Top Women Publication 10th edition by Topco Media

www.businesswomen.co.za

AWARDS AWARDS

CONTENTS TOP WOMEN 10 th EDITION

FOREMATTER 5 Top Women's Letter FOREWORDS 7 X olani Qubeka, Chief Executive Officer, Black Business Council

9 Kgosientso Ramakgopa, Executive Mayor, City of Tshwane

KEY SECTORS OVERVIEW & COMPANIES LISTING 16

Mining

Manufacturing & Construction

Engineering

Health

Technology

Services

Finance

Public Sector

119

Education

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Chief Executive Officer Ralf Fletcher Production Director Van Fletcher Top Women Awards Director Karla Fletcher Editor Wendy Viljoen Editorial Assistant Raisa Fisher

SPECIAL FEATURES 10 Embracing Gender Diversity by Brian Hayward

Contributors Brian Hayward Raina Julies Catherine Milward-Bridges

24 Bentley ‘Flying Spur’ Launch South Africa 2013 by Van Fletcher

Art Director Lesley-Ann van Schalkwyk

52 Coaching for Success by Raina Julies

National Sales Manager Judy Twaambo-Chileshe

85 Leveling the Playing Fields by Catherine Milward-Bridges 1 24 Top Women Awards 2013

INFORMATION

Project Manager Lee-Ann Arendse Senior Business Developers Babalwa Mkobeni Malcolm Mato Sarah Bowers Jeneveve Stroebel Reginald Motsoahae Lizel Jonker Faizal Stofberg Clay Tsapi Traffic Coordinator Naomi Arendse

144 Research Criteria

Research Manager Haley Fletcher

145 A–Z Listing of Featured Clients

Research Analysts Sheri Morgan Aisha Crombie Amirah Esau Sandra Bock Distribution and Subscriptions Ingrid Johnstone

1 0 T H A N N UA L TO P WO M E N AWA R D S

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AWARDS th

Anniversary

Celebrating WOMEN IN BUSINESS & GOVERNMENT

1 NOKWANELE QONDE WASAA Gasses, Women-Owned Business Award

2 NAADIYAH MOOSAJEE South African Women in Engineering (SAWomEng), NGO Award Sponsored by KZN COGTA 3 NRITIKA SINGH Isilumko Staffing, The Most Innovative Gender Empowered Company Award Sponsored by City of Tshwane

The Awards categories reflect a comprehensive vision of the work of women in all spheres of public and private service, as showcased through the years in Top Women in Business and Government. This includes CEOs, executives and leaders in corporate South Africa, SMMEs, government departments and agencies, as well as entrepreneurs. The 10th anniversary celebrations of the Top Women Awards, held on the 2nd of August at the Sandton Convention Centre, brought to you by Kaya FM and hosted by Topco Media, recognised a group of deserving women and organisations who have continually helped shape women’s roles within the private and public sectors.

Businesswomen & companies driving gender empowerment, shine at the annual Top Women Awards.

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Top Media & Communications (Pty) Ltd T/A TOPCO Media Bree Street Studios, 17 New Church Street, 2nd Floor, Cape Town, 8001 PO Box 16476, Vlaeberg, 8018 Tel: +27 (0) 86 000 9590 Fax: +27 (0) 21 424 9411 Email: info@topco.co.za Website: www.topco.co.za Disclaimer All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without the Prior written consent of Top Media & Communications (Pty) Ltd T/A TOPCO Media, Reg. No. 2011/105655/07. While every care has been taken when compiling this publication, the publishers, editor and contributors accept no responsibility for any consequences arising from any errors or omissions. ISBN: 978-0-620-58912-3

PUBLISHER S LET T ER

Director's letter

CLOSING THE GENDER EQUITY GAP

Women make up 40% of the global workforce and in some countries, they are growing at double digits. Women, according to some of our most recent statistics, are represented as 3% of Fortune 500 CEOâ&#x20AC;&#x2122;s and less than 15% of corporate executives at top companies. In South Africa, we have maintained a steady rate of 28%, which makes us a highly competitive contributor of women in senior roles on the global scale. For some, this may seem as a shortfall in closing the gap, but lets take a look back to 10 or 20 years ago. 28% is progress! Progress we need to recognize, if we donâ&#x20AC;&#x2122;t know where we came from and how we got here, then how are we able to accelerate? For 10 years, I have had the privilege of just this - watching companies provide innovative solutions to closing the gender equality gap. Engaging with Top Women Awards (pg 125) winners and nominees as well as top engendered companies who have blown me away with their dedication, commitment and tenacity to co-create platforms for gender empowerment to succeed in this country. Qualities that, as a nation, we have in riches that can conquer our past and push the boundaries beyond the glass ceiling. Year on year, Top Women in Business and Government is supported from the highest levels. Our local icons are rapidly being recognized as global leaders in gender equality. The standard of inclusion in this publication only goes to show that we have become more aggressive in closing the gender equality gap. Now we commemorate the efforts of those who have made this their lifes work, and draw inspiration to continue to fast-track the growth of female leadership in South Africa. I would like to personally thank our sponsors who have made Top Women in Business and Governemnt and the Top Women Awards possible. I would also like to congratulate Madam Phumzile Mlambo-Ngcuka, Keynote Address at the 10th Annual Top Women Awards, on her recent appointment as Executive Director of the United Nations Entity for Gender Equality and Empowerment of Women, just another milestone for us to celebrate as a nation! Warm regards

Karla Fletcher Top Women Director Topco Media 5

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PUBLISHER S LET T ER

Foreward WOMEN ARE IMPERATIVE TO THE CREATION OF BLACK INDUSTRIALISTS The role of women entrepreneurs in South Africa has become integral to the notion of economic transformation, since the advent of our new democracy. The adage that the role of women is in the kitchen has long been placed under the tombstone of history. More and more women in our society have placed themselves at the centre of economic development, without any difficulty in traversing in the space hitherto a male dominated terrain. The Black Business Council (BBC) has placed the issue of empowering women as an imperative and central to the creation of Black Industrialists. This notion is of paramount importance to BBC, to the extent that this portfolio has been placed at the office of BBC's President and BBC's efforts to propel women empowerment programmes, would now be coordinated within that office. The Department of Trade and Industry (the dti) recently launched the revised Codes of Good Practice on Broad-Based Black Economic Empowerment and the essence of the new Codes places emphasis on strengthening compliance with black women ownership provisions within key elements of the Codes. This would further strengthen BBCâ&#x20AC;&#x2122;s drive to create black industrialists to include a significant participation by women. BBC is in discussion with Passanger Rail Agency of South Africa (PRASA) regarding the ring-fencing opportunities to BBC women-owned companies, including women cooperatives. We commend the Top Women in Business and Government as a publication dedicated to extol women related issues and topics, and further contribute towards the total emancipation of women in all spheres of our society.

The strengthening of the role of women in business and in government would infuse the necessary energy to integrate man and women as equal partners to catapult South Africa alongside leading industrialised countries of the world.

Xolani Qubeka Chief Executive Officer Black Business Council 7

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PUBLISHER S LET T ER

Foreward

REMAKING OF THE CAPITAL CITY The recently launched long-term growth and development strategy dubbed Tshwane Vision 2055 provides a useful framework for shaping a liveable, resilient and inclusive space where Tshwane citizens enjoy a high quality of life; have access to social, economic and enhanced political freedoms and where they are partners in the development of the African Capital City of excellence. Through this vision, we envisage that by 2055 our city should be a sparkling new experience. We also recognise that central to the successful attainment of Tshwane Vision 2055; our communities, particularly women and the youth, are key agents of change and transformation as defined in the Freedom Charter and the countryâ&#x20AC;&#x2122;s Constitution. The City of Tshwane recognises the value of gender empowerment and the role of women as architects of a thriving country. Women have transformed themselves into wheels of steel and courage; instruments of growth and development and givers of life and hope. It is for this reason that we have taken a deliberate pronouncement to elevate women to a deserving status. This is evident in our approach to represent women in the mayoral committee cluster. The increasing number of women in top management positions and the involvement of co-operatives, largely made up of women, are important stakeholders in the smooth running of the city. We, therefore, pledge our support for the Top Women in Business and Government, because through this publication we continuously celebrate and recognise brilliance in gender empowerment in South Africa. Now in its 10th year, the publication is still the most relevant and intricat source of information and support for our women and companies that are driving transformation. Transformation is not about the numbers, but about equipping the women of the city to embrace their role and contribute meaningfully towards their environment and in the lives of fellow community members. In closing, I would like to add that we are committed to enhancing the quality of lives of Tshwane residents and push with the transformation agenda for the sake of our democracy and equity. We remain firm in our belief that it is only through dedication to the fine traditions of excellence, diligence, meticulousness and precision that we stand a chance of navigating any turbulence that may arise. The launch of Tshwane Vision 2055 is a major milestone for the capital city and we trust that it will be welcomed by all and the vision for a better city will be embraced. Lastly, I would like to emphasise; you are a person through, and with, other people. Act humanely towards other people at all times. The Tshwane Vision 2055 process was inspired by the clarion call of the Freedom Charter: The people shall govern.

The journey to the future begins now! Forward with Tshwane Vision 2055! Forward to the next 10 years of Top Women!

Cllr Kgosientso Ramakgopa Executive Mayor City of Tshwane 9

S P E CI AL F EAT URE

EMBRACING GENDER DIVERSITY Why government is changing the rules BY BRIAN HAYWARD 10

EMBRACING G ENDER DIV ER S IT Y

“All our eggs seem to be in the empowerment basket. If you don’t address the structural and institutionalised inequality and discrimination, you will never see transformation in the workplace.” Almost two decades have passed since racial barriers in South Africa were torn down as the country held its first democratic elections – a triumph, many thought, which would pave the way for other disenfranchised groups to become empowered. Yet women in South Africa continue to be subjugated in a society which is fiercely patriarchal – a primary reason for the failure of government gender empowerment initiatives and why women are still struggling to climb the corporate ladder, say academics and researchers. The findings of various reports and the blatant lack of the advancement of women in the workplace is likely why government is aiming to toughen its stance on gender empowerment with its Women Empowerment and Gender Equality Bill, which will soon be presented in Parliament. The bill proposes that government departments and companies be forced to fill a minimum of 50% of all senior and top management positions with women. The new legislation would also allow the state to fine and/or imprison executive heads who contravened the law. According to the commissioner with the Commission for Gender Equality, Janine Hicks, the blame lies with the apathetic approach to the advancement of women in the workplace by big businesses, as well as government. “There are two very separate issues requiring a different response: 11

the empowerment of women on the one hand and gender equality on the other. With gender quality in the workplace, we need to look at where there are not equal opportunities; where we are failing to be fair in our recruitment; what obstacles there are for women in the workplace; and what measures we need to put in place institutionally to eradicate barriers to women’s advancement in the workplace,” says Hicks. “We are not seeing proper policies and a whole lot of that is around attitude, stereotypes and ineffective policies; not making transformation the responsibility of management.” Women would be equal in the workplace if only they were trained and empowered adequately, she says. “All our eggs seem to be in the empowerment basket, as if that is the only problem. If you don’t address the structural and institutionalised inequality and discrimination, you will never see transformation in the workplace.” What needed to be addressed were the attitudes and stereotypes of senior management, and ineffective policies. “This is not a junior HR officer reporting function. It should be dealt with by senior management. It requires mind-set changes and bold moves. Women need access to serious business coaching and proper training.” A different approach was needed for women to properly advance their careers while also balancing other important roles, such as motherhood. “We shouldn’t be putting women in positions where they are forced to compromise on either motherhood or a professional career. We have seen wonderful innovations from groups, like Unilever, which allow for an innovative and flexible approach to women in the workplace, issuing laptops and allowing them to work from home with flexible working hours. We must deviate from the approach which only envisages women working from behind a desk.” Hicks says the bill, which is being revised, is needed. “The bill does speak to some of the structural inequalities. When you start applying that legislation [requiring, among other things, that half of all senior management posts be filled by women] to trade unions, political parties and boardrooms, you’re looking at a revolution.

S P E CI AL F EAT URE

South African artist, Mary Sibande, continues to explore the construction of identity in a postcolonial South African context. She critiques stereotypical depictions of women, particularly those of black women.

“When the Gender Equity Bill is enacted it will have a major impact on businesses, especially those that are not currently embracing gender diversity.”

“Similar legislation was introduced in the Nordic countries and there was a huge fuss at first, but there has been great transformation. Companies which have addressed and implemented diversity well have outperformed their peers, because they understand good governance and manage to leverage their diversity, which is a cutting edge business intervention. So, there is a business case for it, as well as a Constitutional case for it,” Hicks said. “It has come to the point where government has to wield a big stick.” Eastern Cape human rights activist and Development Studies academic, Dr Janet Cherry, says that “in a deeply patriarchal society such as ours, women are profoundly disempowered and do ‘need empowerment’. Black people are also disempowered in certain respects, hence the need for BEE policies.” “Anecdotally, in big corporations, there are few women in top management and technical positions. Women are accommodated in certain types of positions, such as marketing, 12

accounts, PR and project management. I am also aware that at large institutions, such as universities, a similar pattern holds, with men holding most of the top management positions, and women doing most of the teaching, marking and administration,” says Cherry. It was time though, to introduce a new way of levelling the playing field, she said. Fellow Eastern Cape academic, Piet Naudé, Nelson Mandela Metropolitan University deputy vice-chancellor and Professor of Ethics, describes an “invisible culture [which] acts as the default norm in all spheres of society and underlies our gender en-culturalisation processes: girls are ‘emotional’ and ‘caring’ and should therefore choose certain subjects at school and careers like teaching, nursing, social work and secretaries. Boys are ‘rational’ and ‘leaders’ and should be placed in careers of power and public influence.” “Unfortunately, what happens is that culture, religion, education and business

EMBRACING G ENDER DIV ER S IT Y

form a formidable combination of forces that seriously inhibit the advancement of women. There is also the factor of choice. Some professional women may decide by free choice to give up careers and become full-time parents, but for most women in South Africa that is a choice of luxury afforded to a small minority,” says Naudé. The most recent South African Human Rights Commission Equality Report is scathing of tepid government gender empowerment interventions. “Despite the promulgation of the Employment Equity Act in 1998 as the key legal instrument promoting gender equality in the workplace, and the existence of other equally important legislative instruments aimed at promoting equality and fair treatment in other areas of economic, political, social and cultural rights, women continue to face intense discrimination and unfair treatment in many areas of life, particularly in the workplace,” the report reads. “In fact, there is significant evidence suggesting that gender discrimination and unfair treatment of women in general, and in the workplace in particular, continues unabated. This implies clear, deep-seated and systemic barriers towards the advancement of the interests of women, not only in the application of existing laws, policies and codes of good practice, but also in terms of the efficacy of the NGM [National Policy Framework for Women’s Empowerment and Gender Equality, 2000] in promoting gender equality and ensuring monitoring of the process of gender transformation.” The findings underscore the failure of legislated gender empowerment initiatives, stating that research work conducted by the Commission for Gender Equality suggests that there is still much to be done in the public and private sectors to advance the course of gender transformation in the workplace. Other findings by various NGOs revealed that gender transformation in the workplace is not receiving the recognition and response required.

“It is clear that the key challenge in advancing gender equality and fair treatment is not the lack of relevant laws. It would appear that the challenge is the lack of effective implementation of existing laws and the lack of effective monitoring and application of appropriate sanctions in cases of poor compliance or the complete lack thereof.” One thing is certain, any new legislation aimed at empowering women in the workplace will need a consistent and dedicated government to see it through.

“One thing is certain, any new legislation aimed at empowering women in the workplace will need a consistent and dedicated government to see it through.” Gender Equity Amendment Bill The Department of Women, Children and People with Disabilities, presented the Commission for Gender Equality Amendment Bill 2012 to the Select Committee on Women, Children and People with Disabilities on 19 June 2013. The Bill sought to amend the provisions of the Commission on Gender Equality Act 39 of 1996 (the Act). The proposed amendments to the Act were mainly technical in nature, and necessary in order to effect some corrections on the technical part of the Act. It did not border on the composition, powers and functionality of the Commission for Gender Equality. The Bill also sought to give effect to the recommendations of the ad hoc Committee on the Commission for Gender Equality Forensic Investigation, as well as to align the Act with the Constitution of the Republic of South Africa. The Department expanded on the 13

provisions of the Bill, setting out its details. The Bill, among others, substituted the Preamble of the Act to reflect the provisions of the Constitution, while it also amended the definition of ‘Commission’ to mean the Commission for Gender Equality established by section 181 of the Constitution. The Bill amended the definition of ‘Minister’ to mean the Minister responsible for Women, Children and People with Disabilities, replacing Minister of Justice. The Bill further amended section 3(2) of the Act, through the substitutions of subsections (a), (b), and (c), thus empowering the National Assembly to nominate, approve and recommend members of the Commission. The Bill also deleted section 3(3) of the Act; section 3(5) was substituted to reflect the grounds by which any member of the Commission can be removed from office, as well as procedures to be taken to effect the person’s removal; while section 9 of the Act was also amended to align with the Public Finance Management Act No.1 of 1999. The Department was advised by the State Law Advisers not to refer the Bill to the National House of Traditional Leaders, because the Bill did not contain provisions pertaining to customary law or customs of traditional communities. The Bill had also been presented to the Portfolio Committee for Women, Children and People with Disabilities, and public hearings on the Bill had been held by the Portfolio Committee. The Committee expressed satisfaction with the contents and/or provisions of the Bill, with the exception of clause 3(d) of the Bill, which deleted section 3(3) of the Act. Section 3(3) of the Act made provision for the involvement of civil society in the nomination of members of the Commission and aligned with section 193(6) of the Constitution in recommending public participation in the Commission’s membership nomination. The Committee adopted the Bill in principle, but emphasised that it must afford the NCOP and civil society the opportunity to be involved in the recommendation process for membership of the Commission.

S P E CI AL F EAT URE

CHANGES TO THE GENDER EQUITY BILL When the Gender Equity Bill is enacted it will have a major impact on businesses, especially those that are not currently embracing gender diversity. The bill calls for 50% gender representation on all decision-making structures.

On 9 August 1956 these brave women were marching in protest against the pass laws that proposed even further restrictions on the movements of women.

1T HE BILL CURRENTLY APPLIES TO ALL CORPORATES AND REQUIRES: All persons must within their ambit of responsibilities, develop integrated strategies, frameworks, programmes, plans, activities and budgets which are intended to empower women and to enable women to gain power and control over decisions and resources that determine the quality of their lives in a sustainable manner. 2A LL PERSONS MUST TAKE MEASURES TO ELIMINATE DISCRIMINATION AGAINST WOMEN POLITICALLY, SOCIALLY AND ECONOMICALLY BY: • Changing the conditions and circumstances which hinder the achievement of sustainable,

“Establishing appropriate and relevant measures designed to recognise and support the reproductive, productive, family and community roles of women in various sectors of life.” substantive gender equality; • Implementing gender mainstreaming in all strategies, policies, programmes and budgets to empower and benefit women; • Ensuring reasonable accommodation of the needs and interests of women; • Establishing appropriate and relevant measures designed to recognise and support the reproductive, productive, family and community roles of women in various sectors of life; 14

• I mplement gender equality policies and strategies within their mandate through — • Setting targets to improve compliance with such policies and strategies; • Auditing factors that cause and contribute to non-compliance with such policies and strategies; • Encouraging and rewarding compliance with such policies and strategies; • Sanctioning non-compliance with such policies and strategies; and

EMBRACING G ENDER DIV ER S IT Y

• I mplementing appropriate corrective measures that may be required to improve and achieve compliance with such policies and strategies. 3A LL PERSONS MUST IMPLEMENT SPECIAL MEASURES BY: • Developing policies and programmes or taking steps designed to protect and advance women who have been disadvantaged by unfair discrimination. • Ensuring and promoting equal opportunities, real choices and positive outcomes for women. • And actively seek to — • Eliminate gender discrimination; • Empower women; • Afford women equal representation and participation in all sectors.

6 I MPLEMENTING CORRECTIVE MEASURES TO: • Prevent or alleviate actual and potential prejudice on the basis of gender. • Contemporaneously reduce existing disparities between women and men. • Implementing gender budgeting; • With the ultimate goal to achieve substantive gender equality.

4S PECIAL MEASURES INCLUDE: • Ring-fencing of budgets by all entities for women’s empowerment. • Initiatives that will promote the rights and benefits of women and achieve the requisite conditions for women empowerment in the workplace as required in this Act or in applicable legislation.

7 ALL PERSONS MUST: • Empower women to participate fully across all sectors and on all levels of economic activity. • Promote women’s access to economic and educational opportunities and productive resources. • Empower women to take control and ownership of economic production processes. • Recognise and support the economic value of the reproductive, productive, family and community roles of women in various aspects of life. • Subject to the availability of resources, no person may establish or apply a policy, take a decision or fail to take a decision of an economic nature which adversely affects, discriminates against women or has the effect of limiting or restricting the economic participation, wellbeing or any other right of women.

5A LL PERSONS MUST ADOPT AND IMPLEMENT GENDER MAINSTREAMING WHICH INCLUDES: • The integration of gender considerations into all mainstream structures, systems and processes. • Preceding all organisational decisions and activities with a gender equality analysis. • Assessing the implications of any planned measures including policies, programmes and budgets, in all areas and at all levels, on the right to gender equality.

8D ESPITE ANY OTHER LAW, PERSONS MUST, WITHIN THEIR AMBIT OF RESPONSIBILITIES, DEVELOP MEASURES FOR THE PROGRESSIVE REALISATION OF 50 PERCENT REPRESENTATION AND MEANINGFUL PARTICIPATION OF WOMEN IN DECISIONMAKING STRUCTURES, WHICH MUST INCLUDE: • Setting targets for such representation and participation; • Building women’s capacity to participate. 15

• Enhancing the understanding and attitudes of men to accept the capabilities and participation of women as their equals; and • Developing support mechanisms for women. No person may willfully or unlawfully participate in, or perpetuate, a practice of dominance over women that infringes, or is likely to infringe the fundamental rights of women, or have a substantial adverse effect on their well-being. The Bill allows for fines and/or imprisonment for those who contravine the Act.

Sources: • www.30percentclub.org.za/governance/draft-wege-bill • www.pmg.org.za/report/20130619-commission-forgender-equality-amendment-bill-briefing-department-womenchildren-and-people-disabilities

M I NI N G SEC TOR

WOMAN UNDERGROUND Women are finally being more acknowledged in the Mining Sector. The driving force

behind the history and development of Africaâ&#x20AC;&#x2122;s most advanced and wealthiest economy is the Mining Sector. The country is well-off in its mineral riches, but the numbers which showcase women within the sector is still deprived. The highest level of female representation of the Mining Sector is on company boards, according to recent reports. There is a strong correspondence between financial performance and the participation of women on executive boards. Historically, women were not encouraged into the Mining Sector. Currently, there are few women on boards aged between 50 and 65. Women who are aged between 40 and 50 are only reaching executive levels now. The discouragement of women in the Mining Sector should be placed as a liability for the legislation. However, in South Africa, legal barriers prevented women from working underground due to the South African Minerals Act of 1991. The challenges of having women in the Mining Sector date back to an era where older employees were resistant to even set up suitable toilets or change rooms - should women need the facilities underground. Protective gear for miners only consisted of a one piece jump suit overall, which was not considered as

â&#x20AC;&#x153;There is a strong correspondence between financial performance and the participation of women on executive boards.â&#x20AC;? female-friendly. Inappropriate housing also played a role for women and their families, as there was not enough space for childcare and household duties to be deliberated. Menstrual cycles of women were even noted as negatively appealing, due to the fact that high temperatures could easily cause discomfort through this course. Now, these are a matter of absurdity. At the beginning of 2013, Secretary-General, Gwede Mantashe, announced that if mining companies misrepresent their intentions, they are eligible to have their licences revoked. Mining has not yet met its full potential, having faced spells of policy uncertainty. This occurred after the reviewing of mining taxation and the possible introduction of a carbon tax. In South Africa, and most recently in 16

Australia, policies regarding gender equality have been introduced. It applies to companies that are incorporated and operated in and/or are publicly traded in their jurisdictions. Laws, rules and regulations encourage and require that companies guarantee and hasten the sustainable participation of women in the economy. Broad Based Black Economic Empowerment Act (B-BBEE) Codes of Good Practice in South Africa qualifies small South African enterprises and all medium to large enterprises to have greater representation of their board and senior management positions, especially those held by persons who are previously disadvantaged - women included. There are also several programmes that are supporting female ownerships at companies. The Gender and Women Empowerment Unit and the Mining Charter are hoping to transfer 26 percent of the ownership of the mining industry to previously disadvantaged individuals, which include women, by 2014. The Mining Sector must identify and address the issue which prevents or restricts the development of women in a sector, such as mining, in order to reach senior management and board positions. Investing in recruitment possibilities and career development across the gender line is essential. This will all add value to the necessity of women in the Mining Sector over a long-term progression.

M IN IN G

SECTOR OV ERV IEW

“The Mining Sector must identify and address the issue which prevents or restricts the development of women in a sector, such as mining, in order to reach senior management and board positions.”

Top Women in Mining

SUSAN SHABANGU Minister of Mineral Resources, South African Government 1980 saw the beginning of Minister Susan Shabangu’s political career, three years after attending Madibane High School in Soweto. Her passion for the mining industry is urging many students to be a part of the sector’s future success; guaranteeing it as a suitable career choice. Source: GCIS, News24

BRIDGETTE RADEBA Founder, Executive Chairperson and CEO, Mmakau Mining (Pty) Ltd Labelled as a primary entrepreneur and heroic woman, Bridgette has pioneered a relevant change within the Mining Sector. Her reputation as the first black mining entrepreneur won the International Businessperson Award from the Global Foundation for Democracy for alleviating poverty in 2008.

MELODY KWEBA President and Chairperson, South African Women in Mining Association Melody Kweba is the personification of a South African business woman. Her experience has led her into many ventures, in and out of the mining industry. Being the National Chairperson of SAWIMA allows Kweba to promote and facilitate women within the Mining Sector. Source: SAWiMA

Source: IWFSA, Hub Pages

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S E C TOR OV ERV I EW

MINING

M I NI N G

MINING STATISTICS • 21.05% of women are sitting on the boards of South Africa’s top 100 listing mining companies. • Collective, women occupy 8% of all board seats in the Top 100 mining companies with only four female executive directors in this group. • Only 16 of the Top 100 mining companies and less than 8% of the Top 101 – 500 mining companies have more than one female director. • For every two women directors, there are three women in executive management. • South Africa has the world’s largest producer of chrome, manganese, platinum, vanadium and vermiculite. Source: South Africa Good News and Wikipedia

PHUTI MAHANYELE Chief Executive Officer, Shanduka Group Phuti Mahanyele was nominated as one of the 2008 Wall Street Journal’s Top 50 Women in the World to Watch. Cyril Ramaphosa has sparked the biggest influence in Phuti’s life. Her philosophy is ‘the least every single person can do is to make sure that they are using their skills to make a significant contribution to society’. Source: Mining Weekly

CLAIRE MCMASTER Chairperson, Women in Mining South Africa (WIMSA) Since the beginning of her career, Claire McMaster has played a key role in the mining industry. WIMSA, a volunteer not-for-profit organisation, is now her home away from home. Here, she has managed to build systems that are impactful, along with advancing the skills and number of women in South Africa’s Mining Sector.

KHANYI NTSALUBA Financial Director, Mvelaphanda Resources Working with finances came as a second nature to Khanyi Ntsaluba. She has surpassed the uphill battle of hard work, placing her as Financial Director at Mvelaphanda Resources Ltd. Khanyi is the author of Defining Moments, discussing her experiences as a black executive in South Africa, and offering mentorship. Source: Who’s Who Southern Africa, Mail & Guardian

Source: Joburg Indaba,

PAMELA SEGONA Director, South African Mining Development Association (SAMDA) Pamela Segona, a young business woman, offers a variety of assistance to different industries. Her expertise has her involved in mining machinery supply, as well as the Mining Sector in Zambia. Beyond her business management and marketing qualification, Pamela aspires to uplift black women in South Africa. Source: SAMDA

SAWiMSA

SABINE ANDERSON Director, Severin Mining and Development Growing up with a mining family has resulted in Sabine Anderson having 20 years of experience in the industry. Sabine targets her mother as a major influence for choosing her career path, which now extends as a mining consultant in the United Kingdom. Source: Mining-Technology

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MINING

“There is a strong correspondence between financial performance and the participation of women on executive boards.”

KHANYISILE KWEYAMA Vice President, Chamber of Mines of South Africa Khanyisile Kweyama has studied in the United States, and graduated with a Master’s Degree in Management from Wits Business School. Her experience with the Consultative Business Movement and a business representative on the Commission for Employment Equity has built strong relationships with business leaders and politicians in South Africa.

FRANCINE-ANNE DU PLESSIS Independent Non-Executive Director/Palabora Mining Company Limited The experience that Francine-Anne Du Plessis has gained as a Director is voluminous. Besides being a part of the Palabora Mining Company board, she has also paid tribute to companies such as SAA (Pty) Ltd, KWV Limited, Sanlam Limited and Naspers Limited – all in which she has served successfully.

Source: Chamber of Mines of South Africa

Source: Who’s Who South Africa and The Official Board.

COAL • Coal of Africa Limited • Keaton Energy Holdings Limited • Motjoli Resources (Pty) Ltd • Xstrata Coal South Africa (Pty) Ltd • Wescoal PG 64 GOLD MINING • AngloGold Ashanti Limited • DRD Gold Limited • Gold Fields Limited • Rand Refinery Limited PLATINUM • Anglo Platinum Limited • Aquarius Platinum South Africa (Pty) Ltd • Eastern Platinum Limited • Impala Platinum Holdings Limited DIAMOND • Alexkor Limited • Ekapa Mining (Pty) Ltd • Trans Hex Group Limted OTHER MINERAL EXTRACTORS & MINES • Ascent Mining Services cc • Aveng Manufacturing • Cape Precious Metals (Pty) Ltd • Foskor (Pty) Ltd • KMG Steel Services Centres (Pty) Ltd • Kumba Iron Ore • Merafe Resources Limited • Metorex Limited • Mmakau Mining (Pty) Ltd • Palabora Mining Company Limited • Richards Bay Minerals • Sallies Limited GENERAL MINING • African Rainbow Minerals Limited • Anglo American South Africa Limited • Aveng Moolmans (Pty) Ltd • BHP Billiton South Africa (Pty) Ltd • Exxaro Resources Limited • Petmin Limited • Siyanda Resources (Pty) Ltd OIL & GAS OIL GAS - SERVICES • Orbichem Petrochemicals (Pty) Ltd

SECTOR OV ERV IEW

OIL GAS - INTEGRATED • Afric Oil (Pty) Ltd • BP Southern Africa (Pty) Ltd • C & N Petroleum Equipment (Pty) Ltd • Calulo Investments (Pty) Ltd • Central Energy Fund (Pty) Ltd (CEF) • Chevron South Africa (Pty) Ltd • Econ Oil & Energy (Pty) Ltd • Engen Petroleum Limited • KZN Oils (Pty) Ltd • PetroSA • Shell South Africa (Pty) Ltd • Total South Africa (Pty) Ltd • Transnet Pipelines a division of Transnet Limited • Women of Africa Fuels & Oils CHEMICALS CHEMICALS COMMODITIES • Air Products South Africa (Pty) Ltd • Easigas (Pty) Ltd • Fluor South Africa (Pty) Ltd • Freeworld Coatings Ltd • ICI Dulux (Pty) Ltd CHEMICALS ADVANCED MATERIALS • Arch Chemicals (Pty) Ltd CHEMICALS - SPECIALITY PG 118 • Able Construction Chemicals (Pty) Ltd • AECI Limited • African oxide Limited t/a • Afrox Limited • Agro-Serve (Pty) Ltd t/a Efekto • Buckman Laboratories (Pty) Ltd • Dow Southern Africa (Pty) Ltd • Kaya Gas (Pty) Ltd • Sasol Limited

M A N UFAC T U RI N G & CONSTRUCTION SECTOR

MASS PRODUCTION South Africa has an established and

M A NU FAC T U RI N G

diversified manufacturing base. This sector assists with the development of other activities, such as services and achieving specific outcomes, employment creation and economic empowerment. All in all, it aims to accelerate the country’s growth and development. 1994 saw the Manufacturing Sector grow on its ambition. Six major industry sectors follow under manufacturing – Agriculture and Agriprocessing; Automative; Chemicals; Information and Communications Technology (ICT) and Electronics; Mining and Metallurgy; and Textiles and Clothing. Challenges have come and gone. Industrial action has inflicted on South Africa’s economy, with recent strikes costing the sector a total of R20 billion and slashing exports by 75 percent. The progress in transforming some of South Africa’s work places is too slow, lacking the need to commit to the initial vision. With the sector growing at a rapid pace – more than estimated in July 2013, there has been a decline in the rand, heightening revenue for exporters.

Now, initiatives have had to find alternatives to benefit the expansion of the Manufacturing Sector. Gauteng Enterprise Propeller (GEP) is a government agency, which allocated TASA Gauteng a three year contract to launch a tooling cluster enterprise. This aids the furthering of localisation in the tool-making sector, in support of packaging and automotive manufacturing industries in South Africa – increasing global competitiveness. Flowcrete has introduced a range of green manufacturing initiatives, setting a new benchmark for environmental standards. The company has taken on a more simple approach with a dependable policy of environmental, health and safety training. Finance Minister, Pravin Gordhan, has announced the evolving of several initiatives and proposals which will lift job creation, increase funding for small businesses, skills improvement, plus rural development and industrial support. R9 million has been dedicated towards co-financing the innovative public and private sectors employment projects. R20 billion in tax incentives were renewed for manufacturing investments, which linked specifically to job creation. Even small enterprise development initiatives will be looked after by the National Youth Development Agency to focus on employment creation activities.

BREAKING BARRIERS The Construction

Sector is at a national advantage. However, more empowerment opportunities are needed for women. There has certainly been an enormous transformation across various industries regarding female employment and empowerment. Nonetheless, the Construction Sector is still fundamentally male-dominated. Investing in women for the Construction Sector can result in long-term and positive ripple effects across the socio-economic spectrum. Women invest their income in the health and education of their families, and these result in a stronger footing for a high-levelled socio-economic platform. Unfortunately, women are constantly second-guessed and ignored within the group dynamics of the Construction Sector. Challenges, over the years, have included a lack of training and technical experience, as well as the shortage of opportunities to enable

the preservation of their own businesses or individual positions. Government is playing a key role in opening doors for women. Credit is due to Broad-Based Black Economic Empowerment (B-BBEE) and other racial and gender promoting equality initiatives. However, integration and the development of women must become a priority. South Africa is on the lookout for economic growth and socioeconomic transformation. By incorporating women into the Construction Sector and harnessing their potential will conclude as the perfect answer. Ultimately, if women achieve the duties in this specific industry, everyone benefits. Employment should be primarily based on the ability to add value. Gender or ethnicity should not matter. Ideally, presentation is a key asset. Women do not have to look like a man in a male-dominated industry. Instead, be sensible 20

CONS T RUCT ION

and practical, while focusing on getting the job done. Listen more and speak less when it comes to learning about the Construction Sector. Women are told to work twice as hard before male counterparts take them seriously. There has been growth in the Construction Sector over the past five years, but the parity in remuneration is still lagging. Gender equality awareness starts in the household. Parents should take a stand in teaching their children differently, avoiding any sort of future misunderstandings. It is important for women to absorb as much information as possible, once they are in the Construction Sector. When the opportunity arises, women should speak to their authority to gain more insight. Women are part of South Africa’s future. This is all evident when given the opportunity to spotlight their potential.impact on an expansion goal.

IINND DEEX X / CTOP OM 1PA 0 NI WOM E S IENN/MCOM A NUFAC PAN TU RIN IN TU PGURIN & BLIC CG ON S SEC TRU RVIC TIO ( GN OVE RN NT) OV ERV IEW M ANIE USFAC & O NCSETRU C TIO N M ESECTOR CO NS T RUC T I ON BUILDING & CONSTRUCTION MATERIALS BUILDERS MERCHANTS • KLM International Supplies cc • Cashbuild Ltd BUILDING & CONSTRUCTION MATERIALS • Aburec Fencing • African Brick Centre Limited • Afrimat Limited • Afrisam SA (Pty) Ltd • Amabamba Fencing (Pty) Ltd • Atlas Copco (SA) (Pty) Ltd • Austro Group Limited • Cobra Watertech (Pty) Ltd • Corobrick (Pty) ltd • Distribution and Warehousing Network Ltd • DPI Plastics (Pty) Ltd • Lafarge Industries South Africa (Pty) Ltd • Malaka Supplies cc • Massbuild (Pty) Ltd t/a Builders Warehouse, Builders Express, Builders Trade Depot • Pretoria Portland Cement Ltd (PPC) • Saint Gobain SA (pty) Ltd • Salberg Concrete Products (Pty) Ltd • Sephaku Cement (Pty) Ltd • Wahl Industries (Pty) Ltd HOUSE BUILDING • Mathote Modula Building Systems (Pty) Ltd • Uvuko Civils Maintenance & Construction cc HEAVY CONSTRUCTION • Abakhisi SA (Pty) Ltd • Actus Integrated Management (Pty) Ltd • AEL Mining Services • African National Cranes cc • Aster International South Africa (Pty) Ltd • B & W Instumental and Electrical Limited • Basil Read Holdings Limited • Boitshoko Road Surfacing cc • Bombela Concession Company (Pty) Ltd • Boshard Construction (Pty) Ltd • C & R Contractors KwaZulu cc • CC George Properties (Pty) Ltd • Concor Holdings (Pty) Ltd • Cosira Group • Criterion Equipment (Pty) Ltd • Edwin Construction (Pty) Ltd • ELB Group Limited • Fikile Construction (Pty) Ltd • G4 Civils (Pty) Ltd • Grinaker - LTA • Group Five Limited • Imbani Projects (Pty) Ltd • Kwagga Holdings (Pty) Ltd

• Lesedi Nuclear Services (Pty) Ltd • Motheo Construction Group (Pty) Ltd • Murray & Roberts Holdings Limited • Nolitha (Pty) Ltd • Protech Khuthele Holdings Limited • Ruwacon (Pty) Ltd • Sanyati Holdings Limited • Sawren Construction (Pty) Ltd • Scott Steel Projects (Pty) Ltd • The Power Group of Companies • Trollope Mining Services • Vela VKE Consulting Engineers (Pty) Ltd • WBHO Construction (Pty) Ltd

M ANUFACTURING

OTHER MANUFACTURING • Acoustex (Pty) Ltd • Amitech South Africa (Pty) Ltd • Artistic Wood Carvers & Turners (Pty) Ltd • Automould (Pty) Ltd • Beier Envirotec (Pty) Ltd • CME Precision (Pty) Ltd • Colas South Africa (Pty) Ltd • Dossier Consultants (Pty) Ltd t/a CFT Labels • Inmins Trading (Pty) Ltd • Isover (Pty) Ltd • Marley Pipe Systems (Pty) Ltd • Metmar Limited • Natal Rubber Compounders (Pty) Ltd • Polychem Replacement Parts cc • Pretoria Metal Pressings - a division of Denel (Pty) Ltd • Process Automation (Pty) Ltd • Prowalco (Pty) Ltd • SA Drum Services (Pty) Ltd • Vikela Aluvin (Pty) Ltd • Way Up Front Point of Sales Promotions (Pty) Ltd • Zodiac Pool Care South Africa (Pty) Ltd STEEL & OTHER METALS IRON & STEEL • BSI Steel Limited • Cape Gate (Pty) Ltd • MacSteel Service Centres SA (Pty) Ltd • Nedsteel (Pty) Ltd GENERAL INDUSTRIALS AEROSPACE & DEFENCE DEFENCE • Advanced Technologies & Engineering Co (Pty) Ltd • ARMSCOR (Armaments Corporation of South Africa) Limited PG 110 • Denel (Pty) Ltd • Imperial Armour cc 21

DIVERSIFIED INDUSTRIALS DIVERSIFIED INDUSTRIALS • Argent Industrial Limited • Barloworld Limited • Imperial Holdings Limited • Kap Industrial Holdings Limited • The Bidvest Group Limited ELECTRONIC & ELECTRICAL EQUIPMENT ELECTRICAL EQUIPMENT • Aberdare Cables (Pty) Ltd • Actom (Pty) Ltd • CBI Electric: Aberdare ATC Telecom Cables (Pty) Ltd • Circuit Breaker Industries • Control Instuments Group Limited • Edison Power Electrical (Pty) Ltd • Ellies Holdings Limited • Enzani Technologies (Pty) Ltd • GE South Africa • Govender’s Electrical cc • Malesela Taihan Electrical Cable (Pty) Ltd • Mandlakazi Electrical Technologies (Pty) Ltd • Tedelex Trading (Pty) Ltd ELECTRONIC EQUIPMENT • ABB South Africa (Pty) Ltd • Ansys Limited • Bid Information Exchange (Pty) Ltd t/a Oce SA • Bytes Document Solutions (Pty) Ltd • Conlog (Pty) Ltd • CZ Electronics Manufacturing (Pty) Ltd • Dartcom (Pty) Ltd • Excelcom cc • Falcon Electronics (Pty) Ltd • Falcon Engineering (Pty) Ltd • Ifihlile Aircon Corporation (Pty) Ltd t/a Gree Products • Itec Central (Pty) Ltd • Itec Group SA (Pty) Ltd • Jasco Electronics • Kopano Copier Company t/a Nashua Kopano (Pty) Ltd • Kyocera Documents Solutions (Pty) Ltd • Merlin Gerin SA (Pty) Ltd t/a Conlog • Nashua Limited • Pacific Cables (Pty) Ltd • Power Technologies (Pty) Ltd • Ricoh South Africa (Pty) Ltd • Samsung Electronics South Africa (Pty) Ltd • Set Point Group Inc.

S E C TOR OV ERV I EW

M A NUFAC TU RIN G & C O N S TRU C TIO N

Top Women in Manufacturing and Construction

M A N U FAC T U RI N G

NONKULULEKO NYEMBEZI-HEITA Chief Executive Officer, ArcelorMittal South Africa Limited Nonkululeko NyembeziHeita’s career began as an engineer at IBM’s Research Triangle Park in North Carolina and Dallas. She continues to keep a close eye on the global economic situation, while following in the footsteps of the development within the manufacturing industry in South Africa. Source: Who’s Who Southern Africa, Forbes

SIZA MZIMELA Director, International Air Transport Association Being the first female selected to serve on various transport association boards, it will continue to remain a stand out achievement under Siza Mzimela’s career statistics. Coming from a small business and retail division of Standard Bank, her performance was recognised as a finalist in the Nedbank Businesswoman of the Year Award of 2002. Source: Who’s Who Southern Africa

DOLLY MOKGATLE Executive Director, Peotona Group Holdings Dolly Mokgatle is a veteran of her sector, holding an executive stature as she continues to progress into her career. She believes in being committed and working hard, excluding any half measurements. Being the Executive Director at Peotona Group Holdings, among other designations, allows her to pursue just that.

NOLUTHANDO ORLEYN Chairperson, BP Southern Africa (Pty) Limited Having a high profile of achievements has seen Noluthando Orleyn mediating and negotiating in several countries, between numerous companies, and therefore, heading up the Independent Mediation Services of South Africa. Her skills are unique and needed in South Africa’s full-fledged Manufacturing Sector.

Source: Bloomberg Business Week, Black

Entrepreneur Profile

Entrepreneur Profile, African Success

Source: Joburg Indaba, SAWiMSA

Source: Who’s Who Southern Africa, Black

SANTIE BOTHA Director, Famous Brands Limited The Director of Famous Brands Limited holds many accolades under her belt. In 2010, she celebrated her success with the Business Woman of the Year Award, along with making the Intellidex Richest Women in South Africa List in 2012. Source: Who’s Who Southern Africa

M AN U FAC TU RIN G & C O N S TRU C TIO N

SECTOR OV ERV IEW

MANUFACTURING STATISTICS • The Manufacturing Sector took 24th position in global competitiveness at the recent 2013 Global Manufacturing Competitiveness Index. • 90 000 jobs in South Africa were dependent on exports from South Africa compared to the rest of the continent. • The factory output raised a total of 5.4% from a revised 0.4% in June 2013. • The rand has declined 15% against the dollar this year. Source: Deloitte, IOL and Mail & Guardian

CONSTRUCTION STATISTICS • Men are most likely to trust another man more than a woman, regardless if the woman is more experienced in the industry. • 2.6 million women in South Africa entail some sort of Personal Protective Equipment (PPE) as part of their work requirement, especially where hard hats are concerned.

XXXXXXXXXX

• A wage hike of up to 12% has recently been agreed to by the National Union of Mineworkers (NUM). • According to a report, the South African Construction Sector amounted to R256 billion in 2011, with an income of R267 billion. • A profit margin over the past five years shows that the Construction Sector declined from 5% in 2009, when it performed at its peak of 2.8% in 2011. Source: Property24, Fin24 and BD Live

CO NS T RUC T I ON

CLARISE VAN NIEKERK Site Quantity Surveyor, Murray and Roberts Despite the challenges that come along, Clarise Van Niekerk encourages women in her trade to continue to believe in themselves, regardless of other people’s opinions. In her words, women should be employed based on their ability to add value, ignoring gender or ethnicity, and finding more positions in the senior hierarchy.

NOSIPHO ROJI Junior Quantity Surveyor, GVK Siya Zama Wearing a helmet and overalls does not determine a woman’s femininity, claims Nosipho Roji. The number of women in the Construction Sector has grown since more than five years ago. Nosipho is one of those women who have matured with the industry in knowledge and on standing her ground.

Source: Property24

SHANNON-LEIGH HODGSON Occupational Health, Safety and Environmental Advisor, Master Builders Association of the Western Cape Presentation and attitude is what frames the perfect worker, and this is what Shannon-Leigh Hodgson has offered at the Master Builders Association of the Western Cape. Shannon-Leigh’s day to day challenges are like every other Construction Sector employee – gender excluded. Source: Property24

ELIZABETH O’LEARY Executive Director, Khuthaza Since 2001, Elizabeth O’Leary has been a proud member of Khuthaza’s organisation. Her role is to provide strategic and organisational direction. With several years of experience in the housing and construction sectors, this contributor is well aware of the local and international standards. Source: Khuthaza

MAHLAPE SELLO Independent Non-Executive Chairman, Murray & Roberts Mahlape Sello was appointed to the Murray & Roberts board in 2009. She is also serving as Chairman of various committees, including Social and Ethics, Audit and Sustainability and Nomination – to name but a few. It is safe to say that Mahlape holds the success of South Africa’s future as a great deal. Source: Murray & Roberts

Flying the

high life

BEN T L EY ‘F LYING SP UR’ LAUNCH SOUTH AFRICA 2013

since

1896

BENTLEY ‘FLYING SPUR’ LAUN CH

THE ‘FLYING SPUR’ LAUNCH FAMILY: From left to right: Chris Buxton, Bentley Director (Middle East), Paul Sephton GQ (SA); Van Fletcher, Director Topco Media; Megan Webel, Publisher Deluxe SA; Stephen Swanepoel, Publisher Le Helderberg; Brenda Vos, Rovosrail; Janice Hinson, Marketing Manager Bentley (Middle East, Africa and India).

my perceptions of Bentley, as a brand, consisted of two opinions: very fast, and luxurious with a strong heritage. After spending three days at the launch of the Flying Spur, hosted by Imperial Collection, my impression had not changed. I always encounter a spell of anxiety and lack of sleep before having to start any journey on a plane, especially the 6am flights. Today was no different. On the flight I met some of the other journalists who would be sharing the Bentley experience with me, including publisher, Stephen Swanepoel from the Le Helderberg magazine, and Paul Sephton from GQ magazine. Stephen was experienced in these types of launches. He was relaxed, social, calm and ready to have a good time; not afraid to ‘say it how it is’ a real journalist. On arrival, at King Shaka in Durban, we were greeted by Carlie Port from Imperial Collection. She informed us that the next few days that we were about to experience would be pure bliss, and everything we were going to do was a surprise. At Durban station, Brenda Vos, the daughter of owner, Rohan Vos, joined us for the initial launch into the three day adventure, and hosted us on the train. The train was the headquarters of the trip, as we would be driving from Durban up to Pretoria, and after excursions we would hop back onto the train. The Rovos Rail experience is something I highly recommend. My idea of traveling on luxurious trains shifted. The excitement took me back to a period 50 years ago. Brenda even put a ban on all cellphones. Jokes aside, it held a familiarity to a bygone era with a twist on James Bond’s sophistication. Relaxing with no distractions and getting acquainted with the Bentley team and other foreign travellers made traveling through the landscape of our country even more magnificent.

Growing up

Elegantly powerful yet luxurious sedan, the ‘Flying Spur’ evokes Bentley’s power of elegance.

since

Paul from GQ, behind the wheel, test driving a ‘Flying Spur’.

Driving the ‘Flying Spur’ My anxiety was still as high as ever. I was to be the first of the media group to drive the new Bentley Flying Spur, which had been especially flown in from Crewe in the United Kingdom. R5.4 - 5.8 million is the ownership price, depending on the two models. The 0-100km/h speed is an astonishing 4.3 seconds and a top speed of over 360km/h from the W12 460kw engine. My co-driver, Paulo Fra, the Brand Manager of Bentley SA, eagerly had us en route to the second secret destination a private racetrack in the Midlands, while explaining how everything worked in the car. What grasped my attention was the built-in back massage in each seat, triggered at a touch of a button. These seats where so luxurious, stitched and fitted by hand and signed by the upholsterer. My moment to go around the racetrack finally presented itself. Paulo looked me firmly in the eye, and said, “My hand is going to remain on the handbrake button. Should something go wrong I will engage it.” I’ll admit that this had my mind running over time with the possibilities of what could happen. At 235km/h on a straight, less than a km long, I was fast approaching the first bend. Paulo insisted that I don’t brake yet. I was receiving a lesson in what this car was capable of. Every split second was exhilarating. I had driven high performance cars before, but not on a racetrack and without an experienced racetrack driver to guide me. Paulo showed me a new style of driving, especially around the corners where speed and the limits of handling where tested.

My best day at the office After breakfast on the train, we headed to Spionkop Lodge. Here, we were met by our guide, Raymond Heron - a fellow of the National Geographical Society. His story highlighted inspirational wanderings that took us through the Anglo-Boer War. What set his journey apart was that he was able to tell us the story from where everything took place, overlooking the Tugela River and various battlefields. My appetite began to build up. Luckily, our next experience led us to the foot of the Drakensburg Mountain, where a helicopter was waiting to fly us up to overlook the mountains, with an extravagant lunch served by Chef Andrew of the Drakensberg Sun Hotel. This was all while being pampered with massages in front of a view to die for. This was the Bentley lifestyle. Over and in between the Drakensberg Mountain, it was a unique sight of beauty with different textures of natural landscape, patterns and colours - all of which was almost forgotten as the helicopter pilot tested the limits when approaching the rising peaks. Just when I thought our day has reached its final high point, we were whisked off to Nambiti Game Reserve for a sundowner game drive. The reserve is a remarkable host of South Africa’s Big Five.

Back on the train, I could officially feel what a Bentley owner would be accustomed to. The purpose of the trip was being fulfilled. The next morning we departed on a high note from the Rovos Pretoria Station. In the final leg of our adventure, we were towed by their steam train. Having made good friends and being unofficially initiated into the Bentley family, we were all sad that the trip had come to an end. Reality was about to kick in, but what an amazing launch for a car - the best I’ve been to. Thank you so much to Imperial Collection for organising such a high polished event.

BENTLEY ‘FLYING SPUR’ LAUN CH

Up up and away Paul soars up in a helicopter, all part of the Bentley life!

Flying A sushi feast, in the Drakensburg mountains

The ‘Flying Spur’s’attracted attention at each stop.

Enjoying an outdoor massage, what a day at the office.

A DV ERTORI AL

GE NE RA L E LE C TRIC

Young woman in a man’s world Lucentha Naidu

is a young woman working in a man’s world, and she’s loving it. Not only is she involved in mechanical engineering, but she helps select and train local manufacturers who provide parts for the huge diesel-electric locomotives that GE South Africa Technologies (Pty) Ltd (GESAT) is building in South Africa together with its licensed partner Transnet Engineering (TE). “The first time I saw a locomotive up close was when I came to GESAT for a job interview. Now I know the locomotives, the parts that go into them and where and how those parts are made. I was involved all the way from the initial locomotive platform, to final assembly and testing of locomotives. It’s been a fascinating experience,” she says. Lucentha, 27, has a National Diploma in Mechanical Engineering from the Durban University of Technology, and is about to complete her BTech through the University of South Africa (Unisa) this year which will make her a qualified mechanical engineer. Introduction to GESAT She started at GESAT in 2011 as the company’s first Quality Control Engineer and the first female to do that job in the locomotive assembly plant in Koedoespoort, Pretoria. GESAT does not compromise on quality, and her job was to ensure that the locomotives meet the required standards. This included checking that there is a perfect fit between locally manufactured parts and imported components. From quality control, Lucentha has progressed to Supplier Development Engineer. She forms part of the team responsible for developing the large number of local suppliers that supply to GESAT. The locomotive contract has resulted in a significant investment in developing local skills. The locomotives are built by TE through a licence agreement with GESAT, which is a joint venture between GE Transportation and the Mine Workers Investment Company. GESAT plans to continue to invest in supplier development for small to medium businesses in South Africa. This is where Lucentha comes in as a Supplier Development Engineer.

“In the beginning they looked at me as an assistant, but they have learned that when I tell them what they have to do to meet a particular standard, I mean it..”

Not only will she help them once they have been selected, she is often part of the supplier recruitment process, visiting plants and workshops to identify potential suppliers of parts for the GE contract. “I know our parts and our products, and that has helped me to identify suppliers. Once a supplier has been identified, I go into the plant to help them streamline their processes and make parts the way that GE makes them. I can see whether they have the capability to manufacture a particular part, and whether they need assistance, training and technical advice, which we will provide.” The suppliers she deals with are mostly men, and that has sometimes been challenging. “In the beginning they looked at me as an assistant, but they have learned that when I tell them what they have to do to meet a particular standard, I mean it.” 28

GE Women’s Network As a woman at GESAT, Lucentha is not alone. She is automatically part of the GE Women’s Network, which aims to help women employees around the world feel connected and part of a broader GE community. She has found this interaction stimulating and beneficial. “There are monthly telecoms where we get tips from health to technology, to whatever else is current. The health tips are good - they are from medical experts - and the technology tips from professional women help us to develop skills and advance in the company.” She is happiest getting out of the office and visiting suppliers and manufacturing workshops.“I love putting on my boots. safety helmet and gloves, and going into the plants where our parts are made.” Career choice Lucentha went into engineering because her brother, whom she respects, is a Mechanical Engineer and she wanted to prove she could be his equal in this previously maledominated field. She’s ended up in a job that she loves, where she is constantly learning and where she is helping to develop South Africa’s manufacturing skills.

MANUFACTURING / HOUSEHOLD GOODS & TEXTILES / APPLIANCES & ELECTRONICS

ADVERTO R IAL

Helping South African women connect General Electric

South Africa (GE) aims to connect its women employees with their GE counterparts around the world. General Electric South Africa (GE) aims to help its women employees around the world feel connected and a part of a broader GE community. The GE Women’s Network is a well-organised, well-oiled organisation that operates like a business, beginning with an executive leadership team. The GE Women’s Network exists as a means for professional women to develop skills to help them advance in the company. The Network’s mission is to foster these women’s development through tools and culture that will enable growth. In 2008, GE added retention to its mission; specifically lowering voluntary attrition. To drive this mission, the Network relies on a diverse group of GE leaders at nearly every level, function and geography of the company. “This operating model enables GE to align its activities worldwide with the business strategy, while meeting the needs of its members locally,” said Zeenith Ebraahim,

“The Network relies on a diverse group of GE leaders at nearly every level, function and geography of the company.” representative for the GE Women’s Network in South Africa. On a global level, two GE Corporate Executive Council (CEC) sponsors provide guidance, are the Network’s voice at the CEC, and help push its agenda. The Cabinet, a small team of senior GE executive women, engages GE women and helps drive the Network’s strategy and

retention in their business and regions. GE initiative leaders and GE women build and deliver content to hubs in several critical areas such as commercial, technology, metrics, connections and communication. The region leaders are high performing; mid-career women who help drive hub effectiveness around initiatives. Finally, it is critical to understand that the GE Women’s Network is an internal grassroot organisation that promotes event planning and implementation at the hub or local level around the world. Hub leaders are early and mid-career women who lead local, cross-business network activities aligned with the company and network strategies.

Physical Address

Unit 1, 130 Gazelle Avenue, Corporate Park South, Midrand, 1685

Postal Address

PO Box 787122, Sandton, 2146

Telephone

+27 (0) 11 237 0000

Fax

+27 (0) 11 237 0001

Website

www.ge.com/za

PI RO N DFEX I L E/ CTOP OM 1PA 0E RNM NI WOM E S EIENT NN/MCOM A NUFAC PAN TU S RIN INNPG BLIC C O NS SETO TRU RVIC ( GDN OVE GOV ORGA N ISIE ATIO SU/& S TATU RYCETIO BO IE S RN M E N T ) w w w.ecsa.co.za

P RO F I LE

Engineering Council of South Africa •Company Profile

The Engineering Council of South Africa (ECSA) is a regulatory body for the engineering profession. ECSA regulates the engineering profession in the Republic of South Africa in aspects pertaining to registration, education and training, professional conduct and ethical behavior, and ensuring continuous professional development. Business Sector: Engineering Regulatory Body Founded: 1969 Branches: One Membership: SAWEN, LWA, Proudly SA, Cape Chamber of Commerce and Industry, and Alumni USB.

•Gender Empowerment and CSI

Engenius was established in October 2010 and is on a national drive of promoting the engineering profession to school learners. It aims to contribute in addressing the national need by effectively attracting sufficient numbers of suitably qualified learners representing the demographics of South Africa, in order to grow and transform the engineering profession. Engenius is designed to encourage learners to consider a career in engineering.

•Nature of Organisation

YOUR TOP WOMAN Conny Phalane Executive: Corporate Services Conny has extensive experience in auditing and finance. She is responsible for ECSA’s Corporate Services functions related to Finance, IT and Human Resources. Prior to joining the Engineering Council of South Africa, she was the Chief Financial Officer of a medium-sized company heading the Finance, IT and Procurement divisions. During her career she has held positions in various sectors, including public sector, construction, auditing and consulting engineering. Conny has a Diploma in Computer (Academy of Learning), BComm Accounting degree (University of Limpopo), Honours in Accounting and CTA (University of Kwazulu Natal). She is a qualified Charted Accountant (CA) and is a member of South African Institute of Charted Accountant (SAICA) and the Institute of Directors. Conny’s aspirations and plans are to play a role in the repositioning of ECSA and once that is done, become a CEO of a medium-sized company and make a positive impact in the country, either through employment or correcting some of the social ills. One of Conny’s future plans includes starting her own bursary fund to empower young girls.

Business Activity: The ECSA is a statutory body established in terms of the Engineering Profession Act (EPA), 46 of 2000. ECSA’s primary role is the regulation of the engineering profession in terms of this Act. Products and Services: ECSA’s core functions are the accreditation of engineering programmes, registration of persons as professionals in specified categories and the regulation of the practice of registered persons.

• 10 Years of Business

ECSA’s vision is to ensure that South Africa enjoys all the benefits of a strong, competent, growing, sustainable and representative engineering profession, able to provide all the expertise necessary for the socio-economic needs of the country and to exert a positive influence in South Africa.

• Gender Empowerment Level Percentage of female staff members (overall in company)

50.1%

• Contact Information Acting Chief Executive Officer

Edgar Sabela

Financial Manager

Gerard Schekkerman

Marketing and Communications Manager

Lillian Mlambo

Education Manager

Samantha Naidoo

Human Resources Manager

Auphelia Chounyane

Physical Address

Supply Chain Management

Tlangelani Mabundza

Waterview Corner Building, 2 Ernest Oppenheimer Avenue, Bruma Lake Office Park, Bruma, 2198

Manager: Information and Business Processes

Nosintu Manqoyi

Telephone

+27 (0) 11 607 9500

Manager: Registration, CPD & Call Centre

Neggie Ndlovu

Website

www.ecsa.co.za

ENG INEERING S ECTOR

THE BUILD UP The Engineering Sector owns a strong station in the future of economic, social and sustainable development of South Africa. influenced by the demands of industry, government and business, engineering and built environment skills must match industry demands. A new Higher Education Qualification Framework was introduced by the Council of Higher Education in 2009. A few years later and the number of women and black employed people in the Engineering Sector are still disconcerting. There is a misconception that engineers are ‘grease monkeys’ who walk around with a hard hat, in overalls and their hands are always dirty. Truthfully, engineering also offers positions for consultancy in finance, research and development. The job of an engineer is far from limited to the stereotypical engineering example. Imbalances that have been created in the country have sparked more focus on social development and the resolution of these issues – especially where gender imbalance is noticeable. A bold engineering woman is determined, content in her femininity, strong, and intelligent. These South African women have the ability to ignite the engineering flame. They mentor those that are up and coming, nurture the engineering mind, network with those in their industry, and still embrace the multi-faceted nature of female engineers. Yet, through all of this, their recognition is half-hearted. There is a harsh shortage of female engineers in South Africa. To multiply the dismay, youthful females are still overlooking the engineering sector, all because of the lack of relevant information for a career that has a foundation of mathematics and science – a dull two choices, it seems.

Generally

A low number of female students with Engineering, Technologist and Technician qualifications have been identified, creating a huge concern for the Department of Education and Higher Education institutions. Graduates are completing the engineering courses, but some are found to be inefficient for the actual industry, lacking embedded knowledge in mathematics and science. Generally, women have the greatest influence on the following generation. When it comes to health and hygiene, women form the majority of the agricultural labour force. They have the ability to enable scientific concepts in situations as common as their daily lifestyles.

“The job of an engineer is far from limited to the stereotypical engineering.” Campaigns should be overflowing with encouragement, so that more young women will want to pursue careers in the Engineering Sector. Looking at women on a level of intellectuality, academics and technically, they have begun to prove that they can match, if not exceed, the capabilities that men in the engineering workplace have. Women are a significant source of future development. Should funds be more consistent, with a strong support system, the engineering environment could be more built up. Prior to 1992, there were no black engineers who were formally registered. Because of the apartheid education legacy, black engineers lagged in aspiration to enlist as professionals. Currently, the percentage of black candidate 31

engineering technologists is at 72 percent. Black students who are enrolling to achieve engineering degrees and diplomas are up to the 60 percent bracket. Challenges aside, South Africa has been looking into improving the situation. Companies, like Lesedi, have responsibly begun to give black engineers an opportunity to grow in the industry. There are chances to travel for students from higher learning institutes, who after their in-service training receive a full-time employment position. By offering these opportunities, Lesedi has also seen a successful overturn for their company since the 2010/2011 year, proving that black-owned engineering companies have a strong hold of influence on the industry. AM Group, another young engineering company, established their brand in 2008. Now, they are regularly featured on the South African scene. If more start-up firms focus less on their resources, development and transformation within the Engineering Sector would stand out more as a major priority. Also, a youthful company, run by young minds is sometimes a primary necessity for rising minorities. When it comes to passing the barriers of the Engineering Sector, it has turned out to be more credible. The all-purpose engineering consultancy is high. Therefore, the smaller operators usually merge with the others alike, or partner when it comes to submitting tenders. Industry and education must work closely if South Africa plans on benefiting from the engineering sector. Couple that with small, young and black empowered firms; the youth will be heading in the right direction.

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Top Women in Engineering

BRENDA LACEY-SMITH Directorate of Consulting Engineers South Africa Apart from sourcing and initiating new business courses at Consulting Engineers South Africa (CESA), Brenda Lacey-Smith also runs and updates existing training courses. Her commitment to Construction Training and Education Sector (CETA) and the South African Qualifications Authority (SAQA) acknowledges that courses are accredited according to the terms of continuing professional development.

RIEKIE SWANEPOEL Chief Technologist Engineering, System Integration Department, Eskom Group Technology Prototyping, configuration and implementation of SmartPlant Enterprise is the responsibility of Riekie Swanepoel at Eskom Group Technology. Swanepoel has a total of 20 years’ experience in the power generation industry, with a compiled list of esteemed and respected titles to date.

BONI MEHLOMAKULU Director, Eskom Besides serving on the Board of Directors at Eskom since 2010, Boni Mehlomakulu is also the Chief Executive Officer of the South African Bureau of Standards. Her determination and success in the Engineering Sector hails from receiving her PhD in Chemical Engineering at the University of Cape Town. Source: Eskom

NEO LESELA Director, Eskom Neo Lesela achieved her Industrial Engineering Degree at the University of Salford in the United Kingdom. Following her accomplishment, she became a Senior Engineer at Portnet and has since extended her experience to companies such as Cell C, as Head of Project Management, and General Manager at Smile Communications. Source: Eskom

Source: ITWeb

VERE SHABA Sustainability Consultant, WSP Green by Design In 2008, Vere Shaba was elected as a delegate for the South African Women in Engineering. Her reputation precedes her lengthy and indepth expertise, as she was also selected to represent at the Bain & Company Young Women Leading Entrepreneurs in 2012 and the DHL Tomorrow’s Leaders national conference in 2013. Source: Who’s Who Southern Africa

Source: Consulting Engineers South Africa (CESA)

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ENGINEERING STATISTICS • Africa, not South Africa, has a critical shortage of trained technological people. • Black engineers only make up 14% of South Africa’s registered and professional engineers. • 47% of candidates of the professional engineering status are black. • 2005 figures show that for every one engineer, there are 3100 people. • 3% of registered professional engineers in South Africa are women. Source: Deloitte, IOL and Mail & Guardian

PREVANI KISTANNAIDOO Chief Engineer, Denel Dynamics Prevani Kistan-Naidoo started working at Denel Dynamics at a Junior Missile Aerodynamicist. Within eight years she rocketed to a Principal Aerodynamicist position. Her father sparked her interest to ‘design things that can fly’. To Prevani her industry is one the most exciting to work in – a true creative hub. Source: Denel Dynamics

DENISE WILSON Executive Manager, Air-to-Air Programmes for Denel Dynamics Rocket science has reached new heights, especially with the guidance of leading lady, Denise Wilson. Her world-class skills has put South Africa’s Engineering Sector in the frontline, and challenges have transformed into endless opportunities. Denise couldn’t be more proud of the products that she has worked with. Source: Denel Dynamics

CHANTEL BOTHA Chief Engineer (Group Manager Mechanical Engineering), Denel Dynamics As a young girl, Chantel Botha’s love for mathematics and science was excessive. Add in being an analytical and practical person, results in a strong woman of the engineering world. Chantel firmly supports diversity in the industry of engineering, claiming that different perspectives and attributes increases development of team dynamics.

DANAI MAGUGUMELA Chief Executive Officer, BKS Consulting Engineers Danai Magugumela is a significant part of why BKS Consulting Engineers is globalised in its consulting engineering areas, such as buildings, stadiums, transportation and more. Her leadership of 15 Top Managers, while reporting to a Board of Directors, is encouraged by sharing the vision of BKS Consulting Engineers and feeling motivated by its successful outcome.

Source: Denel Dynamics

Source: Khutaza

HANNELIE NEL Vice Dean, University of Johannesburg Apart from her academic accolades, Hannelie Nel has also received several awards for contributing to the restraint of Industrial Engineering and Education in South Africa. Hannelie spent a total of 5 years in the chemical and industrial industry before being appointed the Vice Dean of the University of Johannesburg. Source: University of Johannesburg

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INDEX

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ENGI NEERIN G & MACHIN ERY COMMERCIAL VEHICLES & TRUCKS • 600 SA Holdings (Pty) Ltd • Bell Equipment Company SA (Pty) Ltd • Cranes 4 Hire cc • East Coast Forklifts cc • Inyati Transport Engineering (Pty) Ltd • Iveco Group (Pty) Ltd • Komatsu Southern Africa (Pty) Ltd • Target Cranes (Pty) Ltd ENGINEERING - CONTRACTORS • Barloworld Equipment - a division of Barloworld SA (Pty) Ltd) • Hitachi Power Africa (Pty) Ltd • Kentz (Pty) Ltd • Manhattan Corporation (Pty) Ltd • Neppa Roads & Signs (Pty) Ltd ENGINEERING FABRICATORS • Formex Industries (Pty) Ltd • Lindumn (Pty) Ltd • Salchain (Pty) Ltd ENGINEERING - GENERAL • African Privity Investments (Pty) Ltd t/a Elgin Engineering • Alpret Control Specialists (division of Aveng Afria Limited • A-M Consulting Engineers (Pty) Ltd • ASSA Abloy SA (Pty) Ltd • C & E Engineering (Pty) Ltd • Darson Construction (Pty) Ltd • Dupleix Liquid Meters Limited t/a DLM • Eyethu Engineers (Pty) Ltd • Handel Street Upholsters & Motor Trimming (Pty) Ltd • Hi Tech Transformer Maintenance • Howden Africa Holdings Limited • Imbokotho Engineering cc • Kram Engineering (Pty) Ltd • Max Scott Engineering Sales cc • Otis (Pty) Ltd • Ruetech Solutions a division of Reutech Limited • SEW Eurodrive (Pty) Ltd • Shar Civils cc • Unique Engineering (Pty) Ltd CONSULTING ENGINEERS • AOS Consulting cc • ADC Energy cc

• Akha Tech (Pty) Ltd • Arup (Pty) Ltd • Aurecon South Africa (Pty) Ltd • Babcock Africa (Pty) Ltd • Baitsanape Engineering Services cc Bateman Engineering N.V. (Part of Tenova Group) • Bergstan South Africa Consulting & Development Engineers (Pty) Ltd t/a Bergstan South Africa • Bigen Africa Services (Pty) Ltd • BKS Group (Pty) Ltd • Bongi M Construction • BVI Consulting Engineers (Pty) Ltd • Geosure (Pty) Ltd • Gibb (Pty) Ltd • Goba (Pty) Ltd • Golder Associates Africa (Pty) Ltd • Hatch Africa (Pty) Ltd • Igoda Projects (Pty) Ltd • Jeffares & Green (Pty) Ltd • Kantey & Templer (Pty) Ltd • Khuthele Projects (Pty) Ltd • Knight Piesold Consulting (Pty) Ltd • Madlanduna Corporation (Pty) Ltd • Manong & Associates (Pty) Ltd • Mott MacDonald South Africa (Pty) Ltd • Palace Engineering Services (Pty) Ltd t/a Palace Technologies • RPP Consulting Engineers (Pty) Ltd • Simunye Consulting Implementaiton and Partnership (SCIP) • SSI Engineers & Environmental Conultants (Pty) Ltd • UWP Consulting (Pty) Ltd • Vela VKE Consulting Engineers (Pty) Ltd • Women in Engineering and the Built Environment PG 36 • WSP Group Africa (Pty) Ltd CYCLICAL CONSUMER GOODS AUTOMOTIVE & PARTS AUTOMOBILES • Associated Motor Holdings (Pty) Ltd • Bentley South Africa (Pty) Ltd PG 24 • BMW South Africa (Pty) Ltd • Fiat Group Automobiles South Africa (Pty) Ltd • Ford Motor Company of Southern Africa (Pty) Ltd • General Motors South Africa (Pty) Ltd • Jaguar Land Rover South Africa

• Rolls Royce Motor Cars (Pty) Ltd • Toyota South Africa Motors (Pty) Ltd • Volkswagen of South Africa (Pty) Ltd t/a Volkswagen Group of South Africa

AUTO PARTS • Armstrong Hydraulics South Africa (Pty) Ltd • Apollo Tyres South Africa (Pty) Ltd • Aunde South Africa (Pty) Ltd • Autoparts Distributors (Pty) Ltd t/a Autozone • Autoquip Retail (Pty) Ltd • Behr South Africa (Pty) Ltd • Flextech Manufacturing (Pty) Ltd • GB Bearings (Pty) Ltd • Gearbox Repair Centre (Pty) Ltd • Lumotech (Pty) Ltd • Midvaal Motor Engineers & Auto Services cc • ZF Auto Industrial (Pty) Ltd • Tyres & Rubber 317 • Continental Tyre South Africa (Pty) Ltd • Pirelli Tyre (Pty) Ltd VEHICLE DISTRIBUTION • Associated Automotive Distributors (Pty) Ltd t/a AAD Truck & Bus • Boundless Trade 154 (Pty) Ltd • Eastvaal Motors (Pty) Ltd • Fosters Motor Group Limited • Hillcrest Toyota (Pty) Ltd • Salvage Management & Disposal (Pty) Ltd HOUSEHOLD GOODS & TEXTILES CLOTHING & FOOTWEAR • AIM Safety Equipment cc • Bibette Clothing Manufacturers (Pty) Ltd • Bolton Footwear (Pty) Ltd • Carter Harris Ltd (Part of LA Group Ltd) • Eddels Shoes (Pty) Ltd • HI-TEC Spotrts Distributors (Pty) Ltd • House of Monatic Manufacturing (Pty) Ltd • M1 Latex Products (Pty) Ltd t/a The Kit Group • Momento’s of Africa cc • Monviso Knitwear a division of Seardel Group Trading (Pty) Ltd • MSA Africa (Pty) Ltd • Nike South Africa (Pty) Ltd • Pals Clothing (Pty) Ltd • Rex Trueform Clothing Company Limited • Sweet-Orr & Lybro (Pty) Ltd

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FURNISHINGS & FLOOR COVERINGS • Belgotex Floor Cloverings (Pty) Ltd • Bravo Group (Pty) Ltd • Dynamic Flooring cc • Floorworx Africa (Pty) Ltd t/a Floorworx • Reboni Furniture Group (Pty) Ltd • Steinhoff Africa Holdings (Pty) Ltd • Twiice International (Pty) Ltd HOUSEHOLD APPLIANCES & CONSUMER ELECTRONICS • Amalgamated Appliance Holdings Limited • Carrol Boyes (Pty) Ltd • Defy Appliances (Pty) Ltd • Hendler & Hart (Pty) Ltd • Nu-World Industries (Pty) Ltd OTHER TEXTILES & LEATHER GOODS • BKB Limited • Colibri Towelling (Pty) Ltd • Korteks Textiles Africa (Pty) Ltd • The Goodhope Textile Corporation (Pty) Ltd t/a Da Gama Textiles LEISURE EQUIPMENT • Prima Toys & Leisure Trading (Pty) Ltd NON-CYCLICAL CONSUMER GOODS BEVERAGES

BEVERAGES - BREWERS • The South African Breweries Limited (SAB) • United National Breweries SA (Pty) Ltd (UNB) BEVERAGES DISTILLERS & VINTNERS • African Terroir (Pty) Ltd • Boschendal Wines • Brandhouse Beverages (Pty) Ltd • Distell Group Limited PG 142 • Swartland Winery (Pty) Ltd SOFT DRINKS • Amalgamated Beverage Industries (a division of SAB) • Appletiser (SA) (Pty) Ltd • Coca-Cola SA (Pty) Ltd • Quality Beverages 2000 (Pty) Ltd

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FOOD PRODUCERS & PROCESSORS FARMING • Afgri Operations Limited • Bekto Fresh Produce cc • County Fair Foods - a division of Astral Operations Limited • Crookes Brothers Limited • Dotcom Trading 988 t/a Heidel Eggs • Eggbert Eggs (Pty) Ltd • Kaap Agri Limited • Oos Vrystaat Kaap Operations Limited (OVK) • Rainbow Chicken Limited • Senwes Limited • Suidwes Investments Limited FISHING • Blue Continent Products (Pty) Ltd • Foodcorp (Pty) Ltd t/a Marpro Operations • Komicx Products (Pty) Ltd • Oceana Group Limited • Premier Fishing SA (Pty) Ltd FOOD PROCESSORS • AH-Vest Limited t/a All Joy Foods Limited • Alibaba Food Holdings (Pty) Ltd • Astral Foods Limited • Bakkavor SA (Pty) Ltd t/a Spring Valley Foods • Cape Thyme Catering cc • Ciro Beverage Solutions (Pty) Ltd • Clover SA (Pty) Ltd • Danone Southern Africa (Pty) Ltd • Donald Brown Group of Companies (Pty) Ltd • Excellent Meat Corporation (Pty) Ltd • Faircape Dairies (Pty) Ltd • Foodcorp (Pty) Ltd • Gull Foods - a division of First Lifestyle Group (Pty) Ltd • Ikwezi Farming Cooperative PG 141 • Illovo Sugar Limited • Ina Paarman’s Kitchen (Pty) Ltd • Isegen South Africa (Pty) Ltd • McCain Foods South Africa (Pty) Ltd • Nestle South Africa • Oceana Brands Limited • Pioneer Food Group Limited • Premier Foods (Pty) Ltd • Salpura (Pty) Ltd - a division of Donald Brown Group of Companies • Saltcor (Pty) Ltd - a division of Donald Brown Group of Companies • Tiger Brands Limited • Tongaat Hulett Limited • TSB Sugar Holdings (Pty) Ltd • Willowton Oil & Cake Mills (Pty) Ltd

“Industry and education must work closely if South Africa plans on benefiting from the engineering sector. Couple that with small, young and black empowered firms; the youth will be heading in the right direction.”

A DV ERTORI AL

W I E B E / WO M E N IN E N G IN E E RIN G & THE BU ILT E N VIRO N M E N T

Hannelie Nel continues her work in Engineering Hannelie Nel

is one of South Africa’s leaders in engineering. She is the founder of the University of Johannesburg (UJ)-Group Five Women in Engineering and the Built Environment programme that supports both students and professional women in South Africa. Hannelie currently serves on the Board of the South African Society for Engineering Education and the Metal Casting Technology Station of the University of Johannesburg; as well as being a member of the ECSA Communications and Marketing Committee and Thought Leadership Programme. The start of an exciting career After graduating with a Bachelor Degree in Chemical Engineering from the University of Pretoria in 1995, Hannelie started her career as an engineer-in-training at SAPPI Ngodwana where she spent two years applying engineering theory to practice. SAPPI had an excellent training programme for graduate engineers with appointed and dedicated mentors to assist with early professional development. She believe that this training and initial work at the start of her career were the foundation of her success and love for engineering. In retrospect, the next appointment directed the future of Hannelie’s career. She was introduced to the field of Industrial Engineering at PFG Building Glass (Pty) Ltd; where she recognised the value of quality management, quality control and assurance; and quality costing in particular. Exposure to supply chain challenges and financial management motivated Hannelie to further her studies in Industrial Engineering at the University of the Witwatersrand. She obtained a Graduate Diploma in Engineering with distinction, followed by a Master of Science in Industrial Engineering a few years later. During this period, Hannelie joined the Council of the Southern African Institute for Industrial Engineering (SAIIE) and started to contribute to the field of Industrial

University of Johannesburg-Group Five WiEBE National Awards for Excellence in Engineering and Technology, 2012

“The primary goal of Hannelie’s work with the Engineering Council of South Africa (ECSA) is to ensure that engineering programmes and work remain relevant in South Africa and internationally.” Engineering at a national level. Later, she served as Vice-President and President of the SAIIE from 2007 to 2009 and still remains Fellow of the Institute to date. After five years in industry, Hannelie pursued her academic career with the advent of her family. This proved to be a very important and successful decision that allowed the advancement of both her professional and personal lives. Starting as a young lecturer in Industrial Engineering at UJ, Hannelie progressed to Head of 36

Department and then Vice-Dean within a few years – gaining tremendous experience during the challenging merger of the Technikon Witwatersrand, Vista University and the Rand Afrikaans University. From 2005 to 2013, she concurrently served as Strategy Manager for the Metal Casting Technology Station (MCTS) at UJ – a partnership with the Department of Science and Technology through the Technology Innovation Agency (TIA). The station promotes technology transfer and capacity building in the foundry sector in South Africa. As the Strategy Manager, she was responsible for the strategic design and development of the station. Career Highlights Hannelie is exceptionally proud of the following key achievements of the MCTS Team during this time: the initiation and hosting of the first international Metal Casting Technology Conference and Think Tank in South Africa, with representatives from across the five BRICS countries in

E NGI NE E RI NG & M AC HIN E RY / C O N S U LTIN G E N G IN E E RS

programmes – a three-year accredication programme for which she was the Project Manager. The primary goals of Hannelie’s work with the Engineering Council of South Africa (ECSA) are to ensure that engineering programmes and work remain relevant in South Africa and internationally; and that ECSA becomes a progressive and protective environment for its professionals in South Africa. Accolades and Achievements During Hannelie’s tenure at UJ, she received several national awards for her contribution to academia and industry for which she is deeply grateful. These include two Special Commendation Awards from the SAIIE in 2008 and 2006 respectively for contribution to Industrial Engineering and liaison with Hannelie Nel, Founder of UJ-Group Five Women in industry; and the Nestle Engineering and the Built Environment programme. Award for the promotion of quality education in 2005. In 2011, she was honoured with the IEEE WIE Award for Human Capital partnership with the National Foundry Development in Science, Engineering and Technology Network and South African Technology (SET) in South Africa. Institute for Foundrymen. The Station also Hannelie’s tenure at the UJ spanned over successfully applied for funding for a joint eleven interesting and challenging years, and Masters Programme in Foundry Technology she achieved tremendous personal satisfaction with the TüV Bergakademie in Freiberg, from her work at the Institution. Germany – a programme from which four students will graduate in 2014. And finally, on Women in Engineering and the the foundation of the successful operation of Built Environment the MCTS, the Station motivated for In 2013, Hannelie joined British R4.5 million funding for a second technology International Engineers (Pty) Ltd as an station in Process and Environmental Engineering Consultant and remain in Engineering at UJ. The station is now fully close contact with UJ and the UJ-Group operational. Five WiEBE Programme. Her career at UJ ended on a high note During her five years as one of the with the successful ECSA accreditation of youngest woman Vice Deans in South African the engineering technology and technician

hannelie.nel@bie.co.za

Telephone

+27 (0) 82 924 6059

Website

www.wiebe.co.za

ADVERTO R IAL

“Hannelie believes that balance, fitness and love for your work are key to a successful life. Her work towards promoting the advancement of women in this sector, continues indefinitely!” history, Hannelie realised the true value and contribution of women to engineering – and subsequently founded the Women in Engineering and the Built Environment programme (WiEBE) to support professional and student women in this sector. Now, as Ex-Officio Director of WiEBE, Hannelie remains as passionate about the relevance and importance of the programme as the day she founded it. WiEBE now has a database of over 500 professional women in engineering and technology, and continues to grow annually. In 2013, Hannelie joined British International Engineers (Pty) Ltd as an Engineering Consultant and remains in close contact with UJ and the UJ-Group Five WiEBE Programme. Where to from here Further highlights of Hannelie’s career include being regularly invited as a keynote speaker at national conferences and forums; and presenting her research at both national and international level. She enjoys working with people from across the world and find different cultures interesting and exciting. Hannelie believes that balance, fitness and love for your work are key to a successful life; and she enjoys travelling and spending time with colleagues, friends and family. Her work towards promoting engineering as a career of choice, and the advancement of women in this sector, continues indefinitely!

H E A LT H SEC TOR

DOCTOR’S ORDERS There is no price for a human life. Adapting to essential health options will lead to a better society and an improvement in capacity. for healthcare has increased. Influencing the sector are three main factors: Demographic and Locational Variables – income group, race and location; Characteristics of Healthcare – cost and distant of the respondent; and Symptoms of the Illness – the overall severity. With health resources too concentrated in the private Health Sector, it serves a small minority of the population, urging the public sector to expand. South Africa’s public Health Sector lacks an understanding of the demand in health services. Yes, private healthcare plays a large role in healthcare decisions of South Africans, but even people who cannot afford those expenses should have more of a regular option for private treatment and access. However, with the rising of incomes, policy alternatives which cater for the public sector too, should be considered. The disparity between the public and

The demand

Health Sectors has been labelled as unjust and unethical, causing experts to call South Africa the most unequal country in the world. Paying for health, in some countries, is immoral. In South Africa, no medical aid results in zero service. Medical specialists and their equipment have even gone as far as emigrating

“The government’s awareness of the health sector has amplified.” because their focus is more on a high salary in the private Health Sector, instead of the need to help those in the public Health Sector. Health Minister, Aaron Motsoaledi, has raised concerns about the quality of food products in South Africa. He claimed that if they are not made healthier, there will soon be no one to sell it to. Two thirds of women and a third of men are reported to either be 38

overweight or obese. With limited food choices, the option of calorie dense products, which are high in fat and sugar, but low in nutrients, waistlines are growing. The government’s awareness of the Health Sector has amplified. An innovative approach to patient care has been formulated to decrease the spread of chronic diseases, in the form of an iChange4Health package. Cancer, diabetes and hypertension is the source of 40 percent of all deaths in the country. A manual is included for healthcare providers, which consists of educational and motivational materials. It reviews topics of smoking, diets and alcohol use. The newly released National Strategic Plan for the Prevention and Control of NonCommunicable Diseases (NCD’s) has found the urgency for lifestyle modification services in South Africa. The Heart and Stroke Foundation, in association with Clicks, celebrated Health

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Awareness Month in September 2013. Free heart screenings were offered to South Africans. Radio DJ’s and their teams received their vital statistics live on air. The initiation of such an event erases the fear of realising your health condition, showing the public how significant it is to discover their physical weakness sooner than later, and take charge with getting healthy. Nedbank and the Department of Health in the North West have provided essential health services to learners through the Nedbank Mobile Clinic. R3-million was invested into the bus, providing optometry, dental and basic health services over the next couple of months. Thereafter, it will travel to another province to assist disadvantaged children in South Africa. A new health scheme from CareCross Health Group, called DomestiCare, has been launched. Employers are able to offer their helpers occupational and private primary healthcare, with GP consultations, medicines, X-Rays and blood tests. The reduction of absenteeism and employee turnover, an increase in employer loyalty, improvement of productivity and employer satisfaction is part of the long-term package. In 2012, the National Development Plan 2030 was proposed. Anti-retroviral treatment for HIV-positive people would be covered on a broader spectrum. Community specialists in medicine surgery will receive more efficient training, especially for a newly implemented community-based healthcare service. Minimum qualifications for hospital standards are set to ensure that managers are equipped for the post. Overall, an active lifestyle is promoted, with balanced diets which will hopefully diminish nontransferable diseases. Additionally, 105 nursery colleges will be revived to train more nurses, with appropriately appointed and qualified heads of departments. A renovation and upgrade of hospitals and clinics is also on top of the priority list. The facilities will include a look into reproductive health rights and services, such as contraception, sexually transmitted infections, teenage pregnancies and more. The health department is clearly striving to improve contact with quality health services. This will help to decrease the burden of disease and make the health system an all-round success.

HEALTH MAINTENANCE ORGANISATIONS • Allcare Administrators (Pty) Ltd • Bankmed • Batsomi Lifeworks (Pty) Ltd • Bestmed Medical Scheme • Bonitas Medical Fund • BSN Medical (Pty) Ltd • Careways (Pty) Ltd t/a • The Careways Group • Clinix Health Group (Pty) Ltd • Fedhealth Medical Scheme • Kaelo Consulting (Pty) Ltd • Lathi Tha’ Eye Care • Life Healthcare (Pty) Ltd • Medihelp Medical Scheme • Medscheme Holdings (Pty) Ltd PG 42 • Metropolitan Health Corporate (Pty) Ltd • My Personal Trainer • ProSano Medical Scheme • Sechaba Medical Solutions (SMS) • Transmed Medical Fund HOSPITAL MANAGEMENT & LONG -TERM CARE • Community Medical Services t/a Marie Stopes • Life Healthcare Group Holdings Limited • Medi-Clinic Southern Africa Limited • Melomed Hospital Holdings Limited • Netcare Limited MEDICAL EQUIPMENT & SUPPLIES • Akacia Healthcare (Pty) Ltd • Arjohuntleigh SA (Pty) Ltd • Dinaledi Medical (Pty) Ltd • Litha Healthcare Group Limited • Shonaquip cc • Synthes (Pty) Ltd • Widex SA OTHER HEALTHCARE • Lancet Laboratories (Pty) Ltd • Pharma Dynamics • Qualsa Healthcare (Pty) Ltd PACKAGING PACKAGING • Afripack (Pty) Ltd • Astrapak Limited • Bevcan - a division of Nampak Limited • Bowler Plastics (Pty) Ltd a subsidiary of Bowler Metcalf Limited • Corruseal Corrugated KZN (Pty) Ltd • Techpak Carton Manufacturers • Golden Era Printers & Stationers (Pty) Ltd • MCG Industries (Pty) Ltd

• Nampak Limited • Pride-Pak Packaging (Pty) Ltd • Safepak (Pty) Ltd HOUSEHOLD PRODUCTS • Bliss Chemicals (Pty) Ltd • Chemical Logistics t/a Chemlog cc PERSONAL CARE & HOUSEHOLD PRODUCTS PERSONAL PRODUCTS • Amka Products (Pty) Ltd • Annique Skin Care Products (Pty) Ltd • Acorn Products (Pty) Ltd • Avroy Shlain (Pty) Ltd • Black Like Me (Pty) Ltd • BMS Cosmetics (Pty) Ltd • Dermalogica South Africa (Pty) Ltd • Estee Lauder Companies (Pty) Ltd • Gauteng Soap Powders cc • Johnson & Johnson (Pty) Ltd • Kimberly Clark South Africa (Pty) Ltd • Lil-Lets SA (Pty) Ltd • L’Oréal South Africa (Pty) Ltd • Nimue Skin (Pty) Ltd t/a Nimue Skin Technology • Procter & Gamble (Pty) Ltd • Revlon South Africa (Pty) Ltd • Unilever South Africa (Pty) Ltd PHARMACEUTICALS & BIOTECHNOLOGY PHARMACEUTICALS • Abbott Laboratories SA (Pty) Ltd • Adcock Ingram Limited • AEC Amersham (Pty) Ltd • Alcon Laboratories South Africa (Pty) Ltd • Alpha Pharm Eastern Cape Holdings Limited (Alpha Pharmaceutical) • Aspen Pharmacare Holdings Limited • AstraZeneca Pharmaceuticals (Pty) Ltd • Austell Laboratories (Pty) Ltd • Biotech Laboratories (Pty) Ltd • Bristol-Myers Squibb (Pty) Ltd • Mediscor PBM (Pty) Ltd • Novartis South Africa (Pty) Ltd • NTP Radioisotopes (Pty) Ltd • Pfizer Laboratories (Pty) Ltd • Pharmed (Pty) Ltd • Ranbaxi Manufacturers of SA • Sanofi-Aventis South Africa (Pty) Ltd • SpecPharm Holdings (Pty) Ltd • UPD - a division of New Clicks SA (Pty) Ltd • Vital Health Foods (Pty) Ltd BIOTECHNOLOGY • AfriBio PG 56 • The Scientific Group (Pty) Ltd

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Top Women and Companies in Health

DR MAMPHELA RAMPHELE Founder, Agang South Africa Founder of Agang South Africa is just one of the titles that Dr Mamphela Ramphele holds. She was a student activist, medical doctor, community development activist, and more. Her position as a citizen in the public and private sectors is also added to being an author of several books and publications, which observe the socio-economic issues in South Africa. Source: Agang SA

DR JUDY DLAMINI Chairman, Aspen Pharmacare Holdings Ltd Before pursuing her entrepreneurial skills, Dr Judy Dlamini worked as a general practitioner and then specialised in occupational health at a later stage. Her current position as Chairman at Aspen Pharmacare Holdings Ltd stems from co-leading Imithi Investments into its 8 percent of the organisation. Source: DKH Women, Northam Platinum Limited

LEIGH GUNKEL-KEULER Director of Public Affairs, Policy and Communications/Pfizer Pharmaceuticals (Pty) Ltd Leigh Gunkel-Keuler has been at a senior management level with corporate communications, marketing and PR experience for over 14 years. Her knowledge of government relations is vast, along with reputational issues, Chamber 2 Business experience and economic impact issues â&#x20AC;&#x201C; setting her apart with the highly qualified.

DR GWEN MALEGWALE RAMOKGOPA Deputy Minister of Health, Western Cape Government Between the various roles and responsibilities, Dr Gwen Malegwale Ramokgopa is still the perfect example when demonstrating passion and commitment towards issues of policy, leadership and strategic planning, ethics, economic development and more. Away from work, she is a family woman, who enjoys reading.

Source: Whoâ&#x20AC;&#x2122;s Who Southern Africa

Source: Department of Health website

PROFESSOR LAETITIA RISPEL Head of the School of Public Health/University of Witwatersrand With more than 20 years of public health experience under her name, Professor Laetitia Rispel has gained the incredible understanding of transforming health systems in the sub-Saharan part of Africa, specifically when she was the former head of Gauteng Health. She is also a teacher of health systems evaluation and research, supervising postgraduate students in Public Health. Source: WITS

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HEALTH STATISTICS • The life expectancy of a South African is an average age of 60 in 2012, compared to 54 in 2009. • 14,7 million South Africans have been tested for HIV. • There is a total of 1 doctor per every 1000 people, and 3 beds per every 1000 people. • South Africa has been ranked 4th in terms of HIV/Aids frequency. • In terms of deaths per 1000 people, South Africa ranks in the 20th position. • 2 out of 5 participants (39,7%) ate a poor diet of poor nutritional quality. • 1 out of 5 participants (18,3%) are eating foods with high levels of fat and sugar. • South Africa spends 8,5% of its GDP on healthcare services. • The annual expenditure per capita for the private sector is R11 150, compared to R2 766 in the public sector. • 7 out of 10 women had a waist circumference of more than 88cm. This has increased metabolic disorders, such as diabetes. Source: SA Good News, IOL and South African Government Information.

METROPOLITAN HEALTH GROUP (PTY) LTD The Metropolitan Health Group is the largest administrator of medical schemes in South Africa, also a subsidiary of JSElisted MMI Holdings. Their role in the health sector assists the medical scheme administration, along with managing a large number of health solutions for principal members, and the lives of many within the 20 medical scheme restrictions.

NETCARE LIMITED In essence, Netcare Limited’s goal is to help care for the health of humankind. Healthcare is vital, and through this organisation, they are opting to provide quality and affordable services to South Africa, while creating a global impression and delivering a memorable imprint on all stakeholders. Netcare Limited puts its patients first, at all costs. Source: Netcare Investor

DISCOVERY HOLDINGS LIMITED Being healthy and enhancing the lives of people is the protection cover that Discovery Holdings Limited has to offer. A range of products are designed and put on display for the public’s taking – all in which will benefit the next person. If unsure, accredited independent financial advisers and skilled consultants assist to make the suitable choice for anyone’s lifestyle. Source: Discovery

Source: MHG

PFIZER LABORATORIES (PTY) LTD New and improved, Pfizer Laboratories (Pty) Ltd now has a more current vision to live out their full potential, by striving for a healthier southern Africa. In addition to this, Pfizer firmly adheres to the fact that all South African’s should have access to a dependent healthcare scheme. Source: Pfizer

ASTRAZENECA PHARMACEUTICALS Enhancing the lives of patients is the background drive of AstraZeneca Pharmaceuticals. They aim to reach more people with their medicines, taking treatments to the next generation of development. The fight against diseases, and for the sake of people facing serious health challenges, AstraZeneca plan on extending their medicinal capabilities. Source: AstraZeneca

T H O UGHT L EADERSHI P

ME D S C HE M E

Creating a world of sustainable healthcare vision of creating a world of sustainable healthcare is our response to the challenge of making quality healthcare affordable and accessible to all South Africans. Our heritage of innovation focuses on achieving sustainability through effective health risk management, the careful management of healthcare costs, coupled with the relentless drive for operational efficiency, complements this. Today, Medscheme is the largest health risk management services provider and second largest medical scheme administrator in South Africa. We touch the lives of over three million people through our network of branches conveniently located throughout South Africa, Africa and Mauritius. Medscheme has established a strong presence in Botswana, Kenya, Namibia, Swaziland and Zimbabwe.

Medschemeâ&#x20AC;&#x2122;s

Gender Empowerment and CSI Our philosophy towards empowerment and transformation, as a group, is to understand and work towards the objectives of the transformation and empowerment legislation. In this way, we go beyond compliance, but work towards the attainment of the key objectives of what the legislation seeks to achieve. In the case of Broad-Based Black Economic Empowerment (B-BBEE), the objectives are to address the imbalances of the past, to level the playing ground, to open the opportunities for more South African citizens from disadvantaged backgrounds, including black women and people with disabilities, to actively participate in the economy. In doing so, we discharge our responsibility towards upliftment of communities and individuals from the disadvantaged backgrounds. It is true that as with all corporates operating in the South African economy, our efforts are focused primarily in driving transformation and empowerment internally within our own workforce. We invest a lot of funding on initiatives directed at upskilling black people and women in the workplace

and ensuring equitable representation of black people and women in the management structures of the company. However, as a group we decided to direct as much energy to our enterprise development and socioeconomic development initiatives. The latest unemployment figures of 29.8 percent (as released by Stats SA in 2011) makes it clear that internally focused initiatives will have limited success as they already exclude about 30 percent of the population that is unemployed. Further, as per the Adcorp Employment Index 2012, the Minister of Finance stated that about 68 percent of all South African workers are employed by small businesses, employing fewer than 50 people. The small business sector is clearly the most important originator of jobs in South Africa. Therefore, it goes without saying that if we are to open opportunities for more people to participate in the economy, if we are to 42

truly level the playing fields, we have an obligation to focus our efforts and investments in the development and sustenance of small businesses. As a group, we saw the current B-BBEE requirements for Enterprise Development and Corporate Social Investment as a golden opportunity to contribute towards black businesses, with a specific focus on black women-owned businesses. We believe that the most impact can be achieved through establishing a long term and ongoing relationship with the Enterprise Development Beneficiary, as this lends itself to a nurturing relationship which allows for the steady, but sustainable growth of the beneficiary entity towards independence. Our dedication to this particular cause can be clearly seen in our investment in the following Enterprise Development initiatives that empower black women-owned small businesses:

H E A LT H / H E A LTH MAIN TE NAN C E O RG AN IS ATIO N S

YVONNE MOTSISI

Executive: Group Branding & Communications Organisation AfroCentric Health/Medscheme

A Privately owned nursing colleges: Our focus is directed towards the legitimate and independently owned nursing colleges owned by black women. The colleges serve an important role by providing suitably skilled and qualified nursing staff that will augment those already produced by government run facilities. As with all small businesses, the colleges face similar challenges of business and financial management skills, securing finances, growing and sustaining their businesses. For the past three years, we have been sponsoring three nursing colleges, namely Khanyisa Nursing College in Rosettenville owned by Anna Nkuna Physical Address

37 Conrad Road, Florida North, Roodepoort

Postal Address

PO Box 1101, Florida North, 1716

Telephone

+27 (0) 11 671 2000

Website

www.medscheme.com

and run by Sister Rina Nonyane, Ithemba Nursing School in Eersterus run by Sister Stella Hartzenberg and Future Nurses in Johannesburg’s East Rand run by Tshilidzi Motsoeli. Our support is aimed primarily at enabling them to function as well-managed businesses, to promote their growth and development into sustainable businesses. Our support goes beyond providing funding for the school’s operations, but also aims to empower the women who run these institutions through business skills and mentorship to help them grow their small enterprises and deliver quality service. The group invested a total of some R4 million in the nursing colleges over the past two years, which represents a substantial portion of our Enterprise Development budget.

B Maternity clinic in Vosloorus: The maternity clinic was founded by Sister Dube, a trained midwife in the 1980’s to cater for pregnant women from the township who could not access hospitals and clinics due to social unrest prevalent in those times. Since its inception, the clinic has grown from being operated in the Sister’s home to having its own premises, and is now run by Sister Dube’s daughter, Sister Nonina Dube, also a qualified midwife. The clinic caters primarily for young women, who prefer the clinic due to its cleanliness, quality service and

THOUG HT LEAD ER S H IP

advice, for a wide variety of maternity and childbirth services (ranging from labour to immunisation). Realising the important role played by the clinic in relieving overcrowding to the nearby public clinic and hospital, it was clear that supporting this clinic by providing the equipment, skills and necessary business skills for the manager and staff, not only benefits the community that the clinic serves, but also empowers the women who work in the clinic. Through our contribution, the clinic acquired an ambulance to transport patients in emergency situations, increasing the quality of healthcare provided to them.

C Medscheme Empowering Doctors (MEDs): This programme aims to support newly qualified young black doctors in setting up their own private practices. Again, our focus has been on developing female black doctors by equipping them with the business and financial management skills required to operate their practices as an established business, which are skills that are not taught in medical schools. Due to their backgrounds, the doctors do not have ready access to funding that would enable them to invest in growing and developing their practices. We identified this as an opportunity for the group to provide funding for equipment and infrastructure. In the words of one of the beneficiaries of this programme, Dr Kgomotso Mogapi, of A’Dare Women’s Wellness Clinic in Mabopane, “I am so honoured by Medscheme’s interest in the services that we at A’Dare strive to deliver to the women in our community. We thank you for believing in our vision.” Accessible healthcare for all We do this because we believe it is the right thing to do and derive satisfaction from seeing the projects grow towards our greater vision of creating a world of sustainable healthcare for all people in South Africa. Because the projects are also aligned to the government’s 10 point plan on health, we also satisfied that our the projects and business we support contribute towards the achievement of these objectives, which seek to ultimately make affordable, quality healthcare accessible to all.

T E C H N OLO GY SEC TOR

DIGITAL

SENSE The role

of women in the Technology Sector is attracting more attention. There is a concern about the growth of the sector across the continent. Women are starting to be recognised as Technophobes – having a fear of or aversion to technology, especially computers and high technology. The global relevance to the percentage of women working in the Technology Sector is high. However, looking just in the South African industry, the numbers tell a short story. To start a career in the Technology Sector should be more of an eager, than doubtful step forward. For developing and developed countries, this priority should soar to the top of the priority list. Technology divisions, such as the scientific and communications division, are beginning to combine their expertise in order to strengthen Africa’s capability. More often, women are taking up central leadership roles in the progressive Information Communications Technology (ICT) and Telecoms enterprises. By imparting their knowledge and experience in this sector on a daily basis, they are able to strengthen critical areas of the economy. So, why are women deserting the idea of pursuing a career in technology? The problem, in fact, is impacted from the foundation. With a shortage of skills in the Technology Sector, filling the openings with youthful females can decrease those that are unemployed. Currently, the country’s unemployment rate now stands at 25.2 percent. Stereotypes which imply the Technology Sector is ‘too hard’, ‘unfeminine’ or ‘boring’ is slowly ruining the correct attitude approach that all females should have. In some cases, the ‘geek image’ is also pulling the name of

The impact of women is evident within the advancement of Technology.

technology down. This could also be a result of a minimal number of inspirational female role models within the industry. When it comes to degree programmes for Engineering, Physics and Computer Science, women are still the minority. A recent study has proven that the levels of female representation in Science, Technology and Innovation (STI) fields, and in the world’s economy, are on the decline. It indicated that women have more opportunities available to them, but there is hardly any willingness to participate in the STI workforce. Companies are unable to source technically proficient candidates, and it is slowing down the process of progress. Also, those who do choose to embark on the challenging journey of technology are seen to be more focused on individual improvement, resulting in a difficulty to work with a team. Compared to other countries, South Africa has lost ground in the Technology Sector, but there are ways in which the future of technology will succeed. The initiation of a more prosperous sector begins with an attitude transformation. Combine that with an education policy that is highly ranked and has efficient skills training; women will not feel the need to be left behind, or the lack of motivation to be a part of the industry. Non-Governmental Organisation’s (NGO), universities, government agencies and the local technology industry are some of society’s groups that should come together and discuss

a permanent method to attract more females into the field. Youthful minds are becoming aware that without choosing mathematics and science subjects, it can reduce access to professions that pay better or offer superior opportunities. The question remains – how do we combat the scarcity of female experts in the Technology Sector? Like any other profession, make sure to understand the career you are in. There are actually women who prefer the in-depth inspection of the Technology Sector to shopping. Having a home which needs an upkeep is possible to have with a successful career in technology too. What is good to know is that there is a change happening. With more conversation, creativity and insight into a customer’s needs, women are producing more profitable opportunities. Educationally speaking, the approach that is taken to teach technology needs to be restructured. This will offer a new face of software development, and attraction to a broader spectrum of people. Now, in 2013, the ICT sector is making new waves, gaining more establishment and sophistication. So far, it is the largest and most advanced in Africa. Also, technology is leading in mobile software and electronic banking services. Globally, those who are in the Technology Sector are labelled the ‘Agents of Change’. African women are said to be the back bone of the continent, and this does not differentiate within other industries outside the field of technology and innovation.

“Compared to other countries, South Africa has lost ground in the Technology Sector.”

TE C HN O LO G Y

SECTOR OV ERV IEW

I NFO RMATION TECHNOLO GY COMPUTER HARDWARE • Acer Africa (Pty) Ltd • Blue Lable Telecoms Limited • Compact Disc Technologies (CDT) • Dell Computer (Pty) Ltd • Hewlett-Packard South Africa (Pty) Ltd • IBM South Africa (Pty) Ltd • NEO Technologies (Pty) Ltd • Rectron (Pty) Ltd • Sahara Computers (Pty) Ltd • Sahara Holdings (Pty) Ltd • Sybase South Africa (Pty) Ltd TELECOMMS EQUIPMENT • Alcatel-Lucent South Africa (Pty) Ltd • Allied Electronics Corporation Limited (Altron) • Nokia South Africa (Pty) Ltd • Siemens SA Limited COMPUTER SERVICES • 4D Digital Security (Pty) Ltd • 4D Innovations Group (Pty) Ltd t/a Eset Southern Africa • Acctech Systems (Pty)Ltd • Adapt IT Holdings Limited • Advance Channel Technologies (Pty)Ltd • African Legend Indigo (Pty) Ltd • Aptronics Group (Pty) Ltd • Atio Corporation (Pty) Ltd • Business Connexion • Bytes Technology Group South Africa (Pty) Ltd • Century Office Equipment cc • CHM Vuwani • Ciber Information Holdings (Pty) Ltd • Comcel Eighteen (Pty) Ltd t/a Kanimambo • Concilium Technologies (Pty) Ltd • Cornastone Technology Holdings (Pty) Ltd • CSS Tirisano Computer Systems (Pty) Ltd • Datacentrix Holdings Limited • Datatec Limited • Dataworld (Pty) Ltd • Dimension Data (Pty) Ltd • Dynamic Visual Technologies (Pty) Ltd t/a Ectic Trading • EOH Consulting (Pty) Ltd • Esquire System Technologies (Pty) Ltd • Exponant (Pty) Ltd • First Technology Holdings (Pty) Ltd • Gijima Group Limited

• Glacier Consulting (Pty) Ltd • Ibhubesi Information Technologies cc • Ikando cc t/a IT Master • Integr8 IT (Pty) Ltd • Inter - Active Technologies • KSS Technologies (Pty) Ltd • KTS Technology Solutions (Pty) Ltd • Kwesthuba Consulting (Pty) Ltd • Makhonya Technologies (Pty) Ltd • Marpless Communications Technologies (Pty) Ltd • Matsema (Pty) Ltd • Morvest Busniess Group Limited • Mthombo IT Services (Pty) Ltd • Mustek Limited • Nokusa Engineering Informatics (Pty) Ltd • PBT Group Limited • Praxis Computing (Pty) Ltd • Puleng Technologies (Pty) Ltd • Rectron PG 138 • SAB & T Busniess Innovations Group (Pty) Ltd • SAGE Computer Technologies (Pty) Ltd • SAP South Africa (Pty) Ltd • SecureData Holdings Limited • Sensepost (Pty) Ltd • Simeka Business Group Limited • Simo Solutions • Simunye Computers (Pty) Ltd • Sisonke Global Systems (Pty) Ltd • Spartan IT Solutions • ST Group (Pty) Ltd • Tarsus Technologies • The IQ Business Group (Pty) Ltd • Torque IT • T-Systems SA (Pty) Ltd (TSSA) • Vukani Technologies (Pty) Ltd • Waymark Infotech (Pty) Ltd

SOFTWARE • Accsys (Pty) Ltd • Alacrity Technologies (Pty) Ltd • Altech Card Solutions (Pty) Ltd • Barone, Budge & Dominick (Pty) Ltd • Easypay (Pty) Ltd • Elvey Security Technologies a division of Hudaco Trading (Pty) Ltd • Epi Use Africa (Pty) Ltd • FrontRange Solutions South Africa (Pty) Ltd • Global Vision Information Technology (Pty) Ltd • IFCA Technologies Limited (IFCA) • Ke Concepts (Pty) Ltd • Maxxor Business Solutions (Pty) Ltd • Mint Net (Pty) Ltd • Prism Holdings Limited • SilverBridge Holdings Limited • Softline VIP - a division of Softline (Pty) Ltd • Technology Corporate Management (Pty) Ltd (TCM)

INTERNET • Aqua Online (Pty) Ltd • Commercezone - a division of Multichoice (Pty) Ltd • Data Pro (Pty) Ltd t/aVox Datapro • Fastnet Limited • Hetzner (Pty) Ltd • I-Net Bridge (Pty) Ltd • Internet Solutions a division of Dimension Data (Pty) Ltd • Kingsley Technologies (Pty) Ltd • MTN Business • MWEB Connect (Pty) Ltd

TELECOMMUNICATIONS SOLUTIONS • Altech Autopage PG 48 • Celcom Group Limited • Foneworx Holdings Limited • Huge Telecom (Pty) Ltd • Interconnect Systems (Pty) Ltd • Multisource Telecoms (Pty) Ltd • Vox Telecom Limited LOGISTICS SOLUTIONS • Ansana Holdings (Pty) Ltd • Bakers Transport (Pty) Ltd • Brinks Southern Africa (Pty) Ltd • Mzanzi Africa Logistics (Pty) Ltd • Propateez 81 (Pty) Ltd t/a Railroad Containers

TELECOMMUNICATION SERVICES FIXED-LINE TELECOM SERVICES • Neotel (Pty) Ltd • Telkom SA Ltd WIRELESS TELECOM SERVICES • Buongiorno SA (Pty) Ltd • Cell C (Pty) Ltd • Ericsson South Africa (Pty) Ltd • MTN Group Limited • Multimatics (Pty) Ltd • Nashua Mobile (Pty) Ltd • Plessey (Pty) Ltd • Vodacom Group Limited

S E C TOR OV ERV I EW

TE CHN O LO G Y

Top Women and Companies in Technology

THOKO MOKGOSIMWANTEMBE Non-Executive Director Vodacom Thoko MokgosiMwantembe was a Production Manager at Glaxo and Merck, Sharp and Dohme, before being appointed as Independent NonExecutive Director at Vodacom. She received the BWA Businesswoman of the Year Award, in the corporate category, in 2007 and in 2005, she won the ICT Achiever of the Year Award.

FELLENG SEKHA Non-Executive Director Rancard Solutions Ltd To set up a business in Africa, which provides risk management advice over various topics, Felleng Sekha is the perfect woman to speak to. Her expertise in ICT policy, law and regulation is widely known, along with a track record which covers 15 years of successes. Her role in the ICT industry is instrumentally revolutionary.

Source: Who’s Who Southern Africa

Rancard Solutions Ltd

ZANDILE MBELE Executive of Public Sector Internet Solutions Zandile Mbele’s involvement with Internet Solutions is broad. She is the group’s Executive sponsor for key Public Sector Accounts for Dimension Data, IS and Plessey - among other roles. Zandile has 20 years of experience in the Media, Regulatory and ICT sectors, bridging the digital divide in South Africa. Source: IS Vodacom

Source: LinkedIn,

EMMA KAYE Founder and CEO Bozza New media and mobile is the direction in which Emma Kaye has targeted her skills. Her knowledge in the animation industry has seen her invited to global initiatives, which recognises her leadership in the industry. Emma has already been elected as one of the top 50 women in the world of mobile entertainment, and elected as one of South Africa’s top business women in 2010, by the Mail & Guardian. Source: Entertainment-Africa

HEATHER FORD Founder Creative Commons Apart from working in the field of internet policy, law and management, Heather Ford is also a researcher, blogger, journalist, social entrepreneur and open source activist. She is currently working for an international non-profit organisation called iCommons. It is the central gathering source for activists, entrepreneurs and academics who are pro-free digital culturists. Source: Wikipedia, Thought Leader

TE C HN O LO G Y

SECTOR OV ERV IEW

TECHNOLOGY STATISTICS • 30 percent of women believe that technology jobs allow for creativity and engagement with other people. • 4 out of 10 technology products are bought by women, yet 1 percent of women think that technology companies have them in mind when they make them. • Diversity pays off. Companies with more women on their staff make more money. • In 2011, the overall top rankings in the Information Technology sector were USA, Finland, Singapore, Sweden and the UK. • The communications sector has been one of the fastest growing of the South African economy, reflecting the rapid expansion of mobile telephony across the country. • Data showed that women’s parity in the STI fields was positively aligned with multiple empowerment factors. • Globally, women make up half of social media users and social gamers, and a significant number of Computer Science graduates. Source: Computer Weekly, The Gaurdian, Financial Mail, South African Info, Engineering News and IT News Africa.

RECTRON From being a fourman operation since 1995, to a lead of five branches of 350 employees worldwide, Rectron has definitely taken the Technology Sector into its own comprehension. Rectron prides itself in transmitting culture through the organisation, with values that define a powerful work ethic within the company’s jurisdiction. Source: Top500

CELL C More than 11 million customers are part of the leading mobile provider; Cell C. Customers are offered products and services which range between voice, data and messaging services. Cell C launched its 99c flat rate for post-paid and pre-paid customers, and international calls to 50 destinations, in 2012. The mobile kingpin is highly advanced, covering 97percent of the population.

VODACOM Vodacom has directed its vision towards the delight of its customers. Speed, simplicity and trust are the Vodacom way of doing things, with an explanation of why connecting people can create possibilities and change lives. Five simple priority rules form a part of Vodacom’s strategy. This includes operating more efficiently and doing more to improve the customer’s experience.

Source: Cell C

Source: Vodacom

MTN MTN is an eminent global communications partner, as well as a world-class cellular network. The African continent is its prime aim, with a firm belief that with access to communication, there is economic power. There are three business divisions under the MTN Group – MTN-South Africa, MTN International and Strategic Investments. Source: MTN

NASHUA COMMUNICATIONS To deliver inclusive end to end converged network solutions to customers in Southern Africa, is Nashua Communications focus. This is followed by ensuring that its excellent service is coupled with highly skilled employees. Nashua Communications envisions itself to be the service provider of choice for Converged Enterprise Network and Communications Solutions in Southern Africa. Source: Nashua Communications

I N T ERVI EW

A LT E CH AU TOPAG E / IN F O RM ATIO N TE C HN O LO G Y / TE LE C O M M U N ICAT IONS

Altech Autopage 2013 award finalist Congratulations

on being a finalist in the category, Most Innovative Gender Empowered Company, in the 2013 Top Women Awards.

is the cornerstone of our transformation programme. Furthermore, we are vigorously cultivating a knowledge sharing culture towards high performance and ultimate organisational excellence.

How do you feel about the recognition? The recognition as a finalist in the 2013 Top Women Awards is an affirmation of our effort towards becoming an inclusive and equitable employer, that is accessible and attractive to women.

What is your organisation’s most important function as a leader in gender empowerment? We live in a knowledge-based economy, which, in fact, does not require so much of physical abilities as ideas. We, therefore, believe that our main function is to provide a fair and inclusive workplace that encourages lifelong learning to deal with challenges associated with a growing economy, such as ours.

How would you describe true gender empowerment? True gender empowerment is the harnessing of women’s potential, celebrating our achievements and consciously being positive role models for the upcoming generation, particularly for young girls. Where does your organisation’s drive for gender empowerment come from? At Altech we appreciate the value derived from a diverse workforce. The industry we are in demands that we have our fingers on the pulse with regard to innovation. It would be a great injustice not to tap into the vast talents and perspectives that females bring to the table. Why do you think South Africa needs to acknowledge the leaders in gender empowerment? It validates the good work that has been done and applauds pioneers of women empowerment. What are the main aspects of your organisation’s gender empowerment and transformation programme? The first step is to attract a workforce that is representative of the demographics of our country and we continuously ensure that the environment is conducive to retain all key and critical skills. We believe that sustainable development can be achieved only through long-term investment in human capital. Thus, learning and development

What advice do you have for upcoming businesses to enhance their gender empowerment status? Gender empowerment is the basis for social and economic development. Simply put, women empowerment is smart economics. Does being a finalist in the Top Women Awards directly enhance your internal management support for effective transformation? Yes. It demonstrates our commitment to our empowerment initiatives. Being a finalist in the Top Women Awards, how does it directly influence the external client assessment of your credibility as a gender empowered supplier or partner? Winning the Award would have been great. However, making the shortlist will also go a long way to validate our continued efforts towards an inclusive economy. It is such platforms that afford us the opportunity to celebrate our small victories. Was there a moment in your career that was most satisfying or when you thought this was all worthwhile? I often experience moments where I feel it is all worth it. When I see a positive change in the business and its people, especially when 48

people grow and develop, it gives me great satisfaction. To what would you attribute your success at becoming a finalist in the Top Women Awards? Transformation forms part of our company’s DNA. This is evident by the female representation among our workforce, especially in a predominantly male industry, such as ours. The holding company has created an environment that promotes continuous professional development through the Altech Academy and other leading learning institutions that we have partnered with. This way, we create proficient workforce and talent pipeline to take up specialist and management positions as and when opportunities become available. Senior management is always on the lookout for stellar performers and this is recognised through our Star of Excellence programme, which aims to recognise employees who display consistent top performance. More importantly, the performance management provides feedback to the employee and highlights development areas with the view to chart a clear development plan for the employee. This way we offer employees careers and not just jobs. Over and above on-the-job training, our company approaches learning and development through focusing on capacity building, leadership development and provision of learnerships and bursaries. What sets your company apart from the competitors in your category? We have a strong ethos around people. We look for the right attitude and customer focus in the people. We, therefore, offer an environment where people can reach their full potential supported by our Human Capital Policies. These policies, i.e. four months maternity leave with full pay, flexi hours for working mothers, Employee Wellness Programmes, etc. sets Altech Autopage apart for our competitors.

INT ERV IEW

TERESA BADENHORST Position Executive HR: Learning and Development Previous portfolios HR Director at a telecommunications company in the ICT industry University University of Pretoria and Unisa Qualifications BComm Industrial Psychology, BComm Honours and Leadership Programme Other interests Travelling, cooking and reading Best decision Career choice and my husband Worst decision No regrets! Only wonderful learning and development experiences

I N T ERVI EW

A LT E CH AU TOPAG E / IN F O RM ATIO N TE C HN O LO G Y / TE LE C O M M U N ICAT IONS

Another milestone for Altech Autopage marketer, adept in brand development and commerce, Natasha Basson, joined the ranks of Altech Autopage in the latter half of 2012 as the organisation’s Chief Marketing Officer.

Consummate

Natasha is tackling the task of taking Altech Autopage to greater heights by creating unique customer value propositions and experiences, using all elements of the marketing mix to build the customers’ affinity for the brand. Furthermore, Natasha is actively driving the professional development of her team to become marketing leaders with sound skill and judgment to future proof both the Altech Autopage brand and their careers. Natasha is passionate about building brands. She is an astute advocate of a brand’s ability to act as a formidable vehicle for corporate value creation and societal development. Prior to her joining Altech Autopage, she was the Senior Manager for Brand and Media Strategy at MTN South Africa. When Natasha is not busy leading her team to deliver extraordinary results, she is either at a Yoga class, clearing her mind for the next big idea or in the kitchen, emulating the Food Network greats. Congratulations on being a finalist in the category: Most Innovative Gender Empowered Company of the 2013 Top Women Awards. How do you feel about the recognition? It is an honour to be nominated as a finalist for this award. This is such a valued accolade for the company, which operates in a very male dominated industry.

How would you describe true gender empowerment? Gender empowerment is being enabled to use your skills with the leadership style that comes naturally to you. As females, we have a unique style that, when applied in an integrated way, is far more powerful than imitating that of our male counterparts. Where does your organisation’s drive for gender empowerment come from? We are being led by an open minded strong leader who has, early in his career, realised that there are unique qualities that females bring to his team and organisation. With three female Executives at the helm of the organisation, we are proof that gender empowerment should be driven from the top. Why do you think South Africa needs to acknowledge the leaders in gender empowerment? We read so many reports on gender empowerment that proves it is still seen as a key hindrance in developed and developing countries. South Africa has made great strides, both politically and commercially, over the past two decades of which gender empowerment is one additional facet that we should celebrate as a country. It provides hope for those that strive to go into business and direction, or benchmarks, for those who are currrently in business. In one sentence, what do you think is your organisation’s most important function as a leader in gender empowerment? Continuous growth that acts as a proof-point, illustrating that empowerment enables incremental growth.

Physical Address

2 Augrabies Road, Waterfall Office Park, Bekker Road, Midrand, Gauteng, 1685

Postal Address

Private Bag X82, Halfway House, 1685

Telephone

+27 (0) 861 23 24 24

Fax

+27 (0) 11 650 1936

Website

www.autopage.co.za

What advice do you have for upcoming businesses to enhance their gender empowerment status? Organisations should seek to provide a work environment that recognises and celebrates the uniqueness of female leadership. Employ skilled talent and initiate coaching programmes to nurture and grow that talent through the ranks of the organisation. Does being a finalist in the Top Women Awards directly enhance your internal management support for effective transformation? I believe that we are in a privileged position, where support is led from the top and therefore, this accolade serves as a reminder that we are doing things right. Does being a finalist in the Top Women Awards directly influence the external client assessment of your credibility as a gender empowered supplier or partner? I do agree. This accolade does enhance our external reputation. Was there a moment in your career that was most satisfying or when you thought this makes it all worthwhile? Everyday I am reminded of what an impact we as leaders have. Seeing the growth of my team and celebrating all our small wins, makes me appreciate every moment and the privilege of being in the position I am in. To what would you attribute your success at becoming a finalist in the Top Women Awards? Our success in being nominated as a finalist of the Top Women Awards can be attributed to the continuous drive from our leadership team. What set your company apart from the competitors in your category? Apart from having more than 50 percent female employees, we at Altech Autopage have three Senior Executives on our team that are female.

INT ERV IEW

NATASHA BASSON Position Chief Marketing Officer Previous portfolios Senior Brand Manager at MTN SA and General Marketing Manager at MTN Business South Africa University WITS Business School and Tshwane University Qualifications MAP (NQF8) and National Diploma in Public Relations Other interests Yoga and Cooking. Best decision At one point in my career I decided to take a position on a level lower than the one I was in. The position enabled me to obtain skills that stretched over the entire value chain of marketing â&#x20AC;&#x201C; it was the best thing I could ever do for my career and my own personal growth Worst decision No bad decisions, just great lessons learned

S P E CI AL F EAT URE

"The aim of coaching is essentially to motivate, empower and inspire individuals to ultimately increase productivity."

COACHI COACHING NG FOR FOR SSUCCES UCCESSS

COACHING FOR

SUCCESS The balance is becoming increasingly important. We have to start thinking differently as to how we approach life today. Interview with Janine Everson, by Raina Julies

There’s no doubt

that in today's fast-paced life, what we seek most is balance. Research conducted by many professional institutes highlights that an increasing number of professionals value work-life balance more than simply earning a top salary. How different this culture is to the traditional view of 'I'll go where the money is' sentiments of a few years ago. Azim Omar, Senior Executive in the Office of the Executive President, SAICA (South African Institute of Chartered Accountants) adds: "It's foolish to think that we can lure talent simply with remuneration. We need to offer a far more diversified package that includes flexi-hours that allow for a far more balanced work-life situation. This isn't just an attractive option for women who have traditionally needed flexible working hours to juggle their dual roles, but for men as well." Janine Everson, Academic Director at the Centre for Coaching, agrees and says that balance is becoming increasingly important as the traditional roles we play shift and transform both within the workplace and home life. "We have to start thinking differently as to how we approach life today," she says. This is particularly true when seeking the answers to life's big questions, especially for women who now find themselves outside of those traditional roles. "Just take a look around; we are everywhere," says construction entrepreneur, Kgomotso Tlade. "It would have been unimaginable to think that you'd have females running construction and

mining concerns and sitting on the boards of transport logistic companies or even running fortune 500 businesses, but we're doing it. As I enter this sphere, I often wonder how I will cope with the pressures of running a multi-million rand budget at work, while making sure I still take care of my family." Kgomotso adds that it's sad that there are very few people, including herself, that think it's possible. "No one really believes that we can do it all. And no-one really wants to lend you support." This is a common misperception held by many women, says Everson. "Often we don't really know what support is around us, because we simply don't ask." We vent, complain, think the whole world, or at least everyone in sight from our corner office is constantly criticising and unfairly judging us. We get so bogged down by this that it does affect either how we perceive our own worth, or how we perceive the support structures around us. Even though we are in an era today where counselling and consultants are not a new fad, "seeking help or coaching remains rare – in work and in life," says Everson. No matter how knowledgeable, smart, or experienced you are, equipping yourself with the correct tools to make yourself a better leader is more about enhancing your knowledge than saying that knowledge doesn't exist. More and more corporates are taking on the responsibility to equip their teams with the tools needed to do the job well. According to Everson, more companies are willing to spend money on training and 53

developing their people through in-house training and external training development programmes incorporating proven techniques like action learning, mentoring and other coaching techniques. "When that happens, the workplace and workforce simply looks and acts differently." The aim of coaching is essentially to motivate, empower and inspire individuals to ultimately increase productivity. "Through coaching, a leader becomes more effective and fulfilled. Coaching involves the development of increasing competence in the person being coached. One of the key ways in which this is done is through enabling a coachee to notice how their ‘way of being’ enhances or hinders what they want to accomplish." Everson adds that the benefits of coaching, at a personal level, add value beyond just the job at hand. "I've found that coaching allows women, in particular, to own their success without guilt." One of the common myths many women leaders grapple with is the fact that they don't really believe that they belong in the positions they find themselves in, and what coaching allows you to see, is that your circumstance is not by chance. "If there was only one piece of insight that I could share, it would be 'belong and connect'. Accept that you are worth every success you have, so that you can feel you belong. When this happens, you will connect." Everson shares more insights that we need to develop as we climb that corporate ladder to success.

S P E CI AL F EAT URE

“Common myths that many women leaders grapple with is the fact that they don’t really believe that they belong in the positions they find themselves.”

1 DEVELOP LEADERSHIP CAPACITY It may sound a bit ridiculous, but the more leadership capacity you develop, the less you will need to do. How do we achieve this? Well, you need to start by making your requests clearer, as specific as possible and with a posture of confidence. 2 YOU'RE NOT A MAN IN A DRESS Discover your unique 'something'. You were not hired because you resemble a previous leader, but because your particular skills and talents are what is required. Women and men lead differently... own this. 3D EVELOP THE CAPACITY TO 'LET GO' OUTSIDE OF WORK The dynamics around roles for men and women have changed dramatically over the past few years. Internationally, the house husband trend is fast becoming the norm, as more and more women assume the CEO/MD role and require a stronger support structure at home to manage their dual roles. In order for this to happen, women need to develop the capacity to 'let go'. Men will never manage the house and the children in the same way as women – get used to this, embrace the difference, don’t fight it.

INSIGHTS Janine Everson shares these insights that we need to develop as we climb that corporate ladder to success.

COACHING FOR S UCCES S

I've never actually seen the corporate ladder before!

these questions a lot sooner than men do. Once you begin to think about this and answer it, the choice to lead might well become easier.

4 CLAIM YOUR SPACE Women often find themselves startled and surprised by their leadership roles. Their uncertainty can make them feel as if their success is undeserved. Claim your space. Claim that sense of belonging. Once you feel you belong, the people around you will feel that you belong.

8S EEK OUT AND USE MENTORS Your support structure will be stronger when it's linked to a mentor - someone who has gone through what you are about to go through. If youâ&#x20AC;&#x2122;re in a leadership position and don't have a mentor, you are definitely missing out on a valuable support network.

5F IND A COACH Having a coach will help you develop the tools and capabilities you need to make that transition from 'how did I get here' to 'I belong here'. UILD RELATIONSHIPS THROUGH 6B CONVERSATIONS Your competitive advantage is the quality of your relationships. We build relationships through conversations. Often, when we reach a certain level within the corporate environment, we forget how to have conversations. What we tend to do is have transactional exchanges, and quite frankly, people value conversations more. This a valuable way to get to know your staff and stay connected to those around you.

Interview with Janine Everson, Professional Integral Coach and Academic Director of the Centre for Coaching.

7A SK YOURSELF "DO I WANT THIS?" What am I giving up? What am I gaining? Women ask 55

PI RO N DFEX I L E/ CTOP OM 1PA 0I CE NI WOM ES S/ IEPH NN/M AM NUFAC PAN TU S RIN IN PGU&& BLIC C O NS SEC TRU RVIC ( GGN OVE MEN ) O LO G Y S E RV ACOM R AC E UIE TIC ALS BIOTE HNC OETIO LO Y / RN BIOTE CT HN w w w.afri cabi o.com

AfricaBio •Company Profile AfricaBio is a biotechnology association for the safe, ethical and responsible research, as well as the development and application of biotechnology and its products. It is a non-profit company (NPC), with a dedicated Secretariat, Executive Director and board of directors. Year Founded: 1999 Number of Employees: 7 Branches: One Memberships: 81 Strategic Partnerships: African Agricultural Technology Foundation, Gauteng Department of Agriculture and Rural Development, US Department of Agriculture – Foreign Agricultural Services. Annual Turnover: Around R5.5 million

•Gender Empowerment and CSI CSI Initiatives: Our small-scale farmer empowerment programme entails the introduction of innovative agricultural technologies to improve productivity and food security. This programme aims to improve the food production capacity of households and poorly resourced farmers, and to create jobs for the participating communities. Employment Equity: AfricaBio has developed policies to comply with government’s employment equity strategies. More than 70 percent of our staff are women, and the top executive is black.

YOUR TOP WOMAN Dr Nompumelelo Happyworth Obokoh, CEO Dr Nompumelelo Happyworth Obokoh joined AfricaBio as the Chief Executive Officer in February 2012. She is a Plant Molecular Biologist with a PhD degree from the University of Cambridge, in the United Kingdom. Prior to her current appointment, Dr Obokoh was the Country Representative for the Kenya-based African Agricultural Technology Foundation working in Abuja, Nigeria. She has over 10 years of international and national experience in agricultural research, development and management since starting her career as a post-doctoral Research Associate at the Institute of Biotechnology, at the University of Cambridge. She also received the Rothamsted International African Fellowship, and her research was hosted by the Institute of Grassland and Environmental Research (IGER) in Wales. Dr Obokoh was employed by the Agricultural Research Council’s Biotechnology Division in 2005 as a Senior Researcher and managed a number of projects geared towards enhancing food security for small-scale farmers. She is the recipient of several awards and grants, including the National Research Foundation (NRF)/Royal Society (UK) Grant for South Africa-UK Science Networks, the Overseas Research Student Award from the Committee of the University Principals, and the Mandela Magdalene College award from the Cambridge Commonwealth Trust.

•Nature of Organisation

Business Activity: AfricaBio is a non-political, non-profit biotechnology association that serves as a forum for informed discussions on biotechnology and biosafety issues in Africa. It aims to provide accurate information and create awareness, understanding and knowledge on biotechnology and biosafety in South Africa and the African region. Area of Operation: Biotechnology, science and technology, agriculture, and environment. Products and Services: Development of biotechnologies and biosafety communication materials (leaflets, brochures, newsletters, videos) and training in biotechnology and biosafety.

•10 Years of Business Since its inception in 1999, women with national and international scientific expertise have headed AfricaBio.

•Gender Empowerment Level Female executive management

>50.1%

Percentage of female staff members

>50.1%

Black female executive directors/senior management

>50.1%

Black female staff members

>50.1%

•Contact information Chief Executive Officer

Dr Nompumelelo H. Obokoh

Chief Operations Officer

Dr Bongani O. Maseko

Physical Address

Suite U9, First Floor, Enterprise Building, Mark Shuttleworth Street, The Innovation Hub, Pretoria, 0087

Postal Address

Postnet Suite 135, Private Bag X844, Silverton, 0127

Telephone

+27 (0) 12 844 0126

Fax

+27 (0) 86 619 9399

Website

www.africabio.com

SERVICES S ECTO R

SPEAKING OF CHANGE When a democratic South Africa was introduced in 1994, it was greeted with enthusiasm and what was seen as realistic. Better

health and education facilities, elimination of poverty, provision of restored housing, access to water, electricity, sanitation and an all-round necessity for an improvement at the quality of life, was promised and patiently waited for. A brief stint of excitement has grown weary. Over the years, it has been replaced with signs of anguish, labelling the government as incapable of rendering the basic services to the public. The loss of tolerance within local leaders has gone as far as criticising the cream of the crop as bureaucratic, slow to respond, inefficient, ineffective and unoriginal. Service delivery is a major generator of employment, but by being prone to seasonal pickings, sustainability is concerning. There is a constant battle between the lack of employment opportunities and why it is unseen to. Right now, the prospects are at a stagnant pace, and according to a recent survey, businesses do not intend on adding staff in the upcoming quarter. The hampering of employment should be redirected to skills development. By doing this, more jobs will be created, therefore growing the economy. Wholesale and retail trade data, which includes the repairing of motor vehicles and household goods, as well as the hotel and restaurant industry, added 19 000 jobs in the previous fourth quarter. This was also a result of the upcoming festive season. On the other hand, the community, social and personal services industry cut a total of 14 000 jobs because of the amended employment number in provincial administration, universities, technikons, and national departments.

With urbanisation coming to a close evolution, the local government will need to accommodate for an influx of people. Critical consideration should be advised regarding the long term of urban planning and maintainable infrastructure. Allocated funding to different cities will assist in having resources available for a more efficient system, which deals with first hand problems – water scarcity, for example. A change in legislative structure allows more access to revenue, as well as encouragement towards an economic development, specifically for rural areas. Methods to improve service delivery has been tried and tested – none of which has produced a quality and lasting achievement. However, what matters is that the options keep rolling in, in hopes of broadening the success rate. The Services Sector’s aim is to make provision for public activities, benefits and satisfaction of citizens. Challenges are still in hindsight, made evident by the growing number of protests from South African locals. When it comes to local municipalities, there is still a high expectancy to improve the delivery of services. The institutional capabilities have dropped below service delivery excellence, facing poor financial, revenue, customer and risk management. There are standards at which the Services Sector should comply - for starters, a system for complaints that can be handled cordially. The correct principles of life

“Methods to improve service delivery has been tried and tested – none of which has produced a quality and lasting achievement.”

should be promoted, resulting in an efficient and effective service delivery. With a consistent improvement in the sector, it will gradually assist in the way which government conducts its decisions to its actual and potential customers. The Department of Performance Monitoring and Evaluation, established in January 2010, initiated a plan which monitors the continuous development in service delivery. Various assessments have looked into the weaknesses of the government. These include faults in internal controls, as well as in leadership, governance and performance management. However, a vow has been made to commit certain priorities to the customer – to listen to the public and respond immediately and effectively; provide information that is accurate, reliable and relevant; address and apologise for any delays that may occur; be an organisation that learns from its mistakes to improve quality; and pays attention to internal administration and core business flaws. There are different scenarios which could aid the progress of the Services Sector, starting with a relationship upgrade between the government and the public. Gaps in the legislation must be found and solved, building up a reliable interim strategy. All of this will add up to the devising of an innovative and creative structure, well prepared for obstacles of the future.

S E C TOR OV ERV I EW

S E RVIC E S

Top Women and Companies in Services

KHANYI DHLOMO Managing Director, Ndalo Media Not only is Khanyi Dhlomo the Managing Director of Ndalo Media, but she is also the Founder of DestinyConnect, and Founding Editor of Destiny Magazine. Her editorial experience was developed after serving at True Love magazine for eight years. With a reputation as a media mogul, Khanyi has deservingly earned her various awards.

PORTIA MAURICE Chief Officer of Corporate Affairs, Vodacom Group Limited As Chief Officer of Corporate Affairs at Vodacom Group Limited, Portia Maurice ensures that the marketable solutions are developing by using mobile technology for social and environmental impact. Initially, her career began as a journalist, working for the Mail & Guardian, SABC and the Sowetan.

Source: Who’s Who Southern Africa

MyBroadband

Source: Who’s Who South African,

JENNA CLIFFORD Entrepreneur, Founder and Designer/Jenna Clifford Designs (Pty) Ltd Jenna Clifford’s brand, Jenna Clifford Designs, was established in 1992. It emphasises quality, style and luxury. Originally, jewellery design was the prime focus of the company. Now, there are four brands which lie under the name. Jenna customises each piece of jewellery purchased, with the assistance of qualified designers. Source: Who’s Who Southern Africa

PRECIOUS MOLOI MOTSEPE Executive Chairperson, African Fashion International (AFI) A career which began as a medical doctor, has now moulded a successful businesswoman and humanitarian. Fashion is now where the passion of Precious Moloi-Motsepe lies, after realising that the fashion and clothing industry can assist in supporting and developing small businesses, while offering exposure to entrepreneurship. This, all inspired by South African artists and fashion designers. Source: AFI

LIBBY LLOYD Chief Executive Officer, Media Development and Diversity Agency Journalism was the starting point for Libby Lloyd. Her workload steered her mostly towards the radio field, working for Capital Radio in South Africa, the National Public Radio in the United States, and BBC Ireland. In 2005, Libby was chosen as the Vodacom Media Woman of the Year. Source: Who’s Who Southern Africa

S E RVIC E S

SECTOR OV ERV IEW

SERVICES STATISTICS • Current South African Census reports that 62% of the country’s population live in urban areas. By 2030, South Africa will have to prepare for a 7% increase. • Capital spending has supported the construction of 50 000 new class rooms, plus 1700 new clinics and access to basic utility services. • South Africa’s formal non-agricultural industries have added a total of 22 000 jobs in the fourth quarter of 2012. • 4.5 million people are actively seeking for jobs. • South Africa need to get into the tax-to-GDP ratio of just over 27.6%, which triumphed before recession. Source: Computer Weekly, The Guardian, FM, South Africa Info, Engineering News and IT News Africa.

“The Department of Performance Monitoring and Evaluation, established in January 2010, initiated a plan which monitors the continuous development in service delivery.”

THE KELLY GROUP (PTY) LTD The Kelly Group promises its clientele listening, partnering and delivering on the spot. The business aims to provide people management solutions, and add significance to the human capital management chain. In its stride, The Kelly Group hopes to re-invent the world that is worked in. Source: Kelly Group

ADCORP QUEST STAFFING SOLUTIONS Quest, as part of Adcorp Holdings Limited, has been defined and shaped into what is now the most comprehensive in its industry. To attract, select, deploy and manage potential candidates is the general intention for Quest, along with being a respected leader in the strategic staffing solutions in Africa. Source: Quest

MANPOWER SOUTH AFRICA Manpower South Africa sources placements for individuals, whether on a permanent or temporary basis. The positions range from Finance Directors to being office-based – long term or for just one day. Manpower South Africa chooses the best people for any occupation, a reputation that precedes itself – dedicated to services that will enable a winning work status in South Africa.

WORKFORCE HOLDINGS LIMITED In 1972, Workforce Holdings Limited was established. The company is built with individuals who take an entrepreneurial initiative, pushing progression and thriving on discovering solutions which will add value to clients and businesses, while advancing their careers. Workforce Holdings Limited’s strength lies in all designated groups.

COZENS RECRUITMENT GROUP 28 years of experience is the foundation which the Cozens Recruitment Group stands upon. Employees of various categories are recruited, offering a valuable asset of human capital. Eight branches are based under the Cozens Recruitment Group name, strategically placed across Gauteng and two in the Western Cape. Source: Cozens

Source: Workforce

Source: Manpower South Africa

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INDEX

S E RV I CE S

SERVI CES HIRING SUPPLY EVENTS & CATERING EQUIPMENT RENTAL • Events Social Marketing & Productions Afrika (Pty) Ltd • M & M Hiring and Events (Pty) Ltd • M & M Hiring Smalls cc ELECTRONICS EQUIPMENT RENTAL • CCTV Security Surveillance Gauteng (Pty) Ltd • Gearhouse SA (Pty) Ltd • Rentworks Africa (Pty) Ltd • Sony South Africa (Pty) Ltd GENERAL RETAILERS SHOPPING CENTRES • Gateway Theatre of Shopping • Menlyn Park Shopping Centre • Victoria & Alfred Waterfront RETAILERS - HARDLINES • AJM Sales & Services cc • Astore Africa (a division of Hudaco Trading (Pty) Ltd • Avery Dennison (SA) (Pty) Ltd • Bearing Man Group - a division of Humulani Marketing (Pty) Ltd • Bromide Technologies - a division of EOH Mtombo (Pty) Ltd • Capi-lux International (Pty) Ltd • Cash Tiles & Sanitaryware (Pty) Ltd • Cellucity (Pty) Ltd • Chas Greig & Son (Pty) Ltd t/a Charles Greig • Connection Group Holdings Limited t/a Incredible Connection • Diamonds Discount Liquors (Pty) Ltd • Ditulo Office Furniture (Pty) Ltd • Dot Office Supplies (Pty) Ltd • Emanzini Business Lines cc • Erasmus Tyre Services cc • Explix Technologies (Pty) Ltd t/a Workgroup • Forms Media Independent Africa (Pty) Ltd • Graylink Media (Pty) Ltd • Hisense SA Development Enterprise (Pty) Ltd • Introstat (Pty) Ltd • Ithuba Valves & Industrial Supplies cc • Jenna Clifford Designs (Pty) Ltd OUTSIDE BACK COVER • Katlego Solutions (Pty) Ltd • Key Stationers cc • Khanya Computers cc • LA Group Limited • Letsema Office Automation (Pty) Ltd • Lewis Group Limited

• Magicode (Pty) Lyd t/a Ayanda Business Solutions (Pty) Ltd • Mars Technologies (Pty) Ltd • Matus - a divison of Brandcorp • OK Furniture - a trading division of Shoprite Checkers (Pty) Ltd • Park Avenue Stationers cc • Richester Foods cc • Saicom Pay Phones (Pty) Ltd • The JR Watkins Company (Pty) Ltd t/a Watkins Valeur • Tracktone SA (Pty) Ltd • Voltex (Pty) Ltd • Waltons (Pty) Ltd • Zamanguni Automation (Pty) Ltd RETAILERS ECOMMERCE • Glomail t/a Limited Edition (Pty) Ltd BROADLINE RETAILERS • Woolworths Holdings Limited RETAILERS - SOFT GOODS • Ackermans (a division of Pepkor Retail Limited) • Edcon Holdings Limited • Mr Price Group Limited • Pep (a division of Pepkor Retail Ltd) • The Foshini Group (Pty) Ltd (TFG) • The Platinum Group (Pty) Ltd • Truworths International Limited TRADE IMPORT & EXPORT • Associated Trailer Components (Pty) Ltd • AZ Trading cc • Broadway Sweets (Pty) Ltd • Centa Fire Protection Equipment cc • Geodis Wilson SA (Pty) Ltd • Heaton Valves Africa (Pty) Ltd • Hippo Bag & Screen cc t/a Hippo Group • Industrial Commodities Holdings (Pty) Ltd • Isixa Minerals & Chemicals cc • Metal & Tool Trade (Pty) Ltd • Oreport (Pty) Ltd • Pernod Ricard South Africa (Pty) Ltd WHOLESALE • Advance Seed (Pty) Ltd • Amway South Africa LLC • Discount Electrical Wholesale cc • Edward Snell & Co. Limited • FAHB Wholesalers (Pty) Ltd t/a FAHB Cash & Carry • Global Source (Pty) Ltd

• Haby & Lace CC • Kromco (Pty) Ltd • Malls Tiles (Pty) Ltd • Melbro Holdings (Pty) Ltd • Prime Fastener (Pty) Ltd • U&G Fabrics • Universal Footwear & Trading Company (Pty) Ltd • Voltsing Electrical (Pty) Ltd DISTRIBUTORS • Axiz (Pty) Ltd • Bambalela Bolts (Pty) Ltd • Bowline Fulfilment (Pty) Ltd • Humulani Marketing (Pty) Ltd t/a CSE & Northmec LEISURE, ENTERTAINMENT & HOTELS GAMING • Carnival City • Gold Circle (Pty) Ltd • Gold Reef City Casino • Gold Reef Resorts Limited • Grandwest Casino & Entertainment World • Peermont Global (Pty) Ltd • Phumelela Gaming & Leisure Limited • Tsogo Sun Caledon (Pty) Ltd t/a The Caledon Casino Hotel and Spa • Village & Life PG 82 HOME ENTERTAINMENT • MultiChoice South Africa PG 68 • Ster-Kinekor - a division of Primedia (Pty) Ltd HOTELS • African Sun Limited • Champagne Sports Resort (Pty) Ltd • City Lodge Hotels Limited • Coastlands Durban (Pty) Ltd t/a Coastlands Holiday Apartments and Convention Centre • Hilton Sandton Hotel - a division of Hilton Hotel and Resorts SA (Pty) Ltd • Legacy Hotels and Resorts (Pty) Ltd • Lennoxley Investment Holdings t/a The Don Suite Hotels • Mandela Rhodes Place Management Company (Pty) Ltd • Newmark Hotels (Pty) Ltd • Raya Hotels (Pty) Ltd • Sun International Limited • Three Cities Exceptional Hotels Limited TRAVEL & RELATED SERVICES • African Link Tours & Travel cc • Club Travel (Pty) Ltd • Connex Travel (Pty) Ltd t/a BCD Travel

S E RVIC ES

• Flight Centre SA (Pty) Ltd • Flywell Travel Agencies Cape (Pty) Ltd • Gooderson Leisure Corporation Limited • Harvey World Travel (Pty) Ltd • HRG Rennies Travel (Pty) Ltd • South African Airways City Center (Pty) Ltd t/a South African Travel Centre • South African Magic Travel Centre • STA Travel (Pty) Ltd • Singer Group • Sure Holdings Limited • Thebe Tourism Group (Pty) Ltd • Thompsons Travel - a division of Cullinan Holdings • Tourvest Holdings (Pty) Ltd • Tourvest Travel Services - a division of Tourvest Holdings • Travel with Flair (Pty) Ltd • Uniglobe Travel (Pty) Ltd • XL Astra Travel (Pty) Ltd LEISURE FACILITIES • Artscape • Blue Train • Club Leisure Group (Pty) Ltd • Cullinan Holdings Limited • Durban Marine Theme Park (Pty) Ltd • Fancourt Hotel & Country Club • Mangwanani African Spa • Pinnacle Point Group • Plattner Golf (Pty) Ltd • Spier Resort Management (Pty) Ltd • The Caledon Casino, Hotel & Spa • The South African Ballet Centre • Virgin Active South Africa (Pty) Ltd RESTAURANTS & PUBS • Cape Town Fish Market • King Consolidated Food Services (Pty) Ltd • McDonald’s South Africa (Pty) Ltd • Primi World (Pty) Ltd • Scooters Pizza (Pty) Ltd • Spur Corporation Limited TOURISM BODIES • Cape Town Tourism • Durban Tourism • Eastern Cape Park & Tourism Agency • Ezemvelo KZN Wildlife • Gauteng Tourism Authority • Limpopo Tourism & Parks • Mpumalanga Tourism and Parks Agency (MTPA) • Northern Cape Tourism • South African National Parks (SANParks)

• South African Tourism • Tourism Business Council of South Africa (TBCSA) • Tourism KZN SPORTS BODIES • Cricket South Africa • SA Rugby (Pty) Ltd MEDIA & PHOTOGRAPHY BROADCASTING CONTRACTORS • 5FM • African Media Entertainment Limited (AME) • Algoa FM • Capricorn FM • Channel Africa • East Coast Radio (Pty) Ltd • Electronic Media Network Ltd t/a M Net • Endemol South Africa (Pty) Ltd • Gagasi Radio (Pty) Ltd • Kagiso Media Limited • Kaya FM (Pty) Ltd PG 124 • Lotus FM • Sentech Limited • South African Broadcasting Corporation Limited (SABC) • Tswelopele Productions (Pty) Ltd • YFM CABLE & SATELLITE • Multichoice South Africa (Pty) Ltd • Supersport International (Pty) Ltd MEDIA AGENCIES • 360 Degrees Production House (Pty) Ltd • Ad Outpost (Pty) Limited • Adkraal Advertising & Design (Pty) Ltd • Alan Dick Africa (Pty) Ltd • Alliance Media SA (Pty) Ltd • Atmosphere Communications cc • Biz-Community Publishers SA (Pty) Ltd • Bloom Marketing cc • Blueprint Strategic Marketing Communications • Busi Ntuli Communications (Pty) Ltd • By Design Africa • Chillibush Communications (Pty) Ltd • DDB South Africa (Pty) Ltd • Draftfcb South Africa (Pty) Ltd • Dumisa Design & Advertising (Pty) Ltd • Euro RSCG South Africa (Pty) Ltd • Exp SA • Grey South Africa (Pty) Ltd • Grid Worldwide Branding & Design (Pty) Ltd

IN D EX

• Hot Dogz Marketing (Pty) Ltd t/a HDI Youth marketing • HWB Communications (Pty) Ltd • Ikhono Communications cc • Initiative Media South Africa (Pty) Ltd • JWT SA (Pty) Ltd • Magna Carta Public Relations (Pty) Ltd • Makwetla & Associates (Pty) Ltd • Mediacom South Africa - a division of Grey Group SA • Mediamark (Pty) Ltd • Mercury Media • Midnight Oil (Pty) Ltd • MindShare South Africa (Gauteng) (Pty) Ltd • Naledi Network (Pty) Ltd • Network BBDO (Pty) Ltd • Oasys Innovations (Pty) Ltd • Octagon Marketing (Pty) Ltd • Off the Wall Media • Ogilvy South Africa (Pty) Ltd • Omnicom Media Group • Paton Tupper Associates • Primedia @ Home (Pty) Ltd • Primedia Outdoor - a division of Primedia (Pty) Ltd • Saatchi & Saatchi (Pty) Ltd • SAIL Rights Commercialisation (Pty) Ltd • Sho-Sho-Lo-Za Marketing (Pty) Ltd • Strategic Persuasions cc • TBWA South Africa (Pty) Ltd • The Brand Union (Pty) Ltd • The Jupiter Drawing Room Cape Town (Pty) Ltd • The MediaShop (Pty) Ltd • The Switch Design Company SA (Pty) Ltd • Vicki Dodo (Pty) Ltd • Zanusi Brand Solutions (Pty) Ltd PUBLISHING, PRINTING & REPRODUCTION • Associated Magazines (Pty) Ltd • Avalon Group (Pty) Ltd • Avusa Limited • BDFM Publishers (Pty) Ltd • Bidpaper Plus (Pty) Ltd • Bidvest Paperplus (Pty) Ltd • Bukani Print (Pty Ltd • Burlington Dataprint (Pty) Ltd • Caxton & CTP Publishers & Printers Limited • Creda Communications (Pty) Ltd • EMI Music SA • Ferroprint (Pty) Ltd • Formeset Print (Pty) Ltd • Heinemann Publishers (SA) (Pty) Ltd • Hirt & Carter (Pty) Ltd

INDEX

S E RV I CE S

SERVI CES • Hirt & Carter (Pty) Ltd • Ince (Pty) Ltd • Interactive Africa (Pty) Ltd • Juta & Company Limited • Khumbula Media Connexion (Pty) Ltd • Koerikai Document Solutions (Pty) Ltd • Max Nathan Interests (Pty) Ltd t/a Fishwicks Printers • Media 24 Limited • Mondi Paper (Pty) Ltd • Naspers Limited • New Africa Books (Pty) Ltd • Paarl Media Group (Pty) Ltd • Pops Print cc • Primedia (Pty) Ltd • Remata iNathi Communications & Printers (Pty) Ltd • Tandym Print (Pty) Ltd • Trudon (Pty) Ltd • Universal Print Group (Pty) Ltd SUPPORT SERVICES CATERING SERVICES • Air Chefs (Pty) Ltd • Compass Group Southern Africa (Pty) Ltd • Feedem Pitseng (Pty) Ltd • Tsebo Holdings & Operations (Pty) Ltd • Vulcan Catering Equipment (Pty) Ltd • Wembley Group Holdings (Pty) Ltd FACILITIES MANAGEMENT • Clear Asset PG 70 • Drake & Scull FM - a division of Tsebo Holdings & Operations (Pty) Ltd • FM Solutions • Total Facility Management Company (Pty) Ltd t/a TFMC LEGAL SERVICES • Adams & Adams • Black Lawyers Association Legal Education Centre • Blakes Maphanga Inc. • Bowman Gilfillan Inc. • Brooks & Luyt Inc. • Cheadle Thompson and Hayson Inc. • Cliffe Dekker Hofmeyr Inc. • Deneys Reitz Inc. • Du Toit Smuts and Matthews Phosa Incorporated • Du Toit, Smuts & Matthews Phosa Inc. • Edward Nathan Sonnenberg Inc (ENS) • Engelbrecht Khumalo van der Berg Inc (EKV Inc.) • Eversheds • Legal Aid South Africa

• Legal Wise • Mabalane Seobe Inc. • Maponya Inc. • Maserumule Incorporated Attorneys Inc. • Mncedisi Ndlovu & Sedumedi Attorneys • Norton Rose (Pty) Ltd • Pule Inc. • Smith Tabata Buchanan Boyes Attorneys • Spoor & Fisher • Venn Nemeth & Hart Inc. • Webber Wentzel • White & Case LLP (Pty) Ltd • Woodhead Bigby & Irving Inc. EXHIBITION & CONFERENCE FACILITIES • African Kaleidoscope Events Company cc • Cape Town International Convention Centre Company (Pty) Ltd (CTICC) • Gallagher Convention Centre • ICC Durban (Pty) Ltd • Sandton Convention Centre • Thebe Venue Management (Pty) Ltd t/a The Coca-Cola Dome • Tshwane Events Centre MANAGEMENT CONSULTING • 21st Century Pay Solutions Group (Pty) Ltd • Accenture South Africa (Pty) Ltd • Actuate Group (Pty) Ltd • Akanani Consulting (Pty) Ltd • Avocado Vision • Baraka Enterprise Consulting (Pty) Ltd • Barberry Group CC • Consequent Consulting (Pty) Ltd • Dual Point Holdings (Pty) Ltd • ECI Africa Consulting (Pty) Ltd • Ekosto 1061 (Pty) Ltd t/a Leaders Unlimited • Manto Management (Pty) Ltd • Mayikana Consulting (Pty) Ltd • Petanque Consultancy (Pty) Ltd • Regenesys Management (Pty) Ltd • Sephaku Management (Pty) Ltd • Siyakha Consulting (Pty) Ltd • Thabiso Consulting cc • The Resolve Group (Pty) Ltd VERIFICATION AGENCIES • AQRate Verification Services • BEESA • Equity Compliance & Solution (Pty) Ltd t/a Ees-Siyakha • National Empowerment Rating Agency (Pty) Ltd (NERA) BUSINESS SUPPORT SERVICES • Achievement Awards Group (Pty) Ltd

• Actuator Repair Services SA (Pty) Ltd • Aegis Outsourcing South Africa (Pty) Ltd • African Response (Pty) Ltd • Automated Fuel Systems Group (Pty) Ltd • AVTS Roadworthy Stations cc • Battery Technologies (Pty) Ltd • BidAir Services (Pty) Ltd • bizworks (Pty) Ltd • BMI Research (Pty) Ltd • Bosasa Operations (Pty) Ltd • Bridging the Gap (Pty) Ltd • Citizen Surveys ( Pty ) Ltd • College Hill (Pty) Ltd • Conexus (Pty) Ltd • Debis Fleet Management • Democratic Industrial Services (Pty) Ltd • Digicore Fleet Management SA (Pty) Ltd • Empilweni Payout Services (Pty) Ltd • Envello Drum & Container Reconditioning CC t/a Envirodrum Recyclers • EQ Tickets (Pty) Ltd • Executive Carport (Pty) Ltd • Federal Mogul Aftermarket South Africa (Pty) Ltd • Forge Ahead (Pty) Ltd • Global Telesales (Pty) Ltd • Greymatter and Finch (Pty) Ltd • Havas Worldwide Johannesburg • Improchem (Pty) Ltd • Indgro Outsourcing (Pty) Ltd • Ipsos (Pty) Ltd • IPSOS (Pty) Ltd • IQ Business (Pty) Ltd • Iquad Group Limited • IRCA (Pty) Ltd • Irizar Southern Africa (Pty) • Knowledge Factory (Pty) Ltd • LRMG Performance Agency (Pty) Ltd • Marine Data Solutions (Pty) Ltd • Metrofile (Pty) Ltd • Michael James Organisation • Midway Two Contractors (Pty) Ltd • Midway Two Holdings (Pty) Ltd • MMA Fencing cc • Naledi Rail Engineering (Pty) Ltd • Ocular Technologies (Pty) Ltd • OneLogix Group Limited t/a Vehicle Delivery Services Ltd • Pac-Con Research cc • Perishable Products Export Council Board • Professional Vision Group (Pty) Ltd • PSP Icon (Pty) Ltd • SAB&T Business Innovations Group (Pty) Ltd • South African Institute for Chartered Accountants - SAICA • Storage Technology Services (Pty) Ltd (Stortech) • Supplier Park Development t/a AIDC

S E RVIC ES

Development Centre (Pty) Ltd • Syntell (Pty) Ltd • Tappo Industries cc • The Effectiveness Company (Pty) Ltd • The Event Production Company (Pty) Ltd • The Innovation Hub Management Company (Pty) Ltd • The Nielsen Company (Pty) Ltd • The People Business Group (Pty) Ltd • The Voice Clinic • Thebe Exhibitions & Projects (Pty) Ltd • TNS Research Surveys (Pty) Ltd • Universal Mail Link • Upstage Productions cc • Uwin Iwin Incentives (Pty) Ltd • Wisdom Keys Group (Pty) Ltd (WKG) EDUCATION & BUSINESS TRAINING • ADvTECH Ltd • Altimax Training Academy (Pty) Ltd • Amazing Train (Pty) Ltd • Astro Technical Solutions (Pty) Ltd t/a Astrotech • Bytes People Solutions (Pty) Ltd • Triple E Training PG 79 • Health Science Academy (Pty) Ltd • Ikhaya Fundisa Techniskills Academy (Pty) Ltd (IFTA) • Ikhwezi Inservice Training Institute • Lebone Mining Supplies Enterprise (Pty) Ltd t/a Lebone Cleaning Services • Margaret Nicol & Associates (Pty) Ltd • Media Works • Ngaphaya Y2K10 Trading PG 75 • Nombeko Training Consultants • Open Trade Training Centre • Rural Metro Emergency Management Services (Pty) Ltd • Sell Done Deal PG 6 • Skills Train Distribution PG 77 • South African ABET Development Agency (SAASA) • The MBA Training Programme • Titan Trade Technologies (Pty) Ltd • Vukani Ubantu Community Development Projects EMPLOYMENT AGENCIES • ADA Recruitment cc • Adcorp Holdings Limited • Affirmative Portfolios • Afrizan Personnel (Pty) Ltd • Aim Labour Experts • Altitude Workforce Solutions (Pty) Ltd • AOC Frontline Solutions (Pty) Ltd • Autenmas Placements cc

• Ayanda Mbanga Communications (Pty) Ltd • Busi Ntuli Communications • Capacity Outsourcing - a division of Adcorp Fulfilment Services (Pty) Ltd • Capital Outsourcing Group (Pty) Ltd • Cozens Recruitment Services (Pty) Ltd • DAV Professional Placement Group - a division of Adcorp Fulfillment Services (Pty) Ltd • Drake Personnel South Africa (Pty) Ltd • Emmanuels Staffing Services - a division of Adcorp Staffing Solutions (Pty) Ltd • Fempower - a division of Workforce Group Holdings (Pty) Ltd • Isilumko Staffing (Pty) Ltd • Kelly Group Limited • Khetha Staffing Services (Pty) Ltd • Landelahni Business Leaders (Pty) Ltd (a division of Landelahni Management Services) • Lumka & Associates (Pty) Ltd • Manpower SA (Pty) Ltd • ME Personnel Consultants (Pty) Ltd • Ndawo Consulting (Pty) Ltd • Nicolene Di Bartolo Management Appointments (Pty) Ltd • NT Ngidi Consulting (Pty) Ltd • Paton Personnel (Pty) Ltd • Phumelela Business Consultants cc • Premier Personnel - a division of Adcorp Staffing Solutions (Pty) Ltd • Premium Consulting • Professional Assignments Group (PAG) a division of Kelly Group Ltd • Quest Staffing Solutions - a division of Adcorp Fulfilment Services (Pty) Ltd • Renwick Talent - a division of The Kelly Group Ltd • The Workforce Holdings Limited • Tower Group (Pty) Ltd • Transman (Pty) Ltd • Zenzele Recruitment (Pty) Ltd ENVIRONMENTAL CONTROL • Bembani Group (Pty) Ltd • Apple Green Holdings (Pty) Ltd • Collect-a-can • Enviroserv Waste Management (Pty) Ltd • Interwaste Holdings Limited • Tedcor (Pty) Ltd FUNERAL & CEMETRIES • Boikanyo’s Funeral home cc • Contract Cleaners & Hygiene Services • Bidserv (Pty) Ltd • Masana Hygiene Services cc • Neledzi Services (Pty) Ltd

INDDEX EX IN

• Rentokil Initial (Pty) Ltd • RoyalServe Cleaning (Pty) Ltd • Servest Hygiene • Steiner Hygiene (Pty) Ltd • Ubunye Cleaning Services (Pty) Ltd SECURITY & ALARM SERVICES • Command Security Services SA (Pty) Ltd • G4S Secure Solutions SA (Pty) Ltd • Hlanganani Protection Services (Pty) Ltd • Khayalami Security cc • Kwazulu Natal Security Services (Pty) Ltd • Reshebile Aviation & Protection Services • Stanley Security Solutions (Pty) Ltd • The Protea Coin Group • Trellicor (Pty) Ltd • Wiseguards Security Services cc PROFESSIONAL SERVICES • Baitseanape Technologies (Pty) Ltd • Bham Tayob Khan Matunda Cape Town Inc • Bravura Consulting • Container Conversions (Pty) Ltd • Develpoment & Engineering Consultants (Pty) Ltd • EMBA Project Management • GEO Data Design PG 72 • LDM Quantity Surveyors (DBN Incorporated) • Mahlati Liebetrau (Pty) Ltd • MSJ electrical cc • NAP Designs cc • Ngonyama Okpanum & Associates cc • NviroTek Laboratories PG 74 • Phenomenal Group (Pty) Ltd • Rendals Four Consulting CC • X-pert Group (Pty) Ltd t/a All About Expert (Pty) Ltd POSTAL SERVICES • Postnet Southern Africa (Pty) Ltd • South African Post Office Limited (SAPO) PG 66 TRANSPORT AIRLINES & AIRPORTS, AIR CHARTER • Air Traffic and Navigation Services Company Limited • Airports Company South Africa Limited (ACSA) • Comair Limited • Express Air Services (Pty) Ltd (EAS) • Mango Airlines • SA Airlink Airline (Pty) Ltd • South African Civil Aviation Authority • South African Airways (SAA) • Safair Operations (Pty) Ltd -

As women we need to support each other and encourage each other to reach our potential, no matter how challenging or impossible our dreams might seem. Education is the key to success, but most importantly freedom. With education we are able to make well-informed decisions.

This leading junior miner characterises its approach to human capital development through a natural blend of firm commitment to national imperatives underpinned by a ‘revolutionary’ ability in transformation. Teresita van Gaalen

Lead Independent Non-Executive Director – Wescoal

Kabela Maroga

Independent Non-Executive Director – Wescoal

A coal field is perhaps the last place you would expect to find the green shoots of women’s empowerment, but it is here among the dust and the heavy machinery that the shape of industry is changing. Where emerging coal enterprise Wescoal is tapping into the potential of women to leave its mark on a historically male-dominated industry. Wescoal is breaking new ground to nurture a new generation of women in the mining talent pool. The mine has entrenched programmes to empower employees by providing assistance with studies and skills development and opening doors to greater opportunities through internal promotion.

www.wescoal.com

The strong entrepreneurial roots of Wescoal serve as fertile ground for the development of women’s leadership across the organisation. From female weighbridge controllers to articulated vehicle operators, women are now proving their worth all the way up to Board level. Wescoal believes that South Africans cannot afford to let their human assets go to waste, just as we cannot afford to let coal fields lie untouched. Through empowerment initiatives, the mine is uncovering the potential that lies buried under a legacy of inequality.

S E RVIC ES

IN IND DEX EX

SERVI CES • SRS Aviation (Pty) Ltd • Virgin Atlantic Airways Limited CAR HIRE • Amasondo Fleet Services (Pty) Ltd • Atlantic Car Hire cc • Avis - a division of Barloworld South Africa (Pty) Ltd • Budget Car and Van Rental - a division of McCarthy Limited • Europcar South Africa - a division of Imperial Group Limited • First Car Rental • Hertz Rent a Car • Kwela Fleet Management cc • Phakisaworld Fleet Management PG 74 • Sakhumzi Car Rental (Pty) Ltd • Tempest Car Hire (Pty) Ltd RAIL, ROAD & FREIGHT • Access Freight International (Pty) Ltd • Algoa Bus Company (Pty) Ltd • Automobile Association of South Africa (AA) • Bigfoot Express Freight (Pty) Ltd • Buscor (Pty) Ltd • Cargocare Freight Services (Pty) Ltd • Clear Freight (Pty) Ltd • Comcargo (Pty) Ltd • Commuter Transport Engineering (Pty) Ltd • Courierit SA (Pty) Ltd • Covenant Logistics cc • Dawn Wing (div of DPD Laser Express Logistics (Pty) Ltd • DHL Express PG 78 • DHL Global Forwarding SA (Pty) Ltd • Expeditors International (SA) (Pty) Ltd • Freitan SA (Pty) Ltd • Globeflight Worldwide Express (SA) (Pty) Ltd • Haulcon • HFR Schaefer Vervoer (Pty) Ltd • Imperial Logistics - a division of Imperial Group • Intercape Ferreira Mainliner (Pty) Ltd • Kintetsu World Express South Africa (Pty) Ltd (KWE) • Lennings Rail Services (Pty) Ltd • Lukhanyo Transport & Logistics (Pty) Ltd • M3 Carriers cc • Manica Africa (Pty) Ltd • Mcwaba Logistics (Pty) Ltd • Megafreight Services (Pty) Ltd • Micor - a division of Super Group Trading (Pty) Ltd • Passenger Rail Agency of South Africa (PRASA)

• Race Couriers (Pty) Ltd t/a Cape Couriers • Roadwing (Pty) Ltd • SACD Freight • Santova Logistics Limited • Sherwood International - a division of Super Group Trading (Pty) Ltd • Siyaduma Auto Ferriers (Pty) Ltd • Supaswift (Pty) Ltd (ty) Ltd t/a Fedex • Super Group Limited • Table Bay Cold Storage (Pty) Ltd • The Laser Transport Group (Pty) Ltd • Thulihaul (Pty) Ltd • TNT Express Worldwide (South Africa) (Pty) Ltd • Tolcon Lehumo (Pty) Ltd • Transglobal Cargo (Pty) Ltd • Transnet Limited • Twala Global Cargo (Pty) Ltd • Value Group Limited • Xinergistix Management Services (Pty) Ltd SHIPPING & PORTS • Berry & Donaldson (Pty) Ltd • Dormac (Pty) Ltd • Forward Air & Sea (Pty) Ltd • Grindrod Limited a division of Grinrod Group • Grindrod Tank Terminals a division of Grinrod Group • Grindrod Ships Agencies (Pty) Ltd a division of Grinrod Group • Mediterranean Shipping Company (Pty) Ltd • Mitchell Cotts Maritime • MOL South Africa (Pty) Ltd • Rennies Ships Agency (Pty) Ltd • Safcor Panalpina • Sebenza Forwarding & Shipping (Pty) Ltd • South African Bulk Terminals Limited • Toll Global Forwarding (SA) (Pty) Ltd • Transnet National Ports Authority of SA NON-CYCLICAL SERVICES FOOD & DRUG RETAILERS FOOD & DRUG RETAILERS • Busy Corner Meat Wholesalers cc • Fruit & Veg City Holdings (Pty) Ltd • Hoxies Foods (Pty) Ltd • Pick n Pay Stores Limited • Shoprite Holdings Limited • Spar Group Limited • Sparkport Group Pharmacies

UTILITIES POWER & WATER ELECTRICITY SUPPLY & DISTRIBUTION • ABE Technologies (Pty) Ltd • City Power Johannesburg (Pty) Ltd • EDI Holdings (Pty) Ltd • Eskom Holdings Limited • Zaptronix Limited WATER SUPPLY & DISTRIBUTION • Amatola Water Board • Mhlathuze Water • Rand Water • Umgeni Water ALTERNATIVE ELECTRICITY • S & P Power Units (Pty) Ltd

“Service delivery is a major generator of employment, but by being prone to seasonal pickings, sustainability is concerning.”

Post Office Logistics – from a letter to bulk frozen freight Whether you want to send a gift parcel overnight, ensure safe delivery of precious bulk cargo, or start an online shop, the Post Office Logistics group designs a perfect solution. “To courier an item overnight – to even a tiny town or village – you need us. Moving bulk items in secure containers? You need us,” says Nhlanhla Dube of SA Post Office Logistics. Dube explains the unique advantage of Post Office Logistics – designing special solutions. “One of our more unusual operations is delivering tiny citrus moths from the Lowveld, where they hatch, to citrus farmers in the Western Cape. The moths fertilise flowering citrus trees and without them there would be no fruit production. We transport the moths in special containers that protect them 100%.” SA Post Office Logistics acquired 26 new Mercedes-Benz and Fuso trucks at the end of 2012, making a huge improvement to the coverage and reliability of its fleet.

On a less fragile note … SA Logistics delivered the 2013 budget supplements for newspapers countrywide (and under strict security) from Cape Town. For the 2011 National Census, SA Logistics delivered 41 million items countrywide, and returned the completed material to Stats SA – all within deadline. Individual retail customers also deserve flexibility. Speed Services Couriers, available at all Post Office counters, offers the most affordable counter-to-counter courier service in South Africa. A courier item can be handed in at more than 2,000 Post Office counters for delivery the next day. And for account holders, Speed Services will collect items from the customer’s door for next-day delivery. Both sender and receiver can track items via the web, call centre or sms. Speed Services Couriers recently introduced a cash-ondelivery facility for business owners. XPS couriers – a subsidiary of SA Post Office Logistics – focuses on business-to-business delivery, reaching 3,200 destinations daily and offering peace of mind through electronically captured delivery confirmation documents. Clients receive proof of delivery via hard copy, CD or website. PX – another subsidiary – targets the niche freight market of retailers and related business sectors. PX moves consolidated loads of up to three tons in tailor-made containers right to the client’s doorstep, offering a threeday loose consignment service. Post Office Logistics offers a particularly cost-effective service through alliances with postal operators in neighbouring Swaziland, Botswana and Namibia.

Contact details: Speed Services: XPS: PX:

0860 023 133 0860 000 977 0800 015 600

Small. Medium. Large. Local or abroad. Whatever your courier needs, we always deliver!

The shortest distance between two points.

Courier & Freight We deliver

When your business depends on it

• The most extensive domestic overnight express network in Southern Africa • Also delivers to 200 international destinations • Available at a Post Office near you or choose the door-to-door option for extra convenience • Counter-to-counter pre-paid 1kg bag available • Track and trace online, via telephone or SMS 35277

• Delivers documents, packages and bulk freight across South Africa and to over 200 international destinations • Overnight Express delivers by 10:30 to any of XPS’s 26 branches • Perfect for SMMEs, retail and manufacturing businesses, and business-to-consumer goods delivery • Track and trace online, via telephone or SMS 35277

• Tailored freight distribution across SA and neighbouring countries • Containers dispatched daily • Perfect for manufacturing industry • High security – constant control over consignments • Less stringent packing requirements save costs • Delivery into warehouse for easy receiving, checking and packing

0860 023 133 speedservices.co.za

0860 000 977 xps.co.za

0800 015 600

I N CO NV E RSAT I ON

M U LTI CH OI C E S O U TH AF RIC A

An environment where women can prosper Women

working at MultiChoice will tell you that the company is making strides regarding gender empowerment. The company has programmes that support the development of women and has created an enabling environment where they can prosper. A Women Development Unit was created to help shatter the glass ceiling. Its aim is to drive the development of a female leadership pipeline, empower women at all levels through training and development, and to facilitate succession management programmes that creates a structured pipeline to accelerate the mobility of women into leadership and other specialised positions, such as technology and engineering. MultiChoice also provides an environment to support the choices and lifestyle of women. These include diverse and flexible working hours, job sharing, providing a nursery school, including a concierge service that takes care of daily tasks outside of work, making life less stressful and creating more balance.

Physical Address

251 Oak Avenue, Ferndale, Randburg, 2194

Postal Address

PO Box 1502, Randburg, 2125

Telephone

+27 (0) 11 289 3000

Fax

+27 (0) 11 577 4901

Call Centre

+27 (0) 11 289 2222

Website

www.multichoice.co.za

FHULUFHELO BADUGELA Human Resources Director M-Net Fhulufhelo has been in the field of Human Resources (HR) for the past 10 years. She started her career at Edcon and joined the MultiChoice Group in 2007, where she occupied various roles in HR. She joined M-Net as an HR Director in July 2011. Her main responsibilities are to ensure that M-Net has an engaged and talented workforce equipped to contribute to the achievement of the organisation’s strategic objectives, drives a high performance culture throughout the organisation, and develops and implements the HR strategy. Fhulufhelo has an Honours degree in Industrial/Organisational Psychology, a Management Certificate from Wits University and a Certificate in Negotiations from Harvard Law School. She is also a Neuro Linguistic Practitioner. Fhulufhelo is currently completing her Master’s degree in Industrial/Organisational Psychology through the University of Johannesburg. She is passionate about people and truly believes that any organisation that takes care of its people will definitely flourish. Outside of work, Fhulufhelo enjoys spending time with family, travelling and having some ‘me-time’. Her ‘me-time’ entails cuddling with a good book and recharging her energy. 68

ROBYN LOK Strategic Product Manager for the Premium Market MultiChoice South Africa Robyn is the Strategic Product Manager for the Premium Market at the Strategy and New Business Development Department within MultiChoice South Africa. Her current role as Strategic Product Manager requires her to develop and implement product strategies for the premium market. She has been with the MIH Group for the past nine years, initially joining as the Senior Internal Audit Manager, where she gained extensive exposure to the national and international Pay TV and Technology streams of th e business. She played a significant role in the establishment of the Internal Audit Competency and the successful implementation of Sarbanes-Oxley at Naspers. Robyn also held various positions within NMS Insurance Services under the MIH Group, such as Chief Operating Officer and Operations and Compliance Manager. Robyn currently serves as an Executive Director on the NMS Insurance Services Board. She has previously served as Chairperson for the Gauteng Certified Internal Audit designation and as Chairperson for the Annual Afria Micro-Insurance Conference. She is as passionate about her family as she is about her work. Robyn is happily married and has an energetic son.

SE RVIC ES / L EI SU R E, E NTE RTA I NM E NT & H OTE LS / HO M E E N TE RTAIN M E N T

FAHMEEDA CASSIM SURTEE Sale and Marketing Director DStv Media Sales Fahmeeda has been involved in the media industry for more than 20 years. She started her career at City Press newspaper as both an Advertising Consultant and freelance Sports Writer. Her career in sports journalism extended to radio broadcasting and regular contributions to publications in European magazines. Fahmeeda joined the MultiChoice Group in 1998 and has since held a variety of positions within DStv Media Sales, the advertising and sponsorship arm for the business. Her current role is that of Sales and Marketing Director for DStv Media Sales. Her core responsibility is managing sales efforts for the South African and African business. Apart from daily operations, Fahmeeda is also responsible for finding new ways to retain advertisers and sponsors, and devise sales strategies to bring in new customers. She holds a variety of qualifications in Media Management, Strategic Marketing, Business Management and Journalism. Some of her achievements include being nominated for Women of the Year, co-authoring a book on branding and setting up a foundation for women in sport in South Africa. Fahmeeda lives by the motto of pursuing what you love as the key to true happiness.

NOMSA LEWISA Group HR Technology Manager MultiChoice South Africa Nomsa is the Group HR Technology Manager. She manages the HR systems for the group and is responsible for ensuring that the company keeps abreast with the latest technology development in this area. Nomsa joined MultiChoice in 2010 as the group Learning Technologies Manager and helped set up the first learning technologies portfolio for the group. This required her to establish technology enabled learning solutions for all employees across the group. This innovation e-learning platform has received many accolades. She has since rolled-out the online development plan for the platform. Nomsaâ&#x20AC;&#x2122;s experience is backed up by an HR Certificate and book-keeping qualification, and she has recently completed a BSc Informatics degree and a Management Development programme. Nomsa was recently a nominee in the Young Achievers category at the 2013 Top Women Awards. She is married and a young mother of a busy three year old. Nomsa works hard to balance the pressures of her home, social life and career. 69

IN CONVERSATI O N

LEE DAVIES DStv Connect and M-Net Original Productions DStv Online Lee is passionate, talented and dedicated to achieving success through collaboration and teamwork. In 1995, Lee completed her BComm degree in Informatics and quickly realised that she was a techie at heart. With more than 15 years of new media experience, working at DStv Online has offered the best of all worlds, often described as the place where digital, video and broadcast collide. Lee is a Portfolio Manager for a diverse product range, which includes DStv Connect and Original Productions, such as Idols and MasterChef South Africa. Lee has been involved in all parts of DStv Online, moving from a Senior Developer to Product Manager. She has completed various Programming, Project Management and Management courses. She is always looking for more opportunities to further her growth, recently graduating at the top of her New Management class and is working on a Management Acceleration programme. Between her exciting work and demanding study schedule, Lee is a devoted mother of two beautiful children. In her spare time, she can be found behind an easel with her oil paints.

I N T ERVI EW

CL E A R A S S E T

Clear Asset’s bidders choice Ariella Kuper

has exceptional understanding of metals and niche movable assets. Before co-founding Clear Asset, her recent venture included the launch of an online auction platform that secures bluechip listed companies to sell their surplus mining stock. What is your role in the company and how does it contribute to Clear Asset’s success? As Co-Founder and Managing Director (MD), my role is defined broadly by managing all operational and sales aspects of the company. The energy and effort that is required from all team members does not end at the close of auction. The human element, both pre and post-auction, is equally imperative. Sellers require a turnkey solution from signing of mandate through to postauction reporting, dispatch and settlement. The needs of the buyers have to be met at all levels. Tips on Effective Management Many years ago, whilst at Macsteel, I was taught that good management is evident when your absence as a senior leader can occur, and yet the team is fully equipped to continue performing. You can only achieve this if you allow your team to grow and provide them with the right tools. We all reserve our own version of how we perceive reality. This can pertain to staff, disgruntled clients or how to handle certain matters. It will undeniably be biased through our own perspective. Hence, it is critical to surround ourselves, as managers, with conflicting opinions and diverse team members, and to be open to alternative inputs. This way, you are more tolerant in your decision-making process and make employees feel part of the collective.

Physical Address

8th Floor, 33 Bree Street, Cape Town, 8000

Telephone

+27 (0)21 418 2630

Fax

+27 (0)21 418 2327

Website

www.clearasset.co.za

What is your view on gender empowerment in our country as well as mining and engineering industry related to your company? The 2011 BWA Leadership Census showed that of all the Directors in South Africa, only 16 percent are women. That said, these figures are up 7 percent from 2004. The 2011 FNB White Paper on Female Entrepreneurship revealed that only 38 percent of established businesses within South Africa are womenowned. The innovative diversified technology company 3M mining leader, Terrance Visse says, “What women are doing for the mining industry is impressive, as it is an industry that has never catered for, nor really looked out for women. If you look at big mining companies, such as Anglo American, 22 percent of their workforce are female - if you consider where the industry came from – male domination.” What I see through experience, as an international steel trader, is that women offer unique skills that compliment male decisionmaking. Our conviction and practical approach, combined with a consideration of all parties involved, invariably leads to a more positive solution that is mutually benefical and fairly received. Opportunities at Clear Asset that promotes women From the outset, we have formed a strong female contingent in the company. This is evident with myself as Co-Founder and MD, together with our senior administrative staff, invoicing and despatch, Accounts Manager, Head of Data Mining and market intelligence. As both my partner, Warren, and I elected to return to South Africa, our actions of how we build our company, our B-BBEE partners, empowering individuals and promoting women, are all part of the company’s DNA.

Your Business and Life Philosophy Place yourself in the other person’s shoes before judging them. If we can accept someone for their strengths, as well as their limitations, we will not be disappointed when they let us down. Be guided by your conscience and make sure your decisions resonate with your personal value system. What motivates you? It is probably the challenge and sense of achievement, rather than the financial reward that drives me. That said, at 40, I equally aspire to create sustainable wealth without refraining from having fun. Who is your role model and how did they help shape your life and career? I have had and continue to have several mentors from different fields and generations who have guided and invested in me, both professionally and personally. At each chapter in our lives, our needs evolve. As a young trader, it was business acumen that I craved. Post my MBA, my journey of self-actualisation took a greater lead, but throughout this journey, my parents philosophy to really live life, embrace opportunity and not to delay experiences, has had the most formidable influence. Comment from Identity Partners: Identity Partners, which is currently celebrating five years of success as a black womenempowered company, views its investment in Clear Asset with great pride. Clear Asset met the stringent requirements of great growth prospects, a strategic market, a competitive niche advantage, and an excellent and experienced management team, as represented by the founding partners, Ariella Kuper and Warren Schewitz. Only one year into starting Clear Asset, the business is already delivering a strong performance and the outlook is unequivocally positive. As a strategic partner to Clear Asset, the Identity Partners’ team is led by Sonja Sebotsa, the founder and Lumka Mlambo, who serves as a Board member in Clear Asset.

SU P P O RT S E RVIC E S / FAC ILITIE S M ANAG E M E N T

ARIELLA KUPER Position Co-Founder and Managing Director

Previous portfolios International Steel Trader at Macsteel and an Auctioneer for nine years University Wits University and UCT Graduate School of Business Qualifications MBA and BA Honours in Economics Other interests Collecting art and travelling Best decision Completing my MBA

INTERV IEW

A DV ERTORI AL

GE O DATA DE S IG N

More than just a pretty picture An image

is more than just a pretty picture. Satellite imagery provides multiple dimensions of data that can be processed to reveal valuable information. This is where GEO Data Design has built its reputation as information and technology experts in the Geospatial industry. We provide Geospatial data solutions across Africa through the supply of satellite imagery, geographical data, software and enterprise solutions to government and private customers in industries, including Mining, Agriculture, Forestry, Water Resources, Defence and Security, Disaster Management, Environmental Monitoring, Town Planning and more. Ready, steady, go! We start with a satellite image, add the correct software for the requirement and make the information created available to all relevant parties in various platforms. Why is location important? Disparate data converges to reveal information that may be crucial to informed decision-making. It all starts at the national mapping agencies in each country as a primary source of GEO Data. These organisations play a vital role in sustainable development in Africa. The maps that are updated and the new datasets that are created form a national resource for all its citizens. Increasingly, satellite imagery is used as a source dataset to produce up-to-date maps and provide current data. The newly created datasets and updated maps enable and support a multitude of industries in a country from basic utilisation to complex projects. The applications and uses are limitless. World-class Geospatial solutions GEO Data Design have been a strategic partner in various countries as a supplier of suitable imagery, image manipulation

WHAT DO YOU SEE? A city planner may see how to plan for smarter cities, a geologist may see mineral deposits, an environmentalist may see human impact and a climatologist may see rising sea levels.

software and skills transfer. Cooperating with private and government organisations in countries, the local industry is grown and developed to move towards sustainability and autonomy. The Geospatial industry is a continually growing industry. Everything has a spatial component; an X and Y coordinate. A specific location and more industries rely on Geospatial information. Even more data sources are on the horizon. Today, we already have live data streaming, crowd sourcing what will tomorrow bring? Contributors to GEO Data Design’s success GEO Data Design was founded in 2000 by a group of young enthusiastic individuals, with a vision to provide world-class Geospatial solutions across Africa. We were one of the first Geospatial companies in South Africa that had a majority of female ownership. We all worked hard and the business grew. We have maintained a high percentage of female staff members and our customers always appreciate the support our company

offers. A major contributor in our success has been the excellent team work between the management and a focus to empower, mentor and motivate our team to achieve their goals. A key component has always been good communication and an open door. We believe that our staff is one of the key assets of our business and we are fortunate to have a dedicated skilled team. We have only had positive experiences with doing business across Africa. Over the past years, the demand for satellite imagery and software systems have developed and increased significantly - a positive indicator of the development on the continent. As the American President Barack Obama said during his trip to Senegal in 2013, ‘‘I see Africa as the world’s next major economic success story.’’ We are excited to announce that we have a new majority shareholder, who is also a very accomplished businesswoman, Valerie Mentz. Valerie brings a wealth of experience and we believe that Geo Data Design will continue to grow strongly for many years to come.

Physical Address

1F, Nautica Building, The Water Club, Beach Road, Granger Bay, Cape Town

Telephone

+27 (0) 21 425 9833

Fax

+27 (0) 21 425 9191

Website

www.geodatadesign.co.za

S U P P O RT S E RVIC E S / P RO F E S S IO NAL S E RVIC E S

ADVERTO R IAL

Valerie Mentz leading Geospatial solutions Valerie Mentz

had been a serial entrepreneur for the last decade. She has developed into the savvy business leader she is today by venturing into various business endeavours and diverse industries. Valerie has made a stop in the investment portfolio market, importing and selling on the major retailers, creating a retail chain, owning and running a boutique hotel, establishing veterinary hospitals and clinics. Now, for the greatest excitement, a Geospatial Solutions company. Valerie has won the International Womanâ&#x20AC;&#x2122;s Entrepreneurial Award in Manhattan, New York in 2011. She was also a finalist in the Regional Business Woman of the Year Award in 2012.

What are the current activities and main functions of your organisation? We provide Geospatial data solutions across Africa through the supply of satellite imagery, geographical data, software and enterprise solutions to government and private customers. This is where GEO Data Design has built our reputation as information and technology experts in the Geospatial industry. What do you see as the main growth areas for the year ahead and why? Africa is at the forefront of immense expansion and development. GEO Data Design is a necessary and effective solution to aid in the planning and growth of this, as we offer so much for so many different industries. Infrastructure development is crucial in Africa, and the world looks upon Africa as the new focus area of development and investment. GEO Data Design offers the solutions to assist effectively in this area. What do you hope will change the effect of gender empowerment in South Africa? My hope is that more women will realise that if they ask the right questions, they will receive to the answers they need to progress. Men and women are typically hostages of their

Your views on gender empowerment? I am a strong advocate of gender empowerment, but at the same time I believe that the best person for the job should be employed. What are the most challenging aspects of your current position? The single biggest challenge is to get authorisation from senior officials to justify expenditure on our specialised services. The need has been identified, yet red tape in corporations and government entities has influenced the response time and acceptance of our offers.

VALERIE MENTZ Managing Director

Qualification FPC, Canadian Investment Funds Course and Canadian Securities Course Other Interests Family, friends, philosophy, art and poetry Best Decision To do whatever it takes to follow my dreams!

own thinking. The secret to success lies in the perception of who you are. How has your organisation responded to the challenge of gender empowerment? It is a challenge in a company like GEO Data Design that employs in such a highly skilled field. It is difficult to find the right employees. Currently, GEO Data Designâ&#x20AC;&#x2122;s senior management equates to 66 percent female and middle management to 50 percent. In terms of womenâ&#x20AC;&#x2122;s skills, where do you see the shortages? I believe that we need to create the awareness of this industry and the opportunities. This is a specialised industry and relatively small, but it covers gender employment well. It is part of our strategy to use this phase to do more for gender and employment equity. Again, the difficulty to find the match educationally is a challenge, but we will be in close contact with universities to find a qualification that matches. 73

What is your leadership style? I lead by example. I would like to be viewed as an ethical, quality and non-compromising leader, where service and delivery is of the utmost importance. I motivate my team to utilise all opportunities at their disposal. What are your views on the progress of South African women in the boardroom? I am pleased to see more South African women in boardrooms. I believe that women, in particular, often come with a different approach, as they are inherently nurturers and businesswomen at the same time. Women that are in leadership roles can immensely influence the progress by showing excellence and top quality performance that will change the perception of society. What is your management strategy? GEO Data Design is a highly skilled provider of services with incredible structures in place. Strategically, I manage the performance culture and achieving our goals with the support of the team. I am also a results-driven person and insist on timeous delivery. The company needs to expand rapidly during the next period to unlock great opportunities. What is your personal and work philosophy? To provide a complete one-stop-solution for the industry; to lead by example and to never compromise on ethics and service delivery.

PI RO N DFEX I L E/ CTOP OM NI WOM E SS EIEN N/MICOM A NUFAC IE TU IN PGUNAL & BLIC C OS N SETRU RVIC ( GN OVE RN M E N T ) S U P1PA P0ORT RV CE S PAN / P RO FSERIN S S IO ESRVIC ECSETIO

NviroTek Laboratories •Nature of Organisation NviroTek Laboratories is a world-class analytical facility that offers a range of chemical analyses of soils, water, leaves, feeds and fertilizer for different agricultural sectors throughout Southern Africa. This sophisticated laboratory was established five years ago in the Brits area under the leadership of Dailena Hattingh. It currently employs 20 people, of which 50 percent are women. The staff are multi-skilled and empowered by understanding the impact of their work on the industry. This enhances their sense of ownership and commitment towards quality. NviroTek builds long-term relationships with their customers based on trust and remains in touch with the latest international technological developments.

YOUR TOP WOMAN Dailena Hattingh, Managing Director

• Company Profile Year founded: 2008 Branches: One Number of Employees: 20 Membership: Agri-Laboratory Association of Southern Africa Strategic Partners: Suidwes Landbou, Grain South Africa, Senwes, NWK, Obaro and other Agricultural companies.

•Gender Empowerment Level Percentage of female shareholders

5-25%

Percentage of female executive directors/senior management

> 50.1%

Percentage of female staff members (overall in company)

> 50.1%

• Contact information Managing Director

Dailena Hattingh

Laboratory Manager

Georgie Johnson

Operations Manager

Francois Reeders

000

Physical Address

No. 7 Crown Agri-Park, Rooikoppies, R511, Brits, North-West Province

Telephone

+27 (0) 12 252 7588

Website

www.nviroteklabs.co.za

S U P P O RT S E RVIC E S / E D U C ATIO N & BU S IN E S S TRAIN IN G

PRO F ILE

w ww.n ga p h a y a y 2 k1 0 .c o m

Ngaphaya Y2K10 Trading CC •Company Profile Ngaphaya Y2K10 Trading CC (meaning BEYOND 2010) was established in October 2008 and is a 100 percent Black female-owned business. It currently boasts with a Level 1 B-BBEE recognition status. There are 3 streams within the business: 1. Human Capital Development through enterprise development focusing on franchising, retail and SMME development. 2. Sourcing/Procurement for government tenders (it currently has a distributor agreement with Jocastro and Night Vision Optics). 3. Future Growth through SMME contract finance, imports and exports, as well as joint ventures. Founded: 2008 Branches: One Membership: SAWEN, LWA, Proudly SA, Cape Chamber of Commerce and Industry, and Alumni USB.

•Gender Empowerment and CSI Jennifer Classen, in her personal capacity, has and continues to care for the hostel based children at the Astra School for Disabled Children. This institute will be the first beneficiary of the Ngaphaya Y2K10 Trust. Ngaphaya’s vision is to give back and will ensure that the company creates opportunities for PDI’s through creating employment, as well as mentorship. The Ngaphaya Y2K10 Trust launched a bursary on the 24 April 2010. In 2011, the bursary was awarded to the first recipient, namely Caitlin Visagie, to study BSc Laser Physics at the University of Western Cape.

YOUR TOP WOMAN Jennifer Dawn Classen Managing Member Jennifer started her business in 2008 after spending 27 years within the retail environment at Woolworths. Her passion for people and product has been the inspiration for her own business. Combining her retail and franchise experience, she has successfully added value to many businesses, like Mr Price, Cattle Baron and Dial-n-Picknic. In addition, she conducted many workshops on behalf of SEDA and various municipalities. Jennifer is also the guest speaker at the International Franchise Convention that takes place in Sandton. Jennifer is an emotionally mature and confident Executive with proven success in developing and growing individuals and businesses, within the retail environment in South Africa and international franchise markets combining strategy, leadership, heaps of energy and resilience. She is an individual who, when it is required, has no problem ‘rolling up her sleeves’ to ensure delivering of the business strategy. High personal integrity and able to relate to and create trust in all. A good listener, caring and compassionate, proven by the ability to bring out the best in people, that in the end adds to delivery of business goals.

•Nature of Organisation Business Activity: Our vision is to be the centre of excellence specialising within the chosen market, thereby becoming a B-BBEE female supplier of choice - adding to the growth of the South African economy. Products and Services: Ngaphaya supplies railway equipment, specialised diving gear, search lights, chemicals, tools, PERT training equipment, sub-stations and transformers, leak-free toilet cistern, and plastic sanitary ware. It also provides Human Capital Development through consultations, franchise workshops and SMME development.

•10 Years of Business “Teach a woman to fish - she will feed HER FAMILY and more.” To empower other women and youth, as well as impart my skills to enable others to care for themselves.

•Gender Empowerment Level Black ownership

100%

Black women ownership

100%

•Contact Information Managing Member

Jennifer Classen

Physical Address

86 Friesland Crescent, Montana, Cape Town, 7430

Postal Address

PO Box 167, Epping Industia, 7475

Telephone

+27 (0) 21 934 8701

Fax

+27 (0) 86 544 5880

Website

www.ngaphayay2k10.com

S E RVIC E S / EVE N TS & P RO M OTIO N S

PRO F ILE

Mabatho Events and Promotions •Nature of Organisation

YOUR TOP WOMAN Mapula Digangoane, Chief Executive Officer

• Company Profile Year founded: 2008 Branches: One Number of Employees: 4 managers and 200 casual employees Major Clients: CEO Communications, Government Communications and Information Systems, Government Employees Pension Fund, South African Post Office, Pernod Ricard South Africa and Distell Gauteng.

Mabatho Events and Promotions is 100 percent black and owner-operated business, offering clients a one-stop, integrated solution in events management and promotions solutions. They pride themselves in providing superior services beyond their client’s expectations. They serve both government and public sectors offering the following services: events management, conferencing, corporate gifting, events furniture, promotions and brand activations. The head office is based in Centurion, Gauteng and provide services nationally, having rendered service in provinces such as Limpopo, Mpumalanga, Free State, Kwa-Zulu Natal, and Cape Town to name but a few. Mabatho Events and Promotions has been identified as one of South Africa’s top Gender Empowerment Companies and also received numerous certificates as recognition for excellent services rendered to some of the many satisfied clients the company has worked with.

•Gender Empowerment Level Percentage of female shareholders

> 50.1%

Percentage of female executive directors/senior management

> 50.1%

Percentage of female staff members (overall in company)

> 50.1%

•Contact Information Chief Executive Officer

Mapula Digangoane

Physical Address

298c Wilherlmina St, Wierda park, 0149

Executive Business Developer

Nate Digangoane

Telephone

+27 (0) 12 653 7514

Events and Promotion Manager

Nosipho Sekhutsoanyane

Website

www.mabathoevents.co.za

SERVICES / EDUCATION & BUSINESS TRAINING / COMPANY PROFILE

Skills Train Distribution •Nature of Organisation

YOUR TOP WOMAN

Jenny Harichuran, Sales Executive

Chantelle Terhorst, Accountant

• Company Profile Year founded: 1998 Branches: One Number of Employees: 7 Strategic Partners: IFSTA/FPP, NFPA, Marcom Training Limited, Jones and Bartlett Learning, Lippincott Williams Learning, Elsevier Sciences, Cengage, Wiley, Pearson, McGraw Hill, Management Pocket Books, Emergency Film Group, CI Net incorporating FETN, PSTN. ISTN and EMS Television Networks.

Skills Train Distribution imports and distributes a wide range of training products for niche markets, such as health and safety, fire and emergency medical services, technical training, health wellness and life skills. We specialise in providing services to the Treasury, D.O.H. local government, municipal departments, Mining and Manufacturing and training companies. We currently deal with any specific training needed, or assist in specialised libraries for fire, EMS and educational arenas of expertise, with whatever the client may require to meet their training needs. This may be in the form of text, DVD’s, specialised instructor resources for a blended approach, testbanks, posters, charts or an online delivery platform to delivery e-learning course content or simulations. We import mainly from the USA and the UK and currently represent top global producers and publishers.

•Gender Empowerment Level Percentage of female shareholders

> 50.1%

Percentage of female executive directors/senior management

> 50.1%

Percentage of female staff members (overall in company)

> 50.1%

Percentage of black female staff members (overall in company)

25.1%-50%

• Contact Information Managing Director

Linda Ann Botha

Telephone

+27 (0) 11 467 2730

Fax

+27 (0) 86 607 7690

Physical Address

23 HollyFern Street, Fernbrook Estate, Craighavon, Fourways

Postal Address

PO Box 1675, Ferndale, 2160

Website

www.skillstrain.co.za

A DV ERTORI AL

D H L / S E RV I C E S / TRAN S P O RT / RAIL, ROAD & F RE IG HT

Self-owned network leads Africa With a network

that spans across all 54 countries and territories of Sub-Saharan Africa, DHL Express was the first international express company to step foot in Africa, with the opening of the first office in South Africa in 1978. With the largest self-owned network and industry-leading facilities in Africa, DHL Express is uniquely positioned to help businesses and Africa thrive, ensuring the rapid transnational exchange of goods and connecting Africa to the world.

“Right from our frontline staff to our senior management team, one of our greatest strengths lies in the diversity of our people.” “Our unparalleled infrastructure and bestin-class service levels means that shipments will be collected from or delivered to any African country from any of the more than 220 countries served by DHL,” comments Hennie Heymans, Managing Director for DHL Express South Africa. “Couple this with service levels above 95 percent on-time delivery (door-to-door), full online visibility and one price with no hidden costs, and there is no doubt that DHL delivers for its customers,” notes Heymans. Heymans is also positive about the role of women within his organisation, with numerous strong women in the South African operation. “Right from our frontline staff

DHL Express was the first international express company to step foot in South Africa.

“We want to grow our market share in South Africa and a key focus is that of Small to Medium Enterprises (SMEs).” to our senior management team, one of our greatest strengths lies in the diversity of our people – women and men of different ages from a wide range of racial, ethnic and religious backgrounds. As an example, the share of women in executive positions within our worldwide Deutsche Post DHL Group is

Physical Address

C/O Fabriek & Van Acht Streets, Isando, Johannesburg, 1600

Postal Address

C/O Fabriek & Van Acht Streets, Isando, Johannesburg, 1600

Telephone

+27 (0) 86 034 5000

Fax

+27 (0) 11 921 3680

Website

www.dhl.co.za

currently 18.5 percent, and at the end of 2011 we committed to filling 25 to 30 percent of upper and middle management vacancies worldwide with qualified women. This is very true of South Africa. ” What are the next steps for the global logistics operator in South Africa? “We want to grow our market share in South Africa and a key focus is that of Small to Medium Enterprises (SMEs). If you look at the economy, the growth of it at the moment sits within that SME structure. We want to be their logistics provider of choice, connecting SMEs to the amazing potential of a global network.”

S E RVIC E S / E D U C ATIO N & BU S IN E S S TRAIN IN G

Triple E Training

P ROF ILE www.eee.co.za

•Company Profile Business Sector: Business Training Year Founded: 1991 Number of Employees: 48 Branches: 4 Annual Turnover: R34 million

•Gender Empowerment and CSI Women are trained and mentored in various programmes and skills needed in education and training on an annual basis. We are a Level 2 contributor to B-BBEE and are striving for higher. We have a number of CSI projects, but our most successful one is the joint venture between Triple E and Komatsu Denron for the community in Plettenberg Bay. This has been running since 2007. Triple E Training is exceptionally proud of the amazing results that the learners have achieved. For example, three students have become Math Facilitators and are currently teaching; one of our students is currently employed as a Data Capturing Agent at Denron and four students have started courses in Business Administration at Tsiba University. Triple E Training Holdings (Pty) Ltd cannot hope for any more than its learners gaining further qualifications and employment.

•Nature of Organisation Triple E Training Holdings (Pty) Ltd is a unique education and training provider at General Education and Training (GET) and Further Education and Training (FET) for a number of reasons, including their normal, yet extremely passionate board members! It has stood the test of time through many changes in legislation and frameworks, and has continuously adapted and added value to learners’ experiences.

•10 Years of Business 1. 40 percent of its shares are owned by women. 2. 78 percent of its facilitating agents are black women. 3. 95 percent of facilitating agents are previously disadvantaged individuals. 4. 100 percent of the facilitating agents are trained as independent business units. 5. EEE use locally based facilitating agents, empowering each region it trains in.

YOUR TOP WOMAN Paula Whitaker, Director of Business Compliance (and shareholder) Paula Whitaker left formal high school education after five years of English and Counselling teaching, to start a career in what was then called ‘Literacy’ training. She has designed materials, marketed, facilitated, became an assessor and moderator and sits on the Board. She looks after all matters of compliance and public relations for Triple E.

•Gender Empowerment Level Female shareholders

25.1%-50%

Female executive directors/senior management

25.1%-50%

Female staff members (overall in company)

>50.1%

Black female executive directors/senior management

25.1%-50%

Black female staff members (overall in company)

25.1%-50%

•Contact information Managing Director

Lance Clack

Marketing and Communications Director

Paula Whitaker

Financial Director

Physical Address

277 Jorrissen Street, Monument Park, Westrand, Gauteng, 1733

Joe Clack

Postal Address

PO Box 22206, Helderkruin, 1739

Sales Director

Lance Clack

Telephone

+27 (0) 861 TRIPLE (87 4753)

Human Resources Director

Joe Clack

Fax

+27 (0) 86 604 4133

Operations Director

Sharon Blignaut

Website

www.eee.co.za

I N T ERVI EW

KH AY E L I TS H A C O M M U N ITY TRU S T

Empowering the community was established in 1983 as a solution to the growing black population that was settling in townships and is now the second largest township in South Africa. Khayelitsha Community Trust (KCT) is a Public Benefit Organisation that strives to empower the community of Khayelitsha through the development of commercial, residential and communal facilities.

Khayelitsha

What makes your company great in terms of Gender Empowerment? KCT focuses on different spheres of empowerment. Just over 40 percent of our board membership comprises of black women and our EXCO has 50 percent women in executive management positions. How has empowering your company contributed to its success? The vision of our organisation is the empowerment of the community through the promotion of social and economic development; while our mission is to advance the Khayelitsha Central Business District. Both the vision and mission of our organisation focus on empowerment. We believe in the vigorous implementation of our empowerment policies to ensure that we successfully achieve our mandate, vision and mission. What are your investments in human capital? Skills Training - The organisation considers skills training as crucial. A skilled workforce is key to a company’s growth and stability and our Human Resources committee closely reviews the organisation’s skills training programmes against performance. We promote external human capital training through our KCT Cares campaign to better equip Khayelitsha residents for work opportunities.

Gender Empowerment - The recent increase in the number of black women in executive management positions in the organisation has been one of the illustrations of the importance of gender empowerment. How do you prepare your staff in order to get the best out of them? Constant training and the provision of tools and resources are key in motivating staff to operate at optimal levels. Trusting your employees and allowing them to make certain decisions is something that works well in empowering and motivating the staff. Corporate Social Investment (CSI) initiatives and programmes Some of the CSI programmes fall under our KCT Cares campaign. Some of these programmes are still in the planning stages. Our most recent successful programme has been a partnership with a private Information Technology (IT) Company, where we have donated 40 computers and printers, along with associated IT services to four schools within the community of Khayelitsha. What CSI successes and achievements have you enjoyed? KCT partnered with Capaciti 1000 in assisting recruitment for mostly Khayelitsha based unemployed graduates for various IT related training and qualifications. In the programme, about six graduates were recruited for various work opportunities in the IT sector. KCT assisted a young female from Khayelitsha, Sibahle Tshibika, who is a 19-year-old ballet dancer. We handed over a donation that enabled her to study Ballet at the Atlanta Ballet Centre for Dance Education in the United States of America. It was heart-warming and made us realise that there are many talented individuals within Khayelitsha, and we should nurture these talented individuals.

Physical Address

Corner Lwandle and Spine Road, Khayelitsha, 7784

Telephone

+27 (0) 21 361 6717

Fax

+27 (0) 21 361 0911

Website

www.kctrust.org

Do you have health programmes to address HIV/Aids in the community? KCT has partnered with a sport events company to organise a HIV/Aids boxing tournament at the KCT Mall. The aim of the tournament was to use sport to attract the Khayelitsha community with campaigns geared at educating and demystifying the stigma around HIV/Aids. What is your industry market share? Our group of companies comprise of retail centre business and we have just commenced with Phase One of our housing project which will build 358 units. We are also in advanced stages of the development of a private hospital in Khayelitsha. The organisation’s retail centre measuring just over 19 000m2 has a total gross monthly income growing by 55 percent since its inception in 2005. The market demands more national tenants which resulted in the planning of the centre’s expansion by an additional 20 000m2. This will result in a respectable gain in industry market share. How is your industry doing overall, from your company’s viewpoint? We believe that the industry has not recovered from the global financial crisis of 2007. Some shopping centres experienced a substantial increase in bad debts which resulted in tenant evictions. We have been fortunate to have remained comfortable through this turbulence in the industry. Performance expectations and achievements We look to develop Khayelitsha to a suburb whilst creating economic emancipation for those that reside in it. We wish to have KCT Mall gain a respectable position in the industry’s market share and be aligned with the leading shopping centres in the country; improve residents’ access to healthcare through the planned Khayelitsha private hospital; and provide affordable homes to over 400 families in Khayelitsha from Phase One of the housing project.

S E RV I CE S / S U P P O RT S E RVIC E S / BU S IN E S S S U P P O RT S E RVIC E S

SAMELA TITUS-NABE Position Chief Financial Officer Previous Portfolios Financial Manager KCT; Acting CEO KCT; Fund Manager at HBD Venture Capital; and Accountant at SACS Property Solutions University UNISA and UCT Qualification BCompt and Project Management Other Interests Fashion design. I hope to one day have my own clothing range. Best Decision 1 Leaving my comfort zone in my previous employment and joining KCT. 2 Marrying my husband - he is an amazing support base Worst Decision Making compromises for others and yet they remain ungrateful

INTERV IEW

Pantone 5255 (dark purple) or as close to it as possible

★★★★

PB0126_V&L_TopCo ad Maree edit.indd 1

Pantone 5255 (dark purple) or as close to it as possible

★★★★

2013/10/11 4:12 PM

S P E CI AL F EAT URE

Sirimavo Bandaranaike Prime Minister of Sri Lanka in 1960.

Dr Mamphela Ramphele, former Managing Director of The World Bank and lifelong anti-apartheid activist.

Women March at a Convention in 1977 (USA).

In October 1955 and August 1956, Women marched to the Union Buildings carrying petitions to protest against the pass laws. (from left) Rahima Moosa, Lilian Ngoyi, Helen Joseph, and Sophie Williams. J贸hanna Sigur冒ard贸ttir is a former Prime Minister of Iceland.

Beth Brooke, Global Vice Chair of Public Policy at Ernst & Young.

Michelle Obama 1st lady of the United States of America.

LEVELLING THE P LAYING F IELD S

LEVELLING THE PLAYING FIELDS Inequality - like any injustice - doesn’t just happen, and its insidious start is often a lot more pervasive than the subsequent efforts to try and curtail it. by Catherine Milward-Bridges

Bank ist.

Only four

Female pilots WW1.

of the Group of Twenty (G20)* countries managed to reach a mere 30 percent representation of women in leadership roles. A particular concern, given that women comprise 51 percent of the population. Gender discrimination, whether blatant or subliminal, is unjust and warrants global intervention. A 2013 Ernst & Young index paints a grim picture of women’s worldwide leadership representation in the public sector: Canada ranked first place with 45 percent women leaders, followed by Australia (37 percent), the UK (35 percent) and South Africa (33 percent). The inauguration of Barack Obama in 2009 as the first black US President and the induction of Jóhanna Sigurðardóttir as Iceland’s first female Prime Minister - and the world’s first openly gay head of government - were approximately one week apart. While these were both historically significant appointments in their own right, Obama’s is the one that was met with worldwide acclaim. Granted, we’re comparing a population of around 314-million to that of only 320 000. The International Political Science Review of 2010 by Farida Jalalzai and Mona Lena Krook, highlights an interesting trend: woman presidents and prime ministers are emerging from countries where males’ educational and economic status far exceeds females’. Sirimavo Bandaranaike was the first woman in the world - not a monarch - to be 85

appointed in a position of national leadership. She became Prime Minister of Sri Lanka in 1960. The same review states that women comprise a mere 18 percent of worldwide parliamentarians. Rwanda and Sweden lead with a 1:1 man to woman ratio in national legislatures, while Belize and Saudi Arabia have no women at all. In business Notwithstanding its 40-year lifespan, equal pay legislation in the UK has failed to bear fruit. The 2013 Chartered Management Institute survey, based on 43 000 UK workers, shows a widening gender pay gap. For the first time in five years, male managers' salaries across all levels are climbing faster than women's. Across all management levels, men are also more likely to get paid a bonus. In her address at the 2012 Women’s Forum, Beth Brooke, Global Vice Chair of Public Policy at Ernst & Young, emphasised her leaning towards gender-diverse teams for their productivity. Effective leadership is, however, a sure caveat for successful male-female collaboration. Brooke also underscored her belief in dialogue as a foundation for genuine gender equality in the workplace: “Men should not be branded as sexists for broaching the subject of women in the workplace.” Caryl Rivers, American novelist and journalist argues, “Women’s gains are hard-won and easily lost.” Her claims are established in a Yale study that shows women

S P E CI AL F EAT URE

as being more susceptible to ‘the glass cliff ’. They are more likely than men to be axed from a senior position on account of minor errors. Likewise, British researchers have found that when there was a high-failure risk, women tended to be appointed over qualified men, to senior positions.

“We believe that the Bill will help us to monitor, evaluate and enforce all initiatives aimed at empowering women in South Africa.” - Women's Minister, Lulu Xingwana

On the home front In August 2013, the Women Empowerment and Gender Equality Bill was announced with much aplomb by Women's Minister, Lulu Xingwana. This is an excerpt of the minister’s speech at the launch of Women's Month in Freedom Park, Tshwane. “We believe that the Bill will help us to monitor, evaluate and enforce all initiatives aimed at empowering women in South Africa.” The Bill is now before Cabinet and is set to facilitate complete emancipation of South African women. The minister’s optimism does, however, seem to pale against a backdrop of regressive Mzansi thinkers revealed in the latest Ipsos research. The findings of this research were released in August 2013, indicating that many South Africans still favour boys as primary candidates for education. The survey, dubbed ‘Pulse of the People’, comprised face-to-face interviews with 3 590 randomly selected adult South Africans from all walks of life. Ipsos also found that only 33 percent of South African women are formally employed, compared to 44 percent of men. Arguably, many women are stay-at-home moms. This is symptomatic of the general opinion that men should get preferential treatment in a climate of limited job opportunities. Of greater concern, though, is the fact that this sentiment is shared by South African women: 37 percent of them! All is not lost With determination and the appropriate interventions, this bias can be corrected. Legislation and political reform are effective deterrents for women’s under-representation, according to research from Carleton University in Canada. The UK, however, is yet to taste these fruits. For it to work, this reform needs to demonstrate strict measurement of gender and other diversity targets. In addition, cultural transformation in business can be used to facilitate paradigm shifts from subliminal, but pervasive prejudice, particularly to achieve greater equality at senior levels. Businesses’ efforts 86

to demonstrate awareness of employees’ potential contribution over the long-term, that also recognise mothers re-entering the work stream after maternity leave, are a step in the right direction - not forgetting equal opportunity for female part-time employees. The ball is in the women’s court Changing one’s own view of self and the world may prove challenging, but it is empowering. Research and several surveys have shown that the self-doubting image that many women have portrayed in business, has certainly contributed to the current gender injustice. For starters, women can adopt the following five-step plan to channel their course of confidence, without having to act like a man: • Realise their business worth and have realistic expectations of themselves and others. • Draw attention to their valuable contribution, not waiting for it to be noticed. • Voice their ambitions assertively and ask for that promotion or salary increase. • Ask confidently for advice when they need it • Use professionalism, rather than sexuality to get taken seriously. In the words of Dr Mamphela Ramphele, former Managing Director of The World Bank and lifelong anti-apartheid activist, “We have to accept that in any change situation, those who stand to benefit from change have to be prepared to do the hardest work. Women have to be the ones driving the strategy and execution of the change process.” *The G20 is the leading forum for international cooperation on global economic and financial issues. Sources: • Ernst & Young’s Worldwide Index of Women as Public Sector Leaders • International Political Science Review of 2010: 31 (1) 5-23 by Farida Jalalzai and Mona Lena Krook • telegraph.co.uk • ipsos-markinor.co.za

FINANCE S ECTOR

AN ECONOMIC

DUAL 2013 has been labelled as a watershed year for South Africa. Instead

of taking big strides to deliver faster economic growth through decisive policies and leaders, the Finance Sectors’ situation has unravelled a bit too rapidly; making each step a cautious one. The combination of finance, real estate and business services in the sector is notably South Africa’s biggest. It contains 21 percent of the country’s Gross Domestic Product (GDP). The country’s banking and financial service sector is highly regarded on an international level, because of its strong regulatory and legal framework. Principally, the financial service of South Africa consists of the national stock exchange, the Johannesburg Stock Exchange (JSE), the Alternative Exchange (AltX) and the South African Futures Exchange. A number of small firms handle most of the country’s biggest auditing accounts. The Finance Sector has added to the country’s total real annual growth, even in years when the total has declined. Confidence in South Africa has been battered. The lack of confidence within the sector, if wiped out, will add to the rise of social instability. Businesses will not invest and South Africa’s growth potential will be weakened. Pro-growth policies are urgent implementations which could prevent the sector from being trapped in a low-growth situation. Without fast-growth, there will be challenges of unemployment and inequality. Contrary to popular belief, the country has not fallen apart just yet. There are still sparkles of hope available to control the absence of remedial action which has combined with a downward grind, causing the economy to reach below its full potential. Financial and leadership capacity is missing. It has resulted

“The finance sector has taken a defeat over the last year, but organisations are still finding methods in which improvement can be highlighted.” in the mounting of social and economic pressures, as well as deterioration in its public finances and institutional and policy responses to problems – all in which has appealed to negative momentum. Despite the current ups and downs of the South African economy, the JSE is unaffected. Presently, the JSE stands firmly in the Top 40 listed companies. There was a 13 percent drop in the rand to the dollar in 2013, and a shocking 0.9 percent of annualised GDP figures. While this was happening, the JSE was up by 44 percent since August 2011 and 10 percent since mid-April. JSE dual-listed companies will continue to benefit from the powerless rand. Its only downfall would be that it is dependent on international trends. Recently, South African businesses were asked whether they would support the introduction of quotas, including women forming part of executive boards of large companies. 60 percent of the companies said yes – local businesses included. The willingness to have the legislation applied may not be enough to increase the number of women in senior roles. However, with a shift in approach, additional 87

programmes and promising incentives, women should be more attracted to roles that offer decision-making responsibilities. Women hold many life roles outside of the work place. This has resulted in working for a business less encouraging. By including more flexible working hours, compressed work weeks, and compromising leave arrangements – to name a few – women will be more tempted to return to a field within the Finance Sector, if not other sectors too. The Finance Sector has taken a defeat over the last year, but organisations are still finding methods in which improvement can be highlighted. The Thuthuka Bursary Fund, as part of the South African Institute of Chartered Accountants (SAICA), has offered 400 matriculants an opportunity to study a Chartered Accountant course, at no cost. The funds, which will open a door for prosperous achievement, will cover costs of accommodation at the university residence, tuition fees, mentorship programmes and will fund the necessary text books. There are plenty of bursaries available, especially for students who are top of their class when it comes to mathematics and have an interest in being a long-term Chartered Accountant. Annually, fewer than 300 bursaries are made possible for black and coloured students at SAICA. 50 students are accredited to different universities on special undergraduate BComm Accounting Education Programmes. More female leaders are making their way to the seats of executive boards, while organisations of South Africa continue to create headway prospects in financial divisions; ensuring that progression in sovereignty is not only heard, but seen too.

S E C TOR OV ERV I EW

F I NAN C E

Top Women and Companies in Finance

TOTSIE MEMELA-KHAMBULA Chief Executive Officer, Eduloan Part of Totsie Memela-Khambula’s responsibilities at Eduloan is offering educational loans to underprivileged children, in order for them to further their education at a tertiary level. Totsie was part of the group who drafted the South African constitution, in the office with former secretary general, Cyril Ramaphosa, of the African National Congress.

EDITH VENTER Patron, Business Engage In 2010, Edith Venter was selected as a Patron at Business Engage. Her support for charity organisations is endless. She is a patriot to the Red Cross, Reach for a Dream, Cotlands Baby Sanctuary and Johannesburg Child Welfare. In addition, she also assists with the South African Guide Dogs Association. Source: Business Engage

COLLEEN LARSON Chief Executive Officer, Business Engage Colleen Larson’s passion for empowering entrepreneurs and women is a visionary example. Her leadership in financial services spreads over 28 years in pension fund and insurance direct marketing fields. She was also a finalist for South Africa’s Most Influential Women in Business and Government Award in 2011/2012. Source: Business Engage

GILL MARCUS Governor, South African Reserve Bank The first woman to hold the position as Governor at the South African Reserve Bank is Gill Marcus. Both economists and trade unionists welcomed this title. After returning to the African National Congress (ANC) in 1990 after being banned, Gill established the ANC’s Information Department. Source: Who’s Who Southern Africa, Leadership Platform

MARIA RAMOS Chief Executive Officer, Absa Group Ltd Rated as the world’s ninth Most Influential Businesswoman by Fortune Magazine, Maria Ramos serves on many boards, including at Absa Group Ltd. Previously, Maria was the DirectorGeneral of the National Treasury and Group Chief Executive of Transnet Limited. Her high-end occupation runs parallel to her high profile lifestyle. Source: Who’s Who Southern Africa, Leadership Platform, Forbes

Source: IPM Global

F INAN C E

SECTOR OV ERV IEW

FINANCE STATISTICS • There are 4 main small firms – Deloitte, Ernst & Young, PwC and KPMG. • In 2009, when overall growth was negative (-1.5%), the Financial Sector still added 0.2 percentage points. • In 2012/2013, the World Economic Forum’s Global Competitiveness Report ranked South Africa second in accountability of private institutions and third in financial market development. • The JSE Securities Exchange is the largest stock exchange in Africa and consistently ranks in the world’s top 20 derivative exchanges because of the number of contracts traded. • The Information and Communications Technology (ICT) sector attracts the most venture capital funding in South Africa. • Total banking assets stood out at 3.6 trillion in 2013. This is an upgrade from 3.4 trillion in 2012. Operating profits totalled to 49 billion in 2012. • The Financial Sector in South Africa ranked 6th, according to the World Economic Forum in 2010. • South Africa’s GDP growth declined from 2.1% in the fourth quarter in 2012 to 0.9% in the first quarter of 2013. • 28% of senior management positions are held by women. • Botswana has the highest proportion of women in senior management at 39%. • 32% of South African organisations indicated the intention to hire more women. Source: Financial Mail, Frontier Market Network and South African Info.

ABSA GROUP LTD Retail, business, corporate and investment banking, with wealth management products and services are offered predominantly in South Africa through Absa Group Ltd. With a positive strategy of helping people the right way, next to what they do to accomplish their goal, is key. Absa is not only a sustainable and trustworthy bank, but they do want their clients to consider them as the primitive ‘Go-To’ bank. Source: Absa

THE STANDARD BANK OF SOUTH AFRICA LIMITED The Standard Bank of South Africa Limited built a franchise throughout Africa in the early 1990’s. Now, holding the fort with 150 years of historic significance, Standard Bank is operating in 18 countries in Africa, and in selected emerging markets. Their strategy is direct and precise; to shape a leading financial services organisation to its full potential, by using competitive advantages.

NEDBANK GROUP LTD Standing as one of the four largest banking groups in South Africa is Nedbank Group Ltd. The banking company measures its strengths through assets and a strong deposit franchise, with over six million clients. Nedbank Group’s services and products include wholesale and retail banking services, insurance, and asset and wealth management. Source: Nedbank Group

INVESTEC Established in 1974, Investec maintains its exclusivity as a Specialist Bank and Asset Manager. A wide range of financial products and services are provided to their clientele. The company was designed to evolve and dominate with circumstance and consideration, all in which an on-going journey will remain. Source: Investec

FIRSTRAND LTD Ideally, FirstRand Ltd sees itself as the African Financial Services Group of choice. It is their relatable business philosophy which has positioned them in such a frontline location. The economic significance of FirstRand is what adds value to the communities the group works within, committing to its regional strategy. Source: FirstRand

Source: Standard Bank

> 89

INDEX

F I NA NCE

FI NANCI ALS

BANKS BANKS • ABSA Group Limited • African Bank Investments Limited • Albaraka Bank Limited • Development Bank of Southern Africa(DBSA) • FirstRand Ltd • Grindrod Bank Limited • Nedbank Group Limited • South African Reserve Bank (SARB) • Standard Bank Group Limited • Ubank Limited INSURANCE INSURANCE BROKERS • FNB Insurance Brokers (Pty) Ltd • Glenrand MIB Limited • Lion of Africa Insurance Company Limited • AON South Africa (Pty) Ltd INSURANCE NON-LIFE • Assupol Life PG 94 • AIG South Africa Limited • Compass Insurance Company Limited • Crawford Express • Credit Guarantee Insurance Corporation of Africa Limited • Etana Insurance Limited • Hollard Insurance Company (Pty) Ltd • Indwe Risk Services (Pty) Ltd • Intrasure (Pty) Ltd • Lombard Insurance Group • Miway Finance (Pty) Ltd t/a Miway • Motorite Insurance Administrators (Pty) Ltd • Mutual & Federal Insurance Company Limited • Regent Insurance Company Limited • Safrican Insurance Company Limited • Santam Limited • Zurich Insurance Company South Africa Limited OTHER INSURANCE • Discovery Holdings • MUA Insurance Acceptances (Pty) Ltd • Telesure Investment Holdings (Pty) Ltd • Rand Mutual Assurance Company Limited LIFE ASSURANCE LIFE ASSURANCE • African Unity Insurance Company • Clientèle Life - IFA Division • Covision Life Limited • Lesaka Employee Benefits (Pty) Ltd • Liberty Holdings Limited • Metropolitan Holdings Limited

• Momentum Group Limited • Nestlife Assurance Corporation Limited • Old Mutual Life Assurance Company South Africa Limited • Sanlam Limited INVESTMENT COMPANIES INVESTMENT COMPANIES • African Access Holdings (Pty) Ltd • African Pioneer Limited • AloeCap (Pty) Ltd • Amabubesi Capital (Pty) Ltd • Amabubesi Investments (Pty) Ltd • Batsalani Holdings (Pty) Ltd • Bongani Investment Holdings (Pty) Ltd • Cadiz Holdings Limited • Capital Eye Investments Limited • Ditikeni Investment Company Limited • Empower Group Holdings (Pty) Ltd • Flexicell • GPI Management Services Limited • Grand Parade Investments Limited • Guma Group (Pty) Ltd • Hans Merensky Holdings (Pty) Ltd (HMH) • Hlanganani Investment Holdings (Pty) Ltd • Hosken Consolidated Investments Limited • ISA Holdings Limited • JP Morgan Chase Bank • JSE Limited • Kagiso Tiso Holdings (Pty) Ltd • Malesela Holdings (Pty) Ltd • Maluleke Investments (Pty) Ltd • Mineworkers Investment Company (Pty) Ltd • Motseng Investment Holdings (Pty) Ltd • Mvelaphanda Group Limted • Pamodzi Ivestment Holdings (Pty) Ltd • Peu Group (Pty) Ltd • Royal Bafokeng Holdings (Pty) Ltd • Safika Holdings (Pty) Ltd • Sekunjalo Investments Holdings Limited • Shanduka Group (Pty) Ltd • SHM Group of Companies (Pty) Ltd • StratCorp Group of Companies • Tiso Group (Pty) Ltd • Unipalm Investment Holdings Limited • WDB Investment Holdings (Pty) Ltd • Wiphold Limited • Worldwide African Investment Holdings (Pty) Ltd HOLDING COMPANIES • Aveng Africa Limited • Allied Technologies Limited (Altec Group • Capespan Group Holdings Limited • Clicks Group Limited

• Combined Motor Holdings Limited (CMH) • Command Holdings Limited • Educor Holdings Limited • Enviroserv Holdings Limited • EOH Holdings Limited • Excellerate Holdings Limited • JD Group Limited • Reunert Management Services • Rolfes Holdings Limited • Tsebo Outsourcing Group (Pty) Ltd • Worldwide African Investment Holdings (Pty) Ltd REAL ESTATE REAL ESTATE HOLDING & DEVELOPMENT • Capital Property Fund • Cluttons Property Consultants • Dijalo Property Services (Pty) Ltd • Diphuka Consulting (Pty) Ltd • Fairvest Property Holdings Limited • Gensec Property Services Limited • Growthpoint Properties Limited • Hyprop Investment Limited • Intersite Asset Investment SOC Ltd • Investec Property Agency Group Limited • iProp Holdings Limited (IPROP) • JHI • Kidbrooke Property Investments (Pty) Ltd • Landmark Real Estate Services (Pty) Ltd • Pareto Limited • Passenger Rail Agency of South Africa (Pty) Ltd (PRASA) • Redefine Properties Limited • Transnet Property a division of Transnet Limited • PROPERTY AGENCIES • Broll Property Group (Pty) Ltd • Dogon Group Properties (Pty) Ltd • Hermans & Roman Property Solutions (Pty) Ltd • MidCity Property Services (Pty) Ltd • Pam Golding Properties (Pty) Ltd • RE-MAX of Southern Africa (Pty) Ltd SPECIALTY & OTHER FINANCE ASSET MANAGERS • Advantage Asset Managers (Pty) Ltd • Allan Gray Limited • Argon Asset Management (Pty) Ltd • Blue Ink Investments (Pty) Ltd • Brait South Africa Limited • Coronation Fund Managers Limited • Ethos Private Equity (Pty) Ltd

F INAN CE

• Futuregrowth Asset Management (Pty) Ltd • Investment Solutions Holdings Limited • Kagiso Asset Management (Pty) Ltd (KAM) • Oasis Group Holdings (Pty) Ltd • Pragma Asset Management Limited • Prescient Investment Management (Pty) Ltd • Stanlib Wealth Management CONSUMER FINANCE • African Bank Investments Limited • Blue Financial Services Limited • Diners Club (SA) (Pty) Ltd • Experian South Africa (Pty) Ltd • Nedbank Card • Uvimba Finance • Wesbank - a division of FirstRand Group INVESTMENT BANKS • Afrifocus Secruities (Pty) Ltd • Barnard Jacobs Mellet Holdings Limited (BJM) • Citadel Investment Services Limited • Deutsche Securities (SA) (Pty) Ltd • Investec Bank Limited • Merrill Lynch (SA) (Pty) Ltd • Novare Holdings (Pty) Ltd • Rand Merchant Bank Limited (RMB) • Sanlam Capital Markets (Pty) Ltd

IN INDDEX EX

• The Efficient Group • TPN Credit Bureau (Pty) Ltd • Vunani Limited ACCOUNTING & CONSULTING • Deloitte • CAP Chartered Accountants • Ernst & Young • Gcabashe Inc. • Grant Thornton THL Consulting (Pty) Ltd • KPMG Incorporated PG 92 • Ngubane & Co Inc. • Nkonki Incorporated • Pricewaterhouse Coopers Inc. (PWC) • Sizwe Ntsaluba Gobodo • Xabiso Chartered Accountants Inc. INVESTMENT ENTITIES • Business Partners Limited PG 76 • Industrial Development Corporation of SA Limited (IDC) • Kagiso Tiso Holdings (Pty) Ltd (KTH) • Makana Investment Corporation (Pty) Ltd • MSG Afrika Investment Holdings (Pty) Ltd • Religare Noah (Pty) Ltd • Royal Bafokeng Administration

MORTGAGE FINANCE • Bond Choice (Pty) Ltd • Ooba (Pty) Ltd OTHER FINANCIAL • ABSA Technology Finance Solutions (Pty) Ltd • Acsis Limited • Akani Retirement Fund Administrators (Pty) Ltd • Aldes Business Brokers Franchise Africa (Pty) Ltd • Alexander Forbes Limited • AMB Capital Limited • Bidvest Bank Ltd • Commlife Holdings (Pty) Ltd • Conduit Capital Limited • eBucks • Edu-Loan (Pty) Ltd • Efficient Group Limited • INCA - Infrastructure Finance Corporation Limited • Inequity Group Limited • Mayibuye Group (Pty) Ltd • MICROmega Revenue Management Solutions (Pty) Ltd • NBC Holdings (Pty) Ltd • NMG Consultants and Actuaries (Pty) Ltd • Real People Investment Holdings (Pty) Ltd • Sanlam SEB RSA • Sasfin Holdings Limited • Strate Limited

“Principally, the financial service of South Africa consists of the national stock exchange, the Johannesburg Stock Exchange (JSE), the Alternative Exchange (AltX) and the South African Futures Exchange.” 91

KPMG honours our Top Woman who is the newly elected President of the Association for the Advancement of Black Accountants of Southern Africa TANTASWA FUBU KPMG Executive Director: Head of HR & Transformation and Policy Board Member We are proud to have a leader of your calibre, Tantaswa! © 2013 KPMG Services Proprietary Limited, a South African company and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative (“KPMG International”), a Swiss entity. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International Cooperative (“KPMG International”), a Swiss entity. MC10783

FI NA N C I A L S / S PE CI A L I TY & OTH E R F INAN C E / AC C O U N TIN G & C O N S U LTIN G

ADVERTO R IAL

KPMG making the right moves for women development is at the cusp of great things, as far as women empowerment and leadership is concerned. They have been at the forefront of women leadership, recently evidenced by the recognition received through the Top Women Awards, where the firm was awarded the Honorary Award in the financial services and consulting category. This is an Award for companies who have maintained and exceeded normal practice in their gender empowerment activities over the past 10 years. This is a result of years of consciously spearheading women’s development at all levels. Our women are also movers and shakers in business. Tantaswa Fubu, Executive Director, Head of Human Resources and Transformation, has recently been elected as the national president of the Association for the Advancement of Black Accountants of Southern Africa (ABASA). KPMG has seen an increase in female representation at board and executive management levels in the past decade. “More specifically, younger women have been taking up leadership positions as well. While these strides are certainly commendable, we acknowledge that this is not enough, not by a long shot. We have to do a lot more to get to the ideal state,” says Tantaswa.

KPMG

“The firm has actively identified women with the potential to lead through initiatives, such as The Chaiman’s 25, where 25 Partners from the Europe Middle East Africa region, that the firm believes are future leaders of the firm, attend an executive leadership programme at INSEAD University in France.” The firm has consciously made efforts to assess the state of women leadership development. The firm has actively identified women with the potential to lead through initiatives, such as The Chaiman’s 25, where 25 Partners from the Europe Middle East Africa region, that the firm believes are future leaders of the firm, attend an executive leadership programme at INSEAD

Physical Address

KPMG Crescent, 85 Empire Road, Parktown, 2193

Postal Address

Private Bag 9, Parkview, 2122

Telephone

+27 (0) 11 647 7111

Fax

+27 (0) 11 647 8000

Website

www.kpmg.com

University in France. KPMG South Africa has consciously ensured that at least one of the two Partners selected is female. They are involved in the ABASA Executive Leadership programme, in partnership with the University of Stellenbosch. “We have made sure that there is an even split between men and women, because we recognise that we have a duty to groom and produce more female leaders within the firm. In addition, our Partner Development Programme with GIBS also has a number of our female Partners well represented. We are working at making sure our women employees are being developed,” says Tantaswa. KPMG realises that there is a need to transform their firm holistically, at all levels and in the real sense. “Having women leaders is critical to our transformation and this has nothing to do with scorecards. It is such because women bring with them diverse, critical skills that would otherwise be lost, had they not been there. Women are also needed for role modelling. When our female employees do not see themselves represented at the higher levels of the firm, nothing will attract them to stay. The inverse is true. When we do not have women leaders, we run the risk of not being able to identify potential that is dressed up as women.” concludes Tantaswa.

Assupol Life

Assupol Life has been providing relevant and affordable life cover to millions of South Africans since 1913. We are one of South Africa’s most established life insurance companies with branches and agents countrywide. Whatever your insurance needs – whether providing for your loved ones in the event of death, disability or retirement – we have the right product just for you. Call us today on 0860 103 091. sms ‘women’ to 32813. assupol.co.za

providing for your loved ones in the have the right product just for you.

F INAN C IALS / IN S U RAN C E / LIF E IN S U RAN C E

PROF ILE

ASSUPOL

•Company Profile Assupol is an authorised financial services provider offering funeral, life, savings and retirement annuity products primarily in the lower to middle-income market and boasts a substantial market share in the government sector. Assupol Life was successfully demutualised and placed approximately 400 million shares in the hands of qualifying policyholders, resulting in a pay-out of R891.1 million. This was one of the biggest pay-outs by an unlisted South African company to its shareholders. Assupol’s major shareholders include the International Finance Corporation (IFC), Investec Private Equity and WDB Investment Holdings.

•Gender Empowerment and CSI Assupol takes great pride in investing in the future of their female employees with the Executive Development Programme. Employees are treated as individuals and are given the opportunity to learn and develop. Transformation is being implemented through attracting, developing and retaining talented black employees as well as employees with disabilities. As a fully committed corporate citizen, Assupol is heavily involved in a variety of CSI programmes aimed at benefiting the less fortunate in our society. Our major beneficiaries are Kingdom Life Children’s Centre, Nelmapius Soup Kitchen, our flagship CSI project on Mandela Day, as well as our employee-run charitable arm Assupol Cares.

•Nature of Organisation Assupol Life provides relevant and affordable insurance and savings products and is known for its high standard of client service. Assupol Life has become a household name in the lower to middle-income segment; and in recent years has been served thousands of clients in the middle to high-income segment as well.

•100 Years of Business

YOUR TOP WOMAN Bridget Mokwena-Halala, CEO of Assupol Life Limited Bridget has been with the Assupol Group for 14 years. Prior to her appointment at Assupol, Bridget was employed by the South African Police Service as a Senior Manager of Human Resource Management. In 1999, Bridget joined Assupol and held various positions i.e. National Training Manager, Executive Director Human Resource Management and Chief Executive Officer: Prosperity Life. She was appointed as Chief Executive Officer: Assupol Life and Executive Director of Assupol Holdings in 2010. Other Directorships she holds include Cornerstone Brokers Corporate (Pty) Limited as Chairperson, Executive Director of Prosperity Life, and Director at the Association of Savings and Investment South Africa (ASISA). She is also Chairperson of the Financial Sector Charter Council and member of the Institute of Directors. Bridget holds a Masters in Business Leadership.

Assupol was established in 1913 and is celebrating its centenary in 2013. It is not only a tremendous achievement to survive in the Financial Industry for such a long period of time, but it also means that we have gained a great deal of experience. Assupol Life has offices countrywide. This means that our offices are accessible to our clients should they need any information or assistance. We boast well-trained and friendly staff members who are ready to provide assistance whenever needed. Assupol Life’s products, systems and processes are continuously developed to better serve the clients’ needs. Assupol Life – serving those who serve.

•Gender Empowerment Level % Female shareholders

>50.1%

% Black female shareholders

25.1%-50%

Female executive directors/senior management

25.1%-50%

Female staff members (overall in company)

>50.1%

Black female executive directors/senior management

5%-25%

Black female staff members (overall in company)

25.1%-50%

•Contact information Group Chief Executive Officer

Rudolf Schmidt

Physical Address

308 Brooks Street, Menlo Park, Pretoria, 0081

Chief Executive Officer: Assupol Life

Bridget Mokwena-Halala

Postal Address

PO Box 35900, Menlo Park, Pretoria, 0102

Executive Director: Group Sales

Gert Wessels

Telephone

+27 (0) 861 235 664

Group Chief Financial Officer

Niel de Klerk

Fax

+27 (0) 861 329 287

Executive Director: Group Human Resources

Siphiwe Ndwalaza

Website

www.assupol.co.za

A DV ERTORI AL

E T H E KWI NI M U N IC IPALITY / M E TRO P O LITAN M U N IC IPALITIE S

Economic development and planning cluster Cities

exist as points of economic competitiveness within the global context with a diminished sense of geo-political boundaries. Decisions on capital and investment flows between cities and regions occur daily, based on information by global actors whose only knowledge of a locality is often in a form of fiscal digits. Yet, within such localities, as in the case of cities in the developing world, there exist poverty, joblessness and inequality. These are the faces of the economically disenfranchised. There is a critical role for cities and regions to enhance their competitiveness as economic hubs, whilst simultaneously creating a cycle of growth and prosperity. EThekwini Municipality is a metropolitan region with a predominantly urban population. It is located on the east coast of South Africa in the province of KwaZuluNatal (KZN). The Municipality spans an area of approximately 2297km2 and is home to some 3.5 million people. It consists of a diverse society which faces various social, economic, environmental and governance challenges. As a result, it strives to address these challenges which mean meeting the needs of an ever increasing population. The people who reside within the municipal area consist of individuals from different ethnic backgrounds. The majority of the population come from the African community (71%), followed by the Indian community (19%), White community (8%) and the Coloured community (2%). Individuals within the 15-34 year age group comprise of the majority of the population. The greatest population concentrations occur in the central and north regions. The central region is the Urban Core of the Municipality and is home to approximately 1.30 million people (34%). It is followed by the northern region which is home to

• High youth unemployment • Underinvestment in infrastructure • Increasing competition as a result of globalisation • High degree of spatial disintegration in the City • High logistical costs • Numerous skills and educational system challenges • Low levels of entrepreneurship • The relatively lower levels of fixed foreign investment and declining investor ratings • Economic transformation

Dr Naledi Moyo-Ndwandwe, Deputy City Manager of Economic Development and Planning Cluster for eThekwini Municipality. approximately 1.15 million people (31%). The south accommodates approximately 730 000 people (18%) and the outer west region accommodates the least number of people with a total population of approximately 577 500 people (16.5%). (Census 2001 and 2007) Key issues which have a significant impact on the local economy were identified and include the following: • Global financial crisis has had a negative impact on the local manufacturing sector • The National Development Plan prioritised the challenges of unemployment, poverty and inequality

Physical Address

City Hall, Dr Pixley KaSeme Street, Durban, 4000

Postal Address

PO Box 1014, Durban, 4000

Telephone

+27 (0) 31 311 1111

Fax

+27 (0) 31 311 8220

Website

www.durban.gov.za

At the helm of leadership of the Economic Development and Planning Cluster is a dynamic woman, Dr Naledi Moyo Ndwandwe. She is responsible for the leadership of major City assets, such as the International Convention Centre, Ushaka Marine World, Moses Mabhida, as well as providing strategic direction to large scale economic projects in the City. She has a Doctorate from the University of Edinburgh and previously worked for the United Nations. She believes that in order for eThekwini Municipality to become a competitive city in the global economy, there is no ‘one size fits all’ policy for cities. Dr Naledi Moyo-Ndwandwe is busy changing the face of the Economic Development and Planning Cluster in the eThekwini Municipality to ensure the following: • A flexible strategic vision is necessary to foster competitiveness • Liveable city with high-quality infrastructure, green spaces, and inner city residential areas and public projects which can contribute to economic success • Effective governance of cities depends on leadership from the national government to encourage reform at different levels • To balance the financial needs of cities with those of the rest of the country, cities can diversify tax revenues with ‘smart taxes’ such as congestion charges and use public-private partnerships to raise money for public projects.

PUBLIC S ECTO R

LESS IS MORE South Africa is blessed with scores of dedicated servants within the Public Sector. eye, the Public Sector is apprehensive with providing successful basic government services. The government does not contribute to the economy, but depends on it for survival purposes. Its services include the police, military, public roads, public transit, primary education and healthcare. These are services that are provided to the non-payer an encouragement for equal opportunities. The Public Sector was built on the foundation that freedom and democracy are the future of society. With 20 years of democracy knocking on the front door, a united nation with non-racial, non-sexist, democratic and prosperous environment is all that is asked for. However, there have been critiques along the way. Basic services are said to have not been delivered. Instead of attracting the likes of international investors, reports suggest that they have been chased away – opting for the assistance of the local investor. The extent of which corruption and fraud have affected South Africa is concerning for citizens of the country. The harm is evident to the democratic body, and the Public Sector included. There is more that can be done to secure a promising and complete future for South Africans. From a feminine perspective, a bolder approach to protect women and children should be initiated. Hosting regular festivals and gatherings of support is not near to enough. More assurance is needed. Poor living conditions and the low levels of poverty add to the vulnerability of women, increasing the risk of violence and contracting sexually transmitted infections. 20 years of freedom in South Africa should at least show some sort of female liberation.

To the elementary

Looking past the negative mockery scribbled in fine print, the Public Sector had colossal moments of achievements and should be proud of these. Apart from the present changes, the Public Sector has been focused on accelerating the transformation. The lives of citizens are at the top of the priority list. Boosting the confidence of investors and becoming a catalyst for success in Africa is also the initial goal. A demographic shift, partnered with urbanisation and climate change add to the long-term trends which hope to permanently reshape the 21st century government. Ultimately, the government and public

“The lives of citizens are at the top of the priority list. Boosting the confidence of investors and becoming a catalyst for success in Africa is also the initial goal.” sector wants to be the preferred option when it comes to making a comparison to necessary changes of government on a global scale. Key areas of growth will be looked upon for spending purposes in 2013 and 2014. This includes education, health, housing and community development, public order and safety. A fiscal plan of discipline was promised in the National Budget speech in 2013. South Africa has already basked in 14 consecutive 97

quarters of positive growth. A major portion of the budget will be steered in the direction of infrastructure, which is much needed in terms of job creation. It will help balance a range of competing objectives which are battling under the current economic struggle. Consensus 2011 has proven that a major change has hit the country’s shores. The rapid conversion has shown an increase with income levels, an improvement of basic services and facilities, along with the expansion of education levels. The National Development Plan (NDP) is one of the initiatives that the government has implemented to improve the Public Sector up until 2030. The goal is that there will be no hunger stints, consistent attendance of children at school, an opportunity to study and a future where everyone is able to make a contribution to society within their full potential range. In 2012, the National Infrastructure Plan was implemented to transform economic landscape. This will assimilate African economies, by creating significant jobs and enhancing the delivery of basic services. From 2013/2014 and three years after that, R827 billion will be pushed towards new and the upgrading of existing infrastructure. 18 Strategic Integrated Projects (SIPs) are in the process to impact the Public Sector. This will assist in fast forwarding the renovation of the South African economy under certain criteria. There is no time to accept defeat regarding the Public Sector. Instead, the challenge of change should be engaged and applied. Looking back at 1994, South Africa can now say that there is water, electricity, sanitation and housing; and the government won’t rest until everyone can claim a better life.

S E C TOR OV ERV I EW

P U B LIC S E C TO R ( G OVE RN M E N T )

Top Women and Organisations in the Public Sector

LINDIWE NONCEBA SISULU Minister of Public Service and Administration, South African Government The current Minister of Public Service and Administration has been a member of Parliament since 1994. The daughter of activists, Walter and Albertina Sisula, was brought up in Swaziland, and is a strong influence in the African National Congress (ANC). She is an author of many books, including ‘South African Women in Agricultural Sector’.

BATHABILE OLIVE DLAMINI Minister of Social Development, South African Government Before serving as the Minister of Social Development, Bathabile Olive Dlamini is a South African politician. She is also a member of the National Assembly, and in 2010 she was selected to be the Minister of Social Development by President Jacob Zuma. Source: Who’s Who Southern Africa, Wikipedia

ELIZABETH DIPUO PETERS Minister of Transport, South African Government The previous Premier of the Northern Cape provincial government was also a member of the Northern Cape Provincial Legislature. Her role as a female is widely respected, not only as the Minister of Transport, but in the Women’s League, serving on the National Executive Committee. Source: Who’s Who Southern Africa

Source: GCIS, SA History, African Confidential

BOMO EDNA MOLEWA Minister of Water and Environmental Affairs, South African Government Bomo Edna Molewa is basking in educational accolades. She completed a course in Economic Leadership for the New Millennium and Administration Management from Wharton School of Business in the USA – among other achievements. Currently, Bomo is the author of unpublished articles, which fall under the topics of Labour, Economics and Political Education. Source: GCIS

LULAMA XINGWANA Minister of Women, Children and People with Disabilities, South African Government Being a member of Parliament since 1994 has gained Lulama Xingwana a lot of recognition, both respectfully and on the controversial front. The former Minister of Arts and Culture is a present member of the African National Congress Women’s League Working Committee. Source: GCIS, Who’s Who Southern Africa

INDEX

P U B L I C S E CTOR (GOV E RN M E N T )

PUBLI C SECTOR GOVERNMENT ORGANISATIONS LOCAL GOVERNMENT UNICITIES/METRO MUNICIPALITIES • City of Cape Town Metropolitan Municipality • Ethekwini Metropolitan Municipality PG 96 • Nelson Mandela Bay Metropolitan Municipality • Ekurhuleni Metropolitan Municipality • City of Johannesburg Metropolitan Municipality PG 108 DISTRICT MUNICIPALITIES • City of Tshwane Metropolitan Municipality PG 106 • Lejweleputswa District Municipality LOCAL COUNCILS/MUNICPALITIES • Gamagara Local Municipality • Jozini Local Municipality • Sakhisizwe Local Municipality • Saldanha Bay Local Municipality • Drakenstein Local Municipality • Stellenbosch Local Municipality LOCAL GOVERNMENT AGENCIES & BODIES • City of Joburg Property Company (Pty) Ltd • Coega Development Corporation (Pty) Ltd • East London Industrial Development Zone (Pty) Ltd • Johannesburg Roads Agency (Pty) Ltd • Mafikeng Industrial Development Zone (Pty) Ltd PROVINCIAL GOVERNMENT PROVINCIAL GOVERNMENT DEPARTMENTS • Department of Economic Development - Northern Cape • Office of the Premier - Eastern Cape • Office of the Premier - Gauteng • Office of the Premier - Northern Cape • Office of the Premier - North West • Department of Health - Northern Cape • Department of Health - Western Cape • Department of Health and Social Development - North West • Department of Housing - Gauteng • Department of Human Settlement - KwaZulu-Natal • Department of Human Settlement - Western Cape • Department of Local Government and Housing - Limpopo • Office of the Premier - KwaZulu-Natal • Office of the Premier - Free State • Office of the Premier - Limpopo • Office of the Premier - Mpumalanga • Office of the Premier - Western Cape • Department of Environmental Affairs and Development Planning - Western Cape • Department of Cooperative Governance, Traditional Affairs & Human Settlements - Free State • Department of Education - Eastern Cape • Department of Education - Free State • Department of Education - Gauteng • Department of Education - KwaZulu-Natal • Department of Education - Limpopo

• Department of Education - Mpumalanga • Department of Education - North West • Department of Education - Northern Cape • Department of Education - Western Cape • Department of Finance - North West • Department of Human Settlement - North West • Department of Agriculture - Free State • Department of Agriculture - Limpopo • Department of Agriculture - Western Cape • Department of Agriculture & Rural Development - Eastern Cape • Department of Economic Development & Tourism - KwaZulu-Natal • Department of Economic Development, Environment & Tourism Limpopo • Department of Agriculture & Rural Development - Gauteng • Department of Agriculture, Conservation, Environment and Rural Development- North West • Department of Agriculture, Environmental Affairs & Rural Development - KwaZulu-Natal • Department of Agriculture, Land Reform and Rural Development Northern Cape • Department of Agriculture, Rural Development and Land Administration - Mpumalanga • Department of Arts and Culture - KwaZulu-Natal • Department of Community Safety - Gauteng • Department of Community Safety - Western Cape • Department of Community Safety and Liaison - KwaZulu-Natal • Department of Community Safety, Security and Liaison - Mpumalanga • Department of Co-Operative Governance and Traditional Affairs Kwa-Zulu Natal PG 117 • Department of Co-Operative Governance, Human Settlement and Traditional Affairs - Northern Cape • Department of Cultural Affairs and Sport - Western Cape • Department of Culture, Sport & Recreation - Mpumalanga • Department of Economic Development & Environmental Affairs Eastern Cape • Department of Economic Development & Planning - Gauteng • Department of Economic Development and Tourism - North West • Department of Economic Development and Tourism - Western Cape • Department of Economic Development, Environment & Tourism Mpumalanga • Department of Economic Development, Tourism & Environmental Affairs - Free State • Department of Environmental Affairs and Nature Conservation Northern Cape • Department of Finance - Eastern Cape • Department of Finance - Gauteng • Department of Finance - KwaZulu-Natal • Department of Finance - Mpumalanga • Department of Finance - Northern Cape • Department of Finance - Western Cape- see Western Cape Provincial Treasury • Department of Health - Eastern Cape • Department of Health - Free State • Department of Health - Gauteng • Department of Health - KwaZulu-Natal • Department of Health - Mpumalanga 100

P U BLIC S E C TO R ( G OVE RN M E N T )

• Department of Health & Social Development - Limpopo • Department of Housing - Eastern Cape • Department of Human Settlement - Mpumalanga • Department of Human Settlements - Free State • Department of Infrastructure Development - Gauteng • Department of Local Government - Western Cape • Department of Local Government & Housing - Gauteng • Department of Local Government & Traditional Affairs - KwaZulu-Natal • Department of Local Government & Traditional Affairs - Northern West • Department of Local Government and Traditional Affairs - Eastern Cape • Department of Police, Roads and Transport - Free State • Department of Provincial Treasury - Free State • Department of Provincial Treasury - Limpopo • Department of Public Safety - North West • Department of Public Safety, Security and Liaison - Limpopo • Department of Public Works - KwaZulu-Natal • Department of Public Works - Limpopo • Department of Public Works and Rural Development - Free State • Department of Public Works, Roads & Transport - North West • Department of Public Works, Roads and Transport - Mpumalanga • Department of Roads & Public Transport - Gauteng • Department of Roads & Public Transport - Limpopo • Department of Roads & Public Works - Eastern Cape • Department of Roads and Public Works - Northern Cape • Department of Social Development - Eastern Cape • Department of Social Development - Free State • Department of Social Development - Gauteng • Department of Social Development - KwaZulu-Natal • Department of Social Development - Mpumalanga • Department of Social Development - Western Cape • Department of Social Services and Population Development Northern Cape • Department of Sport and Recreation - KwaZulu-Natal • Department of Sport, Arts and Culture - Limpopo • Department of Sport, Arts and Culture - North West • Department of Sport, Arts and Culture - Northern Cape • Department of Sport, Arts, Culture & Recreation - Eastern Cape • Department of Sport, Arts, Culture & Recreation - Free State • Department of Sport, Arts, Culture & Recreation - Gauteng • Department of Tourism - Northern Cape • Department of Transport - KwaZulu-Natal • Department of Transport & Safety - Eastern Cape • Department of Transport and Public Works - Western Cape • Department of Transport, Safety and Liaison - Northern Cape • South African Police Services (SAPS) - KwaZulu-Natal • Western Cape Provincial Treasury (WCPT) PROVINCIAL GOVERNMENT AGENCIES • Casidra (Pty) Ltd • Eastern Cape Development Corporation (ECDC) • Free State Gambling and Racing Board • Gauteng Enterprise Propellar (GEP) • Invest North West South Africa • Ithala Development Finance Corporation Limited • Johannesburg Roads Agency • Limpopo Business Support Agency (Pty) Ltd 101

IN D EX

• Limpopo Economic Development Enterprise • Mandela Bay Development Agency • Roads Agency Limpopo (Pty) Ltd • Trans Caledon Tunnel Authority - TCTA • Western Cape Gambling & Racing Board • WESGRO • Johannesburg City Parks & Zoo • Johannesburg Housing Company NPS NATIONAL GOVERNMENT NATIONAL GOVERNMENT DEPARTMENTS • Department of Agriculture, Forestry and Fisheries • Department of Arts and Culture • Department of Basic Education • Department of Communications • Department of Correctional Services • Department of Health • Department of Human Settlements • The Department of International Relations and Co-Operation • Department of Labour PG 103 • Department of Mineral Resources • Department of Public Enterprises • Department of Public Service & Administration • Department of Public Works • Department of Rural Development and Land Reform • Department of Science & Technology • Department of Social Development • Department of Sport & Recreation South Africa • The Department of Trade and Industry (the dti) PG 1 • Department of Water Affairs • Government Communication & Information System (GCIS) • Independent Complaints Directorate • National Library of South Africa • South African Revenue Service - SARS NATIONAL GOVERNMENT AGENCIES • Agricultural Research Council (ARC) • Auditor-General South Africa • Centre for Public Service Innovation (CPSI) • Construction Industry Development Board (CIDB) • Council for Geoscience • Council for Medical Schemes • Council for Scientific & Industrial Research - CSIR • Government Employees Medical Scheme (GEMS) • Government Employees Pension Fund (GEPF) • Human Sciences Research Council (HSRC) • Independent Communications Authority of South Africa (ICASA) • Independent Development Trust • Independent Electoral Commission (IEC) • Ithemba Labs • Khula Enterprise Finance Limited • Media Development and Diversity Agency (MDDA) • National Agricultural Marketing Council • National Arts Council of South Africa (NACSA) • National Development Agency (NDA) PG 115 • National Empowerment Fund

INDEX

P U B L I C S E CTOR (GOV E RN M E N T )

PUBLI C • National Energy Regulator of South Africa (NERSA) • National Film & Video Foundation • National Heritage Council of South Africa • National Home Builders Registration Council (NHBRC) • National Housing Finance Corporation (NHFC) • National Lotteries Board • National Student Financial Aid Scheme (NSFAS) • National Youth Development Agency (NYDA) PG 114 • Pan South African Language Board (PANSALB) • Petroleum Agency SA (Pty) Ltd • Public Investment Corporation (PIC) • Sasria Limited • SEDA Technology Programme • SITA (Pty) Ltd (State Information Technology Agency) • Small Enterprise Development Agency (SEDA) • South African Bureau of Standards (SABS) • South African Local Government Association (SALGA) • South African National Biodiversity Institute • South African Maritime and Safety Authority (SAMSA) PG 136 • South African Nuclear Energy Corporation • South African Weather Service (SAWS) • The Freedom Park • The Road Traffic Management Corporation • The South African National Roads Agency (SANRAL) • Brand South Africa • Export Credit Insurance Corporation of South Africa SOC Limited • National NDT Services • Productivity SA • The Competition Commission SETAS • Agricultural Sector Education Training Authority (AgriSETA) • Banking Sector Education and Training Authority (BANKSETA) • Chemical Industries Education & Training Authorities (CHIETA) • Construction, Education & Training Authority (CETA) • Education, Training and Development Practices SETA • Energy & Water Sector Education and Training Authority (ESETA) • Financial and Accounting Services Sector Education and • Training Authority (FASSET) • Food and Beverages Manufacturing Industry Sector Education • Forest Industries Education and Training Authority (FIETA) • Health and Welfare Sector Education and Training Authority (HWSETA) • Local Government Sector Education Training Authority (LGSETA) • Manufacturing, Engineering and Related Services SETA • Media, Advertising, Publishing, Printing and Packaging SETA • Mining Qualifications Authority • Services Sector Education Training Authority (SERVICES SETA) • South African Qualifications Authority (SAQA) • Umalusi Council for Quality Assurance in General & Further Education & Training • Transport Education and Training Authority (TETA) PG 112

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• Wholesale & Retail Sector Education Training Authority (W&RSETA) • Food and Beverages Manufacturing Industry Sector Education INSTITUTIONS • Commission for Gender Equality (CGE) • South African Human Rights Commission (SAHRC) NON-GOVERNMENT ORGANISATIONS • Foundations • Dell Development Fund • Telkom Foundation • Vodacom Foundation Trust

COMPANIES & ORGANISATIONS • Accounting Standards Board (ASB) • Anglo American Limited • Board of Healcare Funders of South Africa (BHF) • Business Against Crime South Africa (BACSA) • Business Unity South Africa (BUSA) • Cape Town Partnerships • Catholic Welfare & Development • Film and Publication Board (FPB) • Independent Municipal & Allied Trade Union - IMATU • Lifeline Southern Africa • National Business Initiative • National Urban Reconstruction & Housing Agency (NURCHA) • New Lovelife Trust (Pty) Ltd • Proudly South African • Public Servants Association of South Africa • Read Educational Trust • Sonke Gender Justice Network (JHHESA) • South African Banking Risk Information Centre (SABRIC) • South African Institute for Entrepreneurship • Southern African Music Rights Organisation (SAMRO) • Strategic Partners in Tourism t/a Tourism Enterprise Partnership (TEP) • Enablis Entrepreneurial Network South Africa • The Institute of Bankers in South Africa (IOB) • Timbali Technology Incubator • Tourism Business Council of South Africa - TBCSA • Wines of South Africa (WOSA) • Women’s Legal Centre Trust • Africa Institute of South Africa-AISA • Black Mangement Forum Investment Company Limited • Cement & Concrete Institute • Centre for Early Childhood Development NPC • Development Action Group • Durban Chamber of Commerce and Industry • Khayiselani Development Trust

27 FEBRUARY TO 2 MARCH 2014

Welcome to Tshwane, an African capital city of excellence that blends the depth of local culture with entertainment, wildlife, outdoor experiences and good weather all year round. The City of Tshwane surpassed its own victory expectations when it hosted a successful inaugural premier PGA golf tournament known as the Tshwane Open early this year. The second dose of the tournament promises to be much bigger and more spectacular. The Tshwane Open golf tournament is co-sanctioned by the Sunshine Tour and the European Tour. The second round of the tournament will be held from 27 February to 2 March 2014 at the distinguished Els Club Copperleaf Golf Estate in Centurion. The hosting of an event of this magnitude and calibre is a demonstration of the City of Tshwane’s confidence in hosting big strategic events successfully, while striving for economic competitiveness and igniting excellence in all its core functions. Through the Tshwane Open, the City has projected Tshwane as a leading capital city on the African continent. We have exploited our tourism potential and ensured that golf tourists experience the life and ambience of Tshwane. The tournament was a great platform to propel the city forward. Be part of the experience by purchasing hospitality packages or Tshwane Open daily access tickets. For more information please log on to www.tshwaneopen.co.za.

Tshwane Open – it’s more than just golf. For more information visit our website www.tshwane.gov.za

https://twitter.com/CityTshwane

CityOfTshwane

IGNITING EXCELLENCE

D I S TRIC T M U N IC IPALITIE S / C ITY O F TS HWAN E

Igniting excellence in Tshwane The City of Tshwane

Metropolitan Municipality was established on December 5 2000, when 13 former city and town councils merged under an executive mayoral system. After the merger with Metsweding in 2011, it became the single largest metropolitan municipality in Africa. Tshwane, the city that the municipality administrates, is the thirdlargest city in the world, after New York and Tokyo/Yokohama, in terms of land area. The City of Tshwane, which has 105 wards and 210 councillors, has a population of about 2.9 million citizens, and is divided into seven city regions to strengthen service delivery and ensure coordination. The merger has brought many opportunities to diversify the City of Tshwane’s revenue base. The additional land allows the municipality to carry out more projects that require land and to participate more meaningfully in agricultural activities. The merger is built on more than geographical proximity. All the regions now share the mandate to render focused, dedicated and improved services to the community. The City of Tshwane’s development guide, Tshwane Vision 2055 – Remaking South Africa’s Capital City, was launched by the Executive Mayor, Kgosientso Ramokgopa, in September 2013. “By 2055, our city should be a liveable, resilient and inclusive space in which citizens enjoy a high quality of life, have access to social, economic and enhanced political freedom and be a place where citizens are partners in the development of the African capital city of excellence,” Ramokgopa enthused. The launch came after a year of intensive consultation on what residents would like their city to look like by 2055. During the past year, the City requested residents to think systemically about the growth and development path necessary to rid Tshwane of the legacy of the past. The Tshwane Vision 2055 process was inspired by the clarion call of the Freedom Charter: “The people shall govern”. Tshwane is one the economic gateway cities to Africa and the world. Three major automotive manufacturers and assemblers, who

produce almost 40 percent of passenger vehicles manufactured in South Africa, are situated in Tshwane. The most important economic sectors in Tshwane are, in order of priority, community service, finance and manufacturing. The largest sub-sectors in manufacturing are metal products, machinery and household appliances, followed by transport equipment. Tshwane is a ‘smart city’ – a leader in education, research and

technology, electronics and information technology as well as defence design and construction. Altogether, 85 percent to 90 percent of all research and development in South Africa are conducted in Tshwane. The city is also home to the country’s first science park, the Innovation Hub, which promotes innovation in high-tech enterprises, and forms part of a public-private partnership of the Gauteng Provincial Government known as Blue IQ, which aims to stimulate growth in technology and manufacturing. The City of Tshwane’s approved Information Communications Technology Strategy is the foundation of its smart city initiative that emphasises the Tshwane 2055 development strategy. ICT in the City is at the core of enhancing the delivery of basic services and improving the quality of life, as ICT lights up new horizons for residents.

ICT investment and priorities are driven by these objectives: • I mproving revenue collection and helping to generate new income; •B uilding a robust ICT infrastructure that stimulates economic growth; • I mproving the delivery of basic services; and •B ridging the digital divide through cheaper and free Wi-Fi broadband networks. These outcomes are necessary for the improvement of the City’s processes and systems, the roll-out of its smart metres, intelligent traffic management, improvement of public safety and a reduction in the cost of doing business. Acknowledging the importance of education and access to information, the City will roll out free Wi-Fi access to residents and students in the city. This project will be done in partnership with Project Isizwe, a non-profit making global movement whose aim is to provide free internet to Africa. The free Wi-Fi project will be extended to poorer communities, highly densified urban areas and educational institutions in Tshwane. By the end of November 2013, Phase One of the roll-out will see a fully managed free internet zone at the Tshwane University of Technology’s Soshanguve Campus, the University of Pretoria’s Hatfield Campus, the Tshwane North College, Mamelodi Community Centre and Church Square. Phase Two will be rolled out in 2014 and will focus on providing a free internet zone to 213 schools in Soshanguve, Mamelodi and Atteridgeville. The long-term plan is to provide free Wi-Fi to all government educational institutions in Tshwane by 2016, making this initiative the first at local government level. Tshwane has a rich and diverse heritage. As the capital of South Africa, Tshwane is home to more than 100 embassies, trade delegations, consulates and NGOs, giving it a cosmopolitan flavour. It is a city of contrasts and, therefore, vibrant and fascinating. Several landmarks reflect the transformation to a full democracy.

Physical Address

Cnr Madiba (Vermeulen) & Lilian Ngoyi (Van Der Walt) Streets, Isivuno Building, Pretoria, 0002

Postal Address

PO Box 403, Pretoria, 0002

Telephone

+27 (0) 12 358 9999

Fax

+27 (0) 12 358 4896

Website

www.tshwane.gov.za

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ADVERTO R IAL

SA’s capital

2055

women’s day poster gugu 7/24/13 1:59 PM Page 1 C

CY CMY

Joburg City – working towards gender equality

Johannesburg City’s commitment to gender equality is unequalled. It has a proud record of gender equality with six women in the political leadership – the Mayoral Committee, headed by Madam Speaker, Clr Conny Bapela. There are also 14 administrative women leaders who are departmental heads, chief executive officials and managing directors of municipal entities. The City salutes all women of Johannesburg in appreciation of their contribution towards a century of women empowerment, gender equality and well-being of the City.

Composite

CI TY OF J OH A NNE SBU RG / M E TRO P O LITAN M U N IC IPALITIE S

ADVERTO R IAL

Looking ahead in the establishment of sustainable and eco-efficient infrastructure solutions (e.g. housing, eco-mobility, energy, water, waste, sanitation and information and communications technology), to create a landscape that is liveable, environmentally resilient, sustainable, and supportive of low-carbon economy initiatives.

The Joburg 2040 GDS

is an aspirational strategy that defines the type of society the city aspires to achieve, by 2040. The strategy restates the City’s resolve in confronting the past injustices created during Apartheid, working towards a democratic, non-racial, non-sexist and just City while simultaneously confronting present and future challenges as they emerge.

Therefore, it contains: • A vision and mission – which serves as a mental picture of Joburg, the city, by 2040; • Principles – the values held by the City, as first articulated in the 2006 GDS; • Outcomes – what the City seeks to achieve by 2040; • Long-term outputs – the deliverables through which the City plans to achieve the desired outcomes; and • Indicators – the measures through which the City plans to assess progress against its desired outcomes. The Joburg 2040 GDS is not a spatial vision or statutory plan. Instead, the Joburg 2040 GDS is a prerequisite for medium-term, strategic, spatially-oriented plans for the infrastructure, housing and transportation sectors. It provides a set of defined strategic directions that frame the five-year IDP and other medium-term plans. In support of long-term delivery, the IDP will contain specific five-year operational activities, targets and financial budgets. Each strategy has built on the last, adjusting

Telephone

+27 (0) 86 056 2874

Fax

+27 (0) 11 358 5911

Website

www.joburg.org.za

to issues of the day and serving as a living document, able to change as necessary. These include amongst others the ‘Joburg 2030’ that was developed to gear the city for economic growth and competitiveness, while the HDS aimed to counterbalance economic growth imperatives with a focus on pro-poor interventions, to reduce poverty. However, the objective of integrating all strategies resulted in a single strategy that included too many long-term goals and strategic interventions (62 long-term goals). In using the original GDS as a sound base for the formulation of the Joburg 2040 GDS, the City has gone to greater lengths to analyse Johannesburg-specific data, trends and dynamics that may affect the city in the future. FOUR MAJOR OUTCOMES DEFINE THE JOBURG 2040 GDS AS FOLLOWS: OUTCOME 1: Improved quality of life and development-driven resilience for all The City envisages a future that presents significantly improved human and social development realities, through targeted focus on poverty reduction, food security, development initiatives that enable selfsustainability, improved health and life expectancy, and real social inclusivity. By 2040, the City aims to achieve substantially enhanced quality of life for all. OUTCOME 2: Provide a resilient, liveable, sustainable urban environment – underpinned by infrastructure supportive of a low-carbon economy The City plans to lead

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OUTCOME 3: An inclusive, job-intensive, resilient and competitive economy that harnesses the potential of citizens The City of Johannesburg will focus on supporting the creation an even more competitive, ‘smart’ and resilient city economy, when measured in relation to national, continent and global performance. The City will promote economic growth and sustainability through the meaningful mobilisation of all who work and live here, and through collaborating with others to build jobintensive long-term growth and prosperity, from which all can benefit. OUTCOME 4: A high performing metropolitan government that pro-actively contributes to and builds a sustainable, socially inclusive, locally integrated and globally competitive Gauteng City Region- The City envisages a future where it will focus on driving a caring, responsive, efficient and progressive service delivery and developmental approach within the GCR and within its own metropolitan space, to enable both to reach their full potential as integrated and vibrant spaces. The Joburg 2040 GDS responds to the multiple challenges and uncertain futures faced by the city. To cope with change, the City of Johannesburg aims to strengthen the adaptive capacity of the City and its citizens, so that it may become more resilient to potential and unpredictable futures. Rather than develop a blueprint plan for the future, the Joburg 2040 GDS lays the foundation for multi-level, multi-scalar and integrated responses to the challenges the city faces. It is hoped that a systemic shift towards a ‘business unusual’ approach and culture will emanate from the Joburg 2040 GDS – thereby increasing the resilience, liveability and sustainability of the city.

I N T ERVI EW

A RM S COR

Women in defence leadership, gaining momentum Lulu Mzili

is a member of the Executive Management of Armscor, and heads up the Marketing and Business Development portfolio. Before embarking on her current role, she spent almost 14 years in the financial services sector where she held various leadership roles. On her list of accolades, she holds various leadership certificates and adds a significant contribution as a member of IoDSA, MASA, BWA, BMF and Business Engage. What is women’s stance in the military and defence arena? The year 2013 is a remarkable year for women in our country. We celebrate 100 years of women’s struggles for liberation from all forms of oppression in South Africa, guided by the theme, ‘A Centenary of Working Together towards Sustainable Women Empowerment and Gender Equality’. The perception that the defence industry is male dominated is slowly changing as women’s participation in the industry is gaining momentum – though we have not reached the ideal stage of gender representation, especially at the higher echelons of leadership; the latter being a general phenomenon in our country. How significant has the gender transformation been in this industry? Traditionally, the defence industry was not associated in any way with femininity. Now, opportunities are opening up for women to wield their influence in this industry. The number of female engineers and scientists at ARMSCOR is rising compared to previous years. There has been a remarkable change even in leadership. The defence industry is under the helm of a woman and has been led by women Ministers since 2009.

“Our support to eight (8) schools in Tshwane to improve results in Mathematics and Science has yielded positive results, an average of 51 percent in these subjects was achieved in the 2012 matric year.”

This involves acquisition and maintenance of defence material, research and development, as well as test and evaluation of equipment. Over the years, we have also successfully provided these services to other Government Departments. We are committed to continue delivering on this mandate with the South African Defence Industry (SADI) as our strategic partner, which ARMSCOR also provides marketing support to for exposure in local and international markets. It is suffice to say that SADI has benefited immensely from this marketing support. We are proud to have achieved the Level 3 B-BBEE status, a significant improvement from Level 7 B-BBEE status held in the previous years. This rating recognises What have ARMSCOR put in place to drive ARMSCOR’s efforts in strongly changing gender empowerment in the industry? the organisation, to not only comply with In ARMSCOR, strides have been made to legislative requirements, but also bring improve gender representation as guided about substantial and visible transformation by the Employment Equity Act 55 of 1998. Despite improvement made over the previous to an organisation. ARMSCOR regards its contribution towards education as key to years on gender empowerment, our focus remains closing the gender disparity gap at all building the future of our country. Our support to eight schools in Tshwane to levels of operations. improve results in Mathematics and Science We are committed to overcoming this has yielded positive results, an average of 51 challenge, which not only features in our defence environment but in most environments percent in these subjects was achieved in the where technical skills are key. Furthermore, our 2012 matric year. Talent and Skills Development Programmes Does Armscor have any exciting upcoming also provide opportunities for women to initiatives? progress and make inroads in their careers. We are currently reviewing our Corporate ARMSCOR’s sponsorship of the ‘Science Social Investment (CSI) programmes to and Technology’ category award of the 2013 Top Women Awards signifies the appreciation improve on what we have already achieved. And as such, we are aiming at expanding our and commitment that the organisation has CSI footprint, nationally, in particular our towards gender empowerment. flagship programme, i.e. the School Learner What are some of ARMSCOR’s key successes Enhancement programme. With the shortage of skills in the engineering and science fields, and achievements over the past 10 years? As an Acquisition Agency for the Department we are committed to making a difference of Defence and Military Veterans, ARMSCOR that will not only benefit ARMSCOR but the has been successfully delivering on its mandate. country at large.

Physical Address

Cor. Delmas Drive & Nossob Street, Erasmuskloof Ext. 4, Pretoria, 0001

Postal Address

Private Bag x337, Pretoria, 0001

Telephone

+27 (0) 12 428 1911

Fax

+27 (0) 12 428 5635

Website

www.armscor.co.za

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G OV E R NM E NT ORGA NI S AT I ON / NATIO NAL G OVE RN M E N T AG E N C IE S

Lulu Mzili General Manager Marketing & Business Development Previous portfolios Various leadership positions held in the Sales, Marketing and Business Development environments in the private sector and extensively in the Financial Services sector University Unisa and Nelson Mandela Metropolitan University Qualifications MBA Cum Laude, BComm and BComm (Hons) in Business Management as well as a Certificate in Strategic Management and a Certificate in Financial Management and Control Other interests Besides spending time with her family, Lulu enjoys reading, travelling, golf, networking and attending informative forum events

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INTERVIEW

I N T E RV I EW

T RA NS P ORT E D U C ATIO N & TRAIN IN G AU THO RITY

Setting the bar in Transportation Maphefo AnnoFrampong

has extensive experience in various departments at provincial and national level. 12 of these years were at managerial level, ranging from being a School Inspector in Mpumalanga to being Co-ordinator of Skills Development for Teachers at National Department of Education to Policy Coordination in National Department of Transport. She also served as Regional Director for Roads and Community Safety in the Northwest Province, where she faced tough challenges as a female in a male dominated environment that she feels have prepared her for turning the Transport Education and Training Authority (TETA) around. Main functions and activities of TETA TETA’s mandate amongst others involves the development of a Sector Skills Plan (SSP) for the Transport Sector, the implementation of the Sector Skills Plan through learnership implementation; approval of Workplace Skills Plans; allocation of levy grants; the monitoring of ETD activities in the Transport Sector; and quality assurance of ETD interventions. Maphefo is aware that there are other key priorities that need to be addressed in the Transport Sector. The following areas form part of the key target areas for TETA: • Playing a central role in ensuring that the Transport Sector as a whole has the right skills. • Training taxi drivers to fulfill their important role as ambassadors for the country. • Providing skills to give support for the upgrading of public transport for all modes. • Targeting schools especially in the rural areas to get the right candidates involved with TETA’s bursary programme. • Accelerating training of scarce, critical and priority skills in all sub-sectors within transport. • Expanding participation in all critical groups, by supporting NGO, CBO, CBC sector and also sustaining new venture creations owned by young people. • Recognising and supporting Institutes of Sectoral and Occupational Excellence (ISOEs). • Driving key projects by extending reach to non-participating stakeholders, large companies, SMMEs and BEE in the area of skills development. • Improving the opportunities for learners to be exposed to workplace experience and

placement particularly those in Further Education and Training and Higher Education and Training institutions. • Reviewing TETA’s priorities and strategies for maximum impact in the sector. • Positioning TETA as a learning organisation so that there is requisite capacity in the sector. What is the driving force behind gender empowerment at TETA? Many a times the priorities exceeds the budget allocated to sustain it. That is why TETA has undertaken research to identify areas of need and major challenges in the Transport Sector. The introduction of the annual training report and workplace skills plan has proved to be quite valuable in holding various organisations accountable for what they have set out to accomplish in each year of submission. These plans, however, are not the sole source of research for the sector. Maphefo says, “Through the use of market analysis and reports from Statistics SA on the Transport Sector, we are able to review the current state by analysing salary levels, age of employees, race, gender, literacy, etc. This gives us a far better indication of what needs to be put in place to combat these challenges and promote gender empowerment.” What are some of the major successes of TETA? Maphefo joined TETA at a crucial time when SETA’s licences were almost due for renewal. At that time the organisation was not in a good state due to other challenges that were experienced prior her arrival. With a goal to turnaround the image and integrity of the organisation, Maphefo had to make tough decisions and double her efforts to ensure that TETA is repositioned as The Heart of Skills Innovation in the Transport Sector. To achieve this vision, the whole team at TETA including the stakeholders had to catch the vision and run with it while Maphefo steered the ship as the Captain. Today, TETA is once again the respectable driving force behind the growth and development of the transportation industry. One of the major successes for TETA includes amongst others the funding of a girl child from rural Limpopo to become a Pilot, the funding of the first woman to become a commercial diver and other interventions which includes the establishment of a National Vocational Certificate in Transport which is now offered in eight FET colleges around the country. This was done in conjunction with the Department of

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Education, “The introduction of the certificate programme exposes candidates to a wider scope of transportation and with the help of private and public entities, candidates are also provided with practical skills geared to assist them when entering employment.” Maphefo believes this will address skills shortages at the grassroots level. What role did women play in TETA’s new-found success? For Maphefo women’s leadership style differs to that of their male counterparts. Due to their nurturing instincts, women tend to engage more which allows them to build and maintain relationships with ease. It is this versatility that drove new partnerships, retained loyal relationships with stakeholders and opened new doors. At TETA, these women are vital at diffusing conflict situations and maintained customer satisfaction that enabled the rebuilding of our success and reputation. What are the most challenging aspects of being CEO? There are various challenges when you are the CEO of a major organisation, but these Maphefo considered as major building blocks. These challenges ranged from stakeholder participation, commitment from organisations in their skills plans, criticism from external sources to effectively managing the workforce. What management strategy have you put in place to address these challenges? Maphefo approaches all challenges the same way she approaches her life. She looks at what has been done well, what requires improvement and why, and finally how these can be resolved. For her, no entity can function sustainably in isolation. That is why she is continuously canvassing new ways to drive stakeholder participation. A good example of participation from both public and private organisations is our annual roadshow that has become so successful that it has opened doors to other areas TETA has not reach. What is your work and life philosophy? I believe we are all given gifts, and like the book of Proverbs says – “If we nurture and grow these gifts, they can open doors.” At TETA, I am given the opportunity to develop the talent of those around me and truly make a difference to the lives of employees and future stakeholders.

GOV E R NM E NT ORGA N IS ATIO N S / NATIO NAL G OVE RN M E N T / S E TA

INTERV IEW

Maphefo Anno-Frampong Position Chief Executive Officer Qualifications Executive Development Programme, Presidential Strategic Leadership Development Programme, Management Advancement Programme, Master of Education, Bachelor of Education (Honours), and Bachelor of Education Pedagogy Universities UNISA School of Business, University of North West, Wits Business School, Rand Afrikaans University and University of the North Other interests God and my family Best Decision Leaving my comfort zone and taking on the challenge of making a difference at/ through TETA Worst Decision There are no worst decisions, just lessons learnt from the mistakes Iâ&#x20AC;&#x2122;ve made. These have made me who I am today

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‘The NYDA funded my business and I am now dream’ ‘The living NYDAmy funded my business and I am now living my dream’ Dineo Moloi, J4X Clothing

We have assisted thousands of young people through providing business finance, business development services, entrepreneurship training, mentorship

Dineo Moloi,linkages J4X Clothing and business to realise their entrepreneurial dream. Talk to us about your business and become the next entrepreneur to receive our support.

We have assisted thousands of young people through providing business finance, business development services, entrepreneurship training, mentorship and business linkages to realise their entrepreneurial dream. Talk to us about your business and become the next entrepreneur to receive our support.

0800 52 52 52 www.nyda.gov.za @NYDARSA

National Youth Development Agency

@NYDARSA

National Youth Development Agency

0800 52 52 52 www.nyda.gov.za NYDA_BWs_SK1707.indd 1

OUR YOUTH. OUR FUTURE.

2013/07/17 5:13 PM

LO C AL G OV E R NM E NT / AGE NCI E S & B O D IE S / NATIO NAL D EVE LO P M E N T AG E N C Y

ADVERTO R IAL

Empowering women to make a difference Three women from the National Development Agency (NDA) funded projects were recently nominated for the newly formed ‘Civil Society Award’ of the Top Women Awards. Makhosazane Sambo of the Ikhwezi Agricultural Cooperative made Mpumalanga women proud by scooping the inaugural award. Department of Social Development Minister, Bathabile Dlamini introduced the new category that was sponsored by NDA. NDA is a public entity that reports to Parliament through the Minister of Social Development, Ms Bathabile Dlamini. It has offices in all nine provinces of the country. Its primary mandate is to contribute towards poverty eradication by granting funds to civil society organisations for the purposes of developing poor communities. In order to make a difference, get closer to the vision of a society free from poverty, the Agency took a decision to focus on four areas, i.e. early childhood development, food security, enterprise development and capacity building. To date, the NDA has disbursed over R1 billion to civil society organisations involved in the above-mentioned areas. Capacity building continues to be the cornerstone of NDA funding as it ensures the long-term sustainability of all funded projects through technical and organisational skills development initiatives. SOME OF THE WOMEN WHO BENEFITTED FROM NDA FUNDING: MAKHOSAZANE SAMBO Ikhwezi Agricultural Cooperative Makhosazane Sambo was groomed for a life in Agriculture, from birth, by her parents who had a passion in farming. In the year 2000, she and other community women formed Ikhwezi Agricultural Cooperative to address

give learnership training to students. With Makhosazane’s vision, the Cooperative now has a packaging house at its premises and their produce is sold in all the major supermarkets in Mpumalanga. MARY LANGA Vukuzithathe Community Project Mary Langa is a community builder from Matshentsikazi village in KwaZulu-Natal. After living in a community struck by poverty her whole life, she and her husband started a community project called Vukuzithathe meaning ‘wake up and do it yourself ’. They produce fresh vegetables that are sold to the community and surrounding retail stores. Mary, who was elected as chairperson, did not see age as a barrier in implementing new innovative farming and economic development ideas in her village. Under her leadership, project members are working alongside the youth as a way of transferring skills to ensure long-term sustainability.

Makhosazane Sambo won the Civil Society Award at the 2013 Top Women Awards. With her vision, Ikhwezi Cooperative now has a packaging house at its premises and their produce is sold in all the major supermarkets in Mpumalanga.

the need for more vegetable supplies in their community. Ikhwezi Agricultural Cooperative is flourishing and is well known in the Mpumalanga province for training upcoming cooperatives. The Department of Agriculture and AGRISETA use the cooperative to

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MERIAM MAUPI MATLADING Mapuwe Garden Project Poverty was the main motivator for Meriam Matlading to form a group of 15 women to start a project in 2006. The project now supplies vegetables to supermarkets such as Spar and Boxers. Meriam is well known in Sekhukhune district as ‘the vegetable lady’. Her project has 16 direct beneficiaries and seven full-time workers. She has won several awards in the Province including the ‘Female Farmer of the Year’ in Limpopo. Currently, she is nominated for the ‘Family Farmer of the Year’ by the Department of Agriculture. As an organisation, the NDA has a staff compliment, of 118 of which 82 are women and 13 of them are in Senior Management positions.

NATI ONA L GOV E RNM E NT D E PARTM E N TS / KWA-ZU LU NATAL C O G TA

ADVERTO R IAL

Ahead of freedom may have inherited a country with millions of people afflicted by poverty, neglect and underdevelopment but through determination and careful planning, we have taken concrete steps to improve the lives of our communities. The province of KwaZulu-Natal (KZN) is home to 10.2 million citizens, making it the second most populous in the country according to the latest census figures. In the midst of the 10.2 million people live two citizens, namely GogoKhumalo (71) from Vierdriet in the Dannhauser Municipality and Melanie Booysen (18) from Durban. Their lives have been transformed. Our people are ready to celebrate the second decade of freedom in 2014. They now walk on tarred roads, live in improved towns and have access to improved public amenities, such as parks, sports and recreational facilities. Lest we forget, a mere 19 years ago, this was a far-fetched dream for the majority of our people. Latest research results from Census 2011 indicate that in terms of the living standards by South Africans, there has been a significant shift in people in the category of Living Standard Measure 1-3 to the category of Living Standard Measure 4-6 in the last 19 years. This is a clear indication that government’s programmes have benefited all throughout the country. This confirms the effectiveness of our policies. It also suggests that our people are correct to place their support, confidence and their future in the ANC-led government. Indeed it has been 19 years of accelerated change. This good news spells a good future for those still trapped in poverty and it attests to the fact that the better days are also in the horizon for them. While we have made the great strides in the 19 years of democratic rule, we are, however, still aware that we need to work harder before all our people can enjoy a better life. We know this because as government we are in daily contact with communities to serve their needs.

priorities we set for ourselves, not withstanding the challenges that still remain. For the 2013/14 financial year, an appropriation of R1.237 billion has been allocated to the department. This appropriation is allocated to:

PROGRAMME 1: Administration This programme is largely focused on building a more capable, more professional and more responsive department in line with the goals of the National Development Plan.

“We encounter many pitfalls, detours and dead ends along the way. However, we are proud to proclaim that a solid foundation for a new future in local government has been laid.” We promote equality in our society. We see our role as implementers of public policy that is translating visions into tangible delivery on the ground. In pursuit of this objective, we want to reiterate that we stand ready to breathe life to the vision entailed in the National Development Plan. The National Development Plan says that “between now and 2030, we need to move towards a state that is more capable, more professional and more responsive to the needs of its citizens”. We are climbing a steep path. We encounter many pitfalls, detours and dead ends along the way. However, we are proud to proclaim that a solid foundation for a new future in local government has been laid. Today in KZN, we have a stable local government system that complies with all the relevant legislative prescripts. Its agenda is firmly focused on development. The confidence of our people has been restored. Indeed, we have made huge progress on all the

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PROGRAMME 2: Local Governance Through this programme, we are able to focus on municipal finance through our Operation Clean Audit, councillor capacity building, rapid response to people’s needs, the establishment and monitoring of customer surveys as well as good governance in general. PROGRAMME 3: Development and Planning Through the Development and Planning Programme, we will develop municipal infrastructure to improve the delivery of basic services and tackle the eradication of electricity islands to increase access to electricity in targeted areas. Through this programme, we will also continue with the mandate to support municipalities and build their capacity via local economic development initiatives. PROGRAMME 4: Traditional Affairs We remain committed to restoring the dignity of traditional leadership in our province. This programme has been established to ensure that Amakhosi are adequately prepared for the leadership role they are called to fulfill within their communities. We say with pride that in the last four years, during which we have been entrusted with the responsibility to lead the Department of Co-operative Governance and Traditional Affairs, we have sown the seeds of an efficient developmental and sustainable local governance and put in place the relevant building blocks in order to make this system work.

ZOLEKA CAPA A WOMAN OF THE SOIL… … from nursing people to nurturing a province

his is a belief held by Zoleka Capa, MEC for Rural Development and Agrarian Reform in the Eastern Cape. Born in the little town of Flagstaff, in the Eastern Cape, Zoleka overcame almost insurmountable challenges to become the formidable woman, leader and mentor she is today. Like most children growing up in rural areas during the dark years of apartheid, Zoleka also believed there would be few opportunities for her personal advancement and no easy road to success. But through her faith and persistence, and a touch of fate, things would prove otherwise. She paints a picture of her early childhood – one of impoverishment and hardship. Without missing a day, no matter the weather, she walked barefoot for four kilometres to get to school, traversing hazardous terrain at great risk: crossing rivers and climbing hillocks, hungry and without breakfast.

Thozi kaManyisana MLO: Office of the MEC Rural Development and Agrarian Reform Department Eastern Cape Tel: 040 639 1180 • Fax: 040 639 3462 Cell: 082 494 3600

Zoleka completed her primary schooling at Ncuru Bantu Cultural School and part of her high school studies at Emfundisweni School, both in Flagstaff. After her family suffered misfortune, she moved to a remote area and completed her matric at Mount Hargreave High School, run by missionaries, where she stayed with a Reverend Fikeni. Her desire was to go to university but due to “homeland” politics and a lack of funds, she joined the Holy Cross Hospital in Flagstaff as a trainee nurse. There she obtained her diploma as a qualified nurse and midwife. She later registered for a BA in nursing through UNISA. But, it would take her a while to complete her degree. Behind the scenes, she was involved in underground activities with the ANC. On a number of occasions, she was detained for a few months at a time, and was charged with harbouring “arms and terrorists”, fi nally appearing in the Umtata High Court, where she won her case! By this time, 1976, her husband “Lancelot” Ndumiso Capa – whom she had met at school – went into exile. Zoleka remained at home caring for their three children; fighting on for the cause. In 1990, the ANC was unbanned and, through this organisation, she was granted a bursary to study in Australia. Synchronously, her husband had already been living in Australia for two years, studying for his BA in agriculture – at the same university Zoleka would attend: Hawkesbury University of Western Sydney. But first, Zoleka had to complete her BA through UNISA and thereafter, a “bridging”

Right: MEC Zoleka Capa and Nomzi Cingo during the harvesting event in Flagstaff.

course. At Haweksbury, Zoleka obtained her Masters degree in primary healthcare and midwifery. Ironically, both she and her husband graduated on the same day. She returned home and back to the Holy Cross Hospital where she continued to work and tutor (she had never resigned). From then, her rise to prominence was rapid: she was promoted to Deputy Director at the Department of Health for Region E (Kokstad); then elected as a member of parliament, chairing various committees, followed by her appointment as Executive Mayor of the OR Tambo District Municipality, where she served two five year terms. In late 2010, she was redeployed to the Eastern Cape Provincial Legislature and appointed MEC for Rural Development and Agrarian Reform. This propitious appointment has proven to be a “blessing” for the province, which needed more than upliftment and development; it needed a rebirth. No better person than Zoleka Capa could have been chosen to undertake this task. A woman who would nurture the soil as she would an ailing patient … As is her nature, Zoleka approaches the many problems of the province with deep insight and a simple philosophy: the crosspollination between commercial and rural farmers to create – in her words – “cultural fusion”. Although she places great emphasis on education and technology, she believes that traditional and indigenous knowledge and values MUST be kept alive. After all, as she says, in the past many people, especially women, lived to be 100 years old and more, because good agricultural practices lead to good health. Her ultimate mission is: sustainable rural communities and food for all. MEC Zoleka Capa is proof that nurses are nurturers – by nature.•

EDUCATION SECTOR

NO LONGER PLAN

The government

is working hard to remedy the disparities in the Education Sector, but there are still glimpses of the apartheid legacy. Under the education band there are three categories, recognised by South Africa’s National Qualification Framework (NFQ) – General Education and Training, Further Education and Training, and Higher Education and Training. The Minister of Basic Education, Angie Motshekga, focuses on primary and secondary education, as well as early childhood development centres, therefore, leading to the implementation of the Action Plan to 2014 initiative. It forms part of Schooling 2025 – improving the learning curriculum and work methods of teachers. The Action Plan to 2014’s target is to have the campaign running in 2014, with an even bigger objective to produce a long-term vision of worthy education in schools by 2025. There are 27 national goals which branch off from the Schooling 2025 campaign. 13 goals deal with bettering school results and the enrolment of learners into schools. The other 14 goals are the things that need to take place in order for the output goals to be discovered. Output goals focus on minimum quality standards, by increasing the number of learners in various grades. This hopes to have learner’s master minimum language and mathematical competencies. Grade 12’s will also be eligible to qualify for Bachelor’s programmes at universities. Output goals are there to concentrate on improving the average performance of Grade 6 and 8 learners in their languages and mathematics. Learners, teachers, school principals, parents,

the quality of learning and school facilities are recognised within the Action Plan to 2014. Learners are to attend school every day on time, while taking their curriculum seriously. They will have access to computers and a hearty meal, while participating in sports and taking part in cultural activities. Teachers must be confident, well-trained and continuously improving their capabilities. Their aim should be to offer learners the best education, resulting in a firm development of the nation. School principals must ensure that the Schooling 2025 campaign is being committed to. Their leadership role should activate a

“Learners are to attend school every day on time, while taking their curriculum seriously.” harmonious work ethic among the school community. Parents will be made aware of what is taking place in the curriculum through regular reports. High quality learning and teaching materials are essential for learners, with both learners and teachers being technology literate. The intent of the Action Plan to 2014 is that school buildings and other facilities are spacious and functional, with the compulsion of being safe and well-maintained. Learners must take pride in where they are educated. Literacy and numeracy is the new curriculum focus for the Schooling 2025 campaign. It is better known as the national Curriculum and Assessment Policy Statement (CAPS), which provides guidelines in terms of 119

South Africans have the right to basic education.

indicating what is being taught in schools. This will assist in bridging the gap between schools that are poor and well-resourced. The education in poverty stricken areas is red flagged as a priority under the Action Plan to 2014 campaign. Two notable programmes have been included: Non-fee schools, where institutions receive funding from the state and exclude payment of school fees. There is a national Schools Nutrition Programme that gives a cooked meal to more than 8.8 million school children five days a week. It is not the Department of Basic Education’s motive to dictate to people how they should achieve the goals under the Action Plan to 2014. It is merely a flexible option in which schools and communities can decide on an option that suits them best. Annual national tests will establish the benchmark which literacy and numeracy should be sitting at. This will allow for a mandatory intervention through a public displayment of the results. It is not to pinpoint ‘winners’ or ‘losers’, but rather to highlight how various schools are comparing. A ray of hope is shining upon South Africa’s education system. Campaigns, such as the Action Plan to 2014, are a huge initiative to transform and receive a complete approach. The Minister of Basic Education and other ministers have already pledged to guarantee that South Africa’s children will get the best education. A bar has been raised. It is now up to the Education Sector to maintain that requirement. Neither poor, nor outstanding progression should go unnoticed - instead, the promotion of an environment where conduct, respect and a hunger to learn exists.

IN D E X

ED U CAT I ON

TERTI ARY I NSTITUTIONS UNIVERSITIES • Durban University of Technology • University of the Free State • University of Johannesburg PG 8 • University of Pretoria • University of Stellenbosch • University of South Africa (UNISA) • University of the Western Cape (UWC) • University of Witwatersrand • Cape Peninsula University of Technology PG 123 • Nelson Mandela Metropolitan University • University of Limpopo • University of Venda • University of Zululand (Unizulu) GRADUATE SCHOOLS • IMM Graduate School of Marketing • Milpark Business School (Pty) Ltd • Regent Business School • UNISA Graduate School of Business Leadership (SBL) • University of Stellenbosch Business School (USB) • University of Cape Town Graduate School of Business • USB Executive Development Limited • Wits Business School

“Output goals focus on minimum quality standards, by increasing the number of learners in various grades.”

COLLEGES • AAA School of Advertising • Boston City Campus • CIDA City Campus • College Of Cape Town • Henley Management College • Intec College South Africa • International Colleges Group (Pty) Ltd (ICG) • Vega School PG 4

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T ERT I A RY I NS TI T U TI ONS / CA PE PE N IN S U LA U N IVE RS ITY O F TE C HN O LO G Y

ADVERTO R IAL

Engineering Excellence at CPUT teaching and a relevant and industry-responsive curriculum is ensuring that the Cape Peninsula University of Technology (CPUT) develops female engineers who are playing key roles in the development of our society. The Faculty of Engineering covers a broad range of engineering disciplines, which are currently being reformed to respond to the demands of regional, national and global industry priorities in engineering education. Through a range of multi-disciplinary research institutes and centres, the faculty aims to integrate its education and research programmes into a cohesive system, providing students with modern technology platforms for relevant and industryresponsive education, with a high degree of work-integrated learning. These platforms include the Product Life Cycle Management Competency Centre, providing state-of-the-art education in product design through to simulation and life-cycle management, the Advanced Manufacturing Technology Laboratory, and the Centre for Substation Automation and Energy Management Systems, to mention a few. Through this approach, and specific focus on research uptake, new product development and innovation, the faculty is fast emerging as a major driver of socioeconomic change in the region and on the African continent. Facilitating training in the Faculty of Engineering is a cohort of highly qualified and talented female academics. The faculty boasts with 26 percent female academics involved in teaching and research. That is equivalent to the percentage of female students enrolled in the faculty. These academics are leaders in their respective fields, having published extensively, clinched millions of rands in research grants and are no strangers to national and international accolades. Thanks to these hard-working academics, the Faculty of Engineering leads

Hands-on

Women in education and research making headway in Engineering at CPUT.

innovation and research activities at the institution, which is spearheaded by the Dean, Dr Nawaz Mahomed and the two assistant deans, Prof Marshall Sheldon (Academic) and Prof Veruscha Fester (Research and Innovation). Three out of the eight departments are headed by females. Fester says, activities at CPUT is proof that engineering is no longer a male domain. The days of engineering being a manâ&#x20AC;&#x2122;s job with no opportunities for women are something of the past. We believe that women are as capable as men in the engineering workplace, and do not prepare them any different to their male counterparts. Our emphasis is in ensuring that they have the necessary fundamental knowledge and competencies to solve engineering problems in the workplaces. Professor Raynitchka Tzoneva is just one of the many leading female researchers in the faculty, having established the internationally acclaimed Centre for Substation Automation and Energy Management Systems. The

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PO Box 1906, Bellville, 7535

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Centre is the only of its kind in the world developed to help address the skills shortages in the field of power system monitoring, protection and control. The Faculty of Engineering is also home to the award winning researcher, Professor Irina Masalova, who was instrumental in establishing the state-of-the-art Flow Process and Rheology Centre and Bernadette Millar, who made headline news for successfully introducing card games into her lessons as a means to develop the mathematical skills of underperforming students. Masalova clinched the runner up prize from the Department of Trade and Industry in the Advanced Higher Technologies category and Millar won a commendation for National Teaching Excellence from the Council on Higher Education and Higher Education Learning and Teaching Association of Southern Africa. Fester says, these are just some of the many academics who are proving that success is about hard work and ensuring that things are done.

AWARDS th

Anniversary

featuring 10 th Annual Anniversary Awards

winners & finalists

GOLD SPONSOR:

CATEGORY SPONSORS:

STRATEGIC PARTNER:

Armaments Corporation of South Africa SOC Ltd

MEDIA:

SUCCESSFULLY LEADING BUSINESS

AWARDS th

Anniversary

Celebrating WOMEN IN BUSINESS & GOVERNMENT Businesswomen & companies driving gender empowerment, shine at the annual Top Women Awards.

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10 TH ANNUAL TOP WOMEN AWAR D S

1N OKWANELE QONDE WASAA Gasses, Women-Owned Business Award 2N AADIYAH MOOSAJEE South African Women in Engineering (SAWomEng), NGO Award Sponsored by KZN COGTA 3N RITIKA SINGH Isilumko Staffing, The Most Innovative Gender Empowered Company Award Sponsored by City of Tshwane

The 10th Anniversary of the Top Women Awards, brought to you by Kaya FM, is a collaborative platform dedicated to recognising outstanding leadership for organisations which have stepped up and shaped Womenâ&#x20AC;&#x2122;s roles within the private and public sectors as well as recognising those individuals who have exemplified inspiration, vision, innovation and leadership and have played a significant role in their communities and the broader society. The Awards categories reflect a comprehensive vision of the work of women in all spheres of public and private service, as showcased through the years in Top Women in Business and Government. This includes CEOs, executives and leaders in corporate South Africa, SMMEs, government departments and agencies, as well as entrepreneurs. The 10th anniversary celebrations of the Top Women Awards, held on the 2nd of August at the Sandton Convention Centre, brought to you by Kaya FM and hosted by Topco Media, recognised a group of deserving women and organisations who have continually helped shape womenâ&#x20AC;&#x2122;s roles within the private and public sectors.

S P E C I AL F EAT URE 4

Keynote speaker, Madam Phumzile MlamboNgcuka praised Topco’s founder, Richard Fletcher, for having the foresight more than ten years ago to not just celebrate women and women’s roles in Corporate SA, but also for his continued commitment towards gender empowerment. She went on to applaud the judges, nominees and finalists for their achievements and urged them to encourage women from a young age to strive to pursue bigger goals. “These awards are almost as old as our democracy. We have a common agenda, and that is the total emancipation of women. When we transform our lives, we ought to support those at the bottom of the pyramid,” she added. Minister of Social Development, Bathabile Dlamini echoed these sentiments and shared some anecdotes about the difference between male and female leaders, but emphasised the importance of women raising themselves up and assuming leadership positions with the private and public sectors. The overarching response on the night from all the speakers, judges and winners was that the cause of women progressing is a collective responsibility that needs continued support and recognition.

4M INISTER OF SOCIAL DEVELOPMENT Bathabile Olive Dlamini, Mayibuye

5K EYNOTE SPEAKER Phumzile Mlambo Ngcuka, Executive Director, UN Women 6 L IFETIME ACHIEVEMENT Award accepted by Jocina Machel on behalf of Graca Machel 72 013 JUDGES Back from left: Ayanda Sisulu-Dunstan, Lebogang Mokwele, Lulu Mzili, Linda Dlova. Front from left: Joe Samuels, Lunga Mangcu, Dolly Mokgatle, Duduzile Maseko, and Lawrence Mavundla 8A NELE MDODA Master of Ceremonies

The Top Women Awards, which reflect a comprehensive vision of the work of women in all spheres of public and private service, was independently adjudicated by a panel of leading business and government officials. Dolly Mokgatle, co-founder and Executive Director of Peotona Group Holdings, and one of the Awards esteemed judges, noted: “The recognition of women in the different categories of these awards highlights the excellence, creativity and tenacity they possess. Beyond personal achievement lies an inspirational spirit that serves to strengthen and spur others on to scale heights they never dreamt possible. We applaud the women honoured at this event and challenge others to continue on their own journey to greatness.” MC for the evening, Anele Mdoda, kept guests entertained throughout the evening sharing anecdotes of what these awards meant to

her as a young woman who, ten years ago, was a matriculant aspiring to be like the women being honoured via the special tribute honorary achievers awards, organisational and individual awards and the lifetime achievement category. Graca Machel, recipient of the Lifetime Achievement Award, wasn’t able to attend the ceremony, but her daughter Josina accepted the award on her behalf. Josina reiterated the fact that her mother felt honoured to be acknowledged, and that her mother accepted the award on behalf of children and women’s rights, causes that she’s dedicated her life’s work to.

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10 A th

10 TH ANNUAL TOP WOMEN AWAR D S 6

Annual Awards 000

S P EC I AL F EAT URE 9

ORGANISATION AWARDS

SCIENCE & TECHNOLOGY AWARD SPONSORED BY ARMSCOR Winner: DELL Finalists: • Tellumat • IBM • HP

WAR

NGO AWARD SPONSORED BY KZN COGTA Winner: SOUTH AFRICAN WOMEN IN ENGINEERING (SAWOMENG) Finalists: • FunDza Literacy Trust • Media and Training Centre for Health (MTC) •M othotlung Network against Domestic Violence and Child Abuse • WHEAT Trust CIVIL SOCIETY ORGANISATIONS (CSO) AWARD SPONSORED BY NATIONAL DEVELOPMENT AGENCY Winner: NOMAKHOSAZANE SAMBO FROM IKWEZI FARMING COOPERATIVE Finalists: •M ary Langa - Vukuzithathe Community Garden Project (KZN) • Mirriam Maupi Matlading - Mapue Garden Project (Limpopo) BEST WOMEN EMPOWERED COMMUNITY PROGRAMME AWARD SPONSORED BY CITY OF JOHANNESBURG Winner: HIRSCH’S Finalists: • DHL Express • Microsoft South Africa • Procter & Gamble South Africa SMME AWARD SPONSORED BY CITY OF JOHANNESBURG Winner: LEGADIMA PERSONNEL Finalists: • AfricaBio • Khayelitsha Cookies • Mitras Amenities CC • Polar Air • Vuma Reputation Management (Pty) Ltd THE MOST INNOVATIVE GENDER EMPOWERED COMPANY AWARD SPONSORED BY CITY OF TSHWANE Winner: ISILUMKO STAFFING Finalists: • Adams & Adams • Altech Autopage (Pty) Ltd • ENS (Edward Nathan Sonnenbergs) • KPMG Incorporated •U vuko Civils Maintenance and Construction CC WOMEN-OWNED BUSINESS AWARD SPONSORED BY CHANNEL AFRICA Winner: WASAA GASSES (PTY) LTD Finalists: • Boniswa Corporate Solutions (Pty) Ltd • Motheo Construction Group • National NDT Services (Pty) Ltd • Neo Technologies 130

10 TH ANNUAL TOP WOMEN AWAR D S

INDIVIDUAL AWARDS

PUBLIC SECTOR AWARD SPONSORED BY THE COURIER & FREIGHT GROUP PARASTATALS Winner: SINDISWA NHLUMAYO FROM SAMSA Finalists: • Fairoza Parker - Cape Town International Convention Cente •T hembeka Gwagwa - Democratic Nursing Organisation of South Africa •L indiwe Dlamini - Department of Education (DoE), Pinetown District • Dr Anneline Chetty - eThekwini Municipality •H lonela Lupuwana - Small Enterprise Development Agency •P rof. Phindile Lukhele-Olorunju - Africa Institute of South Africa YOUNG ACHIEVER AWARD (35 YEARS & YOUNGER) SPONSORED BY TUMI Winner: SANDI MBUTUMA FROM PENTAD QUANTITY SURVEYORS Finalists: • Aisha Mohamed - 5FM • Lana van der Walt - Aegis Media (Pty) Ltd • Lettie Ndlovu - Motheo Construction Group • Nomsa Lewisa - MultiChoice • S hanaaz Solomons - The Roving Ambassador GTC (Pty) Ltd

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TOP YOUNG FEMALE ENTREPRENEUR 2013 AWARD SPONSORED BY NATIONAL YOUTH DEVELOPMENT AGENCY Winner: CATHERINE CONSTANTINIDES FROM MISS EARTH SOUTH AFRICA Finalists: • Ella Bella Constantinides - Generation Earth • Sibongile Manganyi - Indigo Kulani Group ENTREPRENEUR OF 2013 AWARD SPONSORED BY KAYA FM Winner: MARGARET GRANT HIRSCH FROM HIRSCH’S Finalists: •L ynnette Magasa - Boniswa Corporate Solutions (Pty) Ltd • Louisa Garland-Els - Imperial Armour CC •R amdei Sharin Pillay - National NDT Services (Pty) Ltd •D ailena Hattingh - NviroTek Laboratories (Pty) Ltd • Jenneth Prinsloo - The Plantwise Group of Companies BUSINESSWOMAN OF THE YEAR AWARD SPONSORED BY ASSUPOL Winner: NOKWANELE QONDE & THANDO SIBISI FROM WASAA GASSES Finalists: • Dawn Rowlands - Aegis Media (Pty) Ltd • Roberta Naidoo - Africa Business News •L orraine Angela Hill - Aspen Pharmacare Holdings Limited • Lynnette Magasa - B oniswa Corporate Solutions (Pty) Ltd • Nritika Singh - Isilumko Staffing (Pty) Ltd

9N OMAKHOSAZANE SAMBO Ikwezi Farming Cooperative, Civil Society Organisations Award sponsored by National Development Agency 10 S INDISWA NHLUMAYO SAMSA, Public Sector Award sponsored by The Courier & Freight Group with Lebogang Mokwele

12 B USINESSWOMAN OF THE YEAR Thando Sibisi Sponsored by Assupol 13 MARGARET GRANT-HIRSCH Hirsch’s, Entrepreneur of 2013 sponsored by KAYA FM

11 S ANDI MBUTUMA Pentad Quantity Surveyors, Young Achiever Award Sponsored by TUMI

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HONOURARY AWARDS The Top Women in Business and Government publication is the official publishing partner of the Top Women Awards. The publication identifies the leading companies and organisation that are driving and making strides in gender empowerment. It is supported by a team of professional researchers who annually survey over 10 000 top companies and organisations in South Africa on strict gender empowerment criteria. This year, in celebration of the 10th edition of the Top Women in Business and Government publication and thus, 10 years of in-depth research, we have identified 10 major sectors in South Africa that have mobilised women and prompted their development and growth and it is only befitting that we recognise and celebrate these sector leaders with a certificate of excellence at the 10th Top Women Awards. ARASTATALS P Winner: AIRPORTS COMPANY SOUTH AFRICA Finalists: • National Empowerment Fund • Eskom • Transnet • Telkom

FINANCIAL SERVICES BANKS Winner: ABSA GROUP LTD Finalists: • The Standard Bank of South Africa Limited • Nedbank • Investec • FirstRand Limited

NATIONAL GOVERNMENT DEPARTMENTS Winner: DEPARTMENT OF TRADE AND INDUSTRY Finalists: • Department of International Relations and Cooperation • Department of Arts and Culture • Department of Science and Technology • Department of Health

RESOURCES Winner: ANGLO AMERICAN PLATINUM Finalists: • Kumba • Alexkor • Exxaro Resources • Foskor

BUSINESS SUPPORT SERVICES Winner: THE KELLY GROUP (PTY) LTD Finalists: • Adcorp • Quest Staffing Solutions • Manpower SA • W orkforce Holdings Limited • Cozens Recruitment Services EALTHCARE AND H PHARMACEUTICALS Winner: METROPOLITAN HEALTH RISK Finalists: • Netcare Limited • Discovery Holdings Limited • Pfizer Laboratories • A strazeneca Pharmaceuticals INANCIAL SERVICES F CONSULTING Winner: KPMG Finalists: • Sizwe Ntsaluba Gobodo • Deloitte • Mutual & Federal • A ON South Africa

BUILDING AND CONSTRUCTION Winner: PPC LIMITED Finalists: • Lafarge Industries South Africa • Aveng Limited • WBHO • Aurecon South Africa

ITC Winner: RECTRON Finalists: • MTN • CELL C • Nashua • Vodacom MULTINATIONAL Winner: COCA-COLA SA (PTY) LTD Finalists: • Total • Unilever • Sasol • Volkswagen

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14 S ARAH CHOANE The dti, Honourary Recognition Winner National Government Department 15 M ETROPOLITAN HEALTH GROUP Honourary Recognition Winner - Healthcare and Pharmaceuticals 16 A NTONRY DAVIDS Rectron, Honourary Recognition Winner - ICT 17 A SYIA SHEIKOJWANG Coca-Cola SA, Honourary Recognition Winner Multinational 18 R AHAB SEREPONG Anglo American Platinum, Honourary Recognition Winner Resources

THANK YOU TO OUR SPONSORS Every year the Top Women Awards stand out and present a spectacular evening that showcases South Africa’s leaders in gender transformation. And this year is no different! In celebrating its 10th anniversary, Top Women Awards pay tribute to those that made it possible for to recognise and honour the amazing women of 2013. Your continuous support goes beyong a single evening, but stretches to inspire and motivate industries to break barriers and advance women. Thank you! OFFICIAL MEDIA PARTNER • KAYA FM GOLD SPONSOR • City of Johannesburg CATEGORY SPONSORS • National Youth Development Agency • National Development Agency • City of Tshwane • ARMSCOR • Channel Africa • Assupol • TUMI • South African Post Office • KZN COGTA • Zurich STRATEGIC PARTNER • Department of International Relations and Cooperation

SUPPORTING ORGANISATIONS • Rand Merchant Bank • Peotona • Motseng Investment Holdings • SABC • NAFCOC • SAQA LIFESTYLE SPONSORS • Bentley • L’Oreal Professional • Moroccanoil • Carlton Hair International • FHI Heat • Clarins • Mangwanani • Thierry Mugler • Distel • Ferrero Rocher • Khayelitsha Cookies • Estee Lauder

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Entertainment by The Diamond Divas

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Oprah Winfery Leadership Academy for Girls Choir

Honourary Recognition - McKinsey & Company

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S OU T H A F R I CA N M ARITIM E S AF E TY AU THO RITY

Maritime Safety in Heels is the Executive Head of the Centre of Maritime Excellence for the South African Maritime Safety Authority (SAMSA). After a long and fruitful career at the National Department of Tourism, she has now been awarded the Public Sector Award at the 2013, 10th Annual Top Women Awards.

Sindiswa Nhlumayo

Sindiswa is responsible for promoting and driving the growth of skills and human capacity in the Maritime Sector, promoting research, development, innovation and unleashing opportunities for economic development. She holds a Master of Science Degree from the University College of Buckinghamshire. She is a founding member of the Cape and Craft Design Institute and also a lifetime fellow of the Emerging Leaders Programme from Dukes University in the United States and University of Cape Town in South Africa. Sindiswa currently serves on the National Heritage Council, Tourism KwaZulu Natal and Cullinan Holdings (Non-Executive Director). You received the Public Sector Award at this yearâ&#x20AC;&#x2122;s Top Women Awards. What does this Award mean to you? It is such an honour to be recognised for serving your country. When I joined the Public Service, my mission was to serve, make a difference and to empower. I must admit, this Award is recognition of all the dedication, hard work, passion, drive and sometimes implementing crazy ideas I had committed myself to, in hope that it will better our country. It inspires me to work even harder and show women everywhere that nothing is impossible if you dream big.

Why is gender empowerment important? Gender empowerment is about creating opportunities for women to thrive. It is also about ensuring that women become an integral part of decision making. Gender empowerment is about promoting access. Tell us about some of the initiatives you are involved in and how it impacted your life. I am responsible for driving growth of skills and human capacity in the Maritime Sector. This also includes research, innovation technologies, knowledge management and Maritime industry development in order to harness the wealth and job creation potential of the sector. Some of the initiatives include the hosting of the first ever Maritime Careers Expo and Job Summit, the South Africa Maritime Industry Conference, National Cadetship Programme. This programme ran the first ever dedicated and training vessel in South Africa to provide berths for cadets, scholarships and bursaries, capacity increase of institutions of higher learning and the promotion of water sports to disadvantaged kids. Seeing testimonials from these people drives me. Some of them even explain how these opportunities have made it possible for them to fulfil their dreams. What are some of your personal and professional successes? I come from a rural area, not far from the sea. I never thought in my wildest dreams that I will be where I am today. I started in tourism as an intern and ended up being the Deputy Director General for Tourism at national level, as well as the Special Advisor to the National Minister on Tourism matters. I come from a big family of 11 sibblings. I am

Physical Address

(HEAD QUARTERS) 146 Lunnon Road, Hillcrest, Pretoria, 0083

Telephone

+27 (0) 12 366 2600

Fax

+27 (0) 12 366 2601

Website

www.samsa.org.za

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not the first nor the last, but I always dreamt of being a better person that could uplift my family from poverty. In tourism, I reached a top position in government at a very young age, because I have determination and a drive to be the best. I define success for myself. I believe that I am making waves in the sector by being passionate, loving what I do and stretching myself beyond limits. I obtained a Masterâ&#x20AC;&#x2122;s degree in Tourism Management from Buckinghamshire, United Kingdom, and was recently accepted to enrol for a PhD in Maritime Affairs. What does the future hold for you and your initiatives? I am currently enjoying the moment and believe that there is more that can be done to transform the sector in order to truly harness its jobs and wealth creation potential. We want to have more women in leadership and decision-making positions and I believe this will be achieved through hard word, dedication and partnerships with various entities. What philosophy do you live by? I truly believe that we are who we chose to be and it is my attitude that will determine my altitude. What motivation do you have for women? Women must rally against and support each other. As women we must not just talk about change, but we must make change happen. Passion must drive what you do and most importantly, women must surround themselves with people who care about them, but who are willing to tell them the truth. Lastly, bring humour and fun in whatever you do.

GOV E RNM E NT ORGA NI S ATIO N S / NATIO NAL G OVE RN M E N T AG E N C IE S

INTERV IEW

SINDISWA NHLUMAYO Position Executive Head: Centre of Maritime Excellence Previous Portfolios Chief Director of Tourism in the Western Cape, Special Advisor to the Minister of Environmental Affairs and Tourism, Minister of Environmental Affairs and Tourism, Head of Secretariat for the Tourism Empowerment Council of South Africa, Deputy Director of General Tourism, Head of Secretariat for the Human Resources Development Council of South Africa University University of Durban Westville, University of Zululand, University of Buckinghamshire, and World Maritime University Qualification BA Social Sciences, BA Honours, MSc and currently, PhD in Maritime Affairs Other Interests Interior decorating, reading biographies and playing table tennis

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R E CT RON

Rectron honoured as leaders in ICT Rectron

was established in 1995 and has grown into a leading computer, peripherals and accessories distributor. Rectron has been a reliable partner for many years to Multinational Vendors like Intel, Microsoft, Seagate, Acer, Transcend, Canon, Audio Motion, Lenovo, Samsung, Sony, Huawei, Dlink and AMD. The company is also the sole sales and marketing office for Gigabyte in South Africa and boasts with the sole distribution rights for TomTom and Everki in the country. The unique reseller base is the cornerstone of our future success. We will continue to focus on maximising revenue by working on our ability to distribute to the largest breadth of customers within South Africa.

Congratulations on being a winner in the 2013 Top Women Awards. How do you feel about the recognition of winning your category? We feel honoured to have been considered as part of the process. Recognising and awarding contributions made by women in the ICT industry is revolutionary, as this particular industry has previously been stereotyped as being a male dominated business. Each leading woman in our organisation brings her own set of values and attributes to the company, and we would not have been successful without their contributions. To what would you attribute your organisation’s success in winning the ICT Award? It is of utmost priority to us that the women in our company be rewarded for their individuality, contribution and success. It is only through the combined efforts and contribution of the team at Rectron that we have been as successful as we are. As a company, we recognise that each individual is different and

works and communicates in a different way. We encourage unique expression and individuality, and use the talents and strengths that people have to our advantage. Where does your organisation’s drive for gender empowerment come from? We believe that each individual, regardless of gender, has a contribution to make. Some women are better managers of people, as they tend to show more empathy and compassion. This, in itself, is a stereotypical statement as no individual is the same. With a balance of racial, gender and age groups within our company, we aim to create an energetic and balanced culture where everyone feels that they can contribute towards the whole. What gender empowerment initiatives have helped transform your organisation? Positions at Rectron are advertised internally before we explore external candidates. As a result, regardless of your background, should you fit the basic profile and have the right attitude, employees stand a stronger chance of being promoted and moved through the company. Where skills are in shortage, we provide an extensive training programme to bridge this gap. What are the main pillars of your organisation’s gender empowerment and transformation programmes? We pride ourselves on an open and honest culture, where everyone is valued and respected. We offer opportunities to our employees before we look for outside talent. We value the contribution from each individual and recognise their different skills and needs. In one sentence, what do you think is your organisation’s most important function as a leader in gender empowerment? It is Rectron’s policy and culture to respect and understand gender, but to re-emphasise that everyone is treated equally, regardless of race, gender or age. 138

What advice do you have for upcoming businesses to enhance their gender empowerment status? Make sure that you do not have any stereotypical pre disposition regarding gender and that you give every candidate a free and fair chance. Does being a winner in the Top Women Awards directly enhance your internal management support for effective transformation? Yes, it reaffirms that we have been making the right decisions. Would you say the ICT sector has a higher percentage of female staff? If so, what do you think draws them to this industry? I would say that talented women in high positions are few and far between in this industry, as it has been traditionally male dominated due to the associations with technology. As technology becomes more affordable and more user friendly, offering opportunity for all groups within South Africa to interact and appreciate the opportunities it offers, this barrier is slowly starting to dissipate. Was there a moment in your career that was most satisfying or when you thought this makes it all worthwhile? Some of the leading women in our organisation have been with our company for over 13 years. Our HR Manager, Antonet Davids, has moved through different business units and levels within the company and is now one of the largest contributors to company culture and direction. Another leading lady, Liezl Beneke, started at Rectron over 13 years ago as a receptionist in Bloemfontein and has, through determination and experience, built up her skill level to become the Branch Manager of the Bloemfontein branch. These are two success stories for women at Rectron. We are proud to be able to offer such opportunities and growth for our staff, and in turn are very proud of them as individuals.

I NF ORM ATI ON TE CH NOLO G Y / HARDWARE & S O F T WARE D IS TRIBU TO RS

Physical Address

(HEAD QUARTERS) 152 15th Road, Randjespark, Midrand, 2144

Telephone

+27 (0) 11 203 1000

E-Fax

086 555 9686

Website

www.rectron.co.za

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M AN U FACTU RI NG / F O OD P RO D U C E RS / IKW E ZI FARM IN G C O O PE RATIVE

ADVERTO R IAL

Ikwezi... tiny steps to a brighter future IKWEZI

Vegetable and Poultry Cooperative in Skhwahlane Trust near Tonga, have taken tiny steps since the Sambo family started farming the land there in 2000. Through funding from the Department of Agriculture (DoA) and the National Development Agency (NDA), they have over the past 12 years fenced in 12ha of their land, installed a major water pipeline and irrigation system, bought a bakkie for their farming operation, and are in the process of completing an impressive cold-storage pack house from where to export their produce. The Ikwezi Co-op is chaired by the eldest daughter of the Sambo family, Makhosazane Sambo. Her vision and ability not to shy from hard work – combined with a love of the soil and a natural talent for farming – has brought prosperity, not only to her five immediate family members, but also to four farmers in the area who have joined the Co-op through the years. “It has been a long journey,” says Makhosazane. “We now begin to taste the fruits of success. For Ikwezi, there is only one-way and that is the way forward; forward to being a major quality food producer with a strong focus on the export market. The project members are dedicated in their work. They divided themselves in four groups and one supervisor. Each group of two people is responsible for 3ha and the supervisor is responsible for managing the entire 12ha in order to make it easy to manage the entire project. They plant potatoes on 3ha, sweet potatoes on 0.5ha, tomatoes on 1ha, green mielies on 1ha, spinach, onions, beetroot, chillies, green peper, okra on 1/4ha each, and harvest green beans on 2ha. “At the moment we have lucrative markets in Johannesburg, but we need more. We also supply Woolworths with green beans.

“For Ikwezi there is only one-way and that is the way forward; forward to being a major quality food producer with a strong focus on the export market.”

Because our production is sustainable and growing, we need to package the produce ourselves and aim for the export market. With our new pack house, we will be able to serve the small growers around us as well by packaging, coldstoring and transporting their produce,” Makhosazane says.

Physical Address

Skhwahlane Village, Nkomazi Local Municipality, Ehlanzeni District Municipality, Mpumalanga

Postal Address

Skhwahlane Village, Nkomazi Local Municipality, Ehlanzeni District Municipality, Mpumalanga

Telephone

+27 (0) 79 710 7607

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Ikwezi currently employs 18 permanent labourers and four casuals, and is fast becoming a significant job creator in the area. Structures have been put in place to branch out to poultry farming, which will supply the Co-op with much-needed manure to expand vegetable production. Makhosazane emphasises the role MASDT has played in growing the business. “It was through MASDT that we managed to secure the R2 million loan from the NDA and grow to where we are today. Our relationship is spontaneous and healthy and, just like our produce, it is sure to grow.”

Supporting

arts the

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BENTLEY AT THE TOP WOMAN AWARDS

1 Anele Mdoda - Master of Ceremonies. 2 Paolo Fra - Bentley and Nattelie de Ponte - Builders Warehouse Prize Winner. 2 Top Woman Judge Ayanda Sisulu-Dunstan and her husband Shaun Dunstan.

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R E S EARC H C RI T ERI A

RESEARCH CRITERIA TW is an annual B2B publication that identifies specific companies and organisations who benchmark the highest level of gender empowerment success. an annual B2B publication has positioned itself as the leading platform for South Africa’s most successful gender empowered organisations. The publication aims to pay tribute to leaders – male or female – and leading organisations making remarkable contributions to the advancement of gender empowerment in the South African economy. Each year, TW collects data and rates organisations against strict criteria, such as turnover, gender empowerment status, written policies, gender skills development and gender CSI to name but a few, in order to compile a top gender empowered publication.

Top Women (TW)

Our strict research criteria provide a true and independent evaluation, trusted to provide honest data upon which trends can be measured. Companies need to qualify to be listed or profiled in our publication. The objectives of the publication remains constant – to honour demonstrated commitment and achievement, thus encouraging the highest standards of excellence in business. The criteria according to which companies are evaluated can be broadly grouped into two types, namely employment and control criteria on the one hand, and policy criteria on the other. Within the former group, organisations are evaluated in terms of the extent to which women are represented within employment, management and ownership. Specific criteria here include whether the organisation has a female Chief Executive Officer, Managing Director or chairperson, and the proportion of women within overall employment, and among executive directors, management and senior management. The proportion of female ownership is another criterion within this group, specifically black female and total female representation within a company.

The second set of criteria reflects organisations’ commitment to gender equality and empowerment as evidenced by the existence and nature of company policies. The existence of written policies that are specifically focused at women and are designed to encourage the retention of women in the workplace and the length of time they have been in place, represent the first criteria within the policy sphere. For each of the criteria used to evaluate commitment to gender equity and empowerment, organisations are allocated points depending on their specific performance. In order to be considered, however, organisations must generate a minimum turnover or revenue of R5-million per annum. Criteria are listed below and companies are adjudicated a score of 5, 10, or 15 per criteria point depending on how well they score. Companies are, however, not ranked on the basis of their scores. As our economy continues to grow and prosper, TW will continue to highlight the success, achievements and progress of gender empowerment companies and their people in South Africa.

DID YOU KNOW

that only researched, qualified and gender-empowered organisations can be listed or featured in TW? In other words, no matter how big, how old, how successful the organisation is – if you are not gender empowered, you cannot be listed or featured in TW.

CRITERIA FINANCIAL INFORMATION • Turnover • Years of operation HUMAN RESOURCES Criteria according to which companies are evaluated in this particular field are grouped into black female and total female representation Ownership • Percentage of black female ownership • Percentage of total female ownership Management and Control • Percentage of top senior management • Black female and total female • Percentage of female executive directors: • Percentage of female non-executive directors Employment Equity • Percentage of employees • Percentage of management (all other management excluding top senior management) POLICIES Written policies in any of the following areas: • Job share for women only • Preferential procurement • Childcare / crèche facilities • Flexi-hours for women only • HIV/Aids • Extended maternity leave Skills Development • Organisation’s expenditure on skills development as a proportion of total payroll Preferential Procurement • Percentage of total procurement sourced from black-owned and empowered companies Enterprise Development • Organisation’s expenditure on enterprise development programmes for the last financial year as a percentage of net profit after tax. Name Notable ED programmes Socio-Economic Development • Organisation’s expenditure on socioeconomic development programmes for the last financial year as a percentage of net profit after tax. Name notable SED programmes Broad-Based Black Economic Empowerment Scorecard

Foot Note: All the information contained through our research will be treated as confidential. No company-specific information will be released or used for any purpose other than the evaluation process without the express consent of the applicant.

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A-Z LIS T IN G

A-Z LISTING OF FEATURED CLIENTS A

• AfricaBio PG 56 • Altech Autopage Cellular PG 48 • ARMSCOR PG 110 • Assupol Life PG 94

• Ikwezi Farming Cooperative PG 141 • Imperial Collection PG 24

• Sell Done Deal PG 6 • South African Maritime Safety Authority PG 136 • Skills Train Distribution PG 77

• Jenna Clifford OUTSIDE BACK COVER

B • Business Partners PG 76 • Black Business Council PG 7

C • Cape Peninsula University of Technology PG 123 • Channel Africa PG 140 • City of Johannesburg PG 108 • City of Tshwane PG 9, 106 • Clear Asset PG 70 • Courier and Freight Group PG 66

D • Department of Labour PG 103 • Department of Trade and Industry PG 1 • DHL PG 78 • Distell Group PG 142

E • Eastern Cape Department of Rural Development and Agrarian Reform PG 118 • Engineering Council of South Africa PG 30 • eThekwini Municipality PG 96

K • KHAYA FM PG 124 • Khayelitsha Community Trust PG 80 • KPMG PG 92 • KwaZulu-Natal Department of Co-operative Governance and Traditional Affairs PG 117 • KwaZulu-Natal Growth Fund Managers PG 116

• Vega School PG 4 • Village and Life PG 82

• Mabatho Events and Promotions PG 77 • Medscheme Holdings PG 42 • MultiChoice South Africa PG 68

• Wescoal Holdings PG 64 • Women in Engineering and the Built Environment PG 36

N • National Development Agency PG 115 • National Youth Development Agency PG 114 • Ngaphaya Y2K10 PG 75 • NviroTek Laboratories PG 74

P • Phakiswa Fleet Solutions PG 74

G • General Electric PG 28 • Geo Data Design PG 72

• Transport Education and Training Authority PG 112 • Triple E Training PG 79

R • Rectron PG 138

U • University of Johannesburg PG 8

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