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PART I: CONTRIBUTION OF SOEs TO WOMEN EMPOWERMENT OVER THE PAST 10 YEARS

PART I: CONTRIBUTION OF SOEs TO WOMEN EMPOWERMENT OVER THE PAST 10 YEARS. Presenter: DPE Venue : Parliament, Cape Town Date : 04 August 2004 Time : 09H30. TRANSFORMATION IN SOEs. Gender transformation is facilitated through implementation of: Employment Equity Skills Development

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PART I: CONTRIBUTION OF SOEs TO WOMEN EMPOWERMENT OVER THE PAST 10 YEARS

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  1. PART I: CONTRIBUTION OF SOEs TO WOMEN EMPOWERMENT OVER THE PAST 10 YEARS Presenter: DPE Venue: Parliament, Cape Town Date : 04 August 2004 Time : 09H30

  2. TRANSFORMATION IN SOEs Gender transformation is facilitated through implementation of: • Employment Equity • Skills Development • Black Economic Procurement

  3. CONTRIBUTION PER SOE - Transnet Mainstream gender initiatives have been through: • An established Women Development Programme unit reporting to Executive HR Management; • Strategy in place guiding women empowerment initiatives; • The Strategy focuses predominantly on executive women in exclusion of other women in Transnet. Strategy focusing on all women not yet approved by Board.

  4. TRANSNET – Employment Equity Summary of Women Representation in Transnet

  5. TRANSNET – Women Complement

  6. TRANSNET – Women Representation SOME KEY ISSUES: • Employment Equity focuses primarily on executive, senior management and professional women • Proper records kept from 1999 to date • Women representation at prioritized level ranges from 13% in 1999 to 17% in 2004 • This is below the organizational target ranging from 15% in 2000 to 25% in 2003

  7. TRANSNET – Skills Development The Transnet Leadership Development Programme in place: • Programme focuses on leadership and management training and development for women • Initiative is offered in partnership with UNISA, WITS Business School and Gordon Institute of Business Science • 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%

  8. …// continues Transnet- business units implement their own flagship project focusing on women development: • WOMEN ON RAIL: Focus on mobilizing female train driver who are trained in Spoornet; • MARINE PILOT PROGRAMME: implemented by NPA Aim is to increase marine cadet of HDI women. To date at least 40% cadet trained are women. • WOMEN IN OPERATIONS: SAPO in 2000 initiated a programme of training women on logistics and port management. The programme is run in partnership with Rotterdam port and Korean maritime university. To date 12 women have gone for a 2yr training programme. • WOMEN IN AVIATION: SAA runs a management training programme targeting senior and middle management. To date 20 women have been trained since the inception of the programme.

  9. TRANSNET – Board Composition / Women

  10. CONTRIBUTION PER SOE - Eskom Employment Equity Focus is primarily on management that includes supervisory and professionals. This is a percentage against total staff members in the referred echelons.

  11. ESKOM – Women Complement

  12. ESKOM – Skills Development Skills development programmes: • ESKOM CEO PROGRAMME: • Focuses on increasing technical skills of black women employees. Training in partnership with Warwick University, Da Vinci Institute for the Management of Technology and Innovation • 40 Women have graduated to date and 50 still going through the programme • WOMEN ADVANCEMENT PROGRAMME: • Focus is on development of technical leadership of women to take up senior positions in the Generation, Transmission and Distribution divisions

  13. ESKOM – BEE Procurement • In 2001 the Board approved a policy to assist in • mainstreaming economic empowerment; • Women economic empowerment is only measured • in terms of defined BEE procurement expenditure which only started in 2002

  14. ESKOM – Board Composition / Women Prior 2002 Eskom had the Electricity Council that acted as BOD. The shareholding ministry appointed the new BOD in 2002. The Development Foundation was only established in 1999/2000. The Eskom Enterprises was only established 1999/2000 focusing on the non-regulated business on Eskom.

  15. CONTRIBUTION PER SOE - Denel Employment Equity

  16. …// Continues In 2002 DENEL envisaged to achieve 10% representativity of females at executive, management and technicians levels The actuals attained ranged from 0% to 18% in 2002 and in 2003 achievements ranged from 12% to 28%. There has not been significant increase in Employment Equity in Denel, particularly in relation to women empowerment

  17. …// Continues

  18. DENEL – Skills Development External Bursars

  19. DENEL – Board Composition / Women

  20. DPE – Intervention Strategies • At the operational level, there are no mechanisms currently in place. • However, going forward these are the interventions: • Translation of analyzed data into implementable strategy • Consultative / Partnership with Gender office at The Presidency • Development of operational guidelines on the strategy with quantifiable targets, and incorporated into shareholder compacts for performance monitoring purpose and sustainability reporting framework being finalized • The SOEs’ performance will be monitored and analyzed quaterly and annually

  21. …//Continues • Development of SOEs’ Women Empowerment Strategy I.e policy instruments such as: • Appointments of Boards of Directors in Soes • Employment Equity • Economic Empowerment • Job Creation (EPWP) • Skills Development • HIV/AIDS

  22. PART II: CONTRIBUTION OF DPE TO WOMEN EMPOWERMENT

  23. Guiding Policies and Legislative Imperatives • The constitution of the RSA provide for the promotion of equity in terms of Race and Gender • The King II report on Good Corporate Governance • The passing of the Black Economic Empowerment Act in 2003 provides a broad framework for empowerment • The Global Reporting Initiatives (GRI) provides guidelines on and principles of triple bottom line reporting

  24. DPE – Employment Equity • Racial Representation : • Woman (emphasis on African and Coloured), at senior management level is currently exceeding the revised minimum national affirmative action targets as set for the Public Service by 2005. • Salary Levels : • Black People middle management level (Deputy Directors and Assistance Directors) represent currently78% • Woman at middle management level represent currently 56,2% and particularly • African and Coloured woman 37% of DPE middle management staff component.

  25. DPE – Senior Management Composition

  26. DPE – Skills Development • Programmes currently implemented: • Internships • Department needs to focus more on capacity building initiatives, particularly with reference to women

  27. DPE – BEE Procurement • Women Beneficiaries: • Restructuring transactions: • Sale of government stakes to communities in the forestry • 55% of retail investors in Telkom IPO are women • Tendering process: • Equity & empowerment are preconditions for bidders • Skills • Deployment of women in SOE executive structures (Boards & Executive committees are gender balanced)

  28. Thank You

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