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Table of Contents
• Introduction• Guiding principles and legislative imperatives• Strategic objectives• Women empowerment in DPE• DPE’s oversight responsibility• Women in SOE boards• Trends in women empowerment• Gender equity at Senior management• Procurement• Skills development and training• Corporate Social Investments• SOEs Three year Plans for Women Empowerment • Challenges and summary
3
Introduction
DPE’s vision is “To play a leadership role within the economy in the areas of corporate governance and national policy implementation”
4
Guiding policies & legislative imperatives
• Constitution in respect of promotion of gender equity
• Employment Equity of 1998
• Preferential Procurement Policy Framework of 2000
• Broad-based Black Economic Empowerment of 2003
• Triple bottom line reporting in line with the King II Report on Corporate Governance
5
Strategic Objectives
DPE Core Programmes
Strategic objective Planned Action Target
Increased level of investments in Public Infrastructure
Leverage the investments spend to promote SMMEs, BEE & women empowerment
Review procurement policies of SOEs’s to ensure leverage is maximized
Review annually
Increased levels of Investments in the first economy
Increased participation of women owned enterprises
Review the Disposal Guidelines and advise on the levels of women participation
Review as and when Disposal Guidelines are submitted
Enhance Economic Inclusion
Ensure that SOEs are compliant with their respective charters
Monitor compliance with respective sector charters
Annually
6
DPE’s oversight responsibility
• Directing the strategic direction of SOEs on Transformation
• Board Appointment• Signing of annual Shareholder Compacts• Monitoring implementation of national policy of
gender equity and BEE• Setting of KPIs through Corporate Plans • Quarterly and annual reporting
7
DPE’s oversight responsibilityLegislation
Public sector Preferential Procurement ActBlack Economic Empowerment act 0f 2003
Skills Development ActEmployment Equity Act
LeverShareholder CompactsCorporate PlansKPIs and TargetsSOEs PoliciesQuarterly and Annual
ReportingSocial Responsibility ( CSI)
DriversEskomDenel
TransnetArivia.kom
AlexkorAlexkor
Social Empowerment Economic Empowerment
9
Women Empowerment in DPE
Gender Distribution at Senior Management Levels: June 05
Salary Level Total Posts Filled
Males Females
DG 1
DDG 3 2 1
Chief Director 10 7 2
Director 28 13 15
Total SMS 41 23 19
10
Women in SOE Boards 2002 - 2004
4
6
2
1
0
4
7
2
1
00
1
2
3
4
5
6
7
8
Eskom Transnet Denel Arivia.kom Alexkor
SOE
Mem
ber
ship
2002
2004
11
Trends in Women Empowerment Continued
• 13% of top companies(49 in total) have 25% or more as women directors- dominated by SOEs
• 70,6% of SOEs (12 out of 17) have 25% or more women as directors compared to 10,4% of JSE-listed companies
• Women’s representation in executive management : 19,8%, and about 31,3% of is in SOEs
12
Trends in Women Empowerment Continued
• From about 54 top companies, only 14,5% have 25% or more women in the executive manager pool
• None of the biggest 25 companies have women constituting 255 or more of their executive managers
• As at September 2004 there were 8 women CEOs/MD, which translates to 2,2%: 1,1% in JSE listed companies and 23,5% SOEs
13
Trends in Women Empowerment continued
Women as % of total SA population
Women as % of employed population
Women executive managers
Women Directors
WomenCEO/
Chairs
14
Trends in Women Empowerment : Directors
50%
45%
40%
38%
38%
38%
36%
36%
33%
33%
33%
30%
0%5%
10%15%20%25%30%35%40%45%50%
Women as % of SOE Directors
16
Gender Equity at Senior Management
All Levels – Eskom Female Staff
0%
5%
10%
15%
20%
25%
YTD 2003 2001 1999 1997
Year
African Female
Asian Female
Coloured Female
White Female
Eskom Total
14 %9 % 1 %1 %4 %1997
23 % 8 %2 %1 %12 %2005
TotalWhitesColoured
AsianAfricanYear
17
Gender Equity at Senior Management continued
0
10
20
30
40
50
60
70
80
90
%
Female 19 20 18 57 15 12 47 23
Male 81 80 82 43 85 88 53 77
Top Mgt Snr Mgt Mid Mgt Superv.Semi
skilledUnskilled Learners Total
Eskom Gender Statistics July 2005
Total
Female 22609
Male 6724
18
Gender Equity at Senior Management continued
05
1015202530354045
Per
cent
age
Sr/
Exe
cM
anag
emen
t
Man
agem
ent
Eng
inee
rs
Sci
entis
ts
Tec
hnic
al
Sup
port
Tot
al F
emal
eS
tren
gth
2002/2003 2003/2004 2004/2005*
Denel Gender Statistics January 2005
19
Employment equity continued
012345
6789
Per
cent
age
Afr
ican
Fem
ale
Col
oure
dF
emal
e
Indi
anF
emal
e
Whi
teF
emal
e
2002/2003 2003/2004 2004/2005*
Denel :Senior/Executive Management
20
Employment equity continued
0%
10%
20%
30%
40%
50%
60%
1999- 2000 2000-2001 2001-2002 2002-2003 2003-2004
102-103 104-106 109-610 102-103 104-106 109-610
Transnet Women Statistics
21
Procurement
Eskom Procurement from WBE
197
517
814
0
100
200
300
400
500
600
700
800
900
2002 2003 2004
Actu
al S
pen
d (
Rm
)
Actual Spend
22
Procurement continued
Denel: Spend on Women Organisation
18 40 34 75127 138 183 219
497
1160
422
11831285
1396
1854
2219
0
500
1000
1500
2000
2500
Fin-03-04 Fin-04-05 April-to-Jul-05/06
Target-05-06 Target-06-07 Target-07-08 Target-08-09 Target-09-10
Time period
Am
ou
nt
in R
m
Total Women Spend
Total Not Women Spend
23
Procurement continued
Transnet Procurement
Women-owned Enterprise Nature of work Contract value
Ego Specialised Services c.c. Onboard services R3 109 000
Mama Africa Projects c.c. Onboard services R3 289 000
Elmaakketsi Agency c.c. Cleaning services R3 130 000
Sahar Security c.c. Security services R5 786 000
Ukutula Shalom Impact Security
Security services R5 470 000
Isidingo Trading Supply of ration packs R2 879 000
Westmead Engineering Manufacture and supply of balance weights, various R3 194 600
Powertrans Repair of transmissions R3 500 000
24
Skills development and training in Denel EXTERNAL BURSARIES 2004/2005
FIELD OF STUDY TOTAL GENDER
MALE FEMALE
Chemical Engineering 12 10 2
Aeronautical Engineering 10 6 4
Mechanical Engineering
17 14 3
Electrical Engineering 12 11 1
Industrial Engineering 5 3 2
Technical Software Systems 3 3 0
Electronic Engineering 66 54 12
Computer Engineering 16 9 7
Marketing 9 6 3
B Tech 4 3 1
Commerce 10 6 4
GRAND TOTAL 164 125 39
25
Skills development and training in Denel
Centre for Learning and Development:
•The School of Business Leadership
•The School of Aerospace
•The School of Land Systems
•The Denel Youth Foundation Training Programme
Skills Development Projects:
•Through eight sector education and training authorities
•Focus on Engineers, Scientists and Technicians
•External training within South Africa & Abroad
•External training in Nepad countries
26
Skills development & training in Transnet
Transnet Executive Women Development Programme & leadership programmes at three levels namely;
• Transnet Executive Development Programme
• Transnet Business Driven Action Learning programme (GIBS)
• Transnet Management Development Programme (Wits )
• Transnet Emerging Leadership Programme (through Esselenpark & UNISA)
• 43 % Forty of women at all management levels have participated in the leadership programmes over the last 18 months.
27
Skills development and training in Transnet
• Women participation ranges from 37% in 2003 to 71% in 2004
• 34% beneficiaries are internal female bursars, and 39,4% external bursars
• Women who have undergone technical training in Transnet declining:
• 2000/1 - 7,2%• 2001/2 - 9,2%• 2002/3 - 3,2%• 2003/4 - 2,6%
28
Skills development and training in EskomOccupation Eskom Training 2004-2005
African Coloureds Indians Whites Total
M F D M F D m F d m f d m f d
Senior officials and managers/owner managers
484 205 0 89 65 0 192 74 0 667 156 1 1432 500 1
Professionals 609 509 2 154 81 0 297 106 0 992 155 3 2052 851 5
Technicians 2915 1976 2 652 235 0 568 217 0 3026 797 6 7161 3225 8
Clerical/administrative workers
2879 1187 3 485 352 0 230 269 0 1401 1245 0 4995 3053 3
Agricultural workers
5 0 0 0 0 0 0 0 0 1 0 0 6 0 0
Skilled workers
5306 862 2 1065 264 0 83 57 0 2873 753 0 9327 1936 2
Plant/machine operators and assemblers
1194 83 5 89 22 0 11 0 0 204 22 4 1498 127 9
Labourers 5668 155 4 412 46 0 117 37 0 635 117 0 6832 355 4
Apprentices and Section 18 (2) learners
1263 962 0 533 128 0 55 21 0 219 34 0 2070 1145 0
Total 20323 5939 18 3479 1193
0 1553 781 0 10018 3279 14 35373
11192
32
29
Skills development & training in Eskom continued
ESKOM BURSARIES AND SCHOLARSHIPS
FEMALE Total MALE Total Grand Total
B A C W B A C W
EMPLOYEE SUBGROUP DESCRIPTION
Bridging 23 2 2 27 9 1 10 37
Eskom Univ. Bursar 290 44 20 110 464 546 74 46 244 910 1374
Merit Tech. Bursar 19 1 2 22 45 1 3 1 50 72
Merit Univ. Bursar 18 1 1 5 25 22 2 24 49
Straszacher 133 8 199 340 183 10 205 398 738
Tech.College Bursar 97 10 7 114 116 6 19 37 178 292
Technikon Bursar 108 4 6 9 127 43 5 3 18 69 196
Van Der Bijl 130 2 15 358 505 154 3 15 267 439 944
Grand Total 817 52 64 690 1624 1118 89 97 774 2078 3702
30
Corporate Social Investments
Portfolios that most benefit women:
• Health
• Education
• Business Development
• Rural / Community development
31
Corporate Social Investments continued
Achievements
• Roundabout play pump water project, are at rural primary schools in the Eastern Cape (10), KwaZulu –Natal (15) & limpopo(15) Eskom women Development programme committed a budget of R1.8 M the project to provide clean drinking water ( Improved well being)
• Alone in 2003 R 7 million was spend on women’s development programme
• R 2.4 million was spent on 209 women farmers.
• Community/ Rural development .eg in terms of skills development and entrepreneurial training , 325 business people were trained in Gauteng , with majority coming from women (2001) and in 2003 a total of 3 3000 women benefited from various projects
32
Corporate Social Investments continued
Achievements
• Transnet and Eskom rated amongst the biggest CIS spenders in SA, ( The CSI Handbook, Trialogue)
• Eskom has a dedicated Women’s development programme, which is targeted at projects that are carried by out by women
• In 2004/05 Eskom Women Development programme assisted a mattress- manufacturing in Mpumalanga by purchasing equipment & also ensured that project members were trained and they supply hospital and, hospices & correctional services and employ seven women
33
The Next Three Years
• Denel has just started a restructuring of its business and at this stage no future projections are possible.
• The restructuring may result in the closure of on employment and black economic empowerment.
34
Denel Targets for 2005 - 2006
CATEGORY OF TRAINING/DEVELOPMENT GROWTH % TARGET
Technical Training 60%
Management and Leadership 30%
SHE 20%
Apprentices and Learnerships 10%
Marketing 30%
Skills Technology Transfer 30%
DYFTP 50%
35
The Next Three Years
• Eskom is planning to achievement 40% women representation at senior management and professional level
37
The Next Three Years
In view of the restructuring process within Transnet, the employment equity targets are currently being reviewed.
38
Summary and Challenges
• Need to create a standard framework for SOEs reporting
• SOEs should communicate their successes on women empowerment
• Shareholder Compact to be used as an instrument for future planning on women empowerment
39
Challenges and Summary continued
• DPE will continue continue to work with the office on the status of women in the Presidency on women empowerment in SOEs
• There is a need to address the shortage of women with requisite technical skills
40
Challenges and Summary continued
• The aim is to break the 25% ceiling in the short term and to reach 50% women empowerment in 2009
• Training and mentoring of women is crucial to prepare women for management and technical roles in the workplace