Public Sector Leaders | August 2022

INSPIRING OTHERS

CELEBRATING

WOMEN'S MONTH Read about amazing South African trailblazing women

DEPUTY CHIEF JUSTICE

Meet our new Deputy Chief Justice, Mandisa Maya

TOP WOMEN IN SA SPORTS

Viva Banyana Banyana

Professor Thoko Mayekiso, Vice Chancellor, University of Mpumalanga

Editorial

Empowering women through sports South Africa’s inspirational role models

Celebrating 7 trailblazing women revolutionising their fields

We look at women making a difference in their professions

Building future female entrepreneurs

Three programmes providing women with entrepreneurial skills

Honouring the leaders of the 1956 Women’s March

A tribute to the women that marched to the Union Buildings

In pursuit of equality

The road to meeting South Africa’s gender equality goals

Equal pay for equal work

How does South Africa measure up?

Growing agriculture

A fresh look at carbon emissions is required

Celebrating the potential of traditional African medicines Commemorating African Traditional Medicine Day

Who are the top 5 wealthiest women in Africa

Silver hair and gold in the bank!

Features

Addressing The Nation

President Ramaphosa addresses the nation on progress since the Women’s March

Cover Story

Prof. Thoko Mayekiso is inspiring others

Women in Leadership

Deputy Chief Justice Mandisa Maya will serve as a beacon of hope

Trailblazer

Women’s Legal Centre Director, Seehaam Samaai

Regional Focus

Growing the informal economy in Mpumalanga to be prioritised

In Other News

Monkeypox in South Africa: Public urged not to panic

Legal Matters

Let’s talk about gender diversity in the workplace

Financial Fitness

Is it actually possible to save?

Upcoming Events

August is all about celebrating brave women

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Public Sector Leaders

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In the past year, Clicks has sourced just under R1 billion from black female-owned businesses. This figure exceeds Clicks’ sourcing targets and is up 45% on the previous year.

According to Clicks Group CEO Bertina Engelbrecht, Clicks’ target is to grow suppliers that are at least 30% black women-owned. Plans are in place to source more than R4.5 billion from black women-owned businesses over the next three years, she says.

One of these businesses is Masodi Organics, a company founded by entrepreneur Liz Letsoalo, which produces a range of environmentally friendly hair, skin and wellness products.

A ‘HAND-UP’

Letsoalo is part of the Clicks Group’s Supplier Development Programme, which creates partnerships with local suppliers in order to help their businesses flourish (retail readiness) and importantly provide market access for their products.

“Given South Africa’s huge unemployment challenge, there is no question that sourcing locally is a sustainable strategy to create

Clicks boosts local procurement

both upstream and downstream employment opportunities. As a proudly South African retail group, we have long had the philosophy that building healthier futures for our suppliers will lead to a more prosperous South African economy and aid in the economic recovery post the Covid-19 pandemic and the lockdowns,” Engelbrecht says.

Clicks was the first retail chain to stock the Masodi Organics range in July 2021. Since then, Letsoalo has been able to employ 10 full-time staff members and two freelancers.

Letsoalo’s business is based on three core values. Firstly, she wanted her products to contain authentic ingredients so that they can be used by the whole family. Secondly, she

wanted to buck the prevailing trend of exploiting women’s innate insecurities to market her range. And lastly, she was adamant that her products would live up to all of the promises that they made.

Through its Supplier Development Programme, Clicks Group aims to share its in-depth leading expertise of the retail landscape with budding entrepreneurs.

“We also get marketing support from Clicks. This is incredibly important for us at this stage of our business because the retail game is a different one from how we usually operate on our e-commerce platform,” Letsoalo adds. “Just the association with Clicks alone helps us from a brand legitimacy perspective.”

BERTINA ENGELBRECHT Chief Executive Officer of Clicks Group

Liz

Letsoalo Founder of Masodi Organics

Clicks believes that supporting local women-owned entrepreneurs is key to growing the economy.

BY FIONA WAKELIN

Letter from the Editor

Welcome to the August edition of Public Sector Leaders (PSL)

In his letter to the country written on 8 August - From the Desk of the Presidency – His Excellency, President Ramaphosa, focused on Women’s Month and the progress the country has made since the Women’s March in 1956:

“Today, women can advance in any occupation, study in a place and field of their choice and own businesses. Thanks to employment equity legislation and other policies of the democratic government, women’s representation in the workplace, in government and all of society continues to grow.

“According to South Africa’s most recent review of progress towards the Sustainable Development Goals, we are on an upward trend towards the achievement of gender equality,” - President Ramaphosa.

As part of his busy schedule, His Excellency recently accepted the WAFCON trophy from Banyana Banyana at the Union Buildings and was welcomed by President Ouattara at a State Visit to the Republic of Côte d’Ivoire. President Ramaphosa officiated at the opening of the first Black Industrialists and Exporters Conference and commemorated 2022 International Nelson Mandela Day by cleaning up Chetty River as part of the Clearing Rivers Campaign. His Excellency delivered the eulogy at the Special Official Funeral of struggle stalwart and Ambassador Yasmin Jessie Duarte.

This August edition of PSL focuses on women and on the front cover we feature Professor Thoko Mayekiso, Vice Chancellor at the University of Mpumalanga. Inside we have a women’s rights feature and look at equal work for equal pay - how SA measures up. We celebrate Banyana Banyana’s fantastic win in the article Top South African sports women and 7 amazing women trailblazing in different sectors. We also pay respect and recall the Women’s March of 1956.

In Other News we zoom in on what is going on in terms of Monkeypox and in our Financial Fitness regular you will find tips on planning a smart household budget.

Whether you are in the public sector, the private sector, supply chain or an interested individual, PSL has something for you.

We hope you enjoy the read.

EDITOR’S LETTER

BY FIONA WAKELIN

Celebrating Women’s Month

President Ramaphosa’s letter to the nation on 8 August focused on Women’s Month – and the strides made in the country since the historic Women’s March.

His Excellency recalls 9th August 1956 when Rahima Moosa, Lilian Ngoyi, Helen Joseph and Sophie Williams de Bruyn, leading thousands of women, marched up the stairs of the Union Buildings carrying a petition from women across the country to Prime Minister JG Strijdom. The opening words of the petition were: “We

are women of every race, we come from the cities and the towns, from the reserves and the villages. We come as women united in our purpose to save the African women from the degradation of passes.”

President Ramaphosa then goes onto compare this situation with where we are in South Africa today, where women enjoy the fundamental rights and freedoms that their grandmothers and great-grandmothers were denied:

“Today, women can advance in any occupation, study in a place and field of their choice and own businesses. Thanks to employment equity legislation and other policies of the democratic government, women’s representation in the workplace, in government and all of society continues to grow.

“According to South Africa’s most recent review of progress towards the Sustainable Development Goals, we are on an upward trend towards the achievement of gender equality. “There are several areas where the representation of women has been on the rise. In Parliament, 46% of National Assembly members are women. Currently, 62% of the entire public service is female, and 44% of senior management posts are filled by women.

“The current administration has accelerated the agenda for advancing women’s representation by appointing the first woman to head the National Prosecuting Authority and the first female Directors-General in the State Security Agency and the Presidency.

“Last week we appointed the first female Deputy National

Commissioner of the South African Police Service, and last month Justice Mandisa Maya was appointed as South Africa’s first female Deputy Chief Justice. Out of 256 judges on the Bench, 114 are female and nearly half of all magistrates are female.”

an important goal of national liberation, ending all forms of violence against women and children is vital to our national progress.

“This is not a problem of women, but a problem of men. And it is men who are being called upon to be part of the solution, starting with their own attitudes and conduct.

His Excellency goes on to highlight other areas of progress, such as the right to reproductive health care – in which South African women have access to contraception and safe termination of pregnancy in the public health system. He notes that, despite the laws that protect women against harassment in the workplace and address victimisation of women, the prevalence of gender-based violence remains one of the country’s biggest obstacles towards achieving full and meaningful gender equality. “Just as the 1956 Women’s March sent a signal that equal rights for women was

“Even as we work as a collective to rid society of gender-based violence, we should not diminish the progress we have made in building a non-sexist society. We must celebrate the many achievements of women in our country and pay tribute to those who continue to lead the way.

“As we work to achieve gender equality in all areas of live [sic], we must acknowledge that we have come a long way. And that we still have much further to go,” – H.E. Ramaphosa

– H.E. Ramaphosa

“Thanks to employment equity legislation and other policies of the democratic government, women’s representation in the workplace, in government and all of society continues to grow.”

BY FIONA WAKELIN

Inspiring Others

Professor Thoko Mayekiso, VC, University of Mpumalanga

Background

Professor Thoko Mayekiso, started her academic career as a Senior Lecturer in Psychology at the then University of Transkei (now Walter Sisulu University).

She rose through the ranks as an Associate Professor, Professor, Head of Department of Psychology and Vice Dean at the same University and then proceeded to the University of the Witwatersrand where she occupied the positions of Head of School, Chair of Psychology, Deputy Dean and Acting Executive Dean of the Faculty of Humanities.

At the Nelson Mandela University Professor Mayekiso was Executive Dean of the Faculty of Arts and later, Deputy Vice-Chancellor: Research and Engagement. In November 2014, she assumed the position of ViceChancellor at the University of Mpumalanga. Together with training received in Clinical Psychology and exposure to empowerment programmes such as the

INTERVIEW: PROFESSOR THOKO MAYEKISO

HERS-SA Academy, and the Higher Education Leadership and Management (HELM), the above four institutions have contributed in different ways to her leadership development - as has been the exposure to studying and working in Germany, where she obtained her PhD in Psychology (cum laude) at the Free University Berlin and working in the United Kingdom as a Clinical Psychologist.

“My field of study is Psychology and I am a registered Clinical Psychologist with the Health Professions Council of South Africa. My research interests are in Child and Adolescent Psychology and in particular adolescent adjustment disorders including HIV and AIDs. In recent years, I have started conducting research on leadership and in particular women leadership in higher education”.

indelibly etched in my heart and mind. I keep reminding myself in my leadership journey, that I am a woman of determination. This helps me navigate any leadership challenges that I am confronted with. I believe that determination is the driving force towards excellence and, in order to work consistently and tirelessly at something, one needs perseverance. The experience, for example, of having to study Psychology in Germany in German and doing very well, having learnt the language in only six months, made me realise my excellent abilities as a person.

and appreciation of the potential impact of technology on university operations. From the outset, UMP acquired state of the art ICT infrastructure to enable access to the latest technology. Before COVID-19, the University used online teaching and learning as a form of blended learning. The University had acquired the Moodle Learning Platform for this purpose.

In 2022, the University enrolled 7100 students in 48 programmes with 80% of the students coming from the Province of Mpumalanga

The expression “rising through the ranks’’ appositely describes her academic and professional trajectories, and prepared her for the role of Vice-Chancellor.

“When I was 13 years old, my father made the following observation, ‘You are a girl of determination’. His words became

These experiences increased my self-belief and self-esteem and I believe enabled me to unleash my potential and become the best I can be, thereby attain the highest position in University management and leadership. This contributed to the development of mental toughness and a ‘’never say die ‘’ attitude which came in handy to navigate difficult situations in the workplace,” - Prof Mayekiso.

The University

The University of Mpumalanga (UMP) opened in 2014 and since then has experienced a rapid increase in enrolments: 169 students started in three programmes in 2014. Eight years later, in 2022, the University enrolled 7100 students in 48 programmes with 80% of the students coming from the Province of Mpumalanga. UMP is a 21st century institution and as a result there is an understanding

With the advent of COVID-19 where it became mandatory initially to move to online teaching and learning, UMP was ready to make the necessary adjustments and apply the necessary technology for business continuity purposes, with Zoom and Microsoft Teams meetings becoming almost second nature.

“We even had virtual graduation ceremonies. Work from home entered the lexicon of our staff and most have handled it with aplomb – not allowing themselves to drop the productivity ball. Later, we were able to move to the hybrid modality (remote and in person) for both our academic activities and the operations of the institution,” - Professor Mayekiso.

Curriculum alignment with the national economy

The curriculum offered at the University is aligned to the national economy. The Programme Qualification Mix takes into consideration the needs of the province and the country as a whole.

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A former Acting Chief Executive Officer at Transnet National Ports Authority, Ms Mdawe is an accomplished executive and leader with over twenty-eight (28) years of professional working experience. She has a strong history of orchestrating operational excellence in the Freight, Maritime, Aviation, Mining, Logistics and Supply Chain industries and is one of the Top 100 Most Influential Supply Chain Women in Africa.

Ms Mdawe holds a number of impressive academic qualifications, including a Masters in Business and Administration degree from the Gordon Institute of Business Science. Her aspirations are to resume her doctoral studies which she since deferred. She completed the Global Executive Development Program from the Gordon Institute of Business Science in 2012. Before then, she acquired an Advanced Strategic Management Program (IMD, Switzerland); Transnet Executive Women Development Program in Operations & Logistics Management from Gordon Institute of Business Science, and Management Advanced Program from Wits Business School.

Ms Mdawe has received several accolades. Among them are, being appointed the first black trainee Geology Technician at BhP Billiton (the then Gencor); successful introduction of a Transnet Value Chain Coordinator (TVCC) Approach, a model adopted from Australia; First female to be appointed as Secretary General for Port Management Association of Eastern and Southern Africa (PMAESA) and Executive Secretary for Pan African Association of Port Corporation (PAPC); improved and retained PMAESA membership of the 25 member countries. Introduced a revised funding model for PMAESA; implemented collaborative initiatives and introduced Port Awards for Eastern and Southern African Ports. Formed part of various continental and international committees in the maritime sector; improved safety, operational efficiencies and reduced the cost of business through the implementation of Lean Six Sigma.

BY JESSIE TAYLOR

Empowering women through sports: South Africa’s inspirational role models

South Africa has been gripped by the success of its women soccer stars, as Banyana Banyana won their first Women’s African Cup of Nations title. The team will now automatically qualify for the World Cup. On their return home, President Cyril Ramaphosa applauded the players, saying the hearts of South Africans are filled with pride. “Welcome home, champions of Africa. You are the Golden Girls of our country. You are the queens of Africa," President Ramaphosa said.

The win will hopefully highlight the exceptional sporting talent of South Africa’s female players, Banyana Banyana head coach Desiree Ellis says - and this will serve to encourage more girls to take up sports. No stranger to accolades in her own right, Desiree won the African Coach of the Year award for the third time at the Confederation of

African Football (CAF) Awards in Rabat this year. Research led by UN Women and the Sport for Generation Equality Initiative has shown that sports have the power to drive gender equality by teaching women and girls skills like teamwork, self-reliance, resilience, leadership and confidence. These in turn can reduce inequality between

men and women in many other spheres of life; it can encourage female leadership in the workplace, reduce genderbased violence, and also promote women’s equal economic participation. South Africa has numerous inspiring sportswomen garnering acclaim on the inspirational sports arena.

TOP

Lara van Niekerk, swimmer

South Africa’s first gold medal at the Commonwealth Games in Birmingham went to 19-year old Lara van Niekerk, who won in a Games’ record of 29.73 in the 50m breaststroke - a record she’d already broken twice in the preliminary stages of the Games. Just days later she added to her tally by winning the 100m breaststroke.

Lara is no stranger to the podium having come third at this year’s World Aquatics Championships in the 50m breaststroke, which earned her a place in the Commonwealth Games squad.

Noxolo Cesane, soccer player

Striker Noxolo Cesane made a name for herself at the recent Women’s African Cup of Nations, as she showed her skill against hosts Morocco to secure the win. Hailing from Gugulethu, she learnt to play soccer on the streets with boys in her neighbourhood. Although she was unable to afford soccer boots when she started playing club soccer, Noxolo has gone on to represent South Africa at U17, U19 and U20 level along with her twin sister Sinoxolo, before being called up to the national side.

Nolusindiso Booi, rugby player

The Springbok Women’s captain grew up in a rural village in Eastern Cape, but found the sport helped her to build the confidence to lead her team at an international level. Nolusindiso believes the sport has taught her the value of teamwork, discipline, and hard work.

She is known for her strong leadership skills and a determined attitude, as well as being an excellent player, and has participated in two Rugby World Cups and has also represented the Springbok Women’s Sevens team.

Here are six South African women, breaking down gender barriers through sport:

"Madiba recognised that sport unites people"

BY JESSIE TAYLOR

Kgothatso Montjane, wheelchair tennis player

This Limpopo-born tennis player has made a name for herself on courts around the world, boasting incredible talent as both a singles and doubles player. Holding the top ranking on the continent, Kgothatso has also played Wimbledon finals for both singles and doubles. After going through a single amputation below the knee at the age of 12, she began her tennis career at the age of 19, when she received the equipment necessary for her to play wheelchair tennis. She has since gone on to be named South Africa’s Sportswoman with a Disability of the Year seven times.

Bongiwe Msomi, netball player

Bongiwe Msomi grew up in the township of Hammarsdale in Durban, where she had the daily tasks of hauling buckets of water home and collecting for her family. The sport has enabled her to transform her life, and that of her single-parent-headed family, by giving her the income to upgrade their living conditions and providing her with a university education.

She played her first netball game at the age of 16. She started with borrowed kit, not having any shoes or training gear of her own and has since gone on to play in leagues in England and Australia. But her dream is to provide today’s generation of teens with someone they can look up to and learn skills from.

TOP

Madiba recognised that sport unites people - but it also has the potential to create gender equality and uplift women. Playing sport teaches the values of teamwork and leadership skills, while promoting health and education. Through witnessing the success of sportswomen, girls can aspire toward their own dreams.

Tatjana Schoenmaker, swimmer

Tatjana Schoenmaker showed remarkable potential as a teenager, winning multiple medals at the African Games and the World Student Games. After falling short of qualifying for the Rio Olympics by 0.01 seconds, she came back to the Olympic stage with resounding success in Tokyo. She won a silver medal in the 100m breaststroke and set a world record and won gold in the 200m, becoming the first woman to break through the 2:19 barrier in the 200m.

After her outstanding performance, Tatjana said that the Olympics had changed her life, leaving her standing as proof that anyone can change their life.

Africa has numerous inspiring sportswomen garnering acclaim on the inspirational sports arena."

Sources: http://tatjanaschoenmaker.com/ https://www.athletesvoice.com.au https://supersport.com https://www.bbc.com https://www.kgothatsomontjane.com https://www.researchgate.net https://www.rugbyworld.com https://www.unwomen.org https://www.news24.com https://www.iol.co.za https://www.springboks.rugby https://www.unwomen.org https://ewn.co.za https://www.timeslive.co.za https://www.dailymaverick.co.za

"South

BY JESSIE TAYLOR

Celebrating 7 trailblazing women revolutionising their fields

Women’s month offers us an opportunity to not only reflect on the women who have shaped our country’s past and present but also on those women who are working toward a better future.

There are numerous South African women leaders who are creating positive change, taking their place in the boardrooms of the business world and driving innovation across technology-based sectors. Others are achieving international acclaim for their talent, dedication and hard work, forging paths for the next generation to follow.

But their impact goes beyond the achievements celebrated today. Seeing women role models encourages young girls to step outside of stereotypes and enter fields they may have otherwise

not considered. This is essential for encouraging full economic participation, particularly in science-based fields and other areas in which women are underrepresented.

South African women, young and old, are fortunate to have several leaders to draw inspiration from and PSL highlights just some of the trailblazing South African women making their mark in the world.

Arlene Mulder

Arlene Mulder has made a name for herself as a trailblazer in the Coding and Technology sector, having founded the non-profit organisation WeThinkCode. She left her job as an investment banker to create the organisation, which today works to unlock the potential of Africa’s youth by nurturing tech talent and encouraging the growth of tech skills.

A technology lover, Mulder believes in advancing Africa’s digital problem-solving capabilities while making education more accessible on the continent. She has also established BiB, Africa’s first audio library app, to keep Africa’s rich storytelling heritage alive, as well as the platform Toybox, which aims to help people with great ideas bring those ideas to life. She is currently a global ambassador for startup competition “She Loves Tech” and was awarded the Forbes Woman Africa Technology and Innovation Award in 2019.

Nneile Nkholise

This South African innovator is the founder of iMED Tech- a company that produces medical prostheses and bio-implants. Started in 2015, the company uses medical 3D printing applications to develop custom prosthetics for those who have lost limbs due to accidents, cancer and other diseases.

Nkholise was named as the top female innovator in Africa in 2016 and 2018, she also made it onto Forbes Africa’s 30 under 30 lists. She has since pivoted from mechanical engineering and biotechnology to animal husbandry. In 2018, she founded 3DIMO, a company that aims to improve the traceability of livestock. She is a Harambean member, an alliance of entrepreneurs focused on building Africa’s future, and has been awarded a SAB Foundation Social Innovation Award.

Ntsiki Biyela

Ntsiki Biyela is South Africa’s first black female winemaker and is the Director of Aslina Wines. The company was established in 2016, named in tribute to her grandmother, and distributes her premium wines globally.

She grew up in a rural KwaZuluNatal village and first worked as a domestic worker on completing her schooling. However, she was awarded a scholarship to study winemaking and went on to take the industry by storm. She was appointed head winemaker at Stellekaya Wines before starting her own brand.

Biyela was awarded the Wine Harvest Commemorative Event Diversity and Transformation Award in 2021 and has received global recognition from the Sakura Awards in Japan and South Africa’s Michelangelo International Wine & Spirits Awards.

BY JESSIE TAYLOR

In 2017, she was listed in the world’s top 10 Most Innovative Women in Food and Drink by Fortune’s Food & Wine. She was also named South Africa’s Woman Winemaker of the Year in 2009 and has been a finalist for the Most Influential Women in Business and Government award twice.

education and technology. WomHub aims to accelerate female-led entrepreneurship in STEM fields.

Moosajee describes herself as passionate about developing STEM, fostering growth, gender parity, leadership & prosperity in emerging economies, developing & mentoring the next generation of leaders and engineering better societies. She was named as a Forbes Magazine Top 20 Young Power Women in Africa in 2014 and is a Global Future Council Member with the World Economic Forum

on some of the world’s most renowned opera stages. Having always sung at home with her family, Yende was inspired to learn opera at the age of 16 and asked her high school teacher to teach it to her.

In 2016, she released her debut album "A Journey" for Sony Classical. She has since released a second album, with a third solo album in the making.

Naadiya Moosajee

While studying towards a civil engineering degree, Naadiya Moosajee founded SAWomEng- a non-profit organisation aimed at attracting, developing and nurturing the next generation of women engineering leaders. The social enterprise grows girls in STEM and women in engineering in multiple countries and won the award of "Best NGO" at the Top Women Awards in 2013.

She is also the Co-Founder of WomHub, an innovative start-up creating gender parity through

Pretty Yende

Born in the small town of Piet Retief, Mpumalanga, Pretty Yende has become a global sensation for her acclaimed operatic and solo performances worldwide. She debuted at the Latvian National Theatre in Riga as Micaela in Carmen and has gone to perform

She has raked in several accolades, including the South African Order of Ikhamanga in Silver, for her excellent achievement and international acclaim in the world of opera and for serving as a role model to aspiring young musicians. She has also been awarded the Italian Knighthood, Ordine Stella d’Italia, for her work in building extraordinary relations between Italy and other countries. She is the youngest South African ever awarded this accolade.

"Finding solutions requires new thinking from passionate leaders"

Dr Marais has received numerous awards, including the 2015 L’Oreal-UNESCO International Rising Talent Award. In 2020, she was among the top five global finalists for Women in Tech’s Most Disruptive Women in Tech Award

completed a fellowship for the Council of Neurosurgeons of South Africa in 2017, at the age of 29. She was commended by President Cyril Ramaphosa in 2017, during his Presidency Budget Vote in Parliament’s National Assembly. He praised her as an inspiration and highlighted her courage and determination. Aside from her work as a neurologist, Dr Jilata mentors young black women to become the next generation of neurosurgeons and works to bring science to communities.

Adriana Marais

Dr Adriana Marais is a director at the Foundation for Space Development Africa, an organisation aiming to send Africa’s first mission to the Moon. In this role, she aims to inspire African youth to ‘reach for the Moon’ through education, science and space exploration.

Her passion for space exploration saw her named an astronaut candidate with the Mars One Project. She is a member of the Faculty at the Singularity University, where she shares her research in quantum biology, technology required to sustain terrestrial life on Mars, space exploration and how space exploration technology can be applied on Earth.

She has a PhD in Quantum Biology from the University of Kwazulu-Natal (UKZN) and is currently designing a blockchainbased economic system for a second PhD.

Dr Ncumisa Jilata

Dr Ncumisa Jilata is the youngest neurosurgeon in Africa and has come a long way from her hometown of Mthatha in the Eastern Cape to her rooms at Morningside Mediclinic in Johannesburg. She is only one of five black female neurosurgeons in South Africa and just over 240 in Africa. Her work sees her treat brain conditions such as brain tumours and the effects of strokes, as well as conditions of the nervous system.

Dr Jilata started her medical education at Walter Sisulu University (WSU) and completed her specialist training at the University of Pretoria. She

Finding the solutions to the problems faced by our society requires new thinking from passionate leaders – and many South African women are stepping forward to create new opportunities and possibilities. Each of these women is not only creating a positive change in their sector and community, but they are also serving as role models who can inspire today’s youth to take up the mantle of tomorrow’s leaders.

Sources: http://www.sawomeng.org.za/ https://africanews.space https://brandsouthafrica.com https://prettyyende.com/biography https://singularityusouthafrica.org https://www.adrianamarais.org https://www.capetalk.co.za/ https://www.dailymaverick.co.za https://www.forbes.com https://www.linkedin.com https://www.mediclinicinfohub.co.za https://www.theceomagazine.com https://www.thehrdirector.com https://www.theworkspace.co.za https://www.weforum.orgbusiness-excellence/ south-african-successful-women/

BY JESSIE TAYLOR

Building future female entrepreneurs: Three programmes providing women entrepreneurship skills

While women entrepreneurs play a vital role in the South African economy, they still face numerous barriers. Partnerships which provide women the skills they need to succeed as entrepreneurs increase their economic opportunities and have far-reaching implications for job creation and economic activity.

According to the latest Mastercard Index of Women Entrepreneurs, women account for less than 20% of business owners in South Africa. Despite a slight increase in female entrepreneurship since 2019, the index showed that South Africa is making slow progress in increasing these numbers. The ratio of male to female entrepreneurial activity was estimated at 1.14 (10.9 men for 9.6 women) in 2019.

If this ratio is increased, the country stands to reap significant gains, especially with estimates that women-owned businesses established since 2018 could generate as much as R175- billion a year and create close to one million jobs.

The country has made some noticeable gains in encouraging entrepreneurship among women, and this will be accelerated in public and private partnerships to dismantle the obstacles women entrepreneurs face. Here are three programmes working to empower young women entrepreneurs:

SheTradesZA

This programme by International Trade Centre, in partnership with the Department of Small Business Development and the Small Enterprise Development Agency (SEDA), aims to empower womenowned enterprises to increase their international competitiveness and connect to national, regional and global markets through the SheTradesZA Hub.

The SheTrades Initiative was established by the International Trade Centre to address the barriers women face in accessing economic opportunities. SheTrades works to connect millions of women entrepreneurs to markets while promoting their full participation in international trade.

Through the SheTradesZA platform, women-owned businesses and corporations will benefit from a wide range of opportunities to expand their businesses and advance women’s economic empowerment.

The programmes offered by the platform include free e-learning and capacity building, as well as improved access to investment for women-owned enterprises and promote business opportunities. Women also receive support to attend national, regional and international trade fairs.

Business that qualify must be at least 51% owned, managed, and controlled by women and at least 50% owned by a South African citizen. The women who participate in the SheTradesZA

Programme must be active participant of their business on a day-to-day basis.

The SheTradesZA hub supports strengthening the business skills and competitiveness of at least 10 000 South African women entrepreneurs over a fouryear period. The Hub’s primary objective is connect at least 50 000 women-owned businesses to markets.

For more information, visit www. shetrades.com or www.dsbd.gov. za/programme/shetradesza.

Academy for Women Entrepreneurs South Africa

The Academy for Women Entrepreneurs (AWE) gives enterprising women the knowledge, networks, and access they need to launch and scale successful businesses. The programme is run in partnership with the US Diplomatic Mission to South Africa and Africa Women Innovation and Entrepreneurship Forum (AWIEF).

AWIEF is a women’s economic empowerment organisation that supports women entrepreneurs in Africa to grow their businesses and fulfil their potential. Its mission is foster women’s economic inclusion, advancement and empowerment through entrepreneurship support and development.

Through AWE, participants learn core business skills and are linked with experienced mentors. AWE is an initiative of the US State Department’s Bureau of

FUTURE FEMALE ENTREPRENEURS

BY JESSIE TAYLOR

Educational and Cultural Affairs (ECA) and supports the US National Strategy on Gender Equity and Equality.

By giving women the tools and confidence they need, the AWE programme is generating income and creating jobs in women-led businesses, driving local prosperity in more than 80 countries worldwide.

More than 100 participants in Bloemfontein, Cape Town, Durban, Johannesburg, and Pretoria are selected annually to participate in the training, mentoring and support programme. During the programme, women business owners will be supported in developing and refining their business plans.

The programme is presented via an online training platform for women’s entrepreneurship developed and gives women access to virtual business management training and mentorship sessions. They are also able to access Networking and peer-learning opportunities with like-minded entrepreneurs. Those who complete the programme will also be invited

to join an alumni network, which provides access to a robust network of support, including follow-on business opportunities, potential seed funding, and a vast network of like-minded and highly regarded entrepreneurs. The training is designed for women between the ages of 21 and 35, who have a feasible business idea or have been in business for no more than two years. The entrepreneur will need to be able to participate in weekly group sessions and must be able to commit at least five hours weekly to the training. For more information email info@ awieforum.org or visit www. awieforum.org.

Girl Code

GirlCode is a non-profit organisation aimed at empowering women through technology. The organisation is built on the belief that the more women get involved with technology, design, development and leadership, the more successful and diverse

companies and their products will be in the future.

One of GirlCode’s programmes is the GirlCoder club - a nationwide network of free, volunteer-led, weekend coding clubs designed for primary and high school girls interested in pursuing STEMrelated careers. The club also gives girls access to career days, during which they are exposed to tech companies, and mentors. GirlCode goes to primary and high schools, to educate and train young, disadvantaged South Africans, to educate them on the importance of learning to code.

The organisation offers support to any women or girls looking to become developers or programmes, and encourages skills development in logical thinking, creativity and interdisciplinary understanding, among others.

GirlCode also hosts an annual hackathon, which champions female entrepreneurship,

supports innovative ideas and drives gender diversity in the start-up and technology industry. The hackathon is the biggest female-only hackathon, and the winners are given opportunities to engage with global tech players.

The organisation also runs a Digital Literacy Programme, which teaches unemployed township women the basics of the MS Office suite, especially Excel, so that they can apply for jobs in fields such as data capturing or secretarial work. For more information, visit girlcodeza.co.za

Sources: http://www.dsbd.gov.za http://www.seda.org.za https://eca.state.gov https://girlcodeza.co.za https://newsroom.mastercard.com https://www.awieforum.org https://www.gov.za https://www.hustlersnetworking.co.za https://www.linkedin.com https://www.news24.com https://www2.deloitte.com

"Women-owned businesses established since 2018 could generate as much as R175-billion a year and create close to one million jobs"

Moving Mountains - storing vital information and valuable assets from

cradle to grave.

Takalane Khashane - Iron Mountain Managing Director (Country Head), SA

Having taken leadership roles in different companies which focussed on the movement and accumulation of information, Takalane Khashane is now the Managing Director of Iron Mountain SAan organisation which stores valuable assets for millions of people across the globe - and destroys that which is no longer needed. Ten months into her new role, Takalane has seen some major milestones in the company and is excited to see how Iron Mountain can touch and improve the lives of different people without them even realising it.

With a proud 70-year history, please give an overview of Iron Mountain’s journey and the services you offer?

Iron Mountain started just after World War 2, when many people had fled from European countries to the U.S, and had a lot of personal documents, valuable jewellery, art, family pictures and other valuable assets they didn't want to lose as they had no homes. Our first storage space was inside a mountain - hence the name.

Between the 1950s and early eighties, we were providing basic paper or physical goods storage. But later on in the 2000s we started becoming digital as well. Now we are not only storing physical assets, as technology has made things easier with scanning, digitisation and with environmental awareness growing. However, different industries have different requirements, some require paper to be kept for several years and there are documents that you can't destroy for more than 20 years, such as title deeds. So, we keep a physical copy

that is in storage and a digital copy stored also in the cloud. We do end-to-end asset protection from cradle to grave. We also specialise in e-waste disposal.

Post-COVID-19, most companies have moved towards digitisation and they were forced to do so because many people are working from different homes and there’s one document that needs to be signed and sent digitally. Our last survey showed that 93% of organisations are now saying digitisation is a priority in terms of their business strategy.

The kind of era that we live in is exciting, because you can see all this happening and we have more of our customers that are downsizing from ten-storey buildings to using only two floors because the working environment is hybrid, as most people work from home and only occasionally come to the office. There’s no need for big buildings and we work with them to ensure that they can keep the documents they need, shred what they don't need and digitise what needs to

be digitised. So it's really around partnering with them, sitting with them, understanding what their requirements are.

What services does Iron Mountain offer to the public sector?

We assist the South African government in digitising what is referred to as e-government. For example, if someone was sick the day before, and was helped by the Department of Health, you should be able to know that it's the same person when they're applying for something such as passports or housing, in other departments.

Please describe your role as Managing Director of Iron Mountain SA

It’s a very exciting job because as a Managing Director, it's really about making sure that the organisation is growing, profitable, sustainable and that the shareholders are getting a return-on-investment.

What have been some of your major milestones?

Two of my milestones during my 10 months’ tenure have been changing the way the staff identify as being part of a global company - and most importantly, which we’re very proud of, was to move from a level two B-BBEE to level one.

How would you describe your leadership style?

It’s collaborative and inclusive. The more diverse the team is in terms of race and gender, the better. The inclusion of people from different backgrounds, with different education is important to me.

What are the major trends you have noticed in your sector over the last 5 years?

When I joined this sector I realised that there’s a need to manage information - and we have POPIA, which came into effect last year. We started looking at what we do with the information because not only are we managing our information, we're also managing our customer's customer's information and the protection of personal information is not just for South Africa, but across borders. So, when we do this digitisation of information for global companies, we also look at the laws that govern the information crossing borders.

Iron Mountain’s business solutions cover a range of industries. Are they all completely different or are there some similarities?

We don't have limitations in terms of industries or sectors because everybody wants their information to be stored. There are no specific government departments that we serve - with POPIA in South Africa, one needs to have an information policy or governance in terms of how the information is managed.

Are partnerships an important part of Iron Mountain’s strategy? Definitely! We have to work in partnerships with other stakeholders because we cannot do everything. We use the information that's already there. We're not creating anything and partnering with organisations that have data centres, such as Amazon and Microsoft helps us deliver our mandate.

Do you have a message for our readership?

All the documents or data that you touch or that you work with in your organisation has some sort of footprint in terms of the information in it. So the message would be: manage your information, ensure you have your information governance policies and know what part of the information needs to be stored offsite, what can be stored onsite and also what can be digitised.

Contact details: Phone:086 147 6668 Website: ironmountain.com/za

Allowing other

Meet the Railway Safety Regulator’s CEO women to shine:

Regulator’s Acting CEO for

years, in a career that various countries on the continent, and in the United Kingdom.

understanding of the transport issues and some of the solutions - in some instances very innovative”. Having begun as the Railway Safety Regulator’s Chief Operations Officer, the discipline and humility she learned from her parents is evident in the pride she takes in the Regulator’, while recognising the collective effort it took to obtain it.

The former HOD in the Eastern Cape’s Transport Department was instrumental in the development of the Public Transport Integrated Master Plan.

Q. What are the key services offered by the Railway Safety Regulator (RSR)?

continue working on

A. We are established in terms of the Railway Safety Regulator Act, which stipulates that the role of the body is to oversee safety in the railway transport industry, promote the use of rail as a mode of transportation, and develop any regulations that are required in terms of the act, which includes monitoring and ensuring compliance. with the Act and its Regulations.

What is your vision for the RSR?

A. My vision for the Regulator, which is guided by the overall vision that is articulated in our strategic documents, is to have safe, reliable and sustainable railway operations which are recognised globally. That is important because of the environment within which we operate.

Of our workforce, 52% are female. We’ve done a lot of work to advance this part of the transformation agenda

At a personal level, if you look at our record in the last couple of years, we’ve been very effective in ensuring there is clean governance and that’s demonstrated through our audit outcomes and ensuring that the business is run well.

Much of what we’ve done is really inward looking in terms of putting in place the foundation - we can’t lose that. Looking forward ,what is important is to ensure that those who interact with our services begin to feel that we do have an impact and we’re positively impacting the railway space and improving safety levels. What is also important is to ensure that we establish ourselves as global leaders. We have been strengthening our research capacity so that we can add to the body of knowledge, but also to help us become thought leaders in terms of safety management.

Q. Please comment on the role of women in male-dominated industries, including your own.

A. We must recognise the progress we’ve made in various sectors.

While there may be a few barriers to entry, which may not necessarily be institutional, I think as a country we generally are supportive of transformation and having more women in every sector. But there remain some societal expectations and beliefs that may hinder the rate of transformation.If you look at 2 of the three public sector operator’s, 2 have female CEO, in this case Transnet Freight Rail and Bombela Operating Company which operates the Gautrain. And, of course, you’ve got me here at the Regulator. We’ve made a lot of progress as the RSR, in particular; of our workforce, 52% are female.

We’ve done a lot of work to advance this part of the transformation agenda and at the executive committee level, we have a 50/50 split. What is important to note is that when you have more women in the sector, it influences the sort of decisions we make around the work space and how suitable they are for women. We have a little bit more consideration about that. We are also a little bit more considerate about the experience of a woman in the rail system.

Q. What excites you about your role?

A. We know that the passenger rail system serves the poorest of the poor in South Africa, particularly Prasa. It serves the majority of our rail users. For me to know that I can contribute to making that journey to work safer is a great source of inspiration. Every morning when I think about my work and how I should approach it, I consider the state of rail affects, especially the poor communities.

Q. What exciting plans do you have for the coming year?

A. We are looking to roll out some of the activities for the Safety Risk Model (SRM). We had a team go to Australia to take some lessons from the development of their own model. One of the things that’s come out of the rail policy, that the Regulator has to put together, is what we call a Risk Matrix. Because it is very much aligned to the work on the SRM, we decided to set the goal of delivering in the current year. We are in the process of getting our Annual Performance Plan amended in order to include that.

Q. Do you have an inspirational message for our readership?

A. It is important that we lift one another. Allowing another woman to shine doesn’t take away your own shine. We can all shine in our own way. As we go through Women’s Month we must support one another, professionally and otherwise. n

Contact

Head Office: Building 4, Waterfall Point Office Park, Corner Waterfall and Woodmead Drive, Waterfall City, Midrand, 1685

Tel: +27 10 495 5391 Web: rsr.org.za

Q.

MOPANI TVET COLLEGE

Turning the spotlight on the women in engineering

With engineering being considered a male-dominated industry, Mopani TVET College plays an important role in changing such perception by providing women equal opportunities in engineering, and for all employees to showcase their competencies and skills to inspire the upcoming women engineers.

This College has been employing women as facilitators and/or lecturers in various workshops and fields like Civil, ERD- and Electrical Engineering, IT and NATED Engineering programmes. The current ratio of males to female lecturing staff at Sir Val Duncan Engineering Campus is 37:16. In doing so it has brought awareness and recognition to the fact that engineering is not only for males.

Ms Petronella Mudau attached to the Civil Engineering faculty at Sir Val Duncan Campus is one of the women who was recently appointed as a facilitator to teach Bricklaying. “I always knew that what I wanted to do was engineering - one way or another. While growing up I saw many women choosing either humanities or social science. I then encouraged myself that I want to be different and went straight to engineering” said Mudau. She added that she is happy to be part of women in

engineering who are shaping the world of future artisans in the TVET sector.

“When I was doing my first year at the University of Technology, the majority of students and instructors were males. Here at Mopani TVET College, it is different. It is so refreshing that there is so much change in that young talented women are afforded an opportunity to lecture. It helps to demystify the perception where people see a female first before they realise that you are an engineer. Many young females are joining the sector and being taught by other females encourages them to do their best during their studies,” she said.

These sentiments were also echoed by Lotanang Tracey Sikhwari, a female facilitator in Diesel Mechanics who said: “I love showing my students, especially females, how diverse engineering is and how cool it is to be a woman in this industry.”

Sikhwari has been with the College for three years and her duties, amongst others, include offering hands-on instruction in an engine lab or auto shop

and teaching the principles of diesel engine repair and maintenance in a classroom setting.

Mopani TVET College women are fit to lead

During the Foskor F21 marathon on Saturday 30 July 2022, three of Mopani TVET Colleges’ female employees proved their fitness running the 10km and 21km, respectively. The F21 marathon is the second largest paying half marathon hosted in South Africa. The six women who participated in the marathon were; Maluleke Y, Mashabane LS, Maenetja RT and Mongwe DS who ran the 10km race and Mojela JM and Mathebula MT who ran the 21km half marathon. Seven of the college male staff also participated.

The college also hosted the 9km waterpoint for this event and the team spirit displayed by the college management, staff and student representative council encouraged the runners to finish strong. The waterpoint was along the R71 on route next to Namakgale township to Phalaborwa town.

Female artisans finish their trade testing for Centre of Specialisation apprenticeship programme

Seven female artisans of Mopani TVET College in the Diesel Mechanic trade have recently completed their trade testing and passed. These women form part of the first group of Centre of Specialisation apprentices who have been resulted as competent in Diesel Mechanics. The female artisans are LS Mboweni, MN Matokane, TM Malesa, SM Moagi, K Ngobeni, T Pilusa and M Mhlanga.

Women who are part of Mopani TVET College management

The Mopani TVET College is proud that three of its seven senior managers are female. The Phalaborwa Campus Manager is Mrs AP van Niekerk who has been with the college since 1993. The Deputy Principal Corporate Services, Ms MC Ramosibudi started her service at MTVET in 2018 and in 2010 the acting Deputy Principalz Finance, Ms LM Selala joined the staff complement of this institution.

Contact details: Corporate Office Corner Haarlem and Combretum streets Phalaborwa 1389

Tel: 015 781 5721 / 5 administration@mopanicollege.edu.za www.mopanicollege.edu.za

Developing the KZN economy through research

The Moses Kotane Institute

The Moses Kotane Institute (MKI) aims to be a global leader in research playing their part in the development of KwaZulu-Natal’s economy. The Institute develops “practical research-based solutions on priority sectors.”

MKI assists the government to adopt digital technologies and innovative solutions. It promotes integration, developing inclusive growth and contributes to job creation. It recognises the digital divide and through the digital revolution seeks to ensure a socioeconomic benefit for KwaZulu-Natal residents.

Its other objectives include:

• Eradicating the digital illiteracy for government departments;

• Narrowing the digital divide amongst citizens and government;

• Promoting digital skills development;

• Promoting digitisation of small businesses to work efficiently with government and citizens;

• Expanding development and inclusiveness of digital projects within rural communities;

• Coordinating business activities efficiently between public and private sector, lastly,

• To increase connectivity within the province

Please could you tell us about the mandate of the Moses Kotane Institute.

The Moses Kotane Institute is an entity of the KwaZulu-Natal Provincial Government through the Department of Economic Development, Tourism and Environmental Affairs (EDTEA), with a mandate to conduct world class research to respond to the needs of the provincial economy.

How does the institute promote innovation and technology?

The Institute’s role is to coordinate innovation activities on behalf of the province, and it

encourages innovators to be entrepreneurs and entrepreneurs to be innovators. This is done through lectures, dialogues, summits, competitions and enabling platforms such as digital centres, innovation awards, etc.

Please could you tell us about the Moses Kotane Institute Research Fund

The MKI Research Fund is a grant for researchers and innovators focusing in the scientific and technological fields, for the purposes of economic development.

Why is it important for policy development and service delivery to be backed by research?

The research we conduct on priority economic sectors assists the province in responding to economic needs, and to develop sector specific interventions that contribute to economic growth and development. The research projects we embark on entails collection of data; documentation of critical information; and analysis and interpretation of that data/ information, in accordance with suitable methodologies set by specific professional fields and academic disciplines.

What are the Digital Centres and how can they benefit communities?

The Digital Centres are a catalyst in fast tracking activity for economic development in rural and township areas. KwaZulu-Natal is a province rich in academic and technological excellence and most Digital Centre’s or electronic and manufacturing companies in KwaZulu-Natal are positioned within urban areas thus, the need to re-position Digital Centres in townships and rural areas is pivotal for socio-economic development in peripheral areas. These centres are providing the key services to entrepreneurs and innovators to establish themselves and ICT infrastructures for digital skills development.

MOSES KOTANE INSTITUTE

The Objectives:

• To provide access to information and infrastructure

• To conduct ICT training and enterprise development

• To coordinate and support ideas to commercialisation

• To enhance support for innovators and entrepreneurs

• To promote innovation and technology activities

• To drive innovation at the local level

What are the hackathons and what is the objective behind them?

A hackathon is an initiative that brings together young IT experts to create and build new solutions and programmes. The objective of a hackathon is to create solutions to community challenges by providing a platform for innovation, discourse, and the sharing of information. Young developers and IT experts participate in MKI hackathon challenges to create digital solutions to ignite innovation and advance entrepreneurship in the youth of KZN.

How do you plan on celebrating Women’s Month?

Amongst the many plans for celebrating women's month, there are 2 events that we plan to either host or partner with other stakeholders.

On the 11th of August we will be hosting a Women in Innovation event at our Durban – La Mercy – Offices.

Themes:

• Championing and uplifting women in innovation.

• Uplifting women – enriching humanity.

Discussion:

How to create an enabling environment for brilliant women spearheading, building,

launching, or facilitating the creation of products, services, and experiences that are inventive and commercially successful.

Objective: Women are powerful agents of change, and the farreaching benefits of diversity and gender parity in leadership and decision-making are increasingly recognized in all spheres.

Still, women continue to be vastly under-represented in decision-making in politics, businesses, communities and more especially in the innovation & technology space.

On the 24th of August we have partnered with SAIMA to host the IMBOKODO IN MARITIME TRANSFORMATION AGENDA“In Conversation with Men”

MOSES KOTANE INSTITUTE

MOSES KOTANE INSTITUTE GRADUATION 2021

The Moses Kotane Institute rolled out a digital skills development programme in the 2020- 2021 financial year. The digital skills development programme aims to address the skills gap and capacitate youth, SMMEs and innovators with relevant skills required in the current economic

landscape. The need to provide training on digital skills and entrepreneurial skills to unemployed youth, SMMEs and innovators is necessary to create economic opportunities in rural and township areas of KwaZuluNatal. Against this backdrop MKI hosted a certification programme to recipients who have successfully completed the various training programs

that have been offered by MKI. A total of 290 learners from the ages of 18-35 years were awarded their certification for completing the MKI capacity development programmes at the MKI Digital Centres in Kokstad, Mandeni, uPhongolo, UMfolozi and OKhahlamba.

Managing risks and minimising their impact Mosidi Shomang

Shomang Brokers and Shomang Re are part of the Shomang Group, a service-driven risk management and advisory group. It is a 100% black woman-owned company.

Shomang Brokers was established in 2011 with the focus on working with clients to preserve what matters most to them. They do this by providing professional advisory services on how to structure risk transfer using insurance, intermediary services which includes placing the business, administering, reporting, renewing the portfolio and managing claims.

Shomang Re, which is a reinsurance broker, was established in 2019. Its role involves structuring suitable reinsurance cover that suits the exposure of the client. The two companies are authorised Financial Services Providers, registered with the Financial Sector Conduct Authority.

What services does Shomang Group offer; which sectors do you work in and what growth trends have you noticed?

At Shomang Group, we’re specialists in reinsurance and insurance broking service. Our group of companies delivers simple, userfriendly risk management services that bring robust protection to our clients.

We provide risk and insurance solutions to state-owned companies, state entities, municipalities, commercial businesses, and personal clients.

How important are partnerships to Shomang Group?

Insurance is a tool to transfer risk. In order to understand clients’ needs and be able to provide excellent advice on how best to address the risk, we need to partner with them. Partnerships enable us to understand their risk exposure, and be able to work together in developing models that will suit individual and unique circumstances.

Do you have an inspiring message for businesses out there still recovering from the pandemic?

I believe that South Africans are a resilient nation. Despite the challenges brought about by the pandemic, they will rise again. As businesses we always have to remember the reasons why we opened the business in the first place. We can learn from history and prepare ourselves much better for such events. That is part of managing risk. Shomang Group of companies are here to work with different business and government structures to address risk exposures and implement insurance solutions that will minimise the impact.

Contact details: Unit G5

Greenstone Office Park Emerald Boulevard Street Greenstone Hill 1609

011 452 4662 info@shomanggroup.co.za www.shomanggroup.co.za

BY SINAZO QIQA MKOKO

Deputy Chief Justice Mandisa Maya will serve as a beacon of hope for scores of young women in South Africa

From 1 September, the Republic of South Africa will have a new Deputy Chief Justice. This comes after His Excellency, President Cyril Ramaphosa, appointed Madam Justice Mandisa Muriel Lindelwa Maya, who currently holds the position of President of the Supreme Court of Appeal, as Deputy Chief Justice.

President Ramaphosa made the appointment in accordance with Section 174(3) of the Constitution of the Republic of South Africa.

He stated: “Justice Maya will contribute to the ongoing transformation process of the Judiciary. Her ascendancy to the apex court will serve as a beacon of hope for scores of young women and make them believe that South Africa is a country of possibilities regardless of gender, social or economic circumstances.”

Born in 1964, in the rural town of Tsolo in the Eastern Cape, Justice Maya is the first woman to hold the positions of Deputy President and President of the Supreme Court of Appeal and brings more than 20 years of experience in a distinguished career as a judicial officer. She was the only woman who was interviewed for the Chief Justice position earlier this year. Justice Maya is admired by many for her stance in ensuring justice for all, particularly the marginalised groups and here we’ve highlighted a few.

The use of indigenous languages in courts

During her interview for the position of Chief Justice, the public learnt that Justice Maya had made history by writing a superior court judgment in isiXhosa. When asked what inspired her to write the judgment in the Afriforum and UNISA case in both English and isiXhosa, she shared that it was a former Commissioner of the Judicial Services Commission who ignited her conscience around issues of cultural identity, and the languages we are losing. “Our children hardly speak our language. In fact, we do not speak our languages. We cannot even finish one sentence, in our mothertongue, without infusing English or some other language,” she said.

“I was inspired by a question he had put to me during one of my interviews about what we can do to save our dying cultures and I had always read Constitutional Court Judges’ written [sic], especially by Justice Froneman, who used to make a point of having dual language judgments, whenever the opportunity arose for him and I would envy that so much. And when this judgment came along, this matter came along, I thought it was a perfect opportunity to write in isiXhosa and I did, but we sat together in the matter and I had indicated at a conference that colleagues, I’m going to do something that has never been done before.” - Justice Maya.

Gender-Equality

When asked whether South Africa was ready for the appointment of a woman as Chief Justice, she told the committee that while she fully appreciated the sentiment behind the question and respected it, she didn’t think it was a proper question to ask because it implied “all sorts of negative things”.

“South Africa has always been ready to have a female Chief Justice, at inception, as you point out, we had strong capable women in the Constitutional Court.

“So, there’s never been a shortage of women who could take up leadership in any of the realms of this institution of ours. And, I tell you this, that question actually annoys a lot of women and I’ve had people ask, was it ever asked if South Africa is ready for a black Chief Justice and, if not, why? Why are we asking about it, about women [sic] as if we are this homogenous, this special group that needs to be done a favour just to keep checking if they are ready and then at some stage we think, oh, maybe, maybe now. No, that’s not who women are. We are as capable as men, I need not say that, I need not say that, JP”Justice Maya

Gender-Based Violence

In her speech at the Gender-Based Violence and Femicide Summit in 2018, Justice Maya told genderbased violence survivors that she

was ashamed that she was part of the society and the justice system that visited horrendous pain upon them. “I am tremendously proud of your courage and bravery,” she said.

“How have we been able to carry on as a functioning society after the horrific rape of 9-month-old baby Tshepang from Upington by a group of adult men in 2002? Just yesterday, the KwaZulu-Natal High Court imposed three life terms of imprisonment against a father who raped his young daughters. Many examples of these atrocious incidents abound and they continue unabated. And more frightening is the fact that many more of these acts occur behind closed doors and remain unreported and undocumented for a whole variety of reasons.”Justice Maya

She stated that the responsibility of ensuring that those responsible for committing gender-based crimes are brought to account rests on the criminal justice system and relevant stakeholders such as the police, prosecutors, health-care providers and social services, who all need to combine their efforts in order to guarantee that justice prevails.

“The Courts must be constantly reminded that as the final arbiters in matters involving gender-based violence, they have the power to protect abused women and to effectively punish the offenders,

WOMEN IN LEADERSHIP

BY SINAZO QIQA MKOKO

and in so doing send a clear message to perpetrators that such conduct will not be condoned. That they have the inherent ability to ensure that courtroom policies and procedures are sensitive to the victims, and that the victims who go through the legal system are not subjected to secondary trauma in the form of harsh, humiliating and unnecessary cross-examination when they present themselves to testify,” she said.

Following her appointment as the Deputy Chief Justice, the Chairperson of the Portfolio Committee on Women, Youth and Persons with Disabilities, Honourable Nonhlanhla NcubeNdaba, stated that this was a massive and notable step in the fight for gender equality in South Africa. “Justice Maya will add new value to the transformation of the judiciary and she will be a symbol of hope to the South African women,” she said.

"The responsibility of ensuring that those responsible for committing gender-based crimes are brought to account rests on the criminal justice system."

Sources:

The Supreme Court of Appeal

The Presidency South Africa Parliament of the Republic of South Africa Judges Matter

BY JESSIE TAYLOR

Honouring the leaders of the 1956 Women’s March

On 9 August 1956, more than 20 000 women of all backgrounds and cultures, some of them with infants on their backs, gathered to protest against unjust apartheid laws, in a moment South Africans commemorate annually.

The march marked a critical moment in the liberation struggle, ensuring that women were seen as visible participants in the fight against apartheid.During Women’s month, celebrated in August in South Africa, we pay tribute to the women who marched to the Union Buildings in protest against the extension of Pass Laws to women. But the month is also an opportunity to reflect on those women who shaped the liberation struggle through their strong leadership.

To commemorate this leadership, we honour the five women who led the 1956 women’s march:

Rahima Moosa

Rahima Moosa was inspired by Mahatma Gandhi and became politically active as a teenager, along with her identical twin sister, Fatima, in her hometown of Cape Town. Later in life, the two would use their identical looks to confuse security branch officers and avoid harassment by switching identities. After dropping out of school in Grade 11, Rahima Moosa became active in labour politics, joining the Cape Town Food and Canning Workers’ Union. She became more active in the liberation struggle, and after marrying Dr Hassen Moosa in 1951, she moved to Johannesburg and became involved in the Transvaal Indian Congress and

later the ANC. She helped organise the historic march while she was pregnant with her daughter, Natasha. In the early 1960s, Rahima Moosa became listed and remained so until 1990 when the ANC was unbanned. She died shortly afterwards, in 1993, after years of deteriorating health.

Lilian Ngoyi

Lilian Ngoyi, who helped mobilise thousands of women, was the one to knock on then Prime Minister Hans Strijdom’s door to hand over petitions against the Pass laws. She became involved in politics after taking up work as a machinist in a clothing factory in 1945. While in this position, she joined the Garment Workers Union (GWU) and soon became one of its leading figures. She went on to join the ANC during the 1950 Defiance Campaign and was arrested for using facilities in a post office that were reserved for white people. Ngoyi was a gifted public speaker and a champion of women’s rights. She held the position of president of the ANC Women's League and became the president of the Federation of South African Women in 1956. However, she was also targeted by the State for being a radical opponent of apartheid. Only months after the Women’s March, Lilian Ngoyi was arrested for high treason with 156 other political figures was one of the accused in the four–year-long Treason Trial. She was imprisoned on several occasions, often placed in solitary confinement. She was issued banning orders in 1962, which were in effect until 1975. She passed away on 13 March 1980 at the age of 69.

Helen Joseph

Helen Joseph grew up in London and became a teacher after graduating with a degree in English from the University of London. She taught in India for three years, before moving to Durban. It was here that she met and married dentist Billie Joseph. During the Second World War, Joseph worked as an information and welfare officer in the Women's Auxiliary Air Force. Among her duties was to teach women about the South African government system and this exposed her to the country's inequality. She

was inspired to become a social worker, and after moving to Cape Town, joined the Garment Workers Union. She was a founding member of the Congress of Democrats and involved in the Federation of South African Women. She was a leading figure in organising the Women’s March, but only months later faced charges of treason. She was banned in 1957 and became the first person to be placed under house arrest in 1962. Joseph suffered years of police harassment and survived a series of assassination attempts, including bullets shot through her bedroom window late at night and a bomb wired to her front gate. Her ban was finally lifted when she was 80 years old. She passed away in 1992.

Sophia Williams-De Bruyn

Sophia Williams-De Bruyn became involved in labour politics while working at a textile factory during her school holidays, to earn pocket money. She was soon approached to represent workers and after increasing her involvement in the Textile Workers Union, continued working at the factory and did not return to school. She later became a founding member of the South African Congress of Trade Union (SACTU), the predecessor of the Congress of South African Trade Union (COSATU) Her work with labour unions saw her interacting with political movements such as the ANC and she became

involved in the Coloured People Congress, and she began mobilising women around pass issues and other unjust laws. She was only 18 when she led the Women’s March. Williams-De Bruyn is still a champion for women’s rights, and today works as a commissioner at the Commission for Gender Equality. She has remained politically active through the ANC’s Women's League. During her lifetime, she has been honoured with numerous awards, including Ida Mntwana Award in Silver for exceptional service rendered to the women of South Africa in 1999, the 2001 Women’s Award for exceptional national service, the Mahatma Gandhi Award for her extraordinary contribution to the establishment of democracy in South Africa, and an honorary doctorate from the University of Johannesburg.

“Ma” Sisulu

Albertina Sisulu, known as ‘the mother of the nation” together with Lillian Ngoyi, Helen Joseph, Sophia de Bruyn and Rahima Moosa organised and led the historic Women’s March.

Sources: https://mg.co.za

https://ourconstitution.constitutionhill.org.za https://www.globalcitizen.org https://www.gov.za/WomenDay2022 https://www.kathradafoundation.org https://www.sahistory.org.za https://www.uj.ac.za

BY JESSIE TAYLOR

In pursuit of equality: The road to meeting South Africa’s gender equality goals

As in many parts of the world, gender inequality remains a challenge in South Africa. And while the country continues to make great progress in empowering women and creating equal opportunities, there is still work to be done if we are to meet the United Nation’s Sustainable Development Goals (SDGs). Today, more women have access to education, participate in the economy and hold political leadership positions than in 1994. But women still face inequality in accessing employment, are more likely to experience poverty, and are often victims of gender-based violence.

A global effort owards equality

The SDGs are a global call to action to end poverty, protect the earth’s environment and climate, and ensure that people everywhere can enjoy peace and prosperity. They seek to achieve gender equality by 2030.

The SGDs aim to end all forms of discrimination and violence against all women and girls everywhere, whilst also recognising and valuing unpaid care and domestic work through the provision of public services, infrastructure and social protection policies, as well as ensuring women’s full participation and

equal opportunities for leadership in political, economic and public life. The Goals call on countries to implement reforms that give women equal rights to economic resources.

However, reports have raised a red flag that achieving them appears to be stagnating, and more than

three billion girls and women still live in countries with poor scores for gender equality.

According to Equal Measure’s 2022 SDG index, the global score for gender progress increased only from 66 to 67.8 out of 100 between 2015 and 2020. The index found that not one of the 144 countries in the SDG gender index has achieved gender equality. Only one country in every four is making fast progress towards gender equality. It is estimated that only around 71% of gender targets under the SDGs will be met by 2030 at the current rate.

However, many countries are making some progress towards equality, among them South Africa.

According to the World Economic Forum, South Africa is ranked 17th out of 136 countries in terms of gender equality. According to the index, South Africa is ranked ‘fair’ with a score of 70.1 as of 2020. This is well above the regional average of 52. The index found South Africa is doing well in terms of gender equality goals.

Encouraging women’s participation locally

South African women are taking up more and more leadership positions, especially in politics. South Africa recently ranked as 8th highest proportion of women in Parliament in the world and more than two out of every five Parliament seats are held by

women. Prior to 1994, there was less than 3% representation of women in Parliament. Globally, one of the biggest challenges facing women is unequal access to education. However, South Africa is making great strides in reducing this inequality. The literacy rate among women is increasing, and the enrolment rate for girls aged between seven and 15 is on par with that of boys. In addition, more women are now attaining tertiary education than in 1994. Despite more women having a tertiary education, unemployment still affects more women than men. However, female labourforce participation has increased from by around 10% over the last decade and the unemployment gap between men and women is gradually narrowing.

The number of teenage pregnancies is slowly decreasing, and around 80% of South African women of reproductive age said they had their family planning needs met.

The government has put in place legislation to improve the participation of women in the economy and has also prioritised the provision of basic services in rural areas, particularly to women. Gender-based violence has also received significant attention from the government. To address the scourge of genderbased violence, President Cyril Ramphosa established the National Strategic Plan on Gender-Based Violence and Femicide in 2020. The Plan shows high-level political commitment

to acting decisively against gender-based violence, as part of the president’s Emergency Response Action Plan and had around R21 billion allocated towards it, with the aim of eradicating gender-based violence by 2030.

Working towards an equal future

However, the Equal Measure’s index found that South Africa needs to commit to “strong and renewed efforts” if it hopes to stay on track in reaching its gender equity goals.

One way the government can do this is through amending legislation to improve healthcare, food security and education for women. Increasing employment of women, and giving them access to leadership positions, is also key to promoting equality. While South Africa has laws such as the Promotion of Equality and Prevention of Unfair Discrimination Act and the Employment Equity Act, implementation of these is falling short, according to the Commission for Employment Equity.

This can also be achieved through investment in social services and infrastructure, as well as creating a space for women’s rights organisations to engage the government.

Equal Measures has also highlighted gaps in gender data, making it difficult to accurately measure the conditions women face. It suggested that gender be included in data such as crime

WOMEN’S RIGHTS

BY JESSIE TAYLOR

statistics and food security, and that the official Time Use Survey — last conducted by Statistics South Africa more than a decade ago and which reflects the gender disparities in unpaid care – be resumed.

In addition, gender-based violence remains a significant challenge in South Africa. The World Health Organisation estimates that 12.1 in every 100 000 women are victims of femicide in South Africa each year - a number that is five times the global average. Creating gender equality goes beyond meeting a global standard and enforcing constitutional rights – it can have a real impact on the everyday lives of South Africans.

Gender inequality has been linked to increased levels of poverty, and increasing the amount of economically active women can transform the country’s economy. Women are also more likely to invest their earnings into the care of their children, in areas such as education, ensuring a stronger future for all of society.

While great strides have been made in creating gender equality, it remains everyone’s responsibility to ensure South Africa meets the 2030 SDGs. Without concerted effort, girls and women stand the risk of being left behind.

Sources: https://data.unwomen.org https://southafrica.un.org https://www.dailymaverick.co.za https://www.equalmeasures2030.org https://www.gcis.gov.za https://www.psyssa.com https://www.statssa.gov.za

ForAfrika believes in women!

ForAfrika empowers over 3,000 women – affectionately known as “mamas” – who run Early Childhood Development centres or pre-schools countrywide. We support them with nutritious meals for the children in their care. We also work with them to improve the infrastructure of these centres and to become equipped with the relevant academic qualifications needed to offer the children better quality education in safe and enabling environments. This assists them in attaining the government requirements needed to receive funding. We work with Africa’s women so that they can sustainably provide for themselves. By empowering them with agricultural training, tools, seeds and somewhere to sell surplus produce, we know that they can feed their families and increase their household income into the future. African women are at the forefront of change and ForAfrika is behind them.

Join us to create an Africa that thrives!

BY JESSIE TAYLOR

Equal work for equal pay, how does South Africa measure up?

EQUAL PAY: WORKING TOWARDS INCLUSIVE WORKPLACES

South Africa’s Constitution is one of the most progressive in the world. Not only does it map out the rights each citizen is entitled to, but it also promotes all forms of equality. But yet, the country still grapples with gender equality.

As South Africa, and the world, re-examines how women are paid for their work, there still remains much work to be done in promoting equal pay for equal work.

However, more women are entering the workforce, and government policies are changing to embrace workplace equality.

Spot the difference

South Africa, like much of the world, still sees women earning lower salaries than men for the same work.

On average, South African women earned R72.44 to every R100.00 earned by men in 2021. This difference is exacerbated once women have children, with mothers more likely to experience lower increases than fathers. This is particularly problematic in South Africa, where around 40% of women are single parents.

The labour market is on the whole less favourable to women than men. Women still tend to be primarily employed in domestic or agricultural occupations.

Men are more likely to be in paid employment than women regardless of race, while women are more likely than men to be doing unpaid work. There is a higher unemployment rate among women (37%) compared to men (32%) in South Africa. Black African women are the most likely to face unemployment.

Women account for around 43% of the workforce, despite making up more than half of the country’s population.

And the pay gap doesn’t only exist in terms of salaries. Men are also more likely to be in positions in which they are entitled to sick leave, and the share of men who are entitled to paternity leave (89%) is higher than the share of women who were entitled to maternity leave (77%). Added to this, they are more likely to receive retirement benefits.

But while there remains much work to be done, the government and civil society organisations have been working to level the playing field for women in the workplace.

Creating change

South Africa has steadily improved access to education over the years, equipping more girls with the skills and knowledge needed to earn higher incomes. The country boasts a nearly full enrolment rate for learners aged seven to 15, at 98.6% for girls and 98.3% among boys. This is largely due to the government’s efforts to introduce policies encouraging education, such as no fees schools and the creation of the school nutrition programme.

Women are also slowly taking up more roles in workplace environments and over the last two decades, female labour-force participation has increased from 38% to 47%.

The South African government has been working to promote gender equality in the workplace, families and educational institutions. To this end, a dedicated ministry has been established to focus on uplifting women and legislation is being strengthened to improve women’s equality. In addition, government procurement processes have been adjusted to support women entrepreneurs, creating more opportunities for women-run businesses.

In addition, welfare support has been made available to assist women and families. Women make up 97% of caregivers who qualify for the Child Support Grant and this grant helps to relieve some

of the burden women face when devoting twice as much time to household work as men. The Child Support Grant, designed to improve the well-being of children, has had positive impacts on female labour force participation covering the women’s fixed costs of finding employment.

Among those organisations fighting for women’s rights is the Commission for Gender Equality. This organisation is working to educate companies on legislation around gender equality and encourage them to introduce gender equality programmes and targets. This organisation is also lobbying for a National Policy Framework on Gender Equality to create accountability in promoting gender equality.

Women are often marginalised in local politics and excluded from decision-making processes, yet their economic participation is essential for economic growth and sustainable development. Women's participation in integrated development planning is not smooth. To achieve this, governments must focus on entrepreneurship and job creation. The inclusion of women is at the heart of our constitutional imperative for equality and nondiscrimination.

Sources: https://cge.org.za https://researchspace.ukzn.ac.za https://www.getsmarter.com/ https://www.news24.com https://www.oecd.org/southafrica https://www.statssa.gov.za https://www.usb.ac.za

Passionate about people and the teams she works with, Raksha Naidoo puts a lot of her focus on the empowerment and development of people. She believes in helping others grow in their careers and developing their confidence to shine bright and reach professional and personal milestones. Naidoo has almost 20 years of experience in the industry and has built valuable relationships with her colleagues in the industry thus achieving common goals in the company.

She shared that even though she never really knew what she wanted to do at school, she ended up studying Science at University, with majors in Pure and Applied Chemistry because science always made sense to her which is why after graduation, she started her career as one of three women in a mineral processing refinery.

Meet Raksha Naidoo the Managing Director of AMIS

Please describe your role and responsibilities at AMIS.

My main priority at the AMIS Group are my people. My focus is to continuously motivate, encourage, develop and empower my teams, so that they can become the best versions of themselves. That then allows the businesses to continue to grow and become more successful, delivering the best products and services to our customers, creating a sustainable global brand that delivers higher profits to shareholders.

AMIS - MD RAKSHA NAIDOO

What services does the company offer?

AMIS produces certified reference standards that mining laboratories use for quality control and control assurance. We also offer proficiency testing schemes that laboratories participate in to help improve their overall analytical capabilities. Overall, we offer solutions to our customers, to give them peace of mind by providing them with high quality products.

What empowerment policies does the company have in place?

Empowerment is a way of life at AMIS, and we focus on empowering people in all that we do. In that regard, there is no policy documenting how and who deserves what opportunities, this is something that is deeply instilled in the culture of the organisation.

What does leadership mean to you?

Leadership to me is creating a safe space for my teams. A safe space for them to be themselves, to learn, to try, and to grow. I believe my leadership style is very collaborative and transformational and I work hard at finding different ways to inspire people to find confidence in themselves. It is about helping others become the best versions of themselves.

Have you had an AHA moment in your career? Please tell us about it.

My AHA moment was when a previous manager asked me if I was bored, and made me question my ability to work outside of my comfort zone. He then afforded me an opportunity to do something different, I tried and I failed. He then helped me learn from the failure, and allowed me to try again. This time I succeeded, and that forever changed my outlook and my career journey.

What have been your major milestones since joining AMIS?

I have had many proud moments at AMIS. I stepped into the role of MD with many eyes watching, waiting for me not to succeed and I worked extremely hard to prove them all wrong. Not only did AMIS succeed, but we grew

to become a global leader in our sector of the mining industry. Last year, we acquired one of our global competitors in Canada and further cemented AMIS’s presence on the global scale. But my proudest AMIS moments are around the successes of my teams. Watching people’s careers grow, developing the confidence to shine bright, and reach professional and personal milestones, gives me the greatest sense of joy and pride!

How do you prefer to problem-solve?

I am very analytical and systematic, probably the scientist in me in these instances. So I tackle problems one step at a time. I am consultative if needed, I always sleep on it, and make sure I leave emotions out of the final thought process.

From a company perspective, what gets you up in the morning? And what keeps you awake

at night?

Besides the crazy 9hr time difference with Canada, delivering to shareholders keeps me up at night, and making sure that we have a sustainable business that takes care of our people. What gets me going everyday are my teams. I am fortunate that I work with incredible humans, and knowing that I can play a small part in the betterment of their lives, motivates me to do better and be better.

What exciting plans do you have for the coming year?

Many! But I can’t quite share them at this stage.

Do you have a message for our readers?

Always stay true to who you are. By being yourself, you are giving yourself the best chance to succeed. No one has it all figured out, no one has all the answers. But if we work hard, don’t lose sight of ourselves and keep showing up, we can take over the world!

Contact details: Address: 11 Avalon Road, West Lake View Ext 11, Modderfontein, 1645, South Africa

Tel: +27 (11) 923 0800 Website: www.amis.co.za

Making an impact through skills development

Meet Fasset’s CEO, Ayanda Mafuleka

Established in 2000, the Financial and Accounting Services Sector Education and Training Authority (Fasset) plays a critical role in increasing the number of new entrants into the finance and accounting professions, and developing the skills the sector requires. Through its work, Fasset contributes to the country’s transformation targets, led by CEO Ayanda Mafuleka.

A former CFO in a few public entities, Ayanda’s commitment to financial prudence and accountability has been instrumental in ensuring the organisation’s clean audits. She has been blazing a trail which saw her join senior management before the age of 30, and CEO of Fasset before turning 40.

Please describe your role as CEO at Fasset SETA

As Chief Executive Officer I am responsible for overseeing the delivery and execution of Fasset’s mandate. I am quite a handson CEO, thus I sometimes find myself wearing many hats in order to have sight of the different functions that come together to complete the work we do. I also have a responsibility to respond to the socioeconomic trends by curating programmes that match and meet the skills demand. My role is one I facilitate with both heart and intellect ensuring we continue to make a difference wherever we commit.

What services does the SETA offer?

The focus of the SETA is to service the finance and accounting sector with relevant skills needed by the sector. We have a pipeline approach to skills

FASSET SETA - CEO, AYANDA MAFULEKA

development, where Fasset offers programmes such as career awareness for a high school learner and journey along with this learner into higher education, employment and beyond. The work we do is delivered in the form of bursaries, learnerships/internships, academic support, continuous professional development and more. We look at the holistic journey of those entering the SETA sector and build support programmes for each of those steps.

How important in your view is the SETA sector in driving employment in South Africa?

Empowering people (both employed and unemployed) with much needed skills that they require to move forward is only the first step and the next step is partnering with the employers to recruit and absorb this newlyskilled group. According to our Minister, Dr Nzimande, SETAs act as ‘’matchmakers’’ between learners and workplaces; creating opportunities for entry and providing funding for experiential learning. This improves chances of employment.

How would you describe your leadership style?

Honestly, there isn’t one specific style I follow, but a range of approaches based on what is required in the situation at hand. However, my leadership style leans toward the servant leadership style, because I lead to serve for the greater good of the organisation, communities and the lives of our beneficiaries.

What have been your major milestones as CEO?

Achieving a clean audit in the 2021/22 financial year and being supported by a dynamic team made up mostly of female leaders in managerial and executive roles. It is this team that pushed daily to achieve this outcome.

How do you prefer to solve problems?

Systematically, whilst drawing from the historical knowledge available to me, and in the area of concern.

What excites you about what you do?

The ability to transform the life and future of an African child, the ability to empower unemployed youths of South Africa, in particular young women and those living with disabilities, through deployment of strategically impactful programmes.

What are you looking forward to in the coming year?

Hopefully reaching 100% of our performance targets on our planned strategic priorities, and another clean audit. But, most importantly, taking the skills development agenda of Fasset to even greater heights. This will be achieved through community developmentbased programmes and work-based learning programmes for our unemployed youth.

Do you have a message for our readers?

During Womens’ Month, let's not only celebrate women but also support each other. Let us foster and implement support programmes that go beyond Women’s Month. Let us uplift and financially support small businesses owned and run by women. Let us make time to mentor the little girls we see potential in and let us see the success of one woman as the success of every woman.

Contact details: Head Office: 1st Floor 296 Kent Avenue Ferndale, Randburg 2194

fassetcallcentre@fasset.org.za Switchboard: 011 476 8570 FreeCall: 0800 472 637 www.fasset.org.za

Meet Dr Phindile Masangane, the female CEO revolutionising the upstream oil & gas sector in South Africa

The energy sector is one important sector that any country shouldn’t take for granted as it is the centre of the economy and plays a crucial role in developing countries and keeping the lights on. Almost every industry in this country depends on the energy sector. Oil and gas form part of this sector.

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

At the forefront of the country's upstream oil and gas regulatory authority is Dr Phindile Masangane who’s leading the team serving as the CEO. Appointed in May 2020, the Board of Directors of Petroleum Agency SA stated that Dr Masangane brought a wealth of knowledge and experience in the energy sector. “The appointment of Dr Masangane marks a new chapter in Petroleum Agency SA’s history as the organisation embarks on a path to work towards securing stability, growth in the Oil & Gas Sector and to dominate the Energy Sector.” - The Board of Directors of Petroleum Agency SA.

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

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

While South Africa is facing a major energy crisis, Dr Masangane is revolutionising the upstream oil and gas sector

emphasising the importance and the crucial role that could be played by the use of gas as a transport fuel, thus building a bridge to the new clean energy for the future.

Responding to the 2022 Energy Report, in an opinion piece to Business Day and other news outlets, Dr Masangane reiterated that the country’s road to net zero emissions will be via gas. She stated that the world’s developed economies industrialised on the back of oil and gas production and use.

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

“Now, just as Africa is on the cusp of being a significant gas producer and is making plans to use such gas for power generation, industrialisation and economic growth, the negative effects of greenhouse gas emissions on the environment has become undeniable,” said Dr Masangane.

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

“SA’s economy has been predominantly powered by coal, which is also a significant contributor to the country’s economy in terms of GDP as well as employment. Of all primary energy resources coal is the most carbon intensive, and SA therefore has a relatively high carbon intensive economy, contributing about 1% of annual global greenhouse gas emissions. The use of coal produces fine particulate matter that affects people’s respiratory systems.

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

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

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

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

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

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

The national Department of Energy states that the PASA, or the South African Agency for Promotion of Petroleum Exploration and Exploitation, has been

successful in encouraging international exploration companies to evaluate the country's oil and gas opportunities.

The gas-field complex in Mossel Bay started production in the third quarter of 2000. Initial reserves indicated that it would provide sufficient feedstock to the Mossel Bay Refinery until 2009.

ABOUT PASA

The continental shelf of the Republic of South Africa covers some 200 000 km² and the country has a coastline approximately 3 000 km in length.

Petroleum Agency SA (PASA) is responsible for the archive and management of the national hydrocarbon exploration database on behalf of the State. It has digitised, indexed and archived all of the data and reports resulting from the drilling of more than 300 offshore and some 200 onshore boreholes.

The exploration database also include seismic field and processed data for more than 300 000 km's of 2D and 40 000 km² of 3D seismic data that was acquired offshore and some 9 800 km of seismic processed data that was acquired during the late 1960's in the Karoo, Algoa and Zululand onshore basins.

Being the custodian of the National Petroleum Exploration and Production Database of South Africa, the Agency relies on a sustainable and effective Information Management Infrastructure in order to comply with its mandate to:

- Archive and maintain a database on petroleum exploration & production data.

- Provide access to existing data, cores, well samples, information and literature on request.

- Add value and incorporate new as well as interpreted data into the database.

- Maintain records of all hydrocarbon exploration and production activities.

PASA’s Promotion Division

The Promotion Division is responsible for attracting oil and gas exploration investment to South Africa and for quantifying South Africa's oil and gas resources. We comprise a small group of earth scientists, drafting and support staff, who work with exploration data to identify and advertise new opportunities for investment and to reduce risk for prospective operators. We advertise these opportunities through displays at international oil and gas conventions and exhibitions, country and company visits, advertisements and our data room at our offices in Cape Town. There are two departments in the division, viz. the Conventional Resource Management Department and the Unconventional Resource Management Department.

The Unconventional Resource Department is responsible for evaluating and attempting to quantify the potential of the offshore beyond the reach of current exploration technology, as well as that of the onshore Karoo Basin where very little exploration has taken place to date and existing data is very old, so that the basin's potential is still poorly understood. The Unconventional Resource team is concerned with conventional as well as future sources of hydrocarbon resources such as gas hydrates offshore and coalbed methane and shale gas onshore.

The Conventional Resource Department is responsible for evaluating and quantifying the potential of the offshore areas around South Africa that can be exploited through current exploration and production technology. This department is tasked with the identification of exploration opportunities in this area and for facilitating the entry of new explorers into the South African upstream industry. A major responsibility is the upkeep of a quantified and risked inventory of exploration opportunities.

"While South Africa is facing a major energy crisis, Dr Masangane is revolutionising the upstream oil and gas sector"

Women’s Month: A stark reminder of how far

go in ensuring women’s safety and security in South Africa

Executive Director at the Centre for the Study of Violence and Reconciliation (CSVR)

This year, the commemoration of womxn’s month brings about a bag of mixed feelings. Some strides have been made towards protecting and safeguarding womxn’s rights, security and bodily integrity, however, the reality on the ground is proof that these safeguards are yet to become a practical reality for womxn in South Africa.

Two shocking incidents targeting womxn and girls preluded this year’s women’s month. The rape of eight womxn between the ages of 19 and 35, in Krugersdorp on 29 July and the hacking to death of two schoolgirls in Ngwangwane village, KwaZulu-Natal on 1 August 2022. The two abhorrent incidents are an affront to the protection of womxn and their bodies through GBV laws, policies and plans in place to combat violence against womxn in South Africa. The timing of these brutal attacks on womxn, just before the commemoration of womxn’s month and during Africa’s womxn’s day is an affront to the women’s month and the continentwide celebration of womxn.

The bodies of womxn and girls have become a living and daily site of violence and human insecurity. We must ponder on this, as we commemorate womxn’s month. Being a womxn has become a bodily

CSVR - ANNAH MOYO - EXECUTIVE DIRECTOR

we still have to

security risk, whether in the home, on the streets or in the presence of other men. Womxn are not safe when alone and when in the presence of others. In some communities, womxn, young and old, know that from 6pm in the evening until morning, they cannot go out of their houses anymore. There is no emergency too big to compel womxn in West Village in Krugersdorp and other communities where womxn live in fear, to venture outside in the night, out of fear of being raped or killed.

In the face of South Africa’s National Action Plan on Womxn Peace and Security, the National Strategic Plan on Gender Based Violence and Femicide and the 3 Gender Based Violence (GBV) laws passed by the President in January this year, we ought to be celebrating the strides made to date towards gender equality. We ought to be actively paying homage to the sacrifices made by womxn back in 1959 by progressively advancing their agenda when they fought against a system that sought to reduce womxn and put them at the mercy of men.

Legally speaking, and policy-wise, we have succeeded in protecting womxn’s rights and ensuring their safety and security. Yet we are still far when it comes to socialising this protection of womxn, to the very structures in communities and family settings where this violence and brutalisation of womxn take place. Prevention of sexual violence against womxn and femicide as well as broader GBV is still lagging behind.

The hard work of transforming attitudes, belief systems and norms that give men the right and power to do as they please on the bodies

of womxn, is still outstanding. This is the hard work that the criminal justice system cannot do. It is time for all of us to fold our sleeves and prepare to go back to the trenches – the communities where womxn and girls stay and engage in dialogues with family members, elderly womxn, community leaders and the men, to address patriarchy and other harmful beliefs and norms that pose a serious threat to the womxn’s bodily integrity and security. The much-needed dialogues and conversations in families, social spheres, community gatherings, stokvels, funerals, wedding gatherings, social movements that will not keep silent about Sexual and Gender-Based Violence (SGBV) in South Africa need to be reactivated.

The womxn’s month in 2022 should be a clarion call for all of us. While more than 20,000 womxn marched to the Union Buildings in 1956, our generation needs to do a different kind of protest, one calling for transformation in our homes, communities, belief systems and norms. The work of transformation requires all handson deck from government to the ordinary woman and man on the street, denouncing, abhorring, dissociating and actively becoming part of the solution in addressing SGBV and the security of womxn in South Africa.

Contact details:

Address: 33 Hoofd Street, Braampark Forum 5, 3rd Floor, Johannesburg, 2001, South Africa

Tel: +27 (11) 403-5650 E-mail: info@csvr.org.za Web: www.csvr.org.za

PSiRA

Regarding Communication, I am responsible for promotion and advocacy of PSiRA mandate. My role is to manage the organisation’s brand or image by creating and implementing marketing plans that align with the organisation’s mission and goals; manage all aspects of marketing including advertising, public relations, social media and digital marketing; promote products and services to create brand awareness among current and envisaged stakeholders.

Please touch on the importance of women forming part of this industry?

Prioritising training for young women

Meet PSiRA Deputy

Director: Training and Communication- Mpho Sechoaro

The mandate of PSiRA derives from the Private Security Industry Regulation Act 56 of 2001. The primary objective of the Authority is to regulate the private security industry and to exercise effective control over the practice of the occupation of security service providers in the public and national interest and in the interest of the private security industry itself.

You form part of a regulatory body that regulates private companies that protect people’s lives and their homes. Please share with us what your roles at PSIRA entail.

I oversee the Training and Communication Division. On the Training side, my work mainly emanates from Section 4k of the PSIR Act, which is to effectively manage the provision of industry training accreditation services, i.e. I oversee the accreditation and withdrawal of security training providers and provide the policy direction thereof; monitor and audit the quality of training functions and activities performed by accredited providers. I participate in the activities of other bodies or persons entitled by law to set standards in respect of training of security service providers or bodies entitled to formulate, implement or monitor skills development plans for the private security industry. etc.

The private security industry is indeed a maledominated industry from its inception to date, with many believing it’s a masculine occupation. Since the post-Apartheid era, most ex-military personnel mainly men elected to join the private security industry when they retired. This created an opportunity for them to set standards for the industry which w ere mainly men focused. This is evident in the changing rooms which mainly cater for men than for women. Most instructors are men who are mainly drawn from the ranks of male police officers.

The more the security industry grows, the more opportunity it creates for women. I believe that the status quo must change. It will make perfect sense for women to claim their role in the industry because the more the industry grows, the more it caters for women. The law has created an opportunity for women to claim their space because it prescribes that when it comes to conducting an arrest or searching culprits for instance, it must be done by people of the same sex, i.e. women must be searched by women. This has partly led to the number of female officers rising in the last 10-20 years. It therefore makes sense that women must have full representation to a point of owning security companies. The status quo cannot remain that security companies are predominantly male owned and reduce females to ‘subservient’ roles of being in the control room and not out there where activities are taking place as some women are even stronger and braver than men. So why keep them indoors or in roles that are not challenging to them!

We are prioritising the training for young women through the UIF project. We intend to expand training to Institutions of Learning to assist in combating Gender based Violence.

What is PSiRA doing to equip young women who are keen on joining the security industry?

Yes, I do believe that to deal with crime, there must be an undertaking from all law enforcement agencies. Both police and security personnel do at times perform tasks which are proactive. For example, routine patrols involve driving around neighbourhoods in the hope that crime will be less likely to occur because of the visibility of a law enforcement officer. Similarly, a guard who is employed to patrol business premises could prevent crime from happening by being present and observing. This is visible policing. The role that the private security industry can play together with SAPS in crime prevention is certainly significant.

Leading from the front

Meet PSiRA Deputy Director: Law Enforcement - Talent Zwane

As the Deputy Director of Law Enforcement, Talent Zwane’s role at PSiRA is to oversee the operations of the Law Enforcement and Legal Services division in making sure that the private security industry is effectively regulated. We asked her to describe some of the challenges she has faced as a woman in this industry:

Working in male-dominated industry, the security sector being one of them, one faces a variety of challenges, including societal expectations and beliefs about women's leadership abilities. Women have developed soft skills necessary for effective leadership. Traits like empathy, communication, and listening are qualities that serve women well when in management positions. It is about time that women rise and take up space in male-dominated industries. Leadership is not about the physical being, but it’s more about making sure that decisions are made and effectively implemented.

Yes, we do sometimes find security officers that overstep their mandate. A private security service provider, being a security officer as a first point of contact can sometimes be put in compromised situations in an effort to protect people, property, and assets hence they sometimes push the envelope of what is acceptable. As a regulator, we do not condone such behaviour.

empathy, communication,

Contact details:

Head Office Address: 420 Witch-Hazel Avenue, Eco Glades 2 Office Park Highveld Ext 70 Centurion, 0158

Switchboard:: 086 10 PSiRA (77472)

Email: info@psira.co.za

Do you think private security companies need more responsibility to assist SAPS in dealing with crime?

Do you often encounter private security companies that go a little bit beyond their mandate and end up performing official police duties, even when not authorised to do so?

Traits like

and listening are qualities that serve women well when in management positions.

BY KOKETSO MAMABOLO

“Democracy starts within our homes”

Women’s Legal Centre Director, Seehaam Samaai, is giving women access to their rights

It was in the community of Bo-Kaap in Cape Town’s city bowl that Women’s Legal Centre Director, Seehaam Samaai, became the woman she is today: one who is firmly committed to ensuring that women have access to their rights. Public Sector Leaders asked Seehaam - who is also the Chairperson of the Western Cape SA Women Lawyers Association and former Director of Legal Administration at the Western Cape Regional Office of the Department of Justice and Constitutional Development - about how she became one of the country’s most prominent activist lawyers and her perspective on working towards gender equality in the legal profession.

The birth of an activist lawyer

“At a young age, I saw how the law disempowered those around me and how women, in particular, were oppressed by the justice system,” says Seehaam. The experiences of the women in her community made her aware of how the courts can be used against the people it seeks to protect. Part of this is the

high cost of legal representation. “Many women in my community had no choice but to accept their plight due to their economic inequities.” A first-hand experience of the plight of women, poor and working class in particular, led Seehaam to an active role in civic politics from an early age. It was through her involvement that she saw “how communities

could resist oppressive laws and politics through uniform civic and political actions”. Seehaam believes NGOs and civil society have a responsibility to ensure communities’ voices are heard and that action is taken.

“Democracy starts within our homes, and communities all have a collective obligation to build those structures.”

It was at home that the importance of education was ingrained in Seehaam by her parents, who believed in its power. It was this belief, and the drive to make a positive impact on communities, which led to Seehaam wanting to use the law as a conduit for change.

“I wanted to use the law to empower poor, working-class communities and women in particular to access their rights. I wanted to use the law as a vehicle for social change and to sensitise the law to the realities of women in my community and our townships.”

Seehaam subsequently completed her articles at the Legal Resources Centre, while also working for Lawyers For Human Rights as an attorney. She then joined the University of the Western Cape as a clinician and lecturer “where I used my lectures to inculcate in law students a sense of social justice through practical training.”

Seehaam holds a BProc and LLM degree in Constitutional Litigation and is currently reading her BA Honours in Islamic Studies at the International Peace College of South Africa.

Now the Director of the Women’s Legal Centre, which is an African feminisit legal centre which “advances womxn’s rights and equality through strategic litigation, advocacy, education and training”, Seehaam identifies as a feminist lawyer and activist, continuing the legacy of the women who have come before

her. “South Africa has a proud history of women lawyers who were at the forefront of the struggle and the advancement of women’s rights in the profession and in our communities.”

From principle to practice

Seehaam acknowledges the steps that have been taken to create an inclusive society, particularly in the professional space, but stresses that more needs to be done and that the work of the Women who marched in 1956 is far from over.

“Despite the important progression toward formal inclusion, the realisation of substantive gender parity in the legal sector has been and remains an enduring and arduous task.” Men still dominate the legal profession and structures, outnumbering women. “An exclusionary patriarchal culture, as well as related structural barriers, inhibits the entrance and retention of women, and black women in particular, in the legal profession.” But Seehaam knows what steps need to be taken to address the inequities.

Firstly, we need to put things into practice: “A move beyond paperbased commitments is needed, and accountability mechanisms are key to this. The shift from the principle to the practice of transformation is required on the part of private law firms, professional bodies such as law societies and bar councils, as well as in the public sector.”

“Legal regulatory bodies (particularly the soon-tobe established LPC) should establish monitoring and accountability instruments and processes for gender and racial transformation.”

Secondly, Seehaam says, authorities need to have an idea of what transformation looks by gathering more information.

“There are gaps in the availability of reliable statistics on transformation initiatives and their impact within the profession, and on the realities facing women working within the public sector in particular.

“The Council [LPC] should, in addition to playing a monitoring role, oblige the profession to keep annual statistics on gender and race targets and trends.”

It’s fitting that such a remarkable, selfless woman is our trailblazer this Women’s Month. Her work exemplifies the courage of the women of 1956 and her message to South Africans is an important one:

“I want to celebrate the resilience of SA women who have survived the odds of an unjust system stacked against them, and they continue to endure. I ask that we celebrate each other and hold each others struggles and, as true feminists, I ask women to stand together, and continue to support one another, in the true feminist manner. Let us praise the actions of the women. Malibongwe.”

BY SINAZO QIQA MKOKO

Growing the informal economy in Mpumalanga to be prioritised

PLANS TO REVITALISE TOWNSHIP AND RURAL ECONOMY

Mpumalanga, the province of the “sunrise”, a home to a global icon, Esther Mahlangu, whose work is featured in collections across the globe, the province where the country’s largest and most loved park - Kruger National - stretches across to neighbouring Limpopo, is one of the country’s richest provinces in the tourism sector. The province is known for its breathtaking natural beauty, from the deep green forests, to picturesque landscapes and savannahs replete with ‘the big 5’.

Growing the economy

The Mpumalanga provincial government is forging forward with its plan to support local and inclusive formal and informal economic development that will benefit those who reside in this province. In efforts to achieve this, Mpumalanga municipalities have been urged to consider reviewing their by-laws so that they are biassed towards strengthening support to the evergrowing informal economy in the province.

The MEC for Finance, Economic Development and Tourism in the province, Vusumuzi Mkhatshwa, was addressing executive mayors in the province and their respective Members of Mayoral Committees (MMCs) responsible for local economic development, during an engagement, aimed to discuss various economic development issues.

Hon. Mkhatshwa said the municipal by-laws, in their current form, are not transformative or developmental

in respect of the informal economy, and unless they are reformed swiftly, the province may not be able to achieve the goals of addressing the perpetuity of the informality of the sector. “I am aware that municipalities started reviewing their by-laws in 2018, but the review process has not been concluded to date. It therefore behoves this MunMEC, to find a lasting solution to this context-specific matter because it affects the informal traders disproportionately,” he said.

He urged the municipalities to consider standardising their bylaws, so that they “become the same, and are applied uniformly across all municipalities in the province” adding that that the informal economy should be prioritised, continuously supported and nurtured, given its significant contribution to job creation and to economic growth activities of municipalities.

Boosting tourism

The local municipalities were also encouraged to establish desks dedicated to tourism, “given that this function does not receive the particular attention it deserves from some municipalities.”

Hon. Mkhatshwa stated: “In the context of tourism, a sector which we have characterised as a goose which lays golden eggs for our

provincial economy, it is not finding sufficient and desired expression in municipalities; most municipalities do not have tourism desks or personnel dedicated to specifically deal with the tourism sector issues. In most cases, the tourism function is situated within the Local Economic Development (LED) units, and usually LED managers have a lot on their table to deal with, thus, it is critically important that there is a dedicated person dealing with tourism, so that the sector enjoys the overwhelming support of the municipalities.

The executive mayors agreed that their respective by-laws were not favourable to the informal sector and they were lagging behind in giving the sector the priority it deserves and vowed to improve the current situation. The members also unanimously agreed that the by-laws should be reviewed and amended accordingly, so as to favour and benefit informal traders operating in respective municipal spaces, as part of revitalising the township and rural economies.

Provincial Economy Summit

Local councillors urged that the issue of revitilising small industries in their respective spacesshould be discussed during the planned August Provincial Economic Summit, as this will boost job creation opportunities. Mpumalanga is set to host the

Economic Summit, during which the Premier, Ms. Refilwe MtshweniTsipane, will officially launch the Mpumalanga Economic Reconstruction and Recovery Plan (MERRP). The aim of the MERRP is to mitigate the negative impact of the COVID-19 pandemic on the economy and people’s livelihoods and place the provincial economy on a growth trajectory that creates more job opportunities through a massive infrastructure economic and social rollout programme.

Presenting at the National Council of Provinces in September last year, the provincial government stated that while the COVID-19 pandemic had put at risk achievement of the envisaged priorities in the National Development Plan (NDP) and Mpumalanga (MP) Vision 2030, there came an opportunity to reshape the provincial economy by building a new, inclusive economy that benefits all people of Mpumalanga. “The MERRP identifies critical actions and key outcomes that should be taken in theshort and medium terms in order to put the province on a positive trajectory”..

Sources: Parliament.gov.za

Mpumalanga Department of Economic Development and Tourism

Siphumelele (Phumi) Nkosi, the Founder of OHHH SO FRESHHH

I started the foundation because of my belief that my business is bigger than me - I want to be of service to others as well. Hunger is detrimental to women and children. How can a society thrive when suffering? The monthly meal pack is scientifically formulated and supported by a credible team of professionals to combat hunger and malnutrition in underprivileged communities. Food solutions do exist, the monthly meal pack provides 4 meals a day for 30 days. Our second initiative is Seeds For The Future, where we plan on starting community gardens. Women are the pillars of our society and our children’s future depends on the changes we make today.

What are your plans for the future?

Ohhh So Freshhh Future plans are to:

• Have our own food factory that manufactures healthy and nutritious products

In my small kitchen, I started experimenting with my own recipes - some from my granny, who raised me. I started planting seeds to understand the beauty of plant growth; learning nutrition and hydroponics. My granny gave me R300 to register OSF as a company. Slowly I started making some juices, smoothies and condiments for friends and family. I designed my website with the savings. I poured everything into my business. Each day I wake up to do what I adore.

We offer:

• Beverages, condiments and more

• Nutrition products (monthly meal packs)

• Agricultural seeds, fertiliser and instruction manuals for communities

• Merchandise: Our first All-in-One Lifestyle planner which I designed to raise funds for the foundation and promote a healthy lifestyle,

Services: We offer non-perishable food procurement services country-wide

• Own land for agricultural purposes as well as build green houses

• Build our first state-of-the-art hydroponics farming system for fruits and vegetables

• Offer opportunities, training and employment to South African women whilst encouraging the mindset of paying it forward

• Sell over 100k copies of our All-in-One Lifestyle Planner to raise funds for our foundation and for every woman and young lady to own a copy

• Start our own food market to give opportunities and exposure to others

honour

Women’s Month,

You have the power within you, women are incredible, dedicated caregivers and can achieve not only health for themselves but sacrifice for their families. Happy Women’s month to every incredible woman out there. You are beyond amazing and the world is your oyster, together we can make a change.

To read up on us and the foundation please visit www.ohhhsofreshhh.co.za / www.freshhhfoundation.org Tel: 087 265 8460 | Email: info@ohhhsofreshhh.co.za

Please tell us about your journey – how did you get to where you are now?

What are some of the products and services OHHH SO FRESHHH offers?

Please could you share the inspiration behind the FRESHHH FOUNDATION and its initiatives to end hunger among women and children?

In

of

what message would you like to share with the women in our audience?

MS POPPY KHOZA Director of Civil Aviation

TO ADD SOME EXTRA CONTEXT TO THE ARTICLE, COULD YOU TELL US A BIT ABOUT YOUR CAREER TO DATE AS WELL AS SOME OF YOUR HIGHLIGHTS/AMBITIONS AS THE CEO OF THE SOUTH AFRICAN AVIATION INDUSTRY REGULATOR?

I have extensive experience in civil aviation, having worked in the aviation sector for the past 20 years. I am currently serving a second term as the Director of Civil Aviation, having started in 2012.

I have served in various aviation structures, largely in strategic senior management positions, and I served as Chair of the International Civil Aviation Organization’s (ICAO) Aviation Security Panel, making history by having been appointed as the first African female in this position.

My biggest passion is to facilitate change – or specifically accomplish meaningful change – and to be able to provide good leadership in this dynamic aviation sector of ours.

One of the key areas that I am passionate about is bringing transformation to an industry that is largely white male dominated. At this very moment, the SACAA is one of the leading public entities from both a performance and governance perspective. The SACAA is also a well transformed organisation, boasting 50% capable women Executives, a milestone achievement consistent with the target set by ICAO for leadership and professional positions in aviation. The organisation also provides opportunities and fosters skills development to those who were previously disadvantaged.

The SACAA offers bursaries and is highly proactive in creating awareness through outreach programmes to previously disadvantaged communities.

FOR THOSE UNFAMILIAR WITH THE SOUTH AFRICAN CIVIL AVIATION AUTHORITY (SACAA), WHAT DOES THE ORGANISATION DO?

The SACAA, through the Civil Aviation Act, 2009 (Act No. 13 of 2009), is an agency of the Department of Transport, mandated to regulate aviation safety and security as well as the footprint of aviation activities on the environment.

This Act provides for the establishment of a stand-alone authority mandated with controlling, promoting, regulating, supporting, developing, enforcing, and continuously improving levels of safety and security throughout the civil aviation industry. The SACAA conducts oversight over all civil aviation personnel such as pilots, cabin crew and aircraft maintenance engineers as well as operators such as airlines, aircraft maintenance organisations, aviation training schools, airports, aircraft owners, etc.

ON 19 AUGUST 2022 THE SACAA WILL HOST A NATIONAL AVIATION GENDER SUMMIT; THE THIRD NATIONAL GENDER SUMMIT. WHAT DO YOU AIM TO ACHIEVE WITH THE SUMMIT AND WHAT DOES THIS EVENT MEAN FOR SOUTH AFRICAN WOMEN IN AVIATION?

I am very pleased that the SACAA has had the opportunity to be part of the very first aviation gender summit, when we hosted the inaugural Global Aviation Gender Summit together with the International Civil Aviation Organization (ICAO) in August 2018. Together with women aviators from around the world, we explored our mutual concerns around gender equality in the historically male-dominated world of aviation. We crystallized many of the causes for the low representation of women in aviation, such as the unconscious bias, the low profile of women in the industry, the barriers and enablers, the need to draw young girls into the right study choices at an early age, and so on. Since that initial, very successful gathering in 2018, as a country we have followed up on our findings by means of creating a platform for further engagements such as the hosting of national aviation gender summits, and the summit this year will be our third such summit. By following up on these issues, we make sure that this initiative does not fade away but continues to grow and result in concrete changes for women

4

in aviation. A significant moment was when the Minister of Transport, the honourable Mr Fikile Mbalula, and the Captains of Industry, signed a pledge during the 2019 summit, committing themselves to the cause of gender equality in aviation.

This year’s summit will provide an opportunity to build on what we have achieved so far, as well as including in-depth topics that will involve meaningful discussions with women in the industry as we explore relevant ways to move forward. Although the global pandemic has affected the cause of women representation in aviation negatively, as the pandemic has done to women employment in general, we are determined as a collective not to allow this to hold us back.

that consists of 193 member states. This United Nations body is responsible for ensuring that countries apply comparable civil aviation standards.

As a member state, South Africa must comply with the Standards and Recommended Practices (SARPS) provided by ICAO on safety, security and the environment. ICAO conducted its Universal Safety Oversight Audit Programme Continuous Monitoring Approach audit on South Africa in May 2017.

HOW HAVE

SACAA’S OWN

OPERATIONS BEEN

THROUGHOUT THIS COVID-19 PERIOD. HOW DOES THIS IMPACT THE REGULATION OF THE AVIATION SECTOR?

Generally, the SACAA has handled the impact of the pandemic diligently and continued to maintain the usual excellent performance and delivery of its mandate, as illustrated by the entity achieving 100% against the approved Annual Performance Plan (APP) targets, the seventh (7th) such achievement in the past nine years.

In the last financial year, the SACAA also achieved 100% compliance with the Public Finance Management Act (PFMA) and another clean audit from the Auditor-General, with no material findings in the last financial year.

With that said, we have learnt many lessons from the COVID-19 pandemic, and I believe we have handled it very well as a country and as an aviation industry. Some of the unavoidable events included some States prolonging the closure of their borders.

The COVID-19 pandemic brought the civil aviation industry to a standstill, as various countries closed their entry ports and borders. This affected both the generation of revenue as well as aviation safety. Lots of airlines were closed and those that remained in operation had to scale down. This disruption affected both aviation operations and personnel.

Probably one of the areas that we need to fully embrace – and this is also one of the lessons learnt over the past three years - is the need to embrace technological advancement. The SACAA will continue to be at the forefront of the Fourth Industrial Revolution in terms of automation and innovation in the industry, and the Regulator will use the opportunities that have come to the fore during this era to assist with the training and equipping of the pipeline of future aviation experts.

5 HOW DO YOU BELIEVE SOUTH AFRICA COMPARES TO INTERNATIONAL STANDARDS WHEN IT COMES TO AVIATION?

South Africa is one of the member states of the International Civil Aviation Organization (ICAO), a specialised United Nations agency

The results revealed that South Africa’s effective implementation rating had increased from 83.83% in 2013 to the current 87.39%. This rating is significantly higher than the world average of 68.68%. The country has an opportunity to increase this rating, as ICAO has scheduled South Africa for the next audit in the first semester of 2023.

From a security perspective, South Africa was last audited by ICAO on security in 2011 and in that audit South Africa achieved 81.3%. The country is preparing for another ICAO audit that is due to start in the middle of August 2022. We are hoping to increase South Africa’s rating in this audit.

South Africa participates in many other peer assessments, such as the USA Federal Aviation Administration and the Transportation Security Administration, as well as the EU aviation bodies on cargo. The country has performed very well in such assessments, proving that South Africa is on par with the developed countries when it comes to safety and security.

6 WHAT DOES THE FUTURE HOLD FOR AVIATION SAFETY IN SOUTH AFRICA?

The number of aircraft accidents can be used as one of the basic barometers that can indicate the presence or otherwise of the effective administration of civil aviation safety and security oversight in a country.

South Africa has had a zero fatal accident record in relation to airlines and other scheduled commercial operations for over thirty years, exemplifying the high standards of aviation safety and security in this sector. However, the SACAA is concerned about the number of accidents in the general aviation sector. To address this challenge, the SACAA has developed and is implementing a five-year strategy, together with the industry to reduce the number of accidents in this sector. The general aviation sector comprises the small aircraft operators, normally operating 19 seaters or less. Just in the previous financial year, the country experienced a drop in the number of fatal accidents by 25% and the number of fatalities also dropped by 26% even though the number of accidents increased in the same period. The aim is to lower the number of people perishing as a result of aviation activities to zero and to reduce the number of accidents by 50% by the end of the 2024/25 financial year.

AGRICULTURE

OVERVIEW

BY JESSIE TAYLOR

Growing Agriculture requires a fresh look at carbon emissions

South Africa boasts a strong agricultural sector, that accounts for at least 10% of the country’s export earnings. The sector has been steadily growing over the last few years, but now economists fear this growth is starting to slow due to rising costs and transport challenges. Finding alternative transport options could not only offer the sector the support it needs for continued growth, but it could also have the added benefit of reducing carbon emissions.

A healthy economic outlook South Africa has a diverse agricultural sector that produces grains, fruits, wine and vegetables, as well as livestock production. The industry is a key earner for the country, with exports earning estimated at more than $10 billion. Leading exports include citrus, wine, table grapes, corn and apples accounted for the largest exports by value. But at the same time, South Africa also imports more than $6 billion worth of agricultural goods annually – this was made up of rice, wheat, palm oil, cane sugar, sunflower oil and meat products.

The country’s agricultural gross domestic product (GDP) grew by 3.6% year on year. However, the Bureau for Food and Agricultural Policy (BFAP) has warned that the sectors growth could start to slow this year, due to increasing costs and logistical constraints.

This comes at a time when demand for fruit and vegetables is increase among European nations – which could open up various trade opportunities for South Africa. The global trend toward healthy eating has seen an increased demand for

fresh fruit in Europe. According to South African Fruit Exporters (SAFE), European consumers are increasingly buying more fruit, mainly citrus, apples, pears and kiwis – fruit which has a longer shelf life, is high in vitamin C and is not too expensive. However, this rising demand has one side effect: Carbon emissions. Importing fruit and vegetables is a carbon-heavy activity, as a result of the complex logistics involved.

Balancing natures with consumer demand

Research has found that global transportation of food produces up to 7.5 times more greenhouse-gas emissions than previously estimated. And a third of the emissions are created by the export and import of fruit and vegetables – twice the amount produced by growing them. With the move to plant-based and healthy diets, demand is growing among wealthier nations for fresh fruit and vegetables year-round.

This demand has seen just over 12% of the world’s population generating almost half of “food-mile” emissions. Food miles are used to describe the carbon intensity of transporting a tonne of a food item from its country of production to where the consumers live.

Around the world, there has been a shift towards reducing meat intake, as raising livestock is responsible for most of the agricultural production emissions. However, the transportation of fruits and vegetables is especially carbonintensive, because they need to be shipped in refrigerated containers. If the fruits and vegetables are transported by truck, the carbon

emissions increase even further compared to ocean shipping. The complex transport system not only affects the planet but also eats into farmers’ bottom lines. According to the BFAP, the profitability of horticulture crops is often reduced by freight cost increases and delays at ports.

Switching towards local supply greatly reduces transport costs and the resulting carbon emissions

While the growing demand for fruit and vegetables offers promise from agricultural exporters such as South Africa, it also requires the country to grow its local markets.

Despite its large agricultural output, South Africa faces a gap between the population’s needs and the food products is produces. This gap must then be filled by imports.

Switching towards local supply greatly reduces transport costs and the resulting carbon emissions – and this requires encouraging purchasing at farmer’s markets for consumers, and encouraging retailers to support local farmers.

Another alternative is to explore new transportation methods. Creating a low-emissions global food transportation system could replace tracks and ships powered by fossil fuels. This would require the use of alternatives, such as vehicles powered by batteries, biofuels or hydrogen.

South Africa’s main food imports include vegetables, meat, and cereals (especially rice).

It is estimated that the country spends more than $88 billion on imports every year.

Most of our imported food is sourced from China, the United States, Argentina, Germany, United Kingdom.

Almost half of all South Africa’s imports come from Asian countries South Africans use around three million tons of wheat annually, but local farmers produce only around half that amount. Most of our wheat is supplied by Russia.

South Africans have a sweet tooth – despite local production, South Africa imports around $430 million worth of sugar and confectionary, primarily from Thailand, Brazil and France. n

The Institute for the Study of Legislatures

As we celebrate Women's Month, it’s fitting that we reflect on one of the wonderful gifts democracy has given us: our legislatures.

Prof. Kondlo is a Professor of International Political Economy at the University of Johannesburg (UJ), in the Department of Politics and International Relations.

Before he joined UJ, he was a Senior Professor and Director of the Centre for Africa Studies at the University of the Free State and has prior experience working in government. He’s the author of two books, has co-edited five others and had the privilege of being the first black CEO of what is now known as the South African Chamber of Commerce and Industry (SACCI).

The Institute for the Study of Legislatures in South Africa is his non-profit response to the need for engagement between legislatures, the communities they represent and tertiary institutions. We asked Professor Kwandiwe Kondlo, one of the founding members of the Institute for the Study of Legislatures in South Africa (ISL), about the importance of public participation

HOW CAN WE INCREASE PUBLIC PARTICIPATION?

The issue is not about increasing public participation, especially if one is talking about numbers. The issue is not how many forums of public participation must be there in a year but it is about making public participation more effective, more focused, results driven and more owned by communities. As the ISL we have clear positions on this matter but

Why effective public participation in the democratic process is crucial - meet Prof. Kwandiwe Kondlo

will need a separate forum or publication altogether to delve into the details.

WHY IS PUBLIC PARTICIPATION IMPORTANT - WHAT HAPPENS WHEN PEOPLE DON’T PARTICIPATE?

Most importantly, when people don’t participate, policies they don’t even understand are promulgated and thrusted on them. Public participation in all spaces created by law is important for two reasons –one, for the ‘co-origination’ and ‘co-authorship’ of government policy and secondly, for collective policy ownership and support. Government must implement policies we fully understand and policies we fully identify with.

The implementers, the users and addressees of public policy, must be co-originators and co-authors if public policy is to be harmonised with the normative values of a peoplecentred democracy. These values are centred on reciprocal relationships of respect and active involvement. Grassroots based community dialogues (which the ISL seeks to champion) are the epicentres of co-origination and coauthorship exercises and need to be carefully managed and tapped as a useful resource in the generation of policy issues and validation of policy direction and impact.

WHAT ARE THE ADVANTAGES OF A REPRESENTATIVE, PARTICIPATORY DEMOCRACY COMPARED TO OTHER MODELS?

Our democracy is representative and I would say is strongly

aspiring to be participatory in the numerous forums of public participation. In South Africa there are innovative approaches for the effective combination of “representative with participatory democracy, in order to improve the quality of the first through the contributions of the second” (Ginsborg 2008: 12).

In practice the enrichment of representative democracy by insights generated by participatory democracy is very slender. Hence the need to reconfigure and strengthen public participation is key to the resolution of problems

HOW IS THE ISL CREATING A LINK BETWEEN LEGISLATURES AND COMMUNITIES?

The ISL is starting a chain of community-based conversations that start as units and then groups and later large

community gatherings, not meeting to criticise the state, but meeting to ensure that people understand messages from the government, from local to national governments. This will in turn lead us to a proper understanding of the integrity of spaces of participation for ordinary citizens to ensure that their voices are not overwhelmed by elite interests and biases be it at local, provincial and national levels.

WHAT MESSAGE DO YOU HAVE FOR THE PUBLIC ABOUT PARTICIPATING IN THE LAWMAKING PROCESS?

The underlying assumptions in the issues raised by a crosssection of participants need to be noted, unpacked and understood to inform the formal aspects of law-making.

Sources: https://www.islsa.org.za/team1.html#reviews

TIA celebrating women in technology innovation

Women’s month provides an opportunity to pay tribute to generations of women whose struggles laid the foundation for the progress made in empowering women and advancing gender equity. In recognition of the legacy of the more than 20 000 women who marched to the Union Buildings on 9 August 1956, the 9th of August was declared as National Women’s Day. As the country observes this significant month, it is befitting for the Technology Innovation Agency (TIA) to join in celebrating the contribution women are making in building and transforming society. The agency supports and celebrates women in the technology innovation sector and recognises their pivotal role and contribution in developing new innovations and growing our economy.

TIA is an entity of the Department of Science and Innovation (DSI) established to promote the development and exploitation of discoveries, inventions, and innovations to improve the quality of life for all South Africans by bridging the innovation chasm between research and commercialisation. In bridging the innovation chasm, TIA is an active funder, connector, facilitator and enabler. We believe women play an important role in improving the quality of life for South Africans, and making our economy globally competitive. More and more women have been making a contribution to the economy through innovation and entrepreneurship. TIA has been deliberate in ensuring that women are an integral part of the commercialisation of innovations. Of the innovators supported and funded by TIA, 37% are women and this number keeps growing as the

Professor Hafizah Yousuf Chenia

Dr Nomusa Dlamini

Mary Ranketse

agency continues to engage more women who have innovations that would facilitate the translation of South Africa’s knowledge resources into sustainable, socio-economic opportunities.

Within TIA’s portfolio there are remarkable women who have risen against all odds to develop some exciting innovations. These innovations make an impact in various sectors such as health, agriculture, industrial biotechnology, indigenous knowledge systems, advanced manufacturing, energy, ICT, and natural resources.

The agriculture sector has significant potential for job creation. This includes the importance of smallholder farmers and the informal market in ensuring food security.

Dr Nomusa Dlamini developed a Rapid Diagnostic Test kit (Lateral flow kit) for quality control and testing for mycotoxins in food and feed commodities. The lateral flow kit will enable small scale and commercial farmers to conduct quality control at production sites. The product is positioned to address food safety and quality control on food and feed commodities especially at export markets. The commercialisation of the test kit will lead to localisation of manufacturing and supply of this vital tool.

South Africa is one of the largest macadamia nut producers in the world with production increasing by 4000 hectares a year. Mary Ranketse, a researcher in the TIA funded Forest Bio-economy Innovation Cluster Programme is developing an innovative genomic characterisation and resources for Macadamia nut cultivars for advanced genetic breeding. The success of this research will enable DNA fingerprinting that would provide data as a service to the local industry to enable growers and breeders to uniquely identify cultivars. This data can be used to decipher the genomic composition of macadamia cultivars and guide the breeding of a new generation of macadamia

crops with improved cultivation and production traits, nut quality and resilience to biotic and abiotic stress. This is an opportunity to support the development of scarce skills specific for macadamia breeders. The technology will also contribute to job security in the sector.

Professor Hafizah Yousuf Chenia, a microbiologist at the University of KwaZulu Natal (UKZN) could solve a challenge that is faced by the marine and aquaculture industries with her development of industry environmentally friendly, nontoxic and long-lasting anti-fouling, coating or paint. Marine biofouling is the undesirable accumulation of microorganisms, plants, or marine animals like diatoms, barnacles, algae or mussels on submerged man-made surfaces. Marine biofouling results in economic losses and presents a biosecurity risk, as fouled vessels carry and transfer marine pests and diseases to new ports.

The product Prof Chenia is developing is an antifouling paint that could reduce the biofouling ability of marine organisms, reduce negative economic impact, and provide a solution which will make cleaning and maintenance of submerged marine and aquaculture surfaces easier. Beyond the maritime and shipping industry, the product could be used by farmers for agricultural biocontrol application, the water treatment industry and other sectors for infection control applications.

Innovations supported by TIA also respond to social challenges, one of these is the Memeza Community Safety Alarm, developed by Thuli Mthethwa. Memeza is South Africa’s first public alarm system. The innovation is designed and built for low-income communities who do not have access to private security. Memeza is equipped with a back end that allows for valuable data and intelligence to be captured in real time; this allows for response from emergency services with a tested response of 7 to 35 minutes.

The innovation is aimed at the safety of the vulnerable such as women, children, the elderly, disabled and is intended to combat the prevalence of kidnappings, human trafficking, and gender-based violence. The system is endorsed by the South African Police Service (SAPS).

Commercialising Innovations is core to the mandate of TIA and contributes to enterprise development. Women owned and run start-ups are an integral part of these developments. TIA has a critical role to fulfil as an Industry Builder. Industry Builders focus on transforming an economy by supporting the development of new sectors. Technology innovation and entrepreneurship are vital for boosting economic growth and reducing social inequality.

Contact details: For more information; www.tia.org.za Tel: +27 12 472 2701 Email: customerservice@tia.org.za

Follow us on social media: Twitter; @tiaorgza

Facebook; Technology Innovation Agency LinkedIn; Technology Innovation Agency Youtube; Technology Innovation Agency Instagram; @tiaorgza

Thuli Mthethwa

Starting with a printer and a dream

Meet Waya Waya Global Connection

Founder and Director, Patson Phala

Waya Waya Global Connection began as a printing company which was empowering young people in the Sekhukhune district. “I started Waya Waya with just a computer and a black and white printer and photocopier that was only capable of making 100 copies per day. No staff - just me and my courage,” says Founder and Director, Patson Phala.

The published author and entrepreneur has a bold vision for scaling up his business and impacting the communities where it operates. “Investing Tomorrow, Today” is the company slogan, pointing to its future-facing approach. With plans for a sneaker brand and an app launching soon, the sky is the limit for Patson Phala and Waya Waya Global Connection.

Please could you share with us your journey as an entrepreneur

In 2014, I registered Waya Waya Global Connection Pty Ltd, which was Waya Waya Communication, a close corporation offering services in printing and making copies. It trained and empowered young people in the rural areas of the Sekhukhune district. I started Waya Waya with just a computer, and a black and white printer and photocopier that was only capable of making 100 copies per day. No staff - just me and my courage.

Three years later, I was able to grow my business by employing four young women and three men, and we then introduced graphic design, designing "Dikoma'' - which are initiation school certificates. This was after I approached the office of the former Premier of Limpopo, Sello Moloto. He was impressed and he introduced me to the Head of Traditional Leadership in his office.

Around 2005/6 I introduced t-shirt printing and shop signage after I began occupying a shop in Jane Furse Plaza, which was our first shopping plaza in the rural areas.

What are the services Waya Waya Global Connection offers?

•

Financing major infrastructure projects for the private and public sectors - From R300 000 000 for individuals and from R50 000 000 000 for government entities

•

Schools Career Expo organising the "Who Am I” app

•

Training and motivation of young entrepreneurs in rural areas

•

ICT distribution and sales

•

The company is financing on five continents; including Africa, Asia, Europe, Australasia, and North & South America.

Please share with us some of the business’ major milestones since its inception.

• Signing a life-long agreement in 2011 with The Prepaid Company to be the sole retailer of sim cards, data and airtime to all the tribal offices and schools in Sekhukhune

• In June 2022 I signed an agreement with a Chinese shoe-making company to design "Waya-Waya Sneakers", which will be launched in September this year

• I recently published my first book titled "Who Am I: Black's Awakening", which is available on Amazon

• Signing an agreement with the Dammam Capital Middle East Investment in the UAE. The agreement is for my company to have the sole mandate for financing on five continents, including Asia and North America

How is Waya Waya Global Connection empowering women?

Waya Waya Global Connection is still the only small enterprise in the Sekhukhune district employing more young women than men, including those without a matric certificate. My business philosophy is that, "employees are able to move on after three years because we have a mentorship program within that empowers them to become employers after leaving Waya Waya Global Connection. Most of the young women who left my company are in the same industry and most of the IT equipment they own now was bought by Waya Waya Global Connection. Most of the women we employ are from the Sekhukhune FET College, who we agree to give internships to after they complete their diplomas in accounting, software development, HR, marketing and business management etc.

What exciting plans do you have for the coming year?

• My focus for 2023 will be on transformation in education through the "Who Am I” app as the country is struggling to cope with youth unemployment, gender-based violence, high divorce rate and poor performance. The app will transform our education system, our families' lives and our economic structure.

• Opening Waya Waya Global Courier Services in all provinces, for the distribution of healthcare products

• Launching the Waya-Waya Sneakers' brand and the "Who Am I: Black's Awakening" book in September 2022.

What message would you like to share with our readers?

"Do not start a business because you want to make money. Identify a problem and bring a solution to it and you shall not lack money." Contact details: 078 649 0106 079 125 1300 pphala877@gmail.com www.wayawayaglobal.co.za

CLASS 1: MINOR & TECHNICAL MUNICIPAL BOUNDARIES UP FOR REVIEW

The Municipal Demarcation Board (MDB) opened the outer boundary redetermination process immediately after the Local Government Elections (LGE) in November 2021. The period for the public to submit proposals opened in November 2021 and closed on 31 March 2022.

All proposals received by 31 March 2022 were analysed and placed in respective redetermination classes. It should be emphasised that, the MDB intends to consider class 1 redeterminations only (Technical & minor adjustments) in this period i.e., June/ July 2022, in terms of Section 26 of the MDA by publishing the proposed redeterminations in the newspapers circulating in the affected areas.

The notice is an intention of the MDB to consider these proposals depending on the inputs that will be received. Members of the public and stakeholders are requested to submit views and representations on class 1 redeterminations, within 30 days from the date of publication. The notices and maps are available on the MDB’s website – www.demarcation.org.za

PLEASE NOTE: All requests not forming part of Annexure A are classified as Class 2 – 4. Classes 2-4 municipal boundary changes will be considered later in October 2022 i.e., Consolidation and Annexations; Amalgamations and Categorization (Category A, B and C municipalities) after the MDB has taken them through a research process.

BY JESSIE TAYLOR

Celebrating the potential of traditional African medicines

Traditional African medicine is a holistic discipline involving the use of indigenous herbalism and aspects of African spirituality. African Traditional Medicine Day is celebrated annually on 31 August. South Africa has long been home to some of the world’s most loved natural remedies, such as buchu, the aloe and the African potato. But the global pandemic has brought renewed interest in African traditional medicines, with a particular interest in indigenous medicines and their potential as Covid-19 remedies.

The difficulties of regulation

The majority of the continent relies on traditional medicine for their basic health needs, and in some cases, this is the only healthcare service available, accessible and affordable.

In South Africa, the government has committed itself to the involvement of traditional healers in official healthcare services. The Department of Health has taken steps toward the official recognition and institutionalisation of African traditional medicine by establishing a directorate of Traditional Medicine.

The Department has also enacted the Traditional Health Practitioners Act which established the Interim Traditional Health Practitioners Council.

South Africa has a large number of practising traditional healers and millions of citizens who use their medicines and traditional health care practices stand. Yet this sector stands outside of mainstream, Western healthcare sectors.

While there have been efforts to produce some sort of regulation for traditional healers, many of their remedies have not been scientifically evaluated. There has also been lobbying from some organisations, such as the Traditional Healers’ Organisation, for selfregulation in the sector.

In addition, the government has struggled to provide a comprehensive framework for approaching traditional

medicine. In 2008, the government published a draft policy for traditional medicines. This was never signed into effect. The 2013 Bioeconomy Strategy laid out plans to investigate herbal cures, but the government has yet to implement a system to formally evaluate traditional medicines.

However, this is slowly changing. In 2015, legislation was passed to create the South African Health Products Regulatory Authority (SAHPRA). The organisation has been a strong advocate of traditional medicine, especially during the pandemic, and has begun considering appropriate mechanisms for regulating proprietary African traditional medicines.

More recently, the Department of Science and Innovation has committed to funding studies looking at the use of traditional African medicines, especially as treatments for Covid-19, and as immune modulators and anti-viral therapeutics.

The World Health Organisation’s regional expert committee on traditional medicine has endorsed protocols for traditional clinical trials, and these protocols are being finalised.

A new interest in traditional remedies

In the last two years, some South African traditional remedies that have been under scrutiny, for their potential in treating the symptoms of Covid-19, have been under increased study.

The University of Free State (UFS) has conducted clinical trials to test traditional medicine for their ability to treat Covid-19 patients. Among those are Phela, a traditional medicine developed through the UFS and the Department of Science and Innovation, for the treatment of HIV.The medicine is believed to be effective as an immune modulator and benefiting persons with a compromised immune system. Another herbal remedy that has been under investigation is dubbed Product Nkabinde, which was also initially considered for the treatment of HIV. The extracts in this medicine are believed to have antiviral properties.

However, traditional African medicines could not only unlock treatments for some of the illnesses medical practitioners are currently battling, it could also have a significant economic impact. Estimates place the value of the traditional medicine sector at around R20-billion a year. The sector also creates more than 350 000. The farming of traditional medicinal plants could also lead to job opportunities, with every hectare of land used for the cultivation of medicinal plants creating at least two permanent jobs annually.

This is supported by the economic impact the legalisation of cannabis has had – an estimated R28million is entering the economy every year.

Motlalepula Matsabisa, Associate Professor of Pharmacology in Traditional Medicines at the University of the Free State

and current chairperson of WHO’s Regional Expert Advisory Committee on Traditional Medicines, says Africa has the potential to lead the development of traditional medicines.

"My vision is for Africa to share our valuable resources with the world by developing and distributing world-class medicinal solutions,” he says.

"We are more than capable of doing so, and now is the time to do it."

BY SINAZO MKOKO

Monkeypox in South Africa: Public urged not to panic

Following the outbreak of the COVID-19 pandemic which kept us in our homes for more than two years and resulted in so many changes and uncertainties, it's no surprise that people across the globe might worry about another pandemic.

Just a day after the Health Minister, Dr Joe Phaahla announced lifting of all COVID-19 restrictions in South Africa on June 22, the National Institute for Communicable Diseases (NICD), confirmed that a first case of monkeypox had been identified through laboratory testing at the NICD in South Africa. The case involved a 30-year-old male residing in the Gauteng province who reported no recent travel history. So far, the country has recorded three cases of the

monkeypox in Gauteng, Western Cape and Limpopo. Authorities and health experts have stated that the virus is not new, as it was first found in 1958 in monkeys and the first human case was recorded in 1970. The World Health Organization (WHO) has since declared monkeypox a Public Health Emergency of International Concern (PHEIC).

According to the NICD, monkeypox is a rare viral infection in humans.

The virus has been reported in more than 3 000 individuals from several European countries, the USA, Canada, Australia, Morocco and the United Arab Emirates. “This is the first multi-country outbreak of monkeypox and is already the largest outbreak of monkeypox recorded. The cases to date mostly involve individuals that self-identify as men having sex with men.

Risk factors include reporting multiple sexual partners. Recent

large social events are thought to have served as super spreader events,” stated the institute.

NICD states that person-to-person transmission involves close contact with an infected person or materials that have been contaminated by an infected person - such as linen, clothes and other household items.

“The virus is not highly transmissible and close physical contact is required for transmission. It does not spread similarly to influenza or the SARS-CoV-2 virus.” They said most cases do not require hospital treatment and the prevention depends on the isolation of cases until fully recovered. “The risk to the general population is considered low, given the low transmissibility of the virus.” - NICD

According to the Chief Executive Officer of Discovery, Dr Ryan Noach, monkeypox is almost never fatal, and typically resolves spontaneously. “Of all the cases recorded in this outbreak, there are only five confirmed deaths.”- Dr Noach. He added that there are now about 16,000 recorded cases across more than 70 countries.

“The disease appears to be spreading in countries that have not historically reported monkeypox infections and through new modes of transmission, which are not yet fully understood,” he stated.

Noach has pointed out that this virus is different from the COVID-19 pandemic.

Differences between COVID-19 and Monkeypox

• Monkeypox is a well-known, typically rare viral disease that has been around for a long time. COVID-19 developed from a novel (newly identified) Coronavirus that quickly became ubiquitous globally.

• Monkeypox is significantly less contagious than the SARS-CoV-2 virus, which causes COVID-19. Importantly, to date, this outbreak of monkeypox appears to be transmitted through direct bodily fluid contact, whereas COVID-19 posed a much higher person-toperson transmission risk through proximity to an infected individual.

• That said, more needs to be understood about monkeypox’s mode of transmission which seems to have changed, resulting in the current outbreak.

• Monkeypox is almost never fatal, and typically resolves spontaneously, consequently posing a low threat to healthcare systems. We are not at all likely to witness healthcare professionals and the healthcare system being severely impacted by this monkeypox outbreak, to the same extent as COVID-19. It is highly unlikely to have the global healthcare and economic consequences of COVID-19.

How to prevent monkeypox infection?

• Avoid contact with people who are suspected or known to be infected with the virus

• Avoid contact with bedding and other materials that may be contaminated with the virus

• Practice safe sex. Wash your hands frequently with soap and water

Sources: https://www.nicd.ac.za/ https://www.who.int/ https://www.discovery.co.za/portal/

"This is the first multi-country outbreak of monkeypox and is already the largest outbreak"

BY SILKE RATHBONE, PRINCIPAL PARTNER, LABOUREXCEL

let’s talk about

Gender Diversity

It may seem to many an obvious policy ensuring inclusivity when it comes to gender diversity in the workplace.

But unfortunately, many employees find themselves excluded without their employers even being aware of their discomfort and unhappiness.

What is gender diversity? Hiring a good mix of males, females, nonbinary, and transgender employees is not enough nowadays. You have to consider a few factors with inclusivity and gender diversity.

As the owner of your business, you need to look at the bigger picture, the wider possible scenario.

Yes, you need to ensure there is a fair and equitable

representation of people of all genders, but you also need to ensure:

• That management is aware of the mix and that within management, there is a fair balance;

• That all processes, wording and policies are effectively put in place so that there is no bias against any one gender;

• That your environment is safe for all genders;

• And that should there be any bullying or harassment, that your policies are clear and that all are aware of them.

It all starts with recruitment Embracing the value of a diverse workforce starts at the recruitment stage. Knowing

that each gender brings their own strengths and skills to the party can open up your eyes to the possibilities. Not only their strengths and skills but their varied creative viewpoints too.

Improving your job descriptions so that no gender bias exists;

Source a genderdiverse pipeline from the start;

Ensure your interview questions are not gender-specific.

How to turn an existing workforce into a genderdiverse and fair place

Even if you know that your current workforce does not fit the bill in terms of fair representation, you can still put some policies in place to guide and educate.

1

- Promotional Policies

What are your processes for promoting someone? How does your merit system work? And is there any chance someone’s gender could be considered during these processes? If you feel there may be, you may need to address your policies in a hurry.

2

- Meeting Management

When meetings are arranged and implemented, are all genders addressed the same? When someone has an idea or opinion, are they heard fairly, regardless of gender?

3

- Organised Events

When putting events or launches together, are you sensitive to

the type of themes you’re using, the venues, and the topics? All can make a difference to how someone perceives them, and very quickly, you can offend without realising it.

4 - Constant Unconscious bias-training

Very often, it is a simple training process for existing staff which can assist everyone in understanding just what a gender-diverse workforce can look like

5 - Exit Interviews

Learn from your exit interviews. Be brave enough to ask what worked and what didn’t from every employee leaving your service. Labour Excel specialises in offering a variety of Labour Law and HR Solutions. Silke Rathbone, one of the Principal Partners, has crafted and honed her skillset and assists corporates and individuals along the Labour journey to ensure they understand what is required of them at all levels.

The services Silke offers are:

• Human and Industrial Relations Related Services

• Retrenchments – assisting with everything relating to the restructuring of a business;

• Unfair dismissals cases;

• Unfair discrimination cases;

• Drafting of employment contracts;

• Transferring of a business as a going concern;

• Labour Law Statutory Compliance – audit;

• Monthly retainer packages for IR advice;

• Outsourced HR services. n

Get in touch with Silke

Email: atlantic@labourexcel.co.za Cell: +27 72 018 5827 Work: +27 086 1000801 Web: labourexcel.co.za

BY KOKETSO MAMABOLO

Is it possibleactually to save?

HOW TO BE SMARTER WITH YOUR MONEY

After petrol prices hit all-time highs in South Africa, leading to price hikes across the board, many were left wondering - is it actually possible to save? The answer is yes. In June we looked at how you can save on petrol, in July we looked at how you can save on electricity - now it’s time for us to look at how you can plan ahead with a smart household budget.

50/30/20 rule

The 50/30/20 rule is straightforward and one of the most popular household budgeting tools. Needs - 50% Wants - 30% Savings or Debt - 20%

Needs

Half of your net income should go towards fulfilling your needs - the things that you genuinely could not live without:

• Housing

• Transport • Groceries

• Utilities

• School fees

Housing could be your rent or mortgage payments - either way, you need a roof over your head and it’s

important to allocate a significant amount of that 50% to ensure you have shelter. Transport covers car payments, petrol, ride-sharing and public transport. You can bring your transport costs down by finding ways to save on petrol, or buying monthly bus passes, which can save you as much as 50% compared to buying a ticket every day.

Wants

The most difficult part of going through a budgeting process is coming to terms with how much of what you spend your money is unnecessary spending. You don’t need to stream series and music - you want to. You don’t have to order food to your doorstep - you want to. You don’t need to buy the latest smartphone, despite upgrading the year before - you want to. As difficult as it is to come to terms with, you need to spend less on the things that you want. Thirty percent is still a significant portion, allowing you to indulge here and there, but when the crunch hits, as it has in recent months, you will need to dip into your wants to fulfil your needs. In other words, you need to be one of those “there’s food at home” people when the kids ask for takeout.

Savings or Debt

This is the part of your spending that will have the most long-term

impact. Because of how forwardlooking it is, it can be difficult to see the benefits now and hence easy to overlook. From saving for retirement, saving for your children’s tertiary education, paying off debts or building an emergency fund - this is an aspect of your budget that you will be happy you considered when you look back years or even months from now.

Be smart with how you manage your money

Having a framework in place is great but what are some of the steps you need to take along the way? Here are five things you can do to help you build a framework plus ways that will help you be smarter with you money:

Know how much you’re working with

It’s important to know how much you have to spend. What’s your income after tax? What are your bank fees?

Track your spending for a month

By keeping track of what you spend in an average month, you'll have an idea of where your money is going. What are you spending the most on? What are you spending too much on?

Find out what your spending on bank fees

Card purchases, withdrawals, debit orders, transfers etc. these all come with varying fees which can pile up. Some are unavoidable, but it's worth it to consider withdrawing less cash (it’s safer too) and swiping/tapping more. If you need to withdraw, try to do it when you visit the supermarket for groceries.

Try rewards programmes

Rewards programmes at banks and supermarkets can save you money without you realising it. From discounts on groceries, to points that you can use to buy goods, there’s something for everyone.

Get the family involved

Work with your partner on the budget. Teach your kids about the cost of living. Develop a savings culture. Having buy-in from the whole family will help you keep the spending in check.

Sources: https://bettermoneyhabits.bankofamerica.com/en/ saving-budgeting/creating-a-budget

https://www.nerdwallet.com/article/finance/how-tobudget

WHAT TO LOOK OUT FOR

BY SINAZO QIQA MKOKO

World Lung Cancer Day

This is a day that aims to bring awareness about lung cancer causes and prevention.

The brains behind this day is Betsy Thompson who used her foundation Lung Cancer Survivors Foundation to promote the day as a time to spread awareness of lung cancer and its causes.

Her vision continues through education and screening around the globe, respectively.

Women’s Day

It was on August 9, 1956, when more than 20000 women in South Africa braved all odds and marched to the Union Buildings in protest against the extension of Pass Laws to women - a system meant to control and disempower. This year’s theme is:

“Generation Equality: Realising Women’s Rights for an Equal Future”.

This forms part of Generation Equality global campaign and links South Africa to global efforts to achieve gender equality by 2030.

International Day of the World’s Indigenous People

The day marks the day of the first meeting, in 1992, of the Working Group on Indigenous Populations of the Subcommission on the Promotion and Protection of Human Rights.

In 1994, the General Assembly decided that the International Day of the World’s Indigenous People shall be observed on 9 August every year during the International Decade of the World’s Indigenous People (resolution 49/214 of 23 December).

This year, the day will be marked under the theme: The Role of Indigenous Women in the Preservation and Transmission of Traditional Knowledge.

International Youth Day

Participation, Development, Peace. These are three basic themes that were emphasised by the General Assembly and the Economic and Social Council From 1965 to 1975 in the field of youth.

In 1979, the General Assembly, by resolution 34/151, designated 1985 as International Youth Year: Participation, Development, Peace. In 1985, by resolution 40/14, the Assembly endorsed the guidelines for further planning and suitable follow-up in the field of youth. The guidelines are significant for their focus on young people as a broad category comprising various subgroups, rather than a single demographic entity.

World Humanitarian Day

The aim of this day is to honour aid workers who put their lives at risk to better the lives of others.

The day is a tribute to the 22 people who lost their lives in 2003 following a bomb attack on the Canal Hotel in Baghdad, Iraq. Among the people who were killed was the UN’s High Commissioner for Human Rights

African Traditional Medicine Day

Commemoration of the African Traditional Medicine Day coincides with the date, 31 August 2000, on which the ministers of health adopted the relevant resolution at the 50th session of the World Health Organisation Regional Committee for Africa in Ouagadougou, Burkina Faso. Traditional African medicine is a holistic discipline involving the use of indigenous herbalism combined with aspects of African spirituality.

The National Department of Health recognises that there is an entrenched historical bias towards Western/ allopathic healthcare that has a long history.

August is about celebrating brave women and indigenous people from all walks of life.

We pay tribute to the past, celebrate the present and pave the way for the future

BY FIONA WAKELIN

Who are the top 5 wealthiest women in Africa?

And who has tumbled from the top?

Looking at the list of the richest women in Africa, what is striking is that acquiring billionaire status does not happen overnight. Everyone featured here has spent a lifetime investing in, and growing, their entrepreneurial empires. Silver hair and gold in the bank!

Topping the list of wealthy powerhouses in Africa is:

1. Folorunsho Alakija - a Nigerian billionaire

Fifty years ago Folorunsho started out in the fashion industry and today her business interests include real estate, oil and gas and printing.

She is the owner of several groups of companies including Dayspring Property Development Company Limited, a real estate company which owns properties around the globe, as well as Rose of Sharon Prints and Promotions.

Folorunsho is also Executive Director of FAMFA Oil, her family-owned oil production company.

2. Ngina Kenyatta - the mother of current Kenyan president, Uhuru Kenyatta

Nearing her ninth decade Ngina Kenyatta is a billionaire with a portfolio which includes investments, banking, media and the dairy industry. “Mama Kenyatta” has a 24.91% share in the Commercial Bank of Africa (CBA) – she also owns shares in Media Max, a media company that owns K24 TV, Kameme Radio, and The People newspaper.

3. Hajia Bola Shagaya who also hails from Nigeria

With a current net worth of almost a billion US, Hajia Bola started out as an auditor for the Central Bank of Nigeria and then her entrepreneurial verve kicked in! She started an empire by importing Konica photographic equipment for resale. Nearly 40 years later she is CEO of Bolmus Group International with interests in oil, real estate, banking, and photography. Hajia founded Practoil Limited, and in 2005 became its managing director. Today Practoil is one of the largest importer and distributors of base oil in Nigeria today.

4. Wendy Appelbaum is the richest woman in South Africa and the 4th wealthiest on the continent

Wendy Appelbaum is the daughter of Liberty Group founder Donald Gordon and the owner and Chair of De Morgenzon Wine Estate. Previously, Wendy also served as the Deputy-Chairman of the Women's Investment Portfolio Limited (Wiphold Limited), which is a renowned women’s investment holding company that is listed on JSE. Overall, Wendy is also a director of Sphere Holdings (Pty) Ltd, which is a black empowerment company addressing financial services in mining sectors. In 2015, she was awarded both the Forbes Woman Businesswoman of the Year, and the Forbes Africa Woman of the Year.

5. Wendy Ackerman – FMCG powerhouse

Wendy Ackerman is one of the founders and an Executive Director of Pick ‘n Pay Stores. Along with her husband Raymond Ackerman, Wendy has been a tremendous force in building up one of South Africa’s leading FMCG retailers, which, to date, consists of over 450 stores, with the inclusion of 121 supermarkets and 14 hypermarkets. The company extends its food and retail services across South Africa, southern Africa and even Australia, and has employed an estimated 49,000 people over the years. Wendy received an Inyathelo Award for her family’s philanthropic efforts in 2007.

A cautionary tale

For many years Isabel Dos Santos, daughter of Angolan President, José Eduardo dos Santos, topped the list as the richest woman in Africa. Currently in self-imposed exile in Dubai she is embroiled in legal battles while watching her empire implode.