Standard Bank Top Women Leaders | 18th Edition - Yanda Consulting

AWARD WINNERS

G o a n y w h e r e

G o a n y w h e r e

G o a n y w h e r e

R i d e o n d e m a n d

R i d e o n d e m a n d

w i t h e n h a n c e d

G o a n y w h e r e

R i d e o n d e m a n d

w i t h e n h a n c e d

s a f e t y f e a t u r e s .

w i t h e n h a n c e d

R i d e o n d e m a n d

s a f e t y f e a t u r e s .

s a f e t y f e a t u r e s .

w i t h e n h a n c e d

s a f e t y f e a t u r e s .

G e t a n y t h i n g

F r o m r e s t a u r a n t s ,

c o n v e n i e n c e s t o r e s ,

p h a r m a c y o u t l e t s ,

b o t t l e s t o r e s , r e t a i l

a n d m o r e .

ANNEKE BURNS

Co-Founder and Publicist, Premier

Media & Events

CANDICE BURGESS-LOOK

Owner of KOJ PR and Communication

Cathy Jackson

FATIMA COLLINS

Chairperson of the Women in Mining initiative at Sibanye-Stillwater

GABI IMMELMAN

Founder of Mindjoy Genevieve Mannel Chief Digital

ITUMELENG MONALE

Stock Exchange

JESSIE TAYLOR

Freelance writer

DR JUDY DLAMINI

Chairperson of the GBV Response Fund

LEANNE EMERY HUNTER

COO at YES

LYNDY VAN DEN BARSELAAR

Managing Director, ManpowerGroup SA

FARYN PEARSON

MPUME NCUBE-DAKA

Founder and CEO, Change Conversations

SANDY CARTER

COO and Head of Business Development at Unstoppable Domains

SELINA FISHER

Founder of SelinaNewman Coaching

SESHNIE NAIDOO

DR SHIRLEY ZINN

CEO of Shirley Zinn Consulting

TSHEGOFATSO SIBAMBATO

Civil Engineer

CREDITS

CEO

RALF FLETCHER

ASSOCIATE PUBLISHER

TWAAMBO JUDY CHILESHE

PROJECT MANAGER

ODELIA FESTER

BUSINESS DEVELOPMENT MANAGERS

CHARLTON MOUTON

RANDALL SWARTZ

DIPUO MOAGI

LAMEEZ JACOBS

TOPCO STUDIO

PRODUCTION DIRECTOR

VAN FLETCHER

GROUP EDITOR

FIONA WAKELIN

ASSISTANT EDITORS

KOKETSO MAMABOLO

SINAZO MKOKO

TRAFFIC MANAGER

DANIËL BOUWER

DESIGNERS

TASHWELL BROWN

ARTIZAN

CANDACE LOMBARD

NASREEN EMERAN

IMAGES

ISTOCK

PEXELS

FLICKR

UNSPLASH

DIGITAL PUBLISHING PLATFORMS ISSUU MAGZTER

Website: www.topco.co.za

Editor’s Letter

Editor’s Letter

I am writing this as El Niño sets in, for what seems like the beginning of a long, hard, wet winter in Western Cape, South Africa – and the face masks that are present in every pocket of my coats are a reminder of the COVID nightmare which seems like a lifetime ago, but in reality was in full force just last year. The severity of our winter and what happens globally, climatewise, is impacted by the warming temperatures of the central

I am writing this as El Niño sets in, for what seems like the beginning of a long, hard, wet winter in Western Cape, South Africa – and the face masks that are present in every pocket of my coats are a reminder of the COVID nightmare which seems like a lifetime ago, but in reality was in full force just last year. The severity of our winter and what happens globally, climatewise, is impacted by the warming temperatures of the central

And whilst the planet experiences extreme weather events climate change, in South Africa we have our own societal extremity in the brutality and tragedy of gender-based violence and femicide which continues to maim and destroy lives and

And whilst the planet experiences extreme weather events climate change, in South Africa we have our own societal extremity in the brutality and tragedy of gender-based violence and femicide which continues to maim and destroy lives and

assaulted* – and we simply don’t know how many remain unreported -hidden in a vault of trauma and despair. In his SONA address this year President Ramaphosa, when empowerment of women as one of the many avenues required to systemically eradicate this pandemic, which, unlike COVID, continues unabated.

assaulted* – and we simply don’t know how many remain unreported -hidden in a vault of trauma and despair. In his SONA address this year President Ramaphosa, when empowerment of women as one of the many avenues required to systemically eradicate this pandemic, which, unlike COVID, continues unabated.

The genesis of the Standard Bank Top Women Leaders publication was to encourage and foreground gender empowerment by celebrating women-led business success, providing inspiration to the many female entrepreneurs out on this important tradition - and packed into these pages you compassion and inspiring stories of how to rise above the noise from women across the board.

The genesis of the Standard Bank Top Women Leaders publication was to encourage and foreground gender empowerment by celebrating women-led business success, providing inspiration to the many female entrepreneurs out on this important tradition - and packed into these pages you compassion and inspiring stories of how to rise above the noise from women across the board.

Our Foreword is penned by Standard Bank Group Chief

and Sustainability, Coca-Cola Beverages South Africa

and Sustainability, Coca-Cola Beverages South Africa

The Thought Leadership section includes important pieces

The Thought Leadership section includes important pieces

and Leanne Emery Hunter, COO at YES.

and Leanne Emery Hunter, COO at YES.

Celebrating success, we look at a selection of the Standard Bank Top Women Award winners – and to further showcase the exciting achievements of empowered women

Celebrating success, we look at a selection of the Standard Bank Top Women Award winners – and to further showcase the exciting achievements of empowered women

Board and subsequent Interviews sections. The Tips and Advice segment contains useful articles on topics such as a survival guide for new leaders, team building, coaching, work-

Board and subsequent Interviews sections. The Tips and Advice segment contains useful articles on topics such as a survival guide for new leaders, team building, coaching, work-

the magazine, there is the all-important index of gender empowered companies.

the magazine, there is the all-important index of gender empowered companies.

This jam-packed edition would not have been possible without

This jam-packed edition would not have been possible without

she says: “Uplifting and including women in business at every level is key to leveraging Africa’s fast-growing population for sustainable development and the establishment of general prosperity”. Standard Bank Executives Simone Cooper, Nomonde Hlongwa, Anne Aliker and Thandeka Goba contribute in-depth articles on leadership, empowering women in the workplace, embracing challenges and resilience.

Our Foreword is penned by Standard Bank Group Chief she says: “Uplifting and including women in business at every level is key to leveraging Africa’s fast-growing population for sustainable development and the establishment of general prosperity”. Standard Bank Executives Simone Cooper, Nomonde Hlongwa, Anne Aliker and Thandeka Goba contribute in-depth articles on leadership, empowering women in the workplace, embracing challenges and resilience.

*Police Minister Bheki Cele, 30 May 2023 - South African Police Service crime statistics

We hope you enjoy the read as much as we did putting it together.

We hope you enjoy the read as much as we did putting it together.

*Police Minister Bheki Cele, 30 May 2023 - South African Police Service crime statistics

Margaret Nienaber

CHIEF OPERATING OFFICER, STANDARD BANK GROUP

We hope that, when you pick up this publication, you are well, and are wearing

We hope that, when you pick up this publication, you are well, and are wearing

Boardroom Dancing , inspired us as we put together

Boardroom Dancing , inspired us as we put together

Through our decade-long partnership inclusion, equal opportunity, and women do this through the Standard Bank Top through empowering women leaders and

Through our decade-long partnership inclusion, equal opportunity, and women do this through the Standard Bank Top through empowering women leaders and

is realised when people are empowered businesses create spaces that embrace

Women Awards are an incredible way to honour and applaud the outstanding leadership in organisations that play

usually organisations with leaders who embrace other women at the table who

embracing those at the table who

embracing those at the table who

people who will help us get a richer responsibility to embrace the unique Standard Bank decided to partner with Media because we understand the

people who will help us get a richer responsibility to embrace the unique Standard Bank decided to partner with Media because we understand the

and the intention is to ensure that we empowering them is key to supporting positions and our latest reporting period

and the intention is to ensure that we empowering them is key to supporting

positions and our latest reporting period

As we stand today, women comprise 57%

As we stand today, women comprise 57%

While acknowledging the progress that also recognise that building empowered

While acknowledging the progress that also recognise that building empowered

Women Awards are critical to realising Nora Roberts said

is realised when people are empowered businesses create spaces that embrace Women Awards are an incredible way to honour and applaud the outstanding leadership in organisations that play usually organisations with leaders who embrace other women at the table who Women Awards are critical to realising Nora Roberts said

WE HOPE THAT, WHEN YOU PICK UP THIS PUBLICATION, YOU ARE WELL, AND ARE WEARING THE ‘RIGHT SHOES FOR THE RIGHT OCCASION, AND NOT TRYING TO FIT INTO SOMEONE ELSE’S SHOES’.

WE HOPE THAT, WHEN YOU PICK UP THIS PUBLICATION, YOU ARE WELL, AND ARE WEARING THE ‘RIGHT SHOES FOR THE RIGHT OCCASION, AND NOT TRYING TO FIT INTO SOMEONE ELSE’S SHOES’.

Rising Above the Noise to empower women in leadership

S i m o n e C o o p e r

HEAD: BUSINESS AND COMMERCIAL BANKING, STANDARD BANK SOUTH AFRICA

“LET US ‘RISE ABOVE THE NOISE’ AND SHAPE THE WORLD FOR OUR FUTURE DAUGHTERS.”

“LET US ‘RISE ABOVE THE NOISE’ AND SHAPE THE WORLD FOR OUR FUTURE DAUGHTERS.”

SRISING ABOVE THE NOISE

RISING ABOVE THE NOISE

VULNERABILITY AND EMPATHY IN LEADERSHIP

VULNERABILITY AND EMPATHY IN LEADERSHIP

E x c e l l e n t l e a d e r s h i p i s a l l a b o u t g e t t i n g t h e b e s t o u t o f p e o p l e a n d e n a b l i n g i n d i v i d u a l s t o c o m e t o g e t h e r a n d w o r k a s a t e a m , c o l l e c t i v e l y f o c u s e d a n d d r i v e n t o a c h i e v e a c o m m o n p u r p o s e

E x c e l l e n t l e a d e r s h i p i s a l l a b o u t g e t t i n g t h e b e s t o u t o f p e o p l e a n d e n a b l i n g i n d i v i d u a l s t o c o m e t o g e t h e r a n d w o r k a s a t e a m , c o l l e c t i v e l y f o c u s e d a n d d r i v e n t o a c h i e v e a c o m m o n p u r p o s e

ADVICE TO YOUNGER WOMEN

ADVICE TO YOUNGER WOMEN

Inspiring change

Inspiring change

STANDARD BANK GROUP

STANDARD BANK GROUP

CHIEF COMPLIANCE

CHIEF COMPLIANCE

OFFICER: BUSINESS AND COMMERCIAL BANKING

OFFICER: BUSINESS AND COMMERCIAL BANKING

RISING ABOVE THE NOISE

RISING ABOVE THE NOISE

LESSONS FROM A WOMAN LEADER

“YOU’VE GOT TO FOCUS ON THE INNER GAME, THE INNER MIND, AND THAT IS SOMETHING YOU HAVE TO CONSTANTLY BUILD.”

Nomonde Hlongwa, Chief Compliance

LESSONS FROM A WOMAN LEADER

“YOU’VE GOT TO FOCUS ON THE INNER GAME, THE INNER MIND, AND THAT IS SOMETHING YOU HAVE TO CONSTANTLY BUILD.”

Nomonde Hlongwa, Chief Compliance

CREATING AN INCLUSIVE AND EQUITABLE WORKPLACE

CREATING AN INCLUSIVE AND EQUITABLE WORKPLACE

WORK-LIFE BALANCE AND FLEXIBILITY

WORK-LIFE BALANCE AND FLEXIBILITY

THE POWER OF MENTORSHIP AND SPONSORSHIP

THE POWER OF MENTORSHIP AND SPONSORSHIP

THE ROLE OF MEN IN SHAPING AN INCLUSIVE FUTURE

THE ROLE OF MEN IN SHAPING AN INCLUSIVE FUTURE

HAVING WOMEN IN SENIOR LEADERSHIP POSITIONS IS VERY ASPIRATIONAL FOR THOSE WHO ARE YOUNG AND UP AND COMING

HAVING WOMEN IN SENIOR LEADERSHIP POSITIONS IS VERY ASPIRATIONAL FOR THOSE WHO ARE YOUNG AND UP AND COMING

“VULNERABILITY ISN’T ALWAYS ABOUT WHAT HURTS YOU. IT SHOULD ALSO BE ABOUT WHAT REALLY DRIVES YOU.”

“VULNERABILITY ISN’T ALWAYS ABOUT WHAT HURTS YOU. IT SHOULD ALSO BE ABOUT WHAT REALLY DRIVES YOU.”

With a career spanning over three

With a career spanning over three

AWAKENING THE AFRICAN GIANT

AWAKENING THE AFRICAN GIANT

RISING ABOVE THE NOISE

RISING ABOVE THE NOISE

LEADERSHIP AND EMPOWERING WOMEN

LEADERSHIP AND EMPOWERING WOMEN

H a v e p e o p l e y o u c a n r e l y o n , b e t h e y i n t h e o f f i c e o r a t h o m e . H a v i n g t h a t s u p p o r t n e t w o r k i s v i t a l

H a v e p e o p l e y o u c a n r e l y o n , b e t h e y i n t h e o f f i c e o r a t h o m e . H a v i n g t h a t s u p p o r t n e t w o r k i s v i t a l

WHY DOES THIS PERSIST?

WHY DOES THIS PERSIST?

ADVICE FOR YOUNG WOMEN

ADVICE FOR YOUNG WOMEN

Unleash the power of renewable energy for your franchise

Resolute and resilient: Thandeka Goba’s path to success

T h a n d e k a G o b a

STANDARD BANK GROUP

HEAD: CORPORATE LEGAL

Thandeka Goba is a highly accomplished lawyer who has navigated her career journey with determination and resilience. She began her career in legal practice before transitioning into the corporate world, where she ultimately found her place at Standard Bank. Throughout her career, Thandeka has demonstrated a strong belief in rising above the noise and breaking through the barriers that face women and marginalised groups; all this while raising two, young energetic boys.

Thandeka Goba is a highly accomplished lawyer who has navigated her career journey with determination and resilience. She began her career in legal practice before transitioning into the corporate world, where she ultimately found her place at Standard Bank. Throughout her career, Thandeka has demonstrated a strong belief in rising above the noise and breaking through the barriers that face women and marginalised groups; all this while raising two, young energetic boys.

RISING ABOVE THE NOISE

RISING ABOVE THE NOISE

For Thandeka, rising above the noise means understanding and challenging the societal and professional barriers that exist for black women. She recognises the importance of not being apologetic

For Thandeka, rising above the noise means understanding and challenging the societal and professional barriers that exist for black women. She recognises the importance of not being apologetic

believer in demonstrating that women are equally capable of achieving success and setting an example for others, especially the girl child. She emphasises the need for a clear sense of purpose, unwavering commitment, and resilience in the face of challenges.

believer in demonstrating that women are equally capable of achieving success and setting an example for others, especially the girl child. She emphasises the need for a clear sense of purpose, unwavering commitment, and resilience in the face of challenges.

of purpose and pursue that with a relentless, committed passion, focusing on your goals, being resilient in the face of challenges, and having a never-giveup mentality or attitude. It helps to have an accountability partner who can guide share their own experiences on how they overcame barriers.”

of purpose and pursue that with a relentless, committed passion, focusing on your goals, being resilient in the face of challenges, and having a never-giveup mentality or attitude. It helps to have an accountability partner who can guide share their own experiences on how they overcame barriers.”

Thandeka has been inspired by senior leaders who stood their ground and made tough decisions without concern for popularity. She admires their selfthe ability to rise above the noise. Their examples have shaped her own leadership style and taught her the challenges.

Thandeka has been inspired by senior leaders who stood their ground and made tough decisions without concern for popularity. She admires their selfthe ability to rise above the noise. Their examples have shaped her own leadership style and taught her the challenges.

VULNERABILITY AND EMPATHY Vulnerability and empathy are essential qualities that Thandeka believes play a crucial role in effective leadership. She understands that leaders who embrace vulnerability can foster trust, open communication, collaboration, potential. Thandeka has demonstrated these qualities in her own leadership style by being empathetic and understanding towards her team,

VULNERABILITY AND EMPATHY

Vulnerability and empathy are essential qualities that Thandeka believes play a crucial role in effective leadership. She understands that leaders who embrace vulnerability can foster trust, open communication, collaboration, potential. Thandeka has demonstrated these qualities in her own leadership style by being empathetic and understanding towards her team,

“DO NOT BE AFRAID TO ENTER IN THE DOORS THAT HAVE BEEN OPENED FOR YOU, AND TO REMEMBER THAT YOU HAVE A RESPONSIBILITY TO ONE DAY BE THE PERSON OPENING THE DOORS FOR THOSE WHO ARE STILL TO COME”

“DO NOT BE AFRAID TO ENTER IN THE DOORS THAT HAVE BEEN OPENED FOR YOU, AND TO REMEMBER THAT YOU HAVE A RESPONSIBILITY TO ONE DAY BE THE PERSON OPENING THE DOORS FOR THOSE WHO ARE STILL TO COME”

creating an environment of collaboration and shared goals.

creating an environment of collaboration and shared goals.

“Being vulnerable and empathetic to the people around you and truly understanding where they are coming from engenders a greater sense of collaboration and leads to increased working towards a shared goal and

“Being vulnerable and empathetic to the people around you and truly understanding where they are coming from engenders a greater sense of collaboration and leads to increased working towards a shared goal and

ADVICE TO YOUNG WOMEN

ADVICE TO YOUNG WOMEN

younger self to trust her instincts and commit to seizing opportunities. She encourages young women to have a clear sense of purpose aligned with their goals and to cultivate a strong network of mentors and accountability partners who can provide guidance and support.

younger self to trust her instincts and commit to seizing opportunities. She encourages young women to have a clear sense of purpose aligned with their goals and to cultivate a strong network of mentors and accountability partners who can provide guidance and support.

“The advice I would give to my younger self would be to trust yourself more and to commit, do not be afraid to enter in the doors that have been opened for you, and to remember that you have a responsibility to one day be the person opening the doors for those who are still to come. You need to be achieve and make sure that whatever you do is aligned to that purpose.”

“The advice I would give to my younger self would be to trust yourself more and to commit, do not be afraid to enter in the doors that have been opened for you, and to remember that you have a responsibility to one day be the person opening the doors for those who are still to come. You need to be achieve and make sure that whatever you do is aligned to that purpose.”

ON EMPOWERED WORKPLACES

ON EMPOWERED WORKPLACES

Thandeka is passionate about breaking down barriers that prevent

Thandeka is passionate about breaking down barriers that prevent

women from participating in the economy. As a Standard Banker, she emphasises the need to support and empower female-led businesses through practical business assistance, creating an enabling environment.

women from participating in the economy. As a Standard Banker, she emphasises the need to support and empower female-led businesses through practical business assistance, creating an enabling environment.

In response to the COVID-19 pandemic, she acknowledges the importance of organisations adapting and supporting their employees.

In response to the COVID-19 pandemic, she acknowledges the importance of organisations adapting and supporting their employees.

Standard Bank has prioritised employee well-being by offering arrangements, and focusing on digitisation and future-ready skills.

Standard Bank has prioritised employee well-being by offering arrangements, and focusing on digitisation and future-ready skills.

Thandeka has personally witnessed in organisations, including enhanced creativity, innovation, and effective leadership. She believes that organisations can further support by embracing diversity and inclusion, creating development plans, mentorship programmes, and internships that enable individuals to acquire new skills and excel in their careers.

Thandeka has personally witnessed in organisations, including enhanced creativity, innovation, and effective leadership. She believes that organisations can further support by embracing diversity and inclusion, creating development plans, mentorship programmes, and internships that enable individuals to acquire new skills and excel in their careers.

“Mentorship and sponsorship are crucial to any career, whether you intend to be a specialist or a leader.

“Mentorship and sponsorship are crucial to any career, whether you intend to be a specialist or a leader.

create a place of safety and support, up to different ways of thinking about

create a place of safety and support, up to different ways of thinking about

FORMAL AND INFORMAL MENTORSHIP PROGRAMMES ALLOW A PERSON TO GROW ON THEIR OWN TERMS

B e i n g v u l n e r a b l e

B e i n g v u l n e r a b l e

a n d e m p a t h e t i c t o

a n d e m p a t h e t i c t o

t h e p e o p l e a r o u n d

t h e p e o p l e a r o u n d

y o u a n d t r u l y

y o u a n d t r u l y

u n d e r s t a n d i n g w h e r e

u n d e r s t a n d i n g w h e r e

t h e y a r e c o m i n g f r o m

t h e y a r e c o m i n g f r o m

e n g e n d e r s a g r e a t e r

e n g e n d e r s a g r e a t e r

s e n s e o f c o l l a b o r a t i o n

s e n s e o f c o l l a b o r a t i o n

a n d l e a d s t o

a n d l e a d s t o

i n c r e a s e d p r o d u c t i v i t y

i n c r e a s e d p r o d u c t i v i t y

situations as they arise. Formal and informal mentorship programmes allow a person to grow on their own terms.”

situations as they arise. Formal and informal mentorship programmes allow a person to grow on their own terms.”

OVERCOMING CHALLENGES

OVERCOMING CHALLENGES

Thandeka understands the challenges of being a woman in a leadership position, including feelings of not belonging and the pressure to overcompensate. However, she believes that a more diverse and empowered organisation can create a sense of comfort and unlock the talents of individuals who can relate to and resonate with the leadership. Thandeka advocates for having tough conversations, measuring diversity and inclusion, and aligning recruitment and development processes with the goal of creating a more inclusive and equitable workplace.

Thandeka understands the challenges of being a woman in a leadership position, including feelings of not belonging and the pressure to overcompensate. However, she believes that a more diverse and empowered organisation can create a sense of comfort and unlock the talents of individuals who can relate to and resonate with the leadership. Thandeka advocates for having tough conversations, measuring diversity and inclusion, and aligning recruitment and development processes with the goal of creating a more inclusive and equitable workplace.

“When I started my career, the leaders that I saw around me were

“When I started my career, the leaders that I saw around me were

to watch how the composition of various forums have really shifted, both internally and with other stakeholders that we

to watch how the composition of various forums have really shifted, both internally and with other stakeholders that we

know that the focus is on ensuring that diversity is achieved and that opportunities are created that are based on engagement.”

know that the focus is on ensuring that diversity is achieved and that opportunities are created that are based on engagement.”

FORMAL AND INFORMAL MENTORSHIP PROGRAMMES ALLOW A PERSON TO GROW ON THEIR OWN TERMS

“THAT’S A

DUMB IDEA”

That ‘dumb idea’ has helped a continent of young girls feel like they belong.

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Khulile Vilakazi-Ofosu | Sibahle Doll Collection

Ts&Cs apply. Authorised nancial services and registered credit provider (NCRCP15). The Standard Bank of South Africa Limited (Reg. No. 1962/000738/06).

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Inspiring the next generation of women professionals

Nozicelo Ngcobo

MEET COCA COLA

BEVERAGES

SOUTH AFRICA

PACS DIRECTOR, NOZICELO NGCOBO

Every day when I wake up, I am motivated to ensure that, in whatever I do, I always do the right thing,” says Nozicelo Ngcobo, the Public Affairs, Communication and Sustainability (PACS) Director at Coca-Cola Beverages South Africa (CCBSA). Her responsibility is to protect

Every day when I wake up, I am motivated to ensure that, in whatever I do, I always do the right thing,” says Nozicelo Ngcobo, the Public Affairs, Communication and Sustainability (PACS) Director at Coca-Cola Beverages South Africa (CCBSA). Her responsibility is to protect

operate. In this role she ensures right way, nurturing growth, building their corporate brand advocacy and creating shared value through their social initiatives.

operate. In this role she ensures right way, nurturing growth, building their corporate brand advocacy and creating shared value through their social initiatives.

THE JOURNEY TO CCBSA

“This was critical in our country as it was the dawn of democracy,” Nozicelo tells Standard Bank Top Women Leaders. She went onto work for industry giants such as South African Breweries and Telkom SA, as well as multinationals like Philip Morris International (PMI), where she was responsible for “unlocking stakeholder value and creating shared value to mitigate regulatory and societal risk.”

“This was critical in our country as it was the dawn of democracy,” Nozicelo tells Standard Bank Top Women Leaders. She went onto work for industry giants such as South African Breweries and Telkom SA, as well as multinationals like Philip Morris International (PMI), where she was responsible for “unlocking stakeholder value and creating shared value to mitigate regulatory and societal risk.”

“Embarking on a self-mastery journey has been a huge eye opener for me as a young female navigating the corporate space,” says Nozicelo.

“Embarking on a self-mastery journey has been a huge eye opener for me as a young female navigating the corporate space,” says Nozicelo.

She describes her leadership style as a hands-off approach, offering support where needed.

She describes her leadership style as a hands-off approach, offering support where needed.

TRANSFORM.”

the challenges that arise from humanity is one of the most important skills one needs as a leader. Authenticity, humility, the art of listening, having courage to

healthy dose of empathy — are just some of the skills needed to successfully navigate the challenges. I have learned so much from this side of leadership.”

the challenges that arise from humanity is one of the most important skills one needs as a leader. Authenticity, humility, the art of listening, having courage to healthy dose of empathy — are just some of the skills needed to successfully navigate the challenges. I have learned so much from this side of leadership.”

She says that delivering on results and motivating her team, in order possible without good relationships and partnerships. This extends to “customers, stakeholders, and the rest of the business.”

She says that delivering on results and motivating her team, in order possible without good relationships and partnerships. This extends to “customers, stakeholders, and the rest of the business.”

“Relationships and partnerships are the foundation of everything we do.”

“Relationships and partnerships are the foundation of everything we do.”

THE JOURNEY TO CCBSA

Before joining CCBSA as the Director for PACS in 2020, Nozicelo had spent more than 25 years in both the public and private sectors, managing corporate affairs and regulatory strategies in the alcohol, tobacco and beverages industries. After completing her undergraduate degree in strategic marketing, her career began in 1994 Management Trainee Programme as one class of 1993.

Before joining CCBSA as the Director for PACS in 2020, Nozicelo had spent more than 25 years in both the public and private sectors, managing corporate affairs and regulatory strategies in the alcohol, tobacco and beverages industries. After completing her undergraduate degree in strategic marketing, her career began in 1994 Management Trainee Programme as one class of 1993.

“I believe in setting a very clear strategic direction, providing the resources and then leaving the team to deliver on the results. I do remain close enough to support and remove any barriers the team may have, but far away enough for them to have autonomy to perform their duties.”

“I believe in setting a very clear strategic direction, providing the resources and then leaving the team to deliver on the results. I do remain close enough to support and remove any barriers the team may have, but far away enough for them to have autonomy to perform their duties.”

people, and she acknowledges that this is one of the greatest challenges, highlighting a few keys to getting people management right:

people, and she acknowledges that this is one of the greatest challenges, highlighting a few keys to getting people management right:

“Human beings are not robots, they are diverse, complex, interesting and unpredictable. Successfully managing all

“Human beings are not robots, they are diverse, complex, interesting and unpredictable. Successfully managing all

GENDER EMPOWERMENT AT CCBSA NOZICELO’S 5 TIPS FOR ASPIRING WOMEN ENTREPRENEURS

GENDER EMPOWERMENT AT CCBSA NOZICELO’S 5 TIPS FOR ASPIRING WOMEN ENTREPRENEURS

1. Failure is a critical aspect of success.

1. Failure is a critical aspect of success.

2. You cannot please everyone, and that is ok. The only thing that is important is when the right people know the truth.

2. You cannot please everyone, and that is ok. The only thing that is important is when the right people know the truth.

3. Healthy networks, partnerships and relationships are important.

4. Be kind to yourself.

3. Healthy networks, partnerships and relationships are important.

5. Do the best you can until you know better. Then when you know better, do better.

4. Be kind to yourself.

5. Do the best you can until you know better. Then when you know better, do better.

“A WOMAN IS A FULL CIRCLE. WITHIN HER IS THE POWER TO CREATE, NURTURE AND

“A WOMAN IS A FULL CIRCLE. WITHIN HER IS THE POWER TO CREATE, NURTURE AND TRANSFORM.”

GENDER EMPOWERMENT AT CCBSA

GENDER EMPOWERMENT AT CCBSA

“I have a strong passion for youth and women empowerment hence I was attracted to CCBSA; gender empowerment is one of our sustainability pillars,” explains Nozicelo. She says that

of our broader society, which contributes to a culture of inclusion.

“I have a strong passion for youth and women empowerment hence I was attracted to CCBSA; gender empowerment is one of our sustainability pillars,” explains Nozicelo. She says that of our broader society, which contributes to a culture of inclusion.

“This ultimately enables visionary, transformative practices and allows our colleagues to support the long-term sustainability of our company and business, as well as the broader society in which we operate,” she says.

“This ultimately enables visionary, transformative practices and allows our colleagues to support the long-term sustainability of our company and business, as well as the broader society in which we operate,” she says.

An example of how the organisation is promoting diversity and inclusion is their women-led network, the Women@ CCBSA programme, which provides leaders. The initiative offers coaching, mentoring and skills development programmes, ensuring fair representation and support within the organisation.

An example of how the organisation is promoting diversity and inclusion is their women-led network, the Women@ CCBSA programme, which provides leaders. The initiative offers coaching, mentoring and skills development programmes, ensuring fair representation and support within the organisation.

“Since its inception in 2018, Women@ CCBSA has created the space for women to engage, coach and mentor each other and ensure they reach their full potential.

“Since its inception in 2018, Women@ CCBSA has created the space for women to engage, coach and mentor each other and ensure they reach their full potential.

“The network has grown and provided a platform for experienced and successful female leaders to mentor, coach and inspire the next generation of women professionals, something we are incredibly proud of and can organisation,” says Nozicelo.

“The network has grown and provided a platform for experienced and successful female leaders to mentor, coach and inspire the next generation of women professionals, something we are incredibly proud of and can organisation,” says Nozicelo.

CCBSA also extends this support outside the organisation through a bursary fund

the University of Pretoria, as well as an e-learning system for underperforming schools and those in remote areas.

CCBSA also extends this support outside the organisation through a bursary fund the University of Pretoria, as well as an e-learning system for underperforming schools and those in remote areas.

and economic and empowerment, we have created shared value in hopes of a better shared future - enabling improved livelihoods for women, their families, and their communities, while inclusively expanding our business,” explains Nozicelo.

and economic and empowerment, we have created shared value in hopes of a better shared future - enabling improved livelihoods for women, their families, and their communities, while inclusively expanding our business,” explains Nozicelo.

“A woman is a full circle. Within her is the power to create, nurture and transform. Consequently, you must never apologise for being a powerful and authentic woman. The world needs such women. Women are powerful not because they are not scared, but because they continue so strongly despite the fear. Life is not often easy for any of us but, so what? We must have courage, bravery,

“A woman is a full circle. Within her is the power to create, nurture and transform.

Consequently, you must never apologise for being a powerful and authentic woman. The world needs such women. Women are powerful not because they are not scared, but because they continue so strongly despite the fear. Life is not often easy for any of us but, so what? We must have courage, bravery,

in ourselves. We must believe we are gifted for something, and that something must be attained,” she concludes.

in ourselves. We must believe we are gifted for something, and that something must be attained,” she concludes.

We must have courage, bravery, perseverance, and above all, confidence in ourselves

We must have courage, bravery, perseverance, and above all, confidence in ourselves

When our company was formed in 2016, our transformation journey also started and it is the ethos that underpins how we do business,” says Velaphi Ratshefola, the Managing Director of Coca-Cola Beverages South Africa (CCBSA). Part

journey is the Women@CCBSA programme, a women-led network aimed at increasing representation and supporting leaders. On three occasions Velaphi has been the recipient of the Standard Bank Top Women Male Driving Gender

out what winning the award has meant to him, how CCBSA are empowering women in their organisation to reach their full potential, and more. A KEY ALLY

CHANGING THE TRAJECTORY

Our actions are informed by the belief that women are capable of running the long-term profitability of institutions

Our actions are informed by the belief that women are capable of running the long-term profitability of institutions

ZEDA

Connecting Humanity

With a rich history dating back to 1967, Zeda Limited stands as an industry leader, recently making its way back to the JSE. “The JSE listing was a huge milestone and truly one for the books. It was an evolution of not only our company but the future ofmobility for the region,” says Group CEO, Ramasela Ganda. “We have come full circle in our return to the JSE, as Africa's largest and only integrated mobility solutions provider.”

Here we hear from Ramasela, as well as Financial Director Thobeka Ntshiza, who tell us more about Zeda, the brands it operates and more.

Ramasela Ganda, Group CEO of Zeda

RAMASELA GANDA - GROUP CEO

Please describe the products and Zeda Limited is the original name of the company which was established in 1967 as Zeda Car Rental and Tours. Zeda has a longterm licence agreement with Avis Budget Group (ABG) to operate the widely-recognised Avis and Budget global brands in southern Africa.

under management, operating in 11 countries in Sub-Saharan Africa.

Zeda encompasses the following business segments:

Car Rental Business - The Car Rental Business segment trades under the name Avis Budget. The customer segment base is sector, public sector, insurance business (replacement), inbound market, domestic leisure market and subscription. This business provides a range of products and services to a wide range of customers which include car and van rental. It has 76 corporate branches in South Africa.

Leasing Business - The leasing business trades as Avis Fleet and provides a fully outsourced mobility. The full spectrum of outsourced mobility solutions

maintenance and service plan solutions, fuel management, management and vehicle telematics amongst others. The light delivery vehicles, and heavy vehicles, for all categories contracted to the customer for with an average of 44 months. Customer segments include corporate, small businesses and government entities. This holistic

customers to focus on their core operations, while Avis Fleet takes care of their mobility needs and their operations.

Car Sales Business - The car sales business, known as Avis Car Sales, sells cars that have reached their full life cycle from the Rental side (12 months) and Leasing side (average of 4 years and older). These vehicles are sold to retail customers and independent wholesalers. This is done through the 14 Avis Car Sales dealerships, wholesale outlets, the online channel or through independent auction site www.avisauction.co.za. Retail vehicles are advertised on the company’s online sales portal and other third-party websites. Wholesale stock is sold through the online auction trading platform or through bulk deal

Avis Car Sales accepts tradeins and buy-ins, allowing for market competitiveness and an alternative car stock source

The JSE listing was a huge milestone and truly one for the books. It was an evolution of not only our company but the future of mobility for the region. We have come full circle in our return to the JSE, as Africa’s largest and only integrated mobility solutions provider.

The journey that preceded the listing day was one that involved hard work, long hours and making sure that we adhere to all the listing regulations as prescribed by the JSE, before a company is given the green light to list on the Main Board. As a listed

team and board of directors, who oversee the company’s growth of operating has seen us navigate various trends in the operating environment. As a standalone business, we are more agile in continuing to anticipate and respond to these trends, including the current positive changes that we are seeing

After almost two decades Avis returned to the JSE with the listing

Avis Budget product proposition is one that is well positioned to leverage these opportunities and drive greater adoption of the usership economy.

road in July and a year later, in 2021,

The former shareholder, Barloworld, unbundled Zeda to ensure that investors that are interested in the mobility industry can have direct ownership of Zeda shares. This resulted in the listing of Zeda as a separate entity on the Main Board of the JSE Limited (JSE).

character and resilience but, I am glad that we came out victorious and greaterthan before!

In addition to the successful JSE listing, my other major milestone is being able to bring Brand Ambassadors back

you will recall, the rental and tourism businesses were some of the severely impacted sectors due to the hard lockdown and restrictions on movement by people.

Before the pandemic our business was predominantly an airport and tourismbased business, so you can imagine the losses we incurred during this was parked and not generating income. Every cost element you could think of, including parking facilities increased.

I was appointed to the position of on 1st January 2020, to start on was not even a discussion point in South Africa. Following the breakout subsequent implementation of the hard lockdown, my commencement date was moved forward, and I was required to come up with a business

about, which the market received very well, despite the restrictions that were imposed on movement at the time. We saw about 6 000 vehicles back on the

To have been entrusted with the responsibility of leading an organisation that is full of agility and is the catalyst to connecting humanity through a team of Brand Ambassadors who push the boundaries to achieve the best results. The organisation has gone through, and continues to go through, the transformation process and impacts the communities that we operate in, through job creation and enterprise supplier development.

some of the value-added products by Avis Fleet include Intelligent Fuel Management (IFM), which allows transactions to be monitored daily, by a designated operator. The IFM system utilises smart algorithms to calculate consumption, identify patterns/driver behaviour and highlight any discrepancies or irregularities as per customer requirements. Based on these discrepancies or irregularities the operator alerts the customer and launches investigations directly with the fuel station. The service includes daily alerts, weekly reports, and monthly enhanced reports, to reduce risk of theft and provide customers cost savings. In addition to IFM, Avis Fleet has a technologically advanced telematics system which can minimise fuel spending. This can be achieved

well as Driver Monitoring and Training.

inclusion are embedded in the

Planning is very important, as well as ensuring that one considers potential risks and that they are managed proactively.

Agile and being able to adapt to any situation, no matter how challenging it may seem. Allowing a diverse

By staying committed to the transformation agenda and ensuring that women occupy positions of business. At Zeda, we also ensure that through our talent acquisition, we attract diverse talent that will bring

The composition of the Board and the black female, respectively.

Technology forms an important part of our operations and business model. Zeda’s purpose is to connect humanity and to bring this vision to life, we rely on technology through the connected car/mobility platform that encompasses data & predictive analytics, cloud native platforms, technology integration platforms, ecosystem integration, robotic process

Under the leasing business, we use tech solutions that enhance customer

Embedding the usership economy recently launched Avis Car Where You

11 months) rental agreement for a vehicle that can be returned in one city (on departure) and substituted in another city (on arrival) continuously, within South Africa, for individuals and for the car rental industry! We will also focus on growing heavy

commercial in the leasing business and grow the business in our Greater Africa regions.

Please share a message of Challenges are there to teach us lessons and reveal the inner strength and potential we never knew we possessed. This is a powerful reminder that we can achieve anything, even though at face value it might seem unsurmountable. What you need to do is take on the challenge head-on, block the noise and stay focused on the task at hand. The results will show that we live in a world that is alive with possibilities.

FINANCIAL DIRECTOR

risk abetting strategies and risk management processes that will guard the organisation from any critical role of ensuring that Zeda attains its growth prospects

How important is training and

At Zeda we regard skills development as important as we believe that all Brand Ambassadors should grow in their careers. We have several training programmes that are available to all Brand Ambassadors throughout the year. In addition, we have also partnered with the Services Sector Education and Training Authority (Services SETA), to employ graduates

recently partnered with the Youth Employment Services (YES) to give young people learning opportunities

that the unemployment rate amongst the youth is very high and therefore, believe that as a corporate company we can play a role in supporting government and civil society in tackling this challenge.

memorable milestones

My role as the Financial Director is Zeda, which includes developing the overall business strategy, setting

to Zeda stakeholders, timeously and accurately in compliance with accounting standards and regulations. As the Financial Director, I am also responsible for putting in place

It must be the successful carve out of the Zeda business out of Barloworld and subsequent listing of the Zeda on the Main Board of the JSE Limited (JSE). This was a tough period which required much agility, physical and mental strength as everything had to be accurate and in accordance with listing regulations by the JSE. When the time came for Zeda to be announced as a listed company, it was a proud moment and a culmination of the hard work by all Brand Ambassadors involved in the project.

seeing those from my community that

were already leading in the profession, hearing their stories, successes, failures. Someone that makes you believe that indeed it is possible. I believe that if each of us touch that young person in high school, at the university, bringing that which may seem out of reach closer to them, we will inspire and encourage more people to dare charter a similar journey.

4. Believe in your dreams, articulate them, and stay true to them Empower yourself with knowledge, keep abreast of developments that impact your business and industry. Stay well informed

Frequency Rate (LTIFR) improved

R33-million ESD spend 20 graduates in our organisation with our partnership with the YES programme

Governance: Adopted sound governance processes

Code of conduct, ethics and whistleblowing adopted Combined assurance framework adopted

of the gender and empowerment

1. Ask for help, don’t do it alone. Learn from mistakes of others, there is no glory in unnecessarily learning the hard way and repeating mistakes previously made.

2. Stay focused and committed to the course

3. Remember, it is a journey and therefore you will face obstacles along the way but do not deter –always focus on the end-goal

embedded in the policies of Zeda is underpinned by strong ESG principles as we are a responsible corporate citizen. We have been able to demonstrate positive ESG impact through the following achievements:

Environmental: Reduced Environmental Impact

Increased hybrid vehicles Fleet at 107 units

Social: Demonstrated positive social impact

Fair, balanced and transparency are key principles. Localised procurement in the regions we operate in is important as you directly positively impact the communities where we do business Zeda follows stringent processes of procuring new suppliers. Supplier credential vetting is thoroughly done to ensure that they meet all the required procurement standards. Following the stringent processes allows us to maintain our B-BBEE score and enables us to play our part to ensure that there’s transformation and active participation of previously disadvantaged individuals in the economy.

In my native language Zulu there is a saying, “Umuntu ngumuntu ngabantu”. This life philosophy based on compassion, dignity and respect for humanity has guided me in my life, understanding that fundamentally, as human beings, if each looked after that of ours will be a better place for all.

CONTACT DETAILS:

Physical address: Zeda Limited, 2 Sysie Road, Croydon, 1691

Website: www.zeda.co.za

Anastasia Sodalay

Founded in 1824 with a rich history spanning 200 years, few years following Brait acquiring a majority shareholding and pursuing a strategy to broaden its footprint in the FMCG market. In March 2021, Kobus Gertenbach

PREMIER FMCG

“WHERE GROWING TOGETHER IS A REALITY”

to Growing Together.

SOCIAL INVESTMENT (CSI)

Premier has the following empowerment policies in place to protect employees' wellbeing and enhance the overall employee value proposition within the business:

Employment equity

4 months fully paid maternity leave/ parental leave

Harassment in the workplace Sabbatical leave

Digital employee engagement platform

They also found success with the following CSI and empowerment strategies:

Graduate and apprentice programmes

Training and development programmes, including supervisory skills development

Millions of Comfort, Hlokomela Banana sanitary products project in Lesotho

Lil-lets Talk education initiative on social media

from sanitary pads in South Africa

The business has an annual turnover of R17.9-billion employing over 8 200 employees in various operations. Premier operates 13 bakeries, 7 wheat mills, 3 maize mills, and manufacturing plants across the region producing a broad range of milling and bakery products, sugar confectionery products, feminine hygiene products, biscuits, animal feeds, pasta and mageu. These products are distributed to customers via 26 distribution depots situated in South Africa, eSwatini, Mozambique and

USA and other EU markets.

COMPANY EXECUTIVES

CEO - Kobus Gertenbach

CFO - Fritz Grobbelaar

Danie Simpson

Sales -

Gavin Cambpell

Human Resources - Anastasia Sodalay

ESG - Julian Singonza

Kobus Gertenbach

PLEASE UNPACK YOUR ROLE AS MANAGING EXECUTIVE: HPC, GROUP STRATEGY AND MARKETING AT PREMIER

I have a diverse role that includes an operational responsibility as ME for the HPC business that comprises HPC SA, including the manufacturing site in Durban, and Lil-lets UK - which is a

PREMIER FMCG’S TOP WOMEN

Q&A WITH SIOBHAN O’SULLIVAN

ANASTASIA SODALAY

sales and marketing business for sanitary products; and functional responsibility for Marketing, Group Strategy and Communications/PR/events. I work closely with the Marketing Executives and Executive team in evaluating opportunities to expand our footprint through innovation and M&A.

DO YOU HAVE A MESSAGE OF INSPIRATION FOR OUR READERS?

Regardless of your gender, if you are a high performing individual who consistently adds value to the business, the team and the culture, you will be able to achieve your potential in the corporate environment.

Diverse teams – race, gender, age

WHAT ARE YOUR CORE RESPONSIBILITIES AS MANAGING EXECUTIVE: HUMAN RESOURCES

I would say my core responsibilities are to plan, lead, direct, develop, and coordinate the Human Resource

our strategy execution model and focuses on processes, structures and principles that guide and develop our culture of high-performance.

PLEASE SHARE WITH US SOME OF YOUR “FIRSTS” IN YOUR CAREER.

career spanning the last 20 years. What also makes it interesting is that my career began in Operations before moving into Human Resources.

Over the last few years, I believe the HR function has been required to transform quite quickly to respond

changes being experienced globally. recurring loadshedding, water

and cultures – are invaluable in any organisation. The right leaders can unlock great value from these diverse teams. But ultimately, it is not a tick box in diversity, it is the leader's ability to unlock the potential of individuals in the team that makes the real difference in any organisation.

a better leader – I am far more rounded, have greater empathy and EQ than before I had children and the value that I add to my executive team is far greater.

outages, and a host of other matters have required organisations to adapt to the "new normal" in a time of unprecedented change. Workplaces now need to embrace the whole human. This has also resulted in HR need to quite quickly adopt new ways of working with Human Capital. Due to this, I believe there have been resource function as organisations attempt to survive and thrive into the future. Whilst I can mention a few looking back in career, I am most excited about some of the work we currently doing within Premier, around Psychological Safety, Inclusion and belonging. I believe we are impacting employees in a positive humane way such that we impact our broader society at large which strongly aligns to our company purpose.

ANASTASIA SODALAY Managing Executive: Human Resources

&

PREMIER FMCG’S FEMALE MARKETING EXECUTIVES

AS MARKETING EXECUTIVE: MILLING AND GROUP INSIGHTS, PLEASE SHARE WITH US WHAT YOUR ROLE ENTAILS

My role is two fold, a Milling Marketing role and a Group Insights role.

The Milling Marketing role entails leading, coaching and building the Milling Marketing meaningful solutions, products and campaigns to improve our sustainable business growth. Our category and brand strategies are underpinned by market, consumer, shopper and channel insights.

The Insights role entails delivering actionable insights across all categories and assisting cross functional teams to identify and quantify the growth opportunities, marketing teams to drive brand love, meet

consumer needs and enhance to sustainable growth.

PLEASE SHARE 5 BUSINESS TIPS FOR ASPIRANT FEMALE ENTREPRENEURS

• Provide clarity and alignment – ensure all team members understand the business goals and their roles and responsibilities to achieving the goals. Ensure proper onboarding

• Focus on the dial-changers for your business – decide on what needs to be automated (or managed through standard operating procedures) and outsourced to ensure effective use of time and resources

• Mentorship

• Understand your operating environment, target audience and competitive landscape

• Develop connection skills –make people around you feel heard, comfortable, and understood

LAUREN

WHAT HAVE BEEN SOME OF THE MOST EXCITING NEW PRODUCT DEVELOPMENTS YOU HAVE WORKED ON AS MARKETING EXECUTIVE: CONFECTIONERY & WOOLWORTHS?

intent to deliver scale and grow

market share in the confectionery category, my focus has been on consolidating our confectionery portfolio and supporting the execution of optimised operational centres of excellence across the business. With current and future need spaces defined, we've developed long-term innovation pipelines across our differentiated brand portfolio as well as a robust pipeline of unique and considered offerings in collaboration with strategic partner Woolworths to excite consumers and drive category growth.

IN THE LAST YEAR AT PREMIER, WHAT FOR YOU HAVE BEEN THE MOST EXCITING PROJECTS?

Premier's culture and values are rooted in our Purpose and bringing this to life through the brand work we do is both exciting and inspiring. Our much-loved Manhattan brand launched a limited edition ice-cream flavoured Be Kind gums. With each sweet engraved with kinds words, kids and parents are encouraged to share a little kindness making any sweet moment a meaningful one.

kindness was brought to life through an integrated campaign including partnerships with primary schools, The Santa Shoebox Project and radio campaigns to encourage South Africans to share their stories to demonstrate how one small gesture of kindness can transform our communities into happier and kinder places. Ilove the challenge of constantly developing new product ideas and seeing them come to life in market, but leveraging it to send a meaningful message in the context of the current world we live in, is even more fulfilling.

WHAT ARE YOU LOOKING FORWARD TO THIS YEAR?

Bringing our strategies to life and leading and inspiring a dynamic, creative and incredible team of experts, all passionate and determined to take on and overcome any challenge and to embrace the fact that we get to have fun creating sweets that bring a little joy to consumers every day.

SIBONGILE MOOKO Marketing Executive: Milling and Group Insights

MULLER Marketing Executive: Confectionery & Woolworths

YOU HAVE BEEN WITH PREMIER FOR 16 YEARS – PLEASE SHARE WITH US THE MOST SIGNIFICANT CHANGES YOU HAVE WITNESSED IN THE INDUSTRY

Increases in the cost of living and consumers to look for more value and,

as a result, retailers are reacting through price and increased promotional activity. In conjunction with this consumer's expectations have evolved. They are expecting more from brands within the intimate personal care category, with an increased focus on tackling period poverty, education and sustainability. In recent years Private Label has become a priority to retailers which is impacting branded products SOV/forward share in store.

In my category, women are seeking to be more informed when making product choices. The lack of education and awareness in some sectors of the market, in this day and age, is astounding. Brands have a critical role to play in this regard.

WHAT ARE THE KEY RESPONSIBILITIES OF YOUR CURRENT ROLE?

Understanding the consumer, shopper, channel, category and general business environment to develop category and brand strategies for the Home and

18 months ago, I took on the management of the Private Label portfolio over and above my core role. This opportunity has not only stretched me personally, but has also given me scope to take on a broader management role and to be part of a team focused on driving innovative growth within key retailers across all of Premier's product categories.

MARKETING, WHAT HAVE BEEN THE MOST EXCITING PROJECTS YOU HAVE WORKED ON FOR PREMIER?

I have worked on many exciting projects since joining Premier, but it

Personal care category at a global level. Critical to driving success is leading a high performing and passionate team who understand their respective roles and responsibilities and work together to deliver on our business objectives.

The leadership, coaching, interpersonal and relationship management skills are by far the most challenging but if you get them right, the most rewarding. As female leaders in diverse teams, we play an important role in ensuring teams work together to succeed.

PLEASE SHARE A MESSAGE OF INSPIRATION FOR OUR READERSHIP.

Personal development is a conscious choice to own your growth. It is often not the easy road to take, but if you are resilient, positive and take every opportunity presented to you, it can be truly life changing. As John Maxwell says, “Change is inevitable, growth is optional.” I am truly grateful to work for a business that has a growth culture and mindset and recognises talent.

in exchange for instant rewards (free bread or R50 grocery vouchers)

• of over 300 township creches nationally. Providing them with basic tools and much needed educational materials

WHAT GETS YOU UP IN THE MORNING – WHAT IS YOUR "WHY"?

The chance to make an impact! I am part of something that is bigger than myself, and I am privileged to be in a position where I can make a positive impact in this industry and in the lives of our consumers.

PLEASE UNPACK YOUR ROLE –AND WHAT IT MEANT TO HAVE PRIVATE LABEL ADDED TO YOUR TITLE OF MARKETING EXECUTIVE: BAKERIES. My core role is to maximise value share in the Baked Goods category through the development and implementation of category and brand strategies.

most rewarding for me.

During COVID we recognised the

had been so loyal to our brands and products, it is after all because of these communities that our brands survived and thrived. Initiatives such as:

• consumers are rewarded for returning their empty bread bags

CONTACT DETAILS:

Telephone: 011 565 4777

Email: customercare@premierfmcg. com/ investor@premierfmcg.com

Website: www.premierfmcg.com

STEPHANIE HOY Marketing Executive: Bakeries and Private Label

KERYN BRIEN Marketing Executive: Global HPC & eCommerce

MEET CHIETA CHAIRPERSON, WEZI KHOZA

The Chemical Industries Education & Training Authority (CHIETA) is a statutory body, established by the Skills Development Act. Our purpose as a Sector Education and Training Authority (SETA) is to facilitate skills development in the chemical industries sector and to

and addressed through several initiatives by the SETA and the sector.

CHIETA is one of 21 SETAs in the country and the Skills Development Act outlines the functions and duties of SETAs to ensure that they meet their mandate. These include the development and implementation of an annual sector skills plan that the sector represented by the SETA; the promotion of a variety of learning programmes with sector employers and stakeholders to ensure the sector is capacitated with the right skills at the right time; liaising with sector employers and training institutions to register and implement learning programmes; performing quality assurance functions as delegated by the Quality Council for Trades and Occupations (QCTO); disbursing mandatory and discretionary grant funding provided by the skills development levies received from employers in the sector; and liaising with the National Skills Authority on skills development requirements in the country.

Our mandate is a large and somewhat complicated one, but what underpins everything we do is the facilitation of skills development, education and training through innovative solutions for sustainable livelihoods.

A LEADER WHO DOES NOT SETTLE FOR MAINTAINING THE STATUS QUO BUT ALWAYS FINDS AN OPPORTUNITY TO START

Please describe how the Skills Development Levies (SDL), that are obtained from the chemical industry, are distributed to member companies.

In compliance with the Skills Development Act and SETA Grant Regulations, the SDL income is distributed to member companies in two forms:

1. Through Mandatory Grants where 20% of the levies paid by the year will be paid to the employers who submit a Workplace Skills Plan (WSP) and an Annual Training Report (ATR).

through Discretionary Grant funding. Member companies are supported when they partner with service providers in support of the implementation of their Sector Skills Plans (SSPs). Also, the allocation is done in a manner that prioritises the offering of skills development programmes to address sector needs through public education and training institutions.

How important are partnerships to CHIETA?

Very important! CHIETA cannot possibly operate in a vacuum. Achieving our mandate relies on collaboration, input and cooperation from a wide variety of sector stakeholders, including SETAs that share common interests with CHIETA. CHIETA places extensive emphasis on identifying and establishing partnerships that will contribute to skills development in the sector we serve.

In terms of women participating in the chemical industries sector, what trends have you noticed

• Women remain underrepresented in the sector, averaging 35% of total employment

• However, women account for a senior managers across subsectors

• From 2018, we have noted an increase from 24% to 31% female managers across subsectors

• The fast moving consumer goods (FMCG) and pharmaceutical sectors are leading all other sectors with females in management and leadership positions

• FMCG has 54% female managers and leaders, and pharmaceuticals 52%

• The pharmaceutical and FMCG sectors employ the most women across the nine subsectors, at 54% of total employment

• The glass subsector employs the least, with 10% total female employment (Trends Analysis Report 2022)

How has the growth in technology impacted chemical industries?

Growth in technology is fast becoming integrated into every aspect of our lives and the chemical industries sector is no exception. Throughout the chemical industries value chain, we are seeing a change, but even more important is that the nature and type of jobs are also changing. It is for this reason and, from a skills development perspective is that we should undertake research on how jobs in the chemical industries sector have changed and continue changing, ensuring that the projects and programmes we implement meet the changing needs of the sector.

Please unpack the work that CHIETA does with the Quality Council for Trades and Occupations (QCTO) The CHIETA conducts the following activities as the designated Quality Partner (QP) in terms of the Service Level Agreement (SLA) with the QCTO:

1. Accreditation

1.1 The accreditation of all Sub-Framework (OQSF) allocated jurisdiction

1.2 Maintain a list of all accredited and disaccredited sites – Skills Development Providers (SDPs) and Assessment Centres (ACs)

1.3 Receive accreditation applications from QCTO and conduct site visits for SDPs, ACs and Trade Test Centres (TTCs)

1.4 Identify sites to be disaccredited for non compliance and no learner uptake etc, and submit a deaccreditation report to QCTO

1.5 Compile a database of competent Subject Matter Experts (SMEs) from industry, Technical Vocational Education and Training (TVET) colleges and social partners for accreditation

1.6 Submit accreditation reports and learner reports to the QCTO

2. Assessment

2.1 Carry out the roles and responsibilities as the designated Assessment Quality Partner (AQP) by the QCTO

2.2 Plan, manage and conduct activities for the External Integrated Summative Assessment (EISA) for CHIETA jurisdiction

2.3 Ensure that all OQSF

2.4 Conduct the monitoring of EISAs

2.5 Conduct external moderation (Quality Assurance of Learner Achievements – QALA) and submit results to the QCTO

2.6 Learner enrolments and programmes

(QAS) addenda and exemplars according to QCTO standards

2.8 Ensure that there is Recognition of Prior Learning (RPL) mechanisms and processes in place for RPL candidates

2.9 Submit quarterly Quality Partner (QP) reports and Assessment Quality Partner (AQP) reports to the QCTO

3.1 Carry out the roles and responsibilities as the QCTO

CHIETA allocated jurisdiction statement of results for legacy and unit standards

3.3 Maintain a learner management system for learner enrolments, learner assessment, learner achievements and learner

3.4 Upload data to the National Learners` Records Database (NLRD) concerning learner data as required by South African

3.5 Ensure that learner achievements distributed to SDPs

3.6 Receive and distribute QCTO

CHIETA allocated jurisdiction

4. Workplace approval

4.1 Implement workplace approval activities according to QCTO that fall within the CHIETA allocated jurisdiction

4.2 Maintain a list of all approved and disapproved workplace learning sites

4.3 Conduct site visits

4.4 Identify sites to be disapproved (non-complying, no learner uptake, etc.) and submit a report to QCTO

4.5 Quality assure workplace approval decisions and issue and exempted employers)

4.7 Submit approval reports to the QCTO, which is a quality council

requirement in terms of the Skills Development Act of 1998. Its role is to oversee the design, implementation, assessment through the delegation of QPs and AQPs, etc.

The DQP, which at the CHIETA is Design and Development Team, is a body that is delegated by the QCTO to manage the process of and tools.

Key functions played by CHIETA as a Designated Quality Partner (DQP) include:

• Development Facilitators (QDFs), now called Subject Matter Experts, trained by QCTO to facilitate the development or review programmes

• Coordinating the design and development, review of full, part

with the guidance of the QCTO. This role is critical in a sense that, to advance skills development, we need structured programmes (PIVOTAL

and skills programmes to bridge the demand and supply imperatives as per sector skills planning processes and reporting. The developed

on recommendation by QCTO. The regularly reviewed to keep abreast of the latest development and remain relevant for the sector and national skills development needs.

• Assessment Framework (QAS Addendum) that guides the development of External Integrated Summative Assessment (EISA) Tools. EISA tools are required for

• Compiling and submitting learnerships to QCTO for registration by Department of Higher Education and Training

• Collaborating with QCTO on the and development processes

• Submitting quarterly quality reports on and development in terms of work skills programmes, EISA tools, etc.

What have been some of your most memorable moments as Chairperson of CHIETA?

Setting the tone as an Accounting Authority with a clear vision and marveling at the speed and determination with which the company executives adopted the vision, applying their activities and projects around the vision.

Most importantly, chairing a Board that is a “stickler” for good corporate governance and ethical behaviors and the executive team that embraces IT governance, creating a culture of technology linked innovative solutions.

In your opinion, what can be done to ensure more young women join the chemicals sector? We need to:

• Facilitate the closing of the gap in women representation (especially Chemical Sector and forge ahead in correcting the disparaging picture through the provision of opportunities for young women in their development

• Ensure robust efforts through career guidance, project sponsorships, bursaries, exposure to the world of STEM-related environments, targeted entrepreneurial, educational, growth and development opportunities and support for women in business initiatives, including material cooperatives

• Collaborate with like-minded institutions on matters of common interest as we sharpen each other,

using our collective knowledge repository as a resource for growth and development of women in the industry and potential future STEM candidates

How would you describe your leadership style?

My style is that of transformational teams for innovative solutions. A transformational leader is key to changing the balance between men and

not settle for maintaining the status quo others long after they have left. about being a mentor and business coach?

Lifting others as you rise is the most future leaders and mentoring is one such process where a mentor provides

guidance and opens up opportunities for growth and holds the hand of a mentee on the journey towards a well capacitated professional within a particular industry. The product of such a relationship is evidence of journeying along with a mentee as they develop in the fast-changing world of work. On the other end, coaching is an exciting partnership of equals where a coach uses thought provoking and creative means to elicit innate personal and professional potential from the coachee for inspiration in their development. An important part of life depends on how we develop our relationships with others. Perhaps, if we consider examples of these development processes, a better understanding of the world around us becomes manageable and creates a much-needed bench of well-rounded professionals. Holistic thinking fosters behaviours that bode well for success in a business environment.

As people mature in life, so should their knowledge of making the world go around.

example, mainstream banking is moving from bricks-and-mortar structures to palmheld applications. I foresee Smart Skills Centres having special days where old people can have access to empowering sessions on the use of technology so

and joy for partners as growing individuals as they contribute to a thriving economy.

Do you have exciting plans for the year ahead?

CHIETA, as an innovation trailblazer, is on a journey to launch SMART Skills provinces, especially in rural areas. The exciting news about this is that rural communities will have technology spaces within their reach. While the focus of skills development is on the youth, old people will have to be taken along in this fast-changing environment where, for

Intelligence, old people are brought up to speed with the basics in managing their communities for sustainable livelihoods. Please share a message of inspiration for our readership. The world of work is fast becoming a technology arena – what I call the “TechArena”. There is no way that one without getting onto the unstoppable bus of new knowledge brought on by the tech world. The truth is, we are all creatures of habit, who welcome routine that lands us into comfort zones but the world waits for no man as work-life changes exponentially. We also know that change is continuous, abrupt and seditious and if you are slow to catch up, you are on your way to extinction. While change is an emotional process that requires us to set out into unchartered waters, changing with the times is an imperative not only to test the waters, but to also test ourselves.

Change can be a wonderful gift and tenacity is therefore an outright blend of determination, persistence and courage. Thinking on your feet becomes a way of life where change is concerned. It is therefore important to embrace change to understand, accept and connect for sustainable work life. Finally, with every your destiny.

CONTACT DETAILS:

Physical address: 72 New Road, Glen Austin AH (Grand Central), Midrand, 1685

CHIETA Head O ce: 087 357 6608 / 011 628 7000 Email: info@chieta.org.za

BUI L DINGS TH A T CARE FOR Y O U R MIND AN D YOUR BOD Y www.jll.africa

JLL combines expert insights and trends in real estate to predict how spaces can be improved for the better, allowing more people to thrive.

SEEING A BRIGHTER WAY FORWARD

SEEING A BRIGHTER WAY FORWARD

SEEING A BRIGHTER WAY FORWARD

JLL combines expert insights and estate to predict how spaces can for the better, allowing more people

RENAIDA NAIDOO

Thought

WOMEN - A POWERFUL FORCE IN THE FIGHT AGAINST CLIMATE CHANGE

Put women front of the queue for climate change mitigation and adaptation interventions in Africa

Chief Operating Officer at the Johannesburg Stock Exchange

By Itumeleng Monale

Women are natural-born leaders – leading (oftentimes quietly) in their households sometimes from from the frontlines of business.

Women are natural-born leaders – leading (oftentimes quietly) in their households sometimes from from the frontlines of business.

However, as women are increasingly challenged to spearhead conversations around mitigation and adaptation solutions related to climate change – it is incumbent on continental, as well as global leaders to address the foundational barriers of access, inclusivity and equity that limit this reality.

However, as women are increasingly challenged to spearhead conversations around mitigation and adaptation solutions related to climate change – it is incumbent on continental, as well as global leaders to address the foundational barriers of access, inclusivity and equity that limit this reality.

Climate change, viewed through a gender-related lens, unveils the underlying story of the disproportionate consequences that negatively impact women in the developing world from climbing out of the existing structural thresholds of poverty.

Climate change, viewed through a gender-related lens, unveils the underlying story of the disproportionate consequences that negatively impact women in the developing world from climbing out of the existing structural thresholds of poverty.

In Africa, research has shown that women account for as much as 80% of the food production labour force, with more than 60% of women employed in the agricultural sector – meaning their livelihoods are dependent on climatesensitive environments.

In Africa, research has shown that women account for as much as 80% of the food production labour force, with more than 60% of women employed in the agricultural sector – meaning their livelihoods are dependent on climatesensitive environments.

This however has not adequately catalysed the mitigation of women being vulnerable and marginalised in climaterelated efforts – particularly women who work in poor and rural settings, where the very foundation of food security lies.

This however has not adequately catalysed the mitigation of women being vulnerable and marginalised in climaterelated efforts – particularly women who work in poor and rural settings, where the very foundation of food security lies.

The importance of meaningful inclusivity and equality in African sustainabilitybased initiatives on climate resilience has indeed become all the more pronounced today. Not only must these initiatives ensure an inclusive approach, but they are burdened with

The importance of meaningful inclusivity and equality in African sustainabilitybased initiatives on climate resilience has indeed become all the more pronounced today. Not only must these initiatives ensure an inclusive approach, but they are burdened with

the need to simultaneously address the previous underlying societal imbalances that leave women most vulnerable. Therefore, there is a need to reframe the challenge of merely including women in these pivotal conversations - to actually meaningfully investing in women-led initiatives that empower women and shift the needle on societal norms.

the need to simultaneously address the previous underlying societal imbalances that leave women most vulnerable. Therefore, there is a need to reframe the challenge of merely including women in these pivotal conversations - to actually meaningfully investing in women-led initiatives that empower women and shift the needle on societal norms.

AFRICA’S CLIMATE CRISIS

These and more extreme weather events precipitated by climate change in Africa particularly, have further placed a burden on women as primary caregivers. The effects of climate change have also necessitated increased migration of families.

These and more extreme weather events precipitated by climate change in Africa particularly, have further placed a burden on women as primary caregivers. The effects of climate change have also necessitated increased migration of families.

AFRICA’S CLIMATE CRISIS

In February this year, Tropical Cyclone Freddy, wreaked havoc in countries such as Madagascar, Mozambique, and Malawi, as intense rainfall for over a month claimed the lives of hundreds of civilians and displaced thousands more.

In February this year, Tropical Cyclone Freddy, wreaked havoc in countries such as Madagascar, Mozambique, and Malawi, as intense rainfall for over a month claimed the lives of hundreds of civilians and displaced thousands more.

According to the World Economic Forum, the protracted drought affecting the Horn of Africa has led to around 23 million people acutely food insecure in Ethiopia, Somalia and Kenya. Further to this, an estimated 3.3 million people have also been displaced as a result.

According to the World Economic Forum, the protracted drought affecting the Horn of Africa has led to around 23 million people acutely food insecure in Ethiopia, Somalia and Kenya. Further to this, an estimated 3.3 million people have also been displaced as a result.

South Africa itself was beset with

South Africa itself was beset with

have been cited as the most catastrophic natural disaster recorded yet in the province, in terms of lives lost, homes and infrastructure damaged or destroyed and the economic impact. This is according to a new study that was released in April this year by researchers from the University of Witwatersrand (Wits) and the University of Brighton, UK.

have been cited as the most catastrophic natural disaster recorded yet in the province, in terms of lives lost, homes and infrastructure damaged or destroyed and the economic impact. This is according to a new study that was released in April this year by researchers from the University of Witwatersrand (Wits) and the University of Brighton, UK.

The Africa Migration Report by the number of international female migrants in Africa increased by 69% between 1990 and 2020.

The Africa Migration Report by the number of international female migrants in Africa increased by 69% between 1990 and 2020.

The impact of displacement and migration as a result of natural disasters – leaves women and girls even more vulnerable to sexual and gender-based violence, mortality and exploitation.

The impact of displacement and migration as a result of natural disasters – leaves women and girls even more vulnerable to sexual and gender-based violence, mortality and exploitation.

In South Africa alone, according to 7.6 million households in the country were female-headed.

In South Africa alone, according to 7.6 million households in the country were female-headed.

And the picture is much the same for the rest of Africa. Findings from the World Bank indicate that nearly one in four households in Africa are led by women.

And the picture is much the same for the rest of Africa. Findings from the World Bank indicate that nearly one in four households in Africa are led by women.

This means that the weight of not only families, but also in the provision of care of children and the household, is squarely placed on the shoulders of women.

This means that the weight of not only families, but also in the provision of care of children and the household, is squarely placed on the shoulders of women.

Despite the deeply rooted, systemic, and often patriarchally-linked challenges to gender-based investments – women are indeed leading from the front

Despite the deeply rooted, systemic, and often patriarchally-linked challenges to gender-based investments – women are indeed leading from the front

Natural disasters such as the aforementioned, therefore strip many women of their means of income as job losses mount as a result of industries evolving and changing their dynamics. This in turn widens disparity from a Gini dispersion of income and wealth inequality within a nation – perspective.

THE BURDEN OF CARE

According to a recent policy brief by the UN, women on average spend 4.1 hours per day on unpaid care and domestic work relative to their male counterparts who spend 1.7 hours a day. This includes more women taking on the role of caregiving of their elderly relatives or caring for sick family members.

Climate change has had an undeniable impact on the health of children in particular. Institutional insights gleaned from the Harvard T.H CHAN School of Public Health indicate that extreme weather conditions driven by the climate crisis are disproportionately increasing the risk of asthma in children. And as primary caregivers in households, the consequences of having children with special healthcare needs impact women adversely. It impacts their choices on selfdevelopment, as well as their choices and

TURNING THE TIDE

Despite the deeply rooted, systemic, and often patriarchally-linked challenges to gender-based investments – women are indeed leading from the front when it comes to sustainability advocacy. This is because, we know that women of the gender pay-gap, as well as gender-related societal ills. However, concerted and notable efforts are being driven to address these polarities.

As the Johannesburg Stock Exchange (JSE), these efforts are noted in varying gender-linked as well as sustainabilitylinked bonds that are being steered by women and/or for women.

At least 70 Sustainability Bonds are for environmentally and socially responsible initiatives.

Further, as one of the Top 20 largest exchanges in the world by market capitalisation ranked by the World Federation of Exchanges, the JSE

that is ring-fenced for environmentally responsible or climate-related projects.

These range from pollution prevention developing sustainable agriculture and rolling out green transportation systems – among others.

Last year, Barloworld – an industrial processing, distribution and services company with two primary areas of focus: Industrial Equipment & Services and Consumer Industries –listed two Gender Bonds on the JSE. This empowering initiative is set to increase the participation of women in its leadership structures and supply chain – and is a commendable effort that can inspire more companies to do the same.

Additionally, the JSE Enterprise Acceleration Programme – which aims to support the growth of medium-sized companies sustainably – includes companies providing climate-related and social impact solutions varying sustainability of water supply, healthcare and education.

The JSE also sponsors the Gender Mainstreaming Awards , an increasingly important initiative that is accelerating equality across the continent. The awards were developed to encourage the private sector to achieve more meaningful representation of women in the mainstream, and to prove that gender equality is core to a successful business.

MITIGATION – WHAT NEXT?

do we mitigate against the further degradation and disparities of not only our natural resources, but also bridge the chasm of women-led and women-

It begins with creating and enabling more access to venture funding for women to enter entrepreneurial ventures such as carbon capture, reforestation

It also requires the inclusion of women this space.

While it is a fact that Africa produces the smallest share of global greenhouse gas emissions (GHG) at just 3.8% as opposed to developed nations

Africa has to create its own solutions

It includes giving women a seat at the table.

It includes giving women a seat at the table.

and are taking advantage of, are in the biodiversity space in which initiatives to mitigate climate change have taken root. Great case studies from countries such as Indonesia have shown practically how rural communities can play a role in the carbon mitigation value chain, while

and are taking advantage of, are in the biodiversity space in which initiatives to mitigate climate change have taken root. Great case studies from countries such as Indonesia have shown practically how rural communities can play a role in the carbon mitigation value chain, while

many lives in the process. This means that the very marginalised women in the agricultural sector in particular, have an opportunity to play a pivotal role. These initiatives which are often likely to be in rural communities – mostly populated by women- are championing climate resilience from the ground.

many lives in the process. This means that the very marginalised women in the agricultural sector in particular, have an opportunity to play a pivotal role. These initiatives which are often likely to be in rural communities – mostly populated by women- are championing climate resilience from the ground.

An innovative, and still little-understood opportunity lies in these communitybased initiatives that maintain, restore

An innovative, and still little-understood opportunity lies in these communitybased initiatives that maintain, restore

and preserve natural resources; and have the potential to be placed on carbon trading platforms around the world and generate carbon credits for companies in the global market.

and preserve natural resources; and have the potential to be placed on carbon trading platforms around the world and generate carbon credits for companies in the global market.

literacy and access to mentorship.

literacy and access to mentorship.

While it is a fact that Africa produces the smallest share of global greenhouse gas emissions (GHG) at just 3.8% as opposed to developed nations which

While it is a fact that Africa produces the smallest share of global greenhouse gas emissions (GHG) at just 3.8% as opposed to developed nations which

Africa has to create its own solutions to the climate crisis – which has been the continent the hardest.

Africa has to create its own solutions to the climate crisis – which has been the continent the hardest.

energy crises has evoked a from the private sector, which is seeing an acceleration of clean energy projects and investments.

energy crises has evoked a from the private sector, which is seeing an acceleration of clean energy projects and investments.

The same is needed for climate action.

The same is needed for climate action. There has to be a bigger impetus and ability to accelerate turning disproportionate impacts from climate change, towards directing resources more impactfully.

There has to be a bigger impetus and ability to accelerate turning disproportionate impacts from climate change, towards directing resources more impactfully.

Companies need to think and strategise for the long-term, producing tangible progress with sustainability in focus commercially from the youngest and fastest growing continental population on the planet.

Companies need to think and strategise for the long-term, producing tangible progress with sustainability in focus commercially from the youngest and fastest growing continental population on the planet.

This cannot and will not be done without the inclusion and equality of women in this arena.

This cannot and will not be done without the inclusion and equality of women in this arena.

UN SUSTAINABLE DEVELOPMENT GOAL 10 IS NOT ACHIEVABLE WITHOUT ADDRESSING HORIZONTAL INEQUALITY

By Dr Judy Dlamini

Chairperson of the GBV Response Fund

Horizontal inequality is

Horizontal inequality is

its own.

THE MULTIDIMENSIONAL CHALLENGE OF INEQUALITY REQUIRES

SECTORS AND COMMUNITIES

Poverty eradication alone will not address inequality, however addressing inequality has the power to eradicate poverty and restore human dignity

Poverty eradication alone will not address inequality, however addressing inequality has the power to eradicate poverty and restore human dignity

THE CHANGING WORLD OF LEADERSHIP

The benefits for companies of having women in leadership positions

The world has changed

CEO of Shirley Zinn Consulting

Dr Shirley Zinn

We need to make gender equity a business value not just a business priority

Corporations and governments must recognise the compounded contributions women can make if we are to sustain our companies, communities and society

Corporations and governments must recognise the compounded contributions women can make if we are to sustain our companies, communities and society

WOMEN IN AFRICA ARE SHAPING WEB3

How Web3 and the metaverse are empowering women in Africa

COO and Head of Business

Development at Unstoppable Domains

By Sandy Carter

Web3 has proven to be a powerful agent for change in parts of the world that are historically underrepresented in the banking system. Africa, in particular, has proven to be in a powerful position to both adopt and evolve Web3 and the Metaverse. Women in sub-Saharan Africa stand have access to a bank account, compared to only been growing, highlighting the need for change.

has been decelerating, mainly due to the broader global economic slowdown

exacerbate the challenges women face in the continent, they also make Africa poised for decentralised asset adoption. Already, Africa as a whole has shown massive acceptance of crypto currency increase in these types of payments market, an impressive fact unto itself.

shortage of optimistic Web3 news coming out of Africa. Multiple partnerships and collaborations bring payment services and identity products to the continent. These developments highlight that there for growth.

BRINGING THE BENEFITS OF CRYPTO TO WOMEN IN AFRICA

Crypto currency was created with the goal of disrupting an unfair global the unbanked.” The whole ethos of this technology was to empower people everywhere to take control of their

eliminates the need for permission to create a wallet or begin accepting payments, allowing for more freedom, such as the ability to open businesses. This is especially important in sub-Saharan Africa, where women

Web3 services and assets stand to boost

THERE’S NO SHORTAGE OF OPTIMISTIC WEB3 NEWS COMING OUT OF AFRICA

and South Africa. This money allows the recipients to spread education designed to bring women into Web3. Ethereum scaling solution Polygon is also encouraging more developers to get stuck in – having organised an educational boot camp and hack-a-thon to put developers in Africa on the Web3 map.

and South Africa. This money allows the recipients to spread education designed to bring women into Web3. Ethereum scaling solution Polygon is also encouraging more developers to get stuck in – having organised an educational boot camp and hack-a-thon to put developers in Africa on the Web3 map.

THE SHIFT IS ALREADY BEGINNING

In addition, Web3 technology extends far beyond the realm of currency and can offer women complete control of their digital identity. As outlined in a report by the Bill & Melinda Gates Foundation, one major obstacle preventing African women from accessing banking services is a lack of

In addition, Web3 technology extends far beyond the realm of currency and can offer women complete control of their digital identity. As outlined in a report by the Bill & Melinda Gates Foundation, one major obstacle preventing African women from accessing banking services is a lack of

ID on the blockchain would give them the tools to manage their own money and data personally, securing their

to be a part of the global economy.

ID on the blockchain would give them the tools to manage their own money and data personally, securing their to be a part of the global economy.

SPREADING EDUCATION AND ACCESS

SPREADING EDUCATION AND ACCESS

and opportunities that Web3 can bring more of them are brought into the space. companies were founded by a woman; of those, they all have at least one male co-founder. Changing this statistic is going to require access and education. The good news is that smartphones are

and opportunities that Web3 can bring more of them are brought into the space. companies were founded by a woman; of those, they all have at least one male co-founder. Changing this statistic is going to require access and education. The good news is that smartphones are

the basic tools are becoming more available to women than ever before.

the basic tools are becoming more available to women than ever before.

This is a good start and means the door is open for women to get involved. The

This is a good start and means the door is open for women to get involved. The

next step is spreading awareness of the technology and information on how to get started. Fortunately, there are programmes that can help here

next step is spreading awareness of the technology and information on how to get started. Fortunately, there are programmes that can help here

Women of Web3, an organisation dedicated to spreading education and enhancing diversity in Web3, recently provide Web3 and Metaverse education for six million women in Africa. This stands to be a powerful push to bring a new wave of women into the crypto

decentralised technology to the people who need it the most.

Women of Web3, an organisation dedicated to spreading education and enhancing diversity in Web3, recently provide Web3 and Metaverse education for six million women in Africa. This stands to be a powerful push to bring a new wave of women into the crypto decentralised technology to the people who need it the most.

Binance has provided by contributing in more than ten countries across the globe, including Kenya, Nigeria,

Binance has provided by contributing in more than ten countries across the globe, including Kenya, Nigeria,

THE SHIFT IS ALREADY BEGINNING

It gets better, as there are already multiple important, innovative programmes that are designed to lead the growth of the blockchain industry

It gets better, as there are already multiple important, innovative programmes that are designed to lead the growth of the blockchain industry women. This shows real traction among the community and a desire to see a more inclusive Web3 space in the coming years.

women. This shows real traction among the community and a desire to see a more inclusive Web3 space in the coming years.

Clearly, there is massive potential for Africa to be a continent that dominates the Web3 industry in the coming decades, and women are perfectly positioned to be a major part of that. Fortunately, this space is tearing down personal and professional barriers and allowing more women than ever to participate and get meaningful of their money, credentials, and even careers. This is all made possible because Web3 opens up powerful new possibilities for anybody with a mobile phone, bringing opportunities to places any before.

Clearly, there is massive potential for Africa to be a continent that dominates the Web3 industry in the coming decades, and women are perfectly positioned to be a major part of that. Fortunately, this space is tearing down personal and professional barriers and allowing more women than ever to participate and get meaningful

of their money, credentials, and even careers. This is all made possible because Web3 opens up powerful new possibilities for anybody with a mobile phone, bringing opportunities to places any before.

There is massive potential for Africa to be a continent that dominates the Web3 industry in the coming decades, and women are perfectly positioned to be a major part of that

There is massive potential for Africa to be a continent that dominates the Web3 industry in the coming decades, and women are perfectly positioned to be a major part of that

HOW TECHNOLOGY HAS IMPACTED WOMEN’S HEALTH

Transforming women’s health and wellness

Chief Digital Officer, Cipla South Africa

By Genevieve Mannel

In recent years, technology has made vast improvements in the healthcare sector, transforming the way we approach health and

some examples of technology that have Health Education: One way technology now easily access health information yet millions of women worldwide had have provided cervical cancer screening material to these women where medial applications containing health tips, on healthy lifestyles. Examples of their symptoms and patterns easily. regarding their health.

Telemedicine and Virtual Healthcare: for women to receive medical services instant messaging, and other digital

WOMEN CAN NOW EASILY ACCESS MOBILE APPLICATIONS CONTAINING HEALTH TIPS, ANSWERS TO HEALTH QUERIES AND ADVICE ON HEALTHY LIFESTYLES

health, especially those living in remote experience can also provide a more their healthcare providers, share their their health needs. relationships, increased satisfaction with

health, especially those living in remote experience can also provide a more their healthcare providers, share their their health needs. relationships, increased satisfaction with Home diagnostic devices: With the advancements in technology, women can now monitor their health at home even detect changes from the norm, can get immediate medical assistance of life.

Women who can identify the early warning signs of conditions such as diabetes or cardiovascular diseases can get immediate medical assistance from their doctors

Women who can identify the early warning signs of conditions such as diabetes or cardiovascular diseases can get immediate medical assistance from their doctors

Home diagnostic devices: With the advancements in technology, women can now monitor their health at home even detect changes from the norm, can get immediate medical assistance of life.

Empowering the voice of women: Social

Empowering the voice of women: Social

of women worldwide were heard for to come forward and share their with technological advancements, has their health.

reaching far and wide. Women can now access information, telemedicine, healthcare services that were once media to empower their voices, share their stories and demand their rights.

leverage technology to empower women

of women worldwide were heard for to come forward and share their with technological advancements, has their health. reaching far and wide. Women can now access information, telemedicine, healthcare services that were once media to empower their voices, share their stories and demand their rights. leverage technology to empower women

THE CHANGING ROLE OF WOMEN IN MINING

Chairperson of the Women in Mining initiative at Sibanye-Stillwater

By Fatima Collins

With the growing recognition of the value of diversity in the workplace, many mining companies are actively working to attract and retain women in the industry

EMPOWERING SA’S YOUNG WOMEN CAN TRANSFORM OUR NATION

COO at YES

By Leanne Emery Hunter,

DESIGN INCLUSIVE WORKPLACES

DESIGN INCLUSIVE WORKPLACES

One of our recent graduates became the first female forklift driver in the company. Others are becoming drone pilots, coders and financial analysts

One of our recent graduates became the first female forklift driver in the company. Others are becoming drone pilots, coders and financial analysts

MAKE THE FIRST STEP OUT OF MANAGEMENT EASIER

CHANGE THE TRADITIONAL ROLES IN OUR SOCIETY

HELP BUILD THE PIPELINE

EMPOWERING WOMEN DOESN’T JUST HAPPEN IN THE WORKPLACE, THOUGH. IT STARTS AT HOME, WHERE WOMEN’S UNPAID WORK OFTEN SUBSIDISES THE COST OF CARE THAT SUSTAINS FAMILIES AND EVEN ECONOMIES

WHAT ARE WE DOING TO END THE BRUTALITY?

By Jessie Taylor and Sinazo Mkoko

- President Cyril Ramaphosa at the second Presidential Summit on Gender-Based Violence and Femicide in November 2022.

The Summit aimed to assess progress in the implementation of the Gender-based Violence and Femicide National Strategic Plan (GBVF-NSP), which was adopted as a comprehensive, effective and united response to the Gender-Based Violence (GBV) pandemic in South Africa.

FThe GBVF-NSP was produced by the Interim Steering Committee established in April 2019 to respond to the gender-based violence and femicide crisis following the historic 2018 Presidential Summit on this subject. The National Strategic Plan is sectoral strategic framework to realise a South Africa free from gender-based violence and femicide.

President Ramaphosa said despite the efforts that have been made, violence against women and children continues unabated in South Africa.

“Not a day goes by without a story in the newspapers, on television or online about a woman or child that has lost their life or been abused in the most horrendous manner,” - H.E. Ramaphosa.

He added that the stories of women and children who are victims of GBVF, tell a story about a society that is “deeply disturbing.”

“It is a story of a nation at war with itself. These barbaric acts are a shameful indictment of the men of this country.

“As a society, ending violence against women and children cannot be anything but our foremost priority,”

It is not women who are responsible for ending such crimes; it is men. As a society, ending violence against women and children cannot be anything but our foremost priority. This is about the lives

There can be no greater urgency”President Ramaphosa.

It is not women who are responsible for ending such crimes; it is men. As a society, ending violence against women and children cannot be anything but our foremost priority. This is about the lives

There can be no greater urgency”President Ramaphosa.

thus far, H.E. Ramaphosa said one of the gender-based violence is the extent to which social partners have rallied around the National Strategic Plan.

thus far, H.E. Ramaphosa said one of the gender-based violence is the extent to which social partners have rallied around the National Strategic Plan.

“We are grateful to all those people from across society who have been involved throughout all stages of the formulation of the NSP and guided its implementation. We are further grateful to all the Working Groups, co-chaired by government and civil society representatives, that have been working tirelessly to drive the implementation of the NSP.”

“We are grateful to all those people from across society who have been involved throughout all stages of the formulation of the NSP and guided its implementation. We are further grateful to all the Working Groups, co-chaired by government and civil society representatives, that have been working tirelessly to drive the implementation of the NSP.”

In January last year, the President signed into law three key pieces of legislation that afford greater protection to survivors of gender-based violence and ensure that perpetrators are no longer able to use legislative loopholes to evade prosecution.

In January last year, the President signed into law three key pieces of legislation that afford greater protection to survivors of gender-based violence and ensure that perpetrators are no longer able to use legislative loopholes to evade prosecution.

However, His Excellency added that there was a need to be critical about those areas of the National Strategic Plan in which there has been little or no progress.

However, His Excellency added that there was a need to be critical about those areas of the National Strategic Plan in which there has been little or no progress.

“We need practical plans to correct shortcomings and weaknesses. We need to plan together, implement together and account together. We owe this to the women and children of South Africa. We owe it to all who have been victims of this scourge, including families and loved ones. We owe it to the people of this country. The actions we take now will determine whether this crime forever remains a feature of our national life, or whether we can say we are the generation that ended it.” - President Ramaphosa.

“We need practical plans to correct shortcomings and weaknesses. We need to plan together, implement together and account together. We owe this to the women and children of South Africa. We owe it to all who have been victims of this scourge, including families and loved ones. We owe it to the people of this country. The actions we take now will determine whether this crime forever remains a feature of our national life, or whether we can say we are the generation that ended it.” - President Ramaphosa.

To achieve this vision, South Africa will centre its efforts on bringing about over the next 10 years, broken down below:

hardship and vulnerability affecting women. It is an important contribution to improving the lives of women and girls in our society.

hardship and vulnerability affecting women. It is an important contribution to improving the lives of women and girls in our society.

1. Accountability, Coordination and Leadership

To achieve this vision, South Africa will centre its efforts on bringing about over the next 10 years, broken down below:

2. Prevention and Rebuilding the Social Cohesion

“The successful launch of the Fund is a social compacting in our society and the vision of a better South Africa shared by social partners.”

3. Justice, Safety and Protection

1. Accountability, Coordination and Leadership

4. Response, Care, Support and Healing

2. Prevention and Rebuilding the Social Cohesion

5. Economic Power

3. Justice, Safety and Protection

6. Research and Information Management

4. Response, Care, Support and Healing

5. Economic Power

6. Research and Information Management

“As we reclaim our society from the clutches of violence, homophobia, chauvinism and misogyny, this National Strategic Plan is both our shield and our armour. We will spare no effort are safe, can live, work and play in freedom, and their rights upheld.”

- H.E. Ramaphosa.

“As we reclaim our society from the clutches of violence, homophobia, chauvinism and misogyny, this National Strategic Plan is both our shield and our armour. We will spare no effort are safe, can live, work and play in freedom, and their rights upheld.”

- H.E. Ramaphosa.

A SHARED RESPONSIBILITY

Tackling gender-based violence requires a whole society approach, with government and private partnership at the centre. This has been put into effect through the Gender-Based Violence and Femicide Response Fund, a private sector-led effort to dedicate resources to

A SHARED RESPONSIBILITY

Tackling gender-based violence requires a whole society approach, with government and private partnership at the centre. This has been put into effect through the Gender-Based Violence and Femicide Response Fund, a private sector-led effort to dedicate resources to

At the launch of the private-sector led, multisectoral fund Fund which will support the implementation of the National Strategic Plan, the business community pledged R128-million plus.

At the launch of the private-sector led, multisectoral fund Fund which will support the implementation of the National Strategic Plan, the business community pledged R128-million plus.

“We appreciate the resources that businesses and philanthropies who are committed to social transformation have been able to contribute. This commitment comes at a time of great economic

“We appreciate the resources that businesses and philanthropies who are committed to social transformation have been able to contribute. This commitment comes at a time of great economic

“The successful launch of the Fund is a social compacting in our society and the vision of a better South Africa shared by social partners.”

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 which brought together government, civil society and other to end gender-based violence.

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 which brought together government, civil society and other to end gender-based violence.

South Africa has been working toward ending violence and harassment in the workplace through the International Labour Organisation (ILO) Convention.

South Africa has been working toward ending violence and harassment in the workplace through the International Labour Organisation (ILO) Convention.

Generation Equality Forum, participating in advocacy around gender-based violence

Generation Equality Forum, participating in advocacy around gender-based violence government also lobbied for genderresponsive 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.

government also lobbied for genderresponsive 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,

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, process will continue into this year, as more of our partners in the private sector and international philanthropies come on board.”

process will continue into this year, as more of our partners in the private sector and international philanthropies come on board.”

Sources: Justice.gov.za| SAGov| stateofthenation.gov.za| The Presidency|

Sources: Justice.gov.za| SAGov| stateofthenation.gov.za| The Presidency|

CEO/Principal Officer at CAMAF

Image by Theana Breugem

CHARTERED ACCOUNTANTS (SA) MEDICAL AID FUND

Understanding the needs of their member base and giving their members a personalised service is what has placed the Chartered Accountants (SA) Medical Aid Fund (CAMAF) in a class of its own. Established over 70 years ago, CAMAF is a self-administered and restricted medical scheme

qualifying members, mainly in the accounting industry.

GENDER DRIVEN DEVELOPMENT IN

Fortunately, our industry is home to some highly-skilled women. However, as with any industry, it is crucial to ensure

The CAMAF board has consistently supported the empowerment of women, making it easy for us to meet our gender equity targets. Relying on fate alone is not enough; one must establish monitor accordingly.

STRENGTHENED YOUR

Gender empowerment, as with any diversity, has yielded various advantages as an inclusive organisation, such as diverse perspectives, heightened creativity, improved performance, talent attraction and retention, enhanced employee engagement and a positive brand image.

GENDER EQUALITY AND BEE RATINGS

Becoming B-BBEE compliant poses a

the specialised ones, do not account for schemes’ unique nature. Medical schemes do not determine the demographic of their members or that of the healthcare providers that the members use. Consequently, only a handful of schemes have endeavoured to attain compliance. Despite these obstacles, we have been several years to achieve compliance by May 2023, and we hope to become the second medical scheme in South Africa to almost doubled our score in the last year.

any form, including gender and race discrimination. We have an easy process for employees to follow should they have an open-door policy that encourages the team to approach me with anything that they want to share. For those who are more reserved, there is an anonymous person has access to.

Recruitment processes are aligned to our employment equity targets set.

AND FUTURE TRENDS IN

The healthcare industry is facing a widespread shortage of skilled professionals, ranging from customer care agents to nurses and doctors. Adding to this challenge, is the fact that healthcare-trained individuals are in high demand globally, leading to a drain on available resources in South Africa. Furthermore, the medical scheme sector number of covered lives for many years, The uncertainty surrounding proposed

legislative changes has left the industry’s future somewhat unclear.

Notwithstanding these challenges, I remain optimistic that our industry Africa and the healthcare need is ever increasing. Careers in healthcare can provide immense job satisfaction.

ARE YOU USING IN YOUR ORGANISATION TO KEEP IN LINE

At CAMAF, we place a high priority on staying at the forefront of not only digital platforms for engagement but also technological advances in healthcare technology related to new medicines, theatre procedures and other treatment modalities.

When it comes to communication, we believe in using our scarce human skills where judgement is required, rather than where the same set of rules can be consistently applied through automated systems. By freeing up our human capital from some mundane tasks, interactions with members become more meaningful and members feel cared for. We recognise make members feel like mere numbers, so it’s crucial to maintain a balance between human touch and technological innovation.

Social media is an essential medium for us to communicate, increase visibility and

and changes. Although our main aim is not growth, it wouldn’t hurt to see an

with time constraints makes it crucial to meet people where they prefer to

social media strategy that we follow closely to ensure that it meets its intended targets. Currently, CAMAF is present on LinkedIn, Instagram, Facebook and Twitter. Interestingly, contrary to all indications, we have found that Facebook retains the largest following, even though its normal audience is generally older than our membership.

DRIVE FOR SUSTAINABILITY INTO

CAMAF operates in the service industry, and our operations rely heavily on our robust software system, resulting in a relatively small environmental impact.

non-healthcare providers and members are mainly electronic, integrated

sustainability is of paramount importance to us as we strive to provide access to healthcare for our members and maintain a supportive work environment for our employees. To achieve this, we adhere to stringent governance procedures, strong actuarial models to determine appropriate pricing, engage in fair negotiations with service providers, and maintain equitable

employment practices. We foster open communication with our employees, conduct culture surveys, and promote their growth and development through

ownership, and trust are embraced by our team members, resulting in high levels of customer satisfaction and long-term sustainability of our medical scheme.

LEADERS OF THE FUTURE ARE

In the future, a leader’s most essential attribute in my opinion will be humility. Such humility will enable a leader to recognise his/her own limitations and strengths, thereby ensuring that the team is composed of individuals with

rather than a specialist. While trustworthy specialists are needed, a

critical for moving an organisation forward. It is essential to remain up to date with the latest industry trends, and a leader must be agile to respond to rapidly changing circumstances. The importance of adaptability, which is necessary to ensure that an organisation remains relevant.

My choice would be Thuli Madonsela, who impressed me with her commitment to doing what is right, carrying out her duties with dignity and highlighting many issues without resorting to aggressive or confrontational behaviour. Despite facing threats and challenges, she remained steadfast and resolute. I recall listening to her radio interview and being struck by her remarkable leadership qualities. to lead with authenticity, humility and lessons for all of us.

Our gender statistics as of 31 December 2022 are as follows: % Female % Male

Level

General

Junior Management

Middle Management

Senior Management

Total

CONTACT INFORMATION:

Address:

Bryanston, PO Box 2964, Randburg 2125

Telephone: 0860 100 545 or 011 707 8400

Email: custcare@camaf.co.za

Website: www.camaf.co.za

The South African National Biodiversity Institute (SANBI) is an organisation responsible for the protection of South

The South African National Biodiversity Institute (SANBI) is an organisation responsible for the protection of South

The organisation contributes to South Africa’s sustainable development by facilitating access to biodiversity data, generating information and knowledge, building capacity, providing policy advice, and showcasing and conserving biodiversity in its national botanical and

The organisation contributes to South Africa’s sustainable development by facilitating access to biodiversity data, generating information and knowledge, building capacity, providing policy advice, and showcasing and conserving biodiversity in its national botanical and

Established in 2004, SANBI is mandated under the National Environmental Management: Biodiversity Act 10 of 2004 to explore, reveal, celebrate and

Established in 2004, SANBI is mandated under the National Environmental Management: Biodiversity Act 10 of 2004 to explore, reveal, celebrate and

This includes the management of the National Botanical and Zoological Gardens as ‘windows’ to South Africa’s biodiversity for enjoyment and

This includes the management of the National Botanical and Zoological Gardens as ‘windows’ to South Africa’s biodiversity for enjoyment and

PROTECTING BIODIVERSITY

support policies and decisions relating

support policies and decisions relating

The organisation’s work includes surveying, classifying and mapping

The organisation’s work includes surveying, classifying and mapping

These ecosystems are regularly assessed and monitored, to inform the status of biodiversity and plans to

These ecosystems are regularly assessed and monitored, to inform the status of biodiversity and plans to

PROTECTING BIODIVERSITY

SANBI is charged with monitoring the status of South Africa’s biodiversity –this reaches beyond plants to all areas

SANBI is charged with monitoring the status of South Africa’s biodiversity –this reaches beyond plants to all areas

SANBI plays a leadership role in generating, coordinating and interpreting the knowledge and evidence required to

SANBI plays a leadership role in generating, coordinating and interpreting the knowledge and evidence required to

000 STANDARD BANK TOP WOMEN LEADERS

Using this knowledge, SANBI translates science into policy and action by creating tools and information resources and giving policy advice to decisiondecisions about land use and the use of natural resources while aiming for

Using this knowledge, SANBI translates science into policy and action by creating tools and information resources and giving policy advice to decision-

decisions about land use and the use of natural resources while aiming for

objectives such as poverty alleviation, job creation and improved human

objectives such as poverty alleviation, job creation and improved human

THE BIODIVERSITY SCIENCE BRANCH OF SANBI

THE BIODIVERSITY SCIENCE BRANCH OF SANBI

The SANBI branch of biodiversity science facilitates the conservation, restoration and sustainable management of biodiversity assets and ecological nature’s contribution to people by providing knowledge and evidence to

Garden in Betty’s Bay, Western Cape

Skills development, education and awareness programmes are facilitated

learning programmes are facilitated to a the garden-based school programme,

Skills development, education and awareness programmes are facilitated learning programmes are facilitated to a the garden-based school programme,

The SANBI branch of biodiversity science facilitates the conservation, restoration and sustainable management of biodiversity assets and ecological nature’s contribution to people by providing knowledge and evidence to develops nature-based solutions for achieving National Development Goals and researches the state of biodiversity across the country so that this data may be put to use in formulating policy and

develops nature-based solutions for achieving National Development Goals and researches the state of biodiversity across the country so that this data may be put to use in formulating policy and

MANAGING BOTANICAL AND ZOOLOGICAL GARDENS

MANAGING BOTANICAL AND ZOOLOGICAL GARDENS

SANBI’s Conservation Gardens and Tourism Division manages SANBI’s network of National Botanical and Zoological Gardens, each with their associated tourism infrastructure and

SANBI’s Conservation Gardens and Tourism Division manages SANBI’s network of National Botanical and Zoological Gardens, each with their associated tourism infrastructure and

These include:

These include:

Kirstenbosch National Botanical Garden in Cape Town, Western Cape, acclaimed as one of the great botanic gardens of the world

Kirstenbosch National Botanical Garden in Cape Town, Western Cape, acclaimed as one of the great botanic gardens of the world

Hantam National Botanical Garden, outside Nieuwoudtville, Northern Cape

Hantam National Botanical Garden, outside Nieuwoudtville, Northern Cape

Walter Sisulu National Botanical Garden in Johannesburg, Gauteng

Harold Porter National Botanical

Walter Sisulu National Botanical Garden in Johannesburg, Gauteng

Harold Porter National Botanical

Garden in Betty’s Bay, Western Cape Free State National Botanical Garden, on the outskirts of Bloemfontein

Free State National Botanical Garden, on the outskirts of Bloemfontein

Pretoria National Botanical Garden, in the capital city in Gauteng

Pretoria National Botanical Garden, in the capital city in Gauteng

The Karoo Desert National Botanical Garden in Worcester, Western Cape KwaZulu-Natal National Botanical Garden specialises in the conservation of plants from the eastern part of South Africa

The Karoo Desert National Botanical Garden in Worcester, Western Cape KwaZulu-Natal National Botanical Garden specialises in the conservation of plants from the eastern part of South Africa

Lowveld National Botanical Garden, in Nelspruit, Mpumalanga

Lowveld National Botanical Garden, in Nelspruit, Mpumalanga

The National Zoological Gardens of South Africa, the largest zoo in the country and the only one with national status, in Pretoria, Gauteng

The National Zoological Gardens of South Africa, the largest zoo in the country and the only one with national status, in Pretoria, Gauteng

Another key project is the Outreach Greening Programme, which aims to encourage schools and community groups to learn about various aspects of garden design, planting, maintenance group to develop their own indigenous

Another key project is the Outreach Greening Programme, which aims to encourage schools and community groups to learn about various aspects of garden design, planting, maintenance group to develop their own indigenous

Kwelera National Botanical Garden in East London, Eastern Cape Thohoyandou Botanical Garden is South Africa’s 11th national botanical garden in Limpopo Mokopane Biodiversity Conservation Centre, a satellite station of the National Zoological Garden, near Polokwane in Limpopo

Kwelera National Botanical Garden in East London, Eastern Cape

Thohoyandou Botanical Garden is South Africa’s 11th national botanical garden in Limpopo Mokopane Biodiversity Conservation Centre, a satellite station of the National Zoological Garden, near Polokwane in Limpopo

EDUCATIONAL PROGRAMMES

SANBI also hosts students and interns under its various work programmes as a means to grow capacity in the

SANBI also hosts students and interns under its various work programmes as a means to grow capacity in the

HEAD OFFICE:

SANBI is also mandated to coordinate programmes to involve civil society in the conservation and sustainable use of indigenous biological resources; and the rehabilitation

EDUCATIONAL PROGRAMMES

SANBI is also mandated to coordinate programmes to involve civil society in the conservation and sustainable use of indigenous biological resources; and the rehabilitation

carried out at a series of Environmental Education Centres located at each of

carried out at a series of Environmental Education Centres located at each of

HEAD OFFICE:

TEL: +27 12 843 5000

TEL: +27 12 843 5000

CAPE TOWN OFFICE: Kirstenbosch

CAPE TOWN OFFICE: Kirstenbosch

Drive, Newlands

TEL: +27 21 799 8800

Drive, Newlands

TEL: +27 21 799 8800

EMAIL:

EMAIL:

TARINA VLOK Managing Director , Elite Wealth Assets Insurance

PLEASE SHARE THE BACKGROUND STORY TO THE FORMATION OF ELITE RISK ACCEPTANCES

During 2017, my friend Christelle Colman and I approached Old Mutual Insure regarding a start-up business specialising individuals. Both of us had extensive knowledge of the target market and the products required to suit the market. Our business case was approved by the executive and with immense support from our shareholder and risk carrier (Old Mutual Insure), we were able to launch our business on 1 August 2018. The tremendous support from existing Old Mutual Insure brokers and advisors, as well as new relationships, has allowed Elite to grow at an exponential rate, even throughout the lockdown periods. We currently employ 56 people.

WHAT SERVICES AND PRODUCTS DOES ELITE PROVIDE?

We give non-life (previously short-term)

Our services include all the events

TARINA VLOK, MD ELITE WEALTH ASSETS INSURANCE

BREAKING GROUND AND MAKING WAY FOR OTHER WOMEN

throughout the policy lifecycle, including policy administration, claims handling and conducting valuations of the properties we insure

HOW DO YOU SEE YOUR ROLE AS MANAGING DIRECTOR OF THE COMPANY? HOW WOULD YOU DESCRIBE YOUR LEADERSHIP STYLE?

My role as MD is to lead the team and enable them to execute at their best. I am also accountable for devising and executing strategic initiatives,

and marketing. As a leader, I believe in collaborative, transformational leadership which empowers and enables the leadership team and staff to grow to their best potential.

Transactional leadership is old-fashioned and not suitable to the modern work environment. As our workforce evolves to consist of millennials and digital natives, it is important for leaders to prioritise the

but there is a school of thought which will follow.

WHAT EXCITES YOU ABOUT WHAT YOU DO?

relationships, establishing Elite as a thought-leader in our area of expertise, and to support and grow the team. Our most exciting project for 2023 is opening lockdown, we were still a start-up which proud owners of the Elite brand, this is our opportunity to get the staff back to the

WHAT HAVE BEEN SOME OF YOUR MOST MEMORABLE MILESTONES AS MD OF ELITE RISK ACCEPTANCES?

appointment, which was hoped for but not expected. I am very grateful for the support and trust from Old Mutual Insure.

2022 was a challenging year for all insurers. Another milestone for me was the fact that we weathered the storm, which was 2022. Through the shock of the KZN catastrophe and other weatherrelated catastrophes, the impact of very

the impact of load shedding and increased crime and our resultant actions, our brokers and clients remained loyal and supportive.

the impact of load shedding and increased crime and our resultant actions, our brokers and clients remained loyal and supportive.

The appointment of our COO was a huge highlight for me. Finding talent in our industry, in support of female empowerment can be challenging. Her appointment has proven an excellent choice and certainly a milestone for 2022.

The appointment of our COO was a huge highlight for me. Finding talent in our industry, in support of female empowerment can be challenging. Her appointment has proven an excellent choice and certainly a milestone for 2022.

HOW DO YOU ENSURE THAT GENDER EMPOWERMENT POLICIES ARE EMBEDDED IN THE COMPANY’S MISSION?

HOW DO YOU ENSURE THAT GENDER EMPOWERMENT POLICIES ARE EMBEDDED IN THE COMPANY’S MISSION?

We believe in the power of diversity, which is embedded in our values. As a female-led team, with an all-female board, we believe that we personify gender empowerment.

We believe in the power of diversity, which is embedded in our values. As a female-led team, with an all-female board, we believe that we personify gender empowerment.

timber and have clear succession plans in place. We mentor and coach our staff and encourage learning and development to ensure we grow a sustainable team.

timber and have clear succession plans in place. We mentor and coach our staff and encourage learning and development to ensure we grow a sustainable team.

drives sustainability and having various leadership styles, enriches the experience not only of staff, but of colleagues and business partners.

drives sustainability and having various leadership styles, enriches the experience not only of staff, but of colleagues and business partners.

WHAT, IN YOUR OPINION, ARE THE MAJOR CHALLENGES AND OPPORTUNITIES FACING THE INSURANCE SECTOR IN SOUTH AFRICA?

WHAT, IN YOUR OPINION, ARE THE MAJOR CHALLENGES AND OPPORTUNITIES FACING THE INSURANCE SECTOR IN SOUTH AFRICA?

landscape. I believe the top challenges will be the lack of sustained electricity provision, leading to increased claims and adversely affecting the economy, the socio-economic environment, resulting in possible social unrest and increase in

landscape. I believe the top challenges will be the lack of sustained electricity provision, leading to increased claims and adversely affecting the economy, the socio-economic environment, resulting in possible social unrest and increase in

crime, change in weather patterns, leading to increased frequency and severity of storm-related damages, and the rising cost of living, leading to tough premium negotiations and increased cancellations. These are challenges not unique to South Africa but are considered global risks. Opportunities for insurers include embracing technology, including the servicing of clients, attracting, developing, and retaining top talent, and ensuring sustainability for the industry through innovation in products, service, and pricing models.

crime, change in weather patterns, leading to increased frequency and severity of storm-related damages, and the rising cost of living, leading to tough premium negotiations and increased cancellations. These are challenges not unique to South Africa but are considered global risks. Opportunities for insurers include embracing technology, including the

servicing of clients, attracting, developing, and retaining top talent, and ensuring sustainability for the industry through innovation in products, service, and pricing models.

HOW IMPORTANT IS ESG TO ELITE RISK ACCEPTANCE?

HOW IMPORTANT IS ESG TO ELITE RISK ACCEPTANCE?

As a non-life insurer, environmental matters perspective, as we can see the devastation caused by changes in weather patterns.

As a non-life insurer, environmental matters perspective, as we can see the devastation caused by changes in weather patterns.

As part of the Old Mutual Group, we adopt and embrace all their Environmental and Governance principles and align to the King IV framework.

As part of the Old Mutual Group, we adopt and embrace all their Environmental and Governance principles and align to the King IV framework.

WHAT ARE SOME OF THE THINGS YOU ARE MOST LOOKING FORWARD TO IN 2023?

WHAT ARE SOME OF THE THINGS YOU ARE MOST LOOKING FORWARD TO IN 2023?

of our brand and look forward to the team working together again, and to host our

of our brand and look forward to the team working together again, and to host our

conference, which is an annual digital event where we get speakers from around the world, to talk about matters

conference, which is an annual digital event where we get speakers from around the world, to talk about matters

areas for 2023, after three years of limited interaction, is to engage face to face with

areas for 2023, after three years of limited interaction, is to engage face to face with

our business partners again. This is something that really excites me engagements with our broker partners.

our business partners again. This is something that really excites me engagements with our broker partners.

DO YOU HAVE A MESSAGE OF INSPIRATION FOR OUR READERS?

DO YOU HAVE A MESSAGE OF INSPIRATION FOR OUR READERS?

and am passionate about doing what we can to close the gender gap. COVID-19 lockdowns had a huge impact on the progression of closing this gap. We must look out for each other. Mentor, coach, develop your reports. Have a strategic relationship with staff. Be brave enough to hire people who are better than you. Put employees and reports ahead of a team into a high-performance team if you focus only on yourself. Unlock their potential and enjoy the immense satisfaction of seeing them soar.

way for other women.

and am passionate about doing what we can to close the gender gap. COVID-19 lockdowns had a huge impact on the progression of closing this gap. We must look out for each other. Mentor, coach, develop your reports. Have a strategic relationship with staff. Be brave enough to hire people who are better than you. Put employees and reports ahead of a team into a high-performance team if you focus only on yourself. Unlock their potential and enjoy the immense satisfaction of seeing them soar. way for other women.

CONTACT INFORMATION

Physical address: Old Mutual Building, Jan Smuts Drive, 1st Floor Mutual Park, Pinelands, 7450

Physical

Telephone: +27 86 011 1022

Website: eliterisk.co.za

Email: reception@eliterisk.co.za

CHANGING THE LANDSCAPE

The drive to create inclusive environments and empower women is at the heart of Antoinette Roberts’ work as at Blue Label Telecoms.

As part of her role, Antoinette supports the organisation’s subsidiaries in building for the future and fostering engagement across the business. Additionally, she partnering with Blue Label Telecoms, where she drives the organisation’s commitment to giving back to the communities in which they operate. Her contribution to Telecoms’ Trust Blu Foundation.

“Today, I am thankful for the journey I have been on and my purpose is to help other women and young women that are starting out their career to understand that they belong and they have opportunities and they can put up their hand to grab opportunities that come their way,” says Antoinette.

Antoinette’s personal mission is to help other women and young women starting their careers to understand that they belong and are worthy of all opportunities available to them. Blue Label Telecoms is actively working to empower women by creating opportunities for female leaders to become mentors to aspiring women within the business. The company also encourages leaders to sponsor young

Changing the landscape and creating inclusive environments start with leadership. Antoinette believes

of leadership style, one that is more authentic and empathetic. She cites research showing that leaders who were more attentive during the pandemic kept employees engaged, emphasising the importance of empathy in the workplace. “If we talk about empathy, I believe that during the pandemic women rewrote the emotional rules in the workplace and showed the might of vulnerability. It has

more open, more vulnerable, more aligned with reality.”

Antoinette’s passion for socio-economic development and education has led her to build capability programmes that use learning to drive change. Her willingness to understand

human capital industry, earning her a nomination for

For Antoinette, true leaders don’t need a title to lead. “True leaders show up to make a real impact on the humans they touch. Women around the world do that every day, regardless of their job title or position.” This passion for having a positive impact on the workplace and communities is also shared by Phumudzo Luvhengo, Telecoms’ Human Capital Division.

Antoinette Roberts, Group Executive: Human Capital and Transformation at Blue Label Telecoms

A PLACE FOR ALL

“As women in corporate South Africa, it is our responsibility to advocate for our sisters and speak out against biases that make climbing the corporate to create awareness among our male counterparts about their subconscious biases,” says Phumudzo Luvhengo, Blue Label Telecoms’ Human Capital:

Phumudzo has worked in the human years and is driven by her passion for developing a culture that allows

BCom Honours’ degree in Industrial along with a BTech in Business life and career coach.

She has been involved in the organisation’s Yes Youth programme, which provides unemployed youth

also an integral part of making Blue Label Telecoms’ Women Mentorship programme a reality. The programme pairs women within the organisation with other women in senior leadership positions, who provide guidance on how to deal with the stumbling blocks in their careers.

“Creating an environment that is inclusive for everyone is not only a ‘woman’s job’ - but it also requires everyone within the organisation to challenge their perceptions regarding women in the work environment, including checking how they engage and collaborate with female colleagues when working on projects,”

Blue Label Telecoms allows her to have an impact on women within the organisation:

1. Selecting development programmes which address the challenges that women leaders are faced with

2. Using the organisation’s recruitment strategy to ensure that young women are given

the opportunity to join a male-dominated industry

3. Creating mentorship and coaching platforms to help women deal with workplace politics

4. Promoting awareness around the important link between diversity and inclusion Being herself

“I think it is important that as women leaders we embrace who are as females, and how that impacts the organisation, as that will help break the barriers for other women within the organisation. We do not have to be ‘one of the boys’ for our contribution to be recognised, our femininity is our uniqueness.”

take for granted as it is the centre of the economy and plays a crucial role in developing countries and keeping the lights on. Almost every industry in this country depends on the energy sector. Oil and gas form part of this sector.

Petroleum Agency SA (PASA) aims to promote, facilitateand regulate exploration and sustainable development of oil and gas contributing to energy security in South Africa. The agency envisions a diverse upstream industry contributing to energy security through sustainable growth in the exploration and development of oil and gas.

At the forefront of the country's upstream oil and gas regulatory authority is Dr Phindile Masangane who is leading the team serving as the CEO. Appointed in May 2020, the Board of Directors of Petroleum Agency SA

stated that Dr Masangane brought a wealth of knowledge and experience in the energy sector. “The appointment of Dr Masangane marks a new chapter organisation embarks on a path to work towards securing stability, growth in the Oil & Gas Sector and to dominate the Energy Sector.” - The Board of Directors of Petroleum Agency SA.

Arguably one of the best-

African energy sector, Dr Phindile Masangane holds a PhD in Chemistry, an MBA from Wits Business School and a Bachelor of Science degree. Not only has she has participated in national energy policy development, including for biofuels, renewables and the gas programme, but she has overseen the development and commercialisation of all CEF Group renewables, alternative and new technology advancements through strategic partnerships with both the private and public sector entities.

Her track record and extensive experience in the development, of renewable energy projects speaks for itself as she has previously worked for SANEDI and EDI Holdings and KPMG, thus successfully leading the capital raising of $2-billion for the Zimbabwe power utility (ZESA/ plants expansion programmes while she was a partner and director at KPMG.

DR PHINDILE MASANGANE CEO Petroleum Agency SA

MEET DR PHINDILE MASANGANE, THE FEMALE CEO REVOLUTIONISING THE UPSTREAM OIL & GAS SECTOR IN SOUTH AFRICA

While South Africa is facing a major energy crisis, Dr Masangane is revolutionising the upstream oil and gas sector emphasising the importance and the crucial role that could be played by the use of gas as a transport fuel, thus building a bridge to the new clean energy for the future.

Responding to the 2022 Energy Report, in an opinion piece to Business Day and other news outlets, Dr Masangane reiterated emissions will be via gas. She economies industrialised on the back of oil and gas production and use.

“As the global economy recovers from the devastating effects of Covid-19, demand for oil and there was ever a need for proof that oil and gas still drive the global economy, recent statistics demonstrate the trend.

“Now, just as Africa is on the producer and is making plans to use such gas for power

generation, industrialisation and economic growth, the negative effects of greenhouse gas emissions on the environment has become undeniable,” said Dr Masangane.

She added that while the International Energy Agency (IEA) proposes that to achieve sector must reach net zero emissions by 2050, in its pathway it “acknowledges that there is no single pathway to this goal, as countries across the globe face different socioeconomic challenges and have contributed disproportionately to greenhouse gas emissions to date.”

predominantly powered by

economy in terms of GDP as well as employment. Of all primary energy resources coal is the most carbon intensive, and SA therefore has a relatively high carbon intensive economy, contributing about 1% of annual global greenhouse gas emissions.

particulate matter that affects

“In addition to coal, SA imports oil, gas and petroleum products for its energy needs as the upstream petroleum industry is still at a nascent stage. The two recent world class gas discoveries in the Outeniqua basin off the south coast of the country are the biggest petroleum discoveries made in SA.” - Dr Masangane.

At a recent dialogue held by the Department of Mineral Resources and Energy (DMRE), Department of Forestry, Fisheries and the Environment (DFFE), and the PASA climate change commitments translate to its energy policies, Dr Masangane said the government is concerned about the economic position of its people.

She stated: “We all know that the unemployment rate in our country is very high and we all know that our people continue to live in poverty and they also want their standard of living improved. On the basis of that, we all know that energy is the key enabler of that, so how can then we have a secure rights of our people.

“The starting point of our government is the security of energy supply to ensure that the standard of our people is improved and within that context, the government is fully aware that we cannot degrade our environment and that ensures that the impact is considered and put mitigation plans in place to minimise the impact that it will have on the environment and sustainable development of our oil and gail industry to improve the lives of our people.”

She added that the African continent is left with these two resources as it produces a lot of oil and gas.She said a majority of these resources have been extracted, used and exported to other regions and are used to power other countries. She said the report is challenging African leaders to implement policies that will change the tide and be intentional in the use of these resources.

Dr Masangane said PASA is looking at other jurisdictions to see how they achieve net zero in the upstream oil and gas sector with this being an aspiration for Norway and Côte d'Ivoire, having just recently issued a licence to gas and oil companies to ensure that any fugitive emissions are minimised from those operations. “That is why I strongly believe that you can achieve net zero with fossil fuels in that energy mix because technology has advanced and it is possible to capture the carbon other regions.” - Dr

Masangane.

The national Department of Energy states that the PASA, or the South African Agency for Promotion of Petroleum Exploration and Exploitation, has been successful in encouraging international exploration companies to evaluate the country's oil and gas opportunities.

Department of Culture, Sport & Recreation

A patriotic socially cohesive society.

To promote social cohesion and nation building through culture, sport and information service to the people of Mpumalanga.

AwardAward

Winners Winners

H o n o u r a b l e N a l e d i P a n d o r

Standard Bank Top Woman in Public Sector Lifetime Achiever 2022

By Koketso Mamabolo

LIFETIME ACHIEVER

LIFETIME ACHIEVER

DID YOU KNOW?

DID YOU KNOW?

THE VALUE OF LEARNING

THE VALUE OF LEARNING

Ro s e K a m e n e G i c h u k i

Rose Kamene Gichuki, Standard Bank Sector Lead, Women Banking, Kenya won the Standard Bank internal Award celebrating women who #RiseAboveTheNoise

N o m a z i b u l o T s h a n g a

Standard Bank Top Women Entrepreneur of the Year 2022

“Transforming into greatness is not about finding yourself, but more about creating and recreating yourself and knowing that failure should be our teacher

“Transforming into greatness is not about finding yourself, but more about creating and recreating yourself and knowing that failure should be our teacher So said Nomazibulo Tshanga, Director of Ziyana Business Consulting Training, who took home the Standard Bank Top Woman Entrepreneur of the Year

So said Nomazibulo Tshanga, Director of Ziyana Business Consulting Training, who took home the Standard Bank Top Woman Entrepreneur of the Year

Nomazibulo is a multi- faceted speaker and a thought leader in strategy, leadership development, people management strategy and Officer at Ziyana Business

Nomazibulo is a multi- faceted speaker and a thought leader in strategy, leadership development, people management strategy and Officer at Ziyana Business

Her strengths are in assisting organisations to build a value helping potential leaders clarify and crystallise their goals and aid them in finding solutions

Her strengths are in assisting organisations to build a value helping potential leaders clarify and crystallise their goals and aid them in finding solutions

She helps people bring their

She helps people bring their

The Standard Bank Top Woman Entrepreneur of the Year award celebrates female entrepreneurs who have made incredible strides who inspire other entrepreneurs through their excellence and set the standard for

The Standard Bank Top Woman Entrepreneur of the Year award celebrates female entrepreneurs who have made incredible strides who inspire other entrepreneurs through their excellence and set the standard for

Through the inclusion of more women in the economy we can also stop generational poverty and in the process stimulate that we continuously strive in promoting determine their own choices, and their right

Through the inclusion of more women in the economy we can also stop generational poverty and in the process stimulate that we continuously strive in promoting determine their own choices, and their right

Ziyana Business Consulting - a provider of people management solutions - was also awarded the Standard Bank Top WomenOwned Business SMME 2022, testament

Ziyana Business Consulting - a provider of people management solutions - was also awarded the Standard Bank Top WomenOwned Business SMME 2022, testament laboured and will continue to be of service,”

laboured and will continue to be of service,”

endeavour should be to develop independent human beings who are able to

endeavour should be to develop independent human beings who are able to

“The need for imagination (vision), a sense of truth (authenticity) and a feeling forces are the very essence of education,”

“The need for imagination (vision), a sense of truth (authenticity) and a feeling forces are the very essence of education,”

Nomazibulo has always been passionate about gender transformation, accelerating the growth of women in leadership, is also the co-founder of ShePowers SA, strategic partners to advocate women empowerment in Africa by ensuring the participation of women in the economic

Nomazibulo has always been passionate about gender transformation, accelerating the growth of women in leadership, is also the co-founder of ShePowers SA, strategic partners to advocate women empowerment in Africa by ensuring the participation of women in the economic

“It is up to us to ensure that women

“I believe in equality for all walks of life and helping your

“I believe in equality for all walks of life and helping your where greed and lust are over ruling, shedding light on the darkness makes for a brighter

where greed and lust are over ruling, shedding light on the darkness makes for a brighter

“It is up to us to ensure that women

We dare not be happy with the status quo which excludes many women from working together we can ensure a societal shift so that women can take their rightful

We dare not be happy with the status quo which excludes many women from working together we can ensure a societal shift so that women can take their rightful

Before founding Ziyana Business Consulting and Training, Nomazibulo held HR positions at Coca-Cola, Management, CSIR and her last position in corporate was that of a HR Director at

Before founding Ziyana Business Consulting and Training, Nomazibulo held HR positions at Coca-Cola,

Management, CSIR and her last position in corporate was that of a HR Director at

She holds a National Diploma and Baccalaureus Technologiae in Human Resources Management as well as a Post Graduate Diploma in holds an Executive Development

She holds a National Diploma and Baccalaureus Technologiae in Human Resources Management as well as a Post Graduate Diploma in holds an Executive Development

Nomazibulo is professionally registered as a member of various professional bodies and is also a member of the Institute of

Nomazibulo is professionally registered as a member of various professional bodies and is also a member of the Institute of

GIVING BACK

GIVING BACK

organisation supported by Ziyana Business

objective is to ensure that economic stability and growth is inclusive for all communities, especially those that are women through women empowerment, Giving back to our communities is at the three pillars:

• Empowering young women

organisation supported by Ziyana Business objective is to ensure that economic stability and growth is inclusive for all communities, especially those that are women through women empowerment, Giving back to our communities is at the three pillars:

• Empowering young women

• Impacting communities

• Transforming the lives of people

• Impacting communities

• Transforming the lives of people

Flying above the radar

Pr e c i o u s N a l a

Standard Bank Top Women Young Achiever of the Year, Precious Nala

By Koketso Mamabolo

practices, strategic thinking and

practices, strategic thinking and

Precious joined Afrika Tikkun as the Marketing Manager for Afrika Tikkun Group in

Precious joined Afrika Tikkun as the Marketing Manager for Afrika Tikkun Group in

Because of her work, Afrika Tikkun has

Because of her work, Afrika Tikkun has

of donations and other aspects were

of donations and other aspects were taking Afrika Tikkun on did not go Marketing Manager, Precious was Afrika Tikkun Foundation CEO,

taking Afrika Tikkun on did not go Marketing Manager, Precious was Afrika Tikkun Foundation CEO,

As the Fundraising and Marketing

As the Fundraising and Marketing

preparation and hard work that she

preparation and hard work that she

Nestlé: Standard Bank Top Women Business of the Year 2022

At the 2022 Standard Bank Top Women Awards, Nestlé was awarded the Standard Bank Top Women Empowered Business of the Year award - a prestigious award that is given to an organisation that has a track record of championing gender empowerment and transformation. The winner is an organisation which has proven skills development successes and a strategy to advance women within the business.

The Chairperson and Managing Director of Nestlé East & Southern Africa Region, Nicole Roos, shares what the company is doing differently to set it apart from its competitors.

NESTLÉ WAS AWARDED THE STANDARD BANK TOP WOMEN BUSINESS OF THE YEAR 2022 AND STANDARD BANK TOP WOMEN BUSINESS IN YOUTH DEVELOPMENT 2022. WHAT DO THESE ACCOLADES MEAN TO THE COMPANY?

Our purpose is to “unlock the power of food to enhance quality of life, for everyone today and for generations to come”. We do this by unlocking the power of food through good: Good living, good communities, good planet and good business. Doing good for us is about Creating Shared Value.

It is about using our resources to enable better nourishment and health, protect our natural resources, help build resilient with brands driven by purpose.

By Koketso Mamabolo

2022 was yet another year that allowed us to demonstrate how we can sustainably meet shareholder expectations while

Bu s i n e s s o f t h e Y e a r

“Our goal is to ensure women feel supported, valued and respected.”

helping to address global and local societal challenges. This is at the heart of Creating Shared Value, as we become a force for good that enhances the quality of life for everyone. As a business, we focused our energy and resources where we can make the greatest positive impact on people and the planet.

helping to address global and local societal challenges. This is at the heart of Creating Shared Value, as we become a force for good that enhances the quality of life for everyone. As a business, we focused our energy and resources where we can make the greatest positive impact on people and the planet.

Nestlé is striving to co-create a resilient future for the planet and its people. This means supporting the development of food systems that aim to protect, renew and restore the environment, improving the livelihoods of farmers and enhancing the resilience and well-being of farming communities.

Nestlé is striving to co-create a resilient future for the planet and its people. This means supporting the development of food systems that aim to protect, renew and restore the environment, improving the livelihoods of farmers and enhancing the resilience and well-being of farming communities.

We know this is an ambitious journey that we cannot do alone and we thank each of our partners for recognising our potential!

We know this is an ambitious journey that we cannot do alone and we thank each of our partners for recognising our potential!

WHAT IS NESTLÉ DOING DIFFERENTLY FROM ITS COMPETITORS?

WHAT IS NESTLÉ DOING DIFFERENTLY FROM ITS COMPETITORS?

Nestlé is committed to promoting gender equality and empowering women in all aspects of our business operations.

Nestlé is committed to promoting gender equality and empowering women in all aspects of our business operations.

One of the key ways that Nestlé differentiates itself from our competitors

One of the key ways that Nestlé differentiates itself from our competitors

Empowerment Module,” which is a part of our “Creating Shared Value” programme. This module is designed to address the unique challenges faced by women in the workplace and supply chain and to provide them with the support and resources they need to succeed.

Empowerment Module,” which is a part of our “Creating Shared Value” programme. This module is designed to address the unique challenges faced by women in the workplace and supply chain and to provide them with the support and resources they need to succeed.

Through this module, we are providing training and development opportunities for women in our workforce, including leadership training and mentorship programmes. We are also working closely with our suppliers to ensure that they are promoting gender equality and providing safe and empowering working conditions for women in their own operations.

Through this module, we are providing training and development opportunities for women in our workforce, including leadership training and mentorship programmes. We are also working closely with our suppliers to ensure that they are promoting gender equality and providing safe and empowering working conditions for women in their own operations.

Additionally, we support women entrepreneurs and help them to grow their

Additionally, we support women entrepreneurs and help them to grow their

support, training, and other resources to help these women succeed and become leaders in their communities.

support, training, and other resources to help these women succeed and become leaders in their communities.

empowerment in the East and Southern Africa region is holistic and comprehensive, and we are committed to making a positive impact on the lives of women in the communities where we operate.

empowerment in the East and Southern Africa region is holistic and comprehensive, and we are committed to making a positive impact on the lives of women in the communities where we operate.

PLEASE TOUCH ON THE COMPANY’S COMMITMENT TO USING GLOBAL SCALE, RESOURCES AND EXPERTISE TO CONTRIBUTE TO A HEALTHIER FUTURE FOR PEOPLE AND THE PLANET. Nestlé has shown its commitment to contributing to a healthier future for people and the planet through various initiatives and actions, including:

PLEASE TOUCH ON THE COMPANY’S COMMITMENT TO USING GLOBAL SCALE, RESOURCES AND EXPERTISE TO CONTRIBUTE TO A HEALTHIER FUTURE FOR PEOPLE AND THE PLANET. Nestlé has shown its commitment to contributing to a healthier future for people and the planet through various initiatives and actions, including:

Nutrition, Health and Wellness: Nestlé is committed to providing consumers with healthier and tastier food and beverage options. We have set global nutrition and health targets for all of its products, which include reducing salt, sugar, and saturated fat while increasing the amount of essential nutrients like vitamins and minerals. For example, we have developed products tailored to local tastes and preferences, such as Maggi Mchuzi Mix, which is a seasoning mix that is popular in East Africa.

Nutrition, Health and Wellness: Nestlé is committed to providing consumers with healthier and tastier food and beverage options. We have set global nutrition and health targets for all of its products, which include reducing salt, sugar, and saturated fat while increasing the amount of essential nutrients like vitamins and minerals. For example, we have developed products tailored to local tastes and preferences, such as Maggi Mchuzi Mix, which is a seasoning mix that is popular in East Africa.

Sustainability: Nestlé is focused on minimising its environmental impact across its value chain. We have set ambitious sustainability targets to achieve zero net greenhouse gas emissions by 2050 and are actively working to reduce the use of water, energy, and waste. For example, in 2020, Nestlé launched a programme to plant 3 million trees in Kenya as part of our efforts to combat deforestation.

Sustainability: Nestlé is focused on minimising its environmental impact across its value chain. We have set ambitious sustainability targets to achieve zero net greenhouse gas emissions by 2050 and are actively working to reduce the use of water, energy, and waste. For example, in 2020, Nestlé launched a programme to plant 3 million trees in Kenya as part of our efforts to combat deforestation.

Responsible Sourcing: Nestlé is committed to responsible sourcing of its ingredients, including improving the livelihoods of

Responsible Sourcing: Nestlé is committed to responsible sourcing of its ingredients, including improving the livelihoods of

farmers and promoting sustainable agriculture practices. We have established various initiatives and partnerships to support responsible sourcing, including the Nescafé 2030 Plan, which aims to improve the lives of coffee farmers and ensure the sustainability of coffee production.

farmers and promoting sustainable agriculture practices. We have established various initiatives and partnerships to support responsible sourcing, including the Nescafé 2030 Plan, which aims to improve the lives of coffee farmers and ensure the sustainability of coffee production.

Corporate Social Responsibility: We have established various initiatives and partnerships to support social and economic development to improve livelihoods through a water and sanitation project in Kenya, which aims to provide access to clean water and sanitation facilities to over 10 000 people.

Corporate Social Responsibility: We have established various initiatives and partnerships to support social and economic development to improve livelihoods through a water and sanitation project in Kenya, which aims to provide access to clean water and sanitation facilities to over 10 000 people.

Overall, we are committed to using global scale, resources, and expertise to contribute to a healthier future for people and the planet is demonstrated through its efforts in nutrition, health and wellness, sustainability, responsible sourcing, and corporate social responsibility.

Overall, we are committed to using global scale, resources, and expertise to contribute to a healthier future for people and the planet is demonstrated through its efforts in nutrition, health and wellness, sustainability, responsible sourcing, and corporate social responsibility.

PLEASE SHARE SOME OF THE COMPANY’S MILESTONES OVER THE LAST TWO YEARS.

PLEASE SHARE SOME OF THE COMPANY’S MILESTONES OVER THE LAST TWO YEARS.

Empowering gender is a vital part

Empowering gender is a vital part

women. Our goal is to ensure women feel supported, valued and respected. We have been working to balance the gender makeup of our workforce, and are actively creating a gender-balanced leadership, by increasing the proportion of women in managerial positions, including in our most senior executive posts.

women. Our goal is to ensure women feel supported, valued and respected. We have been working to balance the gender makeup of our workforce, and are actively creating a gender-balanced leadership, by increasing the proportion of women in managerial positions, including in our most senior executive posts.

Outside our own operations, in the agricultural communities that cultivate and process our raw materials, we are also working to change the economic, social and cultural outlook for women through a host of different programmes that aim to teach the productivity, build better businesses and improve livelihoods.

Outside our own operations, in the agricultural communities that cultivate and process our raw materials, we are also working to change the economic, social and cultural outlook for women through a host of different programmes that aim to teach the productivity, build better businesses and improve livelihoods.

Bringing women in Africa access to Quality Healthcare

For decades, gender disparities in education, economic status and healthcare have negatively affected women, especially those in low- and middle-income countries. As a result, women’s health has been in the spotlight across the globe yet there has been stagnation in development assistance for reproductive, maternal, newborn, child and adolescent health since 2011.

Equal access to opportunities that allow women to achieve their full health potential is the cornerstone to achieving health equity. Afterall women’s health is the foundation on which we build a stable and healthy society. We need the support of medical professionals, scientists, governments and organisations to prioritise women’s health risks, health-seeking behaviour, health outcomes as well as the responses women receive from health systems.

By addressing these key elements,

we will be able to bridge the gap in women’s health and implement sustainable solutions that put women at the forefront of their healthcare.

On the 4th of June 2021, a team of 9000 medical, pharmaceutical, business, and advocates for women’s health from across the world launched the first global company of its size focused on women’s health. This was the beginning of a journey that would establish Organon (which means an instrument for acquiring knowledge) as a company rooted in not only acquiring knowledge, but also using that knowledge to deliver innovation, improve access and expand choice for a better and healthier every day for every woman in Africa and beyond.

Over the last 20 months, Organon has empowered women and improved women’s healthcare in the following ways

69% females are in Executive Leadership

Portfolio of over 60 medicines and products

International footprint that serves people in more than 140 markets.

Primary principal founding member of Coalition of Women's Health in Africa (CoWHA)

Manufacturing sites in 6 markets

LEADING FOR THE GREATER GOOD

vision is to create sustainable value through consumer-led innovations, to build franchised restaurant brands that lead the experience. Spur Corporation is deeply passionate about family hospitality, and aims to be the leader in casual dining, fast casual and specialty dining in each category and market they trade in. The Group has a clear strategy to transform the business, aimed at building and growing brands that lead the experience, and becoming an employer of choice. The Group has grown from humble beginnings over 55 years ago to a leading R7.7-billion restaurant group with world-class brands and people.

LEADERSHIP

The Group has created a diverse leadership team with a powerful combination of broader industry experience and intimate companyspecific knowledge. The executive team has successfully transformed in the last three years to 50% female and 50% black and the board has 50% black and 60% female members. All Spur Corporation leaders are expected to set an example for teams through the following behaviours:

• Create a collaborative work environment

• Grow our people through coaching and mentoring

• Champion innovation

• Take action and make decisions with care

• Consistently work toward success

• Value diversity and inclusion

• Communicate with clarity

• Strive for excellence

The female contingent of the Executive team is led by Val Nichas the CEO, with Cristina Teixeira as the CFO. Colleen Carr drives the people agenda as Group Executive: People, Leadership and Culture. Vuyo Henda joined the Group a year ago, as the Chief Marketing Officer.

COMMITMENT TO TRANSFORMATION

Transformation is a key pillar that underpins our purpose, as it addresses our intent to play our part in significantly shifting practices, behaviours, and processes to a different and evolved organisation with a consumerfocused approach.

COMMITMENT TO OUR PEOPLE

A collaborative work environment is encouraged at Spur Corporation, where the people are resilient, seek solutions and confront challenges by consistently working towards success. In line with the culture of continuous learning and development, the company grows their people through coaching and mentoring. Spur Corporation is committed to putting people first and they do this through their talent development academy, called the Rising Leaders Academy, in partnership with the University of Cape Town (UCT) Graduate School of Business. This is a

of Leading for the Greater Good and transitioning into an employer of choice. The academy is focusing on formal career development and fast-tracking quality candidates.

Sidma Sisters

“THE GROUP’S ENGAGEMENT WITH THE BROADER SOCIETY CONSISTS OF ITS ENGAGEMENT WITH A RANGE OF STAKEHOLDERS, INCLUDING CUSTOMERS AND COMMUNITIES.”

Spur Corporation also has the Inspire Leadership Programme which builds on experience that challenges individuals and organisations to define their purpose, maintain integrity, encourage character, prevent burnout, and sustain vitality for their teams.

In the new global economy, leaders from all domains need competencies to work in a high-speed, cross-cultural, complex human and business environment. They must also know how to engage and inspire the people they lead to go beyond their sense of duty to achieve business goals, to ensure that they are committed to the company. There are a series of competencies that demand a high level of awareness and the ability to function effectively that are not only desirable nowadays but essential for a great leader.

An additional programme is the Ignite Programme, which was launched to enhance skills across the Group, to create a talent pipeline and to support career development. A key focus area is the development of emerging middle management candidates.

COMMITMENT TO THE PLANET

objectives focus on maintaining a low impact approach, minimising resource consumption, reducing reliance on products that may cause environmental degradation and actively driving and participating in projects that consider a just transition to a more sustainable environment.

committee (ESC) continues to embed into the business. The operational team of the ESC and the eco team, work

and procurement teams to ensure the Group operates responsibly. Spur Corporation is committed to maintaining the conditions and welfare of employees and animals throughout our supply chain. All ingredients and products used in the restaurants are sourced locally, as they play a role in growing the South African economy.

COMMITMENT TO OUR COMMUNITIES

Spur Corporation, through its whollyowned subsidiary, Spur Group, has a Spur Foundation Trust for philanthropic programmes on a non-profit basis. The society consists of its engagement with a range of stakeholders, including customers and communities. The Group has a foundation in place to manage its community programmes.

The Spur Foundation was restructured development projects, with Spur Steak Tummy Fund as their chosen initiative creating their own charitable initiatives

Panarottis for Family, with a RocoMamas and Hussar Grill initiative underway. The Foundation aims to uplift and improve the lives of South African families and behind the purpose of Leading for the Greater Good through various initiatives and projects it implements.

The Spur Foundation supports early childhood development with a focus on training of principals and teachers at under-resourced day care centres. Investing in early childhood development

“The executive team has successfully transformed in the last three years to 50% female and 50% black and the board has 50% black and 60% female members.”

L-R: Val Nichas, CEO; Cristina Teixeira, CFO; Colleen Carr, Group Executive: People, Leadership and Culture; Vuyo Henda, Chief Marketing Officer.

is known to be one of the most effective means of eradicating poverty, which is why it is paramount, the Foundation focuses on projects that put the young child first. To achieve this, the Spur Foundation partnered with the Early Care Foundation.

The Early Care Foundation (previously known as ASHA Trust) develops and facilitates early childhood development training programmes for under-skilled practitioners and owners of home-based training equips beneficiaries with the necessary skills to provide a stimulating educational environment and meet the nutritional needs of the children in their

their facilities to comply with standards prescribed by the Department of Social Development to help them register their ECD Centres and access social development subsidies. Prior to COVID-19, the Spur Foundation was funding the training of 37 day care centres (a total of 74 principals and practitioners) from Alexandra, Gauteng; 10 day care centres (a total of 30 women) in Phokeng, North West (a total of 30 principals and practitioners); and 10 day care centres (a total of 20 principals and practitioners) in Khayelitsha, Western Cape - but the training was paused due to the pandemic. In 2022, training resumed and, in October, these incredible women graduated. Spur Corporation also launched its five-year partnership with the Imbumba Foundation under the Caring4Girls initiative. This partnership

CONTACT DETAILS:

Telephone: +27 (11) 287 5300 / +27 (11) 287 5301

Youtube: @Spur_Corporation

LinkedIn: Spur Group

Website: Spur Corporation

is a first of its kind, to support Grade 8 learners from two schools, (one in Langa, Cape Town and one in Germiston, Gauteng), throughout their high school

means dignity) was initiated after initially looking into the availability of sanitary products for their head office staff, which then blossomed into an outreach project that supports young girls with sanitary products. The partnership with Imbumba Foundation, will launch the first official case study for the programme, following the same girls from Grade 8 until their matric year (2023 to 2027) with baseline and impact studies.

As the programme progresses, Spur Corporation hopes that there will be opportunities for the Sidima Sisters

to mentor shining stars within the target beneficiary group and perhaps offer intern opportunities for them to become involved in the associated business models within the group. Spur Corporation hopes to increase the number of girls they support from 400 to 1 000 girls over the next five years.

“SPUR CORPORATION IS COMMITTED TO MAINTAINING THE CONDITIONS AND WELFARE OF EMPLOYEES AND ANIMALS THROUGHOUT OUR SUPPLY CHAIN.”

The National Energy Regulator of South Africa (NERSA) ensures the orderly development of the energy sector, mainly through licensing, setting and approving of prices and tariffs, compliance monitoring and enforcement, and dispute resolution in the electricity, piped-gas and petroleum pipelines industries.

NERSA endeavours to be more innovative and agile in ensuring that we continue to make a valuable contribution to the socio-economic development and prosperity of the people of South Africa, by regulating the energy industry in accordance with government laws, policies, standards and international best practices in support of sustainable development.

NERSA is a regulatory authority established as a juristic person in terms of section 3 of the National Energy Regulator Act, 2004 (Act No. 40 of 2004).

NERSA’s mandate is to regulate the electricity, piped-gas and petroleum pipelines industries in terms of the Electricity Regulation Act, 2006 (Act No. 4 of 2006), Gas Act, 2001 (Act No. 48 of 2001) and Petroleum Pipelines Act, 2003 (Act No. 60 of 2003).

NERSA’s mandate is further derived from written government policies and regulations issued by the Minister of Mineral Resources and Energy. NERSA is expected to perform the necessary regulatory actions in anticipation of and/or in response to the changing circumstances in the energy industry.

The Minister of Mineral Resources and Energy appoints Members of the Energy Regulator, comprising Part-Time (Non-Executive) and Full-Time (Executive) Regulator Members, including the Chief Executive Officer (CEO). The Energy Regulator is supported by staff under the direction of the CEO.

Thembani Bukula Chairperson

Zandile Mpungose Deputy Chairperson

Nomfundo Maseti Full-Time Regulator Member : Piped-Gas

Muzi Mkhize Full-Time Regulator Member : Petroleum Pipelines

Adv Nomalanga Sithole and Full-Time Regulator Member

Nhlanhla Gumede Full-Time Regulator Member Electricity

Thembeka Semane, Part-Time Regulator Member

Precious Sibiya Part-Time Regulator Member

Fungai Sibanda Part-Time Regulator Member

The Particle Group was created in 2022 as a holding company that incorporates AMIS and CDN Resource Laboratories. The Group was created to

AMIS and CDN are long established brands in the mining industry, with a combined 60 years of quality service to the mining industry.

Top Woman

Achievements

Chairperson – Women in Mining South Africa

WIM100 – Chosen as one of 100 global inspirational Women in Mining in November 2022

Social responsibility initiatives

– focus on all matters and initiatives related to women empowerment.

Founder and Director of The Girlfriends Group – focus on education and upliftment of the girl child in communities of need.

Gender policies

We are an organisation that does not have empowerment is built into the DNA and culture of the business, and is practiced daily. Five tips on surviving and thriving in business:

us the most.

never emotions. Take a break when you need it. Be yourself, always!

I do this by instilling this as a part of our and part of my leadership is to teach others how and occupy spaces where their voices are heard. Gender driven development is driven by me, I personally take on that role of mentor, and

help women in the organisation work on their development plans to move to everyone wants to walk the path, but those that do, I walk alongside them the entire way.

STRENGTHENED YOUR

We have become more successful approach to forging relationships. And when I stepped into my leadership

And as more members of the team have become empowered, the global growth of the business has delivered even higher returns to shareholders and has allowed us as an organisation to positively impact our society.

GENDER EQUALITY AND BEE

We are proudly a BBBEE Level 2 organisation. Policies are in place for BBBEE requirements, but a policy only holds value if it is a real working

we do, and this is something that I drive in my leadership teams to instill into the culture of our teams and through this, we develop the mindset of individuals to think without bias and discrimination.

it for what it is, as I have learnt the power of what can be achieved. We make Tik Tok dances, which serves as and as an opportunity to showcase the greatest asset in the business, our products, and quality services, which are all driven by relationships that we forge with all stakeholders in our industry. I believe that by showcasing our people as people, real human beings, who embrace laughter, fun and who show up everyday as themselves, we build that is more authentic and not a sales pitch. The humanness of our social media content has allowed customers

appealed to the emotions of others, which has driven productivity within of the business.

DRIVE FOR SUSTAINABILITY INTO

sustainability through various initiatives. We use fully biodegradable packing materials for all products, we have zero in place, and are committed to doing our part in the Just Transition process. Social responsibility projects are driven in our communities actively. Again, this has become ingrained into the organization’s culture, and is driven by the commitment of leadership teams.

LEADERS OF THE FUTURE ARE

Patience, passion and perseverance. Leadership comes with many challenges, and true leadership comes with the slow and steady race. It’s easy to give up and walk away, but when we commit, work harder than ever, and push through no matter what, that’s when the true magic comes, and we can change lives.

I am fortunate to be surrounded by many incredible women that I get to learn from every day. The ones that inspire me most are the real ones, the ones who aren’t afraid to talk about the honest opinions, and the ones who don’t care that it’s a bad hair day. Women in our everyday life.

Magda Wierzycka is a business leader that I admire, for sharing her truths, standing up for herself, and holding her integrity higher than anything. Jacinda Arden stepping down as Prime Minister showed great courage but great self awareness. And I love JK Rowling for creating a world of magic and showing us the power of never giving up and following your dreams.

We operate in a niche part of the mining industry, providing key products to ensure accuracy and precision of data. New analytical technology has been introduced into laboratories, to improve analytical capabilities and reduce impacts to the environment. based on the progression of the Just Transition and Green Energy processes, and we focus on building a strong comprehensive library of products that service these changes.

For a long while I shied away from convenient social media within the business, as it was challenging to represent our products. Now, I embrace

I am proudly South African, and proudly African, always. Doing business in Africa is challenging and requires us to learn more and understand more to best navigate ourselves, but no business is without challenge, no matter where in the world. I believe that as leadership, we have a greater to shareholders, we have a duty to society to create better communities and a better world for people, and that comes with us venturing into some of the more challenging regions to do that. We are African, we must start on our continent, we must give back, develop, and empower in our home, and work together to drive growth on our continent, no matter how hard it can be.

in the South African mining industry

WOMEN IN MINING SOUTH AFRICA (WiMSA) is a non-profit organisation that provides a forum to facilitate the growth and participation of women in South Africa’s mining industry It enables women through networking, stakeholder collaboration and mentorship. One of its core aims is to provide support and guidance for personal growth, leadership and career development in this challenging and diverse industry. WiMSA currently has 4,500 members distributed across all mining careers, including operators, geologists, surveyors, managers and safety professionals - join us today!

IMPLEMENTED GENDER DRIVEN

Gender and diversity empowerment is a priority that is driven by the most senior levels of our organisation and that of our shareholder, BNP Paribas Personal Finance. We

of whom are female and we took decisive action to empower women in leadership roles. We ensure that our employee policies and procedures consider this to foster a healthy and supportive company culture. their personal and professional horizons, we have made considerable strides towards making RCS a safe space, and have created

opinions and perspectives. We have found our strength in our diversity, because diversity is in the fabric of our business. The diversity of our employees, together with

lens to view not only the workplace but also our customers and society. This perspective has been invaluable as the driver behind our

SANDI RICHARDSON

RCS is a Gender Empowered Company with a wealth of female role models

support initiatives like the Amy Foundation and the Whitaker Peace and Development Initiative (WPDI), among others.

THE DRIVE FOR SUSTAINABILITY

At RCS, we are determined to become more sustainable in every sense of the word. This includes adopting greener policies and operations to reduce our carbon footprint. However, there is also a crucial social component

are geared towards giving more South Africans – including women, who are some of the most vulnerable and under-served indi-

also important to stand by our customers in times of distress, and we drive initiatives to provide better customer services and solu-

sustainability goals aim to restore the planet and uplift people and are fundamental to achieving key business objectives as well as attracting and retaining the best talent.

in common. During her time as First Lady, she came into her own, addressing social issues that were tough to navigate with empathy. My female role models, whether famous or amongst my family, friends and colleagues – all have something in common… They are women who have demonstrated unwaveringcumstances.

LEADERS OF THE FUTURE ARE GOING

It is a common misconception that ‘hard’ or technical skills should be prioritised over ‘softer skills,’ which have historically been deemed less important. However, the pandemic has demonstrated that traits like empathy, compassion and relatability are the rarest and most crucial skills. These are the skills that position leaders as powerful agents for positive change, and they are the skills that we need to focus on developing.

www.rcs.co.za

male leader, she challenged the status quo in a way that is authentic and humane. She represents strength, but also equanimity andel of emotional intelligence (EQ) and I believe

WOMEN AT WUNDERMAN THOMPSON ARE CHAMPIONING THE CHANGE THAT BUSINESSES NEED TO FACE…

Wunderman Thompson is part creative agency, part consultancy, and part creative, commerce, data and technology clients and consumers seamlessly move and digital channels. Our talent pool represents the vast range of skill sets Our roots lie in all the key ingredients traditional advertising agency, one of development, commerce and platform company. Our focus is on understanding

on their promise to their customers this age of more demanding and

communications, advertising, social media, creating great content, crafting a data strategy, delivering events and intuitive digital apps and online platforms,

helping clients market to their audiences, tactics and strategies. Fifty five percent of senior leadership roles at Wunderman and 70 percent of promotions in the

and promotion policies, learning and development, preferential procurement,

that further opportunities for the facilitates the advancement of their skills through various training and outreach

reached more than 62 000 young South African girls to date.

In terms of investment value into Learning and Development programmes, it up perfectly: it makes me proud to see the level leadership at Wunderman Thompson. from here”.

CONTACT DETAILS:

Astrid Ascar: Laura Conti:

•

OUR TOP WOMEN

Priya Barlow – Owner and Managing Director of CynoTech (Pty) Ltd

Priya Barlow is not only a director but also a shareholder, and she has over nine years of expertise in business ownership. As a result, she now possesses the expertise and experience necessary to successfully manage a company. Priya's key responsibilities at CynoTech include business development and administration. She is responsible for ensuring that commercial goals are attained and that the company is run as effectively as possible. She has excellent communication and management abilities, in addition to the expertise with which she manages her responsibilities.

Priya has received her CFI

she is presently pursuing a bachelor's degree in business administration as well as a bachelor's degree in international management.

CynoTech is a data storage and cyber security solutions company based in South Africa that focuses on offering endto-end business solutions to enterprises and organisations in a variety of sectors.

SEVEN TIPS ON THRIVING IN BUSINESS

• Don't be afraid of failure

• Accept that failure is inevitable, learn from it, and move on

• Play the long game!

• Self-educate and self-improve constantly

• Resilience. Business is not always easy,

• cut your losses

Pr i y a B a r l o w

OWNER AND MANAGING DIRECTOR OF CYNO TECH (PTY) LTD

Business sector – products and services: IT - Data Storage, Cyber Security and Backups

Year founded: 2019

Number of employees: 3

Branches: 1 (Johannesburg)

Strategic partnerships: IBM, VEEAM, Cisco, DELL EMC

Annual turnover: R10-million

Percentage of female shareholders: 100%

CONTACT INFORMATION

COMPANY

CEO: Priya Barlow

Managing Director: Alastair Barlow

Physical address: 128 Leslie

Avenue, Fourways, Sandton, 2191

Postal address: 128 Leslie Avenue, Fourways, Sandton, 2191

Telephone: +27 10 312 6961

Email: info@cynotech.co.za

Website: www.cynotech.co.za

MBU YI KAH L A-N TS HAN G A S E

C EO o f K ula P ar t ner s

C EO o f K ula P ar t ner s

M bu y i Ka hl a-Nts h a ng ase i s t h e C EO o f

M bu y i Ka hl a-Nts h a ng ase i s t h e C EO o f

K ul a P art n ers We lln ess R i sk Ma n a g eme n t

Solu t ion s whi c h i s a h ea l t h a nd w e lln es s

r i sk ma n a g eme n t s olu t ion s p r o v id er o ffer in g

K ul a P art n ers We lln ess R i sk Ma n a g eme n t Solu t ion s whi c h i s a h ea l t h a nd w e lln es s r i sk ma n a g eme n t s olu t ion s p r o v id er o ffer in g c u st o m i se d, in te g rate d w e lln ess s olu t ion s

c u st o m i se d, in te g rate d w e lln ess s olu t ion s

a i me d at p r o m o t ing em plo yee w e lln ess a n d

o r g a ni sat ion a l h ea l t h, t h ere b y i m p r o v ing t h e

a i me d at p r o m o t ing em plo yee w e lln ess a n d o r g a ni sat ion a l h ea l t h, t h ere b y i m p r o v ing t h e f in a n c i a l r i sk t o i ts c li e n ts

f in a n c i a l r i sk t o i ts c li e n ts

CONTACT INFORMATION

CONTACT INFORMATION

Address: Kaya house, 195 Jan Smuts Ave, Rosebank, Johannesburg, 2193

Address: Kaya house, 195 Jan Smuts Ave, Rosebank, Johannesburg, 2193

Telephone: 010 109 1504

Telephone: 010 109 1504

KU L A PART N ER S W E L LNESS RIS K MAN AGE M E N T SO L UTION S

KU L A PART N ER S

W E L LNESS RIS K MAN AGE M E N T SO L UTION S

Mbu y i wa s born in M t ha t ha , E a st er n Cape Her la t e f a t he r, Vusum z i Truman K ahla and mo t he r, Vic t ori a Liami s o K ahla pla y ed a pivo t al role i n in f luen c ing her c areer in t he wellnes s s pa c e and en t repreneurial dri v e

Mbu y i wa s born in M t ha t ha , E a st er n Cape Her la t e f a t he r, Vusum z i Truman K ahla and mo t he r, Vic t ori a Liami s o K ahla pla y ed a pivo t al role i n in f luen c ing her c areer in t he wellnes s s pa c e and en t repreneurial dri v e

E arl y in her caree r, s he wor k ed f or t h e S ou t h Af ri c an Na t ional De f ence F orc e ( SA ND F ) as a mili t ar y so c ial worke r where s he al s o s erved in t he Uni t e d Na t ions (UN) pea c ekeeping mis s io n in t he Democra t i c Republi c o f Cong o (DRC) as a chie f s o c ial worke r. S h e re c ei v ed an award f or ou tst andin g s uppor t and per f ormance service f ro m t he Uni t ed Na t ion s

E arl y in her caree r, s he wor k ed f or t h e S ou t h Af ri c an Na t ional De f ence F orc e ( SA ND F ) as a mili t ar y so c ial worke r where s he al s o s erved in t he Uni t e d Na t ions (UN) pea c ekeeping mis s io n in t he Democra t i c Republi c o f Cong o (DRC) as a chie f s o c ial worke r. S h e re c ei v ed an award f or ou tst andin g s uppor t and per f ormance service f ro m t he Uni t ed Na t ion s

I n 2008 , Mbu y i joined t he Uni v er s i t y o f F or t Hare a s a junior lec t urer wher e s he le ct ured and s uper v i s ed f irs t t o f our t h- y ear le v el s o c ial work st uden ts I n addi t ion t o lec t uring , Mbu y i al s o s uper v i s ed f our t h-year-level (Honour s ) re s ear c h a t F or t Hare Univer s i t y and was an a c ademi c s upervisor f o r t he f our t h- y ear s ocial wor k prac t ica l module a t UN ISA .

I n 2008 , Mbu y i joined t he Uni v er s i t y o f F or t Hare a s a junior lec t urer wher e s he le ct ured and s uper v i s ed f irs t t o f our t h- y ear le v el s o c ial work st uden ts I n addi t ion t o lec t uring , Mbu y i al s o s uper v i s ed f our t h-year-level (Honour s ) re s ear c h a t F or t Hare Univer s i t y and was an a c ademi c s upervisor f o r t he f our t h- y ear s ocial wor k prac t ica l module a t UN ISA .

S he ha s wide-ranging e x perien c e i n t he E mplo y ee As sis t an c e P rogramm e ( EAP ) indus t ry and has worked f o r v arious well- k nown companies headin g

S he ha s wide-ranging e x perien c e i n t he E mplo y ee As sis t an c e P rogramm e ( EAP ) indus t ry and has worked f o r v arious well- k nown companies headin g

up t he programme . S he has s er v e d a s an e x ecu t i v e member o f EA PAS A ( E mplo y ee As si st ance P ro f essional s A s s o c ia t ion S ou t h Af rica) I khal a Chap t er a s depu ty c hairper s on

up t he programme . S he has s er v e d a s an e x ecu t i v e member o f EA PAS A ( E mplo y ee As si st ance P ro f essional s A s s o c ia t ion S ou t h Af rica) I khal a Chap t er a s depu ty c hairper s on

Mbu y i has al s o quali f ied a s a li f e c oa c h & neuro-linguis t i c prac t i t ione r, f a t igue managemen t prac t i t ione r, H I V ma st er t raine r, and gender equi t y ma st er t raine r. S he has al s o c omple t e d a c our s e on c omprehensive H IV/AI D S Care , Trea t men t and Managemen t wi t h t he Univer s i ty o f P re t oria

Mbu y i has al s o quali f ied a s a li f e c oa c h & neuro-linguis t i c prac t i t ione r, f a t igue managemen t prac t i t ione r, H I V ma st er t raine r, and gender equi t y ma st er t raine r. S he has al s o c omple t e d a c our s e on c omprehensive H IV/AI D S Care , Trea t men t and Managemen t wi t h t he Univer s i ty o f P re t oria

She is p a s siona t e abou t managing wellne s s ri s k in t he world o f work , t raining an d managemen t consul t ing

She is p a s siona t e abou t managing wellne s s ri s k in t he world o f work , t raining an d managemen t consul t ing

P a s siona t e abou t t he world o f wor k, K ula P ar t ner s under st and t h e c omplian c e , wellne s s , f inancial- an d implemen t a t ion ris k s t heir c lien t s f a c e . T he c ompan y ensures t ha t t hese ris k s are well-managed t hroug h in t egra t ed ri s k and wellne s s solu t ion s f or employer s, re t iremen t f und s, union s and bargaining c ouncils

P a s siona t e abou t t he world o f wor k, K ula P ar t ner s under st and t h e c omplian c e , wellne s s , f inancial- an d implemen t a t ion ris k s t heir c lien t s f a c e . T he c ompan y ensures t ha t t hese ris k s are well-managed t hroug h in t egra t ed ri s k and wellne s s solu t ion s f or employer s, re t iremen t f und s, union s and bargaining c ouncils .

Email: info@kulapartners.co za

Email: info@kulapartners.co za

Website: kulapartners.co za

Website: kulapartners.co za

MBU YI KAH L A-N TS HAN G A S E

PRIORITISES THE INCLUSION

AND EMPOWERMENT OF WOMEN IN THE AUTOMOTIVE INDUSTRY

KIA SOUTH AFRICA KICKED OFF 2023 WITH A FOCUSED MISSION TO IMPROVE THE INCLUSION AND EMPOWERMENT OF WOMEN IN THE AUTOMOTIVE INDUSTRY. THIS ACTIVE DRIVE TOWARDS EVEN MORE DIVERSITY, EQUITY AND STEP TO ATTRACT MORE WOMEN TO THE MOTORING BUSINESS, OF BECOMING A TOP GENDEREMPOWERED EMPLOYER.

“To truly be a brand that is in tune with the South African way of life, we not only need to understand how and why South Africans move but must also ensure our business is truly representative of our nation,” says Gary Scott, CEO of Kia South Africa. “Movement creates the space to find inspiration and fresh perspectives, which is critical to taking any step towards changing our world for and specifically to change in South Africa, and our mission – to be loved by all South Africans – compels us to be better and do better, starting with our own business.”

Strategically, Kia sponsored the “Top gender-empowered organisation: Diversity, Equity and Inclusion Award” in the annual Standard Bank Top Women Awards in 2022 to position itself in the broader business community as a brand that takes gender-empowerment seriously. This approach is driven by

team last year and is focused on driving transformation and empowerment across all business functions and levels in 2023 and beyond.

“We actively want to drive change in the

industry, not just by changing perceptions about women in motoring, but also through creating multiple, tangible opportunities for women to join and grow in the industry,” added Latisha. “We are taking a multi-pronged approach to ensure that women empowerment not only remains a priority but is effected across all levels.”

LARGE-SCALE RECRUITMENT OF FEMALE SALES EXECUTIVES IN RETAIL

As part of our journey to create a better world Kia is celebrating 25 years of operating in South Africa this year. In those 25 years, the brand has grown from an unknown, Korean brand to a top 10 sales brand, with a 5% market share. This growth has been driven by a slew of new model introductions over the years, multiple awards for automotive design, a six-year run as the highest-ranked brand for quality and, most recently, ranking highest for vehicle dependability. As part of a vertically integrated business model,

network falls under Kia Retail Operations, operated by Kia South Africa.

“Kia has made great strides towards

empowerment and transformation,

complement, across our national operations, comprises 66% women, with 63% of our heads of departments also being women,” said Latisha. “However, with such a large retail network in our business, it is also a prime opportunity for accelerated empowerment in the retail space.”

To this end, Kia has embarked on a nationwide project to recruit at least 65 women sales executives to join its fastgrowing, exciting business.

“We are looking for individuals who live our values of fun, simplicity, dependability, consistency and bravery,” she added. “Joining the brand as sales executives places women at the coalface of our operations, and brings excellent opportunities for training and career growth, including training towards becoming sales managers and, eventually, Dealer Principals.”

The minimum requirements for interested candidates are matric, a valid South

to women who may not have much experience in automotive sales,” she said. “Our approach to development is holistic, with up to 70% being on-thejob training, complemented by online and classroom training on the Kia brand, its product line-up, and effective selling techniques.”

However, the opportunity is also open to female sales executives, who have more experience in order to grow their skills and capacity across all levels.

of empowering more women from the industry, helping them advance into sales management roles, whether it is in new vehicle or used vehicle sales,” said Latisha.

MORE OPPORTUNITIES FOR WOMEN IN LEADERSHIP

diversity, equity and inclusion is a dedicated focus on learning and development, which will result in more women in the retail network moving up

Principal & Portfolio Manager programme - a specialised training curriculum designed to equip functional managers to transition into business managers, will also benefit from a larger female intake.

These opportunities for growth frequently

members climbing the corporate ladder into senior management positions, both within the retail network as well as the import and distribution head office. A recent example is the promotion of Nafisa Kistan, formerly a regional

financial manager for Kia Retail executive management team, as Retail Operations Finance Executive.

Within the import and distribution head office, women in management positions also benefit from a number of leadership development opportunities, offered

holding company, Motus. These opportunities include the Women in Leadership programme, presented by GIBS Business School, as well as the Motus Future Leaders executive development programme, presented by Henley Business School Africa.

The Women in Leadership programme, targeted at middle and senior-level women managers, aims to create spaces for discussion and learning, between women who are already leaders in their current spheres of influence. Focused on leadership techniques, negotiation skills, coaching and EQ, the programme empowers these women with the realities of what it means to lead with significance and action in a volatile and uncertain world. Women are given the tools to break stereotypes, ask incisive questions and craft solutions for the benefit of the business ecosystem.

Similarly, the Motus Future Leaders executive development programme takes a blended approach, through theorybased classroom sessions, focused on the purpose, resilience and macroeconomic factors, affecting business and design thinking, amongst others, as well as a work-integrated project that marries the rigour of academic research

with innovation-based thinking to find business solutions. The programme is designed to help leaders transition into strategic leadership roles.

PARTNERSHIP WITH WOMEN IN MOTORING SOUTH AFRICA NPC TO CONDUCT NATIONWIDE WORKSHOPS ON RESILIENCE, TENACITY AND THE COURAGE TO OVERCOME SALES REJECTION AND ADVERSITIES

Education and awareness campaigns are diversity, equity and inclusion. To this end, Women in Motoring NPO, with which it will be conducting awareness workshops on rape and gender-based violence at Kia dealerships across South Africa. A certified rape, abuse, trauma and suicide counsellor, Desh is a motoring journalist, the co-owner of Women-Torque and the Founder and Chairperson of the annual Women in Motoring Awards South Africa.

Desh travels the country in her personal capacity to conduct these workshops, which aim to empower, motivate and inspire women – and men – in the motor industry. While raising awareness of rape and gender-based violence, the motivational workshops also have a strong focus on resilience, tenacity and the courage to overcome sales rejection and facing adversities, especially when dealing with clients, colleagues and superiors. Women who are interested in joining the Kia family can apply online. For any other opportunities at Kia South Africa, as well as Motus, visit the Motus e-recruit portal.

CONTACT DETAILS:

Physical Address: 5 Herman Road, Meadowdale, Germiston , Gauteng, ZA

Website: www.kia.co.za

Tel: 010 823 5600

GOVENDER CEO & Executive Director at XLink

How has gender empowerment strengthened your organisation?

The XLink management committee has 56% female representation, which has been a meaningful change since I joined the company last year. Like many global companies, gender diversity

XLINK

TRUSTED PARTNER FOR SECURE AND INNOVATIVE PAYMENT SOLUTIONS IN AFRICA

What are the current and future trends in your sector?

The Africa payments industry is resilient, growing at double-digit growth. Consumer preferences and behavioural choices are driving “always on”, real-time convenience lifestyle solutions, whereby online and

payment methods are diversifying from “card present” and cash.

What is your position on doing business in Africa?

We currently have a presence across nine African countries. Over the medium-term, our growth strategy is to scale and expand our operations across Africa.

What skills do you think leaders of the future are going to need?

and has become a corporate performance driver for our business.

equality and BEE ratings and policies?

dedication to gender equality in the workplace is not only “just the right thing to

long-term success. We are a Level 1 BEE contributor which demonstrates our commitment to equality and economic participation of all ethnicities and genders in South Africa. Additionally, we have recognised the high rates of genderbased violence in South Africa and have introduced a Domestic Violence Policy that offers our employees access to counselling with an additional 10 days leave to safeguard themselves. Our maternity leave policy affords six-month maternity leave irrespective of employment duration, also providing a balance to work and personal

furthermore enables all employees to integrate their work and lives in a more sustainable way.

What technological innovations are you using in your organisation to keep in line with the Fourth Industrial Revolution (4IR)?

XLink uses Infrastructure-as-a-Service (IaaS) for both our internal network and the modernisation of our external network. As part of the digital transformation journey, we are exploring AI solutions to deliver frictionless customer journeys. Over and above, within our product and services, payments ecosystem, we provide IoT solutions as part of the end-to-end value proposition delivered to our clients.

How are you integrating the drive for sustainability into your organisation? Our credo governs our daily decision-

shared value for all our stakeholders. Our credo articulates our responsibilities to protect the livelihoods of our employees and create an inclusive, diverse, purposeled culture; our responsibility to society to uplift those around us as we grow and our responsibility to the environment, to reduce our impact, to name a few.

Since we are operating in a fast-paced, continuously evolving, uncertain business landscape that requires one to consume imperfect information and make decisive real time decisions - Strategic foresight, which is the ability to “see through the corner”, has become the new ticket to the game.

Which female leaders inspire you the most, and why?

Indra Nooyi, for two reasons:

Her impact, by way of her stewardship in re-shaping the global consumer packaged goods (CPG) industry by being at the forefront of leading “Performance with Purpose”.

Her tireless dedication into the personal investment of herself, from childhood that has led to her becoming a highly competent leader, across multiple disciplines.

CONTACT INFORMATION

Physical address: 3 Sandown Valley Crescent, Sandown, Sandton, 2196

Telephone: 086 009 5465

Email: support@xlink.co.za

Website: www.xlink.co.za

“Life is a series of choices, surrender to a lifetime of learning, choose to invest in becoming a grandmaster in your craft.”

- Thanusha Govender

THANUSHA

Sun International has a proud legacy in the gaming, hospitality, and entertainment industries, with diverse assets, including worldwell-located casinos, and some of

Our destinations offer experiential luxury, enduring quality, and incredible adventure, supported by an authentic dedication to personal service. Creating lasting memories for our guests and customers is in our DNA.

Our competitive advantage stems from our compelling and global competence in developing and operating casinos, hotels, and resorts.

Our approach has been to differentiate our properties in architecture, service, experience, location, and the mix ofentertainment and activities. We've created some of the world's most iconic destinations, from The Palace of The Lost City at Sun City and Time Square in Tshwane, to The Table Bay Hotel in Cape Town and Carnival City in Brakpan. Each unique property features creative architecture, blending design with the nuances of the local environment.

Sun International pioneered gaming in southern Africa, introducing casinos to this part of the world in the late 1970s. Sun City set

the standard for large-scale international events in South Africa – a tradition which continues today. The Gary Player Country Club at Sun City is home to the Nedbank Golf Challenge, which has attracted the world's best golfers for four decades.

We place a strong emphasis on being a responsible corporate citizen through our contributions and commitment to the economy, communities, and the environment. We are committed to developing all our employees, ensuring that equal opportunities and economic empowerment form the backbone of our human resource practices.

CONTACT DETAILS:

Address: 6 Sandown Valley Crescent, Sandton, Gauteng, South Africa

Telephone: +27 11 780 7000

Website: https://www.suninternational.com/

DR PHUMZILE CHANCELLOR OF THE UNIVERSITY OF JOHANNESBURG

By Koketso Mamabolo

Dr. Mlambo-Ngcuka has touched the lives of many wherever she has invested her time. Whether it be political activism, governance or education, the former Under-Secretary-General and Executive Director of UN Women, who was appointed the Chancellor of the University of Johannesburg, has fought for equality from the township streets all the way to the gatherings of world leaders in New York.

Dr. Mlambo-Ngcuka has touched the lives of many wherever she has invested her time. Whether it be political activism, governance or education, the former Under-Secretary-General and Executive Director of UN Women, who was appointed the Chancellor of the University of Johannesburg, has fought for equality from the township streets all the way to the gatherings of world leaders in New York.

Born just before twenty-thousand women from all over South Africa would gather in Pretoria to march against pass laws,

Born just before twenty-thousand women from all over South Africa would gather in Pretoria to march against pass laws,

serving others can be traced back to her parents, particularly her mother, who was a community health nurse.

serving others can be traced back to her parents, particularly her mother, who was a community health nurse.

That community-driven engagement extends beyond the role she played at the United Nations, including the work her foundation does. Dr. Mlambo-Ngcuka started the Umlambo Foundation in 2008 and it is still going strong.

That community-driven engagement extends beyond the role she played at the United Nations, including the work her foundation does. Dr. Mlambo-Ngcuka started the Umlambo Foundation in 2008 and it is still going strong.

“Umlambo Foundation leverages the goodwill of people and institutions to invest in leadership and management development of school principals to improve the quality of education in public schools; giving learners a chance to WIN against poverty,” reads the

“Umlambo Foundation leverages the goodwill of people and institutions to invest in leadership and management development of school principals to improve the quality of education in public schools; giving learners a chance to WIN against poverty,” reads the

Dr. Mlambo-Ngcuka is showing no signs of slowing down. Her knowledge, empathy and responsible leadership sets her apart from her peers and earned her the respect of people from all over the world, who recognise the positive impact the life she has lived in service of others.

Dr. Mlambo-Ngcuka is showing no signs of slowing down. Her knowledge, empathy and responsible leadership sets her apart from her peers and earned her the respect of people from all over the world, who recognise the positive impact the life she has lived in service of others.

In 2021, Dr Mlambo-Ngcuka received the Standard Bank Top Women Lifetime Achiever Award. The former Deputy President of South Africa was hailed leader and activist.

In 2021, Dr Mlambo-Ngcuka received the Standard Bank Top Women Lifetime Achiever Award. The former Deputy President of South Africa was hailed leader and activist.

Education is one the key areas where felt. In the early 80s she was a lecturer at Mpumalanga Teachers Training degree in Social Science and Education from the University of Lesotho.

Education is one the key areas where

felt. In the early 80s she was a lecturer at Mpumalanga Teachers Training degree in Social Science and Education from the University of Lesotho.

Some of the key issues that Dr. Mlambo-Ngcuka faced as the Executive Director of UN Women were the stumbling blocks to getting young women in school, which have been exacerbated by the closure of schools around the world in response to the pandemic: “The impact of lost education for children, especially girls, is likely to have permanent effects for many. Our engagements with civil society, faith-based organisations and traditional leaders have been about community-driven efforts to stop losing a generation.”

Some of the key issues that Dr. Mlambo-Ngcuka faced as the Executive Director of UN Women were the stumbling blocks to getting young women in school, which have been exacerbated by the closure of schools around the world in response to the pandemic: “The impact of lost education for children, especially girls, is likely to have permanent effects for many. Our engagements with civil society, faith-based organisations and traditional leaders have been about community-driven efforts to stop losing a generation.”

The Umlambo Foundation assists in upskilling educators and gathering resources from a network of stakeholders and decision makers to improve the quality of education that children are receiving. This involves training for teachers, management courses for principals and initiating drives for school infrastructure, books and equipment. The Umlambo Foundation takes a broad approach to supporting schools, making a difference in the various aspects, from operations to the actual teaching and learning.

The Umlambo Foundation assists in upskilling educators and gathering resources from a network of stakeholders and decision makers to improve the quality of education that children are receiving. This involves training for teachers, management courses for principals and initiating for school infrastructure, books and equipment. The Umlambo Foundation takes a broad approach to supporting schools, making a difference in the various aspects, from operations to the actual teaching and learning.

Dr. Mlambo-Ngcuka campaigns for universal access to education, something which affects the majority of girls in Africa. In an op-ed about youth development, for the African Policy Review, Dr. Mlambo-Ngcuka writes: “... in sub-Saharan Africa almost two thirds of girls who are out-of-school are expected never to attend.”

Dr. Mlambo-Ngcuka campaigns for universal access to education, something which affects the majority of girls in Africa. In an op-ed about youth development, for the African Policy Review, Dr. Mlambo-Ngcuka writes: “... in sub-Saharan Africa almost two thirds of girls who are out-of-school are expected never to attend.”

With her time at the UN over, and a new chapter at the University of Johannesburg about to begin,

With her time at the UN over, and a new chapter at the University of Johannesburg about to begin,

• Under-Secretary-General and Executive Director of UN Women (2013 - 2021)

• Under-Secretary-General and Executive Director of UN Women (2013 - 2021)

• Deputy President of the Republic of South Africa (2005 - 2008)

• Deputy President of the Republic of South Africa (2005 - 2008)

• Minister of Minerals and Energy (1999 - 2005)

• Minister of Minerals and Energy (1999 - 2005)

• Deputy Minister of Trade and Industry (1996 - 1999)

• Deputy Minister of Trade and Industry (1996 - 1999)

• Member of Parliament (1994 - 1996)

• Member of Parliament (1994 - 1996)

• PhD in Education and Planning (Warwick University)

• PhD in Education and Planning (Warwick University)

• MPhil in Education and Planning (University of Cape Town)

• MPhil in Education and Planning (University of Cape Town)

• Education (University of Lesotho)

• Gender Policy and Planning

• Education (University of Lesotho)

• Gender Policy and Planning

• Honorary doctorate (University of the Witwatersrand Technikon)

• Honorary doctorate (University of the Witwatersrand Technikon)

Sources:

Sources:

Did you know e-commerce makes up 4% of the retail sector in South Africa? Did you know Takealot has over 7 700 SMMEs on their platform? Meet Takealot Group CEO, Mamongae Mahlare, who succeeded Founder and Chairperson, Kim Reed, in 2021.

The needs and demands of consumers have shifted and Mamongae is tasked with leading an organisation that is paving the way for the future of retail. In the latest Business Unusual Podcast, Ralf Fletcher, CEO of Topco Media is in conversation with Mamongae about the transformative impact of e-commerce, what it takes to solve complex problems and what we need to consider as e-commerce continues its growth.

10 KEY TAKEAWAYS TO LISTEN OUT FOR IN THIS PODCAST:

1. For e-commerce to reach its potential, the regulatory framework needs to allow for innovation

2. The evolution of e-commerce in South Africa in the coming years will be different to the trajectory of the industry in developed economies

3. Competition is good. Amazon expanding into South Africa is an opportunity to transform the economy

4. E-commerce platforms open up access to markets

5. A business model like that of Takealot has the knock-on effect of helping other businesses grow

6. When venturing into a market its important to understand the context and the culture of the region

7. You cannot be the stumbling block to the growth of your organisation

8. Coming up with a solution to start with understanding what the problem is that needs to be solved

9. Take each possible solution and ask be the answer?”

10. We need to be intentional about creating opportunities for women

“YOU DON’T NEED TO BE RAISING CAPITAL TO BUILD A STORE”

Takealot Group CEO, Mamongae Mahlare

Kimberley Taylor is a young, tech-savvy female entrepreneur who is making waves through invaluable technology applications in the logistics space. She is the brains behind Loop – an adaptable, intuitive delivery management platform that empowers companies by enabling them to cleverly optimise and scale their delivery systems. She wrote an algorithm that has helped to solve some real-world problems in the logistics space. This platform

nationwide grocery business to deliver within 60 minutes.

A total game changer for businesses, Loop connects delivery companies with all the players in their operation, from suppliers to customers. It allows dispatch managers to make delivery

cost, guided by data from daily operations, which Loop cleverly scrutinises so that businesses

completely customisable app that supports each operational tier from the top down.

KIMBERLEY TAYLOR, FOUNDER OF GAME-CHANGING TECH FIRM LOOP

By Sinazo Mkoko

“Women possess innate qualities that make them incredible in the tech sector”

FIRSTLY, PLEASE TELL US ABOUT YOUR CAREER PATH THAT LED TO YOU STARTING THE PLATFORM SOFTWARE CALLED LOOP.

FIRSTLY, PLEASE TELL US ABOUT YOUR CAREER PATH THAT LED TO YOU STARTING THE PLATFORM SOFTWARE CALLED LOOP.

LOOP EMPOWERS COMPANIES BY ENABLING THEM TO CLEVERLY OPTIMISE AND SCALE THEIR DELIVERY SYSTEMS. HOW DID THIS IDEA COME ABOUT?

LOOP EMPOWERS COMPANIES BY ENABLING THEM TO CLEVERLY OPTIMISE AND SCALE THEIR DELIVERY SYSTEMS. HOW DID THIS IDEA COME ABOUT?

THE TECH SECTOR IS ONE SECTOR THAT IS ALWAYS SO ADVANCED IN INNOVATIONS, WHY IS IT LAGGING BEHIND WHEN IT COMES TO GENDER EQUITY?

THE TECH SECTOR IS ONE SECTOR THAT IS ALWAYS SO ADVANCED IN INNOVATIONS, WHY IS IT LAGGING BEHIND WHEN IT COMES TO GENDER EQUITY?

HOW WOULD YOU DESCRIBE YOUR LEADERSHIP STYLE?

HOW WOULD YOU DESCRIBE YOUR LEADERSHIP STYLE?

YOU’RE IN AN INDUSTRY THAT IS STILL MALE-DOMINATED WITH WOMEN REFLECTING A PRESENCE OF LESS THAN A QUARTER - 23%; PLEASE SHARE SOME OF THE CHALLENGES YOU’VE ENCOUNTERED AS A WOMAN IN TECH AND HOW YOU OVERCAME THEM.

YOU’RE IN AN INDUSTRY THAT IS STILL MALE-DOMINATED WITH WOMEN REFLECTING A PRESENCE OF LESS THAN A QUARTER - 23%; PLEASE SHARE SOME OF THE CHALLENGES YOU’VE ENCOUNTERED AS A WOMAN IN TECH AND HOW YOU OVERCAME THEM.

WHAT DOES YOUR WORK ENTAIL AT LOOP?

WHAT DOES YOUR WORK ENTAIL AT LOOP?

WHAT IS YOUR “WHY?”

WHAT IS YOUR “WHY?”

PLEASE TOUCH ON THE IMPORTANCE OF TECHNOLOGY IN OUR LIVES IN THIS DAY AND AGE

PLEASE TOUCH ON THE IMPORTANCE OF TECHNOLOGY IN OUR LIVES IN THIS DAY AND AGE

DO YOU HAVE EXCITING PLANS FOR THE COMING YEAR?

DO YOU HAVE EXCITING PLANS FOR THE COMING YEAR?

DO YOU HAVE AN INSPIRATIONAL MESSAGE FOR YOUNG ENTREPRENEURS AND FEMALE BUSINESS LEADERS OUT THERE?

DO YOU HAVE AN INSPIRATIONAL MESSAGE FOR YOUNG ENTREPRENEURS AND FEMALE BUSINESS LEADERS OUT THERE?

DR CAROLINE PULE

Paving the way for aspiring women in STEM

By Sinazo Mkoko

With a passion for global health, medical research, and ensuring we have a disease-free nation, Dr Caroline Pule is a biomedical scientist who is paving the way for many aspiring women in the science, technology, engineering and mathematics (STEM) sector.

With a passion for global health, medical research, and ensuring we have a disease-free nation, Dr Caroline Pule is a biomedical scientist who is paving the way for many aspiring women in the science, technology, engineering and mathematics (STEM) sector.

The young scientist is a force to be with the Division of Global Surgery, in the Department of Surgery, Faculty of Health Sciences at the University of Cape Town.

The young scientist is a force to be with the Division of Global Surgery, in the Department of Surgery, Faculty of Health Sciences at the University of Cape Town.

She has demonstrated her love for science by not only being an advocate for women in STEM but also doing incredible research, travelling the world, sharing her work and also inspiring young women to follow the Organization for Women in Science for the Developing World (OWSD) - SA Chapter - where we empower women to become leaders, be the best scientists and she said.

She has demonstrated her love for science by not only being an advocate for women in STEM but also doing incredible research, travelling the world, sharing her work and also inspiring young women to follow the Organization for Women in Science for the Developing World (OWSD) - SA Chapter - where we empower women to become leaders, be the best scientists and she said.

(TB) surgery and her continuous drugresistant TB work. Coming from a TB biology background, with a PhD in molecular biology, she explores surgery as a treatment adjunct modality for drugresistant TB, in settings with a very high

(TB) surgery and her continuous drugresistant TB work. Coming from a TB biology background, with a PhD in molecular biology, she explores surgery as a treatment adjunct modality for drugresistant TB, in settings with a very high

improvement of drug-resistant TB treatment and her maternal infections research

improvement of drug-resistant TB treatment and her maternal infections research

insights into the impact of infectious diseases (COVID-19, HIV and/or TB) in pregnancy and the associated adverse maternal and perinatal outcomes.

insights into the impact of infectious diseases (COVID-19, HIV and/or TB) in pregnancy and the associated adverse maternal and perinatal outcomes.

She is also involved in the stillbirths data collection and report strengthening project

She is also involved in the stillbirths data collection and report strengthening project

in Africa, in collaboration with UNICEF; an essential study to aid in identifying and understanding the unmet knowledge gaps in improving stillbirth data systems.

in Africa, in collaboration with UNICEF; an essential study to aid in identifying and understanding the unmet knowledge gaps in improving stillbirth data systems.

Bank Top Women in STEM and the Top Women Young Achiever categories.

Bank Top Women in STEM and the Top Women Young Achiever categories.

“My vision is driven by having a purpose, passion for what I do and always

biology of drug-resistant TB. She was not only honoured for the importance and value she puts on education and research but also for her outreach engagements with communities around her including being a volunteer with the Mould Empower Serve charity organisation.

biology of drug-resistant TB. She was not only honoured for the importance and value she puts on education and research but also for her outreach engagements with communities around her including being a volunteer with the Mould Empower Serve charity organisation.

and as a leader, not to boss people but to guide them, advise them and help them be

“My vision is driven by having a purpose, passion for what I do and always and as a leader, not to boss people but to guide them, advise them and help them be

encountered as a woman in her industry, she shares that, as a young has what it takes to become a renowned independent scientist and a leader in twice as hard to be considered for many opportunities but, again, I turn to use such challenges as a motivation to press forward, work harder and excel in my

encountered as a woman in her industry, she shares that, as a young has what it takes to become a renowned independent scientist and a leader in twice as hard to be considered for many opportunities but, again, I turn to use such challenges as a motivation to press forward, work harder and excel in my

She adds that, besides conducting her own research, she also manages the Global Surgery Research cluster. “One of the challenges is being the best, exceptional leader as a young woman scientist in a highly male-dominated work environment of doctors, registrars, surgeons and professors. But I worked with a great supportive team and managed the latter challenge very well and got all the support I

She adds that, besides conducting her own research, she also manages the Global Surgery Research cluster. “One of the challenges is being the best, exceptional leader as a young woman scientist in a highly male-dominated work environment of doctors, registrars, surgeons and professors. But I worked with a great supportive team and managed the latter challenge very well and got all the support I

With a zeal for living to the fullest, an authentic personality and a passion for helping others, Caroline believes that “life is a gift and too short to be taken

With a zeal for living to the fullest, an authentic personality and a passion for helping others, Caroline believes that “life is a gift and too short to be taken

In 2021, Caroline received an honorary Excellence in Public Health: Medicine and Research award from the Charlotte Mannya-Maxeke Institute (CMMI), for her research focusing on understanding the

In 2021, Caroline received an honorary Excellence in Public Health: Medicine and Research award from the Charlotte Mannya-Maxeke Institute (CMMI), for her research focusing on understanding the

In efforts to help empower, rebuild and educate the underprivileged youth by providing them with a second chance to improve their literacy, comprehension skills and science education, she started her own organisation -The Caroline Pule Science and Literacy Foundation (CPSLF). The organisation focuses on less fortunate youth, their need for education and placing them in the right environments to develop.

In efforts to help empower, rebuild and educate the underprivileged youth by providing them with a second chance to improve their literacy, comprehension skills and science education, she started her own organisation -The Caroline Pule Science and Literacy Foundation (CPSLF). The organisation focuses on less fortunate youth, their need for education and placing them in the right environments to develop.

Caroline also helped as a volunteer scientist for the CrowdFight COVID-19 initiative, a global organisation that enabled volunteer scientists from different countries to work together in

Caroline also helped as a volunteer scientist for the CrowdFight COVID-19 initiative, a global organisation that enabled volunteer scientists from different countries to work together in

“Being a medical scientist working with medical doctors is such an amazing journey that continuously reminds me that, yes, indeed a life lived for others is a life worthwhile. As much as medical science research is driven by curiosity to solve health

words that “wherever the art of medicine

“Being a medical scientist working with medical doctors is such an amazing journey that continuously reminds me that, yes, indeed a life lived for others is a life worthwhile. As much as medical science research is driven by curiosity to solve health words that “wherever the art of medicine and we have the same passion, to Dr Caroline Pule.

and we have the same passion, to Dr Caroline Pule.

Her publications include an article published in the international peer-reviewed Journal of Antimicrobial Chemotherapy, a 2015 TB Summit report paper published by EuroSciCon Honnao Publishing, as well as the co-author of 4 peer-reviewed articles and 2 theses and a dissertation (MSc and PhD) with Stellenbosch University.

Her publications include an article published in the international peer-reviewed Journal of Antimicrobial Chemotherapy, a 2015 TB Summit report paper published by EuroSciCon Honnao Publishing, as well as the co-author of 4 peer-reviewed articles and 2 theses and a dissertation (MSc and PhD) with Stellenbosch University.

For the past 10 years, Uber has been a leading force in transforming the way people move in many of the cities across Africa. While

to provide reliable, convenient and affordable mobility for all, in

the lives of women, both in terms of providing them with access to safe transport and empowering them economically.

HOW UBER IS EMPOWERING WOMEN IN AFRICA

In many parts of Africa, women have traditionally been excluded from the formal workforce and still have limited opportunities to earn an income. Uber is changing this paradigm by providing entrepreneurs and earn money on their terms. This is enabling many women in Ghana, Ivory Coast, Nigeria, Kenya, South Africa and across the continent, to themselves and their families.

ongoing commitment to women on the continent, demonstrated through an empowering women in Africa. GigSister, an initiative of Women@Uber, is designed to connect, grow and empower a community of women drivers on the platform through an array of initiatives. We believe our work is never done and we are in the process of developing other tailor-made solutions for women drivers in other markets.

opportunity to spearhead many of these women empowerment programmes. In operations in Ghana and Ivory Coast, I am also the sponsor of the Women Driver Programme in Europe, the Middle East and Africa (EMEA), and I co-chair Women@Uber in SSA.

My involvement with organisations and initiatives like these has taught me many valuable lessons over the years, but

has been the importance and power of partnerships in enabling effective women empowerment across the continent.

Uber is applying this insight to expand its female empowerment reach and impact in Africa, and we proactively seek out like-minded partners to help transform our passion for building a better, opportunity-rich world for women into a reality. In the case of the #GigSister movement, for example, strong

partnerships with the likes of Google

partnerships with the likes of Google

three impactful women empowerment pathways and we offer women drivers and many community members mental health support, motivation and selfpromotion advice, and self-defence training. The initiative started in Europe and has proven hugely successful in many countries as well as in the United Kingdom; and on the back of this

three impactful women empowerment pathways and we offer women drivers and many community members mental health support, motivation and selfpromotion advice, and self-defence training. The initiative started in Europe and has proven hugely successful in many countries as well as in the United Kingdom; and on the back of this

across our operating regions in Africa.

across our operating regions in Africa.

Uber recognises that we need to bring in these types of specialist partners with the expertise to meet the unique needs and challenges of women in African communities, and women drivers within Uber. Through this type of collaboration, we are creating a strong women empowerment culture and a compelling proposition for women to become drivers so that they get to enjoy male counterparts.

Uber recognises that we need to bring in these types of specialist partners with the expertise to meet the unique needs and challenges of women in African communities, and women drivers within Uber. Through this type of collaboration, we are creating a strong women empowerment culture and a compelling proposition for women to become drivers so that they get to enjoy male counterparts.

Research shows that safety fears, restrictions are the main barriers.

which partners with Uber to make vehicle ownership accessible to drivers. Moove recently committed to joining us in our commitment to women empowerment by helping to vehicle access for prospective women drivers in Ghana and Ivory Coast.

which partners with Uber to make vehicle ownership accessible to drivers. Moove recently committed to joining us in our commitment to women empowerment by helping to vehicle access for prospective women drivers in Ghana and Ivory Coast.

From a women-driver safety perspective, the launch of our

successful. The service allows women and non-binary drivers to choose to only pick up women riders.

successful. The service allows women and non-binary drivers to choose to only pick up women riders.

a committed approach to addressing all these issues, coupled with appropriate partners with the same heart for women in Africa can, and will, change the reality experienced by many women, and build an environment in which they opportunities to change their futures for the better.

Research shows that safety fears, restrictions are the main barriers. a committed approach to addressing all these issues, coupled with appropriate partners with the same heart for women in Africa can, and will, change the reality experienced by many women, and build an environment in which they opportunities to change their futures for the better.

To this end, some of the other valuable partners that we have been privileged to team up with include Zoie Health, which is offering medical support and emergency response services to women drivers in South Africa for free for the

To this end, some of the other valuable partners that we have been privileged to team up with include Zoie Health, which is offering medical support and emergency response services to women drivers in South Africa for free for the

From a women-driver safety perspective, the launch of our South Africa has proven immensely

South Africa has proven immensely

months and years, these ongoing concerted efforts will ensure that Uber continues to play an increasingly important role in challenging traditional gender norms and empowering women in Africa to earn incomes, gain independence and create the lives and futures they deserve.

months and years, these ongoing concerted efforts will ensure that Uber continues to play an increasingly important role in challenging traditional gender norms and empowering women in Africa to earn incomes, gain independence and create the lives and futures they deserve.

THIS IS ENABLING MANY WOMEN IN GHANA, IVORY COAST, NIGERIA, KENYA, SOUTH AFRICA AND ACROSS THE CONTINENT, TO GAIN FINANCIAL INDEPENDENCE AND SUPPORT THEMSELVES AND THEIR FAMILIES

THIS IS ENABLING MANY WOMEN IN GHANA, IVORY COAST, NIGERIA, KENYA, SOUTH AFRICA AND ACROSS THE CONTINENT, TO GAIN FINANCIAL INDEPENDENCE AND SUPPORT THEMSELVES AND THEIR FAMILIES

BERTINA ENGELBRECHT, CEO CLICKS GROUP

A powerhouse at the forefront of gender empowerment

By Fiona Wakelin

The appointment of their

With extensive experience in leadership positions at various industry giants, Bertina brings management expertise together with a love for people. The focus on people is what has driven her work at Clicks Group and will inform how she goes about leading the company.

in commercial law and a background in concede that her career journey has not been that of a typical CEO. Prior to joining Clicks in 2006 as Group HR Director, she worked for Spoornet, South African Airways, Transnet Group, Sea Harvest and Shell SA, the latter as an executive director.

She was Group Corporate Affairs Director at Clicks before assuming the role of CEO

She was Group Corporate Affairs Director at Clicks before assuming the role of CEO

“From the outset, my job at Clicks has always been broader than the traditional HR remit,” Bertina explains. She attributes as they actively championed for the people agenda to be integrated into the business and for HR to have a seat at the decision making table. This philosophy facilitated her progression to the most senior

“From the outset, my job at Clicks has always been broader than the traditional HR remit,” Bertina explains. She attributes as they actively championed for the people agenda to be integrated into the business and for HR to have a seat at the decision making table. This philosophy facilitated her progression to the most senior

Over the years, she has methodically set about shifting the employer brand by value proposition gap. Today, the Clicks Group is consistently rated as the top employer in the retail space.

Over the years, she has methodically set about shifting the employer brand by value proposition gap. Today, the Clicks Group is consistently rated as the top employer in the retail space.

Clicks continues to embrace its heritage as a proudly South African company. It was the most empowered retailer in 2015, integrating transformation into its

Clicks continues to embrace its heritage as a proudly South African company. It was the most empowered retailer in 2015, integrating transformation into its

What Bertina is extremely share scheme. In 2018 the scheme vested fully, resulting in February 2019. The Clicks Group boasts one of the most successful employee share schemes to date.

What Bertina is extremely share scheme. In 2018 the scheme vested fully, resulting in February 2019. The Clicks Group boasts one of the most successful employee share schemes to date.

Transformation is an ongoing journey for Clicks Group rather

Transformation is an ongoing journey for Clicks Group rather

“Clicks is heavily focused on preferential procurement – by supporting local

“Clicks is heavily focused on preferential procurement – by supporting local

enterprises and investigating how we can advocate for equity equivalence as the leader in the health and wellness sector.

enterprises and investigating how we can advocate for equity equivalence as the leader in the health and wellness sector.

“We will be strengthening our engagement with all stakeholders to share much more of the work we do particularly insofar as our localisation strategy, empowerment and sustainability commitments are concerned,” she says.

“We will be strengthening our engagement with all stakeholders to share much more of the work we do particularly insofar as our localisation strategy, empowerment and sustainability commitments are concerned,” she says.

products locally, a strategy which she intends to continue driving forward.

products locally, a strategy which she intends to continue driving forward.

The Group prides itself on supporting South

The Group prides itself on supporting South

of making healthcare more affordable and accessible to all South Africans, the National Development Plan which includes the goal to reduce the current shortage of healthcare personnel which has been recognised as scarce and critical to South communities in which they operate through the implementation of enterprise, supplier

of making healthcare more affordable and accessible to all South Africans, the National Development Plan which includes the goal to reduce the current shortage of healthcare personnel which has been recognised as scarce and critical to South communities in which they operate through the implementation of enterprise, supplier

The business has continued to make good progress in ensuring equity within the organisation through good governance, policies and practices and building a culture that enables a diverse and inclusive culture.

The business has continued to make good progress in ensuring equity within the organisation through good governance, policies and practices and building a culture that enables a diverse and inclusive culture.

generation of employees want to work for organisations that are ethical, with values that resonate with their own. Customers are likewise attracted to companies that conduct business ethically and

generation of employees want to work for organisations that are ethical, with values that resonate with their own. Customers are likewise attracted to companies that conduct business ethically and

At the 2022 Standard Bank Top Women Awards, the Clicks Group Ltd was awarded the Standard Bank Top Health & Pharmaceuticals.

At the 2022 Standard Bank Top Women Awards, the Clicks Group Ltd was awarded the Standard Bank Top Health & Pharmaceuticals.

In the past year, the Clicks Group Ltd has been involved in a number of initiatives supporting:

•

In the past year, the Clicks Group Ltd has been involved in a number of initiatives supporting:

• Organisation that empowers young women by developing strategies for their educational and personal development.

Organisation that empowers young women by developing strategies for their educational and personal development.

• Kerr House, the Durban House provides a safe haven for abused and destitute women, and women in crisis.

• Kerr House, the Durban House provides a safe haven for abused and destitute women, and women in crisis.

survivors and supporting communities by providing abused women and children with a safe place to heal, rebuild and reconnect.

survivors and supporting communities by providing abused women and children with a safe place to heal, rebuild and reconnect.

are women with representation across all levels of the business.

are women with representation across all levels of the business. performance and to do so in a way that positively impacts all of our stakeholders.

performance and to do so in a way that positively impacts all of our stakeholders.

• Public Health Enhancement Fund – supporting bursaries to medical students (of which

• Public Health Enhancement Fund – supporting bursaries to medical students (of which

DR NTHABISENG MAUDE MTHETHWA

”I’ve made my mark in the twenty three years as a civil servant.”

By Sinazo Mkoko

With over 23 years experience as a civil servant, Deputy Director at the Department of Trade and Industry and Competition (DTIC), Dr Nthabiseng Maude Mthethwa is committed to serve and create more jobs for South Africans.

With over 23 years experience as a civil servant, Deputy Director at the Department of Trade and Industry and Competition (DTIC), Dr Nthabiseng Maude Mthethwa is committed to serve and create more jobs for South Africans.

Since joining the organisation,

three months. I have worked with the export councils to assist them with their mandate to represent the departmentin the past - as the advisor and just to make sure that the vision is aligned,” she says.

three months. I have worked with the export councils to assist them with their mandate to represent the departmentin the past - as the advisor and just to make sure that the vision is aligned,” she says.

Touching on the challenges and

Touching on the challenges and

venture partners and new technology in farming. Along with her other accolades, she has also been Chamber for the Award of Excellence.

venture partners and new technology in farming. Along with her other accolades, she has also been Chamber for the Award of Excellence.

improvement. She has built and led many teams, and encouraged them to empower themselves in the process by attending courses that the department offers, and sector focused courses in agro-processing and aquaculture.

Since joining the organisation, improvement. She has built and led many teams, and encouraged them to empower themselves in the process by attending courses that the department offers, and sector focused courses in agro-processing and aquaculture.

mostly not at home, as she handles international relations for the DTIC. Along with a cross-cultural understanding, this position touches lives in global markets and involves being accountable and adaptable.

mostly not at home, as she handles international relations for the DTIC. Along with a cross-cultural understanding, this position touches lives in global markets and involves being accountable and adaptable.

“Through [the role] I have played [a role] in promoting business linkages and building relationships, both nationally and internationally.

She says she believes that she has what it takes to be a leading woman in the public sector. “I seriously consider

She says she believes that she has what it takes to be a leading woman in the public sector. “I seriously consider destiny, to leave a mark, inspire, create and ensure that this world becomes a better place. I have made my mark in the twenty three years as a civil servant, upskilling and upscaling myself to better serve and passionately deliver during my

destiny, to leave a mark, inspire, create and ensure that this world becomes a better place. I have made my mark in the twenty three years as a civil servant, upskilling and upscaling myself to better serve and passionately deliver during my

Former DTIC Minister, Dr Rob Davies, entrusted her with the management of had for six years, which is two full-terms in the Incentives Unit.

Former DTIC Minister, Dr Rob Davies, entrusted her with the management of had for six years, which is two full-terms in the Incentives Unit.

“Currently I serve in the Batho Pele Forum to make sure that the department complies especially in openness and transparency and access to information. I [was] deployed to Asia in 2010 to the World Expo to represent South Africa for

“Currently I serve in the Batho Pele Forum to make sure that the department complies especially in openness and transparency and access to information. I [was] deployed to Asia in 2010 to the World Expo to represent South Africa for

visits, outward and inward, through the of International Relations and Cooperation and embassies. I have also served in the Wellness Committee and even won the award for being one of the most dedicated employees in our team. I was fortunate enough to have been chosen to go to Israel on a scholarship programme to further my studies in [the] management of HIV and AIDS.”

“Through [the role] I have played [a role] in promoting business linkages and building relationships, both nationally and internationally. visits, outward and inward, through the of International Relations and Cooperation and embassies. I have also served in the Wellness Committee and even won the award for being one of the most dedicated employees in our team. I was fortunate enough to have been chosen to go to Israel on a scholarship programme to further my studies in [the] management of HIV and AIDS.”

In 2003, Nthabiseng led forty South Africa business women to the Global Summit of Women - in Marrakesh, Morocco - with the then Deputy Minister, Lindiwe Hendricks. She also facilitated and led a delegation of 15 emerging farmers to Minneapolis, in the US, to seek opportunities, joint

In 2003, Nthabiseng led forty South Africa business women to the Global Summit of Women - in Marrakesh, Morocco - with the then Deputy Minister, Lindiwe Hendricks. She also facilitated and led a delegation of 15 emerging farmers to Minneapolis, in the US, to seek opportunities, joint

“I have been to more than 54 countries doing investment promotion and facilitation [and] diplomacy work. As part of Team South Africa, we have brought several companies to invest in South Africa and have taken South African companies through the Department of Trade, Industry and Competition abroad to seek joint venture opportunities and seek more export opportunities. As a leader of our department, I have groomed many interns who are now in higher management positions. As a department, we prioritise gender empowerment and we are on track as most women are now in senior positions,” she said.

“I have been to more than 54 countries doing investment promotion and facilitation [and] diplomacy work. As part of Team South Africa, we have brought several companies to invest in South Africa and have taken South African companies through the Department of Trade, Industry and Competition abroad to seek joint venture opportunities and seek more export opportunities. As a leader of our department, I have groomed many interns who are now in higher management positions. As a department, we prioritise gender empowerment and we are on track as most women are now in senior positions,” she said.

In 2022 Dr Nthabiseng Maude Mthethwa won the Standard Bank Top Women Leader in Public Sector award.

In 2022 Dr Nthabiseng Maude Mthethwa won the Standard Bank Top Women Leader in Public Sector award.

On the hopes she has for the department for the future, she says she hopes she imparts leadership skills, gains management experience, and empowers as many team members as possible by instilling by example is my priority as I sit in the Batho Pele Forum knowing that empowerment principles are applied at all times,”

On the hopes she has for the department for the future, she says she hopes she imparts leadership skills, gains management experience, and empowers as many team members as possible by instilling

by example is my priority as I sit in the Batho Pele Forum knowing that empowerment principles are applied at all times,”

- Dr Nthabiseng Mthethwa.

- Dr Nthabiseng Mthethwa.

THE JOURNEY THAT LED TO ENGINEERING

I completed my Bachelor of Science degree in Civil Engineering at the University of the Witwatersrand. I developed a love for science and mathematics and believed that inspired to study engineering because I love seeing the fruits of my labour coming alive through the building of civil infrastructure.

Engineering elements are all around us, and I wanted to be a part of building our country through the implementation of infrastructure services. Service delivery remains a huge concern for most communities within South Africa, and this speaks to the vast opportunities for us as engineers to implement projects to provide these essential services.

ENGINEERING A CAREER

By Tshegofatso Sibambato

My current role is predominantly geared towards being a project leader and managing the planning, executing, monitoring, and controlling processes involved in the lifecycle of a typical project. I am also a Design Engineer, with my primary focus being on stormwater drainage design.

CHALLENGES FOR WOMEN IN ENGINEERING

The main challenge that I have faced as a black female engineer is that you constantly need to prove yourself. You

believe you deserve and ensure that you have a solid support structure. The lens through which you are observed is

for males, and because of that you have bouts of imposter syndrome coming into play, feeling like I do not belong in

I have what it takes and do perform satisfactorily at the end of the day.

OVERCOMING CHALLENGES

Always remember why you wanted to become an engineer and keep reminding yourself of that. Create networks of individuals who have your best interests at heart and who will help you to

succeed. Determine what your career help you to obtain the skills that you need along that journey and be careful who and what you choose to listen to.

TRANSFORMATION IN ENGINEERING

Efforts are constantly being made for the engineering industry to transform. Many women continue to excel in the industry and have paved the way for others to have better experiences than they did. Diversity brings strength, and because of that more women are needed in the industry so that the necessary corrective measures can be taken. There are many roles that one

attained valuable mentors from Zutari who are helping to guide my technical and professional development.

My development has been holistically centred around becoming a highperforming professional. I have attended courses and workshops that have broadened both my engineering and management knowledge. In addition, I have gleaned a lot of nuggets of wisdom

individuals who have a wealth of work and life lessons to share with everyone.

There are many roles that one can fulfil as an engineer; you just need to find the one which best suits you

The Cape Town International Convention Centre IN CONVERSATION WITH CTICC’S WOMEN LEADERS ABOUT THE CTICC

The CTICC is a world-class venue for regional, national, and international meetings, conferences, exhibition, trade fairs, banquets, concerts, lm shoots and stage productions, where people meet, collaborate, create, and nd solutions.

Since opening its door 20 years ago, the CTICC has impacted lives by creating economic opportunities. It is a catalyst for social change and stimulates signi cant economic growth and job creation in the Western Cape province and is recognised as an invaluable contributor to the sustainable development of the City of Cape Town, the Western Cape, and South Africa.

Four of CTICC’s women leaders joined our conversation about gender diversity and inclusion in their sector. What emerged were some heart-felt insights and lessons that helped shape their careers and the organisation.

PASSION AND PURPOSEWHERE IT ALL STARTED

When looking back, passion and purpose, although unconscious and unformed, was present as early as their pre-teen years that underpinned their journeys to leadership.

Taubie Motlhabane, CTICC’s Chief Executive O cer, remembers being strongly vocal, determined, curious and a collector of diverse new friends from all cultures, religions and colours, against a background of discipline and solid values from her strict schoolteacher mother. This helped shape her strong commitment and trajectory of creating sustainable social impact as a leader.

Tracy Mkhize, General Manager: Food and Beverage Operations, avoided housework by burying herself in schoolbooks. By researching and looking for answers and tting all the pieces together, she developed an approach which was to become her modus operandi in later years.

Mandy Whatford, Maintenance Coordinator developed her passion for solving technical problems as a young girl, raised by two older brothers who taught her to play soccer, x bikes, throw a mean punch, and wear pants instead of pretty dresses. This inevitably led her to nd a home in the technical department at the CTICC.

By always keeping one’s vision focussed on the big picture has helped all four women overcome day-to-day challenges. They agree that by identifying and following their passions, and then adding purpose and discipline, they were able to develop capacity as leaders.

+27 21 410 5000

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Head of Sales, Lillian Hlabangane spent her afternoons after school helping to earn the household income by selling her grandmother’s home-grown vegetables doorto-door, honing her networking, and selling skills that would stand her in good stead at a later stage.

SELF-MOTIVATION, FREEDOM AND FAILURE

According to the CEO, Taubie, self-motivation and independence are the hallmarks of her management style. She has been in the

Tracy Mkhize General Manager: Food and Beverage Operations

Lillian Hlabangane Head of Sales

Mandy Whatford Maintenance Coordinator

Taubie Motlhabane

business events and tourism industry for most of her career spanning over 30 years, with roles varying from head of a convention bureau, head of conferences, head of events to business tourism manager.

Tracy, who has over two decades of experience in the hospitality industry, and an EXCO member, a rms that allowing space for people to nd their own solutions and not micromanaging them develops trust, and this is key to instilling strong leadership traits. This has helped her develop strategic plans and set priorities for the business as part of her portfolio.

Taubie adds that freedom and close management can be a balancing act as everyone is di erent, and a leader needs to understand their teams, and know what kind of management style works best for them. This is not always easy.

She also emphasises the importance of a culture of freedom to make mistakes in the workplace, “As leaders, we need to encourage failure as a necessary pathway to success, and if we learn to own our mistakes and be accountable, great things can happen,” she says.

For Mandy, the freedom to dream big, take on challenges and nd solutions, has been her source of inspiration that gives her the ‘big highs’ in her career. Most importantly, she encourages other women to never be afraid to fail, as through failure, you learn and evolve. “A skilled sailor does not become skilled in calm waters but stormy waters,” she adds.

TALKING GENDER EQUALITY AND INCLUSION

Lillian, Head of Sales, is not only highly experienced in hospitality, business events and destination marketing, but has always been a complete empath and holistic leader, which accounts for her success in running the sales division. She says that the events and hospitality industry is women orientated, and in her division, women are naturally attracted to and are very good at sales due to empathy, ability to listen and build relationships. What has been more challenging is running the risk

of reverse gender parity to ensure there is a balance of male/ female energy which results in a more balanced lens.

Taubie adds that the CTICC has always been very deliberate about gender parity across all levels of the organisation. She points out that during its 20 year history, there have been four CEOs, two of whom have been women and two men, spread evenly across racial demographics. In addition, the EXCO and MANCO have both sustained gender equality and inclusion over the years. She goes on to say that the CTICC has really done it really well, and avoided the proverbial ‘Irish co ee’ syndrome where the small top layer are men and the bottom layer women.

Mandy says that the challenge in the workplace is career stereotyping, which starts during childhood, when parents point their o spring to careers that are clearly gender speci c. She adds that it’s best to lead ‘by example’, or what Taubie terms as ‘lead from the front’, as people relate to the fact that a woman has achieved a leadership position in what was traditionally a man’s career, such as maintenance, facilities management or leading an organisation. This gives them hope and courage to follow suit!

From a practical gender diversity and inclusion practice, Tracy adds that every CTICC department has an appointment target, and this is strictly adhered to and tracked to achieve the set goal.

INNOVATING BY BREAKING THE RULES

Amongst the CTICC values of passion, integrity, excellence, gratitude and caring, is innovation. According to Taubie, innovation

is only possible if there is a genuine culture of curiosity, freedom, and encouragement to break the rules and think out-of-the-box. All four women concur that this value was key to the survival of the pandemic, when the centre was closed for business for extended periods of time. Innovation enabled the CTICC to develop a robust and resilient attitude that helped reinvent and reposition its future.

Taubie stresses that future leaders, especially women, need to develop innovation as a core muscle within an organisation in order to be exible and nimble enough to take on any challenge and opportunity.

ADVICE TO MY YOUNGER SELF

MANDY: ‘Allow yourself to fail; it results in valuable experiences and wisdom.’

LILLIAN: ‘Always ask: Did you hurt anyone with the decision you made?’

TRACY: ‘Actively practice self-love and selfrespect while you empower others.’

TAUBIE: ‘Trust your instincts and get rid of the self-doubt. You are enough, and perfect as you are!’

ABOUT CTICC

Founded: 2003

Employees: 198

Women Employees: 102 out of 198 (51,5%)

Shareholders: City of Cape Town; Western Cape Province; Sun West International

Spaces: The CTICC complex is 140,855 square metres, comprising two buildings, CTICC 1 and CTICC 2, connected by a Skybridge.

Nomazibulo Tshanga, Founder and Managing Director of Ziyana Consulting, took home the Standard Bank Top Woman Entrepreneur of the Year Award in 2022. Here she shares what winning meant to her and takes us through Ziyana Group’s work.

Solutions beyond the ordinary ZIYANA GROUP

Ziyana Group is a bespoke professional services

ensures that we place people at the forefront of our client’s strategy by tailoring solutions that leverage technology. At the core of our values is to build result focused teams to drive superior business performance. We also provide cuttingedge enterprise technology solutions that shape organisations to be data-centric, streamline business processes and enhance business intelligence through placement of IT and digital

Project Management Business Strategy Advisory

Enterprise Technology and Business Process Leadership Capacity Building Future Skills Hub

We are currently working with a global fast-food which will see over 200 leaders participating in the programmes in the year 2023/ 2024. The academy will deliver accredited NQF aligned Leadership Development Programmes in support of its People Development strategy to attract, retain and develop talent. The leadership programme is meant to build leadership bench strength by promoting innovative and agile thinking amongst leaders. This will be our client for growth especially in the current challenging economic climate.

Thank you, it was a beautiful moment that happened the night before I turned 40 years old, my last day in my 30’s. I remember my team loudly singing “Happy Birthday” at 12 o’clock midnight, during the award ceremony. Entering the awards was an intentional and strategic move for the business. We were in the process of unbundling our services for our new strategic direction and growth and placing those bundled services in a group/holdings company called Ziyana Group. Winning the awards meant gaining industry credibility, boosting company reputation and gaining seen revenue growth from companies we weren’t doing business with before. Potential clients are recognising our brand and want to do business with us.

Ziyana was started as an attempt to solve people-problems through organisations in uncovering the true value in people through People Management and Leadership Development. I founded the company with corporations, so this was a natural step. Founding the company also gave us an opportunity to participate in economic activities by means of creating employment in an attempt to alleviate youth unemployment burdens and also create value in our society.

We’ve also introduced new capabilities within the Group, IT, Project Management, Enterprise Technology and Business Process. These capabilities will fall under Ziyana Technology which is a subsidiary company under the Group umbrella.

we cannot wait to service clients, particularly in the

267 West Avenue. Centurion,

info@ziyanaconsulting.co.za

www.ziyanagroup.com

Ziyana Capabilities

PEOPLE | SOLUTIONS | TECHNOLOGY

WHO WE ARE

Ziyana Group is a bespoke professional services provider offering future focused business solutions to our clients in Africa Our business is people centered, solutions driven and technology inclined. We go beyond the call of duty to gain understanding of our client strategies, the markets in which they operate in and the talent they need to achieve their business performance

OUR APPROACH

Our approach ensures that we place people at the forefront of our client’s strategy by tailoring business solutions that leverage on technology. At the core of our values is to build result focused teams in order to drive superior business performance Our talent and enterprise technology solution focus on driving strategic planning, project management, change management and leadership coaching by aligning organizational effectiveness to be supported by a clear business strategy

LEADING – EDGE ENTERPRISE TECHNOLOGY SOLUTIONS

We provide leading – edge enterprise technology solutions that shapes organisations to be data centric, streamline business processes that enhances business intelligence and analytical capabilities thereby enabling effective risk management. This is achieved through our IT and digital skilled resources specializing in information and digital technology, software developers, Cyber Securities and Business Analysts

DDoS SECURE

DDoS SECURE

WHAT IS A DDoS ATTACK?

WHAT IS A DDoS ATTACK?

Cybercriminals boast many weapons in their arsenal, but one of the most damaging is that of a Distributed Denial of Service attack (DDoS).

Cybercriminals boast many weapons in their arsenal, but one of the most damaging is that of a Distributed Denial of Service attack (DDoS).

DDoS SECURE

WHAT IS A DDoS ATTACK?

Cybercriminals

PROTECTION AGAINST DDoS ATTACKS SAFEGUARDS:

WE PROVIDE CONSULTING SERVICES, TALENT AS A SERVICE, AND CREATIVE SERVICES.

Bizmod is a 100% women-owned IT and management firm with a Level 2 BBBEE certification. Our CSI strategy is to develop women entrepreneurs, equipping them with skills and a sense of self-worth for personal and professional benefit. We also take pride in developing talented women and African professionals from across the continent.

Our Talent as a Service (TaaS) offering allows clients to get on-demand delivery of high-quality, highly skilled tech talent to fill specific gaps in their organisations. Our talented people are trained and equipped to help organisations right away, and we act as your talent advisors to ensure the most effective solution for your organisational needs.

At Bizmod, we offer a comprehensive 360 Talent service to assist clients with Projects and Implementations at all stages, from Design to Deployment. Our talented team specialses in:

IT and Business:

Managed Delivery service for the full lifecycle of a project both technically and business centred.

Data Management: Qualitative and Quantitative capabilities to assist with business specific intelligence required.

ICT: The relevant and latest industry leading technologies and security standards.

Creative Projects: All your creative needs from digital to print, informative to regulatory as well as research.

Providing managed delivery services and assisting with business-specific intelligence. We source the most appropriate talent for your needs, and our back-office support ensures effective reporting, account and delivery management.

Choose our Talent as a Service (TaaS) offering for a fit-for-purpose solution to your talent sourcing needs.

Yandisa Hene founded YANDA Consulting, a growth consulting agency, after more than a decade of involvement in strategic innovation projects for leading businesses. “I founded YANDA Consulting with the ambition of doing purpose-driven work that will outlive me.” Here she takes us through the purpose driven work of YANDA Consulting and shares their plans for 2023.

WHAT WAS THE JOURNEY WHICH LED TO YOU FOUNDING YANDA CONSULTING?

Making an indelible impact has always been at the center of everything I do. Which is why I founded YANDA Consulting so that I could leverage the skills acquired in growing brands growth and success. I am proud of the incredible work the team has done in the entrepreneurship landscape, and I hope that we can continue to live out our mission to support the eradication of poverty one SMME at a time.

WHAT SERVICES DOES THE COMPANY OFFER?

At YANDA we partner with corporations and government agencies to develop innovative growth interventions for

sustained corporate and small, medium and micro-enterprise growth. We do this through:

1. World class enterprise and supplier development programmes

2. Insight driven innovation strategies to drive short-, medium- and longterm business goals.

3. Mentorship and coaching – at YANDA we believe that personal and professional growth is key for business growth which is why we support SMMEs with 1:1 tailored coaching interventions

WHAT HAVE BEEN YOUR MOST MEMORABLE PROJECTS AT YANDA CONSULTING?

We have been blessed to have worked on so many memorable and impactful projects over the past couple of years, a few that come to mind are:

1. The coaching interventions we did for the Innovation Hub where one SMME, Circumfort, tripled their growth, enabling them to purchase a company vehicle and employ additional staff members

2. We launched an SMME that was on the Sasol Incubation Program and moved into SPAR retailers in the Eastern Cape.

3. Consulting on the KFC Hack-APreneur Campaign and coaching the top 3 winners was memorable.

4. Leading the launch of award-winning innovations for Kellogg South Africa during the COVID-19 lockdown was impressive.

HOW HAS THE GROWTH IN TECHNOLOGY IMPACTED ON YOUR BUSINESS MODEL?

It has improved our communication processes with clients, SMMEs and internally. We are also able to

disseminate and receive feedback us to act in real-time. We have shared storage and collaborative workspaces which has increased level of work.

Our aim is to expand beyond South Africa and technology has enabled us to reach and tap into new economic markets that would not be available to us as a business.

WHAT EXCITING PLANS DO YOU HAVE FOR 2023?

We are continuously working on innovative ways to partner for success with our clients and SMMEs. This year we will be launching a Marketing Implementation Training Programme designed to empower SMMEs with the tools to launch their programmes in a

be launching ground breaking innovations our endeavor to empower and connect SMMEs with potential clients we will be

and our “A Lesson in Session” YouTube series.

MGI RAS has a common purpose of providing world class professional services in South Africa and globally which we realise by providing sustainable solutions aimed at enhancing good corporate governance,

development in both the public and private sectors of the economy.

MGI RAS is a transformed professional empowering service provider according to the B-BBEE codes of good practice.

MGI RAS, which has been in business for ten years and has over 80 years

development in terms of revenue and clients in recent years. The business is made up of Chartered Accountants, ESG and IT professionals, and has

The company’s full range of services include a growing leadership and learning acceleration academy (including internal); quality assurance consulting; sustainability and ESG (advisory and

advisory; and outsourcing of accounting and audit skilled people.

is required for a company to meet its strategic, operational, compliance,

consultancy customers by assisting them in developing and maintaining

to guarantee that skills are transferred to our client's team during the engagement(s) to ensure continuity when our assignments are completed. We advise customers on how to achieve their targeted transformation goals in accordance with their organizations' strategic goals. We also give training to organizations in regions where we have provided consulting services.

traceable record in providing leadership in various institutions in both public sector and private sector environments. The MGI RAS team possess the acumen

industries in South Africa, the United

Kingdom and the United States of in auditing and consulting for various private companies, major Public Entities, Municipalities, Government

and embraces women empowerment as

Park, 12 Bauhinia Street Highveld, Technopark Centurion South Africa, 0169

info@mgiras.com

ICAS SOUTHERN AFRICA

THE LEADING PROVIDER OF EMPLOYEE WELLNESS PROGRAMMES

ICAS was founded by Dr Michael Reddy in the UK in 1987 as a specialist provider of organisationally focused employee support solutions built on the provision of high-quality clinical care. Its founding vision was to help organisations “to protect and develop their investment in people.”

ICAS was acquired by Lyra Health in 2021 (in the US). The successful existing partnership between Lyra and ICAS provides companies with a single source for high-quality, comprehensive, evidence-based, culturally responsive mental health care. With ICAS, Lyra will serve 10 million members and their families across 155 countries.

In 2023, ICAS Southern Africa has a client base of over 1000 organisations across all sectors of the economy. It provides services to over 2, 000, 000 employees and their immediate dependents employees across Africa. It remains part of a large international organisation that continues to expand across the continent with an increasing range of services.

leader of people-focused solutions, resulting in improved organisational

TOP WOMAN

Navlika Ratangee

ICAS Southern Africa Managing Director made them feel. – Maya Angelou

ACHIEVEMENTS

Currently the Managing Director of ICAS Southern Africa. A GIBS MBA graduate and Clinical psychologist. Selected by McKinsey & Company for their WomEnpower event, developing future female leadership for the global community. Completed an MBA in 2016 with distinction, awarded academic honours for being the top graduate for the MBA programme at GIBS.

SA was recognised as a Top Gender Empowered Company in South Africa

Standard Bank Top Women Awards: Top Women Business in the Health and Pharmaceutical sector and was awarded winner for Top Women Business for Diversity, Equity and Inclusion. processes, governance and systems.

SOCIAL RESPONSIBILITY INITIATIVES:

ICAS SA is proud to provide professional services to the following NGOs:

•

• Committee

• Reach for a Dream

• Smart Start

• Powa

GENDER POLICIES

ICAS Southern Africa is a Lyra Health company and thus we are aligned to the global vision of diversity. We have a director in charge of Diversity, Equity, Inclusion and Belonging (DEIB), and we even have an internal channel dedicated to this where staff can access for up-todate information relating to DEIB, best practice guidelines and training. DEIB is at the heart of our organisation.

NAVLIKA RATANGEE ICAS Southern Africa Managing Director

It is part of who we are not only in the creating a culture of diversity of thought (neurodiversity).

FIVE TIPS ON SURVIVING AND THRIVING IN BUSINESS

1. Firstly, love what you do!

2. the trap of believing you need to have all the answers.

3. Build strong relationships.

4. Create a culture of care.

5. Fail fast.

WHAT ARE THE CURRENT AND FUTURE TRENDS IN YOUR SECTOR?

The employee health and wellbeing sector is constantly evolving. As a result of the COVID-19 pandemic wellbeing in general has been taken more seriously with many organisations focusing on this strategically. These trends include not just what we are seeing in the workplace but in society as a whole.

WHAT IS YOUR POSITION ON DOING BUSINESS IN AFRICA?

ICAS Southern Africa currently has a footprint in various countries across the

continent. As of 2023, we are operating within 20 countries. We are encouraged to see the number of opportunities that exist to expand across the continent, reaching new markets and accessing a growing consumer base.

WHAT TECHNOLOGICAL INNOVATIONS ARE YOU USING IN YOUR ORGANISATION TO KEEP IN LINE WITH THE FOURTH INDUSTRIAL REVOLUTION (4IR)?

As a precursor to positioning 4IR or even 5IR, it should be noted that we consider mental health and putting the we do (5IR focus) to be the main emphasis. As an organisation we have as a value technological innovation. This relates to a sustainability perspective, an innovation perspective and differentiating ourselves in the industry We aim to bring human centric solutions to our clients that much quicker, real impact.

With that context in mind some of the name a few, include:

• The move to cloud computing

• Business Process Automation

• Advanced Analytics

• IoT (Internet of Things)

HOW ARE YOU INTEGRATING THE DRIVE FOR SUSTAINABILITY INTO YOUR ORGANISATION?

As we are a wellbeing company, part of our values includes employee wellbeing including environmental wellbeing. Driving sustainability for us means that we employ methods and tools of creating an environment where we thrive as individuals and as society as a whole. This builds longevity and purpose for the organisation in the future world of work.

WHICH FEMALE LEADERS INSPIRE YOU THE MOST, AND WHY?

Global women leaders that are inspirational to me include Indira Nooyi and Sheryl Sandberg.On a local SA level, I am inspired by Busisiwe Mavuso, the current CEO of Business Leadership of South Africa (BLSA), which is an largest corporations.

Professor Flavia Senkubuge is a

from the Edinburgh Business School Sciences at the University of Pretoria, South Africa. She is also the Immediate Past President of the Colleges of Medicine South Africa (CMSA).

HOW HAVE YOU IMPLEMENTED GENDER DRIVEN DEVELOPMENT IN THE WORKPLACE?

There are many things that we did as a team but I will highlight just one. The change because it is no longer good enough as leaders to bring women into spaces where they must suffer in order to survive. It is no longer just about a seat at the table where one is constantly being minimised and invisibilised. It is about having, owning that seat at the table and thriving.

black woman president and I was not willing to spend my entire tenure being minimised, invisibilised, enduring and of call was to create an architecture conducive for transformation for everyone. It did take some hard decisions but once the architecture was created, we then got down to crafting policies that were gender driven and transformative. This ensured sustainability of our new order Only then did we invite women to sit

THE COLLEGES OF MEDICINE OF SOUTH AFRICA

INTERVIEW WITH CMSA IMMEDIATE PAST PRESIDENT, PROF FLAVIA SENKUBUGE

at the table where their full humanity and potential was seen and celebrated. It was about creating safe spaces for gender driven development. I continue to mentor and support those women leaders because you cannot just appoint women into positions and let them be, you need to fully support them and walk the entire journey with them.

HOW HAS GENDER EMPOWERMENT STRENGTHENED YOUR ORGANISATION?

Our organisation has not only been strengthened by gender empowerment it has been fully transformed. If I had to pick two things they would be the following:

1. Our core values have dramatically changed to kindness and compassion. In the past these values were not even remotely possible but because of women being part of the leadership team, these values are now a cornerstone.

2. Because of the structural changes

we now have more women leaders in the organisation and even many more willing to put their hand up to lead.

HOW ARE YOU INTEGRATING THE DRIVE FOR SUSTAINABILITY INTO YOUR ORGANISATION?

Firstly, by ensuring that all our gains are enshrined into our policies, strategies and practice. Secondly, by having a strong oversight mechanism

through our structures such as the board and senate

WHAT SKILLS DO YOU THINK LEADERS OF THE FUTURE ARE GOING TO NEED?

Leaders of the future will be dealing very complex. I would say the top 3 skills are as follows:

1. Innovative agilityfuture leaders will need to be constantly reinventing and changing course. There will be no place for rigidity and one has to be at the cutting edge of development

2. Compassionate acumenleading with heart and love. My belief is that in order to be a great leader you have to create peaceful and loving environments where people can fully live out their dreams

3.I coined this one to mean that a leader has to recognise their full humanity while being cognisant of the past and that which is required of them in future.

WHICH FEMALE LEADERS INSPIRE YOU THE MOST, AND WHY?

heart and soul. She is rooted in and

of the certitudes of the ancestors. She

INTERVIEW WITH YOLOKAZI THEMBAKAZI KANZI, ACADEMIC REGISTRAR, CMSA

HOW HAS GENDER EMPOWERMENT STRENGTHENED YOUR ORGANISATION?

“Many hands make light work”

The CMSA 2020-2023 triennial democratic elections yielded a Senate that is 66% black and 55% female. In 2018, the CMSA elected

Director to serve on the Board of Directors at CMSA.

has been one of the core areas. PLEASE DESCRIBE THE CORE RESPONSIBILITIES AND MANDATE OF THE CMSA

The core responsibility and mandate of the CMSA is examining medical and dental professionals who want to become specialists. We conduct quite complex examinations. An average of 105 examinations are conducted each semester, twice a year. Our vision is to provide our candidates with exceptional service.

HOW HAVE YOU IMPLEMENTED GENDER DRIVEN DEVELOPMENT IN THE WORKPLACE?

The CMSA has several policies that are related to gender empowerment. Recently, two of the women managers in my portfolio have advanced and completed degree respectively. I have supported them throughout their journey as their line manager by ensuring that we have staff who will apply their learning to organisational success and business continuity. I uphold

form of discrimination. Every voice is heard irrespective of gender. I allow growth and promote emerging leaders and managers to lead and manage to the best of their abilities and beyond.

Gender empowerment has been strengthened by gender equality in the workplace which ensures staff retention and continuous development. In 2020 I was appointed as the quest to transform the organisation, I have made strides in improving the management and leadership style in the organisation as well as communication, more especially in my portfolio.Communication in the organisation has improved following the continuous reengineering process that I embarked on. In

Black Executive, and Academic Registrar.

WHAT TECHNOLOGICAL INNOVATIONS ARE YOU USING IN YOUR ORGANISATION TO KEEP IN LINE WITH THE FOURTH INDUSTRIAL REVOLUTION (4IR)?

The CMSA is the national examining body for medical professions in South Africa. I have played an integral role in the reengineering of the examination modality and initiated virtual appointments with CMSA candidates. CMSA has reengineered and advanced its examinations by digitising them. Written examinations are conducted online and performance examinations are conducted via Zoom video conference. Adequate hardware has been procured. CMSA uses microwave connection as a backup with hacking or data breaches. The CMSA staff operates on a hybrid model which allows business continuity.

WHAT IS YOUR POSITION ON DOING BUSINESS IN AFRICA?

I was honored to participate in the recently well-represented International Medical Education Leaders Forum – Africa (IMELF) hosted by CMSA. Partaking in this conference has been eye-opening and increased my keenness in developing and maintaining professional relations with other women in leadership from Africa. I play a pivotal role in working toward offering more postgraduate diplomas that will be accessible globally.

The CMSA aims at strengthening engagement and collaboration with Medical Councils in Africa that would like to advance and certify a Diploma option. The CMSA has external examiners from our African sister colleges who play observer roles.

WHICH FEMALE LEADERS INSPIRE YOU THE MOST, AND WHY?

Professor Flavia Senkubuge, the Immediate Past President of the CMSA inspires me at so many different levels but most importantly in my career. In 2018, she was elected

CMSA. As young as she is, she has many accomplishments in her bag. Her humility and dedication to her transformation agenda are top notch. As the Immediate Past President of the CMSA, she has transformed the CMSA to several women leaders including me. Her global presence inspires me to aspire to further tap into the global space.

WHAT ARE YOUR 5 TIPS FOR SURVIVING AND THRIVING IN BUSINESS?

Cultivate strategic partnerships

Embrace change

Passion

Dedication

Stay positive

Masego Consulting is a 100% black female-owned management consulting

They consider themselves Human Capital Transformation specialists who help their clients transform in their way of work.

collaboratively, with their client teams to co-create a customised solution for seemingly generic business challenges.

HOW HAS GENDER EMPOWERMENT STRENGTHENED YOUR ORGANISATION?

Gender empowerment has allowed us to strongly about but our company credentials and those of our senior management team spoke for themselves. It has also catalysed our access to clients with female executives in leadership as they can easily identify with our core delivery teams since we are pro-women.

WHAT ARE YOUR ORGANISATION’S GENDER EQUALITY AND BEE RATINGS AND POLICIES?

• Level 1 B-BBEE

• 95% of management & executives are female

• In our core delivery team, which is predominantly contract driven, 80% of our contractors are female

MASEGO CONSULTING

INTERVIEW WITH FOUNDER & MANAGING PARTNER, TEBOGO MOATSHE

WHAT ARE THE CURRENT AND FUTURE TRENDS IN YOUR SECTOR?

• Strategic Alliances: Firms are forming strategic alliances and partnerships to more effectively service clients and

to focus on their high-touch client engagement model

• Purpose-driven consulting: Clients are increasingly asking us to help them integrate purpose into their business strategies, as they recognise that having a clear sense of purpose can lead to improved employee engagement, customer loyalty and

• Digitisation: Migration from manual and basic tools of trade to conducting work and delivering value to clients using digital tools for visualisations, tracking, story-telling etc.

• AI Automation: Use of tools to drive productivity and collaboration; e.g. the use of ChatGPT to better support the employee lifecycle (from recruiting, to onboarding, to training, to performance management and employee engagement)

WHAT SKILLS DO YOU THINK LEADERS OF THE FUTURE ARE GOING TO NEED?

A future leader should embody the necessary skills and characteristics required to successfully lead a workforce or team of the future, such as:

• Tech-Savvy/Digital mindset

• Coaching

• Emotional Intelligence

• Servant Leadership

• Collaboration

• Human and social consciousness

• Agility

• Empathy

WHICH FEMALE LEADERS INSPIRE YOU THE MOST, AND WHY?

I am inspired by many female leaders such as Michelle Obama and Oprah Winfrey, however, my biggest inspiration is my late grandmother. Not only was she a successful business woman her entire life, until she retired at 80 years old, she was a woman of stature, poise and strength who always encouraged me to go after what I wanted and to always stay true to myself. She constantly reminded me that no-one owes me anything in this world and that I need to wake up every day and work for my dreams.

FIVE TIPS ON SURVIVING AND THRIVING IN BUSINESS:

• create your own seat

• Forget about imposter syndrome, you are exactly where you are supposed to be… believe in yourself

• Trust the process

• Own your development and take on as many opportunities that come your way

• especially when the going gets tough

Email: tebogo@masegoconsulting.co.za

Website: www.masegoconsulting.co.za

TEBOGO MOATSHE Founder & Managing Partner

KABELO HLAHANE , CEO and Founder

KABELO HLAHANE , CEO and Founder

KPH Quantity Surveyors (KPHQS) is 100% black female-owned with operations countrywide.

KPH Quantity Surveyors (KPHQS) is 100% black female-owned with operations countrywide.

consultants in construction and property development, advising clients on affordable and viable project strategies, while maintaining high levels of estimation and management of costs.

consultants in construction and property development, advising clients on affordable and viable project strategies, while maintaining high levels of estimation and management of costs.

Kabelo Hlahane , CEO and Founder of KPHQS, is an experienced, registered Professional Quantity Surveyor with a B.Sc. (Honours) in Quantity Surveying and B.Sc. in Property Development. In the past 10+ years, she has gained extensive knowledge and experience in cost estimation, cost control, value engineering and contract administration. Kabelo is an innately hardworking, reliable, and goal-oriented individual. She is also a principled and sincere leader with effective communication skills that create healthy working environments, which result in the successful delivery of projects.

Kabelo Hlahane , CEO and Founder of KPHQS, is an experienced, registered Professional Quantity Surveyor with a B.Sc. (Honours) in Quantity Surveying and B.Sc. in Property Development. In the past 10+ years, she has gained extensive knowledge and experience in cost estimation, cost control, value engineering and contract administration. Kabelo is an innately hardworking, reliable, and goal-oriented individual. She is also a principled and sincere leader with effective communication skills that create healthy working environments, which result in the successful delivery of projects.

KPH QUANTITY SURVEYORS YOUR VISION, OUR EXPERTISE

KPH QUANTITY SURVEYORS YOUR VISION, OUR EXPERTISE

Her career is characterised by her demonstrated commitment to the profession, her passion for skills development as well as her entrepreneurial spirit. Her competitive

of a few registered professional female quantity surveyors in the industry and has a reputation for meticulousness and excellent quality of work. In addition, KPHQS is one of a few female-owned Quantity Surveying firms in the country.

Her career is characterised by her demonstrated commitment to the profession, her passion for skills development as well as her entrepreneurial spirit. Her competitive of a few registered professional female quantity surveyors in the industry and has a reputation for meticulousness and excellent quality of work. In addition, KPHQS is one of a few female-owned Quantity Surveying firms in the country.

FIVE TIPS ON THRIVING IN BUSINESS

FIVE TIPS ON THRIVING IN BUSINESS

1. Persevere and find ways to develop yourself/business

1. Persevere and find ways to develop yourself/business

2. Review your business strategy regularly and be willing to adjust

EMPOWERMENT-RELATED CSI INITIATIVES

EMPOWERMENT-RELATED CSI INITIATIVES

strategy and speaks to two of its core values, namely collaboration and accountability. Given the large number of women-headed households today, KPHQS intends to enter into strategic partnerships with social initiatives promoting gender empowerment via access to learning and development opportunities, including early development phases.

strategy and speaks to two of its core values, namely collaboration and accountability. Given the large number of women-headed households today, KPHQS intends to enter into strategic partnerships with social initiatives promoting gender empowerment via access to learning and development opportunities, including early development phases.

STATISTICAL OVERVIEW

Percentage of female shareholders: >50.1% female shareholding

STATISTICAL OVERVIEW

Percentage of female shareholders: >50.1% female shareholding

3. Set healthy boundaries

2. Review your business strategy regularly and be willing to adjust

Percentage of female executive directors/senior management: >50.1% female executive directors

4. Know your worth - be bold enough to demand fair market rates

3. Set healthy boundaries

4. Know your worth - be bold enough to demand fair market rates

5. Decide what your brand is compromise

5. Decide what your brand is compromise

EMPOWERMENT POLICIES CURRENTLY IN PLACE FOR YOUR EMPLOYEES

EMPOWERMENT POLICIES CURRENTLY IN PLACE FOR YOUR EMPLOYEES

KPHQS recognises that gender disparity still exists, and whilst offering equal career opportunities for persons of all gender, it prioritises investment in and promotes women empowerment through recruitment, retention, career mobility, mentoring and development training, with the aim of increasing the proportion of skilled females in the industry.

KPHQS recognises that gender disparity still exists, and whilst offering equal career opportunities for persons of all gender, it prioritises investment in and promotes women empowerment through recruitment, retention, career mobility, mentoring and development training, with the aim of increasing the proportion of skilled females in the industry.

Percentage of female executive directors/senior management: >50.1% female executive directors

CONTACT INFORMATION

CONTACT INFORMATION

Physical address: Barbeque Downs, Midrand, 1685, Gauteng, South Africa

Telephone: +27 87 152 4000

Physical address: Barbeque Downs, Midrand, 1685, Gauteng, South Africa

Telephone: +27 87 152 4000

Email: info@kphqs.com

Email: info@kphqs.com

Website: www.kphqs.com

Website: www.kphqs.com

Instagram: kphqs

LinkedIn: KPH Quantity Surveyors

Instagram: kphqs

LinkedIn: KPH Quantity Surveyors

Founded in 1887, Gold Fields is one

It has since developed into one of the top gold miners in the world, with nine mines and two projects in six countries on four continents. Its vision is to be the preferred gold mining company, delivering sustainable, superior value. Its purpose is creating enduring value beyond mining.

Since joining Gold Fields, Rosh Bardien, Executive Vice President: People and Organisational Effectiveness, has advocated for a more diverse and inclusive organisation, promoting a change in the gender demographics of the business. This includes women in mining and women in leadership positions. Over the last few years, she has created greater awareness of the value that diversity and inclusion brings to the business and developed a new approach and transparency in dealing with harmful behaviours. Gold Fields has won numerous D&I awards and is recognised for its commitment towards gender equity and development of talent. Here Rosh shares how it has implemented gender driven development and how it has strengthened the organisation.

GOLD FIELDS MAKING GENDER EMPOWERMENT PART OF THEIR DNA

HOW HAVE YOU IMPLEMENTED GENDER DRIVEN DEVELOPMENT IN THE WORKPLACE?

Making it part of our DNA through the establishment of supportive

equality targets and interventions that unlock the potential in our employees. Celebrating diversity is done across our regions through many events which include

Mental Health Week, plus many more. As pillars we have committed to 2030 targets for our six key sustainability priorities, including achieving 30% representation of women in the business from 22% at present. What people may not see are the conversations, empathy, trust and support that is needed to achieve our results. Through increased transparency we can create trust. Leadership shapes culture and control them. Trust is the core ingredient.

HOW HAS GENDER EMPOWERMENT STRENGTHENED YOUR ORGANISATION?

At Gold Fields we have a philosophy of creating one, inclusive team where everyone has the right to be treated with dignity and care. The championing of women and other underrepresented groups has enhanced inclusion and created an environment where acceptance is the norm. Diversity does not have to be an outlier. Through acceptance, a sense of belonging can occur, where employees can differences. We want uniqueness as it results in creativity and lateral thinking. In a globalised and interconnected world, empowerment is the enabler of connection.

WHAT IS YOUR POSITION ON DOING BUSINESS IN AFRICA?

Emerging from the dawn of the Johannesburg gold rush in 1887, Gold Fields has its roots planted within South Africa. In the following 135 years, we have grown into a global company with operations across South Africa andGhana. We seek to share the value we create through mining with our host governments and host communities across bothcountries. Through our sustainability activities, we can directly impact local communities, invest in education and healthcare infrastructure and provide support and funding for

to community and business is particularly critical in developing countries where one job in mining often supports multiple other jobs. Furthermore, we work closely with local and regional governments to develop infrastructure in districts in which weoperate. Our recent proposed joint venture, with AngloGold Ashanti in Ghana

centered around our Tankwa mine, further in Africa.

CONTACT INFORMATION

Physical address: 150 Helen Road, Sandown, Sandton, 2196

Telephone: +27 11 562 9700

Website:

LinkedIn:

Twitter: @GoldFields_LTD

Facebook: Gold Fields Limited

Instagram:

ROSH BARDIEN Executive Vice President , Gold Fields

SIMPLIFYING ACCESS TO FINANCIAL SERVICES

HOW HAVE YOU IMPLEMENTED GENDER-DRIVEN DEVELOPMENT IN THE WORKPLACE?

We are passionate about promoting

no place in our company culture. We are committed to empowering and supporting all women in our organisation and providing them with equal opportunities to thrive and succeed.

HOW HAS GENDER EMPOWERMENT STRENGTHENED YOUR ORGANISATION?

Our women employees collaborate closely with one another to bring diverse perspectives and enhanced creativity to their individual roles. They play a vital role in organising and executing strategies, as well as engaging with partners while adding a special warmth to the team.

WHAT ARE THE CURRENT AND FUTURE TRENDS IN YOUR SECTOR?

Currently, we have noticed a rise in the adoption of digital channels for customer onboarding, which perfectly aligns with our service offerings in identity and income

is particularly crucial, given the current and future trends in the prevalence of the identity fraud market. This provides

exceptional value to our partners, and we are thrilled to be able to offer this solution to them.

WHAT TECHNOLOGICAL INNOVATIONS ARE YOU USING IN YOUR ORGANISATION TO KEEP IN LINE WITH THE FOURTH INDUSTRIAL REVOLUTION (4IR)?

SprintHive enables seamless and innovative end-to-end customer onboarding services that drive conversion rates, reduce risk and costs and prevent fraud. Our services are automated, easy to implement, and have proven to reduce traditional manual processes that usually take up to 25 minutes - down to seconds.

HOW ARE YOU INTEGRATING THE DRIVE FOR SUSTAINABILITY INTO YOUR ORGANISATION?

Being a SaaS business, hosted in the cloud with a hybrid, mostly remote working model - SprintHive as a company, has a minimal

WHICH FEMALE LEADERS INSPIRE YOU THE MOST, AND WHY?

The women at SprintHive; Mercia Horne, whose deep empathy and caring nature touches everyone she encounters and she makes everything she does seem seamless.

Dineo, who brings joy and happiness wherever she goes - coupled with her ability to translate concepts and scribbled ideas into reality. Marlenke Scholtz - her powerful voice resonates not only when she sings, but also in her power to command a room when she speaks or stands up for what she believes in, or for what she is passionate about. Finally, Yin Cronje whose gentle share her learnings with the team, she has the power to make everyone stop and think.

CONTACT DETAILS

Physical address: Building,

Social Media: Linkedin: SprintHive

Partnerships: Tania du Toit tania.dutoit@sprinthive.com +27 83 453 2253

Marketing: Dineo Kadzviti dineo.kadzviti@sprinthive.com +27 79 463 6154

Founded in 2016 by established entrepreneur Trevor Jacobs and tech expert Dirk le Roux, SprintHive is a fast-growing company that enables seamless and innovative end-to-end customer onboarding services that drive conversion rates, reduce risk and costs and prevent fraud.

Head of Partnerships, Tania du Toit , shares how the company reaches new highs every day.

Rae and Associates is an accounting managed businesses and is passionate about partnering with clients every step of the way on their business journey. For the company, the most important thing is having a collaborative relationship with their clients.

We are a family business that my mom started 18 years ago. As a single mother she knew working in the corporate world she was not going to be able to earn the kind of money she needed to look after 2 children, so she took the very brave step of going out on her own. It started small by going out to

them with their bookkeeping and when I joined her 12 years ago we were able to change and grow the business to what it is today.

We specialise in Cloud Accounting and run a training facility so we can empower users to get the most out being able to use all the features of their software. We also have a Payroll department, a software implementation department, and then the bookkeeping and accounting side.

We have 2 projects that I am very proud Johannesburg Girls Preparatory school based in Berea for a “ Keeping the girls in school” initiative. We managed to raise enough funds for 600 girls to receive reusable sanitary products that will last for 5 years so they won't have to miss any school.

SPECIALISING IN COLLABORATIVE RELATIONSHIPS RAE AND ASSOCIATES

Another project is with HIVSA, this organisation gave us the opportunity to work with HIV clinics in the underprivileged areas and equip them with bookkeeping and admin training, then cloud technology to help with accounting and payroll so that applying for grants was a lot easier as the information was accessible for USAID and the Local government grants.

What is your role at Rae and Associates – and what excites you about what you do?

My role in the business is a Jack of all trades – I know how that sounds but when you run a small dynamic team like ours, I need to make sure everything runs smoothly. I oversee the accounting team and take care of new business development which I love; meeting new clients and learning about their business is a great part of my passion. One of the best parts of my role is I am a QuickBooks Online ambassador and have the privilege of working with other accounting professionals in the cloud space and helping them on their digital journey – We are very passionate about the change in technology, and we want to help other professionals see the tech can make their day-to-day life so manageable.

How has digitisation impacted your journey and that of your clients? Tech has opened up a whole new world by extending our reach of which clients we can service, automation has also given us back time so we can now offer our clients a more hands-on approach. We have been able to empower our team to learn new apps and increase their skills in the tech space and allows us to grow and extend our service offerings

How do you ensure gender empowerment is a cornerstone of the policies at Rae and Associates? We run an internship program where we bring in female learners, mostly single mothers and we work with

them for 6 months so they can learn everything they need to in bookkeeping, we teach them the top software they need and we assist with placements once their training is done.

Accounting has historically been a male dominated industry and we are focused on upskilling female candidates and offering mentorship for as long as they need

We are very focused on families and have an amazing support system for our team and their children.

Do you have a message for our readership?

My advice for female entrepreneurs is to be brave, you have to believe in yourself and your dream so you can be

with people that have the same vision as you so they will help you grow. Network and put yourself out there as much as possible. You know your worth

You have got this.

Lauren@rae.co.za Michelle@rae.co.za www.rae.co.za

LAUREN DU PLOOY COO, Accountant (BAP) SA

Donna Barnes.

Achievements:

2018 – The strategies for success Program

2021 – Africa Leadership Development Programme

2022 – Part of conversations with African female talent

2023 – Guest speaker to the Centre of Learning Excellence – sponsored by Unilever

2023 – Leading with Maersk training

Social responsibility initiatives

Maersk is committed to being an active member of society, and we aim to ensure our donations and serve to address key social, environmental and economic issues of the communities in which we operate. Our approach is to leverage our contribution by working in partnerships with customers, relevant NGOs, charitable organisations and those in need, not only through funding and product donations but also by drawing on our employees' core business priority causes for donations and social investments that leverage our core business strengths and capabilities, as well as support our corporate sustainability priorities. We encourage all parts of our business to take a proactive and business-driven approach to donations and social investments.

Gender policies:

• Maternity policy and return to work

• Recruitment and promotion strategy

• Employment equity plan

• Prevention and elimination of harassment and discrimination in the workplace policy

Five tips on surviving and thriving in business:

• Establish a professional network

• Strike a work life balance

• Be your authentic self

• Be curious

•

NOKUPHIWA KHUMALO

36 countries. Maersk aims to reach net zero emissions by 2040 across the entire business

How have you implemented gender driven development in the workplace?

I strive to create equal opportunity across all genders and create an environment where I am approachable and, at the same time, can identify opportunities for growth in new joiners. I have a personal mindset of promoting the visibility of women and letting them excel in the workplace but, at the same time, giving room to have an excellent work-life balance. We know our industry is under-represented in leadership dynamic, I will do so. I like offering support as a mentor and coach to young professionals. Creating a safe space to work without discrimination and ensuring everyone receives relevant recognition, training and learning opportunities.

How has gender empowerment strengthened your organisation?

Shipping has traditionally been a male-dominated industry. To tackle this, our organisation has females for future leadership positions, to allow a free exchange of ideas, expand the professional network, inspire and be inspired. It creates a positive, inclusive culture and continues to drive talent across all walks of life. The program itself boosts productivity and performance, and gender empowerment establishes a sense of belonging that can ensure employees feel valued and supported. The spin-off and recognition of these programs as drive our organisation and us to break the trend of this male-dominated industry. The focus on gender empowerment is a priority at Maersk, and this can now clearly be seen basis the representation at executive levels.

What is your position on doing business in Africa?

With 42% of the continent's population under 14, the African continent boasts a young demography. This number represents the talent pool needed to support global growth in the next decade and beyond. Increasingly, quality education is becoming more affordable and far-reaching with the rapid penetration of technology and online learning in the last decade. Businesses with targeted growth plans in Africa will have the necessary "brain power" to support

continent possesses key raw materials, foodstuff, manufacturing industries, and people desired by the rest of the world. Our role at Maersk is to create opportunities for the people and companies in Africa to have means to trade with and access the world by using our assets of vessels, terminals, aeroplanes, trucks, and rail, all facilitated by the skill of our workforce.

What skills do you think leaders of the future are going to need?

environment, which was accelerated during the Covid-19 pandemic. I think there is a need for a less authoritarian style and more of a drive for a servant leadership style where leaders need to create an environment that focuses on people, their needs and wants whilst at the same time showing emotional intelligence that encourages resilience and agility and nurtures talent success as much as possible. In a world driven by digitisation, leaders need to do their best to manage constant crises and still strike a balance to maintain a strong company culture that is diverse and inclusive.

Which female leaders inspire you the most, and why?

founder of AWISCA (African women in supply chain) - the only association in Southern Africa focusing on functional mentorship and coaching in supply chain to build skills and capacity in the sector. Amongst her extensive range of experiences and achievements, she is also the founder of Sincpoint, an organisation that focuses on sustainable supply chain consulting, advisory, logistics, capacity development and training solutions.

Her passion and tenacity to empower, upskill and create a platform for young females and women in the supply chain industry is what I admire most about her. Her willingness to share her over 20 years of industry knowledge and open her network to fellow females and future leaders is phenomenal and inspiring. She is an advocate for diversity and inclusion in the supply chain sector, a subject I am passionate about. I am encouraged to instill the same values in my leadership and work hard to develop seasoned leaders within my team.

CONTACT INFORMATION

Physical address: 4 Jetty St, Cape Town City Centre, Cape Town, 8001

Telephone: 021 408 6000

Website: www.maersk.com

Nokuphiwa Khumalo Area Head of Direct Transport Sales (South Africa & Islands)

NOKUPHIWA KHUMALO

Sales (South Africa & Islands)

The University of Mpumalanga (UMP) is a comprehensive institution. In 2023, it is offering 65 qualifications from Higher Certificates to Doctoral Degrees.

The academic structure of the University is, at present, organised into three faculties, namely: the Faculty of Agriculture and Natural Sciences; the Faculty of Economics, Development and Business Sciences and; the Faculty of Education. These faculties are made of the following Schools: School of Agricultural Sciences; School of Biology and Environmental Sciences; School of Mathematical and Computing Sciences; School of Physical and Chemical Sciences; School of Development Studies; School of Social Sciences; School of Hospitality and Tourism Management and School of Early Childhood Education.

The majority of the programmes (33) are offered by the Faculty of Agriculture and Natural Sciences followed by the Faculty of Economics, Development and Business Sciences which offers 29 programmes. The Faculty of Education offers 3 programmes.

INTERVIEW WITH PROF THOKO MAYEKISO, UNIVERSITY OF MPUMALANGA

CREATING OPPORTUNITIES

We spoke to Prof. Thoko Mayekiso, Vice-Chancellor of UMP about the phenomenal successes of the universityand what makes it tick…

THE UNIVERSITY OF MPUMALANGA WAS LAUNCHED ON 31 OCTOBER 2013. YOU HAVE BEEN VICE-CHANCELLOR SINCE NOVEMBER 2014 – WHAT FOR YOU HAVE BEEN THE MOST MEMORABLE MILESTONES OVER THE LAST 9 YEARS? I can describe the past nine years

lwemhlahlandlela”, as having been absolutely amazing.

A few of the memorable milestones are as follows:

• The appointment of Prof David Mabunda as the first Chair of Council in 2014 (having been the Chair of the Interim Council since 2013)

• The appointment of the Hon President Cyril Ramaphosa as the first Chancellor of the University in 2016

• The appointment of Deputy Chief Justice Mandisa Maya as the second Chancellor of the University in 2021

• Eight graduation ceremonies since 2016

• Outstanding performance of

the UMP ENACTUS Team in the national competitions

• UMP receiving the NRF Excelleration Award in 2021

• The official launch of the Centre for Entrepreneurship Rapid Incubator in April 2023

HOW DO YOU ENSURE GENDER EMPOWERMENT IS EMBEDDED IN THE POLICIES AND PRAXIS OF UMP?

The University has established a number of structures to drive, as well as monitor, gender empowerment at the University such as the Transformation Committee and the Gender Forum. In addition, one of our values - diversity and gender empowerment - is emphasised in living this value. Every opportunity is taken to sensitise colleagues on the importance of gender empowerment in all our activities involving both staff and students.

THE UPSWING IN NUMBERS OF STUDENTS IS PHENOMENALINCREASING ENROLMENT FROM 169 IN 2014 TO 8366 IN 2023.

TO WHAT DO YOU ATTRIBUTE THIS SUCCESS?

The increase in student numbers can be attributed to a number of factors such as the increase in the number and diversity of the academic programmes; the environment which is conducive to learning;

the programmes to enhance the holistic development of students; access for success; positive feedback from current students and availability of student funding mainly from the National Students Financial Aid Scheme (NSFAS).

PLEASE DESCRIBE HOW THE UNIVERSITY HAS RELENTLESSLY PURSUED ACADEMIC EXCELLENCE

One of the values of the University is excellence. In line with this value, we foreground it in our academic project through creating an environment that is conducive to teaching and learning. We have put in place mechanisms to recognise and reward excellence in both staff and students. We have annual Merit Awards for students who get an average of 75% and above, and Academic Excellence Awards for top performing students. First year students with an APS of 41 and above and first year students with an average of 78% are awarded the Vice-Chancellor Scholarship which covers full tuition, accommodation, learning materials, laptop, monthly stipend and personal and leadership development programme. The Vice-Chancellor Scholarship is renewed subject to excellent academic performance until the students complete their studies at UMP, which includes postgraduate studies for the majority. We have

the Teaching Excellence Awards, Research Excellence Awards and Engagement Excellence Awards for top performing academics.

The University has, over the period of nine years, been building iconic infrastructure and state-of-the art facilities in support of quality teaching, learning, research and innovation.

WHAT ARE SOME OF THE MOST IMPORTANT PARTNERSHIPS THAT HAVE ENABLED THE UNIVERSITY OF MPUMALANGA TO THRIVE AND GROW?

The University of Mpumalanga has over the years established and maintained a number of local, national and international partnerships as both drivers and enablers to advance its vision, “To be an African University leading in creating opportunities for sustainable development through innovation”, and its mission, “ To offer high quality educational and training opportunities that foster the holistic development of students through teaching and learning, research and scholarship, in collaboration with strategic partners.

These partnerships are in line with the core missions of the institution i.e. teaching and learning, research and engagement. The University has

recently signed a partnership with SASOL involving a Mobile Science Laboratory which will be used by academic staff at the University to expose learners from schools without science laboratories to science experiments; and has also recently signed (in May 20230) a partnership with the University of Maryland Eastern Shore, Maryland, USA. International partnerships have been instrumental in advancing internationalisation for the UMP. A few of our staff and students have benefitted from the Study Abroad opportunities through our international partners. Three female students won the Best Pitch Award at the Asia Pacific University of Science and Technology in August 2022, as part of our partnership activities with nine universities in Asia on Entrepreneurship and Incubators.

PLEASE SHARE WITH US SOME OF THE EXCITING PLANS YOU HAVE FOR THE COMING YEARS Our plans for the future are to continue with the construction of iconic infrastructure to cater for the future needs of the University, introduce new fields of study starting with the Health Science and embed excellence in our institutional culture.

CONTACT DETAILS:

Physical address: Cnr R40 and D725, Roads, Mbombela, 1200

Telephone: 013 002 0001

Email: info@ump.ac.za

Website: www.ump.ac.za

Twitter: @Unimpumalanga

Facebook: @UniMpumalanga

Harmony has, over the years, demonstrated its commitment to inclusivity and the empowerment of women in the workplace.

Our women empowerment initiatives have earned us a place in the inclusion in the Bloomberg Gender-Equality Index for five conservative years is a testament to the company's support for gender equality through policy development, representation and transparency.

for Sustainable Development, Melanie Naidoo-Vermaak, has climate change and decarbonisation strategy and has been instrumental in developing and executing the and Governance (ESG) strategy. Her expertise in sustainable development has been built over 20 years, in the private mining and public sectors in South Africa, as well as international environmental management exposure, gained in the United Kingdom, Australia, Papua New Guinea, Fiji and continental Africa.

GOING FOR NET ZERO FROM HARMONY ON THE COMPANY’S DECARBONISATION STRATEGY

GOING FOR NET ZERO

Climate change is one of the most pervasive threats to global economies and the planet that the world has ever experienced.

At Harmony, we are aware of the detrimental effects that could impact our host countries, communities and operations. To future-proof our business, sustainability remains a key pillar, from strategy down to the stopes.

Our strategic investments and trade-offs drive our ambitions for green development. Our integrated approach to ESG commitments ensures that we build resilience in our business, whilst delivering shared value for all our stakeholders.

In doing so, we are guided by our commitment to the United Nations Sustainable Development Goals (UN SDGs).

We are aware of the long-term impacts of climate change: water security, unpredictable weather patterns and biodiversity. It is therefore imperative that we strive to mitigate these impacts by embedding ESG in everything we do.

To co-exist with the natural environment, we must understand and fully appreciate the impacts of

our operations. Our environmental philosophy enables us to manage, mitigate or offset the environmental risks associated with our operations.

There are actions we can take to mitigate the effects of climate change and our organisation has a significant role to play. Our CEO, Peter Steenkamp, recently announced

carbon neutral by 2045. In line with our purpose, we strive to ensure that our overall contribution is positive.

To this end, launching our multiphase renewable energy programme was the next step in driving further efficiencies.

Construction of our first phase of renewables is currently underway and should be fully operational by the end of June 2023. This will generate 30 MW of solar power for our Free State operations and generate approximately 70 GWh of energy annually, reducing carbon emissions by 62 000 tons per year, ultimately saving R340-million over a 15-year period. This will also allow us to provide clean solar power to local communities long after the mines have closed.

Phase 2 will generate an additional 137 MW of renewable energy of which 100 MW self-generation

and 37 MW procured from an independent power producer (IPP) have been approved. Phase 2 will

Phase 3 is currently in the planning phase and is expected to generate a further 57 MW of alternative and solar energy. We have also seen an increase in renewable energy projects among our industry peers, which is very encouraging.

The company has also been testing the wind turbine market and has promising prospects of up to 140 MW wind turbines feeding into our system by 2026.

Apart from greening our operations, we are also feeding green electrons into our offices via a solar field the size of a rugby pitch at our NUFCOR facility near the N12 in Gauteng and the conversion of some of our head office car parks into solarparking spaces.

Additionally, as part of our Green Strategy, we aim to protect water bodies, especially potable water for our mining communities in South Africa and Papua New Guinea.

The construction of several water treatment plants has ensured that the company and its communities have a consistent water supply.

Climate change is a critical issue that requires urgent action from individuals, organisations, and governments around the world.

By taking action to reduce our carbon footprint and implementing policies that promote sustainability, we can help ensure a healthy planet for ourselves and future generations.

CONTACT DETAILS:

Physical address:

Corner Main Reef Road & Ward Avenue, Randfontein, 1759, South Africa

Telephone: +27 11 411 2000

Website: www.harmony.co.za

Thireshni hails from a small community leader and her mum a retired educator and she has 2

Advancement Programme at WITS

Professional at the South African

SETA and Services SETA. She is an for quality and consistency in all that City College she has diligently and

Gauteng City College (GCC) is a registered Private FET College with the Department: of Higher Education and Training and has been in operation since 2012 and has multiple fully operational sites of delivery across South Africa. The institution has established itself as a private education provider that produces excellent results through current, relevant and innovative teaching and learning models. COO and Director of GCC, Thireshni Naidoo, shares what it takes to run this institution.

How have you implemented gender-driven development in the workplace?

Strategic objectives became cultural and operational goals that were implemented, monitored and maintained by our employment equity committee. Along with regular non-pivotal training that focused on gender-mainstreaming, GBV, diversity and inclusion in the workplace. Where possible we actively seek partnerships and projects that are aimed at developing and growing women in underrepresented spaces.

How has gender empowerment strengthened your organisation?

It has increased levels of emotional intelligence and employment equity which has allowed us to work toward becoming a workplace of choice rather than just a workplace. Women mentoring unemployed female youth has also led to greater workplace collaboration in terms of performance as well as a development of a youth-based talent pool and

What are your equality and BEE ratings and policies?

Gauteng City College:

Corporate Development is 51% black-women owned: we are a Level 2 business entity. Our employment equity shows 59% of our staff are female and that 89% of our staff force is comprised of black people.

What are the current and future trends in your sector?

The trends in our sector are aligned with the local government mandate which is to reduce poverty and unemployment through

increased SMME and SME growth and to implement interventions that promote gender equality

while creating awareness of GBV challenges as highlighted by Covid-19 to achieve effective and sustainable development outcomes

What technological innovations are you using in yourorganisation to keep in line with the Fourth Industrial Revolution (4IR)?

We are looking to maximise both our service offering and marketing strategies to cover all relevant mediums. However we still have a long way to go inters of making real inroads into the 4IR – other that producing high-quality technologically trained candidates.

How are you using social media to create more business?

We have a dedicated social media marketing team that focuses on using social media to drive traffic to our websites and campuses. They use a lot of videos to keep our audience engaged and growing. We also use targeted influences on social media to help grow our brand awareness.

How are you integrating the drive for sustainability into your organisation?

Performance Management and Performance Reviews are critical not only to get the best out of our staff but to ensure that our goals and objectives are achieved as efficiently and as cost-effectively as reviewed to ensure optimisation.

What is your position on doing business in Africa?

We are committed to developing Centres of Excellence that produce high-quality work-ready candidates that are earmarked for placement within the corporate sector in each of the nine provinces (we are currently at 7). Once achieved, with our online and distance learning service offerings, crossing borders is the next natural pathway for us.

What skills do you think leaders of the future are going to need? Humanisation skills, a service delivery focussed attitude, an aptitude for working collaboratively, flexibility and adaptability.

Which female leaders inspire you the most, and why?

Michelle Obama! As a truly modernday, revolutionary woman, who has championed a multitude of important causes throughout her life, she has encouraged better education for girls, equal rights, healthy living and more help for families living in poverty.

More about GCC

As a well-established accredited training service provider, GCC has successfully rolled-out and delivered multiple accredited training programmes such as Learnerships, Internships, Bursaries,leadership and management, Skills programmes and Work Readiness programmes to the corporate business sector across various business spectrums through either funded or sector funded skills development

initiatives.GCC, post COVID-19 and in line with governments mandate is looking to introduce new ideas, methodologies and strategies into the Skills Development landscape with a view to making affordable, quality learning readily and easily available to those who need it the most: unemployed youth, employees without a formal

SME and EME businesses with the express purpose of boosting and growing sustainable employment part of a single, bridging project management governance initiative. Our aim is to reduce poverty and unemployment amongst the South African youth by making them more marketable through skills development, aid young entrepreneurs in expanding their own businesses and growing existing informal cooperative and registered SME to create new sustainable employment opportunities.

CONTACT INFORMATION

Physical address: Isle of Houghton

Houghton Wilds View 2, Houghton, 2196

Telephone: 084 298 0586/ 011 051 4841

Website: www.gcc-ed.com

Facebook: Gauteng City College

Twitter: @GP_CityCollege

Interviews Interviews

Interviews

Interviews

SOMEWHERE BETWEEN AN ENTREPRENEUR AND A DOCTOR MEET ALLISON AMARACHUKWU

By Koketso Mamabolo

In February of 2020, Dr. Allison Amarachukwu Karen made a battle with the COVID-19 pandemic. The general practitioner was recognised by the Ogun State government in March of that year.

She graduated from the University of Port Harcourt in 2013 and has been practising for almost 7 years. “Besides being entrepreneur,” says the young medical professional.

“Asides from AI Packers, which now offers mostly

it also serves as a way to hold myself accountable, while also creating an income.”

Her focus is on emergency medicine, but underappreciated aspect of healthcare: administration. program called Masters in Business Administration Health Management.”

“I learned that patience, paying attention to details, delegating, and just being tenacious about your goals and beliefs will get you further than your wildest imagination.”

entrepreneur with practising medicine, the effects of the pandemic and her thoughts on vaccination mandates.

PLEASE

PLEASE TELL US A BIT ABOUT YOUR BACKGROUND - HOW DID YOU GET

TELL US A BIT ABOUT YOUR

BACKGROUND - HOW DID YOU GET TO THIS POINT?

the University of Port Harcourt Teaching joining International SOS in December

practice routinely and give virtual training sessions to clients.

practice routinely and give virtual training sessions to clients.

I am a goal-oriented person. I focus on achieving a goal one step at a time.

I am a goal-oriented person. I focus on achieving a goal one step at a time.

HOW DO YOU BALANCE BEING AN ENTREPRENEUR WITH THE DEMANDS OF BEING A MEDICAL PROFESSIONAL?

HOW DO YOU BALANCE BEING AN ENTREPRENEUR WITH THE DEMANDS OF BEING A MEDICAL PROFESSIONAL?

Frameworks for HIV/AIDS Programs, Designing HIV Prevention Programs for Key Populations and Mother to Child Transmission of HIV (MTCT) from USAID, John Hopkins BLOOMBERG School

BLS Instructor from the American Heart Association/Resuscitation Council of Southern Africa, as well as Advances Cardiovascular Life Support Experienced Provider (ACLS) and Basic Life Support

the University of Port Harcourt Teaching Hospital in November 2013. Prior to joining International SOS in December various clinics in Nigeria. including; HIV Basic Biology, Epidemiology and Prevention, M&E Frameworks for HIV/AIDS Programs, Designing HIV Prevention Programs for Key Populations and Mother to Child Transmission of HIV (MTCT) from USAID, John Hopkins BLOOMBERG School of Public Health, CPR/AED/First Aid/ BLS Instructor from the American Heart Association/Resuscitation Council of Southern Africa, as well as Advances Cardiovascular Life Support Experienced Provider (ACLS) and Basic Life Support for Healthcare Providers (BLS) by American Heart Association.

I am also an entrepreneur and I ran a logistics (moving and relocation) company, AI Packers, before I began to travel for work but, unfortunately, I had to stall the operations arm of the business because of the pandemic. From a

I am also an entrepreneur and I ran a logistics (moving and relocation) company, AI Packers, before I began to travel for work but, unfortunately, I had to stall the operations arm of the business because of the pandemic. From a

I have martial arts training in kickboxing and Muay Thai and have a love for running, CrossFit and weightlifting - all of which I

I have martial arts training in kickboxing and Muay Thai and have a love for running, CrossFit and weightlifting - all of which I

Lucky for me, my line of work offers me the opportunity to balance the two. As a site medical doctor, I work on a rotation basis, so, for 6 weeks I am working on site and then the following 6 weeks I get time off. During those weeks when I am home, I dedicate that time to my entrepreneurial ventures. However, this did not come

Lucky for me, my line of work offers me the opportunity to balance the two. As a site medical doctor, I work on a rotation basis, so, for 6 weeks I am working on site and then the following 6 weeks I get time off. During those weeks when I am home, I dedicate that time to my entrepreneurial ventures. However, this did not come

the right formula to keep me going. So, scheduling management meetings keeps me on top of things and utilising simple client feedback forms has helped me gather useful insight of operations. Lastly, I have great support all round.

the right formula to keep me going. So, scheduling management meetings keeps me on top of things and utilising simple client feedback forms has helped me gather useful insight of operations. Lastly, I have great support all round.

HOW HAS THE PANDEMIC AFFECTED YOU AS A BUSINESS PROFESSIONAL AND HOW HAVE YOU ADAPTED? DID BEING A DOCTOR ON THE FRONTLINES HELP?

HOW HAS THE PANDEMIC AFFECTED YOU AS A BUSINESS PROFESSIONAL AND HOW HAVE YOU ADAPTED? DID BEING A DOCTOR ON THE FRONTLINES HELP?

The effects of the pandemic brought business to a complete halt! So, I had to improvise: I came up with the idea of consulting for people who are looking to relocate.

The effects of the pandemic brought business to a complete halt! So, I had to improvise: I came up with the idea of consulting for people who are looking to relocate.

However, on the medical hand, it was the complete opposite, we were overwhelmed with work. From an International SOS perspective, we were focused on monitoring and maintaining global and local data in real time in order to share trends, expectations and expert summaries to clients, assisting employers

However, on the medical hand, it was the complete opposite, we were overwhelmed with work. From an International SOS perspective, we were focused on monitoring and maintaining global and local data in real time in order to share trends, expectations and expert summaries to clients, assisting employers

in their rethink of support models for their workforce both physically and psychologically and later on assisting to put effective testing and vaccination programmes in place. The tenacity and patience I learnt from running a business helped me push through the chaos. And amidst all this, one thing I live by is I always ask for help whenever I need it and to take a break to rest when I need to recharge so I can also give the best version of myself for my job.

in their rethink of support models for their workforce both physically and psychologically and later on assisting to put effective testing and vaccination programmes in place. The tenacity and patience I learnt from running a business helped me push through the chaos. And amidst all this, one thing I live by is I always ask for help whenever I need it and to take a break to rest when I need to recharge so I can also give the best version of myself for my job.

HOW LONG DO YOU THINK WE HAVE UNTIL A POST-COVID ERA? IS THERE ANYTHING WE CAN DO TO SPEED UP THE PROCESS?

HOW LONG DO YOU THINK WE HAVE UNTIL A POST-COVID ERA? IS THERE ANYTHING WE CAN DO TO SPEED UP THE PROCESS?

I think we will only start seeing some stability from COVID related disruptions from 2023. However, I fully believe that if we are to speed up the process while we consolidate resilience in the longer term, then organisations need to prioritise their duty of care. From providing their employees with adequate support – in terms of physical and mental health support –whether they are working on remote business trips, to health and safety awareness strategies.

I think we will only start seeing some stability from COVID related disruptions from 2023. However, I fully believe that if we are to speed up the process while we consolidate resilience in the longer term, then organisations need to prioritise their duty of care. From providing their employees with adequate support – in terms of physical and mental health support –whether they are working on remote business trips, to health and safety awareness strategies.

WHAT ARE YOUR THOUGHTS ON VACCINATION MANDATES IN WORKPLACES?

WHAT ARE YOUR THOUGHTS ON VACCINATION MANDATES IN WORKPLACES?

Speaking as a doctor who has been deeply involved in the battle against COVID-19 I think being vaccinated is essential for us frontliners. However, from a civil state standpoint, I understand

Speaking as a doctor who has been deeply involved in the battle against COVID-19 I think being vaccinated is essential for us frontliners. However, from a civil state standpoint, I understand and I implore people to get vaccinated as the vaccines have so far proven to be effective and would be more so, if everyone gets vaccinated.

and I implore people to get vaccinated as the vaccines have so far proven to be effective and would be more so, if everyone gets vaccinated.

WHAT ARE THE KEYS TO HIGH PERFORMANCE? MEET MADELEIN BARKHUIZEN

By Koketso Mamabolo

IMadelein Barkhuizen has held various executive positions for over two decades. Her experience covers marketing, sales and business development, with some time spent

This mix has allowed her to build up a wealth of corporate communication knowledge which she is applying at the largest self-administered medical schemes in the country.

She began working in grade 10 and has barely stopped since. However, this never slowed down

studied towards while working. “My mother had to work extremely hard to raise us and, at times, had to juggle three jobs. She was my role model and had an important and profound impact on my life. She taught me to persevere, be resilient, work hard and appreciate the small things in life,” says the Executive Manager: Marketing and Sales for Bestmed Medical Scheme.

the keys to high performance are, how to adapt to trends in corporate communication, and how to motivate your team.

WHAT ARE THE KEYS TO HIGH PERFORMANCE?

I think it is probably different for every person. For me, high performance is a mindset. I am disciplined, resilient and self-motivated, and this pushes me to achieve more.

I believe that a healthy body and mind are two very important ingredients for a successful career. I try to follow a healthy lifestyle that includes exercise and healthy eating and make it a priority to build positive, constructive relationships with my peers and teams, with lots of laughter in between.

To achieve high performance, you must also remain involved, driven, relevant and committed. You cannot be complacent. The marketplace and business world are competitive and ever-changing arenas. You

have to remain very involved with your brand and your team and make sure that you adapt your strategies and approaches, where necessary, and again continuous process.

Importantly, I recognise that highperformance can rarely be achieved alone. A leader is only as good as their team, and everybody should be aligned. I surround myself with talented individuals who share my work ethic and energy. I prefer to appoint team members with a positive attitude, zest for life, cognitive ability and a kind heart and do not mind teaching and coaching them to learn the ropes. It is also important to understand that you need to set the example of the performance that you want and expect, without fail. If you expect high performance, you have to ensure that you set an example of high performance.

I work with an incredible team of talented individuals, and I am very proud of them. They are skilled, committed, positive and we share a high work ethic. We engage constructively and regularly.

I also enjoy working with the wider Bestmed team. We have a very special organisational culture. We believe that we are in the business of saving lives, and we take our responsibility very seriously. The team is also very committed to live our brand promise which is “Personally Yours” and we recently received external validation that members experience our service and products as “Personally Yours”, via the 2021 South African Customer

Satisfaction Index or SA-csi. Bestmed was rated number one among a number of large South African medical schemes.

Satisfaction Index or SA-csi. Bestmed was rated number one among a number of large South African medical schemes.

As the brand custodian, you put your personal reputation on the line when you market and sell your brand. Thanks to my incredible team and our committed group of employees, I am exceptionally proud to market and sell our brand.

As the brand custodian, you put your personal reputation on the line when you market and sell your brand. Thanks to my incredible team and our committed group of employees, I am exceptionally proud to market and sell our brand.

HAVE YOU NOTICED SHIFTS IN CORPORATE COMMUNICATION? HOW CAN BUSINESSES ADAPT

Every engagement, piece of content or advertisement will have an impact on the brand and should be considered strategically. To achieve this, the various vision and reason for existence and the message must be reinforced continuously. Every person in a team should also understand how their area of responsibility impacts on the achievement of the its strategy.

Every engagement, piece of content or advertisement will have an impact on the brand and should be considered strategically. To achieve this, the various vision and reason for existence and the message must be reinforced continuously. Every person in a team should also understand how their area of responsibility impacts on the achievement of the its strategy.

human and we prefer stability and the known. Considering that the culture of an organisation starts at the top and a change in culture is normally required for any other change to become embedded, leaders need to be totally committed to change and they should be aligned, otherwise it will not happen.

human and we prefer stability and the known. Considering that the culture of an organisation starts at the top and a change in culture is normally required for any other change to become embedded, leaders need to be totally committed to change and they should be aligned, otherwise it will not happen.

HAVE YOU NOTICED SHIFTS IN CORPORATE COMMUNICATION? HOW CAN BUSINESSES ADAPT TO CHANGING TIMES?

TO CHANGING TIMES?

Yes, I think that more and more businesses have realised that there is not one single recipe for communication. You have to know your audience/s very well and select your content and communication channels accordingly. For example, social media works for many brands but there are brands that are not well suited to certain social media channels. It is interesting to see how different brands engage with their audiences in new and innovative ways.

Yes, I think that more and more businesses have realised that there is not one single recipe for communication. You have to know your audience/s very well and select your content and communication channels accordingly. For example, social media works for many brands but there are brands that are not well suited to certain social media channels. It is interesting to see how different brands engage with their audiences in new and innovative ways.

Consistency is important. Through their customer journey, members engage with the brand via different channels, and it is important that their experiences via the various touch points are consistent throughout. To achieve this, you need to make sure that your team is aligned at all times, with regard to the brand philosophy and brand management objectives.

Consistency is important. Through their customer journey, members engage with the brand via different channels, and it is important that their experiences via the various touch points are consistent throughout. To achieve this, you need to make sure that your team is aligned at all times, with regard to the brand philosophy and brand management objectives.

It is also important to select the right person and team to manage corporate communication and Marketing functions. For me, personally, it is very important to truly believe in the brand that you represent. Your personal values should align with the values of the brand. This results in an authentic and honest approach to brand management, communication and business in general.

It is also important to select the right person and team to manage corporate communication and Marketing functions. For me, personally, it is very important to truly believe in the brand that you represent. Your personal values should align with the values of the brand. This results in an authentic and honest approach to brand management, communication and business in general.

HOW DOES A BUSINESS TRANSLATE CORPORATE STRATEGY INTO ACTION?

HOW DOES A BUSINESS TRANSLATE CORPORATE STRATEGY INTO ACTION?

For me, everything we do should be strategic. In other words, every action should be a translation of the strategy.

For me, everything we do should be strategic. In other words, every action should be a translation of the strategy.

A brand is not a logo – it is the people, service and the values that consumers come to expect from the organisation and whether it is consistent. At Bestmed, we call our employees our heartbeats and I truly believe that they are the heartbeat of our brand and the executors of the strategy.

A brand is not a logo – it is the people, service and the values that consumers come to expect from the organisation and whether it is consistent. At Bestmed, we call our employees our heartbeats and I truly believe that they are the heartbeat of our brand and the executors of the strategy.

WHAT ADVICE DO YOU HAVE FOR BUSINESS LEADERS WHO ARE LOOKING TO MOTIVATE THEIR TEAMS?

WHAT ADVICE DO YOU HAVE FOR BUSINESS LEADERS WHO ARE LOOKING TO MOTIVATE THEIR TEAMS?

You have to genuinely care about your people and they need to know that you care. I normally have 45-minute introductory meetings/get-to-know sessions with every new employee. It is quite an investment in terms of my time, but it is so absolutely worth it to know every team member by name and know a little more about them as a person. People are not numbers or “resources”. They are the brand.

You have to genuinely care about your people and they need to know that you care. I normally have 45-minute introductory meetings/get-to-know sessions with every new employee. It is quite an investment in terms of my time, but it is so absolutely worth it to know every team member by name and know a little more about them as a person. People are not numbers or “resources”. They are the brand.

You also need to keep your team updated about what is happening in the team and the larger organisation. When teams feel involved and engaged, they are motivated to contribute.

You also need to keep your team updated about what is happening in the team and the larger organisation. When teams feel involved and engaged, they are motivated to contribute.

Other important aspects are the management of underperformance and celebrating achievements. Leadership is an extremely important responsibility, and it has

Other important aspects are the management of underperformance and celebrating achievements. Leadership is an extremely important responsibility, and it has

we should continue to develop and try to become better at it.

we should continue to develop and try to become better at it.

WHY IS CHANGE SO DIFFICULT FOR MANY BUSINESSES AND HOW CAN THIS BE CHANGED?

WHY IS CHANGE SO DIFFICULT FOR MANY BUSINESSES AND HOW CAN THIS BE CHANGED?

Leadership communication and actions are crucial to successful change. If leaders fall into a groupthink and/or conforming trap, change will be quickly feel out of place and either conform or leave.

Leadership communication and actions are crucial to successful change. If leaders fall into a groupthink and/or conforming trap, change will be quickly feel out of place and either conform or leave.

In my team, we work hard to maintain a culture of trust, honesty and constructive feedback and as a result, we have been able to implement positive changes.

In my team, we work hard to maintain a culture of trust, honesty and constructive feedback and as a result, we have been able to implement positive changes.

HOW DOES ONE GO ABOUT BUILDING GOOD BUSINESS

RELATIONSHIPS?

HOW DOES ONE GO ABOUT BUILDING GOOD BUSINESS RELATIONSHIPS?

I believe that all relationships are based on mutual respect and treating each other with dignity, whether it be personal or business relationships. This is step number one. Following from there, it is important to ensure that relationships

I believe that all relationships are based on mutual respect and treating each other with dignity, whether it be personal or business relationships. This is step number one. Following from there, it is important to ensure that relationships

WHAT ARE THE ELEMENTS THAT GO INTO OFFERING CUSTOMERS VALUE FOR MONEY?

WHAT ARE THE ELEMENTS THAT GO INTO OFFERING CUSTOMERS VALUE FOR MONEY?

Value for money means that a person/consumer feels that they pay a fair price for what they get. As soon as there is a gap between what I pay and what I receive, the value for money diminishes. Oftentimes organisations make the mistake of focusing exclusively on price. Value for money includes the cost, of course, but also other aspects such as the level of service delivery and the convenience of using the product. It is important to understand customer needs and tweak products where necessary to ensure good value for money and also to continuously review the value compared to the market trends and competitor developments.

Value for money means that a person/consumer feels that they pay a fair price for what they get. As soon as there is a gap between what I pay and what I receive, the value for money diminishes. Oftentimes organisations make the mistake of focusing exclusively on price. Value for money includes the cost, of course, but also other aspects such as the level of service delivery and the convenience of using the product. It is important to understand customer needs and tweak products where necessary to ensure good value for money and also to continuously review the value compared to the market trends and competitor developments.

BRINGING SCIENCE TO SOCIETY MEET NUCLEAR PHYSICIST SENAMILE MASANGO

By Koketso Mamabolo

Senamile Masango is a celebrated nuclear African woman to form part of an African-led team conducting experiments at CERN, a research where the Higgs-Boson was discovered. The 35-year old, who comes from a royal lineage, has been shining light for women and

attending university at the tender age of 16. Masango has been picking up accolade after accolade, recognised for the remarkable career she has already had at such a young age. We ask her a few questions about her background, and her views on youth and women in science.

PLEASE TELL US A BIT ABOUT YOUR BACKGROUND - HOW DID YOU GET TO THIS POINT?

PLEASE TELL US A BIT ABOUT YOUR BACKGROUND - HOW DID YOU GET TO THIS POINT? three wives, with my mother being the community and Nongoma as a whole.

three wives, with my mother being the community and Nongoma as a whole.

role model. He raised us well and is the

role model. He raised us well and is the be generous.

signatory to the Paris Agreement, a 2015 international treaty on climate change. The major contributor to climate change is dirty energy sources such as coal, to contribute by providing innovative climate change.

signatory to the Paris Agreement, a 2015 international treaty on climate change. The major contributor to climate change is dirty energy sources such as coal, to contribute by providing innovative climate change.

WHAT DO YOU THINK NON-SCIENTISTS CAN LEARN FROM SCIENTISTS?

WHAT DO YOU THINK NON-SCIENTISTS CAN LEARN FROM SCIENTISTS?

question things, and to solve any problem that may arise.

question things, and to solve any problem that may arise.

WHAT DOES IT MEAN TO BE A ROLE MODEL?

WHAT DOES IT MEAN TO BE A ROLE MODEL?

it requires you to recognize that people are constantly watching you and that your behaviour and actions matter, so you must live up to those expectations.

it requires you to recognize that people are constantly watching you and that your behaviour and actions matter, so you must live up to those expectations.

with your time, as you will be teaching, mentoring, and providing guidance.

needs to invest more in R&D so that we can build our own capacity to solve our own problems.

needs to invest more in R&D so that we can build our own capacity to solve our own problems.

AS A YOUNG PERSON, HOW DO YOU GO ABOUT NAVIGATING SPACES WITH MORE SEASONED PROFESSIONALS? must allow them to guide us.

AS A YOUNG PERSON, HOW DO YOU GO ABOUT NAVIGATING SPACES WITH MORE SEASONED PROFESSIONALS? must allow them to guide us.

HOW DO WE GET MORE YOUNG PEOPLE INVOLVED IN SCIENCE? We must bring science to society

HOW DO WE GET MORE YOUNG PEOPLE INVOLVED IN SCIENCE? We must bring science to society

awareness campaigns. We must children to places where they can see science in action, such as planetariums, observatories, aquariums, zoos, museums, and science expos.

allow their children to attend varsity at should consider a gap year programme.

allow their children to attend varsity at should consider a gap year programme.

WHAT DRIVES YOU?

with your time, as you will be teaching, mentoring, and providing guidance.

by showing them that their dreams are attainable, and this is a huge responsibility that should not be underestimated.

awareness campaigns. We must children to places where they can see science in action, such as planetariums, observatories, aquariums, zoos, museums, and science expos.

WHAT IS YOUR MOST SIGNIFICANT MILESTONE AND WHY?

WHAT IS YOUR MOST SIGNIFICANT MILESTONE AND WHY?

What motivates me is my desire to science, and energy sectors. South and mathematics, and we have even laboratories so that rural schools can have access to them. Climate change

WHAT DRIVES YOU?

What motivates me is my desire to science, and energy sectors. South and mathematics, and we have even laboratories so that rural schools can have access to them. Climate change

by showing them that their dreams are attainable, and this is a huge responsibility that should not be underestimated.

WHAT ADVICE WOULD YOU GIVE TO YOUNG SCIENTISTS?

WHAT ADVICE WOULD YOU GIVE TO YOUNG SCIENTISTS?

Yes, science is challenging, and there are many stereotypes surrounding it, but

Yes, science is challenging, and there are many stereotypes surrounding it, but

arrive at your destination, please bring other young people with you.

arrive at your destination, please bring other young people with you.

DO YOU THINK SOUTH AFRICA IS CONTRIBUTING ENOUGH TO SCIENTIFIC RESEARCH, AND WHY?

DO YOU THINK SOUTH AFRICA IS CONTRIBUTING ENOUGH TO SCIENTIFIC RESEARCH, AND WHY?

Women in Science and Engineering in

Women in Science and Engineering in society by promoting women in science

society by promoting women in science

WHAT BOOKS WOULD YOU RECOMMEND TO OUR READERS?

WHAT BOOKS WOULD YOU RECOMMEND TO OUR READERS?

by Dr Myles Munroe

by Dr Myles Munroe

CEO OF BRANDFUSION AND FOUNDER OF W-SUITE

By Sinazo Mkoko

Katie Mohamed is a dynamic and charismatic television broadcaster and businesswoman. She has

personality and businesswoman to advance conversations around gender equity, and the role of women in the global economy.

She is also the founder of W-Suite - a movement which aims to make room for women at the table by driving the acceleration of women leaders in co-create a new culture of leadership that is inclusive and drives meaningful participation of women in the development of thriving communities, strong female economy and great nations.

She has mentored many women and has played a vital role in connecting

activists as well as engendering further conversation and action around gender parity - both locally and globally.

“It gives me incandescent joy knowing that I’m a change agent for a part of the story of the world.”

PLEASE TELL US ABOUT THE CAREER PATH THAT LED TO YOU BECOMING THE CEO AND SHAREHOLDER OF BRANDFUSION.

PLEASE TELL US ABOUT THE CAREER PATH THAT LED TO YOU BECOMING THE CEO AND SHAREHOLDER OF BRANDFUSION.

YOU’RE CONSTANTLY INVOLVED IN INITIATIVES (AND PRODUCTIONS) THAT EMPOWER YOUNG GIRLS AND WOMEN OUT THERE, WHY IS THIS IMPORTANT TO YOU?

YOU’RE CONSTANTLY INVOLVED IN INITIATIVES (AND PRODUCTIONS) THAT EMPOWER YOUNG GIRLS AND WOMEN OUT THERE, WHY IS THIS IMPORTANT TO YOU?

founder and shareholder

founder and shareholder

When women are living a safe and

When women are living a safe and HOW DID THE IDEA OF THE W-SUITE MOVEMENT COME ABOUT AND WHAT MOTIVATED YOU TO START IT?

HOW DID THE IDEA OF THE W-SUITE MOVEMENT COME ABOUT AND WHAT MOTIVATED YOU TO START IT?

PLEASE SHARE SOME OF THE PROUDEST MILESTONES IN YOUR CAREER

PLEASE SHARE SOME OF THE PROUDEST MILESTONES IN YOUR CAREER

When I encountered a problem in my personal and parenting life that proud to say is now called FYI play it safe,” says Rachelle Best. We asked the founder and CEO of FYI play it safe, Rachelle Best, about the inspiration behind her tech solution, the challenges of starting a business.

IT’S GOOD TO PLAY IT SAFE MEET RACHELLE BEST

By Koketso Mamabolo

PLEASE TELL US A BIT ABOUT YOUR BACKGROUND - HOW DID YOU GET TO THIS POINT?

From a young age, I was very interested in technology. At the age of 12 I bought my

to any harmful situations. At the same

would give me full access to her messages were out of the question.

become a Chartered Accountant and joined Industrial and Organisational Psychology. My journey led me to become a business it safe.

WHAT INSPIRED YOU TO START YOUR BUSINESS?

were worried about the dangers associated with the right level of comfort.

when there is something to worry about,

WHAT EXCITES YOU MOST ABOUT WORKING IN THE ICT SECTOR?

Technology is highly dynamic and the most is exactly this forever changing it safe, but have built our biggest strength around this. become increasingly more aware of

would tell me what was really going on, and

harmful situations online, is not only exciting, but also humbling.

harmful situations online, is not only exciting, but also humbling.

HOW HAS THE COVID-19 PANDEMIC AFFECTED YOUR WORK AND HOW HAVE YOU ADAPTED?

HOW HAS THE COVID-19 PANDEMIC AFFECTED YOUR WORK AND HOW HAVE YOU ADAPTED?

and secondly schools moving to a more

Africa. Furthermore, the average age when children start using mobile devices, and even get devices of

Africa. Furthermore, the average age when children start using mobile devices, and even get devices of

Unfortunately, with younger children using smart devices, not only have of cyberbullying and children being at a young age have also increased drastically.

Unfortunately, with younger children using smart devices, not only have of cyberbullying and children being at a young age have also increased drastically.

about it stimulates more thoughts and

about it stimulates more thoughts and

and secondly schools moving to a more a lot more effort in to bring the solution

The one thing that is sure is that the future of technology will not

a lot more effort in to bring the solution

WHAT ARE THE CHALLENGES YOU’VE FACED AS AN ENTREPRENEUR AND HOW HAVE YOU OVERCOME THEM? Firstly, starting a business from scratch learned that, in order to succeed, you individuals. I am very fortunate in that I nd informal ways.

WHAT ARE THE CHALLENGES YOU’VE FACED AS AN ENTREPRENEUR AND HOW HAVE YOU OVERCOME THEM? Firstly, starting a business from scratch learned that, in order to succeed, you individuals. I am very fortunate in that I nd informal ways.

grow the business once it is launched into fortunate to have had good mentors to guide me along the way.

grow the business once it is launched into fortunate to have had good mentors to guide me along the way.

WHAT TECH TRENDS HAVE YOU NOTICED IN THE WORLD AND ON THE CONTINENT - WHAT IS THE FUTURE OF TECHNOLOGY?

The trend that is the most relevant for

WHAT TECH TRENDS HAVE YOU NOTICED IN THE WORLD AND ON THE CONTINENT - WHAT IS THE FUTURE OF TECHNOLOGY?

The trend that is the most relevant for

The one thing that is sure is that the future of technology will not children online.

WHAT BOOKS WOULD YOU RECOMMEND TO OUR READERS?

WHAT BOOKS WOULD YOU RECOMMEND TO OUR READERS?

and building the courage to start your

children online.

WHAT ARE THE THINGS THAT DRIVE YOU - WHO OR WHAT MOTIVATES YOU AND WHY?

WHAT ARE THE THINGS THAT DRIVE YOU - WHO OR WHAT MOTIVATES YOU AND WHY?

I am very fortunate in that I have harmful situations.

I am very fortunate in that I have harmful situations.

WHAT ADVICE WOULD YOU GIVE TO YOUNG WOMEN LOOKING TO GET INTO THE TECH SPACE? Firstly, be brave. In the words of Brené Brown, even if someone else by you.

WHAT ADVICE WOULD YOU GIVE TO YOUNG WOMEN LOOKING TO GET INTO THE TECH SPACE? Firstly, be brave. In the words of Brené Brown, even if someone else by you.

and you will encounter hurdles along

and you will encounter hurdles along

there is some really good stuff in there.

and building the courage to start your there is some really good stuff in there.

of screen time and our children being online, I really want to recommend

of screen time and our children being online, I really want to recommend

Cynthia C Johnson

Cynthia C Johnson

Amusing ourselves to death by almost 20 years ago is so very relevant

Amusing ourselves to death by almost 20 years ago is so very relevant

WHAT ARE YOUR PLANS FOR THE FUTURE?

WHAT ARE YOUR PLANS FOR THE FUTURE?

this stage.

this stage.

MARKETING MATTERS!” MEET ROSHANA BURNETT

By Koketso Mamabolo

Sm all businesses have to understand what they wish to achieve before they even venture in this space,” says Roshana Burnett on new entrants into the e-commerce sector.

Having worked for various global brands, the marketing professional has amassed a wealth of expertise on digital marketing and e-commerce.

“Find out what the market opportunity is for your business,” advises the Senior Integrated Campaigns Manager at Builders.

Raised by a single mother on the Cape Flats, Roshana attended CPUT before moving to Johannesburg in 2004 where she began rising through the ranks. She started off her career in the B2B sector but has since moved over to consumer retail marketing.

“In my view, a good leader has the courage to have difficult conversations and remains fully aware of how internal and external factors affect the trajectory of the business.”

Here we get her views on the local e-commerce sector, what businesses should be aware of when entering into the space and how to approach content marketing.

WHAT’S YOUR TAKE ON THE LOCAL E-COMMERCE SECTOR?

WHAT’S YOUR TAKE ON THE LOCAL E-COMMERCE SECTOR?

We have a mix of pure players and omnichannel retailers. The last two years entrants into the market due to COVID forcing digital adoption. The customer adoption has also increased due to the same reasons. This represents a lot of new opportunities; but also a lot of distractions and dilution in quality e-commerce offerings.

We have a mix of pure players and omnichannel retailers. The last two years entrants into the market due to COVID forcing digital adoption. The customer adoption has also increased due to the same reasons. This represents a lot of new opportunities; but also a lot of distractions and dilution in quality e-commerce offerings.

Social commerce has the chance to really drive certain retail segments; however this medium to large businesses venturing into e-commerce I have a few words to the wise.

Social commerce has the chance to really drive certain retail segments; however this medium to large businesses venturing into e-commerce I have a few words to the wise.

• Start with the end in mind.

far it can take you before you need a development platform partner.

far it can take you before you need a development platform partner.

Marketing matters! Talk to the market, pick your niche and go where they are.

Marketing matters! Talk to the market, pick your niche and go where they are.

WHAT IS INTEGRATED MARKETING AND HOW CAN MARKETING PROFESSIONALS USE IT TO GROW THEIR BUSINESS?

WHAT IS INTEGRATED MARKETING AND HOW CAN MARKETING PROFESSIONALS USE IT TO GROW THEIR BUSINESS?

Integrated marketing is the practice of using market communication channels and tactics (one-way and two-way) to deliver brand or campaign messaging to your target segments. These elements are required to be coherent, cohesive and connected.

Integrated marketing is the practice of using market communication channels and tactics (one-way and two-way) to deliver brand or campaign messaging to your target segments. These elements are required to be coherent, cohesive and connected.

WHEN IT COMES TO CONTENT MARKETING, WHAT WORKS BETTER: FRESH CONTENT OR EVERGREEN CONTENT?

WHEN IT COMES TO CONTENT MARKETING, WHAT WORKS BETTER: FRESH CONTENT OR EVERGREEN CONTENT?

This is very dependent and highly subjective. Educational content (how to use/how to choose/how to maintain/how to improve/how to do) usually has longevity and the investment pays off

This is very dependent and highly subjective. Educational content (how to use/how to choose/how to maintain/how to improve/how to do) usually has longevity and the investment pays off

content can be more limited in terms of wider relevance and would need to be updated when new models/versions become available. Edutainment is a great mix; but be weary of the objective…you want the message to last…not just the personality of the presenter!

content can be more limited in terms of wider relevance and would need to be updated when new models/versions become available. Edutainment is a great mix; but be weary of the objective…you want the message to last…not just the personality of the presenter!

WHAT PLATFORMS ARE YOU USING FOR YOUR MARKETING CAMPAIGNS?

• Start with the end in mind.

• Be prepared to invest heavily with the right platform partners who have good support and have a full stack off-the-shelf capability to enable your fully envisioned journey.

• Be prepared to invest heavily with the right platform partners who have good support and have a full stack off-the-shelf capability to enable your fully envisioned journey.

• Have a complete phased approach and match your resources and training to line this up.

• Have a complete phased approach and match your resources and training to line this up.

• Do not underestimate last mile delivery and the complete customer experience journey.

• Do not underestimate last mile delivery and the complete customer experience journey.

WHAT ADVICE WOULD YOU GIVE TO A SMALL BUSINESS LOOKING TO GET INVOLVED IN THE E-COMMERCE SPACE?

WHAT ADVICE WOULD YOU GIVE TO A SMALL BUSINESS LOOKING TO GET INVOLVED IN THE E-COMMERCE SPACE?

Small businesses have to understand what they wish to achieve before they even venture in this space. Why are you wanting to do this?

Small businesses have to understand what they wish to achieve before they even venture in this space. Why are you wanting to do this?

Find out what the market opportunity is for your business.Have a look at who is doing it well…and who is not. Replicate the good, avoid the scenarios that create bad.

Find out what the market opportunity is for your business.Have a look at who is doing it well…and who is not. Replicate the good, avoid the scenarios that create bad.

Start small and deliver a superior, personalised experience. The personal touch is hard for big business to replicate. There are no shortcuts, understand technology that you choose and how

Start small and deliver a superior, personalised experience. The personal touch is hard for big business to replicate. There are no shortcuts, understand technology that you choose and how

WHAT PLATFORMS ARE YOU USING FOR YOUR MARKETING CAMPAIGNS?

I strive to use channels that are relevant to our target segments and can optimally support the objectives we set for ourselves. We are an omnichannel market communicator and we use all channels available to us in a different mix based on our objectives. It should be noted that we are very invested in digital channels.

I strive to use channels that are relevant to our target segments and can optimally support the objectives we set for ourselves. We are an omnichannel market communicator and we use all channels available to us in a different mix based on our objectives. It should be noted that we are very invested in digital channels.

WHAT ARE THE MAJOR CHALLENGES YOU’VE FACED WITH INTEGRATED MARKETING AND HOW HAVE YOU OVERCOME THEM?

WHAT ARE THE MAJOR CHALLENGES YOU’VE FACED WITH INTEGRATED MARKETING AND HOW HAVE YOU OVERCOME THEM?

In most businesses there are legacy initiatives that make very important stakeholders feel “safe” despite the fact that Gaining the trust and helping stakeholders to let go of those dated perceptions is tough; even when reams of data supports a different approach. This is not a challenge that ever goes away; my approach is to engage on shared objectives regularly and to share results of initiatives that have opened up the market in ways we need more of. I know the tide is turning because I have more people in the business coming to me with: “Show me how we can do this better.”

In most businesses there are legacy initiatives that make very important stakeholders feel “safe” despite the fact that Gaining the trust and helping stakeholders to let go of those dated perceptions is tough; even when reams of data supports a different approach. This is not a challenge that ever goes away; my approach is to engage on shared objectives regularly and to share results of initiatives that have opened up the market in ways we need more of. I know the tide is turning because I have more people in the business coming to me with: “Show me how we can do this better.”

HOW CAN A BUSINESS USE CONTENT MARKETING TO GROW THEIR BUSINESS?

HOW CAN A BUSINESS USE CONTENT MARKETING TO GROW THEIR BUSINESS?

Create quality content that speaks digital marketing, community interest groups on social media and other content delivery networks to share your content widely. Ensure these link back to a place that shows more related content and links to an environment that has the ability to convert the content browser into a shopper. Make it super easy to see the next step you wish them to take every click along the way.

Create quality content that speaks digital marketing, community interest groups on social media and other content delivery networks to share your content widely. Ensure these link back to a place that shows more related content and links to an environment that has the ability to convert the content browser into a shopper. Make it super easy to see the next step you wish them to take every click along the way.

WHAT ARE THE MOST IMPORTANT THINGS TO KEEP IN MIND WHEN USING A CONTENT MARKETING APPROACH?

WHAT ARE THE MOST IMPORTANT THINGS TO KEEP IN MIND WHEN USING A CONTENT MARKETING APPROACH?

There is no doubt that consumers respond well to content that helps them in any way. The moment a customer feels that you have created a piece of answers his questions; you have created a connection beyond the fallibility of product and price. It shows you are in for the long game with your customers. This a more frequent shopper.

There is no doubt that consumers respond well to content that helps them in any way. The moment a customer feels that you have created a piece of answers his questions; you have created a connection beyond the fallibility of product and price. It shows you are in for the long game with your customers. This a more frequent shopper.

TARRYN KNIGHT IS GEARING UP THE AUTOMOTIVE INDUSTRY

By Sinazo Mkoko

Tarryn has worked in the automotive industry for almost 16 years across three brands, she now directs the product portfolio and marketing campaigns of the Audi brand in South Africa. By marrying her love of powerful brand purpose to her passion for effective invaluable experience across the with us on how she navigated through the automotive industry for 16 years and counting.

PLEASE TELL US ABOUT YOUR CAREER

PLEASE TELL US ABOUT YOUR CAREER PATH THAT LED TO YOU BECOMING THE HEAD OF MARKETING, PR AND PRODUCT FOR AUDI SOUTH AFRICA?

PATH THAT LED TO YOU BECOMING THE HEAD OF MARKETING, PR AND PRODUCT FOR AUDI SOUTH AFRICA?

After completing a B.Com Honours in Communication Management, I spent a year working as a strategist at a small consultancy. When the opportunity to work in London for two years came up, my boss and mentor at the time

After completing a B.Com Honours in Communication Management, I spent a year working as a strategist at a small consultancy. When the opportunity to work in London for two years came up, my boss and mentor at the time

Brand Manager when I return to South Africa.

Brand Manager when I return to South Africa.

The two years in London were spent in communications and project management across companies like Ernst and Young, Deloitte, and the Specialist Schools and Academies Trust. Upon returning home to Johannesburg there was only one brand I wanted to work for – a brand I had represented in my student days on their stand at Johannesburg International Motor Show: Volkswagen.

The two years in London were spent in communications and project management across companies like Ernst and Young, Deloitte, and the Specialist Schools and Academies Trust. Upon returning home to Johannesburg there was only one brand I wanted to work for – a brand I had represented in my student days on their stand at Johannesburg International Motor Show: Volkswagen.

As fate would have it, there was a vacancy for Volkswagen Brand Manager when I returned and I was successful

As fate would have it, there was a vacancy for Volkswagen Brand Manager when I returned and I was successful

in that position I was promoted to Marketing Research Manager for the Volkswagen Group of Brands. I was then appointed Marketing Communications Manager for Volkswagen Commercial

in that position I was promoted to Marketing Research Manager for the Volkswagen Group of Brands. I was then appointed Marketing Communications Manager for Volkswagen Commercial

time I acquired the role of steering the Product portfolio in addition.

time I acquired the role of steering the Product portfolio in addition.

At the beginning of 2020 I was appointed Head of Marketing, Product and PR at

At the beginning of 2020 I was appointed Head of Marketing, Product and PR at

Audi South Africa. In May this year I celebrated 16 years with this company –

Audi South Africa. In May this year I celebrated 16 years with this company –

PLEASE SHARE SOME OF THE CHALLENGES YOU’VE ENCOUNTERED AS A WOMAN IN THIS INDUSTRY AND HOW YOU OVERCAME THEM?

There have been some interesting situations, for sure, but I choose not to remember or dwell on them. If I

PLEASE SHARE SOME OF THE CHALLENGES YOU’VE ENCOUNTERED AS A WOMAN IN THIS INDUSTRY AND HOW YOU OVERCAME THEM? There have been some interesting situations, for sure, but I choose not to remember or dwell on them. If I been lost to focusing on them instead of focusing on learning, growing and pushing the boundaries of my profession?

been lost to focusing on them instead of focusing on learning, growing and pushing the boundaries of my profession?

complimented for “making it in a male-dominated industry”, I feel that giving women this accolade is outdated and we should be more deliberate about where we place emphasis. My perspective is that I have an equal place here as any other person. My achievements and skills should not be viewed or appreciated through the lens

facilitate. One was the “Farewell Citi Golf” campaign where we took the last Citi Golf that was produced in the VWSA Kariega Plant on a road trip around South Africa for fans to sign. It now sits in the AutoPavilion museum.

facilitate. One was the “Farewell Citi Golf” campaign where we took the last Citi Golf that was produced in the VWSA Kariega Plant on a road trip around South Africa for fans to sign. It now sits in the AutoPavilion museum.

Another special project was launching an international off-road driving competition with SA rally legend Sarel van der Merwe called the Spirit of Amarok, and going on to produce an international marketing campaign for the Southern Hemisphere markets. These collaborations with my counterparts around the world created professional connections that I still cherish today.

in the automotive industry.

complimented for “making it in a male-dominated industry”, I feel that giving women this accolade is outdated and we should be more deliberate about where we place emphasis. My perspective is that I have an equal place here as any other person. My achievements and skills should not be viewed or appreciated through the lens in the automotive industry.

challenges: by refusing to acknowledge them and choosing to live my desired future state of equal gender value in this industry today and every day.

challenges: by refusing to acknowledge them and choosing to live my desired future state of equal gender value in this industry today and every day.

WHAT ARE SOME OF YOUR PROUDEST MILESTONES IN YOUR CAREER?

There have been some magical

WHAT ARE SOME OF YOUR PROUDEST MILESTONES IN YOUR CAREER?

There have been some magical

where we are in automotive history was launching the future of mobility with Audi. In February this year we

Another special project was launching an international off-road driving competition with SA rally legend Sarel van der Merwe called the Spirit of Amarok, and going on to produce an international marketing campaign for the Southern Hemisphere markets. These collaborations with my counterparts around the world created professional connections that I still cherish today. where we are in automotive history was launching the future of mobility with Audi. In February this year we

to think that the vehicle industry is on the cusp of dramatic change after 120 years of internal combustion engine technology and we get to be a part of that movement.

to think that the vehicle industry is on the cusp of dramatic change after 120 years of internal combustion engine technology and we get to be a part of that movement.

WHAT IS YOUR “WHY?”

The most rewarding part of my days are when I can facilitate

WHAT IS YOUR “WHY?”

The most rewarding part of my days are when I can facilitate

and achievements. If I can help another develop their professional and/or personal journey faster than I could, then my journey has been worthwhile.

and achievements. If I can help another develop their professional and/or personal journey faster than I could, then my journey has been worthwhile.

BRINGING MORE WOMEN INTO THE PROPERTY INDUSTRY MEET MARINA CONSTAS

BRINGING MORE WOMEN INTO THE PROPERTY INDUSTRY MEET MARINA CONSTAS

By Koketso Mamabolo

By Koketso Mamabolo

Marina Constas is the founder of Women in Sectional Title (WiST), an organisation working towards supporting women in the property by connecting and

Marina Constas is the founder of Women in Sectional Title (WiST), an organisation working towards supporting women in the property by connecting and

her to form WiST and what she thinks can be done to bring more women into the property industry.

her to form WiST and what she thinks can be done to bring more women into the property industry.

PLEASE TELL US A BIT ABOUT YOUR BACKGROUND - HOW DID YOU GET TO THIS POINT?

PLEASE TELL US A BIT ABOUT YOUR BACKGROUND - HOW DID YOU GET TO THIS POINT?

Property Law was my favourite subject when I studied at Wits University, and this passion

access to the resources they need to

access to the resources they need to

I present local and international workshops and seminars on sectional title matters. I am pleased to be a regular contributor to magazine and newspaper columns, and appear as a guest on radio and television shows.

I present local and international workshops and seminars on sectional title matters. I am pleased to be a regular contributor to magazine and newspaper columns, and appear as a guest on radio and television shows.

I was honoured to be recognised by The Lyceum Club of Greek Women for Excellence in Law.

I was honoured to be recognised by The Lyceum Club of Greek Women for Excellence in Law.

WHAT CAN BE DONE TO GET MORE WOMEN IN THE PROPERTY INDUSTRY?

WHAT CAN BE DONE TO GET MORE WOMEN IN THE PROPERTY INDUSTRY?

20 years. I have trained an exceptional team of specialist lawyers and consultants at BBM Law who work with me in our Sectional Title Department. Our aim is to provide good quality, easy to understand advice to enable the lay person to satisfactorily resolve their sectional title or community schemes problem or dispute.

Property Law was my favourite subject when I studied at Wits University, and this passion 20 years. I have trained an exceptional team of specialist lawyers and consultants at BBM Law who work with me in our Sectional Title Department. Our aim is to provide good quality, easy to understand advice to enable the lay person to satisfactorily resolve their sectional title or community schemes problem or dispute.

The changes in the Community Schemes legislative environment have had a huge impact on the industry, and I strive to be at the cutting edge of developments, to best serve my clients. This has included sitting on the board of the Community Schemes Ombud Service (CSOS) and pursuing a mediation accreditation from The London School of Mediation.

The changes in the Community Schemes legislative environment have had a huge impact on the industry, and I strive to be at the cutting edge of developments, to best serve my clients. This has included sitting on the board of the Community Schemes Ombud Service (CSOS) and pursuing a mediation accreditation from The London School of Mediation.

I am proud to have co-authored Demystifying African book on sectional title property issues, and to have founded Women in Sectional Title (WiST), a platform for women in property to network, learn, share knowledge, collaborate with and inspire each other, while gaining

I am proud to have co-authored Demystifying African book on sectional title property issues, and to have founded Women in Sectional Title (WiST), a platform for women in property to network, learn, share knowledge, collaborate with and inspire each other, while gaining

WHY DO YOU BELIEVE IT IS IMPORTANT TO EMPOWER WOMEN IN THE SECTIONAL TITLE INDUSTRY?

WHY DO YOU BELIEVE IT IS IMPORTANT TO EMPOWER WOMEN IN THE SECTIONAL TITLE INDUSTRY?

Women are reportedly the largest group of property buyers in South Africa today. They are, however, underrepresented and largely unacknowledged and unheard in the property sphere. Women may be snapping up properties, but they are still being left out in the cold when it comes to holding leadership positions and having their voices heard in the property sector.

Women are reportedly the largest group of property buyers in South Africa today. They are, however, underrepresented and largely unacknowledged and unheard in the property sphere. Women may be snapping up properties, but they are still being left out in the cold when it comes to holding leadership positions and having their voices heard in the property sector.

in which women involved in different aspects of sectional title - from tenants and owners to trustees - are ignored and even bullied in what is still a largely male-dominated industry.

in which women involved in different aspects of sectional title - from tenants and owners to trustees - are ignored and even bullied in what is still a largely male-dominated industry.

By creating awareness of sectional title and the opportunities therein, and making it more accessible and appealing to

It is imperative to encourage more women owners to participate in their Body Corporate and to nominate themselves and other women to become numbers so the more women that participate and actively play a role within bodies corporate the better. I host a “Women in Sectional Title” webinar once a month in order to educate and empower women in the property industry. More initiatives such as Women in Sectional Title are a key component in ensuring that more women enter the property industry. Women also need to take initiative and encourage and educate other women around them. We are one another.

It is imperative to encourage more women owners to participate in their Body Corporate and to nominate themselves and other women to become numbers so the more women that participate and actively play a role within bodies corporate the better. I host a “Women in Sectional Title” webinar once a month in order to educate and empower women in the property industry. More initiatives such as Women in Sectional Title are a key component in ensuring that more women enter the property industry. Women also need to take initiative and encourage and educate other women around them. We are one another.

WHAT ADVICE WOULD YOU GIVE TO YOUNG WOMEN WHO WANT TO GET INVOLVED IN THE PROPERTY INDUSTRY?

WHAT ADVICE WOULD YOU GIVE TO YOUNG WOMEN WHO WANT TO GET INVOLVED IN THE PROPERTY INDUSTRY?

By creating awareness of sectional title and the opportunities therein, and making it more accessible and appealing to goal is to build a skilled, representative sectional title community that is enriched by diversity and in which everyone can thrive and advance.

goal is to build a skilled, representative sectional title community that is enriched by diversity and in which everyone can thrive and advance.

It is crucial to be knowledgeable about the industry and to keep up to date with the changes that constantly come into play. Participating in events such as the “Women in Sectional Title” webinars is a wonderful way to learn and ensure that they know about changes and how to deal with them within their own bodies corporate. Attend all meetings and do not be afraid to put your thoughts and opinions forward at these meetings. It is imperative to become an active participant within your own community and doing so at a younger age will certainly give you an advantage. Network, network, network and have the courage to ask the women you admire in the industry for advice.

It is crucial to be knowledgeable about the industry and to keep up to date with the changes that constantly come into play. Participating in events such as the “Women in Sectional Title” webinars is a wonderful way to learn and ensure that they know about changes and how to deal with them within their own bodies corporate. Attend all meetings and do not be afraid to put your thoughts and opinions forward at these meetings. It is imperative to become an active participant within your own community and doing so at a younger age will certainly give you an advantage. Network, network, network and have the courage to ask the women you admire in the industry for advice.

UMQHELE LEGAL CONSULTANTS

MERGING LEGAL AND AI KNOWLEDGE TO ENSURE THE BEST OUTPUTS FOR OUR CLIENTS

Wi

wellness in all spheres of their business, Umqhele Legal Consultants aims to provide excellence in all its services and offer legal advice that is outcomesbased, ensuring that clients make better decisions and use innovative methods which have been weighed against all legal risks.

leader in merging legal and AI knowledge to ensure the best outputs for our clients. Giving clients peace of mind in ensuring that all their legal needs are met. Managing Director, Londi Nkomo, shares what it takes to lead the organisation.

HOW HAS GENDER EMPOWERMENT STRENGTHENED YOUR ORGANISATION?

Gender empowerment within the business has strengthened the organisation as gender-inclusive decision-making has proven to be more viable and ideal for business growth. We have also noticed that with female headed roles, decision-making is not always based for the next years ahead.

Women have a higher sense of empathy and create moral and ethical values in the organisation. Nurturing is an nherent trait in females which is why the majority of our roles in servicing clients and the communities are spearheaded by

females as they are people-centered. As an organisation we believe in the quote, “You empower a woman, you empower a nation” in its strategy for gender empowerment.

WHAT ARE YOUR ORGANISATION’S GENDER EQUALITY AND BEE RATINGS AND POLICIES?

Umqhele Legal Consultants is a 100% Black female-owned company with a Level 1 BBBEE rating score. Gender equality has been a major focus in our organisation as we recognise the implemented gender equality policies to reduce gender bias and create a more inclusive work environment for all employees.

We have created programmes to promote female leadership, including mentorship and sponsorship initiatives arrangements to help support work-life balance for all employees.

WHAT ARE THE CURRENT AND FUTURE TRENDS IN YOUR SECTOR?

Umqhele Legal Consultants is looking into the introduction of AI in contract management services. We are also looking into developing tools in technological innovations to keep in line with 4IR and developing an AI tool that will be able to extract important contract information and highlight risks to our clients. Also, developing an AI tool that can be managed externally by our clients, will help in creating alerts if there are any changes and risks in contracts.

HOW ARE YOU USING SOCIAL MEDIA TO CREATE MORE BUSINESS?

Social media engagement is important as it shows the online presence of the business presence and an overview of who and what we are. We reach out on social media by posting a brief synopsis of different topics. We normally have clients or prospectus clients reaching out on topics of interest that are covered.

ACHIEVEMENTS:

Our Managing Director was nominated in the 50 under 50 Female Founders for the Middle East and Africa. As a female-owned organisation, we have a strategic alliance with most female-owned enterprises even outside the borders of the Republic. We have expanded our client base to international clients.

We cover topics that are within our services that will be of interest to small businesses and business owners.

WHAT SKILLS DO YOU THINK LEADERS OF THE FUTURE ARE GOING TO NEED?

As a leader, you need to be adaptable and be able to adapt to the changes around the business and line of work have good communication skills, which help in building and maintaining existing relationships with clients. Delegation is also an important skill; this allows for more work to be completed. Leaders of the future will require time management skills, consistency, the ability to delegate tasks and being adaptable within the environment they work in.

WHICH FEMALE LEADERS INSPIRE YOU THE MOST, AND WHY?

Michelle Obama – As a of Princeton University and Harvard Law, she served as my role model in her advocacy for education and poverty awareness. Her advocacy resonates well with me as a young black female in the law industry.

SOCIAL RESPONSIBILITY INITIATIVES:

Umqhele Legal Consultants believes in giving back to the less fortunate,

• Uniform Drive

• Feed a Child

• Hambanathi Drive

The CSI projects are designed to bridge the gaps between the privileged and less privileged children in their early developmental and senior educational phases.

She has achieved a high level of education and professional success. She had a successful career in law, to the mayor of Chicago.

Throughout her time in the White House, she has been vocal about equal rights and opportunities for women and minority groups. Her work in this area for justice and change in society.

LONDI NKOMO Managing Director , Umqhele Legal Consultants

CONTACT:

info@umqhelelegal.co.za

www.umqhelelegal.co.za

010-006-2379

Instagram: Umqhele_Legal

LinkedIn: Umqhele Legal Consultants

Facebook: Umqhele Legal Consultants

MAFANI NELLY DASHEKA CEO & Managing Director,

CEO & MANAGING DIRECTOR:

Mafani Nelly Dasheka

COO & HR DIRECTOR:

Kekeletso Kabi

MARKETING & COMMUNICATIONS

MANAGER: Chido Nyamande

ACCOUNTANTS: OM Accountants

SALES MANAGER: Lebogang Pelesa

FOUNDED: 2002

EMPLOYEES: 11

BRANCHES: 7 Regional Offices in SA

TURNOVER: R28-million

QUANTUM LEAP INVESTMENTS 656

WORKING TOGETHER FOR A STRONGER TOMMOROW

OUR TOP WOMEN

Born in Ficksburg in the Free State, and raised in Lesotho, Nelly Dasheka came back to South Africa to continue with her studies at the University of Free State with big dreams and an ambition to become a successful black woman. Before she became a force to be reckoned with in the construction industry – a reputation she achieved through her competitive edge and 20 years of experience, Mafani first earned her name in the media world where she worked in the Marketing Department for Lesedi FM, the SABC radio station based in the Free State from 1997 until 2006. Thereafter, she joined her company (Quantum Leap Investments) on a full-time basis.

Over the years, Nelly has received recognition and acknowledgment from women-driven programmes and organisations from both the Free State and Eastern Cape Provinces. Her most prominent awards include; Winner: Top Women Business in Resources, Construction & Infrastructure Development 2022 (Standard Bank Top Women Awards 2022); Winner: Business Resilience of the Year– Covid (CIDB ERWIC Awards 2022); Winner: Business Leadership Award 2018 (Black Management Forum, Eastern Cape), and Winner: Regional Business Achiever: Free State Entrepreneur 2008 (BWA National)

COMPANY INFORMATION

Quantum Leap Investments 656 (Pty) Ltd is 100% black woman-owned company and a holding company of the following companies:

• QLI Construction

• QLI Properties

• QLI Project Management & Consulting

• QLI Logistics

VISION:

To be the service provider of choice in the industry locally and internationally

MISSION STATEMENT:

To provide the best service to our clients, without compromising the final product and working within set time frames, while at the same time ensuring the transfer of skills is done in the communities we serve.

PRODUCTS & SERVICES

• New building construction

• Refurbishments of existing

• buildings

• Interior design

• Audit of properties

• Project Management & Consulting

MEMBERSHIPS:

• Black Management Forum (BMF)

• Business Women Association (BWA)

• EC Master Builders Association

STRATEGIC PARTNERSHIPS:

• Ampersand (Pty) Ltd – Creative

• Designer & Photography

• Afri-Mining - Procurement & Pricing

• Nata Construction - Plant & Equipment

GENDER EMPOWERMENT AND CORPORATE SOCIAL INVESTMENT (CSI)

EMPOWERMENT POLICIES CURRENTLY IN PLACE FOR QLI EMPLOYEES:

• Maternity Policy – Provision of 3 months full-pay during maternity to assist women employees in sustaining themselves during this period.

• Employee Development Policy - To ensure that employees are supported, motivated and inspired through offering training in their respective fields, and allowing sabbaticals for personal growth and fulfilment.

EMPOWERMENT-RELATED CSI INITIATIVES/PROGRAMMES CURRENTLY BEING IMPLEMENTED:

The Phakamani Bafazi Programme aims to provide mentorship and support to emerging small womenowned construction companies by giving them an opportunity to grow and learn through projects. QLI subcontracts a portion of its work to local women SMMEs and supports them with tools and resources to build their portfolios. The Phakamani Bafazi gender empowerment

programme has been effective and successful since its onset in 2020. Of the three independent women contractors appointed in one of our projects in Queenstown, two contractors have managed to complete their scope of work in time with satisfactory service delivery.

STATISTICAL OVERVIEW

PERCENTAGE OF FEMALE SHAREHOLDERS: >50.1%

PERCENTAGE OF FEMALE EXECUTIVE DIRECTORS: >50.1%

PERCENTAGE OF FEMALE STAFF MEMBERS (OVERALL IN COMPANY): 25.1%-50%

TIPS ON THRIVING IN BUSINESS

1. Believe in yourself and master your mindset

2. Define your vision and goals as clearly as possible

3. Learn to ask for help as and when needed

4.

5. Create a work environment that makes you productive

CONTACT DETAILS:

Physical address: 14 Stewart Drive, Baysville, East London, 5241

Telephone: 043 783 9722

Email: info@quantumleapinv.co.za

Website: www.quantumleapinv.co.za

“BEFORE SHE BECAME A FORCE TO BE RECKONED WITH IN THE CONSTRUCTION INDUSTRY – A REPUTATION SHE ACHIEVED THROUGH HER COMPETITIVE EDGE AND 20 YEARS OF EXPERIENCE, NELLY FIRST EARNED HER NAME IN THE MEDIA WORLD...”

PROVIDING INDEPENDENT ADVICE TO PARLIAMENT PARLIAMENTARY BUDGET OFFICE

a juristic entity of Parliament headed by

and Procedures Act no 09. of 2009 as amended.

Act to provide independent, objective, and professional advice and analysis to Parliament on matters related to the budget and other money Bills. The the Money Bills Act by undertaking research and analysis for the Finance and Appropriations Committees located in both Houses of Parliament including ad-hoc support to other parliamentary committees.

Following the general elections in 2019, the 6th Parliament determined its main priority: to strengthen oversight over the responsiveness and accountability. Implementing this priority requires the institution to, amongst others, to conduct to improve research and information services provided to Members of Parliament (MPs).

To assist MPs with implementing the priority of the 6th Parliament is continuously supported and strengthened to provide independent

Amendment Procedure and Related Matters Act, 2009 (Act no. 9 of 2009), as amended by Act 13 of 2018 to review and analyse the documentation tabled in Parliament by the Minister of Finance.

In terms of the Money Bills Act, the to provide the relevant technical support to Parliament by undertaking research, analysis and advice for the Finance and Appropriations Committees of Review and analyse the documentation tabled in Parliament

Finance) in terms of the Money Bills Amendment Procedure and Related Matters Act, 2009 (Act no. 9 of 2009) Provide advice and analysis on proposed amendments to the Revenue Bill, and money Bills and policy proposals with budgetary implications

Monitor and synthesise matters and reports tabled and adopted in a House with budgetary implications, with particular emphasis on reports by other committees Keep abreast of policy debates and and revenue areas

Monitor and report on potential unfunded mandates arising out of legislative, policy or budgetary proposals

to achieve its high level of support to the Finance and Appropriations Committees.

Dr DJ Jantjies Director

djantjies@parliament.gov.za

www.parliament.gov.za/parliamentary-

KELLOGG SOUTH AFRICA GENDER EMPOWERMENT IS BEST FOR BUSINESS

Business sector: Food Manufacturing

Year founded: 1906 in the US and 1st imported into South Africa in 1923

Number of employees: 358

Branches:

1 manufacturing facility

one person at a time, as change agents, they inspire others to act creating a culture of acceptance and support. During this programme, male employees are supported to understand their privilege and power and understand how to use their voices against any workplace inequalities.

Philip Nieman is a high-energy, innovative, focused general management executive with sustainable businesses in South Africa and all stakeholders. Philip has held a variety of executive positions in major multinationals including SAB Miller, Tiger Brands, McCain Foods, Coca-Cola Company, and Coega

Africa business. Philip believes that gender empowerment is more than just focusing on achieving gender parity but about enabling tangible and intangible barriers, making available opportunities for growth and encouraging women to take their rightful places, and helping Kellogg drive growth.

REASONS GENDER-EMPOWERED BUSINESSES SUCCEED

Gender empowerment is not only the right thing to do but is the best way to succeed in business. It is an enabler in attracting a diverse talent pool leading to a diversity of thoughts and lived experiences that inform decision-making.

A gender-empowered workplace is imperative because creating a place at the table for women is proven to increase not only the company but broader economic empower a woman, you empower a family, a community, and indeed a nation.

This approach creates business environments that offer a positive work need

to implement inclusive work policies

ORGANISATION SYNOPSIS

Kellogg is a leading multinational food company with a vision of a good and just world where people are not just fed but and a place at the table for everyone through their trusted food brands. The company has been nourishing South Africans with a range of food and snacks for 100 years.

GENDER EMPOWERMENT AND CORPORATE SOCIAL INVESTMENT (CSI) Empowerment/women-friendly policies for employees

1. 4-months Maternity Leave

2. 4-months Adoption Leave

3. 10-days paid Parental Leave

4. Flexible Working Time Options

a. Locate For Your Day – allowing employees to work from home 1 day a week

b. Work Life Balance Leave – allowing employees to attend to personal emergencies or rest

c. Flexi hours – allowing employees to by operational requirement

DIVERSITY & INCLUSION

Kellogg is committed to creating a place at the table for everyone to create Better Days for 3 billion people around the world. The founder W.K. Kellogg believed that part of running a good business was doing good for society. This promise has guided our company for over a century. Equity Diversity

consumers, and communities allowing the company to fully understand and serve these audiences. The company has a Business Resource Group called Women of Kellogg (WOK) which aims to make Kellogg an organisation where all women learn, grow, lead, and succeed. Through education, conversation, and opportunity, WOK supports efforts to empower women and engage men to advocate for gender equity in the workplace in support of individual success, collective advancement, and business improvement.

In recognising that allyship is a powerful force for good, in South Africa, the company launched Men as Allies, a programme modelled on the Lean In Allyship at Work male employees to take meaningful action and build an inclusive workplace culture.

KELLOGG CREATES BETTER DAYS FOR CHILDREN IN NEED

In South Africa, food security and hunger going to school hungry. As part of its efforts to help alleviate hunger and ensure that children get access to the nutrition needed, Promise programme, is donating food to every school day across South Africa in KwaZulu-Natal, Gauteng and Eastern Cape in partnership with the Department of Basic Education. According to a review of recent research from Kellogg conducted in multiple countries including South

cognitive effects of these programmes. The importance of these programmes in the broader community has also been explored, yielding positive early results - school attendance, friendships, and improved behaviour as children display

Since launching the Better Days Promise programme in 2014, the company has donated 51 million meals.

GENDER EMPOWERMENT: STATISTICAL OVERVIEW

Female percentage

44% female executive directors

55% female senior management

49% female staff members overall across the business

CONTACT INFORMATION

Zandile Mposelwa

Corporate Affairs Director, Kellogg

South Africa

Physical address: Woodmead Estate, 1 Woodmead Drive, Woodmead, 2090

Telephone: +27 11 233 6660

Email: Zandile.mposelwa@kellogg.com

Website: www.kellogg.co.za

Facebook page: @KelloggsSA

PHILIP NIEMAN Kellogg South Africa

Founded in 2016, Maisha Social Solutions is an ESG consultancy

socio-economic development (SED) strategies for businesses, mainly in the mining and renewable energy sectors. Founder and CEO, Geralda Wildschutt has over 25 years experience in ESG and social performance, corporate social responsibility and stakeholder engagement.

HOW HAS GENDER EMPOWERMENT STRENGTHENED YOUR ORGANISATION?

We have focused on recruiting women to work in a range of employment options, which is a win-win. Women who working the hours that suit them, which may mean more hours during certain months, or taking time off. Women who

while women who are moving towards retirement seek opportunities to work less but remain in the world of work.

accommodates the individual needs of are highly motivated.

WHAT ARE THE CURRENT AND FUTURE TRENDS IN YOUR SECTOR?

Maisha is a consultancy business, working mostly in the mining and renewable energy sectors. Both of these interdependent sectors are critical

MAISHA SOCIAL SOLUTIONS

ECONOMIC DEVELOPMENT

for the future the world needs. We offer ESG services, assisting these industries to successfully deliver their environmental, social and governance requirements. Mining is critical to extract the minerals we need for the green economy and mining companies seek renewable energy sources to secure reliable energy to run a sustainable company. Mining will continue to drive renewable energy in Africa. Also, the world needs more mines to secure the minerals necessary to reach the net zero emissions target that most companies are setting to deliver on the Paris Agreement.

HOW ARE YOU INTEGRATING THE DRIVE FOR SUSTAINABILITY INTO YOUR ORGANISATION?

Sustainability is our business. We assist companies to achieve sustainability, with a focus on the planet and people. The business case has been made that companies cannot be sustainable, if ignoring their negative impacts on the environment and on people. We advise and support companies to achieve their triple bottom-line goals. As a business Maisha integrates sustainability goals in our operations across the value chain.

WHAT IS YOUR POSITION ON DOING BUSINESS IN AFRICA?

We are proud to work on the continent that drives the future. The continent contains the critical minerals required, the youth to provide the employment needed, and an abundance of natural resources. We currently work in South Africa, Zimbabwe, Botswana, Namibia and the Democratic Republic of Congo. We have plans to expand

into other parts of Africa. We strongly believe companies cannot avoid thinking about working in Africa, for any be eliminating a large part of future employees and customers.

WHAT SKILLS DO YOU THINK LEADERS OF THE FUTURE ARE GOING TO NEED?

Critical and futurist thinking, which is about actively seeking practices for thinking about the future. This includes scenario planning and systems thinking, rather than problem solving in a compartmentalised manner. Understanding the interconnectedness of things, such that we cannot sustain a business while destroying the planet and the people. However, we need employment and livelihoods. Business leaders require knowledge and skills outside of - and in addition to - the industries they work in, if they are going to anticipate future risks and opportunities.

CONTACT DETAILS

Address: 10 Da Gama Street, Norscot, 2191, Johannesburg, South Africa

Tell: +27 71 857 4147 / +27 11 787 370 810

Email: geralda@maishasocialsolutions.co.za

GERALDA WILDSCHUTT Maisha Social Solutions, CEO

The SystemicLogic Group embodies the mantra of "self-disruption, constantly pushing boundaries and striving for excellence, regardless of its current position."

innovative business solutions, the SystemicLogic Group emerges as a frontrunner in driving transformation for global and continental companies. With a strategic focus on leveraging Africa's remarkable growth trajectory, the SystemicLogic Group positions itself as a trusted partner, empowering of the modern business landscape.

SYSTEMICLOGIC THE FUTURE

A journey to disrupt the industry and achieve supremacy

a comprehensive suite of solutions, empowering clients to embrace innovation, leverage technological advancements, drive growth agendas, and overcome

With its mission to empower companies with the SystemicLogic Group has transformed into a as a modest team of eight has now grown into a workforce of over 200 professionals, demonstrating working tirelessly to ensure client success.

Today, the Group is equipped with bleeding-edge technology and data capabilities to address diverse business needs. With the successful launch of "Innovation Café", an innovation management platform and the "Marketplace", an e-commerce platform, the Group has launched its latest innovative data product, "Rocket". This sophisticated task and automates manual tasks across multiple departments and business processes.

Playing a pivotal role in Africa's Small, Micro and Medium Enterprise (SMMEs) landscape, the SystemicLogic Group has built a state-of-the-art accelerator. This accelerator enables the harnessing of ideas and the development of robust business solutions. Partnering with numerous organisations and startups globally, the SystemicLogic Accelerator rapidly prototypes solutions and successfully develops commercially viable propositions for both individual startups and corporate venture capitalists.

Echoing the words of Audrey, “Disruption is a continuous process, and in the future, we see ourselves doing what we do best – disrupting.”

technology, management consulting and strategy, passionately champions the SystemicLogic business model. This model delivers tailored solutions to meet client needs in their respective operating environments. Audrey's leadership

measurable results to clients, while positioning the company for future growth.

Driven by increased access to infrastructure and inclusive technology, Africa

SystemicLogic is thrilled to be at the centre of this growth, leveraging best-inclass data and technology practices to deliver emergent technology and business models for clients.

By synergising the power of data with an unwavering entrepreneurial spirit, SystemicLogic serves as a catalyst for unlocking new possibilities and enabling companies to thrive. With eight fully integrated businesses, the Group has

1 Brian Street, Bryanston, Sandton, South Africa, 2191

Sl@systemiclogic.com

www.systemiclogic.com

FREIGHTMORE PTY (LTD) -LEADING THE WAY

ABOUT FREIGHTMORE

Freightmore provides a complete, business-to-business, transport solution nationally, supported by a Freight Management System which allows customers complete visibility, with regards to the status of their cargo, while ensuring handling in accordance with strict directives

Business sector: Road Transport

Year founded: 1986

Number of employees: 431

Branches: Cape Town, Durban, Johannesburg, Port Elizabeth, East London, George, Ladysmith

Memberships: Member of the Chartered Institute of Logistics and Transport: South Africa; BBBEE Level 2; National Bargaining Council; Food Grade

Annual turnover: R 473 789 346

GENDER EMPOWERMENT AND CORPORATE SOCIAL INVESTMENT (CSI)

are aligned to focus on previously disadvantaged individuals within the industry.

Our industry supports mainly a large number of male-dominated skill sets. We have now partnered up with various organisations including CTA to help and assist redress this. We have taken women from underprivileged backgrounds or previously disadvantaged areas and put them on professional driving learnerships because this was a skill set that was previously male preferred; but we are busy changing the landscapes of the way we do things in the freight industry by not only employing senior

females but also taking them through our levels of management, so that females become well represented within our organisation. This initiative that Freightmore is running with CTA ensures that women are represented at all levels, not only where it was traditionally said that women should play a role but we will put women in every level of our organisation.

GENDER EMPOWERMENT: STATISTICAL OVERVIEW

Percentage of female shareholders: 5-25%

Percentage of female executive directors/senior management: 25.1%-50%

Percentage of female staff members (overall in company): 5%-25%

certificate in Electrical Engineering Management and am currently

to do an MBA. As an avid runner I have been influenced and motivated and Zola Budd

ACHIEVEMENTS:

Work

• In 2016 I created a learnership programme, which is still running, in Tembisa (Gauteng), to alleviate unemployment amongst youth

• Being invited as a panelist for Standard Bank SMME Summit 2021 to discuss the effects of COVID in the industry

females but also taking them through our levels of management.”

Becoming part of the Iron Women programme 2022/2023, hosted by CTA, empowering underprivileged women to enter an industry dominated by males. Providing coaching, mentoring and on-site training which leads to employment

Sport

In 2019 and 2022 I completed the Comrades marathon and used my platform as a runner to create awareness for Endurocad. I completed my Athletics South Africa level one track and field coaching course

• I assisted Endurocad with fundraising to empower women through sports and approved an annual Freightmore bursary for underprivileged females

• I provided funding to Elsies River Rugby Club, a local rugby club situated in the Cape Flats

Personal

In 2019 I became a mentor on the Marc Wainer Redefined Properties Mentorship Challenge. I assisted students from rural areas to travel to Cape Town to study at UCT and provided mentoring and assistance to these students during their stay in Cape Town. I was invited by my High School to be the keynote Speaker at the 2016 valedictory

FIVE TIPS ON THRIVING IN BUSINESS FROM YOUR TOP WOMAN

1. Communication

• Honesty- communicate with integrity because your word is your honor

• Reliability – be confident that when communicating, you always provide reliable information

• the receiver

2. Processes

Ensure that there are clear, measured, communicated procedures communicated to the team and measured by management

3. Transparency

Ensure that your entire team are always aware of what is happening in your business

4. People

• Staff must have work life balance

• People equal profits

• Look after staff, staff will look after customers, and you will retain profits

5. Flexibility

2020 taught us that we operate in an unpredictable environment and need to be flexible enough to adjust and have the contingency to do so

CONTACT INFORMATION:

CEO: Sharmlin Govender

Managing Director: Naiema Abrahams

Financial Director: Asgar Dalvie

Operations Director: Martin van Rensburg

Physical address: Rome Road, Brackengate, Brackenfell

Postal address: PO Box 1509, Parow, 7499

Telephone: 021 983 3000

Email: info@freightmore.co.za

Website: www.freightmore.co.za

NAIEMA ABRAHAMS Director

Tips and Tips and

and Advice

A SURVIVAL GUIDE FOR NEW LEADERS

Having the title of leader is only the beginning

By Selina Fisher, Founder of SelinaNewman Coaching

promotion to become a leader within your team or company. But now what? 2

promotion to become a leader within your team or company. But now what? 2

LEARN TO DELEGATE

LEARN TO DELEGATE

One of the biggest struggles

BBecoming a leader can be exciting and challenging at the same time. Exciting because

ecoming a leader can be exciting and challenging at the same time. Exciting because have worked so hard for and cannot wait to make a difference and lead a team. Challenging, on the other

have worked so hard for and cannot wait to make a difference and lead a team. Challenging, on the other

solo and are focused on your outputs. You are now responsible for managing people at various career stages and with different needs. On top of that, you are expected to hit the ground running and may not get the support you need from your organisation.

solo and are focused on your outputs. You are now responsible for managing people at various career stages and with different needs. On top of that, you are expected to hit the ground running and may not get the support you need from your organisation.

months in your new leadership position.

months in your new leadership position.

1DON’T STOP DOING THE INNER WORK.

1DON’T STOP DOING THE INNER WORK.

One of the biggest struggles that they are focused on the doing. They think they have to do all the work themselves to prove their worth. As a technical specialist, you were expected to do all the work assigned to you. But as a leader, your role is to delegate in order to free up your time to

that they are focused on the doing. They think they have to do all the work themselves to prove their worth. As a technical specialist, you were expected to do all the work assigned to you. But as a leader, your role is to delegate in order to free up your time to

this when you are bogged down with dayto-day tasks.

this when you are bogged down with dayto-day tasks.

It may seem easier just to do the work because you know how to, and it will probably save you time. But when you do this, you are disempowering your team. Get to know your team, their strengths, passions and development areas. It will serve you well when you have to delegate tasks and create development plans for them.

implications for you later in your career. As a new leader, always ask clarifying questions to those giving you directives to ensure you can provide clear instructions to your team.

implications for you later in your career. As a new leader, always ask clarifying questions to those giving you directives to ensure you can provide clear instructions to your team.

5WORK WITH A COACH OR MENTOR

5WORK WITH A COACH OR MENTOR

New leaders often think they have to do it alone and especially as they start their leadership to your HR department or manager for support and guidance. You may want to look externally to invest in a coach or mentor. Imposter syndrome is real for many new and even seasoned leaders. A few clients have said their biggest fear is be in the role.

New leaders often think they have to do it alone and especially as they start their leadership to your HR department or manager for support and guidance. You may want to look externally to invest in a coach or mentor. Imposter syndrome is real for many new and even seasoned leaders. A few clients have said their biggest fear is be in the role.

3

beginning. Personal development and inner work are essential to your early to start. New managers need to know that what made them successful in the past may not make them successful in the future. Working with a coach or mentor helps you to develop selfawareness and self-trust.

beginning. Personal development and inner work are essential to your

early to start. New managers need to know that what made them successful in the past may not make them successful in the future. Working with a coach or mentor helps you to develop selfawareness and self-trust.

When you trust and believe in yourself, it is easier to trust and believe in your team. More importantly, your team believes in you and can trust you. Leading from a place of awareness and trust helps you to take ownership of your role. It also allows you to communicate effectively with your team members and provide constructive feedback.

When you trust and believe in yourself, it is easier to trust and believe in your team. More importantly, your team believes in you and can trust you. Leading from a place of awareness and trust helps you to take ownership of your role. It also allows you to communicate effectively with your team members and provide constructive feedback.

LEARN

TO LISTEN

LEARN TO LISTEN

It may seem easier just to do the work because you know how to, and it will probably save you time. But when you do this, you are disempowering your team. Get to know your team, their strengths, passions and development areas. It will serve you well when you have to delegate tasks and create development plans for them. 3

creating a space where they feel heard. When a team member talks to you about a challenge they are experiencing, are you listening to answer quickly and get them back to work? Or, are you listening to understand and help them work through the challenge? Make time to listen to your team members. It will help you understand what they are struggling with and provide an opportunity to get to know them. Listen to learn and understand, not to respond.

4

ASK QUESTIONS

Working with a coach at the beginning of your leadership journey helps you transition into your leadership more easily. By working with you to let go of the beliefs, fears, and patterns that no longer serve you and helping you become the leader you want to be. Remember to take time to change.

Working with a coach at the beginning of your leadership journey helps you transition into your leadership more easily. By working with you to let go of the beliefs, fears, and patterns that no longer serve you and helping you become the leader you want to be. Remember to take time to change.

Review these strategies, evaluate what stage of the journey and then take the necessary action to get support or to upskill in a particular area.

creating a space where they feel heard. When a team member talks to you about a challenge they are experiencing, are you listening to answer quickly and get them back to work? Or, are you listening to understand and help them work through the challenge? Make time to listen to your team members. It will help you understand what they are struggling with and provide an opportunity to get to know them. Listen to learn and understand, not to respond. 4

ASK QUESTIONS

The ability to communicate work requirements and give constructive feedback is critical for new leaders. One of the biggest challenges I have seen is that given projects or work assignments. And

The ability to communicate work requirements and give constructive feedback is critical for new leaders. One of the biggest challenges I have seen is that given projects or work assignments. And teams to deliver the piece of work. Not asking questions for fear of what others

teams to deliver the piece of work. Not asking questions for fear of what others

Review these strategies, evaluate what stage of the journey and then take the necessary action to get support or to upskill in a particular area.

Selina Fisher is the founder of SelinaNewman Coaching, a coaching company that focuses on helping professionals navigate career change and transition. She is an ICF-accredited Career Coach based in CapeTown, SouthAfrica. Her mission is to empower and equip professionals and leaders with the mindset rewards them.

Selina Fisher is the founder of SelinaNewman Coaching, a coaching company that focuses on helping professionals navigate career change and transition. She is an ICF-accredited Career Coach based in CapeTown, SouthAfrica. Her mission is to empower and equip professionals and leaders with the mindset rewards them.

10 NUGGETS OF ADVICE FOR YOUR BUSINESS

By Seshnie Naidoo, Chief Financial Officer, Logicalis

1

1

WAYS TO SPEND YOUR LEFTOVER B-BBEE BUDGET

WAYS TO SPEND YOUR LEFTOVER B-BBEE BUDGET

Give an interest free loan to a small enterprise. These loans are usually for a period that stretches over a few years and it will not only contribute to your B-BBEE score every year, but it also helps a small business become more sustainable and provide it with some investment it needs to grow.

Give an interest free loan to a small enterprise. These loans are usually for a period that stretches over a few years and it will not only contribute to your B-BBEE score every year, but it also helps a small business become more sustainable and provide it with some investment it needs to grow.

Unemployment is at an all-time high, and these small businesses can help create more jobs. The loans get repaid and can then be used to help other small businesses or start-ups, thus growing the reach of the assistance provided.

Unemployment is at an all-time high, and these small businesses can help create more jobs. The loans get repaid and can then be used to help other small businesses or start-ups, thus growing the reach of the assistance provided.

slope. People are afraid of change as it brings along unknowns. For me, the three important steps to managing change are:

slope. People are afraid of change as it brings along unknowns. For me, the three important steps to managing change are:

Plan: Develop a clear and understandable plan for the change. Include assessment of the current environment, the changes being considered, the reasons for these changes and a timeline.

Plan: Develop a clear and understandable plan for the change. Include assessment of the current environment, the changes being considered, the reasons for these changes and a timeline.

Communicate: Communicate the plan to all parties involved. Allow questions and concerns to be raised. Provide opportunities to suggest alternatives.

Communicate: Communicate the plan to all parties involved. Allow questions and concerns to be raised. Provide opportunities to suggest alternatives.

BEING

HOW TO DEVELOP EFFECTIVE PEOPLE SKILLS

2 HOW TO CREATE TRUST IN YOUR BRAND

2

HOW TO CREATE TRUST IN YOUR BRAND

Ensuring that we consistently deliver quality service with quality products. I have always believed

happy employees would enable a service organisation to deliver quality services. Partner with other trusted brands to ensure you are delivering quality products and services.

Ensuring that we consistently deliver quality service with quality products. I have always believed happy employees would enable a service organisation to deliver quality services. Partner with other trusted brands to ensure you are delivering quality products and services.

3 TIPS ON GENERATING MORE REVENUE

3 TIPS ON GENERATING MORE REVENUE

Being in a service organisation, we offer a wide variety of services. A good way to generate more revenue is to start with the customers we currently have. Assess their needs, what services we are currently providing to them and how we can assist them even further.

Being in a service organisation, we offer a wide variety of services. A good way to generate more revenue is to start with the customers we currently have. Assess their needs, what services we are currently providing to them and how we can assist them even further.

Not only is upselling a good way of generating more revenue, but it also enables you to ensure your customer service offering stays relevant and enables you to build your brand.

Not only is upselling a good way of generating more revenue, but it also enables you to ensure your customer service offering stays relevant and enables you to build your brand.

Implement and assess: Implement the required changes. Continuously assess the implementation, keep the lines of allow for improvements where needed.

Implement and assess: Implement the required changes. Continuously assess the implementation, keep the lines of allow for improvements where needed.

Communication is very important when managing change in an organisation.

Communication is very important when managing change in an organisation.

5 THE BIGGEST BUSINESS MISTAKES LEADERS MAKE AND HOW TO ADDRESS

5 THE BIGGEST BUSINESS MISTAKES LEADERS MAKE AND HOW TO ADDRESS

Most leaders in a business have of time, which has given them a world of knowledge. Leaders in an organisation have done the detailed work. It becomes detail and often we end up “just doing it” ourselves.

Most leaders in a business have of time, which has given them a world of knowledge. Leaders in an organisation have done the detailed work. It becomes detail and often we end up “just doing it” ourselves.

We know by doing it ourselves the it to. This takes up a lot of time and shifts the focus from strategic aspects. As leaders we need to believe that we have hired the right people for the job and train our managers to be able to handle the detail while we focus on the strategy.

We know by doing it ourselves the it to. This takes up a lot of time and shifts the focus from strategic aspects. As leaders we need to believe that we have hired the right people for the job and train our managers to be able to handle the detail while we focus on the strategy.

6

6 HOW TO DEVELOP EFFECTIVE PEOPLE SKILLS

It is important to take the time to understand your own personality. Be honest with yourself and understand your strengths and weaknesses. Once we understand our own limitations, it will be easier to learn how to relate to others.

It is important to take the time to understand your own personality. Be honest with yourself and understand your strengths and weaknesses. Once we understand our own limitations, it will be easier to learn how to relate to others.

I had to understand that people are individuals and need to be seen as such. What might work with one, might not work with another. Being able to understand that people are different and unique, is an important start to developing effective people skills.

TIPS ON BEING SENSITIVE TO DIVERSITY AND INCLUSION

I had to understand that people are individuals and need to be seen as such. What might work with one, might not work with another. Being able to understand that people are different and unique, is an important start to developing effective people skills. 7

7 TIPS ON BEING SENSITIVE TO DIVERSITY AND INCLUSION

Consciously try to treat everyone equally and fairly. At Logicalis D&I is a strategic objective for the group. We recently did a micro-behaviours course, which was very insightful. Microbehaviours are subtle gestures, which can be interpreted in different ways.

Consciously try to treat everyone equally and fairly. At Logicalis D&I is a strategic objective for the group. We recently did a micro-behaviours course, which was very insightful. Microbehaviours are subtle gestures, which can be interpreted in different ways.

4 HOW TO MANAGE CHANGE WITHIN AN ORGANISATION

4

HOW TO MANAGE CHANGE WITHIN AN ORGANISATION

Change is always constant, but hardly ever welcomed. Change in an organisation is always a slippery

Change is always constant, but hardly ever welcomed. Change in an organisation is always a slippery

We need to encourage growth and and the knowledge that should guidance be needed, we will be there to give it. It

We need to encourage growth and and the knowledge that should guidance be needed, we will be there to give it. It

These are often unconscious and can hinder our ability to objectively interact with people. I have now begun to stop myself and evaluate if I have made any preconceived assumptions about a person and how that has affected my ability to treat them fairly, then try to eliminate those assumptions and see the person for who they are.

These are often unconscious and can hinder our ability to objectively interact with people. I have now begun to stop myself and evaluate if I have made any preconceived assumptions about a person and how that has affected my ability to treat them fairly, then try to eliminate those assumptions and see the person for who they are.

BEING ABLE TO UNDERSTAND THAT PEOPLE ARE DIFFERENT AND UNIQUE, IS AN IMPORTANT START TO DEVELOPING EFFECTIVE PEOPLE SKILLS

ABLE TO UNDERSTAND THAT PEOPLE ARE DIFFERENT AND UNIQUE, IS AN IMPORTANT START TO DEVELOPING EFFECTIVE PEOPLE SKILLS

PROBLEM-SOLVING TECHNIQUES EVERY LEADER SHOULD

KNOW

PROBLEM-SOLVING TECHNIQUES EVERY LEADER SHOULD

KNOW

I have always had a four-step approach to solving a problem:

I have always had a four-step approach to solving a problem:

Step 1: Investigate and determine the root of the problem

Step 1: Investigate and determine the root of the problem

Many times, the issues we are seeing are just the symptoms of a larger problem. It is important to dive deep into the issue and understand if you are seeing a symptom or if you have come to the heart of the problem.

Many times, the issues we are seeing are just the symptoms of a larger problem. It is important to dive deep into the issue and understand if you are seeing a symptom or if you have come to the heart of the problem.

Step 2: Find solutions to the problem

Step 2: Find solutions to the problem

Discuss and document the different solutions that can be used to solve the problem. Use scenario planning to rank the solutions. Consider the effectiveness and longevity of the solutions when

Discuss and document the different solutions that can be used to solve the problem. Use scenario planning to rank the solutions. Consider the effectiveness and longevity of the solutions when

Step 3: Decide on the best solution

CELEBRATE EVERY SMALL STEP THAT GETS YOU CLOSE TO THAT GOAL. LET YOUR TEAM KNOW HOW MUCH YOU APPRECIATE THEIR HARD WORK

CELEBRATE EVERY SMALL STEP THAT GETS YOU CLOSE TO THAT GOAL. LET YOUR TEAM KNOW HOW MUCH YOU APPRECIATE THEIR HARD WORK

Step 4: Implement and assess Implement the solution and ensure continuous assessment of its effectiveness. Be prepared to make changes where necessary or completely throw out the entire

Step 4: Implement and assess Implement the solution and ensure continuous assessment of its effectiveness. Be prepared to make changes where necessary or completely throw out the entire

should a solution not go as planned, it is easier to admit it and reassess.

should a solution not go as planned, it is easier to admit it and reassess.

HOW TO HANDLE CONFLICT IN THE WORKPLACE

HOW TO HANDLE CONFLICT IN THE WORKPLACE

I like to ensure that I am clear headed when having a conversation to try an opportunity to calm down and be able to think more logically and less emotionally.

I like to ensure that I am clear headed when having a conversation to try an opportunity to calm down and be able to think more logically and less emotionally.

Step

3: Decide on the best solution

Based on the scenario planning, decide on the best solution to the problem. I feel having a team to help with larger problems is always a plus.

Based on the scenario planning, decide on the best solution to the problem. I feel having a team to help with larger problems is always a plus.

Communication is key to understand what the cause of the and remain calm and logical. In many we face it emotionally which leads to misunderstandings.

Communication is key to

understand what the cause of the and remain calm and logical. In many we face it emotionally which leads to misunderstandings.

I would then address the issue directly with the other party, through clear and precise communication. Always ensuring that the other party understands that I am only trying to attack anyone or get defensive.

I would then address the issue directly with the other party, through clear and precise communication. Always ensuring that the other party understands that I am only trying to attack anyone or get defensive.

HOW TO MOTIVATE A DEMORALISED TEAM

We often forget

HOW TO MOTIVATE A DEMORALISED TEAM

We often forget

small gestures can be. In my mind, motivating people starts with small gestures. Celebrate every small step that gets you close to that goal. Let your team know how much you appreciate their hard work.

small gestures can be. In my mind, motivating people starts with small gestures. Celebrate every small step that gets you close to that goal. Let your team know how much you appreciate their hard work.

Ensure that the team has opportunities to learn and grow. Knowing someone sees potential in you is a great motivator. Openly praise achievements and constructively address shortcomings. I believe that we follow our leadership when it comes to being motivated.

Ensure that the team has opportunities to learn and grow. Knowing someone sees potential in you is a great motivator. Openly praise achievements and constructively address shortcomings. I believe that we follow our leadership when it comes to being motivated.

Thus staying motivated yourself and focussing on solutions instead of problems, will set the foundation to having a motivated team.

Thus staying motivated yourself and focussing on solutions instead of problems, will set the foundation to having a motivated team.

TEAM BUILDING AND TALENT RETENTION

Meet Deanne Chatterton

By Koketso Mamabolo

Before joining Instinctif Partners Africa in 2014, Deanne had worked in both the UK and Hong Kong. Her career began in Human Resources in South Africa, and she moved to the UK in 1998. The plan was to spend two years there, but she ended up staying for ten.

company in Hong Kong with oversight of delivering multiple projects in multiple countries across Australasia and the UK.”

their culture and more.

BE WHAT DRIVES YOU?

I love working as part of a team invested in creating insightful and exceptional solutions for clients. The world is changing at such a pace, and we need to constantly learn and adapt to stay abreast with the pace

BE WHAT DRIVES YOU?

I love working as part of a team invested in creating insightful and exceptional solutions for clients. The world is changing at such a pace, and we need to constantly learn and adapt to stay abreast with the pace

us to learn from shared experiences and challenge our thinking and approach. Embracing curiosity is essential to ensure that we are moving forward in ways that make a difference to our employees, our clients, and the communities we serve. I am incredibly passionate about talent and leadership development and have had the privilege of mentoring and coaching some incredible talent over the years. A year after joining, we implemented a bursary and internship programme I am incredibly proud of and have onboarded several talented individuals from the programme into our business.

us to learn from shared experiences and challenge our thinking and approach. Embracing curiosity is essential to ensure that we are moving forward in ways that make a difference to our employees, our clients, and the communities we serve. I am incredibly passionate about talent and leadership development and have had the privilege of mentoring and coaching some incredible talent over the years. A year after joining, we implemented a bursary and internship programme I am incredibly proud of and have onboarded several talented individuals from the programme into our business.

WHY DO YOU BELIEVE IT IS ESSENTIAL TO SHARE YOUR KNOWLEDGE WITH OTHERS?

WHY DO YOU BELIEVE IT IS ESSENTIAL TO SHARE YOUR KNOWLEDGE WITH OTHERS?

I have always believed that sharing and learning from lived experience is richer and more relatable than what we extract from

I have always believed that sharing and learning from lived experience is richer and more relatable than what we extract from

from the experience of some incredible mentors who have taken the time to share their knowledge and experience with me in a way that has challenged and stretched me personally beyond what was required of me. This has shaped my thinking, and I believe it is incumbent on all of us to be willing to share our knowledge, empower those around us to be the best they can be, and learn from our mistakes. If we listen closely, we will also be able to learn from the shared knowledge of talented individuals across our organisations.

from the experience of some incredible mentors who have taken the time to share their knowledge and experience with me in a way that has challenged and stretched me personally beyond what was required of me. This has shaped my thinking, and I believe it is incumbent on all of us to be willing to share our knowledge, empower those around us to be the best they can be, and learn from our mistakes. If we listen closely, we will also be able to learn from the shared knowledge of talented individuals across our organisations.

HOW DOES AN ORGANISATION GO ABOUT CHANGING ITS CULTURE?

HOW DOES AN ORGANISATION GO ABOUT CHANGING ITS CULTURE?

easy process because it is often embedded in how people behave in an organisation. Firstly, to change a culture starts with getting input from individuals across the

easy process because it is often embedded in how people behave in an organisation. Firstly, to change a culture starts with getting input from individuals across the

and what they want to see change. Without change will not be successfully implemented or, worse, discarded. So, understanding key and future), is critical in implementing management programme.

and what they want to see change. Without change will not be successfully implemented or, worse, discarded. So, understanding key and future), is critical in implementing management programme.

Secondly, for cultural change to occur, it

clearly crafted and authentic to ensure that it can achieve its objective whether it is to educate, entertain, or engage the audience. As leaders and communicators, we are responsible for ensuring that we are communicating factually and responsibly. We need to encourage our employees to be curious, informed and avoid taking information at face value.

clearly crafted and authentic to ensure that it can achieve its objective whether it is to educate, entertain, or engage the audience. As leaders and communicators, we are responsible for ensuring that we are communicating factually and responsibly. We need to encourage our employees to be curious, informed and avoid taking information at face value.

successes celebrated. And it requires a change in the way the organisation communicates and behaves. Thirdly, it needs to review how well the culture change is being implemented over time and adjust the programme where necessary. Meaningful culture change takes time, but if it, we will revert to the comfort of the status quo.

Secondly, for cultural change to occur, it successes celebrated. And it requires a change in the way the organisation communicates and behaves. Thirdly, it needs to review how well the culture change is being implemented over time and adjust the programme where necessary. Meaningful culture change takes time, but if it, we will revert to the comfort of the status quo.

WHAT DOES IT TAKE TO BUILD A GREAT TEAM?

WHAT DOES IT TAKE TO BUILD A GREAT TEAM?

To build a great team starts with building a solid foundation of trust, respect and accountability. As a team, we need to clearly understand what success looks like, what is expected of us and our role in delivering that mandate. We need to know that we can depend on our team to play their part and

WHAT ARE THE QUALITIES YOU BELIEVE MAKE FOR A GREAT BUSINESS LEADER?

WHAT ARE THE QUALITIES YOU BELIEVE MAKE FOR A GREAT BUSINESS LEADER?

A great business leader is expected to be many things: Solution driven, compassionate, excellent communicator, listens profoundly and applies themselves in every situation; trusts their team to deliver, provides mentorship when required and knows when not to take themselves too seriously. A great business leader also recognises the weaker areas and builds a diverse team accordingly because diversity builds for better thinking and better solutions.

A great business leader is expected to be many things: Solution driven, compassionate, excellent communicator, listens profoundly and applies themselves in every situation; trusts their team to deliver, provides mentorship when required and knows when not to take themselves too seriously. A great business leader also recognises the weaker areas and builds a diverse team accordingly because diversity builds for better thinking and better solutions.

HOW DOES ONE ATTRACT TALENT, RETAIN THAT TALENT AND USE IT EFFECTIVELY?

HOW DOES ONE ATTRACT TALENT, RETAIN THAT TALENT AND USE IT EFFECTIVELY?

That is the most critical question any organisation can ask of itself.

times. We all have good and bad days. How we respond to them separates good teams from great teams. It is also critical to be accountable for our performance. I believe great teams must get to know each other as human beings – we are more than what we do at work and understanding helps bring the best out in each of us.

To build a great team starts with building a solid foundation of trust, respect and accountability. As a team, we need to clearly understand what success looks like, what is expected of us and our role in delivering that mandate. We need to know that we can depend on our team to play their part and times. We all have good and bad days. How we respond to them separates good teams from great teams. It is also critical to be accountable for our performance. I believe great teams must get to know each other as human beings – we are more than what we do at work and understanding helps bring the best out in each of us.

WHAT ARE THE ESSENTIAL TOOLS FOR COMMUNICATION, AND HOW CAN WE USE THEM BETTER?

WHAT ARE THE ESSENTIAL TOOLS FOR COMMUNICATION, AND HOW CAN WE USE THEM BETTER?

While there are many communication tools, it is essential to use the tool that best suits the audience and the message at that time. The tool is simply the platform across which the message is relayed. I would propose that we focus much more on ensuring that the message being communicated is

While there are many communication tools, it is essential to use the tool that best suits the audience and message at that time. The tool is simply the platform across which the message is relayed. I would propose that we focus much more on ensuring that the message being communicated is

in meaningful ways to attract talent. Talent is becoming more selective towards organisations they want to work for, whether it be increased focus on sustainability and purpose; a commitment towards training and education; transformation, diversity and inclusion; organisational culture; and reputation. Internship and learnership programmes are essential to attracting talent to an organisation. However, that is only the start of the journey. Retaining talent requires a myriad of considerations that strengthen and deepen their identity with the

That is the most critical question any organisation can ask of itself. in meaningful ways to attract talent. Talent is becoming more selective towards organisations they want to work for, whether it be increased focus on sustainability and purpose; a commitment towards training and education; transformation, diversity and inclusion; organisational culture; and reputation. Internship and learnership programmes are essential to attracting talent to an organisation. However, that is only the start of the journey. Retaining talent requires a myriad of considerations that strengthen and deepen their identity with the

These include coaching and mentoring, exposure to interesting and challenging work, recognition and a clear career path with critical and appropriate support to assist them in their achievements.

These include coaching and mentoring, exposure to interesting and challenging work, recognition and a clear career path with critical and appropriate support to assist them in their achievements.

A COACHING CULTURE FOR A RESILIENT BUSINESS

By Lyndy van den Barselaar, Managing Director, ManpowerGroup SA

Businesses today are in a constant state of disruption. But those that instil a culture of coaching, create a resilient workforce that can adapt nimbly and efficiently to the changing environment. In addition, coaching increases employee engagement which brings additional benefits to the organisation. This is supported by research findings from the that organisations with strong coaching cultures are more than twice as likely to be labelled as high-performing organisations. Further findings state that these organisations report revenue growth well above their industry

Businesses today are in a constant state of disruption. But those that instil a culture of coaching, create a resilient workforce that can adapt nimbly and efficiently to the changing environment. In addition, coaching increases employee engagement which brings additional benefits to the organisation. This is supported by research findings from the that organisations with strong coaching cultures are more than twice as likely to be labelled as high-performing organisations. Further findings state that these organisations report revenue growth well above their industry

who are personally invested in their coaching programmes, often leaders can feel overwhelmed trying to coach a diverse range of work styles and development needs. This means that often coaching gets pushed to the back burner. However, with various coaching options available, companies should not

who are personally invested in their coaching programmes, often leaders can feel overwhelmed trying to coach a diverse range of work styles and development needs. This means that often coaching gets pushed to the back burner. However, with various coaching options available, companies should not

employees. These include:

employees. These include:

and communicate with humility and vulnerability it will improve their credibility and build trust which is essential for leading an engaged team.

and communicate with humility and vulnerability it will improve their credibility and build trust which is essential for leading an engaged team.

EVEN LEADERS NEED FEEDBACK

Traditionally, organisations

Traditionally, organisations

to leadership and management teams. However, by creating a plan to support individuals with situational learning as soon as it is needed, organisations can increase the likelihood of success by building organisational resilience, ensuring readiness, and strengthening accountability. As such, for workplace coaching to be effective and drive results for the business, it must be made available to all employees across the company and echo throughout the company in every employee interaction.

to leadership and management teams. However, by creating a plan to support individuals with situational learning as soon as it is needed, organisations can increase the likelihood of success by building organisational resilience, ensuring readiness, and strengthening accountability. As such, for workplace coaching to be effective and drive results for the business, it must be made available to all employees across the company and echo throughout the company in every employee interaction.

While companies with robust coaching cultures tend to have senior executives

While companies with robust coaching cultures tend to have senior executives

HELP TEAMS BUILD RESILIENCE AND READINESS

RESILIENCE AND READINESS

HELP TEAMS BUILD

Being resilient does not mean eliminating stressful situations. Rather it helps people to learn how to adapt to challenges as quickly as possible. These agile teams enable more autonomous problem-solvers who are prepared to take responsibility for their decisions.

Being resilient does not mean eliminating stressful situations. Rather it helps people to learn how to adapt to challenges as quickly as possible. These agile teams enable more autonomous problem-solvers who are prepared to take responsibility for their decisions.

A strong coaching system offers a fresh perspective and helps members to understand their motivations, think differently about their roles and priorities and helps with big picture thinking, removing them from the rut of daily problems, leading to faster problem solving and better outcomes. This, in turn, leads to faster and smarter decision making even during the most disruptive of times.

A strong coaching system offers a fresh perspective and helps members to understand their motivations, think differently about their roles and priorities and helps with big picture thinking, removing them from the rut of daily problems, leading to faster problem solving and better outcomes. This, in turn, leads to faster and smarter decision making even during the most disruptive of times.

PREPARING THE TALENT PIPELINE AND FUTURE LEADERS

PREPARING THE TALENT PIPELINE AND FUTURE LEADERS

It is tempting to think of talent management as a luxury to be set aside during times of crisis when businesses are focused on bigger issues like

It is tempting to think of talent management as a luxury to be set aside during times of crisis when businesses are focused on bigger issues like

the recent global shift to remote work, the need for employee training and development has escalated as distance and lack of face-to-face interaction create challenges and also opportunities. While leaders often tend to view employee conversations as “challenges” rather than as “opportunities”, however, if they improve their ability to connect, engage and navigate with colleagues at every level of the organisation,

the recent global shift to remote work, the need for employee training and development has escalated as distance and lack of face-to-face interaction create challenges and also opportunities. While leaders often tend to view employee conversations as “challenges” rather than as “opportunities”, however, if they improve their ability to connect, engage and navigate with colleagues at every level of the organisation,

The higher up the leadership chain, the less likely employees are to hear criticism about their performance, even if

EVEN LEADERS NEED FEEDBACK

The higher up the leadership chain, the less likely employees are to hear criticism about their performance, even if

not feel like they can turn to their senior leadership teams for honest feedback. However, according to Warren Buffet,

businessmen and philanthropists, feedback is a valuable gift that should be welcomed.

not feel like they can turn to their senior leadership teams for honest feedback. However, according to Warren Buffet, businessmen and philanthropists, feedback is a valuable gift that should be welcomed.

This is where coaching comes in. A strong coach will tell leaders what they need to hear, rather than what they want to hear and what they often do not get to hear from their peers and employees. That honest feedback needs to be met

This is where coaching comes in. A strong coach will tell leaders what they need to hear, rather than what they want to hear and what they often do not get to hear from their peers and employees. That honest feedback needs to be met

COACH TO BUILD CONFIDENCE

Basing leadership on problem-solving and communication skills alone, without a house on a foundation of sand.

COACH TO BUILD CONFIDENCE

Basing leadership on problem-solving and communication skills alone, without a house on a foundation of sand. leaders can tackle issues more quickly to reduce disruption and they tend to increase inclusiveness and creativity.

leaders can tackle issues more quickly to reduce disruption and they tend to increase inclusiveness and creativity.

When leaders exhibit and inspire and that increases team commitment.

When leaders exhibit and inspire and that increases team commitment.

that help executives move beyond second-guessing and defensiveness to

that help executives move beyond second-guessing and defensiveness to

For companies and leaders that are looking for ways to boost employee engagement and improve leadership skills, coaching helps individuals build the leadership skills necessary to tackle any challenge and move careers forward.

For companies and leaders that are looking for ways to boost employee engagement and improve leadership skills, coaching helps individuals build the leadership skills necessary to tackle any challenge and move careers forward.

NAILING YOUR NEXT BROADCAST INTERVIEW

Being nervous is normal

By Candice Burgess-Look

Being asked to do a broadcast interview, whether on TV or radio can feel like both a privilege and message on air, and on the other, you are feeling sick with nerves. While this is completely normal, there are some simple interview guidelines that one can follow to mitigate anxiety and make a lasting impression on their target audience.

Being asked to do a broadcast interview, whether on TV or radio can feel like both a privilege and message on air, and on the other, you are feeling sick with nerves. While this is completely normal, there are some simple interview guidelines that one can follow to mitigate anxiety and make a lasting impression on their target audience.

B

Besides the obvious and commonly stressed interview

when you speak, the most advantageous thing you can have in your back pocket is a holistic understanding of your industry and the talking points related to it. Oftentimes in PR interviews, you are not interviewed solely on your product or service, but rather on the news story or supporting conversation related to your offering.

when you speak, the most advantageous thing you can have in your back pocket is a holistic understanding of your industry and the talking points related to it. Oftentimes in PR interviews, you are not interviewed solely on your product or service, but rather on the news story or supporting conversation related to your offering.

makes for a more interesting discussion but also aids in making you as the

makes for a more interesting discussion but also aids in making you as the

you are saying while at the same time establishing you as a thought leader in the minds of the listener.

you are saying while at the same time establishing you as a thought leader in the minds of the listener.

Give the listeners content that they will find interesting and thought-provoking

Give the listeners content that they will find interesting and thought-provoking

MAKE PEACE WITH THE NERVES

MAKE PEACE WITH THE NERVES

Here are my top 5 interview tips that will help you nail your next interview: 1

Here are my top 5 interview tips that will help you nail your next interview: 1

creates a safe space for some good old-fashioned back and forth.

creates a safe space for some good old-fashioned back and forth.

sweetest and most important sound in any language,” Dale Carnegie.

was Michael Jordan who said,

it just means something important is you, turn it on its head and remember to life or death stuff.

2

LOVE WHAT YOU DO AND YOU’LL FINDY OUR FLOW

LOVE WHAT YOU DO AND YOU’LL FINDY OUR FLOW

was Michael Jordan who said, it just means something important is you, turn it on its head and remember to life or death stuff. 2

4

really care about your product or service or whatever you are

NEVER READ YOUR ANSWERS

NEVER READ YOUR ANSWERS

sweetest and most important sound in any language,” Dale Carnegie. 4

This is one of the worst things you can do on-air. The listener can pick it up right away. It comes across as being unprepared and tells the presenter that you are the wrong spokesperson for the interview. Know your product or service inside out and

esides the obvious and commonly stressed interviewreally care about your product or service or whatever you are through in your interview. Passion will trump fear every time. Sometimes the topic you are talking about might be a little removed from your core product, but if you tie it back to what you do 3

through in your interview. Passion trump fear every time. Sometimes the topic you are talking about might be a little removed from your core product, but if you tie it back to what you do 3

ADDRESS THE INTERVIEWER BY NAME

ADDRESS THE INTERVIEWER BY NAME

The key to feeling relaxed in an interview is to feel

The key to feeling relaxed in an interview is to feel conversation, and one way to get things started is to make the interviewer feel comfortable. Remember, they likely

conversation, and one way to get things started is to make the interviewer feel comfortable. Remember, they likely

feel like drawing blood from a stone or if

feel like drawing blood from a stone or if

Make them feel at ease with you by simply addressing them by their name a few times. It immediately establishes unspoken respect and

5

ALWAYS THINK ABOUT THE LISTENER

ALWAYS THINK ABOUT THE LISTENER

This is one of the worst things you can do on-air. The listener can pick it up right away. It comes across as being unprepared and tells the presenter that you are the wrong spokesperson for the interview. Know your product or service inside out and 5

as a hard sales pitch. listener or the presenter. Instead, tell a story with your answers. Give the interesting and thought-provoking.

as a hard sales pitch.

listener or the presenter. Instead, tell a story with your answers. Give the interesting and thought-provoking.

Try to keep the listener engaged. spend their time getting the technical run-down on your product or service. What they want is to be moved, inspired, informed, or entertained. Your product or service will receive organic exposure if you always keep the listener in mind when answering questions. Hard sales will prompt listeners to switch off, not only because they

Try to keep the listener engaged. spend their time getting the technical run-down on your product or service. What they want is to be moved, inspired, informed, or entertained. Your product or service will receive organic exposure if you always keep the listener in mind when answering questions. Hard sales will prompt listeners to switch off, not only because they

WHAT YOU NEED TO KNOW ABOUT SCALING UP YOUR EDTECH STARTUP

By Gabi Immelman, Founder of Mindjoy

Startups are not like the Field of Dreams, in that if you build as simple as building a great product, going to market and waiting for people to comeespecially in the consumer space.

Startups are not like the Field of Dreams, in that if you build as simple as building a great product, going to market and waiting for people to comeespecially in the consumer space.

This growth engine is core to the business and it takes a lot of work. You also have to be aware that what people want changes over time, so you need to focus on staying relevant.

This growth engine is core to the business and it takes a lot of work. You also have to be aware that what people want changes over time, so you need to focus on staying relevant.

PEOPLE ARE EVERYTHING

PEOPLE ARE EVERYTHING

I believe the most powerful technology in any business or classroom are the minds in it. Great thinkers wield technology in

Founder and owner of Healthy Living Consulting, Ronald AIn the consumer market, you build a product and test it with some users, who give you feedback that guides the changes you make - and then you iterate (repeat the process a few times). You work in a loop for a while until you think you might have a good product. Then you realise that part of your product has to drive growth and there are many different ways to do that. This growth engine is very much still part of the startup about how hard it is to get right.

Founder and owner of Healthy Living Consulting, Ronald AIn the consumer market, you build a product and test it with some users, who give you feedback that guides the changes you make - and then you iterate (repeat the process a few times). You work in a loop for a while until you think you might have a good product. Then you realise that part of your product has to drive growth and there are many different ways to do that. This growth engine is very much still part of the startup about how hard it is to get right.

Your product strategy has to be very aligned with your acquisition strategy, and you have to be focused on optimising to keep your customer acquisition cost (CAC)

Your product strategy has to be very aligned with your acquisition strategy, and you have to be focused on optimising to keep your customer acquisition cost (CAC) (unit economics). If you have poor unit economics, particularly in tough economic markets, no amount of fundraising is going to get you to have the fundamentals in place.

(unit economics). If you have poor unit economics, particularly in tough economic markets, no amount of fundraising is going to get you to have the fundamentals in place.

Mindjoy is still very much in the startup phase. Therefore, we are currently focused on what our growth engines are, how we acquire users, how much it costs to acquire them, and how to convert users into paying customers.

Mindjoy is still very much in the startup phase. Therefore, we are currently focused on what our growth engines are, how we acquire users, how much it costs to acquire them, and how to convert users into paying customers.

I believe the most powerful technology in any business or classroom are the minds in it. Great thinkers wield technology in people building and learning together.

people building and learning together.

There are a ton of great people out there writing, tweeting and sharing their startup learning journeys. I obsess over other startups that inspire me, what they do and try to understand why they do it.

There are a ton of great people out there writing, tweeting and sharing their startup learning journeys. I obsess over other startups that inspire me, what they do and try to understand why they do it.

is small, high-performance teams that grow to serve a couple of million users. I love using this as a heuristic because you know this is possible. You can start asking yourself how they were able to scale to

is small, high-performance teams that grow to serve a couple of million users. I love using this as a heuristic because you know this is possible. You can start asking yourself how they were able to scale to

Aiming to scale growth with a small team the type of people you hire. You might then make this a principle for how you design your organisation.

Aiming to scale growth with a small team

the type of people you hire. You might then make this a principle for how you design your organisation.

Your product strategy has to be very aligned with your acquisition strategy, and you have to be focused on optimising to keep your customer acquisition cost (CAC) low

Your product strategy has to be very aligned with your acquisition strategy, and you have to be focused on optimising to keep your customer acquisition cost (CAC) low

HOW YOU MAKE DECISIONS COUNTS

At Mindjoy we prefer to embrace a diversity of voices, perspectives and life experiences, which leads to stronger, more inclusive teams and better outcomes. As individuals, we commit to raise tough topics and lean into different points of view with curiosity. We avoid judging people; instead, we are rigorous about thinking processes and ideas. We listen, learn and collaborate to gain a shared understanding.

When a decision is made, we commit to moving forward as a united team, always remembering that feedback is always have to agree but we always treat each other with respect.

STARTUPS ARE A TEAM SPORT

Mindjoy wants to give people the ability better teams. Another founder loaned me the idea that you hire for strengths, not lack of weaknesses. We constantly try to

empower people to grow, push their limits and know they are capable of so much more than they think.

Surrounding yourself with people who challenge you but also support you is what startups are about. Startups are a team sport. While working on your weaknesses is important to cultivating a learning mindset, as a leader you also need to make sure that people focus on the problems that they were hired to solve. You have to address the risks, while allowing them to play to their strengths.

THINK CAREFULLY ABOUT HOW YOU’RE SCALING UP

One of my core insights in building Mindjoy is that one thing making edtech companies expensive and hard to scale is that they need a lot of human input and support. There are many people involved in just getting one child through the learning system.

One way of addressing this is that we

coaching team. As we grow, we think a lot about how we scale systems that embed our values and way of work. We think modelling accelerates your rate of learning, quite literally the idea of “show

With coaches, we model what Mindjoy sessions should look like in our weekly coaches workshop, we ensure we maintain a high standard by giving regular peer feedback (which are opportunities to give and receive feedback) and we encourage ongoing learning with the team. Also, we celebrate even the small wins with memes on Slack channels or shoutouts in meetings.

SURROUNDING YOURSELF WITH PEOPLE WHO CHALLENGE YOU BUT ALSO SUPPORT YOU IS WHAT STARTUPS ARE ABOUT

We want to be an operationally light team why we automate processes and think through our systems from the design and make the product too expensive.

We want to be an operationally light team why we automate processes and think through our systems from the design and make the product too expensive.

LEARNING IS A MINDSET

Focusing on a niche, doubling down and

Focusing on a niche, doubling down and

and the cost of product development is expensive. I started off with the aspiration to build a company that serves all young people, but trying to sell your product and build a business that targets “young

LEARNING IS A MINDSET

At Mindjoy everyone is constantly learning - we think that having a growth mindset is a superpower. This means we believe in

At Mindjoy everyone is constantly learning - we think that having a growth mindset is a superpower. This means we believe in

stuck and we encourage our peers to persevere through challenges. We ask for support and we learn from each other.

stuck and we encourage our peers to persevere through challenges. We ask for support and we learn from each other.

stop us from taking future bold action and achieving our goals.

stop us from taking future bold action and achieving our goals.

growth mindset. Skills are learnable and mindset matters in your ability to change your skills, strengths and weaknesses. This is something we try to engender and foster with kids, through coaches and learning support.

growth mindset. Skills are learnable and mindset matters in your ability to change your skills, strengths and weaknesses. This is something we try to engender and foster with kids, through coaches and learning support.

We want to create a positive environment where we can talk about the things we struggle with, but also talk about the things we enjoy and excel at. We try to create our coaches and ourselves. I think the admit where we need help, and support each other and celebrate wins with our peers or community.

We want to create a positive environment where we can talk about the things we struggle with, but also talk about the things we enjoy and excel at. We try to create our coaches and ourselves. I think the admit where we need help, and support each other and celebrate wins with our peers or community.

ADVICE FOR NEW EDTECH START-UPS

ADVICE FOR NEW EDTECH START-UPS

and the cost of product development is expensive. I started off with the aspiration to build a company that serves all young people, but trying to sell your product and build a business that targets “young

You have to focus on your offering, focus offering, and test assumptions. To do positioning, your targeting and ultimately with who your customers are. This is a phase or process that you really can go deep into to get right.

You have to focus on your offering, focus offering, and test assumptions. To do positioning, your targeting and ultimately with who your customers are. This is a phase or process that you really can go deep into to get right.

Mindjoy is a consumer edtech company. There are two kinds of consumer edtech companies: ones where the student adopts the product and ones where the

Mindjoy is a consumer edtech company. There are two kinds of consumer edtech companies: ones where the student adopts the product and ones where the

parent adopts the product. Traditionally, consumer edtech companies market to parents and many of these companies are very successful. By contrast, we exist for kids, which is challenging because kids are our users but not necessarily the economic buyer. We have to be extremely disciplined in remembering

we make and shapes how we think and build our product. The TLDR is that you should spend a lot of time on talking to customers, honing your positioning .

parent adopts the product. Traditionally, consumer edtech companies market to parents and many of these companies are very successful. By contrast, we exist for kids, which is challenging because kids are our users but not necessarily the economic buyer. We have to be extremely disciplined in remembering we make and shapes how we think and build our product. The TLDR is that you should spend a lot of time on talking to customers, honing your positioning .

The other thing would be not to create one more app where content is your unique value proposition - content is no longer overwhelmed by cheap, abundant content. More access does not translate to more engagement or more motivation to learn. drive behavioural change.

The other thing would be not to create one more app where content is your unique value proposition - content is no longer overwhelmed by cheap, abundant content. More access does not translate to more engagement or more motivation to learn. drive behavioural change.

wish to play is a useful place to start. to make (are you B2B, B2BC or B2C?). There is no right or wrong answer here, just different paths to follow. The path product you build.

wish to play is a useful place to start.

to make (are you B2B, B2BC or B2C?). There is no right or wrong answer here, just different paths to follow. The path product you build.

FINDING THE BALANCE BETWEEN BUSINESS AND FAMILY

By Anneke Burns, Co-Founder and Publicist, Premier Media & Events

One day, while holding my baby in my arms, the realisation dawned take action, we would be destitute. We had all but run out of money and our income was dwindling. That was the moment that pushed me to shake off my past failure and get moving. So I got up and hit the phone. That day, I started calling every suitable prospect that I could think of. I pitched it worked.

teach you how to handle the risk and responsibility of being a mother who is in business, the way.

Failure forced me, a new mother, into action. Having lost everything in a failed business venture, I was faced with the prospect of being unable to provide for my baby. This was all the motivation I needed to dust myself off and keep going.

everything in a failed business venture, I was faced with the prospect of being unable to provide for my baby. This was all the motivation I needed to dust myself off and keep going.

One day, while holding my baby in my arms, the realisation dawned take action, we would be destitute. We had all but run out of money and our income was dwindling. That was the moment that pushed me to shake off my past failure and get moving. So I got up and hit the phone. That day, I started calling every suitable prospect that I could think of. I pitched it worked. slowly and consistently from there. Today we have four clients that work with us and we are now looking at ways to manage our business growth. My husband, Richard Burns, and I run our PR, design, digital marketing, and events business from home so that we can care for our son while serving our

to the marketplace and that allows me to serve my larger goals of caring for my family, building a legacy, and living out of my faith. These values drive me to nurture my role as a giver in family and business and I see my relationships as the bedrock of success in these areas.

to the marketplace and that allows me to serve my larger goals of caring for my family, building a legacy, and living out of my faith. These values drive me to nurture my role as a giver in family and business and I see my relationships as the bedrock of success in these areas.

your reach, I recommend getting help. Whether that means a nanny, a virtual assistant, permanent employees, or all three.

your reach, I recommend getting help. Whether that means a nanny, a virtual assistant, permanent employees, or all three.

GET SUPPORT

slowly and consistently from there. Today we have four clients that work with us and we are now looking at ways to manage our business growth. My husband, Richard Burns, and I run our PR, design, digital marketing, and events business from home so that we can care for our son while serving our

I count it as a blessing to be able to work from home, however, as the pandemic has taught many working parents,

I count it as a blessing to be able to work from home, however, as the pandemic has taught many working parents,

We are grateful to work for ourselves and to work from home but it is hard to you, and business always needs more of you too, be it because of the growing scope of work, or your growing number of clients.

We are grateful to work for ourselves and to work from home but it is hard to

you, and business always needs more of you too, be it because of the growing scope of work, or your growing number of clients.

Having landed our fourth client in under a year, the growth is as encouraging as three key strategies that I use daily: prioritising family, getting support, and laser-like focus.

Having landed our fourth client in under a year, the growth is as encouraging as three key strategies that I use daily: prioritising family, getting support, and laser-like focus.

PRIORITISE FAMILY

PRIORITISE FAMILY

and mother. My business brings value

and mother. My business brings value

I would not be able to meet the demands on my time, and deliver the value that I

GET SUPPORT

I would not be able to meet the demands on my time, and deliver the value that I

In my case, that consists of a nanny to assist me with duties around the house,

In my case, that consists of a nanny to assist me with duties around the house,

who helps deliver content for our clients. Trying to do everything yourself will only frustrate you and cause you to burn out.

who helps deliver content for our clients. Trying to do everything yourself will only frustrate you and cause you to burn out.

or the client service professional that

or the client service professional that

HAVE

LASER-LIKE FOCUS

HAVE LASER-LIKE FOCUS

for our attention these days. We have family, that all want to be our main focus.

for our attention these days. We have family, that all want to be our main focus.

cost attached to this, so giving your attention to one thing means denying things to focus on, including my faith, my family, and my business. That way I can avoid distractions like on-demand

cost attached to this, so giving your attention to one thing means denying things to focus on, including my faith, my family, and my business. That way I can avoid distractions like on-demand

Starting a business and having a family is much the same. Each has its demands and requires a lot of attention, focus, and giving. It means digging deep and choosing to live a life of service to others, which is the greatest gift to your family, your clients, and yourself.

Starting a business and having a family is much the same. Each has its demands and requires a lot of attention, focus, and giving. It means digging deep and choosing to live a life of service to others, which is the greatest gift to your family, your clients, and yourself.

RELAX AS A HARD AS YOU WORK

By Mpume Ncube-Daka, Founder and CEO, Change Conversations

than that.

Jeff Bezos of Amazon has a philosophy that makes sense to me. He says that if he is happy at home, he comes into the

•

•

PRACTICAL TIPS

•

•

Take a moment to centre yourself when you’re moving from work to your personal life and vice versa

•

• that moment.

•

INVESTING IN YOUR MENTAL WELLBEING

By Cathy Jackson

realising that unless they adopt a new approach to corporate wellness, they are literally sitting health crisis.

Founder and owner of Healthy Living Consulting, Ronald Abvajee, says COVID-19 has issues and highlighted the inadequacies of patchwork wellbeing solutions in the has partnered with HLC as a provider of linking the wellbeing drivers of your business with that of your people. “It can

front and centre of everything one does and literally integrated into the very actually begins to perfect one. It is this is you cannot achieve your business driver success if your people drivers together. The concept is not necessarily bubble to the surface.

wealth, that is when we really start to for you. Abvajee uses Kintsugi as his - repairing broken vessels by sealing the cracks with lacquer and carefully “Using Kintsugi principles in the the journey you have walked with your of the past, healing it, and piecing it together so you can acknowledge

it authentically real and it resonates with staff so each and every day

the tools you get to be inspired and to act. And when you act, the fuel

They can then be given the tools and techniques, the golden underlying solution to wellness will never work as are happy to invest in wellness but are just not doing enough. It goes back to incorporating wellbeing as a golden thread into every facet of the are conditioned to living with stress signs and these days we are seeing so lost their work-life balance. And that includes the leaders and

We have to try and rid ourselves of actually shows you that there cannot be light without the darkness. It is what you

We’ve seen the need for a more integrated holistic, proactive and texturally-relevant programme which resonates with the needs of employees

Abvajee says if you can bring care you are literally investing in the well being wealth of your organisation and to experience.

SHA RISK SPECIALISTS

TELL US ABOUT YOUR JOURNEY IN THE INSURANCE INDUSTRY?

HOW DOES YOUR APPOINTMENT HORIZONS FOR THE YEARS AHEAD?

MANISHA CHIMAN Business Leader

SHA Risk Specialists, the largest niche casualty insurance provider in female leader, Manisha Chiman. “As a female leader in the insurance industry, my purpose is to motivate and empower other young

I seek to support them in developing a better understanding of market developments, strategic investments and industry developments,” says Chiman. Here she shares her story of motivation, resilience and empowerment that encourages other women to follow in her footsteps.

WHO IS MANISHA CHIMAN?

I joined the insurance industry at a young age, which has given me the opportunity to learn from experienced

for learning pushed me to gain as much knowledge as possible and, through this process, I have acquired invaluable insights into the complex nuances of the insurance industry, while building strong relationships with like-minded professionals. With this experience, I now feel empowered to make changes that

Contrary to the norm of how people enter the insurance industry, which in most cases is by chance, my journey into the industry was more intentional. I made the decision to study Insurance and Risk Management at Witwatersrand University, and subsequently obtained an honours

a General Liability Underwriter in 2011. This allowed me to gain rich insights and establish a solid foundation of underwriting principles, which has carried me well into my career.

LEADER, HOW WILL YOU PAY IT FORWARD TO OTHER ASPIRING YOUNG FEMALE LEADERS?

Mentorship has played an important role in my professional development. Throughout my career, I have had the privilege of being mentored by some incredible industry leaders in the

The exposure to my mentors has meant growth in understanding my my people skills, navigating corporate dynamics and learning to undertake

immensely from my mentors, I have always been aware of the importance of mentorship and recognise the value in paying it forward. As my own way of giving back, I have taken an active role and interest in mentoring young aspirant women and sharing my own journey and experiences through various mentorship programmes.

In a world of rapid change and growing complexity, it is more important than ever for companies to focus on sustainability and sound business strategies that allows them to stay on track and maintain a competitive advantage. Brokers, as key stakeholders in our businesses, play a critical role in the success of any business venture taken on. We must support each other with modern challenges, while also encouraging growth through unique skill sets and leadership capacities. It is only through strategically combining multiple perspectives and enthusiasm that we can create a better tomorrow.

Santam | FSP 3416 Santam is an authorised

A manufacturing company needed to screen thousands of applicants for its annual learnership and internship programmes.

With tight deadlines and high demand, in-person interviews were not an option even if the talent team screened throughout the night.

The company needed another way. The answer was Avita, powered by At Play Interactive Talent

This on-demand video software automates the interview process and gives companies a virtual interviewer to do the interviews for them. The results were outstanding.

CHALLENGE:

The talent team was under extreme pressure to place candidates for its internship, apprenticeship and learnership programmes.

Hiring managers were disbursed nationally across branches and were struggling to find time to screen, book, interview and evaluate candidates. They were bogged down by admin and arranging the travel of candidates across their sites.

As they made their way through interviews, admin only increased with an influx of candidate calls for feedback and next steps.

SOLUTION:

Avita was quickly implemented. The system screened applicants based on eligibility factors such as location, age and qualification. Those who did not meet the criteria were immediately notified. The talent team then selected from hundreds of scientifically-proved questions for the qualifying candidates who were automatically sent on-demand interview links.

AVITA SCREENING OVER 20000 APPLICANTS IN A MONTH

The very likable and lifelike Avita virtual interviewer then asked the candidates the chosen questions and recorded their responses through video interviews.

Avita not only eliminated admin for the team but for candidates who did not need to coordinate travel and who could complete the video interviews at their pace and at their convenience – any time day or not. This increased their comfort and allowed them to give their best interview.

hours, the talent team could interview more candidates at pace.

They saved time by not interacting with unqualified candidates. Their first interaction was only with qualified complete video interviews with related documents.

The talent team could quickly get a communication and presentation skills. If they felt a candidate was not a fit, they did not need to sit through the full interview.

The team then rated the interviews and shared shortlisted video interviews with managers across branches to review in their own time and comment on for final recommendations.

Within four hours of launch, Avita automatically screened 1600+ applicants against eligibility criteria, sent over 300+ on-demand video interview links to qualifying candidates, and produced over 120+ completed interviews ready for review.

Across a timespan of a month, the solution automatically screened over 20 500 applicants, and disqualified 85% of candidates who did not meet the requirements, while collecting over 3000+ qualified video interviews for consideration. The talent team saved 2 796 hours, using this time to provide business value.

With Avita, the candidates shined with less pressure and in the comfort of their own homes and the talent team shined as the experts enabled to detect the best fit for the company.

CONTACT DETAILS

hello@my-avita.com www.my-avita.com

Linkedin: Avita

LUNGILE MTIYA CONSULTING

Lungile Mtiya Consulting is a 100% female-owned and managed business with branches in a number of major cities throughout South Africa, and aims to provide a one-stop business and human capital consulting services to the wider business society in the country.

B-BBEE contributor to the Codes of Good Practice.

OUR UNIQUENESS

• We do not tell you what to do, we partner

• We do not operate in a pool system, every client is exclusive

• Services are rendered at the

• And lastly, our aim is to be Hope Merchants for all the clients we service

For the third year running, BTE Renewables

Gender Empowered organisation, to organisational diversity and inclusion. to its culture as an enabler of fostering creativity, fresh perspectives, and understanding across the organisation.

Speaking to Lerato Nonyane, HR Director, she explains their strategic approach, “Gender diversity and inclusion is closely linked to our vision of combatting gender inequality in our organisation and we do so by ensuring that we are accountable retention strategies. Furthermore, we closely with our leaders to ensure culture shaping initiatives, which are key drivers.”

As reported in the most recent BTE Sustainability Report (2022), the company has successfully demonstrated its continued commitment to providing a sound working environment for its employees , creating a fair, diverse, safe, healthy, and rewarding working environment for all.

This approach is key, considering that the renewable energy sector faces the challenge of retaining key talent due its competitive nature. Underlying this challenge is that some of BTE areas across rural communities, which takes employees far from home.

innovative and intentionally creating a work culture that promotes individual development and growth by perpetuating a lifetime of learning that maximised long term positive investment in our people.”

“Diversity and inclusion continue to be a

that in the last reporting year, all of our metrics improved due to active recruitment and a focus on career path development for our promising female employees. We already had strong representation of women in leadership positions throughout the organisation, but this approach led to an increase to 57% of female Head of Departments in 2022, with the same proportion in Senior Management positions. The overall representation

of women in the workforce also showed good improvement, and in South Africa, the proportion of women in the workforce rose to 55%.”

measured through implementation of the SA Employment Equity Plan, which aligns Act (No. 55 of 1998). Progress is actively monitored and inclusively managed through quarterly Employment Equity and Skills Development Committee meetings, with representatives nominated by employees.

The company seeks to go over and above mandated requirements, striving to increase awareness and an inclusive culture to upcoming talent.

CONTACT INFORMATION

Physical address: Building 1, Leslie Ave East, Design Quarter District, Fourways

Telephone: 011 367 4600

Email: info@bterenewables.com

Website: www.bterenewables.com

LERATO NONYANE

RPB ELECTRO TECHNICAL SERVICES (PTY) LTD

A SOUTH AFRICAN COMPANY SPECIALISING IN ELECTRICAL ENGINEERING WITHIN AFRICA AND ABROAD

SITE MANAGEMENT SERVICES

Tender evaluation

Specialised technical investigations and supervision

Workplace hazards and risks

discrimination and equal rights in the workplace

service to our clients, providing clean and renewable energy sources within South Africa and abroad. We aim to improve the quality of infrastructure through the technological advancements of engineering.

service to ensure continued success

main scope lies in the services we and site management.

OPERATIONS & Power transmission

Power distribution

System control

Substation design

Protection system design

Network analysis

Power lines

Reticulation

Power factor correction design and installation

Specialised cable installation, testing,

Authorised switching, isolation, and earthing

Renewable energy design, installation, and testing

Training

Project management

Consulting services and reporting

Inspections and audits

Performance optimisation

Stakeholder communication

Accounting, administration and secretarial

Health and safety compliance

Electrical and machinery Act compliance

SHEQ POLICY

At RPB, we are committed to ensuring, as far as it is reasonably practicable, a safe and healthy workplace for our employees and others that may be by eliminating or minimising the risk of injury or harm to our employees and committed to reducing the environmental impact of our operations through the application and management of nationally responsible and sustainable business practices while at the same time producing the required services

While maintaining high quality services to our clients and employees, we are committed to:

Identifying, analysing, and managing workplace hazards and risks

The prevention of injuries and illhealth to our employees and others

The compliance to basic human rights and fair wage implementation

Continual improvement of SHEQ

Create a safe and healthy working environment

Prevent pollution and maintain sustainable business operations

As management we lead the company in this commitment and encourage employees,contractors, and stakeholders to do the same; to create a culture of zero

131 The Paddock, Khyber Rock, Woodmead adk@rpbservices.co.za

HJV ATTORNEYS PREVENTATIVE LAW IS OUR CORNERSTONE

Founded in 2015, HJV Attorneys offers a Legal Audit Service, which entails a strategic analysis of your business or organisation to determine any legal issues that might be underlying and threatening.

The founder, Annick Hough-Bergh, is an Admitted Attorney of the High Court of South Africa, a Qualified Mediator and Professional Director, and an acting Company Secretary experience in Commercial and Labour Law and an impeccable success rate.

Annick is a firm believer in “prevention is better than cure”. Preventative law is therefore the cornerstone of her firm, HJV Attorneys. HJV Attorneys will put a stop to problems before they arise, and they will help you identify problems and recommend specific legal solutions before a lawsuit is filed or a compliance issue is raised.

However, should you be in the midst of a lawsuit or compliance issue, Annick and her team will be at your service. When Annick founded HJV Attorneys her aim was always to provide

affordable legal services which are customised according to the needs of each client, while vesting long-term relationships aimed at the well-being of each client. HJV Attorneys,therefore, offers tailor-made retainer solutions for each commercial and corporate client.

Our current client base extends from local to international and as wide as mining to innovation. HJV Attorneys also offers a Legal Audit Service, which entails a strategic analysis of your business or organisation to determine any legal issue that might be underlying and threatening.

Our services include but are not limited to:

Internet and protection

and dispute resolution in the CCMA and Labour Court and procurement.

CONTACT INFORMATION

Telephone: 063 776 4385

Website: www.hjvattorneys.co.za

Address: 20 Park Avenue, Rooihuiskraal, Centurion, Gauteng

Email: annick@hjvattrorneys.co.za

SOCIAL MEDIA PLATFORMS

Facebook: www.facebook.com/hjvattorneys

Instagram: @hjv_attorneys

Linkedin: www.linkedin.com/company/hjvattorneys/

Twitter: @HJVAttorneys

Annick Hough-Bergh – CEO & Attorney/ Mediator/Professional Director

Jade Swanepoel – Attorney

ANNICK HOUGH-BERGH CEO & Financial Director

MMC Business Solutions is a management consulting company established to provide clients with solutions and training services

strategic goals and objectives. We provide professional and innovative business solutions tailored to meet the needs of all clients.

successful training programmes comprising of learnerships, internship and short programmes for thousands

A company with a BBBEE Level 1 with are proud to continue changing lives through development and growth programmes.

MMC is accredited with various the accredited programmes.

CAPACITY

MMC is made up of a team of professionals and sector specialists with the passion and commitment to partner with organisations to implement interventions aimed at enabling socioeconomic transformation. It is in our DNA to:

Engage

Collaborate

Innovate

Develop

Research and labour market analysis

Conduct research and industry

Guide the process to identify relevant interventions to respond to the needs of the labour market Conduct research to drive innovation guided by best practice and global benchmarks

Strategy and policy development

Stakeholder engagement, public participation and workshop facilitation services

Develop strategies and policies to guide implementation

Project management and support

Set up tailored project management

Develop project implementation methodologies and tools

Implement and monitor projects

OUR ACCREDITED

Full courses

Business management skills

Project management

Management and leadership

Information technology

Local government

Construction

Tourism and hospitality

Short Courses

Project Management Management Development

Leadership & Personal Mastery

Information Technology

Health and Safety

Precious Nala Founder, NXT Marketing ACHIEVEMENTS

Winning the Standard Bank Top Women Young Achiever's Award 2022.

Working with the Fundraising team at Afrika Tikkun in

Director: Rhiza Enterprise and Rhiza Holdings. Social responsibility initiatives.

Developed the Neighbour-to-Neighbour campaign during Launching the Reviving Township Economies initiative for Township Fleva to provide grant funding for township businesses and providing grant relief to over 2000 township businesses.

FIVE TIPS ON SURVIVING AND THRIVING IN BUSINESS

1. Get involved in your local business community. Get to know other entrepreneurs and join networking group.

2. Document your business strategy and break it down into

3. Making decisions as business owner can be scary. Go with your instincts and trust your call.

4. Stay positive and push through the tough times.

Women are frequently overworked, overlooked, and underpaid in the workplace, which is why many of them change jobs in clear and fair promotion procedures during the hiring process, in my opinion, will contribute to a workplace culture that is inclusive.

Future marketing trends are quickly moving towards compromising the quality of content.

popularity and its critical to understand how to infuse this in one’s business.

Aligning marketing and sales using technology platforms that promote positivity towards growing market share. Conversational marketing and customisation is crucial to work in an agile environment.

become a buzz and business need to take advantage.

My advice is:

1. Be relevant!

2. Be clear and consistent in your communication.

3.

4. If your business is not on social media, you are

Not every social media platform is created equally.

6. Have a social media strategy that is best suited for your brand.

I've had the chance to work in Botswana, Mauritius, Zimbabwe, Kenya, Nigeria, Uganda and South Africa. Even if the cultures of each country diversity, we Africans have shared values and are proud to be from this continent.

1. Emotional intelligence

2. Cohesive collaboration

3. Active agility

4. Culture shaping Growth mindset

Chimamanda Ngozi Adichie

Chimamanda believes that femininity and feminism complement each other. Women should be allowed to have a broad range of what they can be, of who they can be, of how they can present themselves.

I love femininity

CONTACT INFORMATION

Founder: Precious Nala

Telephone: 076 989 0487

Email: hello@nxtmarketing.co.za

Website: www.nxtmarketing.co.za

“Never apologise for being a powerful woman.”

PRECIOUS NALA Marketing

SINENHLAHLA CHAMANE

CEO & Managing Director: M & C Consulting Engineers (Pty) Ltd

COMPANY STATS

CEO & MANAGING DIRECTOR:

Sinenhlahla Chamane

COO: Sinenhlahla Chamane

MARKETING & COMMUNICATIONS

DIRECTOR: Msawenkosi Sibisi

HUMAN RESOURCES AND SALES

DIRECTOR: Msawenkosi Sibisi

BUSINESS SECTOR: Civil and Structural Engineering, Project Management

FOUNDED: 2011

BRANCHES: 2

EMPLOYEES: 9

ANNUAL TURNOVER: R9 717 924

MEMBERSHIPS:

Consulting Engineers South Africa (CESA)

The Engineering Council of South Africa (ECSA)

The Institute of Municipal Engineering of Southern Africa (IMESA)

The National Human Rights Commission (NHRC) Society For Asphalt Technology (SAT)

STRATEGIC PARTNERSHIPS

uHele Precision Geomatics INC

Geo-Caluza Engineering

Isibuko Se-Africa Development Planners

Kosmovision

Emvelo Quality and Environmental Consultant

M & C CONSULTING ENGINEERS (PTY) LTD

MULTIDISCIPLINARY CIVIL ENGINEERS

PROVIDING PROVEN ENGINEERING SOLUTIONS TOGETHER

OUR TOP WOMAN

M & C Consulting Engineers (Pty)Ltd is a KwaZulu-Natal based, 100% black women owned and managed multidisciplinary civil engineering consultancy firm. The consultancy was established in 2011 by Sinenhlahla Chamane Pr. Tech Eng, who leads M & C Consulting Engineers (Pty) Ltd diverse team of professional engineers, technologists, technicians and development consultants. Sinenhlahla Chamane holds a

Civil Engineering, and is registered as a Professional Technologist Engineer with ECSA, as well as a builder with NHRBC. She is a member of SAICE, IMESA and MSAT. Her industry experience spans over a decade, and her ability to forge strategic partnerships with other professional construction and engineering B-BBEE partners is a key to M & C Consulting Engineers ability to successfully deliver high-quality projects – within the programme and budget.

administrative experience spans a broad spectrum of civil infrastructure development.

M & C Consulting Engineers (Pty) Ltd is an engineering firm that provide civil engineering services and project

• Roads, rehabilitation of roads and storm water management

• Water (bulk, reticulation, nonrevenue water reduction and water pump-station)

• Sanitation (bulk sewer, reticulation sewer refurbishment and upgrade

wastewaterworks, sewer pump station and construction VIP toilets)

• Municipality support systems including MIG projectsCivil and Structural Engineering works

• Construction of sports and recreation facilities including communal swimming pools, sports grounds etc.

• Housing infrastructure planning, design and construction monitoring

• Structural engineering and building works

• Parking and traffic studies

• Project management and contract administration

• Business planning and advisory services

GENDER EMPOWERMENT AND CORPORATE SOCIAL INVESTMENT (CSI)

• Partnered with district municipality in providing food parcels in 2020

• Employment of youth in work training programmes

• Prioritising employing local people

• Ensuring the quality, healthyand safe environment in the communities in which the business operates

• Assisting the community with facilities that the company possesses

CONTACT INFORMATION

Telephone: 035 550 0231

Website: www.mcconsulting.co.za

Facebook: mconsutingenginrrs

Instagram: @mcconsultingengineers

Twitter: @MC_Consulting_

LinkedIn: M and C Consulting Engineers

Health IQ Consulting

In today’s challenging healthcare landscape, ensuring the medical excellence, patient well-being and -

ADDRESSING PUBLIC HEALTH CHALLENGES-

CLINICAL RISK MANAGEMENT EXPERTISE

collaborates closely with your organisation to implement robust risk management strategies,

TAILORED SOLUTIONS FOR YOUR ORGANISATION

PROACTIVE EDUCATION AND TRAINING-

gate the complexities of healthcare while prioritising patient safety and well-being. Let’s collaborate on your next health care project and ensure a healthier future for

COMPANY STATS

MANAGING DIRECTOR: Reabetswe Semenya

COO: Pieter Van Wyk

MARKETING & COMMUNICATIONS DIRECTOR:

Jane Rathebe

FINANCIAL DIRECTOR: Susan Vayaya

SALES DIRECTOR: Busi Skhosana

FOUNDED: 2003

TURNOVER: R 20 000 000

BRANCHES: 3

MEMBERSHIPS: ISO 9001

PARTNERSHIPS: We have strategic partnerships with leading OEM Brands in the IT Industry such as DELL, Cisco, HPE, Huawei and Microsoft

JOHNBAK SOLUTIONS’ TOP WOMAN

Reabetswe holds a BCom Accounting degree from the University of Johannesburg. Her journey in the IT industry started 10 years ago and she was elevated to top management positions. She is passionate about women empowerment and this can be seen from her organisation which employs nine women out of a total of 15 employees. She is also passionate about digital transformation solutions and the Fourth Industrial Revolution and the impact it has on the South African economy.

JOHNBAK SOLUTIONS TRUSTED ADVISOR IN THE ICT SECTOR

TIPS ON THRIVING IN BUSINESS FROM REABETSWE

• To be successful and sustainable in business, you need to be passionate about your products and services

• You need to understand the environment your business will operate in

• Most importantly, you need to employ a good team that will understand and support your vision and work together to reach the set goal.

ORGANISATION SYNOPSIS

Johnbak Solutions is a global leader in providing business and technology consulting services that transform organisations through innovative ICT solutions.

BUSINESS SECTOR – products and services

Information, Communications and Technology (ICT)

OUR SERVICES INCLUDE:

-Hardware Supply

-Digitalisation

-Managed IT Services

-Cloud Storage

-System management

GENDER EMPOWERMENT AND CORPORATE SOCIAL INVESTMENT

In October 2021, Johnbak Solutions launched an internship programme for IT university graduates to gain work experience. The programme currently employs four interns, three of them being female. The goal of the internship is to develop them into

qualified solutions architects and we offer training and physical tests to empower them towards that goal.

Our working environment is also quite flexible since most of the women employed in our organisation are under 40, which means that they are starting their own families and need a flexible work environment.

GENDER EMPOWERMENT: STATISTICAL OVERVIEW

Female percentage

Percentage of female shareholders:

A >50.1% female shareholding – 100% owned by Ms Reabetswe Semenya

Percentage of female executive directors/senior management:

A >50.1% female executive directors

– 100%

Percentage of female staff members (overall in the company):

A >50.1% female staff – 60% (9/15 are female)

CONTACT INFORMATION

Physical address: 244 Jean Avenue

Unit 25 Norma Jean Square

Centurion, 0157

Postal address: P O Box 1290, Houghton, 2091

Telephone: 012 664 1310

Email: Reabetswe@johnbak.co.za/ Sales@johnbak.co.za

Website: www.johnbak.co.za

Facebook: Johnbak Solutions

REABETSWE SEMENYA Managing Director

and sustainable development with the express goal of helping their clients comply with environmental regulations. Here Director, Leena Ackbar, takes

PLEASE OUTLINE THE PRODUCTS AND SERVICES OFFERED BY ECA CONSULTING

ECA Consulting is a Professional Environmental service provider. We undertake Environmental Impact Assessments and other legislated environmental approval processes to ensure that development aligns with the principles of sustainability and complies with the environmental law in

project is approved, we also assist with monitoring the construction phase – We are very proud to be involved in development from concept to completion!

I have always considered myself an alpha female! Being Managing

sustainability and leadership. It is humbling and an honour that Top Women has acknowledged us for creating a leading environmental consultancy

ECA CONSULTING

Environmental Assessment Practitioners

IN YOUR OPINION, HAS THERE BEEN A NOTICEABLE UPTAKE IN ESG OVER THE LAST

a larger awareness of the environment and the implications of sustainability in business and development. Managing your environmental footprint is not only great for the environment but it is immensely positive for the triple bottom

to practise across all major provinces in South Africa whilst working with some of the country’s major role players. In 2023, we are looking forward to the roll out of more energy projects and plan on tapping into sustainability consulting. We have tertiary education and workplace skills – this year we plan on creating more opportunities for mentoring aspiring environmental assessment practitioners by creating platforms for training

ECA Consulting is currently leading the environmental approvals process for a number of major infrastructure and energy projects throughout South Africa. It is noteworthy that we are involved in projects that have the potential to relieve the energy crisis we are currently facing whilst international trading platform in KZN.

074 244 7862

info@ecaconsulting.co.za

www.ecaconsulting.co.za

Managing Director, and

MASINA ATTORNEYS INC MORE WOMEN WILL BE PART OF THE LEGISLATIVE AND JUDICIARY ARM OF GOVERNMENT

reasons. When executed meaningfully, it leads to an abundance of positive outcomes for both individuals and businesses.

HOW HAS GENDER EMPOWERMENT STRENGTHENED YOUR ORGANISATION?

Metse Reasoness Kekana

Masina Attorneys INC is a wholly black female-owned and controlled firm that endeavours to uplift historically disadvantaged individuals by giving them preference whenever the opportunity for employment arises and by engaging them as primary service providers and consultants in all its operations. Managing Director, Metse Reasoness Kekana (Masina), shares what it takes to lead this business.

HOW HAVE YOU IMPLEMENTED GENDER-DRIVEN DEVELOPMENT IN THE WORKPLACE?

As a leader myself, I strongly believe that it is within my power to uplift other women. I provide ways to train and up-skill my female employees by discovering skills that can be converted into women power. I take this responsibility seriously because when I empower women, I empower not just the individual, but also the generations to come.

in the workplace is an important attempt for companies to undertake for multiple

I have more women who now have successful organisations of their own through my training and mentorship. They are succeeding in their careers as they have been empowered. I ensure that highachieving women in my workplace are properly recognised and have equitable opportunities in the succession planning of the company and have advancement opportunities to set career goals.

WHAT ARE THE CURRENT AND FUTURE TRENDS IN YOUR SECTOR?

The current trend is that South Africa has a system to enact legislations that are in the interest of the people and communities. Currently, every person has a right to approach the court of law and to acquire legal solutions and legal assistance even for free. Participation of women in the legal field is increasing, there is an increased number of attorneys, magistrates and judges.

Future trends are that more women will form part of the legislative and judiciary arm of government. Women were not allowed to own properties and currently and in the future the tables are turning.

WHAT SKILLS ARE FUTURE LEADERS GOING TO NEED?

One thing that our computers and robots cannot do or master is emotional intelligence, thus giving humans the upper hand when it comes to harnessing those all-important interpersonal communication capabilities.

The future will need communicators who can empathise with their team and who will be able to make informed business decisions and react appropriately to any developments.

WHO ARE THE FEMALE LEADERS THAT INSPIRE YOU THE MOST?

Basetsana Khumalo - a business leader who is known in the entertainment industry for empowering other women and Audrey Gwangwa - a Registrar at Deeds and a mentor for aspiring conveyancers. She empowers them by simplifying the exam materials which opens doors to more conveyancers.

CONTACT DETAILS

Address: Cnr. Jeppe and von Welleigh Street, Marble Towers, 3rd

Tell: 011 331 0123 / 071 334 7809

Email: info1@masinaattorneys.co.za

Managing Director, Masina Attorneys INC

Abella Mining and Industrials began ventured into Fuel and Lubricants. introduced, through Kluber Lubricantion, after a request from one of their clientsthe rest is history. Founder and Director, Khomotso Thoka-Mogari, has seen the

ABELLA MINING AND INDUSTRIALS

AS MANAGING DIRECTOR SINCE 2009 WHAT HAVE BEEN SOME OF THE MOST NOTICEABLE TRENDS YOU HAVE SEEN IN YOUR INDUSTRY OVER THE LAST 14 YEARS?

The emergence of automation, AI and machine learning to enviroment. Staff safety considerations are taking the industry by storm.

WHAT HAVE BEEN YOUR MEMORABLE MILESTONES AT ABELLA MINING AND INDUSTRIALS?

Our early days journey started with commodities trade between the DRC and Zambia. We entered the Condition Monitoring space because of Klueber Lubrication, who required this service for their clients - from us - as their channel partner. Since then it has been an uphill

WHAT EXCITING PLANS DO YOU HAVE FOR 2023?

Breaking into the male-dominated Condition Monitoring Field is my main goal. We plan to grow the conveyor idlers monitoring and IoT Vibration Sensors (Predictive Maintenance) solutions and see uptime and improved equipment life cycle. We want to graduate from being in the periphery to being recognised as one of the main players with a seat at the main table. Collaborations will be key in getting us into areas where we would not necessarily get access due to existing biases and discrimination that still make women-owned companies less desirable to decision-makers.

services Abella Mining and Industrials

PLEASE DESCRIBE THE SERVICES OFFERED BY ABELLA MINING AND INDUSTRIALS

We offer wireless IoT Sensors for rotating equipment, that deliver true predictive maintenance through vibration analysis. Our Predictive Maintenance solution not only collects data but uses sophisticated signal processing and machine learning algorithms to automatically trend the data collected.

defect and predict the machine's remaining useful life. This helps maintenance professionals plan effectively for maintenance.

Platinum, Mogalakwena, has also built a company to offer us an opportunity for proof of concept on the Idlers Monitoring Technology. Since then we have been able to deploy in three more major mining houses. We are looking at expansion in the next two years.

HOW DO YOU ENSURE GENDER EMPOWERMENT IS EMBEDDED IN THE POLICIES AND PRACTICES OF THE COMPANY?

Jobs of the future are in tech, and this is where women need to upskill themselves and access opportunities. Although technology and innovation are opening doors for women involvement, discrimination and biases still exist heavily in the mining industry.

The second part of the year will see us moving slowly into the continent. Engagement with possible collaborators has begun, we hope to start making inroads in 2024. There is no doubt that our products and services are superior and will add tremendous value to the client. Our IoT Vibration analysis solution is the only wireless, 6-in-1 sensor that has the capability of electrical and mechanical fault detection.

Physical address: 72 Beauly Ave, Blue Valley Golf Estate, Centurion, 1491 Telephone: 076 324 3760 Email: sales@abellaenergy.com

KHOMOTSO THOKA-MOGARI Abella Mining and Industrials Founder

Transformation is not a future event. It is a present-day activity

The FSTC is a transformational body mandated to drive and measure transformation within the financial services sector premised on the B-BBEE Framework, more specifically the Financial Sector Code as an instrument towards redressing social and economic inequalities towards the growth of a sustainable economy.

Driving Transformation

• Advocacy

• Training

• Policy

Measuring Transformation

• Reporting

• Research

• Awareness

The broader mandate of the FSTC is to support economic growth and inclusivity while overseeing and enforcing the implementation of the 2017 Amended FS Code which is the central instrument through the respective elements:

Ownership, Black Business Growth Fund (BBGF),

Management Control (FS200) and Skills Development (FS300)

State of Transformation Annual Report

Through the sector’s compliance of these provisions, transformation is measured within the framework of the development of the State of Transformation Annual Report which plays a critical role in providing the sector with a clear roadmap through building on existing initiatives towards sustainable black economic empowerment for the

Preferential Procurement, Enterprise Development and Enterprise Supplier Development (FS400)

Socio-Economic Development and Consumer Education (FS500)

Empowerment Financing (FS600)

Access to Financial Services (FS700)

General principles (FS000)

Schedule 1 - Retirement Fund Scorecard

FSTC Constituencies

Contact information

Email: Telephone: 011 838 6966

Social media

Twitter: @The_FSTC

LinkedIn: @FSTC

Facebook: @FSTC

VEA Road Maintenance and Civils (Pty) Ltd. is a 31% black woman-owned company with 51% black shareholding. We offer the full scope of road construction services including road rehabilitation and routine road maintenance on various South African roads. All workmanship is conducted by competent highly skilled teams overseen by experienced contract managers.

OUR CLIENT BASE CONSISTS OF THE FOLLOWING:

• The South African National Roads Agency.

• Gauteng Department of Road and Transport.

• KZN Department of Roads and Transport.

• City of Tshwane Department of Roads and Stormwater.

Over the last 5 years, we have successfully operated and completed road maintenance contracts in excess of R2-billion, and directly employed more than 2 000 people. We have empowered more than 600 SMMEs and EMEs on our contracts.

STATISTICAL OVERVIEW

Percentage of female shareholders: 25.1%-50%

Percentage of female executive directors: 5%-25% female executive directors

Percentage of female staff members (overall in company): 5%-25%

VEA ROAD MAINTENANCE AND CIVILS (PTY) LTD. BUILDING A POSITIVE AND LONG-LASTING LEGACY

CORPORATE SOCIAL INVESTMENT

1. AFTERCARE

• Building an aftercare library/homework centre in Mmakaunyane, North West.

• Donations towards the stipend of aftercare leaders (tutors,

• cooks, music/arts) in Mmakaunyane, North West.

• Food for aftercare children.

2. EARLY CHILDHOOD DEVELOPMENT

• Training of teachers in Early Childhood Development Centers to improve education on children within their centres: Winterveld, Gauteng; Kwamhlanga, Mpumalanga; Wallmansthall, Gauteng; Ga-Motle, North West.

• Agriculture and farming support which provides nutritious food for children within the centres: Winterveld, Gauteng; Kwamhlanga, Mpumalanga; Wallmansthall, Gauteng; GaMotle, North West.

3. CHILD SPONSORSHIP

• Funding has gone towards supporting vulnerable children and their families including food parcels, toiletries, school uniforms, and psychosocial support: Winterveld, Gauteng; Mmakaunyane, North West; Olverton, North West; Kwamhlanga, Mpumalanga Abbas, Abraham Kriel Bambanani, Nkanyezi Stimulation Centre, Blue-O Community & The Light House Shelter.

EMPOWERMENT OF WOMEN AND GENDER EQUALITY

Our vision is to ensure equal enjoyment of all rights and freedom by every person and promote equality and gender empowerment in the workplace. It is our goal to include women as a designated group in respect of whom positive steps must be taken to ensure equitable representation in our workforce. We will eradicate all barriers to equal participation.

The outcome of the envisaged workforce transformation will focus on the following:

• The promotion of women leaders

• Governance in terms of the equity and transformation plans.

• The allocations of funds for the transformation process.

• Accountability mechanism for monitoring progress.

• Translating the plan into practice.

• Focus on employment policies.

• Employ adequate resources.

• The inclusion of unemployed women.

• The inclusion ofyoung,unemployed women.

• Promote education and training for women.

CONTACT INFORMATION

Telephone: +27871600318

Website: www.vearoad.co.za

THOKO TSHABALALA-SHANDU and Civils (Pty) Ltd.

OMI Solutions was founded by Robyn Sally Mellett in 2018 and is a South African based environmental consultancy whose team have worked in over 25 countries worldwide. OMI provides expert environmental and agricultural engineering services, predominantly in the mining sector. Our goal has always been to add value to our clients through implementation and by offering “Fit for Purpose Solutions”. Our departments and provided services include:

• ESG Services,

• HSE Management System Auditing, Development and Implementation,

• Environmental Legal Compliance, • Environmental Monitoring, • Geohydrology,

• Financial Provisioning and Closure Planning,

Research, Development and Remediation, • Environmental Licensing and • Environmental Technical Advisory.

Our company is still young, not yet five years old, however, in that time we have accomplished more than we could imagine. When OMI, as a company, was started in 2018, it was a 100% female team for more than a year before expanding. Those humble beginnings and the strength we found in our all-female team, cemented our goal to pursue not only gender empowerment but also to ensure diversity and provide equal opportunities to all, no matter one’s race, gender or religion.

a Today the company is still guided by strong, female leaders with 90% female ownership, and we would like to acknowledge the women who were part of building our foundation: Faith Chademana and Avena Jacklin. As mothers, they too believed that a team should be lead by dynamic, strong and empowering women and men. Robyn, with Renee Kruger, Chantal Uys, Dave Starley and Jacs van Rooy now leading the team, OMI is striving towards diversity and inclusion.

OMI established its head office in 2018, its research facility in 2019 and its apiary farm/wings sanctuary in 2020 in Pretoria, Gauteng. In 2021 OMI won a

Professional Stewardship Award for our apiary farm/wings sanctuary which encompasses five of the Sustainable Development Goals set out by the United Nations. These are: No Poverty (SDG 1); Gender Equality (SDG 5); Reducing Inequalities (SDG 10); Sustainable Cities and Communities (SDG 11) and Life on Land (SDG 15). OMI is also in the process of assisting with the establishment of more apiary sites/wings sanctuaries with dreams to involve disabled people in communities and empowering them with a purpose. One of these sanctuaries will focus on creating work opportunities for the blind. The company is also sponsoring a blind beekeeper from Uganda to fly to the next Apimondia Symposium. OMI also recently began to offer bee rescue, removal and relocation services in order to save as many small bee lives as possible.

At the same time, OMI is constantly trying to find creative and effective solutions for the rehabilitation of impacted areas. Nature is OMI’s passion, and we pride ourselves on being “Nature’s Keeper”, leading by example and promoting sustainable and effective solutions whilst aiming to leave the world a better place for future generations.

OMI prioritises the transformation, inclusivity, and diversity of not only South Africa but also the entire African and Middle Eastern regions. This commitment is demonstrated through our support for various charities, NGOs/NPOs, and our achievement of B-BBEE Level 2 status. As part of our Transformation Plan, we have implemented an Employee Share Ownership Plan, allowing employees to gain equity in our growing enterprise. OMI actively supports and contributes to the growth of small black-owned businesses, implements skills development programs for young black employees and unemployed disabled individuals, and participates in the YES initiative, which focuses on youth employment.

https://omisolutions.co.za/

Corporate Park, Office B, Block B, Ground Floor, Cnr Graham

“Live authentically, believe in yourself and let God be your wings.”

ACHIEVEMENTS

• Owner and director of Jeehu(pty) Ltd

• Owner and director of Minatlou Trading 474 CC

• Woman in Science Award, 2007 (Woman from Africa participating in male

• award in 2008

• Supervision of undergraduate and postgraduate student research projects

PROFESSIONAL MEMBERSHIP

• Engineering Council of South Africa (ECSA) Pr Eng

• South African Institution of Mechanical Engineers (SAIMechE)

COMPANY VISION

Our vision is to develop a viable and sustainable business that can provide continuous employment opportunities to South Africans and Africans.

JEEHU MULTIDISCIPLINARY ENGINEERING & MINING SERVICES COMPANY

COMPANY HISTORY

Jeehu (Pty) Ltd is a multidisciplinary Engineering and Mining Services company. It was born out of concern that many black students were changing from their engineering career to other professions because they could not find places for internships to enable them to complete their diplomas - many decamped to other disciplines because, after theoretical work, they stayed at home for many years without graduating as the practical module was still outstanding. I vowed that if I had a company, I would help fill this gap.

SOCIAL RESPONSIBILITY INITIATIVES

My social responsibility to youths that I employ is to transfer knowledge to them in the most practical way. Coming from long years of academic background, I have made it my duty to employ youths with no previous experience. So, I intentionally made my company a stopover for practical knowledge transfer because it is said that a knowing person is a doing person.We employ engineers, technologists, technicians and artisans with no previous work experience. These are mainly youths from previously disadvantaged backgrounds.

We have a policy that says: YOU DO NOT GO AS YOU CAME. Which means, if you came in as a general worker, after 12 months of working with Jeehu, you must have improved your competencies.

HOW ARE YOU INTEGRATING THE DRIVE FOR SUSTAINABILITY INTO YOUR ORGANISATION?

research on our field of expertise and implementing the latest best practise

GENDER POLICIES

I am a strong believer that if you train and empower a girl child, your family will never suffer.

WHAT ARE THE CURRENT AND FUTURE TRENDS IN YOUR SECTOR?

The engineering and mining sectors are moving towards automation and the 4IR, smart mining, smart procurement, smart and easy invoice processing etc

WHAT IS YOUR POSITION ON DOING BUSINESS IN AFRICA?

I feel that Africa is an untapped land for business especially in engineering and mining. Many African countries are discovering new minerals and ores and always import skills from overseas. I think and strongly believe that South African businesses can leverage on these opportunities. I also believe that African countries are eager to do business with South African companies.

FIVE TIPS ON SURVIVING AND THRIVING IN BUSINESS

1. Look at your new business as a new-born baby, feed and nurture it in the same sequence you would a newborn.

2. Do not take from your business until it becomes a toddler, that is after 4 years of nurture, the business can get you water now - NOT a car or a house.

3. Be patient with yourself and the business

CONTACT INFORMATION

Telephone: +27 12 371 3001

Cell: +27 83 365 1401; +27 82 787 7306

Email: info@jeehu.co.za | Website: www.jeehu.co.za

We drive sustainability by constantly improving on our delivery to our clients. This is done by constantly doing

4. Be patient with your co- nurturers (your staff) because you cannot wrap a parcel with one hand

5. Finally reward yourself and conurturers when the opportunity presents

DR IZENDU AGHACHI Director and Head of Technical Services

BLH MINING DYNAMIC AND INNOVATIVE

FIVE TIPS ON THRIVING IN BUSINESS FROM KEORAPETSE

1. Always remain a scholar

2. Have a startup mentality. With a start up mentality, you remain resilient, persistent and courageous, as though you have only started looking for business

3. Another person always knows

humble yourself

4. Be discerning when identifying and building your team. Ensure that you harness the skill or talent of key personnel

5.

KEORAPETSE BOSIELO

M anaging D irector of ining

COMPANY STATS

MANAGING DIRECTOR:

Keorapetse Bosielo

COO: Tshepo Bosielo

MARKETING & COMMUNICATIONS

DIRECTOR: Dorianne Fick

FINANCIAL DIRECTOR: Modise Khoza

HUMAN RESOURCES DIRECTOR: Mandeli Meyer

BUSINESS SECTOR: Mining & Mining Construction

YEAR FOUNDED: 2013

NUMBER OF EMPLOYEES: 105

ANNUAL TURNOVER: 12 million

ABOUT KEORAPETSE BOSIELO Keorapetse initially started her career in marketing and communications, with a background in public relations. She then gained invaluable experience working for a range of leading international organisations such as FIFA, Sun City Resort, and Liberty Group. She leads the strategy and vision for BLH GROUP, which consists of BLH Mining, Boleng Scaffolding (scaffolding service provider) and Kamano Energies (fuel storage solutions company). She has been able to create employment for over 100 employees.

ABOUT THE ORGANISATION

A leading contract mining services

open cast mining to underground development and stopping. Their team is responsible for extracting valuable minerals from previously mined areas that were left with unprocessed ore. Another service they offer involves the recovery of material and equipment that was used in the mining operation. This process helps to improve the overall cost efficiency, breathing new life into old mining operations.

Both these services are important for reducing the environmental impact and the carbon footprint of mining, ensuring that mining activities are more sustainable. By reprocessing previously mined areas, they promote biodiversity by restoring ecosystems that have been disrupted by mining activities.

GENDER EMPOWERMENT AND CORPORATE SOCIAL INVESTMENT (CSI)

BLH is proud of the empowerment policies in place for their employees.

They have engaged the services of LabourNet, a specialist consulting firm to assist with the B-BBEE planning, strategy and progress monitoring.

LabourNet attends to the following:

• Ensures proper implementation of all initiatives within the relevant time-frame in an effort to obtain a compliant B-BBEE Level

• Identifies any risks and the potential loss in points associated with these risks,

• Identifies any opportunities to improve the score and the potential gain in points if these opportunities were to be realised

• They also aim to empower women in the workforce through their skills development programme and aim to provide them with the support of maternity leave and a flexible working environment

Empowerment-related CSI initiatives/ programmes:

• Thabazimbi Children Orphanage

• Kgale Lutheran Church

GENDER EMPOWERMENT: STATISTICAL OVERVIEW

Percentage of female shareholders:

>50.1%

Percentage of female executive directors/senior management: >50.1%

Percentage of female staff members (overall in company): 5%-25%

CONTACT INFORMATION

Physical address: 200 Joubert Street Rustenburg

Website: www.blhmining.co.za

equipment and connectivity solutions, a true one stop shop for FTTH

FTTx & ENERGY WAREHOUSE

& energy products

GENDER EMPOWERMENT:

Percentage of female shareholders:

Percentage of female executive directors: (overall in company):

OUR COMMITMENT

delivering products and services of the highest goal is to continuously improve the quality of our successfully manage a Quality Management System.

OUR FOOTPRINT

Gauteng, Cape Town, Durban and Port Elizabeth. Each facility has a team of knowledgeable and delivery vehicles and forklifts to help get the job done.

Year founded: 2014

Number of employees: 70

GENDER EMPOWERMENT AND

the steadfast support of educational initiatives encompassing a range of initiatives, including meal programmes, bursary support, and stateof-the-art technology labs meticulously curated to foster technological advancement within educational institutions.

CONTACT INFORMATION

Physical address: Montagu Park, c/o Plattekloof and Tanzanite, Montagu Gardens, 7441

Telephone: 010 286 1703

Email: info@fttxenergy.co.za

Website: www.fttxenergy.co.za

Facebook page: FTTX and Energy Warehouse

Providing service value-add NAUTICAL UNDERWRITING MANAGERS

Celina Ceprnich Executive Director of Nautical Underwriting Managers

Nautical Underwriting Managers began its journey on 1 April 2011, starting from the ground up. During its 12 years of

and Celina Ceprnich, together with the balance of the Nautical Directors and Team, have ensured that Nautical and its 14 strong workforce remains on course. The business delivers its service value-add to customers through broker/ intermediary partners.

marine Insurance services such as

Stock throughput insurance

Goods in transit insurance

Carriers liability insurance

Freight forwarders liability insurance

Watercraft insurance

Nautical enjoys the ability to turn around enquiries to their partners virtually immediately without delays and handles their claims in the same manner.

out more:

Nautical is a business that likes to punch above its weight. The director team has a suitable blend between dynamic youth

service, while underwriting responsibly and settling claims timeously. There is no silo approach in Nautical, everyone knows and continually needs to be aware of what is happening in other areas. Each the business but also plays a big role in group discussions where cross selling insights of others is endorsed.

Lots of learning and laughter makes up a normal Nautical day

memorable successes at Nautical

Lizette Prinsloo

10th anniversary of Nautical Underwriting and to see how it has grown into a wellknown Marine UMA. Looking back it was a very bumpy ride early on, but a most rewarding journey in the latter years. We

big pond. We are noticed.

Celina Ceprnich and marketshare. We are known for service, caring beyond the limitations. That’s a big success for me, in a world which makes me value our contribution. The business is poised to become even stronger, and I look forward to seeing the business progress from strength to strength. Challenges are avenues for great solutions.

Lizette Prinsloo Executive Director of Nautical Underwriting Managers

Natural disasters and especially the war between Russia and Ukraine. We are also faced with load shedding and the consequences thereof.

compared to the years gone by.

People are what make our business what it is and people are what allow Nautical to survive and thrive. We would like to concentrate on training this year. We have employed young upcoming people. There is a lack of junior Marine people and we have taken it upon ourselves Marine Insurance.

1 Ferero Road, Eden Glen, Edenvale, South Africa 087 821 8777

Lizettep@nauticalum.co.za www.nauticalum.co.za

SACAA has reached include:

website with an eServices portal that enables operators to renew their annual approval

book examinations online. communication.

recent past, some which have made us to be recognised locally and internationally. Some of these accolades include:

Inspirational Role Model accolade at the

consecutive years.

with an organisation representation of 51% females.

transformed, boasting 50/50 female representation.

clean audit outcomes in the past 10 years.

Can you tell us a bit about your upbringing, and why you pursued a career in the Aviation industry?

I was born in Sibongile (Dundee) in KwaZuluNatal. My introduction to this sector came about while I was studying for a career in Travel and Tourism at the Durban University of Technology.

and I commend the member states who looked beyond gender issues when electing me as the

If anything, it also speaks volumes about South the sector globally is something worth noting and celebrating.

you started working in the aviation business.

accident rate in commercial scheduled airline operations for over 30 years.

www.caa.co.za

management position.

of travelling the world. Little did I know that civil aviation is, in fact, this complex and multi-faceted activities exposed me to a brand-new world.

and Ministry of Transport approached me to say, the rest is history. instilled the values you have today? Also, your hobbies?

to their immediate communities and in their industries. One such person is my mother, who despite growing up in the small community of against a system that was designed to oppress wife, a mother of seven and an employee, but incarceration) to ensure that her community, her family and children would not experience the a woman who did not allow the stereotypes to instilled a sense of resilience in me and enabled me to be steadfast in advocating for change, especially in this male-dominated sector of which I am part. I am not afraid to make the loudest noise to ensure that women empowerment in the aviation sector is achieved in our lifetime.

It is my wish that every young girl, irrespective of their background, has an opportunity to pursue any career in aviation and has the freedom to choose

One of my hobbies is cooking. Give me a pot and I create magic. My family can testify!

International Civil Aviation Organization trajectory that got you to this position?

I served as a Deputy Chair and Chair of the collectively. That was exciting, and now it is a of existence. The status quo was challenged,

Dedication and commitment are the cornerstones of my professional life. I do not take things for granted and, when I have a task before me, I am not afraid to give my all to have it accomplished. We are continuously improving, to make it easier cutting down red tape and by reviewing the way we do business. Having embarked on an the organisation is migrating to a fully digital and automated service offering to our clients. I hope that these achievements also inspire women in the aviation sector, knowing that I also have a role to play in mentoring and coaching other women to challenge the status quo and to be fully empowered in our industry.

highlights and challenges while working in a

While we have actively focused and continuously seek to address transformation within the industry through the outreach programmes and funding, transformation remains our biggest challenge, especially in relation to representation in the that the aviation industry is still behind regarding

This requires our collective efforts to ensure an inclusive industry that embraces gender equity and racial inclusivity. It is the right thing to do.

Our continent, like the rest of the world, is still lagging in the promotion of women and women leaders in the sector. I am inspired when I see the work done and the direction taken by my fellow women Chief Executives in the aviation space.

established to demystify aviation to previously disadvantaged communities and learners, called The aim is to build interest and awareness of aviation and its associated industries among learners, graduates, and the public. Through 30 000 learners per annum across all provinces,

at a high-brow level, but also in a way that is

From my personal experience, meaningful change encompasses a lot of things, including the Regulator meeting its mandate as set out in their chosen careers with meaningful career growth and work-life balance, safe airspaces with no loss of life as a result of aviation activities and an aviation industry that respects and takes care of the environment and ensures a sustainable aviation sector for future generations.

The Soul City Institute for Social Justice is an intersectional feminist organisation committed to social justice for all.

COMPANY STATS

CEO: Phinah Kodisang

Percentage of female executive directors/senior management:

Target: >50.1% - Soul City: 80%

Percentage of female staff members (overall in company):

Target: >50.1% - Soul City: 86%

FOUNDED: 1995

TURNOVER: R36.6 million

BRANCHES: 9 Provinces

MEMBERSHIPS: IODSA

CURRENT PARTNERSHIPS: National Department of Health, Department of Basic Education, Ford Foundation, Gender Based Violence and Femicide Response Fund

Phinah is a feminist, a gender activist who was named one of the 50 Mail and Guardian Powerful Women of 2021 as well as the Winner of the Quote that Woman Voice of year (2022) in the GBV category. She holds the United Kingdom and is currently a PHD candidate with the University Thing, the first show of its kind commissioned by the Soul City Institute on South African television, as an “unapologetically feminist” talk show. An alley of the LGBTIQ community and persons with disabilities, Phinah believes in inclusivity, and she advocates for women to create space for one another and for women to build solidarity. Phinah believes that “women live in a world that acknowledges that they have fundamental

THE SOUL CITY INSTITUTE FOR SOCIAL JUSTICE

COMMITTED TO SOCIAL JUSTICE FOR ALL

human rights but have in the same breath put systems in place that prevent women from accessing those rights… patriarchy, sexism, rape and femicide are tools used to control women and disempower them and ultimately take away their freedom.”

TIPS ON THRIVING IN BUSINESS

Leading a big organisation can be challenging but at the same time, it can be an opportunity for personal and professional growth. Leadership is not all about you, it just your own. Effective leadership is leadership that invests and believes in people and does not manage them as if they are machines or projects. It is also not afraid of change, because change means growth — personally and professionally.

GENDER EMPOWERMENT: STATISTICAL OVERVIEW

Tell us where your organisation succeeded according to your empowerment policies:

• 25 staff members went through Skills Development

• Scholarships/Bursaries: 4 female staff members for the period 2021 to 2022 ( through SETA Bursaries)

• Absorbed 2 female learners at the end of the learnership

CONTACT INFORMATION

Physical address:3rd Floor, 1 Newtown Avenue, Killarney, 2193

Postal address: P O Box 1290, Houghton, 2091

Telephone: 011 3410360

Email: daisy@soulcity.org.za

Website: www.soulcity.org.za

Twitter: @soulcity_sa

Facebook: soulcitysa

Instagram: soulcity_sa

PHINAH KODISANG

CEO , The Soul City Institute for Social Justice

KOPANO BUS SERVICE: FROM HUMBLE BEGINNINGS TO GLOBAL SUCCESS WITH AN ECO CONSCIOUS VISION

CONNECTING COMMUNITIES, NURTURING THE ENVIRONMENT

consciousness. One such remarkable tale is

vision and a determination to succeed. Today,

THE GENESIS OF SUCCESS

Founded 22 years ago, Kopano Bus Service began its operations in Limpopo Province, South Africa with just a few buses. The communities, bridging the gaps between rural and urban areas while providing a safe, reliable, and comfortable means of travel.

the company quickly gained popularity, earning trust and loyalty from passengers and employees alike.

culture, ensuring transparency in operations and interactions.To further strengthen the foundation of the organisation, Quality, Integrity, Reliability, and Safety. These values shape every decision, every action taken by the company, and have been instrumental in nurturing a positive work environment and exceptional service delivery. Under the chairmanship of Mr. John Modjela, the Board of Kopano Bus Service remains an unwavering source of support and guidance for its management and employees. His visionary leadership style fosters a culture of trust, collaboration, and innovation.

Recently, Kopano Bus Service achieved yet the addition of 14 brand-new buses. This commitment to meeting the growing demands of its ever-increasing customer base. With these new buses, the company aims to provide enhanced comfort and convenience to passengers while maintaining the highest standards of safety.

Global warming and climate change are pressing issues that demand immediate attention, and Olivia is acutely aware of the responsibility businesses bear in this context. She believes that businesses must embrace innovative and creative solutions to combat this global phenomenon effectively. In line with this vision, the company has initiated research and development into greener technologies, such as exploring alternatives to fossil fuels, optimising routes to reduce carbon emissions.

have been the guiding light for Kopano Bus success is a collective effort and fosters an

As Kopano Bus Service continues to expand and gain international recognition, Executive Director, Olivia Maponya, remains conscious of

With Olivia Maponya at the helm, Kopano Bus Service stands as a shining example of how a transportation company can positively impact communities and the environment alike. By connecting people, fostering a safe and reliable travel experience, and embracing a green mission, they are making strides towards building a brighter and sustainable future for generations to come. In conclusion, Kopano success but also of responsible leadership, be built with respect for people and the planet. As they continue their journey, let their story inspire others to dream big, work with integrity, and contribute to a greener and more connected world.

CONTACT DETAILS:

Website: www.kopanobusservice.co.za

Email: info@kopanobus.co.za

Tel: 015 632 5788

The story of Flair Accounting begins with its founder, Heather Flack. Straight out of school, Heather joined an accounting practice and began her articles. She soon grasped the power of numbers in business. However, she also quickly realised that the traditional accounting practice model is based on billing, billing, and more billing, which makes accounting practices inaccessible to and often unaffordable for business owners. It takes a lot of hard work and time to delve

sickly and in bad shape; what what pitfalls to avoid.

Being exceptionally passionate about South Africa, she knew right there and then that she really wanted to help business owners and empower them

she has spent 20 years breaking the traditional accounting practice mould.

Flair Accounting embarked on her maiden voyage on 1 March 2003 – that means in March 2023 the business will be 20 years old. To be recognised by Standard Bank Top Women and ranked as one of

2022/2023 is a true acknowledgement of the Flair Accounting vision and values. Heather commented on the Top Women recognition by saying, “What a wonderful way to realise that our deep desire to change the world, one business at a time, has been recognised and applauded by our greater stakeholders. This recognition speaks to who we are…something that I value deeply. Our core Flair ethos is that we have always subscribed to the philosophy that is that life, and hence business, is about people. Not only our clients but our team, suppliers and greater community with our spirit, integrity and values that have steered us right for 20 years!”

CONTACT INFORMATION

Physical address: 171 Problem Mkhize Rd. Essenwood, Berea, 4001

Telephone: +27 31 207 1572

Email: info@flairaccounting.co.za

Website: www.flairaccounting.co.za

HEATHER FLACK

The Founder of Flair Accounting

Motlanalo Chartered Accountants &

Motlanalo Koko Khumalo CA (SA), has set her sights on creating an environment and future leaders.

business has been going from strength

CULTURAL EXCELLENCE IN BUSINESS

Female technical staff are allocated are black females.

equality and BEE ratings and policies? Motlanalo is a Level 1 B-BBEE contributor, with a staff complement of close to 100 (58% being black females and 72% youth). We serve clients across industries from 4 geographical locations: Gauteng, Limpopo, Mpumalanga, and the Western Cape.

A well-balanced talent pool, from which future leaders are developed, ensures that gender equality receives the attention it deserves.

What are the current and future trends in your sector?

• Data and analytical skills

• Digitalisation

• Remote and offshore working

• Flexible working arrangements

• War of talent in IT audit, cyber security skills, and transformation

What is your position on doing business in Africa?

through technically skilled young talent, and in doing so creating a differentiated proposition within an emerging

What skills do you think leaders of the future are going to need?

Technology and digital skills are a given for any future leader. Future leaders should have an understanding of the world of business in the following:

• Environment, sustainability and governance

• Employee wellness and mental health support

• Understanding of socio-economic leader and passionate about diversity and inclusion

• Above all - an ethics-based leader driving the development of talent (people), sustainability, and business results

Koko Khumalo CA (SA) shares some of her insights.

How have you implemented genderdriven development in the workplace?

We are a majority African womenowned business. We believe in creating opportunities for growth and development.

We are proud to deliver services outside the borders of South Africa and strive to further diversify, bringing our qualitydriven services and diverse thinking skills to Africa and beyond. Doing business on the African continent will open doors, not only for our business but also for the young talented people of South Africa. Enhancing our African footprint will result in access to new markets and tapping into the growth potential of the continent

CONTACT INFORMATION

Telephone: +27 10 448 7793

Email: info@motlanalo.co.za

Website: www.motlanalo.co.za

LinkedIn: Motlanalo Chartered Accountants & Auditors Inc.

MOTLANALO KOKO KHUMALO The Founder of Motlanalo Inc.

PROTECTING WHAT MATTERS MOST TO YOU OR YOUR BUSINESS SHOMANG BROKERS

Group of companies which operates in the service on how to structure their risk transfer,

Shomang Brokers is a member of Shomang Group of companies which operates in the service on how to structure their risk transfer,

matters most to them and business and personal wealth sustainability is the core

Working with our clients to preserve what matters most to them and business and personal wealth sustainability is the core

We pride ourselves in rendering superior services to our clients, providing advice on risk management, sourcing of suitable products, placing of insurance covers, policy administration, insurance costs containment

We pride ourselves in rendering superior services to our clients, providing advice on risk management, sourcing of suitable products, placing of insurance covers, policy administration, insurance costs containment

provider that prides itself in keeping abreast ongoing basis through environmental scanning of the risk and insurance landscape to ascertain:

Shomang Brokers is a proactive service provider that prides itself in keeping abreast ongoing basis through environmental scanning of the risk and insurance landscape to ascertain:

New trends and changes in the market with respect to risk appetite and softening/hardening of markets

New trends and changes in the market with respect to risk appetite and softening/hardening of markets

OUR APPROACH

We are an authorised Financial Services

We are an authorised Financial Services Provider FSP 43118, registered with the Financial Sector Conduct Authority and are approved to give advice and intermediary

Provider FSP 43118, registered with the Financial Sector Conduct Authority and are approved to give advice and intermediary

As a Financial Service Provider, we are a member of the respected industry body, Financial Intermediary Association of South Africa (FIA), which is one of the recognised

As a Financial Service Provider, we are a member of the respected industry body, Financial Intermediary Association of South Africa (FIA), which is one of the recognised

As part of the group, we also have Shomang

As part of the group, we also have Shomang

Shomang Brokers, in partnership with AON Re, has been appointed by SASRIA, Land Bank

Shomang Brokers, in partnership with AON Re, has been appointed by SASRIA, Land Bank

The role involves structuring the suitable reinsurance cover that suits the exposure of the client and involves looking internally in

The role involves structuring the suitable reinsurance cover that suits the exposure of the client and involves looking internally in

OUR SERVICES

Shomang Brokers focuses on providing insurance solutions on Personal Insurance,

OUR SERVICES

Shomang Brokers focuses on providing insurance solutions on Personal Insurance,

Shomang Brokers is an established independent locally based insurance brokers and risk advisors that work in partnership with our clients to preserve what matters

OUR APPROACH

Shomang Brokers is an established independent locally based insurance brokers and risk advisors that work in partnership with our clients to preserve what matters

strategic relevant stakeholders both local and international with a view to provide appropriate risk and insurance solutions in a

strategic relevant stakeholders both local and international with a view to provide appropriate risk and insurance solutions in a

Our experienced team brings insight in various aspects of insurance both in specialty and continuous interrogation of the status quo when it comes to risk and insurance matters

Our experienced team brings insight in various aspects of insurance both in specialty and continuous interrogation of the status quo when it comes to risk and insurance matters

We thrive in engaging our clients in a holistic way by understanding their operations, the risks attendant to their business and their objectives which inform our approach to

We thrive in engaging our clients in a holistic way by understanding their operations, the risks attendant to their business and their objectives which inform our approach to

and therefore our solutions invariably have a unique element that fosters an attitude of a thorough and rigorous engagement

and therefore our solutions invariably have a unique element that fosters an attitude of a thorough and rigorous engagement

As a value adding supplier in the risk advisory and insurance value chain, we believe in market in development of interest and risk appetite for extraneous risks that sometimes

As a value adding supplier in the risk advisory and insurance value chain, we believe in market in development of interest and risk appetite for extraneous risks that sometimes

Part of our value system is approaching every

Part of our value system is approaching every

A win for the insurer

A win for the insurer

Address: Unit G5, Greenstone Office Park, Greenstone Hill Suite 84 Private Bag X1001, Edenvale, 1610

CONTACT DETAILS:

Telephone: 011-452-4662

Fax: 086-602-8188

Email: Info@shomanggroup.co.za

Address: Unit G5, Greenstone Office Park, Greenstone Hill Suite 84 Private Bag X1001, Edenvale, 1610 Telephone: 011-452-4662

Website: www.shomangroup.co.za

Fax: 086-602-8188

Email: Info@shomanggroup.co.za

Website: www.shomangroup.co.za

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TOP 100 COMPANIES

The central focus of Top Women in Business and Government is gender empowerment in the workplace. In order to determine the ranking of the top 100 gender empowered companies in South Africa, organisations are evaluated according to a set of criteria which can be broadly grouped into employment and control criteria on the one hand, and policy criteria on the other.

Within the former group, organisations are measured in terms of the extent to which women are represented within employment; as well as management and ownership. This includes whether the organisation has a female CEO, MD or chairperson; and the proportion of women within overall employment, and among executive directors, management and senior management. The proportion of female ownership is another criterion within this group.

gender equality and empowerment, as is evidenced by the existing nature of company policies. The establishment of written policies that are specifically women-focused and designed to encourage the retention of women in the workplace; as well as corporate social investment (CSI) expenditures that hone in on the development of women, represent a critical set of criteria within the policy sphere.

This data is rigorously researched and analysed over a period of one year. Based on the above criteria, the following are the 100 most gender empowered companies in South Africa.

TOP WOMEN IND EX 2023

PRIMARY RESOURCES

MINING

COAL

Inayo Mining

Makoya Supply Chain Holdings (Pty) Ltd

MCMining Limited

Thungela

GOLD MINING

AngloGold Ashanti Limited

DRD Gold Limited

Gold Fields Limited

Harmony Gold Mining Company Limited

PLATINUM

Derliz Investments Platinum

Impala Platinum Holdings Limited

Northam Platinum Holdings Limited

DIAMOND

De Beers Group

OTHER MINERAL EXTRACTORS & MINES

BLH Mining

Foskor (Pty) Ltd

Kumba Iron Ore Limited

Women of Africa Fuels & Oils cc

GENERAL MINING

African Mineral Standards: AMIS

African Rainbow Minerals Limited

Anglo American

Exxaro Resources Limited

Fraser Alexander

Petmin (Pty) Ltd

Sibanye Stillwater Ltd.

South32

TS Mining Group

VAS Analytical

CHEMICALS & SPECIALITY

AECI Limited

Buckman Laboratories (Pty) Ltd

Budget Insurance Brokers (Pty) Ltd

Permoseal (Pty) Ltd

Sasol Limited

CHEMICALS MANUFACTURING

CJP Chemicals

Liqui Moly South Africa (Pty) Ltd

BUILDING & CONSTRUCTION

MATERIALS

BUILDERS MERCHANTS

Brakkefontein Clay Products (Pty) Ltd

VEA Road Maintenance & Civils

OIL & GAS

OIL GAS & INTEGRATED

Caltex GateWay

Engen Petroleum Limited

Puregas (Pty) Ltd

The Petroleum, Oil and Gas Corporation

Total South Africa (Pty) Ltd

Transnet Pipelines

Women of Africa Fuels & Oils cc

SECONDARY BASIC INDUSTRIES

CHEMICALS & COMMODITIES

Air Liquide

BUILDING & CONSTRUCTION MATERIALS

Adriya Sports and Fencing cc

Afrimat Limited

Amabamba Fencing (Pty) Ltd

Atlas Copco SA (Pty) Ltd

Builders Trade Depot

Builders Warehouse, Builders Express, Consolidated Infrastructure Group Limited

Dekro Paints (Pty) Ltd

Lobelo Building Contractors

Murray & Roberts

Olympia Paints

Pretoria Portland Cement Company Limited (PPC)

Sephaku Cement (Pty) Ltd

HOUSE BUILDING

Alro Automation Cc

OTHER CONSTRUCTION

Ananeng Construction

Grinaker-LTA

Kopano Ke Lesedi

M3 Construction Projects (Pty) Ltd

Mazor Group Limited

Power Construction (Pty) Ltd

The Dawn OHSE Consultants

HEAVY CONSTRUCTION

Aveng Limited

Boshard Construction (Pty) Ltd

CV Projects SA

ELB Equipment (Pty) Ltd

Hilti South Africa (Pty) Ltd

ISU Engineering Pty Ltd

SMEC South Africa (Pty) Ltd

WBHO Construction (Pty) Ltd

OTHER MANUFACTURING

OTHER MANUFACTURING

Abella Group, Inc.

AEL Mining Services (Pty) Ltd

Aqua-loc South Africa (Pty) Ltd

Artistic Wood Carvers and Turners (Pty) Ltd

AVI Products (Pty) Ltd

Bata South Africa

Bathu

hearX SA (Pty) Ltd

Lion Match Products (Pty) Ltd

Melco Conveyer Equipment

Multineed Trading and KSProjects

Organon South Africa (Pty) Ltd

Pamodzi Unique Engineering (Pty) Ltd

Permoseal (Pty) Ltd

Strata Mining Services

Volumicious (Pty) Ltd

Yokogawa South Africa (Pty) Ltd

STEEL & OTHER METALS

IRON & STEEL

Merafe Resources Limited

Nedsteel (Pty) Ltd

FORESTRY

Emvelo Consultants

Nsovo Environmental Consulting

OMI Solutions (Pty) Ltd

South African National Biodiversity Institute

Triplo4 Sustainable Solutions

NON-FERROUS METALS

B & E International (Pty) Ltd

Columbus Stainless (Pty) Ltd

South African Mint Company RF Limited

GENERAL INDUSTRIALS

AEROSPACE & DEFENCE

Imperial Armour cc

Armaments Corporation of South Africa (ARMSCOR)

DIVERSIFIED INDUSTRIALS

DIVERSIFIED INDUSTRIALS

Barloworld Limited

Curro Holdings Limited

Imperial Holdings Limited

Kap Industrial Holdings Limited

The Bidvest Group Limited

ELECTRONIC & ELECTRICAL EQUIPMENT

ELECTRICAL EQUIPMENT

ACTOM (Pty) Ltd

CBI-Electric: low voltage

JRS Solutions

South Ocean Holdings Limited

ELECTRONIC EQUIPMENT

Aberdare Cables (Pty) Ltd

Dartcom (Pty) Ltd

ENGINEERING & MACHINERY

Khonzi Engineering Services

COMMERCIAL VEHICLES & TRUCKS

UD Truck and Bus (Pty) Ltd

Volvo Trucks SA

ENGINEERING & CONTRACTORS

Barloworld Equipment

Ernest Lowe (division of Hudaco Trading (Pty) Ltd)

Mitsubishi Hitachi Power Systems Africa (Pty) Ltd

ENGINEERING FABRICATORS

Lindumn Tool Works (Pty) Ltd

ENGINEERING & GENERAL

Dibama Supplies cc

Eyethu Engineers (Pty) Ltd

Fasbuilt

Handel Street Upholsterers & Motor

Trimming (Pty) Ltd

Howden Donkin (Pty) Ltd

JEEHU (Pty) Ltd

Max Scott Engineering Sales cc

M & C Consulting Engineers (Pty) Ltd

Steel and Engineering Industries Federation of Southern Africa (SEIFSA)

Valve Specialists CC

Zungu Elgin Engineering Innovations Pty Ltd

CONSULTING ENGINEERING

Aspire Consulting

Bergstan South Africa Consulting and Development

Engineers (Pty) Ltd

Bigen Africa Services (Pty) Ltd

BVI Consulting Engineers (Pty) Ltd

ECA Consulting

Nolitha (Pty) Ltd

SCIP Engineering Group (Pty) Ltd

CYCLICAL CONSUMER GOODS

AUTOMOBILES & PARTS

AUTOMOBILES

Motus Corp Pty Ltd

Kia South Africa

Toyota South Africa Motors (Pty) Ltd

AUTO PARTS

Autozone

Bearing Lynk

Bellville Glass Centre

Deutz Dieselpower (a division of Hudaco Trading(Pty) Ltd)

Midvaal Motor Engineers and Auto Services cc

TYRES & RUBBER

Continental Tyre South Africa (Pty) Ltd

Michelin Tyre Company SA (Pty) Ltd

Royal Tyres SA (Pty) Ltd

VEHICLE DISTRIBUTION

UD Trucks (Pty) Ltd

CLOTHING & FOOTWEAR

Sweet-Orr & Lybro (Pty) Ltd

HOUSEHOLD APPLIANCES & CONSUMER

ELECTRONICS

Ellies Holdings Limited

Homechoice Holdings Limited

NON-CYCLICAL CONSUMER GOODS BEVERAGES

BEVERAGES - BREWERIES

Diageo South Africa

Distell Group Limited

South African Breweries (Pty) Ltd

BEVERAGES & DISTILLERS & VINTNERS

Aqua Air Africa (Pty)

DGB

Edward Snell & co

Swartland Wynkelder (Pty) Ltd

SOFT DRINKS

Coca-Cola Beverages South Africa

The Beverage Company (Pty) Ltd

FARMING

Afgri Operations Limited

Crookes Brothers Limited

Kaap Agri Bedryf Limited

Omnia Holdings Limited

RCL Foods Limited

Senwes Limited

TWK Agri

VKB Group

FISHING

Amawandle Hake (Pty) Ltd

Oceana Group Limited

Premier Fishing SA (Pty) Ltd

FOOD PROCESSORS

Astral Operations Limited

AVI Limited

Excellent Meat Corporation (Pty) Ltd

Faircape Dairies (Pty) Ltd

Illovo Sugar (Pty) Ltd

Parmalat SA (Pty) Ltd

Premier FMCG (Pty) Ltd

Rhodes Food Group (Pty) Ltd

Tiger Brands Limited

Montagu Foods

HEALTH MAINTENANCE ORGANISATIONS

AfroCentric Health (Pty) Ltd

Discovery Limited

Bonitas Medical Fund

POLMED

Bonitas Medical Fund

Medihelp Medical Aid

HOSPITAL MANAGEMENT & LONG-TERM CARE

Life Healthcare Group Holdings

Medi-Clinic Southern Africa

Netcare Limited

MEDICAL EQUIPMENT & SUPPLIES

Arjohuntleigh South Africa (Pty) Ltd

OTHER HEALTHCARE

AfroCentric Investment Corporation Limited

Dr Langa Kgolane Medical Spa

Health IQ Consulting

South African National Blood Services (SANBS)

PACKAGING

Astrapak Limited

Bowler Metcalf

Mpact Limited

Natal Box Factory cc

PERSONAL PRODUCTS

African Extracts Rooibos

Amka Products (Pty) Ltd

Annique Health and Beauty

Green Logik SA

HPCB (a division of Tiger Brands Ltd)

Johnson & Johnson (Pty) Ltd

Unilever South Africa (Pty) Ltd

BEAUTY SERVICES

Yisu Beauty (Pty) Ltd

PHARMACEUTICALS

Adcock Ingram Limited

Ascendis Health Limited

AstraZeneca Pharmaceuticals (Pty) Ltd

Aspen Pharmacare Holdings Limited

Cipla Limited

Clicks Group Limited

TOBACCO

TOBACCO

British American Tobacco SA

TERTIARY

CYCLICAL SERVICES

EVENTS & CATERING

EQUIPMENT RENTAL

Neon Hive Management

Tents for Africa

Unlimited Events Group

GENERAL RETAILERS

RPB Systems and Services

The Gold Bar

RETAILERS - HARDLINES

Boxer Superstores Limited

Combined Motor Holdings Limited

Jenna Clifford Designs (Pty) Ltd

OK Furniture (a trading division of Shoprite

Checkers (Pty) Ltd)

Quantum Leap Investments

RETAILERS - FMCG

Premier FMCG Ltd

Trade Intelligence

RETAILERS & SOFT GOODS

Ackermans

Mr Price Group Limited

Pepstores (a division of Pepkor Retail Ltd)

TFG Limited

Truworths International Limited

TRADE

IMPORT & EXPORT

ANDE SA

A-Z Trading Corporation cc

Coega Development Corporation

RCS Group

WHOLESALE

Discount Electrical Wholesale cc

Sheq Safety

DISTRIBUTORS

Brutes Air Solutions (Pty) Ltd

SAPPI

LEISURE, ENTERTAINMENT & HOTELS

GAMING

GrandWest Casino and Entertainment World

Peermont Global (Pty) Ltd

The Caledon Casino

Tsogo Sun Emonti (Pty) Ltd t/a Hemingways Casino

Tsogo Sun Holdings Limited

HOME ENTERTAINMENT

South African Music Rights Organisation

HOTELS

City Lodge Hotel Group

Park Inn by Radisson Polokwane

Sun International Limited

TRAVEL & RELATED SERVICES

Beachcomber Marketing (Pty) Ltd

Gooderson Leisure Corporation Limited

MSC Cruises

Thompsons Corporate Travel

Travel With Flair (Pty) Ltd

RESTAURANTS & PUBS

Famous Brands Limited

Ocean Basket

Restaurant Association of South Africa

Spur Corporation

TOURISM BODIES

Northern Cape Tourism Authority

Table Mountain Aerial Cableway (Pty) Ltd

Trade and Investment KwaZulu-Natal

MEDIA &

PHOTOGRAPHY

BROADCASTING CONTRACTORS

Africa on Air (Pty) Ltd

African Media Entertainment Limited

East Coast Radio (Pty) Ltd

MultiChoice Group Ltd.

Sentech (SOC) Limited

South African Broadcasting Corporation

Limited (SABC)

xfm limited

CABLE & SATELLITE

Multichoice South Africa (Pty) Ltd

Supersport International (Pty) Ltd

MEDIA GROUPS

Naspers Limited

Novus Holdings Limited

MEDIA AGENCIES

Ad Outpost (Pty) Ltd

Adbot

Adcorp

Alliance Media South Africa (Pty) Ltd

Atmosphere Communications cc

Bloom Marketing cc

Off Limit Communications CC

Saatchi & Saatchi (Pty) Ltd

SAIL Rights Commercialisation (Pty) Ltd

Sherbet Agency

Soul City Institute

ADVERTISING

Ogilvy & Mather South Africa

Joe Public (Pty) Ltd

Wunderman Thompson

SUPPORT SERVICES

FOOD SERVICES

Bidfood (Pty) Ltd

Empact Group

Feedem Group (Pty) Ltd

Nestle

LEGAL SERVICES

Adams & Adams

AMS Attorneys

Banda Mupeti Attorneys

Cheadle Thompson and Haysom Inc

HJV Attorneys

Law for all

Legator McKenna Inc

LNP Attorneys

Mashobane Advisory Services

Masina Attorneys Inc.

TS Legal Services

Umqhele legal Consultants

Webber Wentzel

EXHIBITION & CONFERENCE FACILITIES

Cape Town International Convention Centre Company (Pty) Ltd

Durban ICC SOC Limited

Johannesburg Expo Centre (JEC)

Reed Exhibitions rebranded to RX Africa.

MANAGEMENT CONSULTING

PRP Solutions (Pty) Ltd

Vuma Reputation Management

VERIFICATION AGENCIES

Ardent Business Partners (Pty) Ltd

HoneyComb Noble Bee Advisory

BUSINESS SUPPORT SERVICES

Achievement Awards Group (Pty) Ltd

Adcorp Group

Advance Call (Pty) Ltd

Aegis Outsourcing South Africa (Pty) Ltd

Afrika Tikkun Services

Afrizan People Intelligence

Akhile Management Consulting

Armstrong Appointments

Aspirata

At Play Interactive Talent

AVTS Roadworthy Stations (Pty) Ltd

CareerBox

Caroway Financial Services

Citizen Surveys (Pty) Ltd

Colab Training Solutions

CSG Holdings Limited

Curro Holdings

Educor Holdings Limited

Executive Underwriting Managers

Fetola

FluidRock Governance Group

ICAS Southern Africa

Inhance

Institute of Directors Southern Africa

KLM Empowered

KPH Quantity Surveyors (Pty) Ltd

Lungile Mtiya & Associates

Magethi Industrial Psychology Services

Maisha Social Solutions

Masego Consulting

MMC Business Solutions

Ngubane

Nielsen South Africa (Pty) Ltd

Niya Consulting

NXT Marketing

Primeserv Group Limited

Shift Impact

SHL

SystemicLogic Group

Take Note IT (Pty) Ltd

Torque Solutions

The Particle Group

Tracker Connect (Pty) Ltd

Tshimologo Executive Group cc

VHG HR & Payroll Consulting

Yanda Consulting

Zeda Car Leasing

Ziyana Business Consulting and Training ( Pty) Ltd

IT SERVICES AND IT CONSULTING

Netstar (Pty) Ltd

Bizmod Consulting

Cynoteck Technology Solutions

Freightmore

Legends IT (Pty) Ltd

Neo Technologies

WeThinkCode_

Wipro Technologies South Africa

EMPLOYMENT AGENCIES

Adcorp Holdings Limited

CallForce Outsourcing Specialists

Workforce Holdings

Merchants SA

CONTRACT CLEANERS & HYGIENE SERVICES

Bidvest Services (Pty) Ltd

Masana Hygiene Services cc

Masie wa Mphela Trading and Projects

Moloele Trading (Pty) Ltd

Neledzi Services (Pty) Ltd

Servest SA

SECURITY & ALARM SERVICES

Bidvest Protea Coin (Pty) Ltd

Command Security Services SA (Pty) Ltd

Excellerate Services (Pty) Ltd

PROFESSIONAL SERVICES

Ardent Business Partners (Pty) Ltd

Bidvest Services

Turner & Townsend (Pty) Ltd

AIRLINES & AIRPORTS, AIR CHARTER

Airports Company South Africa (SOC) Limited

South African Civil Aviation Authority (SACAA)

RAIL, ROAD & FREIGHT

Bidvest SACD Freight

Boitshoko Road Surfacing and Civil Works cc

Crusade Logistics

Imperial Logistics SA Group (Pty) Ltd

Kopano Bus Service CC

Passenger Rail Agency of South Africa (PRASA)

Santova Limited

Transnet Freight Rail

Transnet SOC Limited

COURIER SERVICES

DHL Express Africa

FedEx Express South Africa (Pty) Ltd

TNT Express

SHIPPING & PORTS

AMSOL (Pty) Ltd

Grindrod limited

Maersk South Africa (Pty) Ltd

Toll Global Forwarding (SA) (Pty) Ltd

NON-CYCLICAL SERVICES

FOOD & DRUG RETAILERS

FOOD & DRUG RETAILERS

Pepkor limited

Pick n Pay Stores Limited

Shoprite Holdings Limited

Spar Group Limited

Woolworths Holdings Limited

UTILITIES

POWER & WATER

ELECTRICITY SUPPLY & DISTRIBUTION

BioTherm Energy

Solar Capital (Pty) Ltd

Enel Green Power

Eskom Holdings SOC Ltd

Pele Green Energy

POSTAL SERVICE COMPANY

WATER SUPPLY & DISTRIBUTION

Mhlathuze Water

Rand Water

Umgeni Water

ALTERNATIVE ELECTRICITY

Matleng Energy Solutions

FINANCIALS

FINANCIAL SERVICES

Kula Partners (Pty) Ltd

Kumyolz Investments

National Debt Advisors

Next 176 (Old Mutual)

Nexus Forensic Services

RCS Group

BANKS

ABSA Bank LImited

African Bank Investments Limited

Capitec Bank Limited

Development Bank of Southern Africa (DBSA)

Firstrand Bank Limited

Grindrod Bank Limited

Nedbank Group Limited

South African Reserve Bank (SARB)

Standard Bank

Zambia National Commercial Bank Plc

INSURANCE

INSURANCE BROKERS

Lion of Africa Insurance Company Limited

Metrosure Insurance Brokers (Pty) Ltd

Nautical Underwriting Managers

SHA Risk Specialists

Shomang Brokers Group

INSURANCE NON-LIFE

Assupol Life

Credit Guarantee Insurance Corporation of Africa Limited

Old Mutual Insure Limited

Santam Limited

The Hollard Insurance Company Ltd

OTHER INSURANCE

Aon SA

CAMAF Medical Scheme

Elite Risk Management

MiWay Insurance

MUA Insurance Acceptances (Pty)

Rand Mutual Assurance Company Limited

LIFE ASSURANCE

LIFE ASSURANCE

Clientèle Life (IFA Division)

Liberty Group Limited

MMI Holdings Limited

Old Mutual Life Assurance Company South Africa

Sanlam Limited

INVESTMENT COMPANIES

INVESTMENT COMPANIES

African Equity Empowerment Investments

E-squaredE Squared Investments

Grand Parade Investments Limited

Growthpoint Properties Limited

Investec Limited

JSE Limited

Rand Merchant Insurance Holdings Limited

Transpaco Limited

VEA Group

Vunani Fund Managers

HOLDING COMPANIES

EOH Holdings Limited

Remgro Limited

Royal Bafokeng Holdings (Pty) Ltd

Hlayisani Capital

REAL ESTATE

REAL ESTATE HOLDING & DEVELOPMENT

Aquila Projects (Pty) Ltd

Attacq Limited

Eris Property Group (Pty) Ltd

Fortress Income Fund Limited

Growthpoint Properties Limited

Hyprop Investment Limited

Idwala Property Group

JLL SA

Multineed

New Dawn Property Group

Old Mutual Property

Octodec Investment Limited

Pareto Limited

Re/Max (LIVE)

SA Corporate Real Estate Limited

Transcendence Developments

SPECIALITY & OTHER FINANCE

ASSET MANAGERS

African Dawn Capital Limited

Coronation Fund Managers Limited

PSG Group Limited

Sygnia Limited

CONSUMER FINANCE

Experian South Africa (Pty) Ltd

Nedbank Card

Wesbank

INVESTMENT BANKS

Investec Bank Limited

MORTGAGE FINANCE

Conduit Capital Limited

ACCOUNTING & CONSULTING

AKM & Associates

Auditor-General South Africa

BDO South Africa

Chartered Institute of Audit Governance, Oversight and Leadership (Southern Africa) t/a CIAGOL SA

CN Outsourced Finance

Deloitte

Ernst & Young Advisory Service

Fezi Auditors & Consultants

Flair Accounting Services

KPMG South Africa (Pty) Ltd

Kesho Chartered Accountants

Mazars (Pty) Ltd

MGI RAS

Motlanalo Chartered Accountants and Auditors Incorporated

Nexia SAB&T

PKF South Africa

PWC South Africa

Rae & Associates

SNG Grant Thornton

OTHER FINANCIAL

Industrial Development Corporation of South Africa

Limited (IDC)

Vunani Property Fund

INFORMATION TECHNOLOGY

INFORMATION TECHNOLOGY

Ascend Group

Liquid Telecommunications South Africa Pty Ltd

Microsoft

Uber

COMPUTER HARDWARE

Dell Computer (Pty) Ltd

Mustek Limited

Rectron (Pty) Ltd

Tarsus Technology Group (Pty) Ltd

TELECOMS EQUIPMENT

Allied Electronics Corporation Limited

FTTx and Energy Warehouse

COMPUTER SERVICES

Adapt IT Holdings Limited

CA Southern Africa (Pty) Ltd

CEOS Technologies

Mustek Limited

Vukani Technologies (Pty) Ltd

Dimension Data (Pty) Ltd

INTERNET

BCX Wireless Solutions

MTN Business Solutions (Pty) Ltd

SOFTWARE

FASBUILT

Johnbak Solutions

Mint Group

React 24

SprintHive

Troye Interactive Solutions (Pty) Ltd

Universal Knowledge Software (Pty) Ltd

STS Holdings

WIRELESS TELECOM SERVICES

Cell C (Pty) Ltd

MTN Group Limited

Vodacom Group Limited

Telkom SA SOC Limited

TELECOMMUNICATIONS SOLUTIONS

Altron TMT SA Group (Pty) Ltd

Blue Label Telecoms Limited

Take Note IT

Vox Telecommunications (Pty) Ltd

XLink Communications

LOGISTIC SOLUTIONS

Mikvut Transport and Property Maintenance

PUBLIC SECTOR GOVERNMENT ORGANISATIONS

LOCAL GOVERNMENT AGENCIES & BODIES

City of Joburg Property Company (Pty) Ltd

Coega Development Corporation (Pty) Ltd

East London Industrial Development Zone (Pty) Ltd

Eastern Cape Gambling & Betting Board

Johannesburg Development Agency (Pty) Ltd

Johannesburg Housing Company NPS

Johannesburg Roads Agency (Pty) Ltd

Maluti-A-Phofung Special Economic Zone

Mandela Bay Development Agency

Nelson Mandela Metropolitan Art Museum

Ntinga O.R. Tambo Development Agency

NATIONAL GOVERNMENT DEPARTMENTS

Civilian Secretariat for Police Service (CSPS)

Department of Agriculture, Land Reform and Rural Development (DALRRD)

Department of Basic Education (DBE)

Department of Communications and Digital Technologies (DCDT)

Department of Cooperative Governance (DCoG)

Department of Correctional Services (DCS)

Department of Defence (DoD)

Department of Employment and Labour (DEL)

Department of Forestry, Fisheries and the Environment (DFFE)

Department of Health (DoH)

Department of Higher Education and Training (DHET)

Department of Home Affairs (DHA)

Department of Human Settlements (DHS)

Department of International Relations and Cooperation (DIRCO)

Department of Justice and Constitutional Development (DoJ&CD)

Department of Military Veterans (DMV)

Department of Mineral Resources and Energy (DMRE)

Department of Planning, Monitoring and Evaluation (DPME)

Department of Police (SAPS)

Department of Public Enterprises (DPE)

Department of Public Service and Administration (DPSA)

Department of Public Works and Infrastructure (DPWI)

Department of Science and Innovation (DSI)

Department of Small Business Development (DSBD)

Department of Social Development (DSD)

Department of Sport, Arts and Culture (DSAC)

Department of Tourism (DT)

Department of Trade, Industry and Competition (the dtic)

Department of Traditional Affairs (DTA)

Department of Transport (DOT)

Department of Water and Sanitation (DWS)

Department of Women, Youth and Persons with Disabilities (DWYPD)

National Treasury

NATIONAL GOVERNMENT AGENCIES

Agrement SA (Pty) Ltd

Agricultural Research Council (ARC)

Brand South Africa

Central Energy Fund (SOC) Ltd

Centre for Public Service Innovation (CPSI)

Construction Industry Development Board

Council for Geoscience

Council for Medical Schemes

Cross-Border Road Transport Agency (C-BRTA)

Export Credit Insurance Corporation of South Africa (Ltd)

Financial and Fiscal Commission

Financial Services Board (FSB)

Freedom Park Trust

Government Communication and Information System (GCIS)

Government Employees Medical Scheme (GEMS)

Government Employees Pension Fund (GEPF)

Government Pension Administration Agency

Health Professions Council of South Africa

Human Sciences Research Council (HSRC)

Independent Communications Authority of South Africa (ICASA)

Independent Development Trust

Independent Electoral Commission (IEC)

Independent Police Investigative Directorate (IPID)

Independent Regulatory Board for Auditors (IRBA)

International Trade Administration Commission of South Africa - ITAC

Ithemba Labs

Land Claims Court (LCC)

Media Development and Diversity Agency (MDDA)

Medical Research Council

National Agricultural Marketing Council

National Agricultural Marketing Council

National Arts Council of South Africa (NACSA)

National Consumer Commission (The)

National Council of Provinces (NCOP)

National Development Agency (NDA)

National Economic Development and Labour Council (NEDLAC)

National Electronic Media Institute of South Africa (NEMISA)

National Empowerment Fund

National Energy Regulator of South Africa (NERSA)

National Film & Video Foundation

National Heritage Council of South Africa

National Home Builders Registration Council (NHBRC)

National Housing Finance Corporation (NHFC)

National Institute for Humanities and Social Sciences

National Institute for Occupational Health

National Library of South Africa

National Lotteries Board

National Lotteries Commission

National School Of Government

National Student Financial Aid Scheme (NSFAS)

National Youth Development Agency (NYDA)

Northern Flagship Institution

Pan South African Language Board (PANSALB)

Petroleum Agency SA (Pty) Ltd

Private Security Industry Regulatory Authority (PSIRA)

Productivity SA

Public Investment Corporation (PIC)

Public Protector South Africa

Public Service Commission

Railway Safety Regulator

Sasria SOC Ltd

SITA (Pty) Ltd (State Information

Technology Agency)

Small Enterprise Development Agency (SEDA)

Small Enterprise Finance Agency (SOC) Ltd

South African Astronomical Observatory (Pty) Ltd

South African Bureau of Standards (SABS)

South African Cities Network

South African Council for Educators (SACE)

South African Forestry Company Ltd (Safcol)

South African Library for the Blind

South African Local Government Association (SALGA)

South African Maritime Safety Authority (SAMSA)

South African Medical Research Council

South African National Biodiversity Institute (SANBI)

South African National Energy Development Institute (SANEDI)

South African Nuclear Energy Corporation (NECSA)

South African Special Risk Insurance Association (Sasria SOC Limited)

South African Weather Service (SAWS)

State Information Technology Agency (Pty) Ltd (SITA)

State Security Agency (SSA)

Statistics South Africa (Stats SA)

Technology & Human Resources for Industry Programmes (THRIP)

The Competition Commission

The Competition Tribunal

The Estate Agency Affairs Board

Development (NEPAD)

The South African National Roads Agency (SANRAL)

The South African Nuclear Energy Corporation SOC Limited (NECSA)

Town Development Building and Construction Agency

NON-GOVERNMENT ORGANISATIONS

FOUNDATIONS

Dell Development Fund

Financial Sector Transformation Council

Good Work Foundation

Naspers Labs

National Film and Video Foundation

National Research Foundation

Road Accident Fund

Small Enterprise Foundation

Telkom Foundation

The Unlimited Child

Tshepiso Mokoena Foundation (TMF)

Vodacom Foundation

Zenex Foundation

COMPANIES & ORGANISATIONS

Africa Bio

Business Against Crime South Africa

Business Unity South Africa (Busa)

Cape Chamber of Commerce and Industry

Centre For Early Childhood Development Npc

Cotlands

Durban KwaZulu-Natal Convention Bureau

Federated Hospitality Association of South Africa

Independent Examination Board

Independent Municipal & Allied Trade Union - Imatu

Mimi Women

National Arts Council of South Africa

National Association of Child Care Workers

National Gambling Board

National Home Builders Registration Council

National Small Business Chamber

Nelson Mandela Bay Science and Technology Center

Nelson Mandela Institute for Education and Rural Development

Ntataise ECD Network

Ombudsman for Banking Services

Potatoes SA

Public Servants Association of South Africa

Seda Ethekwini

Siyabonga Africa

Sonke Gender Justice Network

South African Association of Veterinary Technologists

South African Institute for Entrepreneurship

South African Institute of Black Property

Practitioners - SAIBPP

South African Institute of Race Relations

South African Property Owners Association

Tshimologo Executive Group

World Wildlife Fund South Africa (WWF SA)

UNIVERSITIES

Nelson Mandela Metropolitan University

North-West University

Rhodes University

Sefako Makgatho Health Sciences University

Sol Plaatje University

University of Cape Town

University of Fort Hare

University of Johannesburg

University of KwaZulu-Natal

University of Limpopo

University of Mpumalanga

University of Pretoria

University of South Africa (UNISA)

University of Stellenbosch

University of the Free State

University of the Western Cape

University of the Witwatersrand

University of Venda

University of Zululand

GRADUATE SCHOOLS

Henley Business School

IMM Graduate School of Marketing

Milpark Business School (Pty) Ltd

Regent Business School

UNISA Graduate School of Business Leadership

University of South Africa Graduate School of Business Leadership (UNISA SBL)

University of Stellenbosch Business School (USB)

Wits Business School

COLLEGES

AAA School of Advertising

Africa Skills Training College

Boland TVET College

Buffalo City TVET College

Capricorn TVET College

Central Johannesburg TVET College

Coastal TVET College

College of Cape Town for TVET

Eastcape Midlands TVET College

Ehlanzeni TVET College

Ekurhuleni East TVET College

Ekurhuleni West TVET College

Elangeni TVET College

Esayidi TVET College

False Bay TVET College

Flavius Mareka TVET College

Gert Sibande TVET College

Gauteng City College

Ikhala TVET College

Ingwe TVET College

King Hintsa TVET College

King Sabata Dalindyebo TVET College

Lephalale TVET College

Letaba TVET College

Lovedale TVET College

Majuba TVET College

Maluti TVET College

Mnambithi TVET College

Mopani South TVET College

Motheo TVET College

Mthashana TVET College

Nkangala TVET College

Northern Cape Rural TVET College

Northern Cape Urban TVET College

Northlink TVET College

Orbit TVET College

Port Elizabeth TVET College

Sedibeng TVET College

Sekhukhune TVET College

South Cape TVET College

South West Gauteng TVET College

Taletso TVET College

Thekwini TVET College

Tshwane North TVET College

Tshwane South TVET College

The Colleges of Medicine South Africa

Umfolozi TVET College

Umgungundlovu TVET College

Vhembe TVET College

Vuselela TVET College

Waterberg TVET College

West Coast TVET College

Western College for TVET

SETAS

Agricultural Sector Education and Training

Authority (AgriSETA)

Banking Sector Education and Training Authority (BANKSETA)

Chemical Industries Education and Training

Authority (CHIETA)

Construction Education and Training

Authority (CETA)

Culture, Arts, Tourism, Hospitality and Sport Sector

Education and Training Authority (CATHSSETA)

Education, Training and Development Practices

Sector Education and Training Authority (ETDP SETA)

Energy and Water Sector Education and Training Authority (EWSETA)

Fibre Processing and Manufacturing Sector

Education and Training Authority (FP&M SETA)

Finance and Accounting Services Sector Education and Training Authority (Fasset)

Food and Beverage Manufacturing Industry Sector

Education and Training Authority (FoodBev SETA)

Health and Welfare Sector Education and Training Authority (HWSETA)

Insurance Sector Education and Training Authority (Inseta)

Local Government Sector Education and Training Authority (LGSETA)

Manufacturing, Engineering and Related Services

Sector Education and Training Authority (merSETA)

Media, Information and Communication Technologies Sector Education and Training Authority (MICT SETA)

Public Service Sector Education and Training Authority (PSETA)

Safety and Security Sector Education and Training Authority (SASSETA)

Services Sector Education and Training

Authority (SSETA)

Transport Education Training Authority (TETA)

Wholesale and Retail Sector Education and Training Authority (W&RSETA)