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 Director281315 Total SMS412319

11. 10 Women in SOE Boards 2002 - 2004

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 %1997 23 %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 servicesR3 109 000 Mama Africa Projects c.c.Onboard servicesR3 289 000 Elmaakketsi Agency c.c.Cleaning servicesR3 130 000 Sahar Security c.c.Security servicesR5 786 000 Ukutula Shalom Impact Security Security servicesR5 470 000 Isidingo TradingSupply of ration packsR2 879 000 Westmead EngineeringManufacture and supply of balance weights, various R3 194 600 PowertransRepair of transmissionsR3 500 000

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 Engineering665412 Computer Engineering1697 Marketing963 B Tech431 Commerce1064 GRAND TOTAL16412539

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 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%

29. 28 Skills development and training in Eskom Occupation Eskom Training 2004-2005 AfricanColouredsIndiansWhitesTotal M F DMFDmFdmfdmfd Senior officials and managers/owne r managers 484205089650192740667156114325001 Professionals60950921548102971060992155320528515 Technicians2915197626522350568217030267976716132258 Clerical/adminis trative workers 28791187348535202302690140112450499530533 Agricultural workers 500000000100600 Skilled workers53068622106526408357028737530932719362 Plant/machine operators and assemblers 119483589220110020422414981279 Labourers56681554412460117370635117068323554 Apprentices and Section 18 (2) learners 12639620533128055210219340207011450 Total2032359391834791193015537810100183279143537 3 1119 2 32

30. 29 Skills development & training in Eskom continued ESKOM BURSARIES AND SCHOLARSHIPS FEMALETotalMALETotalGrand Total B A CW B AC W EMPLOYEE SUBGROUP DESCRIPTION Bridging23 22279 1 1037 Eskom Univ. Bursar290442011046454674462449101374 Merit Tech. Bursar1912 22451315072 Merit Univ. Bursar181152522 22449 Straszacher133 8199340183 10205398738 Tech.College Bursar97 10711411661937178292 Technikon Bursar10846912743531869196 Van Der Bijl130215358505154315267439944 Grand Total817526469016241118899777420783702

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 3 3000 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 2005 - 2006 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.