Public Sector Leaders | August by Topco Media

AUGUST | 2021

NOKUTHULA SELAMOLELA

Empowers the food and beverages manufacturing sector

WOMEN & WEALTH Celebrating SA’s Most Affluent Women

CABINET RESHUFFLE President Cyril Ramaphosa officially announces changes to the National Executive

WOMEN’S MARCH When you strike a woman, you strike a rock - 5 women who led the 1956 women’s march

PUBLIC SECTOR TECH Multi-million Rand tech tool - Ensuring Municipal Recovery and Growth

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Contents

AUGUST 2021 | ISSUE 7

Editorial 20 | Cabinet Reshuffle President Cyril Ramaphosa officially announces changes to the National Executive

56 | Public Sector Tech Multi-million Rand tech tool Ensuring Municipal Recovery and Growth

30 | Women’s March When you strike a woman, you strike a rock - 5 women who led the 1956 women’s march

58 | Girl Leadership Growing Girl Leaders: Empowering girls to create a new future

34 | Moral Advocate / Human Righst Dr Pregaluxmi Govender: Raising women through workplace equality 36 | Public Sector HR The HR Digital Revolution - Digital Transformation in Government and thepublic sector 42 | DWYPD Focus Department of Women, Youth and Persons with Disabilities - Offering relief to the unemployed

66 | Women Entrepreneurship It’s about business beyond profit with Lianne du Toit – Network Director at YPO 70 | Women & Wealth Celebrating SA’s Most Affluent Women 74 | Gender-based violence in SA update Working towards an equal society: Private-public partnerships look to tackle gender-based violence

46 | Women in Education Elevating SA’s Education System: Women take Charge

Features 10 | Addressing The Nation Good news as more and more vaccinations get administered across South Africa

26 | Women in Leadership Hon. Minister Anroux Marais: Creating inclusion & safeguarding culture through language

12 | Cover Feature FoodBev SETA CEO, Nokuthula Selamolela, empowers the food and beverage manufacturing sector

82 | Upcoming Events South Africa celebrates it’s remarkable pioneers this Women’s Month

24 | Trailblazer Thembi Siweya, Deputy Minister in the Presidency: Passionate about promoting literacy in SA

76 | Provincial Focus Mpumalanga: The historical opening of the first state oncology centre

4 | Public Sector Leaders | August 2021

78 | In Other News FemTech: Enhancing Women’s Health in SA 64 | Financial Fitness Government Employees Pension Fund: Securing a new economic future 80 | Legal Matters Addressing the Marvel of Maternity Leave

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CREDITS PUBLIC SECTOR LEADERS The Digimag For Leaders In The South African Public Sector Advertising Sales, Distribution and Subscriptions Top Media & Communcations (Pty) Ltd Tel: 086 000 9590 Info@topco.co.za | www.topco.co.za CEO Ralf Fletcher TOPCO STUDIO Production Director Van Fletcher van.fletcher@topco.co.za Group Editor Fiona Wakelin fiona.wakelin@topco.co.za Assistant Editor Charndré Emma Kippie charndre.kippie@topco.co.za Contributors Silke Rathbone Jessie Taylor

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Head Office Top Media & Communications (Pty) Ltd T/A Topco Media Elkay House, 186 Loop St Cape Town Tel: +27 86 000 9590 Fax: +27 21 423 7576 Email: info@topco.co.za Website: www.topco.co.za DISCLAIMER All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted, in any form or 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.

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EDITOR’S LETTER BY FIONA WAKELIN

Letter from the Editor Welcome to the August edition of Public Sector Leaders (PSL).

n his letter to the country this week – From the Desk of the Presidency - our President celebrates the roll out of the vaccines and the millions of South Africans who have been vaccinated:

“By going out and getting vaccinated, we aren’t just protecting ourselves. We are performing a patriotic duty to our country and our fellow citizens. “In this great race to preserve human life, let us continue to work together in the interests of the health and welfare of our nation. In this way, we will ensure that recovery is certain” – President Ramaphosa. It is a busy month for our public sector leaders with our President making an oversight visit to Ethekwini, KwaZulu-Natal as well as vaccination sites in Ekurhuleni, Gauteng to assess progress in South Africa’s vaccination programme. His Excellency wrote to the nation on 9 August commemorating the Women’s March which took place 65 years ago and which we feature in this edition. On 5 August there was a Cabinet re-shuffle which we cover in PSL this month. August celebrates Women’s Day – indeed Women’s Month - in South Africa and, on the cover of this edition, we feature Nokuthula Selamolela, dynamic CEO of the Food and Bev SETA as well as a lead interview with Nokuthula, one of the youngest SETA CEOs globally. Our theme is to celebrate all things women-related and we have an article foregrounding the great organisations which are focusing on girl leadership as well as our Top Women in education. The regional focus is on Mpumalanga and “In other news” we bring you up to date on FemTech. Whether you are in the public sector, the private sector, supply chain or an interested individual, PSL has something for you. We hope you enjoy the read

FIONA WAKELIN | GROUP EDITOR

MOMENTUM METROPOLITAN

MAINTAINS LEVEL 1 B-BBEE STATUS MOMENTUM METROPOLITAN FOR 3 YEARS MAINTAINS LEVEL IN A ROW 1 B-BBEE STATUS FOR 3 YEARS IN A ROW For us, B-BBEE isn’t just about ticking boxes. We are sincere in our reforms and transformation continues to occur at all levels in our organisation, placing emphasis on access for all, growth for all, a home for all our employees and a future for all our stakeholders.

Our future hinges on collaboration and providing equity. This is why, in 2021, we launched iSabelo – an initiative For us, B-BBEE isn’t just about ticking boxes. We are that enables employees to become shareholders and sincere in our reforms and transformation continues to co-owners of the business. occur at all levels in our organisation, placing emphasis on access for all, growth for all, a home for all our Our commitment to transformation has seen an uptick in employees and a future for all our stakeholders. the employment and promotion of black employees. In the interest of parity, more black-owned businesses now Our future hinges on collaboration and providing equity. form part of our supply chain. This is why, in 2021, we launched iSabelo – an initiative that enables employees to become shareholders and We are of the firm belief that empowering fellow South co-owners of the business. Africans is the key to creating social change. But we don’t just talk about it – we launched a programme that Our commitment to transformation has seen an uptick in helps our youth be financially responsible and literate. the employment and promotion of black employees. In Through social intervention and internal reform we’re the interest of parity, more black-owned businesses now increasing youth employment, bolstering financial form part of our supply chain. education and diversifying our workforce. We are of the firm belief that empowering fellow South Transformation and contributing to social change are not Africans is the key to creating social change. But we just buzz words for us. They are our driving force and our don’t just talk about it – we launched a programme that core purpose: Enabling businesses and people from all helps our youth be financially responsible and literate. walks of life to achieve their financial goals and life Through social intervention and internal reform we’re aspirations. increasing youth employment, bolstering financial education and diversifying our workforce.

We won’t stop here. There’s a lot more work to do – and

Transformation and contributing to social change are not just buzz words for us. They are our driving force and our core purpose: Enabling businesses and people from all walks of life to achieve their financial goals and life we’re ready and raring to get it done! aspirations.

For more information: www.momentummetropolitan.co.za

We won’t stop here. There’s a lot more work to do – and we’re ready and raring to get it done! For more information: www.momentummetropolitan.co.za

Public Sector Leaders | August 2021 | 9

ADDRESSING THE NATION AUGUST 2021

Addressing The Nation

n his letter to the nation during the first week of August, President Ramaphosa shared the heroism he encountered whilst visiting frontline workers.

Last week, when visiting two vaccination sites in Tembisa and Midrand, some of the heroes he met included the health workers administering the vaccines and those who are contributing to safeguarding the health of the nation by coming forward to be vaccinated. The good news is that the number of vaccinations administered in South Africa has now passed the 7.5-million

mark with approximately three million people being fully vaccinated. – and an average of 220 000 people being vaccinated daily. With the arrival of more doses in the coming weeks, this rate is set to increase dramatically. Already a significant number of doses are becoming available, with nearly 1.5 million single dose Johnson & Johnson vaccines being handed to the Department of Health at the end of July. And this weekend we received the first batch of the 5.66-million Pfizer vaccines donated from the USA.

10 | Public Sector Leaders | August 2021

“Our country is also making history. The first COVID-19 vaccines produced in Africa, for Africa, were released by Aspen Pharmacare from its flagship manufacturing plant in Gqeberha last week. These vaccines will be made available to the rest of the continent through the African Vaccine Acquisition Task Team, which we set up during our tenure as African Union chair. “Thanks to the efforts of all involved in the multisectoral vaccine acquisition response, we now have a comfortable supply of stocks to vaccinate our population” – President Ramaphosa.

The two vaccination sites our President visited are among an estimated 3 000 which have been set up in the country, currently providing vaccines to people above the age of 35, healthcare workers, and employees in participating workplaces.

In this great race to preserve human life, let us continue to work together in the interests of the health and welfare of our nation. Several of these are open over weekends and there are a number of innovations like vaccination drive-throughs and mobile vaccination units. One of the sites he visited is run by the private sector in partnership with government and the other is run by the government, yet both demonstrated similar levels of excellent service and professionalism. From the beginning of the outbreak the private sector, including medical schemes, has worked together with government, mobilising resources and helping the country meet our national vaccination targets.

stations, to observation stations with doctors on standby for those who have just received their jab. “Importantly, the site has an information area where those presenting for vaccination are given clear information in their own language on the different vaccine options available. “We spoke with Mama Rosemary Mabaso, 67, who had come for her second dose. She said that the staff at the centre had treated her with the utmost care and courtesy and helped allay her initial fears of getting vaccinated,” – President Ramaphosa. The most recent National Income Dynamics Study (NIDS) Coronavirus Rapid Mobile Survey (CRAM) has determined that there is a growing receptivity among the public to having the vaccine, with only 1 in 10 South Africans believing that it is unsafe. President Ramaphosa emphasises in his letter to the nation that vaccines are safe and that. the national vaccination programme is the

surest guarantee of a rapid recovery – from both a health and economic perspective. This requires following the guidance of the World Health Organisation and our Department of Health and particularly the avoidance of spreading misinformation. Hon. Ramaphosa pays tribute to the officials, healthcare workers and staff of the vaccination centres and the resilience of the South African people, who for more than 18 months have endured “the deadly pandemic, severe economic and social hardship, and recently, serious unrest wrought by those who want to see our country fail. “By going out and getting vaccinated, we aren’t just protecting ourselves. We are performing a patriotic duty to our country and our fellow citizens. “In this great race to preserve human life, let us continue to work together in the interests of the health and welfare of our nation. In this way, we will ensure that recovery is certain,“ – President Ramaphosa. n

“At the Rabasotho Community Centre in Tembisa, I saw government’s Batho Pele principles in action. The process was efficient and streamlined: from the COVID-19 Vaccination Card people are issued with to help them keep track of their doses, to data-capturing

Public Sector Leaders | August 2021 | 11

COVER STORY BY FIONA WAKELIN & CHARNDRÉ EMMA KIPPIE

FoodBev SETA:

Star-studded Skills Development CEO Nokuthula Selamolela is playing a vital role in the enhancement of the food and beverages manufacturing sector Masterful leadership puts FoodBev SETA in strong position Nokuthula Selamolela, the business-minded woman at the helm of the Food and Beverages Manufacturing (FoodBev) Sector Education and Training Authority (SETA), has been steadily optimizing the way public resources are used to skill up the food and beverage manufacturing sector. Appointed as FoodBev SETA Chief Executive Officer (CEO) in 2018, Selamolela’s future-savvy approach shows managerial depth and, most essentially, financial rigour. She has been the driving force behind two clean audits, and during her tenure service-level targets have increased to 80 percent. This marked tightening up of financial management is no coincidence, given that Selamolela served five successful years as FoodBev SETA Chief Financial Officer (CFO) prior to be being appointed CEO and, furthermore, during much of that time, she doubled up as Acting CEO of the SETA. In Selamolela’s opinion, the fact that SETAs are government entities is no reason why they cannot efficiently deliver on their mandate. However, running a SETA is no small task. As conduits for public funds SETAs have an enormous responsibility to disburse the funds in ways that not only meet the immediate demand for skills but also anticipate the longterm future of the manufacturing sector.

Nokuthula Selamolela

CEO | FoodBev SETA

12 | Public Sector Leaders | August 2021

To this effect the SETA leadership must be aware of global and local manufacturing trends and be in ongoing dialogue with industry leaders.

Selamolela is an ex-officio member of the board of the Consumer Goods Council of South Africa, which represents more than 12 000 member companies across the consumer goods value chain, including the retail, wholesale and manufacturing sectors. This serves as a platform on which industries along the entire food and beverages value chain can interact with government bodies including the FoodBev SETA. While the FoodBev SETA serves the manufacturing segment of the food and beverages value chain specifically, Selamolela points out that the SETA is an integral part of the entire food and beverages value chain and that these linkages with the overall food production cycle are inextricable. Awareness of what is happening in all parts of the cycle – from food production to transport to storage to retail is crucial, Selamolela says. This linkage was amply

demonstrated in the knockon effect that recent social disruptions in two provinces had on production cycles across the rest of the country.

organisation build stakeholder’s skills across the board. As a result, FoodBev SETA is able to directly engage with other state entities. One such engagement is with the South African Revenue Service, which assists cooperatives and companies within the food and beverage manufacturing sector with compliance matters.

“The tick-the-box attitude does not work. Do it with passion!“ Participating in the overall plan to develop skills As part of the multi-pronged sectoral strategy to contribute to the National Skills Development Plan (NSDP), FoodBev SETA continues to be a critical stakeholder in the Provincial Skills Development Forum (PSDF). Facilitated by the offices of the nine provincial premiers, the PSDFs seek to build a sound skills development strategy throughout the country’s provincial economies. Selamolela believes that the provincial forums help the

Meeting immediate demands and enabling future growth Despite the unprecedented COVID – 19 related difficulties of the past year, Selamolela has kept her eye steadily on the SETA’s long-term objectives: Last year was unprecedented in the challenges it presented us with and, while this year we can to some extent benefit from hindsight, there are still likely to be unanticipated challenges. Within this climate of uncertainty, the SETA remains steady – focused on its commitment to

Public Sector Leaders | August 2021 | 13

excellence, to transformation, and to ensuring that South Africa and the Sector has the relevant skills base to compete internationally. While it was difficult to be proactive at the beginning of the pandemic when companies were faced with sudden shutdowns, the SETA has formed strong strategic relationships that will be critical to reviving the struggling economy. This includes 14 new partnerships that respond to the training needs of women, youth, people with disabilities, people from disadvantaged areas and unemployed people. Some of the partnerships provide bursaries, and a range of learning opportunities to gain experience in the FoodBev sector and acquire the requisite skills.

“I count my blessings, which helps me to understand how others have made this world a better place” Three of these partnerships support NGOs that are upskilling women in basic entrepreneurial skills. Many member companies in the food and beverage manufacturing sector saw the Covid-19 related slowdowns in production as an opportune time to increase skills levels, with a resultant leap in applications for training over the past year. The demand was such that some of the SETA’s programmes were not always able to meet the increase in demand,

particularly for artisan training. The SETA has plans to increase training in skills that are scarce through giving financial support to employers, higher institutions of learning and offering learning programmes to learners. When it comes to the growth of small businesses, Selamolela is all too aware of the bureaucratic impediments that hinder the progress of these businesses: “Over the years I have observed the stumbling blocks that trip them up: the need to get over the hoops of bureaucratic processes as well as compliance issues. It is often very small issues that make small businesses not qualify for various funding opportunities. ” she says. As a result, Selamolela wants the SETA to play a more active role in mentoring small businesses and helping them to thrive and become self-reliant. Embracing digital transformation Technology currently serves as an influential driver of change within the food and beverages manufacturing sector as most companies continue their search for new ways to improve their products and services. Selamolela is fully aware that the competitiveness of food and beverage manufacturing enterprises is closely linked to their ability to implement new technologies, saying: “When we foresaw that automation would erase many jobs we found ways to make our training more relevant,

14 | Public Sector Leaders | August 2021

thus preparing our learners for inevitable change. As the CEO, I invest a lot of time researching how the fourth Industrial Revolution (4IR) is likely to impact the sector and what skills will be required by the sector in this changing world of work. Our aim is to help businesses to be alert to the changing environment so they can adapt their workforce planning and development strategies and ensure alignment with future skill requirements.” Selamolela’s background and driving passion Selamolela is utterly dedicated to opening up opportunities to her fellow South Africans: “My purpose is to help others to improve their lives, and in my role as CEO I do this through the different interventions we provide as a SETA.” Despite her relative youth, Selamolela has not only the educational background, but also the working experience to lead an organisation as complex as the FoodBev SETA. Equipped with a Master of Commerce degree in Development Finance from the Graduate School of Business, University of Cape Town, she joined the business world as a trainee accountant at Tongaat Hulett. She then completed her articles at Vodacom, followed by a Senior Finance Manager role at ICASA. She then took on the role of CFO at Swiftnet before joining the FoodBev SETA as CFO in 2013 and then being appointed as CEO in 2018.

“In my CEO role I have found that my experience as CFO has been invaluable because it has helped me see the business from all angles,” she says. Determination and the ability to steadily follow a path are traits that have no doubt helped bring Selamolela to the leadership position she now holds. She is keen for others to follow in their own chosen paths, and offers these words of encouragement: I was raised from an early age not to allow anyone to block my path or steal my potential. Hence, my advice to the youth and young employees in the food and beverage manufacturing sector is that no circumstance, past or present, should determine who you

become in the future. So, in this regard, I essentially hope to inspire the young people I work with to reach their full potential. FoodBev priorities for 2021 As CEO, Selamolela has shown her ability to put the organisation on a more businesslike footing. This in turn has enabled FoodBev SETA to respond more effectively to the sector’s broad spectrum of training needs, and to upskill South Africans, including those who are economically vulnerable. So, what lies ahead as we move into the second half of the year? A key priority of FoodBev SETA is to enhance the transformation of the Food and Beverage Manufacturing Sector by funding innovation and research

programmes. The SETA also plans to provide funding for leadership developmental programmes, with a particular focus on women. “Other priorities are to capacitate young minds by providing them with information on available and future careers in the FoodBev sector. This is done through several commitments made by the SETA to fund grants and projects,” Selamolela says. Examples of these are the following allocations: •

R163-million is for the strategic imperative/ learning programmes, with a total of R101 million aimed at partnerships or special projects.

Public Sector Leaders | August 2021 | 15

•

A further R51-million is for the apprenticeship programme.

•

R3,3-million will be dedicated to research and innovation bursaries. A sum of R3,4 million is for TVET bursaries and another R4-million for small business support.

•

The SETA is also supporting students with historical debt by funding several universities to a total of R30-million.

Explaining the funding process “FoodBev SETA opens a grant funding window, to call on companies/entities to apply for funding for different training interventions within the sector”, she explains.

manufacturing sector. Also, FoodBev SETA is taking seriously the issue of closing skills gap within the food and beverage manufacturing sector, this is to ensure that the sector remains highly competitive, takes initiative and is relevant to the national developmental needs of the country as mandated by legislation governing the sector. The process partly seeks to identify the skills requirements for upskilling an employee aligned to current trends needs. It is not sufficient to just equip an artisan with specific skill set, but the artisan is now required to have a broader set of skills

“These may be for employed or unemployed learners. In the case of unemployed learners, the companies would recruit these learners and register them on our systems in order to receive grant funding; or companies may register their own employees for further training.” Furthermore, FoodBev SETA finances a variety of learning programmes, such as learnerships, internships, skills development programmes, candidacy programmes and artisanal development programmes. The SETA also funds full bursaries to empower the youth through various institutions of higher learning. These initiatives allow for the development of much-needed skills to fill the critical vacancies in the food and beverage

16 | Public Sector Leaders | August 2021

which integrates with the rest of the business such as leadership and technical competencies. The SETA’s determination to address the issue of accessibility to potential stakeholders and beneficiaries has led to embarking in an aggressive communication marketing campaign that will see it holding information driven events in the next few years. FoodBev Manufacturing SETA Chambers For the food and beverages manufacturing sector to effectively respond to its mandate, FoodBev SETA has

clustered its member companies in line with their sectoral activities.Member companies are grouped according to the following five subsectors, also referred to as Chambers: •

Production, processing and preservation of meat, fish, fruit, vegetables, oil and fats

•

Manufacture of dairy products

•

Manufacture of breakfast food

•

Manufacture of food preparation products

•

Manufacture of beverages

Each chamber has established a chamber committee in terms of the FoodBev Manufacturing SETA Constitution. This chamber committee comprises key industry players such as organised labour organisations and employer organisations and/or associations, which drive the activities of each subsector. The duties of the Chamber Committee include: •

Providing expert advice and strategic leadership.

•

Providing guidance regarding skills development.

•

Assisting with the identification of strategic projects.

•

Assisting with appropriate recognition of the subsector’s education and training needs.

facilitates skills development with greater efficacy; and

For more information on the chambers of FoodBev Manufacturing SETA, please visit foodbev.co.za

•

Explaining the role of a SETA “A Sector Education & Training Authority is a body established under the Skills Development Act (RSA, 1998c) whose main purpose is to contribute to the improvement of skills in South Africa through achieving a more favourable balance between demand and supply, and by ensuring that education and training takes place.

Organisation Values FoodBev SETA subscribes and is committed to:

FoodBev SETA facilitates training through funding a range of learning programmes that will capacitate both employed and unemployed learners with skills that are required in the sector.” – Nokuthula Selamolela, CEO of FoodBev SETA The SETA is also responsible for the Quality Assurance of all FoodBev SETA-registered qualifications and approved Skills Programmes as well as the accrediation of FoodBev SETA Training Providers. Vision Statement To have sufficient and appropriate knowledge and skills available in the Food and Beverages Manufacturing Sector. Mission Statement • To expand the availability and accessibility of knowledge and skills in the sector, including but not limited to, rural areas; •

To remain relevant by providing quality learning standards and qualifications.

Establish a credible institutional mechanism that

•

Service excellence: take pride in satisfying stakeholder needs.

•

Accountability: accept responsibility and deliver on our commitments.

•

Integrity: act with integrity in all we do (doing what’s right).

•

Respect: deliver on our commitments with the utmost respect towards our stakeholders.

Nokuthula Selamolela’s Top Reads • 48 Laws of Power by Robert Greene • Don’t Sweat the Small Stuff and It’s all SmallStuff by Richard Carlson. Maintaining Work/Life Balance When she’s not assisting others to reach their full potential, Selamolela believes in having some downtime. A “spontaneous traveller”, she enjoys visiting places where she can relax and have quiet time. “I enjoy art and have my own collection, with some pieces on display in my work space”, she expresses.

Public Sector Leaders | August 2021 | 17

“Being in the outdoors is also an essential activity for my well being, and I keep myself fit by hiking and running.

close the gaps identified in the sector as well as to encourage entrepreneurial skills in order to create employment and selfreliance. This will include the SETA entering into partnerships to improve the provision of career guidance initiatives and massive capacitation of career development practitioners to maximise reach.

All these things help me to keep in balance.” What the future holds for the SETA •

•

The SETA will continue to strive toward a 100% performance, through overcoming the challenges that were posed by Covid-19 by adopting innovative means of training and automation of Discretionary Grants processes.

•

Implement impactful programmes that responds to 4IR and future skills to

Contact Details: Physical Address: 7 Wessels Road, Rivonia 2128 Tel: +27 11 253 7300 Email: info@foodbev.co.za Web: foodbev.co.za 18 | Public Sector Leaders | August 2021

Establish strategic partnerships with both private and public entities aimed at implementing skills development programmes and initiatives to empower youth, women and people with disabilities within the food and beverages

Office Hours: Monday to Friday 08:00 – 16:30

•

manufacturing sector. Continue to capacitate SMEs including those in rural areas on SETA programmes, compliance requirements and how they can gain access to various SETA funding opportunities.

•

Improve SETA visibility through extensive awareness campaigns and ensuring proactive communication of relevant and credible information to stakeholders to position the SETA as a preferred skills development partner of choice.

•

Provide quality assurance by implementing continuous improvements, and tracking areas of concern impacting internal and external effectiveness. n

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Mrs Mange: A beacon of hope for the community of the Gert Sibande Region

he Gert Sibande TVET College

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guesthouse currently employs college

Educational Management from the

Tshwane University of Technology, and further obtained her Master’s Degree

of Education in Management, with the

are not available in Mpumalanga. The

Isiqalo tyre fitment is located at Evander parts, the training centre as well as the workshop for placement of students

placement opportunities.

animation.

management is working tirelessly

was unprecedented. The college

Transport Education Training Authority (TETA).

that focuses on assisting graduates of

graduates with practical and

and app development, robotics and

established in partnership with the

innovative in her thinking.

learning by providing students and

as drones technology, gaming, web

The passing of the College Principal

automotive services. The centre was

Driving Academy:

Her vision was to transform vocational

academy will offer programmes such

as well as servicing the public with

University of South Africa (UNISA). Mrs Mange was a visionary of note and

Technology (ICT) Academy:

provide the community with skills that

administration.

Campus. The centre is divided into two

She obtained her Honours Degree in

to afford college graduates and the

provide them with opportunities to work

matriculated.

KwaNdebele Teachers Training College.

is to bring maritime studies inland

trained by the maritime academy, and

Isiqalo Guesthouse is located in

Isiqalo Tyre Fitment Centre:

She began her tertiary education at

The purpose of the maritime academy

community with the opportunity to be

proceeded to Bohlebethu Secondary

School in Siyabuswa which is where she

work placement for Primary agriculture

students in Perdekop Campus. The farm

vehicles for college students, create

years, coupled with eight consecutive

The college recently procured a farm

The college also has a Driving Academy transport and logistics as well as college graduates to obtain a drivers licence at

to ensure that the vision of the Late Principal becomes a reality. n

Address: 18a Beyers Naude Street, Standerton, 2430 Tel : 017 712 9040 web: gscollege.edu.za

a reasonable cost. The driver academy is located in Evander and services graduates from all campuses.

Public Sector Leaders | August 2021 | 19

CABINET RESHUFFLE INFOGRAPHIC

National Executive Reshuffle On the evening of 5 August, President Ramaphosa announced changes to the National Executive: “This comes at a time when the country is facing several challenges and we are called upon to undertake several tasks at once.

Ministers Minister of Finance

“Firstly, we are working to accelerate our vaccination programme to overcome the COVID-19 pandemic. “Secondly, we are working to ensure peace and stability in the wake of the recent outbreak of violence and destruction in parts of the country. “Thirdly, we are mobilising all available resources and capabilities to rebuild our economy and provide relief to those most vulnerable.

Tito Mboweni

Enoch Godongwana

Minister Defence & Military Veterans

“I am therefore making changes to the National Executive to improve the capacity of government to effectively undertake these tasks” – President Ramaphosa

Out

20 | Public Sector Leaders | August 2021

Nosiviwe Mapisa-Nqakula

Thandi Modise

Minister of Health

Zweli Mkhize

Joe Phaahla

Minister in the Presidency

Jackson Mthembu

Mondli Gungubele

Minister of Public Service & Administration

Senzo Mchunu

Ayanda Dlodlo

Minister of Tourism

Mmamoloko Kubayi

Lindiwe Sisulu

Minister of Small Business Development

Khumbudzo Ntshavheni

Stella NdabeniAbrahams

Minister of Communications & Digital Technologies

Stella NdabeniAbrahams

Khumbudzo Ntshavheni

Minister of Human Settlements, Water & Sanitation

Lindiwe Sisulu

Minister of Human Settlements

Mmamoloko Kubayi

Minister of Water & Sanitation

Senzo Mchunu

Public Sector Leaders | August 2021 | 21

Deputy Ministers Deputy Minister of Health

Joe Phaahla

Sibongiseni Dhlomo

Deputy Minister of Public Service & Administration

Sindisiwe Chikunga

Chana Pilane-Majake

Deputy Minister of Transport

Dikeledi Magadzi

Sindisiwe Chikunga

22 | Public Sector Leaders | August 2021

Deputy Minister of Mineral Resources & Energy

Bavelile Hlongwa

Nobuhle Nkabane

Deputy Minister of Small Business Development

Zoleka Capa

Sdumo Dlamini

Deputy Minister(s) of Agriculture, Land Reform & Rural Development Mcebisi Skwatsha

Mcebisi Skwatsha

Sdumo Dlamini

Zoleka Capa

Deputy Minister(s) in the Presidency

Deputy Minister of Communications & Digital Technologies

Pinky Kekana

Thembi Siyewa

Deputy Minister(s)Cooperative Governance & Traditional Affairs Parks Tau

Thembi Nkadimeng

Obed Bapela

Pinky Kekana

Philly Mapulane

Deputy Minister of in the Presidency for State Security

Zizi Kodwa

Deputy Minister of Human Settlements, Water and Sanitation

Pamela Tshwete

Deputy Minister of Human Settlements,

Pamela Tshwete

David Mahlobo

Deputy Minister of Water and Sanitation

Dikeledi Magadzi

David Mahlobo

Public Sector Leaders | August 2021 | 23

TRAILBLAZER BY CHARNDRÉ EMMA KIPPIE

Thembi Siweya Deputy Minister in the Presidency

Passionately promoting literacy in SA

ppointed as of May 2019, Ms Siweya is the Deputy Minister in The Presidency of the Republic of South Africa, for the Department of Planning, Monitoring and Evaluation. Today, she is also a prominent Member of Parliament for the ANC, and has made extraordinary contributions to youth activism across the country. “As a young black woman, it is an honour to be an MP. I am given an opportunity to pass laws on behalf of my people. It means I must work hard and respect the people that ensured that I am here in Parliament. It gives me the opportunity to showcase the capacity that South Africa has to the world.” – Ms Thembi Rhulani Siweya. Her vision is to improve government outcomes and impact on society. The mission of the department is to facilitate, influence and support effective planning, monitoring and evaluation of government programmes aimed at improving service delivery, outcomes and impact on society. Leading Youth Activist Ms. Thembi Rhulani Siweya is known as one of the country’s most passionate youth activists, and is also a philanthropist who strongly believes in promoting a culture of reading and writing in order to empower South African citizens. Ms. Siweya is a Sefako Makgatho Health Sciences University (Medunsa) graduate (having completed a BSc degree) and is, at present, completing her MBA degree.

24 | Public Sector Leaders | August 2021

Introduced to the political landscape from an early age, Hon. Siweya began her mission through student activism initiatives. She served as the Chairperson of SRC Science Faculty in Medunsa (Medical University of South Africa). and was also the Treasurer General (TG) for the South African Student Congress (SASCO). In 2013, Ms. Siweya played a pivotal role in the African National Congress Youth League (ANCYL) Provincial Task Team (PTT), serving her duties in the Sub-Committee on Communications. She has, in addition, been a member of the National Executive Committee (NEC) of the ANCYL, since 2015. Political Leadership Background • •

• •

2015 to date: ANCYL NEC Member 2010 - 2011: ANCYL Branch Secretary: Isaac Maluleke (Limpopo) 2006 - 2007: Sasco National Treasurer Fostering a culture of reading & writing

She made invaluable contributions as a Spokesperson for the Youth Commission Hon. Siweya is a commended communicator, having years of experience working in the communications environment – as a politician and a civil servant. She made invaluable contributions as a

Spokesperson for the Youth Commission, in Limpopo Province, between 2007 and 2010. Hon. Siweya also served as the Communications Manager in the office of Limpopo Premier, from 2010 and 2016. As an avid reader and a writer, she has compiled multiple published opinion pieces, writing about a large variety of topics, specifically relating to Africa and the world. Ms. Siweya has, in previous years, mentioned the likes of Chinua Achebe, Bessie Head and Mandla Langa, as some of her favourite authors. Most recently, Deputy Minister Siweya hosted South Africa’s young trailblazers in the field of sports, arts and literature, at the Union Building on 6 May 2021. The purpose of the session was to celebrate prominent young people’s talent and zoom in on possible collaborations with the government.

important issues such as education, health, governance, economics, gender and identity politics. African Unmasked is a non-profit organisation that facilitates conversations amongst Africans; conversations geared towards fostering interdependence amongst African states. The organisation provides learning materials, such as school uniforms, shoes and books, to pupils at a number of schools across South Africa. By way of this organisation, Ms. Siweya also donated relief parcels to the victims of cyclone Idai, in Zimbabwe and Mozambique, in 2019 n

The rising stars include Praise Poet, Masinga Xivambu, who once ushered President Ramaphosa to Parliament for the State of the Nation Address; Simthandile Tshabalala, the award-winning young golfer, an emerging Author, Angel Mkhawana, actor and young entrepreneur Cornet Mamabolo. African Unmasked Initiative In 2014 Ms. Siweya launched ‘African Unmasked’. This project is close to her heart, as it is a cognitive movement which she established to address

Public Sector Leaders | August 2021 | 25

WOMEN IN LEADERSHIP BYJESSIE TAYLOR

Beyond words: Hon. Minister Anroux Marais

Creating inclusion & safeguarding culture through language

anguage has a critical role to play in preserving culture and promoting inclusion. While the benefits of using one’s mother tongue have long been acknowledged in the education sector, the inclusion of indigenous languages in the government space can create an inclusive society.

By including indigenous language options in service delivery, governments can ensure that citizens can engage meaningfully with the government, as well as fully access the social assistance they may need. Leading the charge in creating a more inclusive government is the Western Cape Minister of Cultural Affairs and Sport, Anroux Marais. The hidden importance of language Minister Marais was appointed to the position of provincial Minister of Cultural Affairs and Sport in 2015, after serving on the provincial parliament since 2004. She had previously served as a councillor for the City of Cape Town. Having participated in the parliamentary oversight of the Department for five years, she took up her current post with a deep understanding of the work of the Department of Cultural Affairs and Sport, and the impact it has on improving the lives of citizens in the province. It’s creating this difference that Minister Marais is committed to, holding the belief that the Department has a pivotal role in advancing social cohesion, facilitating community conversations, and promoting culture and heritage. Just one of the ways she works to fulfil this role is through the promotion of language use, as a tool to create inclusion in the province. Language is essential to the preservation of culture. It is the vehicle used to express values and Hon. Minister Anroux Marais

Western Cape Provincial Minister of Cultural Affairs and Sport

26 | Public Sector Leaders | August 2021

traditions, creating a link between generations. If a language is lost, part of a culture is lost. Unless indigenous languages are preserved, the customs of those who speak them will slowly erode, leading to cultural loss.Under the Western Cape Language Policy, the only provincial one of its kind nationally, the Department’s Language Services strive to ensure that residents have access to services in the official language of their choice. To promote multilingualism, the provincial government offers services in three provincial official languages: Afrikaans, English and isiXhosa. Use of previously marginalised languages, such as sign language, is also encouraged. The implementation of this policy is guided by the Western Cape Language Committee and Minister Marais. Using words to bring communities together The work of Minister Marais and the committee can be seen in action in various ways. The department has lobbied for the use of South African Sign Language (SASL), with numerous official presentations and public briefings now including an interpreter.

provision for the need for creating awareness around the needs of the hearing impaired.”

Often, we underestimate the vital importance of affording the space for self-actualisation in one’s mother tongue Other mother tongue languages have also been highlighted, through literary events to include reading in indigenous languages. Another example can be seen in the Department’s Afri-Kwê Language Project, which aims to prevent the KhoeKhoegowab language from dying out through teaching to both children and adults. KhoeKhoegowab was the original language spoken by the first inhabitants in the Cape. Today there are 2 000 speakers of the language in the Northern and Western Cape, 150 000 speakers in Namibia and 200 in Botswana. The role of language in creating inclusivity has also been extended to one of the department’s other ambits – sport. To promote meaningful social inclusivity through sport, language was cited as the major

tool in making it accessible. “It has long been reported by prominent linguistics scholars that people feel more comfortable in learning in a language they best understand. Manuals and rules of most sports codes in South Africa are only available in English and Afrikaans,” says Minister Marais. Very little sports literature is known to have been published in any of the African languages of the country. Translating the existing manuals became the department’s first port of call to increase access and ultimately, participation in sport. This has since been put into practice with sports such as chess, cricket and netball rulebooks. “Often, we underestimate the vital importance of affording the space for self-actualisation in one’s mother tongue and at the Department, we officially acknowledge this by regularly highlighting language issues through consultative engagements and activities to provide constructive, and more importantly, objective outcomes for meaningful social inclusivity to come into fruition,” adds Hon. Marais. n

“The Department of Cultural Affairs and Sport has always been committed to promoting the use of the three official languages of the Western Cape, as well as promoting SASL, as part of its mandate,” says Hon. Marais. “The Department is the custodian of the Western Cape Language Policy, which makes special

Public Sector Leaders | August 2021 | 27

OCE ANA S E TS A CO U RS E FO R

women

Combining Talent, Determination, Training & Opportunity

Bronwynne Bester embarked on a journey that would take her from the familiarity of landlocked Jozi to being responsible for nearly 5 000 people globally at Africa’s largest fishing company. Since graduating from Wits University with an M.Com, Bronwynne’s journey to the headquarters of Oceana in Cape Town, where she is now the Chief People Officer, has seen her step way beyond what she once thought she was capable of.

“

B RO NW Y N N E B E S TE R C h i e f P e o p l e O f f i c e r : O c e a n a G ro u p

THE WORLD OF WORK IS TOUGH; OUR EXPERIENCES SHAPE US AND THE OPPORTUNITY TO OVERCOME ADVERSITY IS AN OPPORTUNITY TO GAIN KNOWLEDGE, SKILLS AND LEAD.” 28 | Public Sector Leaders | August 2021

“I think we place a lot of pressure on ourselves to be the best or first. I wasn’t the best, nor was I always first, but I have grit and determination, and that has stood me in good stead.”

She demonstrated this in 2009 when she was placed on a project that required her to travel to Richards Bay every week. It came at a time when she had just met her now-husband. The work was intense, and being away from home, she had no family, friends or support structure.

“I was given the opportunity to be pushed out of my comfort zone professionally, carried out tasks that I didn’t know I could do, which have added greatly to my skillset and taught me the real value of relationships.” Today she regards the providing of skills and creating compelling careers for people who want to get ahead as one of the greatest challenges of her job.

“This is particularly pertinent for women in the fishing sector. Although globally nearly half the people who work in ﬁshing are women, leadership positions are typically still male-dominated.”

Some of the reasons for this is that opportunities for advancement are limited because ambitious women’s talent isn’t recognised or is ignored,

they aren’t given the skills or training they need to progress, and because the industry is so sector-specific, people tend to stay in positions for a long time.

“

An important part of my job is to try and break this cycle, by pro-actively identifying talent and drive, ensuring it is nurtured by providing skills and training and establishing a career path that capitalises on the investment in potential.

Focusing on leadership development, our Oceana Leadership Acceleration Programme (OLAP) in partnership with the Gordon Institute of Business Science allow employees from across the

“

business (where 50% participation is female) gain leadership, strategic, adaptive and future-fit skills that are the basis of integrated thinking and key for talent succession planning.

“We believe that gender representation has been one of the key building blocks for Oceana’s success. True inclusion, representation, and equality come with meaningful recognition, acceptance, and appreciation of women’s tangible and intangible value in any organisation.

The proof is in the great strides Oceana has made to ensure diversity at every level. Currently, 40% of the board and 43% of the leadership team are women. In total, women make up 43% of employees of the total workforce. Despite the progress made, the everdetermined Bronwynne admits there’s still work to be done. “As an employer, Oceana has made great strides in creating real careers for women at all levels, but we still have a way to go to make the seagoing

environments compelling for women. The challenges are real, but so are the rewards.” As for her advice for women making their way in the world: “Be authentic. Never apologise for behaving like a woman. The world of work is tough; our experiences shape us and the opportunity to overcome adversity is an opportunity to gain knowledge, skills and lead.”

B ronwynne Bester

Public Sector Leaders | August 2021 | 29

WOMENS MARCH BY FIONA WAKELIN

You strike a rock When you strike a woman

The 5 women who led the 1956 women’s march

n 9 August 1956, 20 000 South African women from all walks of life broke the apartheid barriers and marched to the Union Buildings to protest the pass laws. This year marks the 65th anniversary of this historic event. “Wathinta abafazi, wathinta imbokodo! - When you strike a woman, you strike a rock”

“We, the women of South Africa, have come here today. We represent and we speak on behalf of hundreds of thousands of women who could not be with us. But all over the country, at this moment, women are watching and thinking of us. Their hearts are with us. We are women from every part of South Africa. We are women of every race. We come from the cities and the towns, from the reserves and the villages. We come as women united in our purpose to save the African women from the degradation of passes.” Excerpt from the petition presented to the Union Buildings on 9 August 1956.

LILLIAN NGOYI Lillian Masediba Ngoyi was born in Pretoria in 1911; she schooled in Kilnerton and enrolled as a trainee nurse, but in 1945 started as a machinist in a clothing factory, where she worked for 11 years. During this time she joined the Garment Workers Union, and the African National Congress (ANC). She was arrested during the Defiance Campaign for using “whites-only” facilities in a post office. In 1951 Lillian was elected as president of the ANC Women’s League. The year 1956 was a momentous one for Lillian – she became President of the Federation of South African Women, organised and co-lead the Women’s March in August, was the first woman to be elected on the ANC National Executive Committee and in December was arrested for high treason. With 156 other stalwarts, she was one of the Rivonia trialists –the “treason” trial that lasted until 1961. Her first banning order was issued in 1962 and in the mid60s she spent 71 days in solitary

30 | Public Sector Leaders | August 2021

confinement. The banning order lapsed in 1972, was renewed in 1975 for a further five years and in March 1980 Lillian ‘Ma’ Ngoyi died at the age of 69.

SOPHIA WILLIAMS DE BRUYN Sophia Williams de Bruyn was born in 1938 in Village Board, Port Elizabeth. During school holidays she used to work at a textile factory and eventually joined full time, becoming an executive member of the Textile Workers Union, together with Raymond Mhlaba and Govan Mbeki. She became a founding member of the South African Congress of Trade Unions (precursor to COSATU). In 1955 Sophia was appointed full-time organiser of the Coloured People’s Congress in Johannesburg and in 1956, at the age of 18 organised and colead the Women’s March to the Union Buildings in Pretoria. As the surviving leader of the March, she continues to be a passionate activist and in February 2016 urged President Zuma to focus on the issue of racial cohesion in the country. RAHIMA MOOSA Rahima Moosa was born in the Strand, Western Cape, in 1922

LILLIAN NGOYI

and attended Trafalgar High School, which she left at the age of 18 to work in a factory. Inspired by Marx and Gandhi, at the age of 21 she became a shop steward for the Cape Town Food and Canning Workers Union. In 1951 she married Rivonia Treason trialist Dr Hassen “Ike” Mohamed Moosa. When Rahima moved to Johannesburg with her husband she joined the Transvaal Indian Congress and in 1955 played a significant role in the organisation of the Congress of the People where the Freedom Charter was adopted. The following year, in the final stages of pregnancy, she helped organise, and together with Helen Joseph, Sophie de Bruyn, Lillian Ngoyi and Albertina Sisulu, led the March on the Union Buildings. In the early 1960s Rahima was listed (banned from belonging to any of the listed 36 organisations); this status remained until the unbanning of the ANC in 1990. In 1970 she suffered a heart attack and

SOPHIA WILLIAMS DE BRUYN

RAHIMA MOOSA

23 years later died at the age of 71, one year before the first democratic elections in South Africa. ALBERTINA “MA” SISULU Albertina Sisulu was born in Transkei, in 1918, as the eldest of eight girls. She is lovingly referred to as “Ma Sisulu” or the “Mother of the Nation” and is one of the most important and influential people in the anti-Apartheid movement. After finishing school Albertina trained as a nurse in Johannesburg. In 1944, she married Walter Sisulu and moved into a house in Orlando which would be their home for the next 45 years. For the following 15 years her husband was imprisoned eight times and whilst being the sole breadwinner of the household, she carried on the resistance. In 1948 Albertina joined the ANC Women’s League and a few years later, assumed a leadership role. In the 80s she co-founded the United Democratic Front (UDF) which

ALBERTINA “MA” SISULU

HELEN JOSEPH

Public Sector Leaders | August 2021 | 31

MORAL ADVOCATE / HUMAN RIGHTS BYJESSIE TAYLOR joined the multitude of anti-apartheid groups under one umbrella. She was elected one of its co-presidents from her jail cell. Ma Sisulu epitomises the saying “When you strike a woman, you strike a rock.” HELEN JOSEPH Helen Fennell was born at the start of the 20th century (1905) in Sussex, England. She grew up in London and graduated with a degree in English from the University of London in 1927. Her first teaching post was in Hyderabad, India, after which she moved to Durban where she met and married dentist Billie Joseph. During the Second World War (1939-1945)

she served as an information and welfare officer in the Women’s Auxiliary Air Force. After the war she took a job with the Garment Workers Union and was a founder of the Congress Union of Democrats (COD), and became national secretary of the Federation of South African Women in the 1950s. In 1955, Helen was one of the leaders who read out the clauses of the Freedom Charter at the Congress of the People and one of the organisers and leaders of the Women’s March on 9 August 1956. Arrested on a charge of high treason in December 1956, banned in 1957 and placed under house arrest

in 1962, she endured many years of police persecution and assassination attempts. Helen was diagnosed with cancer in 1971 and passed away on 25 December 1992 in Johannesburg. She was buried in Avalon, the same cemetery as Lillian Ngoyi. In the year of her passing, she was awarded the ANC’s highest award, the Isitwalandwe/ Seaparankoe Medal for her devotion to the liberation struggle. Isitwalandwe means “one who wears the plumes of the rare bird” and the award is bestowed upon only the bravest of warriors. n

Rahima Moosa, Lillian Ngoyi, Helen Joseph and Sophia Williams at the head of a crowd of 20,000 women who marched on the Union Buildings to protest Apartheid pass laws. 9 August 1956

32 | Public Sector Leaders | August 2021

CLICKS GROUP

CELEBRATING

ADVERTORIAL

BY CLICKS GROUP

women in pharmacy

his Women’s Month, the Clicks Group is shining a spotlight on three female pharmacy professionals who are dedicated to pharmaceutical excellence and making an impactful difference in the communities they serve. “We recognise the role of retail pharmacy in supporting the healthcare system during the pandemic. We are committed to building a pipeline of future healthcare professionals and investing in capacity creation and skills development,” says Clicks Group Corporate Affairs Director, Bertina Engelbrecht. In 2020, the Clicks Group funded bursaries for 112 pharmacy undergraduate students and provided internships for 165 pharmacy graduates: 91% of bursary recipients were black and 68% were female. “These young people are the future of pharmacy and it’s been especially rewarding to see them move through the ranks and become leaders in their field,” adds Engelbrecht. A passion for healthcare “I’ve always loved science and the way we can use it to help people,” says Azola Kandanga, who received annual bursaries from the Clicks Group from 2011 to 2013, while a student

at Rhodes University. “Working with medication gave me the opportunity to make a real difference and build a healthier community.” Azola has earned multiple promotions over the years, having managed the largest Medicross dispensary in the business at Clicks Pearce Road in East London. In her current role as Trainee Retail Area Manager, she manages the entire in-store operation for four stores across the Eastern Cape. Delivering superior patient care “I always knew I wanted to help people,” says Faatimah Kazi, who received a Clicks Group bursary to complete her studies. “I am proud to play a part in making quality healthcare easily accessible to ordinary people. In the fight against COVID-19, the role of healthcare is more crucial than ever.” Faatimah completed her degree in Pharmacy, summa cum laude, at the University of KwaZulu-Natal in 2017. Today she is known as a highly professional pharmacist, with an excellent work ethic and dedication to superior patient care. Keeping our communities healthy “At Clicks Pharmacy, we play an essential role as healthcare educators,” says Sandisiwe Madonsela, who received a 4th-year bursary from the Clicks Group in 2017. “We work as a team with the community to educate them on the importance of living a healthier lifestyle and, more recently, COVID-19 guidelines and FAQs around the vaccine.”

Just nine months after joining Clicks as a pharmacist in 2020, Sandisiwe was promoted to Pharmacy Manager, where she is recognised as a popular and natural leader.

AZOLA KANDANGA

TRAINEE RETAIL AREA MANAGER

FAATIMAH KAZI

PROFESSIONAL PHARMACIST

SANDISIWE MADONSELA PHARMACY MANAGER

BERTINA ENGELBRECHT

CORPORATE AFFAIRS DIRECTOR | CLICKS GROUP

Public Sector Leaders | August 2021 | 33

MORAL ADVOCATE / HUMAN RIGHTS BYJESSIE TAYLOR

Dr Pregaluxmi Govender Raising women through workplace equality

he Coronavirus pandemic has laid bare many persistent gender inequalities in the workplace, and unequal labour conditions have the potential to further reduce the role women play in the economy. But activists such as Dr Pregaluxmi Govender have for decades been fighting to create an equal playing field in the workplace, harnessing the power of education and unions to promote gender equality. Raised into activism Dr Govender is a feminist activist and author, renowned for her work in advancing women’s rights. She has been featured in the 21 Icons project, which aimed to capture human achievement through photography, film and narratives, inspired by Nelson Mandela. She was born in Cato Manor, Durban in 1960, and was heavily influenced by her father, radical playwright Ronnie Govender. Her activism began in the late ’70s and early ’80s when she began her education in feminism, socialism and solidarity through student and women's movements. Dr Govender began her mission to educate after her graduation in 1981 when she worked as a high school teacher and then at the University of Durban-Westville (now University of KwaZulu-Natal). As much as she loved helping her pupils discover their potential, Dr Govender left teaching to focus on the trade union movement.

34 | Public Sector Leaders | August 2021

She joined the majoritywomen clothing union GAWU (now SACTWU) in 1987 and was appointed as national educator. Her programme saw a significant increase in the number of women elected to leadership positions. In the early ’90s, Dr Govender had moved to a new project to uplift and empower workers – she founded a model workers' college supported by the independent trade union movement. The Worker’s College at the University of the Western Cape produced worker leader graduate, with a focus on promoting non-racialism and gender equality. She continued to motivate for women’s rights, and as a member of the Women’s National Coalition managed the Women's Charter of Effective Equality campaign, which mobilised around two million women to ensure women’s rights were represented in the South African constitution. This grounding in the fight for women’s rights Dr Govender took with her when she was elected into the Parliamentary Cabinet of the ANC in 1994. Dr Govender took up the role as Chair of Parliament’s Women’s Committee and was key in pushing feminist and transformative legislation – this included legislation such as the Domestic Violence Act, the Customary Marriages Act, the Child Maintenance Act and changes to labour laws

Trade unions have a key role to play in promoting gender equality in the world of work by challenging the status quo of gender roles in the workplace. Many of them are doing so by incorporating a gender perspective into their work and, as a result, their activities are actively contributing to the achievement of gender equality

advancing women’s rights in the workplace. In 2002, she resigned from Parliament after being the only ANC MP to oppose the arms deal. In 2009, Dr Govender took up the post of South African Human Rights Commission Commissioner and Deputy Chair.

Unions play a vital role in challenging gender discrimination Creating an equal society While Govender’s activism may have been born out of the inequalities of apartheid, it is no less relevant 28 years after democracy. Genderbased discrimination and inequalities are still prevalent in workplaces and have been brought sharply into focus through the pandemic. For the passionate activist and unionist, the violence and poverty faced by many women in South Africa remains a deep concern. “There is this sense of dominance within which women and children, both girls and boys, are the invisible victims of hidden forms of violence,” she said. Dr Govender’s grounding in the trade unionist movement forms an essential background for the fight against inequality. Unions play a vital role in challenging gender discrimination, promoting inclusive wage setting, and reducing the gender pay gap.

The Covid-19 crisis has seen a significant number of women working on the frontline in various roles, as well as trying to balance family responsibilities during lockdowns. McKinsey’s Women in the Workplace report found that women – and especially women of colour – have been negatively impacted by the pandemic and are more likely to have been laid off or furloughed. Before the pandemic, research had shown that women and men left their jobs at the same rate. However, now more than one in four women are considering leaving the workforce as a result of the challenges created by Covid-19. This means companies risk losing current and future woman leaders. The pandemic has brought into sharp relief many inequalities experienced in our society, especially those faced by women. However, the work of passionate activists such as Dr Govender and unions in the workplace, are gradually breaking down these systemic barriers. n

Public Sector Leaders | August 2021 | 35

PUBLIC SECTOR HR BY CHARNDRÉ EMMA KIPPIE

The HR

Digital Revolution In today’s climate, it is HR that could accelerate Digital Transformation in Government and the public sector… Empowering the SA workforce Digital transformation, essentially, refers to the utilisation of emerging digital tools geared towards solving business challenges. This term, which society has come to know pretty well, typically pushes the mind towards ideas surrounding AI, Cloud and software development. However, at its core, ‘digital transformation’ is actually underpinned by empowering individuals to work more effectively. A new way of efficiency While many industries have looked at news ways of embracing and savouring the benefits of digital transformation, now more than ever, there are others that find themselves stuck and challenged by the idea of pivoting. Government has, historically, embraced transformation slower than

others. However, in South Africa, we are starting to see positive change as more and more organisations and agencies begin to acknowledge and celebrate the human element of digital transformation. Thus, digital transformation within the public sector has become an imperative.

We developed the leave module and we were able to successfully integrate with the government HR system Moving to a more ‘digital way of life’ will, undoubtedly, not only assist in organising Government structures and making operations more efficient, but it will also permit the public sector to better serve its citizens. In order to ensure that digital transformation becomes

36 | Public Sector Leaders | August 2021

a reality in this stream, Human Resources (HR) is required to step in and pave the way for critical transition - leveraging technology to innovate from within Government. Better recruitment strategies In order to pivot around digital transformation, it increasingly becomes HR departments’ responsibility to prioritise key elements such as skills development, digital fluency, and adequate adoption of new technologies. Innovative, automated recruitment tools help save time and resources for HR staff, streamlining administrative tasks such as scheduling, pre-screening candidates and recruiting on-the-go by means of a mobile app. Digital tools as such improve candidate experience, providing applicants with a good first impression of

the organisation, and speeds up most processes. This, in turn, means that hiring and onboarding happens faster, giving existing staff members more time to zoom in on their main objectives as Government employees — attending to the various needs of our citizens. On-demand access to vital information When organisations are able to significantly invest in digital learning and upskilling solutions, which have the capability to distribute content to employees as they need it, their chances of being able to better serve citizens will increase twofold. As a front-end staff member at a government agency, it is often quite challenging having to deal with frustrated customers and having no knowledge of how to properly use the technological tools needed for problem-solving. On-demand access to learning tools and service prevents situations as mentioned above, offering training and even refresher workshops/courses for employees who need them. Future-fit solutions Digital solutions specifically tailored for governments will, in addition, provide them with an immediate connection to citizens, providing them with up-to-date insight on what their needs and expectations are. Kickstarting reform and innovative projects, usercentered design and cocreation are just two examples of how to encourage citizens to get involved in how their

points of bureaucracy we were able to deliver a fit for purpose digital solution, driving much needed digital transformation in government and deriving immediate and long term value.”

leaders govern, and many of these projects are successfully enabled by apps and digital technologies. Local expertise on HR and digitisation Weighing in on the digital conversation, Julius Segole who is the Chief Technology Officer at Boxfusion - believes in assisting South Africans with efficiency in the workplace, especially within the public sector. Boxfusion - an organisation synonymous with homegrown technology solutions that assist the South African public sector to streamline and automate its complex administrative processes on a daily basis - has been aware of the hesitancy and lethargy in government to digitise, citing impediments such as legality of digital decision making, cost of digitising, technical and user readiness for digital transformation, and low success of digitisation efforts.

Performance management and development in focus Today, Boxfusion plays a vital role in contributing to enhancing Digital Transformation, in HR, within the public sector. One of the organisation’s major areas of concern was the annual audit and management of leave. Most of the findings were due to lack of information or records to account for leave as well as evident financial losses resulting from this state of affairs.

“The company saw a niche opportunity to offer government departments affordable digital solutions that address immediate pain points within government such as continuous audit findings, lethargic service delivery and inefficient manual processes whilst complying with regulatory prescripts such as Electronic Communications and Transaction Act (ECT Act)”, commented Segole. “By addressing the technology adoption impediments in the public sector and the pain

Public Sector Leaders | August 2021 | 37

“We developed the leave module and we were able to successfully integrate with the government HR system called PERSAL ensuring seamless and end-to-end digital experience for employees. On the other hand this delivered better leave management for supervisors and management”, Segole explained. “We also digitised other HR functions such as Performance Management & Development System (PMDS) and Recruitment. These modules proved very useful especially during the COVID lockdown, enabling easy processing of these HR functions without the need for face-to-face engagement or in-person presentation of HR documentation.”

to take to comply with regulatory requirements for performance management, reduces process ambiguity, enforces better measurement metrics thereby reducing disputes and employee unhappiness. The departments have been able to conclude and comply with submissions of employee performance on a quarterly and annual basis.”

Julius Segole on future trends for everyday work and the HR Digital Revolution: •

eRecruitment is one of the major growth areas for HR digital transformation especially as the future of work is set to change drastically due to the effects of COVID19. There have been a number of enquiries for our eRecruitment solution which digitises the entire recruitment process from advertising, shortlisting, interviews, selection and appointment.

•

An area requiring transformation is employee engagement, which is a catalyst for a happy and healthy workforce, always translating into high productivity and consequently customer satisfaction.

•

Collaboration tools such as Microsoft Teams will increasingly be used to enhance the remote work experience. n

The SmartGov way Boxfusion’s SmartGov Platform is aimed at treating the public sector’s inefficient, archaic paper-based processes. “All government entities that took our leave module have been able to eliminate leave related audit findings and reduce financial losses related to unaccounted leave. Business units within these public entities have been able to manage staff availability through full visibility of all leave planned within the team and how it impacts service delivery thereby negotiating optimal leave plans for the business unit”, said Segole. “The Performance Management System reduces the time it used

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Public Sector Leaders | August 2021 | 39

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25 Years on the Front Line of Local Democracy November 22, 2021 marks the 25th anniversary of the establishment of the South African Local Government Association (SALGA) and the national voice of South Africa’s 257 municipalities is as relevant today as when it was founded. Since inception, SALGA has been playing an increasingly important role in the provision of leadership for the local government sector and its range of policy, legal and technical advisory and capacity building services to its member municipalities has benefitted communities and residents across the length and breadth of the nation. Officially founded in November 1996, the organization was formed against the backdrop of the Organised Local Government Act, a product of the White Paper on Local Government - and in January 1997, the Minister of Constitutional Development recognised SALGA as the national organisation representing local government. Twenty-five years later, SALGA’s impact in local government continues to be felt in six broad focus areas: lobby, advocate and represent, employer body, capacity building, support and advice, strategic profiling and knowledge and information sharing.

Financial stewardship excellence SALGA is immensely proud to be recognized for financial management excellence by South Africa’s supreme audit institution, the Auditor-General of South Africa (AGSA). The financial year 2019-20 saw the organization sustain a clean audit outcome for a consecutive eight-year period.

SALGA’s high level of commitment to financial stewardship of public resources and its adherence to best practice in its corporate and financial governance is the result of the integrity, commitment, and experience of its financial management staff and all SALGA employees. SALGA’s clean bill of health from the AG also sets an inspiring example for municipalities to follow and the organisation will continue to provide its members with platforms for the exchange of experiences and best practices in local government financial management.

Equal Opportunity Employment SALGA is intentional about bringing equality, diversity and inclusion to the workplace. Among SALGA’s strengths is its workforce and an organisational culture that is built on a diverse range of beliefs and values that foster a sense of belonging for its employees. As of 2020, SALGA has a staff complement of 390. Broken down by gender, 250 (64.1%) are female and 215 (55.1%) are black African. SALGA also believes that young people will ultimately shape the future of the nation. The average age profile of SALGA employees is 38 years, with the majority between 30-39 years. This indicates that SALGA is not only committed to hiring a diverse workforce but also enabling them to reach their full potential. SALGA is proud of its 25-year history and the organisation is looking forward to what it can accomplish in the years to come. w w w. s a l g a . o rg . z a

Public Sector Leaders | August 2021 | 41 E

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The Department of Women, Youth and Persons with Disabilities and the Basic Income Grant:

Offering relief to the unemployed

or many years, South Africa has grappled with reducing the poverty gap, increasing employment and providing social services to disadvantaged communities. The inequalities have been exacerbated by the Coronavirus pandemic and resulting economic downturn, which has seen jobs shed and many spiralling further into poverty. But there is hope for undoing these deep-seated structural inequalities through targeted social interventions such as a basic income grant. The effects of this style of grant care are playing out in the government’s Social Relief of Distress Grant. Recently reintroduced by President Cyril Ramaphosa, this grant will not only go a long way to holding abject poverty at bay, it will also provide important insights to inform the potential creation of a basic income grant. The social and economic impacts of the pandemic The Department of Women, Youth and Persons with Disabilities has been lobbying for this grant for some time, as a way to assist and empower youth, reduce poverty and fight rising unemployment.Research has linked the effects of Covid-19 on the economy to increased household hunger. An estimated 17% of households surveyed in the National Income Dynamics Study – Coronavirus Rapid Mobile Survey (Nids-Cram) indicated they were experiencing hunger, while around one in five children experience malnutrition that can lead to stunting, according to the Children’s Institute.

Hon. Nkoana-Mashabane

Minister in the Presidency for Women, Youth and People with Disabilities

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Immediately in the wake of the first wave of Covid-19, Stats SA found that more than 15% of respondents said they had received no income since the start of the lockdown – an increase from 5% before – which spoke to the extent of job losses and business closures immediately in the wake of the pandemic. Youth are among the worst affected by

unemployment. South Africa faces one of the highest youth unemployment rates in the world. In the last quarter of 2020, South Africa had around 20.5 million youth (aged between 15 and 34), of which almost 42% were not in employment, education or training. This amount had increased by 1,7 percentage points compared to the same time in 2019.

Much of the groundwork for the basic income grant has been put in by the Department of Women, Youth and Persons with Disabilities At the same time that the effects of jobs losses were being felt, Stats SA recorded that those experiencing hunger increased from 4% to 7%. The reported increase in hunger spoke to the very real risk many South Africans face on the back of unemployment: Food insecurity.

collection and aims to provide relief to the poor and those who are vulnerable as a result of the measures the government had to impose to deal with Covid-19, President Ramaphosa said. “This will build on the strength of our existing social protection system, which is one of the greatest achievements of our democracy,” said President Ramaphosa. Around 6.5 million unemployed and incomeless individuals have benefitted from the grant. The Social Relief of Distress Grant offers the country an example of what a basic income grant could look like, and the effects it could have on reducing poverty levels. The grant is a form of social assistance providing an income source to people who cannot access employment. The basic income grant would target able-bodied people between 18 and 59 years, who cannot access employment for a valid reason, such as a skills gap.

The basic income grant was first proposed by civil society organisations in the early 2000s. The idea was investigated by a government-appointed Committee of Inquiry. The Committee found that structural inequality and persistent poverty were historical challenges faced by the country and proposed that R100 per month with inflation-based increases be implemented. South Africa’s social welfare system has reduced poverty for about 18 million people, but many still face the challenge of structural unemployment. Structural unemployment is a form of involuntary unemployment caused by a skills gap, or the disparity between the skills that workers have, and the skills demanded of workers by prospective employers. This places many jobseekers outside of employment, due to a lack of education, and can aid high unemployment rates, despite willingness on the job seekers’ part.

Slowing the tide of poverty To offer some relief to those affected by unemployment and food insecurity, on 25 July 2021, President Ramaphosa announced that the Covid-19 Social Relief of Distress Grant would be reinstated. The grant had initially run until April 2021 and offered a monthly payment of R350 to those who have no means of supporting themselves. The grant will now pay out until the end of March 2022. The reinstatement of the grant comes on the back of slight improvement on revenue

Public Sector Leaders | August 2021 | 43

The basic income grant would aim to offer relief to these job seekers. Empowering youth through social grants Much of the groundwork for the basic income grant has been put in by the Department of Women, Youth and Persons with Disabilities. “We expect that [the effects of the grant] will be relevant for the discussions that we are having on the basic income grant in that the study established that the implementation of the [Covid-19 Social Relief of Distress Grant] did play a major role in the reduction of hunger, poverty and inequalities across our country,” said Department of Women, Youth and Persons with Disabilities Minister Maite NkoanaMashabane. The president has previously said that the feasibility of the grant is under investigation by the South African Government. “The need to introduce the basic income grant has become an urgent consideration for the African National Congress-led government. To this end, the Department has developed a basic income grant (BIG) discussion document that we have started consultations on. These consultations are targeted at developing the BIG financing mechanism for the unemployed population group that is aged 19 - 59 years,” said Minister Nkoana-Mashabane. The basic income grant has been outlined in the Department’s national youth policy, which

looks to introduce positive youth development outcomes for young people at local, provincial, and national levels in South Africa. The policy covers around 20.6 million people under its category of youth – almost 40% of the population – and outlines a wide range of topics including education, skills development and social support. This includes the introduction of a new basic income grant aimed specifically at the country’s unemployed youth.

The basic income grant holds the opportunity to close the gaps in South Africa’s social security net

“(This will) support young people and young discouraged job seekers’ efforts to enter the labour market by introducing a basic universal income grant – an incentive similar to the Covid-19 Social Relief of Distress grant primarily to support youth to transition into employment or entrepreneurship,” explained Minister Nkoana-Mashabane. Closing the social security net The willingness to embrace a basic income grant goes beyond just the Department and has been up for discussion at the highest levels of the government, as well as within the ruling party. In January, at the ANC’s 109thanniversary celebrations, President Ramaphosa said that the African National Congress government will consider the introduction of a basic income grant this year after the emergency financial measures

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introduced around the Covid-19 pandemic come to an end. “This year the ANC government, and broader society will need to continue discussions on the desirability and the viability of a basic income grant to provide a social safety net to poor people in our country,” he said. The reinstatement of the Covid-19 Social Relief of Distress grant takes the country one step closer to a universal basic income guarantee. But civil society organisations have argued that the R350 grant is not sufficient to reduce poverty levels and that a basic income grant should closely align to the bread line and be set at the food poverty line of around R580 per month. While the Covid-19 Social Relief of Distress Grant of R350 has alleviated some poverty, civil society organisations have argued that it is not sufficient as a long-term intervention. The Covid-19 pandemic has placed the idea of a universal basic income guarantee back on the agenda, as can be seen from the numerous demands from civil society groups and community organisers. This recognises that social inequalities have a role to play in the country’s high unemployment rate and offers a social intervention that can uplift communities while alternative programmes work to close the skills gap. The basic income grant holds the opportunity to close the gaps in South Africa’s social security net. It offers a means to address long-standing structural unemployment and recognises the importance of taking steps beyond job creation to address poverty and inequality. n

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Public Sector Leaders | August 2021 | 45

2021/07/13 09:06

WOMEN IN EDUCATION BY CHARNDRÉ EMMA KIPPIE

Elevating SA’s Education System:

Women take Charge

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. programmes and efficient and effective course development, delivery and research. Dr Phaswana was previously the acting Head of the Thabo Mbeki African Leadership Institute, UNISA, and the Vice President of the South African Development Studies Association (SADSA).

Dr. Edith Phaswana

Dr Edith Phaswana is the Head of Academic Programmes at the Thabo Mbeki African School of Public & International Affairs (TM-School). She is responsible for planning, directing and coordinating the School’s teaching and learning and formal programme delivery activities. She also ensures quality assurance of

Taking on the responsibility of facilitating the Thabo Mbeki Leadership Institute, Dr. Phaswana 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 this year, she received the 2020 NIHSS Best Edited Volume Book Award (Non-fiction)

46 | Public Sector Leaders | August 2021

– a marker 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.

The modern world we live in has been constructed without us, as women She applied her skills here for a decade, endeavouring to conquer existing socioeconomic and cultural hurdles, and utilise her skillset and wisdom for the betterment of others. “I realised 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 was the recipient of the 2019 Mail & Guardian Top 100 Women Changing South Africa, and is a 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. “The modern world we live in has been constructed without us, as women…One of the biggest 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 perpetuating inequalities, which she finds disheartening. She finds it 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 pay a high price for unrewarded, unappreciated academic citizenship.” - Dr Edith Phaswana.

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)

Professor 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 South Africa, as well as the acting executive Dean of the College of Science, Engineering and Technology at UNISA. She is a highly regarded B2 NRF-rated scientist with over 80 research papers and five edited volumes published. Over the years, Mamokgethi has delivered well over 30 keynote talks and lectures at international conferences, and was also a visiting professor at a plethora of universities around the world, in locations such as Australia, Botswana, Canada, USA and the UK.

Public Sector Leaders | August 2021 | 47

She has multiple accolades added to her belt for her research and community contributions: •

SA Woman of the Year (one of the three finalists) for the Science and Technology Category (2003).

•

Recognised as one of top three NRF Top Women in Research (2006)

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Golden Key Honours Society - Association of Mathematics Education of South Africa (AMESA) Honorary life membership (2009) Association of Mathematics Education of South Africa (AMESA) Honorary life membership (2009) NSTF award for being the most outstanding Senior Black Female Researcher over the last 5 to 10 years in recognition of her innovative, quality research on teaching and learning mathematics in multilingual classrooms. (2011) CEO Magazine award for being the most influential woman in education and training in South Africa (2013) Order of the Baobab (Silver) conferred on her by the President of South Africa (2016)

Mamokgethi Phakeng was the founding Chairperson of the Board of the South African Mathematics Foundation (SAMF) from 2004 to 2006, and served as the secretary and member of the executive committee of the International Group for the Psychology of Mathematics Education (PME) during 2003-2007. Passionate about empowering the youth, she is the founder of the Adopt-a-learner Foundation, a non-profit organisation that started in 2004 and provides financial and educational support to students from township and rural areas to acquire higher education qualifications.

Through my collaborations I am now extending this work to also focus on multilingual mathematics classrooms of immigrant learners As an academic and researcher, she has been focusing on developing key pedagogies for multilingual mathematics classrooms, since 2006. Her research focuses on mathematics in multilingual contexts. Her journey in this area of study started in 1998 with a concern about the low mathematics performance of a majority of learners in multilingual classrooms, in South Africa, who learn in a language that is not

48 | Public Sector Leaders | August 2021

their home language. At the core of this 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

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 Economic Growth-Oversight Summit in November 2020, hosted by Parliament, she addressed the fact that gender barriers mean the detriment of the South, limiting the nation’s potential.

Dr Nthabiseng Moleko

A woman of many talents, Dr. Nthabiseng Moleko is a poet, author, Commissioner of the Commission for Gender Equality, and the Deputy Chairperson of the Ikhala 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.

“Accelerating women’s participation in South Africa’s economic reconstruction: maximising the growth potential of provinces, districts, and localities”, she says.

I am proud to be black, in academia, and in the quantitative and economic space 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 in-depth 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 maledominated. 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 & 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 livelihoods would be improved. For women to enter into areas of critical and scarce skills — science, technology, engineering, and mathematics. To see greater representation of women at the highest levels of decision-making, women who fill the space in both the public and private sector, at executive and senior management levels, as well as at board level.

Public Sector Leaders | August 2021 | 49

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. Before her time at Nelson Mandela University, Muthwa acted as the Director General of the Eastern Cape Provincial Government [2004 and 2010]. She was also previously appointed as the Director of the Fort Hare Institute of Government.

Professor Sibongile Muthwa

Professor Sibongile Muthwa, Vice-Chancellor of Nelson Mandela University, 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,

She is deeply committed to gender justice, social inclusion and active democratic participation, and accordingly serves on a number of Boards and advisory structures, including from 2014 as a Commissioner of the Financial and Fiscal Commission.

As we all know, our sector and country is at a crossroads. Professor Muthwa’s passion for education stems from a simple childhood experience - learning to read and write. “My love of reading came from my grandfather who had taught himself to read. My father was a teacher and my mother a nurse, but growing up we spent most of our time with our grandparents and I was particularly close to

50 | Public Sector Leaders | August 2021

my grandfather”, she says. “My journey has inspired my commitment to contribute to changing the trajectory of every young person whose life I have the privilege to touch.” 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 and educational opportunities of the marginalised in particular. The calls for free education for all those who cannot afford it have made this task urgent 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

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MSc in Development Policy and Planning from the London School of Economics

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BA Honours from Wits University

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BA in Social Work from the University of Fort Hare

Motsepe Foundation in 1999, becoming 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.

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.

People, Planet and then Profits. This is how the new thinking in business ought to be Dr. Moloi-Motsepe has strong roots in Medicine and Gender Activism, and has further authored a resource guide for women across South Africa titled The Precious Little Black Book, published in 2017, and created the Gender Responsive Budgeting Initiative South Africa.

Dr. Precious Moloi-Motsepe

In 2019, Dr. Precious MoloiMotsepe was appointed as Chancellor of the University of Cape Town (UCT). Taking up office in January 2020, she is previously known as top businesswoman and philanthropist in South Africa, and is successor to Graça Machel who was first elected back in 1999. Dr. Moloi-Motsepe is married to mining magnate and billionaire, Patrice Motsepe, and together they founded the

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 on the World Economic Forum Global Agenda Council, and was previously also appointed as the president of the Cancer Association of South Africa. A passionate advocate for women’s rights, she continuously endorses

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.

Accredations MBChB, Diploma in Child Health from Wits University, Diploma in Women’s Health from Stellenbosch University

Public Sector Leaders | August 2021 | 51

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 ViceChancellor 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 of Harvard in the United States of America, after being granted a South African Scholarship.

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 Coordinator of the Distance and Continuing Education Programme.

Professor Mtose is known for leading by example in setting goals and standards of performance 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

Today, Professor Mtose is an educator, higher education specialist and psychologist, who has been positioned as the seventh Vice-Chancellor appointed at UNIZULU’s Faculty of Education 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 an executive member of the Anti-racism Network in Higher Education. Professor Mtose is known for leading by example in setting goals and standards of performance. Her seasoned experience in academia has moulded her into a thriving manager and pioneer in higher education. Ongoing Research Professor Mtose’s research focal point regards issues of race, post-apartheid blackness,

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and overall identity politics. While accepting that race is a social construction and that racial identities are fluid, she believes that “forms of racial subjectivity are also deeply rooted and persistent.” Reinventing universitiess 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 transformatively… The African university needs to be reinvented, remade, yes, but it must be imbued with African formats, discourses, discursive formations and knowledge praxis.”

Education •

PhD in Psychology from the University of KwaZulu-Natal

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Master of Philosophy in Higher Education from University of Stellenbosch

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BA Honours in African Languages from Rhodes University

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BA from University of Fort Hare

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HDE (Post Graduate) Primary from University of Cape Town

Professor Puleng LenkaBula

Professor Puleng LenkaBula has just recently been appointed as the new Vice-Chancellor of the University of South Africa (UNISA), by The Higher Education Transformation Network. She will be taking over from Professor Mandla Makhanya, who has been at the helm since 2011.

Transformation should be ensuring that people living with disabilities are embraced within the university She is excited about taking over in 2021 and remains dedicated to implementing transform and diversity policies. She becomes the nation’s fifth woman vicechancellor and UNISA’s first – joining the likes of University of Zululand’s Professor Xoliswa, Professor Mamokgethi Phakeng from the University of Cape Town, and Professor Sibongile Muthwa of Nelson Mandela University. Prior to her recent appointment, Professor LenkaBula was the ViceRector of Institutional Change,

Student Affairs and Community Engagement at the University of the Free State. Before taking up her post in the Free State, she was the Dean of Students at Wits University. Leading up to her new promotion, Lenkabula worked at UNISA as an associate professor of ethics, as the Dean of Students and in Makhanya’s office as a director and adviser. As of 2015, there have been an estimated 20 vacancies for vice-chancellors in South Africa, yet only four women have been given the opportunity to occupy these seats at tertiary institutions.

Education

Professor LenkaBula has obtained a Doctorate in Ethics (Theology and Philosophy), specialising in Ethics of the Economy, Ecology and Politics (Social Ethics), from the University of South Africa. Prior to this achievement, she received her Master’s degree from St Andrew’s College at the University of Saskatchewan, Saskatoon, Canada, specialising in Social Ethics. She is widely published, with more than 25 articles in local and international peerreviewed academic journals. Her list of publications includes a commissioned book by the World Communion of Reformed Churches, titled Choose Life, Act in Hope (2009) - completed in collaboration with Rev. Dr. Dibeela, Botswana National Front Vice President, and Dr. Vuyani Vellem from the University of Pretoria. In addition, she has built innovative projects, such as DIPLOspeak sessions and the

strategic programmes for forming a unit of African intellectuals to accelerate UNISA’s engagement in international relations with diplomatic companies, geared towards advancing UNISA as a contextually grounded, but globally viable university in the service of humanity. With a wide local and global footprint in her favour, she has previously also been invited to be a keynote speaker at the Geneva Conference, presenting a discussion on ‘the intersections of Technology, Economy and Ethics/ Theology in the 21st century’. Professor LenkaBula’s forté is her innate ability to navigate across disciplinary boundaries. This is why she serves as a board member in leading academic and global institutions, including the Council for the Development of Social Sciences Research in Africa - ranked as the No.1 think tank in 2016. Professor LenkaBula is dedicated to knowledge production, innovation, and the advancing of socio-economic development in South Africa, Africa, and the world: “Universities have not been successful in ensuring that there are sites where the democratisation process, the inventions that respond to questions that societies grapple with are addressed. I think transformation should be ensuring that people living with disabilities are embraced within the university and nature their knowledge.” - Professor Puleng LenkaBula.n

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EDITORIAL BY FIONA WAKELIN

Multi-million Rand tech tool

launched to ensure municipal recovery and growth Municipalities at the coal face Climate change, rapid urbanisation, water and power shortages and the economic effect of Covid which has reduced the tax base – these are the realities that our municipalities are facing. What can be done to help the local government rise to the occasion and respond to these challenges? How do we ensure economic recovery whilst keeping sustainability top of mind? On 21 July the Municipal Innovation Maturity Index (MIMI) was launched at the offices of the Human Sciences Research Council via zoom. This was the result of joint collaboration between the Department of Science and Innovation (DSI) the South African Local Government Association (SALGA), the Human Sciences Research Council (HSRC) and the University of Kwa-Zulu Natal (UKZN) to develop a tool which measures innovation in municipalities.

Given the realities facing local government, how will this help? “The MIMI is a decision support tool designed to measure the innovation capabilities, practices and the innovation readiness of the municipalities to adopt innovations to improve service delivery. The MIMI measures the capabilities of individual employees and municipalities to learn, adopt, implement, and institutionalise innovations that can improve the functioning and performance of municipalities.” – HSRC At the launch, the DSI DirectorGeneral, Dr Phil Mjwara, called on stakeholders within the national system of innovation (NSI) to partner with government in implementing initiatives that support a capable state: “I invite all stakeholders to work with us in creating an enabling environment for innovation across the state and municipalities in particular,” said Dr Mjwara.

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Measuring, managing and leading The implementation testing phase showed that MIMI can successfully generate maturity scores for municipalities, and demonstrated the valuable role it can play in facilitating the learning, adoption and implementation of innovation. Principal Investigator, Dr Sithembiso Myeni, said MIMI was a significant tool for improving service delivery at municipal level: “I am convinced that if we can measure, we can understand, manage and lead. I look forward to enrolling municipalities in this strategic intervention aimed at removing barriers to implementing innovation,” Dr Myeni said. Following the successful testing of MIMI, the target for the national rollout is to reach a coverage of 50% of municipalities over the current Medium-Term Strategic Framework period (2019 to 2024).

“An important milestone for MIMI will be the selection of an institutional host to implement the next phase of the project, including the introduction of innovation awards as a motivating factor for municipalities to improve their performance,” - Dr Myeni. The development of MIMI is in line with the National Development Plan’s aim to ensure a capable state and local government supported by innovation and technology, as well as the objectives of South Africa’s urban development policies such as the Integrated Urban Development Framework (IUDF), the government’s agenda for smart cities, the country’s response to the New Urban Agenda commitments. Piloting municipal innovation According to a preliminary report from the piloting of the municipal innovation measurements, 68

Smart Geyser Mkhondo Municipality

municipalities (8 metros, 20 district and 40 local municipalities) were recruited. More than half of these municipalities were ranked at maturity level 3, which means that innovation is managed and officials optimise and evaluate solutions, improving on these for internal benefit. This provided valuable insights into the innovation processes within the participating municipalities. It also allowed for a continuous assessment of its feasibility and applicability as a tool for gathering information on municipalities’ and municipal officials’ innovation capabilities. The piloting of the MIMI demonstrated that the index has benefits to deliver to municipalities and this presented a business case for scaling-up and rolling out of this instrument nationally. The MIMI has been developed through several phases since its inception.

Dr Sithembiso Myeni

Lecturer at University of KwaZulu-Natal

The results of piloting the innovation measurement index in cities/municipalities show exciting results and present challenges the South African cities and municipalities should confront. “It is our belief that the tool provides a blueprint of more robust reporting to come in future about innovation practices in municipalities” Tshepang Mosiea, Director of Science and Technology for Sustainable Human Settlements at the DSI. Looking forward “Instilling a culture of innovation in municipalities will require their involvement and participation. The ultimate goal is to improve service delivery, accelerate social transformation, and alleviate poverty in keeping with the ideals of a developmental state that South Africa aspires to achieve.” – HSRC n

Dr Phil Mjwara

Director General of the Department of Science and Technology

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GIRL LEADERSHIP BY JESSIE TAYLOR

Growing Girl Leaders:

Empowering girls to create a new future Targeted girl-centric interventions Adolescence is a vital time for childhood development. Yet this is the time that many girls find themselves most vulnerable. Young women are more at risk of social issues linked to gender equality, including poverty. But if targeted interventions focus on this age group, girls can be empowered to create change in their communities, lift their families out of poverty and grow the economy. Investing in adolescent girls has to be a priority, both for the girls themselves, as well as for the future of the country. Critical years for intervention Adolescence, from age 10 to 19, is a critical period of mental, physical, social and educational development. During this phase, girls develop their values, behaviours and skills. This makes it critical for programmes to intervene during this stage in their lives if they are going to have the most impact. Yet research has found that between the ages of 8 and 14, girls’ confidence levels fall

by 30%. When their confidence reaches its lowest level, at the age of 14, boys’ confidence is still 27% higher. This lack of confidence can have a longlasting effect and can make girls less likely to take risks or push themselves beyond their comfort zones.

Every girl has the right to go to school, stay safe from violence, access health services, and fully participate in her community It’s during adolescence that many girls become vulnerable to gender inequalities. These include gender-based violence, lack of access to secondary education, early or forced marriage and lack of sexual autonomy. This inequality can have various knock-on effects: For instance, adolescent girls are disproportionately affected by HIV, with 75% of new HIV infections in sub-Saharan Africa in 2015 among girls aged 10 to 19 years. They are also at risk

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of teenage pregnancy, with around one in five girls falling pregnant during these years. This age group is also at risk of experiencing violence and abusing drugs and alcohol. Estimates say that one in three adolescent girls have experienced some form of violence, and about half of these children experience violence more than once. While girls are at risk of dropping out of school, those who are able to stay in classrooms still face challenges. The poor quality of education outcomes means that even though most adolescents go to school, they are not necessarily learning what is required to support their future. The research shows that the odds are stacked heavily against girls, especially when they live in impoverished conditions or do not have access to quality education. And the Coronavirus pandemic has only served to exacerbate the challenges they face. Girls, especially in sub-Saharan Africa, face barriers that boys don’t – caused by cultural norms,

practices, and biases – and this limits their access to economic and social opportunities as well as healthcare and education. But this has been compounded by the pandemic. Experts are predicting the effects of the pandemic will have longlasting impacts, especially on education. Between 2014 and 2016, the Ebola outbreak saw many girls not returning to classrooms following school closures, and similar closures due to Coronavirus outbreaks could have the same effect. Lockdown regulations have also seen an increased amount of gender-based violence in homes, and reduced economic conditions caused by unemployment could force girls out of schools and into low paying jobs or childcare roles. This is why lobby groups have urged governments to put women and girls at the centre of their Covid-19 responses. Key to this is investing in the education sector, as skilling girls to work in the rapidly changing technological and digital sectors offers the opportunity for generating income and participating in the formal labour market.

a crisis should not exacerbate the existing crises of gender equality…. Putting women and girls at the centre of the Covid-19 response is crucial to rebuilding from the crisis and creating more productive, inclusive economies.” Creating far-reaching social and economic impact Aside from promoting access to human rights, investing in girls can have a significant economic and social impact. Every girl has the right to go to school, stay safe from violence, access health services, and fully participate in her community. But when girls are empowered, educated and healthy, their family dynamics improve. Research by UNESCO has found that improving girls’ education was linked to the survival of 2.1 million children under age 5 over a 20-year period, in part because it reduces unwanted pregnancies, as well as infant

and mother mortality. Research has suggested that for every additional year of schooling, a girl’s eventual wages will increase between 12 and 14%. These earnings can be invested into her family or can go towards stimulating the local economy, in turn creating more opportunities for other women. This means that educated girls are likely to have healthier, better-educated children and earn higher income – two key aspects in breaking the cycle of poverty. They are also more likely to drive economic transformation. Increasing the number of girls who complete their secondary education by only one per cent, could cause economic growth of around 0.3%, studies have shown. Creating an economy that girls can participate in will become increasingly important, as the continent experiences a sharp increase in the youth population over the next few decades.

Matshidiso Masire, Bill and Melinda Gates Foundation’s representative for Southern Africa, says: “Covid-19 revealed the extent of gender inequities that continue to exist in the world and has also unleashed a parallel pandemic – genderbased violence. It has brought to the fore the urgency with which these issues must be addressed and showcased how

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The population of sub-Saharan Africa is projected to double by 2050, and around two-thirds of the continent’s population is under 25 – with the economic gains to be made by including girls, girl empowerment could help the region transition to faster development. In addition, ensuring girls receive 12 years of education can help to combat climate change. Education tackles the underlying drivers of climate change while reducing adolescent girls’ vulnerability to its effects. In terms of climate change, studies estimate that family planning and girls’ education could potentially save around 85 gigatons of carbon emissions by 2050. It’s clear that investing in girls’ education and empowerment must be a priority for any nation working towards economic growth and social development.

Beyond the classroom Research has found that empowering girls requires more than just academic education. Equipping girls with the necessary preparation to succeed in life requires teaching them soft skills beyond their formal education.In addition to academic knowledge like basic literacy and mathematics skills, young people need to learn life skills. These include attitudes and beliefs that allow girls to adapt function and thrive in society, such as critical thinking, communication, negotiation, and leadership. Life skills translate into behaviours for coping with, navigating, or transforming life’s challenges. While the formal education sector delivers the basic skills girls need to navigate society, the non-formal sector has emerged as an important space for developing the life skills girls need in overcoming barriers such as gender discrimination and

poverty. Targeted interventions at critical periods during childhood can have numerous benefits. Multiple studies have made a compelling argument for empowering girls through education and the teaching of life skills, showing that this not only reduces gender inequality and poverty but can also make communities safer and offer opportunities for broader economic growth. Working to create a new future: Five organisations investing in girls Empowering girls requires a whole of society approach. While the government has a role to play in providing basic education and guaranteeing basic rights, civil society can intervene in providing girls with life skills that can empower them to change their futures. The following five South African organisations are working to uplift girls through empowerment projects on home soil.

Afrika Tikkun Afrika Tikkun aims to create a sustainable future by equipping disadvantaged children to become productive citizens. With a unique model, the organisation prioritises the sustenance, education, and social development of more than 20 000 children. The intervention spans the whole of the children’s early years – from infancy through young

adulthood, and into gainful employment. The organisation acknowledges that many children face challenges and disadvantages beyond their control. These may include lack of access to basics such as having parents, food, shelter, and healthcare. When these necessities are removed, children find themselves forced

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to focus on daily survival and are often pulled away from education and social advantages. Afrika Tikkun’s goal is to break the cycle of poverty, providing these children with hope, capability, and promise, in the form of education, life skills and confidence. Contact: Tel: +27 11 325 5914 Web: afrikatikkun.org

Project Girls 4 Girls South Africa Girls 4 Girls was born in 2017 when a group of Harvard graduate students from across the globe recognized that women in every part of the world are held back from taking up public leadership roles. The programme launched in South Africa in 2019. The organisation works to equip girls with the courage, vision, and skills needed to take on public leadership roles. While young women can vote and run for a public office in almost all

countries, they are significantly underrepresented in legislative bodies around the world. In fact, there are fewer than 20 women heads of state or government. Girls 4 Girls offers a platform for key leaders to bring their insights to a global mentoring network, in turn empowering young women to play a greater role in public service. The organisation believes that girls have the power to change the world – but this will only

be realised if they see women role models in leadership roles. Women in leadership have been found to have a multiplying effect – they aspire other women and girls to step into leadership roles. This is the reason why female leadership and mentorship, along with education and training, form the basis of Girls 4 Girls’ work. Contact: Email: rsa@projectg4g.org Web: projectg4g.org

DreamGirls Academy DreamGirls Academy, established in Johannesburg in 2011, aims to empower teenage girls through mentorship. The organisation was created by a group of young black female professionals determined to build a sisterhood and leave a legacy through positively impacting the lives of young women. The DreamGirls Academy provides a structured mentorship and empowerment programme, based on

encouraging girls to educate themselves, plan for the future, fulfil their potential, and become successful wellrounded change-makers. They also assist with access to education, professional and personal development information and opportunities. The organisation aims to equip and empower girls to become economically active and positive contributing members of society

The first mentorship programme started in 2012 at a school in Yeoville, Johannesburg, with only 30 girls participating. Since then, more than 750 teenage girls in Johannesburg, Cape Town, Welkom and Polokwane have been empowered through the mentorship programme. Contact: Tel: 011 568 0943 Email: info@ dreamgirlsacademy.com

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Boxgirls Leadership Education The girl’s afterschool leadership education programme works in primary schools in Khayelitsha, Cape Town, to ensure girls are empowered and able to create a safer environment for themselves and their families. Boxgirls Leadership Education believes that if girls have the skills and the support to develop their sense of self, they will take steps to protect themselves and work for a safer community. The programme

works through girls to influence their peer groups and broader communities, believing that the girls will act as multipliers against gender-based violence. The programme is run by female peer-facilitators, who mentor groups of 30 Grade 5 girls twice a week at their schools.

skills and good learning habits over half of the school year. The facilitators are chosen from the community and trained through the programme.

They teach the girls deescalation strategies, personal safety, understanding of their rights, communication skills, life

Contact: Web: boxgirls.org.za Email: info@boxgirls.org

The programme also includes homework support and exam preparation.

Brave Rock Girls This organisation was founded in 2011 by a group of girls looking to make their suburb of Manenberg, Cape Town, notorious for gang violence, safer. It has since grown into a multi-faceted project that encourages girls to stay in school and become economically independent healthy women, living risk-free lives. The organisation offers various initiatives, including adventures

and networking. It takes girls between the ages of 14-18 on trips to meet their sisters across the continent, training them as youth reporters and photographers to advocate for solutions to challenges faced by adolescent girls. The unconventional approach looks to train girls from urban and rural areas to become advocates for themselves, then teaching them to advocate for others.

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Through BRAVE Rock Girl’s initiatives, girls gain the selfconfidence and skills needed to become agents of social change. The group also engages boys and men in their programming to create a safer South Africa as safety is everyone’s responsibility. n Contact: Tel: (+27) 082 734 4569 Web: info@bravesa.org.za

THA 13-2021

Supporting industry to return to business unusual There is no better time to implement changes that can make your operations more efficient and sustainable. As industry gears up, the National Cleaner Production Centre South Africa (NCPC-SA) is there to help through the and advise.

implementation of resource efficient and cleaner production (RECP), companies can increase efficiencies and lower utility costs. Assessing your operations or production processes can lead to much-needed improvements:

• RECP stimulates innovation i.e. new solutions that have substantive benefits; • Resource savings translate directly into a reduction in production costs; • Sustainability initiatives open up new markets; and • Quality and safety can be improved through systems such as an ISO 50001 energy management system.

ServiCeS Are SubSidiSed ANd AdviCe CoStS NothiNg resource and energy efficiency training offered online and in-house

www.ncpc.co.za We are currently not all in the office so please email us on ncpc@csir.co.za. For more information, visit www.ncpc.co.za. The NCPC-SA is a programme that promotes the uptake and implementation of resource efficient and cleaner production (RECP), funded by the dtic and hoisted by the CSIR.

the dtic Department: Trade, Industry and Competition REPUBLIC OF SOUTH AFRICA

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FINANCIAL FITNESS BY JESSIE TAYLOR

Government Employees Pension Fund:

Securing a new economic future

Start Investing Today Pension savings are essential to caring for the older population and reducing poverty levels in the country. But ensuring that public service employees have an income after retirement is just one of the key roles the Government Employees Pension Fund (GEPF) plays in the South African economy.

pensions and other benefits for government employees in South Africa under the Government Employees Pension Law (1996). The defined benefit fund was established in 1996. It is currently the largest pension fund in South Africa and one of the largest pension funds in Africa.

Aside from offering members an extensive range of benefits, the Fund is a significant investor and can drive economic and societal transformation.

The low level of pension savings results can be a burden for younger generations

A legacy of asset management The Government Employees Pension Fund (GEPF) is Africa’s largest pension fund, with more than 1.2 million active members. The Fund has around 450 000 pensioners and beneficiaries. The GEPF is mandated to manage and administer

The Fund has more than R1.8 trillion in assets under management and is the single largest investor in the Johannesburg Stock Exchangelisted (JSE) companies. The Fund works to give members, pensioners and beneficiaries peace of mind

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about their financial security after retirement. It does this by ensuring that all funds in its safekeeping are responsibly invested and accounted for and that the benefits due are paid efficiently, accurately and timeously. Changing society through investment The GEPF holds sway over South Africa’s long-term growth due to the size of the Fund and the investment potential that comes with that. The Fund is large by international comparison, with a significant membership, and manages funds equivalent to around a quarter of the country’s GPD. This creates vast investment potential, especially with the Fund moving away from investing in government bonds to a wel-diversified

portfolio. This investment can have a considerable impact on economic and social transformation in the country. Along with growing the economy through investment, the GEPF holds the power to turn the tide against poverty, especially among the elderly. Research has shown there is a poor retirement savings culture among South Africans, with fewer than a third of adults having any form of pension account. Those who do have savings do not necessarily have enough to support themselves once they stop working: Institute of Retirement Funds Africa has found that two-thirds of members have less than R50 000 in their pension funds. The low level of pension savings results can be a burden for younger generations, with many young professionals forced to put large portions of their income aside to support their family, in turn trapping them in the cycle of poverty.

service, or within five years of becoming a pensioner, as well as offering funeral benefits to help pay the funeral costs when a member or pensioner passes away. If you joined the GEPF before 1998, you might also be entitled to certain tax benefits. The Fund offers two additional forms of security for members: • A channel of communication for complaints: The Fund recently launched the Government Employees Pension Ombud (GEPO), an independent internal structure of the GEPF dealing with administrative complaints against the GEPF from its members, pensioners and beneficiaries. The purpose of the GEPO is to facilitate, investigate, determine and resolve complaints lodged by members, pensioners and beneficiaries of the GEPF

in a fair, impartial and timely manner. Advocate Makhado Ramabulana has filled the position of Ombud since July. •

Increases in line with inflation: Earlier this year, the GEPF announced an annual pension increase of 3.2% is to be provided to its pensioners. The increase is based on the inflation rate, in line with the Fund’s policy and past practice. The increase, which is above that provided for in GEP Law and Rules, is granted at the discretion of the Board of Trustees of the GEPF, taking the Fund’s investment performance into account.

The GEPF offers security to civil servants after they retire by providing them with an income and various benefits, but it has also played an important role in investing in the economy. n

Creating benefits that count While the Fund has value to society, there are some specific advantages from which members stand to benefit. Not only do they have access to retirement and early retirement benefits in line with their years of service, but they are also covered for retirement due to medical reasons. Along with retirement benefits, the Fund pays death benefits when a member dies while in

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WOMEN ENTREPRENEURSHIP BY FIONA WAKELIN

Making the world a better place It’s about business beyond profit with Lianne du Toit – Network Director at YPO “Do not compare your chapter one to someone else’s chapter twenty.”

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’ Organisation) - 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. Q. Please describe your role at YPO A. 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. Q. As an entrepreneur and tech enthusiast what are some of the start-ups you have founded? A. 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 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. One of my most

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passionate start-ups is HackOn, working with governments, creatives, corporates and communities who want to have deep discussions around real issues. My latest partnership is with the US Consulate and Silicon Cape, hosting Build Community Hackathons in JHB and CT, finding solutions to real world challenges that South African’s face i.e.: Gender Based Violence. In 2020, I created The Future Map, a guide to help you address your wants and desires, helping you find flow through a curriculum blurring the boundaries of research, insights and inner wisdom, delivered in love with successful results. I created this to help people focus on one challenge at a time. We are living in a complex world and often get tangled in the thoughts and webs of complexity. I am an angel investor and partner in Dazzle Angels. Their goal is to solve the radical

gender inequality in early-stage investment management and deployment. They believe that 50% of early- stage funding should be managed by women, and invested into women owned or co-founded businesses. My latest endeavour is called CareConduit. In our society we treat death as a taboo subject and I hope to create spaces for people to have 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 go anywhere if you don’t know where you are going. Helping us identify where we want to go can be the difference between just living and being truly alive.

where I was supposed to be. I met so many wonderful people along the way who have been 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. One of my eye-opening milestones was traveling to the UK to raise funding for 11 start-ups in 2014. It felt easier to raise funding for local African start-ups overseas than to raise the same amount in our own backyard. This set me on a course to raise the profile of start-ups, connect them to funding mechanisms and ultimately start investing into founders. Very time consuming, sometimes soul destroying but

equally rewarding. A personal milestone was being a stepparent. I think children are the key to keeping us grounded and centred. Even though I do not plan to have any children of my own I do value the gift of little beings in our lives. Q. What have been some of your greatest challenges and how did you overcome them? A. My most recent challenge has been how to manage COVID, personally and professionally.Many of the events that I assist in facilitating require a physical space, and creating virtual spaces was really a last resort. When COVID hit I had almost 10 events vanish overnight, one of them being the YPO A+ Accelerator due to be hosted in Cape Town.

Q. What do you see as your major milestones? A. Lots of synchronistic opportunities followed up by hard work. I had the opportunity to study at Harvard, travel to different destinations that helped me explore and understand different cultures. I love working with anyone who has a passion and drive to change the world. I think you can have milestones that are goals that society sets for you and then there are milestones that change the course of your life. Moving to Cape Town was a milestone, I had no network, no support but this feeling that this was

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We went from a 1 week inperson 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 best of the experience. The biggest take away was to not try and make in-person fit into virtual, but make virtual its own experience. This subtle shift has really changed the way I think about creating experiences. I think in the times of COVID the greatest challenges are the smallest challenges that eat away at us every day. The lack of putting ourselves first, not creating good boundaries with our work life balance and mind set. I am of the opinion that we should not celebrate failure but we should use it as a reflection tool to do better when we know

better. Do not let failure define you but equally do not let it stop you from where you want to go. Q. As a Board member of Girls Do Good please give some background to this initiative A. 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. Q. What exciting plans do you have for 2021? A. I cannot wait to travel again! During lockdown I retreated back with my extended family in Limpopo which has been a wonderful experience. I am not sure when in my life I would have been afforded this special bonding time with the people I love most. I am also looking forward to going back to normal and surfing! I miss surfing and the ocean. My plans are simple. Help who I can, connect who I can’t to those that could - and focus on building things that matter.

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I hope to finish my Harvard EdX course, continue to build out CareConduit and keep pioneering a path of authenticity whilst building new narratives and breaking stereotypes around what success looks like for young girls. Q. How do you relax? A. I work hard on reminding myself about self-care and try to bring it into my daily routine, from reminding myself to eat well, get enough sleep and drink enough water. I feel most relaxed when I am 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 I care about and enjoy creating memorable experiences whether it is a weekend away, a hike, spending time with friends or even something as simple as watering our new found veggie patch. In beautiful Limpopo there are hills to climb, dams to fish and hammocks to swing in. Relaxing looks different each day but ultimately it is finding daily calm in our own chaos. Q. If you had an extra hour in the day, how would you choose to spend it?

A. If I had an extra hour a day, I could fill it with so many things of joy. I would be trying to get my beehives pollinated. I am working towards getting 20 hives to make it commercially viable. I have a new found respect for nature and completing my Nature Enthusiasts course so you would find me working through my course material and then playing field guide on hikes. Through YPO we have been afforded the opportunity to study through Harvard EdX and I enrolled 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. Q. Who are your role models? A. 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.

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.

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. Q. Do you have a message for the entrepreneurs out there struggling to survive? A. 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 same time. More about Lianne 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

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, 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.” n

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WOMEN & WEALTH BY CHARNDRÉ EMMA KIPPIE

Celebrating SA’s

Wealthiest women Wendy Applebaum

Wendy Ackerman

Company: Liberty Investors; De Morgenzon Wine Estate Industry: Diversified Net Worth: R2.6 billion*

Company: Pick N Pay Holdings Ltd De Morgenzon Wine Estate Industry: Retail Net Worth: R1, 9 billion*

She ranks as one of the most affluent and empowered women in Africa; Wendy Appelbaum is a celebrated South African business giant, philanthropist, and Chairperson of the DeMorgenzon Wine Estate - an agricultural business based in Stellenbosch.

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 FMCG retailers, which, to date, consists of over 450 stores, with the inclusion of 121 supermarkets and 14 hypermarkets.

Previously, Wendy also served as the DeputyChairman of the Women's Investment Portfolio Limited (Wiphold Limited), which is a renowned women’s investment holding company that is listed on JSE. Overall, Wendy is popularly known for exhibiting a high level of selflessness, top-tier leadership abilities in business and economic development, and displaying keen interest in health and welfare sectors. Through The Wendy Appelbaum Foundation her company initiates, selects and drives programs addressing, in the main, the health and education interests and concerns of South African women. Wendy is also a director of Sphere Holdings (Pty) Ltd, which is a black empowerment company addressing financial 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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The company extends its food and retail services across South Africa, southern Africa and even Australia, and has employed an estimated 49,000 people over the years. Wendy is also a patron of the 1000 Women Trust; she was antecedent to the 1000 Women 1 Voice initiative, which was launched in 2004, resulting in the creation of the 1000 Women Trust. This Trust is geared towards making resources more accessible to provide access to skills and leadership capacity building. It also provides financial assistance to women-led organisations that provide aid to underprivileged communities. Wendy received an Inyathelo Award for her family’s philanthropic efforts in 2007.

Irene Charnley Company: Smile Telecoms Industry: Technology Net Worth: R1, 5 billion* Former trade unionist and businesswoman, Irene Charnley started her career in the South African business sector working as a negotiator for the 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. She was also behind the launch of the National Empowerment Consortium, which is made up of 50% black business owners and 50% black African 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 she received a Forbes Woman Africa Pioneer Award for her dedication to transforming the continent’s telecommunication landscape.

Bridgette Radebe Company: Mmakau Mining Industry: Mining Net Worth: R1 billion* Recognised as the first black female mining entrepreneur, Bridgette Motsepe-Radebe the South African businesswoman of Tswana 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 sister of South African businessman Patrice Motsepe and Tshepo Motsepe – the First Lady of South Africa. Bridgette has over 3 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.

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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Sharon Wapnick Company: Octodec Investments Industry: Real Estate Net Worth: R433 million*

Elizabeth Bradley Company: Wesco Investments South Africa Industry: Diversified Net Worth: R332 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.

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.

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 NonExecutive Director of City Property Administration Proprietary Limited.

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.

Another significant directorship to mention is Sharon’s involvement on the Board of Transaction Capital Limited.

*2020 figures

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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.

Emerging Wealth in South Africa

Dr. Judy Dlamini Company: Mbekani Group Industry: Education Net Worth: R124 million Dr. Judy Dlamini is celebrated as not only one of South Africa’s wealthiest women, but a key marker and symbol of successful, affluent black women in the country. Dr. Dlamini is predominantly known for her philosophy surrounding wealth and excellence, which she believes can be generated by a fiery passion for one’s goals and working towards achieving it - it takes focus, grafting and ambition. An educated icon, Dr. Dlamini holds a Masters degree in Business Administration. Over the years, she has significantly invested in leading sectors, such as logistics, real estate and tourism. Today, she is a top businesswoman, author, and is the Chancellor of the University of the Witwatersrand. Dr. Dlamini is also the Founding Chairman of Mbekani Group - a company which houses operational and investment companies, including the luxury multi-brand chain of stores, Luminance and Jimmy Choo. In addition, she has held a reputable position in Aspen Pharmacare Limited. She is a phenomenal role model for young women across Africa.

Nonhlanhla Mjoli-Mncube Company: Mjoli Development Company (Pty) Ltd. Industry: Diversified Net Worth: R94 million Nonhlanhla Mjoli-Mncube is the CEO of Mjoli Development Company (Pty) Ltd., and Eziko Investments. The self-made businesswoman has previously taken on the role of economic adviser to deputy president Phumzile MlamboNgcuka, and Chairman of the National Urban Reconstruction and Housing Agency, South African Women Entrepreneurs, the Rural Housing Loan Fund, Women for Housing, and the Open Society Institute of South Africa. Nonhlanhla’s wealth has come as a result of her unfailing commitment and vibrant presence in fields such as leadership in research, housing finance, construction, gender mainstreaming, and other sectors. Nonhlanhla is the Executive President of Alpha Women’s Network, linking women to better economic opportunities, training, finance, mentoring, and coaching. She holds a BA from the University Of Fort Hare, an MSc in urban and regional planning from the University of Cape Town, and a certificate in Engineering and Technology management from Warwick University. And today, Nonhlanhla sits on several Johannesburg Stock Exchange listed companies across South Africa. n

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GENDER-BASED VIOLENCE IN SA UPDATE BY JESSIE TAYLOR

outh Africa faces alarmingly high numbers of gender-based violence – a situation that has been compounded by the lockdown regulations implemented to fight the global pandemic. Creating an equal society in which South African women are safe and included requires a holistic approach. This is why government and private businesses have started partnering to raise funds needed to roll out programmes that will create a more equal society. Turning the tide Minister in the Presidency for Women, Youth and Persons with Disabilities Maite NkoanaMashabane says the country continues to see acts of violence perpetrated against girls and women daily. “The sad reality is that despite high levels of stop genderbased violence and femicide, many incidents remain undocumented, underreported and are unaccounted for within national statistics.

Even accounted for cases are shockingly high,” Minister Nkoana-Mashabane said.

The business community is taking an active role in funding programmes to increase women’s safety and inclusion In the most recent South African Police Service crime statistics, there were 53 776 sexual offences recorded. Of those, 42 664 were rape cases. “Existing data has shown that the lockdown levels impacted on levels of reporting. The Department of Social Development Gender-Based Violence Command Centre also showed a dramatic increase in the number of calls, SMSes and USSDs, with the number of overall calls increasing significantly,” Minister Nkoana-Mashabane said. This suggests that the lockdown levels impacted women’s ability to report incidences or seek

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help through regular channels. “What is clear is that even though the government has committed an immense amount of resources to ending stop gender-based violence and femicide, men continue to abuse, rape and murder women. The department calls on all South Africans to play their part in fighting this scourge and to unite in the fight against GBVF,” said Minister NkoanaMashabane. A shared responsibility Tackling gender-based violence requires a whole of society approach, with government and private partnership at the centre. This has been put into effect through the Gender-Based Violence and Femicide (GBVF) Response Fund, a private sectorled effort to dedicate resources to fighting gender-based violence. At the launch of the fund, the business community pledged more than R128 million. The private-sector led, multisectoral fund will support the implementation of the National Strategic Plan. This plan is South Africa’s roadmap to ending

that perpetuate victimhood and implementing programmes that care for gender-based violence survivors;

gender-based violence, said President Cyril Ramaphosa at the launch. “We appreciate the resources businesses and philanthropies who are committed to social transformation have been able to contribute. This commitment comes at a time of great economic difficulty, which itself contributes to the hardship and vulnerability affecting women. It is an important contribution to improving the lives of women and girls in our society,” President Ramaphosa “The successful launch of the fund is a significant demonstration of the depth of social compacting in our society and the vision of a better South Africa shared by social partners.” The National Strategic Plan and the government’s response to gender-based violence are built on six pillars: •

Leadership that responds to gender-based violence strategically in a coordinated approach;

•

Social cohesion programmes that encourage changed behaviour and societal norms to allow a safe environment for women and children;

•

An efficient criminal justice system that is accessible and inclusive;

•

Removing systemic barriers

•

Economic transformation that addresses the inequality and vulnerability experienced by women; and The creation of policies and interventions informed by research to address systemic challenges and facilitate effective solutions and responses.

Partnering for the future The fund comes as part of the Gender-Based Violence and Femicide Declaration, which followed the GBVF Summit held in 2018. The summit brought together government, civil society and other role players to find lasting interventions to end gender-based violence. Despite the pandemic requiring much of the government’s resources, progress has been made in creating an equal society and encouraging the participation of women in the economy. South Africa has been working toward ending violence and harassment in the workplace through the International Labour Organisation (ILO) Convention. The country joined the Nations (UN’s) Generation Equality Forum, participating in advocacy around gender-based violence and women’s financial inclusion. The government also lobbied for gender-responsive trade

policies to be developed as part of the African Continental Free Trade Area and adopted a policy of 40% preferential public procurement for women-owned enterprises. At the launch of the fund, President Ramaphosa said: “It has been a long and challenging road, but we have laid the cornerstone. This is just the beginning, and we are confident that the pledging process will continue into this year, as more of our partners in the private sector and international philanthropies come on board.” The fund is the first step in a shared response to genderbased violence. The business community is taking an active role in funding programmes to increase women’s safety and inclusion. The fund holds the promise of a greater movement in which all South Africans are actively involved in creating a safer society. n

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REGIONAL FOCUS BY CHARNDRÉ EMMA KIPPIE

Mpumalanga celebrates the launch of its first state

Oncology Centre A

truly momentous occasion in the history of public healthcare, has just occured in the province of Mpumalanga: the region’s cancer patients rejoice as they no longer have to embark on long journeys to Gauteng to receive cancer-related medical attention. Combating Cancer The Mpumalanga Department of Health (DoH) officially opened the province’s first oncology centre at the end of last month. The new oncology unit will be housed at the Rob Ferreira Hospital, based in the Nelspruit area. At the official launch of this unit, the MEC for Health in Mpumalanga, Sasekani Manzini,

commented that the facility will assist in easing the burden of travelling for medical care. In previous years, local cancer patients needed to travel to Steve Biko Academic Hospital in Gauteng (about 300km away) to receive treatment.

Building tertiary services in a rural province like ours requires patience and diligence. With the onset of the pandemic, this extensive travel for medical attention poses a major risk as cancer patients already manage their comorbidities in the face of the Covid-19 virus. Thus, the opening of this medical

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practice brings some relief and peace of mind. Access to better healthcare “Cancer is one of the leading causes of death globally, with increasing numbers of people dying of cancer-related causes. In South Africa, deaths due to this disease represent approximately 9% of all deadly illnesses among adults”, said MEC Sasekani Manzini. “Access to healthcare is often associated with socio-economic status, insurance status and geographic location, with black Africans, poor, uninsured and rural residents experiencing the greatest barriers. Efforts to restructure the public health sector post-1994 have yielded

marked successes in achieving improved access to care, rationalising health systems, improved health outcome indicators and equitable healthcare expenditure.” The launch of Mpumalanga’s first ever oncology unit was made a reality by a partnership between the Department of Health (DoH) and Wits University. Back in 2018, the Mpumalanga DoH and Wits’ faculty of health sciences approved a memorandum of understanding (MoU) in which they both committed to a progressive partnership geared towards improving the province’s health services. MEC Manzini also

services and returning back the dignity of our people. “Mpumalanga is still sending patients requiring radiation therapy to Steve Biko Academic Hospital, but we can report that plans to establish radiation oncology services are at an advanced stage and once this is established all patients will be diagnosed and treated in the province,” MEC Manzini concluded.

indicated that one of the main priorities within this MoU was making sure that oncology services be provided within the region. “We will be the first ones to admit that more still needs to be done to improve access to specialist services in Mpumalanga, but we have turned the tide on the public health sector’s oncology in the province”, she said. “Building tertiary services in a rural province like ours requires patience and diligence. We can once more recommit to our people that the department is on track towards improving access to specialist

Most Common Cancer Cases in SA: • • • • •

Lung Cancer Breast Cancer Cervical Cancer Prostate Cancer Colorectal Cancer n

Sasekani Manzini

MEC for Health in the Mpumalanga provincial government,

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IN OTHER NEWS BY CHARNDRÉ EMMA KIPPIE

FemTech:

Enhancing Women’s Health ‘Gender’, a burning topic of discussion, has become more and more widely unpacked in debates regarding health issues and resources. With this, ‘FemTech’ has increased in popularity as it possesses the power to aid women’s health, globally. The FemTech sector Female Technology (FemTech) refers to end-to-end technical solutions that cater, specifically, to female health needs. This division of technological advancement comprises diagnostic tools, software, mobile apps and wearables. Recently, funding has rapidly increased in this sector, and will continue to do so as the world witnesses a rise in the need for female-centric digital products. The FemTech sector has significant potential to eliminate many barriers which contribute to health disparities in contemporary society. The industry is often referred to

as a ‘niche market’. However, considering the fact that it’s target market - girls and women - make up more than 50% of the global population, that description simply does not do it much justice. What The Tech? FemTech can be defined as all those products, software and services that use technology to focus on women’s health. This includes period-tracking apps, fertility solutions, pregnancy and nursing care, reproductive system health, contraception as well as general healthcare and wellness.

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Women’s Health is Evolving Within South Africa, the Femtech industry is still in its infancy stages, with just a handful of companies lifting off the ground. Experts deduce that this slow start is most likely due to the existing stigma towards women’s reproductive health and contraceptives and underfunding of startups in the country. However, we have seen some exciting, innovative FemTech launches across the country, which has garnered interest from venture capitalists. PayPal co-founder, Max Levchin, launched the Glow App in 2013 - a quantification

app for iOS that’s aimed at helping women conceive. The app works as a fertility and health tracker, observing a woman’s menstrual cycle and monitoring cervical mucus levels for indicators. It also notifies women of peak fertility periods. This launch propelled FemTech in SA, bringing new FemTech startups to life. Pabi Moloi, a South African software developer, launched the app called ‘Uteroo’ in 2018. The app is geared towards enabling women to track their menstrual cycle. Uteroo aims to eliminate the embarrassment women experience when not aware that it’s that time of the month. With four key features, users of Uteroo are able to keep track of their period, predict their period for the next three months, know their cycle history, and predict their approximate ovulation day and symptoms.

Solving Women’s Health Dilemmas FemTech provides women with access to more information and a variety of tools and services such as: • • • • •

Fertility solutions Menstrual care Nursing solutions Pregnancy solutions Sexual health education

Global Market Insights Inc. on the FemTech Market To date, the Femtech Market was valued at more than $22.5 billion for 2020. It has been estimated to grow at a compound annual growth rate of 16.2% between 2021 and 2027. Trends • Service development technologies are seeing rapid advancement as its potential in basic research and clinical applications see accelerated growth. •

At present, the market is seeing a surprising

emergence of femtech services that are being made available via numerous mobile applications. •

With success in disease diagnosis and treatment, the sector will see outstanding financial growth during the 2021-2021 period.

•

Top Growth Drivers: Utilisation of digital technology for management of women’s health in developed countries, the growing awareness of women’s health and wellness, the need for enhancing access to women care in remote areas, and new investment in femtech industry

•

Major pitfalls the market faces: the need for more awareness about femtech products, resources, funding and applications in some developing regions. n

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LEGAL MATTERS BY SILKE RATHBONE, PRINCIPAL PARTNER, LABOUREXCEL

Don’t take away the

Marvel of Maternity Leave 4 months of unpaid leave can be daunting. Here’s what you need to know…

alling pregnant is, for many women, one of the most joyous times of their lives. The idea of a mini-me growing inside you is a marvel, and that the little peanut will soon be joining you in your world is an amazing feeling. However, knowing that you will need to take up to 4 months of unpaid leave whilst you get to know your new bundle of joy can be disheartening and, of course, worrying. The Laws around Motherhood The tenacious lament of many mothers in South Africa does not seem to alter the fact that the government will not give us any leeway. Mothers are grouped

in the same boat as all the unemployed people who also will be claiming from UIF and receiving only between 38 - 58% (capped amount of R12 478.00) of their income for the duration of their maternity leave.

Unions play a vital role in challenging gender discrimination By now, you would think that the Department would have come up with another solution – perhaps they should consider insisting that females pay slightly more towards UIF each month in lieu of them falling pregnant. This allows them

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to claim 100% or as close as possible to 100% when they take their 4 months unpaid leave. The problem there is that sadly many women, even though it probably would only be a percent or two more each month, will fight against this, arguing that they may never fall pregnant, so why should they contribute more. Fair enough, I suppose. The Right to Choice Another solution, in my mind, is that the Department give women a choice, when they start to work, on whether they want to contribute more and a record is kept at the Department that this person has contributed more and therefore is due more

than the currently prescribed 38% - 58% of their income when claiming for specifically maternity leave. They could build in a minimum contribution period in order to validify the higher payout. However, right now, that is not the case. And, women across South Africa must either make do with the 38 - 58% from UIF for their 4 months or start to save up prior to falling pregnant or when they find out. Most times, it’s still not enough to make up the remaining 42 - 62% per month. Maternity Leave Options I often tell my clients that it is prudent when engaging female staff to suggest they start up a little interest-bearing slush fund - one that can accumulate nicely, ready to supplement the remaining 42 - 62% should they ever go on maternity leave. And, should they not ever use it whilst working at that company or decide they will not have children, they are free to take it

and do with it as they wish. Some employers make a plan by paying the employees their full salary out of their own pocket (subject to the employee signing a workback agreement), many putting money aside for this reason from the get-go or simply finding it somewhere because they value their employees. It is not to say that the employers who don’t make a plan don’t value their employees. Many simply cannot afford to do this and have to think about still paying a temp whilst their employee is on maternity leave. Some will, depending on the nature of the work, ask the new mother to work parttime remotely, during the fourth month of their maternity leave, thereby receiving additional remuneration that way. This can work, especially as we have all worked out ways to work remotely of late; however, it puts a great deal of pressure on the mother. Having a new baby in the house and knowing you

have to work, no matter whether it’s your first time or not, can be super stressful and not ideal mentally and especially not ideal for the baby. This should be a special bonding time for mother and baby – adding work into the mix can murky the waters and make the time unbearable, even increasing the possibility of those baby-blues kicking in. Another option is that the employer covers the 42 - 62% each month they are away and puts a repayment plan together whereby the mother can pay it back once they return (often interest-free) over a period of time. Whatever the circumstances, I believe that the Department and employers both can make a difference here, and it should form part of their employment contracts with all female employees. What are you doing to make a difference in the lives of the women that are working for you? n

Get in touch with Silke

Email: atlantic@labourexcel.co.za Cell: +27 72 018 5827 Work: +27 086 1000801 Web: labourexcel.co.za

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UPCOMING EVENTS BY CHARNDRÉ EMMA KIPPIE

WHAT TO LOOK OUT FOR 01

Women’s Month South Africa will be celebrating this year’s Women Month under the relevant theme of “Generation Equality: Realising Women’s Rights for an Equal Future”. The concept of Generation Equality is a global campaign and links South Africa to global efforts to achieve gender equality by 2030. As the month pays tribute to the thousands of women who marched in 1956, as well as those involved in the women’s movement (initiated in 1913), we remember names such as Cissy, Jaynab and Amina Gool, who were amongst the leaders of the National Liberation League and the Non-European United Front of the 1930s. This month the country will seek out and celebrate our women’s achievements, embarking on various social and digital campaigns to collectively raise awareness on themes of empowerment, job creation, gender equality and women’s rights.

World Lung Cancer Day World Lung Cancer Day is commemorated annually on 1 August to raise awareness around the causes and treatment of lung cancer, and to bring to light all issues of insufficient research funding needed to make progress and save lives. Since its launch in 2012, World Lung Cancer Day has been supported by members of the international lung health community, which includes the International Association for the Study of Lung Cancer (IASLC) and the American College of Chest Physicians (CHEST) in the U.S. At present, there is a low survival rate for lung cancer patients. With better funding, lung cancer research can improve the global survival rate, which is what each year’s campaigns aim to bring attention to.

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09 Women’s Day The 9th August marks Women’s Day for South Africa, as each year we pay tribute to the thousands of women who marched to the Union Buildings, on 9 August 1956, protesting against the extension of Pass Laws to women. This oppressive system was geared towards controlling women. This commemorative period also stands as an ode to pioneers of the women’s movement in SA, dating back to 1913 - a time where women like Charlotte Maxeke led the cause, establishing the ANC Women’s League and motivating women to be active participants in the struggle for freedom from oppression and inequality. It’s important to use this time to uplift women empowerment organisations, gender equality advocates, women-owned businesses and female artists

Remarkable Women South Africa celebrates it’s

09 International Day of the World’s Indigenous People As of 1994, the General Assembly made the decision to launch International Day of the World’s Indigenous People, which the world now observes annually. The 9 August marks the day of the first meeting, in 1992, of the Working Group on Indigenous Populations of the Subcommission on the Promotion and Protection of Human Rights. Indigenous people have contributed extensively to humanity’s cultural diversity, supplementing diversity with just over two thirds of its languages, and phenomenal amounts of traditional knowledge. This annual celebration draws awareness to the well-being of indigienous communities (constituting 5% of the global population) and the poverty they face. During this time we honour their lives and campaign for their access to better resources and survival.

International Youth Day International Youth Day is observed annually on 12 August to elevate youth issues to the attention of the global community. Each year we also celebrate the abundant potential of youth as active agents in the global society. This year’s overarching theme is about transforming food systems. Many campaigns will be geared towards “Youth Innovation for Human and Planetary Health”, and will aim at emphasizing that the success of global effort cannot be achieved without the meaningful participation and valuable contributions of young people. Youth all around the globe are invited to organise activities to raise awareness about the situation of youth in their country, and send in a description of their planned activities to youth@un.org.

African Traditional Medicine Day The commemoration of the African Traditional Medicine Day is the recognition of 31 August 2000 - the day when the Ministers of Health approved resolutions advised at the 50th session of the World Health Organisation (WHO) Regional Committee for Africa, in Ouagadougou, Burkina Faso. 80% of the continent’s population relies heavily on traditional medicine for basic health needs. In many cases, traditional medicine is the only option that is affordable and available. On this day, we honour the significant contribution of traditional medicine as a major provider of healthcare services in Africa. Additionally, The Department of Health has taken measures towards the official institutionalisation of African traditional medicine, by establishing a directorate of Traditional Medicine within the National Department of Health.

Public Sector Leaders | August 2021 | 83

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AUGUST | 2021

NOKUTHULA SELAMOLELA

Empowers the food and beverages training sector

WOMEN & WEALTH Celebrating SA’s Most Affluent Women

CABINET RESHUFFLE President Cyril Ramaphosa officially announces changes to the National Executive

WOMEN’S MARCH When you strike a woman, you strike a rock - 5 women who led the 1956 women’s march

PUBLIC SECTOR TECH Multi-million Rand tech tool - Ensuring Municipal Recovery and Growth

Public Sector Leaders | August 2021 | 90

Public Sector Leaders | August

Articles inside

Passionately promoting literacy in SA

25 Years on the Front Line of Local Democracy

Combining Talent, Determination, Training & Opportunity

The HR Digital Revolution

Emerging Wealth in South Africa

Emerging Wealth in South Africa

What to look out for this month

Mpumalanga celebrates the launch of its first state Oncology Centre

Don't take away the marvel of maternity leave

FemTech: Enhancing Women’s Health

Working towards an equal society

Making the world a better place

Making the world a better place

Securing a new economic future

Growing Girl Leaders: Empowering girls to create a new future

Growing Girl Leaders: Empowering girls to create a new future

The HR Digital Revolution

Multi-million Rand tech tool

Elevating SA’s Education System: Women take Charge

Offering relief to the unemployed

Raising Women through workplace equality: Dr Pregaluxmi Governder

When you strike a woman You strike a rock :The 5 women who led the 1956 women’s march

Beyond Words: Creating Inclusion & safeguarding culture through language

Celebrating SA’s Wealthiest women