Driving gender equity

1

• Driving gender equity
• as a business imperative
• In Eskom
• March 2005

Public Enterprises Portfolio Committee
2
Business Practices and Processes
3
Strategies to Achieve Targets

• Change organizational culture through leadership
  awareness (e.g. Vision E leadership development
  program)
• Diversity interventions at all levels to create
  awareness, educate and change manage environment
• Monthly monitoring of progress to ensure timeous
  intervention for slow progress or dysfunctional
  behavior (e.g. do appointments at last moment in
  Dec)
• Developmental programs to ensure pipelining
• Expert mentors and coaches appointed to fast
  track learning
• Focus Eskoms talent management program on
  attraction and retention of talent in designated
  groups
• Employee satisfaction survey being conducted on
  monthly basis to monitor climate (reported
  through HRSI)

4
Eskom Leadership Development Approach
Leading the Organisation
Leading Others
Managing Self
5
Eskom Women in Leadership Roadmap
Recruitment of women

Women Programs
Work/Life Strategy
Organisational Buy-in

Implementation
Management Training
Evaluation and measurement
6
Eskom Skills Interventions for Women

• CEO Ladies Program MSc program for rural ladies
  to build a pipeline for technology based
  leadership positions
• Lekgotla Program Each Division has a process
  designed to address topical issues
• Talent Management Identification of ladies in
  various talent categories with tailor-made
  individual development plans
• Job enrichment and rotation
• International exposure
• Mentorship and coaching
• Work/life (e.g. holiday programs for children,
  flexible work practices, support facilities)

7
Generation Achievements

• 4 Black General Managers Production
• 6 Black Power Station Managers
• Generation Executive Committee comprises 8 Black
  from total of 16
• 34 of E band managers are Black
• 41,1 of MPS Upper employees are Black
• 47,3 of MPS employees are Black

• 1 Female Generation Manager Production
• 1 Female Power Station Manager
• GEXCO comprise 3 female members
• 13,2 of E band managers are Female
• 13,9 of MPS Upper employees are Female
• 18,4 of MPS employees are Female

8
Transmission Achievements

• 3 Black General Managers
• 50 Black Grid Managers
• TEXCO comprises 62 Black Managers
• 52,38 of E band managers are Black
• 45,5 of MPS Upper employees are Black
• 58,36 of CCU employees are Black

• 1 Female General Manager
• 3 Female Grid Managers
• TEXCO comprises 5 female members
• 23,81 of E band managers are Female
• 14,55 of MPS Upper employees are Female
• 29.18 of CCU employees are Female

9
Distribution Achievements

• Female representation
• Major institutions
• Distribution Board 33,3
• Management
• Senior Management (E-bands) 20,5
• Senior Middle Management (M/P/S Upper) 13,9
• Middle Management (M/P/S-bands) 22,2
• Senior Line management 25,0

10
Distribution Achievements

• Female representation
• Major institutions
• Distribution Board 33,3
• Management
• Senior Management (E-bands) 20,5
• Senior Middle Management (M/P/S Upper) 13,9
• Middle Management (M/P/S-bands) 22,2
• Senior Line management 25,0

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Gender Development
Diversity Policy
E E Policy
procurement
Markets
AA Policy Gender Policy Disability

• Black suppliers
• W.O. B
• PWD

• Customers
• Penetration into new markets

Directives
Programmes
Sexual harassment Flexi-time Policy Mentorship
Policy
CEO ladies Programme Talent Management Job
enrichment rotation International
exposure Coaching Worklife programmes Women
networking forum
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A Work/Life Strategy
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All Levels Female Staff
Year African Asian Coloured Whites Total
1997 4 1 1 9 14
2005 12 1 2 8 23
14
Female CU to F Band
Year African Asian Coloured Whites Total
1997 3 1 1 8 13
2005 16 2 3 8 29
15
Eskom Gender achievements 2005 (professional,
specialist and managerial)
Year Total Female Employees CCl/CTL/CTU/PA0 Band M/P/S Band E/SE Band F Band
2005 6891 3883 676 49 2
16
Eskom Gender Targets 2003 - 2008 (professional,
specialist and managerial)
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Women in Senior Positions at Eskom

• Mpho Letlape MD Human Resources
• Zandile Mjoli SGM Resources Strategy
• Wendy Poulton GM Resources Strategy
• Priscilla Mabelane GM Transmissiom
• Khumo Radebe GM Generation
• Kay Darbourn GM Finance
• Lindi Mthombeni GM Corporate
• Erica Johnson GM Transmission
• Gando Matyumza GM Distribution
• Caroline Henry GM Finance

18
Procurement from Women Owned Business
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Business Opportunities for BWO

• ELECTRICAL CONTRACTING
• LEGAL CONSULTING
• MANAGEMENT CONSULTING
• ENGINEERING AND CIVIL WORKS
• COAL TRANSPORTATION
• GRAPHIC DESIGN

• ELECTRICAL COMPONENTS
• COAL
• FOOD PRODUCTS
• STATIONARY PRODUCTS
• SAFETY WORKWEAR
• VEHICLES

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Corporate Social Investment

• ESKOM DEVELOPMENT FOUNDATION ( ESDEF) WAS
  ESTABLISHED 1998
• ESDEF TARGET PROJECTS DRIVEN BY WOMEN AND FOR
  POVERTY ALLEVIATION
• RURAL WOMEN AND PEOPLE WITH DISABILITY ARE GIVEN
  PREFERENCE IN TERMS OF FUNDING OF THE PROJECTS

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ESDEFS Performance

• A TOTAL OF 3 300 WOMEN BENEFITED FROM VARIOUS
  PROJECTS IN THE YEAR 2003
• R 44,1 MILLION WAS SPENT TOWARDS VARIOUS PROJECTS
  IN 2003 ONLY
• R 1,7 MILLION WAS SPEND ON WOMENS DEVELOPMENT
  PROGRAMME ONLY

22
Bursaries and Scholarships

• Universities
• total 495
• women 62
• black women 49

• Technikons
• total 181
• women 67
• black women 62

• Technical Colleges
• total 317
• women 43
• black women 40

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Its not about targets but they help!

• Change happens naturally over centuries, we dont
  have time to wait
• Demographics (economically active females) is not
  a good benchmark
• Organizations wont have a sufficient staff
  turn-over rate to create space
• Pipeline insufficient to address needs
• No quick-fixes or short-term solutions
• Get those targets in place and manage then on a
  monthly basis
• Link gender equity to individual performance KPAs

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Its more than a business challenge!

• Female upliftment initiatives have a negative
  impact on gender relationships within the social
  structure
• Family violence has increased substantially since
  the focus on female empowerment
• Back-lash from religious groups (are we going
  against religious scriptures?)
• No good global role model which is often used
  as an excuse are we on the right track?
• Women are often their own worst enemies by
  living conflicting roles to evade conflict

25
Thank You