Two decades of celebrating success: Standard Bank Top Women Leaders publication hits 20 year milestone
Standard Bank Top Women Leaders celebrates the gender empowerment journey of South Africa as seen through the lens of our publication. Since 2004, the Top Women brand has been South Africa’s leading advocate for gender empowerment, celebrating women-led business success, and spotlighting organisations which have not only integrated this imperative within their operations, but achieved unparalleled growth because of it. Throughout the years the selection of thought leadership articles by women leaders, our features on prominent trailblazers, and our tips and advice for success have provided inspiration to the many female entrepreneurs out there seeking role models and advice. The brand has grown from strength to strength through its strategic alliances with organisations that share its passion for meaningful transformation, including the Department of Trade, Industry and Competition, UN Women, the Commission for Gender Equality and our Platinum Partner, Standard Bank. This milestone 20th edition will be launched at the prestigious Standard Bank Top Women Conference on 22 and 23 September at the Sandton Convention Centre. A taste of some of the exciting content you can expect includes catch ups with our Standard Bank Top Women Leaders cover icons over the last decade. These include Leila Fourie, Group CEO at the JSE; Dr Anna Mokgokong, Executive Chairperson at Community Investment Holdings and Chancellor of North West University; Caster Semenya, Olympic and world athletics 800m champion; Wendy Applebaum, business leader, philanthropist and Chairperson of DeMorgenzon Wine Estate; and Professor Glenda Gray, Chair of the Global Antibiotic Research and Development Partnership (GARDP) to name a few. The editorial features cover a cornucopia of topics, looking at where we are in terms of GBVF, South Africa’s Young Global Leaders, AI, The Ripple Effect of Empathy, Top Women in Africa, Board Diversity, Sustainability and Scaling, Transformation, and The Importance of Networking. We also celebrate the amazing women breaking barriers in typically male-dominated industries, with our ‘Top Women Across The Board’ section, shining a light on the women blazing the trail in the fields of tech, mining, finance, engineering and more! In addition, we showcase the phenomenal award recipients of the Young Achiever of the Year; Entrepreneur of the Year, Business of the Year and Business Leader of the Year at the 2024 Standard Bank Top Women Awards! And last but by no means least for your edification is the index listing a selection of the top gender empowered companies in South Africa. To find out more about the Standard Bank Top Women Leaders publication, contact Odelia Fester, Top Women Leaders project manager at odelia.fester@topco.co.za.
Triple S: The simplest business plan ever
By Juanita Vorster Traditional advice guides business owners who feel stuck in some way to review – or create – a business plan as a framework for identifying the cause of feeling stuck. The catch is that a business plan can often be unnecessarily complex or lengthy for a business owner that is in need of quick and practical insights. An existing or template business plan may also be more geared towards funding requirements than the relentless grind of running a business past the initial exciting first few years. Business owners who are feeling stuck or overwhelmed need a simple structure that they can remember and review of the top of their heads. The following structure requires that a business owner reviews the entire business using only three main topics – strategy, sales, systems – and five questions – why, who, what, where, when, and how. For more complex entities, the same three topics and five questions can be used for each distinct business unit. The trick to keep this structure as simple and useful as possible is to stick to the three main topics, and to adapt the specific questions to the unique needs of the business. This flexibility also makes it much easier for business owners to do this review quickly and regularly. Strategy Every business needs a strategy. In the simplest terms, designing a business strategy is deciding where the business is going and how it’s going to get there. Questions to ask during this topic of the business review include: Sales A brilliant business strategy is useless without sales that bring it to profitable life. Questions a business owner can ask themselves when considering the state of sales of the business include: Systems Under the systems topic of this simplified business review, a business owner has to consider the people, processes and technology that enable the business to consistently implement its strategy. After completing this quick review, all that’s left for business owners to do is to create an action plan based on what they discovered during the review, and then do everything they can to make sure that the plan is followed. Running a sustained profitable business might be hard, but it doesn’t need to be complicated.
‘Success without people is empty’ – Africa Tech Founder of the Year Oscar Molaba
By Koketso Mamabolo Vision, perseverance and entrepreneurial spirit is what defines the Africa Tech Founder of the Year. For the judges of this year’s awards, Oscar Molaba, the founder of Batanidza Technologies, has demonstrated “exceptional leadership, innovation and impact” which landed him one of the headline awards at the ceremony held on after the first day of this year’s Sentech Africa Tech Week summit, held in Cape Town. Batanidza Technologies describes itself as a link between people, organisations and technology, offering innovative solutions such as AI software-testing and IT resource augmentation. The company has achieved rapid growth over the last six years driven by Oscar’s extensive experience in ICT consulting, business development, and strategic growth. “I founded Batanidza to create a consulting business where people felt seen, valued, and impactful. The journey has been anything but linear, but it’s been rich with purpose.” We found from Oscar what inspires him, what the biggest lesson in his career is, and more. Congratulations on winning the Tech Founder of the Year award. What does winning the award mean to you and your organisation? Winning this award is deeply meaningful, not just for me, but for everyone at Batanidza Technologies. It’s a powerful affirmation that purpose-driven leadership matters, and that building with heart, with people in mind, and with Ubuntu at the core, can lead to real success. This recognition is also a tribute to my team, most of whom are women, who have carried our vision forward with excellence, grace, and grit. For us, this award is not the finish line; it’s fuel for the road ahead. Read: The full list of winners from 2025 Africa Tech Awards Please tell us about your journey, how did you get to this point in your career? I started as a junior software tester nearly two decades ago. Back then, I was just eager to learn and earn my place in a fast-paced industry. Over the years, I climbed the ranks through roles in QA, project delivery, business development, and eventually strategic planning. But I always felt a disconnect in many environments, consultants were often treated like numbers. That discomfort became my drive. I founded Batanidza to create a consulting business where people felt seen, valued, and impactful. The journey has been anything but linear, but it’s been rich with purpose. What are the biggest lessons you’ve learnt in your journey and how have you been able to apply them? The biggest lesson? Success without people is empty. I’ve learned that culture eats strategy every day, if your people aren’t aligned with your purpose, no strategy will hold. I’ve also learned to trust timing; growth doesn’t always come as fast as we’d like, but consistency compounds. At Batanidza, we applied these lessons by building a culture that prioritizes inclusion, collaboration, and integrity. We don’t just hire skills, we hire values. That’s helped us scale sustainably and build a brand that people trust. What inspires you to do what you do? I’m inspired by the possibility of creating real, lasting change, especially in communities that have historically been left behind by the tech economy. Every project we deliver, every consultant we mentor, every job we create, it all contributes to something bigger than ourselves. Seeing someone grow into their potential because they were given an opportunity, that drives me. I believe that technology should be a tool for empowerment, and I wake up every day with a deep sense of purpose knowing that Batanidza is helping to build a more inclusive, more connected future for Africa. What do you believe are the major trends we should be looking out for in the next few years? The next few years will be shaped by AI integration, cloud-first strategies, and automated testing at scale, but beyond the tech, the bigger trend will be human-centered innovation. The companies that will lead are those that can blend emerging tech with empathy, ethics, and relevance to local needs. I also believe inclusive hiring and digital access in underserved communities will become not just moral imperatives, but competitive differentiators. The future is digital, yes, but it must also be deeply human.
From DEI to AI: Nedbank’s Deb Fuller on why humanity is still key for success
From General Electric, building a bank, and now leading the HR portfolio at one of Africa’s leading banks, Deb Fuller’s story is one of how human-centred leadership trumps everything. In this episode of the Business Unusual Podcast, Deb joins Ralf Fletcher to discuss why DEI is evolving, the reason why culture is even more important than strategy or even execution. “If you’re not solving for execution, your strategy is merely a pipe dream. But from my perspective, I truly believe that culture is actually what eats execution and strategy for breakfast.” This is a must-hear for anyone ready to: Listen if you’re ready to challenge assumptions and accelerate leadership that matters.
South Africa’s business elite: This is your moment to shine
The 24th annual Nedbank Oliver Top Empowerment Awards returns on 31 July 2025 at the prestigious Sandton Convention Centre, celebrating the organisations driving real transformation, empowerment and inclusive economic growth in South Africa. With entries closing in just one week, this is your final opportunity to stand among the nation’s most powerful brands and visionary leaders. Join the icons of industry You’ll be in world-class company alongside sponsors such as Nedbank, The South African Local Government Association (SALGA) and this year’s participants, including renowned names like Old Mutual, Nestlé, Sasol, Sanlam, Mondi Group, and Schneider Electric together with over 700 VIP delegates, ranging from C-suite executives to senior government stakeholders. The evening promises to be a celebration of impactful initiatives and transformative leadership. Past keynote speakers and Lifetime Achievement Award recipients have included President Cyril Ramaphosa, former President Thabo Mbeki, Mr Trevor Manuel, Dr Mathews Phosa, Dr Anna Mokgokong and Professor Thuli Madonsela, among other national icons making this a stage where legacy meets leadership. Why leading companies enter: Being named a winner or finalist at the Nedbank Oliver Top Empowerment Awards places your brand in a league of excellence – boosting investor confidence, attracting top-tier talent, and giving you marketing firepower that translates into long-term growth. Your win becomes a badge of honour, a powerful story of purpose, and a competitive edge in a fast-moving market. Your platform for national recognition Whether you’re a JSE-listed company, multinational enterprise, or one of South Africa’s Top 500 companies, this is your opportunity to take the spotlight and showcase your commitment to empowerment and transformation. Enter now before entries close. Click here to submit your entry. Questions? Contact: quarnita.jumat@topco.co.za
When less is more – why more South Africans are choosing to downsize their homes
By Bradd Bendall Affordability, life stage and semigration are some of the reasons why buyers are opting to downsize their properties. Downsizing has traditionally been associated with retirees leaving larger family homes, but its appeal is extending to a broader range of buyers – including budget-conscious families, young professionals and remote workers. Many of these buyers want homes that may be smaller in size, though not necessarily lower in value. Empty-nesters and retirees Leading the downsizers’ pack are older homeowners nearing or in retirement. With children grown and gone, many are selling their large homes to purchase low-maintenance, lock-up-and-go properties. This trend is supported by data from the Q4 2024 FNB Estate Agents Survey, which found that 21% of sales were due to a change in life stage. Similarly, Lightstone reports that many retirees who bought non-retirement homes later in life opted for sectional title properties or lock-up-and-go homes in lifestyle estates. BetterBond’s application data for the 12 months ending in May shows that over-60s are spending on average R2.2-million on a home – an increase of almost 3% from the previous year. This also highlights the fact that a smaller property does not always mean it is lower in value. Security, convenience and access to amenities often come at a premium price. Budget-wise Beyond retirees, financial pressures are encouraging many South Africans to rethink their housing needs. Rising living costs and economic uncertainty have pushed middle-income earners to sell their larger properties to buy homes that are more affordable. These buyers can then manage bond repayments, reduce monthly expenses and better adapt to their changing financial circumstances. Younger buyers Millennials and younger buyers downsize more for convenience and lifestyle than financial necessity. They are drawn to smaller homes that offer greater convenience and access to recreational facilities. Sectional title properties, apartments and townhouses offer flexibility and require less maintenance. Digital nomads and remote workers The rise of remote work and digital nomadism is also reshaping house preferences. Remote workers prefer compact, high-end apartments or co-living homes with fast internet and flexible leases. Whether they’re based in the city or moving to quieter coastal towns, digital nomads prioritise simplicity, connectivity and flexible living. As a property investor, buying an apartment close to tech hubs such as Cape Town, Stellenbosch or Sandton in Gauteng will yield excellent returns given the strong demand for rental accommodation. Smaller can be better There are considerable benefits to downsizing. In some cases, a smaller home may mean reduced monthly bond repayments, lower utility bills and easier maintenance. However, downsizing does not always mean moving to a home that is lower in value. The move could be to a smaller home in a better location, or to a modern home with high-tech security or smart home automation. A lock-up-and-go property appeals as it allows for greater mobility, remote work flexibility or the option to generate an income through short-term rentals like Airbnb. Downsizing also speaks to the emerging trend of ‘quiet luxury’. Wealth is implied, rather than overstated. A carefully curated home that is functional and sustainable exudes sophistication and luxury. Moving into a smaller home within a gated community or secure estate brings additional peace of mind, while inner-city apartments and mixed-use developments offer convenient proximity to shops, workplaces and recreational spaces. Research also points to the emotional and mental benefits of downsizing and decluttering. For many homeowners, swapping a larger property for one with less onerous upkeep brings unexpected relief. As the to-do list of home repairs and chores becomes considerably shorter, there’s also more time to explore new hobbies or travel. Compact carbon footprint Beyond the convenience and possible cost-saving, downsizing allows for a more sustainable lifestyle.. The ‘tiny home movement’, for instance, is gaining momentum in South Africa, with some choosing to live in homes no larger than 37 square metres. The emphasis with these homes is on functionality and simplicity, not size. These homes, made of eco-friendly materials, often incorporate energy-efficient systems such as composting, rainwater harvesting and renewable energy options. No longer only a financial decision, downsizing is becoming a strategic, lifestyle-enhancing choice for buyers of all ages. Increasingly, a broader cross-section of buyers is choosing to live smaller while living better. Bradd Bendall is BetterBond’s National Head of Sales
One team, many locations: Building trust in remote teams
By Jo Eyre, Managing Director and Founder of Voxeon Communications Trust, in all its complexity, comes with a few challenges that should be mitigated if we’re to build thriving distributed teams. Remote teams may experience limited face-to-face interactions, which could make personal connections challenging in virtual environments. Reading non-verbal cues and body language becomes trickier, and communication barriers may arise as remote workers need to consider time zones, affecting the scheduling of meetings and asynchronous communication. There is also the risk of isolation and loneliness, and challenges in building rapport. While there may be challenges, there are many ways to address them head-on and take proactive steps to improve trust within your team. Whether you already have an established culture of trust in your team and want to improve it, are struggling with building trust in your team, or are personally looking for ways to build trust with your colleagues, these tips are a good starting point: Engage in clear and transparent communication Open and honest communication goes a long way within distributed teams. By clearly articulating goals, expectations, and updates, you will create an environment where team members feel comfortable sharing ideas and concerns. This reduces confusion and miscommunication, helping to build a shared understanding of expectations, and encourages a culture of openness and collaboration. It also enhances team members’ understanding of the bigger picture and reduces uncertainty. For example, holding regular team meetings where goals, progress, and challenges are openly discussed without judgement or criticism. Have guidelines on how and when to use tools and tech Leveraging technology for efficient communication, document sharing, and real-time collaboration enhances productivity and efficiency, facilitates seamless communication, and creates a tech-savvy team, which is of utmost importance in an ever-changing virtual work environment. It is also important to be clear on technology protocol and to ensure your team understands what to use and when to use it. Beyond being important for productivity, this helps to build trust in your team as everyone will be on the same page and knows what to expect. Have regular check-ins with your team Whether you’re a manager, team leader, or employee, regular virtual check-ins are a great way to build connection and trust in your team. These meetings allow time to discuss progress on tasks or projects, share updates and insights, and provide opportunities for personal connection and casual conversation. Check-ins like this allow for a sense of belonging within your team, where members feel seen, valued, and cared for. It also enables real-time problem-solving and collaboration, and keeps everyone aligned with project timelines and expectations. This could be in the form of virtual coffee or lunch breaks, or team-building activities that maintain a sense of connection and camaraderie. Create open channels for dialogue Encourage open discussions and create channels for team members to share ideas, feedback, and concerns. This requires the conscious effort to put these systems in place and make your team aware of it. Something like a dedicated Slack channel or space within weekly check-ins will create a sense of inclusivity and strengthen team cohesion. Establish clear expectations Clearly outlined role expectations and communication protocols in remote work ensures that each team member knows what they need to do and by when. This reduces stress related to role clarity. It also reduces ambiguity, minimises misunderstandings, and provides a clear roadmap for team members. Utilise one of the many project management tools available like Asana, Notion, or Trello that outline deliverables and expectations for each employee. Embrace recognition and appreciation Acknowledge and appreciate team members’ contributions through regular positive feedback. Quarterly awards or fun certificates for those who meet or exceed performance expectations give your employees something to work towards and add a bit of fun beyond the annual end-of-year functions. This boosts morale, enhances job satisfaction, and reinforces a positive culture of appreciation, trust, and respect. Provide constructive feedback for continuous improvement Open and respectful feedback will help your team to trust that you will let them know when something needs to be changed or fixed. This constructive approach to feedback contributes to building trust in each other’s work and ensures that your team operates with a clear understanding of expectations and improvements needed. Employee Experience platforms such as Culture Amp, Lattice and OfficeVibe all have in-built feedback tools. Set the tone for trust as leaders Team leaders and managers should demonstrate trustworthiness, integrity, and ethical behaviour. Lead by example to instil a culture of trust within your team. Not only will they see this and look up to you, but also implement it themselves. This builds trust in leadership, inspires confidence in your team, and sets the standard for trust and conduct across the organisation.
Creating waves of change for women in mining and transport: Young achiever of the year Nerissa Chegwidden
By Shumirai Chimombe “Where passion meets purpose – Success is inevitable” Nerissa Chegwidden lived up to her company’s name Sekunjalo (meaning ‘now is the time’) when she walked away with both the Top Empowered Fast Growth Black-Owned SMME of the Year, and the Young Achiever Award at the Top Empowerment Awards 2024. A qualified civil engineer with a deep passion for change through empowerment, Nerissa is the CEO of Sekunjalo Engineering Solutions Ltd which is a 100% women-owned and managed company specialising in project management, logistics, and commodity trading. The company has earned a formidable presence in the industry, and is driven by excellence and a vision to transform the industry to be more inclusive and representative of black women. “I always had a desire to change the opportunities that were available to women in our country. Being a civil engineer for 12 years in the field, I became accustomed to being one of very few, if not the only, woman on a construction site. This needed to change. The same scenario seemed to repeat itself in the mining and transport sectors, and finally, being able to make my own decisions and plans for Sekunjalo, I started to make the changes I wanted to see. It had to start somewhere.” The engineering sector opened a door into the mining and logistics space where Nerissa is one of very few black women who are successfully blazing a trail in this sector. She founded Sekunjalo Engineering Solutions in 2018 and started operations in August 2020 as a transport agency that offered transporters contracts for their vehicles. The coal transport industry is a male-dominated industry from transporters to mine owners, drivers and operators. Sekunjalo Engineering Solutions had a mandate from inception to transform this industry to be more inclusive and welcoming to black females. “The order of business was to create a company that was 100% female managed, so we employed female managers that shared this desire and passion for both the industry itself and its transformation.” Sekunjalo is now one of very few coal transport companies that have 100% female ownership and management. After five years of hard work and determination and seeing the growth of the company, she succeeded in entering the space as a transporter in her own right and purchased her own in-house fleet of side tippers. She did this while still maintaining the mandated fleet of vehicles that are solely managed by the company. The company is a Level 1 B-BBEE contributor with a regional coverage that includes South Africa, Zimbabwe, Malawi, Zambia, Mozambique, Botswana and Namibia. “When we increased our fleet in 2024, we embarked on a targeted recruitment process to hire female side tipper drivers. This process proved to us that there was a lack of experienced female drivers available due to lack of opportunities. I employed the experienced drivers as lead drivers and the ones with no experience as trainee drivers…thereby skilling them and creating a small pool of female drivers that can be absorbed into the industry. Our driver component is now made up of 30% female drivers and we are striving to increase these stats.” Spreading the branches to reach and empower other women When Sekunjalo started expanding and purchasing its own vehicles, Nerissa realised that it was very hard to find networking opportunities for women, and she discovered that there were other women who were searching for the same thing. Experienced women were looking for like-minded individuals to network with, while the inexperienced were looking for organisations that could share knowledge on how to start and where to start. This inspired Nerissa to found Women in Transport South Africa (WITSA) to bring together women and share knowledge. The forum also aims to train more women to enter the mining and transport sector, from entrepreneurs to drivers and operators. “Knowledge is power and it’s power that many of the experienced women in this industry possess and are willing to share with each other in this forum.” WITSA also opens up opportunities for smaller companies to grow by coming together as a unit to be awarded contracts and orders for transport. Nerissa explains that there are many transporters that have one or two trucks and find it very hard to be awarded long term contracts. One of the aims of the organisation is to band together as a consortium of smaller transporters and target bigger contracts as Women in Transport. From the work of WITSA Nerissa further identified a need for trained female side tipper drivers. She is currently heading up the funding application and business case for the creation of a driving school for female side tipper drivers. The school, named She Drives, will train the drivers and offer experiential training as assistant drivers to various transport companies while paying them a stipend from the funding. After a year, the school will have produced a new cohort of female drivers who are experienced and ready for employment. Nerissa has come a long way since starting Sekunjalo Engineering Solutions as a new mum growing her business from home and hosting meetings in her dining room, to now moving into new office space in 2024 that will enable the company to continue to grow. “I’ve worked tirelessly to build a legacy and to create more opportunities for others to come in. I’m committed to breaking barriers so that one day, the next generation of female transporters, drivers or operators won’t have to work so hard to get a foot in this door. I am extremely proud of what we are achieving and still striving to achieve. Sekunjalo is now a well-known name in the industry for both our great performance as well as our women empowerment initiatives. The hard work and sacrifices are paying off. Our company has proven that women-owned and managed companies can stand head and shoulders with the rest – if not even taller.”
Bold leadership needed to close Africa’s AI gap
By Dumisani Moyo Artificial Intelligence (AI) is reshaping industries and societies around the world. In Africa, it holds immense potential to tackle deep-rooted challenges in healthcare, education, financial inclusion, and unemployment. Yet while the AI technology gap dominates the conversation, the more urgent issue is the need for bold leadership. AI is often positioned as the next frontier of human progress. In Africa, that promise is constrained by significant barriers including inadequate infrastructure, limited investment, poor internet access, and fragile data ecosystems. According to the United Nations, while 85% of Africa’s population has access to 3G, only 38% use the internet, well below the global average of 68%. This highlights a disconnect between infrastructure availability and meaningful digital inclusion. Despite pervasive challenges, AI innovation is gaining momentum across the continent. In Zimbabwe, Dr. CADx uses AI to enhance radiology diagnostics. In Kenya, M-Shule delivers personalised learning via SMS, expanding access to education in areas with limited internet. In South Africa, Aerobotics uses AI to help farmers boost crop yields. Founded in Cape Town, the company now operates in 18 countries, with its largest market in the United States. In Nigeria, LifeBank uses AI and data analytics to connect hospitals with critical supplies such as blood and vaccines. Yet we play a limited role in the global AI value chain. According to the World Economic Forum, between 2022 and 2023, the continent attracted only $641-million in AI-related venture capital, a mere 0.3% of the projected $184-billion in global AI investments. Initiatives like IndabaX are working to change that narrative. Since 2018, this community-led network has brought together AI stakeholders across Africa to strengthen skills in machine learning and AI. By 2024, it had expanded to 47 countries, and plays a vital role in building local expertise and advancing continent-wide engagement. Partnerships pave the way Harnessing AI’s full potential requires more than technical expertise. It demands foresight, coordination, and a clear strategy shaped around Africa’s unique opportunities and challenges. While some governments have launched national AI strategies, AI is still often seen as a futuristic concept in many boardrooms. Universities face the challenge of updating curricula fast enough, and policymakers often struggle to keep pace with rapid technological change. Encouragingly, initiatives are gaining momentum across the continent. Rwanda’s Centre for the Fourth Industrial Revolution (C4IR), in partnership with the World Economic Forum, places AI at its core. Ghana’s National AI Strategy targets growth across healthcare, education, ethics, and capacity-building. South Africa’s Presidential Commission on the Fourth Industrial Revolution (PC4IR) has prioritised AI alongside other transformative technologies. Kenya’s Blockchain and AI Task Force is already looking at how emerging tech can drive development, financial inclusion, and job creation. But closing the gap will take bold action and a broad-based effort that engages Africa’s youth across every stage of the AI value chain, from classrooms to boardrooms. With 60% of the population under 25, Africa is the world’s youngest and fastest-growing continent. That youth represents a powerful force for innovation provided they are equipped with the technical skills, leadership, governance, and strategic insight to solve local problems at scale. Leadership critical to reap AI benefits Without leaders who can envision the possibilities, commit resources, and invest intentionally, even the most advanced technology will fail to deliver impact. AI is more than a tool. It has the potential to influence policy, shape education reform, transform business models, and redefine systems across healthcare, finance, and governance. If Africa does not play an active role in designing, applying, and regulating AI, others will define the future on its behalf. This poses significant risks, including systems built on foreign datasets that misrepresent African realities or fail to address local needs. Closing the leadership gap requires building a new generation of decision-makers who not only understand technology, but also grasp its wider social, ethical, and economic dimensions. Africa needs leaders who can think strategically about AI and create environments where inclusive innovation can thrive. Unlocking Africa’s AI potential To thrive in the AI era, Africa must co-create, co-innovate, and lead. Bridging both the technology and leadership gaps demands a coordinated and sustained effort across four key areas: Africa stands at a defining moment. Shaping a truly African AI future will require a shared vision, bold leadership, and deep collaboration across government, business, academia, and civil society. As the African proverb says, “Wisdom is like a baobab tree; no one individual can embrace it.” Dumisani Moyo is the Marketing Director at SAP Africa
Entries close soon – Nedbank Oliver Top Empowerment Awards 2025
The countdown is on! The prestigious 24th annual Nedbank Oliver Top Empowerment Awards returns on 31 July 2025 at the Sandton Convention Centre, honouring South Africa’s trailblazers in transformation, diversity, and empowerment. With just days left to enter, organisations from all sectors are urged to submit their entries and gain national recognition on the country’s leading empowerment stage. As the Platinum Partner, Nedbank continues to champion inclusive economic growth by celebrating companies and individuals that are actively building a more equitable and transformed South Africa. The awards spotlight excellence in B-BBEE, leadership, innovation, and sustainable impact, offering a platform to share transformation success stories and inspire change across industries. Entries close soon! Enter now and secure your place among South Africa’s most empowered changemakers. Meet the 2024 winners here. Submit your entry by visiting this link. For more information on the awards and for assistance with your entry, please email quarnita.jumat@topco.co.za.