Black Economic Empowerment (BEE) remains central to South Africa’s transformation agenda, but is it empowering the many or enriching a connected few? This article unpacks how BEE has shifted ownership and opportunity, where it has fallen short, and why businesses must move beyond scorecard compliance. It explores practical ways to drive broad-based, grassroots empowerment through black SMEs, skills development, inclusive procurement, and true economic participation.

The Labour Appeal Court has upheld Eskom’s “pipeline” shortlisting policy as lawful under the Employment Equity Act. The Court found that prioritising designated groups for senior roles to advance transformation does not constitute unfair discrimination, provided it’s rational, flexible, and not an absolute barrier. This ruling clarifies that preferential recruitment may form part of legitimate employment equity strategies aligned with constitutional principles.

A strong B-BBEE strategy is now essential for competitiveness. With evolving Sector Codes and tighter verification scrutiny, organisations must align Skills Development, Procurement and ESD practices to unlock real scorecard value. Effective tracking of black-owned suppliers, verification-ready evidence, and linking bursaries, learnerships and absorption to measurable points can prevent audit losses and improve transformation impact ahead of 2025.

AI is revolutionising Enterprise Development (ED) by replacing paperwork with proactive impact tracking. From smart beneficiary profiling and automated milestone monitoring to impact forecasting and compliance-ready dashboards, AI enables real-time visibility and measurable empowerment. South African organisations can now move beyond compliance, using data intelligence to build sustainable, inclusive supplier ecosystems that drive transformation and long-term growth.

AI is transforming Preferential Procurement from a compliance task into a strategic advantage. By automating supplier verification, classifying spend, and predicting procurement gaps, AI enables transparent, audit-ready reporting and proactive supplier development. Beyond boosting B-BBEE scores, it drives inclusive growth—helping South African organisations build smarter, fairer, and more resilient supply chains powered by real-time intelligence.

South Africa’s 2025 labour law landscape brings faster legal changes and stricter compliance demands. From new case law on dismissal and strikes to evolving Employment Equity reporting, pay transparency, and policy implementation standards, employers face higher stakes than ever. The Annual Labour Law Update 2025 helps HR, IR, and executives navigate these shifts with practical toolkits, curated case digests, and nationwide sessions to future-proof workplace policies and redu

Build a compliant, future-ready resourcing policy in SA—align EE, POPIA, fair pay, and recruitment best practices to support business and transformation.

Solidarity v Minister tests affirmative action compliance. Outcome may reshape SA’s Employment Equity Regulations and employer obligations.

Master EE compliance: submit accurate EEA2 & EEA4 reports by 15 Jan 2026. Avoid penalties—join our accredited training on 7 Oct 2025.

Effective employment equity (EE) is essential for inclusive workplaces and legal compliance in South Africa. The Employment Equity Act distinguishes between designated employers (50+1) with full obligations, and non-designated employers (50-1) with lighter requirements. From EE committees and annual reporting to fair discrimination rules and certificates of compliance, knowing these differences ensures businesses stay compliant while building equitable, competitive workplaces

Employment Equity in SA is no longer just compliance—it’s a competitive advantage driving transformation, growth, and inclusive workplaces.

Women SDFs are reshaping SA workplaces, driving skills, equity, and innovation to build inclusive, future-ready organisations.

Language bias labels women “bossy” not leaders. SA workplaces must shift words, audits, and training to empower women’s leadership.

Women in South Africa’s lobbying and advisory roles are shaping inclusive policies, driving growth, and strengthening democratic governance.

Reclaim "know your place"—women belong in leadership, driving change and shaping the future across boardrooms, politics, and beyond.

From boardrooms to break rooms, women thrive when they support each other—because empowered women empower women.

Despite negotiating more, South African women still earn 22% less than men—revealing deep systemic and cultural barriers to pay equity.

Women leaders in SA are transforming workplaces—learn how to lead authentically, navigate bias, and create inclusive, resilient teams.

35% of top talent won't apply to your company—because of gender barriers you haven’t addressed. Here’s how to fix it, fast.

GBS partners with Grow ECD to uplift women-led centres and empower communities through early childhood education and training.