SUCCESSFULLY LEADING BUSINESS
TOP WOMEN – SUCCESSFULLY LEADING BUSINESS
10 TRENDS ROLE MODELS|ENTREPRENEURSHIP|FUNDING
2012/2013 9th EDITION 9th EDITION
It has been referred to as the ‘bible of commerce’ by leading industry champions. The annual publication is an invaluable business-to-business trade reference, both locally and internationally. The 13th edition of Top Performing Companies celebrates the best in business. www.topperforming.co.za
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Gold Sponsor
Bronze Sponsors
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2012/07/24 3:49 PM
An Overview of Brand South Africa. Brand South Africa was established in August 2002 to help create a positive, compelling and consolidated image for South Africa. There are many benefits to having a consolidated brand image, with the most important being that a consistent Brand South Africa message creates strategic advantages in terms of trade and tourism for the country in an increasingly competitive marketplace. The primary mandate of the Brand South Africa is to build South Africa’s nation brand reputation in order to improve South Africa’s global competitiveness. • To develop and articulate the Value Proposition and positioning that will drive the long–term reputation of Brand South Africa. • To build pride and patriotism amongst South Africans with the aim of uniting the nation by encouraging all South Africans to live the Nation Brand, and in so doing, define a South Africanness • The ultimate aim is to increase South Africa’s global competitiveness by developing symbiotic partnerships with all stakeholders (government, business, labour and civil society) who deliver on (and are able to leverage) the Nation Brand and aligning them to enhance South Africa’s reputation. Brand South Africa’s international campaigns focus on the needs of investors in South Africa, exporters and global South Africans. For investors, Brand South Africa aims to increase familiarity and knowledge of South Africa as a viable, world class and profitable business destination in targeted international trade, investment and tourism markets in line with the Department of Trade & Industry, Department of International Relations & Cooperation and SA Tourism strategies.
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Investment missions are undertaken to target countries where investors and the media are engaged with the Brand South Africa messaging. Export missions promote South Africa’s export industries (clusters) in line with Trade and Industry South Africa’s (TISA) export strategy. Global South Africans are influential, well-placed South Africans abroad. Brand South Africa aims to mobilise the global South African network behind a programme of investment recruitment, skills identification, mentoring, skills transfer, study exchange and work experience initiatives. Brand South Africa also engages with the global media, through projects such as MediaClubSouthAfrica and the Council’s sponsorship of the International Media Forum. Domestic Mobilisation Domestically, our aim is to build and sustain national pride and patriotism. This is achieved through a number of projects such as the Movement for Good, the active citizenship campaign – Play Your Part, southafrica.info and support to the campaigns of the Department of Arts & Culture and the Department of Sport & Recreation. South Africa. Your African growth story starts here.
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TW FOREWORD | STANDARD BANK
Shirley Zinn Deputy Head of Human Resources for the Standard Bank Group advises young women in business – keep learning every day; ask questions; and remain curious.
Standard Bank is honoured to again partner with Top Women, South Africa’s premier publication profiling top women and gender empowered organisations. I was privileged to win the Top Women Award in 2008. Winning this prestigious award afforded me many opportunities. Firstly, it gave me the confidence to appear on various platforms – from schools and universities to boardrooms and community halls – where I used the opportunity to advance the transformation and gender equality agenda. Secondly, it has provided me with the motivation to challenge the conventional wisdom about gender and the roles of women in society, and to firmly drive the philosophy of equality enshrined in our constitution. When speaking to the youth at schools and universities, especially young women who typically have more gender barriers to overcome than young men, I have a few key messages:
"You create your own boundaries and define your limitations. This is true as much for your personal relationships as for your career path. Dream, then work relentlessly to achieve that dream."
• Don’t sell your gender short. Young women are as competent and as able to achieve success in the boardroom as they are in the home. Choose your craft and excel – benchmark yourself against the best in the world. • You create your own boundaries and define your limitations. This is true as much for your personal relationships as for your career path. Dream, then work relentlessly to achieve that dream. • Formal education is very important but education doesn’t stop the day you finish your schooling. Keep learning every day. Ask questions. Remain curious.
• Learn to communicate properly. Even in the social media age where MXit and text messaging rule, learn to use correct grammar, how to talk publically, and how to express yourself eloquently in the written and spoken word. Words are powerful and accurate and expressive language use is one of the key competencies of a successful individual. We often allow our perceptions of what people are capable of to colour our opinions of them. We need to challenge ourselves to look beyond those perceptions.
“Women often bring different skills to the organisation that are as important as the skills men bring.” For example, in the banking industry, Standard Bank recognises the need to change the perception that women need to act and think ‘like men’ to succeed in banking. The truth is, women often bring different skills to the organisation that are as important as the skills men bring. The global push to recruit women into key positions at Standard Bank Group has seen excellent progress thus far. Our strength, not just as an organisation but in South Africa more broadly, lies in our diversity of action and thinking. I congratulate Top Women on another superb edition. Shirley Zinn Deputy Head, Human Resources, Standard Bank Group and Head, Human Resources, Standard Bank South Africa
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CONTENTS
32
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65 FRONT MATTER 2 6 7 8 9 18
Foreword: Shirley Zinn – Standard Bank Contributors A-Z Listing of Featured Companies Research Criteria Company Index by Sector Briefing: News, books and reviews
MESSAGES 5 6
Publisher Editor
TRENDS OF 2012
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Trend 1: Women are connected Gavin du Venage
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Trend 2: Women are moving onto boards Gavin du Venage
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Trend 3: African women feed the continent Gavin du Venage
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Trend 4: Women are role models Babalwa Mkobeni
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Trend 5: Women own businesses Shaheema Albertyn-Burton
53
Trend 6: Women are accessing funding Shaheema Albertyn-Burton
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Trend 7: Women are green Madeleine Barnard
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Trend 8: Government wears a skirt Madeleine Barnard
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Trend 9: Women are mining Gavin du Venage
91
Trend 10: Women are getting hard skills Shouneez Khan
LEADERSHIP 78
Leadership – It’s all in your head Tara Lerner
84
Make yourself heard Monique Rissen-Harrisberg
TOP WOMEN AWARDS 122
Celebrating gender empowerment
SPONSORS
Gold Sponsor
Bronze Sponsors
2012/07/24 4:05 PM
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jennaclifford.com Morningside Sandton (011) 523 6600 Lynnwood Bridge (012) 368 1490 Cedar Square (086) 111 1265
Top Woman and Business Blue.pdf
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bespoke design. superior craftsmanship
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PUBLISHER'S LETTER & CREDITS | TW
CREDITS Chairman Richard Fletcher Publisher Karla Fletcher Editor Sarah Bullen editor@topco.co.za
PUBLISHER'S LETTER
Deputy Editor Shaheema Albertyn-Burton shaheema.albertyn@topco.co.za Head Designer Jayne Macé Designers Kyle Collison Jess Novotná Project Manager Judy Twaambo-Chileshe judy.chileshe@topco.co.za Brand Manager Babalwa Mkobeni babalwa.mkobeni@topco.co.z Senior Business Developers Lee-Ann Arendse Michele Benjamin Kyle Gray Traffic Coordinator Raeesah McLeod Webmaster Gaywin Walters Research Amirah Esau Lemeez Henry Distribution & Subscriptions Ingrid Johnstone Ursula Davids Financial Manager Haley Fletcher Images Shutterstock/ Gallo Images/ Financial Mail/ Robert Tshabalala Printers Paarl Media Contact Details Topco Media South Africa Bree Street Studios, 17 New Church Street, 2nd Floor, Cape Town 8001 PO Box 16476, Vlaeberg 8018 Tel: 086 000 9590 Fax: +27 (0)21 423 7876 Email: info@topco.co.za Website: www.topco.co.za | www.businesswomen.co.za Disclaimer All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without the prior written consent of Topco Media (Pty) Ltd Reg. No. 2007/002190/07. While every care has been taken when compiling this publication, the publishers, editor and contributors accept no responsibility for any consequences arising from any errors or omissions. ISBN: 978-0-620-54126-8
find that being exposed to inspirational leaders – whether they are women, men, local or international – is the equivalent to receiving a Vitamin B shot. They sweep me along and lift me to new heights. It makes me realise that these people who rise above the crowd and stand out as leaders have faced it all, have fought the battle and pushed through the tide. They have come out stronger for themselves – but more importantly they have won an intangible gift – inspiration – for people who cross their paths. When I think of women who have inspired me I think of leaders who have the ability to share and part with their inspiration; those who mentor, develop and empower women from grassroots to boardroom or parliamentary level. This publication embodies the subject of empowerment. Through my experience and the women I have had the privilege of meeting, I find that even leaders have their own source of inspiration, and it very often comes from women in communities or entrepreneurs who have, with nothing, created a belief system that inspires others to join and collaborate with them to make success. Next year we embark on a 10 year celebration of Top Women. Later this year we will take the success stories we have found in compiling this magazine and put together a special edition of SA’s Top 100 Women Leaders and the organisations they run. I would like to thank my team and our supporters for making this publication the great success it has turned out to be. You have to look at leadership through the eyes of the followers and you have to live the message. What I have learned is that people become motivated when you guide them to the source of their own power and when you make heroes out of employees who personify what you want to see in the organisation. Anita Roddick (1942-2007), entrepreneur and founder of The Body Shop
Karla Fletcher Publisher
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TW | EDITOR'S LETTER & CONTRIBUTORS
CONTRIBUTORS Babalwa Mkobeni
EDITOR'S LETTER hat does it mean to be a top woman? Reading through this publication you will get a sense of the complex roles of women who straddle large corporate jobs and the challenges of running a family. Yes, big-name international corporate leaders like Google’s Marissa Mayer are internationally recognised and rewarded for their work. They are inspiring and successful. But there is also a success-to-challenge ratio that makes South African women just so much more remarkable. South Africans are made of a far more layered mix of success and struggle. Leaders like Patricia de Lille who has marched on the streets countless times making her voice heard. Like Mineral Resources Minister Susan Shabangu, who has spent most of her youth as an activist before turning politician. I bet she could tell a story or two about making tough choices. These are two of the women we have profiled in our ‘trends issue’. These are the 10 trends that our research team has identified as shaping the world that women work in. If you want a fascinating read on leadership, and how women’s brains differ from men’s (hint they are bigger) then read our "It’s all in your head" feature on page 78. We have profiled and found a lot of incredibly powerful and inspiring women in business and the public sector this issue. There are top women all around and I often have a sneaking suspicion that many top women are the hidden support of our society. They are quieter and gentler than the headline acts that we all aspire to, but no less powerful. My son’s headmistress is a woman. So is his teacher. They tell the next generation to do simple but powerful things like “do the right thing, even if it’s hard” (my mother used to phrase it a bit differently, she would say, ‘tell me the truth or you will get a klap’!) Good teachers show children a respect, discipline and a love of learning. We have a generation of children who grow up in dire circumstances whose teachers sometimes form the primary (and only) role models that they can look up to. Top women are all over the place. Sarah Bullen Group Editor
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Babalwa has worked on the Top Women brand for the past two years and is passionate about the empowerment of women and developing the brand. Her core focus is on partnerships, as she believes it forms the strength of the brand and is the cornerstone of its success.
Gavin du Venage A Western Cape-based business writer, Gavin specialises in commodities, mining and energy. He wrote our trends overviews.
Madeleine Barnard Madeleine studied languages and journalism at Stellenbosch University, and worked as a public relations officer and corporate communications consultant before going freelance as a journalist, copywriter and singer/songwriter. She has published a book, Cape Town Stories, and is currently recording her second album.
Shaheema Albertyn-Burton With a Marketing degree and a soon-to-be MBA tucked under her belt, she works as an editor profiling the strides women have made in industry and government and finds their successes a great inspiration. When not applying herself to work, she enjoys the creativity of designing dresses, blogging and has visions of writing her own book.
Shouneez Khan Shouneez has a BA degree in English & Communication Sciences. In her spare time, she keeps herself busy with her great loves: writing and reading classic English novels. She has strong opinions on politics and voices them through her writing.
Tara Lerner Tara studied business at the University of Calgary (Canada), and has worked as a copywriter, advertising executive and public relations officer before going out on her own as a freelance journalist. As owner and founder of green tara, she is also an entrepreneur making a difference in the world by making products that promote sustainable living.
A-Z LISTING | TW
A-Z LISTING OF FEATURED CLIENTS
A
Airports Company South Africa.............................................. 104, 114 Anglo Platinum............................. 68 AstraZeneca Pharmaceuticals........ 102
B
Brand SA........................................ IFC Busby House.................................. 22
C
CAP Chartered Accountants......... 111
D
Department of Health................... 105 Department of International Relations and Cooperation............ 60 Discovery Holdings....................... 98 Distell............................................. 28
E
Educor............................................ 116 Eskom............................................ 43, 88 EXP Agency................................... 99
F
Foskor............................................ 38
G
General Electric SA........................ 108 Gold Fields..................................... 76 Great Basin Gold........................... 73
J
Jenna Clifford Designs................... 4
M
Metropolitan Holdings.................. 24 Multichoice.................................... 106
N
National Home Builders Registration Council...................... 118
P
Petroleum Agency SA.................... 97 Pfizer Laboratories......................... 100, IBC Public Investment Corporation................................... 86
S
Siemens SA.................................... 112 Standard Bank............................... 2, 48
T
T&T Appointments....................... 115 The Department of Trade & Industry........................... 56
V
Village Main Reef........................... 74
W
Wiphold......................................... 30
H
Hi Tech Transformer Maintenance.................................. 110
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TW | RESEARCH CRITERIA
CRITERIA
RESEARCH CRITERIA
FINANCIAL INFORMATION • Turnover • Years of operation HUMAN RESOURCES Criteria according to which companies are evaluated in this particular field are grouped into black female and total female representation OWNERSHIP • Percentage of black female ownership • Percentage of total female ownership
op Women (TW), an annual B2B publication has positioned itself as the leading platform for South Africa’s most successful gender empowered organisations. The publication aims to pay tribute to leaders – male or female – and leading organisations making remarkable contributions to the advancement of gender empowerment in the South African economy. Each year, TW collects data and rates organisations against strict criteria such as, turnover, gender empowerment status, written policies, gender skills development, and gender CSI to name but a few. Our strict research criteria provide a true and independent evaluation, trusted to provide honest data upon which trends can be measured. Companies need to qualify to be listed or profiled in our publication. The objectives for the publication remains constant – to honour demonstrated commitment and achievement, thus encouraging the highest standards of excellence in business. The criteria according to which companies are evaluated can be broadly grouped into two types, namely employment and control criteria on the one hand, and policy criteria on the other. Within the former group, organisations are evaluated in terms of the extent to which women are represented within employment, management and ownership. Specific criteria here include 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, specifically black female and total female representation within a company. The second set of criteria reflects an organisations’ commitment to gender equality and empowerment as evidenced by the existence and nature of company policies. The existence of written policies that are specifically focused at women and are designed to encourage the retention of women in the workplace, and the length of time they have been in place represent the first criteria within the policy sphere. For each of the criteria used to evaluate commitment to gender equity and empowerment, organisations are allocated points depending on their specific performance. In order to be considered, however, organisations must generate a minimum turnover or revenue of R5-million per annum. Criteria are listed below and companies are adjudicated a score of 5, 10, or 15 per criteria point depending on how well they score. Companies are, however, not ranked on the basis of their scores. As our economy continues to grow and prosper, TW will continue to highlight the success, achievements and progress of gender empowerment companies and their people in South Africa.
MANAGEMENT & CONTROL • Percentage of top senior management (positions include: CEO, COO, CFO & other similar positions) • Black female + total female • Percentage of female executive directors • Percentage of female non-executive directors EMPLOYMENT EQUITY • Percentage of employees • Percentage of management (all other management excluding top senior management) POLICIES Written policies – written policies in any of the following areas: - Job share for women only - Preferential procurement - Childcare / crèche facilities - Flexi-hours for women only - HIV / Aids - Extended maternity leave SKILLS DEVELOPMENT • Organisation’s expenditure on skills development as a proportion of total payroll PREFERENTIAL PROCUREMENT • Percentage of total procurement sourced from black-owned and empowered companies ENTERPRISE DEVELOPMENT • Organisation’s expenditure on enterprise development programmes for the last financial year (as a percentage of net profit after tax) • Name notable ED programmes SOCIO-ECONOMIC DEVELOPMENT • Organisation’s expenditure on socio-economic development programmes for the last financial year (as a percentage of net profit after tax) • Name notable SED programmes BROAD-BASED BLACK ECONOMIC EMPOWERMENT SCORECARD • Representation of empowerment level All the information contained through our research will be treated as confidential. No company-specific information will be released or used for any purpose other than the evaluation process without the express consent of the applicant.
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INDEX BY SECTOR | LISTING
SUCCESSFULLY LEADING BUSINESS
Topco Media proudly presents South Africa’s Top Women publication for the year 2012–2013. These companies passed our strict research criteria, and the companies that have chosen to feature themselves are highlighted below in grey.
RESOURCES Resources
Oil & Gas
African Brick Centre Limited
Mining
Oil & Gas – Services
Afrimat Limited
Coal
Orbichem Petrochemicals (Pty) Ltd
Amabamba Fencing (Pty) Ltd Atlas Copco (SA) (Pty) Ltd
Keaton Energy Holdings Limited
Oil & Gas – Integrated
Cobra Watertech (Pty) Ltd
Afric Oil (Pty) Ltd
Distribution and Warehousing Network Limited
Gold Mining
BP Southern Africa (Pty) Ltd
DPI Plastics (Pty) Ltd
AngloGold Ashanti Limited
C & N Petroleum Equipment (Pty) Ltd
Malaka Supplies cc
DRD Gold Limited
Calulo Investments (Pty) Ltd
Massbuild (Pty) Ltd t/a Builders Warehouse, Builders Express, Builders Trade Depot
Motjoli Resources (Pty) Ltd
Gold Fields Limited
pg 76
Central Energy Fund (Pty) Ltd (CEF)
Great Basin Gold
pg 73
Chevron South Africa (Pty) Ltd Econ Oil & Energy (Pty) Ltd
Rand Refinery Limited
Engen Petroleum Limited KZN Oils (Pty) Ltd
Platinum Anglo Platinum Limited
pg 68
Saint Gobain SA (Pty) Ltd Salberg Concrete Products (Pty) Ltd Sephaku Cement (Pty) Ltd Wahl Industries (Pty) Ltd
PetroSA
Aquarius Platinum South Africa (Pty) Ltd
Shell South Africa (Pty) Ltd
Eastern Platinum Limited
Transnet Pipelines – a division of Transnet Limited
House Building Mathote Modula Building Systems (Pty) Ltd Uvuko Civils Maintenance & Construction cc
Impala Platinum Holdings Limited
MANUFACTURING
Heavy Construction
Diamond
Basic Industries
Alexkor Limited
Chemicals
Abakhisi SA (Pty) Ltd
Ekapa Mining (Pty) Ltd
Chemicals – Commodities
Actus Integrated Management (Pty) Ltd
Trans Hex Group Limited
Air Products South Africa (Pty) Ltd Easigas (Pty) Ltd
Other Mineral Extractors & Mines
Fluor South Africa (Pty) Ltd
Ascent Mining Services cc
Freeworld Coatings Limited
Aveng Manufacturing
ICI Dulux (Pty) Ltd
Cape Precious Metals (Pty) Ltd Foskor (Pty) Ltd
pg 38
Chemicals – Advanced Materials Arch Chemicals (Pty) Ltd
KMG Steel Services Centres (Pty) Ltd Kumba Iron Ore Merafe Resources Limited
Chemicals – Speciality
Metorex Limited
Able Construction Chemicals (Pty) Ltd
Palabora Mining Company Limited
AECI Limited
Richards Bay Minerals
African Oxide Limited t/a Afrox Limited
Sallies Limited
Agro-Serve (Pty) Ltd t/a Efekto
Village Main Reef
Dow Southern Africa (Pty) Ltd
pg 74
Sasol Limited
General Mining African Rainbow Minerals Limited
Building & Construction Materials
Anglo American South Africa Limited
Builders Merchants
BHP Billiton South Africa (Pty) Ltd
KLM International Supplies cc
Exxaro Resources Limited
AEL Mining Services African National Cranes cc Aster International South Africa (Pty) Ltd B & W Instrumental and Electrical Limited Basil Read Holdings Limited Boitshoko Road Surfacing cc Bombela Concession Company (Pty) Ltd C & R Contractors KwaZulu cc CC George Properties (Pty) Ltd Concor Holdings (Pty) Ltd Cosira Group Criterion Equipment (Pty) Ltd Edwin Construction (Pty) Ltd ELB Group Limited Fikile Construction (Pty) Ltd G4 Civils (Pty) Ltd Grinaker – LTA Group Five Limited Imbani Projects (Pty) Ltd Kwagga Holdings (Pty) Ltd Motheo Construction Group (Pty) Ltd Murray & Roberts Holdings Limited
Petmin Limited
Building & Construction Materials
Nolitha (Pty) Ltd
Siyanda Resources (Pty) Ltd
Aburec Fencing
Protech Khuthele Holdings Limited
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Upstage Productions cc
Environmental Control
Budget Car and Van Rental – a division of McCarthy Limited
Uwin Iwin Incentives (Pty) Ltd
Bembani Group (Pty) Ltd
Europcar South Africa – a division of Imperial Group Limited
Wisdom Keys Group (Pty) Ltd (WKG)
Collect-a-can
First Car Rental
Enviroserv Waste Management (Pty) Ltd
Kwela Fleet Management cc
Tedcor (Pty) Ltd
Sakhumzi Car Rental (Pty) Ltd
Zibi Environmental
Tempest Car Hire (Pty) Ltd
Funeral & Cemetries
Rail, Road & Freight
Education & Business Training ADvTECH Ltd Altimax Training Academy (Pty) Ltd Amazing Train (Pty) Ltd
Access Freight International (Pty) Ltd
Boikanyo's Funeral Home cc
Astro Technical Solutions (Pty) Ltd t/a Astrotech
Algoa Bus Company (Pty) Ltd
Bytes People Solutions (Pty) Ltd
Contract Cleaners & Hygiene Services
Automobile Association of South Africa (AA)
Health Science Academy (Pty) Ltd
Bidserv (Pty) Ltd
Buscor (Pty) Ltd
Ikhaya Fundisa Techniskills Academy (Pty) Ltd (IFTA)
Masana Hygiene Services cc
Cargocare Freight Services (Pty) Ltd
Ikhwezi Inservice Training Institute
Neledzi Services (Pty) Ltd
Clear Freight (Pty) Ltd
Lebone Mining Supplies Enterprise (Pty) Ltd t/a Lebone Cleaning Services
Rentokil Initial (Pty) Ltd
Comcargo (Pty) Ltd
Margaret Nicol & Associates (Pty) Ltd
RoyalServe Cleaning (Pty) Ltd
Commuter Transport Engineering (Pty) Ltd
Media Works
Servest Hygiene
Courierit SA (Pty) Ltd
Nombeko Training Consultants
Steiner Hygiene (Pty) Ltd
Covenant Logistics cc
Open Trade Training Centre
Ubunye Cleaning Services (Pty) Ltd
DHL Global Forwarding SA (Pty) Ltd DHL Express
Rural Metro Emergency Management Services (Pty) Ltd South African ABET Development Agency (SAASA) T&T Appointments (Pty) Ltd
Expeditors International (SA) (Pty) Ltd
Security & Alarm Services pg 115
Freitan SA (Pty) Ltd
Command Security Services SA (Pty) Ltd
The MBA Training Programme
G4S Secure Solutions SA (Pty) Ltd
Titan Trade Technologies (Pty) Ltd
Hlanganani Protection Services (Pty) Ltd
Vukani Ubantu Community Development Projects
Khayalami Security cc
Globeflight Worldwide Express (SA) (Pty) Ltd Haulcon HFR Schaefer Vervoer (Pty) Ltd Imperial Logistics – a division of Imperial Group
KwaZulu Natal Security Services (Pty) Ltd
Employment Agencies ADA Recruitment cc Adcorp Holdings Limited Affirmative Portfolios Aim Labour Experts (AIM Labour )
Kintetsu World Express South Africa (Pty) Ltd (KWE)
Reshebile Aviation & Protection Services
Lennings Rail Services (Pty) Ltd
Stanley Security Solutions (Pty) Ltd
Lukhanyo Transport & Logistics (Pty) Ltd
The Protea Coin Group
M3 Carriers cc
Trellicor (Pty) Ltd
Manica Africa (Pty) Ltd
Wiseguards Security Services cc
Micor – a division of Super Group Trading (Pty) Ltd
Altitude Workforce Solutions (Pty) Ltd AOC Frontline Solutions (Pty) Ltd Autenmas Placements cc Ayanda Mbanga Communications (Pty) Ltd Busi Ntuli Communications Capacity Outsourcing – a division of Adcorp Fulfilment Services (Pty) Ltd Capital Outsourcing Group (Pty) Ltd Cozens Recruitment Services (Pty) Ltd
Mandate Molefi Human Resource Consultants cc Manpower SA (Pty) Ltd Mashalaba HR Services (Pty) Ltd Masibambane Recruitment (Pty) Ltd Matlejoane Staffing Services cc ME Personnel Consultants (Pty) Ltd Ndawo Consulting (Pty) Ltd Nicolene Di Bartolo Management Appointments (Pty) Ltd NT Ngidi Consulting (Pty) Ltd Paton Personnel (Pty) Ltd Phumelela Business Consultants cc Premier Personnel – a division of Adcorp Staffing Solutions (Pty) Ltd Premium Consulting Professional Assignments Group (PAG) – a division of Kelly Group Ltd Quest Staffing Solutions – a division of Adcorp Fulfilment Services (Pty) Ltd Renwick Talent – a division of The Kelly Group Ltd The Workforce Holdings Limited Tower Group (Pty) Ltd Transman (Pty) Ltd Zenzele Recruitment (Pty) Ltd
Sherwood International – a division of Super Group Trading (Pty) Ltd
EMBA Project Managemnet
Emmanuels Staffing Services – a division of Adcorp Staffing Solutions (Pty) Ltd
Lumka & Associates (Pty) Ltd
Santova Logistics Limited
Develpoment & Engineering Consultants (Pty) Ltd
MSJ Electrical cc
Landelahni Business Leaders (Pty) Ltd – a division of Landelahni Management Services
SACD Freight
Container Conversions (Pty) Ltd
Mahlati Liebetrau (Pty) Ltd
Khetha Staffing Services (Pty) Ltd
Roadwing (Pty) Ltd
Bravura Consulting
Drake Personnel South Africa (Pty) Ltd
Kelly Group Limited
Race Couriers (Pty) Ltd t/a Cape Couriers
Bham Tayob Khan Matunda Cape Town Inc.
LDM Quantity Surveyors (DBN Incorporated)
Isilumko Staffing (Pty) Ltd
Passenger Rail Agency of South Africa (PRASA)
Baitseanape Technologies (Pty) Ltd
DAV Professional Placement Group – a division of Adcorp Fulfillment Services (Pty) Ltd
Fempower – a division of Workforce Group Holdings (Pty) Ltd
Mcwaba Logistics (Pty) Ltd
Professional Services
Siyaduma Auto Ferriers (Pty) Ltd Supaswift (Pty) Ltd (ty) Ltd t/a Fedex Super Group Limited Table Bay Cold Storage (Pty) Ltd
NAP Designs cc
The Laser Transport Group (Pty) Ltd
Ngonyama Okpanum & Associates cc
Thulihaul (Pty) Ltd
Phenomenal Group (Pty) Ltd
TNT Express Worldwide (South Africa) (Pty) Ltd
Rendals Four Conulting cc
Tolcon Lehumo (Pty) Ltd
X-pert Group (Pty) Ltd t/a All About Expert (Pty) Ltd
Transglobal Cargo (Pty) Ltd
Postal Services
Transnet Limited
Postnet Southern Africa (Pty) Ltd
Twala Global Cargo (Pty) Ltd
South African Post Office Limited (SAPO)
Value Group Limited Xinergistix Management Services (Pty) Ltd
Transport Airlines & Airports, Air Charter
Shipping & Ports
1Time Airlines Limited
Berry & Donaldson (Pty) Ltd Dormac (Pty) Ltd
Air Traffic and Navigation Services Company Limited Airports Company South Africa Limited (ACSA)
pg 104, 114
Grindrod Limited – a division of Grinrod Group
Comair Limited
Grindrod Tank Terminals – a division of Grinrod Group
Express Air Services (Pty) Ltd (EAS)
MOL South Africa (Pty) Ltd
SA Airlink Airline (Pty) Ltd Safair Operations (Pty) Ltd – a division of ASL Aviation Group South African Airways (SAA) South African Civil Aviation Authority SRS Aviation (Pty) Ltd Virgin Atlantic Airways Limited
Car Hire Amasondo Fleet Services (Pty) Ltd
Mitchell Cotts Maritime – a division of Grindrod Ships Agencies (Pty) Ltd Rennies Ships Agency (Pty) Ltd South African Bulk Terminals Limited Safcor Panalpina Sebenza Forwarding & Shipping (Pty) Ltd Toll Global Forwarding (SA) (Pty) Ltd Transnet National Ports Authority of SA
Non-Cyclical Services Food & Drug Retailers
Atlantic Car Hire cc
Food & Drug Retailers
Avis – a division of Barloworld South Africa (Pty) Ltd
Busy Corner Meat Wholesalers cc
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Ruwacon (Pty) Ltd
Bid Information Exchange (Pty) Ltd t/a Oce SA
Geosure (Pty) Ltd
Sanyati Holdings Limited
Bytes Document Solutions (Pty) Ltd
Gibb (Pty) Ltd
Sawren Construction (Pty) Ltd
Conlog (Pty) Ltd
Goba (Pty) Ltd
Scott Steel Projects (Pty) Ltd
Dartcom (Pty) Ltd
Golder Associates Africa (Pty) Ltd
The Power Group of Companies
Excelcom cc
Hatch Africa (Pty) Ltd
Trollope Mining Services
Falcon Electronics (Pty) Ltd
Igoda Projects (Pty) Ltd
Vela VKE Consulting Engineers (Pty) Ltd
Ifihlile Aircon Corporation (Pty) Ltd t/a Gree Products
Jeffares & Green (Pty) Ltd
Itec Central (Pty) Ltd
Kantey & Templer (Pty) Ltd
Other Manufacturing
Itec Group SA (Pty) Ltd
Khuthele Projects (Pty) Ltd
Other Manufacturing
Jasco Electronics
Knight Piesold Consulting (Pty) Ltd
Acoustex (Pty) Ltd
Kopano Copier Company t/a Nashua Kopano (Pty) Ltd
Madlanduna Corporation (Pty) Ltd
Amitech South Africa (Pty) Ltd
Kyocera Documents Solutions (Pty) Ltd
Manong & Associates (Pty) Ltd
Automould (Pty) Ltd
Merlin Gerin SA (Pty) Ltd t/a Conlog
Mott MacDonald South Africa (Pty) Ltd
Beier Envirotec (Pty) Ltd
Nashua Limited
Palace Engineering Services (Pty) Ltd t/a Palace Technologies
CME Precision (Pty) Ltd
Pacific Cables (Pty) Ltd
RPP Consulting Engineers (Pty) Ltd
Colas South Africa (Pty) Ltd
Power Technologies (Pty) Ltd
Simunye Consulting Implementaiton and Partnership (SCIP)
Dossier Consultants (Pty) Ltd t/a CFT Labels
Ricoh South Africa (Pty) Ltd
SSI Engineers & Environmental Conultants (Pty) Ltd
Inmins Trading (Pty) Ltd
Samsung Electronics South Africa (Pty) Ltd
UWP Consulting (Pty) Ltd
Isover (Pty) Ltd
Set Point Group Inc.
WSP Group Africa (Pty) Ltd
Metmar Limited
Engineering & Machinery
Cyclical Consumer Goods
Natal Rubber Compounders (Pty) Ltd
Commercial Vehicles & Trucks
Automotive & Parts
Polychem Replacement Parts cc
600 SA Holdings (Pty) Ltd
Automobiles
Pretoria Metal Pressings – a division of Denel (Pty) Ltd
Bell Equipment Company SA (Pty) Ltd
Associated Motor Holdings (Pty) Ltd
Process Automation (Pty) Ltd
Cranes 4 Hire cc
Bentley South Africa (Pty) Ltd
Prowalco (Pty) Ltd
East Coast Forklifts cc
BMW South Africa (Pty) Ltd
SA Drum Services (Pty) Ltd
Inyati Transport Engineering (Pty) Ltd
Fiat Group Automobiles South Africa (Pty) Ltd
Vikela Aluvin (Pty) Ltd
Iveco Group (Pty) Ltd
Ford Motor Company of Southern Africa (Pty) Ltd
Way Up Front Point of Sales Promotions (Pty) Ltd
Komatsu Southern Africa (Pty) Ltd
Rolls Royce Motor Cars (Pty) Ltd
Zodiac Pool Care South Africa (Pty) Ltd
Target Cranes (Pty) Ltd
Toyota South Africa Motors (Pty) Ltd
Steel & Other Metals
Engineering – Contractors
Auto Parts
Iron & Steel
Barloworld Equipment – a division of Barloworld SA (Pty) Ltd
Armstrong Hydraulics South Africa (Pty) Ltd
Africa Cellular Towers Limited
Hitachi Power Africa (Pty) Ltd
Apollo Tyres South Africa (Pty) Ltd
BSI Steel Limited
Kentz (Pty) Ltd
Aunde South Africa (Pty) Ltd
Cape Gate (Pty) Ltd
Manhattan Corporation (Pty) Ltd
Autoparts Distributors (Pty) Ltd t/a Autozone
MacSteel Service Centres SA (Pty) Ltd
Neppa Roads & Signs (Pty) Ltd
Flextech Manufacturing (Pty) Ltd
Marley Pipe Systems (Pty) Ltd
GB Bearings (Pty) Ltd
Nedsteel (Pty) Ltd
Engineering Fabricators
Gearbox Repair Centre (Pty) Ltd
General Industrials
Formex Industries (Pty) Ltd
Lumotech (Pty) Ltd
Aerospace & Defence
Lindumn (Pty) Ltd
Midvaal Motor Engineers & Auto Services cc
Defence
Salchain (Pty) Ltd
ZF Auto Industrial (Pty) Ltd
ARMSCOR (Armaments Corporation of South Africa) Limited
Engineering – General
Tyres & Rubber
Denel (Pty) Ltd
African Privity Investments (Pty) Ltd t/a Elgin Engineering
Continental Tyre South Africa (Pty) Ltd
Imperial Armour cc
A-M Consulting Engineers (Pty) Ltd
Pirelli Tyre (Pty) Ltd
Advanced Technologies & Engineering Co. (Pty) Ltd
ASSA Abloy SA (Pty) Ltd
Diversified Industrials
C & E Engineering (Pty) Ltd
Vehicle Distribution
Diversified Industrials
Darson Construction (Pty) Ltd
Associated Automotive Distributors (Pty) Ltd t/a AAD Truck & Bus
Argent Industrial Limited
Dupleix Liquid Meters Limited t/a DLM
Boundless Trade 154 (Pty) Ltd
Barloworld Limited
Eyethu Engineers (Pty) Ltd
Eastvaal Motors (Pty) Ltd
Imperial Holdings Limited
Handel Street Upholsters & Motor Trimming (Pty) Ltd
Lidonga Minerals (Pty) Ltd
Hi Tech Transformer Maintenance
The Bidvest Group Limited
Imbokotho Engineering cc
Fosters Motor Group Limited pg 110
Hillcrest Toyota (Pty) Ltd Salvage Management & Disposal (Pty) Ltd
Kram Engineering (Pty) Ltd
Electronic & Electrical Equipment
Max Scott Engineering Sales cc
Household Goods & Textiles
Electrical Equipment
Otis (Pty) Ltd
Clothing & Footwear
Aberdare Cables (Pty) Ltd
Ruetech Solutions – a division of Reutech Limited
AIM Safety Equipment cc
CBI Electric: Aberdare ATC Telecom Cables (Pty) Ltd
SEW Eurodrive (Pty) Ltd
Bibette Clothing Manufacturers (Pty) Ltd
Edison Power Electrical (Pty) Ltd
Shar Civils cc
Bolton Footwear (Pty) Ltd
Ellies Holdings Limited
Unique Engineering (Pty) Ltd
Carter Harris Limited (Part of LA Group Limited) Eddels Shoes (Pty) Ltd
Enzani Technologies (Pty) Ltd
Consulting Engineers
HI-TEC Spotrts Distributors (Pty) Ltd
Govender's Electrical cc
AOS Consulting cc
House of Monatic Manufacturing (Pty) Ltd
Malesela Taihan Electrical Cable (Pty) Ltd
Arup (Pty) Ltd
M1 Latex Products (Pty) Ltd t/a The Kit Group
Mandlakazi Electrical Technologies (Pty) Ltd
Aurecon South Africa (Pty) Ltd
Momento's of Africa cc
Tedelex Trading (Pty) Ltd
Babcock Africa (Pty) Ltd
Monviso Knitwear – a division of Seardel Group Trading (Pty) Ltd
Bateman Engineering N.V. (Part of Tenova Group)
MSA Africa (Pty) Ltd
Bergstan South Africa Consulting & Development Engineers (Pty) Ltd t/a Bergstan South Africa
Nike South Africa (Pty) Ltd
General Electric South Africa
Electronic Equipment ABB South Africa (Pty) Ltd Ansys Limited
pg 108
BKS Group (Pty) Ltd BVI Consulting Engineers (Pty) Ltd
Pals Clothing (Pty) Ltd Rex Trueform Clothing Company Limited
10 TW
TW - Industry Classification 2012.indd 4
2012/07/25 8:51 AM
INDEX BY SECTOR | LISTING
Sweet-Orr & Lybro (Pty) Ltd
Danone Southern Africa (Pty) Ltd
Nampak Limited
Donald Brown Group of Companies (Pty) Ltd
Pride-Pak Packaging (Pty) Ltd
Furnishings & Floor Coverings
Excellent Meat Corporation (Pty) Ltd
Safepak (Pty) Ltd
Belgotex Floor Cloverings (Pty) Ltd
Foodcorp (Pty) Ltd
Bravo Group (Pty) Ltd
Gull Foods – a division of First Lifestyle Group (Pty) Ltd
Household Products
Dynamic Flooring cc
Illovo Sugar Limited
Bliss Chemicals (Pty) Ltd
Floorworx Africa (Pty) Ltd t/a Floorworx
Isegen South Africa (Pty) Ltd
Chemical Logistics t/a Chemlog cc
Reboni Furniture Group (Pty) Ltd
McCain Foods South Africa (Pty) Ltd
Steinhoff Africa Holdings (Pty) Ltd
Oceana Brands Limited
Personal Care & Household Products
Twiice International (Pty) Ltd
Pioneer Food Group Limited
Personal Products
Premier Foods (Pty) Ltd
Amka Products (Pty) Ltd
Household Appliances & Consumer Electronics
Salpura (Pty) Ltd – a division of Donald Brown Group of Companies
Annique Skin Care Products (Pty) Ltd
Amalgamated Appliance Holdings Limited
Saltcor (Pty) Ltd – a division of Donald Brown Group of Companies
Avroy Shlain (Pty) Ltd
Carrol Boyes (Pty) Ltd
Tiger Brands Limited
Black Like Me (Pty) Ltd
Defy Appliances (Pty) Ltd
Tongaat Hulett Limited
BMS Cosmetics (Pty) Ltd
Hendler & Hart (Pty) Ltd
TSB Sugar Holdings (Pty) Ltd
Dermalogica South Africa (Pty) Ltd
Nu-World Industries (Pty) Ltd
Willowton Oil & Cake Mills (Pty) Ltd
Estée Lauder Companies (Pty) Ltd
Other Textiles & Leather Goods
Health
Johnson & Johnson (Pty) Ltd
BKB Limited
Health Maintenance Organisations
Kimberly Clark South Africa (Pty) Ltd
Colibri Towelling (Pty) Ltd
Allcare Administrators (Pty) Ltd
Lil-Lets SA (Pty) Ltd
Korteks Textiles Africa (Pty) Ltd
Bankmed
L'Oréal South Africa (Pty) Ltd
The Goodhope Textile Corporation (Pty) Ltd t/a Da Gama Textiles
Batsomi Lifeworks (Pty) Ltd
Nimue Skin (Pty) Ltd t/a Nimue Skin Technology
Bestmed Medical Scheme
Procter & Gamble (Pty) Ltd
Leisure Equipment
Bonitas Medical Fund
Revlon South Africa (Pty) Ltd
Prima Toys & Leisure Trading (Pty) Ltd
BSN Medical (Pty) Ltd
Unilever South Africa (Pty) Ltd
Gauteng Soap Powders cc
Clinix Health Group (Pty) Ltd
Non-Cyclical Consumer Goods
Discovery Holdings
Beverages
Fedhealth Medical Scheme
Pharmaceuticals
Beverages – Brewers
Kaelo Consulting (Pty) Ltd
Abbott Laboratories SA (Pty) Ltd
The South African Breweries Limited (SAB)
Lathi Tha' Eye Care
Adcock Ingram Limited
United National Breweries SA (Pty) Ltd (UNB)
Life Healthcare (Pty) Ltd
AEC Amersham (Pty) Ltd
Medihelp Medical Scheme
Alpha Pharm Eastern Cape Holdings Limited (Alpha Pharmaceutical)
Beverages – Distillers & Vintners
Medscheme Holdings (Pty) Ltd
Aspen Pharmacare Holdings Limited
African Terroir (Pty) Ltd
Metropolitan Health Corporate (Pty) Ltd
AstraZeneca Pharmaceuticals (Pty) Ltd
Brandhouse Beverages (Pty) Ltd
My Personal Trainer
Austell Laboratories (Pty) Ltd
ProSano Medical Scheme
Biotech Laboratories (Pty) Ltd
Sechaba Medical Solutions (SMS)
Bristol-Myers Squibb (Pty) Ltd
Transmed Medical Fund
Mediscor PBM (Pty) Ltd
Distell Swartland Winery (Pty) Ltd
pg 28
Soft Drinks
pg 98
Pharmaceuticals & Biotechnology
Novartis South Africa (Pty) Ltd
Amalgamated Beverage Industries – a division of SAB
Hospital Management & Long -Term Care
NTP Radioisotopes (Pty) Ltd
Appletiser (SA) (Pty) Ltd
Community Medical Services t/a Marie Stopes
Pfizer Laboratories (Pty) Ltd
Coca-Cola SA (Pty) Ltd
Life Healthcare Group Holdings Limited
Pharmed (Pty) Ltd
Quality Beverages 2000 (Pty) Ltd
Medi-Clinic Southern Africa Limited
Ranbaxi Manufacturers of SA
Melomed Hospital Holdings Limited
Sanofi-Aventis South Africa (Pty) Ltd
Netcare Limited
SpecPharm Holdings (Pty) Ltd
Afgri Operations Limited
Medical Equipment & Supplies
Vital Health Foods (Pty) Ltd
County Fair Foods – a division of Astral Operations Limited
Akacia Healthcare (Pty) Ltd
Crookes Brothers Limited
Arjohuntleigh SA (Pty) Ltd
Biotechnology
Dotcom Trading 988 t/a Heidel Eggs
Dinaledi Medical (Pty) Ltd
The Scientific Group (Pty) Ltd
Eggbert Eggs (Pty) Ltd
Litha Healthcare Group Limited
Kaap Agri Limited
Shonaquip cc
Materials Handling
Oos Vrystaat Kaap Operations Limited (OVK)
Synthes (Pty) Ltd
Jorpe (Pty) Ltd
Rainbow Chicken Limited
Widex SA
Food Producers & Processors
pg 100, IBC
UPD – a division of New Clicks SA (Pty) Ltd
Farming
Senwes Limited Suidwes Investments Limited
pg 102
SERVICES
Other Healthcare
Cyclical Services
Lancet Laboratories (Pty) Ltd
Hiring Supply
Fishing
Pharma Dynamics
Events & Catering Equipment Rental
Blue Continent Products (Pty) Ltd
Qualsa Healthcare (Pty) Ltd
Events Social Marketing & Productions Afrika (Pty) Ltd
Foodcorp (Pty) Ltd t/a Marpro Operations
M & M Hiring and Events (Pty) Ltd
Komicx Products (Pty) Ltd
Packaging
Oceana Group Limited
Packaging
Premier Fishing SA (Pty) Ltd
Afripack (Pty) Ltd Astrapak Limited
M & M Hiring Smalls cc
Electronics Equipment Rental CCTV Security Surveillance Gauteng (Pty) Ltd
Food Processors
Bevcan - a division of Nampak Limited
AH-Vest Limited t/a All Joy Foods Limited
Bowler Plastics (Pty) Ltd – a subsidiary of Bowler Metcalf Limited
Gearhouse SA (Pty) Ltd
Alibaba Food Holdings (Pty) Ltd
Corruseal Corrugated KZN (Pty) Ltd
Rentworks Africa (Pty) Ltd
Cape Thyme Catering cc
Techpak Carton Manufacturers
Sony South Africa (Pty) Ltd
Ciro Beverage Solutions (Pty) Ltd
Golden Era Printers & Stationers (Pty) Ltd
Clover SA (Pty) Ltd
MCG Industries (Pty) Ltd
TW 11
TW - Industry Classification 2012.indd 5
2012/07/25 8:51 AM
General Retailers
Metal & Tool Trade (Pty) Ltd
Tourvest Travel Services – a division of Tourvest Holdings
Shopping Centres
Oreport (Pty) Ltd
Travel with Flair (Pty) Ltd
Gateway Theatre of Shopping
Pernod Ricard South Africa (Pty) Ltd
Menlyn Park Shopping Centre Victoria & Alfred Waterfront
Retailers – Hardlines AJM Sales & Services cc Avery Dennison (SA) (Pty) Ltd Bearing Man Group – a division of Humulani Marketing (Pty) Ltd Bromide Technologies – a division of EOH Mtombo (Pty) Ltd Capi-lux International (Pty) Ltd Cash Tiles & Sanitaryware (Pty) Ltd Cellucity (Pty) Ltd Chas Greig & Son (Pty) Ltd t/a Charles Greig Diamonds Discount Liquors (Pty) Ltd Ditulo Office Furniture (Pty) Ltd
Uniglobe Travel (Pty) Ltd
Wholesale
Leisure Facilities
Advance Seed (Pty) Ltd
Artscape
Amway South Africa LLC
Club Leisure Group (Pty) Ltd
Edward Snell & Co. Limited
Cullinan Holdings Limited
FAHB Wholesalers (Pty) Ltd t/a FAHB Cash & Carry
Fancourt Hotel & Country Club
Global Source (Pty) Ltd
Mangwanani African Spa
Haby & Lace CC
Pinnacle Point Group
Kromco (Pty) Ltd
Plattner Golf (Pty) Ltd
Malls Tiles (Pty) Ltd
Spier Resort Management (Pty) Ltd
Melbro Holdings (Pty) Ltd
The Caledon Casino, Hotel & Spa
Prime Fastener (Pty) Ltd
The South African Ballet Centre
U&G Fabrics
Virgin Active South Africa (Pty) Ltd
Universal Footwear & Trading Company (Pty) Ltd
Emanzini Business Lines cc
Voltsing Electrical (Pty) Ltd
Erasmus Tyre Services cc
Restaurants & Pubs Cape Town Fish Market
Explix Technologies (Pty) Ltd t/a Workgroup
Distributors
Forms Media Independent Africa (Pty) Ltd
Axiz (Pty) Ltd
Graylink Media (Pty) Ltd
Bambalela Bolts (Pty) Ltd
Hisense SA Development Enterprise (Pty) Ltd
Bowline Fulfilment (Pty) Ltd
Introstat (Pty) Ltd
Humulani Marketing (Pty) Ltd t/a CSE & Northmec
King Consolidated Food Services (Pty) Ltd McDonald's South Africa (Pty) Ltd Primi World (Pty) Ltd Scooters Pizza (Pty) Ltd Spur Corporation Limited
Ithuba Valves & Industrial Supplies cc Jenna Clifford Designs (Pty) Ltd
pg 4
Katlego Solutions (Pty) Ltd
Leisure, Entertainment & Hotels Gaming
Key Stationers cc
Gold Circle (Pty) Ltd
Khanya Computers cc
Gold Reef City Casino
LA Group Limited
Gold Reef Resorts Limited
Letsema Office Automation (Pty) Ltd
Grandwest Casino & Entertainment World
Lewis Group Limited
Peermont Global (Pty) Ltd
Magicode (Pty) Lyd t/a Ayanda Business Solutions (Pty) Ltd
Phumelela Gaming & Leisure Limited
Mars Technologies (Pty) Ltd
Tsogo Sun Caledon (Pty) Ltd t/a The Caledon Casino Hotel and Spa
Matus – a divison of Brandcorp OK Furniture – a trading division of Shoprite Checkers (Pty) Ltd
Home Entertainment
Park Avenue Stationers cc
Ster-Kinekor – a division of Primedia (Pty) Ltd
Richester Foods cc Saicom Pay Phones (Pty) Ltd
Hotels
The JR Watkins Company (Pty) Ltd t/a Watkins Valeur
African Sun Limited
Tracktone SA (Pty) Ltd
Champagne Sports Resort (Pty) Ltd
Voltex (Pty) Ltd
City Lodge Hotels Limited
Waltons (Pty) Ltd
Hilton Sandton Hotel – a division of Hilton Hotel and Resorts SA (Pty) Ltd
Zamanguni Automation (Pty) Ltd
Retailers – eCommerce
Three Cities Exceptional Hotels Limited
Ezemvelo KZN Wildlife Gauteng Tourism Authority Limpopo Tourism & Parks Mpumalanga Tourism and Parks Agency (MTPA) Northern Cape Tourism South African National Parks (SANParks) South African Tourism Tourism Business Council of South Africa (TBCSA) Tourism KZN
Sports Bodies Cricket South Africa SA Rugby (Pty) Ltd
5FM African Media Entertainment Limited (AME) Algoa FM Capricorn FM Channel Africa East Coast Radio (Pty) Ltd
Retailers – Soft Goods
Travel & Related Services
Ackermans – a division of Pepkor Retail Limited Busby House
Eastern Cape Park & Tourism Agency
Broadcasting Contractors
Sun International Limited
Woolworths Holdings Limited
Durban Tourism
Media & Photography
Raya Hotels (Pty) Ltd
African Link Tours & Travel cc pg 22
Electronic Media Network Ltd t/a M Net Endemol South Africa (Pty) Ltd
Club Travel (Pty) Ltd
Gagasi Radio (Pty) Ltd
Connex Travel (Pty) Ltd t/a BCD Travel
Kagiso Media Limited
Duma Travel (Pty) Ltd
Kaya FM (Pty) Ltd
The Platinum Group (Pty) Ltd
Flight Centre SA (Pty) Ltd
Lotus FM
Truworths International Limited
Flywell Travel Agencies Cape (Pty) Ltd
Mr Price Group Limited Pep – a division of Pepkor Retail Limited The Foshini Group (Pty) Ltd (TFG)
Gooderson Leisure Corporation Limited
Trade Import & Export Associated Trailer Components (Pty) Ltd AZ Trading cc Broadway Sweets (Pty) Ltd Centa Fire Protection Equipment cc Geodis Wilson SA (Pty) Ltd Heaton Valves Africa (Pty) Ltd Hippo Bag & Screen cc t/a Hippo Group Isixa Minerals & Chemicals cc
IFC
Cape Town Tourism
Lennoxley Investment Holdings t/a The Don Suite Hotels
Newmark Hotels (Pty) Ltd
Broadline Retailers
Brand SA
Legacy Hotels and Resorts (Pty) Ltd
Mandela Rhodes Place Management Company (Pty) Ltd
Glomail t/a Limited Edition (Pty) Ltd
Tourism Bodies
Harvey World Travel (Pty) Ltd
Sentech Limited South African Broadcasting Corporation Limited (SABC) Tswelopele Productions (Pty) Ltd YFM
South African Airways City Center (Pty) Ltd t/a South African Travel Centre South African Magic Travel Centre
Cable & Satellite
STA Travel (Pty) Ltd
Multichoice South Africa (Pty) Ltd
Singer Group
Supersport International (Pty) Ltd
Sure Holdings Limited Thebe Tourism Group (Pty) Ltd Thompsons Travel – a division of Cullinan Holdings Tourvest Holdings (Pty) Ltd
pg 106
Media Agencies 360 Degrees Production House (Pty) Ltd Ad Outpost (Pty) Limited Adkraal Advertising & Design (Pty) Ltd
12 TW
TW - Industry Classification 2012.indd 6
2012/07/25 8:52 AM
INDEX BY SECTOR | LISTING
Alan Dick Africa (Pty) Ltd
Primedia (Pty) Ltd
Regenesys Management (Pty) Ltd
Alliance Media SA (Pty) Ltd
Remata iNathi Communications & Printers (Pty) Ltd
Sephaku Management (Pty) Ltd
Atmosphere Communications cc
Tandym Print (Pty) Ltd
Biz-Community Publishers SA (Pty) Ltd
Trudon (Pty) Ltd
Bloom Marketing cc
Universal Print Group (Pty) Ltd
Siyakha Consulting (Pty) Ltd Thabiso Consulting cc The Resolve Group (Pty) Ltd
Blueprint Strategic Marketing Communications Busi Ntuli Communications (Pty) Ltd
Support Services
By Design Africa
Catering Services
Verification Agencies
CEO Holdings (Pty) Ltd
Air Chefs (Pty) Ltd
BEESA
Chillibush Communications (Pty) Ltd
Compass Group Southern Africa (Pty) Ltd
Equity Compliance & Solution (Pty) Ltd t/a Ees-Siyakha
DDB South Africa (Pty) Ltd
Feedem Pitseng (Pty) Ltd
National Empowerment Rating Agency (Pty) Ltd (NERA)
Draftfcb South Africa (Pty) Ltd
Tsebo Holdings & Operations (Pty) Ltd
Dumisa Design & Advertising (Pty) Ltd
Vulcan Catering Equipment (Pty) Ltd
Business Support Services
Wembley Group Holdings (Pty) Ltd
Achievement Awards Group (Pty) Ltd
Euro RSCG South Africa (Pty) Ltd Exp SA
pg 99
Actuator Repair Services SA (Pty) Ltd
Grey South Africa (Pty) Ltd
Facilities Management
Aegis BPO Holdings South Africa (Pty) Ltd
Grid Worldwide Branding & Design (Pty) Ltd
Drake & Scull FM – a division of Tsebo Holdings & Operations (Pty) Ltd
AIDC Development Centre (Pty) Ltd
HDI Youth Marketeers
FM Solutions
AQRate Verification Services
Ikhono Communications cc
Total Facility Management Company (Pty) Ltd t/a TFMC
Auction Alliance (Pty) Ltd
JWT SA (Pty) Ltd
Automated Fuel Systems Group (Pty) Ltd
Magna Carta Public Relations (Pty) Ltd
Legal Services
AVTS Roadworthy Stations cc
Makwetla & Associates (Pty) Ltd
Adams & Adams
Battery Technologies (Pty) Ltd
Mediacom South Africa – a division of Grey Group SA
Black Lawyers Association – Legal Education Centre
BidAir Services (Pty) Ltd
Mediamark (Pty) Ltd
Blakes Maphanga Inc.
bizworks (Pty) Ltd
Mercury Media
Bowman Gilfillan Inc.
Bosasa Operations (Pty) Ltd
Midnight Oil (Pty) Ltd
Brooks & Luyt Inc.
Bridging the Gap (Pty) Ltd
MindShare South Africa (Gauteng) (Pty) Ltd
Cheadle Thompson and Hayson Inc.
Citizen Surveys ( Pty ) Ltd
Naledi Network (Pty) Ltd
Cliffe Dekker Hofmeyr Inc.
College Hill (Pty) Ltd
Oasys Innovations (Pty) Ltd
Deneys Reitz Inc.
Conexus (Pty) Ltd
Octagon Marketing (Pty) Ltd
Du Toit, Smuts & Matthews Phosa Inc.
Debis Fleet Management
Off the Wall Media
Edward Nathan Sonnenberg Inc. (ENS)
Democratic Industrial Services (Pty) Ltd
Ogilvy South Africa (Pty) Ltd
Engelbrecht Khumalo van der Berg Inc. (EKV Inc.)
Empilweni Payout Services (Pty) Ltd
Omnicom Media Group
Eversheds
Envello Drum & Container Reconditioning CC t/a Envirodrum Recyclers
Paton Tupper Associates
Legal Aid South Africa
EQ Tickets (Pty) Ltd
Primedia @ Home (Pty) Ltd
Legal Wise
Executive Carport (Pty) Ltd
Primedia Outdoor – a division of Primedia (Pty) Ltd
Mabalane Seobe Inc.
Federal Mogul Aftermarket South Africa (Pty) Ltd
Saatchi & Saatchi (Pty) Ltd
Maponya Inc.
Forge Ahead (Pty) Ltd
SAIL Rights Commercialisation (Pty) Ltd
Maserumule Incorporated Attorneys Inc.
Global Telesales (Pty) Ltd
Sho-Sho-Lo-Za Marketing (Pty) Ltd
Mncedisi Ndlovu & Sedumedi Attorneys
Grant Thornton THL Consulting (Pty) Ltd
Strategic Persuasions cc
Norton Rose (Pty) Ltd
Greymatter and Finch (Pty) Ltd
TBWA South Africa (Pty) Ltd
Pule Inc.
Indgro Outsourcing (Pty) Ltd
The Brand Union (Pty) Ltd
Smith Tabata Buchanan Boyes Attorneys
Ipsos (Pty) Ltd
The Jupiter Drawing Room Cape Town (Pty) Ltd
Spoor & Fisher
LRMG Performance Agency (Pty) Ltd
The MediaShop (Pty) Ltd
Venn Nemeth & Hart Inc.
Metrofile (Pty) Ltd
Vicki Dodo (Pty) Ltd
Webber Wentzel
Midway Two Contractors (Pty) Ltd
Zanusi Brand Solutions (Pty) Ltd
White & Case LLP (Pty) Ltd
Midway Two Holdings (Pty) Ltd
Woodhead Bigby & Irving Inc.
Michael James Organisation
Publishing, Printing & Reproduction Associated Magazines (Pty) Ltd Avalon Group (Pty) Ltd Avusa Limited BDFM Publishers (Pty) Ltd Bidpaper Plus (Pty) Ltd Caxton & CTP Publishers & Printers Limited Creda Communications (Pty) Ltd EMI Music SA
MMA Fencing cc
Exhibition & Conference Facilities
Naledi Rail Engineering (Pty) Ltd
African Kaleidoscope Events Company cc
Ocular Technologies (Pty) Ltd
Cape Town International Convention Centre Company (Pty) Ltd (CTICC)
OneLogix Group Limited t/a Vehicle Delivery Services Limted
Gallagher Convention Centre (Pty) Ltd
Pac-Con Research cc
ICC Durban (Pty) Ltd
Perishable Products Export Council Board
Sandton Convention Centre
Professional Vision Group (Pty) Ltd
Thebe Venue Management (Pty) Ltd t/a The Coca-Cola Dome
PSP Icon (Pty) Ltd
Tshwane Events Centre
Ferroprint (Pty) Ltd
Storage Technology Services (Pty) Ltd (Stortech)
Heinemann Publishers (SA) (Pty) Ltd Hirt & Carter (Pty) Ltd Ince (Pty) Ltd Interactive Africa (Pty) Ltd Juta & Company Limited
SAB&T Business Innovations Group (Pty) Ltd
Management Consulting 21st Century Pay Solutions Group (Pty) Ltd Accenture South Africa (Pty) Ltd Avocado Vision
South African Institute for Chartered Accountants – SAICA Syntell (Pty) Ltd Tappo Industries cc
Baraka Enterprise Consulting (Pty) Ltd
The Effectiveness Company (Pty) Ltd
Barberry Group CC
The Event Production Company (Pty) Ltd
Consequent Consulting (Pty) Ltd
The Innovation Hub Management Company (Pty) Ltd
Dual Point Holdings (Pty) Ltd
The Nielsen Company (Pty) Ltd
ECI Africa Consulting (Pty) Ltd
The People Business Group (Pty) Ltd
Naspers Limited
Ekosto 1061 (Pty) Ltd t/a Leaders Unlimited
The Voice Clinic
New Africa Books (Pty) Ltd
Manto Management (Pty) Ltd
Thebe Exhibitions & Projects (Pty) Ltd
Paarl Media Group (Pty) Ltd
Mayikana Consulting (Pty) Ltd
TNS Research Surveys (Pty) Ltd
Pops Print cc
Petanque Consultancy (Pty) Ltd
Universal Mail Link
Khumbula Media Connexion (Pty) Ltd Koerikai Document Solutions (Pty) Ltd Max Nathan Interests (Pty) Ltd t/a Fishwicks Printers Media 24 Limited Mondi Paper (Pty) Ltd
TW 13
TW - Industry Classification 2012.indd 7
2012/07/25 8:52 AM
INDEX BY SECTOR | LISTING
Fruit & Veg City Holdings (Pty) Ltd
Miway Finance (Pty) Ltd t/a Miway
Command Holdings Limited
Hoxies Foods (Pty) Ltd
Motorite Insurance Administrators (Pty) Ltd
Educor Holdings Limited
Pick n Pay Stores Limited
Mutual & Federal Insurance Company Limited
Enviroserv Holdings Limited
Shoprite Holdings Limited
Regent Insurance Company Limited
EOH Holdings Limited
Spar Group Limited
Safrican Insurance Company Limited
Excellerate Holdings Limited
Sparkport Group Pharmacies
Santam Limited
JD Group Limited
pg 116
Reunert Management Services
Zurich Insurance Company South Africa Limited
Rolfes Holdings Limited
Telecommunication Services
Tsebo Outsourcing Group (Pty) Ltd
Other Insurance
Fixed-Line Telecom Services
Worldwide African Investment Holdings (Pty) Ltd
MUA Insurance Acceptances (Pty) Ltd
Neotel (Pty) Ltd
Telesure Investment Holdings (Pty) Ltd
Telkom SA Ltd
Real Estate
Rand Mutual Assurance Company Limited
Real Estate Holding & Development
Wireless Telecom Services
Billion Group (Pty) Ltd
Buongiorno SA (Pty) Ltd
Life Assurance
Capital Property Fund
Cell C (Pty) Ltd
Life Assurance
Cluttons Property Consultants
Ericsson South Africa (Pty) Ltd
Clientèle Life – IFA Division
Dijalo Property Services (Pty) Ltd
MTN Group Limited
Covision Life Limited
Diphuka Consulting (Pty) Ltd
Multimatics (Pty) Ltd
Lesaka Employee Benefits (Pty) Ltd
Growthpoint Properties Limited
Nashua Mobile (Pty) Ltd
Liberty Holdings Limited
Plessey (Pty) Ltd
Metropolitan Holdings Limited
Vodacom Group Limited
Momentum Group Limited
JHI
Nestlife Assurance Corporation Limited
Kidbrooke Property Investments (Pty) Ltd
Utilities
Old Mutual Life Assurance Company South Africa Limited
Landmark Real Estate Services (Pty) Ltd
Power & Water
Sanlam Limited
Pareto Limited
Investec Property Agency Group Limited pg 24
Electricity Supply & Distribution
iProp Holdings Limited (IPROP)
Passenger Rail Agency of South Africa (Pty) Ltd (PRASA)
ABE Technologies (Pty) Ltd
Investment Companies
Redefine Properties Limited
City Power Johannesburg (Pty) Ltd
Investment Companies
Transnet Property – a division of Transnet Limited
EDI Holdings (Pty) Ltd
African Access Holdings (Pty) Ltd
Eskom Holdings Limited
pg 43, 88
African Pioneer Limited
Property Agencies
AloeCap (Pty) Ltd
Broll Property Group (Pty) Ltd
Amabubesi Investments (Pty) Ltd
Dogon Group Properties (Pty) Ltd
Water Supply & Distribution
Batsalani Holdings (Pty) Ltd
Hermans & Roman Property Solutions (Pty) Ltd
Amatola Water Board
Bongani Investment Holdings (Pty) Ltd
MidCity Property Services (Pty) Ltd
Mhlathuze Water
Cadiz Holdings Limited
Pam Golding Properties (Pty) Ltd
Rand Water
Capital Eye Investments Limited
RE-MAX of Southern Africa (Pty) Ltd
Umgeni Water
Ditikeni Investment Company Limited
Zaptronix Limited
Empower Group Holdings (Pty) Ltd
Speciality & Other Finance
Alternative Electricity
Flexicell
Asset Managers
S & P Power Units (Pty) Ltd
GPI Management Services Limited
Advantage Asset Managers (Pty) Ltd
Guma Group (Pty) Ltd
Allan Gray Limited
Financials
Hans Merensky Holdings (Pty) Ltd (HMH)
Argon Asset Management (Pty) Ltd
Banks
Hlanganani Investment Holdings (Pty) Ltd
Blue Ink Investments (Pty) Ltd
Banks
ISA Holdings Limited
Brait South Africa Limited
ABSA Group Limited
JP Morgan Chase Bank
Coronation Fund Managers Limited
African Bank Investments Limited
JSE Limited
Ethos Private Equity (Pty) Ltd
Albaraka Bank Limited
Kagiso Tiso Holdings (Pty) Ltd
Futuregrowth Asset Management (Pty) Ltd
Development Bank of Southern Africa (DBSA)
Lidonga Group Holdings (Pty) Ltd
Investment Solutions Holdings Limited
First National Bank – a division of First Rand Bank Limited
Malesela Holdings (Pty) Ltd
Kagiso Asset Management (Pty) Ltd (KAM)
Grindrod Bank Limited
Maluleke Investments (Pty) Ltd
Oasis Group Holdings (Pty) Ltd
Nedbank Group Limited
Mineworkers Investment Company (Pty) Ltd
Pragma Asset Management Limited
South African Reserve Bank (SARB)
Motseng Investment Holdings (Pty) Ltd
Prescient Investment Management (Pty) Ltd
Standard Bank Group Limited Ubank Limited
pg 2, 48
Mvelaphanda Group Limted
Stanlib Wealth Management
Pamodzi Ivestment Holdings (Pty) Ltd Peu Group (Pty) Ltd
Insurance
Royal Bafokeng Holdings (Pty) Ltd
Insurance Brokers
Safika Holdings (Pty) Ltd
FNB Insurance Brokers (Pty) Ltd
Sekunjalo Investments Holdings Limited
Glenrand MIB Limited
Shanduka Group (Pty) Ltd
Lion of Africa Insurance Company Limited
SHM Group of Companies (Pty) Ltd
Consumer Finance African Bank Investments Limited Blue Financial Services Limited Diners Club (SA) (Pty) Ltd Experian South Africa (Pty) Ltd Nedbank Card
StratCorp Group of Companies
Insurance – Non-Life
Tiso Group (Pty) Ltd
Assupol Life
Unipalm Investment Holdings Limited
Chartis South Africa Limited
WDB Investment Holdings (Pty) Ltd
Compass Insurance Company Limited
Wiphold Limited
Crawford Express
Worldwide African Investment Holdings (Pty) Ltd
Uvimba Finance Wesbank – a division of FirstRand Group
pg 30
Investment Banks Barnard Jacobs Mellet Holdings Limited (BJM) Citadel Investment Services Limited
Credit Guarantee Insurance Corporation of Africa Limited Etana Insurance Limited
Holding Companies
Deutsche Securities (SA) (Pty) Ltd
Hollard Insurance Company (Pty) Ltd
Allied Technologies Limited (Altec Group)
Investec Bank Limited
Indwe Risk Services (Pty) Ltd
Capespan Group Holdings Limited
Intrasure (Pty) Ltd
Clicks Group Limited
Lombard Insurance Group
Combined Motor Holdings Limited (CMH)
Merrill Lynch (SA) (Pty) Ltd Novare Holdings (Pty) Ltd Rand Merchant Bank Limited (RMB)
TW 15
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Sanlam Capital Markets (Pty) Ltd
Easypay (Pty) Ltd
Nokia South Africa (Pty) Ltd Siemens SA Limited
pg 112
Elvey Security Technologies – a division of Hudaco Trading (Pty) Ltd Epi Use Africa (Pty) Ltd
Mortgage Finance Bond Choice (Pty) Ltd
Computer Services
FrontRange Solutions South Africa (Pty) Ltd
Ooba (Pty) Ltd
4D Digital Security (Pty) Ltd
Global Vision Information Technology (Pty) Ltd
Acctech Systems (Pty) Ltd
IFCA Technologies Limited (IFCA)
Other Financial
Adapt IT Holdings Limited
Ke Concepts (Pty) Ltd
ABSA Technology Finance Solutions (Pty) Ltd
African Legend Indigo (Pty) Ltd
Maxxor Business Solutions (Pty) Ltd
Acsis Limited
Aptronics Group (Pty) Ltd
Mint Net (Pty) Ltd
Akani Retirement Fund Administrators (Pty) Ltd
Atio Corporation (Pty) Ltd
Prism Holdings Limited
Alexander Forbes Limited
Bytes Technology Group South Africa (Pty) Ltd
SilverBridge Holdings Limited
AMB Capital Limited
Century Office Equipment cc
Softline VIP - a division of Softline (Pty) Ltd
Bidvest Bank Ltd
Ciber Information Holdings (Pty) Ltd
Technology Corporate Management (Pty) Ltd (TCM)
Commlife Holdings (Pty) Ltd
Comcel Eighteen (Pty) Ltd t/a Kanimambo
Conduit Capital Limited
Concilium Technologies (Pty) Ltd
Telecommunications Solutions
eBucks
Cornastone Technology Holdings (Pty) Ltd
Celcom Group Limited
Edu-Loan (Pty) Ltd
CSS Tirisano Computer Systems (Pty) Ltd
Foneworx Holdings Limited
INCA – Infrastructure Finance Corporation Limited
Datacentrix Holdings Limited
Huge Telecom (Pty) Ltd
Inequity Group Limited
Dimension Data (Pty) Ltd
Interconnect Systems (Pty) Ltd
Dynamic Visual Technologies (Pty) Ltd t/a Ectic Trading
Multisource Telecoms (Pty) Ltd
EOH Consulting (Pty) Ltd
Vox Telecom Limited
Mayibuye Group (Pty) Ltd MICROmega Revenue Management Solutions (Pty) Ltd
Esquire System Technologies (Pty) Ltd
NBC Holdings (Pty) Ltd NMG Consultants and Actuaries (Pty) Ltd Real People Investment Holdings (Pty) Ltd Sanlam SEB RSA Sasfin Holdings Limited Strate Limited
Vunani Limited
Accounting & Consulting
Ernst & Young Gcabashe Inc. KPMG Incorporated Ngubane & Co Inc. Nkonki Incorporated
Ansana Holdings (Pty) Ltd
Glacier Consulting (Pty) Ltd
Brinks Southern Africa (Pty) Ltd
Ibhubesi Information Technologies cc
Mzanzi Africa Logistics (Pty) Ltd
Ikando cc t/a IT Master
Propateez 81 (Pty) Ltd t/a Railroad Containers
KTS Technology Solutions (Pty) Ltd
TPN Credit Bureau (Pty) Ltd
Deloitte
Logistics Solutions
First Technology Holdings (Pty) Ltd
KSS Technologies (Pty) Ltd
The Efficient Group
CAP Chartered Accountants
Exponant (Pty) Ltd
pg 111
PUBLIC
Kwesthuba Consulting (Pty) Ltd
Government Organisations
Makhonya Technologies (Pty) Ltd
Local Government
Marpless Communications Technologies (Pty) Ltd
Unicities/Metro Municipalities
Matsema (Pty) Ltd
City of Cape Town Metropolitan Municipality
Morvest Busniess Group Limited
Ethekwini Metropolitan Municipality
Mthombo IT Services (Pty) Ltd Mustek Limited
District Municipalities
Nokusa Engineering Informatics (Pty) Ltd
City of Tshwane Metropolitan Municipality
PBT Group Limited
Lejweleputswa District Municipality
Praxis Computing (Pty) Ltd Puleng Technologies (Pty) Ltd
Local Councils/Municpalities
SAB & T Busniess Innovations Group (Pty) Ltd
Gamagara Local Municipality
SAGE Computer Technologies (Pty) Ltd
Jozini Local Municipality
SAP South Africa (Pty) Ltd
Sakhisizwe Local Municipality
Investment Entities
SecureData Holdings Limited
Saldanha Bay Local Municipality
Investment Entities
Sensepost (Pty) Ltd
PricewaterhouseCoopers Inc. (PWC) Sizwe Ntsaluba Gobodo Xabiso Chartered Accountants Inc.
Business Partners Limited Industrial Development Corporation of SA Limited (IDC) Kagiso Tiso Holdings (Pty) Ltd (KTH) Makana Investment Corporation (Pty) Ltd MSG Afrika Investment Holdings (Pty) Ltd Religare Noah (Pty) Ltd Royal Bafokeng Administration
Simeka Business Group Limited
Local Government Agencies & Bodies
Simo Solutions
City of Joburg Property Company (Pty) Ltd
Simunye Computers (Pty) Ltd
Coega Development Corporation (Pty) Ltd
Sisonke Global Systems (Pty) Ltd
East London Industrial Development Zone (Pty) Ltd
Spartan IT Solutions
Johannesburg Roads Agency (Pty) Ltd
ST Group (Pty) Ltd
Mafikeng Industrial Development Zone (Pty) Ltd
The IQ Business Group (Pty) Ltd Torque IT
Provincial Government
Information Technology
T-Systems SA (Pty) Ltd (TSSA)
Provincial Government Departments
Computer Hardware
Vukani Technologies (Pty) Ltd
Department of Economic Development & Tourism
Waymark Infotech (Pty) Ltd
Department of Economic Development, Environment & Tourism – Mpumalanga
Acer Africa (Pty) Ltd Blue Lable Telecoms Limited Compact Disc Technologies (CDT) Dell Computer (Pty) Ltd Hewlett-Packard South Africa (Pty) Ltd IBM South Africa (Pty) Ltd NEO Technologies (Pty) Ltd Rectron (Pty) Ltd Sahara Computers (Pty) Ltd Sahara Holdings (Pty) Ltd
Internet Aqua Online (Pty) Ltd Commercezone – a division of Multichoice (Pty) Ltd Fastnet Limited Hetzner (Pty) Ltd I-Net Bridge (Pty) Ltd
– KwaZulu-Natal
Provincial Government Agencies Casidra (Pty) Ltd Eastern Cape Development Corporation (ECDC) Free State Gambling and Racing Board Gauteng Enterprise Propellar (GEP)
Kingsley Technologies (Pty) Ltd
Invest North West South Africa
MTN Business
Ithala Development Finance Corporation Limited Johannesburg Roads Agency
Sybase South Africa (Pty) Ltd
Software
Limpopo Business Support Agency (Pty) Ltd
Telecomms Equipment
Accsys (Pty) Ltd
Limpopo Economic Development Enterprise
Alcatel-Lucent South Africa (Pty) Ltd
Alacrity Technologies (Pty) Ltd
Mandela Bay Development Agency
Allied Electronics Corporation Limited (Altron)
Altech Card Solutions (Pty) Ltd
Roads Agency Limpopo (Pty) Ltd
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INDEX BY SECTOR | LISTING
Trans Caledon Tunnel Authority (TCTA)
SETAS
Regent Business School
Western Cape Gambling & Racing Board
Agricultural Sector Education Training Authority (AgriSETA)
UNISA Graduate School of Business Leadership (SBL)
WESGRO
Banking Sector Education and Training Authority (BANKSETA)
USB Executive Development Limited
Chemical Industries Education & Training Authorities (CHIETA)
Wits Business School
National Government
Construction, Education & Training Authority (CETA)
National Government Departments
Education, Training and Development Practices SETA
Colleges
Department of Agriculture, Forestry and Fisheries
Energy & Water Sector Education and Training Authority (ESETA)
Colleges
Department of Arts and Culture
Financial and Accounting Services Sector Education and Training Authority (FASSET)
International Colleges Group (Pty) Ltd (ICG)
Department of Basic Education
Forest Industries Education and Training Authority (FIETA)
Department of Communications
Health and Welfare Sector Education and Training Authority (HWSETA)
Department of Correctional Services Department of Health
Local Government Sector Education Training Authority (LGSETA) pg 105
Department of Human Settlements Department of International Relations and Cooperation (DIRCO)
Media, Advertising, Publishing, Printing and Packaging SETA pg 60
Department of Mineral Resources
Mining Qualifications Authority Services Sector Education Training Authority (SERVICES SETA)
Department of Public Enterprises
South African Qualifications Authority (SAQA)
Department of Public Service and Administration
SUCCESSFULLY LEADING BUSINESS
Umalusi Council for Quality Assurance in General & Further Education & Training
Department of Public Works
Wholesale & Retail Sector Education Training Authority (W&RSETA)
Department of Rural Development and Land Reform Department of Science and Technology
TOP WOMEN – SUCCESSFULLY LEADING BUSINESS
Chapter 9 Institutions
Department of Social Development
Commission for Gender Equality (CGE)
Department of Sport and Recreation South Africa Department of Trade and Industry (the dti)
Manufacturing, Engineering and Related Services SETA
pg 56
Department of Water Affairs
South African Human Rights Commission (SAHRC)
Non-Government Organisations
Government Communication & Information System (GCIS)
Section 21
Independent Complaints Directorate
Foundations
National Library of South Africa
10 TRENDS
Dell Development Fund
South African Revenue Service - SARS
Telkom Foundation
National Government Agencies Agricultural Research Council (ARC)
Companies & Organisations (Section 21)
Auditor-General South Africa
Africa Bio
www.topperforming.co.za Anglo American Limited
Construction Industry Development Board (CIDB)
Board of Healcare Funders of South Africa (BHF) Top performing ad COVERS.indd 1 2012.indd 2
Council for Geoscience
Film and Publication Board (FPB)
Human Sciences Research Council (HSRC)
Independent Municipal & Allied Trade Union (IMATU)
Independent Communications Authority of South Africa (ICASA)
Lifeline Southern Africa
Independent Development Trust
National Business Initiative
Independent Electoral Commission (IEC)
National Urban Reconstruction & Housing Agency (NURCHA)
Ithemba Labs
New Lovelife Trust (Pty) Ltd
Khula Enterprise Finance Limited
Proudly South African
Media Development and Diversity Agency (MDDA)
Public Servants Association of South Africa
National Agricultural Marketing Council
Read Educational Trust
National Arts Council of South Africa (NACSA)
Sonke Gender Justice Network (JHHESA) South African Banking Risk Information Centre (SABRIC)
National Energy Regulator of South Africa (NERSA)
South African Institute for Entrepreneurship
National Film & Video Foundation
Southern African Music Rights Organisation (SAMRO)
National Heritage Council of South Africa pg 118
Tourism Business Council of South Africa (TBCSA)
Pan South African Language Board (PANSALB)
South African National Biodiversity Institute South African Nuclear Energy Corporation South African Weather Service (SAWS) The Freedom Park The Road Traffic Management Corporation The South African National Roads Agency (SANRAL)
South Africa’s best managed companies
WWW.TOP500.CO.ZA
Timbali Technology Incubator
National Student Financial Aid Scheme (NSFAS)
South African Local Government Association (SALGA)
Make good use of Top500: it is your indispensable tool for doing business with the best companies in South Africa.
www.top500.co.za
The Institute of Bankers in South Africa (IOB)
National Lotteries Board
South African Bureau of Standards (SABS)
Top companies like doing business with top companies. By identifying the top 5 companies in 100 business sectors, Top500 places a remarkable opportunity before business leaders and executives: the opportunity to join South Africa’s corporate circle of excellence.
Strategic Partners in Tourism t/a Tourism Enterprise Partnership (TEP) Enablis Entrepreneurial Network South Africa
National Housing Finance Corporation (NHFC)
Small Enterprise Development Agency (SEDA)
South Africa’s best managed companies
TOP50 0: SOUTH AFRICA’ S BEST M ANAGED COMPAN IES - 20 11/20 12
National Empowerment Fund
SITA (Pty) Ltd (State Information Technology Agency)
2012/07/24 4:19 PM
Catholic Welfare & Development
Government Employees Pension Fund (GEPF)
SEDA Technology Programme
PUBLISHED BY
2012/07/18 11:59 AM
Cape Town Partnerships
Government Employees Medical Scheme (GEMS)
Sasria Limited
Bronze Sponsors
Business Unity South Africa (BUSA)
Council for Scientific & Industrial Research - CSIR
Public Investment Corporation (PIC)
Gold Sponsor
Business Against Crime South Africa (BACSA)
Council for Medical Schemes
Petroleum Agency SA (Pty) Ltd
2012/2013 9th EDITION
It has been referred to as the ‘bible of commerce’ by leading industry champions. The annual publication is an invaluable business-to-business trade reference, both locally and internationally. The 13th edition of Top Performing Companies celebrates the best in business.
9th EDITION
Centre for Public Service Innovation (CPSI)
National Home Builders Registration Council (NHBRC)
ROLE MODELS|ENTREPRENEURSHIP|FUNDING
Vodacom Foundation Trust
RSA: R145.00 (INCL. VAT). UK: £10.00 USA: $20.00
SILVER SPONSOR
pg 97 pg 86
Wines of South Africa (WOSA)
final cover.indd 1
BRONZE SPONSORS
PUBLISHED BY
2012/04/03 3:49 PM
Women's Legal Centre Trust
Tertiary Institutions Universities Durban University of Technology University of Pretoria University of South Africa (UNISA) University of the Western Cape (UWC) University of Witwatersrand
Graduate Schools IMM Graduate School of Marketing Milpark Business School (Pty) Ltd
THE ONLY SUBSCRIPTION THAT GETS YOU BUSINESS. Contact Subs Dept on
086 000 9590
info@topco.co.za www.topco.co.za TW 17
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FOCUS ON RELATIONSHIPS. Relationships are pivotal to success and fulfillment in your work. Build and leverage the relationships around you, and seek out relationships that will enhance, stretch and grow you. In any role, it's the people around you that make you successful. Your performance can only be as good as your team's performance, so spend more time managing and strategising with others, rather than alone. Relationships are also key to leadership success; can be critical to career advancement and your ability to cope with change; and are what will support you during difficult times.
GET A MENTOR. Mentorship is about learning from those who have walked the path before you, but in a way where they support your learning rather than tell you what to do. Mentoring links into many aspects of networking. It helps you build firmer roots and stronger relationships. It creates visibility, making you more known to senior people. It offers a regular rhythm for thinking about your career and how to get there. A mentor is usually someone more senior than you – in the same industry. Even if you are at the CEO level, you can have a former CEO as a mentor.
HAVE A PLAN. Vision where you want to be in five or ten years’ time. Set measurable goals and develop realistic timelines. You can map out your career with the help of a leadership coach, and use performance appraisals to see how on track you are. Many people expect their careers to develop on their own, then become frustrated about where they are. Your career is no one else's responsibility. Only you drive your career, no one else does.
WAYS TO IMPROVE YOUR CAREER Top Women talks to leadership coach Gavin Shaskolsky.
THINK AND REFLECT. Create time for thinking and reflection, but more than that, develop it as a habit. Taking the time to reflect, journal and write is one of the key success secrets of effective leaders. The leaders who do this tend to advance with more resilience as well. The faster, the more uncertain the world becomes the more critical it is to develop your own resilience and the ability to reflect on your learning.
KNOW YOUR PASSION. Work should be engaging. Get really clear about what energises you. What is it that you enjoy about your current (or previous) position? Have a sense of your strengths, of what value you add, and how you would like to add more value. If you harness that, you'll be more productive and perform better. You'll also be magnetic to be around, with others being inspired by your enthusiasm. Commitment is contagious.
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BRIEFING | IDEAS
YOU LIVE AND YOU LEARN
TOP TRAVEL Sibongile Sambo, MD of SRS Aviation, shares her travel know-how.
Su Birch, CEO of the company that gets our wines into wine glasses across the globe takes us through some of her most valuable lessons. What was your best decision? The best decision I've made was to do my MBA part-time in '89 at the University of Cape Town. I decided to get my MBA because I was conscious of the fact that I had no financial knowledge. As a client service director at a below-the-line advertising agency, I felt that my career was stagnating, that I had reached a ceiling and my career couldn't move on from there. Doing my MBA was so valuable to me, but not so much from what I learnt, but because of the confidence it gave me. I realised that with hard work you can do almost anything. What was your worst decision? Not listening to my instincts about the appointment of someone to a senior position who I had misgivings about. In general terms, I think that women have strong intuition, but in business we train ourselves not to listen to it. It seems so fluffy to say something like, “my intuition is telling me it's not the right thing to do”, and so we tend to ignore it. Instead we choose to follow what's rational, what makes sense on paper. In my case, I have found that when I have felt uneasy about something but went ahead with it anyway, it was the wrong decision. What's the best advice you have received? During a workshop with Colin Hall, he said, “Learn to listen first, because everyone has something of value to add.” I try to follow that advice as much as I can. I believe, particularly as women, we can't go into a discussion unless we are well prepared and well reasoned, but sometimes that can make us more dogmatic. If we listen to other people and take the time to really hear where they are coming from, it can give us greater insights. In the end, you get a better consensus, and you usually get better results. What is your top business strength? Being able to spot a good idea, adapt it to my business and then make it happen. Take the South African wine industry, when I started at Wines of South Africa, the Cape Floral Kingdom was being eradicated through wine farming. I could see that environmentalism was an international trend really taking root amongst consumers and that the industry's principles were evolving. I spotted the opportunities that these practices were giving us, started to market them, and turn them into concrete ideas. As a result, the industry is a leader in environmental practices and sustainability, with our wine farms now having more hectares under conservation status than vineyards. This is an internationally recognised achievement.
Where do you travel? Mainly to the United States and Europe. What is in your bag? It depends on how long I am travelling for, but essentially, I travel with all the basics: clothes, toiletries, shoes and jewelry. What do you do onboard? If I am travelling for business, I am often on my laptop working on final preparations for proposals. If it's a personal trip then I'll watch movies and read. Best airport and why? Definitely Heathrow. I like the amount of space in the terminals, there's never any overcrowding. I love the décor of the different terminals, and there are plenty of great places to shop. Tips for long flights? Dress very comfortably. I normally wear a tracksuit with flat shoes, usually my running shoes. Then once on board, I take them off and wear socks only. Walk up and down the aisles to keep your blood circulating properly. Also, because of cabin pressure, you need to stay hydrated by drinking plenty of liquids, ideally juice and water. Tips for packing? Pack clothes that mix and match, so that you can create different outfits by swapping different tops and bottoms with each other. Having said that, I don't follow my own advice very well, because my luggage is always overweight. What are you reading? The Life You Were Born to Lead by Dan Millman.
“If I am travelling for business, I am often on my laptop working on final preparations for proposals. ”
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BOOKS | BRIEFING
BOOK REVIEWS
You don’t always need to go to school to learn about business. Some good books can give you insight and ideas into how other people have done it. Here’s our picks of the year.
Great by Choice by Jim Collins and Morten T. Hansen. Random House. Great by Choice is based on an extensive study that evolved out of the question: Why do some companies thrive in uncertainty, even chaos, and others do not? More than twenty researchers tackled this question through nine years of research and analysis, and emerged identifying principles that build great companies even in unpredictable, tumultuous, and fast-moving times. Their study yielded surprising results such as, “the best leaders were not risk-taking, more visionary, and more creative; they were more disciplined, more empirical, and more paranoid.” And that innovation alone is not enough, but by combining it with discipline, you can thrive, even in a chaotic and uncertain world.
Overconnected – What the digital economy says about us by William H. Davidow. Headline. The Internet has undoubtedly made the world smaller through its web of connections, but at what price? In this book, Davidow, venture capitalist and former senior VP at Intel, warns that the consequences of an over-connected world cannot be ignored. From individual lives to international relations, through economics and politics, the unforeseen effects of the Internet are having a distorting effect. Davidow shows how the bursting of the Internet bubble, the recent financial crisis and the collapse of the Icelandic economy all arose from over connection.
The Women of Berkshire Hathaway – Lessons from Warren Buffet's Female CEOs and Directors by Karen Linder. Wiley. This book examines the lives of the women who have slowly chipped away at the glass ceiling of one of America's major companies, bringing with them “new energy and refreshing insights”. Linder looks at the lives of four female CEOs and five other women who have influenced the company's success. The author opens with Rose Blumkin, the matron of Nebraska Furniture Mart, who worked 12 to 14 hours a day, seven days a week, until a year before her death in 1998 at the age of 104. The lives of these nine women demonstrate the changing role of women in business today.
Womenomics – Work less, Achieve more, Live better by Claire Shipman and Katty Kay. Harper Business. “You want to work, but on your terms and in ways that make it possible to have a life as well.” In this book, journalists Shipman and Kay provide a fresh perspective on the largely hidden power that women have in today's marketplace. The authors find support for their ideas in the halfdozen studies showing that having more women in senior positions means more financial success for the company; and that the more inclusive and constructive management style of women is now in high demand.
Like A Virgin, Secrets They Won’t Teach You at Business School by Richard Branson. Virgin Books. All of Richard Branson’s books are a good quick read, but this one is really one of the best. It is easy reading and very entertaining (as always). This title uses a clever format where readers have sent in questions that Branson then answers in his own words. That is where he really shines. He uses real experiences (amazing recall of every detail) to back up his ideas, and he is not (ever) shy to give his own opinion. The back cover says its “business advice from the best in the business”, and it’s a fun read at the same time.
Make Yourself Heard, How to talk, act and dress your way to success by Monique Rissen-Harrisberg. Zebra. If there is one book that can change your career, this is it. Public speaking is a huge asset and a skill that can be learned. Monique Rissen-Harrisberg has put together a really useful, hands-on book that can show you how to use your voice and body language to improve your communication. She uses lots of her case studies from The Voice Clinic that she runs. Particularly useful are her chapters on what goes into a speech, and how to deliver it. She has loads of techniques and ideas that come in handy. Read our article by her on page 84.
20 TW
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BRIEFING | SMARTS
KNOW YOUR RIGHTS – WOMEN IN THE WORKPLACE Dalia Lichtenstein, partner at the labour law specialist, Bagraims Attorneys, gives TW five of the laws of our land.
The Employment Equity Act promotes equal opportunity and fair treatment in employment through the elimination of unfair discrimination; and implementing affirmative action measures to redress the disadvantages in employment experienced by designated groups (which include women).
No person may unfairly discriminate against an employee on one or more grounds including gender, pregnancy, marital status, and family responsibility.
Affirmative action measures must be taken to ensure that suitably qualified employees from designated groups (which include women) have equal employment opportunity and are equally represented in all occupational categories and levels of the workforce. This includes such measures as skills development and goals to ensure equal representation.
The Labour Relations Act states that no employee may be unfairly dismissed based on discriminatory grounds, this includes the employee’s pregnancy, intended pregnancy or any reason related to her pregnancy. In essence, an employee who is dismissed as a result of reasons related to her pregnancy will be entitled to 24 months gross salary.
The Basic Conditions of Employment Act states that an employee is entitled to at least four consecutive months of maternity leave, usually starting from four weeks before the expected date of birth. New mothers may not return to work within 6 weeks after having had her baby unless certified by a medical practitioner or midwife. If she has a miscarriage during the third trimester of pregnancy or bears a stillborn child she is entitled to maternity leave of 6 weeks after the miscarriage or stillbirth. Payment of maternity benefits is determined by the Unemployment Insurance Act. The Department of Labour is responsible for providing maternity benefits. Maternity leave as far as the employer is concerned is unpaid unless the employers have implemented their own maternity benefit. Bagraims advocate that, at a minimum, employers should continue to contribute towards the employee’s medical aid during her unpaid period of maternity leave, in order to ensure the safety of her child.
THE BIG IDEA: SOCIAL MEDIA Joanna Oosthuizen, MD of Ogilvy Public Relations SA, and director of the new Social Oglivy SA, part of a world-wide roll out, tells TW that social media is here to stay. “Social Media, such as Facebook, Twitter and LinkedIn, has exploded over the last few years as brands have realised the importance of two-way communication with their consumers, and the opportunity to engage with and understand their target audience. It's really becoming a powerful communication channel that opens up a whole world of conversations, which is a very exciting place for a brand to be,” says Oosthuizen. It's not just corporates that are interested. Government brands have also jumped on the social media brand wagon, with Oglivy currently working on social media for the South African Post Office and Pikitup, for the city of Johannesburg's refuse removal. “Barak Obama used social media for his election campaign,” says Oosthuizen. “Now, with even our own Zuma and Zille tweeting, we are seeing that even politicians are using this platform to influence and get their message across.” “Blogging is also a key platform, although it's generally used by more social media savvy brands. South African brands are not in the same space as American or British brands. Simply put, we do not have the connectivity. But what's really opening Africa up is that more people are using these platforms on their mobile phones.” “Eighteen months ago, corporate and government brands were asking if they should be in social media. Now, the conversation is how can we be in social media? The next 18 months? The conversation will be more advanced with social media forming a critical path for communication.”
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ULTRA-PROTECTIVE BUMPER GUARDS Strengthens structural integrity with continuous casing inspired by automotive bumpers
HIGH-IMPACT X-BRACE 45™ HANDLE SYSTEM Patented system withstands extreme external forces from dynamic and static loads
SHOCK-ABSORBING WHEEL SYSTEM Unique bumper/truss wheel configuration redistributes shock and absorbs multiple impacts of up to 15 G-forces
TEGRA-LITE™
ULTRA LIGHTWEIGHT | SUPERIOR IMPACT RESISTANT EASY MANEUVERABILITY | SOPHISTICATED STYLE
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ULTRA-PROTECTIVE BUMPER GUARDS Strengthens structural integrity with continuous casing inspired by automotive bumpers
HIGH-IMPACT X-BRACE 45™ HANDLE SYSTEM Patented system withstands extreme external forces from dynamic and static loads
SHOCK-ABSORBING WHEEL SYSTEM Unique bumper/truss wheel configuration redistributes shock and absorbs multiple impacts of up to 15 G-forces
TEGRA-LITE™
ULTRA LIGHTWEIGHT | SUPERIOR IMPACT RESISTANT EASY MANEUVERABILITY | SOPHISTICATED STYLE
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Blazing a trail for wellness in the workplace
Glenda Noemdoe is passionate about helping companies become more profitable through employee wellness. By combining her clinical knowledge and business acumen, she is transforming the wellness industry in South Africa. NAME Glenda Noemdoe OCCUPATION Senior Operations Manager for Metropolitan Wellness QUALIFICATIONS BSocSC and MBA PREVIOUS PORTFOLIOS Clinical Social Worker at Lentegeur Psychiatric Hospital Executive Director: Sales and Marketing at The Careways Group
“Our integrated health risk management process ensures that we continually deliver on the promise of appropriate health and wellness management according to quality, cost and access.�
Glenda Noemdoe has operated at a senior management and executive level for more than 10 years and has led various functional areas within organisations, including sales and marketing, account management, operations and human resources. She started her career as a clinical social worker at Lentegeur Psychiatric Hospital where she managed one of the neuro-clinics. In 1997, she joined De Beers Marine to design and drive their Corporate Wellness Solution and in 2000 Glenda joined The Careways Group as the Executive Director for Sales and Marketing and later held the position of COO responsible for operations, account management, marketing and communication. In 2007 she moved to Dimension Data where she lead an HR team responsible for certain regions within South Africa as well as Emerging Africa and the Middle East. Glenda joined Metropolitan Health Risk Management as the Senior Operations Manager at the end of March 2011. She has a BSocSc (Hons) and an MBA. Her thesis on the area of people management became part of the course material for the MBA programme. Give a brief history of the company and your current products and markets. Metropolitan Wellness was established five years ago as a business unit of Metropolitan Health Risk Management. The primary focus of Metropolitan Wellness is taking corporate wellness programmes to the market. These programmes offer preventative and proactive healthcare solutions, which
include health risk assessments, employee wellness programmes, executive wellness programmes, occupational health, as well as absenteeism and incapacity management programmes. We target the public and private sector and medical schemes. As a thought leader and innovation champion, what strategy would you adopt to differentiate your current position in the market? We are already differentiating ourselves by offering our services within an integrated service delivery model. Our integrated health risk management process ensures that we continually deliver on the promise of appropriate healthcare management according to quality, cost and access. The integration and coordination of all employer-based health, HR and wellness initiatives, including the consolidation of medical scheme information, provides opportunities to identify and manage health risks at an earlier stage, thereby enabling targeted workplace interventions. What has been the latest development in the company to date and what do you plan for the future? We are working on having all our programmes ISO-certified. One of our programmes has already successfully passed the audit process. We will be the only company in South Africa that will have ISO certification for our absenteeism and incapacity management programme. The benefit to our clients is that they can rest assured that we have a total quality management system in place that drives the delivery of our services. The next phase is to
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FINANCIALS/ INVESTMENT COMPANIES | METROPOLITAN HEALTH RISK MANAGEMENT | TW INTERVIEW
take our employee wellness programme through the ISO certification process. How do you think your leadership has impacted on your peers and the industry in general? I am very focused and work with a clear vision and strategy, so I encourage my peers to balance the operations with the strategic direction of the unit. Within the industry in general, I hope I am impacting it by spearheading the integration of wellness and healthcare services so we can provide clients with concise, integrated client risk profiles and integrated outcomes reports that measure the real impact of our services and manage the disease burden within companies. What core practices, systems and strategies for success can you share with us? As a leader I think it is very important that everyone in the business understands our vision and strategy, and rallies around a common objective. I believe in playing to people’s strengths and giving individuals new challenges so they have the opportunity to grow both personally and professionally. Does your company have a development programme that moulds and strengthens this kind of talent? Everyone has a personal development plan, and the leaders are registered on formal leadership development programmes.
What is your view of the social networks, (Facebook, Twitter) and how they can be used to improve business or leadership? Social networks have a large role to play in our business and we have embarked on a project to determine how best to use social networks for growing our business and empowering the users of our services. Can you detail one kind of success that innovative thought leadership in your company has brought about? There are two: the integrated wellness service delivery model, and the achievement of ISO certification for our absenteeism and incapacity management programme. What key or important innovations do you have in mind or plan for the future? The development of employee wellness programmes that will proactively identify and address health and wellness risks leading to improved health and financial outcomes for our clients.
“I am very focused and work with a clear vision and strategy, so I encourage my peers to balance the operations with the strategic direction of the unit.” COUNT
Metropolitan Wellness Metropolitan Wellness is a unit within Metropolitan Health Risk Management, which is a subsidiary of Metropolitan Health. Metropolitan Wellness provides comprehensive, integrated health and wellness solutions to employer groups and medical schemes. Our dynamic, outcomes-based programmes are designed to holistically address workplace health issues. These programmes can be taken as stand-alone or as fully integrated, all-encompassing health and wellness initiatives. We work together with clients and our strategic partners to develop and customise solutions that address each organisation’s specific health and wellness needs so as to increase productivity and profitability. Metropolitan Wellness services include Employee Assistance Programme, Occupational Health, an HIV Management Programme and an Executive Health and Wellness Programme.
% METROPOLITAN WELLNESS
Number of employees Metropolitan Health Risk Management
620
Percentage of female execs /senior managers
34
5.48%
Percentage of female staff members (overall)
478
77.10%
Percentage of black female execs/senior managers
32
5.16%
Percentage of black female staff members (overall)
430
69.35%
Note: Black, unless stated otherwise, includes the African, Indian and Coloured race.
COMPANY INFORMATION
POSTAL ADDRESS PO Box 15079, Vlaeberg 8018 TELEPHONE 0800 21 23 36 WEBSITE www.metropolitanhrm.co.za
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1 Women are connected Is a computer keyboard a weapon in the fight for women's liberation? Women are embracing information communication technology as a tool to erase gender distinction in the workplace. Gavin du Venage investigates. trike a woman and you strike a rock’, is a familiar rallying cry from the past. Put a computer in her hand, and she'll probably strike back. Women have embraced information and computer technology with rampant enthusiasm, and this is beginning to be felt in the industry. Women now dominate social networks and blogs, according to the global consumer research firm Pew. Women view videos more than men, and spend more time connecting with people. For all the enthusiasm for technology however, women are still under represented in the ICT industry. Less than 20 percent of tech workers are female, and less than a single percent of the field’s management are black women, according to government figures. The Brainstorm CIO Directory 2011 puts these figures in even starker relief: of the 153 chief information officers listed in the directory, only 18 are women. The shortage of ICT professionals is not restricted to women; the industry as a whole desperately needs more people. The trick is getting the word out that a
job is waiting for anyone who has the right qualifications. “Our learners too need to be made aware of the many ICT career opportunities in computer science, information systems, information technology, software engineering and computer engineering,” André Calitz, a professor in the department of computing sciences at Nelson Mandela Metropolitan University, wrote in the Mail & Guardian recently. For women, this is an opportunity to enter a field that does not yet have the years of male-dominated baggage exhibited in more traditional industries. “Not only is the low participation of women in ICT a problem for women, but also for the industry and the country,” says the Council for Scientific and Industrial Research in a study published a few years ago. “Women are missing the increasing number of technology-related job opportunities and run the risk that technological developments will not be relevant to their needs.” This is one of the reasons behind the ICT being declared a chartered industry under the government's black economic empowerment drive. Promulgated into
law earlier this year, the charter sets a target of 10 percent of voting rights within the industry being in the hands of black women. The charter recognises that the country cannot compete in an increasingly global ICT market if half of its talented citizens are not participating. Women should be in the position to directly influence the ICT sector, which constitutes a central directive force in social development and economic growth. “It is not only just SA, but the world over, that recognises that women's enterprises are central and must be counted as part of those successfully growing the economy,” Deputy Minister of Trade and Industry Elizabeth Thabethe said at the 2011 Technology for Women in Business Conference last year. “South African women must think big and seek to provide solutions through technological innovation, not just for SA, but for global markets.”
“South African women must think big.”
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TRENDS | TECHNOLOGY
CREST OF A NEW WAVE
We are only beginning to see the full potential of hand-held gadgets, which are moving beyond just being devices on which to make calls and surf the web.
Smartphones are a must-have accessory for today's professional. Status symbol aside, many don't appreciate just how powerful a tool they can be. “Usually people have fancy phones, but they don't know all that they can use them for,” says Palesa Sibeko, a director at digital marketing firm Inquisition. “There's so much that can be done with them, and we are just at the beginning of using their full potential.” For Sibeko, tinkering with phones is a 'passion'. An ICT blogger and writer, she was bitten by the tech bug while studying for a degree in biochemistry. “I guess I was using forums, blogs and social media to stay in touch with people and communicate. One thing led to another and I went into the ICT sector instead of chemistry.” Her formal training is non-existent – largely because the esoteric skills required to carry out her work were simply not available when she entered the field. Sibe-
ko's early career was spent running a blog for Samsung, where she batted to-and-fro between customers and the company. “Blogs and social media are a good way to engage with people. Even if the feedback is negative, for companies it is a way of learning what consumers want, and what works for them.” She now uses her diverse skills and passion for technology to drive a brand new field – marketing across a digital platform. Even though the field is new, it is also evolving fast. “I suppose Facebook is still the most powerful tool for digital marketing. It was embraced enthusiastically by South Africans and many people use it here.” She is less sure if this will continue indefinitely. “It’s a question of whether it will stay that way; there are so many other contenders now for people's attention.” Twitter, Pinterest and other social media are pushing up against the mighty Facebook
fortress. And some of these are better suited to the Smartphone phenomenon than Facebook is. Although smartphones are still relatively new on the market, Sibeko believes they are set to become a powerful tool for marketers. As more and more applications appear – apps to the technoscenti – phones could rival computers as the internet tool of choice, something some industry analysts say is already happening.
“I suppose Facebook is still the most powerful tool for digital marketing.”
WRANGLING BIG DADDY
Quietly humming away to itself, the continent's most powerful data processor, the CSIR's supercomputer, is putty in the hands of its wrangler, a black woman who adores the beast. When Dorah Thobye headed for university, it was with a dream of going into business – she hoped to gain a degree in accounting. Instead, she quickly fell in love with the essential tool of commerce – the computer. “I'd never touched a computer before,” she says. “I wondered, ‘what was this thing?’” Thobye quickly fell in love with computing and all it could do. “It's
my passion now. I absolutely love, love working with computers.” Today she oversees one of a handful of supercomputers in Africa, and the most powerful on the continent. Its specs are mind-boggling. It has 23 Tetrabites of RAM and 2 800 processor cores, generating 60 trillion floating-point operations per second. It was recently inducted into the
prestigious list of the 500 fastest computers in the world. It’s primarily used by researchers who would have to spend months, or years, trying to analyse huge packages of data. Scientists working to solve problems such as HIV/Aids, malaria and climate change, use it to build complex mathematical models. It will also play a significant part in crunching data for the u
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Be the woman who makes it happen Be healthy. Be strong. Live well.
Encourage those you know to give their unborn babies the best chance in life by avoiding alcohol and maintaining a balanced diet when pregnant and breast-feeding. FASD is caused by drinking during pregnancy. It impedes children in their learning and their socialisation as it affects their intellectual and behavioural development. It can also affect their organs. FASD is preventable but irreversible. The child who has FASD has its growth and opportunities stunted for life.
With the help of organisations such as the Distell Foundation, FARR (the Foundation for Alcohol Related Research) diagnoses and researches Fetal Alcohol Spectrum Disorder (FASD). FARR also runs awareness programmes that try to prevent FASD.
As a woman you have the power to help prevent FASD. Use your power! Persuade every pregnant woman not to drink alcohol while she is pregnant. The Distell Foundation is a proud supporter of FARR, a world-leader in its field.
F O U N D A T I O N
See www.farr.co.za
Advertorial REPRO HR.indd 2-3 Distell CSI editorial FARR.indd 2
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Square Kilometre Array (SKA), the world's largest radio telescope soon to be built in the Karoo. Part of Thobye's job is travelling to conferences and scientific gatherings to promote the computer as a resource. Most recently she flew to Germany, to present a paper on the CSIR's supercomputer activities.
“Sometimes I will go to a presentation and stand up in front of an audience, and people will be surprised that someone like me, Dora, can talk about the computer,” says Thobye. “But what they are interested in is results. Soon it is no big deal for them to be listening to a woman.” The respect that comes with being one of a handful of supercomputer experts
worldwide is a big part of her passionate feelings for the job. “I really do love it. That's why I am still here today, doing this.”
“I really do love it. That's why I am still here today, doing this.”
AND THE GEEKS SHALL INHERIT THE EARTH Gender issues are quickly swept away when there are important topics like new apps, iPads and Star Trek that demand urgent attention.
“The way the trends move can be demanding, but it’s also addictive.”
“I am the happiest geek I know,” says Kath Roderick, a platform strategy advisor at Microsoft South Africa. “I can even do the Star Trek split finger salute. This is the time of the nerds – we have returned!” Roderick, who says that if gender issues do crop up she ‘hasn't noticed it’. She is part of a new wave shaping the tech industry today. The industry, she says, not only needs computer graduates, but people who are 'technology entrepreneurs'. “So yes, we may be nerds; but look at the toys we get to play with,” she says. “There are apps being designed for women; for men, for mothers and for fathers. All these have to be written by someone. It would not be possible to meet this volume of creativity by only drawing on male computer engineers.” Her own background is fine art and design; but after tinkering around with web design, she found herself at the hub of one of the world's great names in computer engineering. It's an exciting world where change happens in nanoseconds. “The way the trends move can be demanding, but it’s also addictive,” she says. “It means keeping up with developments and understanding them.” For women, technology is liberating – in the way they can use it, and in the career potential it offers. “It’s important that girls are exposed to it at an early age, because if they are not, they may not realise how creative it all really is.”
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NATIONAL GOVERNMENT/ NATIONAL GOVERNMENT AGENCIES | WIPHOLD | TW PROFILE
TOP WOMAN: LOUISA MADIAKO MOJELA Louisa is a founder and Group CEO of Wiphold. She has held positions at Standard Corporate and Merchant Bank and Development Bank of Southern Africa (during which time she was seconded to the World Bank in Washington DC), and the Lesotho National Development Corporation. Louisa graduated with a Bachelor of Commerce degree from the National University of Lesotho. She also completed the Executive Leadership Program at Wharton School of Business at the University of Pennsylvania. In 2000, Louisa was selected as one of 40 women from different continents and countries for 'The Leading Women Entrepreneur of the World'. In 2008, Louisa was recognised as one of South Africa’s most influential women in business and government. In May 2009, Louisa was the winner of the Inaugural African Business Leadership Award in Dakar, Senegal by the African Development Bank (AfDB). In January 2010, Louisa received The Builders of the African Economy Award in Abidjan, Ivory Coast. Louisa serves on several boards including Distell, Sun International, ABB SA, Sasol Mining and Life Healthcare Group Holding (Pty) Ltd.
NATURE OF BUSINESS Activity: Investment and operating company owned and managed by black women dedicated to the empowerment of black women WIPHOLD Mission • Creating and improving shareholder value • Building sustainable business operations and a strong balance sheet • Influencing the economic landscape for the benefit of women • Providing opportunities for talented young black women professionals to operate at senior levels in business • Finding creative ways to do business with the poor in rural and peri-urban areas in a manner which both empowers them and grows the bottomline of WIPHOLD and our investee companies WIPHOLD Values • Sound corporate governance • Integrity • Honesty • Accountability to all stakeholders • Pushing beyond boundaries
>50.1%
FEMALE SHAREHOLDING
>50.1% FEMALE EXECUTIVE DIRECTORS/ SENIOR MANAGEMENT
COMPANY INFORMATION COMPANY SYNOPSIS Business sector: Investment Holdings Employees: 29
GENDER EMPOWERMENT STATISTICAL OVERVIEW
WIPHOLD – A brief history 1994: Founded by four successful women executives as an organisation dedicated to women’s empowerment with R500,000 seed capital. Grew from strength to strength as a passive investment trust 1997: Initial Public Offer to women throughout South Africa (R25-million) 1998: Rights offer to women (R76-million); Private placement with institutions (R424million) 1999: First women’s group to be listed on the JSE; embarked on operational financial services strategy 2003: Scheme of arrangement – bought out minorities, delisted and increased economic ownership of black people and women 2004: +WIPHOLD entrenches itself as a leading investment and operating company owned and managed by black women GENDER EMPOWERMENT & SED Programme: Women Development Trust Fund (Bursary Scheme) Description: To support previously disadvantaged students with higher education
>50.1%
FEMALE STAFF
CONTACT INFORMATION Group CEO & Chairman: Louisa Madiako Mojela CEO of WIPCAPITAL: Gloria Tomatoe Serobe Marketing & Communications: Debra Marsden Chief Financial Officer: Nontobeko Ndhlazi Other executives: Gugu Dingaan, Jannie Stockenstrom, Shaun Rosenthal Physical address: 29 Central Street, Houghton 2198 Postal address: PO Box 87277, Houghton, Johannesburg 2041 Telephone: +27 (0)11 715 3600/3500 Fax: +27 (0)11 715 3612 Email: contactus@wiphold.com Website: www.wiphold.com
HOT TIPS FROM THE CEO: LOUISA MADIAKO MOJELA 1. 2. 3.
Let us not forget to mentor those who come after us, they must transcend us. Let us not forget to give back to our communities, they have contributed to our success. Let us learn from our mistakes, pick up the pieces and move forward with positive attitudes.
www.wiphold.com
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2 Women are moving onto boards “If Lehman Brothers had been ‘Lehman Sisters’, today’s economic crisis clearly would look quite different,” Christine Lagarde, the recently appointed head of the IMF and former finance minister of France said recently. Gavin du Venage reports.
Christine Lagarde, first woman to head the International Monetary Fund
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TRENDS | BOARDS
BOARDROOMS – still a man's world Men still dominate corporate hierarchy, but the glass ceiling is beginning to show cracks. Fewer than one in ten businesses are led by women, an indication that it remains difficult for them to reach the very top of the business world, according to a report by global research firm Grant Thornton entitled 'Women in Senior Management: Still Not Enough'. Australia is the leader when it comes to the representation of women on boards – it has three out of ten of its businesses led by women. Botswana and Japan are ranked at the bottom, with fewer than 3 percent of its boards having female executives. Some regions perform better than others. The BRICS nations – Brazil, Russia, India, China and recently added South Africa – average out to having more than a quarter of their companies led by women.
And while women may be thinly represented overall, they have taken on linchpin roles across the globe. “The past 12 months have seen women take the lead in some of the toughest economic and political environments,” the report notes. “Christine Lagarde became the first female to head the International Monetary Fund; Angela Merkel, the German Chancellor, has emerged as the key figure in solving the eurozone sovereign debt crisis; and Maria das Gracas Foster has taken over at Petrobras, becoming the first woman to run one of the world’s top five oil companies.” Women also head governments in countries such as Argentina, Australia, Brazil and Thailand.
TIME’S UP
Corporate culture, not a lack of willingness to hire, keeps women out of executive roles. Many companies are eager to hire women into senior posts, but a traditionally rigid nine-to-five culture that clashes with family is a major cause of female executives turning down jobs for which they qualify. The difficulty of placing women in executive posts is not a shortage of willing companies, but that all too often the corporate culture itself means potential candidates exclude themselves. Debbie Goodman-Bhyat, managing director of executive head-hunting firm Jack Hammer, says the traditional corporate structure is frequently too inflexible to accommodate suitable women professionals. “Companies want to have diversity in their management structure,” GoodmanBhyat says. “But because of the corporate culture women choose not to take up a post.” Regardless of the vast changes to gender roles over the past half-century or so, women still remain the primary homemakers; they oversee the raising of children and taking care of family, even if they do have domestic help. “Women still desire to have balance,” says Goodman-Bhyat. This makes fitting into office-bound corporate positions difficult. Meetings scheduled at 7am will often exclude a mother who has to wrangle children from their beds and get them into a presentable condition in which to walk through the school gates. “There needs to be recognition that people could still be productive outside the traditional corporate structure. Don't schedule early morning meetings; and recognise that women can still add value while working flexible hours or filling in a certain amount of time from home.” Possibly as a result of these issues, the gender split at executive level still remains heavily weighted towards men – around 70:30. Goodman-Bhyat says that for executive headhunters, this means a much smaller pool to draw from. “In some sectors this is even more heavily weighted towards men – up to 90 percent. In others, the ratio is better. Overall though it’s what we see internationally.” To swing the balance to reflect the reality that women make up half the adult population, attitudes need to change. “Companies are always looking for people with excellent leadership qualities,” she adds.
The issue goes beyond mere representation. The more women at board level, the better a company does, the report says. “Research has shown that stronger stock market growth is more likely to occur where there are higher proportions of women on senior management teams.” South Africa does not fair too badly, and the country has seen the proportion of women on boards of JSE listed companies more than double since 2004. However, they still represent less than one in six of all members.
TOP OF THE BOARD Overall, South Africa does not do too badly in getting its women into senior professional positions. Here are just a few of them who have cracked the glass ceiling. Cynthia Caroll heads up AngloAmerican, the world's third largest mining company. She's shattered not only the laddishness of the famously insular corporation, but is also the first outsider to be named CEO, a position she's held since 2007. Nombulelo Moholi is the CEO of Telkom. A graduate of Harvard Business School, she has her work cut out trying to modernise a company that grew fat after years of monopolistic protection. Maria Ramos has been in charge of Absa, one of the country's biggest banks, since 2009. Previously she dragged Transnet, the state-owned dinosaur mishmash of railways, ports, and trucking firms, into the 21st century. Under her tenure Transnet emerged into a sleek logistics firm. Gill Marcus is a bankers' banker. She may not be as obtuse as some of her forebears, preferring plain speech to gobbledygook, but when she does open her mouth; markets shudder, and move accordingly. Siza Mzimela is the first woman to run South African Airways, the country's national carrier. She has to play the consummate diplomat, balancing the demands of public opinion and ever irascible parliamentarians, who speak for the airline's main shareholder, the government. u
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OF THE BEST... AND WORST Women make up more than half the South African population and 45 percent of the workforce. This is not reflected in the leadership of the workforce. Women constitute less than 10 percent of CEOs, chair of boards of listed entities and State Owned Enterprises (SOEs). Some companies perform better than others. The Business Women’s Association of South Africa (BWASA) conducts an annual Women in Leadership Census. In their most recent (2011) census of JSE listed companies and SOEs they list the best, and worst, performing companies when it comes to putting women on boards and in executive positions.
TOP 10 BEST PERFORMING JSE (MAIN BOARD) LISTED COMPANIES COMPANY NAME
TOTAL DIRECTORS
% FEMALE
TOTAL EXECUTIVE MANAGERS
% FEMALE
Adcorp Holdings Limited
51
33.3
92
62
African and Overseas Enterprises
14
28.6
17
76.5
African Media Entertainment
32
31.3
24
58.3
Anooraq Resources Corporation
9
33.3
5
40
Colliers SA Holdings Limited
14
28.6
10
40
Efficient Financial Holdings Limited
12
33.3
8
37.5
Merafe Resources Limited
10
40
3
66.7
Paracon Holdings Limited
21
52.4
28
64.3
Rex Trueform Clothing
5
40
6
50
Woolworths Holding Limited
13
30.8
10
50
TOP 10 BEST PERFORMING STATE-OWNED ENTERPRISES COMPANY NAME
TOTAL DIRECTORS
% FEMALE
TOTAL EXECUTIVE MANAGERS
% FEMALE
Airports Company South Africa
10
70
12
33.3
Alexkor Limited
6
50
2
50
Development Bank of South Africa
24
29.2
11
27.3
Independent Development Trust
6
50
6
50
SA Forestry Company Limited
10
50
11
36.4
South African Airways (Pty) Ltd
30
43.3
11
36.4
South African Broadcasting Corp.
11
36.4
15
40
South African Express (Pty) Ltd
11
27.3
12
33.3
South African Post Office
32
43.8
15
33.3
Trans Caledon Tunnel Authority
12
33.3
9
55.6
TOP 10 WORST PERFORMING JSE (MAIN BOARD) LISTED COMPANIES COMPANY NAME
TOTAL DIRECTORS
% FEMALE
TOTAL EXECUTIVE MANAGERS
% FEMALE 0
Bauba Platinum Limited
35
0
3
Brait South Africa
12
0
6
0
Esorfranki Limited
29
0
7
0
Gold One International Limited
14
0
6
0
Great Basin Gold Limited
14
0
8
0
Masonite Africa Limited
12
0
2
0
Mercantile Bank Holdings Limited
16
0
3
0
Platmin Limited
13
0
5
0
Sovereign Food Investments Limited
11
0
2
0
GETTING TO THE TOP Use allies to climb the corporate ladder
“To become a successful leader a woman needs to make friends on the way to the top,” says Teryl Schroenn, CEO of Accsys, one of the country's leading management supply firms. “As a junior manager with ambitions to higher office you need to build a team around you,” says Schroenn. “You will always need people who you understand, and who understand you.” It is also important to take yourself seriously; management aspirants need to keep informed about the industry they are in, so they are able to project themselves in a way that is authoritative. “It’s unfortunate,” she notes, “but first impressions do count. So it is very important to be aware of this. You create your own brand.” She adds: “You should manage to do this, even if you don't play golf!” Being a manager is ultimately about how you develop relationships. “Get involved and let people see that you are a force to be reckoned with.” Schroenn confesses that it has not always been easy. “There were times when it was tough – when I would just lose it. And there were opportunities missed, because I had other things to attend to. But then, that's something you have to accept.” Ultimately though, there's no need to abandon a sense of fun. Seriousness is what gets you respect, but its enjoying what you do that makes it all worthwhile. “I love management. And I love technology. If you don't love what you do, why do it at all?”
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TRENDS | AGRICULTURE
3 African women feed the continent Women are the 'keepers of the seed' and produce more than 70 percent of the continent's food. Now female farmers are rising in visibility. Gavin du Venage explores this trend. he single most important source of food in Africa is crops grown by women, who provide more than two thirds of all the continents agricultural products. It’s a sight familiar to anyone who has travelled in Africa; a woman, hunched over a hoe, scratching at the earth as she prepares the soil for planting. It’s also a scene many would like to change, from one of backbreaking poverty to modern, commercial agriculture. Two out of three African women work in the fields, according to the United Nations Food and Agriculture Organisation. They produce the vast majority of the continent's food, and grow, sell, buy and prepare food for their families. In spite of this, few women have control over the land they work. They
have little access to vital necessities such as fertiliser, credit and technology. “A combination of logistical, cultural, and economic factors, coupled with a lack of gender statistics in the agricultural sector, mean that agricultural programs are rarely designed with women’s needs in mind,” says Lindiwe Majele Sibanda, CEO of the Food, Agriculture and Natural Resources Policy Analysis Network (FANRPAN). “Africa has an oral culture and yet we do not talk enough – at local, national or regional levels,” she says. “The dialogue concerning agricultural issues is happening at the international level, where a few speak for the majority, and not on behalf of the majority.” It takes pluck, luck and a lot of sweat to make a farm work. Its fate is tied to the weather, and its produce is at the mercy of insects, vermin and harshest of all perhaps, market traders. For women, whether
they are involved in commercial farming or subsistence agriculture, these conditions make earning a living challenging in the extreme. Add to that legal uncertainty – whether it’s the lack of tenancy for a woman tilling tribal land, or a commercial farmer faced with urgent demands for redistribution, and you have an industry that is not for the timid. While some farmers plough the rich earth of the Free State, others work tiny patches of land in squatter communities such as Orange Farm, south of Johannesburg. u
“Africa has an oral culture and yet we do not talk enough – at local, national or regional levels.” TW 35
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FOR FARMERS’ WIVES, THE DAY IS NEVER DONE. Being married to a commercial farmer is to become a business partner in an increasingly complex operation. Agriculture is so deeply ingrained in the Afrikaner community that its people are frequently referred to as 'boers' – the Dutch word for farmer. Part of the African fabric for several centuries, they have endured as sons, and daughters of the soil. “People always need to eat, so the country is always going to need farmers,” says Henrietta Schoeman, president of the South African Women's Agricultural Union. “As the wives of farmers, we support our men in their business – and it’s a tough activity these days.” The organisation has existed since 1931, founded initially to provide education and support for farmers' families. Today, it fills much the same role, particularly as more often than not, while a farmer is overseeing the fields, it’s his wife who handles the increasingly complex administration that underpins modern agriculture. “The problems of farming are more than just about nature. You can't do much about rain or drought- that is simply part of the business,” she says. “What keeps us awake at nights now are things like labour law, and the pressure to give up land to other communities.” Schoeman says her husband goes to work not knowing whether or not he will have a farm in the years to come. Pressure to redistribute land to black farmers who
were dispossessed during white rule is mounting on the government. For farmers, this is a cause of great uncertainty. “It is a difficult, complicated situation. I have a lot of respect for farmers – they live with this question every day but still go to work each and every morning.” At the same time, stringent health and safety regulations, especially for exporters to regions such as the European Union, add to the administrative burden: “I'm up to my eyeballs in paperwork right now,” she says ruefully. The role of farmers' wife extends beyond admin, however. It is she who has to provide a sympathetic ear when a farmer stomps in after another day of watching crops wither in drought or suffer mildew when there's too much rain. “We are the people who listen,” Schoeman says. “It is the most intensive job and the day's work is never done.” Occasionally, there is respite from the pressure. It has been a good season in Mpumalanga, where the Schoeman’s have their farm. The rains have come on time, and like clockwork, the sun has poured its energy onto the seedlings, which have flourished under its warm glow. “Now with harvest going on everybody is smiling. These are the times when it’s good to feel the soil under your feet.”
“Pressure to redistribute land to black farmers who were dispossessed during white rule is mounting on the government. For farmers, this is a cause of great uncertainty.”
FEMINISM TAKES ROOT IN CAPE AGRICULTURE INDUSTRY
The Western Cape is where commercial agriculture in South Africa has its roots. It is also one of the toughest environments for a woman to be in. Few industries have undergone the sheer range of change that farming has over the past decade and a half. Farmers have shifted from having long-term employees living on their property to hiring part time seasonal workers, many of whom live in
desperate conditions on the fringes of farming communities. It is here that the Women On Farms project spends its time working among communities, in an area where women are often the very lowest on an already
basement-level pecking order. “We find a very high level of violence against women,” says Glynis Rhodes, the women’s health and empowerment programme coordinator at Women On Farms. “They face illegal evictions,
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unsafe work environments and of course violence at home because of the high level of alcoholism endemic in farming communities in the Western Cape.” “It's ironic because we also see the 'femininisation' of the industry – women are being hired in greater numbers because they accept less pay, and as seasonal workers, get fewer benefits.” At the same time farmers themselves are quitting the industry in ever larger numbers – either finding jobs in the formal sector or leaving the country altogether. With farming skills in great demand in the rest of Africa, many prefer to move to where they have fewer regulations to worry about.
“When they leave, their workers are left behind and we have to assist greater numbers of homeless workers,” says Rhodes. For an organisation like Women On Farms, providing practical assistance to families kicked off farms, or shelter to abused women, is only part of the process; just as important is letting women speak for themselves. “Women living in these conditions may appear stuck, but we have seen changes, driven by the women themselves,” explains Rhodes. A few years ago Gertruida Baartman, a fruit picker from the Elgin district Western Cape, travelled to London to tell Tesco's bosses that she and her
GLOBAL WARMING HITS RURAL WOMEN HARDEST
colleagues worked in appalling conditions for low wages. This year, a delegation visited the Rio+20 conference, to speak on changing weather patterns and how it affects their lives as farm workers. “If women can speak up for themselves, and from their own level, they are unstoppable,” Rhodes adds.
“It's ironic because we also see the 'femininisation' of the industry – women are being hired in greater numbers because they accept less pay, and as seasonal workers, get fewer benefits.”
“60 percent of chronically hungry people in Africa are women and girls.”
Climate change is altering the environment on which we all depend, but for rural women, for whom weather is life or death, global warming has profound implications. Two thirds of African women depend on the soil for a living, according to the UN. With erratic weather patterns now seemingly inevitable, the continent needs to begin preparing for their onset. One way would be to listen to women, many of whom have intimate knowledge of the micro-climates in which they operate. “Women also have the indigenous knowledge needed to increase food security, prevent environmental degradation and maintain agricultural biodiversity,” Minister of Women, Children and People with Disabilities Lulu Xingwana told the Commission on the Status of Women (CSW) at the United Nations earlier this year. “Rural women must therefore be involved in all aspects of adaptation and mitigation efforts in their communities.” According to the UN, around 60 percent of chronically hungry people in Africa are women and girls. Any effort to eradicate malnutrition and starve off the effects of climate change therefore has to
“Women also have the indigenous knowledge needed to increase food security, prevent environmental degradation and maintain agricultural biodiversity.” involve them, says Xingwana. For this reason South Africa's rural development policies tend to focus heavily on women. Without them, the countryside could become barren and food security threatened.
Clearly, this is a message women themselves feel the need to get across; at the Durban climate change summit last year hundreds of women arrived by the busload to chant and sing outside the halls where politicians had sequestered themselves. “You know, we feel the impact of climate change, but it is difficult for us to understand it,” Ana Paula Tauacale of the National Union of Farmers of Mozambique, told IRIN. Sometimes we have a lot of rain; sometimes we have none at all.” While leaders squabble and haggle over industrial policy, it is women who feel the effects. “The problem affects us as women because we are the main food producers and we depend on the rain,” Tauacale adds. “We are not like men, who can migrate to find work elsewhere.
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We are family. Like you, Foskor is part of a family. We work hard for you in a responsible and sustainable manner to produce the raw materials that are used in our daily lives. We take care of our environment so future generations can thrive and enjoy a better quality of life.
www.foskor.co.za
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MINING/ OTHER MINERAL EXTRACTORS & MINES | FOSKOR | TW PROFILE
TOP WOMAN: SARAH LUTHULI Sarah Luthuli is honoured for her contribution towards skills development at Foskor with a specific focus on graduate development and learnerships. Her qualifications include: MBA and various executive qualifications from leading international business schools, INSEAD (France) and IDM (Switzerland). The Graduate in Training program embraces, encourages and supports Foskor graduates to unleash their potential and strive to be dynamic, ambitious and highly skilled employees. This ultimately forms a critical driver of the succession pipeline at Foskor. The learnership programmes are aimed at improving the skills of the workforce and also address the scarce skills. Accredited learnerships are offered in the engineering and chemical processing fields and skills programs address the mineral excavation, metallurgy and SHEQ disciplines. This is aimed at improving the skills of the workforce and is also offered to unemployed members of the local communities. The skills programmes is facilitated through Training Simulators that use virtual reality and deliver cutting-edge technologies which dramatically increase realism to ensure operator optimisation and business improvements.
COMPANY SYNOPSIS Business sector: Mining and manufacturing Employees: 1,875 (as at 31 March 2011) Turnover: R4.6-billion Activities: Mining and beneficiation of phosphate rock and subsequent production of phosphoric acid and phosphate-based fertilisers FORWARD OUTLOOK Over the next five years Foskor aims to
25.1%-50% FEMALE SHAREHOLDING
25.1%-50% FEMALE EXECUTIVE DIRECTORS
COMPANY INFORMATION COMPANY PROFILE Foskor (Pty) Ltd is a proudly South African producer of phosphates and phosphoric acid with international exposure. Foskor unlocks shareholder value through the profitable, responsible and sustainable beneficiation of phosphate rock into either phosphoric acid or phosphate-based granular fertilisers sold globally. Foskor is one of the largest suppliers of phosphoric acid to India, known to be the world’s largest phosphoric acid market. Domestically, Foskor is the leading supplier of granular fertilisers, i.e. diammonium phosphates (DAP) and monoammonium phosphates (MAP) and variations thereof. The phosphate rock concentrate is sold locally to other fertiliser producers and used as a raw material to produce phosphoric acid, the latter of which is exported to India, Japan, the Netherlands, Bangladesh, Dubai and Mexico.
GENDER EMPOWERMENT STATISTICAL OVERVIEW
grow distribution networks through the market diversification strategy and to focus on product diversification through both acquisitive and organic growth to balance the company’s portfolio, steady sales volumes and protect cash flow during economic downturns. GENDER EMPOWERMENT & SED Foskor’s human capital strategy is aimed at attracting and retaining scarce skills, developing a talent pool and skills pipeline, rewarding excellence generously, fostering sound employee relations in a stable work environment, and encouraging diversity through transformation. Foskor is committed to empowering staff and local communities, uplifting the less privileged while protecting the human rights of all and promoting gender equality. CSI initiatives: Dinaledi Schools Project, Selema Tsela Drop-in Centre, Cattle Project, e-Learning, Farming Market Day, UniZul Science Centre, Indigenous Home, Enseleni Zululand Birding Route, Business Against Crime, Ntambanana Community Centre, Arc Grain Crop Institute, Foskor Primary School, Zululand Centre for Sustainable Development, Protec, University of Fort Hare Foundation (UFH), skills development, housing for orphans and widows, beading training in Mandlanzini, farming, copying learning material
5%-25% FEMALE STAFF
CONTACT INFORMATION CEO: MA Pitse VP Rock & Copper Division: J Horn Chief Financial Director: TJ Koekemoer VP Sales & Marketing: G Skhosana Stakeholder Communications: Karen Smith VP Corporate Affairs: SS Sibisi VP Human Capital: XS Luthuli VP Logistics and Procurement: KM Cele VP Acid: NV Nkomzwayo VP Strategy & New Business Development: MP Mosweu Physical address: Block G, Riverview Office Park, Janadel Road, Midrand Postal address: PO Box 2494, Halfway House 1685 Physical address: 27 Selati Road, Phalaborwa, Limpopo Province 1390 Telephone: +27 (0)11 347 0600 Fax: +27 (0)11 347 0630 Email: karens@foskor.co.za Website: www.foskor.co.za
FAST FACTS FROM THE CEO: MA PITSE 1. Vertically integrated producer of phosphate rock, phosphoric acid and granular fertiliser 2. Second South African company with DEKRA Gold 3. Exports phosphoric acid to Bangladesh, Indonesia, Japan, Europe, Dubai and Mexico 4. Aims to increase sales outside India to 30% by 2013
www.foskor.co.za
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4
Women are role models
There are young, dynamic and successful businesswomen emerging as role models for a new generation. It has been said that the best way to pursue anything is to begin with the end in mind. Role models are pretty much that desired end. They serve as a compass to many young people’s aspirations. They are the real life portraits of the movie characters that we are all attracted to – the dangerous combination of talent and hard work. Babalwa Mkobeni finds those gems.
IPELENG MKHARI – MILLION DOLLAR BABE She had her mind set on an idea and followed it with all heart.
REDI TLHABI – A VOICE TO BE RECKONED WITH Born in Orlando East, Redi Tlhabi is one of the most highly respected current affairs journalists in South Africa. Tlhabi is currently the voice and ears of many South Africans, both young and old, on her radio show 702 and 567 CapeTalk. A keen runner with two Comrades under her belt, Thlabi has also mastered a couple of laps in her career including being an MC for the CNN Journalist of the Year Awards and Women of the Year Awards, columnist for Fairlady and senior news anchor at etv’s new 24th satellite news channel. She effortlessly presented current affairs programmes such as Today in Afrika, Interface, Rights and Resources and has coproduced the thought-provoking documentary on President Thabo Mbeki. Tlhabi has proven that she has her heart in the issues at hand when she led a group of women in miniskirts in protest against sexual harassment after a young woman was attacked at a taxi rank for wearing a mini skirt. With her love for politics and her need to be part of South Africa’s evolution, the question remains ‘SoWeTo’ from here Redi?
Ipeleng Mkhari took a job as the marketing director of a CCTV company straight after varsity. Her entrepreneurial heart soon took over when just a year later she founded Phosa Iliso CCTV in 1998, the first black-owned and managed CCTV business in South Africa. With no initial capital to start up her business, Mkhari approached a bank with her first contract from the Kunene Brothers and a business plan. That same business became the seed of what is today the largest wholly black-owned property management company in SA, Motseng Investment Holdings. As co-founder of Motseng Investment Holdings, Mkhari serves as COO and CIO. Mkhari says that the three things she believes are at the top of her advice list for young women who want to make it to the top are: j Confidence. Nothing beats confidence. k Planning. Plan, plan and plan some more. l Nothing comes without sacrifice, don’t believe anyone that tells you otherwise.
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TRENDS | ROLE MODELS
PHUTI MAHANYELE – FAST RISING STAR Ramaphosa began to pursue her aggressively until she agreed to join his team a year later. Phuti Mahanyele (formerly Malabie) is a striking female star in a largely male world and was ranked as one of the world’s top businesswomen by the Wall Street Journal four years ago. Born in South Africa she was educated in the United Kingdom and the United States and began her career at Fieldstone’s New York offices in 1997, specialising in the financing of infrastructure assets. There she began a steady upward march and within a few years was appointed one of the international firm’s vice-presidents. In 2003 she turned her mind to the Development Bank of Southern Africa to head up the South African project finance division, but her time there was short-lived. Cyril Ramaphosa began to pursue her aggressively until she agreed to join his Johannesburgbased team a year later, starting out as the MD of Shanduka Energy. Two years ago she was appointed CEO of the entire Shanduka Group. All this by the age of 40. Not a bad track record and definitely a profile to watch over the next few years. u
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KHANYI DHLOMO – DESTINED FOR SUCCESS
Khanyi Dhlomo stepped on the media platform in 1995 as the first black newscaster for SABC 1 and soon became the country’s media sweetheart while she was still a journalism student at the University of Witwatersrand. In pursuit of her love for the editorial side of media, Dhlomo took a job as a fashion and beauty assistant for True Love magazine. Destined for success, she soon became the editor of True Love at age 22 where she doubled True Love’s circulation from 70,000 to 140,000 in just one year. In 2003 she embarked on a journey to Paris where she took on a job as manager of South Africa’s Tourism Board. Relentless for success Dhlomo did her MBA degree at the Harvard Business School and as good fortune follows her, she met Jonathan Newhouse, publisher of Vogue, who became a mentor to her. Dhlomo returned to South Africa fully equipped to go into a joint venture with Media 24 as co-founder and MD of Ndalo Media, which publishes Destiny and Destiny Man. She is also a director of the Foschini retail group and sits on the board of the University of the Stellenbosch Business School. Dhlomo has been a role model to many young women across all cultures, not only having made it, but also being a complete representation of her Destiny brand, beautiful and powerful. Needless to say why she was selected as a World Economic Forum Young Global Leader in 2010. She is married to Nigerian-American Chinezi Chijioke, who is from Arochukwu, Abia State. The couple met in 2005 at a fundraiser for the African Leadership Academy.
MARISSA MAYER – EVERYWHERE AND BEAUTIFUL
Marissa Mayer has become the face of Google and there is no stopping her.
Google's Marissa Mayer says regular time off helps relieve the stress of 90-hour workweeks.
Ice blonde and beautiful, Marissa Mayer was famously Google's first female engineer and 20th employee before she climbed the ranks to become VP. The 37-year-old, mega-millionaire and self-described “geek” joined Google in 1999 shortly after achieving a computer science masters from Stanford University. She turned down a teaching job at Carnegie Mellon, among other opportunities, in order to join the Silicon Valley start-up with a silly name. She told CNN she made a lot of good decisions that year. "Those decisions all had two things in common: I always surrounded myself with the smartest people I could find, because they make you think about things harder. "And I always did something I was a little not ready to do. I think that's how you grow. When there's that moment of 'Wow, I'm not really sure I can do this’, and you push through those moments, that's when you have a breakthrough. Sometimes that's a sign that something
“ I always did something I was a little not ready to do.”
really good is about to happen. You're about to grow and learn a lot about yourself." Mayer is married to Zack Bogue, a lawyer/investment manager/athlete/ philanthropist and is regularly in the pages of glossies like Vogue and Marie Claire. Besides nurturing her own self-belief, Mayer says it's also important to work for people who believe in you. She advises seeking out mentors "who aren't just looking at what they can get from you in order to advance the company, but are also investing in you and what you're going to be doing in 10 years and preparing you for that next step."
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UTILITIES/ ELECTRICITY | ESKOM | TW ADVERTORIAL
Reducing your electricity bill You could swing into action today and give your home and lifestyle an energy efficiency makeover.
Switch and save – for free You can start saving 10 percent on your electricity bill this instant without spending a cent; it’s so simple to save it could become a habit: • Turn down your geyser’s thermostat to 600C; you can reduce geyser’s energy usage by about 11 percent by simply turning it down. • Use hot water sparingly; every time you turn on the hot water tap, the geyser kicks in. • Don’t bath – shower instead; make it hot and short. • Switch off lights in all unoccupied rooms. • Postpone switching on a space heater; put on an extra jersey, snuggle under a blanket, and put a hot water bottle on your lap. • Keep windows and doors closed when heaters or air conditioners are in use. • Check for gaps around windows and under doors; seal them, hot air escapes very quickly in winter. • Your TV, computer and DVD player; don’t leave them in standby mode, they still use up to 50 percent of their operating power: switch them off at the power button. • Make sure you close the fridge door properly after you’ve opened it. • Don’t use the microwave to defrost food; put frozen food in the fridge and let it thaw during the day while you are at work. • Only boil enough water for the number of cups of tea or coffee you’re making. • And remember to set the geyser and pool pump to run outside 5pm and 9pm, the period of peak demand for electricity in South Africa.
Switch and save – by spending a little You can save up to 30 percent on your electricity bill by spending small amounts of money on energy efficiency that will earn you big savings in the long run: • Energy saving lighting – replace all incandescent bulbs in your house with energy efficient compact fluorescent lamps (CFLs) or light emitting diodes (LEDs). • Energy and water saving showerheads – replace your old water hungry showerheads and save on both hot water and electricity. • Ceiling insulation – it dramatically reduces the workloads of heaters and air-conditioners; in fact, an insulated room requires 51 percent less energy to heat up than one that is not. • Energy efficient appliances – check the wattage before you buy and always invest in the most energy efficient kettles, space heaters or irons you can afford. • Cover your geyser with a geyser blanket and insulate the hot water pipes; the most energy-hungry appliance in the home, geysers, are responsible for up to 50 percent of monthly electricity bills across South Africa.
Switch and save – by investing in the future Switch to an energy efficient water heating technology and save up to 70 percent of water heating costs by replacing your geyser with a solar water heating system or water heating pump with funding assistance through Eskom’s rebate programmes for the homeowner. For many more saving tips and information on solar water heaters, water heating pumps rebate programmes, call the Eskom Customer Contact Centre at 08600-ESKOM (37566) or go to www.eskom.co.za/idm
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5
Just under half of established businesses in South Africa are owned by women. As the playing field levels, women are starting businesses and growing them. Shaheema Albertyn-Burton speaks to a new generation of entrepreneurs.
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TRENDS | ENTREPRENEURS
he landscape of business is changing. Not only are the ways in which woman make it to the boardroom, but the visions of women themselves are vibrant, selfmotivated and exciting. They are out there, in the bustle, getting their hands dirty and living their dreams. Why do women start their own businesses? The most common motive is the need to balance career priorities along with family responsibilities. Chris Hart, chief economist at Investment Solutions gives his opinion on starting a business from a financial and economic perspective.
1.
ONLY START YOUR BUSINESS ONCE YOU ARE FINANCIALLY PREPARED AND HAVE NO DEBT LIKE A CAR AND HOUSE PAYMENTS TO MEET
TAKE A PARTNER WHO SHARES YOUR FINANCIAL DEXTERITY AND DOES NOT HAVE DEBT, LIKEWISE, IS FINANCIALLY PREPARED
2.
3.
NEVER TAKE ON AN EXPENSIVE LEASE
“Why do women start their own businesses? The most common motive is the need to balance career priorities along with family responsibilities.”
IN NUMBERS • Around 38 percent of all established business in South Africa are owned by women • More than 25 percent of those businesses make in excess of R750,000 a year • 50 percent employ more than two people • The average age of women business owners is 35 and over • Start-up entrepreneurs are mostly under 35 • One third of female entrepreneurs have children • Of those who do, 20 percent of the offspring are over 18, most are 12 and under The Wits Business School Journal
4.
CASH IS KING, SO SPEND MODESTLY AND KEEP UP YOUR CASH FLOW
DEBUNKING THE MYTHS OF WOMEN IN BUSINESS There are several myths around why women start businesses. Some ranging from ‘women start businesses because they are hobbies’, to ‘businesses owned by women don’t last.’ In a joint venture, Wits Business School and First National Bank, aimed to debunk the myths around women who venture out and start their own businesses. MYTH 1: WOMEN ONLY START BUSINESSES BECAUSE THEY HAVE TO Not true. Dr Kerrin Myres, former Director of the Wits Business School Centre for Entrepreneurship says they found diverse reasons why women start businesses. These include to keep learning and growing; to have greater flexibility; to be their own boss; to build on past experience and training; and to increase their income. MYTH 2: WOMEN-OWNED BUSINESSES ARE ‘HOBBY’ BUSINESSES The bulk of the sample researched by Myres worked in the same industry and had at least three years experience before starting their own business, and 10 percent already had start-up business experience and were comfortable with taking the financial risk. Also, 27 percent of women business owners will invest in new technology such as computers and software, which shows they are serious about their businesses. MYTH 3: WOMEN-OWNED BUSINESSES DON’T LAST Women entrepreneurs are a driving force in today’s modern economy. Between 1997 and 2006, according to the Centre for Women’s Business Research, the majority of women-owned business increased by 42 percent and is expected to generate $1.1-trillion in revenues.
DID YOU KNOW? • 12 percent of household heads in South Africa’s townships say they run a business from their home • 56 percent of women business owners plan to make their business environmentally friendly by recycling waste products • 79 percent of women business owners are concerned when selling their business about the buyer’s plans for the business compared to 52 percent of men • 85 percent of women surveyed don’t believe being a woman is detrimental to their business success, while 32 percent believe it’s beneficial • 10.6 million firms are at least 50 percent owned by a woman or women. Center for Women’s Business Research
Over the last decade the approximate growth rate of women-owned firms at 17 percent was nearly twice that of all firms (9 percent). Centre for Women’s Business Research
“10.6 million firms are at least 50 percent owned by a woman or women.”
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KATE MOODLEY – I AM A BRAND Employee vs Entrepreneur I have always wanted to write a book and my initial thoughts were around the benefits of working for a corporate vs being an entrepreneur. However, I realised that it does not really matter when you are an entrepreneur vs an employee as long as you have a powerful personal brand you will be successful. Branding yourself Your personal brand is what other people think of you – when you’re with them, when you part of a company, when they discuss you when you’re not there. It is also the sum total of the persona you portray, and this is made up of many things, including the way you speak, the way you dress, your set of skills and expertise, your experiences, your academic qualifications and your personal achievements. At the same time, your personal brand is defined by your personality, your attitude and the way you approach life. I have always tried to live by the following principles, the first being, “leave a legacy you can be proud of and a commitment to excellence”. On a business level, people want to transact with those that can be trusted and those that have built a good reputation, and your personal brand is an extension of your reputation.
ON FIRE
The female entrepreneur embodies a strong vision, is an inspirational role model and brand of power, tenacity and resilience. Here are two women who exemplify that.
Guiding aspiring entrepreneurs Being an entrepreneur is by no means an easy task, however if you have the desire to make something work and put your heart and soul into your idea or concept, there should be no reason why it shouldn't work. In addition, being an entrepreneur requires a great deal of self discipline as you are accountable to yourself only, on a daily basis, so make the correct choices which is say ‘no’ to the unimportant and ‘yes’ to the important. I read such an interesting quote by one of my favourite authors Robin Sharma: “Be a rock star at work,” and in my mind everyday should be treated as your first live performance on stage.
Kate Moodley is the author of I Inc.
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JENNA CLIFFORD – BUILDING AN EMPIRE Entrepreneurship is so good for our economy and I think many people are afraid of it, because of the financial risks. However, if you want to start your own business, consider the following; Do you have the right intentions? If you are doing something that you love, it is sure to work – but make sure your business idea is feasible and sustainable. Don’t be shy to seek guidance. Find a mentor or three. Read! Some of the best business advice I have ever received came from books. I love to read and would encourage any young entrepreneur to make a habit of reading really great leadership/business books – like Dale Carnegie and Robin Sharma. Avoid analysis paralysis – so many books and universities over emphasise the importance of writing ‘the business plan’. While I appreciate the importance of planning and research, my advice is to avoid spending too much time on the nitty gritty. My business was born out of my passion for jewellery and, not having a tertiary education, I did not begin my business on paper. It began with action and a single-minded focus – I had the sole intention of creating beautiful works of art – jewellery to be worn by women who would appreciate the love and care that went into making them. Gut intuition. Your intuition is powerful and you should listen to it, be guided by it. Who surrounds you? Do you have the support of your family/friends – your religious/spiritual foundation is also a very important consideration here as it may get you through the tougher times and guide you in making important decisions Do you have the resilience? Entrepreneurship is not for the faint hearted. There are going to be tough times – financially, emotionally, and physically. The buck stops with you. If you do not enjoy the world without a safety net, consider that self employment may not be for you. Being your own boss means added responsibility, long working hours. There are also perks; however, too often people have a misguided perception of what it means to own one’s own business.
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Leading the times Standard Bank celebrates 150 years in banking in South Africa, and we look at the bank’s role in empowering women over this period of our country’s history. 1862
The Standard Bank of British South Africa was established. Operations commenced immediately in London and by January 1863 the bank’s agents in Port Elizabeth were discounting bills.
1918
In October a severe epidemic of Spanish influenza hit many of the bank’s officers and more women were recruited.
1930s 1930
White women gained the right to vote.
Women were increasingly employed in food processing and canning, textile and garment manufacturing and laundering.
1939
During the war years resignations among women staff were high partly because the women were sought by competitors after they received Standard Bank training.
1994
Black women gained the right to vote.
“British” was dropped from the name.
1919
The Peace Treaty of Versailles signed in 1919 brought the First World War to an end, but the lady clerks remained in the bank’s employ.
1944
In order to combat the resignations, the bank reviewed salaries paid to ‘satisfactory women’ clerks after they completed their initial period of training from time to time.
1968
1956
9 August, 20 000 women marched to the Union Buildings in Pretoria to present a petition against the carrying of passes by black women. Women's Day commemorates this occasion.
1883
1963
From mid-1963 women could now retain their permanent positions when they got married.
1996
Women managers make up 26 percent of Standard Bank employees.
1967
The bank agreed that woman could enter the managerial fields.
The first woman appointed as a branch manager was Miss Ruth M Ramsbottom, appointed acting manager at the Bree Street Branch. Her appointment was confirmed in June 1968, when the ‘acting’ was removed from her title.
2001
2007
Women managers make up 37 percent and women execs make up 6 percent of Standard Bank employees.
Women directors make up 18 percent, the highest percentage of women directors in relation to other major banks.
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FINANCIALS/ BANKS | STANDARD BANK | TW ADVERTORIAL
1915
The first women were employed by the bank from November as the bank needed to fill the void left by men leaving for active service in the First World War.
1920
Women who had to resign on marriage were re-employed on a temporary basis.
1916
In January 1916 the bank already employed 69 lady clerks on a temporary monthly basis.
1925
12 percent of women gained employment in the formal economy.
Standard Bank was one of the first banks to introduce niche products for women.
1945
The war came to an end. Resignations among female staff continued and to further retain female staff, the bank introduced a special salary scale for women over a certain rank.
1948
African National Congress Women's League was formed.
1950s
Women clerks were able to qualify for higher ranks in the bank.
1954
Black Sash organisation was formed.
1984 1970
The number of women in clerical, sales and professional occupations rose gradually. Bank staff totals 10,943, of which 54 percent are women. This is almost 20 percent above the rest of the industrialised workforce. Three women held managerial ranks.
1980s
Women make up about 36 percent of the workforce in the formal economy.
Matrimonial Property Act introduced giving equal status to wife and husband. Prior to this, unless stipulated in an antenuptial contract, administration of a joint estate was vested in the husband and the wife's status was essentially that of a minor. (Excludes customary unions.) Coloured and Indian women gained the right to vote.
“We women do not form a society separate from the men. There is only one society, and it is made up of both women and men. As women, we share the problems and anxieties of our men, and join hands with them to remove social evils and obstacles to progress.” (Women’s Charter, 1956)
1986
Standard Bank became the first South African bank to appoint a woman director on its main board.
www.standardbank.co.za
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TW PROFILE | STANDARD BANK | FINANCIALS/ BANKS
Celebrating 150 years in banking Standard Bank has a 150-year history in South Africa and started building a franchise in the rest of Africa in the early 1990s. The bank currently operates in 18 countries on the African continent, including South Africa, as well as in other selected emerging markets. Standard Bank’s strategy is to build the leading African financial services organisation using its competitive advantage in full. The bank will focus on delivering superior sustainable shareholder value by serving the needs of its customers through firstclass, on-the-ground operations in chosen countries in Africa. It will also connect other selected emerging markets to Africa and to each other, applying its sector expertise, particularly in natural resources, globally. The key differentiator is people who are passionate about strategy, wherever in the world they are based. The bank organises itself as three business units but presents itself as one. The three main pillars of business are Personal & Business Banking, Corporate & Investment Banking, and Wealth – Liberty. Normalised headline earnings for 2011 were R13.6-billion ($1.9-billion), total assets were over R1,497-billion (approximately $185-billion) and we employed approximately 52,000 people (including Liberty) across all geographies. Standard Bank’s market capitalisation at 31 December 2011 was R157-billion (approximately $19-billion). We opened our 500th branch in the rest of Africa during the year and in total Standard Bank has 1,222 branches, including loan centres, and 7,945 ATMs on the African continent. The strategic partnership cemented in 2008 between Standard Bank Group, the largest bank in Africa, and the Industrial and Commercial Bank of China, the largest bank in China, will continue to generate significant cooperation benefits.
OUR BUSINESS Standard Bank has developed and refined its universal banking competencies while playing a central role in developing the sophisticated South African financial sector, in what is today a successful developing economy. Standard Bank's deep roots in South Africa provide a strong base for its continued growth into emerging markets in Africa and globally, and positions the bank well to realise significant opportunities for clients doing business in these markets. GENDER EMPOWERMENT For Standard Bank, transformation is a fundamental change process touching every aspect of the bank's business, either directly or indirectly, by virtue of being a South African company. At a national level, the purpose of transformation is to address the systematic exclusion of the majority of South Africans, Africans in particular, as well as people with disabilities and women from full participation in the economy. Internally, the company aims to significantly increase the number of black people (Africans in particular), women and people with disabilities in leadership and the composition of the bank.
In 2011, the Personal & Business Banking unit of Standard Bank piloted and concluded a Women in Leadership (Blue Heels) programme with 60 delegates from the business. Subsequently it was aligned to the overall Leadership Development Strategy and refocused into a group wide initiative.
GENDER EMPOWERMENT STATISTICAL OVERVIEW 5%-25%
FEMALE SHAREHOLDING
43%
FEMALE EXECUTIVE DIRECTORS
63%
FEMALE STAFF
CONTACT INFORMATION Physical address: Standard Bank Centre, 5 Simmonds Street, Johannesburg 2001 Postal address: PO Box 7725, Johannesburg 2000 Telephone: +27 (0)11 636 9111 Email: information@standardbank.co.za Website: www.standardbank.com
The Women in Leadership Programme will focus on both critical content areas, as well as being underpinned by strong process pieces such as mentoring, coaching, leader-led dialogues and networking events. FAST FACTS • Largest African bank by assets and earnings • Total assets of R1.497-billion (US$185-billion) • Headline earnings of R13.6-billion (US$1.9-billion) • Employs approximately 52,000 people • Voted Best Bank in Africa for 2011 in The Banker Awards
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TRENDS | FUNDING
Women are accessing funding With business plans that could move mountains, and a strong vision to boot, women are finding business funding accessible. Shaheema Albertyn-Burton reports. n the current economic climate and recession, many small businesses have liquidated. In addition, large corporations have downsized leaving many who have ventured into their own small businesses or have desires to venture into their own small business. That is the opinion of Effectiveness Company CEO, Suzanne Ravenall. Ravenall started her own business at a young age by doing it after hours and on weekends. She says banks are not easily offering loans and it is becoming more and more difficult to secure business finance. Start-up capital is often key to making a good start to a new business venture. Business finance has become increasingly sought-after and often a scarce resource for entrepreneurs. Investor Network says there are four reasons you can hit hurdles when trying to access funding: • The economy • Stiff competition • Stricter requirements and more sophisticated lenders • Scams, schemes and shady characters
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HOW TO CONQUER THE FUNDING HICCUP. Top women leaders tells us how
WHAT DO YOU NEED? The Khetiwe Foundation, a South African organisation focused on developing and supporting young women who aspire to be entrepreneurs proclaim the following as essential when applying for funding: • A sound business plan • A show of reasonable and attainable projections • Have a financial history account which proves debt payment behaviour COMMON MISTAKES When applying for funding, these are the five common mistakes people make: • No WOW factor in your business plan • Expecting a 24-hour turnaround • Touting an untested idea • Neglecting the real numbers • Lacking a clear development path
jBe financially streetwise and astute. Financial independence is key to women’s empowerment. Education on why, where and how to access finance is critical. Financial institutions have developed a diverse array of products and services. It is important to make informed decisions about personal and professional financial planning. (Shirley Zinn, Deputy Global Head of HR: Standard Bank) kBuild a relationship with your bank and take advice on what best suits your requirements wherever you might be in your lifecycle. Consider including savings instruments, credit and insurance products in your financial portfolio. This is particularly important for women-owned smalland medium-sized enterprises, as they transition from microfinance to mainstream commercial banks (Shirley Zinn, Deputy Global Head of HR: Standard Bank) lAnother option to be considered, without securing debt, is to work hard in your own personal time in the evenings and weekends. Be careful not to compromise your contractual agreements with your current employer. This can be done and is how I started my own business.” (Suzanne Ravenall, CEO: Effectiveness Company) u
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THE TOP THREE WAYS TO FIND FUNDING FOR A NEW BUSINESS Who better to ask for business advice than the king of start-ups, Virgin boss Richard Branson.
THE FIRST, AND PROBABLY MOST OBVIOUS, IS TO BORROW FROM YOUR FAMILY AND FRIENDS.This is high-risk, for if things go wrong you can lose not only a business but also a friend or the friendship of a family member. However, for many entrepreneurs this is the fastest and only way to raise startup funding. Over the years I have been lucky in that my family has been able on a few occasions to help me in a small way. In 1966 I was living in my friend Jonny Gems’ parents’ basement off Edgware Road in London. We were broke and struggling to get Student magazine off the ground. But one day my mum, Eve, brought us £100 in cash. She had found a necklace on the roadside and taken it to the police. When nobody had claimed it after three months, the police told her she could have it. She knew we were out of funds, so she sold the necklace and gave us the money. That £100 paid our bills and kept us going for months. That necklace saved our necks! THE SECOND OPTION IS TO APPLY FOR A BANK LOAN. From the beginning I tried to build my businesses by relying on my own resources and some bank debt. This allowed me to control the lion’s share of the equity until I felt we had the stable platform we needed to attract outside investors. In Virgin’s early expansion days we often lurched close to collapse because I was so reluctant to bring in outside equity. I felt our limited capital kept us focused on finding the next great act, and ultimately this was a real contributing factor to our success. Lastly, if the bank won’t lend you the money on the strength of your idea alone, you have to have the faith and conviction to BORROW AGAINST WHATEVER ASSETS YOU HAVE, such as a flat – or, if you are lucky as I was, a friend’s or relative’s assets. In the early
seventies, I was looking to purchase The Manor, the Oxfordshire country house that would become our first recording studio: the asking price was £30,000 and I had put up £2,500, which represented every penny I had in the world. Much to my amazement I had also managed to persuade the bank to lend me £20,000, which still left me £7,500 short. That is, until my dear old Aunt Joyce stepped in. It was an amazingly generous and risky gesture, and one that I may not have accepted had I known that she had mortgaged her own house to provide the capital. I did, however, gratefully accept it and bought The Manor, which soon became home to our first hit, Mike Oldfield’s brilliant instrumental, Tubular Bells. Virgin grew quickly from those shaky beginnings to become a successful business, and I made sure I paid back Aunt Joyce her £7,500 – with interest – as soon as I could! There is, of course, another risk in accepting favours from family and friends, which, as any fan of The Godfather will know, is just what they might ask for in return. In my case, had she really wanted to push it, people might today be flying on ‘Aunty Joyce Airways’.
* Like a Virgin, Secrets They Won’t Teach You at Business School by Richard Branson is available at all good bookstores.
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Advancing women empowerment The Department of Trade & Industry shares its empowerment initiatives. he Department of Trade and Industry (the dti) plays a key role in the transformation of the South African economy to ensure broader and meaningful participation by all sectors of society, including women. To realise this and to show its commitment, the dti has established formal structures such as Gender and Women Empowerment (GWE) Unit to ensure that the empowerment of women forms part of the broader mandate of the dti.
“South African women entrepreneurs are indeed a vital pillar in the economy, through their efforts at creating opportunities for economic participation and employment.” Several specific interventions have been developed to address the challenges faced by women entrepreneurs in South Africa when starting, growing and sustaining their enterprises. The imperative is to harness the existing momentum in the economy and to overcome the challenges of unemployment and underdevelopment. Through gender and women empowerment initiatives, the dti will continue to support the economic empowerment of women. These initiatives range from supporting women entrepreneurship through various business development services on offer, and providing easy and affordable access to finance and information and communication technology (ICT) solutions. South African women entrepreneurs are indeed a vital pillar in the economy, through their efforts at
creating opportunities for economic participation and employment. the dti support programmes range from business development services, incentives for enterprise support, market research and participation in domestic and international exhibitions. South African Women Entrepreneurs Network (SAWEN). SAWEN provides women entrepreneurs with tailormade business solutions, linkages and opportunities as well as informationsharing platforms. It also serves as policy advocacy and a capacity building resource. Technology for Women in Business (TWIB) This programme is meant to fast-track women-owned businesses through the proper technology and innovative solutions as well as other business applications. The program also entails the Annual Awards to recognise women who have made significant business improvements by using technology, along with a customised incubator program to encourage business development in a controlled environment with immediate access to accredited mentors. Isivande Women’s Fund (IWF) Isivande Women’s Fund (IWF) is an exclusive women’s fund established by the dti. The fund aims at accelerating women’s economic empowerment by providing affordable, usable and responsive finance. IWF targets formally registered 60 percent womenowned and/or managed enterprises that have been existing and operating for two or more years with a loan range of R30,000-R2-million. Bavumile Skills Development Bavumile programme provides training to mostly rural-based women to improve the quality of their products and enable access to both domestic
and international markets. The programme is a critical link between informal and formal businesses as it identifies talent and skills for further training and provides participants with unique opportunities to access other support programmes after registration. Registered success stories include women who have accessed procurement opportunities as well as serve as trainers in their localities. Techno – Girl Programme The Techno-Girl Programme aims to encourage female learners to explore and access careers of their choice, particularly those in science and technology. In the current year this programme will venture into the area of job-shadowing to provide the ‘girlchild’ with real life work experience through placement in the dti network of institutions.
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NATIONAL GOVERNMENT/ NATIONAL GOVERNMENT DEPARTMENTS | THE DTI | TW ADVERTORIAL
Businesswoman scoops R800,000 at the 2011 TWIB Awards the dti’s Technology for Women in Business tells of how it fast tracks women-owned busineses. he year 2012, marks an important milestone in the history of the Department of Trade and Industry in that it has recently launched the Industrial Policy Action Plan (IPAP) 2012/13 – 2014/15. The Deputy Minister of Trade and Industry, Elizabeth Thabethe emphasised that the dti will ensure that women have access and equally benefit from IPAP 2012/13 – 2014/15, as well as the numerous programmes of the department.
“TWIB has assisted more than 100 women-owned businesses since its inception.” One such programme is the Technology for Women in Business (TWIB), which was established in 1998 to fast-track women-owned businesses through the proper technology and innovative solutions as well as other business applications. The programme also entails the Annual Awards to recognise women who have made significant business improvements by using technology, along with a customised incubator programme to encourage business development in a controlled environment with immediate access to accredited mentors. Last year’s winner, Dr Moretlo Molefi walked away with prizes worth a total of R800,000, including a trip to Greece to attend the Global Women’s Summit. Dr Molefi owns Telemedicine, a company that provides healthcare practice supported by electronic processes and communication (eHealth),
Deputy Minister of Trade and Industry, Elizabeth Thabethe presenting the award to Dr Moretlo Molefi.
and mobile health (mHealth) services. TWIB has assisted more than 100 women-owned businesses since its inception. The long-term objective of the programme is to increase the number of women entrepreneurs who are aware of, understand and apply technology for the development and growth of their products, services and enterprises. Nominations for the 2012/13 awards are open until 15 August 2012. Application forms are available from the dti’s website: www.thedti.gov.za For more information call Mahlako Mareme at +27 (0)12 394 5825.
www.thedti.gov.za
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CALLING FOR 2012/13 NOMINATIONS CALLING FOR 2012/13 NOMINATIONS CALLING FOR 2012/13 NOMINATIONS
TECHNOLOGY FOR WOMEN TECHNOLOGY FOR WOMEN TECHNOLOGY FOR WOMEN IN BUSINESS (TWIB)(TWIB) AWARDS ININ BUSINESS AWARDS BUSINESS (TWIB) AWARDS
The Department of Trade andofIndustry (theIndustry dti) invites to the public to The The Department and (thethe dti)public invites DepartmentTrade of Trade and Industry (the dti) invites the public to nominate women entrepreneurs who use technological innovation innovation nominate women entrepreneurs who use technological nominate women entrepreneurs who use technological innovation to grow and to sustain their businesses. The nominated grow and and sustain theirtheir businesses. Theenterprises nominated enterprises to grow sustain businesses. The nominated enterprises should fall within thefall following categories, as defined inas the National should within the following categories, defined in the should fall within the following categories, as defined in National the National Small Business Amendment Act, 2003 and 2004: Small Business Amendment Act, 2003 and 2004: Small Business Amendment Act, 2003 and 2004: 1) 2) 3)
Micro / Emerging companies and Projects;and Projects; 1) 1) Micro / Emerging companies Micro / Emerging companies and Projects; Small enterprises; and 2) 2) Small enterprises; and Small enterprises; and Medium3)enterprises. Medium enterprises. 3) Medium enterprises.
The nominated enterprises must meet the following criteria: The The nominated enterprises must meetmeet the following criteria: nominated enterprises must the following criteria: • • • •
Be a formally registered company that has been operating • •Be aBe formally registered company that has has beenbeen operating a formally registered company that operating for two yearsfor and more; two and and more; for years two years more; The company must be owned bybe a South African citizen; • •The company must by aby South African citizen; The company mustowned be owned a South African citizen; The company must be 60%must owned by women; and • •The company be 60% owned by women; and The company must be 60% owned by women; and There must sufficient proof that theproof company is acompany is a • be There mustmust be sufficient that that the • There be sufficient proof the company is a profit – making enterprise. profitprofit – making enterprise. – making enterprise.
Application Application forms are available at available www.thedti.gov.za forms are at www.thedti.gov.za Application forms are available at www.thedti.gov.za and from the following places: and from the following places: and from the following places: • • •
Provincial Development DepartmentsDepartments • Economic Economic Development •Provincial Provincial Economic Development Departments The South Women Network (SAWEN) • African The South African Women Network (SAWEN) • The South African Women Network (SAWEN) Small Enterprise Development Agency (SEDA). • •Small Enterprise Development Agency (SEDA). Small Enterprise Development Agency (SEDA).
For more information call Mahlakocall Mareme at 012 394 5825. For more information Mareme at 012 394 394 5825. For more information Mahlako call Mahlako Mareme at 012 5825. The closing date for nominations is 15 August is2012. The The closing date for nominations 15 August 2012. closing date for nominations is 15 August 2012.
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Women’s equality and emancipation Untitled-3 2
Representation of women in the South African government
W
e have made significant strides towards gender equality and emancipation since 1994. Our Constitution protects the rights of women and we have passed many laws to free our women and affirm our equal status in society. Government has also supported various international instruments to help ensure the liberation of women on a global scale. These measures are a concrete demonstration of our commitment to fulfilling the dream of Lillian Ngoye, Helen Joseph, and many other women who fought for our freedom. The dawn of democracy saw South Africa, in recognition of gender inequality across all sectors of the country, establish and promote a number of institutions to redress the gender imbalances within the South African society. The establishment of the Commission on Gender Equality, under Section 817 (1) is one such example of these measures. Furthermore government has in many instances led the fight against gender inequality by example. Women representation in Parliament increased drastically from 2,7% during apartheid to 27% after the historic 1994 elections and reached 44% after the 2009 general elections. South Africa is fourth among countries that have the highest number of women in Parliament and 43% of South Africa’s Cabinet ministers are women. To accelerate the empowerment of women and address issues of compliance towards the attainment of 50/50 gender parity, the Gender Equality Bill is being developed by the Department for Women, Children and People with Disabilities.
BiogRAphy:
Ms Maite NkoanaMashabane
cuRReNt poSitioNS:
Minister of the Department of international Relations and cooperation, president cop17/cMp7; Member of the ANc Nec, ANcWL Nec and ANc NWc
pReviouS poRtfoLioS:
chairperson of the Limpopo ANc Women’s League; Member of parliament; Ambassador to Malaysia and india; Mec of Local government and housing, Limpopo
the importance of recognising women as peacekeepers internationally Women play a central role in the social, political and economic development of our societies. It is therefore imperative and logical that the full realisation of equal political and economic rights for women must be treated as an essential component of our collective approach to resolving conflicts. We must strive to integrate women’s concerns more effectively in peace processes worldwide and peace building. We have many instruments and policy decisions within international relations that recognise the role of women. Examples of this include the Convention on the Elimination of all forms of Discrimination against Women, The Beijing Platform of Action and the African Union (AU) Protocol to the African Charter On Human and Peoples Rights on the Rights of Women to mention but a few. The AU also takes gender issues seriously. They have taken a decision on the principles of gender parity within all structures of the AU. This has resulted in African women increasingly occupying key posts within the organisation. the plight of the girl child If you want to know and understand what gender discrimination and oppression does to women, be a girl child. In many societies to be a girl child means to lack access to education. In others it means you may find yourself in a forced marriage. It is for this reason that internationally there are many programmes aimed at the betterment and advancement of girl children and whenever possible South Africa supports those.
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It is our task as women to bring young girls together and use the many strong and brave women from our liberation struggle to inspire them to end patriarchy. Internationally, the civil, political, economic, social, health and cultural rights of our children are protected, thanks to the United Nations Convention on the Rights of the Child which entered into force in 1990. Similarly, according to the Beijing Platform of Action: •
The girl-child is discriminated against from the earliest stages of life, through her childhood and into adulthood. • In some areas of the world, men outnumber woman by five in every 100. The reasons for this discrepancy include harmful attitudes and practices, such as female genital mutilation, son preference, early marriages and violence against women, amongst others. • As a result fewer girls than boys survive into adulthood. In fact, six of the eight Millennium Development Goals (MDGs) - universal primary education; gender equality and empower women; reducing child mortality; improving maternal health; and combating HIV and AIDS, malaria and other diseases - can best be achieved by attending to how each of them affect the girl child. Women in climate change Women produce up to 80% of the food in the developing world as here in South Africa. Knowledge will assist women to farm smarter with seeds and products which are better suited for the world’s current changing environment. Women in developing countries are highly dependent on local natural resources for their livelihood, because of their responsibility to secure water, food and energy for cooking and heating for their families. The effects of climate change, including drought, uncertain rainfall and deforestation, make it harder to secure these resources. Therefore any efforts to address the threat posed by climate change will be insufficient if it does not include empowering and educating of women. Internationally women are well positioned to be agents of change through mitigation and adaptation activities in their households, workplaces, communities and governments. Global efforts to address the challenges of climate change cannot afford to ignore them. By empowering and educating women, they can make wiser environment choices especially when securing natural resources for their livelihoods. They can also select greener options for heating, cooking and energy. Only when women have equal access to training, information, credit and skills-development programmes, will they be able to fully participation in climate change initiatives. African women as pathfinders for climate change adaptation A global effort is required to ensure not only support for
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Minister Nkoana-Mashabane with women representatives from African countries during a tree planting ceremony for COP17/ CMP7 in November 2011
women as they deal with disasters, but meaningful interventions to address climate change. Adaptation and mitigation policies that fail to consider gender equity will be inefficient, and increase poverty and food insecurity. A coherent approach is required to address the particular challenges faced by women and their role in advancing sustainable development. Inclusive in such an approach, is climate change adaptation which responds and successfully reduces the vulnerability or the risk of natural and human systems to climate change effects. For Africa to adapt in a manner that creates a climate conducive to the advancement of the emancipation of its women, the international agreements reached on climate change must have as a key element support for adaptation in all its forms - be it technology, capacity building or finance. Africa is one of the most vulnerable continents because of the range of projected impacts and the low adaptive capacity of the region. Africa’s priorities are to implement climate change programmes and projects to attain development goals, including the MDGs. It is important that developed countries and partners provide full support for the implementation of adaptation strategies in Africa, in particular the implementation of national adaptation programmes of action prepared by least developed countries in Africa.
2012/07/20 9:11 AM
7 Women are green In the sustainability sector women are witnessing rapid advances not found in other fields. Meet some remarkable women who are tackling the world’s energy crisis. Madeleine Barnard investigates.
t has become imperative that we try to create a world that practices the ‘triple bottom line’ – in other words, we need to do business in a way that is environmentally sustainable, socially just and locally rooted. Launched late in 2010 at the 16th United Nations Framework Convention on Climate Change (UNFCCC) in Cancun, Mexico, the Women and the Green Economy (WAGE) campaign promotes female leadership to create a sustainable green economy and work towards alleviating climate change. And, worldwide, women are taking the reins in hand and working hard. There is sound logic behind empowering women to play a critical role in helping to create environmentally sustainable behaviour. Women make up more than 50 percent of the world’s population. They are responsible for a staggering 85 percent of consumer choices. They make most of the decisions at home. They are powerful organisers and leaders in their communities. And research has shown that, especially in developing countries, women are disproportionately affected by the negative consequences of climate change – which brings drought, famine and poverty.
“There are a number of women in management positions in the recycling industry as well at big organisations like Petco, RAG, PRASA, RPMASA and the Polystyrene Packaging Council.”
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TRENDS | ENVIRONMENT
WATCH WASTE
The country’s waste watchdog, The Institute of Waste Management of Southern Africa is headed up by two powerful women. Deidre Nxumalo-Freeman is the new president and Suzan Oelofse the new VP.
“Women in the waste industry have to be assertive, with good communication skills and a thorough knowledge of the issues at hand. I don't think these are any different to the skills men in the industry need,” says the new VP Suzan Oelofse.
IWMSA’s new head Nxumalo-Freeman (above) says she is intent on tackling issues from the ground up. “We need to ensure that empowerment seminars, workshops and training interventions are brought right down to grass roots level in order for individuals to better understand where they fit into the value chain; to really grasp the fact that waste is a resource and that a sustainable living can be made by nurturing these resources appropriately,” she explains. NxumaloFreeman has worked hard at changing the way the public perceives women in the waste management industry and the results are self-evident. She believes strongly that the IWMSA needs to work closely with regulatory authorities to create a higher set of norms and standards in the waste management industry and attributes her success to hard work, perseverance and the support of family and friends. u
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LESSONS LEARNED… Christine Ramon is executive director and chief financial officer of Sasol Limited. She is also a member of the risk, safety, health and environment committee. Best decision? From a career perspective my decision to join Sasol has been one of my best decisions. I enjoy the diversity of the environment ranging from reporting on the company's results to the evaluation of projects, meeting with investors and managing talent. Sasol has great people who are very committed and innovative. I have an open-door policy and encourage diverse views. The culture of the company has changed over the past years to being open to
diversity and I am glad to have played a role in that.
your life. It is also the legacy you will leave behind when you are no longer there.
What was your worst decision? I value all the experiences I have had in my life. My experiences have certainly broadened my perspective and have matured me to make better decisions.
Which skills or traits have you needed? I am extremely hardworking and have perseverance. This has helped me through difficult times in my career. Most importantly, I am not afraid to stand up for what I believe in which goes hand in hand with integrity and being true to myself. This has helped me gain respect from my colleagues and peers and encourages others to also express themselves more openly.
What's the best advice you have ever received? My dad always told me that I should guard my integrity and reputation. At the end of the day they are the only things that you carry with you through
BACK FROM RIO The recent United Nations Conference on Sustainable Development, also known as Rio+20, drew together representatives of governments, the private sector, NGOs and civil society, as well as various other stakeholders.
“The agreement to develop global sustainable development goals should have an impact.”
Tanya Abrahamse, CEO of the South African National Biodiversity Institute SANBI is back from Rio. She says three lessons she learned there are: jThere is no one-size-fits-all formula for sustainable development, but that there are fundamental principles that can apply to us all. “So, the agreement to develop global sustainable development goals should have an impact.” She says that ultimately, it is us humans that must change and act, as it is our activity and pressure that has created an unsustainable world. kPoverty is a problem. Abrahamse says one of the biggest threats to sustainability is the gross inequality between humans. “Dire poverty is dehumanising.” lNot enough sense of urgency. Despite great improvements in environmental scientific knowledge since 1992, the sense of urgency simply isn’t there. “Otherwise world leaders would have made much more bold and ambitious decisions at Rio+20, such as examining the global financial and economic system, or legislation against super profits, and for companies to absorb external costs.”
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TRENDS | GOVERNMENT
Government
wears a skirt The Parliament of South Africa was once an all-male, all-white dinosaur. But since 1994 it has had the sound of women’s voices echoing in its chambers. In August 2011, female representation in Parliament stood at about 43 percent. And it’s growing. Madeleine Barnard reports.
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outh Africa is on track for the South African Development Community’s Protocol on Gender and Development – aiming for 50 percent women in political decision-making by 2015. The country is a world leader when it comes to women in government. Just after the previous national elections in 2009, we were third in the world, after Rwanda and Sweden. Forty-two of our current Parliamentarians are women. South Africa also boasts several women as provincial premiers. And recently appointed Commissioner of Police, Riah Phiyega, has a mammoth task ahead of her. Since the days of the struggle, South African women have been participating actively in politics. In the 1950’s they were spearheading the campaign against the National Party’s infamous pass book laws for black South Africans. In 1956, an historic march of 20,000 women to the Union Buildings in Pretoria would eventually be celebrated annually as National Women’s Day on 9 August every year. Women weren’t only out there fighting for their rights together with the men. While the struggle raged in the country’s townships and streets and men were often away from home, it was women who held the fort at home and remained the backbone of the family unit. The heroines of that dark chapter like Mamphela Ramphele, Winnie Mandela, Miriam Makeba, Helen Suzman, Fatima Meer and Cissie Gool hold their own place in history and in the hearts of South Africans. u
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LADY IN THE HOUSE If there’s a South African politician who has people talking it’s Lindiwe Mazibuko. The Parliamentary leader of the opposition Democratic Alliance has shaken up SA politics and given it a fresh new face in the short time she has been in the house. Born in Swaziland and raised in Durban, Lindiwe first studied a Bachelor in Music and then finished with a BA in French, Classics, Media and Writing. Her hobby, politics, became a calling and a passion while researching DA leader Helen Zille for her honours dissertation. She spent time as a researcher, then as their national media officer, then as national spokesperson and Shadow Deputy Minister for Communications in 2009 and, after a year as the DA’s Shadow Minister for Rural Development and Land Reform, was elected as Parliamentary leader for the DA and Leader of the Opposition in the National Assembly in 2011. If she needs to relax she’ll call her PA and have her clear her schedule for the weekend. “There’s no merit in working yourself into the ground; in the end, your contribution declines.” She spends her time off with friends and family, occasionally plays sports, loves travelling and reads voraciously – “…when I can find the time”.
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FACES WE LOVE TO WATCH
South Africa has several women who have earned the respect of the public through governing with strength and grace. And they’re setting a powerful example for all the girls out there who dream of taking public office.
SWIMMING UPSTREAM LINDIWE SISULU – SAYING IT AS IT IS Lindiwe Sisulu, recently appointed Minister of Public Service and Administration and previously Minster of Defence and Military Veterans, is without a doubt a veteran of South African politics and government. She played an active role in the struggle, as a member of Umkhonto we Sizwe and is one of SA’s longestserving Cabinet minsters. She also holds degrees in education and history, and an MA and MPhil in history. She has attracted criticism for her no-nonsense approach to doing her job, but delivering the goods is her first and only priority. She had to make some hard decisions during her tenure as Minister of Defence, but her main focus is getting the job done. This year she put a firm offer for a wage increase and housing allowance for Public Service employees on the table – lower than the demanded increases – and had given unions 21 days to decide whether to take it or leave it. All in a day’s work.
“She has attracted criticism for her nononsense approach to doing her job.”
MAITE NKOANA-MASHABANE FLYING THE FLAG INTERNATIONALLY Maite Nkoana-Mashabane is South Africa’s ‘head of public relations’ to the rest of the world. She has been Minster of International Relations and Cooperation for more than three years. A struggle stalwart during the 1980s, Nkoana-Mashabane was actively involved in the relaunch of the ANC Women’s League after the ANC’s unbanning, before starting her diplomatic career in the mid-1990s. Her first diplomatic post was that of High Commissioner to Malaysia, followed in 1999 by her appointment as High Commissioner to India. On her return home, she became MEC for Local Government and Housing for Limpopo, where her star shone brightly as she made low-cost housing and tackling corruption her mission. The Department won the National Govan Mbeki Housing Award for Best Provincial Housing Department in South Africa 2008 during her term, as well as seven other awards. South Africa became a member of the BRICS group of emerging economies – which comprises Brazil, Russia, India, China and South Africa during her tenure. She was also President of the United Nations Climate Change Conference in Durban in 2011. “The Department won the National Govan Mbeki Housing Award for Best Provincial Housing Department in South Africa 2008.”
Mayor of Cape Town may be this career politician’s current mantle, but Patricia de Lille has taken on many cloaks. De Lille has spoken her mind fiercely on many issues affecting the country. It takes some doing to have Nelson Mandela describe you as his “favourite opposition politician”. As one of the vocal and visible opponents of apartheid during the struggle; she has been a voice against injustice and oppression for almost 35 years. She started her career as a laboratory technician for Plascon Paints, a job that had her find her way into trade union politics.
“She has been a voice against injustice and oppression for almost 35 years.” After leading the Pan Africanist Congress delegation at the CODESA prior to the first democratic elections, she became a Member of Parliament in 1994. Just nine years later she formed her own political party, the Independent Democrats. After the Independent Democrats merged with the Democratic Alliance, Patricia served in Premier Helen Zille’s Western Cape Cabinet as MEC for Social Development before her appointment as Mayor of Cape Town.
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Women leading in mining Anglo American Platinum boasts 6,428 female employees. The company shares its sparkling achievements in the mining sector. nglo American Platinum Limited (Anglo American Platinum), the world’s leading primary producer of platinum group metals (PGMs) is taking the lead in the transformation of the mining industry by changing the gender landscape. Today, the company boasts 6,428 females employees across the company, with 3,841 in core business. The company has transformation as an important pillar of the Human Resource Management strategy and this has enabled Anglo American Platinum to meaningfully transform a previously male-dominated environment into an inclusive and progressive environment. This achievement is possible due to a key focus on: • The recruitment of women from the surrounding communities • Extending opportunities for women across the Group • Changing the corporate culture of all employees by implementing the Personal Change Programme (PCP) and Leadership Academy Frontline Supervisor Programme that instills corporate values and provides knowledge for applying these values in everyday tasks that ultimately bring about sustained cultural change. Anglo American Platinum now reaps the benefits of this integration which has enabled women to contribute positively to the workforce and mining culture change. The spin-offs are being felt in local communities with women channeling their resources to breaking the cycle of poverty, promoting household welfare and increasing
Mogalakwena Mine – Mkgadi Motlala, drill rig operator in the North Pit. Her pit-viper is in the background.
the levels of skills. The company has introduced fast-tracking programmes within the mining and engineering disciplines that specifically target Historically Disadvantaged South Africans (HDSAs). The company also provides skills development opportunities through cadet schemes, learnerships and bursaries. In 2011, Anglo American Platinum trained five female project managers who successfully completed the engineering fast-tracking programme and three are being prepared to become Section Managers. The five female project managers were subsequently appointed in 2012. Key statistics as at December 2011 Anglo American Platinum has increased its complement of skilled
Rustenburg Base Metals Refiners (RBMR)
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MINING/ PLATINUM | ANGLO AMERICAN PLATINUM | TW ADVERTORIAL
From the left: Mary-Jane Morifi, Executive Head Corporate Affairs; Babalwa Mbonye, Shift Supervisor; Khanyisile Kweyama, Executive Head Human Resources; and Kholiwe Mbatha, Project Manager.
senior management has surpassed the minimum 2014 target of 19.3 percent.
Bongiwe Kwetshube, back, and Nofika Mzomba are employed as conveyor belt attendants.
female employees in core disciplines from 405 in 2005 to 3,872 employees. The overall total number of women employed by the company has increased from 5.1 percent (2,256) in 2005 to 12.4 percent (6,352) in 2011. • 22% top management • 21% middle management • 20% junior management Overall the representation of women at all management levels except
About the company Anglo American Platinum whollyowned South African mining operations in the Bushveld Complex include the Bathopele, Dishaba, Khomanani, Khuseleka, Mogalakwena, Siphumelele, Thembelani and Tumela mines. Twickenham Platinum Mine remained under development in 2011. In addition, the Group has a number of joint ventures with Anooraq Resources Corporation over the Bokoni Mine; ARM Mining Consortium Limited over the Modikwa Platinum Mine; Royal Bafokeng Resources over the combined Bafokeng – Rasimone Platinum Mine (BRPM) and Styldrift properties; the Bakgatla-Ba-Kgafela traditional community, which holds a 15 percent share in Union Mine’s north and south mines; Eastern Platinum Limited (a subsidiary of Lonmin plc) and its partner, the BapoBa-Mogale traditional community and Mvelaphanda Resources, over the Pandora Joint Venture; and Xstrata Kagiso Platinum partnership, to operate the Mototolo Mine. Anglo
American Platinum also has pooling and sharing arrangements with Aquarius Platinum (South Africa), covering the shallow reserves of the Kroondal and Marikana mines that are contiguous with its own Rustenburg mines. The group’s smelting and refining operations are wholly-owned through Rustenburg Platinum Mines Limited and are situated in South Africa. These operations treat concentrates, not only from the wholly-owned operations, but also from joint ventures and third parties. Elsewhere in the world, the group operates Unki Platinum Mine in Zimbabwe on the Great Dyke and is actively exploring in Brazil with jointventure exploration partners. The group also has exploration partners in Russia.
www.angloplatinum.com
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9 Women are mining The role of women in the South African mining industry has changed quite significantly in the last 15 years. Today, women not only work in the mines of South Africa, but they also own mining companies. Women like Anglo American CEO Cynthia Carroll (pictured) are the new breed. Gavin du Venage reports.
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TRENDS | MINING
WOMEN ARE UNDETERRED BY THE ROUGH LIFE UNDERGROUND It’s a hard world digging for gold deep in the bowels of the earth. Two kilometers underground is no place for a soft touch, but more and more women are making the choice to enter the mining sphere. The South African mining industry has been the backbone of the country's economy for more than 100 years. Today, it employs half a million people. It accounts for 20 percent of our annual national wealth and more than half the country's exports. More than 152,000 people work in the gold sector, and another 130,000 in platinum mines, according to government figures. Given its looming shadow over our lives any discussion in South Africa on transformation, human rights and in particular, the place of women in society begins and ends with the mining industry. In these three categories, its beginnings were not good. “A century of mining has certainly not covered itself in glory in terms of how people were treated,” says Minister of Mineral Resources Susan Shabangu. “That is the starting point before we can go forward.” Until the 1990’s, women were legally barred from working underground. Tradition also prevented women from working in surface mines or in surface occupations. South African law now compels sectors such as mining, which are male dominated, to increase women’s participation. Gender balance in mining is not merely about window dressing. It’s also about addressing a legacy that tore apart entire sections of society under apartheid. The single sex hostel system, where men lived in dormitories far away from home ripped families apart; women and children stayed home, left to fend for themselves, for months, if not years at a time. With the opening of mining to women, families can now once again live together and increasingly, work together, no longer kept apart by a rigid sex and racial divide.
Economics is also a motivating force for equality. As the saying goes, 'if it isn't grown, it’s mined.' The commodities extraction industry is going to be with us for a long time. As is often noted, women represent half the workforce, and therefore 50 percent of the country's skills base. To exclude such a valuable resource would be a very bad business decision indeed.
“Barriers to women in mining are substantial. Major issues include low levels of education, particularly a lack of technical education.” The industry has a target of having one in 10 workers being a woman, a goal it is close to achieving. Women are not merely relegated to the soft jobs – human resources, administration or the other usual suspects when it comes to finding 'suitable' work. They are taking up positions as engineers, safety officers and other tasks that literally put them at the coalface – or gold, platinum and diamonds, as the case may be. Barriers to women in mining are substantial. Major issues include low levels of education, particularly a lack of technical education. Often the work culture and organisation itself are hostile to women's involvement. A lack of mentors and facilities for women in the workplace, as well as the physical requirements of mining also conspire to keep women at bay. Still, the skills deficit across the industry, particularly for engineers, is likely to grow. It’s likely that in years to come the average miner will just as likely don a skirt after a shift as a pair of trousers.
AN ACTIVIST OVERLORD SAs biggest mining boss is a woman Unusually for such an intrinsically macho industry, the boss of mining in South Africa is a woman. Or, to give Susan Shabangu her proper title, she is The Minister of Mineral Resources. Born in Soweto, her background is a diverse mix – Shabangu was an activist in the 1970s and she helped to shepherd in democracy in 1994.
“Women's place should not be in the kitchen, that is, in the soft jobs of these mining companies.” She now presides over the country's single biggest revenue earner. It’s also an industry going through tough times. Declining gold production from ageing pits and a fall in platinum output as European and the US economies stagnate, means falling returns for the exchequer. Still, Shabangu keeps a steady grip on her job without losing u
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“We wish to see women occupying meaningful and even strategic jobs in the mining industry, including those at board level.”
POWER PLAYER Cynthia Carroll heads up the world’s largest platinum producer. In 2008, she was ranked by the magazine Forbes as the fifth most powerful woman in the world. She was ranked fourth by the same list in 2009. By now she is off the charts.
sight of what it means to be the only one in the office wearing a dress. “A women's place should not be in the kitchen, that is, in the soft jobs of these mining companies,” she says. “We wish to see women occupying meaningful and even strategic jobs in the mining industry, including those at board level." The industry itself has a target of 10 percent women employees, and even though this is yet to be reached, she remains optimistic that it can be done. "The mining industry by its very nature and for historical reasons still reflects an ethos that is a reflection of the male dominance of this sector," Shabangu says. “The role and place of women in mining
is not a mere luxury, or irrelevancy...It is something that must happen, and be made to happen, without delay. It is part of righting the wrongs of history.” Given that the industry must also contend with racial imbalance, keeping women on the agenda is not always easy. As a minister, her job is to make sure she keeps juggling the different priorities that come with her office. "The Freedom Charter made bold the statement that strategic areas such as the banks and the minerals beneath our soil should belong to the people as a whole,” she adds. “It is up to us, today, to decide the means to achieve this.”
It’s difficult to imagine a more impenetrable environment than Anglo American, the century-old mining house which has stood as a colossus over South Africa's economy. Executives were drawn from the clubby network of old boys who attended the same schools, and the same universities. That is, until Cynthia Carroll came along. Carroll is not only the first woman, but the first company outsider to be given the CEO's chair. She took the job in 2007, at a time when the company had a terrible safety record and relations with unions were at an all time low. It was also being eclipsed by up and coming rivals Rio Tinto, BHP Billiton and Vale of Brazil. Changes had to be made. “It was clear to me that we were not going to be able to do this alone, to really change the culture and achieve substantially different results, until we collaborated with all of those who had a vested interest in protecting lives and could influence a change in behaviours,” Carroll said recently. By reinvigorating its relationship with its employees, and going so far as to close unsafe mineshafts, Carroll changed the way Anglo treated its people, and ultimately, the way it ran its business. She shed unprofitable businesses and today Anglo is a $50-billion company with diversified coal, gold, platinum and diamond assets. Carroll herself has powered up the ranks to become, according to Forbes, the world's 5th most powerful woman. In addition to her high powered career, Carroll is a wife and mother, and has raised a family of four children. She has also undoubtedly had to develop a
thick skin; you don't run South Africa's biggest corporation without attracting a lot of criticism. She continues to enjoy the backing of shareholders and the Anglo board, and in the years to come the company will gradually be shaped into the vision Carroll has laid out for it – a global commodities giant.
“Carroll changed the way Anglo treated its people, and ultimately, the way it ran its business.”
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MINING/ GOLD MINING | GREAT BASIN GOLD | TW ADVERTORIAL
Leading ladies of Great Basin Gold Inspirational leader to rising star, Great Basin shares their top women.
reat Basin Gold (GBG) is an international mining company engaged in exploration, development and operation of high quality properties. The company’s commitment is to develop sustainable communities and add value to shareholders. Great Basin Gold is currently focused on two emerging flagship mines in the world’s richest gold-producing regions – the Hollister Gold Mine (and associated operations) on the Carlin Trend in Nevada, USA and the Burnstone Gold Mine in the Witwatersrand Basin Gold fields of South Africa. Great Basin Gold has prospective exploration projects in Tanzania and Mozambique. The company is proud of the number of women it has in its workforce and is currently recruiting more. The women work underground and at management and board member level. The breakdown of female staff working at Great Basin Gold is as follows: • 79 women work at Burnstone Mine – this is out of the 389 total local mining work force • 52 are from the local community • 50 are employed in core mining functions – this is 12.9 percent of the local mining work force • 27 women are employed at Great Basin Gold’s corporate office in Sandton, Johannesburg • 12 work at management level • There are three women representatives at board member level: Octavia Matloa, Mametja Moshe and Anu Dhir • 36 women work at the Hollister Gold Mine in Nevada, USA In addition to these figures, policies are designed to increase the employment of women:
GBG leading ladies at the Top Women Awards with two senior members
• The company actively promotes a culture of non-discrimination and gender equality, to reduce gender stereotyping and preconceptions. • Women have responsibilities and challenges equal to those of their male counterparts, and are enabled to build the experience required for more. highly skilled or managerial positions • The career progression plan includes a women-specific element to ensure women with the potential to progress are considered equally alongside their male counterparts, and are not inadvertently passed over in the promotion process. • International technical trainers offer dedicated on-the-job training and development of technical competence in women miners, for up to six months at a time. • Women also get an adequate support system to balance their work and family lives. Leading Ladies of Great Basin Gold, 2011 In recognition of the iconic march of 1956, Great Basin Gold has always been committed to celebrating National Women’s Day. This year all staff members were encouraged to nominate female colleagues who’ve made an outstanding contribution either inside or outside the company (or both). Four different categories define the nomination criteria: Community involvement, outstanding
performance, inspirational leader, and rising star. Burnstone Mine • Sibongile Nhlapo – R ising star • Veliswa Dyantyi – Rising star • Prudence Moeketsi – Community Involvement • Nini Mthimkulu – Rising Star • Carina Botha – Inspirational leader Corporate Office • Delmarie Lamprecht – Community involvement • Neeltjie Conradie – Inspirational leader • Samantha Rabany – Rising star • Portia Buthelezi – Rising star • Jackie Siebert – Outstanding performance All winners were treated to a celebratory night out to attend the Top Women Awards at Gallagher Estate on 22 September 2011.
www.greatbasingold.com
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Smart Acquisitions + Strong Partnerships + Smart Value Uplift = Self-Sustaining Socially Responsible Mining Entities Village Main Reef’s strategy is to create self-sustaining, socially responsible mining entities. This has been and will continue to be achieved by identifying and acquiring undervalued assets and impacting on these assets in a way which realises and unlocks their potential value. The Village strategy can be summarised as follows: The company has a BEE ownership in excess of 60%, which enables Village to access and enter into a broader set of South African and international mining business opportunities. B-BBEE partner Umbono, holds some 13% of Village and Xelexwa a further 13%. Village currently owns Buffelsfontein Gold Mine and Tau Lekoa Mine is a major shareholder at Consmurch Mine and Blyvoor Gold Mine. Village together with its operations holds gender equality to greatest esteems through different women empowerment programmes, e.g. women in mining, internships, techno girl programme, etc. www.villagemainreef.co.za
MINING/ METALS & MINERAL MINING | VILLAGE MAIN REEF | TW ACHIEVERS
Village Main Reef’s women of gold A gold future for women in mining with Village Main Reef.
Khetiwe McClain
Moetlo Maria Moganedi
Lucia Tsakani Ndhlovu
Roné Viljoen
Khetiwe McClain – Non-Executive Board Member, BA Fine Arts With over 10 years mining experience, Khetiwe McClain is currently a NonExecutive Director for Village Main Reef. She also chairs the Sustainability, Social Ethics and Transformation of Village Main Reef, is a member of the Audit and Risk Committee and the Nominations Committee. Khetiwe also sits on other mining boards and does advisory work for some of the companies, particularly around transformation. “I am very passionate about transformation,” says McClain. Village's transformation strategy is not just about ticking the boxes but about truly striving to reflect the country’s demographics. Village Main drives transformation from all levels of the organisation. As a board member, she contributes from a strategic point of view and is happy to see more women involved in the operational part of the business and in decision-making positions. Previously, Khetiwe was CEO of Alexkor. Her experience there was eye-opening, challenging and filled with growth. She left the company after it made its first profit in five years. Moetlo Maria Moganedi – Production Mine Overseer, BSc Engineering/Mining Spoken like a true women in mining, Moetlo says: “You are not a miner until you’ve worked in the deep gold mines of South Africa.” Asked why she chose mining as a career path, she says she was curious about what went on underground and decided the only way to find out, was to be part of it. Now that she knows the ins and outs of the mine, she is curious to find a way to make mining more efficient, more sustainable and safer. Village Main Reef gave Moetlo the opportunity to fulfill her curiosity, as the core of its business is focused around extracting valuable resources from mines that were deemed unsustainable by previous owners. Most females assume the biggest challenge in life is working in a male-dominated industry, but the greatest challenge is the safety of the staff, which is securely entrusted under her leadership. Moetlo aims for their complete safety, because without them, there would
be no resources to sell. Previous positions held by Moetlo include Mining Engineer in Training and Production Shift-Supervisor. Lucia Tsakani Ndhlovu – Junior Geologist, BSc Geology (Hons) Geologist by profession, Lucia is one of the fortunate ladies employed by Village Main Reef. She obtained her BSc Geology Honours from the University of the Witwatersrand in 2009. Being in the mining industry for over a year now working as a Geologist at one of the operational mines owned by Village Main Reef, Lucia has been exposed to a number of wonderful and challenging experiences. This has moulded her into a stronger, more resilient and motivated woman. Today, she has much to offer the mining industry, and being one of the very few professional woman working in a mine, she aims to be the driver of change. As a personal view for the future, Lucia would like to see the mining industry transform to become more inclusive, more empowering and more devoted to women. Roné Viljoen – Training Manager, BA Community Development, ND Pastoral Counselling Coming from a development studies background, Roné believes the mining industry has a very distinct aspect to its business. She finds ways in which mining companies are entangled in the community’s social, political, economic and environmental aspects intriguing. Unfortunately mining has a history painted with aching social issues. She loves being part of a team that deliberately challenges the status quo and strives for positive transformation in the industry. To Roné her work is not just a job, but a God-given calling and passion. She is convinced that women have a unique role to play. It’s like the African proverb says: “The hand that rocks the cradle rules the nation and its destiny.” People are the most valuable resource we have. She dreams of a South Africa where opportunities are equally accessible to everyone no matter what race or gender; where the potential of each person is realised and where sexual, verbal and emotional abuses are unknown.
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Enter a new generation of female miners
Gold Fields’ comprehensive programmes to develop existing female employees and grow a female mining skills pipeline is paying dividends and changing the face of the gold mining industry.
M
ining is not an industry traditionally associated with women, but that’s changing thanks to the investment that companies like Gold Fields are making in increasing its number of female employees.
As one of the world’s largest unhedged producers of gold, Gold Fields operates mines in South Africa, Australia, Ghana and Peru. At all levels in these operations – from the rock face to the corporate environment – women are increasingly coming to the fore. Many of these women have worked their way up through the ranks, benefiting from the company’s internal drive to develop female employees. Among them is Masego Dyasi, who was one of the first women to receive a Mine Overseer’s Ticket from the Department of Mineral Resources. Masego developed a passion for mining in her first job as an underground store manager. Taking advantage of the training and mentorship on offer in the company, she went on to become a learner miner, obtained her blasting certificate, was promoted to production supervisor and completed a Mine Overseer Competency Certificate through the Gold Fields Business & Leadership Academy. She has her sights set on studying for her Mine Manager’s Ticket and encourages other women to pursue mining careers. “They should have dreams, goals, endurance and a passion for mining. It’s not easy, but it is possible,” she says. Gold Fields’ internal drive to grow existing female employees
Dr Mamphela Ramphele
is complemented by considerable investment in the development of a robust external skills pipeline. The company currently has 126 bursars, 133 graduates and diplomats in training, as well as 51 private vacation students. Close to a third of these are women and many will have the opportunity to pursue careers within the company when their training is complete. Bongiwe Zenzile is one such example. She started her career as a skills bursar in 2005 and she went on to qualify as an artisan. Today she holds a position as underground electrician at the company’s KDC West operation. Masego and Bongiwe are among a new generation of female miners who are bucking the trend. Historically it was almost unheard of for women to occupy
Cecilia Ntombela
positions underground and was perhaps only slightly less rare to see women rise through the male-dominated corporate ranks. That’s changing too, however. Marietjie Lancaster, Senior Manager Human Resources for KDC, started working in the mining industry 27 years ago and can remember a time when things were very different for women in a corporate office. “We always had to work harder than our male counterparts to prove we were capable of carrying out our jobs,” she says. She hopes to play a role in mentoring other women to pave the way for their future career success. Marietjie is joined by many high powered, top-calibre female colleagues in Gold Fields. They include the likes
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MINING/ GOLD MINING| GOLDFIELDS | TW ADVERTORIAL
“I genuinely believe that women excel to a greater extent than men in change management situations.” – CEO Nick Holland of Taryn Harmse, Vice President and Group Consultant Legal for Gold Fields as well as Senior Legal Counsel Cecilia Ntombela. Other senior female employees include Lee-Ann Samuel, Vice President and Group Head of Remuneration and Employee Benefits, Goitsemang Huma, Vice President and Group Head of Learning and Development, Annie Snyman, Vice President Sustainable Development and Tzvet Ilarionova Vice President and Group Head of Finance. Occupying the most powerful leadership position in the company is our chair, Dr Mamphela Ramphele. Addressing an audience of Gold Fields women at the company’s Annual Women’s Day celebration last year, Dr Ramphele pointed out that South Africa ranks third in the world for employing women in top businesses and has more women in senior positions than are represented in the United States cabinet. The development of women within the company has also been given priority by CEO Nick Holland, who believes that women have a unique and important role to play in the company. “I genuinely believe that women excel to a greater extent than men in change management situations,” he said, quoting a McKinsey study that found that women
Lee-Ann Samuel
Masego Dyasi at our KDC West Mine
are generally less aggressive and more consensus-seeking; less competitive and more collaborative; as well as more group orientated. "For these reasons, women excel at transformational leadership ... a leadership style that is becoming more and more important for success in today’s corporation,” he said.
“In line with our broader transformation commitments, we are continuing to seek higher levels of representation of women throughout Gold Fields – from the mines to the boardroom. It makes business sense to do so as women represent a significantly untapped pool of talent,” he says.
Holland points to the instrumental role that women have played in helping the company to manage its current change management programme, adding that their contribution to the company is far greater than what their small numbers might suggest. Looking to the future he believes women will have a significant role to play in the areas of community relations, environment, governance as well as safety and well-being. He also highlights the fact that there's still work to be done in increasing the number of women in core mining positions.
For existing and future female employees, the women of Gold Fields serve as a powerful example of what can be achieved when individual ambition is supported by a company’s commitment to helping people achieve their goals.
www.goldfields.co.za
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Leadership – it's all in your head By understanding the workings of your brain, you can make it work for you. Tara Lerner looks at what the marriage between neuroscience and leadership means for the workplace.
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BUSINESS BRAIN | LEADERSHIP
he study of leadership has been a hot topic for years, in fact, centuries, with the 16th century giving us The Prince by Machiavelli and Sun Tzu writing the Art of War over two thousand years ago. But the emerging field that blends neuroscience and leadership is adding new titles to the mountain of modern leadership literature, including Your Brain at Work, Your Brain and Business and even The Leadership Brain For Dummies. The current influx of neuroscientific discoveries, made possible over the past decade due to advances in medical technology, allow for detailed, and even real-time, studies of the brain. David Rock, an American consultant and leadership coach, coined the term neuroleadership in 2006 and his book, Your Brain at Work, is one of the first to succinctly use these findings about the brain and apply them to a corporate environment. “Rock's approach to the neuroscience of leadership is made up of four areas that leaders can address to be more effective: decision-making and problem solving; emotional regulation; collaboration; and facilitating change,” says Mary-Joe Emde, CEO of the NeuroLeadership Group SA, a local chapter of the company that uses this brain-based approach to coaching.
“Today's workplace requires us to be more innovative, strategic and collaborative, yet we can be ineffective in the workplace if we don't understand our brain's limitations.” DECISION-MAKING AND PROBLEM SOLVING How much of your work week is spent making effective decisions or being really productive? “We ask leaders this question, and find it's a few hours at most. The majority of people do their most productive and creative thinking outside of working hours, such as when they are
driving, showering or relaxing,” says Emde. She adds that today's workplace requires us to be more innovative, strategic and collaborative, yet we can be ineffective in the workplace if we don't understand our brain's limitations. One of those limitations is the amount of fuel that is available for brain work. Conscious mental activities are energy-intensive and should be scheduled when your mind is fresh and alert. Try to put attention-rich tasks, such as prioritising, before emails and avoid doing multiple conscious tasks simultaneously. REGULATE YOUR EMOTIONS Emotional regulation is becoming aware of the triggers that generate a threat response and then using strategies to help you function in a more effective manner. When the brain perceives a threat, parts of your brain that include the limbic system (the emotional brain) generate a fight or flight reaction. The hormone cortisol is released, and one of its functions is to deactivate the prefrontal cortex. This part of the brain, responsible for executive thinking, inhibits inappropriate behaviour and makes sense of what is going on. The brain-based approach focuses on how to re-engage the pre-frontal cortex, using emotional labeling and reinterpretation of an event, because this minimises the limbic response. “You can also train your brain to be less reactive through mindfulness training, which involves paying attention in the present moment without judgement, to whatever experience you are having,” says Emde. COLLABORATE AND INFLUENCE OTHERS “We are inherently designed to be social, it's one of our primary drivers. But our social brains haven't developed fast enough for the environment we are living in,” says Emde. “Rock states that there are five social rewards and threats that are deeply important to the brain: status, certainty, autonomy, relatedness and fairness. When I engage with you the objective is to have you engage with me in an open, non-threatening state. The minute you see me or what I am doing as a threat, you close off and go into fight or flight. To achieve open engagement I also need to understand my own triggers,” says Emde. This open state facilitates insightful, optimistic thinking that focuses on vision, opportunities, and possibilities.
FACILITATING CHANGE According to Emde, a recent McKinsey study showed that only 30 percent of change initiatives succeed. “Something is wrong with the way we manage or drive change,” she says. The neuroscience of change looks at factors that bring out and maintain change. “Leaders need to open people up for change, and facilitate insights. Insights come when the brain is in a perfect optimal functioning state; when it’s quiet, slightly happy and inwardly focused. Through brain-based change initiatives, you create a culture of engagement rather than fight or flight,” says Emde. One of the underlying currents of the neuroleadership approach, that allows you to make the subtle but difficult changes in your way of thinking, is mindfulness. If we can cultivate the ability to observe our minds, what start off as largely unconscious reactions to events, become opportunities for change.
SPOT THE DIFFERENCE LEADERS WHO DON'T UNDERSTAND BRAIN FUNCTIONING: j Mentally exhausted at the end of the day. k Haven't achieved their day's tasks. l Fly off the handle, get upset quickly. m In victim mode and at the mercy of their environment. n Use reward and punishment. o Force people to do work with them. p Frustrated when things don't happen immediately. q Follow an old approach of training rather than self discovery and self learning. r Drivers rather than facilitators of change.
LEADERS WHO USE A BRAIN-BASED APPROACH: j More effective at work, get things done. k Structure their day properly by doing complex tasks in the morning. l Not drawn into drama: stay objective and emotionally disengaged. m Influence and engage people more effectively through conversations and behaviour. n More successful and patient in their change initiatives. u
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CASE IN POINT
De Beers tried a new strategy to grow their leaders “I've realised how much people have a need to be seen, heard and understood.”
BRAIN.SEX
Although David Rock's approach doesn't differentiate between the male and female brain, there are many who support the scientific evidence of the difference. Cape Town-based executive coach Mary Ovenstone is one of them. “There is only an 8 percent difference between the male and female brain. Many people tend to underestimate that, but the truth is there are big differences,” says Ovenstone. The average male brain is dominantly left brain in function and can be characterised as spatial and abstract. The average female brain can be characterised as verbal and emotive. Commonly referred to as being right-brained, in actual fact, a woman is both-brained. Her corpus callosum (the neural fibres connecting the hemispheres) is generally agreed to be bigger, meaning more information is processed simultaneously by each hemisphere. The pre-frontal cortex, the executive thinking part of the brain also responsible for impulse control, is better wired to the rest of the brain and matures earlier in women, while the amygdala, the brain centre which processes fear, anger, and aggression, is smaller. Women use all six language centres throughout the brain; men use one in the left hemisphere. The parts of the brain dealing with 'gut feelings', and processing and giving meaning to other people's emotions are bigger in women. Mirror neurons, which activate a similar
When De Beers Namibia was looking for a way to support their leaders, they tried several change initiatives before turning to a brain-based approach where some of their key leaders, including Marlene Curtis, were trained how to coach others. TW: What changes have you seen? MC: There is change of ownership, from an external to an internal focus. Instead of, “My manager is not doing enough for me,” now it's, “What can I do to make this better for me,” and that's very exciting to see. TW: What will the long-term results be for De Beers Namibia? MC: By creating a coaching culture, I believe individuals will start acting dif-
emotional response through observation or imagination, are used more by women than men. This means women can project themselves into different situations and analyse them. Ovenstone says all of these differences translate into a wealth of information to which women have access. The challenge for women in decision-making is not to take too much time with this information and to be able to separate her feelings from her thoughts. The differences in the female and male brains become less pronounced over the age of 50 due to changes in hormone levels. “Women become less likely to try and please others and avoid conflict, while men become more in touch with feelings, enabling them to consider a larger range of factors in their decision making,” says Ovenstone. She believes that the corporate world is in difficult times and needs to start making better decisions, and that they can do this by integrating female decision-making. The male brain usually drives towards short-term logical and expedient decisions. A woman can use more aspects of her brain, as this might take longer she needs to be given enough time. Ovenstone suggests presenting a problem at a meeting, but then letting people go off to work on it, ideally with the women working together verbally while the men quietly activate their imagination; then everyone coming back together to negotiate the final decision.
ferently because they understand what they’re doing – what their brains are doing, when they react or act in certain ways, which will influence their sections, bringing about a culture change in the company. I do not think this is an easy change. It takes time and commitment, but it is possible. TW: What has been the most powerful impact? MC: I've realised how much people have a need to be seen, heard and understood; and how inherently we all want to achieve. People don't need a leader that hangs over their shoulder to make sure they do their work. It's amazing how much commitment and energy people have once they are positively engaged.
“Even though a woman can be leftbrain biased, she is still using both hemispheres. Many women choose to ignore their right brain in an effort to fit into a man's world,” says Ovenstone. “But if they slow down and use both hemispheres, then separate thoughts from feelings, they make better decisions. They can think like a woman and then communicate in a left brain way in the corporate environment.”
“...a woman's is generally agreed to be bigger, meaning more information is processed simultaneously by each hemisphere.”
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2012/07/20 11:24 AM
TRENDS | SKILLS
Women are getting hard skills
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Today women are moving into roles that have operational and financial responsibilities. More are studying in accounting and technical areas and entering professions like manufacturing and ICT. What are the skills employers require? Which are the schools and FET colleges upskilling women in technical skills and what programmes are making inroads? Shouneez Khan reports.
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TWO WOMEN IN THE PLAYING FIELD. TW asked Ashley Liddiard & Makgola Makololo to tell us the lay of the land.
WOMEN IN NUMBERS j
13,000
THE NUMBER OF ENGINEERS OF ALL DISCIPLINES WE NEED EACH YEAR TO SATISFY DEMAND
k ASHLEY LIDDIARD – Council for Scientific and Industrial Research (CSIR) & Member of South African Women in Science & Engineering What new areas do you see women move into? I would love to be able to say electrical engineering – but that is not the case. The trend is more on the software side. What skills are valued by employers? We see skills like programming and systems architecture gaining group. What is always valued are interpersonal skills. What fields of study should women get into if they want to be sure of a job? Any engineering, or science-related field. Where do companies spend on training? Soft skills and presentation skills. Do women have different skills to men and how are those valued? Women think out the box – they have lateral gifts that connect components together and that is very useful. I find that I will come to a conclusion quicker that the men around me – however it is seldom heard until later down the line when someone else comes up with the same idea! Women are also calmer. I have found that I would be taken to difficult meetings to calm things and provide balance. How can we bring more women into male-dominated fields? We need to make the workspaces more friendly-by offering female facilities like woman specific bathrooms that are accessible, baby feeding and changing rooms, childcare, nice kitchens, or flexi hours that allow working from home.
MAKGOLA MAKOLOLO – Electrical Engineering Manager, Eskom What new areas are you seeing women move into? I see women moving into all sectors of industry. It is perhaps the level of penetration and representation that can be debated and quantified. What skills are valued by employers? Currently the market is absorbing a lot of the engineering and financial services. What fields of study should women get into if they want to be sure of a job? If a job is what you are looking for then you should look at engineering and financial services. However for women with entrepreneurial inclination, the sectors to be in will be ICT and perhaps renewable energy. There is a lot of funding and support in these areas particularly for women. We need more entrepreneurs to help create jobs in this country. What are key areas where companies spend on training? Development of management skills / artisan skills / learnerships and bursaries. Do women have different skills to men and how are those valued? I believe technical and core skill would inherently be on par but the difference may lie in different leadership styles. How can we bring more women into male-dominated fields? We need to have more role models. It is usually easier to follow in the footsteps of someone that you look up to. Also having more networks for women to share ideas and support.
1,300
THE NUMBER OF ENGINEERS THAT GRADUATE EVERY YEAR; SIMILAR SHORTAGES ARE NOTED AMONG DOCTORS, PHARMACISTS, SCIENTISTS AND OTHER JOBS COMMONLY REGARDED AS BEING AT A HIGHLY SKILLED LEVEL
l
R30,000
THE MONTHLY SALARY OF A SKILLED BOILERMAKER OR FITTER AND TURNER
690,000
THE STUDENTS AT COMPREHENSIVE UNIVERSITIES IN SOUTH AFRICA IN 2009
140,000
THE STUDENTS AT UNIVERSITIES OF TECHNOLOGY IN 2009
520,000
AT FURTHER EDUCATION AND TRAINING (FET) COLLEGES IN 2009
m
46 PERCENT
OF ASPIRING CHARTERED ACCOUNTANT TRAINEES ARE FEMALE
16 PERCENT ARE BLACK FEMALES
4 PERCENT
CURRENT TOTAL OF AFRICAN FEMALE MEMBERSHIP OF THE SOUTH AFRICAN INSTITUTE OF CHARTERED ACCOUNTANTS
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“This programme gives women from previously disadvantaged backgrounds a chance to learn a new skill, and equips them with qualifications and employment.” WOMEN IN NUCLEAR – SA (WINSA)
SOUTH AFRICAN WOMEN IN ENGINEERING
SAWomEng is a non-profit organisation which identifies and finds the sponsors for engineering students or graduates who want to further their careers in this sector. It is the middleman that champions to get the funding, and puts the spotlight on a much-needed resource in the sector. www.sawomeng.org.za SOUTH AFRICAN WOMEN IN CONSTRUCTION (SAWIC)
SAWIC is a platform to assist with networking and partnerships for training projects. This organisation assists in bridging the skills gap in the maledominated construction sector. SAWIC offers health and safety workshops, mentorship, training, CETA learnerships and training programmes, material suppliers, as well as training courses. They also offer Micro MBA courses to enhance entrepreneurship and business management skills. www.sawic.org
GET SKILLED A comprehensive listing of organisations who assist in enhancing the skills of women.
“SAWIC offers health and safety workshops, mentorship, training, CETA learnerships and training programmes, material suppliers, as well as training courses.”
This is a government-funded initiative to encourage women in the nuclear field. WINSA advocates a broad understanding of the fields of nuclear technology, safety and non-proliferation through targeted interventions, including public information programmes. This is an initiative mainly driven by National Nuclear Regulator to encourage women in the nuclear field; also NECSA and the NRF drive initiative awareness for their nuclear relevant programmes. www.nnr.co.za IKHAYA FUNDISA TECHNISKILLS ACADEMY
This organisation offers courses for boilermaking, electrical millwrights and artisanal work, as well as work on an open entry, open exit basis to offer learners flexibility. The vast majority of the learners are from corporate entities. It is a black empowered technical training centre that has been in existence since 1982. www.ifta.co.za TRANSPORT SECTOR
Gautrain has pioneered the training of women in their Bombardier Transportation’s annual learnership programme. This programme gives women from previously disadvantaged backgrounds a chance to learn a new skill, and equips them with qualifications and employment within Bombardier and its subcontractors, including Siemens, Omega, Isithimela Rail Services, Tractionel, as well as the training service provider, Mitanoya Training College. www.gautrain.co.za
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Make Yourself Heard Benjamin Disraeli said, “There is no index of character so sure as the voice.� Every time we speak, we reveal so much of ourselves. What are you revealing through your speech and voice about yourself? Monique RissenHarrisberg, founder and CEO of The Voice Clinic, knows how important the way we speak is to our success in life, and that it is not only what we say, but how we say it that can make or break a deal, or lead to either success or failure.
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SPEAK IN PUBLIC | LEADERSHIP
hen we stand up to address an audience, it brings back every childhood experience we have had of being judged, accepted, analysed or rejected by our peers. The fear of rejection and of the possibility of making a fool of ourselves can be overwhelming – not simply the fear of failure, but the fear of being disliked and rejected by others. And the fear of looking silly or stupid, inadequate or incapable. We need to discover how to deal with the ‘fight or flight’ syndrome, and the fear of public speaking. Why do we fear it? How do we stop our negative self-talk and develop a winning attitude? Everyone experiences self-doubt and fear at times, but we need to believe that we will succeed and that we have the tools to make us effective public speakers. A couple of years after I started The Voice Clinic, I was asked to address 800 women at a conference on ‘How to find your dynamic voice’. Experienced by now, but still terrified, my usual fear and trepidation threatened to overwhelm me. This nervousness didn’t start just before I gave the speech; it began months earlier, every time I thought about it. So, half an hour before the speech, I was terrified. I remember walking through the foyer looking confident – I was always a great actress – passing a group of women who were discussing the next professional presenter. I overheard them saying, “It’s Monique Rissen (I was unmarried then) from The Voice Clinic next. I believe she’s absolutely brilliant and really dynamic. I can’t wait to hear her speak!” With that, my fear and nervousness evaporated and, in fact, disappeared forever as I realised that this audience actually wanted to hear me speak, and
“nemusquam facchuit ius? Antre patanum silis, “...this audience comacerfec patanum silis actually wanted nemusquam facchuit to ius? Antre silis, hear mepatanum speak...” comacerfec patanum silis"
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they wanted me to succeed. They wanted me to be good and had high expectations. It was an amazing revelation. Whenever we stand up to speak, our audience wants us to do well. They are not waiting for us to fail and humiliate ourselves: it is embarrassing for them if you do. They’re rooting for us. No one wants to watch a trapeze artist or a gymnast fall. We want them to succeed. Perhaps it has to do with the fact that we all need people who can inspire us and motivate us. Or simply entertain us. Occasionally, we have competitors around us who do want us to fail, for their own reasons. If that is the case, try to ignore them and focus on your supporters in the audience. Once we get the feeling that the audience likes us and is responding favourably, and that our brains are functioning normally under the circumstances, we start to relax and can then begin to excel and excite as speakers. As Michelangelo once said, “Faith in oneself is the best and safest course.” We need to go beyond being adequate and simply getting through the speech, to the point where we really enjoy ourselves and have fun when we speak. This will result in a thrilled and excited audience. Take power, take charge, have fun, and lose yourself in the moment! That is the art of effective speaking. ACT THE PART Recently, I ran a training session for a group of female sales consultants, during which we conducted some role plays. I was amazed to observe how they approached a ‘new client’, and how they conducted themselves during the first two minutes of a meeting. They walked into the client’s office in a humble manner, hunched over and eager to please; completely subservient. This I could ascertain by observing their body language and quiet, gentle voices. They re-enacted the role play, walking confidently into the client’s office, taking charge of the meeting with a bold, clear, warm voice, complimenting the client on something, and then controlling the pace and momentum of the meeting.
It astonished me that sales consultants lacked this understanding in the first place. This reinforced for me the value and power of acting and performance training. When individuals are taught the art of dramatic performance, these skills become natural for them.
“Will the audience find me attractive? Is my skin clear at the moment?”
MASTER YOUR EMOTIONS Learning how to relate in a confident and competent manner is truly empowering. One of the first steps towards becoming an accomplished communicator is to understand our emotions. So many conflicting emotions travel through our minds before we speak and when we are preparing our presentations. By understanding these emotions, we can challenge them and deal with them. The question of personal appearance is often an emotional stressor for women, who worry about issues such as: Will the audience find me attractive? Is my skin clear at the moment? Have I gained weight recently? Are my clothes too tight? Is my hair all right? Will I project the right image? u
2012/07/24 10:25 AM
TW ADVERTORIAL | PIC | NATIONAL GOVERNMENT/ NATIONAL GOVERNMENT AGENCIES
At the forefront of public investment After 101 years in investment, PIC undoubtedly leads the way. he Public Investment Corporation (PIC) has a century of experience in managing public sector funds. As the PIC marks its 101st birthday, it is proud to announce that it has reached the over trillion rands mark of assets under management. The PIC is a principal asset-management vehicle for the public sector of the Republic of South Africa. The PIC’s role is to grow and safeguard the assets entrusted to its care and to be both vigilant and tireless in pursuit of methods by which these assets can be enhanced. At the same time it is continually exploring avenues through which its investment interventions might benefit the South African population, particularly the disadvantaged.
“The PIC continues to deliver investment excellence and that is why it stands out among asset managers on the continent and globally.” One of the highlights of the year was the acquisition of the V&A Waterfront, which ensured that the ownership of one of the most prestigious properties in South Africa is vested in a South African worker base. The V&A Waterfront investment was valued at approximately R4.85-billion. A second, surpassing even the V&A acquisition, was the acquisition of Pareto Limited Business Venture Investments and (BVI). Pareto and BVI have a combined gross asset value of R13.6-billion, making it one of South Africa’s largest property loan stock companies. Pareto is an owner, investor and asset
manager of leading regional and superregional shopping centres located in key trading and metropolitan areas in South Africa. Township retail has grown to become an important segment of the South African economy and part of the mainstream investments. It is a market largely created by the PIC. This is a key intervention, which the average South African can see and touch. These developments radically transform the environments and neighbourhoods in which the PIC continues to deliver investment excellence and that is why it stands out among asset managers on the continent and globally. It is also for this reason that Africa will be the PICs next investment destination.
www.pic.gov.za
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ES K A ID T S MI AVO TO The following are 10 mistakes that you should try to avoid at all costs: 1. Volunteering to speak last. We seem to be inclined to hold back, especially when men are present. This is a huge, career-limiting mistake. Whether it’s a small team meeting or a larger group, those who speak early often emerge as the leaders. But don’t speak just to hear your own voice. Try asking a legitimate question, or commenting on an emerging theme, to make your presence known without appearing pushy. 2. An unclear purpose. Ensure that you are not waffling and that there is always a significant point that you want to make. 3. Not meeting the needs of the audience. 4. Being unprepared. 5. Giving too much information. As Irving S. Cobb said, “No speech can be entirely bad if it is short enough.” 6. Not providing enough support – in the form of stories, jokes and examples – for ideas, concepts and information. 7. A poor image and dress code. 8. A dull, sloppily presented speech. 9. Waffling, mumbling or speaking in a monotonous voice. 10. Extending your speech well over the allocated time or finishing late.
FLASHPOINTS • • • • • • • • • •
The decision of what to wear is particularly stressful for women: Am I formal enough? Is this outfit chic enough? Smart enough? Casual enough? Tailored enough? Slimming enough? If the invitation says ‘evening wear’, does that mean long or short? Cocktail- or calf-length? Will people be wearing summer or winter outfits? How will my audience perceive me? Will they see me as confident, professional and impressive? Commanding and arrogant? Will they see me as nervous, amateurish and insecure or, worse, ignorant and embarrassing? What will I sound like? Will I come across as being articulate and eloquent? Will the audience find my voice irritating, whiney, monotonous? Too soft? Too loud? Do I need a microphone? Is my diction clear and crisp? How can I ensure that my voice sounds vibrant and varied? How do I speak with authority but not sound arrogant? How do I achieve the correct tone? Will they ridicule my accent? Will they understand my accent? Heaven forbid, will my voice bore them? What will I say? How do I make the content of my speech interesting, informative, entertaining, fresh and unique? How do I avoid being dull and boring? Will they find me funny? Will my jokes fall flat? Most importantly, will
I make any impact on my audience? Will I change their lives? Will I move them emotionally? Will I stimulate them? Entertain them? Inform them? Amuse them? And, finally: Will people like me? With all these worries consuming us, it is no wonder that we are often emotional wrecks before public speaking. There are two important questions that we need to consider, and which will help us through this quagmire of emotions and insecurities: j What is the purpose of this presentation? Is my intention to inform, persuade or entertain my audience? How am I going to achieve my objective? The rest will flow from there. A key strategy to assist us with eradicating most of our fear is to take the focus off ourselves and place it on the audience. We do this by asking ourselves the next question. k What can I give this audience? How can I help them? The moment we change our thought process from inner to outer … voila! We are cured! We can stop worrying about what everyone else is thinking about us, take that power away from them, and focus on what we can give to them. It really is as simple as that.
Monique RissenHarrisberg, founder and CEO of The Voice Clinic. Her book MAKE YOURSELF HEARD, How to talk, act and dress your way to success is available at good book stores nationwide.
Remember that you are the expert.
Your introduction and conclusion need to have high impact. The body of the speech needs to be broken up into five to ten points. Have a fast and energetic pace at the beginning of your speech. Choose the right words, and use your voice dynamically. Be bold and confident, and use body language that engages the audience. Share personal stories, anecdotes and jokes. Dress appropriately for the occasion. See to the logistics of the room, and use interesting visual aids. Remember that you are the expert. Have fun and enjoy yourself!
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2012/07/19 9:47 AM
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2012/07/24 11:15 AM
Eskom’s shining powerhouse Haylene Liberty shares her story of women empowerment in a maledominated industry. NAME Haylene Liberty POSITION Chief Executive Officer of Eskom Development Foundation PREVIOUS PORTFOLIOS Corporate Planning Manager, Chief Advisor Marketing Strategy UNIVERSITY University of Johannesburg QUALIFICATIONS BCom (Marketing) BEST DECISION Moving to the Foundation
What are the current activities and main functions of your organisation? The Eskom Development Foundation carries out corporate social investment programmes on behalf of Eskom in communities. Our programmes aim to develop and empower communities, making a positive difference for the poor, the vulnerable and the disadvantaged people in our society. Projects range from ones aimed at creating a positive environment that is conducive to learning, such as upgrading rural schools, having maths and science programmes, providing resources for schools and Further Education and Training Colleges, to empowering Small Medium Enterprises (SMEs) with business skills and marketing platforms so they can grow and provide more jobs. I have the awesome privilege of leading the Foundation in making this difference. What do you see as your main growth areas for the year ahead and why? Our main growth areas have to be in making a greater and more sustainable impact with our programmes. This means better planning, better selection and improved monitoring of our programmes. We need to make every rand count; every rand has to make a difference in the life of someone. Every rand must contribute to changing the future of someone for the better. The business arena and many sectors are historically male-dominated. Do you think the current role of women in business is a true reflection of their potential? Although good progress has been made with many women taking more senior positions in government and business, we still have a long way to go. Women
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are incredibly resilient and perceptive and can make an incredible contribution to business at large. We still need to increasingly move into those spaces in business, bringing our perspective and making that difference. In terms of women’s skills: where do you see the shortages regarding women in your industry? What is your plan of action to eradicate these shortages? Just as we need more women in big business, we need more women in the SME sector. We need more women entrepreneurs. The Eskom Development Foundation has created a platform for BWOs (Black Women-Owned)
“Just as we need more women in big business, we need more women in the SME sector.” businesses to showcase themselves in the annual Business Opportunities and Franchise Expo. In addition, women entrepreneurs can enter the Business Investment Competition, aimed at rewarding and showcasing successful SMEs with potential. Also, our contractor academy programme is an initiative to develop and enhance business and technical skills of contractors. We want to see more women graduating from the Eskom Contractor Academy Programme, with the tools to manage and grow their businesses into huge, successful enterprises. What are your views on gender empowerment? Your actions? And, how will this effect change?
UTILITIES/ ELECTRICITY | ESKOM | TW INTERVIEW
I am all for empowering women! And it begins much earlier than womanhood. We need to get involved with the education of girls at school level already. We need to be encouraging girls to dream big and to pursue those dreams. We need to encourage them and assist them with pursuing learning in the sciences and in business fields. We need to encourage them to see entrepreneurship as a career choice and we need to inculcate an entrepreneurship culture in girls at school already. That way more women can ultimately become providers of jobs rather than only seekers of jobs.
“We want to see more women graduating from the Eskom Contractor Academy Programme, with the tools to manage and grow their businesses into huge, successful enterprises.” Through the Eskom Foundation’s programmes in schools and those related to business, we aim to do all of this. Besides our initiatives of resourcing disadvantaged schools and educators in science and maths, a case in point is the Business Investment Competition that has a schools category, Simama Ranta, which recognises and rewards schools and learners excelling in entrepreneurship education. I believe that ultimately these programmes can result in more and more women taking their place in the business world as business owners, executives in large corporates and leaders in the science, engineering and technical fields. What are the most challenging aspects of your current position? Please elaborate.
For women, balancing the demands of a career with the needs of a family is particularly challenging. But the key for me has to be in finding and maintaining the work life balance and making every moment with my children a quality moment. What role model or leader do you aspire to? I have always had a number of role models growing up. From my earliest memories the women in my family have always exercised a strong influence on me. First my mother, then my aunts were my role models. These were, and still are strong, independent women who pursued education and careers and took care of their families. My mom always believed in making a difference, and played a significant role in giving back to her community.
“I am all for empowering women! And it begins much earlier than womanhood. We need to get involved with the education of girls at school level already.” What are your views on the progress of South African women in the boardroom? What can we do to change this? We need more women to have a stronger presence in the boardroom. We need them to be heard, we need them to bring their perspective and influence to decision-making and we need them to be shaping and influencing corporate policies, culture and strategy. This will happen when we start seeing women forming a critical mass in the make-up of the boardroom.
Define your management strategy and how it has assisted in achieving your goals? I believe in developing and empowering people and in giving them an opportunity to excel. My goals have been achieved, not only by me, but by having a team of people behind me who believe in the contribution they can make. Their success is my success.
“For women, balancing the demands of a career with the needs of a family is particularly challenging.” What is your personal work ethic or philosophy? I believe in working smartly, paying attention to detail and doing it with passion. Your heart is where your treasure is. And if your heart is in what you are doing, then you will treasure it and give it your best. What makes you most happy to be a South African? I am so proud of the strength that we get from our very diversity. We have an incredible capacity of accepting one another and seeing and appreciating our commonalities rather than amplifying our differences. I see this in our children; in our youth. We are also able to pull together as a country and deliver on common goals, as we did with hosting the 2010 World Cup and again with COP17. This unifying nature makes me proud to be South African, and I believe that it is this unifying nature that will propel us into achieving great things in the future as a nation.
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Powerhouse in energy Ayanda Nakedi ignites power in the energy industry. NAME Ayanda Nakedi POSITION Senior General Manager – Renewables Division PREVIOUS PORTFOLIOS Ex-Chief Executive Officer – Eskom, Development Foundation and General Manager – Strategy, Technology and Assurance – Generation Division UNIVERSITY Rhodes University, University of the Witwatersrand, Potchefstroom University QUALIFICATIONS BCom, MAP, MBA OTHER INTERESTS Touring and reading BEST DECISION To pursue a career in a technical environment within Eskom. It has broadened my horizons beyond what I am academically trained for. WORST DECISION Not pursuing sciences and thus not studying medicine. One should be aware of the impact of choices on ones future. In my heart of hearts I should have been a doctor.
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What are the current activities and main functions of your organisation? Eskom formed the Renewables Business Unit to diversify its generation mix, and complement hydro-power, which Eskom has been operating for years. My role as Senior General Manager encompasses a diverse set of challenges; from establishing new offices, recruiting staff, influencing processes that will enable execution of renewables in a competitive environment, liaising across various functions within Eskom to establish the business model, and giving strategic direction for success. What do you see as your main growth areas for the year ahead and why? Given that the renewable business is in its embryonic stage for both Eskom and from a country point of view, I foresee that growth for us will be exponential and across all phases of the business development lifecycle. In this regard we have to ensure that we are adequately resourced with staff who boasts the right skills in order to allow us to navigate the very dynamic and competitive environment in which we operate. Delivering competitive projects will be of key importance, therefore integration and understanding among the entire project development value chain will be critical. The business arena and many sectors are historically male-dominated. Do you think the current role of women in business is a true reflection of their potential? It is of paramount importance that all employees, irrespective of gender, acquire skills and be competent at what they do. Women are steadfastly acquiring skills in those areas which have been traditionally male-dominated, and this
is a trend that is gaining momentum. Women have the same mental faculties as anyone else, and just need exposure to test capabilities and to gain experience. I believe there is ample room for growth, and women deserve broader participation in the workplace, including in traditionally male-dominated technical disciplines. As women we should show courage and defy the sceptics and cynics by asserting ourselves and taking on difficult tasks and obligations. We must prepare and avail ourselves for opportunities and their concomitant difficulties. We need to rise to the world of competitiveness. There are a myriad of women in business, and in many other walks of life, who are exemplary, and a testimony to women’s potential, aptitude and capability. The country needs more women like those.
“I believe women have what it to takes to excel in the corporate environment, and that’s why I grow the women in the renewable energy team by exposing them to an array of tasks and challenges.” What do you hope will change the effect of gender empowerment in South Africa and how are you assisting in making that change happen? The beginning of salvation, for everyone and the nation, is in education and skills
UTILITIES/ ELECTRICITY | ESKOM | TW INTERVIEW
development. We need to be influential in setting goals, for organisations and ourselves, and developing support structures for performance and delivery. The private and public sectors, in their efforts to level the playing field, should always appoint those with clear potential for success. I believe that women have what it to takes to excel in the corporate environment, and that’s why I grow the women in the renewable energy team by exposing them to an array of tasks and challenges. In terms of women’s skills: where do you see the shortages regarding women in your industry? What is your plan of action to eradicate these shortages? The technical part of the business still requires attention. We need more female artisans, technicians, and engineers. To that end I will support women by providing those who have tenacity and drive with opportunities. Unfortunately society still views artisanal jobs as being for men, and worse still – such trades are looked down upon. What are your views on gender empowerment? Your actions? And, how will this effect change? To quote Dr Martin Luther King “you are either an anvil or a hammer”, this is true with transformation and emancipation. As woman we should become the rulers of our own destiny, and not allow others to determine our future. I believe women need to be themselves and not imitate men. By imitating men we lose who we really are. I am sure women have different views on this topic! In order to get the gender balance right I have committed myself not only to renewable energy strategy, but also to women empowerment. The work environment needs to be transformed so that women are able to express their unique strengths and abilities. As part of Eskom’s executive team I intend to foster change by engaging and developing talent. What are the most challenging aspects of your current position? Please elaborate.
Firstly, to implement a new customer based culture so we meet the requirements of internal customers. Secondly, to become fully business focused such that our competitiveness is comparable to that of Independent Power Producers (IPP’s). The other challenging aspect of my position is to set internationally observed benchmarks for performance in what is a dynamic and competitive environment.
“I believe women need to be themselves and not imitate men. By imitating men we lose who we really are.” What role model or leader do you aspire to? No single individual is my role model; I draw inspiration from many people, and from nature. I do however subscribe to the idea that true leadership entails serving others and staying focused on achieving results in line with the organisation’s values. I believe that success should be measured not only by the organisations quantitative results, but should also include the enrichment of the team, as well as broader engagement with those that the organisation serves. What are your views on the progress of South African women in the boardroom? What can we do to change this? A women’s role in the boardroom should be no different to a man’s role – it is all about contributing to and delivering on the organisation’s goals; being strategic; and being able to discern opportunities for success. No one is going to do it for us – we need to be courageous and participate actively in effecting the change we desire.
Define your management strategy and how it has assisted in achieving your goals? My strategy is to promote individual capability – and develop the members of my team so they are more versatile and more able to deal with the growing demands of their position. Given the external competition that the renewable division will have to contend with, it is imperative that we broaden and deepen our skill base. My working in various divisions within Eskom has given me a good grounding in the breadth and depth of the organisation and prepared me for this task. I believe that one learns best by doing, and one should not be afraid to admit that one is on a learning curve. Mistakes should be viewed as lessons so one can rectify them, and building on one’s experience.It’s also important to believe in one’s own abilities. This approach of mine has enabled me to take on this new mission of pioneering Eskom‘s future into renewables, and learn to operate in a competitive world. What is your personal work ethic or philosophy? One needs to make a contribution and positively impact the communities, societies and people one interacts with. More than anything one must live life to the fullest as we do not know what tomorrow may bring. Lastly, we must not forget we are here to serve. What makes you most happy to be a South African? I am proud and excited to be a South African, because as South Africans we are expected to address the consequences of our repressive past while at the same time compete on the world stage. Our responsibility as a nation is to translate opportunity into economic development. From the renewable energy perspective we have sufficient resources and intellect to set the standard for ourselves and for Africa.
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Goal-focused and talented Kiren Maharaj shares her positivity and the strides she has made in Eskom. NAME Kiren Maharaj POSITION Divisional Executive – Primary Energy Division PREVIOUS PORTFOLIOS Senior General Manager – Generation; General Manager – Production (Generation) UNIVERSITY Wits Business School QUALIFICATIONS MBA (2005) OTHER INTERESTS Reading, travelling BEST DECISION My life partner, career choices and most importantly the decision to seek happiness and fulfilment in whatever I do. WORST DECISION Nothing really, I choose to learn from my mistakes rather than regret them.
What are the current activities and main functions of your organisation? My current portfolio encompasses the integrated management of the sourcing, supply, operations and logistics for Eskom’s primary energy requirements (coal, water and moving into limestone and biomass). Included in this portfolio under logistics is the management of the Coal Heavy Haul road and transportation. The portfolio is a combination of strategic supply management and also includes procurement, operations management, project management, technical management, stakeholder management, financial and all other business-related functional management which requires integrating and ensuring the safe, secure and reliable supply and delivery of primary energy to Eskom’s coal-fired power stations.
“To deliver on these requirements, I need to anticipate change and drive robust and innovative business solutions.” What do you see as your main growth areas for the year ahead and why? The context within which we work is constantly changing; financially, economically and politically. With regard to coal sourcing and supply, Eskom is in the process of securing enough coal to ensure electricity supply post 2018. To deliver on these requirements, I need
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to anticipate change and drive robust and innovative business solutions. We are also in the process of implementing a road to rail migration strategy which means much of the coal currently being transported by road will in future be transported by rail. It is a significant challenge ensuring there is a balance between the development of road and rail infrastructure.
“There are several women who are trailblazers in the business arena. These individuals prove that it is possible for a woman to excel in the business environment, and even outperform men.” The business arena and many sectors are historically male-dominated. Do you think the current role of women in business is a true reflection of their potential? There are several women who are trailblazers in the business arena. These individuals prove that it is possible for a woman to excel in the business environment, and even outperform men. What remains a challenge is recognising and harnessing the potential of more women, so they too can contribute to the success of the organisation.
UTILITIES/ ELECTRICITY | ESKOM | TW INTERVIEW
In terms of women’s skills: where do you see the shortages regarding women in your industry? What is your plan of action to eradicate these shortages? There is still a significant skills gap in many technical areas. Giving opportunities to more women trainees and creating an environment for them to flourish is one of the ways to encourage a changed workforce profile. What are your views on gender empowerment? Your actions? And, how will this effect change? Gender empowerment and the commitment to create an environment that is conducive and supportive to women development is a business necessity. What are the most challenging aspects of your current position? Please elaborate. There are several challenges that we face in the Primary Energy Division in both the strategic and operational environments. As we embark on a major coal sourcing process, there are several challenges we face in securing this resource. It requires a focused approach engaging with suppliers, creating long-term partnerships, and delivering the best economic value for the South African consumer.
“Too few women are recognised for the value they bring.” What role model or leader do you aspire to? There is no single person I aspire to. There are various people, some famous and others not, who constantly inspire
me in their deeds and thoughts and I draw my inspiration from a broad range of perspectives. Ultimately, I aspire to being a genuine person and seek to do good deeds at all times.
“My strategy is to always be goal focused; set high standards; demonstrate high standards through my own actions; and give clear guidance and direction to my team so they are able to deliver on business objectives.” What are your views on the progress of South African women in the boardroom? What can we do to change this? Progress is still limited. Too few women are recognised for the value they bring. I am very satisfied with the recognition I have received in Eskom, the opportunities I have been given, and the progressive changes in women empowerment over the years. I believe women who have been given opportunities should give back to other women; through mentoring, coaching, development support, and guidance. Succeeding in business as a woman still remains a challenge, and there are many wonderful women who often just need an interested sponsor to succeed – this is a role that I want to play and one which I expect will be very fulfilling. Define your management strategy and how it has assisted in achieving your goals?
My strategy is to always be goalfocused; set high standards; demonstrate high standards through my own actions; and give clear guidance and direction to my team so they are able to deliver on business objectives. I believe in demonstrating diligence, leading by example and developing the talent around me. I am very passionate about what I do – I use this passion to inspire those around me so they remain positive and focused on what needs to be done, and are able to navigate the various challenges to deliver on my goals and targets. What is your personal work ethic or philosophy? My personal work ethic is to work hard and be diligent in whatever I do. I am blessed with high energy levels which enable me to go the extra mile, to lead by example, and to remain mindful of where my business is going. What makes you most happy to be a South African? There are so many positive things about living in South Africa and embracing these positive things is what makes to me happy to be here.
“I believe that women who have been given opportunities should give back to other women; through mentoring, coaching, development support, and guidance.”
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TW PROFILE | ESKOM | UTILITIES/ ELECTRICITY
49M CAMPAIGN LAUNCHED Eskom launched the 49M campaign in 2011 to inspire every South African to embrace energy saving as a national culture. The Cabinet (left) showed solidarity and support for the campaign and has announced that South Africa is making strides in raising awareness on energy conservation through the campaign.
GENDER EMPOWERMENT STATISTICAL OVERVIEW 5%-25%
FEMALE EXECUTIVE DIRECTORS/ SENIOR MANAGEMENT
COMPANY INFORMATION COMPANY SYNOPSIS Business sector: Energy Employees: 43,473 Annual turnover: R113-billion PROFILE Eskom is South Africa’s primary electricity supplier. The company, which is wholly-owned by the South African government, generates, transmits and distributes electricity to industrial, mining, commercial, agricultural and residential customers, and municipalities, which in turn redistribute electricity to businesses and households. Eskom sells electricity directly to about 3,000 industrial customers, 1,000 mining customers, 50,000 commercial customers and 84,000 agricultural customers. It also supplies electricity to more than 4.7 million residential customers – many of whom are in rural areas – who account for about 40 percent of all residential customers (which include prepaid customers) in the country. FORWARD OUTLOOK Eskom’s priorities over the five-year plan period: • Focus on safety • Keep the lights on • Build strong skills • Improve operations • Deliver capital expansion • Maximise socioeconomic contribution • Reduce environmental footprint in existing fleet ELECTRIFICATION Eskom has now provided electricity to 4.2 million households since the start of the electrification programme in 1991, at a total cost of more than R7-billion. An average of 100,000 connections has been made in the past six years and in our latest financial year we provided a further 155,213 households with access to electricity. Eskom has
also electrified more than 11,000 schools and 400 clinics since 1991. To date, 82 percent of formal housing in South Africa, which equates to 75 percent of all households, have been electrified. This is a significant achievement considering the population and household growth over the years. According to available statistics from the National Electricity Regulator and the Department of Minerals and Energy, the level of electrification in South Africa has risen from 36 percent in 1994 to 75 percent at the end of 2009. The number of rural households electrified countrywide has risen from 12 percent in 1994 to 60 percent in 2009. Our goal is to achieve universal access by 2020, there should be no home in South Africa that does not have electricity. AWARDS • Eskom’s Integrated Report 2011 was recognised and awarded second place in the Ernst & Young: Sustainability Reporting Awards event for 2011 • Eskom Holdings awarded Best Issuer at the JSE Spire Awards 2011. This award goes to the issuer that is most committed to transparency, as demonstrated by regular and consistent sharing of information with investors and other market participants • Eskom won the gold medal in the “sector excellence: energy and minerals sector” category at the 2011 Public Sector Excellence Awards • Eskom continues to be the No.1 Most Ideal Employer in the Engineering/Technology category – Magnet IDEAL TM Employer 2011 Awards • Eskom won an award from the Investment Analysts Society (IAS) for its excellent financial reporting during the past year (2011) • Eskom emerged the overall winner of the Nkonki SOC Integrated Report Awards – 2012 for the year ended 31 March 2011
25.1%-50% TOTAL FEMALE STAFF
5%-25%
BLACK FEMALE EXECUTIVE DIRECTORS/ SENIOR MANAGEMENT
5%-25%
TOTAL BLACK FEMALE STAFF
CONTACT INFORMATION Chief Executive Officer: Brian Dames Divisional Executive Human Resource: Bhabhalazi Bulunga Financial Director: Paul O’Flaherty Physical address: Eskom Megawatt Park, Maxwell Drive, Sunninghill 2157 Postal address: PO Box 1091, Johannesburg 2000 Tel: +27 (0)11 800 2000 Website: www.eskom.co.za
LESSONS I HAVE LEARNT BHABHALAZI BULUNGA 1. Carry yourself with pride and do the right thing: honour is more important than material possessions. Do it with humility and equanimity and people will respect you for it. 2. What you do is not nearly as important as how you do it. Tedious tasks become interesting if you give it 100 percent 3. The day you know everything is the day you die; always be willing to learn.
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www.eskom.co.za
OIL & GAS/ OIL & GAS – INTEGRATED | PETROSA | TW ADVERTORIAL
New CEO breaks the mould PetroSA's Nosizwe Nokwe-Macamo is ready to ensure the security of our fuel supply.
ewly appointed PetroSA CEO Nosizwe NokweMacamo has undertaken to repay the confidence shown in her by Minister of Energy Dipuo Peters and the PetroSA Board "by ensuring that our national oil company realises its full potential”. Nokwe holds an MSc degree in petrochemical engineering from the Moscow Institute of Oil and Gas, among her numerous other diplomas and certificates. In welcoming Nokwe-Macamo's appointment as CEO, Peters said PetroSA was the first company in the petrochemical sector to appoint such a highly qualified woman. "This is very much in line with PetroSA's mandate to not only ensuring security of fuels supply but also to advance transformation in the sector," said Peters. Nokwe has spent 14 years in the oil industry, six of those at Engen where she was a general manager of health, safety, environment and quality at Engen Petroleum. She was a process engineer at Engen refinery, as well as a project engineer and managing director at Engen in Mozambique and in Namibia. She also held the position of general manager of TotalSA and was CEO of the Mpumalanga Economic Growth Agency.
“There is also an imperative for job creation. We need to have a GDP of around 7 percent to have an impact on attaining the Millennium Development Goals.”
CEO Nosizwe Nokwe-Macamo
“The Board is to be congratulated for demonstrating to PetroSA's peers that it is possible to find a competent woman to lead an oil company in this country,” the minister said. Nosizwe Nokwe-Macamo brings to the organisation an in-depth understanding of the industry, coupled with experience of serving at the highest level of the public service. As CEO she will play a central role in steering PetroSA as it makes its contribution to securing South Africa's Energy Security. “We expect Nosizwe Nokwe-Macamo to serve as a role model for young women in the sector who can now see that the so-called glass ceiling for women in the liquid fuels industry has been broken forever,” said Peters. Nokwe-Macamo believes that PetroSA should be playing the role of a proper National Oil Company (NOC). “We should ask ourselves, ‘How can we enhance the growth strategy of the country?’” The oil and gas sector has become a priority sector in the government’s IPAP2, while South Africa meanwhile has become a member of the BRICS countries. “There is also an imperative in South Africa for job creation. We need to have a GDP of around 7 percent to have an
impact on attaining the Millennium Development Goals with regards to unemployment. In the context of all of this, our role is to make sure that we – as the NOC – are able to enhance some of the enablers to reach these objectives.” She also believes that the company has another benefit in having the South African government, its sole shareholder, as one of the enablers. The Minister of Energy has a clear view of the role that PetroSA should be playing. “There is an energy deficit in South Africa that is hampering our growth. In partnership with the other State-Owned Entities (SOEs), our role is to use some of our technical knowledge to assist overcoming the barriers that may persist. Our energy is coal-fired, which is not environmentally sustainable. We have a role to play in helping to find other sources of energy, together with Eskom. By increasing the energy flow in the country, we will be able to increase industrialisation and move into certain industries that we are unable to move into at the moment because of these barriers. We are already a pioneer in Gas-To-Liquids technology, have a wealth of experience and knowledge in this field, and are using our position to further grow in the gas value chain. With that, we have an impact on the energy balance in the country.” Nosizwe Nokwe-Macamo believes that PetroSA has a role to play in ensuring that there is sufficient supply of liquid fuels. There are other oil companies that operate in the free market in South Africa, but she stresses that PetroSA is strategically important in making sure that there is security of the supply of liquid petroleum fuels. “We have also been given the mandate to have sufficient strategic stocks in the country.”
www.petrosa.co.za
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TW INTERVIEW | DISCOVERY | HEALTH/ HEALTH MAINTENANCE ORGANISATIONS
Kate Moodley
Franchise Director at Discovery Consulting Services Director, manager and now a successful author, Kate Moodley shares her experience in the medical schemes arena. NAME Kate Moodley POSITION Franchise Director of Discovery Consulting Services PREVIOUS PORTFOLIOS General Manager at Momentum UNIVERSITY University of Natal, University of Free State and Gordon Institute of Business Science (GIBS) QUALIFICATIONS BA, LLB, LLM, CFP, MDP OTHER INTERESTS Writing (I just completed my book on personal branding which was launched in February 2012), diving, travelling, riding my motorcycle and gym BEST DECISION Joining Discovery WORST DECISION Not completing my book sooner
“It is important for women to empower themselves through education to make correct financial decisions.”
What are the current activities and main functions of your organisation? My sole responsibility is to distribute all Discovery’s products to independent financial advisers and ensure that we continuously increase the market share within the financial adviser space. My team and I actively market all Discovery’s products to financial advisers who then sell it to the end client. What do you see as your main growth areas for the year ahead and why? Discovery Insure. It is a new product on the market and it has a great runway. We have approximately 10,000 clients at present and strive to increase the footprint within South Africa. We undoubtedly have the best product on the market backed by an incredible brand. Many of our clients have already bought into the Discovery Vitality concept which has made it a lot easier for us to market Discovery Insure with VitalityDrive™ on the short-term side. The business arena and many sectors are historically male-dominated. Do you think the current role of women in business is a true reflection of their potential? Definitely not. I believe that a number of organisations need to put a lot more effort into gender empowerment as women bring a different style of leadership. In saying that, it is also imperative that you should not just be appointed to a position because of your gender but more importantly, because you are the best in your field. There needs to be specific initiatives towards gender empowerment. What do you hope will change in South Africa and how are you assisting in making that change happen? It is extremely important that women empower themselves by learning to make correct financial decisions around savings, retirement, estate planning, etc. We need to be in control of our
finances. With the launch of my ‘Discover Yourself ’ programme last year, I hope to reach as many women as possible in three important areas: financial wellness, spiritual wellness and physical wellness. What are the most challenging aspects of your current position? This industry has become increasingly regulated (definitely the correct approach) which has made it difficult for new entrants into the financial planning industry. As a result, it has become a bit of a challenge to recruit new staff. What are your views on the progress of South African women in the boardroom? The reality is that more than one third of South Africa’s listed company boards do not feature any women and this is not acceptable. Women have the ability to bring a different style of leadership to the board with a different level of understanding and perception of some issues. In addition, by having women in senior management positions, it allows them to create opportunities for other women within the organisation. Define your management strategy and how it has assisted in achieving your goals? I am a firm believer in empowering people; therefore, it is imperative that they run their individual panels as their own business. I set clear goals and ensure they have the means to achieve it. What is your personal work ethic or philosophy? Commitment to excellence and to leave a legacy I can be proud of. What makes you most happy to be a South African? Apart from the fact that it is home, it is such a cosmopolitan country and there are so many opportunities available within South Africa. It is a third world country with a first world infrastructure, and South Africa continues to impress the global community.
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MEDIA & PHOTOGRAPHY/ MEDIA AGENCIES | EXP AGENCY | TW PROFILE
TOP WOMAN: GINA KILIAN Gina Kilian started her career in the women’s wellness industry, first owning a wellness club for women way back in 1989. She then spent nearly a decade working for the Sports Science Institute of South Africa in Cape Town starting out as the Wellness Fitness Centre Manager and concluded her tenure as General Manager of the Sports Science Institute in 2006. She was then appointed as the COO of Navitute, a company specialising in event management and rights commercialisation. From 2008 to 2010, she joined the Marc Group where she held the position of Commercial Executive, before taking up the position as Chief Operating Officer of Exp SA. Gina holds a Masters in Business Administration from Bond University in Australia (SA) and completed an Executive Development Programme with UNISA in 2008. As COO of Exp SA, Gina is responsible for the daily running of the company, all contractual and rights negotiations, staff and financial matters and assisting the CEO in achieving the strategic objectives of the company.
FORWARD OUTLOOK To grow the company’s revenue by 30 percent per annum for the next five years and to grow existing revenue streams by expanding into event management. GENDER EMPOWERMENT & SED EXP Agency is graded a Level 2 BEE company. The agency’s major focus is on building up and empowering black women in the organisation. Internally, the company’s focus is on growth and development first and aims to promote from within the agency first, before looking externally for resources. EXP Agency actively grows staff into positions by nurturing them through internal skills and mentorship programmes. Groomed contract staff that showed potential are offered permanent positions. Another major focus of the company is on grooming black business directors within the business. Computer skills training is offered to operations staff who have no formal qualifications and the
5%-25% FEMALE SHAREHOLDING
5%-25%
COMPANY INFORMATION COMPANY SYNOPSIS Business sector: Specialist marketing: sponsorships brand activation and PR Employees: 70 permanent, 65 contract workers Activities: Sponsorship consulting, brand activation, public relations, operations and warehousing
GENDER EMPOWERMENT STATISTICAL OVERVIEW
company is flexible to working mothers, providing time off when needed without deducting days from their annual leave. Furthermore, EXP pays a portion of the salary of female employees during maternity leave. Full name of the programme: Operation Cleanup Description: Staff clean up the warehouses and donate items to homes or schools . The company makes two major donations per year and select recipients based on the needs or those in crisis due to natural disasters, etc. EMPOWERMENT PLAN • To start a learnership programme • Enterprise development with suppliers assisting black-owned suppliers with COD payment terms • Continue offering internships • Adopt a suitable educational recipient to study in the field of marketing FAST FACTS • 360 degrees through-the-line agency • WorkS across various properties (sport, lifestyle, arts, music, entertainment) • Has blue-chip clients in numerous categories (banking, telecoms, fuel, vehicle, alcoholic beverages, FMCG) • Saw a 25% growth in staff due to the acquisition of new business
FEMALE EXECUTIVE DIRECTORS/ SENIOR MANAGEMENT
25.1%-50% FEMALE STAFF
CONTACT INFORMATION CEO: Sandile Ndzekeli COO: Gina Kilian Executive Director – PR & Communications: Yolanda Arendse Sponsorship & Brand Activation Director: Clint Paterson Head of Finance: John Pestana Head of Human Resources: Teresa Guzman Other executives: Tim Morris, Richard van der Schyff, Jonathan Argyle, Michael Masson Physical address: 1 Sunset Lane, Magaliessig, Fourways Postal address: PO Box 130392, Bryanston 2021 Telephone: +27 (0)11 549 5340 Fax: +27 (0)11 465 3941 Email: sponsorship@expagency.biz Website: www.expagency.co.za
HOT TIPS FROM THE CEO: SANDILE NDZEKELI 1. Everything is a ‘game of inches’. It’s a matter of inches that separates one agency from another. 2. Hiring the right people is key – you can always train someone who lacks certain skills, but you can’t train a bad attitude into a good attitude. 3. Be accountable for the money you earn off clients – deliver only the highest standard of work – that’s how you retain clients.
www.expagency.co.za
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Geared to lead the way on empowerment at all levels Pfizer is considered to be the world’s largest research-based pharmaceutical company. fizer Laboratories was established in South Africa in 1953. The company’s vision of ‘living our full potential in striving for a healthier southern Africa’, forms part of the company’s ethos whereby every person living in southern Africa has access to quality healthcare. Pfizer South Africa’s head office is based in Sandton, Johannesburg and consists of four divisions: Biopharmaceuticals; Animal Health; Consumer Health; and Nutritionals. The company currently employs 464 colleagues of which 65 percent are female. At an executive leadership level, 64 percent of the leadership team is female.
“Pfizer strives to ensure that as many southern Africans as possible have access to lifesaving medicines.” “We believe in seriously driving empowerment at all levels,” commented Brian Daniel, CEO and Country Manager, Pfizer South Africa’s Biopharmaceutical Division. To this end, Pfizer has done exceptionally well as part of its B-BBEE scorecard for the 2012 period, having secured a Level 6 contributor status. “Being a pharmaceutical multinational means that Pfizer in South Africa only competes in six of the seven BEE pillars, therefore given this, the company prides itself on its achievement this year. Of course, there is still very much to be done in this regard and we have committed ourselves to a three year empowerment strategy to obtain a Level 4 in the not too distant future,” commented Leigh Gunkel-Keuler, Public Affairs, Policy and
Communications Director, Pfizer South Africa’s Biopharmaceutical Division. Pfizer is largely considered the world’s largest research-based pharmaceutical company. Its diversified global healthcare portfolio includes a broad offering, including medicines for cardiovascular, neuroscience, women’s health, urology, anti-infectives, oncology, biological, anti-inflammatory and pain, anti-coagulation, ophthalmology, vaccines and consumer health. Top priorities Part of Pfizer’s vision in terms of ‘living its full potential in striving for a healthier southern Africa’, pertains to its employees. To this end, the company aims to assist employees to give of their best and reach their own full potential. A second priority is to give as many people access to lifesaving and life-changing medicines in southern Africa and thirdly, to partner and build strategic and enduring relationships with relevant stakeholders in order to create a healthier southern Africa. Pfizer is also very proud of its many awards and accomplishments this past year. These include being recognised as a
leading pharmaceutical company in the following award categories: • Top Gender Empowered Award in Healthcare and Pharmaceuticals • Main Sponsor of the Top Women Awards – Science, Biotechnology and Healthcare category • The highest score in the Customer Care section of the PMR Africa Golden Arrow Awards in the Pharmaceutical Company and Manufacturers section • Eighth overall ranking in the SA Leading Managers Awards • Awarded the Excellence in Leadership seal for SA Leading Managers • Finalist in the 9th and 10th African Access National Business Awards • Rated as Best Employer in the Chemical and Pharmaceutical category in South Africa • Rated as Top Performing Company in the Chemical and Pharmaceutical category as part of the Deloitte Best Company To Work For Survey • Rated as a Platinum Award contributor by the Department of Social Development for its outstanding contribution in the area of social responsibility
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NON-CYCLICAL CONSUMER GOODS/ PHARMACEUTICALS | PFIZER | TW ADVERTORIAL
Women executives who form part of Pfizer South Africa’s Biopharmaceutical Division’s Leadership Team L-R: front row: Anneliese Hill, Vaccines Director; Leigh Gunkel-Keuler, Public Affairs, Policy & Communications Director; Marianne Zenon, Associate Regulatory Affairs Director L-R: back row: Dr Kuku Appiah, Medical Director; Adri Grobbelaar, Speciality/Oncology Director; Doreen Nel, HR Director & Karen Hulett, Established Products/Pharmacia Director
Pfizer South Africa’s Head Office, Sandton, Johannesburg
Pfizer South Africa also participates in a number of social programmes and initiatives which it is truly proud of. Underpinning the success of Pfizer South Africa are its core values which project a strong culture of workplace commitment. At Pfizer, colleagues believe that how they do business is as important as the work they do. Given this, the company is committed to a wide-range of community and academic based programmes. Over the past year, the company has spent in excess of R50-million on key programmes within South Africa.
Pfizer is considered an Employer of Choice based on the results obtained from the Deloitte Best Company To Work For Survey as well as the CRF Best Employer Survey. Pfizer enjoys a highly successful retention strategy, which is geared to both develop and empower its employees. Diversity is part of this strategic plan, with 65 percent of its workforce being women. From the company’s perspective, it’s people who drive these significant developments. And therefore, for Pfizer, its people are its strength – clearly an ‘empowering’ thought.
Leading from the front. Brian Daniel, CEO and Country Manager, Pfizer South Africa’s Biopharmaceutical Division
www.pfizer.co.za
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What is life without health? We are a global research-based biopharmaceutical company and we understand that in the absence of health, life is not easy. That’s why our skills are invested in maintaining a flow of life-changing medicines. Our portfolio of products are used in the treatment of some of the world’s most serious diseases, including cancer, heart disease, neurological disorders such as schizophrenia, respiratory disease and infection. It’s also why, as one of the leading multinationals in South Africa and Sub-Saharan Africa, we are combining forces and sharing experiences with our partners, and in so doing, are able to enhance our science and go even further in the pursuit of our goal – better health for all. Find out more at www.astrazeneca.com or call us on +27 11 797 6000. AstraZeneca Pharmaceuticals (Pty) Ltd. Reg. No.1992/005854/07. 5 Leeuwkop Road, Sunninghill, 2157. Tel: +27 11 797 6000. Fax: +27 11 797 6001. www.astrazeneca.com. Expiry Date: March 2014.
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NON-CYCLICAL CONSUMER GOODS/ PHARMACEUTICALS | ASTRAZENECA PHARMACEUTICALS | TW PROFILE
TOP WOMAN: KATIE SCHAEFER AstraZeneca is a global, innovation-driven and integrated biopharmaceutical corporation. Its mission is to make a meaningful difference to patients through great medicines that bring benefits to their health and add value to stakeholders and society. AstraZeneca manufactures and markets prescription medicines for six important areas of healthcare, which include some of the world’s most serious illnesses. For patients and physicians, it provides medicines for some of the world’s most serious diseases. For the people who pay for healthcare, it works to make sure that the medicines offer real value for money. For its employees, it provides a culture in which they can feel appreciated, energised and rewarded for their contribution. For its shareholders, it aims to deliver value through its continued focus on innovation and running its business efficiently. For the wider community, it wants to be valued for the contribution its medicines can make to society and trusted for the way in which it does business. AstraZeneca works closely with all stakeholders to understand their challenges and how it can combine its skills and resources to achieve a common goal of improved health, because health connects us all.
COMPANY INFORMATION
GENDER EMPOWERMENT STATISTICAL OVERVIEW 68%
FEMALE STAFF
24%
FEMALE MANAGERS
STATISTICS/ DEMOGRAPHICS/ HISTORY Year founded: Merging of Astra Pharmaceuticals (Pty) Ltd and Zeneca Pharmaceuticals (Pty) Ltd at the end of 1999 Employees: 250 of which 116 are field force Branches: Johannesburg (Head Office to South Africa and sub-Saharan Africa), Durban, Cape Town, Bloemfontein and Pretoria Memberships: Pharmaceutical Industry Association of South Africa (PIASA) and International Federation for Pharmaceutical Manufacturers and Associations (IFPMA) Strategic partnerships: NGO’s such as CANSA and Breast Health Foundation, Foundation for Professional Development and African Medical and Research Foundation (AMREF)
9,300 employees at 23 supply and manufacturing sites in 16 countries R&D: Invests over $4-billion in R&D each year; around 15,700 people work in the R&D organisation and it has 14 major R&D centres in 8 countries, including Sweden, the US and the UK. Astra Pharmaceuticals, a generic arm of AstraZeneca Pharmaceuticals, provides novel R&D researched compounds. Listings: Positioned in the top 8% in the sector in the Dow Jones World and STOXX (European) Sustainability Indexes Awards: AstraZeneca has been rated No.1 eight years in a row in the pharmaceutical industry in managed health care in SA, both with funders and providers
NATURE OF BUSINESS Activity: Manufacture and market prescription medicines Disease areas: Cancer, cardiovascular, gastrointestinal, infections, neuroscience, respiratory, inflammation and diabetes Products: Nexiam®, Crestor®, Onglyza®, Symbicord®, Atacand®, Seroquel® Meronem®, Diprivan®, Naropin®, Suprane®, Arimidex®, Zoladex®, Casodex® and Faslodex® Active: South Africa and sub-Saharan Africa (in over 100 countries with a growing presence in emerging markets including China, Brazil, Mexico and Russia) Employees: Over 61,000 employees (46% in Europe, 24% in North America, 7% in Latin America and 24% in Asia, Africa and Australasia);
BUSINESS & FINANCE Financial year-end: December Holding company: AstraZeneca Pharmaceuticals Bank: HSBC Accountants: KPMG Sales: In 2010 worldwide sales totalled over $33-billion (including 10 medicines with sales over $1-billion each) Market share: In 2011 AstraZeneca contributed 4.2% to the total market of the total pharmaceutical industry in South Africa
CONTACT INFORMATION Chief Executive Officer: Guni Goolab Chief Financial Officer: Franco Pereira da Conceicoa Sub-Saharan Africa: Karl Friberg Commercial: Christo Kruger Legal & Compliance: Louendrie Pillay Medical, Clinical & Regulatory: Khanyi Mzolo Human Resources: Katie Schaefer Physical address: 5 Leeuwkop Road, Sunninghill 2157 Postal address: Private Bag X30, Sunninghill 2157 Telephone: +27 (0)11 797 6000 Fax: +27 (0)11 797 6001 Website: www.astrazeneca.co.za
TRAINING & CSI CSI: 1. Project Phakamisa - Breast Cancer initiatives where diagnosed breast cancer patients are guided and supported in the public system 2. Kids Haven
COMPANY FAST FACTS: GUNI GOOLAB: CHIEF EXECUTIVE OFFICER 1. Invests over $4-billion in R&D each year 2. Active in over 100 countries with a growing presence in emerging markets including China, Brazil, Mexico and Russia 3. In 2010 worldwide sales totalled over $33-billion (including 10 medicines with sales of over $1-billion each) 4. Rated No.1 eight years in a row in the pharmaceutical industry in Managed Health Care in SA
www.astrazeneca.com
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NATIONAL GOVERNMENT/ NATIONAL GOVERNMENT DEPARTMENTS | DEPARTMENT OF HEALTH | TW ADVERTORIAL
Promoting women’s rights is a healthy option The Department of Health plays its part in the promotion and empowerment of women in South Africa. he South African Department of Health is committed to the empowerment of women and achieving gender equality through the promotion of health development and human rights. Women, historically regarded as inferior to men, have had to walk a long road (with many still struggling along the way) to overcome a predominantly patriarchal belief that they are incapable of making decisions and playing a leading role in society. Over the years women have succeeded in accelerating the pace of their advancement and, together with men, they have the potential to turn South Africa’s health outcome around for the better. Women play an important and dominant role in many areas of service delivery in the health sector where they occupy various positions. These include management, professional and community development work, procurement, research and social upliftment. To increase the skills of women and enhance the transfer of power to them in the health sector the department has increased women’s access to a range of healthcare services that address their issues. These include programmes that focus on reproductive healthcare services (family planning, access to contraceptives, antenatal care and choice on termination of pregnancy) the prevention of motherto-child transmission of HIV-associated infections, baby-friendly hospital initiatives and increased access to health information. Educating women about their reproductive health and rights marks a significant area of empowerment. A woman’s mental health benefits a large part of society, especially children, because they are mothers, sisters, wives and natural care givers. The more aware women are of their rights and their importance within
society, the more access they have to services and information that assist them in becoming self aware and empowered. Women can decide on when to start a family if they know their reproductive health rights, and can choose whether or not to continue with their careers. Women’s decisions on their reproductive health contribute towards sustainable development and enhance their chances of actively participating in the economic development and the transformational processes of the country. Knowledge and exercise of human rights increases life expectancy and will reduce maternal mortality and address societal stereotypes. Other important programmes directly affecting women are around children’s immunisation, the importance of breastfeeding, nutrition and the integrated management of childhood diseases. The Department of Health, in signing the important Negotiated Service Delivery Agreement with the president of the country in 2010, is committed to achieving four outputs that will improve the country’s health situation, namely: • Increase life expectancy • Decrease the rate of maternal and child mortality • Decrease the burden of HIV, Aids and TB • Improve health systems delivery Maternal deaths are associated with the inability of women to access affordable maternity services, receive quality antenatal care and give birth safely. Very poor women in rural areas give birth at home and part of the difficulties associated with poor use of services in some areas is associated with poverty, inaccessibility and the expenses of transport. The Department of Health has embarked on a vigorous undertaking to improve the quality of its primary healthcare services and its health systems delivery, both of which will ultimately succeed in achieving its four committed outputs, especially the maternal and child mortality rate.
Malebone Precious Matsoso Director-General: National Department of Health
Through increased access to information on their rights, the Department of Health believes that women have the ability to become a major factor in improving their educational status, strengthening family structures, improving environmental issues, and decreasing gender discrimination, domestic violence, sexual harassment and unhealthy lifestyle choices. The Department of Health encourages all women to take advantage of the empowerment opportunities that are available within its health programmes and exercise their rights to access services in their local communities. Empowering and supporting women to take action in decision-making bodies at all levels of society can only contribute positively to South Africa’s health aspect. Thank you to all the women of South Africa. Your development and success augurs well for the health and wellbeing of our country.
www.doh.gov.za
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Leading the way at MultiChoice A place where women shine.
Yolisa Phahle
Yolisa Phahle – Director: Special Interest Channels (SA) Yolisa Phahle cut her teeth in the entertainment industry as a violinist and keyboard player. She performed with the likes of number one selling artists Soul II Soul, Jamiroquai and Duran Duran. Her music career also included a residency as violinist for Jonathan Ross’s weekly talk show. Before moving to the broadcast environment, she was also employed as a presenter for a Channel 4 series. Her broadcast career began at the BBC World Service as Studio Manager and later became a producer at BBC Radio 1, and BBC World Service Music producer. In 2001, Yolisa was appointed Senior Producer at BBC 6 Music; she also worked as a Sound and Vision Mixer in continuity for BBC television. In 2004 Yolisa was appointed Channel O General Manager, and, over the past
Charmaine Smith
few years, spearheaded the revival of the channel, turning it into the number one music channel on the African continent. In 2009, she became Director: Special Interest Channels (SA). She launched VUZU, recently voted the third coolest TV channel in South Africa at the Generation Y Sunday Times Awards. In 2010 she was tasked with launching two more channels, Koowee IsiZulu and Mzansi Magic, one of the most watched channels in its target market. Charmaine Smith – General Manager: Strategy & Business Development Charmaine Smith has been in the Pay Television Industry for over 20 years and has held numerous senior positions in business operations including formulation and execution of corporate strategy, information technology planning and architecture, subscriber
Zonke Gama
management and credit management. In 1999, Charmaine changed focus from operations to business support. Initially, as Head of the National Operations Support Division, and shortly thereafter from within the Information Technology Division, as head of Business Architecture and Enablement. She managed a team of analysts developing business cases, feasibility studies, designing business solutions, analysis and formulation of technology architectures in support of the business strategy. In 2004, she set about the very ambitious task of driving the balanced scorecard methodology throughout the organisation and then spearheaded implementation of the methodology within her own division, ensuring the alignment of the Information Technology strategy with business strategy within the context of this new methodology.
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MEDIA & PHOTOGRAPHY/ BROADCASTING CONTRACTORS | MULTICHOICE | TW ACHIEVERS
OnDemand) to finding new revenue streams, it is a challenging and satisfying job. Her role also includes managing the mobile (WASP) function for the DStv and MNet as well as social media, which grows bigger and bigger every day. Natalie thrives on being at the cuttingedge of technology and the diversity that the industry offers. DStv operates in exciting times, especially with digital being the future. Natalie has a graduate diploma in Marketing.
Natalie Thayer
Currently, Charmaine is the General Manager of Strategy and Business Development and her focus has shifted to the formulation and communication of the Strategy as well as identification and exploration of the New Business Development Portfolio. Zonke Gama – General Manager: Operations Division Zonke is currently the General Manager of the Operations Division at MultiChoice Africa. Her portfolio entails servicing all MCA South Africa customers. This includes all walk-in service centres, contact centre and technical support. At a strategic level she is responsible for designing and monitoring integrated processes governing the corporation’s interactions with its customers. Before her current position, Zonke was the Senior Call Centre Manager, responsible for over 1,200 employees within the Inbound Call Centre environment. Under her leadership, her department’s focus on quality customer experience contributed to the Customer Care Department team winning the
Khulu Ntshangase
2010 and 2011 Orange Index Customer Survey in the Entertainment Sector and was positioned fourth and seventh respectively overall. Zonke was also instrumental in expanding the number of MultiChoice Service Agencies nationally and played a vital role in expanding the current Call Centre for MultiChoice. Zonke joined MultiChoice as an Eastern Region Agency Manager in 2001. During her stay at MultiChoice she has held positions of Service Centre Manager, National Agencies Manager and National Service Centres Manager. Zonke holds a BCom degree, completed the Management Advancement Programme from Wits University and the Media Management Programme from the Stellenbosch University. Natalie Thayer – General Manager: Commercial DStv Online Natalie is the Commercial General Manager for DStv Online. Her main function is to generate revenue for the online division. From negotiating new agreements, to the sales and marketing of new products (BoxOffice and
Khulu Ntshangase – Head: Multichoice South Africa Legal Services Khulu joined the MultiChoice Group as Legal Counsel in January 2005. She was tasked with setting up a Legal Services Department for the MultiChoice Group in South Africa. Her current position as Head of Legal Services entails formulating and implementing the Group's legal strategy; identifying and putting in place measures to reduce legal risk, advising on and managing legal matters pertaining to the MultiChoice South Africa Group. Khulu has represented the MultiChoice Group in various negotiations, including negotiations with international players like SKY, Disney, Pace and UEC. She has also advised on a number of ground-breaking transactions including the introduction of the first High Definition Decoder in South Africa and the introduction of IPTV. She holds degrees in Political Science and Law from the University of Cape Town, a Masters degree in Communications Law from Wits University and management certificates from the University of Stellenbosch and the Gordon Institute of Business Science. She is a member of the Golden Key International Honours Society.
www.multichoice.co.za
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MOvINg, CuRINg, POWERINg, BuIldINg AFRICA TO SOlvE TOMORROW’S CHAllENgES TOdAY.
THIS IS HOW
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2012/06/27 12:37 PM
ELECTRONIC & ELECTRICAL EQUIPMENT/ ELECTRICAL EQUIPMENT | GE SA | TW ADVERTORIAL
Helping South African women connect
General Electric South Africa aims to connect its women employees with their GE counterparts around the world.
Members of GE Women's Network
eneral Electric South Africa (GE) aims to help its women employees around the world feel connected and a part of a broader GE community. The GE Women's Network is a well-organised, welloiled organisation that operates like a business, beginning with an executive leadership team. The GE Women's Network exists as a means for professional women to develop skills to help them advance in the company. The Network's mission is to foster these women's development through tools and culture that will enable growth. In 2008 GE added retention to its mission; specifically lowering voluntary attrition. To drive this mission, the Network relies on a diverse group of GE leaders at nearly every level, function and geography of the company.
“This operating model enables GE to align its activities worldwide with the business strategy, while meeting the needs of its members locally," said Muriel Sokkie, representative for the GE Women's Network in South Africa.
“Network relies on a diverse group of GE leaders at nearly every level, function and geography of the company. ” On a global level, two GE Corporate Executive Council Sponsors provide guidance, are the Network’s voice at the CEC, and help push its agenda. The Cabinet, a small team of senior GE executive women, engages GE women and helps drive Network strategy and retention in their businesses and regions.
GE initiative leaders and GE women build and deliver content to hubs in several critical areas, such as commercial, technology, metrics, connections, and communication. The region leaders are highperforming, mid-career women who help drive hub effectiveness around initiatives. And finally, it is critical to understand that the GE Women's Network is an internal grass-roots organisation that promotes event planning and implementation at the hub or local level around the world. Hub leaders are earlyand mid-career women who lead local, cross-business network activities aligned with the company and network strategies.
www.ge.com/za
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TW PROFILE | UTILITIES/ ELECTRICITY | HI TECH
TOP WOMAN: THAKASILE HAPPINESS NTOMBELA Thakasile Happiness Ntombela holds a BA (SW) degree, post-graduate Diploma in Business Management and is currently completing her degree in Business Administration. Having worked in different government departments, she has been involved in decision-making to ensure that the majority shareholding is youth and women, and that the current ownership be sustained for the benefit of women. She has played a major role in developing an employee trust. Her passion includes expansion of business and leading other business functions; establishing oil purification services; and hiring out of cranes and mobile trucks. Ultimately, it is her vision to see an establishment of a women-only oil purification team.
BUSINESS & FINANCE Turnover: R54-million NATURE OF BUSINESS Description: Hi Tech Transformers is one of the leading 100% black-owned companies in the transformer maintenance and repair industry for transformers up to 910MVA. The head office is based in the Lower Germiston area with a branch in Cape Town. As part of our expansion planning into South Africa and the rest of Africa, another branch will be opened in Durban soon. The key focus has been to deliver high quality and consistent services in the repair and maintenance of transformers up to 910MVA across industries such as utilities, local municipalities, manufacturing plants, mines and industries. With a strong management team of over 150 years of combined experience in the transformer industry, and a well equipped and fully fledged warehouse, Hi Tech Transformers is a well placed player in the industry. Over the past four years Hi Tech Transformer Maintenance has provided a range of transformer maintenance and repair
>50.1%
FEMALE SHAREHOLDING
5%-25%
COMPANY INFORMATION STATISTICS/ DEMOGRAPHICS/ HISTORY Business sector: Transformer maintenance and repairs business – Electrical field Employees: 68
GENDER EMPOWERMENT STATISTICAL OVERVIEW
FEMALE EXECUTIVE DIRECTORS services to a number of customers such as Smit, Siemens, Eskom, City Power, Daewoo, WEG, Powertech and many more. Vision: To create value by providing customers with superior quality service and timeous delivery Mission: To become the leading African transformer services company operating in an environmentally responsible and safe manner GENDER EMPOWERMENT & CSI CSI initiatives: Hi Tech's strategic intent is to promote progressive policies for the company and intends to retain its 100 percent black shareholding into the future. Some of its CSI initiatives include: Financial support to a black female professional golf player, Betty Mokoena; supports students pursuing the engineering field; assists women initiated community events; supports fundraising events for children with disabilities and infected and affected by HIV/Aids FAST FACTS 1. Has a competent team of individuals 2. Over 150 years of collective experience 3. Prides itself with the quality of its work 4. Provides opportunities to women as an entry point into the industry 5. Hi Tech supports the challenge of keeping the country alight and the need for a high responsive approach
5%-25% FEMALE STAFF
CONTACT INFORMATION Chief Executive Officer: Zakhele Ntombela Chief Operating Officer: Henk Forie Marketing: Peter Mouton Financial Manager: Linda Makalima Human Resources: Edward Nzimande Physical address: 37 Na Smith Avenue, Heriotdale, Jupiter-Germiston Postal address: PO Box 5094, Meyersdal 1447 Telephone: +27 (0)11 626 2884 Fax: +27 (0)11 626 3366 Email: info@hitechco.co.za Website: www.hitechco.co.za
HOT TIPS FROM THE CEO: ZAKHELE NTOMBELA 1. You must be excellent in any role and task that has been given to you. 2. Managing cash flow both in business and in your personal life is critical. 3. People management is the key secret to success in business. 4. Hard work and passion are both ingredients of success.
www.hitechco.co.za
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SPECIALITY & OTHER FINANCE/ ACCOUNTING & CONSULTING | CAP CHARTERED ACCOUNTANTS | TW INTERVIEW
Christine du Toit With a Chartered Accounting degree, a Bachelors in Accounting Honours and Master of Accounting in Tax, Christine du Toit shares her management style and the path that has led to her success. NAME Christine du Toit POSITION Partner PREVIOUS PORTFOLIOS Senior Manager, KPMG UNIVERSITY University of Stellenbosch QUALIFICATIONS CA (SA), Bachelors of Accounting Honours, Masters of Accounting in Tax OTHER INTERESTS Family life, international travel, movies and socialising with friends BEST DECISION To start presenting training courses, as the presentation can add value to the attending delegates; living in the faith of Jesus
• Women owners: 40% • Women board directors: 40% • Women in executive manage ment: 40% • Women in general manage ment: 60% • Women staff members: 68%
What are the current activities and main functions of your organisation? CAP Chartered Accountants is a leading national chartered accountancy firm providing audit, accounting, taxation, estate planning, management and financial services. The company has a commitment to quality, integrity, and personal service that has seen us grow to a firm of five partners and more than 60 personnel. What do you see as your main growth areas for the year ahead and why? I believe the main growth area will still be in assisting small and medium businesses through a range of services such as auditing, management accounting, tax planning and structuring. Do you think the current role of women in business is a true reflection of their potential? In recent years, women have become more prominent in the male-dominated economy. I believe that women should not be influenced by the past but should believe they can make a different contribution to the economy. The modus operandi of women in the workplace is different to their male counterparts. What do you hope will change in South Africa and how are you assisting in making that change happen? Mentorship in South Africa is important and you should ask yourself who you are mentoring. In our organisation we work in ‘micro’ teams where every person is responsible for the training and mentorship of a fellow colleague. How has your organisation responded to the challenge of gender empowerment? Equality is a necessity, not a choice in the financial industry. CAP is on principle very accepting and sympathetic toward single mothers and the varied level of crises they experience during the day. CAP offers flexible hours for working mothers
employed at the company. The best proof of CAP Chartered Accountants as a ‘female-friendly’ environment is the amount of women who stay at the firm after their required training is over. At CAP, 12 out of the 20 managers are women. What are the most challenging aspects of your current position? The most challenging aspect is to find the balance between the commitment at CAP and my family commitments. I believe I have achieved the balance by asking for help and assistance, even on a family level. There are certain tasks that can be delegated, and females should not be afraid to do that. What are your views on the progress of South African women in the boardroom? I am proud of how South African women have excelled in the boardroom. There are numerous women that are paving the way for their counterparts, and I applaud their courage. One of those women is Maria Ramos. What is your personal work ethic or philosophy? I believe to be a good leader you have to be a team player. That means getting your hands dirty with the team and jumping in to help, even with the simplest of tasks. I have respect for leaders that work with their teams to accomplish the required results. What makes you most happy to be a South African? I would say to be part of a truly ‘rainbow’ nation where so many different cultures can work and stand together, united as South Africans.
“Equality is a necessity, not a choice in the financial industry.” TW 111
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Building cities worth building a future in. Siemens provides answers for South Africa‘s rapidly growing cities.
Every day in South Africa more and more people are moving to urban areas. This is creating an urgent demand for the development of better, more sustainable infrastructures.
on track. With our water technologies, more people in Durban have access to clean drinking water. And our medical equipment is providing citizens of Cape Town with affordable healthcare.
Already we’re at work in cities across the country, helping ensure a reliable electricity supply to power economic growth and infrastructure development.
We’re working with South African cities today to create answers that will last for generations to come.
Our efficient rail technologies in Johannesburg are transporting commuters safely and keeping the economy
siemens.com /answers
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ENGINEERING & MACHINERY/ ENGINEERING – GENERAL | SIEMENS | TW ACHIEVERS
The stars at Siemens Siemens, global powerhouse in electronics and electrical engineering sheds light on the top women who stand out from the rest.
Alex Motshwanetsi Mathole
Sabine Dall’Omo
Rita Nkuhlu
Helen Brown
Alex Motshwanetsi Mathole – Executive Director Sustainability & Corporate Affairs Alex Mathole was born and bred in Atteridgeville, South Africa. She completed her undergraduate legal degree with several distinctions in 1993 at the University of the Western Cape before advancing to her post graduate studies from 1994 -1996 at the University of the Witwatersrand. Mathole completed her Certificate in Legal Practice in 1996, graduating top of the class with eight distinctions including a certificate by the President of the Law Society for Outstanding Performance. She holds a General Management certification from the Siemens Global Leadership Excellence Centre. Mathole joined Siemens in March 2006 to initially lead the legal team. Today, in addition to her Director role, her scope of responsibility extends to managing Corporate Communications, Sustainability, Siemens One, Government Affairs, and Diversity Management for companies in Africa. Among other accolades, Mathole was nominated in 2009 for SA’s Leading Women in Business & Government. She also featured in the Little Black Book and Leading Women in Business magazine. Mathole serves as a non-executive director and audit committee member for JSE Pick n Pay stores. Sabine Dall’Omo – Chief Financial Officer Of German descent, Sabine Dall’Omo has worked at Siemens for over 25 years and is additionally a permanent South African resident. After attaining her Higher Commercial Certificate in 1985, Dall’Omo did her vocational training at Siemens Germany from 1986-1989. Progressing up the ranks, she took on the responsibility of Commercial Officer: Accounting Services, and shortly thereafter as Commercial Officer: Sales Office until 1995. Dall’Omo’s career path at Siemens then led her to California, USA as a Financial Analyst for Siemens Rolm Communications after which she returned to Siemens Germany as a Senior Financial Officer: Corporate Planning & Controlling. In May 2004, Dall’Omo made the move to South Africa as Head of Performance Controlling for Siemens Southern Africa.
Effective 1 February 2012, Dall’Omo embarked on a new challenge in her career: this time as CFO for Siemens Africa. Rita Nkuhlu – Executive Director Business Development Rita Nkuhlu is a South African citizen of Xhosa and Cambodian descent. She has a commercial background and holds a Bachelor of Business Administration degree from Thames Vally University, London. She joined Siemens Transportation Systems in 1997 as a project commercial on railway signalling installations such as the Langlaagte and New Canada stations. From 2000 to 2004 she then joined Siemens AG – Transportation Systems in Germany. Nkuhlu returned to South Africa to take-up a Commercial Manager position at Siemens Enterprise Networks fixed line customer services division. In 2007, she joined the Healthcare Sector to commercially manage the Customer Services after sales support team. In January 2011 Nkuhlu gained experience in Siemens’ corporate environment. In April 2011, she added the responsibilities of enterprise risk management and internal controls to her portfolio by becoming Risk and Internal Controls Coordinator for the Southern African region. Nkuhlu was appointed Executive Director Siemens Southern Africa on 1 April 2012. Helen Brown – CEO Siemens Healthcare, Siemens Southern Africa Helen Brown holds a National Diploma and National Higher Diploma in Medical Technology, a diploma in Purchasing Management and Manager Development Programme, as well as a Masters Degree in Business Leadership. Among her professional associations, she is a member of the Institute of Directors of South Africa, and is registered with the Health Professionals Council of South Africa (HPCSA). Over the past two decades, Brown’s career has spanned laboratory and clinical work through to procurement, information systems, sales and marketing and general management. Today, Brown is responsible for the entire Siemens Healthcare business in South Africa and South East Africa.
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SUPPORT SERVICES/ EDUCATION, BUSINESS TRAINING & EMPLOYMENT AGENCIES | T&T APPOINTMENTS | TW PROFILE
TOP WOMAN: TRINITY NCALA Trinity Lekwetse Ncala is the Founder and Managing Director of T&T Appointments. She is a powerful leader who balances situational leadership with visionary thinking. This young executive studied and graduated with a BA Honours in (Labour Relations) at the Durban Westville University. Trinity started her career as a market researcher in 1996. This was critical to her career as it set the foundation for understanding marketing. It is with the new opportunities in our country that she resigned from Absa where she was an Administrator in 1997. She teamed up with a childhood friend and together they started a successful recruitment agency. As a result of growth and evolution, they both agreed to venture out individually. This change brought about the birth of T&T Appointments – a national recruitment agency. Included in her skills set is her entrepreneurial mindset, great interpersonal skills, excellent presentation abilities and her passion for creating personal development opportunities for all. She has demonstrated cross functional expertise and competently conducts business with people of diverse cultures and backgrounds. Trinity is passionate about developing communities from previously disadvantaged backgrounds, hence her involvement with Agang Sechaba, a movement that uplifts the plight of women and children. She made it to the Top Women Awards list and has won the Young Business Achiever Award, Top Young Woman Entrepreneur Award and the Business Woman of the Year Award. Also in her bag of laurels is finalist for the Metropolitan Oliver Empowerment Awards 2010.
>50.1%
FEMALE SHAREHOLDING
>50.1%
FEMALE EXECUTIVE DIRECTORS / SENIOR MANAGEMENT
>50.1%
COMPANY INFORMATION STATISTICS/ DEMOGRAPHICS/ HISTORY Business sector: Human Resources – recruitment, training and development and human capital consulting Employees: 150
GENDER EMPOWERMENT STATISTICAL OVERVIEW
these, T&T is now able to launch its brand online and be associated with different empowerment groups.
NATURE OF BUSINESS Description: T&T Appointments offer a full spectrum of recruitment services, accredited training and development and HR and business generalist consultancy services Vision: To always be a company that improves the performance of its clients businesses through tailored cost-effective staffing and generalist consultancy solutions Mission: To provide an exceptional level of honesty and integrity to clients, candidates and learners.
GENDER EMPOWERMENT & SED Programmes: Agang Sechaba, Y Age and Secopo Aim: The first is a women’s initiative formed by professional women who are passionate about community development. It is aimed at improving the lives of the children and women in South African Communities. The second, Y Age, equips youth with skills to become self-sufficient in the business world. Secopa is an entrepreneurial initiative. Beneficiaries: Impoverished women, children, youth who lack employment experience and budding entrepreneurs
FORWARD OUTLOOK T&T Appointment’s brand is dynamic. The company recently revamped its website to a more modern and interactive platform. It has intentionally included social networking links such as Twitter, Facebook and LinkedIn. With
FAST FACTS 1. Black female-owned 2. Level 2 B-BBEE Compliance Level 3. Youth and women empowerment is a focus 4. Evident of true entrepreneurship 5. Employs 150 staff members
FEMALE STAFF
CONTACT INFORMATION Managing Director: Trinity Ncala Chief Operating Officer: Wendy French Marketing & Communications Executive: Bongani Ncala Human Resources Director: Wendy French Physical address: 13 Sloane Street, Optimum House, Epsom Down’s Business Park, Bryanston Postal address: PO Box 32448, Braamfontein 2017 Telephone: +27 (0)11 234 7622 Fax: +27 (0)86 660 7781 Email: trinity@tandtappointments.co.za Website: www.tandtappointments.co.za
HOT TIPS FROM THE CEO: TRINITY NCALA 1. If you dream it, you can live it. 2. Have an enquiring mind. 3. Who said the sky is the limit… reach beyond.
www.tandtappointments.co.za
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EDUCATION/ PROVIDERS OF EDUCATION | EDUCOR | TW INTERVIEW
Louise Nair
Balancing family life and a successful business career, CEO of Educor Holdings shows us how.
NAME Louise Nair POSITION Chief Executive Officer PREVIOUS PORTFOLIOS Grindrod Shipping, Deloitte and Ernst & Young UNIVERSITY Undergraduate and post graduate degrees completed at the University of KwaZulu-Natal QUALIFICATIONS Registered Chartered Accountant OTHER INTERESTS Family-related activities, reading and beadwork BEST DECISION The opportunity to work and live in New York City upon the completion of my articles, wherein I experienced different cultures and adapting to a foreign lifestyle away from the comforts of home. I was able to evaluate my job opportunities and made an informed decision to venture into private enterprise rather than remain within the auditing environment. WORST DECISION Procrastinating the expansion of my family, as I was 33 years old when I had my daughter. However looking back, I am glad that I waited until I was at a point in my life when I had a heightened level of consciousness and maturity, which is enabling me to raise her in the best way possible.
What are the current activities and main functions of your organisation? Our main function is to meet regulatory requirements as they apply to private institutions, and to exceed all expectations of quality. We pride ourselves on being the provider of quality and learner-focused private education, offering innovative and accredited programmes in Higher and Further Education while contributing with integrity and commitment to the community ideals of skills development and employability. What do you see as your main growth areas for the year ahead and why? We would like to make Higher Education physically accessible to all South Africans and increase the presence of our brands. Because our focus is on uplifting South African students, we ensure that our products are relevant to the market. What do you hope will change the effect of gender empowerment in South Africa and how are you assisting in making that change happen? I believe that in order for gender equality to be carried out effectively in South Africa, government involvement is required and official policies as provided by the Gender Equality Act, which forces companies to respond to women empowerment legislature and ensure that it’s prioritised. How has your organisation responded to the challenge of gender empowerment? We hold open forums for female employees to interact openly about their concerns without being victimised. We also encourage them to become an integral part of non-profit organisations such as 18twenty8, that empowers young women from disadvantaged backgrounds, by developing strategies for their educational and personal development.
In terms of women’s skills: where do you see the shortages regarding women in your industry? What is your plan of action to eradicate these shortages? Across the education sector, less than 35 percent of executive roles are occupied by women at both corporate and government levels. I believe that this falls upon individual organisations to coordinate workshops, mentoring and study opportunities. These will assist female employees with leadership and organisational skills, as well as business acumen to increase the cadre of women with the capacity to move into senior executive positions. What are the most challenging aspects of your current position? Please elaborate. Having a young family as well as managing a turnaround business with both requiring my attention and nurturing. However, I have realised that balancing the role of CEO with that of my family life, involves the separation of work stress from home life and vice versa, and to communicate openly. What role model or leader do you aspire to? I draw strength from various inspirational figures, as I believe that no one person embodies perfection. I look to enigmatic people such as Richard Branson, South African powerhouse Maria Ramos, and Robin Sharma, who are sources of inspiration to me. As well as my father who has been one of the guiding lights in my life. What are your views on the progress of South African women in the boardroom? What can we do to change this? I believe the pace at which South African businesswomen have been introduced to the boardroom has been gradual. Very few women have filtered through to access the boardroom, and there remains an element of surprise from selected businessmen when they encounter women who hold prominent positions within their organisations.
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Establishing and promoting ethical, quality and technical standards in the home building industry and protecting the interests of housing consumers, since 1999.
QUALITY IS OUR PRIORITY The National Home Builders Registration Council (NHBRC) is a statutory body with the responsibility to provide protection in terms of the Housing Consumer Protection Measures Act, 1998 (Act 95 of 1998). It is mandated to provide protection for housing consumers and to regulate the home building industry.
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NHBRC: QUALITY is TOP PRIORITY The National Home Builders Registration Council’s (NHBRC)
the low cost housing (subsidy) sector. In February 2002 the
mandate is guided by the Housing Consumers Measures
Honourable Minister of Housing announced that the NHBRC
Act, 1998 (Act 95 of 1998) whose objectives are to regulate
Warranty Scheme will apply in the housing subsidy sector.
the home building industry; provide protection to housing
In the subsidy sector, the NHBRC has initiated remedial
consumers in respect of the failure of home builders to
works of housing subsidy failures. The organisation enrolls new
comply with their obligations in terms of the Act; to provide
housing builds, conducts geotechnical, civil and structural
warranty cover against defined structural defects in new
assessments required, inspects the builds and materials used
homes; and to establish and promote ethical, quality and
and through its builder training programmes empowers
technical standards in the home building industry and in so
builders in respect of product and technical knowledge.
doing protect the interests of housing consumers.
HOME BUILDERS NEED TO BE REGISTERED
ALTERNATIVE HOME BUILDING TECHNOLOGIES The NHBRC has been advocating for the use of alternative
In terms of the Act, any person in the business of building homes
technology in the home building industry with the aim of
must register with the NHBRC. Registration with the NHBRC provides
providing quick to erect, quality and affordable products
a licence and a right to build homes. To qualify as a registered
that would aid in eradicating the housing backlog in the
NHBRC home builder, applicants are assessed on their technical,
country. The Eric Molobi Housing Innovation Hub was
construction, management and financial capability.
launched in 2005 with the objective of identifying and
By law all new home builds have to be registered with the NHBRC
supporting innovative housing systems developed nationally
irrespective of the value of the planned house development. This
and internationally, that will provide a wider choice of quality
ensures that the home build has warranty cover against defined
and affordable homes to the housing consumer.
defects and that through the comprehensive NHBRC inspection process, the construction is structurally sound and meets NHBRC
IN PARTNERSHIP WITH THE BUILDING INDUSTRY
technical standards.
Improving the lives of the South African people through
In instances where builders do not meet their obligations (as
the provision of quality homes is a collective responsibility.
stipulated by the Act) and where poor workmanship has been
The NHBRC is in continuous engagement and consultation
uncovered, the NHBRC has a complaint and remedial procedure to
with provincial governments to sensitise them on the risks
resolve such cases.
of utilising unregistered builders. Partnerships with the
SUBSIDY HOUSING At the onset, the mandate of the NHBRC did not cover
private sector remain crucial to ensure that rules and regulations are followed and standards in the building industry are maintained.
For more information, please contact the NHBRC: 0800 200 824 (toll-free), www.nhbrc.org.za or your nearest provincial or satellite office. TWB_advertorial-national home builders.indd 3
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LEADER IN SOUTH AFRICAN BUSINESS-TO-BUSINESS COMMUNICATIONS AND EVENTS A PUBLISHING DYNASTY • RALF, KARLA, RICHARD AND VAN FLETCHER
• Our specialist Publishing Division has over twenty years of experience publishing reference guides and publications for industry leaders. It is focused on developing its online capability while constantly developing its publishing stable.
• Our highly respected research division surveys over 10,000 companies per annum, using academically accredited criteria, developed by Topco Media and leading tertiary institutions.
• Our dedicated Events Division has produced over 30 conferences and networking events, in addition to our four headline annual award gala events.
• Our suite of offerings communicates with 45,000 decision-makers through our publications and events, as well as our regular newsletters and networking events.
Our custom publishing division offers a turnkey solution for outsourcing your own publication. We can produce a custom magazine or book for your organisation as well as access to our 25,000 strong subscriber base.
www.topco.co.za
LAUNCHING 2013 MANAGEMENT
Launching in January 2013, this exciting new management magazine is bringing the UK’s best-loved management title to South Africa every month. Get business advice from the best in business. This monthly magazine will have a distribution of 70,000 digital decisionmakers through its digital edition, coupled with its print run. www.topco.co.za
PUBLICATIONS
AWARDS
TOP300 COMPANIES – REGIONAL SERIES
Starting with the Western Cape in 2009, these directories profile the best 300 companies in three of South Africa’s provinces in an indispensable print and online resource. The directory is a definitive guide to doing business in the Western Cape, KwaZulu-Natal and Gauteng. www.top300.co.za
TOP WOMEN AWARDS
ESG SOUTH AFRICA PAGES
This prestigious annual event honours female achievers in business and the public sector as well as companies and public sector organisations that show their commitment to gender empowerment by promoting women. A panel of independent judges chooses the winners. Applicants must be able to demonstrate an increase in gender equality within their organisation through innovative policies, processes or products. www.topwomenawards.co.za
TOP WOMEN
OLIVER EMPOWERMENT AWARDS
ESG South Africa is the communication space of choice for role players that operate in the fields of environmental sustainability or social and corporate governance. The publication was the official publication at COP17 and RIO+20 and is planned for COP18 in Qatar and beyond. www.esggreenpages.co.za
Now in its 9th edition, Top Women carries comprehensive information on businesses that empower women and those that are powered by women. It provides a platform for successful companies and organisations to showcase their gender equity achievements to the global business arena. www.businesswomen.co.za
This year 500 high profile business and government delegates joined Topco Media to support, celebrate and applaud past and present leaders and managers who support the future of empowerment in South Africa today. Now in it’s 13th year, the awards identify excellence in all areas of B-BBEE codes as well as job creation and entrepreneurship. www.oliverawards.co.za
IMPUMELELO: SA’S TOP EMPOWERMENT COMPANIES
Impumelelo celebrates the achievements of black business and empowered companies, and their role in transformation. Impumelelo has established itself as the country’s most respected and comprehensive annual BEE business directory, now in its 13th edition. www.impumelelo.net
TOP PERFORMING COMPANIES
This annual publication has been referred to as the bible of commerce by leading industry champions and proves to be a valuable business-to-business trade reference, both locally and internationally. It is focused on innovation, leadership and people, within our researched top performing organisations. www.topperforming.co.za
NATIONAL BUSINESS AWARDS
ach year Topco Media recognises and honours the top E performers of the year in business and industry, both individuals and companies, at the National Business Awards gala dinner. Over-subscribed due to the high level of CEOs that attend this prestigious event known as the Oscars of business. www.nationalbusinessawards.co.za
TOP500
Top500: South Africa’s Best Managed Companies ranks businesses in South Africa on the basis of a broad-based set of performance criteria, rather than purely on quantitative financial data. The publication profiles the leading businesses. Extensive research across 100 industrial sectors reveals who the best-of the-best are in South African business. www.top500.co.za
SMART CITIES
By 2050 more than 80 percent of South Africa’s population will live in cities. The challenges presented by the rapid population growth demand that cities transform. The Smart Cities Summit is one of the most future-focused events on urban planning in Africa. It is a space where public sector problems meet innovation and solutions. www.smartcities-africa.co.za
CELEBRATING GENDER EMPOWERMENT Celebrating a night of glitz and glamour, the 8th Annual Top Women Awards in 2011 brought together the up and coming female powerhouses, who are showing that women are really running the business world. Gender empowerment in South Africa is moving in a progressive direction across many sectors and this is due to the efforts of leading organisations and individuals. Top women in business and government are striving to push female employees and female-owned businesses to new progressive heights in their industries. The 8th Annual Top Women Awards was a great success and has received high acclaim with tribute being paid to leading gender empowered organisations and women who are making a contribution and a difference.
Attendees at the Top Women Awards
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TOP WOMEN AWARDS | TW
Cynthia Mkhombo receives her award with fellow Masana Hygiene Services staff
ome of the top female business talent in the country and companies that have excelled in their gender empowerment programmes, stepped up to receive awards at South Africa’s premier gender empowerment event – Topco Media’s 8th Annual Top Women Awards. The prestigious gala ceremony took place at the Gallagher Convention Centre on Thursday, 22 September 2011. Entries were received from outstanding candidates including Anglo American, Engen Petroleum, Women of Africa Fuels & Oils, KPMG, Mutual and Federal, PricewaterhouseCoopers, AstraZeneca Pharmaceuticals, Adams & Adams, Netcare Limited, Lowe Bull, the Johannesburg Roads Agency and many more. An esteemed judging panel including top South African businesswomen Edna Sathekga, Transformation Specialist at the South African Breweries, Dr Ruth Rabinowitz, Director at MamaEarth and Sonto Mujakachi, Internal Communications Manager at Eskom, assessed entrants across a number of categories that were formulated to reflect the growing influence of women in all sectors of business and government. The categories at this year’s event were
sponsored by some of the country’s most respected companies including South Africa’s national oil company, PetroSA, Standard Bank, Pfizer, Edcon and the Airports Company South Africa (ACSA). The coveted Awards were handed out across categories including Top Woman Entrepreneur, Top Young Woman Entrepreneur, Mentor of the Year, Top Woman in the Public Sector, Top SMME in Resources, Engineering and Manufacturing.Karla Fletcher, Associate Publisher for Topco Media, says that South African companies are recognising that strong women are fundamental to the sustainable growth of the country and as a result have shown strong support for the Awards. “The support of these companies is essential as it helps to keep the important issue of gender empowerment at the forefront of the South African business agenda and acts as a powerful motivator to other companies to raise the bar with regards to their own gender empowerment policies.” The prestigious Top Women Awards event attracted a virtual who’s who of the South African business world. Guests included popular radio and television celebrities, top South African businessmen and women, and government officials among others.
JUDGES Dr Ruth Rabinowitz Mama Earth Sonto Mujakachi Eskom Edna Sathekga SAB Miller Connie Nkosi Lidonga Group Holdings Mteto Nyati Microsoft Gillian Saunders Grant Thornton Jabu Ntsele Siemens Dionne Kerr National Association of BEE Consultants Johanna Mukoki Travel With Flair Tyrone Naidoo BEEOnline Bongi Ludidi Gender Empowerment Unit (the dti)
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THE WINNERS Top Women is proud to present the glittering winners. The Top Women Awards, now in its ninth year, celebrates and recognises people and companies who are actively promoting professional women in the workplace. Take a look at the winners of 2011.
Tania De Kock receives award on behalf of Netcare – Proudly sponsored by Pfizer
TOP GENDER EMPOWERED COMPANY AWARDS Top Gender Empowered Company Resources – Sponsored by Petro SA Anglo Platinum Limited Top Gender Empowered Company Engineering and Manufacturing Uvuko Civils Maintenance & Construction cc Top Gender Empowered Company Support Services Aegis BPO Holdings South Africa (Pty) Ltd
Aegis BPO Holdings South Africa
Top Gender Empowered Company Science, Biotechnology and Healthcare – Sponsored by Pfizer Netcare Limited Top Gender Empowered Company Travel, Leisure & Entertainment Fair Trade in Tourism South Africa (FTTSA) Top Gender Empowered Company Media & Social Media Euro RSCG South Africa Top Gender Empowered Company Financial – Sponsored by PIC KPMG
Fair Trade in Tourism South Africa (FTTSA)
“Top women in business and government are striving to push female employees and femaleowned businesses to new progressive heights in their industries.” Sophia Williams-De Bruyn – Lifetime Achievement Award
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Top Gender Empowered Company ICT Neo Technologies (Pty) Ltd Top Gender Empowered Company SMME – Sponsored by Standard Bank Limited Imperial Armour cc Top Gender Empowered Company Public Service – Sponsored by Edcon Johannesburg Roads Agency (Pty) Ltd
Joyce Opperman from Neo Technologies
INDIVIDUAL AWARDS Top Young Woman Entrepreneur Sponsored by Edgars T&T Appointments – Trinity Ncala Top Woman Entrepreneur Sponsored by ACSA Masana Hygiene Services cc – Cynthia Mkhombo Top Woman Executive Discovery Consulting Service – Kate Moodley
Jurgen Schreiber from Edcon and Duduzile Maseko from Johannesburg Roads Agency
Top Woman in the Public Sector South African Weather Services – Dr Linda Makuleni Mentor of the Year CAP Chartered Accountants – Christine Du Toit OVERALL WINNERS Top Woman of the Year in Business Kate Moodley – Discovery Consulting Service Top Gender Empowered Company Anglo Platinum Limited
Trinity Ncala from T&T Appointments with her award
Lifetime Achievement Award Sophia Williams-De Bruyn
“Celebrating a night of glitz and glamour the 8th Annual Top Women Awards in 2011 brought together the up and coming female powerhouses.” Christine Du Toit – CAP Chartered Accountants
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Connie Nkosi
Natalie de Villiers and Claudia Van Schalkwyk
Tyrone Naidoo & Christine du Toit
Key decision-makers from government mingled with leading businesswomen in an evening of glamour and fun. The Awards are a true showcase of talent and success. Sonia Booth
SPONSORS
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Joyce Opperman and Mteto Nyati
Joyce Opperman and Mteto Nyati
Kate Moodley from Discovery Holdings and Louise Garland
Cynthia Mkhombo with her award
Kate Moodley and Sonia Booth
Linda Makuleni & Edna Sathekga
Euro RSCG South Africa with Gareth Cliff
LIFESTYLE SPONSORS
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NOMINATIONS NOW OPEN SANDTON | 2013
Brought To You By: In Association With:
To book your seat, contact Haley Fletcher | 082 825 1129 | haley.fletcher@topco.co.za www.topco.co.za | www.oliverawards.co.za
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SUCCESSFULLY LEADING BUSINESS
TOP WOMEN – SUCCESSFULLY LEADING BUSINESS
10 TRENDS ROLE MODELS|ENTREPRENEURSHIP|FUNDING
2012/2013 9th EDITION 9th EDITION
It has been referred to as the ‘bible of commerce’ by leading industry champions. The annual publication is an invaluable business-to-business trade reference, both locally and internationally. The 13th edition of Top Performing Companies celebrates the best in business. www.topperforming.co.za
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Gold Sponsor
Bronze Sponsors
PUBLISHED BY
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