As many of you are aware, the landscape of Employment Equity in South Africa is undergoing a significant transformation. The Minister of Employment and Labour has ushered in the new Employment Equity Regulations, 2025, repealing the 2014 version. Alongside this, a crucial notice on the
South Africa faces a critical challenge: a 45.5% youth unemployment rate in 2024 and a persistent disconnect between qualifications and available jobs. This significant skills gap, evident across all industries, including the burgeoning fields of AI and digital technologies, demands innovative solutions that bridge the
As we approach the critical 30 April 2025 deadline for Workplace Skills Plan (WSP) and Annual Training Report (ATR) submissions, it’s imperative for South African businesses to understand the intricacies of this process. My name is Andrea Swart, and as Head of Research Methodology and
Building upon the foundation laid in Part 1, we now delve into the critical operational aspects of Employment Equity (EE) compliance. For large companies, these elements are not just regulatory requirements but strategic imperatives for fostering inclusive and sustainable growth. EE Committees: The Cornerstone of
In the dynamic landscape of South African business, particularly for large and JSE-listed companies, staying ahead of regulatory changes is paramount. The recent amendments to the Employment Equity Act (EEA) present both challenges and opportunities for HR and Transformation professionals. At BEE123, we understand the
South Africa stands at a critical juncture. The announcement of the proposed R100 billion Transformation Fund by Minister Parks Tau has sparked a national debate: Is this a bold step towards inclusive growth, or a replay of past missteps? As someone deeply invested in the
With South Africa’s Employment Equity Amendment Act (EEAA) now in effect, businesses are actively navigating the complexities of sectoral numerical targets. While these targets drive workplace transformation, achieving them isn’t always straightforward. As a director, understanding the justifiable grounds for non-compliance is essential for maintaining
Skills Development, often perceived as a complex and intricate element of the B-BBEE scorecard, presents a unique opportunity for strategic growth when approached holistically. In my experience, the common question, “How much do we need to spend to meet the 6% target?” only scratches the