Women Empowerment in DPE: Trends, Challenges, and Strategies

1. PRESENTATION TO THE PORTFOLIO COMMITTEE ON PUBLIC ENTERPRISES WOMEN EMPOWERMENT 24 AUGUST 2005

2. 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

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 responsibility Legislation Public sector Preferential Procurement Act Black Economic Empowerment act 0f 2003 Skills Development Act Employment Equity Act • Lever • Shareholder Compacts • Corporate Plans • KPIs and Targets • SOEs Policies • Quarterly and Annual Reporting • Social Responsibility ( CSI) Drivers Eskom Denel Transnet Arivia.kom Alexkor Alexkor Social Empowerment Economic Empowerment

8. Women Empowerment in DPE

9. Women Empowerment in DPE

10. Women in SOE Boards 2002 - 2004

11. Trends in Women EmpowermentContinued • 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 EmpowermentContinued • 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

14. Trends in Women Empowerment : Directors

15. Trends in Women Empowerment : Chairpersons

16. Year African Asian Coloured Whites Total 1997 4 % 1 % 1 % 9 % 14 % 2005 12 % 1 % 2 % 8 % 23 % Gender Equity at Senior Management All Levels – Eskom Female Staff

17. Gender Equity at Senior Management continued Eskom Gender Statistics July 2005

18. Gender Equity at Senior Management continued Denel Gender Statistics January 2005

19. Employment equity continued Denel :Senior/Executive Management

20. Employment equity continued Transnet Women Statistics

21. Procurement

22. Procurement continued

23. Procurement continued Transnet Procurement

24. Skills development and training in Denel

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 Eskom

29. Skills development & training in Eskomcontinued

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

35. The Next Three Years • Eskom is planning to achievement 40% women representation at senior management and professional level

36. Eskom’s Gender Equity Targets

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

41. The end Thank you.