By Devan Moonsamy, CEO of The ICHAF Training Institute

Resilience is our capacity to recover from difficulties, our ability to bounce back from the problems we face. Psychologists are encouraging adults to foster resilience in children, as well as in themselves. It is highly applicable to persons with disabilities (PWDs) and to everyone in the workplace. If we have an attitude characterised by resilience, we will find it easier to cope with challenges, and not to succumb, but to surmount them. Adversity, trauma and tragedy affect us all from time to time, and we are also faced with stress on an ongoing or intermittent basis.

To illustrate how resilience is fostered, we can imagine the journeys we make through life. When we set out as young people, as a person in a new situation, or a PWD in the workplace, we need certain things for our journey. We need food and water (resources), and also a map (information), and a way to communicate with others (support). We need these things from the outset, and they need to be enough to keep us going on the right path over the long term. It is up to us to keep going on a daily basis, and not to become distracted or idle. But, if we are lacking in one or more of the three things mentioned above, we will struggle, lose stamina, and get lost. In such a case, we can fall down, not be able to get up, and then emergency and costly interventions are needed to save us.

So, while resilience is something that is built up by us inside ourselves, we still need assistance to get going and remain secure. Resilience is acquired through meeting adversity, but no one should be left entirely on their own. We should not wait for the person to be on their last before assisting. Our attitude should be one of ongoing supportiveness and encouragement. Otherwise, the results will be damaging.

People with resilience have what is termed an ‘internal locus of control’, which is a strong belief that they determine their fate, and not their circumstances. How they react to situations and what they achieve is up to them. They also often have one or more people in their lives who serve as mentors and good examples to them. This may be a parent, but not always. Some people with exceptional resilience come from difficult home circumstances, and they find mentors elsewhere, such as in the education space, their social environment, religious organisation, or in the workplace. Good resilience is also seen in the attitude that problems are a chance to learn, and not allowing them to control us.

However, in the face of great pressure, the resilience we have worked so hard to build up can fail us. A person with good coping skills may be overwhelmed by long-term stressors or a series of major losses. We all know that everything can tend to go well for a while, and then for some reason it all falls apart at once. For PWDs, this can certainly be the case as their health or other circumstances may take a turn for the worse. They may have been performing well in the workplace, but some employers are less understanding when they can’t anymore, which adds to their stress. Stress, in turn, further negatively affects their health and exasperates the situation. Then, family and friends may let them down, and their financial situation becomes constrained by high medical costs and/or a loss of income.

People in such situations thus really need understanding and help, and it is our duty to assist them in the workplace. It is unacceptable – and against the law – to exclude PWDs. It is wrong to add to their stress unnecessarily with unkind comments or behaviour. We must endeavour to help others build resilience or at least not break down what resilience they do have.

The struggle of those with disabilities, and of all humankind, is also against society’s oppressive, archaic ways of doing things, the ways in which it views and treats anything that is subject to it, and the ways in which it is acted out or resisted by individuals. As individuals we can seek either a brighter, more inclusive world for all, or try to maintain an existing but defunct system – it’s our choice.

The above is an extract from Racism, Classism, Sexism, And The Other ISMs That Divide Us by Devan Moonsamy, available from the ICHAF Training Institute and all leading books stores.

The book tackles contemporary issues in the South African workplace. It is an excellent guide for managers to harnessing diversity for success and overcoming diversity-related challenges.

Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan, please use the contact details below.

Tel: 011 262 2461 | Email: This email address is being protected from spambots. You need JavaScript enabled to view it. | Website: ichaftraining.co.za

South African author and diversity training guru, Devan Moonsamy, CEO of The ICHAF Training Institute has just launched his new book - Racism, Classism, Sexism, And The Other ISMs That Divide Us. “This book looks at overcoming the ISMs, (Instant Separation Magnets), in the South African context, and how to manage diversity so that everybody succeeds,” explains Devan. “The aspects of diversity are considered in detail with real examples and practical information on dealing with and preventing diversity-related problems.”

Here is a look at two scenarios from the book:
Imagine you are on the beach for a wedding. It’s so beautiful, and you feel like it’s a privilege just to be there. Suddenly, everyone goes quiet, and you turn to look behind you. The bride has arrived. In front of her walks a man playing the bagpipes. ‘The bagpipes?’ you think, ‘He must be at the wrong wedding!’ Both bride and groom are black.

In fact, he’s at the right wedding. The groom is descended from a Scottish man who adopted the Zulu culture and became a chief. He fathered many children with his Zulu wives almost 150 years ago. His offspring still embrace and merge aspects of the Scottish and Zulu cultures. It is certainly a proud and vibrant heritage to have. This is but one example of how pluralistic South Africans are.

Poverty is no cause to stay away from the market. Residents bring food and other supplies to be distributed to the needy. It’s no shame to come to the collection for help. Everyone understands that people fall on hard times. Over time, however, there have been noticeably fewer women, youths, people with disabilities and non-South Africans among those in need of charity. Better education, employment opportunities and fair wages mean a single mother can adequately care for her family on her own, and more youths have decent jobs. Xenophobia, homophobia, transphobia, racism, sexism, classism – these problems have become increasingly unfamiliar to the residents.

Integration in a context of such diversity does seem like a strange dream to many of us. But isn’t it beautiful? Wouldn’t it be wonderful to have?
Racism, Classism, Sexism, And The Other ISMs That Divide Us helps readers bring about transformation in their everyday dealings and in their organisations. It is useful for managers, HR departments, corporate trainers, strategists, students, and anyone facing situations of diversity which require strategic and prudent interventions. It helps in inspiring positive change, changing mind-sets, and transforming the status quo for the better of all

Help others enjoy more fruitful relationships with their peers by breaking free of classism, sexism, ageism, body shaming, etc., Learn how to manage prejudice and racism in your daily life.

Available at all leading bookstores!

Buy the online version on Kindle https://www.amazon.com/Racism-Classism-Sexism-Other-Divide-ebook/dp/B07H2H2S27 or order hard copies online from devan-moonsamy.com
For corporate orders, please use the contact details below.
Tel: 011 262 2461 | Email: This email address is being protected from spambots. You need JavaScript enabled to view it. | This email address is being protected from spambots. You need JavaScript enabled to view it.

By Devan Moonsamy – CEO The ICHAF Training Institute

About a week ago, the Western Cape High Court made a ruling which provides legal protection to Muslim women and their children in cases of divorce. The Weekend Argus reported, ‘The Western Cape High Court judgment ordering Muslim marriages to be legally recognised speaks directly to “a very patriarchal Muslim society”, which has always benefited men and left women with nothing after divorce.’ The Muslim Judicial Council welcomed the decision, which it seems should have been made long ago.

It is not the only recent legal development which has sought to protect women’s rights in Muslim marriages. Why should there even be a need for this? South Africa is supposed to be among the nations with the best legislation worldwide. Isn’t this already in place? Surely when we got our full Constitution in 1996 it cleared all this away?

No, it didn’t. It hasn’t solved all our problems. The High Court and the Constitutional Court still have a lot of work to do in protecting people by ensuring the correct interpretation and implementation of our laws.

This is a strong case in point when it comes to women’s rights denialists who continue to stare blank-faced at the plight of women (and other victims of discrimination too). By this I mean that some people assume women have equal rights in law – they definitely do not in all cases – and this has fixed everything. But even where everyone has equal rights in law, in practice true justice is sorely lacking.

Why do genuine victims of discrimination still get no recognition? Some women are still cast aside when their husband dies. Our laws and rulings like these are not an excuse to sit back on our laurels and turn away from the plight of others. Black people still suffer in this country because of their colour. Women still suffer because of their gender. Children, youths and the elderly still suffer because of their age.

We have to stop denying these facts. I feel so frustrated sometimes when I hear people say things like, ‘But women/black people/youths have been given everything they want.’ The real attitude behind such statements is that they have ‘lost out’ because of this. ‘We’ve given you what you want – equal rights, jobs, education, etc. – what more must we do for you?’ They think it’s because people who are facing serious challenges are just ungrateful.

Do we really think that people in subordinate positions are complaining because they have nothing better to do? If this is true, why do we still need court rulings to protect women after the death of their husband? Despite such developments, women’s struggle against patriarchal dominance continues.
We have to start seeing the truth behind excuses that people have ‘equal rights’, that the women’s liberation movement has already achieved its ends, that racism and sexism outlawed has brought a closure to the matter.

We need to keep our eyes and hearts open to the plight of anyone and be willing to see and empathise with their pain. If we don’t, injustice of all kinds will continue to eat away at our lives because ‘None of us are free until all of us are free.’

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Tel: 011 262 2461 | Email: This email address is being protected from spambots. You need JavaScript enabled to view it. | Website: www.devan-moonsamy.com www.ichaftraining.co.za

By Devan Moonsamy – CEO The ICHAF Training Institute

It happens at corporate parties, in social circles, and in the family – skinny, large, short, tall, or somehow different from the ‘ideal’ others have in mind leads to body shaming.

It’s not just against others, however. Consider: what’s the thing you like least about yourself? Most likely it’s related to your appearance. We are unreasonably hard on ourselves and others in this way.
Knowing the stresses weighing on people today, why do we still have such high expectations? Perhaps two main reasons are that we lack awareness and that we are ‘trained’ by the media and society from a young age to criticise ourselves and others.

Advertising and celebrity culture are much to blame. Idolised body forms are daunting, and they are highly exploited in the media. Society thus pressures us to ‘be’ this or ‘be’ that. We need to choose to defy these unrealistic notions and help others feel comfortable around us, no matter their physical characteristics. A world of diversity is much more interesting, valuable and productive than a world of carbon copies.

Let’s look at this problem from the inside out through an example of what is really happening for people who are body shamed.

Mandisa grew up in a home where there was little money, even for food. She begged on the streets for something to eat from a young age. Often, the only time there was happiness at home was when there was food on the table. Her parents could be abusive, but never when there was food. As a result, she developed a difficult relationship with food without realizing it. Mandisa began to see food as a comfort, as a sign that all was well with the world, and that she could relax and not be afraid. 

Mandisa developed a sugar addiction, and although she knows people judge her for her weight, she can’t help turning to food because she sees it as a source of security, sometimes her only friend. Like other people whose bodies don’t fit what people believe is ‘attractive’, she is painfully aware of it. Her husband tries to hide food away from her, but this only makes life more difficult, and she starts to eat in secret, further marring her relationship with food.

One day at work, in front of her, Mandisa’s boss tells someone to move some equipment around because she has some difficulty getting past it as she is ‘a heavy lady’. Mandisa is humiliated and rushes to the bathroom to hide her tears.

Mandisa’s boss didn’t mean to insult her, but at times people aren’t even aware that they are ‘fat shaming’. How might Mandisa’s boss have handled the situation with more tact? And, what could her husband do to help her?

People are highly critical about body types, likely because we are such visual creatures. We are swayed by what we see, and we often fail to find out more about a situation.

People may say that it’s good to be strict with others and that we have a duty to warn them about their being overweight for health reasons. Being extremely thin is also unhealthy, and can indicate an emotional problem. So aren’t people justified in pointing it out and telling the person to change their eating habits? When people do manage to do this, they are highly praised, even used in advertising to sell products. Those who don’t are often ostracised.

A critical question is: what do we do when we see someone isn’t responding to ‘advice’ to change their body? Do we nit-pick at the issue or treat the person badly? Some people may even punish the person for not complying. But does this really have any chance of helping them when they are already fighting a battle against an underlying health problem they may not even know about, battling stress and emotional scars, or their weight has changed because of medication, allergies, surgery or for many other reasons?

If you are struggling with these problems, and they are affecting employee satisfaction and performance in the workplace, it needs to be taken very seriously and addressed. Racism, Classism, Sexism, And The Other ISMs That Divide Us delves into these issues and offers practical solutions to problems surrounding body diversity, as well as other diversity issues which can hamper organisational progress and cause deep hurt to individuals if not handled with care.

The book looks at overcoming instant separation magnets (ISMs) in the South African context, and how to manage diversity so that everybody wins. The aspects of diversity are considered in detail with real examples and practical information on dealing with and preventing diversity-related problems.

Racism, Classism, Sexism, And The Other ISMs That Divide Us helps readers bring about transformation in their everyday dealings and in their organisations. It is useful for managers, HR departments, corporate trainers, strategists, students, and anyone facing situations of diversity which require strategic and prudent interventions. It helps in inspiring positive change, changing mindsets, and transforming the status quo for the better of all.

Racism, Classism, Sexism, And The Other ISMs That Divide Us (ISBN: 978-0-620-80807-1) by Devan Moonsamy is available from the ICHAF Training Institute.

Tel: 011 262 2461 | Email: This email address is being protected from spambots. You need JavaScript enabled to view it. | Website: www.devan-moonsamy.com www.ichaftraining.co.za

By Devan Moonsamy – CEO The ICHAF Training Institute

Eid-ul-Adha is just ending, and I am reminded of the struggles many Muslims are undergoing for various reasons. Eid-ul-Adha is the Festival of Sacrifice, a commemoration of how Ibrahim’s (or Abraham’s) faith was tested by God, how he proved himself worthy, and how God approved of him for his incredible show of faith.

Something often pointed out is that, even though Ibrahim was willing to sacrifice his own son at God’s command, God prevented the actual killing, and supplied an animal to be sacrificed instead. Therefore, many conclude that the sacrifice of human life is not in fact required by God to prove faith.
It would seem that what one does in service of God and obedience while alive are more important. What service and obedience require exactly people will not necessarily agree on. Some believe it does include the sacrifice of human life, not just to prove faith, but also to seek revenge and carry out justice.

However, the majority of Muslims are really peace-loving people. They have been spending a lot of time in congregated prayer for the festival, and while the theme of sacrifice is important, thoughts of revenge and seeking justice for wrongs are not on their minds. Many religious people will agree that it is for God ultimately to judge and punish humans if they deserve it. Our limited knowledge cannot substitute for God’s omnipotence and wisdom.

Muslims have a strong desire to worship God as their sacred text instructs, and to work and socialise together in a wholesome and meaningful life. Involvement in ‘terrorism’ runs contrary to this way of life.

That is why millions of Muslims align with the #NotInMyName campaign. The campaign was originally started by Muslims in the UK, who state on their website ‘we utterly condemn ISIS who are abusing the name of Islam with their acts of terrorism.’ Muslims are saying that ISIS does not speak for them and is misrepresenting their faith.

I am reminded of the 2014 hostage crisis which took place in a café in Sydney, Australia. I relate what a Muslim man named Umar from Australia said soon after the incident. He was extremely upset and said some things which at first were unexpected. He agreed that Muslims are being given such a terrible reputation by these acts of terrorism. However, Umar said that Muslims are being given this burden to carry for some reason. They are being persecuted for their faith, and that is to be expected.

Umar’s main concern was for ‘the righteous name of Allah’. That God is used as a justification for taking people hostage and killing them – that is the worst part. Muslims don’t want to be labelled terrorists. But more than that, they don’t want their God associated with terrorism. It’s not what people think about Muslims as much as what they think of Allah, who is an all-merciful, all-compassionate God.

According to many people’s religious faiths, God has the power to bring people back to life, to heal them, even to place them in a paradise, heaven or state of Nirvana. So the things we suffer will eventually be completely gone and replaced with something far better. Even in the here and now, the issue is not about our human worries and complaints. For many religious people, it’s about steadfast faith and humility.

One can certainly sense strong humility from someone like Umar, and a willingness to sacrifice his life, but not through his death, through his living for God. This is not easy when people point to you as the bad guy because of this decision. What this really means is that people must live for God every day, acting out their faith in all they do.

It’s not about seeking a heroic and glorious death with a one-way ticket to paradise. In comparison to the daily struggles we all face, the fight to resist various temptations, the latter seems something of a cop-out.

Yet, Muslims whose daily lives are such a far cry from the labels of ‘terrorist’ or ‘criminal’ are still being pasted with them by the ignorant. Some years ago, alarming evidence came forward that the 9/11 attacks on the US were more part of a kind of secret civil war than the acts of foreign-based terrorists. We probably won’t be able to settle on the truth of this matter for years to come because of the repercussions for citizens’ trust in their government.

Not everyone in current generations may be ready to admit the truth because the ‘War on Terror’ is all too fresh. In fact, it’s not over. It has been going on for a shocking 17 years and has required a massive sacrifice of human life, and I would include those who live with the scars in their daily life as part of that group. It has been America’s longest war ever, and predictions are that it will continue for about the next six years!

This not what the vast majority of Muslims want, or what the vast majority of people worldwide want. So why does it continue? There are still people who are angry and afraid to the point that they won’t or can’t give up the fighting. After almost two decades of fighting, some may not even know another way of life.
The evidence is certainly hard to swallow, and leaves one with such a sick feeling – even as a South African who may never have been to the US. I wonder if a better term for this ongoing war is the ‘War for Terror’.
There is too little being said about the needs of Muslims and others who have been caught in the crossfire. There are millions of displaced refugees who are struggling to find a safe place to settle down where they are welcome and can start to rebuild their lives. Even where they are being taken in, they may remain ostracised by the broader community for generations.

In South Africa, we have been largely shielded from the effects of the war, because our government did not become involved. Nevertheless, South Africans have been tested on their tolerance and ability to embrace and leverage diversity for everyone’s benefit, and people everywhere are facing this test.
Will we be willing to sacrifice our own comfort and advantage for the sake of diversity? Will we live our lives with conviction in being part of the solution? Will the world in time reject the senseless sacrifice of lives in favour of a different sacrifice – a sacrifice we can celebrate as a festival of the much higher cause to live for peace, for harmony, and guided by love for one another?

For more information on Devan Moonsamy and The ICHAF Training Institute please visit:
Website - http://www.ichaftraining.co.za/
Facebook - https://www.facebook.com/TheICHAFTrainingInstitute/
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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

By Devan Moonsamy CEO of The ICHAF Training Institute

When virtue is lost, one must learn the rules of kindness
When kindness is lost, the rules of justice
When justice is lost, the rules of conduct
And when the rules of conduct are not followed,
People are seized by the arm, and it is forced upon them
Lao Tzu

Freedom of speech is not what many people think it is. People believe freedom of speech is a license to say anything. This is not true. All our human rights are tempered with responsibilities. No freedom is absolute.

People seem confused about this issue. Freedom of speech was initially a concern because of political reasons. Freedom of association likewise initially was about politics, as well as religious faith. If we think any government, once in power, won’t want to curb our freedoms to protect its interests, we are being naïve. And these are key reasons for these freedoms.

Freedom of speech, and the other freedoms we enjoy, are not there to allow discrimination. The word freedom seems to make people think ‘It’s a free country’ is an excuse to abuse others and infringe upon their rights and dignity.

We have the responsibility to educate ourselves and others about what freedom is for and the logical limitations thereto. People don’t know these things, even people who are well educated otherwise.

And so it seems not that shocking that Mangin Pillay of the South African Institution of Civil Engineering (Saice) said that women basically aren’t suitable for the STEM field because they don’t have men’s work ethic, among other reasons.

Pillay is likely to be Saice’s ex-CEO as a result of what he said in the Journal of the South African Institution of Civil Engineering. It’s a bit difficult to retract this article. It’s not a blog that can be deleted. How this article slipped through into the publication is highly questionable. How could the editors and other staff involved allow this?

Of course, Pillay, as the CEO of Saice, had too much power. There was no one checking on him. People assume CEOs and other c-suite executives are beyond this nonsense. It is yet another disappointing display of how serious the problem of discrimination against women is, and how hard it must be for women to advance in STEM fields when gatekeepers like Pillay are blocking them because of their gender.

The journal can’t afford such bad publicity. Saice can’t afford this. The STEM field can’t afford this disgrace. Why? Because women are more than half of us. They are a vital part of our society. In an endless number of ways, they are needed. Not just in the home, but in every field and domain in existence.
People may say that women do not belong in certain positions, such as leaders in some religions. Nevertheless, their influence must be felt on some level. Otherwise, their needs will be ignored.

Certain roles are prescribed to women. Take for example the education needs of children. People assume that who better to speak for the children and protect their interests than their mothers? However, women and men are needed in the field of child education, but women are considered better suited to careers in child education, and there are, for example, very, very few male pre-school teachers. I have certainly not heard of any.

Is it any wonder then that schooling methods are largely girl-child friendly, and have been shown to disadvantage boys? Boys’ education needs must be met through teaching methods.

People will readily agree with this and say yes, let’s get more men involved in child education so that boys aren’t sidelined. But they readily dismiss the need to bring more women into male-dominated fields, thinking it’s not important.

It is easy to focus on the problem, and people are rightly upset about what Pillay said. But I think we should step back a little and try to address this with a sense of duty, as opposed to a sense of ‘righteousness’.

This article is written from a sense of duty to inform people about what freedom of speech is and what it is not. It is the duty of those of us who are informed to try to reason with others and encourage more reasonable, accurate viewpoints.
As shown in the quote at the beginning of this article, a quote from a highly-respected philosopher from ancient China, if people refuse the principles of virtue, kindness, justice, and even the rules of conduct, it will finally be forced upon them. I think that this is true.

Pillay is having the rules of conduct forced upon him because he forsook the other criteria for the humane treatment of his fellow creatures. His ideas are rejected, and he is being punished through the media. People across South Africa, and some people worldwide even, point to him as the problem, not as a solution to the needs, realities and composition of society.

We have to try to act with a cool head in as far as is humanly possible in such cases. We have a right to be fed up, all of us, women and men, about these insults. Nevertheless, the focus should be on educating others about the principles of virtue, kindness and justice, and about what freedom of speech is and is not.

There must be a clear distinction between freedom of speech and discrimination. Otherwise one will have to learn it the hard way. It is hoped that Pillay has learnt this lesson and will sincerely reconsider his words.

For more information on Devan Moonsamy and The ICHAF Training Institute please visit:
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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

Lest we forget: Banyana Banyana star Eudy Simelane 
By Devan Moonsamy, CEO of The ICHAF Training Institute

It has been 10 years since our Banyana Banyana soccer star Eudy Simelane was found gang raped, robbed and murdered. She was stabbed over 25 times. It is unfathomable that such brutality could ever be justified.
The reason for this heinous crime? Eudy was lesbian. In the decade since, it feels like we are no closer to overcoming this terrible persecution. Violence and abuse the world over against people of differing sexualities and gender identities is a reality. Our hearts go out to Simelane’s family who no doubt still feel the weight of her loss at the age of 31. Mally Simelane, Eudy’s mother, has said that she has finally found a way to forgive her daughter’s murderers.

What strength and humanity Eudy’s mother shows in the face of such devastation. Still, hate crimes such as this are destroying South African lives. And, what is more, it means that others like Simelane continue to live in fear, continue to hide who they are, simply because of some people’s complete intolerance for what is really none of their business at all.

The neighbourhood in which Simelane lived, KwaThemba on the East Rand in Gauteng, is said to be largely LGBTQ-friendly. Simelane may have felt safe, her family may have had a measure of confidence that she was accepted. As a result, the attack came as a massive shock to the community.
A long time has passed since Simelane’s death, but we mustn’t forget her. We mustn’t forget her bravery in living life as who she was, her advocacy for LGBTQ people, and as a soccer player in a male-dominated sport.

There have been many more recent cases, but this case is notable in that Eudy’s murderers were the first in South Africa to be convicted of so-called “corrective” rape. However, this characterisation doesn’t seem to apply, and LGBTQ organisations are guarded about the term as well.
Correction implies an attempt at discipline. This was extreme homophobic violence and a hate crime through and through that showed complete disregard for human life and dignity. Many South Africans will agree that such crimes are an offense against all of us, not only against people who are gay.
One such person is Bongi, a middle-aged woman from Mpumalanga. I feel that Bongi’s reaction to the issues gives considerable insight into the views of most South Africans. Her feelings on the issue, as an older member of a township community, should be taken very seriously, especially by those who purport to speak and act for communities, even believing they have a right to take justice into the own hands by attacking and somehow “correcting” homosexual people.

“You are killing the thing you think you are protecting”
What sparked an intense discussion was that Bongi recently heard those terrible words: “She deserved it”. This was not in reference to Eudy in this case, but another lesbian woman who was raped for so-called “corrective” purposes. Bongi seems shattered as she talks about it, she tries not to cry, but she can’t help it. She says she does not know the woman who was raped, but this person’s reaction continues to echo cruelly in her mind.

While Bongi can’t speak for everyone, I think her views on rape, and on homosexuality, will ring true for many South Africans: “I know there are murderers and rapists anywhere. It’s a fact of life. But when I hear them say ‘She deserved it,’ in front of me then I feel anger, and my bones feel like they are on fire. I know if I don’t get away I am going to spit on this man.”

“I also feel scared. It makes me scared of men. I can get scared just seeing some guys coming this way.”
When Bongi was asked if she would feel the same if a straight woman were raped compared to a lesbian, she said, “It’s the same... I don’t agree with people being lesbian or gays, but that is my feeling. It’s not for me to be playing God and deciding who is punished. It is not for anyone to take hate, or even thinking it is justice, as their excuse to do such things.

“It doesn’t matter if she sleeps in the bed with a man or a woman. She is doing her life, I am doing mine. If Eudy or this girl who was raped recently was my daughter, I would still say I love her. I would still say ‘Come to the house and let me meet the woman you are with.’… God is not going to punish me for that. Murderers will be punished and rapists and men who rape even small girls, they are going to be seriously punished.

“My awareness is heightened because I am a South African woman. I have to be prepared for a possibility. We tell each other, you must be strong now. Don’t wait until it happens to try make yourself strong. Even the 12-year-old girl must know she has to be very strong, she must know the township has dangers.”
“We tell the girls to always watch the men, and make sure they are not alone with any man. Even her uncle or brother can be dangerous. You think you can trust him. But then his friends get him drunk or get evil in his head.”

“If there is a man around the place, she must rather go to the neighbour’s house and wait for her mother to come home. If some guy is giving her mother or sister trouble, she must scream. She must scream loud. And she must use the locks, and keep the house locked.”
“Don’t these guys know how they destroy people’s trust? They destroy men’s dignity in addition. They destroy our dignity. They make themselves devils. They identifying themselves as devils…

“If a person is gay, it can be wrong, but I don’t know any gay people causing hate and violence… If you are violent and raping people, how can you say you are fixing a problem? What are you doing to help the community? You are not helping us. You are destroying us. You are killing the thing you think you are protecting, because we are one group of people, one group that is God’s children. It’s not gays outside and the rest of us under God. We are one people.”

Bongi was asked, “Why do you think these men did it? Was it only because the women are lesbian?” She replied, “It’s because their hearts are dead. Lesbian and gay people are just their excuse to be devils, their excuse to act out this kind of evil in them.”

For more information on Devan Moonsamy and The ICHAF Training Institute please visit:
Website - http://www.ichaftraining.co.za/
Facebook - https://www.facebook.com/TheICHAFTrainingInstitute/?ref=br_rs
Twitter - https://twitter.com/TheIchaf

-- ENDS -- 

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

By Devan Moonsamy CEO of The ICHAF Training Institute

Does this text look unusual to you? Don’t let that put you off. This article uses OpenDyslexic, a free, downloadable font created to increase readability for those with dyslexia.

Let’s learn more about dyslexia and how we can help those with reading problems in the workplace.

There are many types of disabilities and not all affect a person’s performance at work. There are often ways to get around the obstacles associated with disabilities. There are ingenious ways to make life and work easier for people with certain challenges.

Disabilities can prevent a person from doing certain tasks or functioning in the usual way that others do, but they can learn to work around that. A disability need not prevent a person taking up employment in most cases, provided they have job opportunities and discrimination does not occur.

There are less obvious or unseen types of disabilities which others can find difficult to understand because they may notice little, if any, evidence which convinces them of the existence of the problem. This includes dyslexia (difficulty with reading), or one you may not have heard of called dyscalculia (difficulty with arithmetic), as well as mental health disorders.

Dyslexia affects 5% to 10% of people. Because of embarrassment and ignorance about the problem, many people with dyslexia do not get help, especially if they are labelled ‘poor students’ or ‘lazy’, and dropout. Such judgements about people with dyslexia are far from the truth.

Many people who are highly successful struggle with dyslexia, including scientist Dr Maggie Aderin-Pocock (who received a knighthood from the British Queen for her work), and South African engineer Dr Hardy Johnson who has two PhDs, one in Electrical Engineering and the other in Humanities.

It’s very important to note that it is not that a person with dyslexia can’t read, but that they require time and a quiet space to do so without interruptions. Reading under pressure is the real challenge.
Allowing time to absorb information is necessary for everyone, and a person with dyslexia is equally entitled to time to allow them to absorb information as it pertains to their work without pressure being placed on them.

Sometimes the worst of a disability is happening when no one is around, in the personal struggle of the individual to overcome their hardships in order to face the world and pretend to be fine again. It is a frustrating struggle to manage and overcome what seems to come so naturally to others and which they take for granted.

Children with dyslexia are placed in a difficult position by teachers who expect them to read aloud in class, and cannot understand why they do not perform well in certain areas when they seem to be bright in everything else. Exposing a person with a disability (PWD) to embarrassing situations should be avoided as it does not help in building the person’s self-esteem which is essential in managing their problem.

In the workplace, if people with dyslexia are not able to come forward and explain their problem without fear of being judged or being seen as unsuitable for their work, it can cause problems for the individual and the organisation. Such problems are avoidable, and easily overcome with the right attitude.

There are practical ways to overcome problems related to dyslexia. As often as possible, we can communicate verbally with someone who has dyslexia or who seems to prefer other forms of communication to reading.

There are also tools to help and some are free. One tool is the OpenDyslexic font mentioned above. The font is continually being improved based on user input to make it the best possible font for its purpose. It works with Microsoft, Apple, Android and Linux apps.

This article is left-aligned because this format is better for people with reading difficulties. A large typeface is best, from size 12-point and up. It's also good to break the text up into many paragraphs with wider spacing and to use bullet points where possible.

Getting to the point is always important these days. Waffling is now strongly discouraged in writing. Be succinct. Even in academic texts, people now expect to see plain language. Pictures and diagrams also aid learning and understanding, and they are interesting for all users, regardless of reading level.

Intuitiveness is critical when it comes to persons with disabilities in and outside the workplace. If a staff member doesn’t read a document we have given them immediately, step back and give them a chance to do so in their own time. If it’s urgent, tell them in person or by phone, and find out what their preferred communication method is. Also, establish with them an email response time they are comfortable with.

When working in a team, someone can be designated as the communications person who is there to help others, including those who may struggle with certain types of communication. The communications person can take dictation from those preferring this method.

Encourage the use of mobile voice messaging on platforms such as WhatsApp. Look for ways such as this to accommodate workers and place them in positions where they will excel rather than marginalising them.

People with dyslexia often have strengths in other areas, particularly a good memory, spatial (3D) intelligence and understanding of physics. They are also able to imagine possibilities and answers to practical problems in their mind without the aid of pen and paper or a computer. They may often recall images very clearly, while others rely on what they have converted from image to semantic (in words) or procedural (in phases) memory, which has its disadvantages in terms of creativity.

Some with dyslexia can work out solutions to complex problems, quickly running through various options, discarding those they see won’t work until they come up with the best solution. Computer modelling was developed based on this way of thinking.

The creative in people mustn’t be side-lined in today’s complex society where multidisciplinary solutions are needed to solve big problems. A major advantage comes with hiring people who have certain types of disabilities but who, as a result, develop superior capabilities in other areas. PWDs also often have a wonderful never-give-up attitude.

In training our learners, ICHAF makes use of various approaches and types of materials to help individuals with different learning styles. As dyslexia is common, it helps many learners when we use the right techniques. We keep our groups small to ensure individual attention, while the environment is always friendly, low pressure and conducive to learning.

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
ENDS
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

Don’t Go Without Solid Policies in Your Organisation
Part II: Harassment and Abuse Policies

By Devan Moonsamy CEO of The ICHAF Training Institute

As discussed in the first part of this series, a sound policy structure is an insurance blanket against many common problems that crop up in the workplace. Policy is a cornerstone of responsible management because it protects all concerned parties. What must be emphasised as much as the need for a policy is that staff know its provisions and abide by them.

Training and work-shopping a policy are thus necessary, and the right corporate trainer can do exactly that, but in an innovative way that ensures staff are well engaged in the policy training session and not bored and inattentive.

My many years of engagement with managers and staff in diverse South African contexts has helped me see that all parties want to feel secure at work, and they usually dislike ambiguity. They want to know what is expected of them and those around them.

In fact, an effective way to relieve stress and conflict among your staff is to make sure they know exactly where they stand. Policy provisions combined with education on such provisions is a winning formula in this regard.

So what policies should be drafted? We discussed BEE and gender equity policies in the first part of this article series. Here we will look at harassment and abuse policies, which can safeguard against many PR and labour-related problems.

Harassment and Abuse Policy
Companies and officials have a responsibility to protect those who are seen as vulnerable or as targets by abusers and harassers. ‘Harassment and abuse’ do sound scary, and this often means people just avoid the issues and hope it never happens. What should be much scarier is that the issues are being ignored, because this means that problems will happen. They most certainly are happening because few seem to have the skills, empathy and authority to really tackle harassment and abuse in the workplace in a meaningful way.

However, it is not that hard to draft a policy about harassment and abuse, and we will give you some great pointers here. When looking to draft any policy, a good starting point is our country’s legislation, which tells us a lot about what everyone’s rights and responsibilities are on all manner of issues. If in doubt, start with the Constitution’s provisions on human rights. Harassment and abuse are infringements against these rights.

Policy provisions should expressly forbid racism, sexual harassment, harassment of LGBTQI people, and xenophobia. The policy must protect employees against offensive speech – especially hate speech – and gestures and acts by having a reporting line and real consequences for offenders. Stipulations should be given for the offence to be acknowledged, the victim supported and protected from further harassment, and the offender to be held to account according to the seriousness of the offence.

To educate employees, they need to understand what harassment is. The difference between a thoughtless or poorly worded remark and harassment is fear. When a comment or action makes a person feel threatened, it is harassment. On the other hand, abuse is more easily recognised, but employees should know that it is to mistreat someone with disregard for their human rights. Put these definitions and explanations in the policy document so there is no ambiguity.
Power and authority can be abused in combination with abusing an employee, making such behaviour more serious than people realise. People may take a theft case more seriously than sexual harassment, forgetting that there are at least two victims in the latter case, and only one in the former. Sexual harassment endangers a company’s reputation as well as the victim of the abuse, and it should be taken much more seriously than it usually is.

A wolf whistle may seem harmless, for example, but for a young woman it can be very unsettling. This is because she is aware of what is really on the harasser’s mind. In a young woman, such fear will affect how happy and secure she is at work. Your workplace policy must protect her. Don’t just think about the company’s reputation, think about keeping your staff safe and happy so that they can give their best at work.

Employees should preferably be educated on what harassment is and why it is a problem before there is any chance for harassment to happen. There should be no uncertainty as to what is expected of men and women in the workplace.

Three other key factors related to harassment and abuse should also be discussed in policy and with staff: vulnerability, opportunity and consent. Some are more likely targets than others in terms of abuse. It is wise to prevent opportunities for harassment of vulnerable individuals by ensuring there is good supervision and security in place.

The concept of consent should be explained so that there is no uncertainty. Consent for any sexual act must be explicitly given. However, it is wise for management to prohibit sex, sexual acts and propositions for sex at work. This does not mean that there is no place for romance, but sex acts and propositions should not be happening during working hours and on company premises. Age of consent (16 years, but exceptions apply which make it unwise until the person is 18) can also be explained to employees and discussed in the policy.

Further issues to cover in your harassment policy include clear boundaries for behaviour, speech and equity; the various types of relationships that can arise in the workplace, and the professional expectations for these, specifically in relation to sexism; safety procedures; reporting lines and communication procedures; and legal recourse and punishment of offenders.

Staff who know all the basics will be much better equipped to handle and prevent abuse and harassment, as well as being forewarned as to what will happen if they perpetrate acts of abuse or harassment. It is easier to hold an employee to account on key performance indicators (KPIs), as many readers will well know, when they are clearly set out on paper, and the employee was made fully aware of them. Likewise, when staff members know the company’s stance on abuse and harassment, as clearly contained in policy, they will be more likely to respect conduct parameters.

ICHAF is a training provider with years of experience in training up conscientised, empowered employees who serve as proud and reliable brand ambassadors. Not only do we train staff on the critical skills needed for their job tasks, we also work on soft skills including diversity management, conflict management, ethics, and leadership, to name a few. We are ideally placed to conduct workshops and educate your staff on abuse and harassment in the workplace to the benefit of all involved. 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

-- ENDS --

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 

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