It’s not only about being the best at what we do but being better than we were yesterday; an ethos that gave birth to the dream child of Founders Jody and Lisa van Heerden. CAD4ALL was established in 2008 by its Founders whom share a passion for developing young people and find their full potential in life.

“There was no better way in shaping the youth than to give them a solid foundation with an education” was the first response the couple gave in their reasons for starting the College which at the time only offered architectural CAD designing and construction short courses, which now has increased with more faculties and disciplines within them on offer today to students.

Coming from humble beginnings and growing up on the Cape Flats, more specific Bishop Lavis. “A township of poverty, gangsterism and drug infested streets, there are few if no opportunities for the youth of this area, in the years of my upbringing and today it is no different!” Jody explains how he had to fight the adversities of his immediate community and stay focused on a dream and the steps to achieving this vision.

Through all this and limited funds for schooling and furthering his studies, Jody worked hard to be noticed above his peers whilst studying receiving many accolades and achievements. His achievements afforded him to be selected for overseas studies and experience enhancing the knowledge he had and needs for the years to come. He completed his formal studies in 1999 in the field of Architecture and Entrepreneurial Studies. CAD4ALL started off selling affordable CAD software bringing a solution and an option to a market that was high end, but still making use of pirated software.

CAD is a design package used by engineers, designers, architects and allows them to design on a work station. Jody and Lisa saw a gap as most companies could not afford what was on offer and the pirated version was not conducive for businesses to service clients with. The name came in the solution and was for everyone who needed to design a desk, house, car, shop interior, the list continues.

It was definitely for all, hence being named CAD4ALL. Because it was a more affordable alternative, it took a lot of slander from the bigger more expensive competitor. This stretched the brand, but CAD4ALL reliability package made up of services and training is what made them strive and keep them a pick above the rest. The proof is that 10 years later and with a client base of over 2000 design and engineering firms making use of the reliable service and package.

Every business faces economic and socio issues and this proves testing and trying time.

This however also saw huge firms scaling down and using more affordable packages and support.

The training was also done by CAD4ALLwhich really got the brand out for all to experience and see. CAD4ALL was really tested at this time Jody had entered into an entrepreneurial competition for a trip and to attend a course at the Sierra Nevada College in Lake Tahoe, USA. It was extremely difficult for Lisa to be alone with their three young kids while Jody spent months away in course in the USA.

They made a collective decision that Jody should go and pursue the opportunity as the future benefits were to promising - this they only saw a few years later how well it all fitted in the collective of their entrepreneurial journey. Jody was one of 9 Entrepreneurs that submitted a business plan and received resound acclaim from the panel of judges assessing this competition.

Lisa has enjoyed building this brand with Jody and with her qualifications and experience in phycology contributed majorly in the realization and formation of the college and its accreditation in offering the curriculums. This was not enough for Lisa as she had to see children from disadvantaged areas benefit from a college structure that offered practical up skilling of learners.

The college then started offering a learner ship program for children from disadvantaged areas and schools. Accredited qualifications are very important to the growth of any economy and skill of workforce and all these factors contribute to a higher standard of living. This was possible for all through learner ship programs offered. Education was accessible to all and because of this, CAD4ALL College had to endure slander and being labelled as a “bogus” because of its stance on education and empowering everyone with skills to better their tomorrow.

Like all these adversities, the brand stood strong and what was once a mustard seed, showed a flowering tree, well rooted in the industry of design, engineering and education. The college grew and like all successful business people driven by a passion to see others that do not have a chance to succeed offered this opportunity, Lisa still felt they are not reaching enough disadvantaged individuals. This lead the college to enter a sports teams into tournaments, then from these sports days a futsal team was born. The CA4ALL Futsal team, whom were young men under the age of 21 from the area of Bishop Lavis and Valhalla. The team started entering major tournaments and won a few coveted titles. This invoked a spark within Jody that made him fall in love with the sport.

The College then went on to enter two teams in the in the Regional Futsal League and went on to win it, but just being part of a team was just not enough. Jody used the Futsal to give these young men a learner ship to study. Most boys in this age group have given up on schooling and pursued a career in football, but got a raw deal by agents and semi pro clubs. These young men now are receiving a second chance at enjoying their talent in playing futsal and receiving an education with a skill for life. Lisa was very happy as this was in line with their vision of assisting people to better their yesterday and soon too fell in love with the sport of futsal.

The college had an array of talent and the regional league at that time being very small and limited, Jody saw growth for the league, but more so develop the sport of Futsal in South Africa. Jody went on to contact the World body of Futsal, AMF and this is where the college once again grew not only in forming the South African Futsal Federation, but more so in becoming accredited in now offering sports management and coaching accredited courses.

The college portfolio of curriculum has grown tremendously over the first 10 years and this was only the platform for the next exciting years to come. CAD4ALL believes and approaches its learning through a blended learning approach which is the latest and most accommodating way of learning and gaining a qualification. CAD4ALL has a lot of effort put into the background and structure of everything that streams the businesses so that they speak to each other.

This shows in the online learning sector of the blended learning which really gives the virtual classroom to its users, namely the students. Being ahead of the curve has carried the brand and its business entities and this desire has kept the college innovative, creative and techno savvy for the growing demands of our youth today.

“Looking back I see guts, hard knocks, learning curves and a success formulae that has carried us and kept us abreast from all the adversities and slander. We stuck to our guns even when it meant spending time away from my loves ones, sacrificing to realize a dream that not only empowers your family but the communities you come from and that’s the true joy,” was the message Jody and Lisa wants to impart with aspiring Entrepreneurs and those chasing their dream but can’t seem to see the goal line.

A strong foundation has been fortified and established CAD4ALL and its brand. If from nothing we could build this in 10 years, what would the next 10 years have in store? This question excited the passionate couple and looked at each other saying that they are ready for the challenges the new era holds and excited at the same time as they can only see CAD4ALL growing its umbrella of businesses and increasing the curriculum of the college in years to come.

Africa has creative talent to burn. We spoke to African creative leaders about how pan-African showcases like the Loeries, help promote African talent to the world – and why awards like these, inspire brands to be bolder, and do more creative and effective work.

There is a very human voice to African brand communication, as well as a sense of fun. Lesibane Mohale, Group Creative Director of Ogilvy Africa Group, in Ghana, admires the way “humour is weaved into communication messages”. In Africa, “telecommunications brands thrive on humour and simplicity to connect with consumers,” he says.

Many African creatives are driven by a belief that we can tell better stories by taking inspiration from each other, particularly from the unique and diverse creative resources across the continent. Angolan graphic designer Hilma Sassa feels that Africans don't yet fully value their creative industry and its importance in society, making it harder to get noticed, “As a creative, you may have more luck getting noticed beyond your country, and outside the continent, if you share your work on the international stage.”

That sentiment informs the work of the Loeries, the most prestigious creative awards across Africa and the Middle East. “Our mandate is to showcase the best creative work from the continent, of course. But, it’s equally about helping brands find the right creative team to help them realise their business goals,” says Andrew Human, CEO of the Loeries. “Countries such as Brazil and India are great examples of markets that have entered work into international award shows and won by leveraging locally relevant ideas backed by solid local consumer insights,” says Mohale.

“As a continent, we should champion work that feels unapologetically African so that we can showcase to the world what the continent is truly about.”

As Sassa puts it: “I am stimulated by the diversity of work created in Africa, which is deeply inspired by our culture and tradition. That signature makes it unique and different from the things we see out there.” A similar impulse drives Human, who urges more creatives from around the African continent to enter the Loeries. “The Loeries is the only award in Africa that is recognised by the global WARC Report, which makes the Loeries a unique platform for African excellence on the global stage.” Human says the international standing of the Loeries is the result of a commitment to high standards and an independent and objective judging process. “Every year, we host some of the world's top creative leaders to act as jury presidents, coupled with panels of leading experts from throughout the region. Their objectivity and expert insight is part of what makes the Loeries the benchmark.”

“Entrants know that their work is being held to the highest global standards, and it’s a unique opportunity for African creatives to show the world just how good they are.” About  Loeries Africa Middle East:    The Loeries, a non-profit company, is Africa and the Middle East’s premiere initiative that recognises, rewards, inspires and fosters creative excellence in the brand communication industry.

As the highest accolade for creativity and innovation across our region, the Loeries promotes and supports creativity by helping marketers, agencies and consumers appreciate the value of ideas and fresh  thinking.  Culminating in the biggest creative gathering in Africa and the Middle East, Loeries Creative Week Durban brings together the best innovative minds from our industry for a festival of networking, inspiring minds and recognising great work. Our region's creative economy is world-class and has great potential to grow and to offer employment to our talented youth. The growth occurring throughout Africa and the Middle East is very exciting, and a major focus of the Loeries is to increase the standard of brand communication in the region.

DEADLINE FOR 2019 ENTRIES EXTENDED TO 31 MAY
Major Partners: DStv Media Sales, Gearhouse
Category Partners: AB InBev, Barron, Brand South Africa, Facebook, Gagasi FM, Google, JCDecaux, Nando’s, Tsogo Sun, Vodacom, Woolworths

Additional Partners and Official Suppliers:    AAA School of Advertising, Antalis South Africa, Aon South Africa, Backsberg, BEE Online, First     Source, Fresh RSVP Guest Logistics, Funk Productions, Gallo Images, Grid Worldwide, Hetzner,     Mama Creative, Newsclip, Paygate, Rocketseed, Shared Value Initiative, Shift Social Development,  Vega School, VQI Communications Nigeria

Endorsed by:    Association of Communication and Design, Brand Council South Africa, Commercial Producers     Association, Creative Circle, EXCA, IAB, South African Institute of Architects, IID

Official Media Partners    Between 10and5, Bizcommunity.com, Book of Swag, Brand Communicator Nigeria, Business Insider by Pulse, Campaign Middle East, Film & Event Media, Modern Marketing, The Redzone.

-- ENDS --

Twitter: @loeries    Instagram: Loerieawards    Facebook: The Loeries

Distributed on behalf of the  Loeries  by:    Riana Greenblo Communications Date: May 16, 2019

For more information, interview requests or high-res images, please contact: Riana Greenblo on 011 3256006; 0825675159 or This email address is being protected from spambots. You need JavaScript enabled to view it.

Part I: Gender and BEE

By Devan Moonsamy, CEO of The ICHAF Training Institute

A sound policy structure in the workplace is an insurance blanket against many common problems. It protects both employer and employee. But having a great policy will make no difference if personnel are not aware of it. They should be expected to know, understand and follow its guidelines and rules.

Not all employees have the time to go through policy documents, however, and it can be tedious reading. The best thing to do is to give employees a summary of the policy. They can be asked to sign in agreement with the policy, which will encourage them to get to know its provisions well.

What works even better is to train employees on the policy, for example, by putting them through a workshop. This need not be a dreary affair. In fact, it can be really fun if approached in the right way and if it focusses on how the policy benefits the employee. The right facilitator can ensure staff understand, but don’t feel overburdened by the new policy provisions.

This is a very effective preventative measure which ensures employees know exactly what is expected of them and what their rights are.

People often focus a lot on what went wrong, especially reactively after a problem arises, such as a nasty incident between co-workers. But telling staff what they can and should be doing at work beforehand is more effective than just giving them a long list of what they can’t do. This helps them focus on being productive and getting along rather than worrying about how they might slip up.

Teaching and emulating good behaviour is also vital. Management sets the standard of behaviour. Employees never know everything they need to when starting a new job. There’s always things to learn, and it is extremely effective when one is taught the right behaviour as early on as possible.

The policy document itself is a critical backup. Staff members trained on key organisational policies can more firmly be held to account. If it’s in writing and it’s the company’s official stance on the matter, it makes it easier to handle problems in a mature, organised way. Risk Management planning has already been conducted and communicated by means of drafting and disseminating the policy, and training staff on it.

When staff are properly educated and trained, it greatly eases management’s concerns over their behaviour. What kinds of policies are important to have in place for South African businesses? In this first article we will look at two critical policies to create and train your employees and co-workers on.

Gender Equity Policy
The plight of women and girls in South African is an open secret. Everyone knows it is happening, but it remains well hidden. Nevertheless, the facts speak for themselves: women and girls are often in a difficult and subordinate position. They may have little say over their salaries, which jobs are open to them, and even over their very bodies.

Google recently got into serious trouble over pay inequities between male and female employees. The problem is severe enough that the US Department of Labour filed a lawsuit. Google tried to gloss over the problem, but experts quickly identified weaknesses in its approach, particularly in that it left out 11% of employees in an official gender-pay analysis.

PR Risk Management must not wait for disaster to strike. It can happen now by having good provisions in place which prevent these kinds of injustices. South African companies likewise must practice equal pay and benefits for equal work to redress the wrongs of the past.

Women also need to have an equal chance of being hired, promoted and trained. Women should not be seen as only fit for and kept in positions of ‘admin lady’ or ‘maid’. They must be invested in because they make great workers and very strong, effective and just leaders.

Women need to be heard in meetings, and they shouldn’t be expected to work harder than men just to be noticed or stuck under a glass ceiling. All this must be addressed in a gender equity policy document which HR and other staff members are well versed in and follow closely.

BEE Policy
This one goes without saying in South Africa, but staff do still need to understand what the company stance is with regard to BEE and why, and they must be monitored in following it. As Brand South Africa explains, ‘Black economic empowerment (BEE) is not simply a moral imperative... It is a pragmatic growth strategy to realise the country’s full potential by bringing the black majority into the economic mainstream.’

Various BEE provisions should be contained in the HR and recruitment policy, and the procurement policy. These include prioritising people of colour as much as possible in hiring, promotions, and buying decisions. A whole lot of black workers and a few white managers is still seen in some businesses. This must be addressed in binding policy to commit the company to equity measures. What specific BEE provisions do South African organisations have in place? A few helpful examples are given below.

Ithala Development Finance Corporation has in its BEE policy the provision that some contracts be sub-divided. This opens opportunities for black-owned SMMEs which may not yet have sufficient resources and staff to offer the most comprehensive services.

The Department of Trade and Industry emphasises that there must be active participation by black people in an enterprise for it to be considered as really following BEE principles.

Barclays Africa explains that it actively invites black-owned suppliers to participate in sourcing procedures. This has successfully helped the company to engage in business with more BEE companies.

NMMU’s policy makes BEE a key function of all managers. The University also measures the successful implementation of BEE in its employee performance assessments.

Tembeka Ngcukaitobi from Bowman Gilfillan notes that there is ‘No empowerment without skills.’ Skills development for all staff should be included in policy to meet BEE requirements.

The Shoprite Group/Checkers takes a very proactive approach by assisting new suppliers with creating barcodes and packaging so their products can be sold in stores. Every five years the employment equity plan is reviewed, and new targets are set to guide progress.

As a public company, Murray & Roberts has worked on its shareholder diversity, which now includes 59.53% black shareholders and 17.13% black women shareholders.

 

Besides these two key policies, companies should draft a disability policy, harassment and abuse policy, and have a training policy in place as well. We will look at these policies in detail in my next article on this topic. The organisational values, mission and goals are also commonly found in the first policy documents drafted, but don’t stop there. Draft additional policies with management input so as to protect the company and its employees. Proactively disseminate the most important policy messages using posters, emails, awareness drives, workshops, and training.

ICHAF is a training provider with years of experience in upskilling staff. We are ideally placed to conduct workshops and educate your staff on policies that will benefit all involved and protect the company from many PR and labour-related risks. Let us show your staff the way to boost their career and the company’s image through best practice policies.

For more information about training your staff:
Website - http://www.ichaftraining.co.za/
Facebook - https://www.facebook.com/TheICHAFTrainingInstitute/?ref=br_rs
Twitter - https://twitter.com/TheIchaf

For further comment from Devan Moonsamy you can email him on This email address is being protected from spambots. You need JavaScript enabled to view it. or contact him on 083 303 9159

A snap survey conducted by TaranisCo Advisory has revealed that a large number of construction companies are in danger of having their B-BBEE status downgraded due to a failure to implement the Preferential Procurement and Supplier Development Element (PPSD), which collectively affords companies the most points on the Scorecard.

Companies surveyed reported that the Construction Sector Code was released rather late in 2017, and for those having February as their financial year-end, it came too late for them to make any meaningful interventions to optimise their scores before the next B-BBEE audit.

According to Gerrit Davids, Lead-Advisor of TaranisCo Advisory, “construction companies must firstly be aware that the ‘PPSD’ carries the mandatory “Priority Element” status wherein a minimum of 40% must be scored for all three applicable sub-elements”.

“Irrespective of what the company scores for ‘PSSD’, if they don’t achieve the 40% sub-minimum, their points will be downgraded to zero”.

Davids says, “a company could be downgraded from a Level One to that of a Level Six status, should it scores zero for this element and it will not do them any good when it tenders for government contracts”.

The Sector Code also now instructs companies to appoint people from senior management to coordinate the implementation of the ‘PSSD’ and it excludes the sub-element of Enterprise Development and it only allows for Supplier Development, with the effect, that it could only support those qualifying small-contractors doing business with it.  

For companies interested to receive an extended, but short report on how to implement the Preferential Procurement and Supplier Development element, kindly visit www.taranisco.info

“Rating will influence and shape the future of the business as we continue to evolve”

Spintelligent Pty, the leading Cape Town-based publisher, trade exhibition and conference organiser, has been awarded a Level 2 BBBEE Contributor rating. “We are absolutely thrilled with reaching this important milestone”, says David Ashdown, Spintelligent Managing Director, adding: “it has been a strategic goal of the business and we achieved it following 6 months of diligent work”.

Ashdown says the BBBEE rating allows the company to “secure and strengthen current institutional business with influential government organisations, parastatals and NGOs, whilst also positively influencing spending by South African corporates who need to engage with BBBEE rated businesses to improve their own contributors score. This in turn will open the door for many new companies to do business with us, therefore increasing our reach to relevant markets within which our sponsors, exhibitors and delegates operate, which will also provide them with more opportunities to conduct business.”

He continues: “a BBBEE rating allows us to open new revenue streams and drive greater revenues from existing relationships. More importantly it ensures that we have a cultural and moral commitment to our employees and the operational nature of our business. A BBBEE rating will influence and shape the future of the business as we continue to evolve.” Spintelligent is the African office of Clarion Events Ltd which is based in the UK. It has become recognised as a highly successful African event organiser and publisher, with flagship projects in the power, mining, agriculture, defence and education sectors such as African Utility Week, African EduWeek, Agritech-Expo, Land Forces Africa and the iPAD franchise.

Upcoming Spintelligent events:
- iPAD DRC Mining & Infrastructure Indaba, Kinshasa, DRC: 22-23 October 2014
- Katanga Mining Week, Lubumbashi, Katanga, DRC: 28-29 October 2014
- iPAD Rwanda Power & Infrastructure Investment Forum, Kigali, Rwanda: 3-4 November 2014
- West African Power Industry Convention (WAPIC), Lagos, Nigeria: 18-19 November 2014
- AgriBusiness East Africa, Dar es Salaam, Tanzania: 28-29 January 2015

Contact:
Communications manager:  Annemarie Roodbol
Telephone:  +27 21 700 3558
Mobile:  +27 82 562 7844
Email:  This email address is being protected from spambots. You need JavaScript enabled to view it.
Web:  www.spintelligent.com

http://www.spintelligent.com/pages/detail/14191

About Spintelligent
With over 15 years of working with Sub-Saharan African government ministers and the region’s leading businesses, producing hundreds of events and publications and helping thousands of companies secure multi-million dollar contracts, we’ve learned what it takes to be a competent and confident builder of a successful and prosperous company in Africa.

Spintelligent is your principal, local based, knowledge partner and events coordinator for Sub-Saharan Africa. We provide you the best in class Sub Saharan African multi-media resources to help you expand your operations and achieve your business ambitions across the Power, Mining, Education, Agriculture and Defence industry sectors.

Spintelligent is part of Clarion Events, a global business-to-business event organiser with offices in South Africa, UK, Netherlands, Germany, United States, Brazil, UAE and Singapore.

We are thrilled to announce that both the public and private sectors appear to recognize the value of board diversity as BPW SA has been approached in the last month alone, to assist with eleven board vacancies for women on our Register.  Women and men have different interests and perspectives in important areas, and boards are starting to see the importance of utilising these varying experiences to tackle the tremendous challenges. 

BPW SA and the Department of Trade & Industry (the dti) want boards of directors to widen the search for talent by looking beyond the traditional pool of executives and bring new potential to light.  It is for this reason that we have joined forces to provide a Women on Boards programme to create a Register of female leaders in South Africa who are excellently trained and, as a result, are highly sought after by Boards.  After all, why on earth would you voluntarily exclude half the smart people?

Our first group of 19 senior women, all thoroughly trained through our 9-month Women on Boards director development programme and certified by the dti, are now available on our register of Board Potential Women Directors and we urge companies to contact us for potential female directors.

Seven of our graduates are in line for board interviews , many have been interviewed by the media – both radio and magazines – and all will be profiled in the KZN Chamber of Commerce Power Book (2015). As an ongoing service to the graduates, BPW SA continues to raise their profile in an effort to access suitable board placements.  We have proven that board diversity is not a supply problem, but rather a demand problem.

BPW SA is proud to announce that we have incorporated an international module into the Women on Boards programme.  Business acumen - incorporating business finance and strategy - a must in today’s complex landscape. Business acumen is a keen understanding of what it takes for an organization to make money.  It combines financial literacy – the ability to interpret numbers on financial statements – with business literacy – recognizing how strategies and decisions impact these numbers.  Call it a sophisticated business simulation. Call it an exercise in experiential learning. Or call it a board game. Whatever you label it, the simple fact is that the training is fun and will gives participants a true competitive edge.

A recent Women on Board graduate, Tebogo Maziya, who holds a Masters degree in Science, a postgraduate diploma in finance and a B Comm degree says the nine-month journey has been fulfilling. “I learnt there’s a risk and that that risk is manageable. So it’s important for the board to be transparent and accountable and for a board member to be aware of decisions made because they will be held accountable.”  Another graduate, Amantha Maharaj, a BSc electrical engineering graduate with an MBA, who works a top management level at an engineering consultancy says of the programme: “It teaches one to know how a board is structured, what to do, and questions one needs to ask when sitting on a board. It also teaches business risk and how one should view business from a higher level. It was certainly value for money.”

For more information about our Women on Boards Programme, please visit our website at www.bpw-jhbsa.co.za or contact us at This email address is being protected from spambots. You need JavaScript enabled to view it. or (011) 794-4991.

They are in South African companies and industries right now, although they may not be part of traditional networks and are unlikely to be present at the higher levels of management in the same numbers as men.  It is for this reason that BPW SA and the Department of Trade & Industry (the dti) have partnered in an unrivalled “Women on Boards” director development programme to create a pool of female leaders in SA who are excellently trained and are therefore highly sought after by Boards.  

Most people today have no knowledge about the makeup of corporate boards, even in the companies they work for. These people would be surprised to learn how little diversity of thought and experience exists in the corporate boardrooms and executive suites of South African businesses. Why should you care about board composition? Boards of directors make decisions that can impact you, your community, and the country.  That’s why it’s important that membership on corporate boards be representative of a company's constituents.

Boards of directors choose CEOs. They make decisions about executive compensation, whether to buy, sell, or merge with other companies, where corporate offices close and relocate, and how much priority a company gives to issues other than profits, such as social responsibility.  

Our Women on Boards programme will give you the expertise and exposure needed to be part of the right networks.  It is an eight-part program — strategically placed over the course of 8 months, due to the complexity of the material — equips women with the knowledge and tools needed to elevate themselves to the C-suite and beyond.  In a supportive and highly interactive atmosphere, an impressive roster of top government and corporate experts will guide skilled female executives through a rigorous program of intensive classroom instruction, case studies and simulations. Every element of the program is focused on strengthening and broadening the leadership talents of the participants and delivering positive results for their companies and organizations.  They will improve their understanding of the responsibilities of board membership and develop the skills and strategic insight needed to become a more effective director.     They will improve their understanding of board governance while heightening their financial literacy and increasing their understanding of relevant legislation.  Amongst others, specialist training is also provided by the Johannesburg Stock Exchange (JSE) with regard to corporate governance and understanding of JSE terminology and the Commonwealth Business Council (CBC) (London) who will impart their expertise on personal and reputational risk.  The dti will convey their expectations of board members and corporate experts will present, and execute simulations, on media and presentation skills to enhance leadership effectiveness. The programme is certified by the dti.  

For more information, please visit our website at www.bpw-jhbsa.co.za  .or contact This email address is being protected from spambots. You need JavaScript enabled to view it. or 011 794-4991.

Business & Professional Women (BPW SA), and the Department of Trade & Industry (the dti) are hosting a business breakfast on 7th August 2014 to launch a unique 3-day Women’s Empowerment Programme in South Africa to provide registered SME’s with the legislative knowledge required to effectively run their business within the parameters of South African law.  

The breakfast is hosted by DDG Mr Mojalefa Mohoto and DDG Mrs Pumla Ncapayi from the DTI and BPW South Africa as well as senior representatives from the JSE and UN-Women and the Commonwealth Business Council.  Various international Ambassadors and High Commissioners will host tables at the event.  A sponsorship fund will be launched at the breakfast for qualifying enterprises.  

Organisations of all sizes in South Africa need to develop and apply sound governance, risk and compliance principles and institute high ethical values. Failure to do so will have devastating consequences for the organisation, including penalties.   For SMEs, the biggest challenge is a lack of understanding around the difficulties associated with becoming compliant.   Understanding the ever-changing regulations makes the difference between a small business thriving – growing the economy and creating jobs – or closing its doors, and thus closing the door on job creation.  

Simply put, you need to know your laws. Know your rights and obligations. In this way you mitigate risk to yourself, your business, your employees and your customers. If done well, it helps to improve business performance and ensure financial success.   If you would like to be part of this Women’s Empowerment Programme, we invite you to join us at this Business Breakfast – tickets are R500 per person or R5000 per table of 10.   

For more information, or to attend the Business Breakfast,
please visit our website at http://www.bpw-jhbsa.co.za/index.php/events/30-future-events/98-business-training-courses.
Website: www.bpw-jhbsa.co.za

{pp}Since the publication of Government Notice #354 on 9 April 2009, there have been many online and email statements which have pronounced that BEE certificates produced after 1st August 2009 will only be valid if produced by an Accredited Verification Agency or one that has received a pre-assessment letter from SANAS.

The NABC believes that this interpretation has misled thousands of businesses as it is only partly correct. In addition it has caused many businesses to incur large expenses through agreeing to obtain expensive BEE verification rating certificates which are actually not required by law.