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.

Job hugging—the tendency for employees to cling to their jobs despite dissatisfaction—is rising in South Africa amid economic uncertainty and limited job mobility. High unemployment and fears of retrenchment drive this behaviour, reducing innovation and engagement. Employers can counteract job hugging by promoting growth, transparent communication, and career development to restore trust and productivity while building a resilient workforce.

Swearing at a boss may feel impulsive, but in South African labour law, emotional outbursts seldom excuse misconduct. The Labour Relations Act recognises verbal abuse toward senior leaders as gross misconduct and insubordination. Dismissal can be fair if trust breaks down and procedures are followed. While stress or provocation may mitigate, the law prioritises respect, discipline, and procedural fairness over emotional impulse.

Mental health in South African workplaces demands urgent attention. Post-COVID, anxiety, burnout, and depression have surged. Employers must move beyond compliance with the OHSA, EEA, BCEA, and COIDA to create safe, compassionate environments. From men’s mental health awareness to practical actions like EAPs, flexible work, and empathetic leadership, it’s time to normalise help-seeking and make mental wellbeing a daily workplace priority.

AI is transforming how South African organisations measure B-BBEE SED. Beyond spreadsheets, it enables automated beneficiary checks, impact scoring, NLP insights, forecasting, and real-time dashboards. The result is credible, audit-ready reporting that proves meaningful spend and guides higher-impact projects. AI turns SED from a tick-box task into a data-driven, strategic pillar that amplifies human outcomes and measurable, sustainable change.

LAC upholds 2015 restraint of trade: Jones v Compendium confirms enforceability where no clear novation exists, safeguarding employer interests.

Fair grievance systems boost retention, trust & compliance. Build clear, timely processes to prevent CCMA disputes & protect culture.

Protect your brand: SA employers need clear social media policies, training & compliance to manage risks in today’s digital workplace.

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.

Professional growth is no longer linear. In today’s fast-changing workplace, experience must merge with innovation. Younger colleagues bring fresh perspectives, digital fluency, and adaptability, while seasoned professionals offer wisdom, context, and stability. By embracing cross-generational learning, reverse mentoring, and continuous growth, leaders can turn uncertainty into opportunity. This Women’s Day, let’s redefine expertise as humility, openness, and collaboration ac

Resilience and reinvention define a journey of purpose, courage, and transformation. From voluntary retrenchment to entrepreneurship, academic setbacks, and personal trials, each challenge became a stepping stone toward growth. Completing an LLB degree in 2024 and joining Global Business Solutions in 2025 reflect perseverance and purpose-driven reinvention. This Women’s Month, we honour the resilience of women whose stories of strength, adaptation, and community inspire futur

South Africa faces its worst unemployment crisis in a decade, with Q2 2025 stats revealing a 33.2% official jobless rate and 42.9% expanded unemployment. Over 8.4 million citizens remain without work, and long-term unemployment now affects 76.6%. Regional disparities, sectoral job losses, and skills mismatches demand urgent action from employers, government, and unions. Collaboration, skills training, and region-specific strategies are essential to address this deepening labo

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.