Transform SA Magazine 35

Dr. Vathiswa Papu Zamxaka:

A VISIONARY LEADER WITH A BIG HEART

INSIDE: WOMEN: STILL UNDERREPRESENTED IN THE FIELD OF ECONOMICS

ANALYSIS: FORT HARE UNIVERSITY CLEAN UP AND ANTI-CORRUPTION STANCE

SMME: ARTIFICIAL INTELLIGENCE IS HERE TO STAY-FUTURE SAFE YOUR JOB

INFRASTRUCTURE: SHOULD SA BRACE ITSELF FOR WATER LOAD-SHEDDING

PHOTO: BY ROMEO LEKALAKALA

Publishing Editor: Sakhumzi “Saki” Mabhele

Foreword: Khanyisa Phika

Contributors

Guest Note: Papama Mnqandi

Digests: Matome Seketa

Advertorial: BANKSETA

Analysis

Cover Story

Youth

Professionals

Advertorial: Arebone Building Enterprise (ABE)

Entrepreneurs

18

”Demonstrate to yourself and others that you possess the necessary skills.”

Thandeka Zondi

Thobile Nyawo

As a country that was characterised by systemic division for many years South Africa and its companies must embrace diversity and inclusion to remain relevant in today’s globalised world. Companies that embrace diversity are better able to connect with a diverse customer base, attract top talent, and foster a culture of innovation and creativity. Let’s look at some of the reasons why diversity and inclusion remain crucial for various institutions.

Organisations that are diverse and inclusive are better equipped to service a diverse customer base. By having a workforce that reflects the diversity of their customers, companies can develop products and services that meet the unique needs and preferences of different groups. This is especially so in industries such as fashion, food, and entertainment, where cultural sensitivity and understanding are key to success.

Furthermore, companies that prioritize diversity and inclusion are better able to attract best talent. People want to work for companies that

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are committed to creating a welcoming and inclusive workplace, where everyone has an equal opportunity to succeed. This is particularly so for younger generations who value diversity and inclusion as a core value. When a company is known for its commitment to diversity and inclusion, it can attract a broader range of candidates and compete more effectively for the unique and outstanding talent.

Employees from different backgrounds can encourage a culture of innovation and creativity. When people with different backgrounds, perspectives, and experiences come together to solve problems, they are more likely to generate new and innovative ideas. This is because diverse teams are better able to see things from multiple angles and approach problems in different ways. As a result, companies that embrace inclusion are more likely to come up with innovative solutions to complex challenges.

Think of it this way, it is the right thing to do. When companies prioritise diversity, they

contribute towards a more just and equitable society. They demonstrate that they value all individuals, regardless of their background, and that they are committed to creating a workplace where everyone feels welcome and respected. By doing so, companies can have a positive impact on society and help to create a more inclusive and equitable world. Therefore, diversity and inclusion are essential for companies that want to thrive in today’s globalised world.

In this edition of Transform SA expect a compilation of various thoughts from education and leadership to professionals and small and medium enterprises. On the cover is Dr. Vathiswa Papu Zamxaka who shares her journey, trials, tribulations and successes. We also have our regular features such as professionals, digests, and Entrepreneurs.

Enjoy the read

Sakhumzi “Saki” Mabhele

Sakhumzi “Saki” Mabhele

As we exit the international women’s month, it is important for us to reflect on the progress made to advance women to become active participants in the field of economics. Of course, the picture has changed, albeit marginally, the field of economics is becoming more inclusive in gender, race, and age. A study by IDEAS recently showed that despite improvements in female representation in economics from about 8% in the 1970s to 29% in 2018, women economists remain underrepresented, falling back to 23% following the coronavirus pandemic. More so, very few are recognized in the field for their incredible research in various sub-fields and many of them still do not occupy executive roles in leading organisations and institutions. For

WOMEN STILL UNDERREPRESENTED IN THE FIELD OF ECONOMICS

example, of the 92 Nobel Memorial Prizes awarded in Economic Sciences, only one laureate is a person of colour and only two are women, making up only 2.2% of the total Nobel Prize recipients.

In South Africa, there are even fewer women enrolled in post-graduate studies in economics with about 21% completing a Ph.D. in economics, according to a recent study by Stellenbosch University. Furthermore, the study showed that the average female staff representation in the economics departments was at about 35%, with more than 25% of female economists in senior professional roles such as Chief Economist or Governor of the central bank both in the public and private sectors.

While South Africa has not had a female Minister of Finance, some women are influential in economicrelated positions. At the South African Reserve Bank, Fundi Tshazibana serves as the only female member of the Monetary Policy Committee after Gill Marcus served as Governor for five years. In addition, the current economic advisor to the President and

the member of the president’s economic advisory council are both black African women. In business, only seven of the top 100 Johannesburg Stock Exchange listed companies are led by female chief executive officers, with the representation of women CEOs with economics degrees accounting for a mere 3%.

The Women Empowerment and Gender Equality

Bill aims to ensure the progressive realisation of at least 50% representation of women in the decisionmaking roles of society. This is a helpful tool that organisations can leverage to empower more female economists who already conduct impactful research on matters such as monetary policy, poverty and inequality, unemployment, and growth. Women must actively refute the stereotypes that continue to undermine gender parity in many fields, including economics. The participation of women often results in impactful strategies that can shape and steer South Africa and organisations forward.

Piece by Khanyisa Phika, Economist.

In the field of economics, when we refer to transformation we often describe the long-term change in mainstream economic activity regarding the prevailing relative engagement and employment of able individuals. When Rethinking Economics, an international network of students, asked a group of young children to draw a picture of an Economist in 2016, most of the respondents drew a white old male wearing a tie and glasses.

Khanyisa Phika

Contributors

KHANYA MAGUDULELA

Khanya Magudulela is an HR Director for Hyundai with a wide range of experience in various industries. She has honed her expertise through years of working on Human Resources, Talent Management, and Performance Management to name a few areas - all backed by her BA Honours in Psychology from the University of South Africa. With such qualifications, it’s no surprise that she excels at ensuring effective growth and productivity among organisations around the globe.

PAPAMA MNQANDI

Papama Mnqandi was elected National Chairperson of Black Management Forum’s Young Professionals for the 2021 – 2024 term after serving as Provincial Chairperson of the BMF YP in the Eastern Cape between 2018 and September 2021. An Arts Innovator (AI), writer, thinker and scholar, he has dedicated his term of service to activism in the Creative Economy, Youth Development, and Social Entrepreneurship and in Education which he is supremely passionate about.

MPHO LETHOKO

Mpho Lethoko is a qualified Corporate Affairs specialist. The field of Corporate Affairs wasn’t predestined for Mpho Lethoko, but it quickly became her passion when she began studying at RAU (now UJ). Among the industries she has worked include financial services, professional services, healthcare, and now forestry, pulp, and paper manufacturing.

KHANYISA PHIKA

Khanyisa Phika has over 12 years of economic experience, making her one of the foremost thought leaders in critical decision-making. Her services have been sought after by both corporate and investment communities. As one of the sharpest minds in macro-economics, she’s adept at helping organisations thrive, especially during challenging economic times. Phika also serves as the Chairperson for the Alex Forbes Diversity and Inclusion Forum, where she fosters greater equity and representation.

It’s been ten years since I did my internship with PJC, one of South Africa’s leading green building firms. During my time here, I encountered the four-day working week, which I found fascinating.

Fresh out of university, just short of Simon Sinek’s sought-after bean bags at the office, we were millennial pigs in the mud. I recall that soon after that Unilever sent a team to visit the office and learn about the organisational culture at PJC. We must have been doing something right if Unilever thought it was worth checking out.

To this day, I count my blessings for this transformative space and life-altering experience. The 4-day working week meant that you

COULD LOAD SHEDDING BE USHERING US INTO THE PARADIGM OF A 4-DAY WORKWEEK?

could configure your weekly diary in any way you chose, as long as it was mutually beneficial for you and the company and as long as you communicated and were transparent with the rest of the team.

There was no one to police you. You were responsible for performing your duties and managing time and resources effectively. This was empowering! It gave us a chance to be in touch with the future in the present time, long before the buzz of a just transition that the country is contending with right now.

We were working in an industry of the future with an office culture to complement it. The pandemic changed everything; at least I thought so with the rise of virtual meetings and remote work. We were back to industrialist working hours after the lockdown ended. Eskom should have one full black-out per week (rotating) instead of the daily interruptions. This should coincide with any fifth day of the week

that companies should use for personal development and well-being.

For a long time, our quest for transformation has been focused on racial arithmetic and other forms of diversity. With global economic systems in transition as well as lessons from climatic and pandemic pressures, the fifth day is crucial for a necessary skills revolution, capacity building, and creating transformative workspaces in order to become resilient in this VUCA world instead of going to work to experience three blackouts in one day.

It is for this reason that South Africa must adopt a 4-day working week to complement its hopes of economic recovery in the face of a worsening energy crisis. As disaster capitalists like to say, we dare not waste this good crisis.

Papama Mnqandi is the national chairperson of the BMF Young Professionals. He writes in his personal capacity.

Papama Mnqandi

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The Country’s Water Shortage and the Foreseeable Ramifications

By Matome Seketa

Gauteng, South Africa’s economic hub, is currently also grappling with a severe water shortage. This is also the case for all provinces across the country, with rural areas being the most affected. The situation is particularly dire as renewable water sources are being overexploited.

Water is a highly unevenly distributed resource in South Africa, some marginalised South Africans consume water that has been transported from reservoirs located hundreds of kilometres away. This means a large portion of the country shares water from a single reservoir. Compounding the issue is the fact that much of the country’s water infrastructure is also in a state of disrepair, and load shedding is adding to the burden.

Gauteng, South Africa’s economic hub, is currently also grappling with severe water shortages. This is also the case for all provinces across the country, with rural areas being the

most affected. The situation is particularly dire as renewable water sources are being overexploited.

Moreover, the demands for water are forecast to also increase across all nine provinces, including the country’s main sectors –agriculture and industry. With the country already experiencing a severe water shortage, this means the situation is going to worsen unless bold steps are taken to address the water crisis. ESI Africa reports that South Africa is set to reach a state of full physical water scarcity by 2025. It is anticipated that we will face a severe water shortfall by 2030,

this will, of course, also be exacerbated by the effects of climate change.

The state of South Africa’s water supply is a cause for concern. Despite current full dams, thanks to La Niña, ageing infrastructure, power outages, and sewage pollution continue to affect water supply across parts of the country. This means water supply problems are now spreading across the whole country. Broken infrastructure, load shedding, climate change, and an uneven distribution of water supply threaten the country’s drinking water supply. President promises to invest in infrastructure to ensure reliable water supply for people’s well-being and economic growth

Consequences of the Repo Rate Policy Decision on Everyday Consumers AI Technology & the Future of Work

By the time you read this, the Monetary Policy Committee would have delivered the muchanticipated decision on the interest rate policy. Speculations (at the time of writing) are rife as to which way the scales will tip. While there is a glimmer of hope that interest rates may hold steady, the financial world is all too aware of the potential pitfalls that could usher in yet another rate increase.

Despite the fervent prayers of many, who are hoping against hope for a stable interest rate environment, the rumour mill suggests that there’s a higher likelihood of interest rates rising yet again.

Here is what will happen if the repo rate interests go up

Governor Kganyago emphasizes that monetary policy decisions will be based on data. The MPC adjusts the repo rate to keep inflation within its 3% to 6% target range and as it stands, the latest figures in inflation are showing a drop to 6.9% in January. Although this is an ideal position to keep the repo rate steady, it is still below MPC’s stated midpoint target range. With this insight, it is almost impossible to foresee the potential decision of the Monetary Policy Committee.

RE/MAX of Southern Africa is projecting a potential 0.25-0.5% increase in sales Increased cost of borrowing: This means that it will become more expensive for ordinary South Africans and businesses to borrow money, which can lead to decreased spending.

Decreased economic growth : As individuals and businesses reduce spending this can have a negative impact on job creation and income growth.

Increased mortgage payments: For those with variable-rate mortgages, an increase in the repo rate can lead to higher monthly mortgage payments, which can put a strain on household budgets.

With the dire consequences of the repo rate interest rate increase, South Africans are advised to try and payoff, and keep their spending below their earnings.

Artificial intelligence (AI) has already made significant strides in transforming the way we live and work. We already use AI virtual assistants like Siri and Alexa in our daily lives.

AI technology is a threat to professionals, and is being felt by tech giants such as Google. On a positive light, AI-powered tools like virtual assistants, calendar scheduling systems, and task management apps can help individuals automate repetitive tasks. This can free up time for more important things, such as learning the skills that cannot be adopted by a robot, and spending more time with loved ones.

There is no denying that AI will have a significant impact on the job market. Some jobs will inevitably be replaced by in the short term, particularly those that involve repetitive or routine tasks. A couple of white collor jobs are also threatening. There is thus a need for a gear shift in personal, industrial and government sector.

Individuals need to prepare for the near future, while industries should find creative ways to adopt these new technologies without radically retrenching human personnel. The state should also make policies that will protect citizens’ livelihoods.

With this radical change in the job market also comes an opportunity for newer industries and markets. The key to succeeding in this new job market will be to develop skills that are difficult to automate, such as creativity, problem-solving, and interpersonal skills.

Self-employment opportunities are also expected to flourish as many of the tasks can be designated to AI tools. For example, a person who runs an ecommerce store can assign AI tools to taking orders and to customer support services leaving that person more time to promote the business, among other things. Prepare for the new revolution by learning skills that cannot be automated and using AI technology for maximum production.

BURSARIES AND WORKINTEGRATED LEARNING PROGRAMMES

The objective of the BANKSETA’s Work Integrated Learning (WIL) and Bursary Department is to address the shortage of scarce and critical skills in South Africa. This contributes to BANKSETA’s overall objective of providing a competent cohort of skilled employees for the banking and alternative banking sector.

This objective is achieved through a multi-faceted approach. Firstly,

public institutions of learning are engaged to respond to the needs of the banking and alternative sector. Secondly, WIL aims to bridge the gap between the requirements of the industry for employees with specific skills on the one hand, and the supply of such skills by current workers and new entrants into the economy on the other. Thirdly, bursaries are provided through partnerships with universities. Our support is holistic, covering tuition,

textbooks, and accommodation, and is renewable annually depending on the students’ academic progress.

Successes include the number of learners who obtained BANKSETA funded bursaries for the past few years who have graduated from higher education institutions in 2022. The increase in numbers is an indication of the programme’s success, especially as most of the students are from disadvantaged

backgrounds, with two-thirds of them being women. The focus areas for BANKSETA are actuarial science (accounting), bachelors of science (IT) and commerce (IT and finance, economics, financial markets or financial modelling and accounting).

To underscore the significance of the SETA’s contribution, the skills development fraternity, of the University of Pretoria enrolled students who were funded in the last academic year, fourteen have completed their BCom Informatics degrees, and eight have completed the honours programme in that discipline. The labour market will therefore benefit from a group of highly skilled graduates from a quality programme such as that offered bythe BANKSETA. Training in these skills is a high priority as there is great demand for skilled professionals who also have comprehensive information technology (IT) skills.

In respect of partnerships with various institutions of learning for the WIL programmes. We have long lasting partnerships with TVET colleges, with universities of technology as well as the Universities. A highlight of the year was the pass rate of 70% of students from the Vaal University of Technology, a good achievement given the negative impact of the Covid-19 pandemic. Of the 129 out

of 188 students who will graduate, 52 learners have already found employment in the sector and will bring their newfound skills to bear for their employers.

The digitisation programme for people with disabilities was implemented in five provinces, with 249 learners with aptitudes for digital marketing, cloud computing

empower the youth with relevant digital skills that are suitable for the broader banking sector. The programme will be implemented in all provinces to benefit 350 unemployed post matric learners with disabilities. Work-readiness and entrepreneurial components will be included.

Similo Dlamini – WIL Manager

FORT HARE PLAGUED BY FAKE QUALIFICATIONS AND CORRUPTION

By

The University of Fort Hare was once an academic powerhouse in Africa, responsible for producing remarkable global leaders such as Nelson Mandela, as well as visionary heads of state from Uganda, Zimbabwe, and Lesotho. But that was back in the 1960s when this trailblazing institution went on to set the gold standard for African universities.

Fast forward to 2023, Fort Hare, which was once a shining symbol of overcoming apartheid’s injustices, has become a mere shadow of its former glory.

What went wrong?

A tangled web of factors led to the institution’s downfall, with corruption, shoddy governance, and negligence of essential managerial responsibilities sowing the seeds for its untimely demise. Those factors were laid bare in a report prepared by independent assessors. According to the report, the university has been in a dire state for more than a decade and hasn’t been able to resolve its problems.

The allegations

With allegations that could rival a Hollywood movie plot, Fort Hare is slowly becoming more well-known for scandals than for producing quality education.

Among the shocking claims include the issuing of counterfeit degrees. The plot thickens with the enigmatic Professor Ijeoma allegedly admitting and enrolling notable students, such as Eastern Cape Premier Oscar Mabuyane. In an unforeseen twist, the university sought justice

Dumisani Hlatswayo

against the controversial professor by pressing criminal charges a year ago. Mabuyane, who was supervised by Ijeoma, was eventually excluded and deregistered by the university from its master’s programme.

The university ranking

Despite all the scandals, Fort Hare miraculously managed to increase its overall ranking by an outstanding 78 positions between 2021 and 2022, climbing from the 767 th position in 2021 to the 687 th position in 2022 - a sign that in terms of research, innovation, and societal impact, the University is on track.

Vice Chancellor Sakhela Buhlungu

When Professor Sakhela Buhlungu stepped foot in 2017, the spark was ignited. Fort Hare had just commemorated its 100-year journey the previous year, under Dr Mvuyo Tom’s leadership, while enduring the terrors of the #FeesMustFall student movement.

Buhlungu would later narrowly escape a chilling assassination attempt, following his bold exposure of powerful figures involved in a deceitful web of fake qualifications at the prestigious institution. When gunmen opened fire on his car, Mboneli Vesele, his personal bodyguard, was killed instantly.

At least a total of 15 high-ranking politicians are accused of fraudulently awarding postgraduate qualifications at the university. Among the incidents of corruption, Buhlungu described were

his signature being forged and attempts to prevent cases from being brought to court.

The Special Investigating Unit’s investigation

The Special Investigating Unit (SIU) has launched an investigation into the awarding of honours degrees. In a statement, SIU spokesperson Kaizer Kganyago confirmed that the unit would investigate allegations of maladministration in the awarding of post graduate degrees, mismanagement of funds, and sourcing of public servants for study into various faculty programmes by an individual at the University of Fort Hare for personal gain. “These include contracts for cleaning and gardening services, the leasing of student accommodation tender, the appointment of service provider for the maintenance and repair of air conditioning systems, and collusion between officials of the University and service providers, in which such officials held direct or indirect interests,” said Kganyago

“These include contacts for cleaning and gardening services, the leasing of student accommodation tender, the appointment of service provider for the maintenance and repair of air conditioning systems, and collusion between officials of the University and service providers, in which such officials held direct or indirect interests,” said Kganyago.

“Any unlawful or improper conduct by the officials, employees, service providers, suppliers to the university or any entity will be investigated by the SIU,” Kganyago said.

Minister of Public Service and Administration

Noxolo Kiviet, the newly appointed Minister of Public Service and Administration, is being investigated for degree fraud by the DA. The DA intends to obtain and reveal damning evidence of her misdeeds at the University of Fort Hare by using the Promotion of Access to Information Act. And to think, she has just been sworn in as a minister only recently.

Kiviet, who served previously as a deputy minister in the same portfolio, is allegedly being investigated by the SIU for possible fraud. After allegations regarding the awarding of honours degrees at the University of Fort Hare surfaced last year, the SIU announced it would investigate all allegations of maladministration.

The university in the Eastern Cape accuses Kiviet of fraudulently obtaining her honours in administration and her Master’s degree in public administration at Fort Hare. The Kiviet probe comes after Cope member Murunwa Makwarela was alleged to have forged an insolvency certificate to continue serving as Tshwane mayor.

Amongst the shocking claims include the issuing of counterfeit degrees.

A VISIONARY LEADER WITH A BIG HEART

Black women have been underrepresented in leadership roles in higher education for many years.

Dr. Vathiswa Papu Zamxaka

There are at least 15% of female ViceChancellors in South Africa, and only 12 of the 30 Deputy Vice Chancellors are women, according to a national report. This highlights the gender inequality that is still present in South African academia and the lack of opportunities for women to rise to the echelons of higher education.

Black women have been underrepresented in leadership roles in higher education for many years. There is, however, a slow but steady change taking place. Women are increasingly being appointed to senior leadership roles with more and more universities appointing female vicechancellors and deputy vice-chancellors. This is a positive sign of progress in the higher education sector in South Africa. But a lot still needs to be done.

The task of transforming universities is a critical one for higher education administrators throughout South Africa, that includes Dr. Vathiswa Papu Zamxaka who is the Deputy Vice Chancellor of Tshwane University of Technology at the helm of research for technology . This transformation requires the implementation of digital technologies, the redesign of curriculums, and the introduction of new methods of teaching, all of which can be difficult to achieve in a short amount of time.

Dr Papu Zamxaka was born and raised in Njwaxa, a village a few kilometres from Alice. She says, children in Njwaxa village are raised by the community. Therefore, every adult is responsible for teaching the children the values and traditions of the community.

The collective nurturing that creates a tight-knit network of support for the children of Njwaxa and helps them to grow up with a sense of belonging and purpose that still exists to this day. As a result, Dr Papu Zamxaka’s achievement and academic excellence are not just her own, but also that of the entire village.

Many people see Dr. Papu Zamxaka as a successful academic leader and the pastor’s wife who lives a high life. However, what most people don’t know is Dr. Papu Zamxaka’s life wasn’t always rosy. She had to overcome many hardships and struggles in her life to get to where she is today. She serves as an inspiration to many young people, especially those from underprivileged backgrounds.

Her fondest memories are of fetching water from the river in the dusty and quaint village of Njwaxa in the Eastern Cape, where she lived with her grandmother.

No one understands what it is like to grow up without two loving parents more than Dr. Papu Zamxaka. Since she was born out-ofwedlock, she had to endure the pain of being raised by her grandmother, while her siblings lived with their mother. This has caused her a great deal of emotional and psychological turmoil, as she had to grapple with feelings of rejection and abandonment, as well as the lack of a stable and ever-present parental figure in her life.

Due to this, Dr. Papu Zamxaka strives to be a great mother to her two beautiful daughters and to make a difference in the lives of young people who have been through similar experiences. She has achieved incredible success both in her academic career and in her professional life, proving that it is possible to overcome adversity and reach great heights.

A turning point in her life was when she made education her key to breaking the cycle of poverty. Her academic qualifications and professional accolades are impressive. Following completing her Bachelor of Science (Hons) at the University of Cape Town on a Canon Collins scholarship in 2003, she pursued further studies in Sweden and the UK, as well as undertaking and managing numerous important medical research projects in South Africa related to pollution, water, and hygiene.

Dr. Vathiswa Papu Zamxaka

According to Dr. Papu Zamxaka, studying in Sweden differs from studying in South Africa because Swedish universities have an open climate with a strong focus on group work. The Swedish education system focuses more on your academic interests than pushing you to achieve a grade.

“In Sweden, you attend classes this week and receive theory from Monday through Friday. You will then not be required to attend class the following week but instead will be required to apply the theory that you learned the previous week. You must implement it on your own,” Dr. Papu Zamxaka told TransformSA.

“During the third week, each one of you has to present what you have done in the previous week. All through, you are studying that way, and there is no gap between theory and practicality,” she added.

The value of higher education lies in its ability to empower individuals and transform communities and societies through the breaking down of barriers created by poverty and inequality. By providing access to knowledge and resources, higher education affords individuals like Dr. Papu Zamxaka the opportunity to reach their full potential.

She believes that transformation in South African Universities has to reflect in all aspects of the institution such as governance, management and leadership, student environments such as reasonable access and academic success, equity in staffing, institutional cultures, and progressive and inclusive teaching and learning.

The percentage of academic staff that are black African has steadily increased from 2005 to 2015 and now represents 35 percent of all academics as opposed to 26 percent in 2005. This increase is due to several initiatives such as affirmative action and greater access to tertiary education. More black African students are graduating with higher qualifications, which in turn has led to an increase in the number of black African academics.

When Dr. Papu Zamxaka shared her views on women’s empowerment, she became extremely passionate about promoting women in science, technology, and leadership in South Africa.

“Start by changing the mindset of women. Stop feeling sorry for ourselves. Let’s not elevate the negative narrative that’s already out there. Demonstrate to yourself and others that you possess the necessary skills. Take the bull by the horns. As a woman, you possess a number of strengths, one of which is the ability to multitask,” she said.

South Africa is currently facing a challenge related to quality leadership. Poor leadership has caused a lack of trust between citizens and the government. This has led to a decrease in economic growth, inequality, and unemployment. The country needs strong leaders who can bring about positive change.

“We need to discuss both soft and hard skills. The role of a leader is to carry everyone along, to take everyone along with them. It is only possible to do this if you possess softer skills. The process begins with you gelling with the company from the outset. You will receive a buy-in if you sell the vision right. “Keep in mind that not everyone will support your vision,” she advised.

Dr. Papu Zamxaka unwinds by helping others through her nonprofit organisation Esther Naledzi. She also finds comfort in attending church and praying. It helps her to clear her mind and focus on what matters. Dressing up and wearing her selection of stylish garments are also among her favourite activities.

Demonstrate to yourself and others that you possess the necessary skills.

Dr. Vathiswa Papu Zamxaka

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THE RISE IN FEES MUST FALL MOVEMENT

By Dumisani Hlatswayo

It was 2015. There were a lot of things going on in the country, and most political leaders were worried about state capture and the Nkandla saga. They had no time (or interest) to fight for students. As a result, they decided to take matters into their own hands. Armed with unwavering determination, the young warriors challenged Wits University and government authorities and kickstarted a nationwide protest. The one that set in motion a transformative process in the realm of higher education.

“South Africa’s most disruptive student protest since the 1976 Soweto Uprising took place in the middle of October 2015. The

protests, which fell under the umbrella term “Fees Must Fall”, took place country-wide and were directed at the proposed increase in tuition fees for 2016,” recalled Michal-Maré Linden in her report entitled Narrating the 2015 Fees Must Fall movement.

How did it all begin?

Fees Must Fall began in 2015 when students at the University of Witwatersrand protested a proposed 10% tuition fee increase. Students at other universities across the country soon joined the movement, demanding free education for all and more financial aid for the poor.

In a powerful wave of revolution, South Africa witnessed the rise of the Fees Must Fall movementspearheaded by passionate students aiming to dismantle the barriers of high tuition fees and scarce financial aid.

South Africa was celebrating the so-called 20 years of democracy when the #FeesMustFall movement erupted. To this day it is still one of the unforgettable mass uprisings since 1994. During this time, we began hearing the terms ‘fallist’ and decolonisation used collectively.

One of the students at Wits, Hlengiwe Ndlovu recalled the day: “On Wednesday, 14 th October 2015 I was woken up by Benita Msibi, the woman who cleans our block at West Campus student village, university of the Witwatersrand. I heard a loud bang on my door followed by her voice. “Hey baby if you are going to be working off campus you better leave now,” she wrote.

Vice-Chancellor Adam Habib was in Durban at a conference on higher education when the protests started. When students and workers heard that the VC was coming to address protesters students, they were all excited and looking forward to engaging him.

“We gathered adjacent to the Bidvest soccer stadium, blockading the Empire road entrance all looking forward to the VC’s address. As the VC was about to address students and workers, we asked the bouncers who were escorting him to leave, as we felt that we were not posing any threats to the VC and therefore should not be addressed by him while surrounded by bouncers,” Ndlovu recalled.

At long last, the VC stood before the students, clarifying that the fee hike was out of his hands and any chance of undoing it, was beyond his powers.

In the beginning, the protests were peaceful but soon turned violent as police intervened. Police and students clashed. The protests resulted in many arrests and some injuries to students.

2023 Wits protests

On the 1 st of March 2023, Wits University students decided to rally against the unfair exclusion of their peers who were unable to register for the new academic year due to a lack of funds or inability to secure housing. As a result of the protest, classes were disrupted and security was beefed up at the university.

The university issued a statement stating that they’ve amped up security measures, making sure that academic proceedings carry on without a hitch. Despite this call, students continued protesting. On the 2 nd of March, they emptied bins and blocked traffic on Empire Road, near the University of the Witwatersrand in Johannesburg.

The cost of higher education

Students at the University of Witwatersrand in Johannesburg started the Fees Must Fall movement in 2015 to protest an increase in tuition fees of 10%. Since then, the fees still continue to increase each year. In 2022 the

average tuition fee for full-time ranged from R 75 170 to R 75 730.

In South Africa, the soaring costs of higher education are building invisible walls, barring young dreamers from low-income households from stepping into the world of academia. The evergrowing tuition fees are leading to a heart-wrenching exodus of talented students dropping out of university, their dreams echoing in the hallways they once walked, all because of a funding crisis.

Police brutality: lest we forget

#FeesMustFall , which emerged in 2015, resurfaced AGAIN in 2016 with more police brutality and less public support. In one incident, student leaders tried to negotiate a ceasefire with police, and others threw rocks in retaliation, resulting in officers shooting again. Several people were injured, including a student who appeared to suffer serious injuries after a stun grenade exploded close to her face.

Closing

The entire nation came to a standstill as the powerful #FeesMustFall movement ignited a firestorm of protests, challenging sky-high tuition fees. For the very first time, South Africans from all walks of life bonded together, fueled by a shared desire: paving the way for a brighter future for underprivileged students. A necessary cause, one that we should continue to fight for until government ensures that everyone has access to free education.

South Africa was celebrating the so-called 20 years of democracy when the #FeesMustFall movement erupted.

DIV ERSE WO RKFORCE MA TTERS

What is your current role at Hyundai?

I’m the HR Director, which means I set the people strategy for the business based on what our strategic objectives are. I’m also responsible for the effective execution of the strategy to ensure we meet our goals through people practices.

When it comes to challenges, labour disputes, and violations, how do you handle them?

My superpower is my very calm nature and my resilient and ‘never say die’ attitude. It takes a lot to rattle me and this has stood me in great stead. I’m able to shut out the noise and focus on what matters, process it clearly, and then find the best solution. As a practical person, I can think quickly on my feet when faced with challenges or labour disputes.

In what ways do you promote diversity at work?

Khanya Magudulela is an HR professional with a wide range of experience in various industries. She has honed her expertise through years of working on Human Resources, Talent Management, and Performance Management to name a few areas - all backed by her BA Honours in Psychology from the University of South Africa. With such qualifications, it’s no surprise that she excels at ensuring effective growth and productivity among organisations around the globe.

Tell us about your background and career journey. What made you decide to follow this path?

I was born in a beautiful small rural town in the Eastern Cape called Matatiele. I went to school in Matatiele but soon moved to KwaZulu-Natal for my high school years and University where I studied for a Bachelor of social science degree in Psychology. My career began way back in 2003 when I went to Quest Flexible staff looking for a holiday job and they decided to hire me to work for them in a permanent role. My mother was a social worker by profession, and I was fascinated by how she was able to impact and change people’s lives daily. Whenever I saw her, she always seemed fulfilled and happy, and I admired this as a child.

I am fortunate to work for a company that constantly drives this through all business and people practices. We have annual targets that we drive to ensure we have a transformed organisation. Diversity is also a top priority for us as a company, whether we are promoting, recruiting, or looking for future talent.

How should South Africa approach transformation in light of its racial past?

Transformation as I always explain it for me means being reflective of the society in which we live. This means if someone walks into any of our dealerships, they should comfortably see that this is a company that proudly operates in South Africa by the diversity of the people you would encounter and the manner in which one would encounter them.

Khanya Magudulela

LEADING AN ORGANISATION TO GREATER HEIGHTS

The field of Corporate Affairs wasn’t predestined for Mpho Lethoko, but it quickly became her passion when she began studying at RAU (now UJ). Among the industries she has worked include financial services, professional services, healthcare, and now forestry, pulp, and paper manufacturing.

What is your current role at Sappi?

I am the Executive Head of Corporate Affairs at Sappi Southern Africa. I lead strategies that enhance the reputational capital of the organisation whilst ensuring its license to operate. I oversee all communication efforts with stakeholders which encompasses stakeholder relations, social impact, sustainability communication, media relations and brand management, reputational risk, corporate reporting, and employee communications. I am a member of the Sappi Southern Africa Executive Committee.

Major highlights in my career

There have been a few in my career but I will focus on more recent ones in my current role.

In 2018, I played an instrumental role to help Sappi Southern Africa develop a new strategy that focused on ‘social impact’ for its communities. In 2019, I led a new initiative that sought to manage Sappi’s reputational risk while also building advocacy with its communities. We achieved this by rolling out a communication platform that would allow transparency and more structured communication with communities.

In 2022, my team and I worked hard to ensure the President of South Africa visited one of Sappi’s largest operations and engaged with employees, the community, and KZN-based businesses.

Level of participation by women in the industry

Sappi is a multi-industry company in manufacturing and forestry. Both industries have historically been male-dominated, and this is evident when you look at the senior levels of leadership across the entire industry. However, in recent years there has been a new wave of young female engineers and forestry professionals who have entered these industries and are very successful.

At Sappi, there has been a deliberate effort in attracting young females to enter our industry and we have done this in various ways through our bursary programme and engineering training programmes. All our efforts are driven by a clear strategy that promotes equity, diversity, and inclusion in the workplace.

This younger generation is set to become the new leadership of the industry in a few years to come.

Can you tell me about your leadership journey and what makes it unique?

My mother was a very ambitious woman and a successful entrepreneur in her own right. I learned a lot from watching her journey. She taught me to be resilient, to work with a trusting team, to be approachable and decisive, to strive for my best even in difficult times, and to impart knowledge to others.

Throughout my career journey, I’ve been privileged to have had powerful female mentors whom I also referred to as my ‘mothers’. My other mothers were either CEOs of listed companies or successful business owners.

Mpho Lethoko

EMPOWERING YOUTH WITH TECH SKILLS

Arebone Building Enterprise (ABE) i s one of few companies in South Africa that focuses on driving technical growth and providing opportunities for youth in the country. Despite the difficulties of its construction landscape, ABE has encouraged young people from all backgrounds to pursue vocational skills in this industry.

ABE has a uniquely impressive history. Founded in 2012 by Dwaine Moth, an expert Civil Engineer, the Johannesburg based company has grown to employ over 38 people from different backgrounds and ages who have been loyal for more than 10 years now. Women and youth can both find their place here, proving that this business knows no boundaries when it comes to progress. TransformSA had the opportunity

to speak with Dwaine and uncover his fascinating tale of entrepreneurship, from starting a small business venture to overcoming unforeseen challenges.

In South Africa, where unemployment is an unfortunate reality and stands at a troubling 32.7%, Dwaine has made it his mission to transform lives by creating job opportunities for youth

who make up the majority of that percentage. With determination in spades, he’s demonstrating what one person can do to create sweeping change.

“When young people prove that they are serious about employment, I call everyone in and ask each to tell me how and what can do to impact lives,” Dwaine told TransformSA.

Dwaine Moth

Dwaine understands that a diverse team is essential to success, especially if you live in a country with a history of inequality. He emphasizes the importance of providing equal opportunities for women and people from all backgrounds are key components that can help his business reach its greatest potential.

“Diversity is simply respecting the next person and what they believe in or stand for. The next person’s beliefs and backgrounds are respected.”

“Every employee regardless of race or creed is given an opportunity (training etc.), to prove themselves. We’re also considering rotating work and providing the necessary skills and training,” he said.

“Women and the youth are the fibre which holds Arebone together. It is an indisputable fact that they are the future leaders. Arebone believes in caring for and empowering women and the youth,” Dwaine explained.

In the coming years, Arebone is set to expand its offerings and explore uncharted territory. With exciting plans in store for the future, this innovative company aims to further demonstrate its range of expertise and capabilities. “We anticipate our workforce to grow exponentially. Watch this space.”

Having worked for ABE since 2020, Belinda Minnies says she felt welcome right away. “I learnt a lot and

am still learning. How do the work thoroughly and how to be proud of what I do,” said Belinda

We must work together with all people. It’s important

“We can only improve ourselves by diligently striving to be the best, and not letting anything stop our rise to the top,” said Belinda.

Leonie Henwood joined Arebone in August 2019, and it didn’t take long for her to feel a strong connection with the team. After settling into her role, she felt like she had always been part of them - as if this was where she belonged all along.

“I have been unemployed for a very long time prior to my working at Arebone. I’ve learned that we are one team working towards a common goal. I started as a cleaner, but was soon promoted to supervisor,” said Leonie.

“We have to be of one accord, working for the same goals. That being said, we must learn to work together and trust one another,” said Leonie.

“I’ve been exposed to many different challenges in the form of talents. Arebone is in the business of improving their employees,” she concluded.

Berenice Storm started working for Arebone on 17 SEP 2020 in the Midrand Area.

Belinda has yet to reach the peak of her skillset, as she still needs to hone two important tasksmastering how to construct scaffolding and laying down carpets. Once these challenges are conquered, there will be no limit to where she can go in pursuit of excellence.

“I felt welcome on my 1st day. I learnt a lot and am still learning. How to do work thoroughly and how to be proud of what I do. We must work together with all people. It’s important to learn different ways of people and the cultures and respect each. I definitely want to learn how to assemble the scaffolding and how to install carpets.” said Berenice.

What is your career background and how did you get into the business?

Istudied what my scholarship required blindly until I started doing vacation work and a whole new world opened up to me. The context is important because the new world showed me what was missing in the world I knew.

As I worked, I realised that access to finance and markets hindered the growth of SMEs, especially black-owned ones.

In 2018, I decided to invest in myself when faced with the decision to invest in an existing partnership or pursue an uncanny idea of a supply chain financing platform aimed at assisting SMEs with early invoice payments.

TRANSFORMING SMEs THROUGH TECH

Thandeka Zondi is a qualified Chartered Accountant and the founder of Ubukhosi Tech, a black woman-owned tech company that utilises technology to solve business and societal challenges.

Can you tell us about the products or services you offer?

We offer a permission-based and accurate contact management platform. A block chain-based SaaS platform that allows organisations and individuals to share contact information easily, securely, and accurately. We aim to simplify the sharing and receiving process of up-to-date, legitimately held personal information.

What is the one thing you wish someone told you before you started your business?

Believe in your vision and surround yourself with people who you trust will tell you the truth but most importantly pray for wisdom because this journey is tricky.

What is the one thing you wish someone told you before you started your business?

Believe in your vision and surround yourself with people who you trust will tell you the truth but most importantly pray for wisdom because this journey is tricky.

How do you view economic empowerment and transformation?

A lot of work needs to be done to enable newly transformed businesses to thrive, although it has been successful in transforming large businesses at the top. Most solutions are geared towards businesses with history, security, and access already in place.

The solution must be deliberate in providing access to markets and finance for new businesses so that we can move from SME and emerging businesses to fully fledged emerging businesses that can compete fair and squarely.

Thandeka Zondi

NOW THERE’S A LOCAL SOCIAL MEDIA PLATFORM!

The BuildRSA chat platform is an innovative, proudly South African product that gives you the chance to air your views on developmental issues facing the country and provide tangible solutions to resolving them before they cause degenerative damage.

Over the years, technological advances have meant we can easily access transport on cellphone apps, shop online, have virtual meetings from anywhere and everywhere and so much more. ChatGPT, the latest development in commercial artificial technology, is fast gaining popularity and enables users to complete various tasks, including but not limited to, text generation, text translation, questionanswering and sentiment analysis. BuildRSA on the other hand focuses on harnessing personal agency and saying “what can I do to fix the problems in our country?”

BuildRSA was developed by Priority Performance Projects, which is part of Plus 94 Research, the largest independent, South African and black-owned research company in the country. What makes it different from other social media platforms is that it’s a local product focused on solving problems holding South Africa back.

Dr Sifiso Falala, the CEO of Priority Performance Projects, says BuildRSA is targeted at building our country, meaning building it at all levels; building the culture, excellence and performance in South Africa. “We have benchmarked the work that we do on four very important values namely, problem-solving, which we believe is one of our biggest challenges, global competitiveness, self-love and patriotism,” explains Dr Falala. “We believe the BuildRSA chat forum should be used to collectively, through dialogue, solve our problems constructively. It allows citizens to set the agenda on what’s important and come up with ways to fix our challenges. Leaders can then take a cue from the contributions of society

to develop policies and programmes to empower our nation.

“By training children to be globally competitive, they develop winning mindsets and don’t see themselves as subservient to the rest of the world.”

With increased levels of loadshedding, a stagnant economy, water cuts, an education crisis, high rates of unemployment, poverty, crime and corruption, among numerous other challenges facing South Africa, it’s easy for pessimism and despondency to set in. Within this context, the importance of the BuildRSA platform can’t be over-emphasised as it provides a free-of-charge tool for citizens to voice their frustrations and influence positive, sustainable change.

You can access BuildRSA by logging onto https://buildrsa.co.za/ and then registering a username. The platform gives users an opportunity to collectively and constructively problem-solve through dialogue to tackle South Africa’s myriad challenges and move the country forward. The platform aims to promote active citizenry, develop winning mindsets and create a culture of focus, hard work and excellence.

In this era of political polarisation, many accuse online social media platforms such as Twitter and Facebook of liberal bias, intentionally favouring and amplifying liberal content and users while suppressing other political content.

LOVE ANIMALS –JUST NOT FOR DINNER”

In 2016, Sinenhlanhla Ndlela founded Yococo, a dairy-free artisanal ice cream brand based in Johannesburg that supplies Cape Town and Durban. Currently, she is responsible for developing the recipes, producing her sought-after ice cream, and distributing it herself.

Since then, Sinenhlanhla’s business has attracted many clients, garnered media coverage, and earned her of several prestigious awards. Making the list of the Top 200 Mail & Guardian young people in South Africa being one of them.

Yococo was also chosen by Investec as one of the brands to be in their programme in Amsterdam. To increase the distribution of her ice cream, she plans to partner with large retailers in the country.

Can you tell us more about Yococo and how it came about?

In 2016, I started Yococo because I wanted to find an answer to the question I had about my existence. What is the purpose of my presence here? Is there a purpose I am serving? The answer at the time looked like Yococo, serving love and the best way to do that was through dairy free ice cream.

What makes Yococo different from its competitors? Our flavours are loosely based on the seven chakras and we use as many locally sourced ingredients as possible.

Is there anything you wish someone told you before you launched your business? I wish someone told me how long success actually takes.

What is your staff complement? We are a team of four with outsourced members.

Where do you see your business in the next five years? I see my business covering more retail space and employing more young people.

AGAINST ALL ODDS ENTREPRENUER OF THE YEAR

Ncumisa Mkabile is a young farmer and entrepreneur from the Khayelitsha township in Cape Town. Mkabile is also an award-winning business owner. In 2020, she won the “Against all odds entrepreneur of the year.”

In 2022, she won the “Realise a Dream” competition, and she was recently appointed Youth Leader for the African Farmers Association of South Africa in the Western Cape. In 2020, she had to close her catering business due to the pandemic. Among her clients are UNICEF, Trace Urban, Blue Ribbon, and BarOne.

Can you tell us about your business and what inspired you to start it? The name of my business is called Dawana Fresh Produce, we specialise in crop and poultry farming. I started farming in March 2020 when I had to close down my catering business due to the pandemic.

Can you tell me about the type of farming you do? My business focuses on organic farming.

How big is your farm? My farm is one hectare.

How does the weather affect your work ? It doesn’t affect my work in any negative way because I know what to plant when the weather changes.

Can you tell me if you use sustainable or organic practices? I use organic practices.

How would you define sustainable agriculture? Sustainable agriculture is one of the most important things to consider when becoming a farmer because it’s about protecting the soil for future generations, and being mindful of the chemicals you use in growing your products because they may adversely affect the soil and the consumer.

“I

Sinenhlanhla Ndlela Ncumisa Mkabile

FROM SELLING AMASKOPAS TO OWNING A CLOTHING LINE

Olly Mandlazi is a South African innovator with an inspiring journey. After making waves as a DJ, he fully embraced his entrepreneurial spirit and founded DIBABA – a street fashion label that was launched to great success at Sandton’s prestigious SA Fashion Week in 2019. Before this triumphant moment, the nickname ‘DIBABA’ had been given to him by friends while studying on campus in Soweto’s Pimville Zone during the early 2000s; it all started when Olly opened up a shop in Diepkloof back in 2018. TransformSA recently caught up with this creative entrepreneur for more insight into what drives his business endeavours.

Can you tell us about yourself, where you come from, and how your name was chosen? I used to run a street stall selling Amaskopas and sweets. I was using the profit to buy music on vinyl. My nickname DIBABA grew up when people started calling me DIBABA at my stall, and at that time I needed a DJ stage name.

Before starting your own business, where did you work?

I worked for the Musica chain of stores selling CDs, and saw how record companies were integrating the music industry and merchandise. Later, I worked with a company that supplied BIG BLUE, a South African retail giant. As a reseller, I would buy their merchandise and resell it. That’s when I decided to start my clothing line

What makes your business unique? As a musically inspired brand, we celebrate Soweto and Mbombela as symbols of origin. I wanted to tell the story of how I grew up through a T-shirt, but the story is now loved by the entire nation. We have many international customers who buy from our Rosebank Mall store, so I plan to open stores across the country and ship internationally.

Thobile Nyawo is a multi-award-winning entrepreneur and founder of Nyawo Group. The company she works for is one of many that installs solar panels to keep our lights on.

In what ways have you implemented gender-driven development at work? We empower young people and women, especially those who are about to enter our industry. As a result, we provide them with an opportunity to gain experience and apply their skills.

What are some of the tips you can give entrepreneurs to help them adapt? Entrepreneurs often have to adapt to changes. To be an entrepreneur, you’ll need those skills. The reason for this is that you have already been taught how to solve problems. As a result, you need to adapt. As entrepreneurs, we should also think outside the box. Entrepreneurs are independent, both as individuals and as organisations. So, it’s important to be able to think outside the box.

Where do you get your solar panels from? We have suppliers that are supplying us, which is beneficial to our business.

What is the staff composition of your company? We currently have a team of three people who are helping, we also got seven technicians on other sites.

In what ways have you implemented gender-driven development in the workplace? We empower young women trying to break into the solar energy space. As a result, we empower our women with skills and provide them with opportunities to grow within the organisation. The ultimate goal is to see more girls occupying spaces within this male-dominated industry.

Thobile Nyawo

Olly Mandlazi