1 / 28

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

Explore the impactful initiatives and progress made by SOEs in empowering women through strategies like Employment Equity and Skills Development.

munsch
Download Presentation

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

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  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

More Related