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At the time of a B-BBEE Verification, many organisations fail to produce updated B-BBEE Statuses from their suppliers especially those who are EMEs and QSEs with Enhanced Recognition. During a B-BBEE Verification, a B-BBEE Rating Agency will generally consider:   Any B-BBEE status that is valid within the Measurement Period or thereafter; Most recent valid B-BBEE Status; and A B-BBEE status that is valid for at least one day in the Measurement Period due to differing Financial Year Ends as well a customer and supplier not being measured at the same time.   B-BBEE Statuses that have expired before the start of an organisation’s Financial Year End will not be accepted.   Certificate Collection Services  are available to clarify the validity of any B-BBEE Status on file.

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 March 2025. The statistics in this version will be for the 4th 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 April 2025, the latest published stats to be used would be those posted during March 2025    Technical Compliance Services is available to guide members in calculating their Targets.

In the ever-changing landscape of business, Broad-Based Black Economic Empowerment (B-BBEE) Verification plays a crucial role in encouraging economic transformation and inclusivity. Instead of viewing it as a mere compliance process, businesses can proactively change their approach to B-BBEE Verification , ensuring a smoother and more strategic experience. Understanding B-BBEE Verification B-BBEE Verification is not just about meeting compliance standards; it is an opportunity for businesses to showcase the substance of B-BBEE Initiatives and inclusion of Black people and their communities. This involves evaluating various elements, including Ownership, Management Control, Skills Development, Enterprise and Supplier Development and Socio-Economic Development as well as the Youth Employment Service Initiative.   The Pitfalls of Last-Minute Preparation Many businesses fall into the trap of treating B-BBEE Verification  as a once-a-year compliance task. This reactive approach can lead to rushed submissions, inaccuracies, and even potential non-compliance issues. Planning ahead is key to transforming the B-BBEE Verification process from a burden into a strategic advantage.   Transformative Strategies for Proactive Preparation: 1. Continuous Monitoring and Improvement Regularly assess your B-BBEE compliance status throughout the year. Implement a system for ongoing monitoring and improvement, addressing any gaps or areas that need attention promptly.   2. Strategic Skills Development Instead of viewing Skills Development   as a checkbox, integrate it into your overall business strategy. Invest in training programmes that align with your business goals and empower employees, contributing to meaningful transformation.   3. Long-Term Supplier and Enterprise Development Build sustainable relationships with Black-Owned suppliers and enterprises. This not only contributes to your B-BBEE Scorecard but also fosters a more inclusive and resilient business ecosystem.   4. Transparent Reporting and Documentation Maintain accurate and transparent records of your B-BBEE initiatives. A well-documented audit trail not only facilitates the B-BBEE Verification process but also demonstrates a commitment to accountability and integrity.   Benefits of Planning Ahead: 1. Reduced Stress and Time Constraints Planning throughout the year eliminates the stress associated with last-minute preparations. This proactive approach allows for a thorough review and correction of any discrepancies, ensuring a smoother B-BBEE Verification process.   2. Improved B-BBEE Scorecard Performance Continuous improvement leads to enhanced B-BBEE Scorecard performance. Strategic planning enables businesses to identify and address weaknesses, ultimately boosting their overall B-BBEE Rating and implementing impactful B-BBEE initiatives.   3. Enhanced Business Reputation Businesses that demonstrate a proactive commitment to B-BBEE transformation build a positive reputation within the business community and among stakeholders. This can open doors to new partnerships and opportunities.   In conclusion, changing the way businesses prepare for B-BBEE Verification involves a shift in mindset—from viewing it as a regulatory obligation to embracing it as a strategic initiative. By planning ahead, continuously monitoring progress, and integrating empowerment principles into everyday business practices, organisations can navigate the B-BBEE Verification process with confidence and contribute meaningfully to South Africa's economic transformation journey. Remember, B-BBEE is not just about compliance; it is about creating a more inclusive, equitable, and prosperous environment for all.

A B-BBEE Verification  is based on a sampling of evidence and an element of risk. In other words, the process of analysing less than 100% of the evidence supplied. The procedure provides a Verification Analyst with a reasonable basis on which to conclude that all evidence provided is true and accurate.   However, posing a challenge is a Learnership claim where the Learner is no longer employed. If that particular Learner is chosen as part of the sample, the B-BBEE Rating Agency will need to interview them for an organisation to claim its points.   As per Clause 18.3.1.3 (e), the SANAS R47-03 document states the following:   " (e) As part of the Verification process, the Verification personnel shall interview a sufficient number of black persons at all levels of the Measured Entity to provide assurance that the information gathered is sound. For the avoidance of doubt, interviews shall be conducted for the Skills Development element. This does not exclude the sampling of white persons or others who do not meet the definition of 'Black'."   Therefore, an organisation must ensure that it has up-to-date contact details of Learners no longer employed or other pieces of corroborating evidence.   B-BBEE Verification Support Services  are available to assist Members to prepare for B-BBEE a Verification.

The Star | 1 April 2025 Africa, the cradle of humanity, is once again shaping the future, this time as the cradle of skills. The continent is home to the youngest population in the world, a demographic trend that stands in stark contrast to the aging and shrinking workforces in regions such as Europe, North America, and parts of Asia. Africa, the cradle of humanity, is once again shaping the future, this time as the cradle of skills. The continent is home to the youngest population in the world, a demographic trend that stands in stark contrast to the aging and shrinking workforces in regions such as Europe, North America, and parts of Asia. By 2050, Africa’s workforce could become one of the most powerful economic forces globally, bridging labour gaps in ageing populations economies. However, to maximise this advantage, Africa must urgently invest in education, skills development, and strategic workforce planning to ensure its talent is valued globally. This must happen in a world where innovation is accelerating, redefining industries and economies, yet disruption — both technological and political — threatens stability. Without coordinated efforts, the continent risks missing out on a defining era — one that could determine whether its young workforce thrives or remains underutilised in a world that desperately needs its talent. The Future of Jobs Report 2025 by the World Economic Forum (WEF) highlights the shifting nature of work, emphasising the rising demand for skills in technology, engineering, artificial intelligence (AI), and project management, all areas where Africa's young workforce can thrive if equipped with the right skills. One of Africa’s greatest challenges is not just unemployment but a skills mismatch — where graduates enter the job market with qualifications that no longer align with industry needs. This gap emerges because, by the time universities award degrees, three to four years have passed, long enough for industries to evolve, technologies to advance, and employer demands to shift. As a result, many graduates find themselves lacking the latest skills, not because their education was inadequate, but because the world moved forward faster than their curriculum. To address this, higher education must evolve. Universities must expand beyond traditional degrees to include industry-aligned training, professional certifications, and skills-based learning that prepare students for the real world. This presents a unique opportunity for universities to enhance their relevance by partnering with organisations to offer globally recognised certifications to students before they graduate. Certifications are not “one and done” and are designed to adapt and evolve alongside industry changes. This ensures that certified professionals remain current, competitive, and aligned with the latest developments in their fields. Universities across Africa have embraced this approach, with several institutions in Kenya, Ghana, and Rwanda serving as Authorised Training Partners (ATP), ensuring that students gain globally recognised project management skills that align with industry needs. The University of Johannesburg is one of the pioneers in this space, serving as an ATP offering specialised training for candidates pursuing PMI’s Construction Professional (PMI-CP) certification. This model not only equips graduates with industry-relevant expertise but also strengthens their employability in high-demand sectors. However, for this transformation to be truly impactful, it must extend beyond individual institutions. To equip Africa’s workforce with future-ready skills at scale, certifications must be embedded into national education policies as a formal pathway to professional competence. As part of this effort, governments should require that certain public projects, particularly in infrastructure, technology, and energy, be managed by certified professionals. By making certifications a standard for procurement, governments can improve project outcomes, create demand for skilled professionals, and align public sector projects with global best practices. This policy shift will not only enhance efficiency but also ensure that Africa’s workforce is globally competitive and prepared for high-stakes, high-impact projects. Another effective approach is for governments to subsidise or incentivise certification programmes, making them more accessible, particularly in high-demand fields such as AI, cybersecurity, renewable energy, project management, and advanced manufacturing. Beyond boosting national productivity, this approach strengthens the country’s skills pipeline, creating a workforce equipped for high-growth industries. A deeper talent pool not only meets immediate labour demands but also positions the economy for sustained growth and global competitiveness. Africa now needs action. Governments, universities, and businesses must break old models, invest in skills, and build a workforce that not only participates in but also defines the future. With strategic investments in skills development, education reform, and policy integration, the continent can transform its youth dividend into a global competitive advantage. The challenge is clear, but so is the opportunity. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://thestar.co.za/opinion/2025-04-01-the-next-superpower-isnt-a-country-it-is-africas-youth/

Qhawekazi Memani | 31 March 2025 On 27 March 2025, the Vaal University of Technology (VUT) Department of Accountancy officially launched the Banking Sector Education and Training Authority (BANKSETA) Grade 12 Community Engagement Initiative. The event, held at the VUT Auditorium 100, brought together key stakeholders, including principals and teachers from the Sedibeng West District, BANKSETA representatives, the Acting Executive Director of VUT’s Technology Transfer and Innovation (TTI) unit, the Director of Community Engagement, VUT lecturers, and the Head of the Accountancy Department. In his welcoming address, Professor Chengedzai Mafini, Executive Dean of the Faculty of Management Sciences, expressed his enthusiasm for the collaboration, stating, “Gathered today are all partners in educating learners. Let us strengthen this relationship to ensure that children, particularly in Accounting and Mathematics, are given the best opportunities to excel.” He further acknowledged the value of diverse perspectives in education and encouraged educators to provide academic support while engaging meaningfully with learners. “Through this programme, VUT has expanded its reach, incorporating 13 schools from the Sedibeng West District, with BANKSETA providing funding for the initiative,” said Professor Mafini. Representing the Deputy Vice-Chancellor for Research, Innovation, Commercialisation and Internationalisation (RICI), Dr Speech Nelana, the Executive Director of Technology Transfer and Innovation, Mr Maemo Kobe, underscored the university’s commitment to impact-driven, socially engaged scholarship. He highlighted VUT’s dedication to addressing social challenges through research, community-based projects, and the commercialisation of intellectual endeavours. He also conveyed a message from the DVC, who expressed pride in the Accountancy Department’s efforts and pledged full support for the initiative. BANKSETA representative Mr Koena Molamudi elaborated on the organisation’s mandate, emphasising its dedication to supporting educational initiatives that foster youth development. “We are here to offer support, and hopefully, this will not be the last project we undertake with VUT to improve the future of our learners,” he remarked. Similarly, Ms Palesa Thebe, an accounting facilitator in the Sedibeng West District, expressed gratitude for the partnership, noting that the support from both BANKSETA and VUT would significantly impact the learners’ educational journeys. Dr Reverend Lindokuhle Manuel, a lecturer in the Accountancy Department, introduced the working committee for the project, followed by closing remarks from Professor Maseko, Head of the Department of Accountancy. Professor Gauda Maseko provided insights into the project’s origins, explaining that it initially began at Dr Molefi  Olifant School, a specialised institution. However, as the programme expanded, it became evident that other schools faced distinct resource challenges. Consequently, a digital literacy component was incorporated to ensure equitable benefits for all participating learners. Additionally, Professor Maseko announced that BANKSETA had generously contributed R800,000 towards the initiative, directly supporting 75 Grade 12 learners in the Sedibeng West District. He appreciated all attendees and thanked BANKSETA for its continued commitment to the cause. “As an institution of higher learning, VUT upholds a strong mandate of academic excellence, research and community engagement. By fostering partnerships like this, the university reaffirms its role in societal transformation, equipping young minds with the necessary skills to succeed in higher education and the workforce,” said Mr Joseph Norman Radebe, Director of Community Engagement at VUT. Launching the BANKSETA Grade 12 Community Engagement Initiative marks a significant milestone in VUT’s ongoing commitment to education, empowerment and community development, ensuring that learners from the Sedibeng West District receive the support they need to excel academically and beyond. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://vut.ac.za/vut-and-bankseta-join-forces-to-empower-grade-12-learners-in-sedibeng-west-district/

Luis Monzon | 31 March 2025 The National Skills Fund, which provides billions in Rands to NSFAS, is being investigated by the SIU. Per the unit, the investigation will focus on alleged corruption and mismanagement at the fund, especially in how it procures tenders. The fund’s dealings in the Ekurhuleni West and other TVET colleges will be included in the investigation. South Africa’s Special Investigating Unit (SIU) says it has started an investigation into “allegations of corruption and maladministration” of the goings of the National Skills Fund, a public entity that is supposed to provide funding for skills development initiatives in South Africa, usually in the forms of bursaries and scholarships. A considerable portion of the entity’s budget is paid to the National Student Financial Aid Scheme (NSFAS), the country’s largest public bursary scheme that funds nearly one million students through their tertiary education. According to a statement from the SIU, the investigation into the National Skills Fund will primarily be focused on the “procurement and contracting for the implementation of skills development programmes, training projects, and the appointment of implementing agents for the following projects.” This includes such programmes such as the Centre for Education Policy Development, which is being earmarked for alleged fruitless and wasteful expenditure and numerous others across South Africa, including the Dual System Apprenticeship Pilot Project from the Port Elizabeth TVET College, the Ingewe TVET College, the Ekurhuleni West TVET College and others. “The SIU will investigate any unauthorised, irregular, fruitless, or wasteful expenditure by the NSF or the Department,” it said, adding “The scope of the investigation includes any unlawful or improper conduct by suppliers, service providers, and other involved parties, occurring between 1 January 2013 and 28 March 2025, or related matters before or after this period.” As this investigation comes into alleged corruption and wasteful spending of tax-payer funds, the National Skills Fund is set to be a major financier of the Department of Higher Education and Training’s planned missing middle fund which is expected to be worth billions in investments from government to fund hundreds of thousands of students by 2035. In 2025, around 17 000 people applied for the missing middle bursary scheme, which is still in the early phases of implementation. Unlike NSFAS that is catered for poor and underprivileged individuals only, the missing middle scheme is aimed at funding the studies either fully or partly of technically middle class individuals who may not have the household income to study at university but have just enough not to be able to meet the NSFAS criteria. Last year, the National Skills Fund said that R1 billion in taxpayer monies had been paid to NSFAS to fund missing middle students. This is not the first time that NSFAS has been roped into an investigation into alleged corruption and mismanagement of funds . Aside from investigating the fund, the SIU says it will also be sleuthing the deals of the entire Department of Public Works and infrastructure. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://htxt.co.za/2025/03/nsfas-funder-investigated-over-alleged-corruption/

Ashley Lechman | 31 March 2025 South Africa’s Small, Medium, and Micro Enterprise (SMME) sector is often referred  to as the lifeline of the economy and a new report has identified that crucial support is needed for female entrepreneurs. The report, commissioned by the Shoprite Group, revealed the critical need for targeted support for female entrepreneurs and improved access to markets and resources in underrepresented regions.  World Wide Worx conducted the research via a survey, which gathered insights from 800 SMME owners nationwide. It highlighted the diversity within South Africa’s small business sector, but also found significant systemic challenges related to gender, age, geography, and education. For example, while 51.2% of SMMEs are male-owned, women are more likely to own smaller businesses and face greater barriers when trying to scale. Entrepreneurial activity is also concentrated in key economic hubs, with Gauteng and the Western Cape home to almost 65.9% of SMMEs, leaving provinces like the Northern Cape with only about 1% of the nation’s entrepreneurial activity. The report further showed the economic impact of SMMEs, which varies by size and maturity. Mid-sized businesses demonstrate strong profitability, with 43.3% achieving net margins over 20%, while also playing a key role in job creation. Gender-based challenges, such as limited access to funding and networks, continue to hinder the growth of female-led enterprises. Geographic disparities further exacerbate this, leaving less-developed provinces with limited access to infrastructure and markets. To unlock the full potential of South Africa’s SMMEs, the report offers many actionable recommendations: Develop financial products and bespoke mentorship programmes tailored for female entrepreneurs. Support start-ups through incubators, funding, and simplified regulations. Assist mid-sized enterprises by focusing on workforce development, technology, and market expansion. Invest in infrastructure and subsidies for SMMEs in underserved regions. The Shoprite Group said it is actively tackling challenges faced by SMMEs through Shoprite Next Capital, a business division created specifically to equip and assist small businesses with the tools and resources they need to succeed. Acting as a comprehensive support hub, it provides SMME partners with working capital assistance via CredX – a funding tool that offers lower rates than traditional banks, as well as marketing opportunities, packaging and labelling support, data sharing, product range and geographic expansion, and even potential private label partnerships. During the Group’s 2024 financial year, CredX provided R10 billion in working capital to 110 suppliers, while Shoprite Next Capital invested R20 million in Enterprise and Supplier Development (ESD), supporting 64 SMMEs during this period. Additionally, its spending on black women-owned suppliers grew by almost 9%, reaching R18.3 billion over the past year. "SMMEs are vital for economic growth and job creation, especially in a country with some of the highest unemployment levels in the world.  Our objective with this report is to gain deeper insights into how best we can further support and equip South Africa’s diverse SMME sector to overcome systemic barriers and ultimately to create a more inclusive economy,” said Maude Modise, Enterprise and Government Relations Executive at the Group. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/business-report/entrepreneurs/new-report-offers-key-insights-to-unlock-potential-of-south-africas-smmes-072ea85d-4cfa-4909-8925-d78d85147e38

Maanda Bele | 29 March In the Nzhelele Valley, where poverty and unemployment cast a long shadow over many families, the Boko Simango Foundation has become a beacon of hope and transformation. Founded three years ago by Joshua Boko Simango, the foundation goes beyond short-term relief, focusing on sustainable solutions to uplift underprivileged communities. Simango, a leader passionate about community development, saw the struggles of young people first-hand and realized that food parcels alone would not break the cycle of poverty. Instead, he took a different approach: securing donations from businesses, providing training in partnership with local organisations, and equipping the youth with skills to find stable employment. Since its inception, the foundation has changed countless lives through various empowerment programmes. It provides food parcels to struggling families, but more importantly, it offers long-term opportunities such as free computer courses, driving school lessons, and employment assistance. For many beneficiaries, the foundation has been life-changing. Tshilidzi Mudau, a 25-year-old from Ha-Rabali, is one of the young people who have benefited from Simango’s efforts. “I was struggling to find a job, and without experience or skills, it felt impossible. But through the Boko Simango Foundation, I received security training, and within weeks, I found a job. Now, I can take care of my family,” she said. Simango believes that true progress happens when communities come together to support one another. “We cannot wait for the government to fix all our problems. If we have the ability to help, we should. My dream is to see more young people becoming independent and using their skills to uplift others,” he said. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://www.limpopomirror.co.za/articles/news/62161/2025-03-29/simango-foundation-is-a-beacon-of-hope-for-the-poor

Greg Solomon | 27 March 2025 One of the ways McDonald’s South Africa has seen a positive impact in addressing youth unemployment is through its partnership with the Culture, Arts, Tourism, Hospitality, and Sport Sector Education and Training Authority (CATHSSETA). Together, we are training over 1,400 young people through a Learnership Programme, which combines classroom learning with practical, hands-on experience, equipping them with the skills needed for the workforce. South Africa’s youth unemployment crisis is one of the most urgent challenges we face today. With over 60% of young people unable to find work, the social and economic implications are profound. This staggering statistic represents millions of untapped potential and a generation struggling to secure a foothold in the economy. The private sector has the resources, expertise, and reach to make a significant impact; it is both a moral and economic imperative. Plus, it’s good for business and youthful creativity. A skilled, employed youth population is essential for building a sustainable and inclusive economy. The challenge is great, but so is the opportunity. Initiatives like our CATHSSETA partnership programme demonstrate what can be achieved when the private sector steps up to tackle youth unemployment. However, addressing this crisis requires more than just isolated efforts – it demands a collective approach. Businesses, educational institutions, and government must work together to create opportunities, invest in skills development, and empower young people to build sustainable futures. The issue of youth unemployment is deeply rooted in systemic challenges. Research shows that many young people, particularly those from low-income communities, are trapped in jobs that offer little dignity or opportunity for advancement. These jobs often fail to provide future financial security, career growth, or the respect that workers deserve. As a result, many young people leave these roles, not out of laziness or lack of ambition, but because they aspire to more stability, more respect, and more opportunities to build a better future. There are of course other aspects to inclusion. Our partnership with Job Abled to recruit individuals with disabilities and facilitate job-shadowing opportunities. This initiative offers learners invaluable workplace experience, with the ultimate goal of securing future employment. Since its inception in 2019, this partnership has played a key role in providing practical skills and improving employability for individuals who may otherwise face additional barriers. As part of this collaboration, we cover placement fees, ensuring that participants receive the support they need to succeed in the workplace. The scale of the youth unemployment crisis demands urgent and sustained action. While there is no single solution, there are steps that businesses can take to make a meaningful impact. Investing in skills development, creating quality job opportunities, and fostering partnerships with training authorities are just a few examples of how the private sector can contribute. Every small step collectively adds to a massive impact. If we change this unfortunate situation, we significantly impact the future of our country positively. It’s our legacy. It’s our responsibility. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://businesstech.co.za/news/industry-news/818098/addressing-youth-unemployment-requires-a-collective-effort/

Brakpan Herald | 25 March 2025 Carnival City has been running 29 learnerships since November and December. While the young participants have completed four to five months of training, they still have several more months to gain additional knowledge about the hospitality industry during their 12-month programme. The learnerships are divided into two groups – tertiary graduates participating in the Youth Employment Service (YES) South Africa programme, which started in December, and Grade 12 graduates in the food and beverage and cashiering divisions, from November. • Youth Employment Service (YES) South Africa programme Ten tertiary learners are gaining hands-on career experience through YES, a private sector-led initiative, designed to tackle youth unemployment in South Africa. The NPO partners with corporates to create job opportunities and offer 12-month work experiences for unemployed youth, who in turn, acquire valuable skills. Since its inception in 2018, YES has created about 170 000 work opportunities. “Youth unemployment is a significant socio-economic challenge in South Africa – a rate of 59.7% in the second quarter of 2024 according to Stats SA,” said Bryan O’Connor, Carnival City general manager. “Sun International supports employment opportunities and provides graduate jobs and bursaries, and Carnival City, as one of its properties, offers employment opportunities to young people when possible. “We believe the 10 learners currently training with us will gain a wealth of experience learning about the gaming and hospitality industry.” “We view opportunity as key,” said Manthiba Musi, Carnival City’s learning and change specialist. By implementing the YES Programme, we go beyond workplace experience; it is a pathway to meaningful employment and career success. “By providing young South Africans with practical skills and industry exposure, Carnival City empowers individuals and contributes to our country’s economic growth.” In December, Carnival City placed 10 learners who had just completed their tertiary studies, in various departments; three in the technical and slots department on the casino floor, two in marketing, two in finance, and two in the human resources and learning and development department, as well as one in the IT department. “By placing learners in key departments like HR, IT, and marketing, we provide valuable hands-on experience that prepares them for the modern workforce. In return, we gain fresh perspectives and develop a talent pipeline for future needs. “This investment in youth fosters a culture of learning and adaptability, ensuring Carnival City and South Africa thrive in a changing business environment,” said Musi. • Carnival City’s food and beverage division and cashiering division Over and above the YES programme, Carnival City opened its doors to an additional 19 2024 Grade 12 graduates at the end of last year, providing further learnership opportunities. These include 10 positions in the food and beverage division and nine in the cashiering division of the casino. “The programme provides practical skills and industry-specific knowledge, enhancing their employability and bridging the gap between education and the labour market”, said Musi. ‘Disclaimer - The views and opinions expressed in this article are those of the author(s) and not necessarily those of the BEE CHAMBER’. https://www.citizen.co.za/brakpan-herald/news-headlines/2025/03/25/carnival-city-provides-one-year-learnerships-for-29-tertiary-graduates/#:~:text=Carnival%20City%20has%20been%20running%2029%20learnerships%20since%20November%20and,during%20their%2012%2Dmonth%20programme .

In South Africa, the pursuit of economic transformation and social justice has been a paramount goal since the dawn of democracy. Broad-Based Black Economic Empowerment  (B-BBEE) and Employment Equity  are two interrelated policies that were created to promote economic transformation, redressing historical inequalities and ensuring equitable opportunities for Black people, women, youth, people with disabilities and people living in rural areas. While these policies have distinct objectives, they are interwoven and work hand in hand.   1.       Advancing Economic Empowerment:  Broad-Based Black Economic Empowerment (B-BBEE) serves as a guiding framework for promoting the participation of Black individuals and communities in the mainstream economy. It focuses on multiple elements, including Ownership, Skills Development Management Control, , Preferential Procurement, and Socio-economic Development. B-BBEE aims to dismantle barriers and create pathways for historically marginalised groups to actively contribute to and benefit from economic activities. 2.       Creating Workplace Equity:  Employment Equity, on the other hand, seeks to rectify workplace imbalances and eliminate unfair discrimination. It mandates that Designated Employers take proactive steps to ensure equitable representation and advancement opportunities for designated groups, which include Black people, women, and people with disabilities. By addressing systemic discrimination and fostering diversity in the workplace, Employment Equity paves the way for a more inclusive and representative workforce. 3.       Addressing Historical Inequalities:  Both B-BBEE and Employment Equity are rooted in the recognition of the historical disadvantages faced by Black South Africans. Apartheid-era policies and practices systematically marginalised the majority of the population, limiting their access to education, employment, and economic resources. By acknowledging this legacy of inequality, B-BBEE and Employment Equity provide a platform for redress and empowerment, enabling individuals and communities to overcome barriers and participate more fully in economic activities. 4.       Skills Development and Training:  A critical aspect of both policies is the emphasis on skills development and training. B-BBEE encourages companies to invest in the development of Black employees, enabling them to acquire the skills necessary for career advancement. Employment Equity complements this by mandating employers to provide training opportunities to designated groups. By investing in Skills Development, organisations not only contribute to the empowerment of individuals but also enhance their overall productivity and competitiveness. 5.       Reporting and Compliance:  Both B-BBEE and Employment Equity require companies to report on their compliance and progress in meeting the respective policy requirements. This reporting process allows for transparency and accountability, ensuring that organisations actively work towards the goals of economic transformation and workplace equity. The alignment of these policies creates a system where compliance with Employment Equity requirements can contribute to achieving B-BBEE scorecard points, reinforcing the integration of both approaches. B-BBEE and Employment Equity are integral components of South Africa's transformative agenda. These policies go hand in hand, complementing each other in the pursuit of economic inclusion, workplace equity, and social justice. By addressing historical imbalances, promoting skills development, and fostering diversity in the workplace, they create an environment conducive to sustainable economic growth and shared prosperity. The implementation of B-BBEE and Employment Equity serves as a catalyst for change, propelling South Africa towards a more equitable and prosperous future for all its citizens.