1. 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

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

3. 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.

4. TRANSNET – Employment Equity
Summary of Women Representation in Transnet
Category
Transnet
Levels
Actuals
Targets
Legislators,
Senior
Officials &
Managers
50%
70%
61%
65%
67%
75%
73%
39%
42%
37%
44%
55%
60%
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%

5. TRANSNET – Women Complement

6. 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

7. 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%

8. …// 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.

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

10. 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.

11. ESKOM – Women Complement

12. 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

13. 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

14. 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.

15. 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

16. …// 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

17. …// Continues DENEL GROUP RACE & GENDER 92 93 94 95 96 97 98 99 00 0102 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

18. 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

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

20. 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

21. …//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

22. PART II: CONTRIBUTION OF DPE TO WOMEN EMPOWERMENT

23. 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

24. 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.

25. DPE – Senior Management Composition

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

27. 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)

28. Thank You