The document summarizes a forum held in South Africa to discuss challenges facing young Black women and ways to improve their career opportunities. It notes that while political changes have occurred, economic transformation has been slow, disproportionately impacting Black women. The forum featured a panel of three young women and corporate leaders. Key challenges discussed included gender inequality starting in childhood and continuing through education. Participants agreed that mentorship, role models, early interventions and corporate programs are needed to help young women develop skills and visions of their potential. Companies can create opportunities like internships and empowerment initiatives to help address barriers young Black women face.
Learn how some of the world's most inspiring women are using their growing economic power to create success in meaning in their lives while building a better world
Ennis and Co Women in Automotive Event OverviewEnnis & Co
An overview of Ennis & Co's fantastic Women in Automotive event in Park Lane in October 2014, including the results of voting by just under 70 delegates on the importance of attracting women to the automotive industry.
The Report analyzes from a human development perspective the opportunities and constraints that today face Egypt’s sizeable youth population, where 25 percent of Egyptians are between the ages of 18 and 29. It examines the role of youth in Egypt’s development process looking at issues including education, health, gender, poverty, employment, housing, and participation in society. The Report also showcases success stories of youth-centred initiatives, programmes, and projects, calling for greater consultation and communication between young people, the Government and civil society. In conclusion, the Report highlights nine main messages to ensure youth’s inclusion and full participation in society.
Learn how some of the world's most inspiring women are using their growing economic power to create success in meaning in their lives while building a better world
Ennis and Co Women in Automotive Event OverviewEnnis & Co
An overview of Ennis & Co's fantastic Women in Automotive event in Park Lane in October 2014, including the results of voting by just under 70 delegates on the importance of attracting women to the automotive industry.
The Report analyzes from a human development perspective the opportunities and constraints that today face Egypt’s sizeable youth population, where 25 percent of Egyptians are between the ages of 18 and 29. It examines the role of youth in Egypt’s development process looking at issues including education, health, gender, poverty, employment, housing, and participation in society. The Report also showcases success stories of youth-centred initiatives, programmes, and projects, calling for greater consultation and communication between young people, the Government and civil society. In conclusion, the Report highlights nine main messages to ensure youth’s inclusion and full participation in society.
There has been growing concerns about the fact that African media has failed to commit itself to ensuring that the gender question becomes a standard of measure for press freedom and access to information on the continent. The use of the female body as a mere decoration or as an attention-getting device diminishes women's self-esteem and ignores other aspects of women's personality, their human potential and contributions to economic empowerment for development. Women are underrepresented in political, social and economic reporting; this results in limiting the freedom of expression caused by self-censorship by a male dominated industry. It is a cause of concern on the portrayal of women in household-related roles, mostly in advertisements for household products, particularly because of the repetitiousness of the housewife image. The media does not fully recognize the dynamism that women display in the economic, cultural and social lives of their communities through their associations and informal networks channeled into creating new models of participation and leadership. This paper therefore explores the need for positive women access and use of the media for economic empowerment in Africa; it examines the challenges facing the portrayal of women in the media and makes recommendations on how increase women's representation in decision-making structures in media houses and develop structures and frameworks for gender mainstreaming based on laws and policies for sustained economic empowerment of women. This paper explores secondary data from text books, and journals to conclude that, without meaningful commitment in the form of policy changes and the provision of resources to address women conditions and involvement in the media representation; Africa cannot hope to see a breakthrough in its development and renewal. It recommends that, greater awareness and supportive environment needs to be enhanced by the media for women to be more self-reflective and have a greater awareness of their own weaknesses, challenges, strengths and opportunities. Women should be exposed to more in-depth training and development to gain not only knowledge and skills but also wisdom in order to be authentic leaders with integrity. Also, there should be is an urgent need to increase the knowledge and ability of mass media professionals to create more awareness on gender issues.
The DARE Conference is a two-day conference organised by YouthHubAfrica which seeks to bring together over 500 young Africans under the theme: 'Expanding Margins' to discuss and benefit from the practical experience of other youth speakers and artists who will share personal life experiences, success stories as well as their vision regarding an end to Sexual and Gender-Based Violence Against women and girls in Nigeria and Africa at large.
Manufacturer & Business Association monthly magazine that features Sarah A Reed Children's Center on the front cover this month as we broke ground for our new Residence Hall here on the Sarah A Reed Children's Center
Women empowerment and its impact on economyeTailing India
Friends, today in our 4th part of Women’s Week Series, we talk about Women Empowerment and how an economy would look like when women lead it from the front. The article inspires all and specifically all aspiring businesswomen who want to leave a mark for themselves.
The report "Taking the Lead: Girls and Young Women on Changing the Face of Leadership" is the first of its kind that shines a light on girls’ and young women’s leadership aspirations, perceptions and real experiences across diverse societies and economies across the globe. It is jointly produced by Plan International with the Geena Davis Institute on Gender in Media.
Close to 10,000 girls and young women between the 15 and 24 years old were surveyed in 19 countries (Benin, Canada, Denmark, Dominican Republic, Finland, Honduras, India, Japan, Netherlands, Peru, Philippines, Senegal, Sierra Leone, South Sudan, Sweden, Vietnam, Uganda, USA and Zimbabwe).
YouthhubAfrica 2018 Report- YHA is a youth-focused organisation that provides learning platforms and connects young people to resources & opportunities.
Undp asia pacific youth empowerment 2018 int...Mr Nyak
Happy International Youth Day and welcome to the latest update of UNDP Asia Pacific’s Youth
Empowerment initiative. This year, the theme for International Youth Day is “Safe Spaces for Youth”.
This refers to civic spaces, physical public spaces and digital spaces which allow young people to engage
in decision making, participate fully in their communities and interact virtually with others across
borders. In order for young people to be able to effectively contribute to social and economic
development, it is crucial that these spaces are inclusive of all youth.
In many countries in the Asia-Pacific region, as in the rest of the world, youth are effectively excluded
from decision making and political forums, and their access to and participation in public spaces is
restricted. This is particularly true for young women and other marginalised youth, and further
entrenches existing social tensions and inequalities.
In this presentation, FMC's Colleen Cebuliak addresses why boards need more women. Covering a diverse range of issues which include: percentage of woman on boards, the impact of diverse boards, initatives taken twoards creating more gender egaul boards as well as discussing what individual professional women can do to make a difference.
This presentation sets the development context for libraries in South Africa and poses the question regarding the role of librarians in locating libraries as spaces for development and unity.
There has been growing concerns about the fact that African media has failed to commit itself to ensuring that the gender question becomes a standard of measure for press freedom and access to information on the continent. The use of the female body as a mere decoration or as an attention-getting device diminishes women's self-esteem and ignores other aspects of women's personality, their human potential and contributions to economic empowerment for development. Women are underrepresented in political, social and economic reporting; this results in limiting the freedom of expression caused by self-censorship by a male dominated industry. It is a cause of concern on the portrayal of women in household-related roles, mostly in advertisements for household products, particularly because of the repetitiousness of the housewife image. The media does not fully recognize the dynamism that women display in the economic, cultural and social lives of their communities through their associations and informal networks channeled into creating new models of participation and leadership. This paper therefore explores the need for positive women access and use of the media for economic empowerment in Africa; it examines the challenges facing the portrayal of women in the media and makes recommendations on how increase women's representation in decision-making structures in media houses and develop structures and frameworks for gender mainstreaming based on laws and policies for sustained economic empowerment of women. This paper explores secondary data from text books, and journals to conclude that, without meaningful commitment in the form of policy changes and the provision of resources to address women conditions and involvement in the media representation; Africa cannot hope to see a breakthrough in its development and renewal. It recommends that, greater awareness and supportive environment needs to be enhanced by the media for women to be more self-reflective and have a greater awareness of their own weaknesses, challenges, strengths and opportunities. Women should be exposed to more in-depth training and development to gain not only knowledge and skills but also wisdom in order to be authentic leaders with integrity. Also, there should be is an urgent need to increase the knowledge and ability of mass media professionals to create more awareness on gender issues.
The DARE Conference is a two-day conference organised by YouthHubAfrica which seeks to bring together over 500 young Africans under the theme: 'Expanding Margins' to discuss and benefit from the practical experience of other youth speakers and artists who will share personal life experiences, success stories as well as their vision regarding an end to Sexual and Gender-Based Violence Against women and girls in Nigeria and Africa at large.
Manufacturer & Business Association monthly magazine that features Sarah A Reed Children's Center on the front cover this month as we broke ground for our new Residence Hall here on the Sarah A Reed Children's Center
Women empowerment and its impact on economyeTailing India
Friends, today in our 4th part of Women’s Week Series, we talk about Women Empowerment and how an economy would look like when women lead it from the front. The article inspires all and specifically all aspiring businesswomen who want to leave a mark for themselves.
The report "Taking the Lead: Girls and Young Women on Changing the Face of Leadership" is the first of its kind that shines a light on girls’ and young women’s leadership aspirations, perceptions and real experiences across diverse societies and economies across the globe. It is jointly produced by Plan International with the Geena Davis Institute on Gender in Media.
Close to 10,000 girls and young women between the 15 and 24 years old were surveyed in 19 countries (Benin, Canada, Denmark, Dominican Republic, Finland, Honduras, India, Japan, Netherlands, Peru, Philippines, Senegal, Sierra Leone, South Sudan, Sweden, Vietnam, Uganda, USA and Zimbabwe).
YouthhubAfrica 2018 Report- YHA is a youth-focused organisation that provides learning platforms and connects young people to resources & opportunities.
Undp asia pacific youth empowerment 2018 int...Mr Nyak
Happy International Youth Day and welcome to the latest update of UNDP Asia Pacific’s Youth
Empowerment initiative. This year, the theme for International Youth Day is “Safe Spaces for Youth”.
This refers to civic spaces, physical public spaces and digital spaces which allow young people to engage
in decision making, participate fully in their communities and interact virtually with others across
borders. In order for young people to be able to effectively contribute to social and economic
development, it is crucial that these spaces are inclusive of all youth.
In many countries in the Asia-Pacific region, as in the rest of the world, youth are effectively excluded
from decision making and political forums, and their access to and participation in public spaces is
restricted. This is particularly true for young women and other marginalised youth, and further
entrenches existing social tensions and inequalities.
In this presentation, FMC's Colleen Cebuliak addresses why boards need more women. Covering a diverse range of issues which include: percentage of woman on boards, the impact of diverse boards, initatives taken twoards creating more gender egaul boards as well as discussing what individual professional women can do to make a difference.
This presentation sets the development context for libraries in South Africa and poses the question regarding the role of librarians in locating libraries as spaces for development and unity.
Holistic common assessment of supportive and palliative care needs for adults requiring end of life care - 17 March 2010 - National End of Life Care Programme
This document provides guidance for holistic common assessment of the supportive and palliative care needs of adults requiring end of life care. It highlights five core areas or domains for holistic common assessment and sets out the content within each of these, so that teams can benchmark their local processes and tools. It sets out the main features of the process - including the who, when, where and how - of holistic common assessment.
It also highlights a range of existing assessment and planning tools, guidance and relevant policy, signposting to other resources where appropriate.
Publication by the National End of Life Programme which became part of NHS Improving Quality in May 2013
Assessment has for a long time been recognized as a powerful driver of learning, and therefore something that teachers could leverage on to ensure students achieve desired objectives. This belief that assessment drives learning focused on the external value of learning has helped to sustain simplistic conceptions of learning and assessment. In an outcome based system focused on the external value of learning what has become important is the performance on the test rather than the learning that facilitates doing well on a test. However, there are alternative views of learning and along with these views a commitment to re-defining of the role of assessment in learning: Assessment is the process of gathering and discussing information from multiple and diverse sources in order to develop a deep understanding of what students know, understand and can do with their knowledge as a result of their educational experiences; the process culminates when assessment results are used to improve subsequent learning.
Démarche marketing international ESCADAWajdi Zeidi
Dans le monde du Marketing International, de nombreuses marques ont su valoriser leurs produits et se sont positionnées en haut de l’échelle.
Le secteur de luxe est un secteur qui n’a jamais connu la crise, auparavant les marques de textile et d’habillement constituent une partie très importante dans ce secteur et dominent avec 40% de CA du commerce de luxe qui regroupent notamment la joaillerie, l’horlogerie, la mode, art de table, maroquinerie … Dans ce dossier nous avons effectué toute la démarche du marketing International pour l'implantation d'ESCADA en Tunisie
Inclusion in higher education a quest for epistemic access[1]Brenda Leibowitz
Slide presentation made by Dr Tshediso Makoelle of the University of Johannesburg Education Faculty at the SOTL@UJ - Towards a Socially Just Pedagogy seminar series
Practical Diversity -- Expanded EditionMeri Williams
Stopping discrimination is important, but tolerance is a terrible word (who wants to be tolerated?). What can we do to create more inclusive environments? Presenting some practical, pragmatic things that really work, based on real world experiences.
Updated expanded talk, given to GE Oil & Gas Women's Network in Florence and Booking.com Annual Meeting internal tech conference in Amsterdam, both in Dec 2013.
Value-added describes what happens when you take a basic product and increase the value of that product (and usually also the price) by adding extras in the manufacturing process, or by tacking on extra products and/or services.
Value-added concrete allows you to differentiate yourself from your competitors and make more money. You can increase the price of your concrete based on superior concrete mix performance and decrease the use/cost of cement. Specialty concrete mixes, including the use of color, admixtures and Supplementary Cementing Materials (SCMs) can reduce your costs and heighten your revenues. Among other things, you can enhance durability, workability and set times while delivering a higher performance mix. Pro all can provide specialized dispenser/metering systems so that you can deliver a premium concrete product.
Organizations recognize the importance of diversity and inclusion strategies, yet many leaders search for the specific relevance to their business practice, outcomes, and industry. This seminar will explore specific diversity and inclusion definitions, topics, strategies, and solutions to common concerns and challenges. Join our expert panel as we explore the world of diversity and inclusion, challenge leaders to stay informed, and increase awareness about the great value a clear and well-implemented strategy can add to business outcomes.
At the end of this seminar, participants will be able to:
a. Explore varying definitions of diversity and inclusion.
b. Examine common concerns and challenges.
c. Explore roles and responsibilities of leadership in diversity strategies.
d. Discuss the future of diversity and inclusion initiatives.
This presentation was made by Zekiya Ezekiel Mudimu from the Simuka Africa Youth Association in Zimbabwe and sent in during the Global Youth Anti-Corruption Forum in Brussels on 27 May 2010. It summarises what Simuka Africa is doing, and discusses the differences and the evolution between what is happening now and what future we are aiming for in the fight against corruption and the aim to have good governance.
Through the 100 Letter Project, Shasha network seeks to establish impact-driven synergies between learners and all the other different stakeholders. We hope these will help align efforts towards the transformation of the education space to a solutions hub drawing from
a diverse pool of skills and talents from the grassroots level to the corridors of power in government.
Women in Management - The Power of Role ModelsStephen Wills
Women make up half of the world’s population, but they are nowhere near making up half of the leadership contributions. When it comes to management, women make up 60% of junior managers, but by the time you get to the top ranks this number barely makes it into the low double digits – and still fewer among our biggest businesses. Why?
Visit - www.ProcurementCentral.com
The Gender Gap At The Top: What's Keeping Women From Leading Corporate America?Subha Barry
This Working Mother research project takes a comprehensive look at the experiences of women - and men - at all levels of corporations to ascertain what perceptions and realities are keeping them out of the highest ranks and to offer real solutions to close the gap.
How Women in Technology are Empowering the Future.pdfCIOWomenMagazine
This article explores the remarkable journey of women in technology, their contributions, challenges, and the crucial role they play in driving innovation and progress in this ever-evolving field.
An Innovative Partnership between The German Marshall Fund of the United States & True Blue Inclusion to Build the Next Set of Global Corporate Executives Kicks Off in March at the Upcoming Brussels Forum
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Understanding & Bridging the Divide From Girls to Women
1. TM
SOUTH AFRICA THOUGHT LEADERSHIP FORUM
Understanding &
Bridging the Divide:
From Girls to Women
A discussion on preparing girls for roles of greater responsibilities as women
Johannesburg, South Africa, November 11, 2014
2. Understanding and Bridging the Divide: From Girls to Women 2
Welcome
An Introductory Note From Catherine C.Smith,
Founder and President True Blue Inclusion
In November, 2014 South Africa leaders in business, academia and the public sector came together
in a first-ever forum to focus thinking on the talent pipeline for Black South African women. The
first day of the three-day conversation was a unique panel that set up all subsequent discussions.
It paired three young South African women – each just finishing secondary (high school) education
– with seasoned women leaders. The resulting lively exchange of ideas, information and opinion
with forum participants was stunning for its candor, insight and practical applications.
On the following pages, we share that enlightening dialogue. It was important to dedicate time
to have a more nuanced discussion with younger women specifically. This group deserves its own
voice and its own set of unique solutions.
What are the challenges young South African women face as they become career-minded adults?
We found there is no clear answer. But the three young - women who made the conversation real and
relevant – Thato, Charity and Bongintando from the Mandela Legacy School Program brought home
the importance of leaders being advocates for young women specifically. They are often dismissed,
but there is no denying the potential they have.
Listening to the narratives of people who seek to have their voices heard is the first step of respect.
It’s an action that says,“I hear you, and I value you.” Without the contributions of the young women
panelists, any conclusions arrived at by the forum participants would have been speculative at best.
In particular, I want to thank Lindo Mandela for her leadership, commitment and support in
helping young women see the possibilities and opportunities that wait for them. I want to also
thank our corporate panelists – Jo-Ann de Wet, Senior Director of Operations, McDonald’s and
Videsha Proothveerajh, Country Manager, Intel South Africa, who was also the corporate host
of the event.
Regards,
Catherine C. Smith
3. Understanding and Bridging the Divide: From Girls to Women 3
After two decades of democracy in South Africa, economic transformation, Broad-Based Black
Economic Empowerment (BBBEE) and employment equity for Black South Africans are still not
widely achieved. This situation is an ever more pressing social concern affecting all Black South
Africans. It prevents many from entering the job market and moving into decision-making roles
and key leadership positions, both in the corporate sector and in higher education institutions.
Women are the most severely impacted, faced with both systemic racism and sexism.
This one-day forum highlighted the challenges and barriers that prevent girls and young women
from excelling at school, at universities and at colleges; from entering the job market; and from
progressing in the talent pipeline and building successful careers. It explored how the corporate sector
can contribute to finding practical solutions for these challenges. Participants and attendees included
a wide range of corporate leaders with experience in initiatives for the empowerment of women,
leading academics, and three young women from disadvantaged backgrounds in their final school
year before entering university-level higher education.
A unifying recognition was that gender inequality and Black disadvantage start in early childhood,
continue through school and often remain well into young adulthood. Inequality and disadvantage
prevent success in tertiary education and career training, and successful transitioning into the
job market.
Young women need support through a range of initiatives to build both character and skills sets in
order to achieve and reach their career goals. While ongoing educational opportunities are the most
important factor here, affirming mentoring and role modelling also play a crucial role. They greatly
help cultivate motivation, a positive self-identity, a sense of hope and possibility, and a vision of an
optimistic future. Companies can play a vital enabling role in this process through initiatives such
as youth and community programs, job creation, holiday programs, internships, job shadowing,
in-house training, gap year opportunities, entrepreneurship enabling projects, and youth-oriented
marketing strategies. Networking and firm commitment from companies to this process are essential.
Executive Summary
TM
4. Understanding and Bridging the Divide: From Girls to Women 4
This panel discussion with a focus on the empowerment of young women was the opening
event to the three-day Thought Leadership Forum on Creating a Black South African Talent Pipeline, held
in Johannesburg, South Africa, in November 2014. The panelists were Lindo Mandela, Director of
Stakeholder Relations at the Mandela Legacy Foundation; Videsha Proothveerajh, Country Manager
for Intel South Africa; Jo-Ann de Wet, Senior Director of Operations at McDonald’s South Africa; and
three young women in their final year at school (called Matric) who were completing their last year
on the Mandela Legacy’s school program. Catherine Smith, Founder and President of True Blue
Inclusion moderated the panel.
Intel, a company with a strong record of building initiatives to uplift young women, as demonstrated
by their outstanding program Girls Who Code, sponsored the discussion. Drawing from this and related
experience, Rosalind Hudnell, VP of Human Resources and Global Chief Diversity Officer at Intel, saw
an opportunity for a more specialized discussion on the needs of girls and women in the debate
around Black economic empowerment in South Africa.
Introduction
Videsha Proothveerajh,Country Manager for Intel South Africa,talks about her passion for improving opportunities for women and girls.
5. Understanding and Bridging the Divide: From Girls to Women 5
BLACK ECONOMIC EMPOWERMENTWITH A FOCUS ON WOMEN
After twenty years of democracy in South Africa, huge political changes and many other
advances have moved forward. But economic transformation has not yet occurred in a significant
enough way to achieve Broad-Based Black Economic Empowerment (BBBEE), employment equity
and meaningful citizenship. Two decades after the end of apartheid, many Black South Africans are
still being excluded from full economic participation. This is especially true for decision-making roles
and key leadership positions in the corporate sector, as well as in higher education institutions.
Moreover, it is women who are most severely impacted, faced with both systemic racism and sexism.
To address this, the forum looked into the barriers that are keeping girls from excelling at school,
entering the job market, progressing in the talent pipeline and reaching their career goals. If this
situation continues long-term, it poses a threat to social peace and stability.
CHALLENGES AND BARRIERS FACED BYYOUNG
WOMEN ON THEIR CAREER PATHS
Gender inequality and Black disadvantage often start in early childhood. The situation continues
through poverty-induced adverse social circumstances, poor schooling in urban townships and
rural areas, lack of positive role models and gender stereotyping. Early interventions are extremely
important. Program for school leavers already are too late in many instances. Girls and young women
are more effected than young men, as males are often more direct and assertive than females,
playing to gender roles.
Inequality and lack of equal opportunities for young Black women, particularly into tertiary
education and the workplace, are negatively affecting the talent pipeline. All universities and colleges
in the country run bridging programs, but often the gaps resulting from disadvantaged schooling
are too wide for students to succeed in spite of such interventions. And so the poverty continues and
curtails many dreams. Furthermore, the system often does not help girls transition successfully from
school into a career; they need support and encouragement from high school through tertiary
education into their first career.
The apartheid legacy that restricts career opportunities for Black people to only a few professions is
being slowly overcome. However, despite many Black youths now benefitting from very good and
equal schooling and tertiary education, disadvantage is still the status quo for far too many, with
huge economic problems restricting the realization of their career aspirations.
The three young women on the panel – Charity, Thato and Bongintando – added more personalized
insights. They talked about being aware of the importance of cultivating a positive self-image in spite
of difficult circumstances. They also discussed the need to develop their own identity and career plan
if they were to succeed. They realized that belief in oneself and one’s abilities to overcome adversity
are as important as any other circumstance.
6. Understanding and Bridging the Divide: From Girls to Women 6
THE WAYFORWARD – HOW THESE CHALLENGES CAN BE MITIGATED
Everyone who viewed the panel discussion of the three young women clearly saw there is much
talent, potential and spark in this highly important next-generation South African population.
The panel exhibited an optimism and enthusiasm for their future. However, many challenges
exist, and they need to be faced with a sense of realism and honesty.
Building character and developing skills - what young women need to be successful:
• The foundation for career success is education. Given the lack of improvement in public sector
school education in the past twenty years, the majority of next-generation Black youths are still
severely disadvantaged in career prospects. A wide range of excellent private schools exists, but
cost and financing options restrict access for much of the population. Young Black women need
every opportunity to get the best possible basic education through scholarships and private
initiatives, of which The Oprah Winfrey Leadership Academy for Girls in Gauteng province is
a stellar example.
• Education must develop essential skill sets. Leadership skills are the most important.
But another key set should be communication skills so young women can converse
meaningfully, tell their stories, and formulate a vision for the future.
• Youths need mentors and positive role models. They are very impressionable and need
counseling and guidance.
• Learning good core values starts at an early age, and leads to success in later life.
Zindzi Mandela congratulates the young panelists for their contributions to the discussion.
7. Understanding and Bridging the Divide: From Girls to Women 7
• The path to elevation and success starts with a vision and hope for a brighter future.
Young women need a sense of possibility, the ability to see way beyond the circumstances
they grow up in and a vision of where they can see themselves go.
• Successful youths show a sense of curiosity and a desire for self-development,
the desire to learn and lead.
• The young panelists recognized that they, especially as young women, need to develop
inner strength and character through self-knowledge, self-motivation and self-identity
(instead of being identified and labeled by others). They need to create a vision for
themselves in society and in the world.
• Young women’s capabilities are recognized through confidence and assertiveness
rather than arrogance. There is no shame in admitting what you don’t know.
• The ability to develop a vision for oneself is the first step to success. It’s followed by
determination, taking the right decisions and making use of opportunities.
What companies can do to assist the development of young women in South Africa
by creating career opportunities and visions of possibility and hope:
• It is essential that the corporate sector promotes equality and empowerment of
women in the workplace.
• Companies can expose young women to different career paths and job opportunities in
their sector. That helps them to create a vision for themselves beyond their own circumstances
through learning about possibilities and to develop hope that they can change their lives in
spite of their backgrounds.
• Companies can create and engage in youth development programs.
• Many such dedicated projects to uplift and facilitate the professional growth and development
of women, and especially young women, already exist. Examples are Intel’s Girls Who Code,
the Mandela Legacy school program, McDonald’s local women’s leadership network, Avon
Justine’s empowerment programs for women and direct selling initiatives, and the
‘Adopt a Learner’ foundation.
• Participants agreed that networking between companies and people who offer youth
development programs is very important. A lot more companies need to get involved and
bring potential to the forefront. The critical question remains how companies can help each
other to create employment for young people. As a start, information should be shared about
initiatives that companies and organizations have in place to assist young Black South Africans,
and specifically women.
• Early intervention and exposure of young women to different work environments through
school holiday programs, internships, work shadowing opportunities such as ‘CEO for a day’
and ‘Take a girl child to work,’ as well as gap year opportunities are excellent initiatives.
• Young people, and specifically young women, need positive role models and mentors with
successful career paths. These can be women who have ‘made it’ and fulfill leadership roles.
However, men can play an equally important role in mentoring young women leaders.
Although mature mentors can impart valuable experience and wisdom, the age gap between
mentor and mentee does not necessarily have to be big - young adults in their twenties with
career achievements can be role models and mentors. Age, race and gender are not defining
factors for many people seeking mentors. More important are expertise, commitment and
dedication to helping the mentees reach their goals.
8. Understanding and Bridging the Divide: From Girls to Women 8
• Black people who have made it in the world of work should tell their stories.
This gives encouragement to others that anything is possible.
• To facilitate the transition from school or tertiary education institution to the work place,
in-house and in-employment training are often critical. Companies can offer young people
qualifications and experience while already being employed, and thus grow strong talent
internally. This benefits both the young employees and the company.
• Companies are often well-placed to engage in community projects in their surrounding
communities (a good example is Chevron’s engagement with the poverty-stricken settlement
called ‘De Noon’ near their refinery in Milnerton, Cape Town). Such initiatives demonstrate
the willingness of the corporate sector to give something back and make a social contribution to
neighboring disadvantaged communities. Companies can embark on training programs and
creating employment opportunities for youths with aptitude into functions they never
thought possible, such as artisans. This often uplifts the whole community.
• Through feedback from young people, companies have been inspired to make changes to
their image to become more attractive to the youth, dubbed the ‘swag’ factor. Companies do
well to be flexible and not neglect their (potential) young client base and are well advised to
research and adjust their marketing strategies and products to the needs and desires of the
youth and young adults. Companies need to be curious about young people and employ
younger marketing agencies to know what products appeal to the youth market and how to
market to young people like Millennials. This might mean changes in their marketing
strategies and displaying a stronger social media presence.
• Young talent from both urban and rural locales must have access to opportunities
in the industry.
• At the more advanced stages of women’s careers, executive searches can be carried out
to source and attract talented women for leadership positions.
• Young women should also bear in mind that there are many attractive careers in the
higher education sector, both on the academic and the support services track,
where women scholars and thought leaders are much needed.
• The panelists agreed that in companies the focus should be more on people rather than on
products. Customers buy people before they buy a product; people are the heart of business.
• The young women were adamant that what they need in the work place is respect between
employer and employee and to be seen and valued as human beings.
• Besides the search for employment, a strong focus must also be on encouraging and
supporting entrepreneurship. Youths must think of ways of working for themselves.
This is an increasing need in today’s world of work.
As the discussion came to a close, company participants animatedly searched for ways to
hold themselves and their companies accountable in supporting young Black women, and how
to inspire halls full of youngsters rather than individuals. The event ended for both panelists
and participants with a shared feeling of hope and eagerness to make a difference, with full
knowledge of the obstacles.
9. Understanding and Bridging the Divide: From Girls to Women 9
A GOOD NEWS STORYRESULTING FROM THIS EVENT
During the panel dialogue, the young woman named Charity mentioned her intention to take a
gap year in 2015 after finishing school to better explore her career options. Lerato Ndoro, Head of
Human Resources at Avon Justine South Africa and a forum participant, sprang into action to offer
Charity an opportunity at her company to do just that, while also giving her the chance to earn some
income at the same time. Avon Justine empowers South African women through the direct-selling
earning opportunity as well as through their commitment to other worthy causes such as Avon’s
Violence Against Women program, the iThemba Breast Cancer Crusade and Justine’s Thuthukisa
Together initiative.
The opportunity at Avon for Charity is action-based right from the start. Avon will register
Charity as a representative and teach her the earnings model. The goal is to assist her to become
an entrepreneur, to improve the financial situation of the family and to empower other women
in the community. The experience should build her personality over a period of time, through
the countless interactions she will have including access to the company’s world class
training programs.
Panelists Charity,Thato and Bongintando are offered advice and opportunities by Lerato Ndoro (left),
Avon South Africa’s Head of Human Resources
10. Understanding and Bridging the Divide: From Girls to Women 10
PARTICIPANTS
Allison Binns, Diversity Analyst, Chevron Corporation
Celia Burke, Diversity & Inclusion Fellow, True Blue Inclusion
Jo-Ann de Wet, Senior Director of Operations, McDonald’s
Letitia de Wet, CEO Enactus, South Africa
Ashley Dutt, Branch Director, DuPont
Madeleine Goerg, Program Officer, German Marshall Fund
Dr. Martin Hall, University of Salford, Vice Chancellor
Walter Hurdle, Global Chief Diversity Officer, AIG
Miriam Lopez, Senior Diversity Advisor, Chevron Corporation
Guy Lundy, Principal, Odgers Berndston
Tebogo Maenetja, HR Director, BP Southern Africa
Lindo Mandela, Director of Stakeholder Relations, Mandela Legacy
Zindzi Mandela, President of Mandela-Msomi Trading Enterprises and South African Ambassador to Denmark
Zondwa Mandela, Founding Director, Mandela Legacy Foundation
Nyami Mandindi, CEO, Royal HaskoningDHV (Pty) Ltd.
Benjamin Memani, Group Director of Human Resources, Protea Hotels, Marriott
Refilwe Moletsane, Compliance Officer, AIG South Africa
Sechaba Motsieloa, Corporate Affairs Director, McDonald’s
Lerato Ndoro, Head of Human Resources, Avon
Ntosh Ntlokwana, Mandela Legacy Foundation
Dr. Mamokgethi Phakeng, Vice Principal: Research and Innovation, UNISA
Vanessa Phala, Executive Director, Transformation and Social Policy, Business Unity South Africa (BUSA)
Videsha Proothveerajh, Country Manager, Intel South Africa
Shashi Rabbipal, Manager, Transformation Strategy Deployment, Chevron South Africa
Catherine C. Smith, Founder and President, True Blue Inclusion
Dr. Sabie Surtee, Director, HERS-SA
Cindy B. Thomas, Regional HR Director, Africa & Indian Ocean, Hilton Worldwide
Carlton Yearwood, Principal, True Blue Inclusion
EXPLANATORYNOTES
Apartheid – the political system in South Africa (1948 -1994) based on racist policies of segregation
BBBEE – Broad-Based Black Economic Empowerment
BEE – Black Economic Empowerment
Black South Africans – under current labor legislation referring to Africans, Coloreds (mixed race) and Indians
Employment equity – effort and labor legislation aimed at having the population demographics
reflected in the workplace and employment
Matric – final exam of the school career after twelve years of schooling
The Oprah Winfrey Leadership Academy for Girls – Gauteng Province, South Africa http://www.owla.co.za/
Appendix
11. TM
True Blue Inclusion 301 Tingey Street SE, PH 33, Washington, DC 20003
www.trueblueinclusion.com