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South Africa is limp wristed from unclear definitions and objectives that are used at different moments to drive ambiguous agendas. South Africa lacks a clear definition for transformation, and thus every other organ of change abdicates their role in shaping the country in a progressive direction.
If you are reading this, you are well on your way towards surviving one of the most cataclysmic events of our lifetime; one that is forever going to reshape the way we view the world and drive home the importance of prioritising sustainability and all it entails during the years ahead.
Retrenchment is a word that can strike fear into the hearts of even the most seasoned veterans of the corporate world. In fact, the longer you’ve been with a company, the more daunting retrenchment can seem. Will you ever be able to find another job as good as, or better than, this one? Will you end up in a job you hate, through no fault of your own? And during a global pandemic and economic downturn, prospects look even bleaker.
Youth unemployment is a national crisis affecting millions of South Africans. According to Stats SA, the burden of unemployment is concentrated amongst the youths (aged 15-34 years) as they account for 63,4% of the total number of unemployed persons in 2019.
Although the notion of shared value, CSI and businesses giving back to the communities in which they operate is nothing new, it is becoming more imperative for businesses to integrate the well-being of society into their core objectives. In many instances, contributing to society is a secondary objective for businesses and yet without a healthy flourishing society, we cannot be successful in business.
Both have a role in reducing unemployment and contributing to a sustainable society. Back in May, News24.com columnist Mpumelelo Mkhabela implored President Cyril Ramaphosa to 'make job creators the most important people in the country'. In his piece, Mkhabela called unemployment a 'national emergency', and begs that the entire country – especially those in government departments – cultivate a mindset that focuses on the importance of job creation.
The Department of Trade and Industry’s amendments to the B-BBEE Codes of Good Practice on Friday, 31 May, were published in the government gazette with very little fanfare considering the significant impact they may have on generic entities in the country. These changes to the codes and will affect businesses in terms of procurement, enterprise and supplier development as well as skills development.
The Fourth Industrial Revolution (4IR) is here. It is evident in the way banks have started offering their digital services and disrupting the modus operandi of traditional banks; it is evident in schools, where books are being replaced with tablets and it will roll-out in almost every sector in the country.
Criticism of Broad Based, Black Economic Empowerment (BBBEE) abounds amongst employers. People who own their companies and are terrified that BBBEE means losing control of their most prized asset, the business built over decades through hard work and sacrifice. These scared and witless business owners perpetuate the myth that BBBEE is bad. They spread it around so that they are able to share their misery with other unsuspecting ill-informed and dangerously wrong counterparts.
This article may appear counter-intuitive, given the huge amount of rhetoric and conjecture which abounds outside of workplaces where Broad Based Black Economic Empowerment (BBBEE) has been mindfully implemented. There is a huge amount of negativity which exists where BBBEE has failed to be successfully implemented, and even more fake news from owners in those companies which have failed to, or where they have simply refused to, implement any kind of BBBEE solution at all.
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