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

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Presentation on theme: "1 PRESENTATION TO THE PORTFOLIO COMMITTEE ON PUBLIC ENTERPRISES WOMEN EMPOWERMENT 24 AUGUST 2005."— Presentation transcript:

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2 1 PRESENTATION TO THE PORTFOLIO COMMITTEE ON PUBLIC ENTERPRISES WOMEN EMPOWERMENT 24 AUGUST 2005

3 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

4 3 Introduction DPE’s vision is “To play a leadership role within the economy in the areas of corporate governance and national policy implementation”

5 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

6 5 Strategic Objectives DPE Core Programmes Strategic objectivePlanned ActionTarget Increased level of investments in Public Infrastructure Leverage the investments spend to promote SMMEs, BEE & women empowerment Review procurement policies of SOEs’s 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

7 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

8 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 Social Empowerment Economic Empowerment

9 8 Women Empowerment in DPE

10 9 Gender Distribution at Senior Management Levels: June 05 Salary LevelTotal Posts Filled MalesFemales DG1 DDG321 Chief Director1072 Director Total SMS412319

11 10 Women in SOE Boards

12 11 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 Women’s representation in executive management : 19,8%, and about 31,3% of is in SOEs

13 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

14 13 Trends in Women Empowerment continued

15 14 Trends in Women Empowerment : Directors

16 15 Trends in Women Empowerment : Chairpersons

17 16 Gender Equity at Senior Management All Levels – Eskom Female Staff 14 %9 %1 % 4 % %8 %2 %1 %12 %2005 TotalWhites C olouredAsianAfricanYear

18 17 Gender Equity at Senior Management continued Eskom Gender Statistics July 2005 Total Female22609 Male6724

19 18 Gender Equity at Senior Management continued Denel Gender Statistics January 2005

20 19 Employment equity continued Denel :Senior/Executive Management

21 20 Employment equity continued Transnet Women Statistics

22 21 Procurement

23 22 Procurement continued

24 23 Procurement continued Transnet Procurement Women-owned EnterpriseNature of workContract value Ego Specialised Services c.c.Onboard servicesR Mama Africa Projects c.c.Onboard servicesR Elmaakketsi Agency c.c.Cleaning servicesR Sahar Security c.c.Security servicesR Ukutula Shalom Impact Security Security servicesR Isidingo TradingSupply of ration packsR Westmead EngineeringManufacture and supply of balance weights, various R PowertransRepair of transmissionsR

25 24 Skills development and training in Denel EXTERNAL BURSARIES 2004/2005 FIELD OF STUDYTOTALGENDER MALEFEMALE Chemical Engineering12102 Aeronautical Engineering1064 Mechanical Engineering17143 Electrical Engineering12111 Industrial Engineering532 Technical Software Systems330 Electronic Engineering Computer Engineering1697 Marketing963 B Tech431 Commerce1064 GRAND TOTAL

26 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

27 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.

28 27 Skills development and training in Transnet Women participation ranges from 37% in 2003 to 71% in % 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%

29 28 Skills development and training in Eskom Occupation Eskom Training AfricanColouredsIndiansWhitesTotal M F DMFDmFdmfdmfd Senior officials and managers/owne r managers Professionals Technicians Clerical/adminis trative workers Agricultural workers Skilled workers Plant/machine operators and assemblers Labourers Apprentices and Section 18 (2) learners Total

30 29 Skills development & training in Eskom continued ESKOM BURSARIES AND SCHOLARSHIPS FEMALETotalMALETotalGrand Total B A CW B AC W EMPLOYEE SUBGROUP DESCRIPTION Bridging Eskom Univ. Bursar Merit Tech. Bursar Merit Univ. Bursar Straszacher Tech.College Bursar Technikon Bursar Van Der Bijl Grand Total

31 30 Corporate Social Investments Portfolios that most benefit women: Health Education Business Development Rural / Community development

32 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 women benefited from various projects

33 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

34 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.

35 34 Denel Targets for CATEGORY OF TRAINING/DEVELOPMENTGROWTH % TARGET Technical Training60% Management and Leadership30% SHE20% Apprentices and Learnerships10% Marketing30% Skills Technology Transfer30% DYFTP50%

36 35 The Next Three Years Eskom is planning to achievement 40% women representation at senior management and professional level

37 36 Eskom’s Gender Equity Targets

38 37 The Next Three Years In view of the restructuring process within Transnet, the employment equity targets are currently being reviewed.

39 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

40 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

41 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

42 41 The end Thank you.


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