PRESENTATION TO THE PORTFOLIO COMMITTEE ON PUBLIC ENTERPRISES

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PRESENTATION TO THE PORTFOLIO COMMITTEE ON
PUBLIC ENTERPRISES WOMEN EMPOWERMENT 24 AUGUST
2005
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Table of Contents

• Introduction
• Guiding principles and legislative imperatives
• Strategic objectives
• Women empowerment in DPE
• DPEs 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

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Introduction

• DPEs 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

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Strategic Objectives
DPE Core Programmes Strategic objective Planned Action Target
Increased level of investments in Public Infrastructure Leverage the investments spend to promote SMMEs, BEE women empowerment Review procurement policies of SOEss to ensure leverage is maximized Review annually
Increased levels of Investments in the first economy Increased participation of women owned enterprises Review the Disposal Guidelines and advise on the levels of women participation Review as and when Disposal Guidelines are submitted
Enhance Economic Inclusion Ensure that SOEs are compliant with their respective charters Monitor compliance with respective sector charters Annually
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DPEs 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
DPEs 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 Al
exkor
Social
Empowerment
Economic Empowerment
 
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Women Empowerment in DPE
9
Women Empowerment in DPE
Gender Distribution at Senior Management Levels June 05 Gender Distribution at Senior Management Levels June 05 Gender Distribution at Senior Management Levels June 05 Gender Distribution at Senior Management Levels June 05
Salary Level Total Posts Filled Males Females
DG 1
DDG 3 2 1
Chief Director 10 7 2
Director 28 13 15
Total SMS 41 23 19
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Women in SOE Boards 2002 - 2004
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Trends in Women Empowerment Continued

• 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
• Womens representation in executive management
  19,8, and about 31,3 of is in SOEs

12
Trends in Women Empowerment Continued

• 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
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Trends in Women Empowerment Directors
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Trends in Women Empowerment Chairpersons
16
Gender Equity at Senior Management
All Levels Eskom Female Staff
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Gender Equity at Senior Management continued
Eskom Gender Statistics July 2005
Total Total
Female 22609
Male 6724
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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
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Procurement
22
Procurement continued
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Procurement continued

• Transnet Procurement

Women-owned Enterprise Nature of work Contract value
Ego Specialised Services c.c. Onboard services R3 109 000
Mama Africa Projects c.c. Onboard services R3 289 000
Elmaakketsi Agency c.c. Cleaning services R3 130 000
Sahar Security c.c. Security services R5 786 000
Ukutula Shalom Impact Security Security services R5 470 000
Isidingo Trading Supply of ration packs R2 879 000
Westmead Engineering Manufacture and supply of balance weights, various R3 194 600
Powertrans Repair of transmissions R3 500 000
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Skills development and training in Denel
EXTERNAL BURSARIES 2004/2005 EXTERNAL BURSARIES 2004/2005 EXTERNAL BURSARIES 2004/2005 EXTERNAL BURSARIES 2004/2005
FIELD OF STUDY TOTAL GENDER GENDER
MALE FEMALE
Chemical Engineering 12 10 2
Aeronautical Engineering 10 6 4
Mechanical Engineering 17 14 3
Electrical Engineering 12 11 1
Industrial Engineering 5 3 2
Technical Software Systems 3 3 0
Electronic Engineering 66 54 12
Computer Engineering 16 9 7
Marketing 9 6 3
B Tech 4 3 1
Commerce 10 6 4
GRAND TOTAL 164 125 39
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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

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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.

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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

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Skills development and training in Eskom
Occupation  Eskom Training 2004-2005  Eskom Training 2004-2005  Eskom Training 2004-2005  Eskom Training 2004-2005  Eskom Training 2004-2005  Eskom Training 2004-2005  Eskom Training 2004-2005  Eskom Training 2004-2005  Eskom Training 2004-2005  Eskom Training 2004-2005  Eskom Training 2004-2005  Eskom Training 2004-2005  Eskom Training 2004-2005  Eskom Training 2004-2005  Eskom Training 2004-2005
  African African African Coloureds Coloureds Coloureds Indians Indians Indians Whites Whites Whites Total Total Total
  M F D M F D m F d m f d m f d
Senior officials and managers/owner managers 484 205 0 89 65 0 192 74 0 667 156 1 1432 500 1
Professionals 609 509 2 154 81 0 297 106 0 992 155 3 2052 851 5
Technicians 2915 1976 2 652 235 0 568 217 0 3026 797 6 7161 3225 8
Clerical/administrative workers 2879 1187 3 485 352 0 230 269 0 1401 1245 0 4995 3053 3
Agricultural workers 5 0 0 0 0 0 0 0 0 1 0 0 6 0 0
Skilled workers 5306 862 2 1065 264 0 83 57 0 2873 753 0 9327 1936 2
Plant/machine operators and assemblers 1194 83 5 89 22 0 11 0 0 204 22 4 1498 127 9
Labourers 5668 155 4 412 46 0 117 37 0 635 117 0 6832 355 4
Apprentices and Section 18 (2) learners 1263 962 0 533 128 0 55 21 0 219 34 0 2070 1145 0
Total 20323 5939 18 3479 1193 0 1553 781 0 10018 3279 14 35373 11192 32
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Skills development training in Eskom continued
ESKOM BURSARIES AND SCHOLARSHIPS ESKOM BURSARIES AND SCHOLARSHIPS ESKOM BURSARIES AND SCHOLARSHIPS ESKOM BURSARIES AND SCHOLARSHIPS ESKOM BURSARIES AND SCHOLARSHIPS ESKOM BURSARIES AND SCHOLARSHIPS ESKOM BURSARIES AND SCHOLARSHIPS ESKOM BURSARIES AND SCHOLARSHIPS ESKOM BURSARIES AND SCHOLARSHIPS ESKOM BURSARIES AND SCHOLARSHIPS ESKOM BURSARIES AND SCHOLARSHIPS ESKOM BURSARIES AND SCHOLARSHIPS
  FEMALE FEMALE FEMALE FEMALE Total MALE MALE MALE MALE Total Grand Total
  B A C W   B A C W    
EMPLOYEE SUBGROUP DESCRIPTION                      
Bridging 23   2 2 27 9   1   10 37
Eskom Univ. Bursar 290 44 20 110 464 546 74 46 244 910 1374
Merit Tech. Bursar 19 1 2   22 45 1 3 1 50 72
Merit Univ. Bursar 18 1 1 5 25 22     2 24 49
Straszacher 133   8 199 340 183   10 205 398 738
Tech.College Bursar 97   10 7 114 116 6 19 37 178 292
Technikon Bursar 108 4 6 9 127 43 5 3 18 69 196
Van Der Bijl 130 2 15 358 505 154 3 15 267 439 944
Grand Total 817 52 64 690 1624 1118 89 97 774 2078 3702
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Corporate Social Investments

• Portfolios that most benefit women
• Health
• Education
• Business Development
• Rural / Community development

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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 womens
  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

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Corporate Social Investments continued

• Achievements
• Transnet and Eskom rated amongst the biggest CIS
  spenders in SA, ( The CSI Handbook, Trialogue)
• Eskom has a dedicated Womens 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

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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.

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Denel Targets for 2005 - 2006
CATEGORY OF TRAINING/DEVELOPMENT GROWTH TARGET
Technical Training 60
Management and Leadership 30
SHE 20
Apprentices and Learnerships 10
Marketing 30
Skills Technology Transfer 30
DYFTP 50
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The Next Three Years

• Eskom is planning to achievement 40 women
  representation at senior management and
  professional level

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Eskoms Gender Equity Targets
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The Next Three Years

• In view of the restructuring process within
  Transnet, the employment equity targets are
  currently being reviewed.

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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

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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

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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

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The end

• Thank you.