implats’ gender empowerment policies have made Implats the employer of choice for different groups of people in the marketplace. WHAT SKILLS DO YOU THINK LEADERS OF THE FUTURE ARE GOING TO NEED The framework for leadership is fundamentally the same for all great leaders. Successful future leaders will be those who have an affinity for learning and exploring new avenues or ways of doing things. This will mean having to drop one’s ego now and then and admit you don’t know everything. Innovative leaders will outlast those who are not. Future leaders will have to encourage collaboration between different links in the value chain to maximise output. They will have interpersonal skills to be able to flourish.
K UMUS A C O N SU LTI NG
I N T E RV I E W
CREATING CULTURES THAT EMPOWER INTERVIEW WITH ZIMKHITHA CEZA, FOUNDER AND MANAGING DIRECTOR, KUMUSA CONSULTING WHAT SERVICES DO YOU OFFER? We are a 100% Black Female Owned Executive Search and Talent Acquisition Specialist, offering recruitment strategic partnerships to help organizations achieve their Employment Equity Strategy by promoting gender equality, diversity and inclusion in the workplace.
with women and black talent for leadership, strategic and critical roles. We have created, and continue to build, a strong database of women and black talent to address transformational change challenges, which in turn contributes to our client’s bottom-line.
HOW DO YOU CREATE CULTURES
WHAT HAVE BEEN SOME OF
THAT EMPOWER? In 1994 South Africa experienced its democratic transformation. The Employment Equity Act was passed in 1998 to effect meaningful change and to enhance equality in the South African workplace. As a result, broad-based black economic empowerment has become a rule of engagement for all institutions to really invest in transformation. It has become a requirement for businesses to re-evaluate their recruitment strategies and cultivate transformed cultures.
YOUR MAJOR HIGHLIGHTS? We have a strong database of female leaders and BEE talent, cutting across a wide range of industries to help organisations build a strong talent pipeline.
While we celebrate this great success, there is still a huge inequality gap and economic disparities in the country, especially when we address unemployment issues or underrepresentation of women and black people for leadership roles. In truth, organisations that embrace workplace diversity are more effective and more profitable, with the benefit of gaining preferential procurement. This is where we come in; we help create cultures that empower by partnering with organisations to attract and retain diverse (women and black economic empowerment) talent. We do this, not just to tick boxes, but to ensure that transformation is intentional and realistic. We have a clear mandate to partner with organisations by providing them
One of our major highlights has been our partnership with Servest Group which started in November 2018. Within a very short space of time, we have been able to, and continue to help the organisation, achieve its Employment Equity Strategy by way of appointing a diverse leadership team. We have been able to help them attract top executives by putting women and black talent in strategic leadership roles. YOU HAVE BEEN IN OPERATION FOR 5 YEARS. WHAT CHANGES HAVE YOU
WHAT EXCITING PLANS DO YOU HAVE FOR THE FUTURE? To be regarded as a thought leader and a catalyst for transformational change by creating more dialogue and education on the subject of women and black economic empowerment. We are also targeting the big corporates and global companies looking to recruit top diverse talent for leadership and executive roles. DO YOU HAVE A MESSAGE FOR FEMALE ENTREPRENEURS OUT THERE STRUGGLING TO SURVIVE? Being female is a superpower and the world is our oyster! We have an innate power to impact and influence. We need to come together and be intentional in collaborating with one another and ensuring no one is left behind - we all have a place in the marketplace.
SEEN IN TRANSFORMATION, DIVERSITY AND INCLUSION IN SOUTH AFRICA DURING THIS TIME? Though we still have a long way to go towards achieving a well-balanced transformation scorecard, we are well on our way. Within the past 5 years, more organisations have implemented change management strategies that address transformation, diversity and inclusion. They are placing a lot of value on developing diverse leaders. The rate of women-led and black-led organisations is also on the rise.
CONTACT INFORMATION
Address: 150 Rivonia Road Office Park, The Business Exchange Office, Morningside, Sandton, 2128
Phone: 010 035 4788 / 079 833 6495
Email: zimmie@kumusaconsulting.com Website: www.kumusaconsulting.com
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“ N EVER GI VE UP, DON’ T B E A FR A I D O F FAI LU RE A N D B E Y O UR S ELF –
u nap ol og etic a lly .” CONGRATULATIONS ON WINNING THE TOP WOMAN IN PROPERTY AWARD 2020 AT THE STANDARD BANK TOP WOMEN AWARDS CEREMONY. WHAT DOES WINNING THIS AWARD MEAN TO YOU? I am so thrilled to not only have won this category but also to have been nominated for Businesswoman of
the Year. The real estate industry is
one of the sectors where women are still under-represented and female leadership in senior management
positions is lacking. Considering that
CELEBRATING TOP WOMEN:
Ya e l Ge f fe n Standard Bank Top Woman in Property 2020 - artfully uniting extraordinary properties with extraordinary lives
the majority of the agent population is female, I believe that recognition
in prestigious awards such as these will serve to stimulate aspirant
women to take the leap and strive for leadership positions.
On a personal note, it is my hope that the broader public profile
garnered by being nominated as
a finalist in two categories of such a prestigious award will allow me to further spread messages of
By Fiona Wakelin
empowerment and hope among South African women.
YA EL G E F F E N
coaching certification with the
Feminine Power Global Community. I would like to be seen as “The
Queen of Authenticity” and have
they were shocked, they obliged.
are currently promoting ourselves
a peer, I definitely did not want to be
I did want to be accepted by them as
careers. Authentic confidence is what
I advocate. It makes you likeable and more approachable and people want to do business with people that they
like. The keynote talk I give empowers
The best way to celebrate women in
asked them to include me and, although
I realised then and there that although
is hurting our business, sales and
IN LEADERSHIP?
thought to pass it to me. One day I
a keynote talk called ‘Making it without Faking it’. The way we
HOW DO YOU CELEBRATE WOMEN
I N T E RV I E W
you with tools to access authentic confidence.
leadership is to support them and to
WHAT HAVE BEEN SOME OF YOUR
one of the guys - because I’m not. I’m very much a woman; a feminine one
with a unique skillset that contributes significantly to any table. I also
struggled with self- doubt and I feel far more confident than I used to because I don’t put on a façade, what you see
is what you get. I am not shy and I love asking questions.
encourage other women to strive for
MOST MEMORABLE MOMENTS AS
WITH AN INTERNATIONAL
top positions and to fulfil their dreams.
CEO OF LEW GEFFEN SOTHEBY’S
PORTFOLIO WHAT TRENDS HAVE
Too many women still see other
INTERNATIONAL REALTY?
YOU NOTICED IN THE PROPERTY
women in business as the enemy,
A 3rd generation family business
MARKET THIS YEAR?
as fierce competition to be knocked
certainly has its pitfalls but it’s also a
down. Additionally, we have been
wonderful journey working alongside
taught a “lack” mentality since we were
your family and creating a legacy.
little; that there is only space for a few.
And whilst the pandemic has been
It’s such a self-limiting outdated belief,
enormously disruptive and challenging,
there is space for all of us because
leading in the time of COVID has really
we have so many different attributes.
been a stand-out experience; I feel
It’s only by standing together,
closer to my franchise business owners
breaking our inner glass ceilings and
and agents than I ever have before.
will recognise their true potential and
WHAT HAVE BEEN THE MAJOR
The coronavirus pandemic will have a lasting effect on future real estate
and design trends, and we are already
WHAT ARE YOUR MAIN FOCUS AREAS? I advocate strongly against GBV and child abuse. My approach is a little
different with regard to GBV because
I feel we need to include men more in this conversation not alienate them. I am busy completing my professional
Larger living spaces - The past few
years have been about compact, low wise gardens but, after months of
confinement, many people are now
OBSTACLES IN YOUR CAREER AND
beginning to realise the importance
of having a substantial living space, a
HOW DID YOU OVERCOME THEM? AS AN ACTIVIST AND SPEAKER
design trends.
maintenance homes with small, water-
supporting one another that women their considerable power.
seeing the shift in buyer priorities and
dedicated home office, ample outdoor
Age-old stereotypes and prejudices
against which we have to battle daily,
space and amenities.
I experienced my lightbulb moment
In-house amenities - we are already
years ago and was the only female in
amenities within the home that offer
worked. The guys would toss a football
such as movie theatres, gyms and
especially in male-dominated sectors. when I lived in New York several
noticing an increased desire to create
management at the company at which I
authentic experiences of activities
around at every meeting but they never
restaurants/bars.
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I NT E RV IEW
YA E L GE F F E N
IF YOU HAD ONE EXTRA HOUR IN THE DAY, HOW WOULD YOU SPEND IT? Mountain biking with my family and then baking something wicked like chocolate brownies!
WHAT MESSAGE DO YOU HAVE
“YO U CA NNOT P O UR FROM an em pt y c u p ”
FOR THE ENTREPRENEURS OUT THERE STRUGGLING TO SURVIVE? Never give up, don’t be afraid of failure and be yourself –
unapologetically. Keep your eye on
your vision and don’t allow yourself Decentralisation – as recently as
last year, it was expected that by 2050, around 70% of the world’s
population would be living in cities, but it’s a forecast that’s probably
going to need revision as we are
already seeing a move away from urban living, with more and more
people seeking suburban and even rural lifestyles.
HOW DO YOU RELAX? Family is the cornerstone of
everything. Quality time with my
son and fiancé is what relaxes me
most and whenever possible we do things like take walks in the park
with our dog; it’s one of our great de-stressors. I started mountain
biking almost a year ago and I love it, it’s such a great outdoor family sport. I thrive in nature and have always lived close to a park, no
matter where I have lived in the
world. If I am experiencing major burn out, a Netflix series binge
while eating a peppermint crisp
chocolate and wine gums seems to be the perfect antidote.
to be distracted by external factors over which you have no control. Continually network and build
meaningful relationships wherever possible. Make it your business
to know who your competitors are and how you can better the same
offer or add more value. Always be transparent, authentic and ethical
so that nothing can ever come back to bite you – and you will more
easily gain the trust and support of those with whom you work. Be the person that people
want to root for to succeed, not the person they want to bring down.
In South Africa, Lew Geffen
Sotheby’s International Realty
is a national company with the market leader and flagship
Lew Geffen Estates established in 1982 by Lew Geffen, infusing
local knowledge, know-how and
credibility – the perfect partnership for today’s sophisticated property market.
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R achel
A HEART FOR TH
R A C HEL KOLI SI
Born in Mafikeng and raised in
I N T E RV I E W
DO YOU HAVE ANY ADVICE FOR
Grahamstown, Rachel Kolisi is
MAINTAINING A HEALTHY HOME/
“passionate about empowering and
WORK LIFE BALANCE - ESPECIALLY
encouraging women to be strong in who
IN THESE TIMES?
her husband, Siya, Rachel co-founded
come first - you can’t pour from an empty
and where they are now”. Along with
Taking care of yourself always needs to
the Kolisi Foundation, which aims to
cup. Lockdown is requiring a lot from all of us and it’s vital to make sure you’re taken
change the narrative of inequality in
care of. Another thing is to always try
South Africa by providing assistance and
opportunities to people in vulnerable and disadvantaged communities. Rachel is
also the co-owner of Rise, a movement
dedicated to helping women live more purposeful lives through health and
fitness. Aside from the philanthropy work she does, Rachel strives for
balance and good in all facets of her life - home, work and community. She has a deep desire to see all
South Africans thrive and live out
their dreams and ambitions. Through
her humanitarian efforts, she has
headed up a number of community
projects which have brought about transformation for many
different communities.
We sat down with Rachel to discuss
make sure your space is organised and
how we can meaningfully uplift South
of who is doing what around the house.
love to have dinner with.
HOW DO YOU THINK WOMEN CAN
PLEASE DESCRIBE THE PURPOSE
I think one thing that COVID-19 has shone
you’ve got some sort of structure in terms
the initiatives so close to her heart, African women and who she would
UPLIFT EACH OTHER? a light on is that it’s taught us all to take
OF BOTH THE RISE WOMEN
a step back and check in with people to
ORGANISATION AND THE KOLISI
see how they’re coping. We get so caught
FOUNDATION. Our vision at Rise is to unite women
up in our own issues and it’s important to
The organisation was birthed out of a
a long way and it’s sustainable.
help women live more purposeful lives
DO YOU HAVE TIME TO READ? WHO
believe women live their best lives when
I don’t actually have much time to read.
Kolisi Foundation, after the World Cup,
we were on one of our foundation trips
legacy – and through the work we’ve
I just wanted to understand the local
what we’d like to tackle going forward.
with. It was very informative. Currently
AS A WORKING MOTHER, HOW
Bevere and that’s been a fantastic read.
communicate with those we love - it goes
in South Africa in a common cause.
place of desperation - we wanted to through health and fitness. We truly
ARE YOUR FAVOURITE AUTHORS?
they’re at their healthiest. Regarding the
But I recently borrowed a book while
we knew we wanted to leave behind a
that I loved. It’s called Gang Town and
done so far we’ve been able to establish
communities of the people I was working I’m reading Lioness Arising by Lisa
HAVE YOU MANAGED TO SURVIVE
Kol i s i
HE NATION
LOCKDOWN?
WHAT WOULD YOU DO WITH
Navigating being a working mother and
AN EXTRA HOUR IN THE DAY?
it’s been a bit of a juggling game. I make
an extra hour!
fun time is really fun. I wake up an hour
IF YOU COULD HAVE DINNER
and that my days are well planned out.
- WHO WOULD THEY BE?
possible is always a good thing.
Winfrey, Sandra Bullock and Ayesha Curry.
lockdown has meant a lot of pressure and sure we separate work and play and that
Probably sleep. I would gladly take
earlier to ensure I have a bit of “me time”
WITH 5 PEOPLE PAST AND PRESENT
As much structure and organisation as
Joan of Arc, Nelson Mandela, Oprah
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D E A L M A K IN G F O R I M PAC T I N AF R ICA INTERVIEW WITH KEDIBONE IMATHIU CO-FOUNDER AND DIRECTOR OF KAZI CAPITAL specifically, investments. I also want to drive a change of the old narrative in financial services about the lack of women founders. Kedibone Imathiu serves on the board of Kazi Capital’s portfolio company, the Sekta Group, as well as on independent boards of financial services firms such as AIG South Africa, Federated Employees Mutual Association (FEM), and Old Mutual Investment Services Nominees. Born in the Eastern Cape’s town of Mthatha in South Africa, Kedibone is also Co-Founder and Director of Kazi Capital, a private equity investment business. Kazi Capital is considered one of the top genderempowered companies in South Africa. As she transitions from South Africa to take on a broader role on the continent, while based in Nairobi, Kenya, we interview Kedibone to glean some gems of wisdom from her journey. THE WORLD OF FINANCE AND INVESTMENTS IS PREDOMINANTLY MALE-LED. HOW DID YOU FIND YOURSELF IN THIS SPACE? For me, the co-creation of Kazi Capital as well as my appointment to various boards and board committees came from an inherent desire to pursue an entrepreneurial career in finance and
When I was growing up in the Eastern Cape I was inspired by Nonkululeko Gobodo, the first black female Chartered Accountant (CA) who sparked my initial motivation to become a Chartered Accountant, a classic story of the power of role-models. WHAT UNIQUE QUALITY DO YOU THINK WOMEN BRING TO THE FINANCIAL AND CAPITAL INDUSTRY? Traditionally in society, women are generally more inclined towards building and maintaining cohesive families and communities, in which all members have a unique role to play for them to be effective and harmonious. I think the representation of women in the financial services and investment industry brings that necessary balance and natural inclination to steer capital and other resources into investments that positively impact broader stakeholders and the greater community in which businesses operate.
WHAT WOULD YOU CONSIDER TO BE YOUR GREATEST ACHIEVEMENT TO DATE? Being a mother to two amazing humans – I count it a success simply
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because the whole experience brings such growth and joy. Then professionally, it would be the establishment of Kazi Capital. This has been a case of believing not only in myself, but also in the dreams of the entrepreneurs we’ve partnered with, enough to take bold steps that are yielding good returns as well as making an impact on the lives of many. My work at Kazi has also enabled me to deliberately apply my talent and skills to change the economic landscape for more diversity and inclusion of women in the economy and to create muchneeded jobs. Kazi Capital is invested in the Sekta Group, an industrial services platform which employs up to 1,500 employees. The investment has allowed Kazi Capital to enter a sector providing critical industrial services for South Africa’s economy seldom led by women. WHAT WOULD YOUR ‘WORD OF ADVICE’ BE TO ASPIRING WOMEN LEADERS IN THIS INDUSTRY IN A POST-COVID-19 WORLD? The world is changing at an accelerated pace, so much greater levels of agility are required in the capital investment industry. This means being able to change and adapt as your sectors of interest evolve, collaborating to explore and create joint positive outcomes,
K A Z I C AP I TAL
and having a proactive and disciplined approach in executing your strategy through decisive action. Don’t be afraid to chart your own path, or of the unexpected changes in direction that your path may take. WHAT ARE SOME UNIQUE CHALLENGES WOMEN FACE IN THE SECTOR AND HOW HAVE YOU OVERCOME THESE? The sector is still very male-dominated. This goes for both the investors and networks for access to deal flow. The way we as Kazi Capital overcame this, was by partnering across a variety of bank funders, and strategic equity investors, and always making sure that there is a clear alignment of broader strategic outcomes beyond just the IRRs in the investments we make. We could not have done this without the ability to build and maintain relationships. We also learned our lessons along the way on choosing the right partnerships. Finally, the team was also part of the inaugural participants in the South African Venture Capital Association’s (SAVCAs) Fund Manager Development Programme aimed at accelerating transformation in the South African private equity industry.
investments and who have the capability and desire to add value to investee companies from a strategic vantage point. So going into investments, we champion transformation - aiming to assist management teams to transform the business not only from a black female equity ownership perspective, but holistically across all the elements of management control, employment equity, skills development, procurement, and supplier and enterprise development.
“DON’T BE AFRAID TO CHART YOUR OWN PATH...”
I also chair the Social and Ethics Committee of Sekta Group whose mandate is driven by the UN Sustainable Development Goals. Here, alongside aligned company executive leadership, I am able to influence what policies are in place towards the achievement of environmental, social, and governance practices the business aspires to for its sustainability.
HOW HAVE YOU HELPED TO INTEGRATE
NOW THAT YOU ARE EXPANDING OUT
THE DRIVE FOR SUSTAINABILITY INTO
OF SOUTH AFRICA, WHAT IS YOUR
THE COMPANIES YOU HAVE INVESTED
POSITION ON DOING BUSINESS IN
IN OR ON WHOSE BOARDS YOU
AFRICA? Each African country - and region has unique risks to consider when determining worthwhile opportunities on the continent. A number of South African businesses looking for Rest of Africa (RoA) growth have failed to make some important linkage such as the fundamentals in some regions being strongly linked to commodity cycles. Despite that, I am cautiously bullish on the long-term growth prospects in Africa stemming from a growing urban population and a need for import replacement that has proved to be even more urgent as a result of the COVID-19 pandemic.
SERVE? I participate in critical board subcommittees, such as the Remuneration and Nominations Committee (Remco), where many of the critical decisions that can bridge the wage gap and gender pay gap are debated and recommended. I currently chair the Remco of FEM and serve as a member of Remco at AIG South Africa. At Kazi Capital, we pride ourselves on being part of the new generation of Broad-Based Black Economic Empowerment (B-BBEE) investors who embody a hands-on approach to
I N T E RV I E W
WE UNDERSTAND THAT YOU ARE A FIERCE MOUNTAIN CLIMBER. HOW HAS THIS HOBBY INFLUENCED YOUR LEADERSHIP STYLE? One of the ways in which mountain climbing has influenced my leadership style is in knowing when my style needs to adapt to the changing environment around me and the changing needs of the organisation. To draw a parallel, you need to know when collaborative leadership must quickly change to a more authoritarian leadership style, especially when severe weather patterns present a risk to your team on a mountain trek!
CONTACT INFORMATION Physical address: Unit 24, 2nd Floor, 1 Melrose Boulevard, Melrose Arch, Johannesburg, 2196 Website: https://www.kazicapital.co.za/
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BEYOND AWARENESS:
TOP SA COMPANIES TAKE ACCOUNTABILITY DURING 16 DAYS OF ACTIVISM By Charndré Emma Kippie What the stats show: The 16 Days of Activism Campaign,
geared towards rectifying violence against women and children, is an initiative of the United Nations, which takes place
annually from 25 November (International Day of No Violence against Women)
to 10 December (International Human
Rights Day). In light of the increase of
gender-based violence cases in South Africa, the government instated the
Emergency Response Action Plan on
Gender-Based Violence and Femicide,
in September 2019. These allocated 16 Days of Activism stand as the pivot of
our government’s extensive 365 Days of
Activism for No Violence Against Women
and Children Campaign. During this time, civil society, government officials and the private sector are committed to holding a sequence of critical community and
sector conversations, and eye-opening
movements, geared towards fostering a
collaborative effort in dealing with GBVF.
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• During 2019/2020, 53 293 sexual offences were reported:
an average of 146 per day, and amount that has increased
from the 52 420 recorded during the 2018/2019 period. Most of these were cases of rape. (SAPS Crime Stats).
• During the 2019/2020 period, an estimate of 2 695 women
were brutally murdered in the country. This reveals that every three hours one South African woman is killed.
• At the commencement of level 3 lockdown, 21 women
and children were brutally slain within a two-week period.
Hence, the South African president cited “…two devastating epidemics: Covid-19 and GBV”.
• South Africa ranks at 4th place when it comes to the highest global female interpersonal violence death (rated amongst 183 countries listed by the WHO). • Femicide is five times higher in South Africa than the global average.
• South Africa has a rate of intimate femicide-suicide
that greatly exceeds reported rates elsewhere and clearly reflects the high rate of intimate femicide (the killing of a woman by her intimate partner).
B EYOND AWA R EN ES S : T O P S A C O MPA N I ES TA K E A C C O UN TA BI L I T Y D UR I N G 16 D AYS O F A C TI V I SM
E D I TO R I A L
In an effort to play an impactful role in addressing GBVF in the country, during the 16 Days
of Activism Campaign, many
companies have come to the battle lines to action change
and societal transformation, in
hopes of shaping a safer future for the women and children of our nation.
ANGLO AMERICAN
that have been dramatically altered due to the Covid-19 pandemic.
Mining industry leader, Anglo American, has committed to initiating robust steps
“It became clear in the early stages of
(GBV), presenting extensive measures
diverted public services, lockdown
its mines and larger mining communities
were increasing incidents of domestic
Dignity Programme – launched last year
‘shadow pandemic’ alongside the health
towards remedying gender-based violence
the pandemic that economic distress,
for tackling GBV and harassment within
measures and many other factors
across South Africa. Their Living with
violence. We worked to fight the
– stands as a pledge of their allegiance
and economic impacts of Covid-19.”
in the country that are geared towards
Engagement at Anglo American.
and the prevention of bullying and
Anglo’s intermediations this year include
surrounding mining locations.
educating people on how and where to
“We have extended our efforts to combat
collaboration with the University of
gate because we believe we can only
care to recognise and refer incidences
business by tackling the root causes in
partnering with the National Shelter
– Hermien Botes, Head of Sustainability
Nations Women) to assist 22 shelters,
to a series of integrated intermediations reducing harassment and GBV at work, violence against women and children in
– Hermien Botes, Head of Sustainability
a mass communications campaign
receive help, and leveraging Anglo’s
GBV and harassment beyond the mine
Pretoria on community-oriented primary
sustain meaningful change inside the
of domestic violence. They also include
homes, schools and communities.”
Movement (and De Beers with United
Engagement at Anglo American.
within its mining communities, with
The Living with Dignity Programme has
protective equipment and financial aid
been combating GBV in communities
donation such as food parcels, personal for transportation.
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SIBANYE STILLWATER
code of ethics being a company
committed to supporting women,
This internationally competitive
where work is like a second
metals miner, Sibanye Stillwater, is
especially major issue within
full suite of PGMs. However, when
developed into a shocking national
and promoting women’s safety
upping the ante of their current
As stated by Warren Myers, the founder
conglomerate is committed to
raising awareness and society’s
security and medical response platform,
their doors and beyond. This year,
harassment in the workplace is.
a crucial role in actively counteracting
in the Bloomberg 2020 Gender-
policy governs procedures to be
(GBVF). In alignment to its promise
their efforts to improve gender
harassment. A dedicated sexual
year’s 16 Days of Activism, AURA
their major focuses for combating
Services deals with all reported
responders for the TEARS Foundation
sexual harassment policy. The
An anonymous tip-off hotline
access to crisis intervention, advocacy,
starts at home’, and that sexual
may also be made directly to HR
services for people who have been
of their inherent values and
to affected employees.
and globally diversified precious
home. Sexual harassment is an
known for producing gold and their
South Africa, where GBV has
it comes to empowering women
epidemic. Sibanye Stillwater is
and gender diversity, the mining
communication campaigns,
and CEO of South Africa’s leading
creating transformation both inside
understanding of what sexual
AURA, technology has the power to play
Sibanye Stillwater was included
The company’s sexual harassment
and reducing gender-based violence
Equality Index in recognition of
followed in dealing with sexual
off making a difference during this
equality and diversity. One of
misconduct unit of Protection
will guarantee the readiness of 1 000
GBV in the workplace, is their
incidents of sexual harassment.
to aid them in their attempt to provide
organisation believes that ‘it all
has been instated and reports
counselling, and prevention education
harassment is a gross violation
managers. Counselling is provided
AURA
impacted by domestic violence, sexual
assault and child sexual abuse. TEARS’ cost-free technology-based services
can be accessed by dialling *134*7355# on any mobile device. To date, their innovative tech has helped 88 217
victims of GBV per annum. “The AURA platform ensures anyone can access the technology that enables security companies to quickly reach victims
of domestic abuse. It offers a safety
net and peace of mind via on-demand emergency services where potential
victims of crime can get help from the
closest response vehicle in five minutes or less.” – Warren Myers, Founder and CEO of AURA
000 S TANDARD BANK TO P W O M EN LEADERS
B EYOND AWA R EN ES S : T O P S A C O MPA N I ES TA K E A C C O UN TA BI L I T Y D UR I N G 16 D AYS O F A C TI V I SM
E D I TO R I A L
VODACOM Just a few weeks ago, the Vodacom
Foundation also announced the launch
of a free cutting-edge mobile app, which they designed to play a significant role in the fight against GBV. It goes by
the title ‘Bright Sky SA’, and its launch concurs with the 2020 United Nations 16 Days of Activism against GBV. The apps features include a short
questionnaire to aid users in identifying
different types of abuse and the types of support mechanisms that are available to them. Bright Sky SA gives the user
info on GBV, including various statistics and case studies. It offers support
and directory guides and resources
for anyone who may be in an abusive
relationship, or for those who are worried about someone close to them who may be susceptible to GBV. It is available in English, IsiZulu and SeSotho. The app utilises geolocation-specific data, but
ensures the complete privacy of its users. “Fighting GBV requires a coordinated approach and partnership between
government, civil society and business. This is how Vodacom comes into the picture, bringing technology into the
partnership to help society.” – Takalani
Netshitenzhe, External Affairs Director at Vodacom South Africa.
UNILEVER
Activism for 2020, Unilever’s
consumer market is being urged
In light of the 16 Days of Activism
to go out and purchase the
game when it comes to creating
which features a powerful purple
Campaign, Unilever is upping their
iconic red JOKO packaging,
awareness around GBV, and
#EndDomesticSilence message.
escalating stats. As of November
“GBV does not discriminate, and
completely readdress its digital and
South Africans to make themselves
Unilever brands to its collaboration
support of government efforts to
Abuse (POWA) organisation.
around penalties for perpetrators
power of all of these other brands,
Marshall, Unilever’s Marketing
finding actionable solutions to the 25, the company decided to
we believe the time is now for all
traditional advertising spend of 24
heard, adding their voices in
with People Opposing Women
transform the legislative landscape
By using the combined relayed
of domestic violence.” ─ Sue
Unilever pledged its commitment to
Manager for JOKO.
voice in support of the initiative.
*Visit joko-addyourvoice.uwina.com
The POWA-JOKO partnership ensures
to join the conversation.
#EndDomesticSilence and add its
to find out more or follow the hashtag
that R1 from every box of JOKO 100 tea bags sold is then donated to the
POWA organisation to help advocate
for women’s rights and produce more shelters and counselling services, and legal advice, for survivors of domestic violence.
This has translated to R5 million annually. During 16 Days of
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KOPANO KE LE S E D I INTERV IEW WITH LINAH MOGAFE MOGALE, CEO OF KOPANO KE L ESEDI outstanding items we needed for school. I enjoyed working with my hands and always treated money, not as a goal, but a tool to help us along the way.My time spent with my parents and allowing myself to learn from both of them was the best gift I have ever given myself..
I grew up in the small village of GaMakanye, in Polokwane, Limpopo. As a young girl filled with big dreams, nurtured by love and who against all odds embraced change and never allowed her background to define what the future held for her, I always knew that I was a leader. Growing up, I always enjoyed working in our garden. I preferred to be the one doing the agricultural chores at home, so that my parents would be able to save up some money and use it to buy us some of the
During my high school days, I was fortunate enough to be taught by Mr Mohlapamaswi, who changed my life forever. I remember when one of our classmates was amongst the top 5 students who performed very well in all 7 subjects - he bought all our lunch to celebrate her achievement together. He encouraged teamwork and always preached unity in everything he did. After completing my diploma as a mechanical engineer, I decided to follow my passion as an entrepreneur. Someone once said:
FIVE TIPS ON SURVIVING AND THRIVING IN BUSINESS 1. INVEST IN YOUR ENERGY BY LIFTING YOURSELF UP EVERY DAY 2. DISCOVER NEW WAYS OF HOW YOU CAN PARTICIPATE IN THE ECONOMY AND NEW MARKETS
3. DEVELOP A STRONG SOUND TEAM CULTURE 4. RELOOK AT LEVERAGING TECHNOLOGICAL SYSTEMS AND PROCESSES IN ORDER TO ENCOURAGE GROWTH IN
“The best way to find which business you should start is to first find something you enjoy doing and then find a way to make a living from it”, and this was the moment where Kopano Ke Lesedi was born. OUR SERVICES • Landscape construction • Indoor plants • Irrigation installation • Gardening maintenance and plumbing specialist ACHIEVEMENTS: Diploma Mechanical Engineer, Certificate Plumbing Technician, Certificate Landscape Designer and UJ University Entrepreneurship Certificate. SOCIAL RESPONSIBILITIES • Volunteering in local communities • Partnering with local suppliers • Training undergraduate through internship programmes GENDER POLICIES At Kopano Ke Lesedi we always strive to create a climate that is conducive to gender equality. Our family leave policy is 3 months paid leave for mothers after giving birth. We manage and track women’s performance progress (This helps us to support their needs and encourage their growth through mentorship and coaching programmes).
YOUR ORGANISATION
5. USE YOUR IDEA TO SERVE
OTHERS AND KNOW YOUR NUMBERS
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We have Conceptual Relation Agreements that should be signed by employees dating each other.
K O PA N O K E LE SE DI
I N T E RV I E W
“ IT’S POSSIBLE TO BUILD GREATER THINGS, THE ONLY LIMIT IS YOUR IMAGINATION AND THE ABILITY TO EXECUTE EFFICIENTLY”
HOW HAVE YOU IMPLEMENTED
WHAT ARE THE CURRENT AND
GENDER DRIVEN DEVELOPMENT IN THE WORKPLACE? Over 9 years of our existence, we have successfully implemented gender-driven developments in the workplace by allowing women to go through training and skills development programmes, in order for us to promote gender equality in our workspace.
FUTURE TRENDS IN YOUR SECTOR? Our current future trend is greener cities, developing greener spaces in high rises. We then have various other projects in the works, such as endangered soil/ regenerative gardening, indoor plants and waterwise gardens.
HOW HAS GENDER EMPOWERMENT
WHICH FEMALE LEADERS INSPIRE
STRENGTHENED YOUR ORGANISATION? In our tradition, we strongly believe that when you empower a woman you empower a nation, and through our mentorship and coaching programmes, we now have 20% of women in key management positions and 30% of women qualified as gardeners in grounds departments and as plumbing technicians.
YOU THE MOST, AND WHY? My female leader is my mother Nelly Mogale, who has always been my number one female leader, a friend, teacher, and my life coach. She told me to always show up and take every day as an opportunity to do better and be a conqueror. The word failure doesn’t exist in her vocabulary. She taught me how to wear my crown with pride and without fear. I have learned the principles of becoming a good leader, and empowering others, through her.
WHAT ARE YOUR ORGANISATION’S GENDER EQUALITY AND BEE RATINGS? Our BEE rating is 50.1%
KL KOPANO KE LESEDI (PTY) LTD Our Solutions Your Environment
CONTACT INFORMATION
Address: 17 Eaton Avenue, Bryaston, 2191 Phone: +27 10 492 3818 Mobile: 061 404 7623
Email: info@kopano-kelesedi.co.za
Website: www.kopano-kelesedi.co.za S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
DESIGNING WORKPLACE SUPPORT
FOR EMPLOYEES GRAPPLING WITH GENDER BASED VIOLENCE By Cheryl Benadie, GBV activist and founder of Whole Person Academy Domestic violence is a complex
issue as there are different levels of abuse. Many women are in abusive relationships where they feel fear
and anxiety but console themselves
with “at least he doesn’t hit me”. If a
partner exhibits signs of manipulation, anger and control, physical abuse is almost always inevitable.
The problem is exacerbated in
instances where there are children
involved, because the woman feels like
she needs to stay for their sake. Due to the tenuous nature of the relationship, financial instability is quite common and adds additional pressure.
Working from home increases
the danger for domestic violence victims. Being able to go into an
office meant that they could escape the abuse for a while and try to
maintain a certain level of freedom. Working from home during COVID means they are forced to contend
with irrational behaviour and have
no place to hide. There is no longer a safe space and the victim will be 000 S TANDARD BANK TO P W O M EN LEADERS
DESIGNING W O R K PL A C E S UPPO R T FO R EMPL O YEES G R A PPL I N G W I T H GEN D ER BA S ED V I OLE NCE
stretched on all fronts to survive a chaotic environment.
Prone to highly volatile and paranoid
behaviour, the abuser will be reading emails, going through phones,
questioning why meetings are being held with certain people.
If you have never experienced a
dangerous, toxic relationship, think of
what it might be like to be held captive by kidnappers. You are plunged into a secret terror, not knowing which
moment might be your last. If you have children, your hypervigilance goes into overdrive. You decide to do whatever the kidnappers want, so that they will keep your children alive.
Imagine waking up to this reality, day
in and day out. This nightmare is what thousands of women and children are living every day. Both perpetrator and
victim intersect with the working world. If you already have support systems in place in your company, you need to prioritise communication around
WAYS THAT YOU CAN SUPPORT COLLEAGUES WHO MIGHT BE EXPERIENCING ABUSE IN THE HOME: 1. Clearly communicate what
assistance is available: Distribute information on how employees
can reach out for support, while if your company doesn’t have
colleagues that they think might be in
1. Don’t try to ‘fix’ the situation:
the necessary systems in place,
Victims of domestic abuse need
share information on regional and
professional help to regain their
national networks that embattled
confidence to be able to make
employees can reach out to.
healthier relationship choices.
2. Empower staff to support their
Suggesting that she ‘just leave’ is
colleagues: Team members who
not going to be helpful. The most
work closely with each other will be
dangerous time for victims of abuse
more likely to notice behaviour of
colleagues that is out of the ordinary.
While working together at an office, it would be easier to notice if someone
appeared shaky, distracted, nervous, anxious, confused, depressed or
is when they try to leave, so they
often feel trapped because they are too terrified of the consequences if they do try to make an escape. 2. Find ways to build their
tearful. Some signs of detachment to
confidence: Victims of abuse are
• Repeatedly cancelling meeting
confidence is being eroded as they
look out for in remote workers include: attendance at the last minute
endure intense trauma. They are
up every day, show up for work and
during online meetings
pretend that everything is normal.
• Quality of work has diminished
The best thing that colleagues can do
much as they used to
• Requiring frequent sick leave or unpaid leave days
being broken down every day. Their
using every ounce of energy to get
• Always leaving the screen off
don’t already have systems in place, this support your most vulnerable workers.
sensitised on how to communicate with
is monitoring all communication.
• Not engaging in meetings as
is the time to develop mechanisms that
Team members will need to be
trouble as chances are that their partner
maintaining confidentiality. Even
reminding employees about the help that they have access to. And if you
E D I TO R I A L
for peers they suspect are enduring an abusive relationship is to be
supportive, encouraging and uplifting. She needs to see herself as valuable outside of the distorted reality she is living every day. She will definitely
be more likely to confide in someone she feels won’t judge her.
The shadow of domestic violence is
often hard to see, which is why there
needs to be an intentional light of hope that victims can walk towards. They are definitely desperate for help.
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UNIVERSITY OF MPUMALANGA
PROF THOKO MAYEKISO VICE-CHANCELLOR OF THE
UNIVERSITY OF MPUMALANGA
FIVE TIPS ON SURVIVING AND THRIVING IN BUSINESS Key to thriving in business, for Prof Thoko Mayekiso, are the following attributes: you need to be an effective communicator, a firm believer in collaboration and teamwork, a visionary who drives strategic goals of the organisation, and relentless when it comes to the execution of strategic objectives, be able to lead by example, embody the values of the organisation, have empathy for staff and students, and empower and embolden them to be innovative and creative.
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Prof Thoko Mayekiso is the University of Mpumalanga’s first Vice-Chancellor with effect from 1 November 2014. She obtained a BA, BA Hons and MA in Psychology from the University of Fort Hare. She furthered her studies at the Free University Berlin, Germany, where she obtained her D Phil (cum laude) in Psychology. She also holds a Higher Education Diploma (Postgraduate) from the University of South Africa. She is a registered Clinical Psychologist with the Health Professions Council of South Africa, and is a C-rated scientist by the National Research Foundation.
Faculty of Arts and then as deputy vice-chancellor: Research and Engagement in 2009.
In her sterling academic career, Prof Mayekiso has held the positions of senior lecturer, associate professor, professor, head of department and vice-dean at the then University of Transkei. She practiced as an honorary clinical fellow at the Greenwood Institute of Child Health, University of Leicester, and simultaneously served as a clinical psychologist in the Department of Medical Psychology, Leicester General Hospital in the United Kingdom. She then joined the University of the Witwatersrand, Johannesburg in 2001, where she served as head of school, deputy dean and then acting executive dean in the Faculty of Humanities. She proceeded to Nelson Mandela University in 2007, as an executive dean in the
VISION: An African university leading in creating opportunities for sustainable development through innovation.
Her competitive edge inheres in her authentic leadership style – true to self and others. She is highly supportive and empowering to staff, yet able to hold them accountable. Her deep levels of empathy and caring were shining through as she navigated her staff and students through the tough days of the COVID-19 pandemic, as change and adaptation became the order of the day and resilience had to be engendered, fostered and nurtured.
MISSION: To offer high quality educational and training opportunities that foster the holistic development of students through teaching and learning, research and scholarship, and engagement in collaboration with strategic partners. YEAR FOUNDED: 2013 NUMBER OF EMPLOYEES: 529 BRANCHES: Main Campus is Mbombela and Siyabuswa is the second Campus which offers Education Programmes only. The distance between the two campuses is 282km
UN I V ER S I T Y O F MPUM AL ANG A
CHANCELLOR: Mr Cyril Ramaphosa VICE CHANCELLOR/PRINCIPAL: Professor Thoko Mayekiso DEPUTY VICE-CHANCELLOR: TEACHING AND LEARNING: Prof Shirley Mthethwa-Sommers REGISTRAR: Mr Sello Legodi EXECUTIVE DIRECTOR: FINANCE: Mr Kevin Pather DIRECTOR: STAKEHOLDER LIAISON AND COMMUNICATION: Mr Tlangelani Ubisi EXECUTIVE DIRECTOR: HUMAN RESOURCES: Dr Loshni Govender
GENDER EMPOWERMENT AND CORPORATE SOCIAL INVESTMENT (CSI) EMPOWERMENT POLICIES CURRENTLY IN PLACE UMP has recruitment policies and processes to promote gender equality and diversity in the workplace. Our Employment Equity Plan provides targeted outcomes for designated groups. As part of skills development, the University also participates in the Department of Higher Education and Training (DHET) New Generation of Academics Programme (nGAP) programme that is designed to develop the new generation of academics. The recruitment of these highly capable new academics is based on equity considerations.
are empowered with skills to lead this community development project. Therefore, participating students benefit. The majority of beneficiaries from the rural communities are women. TOP EMPOWERMENT/CSI STRATEGIES:
PROFILE
GENDER EMPOWERMENT: STATISTICAL OVERVIEW The University of Mpumalanga staff compliment is predominately female with 51.98% being women. Total number of staff: 529
•
Supporting UMP student \ societies to run engagement projects in communities
•
Promoting female students’ participation in engagement projects
•
Collaborating with social partners to support community development projects
•
Recognising employees for their achievement in engagement by awarding the Engagement and the Emerging Engagement Awards as part of the UMP Excellence Awards
Female staff: 275 (51.98%) Male staff: 254 (48.02%)
EMPOWERMENT-RELATED CSI INITIATIVES/PROGRAMMES: Hatching Hope is a chickens (layers) project where students, the majority of whom are females, are trained to educate beneficiaries from rural communities on the management of the layers. Students
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LEADING IN CREATING OPPORTUNITIES FOR SUSTAINABLE DEVELOPMENT THROUGH INNOVATION INTERVIEW WITH PR OF THOKO MAYEKISO, VICE-CHANCELLOR OF THE UNIVERSITY OF MPUMAL ANGA
ACHIEVEMENTS: Since its establishment, the University of Mpumalanga has done incredibly well in terms of gender empowerment. At the helm, the University is being led by capable and accomplished women who have made a significant contribution at the University and higher education in general. UMP is one of the few South African Universities that has a female vice chancellor. In addition, the University has recently appointed Professor Shirley Mthethwa Sommers as Deputy Vice Chancellor: Teaching and Learning, Dr Loshni Govender as Executive Director Human Resources and Professor Hilda Israel as the Dean for the Faculty of Education. Research remains one of the key pillars of the University of Mpumalanga in our quest to create opportunities, we conduct research that is contextually relevant to resolve some of the local, and global, pressing challenges such as food security, environmental and socio-economic sustainability, biodiversity conservation, early childhood education and post-harvest management. The UMP Research and Innovation Division is spearheaded and managed
by Professor Phindile Lukhele-Olorunju as Director: Research Management. The division creates and supports an environment that fosters research quality and productivity, develops and sustains the research productivity of staff and students and ensures that UMP conducts research that contributes to local, regional, national and global sustainability. Among some of our interventions to support young and female academics is the New Generation of Academics Programme (nGAP). Dr Precious Shabalala has made history by becoming the first New Generation of Academics Programme (nGAP) scholar at UMP to complete a PhD in Tourism from the University of the Witwatersrand (Wits). Her thesis is titled: Perspectives on the Role of Cultural Heritage Tourism in Community Development in South Africa: A Study of Mapungubwe World Heritage Site in Limpopo Province. UMP SOCIAL RESPONSIBILITY INITIATIVE Nkomazi community-based agroprocessing project based on naturalised and indigenous crops: Background: South Africa requires the development of sustainable and relevant businesses
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with expanded Value chains, that can create employment and increase income at corporate and household levels. Phepisa Natural Resources Institute (in Nkomazi Local Municipality) has previously developed two personal care products – ‘Gwenge’ extract (from the agave plant) and ‘Nganu’ oil (from marula). Although the products were produced at a commercial scale and are currently being sold by Phepisa, no efficacy studies were completed on these two ingredients, hence, no claims can be made on their uses when being traded. In addition, the limited supply of raw materials and the lack of an extraction facility to produce the ingredients severely inhibited Phepisa’s production potential. In 2018, the Department of Science and Innovation (DSI) funded the first phase of the project that was aimed at the following: • Improving the supply of raw materials. • Increasing the level of agricultural and engineering technology inputs. • Providing a processing facility for the SMME market sector, in close proximity to raw materials. PARTICIPATING INSTITUTIONS The University of Mpumalanga (UMP), Agricultural Research Council (ARC), Council for Scientific and Industrial
UN I V ER S I T Y O F MPUMA L ANG A
Research (CSIR), the University of Pretoria (UP), and Phepisa Natural Resources Institute (Phepisa). This project has fostered the socioeconomic status, research/ innovation prowess and skills sets of many rural women in Nkomazi local municipality. For example, Phepisa Trust Ltd. is an entrepreneurial initiative that comprises nine female employees and is managed by a young black woman. Using funds derived from this project, many
training workshops were organised during which the community members and Phepisa employees honed skills on various aspects of medicinal plant cultivation, plant propagation, irrigation and rainwater harvesting. GENDER EMPOWERMENT In December 2019, a training workshop on marula was organised for 68 female traditional healers, in collaboration with women cooperatives in Mangweni Traditional Council. Workshop themes included harvesting and storage of marula fruits, commercial products from the marula fruits, and management of small businesses. Another female participant of this project, who is an employee of UMP, has amassed considerable research and analytical skills while serving as a co-investigator of the socioeconomic impacts of the project on the beneficiary communities in Nkomazi Local Municipality. Also, the project catered for running costs of the research projects of two female honours students at UMP. The students’ research topics are ‘Distribution and abundance of marula trees (Sclerocarya birrea, sub species caffra) in Nkomazi Local Municipality: a quest for sustainability’ and ‘Pollination ecology of agave sisala in Nkomazi Local Municipality.
INFRASTRUCTURAL DEVELOPMENT Under the auspices of the Nkomazi agro-processing project, a marula processing facility is near completion. The main designs of the facility include basic equipment for the storage of plants, cleaning of raw materials, good ventilation, water and electricity supplies. An ablution section, that includes male and female toilets, showers and a changing room, has been completed. ENHANCEMENT OF CULTURAL HERITAGE
The Nkomazi agro-processing project is a bicultural programme in which indigenous knowledge from the community has been considered alongside EuroWestern cannons from university-based researchers/scientists. The participation of community-based resource persons in the project has enriched the sense of worth of the participating women and reinforced their positive identifications with their traditional lineage and cultural heritage. HOW HAVE YOU IMPLEMENTED GENDER DRIVEN DEVELOPMENT IN THE WORKPLACE? UMP POLICY FRAMEWORK The UMP Policy Framework takes into consideration issues of gender parity and diversity in the workplace. To enhance these efforts, the university has developed a three-year Employment Equity Plan (UMP EE Plan 2020-2022). The EE Plan provides targeted outcomes by way of affirmative action imperatives for designated groups. Specific attention has been paid to the transformation efforts as it pertains to women. There have been significant appointments at the top management, senior management and professional levels. A sizable number of women are appointed at director and deputy director levels in professional and support functions, as well as heads of schools,associate professors and senior lecturers.
I N T E RV I E W
The appointment of these competent and capable women in the middle management levels, ensures a diverse and representative workplace as well as a healthy pipeline of women in leadership. TRAINING AND DEVELOPMENT UMP subscribes to the principle of lifelong learning and the continuous development of its staff. The development of women leaders at UMP is at the core of our Values of Excellence and Diversity. The university has put in place policies
and processes for the funding of staff members for short term training, as well as funding and support through study leave for employees to pursue higher qualifications. Women leaders at UMP have in the recent past participated in the HERS-SA Academy which is a weeklong interactive development opportunity for women. At UMP participation in this prestigious programme is through a competitive process where eligible women apply to attend the Academy and a rigorous selection process is undertaken by the relevant Management Committee members. Staff members are also encouraged and supported to pursue international programmes such as the Vocational Teacher Education Diploma at Haaga Helia University. A number of women employees participated in the Universities South Africa (USAf) Higher Education Leadership and Management programme for Heads of Schools and Academic Departments. Women in professional and support functions also attend relevant programmes that improve their competencies and enhance their capabilities for future roles within the university and the higher education sector. REMUNERATION UMP subscribes to the principle of equal pay for work of equal value.
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The Remuneration Policy provides guidelines on the structuring of equitable remuneration of employees through fair, transparent and consistent remuneration practices. The university monitors the achievement of this principle through annual National and Higher Education All Industries benchmarks (REMChannel ®) as well as the analysis of the Income Differential Statement in the annual Employment Equity Report submitted to the Department of Employment and Labour in line with Section 27 of the Employment Equity Act 55 of 1998, as amended. EMPLOYEE HEALTH AND WELL-BEING The UMP prides itself on championing employee health and well-being. The Mbombela Campus is a modern facility offering employees health and fitness classes, including Zumba and Yoga in state-of-the-art facilities. Breakfast and lunch is offered to employees at the campuses’ aesthetically pleasing dining facility, complete with a deck providing a picturesque view of the city. Work-life balance is considered a priority to employees’ overall health, wellness and productivity. The University of Mpumalanga offers generous leave provisions for its
employees to ensure they have adequate time to attend to rest and personal matters and remain productive. These include paid maternity leave provisions for pregnant women and new mothers as well as favourable family responsibility leave for employees. All employees are required to be members of a recognised medical aid scheme in order to provide for their overall health and wellness through access to health care. Members of the management team, champion health campaigns, thereby indicating commitment to overall wellness.
HOW HAS GENDER EMPOWERMENT
WHAT ARE THE CURRENT AND
STRENGTHENED YOUR
FUTURE TRENDS IN YOUR SECTOR? Undoubtedly the spread of COVID-19, and regulations imposed to manage the pandemic, have presented many new challenges in the higher education section sector. Under normal circumstances the university offers contact tuition. However, due to Covid-19 regulations the university offers tuition through blended learning, which is a combination of onl ine and in person teaching and learning. As the vice chancellor, I have led and continue to lead the university through the pandemic,
ORGANISATION? Our achievements, in terms of growth in enrolment numbers, include an increase in qualification offerings, research output and the impact of our engagement projects, bearing testimony to the fact that the empowerment of women has strengthened our standing as an institution of higher learning. The majority of our staff members are female and key portfolios such as teaching and learning, research and human resources are championed by women.
WHAT ARE YOUR ORGANISATION’S GENDER EQUALITY AND BEE RATINGS AND POLICIES? UMP is committed to gender-related developmental initiatives. Critical policies have been approved with the objective of enhancing gender equality initiatives and to ensure gender representivity at the University of Mpumalanga. The responsibility for Employment Equity is assigned to the executive director human resources (ED HR) who reports directly to the vice chancellor. The ED HR also chairs the Employment Equity Forum which is a legislated consultative forum for employment equity in the workplace. The UMP Gender Forum, a representative structure responsible for gender mainstreaming within the university, is represented in the EE Forum. The following policies have been implemented with a view to advance women empowerment at the UMP: • Policy on Affirmative Action • Policy on Gender Equality • Policy on Succession Planning • Policy on Sexual Harassment • Policy on Study Benefit • Staff Training and Development Policy • Remuneration Policy
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ensuring strategic and operational outcomes are all met, whilst ensuring the health and safety of students and employees.
The current and future trends, being witnessed in the sector, are an increase in demand for simplifying the digital skills for different societies that will respond to
UN I V ER S I T Y O F MPUMA L ANG A
the diverse trends presented by the Fourth Industrial Revolution (4IR), and the new normal presented by COVID-19 pandemic. These trends call for diverse Information and Communication Technology (ICT) solutions and skills sets, customised and localised ICT infrastructure that will present an integrated solution for individuals, societies, public, private organisations and communities. The growing trend of digital transformation suggests a need for security and cybersecurity awareness, which is critical for all ICT related transactions. WHAT TECHNOLOGICAL INNOVATIONS ARE YOU USING IN YOUR ORGANISATION TO KEEP IN LINE WITH THE FOURTH INDUSTRIAL REVOLUTION (4IR)? There is a need for institutions of higher learning to be responsive to socio-economic and technological
developments to ensure that our teaching and learning, research and ultimately
our graduates, remain relevant to the
I N T E RV I E W
HOW ARE YOU USING SOCIAL MEDIA TO CREATE MORE BUSINESS?
virtual training.
Social media has become an integral part of modern communication tools and as a university we have embraced social media as part of our communication and marketing strategy. While we used social media platforms such as Twitter, Facebook and LinkedIn to promote our brand and its offerings, we also use these platforms to listen to and engage with our stakeholders.
The virtual training has become more
WHAT SKILLS DO YOU THINK
approach, an approach where each
GOING TO NEED?
needs of society and the economy. To ensure responsiveness to the Fourth Industrial Revolution (4IR), we have
initiated an engagement project called the Cyber Security CoLab. The purpose of
the project is to impart digital and basic cybersecurity skills through a blended
approach that includes face-to-face and
effective by embracing the blockchain
LEADERS OF THE FUTURE ARE
trainer trains other trainers or people.
• Resilience
The level of which candidates and
tutors worked through WhatsApp and Google Classroom has presented
• Risk tolerance • Creativity and innovation • Critical thinking skills
future possibilities of transforming
• Complex problem solving ability
digital skills for societies.
• Courageous decision making skills • Ethical leadership and transparency • Emotional intelligence • Service orientation
CONTACT INFORMATION Physical address:
Mbombela Campus: Cnr R40 and D725 Roads, Mbombela 1200 Siyabuswa Campus: Bheki Mfundo Drive, Siyabuswa, South Africa Telephone: 013 002 0049/50 Email: info@ump.ac.za
Website: www.ump.ac.za
Twitter: @Unimpumalanga The VC with ENACTUS students during ENACTUS Achievement Celebration Ceremony.
Facebook: @UniMpumalanga
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FILLER AD
S T EN D A T R ADI NG
I N T E RV I E W
LEADING THE WAY IN THE MINING SECTOR IN T E RVIE W WIT H T SH I D I M ATJEKE-DLUNGWANE, C HIE F E X E CU T IVE O FFICE R , STENDA TRADING STENDA TRADING IS 100% BLACK AND
ARE WOMEN STARTING TO TAKE
FEMALE OWNED. WHAT SERVICES DO
THEIR RIGHTFUL PLACE IN THE
YOU OFFER? We offer a variety of integrated services, namely underground ventilation, underground roof support, conveyor belt installation, reclamation, maintenance, as well as contract mining.
MINING INDUSTRY? In my opinion, I would say not yet, or at least very slowly. We as women in the mining sector do not seem to know our power and what we bring to the table, we still wait for the validation before taking up space, which is tragic. It might have to do with the culture that is still changing gradually. Yes, the industry has opened up to women, but that is not enough to claim a ‘rightful place’. For example, we can claim a rightful place when having a woman general manager is the norm, rather than the exception.
WHAT HAVE BEEN SOME OF THE MAJOR HIGHLIGHTS OF YOUR JOURNEY? Being awarded Exxaro’s multi-million rand contracts was our biggest break. It has opened up many doors for us, and allowed us to start being serious players in the field.
WHAT TRENDS HAVE YOU NOTICED IN THE MINING SECTOR IN SOUTH AFRICA? The historical ‘big players’ have shifted - for example in the coal sector which is where the bulk of my business is, there are new big players in the game such as Exxaro and Seriti. There is also a move to embrace technology and acceptance that 4IR is not something that is coming, but is already here. Noticeably, also, more companies are looking into renewable energy and moving away from solely coal power.
inception. However, this year particularly, with a global pandemic that has negatively impacted the livelihoods of so many in the world, it became imperative that we increase our reach and effort. We also believe and participate in initiatives that assist girl-children and upcoming businesses. We got where we are because someone took a chance on us, so it is our turn to reciprocate.
HOW IMPORTANT IS CSI TO
“YES, THE INDUSTRY HAS OPENED UP TO WOMEN, BUT THAT IS NOT ENOUGH TO CLAIM A ‘RIGHTFUL PLACE.”
STENDA TRADING? CSI is part of who we are. We believe in positively contributing to the communities in which we operate and leaving them better off than when we found them. We have engaged in CSI initiatives since
CONTACT INFORMATION
Address: 212A Smokey Mountain Office Park, Benfleur X18, Emalahleni, 1034 Phone: 013 110 0765
Email: admin@stendatrading.com
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TOP 10 INFLUENTIAL YOUNG WOMEN TO WATCH OUT FOR IN SA A celebration of inspiring young South African women and the transformation and innovation they’ve have enabled in their respective fields By Charndré Emma Kippie event. With a Doctorate in Cancer
Yolandi Schoeman is a 37-year old,
of Cape Town, Dr. Dunn has been
leader in the ecological engineering
Biology, obtained at the University recognised by the U.S. Department of State as a 4IR world leader ─ she is the only techpreneur representative from SA ─ and was also picked for the International Visitor Leadership
for Women in Entrepreneurship. She has, congruently, been involved in THE SERIAL ENTREPRENEUR: DR. CHERISE DUNN
FAST FACTS
the formation and endorsement of the
Durban chapter of Future Females ─ an
organisation geared towards empowering female entrepreneurs.
internationally acclaimed transformation space, and anchor of the Biohacker Show. She currently works as an
External Lecturer and Examiner at
Monash University, and is the founder of various biotechnology companies,
such as Baopod and Baoberry, which
recently attained the bronze award in the 2019 Eco-Logic Awards, for the Waste
Management and Recycling category, as well as the Catalyser Award at the 2019 SEED Awards.
Status: Chief Operations Officer &
As an award-winning company, Baoberry
for Development Initiative
biotechnology services and products
Founder of the Africa Makes 3D Printing
provides ecological engineering and
Industry: Digital Healthcare
to NGO’s, governmental organisations,
Top Accolade: Top 200 Young South
the private sector and to the public,
Africans: Business and Entrepreneurship
locally and globally. Today, Yolandi
(2019)
is a Mail and Guardian 200 Young South African 2015 Alumnus, and
She’s a pioneering woman in 3D
holds a Doctorate in Environmental
Printing Development, making additive
Management, double Masters Degrees,
manufacturing, and innovative education for the Fourth Industrial Revolution (4IR)
THE BIO-EXPLORER: YOLANDI SCHOEMAN
Aged 33, Dr. Dunn was celebrated as one
FAST FACTS
accessible for the average South African. of the 50 most inspiring women in STEM in South Africa for 2019 ─ awarded by
Status: Founder of Baopod and Baoberry
Kingdom of the Netherlands). Last year,
Top Accolade: The Global Cleantech
Inspiring Fifty SA (an initiative by the
she was also selected to present a TED Talk during the TEDxCapeTownWomen
Industry: Ecological Engineering
Innovation Programme (GCIPSA) Award Winner for 2016
000 S TANDARD BANK TO P W O M EN LEADERS
and is currently completing her PhD in Economic and Management Sciences at North-West University. She has
created multiple ecological, engineering, and biotechnology innovations that
concentrate on some of South Africa’s
most testing environmental issues in a sustainable way and promotes clean
living, such as Awetbox, BaoSphere and Aqueouspheres.
T O P 10 I N FL UEN T I A L YO UN G W OM E N
Institute of Safety Management (IOSM).
of Fashion Design, and today designs
and has been well-recognised over the
and women, under her label titled Belle
A project that is very close to her heart, past two years, is the Women in Health and Safety Initiative, which is a rising
network of women, who support gender
equality and encourage women to thrive in our profession, hosting periodical
the most vibrant collections for both men Couture. Zamabhele’s unique style is a
mixture of glamour and ethnic influences
which define the lifestyle of her grandiose target market.
events with the aim of connecting women
She was crowned as one of the Rising
industry, as well as offering annual
2018, after participating in The Fashion
in the occupational health and safety SAFETY FIRST: CHARNÉ KARAOLIS
E D I TO R I A L
support through their online platform.
Stars at the DFF Recognition Awards in Development Programme, which forms part of the highly-anticipated annual Durban Fashion Fair (DFF). Prior to
FAST FACTS
achieving this momentous accolade, the
Status:Managing Director at MSHEQ
textile lover was part of the Mr Price local
Founder of Women in Health and
2018, which propelled her career to new
Health and Safety Consultants &
pre-production Mentee Programme in
Safety, SA
heights.
Health
Today, her garments are worn by
Achiever - Standard Bank Top Women
continues to make waves in the industry.
Industry: Occupational Safety and
celebrities across Africa as her brand
Top Accolade: Top Woman Young Awards (2020)
This year, Charné Karaolis, who is the
CREATIVE COUTURE: ZAMABHELE NTSHANGASE
FAST FACTS
Founder and Managing Director at
MSHEQ Health & Safety’, was chosen
as a finalist for one of the Standard Bank
Status: Founder of Belle Couture
the Top Woman Young Achiever category.
Top Accolade: Emerging Designer - 2019
Top Women Awards categories, namely
Industry: Fashion
She won the award from amongst a
DFF Recognition Awards
whom have played an integral role within
Emerging local Fashion Fundi,
to advance women in the workplace.
Pietermaritzburg, KwaZulu-Natal, before
Charné is passionate about providing
a career in the South African fashion
group of very worthy women, all of
their respective companies, working
Zamabhele Ntshangase, grew up in
Born and raised in Welkom, Free State,
moving to Durban Central to pursue
high quality workplace health and safety
industry.
she is an esteemed member of chief
She discovered her love for fashion when
Status: South African Illustrator and Artist
South African Institute of Occupational
Centre, in 2009. She completed her
Top Accolade: Made the Forbes Africa 30
services, especially for women. Today,
GRAPHIC GURU: KARABO POPPY MOLETSANE
FAST FACTS
organisations within her field, such as the
she was doing her internship at the Bat
Safety and Health (SAIOSH) and the
studies at Lindiwe Khuzwayo Academy
Industry: Creative/Arts
Under 30 List: Creative Category (2019)
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Born in Vereeniging, a mining town
where studying art is quite unheard of,
Karabo Poppy Moletsane quickly decided to move to the city to study visual communications at Pretoria’s Open Window Institute.
The Johannesburg-based illustrator, then turned her artistic hobby into a business in 2015, founding her own organisation called Mother Tongue-Creative House, which is now trading under her own
name, Karabo Poppy. Her mission is to work alongside other black creatives in trying to redress and reimagine
African representation in the media and contemporary design spheres.
To date, Karabo is known for being the
artist behind the tagging of the Soweto Towers, which has become a local
symbol of kasi (township) pride. Karabo is also celebrated for designing the
basketball courts in the Zoo Lake public park, in Johannesburg, which was an
initiative built in collaboration with Nike. This partnership then led to Karabo
becoming the first South African artist
to team up with Nike for an Air Force 1 collection – one that is largely inspired by her local roots rich culture.
Most recently, the quirky graphic
designer had the opportunity to work
with internationally-renowned fashion designer, Rich Mnisi, on a highly-
anticipated capsule collection, named ‘Running Errands’. The combination
of their artistic styles has been wellreceived thus far.
BANYANA ACE: THEMBI KGATLANA
DIRECTOR’S CUT: KEITUMETSI QHALI
FAST FACTS
FAST FACTS
Status: South African Football Player
Status: Director at Darling Film
Top Accolade: Made the Forbes Africa 30
Top Accolade: Made the Forbes Africa 30
Industry: Sport
Under 30 List: Sport Category (2019)
Industry: Film/Motion Picture Under 30 List (2020)
Born and raised in Mohlakeng, a
Keitumetse Qhali is a director and motion
Kgatlana is known for her success within
Cape, and was raised in the tradition
township west of Johannesburg, Themb the South Africa’s Banyana Banyana
Women’s Football Club, and for playing for the Beijing BG Phoenix FC, in the
Chinese Women’s Super League. She’s had world-class experience, previously playing for the Houston Dash in USA’s National Women’s Soccer League
(NWSL), which accelerated her growth in the international sports sector.
In 2018, she won the CAF Women’s
Player of the Year Award. And to date, Thembi has accumulated 17 goals in 55 senior international caps for the
South Africa national team, since her debut in 2016, which was when she
was still studying under the University
of the Western Cape (UWC). Generally
celebrated as one of South Africa’s most gifted footballers of the century, her
recent transfer to Eibar marks a massive step up in the career as a female footballer.
000 S TANDARD BANK TO P W O M EN LEADERS
picture enthusiast from the Eastern
of storytelling. Keitumetse graduated from AFDA with a BA in Filmmaking
majoring in 2011. She later completed a
variety of short courses, such as editing at City Varsity, and photography at the
College of Digital Photography. Making her mark as a recognised director,
she has achieved much experience in documentary, short film, music video
and TV show genres. In 2016, her short film, The Initiate, was bought over by
Showmax, and was later premiered at the Cascade Film Festival in Portland, United States. She directed a music video for
the artist Emmy Gee, titled Rands and Nairas, which won Best Video at the
2014 Nigerian Entertainment Awards.
One of her biggest achievements came, in 2017, when she was selected as
one of two headlining female directors from South Africa to travel to Toronto Canada and be mentored under the
BET and Blue Ice Pictures Mentorship
T O P 10 I N FL UEN T I A L YO UN G W OM E N
E D I TO R I A L
Programme. More recently, in 2019, her
Sheeran keen to have shared the Global
sensation and blogger, Mihlali has made
won a SAFTA award for Best Factual and
Unsurprisingly, the female rap sensation
such as being on the cover of Hello
culture conscious documentary, Kick It, Educational Programme.
Citizen Festival stage with her in 2019. was just signed to Epic Records, an
American record label owned by Sony
her mark on a plethora of publications, Joburg Magazine, and gracing the first-ever selfie-inspired cover on
Music, meaning she’ll be backed by
Cosmopolitan Magazine SA. In 2019
the cream of the crop in her future
she was awarded the Socialite of the
endeavours.
Year at the Feather Awards, as well
as the Cosmo Influencer of the Year
Sparkle Award. She was elected as the ambassador and face of the Johnsons & Johnsons Fresh Hydration range,
and is the First South African Face of
the prestigious Swedish brand, Daniel Wellington. VIRAL HITMAKER: SHO MADJOZI
FAST FACTS Status: South African rapper Industry: Music
SOCIAL MEDIA MAVEN: MIHLALI NDAMASE
FAST FACTS
Top Accolade: BET Award Winner for Best New International Act (2019)
Born Maya Christinah Xichavo Wegerif, Sho Madjozi’s rise to local and
international acclaim as a musician, has been an exciting unforeseen journey.
Renowned for rapping in both Xitsonga and English, she’s earned two wins at
the 25th edition of South African Music
Status: Multi-Award Winning Content
Creator and Co- Founder of Siyasizana Foundation
Top Accolade: One of 2019’s 100 Most Influential Young South Africans -
FAST FACTS
Advance Media (1, 2 million followers)
Status: Attorney, Notary and
Awards for Newcomer of the Year and
Mihlali Ndamase, South Africa’s most-
nominated for additional categories,
Creator, has been making waves where
for Best Female Album. She was also
such as Best Music Video for Huku and for Best Kwaito, Gqom & AmaPiano
Album for Limpopo Champions League.
Today, Sho Madjozi is widely celebrated for her massive hit titled John Cena,
which has brought her unprecedented
recognition from the international wrestler and actor himself. Receiving well-over
a million streams on Spotify, her music has quickly gained traction, with the
likes of artists such as Beyoncé and Ed
HIGH COURT: NOMLAYO MABHENA
Industry: Lifestyle/Media
Conveyancer of the High Court of South
followed and adored Digital Content she invests her time and efforts. A
Brand Strategist, certified Beauty Guru, and the Co-Founder of the Siyasizana
Foundation, she is a jack of all trades,
Africa
Industry: Legal/Property Law
Top Accolade: Youngest-ever Black female attorney admitted as a conveyancer
making a major impact in the media
Nomlayo Mabhena is known for being
Mihlali’s content is both aesthetic and
admitted as a conveyancer. She was
and through her charitable initiatives. empowering, inspiring young women
the youngest-ever black female attorney
across the nation to pursue their dreams and fondest ambitions no matter how
many times they’re told ‘no’. YouTube
just 23 years old when she successfully completed her qualification at the
University of Pretoria. During her time in university, she was placed on the
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E D I TOR IAL
T OP 1 0 I N F LUENTIAL YOUNG W OMEN
Pretoria Law Faculty Dean’s Merit List for
having invented a unique polymer
status of health care in Africa, benchmark
and policies of the South African legal
hydrated during dry, drought spells.
and remember the commercial element
her excellence in studying the practices sphere. She completed her articles at Cliffe Dekker Hofmeyr back in 2017.
Over the years, Nomlayo has gained valuable experience in the Dispute
Resolution, Employment as well as the
Real Estate and Conveyancing practices. Nomlayo was appointed as an Associate as of 2019. Born in Olievenhoutbosch, a township in Centurion, south of Pretoria in Gauteng, Nomlayo has navigated a
fruitful career, thus far, that is based on
that can sustain crops, keeping them Her innovative research has generated global recognition, including receiving
the Community Impact Award, and Top Honors at the Google Science Fair
in 2016. Kiara has been recognised
by both The Times and the Guardian
impactful work in the field of Science.
United Nations Young Champions of the for being one of the 50 most inspiring
women in technology. Last year, Kiara published her first book, titled Youth
Revolution, a story aimed at promoting
the value of saving the environment, and inspiring young women to get involved in this environmental project.
SCIENTIFIC FLAIR: KIARA NIRGHIN
FAST FACTS Status: South African inventor, scientist,
DRIVING SOLUTIONS: DINEO LIOMA
and Stanford University Sophomore Industry: Agricultural Science
FAST FACTS
Top Accolade: Honours at the Google
Kiara Nirghin, the young Stanford
University student part of the class
of 2022, is celebrated world-wide for
preventing the spread of viruses, such as TB and Covid-19, in the future.
and recently made the Mail & Guardian
TED to host in depth talks regarding her
Earth, as well as receiving an accolade
Science Fair
in the field of medicine, as a tool for
previously been selected by Forbes and
use her career to play an active role in female practitioners in the industry.
on utilising Artificial Intelligence (AI),
Previously, she was chosen as one of
30 most influential Teens lists. She has
She was also recently named one of the
transforming notions surrounding black
of science. At present, Dineo is focusing
publications, on their coveted annual Top
an acute appreciation for justice and equality. Her personal mission is to
products against the best in the market,
As the Chief Operations Officer at
CapeBio Technologies, Dineo Lioma believes it’s imperative to generate
impactful solutions that will alter the
000 S TANDARD BANK TO P W O M EN LEADERS
Forbes Africa’s Top 20 Wealth Creators, 200 Young South Africans List. With a
background in Metallurgical and Material
Engineering from Wits University, backed by a Masters Degree in Micro and
Nanotechnology Enterprise, from The
University of Cambridge, its no surprise that she is also a fellow of the Allan
Gray Orbis Foundation, an organisation committed to the development of future high-impact entrepreneurs.
In short, Dineo is an innovative scientist and astute businesswoman with the repertoire of a true change-maker!
MS HEQ HEA LT H A N D S A FET Y C O N S U LTANTS
I N T E RV I E W
T H E ONE S TO P SAFET Y M A NAG E ME N T SH O P IN T E RVIE W WIT H CH A RNE K ARAOLIS, F O U N D E R A ND M A NAG ING DIRECTOR, MS H E Q HE A LT H A ND S A FE T Y CONSULTANTS PLEASE GIVE AN OVERVIEW OF THE BACKGROUND TO MSHEQ AND THE SERVICES YOU PROVIDE. With over 15 years of experience, and counting, we offer you a one-stop safety management shop. We’re a driven, all-female, highly-skilled consultancy focussed on occupational health and safety, training and food safety - with specialised skills in the development, implementation and maintenance of management systems for mining, building and construction, civil engineering, roads and earthworks, as well as sub-contracting, offices, schools, general industry, retail, warehouses, hospitality, restaurants and agricultural industries. We know that business is all about people and that’s why we make sure that yours is in the safest possible hands. Our passion makes workplaces safer. MSHEQ is a B-BBEE Level 2 contributor and registered with the South African Institute of Occupational Safety and Health (SAIOSH). WHAT HAVE BEEN SOME OF YOUR MOST MEMORABLE MILESTONES? MSHEQ has been privileged enough to speak at the UK Health and Safety Expo. We just launched a brand-new Virtual Reality Training Service, and we won the Standard Bank Top Women Young Achievers awards as well. HOW DID YOU OVERCOME YOUR GREATEST CHALLENGES? I am surrounded by such an incredible team of women! Being an all-female team
working in a male dominated field, comes with its daily challenges. It took some hard work, patience and dedication to establish a real presence in our field of expertise, and we did it through teamwork, confidence and our highly qualified employees. This business is also built on strong values and good working relationships with both employees and clients. PLEASE DESCRIBE YOUR VIRTUAL REALITY TRAINING PROGRAMME. We’re taking the old and mundane out of health and safety measures, by bringing training into the future. Starting with specific modules for firefighting, First Aid and working at heights, you can put your abilities, and courage, to the test. VR will not only allow us to rate a participant’s ability to recall their training, but also enable us to detect their competency within a Health and Safety role. There’s nothing quite like discovering you have a fear of heights - on your first day of work as a crane operator. More training modules will follow soon with bespoke options catered to your specific operations, speeding up your inductions, making it more memorable and most importantly, effective. MSHEQ provides a new way for accredited safety training. Our VR Training is a full day course with the practical element in Virtual Reality and is completed in our VR Room at the MSHEQ offices based in Centurion
WHAT EXCITING PROSPECTS DO YOU HAVE IN THE PIPELINE FOR 2021? We are witnessing transformation across the construction industry. We are on the frontline of shaping the future of the industry and we are seeing, firsthand, the breaking down of barriers to truly inspire a new generation. Women empower women by changing company standards and through eliminating challenges for other women. There is much power in this, and we look forward to doing exactly this on an even larger scale in 2021.
CONTACT INFORMATION
Address: Protea Hotel Centurion, 5th Floor, c/o Gordon Hood & Hendrik Verwoerd Drive, Centurion, Gauteng, South Africa, 0046 Phone: +27 10 109 4838
Email: info@msheq.co.za Website: https://www.msheqsa.co.za/
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M AT T H E W G O N I W E
SCHOOL OF LEADERSHIP AND GOVERNANCE Matthew Goniwe School of Leadership and Governance (MGSLG) is a section 21 Company (non-profit organisation and an agency of the Gauteng Department Of Education (GDE)). It was established to research, develop and deliver cutting edge capacity building programmes in, School Management & Leadership, School Governance and Teacher Development for schools in the Gauteng province.
The 1996 Education Management Development Task Team commissioned by the first Minister of Education, Professor Sibusiso Bhengu, recommended the setting up of national and provincial management institutes as a strategy to ensure that school leaders and governors were given access to programmes that could capacitate and support them in the execution of their duties. In 2002, a document titled ‘Establishing an Academy for Educational Leadership in Gauteng’ or what became known as ‘The Road Less Travelled’, put forward a cohesive argument for the establishment of a management and governance academy in Gauteng. Based on that concept, the Matthew Goniwe School of Leadership and Governance (MGSLG) was established in 2002 and officially launched in August 2003.
VISION In delivering on its mandate and purpose, MGSLG reviewed and set for itself the following vision: “To be the Leading Development Institute in the Education Sector” MISSION MGSLG provides quality development learning programmes in the education sector, measured against the best internationally, and using a blended approach, to enable quality teaching and learning. VALUES • Ubuntu • Professionalism • Accountability • Collaboration
• Efficiency • Integrity • Innovation
OUR PROGRAMMES These programmes, also referred to as capacity building programmes, are our core functions. • School Governance programme • Teacher Development programme • Information, Communication and Technology (ICT) • Leadership and Management programme • Early Childhood Development programme
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MAT T HEW G O N I W E S C HO O L O F L EA D ER S HI P A N D GO V ER N A NCE
A DV E RTO R I A L
“Education is the most powerful weapon which you can use to change the world” - Nelson Mandela
He was sentenced to four years imprisonment in Umtata. His time in jail was profitably used, by studying for a B.A. degree, majoring in political science and education. A short while
HISTORICAL CONTEXT: WHY THE NAME MATTHEW GONIWE? Matthew Goniwe, one of the Craddock Four, was a teacher hailing from Cradock. He was born in Lingelihle Township in the Eastern Cape. He came from a large family of eight children of whom he was the youngest. Goniwe decided to become a teacher and registered at the University of Fort Hare. His majors were mathematics and science. It was whilst studying at Fort Hare that Goniwe became involved in student politics. Upon his graduation in 1967, he became a teacher at Sam Xhallie Junior Secondary School. Goniwe showed his commitment to education by establishing a school, Holomisa Secondary, in a church hall in the village of Mqanduli which lay about a half hour’s drive from Umtata. In 1975, Matthew Goniwe joined a political study group and was arrested in 1976, under The Suppression of Communism Act ,(Bahman, 2003).
after his release, Goniwe obtained a post as acting principal of a high school in Graaf-Reinet. He subsequently became principal of Sam Xhallie Junior Secondary School. He was known as a strict disciplinarian, being a stickler for punctuality. Together with a colleague, Fort Calata, he worked at restoring discipline in the school. Absenteeism too, became a thing of the past, within a short time, order had been created within the school (Bahman, 2003). A humanist at heart, Goniwe strove to improve the general living conditions of the surrounding community. Dismayed by the alcohol and dagga abuse that he saw going on all around him, he set about trying to put things right. Goniwe felt strongly that educators ought to
stand up for what was right. They could do this by striving to instil a set of values into the future generations by being a good example (Bahman, 2003). It is important to note that the name of the institution has been derived from a man who was the embodiment of high ideals, civic values and strength of character. Here was a teacher who held his profession in high esteem and who was passionate about his work, continuing to develop himself further. Matthew Goniwe’s high ideals shone through as he practised, taught and led in schools like Sam Xhalile High in Graaff Reinet. He was a leader in education - a teacher loved by learners, parents and the community. To keep alive the legacy of dedicated leadership, passionate teaching and community participation, the Academy for Educational Leadership in Gauteng was named “Matthew Goniwe School of Leadership and Governance”.
CONTACT DETAILS: Physical Address: 40 Hull Street, Johannesburg, Vrededorp Campus Phone: 011 830 0768 / 011 830 2201 Website: https://www.mgslg.co.za/
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MOTHEO
TVE T COLLE GE I N T ERV I EW W I T H D I P I LOAN E P H U T S I S I Principal P RI N C I PA L : M OT H EO T V ET C OL L EG E
DIPILOANE PHUTSISI Principal Motheo TVET College
WHAT ARE THE
sustainability. Our engineering workshops,
CURRENT AND
salons, the college farm, and our
FUTURE TRENDS
restaurant have been commercialised for
IN YOUR SECTOR?
3rd stream income generation and also to
Currently, there is an urgent need to affirm women in leadership positions in the TVET college sector.
create jobs for youth. WHAT IS YOUR POSITION ON DOING BUSINESS IN AFRICA? Doing business in Africa will take the form
WHAT TECHNOLOGICAL INNOVATIONS
of partnerships with other colleges on the
HOW HAVE YOU IMPLEMENTED
ARE YOU USING IN YOUR ORGANISATION
continent.
GENDER DRIVEN DEVELOPMENT
TO KEEP IN LINE WITH THE FOURTH
IN THE WORKPLACE?
INDUSTRIAL REVOLUTION (4IR)?
WHAT SKILLS DO YOU THINK LEADERS
The college drives gender driven
Motheo TVET College has been identified
OF THE FUTURE ARE GOING TO NEED?
development as follows: three of the
as a CISCO Academy of Excellence
six campus managers are women; the
for 4IR by the Department of Higher
Employment Equity plan of the college
Education, Science and Technology. In
prioritises the appointment of women
addition, during 2019 the college held a
during recruitment; targeted enrolment for
lecturers’ academic conference based
engineering programmes is biased towards
on 4IR. We have also automated the
female students so as to advantage them
applications for admission as well as
for employment opportunities.
the registration process for students. In addition, the College is a HUAWEI,
HOW HAS GENDER EMPOWERMENT
ICT Academy. To enhance teaching and
STRENGTHENED YOUR ORGANISATION?
learning, the College uses Moodle and
Gender empowerment is a necessity
Student Hub as part of blended learning.
Technological skills, effective communication skills, change management skills, as well as good leadership skills. WHICH FEMALE LEADERS INSPIRE YOU THE MOST, AND WHY? Oprah Winfrey for her self-driven approach towards life. The second woman is Sirimavo Bandaranaika who was the first woman Prime Minister of Sri Lanka in Ceylo
for the very development of our organisation, it enhances both the
HOW ARE YOU USING SOCIAL MEDIA
quality and the quantity of human
TO CREATE MORE BUSINESS?
resources available for development.
Our social media platforms are active and highly efficient. Our students prefer
WHAT ARE YOUR ORGANISATION’S
Facebook for communication.
GENDER EQUALITY AND BEE RATINGS AND POLICIES?
HOW ARE YOU INTEGRATING THE
There is stability in women-headed
DRIVE FOR SUSTAINABILITY INTO YOUR
campuses and over and above that the
ORGANISATION?
entire college is under the leadership of
We have an approved commercialisation
a woman.
policy at the college to improve financial
MOTHEO TVET COLLEGE: INVITING THE INDUSTRY AND FUTURE PARTNERS TO STRIVE AND GEAR TOWARDS EASING UNEMPLOYMENT AND TO DELIVER ARTISANS OF QUALITY
MO T HEO T V ET COLLE G E
I N T E RV I E W
Motheo TVET college students
AC H I E V E M E N T S • PMR Diamond Award: The highest award focusing on customer service and satisfaction Free State TVET Training institutions 2015, 2016, 2017 and 2018 • Driver for Change Award: Vision 2030 for Mrs MDM Phutsisi, 2018 • Best TVET College in Disability Support, 2018 • Top 10 Academic Performance 2016 results by TVETCGC, 2017
International Men’s Day 2019
• Idahlynn Karrѐ International Exemplary Leadership award in USA for excellent leadership achievements to both the Principal Prof Phutsisi during 2016 and Former Deputy Principa Mr Madalane. • European Award for best practices in Belgium, 2018 • The Platinum Technology Award for quality and best tradename in Germany, 2018 • The Majestic Falcon Award for quality and excellence in Dubai, 2017. • Best Enterprise award in Spain, 2018. • Socrates, European quality Award in Education Sphere inSwitzerland, 2017. • ISO 9001:2015 Certified and Accredited • Quality Award. Brussels, Belgium • Achievement Award for Quality and Business Excellence in Rome, Italy
Zastron Satellite Campus
• Honorary Professorship of the Academic Union, Oxford in the UK, 2018
CONTACT INFORMATION Physical address: c/o St Georges and Aliwal streets
Fax: 051 406 9434
Private Bag X20509, Bloemfontein 9300
Email: marketing@motheotvet.co.za
Central Office: 051 406 9300
Website: www.motheotvet.co.za
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
ACCELERATING EDUCATION SYSTEMS: WOMEN TAKE CHARGE A round up of influential women navigating the South African learning landscape By Charndré Emma Kippie this year, she received the 2020
was the recipient of the 2019
Award (Non-fiction) – a marker
Changing South Africa, and is a
NIHSS Best Edited Volume Book of excellence in Literature and Academia.
Very early on in her career, Dr.
Phaswana worked diligently in a remote area known as Manoke
in Burgersfort, at the border of
Limpopo and Mpumalanga. During
this time, she immediately realised
the increasing value of her work as an educator. She applied her skills
DR. EDITH PHASWANA Dr Edith Phaswana is currently the acting head of the Thabo
Mbeki African Leadership Institute, UNISA, and the Vice President of the South African Development Studies Association (SADSA). Taking on the responsibility of facilitating the Thabo Mbeki
Leadership Institute, Dr. Phaswana has transformed the face of the establishment by mounting its
accessibility to underprivileged youths, whose interaction with
its resources is crucial for South
Africa’s society and economy. Her contributions to this educational
organisation stands in line with her enduring pursuit of cognising and
tackling structural inequalities. Just
here for a decade, endeavouring
to conquer existing socioeconomic
Mail & Guardian Top 100 Women co-founding member of the Africa Decolonial Research Network (ADERN). She is also the co-
editor of the Award Winning Title ‘Black Academic Voices: The
South African experience’, which was published in 2019. She has continuously provided research & advisory services, and policy reviews, for the South African
government at both national and provincial level.
and cultural hurdles, and utilise
“The modern world we live in
betterment of others. “I realised
as women…One of the biggest
her skillset and wisdom for the
that unless I embark on a deliberate effort to intervene in the little space I occupy, it will take many years to wipe out the legacy of our past as
it manifests in every aspect of our
lives — psychologically, politically, socially, economically, culturally, and spiritually”, she says.
Prior to her association with the
Thabo Mbeki African Leadership
Institute, she was a faculty member at the University of Johannesburg, which is where she received an
award for Distinguished Teaching Excellence in the Humanities for the year 2014. Dr. Phaswana
has been constructed without us, issues that always bothered me
as a young professional woman had been the lack of support
structures in place for women in the workplace, and this is
a global phenomenon. When
young women find themselves
occupying those lonely seats at
the table, they must ensure that
the ‘terms of conversation’ change. Their presence, even if they are
outnumbered, must make it difficult for certain things to be said or done.” ─ Dr Edith Phaswana,
Thabo Mbeki African Leadership Institute, UNISA.
Phaswana continuously speaks
about academia’s effect on
South Africa, as well as the acting
she finds disheartening. She finds it
of Science, Engineering and
perpetuating inequalities, which
concerning that society has learned about inclusion and exclusion
schemes from academic circles
and even published papers that
are pervasive and underpinned by historically-prejudice dogmas: “When it is reflected in our
societies, we act as if we are surprised, but this is what
academics live daily. We are all
aware of the disparities according
to race and gender, which continue in many of our universities. In
terms of the workload, women
executive Dean of the College
Technology at UNISA. She is a highly regarded B2 NRF-rated
scientist with over 80 research
learning
published. Over the years,
mathematics in
papers and five edited volumes Mamokgethi has been welcomed to deliver well over 30 keynote
•
multilingual classrooms. (2011) CEO Magazine award for
talks and lectures at international
being the most influential
visiting professor at a plethora
training in South Africa (2013)
woman in education and
conferences, and was also a
of universities around the world,
•
- Order of the Baobab (Silver)
in locations such as Australia,
conferred on her by the
the UK.
(2016)
Botswana, Canada, USA and
President of South Africa
pay a high price for unrewarded,
She has multiple accolades added
Mamokgethi Phakeng was the
citizenship.” ─ Dr Edith Phaswana.
community contributions:
of the South African Mathematics
unappreciated academic
EDUCATION
to her belt for her research and
founding chairperson of the Board
•
SA Woman of the Year (one
Foundation (SAMF) from 2004 to
Science and Technology
and member of the executive
Recognised as one of top three
Group for the Psychology of
(2006)
during 2003-2007. Passionate
Association of Mathematics
she is the founder of the Adopt-
(AMESA) Honorary life
profit organisation that started in
Association of Mathematics
educational support to students
(AMESA) Honorary life
to acquire higher education
PhD from London
South Bank University, UK. Master of Arts from the
University of Johannesburg
BA Degree from the University of Pretoria
TCE Teacher’s Diploma
•
•
(Grade 10-12 Mathematics)
MAMOKGETHI PHAKENG
•
In 2018, Rosina Mamokgethi Phakeng ─ mathematics
educationalist ─ became the
vice-chancellor of the University of Cape Town (UCT). Prior to
this appointment, she was the
vice principal of Research and
Innovation, at the University of
•
of the three finalists) for the
2006, and served as the secretary
Category (2003).
committee of the International
NRF Top Women in Research
Mathematics Education (PME)
Golden Key Honours Society
about empowering the youth,
Education of South Africa
a-learner Foundation, a non-
membership (2009)
2004 and provides financial and
Education of South Africa
from township and rural areas
membership (2009)
qualifications.
most outstanding Senior Black
As an academic and researcher,
last 5 to 10 years in recognition
developing key pedagogies
research on teaching and
classrooms, since 2006. Her
NSTF award for being the
Female Researcher over the
she has been focusing on
of her innovative, quality
for multilingual mathematics
the fact that gender barriers
research focuses on mathematics
mean the detriment of South,
in multilingual contexts. Her journey
limiting the nation’s potential.
in this area of study started in
“Accelerating women’s
1998 with a concern about the low
participation in South Africa’s
mathematics performance of a
economic reconstruction:
majority of learners in multilingual
maximising the growth
classrooms, in South Africa, who
potential of provinces,
learn in a language that is not their
districts, and localities”, she
home language. At the core of this
says.
concern was a need to address the
uneven distribution of mathematical knowledge and success:
“So far I have developed what I
refer to as the deliberate, proactive and strategic use of the learners’ home language in the teaching of mathematics. In this work I
specifically focus on algebra as an area of study that is used to
communicate most of mathematics. Through my collaborations I am now extending this work to also
focus on multilingual mathematics classrooms of immigrant learners
and also undergraduate students”, she comments.
UCT PORTFOLIO
RESPONSIBILITIES
• Strategic leadership
• Public relations, communications • External relations • Fundraising
• Council accountability • Institutional financial sustainability
• Risk management • Transformation
• Ceremonial functions
DR. NTHABISENG MOLEKO
Commission for Gender
Equality, and the Deputy
Chairperson of the Ikaha TVET College Council. She serves
on the Board of Trustees of the
National Empowerment Fund, and is a former CEO of the Joe Gqabi
Economic Development Agency in the Eastern Cape.
Nthabiseng has worked extensively in business education and
economic development, and was
designated by the African Institute of Financial Markets and Risk Management (AIFMRM) as a
leading future African researcher
in finance and economics. To date, Nthabiseng lectures in economics and statistics at the University of Stellenbosch Business School
(USB), where she completed her PhD in Development Finance, in
2019 ─ she is the first woman in SA to receive this qualification.
Despite having a huge career to maintain, alongside continuous
research work, she is on a mission to lessen poverty and fight for the
economic rights of women in South Africa. During a virtual Inclusive
A woman of many talents, Dr.
Economic Growth-Oversight
author, the Commissioner of the
by Parliament, she addressed
Nthabiseng Moleko is a poet,
Summit in November 2020, hosted
Her journey in academia has been remarkable. In finding a research
area that complements her passion, she has been able to make
significant contributions to society through her publications and indepth lectures:
“Having completed a PhD, I have gained more in-depth knowledge
and therefore have more authority and a voice in that area. I am
able to influence thoughts and
thinking in my field, which is great”, she says. “We are in need of
solutions to the multiple problems and complex issues faced on the continent, be they economic, in healthcare, scientific, the built
environment and all other spheres and disciplines…I am proud to
be black, in academia, and in the
quantitative and economic space, which is predominantly male-
dominated. If doors could open for
me, a girl from Umtata, it is possible for other girls too, no matter their background”.
MOLEKO’S THREE WISHES FOR
GENDER EQUALITY AND WOMEN IN SOUTH AFRICA:
• That every woman would fulfil
her economic destiny. Women are hardest hit by inequality, poverty, and unemployment. If we can
improve those things, women’s
PROFESSOR SIBONGILE MUTHWA
and I was particularly close to my
known as top businesswoman and
inspired my commitment to contribute to
is successor to Graça Machel who
Chancellor of Nelson Mandela University,
touch.”
Professor Sibongile Muthwa, Vice-
South Africa, completed her PhD at the School of Oriental and African
Studies, University of London, as well as an MSc in Development Policy
and Planning, from London School of
Economics and Political Science. With a
distinguished career, both in South Africa and internationally, she has worked in
academia and development and public sector institutions. As the very first
woman Vice-Chancellor appointed at
Nelson Mandela University, Professor Muthwa serves as the Chairperson
of Universities South Africa [USAf],
which endorses and expedites optimum conditions for universities to function effectively and contribute to social,
cultural and economic improvement.
grandfather”, she says. “My journey has changing the trajectory of every young
person whose life I have the privilege to
Professor Muthwa’s thoughts on Tertiary Education in SA:
“As we all know, our sector and country
is at a crossroads. As a higher education institution we need to be acutely
attuned to the issues of our country,
including poverty and inequality, and
to be committed to improving the lives
General of the Eastern Cape Provincial Government [2004 and 2010]. She was
She is deeply committed to gender
serves on a number of Boards and
advisory structures, including from 2014 as a Commissioner of the Financial and Fiscal Commission.
and critical… We will continue to strive, with great pride and humility, to live up
to our responsibility of leading the only
university in the world that carries Nelson Mandela’s name”.
EDUCATION •
•
• •
PhD from the School of
Oriental and African Studies at the University of London
MSc in Development Policy
and Planning from the London School of Economics
BA Honours from Wits
University
BA in Social Work from the University of Fort Hare
experience ─ learning to read and
grandfather who had taught himself to
Motsepe was appointed as the
mother a nurse, but growing up we spent
Cape Town (UCT). Taking up office
education stems from a simple childhood
Patrice Motsepe, and together they founded the Motsepe Foundation
in 1999, becaming the first African
couple to join The Giving Pledge ─ a commitment by the world’s most affluent families, and individuals, to contribute the majority of their wealth to philanthropic efforts.
and has further authored a resource
afford it have made this task urgent
DR. PRECIOUS MOLOI-MOTSEPE
Professor Muthwa’s passion for
mining magnate and billionaire,
free education for all those who cannot
justice, social inclusion and active
democratic participation, and accordingly
Dr. Moloi-Motsepe is married to
Dr. Moloi-Motsepe has strong roots
marginalised in particular. The calls for
also previously appointed as the Director of the Fort Hare Institute of Government.
was first elected back in 1999.
and educational opportunities of the
Before her time at Nelson Mandela
University, Muthwa acted as the Director
philanthropist in South Africa, and
write. “My love of reading came from my
In 2019, Dr. Precious Moloi-
read. My father was a teacher and my
new chancellor of the University of
most of our time with our grandparents
in January 2020, she is previously
in Medicine and Gender Activism, guide for women across South
Africa titled The Precious Little
Black Book, published in 2017, and created the Gender Responsive
Budgeting Initiative South Africa.
Her strength and talent spans far
beyond philanthropy and academia, as she owns African Fashion
International (AFI), claiming her
place in the fashion world. She’s also partnered with the Harvard Kennedy School’s Women’s
Leadership Board and Centre for Public
Leadership Council, served
Wits University, Diploma in
founded an e-commerce company
Global Agenda Council, and was
University
ShopLi is a specialist e-Commerce
on the World Economic Forum
previously also appointed as the
president of the Cancer Association of South Africa.
A passionate advocate for women’s rights, she continuously endorses
initiatives geared towards achieving economic, political, and social
equality. As a medical practitioner,
Moloi-Motsepe established the first women’s clinic in Johannesburg,
receiving the Elizabeth Tshabalala Award for her cancer awareness
initiatives and outstanding work in women’s health, in South Africa. In addition to the many hats she wears, she is Patron of Birdlife
South Africa and Patron of Child
Welfare South Africa, and occupies a seat on the board of Synergos ─ an organisation committed to
tackling global poverty and social
injustice by means of collaborating with governments, business
and civil society, and generating
sustainable systems transformation. HER PHILOSOPHY
“People, Planet and then Profits. This is how the new thinking in
business ought to be. We should care a lot about the planet we
leave behind for our children and the generations to follow. This is
the most important agenda.”─ Dr Moloi-Motsepe. FAST FACTS
DOB: 2 August 1964 AGE: 56
HOMETOWN: Soweto, Gauteng ACCREDITATIONS: MBChB, Diploma in Child Health from
Women’s Health from Stellenbosch
NURESHKA VIRANNA
Durban-born tech and e-commerce entrepreneur, Nureshka Viranna, founded the online education platform, Lit Academy, in 2019. The academy offers online
courses to the public, and uses video and study guides to digitally assist
learners with
enhancing
their marks.
Lit Academy
makes quality
education accessible
to learners, lowering traditionally
exorbitant tuition costs. “Our aim is to disrupt the education system in South Africa,” Nureshka. In 2019, she was also recognised for her
achievements in the Forbes Africa’s 30 Under 30 List.
Nureshka started out as a
teacher in 2013. As much as she
appreciated working with kids, she always had a burning passion for
called ShopLi”, she explains.
company dedicated to helping
businesses in Africa. The brand’s
focus is to grow smaller businesses by making the e-commerce space easier to navigate – eliminating rental and salary expenses.
The idea for starting an online education
platform for learners,
came after a friend of Nureshka
asked her for assistance with their
son who was experiencing
much difficulty
in learning
Afrikaans. This
was when she
realised that there
was a clear lack of online
materials and tools to support and
enrich his learning process.
ON CHALLENGES SHE FACED:
A lot of people are wary of taking their business online because
they don’t know what to expect.
The way in which we can address this through education and
awareness. The whole world is
moving online and the stats show how e-commerce is growing.
Nobody realises how much harder women work in every field, most
technology. “I was lucky enough
to meet an entrepreneur who was in the tech space and he said
something profound: ‘Jump and
the net will appear.’ I did just that. I
resigned from my 9 to 5 job and co-
things are male dominated. Being a female change maker opens a
new pathway to show women that anything is possible. As a young
woman, I’m able to help encourage women to assert themselves and
act upon their ideas – to make it happen.
ON EMPOWERING WOMEN IN
ONLINE EDUCATION:
Women are multi-faceted
individuals and have various roles that they play throughout their
lives. You can do it all. We have
great ideas, but an idea is just an
idea unless you act on it. We have the skills and tools to make it in
technology. It’s all about actually making it happen. EDUCATION
Bachelor of Education (BEd)
in Elementary Education and
Teaching, Embury Institute for Teacher Education
PROFESSOR XOLISWA MTOSE
Professor Xoliswa Mtose began her journey, in tertiary education, as a
lecturer at Rhodes University back in 1996, which is where she also acted as the co-ordinator of the
Distance and Continuing Education Programme. Since then she has been climbing up the ranks, and she was appointed as the Dean at the Faculty of Education at
Fort Hare in 2009. Attaining much
recognition for her dedication to the education sector, Xoliswa moved on to the University of Zululand, which is where she undertook
the role of Dean of the Faculty of Education. Thereafter, she
was quickly promoted to Deputy Vice-Chancellor for Teaching
and Learning. As a distinguished international scholar, Professor
Mtose has had many opportunities to study abroad. Thus, she was
able to experience the University
transformatively… The African
of America, after being granted
remade, yes, but it must be imbued
of Harvard in the United States a South African Scholarship. Today, Professor Mtose is a
trained educator, higher education specialist and psychologist, who
university needs to be reinvented, with African formats, discourses, discursive formations and knowledge praxis.”
has been positioned as the seventh
EDUCATION
UNIZULU’s Faculty of Education
University of KwaZulu-Natal
Vice-Chancellor appointed at Dean, since 1960 when the
University was first established.
She is the third black female Vice Chancellor that UNIZULU has
had. She also serves as executive
member of the Anti-racism Network in Higher Education. Professor Mtose in known for leading by example in setting goals and
standards of performance. Her
PhD in Psychology from the
Master of Philosophy in Higher Education from University of Stellenbosch
BA Honours in African Languages from Rhodes University
BA from University of Fort Hare
HDE (Post Graduate) Primary from University of Cape Town
education.
PROFESSOR PULENG LENKABULA
ONGOING RESEARCH
has just recently been appointed
point regards issues of race, post-
the University of South Africa
identity politics. While accepting
Transformation Network. She will
and that racial identities are fluid,
Mandla Makhanya, who has been at
subjectivity are also deeply rooted
about taking over in 2021 and
seasoned experience in academia has moulded her into a thriving manager and pioneer in higher
Professor Puleng LenkaBula
Professor Mtose’s research focal
as the new vice-chancellor of
apartheid blackness, and overall
(UNISA), by The Higher Education
that race is a social construction
be taking over from Professor
she believes that “forms of racial
the helm since 2011. She is excited
and persistent.”
remains dedicated to implementing
REINVENTING SA’S
She becomes
UNIVERSITIES FOR THE FUTURE “You cannot train and educate a
black child to live a white discourse and be employed in a white
discursive formation. This is the central anomaly that has been
fully intellectualised and which I hope this conference will begin to attend to, constructively and
transform and diversity policies. the
E L A N G EN I TVET C O L L E GE I N T ERV I E W W I T H PRI N C I PA L / RE C TOR T HA N G I T HI N I JU LI E T A RYE T EY
Community Safety and Liaison to address gender based violence on the 5th March near the college’s Inanda campus.
THANGITHINI JULIET ARYETEY Principal / Rector Elangeni TVET College
HOW HAS GENDER EMPOWERMENT STRENGTHENED YOUR ORGANISATION? As a female, I believe that a woman’s voice and her capacity to become a leader in her community is fundamental to strengthening other women. To prove this and overcome many general barriers to a woman’s success, Elangeni TVET College aims to increase participation by women in support, academic and management positions throughout the college. One of the key strategies of the college is to change how women are seen in the corporate environment and by empowering them in leadership roles within the Institution, they will be seen as agents of change. To add, there are twenty-three (23) females appointed currently in senior positions within the institution.
To address gender based violence and the needs of its female staff and students, the senior management team has provided a platform in the form of an annual Summit Against Gender Based Violence (GBV) established in 2019. In addition to this the college partnered with the KwaZulu-Natal Department of
WHAT TECHNOLOGICAL INNOVATIONS ARE YOU USING IN YOUR ORGANISATION TO KEEP IN LINE WITH THE
4TH INDUSTRIAL REVOLUTION? The college’s vision for the 4th industrial revolution is to equip our students to have the necessary skills and knowledge, to be able to add value to their communities as well as the global markets. The college’s 4IR strategy has embarked on introducing Cloud and collaborative technologies within the institution’s operations as well as to our students. We have positioned our digital and technological roadmap to prepare us for the dynamic changes that come with the 4th industrial revolution. Some of the technologies introduced include online registration and assessments for students, Cloud technologies for business applications and communication as well as other online systems to reduce printed paper thus limiting our carbon footprint. We believe that in order to embrace the rapidly changing digital trends, we need to live and breathe 4IR. WHAT ARE THE CURRENT AND FUTURE TRENDS IN YOUR SECTOR? The current trend of the TVET (Technical and Vocational Education and Training) sector is that it is faced with a greater
need to re-evaluate its offering to be able to respond to the changing needs of the society. This process calls for extensive development and the revision of its curriculum offering since the introduction of NCV qualification in 2007. Future trends in the TVET sector involve the quality of programmes offered by an institution (both public and private), in line with the needs of labour market and those of society. This is going to be the most important criterion for choice between institutions and the quality of students the institution can attract. This is due to a decline in the belief that education or some qualifications can improve one’s socioeconomic status.
“AS AN AFRICAN WOMAN, I’VE LEARNT THE IMPORTANCE OF SELF-DEFINITION AND LIVING PURPOSEFULLY.”
WHAT SKILLS DO YOU THINK LEADERS OF THE FUTURE ARE GOING TO NEED? To be a successful leader, you must be able to understand and manage the emotions and feelings of your followers. To be able to do this, you must have emotional intelligence. It’s not just about having empathy towards your staff - it involves being able to relate to employees on all levels and by understanding how your staff can be motivated, how leaders can adjust
EL A N GEN I T V ET COLLE G E
to different communication styles and approaches to better manage their staff.
warming) and the donation of clothing and food supplies to rural communities
Future leaders should also have technology management skills that encompass the knowledge and experience needed to perform specified, detailed tasks. By possessing these skills, leaders will be able to co-ordinate work, become an expert in problem solving, communicate effectively and of course promote the use of technology in any front line work that must be performed
WHICH FEMALE LEADERS INSPIRE YOU
THE MOST AND WHY? A female leader who inspires me is one of the most admired women in our country: Thuli Madonsela. Firstly, she has made an undeniable mark, not just in terms of her career but from her humble beginnings to her rise in becoming an inspiring, powerful woman in democracy. I find it easy to identify with Madonsela as women often have to try on different roles to determine which fits best for their life and family but she 1. LISTEN WITH 100 PERCENT FOCUSED ATTENTION 2. CONSISTENTLY FOCUS ON THE “WE,” NOT “ME” has defied both 3. BE PROFESSIONAL age and gender 4. MOVE FROM LEADING TASKS TO MANAGING stereotypes to RELATIONSHIPS achieve success 5. SHOW APPRECIATION AND GRATITUDE in her professional and personal life.
FIVE TIPS ON SURVIVING AND THRIVING IN BUSINESS
PLEASE DESCRIBE THE COLLEGE’S SOCIAL RESPONSIBILITY INITIATIVES: The college commemorates Mandela Month instead of only observing Mandela Day on July 18th. During this time, we are involved in community outreach projects in nearby catchment areas such as Ndwedwe (Ilembe District), eThekwini municipality and surrounding areas. These activities include rebuilding infrastructure of school buildings in the form of painting, planting of trees (decreasing global
Her ability to speak publicly with dignity and grace captivates me and I hope that in the near future I am personally able to experience one of her talks. ABOUT US As a public Technical and Vocational Education and Training (TVET) provider, Elangeni College for TVET strives to be a self-reliant Technical and Vocational Education and Training College that
I N T E RV I E W
provides meaningful education and training. Support is given to life long learning and students are taught by trained assessors and moderators who ensure quality delivery in an assortment of subject fields. The programmes offered are customised and responsive to the needs of learners and industry; the careers they encourage are essential for the economic upliftment of the South African economy. Public TVET Colleges play a catalytic role in the economic empowerment of people by providing relevant education and training. Elangeni TVET College provides integrated theoretical and practical experience to the community at the following eight campuses: • • • •
Inanda KwaDabeka KwaMashu Mpumalanga
• • • •
Ndwedwe Ntuzuma Pinetown Qadi
CONTACT INFORMATION Physical address: 15 Portsmouth Road Pinetown, Durban 3610 Postal address: Private Bag, X9032, Pinetown 3600 Telephone: 0314924363 | Fax: 031 716 6777 Email: aryetey.tj@elangeni.edu.za Website: www.elangeni.edu.za Facebook page: Elangeni TVET College
S TA N D A R D B A N K TO P WO M E N L EAD ER S 0 0 0
GERT SIBANDE TVET COLLEGE
A LEADING LIGHT IN EDUCATION
INTERVIEW WITH TEBOGO PERCIANS PORTIA MANGE, PRINCIPAL OF GERT SIBANDE TVET COLLEGE Achievements: • 90.6% pass rate • Partnerships Partnershipswithin withinthe theindustry e.g. Seriti e.g. Mine, SASOL etc industry Seriti Mine,
SASOL etc Social responsibility initiatives: Donations to the marginalised in society
Gert Sibande TVET College was
Gender policies: National gender policy framework
situated in Mpumalanga province.
HOW HAVE YOU IMPLEMENTED
established in 2002 and it is It comprises 6 campuses:
Ermelo, Evander, Standerton,
Sibanesetfu, Perdekop, Balfour
and Skills-Academy. The college offers nationally certified
qualifications which are unit
standard based and approved by the South African Qualifications
Authority (SAQA) and Ministerial programmes. The vision of the college is to become a leading college brand in South Africa.
FIVE TIPS ON SURVIVING AND THRIVING IN BUSINESS 1. HAVE A PLAN 2. DIFFERENTIATE YOURSELF 3. UNDERSTAND THE NUMBERS 4. USE YOUR TIME WISELY 5. SURROUND YOURSELF WITH SMART PEOPLE
WHAT ARE YOUR ORGANISATION’S GENDER EQUALITY AND BEE RATINGS AND POLICIES? I do not think there are specific policies so far except the goals enshrined within the 2013 White Paper on Post School Education and Training (PSET). We are a government institution hence we do not use BEE ratings. However, in our procurement practice we rate our potential service providers in terms of their BEE standing.
GENDER DRIVEN DEVELOPMENT IN THE WORKPLACE? I have implemented gender driven development in diverse ways as enlisted below: • Making education gender sensitive • Getting women into position of power • According proper value to women’s work • Reviewing our recruitment process • Educational sponsorships for women • Implementing equity government policies
WHAT ARE THE CURRENT AND FUTURE TRENDS IN YOUR SECTOR? The following is a list of current and future trends in our sector: Financial trends • The need for alternative funding models • The reassessment of fund raising campaigns • The effect of the recession on student enrolments • Business innovation
HOW HAS GENDER EMPOWERMENT
Administrative trends • A transformation in college leadership
STRENGTHENED YOUR ORGANISATION? It is vital to note that gender empowerment has strengthened our college as mentioned below: • Enhancement of the quality of workforce • Strengthened diversity management • Financial risk reduction • Improvement in employee loyalty • Decline in labour turn over • Better decision making • Skills transfer
Technology trends • Expansion of virtual reality as an educational tool • Institutions will continue to use data to their benefit
000 STANDARD BANK TO P W O M EN LEADERS
Programme trends • Spread of guided pathways • Competency based education will rise • Growth in online education • More IT related programmes will be introduced to our program mix • Introduction of 4IR related programs
G ER T S I BA N D E T V ET C OLLE G E
I N T E RV I E W
“YOU CAN NEVER LEAVE FOOTPRINTS THAT LAST IF YOU ARE ALWAYS WALKING ON TIPTOE.” - LEYMAH GBOWEE
• Distance Learning through E-learning will grow Southern African Development Community (SADC) WHAT TECHNOLOGICAL INNOVATIONS ARE YOU USING IN YOUR ORGANISATION
HOW ARE YOU INTEGRATING THE
TO KEEP IN LINE WITH THE FOURTH
DRIVE FOR SUSTAINABILITY INTO
INDUSTRIAL REVOLUTION (4IR)? Largely through collaborations with relevant partners, the following are technological innovations that our college is applying in order to keep abreast with the 4IR:
YOUR ORGANISATION? Sustainability is an indispensable concept within any organisation that strives to be green conscious and contribute towards a better future for all. The following are various initiatives Gert Sibande TVET College is practising in that regard: • Conserving energy within the office • Reuse of water and paper • Encouraging green thinking as part of our organisational culture • Establishing a solar farm in order to use green energy
Academic technological innovations • Development of a user friendly Adapt IT platform to easy on-line learning • Establishment of a drones’ academy • Introduction of Robotics and Mechatronics Support function technological innovations • Novel recruitment software • Online service provider contract monitoring system HOW ARE YOU USING SOCIAL MEDIA TO CREATE MORE BUSINESS? Electronic marketing has benefited the Gert Sibande TVET College as follows: • Advertising our programme offerings through our website, Twitter, Facebook and our YouTube channel in order to increase our student enrolment and recruitment of our students to the workplace • To attract potential employers for our graduates in various occupational and trade programmes • To solicit potential funding partners for our existing and new programme offerings and capacity building initiatives in terms of staff and equipment for the college. • To explore a variety of placement partnerships for our students.
existence of organisations. Undeniably, future leaders should possess the following skills: • Advanced analytical skills • Problem solving skills • Emotional intelligence • Financial management • IT skills • Writing skills • Business communication skills
WHICH FEMALE LEADERS INSPIRE YOU THE MOST, AND WHY? The late Princess Diana because of her towering humanitarian role..
WHAT IS YOUR POSITION ON DOING BUSINESS IN AFRICA? Africa presents ample business opportunities in diverse sectors. The continent is associated with an unstable business environment and a relatively high cost of doing business. Most African countries lack well-built higher education infrastructure with adequate and quality internet infrastructure. The lack of such, inhibits on-line learning - a prerequisite for unlimited access to distance learning. There is a need to form partnerships between industry and colleges as well as staff and student exchange programmes with a view to share best practices.
CONTACT INFORMATION
WHAT SKILLS DO YOU THINK LEADERS
Twitter: https://twitter.com/ gscollege017?lang=en
OF THE FUTURE ARE GOING TO NEED? The skill set of the future leaders is guided by the evolution of unique internal and external forces that shape the
Address: PO Box 3475
18a Beyers Naude Street, Standerton, 2430 Phone: 017 712 9040 Fax: 017 712 9050
Email: sithole.ss@gscollege.edu.za Website: https://gscollege.edu.za//
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S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
E K U R H U LE N I W EST
TVET COLLEGE I N TERV I EW W I TH A CTI N G PRI N CI PA L NTOMB I ZODWA DANG AZEL E
NTOMBIZODWA DANGAZELE Acting Principal Ekurhuleni West TVET College
Gender inequality is a result of unequal power distribution between women and men, exacerbated by ongoing discrimination and social relations
HOW HAVE YOU IMPLEMENTED GENDER-DRIVEN DEVELOPMENT IN THE WORKPLACE? Ekurhuleni West TVET College ensures that we develop women so
that normalise inequality.
that we do not lose out on the skills, ideas, improved decision-making,
It is unequivocal that gender equality is
and viewpoints that are essential in
WHAT ARE THE GENDER POLICIES AT
an important right and a powerful driver
addressing working and social related
EKURHULENI WEST TVET COLLEGE?
for growth, development and stability.
issues.
Even if women and men are not the
It is for this reason that we as a college
same, that does not mean that they are
promote gender equality as it is essential
Currently the staff of the college
not equal. Gender equality is about equal
to advancing the college’s interests
is comprised of 542 employees -
opportunities, rights and responsibilities
and reflects our values of fairness and
300 of whom are women; three out of
for women and men.
substantive equality.
six campus managers are women; two
EK UR HUL EN I W ES T T V ET COLLE G E
out of four executive managers are women and the college is headed by
WHAT ARE THE CURRENT AND FUTURE TRENDS IN YOUR SECTOR?
myself in the acting principal position.
There is a growing awareness in the
HOW HAS GENDER EMPOWERMENT
and vocational education to meet the
STRENGTHENED YOUR ORGANISATION?
rapidly changing requirements of the
The former principal of the college,
economy at the national level. This
Hellen Ntlatleng realised that for the college to reach its full capacity in terms of performance, growth and development, she encouraged female executives and portfolio managers
country for the need to adapt technical
means that there is an increased need for co-operation between TVET colleges and industry for progressively addressing issues of curriculum and student workbased exposure or placement.
I N T E RV I E W
such as the 4th industrial revolution and digital technology, future leaders will need skills in critical thinking, creativity, the ability to turn ambition to vision and have power-sharing characters. They need to be able to achieve results and possess ethics and values. For effectiveness, what is also important is that they need to have a collaborative mindset,which will enable them to empower their employees and involve them in decision-making and strategy development.
to enrol for the Women in Leadership Programme with the Gordon Institute
HOW ARE YOU INTEGRATING THE
of Business Science (GIBS), where
DRIVE FOR SUSTAINABILITY INTO
they were taught and mentored how to
YOUR ORGANISATION?
become better leaders.
The college considers innovation,
The gradual and steady empowerment
and reputation, and building good
of women resulted in growth and development of the college. It is without
partnerships, brand recognition
“THE GRADUAL AND STEADY EMPOWERMENT OF WOMEN RESULTED IN GROWTH AND DEVELOPMENT OF THE COLLEGE”
governance as crucial ingredients in order to drive sustainability.
WHAT ARE SOME OF YOUR SOCIAL
doubt that, in most of the institutions
RESPONSIBILITY INITIATIVES?
which are headed up by women, the
WHICH SKILLS DO YOU THINK LEADERS
We have renovated and built houses
performance is of a high standard since
OF THE FUTURE ARE GOING TO NEED?
for child-headed households and this
women are collaborative, empathetic,
Looking at where the world is going
year we will be launching a young
trusted and terrific mentors.
regarding technological transformation,
woman empowerment programme.
CONTACT DETAILS: Physical Address: Cnr. Flag and Rose-Innes Roads, Driehoek, Germiston Tel: 011 323 1600 | Fax: 011 323 1601 Email: info@ewc.edu.za Website: www.ewc.edu.za
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
“TIMES OF UNCERTAINTY AND CRISIS HAVE PROVEN TO IGNITE
THE ‘NEW
GREAT INNOVATION AND CREATIVE SOLUTIONS; SEIZING AN OPPORTUNITY AND EMBRACE NEW WAYS OF LIVING.”
are a few silver linings and once we
have grieved life as it was, accepting that there is a new now and a future
that we get to define or create. If that
By Nicola Cooper As we enter into the staged easing
of lockdown many are attempting to
understand what the long and short term ramifications of COVID-19 will have on our economy, businesses and day to
collapse outdated practices, and,
hopefully, lead the development of
There is an impact for consumers of all
accelerate necessary and inevitable
groups. And there are ramifications for
ground-breaking innovation or to change to a ‘new normal’.
day routines. And while some aspects
The landscape is a scary one of
before, many will be forever changed.
level that will inevitably be met with
of life may return to similar routines as We need to be asking ourselves if this is a bad thing?
The new discernment towards health,
wellness and well-being, has resulted in permanent shifts in the supply
chain, retail, e-commerce patterns,
and hygiene customs and a greater
value shift as people question what is
essential in their lives. As this develops, so too will purchasing priorities and
patterns, resulting in the collapse of
is not powerful, what is?
extraordinary change on a colossal
similar stages of grief anger, denial
backgrounds, of all interests, of all age every industry, the best we can do is
arm ourselves with constructive insights to support in the steps into a better
understanding the present and to best prepare for the new future.
and of course it will, we are living a
We have selected 3 important macro
as usual, and if there is a manual on
races, age and geographical boundaries
trauma, a crisis there is no business
pandemics very few of us had access
to it. It is going to take us a while to let go of the romanticism of Pre-COVID
to reach a level of acceptance, that is perfectly natural.
But, with all the negativity and
devastating impact of COVID-19, there
000 S TANDARD BANK TO P W O M EN LEADERS
trends that translate across categories, that we refer as ‘the golden thread’ in the trend world.
T HE ‘ N EW N ORM AL’
E D I TO R I A L
great opportunity to identify the needs
to take the power of change into
Wellness has been an impactful lifestyle
services would best fill that gap.
that brands/businesses will be
innovation and product development
COVID-19 in itself has brought about
and crisis have proven to ignite great
with many voicing issues
seizing an opportunity and embrace
sleeping, the
HEALTH WELLNESS
trend that has created many business,
of consumers and what products or
opportunities. Times of uncertainty
key concerns within this category
innovation and creative solutions;
connected with
new ways of living.
necessity of
Wellness expenditures in 2017
systems, fear
related spending during the same year.
the potential
Organisation pinpoint general healthcare
and the vital
held accountable and loyalty for
future consumption is what is being formulated at present.
While some of these trends surfaced already, the
strong immune
surpassed half of the healthcare-
and anxiety,
Data provided by the World Health
of burnout
spending to $7.3 trillion in 2017.
care of the
Analysts also seem to believe
their own hands, which will ensure
wellness category is still a rising
one, the impact will be more
significant in light of the
future of our
ageing.
economy and
the switch we’ve
that these numbers will continue
With products
growth and the rising popularity of
vitamins, functional
COVID-19 has perpetuated.
superfoods that address underlying
Individuals are wanting a better, safer
The wellness landscape has developed
opportunity for this young category
to assist them on this path will lead to a
exercise into a far more holistic space
activities which promote physical and
physical, emotional, mental and financial
wide range of industries.
sense of identity, pride and control in a
COVID-19 has further magnified
to increase, given the population
ranging from
the trend and the awareness the
beverages, supplements or
experienced in
our lives during the
COVID-19 shutdown.
medical issues, there is a great
and healthier life and what we can do
well beyond nutritional intake or
(defined broadly as the active pursuit of
with a view on wellbeing, providing
mental well-being) that incorporates a
health, as a means of creating a
great journey of discovery, invention and engagement.
HOME
landscape where people feel lost.
inequality and the vulnerability of
Now, more than ever, recognising
The obvious current events accelerating
greater understanding of those most
understanding your consumer’s
– and the responses to it – further
with a demand to do better and provide
low-income homes which has led to a
this mindset shift, with consumer fear
at risk both financially and physically
colouring actions both during and after
solutions that are beneficial to the
the current coronavirus pandemic.
greater communities.
With the wellness macro trends
Consumers are observing the
Personal Care and Beauty, Eating/
manufacturers are re-adjusting their
Workplace, Fitness and more, there is
communities are rallying together
changing behaviours and
lifestyles and attitudes demanding the adaption to forward-thinking
and emotional intelligence needs
to guide your future strategies and developments.
impacting the broad categorisation of
response to the current crisis –
A sudden shift of values reminds
Weight Loss, Wellness Tourism,
production to help with shortages,
culture and one, dare we say, which
us of the most central ingredient of has been lacking - humanity.
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
COVID-19 has highlighted the worse
In addition to us reimagining our homes,
pollution across the world. Waters have
best. These lifestyle shifts are currently
fear, pressure and uncertainty, has
While this is temporary and life will
of society and simultaneously the very driven by the COVID-19 virus but if
continued, will improve our overall well
being, creating meaningful connections and a valuable reminder of humanity. Shifts we have been watching for
years are fast-tracked into enforced
early adoption. Some of the most rigid of businesses, hesitant to transform into viable remote systems, have had no choice but to adapt, and
are realising, that, in most cases, it
COVID-19, despite the immense
also highlighted the importance of community. From neighbourhood
WhatsApp groups checking in, to the reappreciation of essential workers, to the adaptation of businesses to
support those they value and care for,
with much more consideration; is it a necessary purchase? Is this ethical? Can it be recycled?
together to build a future of possibilities
align their choices with their values,
has taken on a new significance and broader appeal.
CONSCIOUS CONSUMPTION
go of the old office structure.
The ability to work from home and the
Slower consumption and putting the
such as WeWork are changing how we
building our new business models. The
emergence of digital office rental services
planet before industries will be integral to
think about work, travel and wellness.
current global pandemic is the accelerant
Our homes have become multipurpose
processes with people, planet and profit
offices, home gyms with digital workouts
‘aesthetic desires’.
for those who need to decompress in a
The world has witnessed our impact on
peaceful surrounding.
and consumer purchases will be made
Consumers are no longer purchasing
another has emphasised how working
forever changed and beginning to let
or even the creation of isolation pockets
resume, the awareness will still exist
the necessary support we can offer one
is possible to succeed, with some
environments with the increase of home
become clearer and wildlife is returning.
to creating smarter, more sustainable
outweighing unnecessary purchasing or
the environment and the reduction of air
products without the deeper desire to their aspirations and desires.
Brands and businesses alike are
having to alter their processes due to the rise of consumer demand for transparency and honesty.
Products are no longer just products
- consumers are aligning with brands
who treat their businesses as ethical, sustainable, inclusive and they are
not afraid to pay more for a brand that
aligns to them from a personal, political or aspirational perspective.
The fashion industry has been hit
hard by COVID-19 disruptions of the
manufacturing process and the slowing of the fashion chain is an inevitable one. The industry has been slow to
transform towards a sustainable model.
Waste continues to be an issue and the impact on the environment and the lack
of ethical care of workers is evident and the need for a circular economy is more important than ever.
South African businesses relocating
manufacturing to foreign plants for a cheaper item led to the collapse of
industry and skills of local business and workers. COVID-19’s impact on China has left many businesses with clear disruptions in their business chain. 000 S TANDARD BANK TO P W O M EN LEADERS
T HE ‘ N EW N ORM AL’
E D I TO R I A L
The more forward-thinking brands are looking to do more than just
raise awareness. They are looking
to influence and change the rules of the game for the better. And where
they lead, customer expectations and demands will follow.
The above macro trends mark
the most predominant and
Those businesses holding onto preexisting and, at times, outdated
methods and infrastructure are pressed to assess not only their present
predicaments but to revisit systems that will ensure monetary savings
as a whole. Even the most stubborn are beginning to see the benefits of localisation to the industry and the South African workforce.
In 2020, a business’s view on issues
such as an ethical workforce, diversity and inclusion, climate change and
sustainability will become even more
important, and not just for our younger consumers - Gen Z or Gen Alpha. Businesses with foresight taking a strong stance about social
and political issues might seem
counterintuitive but it has been found in RetailMeNot’s report that a 87% of retailers said that it’s worth it.
And even more striking, 83%
“Consumers are no longer purchasing products without the deeper desire to align their choices with their values, their aspirations and desires.”
believe that not
all-time low - and the demands for the bigger picture and how or what local
business are doing to positively impact the country or benefit their consumers, far more than brand activism, such as
industry, from design, supply chain and production through to mark-up
to item profits, and continues to push and disrupt all facets of businesses.
communities has created
an inevitable shift in how
we approach life with
COVID-19 and how do we
We have a moment to ask ourselves
innovations with consumer trust at an
across the board in the fashion
of our neighbours and
and when the road to recovery lies
Stand’ extends beyond marketing
Radical Transparency is in demand
and the vulnerability
before us?
What has been coined ‘The Brand
featuring diversity in an advertorial.
– the fragility of life
change when this crisis passes
for business.
Nike’s Caster Semenya campaign or
emphasis on humanity
prepare or ensure long-lasting
taking a stand is bad
their communities or their workers is
fundamental message. The
are the changes we have made, or are making, for the better? Are we
approaching the worlds ‘new normal’ with the learnings of COVID-19? Do we have a better understanding of our fellow consumers’ shift to opt to engage and support business,
brands or products that align to their
existing or newly awakened, personal
opinions, do they support communities and minorities? Ask yourself, how
you are going to adapt to consumers’ inescapable shift towards a new form of positive, truthful engagement and
conscious consumption, because, if you were waiting for a sign, here it is.
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
MUSHFIQOH MUSHFIQOH MUSHFIQOH MUSHFIQOH
SAMODIEN SAMODIEN SAMODIEN SAMODIEN
'Top Woman in ICT' Award Winner
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T e t e a m r e c o g n i s e s t h pe p el em tyo, am loevaer ni netros ht ihpe pI rCoTg sr a pm a cm e eq tuhi cakt l a y iw e vpaonwt e , rui p c ao d mist ha tr eelm n -gt oy -otuhneag- t e. w n y vtue r TreesA ppsrae unn sttt, r tu yh,paa m nmp uelt e e ta sokr e im l lpsoa .viM , IetCh pcsi ereenqtlue eid ac d p eoi o en foi u nr lteloo hnred ki e lnyr stwhaietrheI CraTedlia enm vdaa - tnotd-ht ih hsae v- e b e e n f o r t h e l o n g e s t t i m e , a n d a r e p a s s i o n a t e a b o u t m o v i n g t o bs e nrd ur ’a eea A n isniorgepsh . ra raenc to gtl h na i st eotshnti ssh a t io nu u ltdem kei la'l s sg.tea M ote r ernoeo vqew , ltphl h sp lpea sT h ae rAetseapadim arm g t h e v esm rh y lr o yacTde theh e cw o rom ruseela cdnt bat e h i as pigam b fd aue l alrlnyec u en w ilet rlheroeaiup tnr eid egel a ytpe. a e tyThthbeee lC ie eTa v ie tdrhueaSsctto ggyeu nitasdin o r e i n d s n d i n I n r , s h e q u a r n s c e . t m o n eed sirrthehaavte a w o r k em i n d s e t , M u s h fi q o h a n d M i k e h a v e s e t u p t h e A s p q ael ifntoyra ritseh n afg n elislsyts u tenrpder qea u d le ste se d e boaiuntted ,m b u t n,i g nasn e ahda v e eou e eporal to tm ie snito ttod wn mn i nn u nmdeteeh,rtarah sr eii rm neptsa e sdea nn m y , a l e a rb e rt sah idpmp o gnu rgaf um at a s etahm pIaC obTw e r iunsotgvr iyy ou ng scb w i f n e a n i l a c t i o n . o r r e c t t h i s i m b a l a n c e w i t h o u t d e l a y . T h e y b e l i e v e t h a t g e n d e r e e n f o r t h e l o n g e s t t i m e , a n d a r e p a s s i o n a t e a b o u t m o v i n g t o to move into the ICT space quickly with relevant, up-to-the e q u a l i t y i s n o t a n i s s u e t h a t r e q u i r e s e n d l e s s d e b a t e , b u t i s t e c o r r e c t h i s i m b a l a n c e w i t h o u t d e l a y . T h e y b e l i e v e t h a t g e n d e s k i l l s . M o r e o v e r , t h e A s p i r e l e a d e r s a r e a d a m a n t t h a t t h i s ra d w i fart l iae in . rceeq.u i rTeh qu tnyqdiusm susil n uaegc tt ishop anta s ee ntdel a e sm s dreebcaot eg, nbi us te isn stth ea a dt b e a g e nse d e aneloatlnea angrifn s w i f t a n d m e a n i n g f u l a c t i o n . are painfully underrepresented in the ICT industry, and have
or the longest time, and are passionate about moving to this imbalance without delay. They believe that gender y is not an issue that requires endless debate, but instead nd meaningful action.
www.aspiresolutions.co.za www.aspiresolutions.co.za
ASPIRE SOLUTIONS ASPIRE
I NT E RV IEW
A SSO CI AT I O N OF C HAR TERED CER TIFIED AC C OUNTA N T S
ASSOCIATION OF CHARTERED CERTIFIED ACCOUNTANTS INT E RV IEW W ITH ZAH EERA MAH OMED, E X EC UTIV E FINANCIAL MANAGER, JET viable. Finance technologies must be adopted to innovate the financial operating model as stakeholders increasingly expect faster, reliable, real time data, which evolves the role to more than fiduciary responsibility and number crunching.
“We rise by lifting others” - Robert Ingersoll
Zaheera Mahomed has driven technology roadmaps within the companies she has worked for, enabling a digital finance strategy as a catalyst for finance professionals, specifically in the financial modelling and analytics space for decision support. As part of the global roll out of a new core commercial cycle process, she was the project lead for creating a planning hub in Nairobi covering 44 markets in Africa, fast tracking adoption of the new system and processes, resulting in an improvement in forecast accuracy and the inventory supply pipeline. She has successfully led multimillion budget cycles across multiple divisions, locations and industries. WHAT ARE THE CURRENT AND FUTURE TRENDS IN YOUR SECTOR? Digital finance The value of finance professionals historically was linked to their ability to interpret large, complex financial information using spreadsheets and dated ERP tools, which are no longer
Professional development As routine and repetitive tasks are replaced with AI, it stresses the impact of continuous professional development to co-exist with these innovative smart technologies and have the skills to connect with people in this digital age. ACCA provides an incredible learning platform for this new era. Paperless environments With the increase of remote working, the use of cloud accounting, mobile applications etc will see the move from traditional paper trail accounting processes. WHAT TECHNOLOGICAL INNOVATIONS ARE YOU USING IN YOUR ORGANISATION TO KEEP IN LINE WITH THE FOURTH INDUSTRIAL REVOLUTION (4IR)? The use of apps and workflow to enable remote/mobile device approvals. The use of ERPs that allow for baseline generation of forecasts based on historical performance with the functionality to tweak. These also include dashboards for quick visual presentations. WHAT IS YOUR POSITION ON DOING BUSINESS IN AFRICA? Africa is rich in natural resources, a hardworking and vibrant population and huge gaps set the scene for business opportunities in the continent. Whilst there
000 STANDARD BANK TO P W O M EN LEADERS
are challenges, Africa is buzzing with huge potential growth and available reforms to ease doing business in these markets. WHAT SKILLS DO YOU THINK LEADERS OF THE FUTURE ARE GOING TO NEED? Great leaders must inspire others and cultivate greatness so that emerging leaders remain hopeful amidst adversity. Great leaders know how to foster experience and opportunity. WHICH FEMALE LEADERS INSPIRE YOU THE MOST, AND WHY? Khadija, the wife of Prophet Muhammed (PBUH), who was an esteemed businesswoman amidst a male dominated period, shattering the glass ceiling with her impeccable reputation of fair dealing and remarkable business acumen. Jacinda Ardern, Prime Minister of New Zealand, who is leading a path for women by being bold, confident and empathetic, achieving world leading results through some challenging crises. Emma Walmsley, CEO of GSK, who is unapologetically ambitious, driven and impactful. She is reshaping the business in leaps and bounds by embracing new opportunities and facing tough decisions whilst transforming female leadership. FIVE TIPS ON SURVIVING AND THRIVING IN BUSINESS
1. EMBRACE YOUR EXPERTISE AS A
VALUABLE PART OF THE PROCESS
2. BE POSITIONED TO ADOPT SMART
TECHNOLOGIES THAT ENABLE YOU TO EXPLOIT OPPORTUNITIES
3. LISTEN WITH PRECISION 4. REMAIN CURIOUS AND FLUID AS THE MARKET/SECTOR EVOLVES
5. WORK WITH YOUR PEOPLE AND LEVERAGE THEIR EXPERTISE
A S S O C I AT I O N O F C HA R T ER ED C ER T I FI ED A C C OU NTANTS
ACCA ACCA (the Association of Chartered Certified Accountants) is the global body for professional accountants, offering business-relevant, and first-choice qualifications to people of application, ability and ambition around the world who seek a rewarding career in accountancy, finance and management.
PAT SEMENYA
Head of ACCA South Africa
ACCA TOP WOMAN Pat started her career as a trainee auditor, progressed to finance and later cross-functional senior roles across various industries in the private and public sector. In 2016, she was a finalist in the corporate category of Business Leader of the Year - Institute of People Management Awards. She serves on two boards as a Non-Executive Director. Pat is a graduate of the University of Johannesburg and the Regenesys Business School. She is a mother of two daughters, aged 11 and 9 years old.
FIVE TIPS ON SURVIVING AND THRIVING IN BUSINESS 1. TAME YOUR INNER CRITIC – THERE WILL BE ROADBLOCKS AND ANNOYANCES, LET GO OF THE IMPOSTER SYNDROME
2. BUILD A SUPPORT SYSTEM - THINK ABOUT CRAFTING ONE THAT GUARANTEES PERSONAL OR PROFESSIONAL SUCCESS. NOW IS THE TIME FOR PARTNERSHIPS AND COLLABORATION.
3. EMBRACE CHALLENGE - YOU MUST COMMIT TO THE JOURNEY AHEAD IN ORDER TO REACH THE TOP OF YOUR GAME AND GOALS
4. IT’S NOT ALL ABOUT YOU – TOGETHER YOU WILL DELIVER STRONGER RESULTS
5. CONNECT WITH NATURE – IT IS CALMING AND UPLIFTING
Founded in 1904, ACCA supports its 219 000 members and 527 000 students (including affiliates) in 179 countries, helping them to develop successful careers in accounting and business, with the skills required by employers.
GENDER EMPOWERMENT AND CORPORATE SOCIAL INVESTMENT (CSI) ACCA fully supports a flexible approach to working in order to help employees balance their work and home life and respond to the needs of our increasingly diverse workforce. Arrangements include a reduction or variation of working hours and days, working remotely, or potential job-sharing arrangements. As an employer, professional membership body and qualification provider, the association prides itself on representation - 61% of our employees are women, 54% of our leadership group is female, 47% of our members are women and 58% of our students are women. ACCA is committed to helping working parents. Maternity entitlements and guidelines are in place for staff, complying with relevant legislation. Employees are not subjected to detriment on the grounds of pregnancy, childbirth or maternity, irrespective of hours of work or length of service. The association produces content to promote Women in Finance recognising the challenges women
PROFILE
face, encouraging career progression and representation in companies. We also celebrate International Women’s Day, with global webinars and national events. Through our women’s member networks and panels, ACCA produces free global webinars helping female members in their careers. This includes top tips on supporting wellbeing and mental health.
TOP EMPOWERMENT STRATEGIES ACCA has been a trailblazer for inclusion in the profession. Our first female member, Ethel Ayres Purdie, was inducted in 1909 and since then we have seen more women enter the profession. Fast forward to the modern day, and we continue to push for parity and inclusion. Our report, The Slow Path to the Top - pushes for parity in middle management and progression to executive level.
GENDER EMPOWERMENT: STATISTICAL OVERVIEW Percentage of female executive directors/senior management: >50.1% female executive directors Percentage of female staff members (overall in company): A >50.1% female staff
CONTACT INFORMATION Physical address: ACCA South Africa, 1st Floor, 18 Hurlingham Road, Illovo 2196 Tel: +27 (0)11 459 1900 Email: info@za.accaglobal.com Mailing address: PO Box 924, Saxonwold 2132, South Africa Website: https://www.accaglobal.com Twitter handle: @ACCANews Facebook page: ACCA
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
BU IL D ING A B E T T E R TO M O R R OW INTERV IEW W ITH RAZEEAH BELATH, H R & INCL USION DIREC TOR, BAT EAST & SOUTH ERN AFRICA
HOW HAVE YOU IMPLEMENTED GENDER DRIVEN DEVELOPMENT IN THE WORKPLACE? At BAT, diversity is at the center of everything we do and is embedded in our ethos. We have implemented gender
driven development in the workplace through several initiatives. Firstly, we offer leadership training. Firstly, we make sure all leaders go through an impactful Unconsious Bias Training and we are currently running an innitiative called ‘Junior women in leadership’ to develop our female talent who have unique challenges in the workplace and their careers. In this amazing session they have
IWD Day – South Africa Event
000 STANDARD BANK TO P W O M EN LEADERS
the opportunity to develop their personal brand, learn and practice the importance of networking, and get in touch with BAT senior female leaders. In addition, we annually send our local senior females to BAT’s global ‘Women in Leadership’ training, aimed at demystifying myths about gender differences and equipping them with the tools to continue succeeding and progressing in their careers.
BR I T I S H A MER I C A N T O B ACCO
Our mentorship programme guarantees that all our top female talent will have mentors assigned, as well promoting events such as IWD, using external and internal facilitators to inspire and give advice. We also have women in leadership networks across the group, STEM, and started crossindustry mentoring for senior women in leadership. HOW HAS GENDER EMPOWERMENT STRENGTHENED YOUR ORGANISATION? Gender empowerment has strengthened BAT by creating a diverse workforce that is regularly working to see that we achieve our ‘Better Tomorrow Strategy’ bringing new ideas on how we work, products innovations, support systems and internal processes. It also reinforces our winning culture and promotes an environment that brings out the best in each of us. With a more diverse team at all levels, we have seen a positive shift in level of collaboration, engagement, as well as energy across the business.
provide both on-the-job (in different functions) and off-the-job training in partnerships. • We are at the development stage of a programme to support the B-BBEE agenda in terms of exposure, leadership, operating in an international environment, developing impact and gravitas to prepare the local talent for more senior roles within South Africa and beyond. • Agriseta bursaries to promote
continuous learning and development.
WHAT TECHNOLOGICAL INNOVATIONS ARE YOU USING IN YOUR ORGANISATION TO KEEP IN LINE WITH THE FOURTH INDUSTRIAL
WHAT ARE YOUR ORGANISATION’S GENDER EQUALITY AND BEE RATINGS AND POLICIES? BAT is an equal opportunity employer. We foster gender equality in our recruitment through ensuring that we have a 50/50 shortlist for every single position. We also have female recruitment targets: at entry level managerial positions it is 45% and at senior managerial positions 45%. BATSA is certified level 4 B-BBEE and we are working towards a level 2/1 certification over the next 3 years. We have a number of initiatives in place to support our B-BBEE agenda: • As of 2020, we have introduced a programme for citizens with disabilities. We onboarded 23 in October 2020 and plan to renew this annually. The objective here is to
I N T E RV I E W
Women in Manufacturing
WHAT ARE THE CURRENT AND FUTURE TRENDS IN YOUR SECTOR? As you may observe amongst other FMCG peers, diversity seems to be gaining more and more attention, and investments are climbing as companies are finally seeing the true value that it brings to businesses. FMCs are also developing training, initiatives and programs to foster diversity, and in the future, plans on moving into a more holistic approach that covers a variety of issues - not only gender related. In BAT, we are focusing at a Global level on gender, cross industry and nationalities. Bringing this to ESA, we have a holistic approach combining Disabilities, Generations and Background.
REVOLUTION (4IR)? Since 2018, we have changed the name of our IT function to IDT, which speaks to fostering a culture of innovation and digitisation. It also speaks to our future needs, as we step into new products fully based on technology. To keep up with 4IR, we are embracing machine learning as we develop numerous chatbots and end-to-end automated processes in our production lines - both factory and growing leaf plants. We are also embracing ideation sprints across the business to foster innovation mindset and come up with breakthrough ideas and solutions.
Unconscious Bias Virtual training
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HOW ARE YOU USING SOCIAL MEDIA TO
HOW ARE YOU INTEGRATING THE DRIVE FOR
CREATE MORE BUSINESS? As our business is heavily regulated, it is a bit difficult to leverage business through social media. However, our digital strategy aims to reinforce employer branding through social media, and introduce our potential reduced risk products to consumers, through a variety of digital channels, where possible.
SUSTAINABILITY INTO YOUR ORGANISATION? Alongside figuring in the Dow Jones sustainability index, we are driving a renewed Southern Africa ESG strategy to fully embrace the UN Global Impact principles. These initiatives will be a part of our cultural diversity and inclusion journey within leadership teams.
ESA Instagram activity
Heidelberg solar plant
Our supporting ESG priorites • A best-in-class approach • Excellence in environmental management • Delivering a positive social impact • Robust corporate governance
BR I T I S H A MER I C A N T O B ACCO
I N T E RV I E W
WHAT IS YOUR POSITION ON DOING BUSINESS IN AFRICA? Africa is a continent filled with opportunities. As a multinational, some of the key enablers for achieving business in Africa include collaborating with stakeholders, developing the human capital, integral business practices, and the delivery of quality products that speak to consumer needs. Of course, it also has its challenges but with an agile business model you are able to adapt and continue thriving. WHAT SKILLS DO YOU THINK LEADERS OF THE FUTURE ARE GOING TO NEED? Alongside a change management mindset, future leaders will need to embrace agile ways of working. Agile and adaptive leadership traits will need a new fully digital DNA spirit to be able to lead and inspire in an evolving VUCA world. WHICH FEMALE LEADERS INSPIRE YOU THE MOST, AND WHY? Indra Nooyi, who is the former chairperson and CEO for PepsiCo and board member of several big multinational companies, She has consistently ranked among the world’s 100 most powerful women. For me, she just inspires determination and has an internal activist mindset: stick to your dreams and you will accomplish the stars.
CONTACT INFORMATION Address: Waterway House South No 3 Dock Road, V&A Waterfront Cape Town Phone: +27 21 003 6500 Website: http://www.batsa.co.za/ Linkedin: https://www.linkedin.com/ company/british-american-tobacco Twitter: https://twitter.com/BATplc
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PROFILE
BR I T I SH A M E R I CAN TOB AC C O
M E E T R A Z E E A H B E L AT H Over almost 2 decades with the BAT Group, I have had the opportunity to develop an international career with proven experience in talent and culture in emerging, developed, and developing markets. I have also acquired over 15 years of business leadership experience while operating senior leadership teams. MY CORE CAPABILITIES AND EXPERIENCE CONSIST OF THE FOLLOWING: • Business Transformation and Organisational Operating Model at scale (single, multiple, Global scale) in Africa, Eastern Europe & Africa Middle East (EEMEA), Global scale (across continents). • Market entries project in Ethiopia, Tanzania, Morocco
I joined BAT as a management trainee in Mauritius in September 2001. I worked in several different countries and gained experience in the end market area, regional and global roles, before I joined the East & Southern Africa Leadership Team in May 2020 as HR & Inclusion Director. I was attracted to BAT by three things: 1. T he international career opportunities in a truly global company. 2. T he fact that people in BAT are empowered from day 1 to own their career development as opposed to this being led solely by the company. 3. B AT’s authenticity and commitment to continuously transform and build A Better Tomorrow.
• Driving the talent agenda to enable business growth and proven track record of developing local talents for senior leadership roles. • Driving the diversity and inclusion agenda to transform the way we work, team collaboration and business results. • Trained facilitator for Strategic and
Personal Leadership workshops for executives/directors. Facilitating workshop for multiple businessesand functions across borders/cultures (Malaysia, Egypt, UK, Poland).
• Leadership and organisational development for over 80 markets. • Experience in leading and delivering through teams, both direct reports and matrix/virtual team spread globally. • Digital transformation journey at global scale for business and functions.
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NATIONALITY: Mauritian CAREER TO DATE: 2001: Joined BAT in Mauritius as Management Trainee in HR 2004: Appointed HR Executive for Mauritius & La Reunion 2005: Appointed HR Manager Angola 2006: Appointed Head of HR for Indian Ocean Islands 2007: Appointed Area Head of Talent for Sub Saharan Africa (38 markets) 2009: Appointed Area Head of Talent & Organizational Effectiveness for Sub Saharan Africa 2010: Appointed Regional Head of Talent & Leadership Development, Africa & Middle East (AME) 2011: Appointed Regional Head of Talent & Leadership Development, Eastern Europe, Africa & Middle East (EEMEA) 2012: Appointed HR Director for East & Central Africa (ECA) 2019: Appointed Global Transformation HR Lead – Information & Digital Technology (IDT) 2020: Appointed HR & Inclusion Director, East & Southern Africa Area EDUCATION:
BSc (Hons) Management with specialization in Human Resources from the University of Mauritius PERSONAL INTERESTS: I have been fortunate to live in many places around the world, such as Mauritius, Angola, Kenya, UK and soon SA, and love travelling back to these countries and other places. I also enjoy walking, a good squash game, golf, hiking, listening to music (often at the same time) and eating out - my favorite cuisine being Thai.
t Partners in Performance we are passionate about unleashing the true potential of people, driving lasting positive impact through ongoing operational and organisational improvements. For us it is real change that matters, rather than simply delivering smart strategies. We see gender empowerment through the same lens. Supporting professional women is about more than just doing the right thing– it is about bringing a greater diversity of perspectives and skills to the industry. This makes more room for innovative thinking and leads to improved productivity and capability, ultimately increasing the bottom line. It makes me incredibly proud to work with amazing women and colleagues who consistently drive transformational change for our clients and pave the way for other women in the industry to succeed and thrive. As a firm, we strive to support our women by creating a culture where they feel safe and encouraged to speak up about gender discrimination, to openly discuss their challenges and to raise ideas on how we can become a more gender-empowered organisation. By working together and providing female support platforms, we are creating a work environment where women are empowered to achieve their ambitions and reach their full potential.
Skipp Williamson, Managing Director
How can we continue to create a better future for professional women? It is wonderful to see more senior and technical roles being filled by women. However, we have more work to do. Continued growth in opportunity at the higher education level will help to produce more female candidates in all industries. We need to make balancing work and family commitments more sustainable for all parties and forge more flexible work arrangements to support working mothers. Work hard to become great at your job and show you are an asset to the organisation. Change perceptions through performance and build respect for your contributions. The success will flow from there. The more we advocate for ourselves and the women around us, the faster we can build a truly gender empowered world.
I want my female colleagues to believe in their potential, understand their worth and know that it is possible to achieve their career aspirations while still meeting their personal goals. We must support women as they progress to the top leadership positions and help find creative solutions where women can transition through different life stages without sacrificing their careers. Don’t let other people tell you that you do not have what it takes – when they underestimate you, you have the advantage. Show up, speak up and take a seat at the table.
Rhian Capostagno,
Christine Janse van Rensburg,
Associate Principal
Associate Principal
An agile, fast growing international management consultancy, Partners in Performance is a leading global player in driving operational excellence for complex organisations. By working as true partners with clients, we enable lasting change in organisations; delivering both commercial impact and inspiring people to transform their behaviours. Our people are vital to our mission, so we actively work to create a culture where they are supported and valued for the unique skills, experience and perspectives they bring to the team.
Po s i t i o n i n g S o u t h A f r i c a a s a n ex c e p t i o n a l
TOURIST AND BUSINESS EVENTS DESTINATION
S o u t h A f r i c a n To u r i s m h a s m a d e g re a t s t r i d e s i n i n t ro d u c i n g a n d m a r ke t i n g S o u t h A f r i c a n o t o n l y to o u r ow n p e o p l e b u t a l s o, s i n c e t h e d a w n o f o u r d e m o c ra c y i n 1 9 9 4 , to t h e wo r l d .
NISSI HUMAN CAPITAL SOLUTIONS
DRIVING TRANSFORMATION Nomihlali Ntsunguzi is the founder and director of Nissi Human Capital Solutions. She is an experienced HR executive with outstanding leadership and business skills in mining, public service as well as the construction and steel industries. In 20 years of HR experience, Nomihlali climbed the corporate ladder with grit and
determination. As a result, she transformed these industries, and she holds a lot of insight into what organizations need to thrive and succeed in the fast paced society we live in today. Nomihlali has become a thought leader within the field of HR which has garnered her the opportunity to sit in the Aveng Trident Steel Holdings Board and Remcomeetings. She is currently a non executive board member at Icebolethu Group as well as Camelia Holdings Foundation.
NOMIHALI NTSUNGUZI CEO
Nomihlali’s exceptional portfolio speaks volumes and she credited her success to simple self- belief. With this belief she founded NISSI
Human Capital Solutions,where she prides herself and her company on driving transformation in businesses through organisational design, culture change, talent acquisition, employee engagement, performance management, succession planning and employee development strategies.
ACCREDITATIONS: • MCom degree in Business Management - University of Johannesburg • Honours degree in Industrial Psychology, UNISA • Post Graduate Diploma in Enterprise Management, Rhodes University • Bachelor’s Degree in Social Sciences, Rhodes University • Certificate in Strategic HR Leadership, Stellenbosch Business School • ICF qualification as a life and team coach
FIVE TIPS ON SURVIVING AND THRIVING IN BUSINESS 1. B E FEARLESS – THE BUSINESS WORLD REQUIRES BOLDNESS, SEE EVERY CHALLENGE AS AN OPPORTUNITY TO REVEAL THE GREAT QUALITIES AND STRENGTH GOD HAS GIVEN YOU. 2. G RAB EACH OPP ORTUNITY – OVER DELIVER SUCH THAT YOU WILL BE THE FIRST PERSON THE CLIENT THINKS OF EVERY TIME THEY ARE FACED WITH A CHALLENGE 3. B ELIEVE IN YOURSELF – THERE ARE DAYS WHEN YOU FEEL LIKE YOU ARE NOT WINNING. THIS IS WHERE YOUR BELIEF IN YOURSELF, PURPOSE AND GOALS COME IN. 4. K NOW YOUR WORTH – KNOW YOUR WORTH SUCH THAT YOU WILL NEGOTIATE WHAT WORKS FOR YOUR BUSINESS BOTH IN THE SHORT AND LONG TERM. 5. C OMPETE AT THE RIGHT LEVEL – AS A SMALL BUSINESS OWNER, YOU ARE THE SPECIALIST IN WHAT YOU DO! YOU ARE THE CEO AND THE IMAGE OF YOUR BUSINESS, COMMUNICATE AND CARRY YOURSELF AS SUCH. NO ONE OR NO COMPANY IS BIG ENOUGH TO GET YOU OUT OF THE GAME.
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N I S S I HUMA N C A PI TA L SOLU TI ONS
COMPANY INFORMATION By collaborating closely with clients, NISSI (founded in July 2013) develops and delivers sustainable solutions that address the evolving needs of your business. Partnering with you for every step of your journey, we help you attain success while ensuring the highest levels of integrity, performance and excellence. Utilising preventative and corrective techniques, our custom-made Human Capital solutions address the pain points associated with personnel performance, policies and procedures. NISSI is passionate about your business and motivating and equipping remote workers with tools that strike a balance between work and life. Put simply, as a thought leader and trusted guide, we have a solution for every challenge you face.
NUMBER OF EMPLOYEES (PERCENTAGE OF WOMEN): NISSI is 100% female owned. The nature of our business led to adopting an operating model that allows us to have associations, collaborations and joint ventures with reputable consultancies which are mostly black female owned.
NISSI also employs female contract employees in the PR and Marketing, Recruitment/Executive Search as well as a few in the OD consulting functions. STRATEGIC PARTNERSHIPS: NISSI has formed strategic partnerships with a few reputable consultancies in the HR and business consulting space, with the aim of delivering the best solutions to our clients. The founder has also agreed to work with the Institute of People Management with the aim of adding value to the Human Resources Profession and Employment policies. In August 2020, a webinar conducted between NISSI and IPM was the number 2 trending topic in South Africa. This collaboration shed llight on the changing workforce profile and what that meant for the conditions of employment. EMPOWERMENT-RELATED CSI INITIATIVES/PROGRAMMES • The Clothing Bank (2015 – 2017) - focusing on empowering women from humble backgrounds. Provided coaching on how to succeed as
PROFILE
entrepreneurs, as well as life coaching on the challenges they faced in their home and community environments. • Coaching – coaching of women who have just assumed executive positions or those aspiring to be. • NISSI currently does pro bono coaching for young girls on which courses to enroll for at tertiary institutions/ which careers to pursue so as to be relevant in the new world of work. STRATEGIES EMPLOYED BY NISSI TO ENSURE FEMALE EMPOWERMENT NISSI ensures to procure services from black female owned businesses as we aim to see other female owned businesses thrive. We also aim to maintain over 50% female employees as our organisation grows. In addition, we are looking to develop new strategic partnerships that allow us to serve women in the Eastern Cape communities that are less privileged to provide women with education they need to empower themselves and become self-sufficient. Consequently, we have identified Nathaniel Pamla Secondary School in Peddie, the beacon of hope for maths and science students in the area, as a school to start supporting. This is very important to us as we seek to ensure that women continue taking up space in leadership positions so as to provide more opportunities to the next generation.
CONTACT INFORMATION Physical and Postal address: Cnr Leslie & William Nicol, 128 Leslie Road Spaces, Building 2 Design Quarter, Fourways 2191 Telephone: +27 78 851 8967 Email: info@nissisolutions.co.za Website: https://nissisolutions.co.za Twitter: https://twitter.com/NissiBSolutions Facebook: https://www.facebook.com/ nissihumancapital
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REACT24 BUILDING A FUTURE FOR WOMEN IN CONSTRUCTION React24 is a national site services company rendering planned and reactive services to facilities management organisations, parastatals, insurance houses and private individuals. It offers its clients a turnkey solution with all built trades under one roof.
COMPANY INFORMATION
CELESTE MARGO LE ROUX CEO AND CO-FOUNDER
Celeste Margo Le Roux is the vibrant and fearless CEO of React24. As an ambassador for transformation, she recently opened the first black woman-owned CETA Accredited Plumbing Training College. She is passionate about changing the narrative for women in construction, and this year, at its inaugural awards ceremony, won the ERWIC (Empowerment and Recognition of Women in Construction) CIDB Awards for Woman Mentor of the Year and 3rd place for Woman Contractor of the Year. In a volatile economy and in the midst of a pandemic, Celeste was announced the winner of the Standard Bank Top Women Entrepreneur award as well. She recently walked away with Property Point Best Performing Business – Cape Town and Best Performing Business – National. This year has been a busy year, as she completed her PGDip in Management Practice. She is a fearless, transformational leader who inspires those she works with, and has the ability to pivot during uncertain times.
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BUSINESS SECTOR: Construction: building trades, plumbing, electrical, flood restoration and water extraction, retail shop installations, short term insurance claims; specialised services such as architecture and interior design.
MEMBERSHIPS: • CIDB (Construction Industry Development Board) • PIRB (Plumbing Industry Registration Board) • IOPSA (Institute of Plumbing South Africa) • National Contract Cleaners Association • Civils Engineering Council • Building Industrial Bargaining Council
BRANCHES:
STRATEGIC PARTNERSHIPS: • React Training College • Property Point (a Growth Point initiative) • Retool
Cape Town, Gauteng, Port Elizabeth, North West Province
ANNUAL TURNOVER: R20 – 30 Million
YEAR FOUNDED: 2003 NUMBER OF EMPLOYEES: +/- 100
FIVE TIPS ON SURVIVING AND THRIVING IN BUSINESS 1. LOOK FOR OPPORTUNITIES IN UNCERTAIN, CHALLENGING TIMES. 2. LEVERAGE THE POWER OF COLLABORATION WITH EMPLOYEES. 3. BE VIGOROUS IN CREATING QUALITY FOR CLIENTS. 4. ENCOURAGE FEEDBACK FROM ALL STAKEHOLDERS. 5. HAVE A GROWTH MINDSET TO CONTINUALLY GROW AND DEVELOP.
RE ACT2 4
PROFILE
business nationally. This fosters a healthy relationship with the communities. These initiatives and programmes also support those who are in dire need of food and other support.
Seniors annual lunch
GENDER EMPOWERMENT AND CORPORATE SOCIAL INVESTMENT (CSI) I am a firm believer in a “fair exchange” between employee and employer. Transparency, credibility and integrity are the cornerstone of any relationship. My human capital (staff) is paramount to my business model and developing such human capital with education is a priority. I am an ambassador of transformation and changing the narrative within the South African Built Environment and Construction Industry. I champion real, genuine, and sustainable life changing results in whatever we do. React24 was selected to be a participant on the Property Point ED Programme (Enterprise Development Programme). This has given my business access to training, development and support programmes for all my staff, but more particularly that of my female staff. I am passionate in transforming the lives of my female staff. Between 2018 and 2019, I recently selected particular staff members whom I earmarked as potential leaders within my business. I enrolled them on the AMI Programme. (African Management Institute). The rewards and value in developing my staff can be seen daily. EMPOWERMENT POLICIES CURRENTLY IN PLACE FOR YOUR EMPLOYEES: We currently facilitate Internal Training Workshops for our female staff. I am
constantly ensuring regular training and upskilling of my female staff members. Recent workshops held from 2019 to 2020, include the internal standards and procedures throughout all departments, workflow with development, SAGE accounting workshops, and our health and safety training. The aforementioned training has added value not only to React24, but more so to the intrinsic personal development of my female staff. EMPOWERMENT-RELATED CSI INITIATIVES/PROGRAMMES YOUR ORGANISATION IS CURRENTLY IMPLEMENTING: React24 champions a number of internal CSI campaigns throughout the year. It’s at the heartbeat and ethos that we give back to the communities we engage with. 2020 brought about its own challenges with the Covid-19 pandemic, but we still ensured our active support and contributions with the following CSIs: • St Raphael’s Catholic Primary School • Oude Molen Village • Every Nation Church • Seniors annual lunch • Victory Ministries – Christmas gifts for kids WHY ARE THESE INITIATIVES/ PROGRAMMES NEEDED? WHO BENEFITS? It’s vitally important to give back to the communities in which we operate as a
WHAT ARE YOUR TOP EMPOWERMENT/ CSI STRATEGIES THAT HAVE BEEN EFFECTIVE AND SUCCESSFUL? React24 encourages its staff and stakeholders to support and get involved with our CSIs. We have previously supported schools, churches and underprivileged communities. The React24 sister company and CETA accredited artisan training school is developing skills of previously disadvantaged individuals, and equipping them with a trades and skills for a lifetime. This has been so rewarding to see.
GENDER EMPOWERMENT: STATISTICAL OVERVIEW PERCENTAGE OF FEMALE SHAREHOLDERS: >50.1% female shareholding PERCENTAGE OF FEMALE EXECUTIVE DIRECTORS/SENIOR MANAGEMENT: >50.1% female executive directors PERCENTAGE OF FEMALE STAFF MEMBERS (OVERALL IN COMPANY): 25.1%-50% female staff
CONTACT INFORMATION Physical address: Unit E3-E4, Millenium Business Park, Parow Industria Postal address: 1348 Durbanville Telephone: 0860 111 162 Email: celeste@react24.co.za Website: www.react24.co.za Twitter: react24 Facebook: react24
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ADV E RTO RIAL
H E A LT H SCIENC E AC ADEMY
H E A LT H S C I E N C E A C A D E M Y
- MAKING A DIFFERENCE Health Science Academy has been a well-established and accredited provider of education and training in the South African healthcare sector since 1994. It is a private college fully owned by the Foundation for Professional Development and registered with the South African Pharmacy Council as a provider. Health Science Academy focuses on the
private education and training of adults. It is also registered with LG SETA, Services Seta, HW SETA and TETA. Our mission is to be a professional educational partner in the healthcare sector, providing solutions designed to educate, inspire and develop individuals to their full potential. Since we focus on learners that have just completed their schooling or have entered the workplace for the first time, our goal is to equip them with skills and knowledge to prepare them for a successful future.
This enables a person to make a difference in their community and have a positive influence on community health and health promotion in general. Most of our learners in the flagship learnership for pharmacist’s assistants are women. This is also the case as reflected in the statistics from the South African Pharmacy Council (SAPC) for the qualified pharmacist’s assistants. These statistics
show that women represent more than 70% of the total number of qualified post basic assistants and we believe that this trend will continue into the future. Health Science Academy also presents a course to nurses to enable them to apply for a dispensing license with the Department of Health. This license is granted to nurses in primary healthcare facilities to empower them to serve the community by dispensing medicines where no doctor or pharmacist is available. Fulfilling this role in deep rural areas, women once again are at the forefront of looking after the health of their communities and making a difference in the lives of their patients. According to McKinsey, women are the primary consumers and decision makers in the healthcare market and, therefore, it is important for them to speak to other women in this sphere to assist with their health concerns and education. In the pharmaceutical sector, gender diversity is especially important to responsibly
CONTACT DETAILS: Physical Address: Knowledge Park, 173 Mary Road, The Willows, Pretoria, 0184 Telephone: +27 87 821 1109 Email: info@healthscience.co.za / enquiries@healthscience.co.za Website: https://www.hsa.co.za/
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address pharmaceutical solutions for conditions that mostly affect women. Specifically, the increased vulnerability of females to HIV/AIDS, rooted in sociocultural factors in some communities, needs to be addressed, according to the World Health Organisation (WHO). The McKinsey report further mentioned that women were highly satisfied (75%)
with their careers in healthcare. This is probably due to the fact that they can find opportunities aligned with their passions and can adapt their careers to allow time to take care of a family. At Health Science Academy our aim is to make a difference in the lives of our learners, so that they can make a difference in the health of their communities.
REFERENCES South African Pharmacy Council. Statistics. 2020. https://interns.pharma.mm3.co.za/ Statistics/PersonsByGender?class=btn%20 btn-primary [Accessed 10 December 2020] Berlin G et al. McKinsey and Co. 2019. Women in healthcare. https://www. mckinsey.com/industries/healthcaresystems-and-services/our-insights/womenin-the-healthcare-industry# [Accessed 10 December 2020] World Health Organization (WHO). Womens’ health. https://www.who.int/health-topics/ women-s-health/#:~:text=Being%20 a%20man%20or%20a,discrimination%20 rooted%20in%20sociocultural%20factors [Accessed 10 December 2020]
PLEASE TELL US A BIT ABOUT YOURSELF AND YOUR BACKGROUND. 38 year old tree-hugging, bookobsessed, loving- bare -feet
-and sky-high heels -equally,
foodie,lover of fine wine, curious and compassionate child of Africa and
surgeon. Born in Namibia, spent most
of my childhood in Pretoria, fell in love with Cape Town during my internship
and currently have the privilege of calling Stellenbosch home.
PLEASE TELL US A BIT ABOUT WHAT YOU DO. I am a breast and endocrine surgeon wearing three career hats: one as a private surgeon running my own private surgical practice in Somerset
West, one as a senior
surgical consultant in the
Groote Schuur Breast and
Endocrine Surgical Unit and
one as founder and director of the non-profit Project Flamingo.
WHAT MADE YOU DECIDE TO SPECIALISE IN BREAST CARE AND SURGERY? The first step was to choose surgery
- a wonderful discipline that for me encompasses both the art and science of medicine. The later
choice to focus on breast and endocrine surgery came from the connection I felt with cancer
patients, in particular female cancer patients. I think I am in a unique position as a female surgeon to truly understand their fears, needs and health care journey. It is a privilege to be a woman caring for other women.
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Dr Liana Roodt
FELLOW OF COLLEGE OF SURGEONS, DIRECTOR OF PROJECT PINK FLAMINGO, CURIOUS AND COMPASSIONATE
D R L I A N A ROODT
WHAT HAS BEEN THE HIGHLIGHT OF YOUR CAREER? It is impossible to single out a single “highlight” - learning medicine and practicing medicine have so many
responsibility as women - to take care of ourselves so that we can take care
WHICH SOUTH AFRICAN WOMEN
Churchill but ultimately your passion
INSPIRE YOU? WHY?
everyday “wins” for myself and my
Madonsela (what a rock star) to the
I can mention many names from Thuli
patients and not to get lost in academic
many female trailblazers in surgery ...
immensely grateful when I finally could call myself a Fellow of the College of
Surgeons of South Africa and obtained
my Master of Surgery degree cum laude. WHAT IS THE BIGGEST CHALLENGE YOU’VE FACED IN YOUR CAREER? The biggest challenge still is to balance the demands of a surgical career
with some form of a personal life... it
THE COMMUNITY? Just do it, don’t give up, try and try again! I
celebration. I try to focus on these
to say I was pretty darn proud and
WOMEN TRYING TO DO GOOD IN
of the world.
small victories and miracles that require
or so-called career highs. But I have
I N T E RV I E W
sound like a bad advertisement or Winston and resilience are what matters most.
Whatever you do, do it for the right reasons - when you face challenges or nay-sayers,
but the South African women that really deeply inspire me are the so-called
ordinary women - those that keep going despite economic hardship, despite
abuse, despite cultures that want to
keep women small and silent...those that keep their families fed and safe, those
that are the glue that hold communities
together. Those ordinary women that are not ordinary at all. They keep me going.
it is only the ideas and projects that you
deeply believe in that will survive. Don’t be scared to ask for advise from those that
have gone before you. Most importantly,
have 100% buy-in from the community you want to serve. Serve is the operative word here - when you go in with the mindset
of “fixing” something or someone you are bound to meet resistance.
IF YOU COULD HAVE DINNER WITH ANYONE WOMAN IN HISTORY, WHO
WHAT IS YOUR WISH FOR THE
WOULD IT BE? WHY?
requires constant assessment, attention
FUTURE WOMEN OF SOUTH AFRICA?
I would have a dinner party! I could not
all times yet to know when to stop, to
safe and protected from men who have
and re-calibration to do your best at
That we will be safe and free - physically
care authentically yet to have healthy
lost all respect for life and are acting
boundaries, to strive to learn and grow
and excel in your career yet to remember that live needs to lived and enjoyed beyond the walls of the hospital.
MEAN TO YOU? It serves first and foremost as a
and free - emotionally, spiritually and
intellectually ... so that we can show up
and offer our very best to this country and this world as empowered human beings.
reminder of the sacred feminine - which needs to be celebrated,
protected, defended and empowered by both women and men. It honors those beautiful warriors on whose shoulders we stand - the fierce
women that knew their worth and that have stood up through-out
history for what is right and what is true. It reminds us that we have a
Ultimately, to be the best we can be, with all the passion we can muster. Not as a man or a woman but as a
person, a global citizen. To embrace
the masculine and feminine qualities in each of us – because logic and drive and resilience and empathy
and intuition – all of it – are needed to make this country better.
WHAT ADVICE WOULD YOU GIVE TO YOUNG SOUTH AFRICAN
sister (Andriette) and friend (Farzana)
should be there - for their love, wisdom,
unwavering support and the role models
like cruel animals. That we will be safe
WHAT DOES WOMEN’S MONTH
possibly pick one ... my mom (Danette),
they are. Oprah Winfrey - because she
is Oprah! Glennon Doyle and Sue Monk Kidd - because they are true literary
artists with so much lived experience
as female warriors. Ilia Delio, Cynthia
Bourgeault and Saint Theresa of Avilabecause I am mesmerised by their
spiritual wisdom and human experience of the universal Divine. Jacinda Ardernbecause we need more leaders like her that so seemingly effortlessly balance
her male and female energies; she takes a firm stand, makes tough decisions
but always with compassion and grace. Alicia Keyes because she just radiates
“woman-who-knows-her-worth”. And we will need entertainment!
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EN EL G R EEN POW E R
A DV E RTO R I A L
ENEL GREEN POWER EMPOWERS SOUTH AFRICAN WOMEN Leading renewable energy company, Enel Green Power RSA, acknowledges the value of empowering women. It employs several women in top-level positions and participated in the Standard Bank Top Women Awards in 2020. Lena Chirwa, Head of Legal and Corporate Affairs for Enel Green Power RSA, talks about empowering women in the workplace.
“To empower women is to expose them to opportunities and nurture their talent. At Enel Green Power, I’ve worked with CEOs who have mentored me. I have never felt that my being a woman posed an obstacle to my development in the company.”
Lena Chirwa joined Enel Green Power RSA as a lawyer in 2014. At the time, Enel Green Power RSA employed only around eight people. Now, the company employs over 170 staff, and 45% of these are women. Lena’s legal team has grown to include four lawyers, all of whom are women.
certain way. Men and women should rather be recognised for their talent.”
“In the lifecycle of any project at Enel, our legal department is involved from beginning to end,” she explains. “I consider it to be a culture of ongoing learning, because not one project is the same, making it a dynamic and diverse environment to work in.” Prior to Enel, Lena worked at financial institutions in the capital projects and infrastructure sector. Then around 2011, an opportunity arose in the renewable energy sector. “I knew that it was a sector I wanted to be involved in”. In relation to Enel, she says, “I like that the company employs several women in key roles in the renewable energy sector. This shows that it’s possible for women to be successful in this sector.”
Lena believes that we should be mindful of making comparisons between men and women. “That promotes stereotypes and creates an expectation that women are a
“I say this often to my team: Speak up, share your opinions – they matter! Even small changes count, and for there to be change, we need to be honest and speak up, and participate in creating environments where inclusion is standard,” she concludes.
In many sectors, women are excluded, particularly in top management. “There should not be any question about whether women can do the job,” she says. “Hire talented women or develop the women already in your organisation.” When it comes to being inspired and staying motivated about women’s empowerment, Lena points to the successes of her team and the confidence they have acquired over the years in their work. Many women in the workplace feel discouraged because they’re not seeing significant changes in the empowerment of women. Lena spoke about this at the Standard Bank Top Women Conference, saying that sometimes change doesn’t happen on a grand scale, but that often, small changes have the greatest impact.
LENA CHIRWA
HEAD OF LEGAL & CORPORATE AFFAIRS - ENEL GREEN POWER RSA
CONTACT DETAILS: Physical Address: 102 Rivonia Road Tower 2 EY Building, Johannesburg Telephone: +27 10 344 0200 | Email: communications.egprsa@enel.com Website: https://www.enelgreenpower.com/ Twitter: https://twitter.com/enelgreenpower Facebook: https://it-it.facebook.com/enelgreenpower.world/ Linkedin: https://it.linkedin.com/company/enel_green_power/ S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
TRIP LO4 S U STAINAB LE SOLU TIONS
IN V E S TI N G I N THE F U TU R E Hantie Plomp is the founder and Managing Director of Triplo4 Sustainable Solutions. She is a pioneer in the Environmental Industry with over 25 years’ experience in the sector and has held top managerial positions in both the mining and the built environment industries, prior to starting the company. The Sustainable Development Goals are the blueprint to achieve a better and more sustainable future for all. They address the global challenges we face, including poverty, inequality, climate change, environmental degradation, peace and justice.” (https://www.un.org/ sustainabledevelopment/sustainabledevelopment-goals/). Integration of the environmental, social and economic aspects to the benefits of stakeholders has become key business drivers and is vital to long term success. Our name represents the company’s vision and values. The three fours denote that the universe was created by God and is representative of the four directions: north, east, south and west and the four elements namely air, fire, water and earth. The number four has many attributes which include loyalty, ethics, honesty, wisdom, unity, ability, responsibility and self-discipline through work and service. It symbolises the principle of practically transforming ideas into viable solutions through diligent work. Four is also indicative of order and management, energy, harmony and co-operation.
The company is a Level 1 B-BBEE contributor. We are 100% women owned, 51% black female owned and 51% youth owned with women comprising 70% of our workforce. We invest in the technical as well as soft skills of our employees with a view to establishing a firm foundation for career advancement in the sustainability sector. We are inspired to make a positive difference from the way we operate our business to the work we perform with our clients. Triplo4, in partnering with our clients in their quest for sustainable development, environmental regulatory compliance and business sustainability, proudly assists clients in finding innovative and sustainable solutions for their projects and businesses. It is demanding, complex and perplexing to achieve sustainability in an ever growing and changing regulatory and socio-economic environment. What our clients really value is how we work – we are ethical, go the extra mile and ensure excellence in a friendly and helpful manner. It is our sincere ambition to help clients succeed and make their lives easier.
CONTACT DETAILS:
Phone: 032 946 3213
Email: info@triplo4.com
Website: www.triplo4.com
000 STANDARD BANK TO P W O M EN LEADERS
The Triplo4 team is professionally registered and we are members of SACNASP and EAPASA. The company is ISO 14001 and 9001 certified and a member of leading environmental institutions and organisations such as the IWMSA, WISA, GBCSA. The Triplo4 team’s experience, underpinned by years in a corporate and consulting environment, enables us to provide a broad spectrum of solutions to both public and private clients. Our extensive range of offerings include: • Environmental authorisations, licenses and permits • Auditing • Compliance monitoring • Water management • Biodiversity assessment • Waste management • Carbon reporting and climate change • Maritime and oceans economy • Green building’s management • Sustainability and integrated reporting • Environmental management systems • Corporate social responsibility and investment projects • Environmental training and awareness • Greenenergy
T R I P LO4
A DV E RTO R I A L
TR IPL O 4 S U S TA I N A BLE SOLUT I ON S
O U R TOP WOMEN NTOM B I M TH EMB U: Which woman on a local, national and global level, inspires you? South Africa’s top entrepreneur, Connie Furguson. She is more than just a pretty face. What inspired me
the most about her is that instead of relying on her good looks, she used her brains to build an empire. She shelved many achievements, including being voted South Africa’s ten most beautiful women by Cosmopolitan Magazine in 1993, and she is her own boss. She is always professional and humble and her character is all about supporting women and helping others. She’s a businesswoman, actress, wife, mother and grandmother. Connie is a game changer who has proved that great determination and focus on your goals will boost success beyond boundaries.
M E L I S S A G O PAUL: Which women on a local, national and global scale, inspire you? Nationally, Barbara Creecy, South Africa’s Minister of Environment, Forestry and Fisheries, inspires me. She is actively involved in environmental decision-making in terms of economic, social and political constructs. Globally, I’d have to say Vandana Shiva, who is the Indian scholar and ecofeminist advocating the rights of women within the agricultural sector in India. Then, locally, I’d say Anita Padayachee, who is my mother. She has taught me to be fearless in this world and that every accomplishment starts with the decision to try.
NAADIRA NADASEN:
S HANI CE S I NG H:
What role do you and the women of your generation play in women equality? This starts at home. Our home is based on a 50/50
principle: there are no gender based tasks at home, and we all share responsibilities. A lot of my female friends and I participate in ‘Women Equality/Empowerment’ Campaigns. Our family and friends also donate and give their time to some hospices for abused children and women, and also homes housing female children.
C HEN READ: What is the biggest challenge facing the younger generation of women looking to follow in this space? One of the biggest challenges in our industry is the complexity of the nature of work and keeping abreast with the everchanging legislation. As women, we sometimes deal with assumptions and misconceptions regarding our level of competency to understand and deal with technical information. Women need to be resilient and learn continuously to stay ahead of the game. I believe that women come with sensitive and compassionate views, which can lend creativity and innovation to the problemsolving approach.
Which women inspire you in your profession? Without a doubt, our MD, Mrs. Hantie Plomp. She is an incredible leader
and supportive boss who has mentored many young women to be successful, sustainable thinkers, within the science field.
NERI TA S EWNAT H : What is the biggest challenge facing the younger generation of women looking to follow in this space? The main challenge would be working in a male-dominated field and having to prove that we deserve a seat at the table.
HANT I E P LO MP : What does Women’s Day 2020 mean to you? I believe that 2019 and 2020 have been challenging years for most people, especially business owners. With that as background, I would like to encourage all women to ‘show their grit’ and be tenacious in their efforts in moving forward and finding solutions - clarify your vision and pursue a great destiny. Remember that family, friends and business relationships are paramount to continued success, and, above all, believe in God He is your Shepherd, Rescuer, Comforter, Healer, Encourager, Provider and Sustainer.
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DRILLING DEEP AND BUILDING PARTNERSHIPS INTERVIEW WITH LINDIWE NAKEDI FOUNDER AND MANAGING DIRECTOR, GUBHANI EXPLORATION MC MINING. The company seamlessly carried out drilling in the greenfield stages of the
for the 2017 and 2018 term. WIMSA is an advocacy group for the rights of women in the mining sector.
project, which is located in an environmentally sensitive area in Mapungubwe, Limpopo.
Founded in 2008, Gubhani is a 100% black female-owned, surface exploration drilling company - a well-rounded service provider that understands and meets client service and compliance requirements. The company distinguishes itself through outstanding technical geological knowledge and understanding as well as excellent core recovery; it strives to provide its clients with the best information possible and boasts an average core recovery of 95%. As a woman-owned entity, Gubhani Exploration was born out of the need to fill the gap in core mining services in a male-dominated industry as a woman owned entity, and to bring about an element of transformation for the working environments of people employed in the environment. Our vision is embedded in excellence and making a difference in the lives of our employees. Most importantly, we are invested in becoming an innovative explorationdrilling partner in the mining industry. ACHIEVEMENTS: Gubhani successfully completed a largediameter bulk-sampling drilling project for coal exploration, development and mining company Coal of Africa - now
SOCIAL RESPONSIBILITY INITIATIVES: I am a very spiritual person, and one important purpose I believe in is the support of ministries I grew up in. I support them so that they can carry out all the community work they do for the youth, elderly and widowed. We have established an NPO, which is an arts extra mural activities school, mainly for children based in townships who are not exposed to activities such as dance and music.
Gubhani was also responsible for geotech drilling at diversified mining and minerals company, African Rainbow Minerals’ Nkomati Nickel Mine, in the Machadodorp area of the Mpumalanga region. We have managed to drill for small and major companies such as De Beers, Exxaro and South32 (South African Energy Coal).
GENDER POLICIES: We choose to develop female talent in this industry which has often not given opportunities to women. We engage service providers which are womenowned entities in order to either partner with, or source services or equipment from them.
In 2018 Lindi Nakedi was selected as one of Top 100 Global Inspirational Women in Mining by WIM UK. Lindi also served as Chairperson of Women in Mining South Africa (WIMSA)
FIVE TIPS ON SURVIVING AND THRIVING IN BUSINESS 1. A LWAYS HAVE AT LEAST A THREE
MONTH’S CONTINGENCY SAVINGS
ACCOUNT
2. H AVE HONEST AND TRANSPARENT
RELATIONSHIPS WITH YOUR SUPPLIERS BECAUSE THEY WILL SUPPORT YOU IF FACED WITH CHALLENGES.
3. N ETWORKING
IS KEY BECAUSE PEOPLE YOU KNOW CAN EITHER GIVE YOU BUSINESS OR DIRECT YOU TO PLACES WHERE THERE ARE OPPORTUNITIES
4. M ARKET YOUR
BUSINESS AS OFTEN AS YOU CAN - ALWAYS PUT SEEDS IN THE GROUND
5. D IVERSIFY IN ORDER TO HAVE MORE OPPORTUNITIES TO MAKE MONEY
000 STANDARD BANK TO P W O M EN LEADERS
GUBHA N I EX PL O RATI ON
I N T E RV I E W
“OUR DEEPEST FEAR IS NOT THAT WE ARE INADEQUATE. OUR DEEPEST FEAR IS THAT WE ARE POWERFUL BEYOND MEASURE” – MARIANNE WILLIAMSON
HOW HAVE YOU IMPLEMENTED GENDER DRIVEN DEVELOPMENT IN THE WORKPLACE? As a female owner of a business that has historically been accepted as a ‘man’s job’, I’ve made it my responsibility to be a visible part of operations that add value, in order to change male perceptions in the workplace about what women can and cannot do.
I have made it a mandate of mine to take on female talent and, hopefully, teach them about drilling and the opportunities that are available in this type of business. HOW HAS GENDER EMPOWERMENT STRENGTHENED YOUR
WHAT SKILLS DO YOU THINK LEADERS OF THE FUTURE ARE GOING TO NEED? As we move into what now seems to be a ‘hybrid work environment’, combination teams will require different types of techniques to ensure productivity and performance – this takes into
ORGANISATION? I believe that without gender empowerment my organisation would not ‘traditionally’ have been given an opportunity, especially since most organisations would cite experience and capacity as reasons for not engaging us on projects as contractors. However, because there was a requirement to give women-owned entities opportunities, that was truly an opportunity to get my company’s foot in the door. This did not mean that we could slack - quite the opposite instead, we had the responsibility to prove ourselves and cement ourselves as valuable service providers. We also carry the reputation of every other woman who then has to be considered for work or business opportunities, based on our success or failure.
consideration both remote and officebased teams. Leaders need to be easily adaptable to change and have empathy for employees who have to learn to adapt to these many changes, as well. Leaders also need to be solutions-driven and have the ability to integrate technology and people skills to get the most out of their respective teams.
HOW ARE YOU USING SOCIAL MEDIA TO
These women have focus and don’t stop until they achieve their missions. They are relentless even in the face of opposition and adversity.
CREATE MORE BUSINESS? Most social media platforms (SMPs) are not used by our prospective clients, but I have found LinkedIn to be the ideal platform for engaging with potential clients on other fundamental issues, as well as keeping up-to-date with industry news and happenings. In addition, when relationships form via LinkedIn, and values and ideals are shared between community members, people tend to end up working together and new business opportunities arise.
WHICH FEMALE LEADERS INSPIRE YOU THE MOST, AND WHY? I am inspired by a number of female leaders from different industry sectors. I am most inspired by their selflessness, their willingness to teach and empower others, and their passion and drive for what they do. Women like Phuthi Mahanyele-Dabengwa, Georgette B. Sakyi-Addo, Tebogo Mosito, represent these qualities, to name but a few.
CONTACT INFORMATION Phone: +27 11 913 8024 Email: info@gubhani.co.za Website: https://www.gubhani.co.za/
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DOWNTOWN MUSIC HUB
PROVIDING QUALITY RECORDINGS THAT ARE CELEBRATED GLOBALLY
MPUME MABUZA CEO
DTMH is proud to be associated with legendary artists and bands who recorded their music at the Downtown Studios over the years: Stimela Joseph Shabalala & Ladysmith Black Mambazo Lucky Dube Soul Brothers Mbongeni Ngema Hugh Masekela Thandiswa Mazwai Winnie Mashaba Soweto Gospel Choir Wouter Kellerman Kwesta
Nadia Nakai Areece & the Wrecking Crew Nasty C Black Coffee Sjava Emtee Tiwa Savage Micasa Da L.E.S Babes Wodumo Big Zulu Harrisson Crump
Over and above music, there are other creative products produced and recorded at DTMH. These include the following film projects: • Bacardi House Party Sessions • Lockdown Drama Series • Lebo Mathosa Movie • Hustle • The Bridge • Back To The City 3rd Stage • Top Billing musician episodes And the following TV Advertisements: • KFC with Stogie T & Touchline • MTN with Bucie & Professor • Cell C with Babes Wodumo • Puma shoot with Nasty C Some of the top quality products recorded at the Hub have been awarded at the Grammys, SA Hip Hop, the SAMA’s as well as Metro Awards.
Downtown Music Hub (DTMH) is, among other things, a landmark recording facility located in the heart of Johannesburg, with more than 40 years of rich history and top charting records. Downtown Studios has been offering artists a truly inspirational and openly creative space for decades. After a make-over in 2015, this queen of the local sound scene continues to provide studio time to aspiring and established artists alike; with quality sound derived from world-class equipment, awardwinning engineering and a historically unmatched studio experience.
DTMH is, however, more than just a recording studio facility, but a fullyfledged community centre aimed at equipping industry role-players with necessary skills for long-term success in their field, stage events that enable today’s music entrepreneurs to connect and collaborate, while preserving South African’s rich musical journey for future generations through its in-house public museum. The Hub was established through key support from the Department of Arts and Culture with the view of developing the South African independent music sector and to contribute to local content production. The music industry is one of the biggest sectors within the broader creative industry, however, it continues to be plagued by a number of challenges that render the growth of local music producers impotent. As a result the Downtown Music Hub was initiated as part of the transformation agenda to capacitate the sector through production of quality content that will be ready for broadcast on a number of platforms both locally and internationally, but most important, to promote local ownership of the content produced.
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THE AIMS OF THE HUB ARE: • Cutting-edge recording facilities for preand post-production of music, film and other creative products so as to facilitate a conducive environment for production of high quality products for local consumption and for export to international markets • A platform for publishers in the music industry to practice their craft and network in an environment where their works are
protected and the requisite benefits accrue to them.
• Contributing meaningfully towards to the drive to prioritise indigenous music and the playing of local content in the various broadcasting, media and other facilities thus ensuring that livelihoods of local musicians are secure • Creation of empowerment projects and programmes, with requisite partners, in order to facilitate human capital development and skills upliftment for roleplayers in the industry value chain, thus enhancing entrepreneurship, sustainable professionalism resulting in economic empowerment • Collection, preservation and promotion of South African music heritage • Form part of a creative precinct, in the heart of Jo’burg, intertwining music, film, crafts, design and other, as well as connecting the Hub to other vibrant attractions such as Maboneng, Gandhi Square, Newtown and The Market Theatre. • Embrace and use technology as a driver and enabler for industry growth and development • Undertake research on various aspects of the music industry • Provision of cutting edge recording technology and equipment to support communities in the SAD region In achieving all the above, DTMH partners with like-minded local and international organisations in both the public and private sectors.
D O W N T O W N M U SI C H U B
PROFILE
OUR VISION: “Centre of music excellence” OUR MISSION: To be South Africa’s centre of music excellence by providing access to recording facilities and commercialise recording content. OUR VALUES: Excellence – We take pride in what we do. Respect – We deliver on our commitments with utmost respect towards one another and our stakeholders. Honesty – We remain truthful to our course. Teamwork – We conduct ourselves in a
manner that is service excellence orientated. PRODUCTS: DTMH’s products include state-of-theart recording studios; spacious rehearsal studios, where many SA’s legendary artists sharpened their craft in order to deliver a top-notch performance; Hub tours; a public museum and gallery; and spacious facilities for live events and creative projects STAKEHOLDERS Being an NPC, established for the positive transformation of the music industry, DTMH operates in partnership with all its stakeholders. These include clients, tenants, service providers, investors, employees, board members, and the community, all of whom have influence over, and an interest in the DTMH. • Our clients are made up of artists, composers and record labels. • Our tenants represent a variety of roleplayers within the music industry value chain, who lease premises within the DTMH’s five storey building. • Our suppliers and service providers • Our internal stakeholders include employees, freelancers and interns. • Our board members exercise oversight and provide direction to DTMH. • Investors or funders provide DTMH with necessary financial resources to fulfil its mandate. • Our community refers to music industry roleplayers in the City, province, country and the region to whom DTMH is accountable to.
INTERNSHIP PROGRAMME: As part of its aim of providing and enhancing critical skills within the local music industry, the Hub has partnered with local music schools for their internship programmes. Over the years, our sound engineering interns have had the rare privilege of gaining technical experience in recording, mixing and mastering through DTMH’s award-winning and experienced freelance engineers, within a studio environment of international standards. THE FUTURE OF DTMH • Digital Music Platform – to enable creators, artists and composers to sell their music or art locally and internationally (among other things), while ensuring retaining ownership and bulk of the proceeds. • Joburg’s Creative Corridor – With Joburg’s vibrant attractions including Maboneng, Gandhi Square, Newtown, Market Theatre and others located nearby, the Hub has the opportunity to participate in the vision of a creative and a tourism precinct in the heart of the city. • Music Academy – The Hub aims to constructively contribute towards the upliftment of professional skills of artists, producers, writers, engineers, and many others within the music industry value chain. For this and all our major projects, DTMH wishes to collaborate with like-
minded partners and organisations locally and internationally. • National outreach – to help ensure that the creative quality of South African creative products stays at world-class level, DTMH wishes to be innovative in providing access to top quality recording facilities to all talent, whether they are located in a big city or rural area. WHAT IS DTMH’S VALUE PROPOSITION? • Sound quality of international standard • Award-winning sound engineering • Unmatched studio experience • Cutting edge recording facilities • Spacious rehearsal and studio space • Rich music heritage
CONTACT INFORMATION Physical address: 62 Goud Street (Corner Fox St.) Johannesburg Telephone: (011) 334-7230 Email: info@dtmh.co.za Website: https://dtmh.co.za/
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Z I MA S A T R AV E L
A DV E RTO R I A L
KHOSI TYOBEKA - TRAVELLING TO NEW HEIGHTS WITH ZIMASA TRAVEL Khosi Tyobeka is the founder & CEO of Zimasa Travel Pty Ltd., which is a 100% black female-owned entity focusing on travel management and conferencing, based in Rustenburg, North West. Khosi has a Bachelor of Business Administration degree and diploma in Project Management. She followed her passion for the travel & tourism industry in 2016. After resigning as a full time marketing manager in 2016, she felt the need to utilise her expertise to grow Zimasa Travel to be a fully functional entity. She also completed a Financial Management & Entrepreneurship certificate through North West University in 2018. Growing up in a rural area, in the Moses
Kotane Municipality, in the North West, Khosi is passionate about giving back to the community by empowering young girls to believe in themselves and mentor them within the tourism space. Khosi is
currently serving on the provincial committee for Women in Tourism structures, as the Chairperson for Bojanala District and as Deputy Chair for the provincial structure. Zimasa Travel (Pty) Ltd, is a travel company that assists corporate and leisure clients in simplifying their travel plans. The SME has had the privilege of showcasing their business in different tourism trade shows globally, like the World Travel Market in London (WTM), Africa’s Travel Indaba 2017/2018 and the World Travel Market in Cape Town.
Through Khosi’s leadership, Zimasa Travel won the award for Best Performing SMME for SAICA, was a part of the J.P. Morgan Flagship programme 2018, won the Special MEC Award at Provincial Lilizela Awards 2018 and was a ETEYA Provincial Finalist in the Lilizela Awards 2018.
FILLER AD
CONTACT INFORMATION
Email: khosi@zimasatravel.co.za / info@zimasatravel.co.za
Telephone: 0145734363
Website: www.zimasatravel.co.za
Instagram: @zimasatravel / @khosi69
Twitter: @zimasatravel / @dorothy_dee
Facebook: Zimasa Travel Agency Page / Dorothy Khosi Tyobeka
TOP 100
COMPANIES The central focus of Top Women in Business and Government is gender empowerment in the workplace. In order to determine the ranking of the top 100 gender empowered companies in South Africa, organisations are evaluated according to a set of criteria which can be broadly grouped into employment and control criteria on the one hand, and policy criteria on the other. Within the former group, organisations are measured in terms of the extent to which women are represented within employment; as well as management and ownership. This includes whether the organisation has a female CEO, MD or chairperson; and the proportion of women within overall employment, and among executive directors, management and senior management. The proportion of female ownership is another criterion within this group. The second set of criteria reflects organisations’ commitment to gender equality and empowerment, as is evidenced by the existing nature of company policies. The establishment of written policies that are specifically women-focused and designed to encourage the retention of women in the workplace; as well as corporate social investment (CSI) expenditures that hone in on the development of women, represent a critical set of criteria within the policy sphere. This data is rigorously researched and analysed over a period of one year. Based on the above criteria, the following are the 100 most gender empowered companies in South Africa.
000 STANDARD BANK TO P W O M EN LEADERS
TO P 10 0 C OMPA NI ES
CO M PA N I ES & S E C TO R S AIRLINES & AIRPORTS , AIR CHARTER
EDUCATION & BUSINESS TRAINING
• Airports Company South Africa (SOC) Limited
• Curro Holdings Limited
• Comair Limited
• Primeserv Group Limited
ASSET MANAGERS
ELECTRICAL EQUIPMENT
• Coronation Fund Managers Limited
• Actom (Pty) Ltd
• Sygnia Limited
• South Ocean Holdings Limited
BEVERAGES - DISTILLERS & VINTNERS
ELECTRONIC EQUIPMENT
• Distell Limited
• Etion Limited
BROADCASTING CONTRACTORS
EMPLOYMENT AGENCIES
• South African Broadcasting Corporation Limited
• Adcorp Holdings Limited
BUILDING & CONSTRUCTION MATERIALS • Superway Construction (Pty) Ltd
BUSINESS SUPPORT SERVICES • Metrofile Holding Limited
CHEMICALS - SPECIALITY • AECI Limited
COLLEGES • Boland Tvet College
• DAV Professional Placement Group • Express Employment Professionals (Pty) Ltd • Isilumko Staffing (Pty) Ltd • Workforce Holdings Limited
ENGINEERING - GENERAL • Andrologix (Pty) Ltd
FARMING • RCL Foods Limited
FOOD & DRUG RETAILERS
COMPUTER HARDWARE
• Pick ‘n Pay Holdings Limited
• Dell Computers (Pty) Ltd
• Shoprite Holdings Limited
COMPUTER SERVICES
• Woolworths Holdings Limited
• 3DR Holdings (Pty) Ltd
GENERAL MINING
• Mustek Limited
• South32 Limited
• T-Systems SA (Pty) Ltd
DIAMOND • De Beers Consolidated Mines Limited
HEALTH MAINTENANCE ORGANISATIONS • Netcare Limited
HOLDING COMPANIES
DIVERSIFIED INDUSTRIES
• Aveng Africa Limited
• Diversified Industries
• EOH Holdings Limiited
• African Rainbow Minerals Limited
• Spur Corporation Limited
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
LAW SERVICES • Adams & Adams • Cheadle Thompson & Haysom Inc • Legal Aid South Africa
LEISURE FACILITIES • Aquila Projects (Pty) Ltd
LIFE ASSURANCE • Assupol Life limited • AVBOB Mutual Assurance Society • Old Mutual Life Assurance Company South Africa Limited
HOSPITAL MANAGEMENT & LONG TERM CARE
LOCAL GOVERNMENT AGENCIES & BODIES
• Life Healthcare Group Holdings Limited
• City of Johannesburg Property Company (SOC) Limited
• Medi-Clinic Southern Africa Limited
HOTELS • City Lodge Hotels Limited • Sun International Management Limited • Tsogo Sun Holdings Limited
INSURANCE • Santam Limited
INSURANCE BROKERS • Outsurance Insurance Company Limited
INSURANCE NON-LIFE • Old Mutual Insure Limited
INVESTMENT COMPANIES • Growthpoint Properties Limited • Hosken Consolidated Investment • Investec Limited • JSE Limited • PSG Group Limited • Sanlam Limited
INVESTMENT ENTITIES • WDB Investment Holdings (Pty) Ltd
INVESTMENT HOLDING COMPANIES • AfroCentric Group
000 STANDARD BANK TO P W O M EN LEADERS
MEDIA AGENCIES • Ogilvy & Mather South Africa
NATIONAL GOVERNMENT AGENCIES • Transnet National Ports Authority of South Africa
OTHER FINANCIAL • FindBond Group Limited
TO P 10 0 C OMPA NI ES
REAL ESTATE HOLDING & DEVELOPMENT • Vukile Property Fund Limited
RETAILERS - HARDLINES • Introstat (Pty) Ltd
RETAILER - SOFT GOODS • Mr Price Group Limited • TFG Limited • Truworths International Limited
SHIPPING & PORTS • Grindrod Limited
SOFTWARE OTHER MINERALS , EXTRACTORS & PRODUCTION
• SAP South Africa (Pty)Ltd
• Kumba Iron Ore Limited
STEEL
PACKAGING • Mpact Operations (Pty) Ltd
PAPER • Mondi Limited
PERSONAL PRODUCTS • Revlon South Africa (Pty) Ltd • Unilever South Africa (Pty) Ltd
PERSONAL PRODUCTS
• Merafe Resources Limited
TELECOMMUNICATIONS SOLUTIONS • Telkom SOC Limited • Vodacom Limited
TOURISM BODIES • Table Mountain Aerial Cableway (Pty) Ltd
WIRELESS TELECOM SERVICES • MTN Group SA
• Avroy Shlain (Pty) Ltd
PHARMECEUTICALS • Adcock Ingram Limited • Aspen Pharmacare Holdings Limited
PLATINUM MINING • Northam Platinum Limited
PROVINCIAL GOVERNMENT AGENCIES • Gautrain Management Agency • Ithala Development Corporation
PUBLISHING, PRINTING & REPRODUCTION • African Media Entertainment Limited
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
TO P WO M EN
IND EX 2021 RESOURCES MINING
Petmin (Pty) Ltd
CHEMICALS & ADVANCED MATERIALS Innovative Water Care South Africa (Pty) Ltd Lumoss Mouldings (Pty) Ltd
COAL
MCMining Limited
CHEMICALS & SPECIALITY
Londani Coal (Pty) Ltd
AECI Limited
Makoya Supply Chain Holdings (Pty) Ltd
Buckman Laboratories (Pty) Ltd
Wescoal Holdings Limited
Budget Insurance Brokers (Pty) Ltd FFS Refiners (Pty) Ltd
GOLD MINING
Permoseal (Pty) Ltd
AngloGold Ashanti Limited
SAFIC (Pty) Ltd
DRD Gold Limited
Sasol Limited
Gold Fields Limited
PLATINUM Impala Platinum Holdings Limited
OIL & GAS
OIL GAS & INTEGRATED
Astron Energy Cape Town Refinery Engen Petroleum Limited
DIAMOND Ekapa Mining (Pty) Ltd De Beers Consolidated Mines Limited
KZN Oils (Pty) Ltd The Petroleum, Oil and Gas Corporation of South Africa (Pty) Ltd Total South Africa (Pty) Ltd
OTHER MINERAL EXTRACTORS & MINES Foskor (Pty) Ltd
Transnet Pipelines WOA Fuels & Oils
Kumba Iron Ore Limited Palabora Copper (Pty) Ltd Richards Bay Minerals (Pty) Ltd Women of Africa Fuels & Oils cc
BUILDING & CONSTRUCTION MATERIALS BUILDERS MERCHANTS
Brakkefontein Clay Products (Pty) Ltd
BUILDING & CONSTRUCTION MATERIALS Adriya Sports and Fencing cc Afrimat Limited Amabamba Fencing (Pty) Ltd Atlas Copco SA (Pty) Ltd Builders Warehouse, Builders Express,
BASIC INDUSTRIES CHEMICALS
Builders Trade Depot Consolidated Infrastructure Group Limited Dekro Paints (Pty) Ltd
CHEMICALS & COMMODITIES
DPI Plastics (Pty) Ltd
GENERAL MINING
Air Products South Africa (Pty) Ltd
Haw & Inglis (Pty) Ltd
African Rainbow Minerals Limited
ICI Dulux (Pty) Ltd
Isizwe Glass & Aluminium cc
Anglo American GSS
Kansai Plascon Africa (Pty) Ltd
Karebo Group Limited
Assore Limited
Servochem (Pty) Ltd
Lafarge Industries South Africa (Pty) Ltd
000 STANDARD BANK TO P W O M EN LEADERS
I NDEX
Malaka Supplies cc Murray & Roberts Peri Formwork Scaffolding Engineering (Pty) Ltd PG Bison Pretoria Portland Cement Company
OTHER MANUFACTURING OTHER MANUFACTURING
South African Mint Company RF Limited
AEL Mining Services (Pty) Ltd Aluvin (Pty) Ltd
Sephaku Cement (Pty) Ltd
Amc Classic (Pty) Ltd
Silica Quartz (Pty) Ltd
Aqua-loc South Africa (Pty) Ltd
Wahl Industries (Pty) Ltd
Artistic Wood Carvers and Turners (Pty) Ltd AVI Products (Pty) Ltd
HOUSE BUILDING
Bata South Africa
Alro Automation Cc
BIC South Africa (Pty) Ltd
Uvuko Civils Maintenance & Construction cc
Blenrite Chemicals (Pty) Ltd Botselo Mills (Pty) Ltd Brilliant Brading
OTHER CONSTRUCTION Boitshoko Road Surfacing and Civil Works cc Bombela Concession Company (Pty) Ltd Dithaba Construction (Pty) Ltd M3 Construction Projects (Pty) Ltd Mazor Group Limited MRW Projects cc Power Construction (Pty) Ltd
HEAVY CONSTRUCTION African National Cranes cc Aveng Limited Boshard Construction (Pty) Ltd CV Projects SA ELB Equipment (Pty) Ltd Hilti South Africa (Pty) Ltd
B & E International (Pty) Ltd Columbus Stainless (Pty) Ltd
Acoustex (Pty) Ltd
Limited (PPC)
Mathote Modula Building Systems (Pty) Ltd
NON-FERROUS METALS
Darling Romery Denel PMP Doubell Machines & Equipment First National Battery GEA Refrigeration Africa (Pty) Ltd Lion Match Products (Pty) Ltd Melco Conveyer Equipment Modart (Pty) Ltd Permoseal (Pty) Ltd
GENERAL INDUSTRIALS AEROSPACE & DEFENCE DEFENCE
Advanced Technologies & Engineering Company (Pty) Ltd Aerosud Holdings Imperial Armour cc
DIVERSIFIED INDUSTRIALS DIVERSIFIED INDUSTRIALS
Barloworld Limited Chep SA Curro Holdings Limited Firefly Investments 42 cc Hitech-Gregfor (Pty) Ltd Imperial Holdings Limited Kap Industrial Holdings Limited The Bidvest Group Limited
Polychem Replacement Parts cc Prowalco (Pty) Ltd Trailtech WTVL cc Zodiac Pool Care South Africa (Pty) Ltd
STEEL & OTHER METALS
ELECTRONIC & ELECTRICAL EQUIPMENT ELECTRICAL EQUIPMENT
ACTOM (Pty) Ltd Black Lite Energy (Pty) Ltd
Imbani Projects (Pty) Ltd
IRON & STEEL
CBI-Electric: low voltage
Ruwacon (Pty) Ltd
Decoma Services CC
Colcab (Pty) Ltd
SMEC South Africa (Pty) Ltd
Macsteel Services Centres SA (Pty) Ltd
Edison Power Electrical (Pty) Ltd
The Power Group of Companies (Pty) Ltd
Merafe Resources Limited
Enzani Technologies (Pty) Ltd
WBHO Construction (Pty) Ltd
Nedsteel (Pty) Ltd
Idube Electrical (Pty) Ltd
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
Mandlakazi Electrical Technologies
ENGINEERING FABRICATORS
Zungu Elgin Engineering Innovations Pty Ltd
(Pty) Ltd
Lindumn Tool Works (Pty) Ltd
Steel and Engineering Industries Federation
South Ocean Holdings Limited
Mercury Engineering Co (Pty) Ltd
Voltex (Pty) Ltd
Salchain (Pty) Ltd
of Southern Africa (SEIFSA)
CONSULTING ENGINEERING ELECTRONIC EQUIPMENT
ENGINEERING & GENERAL
Aspire Consulting
ABB South Africa (Pty) Ltd
Actus Integrated Management (Pty) Ltd
Bergstan South Africa Consulting and Development
Aberdare Cables (Pty) Ltd
Aveng Water
Alaris Holdings Limited
Den Engineering (Pty) Ltd
Allied Technologies Limited
Dibama Supplies cc
Autocon Systems CC
Dupleix Liquid Meters
Conlog
Eyethu Engineers (Pty) Ltd
Dartcom (Pty) Ltd
Florofix Trading Trust
Deebar Mining and Industrial Supplies cc
Handel Street Upholsterers & Motor Trimming (Pty) Ltd
Enzani Technologies (Pty) Ltd
Howden Donkin (Pty) Ltd
Instrument Transformer Technologies (Pty) Ltd
Manitou Southern Africa (Pty) Ltd
K.H. Distributors cc
Max Scott Engineering Sales cc
Kolok (a division of Bidvest paper plus)
Mintek - Small Scale Mining & Benefication Division
Kyocera Document Solutions South Africa
The South African Institute of Electrical Engineering
(Pty) Ltd
Valve Specialists CC
Nashua Kopano
ENGINEERING & MACHINERY
Engineers (Pty) Ltd Bigen Africa Services (Pty) Ltd BVI Consulting Engineers (Pty) Ltd Geosure (Pty) Ltd MPA Consulting Engineers Nolitha (Pty) Ltd Rendeals Four Consulting (Pty) SCIP Engineering Group (Pty) Ltd Mariswe (Pty) Ltd
CYCLICAL CONSUMER GOODS AUTOMOTIVE & PARTS AUTOMOBILES
Bentley and Lamborghini South Africa (Pty) Ltd
COMMERCIAL VEHICLES & TRUCKS
BMW Group South Africa (Pty) Ltd
Centurion Truck and Bus (Pty) Ltd
Fiat & Chrysler South Africa (Pty) Ltd
East Coast Forklifts (Pty) Ltd
Motus Corp Pty Ltd Toyota South Africa Motors (Pty) Ltd
ENGINEERING & CONTRACTORS
Volkswagen SA
Barloworld Equipment Enviroware Construction (Pty) Ltd
AUTO PARTS
Ernest Lowe (division of Hudaco Trading
Aunde South Africa (Pty) Ltd
(Pty) Ltd)
Autozone
Ithuba Industries
Bearing Lynk
Lennings Rail Services (Pty) Ltd
Bellville Glass Centre
Mitsubishi Hitachi Power Systems Africa
Deutz Dieselpower (a division of Hudaco Trading
(Pty) Ltd
(Pty) Ltd)
Pentafloor Group of Companies
E-Z-GO Golfcarts South Africa (Pty) Limited
Tenova Pyromet (Pty) Ltd
Midvaal Motor Engineers and Auto Services cc
000 STANDARD BANK TO P W O M EN LEADERS
I NDEX
Kaap Agri Bedryf Limited
HOUSEHOLD APPLIANCES & CONSUMER ELECTRONICS
RCL Foods Limited
Defy Appliances (Pty) Ltd
Senwes Limited
Ellies Holdings Limited
Tswellapele Plants cc t/a Plantwise
Home of Living Brands (Pty) Ltd Homechoice Holdings Limited
FISHING Amawandle Hake (Pty) Ltd
OTHER TEXTILES & LEATHER GOODS
Blue Continent Products (Pty) Ltd
Berg Clothing cc
Komicx Products (Pty) Ltd
Colibri Towelling (Pty) Ltd
Oceana Group Limited
Korteks Textiles Africa (Pty) Ltd
TYRES & RUBBER
Premier Fishing SA (Pty) Ltd
Presles (Pty) Ltd
Continental Tyre South Africa (Pty) Ltd
FOOD PROCESSORS
Michelin Tyre Company SA (Pty) Ltd
VEHICLE DISTRIBUTION AAD Truck and Bus (Pty) Ltd Eastvaal Motors (Pty) Ltd
Astral Operations Limited
NON-CYCLICAL CONSUMER GOODS BEVERAGES
AVI Limited Ciro Beverage Solutions (Pty) Ltd Danone Southern Africa (Pty) Ltd
BEVERAGES & DISTILLERS & VINTNERS
Excellent Meat Corporation (Pty) Ltd
Aqua Air Africa (Pty)
Faircape Dairies (Pty) Ltd
Namaqua Wines (Pty) Ltd
Illovo Sugar (Pty) Ltd
Orange River Cellars Co-op
Imana Foods SA (Pty) Ltd
CLOTHING & FOOTWEAR
South African Distilleries and Wines
In2food Group (Pty) Ltd
Bolton Footwear (Pty) Ltd
Swartland Wynkelder (Pty) Ltd
Langeberg & Ashton Foods (Pty) Ltd
Salvage Management & Disposal (Pty) Ltd
HOUSEHOLD GOODS & TEXTILES
McCain Foods South Africa (Pty) Ltd
Frams Footwear HI-TEC Sports Distributors (Pty) Ltd
SOFT DRINKS
Montagu Foods
House of Monatic (Pty) Ltd
Appletiser SA (Pty) Ltd
Parmalat SA (Pty) Ltd
Keedo International (Pty) Ltd
Coca-Cola Beverages South Africa
Premier FMCG (Pty) Ltd
MSA Africa (Pty) Ltd
The Beverage Company (Pty) Ltd
Rhodes Food Group (Pty) Ltd Tetra Pak
Nike South Africa (Pty) Ltd PBM Group Puma Sports Distribution (Pty) Ltd Sweet-Orr & Lybro (Pty) Ltd
FOOD PRODUCERS & PROCESSORS
Tiger Brands Limited
Afgri Operations Limited
HEALTH MAINTENANCE ORGANISATIONS
FARMING
HEALTH
FURNISHINGS & FLOOR COVERINGS
Bekto Fresh Produce cc
BSN Medical (Pty) Ltd
Alpine Lounge
County Fair Foods
Discovery Health (Pty) Ltd
Dynamic Flooring cc
Crookes Brothers Limited
Discovery Limited
Floorworx Africa (Pty) Ltd
Denny Mushrooms (Pty) Ltd
Medscheme Holdings (Pty) Ltd
Heidel Eggs
Momentum Health
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
Sechaba Medical Solutions Workforce Healthcare (Pty) Ltd
HOSPITAL MANAGEMENT & LONG-TERM CARE Community Investment Holdings (Pty) Ltd Kaelo Life Healthcare Group Holdings Maponya 911 EMS Marie Stopes South Africa NGO Medi-Clinic Southern Africa
Lufil Packaging (Pty) Ltd
Aspen Pharmacare Holdings Limited
Melomed Hospital Holdings (Pty) Ltd
Mpact Limited
Boehringer Ingelheim South Africa
Netcare Limited
Natal Box Factory cc Pride-Pak Packaging (Pty) Ltd
MEDICAL EQUIPMENT & SUPPLIES Arjohuntleigh South Africa (Pty) Ltd Neomedic (Pty) Ltd NTP Radioisotopes SOC Limited Orthopaedic Textiles The Dental Warehouse (Pty) Ltd
OTHER HEALTHCARE AfroCentric Investment Corporation Limited Be Safe Paramedical cc Dr Langa Kgolane Medical Spa Lancet Laboratories (Pty) Ltd Pharma Dynamics (Pty) Ltd
Safepak (Pty) Ltd
PERSONAL CARE & HOUSEHOLD PRODUCTS HOUSEHOLD PRODUCTS
Bliss Brands (Pty) Ltd
ALPA South Africa Corruseal Corrugated KZN (Pty) Ltd
Mediscor PBM (Pty) Ltd Novartis South Africa (Pty) Ltd Vital Health Foods (Pty) Ltd
The Scientific Group (Pty) Ltd
Amka Products (Pty) Ltd Annique Health and Beauty Avon Justine South Africa (Pty) Ltd Avroy Shlain (Pty) Ltd
TOBACCO TOBACCO
British American Tobacco SA
Black Like Me (Pty) Ltd Green Logik SA
Kimberly-Clark South Africa (Pty) Ltd
Astrapak Limited
Loock Pharmaceuticals
African Extracts Rooibos
Imbalie Beauty Limited
Afripack (Pty) Ltd
Genop Healthcare (Pty) Ltd
BIOTECHNOLOGY
South African National Blood Services (SANBS)
PACKAGING
Clicks Group Limited
PERSONAL PRODUCTS
Respiratory Care Africa (Pty) Ltd
PACKAGING
(Pty) Ltd
Quality Products (Pty) Ltd
CYCLICAL SERVICES HIRING SUPPLY
Revlon South Africa (Pty) Ltd
EVENTS & CATERING EQUIPMENT RENTAL
Unilever South Africa ( Pty) Ltd
A-Z Vending Solutions Pty Ltd The Event Production Company (Pty) Ltd
PHARMACEUTICALS & BIOTECHNOLOGY
ELECTRONICS EQUIPMENT RENTAL
PHARMACEUTICALS
CCTV Security Surveillance Gauteng (Pty) Ltd
Future Packaging & Machinery (Pty) Ltd
Adcock Ingram Limited
Gearhouse South Africa (Pty) Ltd
Golden Era Group of Companies (Pty) Ltd
Ascendis Health Limited
Media Film Service (Pty) Ltd
000 STANDARD BANK TO P W O M EN LEADERS
I NDEX
GENERAL RETAILERS SHOPPING CENTRES
Eastgate Shopping Centre Gateway Theatre of Shopping
TFG Limited
HSE Solutions
Truworths International Limited
The Cold Chain (Pty) Ltd Imperial Fast & Fresh (Pty) Ltd
TRADE
Intombi Promotional Gifts cc
IMPORT & EXPORT
Irizar Southern Africa (Pty) Limited
Allscan Trading
Kolok (a division of Bidvest Paper Plus)
RETAILERS - HARDLINES
A-Z Trading Corporation cc
Marsing & Co. Africa (Pty) Ltd
AJM Sales & Services cc
Atlas Fire Security (Fire Protection Equipment)
Natal Coastal Communications
Antalis South Africa (Pty) Ltd
Broadway Sweets (Pty) Ltd
Page Automation
Bidvest Waltons (Pty) Ltd
Capespan South Africa (Pty) Ltd
Printacom (Pty) Ltd
Boxer Superstores Limited
Geodis (Pty) Ltd
Victoria & Alfred Waterfront
Cellucity (Pty) Ltd Combined Motor Holdings Limited
Pernod Ricard South Africa (Pty) Ltd Skills Train Distributors
Fig Technology (Pty) Ltd Forms Media Independent Africa (Pty) Ltd Introstat (Pty) Ltd Jenna Clifford Designs (Pty) Ltd LA Group (Pty) Limited Leitam Business Solutions Madiba Bay Datapower NEO Technologies (Pty) Ltd Ningi Envelopes & Stationers cc t/a Glenstat OK Furniture (a trading division of Shoprite Checkers (Pty) Ltd) Seartec Trading (Pty) Ltd Tile Africa Tiletoria (Pty) Ltd Tracktone SA (Pty) Ltd Watkins Valeur Zamanguni Automation (Pty) Ltd
LEISURE, ENTERTAINMENT & HOTELS GAMING
WHOLESALE
Afrisun Gauteng (Pty) Ltd
Advance Seed (Pty) Ltd
Emnotweni Casino (a division of Tsogo Sun
Amway South Africa LLC Discount Electrical Wholesale cc Edward Snell & Co. (Pty) Ltd Joburg Market (Pty) Ltd Kromco (Pty) Ltd Malls Tiles Distribution (Pty) Ltd Medis (Pty) Ltd Prime Fastener (Pty) Ltd Ranch Meat Centre (Pty) Ltd Tupperware Southern Africa (Pty) Ltd
Casinos (Pty) Ltd) Gold Circle (Pty) Ltd Gold Reef City Casino Grandwest Casino & Entertainment World KwaZulu-Natal Gaming & Betting Board Monte Casino (a divison of Tsogo Sun Casinos (Pty) Ltd Peermont Global (Pty) Ltd Phumelela Gaming & Leisure Limited Tsogo Sun Caledon (Pty) Ltd t/a The Caledon Casino Hotel and Spa Tsogo Sun Holdings Limited
U & G Fabrics
Zamani Holdings
DISTRIBUTORS
HOME ENTERTAINMENT
Atlas Oil & Chemical
South African Music Rights Organisation
Axiz (Pty) Ltd
RETAILERS & SOFT GOODS
Bearings International
Ackermans
Beswick Office Products (Pty) Ltd
Edcon Holdings
Bidvest Office (Pty) Ltd
Levi Strauss South Africa (Pty) Ltd
Brutes Air Solutions (Pty) Ltd
Mr Price Group Limited
D & J Stationers cc
Pepstores (a division of Pepkor Retail Ltd)
Decoma Services cc
Queenspark (Pty) Ltd
Fuchs Lubricants South Africa (Pty) Ltd
Ster-Kinekor Theatre
HOTELS City Lodge Hotel Group Coastlands Durban (Pty) Ltd Gemalto Southern Africa (Pty) Ltd Legacy Hotels and Resorts (Pty) Ltd Sun International Management Limited
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
TRAVEL & RELATED SERVICES
Msinsi Holdings (SOC) Ltd
Mpumalanga Tourism and Parks
Association of South African Travel Agents
Phumelela Gaming & Leisure Limited
Agency (MTPA)
Astra Travel (Pty) Ltd
Planet Fitness Holdings (Pty) Ltd
Northern Cape Tourism Authority
Beachcomber Marketing (Pty) Ltd
Soweto Outdoors Adventures
South African Tourism
City of Choice Travel & Tours (Pty) Ltd
The Big 5 Guest House
Table Mountain Aerial Cableway (Pty) Ltd
Flight Centre SA (Pty) Ltd
The Caledon Casino Hotel & Spa
Trade and Investment KwaZulu-Natal
Flywell Travel Agencies Cape (Pty) Ltd
Ushaka Marine World
Gooderson Leisure Corporation Limited
SPORTS BODIES
Harvey World Travel Southern Africa (Pty) Ltd
RESTAURANTS & PUBS
HRG Rennies Travel
Cape Town Fish Market
Limpopo Tourism Agency
Famous Brands Limited
Sure Travel (Pty) Ltd
McDonald’s South Africa (Pty) Ltd
Thebe Tourism Group (Pty) Ltd
Primi World (Pty) Ltd
Africa Business News (Pty) Ltd
Thompsons Corporate Travel
The Restaurant Association of SA
Africa on Air (Pty) Ltd
Travel With Flair (Pty) Ltd
Scooters Pizza (Pty) Ltd
African Media Entertainment Limited
Zimasa Travel
Spur Corporation
East Coast Radio (Pty) Ltd
Athletics South Africa
MEDIA & PHOTOGRAPHY BROADCASTING CONTRACTORS
Kagiso Media Limited
LEISURE FACILITIES
TOURISM BODIES
Kaya FM (Pty) Ltd
ArtscapeTheatre Centre
ATKV
Sentech (SOC) Limited
Club Leisure Group (Pty) Ltd
Cape Town Tourism
South African Broadcasting Corporation Limited
Cullinan Holdings Limited
Durban Tourism
Fancourt Hotel & Country Club
Gauteng Tourism Authority
Forever Resorts South Africa (Pty) Ltd
KwaZulu-Natal Tourism Authority
Mangwanani Group (Pty) Ltd
Limpopo Tourism & Parks
(SABC) Tswelopele Productions (Pty) Ltd Umoya Communications (Pty) Ltd Algoa FM YFM
CABLE & SATELLITE Multichoice South Africa (Pty) Ltd Supersport International (Pty) Ltd
MEDIA AGENCIES 360 Degrees Production House (Pty) Ltd A Plus Communications Ad Outpost (Pty) Ltd Africa Communications Media Group Alliance Media South Africa (Pty) Ltd Atmosphere Communications cc Bloom Marketing cc Colony HQ (Pty) Ltd Cortex Creative Centre (Pty) Ltd
000 STANDARD BANK TO P W O M EN LEADERS
I NDEX
SUPPORT SERVICES
Sandton Convention Centre
CATERING SERVICES
Tshwane Events Centre
Exp SA
Air Chefs SOC Limited
MANAGEMENT CONSULTING
FCB South Africa (Pty) Ltd
Bidvest Catering Services
Actuate Group (Pty) Ltd
Foxp2 (Pty) Ltd
Vulcan Catering Equipment (Pty) Ltd
AllaboutXpert (Pty) Ltd
Havas Johannesburg
Wembley Group Holdings (Pty) Ltd
Avocado Conference and Meeting Venue cc
Creative Spark (Pty) Ltd De Facto Media & Marketing (Pty) Ltd
HWB Communications (Pty) Ltd
Baraka IT Solutions (Pty) Ltd
Initiative Media (Pty) Ltd
FACILITIES MANAGEMENT
Fever Tree Consulting (Pty) Ltd
JCDecaux South Africa (Pty) Ltd
Compex
Manto Management (Pty) Ltd
King James Advertising Cape Town (Pty) Ltd
FM Solutions
New Generation Management Consulting
Merafe Outdoor (Pty) Ltd
Mmabatho Palms Hotel Casino & Convention
Palmer Development Group (Pty) Ltd
Net#work BBDO (Pty) Ltd
Resort (Mmabatho Palms)
PRP Solutions (Pty) Ltd
Off Limit Communications CC
Stadium Management South Africa (Pty) Ltd
Regenesys Business School
Ogilvy & Mather South Africa
Siyakha Implementation Partners (Pty) Ltd
Saatchi & Saatchi (Pty) Ltd
LEGAL SERVICES
Vuma Reputation Management
SAIL Rights Commercialisation (Pty) Ltd
Adams & Adams
Work Dynamics (Pty) Ltd
The Brand Union (Pty) Ltd
Adendorff Attorneys
The Jupiter Drawing Room Cape Town
Cheadle Thompson and Haysom Inc
VERIFICATION AGENCIES
(Pty) Ltd
Cliffe Dekker Hofmeyr Inc
Ardent Business Partners (Pty) Ltd
The Riverbed Agency
Du Toit-Smuts & Partners Attorneys
BEESA Business Services (Pty) Ltd
Thirty Four Degrees South Marketing (Pty) Ltd
Garlicke & Bousefield Inc
Envision International
Wideopen Platform (Pty) Ltd
GildenhuysMalatji Incorporated
Xcelerate Verification Agency (Pty) Ltd
Legal Aid South Africa
PUBLISHING, PRINTING & REPRODUCTION
Maponya Incorporated
BUSINESS SUPPORT SERVICES
Associated Media Publishing (Pty) Ltd
Maserumule Incorporated Attorneys Inc
A-Z Vending Solutions (Pty) Ltd
Bidvest Paperplus (Pty) Ltd
Pule Incorporated
Achievement Awards Group (Pty) Ltd
Careerweb
Seymore du Toit & Basson Attorneys
Advance Call (Pty) Ltd
Colourtone Aries (Pty) Ltd
Smith Tabata Buchanan Boyes Attorneys
Aegis Outsourcing South Africa (Pty) Ltd
Fineline Print Solutions
TechFinLegal
Afrigis (Pty) Ltd
Hirt & Carter (Pty) Ltd
Venns Attorneys
Ask Afrika (Pty) Ltd
Interactive Africa (Pty) Ltd
Webber Wentzel
Automated Fuel Systems Group (Pty) Ltd
Juta and Company
Werksmans Incorporated
Automotive Industry Development Centre (AIDC)
Lexis Nexis (Pty) Ltd
Woodehad Bigby Attorneys
AVTS Roadworthy Stations (Pty) Ltd
Media 24 Limited Naspers Limited
BMI Research (Pty) Ltd
EXHIBITION & CONFERENCE FACILITIES
Bosasa Operations (Pty) Ltd
Cape Town International Convention Centre
Citizen Surveys (Pty) Ltd
The Finishing Post (Pty) Ltd
Company (Pty) Ltd
COVA Advisory & Associates
Trudon (Pty) Ltd
CSIR International Convention Centre
CSG Holdings Limited
Uniprint (Pty) Ltd
Durban ICC SOC Limited
Digicall Solutions (Pty) Ltd
Universal Music (Pty) Ltd
Reed Exhibitions Venue Management
Forge Ahead (Pty) Ltd
Novus Holdings Limited
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
Frost & Sullivan
Vehicle Delivery Services (Pty) Ltd
Express Employment Professionals SA (Pty) Ltd
GEE Solutions
Vitrovian
Fempower Personnel (Pty) Ltd
Global Telesales (Pty) Ltd
Zevoli Consulting (Pty) Ltd
Isilumko Staffing (Pty) Ltd
Greymatter & Finch (Pty) Ltd
EDUCATION & BUSINESS TRAINING
Labournet Central (Pty) Ltd
ImproChem (Pty) Ltd
ADvTECH Limited
Liyema Consulting Human Capital
In The Vault 33 cc
Amilak Training Centre
Mandate Molefi Human Resource Consultants
Indgro Holdings (Pty) Ltd
Artisan Training Institute (Ati)
Masibambane Recruitment (Pty) Ltd
IPES - Utility Management Services (Pty) Ltd
Bee Recruitment
Mindcor (Pty) Ltd
IPSOS
Bruniquel & Associates (Pty) Ltd
Mindworx Consulting (Pty) Ltd
Kantar South Africa (Pty) Ltd
Bytes People Solutions (Pty) Ltd
Premium Personnel cc
Khaya Energy (Pty) Ltd
Connemara Consulting (Pty) Ltd
Quest Staffing Solutions
Knowledge Factory (Pty) Ltd
Curro Holdings
Pro Appointments
LFP Training (Pty) Ltd LRMG MASA Risk Advisory Services Mazo Scan (Pty) Ltd Micromega Holdings Limited Mindcor (Pty) Ltd Nielsen South Africa (Pty) Ltd Nlighten (Pty) Ltd Ntsikelelo Business Solutions OS Holdings Palesa Mbali Group Purchasing Consortium Southern Africa Research Institute for Innovation and Sustainability (RIIS) SA Commercial
Educor Holdings Limited Enpower Training Services
ENVIRONMENTAL CONTROL
Health Science Academy (Pty) Ltd
Collect-a-Can (Pty) Ltd
Interactive Tutor (Pty) Ltd
Nsovo Enviromental Consulting
JB Marks Education Trust
Tedcor (Pty) Ltd
Lenmark Training & Development (Pty) Ltd Magethi Industrial Psychology Services
LAUNDRIES & CLEANERS
PM Skillshouse L & D (Pty) Ltd
First Garment Rental
Primeserv Group Limited Procomp Computer Services t/a Mastergrade IT
CONTRACT CLEANERS & HYGIENE
Professional Career Services (Pty) Ltd
SERVICES
Tertiary School In Business Education
African Corporate Cleaning (Pty) Ltd
The Voice Clinic (Pty) Ltd
Alair Conditioning
Vukani-Ubuntu Community Development Projects
Bidvest Services (Pty) Ltd Iwesco (Pty Ltd
Sage South Africa (Pty) Ltd
Masana Hygiene Services cc
South African Qualifications Authority
EMPLOYMENT AGENCIES
The Actuate Group (Pty) Ltd
Adcorp Holdings Limited
The Event Production Company (Pty) Ltd
Affirmative Portfolios (Pty) Ltd
The Innovation Hub Management Company (Pty) Ltd
Ashika Deepchund & Associates cc
The People Business Group (Pty) Ltd
Asie Personnel cc
The South African Institute of Chartered Accountants
Ayanda Mbanga Communications (Pty) Ltd
Transman (Pty) Ltd
Callforce Direct (Pty) Ltd
Tsebang Inc Chartered Accountants & Auditors
Adcorp BLU
SECURITY & ALARM SERVICES
Universal Mail Link (Pty) Ltd
DAV Professional Placement Group
Bidvest Protea Coin (Pty) Ltd
Upstage Productions cc
Dynamic Labour Solutions (Pty) Ltd
Command Security Services SA (Pty) Ltd
Uwin Iwin Incentives (Pty) Ltd
E-Merge IT Recruitment CC
EOH Intelligent Infrastructure (Pty) Ltd
000 STANDARD BANK TO P W O M EN LEADERS
Mdito Business Enterprise Neledzi Services (Pty) Ltd Nozihle Cleaning Services Rentokil Initial (Pty) Ltd Staza Cleaning Services cc
I NDEX
Excellerate Services (Pty) Ltd
Search Specifics (Pty) Ltd
Sakhumzi Car Rental (Pty) Ltd
Khayalami Security cc
Turner & Townsend (Pty) Ltd
Springs Car Wholesalers (Pty) Ltd
Lady T Protection Services
Umvoto Africa (Pty) Ltd
Woodford Car Hire
TRANSPORT
RAIL, ROAD & FREIGHT
Monoceros Trading 135 cc Omega Risk Solutions (Pty) Ltd Reshebile Aviation & Protection Services Riskcon Security Holdings (Pty) Ltd Smada Security Services (Pty) Ltd
AIRLINES & AIRPORTS, AIR CHARTER
Air Traffic and Navigation Services SOC Limited Airports Company South Africa (SOC) Limited Comair Limited
PROFESSIONAL SERVICES Actus Integrated Management (Pty) Ltd All About Expert (Pty) Ltd Ardent Business Partners (Pty) Ltd GladAfrica Group (Pty) Ltd South Africa Bidvest Services Black Lite Energy (Pty) Ltd Boogertman & Partners (Pty) Ltd Brinkman Ndayi McAll (BNM) cc
Access World (Pty) Ltd Algoa Bus Company (Pty) Ltd Antanma Transport (Pty) Ltd Aramex South Africa (Pty) Ltd Bidvest SACD Freight
Flysafair (Pty) Ltd
Bigfoot Express Freight (Pty) Ltd
O.R Tambo International
C. Steinweg Logistics (Pty) Ltd
SA Airlink (SOC) Ltd
Charter International (Pty) Ltd t/a Pioneer Freight
SAFAIR Operations (Pty) Ltd
Commuter Transport Engineering (Pty) Ltd
South African Airways (SAA)
Concargo (Pty) Ltd
South African Civil Aviation Authority (SACAA)
Dawn Wing (Pty) Ltd
Virgin Atlantic Airways Limited
DHL Express Dynamic Express Services cc
CAR HIRE
Expeditors International SA (Pty) Ltd
Atlantic Car Hire cc
Fedex Express
Avis Budget Rent a Car
HFR Schaefer Vervoer (Pty) Ltd
(Pty) Ltd
Europcar
Imperial Logistics SA Group (Pty) Ltd
Nviro Tek Labs (Pty) Ltd
First Car Rental
Intercape Ferreira Mainliner (Pty) Ltd
Phenomenal Projects cc
Hertz Rent a Car
Kintetsu World Express South Africa (Pty) Ltd
CME Metrology (Pty) Ltd LDM Quantity Surveyors Nonku Ntshona & Associates Quantity Surveyors
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
Megafreight Services (Pty) Ltd
Pick n Pay Stores Limited
ALTERNATIVE ELECTRICITY
Netstar (Pty) Ltd
Shoprite Holdings Limited
Matleng Energy Solutions
Passenger Rail Agency of South Africa (PRASA)
Spar Group Limited
S & P Power Units (Pty) Ltd
Santova Limited
Woolworths Holdings Limited
The Laser Transport Group (Pty) Ltd TNT Express Worldwide (South Africa) (Pty) Ltd Transglobal Cargo (Pty) Ltd Transnet Freight Rail Transnet SOC Limited Twala Global Group Universal Mail Link (Pty) Ltd Xinergistix Management Services (Pty) Ltd
SHIPPING & PORTS AMSOL (Pty) Ltd Berry & Donaldson (Pty) Ltd Dormac Grindrod SA Bulk Terminals (Pty) Ltd Sebenza Forwarding & Shipping (Pty) Ltd Transnet National Port Authority of SA
NON-CYCLICAL SERVICES FOOD & DRUG RETAILERS FOOD & DRUG RETAILERS
UTILITIES
POWER & WATER
FINANCIALS BANKS BANKS
ELECTRICITY SUPPLY & DISTRIBUTION
ABSA Bank LImited
City Power Johannesburg (Pty) Ltd
African Bank Investments Limited
Enel Green Power
Albaraka Bank Limited
Eskom Holdings Limited
Capitec Bank Limited
M-tech Industrial
Development Bank of Southern Africa (DBSA)
South African Post Office
Firstrand Bank Limited
The Windows cc
Grindrod Bank Limited Habib Bank AG Zurich Ltd South Africa
WATER SUPPLY & DISTRIBUTION Amatola Water GCS Water And Environment (Pty) Ltd Inkomati-Usuthu Catchment Management Agency Mhlathuze Water Rand Water Siza Bantu Plumbing Contractors cc Umgeni Water
Busy Corner Meat Wholesalers (Pty) Ltd
Land and Agricultural Development Bank of South Africa (Pty) Ltd Mercantile Bank Holdings Limited Nedbank Group Limited Standard Bank South African Reserve Bank (SARB) Ubank Limited
INSURANCE
INSURANCE BROKERS
Aon South Africa Pty ltd Indwe Risk Services (Pty) Ltd Legal Wise Lion of Africa Insurance Company Limited
INSURANCE NON-LIFE AIG South Africa Limited Assupol Life Credit Guarantee Insurance Corporation of Africa Limited Miway Insurance Company MotoVantage (Pty) Ltd
000 STANDARD BANK TO P W O M EN LEADERS
I NDEX
Old Mutual Insure Limited
Kagiso Tiso Holdings (Pty) Ltd
Pareto Limited
Regent Insurance Company Limited
Mahlako A Phahla Investments
Octodec Investment Limited
Santam Limited
Maluleke Investments (Pty) Ltd
Redefine Properties Limited
The Hollard Insurance Company Ltd
Motseng Investment Holdings (Pty) Ltd
SA Corporate Real Estate Limited
Trustco Group International (Pty) Ltd
Novare Equity Partners (Pty) Ltd
Transnet Property
Zurich Insurance Company South Africa Limited
Pareto Limited Prescient Limited
PROPERTY AGENCIES
OTHER INSURANCE
Rand Merchant Insurance Holdings Limited
Broll Property Group (Pty) Ltd
MUA Insurance Company Limited
Safika Holdings (Pty) Ltd
Dogon Group Properties (Pty) Ltd
Professional Provident Society Insurance
Sekunjalo Investment Limited
Pam Golding Properties (Pty) Ltd
Company Limited (PPS)
SHM Group of Companies
RE/MAX of Southern Africa (Pty) Ltd
Rand Mutual Assurance Company Limited
Tamela Holdings (Pty) Ltd
Telesure Investment Holdings (Pty) Ltd
The Phembani Group (Pty) Ltd
LIFE ASSURANCE LIFE ASSURANCE
SPECIALITY & OTHER FINANCE
Thebe Investment Corporation (Pty) Ltd Transpaco Limited WDB Investment Holdings (Pty) Ltd
ASSET MANAGERS ALCM Solutions
Clientèle Life (IFA Division) Liberty Group Limited MMI Holdings Limited Nestlife Assurance Corporation Limited Old Mutual Life Assurance Company South Africa
HOLDING COMPANIES
Sanlam Limited
Excellerate Holdings (Pty) Ltd
African Equity Empowerment Investments Limited AloeCAp (Pty) Ltd
Argon Asset Management (Pty) Ltd
Enviroserv Waste Management (Pty) Ltd
Limited
INVESTMENT COMPANIES
Allan Gray (Pty) Ltd
Cartrack Holdings Limited
EOH Holdings Limited
INVESTMENT COMPANIES
African Dawn Capital Limited
Andulela Investment Holdings Limited
Blue Ink Investments Coronation Fund Managers Limited Delta Property Fund Limited
Industrial Commodities Holdings (Pty) Ltd
Futuregrowth Asset Management (Pty) Ltd
Quyn Group of Companies
GoIndustry DoveBid
Tarsus Secure Data (Pty) Ltd
REAL ESTATE
Identity Capital Partners (Pty) Ltd JMBusha Asset Managers Pragma Africa (Pty) Ltd
Balondolozi Investment Services
REAL ESTATE HOLDING & DEVELOPMENT
Prescient Holdings (Pty)Ltd
Bongani Investment Holdings (Pty) Ltd
Adrenna Property Group Limited
PSG Group Limited
Business Partners Limited
Aquila Projects (Pty) Ltd
Rentworks Africa (Pty) Ltd
Gerber Goldschmidt Group (SA) (Pty) Ltd
Attacq Limited
Sygnia Limited
Grand Parade Investments Limited
Eris Property Group (Pty) Ltd
CONSUMER FINANCE
Growthpoint Properties Limited
Fortress Income Fund Limited
Cape Consumers (Pty) Ltd
Imbewu Capital Partners (Pty) Ltd
Growthpoint Properties Limited
Compuscan Information Technologies (Pty) Ltd
Investec Limited
Hyprop Investment Limited
Diners Club (SA) (Pty) Ltd
JSE Limited
Maponya Group
Eastern Cape Rural Development Agency (ECRDA)
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
Experian South Africa (Pty) Ltd
Lwandle Marketing and Advisory Services
Nedbank Card
LX Financial Services (Pty) Ltd
COMPUTER SERVICES
Wesbank
Morar Incorporated
3DR Holdings (Pty) Ltd
Ngubane & Company Inc
A Solutions
INVESTMENT BANKS
Nkonki Incorporated
Adapt IT Holdings Limited
Citadel Investment Services Limited
PKF (PE) Inc
Advancenet (Pty) Ltd
FNB Securities
PwC South Africa
Akhatech (Pty)Ltd
Investec Bank Limited
SekelaXabiso (Pty) Ltd
APPSolve (Pty) Ltd
Sizwe Ntsaluba Gobodo (Pty) Ltd
Aptronics Group (Pty) Ltd
Towers Watson SA (Pty) Ltd
Atio Cotporation (Pty) Ltd
Xabiso Chartered Accountants Inc
AYO Technology Solutions Limited
MORTGAGE FINANCE Bond Choice (Pty) Ltd Ooba (Pty) Ltd
OTHER FINANCIAL ABSA Capital
ABSA Technology Finance Solutions (Pty) Ltd Aldes Business Brokers Franchise Africa (Pty)Ltd Bidvest Bank Ltd Conduit Capital Limited eBucks Edu-Loan (Pty) Ltd Efficient Group Limited Idwala Property Fund Infrastructure Finance Corporation Limited Iquad Treasury Solutions
INVESTMENT ENTITIES
CA Southern Africa (Pty) Ltd
Industrial Development Corporation of South Africa
CEOS Technologies
Limited (IDC) KwaZulu-Natal Growth Fund Trust MSG Afrika Investment Holdings (Pty) Ltd Religare Noah (Pty) Ltd Royal Bafokeng Administration Strate (Pty) Ltd Vunani Property Fund
INFORMATION TECHNOLOGY
Kazang NMG Consultants and Actuaries (Pty) Ltd
Altech UEC (Pty) Ltd
Real People Investment Holdings (Pty) Ltd
Compact Disc Technologies
Sasfin Premier Holdings
Dell Computer (Pty) Ltd
TUHF Limited
Lenovo South Africa Mustek Limited
ASI Financial Services (Pty) Ltd Auditor-General South Africa BDO Advisory Services (Pty) Ltd Deloitte & Touche (Pty) Ltd Ernst & Young Advisory Service HOC Consulting (Pty) Ltd
Business Connextion (Pty) Ltd
INVESTMENT ENTITIES
COMPUTER HARDWARE
ACCOUNTING & CONSULTING
BMI-Techknowledge Group (Pty) Ltd
Rectron (Pty) Ltd Tarsus Technology Group (Pty) Ltd
TELECOMS EQUIPMENT 2C Telecoms (Pty) Ltd Alcatel-Lucent South Africa (Pty) Ltd Allied Electronics Corporation Limited Link Africa (Pty) Ltd
000 STANDARD BANK TO P W O M EN LEADERS
CHM Vuwani Computer Solutions (Pty) Ltd Concilium Technologies (Pty) Ltd Cornastone Technology Holdings (Pty) Ltd DG Store (Sa) Pty Ltd Dimension Data (Pty) Ltd First Technology National (Pty) Ltd Future Perfect Corporation cc Ikando Cc Integr8 IT (Pty) Ltd Jumpco (Pty) Ltd M4Jam South Africa Madiba Bay Datapower cc Mustek Limited Nambiti Technologies (Pty) Ltd NEO Technologies (Pty) Ltd Pink Elephant (Pty) Ltd Praxis Computing (Pty) Ltd Risc Technology Integration (Pty) Ltd Sizwe Africa IT Group (Pty) Ltd Soma Solutions T-Systems SA (Pty) Ltd (TSSA) Tarsus Technologies (Pty) Ltd The IQ Business Group (Pty) Ltd
I NDEX
Vukani Technologies (Pty) Ltd
CRYPT IT Information Security Easypay (Pty) Ltd
WIRELESS TELECOM SERVICES
INTERNET
Ke Concepts (Pty) Ltd
Cell C (Pty) Ltd
BCX Wireless Solutions
Meltwater
MTN Group Limited
Commercezone (Pty) Ltd
Novell South Africa (Pty) Ltd
Vodacom Group Limited
I-Net BFA (Pty) Ltd
React 24
Internet Solutions (Pty) Ltd
SAP South Africa (Pty) Ltd
MTN Business Solutions (Pty) Ltd
Saryx Engineering Group (Pty) Ltd
SOFTWARE
SilverBridge Holdings Limited
AAM Geomatics (Pty) Ltd
Symplexity (Pty) Ltd
Accsolve (Pty) Ltd
Troye Interactive Solutions (Pty) Ltd
Aspire Solutions BBD Barone, Budge & Dominick (Pty) Ltd
TELECOMMUNICATION SERVICES
TELECOMMUNICATIONS SOLUTIONS Altron TMT SA Group (Pty) Ltd Blue Label Telecoms Limited Boniswa Corporate Solutions (Pty) Ltd Broadband Communications Technologies (Pty) Ltd Celcom Group (Pty) Ltd
Blue Turtle Technologies (Pty) Ltd
FIXED-LINE TELECOM SERVICES
Flexiroam Africa
Brandseye (Pty) Ltd
Neotel (Pty) Ltd
Foneworx Holdings Limited
Chillisoft Solutions Services (Pty) Ltd
Telkom SA SOC Limited
Huge Telecom (Pty) Ltd In2IT Technologies (Pty) Ltd Jurumani Solutions (Pty) Ltd Maredi Technologies Multisource Telecoms (Pty) Ltd Stratitude Take Note IT Vox Telecommunications (Pty) Ltd
LOGISTIC SOLUTIONS Ansana Holdings (Pty) Ltd Bakers Transport (Pty) Ltd Covenant Logistics cc DLK Group (Pty) Ltd KSM Resources (Pty) Ltd Nolitha TS (Pty)Ltd Railroad Containers Siyaduma Auto Ferries (Pty) Ltd
PUBLIC SECTOR
GOVERNMENT ORGANISATIONS LOCAL GOVERNMENT
LOCAL GOVERNMENT AGENCIES & BODIES City of Joburg Property Company (Pty) Ltd
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
Coega Development Corporation (Pty) Ltd Eastern Cape Gambling & Betting Board East London Industrial Development Zone (Pty) Ltd Johannesburg Development Agency (Pty) Ltd Johannesburg Housing Company NPS
Department of Community Safety and Transport
Department of Economic Development
- North West
and Tourism KwaZulu-Natal
Department of Community Safety, Security
Department of Economic Development
and Liaison - Mpumalanga Department of Co-Operative Governance and Traditional Affairs - Eastern Cape
Johannesburg Roads Agency (Pty) Ltd
Department of Co-Operative Governance
Maluti-A-Phofung Special Economic Zone
and Traditional Affairs - Free State
Mandela Bay Development Agency
Department of Co-Operative Governance
Nelson Mandela Metropolitan Art Museum Ntinga O.R. Tambo Development Agency
PROVINCIAL GOVERNMENT
PROVINCIAL GOVERNMENT DEPARTMENTS
Department Agriculture and Rural Development North West Department of Agriculture - Free State Department of Agriculture - Limpopo Department of Agriculture - Western Cape Department of Agriculture & Rural Development - Eastern Cape Department of Agriculture & Rural Development - Free State Department of Agriculture & Rural Development - Gauteng
Department of Agriculture & Rural Development - KwaZulu-Natal Department of Agriculture and Rural Development - Limpopo Department of Agriculture, Conservation, Environment and Rural Development- North West Department of Agriculture, Land Reform and Rural Development- Northern Cape Department of Agriculture, Rural Development and Land Administration - Mpumalanga Department of Arts and Culture- KwaZulu-Natal Department of Community Safety - Gauteng Department of Community Safety - Western Cape Department of Community Safety and Liaison - Kwazulu-Natal
and Traditional Affairs - Gauteng Department of Co-Operative Governance and Traditional Affairs - KwaZulu-Natal Department of Co-Operative Governance and Traditional Affairs - Mpumalanga Department of Co-Operative Governance and Traditional Affairs - Northern Cape Department of Co-Operative Governance and Traditional Affairs - KwaZulu-Natal Department of Co-Operative Governance, Human Settlement and Traditional Affairs - Limpopo Department of Co-Operative Governance, Human Settlement and Traditional Affairs - Northern Cape Department of Co-Operative Governance,
and Environmental Affairs - Eastern Cape Department of Economic Development and Tourism - Mpumalanga Department of Economic Development and Tourism - Western Cape Department of Economic Development and Tourism - Northern Cape Department of Economic Development, Environment and Tourism - Limpopo Department of Economic Development, Environment and Tourism - Mpumalanga Department of Economic Development, Tourism and Environmental Affairs - KwaZulu-Natal Department of Economic, Small business Development, Tourism and Environmental Affairs - Free State Department of Education - Eastern Cape Department of Education - Free State Department of Education - Gauteng
Traditional Affairs & Human Settlements - Free State
Department of Education - KwaZulu-Natal
Department of Cultural Affairs and Sport
Department of Education - Limpopo
- Western Cape
Department of Education - Mpumalanga
Department of Culture, Arts and Traditional Affairs -
Department of Education - North West
North West Department of Culture, Sport and Recreation - Mpumalanga Department of Economic Development
Department of Education - Western Cape Department of Education and Sport Development North West
- Northern Cape
Department of e-Government - Gauteng
Department of Economic Development - Gauteng
Department of Environment and Nature
Department of Economic Development
Conservation - Northern Cape
- KwaZulu-Natal
Department of Environmental Affairs and
Department of Economic Development
Development Planning - Western Cape
and Environmental Affairs - Eastern Cape
Department of Environmental Affairs and Nature
Department of Economic Development & Planning
Conservation - Northern Cape
- Gauteng
Department of Finance - KwaZulu-Natal
Department of Economic Development & Tourism
Department of Finance - Mpumalanga
- KwaZulu-Natal Department of Economic Development & Tourism and Environmental Affairs - KwaZulu-Natal
000 STANDARD BANK TO P W O M EN LEADERS
Department of Finance - Northern Cape
I NDEX
Department of Finance - Western Cape - See Western Cape Provincial Treasury Department of Health - KwaZulu-Natal Department of Health - Mpumalanga Department of Health - North West
Department of Provincial Planning and Treasury Department of Provincial Treasury - Free State Department of Provincial Treasury - Limpopo Department of Public Safety - North West Department of Public Safety, Security and Liaison
Department of Sport, Arts and Culture - Northern Cape Department of Sport, Arts, Culture & Recreation - Eastern Cape Department of Sport, Arts, Culture & Recreation - Free State
Department of Health - Northern Cape
- Limpopo
Department of Health - Western Cape
Department of Public Works - Eastern Cape
Department of Health & Social Development
Department of Public Works and Roads - Limpopo
Department of Tourism - Northern Cape
Department of Public Works and Roads
Department of Transport - Eastern Cape
- Limpopo Department of Health and Social Development
- North West
- North West
Department of Public Works and Infrastructure
Department of Housing - Eastern Cape
Department of Public Works and Rural Development
Department of Human Settlements - Eastern Cape
- Free State
Department of Human Settlements - Free State
Department of Public Works, Roads and Transport
Department of Human Settlements - Gauteng Department of Human Settlements - KwaZulu-Natal Department of Human Settlements - Mpumalanga Department of Human Settlements - Western Cape Department of Infrastructure Development - Gauteng Department of Local Government- Western Cape Department of Local Government and Housing
- Mpumalanga
Department of Sport, Arts, Culture & Recreation - Gauteng
Department of Transport - KwaZulu-Natal Department of Transport - Limpopo Department of Transport and Safety - Eastern Cape Department of Transport and Public Works - Western Cape Department of Transport, Safety and Liaison
Department of Roads and Public Works
- Northern Cape
- Northern Cape Department of Roads and Transport - Gauteng Department of Rural Development and Agrarian Reform - Eastern Cape Department of Rural Development and Land Reform Department of Rural, Environment and Agricultural
Department of Treasury - Eastern Cape Department of Treasury - Gauteng Department of Treasury - KwaZulu-Natal Department of Treasury - Mpumalanga Department of Treasury - Western Cape
Development - North West
Department - Police, Roads and Transport
Department of Safety and Liaison - Eastern Cape
Department - Human Settlements-KwaZulu Natal
Settlement - North West
Department of Safety and Liaison - Limpopo
Department of Education - Northern Cape
Department of Local Government and Traditional
Department of Social Development - Eastern Cape
Eastern Cape Department of Human Settlement
Department of Social Development - Free State
Eastern Cape Provincial Legislature
Department of Social Development - Gauteng
Gauteng Provincial Legislature
Department of Social Development - Limpopo
Department of Human Settlements, Safety and
- Gauteng Department of Local Government and Human
Affairs - KwaZulu-Natal Department of Local Government and Traditional Affairs - Northern West Department of Local Government and Housing - Limpopo
Department of Social Development - Mpumalanga
Department of Local Government and Traditional
Department of Social Development - North West
Affairs - Eastern Cape Department of Police, Roads and Transport - Free State Department of Provincial Legislature - Free State Department of Provincial Legislature - Limpopo Department of Provincial Legislature - Mpumalanga Department of Provincial Legislature - Northern Cape
Department of Social Development - Northern Cape Department of Social Development - Western Cape Department of Social Development of South Africa Department of Social Services and Population Development - Northern Cape Department of Sport, Arts and Culture - Limpopo Department of Sport, Arts and Culture - North West
Liaison - North West Office of the Premier - Eastern Cape Office of the Premier - Free State Office of the Premier - Gauteng Office of the Premier - KwaZulu-Natal Office of the Premier - Limpopo Office of the Premier - Mpumalanga Office of the Premier - North West Office of the Premier - Northern Cape Office of the Premier - Western Cape
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
Western Cape Provincial Treasury (WCPT)
Trade and Investment Kwa-Zulu Natal
Department of Planning, Monitoring and Evaluation
Trade and Investment Limpopo
Department of Public Enterprises
PROVINCIAL GOVERNMENT AGENCIES
Trans-Caledon Tunnel Authority (TCTA)
Department of Public Enterprises
Agribusiness Development Agency - KwaZulu Natal
Western Cape Gambling and Racing Board
Department of Public Service and Administration
AsgiSA Eastern Cape (Pty) Ltd
Western Cape Investment and Trade Promotion
Department of Public Works
Blue IQ Investment Holdings (Pty) Ltd CapeNature Casidra SOC Limited Department of Agriculture and Rural Development
Agency (WESGRO)
NATIONAL GOVERNMENT
Department of Rural Development and Land Reform Department of Science and Technology Department of Small Business Development
NATIONAL GOVERNMENT DEPARTMENTS
Department of Social Development
Civilian Secretariat for Police
Department of Social Development
Department of Agriculture, Forestry and Fisheries
Department of Sport and Recreation South Africa
Department of Agriculture, Forestry and Fisheries
Department of State Security
Public Works
Department of Arts and Culture
Department of Tourism
Eastern Cape Development Corporation
Department of Basic Education
Department of Tourism South Africa
Eastern Cape Gambling & Betting Board
Department of Basic Education
Department of Trade and Industry (DTI)
Free State Development Corporation
Department of Communications
Department of Traditional Affairs
Free State Gambling and Racing Board
Department of Cooperative Governance
Department of Transport
Gauteng Economic Development Agency (GEDA)
and Traditional Affairs
Department of Unemployed Insurance fund
Gauteng Enterprise Propellar (GEP)
Department of Correctional Services
Department of Water and Environmental Affairs
Gauteng Gambling Board
Department of Defence
Department of Water and Sanitation
Housing Development Agency
Department Of Defence And Military Veterans
Department of Women
Invest North West South Africa
Department of Economic Development
Department: Office of the Chief Justice
Ithala Development Finance Corporation Limited
Department of Economic Development, Tourism and
Department: South African Police Services
- North West
Department of Agriculture, Rural Development, Land and Environmental Affairs - Mpumalanga Eastern Cape Department of Roads and
Johannesburg City Parks and Zoo Johannesburg Roads Agency SOC Ltd Kwa-Zulu Natal Gambling and Betting Board KZN Growth Fund Limpopo Economic Development Agency (LEDA) Limpopo Economic Development Enterprise Mandela Bay Development Agency Mpumalanga Economic Growth Agency (MEGA) National Electronic Media Institute of South Africa North West Development Corporation North West Gambling Board
Environmental Affairs Department of Energy Department of Environmental Affairs
Economic Development Department Government Communication and Information System (GCIS)
Department of Health
Independent Complaints Directorate (ICD)
Department of Health
Ingonyama Trust Board
Department of Higher Education and Training
National Library of South Africa
(DHET) Department of Home Affairs Department of Human Settlements Department of International Relations and Cooperation (DIRCO) Department of Justice and Constitutional
National School of Government National Treasury Presidency Ministry for National Planning Commission Presidency Ministry for Performance Monitoring and Evaluation
North West Housing Corporation
Development
North West Provincial Legislature
Department of Labour
Roads Agency Limpopo (Pty) Ltd
Department of Mineral Resources
Authority (SASSETA)
St Joseph’s Care and Support Trust
Department of Performance and Evaluation
South African Police Service (SAPS)
000 STANDARD BANK TO P W O M EN LEADERS
Proudly South African Safety and Security Sector Education & Training
I NDEX
South African Revenue Service (SARS) Sport and Recreation South Africa (SRSA) Statistics South Africa Statsoft Southern Africa Analytics (Pty) Ltd The Presidency Ugu South Coast Tourism
NATIONAL GOVERNMENT AGENCIES Agrement SA (Pty) Ltd Agricultural Research Council (ARC) Brand South Africa Central Energy Fund (SOC) Ltd Centre for Public Service Innovation (CPSI) Construction Industry Development Board Council for Geoscience Council for Medical Schemes Council for Scientific & Industrial Research - CSIR Cross-Border Road Transport Agency (C-BRTA) Export Credit Insurance Corporation of South Africa (Ltd) Financial and Fiscal Commission Financial Services Board (FSB) Freedom Park Trust Government Employees Medical Scheme (GEMS) Government Employees Pension Fund (GEPF) Government Pension Administration Agency Health Professions Council of South Africa Human Sciences Research Council (HSRC) Independent Communications Authority of South Africa (ICASA) Independent Development Trust Independent Electoral Commission (IEC) Independent Police Investigative Directorate (IPID) Independent Regulatory Board for Auditors (IRBA) International Trade Administration Commission of South Africa - ITAC Ithemba Labs Land Claims Court (LCC)
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000
Media Development and Diversity Agency (MDDA) Medical Research Council Mintek - Small Scale Mining & Benefication Division National Agricultural Marketing Council National Arts Council of South Africa (NACSA)
SITA (Pty) Ltd (State Information Technology Agency)
Agricultural Sector Education Training Authority
Small Enterprise Development Agency (SEDA)
(AgriSETA)
Small Enterprise Finance Agency (SOC) Ltd
Banking Sector Education and Training Authority
South African Astronomical Observatory (Pty) Ltd
National Consumer Commission (The)
South African Bureau of Standards (SABS)
National Council of Provinces (NCOP)
South African Cities Network
National Development Agency (NDA)
SETAS
South African Council for Educators (SACE)
(BANKSETA) Chemical Industries Education and Training Authorities (CHIETA) Construction, Education and Training Authority (CETA)
South African Forestry Company Ltd (Safcol)
Construction Industry Development Board (CIDB)
Council (NEDLAC)
South African Library for the Blind
Culture, Art, Tourism, Hospitality and
National Electronic Media Institute of South Africa
South African Local Government Association
(NEMISA)
(SALGA)
- CATHSSETA
National Empowerment Fund
South African Maritime Safety Authority (SAMSA)
Education, Training and Development Practices
National Energy Regulator of South Africa (NERSA)
South African Medical Research Council
National Film & Video Foundation
South African National Biodiversity Institute
National Economic Development and Labour
National Heritage Council of South Africa National Home Builders Registration Council (NHBRC) National Housing Finance Corporation (NHFC) National Institute for Humanities and Social Sciences National Institute for Occupational Health National Library of South Africa National Lotteries Board National Lotteries Commission National Office of Public Service Commission National School Of Government National Student Financial Aid Scheme (NSFAS) National Youth Development Agency (NYDA) Northern Flagship Institution Pan South African Language Board (PANSALB) Petroleum Agency SA (Pty) Ltd Private Security Industry Regulatory Authority (PSIRA) Productivity SA Public Investment Corporation (PIC) Public Protector South Africa Public Service Commission Railway Safety Regulator
Sport Education and Training Authority
Sector Education and Training Authority (ETDPSETA) Energy and Water Sector Education and Training
(SANBI)
Authority (EWSETA)
South African National Energy Development
Fibre Processing and Manufacturing Sector
Institute (SANEDI) South African Nuclear Energy Corporation (NECSA)
Education and Training Authority (FPMSETA) Food and Beverage Manufacturing Industry Sector
South African Nuclear Energy Corporation(NECSA)
Education and Training Authority (FOODBEV)
South African Special Risk Insurance Association
Forest Industries Education and Training Authority
(Sasria SOC Limited)
(FIETA)
South African Special Risk Insurance Association
Health and Welfare Sector Education and Training
(SASRIA)
Authority (HWSETA)
South African Weather Service (SAWS)
Insurance Sector Education and Training Authority
State Information Technology Agency (Pty) Ltd (SITA) Technology & Human Resources for Industry Programmes (THRIP) The Competition Commission The Competition Tribunal The Estate Agency Affairs Board The New Partnership for Africa’s Development (NEPAD) The Road Traffic Management Corporation
(INSETA) Local Government Sector Education Training Authority (LGSETA) Manufacturing, Engineering and Related Services Sector Education and Training Authority (MERSETA) Media, Advertising, Publishing, Printing and Packaging SETA (MAPPP SETA) Mining Qualifications Authority Safety and Security, Sector Education & Training
The South African Marketing Council
Authority (SASSETA)
The South African National Roads Agency (SANRAL)
Services Sector Education Training Authority
The South African Nuclear Energy Corporation SOC
(SERVICES SETA)
Limited (NECSA)
South African Qualifications Authority (SAQA)
Town Development Building and Construction
Transport Education Training Authority (TETA)
Agency
Wholesale and Retail Sector Education Training
Sasria SOC Ltd
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Authority (W&RSETA)
I NDEX
CHAPTER 9 INSTITUTIONS
Mimi Women
University of Limpopo
Commission for Gender Equality
National Arts Council of South Africa
University of Pretoria
South African Human Rights Commission (SAHRC)
National Association for the Advancement
University of South Africa (UNISA)
of Colored People
University of Stellenbosch
National Association of Child Care Workers
University of the Free State
National Gambling Board
University of Witwatersrand
National Home Builders Registration Council
University of KwaZulu-Natal
NON-GOVERNMENT ORGANISATIONS SECTION 21 FOUNDATIONS
Dell Development Fund Good Work Foundation National Film and Video Foundation National Research Foundation Road Accident Fund Small Enterprise Foundation (SEF) Telkom Foundation The Unlimited Child Tshepiso Mokoena Foundation (TMF) Vodacom Foundation
National Small Business Chamber Nelson Mandela Bay Science and Technology Center
GRADUATE SCHOOLS Henley Business School
Nelson Mandela Institute for Education and Rural Development
IMM Graduate School of Marketing Milpark Business School (Pty) Ltd
Ntataise ECD Network
Regent Business School
Ombudsman for Banking Services
UNISA Graduate School of Business Leadership
Potatoes SA
(SBL)
Public Servants Association of South Africa
University of Stellenbosch Business School (USB)
Seda Ethekwini
University of South Africa Graduate School of Business Leadership (UNISA SBL)
Siyabonga Africa
Wits Business School
Sonke Gender Justice Network South African Association of Veterinary Technologists
COLLEGES
South African Institute for Entrepreneurship
AAA School of Advertising
South African Institute of Black Property
Africa Skills Training College
Practitioners - SAIBPP
Boland Tvet College
South African Institute of Race Relations
College of Cape Town
Africa Bio
South African Property Owners Association
Ekurhuleni East TVET College
Board of Healthcare Funders of Southern Africa
The Institute Of Bankers In South Africa
EPT Aviation Training
(BHF)
World Wildlife Fund South Africa
Henley Management College
Zenex Foundation
COMPANIES & ORGANISATIONS (SECTION 21)
Business Against Crime South Africa Business Unity South Africa Cape Chamber of Commerce and Industry Catholic Welfare and Development Centre For Early Childhood Development Npc Concrete Institute Cotlands Durban KwaZulu-Natal Convention Bureau Federated Hospitality Association of South Africa Independent Examination Board Independent Municipal & Allied Trade Union - Imatu
EDUCATION
TERTIARY INSTITUTIONS UNIVERSITIES
Cape Peninsula University of Technology Durban University of Technology Monash South Africa Limited Nelson Mandela Metropolitan University North West University University of Cape Town University of Johannesburg
S TA N D A R D B A N K TO P WO M EN L EAD ER S 000