International Women's Day 2022 Edition

8 March 2022

businessmediamags.co.za

COLLEEN LARSEN CHARMAINE MABUZA

NDONI MCUNU

PORTIA MORUDI

NICOLE SYKES

#BreakTheBias Moving beyond the conversation to action

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ITHUBA CONTINUES TO REINVIGORATE THE NATIONAL LOTTERY THROUGH ITS CEO, CHARMAINE MABUZA Millions of South Africans have had their dreams realised and their lives changed thanks to the South African National Lottery. Not only has it given ordinary South Africans a chance to make their hopes and dreams come true; while living up to its promise to reinvigorate the National Lottery.

Throughout ITHUBA’s tenure, South Africa has seen record-breaking jackpots, such as the biggest PowerBall jackpot ever of over R232 Million paid out in February 2019 and the second biggest jackpot of over R167 Million paid out in February 2022.

ITHUBA’s mandate is to operate the National Lottery in a manner that raises funds that are used towards the betterment of the socio-economic status of all South Africans.

ITHUBA has introduced more new games than any other operator in the history of the South African National Lottery, namely: LOTTO PLUS 2, PowerBall PLUS, DAILY LOTTO, RAFFLE, four new SPORTSTAKE games (SPORTSTAKE 8, SPORTSTAKE 4, SPORTSTAKE RUGBY, and SPORTSTAKE CRICKET) and the instant EAZiWIN games (inspired by indigenous games; Morabaraba, Fafi Fortune and Popa Feela PLUS). These additions have been welcomed by players as the PLUS games have enjoyed a consistent 92% player participation.

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Innovation is at the heart of the day to day operations of the National Lottery and being the first operator to fully embrace technology and digitise the National Lottery’s offering.

IS THE PROUD OPERATOR OF THE NATIONAL LOTTERY ™

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In 2018, the first ever National Lottery Mobile APP was launched, bringing modern-day convenience to players and ITHUBA went on to be the first operator in the world to partner with the four major banks in the country, setting the benchmark for Lotteries across the continent and enabling players to buy their tickets from third party platforms.

Each year, we celebrate women during the month of August in South Africa, however Mabuza focuses on ensuring that ITHUBA’s CSI projects are aimed at giving women long-term sustainability. Mabuza is particularly interested in working with and nurturing the entrepreneurial spirit of young women. In addition, she has transformed ITHUBA’s executive team that is made up of over 60 percent women into gaming specialists which is remarkable, given that globally women account for only 20 percent of gaming industry executives.

Mabuza is driven to action by the challenges of our society and uses her expertise and business acumen to meet those challenges

EDI T ORI A L COMMEN T

WHEN WILL GENDER EQUALITY BECOME A REALITY? diversity isn’t just a catchphrase), and politically (where charters are no longer needed), become our reality?

In South Africa, where our political freedom was so hard fought for and fi nally won, why are we still struggling to create the balanced reality we all deserve?

In this issue of International Women’s Day, we feature the small and big wins of resilient women who have had enough of the patriarchy and lip service we still seem to pay to gender equality. These women share with us how the fi ght needs to be taken from the gardens of the Union Building to every home, boardroom and social and economic space where we fi nd ourselves. We must begin to actualise the reality we deserve.

Raina Julies

Profile Charmaine Mabuza, Ithuba CEO, does not mind being referred to as the first black woman to own and run a lottery, but feels it is more important that she should not be the last.

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Breaking stereotypes Two women share how they’ve actualised their own gender-balanced spaces within an imbalanced workplace.

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Climate change advocacy Women’s voices within this area of influence are critical. We find out why.

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Diversity How women are turning conversations around diversity in the workplace into tangible programmes and success.

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The Women’s Charter Freedoms hard fought for and the challenges still on the cards today.

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Entrepreneurship Ensuring equal access to funding and resources for women-owned businesses is critical.

PRODUCTION Production Editor: Shamiela Brenner Advertising Co-ordinator: Johan Labuschagne Subscriptions and Distribution: Fatima Dramat, fatimad@picasso.co.za Printer: CTP Printers, Cape Town

Copyright: Picasso Headline. No portion of this magazine may be reproduced in any form without written consent of the publisher. The publisher is not responsible for unsolicited material. International Women’s Day is published by Picasso Headline. The opinions expressed are not necessarily those of Picasso Headline. All advertisements/advertorials have been paid for and therefore do not carry any endorsement by the publisher.

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DESIGN Head of Design: Jayne Macé-Ferguson Designer: Bulelwa Sotashe Cover Images: Supplied

MANAGEMENT Management Accountant: Deidre Musha Business Manager: Lodewyk van der Walt General Manager, Magazines: Jocelyne Bayer

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EDITORIAL Content Manager: Raina Julies rainaj@picasso.co.za Contributors: Ryland Fisher, Caryn Gootkin, Denise Mhlanga, Tiisetso Tlelima, Lisa Witepski Copy Editor: Brenda Bryden Content Co-ordinator: Vanessa Payne Digital Editor: Stacey Visser vissers@businessmediamags.co.za

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ON THE COVER: Top row from left: Charmaine Mabuza, Colleen Larsen Bottom from left: Portia Morudi, Nicole Sykes, Ndoni Mcunu

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he theme for this year’s International Women’s Day celebrated on 8 March globally, is #BreakTheBias. The organisers of this year’s celebration asks us to imagine a gender-equal world. A world free of bias, stereotypes and discrimination. A world that is diverse, equitable, and inclusive. A world where difference is valued and celebrated. Then it goes on to say: Together we can forge women’s equality. Collectively we can all #BreakTheBias.

In 1956, a group of very brave women descended on our Union Building to peacefully demand these equal rights. So, it seems ludicrous to me that, nearly 65 years later, we’re still living in a world where we have to imagine these equal rights.

When will women’s rights in the home (free of violence), in the boardroom (where

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BREAKING

THE BIAS RYLAND FISHER talks to ITHUBA CEO Charmaine Mabuza about transforming the gaming sector

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THUBA is the licensed national lottery operator contracted for a renewable period of eight years by the National Lotteries Commission (NLC), the national regulator for lotteries and sports pools. ITHUBA has been running the lottery since 2015.

“That I was the first black woman to own or run a lottery is a legacy of our past. What is important to me is that I should not be the last black woman to reach such a position.

Gender equality in business is not just some add-on extra, it is essential. Keeping women down is bad for the economy and the future of our children. This is why I am such a highly motivated advocate of transformation and gender equity.

“But everything must start at home and you need to lead by example.

At Zamani Holdings (ITHUBA’s holding company) and in all our subsidiaries, we insist on implementing women empowerment programmes that are impactful and measurable.

If South Africa is to thrive economically, deliberate policies need to be put in place to support the economic participation of women.

ITHUBA is leading by example – we have more than 60 per cent women on our executive.” She adds that ITHUBA also has projects that actively work to empower women entrepreneurs.

“Progress is being made, but it’s slow. One of the neglected areas lies in working with boys and young men to get them to understand that oppression of females is not equal to masculinity. Teenage boys are still forming their identities, so it’s

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a good time to demonstrate to them that oppression of girls does not make them strong men, in fact, the opposite. Because of the way most girls in our society have been groomed, there is still a long way to go to build up confi dence, but they need to see more female role models at every level. At ITHUBA, we have strong female role models within our supplier base and at all levels within the business.”

PRIORITISE TRANSFORMATION AND ACT Mabuza says that government needs to act tougher against transgressors of its gender equity policies to promote women, especially black women, in corporates.

“The South African government has labour policies that talk to gender equity in the workplace and equal pay for all, but many companies simply ignore these policies. To break the glass ceiling, the government must fi nd the political will to penalise those not making progress in meeting the set targets.

“I HAVE ALWAYS BEEN SURE THAT I HAVE AS MUCH RIGHT AS ANY OTHER PERSON, INCLUDING ANY MAN, TO FULFIL MY DREAMS OF SUCCESS.”

Charmaine Mabuza

“Having said that, we in the corporate world cannot leave it all up to the government. Companies must believe that they must transform themselves and understand that in the long term this will benefi t their bottom line as well as the whole of society.

“As the first female CEO in Africa’s gaming sector, I made it a priority to transform the gender profile of the sector. That ITHUBA has a majority of women on its executive speaks for itself. At ITHUBA, we make sure that everyone is heard; by listening to all voices – the soft and the loud ones – you get a balanced perspective. We make a special effort to encourage and support the professional progress of women.”

A SUCCESSFUL BUSINESSWOMAN AND STRONG LEADER Mabuza says her first role model was her mother.

“Through sheer hard work and determination, she worked her way up from being an informal trader to becoming a multifaceted entrepreneur who owned a butchery, a supermarket, retail stores and a petrol station.

“She taught me very quickly to

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PROF IL E: CH A RM A INE M A BUZ A

ITHUBA Bursary Programme.

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multitask, but no matter how much there was to do, she never let her standards slip – everything had to be done with full attention and based on sound accounting practices. It’s hard to describe what you learn by working with a highly motivated person of that level of integrity because most of it lies in their inner certitude and how confidently they do things.

“After working with my mother, I obtained a qualification in administration and business studies. This gave me access to some managerial positions, including a director position at Wiphold (Women Investment Portfolio Holdings).

“My partner, Advocate Eric Mabuza, and I then went on to establish Empilweni Payout Services, a social grant distributor that operated in Mpumalanga from 2002, where I was CEO for some years. Then in 2008, we launched Zamani Holdings, a group of six independent companies, namely Zamani Capital, Zamani Marketing and Management, Zamani Bets, Paytronix and ITHUBA Holdings.

“As a woman in a tough business context I’ve come up against a lot of prejudice, but I have always been sure that I have as much right as any other person, including any man, to fulfil my dreams of success.”

Mabuza says the “many strong women who have made sacrifices to get us where we are in South Africa today” inspire her.

“While I hope one day that it won’t be necessary to single out women as a separate category, we are not there yet. I am grateful for the recognition I’ve had in the past few years for my contribution as a woman leader.”

EDUCATION IS KEY “For me, education has always been the passport to the future. It is the key that unlocks doors, irrespective of your background. It is rewarding to see our bursary beneficiaries not only getting their academic qualifications and accolades, but also giving back to their communities. The ITHUBA Bursary Programme is comprehensive, covering everything a student needs to reach their potential. Nothing has to be paid back, but we do encourage our graduates to involve themselves in their communities so that others can benefit from their success. The spirit of giving will provide a sustainable livelihood for generations to come.

The ITHUBA Bursary Programme is proud to have funded hundreds of tertiary education

“GENDER EQUALITY IN BUSINESS IS NOT JUST SOME ADD-ON EXTRA, IT IS ESSENTIAL. KEEPING WOMEN DOWN IS BAD FOR THE ECONOMY AND THE FUTURE OF OUR CHILDREN.”

beneficiaries who are supported with tuition fees, accomodation, a student allowance, a laptop, counselling, and networking opportunities. Many of our graduates are now successful professionals within their chosen field. This year we are awarding bursaries to students wanting to follow careers in the commerce and IT arena – skills that are urgently needed in this country.”

As they enter the seventh year of their eight-year contract with the NLC, Mabuza says they intend to take ITHUBA’s expertise beyond South Africa’s borders.

“ITHUBA is by far the best lottery operator in Africa, and we are among the top five globally. In the years of our tenure, we have raised the bar for success and, as the next step, we want to take our expertise beyond the borders of South Africa. We are planning to become a truly pan-African lottery.

“ITHUBA will continue exploring opportunities and playing a significant role in the socioeconomic development of South Africa through education and training.”

Mabuza’s message to young women who look up to her is simple. “I want young women to understand that there is nothing that they cannot achieve if they truly work hard to attain it. They must never forget that they are as capable and talented as their male counterparts.”

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ITHUBA - International Women’s Day 2022

Micromatica soars

through ITHUBA’s SED Programme.

The South African National Lottery operator, ITHUBA Holdings continues to put its money where its mouth is, championing small businesses through its Supplier and Enterprise Development (SED) Programme.

ITHUBA CEO Charmaine Mabuza has a deep passion for creating a more equal society and has always championed the rights of the economically marginalised.

Social and business empowerment is as much a part of the ITHUBA mandate as is, many of the values that the organisation ascribes to.

Through ITHUBA’s Supplier Enterprise Development (SED) Programme, small businesses – SMEs are supported not only through grants and funding but also with practical tools and resources that help to advance their business concepts into sustainable profit-making enterprises.

When the Covid-19 pandemic forced the economy into a stand-still, many businesses were negatively impacted and some forced to shut down. Recognising the economic strain that most SMEs were going through in terms of covering over-heads, paying staff salaries and keeping their business operations afloat, ITHUBA embarked on a programme that funded 82 businesses with grants to the value of R15 million.

“These grants have been instrumental in both the recovery and growth phases of the businesses we support,” says Mabuza. “If we are to deliver an equal society we have to support and help develop small businesses through skills, infrastructure, growth opportunities and funding. ITHUBA sees entrepreneurship as critical in driving innovation, training and economic growth,” said Mabuza.

One of the SED programme beneficiaries, Micromatica, which is co-owned by Snegugu Ndabeni, also found itself in deep waters.

“Amidst the Covid-19 pandemic when our customer payments were slower than ever before, we became aware of funding opportunities with ITHUBA,” explains Ndabeni.

Established in 2001, the 100% black female-owned, Micromatica provides strategic human resources solutions to various companies. Their services include transformation management, and designing everything associated with HR policies and procedures, such as salary benchmarking, job profiling and career development. The company is also involved in training, developing material, facilitating workshops, conducting surveys and audits, head-hunting and sourcing high-caliber candidates for clients. More recently they have also extended their services to cater for wellness and mental health issues in the work place.

“After a thorough vetting process, we were extremely hopeful that we would qualify for funding. We were ecstatic when we were awarded a grant for two years – 2021 and 2022,” says Ndabeni.

“The ITHUBA funding allowed our business to continue operating during one of the roughest times that we had ever experienced. “We were able to create job opportunities and use other small to medium enterprises to assist us, thus boosting our operations,” added Ndabeni.

She emphasised the fact that while ITHUBA’s support was financial, it was the feeling that there was extended support in terms of skills development for the company, and that gave Micromatica real hope. “Knowing that an entity like ITHUBA is willing to both support small businesses and give us opportunities to meaningfully contribute is extremely important,” Ndabeni said.

“We have been fortunate to receive coaching and guidance from the ITHUBA executive team on how to navigate the business landscape. This has been very useful in equipping us for the challenges that we face,” says Ndabeni.

“During the reviewing and evaluating of companies for our SED programme, we identified a huge need to upskill and equip companies with the relevant business training.

Our approach allows for the recipients of our grants to become innovative thinkers and managers of highperforming businesses. This process has seen companies go from strength to strength,” says Mabuza.

Ndabeni also adds that Micromatica has benefited hugely from their engagement with ITHUBA and they are ready for any challenge that may lay ahead.

“Our goal is to become a force to be reckoned with, as professionals playing a contributory role to the development of South Africa.

Thanks to our ITHUBA grant we are on track to do just that.”

ITHUBA has always been active in the supplier and enterprise development (SED) space and over the years have launched a number of initiatives making significant contributions to small businesses.

More recently, ITHUBA has partnered with the University of Johannesburg (UJ) to design a course package to assist recipients of the SED programme with the skills and tools needed for conducting business in the 21st century. They are empowered to set up an online store or use an existing platform to trade online; improve communication, presentation and pitching skills; and improve the use of IT tools that are critical to running a business. Furthermore, the programme delivers the ability to present a portfolio of evidence and a business turnaround strategy required for growth.

SED Programme recipients, Snegugu Ndabeni and Sindisiwe Kunene, are directors of Micromatica, a consulting company within the human capital space, expressed their gratitude to ITHUBA saying the lottery operator delivered more than just funding to their business, but brought hope.

www.ithubalottery.co.za

DV ER TTORI TAHOUGH L EAALDERSHIP

WE MUST SHIFT THE GENDER BALANCE ITHUBA CEO Charmaine Mabuza weighs in on the slow pace of transformation and why women are still not being seen as equals

Charmaine Mabuza

need to be attuned to the social shifts in our society to move in the right direction for sustained economic success. There is a moral and an economic argument for empowering women in the workplace – equality of opportunity will benefit the bottom line and lead to a more balanced social ethos.

TRANSFORMING UNEQUAL POWER RELATIONS When ITHUBA became the official operator of the National Lottery, one of my primary goals was to transform the gender profile of the

COMPANIES NEED TO BE ATTUNED TO THE SOCIAL SHIFTS IN OUR SOCIETY TO MOVE IN THE RIGHT DIRECTION FOR SUSTAINED ECONOMIC SUCCESS. THERE IS A MORAL AND AN ECONOMIC ARGUMENT FOR EMPOWERING WOMEN IN THE WORKPLACE. 8

gaming sector, and we are leading by example – ITHUBA has more than 60 per cent women on its executive board. We encourage and support the professional progress of women and have implemented women empowerment programmes that are continuously monitored and measured.

In South Africa, we must recognise that generations of cultural and political oppression have led to an entrenched gender bias, which has and continues to hold us back. Women have fallen into these generational patterns just as much as their male counterparts have, but we must dismantle typical stereotypes about gender.

To do so requires a deep cultural shift within us all. And a need for education – educating our women to understand and accept that they have the right to equality and empowerment, that they can and must challenge the prevailing notions of masculinity.

But, men and boys must be included. Gender equality is about transforming the unequal power relations between men and women, so we will not effect change unless we include men and boys in the conversation.

It’s an ongoing journey. Corporations need to regularly reassess how far they are in bringing more women into the active economy. While we still need policies that make up past deficits, let us hold up a vision of a society where such policies are no longer required; where men no longer feel any need to exclude or denigrate women; and where women feel welcome to move into whatever position they choose. That is a South Africa in which we can all prosper.

➔ Scan this QR code to go directly to the ITHUBA website.

For more information: 14A Charles Cresent Eastgate Ext.4 Sandton 2148 011 346 6000 info@ithubalottery.co.za www.ithubalottery.co.za

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or decades now, we have seen headlines discussing gender bias in the workplace. Advocacy around the topic has been ongoing; equality laws have been introduced and female CEOs of multinational companies have proven their ability – yet barriers to women persist. Gender bias remains as much of an issue now as it was 50 years ago, and women continue to battle for their rightful position in the economy.

I am often referred to as the “first black woman” running a lottery. However the very phrase “first black woman or first woman” needs to be questioned. We must start normalising the fact that women also do remarkable things and deserve the same accolades as their male counterparts.

Women should be celebrated, not because they are the first, but purely for what they have done well. It doesn’t matter if they are the first to become a doctor or engineer or even to climb Mount Kilimanjaro. When we herald women as “the first” it is almost as if we are saying the impossible has been achieved – by a woman no less.

We need to educate society that women can achieve and do extraordinary things and that this is quite normal. So let us remove the blinkers and change the language that continues to hold women hostage. There is no reason to be shocked or surprised at the accomplishments of women, or to refer to these women as “the first to”.

If we want to see meaningful change, we have to look deeper.

Gender equality in business is essential for South African society to prosper socially and economically. But progress is still too slow as companies and organisations continue to ignore many of the sound labour-related policies that talk about gender equality and equal pay in the workplace.

If a company’s leaders don’t believe that it is imperative to shift the gender balance, then progress will continue to be slow. Companies

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ABOUT ITHUBA ITHUBA is a subsidiary of Zamani Holdings, it was established in 2013 after Zamani’s leadership identified an opportunity to extend its strong management philosophy to provide a national service.

In 2015, ITHUBA was awarded the licence as South Africa’s third National Lottery operator for a period of eight years. To date, ITHUBA has created many winners and multi-millionaires. It has also made a difference in the lives of many underprivileged communities through high-impact CSI programmes that promote sustainability in education, women, and youth empowerment.

The awarding of the licence for ITHUBA to operate the South African National Lottery presented an opportunity to reinvigorate and implement innovative technologies in the lottery industry by introducing a higher level of service for players. ITHUBA, which means “an opportunity”, has exemplified this by changing the landscape and experience of the National Lottery for the better.

ITHUBA is a wholly-owned and led black company and the proud operator of the National Lottery.

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About Discovery Business Insurance Discovery was founded in 1992 with the purpose of making people healthier and enhancing and protecting their lives. This has evolved into a sophisticated shared-value business model that has expanded into life insurance, investments, banking and short-term insurance. The various applications of our shared-value insurance model in over 20 countries has given us unique insights that we are able to apply across the South African business environment through Discovery Business Insurance.

We understand that business risks are evolving. That’s why we give our clients innovative, comprehensive cover as well as unique solutions to protect their business against the risks of today. We partner with clients by protecting their business and rewarding them for managing it well. When clients manage their business well, they reduce risk, creating a better business and ultimately creating value that can be shared back with them – we call this shared value insurance.

We give our clients access to risk management technology to help them understand their business risks. We also provide access to credit and business coaching through our network of partners because we believe in helping our clients to grow their business.

Discovery Business Insurance – insurance for a new way of doing business.

Women in business What does it mean to help grow women-led businesses in South Africa?

At FNB Business, we strongly believe that supporting women-owned and -led businesses can contribute significantly to growing our economy and creating more employment opportunities in this tough economic environment. That is why we are committed to helping develop more women entrepreneurs.

Historically, women have had fewer opportunities to find a job or start a business. To combat these challenges, we provide specific programmes that focus on equipping women-led businesses with the necessary tools and training to help them start, run and grow their businesses.

As a testament to our commitment, the Global SME Finance Awards 2021 recognised FNB with an honourable mention as “the best bank for women entrepreneurs” for all the work done in supporting women-led businesses. This accolade follows winning “the best SME bank in the world” in the same awards a year earlier.

Today, FNB Business has a base of over 240 000 women-led businesses with an asset base of over R33-billion in their portfolio.

We are humbled by the honour, and commit ourselves to continue to help women-owned and -led businesses not just survive, but also thrive.

First National Bank. A division of FirstRand Bank Limited. An authorised Financial Services and Credit Provider (NCRCP20).

LIFTING AS WE RISE It takes just one woman to open the door for others and transform an entire industry.

LISA WITEPSKI spoke to two women who exemplify this and, having broken the gender barriers, are helping other women to succeed in traditionally male-dominated industries

THE NEUROSURGEON Dr Nomusa Shezi is always taken aback to think that although the University of KwaZulu-Natal first opened its doors in the 1960s, it was a good half-century before she became the institution’s first black female student (and one of only three women) to graduate as a neurosurgeon. “I don’t believe that only three women have wanted to follow this career path. The fact that more haven’t studied this science tells me that society isn’t paying attention to the obstacles in women’s paths.”

For Shezi, the biggest obstacle was that there was no one who “looked like” her in her classes – no one to be her advocate and encourage people to view things from a female perspective because they had walked the same road. Instead, she found that her male peers clung tightly to the status quo. “When I told my fourth-year anatomy professor that I wanted to specialise in neurosurgery, he said I’d have to choose between work and having a family. In

sixth year, I bought a book on neuroanatomy them that “showing emotion isn’t a weakness; for my own reading, and a classmate took it to the contrast, because we work in a highly away because he said it was of no use to me.” pressured field, it’s entirely necessary”.

The most damning evidence of this ‘boys’ Shezi believes that her mere presence is club’, though, was how reactions differed enough to make more women consider a career when Shezi’s classmates grappled with a in science. complicated case. “Where my peers would commiserate with each other and say the Dr Nomusa Shezi experience was a common one, they would Standard Bank KZN Top Business Women 2021 tell me that my handling of the same issue was unacceptable.”

Knowing just how vulnerable this made her feel, Shezi makes a point of speaking up for every female student with whom she works. “I point out that someone may not necessarily be less qualified to do a procedure; they may simply be less vocal about their skills,” she says. She also mentors black females, helping them navigate the challenges she experienced. For At the time when instance, she reminds

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Dr Shezi qualified as a neurosurgeon, she was only one of five black African female neurosurgeons in South Africa.

Source: SABC News (2017)

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Dr Nomusa Shezi

“YOU NEED TO SEE PEOPLE DOING WHAT YOU WANT TO DO – BUT MORE IMPORTANTLY, YOU NEED TO SEE THEM FAIL, SO THAT YOU KNOW THAT SUCCESS LIES ON THE OTHER SIDE.” – DR NOMUSA SHEZI 10

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THE FARMER Portia Morudi, co-founder of The Village Market Africa – which trains rural villagers in beekeeping – believes that women make natural farmers. “After all, as nurturers, we are accustomed to making sure that our families are well fed. Women throughout South Africa farm vegetables and fruit to put food on the table.”

This attitude translates into benefits for the environment, she maintains: “I think that women farmers are naturally more concerned with sustainability because we want to be sure that future generations will be able to feed themselves. This means that we are more likely to experiment with methods and technologies that secure tomorrow’s food source, rather than simply thinking about today.” This is a marked difference from current commercial farming practices that have led to degraded soil and negative environmental impacts.

She’s aware that her confidence in female farmers hasn’t always been widely shared: she recalls attending a conference shortly after taking up a career in agriculture where

“BUILDING SOMETHING IS HARD BECAUSE YOU ARE LAYING A FOUNDATION AND REMOVING THE OBSTACLES FOR THOSE WHO COME AFTER YOU. THE PATH MAY BE EASIER FOR THEM, BUT YOU STILL NEED TO SHARE YOUR KNOWLEDGE AND RESOURCES AND FIND WAYS TO SUPPORT THEM.” – PORTIA MORUDI she was the only woman present. The anomaly of her appearance was further highlighted when one of the male delegates pointedly commented “us real farmers, not like one of those [women farmers]”.

Nine years later, a lot has changed – women now have a far greater presence in the agricultural industry. Morudi attributes this to the increasing visibility of female farmers.

“As Nelson Mandela said, ‘it always seems impossible until it’s done’.

When women see that others have gone before them, they know that they Portia Morudi can follow suit.”

She is keenly aware of her responsibility as one of the trailblazers. “Building something is hard because you are laying a foundation and removing the obstacles for those who come

after you. The path may be easier for them, but you still need to share your knowledge and resources and find ways to support them.”

Morudi’s creed was shaped by the assistance she received when starting out.

“I began beekeeping after my grandfather invited me to attend a course on the subject.

My business benefi tted from an angel who believed in what we were doing and decided that to help me sustain it, she would pay my salary. I try to pay it forward by doing what I can to help other women make their businesses sustainable, too.”

Portia’s story How bees are changing rural South Africa

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EN V IRONMEN T

ADVOCATING FOR CLIMATE CHANGE CARYN GOOTKIN asks two women fighting for climate change why women’s voices within this sector are greatly needed

Ndoni Mcunu, a climate scientist and part of the secretariat development team at South South North for the Adaptation Research Alliance (ARA), is currently pursuing her PhD in climate change and agriculture at the Wits Global Change Institute. Mcunu is also the founder and chief executive officer of Black Women in Science (BWIS). She has received multiple awards, including being selected as a 2017 Mandela Washington Fellow.

Mcunu’s PhD looks at ways to make farmers more resilient to climate change. “One such way is through crop diversification so that, for example, a flood doesn’t wipe out a farmer’s food security,” she says. “Many farmers want more land, but there is simply not enough land.

I am researching ways to help them intensify their land to secure their yield and production based on the DEVIL project: Delivering Food on Limited Land. Is there really a need to go bigger to produce a bigger yield, and what effect does this have on sustainable development and urban planning?

The reality is that 80 per cent of farmers in Africa are small-scale farmers and we need to fi nd ways for them to farm sustainably on the land

Ndoni Mcunu

“I AM FOCUSING ON HOW COMMUNITY FOOD GARDENS CAN OPTIMISE BIOGAS PRODUCTION USING THEIR GARDEN’S FOOD WASTE AND HOW WASTEWATER PLANTS CAN USE FOOD WASTE TO CREATE BIOGAS.” – NONHLANHLA RADEBE “My job focuses on how we can ensure action research empowers grassroots projects on climate change and adaptation,” says Mcunu. “We need to understand which systems and models work to support these organisations to implement financially sustainable projects. How do we as academics transfer knowledge to projects on the ground in such a way that bridges the gap between scientific knowledge and practical implementation? We need to learn from each other in interdisciplinary teams rather than working in silos.”

Mcunu believes women have an important role to play. “The majority of small-scale farmers are rural grandmothers with first-hand experience of the impact of climate change – especially extreme weather like droughts and floods – on farming,” she says. “They are the water carriers who collect water in rivers and dams and know what to do when conditions are difficult. They have all this knowledge and awareness, but are not being asked to give their input.”

NONHLANHLA RADEBE Nonhlanhla Radebe’s career in climate mitigation and adaptation started with a BSc Natural Sciences (UJ), followed by a BSc (Hons) Geology. She interned at global firm Environmental Resources Management, looking at contaminated site management. Here she met her mentor, Dr Johanita Kotze, who was instrumental in shaping her future career.

“I had always wanted to practise medicine to carry on the example set by my grandmother,

“MY JOB FOCUSES ON HOW WE CAN ENSURE ACTION RESEARCH EMPOWERS GRASSROOTS PROJECTS ON CLIMATE CHANGE AND ADAPTATION.” – NDONI MCUNU

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but when I met Dr Kotze and saw in her a strong, confident woman doing important work in the climate change field, I realised that I, too, could make a meaningful contribution in this area. Andries Tatane’s death during the Ficksburg service delivery protests showed me the importance of water to impoverished communities, and I found an opportunity to align my work with my conscience. I co-founded a social enterprise, NCAAA Foods, that helps set up sustainable community food gardens.”

Radebe overcame great odds to qualify for and complete her masters in water engineering at Technische Universität Berlin, receiving a scholarship from the university to cover her tuition. “My living expenses (in Egypt and Berlin) were funded by the NYDA, but the rand crashed after Marikana and I had a huge shortfall. I waited tables, babysat, cleaned, and tutored until I managed to arrange extra funding.”

Radebe’s upcoming PhD at UJ will look at the application of systems thinking to the water-energy-food nexus. “I am focusing on how community food gardens can optimise biogas production using their garden’s food waste and how wastewater plants can use food waste to create biogas. At the same time, I am working at Gender CC helping small-scale farmers to become sustainable and mitigate or adapt to climate change.”

Gender CC (gender and climate change) recognises that climate change affects women disproportionately more than men and that it is important to have interventions that prioritise women. “In rural communities, women are responsible for feeding and caring for families, so they feel most acutely the variations in harvesting or drought conditions. They are the water carriers; water is crucial to the life of the family and women bear the brunt of this burden. This is why it is vital for women to be represented in the fields of climate adaptation and mitigation.”

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NDONI MCUNU

Nonhlanhla Radebe

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DI V ERSI T Y

sk organisations to consider gender balance as a challenge to be addressed, and they may not afford it the gravitas it deserves. Point out how diversity affects the bottom line, and they’ll be far quicker to respond. That’s because they’re likely to embrace a cause that directly impacts them.

So says Colleen Larsen, CE of Business Engage, an organisation that partners with the corporate sector to ensure gender issues remain on the agenda. Much as she acknowledges that change is needed, Larsen says that the Business Engage approach focuses on the road ahead, rather than the obstacles that may line it – they hone in on what they can do to create the necessary change. “For example, we don’t lament the lack of female CEOs. Instead, we ask if there are enough executive directors and board members to create a pipeline – and if the answer is no, we take steps to fix this.”

Business Engage’s initiatives are a prime example of how the organisation is working to address these gaps. Understanding that many women lack the confidence to discuss the topics debated at board level, it hosts workshops to help women build this confidence. It also works to develop the connections that, in many instances, create the entry point to those boards.

“Gender is not a women-only issue, and conversations that perpetuate stereotypes only serve to emphasise the divide,” Larsen says.

By removing the stigma that may remain around ‘women’s issues’, and drawing attention instead to how gender affects business performance, it becomes possible to choose a direction for the business and then identify how it can achieve this goal.

Then, the business must adhere to this strategy with unerring consistency. “This transforms the issue of gender balance from a box-ticking exercise to something that inspires corporates because they can see how it benefi ts them.

“We don’t mind if change doesn’t happen quickly – in fact, we prefer that because it’s when change is slow Colleen that it becomes Larsen sustainable. It’s not a revolution, it’s a Quevolution (quick evolution),” Larsen says.

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Ntombi Mhangwani

Accenture’s Voices of Change

THE GENDER

AGENDA

Is gender equality possible? And how close are we to accomplishing it? LISA WITEPSKI weighs in on the gender balance conversations being held around boardroom tables

POLICIES ARE NOT ENOUGH Ntombi Mhangwani, director for Integrated Marketing and Communications, and Women’s Forum lead at Accenture Africa, is less sanguine about the change that has taken place in the area of gender balance – but, she says, it is inevitable that wins are tempered with losses. “This will be an ongoing battle,” she concedes, pointing to the regression that has taken place during the COVID-19 pandemic as proof: research shows that the crisis has reversed gender equality by 51 years. “We have to be realistic, there will always be a new crisis offsetting the gains we make. With this acknowledgement comes another: we are unlikely ever to reach a point where we can claim to have reached a perfect state of gender equality.”

Mhangwani believes that one of the major obstacles hindering progress is

the disconnect between discussions and action. In other words, while it is certainly encouraging that policies are in place, it would be far more heartening if they were supported by action. “That’s why I am proud of the initiatives undertaken by my own organisation. Accenture’s approach to gender is holistic, ranging from mentoring, coaching and training to checking communication such as advertising and CVs for signs of gender bias. And, at all times, we ensure that men are included so that this isn’t a one-sided conversation. The thinking is that equality makes for a healthy culture, which in turn encourages greater productivity, innovation and, ultimately, increased profitability.”

Her answer for greater female advancement? “I get very excited when I see female political leaders. Even more than corporate leaders, they have a platform for setting an agenda and creating change because they appear in the media so often.

When women see this, they realise that they, too, can take on positions of power. However, I feel that our female political leaders need to use their power wisely – they need to push for initiatives such as creating shadow jobs for women, for instance. They have the responsibility to lift others as they rise,” Mhangwani concludes.

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Helping grow women-led businesses in SA

IN

celebration of International Women’s Day, we are proud to have received an honourable mention as the ‘best bank for women entrepreneurs’ by the Global SME Finance awards in 2021 for all the work we do in supporting women-led businesses. It is humbling and rewarding knowing that we were able to help grow more women entrepreneurs in South Africa. As of June 2021, FNB Business has a base of over 240 thousand women-led businesses with an asset base of over R33billion in our portfolio.

‘The goal is to help grow more women entrepreneurs and we are doing exactly that.’

Given historical gender inequalities and socio-economic norms, women often do not have the means to start a business. In response to these challenges we created programs that focus on providing women-led businesses the necessary tools and training to help them start, run and grow their businesses. The goal is to grow more women entrepreneurs and we are doing that through help.

Help is business education…

Through our online learning business coach Fundaba, and sponsored entrepreneurial courses, we have empowered women entrepreneurs with the necessary skills to successfully lead and manager their companies. We also created a business talk hub that not only provides relevant information and tools, but also partners with organisations that specifically support women-led businesses in order to help educate them on their journey.

Help is access to networks…

We offer networking events and opportunities that open up access to markets and networks specifically for women entrepreneurs. We also partner with women-focused organisations through sponsorship and/or non-financial support.

We want to raise awareness on the financial opportunities women entrepreneurs have access to with FNB.

Help is innovation…

We are currently embarking on a new partnership with the Cape Institute of Innovation and Technology to support 30 women from rural communities to become tech-enabled. Understanding the power of social media we also launched a podcast series called “She means Business” aimed at inspiring and motivating more women to start businesses, which can be accessed on our FNB social channels, as well as Spotify and the Business Talk hub on the FNB App and website.

Help is support…

The support given to these women has helped many of them pivot their businesses in this pandemic and become more digitally enabled to not only survive but succeed. During this time R295 million was deployed to more than one thousand womenled businesses through the government-backed COVID-19 loan scheme and we helped administer SAFT loans to the value of R35 million for 430 women-led businesses, supporting over 3100 jobs.

For more information on how to get help to grow your women-led business, contact your business manager.

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CHARTERING A BALANCED OUTCOME The Women’s Charter sets goals and demands equality for women. TIISETSO TLELIMA finds out how far we’ve come

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ugust 2021 saw the launch of the new Women’s Charter for Accelerated Development, setting a 25-year vision and agenda to advance women’s equality, growth and development.

Developed in consultation with women’s formations and civil society organisations across nine provinces, it seeks to build on the 1954 Women’s Charter and 1994 Women’s Charter for Effective Equality by accelerating women’s access to education, healthcare and land, developing policies and deconstructing patriarchy.

The first women’s charter, drafted by the Federation of South African Women in 1954, demanded that women be afforded voting and political rights, employment opportunities and equal pay to men, the right to own property and the removal of marital laws that subjugated wives to their husbands. “The charter was significant because it was the first time women mobilised and formalised their stance against the kind of prejudice women were experiencing and being treated as minors,” explains journalist and political analyst Khanyi Magubane.

“WE HAVE TO SET OUR OWN AGENDA AND SAY VALUE DOESN’T COME FROM MY AGE OR LOOKS – ALL THINGS MEN TRY TO IMPOSE ON US.” – KHANYI MAGUBANE 16

Forty years later (1994), a second charter was drafted by the National Women’s Coalition structures, which advocated for the inclusion of women in key sectors of the economy, provision for education and training, access to healthcare and social services, representation in media, decriminalisation of sex work and a rigorous fight against gender-based violence to name a few.

THE WOMEN’S CHARTER Adopted at the founding conference of the Federation of South African Women in Johannesburg on 17 April 1954, the charter expressed the philosophy and aims of the newly established Federation of South African Women.

PREAMBLE We, the women of South Africa, wives and mothers, working women and housewives, African, Indians, European and Coloured, hereby declare our aim of striving for the removal of all laws, regulations, conventions and customs that discriminate against us as women, and that deprive us in any way of our inherent right to the advantages, responsibilities and opportunities that society offers to any one section of the population.

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T HE WOMEN’S CH A R T ER

in terms of material goals nothing has been achieved,” says activist and UP sociology lecturer Simamkele Dlakavu.

Dlakavu laments that inequalities in South Africa are gendered and racialised, meaning that black women still face economic exclusion, unemployment and lack of access to land.

“A recent landmark case brought by the Rural Women’s Movement against the Ingonyama Trust shows that women are still fighting for STRIDES MADE IN THE ownership of land especially WOMEN’S CHARTER in rural areas where traditional According to Magubane, patriarchal leadership bars although some things have women from accessing and stayed the same, a few owning land.” The situation gains have been made since has been further exacerbated the establishment of the by the COVID-19 pandemic, women’s charter in 1954. which has seen many black “Women have the ability women who are domestic or to self-actualise and make sex workers as well as those their political choices heard,” working in the informal and explains Magubane. “Today, Khanyi Magubane service sectors lose their jobs. women enjoy the right to “We also cannot speak vote, the right to property, about women’s issues in this country without they can open their own bank accounts, and do speaking about how violence impacts women,” whatever they want to do as women.” says Dlakavu. “We are leading globally in terms With the advent of democracy, women’s of rape, intimate partner violence and femicide rights were enshrined in the Constitution, and rates. In South Africa, most of the time women laws promoting gender equality, such as the are unsafe, even in their homes.”

Promotion of Equality and Prevention of Unfair Magubane shares the same sentiments Discrimination Act of 2000, Employment Equity adding that what is most troubling is how men Act of 1998, Criminal Law (Sexual Offences and and society at large respond to victims of Related Matters) Act of 2007, and Domestic gender-based violence. “If a woman is raped Violence Act of 1998, were passed. five years before she goes to report the case, However, despite the plethora of policy and she’s met with suspicion and accused of legislative instruments put in place since 1994, wanting to ruin a man’s reputation. And, there’s women continue to bear the brunt of high a tendency to ask why now.” levels of inequality. “We have legal reform, but Both these charters represent critical building blocks in South African history, signifying women’s commitment to challenging the status quo in an unequal society. The third charter, the Women’s Charter for Accelerated Development, comes after a 20-month long review process to determine whether progress had been made since the preceding charters and map a way forward.

“WE ALSO CANNOT SPEAK ABOUT WOMEN’S ISSUES IN THIS COUNTRY WITHOUT SPEAKING ABOUT HOW VIOLENCE IMPACTS WOMEN.” – SIMAMKELE DLAKAVU

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CHALLENGES TO GENDER EQUALITY AND TRANSFORMATION

Simamkele Dlakavu

It’s been over 60 years since the first women’s charter was drafted yet South Africa is still lagging when it comes to gender equality. In the Women’s Charter for Accelerated Development document, the legacy of colonialism, deeply embedded socioeconomic disparities and entrenched patriarchal doctrines of oppression are cited as the reason why efforts to realise gender equality are still undermined.

While that may be true, Dlakavu argues that women’s issues are still not viewed as legitimate political issues that demand an active response from the state.

“The government continues to underfund

women’s shelters and, as a result, women have no safe places to turn to, violence against women is seen as an issue that should be dealt with in the private sphere, and we get band-aid responses to structural issues.”

On the other hand, Magubane says that everything boils down to how women are perceived in society, how they are being devalued and constantly have their worth measured through the eyes of men. Socialisation has meant that women have also become enablers of patriarchy.

“We have to set our own agenda and say value doesn’t come from my age or looks – all things men try to impose on us,” says Magubane.

IT’S THE LAW Here is a summary of some of the laws that Parliament has passed in support of the aims of the Women’s Charter.

1. Domestic Violence Act 116 of 1998: The act gives survivors of violence maximum protection from domestic abuse.

2. Criminal Law (Sexual Offences and Related Matters) Act 32 of 2007: The act deals with all legal aspects of or relating to sexual offences.

3. Promotion of Equality and Prevention of Unfair Discrimination Act 4 of 2000: The act ensures that women have equal enjoyment of rights and freedoms to redress the wrongs of the past.

4. Employment Equity Act 55 of 1998: The act ensures that discrimination in employment, occupation and income within the labour market are curtailed. It also encourages equitable representation at all levels in both private and public sectors of women and other historically disadvantaged persons.

5. Prevention and Combating of Trafficking in Persons Act 7 of 2013: The act gives effect to the Republic’s obligations concerning the trafficking of persons in terms of international agreements and provides for an offence of trafficking in persons and other offences associated with trafficking in persons.

6. The Protection from Harassment Act 17 of 2011: The act applies to both sexual and nonsexual harassment. It addresses harassment and stalking behaviours, which violate constitutional provisions of the right to privacy and dignity of individual persons.

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EN T REPRENEURSHIP

SUPPORTING WOMEN-OWNED

BUSINESSES

Access to finance is critical to the growth of any enterprise, and women-owned businesses tend to suffer the most challenges when trying to access resources for their business. DENISE MHLANGA finds out how to break down the silos

EDUCATION FIRST Sykes says that in 2021, FNB was awarded a mention in the Global SME Finance awards as the best bank for women entrepreneurs, saying as of June 2021, the bank had over 340 000 female-led businesses with assets exceeding R32bn.

The bank provides tools and training aimed at assisting women to start, run and grow their businesses as well as providing fi nancial literacy support through Fundaba – an online learning business coach.

FNB’s business talk hub partners with organisations to support and mentor women, including organisations like Women’s Property Network and WEConnect.

“As a result of the support and networking platforms, Nicole many women have Sykes weathered the pandemic better, and managed to get their businesses digitally ready, making them thrive rather than just survive,” says Sykes.

Furthermore, the bank ran two cohorts of its Women in

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Business propeller – a series of masterclasses businesses, thus enabling their active and workshops to educate and upskill women. participation in and contribution to the Thirty women graduated recently. economy, employment creation, the The bank is currently working on a new upliftment of their communities and paving partnership with the Cape Institute of the way for other female entrepreneurs,” Innovation and Technology to support 30 says Cooper. women from rural communities to become tech-enabled.

ACCESSING FINANCE For Simone Cooper, head of Cooper says entrepreneurs business clients South Africa at can apply for a Standard Standard Bank, women who have Bank business loan online risen above historical injustices and and get an affordable, managed to start a business may personalised interest rate. lack financial management skills – a Upon approval, the business hindrance to accessing business will have access to funds finance solutions. within 24 hours.

Standard Bank provides free “We understand the Simone Cooper access to insights and tools importance of time, and the through the BizConnect site, as limitations thereof, especially well as numerous educational programmes for female entrepreneurs with multiple aimed at women-owned businesses. priorities, which is why we have built digital “In partnership with Midvaal Local Municipality, platforms enabling business owners to make we established the Sebenza Mbokodo Women’s quick decisions with available funds through Fund to provide finance and support for the our self-service channels.” development of women-owned businesses in Sykes says FNB offers supply chain the informal trading sector. We also ran the finance to women-owned businesses if Basali 12-month virtual programme, which they are in the bank’s procurement chain, addresses skills development needs,” pointing out that many female businesses says Cooper. are part of this base as they offer essential The bank recently announced the services to financial institutions. expansion of its partnership with Networking events often lead to access the French Development Finance to markets and this helps entrepreneurs Institution, Proparco, to deliver on its sell their products and services. FNB’s sustainable development goals by app has a marketplace that enables increasing access-to-finance business transactions between the banks’ opportunities for small clients and service providers. businesses in high impact FNB has launched the She Means sectors and women- and Business podcast, which delves into female youth-owned enterprises. entrepreneurship and aims to inspire and “These initiatives motivate more women to start a business. are great examples of “Social media, if used effectively, is a our commitment to powerful tool for spreading the message and grow women-owned elevating female businesses,” Sykes adds.

South African banks remain committed to furthering the growth of women-owned businesses by backing them financially.

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ven in good economic times, women-owned businesses face financial and operational challenges, and the COVID-19 pandemic has accelerated these challenges even further.

However, South African banks remain committed to furthering the growth of women-owned businesses by backing them financially. Due to historical gender inequalities and socioeconomic norms, most women without assets or property to use as support in an application for a bank loan, find it a challenge, says Nicole Sykes: Women in Business programme manager at FNB Commercial Transactional Solution SME. “Women have historically been the primary caregivers in the household, thus diminishing their chances of finding jobs or starting businesses,” says Sykes.

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CELEBRATING

PUBLISHED IN SEPTEMBER 2022 To advertise in the upcoming issue of celebrating women, please contact: Tarin-Lee Watts Business Development and Project Manager 087 379 7119 | 079 504 7729 www.businessmediamags.co.za wattst@picasso.co.za

PUBLISHER

PICASSO HEADLINE, A PROUD DIVISION OF ARENA HOLDINGS Hill on Empire 16 Empire Road (cnr Hillside Road), Parktown, Johannesburg Postal Address: PO Box 12500, Mill Street, Cape Town, 8001

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2022/02/25 6:09 PM

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YOU ARE WOMAN ENOUGH Happy International Women’s Month Women are awe-inspiring. From those who make international headlines to those who quietly shine.

We salute you. We are Creators, Homemakers and World-Changers.

We wear our femininity with pride, whether it’s in stilettos or sneakers.

We are phenomenal.

Visit www.mcdonalds.co.za/women-in-conversation for more.

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McDonald’s South Africa’s Women’s Leadership Network is proud to celebrate this International Women’s Month with you. Through our initiatives like Women In Conversation, we are able to give women a voice and a seat at the table.

It will take a collective effort to rewrite the narrative, and we can do this - Together Mzansi.