Future SA - Volume 1 l Issue 2 - August to October 2021

EDUCATION l SKILLS DEVELOPMENT & TRAINING l EMPLOYMENT VOLUME 1

ISSUE 2

AUGUST 2021

Enriching young lives through skills development

Unemployment driving unrest in

Young engineers

South Africa August 2021 | R39.90 Incl. VAT

21001

9 772788 710006

hold SA’s future in their hands

Upskilling the informal sector to drive job creation

Involving youth in the mining sector Parents could be the solution to ensuring more job opportunities for future generations

Editor's note

How long can we still endure the deep and scarring effects of the COVID-19 pandemic on our education system? Not to mention the increased unemployment rate.

And then recently, the country experienced unprecedented unrest in two of our major provinces, which caused havoc, tragedy and disruptions to many businesses. The question is, can we afford this during these already trying times with an already crippled economy?

The unrest also caused disruptions to the COVID-19 vaccination roll-out, a major cause for concern while infections are still dominant in Gauteng and KwaZulu-Natal where the unrest was the top story for many days on news channels worldwide. It is obvious that the unrest will have a ripple effect on COVID-19 infections, which means that many businesses will remain under pressure or close down.

It has been more than a year of living hell on earth due to the pandemic.

Our livelihoods have been disrupted in so many ways, and with predictions of future waves and variants of the virus that might hit our soil, we live in constant fear and distress. It is worrying to see how many people suffer from depression due to the devastating effects this pandemic has on their physical and mental health.

I would like to thank all our advertisers and contributors in this edition of Future SA. While we are trying to keep our heads above water, we cannot sit back and become invisible to our potential clients.

Remember to stay safe, and try to help and support your fellow citizens and businesses wherever you can.

Elroy @FutureSA.Media

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@FutureSA9

future__sa

I guess, we need to try and stay positive and support each other in every way we can. It is now that we can show our future leaders how to stand together as one and rebuild this country’s economy steadily.

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Contents 6 8

Unemployment driving unrest in South Africa Advertorial: Rhodes University

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More than just Zoom: How to unlock e-learning for varsities

12

Investing in the success of employees – in and out of the workplace

14

Involving youth in the mining sector – key to addressing rampant unemployment rates

32

Enriching young lives through skills development

34

Curiosity: A critical future fit skill for the evolved world of work

38

One in five students struggle with mental health – here’s how you can help

40

Mobilising schools to improve our recycling rate

44

Educating our youth: tech must be an enabler, not a barrier

Advertorial: Ritluka

46

Upskilling the informal sector to drive job creation

18

The power to transform business & uplift communities through diversity and inclusion

48

Is drinking responsibly a challenge to tackle with SA’s youngsters

22

Parents could be the solution to ensuring more job opportunities for future generations

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Artisan roles provide viable work opportunities for SA’s youth

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Keeping up with the times – reverse mentorship provides modern alternative to traditional model

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Young engineers hold SA’s future in their hands

A millennial’s view of the working world Masslift celebrates focus on youth development

Advertorial: MTN

6 Carlton Crescent, Parklands, 7441 | Tel: 021 424 3625 | Fax: 086 270 9693 Email: info@futuresa.co.za

|

@FutureSA.Media

Website: www.mediaxpose.co.za

@FutureSA9

future__sa

PICTURE CREDIT: 123rf.com DISTRIBUTION:

ON THE DOT PRINTED BY:

Disclaimer: The views expressed in this publication are not necessarily those of the publisher or its agents. While every effort has been made to ensure the accuracy of the information published, the publisher does not accept responsibility for any error or omission contained herein. Consequently, no person connected with the publication of this journal will be liable for any loss or damage sustained by any reader as a result of action following statements or opinions expressed herein. The publisher will give consideration to all material submitted, but does not take responsibility for damage or its safe return.

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EDITOR Elroy van Heerden editor@futuresa.co.za

ADVERTISING SALES Zelda Stein zelda@mediaxpose.co.za

SUB-EDITOR Tessa O’Hara tessa.ohara@gmail.com

SOCIAL MEDIA Kyla van Heerden social@mediaxpose.co.za

CONTENT MANAGER Wadoeda Adams artwork@mediaxpose.co.za

MEDIA PARTNERSHIPS Maurisha Niewenhuys maurisha@mediaxpose.co.za

EDITORIAL CONTRIBUTORS Dean Bruce Belinda Liebenberg Carol Brandt Josh Adler Roland Innes Jackie Carrol Rajan Naidoo Rhys Evans Letitia van Rensburg Thandazani Ngwenya

DISTRIBUTION & SUBSCRIPTIONS Shihaam Gyer distribution@mediaxpose.co.za CHIEF FINANCIAL OFFICER Shaun Mays shaun@mediaxpose.co.za RECEPTIONIST Daniela Daniels receptionist@mediaxpose.co.za

DESIGN & LAYOUT: Anja Bramley artwork1@mediaxpose.co.za

www.futuresa.co.za

WEB classroom

for schools Cami Web

is fully aligned with the CAPS curriculum and is available in English and Afrikaans.

Cami Web is the perfect tool for your classroom.

The highly effective computer programs can be used anytime, anywhere on any computer or tablet with an internet connection.

Cami Web is an online program that offers: A 9

New feature

A Perceptual Skills Builder

Mathematics for Special Needs

Mathematics (includes Singapore Maths)

Cami Web now also includes an assessment bank with online tests and examinations that include step-by-step solutions and detailed reporting.

Benefits for learners Cami Mathematics (includes Singapore Maths) for Grades R – 7 Cami Mathematics for Special Needs for ages 5 – 18 The following features assist learners in mastering mathematical concepts: • Learners can practise in the classroom and at home on any tablet, laptop, or PC via Google Chrome.

• The programs provide on-the-spot explanations of exercises with step-by-step solutions.

• The programs intelligently adapt the difficulty of the exercises according to the learners’ performance.

• Cami Maths includes Singapore Maths.

The method teaches learners how to think mathematically and how to become successful problem solvers.

Benefits for educators

Cami Perceptual Skills Builder for Grades RRR – 1 The program allows young learners to develop essential skills.

Features include: • Thousands of exercises based on areas of perception: colour, shape, spatial orientation, associative skills, comparative skills, mental retention, and numeracy.

• Learners hone their problemsolving skills through play.

• Learners receive step-by-step guidance to steer their learning in the right direction.

• Excellent learning tool for children and adults with learning disabilities and attention deficits.

helloclassroom@optimi.co.za

012 941 1945

• Easy-to-use educator dashboard.

• Educators can create assessments and courses to match the diverse learning needs of their learners.

• Assessments are marked automatically, with detailed reports available afterwards.

• Educators can monitor their learners’ progress easily.

• All exercises are categorised by grade into CAPS-aligned topics or terms.

Add on

Subject diagnostic assessment Educators can test and benchmark learners’ proficiency in Mathematics against acceptable standards using online assessments.

The online assessments can be purchased at an additional fee.

www.itsieducation.com

Education

Unemployment

driving unrest in South Africa: Is there a way we can reverse youth unemployment in this country?

In the midst of South Africa’s deep unrest, tragically, the country's youth unemployment rate reached a new record of 32.6%, the highest since the quarterly labour force survey began in 2008, totalling 7.242 million people out of work.

Employment lies at the centre of many socio-economic ills, given its capacity to fill time, provide purpose, generate income and drive greater equality. But employment can only be driven by skills training.

Africa is burdened with an additional challenge: many struggle with literacy, due to the poor delivery of basic education. So, where might hope and inspiration be found in the next decade? In our pockets!

More opportunity to upskill via online learning on a phone

Smart device costs continue to come down, and new manufacturers are bringing out devices at lower costs. Data prices are slowly dropping too, meaning increasing access as we move through this decade, and more opportunity to upskill via online learning on a phone. Growing resources of online training platforms which offer free training programmes, like Coursera, Udemy, Udacity and Khan Academy, make this possible.

But, explains Dean McCoubrey, Founder of MySociaLife, South Africa’s leading digital education and media literacy programme: “There are many promises various governments have made about their leadership in the Fourth Industrial

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Education

Revolution (4IR), but how many understand the foundational digital skills required? You can’t just jump into robotics or coding; you need to understand what it is to be a digital citizen to embrace the free resources of the internet.

Without it, you are driving a vehicle without a licence, or a map. How do you explore and grow safely?”

McCoubrey explains that a foundation is required in the same way previous generations were taught at length to hold a pencil and use words wisely. By contrast and

Teens and pre-teens use apps and devices intuitively – a huge advantage.

Teens and pre-teens use the apps and devices intuitively, and it’s a huge advantage. Some children are poor in school but brilliant online, which means there could be an alternative for young South Africans that could transcend the lack of quality basic education.

“We stand at a doorway to vault over other African countries, but we need guidance to know which keys will open it and prepare Generation Z for a 4IR future. We need to focus on basic digital education as well before it’s too late and we miss a glaring opportunity,’ he says.

Looking at TikTok and other social media and gaming platforms, popular culture has youth fascinated and motivated, with approximately 60% of its one billion users globally found in the Gen Z age range, says McCoubrey.

“We already sing, dance, shoot videos and photos, why not build on this, and start to use these skills? What if we taught them how to do it safely, intelligently and with purpose. Minecraft For Education, for example, is a way to game and code at the same time, learning a new ‘language’.”

Dean McCoubrey, Founder of MySociaLife

www.futuresa.co.za

increasingly, the internet is seeing spikes of misinformation and cyberbullying.

“With the basics in place for media literacy – understanding media, its power and influences, and fake news – as well as digital literacy such as privacy, cybersecurity and handling technology carefully, we can shift gear into exploration and expansion. We can find avenues of income. MySociaLife shows teens where they can learn photography for free, for example, and then show them where to sell their photos or videos,” adds McCoubrey.

Teaching kids foundational digital skills, teachers and parents how to direct youth to realise potential, ensuring online safety

MySociaLife approaches the challenge by not only teaching kids foundational digital skills but also their teachers and parents on how to direct youth to opportunities and realise potential, while at the same time ensuring online safety. A South African EdTech training platform, it allows schools to simply log in and learn using eight hours of video training for learners aged 8 to 18 including subjects such as online safety, privacy, cybersecurity, digital footprint, bullying and intimidation, fake news, and ways to build skills and generate income online.

The World Economic Forum listed its top 10 skills for ‘The Future of Work in 2025’ and these included technology monitoring, use and control, and also technology design and programming, critical thinking, social influence, reasoning and stress tolerance.

"We teach many of these skills to kids in schools and they respond with such energy and enthusiasm. It's something that ignites them,” says McCoubrey.

“This is a call to the government to understand both the challenges and the opportunities of media and digital literacy – and to accept how much they need to quickly grasp with regard to evolving popular culture, pre-teen and teen usage of devices simply because of the generational divide and technology divide. It could deliver a huge shift in employment, direction and momentum over time. We are completely missing this right now,” he adds.

“Even kids that are literate and have unlimited access are not fully utilising their devices and media platforms to their full potential. The outcome of digital citizenship is a more aware and responsible society because it reduces the negativity and polarity online, increases people's ability to choose their next action, embracing the net for what it can offer – to share, to inform, to educate, to deliver income, to support, and much more.

It’s apparent we would greatly benefit from this right now,” he concludes.

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Advertorial: Rhodes University

Rhodes University committed to student development & success With just over 8,200 students, Rhodes University is a small university, which enjoys the distinction of having among the best undergraduate pass and graduation rates in South Africa, outstanding postgraduate success rates, and the best research output per academic staff member. This is a testimony to the quality of students that Rhodes University attracts and of academic provision, and to the commitment of Rhodes University staff to student development and success.

Of our more than 8,000 students, 30% are postgraduates and over 18% are international students from 54 countries around the world, making Rhodes University a dynamic and cosmopolitan knowledge institution. Students are able to undertake an extensive range of undergraduate and postgraduate degrees in the faculties of Humanities, Science, Commerce, Pharmacy, Law, and Education.

With the most favourable academic staff to student ratio among South African universities, Rhodes University students are guaranteed easy access to academics and close supervision.

For more information, contact: Sibongile Mkwetshana, Student Recruitment Officer Email: s.mkwetshana@ru.ac.za www.ru.ac.za

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Did you know?

• Rhodes University was established in 1904 • It is the smallest public university in South Africa • It is situated in the small peri-urban student town of Makhanda, commonly known as Grahamstown • It is a research-intensive university in a semi-rural setting • It is a residential university with the best run residence system in the country • All of its 54 residences are situated on campus, and all are within walking distance of all facilities and the town • It boasts a small lecturer-student ratio of at most 1:17 • It affords all undergraduate students exceptional academic support through an extensive tutorial system spanning all the student's undergraduate years • It offers a flexible degree structure that allows for individuality and diversity in degree content; e.g. BSc in Computer Science and Law or BA in Environmental Science and Politics or BEcon in Economics and Geology • It guarantees high pass and graduation rates • It boasts an array of alumni in key leadership positions and in a variety of careers • It provides students an international and cosmopolitan study environment due to it having the highest percentage of registered international students • It boasts the following unique degree and study options:

o A 4-year degree in Journalism and Media Studies

o Human Kinetics and Ergonomics

o Ichthyology and Fisheries Science • A supportive Student Affairs Division offers free 24-hour confidential Counselling and Health Care facilities

www.futuresa.co.za

At Rhodes University we believe in infinite possibilities. That’s why we give you the option of making up your own degree by choosing two majors across faculties. #RU interested in studying Chemistry and Music, OR Environmental Science and Law, OR Human Kinetics and Ergonomics and Psychology? If so, apply to Rhodes University today! Not only is Rhodes University ranked as one of the top 10 universities in South Africa, but also ranks #801-1000 in QS Global World Rankings 2021. Rhodes University is globally respected for research, acclaimed for academic excellence and will guide you to real success.

T: 046 603 8276 | F: 046 603 8300 | E: registrar@ru.ac.za | W: www.ru.ac.za/admissiongateway

E-Learning

More than just Zoom:

How to unlock e-learning for varsities Over the last few months, South African schools have had to dramatically change their approach to teaching, with e-learning becoming an integral part of their daily lives.

By Belinda Liebenberg At our universities, the same trends have applied — albeit in different ways, across different institutions.

Some universities have adapted better than others. And with the third wave of COVID-19 infections upon us, it’s a reminder once again around how important e-learning has become in our current world.

However, if one takes a step back, the faster adoption of e-learning could be a moment that moves our tertiary education space forward, resulting in improved student performance and greater access.

Tech-savvy students drive change Many universities in South Africa have digital tools at hand already. Typically, they will have a Learning Management System (LMS) such as Moodle or Canvas. They’ll also either use a tool like Zoom or BigBlueButton to carry out video calls and lectures.

What’s interesting is that students who use these tools are already among the most tech-savvy yet – with the vast majority having grown up with the internet.

Therefore, keeping these students’ attention will also be more challenging than ever. While a lecturer hosts a Zoom

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call, a student could be playing Candy Crush in the background...

This is why today’s modern lecturer needs to think of innovative ways to keep their students engaged and participating. This is good pressure as it enhances the need for more interesting education delivery.

Combine this approach with the fact that lectures can be recorded, and you have a scenario where students are more encouraged to go over their course material and attain higher retention rates.

www.futuresa.co.za

E-Learning

Refined assessment Technology can be a distraction, but, if used correctly, it can also be an enhancing force that unlocks a student’s true potential.

In addition to an LMS, universities should look to implement pre-and-post-assessment technologies.

These types of tools can be used, for instance, at the beginning of an Economics lecture to ascertain students’ level of understanding of concepts such as short selling.

It can take the form of a quick quiz, and if the results indicate that a high number of students lack understanding, then the lecturer can tail back his or her approach.

After completing the lecture, a post-assessment can then determine whether the class has subsequently grasped the concept.

If used effectively, lecturers won’t have to solely rely on exams or tests to determine the level of understanding among their students.

This forms part of what’s known as adaptive learning, and it is something that can become particularly important for state universities that have certain requirements regarding throughput rates.

As has been the case for years, state universities are provided with funding by the government on the basis of whether students are taking reasonable times to complete their studies.

Universities are paid out as long as, for example, four-year degree students finish their studies in six6 years or less. Having a better performance system — in between lectures, exams and tests — can dramatically help universities in this regard.

Greater access A final aspect to consider when it comes to faster technology adoption in our universities is that it opens up our institutions to greater access.

A pressing issue that our nation faces is that more young people than ever before are looking to enter the tertiary education system, but there is a lack of physical capacity for them.

Belinda Liebenberg is Head of Implementation and Support at Optimi Classroom, a leading education provider in South Africa that provides education technology solutions and training for the likes of schools, educators and tertiary education institutions.

www.futuresa.co.za

By embracing e-learning, our universities can open up their institutions faster to more learners, without the requirement of having them physically on campus.

This can also save money for families as it means that many students won’t have to migrate to cities to complete their studies.

Many major universities around the world are already doing this, and local universities will have to keep pace retaining top talent.

All in all, this can have a positive net impact on our nation, and result in a richer university experience.

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Education & Training

Investing in the success of employees

– in and out of the workplace Huhtamaki, a key global provider of sustainable packaging solutions, continues to invest in quality workplace training to enhance productivity and efficiencies at its factory in Springs, Gauteng, South Africa The company has manufactured high quality moulded fibre since 1976 for leading food retailers in the country.

At the same time, the company is helping address South Africa’s high adult illiteracy problem. About one third or 8.7 million, South Africans over 20 years of age may be functionally illiterate. This is due to, among other reasons, shortcomings in the formal education system and poverty.

Huhtamaki’s ongoing investment into adult education and training (AET) is yielding positive results. Training in basic English communication and numbers skills has significantly improved employees’ ability to work with the latest sophisticated machinery on the factory floor.

There has also been a notable improvement in the accuracy of stocktaking in the company’s warehousing operations due to AET. Moreover, those employees who have completed various levels of AET are able to communicate more efficiently with their supervisors.

Improved employee engagement

Over the years, more than 20 Huhtamaki employees in South Africa have participated in Triple E Training’s maths and English literacy training programmes.

Triple E Training for AET

Importantly, the training has also resulted in improved employee engagement.

Triple E Training, an accredited training provider, has been supplying AET to Huhtamaki South Africa since 2017.

“It is encouraging to see just how enthusiastic the Huhtamaki employees in Springs, South Africa are about completing their training. They could hardly wait for their training to recommence when it was suspended during the lockdown," says Marco Maree of Triple E Training

Over the years, more than 20 Huhtamaki employees in South Africa have participated in Triple E Training’s maths and English literacy training programmes and seven have already progressed through the various levels of Adult Basic Education and Training (ABET). Triple E Training is now training 15 of the company’s employees in basic communication and maths skills.

"This is because they have seen for themselves how important basic English and Maths skills are in just about every facet of their daily lives. This is overand-above the applicability of the skills in a modern workplace. A positive attitude towards training and optimistic feedback from learners is always a good indication of the quality of our AET.”

Importantly, Triple E Training can provide a flexible training solution that accommodates Huhtamaki’s shift schedules. The company also delivers a highly professional training service. Its training facilitators are highly skilled and experienced in adult learning and are always punctual. This has ensured a positive training outcome for the company and the participants.

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There are many reasons for Huhtamaki South Africa choosing to partner Triple E Training for its AET, ranging from ABET Level 1 through to ABET Level 4.

“It is always an absolute pleasure working with a company that takes workplace training very seriously, as opposed to training just for the sake of it. Huhtamaki South Africa is investing in the success of its people, and this shows through its continued investment into quality ABET,” Maree concludes.

www.futuresa.co.za

Opinion

Involving youth in the mining sector –

key to addressing rampant unemployment rates Youth unemployment is a longstanding issue for South Africa, and one which was made worse by the COVID-19 pandemic and lockdowns.

The mining industry has a pivotal role to play in solving this crisis.

By Carol Brandt, Metallurgy Training Manager at PRISMA Training Solutions, a member of the Workforce Training and Consulting Group

As one of the largest economic sectors in the country, it employs many people, and additionally creates an entire value chain of peripheral services. Getting the youth involved in mining and related industries will not only benefit mines, but help to lessen youth unemployment, upskill vulnerable members of society, and contribute positively toward economic growth.

Youth unemployment an old problem

According to the Q4 2020 Quarterly Labour Force Survey from Stats SA, the percentage of young persons aged 15–34 years who were not in employment, education or training (NEET) increased by 1,7 percentage points from 40.1% in Q4: 2019, to 41.8% in Q4: 2020.

Mutually beneficial

The lockdowns of 2020 also had a negative impact on the mining sector, which was forced to shut down. However, it was also one of the first industries to reopen, and has also enjoyed a commodities boom in iron, platinum and gold over the last decade. This means that the mining sector is well positioned to be an employer of choice for the youth, as well as offering mentorship and skills development programs.

There are a wide variety of different careers available, from mining and metallurgy to mineral resource management, finance and administration, to name a few.

This is not a new challenge, however, as a report released at the beginning of 2020 highlights: “The persistently high youth unemployment rate has long been one of the most pressing socio-economic problems in South Africa. Some of the young work-seekers are not well educated and do not possess sufficient skills and previous work experience demanded by employers in the labour market.”

In addition, the mining industry creates a value chain beginning with the manufacture of machines and equipment, ending in the manufacture of goods from raw materials. The peripheral industries such as housing and food supply are also areas where people need to be employed. With such a vast supply chain, there are many opportunities for youth employment, especially given that a younger workforce is generally healthier and more able-bodied, which is an important factor for many mining-related tasks.

The high levels of unemployment create discouraged job seekers, who are unable to participate in economic activity, and therefore exacerbate existing low economic growth in the country.

Furthermore, as the use of technology increases, a younger workforce will be in a better position to use and exploit this, benefiting the mines with innovative new methods and techniques.

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Opinion

Working together to turn the tide

The historical method of studying prior to employment is becoming increasingly irrelevant in today’s world. To reduce unemployment and get the youth active in the labour force and the economy, we need to shift toward outcomes-based qualifications.

This will enable learners to develop skills while they work and earn an income. Training providers and mines also need to work together to better communicate the available opportunities and collaborate on accredited training programs through mining SETAs. Financial resources are often the biggest barrier to entry for youth when it comes to obtaining qualifications for the job market.

Being employed in the mining sector and gaining experience while completing qualifications that can take the learner from entry level through to middle management, enables learning and economic empowerment at the same time.

Training providers need to offer training solutions that develop a career path, not just a collection of unrelated short learning courses. Mines need to also focus on those career paths and on skills development in related industries such as construction and entrepreneurship.

The key is to create career opportunities for youth to learn while they earn, which will not only help to reduce youth unemployment, but benefit the mining sector and boost South Africa’s economy as well.

www.futuresa.co.za

Carol Brandt, Metallurgy Training Manager at PRISMA Training Solutions, a member of the Workforce Training and Consulting Group

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Advertorial: Ritluka

For more information, contact Office 216, Smokey Mountain Office Park Witbank, Mpumalanga Tel: +27 (0)13 591 0132 Email: info@ritluka.co.za

Discovering Beyond The

Earth’s Crust with Ritluka Resources Ritluka Resources is a wholly black-owned company that offers a variety of mining, construction and trading services in South Africa and neighbouring countries.

Founded in 2016 as a technical services company, we have grown to become one of the significant players in both the opencast and underground coal contract mining space, having just over 400 employees currently in our organisation.

Our organisation is subdivided into 4 pillars 1. Opencast contract mining 2. Underground contract mining 3. Technical services 4. Resources and reserves We prioritise safety at all our operations and seek to minimise our impacts on the environment and communities.

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Services

Opencast Contract Mining • Earthmoving • Coal extraction • Road construction • Rehabilitation Underground Contract Mining • Production mining (Mechanized and Conventional) • Dyke drill and blast • Stonework development • Conveyor belt construction, operation and maintenance • Road construction and maintenance

www.futuresa.co.za

Advertorial: Ritluka

Current Projects

Underground Mining Projects We are currently doing work at Exxaro’s Matla Coal Operations in their two active shafts, namely Mine 2 Shaft and Mine 3 Shaft.

Mine 2 Shaft • Road maintenance and construction • Back-bye support meshing • Underground dyke section mining

Mine 3 Shaft • Belt maintenance • Underground dyke section mining

Underground Mining Projects

We have been awarded a contract at Exxaro’s Coal Matla Mine 2 for the Northwest Access Project Tunnel Development (drill and blast). The project was awarded on 21 December 2020 and is due to run for the next 18 months.

Corporate Social Investment Projects Drill and Blast Services • Drill and blast design (underground, opencast and civil) • Drill and blast operation • Public roads construction drill and blast • Blasting of trenches • Ground vibration and air-blast monitoring • Blast preparation audit • High-speed video • Post blast analysis underground mine support Underground Mine Support • Sidewall support • Secondary roof support • Pillar pinning and strapping • Back-bye support and meshing Ventilation Services • Construction of ventilation walls/stoppings • Blasting and construction of air crossings • Supply and installation of ventilation walls • Supply and installation of stone dust barriers • Sealing off and monitoring of abandoned areas • Construction and equipping of refuge bays Technical Services • Mineral exploration • Pre-feasibility and feasibility studies • Mine design and optimization • Scheduling - short and long term planning • Due-diligence studies • Project budget estimates • Capital project estimates • Project management

www.futuresa.co.za

Ritluka has embarked on CSI projects in helping assist the local communities in and around its operations.

Underground Projects

Ritluka has been at Exxaro’s Matla Coal for over 3 years providing excellent and valuable services.

Opencast Mining Projects

We are currently doing work at Exxaro’s Dorstfontein East Coal Operations where we are responsible for the mining of their Pit 1, Pit. 1.

Extension and Pit 3 pits. This includes the following: • Topsoil and Softs Stripping • Hards Load and Haul • Coaling • Drilling and Blasting • Rehabilitation 2.

We have a Joint Venture with Jordaan and Sons to mine Humo Colliery situated in Middelburg.

In our efforts to plough back to the community and as part of our local development plan, Ritluka has a working relationship with seven local community companies: • KTTA – transport services • Gezane Projects – provision of containers • Gigizela Trading – provision of toilets • Bluelink – waterbowzer • Masimene Svunelwane Enterprise – waterbowzer • Tiali Holdings (100% women-owned) – repair of aircons and supply of a PC 200 excavator • The Tamar – Ritluka purchased four sewing machines to sew overalls that Ritluka will purchase. The project will provide employment for four women in Rietspuit.

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Impact Sourcing

The power to transform business & uplift communities

through diversity and inclusion

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Impact Sourcing

With South Africa’s Business Process Outsourcing (BPO) industry voted the most favoured offshore CX delivery location in 2021, in the annual Ryan Strategic Advisory BPO Omnibus Survey, the burgeoning sector is well positioned to play a critical role in ‘impact sourcing’.

Also known as socially responsible sourcing, the global business services (GBS) sector leads the way in providing employment for previously disadvantaged and disabled young South Africans who find meaningful, stable employment and career development in its call centres, which are primed to create 500 000 new jobs in the next 10 years, according to Business Process Enabling South Africa (BPESA).

Organisations can make a profound difference in disadvantaged communities

“Many global business services organisations find themselves in a position to make a profound difference within disadvantaged communities through ‘impact sourcing’, by recruiting, training and employing socio-economically disadvantaged individuals as principal workers in business process outsourcing centres," explains Trent Lockstone, CEO of The Impact Sourcing Institute of South Africa, a member of Alfbet Holdings.

"Without this intervention, many very capable, willing and talented people would be lost to the job market, and in essence to society, by not having access to the economy.”

The AlefBet group houses a diverse range of customer service and collections BPO businesses and training organisations.

The Impact Sourcing Institute of South Africa was founded as part of a strategic drive by the group to provide fulltime employment opportunities for disabled learners from disadvantaged backgrounds within its extended network of BPO businesses and corporate client base.

“Our model bridges the gap by recruiting people who struggle to access the labour market – either because they are outside traditional recruitment pipelines due to their lack of access to networks, or because transport costs from townships to jobs are high, or because they face physical disabilities which prevent their integration into the mainstream workforce," says Lockstone.

"South Africa faces a burden of massive structural, youth unemployment. For disadvantaged youth who also live with a disability, the hurdles are enormous. They have traditionally been excluded from fully participating in mainstream

www.futuresa.co.za

g ct Sourcin The Impa model was 's e t u it t s n I rovide the p o t d le a sc es that bridg k n li l a ic crit een social w t e b p a g the d strategic n a s e iv t a r impe bjectives. o s s e in s u b

activities, effectively preventing them from being full members of society and disempowering them from achieving any sense of self-determination. We believe that with the right leadership, investment and training, this large untapped pool of South African talent has the potential to be guided and supported into meaningful career paths in the Global Business Services sector, and uplifting communities, families and livelihoods in the process.

“We soon realised that many corporate businesses want to get involved and make a difference but lack the dedicated expertise and know-how of creating a structured work environment that is designed to meet the safety, security, training and support models needed to cater for disabled learners and employees.

"Besides living with a disability, many of these youngsters live in far-flung areas, away from urban business hubs and without the financial ability to access transport, let alone transport that caters for a disabled person. Many live without electricity, running water, connectivity and in many cases, access to specialised public healthcare that caters for their disability. The Impact Sourcing Institute's model was scaled to provide this critical link that bridges the gap between social imperatives and strategic business objectives, and addresses all the challenging practicalities that lie in-between,” adds Lockstone.

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Impact Sourcing

ge tial in BPO sector is hu Impact Sourcing poten

to titute works with learners The Impact Sourcing Ins and rn lea to ent uired equipm provide them with the req rkwo from t por along with sup work safely from home, Where engage with them daily. o wh s and-learning-team titute’s ins the hin wit also trained appropriate, learners are nt. me ulation’ environ dedicated call centre ‘sim le work nths, learners gain valuab Over the course of 12 mo rse cou n upo n ised qualificatio experience and a recogn the h wit d kille ups learners are completion. Additionally, ate por cor a in d to succeed life and soft skills require are of the learnership, they end the environment. At with tor sec BPO ent within the offered full-time employm re ctu stru me -ho ir work-from the option to maintain the where feasible. pment and professional develo “By providing fair wages of ery iph per elves on the to people who find thems e id, we can make a massiv am pyr ic the socioeconom ilies fam for but s, se individual difference not only for the pply rsu ove an has South Africa and entire communities. g ssin pre re mo e om it has bec of underutilised talent, and t tha ure ens to ays provide pathw than ever that business mal tions have access to for ula pop d our disadvantage . one kst Loc work," says employment and decent

Businesses have a unique opportunity through impact sourcing

"The pandemic has widened the gap and deepened the poverty crisis besetting our most vulnerable communities. All businesses have a unique opportunity through impact sourcing to empower people living with a disability to improve their living conditions, shape meaningful careers and lift themselves and their families out of a cycle of perpetual hardship and poverty.

"Not only is it a sustainable means to economic growth, but businesses get to support a programme with outputs that align with the UN’s sustainable development goals. At the same time, they are developing a skilled workforce for long-term employment, they get to fully maximise the benefits of their BBBEE scorecards in terms of skills development and they get to fundamentally reshape societal outcomes for the better,” concludes Lockstone.

South Africa’s BPO sector has a key role to play in South Africa’s economic recovery for all sectors of society. By harnessing the power of impact sourcing to make a fundamental, long term difference in our most vulnerable communities, business gets to bring together the best of economics, quality workforces through diversity and inclusion, and socially responsible supply chains.

For more information visit www.impactsourcinginstitute.org

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Job Seeking

Parents could be the solution to ensuring

more job opportunities for future generations

There are countless stories about young people interviewing for jobs, only to hear that they need more experience for the role. But how do you get the experience if you can’t get a foot in the door in the first place?

By Josh Adler, Vice President, Growth & Entrepreneurship at Africa Leadership Academy

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Job Seeking

Job seeking in Africa is a tougher, more crowded space than ever before. Opportunities are especially slim pickings for youth entering the workforce. The damage of COVID-related travel restrictions is expected to have cost almost 4.5 million jobs in the Sub-Saharan Africa region. And in South Africa specifically, Stats SA reported that the number of employed people in the country dropped by an unprecedented 2.2 million in the second quarter of 2020 alone.

Parental attitude shift could unlock entrepreneurship

A continental report spanning 10 years of research suggests that a “coordinated movement” by parents, educators, and policymakers actively leading youth to become entrepreneurs could create 1 million dignified work opportunities across Africa by 2030.

“Parents hold the key to the door of work opportunities for their children. By encouraging them to explore different options other than traditional job-seeking, parents can ensure a future career for both their own children and future generations,” says Adler.

Anzisha Prize Programme supporting Africa’s youngest entrepreneurs

“Support from parents might sound like a given, but many opt to push their children towards the traditional avenue of applying for employment at other companies instead of forging ahead with their own business ventures that will, in turn, boost the economy and create more jobs.”

The report looks at the lessons that the Anzisha Prize Programme, a partnership between African Leadership Academy and Mastercard Foundation, has learned from a decade working with and supporting Africa’s youngest entrepreneurs.

The organization’s data, notably from before the COVID-19 pandemic, states that “young Africans today are three times more likely than the generation before them to be unemployed”.

The COVID-19 pandemic has exacerbated the situation, says Josh Adler, Vice President, Growth and Entrepreneurship at the African Leadership Academy, while there may be fewer jobs available, there has never been a better time to tap into the entrepreneurial landscape, especially now that we are seeing so much innovation coming out during the pandemic.

“Even with an excellent education, there simply aren’t enough jobs available for the youth of today. But opportunities can be created. Many successful businesses have stemmed from people turning their interests or ideas into a brand,” he explains.

CEO of Dell Technologies Michael Dell once said: “You don’t have to be a genius or a visionary or even a college graduate to be successful. You just need a framework and a dream.”

Adler says that it is down to the job-seeking youth of today to create their own opportunities – and parents, especially, should be encouraging them to do so.

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One of the key findings of the report is that “a widespread parental attitude shift could be the Trojan horse that unlocks entrepreneurship as a career”. The organization chooses 20 promising young African entrepreneurs annually to become Anzisha Prize Fellows and determined that 19 of the top 20 finalists from last year’s competition had the support of their parents.

Children typically emulate their parents and often end up on the same, or a similar, career path. Irish national learners database Qualifax says that: “Parents influence the level of education or training that their children achieve; the knowledge they have about work and different occupations; the beliefs and attitudes they have to work; and the motivation they have to succeed. Most of this is learned unconsciously – children and teenagers absorb their parents’ attitudes and expectations of them as they grow up.”

Just 24% of parents felt equipped to support their child

The Anzisha Prize surveyed the parents of high-school students across Africa and found that just 24% felt equipped to support their child to explore entrepreneurial opportunities.

“Parents can demonstrate to their children, through their own behaviours and expectations, that entrepreneurship is a viable route to job security. They can actively encourage their children to grow and develop their ideas, hobbies, and interests into potential careers,” Adler adds.

Josh Adler, Vice President, Growth & Entrepreneurship at Africa Leadership Academy

"Parents of all children, from toddlers to teenagers, should look at businesses big and small and realize that they were all sparked from a single idea once. Today’s young entrepreneurs are simply the future of the African business sector,” he says.

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Opinion

Keeping up with the times –

reverse mentorship provides modern alternative to traditional model

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Opinion

Traditionally, mentoring involved a more experienced individual providing guidance, motivation and role modelling for a newer, younger individual in the workplace. This transfer of knowledge and industry insights entails a power relationship, where the mentor has authority over the person in the protégé role. Given the extraordinary rate of change in the last decade, this model of mentorship has changed. No longer is it just the protégé who has something to learn, and the mentor who can impart this wisdom.

Now, the dynamic is completely different and younger entrants to the workplace can make a valuable contribution with the right structures in place, such as reverse mentorship.

By pairing younger employees with experienced executives with the purpose of mentoring on trending topics of strategic and cultural relevance, it is clear that the power relationship has equalised.

Both sides of the generational gap stand to learn important lessons from the other in addition to delivering real benefits to the business.

Which companies would benefit from reverse mentoring?

Today, every business is a digital business. Driven by the pandemic, new skills are required in order to adapt to 'Work From Home' (WFH). This has been particularly challenging for older employees, highlighting an increased need for skills development and training.

Reverse mentoring: future proofing

The biggest threat to business is the phrase “we’ve always done it this way”. Reworking the traditional mentoring hierarchy is an important tactic that companies can use to ensure that they remain relevant by keeping up with the pace of change.

First used in the late 1990s, General Electric’s CEO Jack Welch used reverse mentoring to teach his senior executives about the internet. Modern reverse mentoring goes beyond the sharing of technological skills, with today’s programmes exploring how senior executives approach strategic issues, leadership, and the working mindset.

Reverse mentoring has been used by global corporations such as Cisco Systems, MasterCard, Estée Lauder and PwC, with some companies even setting rules on confidentiality and allowing pairings only outside reporting lines.

However, it is not just technology skills that are necessary, as the entire business outlook needs to change to facilitate this new way of living. Customer needs have changed, working conditions have changed, and business survival depends on the ability of the executive leadership to respond to all of these changes. Because of this, every business stands to benefit from reverse mentoring, as there isn’t a single business out there that has not been affected in some way by the pandemic.

As the largest generation currently occupying the labour force, millennials are known for job-hopping. Improving millennial retention is a key challenge for many organisations with studies showing that 43% of millennials plan to find a new job in the next two years.

So how can businesses attract the best millennial talent, and retain it? Reverse mentorship is proving exceptionally effective in this regard. Millennials are not as flighty as they appear. Their willingness to jump ship can be eliminated by creating the feeling of working for a company that makes a difference, and that their contribution to the workplace is valued.

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Opinion

Benefits of reverse mentorship

The millennial generation wants to work for a company with a conscience, and they’re prepared to look around until they find it. In addition to flexible environments and socially responsible missions.

Millennials seek continuous learning and skills development, personal fulfilment, and clear opportunities for career advancement. Reverse mentorship takes care of the three Rs: Retention, Relevant conversations and Real trends.

Through such mentorship programmes, millennials can be properly engaged in the workplace with a platform that allows them to make a significant contribution to the organisation.

Their contribution to the workplace harnesses their personal experiences, unique skills and insights.

Additional benefits include: • Improves connection to company culture: By pairing a junior with a senior leader, it’s possible to gain new insight into the organisation which can reinvigorate executive management and get them excited about work again.

• Drives technological change: Change is tough, and technological change may be the most challenging of all. Reverse mentoring can be used to shake things up and encourage junior employees to challenge existing strategies and processes by finding better ways to do things.

• Fosters deeper inclusion: Reverse mentoring allows for the building of working relationships in such a way that people’s differences are valued and accommodated. In the long term, such mentoring relationships will facilitate a critical boost to diversity in upper-level management roles.

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The right partner to facilitate reverse mentorship

Like any relationship, reverse mentorship requires the participants to be properly paired. There needs to be willingness on both sides to foster and build that relationship because the number one reason that reverse-mentoring programmes fail is that executives (the mentees) fail to prioritise the relationship.

This makes it critical to bring in the right training partner to facilitate the reverse mentorship programme by ensuring that the necessary supporting frameworks are in place. Both mentor and mentee will require training on approaching and discussing uncomfortable topics, empathy, self-awareness, and what to do if the sessions are not productive.

If approached correctly, reverse mentoring can provide the space for all employees to challenge the status quo and re-examine their thinking. Ultimately, reverse mentoring is an effective tool to bridge the generation gap, fuel innovation and business growth.

Roland Innes, CEO at DYNA Training

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2022 APPLY NOW

SAICE

Young engineers

hold SA’s future in their hands Young engineers are the future custodians of South Africa’s infrastructure, and should be supported in their personal and professional development. This is the view of Michael Mhlanga, the Chairperson of the Young Members Panel of the South African Institution of Civil Engineering (SAICE).

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Mhlanga reports that continuous education, mentorship, and networking are key building blocks for young engineers starting out in the profession.

“We must support our young people to ensure that they have the necessary skills and experience to overcome the challenges of our future,” he says.

“With a deep-rooted historical context, our government acknowledges the important role that our youth play in socioeconomic development,” adds SAICE CEO, Vishaal Lutchman.

“This is even more relevant when considering young engineers, who have the added opportunity to positively impact South Africa’s infrastructure development too.”

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SAICE

Continued professional development is vital

However, it is important for young engineers to remember that learning does not end at graduation.

“Continued professional development is vital after graduation to enable engineers to remain educated on new technologies, construction methods, materials and to continue to enhance their training and skills. Joining a voluntary association, such as SAICE, provides the youth with access to a wide variety of learning opportunities,” says Lutchman.

Mhlanga adds: “Today’s young people have access to resources and technology which have the power to revolutionise the way infrastructure is conceptualised, designed, built and operated. They should be encouraged to use what is available to them, to create sustainable infrastructure projects for the future – which today’s engineers are yet to imagine. Our tech-savvy youth carry with them a wealth of opportunity.”

He says that these skills can also be applied to maintaining and upgrading existing infrastructure to meet the needs of an increasingly urbanising country.

SAICE supports young engineers

SAICE proudly supports young engineers through a variety of membership options, which provide access to the wider benefits enjoyed by SAICE members.

Student membership is offered to civil engineering students, who can then remain members after graduation for a reduced fee.

“Our graduate membership was designed with the understanding that not every student is able to find employment immediately after graduating. At the same time, we know that being part of the SAICE community is helpful for finding job opportunities, learning, and networking. We wanted to ensure that young engineers have access to these benefits without feeling financially constrained, and hence the graduate membership option was formed,” explains Mhlanga, who joined SAICE as a student member in 2015.

SAICE Young Members Panel

The SAICE Young Members Panel acts as a support function for young members of the institution and facilitates exposure to networking opportunities and technical talks from a variety of disciplines within the civil engineering industry.

Added to that, young members gain access to social media groups which are used to share information on job opportunities, as well as provide a ‘troubleshooting’ function for engineers needing help at work.

“We have found that when stuck on a problem at work, our young members interact on one of these groups to ‘crowdsource’ a solution. This is the kind of youthful thinking that will see a wide and positive contribution to infrastructure development. To have a focus group in the palm of your hand is surely helpful for decision-making, and to gain wider perspectives from other professionals,” says Mhlanga.

SAICE Connect

“Many senior engineers realise that mentorship is vital at the early stage of one’s career. As a young engineer, the opportunity to talk to someone who has already walked the path is invaluable. SAICE recently launched SAICE Connect – a member benefit which aims to facilitate this very function," says Lutchman.

"The online platform helps connect junior and senior engineers to encourage mentorship in the industry.”

Mhlanga also reports that young members have access to 'Speed Mentoring', which plays on the concept of speed dating. Young engineers spend time working their way around a room, spending five minutes with each older engineer.

“This has proven to be a fun way to facilitate networking and knowledge sharing,” he says.

“As South Africa continues to urbanise and existing infrastructure continues to age, the role of young civil engineers in building a strong future should not be underplayed. Every company, professional body and senior engineer can play a role in developing our young people by facilitating knowledge sharing, skills development, and networking,” concludes Lutchman.

About SAICE

The South African Institution of Civil Engineering (SAICE) is a learned society and organisation that acts as a catalyst for innovation and good practice in the development of the civil engineering profession. SAICE has a membership base in excess of 16 000 Civil Engineering professionals, and is involved in the development of policies, standards, structures, and systems that impact infrastructure at national and international levels.

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Advertorial: MTN

More needs to be done to connect the unconnected SA youth There is an urgent need for digital literacy to take its place as a key pillar of youth education, yet access to technology remains a major stumbling block for our children. It is crucial this access gap is closed.

According to the World Economic Forum (WEF), a staggering 40% of the world’s population live within range of a mobile signal but aren’t able to make use of it. Digital literacy stands out as the single largest barrier to the uptake of broadband connectivity and the loss of array of opportunities brought by the Fourth Industrial Revolution (4IR). A survey cited by WEF, for instance, found that almost 70% of people overall indicated they do not understand what the internet is or how to use it.

As a major player in the telecommunications industry and employer of a large workforce, MTN South Africa is committed to playing its part in providing the youth with opportunities to enhance their ICT skills and long-term career prospects. MTN also has a role to play in creating an enabling environment for innovation, entrepreneurship, skills enhancement and job creation in the digital economy.

Through the MTN SA Foundation and MTN Pulse – MTN’s youth-only proposition which offers the youth access to lower data fees and opens opportunity to skills enhancement - MTN SA is directly responding to this challenge by connecting the unconnected youth.

Significant strides are being made. The GSMA’s State of the Mobile Internet Connectivity 2020 report highlights that in Sub-Saharan Africa mobile broadband coverage has seen improvements in recent years and affordable handsets have become more widely available.

Through collaboration with key government and other partners, MTN SA is on a quest to improve this situation – and it all starts with education.

In a recent report, the WEF rightly says the lack of digital skills in Africa can be addressed by investing in broadband infrastructure, partnerships and investment in digital education, access to funding and education recovery. The good news is that the technological revolution sweeping the world is beginning to have a profound impact on the continent, presenting an opportunity to “hit the reset button” and “reimagine the education landscape” by addressing the challenge of exclusion, to achieve quality education for all.

MTN SA is not standing still on driving this change and we are already connecting more of our youth to a world of digital opportunity – and opening the door to prospects for jobs in the 4IR. Our flagship programme to create shared value in

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Advertorial: MTN

education is complemented by several carefully selected themes and interventions to help the most marginalised among us. These include digital inclusion, with a view to equipping young people, and people with disabilities, with the ICT skills they need to cope in a rapidly changing world.

Equipping young people for the future Access to the e-learning platform of the Siyavula Foundation, is already zero-rated for all MTN customers.

In addition to this, the MTN Foundation has sponsored all of South Africa’s Grade 10, 11 and 12 students, with an amount of R3 million, to have full access to the mathematics, CAT and IT as well as Physical Sciences, Natural Science and Life Science learning materials.

MTN has also zero-rated over 1 000 educational, public benefits websites (PBO) and e-learning resources. These offer learning materials, all aligned to Government curricula, for all grades and subjects.

Through the Department of Higher Education and Training, we have zero-rated public universities websites.

Every university comes with multiple URLs, with some of the large universities requiring support for up to 30 URLs each. MTN has also zero rated TVET Colleges websites, where online curricula can be made available. Currently MTN has zero-rated a number of URLs for TVET colleges.

Among the initiatives MTN Business partnered with Unisa to provide free data of 30GB for Unisa students; and also partnered with the Eastern Cape Department of Education to provide 72,000 SIM cards preloaded with data to grade 12 pupils.

MTN’s School Connectivity programme, meanwhile, targets basic education and tertiary education. These initiatives include schools for learners with special needs and other marginalised schools in disadvantaged communities and rural areas. Over the years, MTN has donated over 300 multimedia centres across South African schools.

through skills enhancement opportunities and workshops, access to connectivity, affordable data offers and relevant lifestyle benefits.

Youth unemployment is, of course, one of South Africa’s biggest challenges, and to address this, MTN Pulse continues to embark on initiatives that can help bridge the gap, one young person at a time.

In collaboration with MTN Business, MTN Pulse launched the Youth Best App Category for the MTN Business App of the Year Awards to drive innovation amongst our youth. In support of the #R10GoesALongWay initiative, MTN Pulse alongside MTN Foundation, pledged R200 000 towards assisting students who are suffering financial difficulty, such as facing academic exclusion and require assistance to register to study further at university for their 2021 enrolment.

In our experience, the youth in South Africa are talented and hungry for opportunities. They want to turn their dreams into a reality, but just aren’t provided with enough resources and opportunities. In April 2021, MTN SA launched an initiative called “The Go Show” to provide South Africans with a small business or community project with a digital makeover. To empower the youth, MTN Pulse has taken over The Go Show during June and July 2021 to provide under 25s with a digital boost for their hustle. This will enable them with tools that will enable digital connectivity, upskilling themselves and to take their hustle to the next level.

At MTN SA we believe that everyone is entitled to a modern, connected life and it is our commitment to ensure that the children of our nation are given every opportunity to thrive and benefit from the exciting digital world we live in. The alternative is that they are left behind, and as a nation we cannot afford for this to happen.

Through MTN Pulse, launched in 2019 as a lifestyle plan tailor-made for the youth, we are making impressive progress in empowering the youth to grow and succeed ABOUT MTN GROUP Launched in 1994, the MTN Group is a leading emerging markets operator with a clear vision to lead the delivery of a bold new digital world to our 240 million customers in 21 countries in Africa and the Middle East. We are inspired by our belief that everyone deserves the benefits of a modern connected life. The MTN Group is listed on the JSE Securities Exchange in South Africa under the share code “MTN”. We are pursuing our BRIGHT strategy with a major focus on growth in data, fintech and digital businesses.

Visit us at www.mtn.com or www.mtn.co.za

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Skills Development

Enriching young lives

through skills development Providing training for relevant skills and experience in the steel industry is one of the keys to addressing the industry’s skills shortage and high youth unemployment rate in South Africa.

According to Statistics South Africa’s recent Quarterly Labour Force Survey (QLFS), published on 1 June 2021, approximately 3.3 million (32, 4%) out of 10.2 million young people aged 15-24 years were not employed or trained. The overall NEET rate increased by 1.7 percentage points in Q1:2021 compared to Q1:2020 statistics. This depicted a further drop in the employment rate; as a result, the official unemployment rate has been persistently high over time with the youth being the most affected by unemployment.

Alfeco Group offers portable skills development courses

To remain an active role player in skills transfer and creation ventures, Alfeco Group’s ferrous metal’s division – Veer Steel Mills – inducted a select group of 171 learners for the 2021/22 portable skills development courses. This was done in partnership with two non-profit companies focused on skills transfer: Imisebenzi and Nhlanhla P.S Holdings as well as training authority body, MerSETA (Manufacturing, Engineering and Related Services Sector Education and Training Authority), which focusses on the metal sector.

Thabile Lukhele, Training Manager at Veer Steel Mills, says the training programme spanning three years in partnership with MerSETA, was established to allow work-related practical exposure and training opportunities to the unemployed youth in order to create employment.

“In order to take South Africa forward and make our country globally competitive within the metal sector, our youth require extensive skills training. The learners will be trained in administration, electrical, fitting & turning, mechanical, general engineering, metallurgy and production technology,” says Lukhele.

135 learners will be trained in production technology, eight will join the fitter apprenticeship programme, another eight will be a part of the turner apprenticeship programme and 20 individuals will join the mechanical engineering and metallurgy graduate programmes.

The learners will undergo various work-readiness programmes including internships, learnerships and apprenticeships at the Group’s Alrode plant in Alberton.

Some of these learners will be transferred to the Group’s Veer Aluminium plant in Olifantsfontein to complete their training.

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Skills Development

The learners will be trained in administration, electrical, fitting & turning, mechanical, general engineering, metallurgy and production technology.

Programmes create skilled employees who add value Lukhele added that participating in such programmes create skilled employees who add value to the group and provide a platform to become employable with the requisite skills and certification.

According to Lukhele, the new in-take could not have come at a better time as Youth Month was on the horizon in the country.

“In commemoration of youth month, we are doing our part in building the next generation of young, skilled workforce, as we are cognisant that investing in the youth is paramount to the growth of the steel industry, manufacturing and the country,” says Lukhele.

Mphou advised the new in-take of learners to be diligent and listen to their facilitators and read their notes regularly to find success.

Veer Steel Mills’ greater objective, in partnership with MerSETA, and training bodies such as the Resolution Circle of the University of Johannesburg, will develop future leaders in the steel industry who will have the capabilities, proper knowledge, requisite skillset and understanding of how to produce and provide the best steel in the sector globally.

In today's tough economic climate – while the focus is to impart skills – the company has ensured the students are well catered for financially.

Mpho Mphou successfully completed the 2020 production technology learnership programme. Upon completion he was absorbed into the production department under Pioneer Metals – the copper manufacturing division of Alfeco Group.

“Our learners will benefit by receiving a stipend over the next 12 months while enhancing their skills in the immediate working environment. This will ultimately enhance their career prospects,” says Lukhele.

“My supervisor Francesco Sanna has taught me almost everything about production. I now enjoy production and I aspire to teach other youth about the intricacies and joys of production,” says Mphou.

Lukhele further believes training staff to stay abreast of continuous technological advancements in the industry helps them maintain their business presence and adhere to best practice.

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Skills Development

Curiosity: A critical future fit skill for the evolved world of work Answers don’t change the world.

Questions do.

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Skills Development

Dr Eric Albertini of the Future Fit Academy unpacks ‘curiosity’ as one of the 15 ‘future fit skills’ that are critical to being relevant and competent, if not advanced, in the future of work.

We live in an ever-changing world of volatility, uncertainty, complexity and ambiguity, often referred to as a ‘VUCA’ world.

To stay relevant and add value in a VUCA world, you cannot rely on existing skills. Your propensity to ask questions, try new things and suspend judgement is what matters.

The ability to learn faster than others is another distinct competitive advantage, but while learning enables change, it is curiosity that underpins an intentional learning mindset.

Research by Dr Mathias Gruber at the University of California revealed that curiosity prepares the brain for learning and fortified long-term memory.

Simply put, curiosity is about wanting to know more about something or indeed, someone. Curiosity is about willingly embracing new experiences, unknown situations and different, varied environments. Indeed, it is the fundamental foundation for discovery.

Harvard Business School reports that cultivating curiosity throughout an organisation helps leaders and employees better adapt to uncertain and changing market conditions and external pressures. Curiosity allows for one to think more deeply and critically, without judging too quickly, and arrive at more creative solutions. For businesses, the benefits of an organisational culture that supports and encourages curiosity include:

• Fewer decision-making errors as a result of reduced confirmation bias. Confirmation bias occurs when one looks for information that supports one’s beliefs rather than for evidence suggesting that they are wrong.

• Increased innovation – when we are curious, we view tough situations more creatively and it makes us more observant of new ideas. This opens us up to new worlds and possibilities.

• Reduced group conflict – curiosity encourages members of a group to put themselves in one another’s shoes and to take an interest in the ideas of others rather than their own perspective. This allows groups to work together more effectively, conflicts are less heated and groups achieve better results.

• It encourages openness and transparency – curiosity encourages communication and hence better team performance. With increased curiosity, people are more willing to share information openly and tend to listen more carefully to understand the perspectives of other people.

• Curiosity brings excitement and optimism into life – the curious mind is always attracted to new things and ways of doing things. Instead of feeling bored, stagnant and 'empty', curious people live a more adventurous life and more readily explore the unknown and uncertain.

Interpersonal curiosity is also the key to building meaningful and lasting relationships. Recent research has found that high and consistent levels of curiosity correlate with mental wellbeing and life satisfaction. Curious people also seem less susceptible to depression. Curiosity may indeed be critical in managing one of the vagaries of the post COVID-19 pandemic – that of mental illness.

The good news – curiosity can be nurtured We are all born with an innate ability to be curious. Research shows that the average four-year old asks an astounding 200 to 300 questions a day. The bad news is that the average adult asks only around 20!

Seemingly, advancing age and a complacency that ‘we’ve seen it all’ dulls our natural curiosity. Robert Stokoe, director of the Jumeirah English-Speaking Schools in Dubai nailed it when he said “the creative adult is the curious child who survived”.

Why has curiosity been devalued in our society, and why this ten-fold decline in curiosity from childhood to adulthood?

At a business level, a Harvard Business School study revealed that: • Although 92% of workers credit curious people with bringing new ideas into teams and profess curiosity is a catalyst for job satisfaction, innovation and high performance, 70% state they face barriers to asking more questions while only 24% claim they feel curious in their jobs.

• C-level executives often shy away from encouraging curiosity because they believe the company would be harder to manage if employees were allowed to ask too many questions, challenge the status quo and explore their own interests. The pressure of meeting short-term business goals is another inhibitor to deployment of curiosity-driven initiatives which often have longer and more intangible outcomes.

However, the quashing of curiosity often begins way before entering the workplace. Research done by Susan Engel, a Senior Lecturer in Psychology and Founding Director of the Program in Teaching at Williams College, found that in our traditional schooling system, "sitting still, being quiet and not wasting time" are valued far more than fostering and allowing curiosity. This ‘sausage factory’ mentality still dominates in many educational environments.

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Skills Development

The 5 dimensions of curiosity The good news is that you can reignite and nurture your curiosity.

Dr Todd Kashdan of George Mason University refers to the five dimensions of curiosity:

1

Joyous exploration the prototype of curiosity, the recognition and desire to seek out new knowledge and information and the subsequent joy of learning and growing.

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Deprivation sensitivity has a distinct emotional tone, with anxiety and tension being more prominent than joy. It refers to the pondering of abstract or complex ideas, trying to solve problems and seeking to reduce gaps in knowledge.

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Stress tolerance this dimension is about the willingness to embrace the doubt, confusion, anxiety and other forms of distress that arise from exploring new, unexpected, complex, mysterious or obscure events.

Based on these 5 dimensions of curiosity, Dr Kashdan formulated four types of curious people: 1. The Fascinated – high on all dimensions of curiosity, particularly joyous exploration 2. Problem Solvers – high on deprivation sensitivity, medium on other dimensions 3. Empathisers – high on social curiosity, medium on other dimensions 4. Avoiders – low on all dimensions, particularly stress tolerance At a personal, individual level, Kashdan suggests that you can foster curiosity by: • Staying foolish. Don’t move too quickly from exploration to exploitation. Maintain a sense of humility and a teachable spirit.

• Asking the big why? Don’t focus on the WHAT of things, but rather the WHY – learn to ask probing, penetrating questions and learn to listen intently.

• ‘Thinkergrate’ – learn to think in an integrated way and use storytelling to re-write your story using the knowledge you have in an integrated way.

• Question your teaspoons – in other words use the 'transformative power of attention' to make interesting what is typically boring! Direct attention to the now!

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Social curiosity wanting to know what other people are thinking and doing by observing, talking or listening in to conversations.

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Thrill seeking the willingness to take physical, social and financial risks to acquire varied, complex, and intense experiences.

From a business perspective, employers can foster and encourage curiosity in its people by: • hiring for curiosity and modelling curiosity; • emphasising continuous learning and learning goals; • making room for mistakes and taking care not to stigmatise failure; • setting goals but allowing teams to achieve these goals based on their own ideas and talents; • empowering employees through ownership, encouraging and facilitating hobbies outside of work; and • embracing and creating cross-team/functional communication and idea-sharing.

Bruce Perry, an internationally recognised authority on brain development succinctly encapsulated why curiosity matters when he said: “Curiosity dimmed is a future denied.”

In the new world of work, curiosity is one of the most needed and employable skills in any industry, at every level. It is a rare skill that promotes growth and development. Reignite it!

To learn more about the 15 future fit skills, visit www.futurefitacademy.com

References Curious: The desire to know and why your future depends on it. Ian Leslie Found at: http://ian-leslie.com/curious/ [Accessed 3 May 2021] Futurelearn. Does our curiosity change as we age? Found at: https://www.futurelearn.com/info/courses/developing-curiosity/0/steps/154565 [Accessed 3 May 2021] The Business Case for Curiosity. Harvard Business Review (September – October 2018). Francesca Gino. Found at: https://hbr.org/2018/09/thebusiness-case-for-curiosity [Accessed 3 May 2021] What Are the Five Dimensions of Curiosity? Dr Todd Kashdan. Found at: https://toddkashdan.medium.com/what-are-the-five-dimensions-of-curiosity7de73684d53a [Accessed 3 May 2021]

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Student Life

One in five students struggle with mental health

– here’s how you can help

South African students’ lives changed in unprecedented ways when lockdown measures closed schools. Overnight, students had to embrace online learning, adjust to cancelled extra-curricular activities, and miss seeing their classmates, teachers, friends, or extended family. This drastic change to their routine and news about the growing global health crisis introduced a new uncertainty in the students’ alreadydisrupted lives.

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Student Life

The World Health Organization (WHO) reports that one in five students face a mental health issue, including anxiety and depression. Teachers, parents, and guardians need to offer students emotional support to look after their mental health.

They should also lookout for the tell-tale signs that may indicate a child is struggling with their mental health, which can present in students in different ways.

The Mayo Clinic says that a student may be struggling with their mental health if they present with one of the following: • Change in academic performance; • Struggling to focus on tasks; • Persistent sadness;

One task at a time – Often students push homework and assignments aside, especially if deadlines are a long way off.

Encourage them to tackle small tasks at a time and not leave homework to the last minute. Working ahead can relieve pressure and feelings of being overwhelmed and enhance positive emotions as they feel a sense of achievement.

Listen with an open mind – Many students find it difficult to open up about what they're going through. Let them know help is available and that you are there to listen, no matter how big or small they may be. Remind them as a family, you're all in it together. If they're still struggling to open up, find a counsellor or group where they feel comfortable to talk.

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"The past year has placed immense pressure on everyone, and especially students. Anxiety and burnout are common as students of all ages feel anxious about their family, friends, state of the country and their future. This can affect their overall wellbeing," says Byron Kölkenbeck-Ruh, a counsellor at St Martin's High School in the south of Johannesburg.

Teachers, parents, and guardians should be encouraged to support students and help them practice techniques to improve students’ emotional, psychological, and social well-being.

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• Mood swings and emotional outbursts; and • Avoiding social interactions.

Time to unplug – Social media can be a source of negativity, especially in the case of cyberbullying.

Encourage students to take a break from their devices and social media. Connecting with the real world and especially spending time in nature can relieve stress and anxiety.

Five ways to promote positive mental health with students

Create a positive environment – Students can find school challenging, especially if they're struggling emotionally or dealing with low self-esteem. Practice positive thinking and talking, and praise all their achievements. Encourage students that with practice, their hard work will pay off.

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Rest and relaxation – Schedule time for students to be social and have fun, focusing on something other than academics. Playtime can include socially distanced time with friends and family, playing board games, reading a book, or even trying a new craft.

Supporting students with their mental health starts by recognising when they’re struggling and implementing effective techniques to help.

"By helping students practice techniques that promote positive mental health, we can help them to cope with anxiety, focus on tasks and thus not overload themselves with additional work," Kölkenbeck-Ruh says.

Learning about mental health issues, offering support, and knowing techniques that can relieve stress and anxiety can help students succeed despite difficult challenges.

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Sustainability

Mobilising schools to improve our recycling rate Packa-Ching, an innovative community recycling collection initiative is on a mission to improve South Africa’s recycling rate by mobilising schools and their learners.

Started by Polyolefin Responsibility Organisation NPC (Polyco) in 2017, Packa-Ching mobile units are now operating in six areas across South Africa. Residents have so far been paid out over R2.5 million for the 3 million kg of used recyclable packaging that they have bought to Packa-Ching.

Building on this success, Packa-Ching aims to launch the Packa-Ching schools programme to educate learners about the value of recycling but needs sponsors to do so.

“Schools are the hearts of communities. The focus of the Packa-Ching schools programme is to educate

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learners about the importance of recycling in keeping our environment clean and to teach them that used packaging has value,” says Nicola Rowe, Brand Manager at Polyco. “By influencing a positive behaviour towards recycling at schools, we hope that learners take this lesson home and influence their family and community members to recycle their waste and earn money for it.”

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Sustainability

In six regions across SA

To date, Packa-Ching has been rolled out in six different regions across South Africa. The success of the project has resulted in more than 3 million kilograms of recyclable packaging waste having been collected and therefore diverted from landfill and kept out of the environment, and more than R2.5 million paid out to members of the public in exchange for their recyclables.

The Packa-Ching schools programme will educate learners about the importance of recycling, install recycling infrastructure into schools, and pay the schools for the recyclable material that the local Packa-Ching enterprise collects. Learners will celebrate each year’s achievements at an annual prize giving that recognises champion learners and teachers for their recycling efforts.

The Packa-Ching schools initiative was previously piloted in two schools and in just one month, more than 3 200kg of recyclable waste was collected and more than R3 600 paid to the two schools for this recyclable material.

“The biggest win of our schools pilot project was the commitment of learners, showing a clear excitement and motivation to recycle their waste,” says Rowe. “This is exactly what we need to improve South Africa’s recycling rate; young advocates for positive change.”

To reach the full potential of the Packa-Ching schools programme, Polyco is calling on brands to sponsor the programme. This sponsorship will influence South Africa’s behaviour towards waste and encourage more households to recycle.

“Accumulated waste, especially in underprivileged communities, continues to be a big social and environmental problem. It adversely affects the quality of life within communities,” says Megan Swart, Packa-Ching’s Operations Manager.

“With Packa-Ching our goal is for residents to see waste not as ‘litter’, but rather as money, offering a dignified opportunity to earn an extra income and keep their community clean as a result.

We are thrilled with our success to date and we look forward to rolling out the Packa-Ching schools programme to educate and inspire South Africa’s youth.” www.packaching.co.za www.polyco.co.za

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Technology

Educating our youth:

tech must be an enabler, not a barrier It’s clear how technology has been a saving grace for many learners during the COVID-19 pandemic in South Africa.

By Jackie Carroll, MD of Optimi Workplace Platforms such as Zoom, WhatsApp and others have been used to keep learning going. And despite the odds, there were many matric learners last year who still achieved a string of distinctions and entrance to university.

This is all encouraging, but the reality is that technology-led learning still has a long way to go in South Africa.

Expensive data a barrier

Despite mobile networks being under pressure for years to lower data costs, the reality is that for the majority of South Africans, the internet remains an expensive luxury.

When you consider that it can still cost R100 for just 1GB, this is a serious stumbling block.

The planned auctioning off of radio spectrum by the government is expected to help lower data prices over the long term.

But with that matter held up currently by court challenges, the high costs of data persist without any end in sight. This is a major barrier at a time when a lot of learning in our schools is still happening from homes.

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Technology

Network solutions

In a bid to tackle this problem, one solution for many years has been to zero-rate critical educational apps and websites in South Africa. Ideally, this should apply to both local and international educational content.

But this alone is a huge challenge and requires large-scale coordination. It can be done, but it requires commitment on many parts of our government, business and society at large.

By zero-rating selected e-learning websites and apps, such initiatives could also form part of mobile networks’ Corporate Social Investment (CSI) initiatives.

Reverse billing works successfully

Another network-based solution is the concept of reverse billing. This is where data can be used on a particular app or website, and the end-user is not directly charged for the data-usage. Instead, a sponsor pays for this data usage via the reverse bill.

This is something that can work successfully as we’ve experienced first-hand.

Tuta-Me, an offering from Optimi Workplace, has been an integral technology partner for the Kutlwanong & Investec Promaths programme.

Promaths provides extra tuition in mathematics and physical science to high school learners who show potential in these subjects.

Amid the COVID-19 outbreak, Promaths Online was introduced and key partnerships with network providers allowed the platform to be reverse-billed. In 2020, Promaths learners accounted for 7% of the country's distinctions. Not only

was Promaths successful in continuing its impactful work in a challenging year, but it did so online.

App focused solutions

Another aspect that can boost online learning during this period is for educational app developers to ensure that their offering is available as an offline download.

For millions of children in South Africa, they can access free WiFi zones — whether it be in a park or school — and then download relevant educational content that can be accessed at a later stage.

In addition, it’s also key for app developers to recognise the high mobile phone usage rate in South Africa — which hovers well above 100% of the population. Any online or offline educational content also needs to be developed with a mobilefirst approach.

For many South African children, a desktop computer or laptop would be out of reach. But the power of smartphones means that access to content can be democratised.

Human touch

Finally, to unearth the opportunities that technology presents in the education space, it’s important to recognise that the human element of teaching and learning remains crucial.

In this regard, tutors have become an important part of our education system, supplementing teachers outside of the traditional classroom hours.

It takes a village to educate a child and this is even more true in our digital age. If we can start to pay more attention to technology’s role in learning, we can steadily start to play a greater role in uplifting larger parts of our society.

About Optimi

Optimi Workplace forms part of the Optimi Group. The Optimi Group provides accessible learning solutions that support every step of your learning journey. Optimi provides offerings in four divisions: Home, Workplace, Classroom and College. Together, these divisions support more than 200 000 learners every year.

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Jackie Carroll, MD of Optimi Workplace

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Upskilling

Upskilling

the informal sector to drive job creation South Africa’s biggest challenge is unemployment. While this has always been high, the COVID-19 lockdown has exacerbated unemployment and today, over 11 million people are out of work.

Rajan Naidoo, Managing Director of EduPower Skills Academy, believes this situation can be reversed by leveraging existing industries to create employment and entrepreneurial growth.

“There are a multitude of traders and vendors who operate on the margins of our economy. They lack skills and wide market recognition but if we provide training, access to finance and grants, and the resources to help these small businesses grow, they have massive potential to create jobs,” Rajan explains.

Developing the informal economy begins with a two-step process He says that developing the informal economy begins with a two-step process.

“These SMEs need to be formalised through business registration as this will provide better recognition within industry supply chains and open up procurement pathways,” Rajan explains. “Step two is to provide skills development, building industry-specific knowledge and business acumen.”

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Construction

Due to the huge housing shortfall, there is scope for a potential boom in our construction sector. While projects need high-level skills such as engineers, surveyors, and architects, they also require vocational skills from plumbers, painters, electricians, bricklayers, and many more.

These skills are readily available: if you go to any hardware store, there are queues of people offering their services, but they lack formal skills and business recognition, so they continue to eke out a living.

Learnerships or short courses combined with formalised business support would make a world of difference to these would-be professional artisans. They can work and earn an income while upgrading their skills and in turn, become entrepreneurs and employ others.

To illustrate how employment can take place, Rajan explores the opportunities for development in four sectors:

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Upskilling

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Business Processing Services

For years, South Africa has been internationally competitive in the Business Processing Services (Call Centre) industry. Running both foreign and local campaigns, it’s an entry-level job creator where a Grade 12, a learnership and good communication skills set individuals up for success, with strong career prospects.

Growth and employment potential in this sector are still on the rise but we need to encourage more black ownership. Since most corporates use call centres – either insourced or outsourced – they have the opportunity to use their B-BBEE obligations to support smaller black-owned call centres with outsourced work using an integrated B-BBEE solution combining Skills, Enterprise, Supplier and Socio-Economic Development.

Micro Retail Sector

The micro-retail sector (SPAZA) has been trading for decades and it remains a viable source of job creation and entrepreneurship. This sector however requires investment and skills to organise, formalise and develop.

Skills development for consumer retail, stock control, marketing, and business knowledge can be taught through learnerships while the business is operational, and the learner earns while they learn. Large consumer goods suppliers have the opportunity via their B-BBEE scorecards to invest in these distribution channels by funding skills and entrepreneurial development. And this is not an act of charity but rather a way of improving their access to the consumer market whilst building social capital.

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Mobile Food Production

Mobile food production caters for several markets including township, commercial and industrial sectors and it’s an excellent entrepreneurship vehicle. To encourage this, vocational skills in food production, food hygiene, inventory management, and small business skills would provide a boost for operators and learnerships can be completed without business disruption. Through their B-BBEE mechanisms, food manufacturers and suppliers can drive this development, building relationships that will ultimately also promote their products.

Rajan points out that these sectors are a few examples where jobs can be created through vocational skills, industries that have been crying out for formalisation so they are able to access finances, resources, skills, and collective negotiating power.

“Many corporates have established links to development sectors; they should hone their B-BBEE strategy through skills, enterprise, supplier and socio-economic development to continue building these mutually beneficial relationships. Many more projects are needed to drive the exponential growth that will alleviate the national unemployment crisis.”

Rajan Naidoo, Managing Director of EduPower Skills Academy

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Opinion

Is drinking responsibly a challenge to tackle with SA’s youngsters?

By Rhys Evans, Director at Alco-Safe

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Opinion

Youth Day on June 1 was also a time to reflect on the challenges and issues faced by today’s youth.

One such issue is excessive alcohol consumption, which South Africa is well known for and our drinking culture and youth are no strangers to overindulgence.

The challenge with this is that excessive drinking can lead to dependency and impact negatively on our youth’s family lives, relationships and even work. For safety reasons, employers need to ensure that younger employees are not arriving at work still intoxicated from the night before, especially where operating heavy machinery as this could lead to an accident. This raises another challenge: how do we ensure that our youth is drinking responsibly?

What is the problem?

Numerous alcohol prohibitions by the government during the COVID-19 lockdown have shown that South Africa has an extremely problematic relationship with alcohol. Alcohol is the primary substance of abuse in the country, as between 7.5% and 31.5% of South Africans already have a drinking problem or are at risk of developing one.

Alcohol imposes an enormous toll on South African society through associated economic, social and health costs – the burden of disease for alcohol is estimated at 10%-12% of our gross domestic product. There is an undeniable link between substance abuse and social disadvantage, which includes low educational attainment and increased difficulty in finding and holding a job, along with financial instability and poverty.

It is a vicious cycle, because socio-economic factors such as poverty, inequality and unemployment are key indicators for the increased use of substances and the development of dependence disorders. While the age restriction for alcohol purchase and consumption is 18, there are no proper measures to ensure adherence and unregulated outlets operate where there is a demand, which means that underage drinking is a massive problem too.

The problem doesn’t end at 18, however, and the definition of youth extends to the age of 35, which means it’s quite a large portion of our population under discussion and at risk of alcohol-related hardships.

The burden of disease will continue to escalate if there is no action taken against the underage drinking, especially in respect of those unlicensed liquor outlets that meet their demand.

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Opinion

A mindset shift is required for all generations

While there is a section of the younger generation that is moving toward a healthier, more sober-curious lifestyle, a large portion of the population is still in the mindset where excessive consumption is acceptable, sometimes even humorous. There is an increased level of responsible decision making in this younger generation, and many make use of driver services like Uber instead of getting behind the wheel after a few beers.

While this is progress, it’s not enough. The burden of disease will continue to escalate if there is no action taken against the underage drinking, especially in respect of those unlicensed liquor outlets that meet their demand.

Change starts with awareness

Education is key in preventing underage drinking and reducing excessive consumption of alcohol by the youth.

This is especially important, because there are many misconceptions that need to be corrected. Most people think that binge or excessive consumption means drinking to the point of black-out, but the reality is that the required quantities are much lower than that.

In the US, binge drinking is defined by sustained or heavy drinking. Roughly speaking, this is four drinks for women and five drinks for men in a two-hour period of time. In addition, binge drinking is defined by the Substance Abuse and Mental Health Services Administration (SAMHSA) as drinking five or more alcoholic drinks on the same occasion at least once in 30 days, while heavy drinking is consuming five or more drinks in one sitting, over five different days in a 30-day period.

Rhys Evans, Director at Alco-Safe

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Education is a shared responsibility

While more attention needs to be paid to the problem of alcohol dependence starting at a secondary school level, educating the youth on the dangers of alcohol is not solely the responsibility of parents and educators.

Alcohol manufacturers and retailers should be made to display prominent warning labels on their products about the dangers of excessive consumption and educate as to what excessive consumption is.

In Australia, alcohol units refer to a specific volume of alcohol by percentage, and manufacturers are obliged to display serving sizes on their products. So, for example, a man-sized can of beer would be 1.5 units of alcohol.

Another misconception that needs to be clarified is how the liver processes and breaks down alcohol in the body.

While most people think that stopping drinking at 10pm means that one will be fine for work in the morning, the truth is that the liver can only process approximately one unit of alcohol every hour. This means that a person who consumes a six-pack of man-sized beers will require at least nine hours recovering.

Alcohol and the workplace

Excessive alcohol consumption for the younger generation can have a negative impact on their work and the risk of being involved in a workplace accident is higher when alcohol is involved, even if it’s from the night before.

The Occupational Health and Safety Act mandates that all employers must provide a safe working environment, which includes not allowing an intoxicated person to enter the workplace. This requires businesses to have a clear policy on alcohol in their workplace and could necessitate the compulsory testing of workers by means of a breathalyzer before entry to the workplace is permitted.

In addition to a clear policy on alcohol and testing procedures, it’s also important for companies to educate their workers on quantifying excessive consumption as well as the dangers associated with binge drinking. Providing a safe space for young workers to come forward and seek help with their alcohol consumption could negate it before it becomes a dependency.

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Upskilling

Artisan roles provide viable

work opportunities for SA’s youth South Africa’s young people are still struggling in the South African labour market, with 46.3% young people aged 15 – 34 years without work. It is therefore vital for viable employment opportunities to be communicated to the country’s youth to help minimise their plight.

According to the Quarterly Labour Force Survey (QLFS) of the first quarter of 2021, young people are struggling in the South African labour market. The official unemployment rate was 32.6%. This rate was 46.3% among young people aged 15 – 34 years, implying that almost one in every two young people in the labour force did not have a job in the first quarter of 2021. About a quarter (24.4%) of the youth have jobs and 45.3% of them participate in the labour market.

Within the youth, those aged 15–24 years are more vulnerable in the labour market with an unemployment rate of over 63%, an absorption rate of about 7.6% and a labour force participation rate of 20.6%.

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Upskilling

Steps youth can take to upskill themselves Letitia van Rensburg, Training Officer at the Master Builders’ Association Western Cape (MBAWC), says that a viable option for youth in South Africa to consider is a career as an artisan in the construction industry.

“Artisans, by definition, are people who work with their hands and as their skills are generally multi-faceted, they are sought after in a wide range of industries,” she says.

“Despite technological advancements brought about by the Fourth Industrial Revolution, which has resulted in an evolving job landscape, these skills remain essential as there is always a need for people who work with their hands,” she adds.

Van Rensburg points out that worryingly, most skilled artisans in South Africa are older than 40.

On a positive note, though, this presents an opportunity for younger people to acquire these skills and enter the workplace.

“There is a gap in the market for young people to pursue artisan careers such as carpenters, electricians, plumbers and mechanics to address the dearth of competent people required to perform these jobs to maintain and upgrade the country’s infrastructure.”

To assist the youth in taking advantage of these opportunities, Van Rensburg outlines various steps they can take to upskill themselves.

Enrol in training: “Look for ways to improve yourself through free training courses, which are available on online platforms such as Udemy and YouTube. There are also various educational and training programmes, as well as apprenticeships, offered by organisations such as the MBAWC,” notes van Rensburg.

For those young people who have not been able to complete their formal academic training, entry-level requirements to study a trade such as carpentry requires numeracy and literacy at a Grade 9 level.

“Importantly, candidates need to display a willingness to work with their hands and to do physical labour. They should have a passion for the built environment and be prepared to work outdoors, sometimes in adverse weather conditions, as well as be comfortable working at heights,” adds Van Rensburg.

In supporting the development of the industry, MBAWC also provides annual bursaries for tuition for young people engaged in tertiary studies in the various built-environment disciplines.

Work with a mentor: She notes that there are industry experts who are keen to impart their skills and knowledge to youth.

“Young people just need to reach out to experts to find out if they will be willing to become mentors. Mentees will then be able to gain first-hand practical experience under their guidance.”

Seek opportunities: “Once you have completed some training or worked with a mentor, be on the lookout for items that may need repair and offer to fix them, even if there is no compensation,” says Van Rensburg. “This is how you build resilience, remain agile and above all, this is how you will aid your own growth.”

“Having been instrumental in supporting the building industry for many years, we at the MBAWC feel that it is crucial to highlight these opportunities and urge the youth to take advantage of them in order to improve their livelihoods whilst working in a rewarding profession,” she explains.

Letitia van Rensburg, Training Officer at the Master Builders’ Association Western Cape (MBAWC)

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Van Rensburg concludes by advising young people looking for jobs to focus on what they want to achieve and take advantage of the opportunities they come across. “Young people who are persistent and clearly driven to succeed will find that there are people and organisations that are willing to help them build a future for themselves.”

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Working Online

A millennial’s view of the working

world

There is a lot of research about the varied needs and world views of different generations. In this article, a working millennial discusses how work looks through his eyes and what has changed in comparison to how his parents did it.

By Thandazani Ngwenya, Client Executive at 21st Century The age of instant gratification I am in month three of the world of work, in my first job and an excited employee. As a millennial, flexibility, accessibility, ease and instant gratification are part of our ‘genetic make-up’.

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The very first work experience Technology and its advancements are very familiar to me. Growing up in the digital age meant that a large portion of my relationships, both personal and professional, were established online. My career, in terms of how I positioned myself, was conducted on a virtual basis; for instance, via LinkedIn, and unlike my parents’ era, I was not confined to physically having to deliver my CV. My job search was made easier by access to technology.

This is an element that I have come to associate with my current world of work, where seeking and starting work during the global pandemic meant that

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relationships were established on a virtual basis. I met the majority of my colleagues via platforms like Zoom and Microsoft teams. The relationships were not difficult to establish or maintain. In fact, I believe these circumstances made people more accessible at all levels of the organisation, including management.

Being raised in the digital age has made me accustomed to a life that is characterised by access, increased usability, and to a degree, instant gratification. These are characteristics and expectations I have brought to my workspace.

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Working Online

How it's different I grew up observing not only my parents but extended family and their friends, donning three-piece suits for interviews, having to physically submit CVs to HR representatives and attending activities such as interviews and onboarding/ orientation in person.

Transitioning from university into the real world with that as the basis for how I have come to see the working world was quickly displaced by technological advancements and the COVID-19 pandemic. For starters, my interview was conducted virtually, and I had attended a funeral on the same day, which prompted me to conduct my interview from a car in a different province than that of my prospective place of employment.

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This scenario embodies my attributes as a millennial. It was convenient, easy (not bound to the traditional brick and mortar confines) and allowed for flexibility.

When I got the job, my orientation into the organisation followed

a similarly flexible path. It was conducted both virtually and in person. And because of the remote element, I had the opportunity to form relationships with some of my colleagues that I would not have ordinarily had access to.

The hierarchical divide I expected was not the same as how previous generations described it. The channels of access were opened immensely, with immediate access to executives and management.

My outputs were within my control, as if I had become the CEO of my own enterprise, motivated to produce work and achieve optimal results, not because of constant supervision but because I was driven. For me, I believe this is an important responsibility when flexibility and an excess in freedom is introduced.

I have come to understand the culture of my new company, and see that it is likely I would have experienced a nonhierarchical entity in any event. But I have been impressed at the adaptability and strength of relationships and culture, particularly at this early stage of my employment.

As days roll into nights, into weeks, months, years… we are prone to changes at the core of our existence as humans, having to adapt as life evolves. Society at large is not immune to this evolution and the world of work is vastly different from the way it was introduced to me from a spectator’s point of view.

What does it all mean?

Flexibility in today’s world of work for me is indicative of an ability to structure my life in the way that I see fit. For instance, I have been able to dabble in online courses in between my breaks, learning new skills on YouTube or just spending time reading a book.

A flexible work structure takes away the notion of surveillance, and with that, an ability to accurately measure productivity in its traditional sense. As a millennial, I feel like a CEO of my own job, where flexibility has given me the ability to take responsibility and become the ‘boss’ of myself. My pay is influenced by everything I do every day; my job satisfaction is up to me; my learning and development is in my own hands.

Accessibility as an element of my ‘genetic make-up’ is experienced in the way that the communication lines between myself, my superiors and my colleagues have opened up, replacing the hierarchy I expected with a harmonious openness and access to other team members.

Thandazani Ngwenya, Client Executive at 21st Century

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Youth Development

Masslift celebrates

focus on youth development The upskilling and development of South Africa’s youth is critical to ensuring economic growth and a prosperous future for the next generation. Masslift Africa is making an impact on unemployment by providing employment opportunities, skills development, and mentorship to the forklift industry’s next generation of professionals and artisans. In doing so, the firm has fostered a high level of talent retention – as evidenced by the feedback received from their younger employees.

Alongside this artisanal training, finance, sales, administrative and customer service training opportunities and mentorship are also provided to ensure that development is offered in all areas of the business.

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Youth Development

With the ever-increasing numbers in unemployment and the further shortage of trade specialists in South Africa, Masslift Africa has made investing in youth upskilling a key focus of its business strategy.

“Without a doubt, companies like Masslift Africa need to invest in our youth and pave the way for the next generation of highly skilled specialists,” says Shaun Collins, Chief Operations Officer at Masslift.

“We look at ourselves as a ‘young’ business. I was 28 when I was appointed as Sales Director and 38 when I was appointed as CEO. Our CFO was 33 when she was appointed into the position. The average age of our employees is 37, and the youngest is 23. Our youngest manager is 29. This makes us the custodians of the future careers that these individuals will have, and we take it very seriously. Growth is a central pillar of the Masslift organisational culture,” says Masslift Chief Executive Officer, Marco Caverni.

Growth is a central pillar of Masslift

This sentiment is shared by 24-year-old Marketing Coordinator, Palesa Matereke.

“Often youth are faced with the challenge of finding an organisation that believes in potential and is willing to invest time and resources to grow that potential, however, Masslift provides that platform. Masslift uplifts me by presenting an opportunity for growth, learning, and becoming a better individual, both personally and professionally. In doing so, I am constantly uplifted by the organisation to become better, stand strong, gain knowledge, and succeed in carrying out the duties of my work title.”

Masslift has fostered a culture that attracts millennials and Gen Z’s and incorporates inclusion, diversity and technical innovation with a strong focus on skills development and opportunities for growth.

“The youth of today want to see change and they want to be a part of something special. We are also flexible and always ready to implement change rather than stay stuck in the ‘old ways’ which is something the younger employees can be excited about. We recognise the fact that their tech savviness is an asset, and we encourage them to drive change and innovation.

We have actually implemented a lot of innovative ideas that have been brought forward by young employees which have proven to be very effective,” Collins elaborates.

Creating a solid foundation on which to build their careers

This approach has a tangible and lifelong effect on some of the young employees who have been supported to create a solid foundation on which to build their careers.

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“Masslift has offered and continues to offer me chances to learn and grow my skills. In my role as a junior accountant, I am exposed to the processes that lead to the preparation of the financial statements of the company which means I am able to put into practice the theoretical knowledge I acquired in my studies. The support and upliftment have not ended there. I have chosen to continue my studies and the company, and the management team have supported me in these both financially and with flexible working hours,” says Simphiwe Makhathini, aged 24.

Dedicated training centre

To drive and support the company’s skills development plan, Masslift opened their own dedicated training centre in 2018.

Dubbed the ‘Theatre of Dreams’, this facility is used for all training mediums to support, upskill, and qualify employees at all skills and educational levels from novice apprentices through to advanced qualified technicians.

The Masslift apprenticeship programme runs for a maximum of four years and includes practical and theoretical components offered in designated trades to achieve artisan status.

The programme provides relevant workplace exposure to apprentices and affords them the opportunity to learn how to inspect, repair and maintain engines. The training is broken up into four phases and includes 80 practical weeks for on-the-job training and a two-day practical test allowing the apprentices to formally qualify. The minimum entry requirement is a Grade 10 or N1 with trade theory.

Alongside this artisanal training, finance, sales, administrative and customer service training opportunities and mentorship are also provided to ensure that development is offered in all areas of the business.

“As employees navigate through our various training methods, we make certain that they are also kept up to date with latest technical developments so that they can be ahead of the game and always provide a high level of service excellence to our customers,” Collins explains.

Collins goes on to say that retaining qualified technical specialists is a challenge and that Masslift, like other companies, faces the risk of losing employees to local and even international competitors.

“In support of employee retention, we believe that our culture has roots and once this in imbedded in you, you generally find it very hard to leave, no matter what the circumstances. In addition to this, we provide our employees with valued benefits that give security and peace of mind in both the short and long term. Apprentices who have qualified are automatically promoted to either a field or workshop service technician in the month following their graduation.”

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Youth Development

Also focus on developing 'soft' skills Through mentorship, the management team also focuses on developing soft skills and nurturing young employees to help them mature in their roles.

“I have gained a lot of emotional intelligence, especially after participating in the VUCA programme that Masslift sponsored me for. I always struggled to be able to share my opinion or ideas in a crowd, but not anymore. I have become a very confident woman. I trust my opinions and Ideas,” explains 25-year-old Workshop Administrator, Munshya Phiri.

“Of course, we want to develop all our staff, but we recognise the importance of developing our youth. We believe in the youth of South Africa, and we want them to reach their

full potential. This is why we have dedicated ourselves to ensuring that our staff can improve their abilities to allow them to dream. I hope all companies take this to heart. I am a big believer in the fact that there is no substitute for hard work and that dreams are only achievable through dedication, but it is up to us to provide the environment in which this dedication can bear fruit,” Caverni asserts.

Regional Service Controller, Amber Sittert (24) concludes with an insightful take on what it is like to grow as a junior at Masslift.

“When I started at Masslift I was only 21 years old, but I can proudly say today that I am surrounded by a team that doesn’t only encourage my work growth but my self-growth as well.

"Masslift provides us with different opportunities to express ourselves and the people that we are. What I enjoy most about my team is that we are all a bunch of unique individuals, but we complement each other nicely, and if it weren’t for my team and our inspiring managers, none of us would be able to grow in this work force, and it’s definitely a force to be reckoned with.

"Working for Masslift is so rewarding.

We always feel that we are seen and heard, and they never leave growth unnoticed.” www.mitsubishiforklifts.co.za

Masslift apprentice

group

About Masslift Africa: Masslift Africa is the sole distributor of Mitsubishi forklifts in Southern Africa. Masslift provides short-term forklift rentals and sales of both new and used forklifts across Sub Saharan Africa. Masslift is renowned both for exceptional customer service and its varied product offering. They provide their clients with an innovative mobile app that drives swift turnaround time on all services. Masslift is B-BBEE Level 2 Contributor with 71% Black Ownership allowing our customers to claim 250% procurement spend. Masslift has always strived to demonstrate how a South African company can play an integral part in the growth and development of South Africa’s economy and people.

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Shaun Collins, Chief Operations Officer at Masslift

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Applied Strategic Marketing, Fifth Edition Applied Strategic Marketing fifth edition discusses the strategic role of marketing management in organisations. The focus is on how managers choose and manage the markets they serve, how they handle competition and what strategies they devise in order to build brand value and customer relationships in the dynamic marketing environment of present-day South Africa.

This book guides the reader through the different phases of the strategic planning process and provides a framework for designing and implementing a marketing plan.

Personal Selling: Fresh Perspective, First Edition This first edition of Personal Selling: Fresh Perspectives is aimed at first-year students studying towards Diplomas in Marketing and Retailing at higher education institutions in South Africa. This book is also relevant for students studying towards other business-related qualifications such as the Diploma in Management, the Certificate in Sales Management, the Certificate in Marketing Communications Practice and the Diploma in Business Studies.

Written by South African authors at South African higher education institutions, Personal Selling: Fresh Perspectives, discusses the fundamentals of sales in South Africa.

Curriculum, Pedagogy and Assessment: A Handbook on Early Childhood Education in South Africa This is a scholarly text depicting a robust presentation of the tenets of Africanisation of education in South Africa. It introduces the conceptualisation of the ‘thinking teacher’. This enables teacher agency for a transformative future that is reflective of democratic South Africa. This book aims to foster knowledge and understanding of curriculum, pedagogy and assessment relevant to local and international readers interested in Early Childhood Education.

Commercial Law - Fresh Perspectives, Third Edition Now in its third edition, Commercial Law – Fresh Perspectives offers non-law students an ideal introduction to Commercial Law as it is taught in South African tertiary institutions. In a lively blend of theory and practice, and it provides students with comprehensive coverage of Commercial Law as required by the South African Institute of Chartered Accountants.

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