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IT - Online | 18 March 2025 The rise of generative AI (GenAI) is shaking up workplaces around the world, and South Africa is no exception. As businesses adapt to new ways of working, job seekers are rethinking their careers, upskilling and negotiating better opportunities. A Pnet white paper, “Navigating South Africa’s Shifting Work Preferences in the GenAI Era”, explores how AI is reshaping job opportunities, skill demands and workplace expectations for both employees and employers. Backed by insights from the Decoding Global Talent series – one of the world’s largest workforce studies with over 150 000 participants worldwide, including 7 000+ South Africans – the whitepaper highlights key trends that will define the future of work.   What’s changing in SA’s job market? South Africa is experiencing a talent paradox. Despite high unemployment rates, many businesses still struggle to find candidates with the right skills, particularly in industries like Technology, Engineering and Healthcare. This disconnect is further complicated by gaps in digital access, limiting many job seekers’ ability to upskill and meet market demands. At the same time, professionals with in-demand skills are recognising their value. A remarkable 66% of South African workers say they feel confident negotiating job offers, particularly in fields such as IT, Finance and Healthcare, where competition for skilled talent is fierce. Meanwhile, AI-driven tools are becoming part of everyday work. Already, 38% of South African professionals are using GenAI regularly to assist with tasks like coding, data analysis and content creation, signalling a growing integration of AI across industries. While only a small percentage (6%) believe AI will completely replace their jobs, nearly half (43% of workers) anticipate upskilling in order to stay competitive in a progressive job market. This means that adaptability and continuous learning are becoming just as important as traditional qualifications. Employers, too, are feeling the pressure to adapt. Attracting and retaining top talent in an AI-driven workplace requires more than just competitive salaries. It’s also about job security, career growth opportunities and a strong workplace culture. Businesses that fail to evolve risk losing valuable employees to companies that are actively investing in training, technology and employee well-being.   What this means for employers? South African businesses can’t afford to sit back as AI reshapes the workplace, according to the white paper. To stay competitive, companies need to invest in skills development, embrace AI-driven efficiencies and ensure their workplace culture aligns with new employee expectations. The future of work isn’t just about technology, but also about how businesses and employees navigate these changes together. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://it-online.co.za/2025/03/18/businesses-under-pressure-as-genai-shakes-up-the-job-market/

Q | Is the Workplace Skills Plan or Annual Training Report mandatory at a B-BBEE Verification for QSEs?   A |  It is mandatory for B-BBEE purposes when a QSE reports in line with the Skills Development Act or Skills Development Levies Act. Skills Development Services  are available to assist members with assembling a Workplace Skills Plan and Annual Training Report.

Q |  Can a B-BBEE Sworn Affidavit be commissioned by a Commissioner of Oaths connected to the deponent that is an EME or QSE with more than 51% Black Ownership?   A |  Commissioner of Oaths must be independent as per the Justices of the Peace and Commissioners of Oath Act.   B-BBEE Verification Services  are available to assist members to ensure that they understand the requirements for Valid Sworn Affidavits.

Core to the Net Value calculation is the Graduation Factor formula that awards 8 points on the Ownership scorecard. The time-based graduation factor reduces, over time, the level of debt attributable to the economic interest held by Black Participants.   Q |  To earn the points available, when is the first-year repayment of the 10% target to claim Ownership by using the Graduation Factor formula payable?   A |  A `year’ is not defined in Schedule 1; therefore, it takes on the ordinary meaning of 12 months commencing on the first day of the first month and ending on the last day of the 12th month. As such, the 10% target for the first year commences on the first day that all rights and obligations in Ownership become enforceable. The intent is to ensure that there is always value in the hands of Black Participants, from day one, before awarding Net Value points. It is for this reason that entities offer Black shareholding at a discount.   Ownership Services  are available to assist with an analysis of Ownership transactions.

At times, we may find that there are differences between concepts under the Amended General B-BBEE Codes of Good Practice as well as specific B-BBEE Sector Codes of Good Practice. This is evident when comparing the definition of a Start-up Enterprise under the Amended Construction B-BBEE Sector Codes Of Good Practice which states that a:   “Start-up Enterprise means a recently formed or incorporated Entity that has been in operation for less than 1 year. An entity that was formed and incorporated some time ago, but which has been dormant (non-operational), will qualify as a start-up enterprise for the first year after it commences operations. A start-up enterprise does not include any newly constituted enterprise which is merely a continuation of a pre-existing enterprise.”   It is important for Members to take note of the differences between B-BBEE Sector Codes of Good Practice to ensure that the correct implementation takes place.   Technical Compliance Services  are available to guide members on requirements under B-BBEE Sector Codes of Good Practice.

The Measurement of Ownership for Built Environment Professionals (BEPs) under the Amended Construction B-BBEE Sector Codes of Good Practice is quite unique. There is a focus on Registered Professionals and Shareholders being a part of Executive Management. Clause 3.1.3 of the Amended Construction B-BBEE Sector Codes of Good Practice states the following:     “3.1.3 The Measurement of Ownership in BEPs;   3.1.3.1 More than 50% of the total ownership held in a Measured Entity as a BEP must be held by individuals who are both:   3.1.3.1.1 Professionally registered with any of the statutory professional councils in the BEP environment in South Africa; and at the same time,   3.1.3.1.2 A member of the Executive Management of the Measured Entity;   3.1.3.2 Therefore when measuring the black ownership of any BEP, where the measured entity does not meet the requirements of 3.1.3.1 above, only 50% of the black ownership of those owners who do not meet the requirement of 3.1.3.1 may be included in the total measurement of black ownership in the measured entity.   3.1.3.3 For the avoidance of doubt, Executive Management in this context is defined as “Top Management” in terms of the Employment Equity Regulations and include the ‘Executive Directors’ and ‘Other Executive Management’ of the Measured Entity.   3.1.3.4 Where the ownership of a BEP is held by a holding company, the ownership in the holding company must comply with the provisions of 3.1.3.1, for the black ownership in the measured entity to be recognised, otherwise 3.1.3.2 will apply.   3.1.3.5 In addition, where the measured entity does not meet the requirement of 3.1.3.1, the measured entity does not qualify for automatic enhancement in terms of Clauses 4.2.3, 4.2.4, and 5.3.2. nor will it qualify for bonus points in 2.4 of the ownership scorecard.”   Technical Compliance Services are available to guide members in understanding these requirements.

Under the element Socio-Economic Development, there is an emphasis on the concept of the objective of facilitating income generating activities for targeted beneficiaries.  As per Statement 500 of the Amended General Codes of Good Practice, the following is stated under Clause 3.2: 3.2  Socio- Economic Development Contributions: 3.2.1       Socio-Economic Development Contributions consist of monetary or non-monetary contributions actually initiated and implemented in favour of beneficiaries by a Measured Entity with the specific objective of facilitating income generating activities for targeted beneficiaries.   Furthermore, the definition of Socio-Economic Development Contributions  is stated under Schedule 1 of the Amended General Codes of Good Practice as follows:   “Socio-Economic Development Contributions means monetary or non-monetary contribution implemented for communities, natural persons or groups of natural persons where at least 75% of the beneficiaries are Black people. The objective of Socio-Economic Development Contributions is the promotion of sustainable access for the beneficiaries to the economy. Socio-Economic Development Contributions commonly take the following forms:   (a)   development programmes for women, youth, people with disabilities, people living in rural areas; (b)   support of healthcare and HIV/AIDS programmes; (c)    support for education programmes, resources and materials at primary, secondary and tertiary education level, as well as bursaries and scholarships; (d)   community training; skills development for unemployed people and adult basic education and training; or (e)   support of arts, cultural or sporting development programmes;”   Technical Compliance Services  are available to guide members in understanding the concept of Socio-Economic Development.

Q |  In 2023, a Measured Entity had an unemployed Learner enrolled in an NQF 4 Learnership. In 2024 the same Learner was enrolled in an NQF 5 Learnership. Does a continued Learnership constitute Absorption?   A | Schedule 1  of the Amended General B-BBEE Codes of Good Practice defines Absorption as: “…Measured Entity’s ability to successfully secure a long-term contract of employment for the Employee, Learner, Intern or Apprentice.”   Furthermore, “long-term contract of employment” means a legal agreement between an individual and an entity that this individual would work for until his or her mandatory date of retirement;   As the Learner was unemployed and thus did not have a long-term contract of employment before the Learnerships, the Skills Development Scorecard does not recognise Absorption.   The only exception is if a B-BBEE Sector Code of Good Practice defines Absorption differently.   Skills Development Services are available for Members  with regards to the concept of Absorption.

Q | A Measured Entity enters into an Enterprise Development Beneficiary contract that involves a Start-up Enterprise. Schedule 1  of the Amended General B-BBEE Codes of Good Practice defines a Start-up Enterprise as “a recently formed or incorporated Entity that has been in operation for less than 1 year. A start-up enterprise does not include any newly constituted enterprise which is merely a continuation of a pre-existing enterprise”.   Does a Start-up business qualify as an Enterprise Development Beneficiary?    A | An Enterprise Development Beneficiary must meet the definition of ‘Entity’ as it appears in Schedule 1 of the Codes of Good Practice which: “means a legal entity or a natural or a juristic person conducting a business, trade or profession in the Republic of South Africa”.   Therefore, the Measured Entity can claim a Start-up Enterprise as an Enterprise Development Beneficiary, providing the objectives are clear and measurable when entering into an agreement.   Enterprise & Supplier Development Services are available for Members to understand Beneficiary requirements.

Statistics South Africa is the source used to determine the Net Profit After Tax (NPAT) for calculating the targets for Enterprise Development, Supplier Development and Socio-Economic Development. The latest statistics  were published during June 2024. The statistics in this version will be for the 1st quarter of 2024.   Any B-BBEE Verification from hereon would most commonly apply the latest Industry Norm published by Statistics South Africa. For example, if a B-BBEE Verification takes place in July 2024, the latest published stats to be used would be those posted during June 2024.    Technical Compliance Services  are available to guide members in calculating their Targets.

The below image extracted from the 24th Annual Commission for Employment Equity Report illustrates the Provincial EAP by Population and Gender. It is important to note that Section 42 of the Employment Equity Act requires designated employers to take into account the demographics of both the National and Provincial EAP when conducting the analysis of their workforce (section 19) and when they develop the EE numerical targets and goals in their EE Plans (section 20).   Human Capital Services   are available to assist members with their Employment Equity Strategies.

The below image extracted from the 24th Annual Commission for Employment Equity Report illustrates the National EAP by Population and Gender. The EAP includes persons between the ages of 15 to 64 years, who are either employed or unemployed, but seeking employment. The EAP is used as a benchmark to assist employers in the analysis of their workforce to determine the degree of under or overrepresentation of the designated groups in the workforce. It also guides employers in the setting of numerical goals and targets for the achievement of an equitable and representative workforce.     Human Capital Services   are available to assist members with their Employment Equity Strategies.