PART I: CONTRIBUTION OF SOEs TO WOMEN EMPOWERMENT OVER THE PAST 10 YEARS Presenter: DPE Venue: Parliament, Cape Town Date : 04 August 2004 Time : 09H30

TRANSFORMATION IN SOEs Gender transformation is facilitated through implementation of: Employment Equity Skills Development Black Economic Procurement

CONTRIBUTION PER SOE - Transnet Mainstream gender initiatives have been through: An established Women Development Programme unit reporting to Executive HR Management; Strategy in place guiding women empowerment initiatives; The Strategy focuses predominantly on executive women in exclusion of other women in Transnet. Strategy focusing on all women not yet approved by Board.

TRANSNET – Employment Equity Summary of Women Representation in Transnet 1999-2000 2000-2001 2001 - 2002 2002-2003 2003-2004 Category Transnet Levels Actuals Targets   Legislators, Senior Officials & Managers 102-103 50% 70% 61% 65% 67% 75% 73% 104-106 39% 42% 37% 44% 55% 60% 109-610 34% 36% 40% 43% 52% 18% 25% 16% 22% 29% 24% 20% 15% 21% 26% 30% 23% 33% Managers / Professionals 17% 9% 35% 32% All levels 13%

TRANSNET – Women Complement

TRANSNET – Women Representation SOME KEY ISSUES: Employment Equity focuses primarily on executive, senior management and professional women Proper records kept from 1999 to date Women representation at prioritized level ranges from 13% in 1999 to 17% in 2004 This is below the organizational target ranging from 15% in 2000 to 25% in 2003

TRANSNET – Skills Development The Transnet Leadership Development Programme in place: Programme focuses on leadership and management training and development for women Initiative is offered in partnership with UNISA, WITS Business School and Gordon Institute of Business Science Women participation ranges from 37% in 2003 to 71% in 2004 34% beneficiaries are internal female bursars, and 39,4% external bursars Women who have undergone technical training in Transnet declining: 2000/1 - 7,2% 2001/2 - 9,2% 2002/3 - 3,2% 2003/4 - 2,6%

…// continues Transnet- business units implement their own flagship project focusing on women development: WOMEN ON RAIL: Focus on mobilizing female train driver who are trained in Spoornet; MARINE PILOT PROGRAMME: implemented by NPA Aim is to increase marine cadet of HDI women. To date at least 40% cadet trained are women. WOMEN IN OPERATIONS: SAPO in 2000 initiated a programme of training women on logistics and port management. The programme is run in partnership with Rotterdam port and Korean maritime university. To date 12 women have gone for a 2yr training programme. WOMEN IN AVIATION: SAA runs a management training programme targeting senior and middle management. To date 20 women have been trained since the inception of the programme.

TRANSNET – Board Composition / Women GENDER REPRESENTIVITY @ BOD 1999 2000 2001 2002 2003 Group 5/13 3/12 6/18 6/15

CONTRIBUTION PER SOE - Eskom Employment Equity EMPLOYMENT EQUITY 1999 2000 2001 2002 2003 Women 18.4% 22% 24.5% 28% Focus is primarily on management that includes supervisory and professionals. This is a percentage against total staff members in the referred echelons.

ESKOM – Women Complement

ESKOM – Skills Development Skills development programmes: ESKOM CEO PROGRAMME: Focuses on increasing technical skills of black women employees. Training in partnership with Warwick University, Da Vinci Institute for the Management of Technology and Innovation 40 Women have graduated to date and 50 still going through the programme WOMEN ADVANCEMENT PROGRAMME: Focus is on development of technical leadership of women to take up senior positions in the Generation, Transmission and Distribution divisions

ESKOM – BEE Procurement 1999 2000 2001 2002 2003 - R197m R517m In 2001 the Board approved a policy to assist in mainstreaming economic empowerment; Women economic empowerment is only measured in terms of defined BEE procurement expenditure which only started in 2002

ESKOM – Board Composition / Women GENDER REPRESENTIVITY @ BOD 1999 2000 2001 2002 2003 Eskom Group 2/8 4/15 Eskom Development Foundation 6/10 6/9 Eskom Enterprises 1/10 1/7 Prior 2002 Eskom had the Electricity Council that acted as BOD. The shareholding ministry appointed the new BOD in 2002. The Development Foundation was only established in 1999/2000. The Eskom Enterprises was only established 1999/2000 focusing on the non-regulated business on Eskom.

CONTRIBUTION PER SOE - Denel Employment Equity 1994 % 1995 1996 1997 1998 1999 2000 2001 2002 2003 MALE 78.8 78.6 77 77.2 74.5 73.3 75.6 76.3 75.9 73.9 FEMALE 21.2 21.4 23 22.8 25.5 26.7 24.3 23.6 24.,1 26.1

…// Continues In 2002 DENEL envisaged to achieve 10% representativity of females at executive, management and technicians levels The actuals attained ranged from 0% to 18% in 2002 and in 2003 achievements ranged from 12% to 28%. There has not been significant increase in Employment Equity in Denel, particularly in relation to women empowerment

…// Continues DENEL GROUP RACE & GENDER 92 93 94 95 96 97 98 99 00 01 02 03 04 WHTE MALE 10.033 8.409 8.112 8.088 7.954 7.636 6.488 5.521 5.021 4.729 4.647 4.314 4.181 FEMALE 2.511 2.180 2.037 2.041 2.084 1.941 1.996 1.642 1.312 1.138 1.064 1.103 1.985 ACA 3.049 3.893 2.837 2.783 2.941 3.299 3.307 3.384 3.413 3.197 3.557 3.628 3.702 818 1.090 909 914 1.171 1.282 1.352 1.602 1.397 1.479 1.709 1.589 TOTAL 16.411 15.572 13.895 13.826 14.150 14.158 13.143 12.149 11.143 10.376 10.747 10.754 10.457

DENEL – Skills Development External Bursars FIELD OF STUDY TOTAL GENDER MALE FEMALE Chemical Engineering 12 10 2 Aeronautical Engineering 6 4 Mechanical Engineering 17 14 3 Electrical Engineering 11 1 Industrial Engineering 5 Technical Software Systems Electronic Engineering 66 54 Computer Engineering 16 9 7 Marketing B Tech Commerce GRAND TOTAL 164 125 39

DENEL – Board Composition / Women GENDER REPRESENTIVITY @ BOD 1999 2000 2001 2002 2003 Group 3/14 3/15 2/15 2/14

DPE – Intervention Strategies At the operational level, there are no mechanisms currently in place. However, going forward these are the interventions: Translation of analyzed data into implementable strategy Consultative / Partnership with Gender office at The Presidency Development of operational guidelines on the strategy with quantifiable targets, and incorporated into shareholder compacts for performance monitoring purpose and sustainability reporting framework being finalized The SOEs’ performance will be monitored and analyzed quaterly and annually

…//Continues Development of SOEs’ Women Empowerment Strategy I.e policy instruments such as: Appointments of Boards of Directors in Soes Employment Equity Economic Empowerment Job Creation (EPWP) Skills Development HIV/AIDS

PART II: CONTRIBUTION OF DPE TO WOMEN EMPOWERMENT

Guiding Policies and Legislative Imperatives The constitution of the RSA provide for the promotion of equity in terms of Race and Gender The King II report on Good Corporate Governance The passing of the Black Economic Empowerment Act in 2003 provides a broad framework for empowerment The Global Reporting Initiatives (GRI) provides guidelines on and principles of triple bottom line reporting

DPE – Employment Equity Racial Representation : Woman (emphasis on African and Coloured), at senior management level is currently exceeding the revised minimum national affirmative action targets as set for the Public Service by 2005. Salary Levels : Black People middle management level (Deputy Directors and Assistance Directors) represent currently78% Woman at middle management level represent currently 56,2% and particularly African and Coloured woman 37% of DPE middle management staff component.

DPE – Senior Management Composition

DPE – Skills Development Programmes currently implemented: Internships Department needs to focus more on capacity building initiatives, particularly with reference to women

DPE – BEE Procurement Women Beneficiaries: Restructuring transactions: Sale of government stakes to communities in the forestry 55% of retail investors in Telkom IPO are women Tendering process: Equity & empowerment are preconditions for bidders Skills Deployment of women in SOE executive structures (Boards & Executive committees are gender balanced)

Thank You