Navigate strikes legally and strategically in 2025 with clarity and confidence Strikes, lock-outs, and picketing remain among the most disruptive challenges that South African workplaces face. Whether driven by wage disputes, working conditions, or industrial relations breakdowns, these actions can quickly escalate—bringing with them legal, reputational, and operational risks. Understanding the legal framework is essential. The Labour Relations Act (LRA) outlines strict requirements around lawful strikes, ballot procedures, dispute referrals, and the distinctions between protected and unprotected action. Failing to comply—or misunderstanding these rules—can leave businesses exposed. Core Principles of Strike Management Know the legal thresholds Strikes only qualify as protected when proper procedures, such as valid balloting and sufficient notice, have been followed. Recognise when strikes become unprotected Unprotected or violent action changes the employer’s legal responsibilities and often requires a swift, decisive response. Handle dismissals with care Employers must consider the Code of Good Practice before dismissing striking workers, balancing operational needs with fairness and compliance. Understand lock-outs and picketing rules While employers may lock out workers as a negotiation tactic, this too has clear legal boundaries. Similarly, picketing must remain within regulated limits to avoid escalation into unlawful protest. Plan for essential services In industries where disruption could have serious consequences, minimum service agreements are crucial to maintaining business continuity. Why Preparation Matters Industrial action often arises suddenly and can trigger strong emotions on all sides. Employers who prepare in advance—by aligning management teams, understanding the law, and putting processes in place—are better positioned to manage the situation calmly, fairly, and effectively. Proactive strategies reduce the risk of reputational damage, compliance failures, and costly legal disputes. Building Capability in Your Team For leaders, HR professionals, and compliance officers, staying up to date with the latest case law and practical strategies makes a measurable difference when tensions surface. Regular training and scenario planning help organisations act with confidence instead of panic when industrial action occurs. A Practical Next Step For those looking to deepen their understanding of these issues, a virtual session on Effective Strike Management will be taking place on 15 September 2025. The half-day workshop focuses on the legal and procedural aspects of strikes, lockouts, and picketing, offering practical insights into managing these challenges responsibly. More details can be found here: Effective Strike Management Workshop Join us at the Annual Labour Law Update. This year's theme is Labour Law at the Crossroads: Adapting to Change in an Uncertain Economy and with Massive Labour Law Reform Impacting Case Law. What you'll gain: Master the Digital Transformation of Labour Law in 2025 200+ Labour Law Cases Unpacked by Jonathan Goldberg Critical Updates on Upcoming Legislation & NEDLAC Amendments Navigate Workplace Challenges from the Digital Era to Discrimination Laws Register Now! View our upcoming events: Upcoming Events, like Diversity and Inclusion, Employment Equity with PoE, or Effective Strike Management. *All workshops are offered as customised in-house training that can be presented virtually or on-site. "Global Business Solutions (GBS)—Your Partner in Strategic HR Compliance"

Employment Equity (EE) has become one of the most pressing priorities for South African businesses. With the Employment Equity Amendment Act introducing new sectoral targets, organisations now face stricter accountability for transformation. Beyond avoiding penalties, compliance has evolved into a strategic business imperative. Companies that embrace EE as part of their broader transformation strategy don’t just stay on the right side of the law—they also unlock benefits such as: Improved B-BBEE scores and procurement opportunities Stronger employer branding in a competitive talent market A more inclusive and engaged workforce Reduced litigation risks around equal pay and discrimination The Shifting Legal Landscape The amended legislation has reshaped how businesses must report and plan. Key developments include: Sectoral targets aligned with national transformation priorities, due by 2030 The requirement to demonstrate reasonable progress from 2026 onward Greater alignment of EE reporting with Skills Development and B-BBEE frameworks For HR managers, compliance officers, and executives, this means EE planning is no longer an isolated HR function—it’s a core business strategy. Common Challenges for Employers Despite good intentions, many organisations struggle with: EE Committee effectiveness: Meetings without impact or strategic follow-through Designing EE Plans that are robust, realistic, and compliant Aligning EE targets with other transformation scorecard requirements Communicating EE progress to employees and regulators These gaps not only create compliance risks but also undermine organisational transformation efforts. Turning Compliance Into Opportunity Forward-thinking businesses are using EE obligations to strengthen their overall transformation journey. By integrating EE with: Equal Pay audits to ensure fairness and transparency Skills Development programmes to prepare employees for future roles B-BBEE strategies to enhance competitiveness in supply chains … organisations move from “tick-box compliance” to genuine competitive advantage. Why Accredited Training Makes the Difference Transformation leaders agree: knowledge and skills are the foundation of effective compliance. Accredited training ensures HR teams, managers, and EE Committees understand not just the legislation, but how to apply it practically in the workplace. Training accredited under Unit Standard ID 10983 (NQF 4, 5 credits) equips delegates to: Interpret EE legislation and amendments correctly Build and manage effective EE Committees Draft compliant, impactful EE Plans Align EE with B-BBEE and Skills Development This professional recognition adds credibility and helps organisations demonstrate a serious commitment to transformation. Employment equity is more than a compliance requirement—it is a strategic driver of business growth, talent retention, and transformation. Companies that act now will not only avoid penalties but also position themselves as leaders in South Africa’s evolving economic landscape. If your organisation wants to future-proof your compliance and unlock real value from transformation, consider the upcoming Employment Equity 2-Day Accredited Programme taking place virtually on 10–11 September 2025. 👉 Learn more and register here Join us at the Annual Labour Law Update. This year's theme is Labour Law at the Crossroads: Adapting to Change in an Uncertain Economy and with Massive Labour Law Reform Impacting Case Law. What you'll gain: Master the Digital Transformation of Labour Law in 2025 200+ Labour Law Cases Unpacked by Jonathan Goldberg Critical Updates on Upcoming Legislation & NEDLAC Amendments Navigate Workplace Challenges from the Digital Era to Discrimination Laws Register Now! View our upcoming events: Upcoming Events, like the Pop-Up on the New Code of Good Practice on Dismissal, Diversity and Inclusion training, Employment Equity with PoE, or Effective Strike Management. *All workshops are offered as customised in-house training that can be presented virtually or on-site. "Global Business Solutions (GBS)—Your Partner in Strategic HR Compliance"

The decriminalisation of private cannabis use has fundamentally altered South Africa's employment law landscape, forcing businesses to reassess their workplace substance policies. Recent Labour Court decisions, particularly Enever v Barloworld, have established clear parameters for how employers must balance constitutional rights with workplace safety requirements. Constitutional Rights Meet Workplace Reality Since the Constitutional Court's Prince decision decriminalised private adult cannabis use, employers can no longer rely on blanket zero-tolerance policies without legal risk. The Labour Court has consistently held that constitutional rights to privacy and dignity extend into employment relationships, requiring employers to demonstrate rational connections between substance policies and legitimate business interests. The Enever v Barloworld judgement exemplifies this shift, establishing that employers must justify restrictive policies with evidence rather than assumptions about substance use risks. Evidence-Based Approach Required Courts will generally require proof of actual workplace impairment rather than accepting positive test results as sufficient grounds. This evidence-based approach recognises that substance presence in an employee's system doesn't necessarily indicate current intoxication or job performance issues. Employers must demonstrate how specific conduct affects work performance, creates safety risks, or breaches inherent job requirements. Disciplinary action based solely on positive drug tests, without evidence of workplace impact, increasingly faces successful legal challenges. Risk-Proportionate Policies The Labour Court applies an inherent job requirements test, meaning substance policies must reflect actual workplace risks. Safety-critical positions in mining, transportation, or heavy machinery operation may justify stricter controls than administrative roles. Blanket policies applied uniformly across all employees, regardless of their specific duties and associated risks, are vulnerable to unfair discrimination claims. Employers must tailor substance policies to reflect genuine risk profiles of different positions within their organisations. Consistency and Non-Discrimination Employment equity legislation requires consistent policy application across all employee categories. Courts scrutinise cases where substance policies appear to be selectively enforced or disproportionately impact specific demographic groups. Policies treating traditional substances differently from alcohol, or applied inconsistently across management levels, face heightened judicial scrutiny for potential discriminatory impact. Procedural Compliance Essential Even where substantive grounds for discipline exist, employers must follow proper procedures. The Labour Court emphasises natural justice principles, requiring employees to receive adequate notice of charges, opportunities to respond, and fair hearings before disciplinary action. Summary dismissals based on positive test results, without affording employees procedural rights, consistently fail in labour dispute proceedings. Alternative Measures Favoured Courts increasingly favour rehabilitation and support measures over immediate dismissal, particularly where substance use appears linked to medical conditions or addiction. Employers demonstrating efforts to assist employees through counselling, treatment referrals, or adjusted duties receive more favourable judicial consideration. This approach aligns with disability accommodation requirements and demonstrates good faith employment practices that courts value in dispute resolution. Clear Communication Standards Workplace policies must be clearly documented, communicated, and understood by all employees. Vague or ambiguous substance use rules, particularly regarding off-duty conduct, will not withstand legal challenge if employees lack proper notice of expectations and consequences. Regular policy reviews and employee training sessions help ensure compliance with evolving legal standards and reduce dispute risks. Individual Assessment Mandatory The Labour Court rejects mechanistic policy application, requiring case-by-case assessment considering employee roles, disciplinary history, incident circumstances, and actual business impact. This individualised approach ensures proportionate responses and prevents unfair treatment. Universal disciplinary responses without considering specific circumstances increasingly result in successful reinstatement applications and compensation awards. Business Risk Management Non-compliant substance policies expose employers to significant legal and financial risks. Successful unfair dismissal claims can result in reinstatement orders, compensation awards up to 24 months' salary, and reputational damage. Additionally, discriminatory policies may trigger Employment Equity Act violations, attracting regulatory penalties and compliance directions. Implementation Recommendations Businesses should immediately review existing substance policies for constitutional compliance and legal alignment. Key action items include: Policy Audit: Assess current policies against Labour Court precedents, focusing on constitutional rights integration and job-specific risk analysis. Risk Assessment: Conduct role-specific evaluations to determine appropriate substance policy applications across different positions and departments. Training Investment: Implement supervisor training on impairment recognition, focusing on observable performance indicators rather than testing dependence. Support Systems: Establish employee assistance programmes offering counselling and rehabilitation services as alternatives to disciplinary action. Documentation Standards: Ensure all policies are clearly written, regularly communicated, and consistently applied across the organisation. Legal Review: Engage employment law specialists to validate policy compliance and provide ongoing guidance on evolving jurisprudence. Competitive Advantage Through Compliance Forward-thinking employers are discovering that balanced, rights-respecting substance policies create competitive advantages in talent markets. Organisations demonstrating constitutional compliance and employee support often experience improved staff retention, reduced legal disputes, and enhanced employer branding. Companies adapting early to these legal developments position themselves favourably against competitors still relying on outdated zero-tolerance approaches vulnerable to successful legal challenges. The post-cannabis legal landscape requires sophisticated policy approaches balancing employee rights with legitimate business interests. Employers investing in compliant, evidence-based substance policies will minimise legal exposure while maintaining productive, safe workplaces in South Africa's evolving employment law environment. Join us at the Annual Labour Law Update. This year's theme is Labour Law at the Crossroads: Adapting to Change in an Uncertain Economy and with Massive Labour Law Reform Impacting Case Law. What you'll gain: Master the Digital Transformation of Labour Law in 2025 200+ Labour Law Cases Unpacked by Jonathan Goldberg Critical Updates on Upcoming Legislation & NEDLAC Amendments Navigate Workplace Challenges from the Digital Era to Discrimination Laws Register Now! View our upcoming events: Upcoming Events, like the Pop-Up on the New Code of Good Practice on Dismissal, Diversity and Inclusion, Employment Equity with PoE, or Effective Strike Management. *All workshops are offered as customised in-house training that can be presented virtually or on-site. "Global Business Solutions (GBS)—Your Partner in Strategic HR Compliance"

Empowering Employers for a Modern Workforce Global Business Solutions announces the launch of the recently published Code of Good Practice on Dismissal, ushering in a new era of workplace discipline founded on principle-based, flexible approaches rather than rigid formalities. This Code enables employers to expedite, streamline, and decriminalise disciplinary codes and procedures, fostering organisational efficiency and a workplace culture grounded in fairness and collaboration. Strategic Advantages for Employers Employers stand to benefit significantly from this transformative Code. Key changes include: The move away from the "criminal justice model" of discipline to a dialogue-driven system, which allows for rapid yet principled interventions in cases of misconduct, incapacity, or operational requirements. A dedicated framework enabling employers to tailor procedures to their business size and operational realities, with explicit provisions easing the administrative burden on small businesses while not compromising the essential principles of fairness and transparency. Enhanced usability of probation, helping employers optimise talent management and ensure recruitment decisions align with business needs. The Code underlines that poor performance or incompatibility may be managed more expeditiously, granting employers greater confidence and flexibility in confirming appointments and addressing performance issues. Refreshing disciplinary codes to include 4IR standards of conduct such as POPI breaches, cannabis use, harassment, e-communication, AI and the like. Navigating Incapacity and Retrenchments with Confidence The Code now provides comprehensive guidance on handling incapacity dismissals, especially for incompatibility and incarceration, recognising the realities faced by contemporary businesses. Employers can approach these sensitive matters decisively and lawfully, with clear expectations for evaluation, reasonable accommodation, and alternative solutions before considering dismissal. Retrenchment processes are clarified through structured consultation requirements and transparent selection criteria, ensuring operational requirements are met efficiently yet fairly, with enhanced protection for both business continuity and employee rights. Human-Centric and Sustainable Business Practices This Code represents a crucial opportunity for employers to realign employment policies, procedures, and practices in a way that supports sustainable business growth and a fair, human-centric approach. Employers are empowered to create workplace environments that balance compliance with operational expediency, integrate meaningful dialogue, and promote well-being and justice for all stakeholders. Global Business Solutions: Leading the Change As industry experts and leaders in labour law, Global Business Solutions stands ready to assist South African employers in navigating and implementing these changes confidently. The modern workforce demands forward-thinking policies—now is the time for businesses to modernise, decriminalise, and future-proof their disciplinary and employment frameworks. Join us at the Annual Labour Law Update. This year's theme is Labour Law at the Crossroads: Adapting to Change in an Uncertain Economy and with Massive Labour Law Reform Impacting Case Law. What you'll gain: Master the Digital Transformation of Labour Law in 2025 200+ Labour Law Cases Unpacked by Jonathan Goldberg Critical Updates on Upcoming Legislation & NEDLAC Amendments Navigate Workplace Challenges from the Digital Era to Discrimination Laws Register Now! View our upcoming events: Upcoming Events, like the Pop-Up on the New Code of Good Practice on Dismissal, Diversity and Inclusion training, Employment Equity with PoE, or Effective Strike Management. *All workshops are offered as customised in-house training that can be presented virtually or on-site. "Global Business Solutions (GBS)—Your Partner in Strategic HR Compliance"

In South Africa’s fast-changing workforce, Skills Development Facilitators (SDFs) are driving a bold revolution, not only in upskilling employees but also in reshaping workplace cultures. Positioned at the crossroads of policy, training, and empowerment, these dynamic professionals are more than compliance officers: they are visionaries steering the country toward a more equitable and future-ready economy. SDFs coordinate skills development within organisations, navigating the complexities of the Skills Development Act and grant funding mechanisms. In a world of work where males still predominantly hold senior and top management roles, women SDFs in particular are leading with purpose, leveraging collaborative leadership and strategic thinking to deliver results that transform both individual careers and company performance. Strategic Navigators of Growth Women SDFs excel in managing mandatory and discretionary grants by crafting meticulous workplace skills plans and fostering strong relationships with Sector Education and Training Authorities (SETAs). Their ability to translate regulatory intricacies into impactful learning solutions ensures high grant approval rates and paves the way for pioneering initiatives, from apprenticeships to advanced technical training, that address South Africa’s critical skills gaps. Innovators in a Digital Age In the era of the Fourth Industrial Revolution, women SDFs are modernising learning with blended education formats, data-driven analytics, and virtual training platforms. These approaches, accelerated by the COVID-19 pandemic, enhance accessibility and relevance, offering tailored solutions for diverse employee needs. Notably, women leaders prioritise soft skills such as emotional intelligence and adaptive thinking alongside technical proficiency, equipping learners for both management and leadership roles. Champions of Equity, Diversity, and Inclusion The work of women SDFs goes beyond training; it’s about creating opportunity. By designing inclusive programmes, launching mentorship networks, and advocating for gender-sensitive learning environments, they’re breaking barriers in traditionally male-dominated roles and industries. These leaders understand that empowerment starts with access, and they are dismantling long-standing obstacles that limit women's advancement. Flexible learning options and strategic partnerships amplify their impact, ensuring that development fits within women’s diverse life responsibilities. Through these efforts, women SDFs don’t just comply with regulations; they challenge norms and inspire lasting institutional change. Empowerment Fuelled by Excellence Successful SDFs distinguish themselves by continuously investing in their own growth. Programmes like Harvard ManageMentor®, now available through GBS as a certified South African partner, offer global leadership training based on the principles of leading self, leading others, and leading business at very affordable rates and provide learners with recognised badges and completion certificates. With these programmes, SDFs gain tools to lead boldly, mentor effectively, and advocate persuasively for change. The Future Is Female-Led In shaping tomorrow’s workforce, women SDFs are building inclusive learning ecosystems that reflect South Africa’s economic and social imperatives. Their work is preparing a generation of workers, especially women, for meaningful careers in a competitive global market. And by transforming organisations from within, they’re ensuring that gender equity becomes not just a goal, but a reality. From policy to practice and compliance to creativity, these women aren’t just facilitating development; they’re leading a movement. The workplace is evolving, and at the forefront of that evolution stands a determined force of women committed to excellence, empowerment, and change. As a 53% women-owned QSE, this Women’s Month, we're proud to announce that most of our articles feature the brilliant women of GBS- trusted experts and inspiring thought leaders in the workplace and beyond. Reach out to the right consultant for your needs via their profiles here. Join us at the Annual Labour Law Update. This year's theme is Labour Law at the Crossroads: Adapting to Change in an Uncertain Economy and with Massive Labour Law Reform Impacting Case Law. What you'll gain: Master the Digital Transformation of Labour Law in 2025 200+ Labour Law Cases Unpacked by Jonathan Goldberg Critical Updates on Upcoming Legislation & NEDLAC Amendments Navigate Workplace Challenges from the Digital Era to Discrimination Laws Register Now! View our upcoming events: Upcoming Events, like Diversity and Inclusion, Employment Equity with PoE, or Effective Strike Management. *All workshops are offered as customised in-house training that can be presented virtually or on-site. "Global Business Solutions (GBS)—Your Partner in Strategic HR Compliance"

When a male executive takes charge of a meeting, he's described as "assertive" and "decisive". When a woman demonstrates identical behaviour, she's often labelled "bossy" or "aggressive". This linguistic double standard isn't just semantics; it's actively shaping the leadership landscape in South African boardrooms and undermining women's career advancement. Despite South Africa's progressive Constitution and Employment Equity Act, women occupy only 26.5% of senior management positions, while men hold 73.5%. More strikingly, women represent just 17.3% of CEOs and chairpersons in JSE-listed entities and state-owned enterprises, even though they constitute 50.7% of the population. The Language Trap Recent research reveals the insidious nature of this bias. Studies show that women can reduce what psychologists' term "assertiveness backlash" by up to 27% simply by prefacing direct statements with "value phrases" such as "I'm going to be as direct as possible here..." or "This is a matter of principle for me, so it's vital I express my opinion clearly..." The fact that women must linguistically cushion their authority whilst men can exercise it directly highlights a fundamental workplace inequality. Research demonstrates that women are labelled "pushy" about twice as frequently as men, despite men being mentioned nearly twice as often in leadership contexts. This creates what Stanford researchers call the "double bind": women must appear both competent and likeable, standards not equally applied to men. Research consistently shows that whilst assertive behaviours like asking for a raise or speaking up in meetings can boost male employees' careers, female employees risk being labelled "bossy" or worse for identical behaviour. The South African Context South Africa's unique post-apartheid landscape adds layers of complexity to this challenge. Research participants in South African studies shared examples highlighting patriarchy as a common thread within organisations, linking to ongoing societal issues where some men continue to fear the assumed loss of their established power and privilege that gender equity may bring. Whilst the government has made remarkable progress, with women accounting for 48.6% of the top grades of public service, half of Cabinet ministers, and around 45% of parliamentary positions, corporate South Africa is "performing abysmally", with only 7% of CEOs being women. The contrast is telling. The government's deliberate policy interventions have yielded results, whilst the private sector's reliance on "organic" change has failed to address deeply embedded biases. It’s little wonder that EEA sector targets, implemented in 2025, seek to “push” the transformation agenda faster. The Business Case for Change The persistence of semantic bias isn't just a social justice issue—it's a business imperative. Organisations with greater female board representation show a 21% higher likelihood of achieving above-average profitability, improved corporate social responsibility scores, and reduced strategic and operational risks. When organisations hire female CEOs and board members, studies using natural language processing of over 43,000 corporate documents found changes in organisational language, indicating that women's presence in leadership actively reshapes institutional culture. For HR professionals seeking to make a change, performance evaluations represent a critical intervention point. Stanford research found that poorly defined evaluation processes allow gender biases to shape performance assessments, with managers perceiving identical behaviours differently based on the employee's gender. The language used reveals unconscious bias: men are described as "confident" and "strategic", whilst women displaying the same qualities are called "emotional" or "difficult to work with". Studies show that even seemingly innocuous practices, such as addressing women by their first names whilst using titles for men, can undermine women's authority and position them as less competent. Practical Solutions for HR Leaders Audit Your Language: Evaluate performance review templates and associated manager training materials for gendered language. Replace subjective personality assessments with specific, competency- and behaviour-based criteria. Implement Structured Evaluations: Develop clear, measurable performance criteria that focus on outcomes rather than style. This reduces the opportunity for unconscious bias to influence assessments. Train Managers on Linguistic Bias: Help managers recognise phrases like "comes across as pushy" or "can be abrasive" as potential red flags. Train them to focus on impact and results rather than communication style that may reflect gendered expectations. Create Safe Feedback Loops: Establish channels for women to report instances where their leadership style is characterised differently than male colleagues in similar situations. Champion Inclusive Leadership Models: Move beyond traditional "command and control" leadership definitions to embrace collaborative, empathetic leadership styles that don't penalise women for exhibiting communal traits alongside agentic ones. The Path Forward The 2014 "Ban Bossy" campaign led by Sheryl Sandberg highlighted how language stigmatises assertive girls and women, potentially discouraging them from pursuing leadership positions. A decade later, South African organisations have the opportunity to lead this conversation in our own context. The goal isn't to eliminate descriptive language but to apply it fairly. A woman who takes charge isn't "bossy"—she's a leader. A woman who speaks directly isn't "aggressive"—she's assertive. A woman who advocates for her team isn't "difficult"—she's committed. Language shapes reality, and in South African workplaces, we have the power to reshape that reality. By moving beyond limiting linguistic frameworks, we can create environments where women's leadership is valued for what it is: essential for organisational success. The question for HR leaders isn't whether semantic bias exists—research confirms it does. The question is what we'll do about it. In a country that transformed its political landscape through conscious effort and policy intervention, surely we can transform our corporate language too. After all, when we change how we speak about women's leadership, we change how we think about it. And when we change how we think about it, we change who gets to exercise it. I challenge you, and your colleagues in leadership positions, to think before you speak, acknowledging the power of words and how these frame the way we view and treat the individuals in our teams. As a 53% women-owned QSE, this Women’s Month, we're proud to announce that most of our articles feature the brilliant women of GBS- trusted experts and inspiring thought leaders in the workplace and beyond. Reach out to the right consultant for your needs via their profiles here. Join us at the Annual Labour Law Update. This year's theme is Labour Law at the Crossroads: Adapting to Change in an Uncertain Economy and with Massive Labour Law Reform Impacting Case Law. What you'll gain: Master the Digital Transformation of Labour Law in 2025 200+ Labour Law Cases Unpacked by Jonathan Goldberg Critical Updates on Upcoming Legislation & NEDLAC Amendments Navigate Workplace Challenges from the Digital Era to Discrimination Laws Register Now! View our upcoming events: Upcoming Events, like Diversity and Inclusion, Employment Equity with PoE, or Effective Strike Management. *All workshops are offered as customised in-house training that can be presented virtually or on-site. "Global Business Solutions (GBS)—Your Partner in Strategic HR Compliance"

One of the enormous benefits of working in an agile, dynamic, and future-focused business is that we do not simply implement national policies and legislation, working with our valued clients, but we can influence and develop them. We help to create and shape the future! South Africa's democratic transformation has created unprecedented opportunities for women to influence policy and governance through policy development, national dialogue, lobbying, and advisory roles. As the country continues to grapple with the triple challenges of poverty, unemployment, and inequality, and other complex socio-economic challenges, women's voices and perspectives have become increasingly valuable in shaping effective, inclusive solutions. Women have a unique position in South Africa's lobbying and advisory environment to offer insights, points of view, and practical guidance for those seeking to make their mark in this influential space. The lobbying landscape encompasses everything from formal parliamentary submissions to informal stakeholder consultations, creating diverse entry points for women seeking to influence social dialogue and policy outcomes. Women currently hold significant positions across government, with notable representation in Parliament, the judiciary, and executive positions. However, the private sector lobbying space and advisory consulting remain areas where women can expand their influence and expertise. Understanding the Unique Value Women Bring Through diverse perspectives, women can positively impact policy. Women often bring different experiences to policy discussions, particularly around issues affecting families and the communities in which they live and work. This perspective is invaluable when crafting policies that must work for all South Africans. Women's tendency to consider the broader social implications of policy decisions can lead to more comprehensive and effective solutions. Collaborative Approach to Problem-Solving Research suggests that women often employ more collaborative and consultative approaches to decision-making. In South Africa's complex multi-stakeholder environment, this skill set, which includes empathetic listening, is particularly valuable for building consensus and finding workable solutions that satisfy diverse interests. Focus on Implementation and Practical Outcomes Women can demonstrate strong attention to the practical implementation of policies, asking critical questions about how initiatives will work on the ground. This focus on operational effectiveness is crucial in a country where the gap between policy intention and implementation remains a significant challenge. As South Africa works to address unemployment and stimulate economic growth, women with business, finance, and economic development expertise are increasingly sought after for advisory roles. The emphasis on inclusive economic growth creates specific opportunities for women to contribute their insights. Digital Transformation and Technology As the government digitises services and seeks to bridge the digital divide, women with technology and digital expertise, working in companies such as Global Business Solutions, which embraces AI and technological advances and enablers, are well-positioned to provide valuable advisory services, ensuring that a human-centred agenda is respected. Networking and Relationship Building The South African policy environment is relationship-driven. Through attending industry conferences, joining professional associations, and participating in policy forums, trusted relationships can be built. Building genuine relationships with government officials, social partners and other stakeholders is essential for long-term success. The lobbying and advisory environment in South Africa offers significant opportunities for women to influence policy and contribute to the country's development. Success requires building genuine expertise, understanding the policy process, developing strong professional relationships, and maintaining the highest ethical standards. This is underpinned by leadership support and encouragement, for which we are blessed, as the Chair of Global Business Solutions leads this charge. Women bring unique perspectives and skills that are essential for addressing South Africa's complex challenges. By approaching this field with professionalism, dedication, and a commitment to serving the business and public interest, women can make meaningful contributions to the country's democratic governance. The future of South African policymaking will be strengthened by diverse voices and perspectives, helping to shape a more inclusive and effective approach to governance that serves all South Africans. The path may not always be straightforward, but the opportunities for women to make a meaningful impact in South Africa's policy environment have never been greater. With the right preparation, approach, and commitment to excellence, women can contribute to the country's continued democratic development and economic and social progress. Bev Jack currently serves on several statutory bodies: as the Business Exco member on the Employment Services Board, the Acting Chairperson of Productivity SA, and on the UIF Board. She also represents business at NEDLAC and has internationally led the IOE (Employers) at the International Labour Organisation in Geneva. As a 53% women-owned QSE, this Women’s Month, we're proud to announce that most of our articles feature the brilliant women of GBS- trusted experts and inspiring thought leaders in the workplace and beyond. Reach out to the right consultant for your needs via their profiles here. Join us at the Annual Labour Law Update. This year's theme is Labour Law at the Crossroads: Adapting to Change in an Uncertain Economy and with Massive Labour Law Reform Impacting Case Law. What you'll gain: Master the Digital Transformation of Labour Law in 2025 200+ Labour Law Cases Unpacked by Jonathan Goldberg Critical Updates on Upcoming Legislation & NEDLAC Amendments Navigate Workplace Challenges from the Digital Era to Discrimination Laws Register Now! View our upcoming events: Upcoming Events, like Diversity and Inclusion, Employment Equity with PoE, or Effective Strike Management. *All workshops are offered as customised in-house training that can be presented virtually or on-site. "Global Business Solutions (GBS)—Your Partner in Strategic HR Compliance"

After seventeen years in my profession, I still have days where I wonder if I truly know what I'm doing. As a woman in a male-dominated field, this is very unsettling. Lately, I've also had moments where a junior colleague has shared an insight that made me completely rethink my approach, or where a recent graduate has introduced me to a tool that transforms how I work. Now I’m even more unsettled that these youngsters may be showing me up! The Evolution of Expertise We've been conditioned to think that professional growth follows a linear path: we start knowing little, gradually accumulate knowledge and experience, and eventually reach a state of confident expertise. But the reality of modern professional life tells a different story. The pace of change means that experience, while valuable, doesn't guarantee we have all the answers. Sometimes the person who's been in the field for two decades needs to learn from someone who's been there for two years. This shift requires us to redefine what professional maturity looks like. It's not about having all the answers – it's about having the wisdom to recognise good ideas regardless of their source and the humility to keep learning from everyone around us. Why Younger Colleagues Bring Essential Value Those early in their careers offer something that experience alone cannot: fresh eyes, unencumbered thinking, and often, cutting-edge knowledge. They haven't yet learnt what's "impossible" or "the way things have always been done." They're not weighed down by assumptions that may no longer serve us. Younger professionals also bring digital fluency that many of us are still developing. They understand emerging technologies intuitively; spot trends we might miss; and often have insights into how different generations communicate and consume information. These aren't just "nice to have" perspectives – they're essential for staying relevant and effective. Moving Beyond Intimidation It's natural to feel threatened when someone with less experience challenges our approach or demonstrates skills we lack. The voice in our heads might whisper, "Shouldn't I know this already? Am I falling behind? What does this say about my expertise?" But what if we reframed these moments? Instead of seeing them as threats to our competence, we can view them as opportunities for growth. The colleague who's fluent in new software isn't making us obsolete – they're offering us a chance to expand our capabilities. The team member who questions our established process isn't undermining our authority – they're helping us examine whether that process still serves us. This mindset shift requires intentional practice. When we feel defensive, we can pause and ask, "What can I learn here?" When we feel intimidated by someone's skills, we can explore: "How might their perspective enhance what I already know?" The Generational Exchange Each generation brings distinct advantages to professional environments. Those with decades of experience offer perspective on long-term patterns, relationship-building skills, and the wisdom that comes from navigating multiple economic cycles and industry changes. They understand nuance, can anticipate consequences, and provide stability during uncertainty. Younger professionals bring adaptability, enthusiasm for innovation, and often a more inclusive worldview. They're comfortable with ambiguity, quick to embrace new tools, and unafraid to challenge status quo thinking. They ask different questions and see different possibilities. The magic happens when these perspectives combine. When seasoned judgement meets fresh innovation. When deep experience informs bold experimentation. When traditional wisdom guides technological advancement. Practical Strategies for Cross-Generational Learning Practice curious questioning. Instead of immediately explaining why something won't work, ask, "What if it could work? What would that look like?" This opens space for exploration rather than shutting down new ideas. Create reverse mentoring opportunities. Formally or informally, pair experienced professionals with newer team members for mutual learning. Let them teach you about emerging trends while you share strategic insights. Acknowledge different strengths openly. When a younger colleague brings a skill you lack, celebrate it. "I love how quickly you grasp this technology," or "Your perspective on this is exactly what we needed." Share your learning journey. Be transparent about what you're learning and from whom. This normalises continuous learning and shows that growth doesn't stop at any career stage. Ask for help without apologising. Replace "Sorry, I'm not good with technology" with "Could you show me how that works?" The first reinforces a fixed mindset; the second embraces growth. The Way Forward As we observe Women's Day, let's commit to modelling a new kind of professional leadership – one that values growth over certainty, collaboration over hierarchy, and continuous learning over static expertise. Let's show that true professional confidence comes not from having all the answers, but from being secure enough in our value to remain open to new perspectives. The future belongs to professionals who can bridge generational divides, who can combine experience with innovation, and who understand that in a rapidly changing world, the ability to learn is more valuable than any fixed body of knowledge. The next time you feel uncertain or encounter someone whose skills intimidate you, remember: this isn't evidence that you're falling behind. It's evidence that you're in an environment rich with learning opportunities. Your willingness to embrace those opportunities – to learn from colleagues of all ages and experience levels – isn't just good for your career. It's essential for staying relevant, effective, and engaged in professional life. As a 53% women-owned QSE, this Women’s Month, we're proud to announce that most of our articles feature the brilliant women of GBS- trusted experts and inspiring thought leaders in the workplace and beyond. Reach out to the right consultant for your needs via their profiles here. Join us at the Annual Labour Law Update. This year's theme is Labour Law at the Crossroads: Adapting to Change in an Uncertain Economy and with Massive Labour Law Reform Impacting Case Law. What you'll gain: Master the Digital Transformation of Labour Law in 2025 200+ Labour Law Cases Unpacked by Jonathan Goldberg Critical Updates on Upcoming Legislation & NEDLAC Amendments Navigate Workplace Challenges from the Digital Era to Discrimination Laws Register Now! View our upcoming events: Upcoming Events, like like Diversity and Inclusion, Employment Equity with PoE, or Effective Strike Management. *All workshops are offered as customised in-house training that can be presented virtually or on-site. "Global Business Solutions (GBS)—Your Partner in Strategic HR Compliance"

Life rarely unfolds according to plan, often presenting its greatest challenges when we least expect them. Yet, it is within these very disruptions that we discover untapped strength and the courage to pursue meaningful transformation. I have come to understand that every setback holds the potential to become a stepping stone toward an extraordinary comeback. My professional journey has been anything but linear, shaped not only by ambition but also by resilience, strategic recalibration, and an unwavering commitment to purpose. A Bold Step into the Unknown In 2016, after 16 years with an organisation that had become my second home, I reached a turning point. The organisation was evolving in ways that made me reflect on my values and aspirations. With gratitude for all I had learned, I made the daunting yet necessary decision to opt for voluntary retrenchment. With cautious optimism, I registered my own consultancy in labour relations and stepped into entrepreneurship, trading stability for purpose. As Jonathan Goldberg writes in The Business of Adaptation, Lesson 22: "Sometimes, the best decision you can make is to walk away… Recognising when something no longer serves your purpose or aligns with your values is the first step to finding something better." [1] This insight echoes my journey; it took courage to move on, yet in doing so I opened the door to purpose-driven growth. Education, Setback, and Resolve Driven to deepen my expertise and broaden my impact, I enrolled for an LLB at UNISA, despite being considered a “late starter”. Returning to academia in my 30s was exhilarating but demanding. Balancing studies, consulting, and motherhood tested my resolve. There were moments of doubt, but I came to realise that growth often emerges from discomfort. In 2019, I faced an unexpected setback. A serious accident left me temporarily immobile and even confined to a wheelchair for a period. The physical recovery was long and painful, and emotionally, the toll was immense. The timing was brutal, my academic progress stalled, and COVID-19 added further uncertainty. Financial pressures mounted. My confidence wavered. Yet, amid the darkness, I discovered the depth of my resilience. Each day was a battle to regain mobility, focus, and hope. Though delayed, I never abandoned my goal. That season taught me that resilience is not innate, yet forged through adversity. Strength Through Support I have come to value the strength found in others. My family became my foundation. My children, in their own quiet way, were my constant motivation. Juggling school runs, emotional needs, and daily responsibilities while studying was no small feat. Their presence kept me grounded and anchored in purpose. Family and friends offered practical help and vital encouragement. Research affirms that supportive relationships are a cornerstone of personal resilience. I experienced that truth. That season reinforced the power of community and the strength drawn from those who walk beside us. Renewal and Realignment By 2021, with limited resources but renewed determination, I resumed my LLB studies, and in 2023, I was appointed as a Risk and Compliance Officer at an organisation whose values aligned with mine. The role allowed me to contribute meaningfully and grow professionally. However, in September 2024, my journey took yet another unexpected turn. Due to broader organisational restructuring, I was retrenched. While the experience echoed earlier setbacks, I approached it with greater clarity and resilience. As Goldberg aptly notes, “Reinvention is not about discarding the past but rather using it as a foundation for future growth.” [2] I took time to reflect, recalibrate, and remain optimistic. Shortly thereafter, I achieved a long-held goal: I completed my LLB degree in 2024. This was not a triumph of intellect or talent; it was a triumph of perseverance, bolstered by support and a deep-rooted determination. Finishing my degree after years of disruption was profoundly affirming, as through the journey, I had become more resilient, more adaptable, and more assured in my purpose. Embracing Reinvention Embracing a New Chapter In July 2025, I began a new chapter with Global Business Solutions (GBS), a turning point for me. The transition was made possible by the unwavering support of exceptional mentors and a values-driven team. Their encouragement gave me the confidence to embrace the unfamiliar, apply my legal foundation in new ways, and continue evolving as a professional committed to inclusion, integrity, and impact. Lessons in Adaptation Each chapter of this journey has imparted enduring lessons: Values matter more than titles. Purpose-driven work outlasts any job title. Growth often requires discomfort. Meaningful growth happens beyond your comfort zone, so don’t fear the discomfort; work through it. Support systems are vital. No one achieves greatness alone; lean on your community. Resilience is built, not born. Adversity cultivates strength and clarity. Every setback equips us with boundless emotional strength. Reinvention is courage. Starting over is not failure; it is an act of self-respect. Never be afraid to rewrite your story. Honouring Resilience This Women’s Month My story is not unique. Many women walk parallel paths, balancing ambition, adversity, and duty. Behind every achievement lies a quiet journey of sacrifice, resolve, and courage. This Women’s Month, let us not only celebrate success but also the trials and transformations that made it possible. Let us foster spaces where women are seen, heard, and valued not only for their titles, but for their tenacity. Let us uplift one another, share our stories, and inspire the next generation to face their own challenges with courage. Because when women rise, entire communities ascend with them. Reference Jonathan Goldberg, The Business of Adaptation (Harry’s Printers, December 2024). As a 53% women-owned QSE, this Women’s Month, we're proud to announce that most of our articles feature the brilliant women of GBS- trusted experts and inspiring thought leaders in the workplace and beyond. Reach out to the right consultant for your needs via their profiles here. Join us at the Annual Labour Law Update. This year's theme is Labour Law at the Crossroads: Adapting to Change in an Uncertain Economy and with Massive Labour Law Reform Impacting Case Law. What you'll gain: Master the Digital Transformation of Labour Law in 2025 200+ Labour Law Cases Unpacked by Jonathan Goldberg Critical Updates on Upcoming Legislation & NEDLAC Amendments Navigate Workplace Challenges from the Digital Era to Discrimination Laws Register Now! View our upcoming events: Upcoming Events, like Diversity and Inclusion, Employment Equity with PoE, or Effective Strike Management. *All workshops are offered as customised in-house training that can be presented virtually or on-site. "Global Business Solutions (GBS)—Your Partner in Strategic HR Compliance"

Q2 2025 labour statistics reveal alarming trends that demand urgent collaborative intervention South Africa's unemployment landscape has deteriorated further in the second quarter of 2025, with Statistics South Africa's latest Quarterly Labour Force Survey (QLFS) painting a sobering picture that should galvanise social partners and employers into immediate action. The official unemployment rate has climbed to 33.2%, representing a 0.3 percentage point increase from the previous quarter, while the expanded unemployment rate stands at a staggering 42.9%. The Scale of the Challenge The numbers tell a story of persistent economic distress. With 8.4 million South Africans officially unemployed and 12.6 million when including discouraged work-seekers, the country faces an unemployment crisis of unprecedented proportions. What makes these figures particularly alarming is the trajectory: unemployment has risen from 5.2 million in Q2 2015 to 8.4 million in Q2 2025, marking a decade of deteriorating labour market conditions. The human cost extends beyond mere statistics. Long-term unemployment—defined as being jobless for a year or longer—now affects 76.6% of the unemployed, up from 63.9% in 2015. This represents not just individual hardship but a systematic erosion of skills and employability that will have lasting economic consequences. Sectoral Shifts and Employment Patterns The latest data reveals mixed sectoral performance that offers both cautionary tales and potential opportunities for employers and policymakers. While the trade sector added 88,000 jobs and private households contributed 28,000 positions, significant job losses occurred in community and social services (42,000), agriculture (24,000), and finance (24,000). These sectoral shifts highlight the economy's structural challenges and the need for targeted interventions. The growth in trade employment, while positive, may reflect lower-productivity service jobs rather than the high-value manufacturing or technology positions needed for sustainable economic growth. Educational Paradoxes and Skills Misalignment Perhaps most concerning for employers is the educational breakdown of unemployment. While graduate unemployment increased to 12.2%—still the lowest among all education categories—the persistence of high unemployment rates among those with matriculation (35.2%) and those without (39.4%) points to fundamental skills misalignment issues. This presents a dual challenge: the education system is not adequately preparing young people for available opportunities, while employers may need to reconsider their skills requirements and investment in training and development programmes. Regional Disparities Demand Localized Solutions The provincial unemployment data reveals stark regional inequalities that require targeted approaches. North West Province's expanded unemployment rate of 54.7% contrasts sharply with the Western Cape's 27.0%, suggesting that one-size-fits-all solutions will be inadequate. Employers and social partners must develop region-specific strategies that account for local economic conditions, infrastructure limitations, and skills availability. Implications for Social Partners and Employers These statistics present several critical imperatives for social partners: For Employers: The massive pool of unemployed workers represents both a challenge and an opportunity. While high unemployment might suggest an abundant labour supply, the prevalence of long-term unemployment indicates that many potential workers may have experienced skills deterioration. Employers must invest in comprehensive training programmes and consider alternative recruitment strategies that look beyond traditional qualifications to potential and aptitude. For Trade Unions: The data underscores the need to balance employment protection with employment creation. With such high unemployment levels, particularly among the youth and less educated, unions must engage constructively in discussions about labour market flexibility while ensuring worker rights are protected. For Government: The sectoral employment patterns and regional disparities call for more targeted industrial policy and infrastructure investment. The growth in private household employment, while providing some relief, cannot substitute for the creation of productive, formal sector jobs. The Path Forward The unemployment crisis requires urgent, coordinated action from all social partners. This includes developing sector-specific employment strategies, investing in skills development programmes that match market needs, and creating an enabling environment for small and medium enterprises, which historically have been significant job creators. Employers must look beyond traditional hiring practices and consider apprenticeships, internships, and skills-based recruitment strategies. The private sector's role in addressing the skills gap through workplace-based learning programmes cannot be overstated. The time for incremental responses has passed. South Africa's unemployment crisis demands bold, collaborative action from social partners who must set aside narrow interests for the broader goal of economic inclusion and sustainable growth. The alternative, continued economic marginalisation of millions of South Africans, poses risks that extend far beyond labour market statistics to the very fabric of our democratic society. The author encourages social partners to engage urgently with these realities and develop comprehensive responses that match the scale of the challenge facing our labour market. Join us at the Annual Labour Law Update. This year's theme is Labour Law at the Crossroads: Adapting to Change in an Uncertain Economy and with Massive Labour Law Reform Impacting Case Law. What you'll gain: Master the Digital Transformation of Labour Law in 2025 200+ Labour Law Cases Unpacked by Jonathan Goldberg Critical Updates on Upcoming Legislation & NEDLAC Amendments Navigate Workplace Challenges from the Digital Era to Discrimination Laws Register Now! View our upcoming events: Upcoming Events, like EFFECTIVE ARBITRATION: Practical Tools for Labour Disputes, Employment Equity with PoE, or Effective Strike Management. *All workshops are offered as customised in-house training that can be presented virtually or on-site. "Global Business Solutions (GBS) - Your Partner in Strategic HR Compliance"