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Published by tasch, 2019-09-02 04:57:44

Celebrating Women 2019

Keywords: Celebrating Women,Women,Sunday Times,Sunday Times Celebrating Women,Sunday Times Magazine,Business Women,Women South Africa,Business South Africa


BEYOND 2 019

Creating an inclusive GENDER
workplace culture for
all South Africans MAINSTREAMING


South African women
are smashing barriers

and stereotypes

M“ siSmisaonngke “

... Our biggest challenge is to
undo the active neglect of the poor. ...

Sisonke Msimang


Preparing for an AI takeover requires It’s no longer solely a man’s world,
There is no such thing as an a new set of business skills even the traditional male arenas are
ordinary woman being infiltrated
8 BUSINESS ENGAGE Competing with the best in 51 FINANCE
Connecting, collaborating and the world Every woman we spoke to agrees that
celebrating women having a sponsor is the key to success in
39 EDUCATION this sector
10 2019 GENDER Is our curriculum relevant
and responsive enough to create 52 PROFESSIONAL SERVICES
MAINSTREAMING future leaders even when there The journey is often not linear, adapt
AWARDS is access to higher education? to the curves that life throws you and
you will thrive
And this year’s winners are … 40 TECHNOLOGY
In South Africa’s concrete jungle, 55 HOSPITALITY
17 AWCA zebras are as scarce as unicorns Three powerhouses tell us not to
Developing women as they lead self-sabotage through a lack of
44 THE SCIENCES confidence and vision
22 IN CONVERSATION Five superwomen agree that secondary
Sisonke Msimang’s tales of exile and education is fast becoming the biggest 56 THE ARTS
home are mesmerising hurdle for girls We talk to two women who are making
the world a more beautiful place
GENDER AND RACE Challenging the big players

Inclusive workplace culture is a 60 HEALTH
profitable business practice for those The barriers to entry are falling
who know how but stereotypes and unconscious
bias still exist
South African women still earn
22.7 per cent less than men for
the same work

8 22 56 2143 34



August was Women’s Month and PUBLISHED BY
in this publication we feature me and my knock-off Barbie, each homemade
and celebrate some of the most stitch a measure of love. A Tiso Blackstar Group Business
successful women in the arts, 13th floor, 2 Long Street, Cape Town, 8001
academia, sport and business. There are many women who grew up in real Tel +27 21 469 2400 | Fax +27 86 682 2926
I am, however, dedicating this editor’s note poverty with much greater challenges. What most
to the extraordinary women who live smaller of us have in common is the unconditional love and Web:
lives with the greatest love. Our grandmothers, emotional support of the sisterhood, all the women
mothers, aunts and sisters. As Sisonke Msimang who have and will bend their backs so that the next EDITORIAL
says: “My role models are simply living their generation and the one after that will have a higher
lives, doing the best they can. They are totally platform from which to be launched. Editor: Tersia Booyzen
uninterested in being seen as role models. They Content Manager: Raina Julies
are invested in being people of integrity, discipline Most of the women we interviewed said
and quiet generosity.” a key factor to their success was a sponsor, a [email protected]
mentor who had their best interests at heart. The Copy Editor: Brenda Bryden
Growing up I had no concept of wealth or sisterhood is expanding, it’s no longer just blood, Content Co-ordinator: Vanessa Payne
poverty. Only many years later did I realise that but also an ever-increasing sense of justice that is Contributors: Jermaine Craig, Delia du Toit,
the nights my mother said she didn’t feel like driving women (and a large number of men) to Ryland Fisher, Masibulele Lunika,
eating meat was not because she disliked it, break down traditional gender barriers in every Nia Magoulianiti-McGregor, Lia Marus,
but because there wasn’t enough for everyone. sphere of life. Kevin McCallum, Puseletso Mompei,
I thought I was the luckiest girl in the world Adam Oxford, Thando Pato,
because my grandmother and mom would sew, As the saying goes: “Here’s to strong women,
knit and crochet the most beautiful clothes for may we know them, may we be them, may we Debbie Smith-Besseling
raise them.”
Tersia Booyzen, Editor
Head of Design Studio: Jayne Macé-Ferguson
Dr Thandi Ndlovu Designer: Mfundo Archie Ndzo
Advert Designer: Bulelwa Soashe
In Memoriam
On Saturday 24 August, a fatal car accident
claimed the life of one of South Africa’s Project Manager: Jeanette Nicholson
celebrated and influential women. In [email protected] | +27 21 469 2566
tribute, deputy president David Mabuza
said: “Dr Ndlovu ran the fulcrum of PRODUCTION
the struggle for the liberation of SA,
sacrificing her education to join the ANC Production Editor: Shamiela Brenner
and its military wing, Umkhonto we Advertising Co-ordinator: Merle Baatjes
Sizwe, at an early age. She later became a
senior political commissar, responsible Distribution: Shumiera Fredericks
for literacy and education, and a military [email protected] | +27 21 469 2523
commander while exiled.”
Printing: Paarl Media Gauteng
In 1984, Ndlovu enrolled at the University of Zambia to study medicine after
which she returned to South Africa and did her internship at Baragwanath Hospital. DIGITAL
It was while practising medicine that she realised many of her patients’ ailments
were related to their poor living conditions. In response, she founded Motheo Digital Editor: Stacey Visser
Construction in 1997, constructing over 80 000 homes during her successful career in [email protected] | +27 11 280 3671
this male-dominated environment.
As Mabuza said, it is a sad time “in our nation to lose such a phenomenal woman and
leader of the people”. Senior Bookkeeper: Deidre Musha
Business Manager: Lodewyk van der Walt
General Manager, Magazines: Jocelyne Bayer

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

do not carry any endorsement by the publisher.


Gender Colleen Larsen, president of the
30% Club Southern Africa and CE at Business Engage
Colleen Larsen, president of
on boards the 30% Club Southern Africa,
I n September 2018, the 30% Club discusses some of the results of
Southern Africa (30% Club) proudly integrated reports produced from 1 January 2017 the most recent State of Gender
launched its first research report, The to 31 December 2017. The report aims to have an on JSE Listed Boards Report,
annual assessment of how the top companies in to be released later this year.
State of Gender on JSE Listed Boards South Africa are dealing with achieving a better By THANDO PATO
Report. This report was in response to gender balance in the boardroom, together with
making their decisions and how are they
the recently introduced JSE listing requirement an associated pipeline. communicating what they are doing?

for all listed entities to have a gender policy at There is no doubt that diversity, especially “When we launched our first report, we
were surprised that that only 14 per cent of the
board level, and to report on it. That report gender, is a major topic at most companies. The companies researched publicly stated their time
frames for achieving their objectives,” comments
was compiled from information gleaned from long-term question is, how are organisations Larsen. “Unfortunately not much has changed and
we are looking at similar figures for the 2019 report,
which will be launched in October this year.


30% CLUB

“Now compare this with Investec PLC, ‘Investec Larsen goes on to say: “Another major change that

“There is acknowledgement is a member of the 30% Club Southern Africa and we noticed relates to another JSE listing requirement.

that achieving the desired the UK, committing to a goal of 30 per cent First, we had the requirement to have a policy and

results is not easy, women on the board, and has made good report on gender at board level, now we have a

although they come over progress towards the target of 33 per cent female complimentary requirement for race. Prior to both

as being willing to try and representation by 2020, per the Hampton- gender and race needing to being reported, very few,

determined to succeed.” – Alexander Review. Investec has signed up to if any, companies combined the two.

Colleen Larsen the Women in Finance Charter in the UK, “In other words, it was not reported that newly

This begs the question, should companies give pledging to promote gender diversity by having appointed women would be black to comply with
timelines for their gender policies to be enacted?
“There are three things to take into consideration a senior executive team member responsible and both the gender and race reporting requirements.
when looking at this issue,” explains Larsen.
accountable for gender diversity and inclusion, To be clear, nothing in the gender and race
“If companies have a timeline and don’t achieve
their objectives, will they be castigated by their setting internal targets for gender diversity at requirements of the JSE obliges the company to do
stakeholders for not reaching their targets? If they
don’t have a timeline, will they be reprimanded by senior management levels, publishing progress anything other than have the policy and report on
stakeholders for not having a clear reportable policy
that the board can be held accountable for? annually against these targets, and linking the it. In no way does it impart quota requirements.

“Or finally, if they do have a timeline, but keep pay of senior executives to delivery against these “In the 2018 reports, however, it has become
it quiet, will they be rebuked for withholding
information that should be made public? There gender diversity targets’.” noticeable that many companies are combining the
are no clear answers, and it’s a case of damned if
you do and damned if you don’t. The aspect that I Would high-profile women rather sit in Sandton two requirements. Considering that the B-bBEE
find interesting though is that a few of the reports
I have read note and explain that targets have not or London than in the Free State or Mpumalanga? Act has been with us for a decade and a half already
been achieved.
“Probably, but it moreover suggests that some this may be a little surprising.”
“And, I have found that they’re giving very
plausible reasons, which does more to enhance sectors might find it easier to find the right talent What does the future look like?
the reputation of the existing board than tarnish
it. There is acknowledgement that achieving the than others. As I have mentioned many times
desired results is not easy, although they come over
as being willing to try and determined to succeed.” before, in the UK a number of high profile boards So where will this all take us in the future? “Whilst

The challenges of fulfilling have widened their search when it comes to the there is only a limited amount of space available on
gender requirements
skills set necessary to sit on the board. I will leave it an Integrated Annual Report, it does encourage the
So how easy is it to meaningfully fulfil gender
requirements at board level? “If we look at two to you to be the judge if this action is appropriate or companies to apply their collective minds to the
companies that are not only listed on the JSE, but
also the FTSE and subject to the UK listing gender not,” says Larsen. issue of gender mainstreaming.
requirements, we understand the challenges
further and how they differ from sector to sector,” “One major positive change in the “It contributes in a meaningful way
Larsen says.
2019 report is the access to the to Corporate Gender Intelligence,
“Glencore PLC states in its annual report,
‘In particular, leading UK institutional actual gender policies. Whilst Fast Fact which I define as ‘the aptitude of
shareholders have set a target for women to there is still a lot of work to an organisation to acknowledge
comprise 30 per cent of senior management and be done, this improvement Of the 267 companies the business case for gender
boards of FTSE100 companies by 2020. While we was always expected. To analysed in the 2018 The mainstreaming and the ability
support the aims of diversity, we do not believe that be fair to the JSE-listed State of Gender on JSE to acquire and apply the
a one-size-fits-all policy is appropriate. Still today companies, the publishing necessary knowledge, skills
we find it challenging to fill senior positions in Listed Boards Report,
remote mining locations and for the marketing of 50 did not specifically
commodities, by women’.
of the Integrated Annual report on gender. and processes to harness

Reports is resource-intensive such qualities’.

and most would consider reflecting “Yes, it has taken external forces to

items like financial statements more provide a nudge; the JSE in South Africa

important than gender diversity. However, and the FTSE in the UK, but the momentum is

more companies are saying something like ‘you most certainly there and it does not look like it’s

can find the policy on our website’ or giving the abating anytime soon.

actual URL address, which is very useful. We can “With South Africa in the position it currently

expect that more and more companies will, over is in, it is all hands on deck, for both men and

time, make accessing their policies much easier.” women,” concludes Larsen. ■

IMAGES: SUPPLIED One major positive change in the 2019 report is the
access to the actual gender policies. Whilst there is still
a lot of work to be done, this improvement was always
expected. ... more companies are saying something like
‘you can find the policy on our website’ or giving the
actual URL address, which is very useful. We can expect
that more and more companies will, over time, make
accessing their policies much easier.




Gender Mainstreaming Awards

The Gender Mainstreaming Awards, developed

by Business Engage and sponsored by PwC,

encourage the private sector to buy-in to achieving

more meaningful representation of women in the In association with the 30% Club Southern Africa GENDER
mainstream of business and the SAHRC.


“We believe in business as a force for good in the world.”

A modern and agile company with the are indispensable to our

Women on boards Awards most finely meshed international network, success. We primarily draw

Criteria: This award recognises and Coface is a reference in credit insurance our strength from the cultural diversity
acknowledges companies that have
successfully transformed their boards and risk management. With over 70 years of our staff and their knowledge of
and board sub-committees whilst
ensuring that female directors are of experience as an industry leader and local markets. They reflect the diversity
judged on their experience, contribution
to and involvement in board activities, a team of 4 100 experts serving around of our customers and ensure that the
and not their gender. It seeks to
acknowledge companies that challenge 50 000 companies, Coface experts work company is well adapted to a constantly
themselves to diversify their boards. 
to the beat of the global economy. changing socioeconomic environment.
Winner: Coface South Africa
Our ambition is to become the most We also highly value gender parity among

agile, global trade credit insurance our staff.  At the level of the executive

partner in the industry. At Coface, committee, the parity is reached.

diversity is not an option: for a company

that serves 37 000 businesses in 67

countries, it is an imperative. Staff

with varied career paths and profiles

Insurance Company
Finalists: (4th) Anglo Gold Ashanti,

(3rd) Rand Merchant Bank,


Women on executive “Diversity of individuals and organisations creates an environment where
committees in innovation and ideas flourish.”
multinationals Awards
Our success as an organisation depends employees appreciate and define
Criteria: This award recognises those
multinationals that have successfully on our ability to embrace the continent’s diversity on the continent. The Council
put in place a programme/s to shift
the statistics in terms of women on diversity and expand the capability of monitors and holds our leaders and
their executive committees and have
made successful appointments or have our employees. We must ensure our employees accountable for creating
developed a pipeline programme geared
towards appointments in the future. employees can add value at home, at the right work environment, which is

Winner: Coface South Africa work and in their communities. Cummins’ strategic principle assuring

Insurance Company The Africa Diversity Council employees that the physical and cultural

Finalists: (4th) Anglo Gold Ashanti, recognises the need to place more work environment is conducive to

(3rd) Bowmans Law, (2nd) EY attention on employee engagement and excellent performance and continuous

creating the right work environment. improvement.

We recognise that when employees

feel their differences are valuable,

they will be most effective. Our goal

is to better understand how our



Equal representation and ANGLO AMERICAN
participation Awards
“For the past 100 years, our employees have led from the front.”
Criteria: This award recognises organisations Our people are critical to all that we do. The partnerships we build, both within
that have developed strategies or have already Anglo American and with our stakeholders — locally and globally — are central
implemented measures for the progressive to maintaining our regulatory and social licences to operate and our sustained
realisation of greater representation and commercial success.
meaningful participation of women in
decision-making structures. And our continued delivery builds trust with our shareholders to ensure their
Winner of the non-JSE listed companies: ongoing investment support.

Cummins Africa Middle East For our people, we create working environments and an inclusive and diverse
Finalists of the non-JSE listed companies: culture that encourages and supports high performance and
innovative thinking.
(3rd) Coface South Africa Insurance
Company, (2nd) Bowmans Law, (2nd) EY Our organisation model ensures we have the right people in
Winner of the JSE listed companies: Anglo the right roles doing the right value-adding work at the right
American PLC time, with clear accountabilities minimising work duplication
Finalists of the JSE listed companies: (2nd) and increasing organisation capability and effectiveness.
Rand Merchant Bank
Middle East
“At our core, we choose to be part of a collective and inclusive culture where
Women empowerment in the all voices are heard and respected.”
workplace Awards RMB is the gateway to corporate and investment banking in Africa and part of
one of the largest financial services groups (by market capitalisation) in Africa
Criteria: This award recognises and — FirstRand Bank Limited.While most corporate and investment banks compete
acknowledges organisations that have not only on the same basis, it is RMB’s people, our owner-manager culture, collaborative
advanced women in their workplaces through spirit and values that distinguish us from the rest.
training and capacity building, but have also
successfully transformed corporate behaviour At RMB, we strive to create an environment where all people, regardless
and practices. of gender, race or social status, feel safe, supported and engaged — able to
Winner of the non-JSE listed companies: respectfully challenge and meaningfully contribute
to a shared vision and values.
Coface South Africa Insurance Company
Finalists of the non-JSE listed companies: RMB is a values-driven organisation where human
development is far greater than only results. That’s
(3rd) EY, (3rd) African Marine Solutions why we make sure we hire the right people and give
Group, (2nd) Cummins Africa Middle East them the freedom to be awesome.
Winner of the JSE listed companies: Rand
Merchant Bank
Finalists of the JSE listed companies: (3rd)
Anglo Gold Ashanti, (2nd) Investec Bank
OVERALL WINNER: Coface South Africa
Insurance Company


“In an environment of increasingly empowered communities and individuals, social activism and a trust deficit,

transparency and accountability are non-negotiable.”

AECI is a diversified group of 17 companies across Africa, Europe, Mutual trust in relationships with employees and trade unions

South East Asia, North America, South America and Australia. is the underlying principle with its application being facilitated

Products and services cover a broad spectrum of customers in through various forums that bring together employees, shop

the mining, water treatment, plant and animal health, food and stewards, trade union leaders and management. The aim is to

beverage, infrastructure and general industrial sectors. inform, engage, secure and maintain employees’ confidence that

AECI supports a culture of fairness and transparency among they will always be treated in a fair and equitable manner.

all employees (irrespective of race, gender, nationality, religion

and sexual orientation) while at the same time maintaining strong

collective relationships and agreements with these stakeholders.


Economic empowerment ACCENTURE
“We believe the future workforce is an equal one. That’s why we’re committed
Criteria: This award recognises and to a gender-balanced workforce by 2025.”
acknowledges organisations that have At Accenture, our goal is to create a workplace environment where everyone
strategies in place to allow for future feels like they belong … and experiences equal opportunities. Equality in the
empowerment of women-owned or workplace has never been more relevant than it is today. Our research shows that
managed businesses or that have equality is a powerful multiplier of innovation and growth. It drives creativity
successfully used enterprise development and inspires a sense of belonging. It’s why we’re committed to championing
as a mechanism to empower women-owned a culture of equality. One where our people are empowered to be their best,
and managed businesses. professionally and personally.

Winner: AECI Our diversity helps us bring unique perspectives and skills to the table. And
our culture ensures we can all leverage these unique
Finalists: (3rd) Mgobane Investment

Group, (2nd) EY

Mainstreaming gender and contributions to the benefit of our clients and our
disability Awards communities. As equals, anything is possible.

Criteria: This award recognises and programmes or have implemented TRIPLE EIGHT
acknowledges government departments sustainable initiatives around poverty
that have strategies in place to allow alleviation which have enhanced skills and “Campaigns that Matter.”
for future disability programmes or provided income opportunities that have Triple Eight Group is an eight-year-
that implemented sustainable disability positively impacted the lives of women and old agency consisting of Triple Eight
programmes which have enhanced skills and the poor. Brands, our brand activations and
provided employment opportunities for Winner of the non-JSE listed companies: PR agency, and Triple Eight CSR,
people with disabilities. our corporate social responsibility
Winner: Accenture Triple Eight agency.  As a group we serve some of
Special Mention: KG Maluleke Memorial Finalists of the non-JSE listed companies: the best-known brands in the world.
Disability Integration Organisation
Finalists: (4th) Deloitte Africa, (3rd) Anglo (4th) Stellenbosch University Law Clinic, Triple Eight is leading the way
American, (2nd) Development Bank of (3rd) EY, (2nd) Deloitte Africa in a new-age form of marketing,
Southern Africa Winner of the JSE listed companies: producing work that achieves
business and social results, wins
Empowerment of women in the AECI awards and gains mass recognition
community Awards Finalists of the JSE listed companies: for our clients. We craft campaigns
that inspire everyday people to
Criteria: This award recognises and (3rd) Absa, (2nd) AECI – Unjani Clinic,
acknowledges organisations that have AECI – Wise Ways Water Care
strategies in place to allow for future OVERALL WINNER: AECI

use their spending power to make

BRITISH AMERICAN TOBACCO PLC a positive difference in the world,
through the brands they choose.

“We are inspiring, challenging and diverse, with great people and an engaging Whether you are a corporate
culture that are key to successfully delivering our strategy.” executive looking for a proprietary
British American Tobacco South Africa is the second-largest company listed on the CSI programme, or a consumer
JSE by market capitalisation, and the leading tobacco manufacturer in South Africa by brand wanting results from in-
market share. We have a strong heritage of more than 100 years in South Africa. store promotions and experiential
marketing — there are no limits to
Given the scale of our business, we have a professional and strategic approach to our on-the-ground executions and
talent management. We work hard to ensure British American Tobacco South Africa bold approach to making business
attracts and retains excellent people, inspires engaged teams while being a great and the world better. We have offices
place to work. As competition for good talent intensifies, we constantly strive to build in South Africa, Zambia, Zimbabwe,
a strong and clearly differentiated value proposition as an employer. We offer the Namibia, Botswana, Mozambique
attraction of a rewarding career with a major international and Angola.
business that values individual contribution and supports

professional learning and development. We offer a supportive

culture that attracts, engages and retains the most talented

and diverse people.



Investing in young women Inclusive leader: Role model: C-suite
Awards Entrepreneur Awards
Winner: Ntombi Mhangwani
Criteria: This award recognises and Winner: Shelley Walters Finalists: (4th) Pertunia Sibanyoni, (3rd)
acknowledges organisations that have Finalists: (3rd) Paul Mabusa, Sally Hutton, (2nd) Mpumi Zikalala
strategies in place to allow for future (2nd) Sarika Modi
education of young women or have Role model: Management
implemented initiatives with the objective Positive role model Awards
of addressing social inequities by educating Winner: Nitasha Ramparsad
and empowering young women leaders Criteria: The nominee will be a female Finalists: (4th) Sherisa Rajah,
from diverse economic backgrounds. These role model who is acknowledged as a (3rd) Zizipho Nyanga,
initiatives have positively impacted the lives person who is changing the face of (2nd) Eshana Manichand
of young women who will become the next gender mainstreaming in her own way;
generation of women leaders. by her actions, deeds, utterances and Role model: Entrepreneur
Winner of the non-JSE listed companies: general mannerisms.
Winner: Sibongile Mangayi-Raath
Triple Eight Role model: Beacon of Africa Finalists: (3rd) Shelley Walters,
Finalists of the non-JSE listed companies: (3rd) Paula Quinsee,
Winner: Dr Judy Dlamini (2nd) Phumlaphi Zwane
(4th) Development Bank of Southern Africa, Finalists: (4th) Bridget Mokwena-Halala,
(3rd) Ericsson, (2nd) EY (3rd) Nolitha Fakude, Judy
Winner of the JSE listed companies: AECI (2nd) Professor Shirley Zinn Dlamini
Finalists of the JSE listed companies: (4th)
Absa, (3rd) RCL Foods, (2nd) Accsys Role model: Trailblazers JUDI DLAMINI
Winner: Jo-Ann Pohl Judy Dlamini, recently appointed as
Gender reporting by JSE listed Finalists: (4th) Jacqui Jooste, the chancellor of the University of
companies Awards (3rd) Mamokgethi Phakeng, Witwatersrand, started her career
(2nd) Busisiwe Mavuso as a medical practitioner before
Criteria: This award is to recognise and deciding to build her business career.
acknowledge companies that have embraced
both the spirit and the letter of this new Today, she is a founder and trustee
listing requirement. It also recognises of Mkhiwa Trust, a family vehicle
organisations reporting on pipeline for social responsibility initiatives,
development and further recognises whether and has served as a non-executive
or not the organisation has made reference director on the boards of Discovery
to gender or gender policies in the previous Holdings and Woolworths Holdings.
year’s reports. At the same time the award Dlamini received her medical degree
recognises that many organisations report on from the University of KwaZulu-
“transformation” or “diversity and inclusion”, Natal, her MBA from the University
which may include racial, gender and other of Witwatersrand, Johannesburg and
transformation issues. her diploma in occupational health
Winner: British American Tobacco from the University of the Free State.
Finalists: (4th) Investec Bank, (3rd) Alexander
Forbes, (2nd) Sasol

Inclusive leader Awards
Criteria: Nominated by a subordinate, or
group of subordinates, this person (male or As executive managing director
female) demonstrates business leadership of Cummins Africa and Middle
qualities aligned to the ethos of gender East, Thierry Pimi is a strong
mainstreaming. They have ingrained into their supporter of promoting local talent
leadership style a recognition of the provable and has unleashed diverse and
benefits to their business that diversity brings capable teams across the regions
with special emphasis on gender. in which he has worked, combining
Winner: Thierry Pimi seasoned industry leaders with
Finalists: (3rd) Clifford Sacks, exciting new hires equipped with
(2nd) Lerato Maupa strong local market knowledge and
Special Mention: Richard Khumalo solid regional business culture.
Trailblazer: Trevor Brown



The Awards judges WOMEN ON BOARDS AND

Refiloe Nkadimeng: Florence Musengi: Shepherd Shonhiwa: executive
CFO, Thebe Investment empowerment coach, business governance adviser
Corporation co-founder and CEO of Floida
Engineering Services Bharti Harie: board member

Jo-Ann Pohl: CFO, Bowmans Mpumi Zikalala: deputy CEO, Parmi Natesan: executive
De Beers Consolidated Mines director, IoDSA

Michael Judin: senior partner, Nikki Viljoen: internal auditor Patrice Lasserre: the board
Judin Combrinck Inc and Business Administration whisperer

Nkosinathi Moshoanai: Gugu Khazi: International Talent
Martie Janse van Rensburg: general manager, Primestars & Development director
board member
Michael Pryke: executive coach
Shirley Machaba: board Emma El-Karout: a future work
member, PwC SA innovator, founder of One Circle

Malcolm Larsen: company Bathobile Sowazi: company Rita Nkuhlu: executive director
secretary, Business Engage secretary, DBSA

EMPOWERMENT OF WOMEN Shelley Marsh: director, Vanisha Balgobind: executive
IN THE COMMUNITY Mentoring 4 Success head: human resources

director, Mindlib PARTICIPATION
Professor Shireen Richter:
Nwabisa Piki: investor relations Roy Clarke: managing director: international laughter and
and corporate affairs leader Clarkhouse Human Capital happiness professor

Rose Mamabolo: Business Isabella Makuta: director: Group Nazreen Pandor: head of
manager Corporate Affairs, Group Five Communication and Stakeholder
Management – Special
Investigating Unit

MAINSTREAMING GENDER Hellen Lebone: director: human Vanessa Olver CA(SA): COO:
AND DISABILITY resources Rest of Africa, ABSA

Advocate Bokankatla Malatji: Dionne Kerr: CEO, Siyakha Dr Melanie van Rooy: group IMAGES: SUPPLIED
commissioner, SAHRC marketing director, Dis-Chem




AWCA president ZAMA KHANYILE and deputy president BUHLE HANISE reflect on some of the

Tstrides made by the organisation so farhe first female chartered accountant
(CA(SA)) qualified in 1917 — and
it wasn’t until 70 years later that the
profession gained its first black female

CA(SA), Nonkululeko Gobodo. When

the African Women Chartered Accountants (AWCA)

was launched 17 years ago, there were only 407 African,

Indian and Coloured (AIC) female CAs(SA) out of a

total CA(SA) population of 20 903. With concerted

efforts from various stakeholders, transformation has

gained momentum.

”Our mission doesn’t just
stop at producing moreblack
female CAs(SA), we want
to nurture them to become
astute leaders who will
someday join South Africa’s
top decision-makers.”

Zama Khanyile, AWCA president By June 2019, female AIC numbers were sitting at
6 625 out of a CA(SA) population of 45 428. Yes, we’ve
made some progress, but scrutinising South Africa’s
reality closely tells us that we are still far off.

The AWCA was encouraged when President Cyril
Ramaphosa appointed a cabinet comprising 50 per
cent female ministers, and further announced that all
provinces led by male premiers should feature at least
60 per cent female provincial executives. This was a
bold and admirable move from the president, which
we believe sets an appropriate tone that should be
replicated in C-suite appointments in both the public
and private sectors.

We started with a mandate to increase the number
of black female chartered accountants. However, with
time, we realised the value that women bring to the
table. A case in point is how the Thuma Mina brigade
is mostly made up of black female CA(SA)s. It’s quite
unfortunate that they have been tasked with ›


cleaning up when they should have been at the accounting realm because bridging the gender ”Now is the best
forefront from the onset. Our invaluable skills are gap between qualified male and female CA(SA)s time to invest in
needed — that much is evident. is another of our key mandates. education and
skills development
Nurturing our own Much has been said about the tough economic to reap the long-
climate facing the country, which has been term benefits of
Our mission doesn’t just stop at producing more marked by a 3.2 per cent decline in GDP in the an increase in the
black female CAs(SA), we want to nurture them first quarter, and an increase in unemployment scarce skills because
to become astute leaders who will someday join levels to 27.6 per cent in the same period. the beneficiaries of
South Africa’s top decision-makers. this investment will
At times such as these, corporates are ultimately contribute
Two areas that remain alarming are that of the often triggered to find innovative ways to to increased
2018 Assessment of Professional Competence grow revenue, this is usually coupled with productivity. either
(APC) and 2019 ITC exam, which have propelled budget cuts and the implementation of as employees or
us to unpack and reassess the issues causing the austerity measures. business owners.”
pass rate of black candidates to slide backwards,
threatening the strides made in growing black However, now is the best time to invest in
female representation in the CA(SA) statistics. education and skills development to reap the long-
term benefits of an increase in the scarce skills
This trend cannot be allowed to continue and because the beneficiaries of this investment will
the onus is on all of us to ensure that we raise our ultimately contribute to increased productivity,
hands in support of the next generation of leaders. either as employees or business owners.

For many of our board members, our We understand that most companies have
dedication to making the AWCA a success stems done away with, or even decreased, their CSI
from wanting to create a platform similar to the budgets. We always humbly highlight that
one the organisation afforded us when we were where corporates can’t lend a helping hand
younger. It became apparent to us that we needed financially, we are happy to receive non-monetary
to diversify our offering because black female sponsorship in the form of:
CA(SA)s were getting stuck along their journey, • the incorporation of our students in the
with some even exiting the profession in pursuit of
entrepreneurial opportunities. potential stakeholder’s bursary scheme
• using the potential stakeholder’s facilities to
Mentorship initiatives such as “Power Tea”
and “Entrepreneurs Forum” are designed to give host our events
our members access to female powerhouses from • availing a prominent leader to mentor our
varying industries for them to learn just how wide
the scope of success is. We identified the need to members or deliver a keynote address at
develop our members, post-qualification, into our events. That willingness to support our
leadership roles. initiative will go a long way in helping us
achieve our mandate
This gave birth to the Board Leadership • taking on our student members to serve their
programme with Duke University as well as articles, or assisting with marketing initiatives
the six-week Emerging Markets and Country that will help us reach those with the financial
Risk Analysis course at Fordham University in muscle to help us carry out our missions.
New York. We remain committed to curating
opportunities that support our members on their Our achievements
journey to accomplish fulfilling careers.
We recently honoured Dr Vuyokazi Mahlati
Sponsorship with the Woman of Substance™ accolade at our
annual fundraising gala dinner. A driver of
During conversations with potential sponsors, women empowerment, a social entrepreneur, and
we still get asked questions around why the chairperson of the Land Reform Panel among
AWCA hasn’t considered merging with other many other roles, Dr Mahlati’s ability to wear
similar organisations for black accountants. these various hats with authority and competence
Without taking away from the great work done is admirable.
by the other organisations — with whom we have
started collaborating — we believe that there Our spate of good news doesn’t just stop here —
will always be a place for us within the local there have been a few other developments in the
past year that we are proud to highlight:
• Through the financial support provided by our

We always humbly highlight that where corporates can’t IMAGES: XXXXXXX
lend a helping hand financially, we are happy to receive IMAGES: XXXXXXX
non-monetary sponsorship.



Buhle Hanise, ABOUT AWCA
AWCA deputy president
The AWCA is a nonprofit organisation whose vision is to
accelerate the advancement of black women who have qualified
as or are aspiring to be chartered accountants (CA(SA)s). The
organisation’s unwritten motto is “Develop as you lead”. To
realise its vision, the AWCA board has adopted the “three-tier
strategy”, which includes:
• identifying and developing young talented girls with the
potential to become CA(SA)s. This includes school visits, career
workshops, student chapters at universities and the AWCA
bursary fund
• nurturing, training and developing aspiring black female
CA(SA)s. This is done through the preparatory workshops
before writing the two qualifying exams, mentorship, and
power teas
• leadership development of both aspiring and qualified
black female CA(SA)s, which encompasses The AWCA
Leadership Academy, Entrepreneurship Forum, and
Round Table discussions.

IMAGES: XXXXXXX stakeholders and partners, the 2019 Bursary
Fund has been able to support a record high of
17 deserving young women.
• Our inaugural Mahube Entrepreneurs’ Summit
took place in March and was attended by over
150 current and aspirant entrepreneurs.
• We held the second round of the annual AWCA
Fundraising Golf Day where four-balls were
taken up by 23 companies.
• We also added the University of Johannesburg
to our stable of student chapters, increasing our
footprint to 11 universities across the South
African landscape.
• We launched our #FlourishFriday social media
campaign, which aims to celebrate the advances
made by women.
All these achievements are realised through the
time, passion and dedication of the AWCA board
and vibrant sub-committee structures through
which dedicated women tirelessly give their time
and receive no remuneration.
As the spirit of Thuma Mina continues to sweep
across the nation, we have seen an upsurge in the
number of volunteers who have signed up and
become active sub-committee members.


The profession remains on a journey of rebuilding,
notwithstanding some negative news reports that
continue to taint its good name.

We all have our work cut out to ensure that we
reset and adopt the fundamental principles that
will restore our profession to its former glory.

In the meantime, we will continue rolling out
our efforts to “accelerate the development of black
female chartered accountants”. ■



N yaba is just as passionate about OWNING the
WDB Investment Holdings WORKSPACE
(WDBIH) as she was four years ago
when she joined as a board member. THABILE NYABA, WDB Investment Holdings (WDBIH) Chairperson of
“It’s a board made out of women only, and it’s Audit and Risk Committee and board member, and Chief Risk Officer
such a breath of fresh air,” says Nyaba. “I like what of Old Mutual Insure, believes in being a force for good for women in
the company stands for — women empowering the workplace. She says it’s time for women to continue to make their
women and women investing in other women. voices heard when it comes to gender issues
I subscribe to their way of thinking 100%. As
an organisation, we are really pioneering the The gender issue whatever is given to us, but we need to be deliberate
women’s agenda in the workplace.” about such conversations. We need to be vocal. We
WDBIH continues to champion the advancement need to address the issues as they arise. We need to
Nyaba says WDBIH continues a trailblazing of women in the business arena, with a particular be deliberate.”
take on women in business in South Africa and focus on the investment sector. Nyaba says that
the company is busy with some exciting initiatives in terms of gender equity, many changes have She says organisations also need to look at their
to further push the women’s agenda. She also likes been made over the years, but she feels that recruitment and remuneration processes in light of
the fact that WDBIH is very inclusive, and has transformation is not at the pace she and her fellow gender parity and make the changes that need to be
created some mutually beneficial relationships WDBIH board members would like to see. She made in terms of company policy.
over the years — partnerships that make South highlights the fact that policy and legislation need “What is sad is that in some organisations, these
Africa a better country. to be transformed to see real change. processes are managed by us — women — but we
are not doing what needs to be done. When we are
Thabile Nyaba, “As women, we sometimes put in positions of influence and positions of power,
WDB Investment Holdings become very modest and we need to make sure we are using that for the
Chairperson of Audit and accept whatever is given betterment, not of ourselves only, but also for women
to us, but we need to be in South Africa as a whole.”
Risk Committee and deliberate about such
board member conversations. We need to Mentorship
be vocal. We need to address
the issues as they arise. We She is very concerned about the plight of the youth
need to be deliberate.” and youth unemployment in South Africa — and
believes that WDBIH’s multilevel approach including
— Thabile Nyaba their internship programme is a good start and
should be replicated by many other corporates.
“Yes, women are given perhaps more She says mentorship is essential to move the
opportunities these days to take on youth forward.

executive positions in organisations, but “Trying to bridge the gap between what you learn
economically, they are not at the level at school and what happens in real life is like chalk
of their peers. The whole country has and cheese — and mentorship is imperative. I’m
an income disparity. There is a huge always saying I don’t want the person that follows
gap; it’s not only the rich and the me to go through the same pain I went through in
poor, but also the people that are realising my dreams. I don’t want the youngsters that
on the same level, doing exactly are coming after us to fight the same battles as we
the same job, but who are fought. If we can clear the path for them and allow
not remunerated or them to fight other battles, then all the better.” ■
compensated equally.
“As women, we sometimes Read the full profile on Thabile Nyaba
become very modest and accept


The telling of
Truth can be both stranger and TALES Sisonke Msimang

more compelling than fiction, Msimang’s unsettledness, in being a citizen of to questions on a flight from Edinburgh to Perth
the world, continues to this day. She has lived in before heading to Byron Bay in New South Wales
RYLAND FISHER gets to know Perth, Australia since 2014, but she still calls South and then to Atlanta, Georgia.
Africa home. She spends a lot of time travelling to
Sstoryteller Sisonke Msimang different countries, speaking at conferences and The Resurrection of Winnie Mandela, Msimang’s
isonke Msimang spent a large part second book, was published last year. In a recent
of her youth in exile because her interview with Radio 702’s Eusebius McKaiser,
parents, an Umkhonto we Sizwe Msimang said that this book took her by surprise
freedom fighter father and a because it started as a long essay.
professional mother, could not live in
“I saw this as a reaction to a moment rather than
a biography that was going to do justice to
the span of her life.” That moment was the death of
the former wife of the late Nelson Mandela in April
last year.

South Africa for fear of being arrested and tried by events and is the curator of Literature and Ideas for She has also written articles for some of the

the apartheid regime. the Perth Festival, which takes place in February top media houses in the world, including the

It is this story she tells in her first book Always every year. She responded to our request for an Washington Post, the New York Times, The

Another Country: A Memoir of Exile and Home, interview by agreeing to prepare a written response Guardian, and Newsweek.

published in 2017. Msimang recalls how she spent

time in exile in Zambia, Kenya, Canada and “It’s an artful meditation on exile and return, womanhood
Ethiopia, before returning to South Africa in the and motherhood unfolding against the backdrop of post-
early 1990s. Hers is a story of never belonging in apartheid South African politics.” – Taiye Selasi
strange places far away from home.



“The problems of
unemployment and the
deepening inequality can
only be overcome if we fix
education and health, invest
in vocational training as
well as free high-quality
higher education, and stop
focusing on big capital.” –

Sisonke Msimang

IMAGES: SUPPLIED Taiye Selasi, author of Ghana Must Go, “I have been inspired by women who have used What of her country of birth?
has described Msimang’s autobiography as their voices to further justice and to ask hard
“my favourite kind of memoir, so lyrical and questions, but I have equally been inspired by Msimang said that she tries to keep in touch with
dreamlike that it reads like a novel. It’s an artful writers with a strong sense of imagination and what is happening in South Africa, even though she
meditation on exile and return, womanhood and wonder and a depth of feeling. is not able to spend a lot of time in the country.
motherhood unfolding against the backdrop of
post-apartheid South African politics”. “I love Toni Morrison [the late American writer “I live in Australia and I travel a lot, mainly to
and Princeton professor] and I think the words of the United States. But South Africa is home in a
Both Msimang’s books so far have been [Rainer Maria] Rilke [bohemian Austrian poet and political and psychological sense, so keeping up
non-fiction. Did she find it easier to write about novelist] are phenomenal. I loved The Beautyful is both easy and necessary. Without an active and
real-life situations as opposed to fictional stories? Ones Are Not Yet Born [by Ghanaian writer Ayi present connection, I would be lost. South Africa
Kwei Armah] when I was in high school and I have feeds my creativity and sense of self.”
“I write non-fiction because there is so much turned to [Antiguan-American novelist] Jamaica
in our history that requires observation and Kincaid repeatedly — A Small Place, her seminal Asked about the major achievements and
analysis. We have the (mis)fortune of a history book on Antigua — is a treasure.” disappointments in South Africa over the past
riddled with injustice. This provides a rich vein 25 years of democracy, Msimang responds: “We
from which to draw as a writer. Msimang disputes that she has been successful have learned not to trust those who hold political
as a writer or as a thought leader on race, gender power. This is both a wonderful lesson and a very
“If I could write fiction in ways that could love and other issues, as she has been described in painful one. It’s been an important lesson though
people, if I felt confident that I had a story to tell some articles. in terms of the ongoing work of slowly making our
that needed to be fictional to have power then I democracy work. We are very far from achieving
would use that as a medium. I’m open to fiction “I am not sure I agree. I can say that I work that, but we are getting closer.”
— I just haven’t found a compelling fictional hard, I write consistently and I read voraciously to
story yet,” she said. improve myself. Reading is crucial because it’s the She says our biggest challenge is to “undo the
literary equivalent of listening. The only way any of active neglect of the poor”.
Msimang said she always loved writing and us can intervene meaningfully in conversations is
read a lot as a child, but it was only later in life by first listening to appreciate and understand the “Our politics are dominated by middle-class
that she realised that she could take a chance perspectives of others. Sometimes, once I’ve read interests and a real focus on lifting the middle
on writing. others, I realise I don’t need to add anything — it’s classes as a pathway to progress. This has been
all been said. The older I get, the more important I a losing strategy we adopted only two years into
“It was only once I took a sabbatical from work think it is to only speak when necessary.” our independence when we dropped the RDP
in my thirties that I had the time to reflect and to (Reconstruction and Development Programme)
think about writing as something I might be able She says she does not necessarily see herself as a and prioritised GEAR (Growth, Employment
to do consistently and as a profession. role model for young black women in South Africa and Redistribution). [Both were South African
or anywhere else, for that matter. government policies.]
“In 2012, after spending a semester on the
campus of Yale University surrounded by books “It’s less important how I see myself than it is how “The problems of unemployment and the
and the most incredible intellectual resources, others see me in this regard. We all choose our role deepening inequality can only be overcome if
it was clear that I at least had to try.” models. My role models are simply living their lives, we fix education and health, invest in vocational
doing the best they can. They are uninterested in training as well as free high-quality higher
Inspiration sources being seen as role models. They are invested in being education, and stop focusing on big capital. We
people of integrity, discipline and quiet generosity.” must help ordinary people start the kinds of
Msimang said she has been inspired by many businesses that will generate pride, jobs and black
writers, mainly women. ownership of local economies.”

Despite having been a resident of many
countries, Sisonke’s heart remains in
South Africa. ■


and Race

Workplace diversity is about more than filling quotas. Getting it Nene Molefi, CEO of Mandate Molefi HR Consultants
right creates smarter teams, happier employees and a thriving

business, writes DELIA DU TOIT

Rinet Griessel, Inclusion South Africa (InSA) Unfortunately, most businesses don’t realise It has been proven through
the incredible value of true diversity, says
“D iversity that goes Griessel. “Mostly, the rejection of the idea is numerous research studies
beyond race and based on fear — fear of losing control or losing
gender and takes into your position in a company. And those who do that organisations that
account diversity of age, know the value of diversity often don’t know
experience, culture, how to implement it properly or don’t want to have diversity of race,
abilities and more,” says Rinet Griessel, founder invest in doing so. But if the business world as
of Inclusion South Africa (InSA), which provides a whole doesn’t start changing its perceptions, gender, tenure, age, and
diversity training, “will foster better relationships our country will continue to suffer.”
and teamwork, improve employees’ performance, more, outperform those
and empower people — all leading to a more Nene Molefi, CEO of Mandate Molefi
successful business in the long run. On the flip side, HR Consultants and author of A Journey that do not.” – Nene Molefi
treat employees like mere numbers and they’ll feel
invisible and powerless, affecting their performance of Diversity & Inclusion In South Africa: In practice
and the bottom line.” Guidelines for leading inclusively, agrees. She
says companies who invest time in educating Colleen Larsen from Business Engage, an
themselves and holding dialogues about organisation that promotes gender mainstreaming
diversity and inclusion soon realise that it’s not in the private sector, says though gender (and race)
about numbers only. are important diversity subjects, looking beyond
that scope provides many more opportunities.
“While numbers, compliance and B-bBEE
certificates are important, the approach “Generational diversity, for example, is a huge
will not be sustainable if you do not focus subject on its own. Young people have different
on inclusion in workplace culture. Diversity views about life and, right or wrong, they need to
practices should go beyond race and gender be listened to — otherwise, we miss out on so much
and look at diversity of personality, thought input. They can totally reconfigure your point of
and perspectives, age, marital status, country of view and move you forward at the
origin, and more. same time. At the other end of the
scale, the experience more mature
“Seen in this light, good diversity and generations bring is invaluable —
inclusion strategies give you a much wider you only have to look at Eskom
menu and collective intelligence; a richness to realise the effect of losing too
of people’s lived experiences,” she adds. much experience. Today,
“This far outweighs the tendency to rely a 50-year-old person could
on homogeneous groups to make decisions easily give 25 to 30 more
for a wide range of employees. It has been years of contribution.”
proven through numerous research studies
that organisations that have diversity of race, Of course, gender and
gender, tenure, age, and more, outperform race remain pillars of
those that do not.” transformation that should
certainly not be ignored —
24 CEL EBR ATING WOMEN especially in South Africa.

Colleen Larsen, CE,
Business Engage


Emrie Brown, head of Rand Merchant Bank’s and inclusion and diversity. “These programmes WINNING THE GAME
investment banking division include an interactive digital learning programme
that develops work readiness skills for the ICT Globally, the Refinitiv Diversity & Inclusion Index (previously the
That’s how Emrie Brown, head of Rand Merchant and technical workforce; an entrepreneurship Thomson Reuters Index) ranks the most diverse companies. In
Bank’s investment banking division, sees it. programme that serves as a catalyst for local 2018, Accenture was in first place, Novartis came in second, and
economic development in rural communities; Medtronic PLC third.
“Gender (remains) a key element of diversity and and a hugely successful three-year programme for
one that is recognised globally as needing attention. learners who live with a disability.” It’s clear, from policy to practice to performance, why these
The financial services industry, for example, has companies fare so well. In July this year, for example, Novartis
traditionally been a male-dominated one with few The benefits of all these initiatives are clear — SA introduced a pioneering equal parental leave policy in South
women feeling compelled to move into this sector not only for society at large, but for the company Africa, giving all new parents paid parental leave of a minimum
and even fewer sticking it out when they do.” itself: around 72 per cent of graduates from the 14 weeks following the birth, surrogacy or adoption of a child.
Accenture Education Trust, for example, join “This policy strives to make our workplace more inclusive by
The stereotypes about women in leadership the internship programme — creating a skilled, supporting our employees through the different stages of their
are the same worldwide and present in all male- trained pool of young talent for the organisation lives and empowering them to make the best choices for the
dominated industries, she adds. “I have come to and building a pipeline for future management. health and wellbeing of their families,” says CEO Mo Kadwa.
realise that women undoubtedly bring a different
perspective to men even in business. Women are Khethiwe Nkuna, head of corporate citizenship and Though no similar diversity index exists for South Africa, Larsen
better on the EQ side and better team players — inclusion and diversity at Accenture says it’s not always helpful to compare SA to the rest of the world
they think more about people; they’re better at when it comes to diversity. “The danger with assessing global
inspiring and driving people. At Anglo American South Africa, another phenomena is that you’re not always comparing like for like.
company that has diversity at the forefront of
“Women shouldn’t have to ‘man-up’ to be its vision for the future, the results are clear It’s much more important to compare where we were, where
successful. It is women’s different perspective too. In South Africa, women who work in the we are now and where we are going, and to ask whether this rate
which brings diversity to a business. Top talent has traditionally male-dominated mining sector face of change is acceptable, not only from a business and economic
no boundaries determined by race, gender, sexual point of view, but also from society at large.”
preference or disability.”
Portia Malele, chair of the Mpumalanga tripartite task team

The experience more mature generations bring is Malele, chair of the Mpumalanga tripartite
invaluable — you only have to look at Eskom to realise task team that championed the advancement of
the effect of losing too much experience.” – Colleen Larsen women in mining, and manager Mining: Drill
and Blast at Anglo American’s Kumba Iron
IMAGES: SUPPLIED Success stories many challenges despite having a long history in Ore’s Sishen mine.
the sector.
The most diverse company in the world, Accenture, Getting to that level of transformation, she
spent more than R38-million on skills development Over the past 20 years, the number of female says, required a companywide commitment
for black employees to develop leaders and employees in the mining industry has risen to collaborative thinking to find creative and
management in South Africa in 2018 alone. to over 53 000 and a quarter of management practical solutions.
positions are held by women. The company
Outside of the organisation, Accenture SA works tirelessly to establish mining as a Creating a more prosperous and fairer society
has predominantly focused on three flagship viable career option in the minds of many certainly doesn’t only happen at the top level, but
socioeconomic development programmes, says young South African women, says Portia at all levels — from small, daily interactions with
Khethiwe Nkuna, head of corporate citizenship strangers to striking big business deals. It’s about
creating a culture of inclusion in every walk of life.
True ubuntu, after all, begins at home. ■



to get to equal

Collaboration is key to making gender equality and leadership of women a reality.

the status quo, but one of the difficulties in the
conversation around gender equity is that it has
been positioned as a women’s issue when it’s a
business issue. “Unless we get diversity right, we
won’t get the results we want in business. The
focus needs to be shifted to where we want to go,
rather than looking back. We are in a changing
world and bringing women along is strategic to
any company’s long-term success. This is where
we need to centre this conversation.”

ANtombi Mhangwani, Accenture fundamental levels with less access to education for Beyond window dressing
s an initiative designed to drive women and repressive cultural norms, and extends
gender transformation in business, to the workplace where unequal pay and privileges, Over the last decades, there has been increased
Accenture, Nedbank, MTN and as well as continued under-representation in senior visibility in corporates saying they are trying to
Business Engage joined hands to positions, limit the progress of women and the move the gender needle, but Jacqui O’Sullivan,
host the Voices of Change event on August 8 achievement of gender equity. “Leaders of businesses executive for Corporate Affairs at MTN South
2019 with the hope of building a platform that and organisations have the power to close the gender Africa, says one of the problems is superficiality
creates solutions which deliver real support gap in career advancement and pay. A workplace in terms of approach. “Companies cannot claim
structures and career development opportunities culture of equality unlocks human potential, creating to be changing the face of the corporate world for
for the sustainable advancement for women in an environment in which everyone can advance women if they are simply ‘recycling’ the same elite
the workplace. This gathering illustrated how and thrive.” base of women or creating a Women’s Forum that
global organisations, irrespective of their business only sees the light of day in August. Companies
purpose, can come together to work towards Colleen Larsen, chief executive of Business will affect real change when they look at how
common goals. Engage and president of 30% Club Southern they are supporting female learners and female
Africa says that businesses are trying to address students and how they are creating meaningful
Uplifting women is a win-win and sustainable career paths for women in the
corporate world. We see through the superficial,
Ntombi Mhangwani, Integrated Marketing and and business will miss out on amazing women
Communications director and Women’s Forum who will rather move on than hang around for
lead for Accenture in Africa, says gender parity superficial window dressing.”
is good for business and good for the economy.
However, she points out that the challenge starts at Lerato Maupa is Nedbank head Human
Resources: Card, Payments and Transactional and
she also chairs Nedbank’s Women’s Forum. She
hones in on the fact that to be effective, the whole
business ecosystem needs to support the woman
as a whole person, not just as an employee. She
highlights that women juggle multiple roles, and
points to the need to have specific programmes that
set them up for success and create an environment
where they can thrive. She points to programmes

“A workplace culture of equality unlocks human potential,
creating an environment in which everyone can advance
and thrive.” — Ntombi Mhangwani



talented women, and inclusive succession planning
should be in place. Far too often, advancing women
has been made into an exercise of ticking the boxes
and counting the numbers for employment equity,
rather than the strategic benefits. Being proactive,
we have to get women trained and ready to take
up positions of leadership, not wait until we have a
vacuum because a woman has moved on or we are
required by legislation to make changes”.

O’Sullivan says this lack of investment in the
female leaders of the future has slowed women’s
rightful progress, however, she believes this is
changing, supported by the many powerful female-
driven networks that exist across the country and
the world that are helping create that imperative
for change.

IMAGES: SUPPLIED Jacqui O’Sullivan, MTN Bringing men along

GROWING WOMEN’S ROLES Men are an important voice in this conversation,
however, Larsen points out that they are often
“In South Africa, only 24 per cent of women are employed in stereotyped as adversaries. She advises that to get
high-skill roles, which are also high-paying roles. The majority, their full buy-in, men should be approached as
76 per cent, fill low- to medium-skill roles. By uplifting just allies and engaged on the basis of mutual benefits.
13 per cent of women in the workplace to fill medium, rather “Men will get on board and are generally supportive
than low-skill roles — in other words, growing the share of if they see the purpose of doing so. Additionally,
medium-skill roles that women fill to match that of men at outcomes tend to be better if men have clarity in
52 per cent — South Africa can add R319-billion to its GDP. That’s their role of improving business and the society
an incredible 6 per cent additional growth in GDP, above the they live in.”
current 1.3 per cent growth,” says Ntombi Mhangwani.
Maupa proffers that men can lend their
such as the maternity transition coaching being support by being aware that they have a key
driven by Nedbank, which “recognises that women role in raising up women and carrying this
transition through different roles in the span of their out in their day to day roles by hiring women,
career, and employers have a role to play through mentoring women and rewarding them equitably
these evolutions”. for their contribution, adding that “it shouldn’t
be a numbers game, we need to transition and
Mhangwani says organisations create a culture transform beyond the numbers”.
of equality through bold leadership, with a diverse
leadership team that sets, shares and measures O’Sullivan agrees, saying: “I want to see
equality targets openly. This has to be supported by much stronger layers of female representation
comprehensive action through policies and practices in middle management across all areas, not
that are family-friendly, support both genders and just in functional environments like legal, HR
are bias-free in attracting and retaining people; and and compliance. A strong female showing in
fostering an empowering environment that trusts middle management speaks to a company’s
employees, respects individuals and offers freedom commitment to creating solid career paths for
to be creative and to train and work flexibly. “Our women, backed by strong graduate programmes
research found that achieving success in all three that are helping identify the female CEOs of
categories creates a virtual circle — each enhances the future.”
the others so that, combined, they deliver immense
impact. Together, they nurture a culture of purpose, Mhangwani asserts that in South Africa,
accountability, belonging, trust and flexibility,” as elsewhere in the world, business occupies
says Mhangwani. an influential place in society. The norms and
culture in the workplace can help recalibrate the
Larsen argues that for gender parity to occupy its status quo. “To keep the momentum going, we
rightful place in the greater scheme of things, it needs need to tell stories about what success looks like
to be strategic to the organisation’s success, until and showcase the excellent contributions women
then it will be meaningless. For instance, “companies are making in the corporate environment,”
need to mobilise to continuously fill the pipeline with says Larsen. ■

TOP IMAGE Lerato Maupa, Nedbank Woman’s Forum
BOTTOM IMAGE Colleen Larsen, Business Engage



Mind the Pay Gap

For women in South Africa, the world of work is the ultimate
rock and a hard place, finds JERMAINE CRAIG

A “laager mentality” persists, Chetty believes,

among males who continue to dominate the

boardrooms and corporate decision-making in

a country where only 3.3 per cent of companies

GMaushami Chetty, CEO of Aarya Legal listed on the Johannesburg Stock Exchange
lobally, the International
Labour Organization’s (ILO) have female CEOs. “Men may not even be
intentionally discriminating, but it is human
Global Wage Report 2018/19 nature to want to work with people who look
showed that South African and think like you. Yet, companies would
women who are permanently do well to realise that diversity on boards
and in the workplace leads to more agile and
successful companies,” says Chetty.

employed earn 22.7 per cent less than men for A positive step is government legislation, such

doing the same jobs, while that number rises as the Employment Equity Act and the Labour

to 39 per cent less for women who are in Relations Act.

part-time employment. Being taken for a ride

Given that Statistics South Africa estimates

that 6.1 million, or 37.9 per cent of households in “In many corporates, human relations

South Africa, are headed by women, the effects of departments are there to act purely in the

the gender pay gap is devastating. company’s interest. Even when they know certain

Economists at PriceWaterhouseCoopers things are not technically legal, they will still

estimate that if South Africa closed the gender pay push it through if it benefits the company and not

gap by just 10 per cent the country could necessarily the employee,” says Chetty.

achieve an additional 3.2 per cent in Draconian measures companies

GDP growth and a 6.5 per cent Fast fact use to perpetuate the gender Dorah Tlala, human relations practitioner
reduction in the number pay gap is forbidding
The industries where the pay Pure politics
of unemployed job seekers. employees to discuss
disparities are most acutely felt are Dorah Tlala, a seasoned human relations
“It’s insidious and their salaries with their practitioner, adds: “Women have the experience
in healthcare (where women are and skills, but when it comes to executive
we need to drill down colleagues or requesting positions and equality in the workplace, decisions
paid 28.1 per cent less), technology are still based on pure politics. There is often a
and better understand (22.9 per cent less) and in the media, prospective job applicants lack of trust in female candidates and women
these statistics and how to provide copies of are often diminished as just a number in the
to address them,” says retail and financial sectors their payslips from their workplace. Until women are better represented in
Maushami Chetty, CEO (21.8 per cent less). previous employers. the boardrooms and at management level, and can
better influence the politics of work, the inequality
of Aarya Legal and a gender Source: 2019 PricewaterhouseCoopers “Your salary is part of will persist.”
Executive Directors Practices and
Remuneration Trends Report Chetty believes the tide is turning, but that
activist whose company your conditions of work. You the pressure and heat on companies needs to be
kept up. “Having more women representation in
provides legal services to can and should discuss it. Women senior leadership roles sends a strong message
about how a company values women. Corporates
entrepreneurs and businesses. should be aware of whether they are need to understand that the time of taking
advantage of women and focusing purely on
“I use the law as a carrot and stick to get being underpaid or not and understand their profit — at the expense of equality and fairness
— is coming to an end.” ■
IMAGES: SUPPLIED businesses to do the right thing. It is important to own value. And companies asking for previous

empower people to understand their rights and payslips do so to ensure they do not necessarily

incentivise businesses to move the country in pay you what you or the position is worth, or as

the right direction in terms of the equity of their per their salary benchmarks for the position you

employment practices.” are applying for,” says Chetty.

“Companies would do well to realise that diversity on
boards and in the workplace leads to more agile and
successful companies.” – Maushami Chetty



In-demand jobs
for a profitable
futureAdvances in mechanisation and artificial

intelligence are rapidly changing the work

landscape, DELIA DU TOIT investigates the

skills needed to compete in the future Kumeshnee West, executive education director at the UCT
Graduate School of Business
A t the Snickers factory in the predictable are most at risk, such as telemarketers,
USA, 99 tonnes of peanuts are cashiers and legal assistants. Sarah Fontaine, chief Future perfect
used every day to manufacture HR officer at trade credit insurer CoFace, says
the world’s top-selling candy telemarketing is already facing large-scale changes Klaus Schwab, chairman of the WEF, has said that
bar. When the bar was first in SA as more companies opt to conduct customer talent, more than capital, will represent the critical
introduced, it was mostly handmade. Today, interactions online. factor of production in the future. West agrees,
every step of the process, from making the nougat saying that companies need to invest in resilient
and caramel to cutting and wrapping the bars, But while automation may redefine the leadership to manage change. “Solid leadership
is fully automated — with only a few employees workplace, it’s not all gloom and doom for development provides the kind of transferable
supervising the process as machines churn out employees, says Kumeshnee West, executive skills likely to be needed in the future. The jobs of
around 15 million bars per day. education director at the UCT Graduate School of tomorrow, don’t exist yet. It is impossible to train
Business. “Changes in technology also create new people in the conventional sense. Rather, we need
Though automation is nothing new in treat jobs and industries. The challenge is going to be to invest in their essential capabilities and create a
manufacturing, this picture is becoming more ensuring that workers have the skills they need to culture of life-long learning.”
prolific in almost every industry. transition to different jobs.”
Chidi agrees: “I often hear employers say they now
A 2013 Oxford University study said that 47 per Fontaine says a few examples of in-demand look for people who can think critically, deal with
cent of all jobs were at high-risk for automation in future jobs include risk managers, compliance complexity, who are flexible, agile and learn fast.”
the next 10 to 20 years; local expert Flux Trends officers, and tech and data specialists to manage
believes robots and tech will take over up to 35 per the changes that automation will bring. Though the future will unlock many
cent of jobs in SA by 2030. opportunities, gender bias is strong in the tech sector
and needs to be consciously overcome by companies, IMAGES: SUPPLIED
Artificial intelligence and mechanisation adds West. 
are sweeping across the the fibre processing
and manufacturing sector, for example, says “According to UNESCO and Forbes, less than
Matungoe Chidi, researcher at the Fibre one-third of the world’s technical workforce are
Processing and Manufacturing (FP & M) SETA. women, and the numbers aren’t growing. More
“Just some examples include the use of drones women need to be brought into the conversation.
to map forests, machinised loggers in the timber
sector, and sophisticated machinery in the As the African proverb goes: “If we want to go far,
footwear sector that can be operated by one we need to go together.” ■
person instead of the tens of people required in
the past.” IN-DEMAND

Growing pains Sarah Fontaine, chief HR officer at trade credit The World Economic Forum identified these skills as the most-
insurer CoFace needed in 2020:
Just because something can be automated, doesn’t • Complex problem-solving
mean it will be. In the FP & M sector, for example, • Critical thinking
90 per cent of employers have small operations • Creativity
with less than 50 employees and likely can’t afford • People management
specialised machinery, says Chidi. • Co-ordinating with others
• Emotional intelligence
But certain skills are quickly going the way • Judgement and decision-making
of the dodo in several industries. The World • Service orientation
Economic Forum (WEF) and the Oxford • Negotiation
study says jobs that are routine, repetitive and • Cognitive flexibility


Kgothatso Montjane

Women are
making a splash

both in and outside the


KEVIN McCALLUM finds that women’s sport is slowly but surely
getting the recognition it so richly deserves

I n May, just before his team played blinkered male-dominated media. It is not only Tatjana Schoenmaker
Watford in the FA Cup, Pep Guardiola, football. At the 2016 Olympic Games in Rio, BBC
the manager of Manchester City, was presenter John Inverdale put it to Andy Murray that Two small steps for man; one giant leap for
asked by a journalist what he thought he was the first person to win two gold medals in women’s sport.
of the prospect of his team becoming tennis. The British tennis star gave him short shrift:
the “first-ever to win the domestic treble” of league “I think Venus and Serena (Williams) have won It will take much more than two stars calling out
titles: the Carabao Cup, FA Cup and the league cup about four each.” journalists to change the perception and attitude
in England. some mainstream media have towards women’s
The Spaniard stopped, looked at the journalist Murray had done the same at the US Open, sport, but there is a sense that the tide is turning,
and interrupted. “Men’s,” he said. correcting a male journalist who told him Sam that sponsors, broadcasters and media are realising
Indeed, Arsenal Football Club’s women’s team Querrey, to whom Murray had just lost, had the value in women’s sport. They are superstars,
did the domestic treble in the 1992/93 season, become the “first US player to reach a major semi- role models and inspirations.
an incredible achievement often overlooked by a final since 2009”. Murray replied that Querrey was
just the first “male player” to do that. SA’s female sports stars

“I can’t believe I am competing in the same space as them South Africa has a history of strong women sports
(Serena and Venus Williams). I just never saw myself stars, who compete and beat the best in the world.
here, considering how I started in this sport. Even if I’ve From Elana Meyer to Penny Heyns, from Banyana
never talked to them, we compete on the same stage, Banyana to the Proteas — both cricket and netball
we share the same locker room and dining space.” — from Comrades winner Gerda Steyn to Kgothatso
— Kgothatso Montjane Montjane, the wheelchair tennis ace, South African
women make their mark on the global stage.

Montjane, born with a congenital disorder
that affected the growth of her fingers and legs,
has had to fight harder than most to become an
international star. In 2018, she became the first



South Africa’s Proteas Netball team

“It was hard for some of the team to train because The Phefeni Gogos
their focus was on work and putting food on the table.”
– Cecilia Molokwane GO THE GOGOS!

IMAGES: SUPPLIED black South African woman, able-bodied and some of the team to train because their “focus was On the same Orlando East field where Kaizer Chiefs, known as
disabled, to take part in Wimbledon. She qualified on work and putting food on the table”. That may the “Phefeni Glamour Boys”, began, the Phefeni Gogos, a teamof
for all four majors last year and this year was change now. mature and oh-so-spritely women play the beautiful game four
knocked out in the semi-finals of Wimbledon. At times a week.
33, she still gets a little starstruck that she is at the Molokwane said she had told the team before
same events as the likes of the Willams sisters who the World Cup that they would be the “group to It is dusty and not much of a field, but it is the field of dreams
inspire her as she hopes to inspire others. change the face of netball. The group that was going for the women, ranging in age from 52 to 81. They come here
to make the media start talking about them. The at 6.30am in the summer and 7am in the winter, giving the sun
“I can’t believe I am competing in the same group that was going to make headlines”. time to rise to provide some warmth.
space as them. I just never saw myself here,
considering how I started in this sport. Even if Telkom, which sponsors the local league, offered Football is their exercise and it is keeping them alive,
I’ve never talked to them, we compete on the the team R1-million if they won the World Cup according to the goalkeeper, Georgina Shilenge. They have high
same stage, we share the same locker room and for the first time. The players still got to share a blood pressure, diabetes and “other life-threatening illnesses of
dining space,” says Montjane. R1.2-million bonus pool from team sponsor Spar. the aged”, reported The Sunday Times. Exercising, said Shilenge,
But they, like the United States, like the Williams “is our last hope, or we die. Football keeps us awake, alive, and
Having started the sport relatively late in life, sisters, like Banyana Banyana, were changing the strong, instead of sitting down in your house and watching TV.
back in 2005, Montjane learnt from watching way women’s sport was viewed and providing When my bones are aching, I go to practice.”
Roger Federer, Serena and Venus Williams on inspiration for a new generation.
television, writing notes, and then practising The Phefeni Gogos play in the Soweto Senior Citizen’s league,
what her heroes did. That has translated into SuperSport has been at the forefront of which has 16 teams. One team is full of youngsters, who have 10
her incredible consistency of shotmaking, providing substantial coverage for women’s years on them. They play against the likes of Pimville Gogos and
which has taken her to a ranking of seventh in sport, not through a sense of righting wrongs, but then G Lovers FC. A developer has tried to take over the ground
the world. because the celebration of women’s sport gives a and put up houses on it, this has the Gogos in an uproar and they
return in viewership and numbers. While SABC will not go without a fight.
Penny Heyns was regarded as perhaps the best chose not to broadcast the women’s World Cup
breaststroker of the 20th century as she became and opted for the men’s African Cup of Nations, Only one of the Gogos has proper kit, a gift from her
the only woman to win the 100m and 200m at SuperSport showed both. The women’s World Cup grandson. They have a coach, Mqusi Manana, who works as a
one Olympics, and set 14 world records. There set new records in Britain and South Africa for community organiser. He has big plans for the team, but they are
have been lean years for South African women television audiences. already living their dream. They play to win. They play to live.
in the pool since the 2000 Games in Sydney,
but that changed this year. In July, Tatjana “We don’t see this particularly as a new market. Source: The Sunday Times
Schoenmaker followed in Heyns’ wake when she A sport like cricket, for instance, has long attracted
became the first South African to win a medal at a wealth of female viewers. Women’s netball,
the World Long-Course Championships, taking hockey and soccer, among others, have long been
silver in the 200m breaststroke in Gwangju, staples on SuperSport. At SuperSport, we don’t
Korea. In August, Schoenmaker won her first differentiate between men’s and women’s sport – we
World Cup gold in Tokyo. broadcast world-class sport,” said Gideon Khobane,
CEO of SuperSport.
South Africa’s netball stars also lived their
dream in July when they finished fourth in the And that, as Andy Murray and Pep Guardiola
World Cup and came within a whisker of beating might tell you, is why women’s sport deserves more
Australia in the semi-final. Yet, said Netball SA respect. It is world-class and South Africans are
president Cecilia Molokwane, it was hard for showing they have the class to compete with the
best in the world. ■


Women and

Tiger Brands has several programmes designed to develop and
empower women both within the organisation and externally



Everything Tiger Brands does is defined Some of Tiger Brand’s RISE 2019 participants
by its purpose to nourish and nurture
more lives every day.
Our ability to live out this bold
intention starts from within — inspired not only
by our iconic brands, but also our world-class
people who breathe life into our ethos. We want to
unlock societal value while nourishing life — and
we have very deliberately developed and continue
to evolve programmes that empower women to
achieve their full potential, on their own merit,
both inside and outside of our company.

Tigresses on the rise differently and to explore innovative ways of to determine needs on the ground. This has
achieving the desired results. In the process, our identified that most households are women-
At Tiger Brands, nurturing our women starts women gained practical business skills such as headed and that the most socially active members
by understanding the unique needs, interests framing and refining business challenges, building in communities are women,” says Mary-Jane
and support our women desire to empower partnerships for success, research and analysis Morifi, Chief Corporate Affairs Officer.
them to thrive. To enable this, we launched the as well as ideation and solution-finding. Agility,
Tiger Women’s Network — creating a powerful collaboration, influencing and resilience were key One of our early key initiatives is the
platform for Tiger Brands’ women to engage on attributes of this programme. Smallholder Farmer Programme that was
issues that matter most to them. Through this deliberately designed to create access for
network, we formed RISE — one of our gender “We will never cease to ignite the passion of our small-scale black and black-women farmers to
empowerment programmes, of which we are women by connecting them with possibilities to actively participate in our supply chain through
most proud. grow, thrive and innovate”, says Magagula. guaranteed offtake agreements. The contribution
of this programme to date has allowed our
“RISE represents Tiger Brands’ absolute focus Empowering women farmers to create 194 jobs for women, mainly in
on the advancement of talented women across the to help them thrive rural communities.
full spectrum of our diverse organisation,” says
S’ne Magagula, Chief HR Officer. Equally, we are focused on creating an inclusive Fostering social entrepreneurs is
South African economy, creating meaningful another area where we know we can make a
Designed in partnership with the Henley opportunities for female entrepreneurs to thrive meaningful impact.
Business School, RISE applies the internationally and for women to benefit from sustainable
recognised business-driven action learning livelihood opportunities. “We’ve evolved our CSI programmes from
(BDAL) methodology to find solutions to real simply providing food. We’re converting the food
business challenges. It is also geared toward We’re proud of being the largest producer of hamper programme into community, family and
deepening the organisational capability of branded consumer goods in sub-Saharan Africa. school food-garden projects where beneficiaries
participants and self-development. With quality food products at the heart of our can start growing their own food and selling the
business, a thriving local agricultural sector surplus. We are confident that the food-gardens
“We’re celebrating the 32 RISE programme is vital to the company. We have naturally initiative can mature to become viable micro-
women from across Tiger Brands who formed centred our initiatives on developing black farming projects,” says Morifi.
teams earlier this year to solve real business farmers to be at the heart of our supply chain,
challenges identified by Tiger Brands’ CEO and mirroring the desire to progress the economic While these programmes were not devised
executive team. Their exciting innovations are transformation of the country through deliberate exclusively for women, women have emerged as
now being implemented across the business, organisational activities. the primary drivers of these initiatives.
underlining the calibre and potential of our
‘Tigresses’,” continues Magagula. “As we look to further empower women in the “Overwhelmingly, we are finding that women
agricultural space in the 47 communities where are prepared to make this commitment. They put
The six-month programme challenged we operate, we are using social mapping processes their hands up and commit to building resilient,
participants to work in a dynamic way, to think food-secure communities through sustainable
S’ne Magagula, projects. We are learning that if you empower
Mary-Jane Morifi, Chief HR Officer women, you empower families and you empower
Chief Corporate an entire community,” concludes Morifi. ■
Affairs Officer
For more information:
+27 11 840 4000



Dr Mabokang Monnapula-Mapesela, deputy vice
chancellor: Academic and Student Affairs at Rhodes




Dr Mabokang Monnapula-Mapesela, Rhodes University’s new deputy vice chancellor: Academic

and Student Affairs, tells RYLAND FISHER of her hopes that her appointment will inspire other black

women, especially those who aspire to become academics and leaders

“Iam a role model and a keen complex sets of dynamics. The environment “Issues of access, equity and social justice,
mentor for many black women, is not always supportive.” responsiveness and quality are critical. Since
and I have supervised many in 1994, government has made great strides in the
their post-graduate studies and She will draw a lot from her role as dean for widening of access, but we still struggle with
published journal articles with Academic Development and Support and as senior quality issues, success for most learners, equity
director for the Centre for Innovation in Learning of provision and equity of outcomes. Apart from
access issues, the relevance and responsiveness
them,” she says. and Teaching at CUT. of curriculum for the African and South African
context have been questioned.”
“They should stay true to their conviction and “While universities of technology might have
She believes that we cannot continue to use the
volition and know what their purpose in life is. a different mandate or mission, specifically their same strategies that we have been using since 1994
and expect different outcomes.
As a black woman, you should not define and focus on vocational and career development, their
“We need to be innovative; this entails doing
see yourself through the lenses of other people, close links with industry and business, as well as things differently, developing new things,
and having new ideas with the intention to
especially those who demean and oppress you. work-integrated learning, I appreciate that Rhodes solve problems. Most of our problems in the
education system, especially those associated with
“To achieve what you want in life, work hard and University places a lot more emphasis on research. transformation, just require bold decisions.”

enjoy less sleep — this will surely reward you. In the “Where universities of technology seek to ensure Dr Monnapula-Mapesela’s new role will expand
her involvement and participation in key national
20 years that I have been in higher education, I’m that their graduates get employed, traditional structures and committees where important policy
decisions about teaching and learning are made.
still waiting to see a person who died of hard work.” universities like Rhodes University seek to build
“There are many national and institutional
Universities of technology vs critical thinkers and knowledge creators. There is collaborations underway to develop academics and
academic development practitioners throughout
traditional universities always a danger in approaching these respective the country. I was privileged to develop a
programme for enhancing academics as teachers
missions as dichotomies. Most graduates from all for my previous institution. I hope we will continue
to share best practice and learn from other
Before joining Rhodes University, Dr Monnapula- institutions demand education that prepares them universities in the country.” ■

Mapesela spent most of her time in the Free State for the world of work. Finding employment is a

where she worked at the Central University of critical bread-and-butter issue for all students.

Technology (CUT) and the University of the “My plans are to ensure consistent monitoring

Free State (UFS). She believes her experience cuts of the economic and knowledge environment

across fault lines between “historically black and and consistent and dynamic relevance of our

historically white universities”. offerings through teaching and learning and

IMAGES: SUPPLIED “As a black woman in academia, as in curriculum transformation.”

many other sectors in society, you go through Transformation tops the agenda

mixed experiences. We have our fair share of

challenges. For women, these often extend Dr Monnapula-Mapesela notes that transformation

beyond one’s professional scope to include is top of the agenda for the higher education sector.

“As a black woman you should not define and see yourself through the lenses of other
people, especially those who demean and oppress you.” – Dr Mabokang Monnapula-Mapesela



Zebras as rare as “At some point I battled with my identity
because I spend 90 per cent of my time with men.
UNICORNS And although the men I work with or come across
are very supportive, I always wanted to be around
South Africa has a vibrant tech start-up ecosystem, says ADAM OXFORD, women who I can connect with in the tech space,
because I have battled with loneliness and not
Wbut it desperately needs to get more women involved feeling I totally belong.”
ould you rather be a zebra
or a unicorn? That’s the It was worth it, though, and Nkholise says that
question Johannesburg- there are huge opportunities across the tech sector
based angel investor for entrepreneurs in South Africa today. Agritech
Dazzle Angels asks its has big potential for female founders because the
potential investees. A unicorn is slang for a tech sector already has a large female workforce, but
not many successful women-led businesses.
start-up that is worth a billion dollars or more —
Ensuring that there are more female leaders
think Uber or Airbnb. But unicorns are mythical in the tech sector is vital, says Lillian Barnard,
managing director at Microsoft South Africa, and
creatures, zebras, on the other hand, “are real ... it’s not just a matter of fairness.

they protect and preserve one another ... they are Lillian Barnard, managing director at Microsoft
South Africa
profitable and improve society”.
“Our economies and societies also lose
It’s a philosophy that directs Dazzle Angels to out when we fail to engage half of the world’s
brainpower in our engines of innovation,” Barnard
invest in tech firms that aren’t necessarily going says. The pipeline starts at school and increasing
the number of young women undertaking STEM
to reach international scale, but will education is particularly important. Again, the
benefits aren’t just about fairness, there’s a critical
be sustainable and make a positive difference shortage of skills in the sector. More initiatives in
this area will help to tackle gender inequality and
beyond profit. These particular zebras also issues around unemployment.

have to be founded (or co-founded) by a “We need to encourage interest from the early
years of development, combat stereotypes, train
female entrepreneur. Nneile Nkholise, founder of medical 3D printing firm iMed teachers to inspire girls to pursue STEM careers,
Tech and sport tech company 3DIMO develop curricula that are gender-sensitive, and
mentor girls and young women to adopt different
“It’s like playing football, be daunting. It requires a combination of talent mindsets,” Barnard concludes. ■
you’re either born and an appetite for risk, says Nneile Nkholise,
with the skill to be an founder of medical 3D printing firm iMed Tech
entrepreneur, or you and sport tech company 3DIMO. “It’s like playing
acquire it. Either way, it’s football, you’re either born with the skill to be an
hard work.” – Nneile Nkholise entrepreneur, or you acquire it. Either way, it’s
hard work.
Are the zebras that Dazzle Angels are looking
for as rare as unicorns? Recent statistics are hard “It is very expensive and requires a lot of
to come by, and they don’t look promising. One capital,” Nkholise says. One of the biggest
well-cited report, Mastercard’s 2018 Index of challenges she faced was often being the only
Women Entrepreneurs, suggests just 18.8 per cent woman in the room in meetings.
of South African business owners are female,
compared to 46.4 per cent in Ghana (which tops TOP IN TECH
the list). But things may be looking up: South
Africa is ranked sixth in the world for gender We need to continue telling successful stories about women who
equality when it comes to reducing the gender broke the glass ceiling, says Nneile Nkholise. “Such stories go a
gap in access to finance and education. long way in inspiring new generations. If we didn’t have women
such as Phuthi Mahanyele, Polo Leteka, Khanyi Dlomo, and Judy
The challenges of Dlamini, some of us would have never been in business at all.”
entrepreneurship Other women leading in the tech sector today include:
• Lorna Hardie, regional director, VMWare sub-Saharan Africa
Compared to a career in corporate, striking • Nunu Ntshingila-Njeke, head of Africa, Facebook
out as an entrepreneur in the tech sector can • Jerusha Govender, founder, Data Innovator
• Lauren Edwards, founder, Voicemap



Education Environment Food Security Health Inclusion

Infants, Orphans and Skills Development Water
Vulnerable Children

AECI Group Socio-Economic Development Programmes

12 904 59 063 10
Young Girls Educated Young Girls Empowered to Women-Owned
Stay in School for Longer Businesses Empowered
in STEM Fields

Empowered by:

AECI Community Education and Development Trust
Tiso AEL Development Trust



Leading By Example

“We want to take measures that will create the right working environment for women.

We have a Global Diversity and Inclusion Framework and have set clear objectives,”

– Tirelo Sibisi Executive Vice President: Group Human Resources

A ngloGold Ashanti wants to Christine Ramon,
promote gender diversity and lead Chief Financial
by example in an industry that Officer
has traditionally seen fewer
women in leadership and technical roles. For Tirelo Sibisi, Executive
some years now the company’s global Executive Vice President: Group Human Resources
Committee has had three female members
representing 33% of the global Committee’s “Companies that have diverse leadership
make up. The AngloGold Ashanti Board has teams outperform their competitors and achieve
36% female representation. greater profitability. Diverse leadership teams are
more successful because they foster greater collaboration
“I’m optimistic we will make further progress. and are more effective at problem-solving. This results in
We have support across AngloGold Ashanti better decision-making.” – Christine Ramon, Chief Financial Officer
including our Board and Executive Committee
to promote gender diversity and to create “Companies that have diverse leadership That’s why Women’s Month and Women’s Day
the right working environment for teams outperform their competitors and achieve in South Africa are important.
women. Embracing diversity greater profitability. Diverse leadership teams
is a business imperative and are more successful because they foster greater There is still some way to go in reaching
this is reflected in some collaboration and are more effective at problem the right gender balance in some areas of the
of our key initiatives and solving. This results in better decision making,” workplace but AngloGold Ashanti is moving
appointments. We must says Christine. forward, identifying the right people for key
address the unconscious bias roles. Recent appointments include: Sabrina
within organisations. Gender AngloGold Ashanti wants to continue to push Brockman as Senior VP: Investor Relations
diversity is an issue that should further in its drive for diversity and gender equity. and Group Communications; Lizelle Marwick
be discussed at the various
Mining Industry bodies globally.
We need genuine commitment
to gender diversity and have to be
more vocal about this,” said Tirelo Sibisi,
Executive VP: Group Human Resources.

Christine Ramon, the company’s Chief
Financial Officer, Tirelo and Ria Sanz, who
is Executive Vice President General Counsel,
Compliance and Company Secretary at
AngloGold Ashanti are the female members of
the ExCo, between them they have stacked up
a number of awards.

Ria, in 2018, won the Global Legal Counsel
Award and is listed in the Top 100 Global
Inspirational Women in Mining publication.
Christine was awarded SA CFO of the year
in 2018 and this year won the Outstanding
Business Leader AWCA. Tirelo won the IPM
HR Director of the year in 2018.



to Senior VP: Deputy General Counsel; Alex Highlighting some of the areas of unconscious Kaylash Naidoo, Vice President:
Strobl to VP: Group Finance; Kgomotso Tshaka bias Ria says: “What I find funny is that there Group Human Resources
as VP: Sustainability; Cindy Chater to VP: can be conversations where there is a debate
Group Compliance; Samantha Van Rensburg about, say, finding suitable women for a role. MAKING DIVERSITY AND
VP: Remuneration and Benefits and Verousha To me even having that conversation infers INCLUSION PURPOSEFUL
Hariraman as VP: Supply Chain Continental that any man would be suitable for a given role AND DELIBERATE
Africa. Two women at AngloGold Ashanti who while it may, at times, be considered by some a
are challenging the status quo are our Chief struggle to find a woman. We need to change Kaylash Naidoo is driving diversity and inclusion through the
Information Officer, Valda Gossmann and that attitude. There are as many brilliant women organisation and has drafted the Global Diversity and Inclusion
Angelina Booi our Corporate Security Manager. as there are brilliant men.” Framework to guide managers to achieve a truly diverse
workforce at AngloGold Ashanti. “We want to achieve a workforce
“A key moment in any organisation is that Christine echoes this: “The time has come free of inequality, and to go beyond what we are compelled,
once you have a critical mass or have reached for deep introspection and reflection on what or legislated, to do; we want to embrace diversity across all
a tipping point, whatever you choose to call more we can do individually to contribute to our sites. As the world’s third-largest gold producer with
it - in AngloGold Ashanti’s case, a large enough the advancement of gender diversity and gender 14 operations in 9 countries, we have thousands of employees,
representation of any historically disadvantaged parity in the workplace. Companies need to think and understanding and respecting diversity is one of our key
individual in the company - the process of differently about creating leadership opportunities values,” says Naidoo, Vice President: Group Human Resources
increasing diversity becomes self-sustaining for women. Unless conscious interventions and Diversity & Inclusion.
within the organisation and becomes the norm. are taken to fast track gender diversity, the
We have had three women on the ExCo for a unconscious bias of a strong patriarchal society The framework is aligned to the UN Global Compact Principles
number of years now and this helps in creating will prevail for some time to come.” and designed to align to group objectives, fostering the
a precedent and base to grow from. We don’t empowerment of all staff, with a specific focus on historically
only talk about diversity and gender equality “We want to take measures that will create the disadvantaged individuals (HDI), namely women; the lesbian,
throughout the company, we should work to be right working environment for women. We have gay, bisexual and transgender (LGBT) community; and people
representative of the society around us,” says Ria. a Global Diversity and Inclusion Framework and with disabilities. The framework has 10 key pillars, inclusive of
have set clear objectives,’ Tirelo says. ■ organisational culture and management style. The framework
was devised following global gender assessments across all
“A key moment in any organisation is that once you the operations to determine regional diversity needs. It is now
have a critical mass, or have reached a tipping point, focusing on the low-hanging fruit.
whatever you choose to call it — in AngloGold Ashanti’s
case, a large enough representation of any historically In South Africa, 33% of leadership roles in the business
disadvantaged individual in the company — the process are held by women, with women making up 17% of the
of increasing diversity becomes self-sustaining within global workforce.
the organisation and becomes the norm.” – Ria Sanz, Executive
“Indicative of the commitment from leadership, the
Vice President General Counsel, Compliance and Company Secretary Sustainability Ethics and Social sub-committee of the board
sponsors the diversity and inclusion initiatives, currently
focusing on promoting gender equality globally. This entails
understanding the regional legislation, the needs of women,
and the barriers to joining a mining company, across our global
footprint. We need to show that mining is not just a physical,
male-dominated industry. We need to create a platform for
women to be empowered and one where they can excel.”

Key to achieving diversity, Naidoo says, is unconscious bias
awareness training, which AngloGold Ashanti sees as a process,
not an event. The company’s leadership teams will start the
process, which will then be rolled out across the business.

“In implementing this framework, we have to be respectful
and accepting of all cultures and traditions within our footprint,
while living the company value of achieving diversity,” she says.

Ria Sanz, Executive Vice President
General Counsel, Compliance and
Company Secretary


The biggest hurdles in


The science, technology, engineering, and mathematics (STEM) fields are essential to driving
innovation as we move into the fourth industrial revolution. DEBBIE SMITH-BESSELING gets the

female perspective on the challenges faced in the industries

women’s abilities and a lack of role models) are just
some of the factors that discourage women from
participating in STEM-related careers.

To break through these barriers, Masango
recommends that there must be an active
recruitment drive of women into STEM majors
at secondary and tertiary levels where real-life
applications need to be emphasised early on
in STEM courses and the benefits of a growth
mindset must be highlighted.

Masango’s foundation is planning to host a
summit in August 2020. The summit will focus on
the enthusiasm individuals have for their chosen
professions and aims to motivate women by
highlighting their successes in the various fields.

Changing perceptions Prof Alison Lewis, dean of the Faculty of Engineering and
the Built Environment, University of Cape Town

Senamile Masango, founder and chairperson of the Prof Alison Lewis is the dean of the Faculty of
Senamile Masango Foundation
Engineering and the Built Environment at the Commenting on the obstacles prohibiting the
Negative stereotypes
University of Cape Town (UCT). She holds a PhD growth of women in the sector, Prof Lewis says:
Senamile Masango is the founder and chairperson
of the Senamile Masango Foundation. She is a in civil engineering, MSc chemical engineering “Often it is just access and knowledge about the
nuclear physicist, PhD candidate in nuclear physics
and has been working in the sector since 2017. and BSc chemical engineering, all from UCT, and field and its possibilities that is limiting. The lack of

The Senamile Masango Foundation provides has been working in engineering and academia for role models and examples of women in the various
leadership and role models for young people who
want to enter the fields of science and engineering. 25 years. engineering fields is another obstacle. To overcome
The foundation also raises the profile of women
scientists and engineers, highlighting and “Often young women do not know these challenges, we need to start talking to
addressing problems faced specifically by women
in these fields. The foundation also lobbies for the that engineering might be a good fit girls at a young age about engineering
advancement of women in science and engineering.
for them. It is still seen as a as a potential option and link it
Masango believes that a lack of pre-college
experience, no confidence in your own abilities and profession that is mildly Fast Fact to the excitement of problem-
a masculine culture (negative stereotypes about unsuitable for women. solving and innovation.
Women represent only UCT is actively involved
“We have not managed in recruiting girls into
to communicate the 35 per cent of STEM students engineering and has initiated
challenges and excitement, several events, including
as well as the opportunities in higher education (UNESCO) workshops and open days, to
and potential for creativity allow prospective students to
and career satisfaction that and just 30 per cent of the
go with an engineering career,” find out more about the exciting
world’s researchers (UIS).

Source: World Economic
Forum — The Global Gender

Gap Report 2018

she says. world of engineering.”



Kamentha Pillay, founder of online community The STEM Naadiya Moosajee, co-founder of WomEng Katrin Tenim, architect at Paragon Architects
Moms Club and owner of The STEM Mom blog

IMAGES: SUPPLIED Having it all It starts at school Confidence is key

Kamentha Pillay is the founder of the online Naadiya Moosajee is the co-founder of WomEng, Katrin Tenim is an architect at Paragon Architects.
community The STEM Moms Club and owner of a social enterprise developing women and girls in She holds an NDip, Ttech and MTech in
The STEM Mom blog. She is a qualified electrical the engineering and technology industries. She architecture from the University of Johannesburg.
engineer with an MBA from the University of holds a master’s degree in civil engineering and
Roehampton in the UK. has worked in the engineering and technology “I am a firm believer that you
ecosystem for 13 years.
The STEM Moms Club was started based on the can do anything you set your
outcomes of Pillay’s MBA thesis. Pillay points out WomEng works along the value chain, from
that the female candidates in the study identified attracting more women into the field to running mind to by believing nothing
how difficult it had been to navigate their careers. capacity building, leadership, entrepreneurship
While all the candidates were established in and innovation programmes around the world. is impossible and working
their respective fields, many indicated the lack of In 2017, a commitment was made at the United
progress over the years and identified it as a lonely Nations to empower one million girls through hard towards your goals.”
and unsupportive space for those who had chosen STEM education. This is done through WomEng’s – Katrin Tenim
to start a family while also wanting to progress in outreach programmes, Launchpad and GirlEng.
their careers. “I wanted to create a space for these Tenim strongly believes that we need to enhance
women to form a community, to be a source of “In South Africa particularly, the challenge is the confidence in women and their ability to work
encouragement for each other and to realise that around maths and science skills at school level. in the industry. Enabling women and realising the
they aren’t alone in their experiences. Unfortunately, due to our education system’s move need the industry has for them, will bring forth a
to maths literacy, many students with no career whole new dynamic that is needed to cultivate the
“So we place a huge amount of focus on guidance opt for maths literacy, or their schools growth of the built environment.
encouraging young girls and women into the field don’t offer mathematics. This means they have no
and, of course, this is essential. In my opinion, option at tertiary level to choose engineering, which “The industry is still male-driven and we women
growing women in the sector is a huge challenge limits the number of students entering the field,” often need to work harder to prove ourselves from
for organisations that are content to continue as says Mosajee. the onset — but breaking through that barrier and
they always have,” she says. gaining the trust and respect of the industry is
She explains her working theory called the extremely rewarding and makes it worthwhile.
“Those women who have managed to reach 20 per cent tipping point, where one starts to see
the rather elusive positions of power have to shifts in a sector after there is a critical mass of “I am a firm believer that you can do anything
create room for other women as well. Power needs women in the sector. “The engineering sector in you set your mind to by believing nothing is
to be shared for any sort of progress to happen. South Africa is currently at around 10 per cent, impossible and working hard towards your
Only we can resolve the challenges within this therefore, we have a long way to go to both attract goals,” says Tenim.
sector, together.” and retain women.”
“Confidence is a key factor. Just like any
In 2017, a commitment was made at the United Nations other individual in the industry, you too have
to empower one million girls through STEM education. been enabled by the exact same training that
has equipped you to be in the industry. Trust in
yourself, remain open-minded and don’t ever
doubt your ability to do the job,” she says. ■



Unchartered territories

Someone needs to blaze the trail, LIA MARUS talks to three women who are quite
literally the first of their kind

S ome women are finally taking their rightful South Africa’s
seats behind the controls, be it in the first female Dakar
boardroom, motorbike or submarine. racer

Mondo Mazwai Taye Perry is a tour de force in the
motor racing world. In 2020, she
Head of the Competition will become the first female South
Tribunal African rider to participate in the Taye Perry
Dakar Rally.
In August, Mondo Mazwai became the first black
woman to take the reins at the Competition Tribunal. She started racing at the age of 15 and is extremely proud of her achievements. “It’s a
You sense her elation at being a pioneer in this field lot of hard work and constant physical and mental conditioning. But there’s no better
when she says: “I feel like a daughter of the women who feeling than pushing yourself to the limits and going over that finish line at the end of
marched for change in 1956. At times, the task seems a gruelling day. All the hard work makes being on top that much sweeter.”
too big, but with the support that I have, I am excited by
what I will be able to achieve!” Growing up, Perry was never a “girly girl”. “My dad had old biking photos. One day,
I told him that I wanted a bike and that started becoming our weekend activity. I fell in
Mazwai started her career working for a firm love with riding.”
of attorneys that specialised in human rights. She
developed an interest in competition law once the When she first started racing, there were not many women competitors. However,
Competition Act was promulgated and joined the when the guys realised that she was there to stay, they grew to accept her.
Competition Commission in 1999.
Perry’s advice to other women and girls is: “Be true to yourself because there’s no
After she left the Commission, she went into private one like you! One person’s ‘crazy’ might be another’s ordinary. Women are different
practice where she headed the competition law practice. from men. We adapt and react differently, which is a good thing because we make
At the time, she was the only female practice head at the interesting competition.”
firm, which was a very much a “boy’s club”. However, a
couple of years later, more female practice heads joined the “For men, competency is assumed, for women,
fold. “You have to do something extraordinary to shine in and black women in particular, competency has to be
a male-dominated environment,” says Mazwai. “For men, proven.” – Mondo Mazwai
competency is assumed, for women, and black women in
particular, competency has to be proven. Under the sea

“Although it takes a lot of guts and determination to Earlier this year, Lieutenant Gillian Malouw became South Africa’s
succeed in a male-dominated environment, you can’t
sacrifice who you are. It is important to embrace your first female submarine officer and one of very few globally.
femininity and not try to emulate men. After all, it’s the
richness of diversity that makes organisations work.” “I am happy that I can do what I love; not everyone has that

privilege. With so many women around the world making great IMAGES: SUPPLIED

strides in all industries, we still have a long way to go. We still have so

many firsts to achieve. It starts with believing in your Lieutenant
ability to achieve your goals. When we say that women Gillian
can do anything and that we are equal to men, we must Malouw

believe it.

“During hard times, we should draw strength from those

who have gone before us. We should remember why we

celebrate National Women’s Day and appreciate the

sacrifices made for us to be where we are today.

“Once we become confident in our inherent

ability to reach our full potential, we can thrive in

any environment.” ■


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