Fixed-term contracts: Balancing flexibility with fairness in the workplace
By Jessie Taylor In South Africa, employment relationships are governed by a framework that ensures fairness and clarity for both employers and employees. Central to this framework are contractual agreements, which set out the terms and conditions of employment. Among these, fixed-term contracts are particularly common, especially in sectors where temporary staffing solutions are required. However, the law has imposed strict conditions on the use of these contracts to prevent potential exploitation and ensure equitable treatment. Understanding fixed-term employment contracts A fixed-term employment contract specifies a set duration of employment. This period may be defined by time, the completion of a specific project, or the occurrence of a particular event. Once the term ends, the contract naturally expires unless both parties agree to renew or extend it. Several key pieces of legislation underpin the legal use of fixed-term contracts. These include the Labour Relations Act (LRA), the Basic Conditions of Employment Act (BCEA), and the Employment Equity Act (EEA). The LRA, particularly Section 198B, directly addresses fixed-term employment and outlines the rights of employees under such agreements. The BCEA provides the foundation for minimum working conditions, including hours, overtime, and termination procedures. Meanwhile, the EEA promotes equal opportunity and fairness in employment practices. Together, these laws create a structure within which fixed-term contracts can be legally and ethically applied. Section 198B of the LRA is particularly important in determining how and when fixed-term contracts may be used. It requires that employers have justifiable reasons for employing someone on a fixed-term basis. Common acceptable justifications include replacing an employee on leave, meeting a temporary surge in workload, fulfilling the needs of a specific project, or seasonal work demands. Where a fixed-term contract exceeds three months, the employer must provide a valid reason for the extended term. Failing to do so may result in the contract being considered permanent. Additionally, the law mandates that all fixed-term contracts must be in writing, outlining the contract’s duration, the reason for its fixed term, and any other relevant details. Employees under fixed-term contracts are also entitled to be treated no less favourably than their permanent counterparts doing similar work, unless a sound reason exists for the difference. Should an employee be engaged under a fixed-term contract for more than 24 months, they are entitled to severance pay when the contract ends, unless they are offered permanent employment instead. The employer’s obligations Employers must exercise caution when using fixed-term contracts to avoid violating employment legislation. Repeatedly renewing fixed-term contracts without valid reasons may lead to legal claims of unfair dismissal. In such cases, employees may argue that their ongoing work created a reasonable expectation of permanent employment. To avoid this, employers must clearly communicate the temporary nature of the employment and the specific conditions under which the contract may be renewed or terminated. Compliance with labour laws is critical, not only to protect employee rights but also to shield employers from legal disputes and potential reputational damage. To manage fixed-term contracts effectively and reduce legal exposure, employers should adopt several best practices: Fixed-term employment contracts are a useful resource for organisations that require temporary staffing flexibility. However, their use is heavily regulated to ensure fairness and protect employee rights. Employers who understand and comply with the provisions of the LRA, BCEA, and EEA will be better positioned to use fixed-term contracts responsibly. By doing so, they not only minimise legal risks but also contribute to building fair and equitable workplaces. Sources: Schoeman Law | Labour Guide South Africa | Vermeulen Attorneys | LegalWise
Building tomorrow at Sentech Africa Tech Week 2025
By Rehana Rutti Stepping into the Century City Conference Centre in Cape Town a couple weeks ago felt like walking onto the set of the future. As both a judge and award presenter, I was immersed in an electrifying atmosphere of possibility—where every pitch, panel, and conversation underscored one truth: Africa isn’t waiting for the future; we’re creating it. A kaleidoscope of ideas Over two exhilarating days, the Century City Conference Centre transformed into a living lab of innovation. Engaging panel discussions explored green AI in agriculture, showcasing how machine-learning models predict drought cycles and optimise water use—saving both crops and communities. In another session, inclusive design took centre stage, with experts demonstrating apps that adapt interfaces for diverse languages, abilities, and internet speeds. Attendees experienced firsthand how these tools bridge digital access gaps and empower more equitable participation in the tech economy. Between sessions, the networking lounges hummed with energy. I swapped stories over coffee-fuelled conversations with visionary founders who’ve turned informal settlements into data-driven smart villages, and policy makers mapping out digital-equity roadmaps for the continent. Each conversation felt like adding a new brushstroke to Africa’s evolving tech masterpiece. Themes that sparked my imagination My takeaways as an AI enthusiast Looking ahead: Joining hands to shape tomorrow As I presented the Technology Company of the Year Award to XLink at the gala dinner—trophy in hand, heart full of hope—I couldn’t help but feel we’re on the cusp of something extraordinary. The future isn’t a distant horizon; it’s happening in real time, fuelled by passion, collaboration, and a shared belief that technology can—and must—be a force for good. Let’s carry this momentum forward: keep asking bold questions, designing with intention, and building bridges between innovators, communities, and decision-makers. Because when Africa leads with heart and vision, we aren’t just creating technology—we’re crafting a future that works for all of us. READ: The full list of Africa Tech Week Award winners
Student to entrepreneur: Eight lessons from the first 5 years of business
By Kimberley Taylor There was a pivotal moment in my entrepreneurial journey when the tables turned, and I found myself transitioning from the person seeking guidance to the one being sought out for advice, insights, and expertise. Suddenly, people were reaching out to me for guidance on building their own businesses, eager to hear my pitch, or seeking introductions to valuable connections. It’s a surreal experience, to say the least. And while I’m humbled by the recognition, I’m also acutely aware that I’m far from having all the answers. In fact, I don’t think anyone can truly know it all, nor do I want to. The beauty of entrepreneurship lies in its complexity, its ever-changing landscape, and the constant need for innovation and adaptation. With that in mind, I’d like to share eight key lessons I’ve learned throughout my journey building Loop – lessons that have shaped me, challenged me, and helped me grow both personally and professionally. Assumption error Too often we assume rather than ask. We assume somebody else is going to solve the problem, or that the solution already exists. But everybody else is assuming the same, leaving plenty of room for solutions and opportunities. This phenomenon is often referred to as “pluralistic ignorance,” where everyone assumes others know something they don’t, resulting in collective inaction. Curiosity is key to breaking this cycle. Be curious about the problem, the process, the people, and the possibilities. Ask questions, seek feedback, and challenge your own assumptions. Test your assumptions constantly, both about how the world could look and what you believe it should look like. By doing so, you’ll uncover new insights, identify potential blind spots, and create opportunities for innovation and growth. In my experience, assumptions can be particularly damaging when they’re based on limited information or biases. For instance, assuming a particular market trend will continue without verifying the data can lead to misguided decisions. By staying curious and testing assumptions, you can avoid these pitfalls and make more informed decisions. Try on new things As an entrepreneur, I’ve learned to give myself permission to try on new things – almost like stepping into a character. When I’m inspired by someone’s confidence, leadership style, or approach to problem-solving, I allow myself to “try it on” for myself. It’s about experimenting with different personas, styles, and approaches to see what works best for me and my business. By doing so, I’m able to tap into new strengths, build confidence, and develop a more adaptable mindset. This process of trying on new things is essential for entrepreneurs, who must be willing to evolve and adapt constantly. It’s not about being a chameleon or pretending to be someone you’re not; it’s about being open to new experiences, learning from others, and finding what works best for you and your business. Whether it’s trying a new communication style, taking on a new role, or exploring a new market, the ability to try on new things can help you stay agile, innovative, and ahead of the curve. By embracing this mindset, I’ve been able to: Build in boiler rooms, not boardrooms In business you need to get your hands dirty. We can’t only theoretically conceptualise solutions to business problems in boardrooms. We need to get into the boiler room to understand what the actual problem is we’re trying to solve. When I first started the business, I took every opportunity to learn from the person whose problem I was trying to solve. This looked like getting into the delivery vehicle with the driver, going on their route, asking questions about how they approach their day, why they do it a certain way, what they find challenging, and it was immensely useful in understanding the actual problem we’re looking to solve, rather than a theoretical assumption. I also believe we need to feel the problem. When we have empathy with the person whose business challenge we’re trying to solve, we’re better able to understand the nuances and complexity and thus more likely to solve in an effective and relevant way. So, what? In my experience, entrepreneurs are innately curious. We’ve only got to look at children to know that’s true for all of us – they’re naturally inquisitive, always asking questions, and seeking to learn. As entrepreneurs, we need to tap into that same curiosity and ask questions that challenge our assumptions and push us beyond our comfort zones. One of the most powerful questions we can ask is “so what?” “So what?” is a question that prompts us to think further, to think beyond the obvious, and to explore the implications of our ideas and actions. It’s a question that encourages us to dig deeper, to seek connections, and to consider the potential consequences of our decisions. By asking “so what?” repeatedly, we can uncover new insights, identify potential opportunities, and develop a more nuanced understanding of our business and the world around us. For example, when analysing customer feedback, asking “so what?” can help us identify patterns and areas for improvement that might not be immediately apparent. When evaluating market trends, asking “so what?” can help us understand the potential implications for our business and identify opportunities for growth. Be the HGB HGB is for “hot girl or guy at the bar”. Hear me out on this one. It’s about attracting, not hard selling. In business, that means ensuring your product can sell itself (attracting) because the features and functionality are appealing to the potential customer as it solves a specific business problem. When your product is the hot girl or guy at the bar, it doesn’t shout “look at me, buy me a drink” but rather it carries itself in a way that others find interesting and appealing. Think of it like this: when you’re at a bar and you see someone who catches your eye, you don’t need to be sold on them. You’re drawn to them because of their confidence, charisma, and authenticity. That’s what we want
How to leverage winning or being a finalist for an award
By Koketso Mamabolo After tense waiting you got the news that you wanted: You won the award. You received your trophy, posed with your certificate or plaque; the champagne has been mopped up, the red carpet rolled back and the lights have stopped flashing. You did the work and got the recognition you deserve – what next? We’ve touched on why you should enter awards, the question becomes: What do you do now? How do you leverage winning an award? Not only can entering awards enhance your credibility and your image, give you exposure and motivate your staff but research has shown that winning awards can increase share value and revenue. We’ve touched previously on the fact that organisations which enter awards are more likely to be doing good, sustainable business. An award offers an opportunity to provide an example of what is possible and let potential customers and partners know where an organisation stands compared to competitors. READ: Find out more about why entering business excellence awards is good for business For that to happen, word needs to get out there and while organisations behind business excellence awards will have marketing campaigns before and after winners are announced there are things finalists and winners can do to leverage the opportunity themselves. You’ve achieved something and the world deserves to know, so here’s how to tell everyone about it. Social media Social media platforms are the go-to place for people to share good news and bring with them the benefit of engagement and opportunities to interact with your network. Share, comment and like the posts announcing winners and then make your post. Tag the organisation behind the awards, your organisation, people who walked the journey with. For added engagement include pictures, videos, find out what the hashtags for the awards are. You could also write an article about the experience on your LinkedIn page, sharing insights to network. Press release Why don’t you send out a press release to media houses and get some press coverage? You can share what it took for you to win the award or be chosen as a finalist and open up opportunities for more press coverage in the future. Internal celebration Big or small, tell everyone in your organisation about the achievement. It can be at a meeting, in an email – you can even host a little (or big) celebration to give everyone a chance to reflect on the milestone, which will be great for morale. Update your company profile “Award-winning” or “Finalist” will look great in your company profile, on your website and social media bios. It shows people that you are credible, recognised by a third party and is a great addition to press kits. Some business excellence awards offer post-event collateral such as winners badges which can brighten up your email signature – use them. Don’t be shy! Advertising and marketing Placing ads is a great way to spread the word and show how proud you are of the achievement. Whether it be an ad in a newspaper or magazine, on a website, or on social media, you can increase visibility by tailoring your marketing strategy to your market and attract new business. As the Minister of Communications and Digital Technologies, Solly Malatsi, reminded guests at the recent Africa Tech Awards held in Cape Town, it is important to recognise the people advancing society. As an award winner you are setting the standard and putting the work to do good business. Now people need to know about it. READ: The full list of winners at the 2025 Africa Tech Awards Sources: e-channel news | Big Ideas | Brunel University | Wiley |
Discovery Green and Sasol launch Ampli Energy: A game-changer for South Africa’s renewable energy landscape
By Jessie Taylor A pioneering renewable energy platform designed to democratise access to green power for South African businesses has been launched. Discovery Green and Sasol unveiled platform Ampli Energy, in a joint venture that marks a significant stride towards inclusive energy solutions. The platform offers a flexible, month-to-month renewable energy product that eliminates traditional barriers such as high upfront costs and long-term contracts. A new era in South Africa’s energy sector Historically, access to renewable energy in South Africa has been limited to large-scale energy users capable of investing in on-site installations or negotiating complex power purchase agreements (PPAs). Small and medium-sized enterprises (SMEs), non-governmental organisations, and mid-sized corporations often lacked the capital and infrastructure to participate in the green energy transition. Ampli Energy aims to bridge this gap by leveraging the national grid to deliver renewable energy through a process known as “wheeling.” This approach allows businesses to access green power without the need for additional infrastructure, enabling them to reduce carbon emissions and energy costs simultaneously. Key features of Ampli Energy Empowering South African businesses Sasol’s involvement brings over seven decades of expertise in energy production to the partnership. Notably, the Msenge Emoyeni Wind Farm in Bedford, Eastern Cape, a 69 MW project developed by the ACED-IDEAS-Reatile Consortium, serves as a primary source of renewable energy for Ampli Energy. This wind farm, one of the fastest constructed renewable energy projects in South Africa, began commercial operations in October 2024 and supplies electricity through the national grid to Sasol’s operations in Sasolburg, Free State. Discovery Green has signed a power purchase agreement with power producer Red Rocket to unlock the second phase of the 150 MW Overberg Wind Farm, located near Swellendam in the Western Cape. This project is expected to deliver over 489 GWh annually to Ampli Energy clients upon its full commercial operation in 2027. Ampli Energy’s innovative model has already attracted a diverse clientele, including global fast-casual dining chain Nando’s, online florist NetFlorist, automotive company Hatfield Motor Group, luggage and apparel manufacturer Sealand Gear, and NGOs such as Reach for a Dream and the Nelson Mandela Children’s Hospital. By providing accessible and affordable renewable energy solutions, Ampli Energy empowers these organisations to reduce their carbon footprints and operational costs, contributing to a more sustainable and resilient economy. The launch of Ampli Energy signifies a strategic shift in South Africa’s energy sector, with Sasol transitioning from being a major energy consumer to an aggregator and trader of renewable electrons. This move not only accelerates the country’s energy transition but also creates opportunities for smaller customers to access green energy. Ampli Energy represents a significant advancement in South Africa’s pursuit of a more inclusive and sustainable energy future. By removing traditional barriers to renewable energy access, this joint venture between Discovery Green and Sasol enables a broader spectrum of businesses to participate in the green economy. As South Africa continues to navigate its energy challenges, initiatives like Ampli Energy offer a scalable and adaptable model for integrating renewable energy into the national grid, fostering economic growth, and mitigating environmental impact. Sources: Daily Maverick | Sasol | Engineering News | Discovery Green | News24 | Business Tech
How to avoid the debt trap as a young professional
By Christiaan Coetzee Starting your professional journey is exciting; a steady income, financial independence, and the ability to finally say yes to things you’ve been putting off. But with this newfound freedom comes responsibility, especially when it comes to credit. South African youth are increasingly vulnerable to debt traps, often lured by the promise of “buy now, pay later” without fully understanding the consequences. Recent data indicates a significant uptick in credit usage among young South Africans. According to TransUnion’s Q2 2024 Industry Insights Report, the number of credit-active consumers grew by 4.7% year-over-year to 18.5 million, with Millennials and Gen Z accounting for 62% of new credit originations during the quarter. Notably, Gen Z’s share of new credit card accounts increased by 22.7% year-over-year. While access to credit can be a powerful tool for building a financial future, it also poses risks if not managed carefully. The same report highlights that 33% of consumers intend to apply for a new personal loan in the next 12 months, indicating a growing reliance on credit to manage day-to-day expenses. Understanding how to navigate this credit landscape is crucial to avoid falling into debt traps that can hinder your financial goals. 5 practical strategies to stay out of the debt trap 1. Grasp the full cost of credit Credit isn’t free money. Whether it’s a credit card, clothing account, or personal loan, each comes with interest rates, initiation fees, and service charges that can accumulate quickly. For instance, a personal loan from a non-bank lender carries a delinquency rate of 40.6%, indicating higher risk and potential cost. Before committing to any credit agreement, request a detailed breakdown of the total repayment amount and compare it to the cash price to understand the true cost. 2. Live within your means It’s tempting to upgrade your lifestyle with your first paycheck with new gadgets, trendy clothes, more outings, or a fancy car. However, succumbing to lifestyle inflation can lead to overreliance on credit. The TransUnion Consumer Pulse Study found that 52% of consumers have cut back on discretionary spending, indicating a need to prioritize essential expenses. Consider implementing the 50/30/20 rule. Allocate 50% of your income to needs, 30% to wants, and 20% to savings and debt repayments. 3. Build and stick to a budget Budgeting empowers you to take control of your finances by providing a clear picture of your income and expenditures. With the rising cost of living, many South Africans are turning to credit to manage expenses. Utilise budgeting tools or apps to track your spending and identify areas where you can cut back, ensuring you live within your means. 4. Monitor your credit score Your credit score influences your ability to secure loans, rent apartments, and even affects employment opportunities. Clear Score, for example, offers one free credit report annually, allowing you to monitor your financial health. Ensure to regularly check your credit report to identify errors or signs of identity theft and take steps to improve your score by paying bills on time and reducing outstanding debts. 5. Seek help before it’s too late If you’re struggling with debt, you’re not alone. The National Credit Regulator reported that 18.1 million people applied for credit in Q3 2024, a 3% increase from the previous quarter. You can reach out to organisations like FinFix for financial education workshops, one-on-one credit coaching, and practical tools to help you manage and overcome debt. Empower your financial future Credit, when used responsibly, can be a valuable asset in building your financial future. However, mismanagement can lead to long-term debt and financial stress. By understanding the true cost of credit and monitoring your credit score, you can avoid the debt trap and achieve financial stability. Consider speaking to a registered financial adviser who can help you structure a plan tailored to your income, goals, and debt profile. This professional guidance can make a significant difference in your long-term financial journey. And remember, you’re not alone, start watching YouTube videos or listening to podcasts to find out how your peers are managing their finances. Learning from real stories and relatable experiences can be just as powerful. Christiaan Coetzee is the CEO of FinFix.
Youth employability in South Africa
By Ray-Ann Sedres, Head of Foundation, Sanlam Driving socio economic inclusion across our business In my role, I am driven by a passion to ensure that our business is a beacon of Diversity, Equity and Inclusion (DEI) across all territories in which we operate. I believe that our success is intertwined with the success of our stakeholders, and that’s why my team and I work determinedly to ensure that our transformation interventions are executed across the business, aligning with our business strategy. We take a holistic approach to DEI, overseeing initiatives that promote financial inclusion through our products and services. Increasing access to markets and reducing inequality Through our supply chain, we strive to increase access to markets for SMMEs and partners, providing them with the resources and support they need to thrive. We also work to reduce the risk protection gap by enabling financial education and business development support for the SMMEs and the broader society, thereby empowering individuals and communities to make informed decisions about their financial futures. Compliance and beyond In addition to driving DEI initiatives in South Africa, my team and I also oversee our Broad-Based Black Economic Empowerment (B-BBEE) verification process, ensuring that we meet our compliance obligations. But we don’t stop there – we also guide our business’s socio–economic programmes that address pressing socio-economic challenges facing the communities., recognising that our success is inextricably linked to the success of the communities we serve. In this role, I am committed to creating a more equitable and just society, where everyone has the opportunity to thrive. Barriers preventing young people in South Africa from securing meaningful employment South Africa faces significant challenges in terms of youth unemployment, with the unemployment rate among youth being around 55%. Several barriers contribute to this issue, and some of the biggest barriers to young people securing meaningful employment include: These barriers make it challenging for young people in South Africa to secure meaningful employment. Addressing these challenges will require a comprehensive and collaborative approach from government, civil society, the private sector, and individuals. Supporting South African youth through partnerships with organisations such as Youth Employment Services and the Youth4Tourism (Y4T) programme The Youth4Tourism (Y4T) initiative, is a collaborative effort that aims to tackle the country’s pressing youth unemployment crisis. This bold endeavour brought together leading corporates, with Sanlam at the forefront, to empower young minds and spark economic growth. The journey began with a clear vision: to upskill youth in the Gig Economy, unlocking employment and entrepreneurial opportunities that would stimulate the critical tourism sector, intertwined with other industries. This strategic alignment supported Sanlam’s transformation and sustainability goals, paving the way for youth empowerment, economic growth, job creation, and industry development. As Y4T embarked on its maiden voyage, the results were nothing short of remarkable. In Phase One, which spanned from October 2023 to July 2024, the initiative created over 1 040 jobs, surpassing its initial target of 1 000. Fifteen corporates, including Sanlam, joined forces to drive this movement, with repeat support from several partners. The youth beneficiaries of Y4T secured an impressive R2-million plus in gigs, directly benefiting from their newfound skills. Moreover, 35 young entrepreneurs took the bold step of establishing their own businesses. During this phase, we held the Y4T Exhibition, which was a resounding success, showcasing the talents and achievements of the young participants. As the programme continued to gain momentum, it expanded its reach, placing youth in international chambers of business, including the Italian, Spanish, UK, Indian, and Swiss chambers. The focus then shifted to supporting 60 youth-owned SMMEs (Small, Medium, and Micro Enterprises) from the first-year cohort. The goal was to catapult them to the next level, and the progress was astounding. 48 businesses had initiated the process of digitizing their financial records and ensuring tax and CIPC compliance, making them eligible for Enterprise and Supplier Development opportunities. Youth-owned businesses began integrating into corporate supply chains of YES corporate partners. As the journey continues, the focus remains on supporting these ambitious youth, developing a further pipeline of 1 000 new participants, and enhancing entrepreneurship and job creation opportunities. The goal is clear – to create a thriving ecosystem that fosters growth, innovation, and prosperity for generations to come. Youth4Tourism is more than just an initiative – it’s a beacon of hope, a testament to the power of collaboration, and a reminder that, together, we can create a brighter future for all. Integrating diversity, equity and inclusion into Sanlam’s transformation agenda. As mentioned earlier, we take a holistic and integrated approach to driving diversity, equity and inclusion into the business and touch our entire value chain. Through the products and solutions, we have on offer in driving financial inclusion, to the diversification of our staff complement and supply to mention only a few areas. Our journey began by examining our business’s value chain, identifying areas where we could integrate DEI principles to create a more equitable and inclusive environment. I worked closely with our leadership team to develop and execute transformation interventions that are aligned with our business strategy, ensuring that our efforts were deliberate, measurable, and sustainable. Are we on track to achieving Vision 2030? Youth unemployment is a pressing concern in South Africa, and partnerships between the government and private sector play a crucial role in addressing this issue. In my view, the effectiveness of these partnerships is mixed. On the positive side, initiatives such as the Youth Employment Service (YES) and the Presidential Youth Employment initiative have shown promising results in creating job opportunities and providing training for young people. The private sector has also made significant contributions through apprenticeships, internships, and mentorship programmes. However, despite these efforts, youth unemployment remains a significant challenge. Regarding Vision 2030, South Africa’s National Development Plan aims to reduce unemployment to 6% by 2030. While there have been some improvements in recent years, the current pace of progress suggests that achieving this target might be challenging. To get back on track, I believe that
South Africa’s Gen Z workforce: Are we setting our youth up for success?
By Lyndy van den Barselaar Commemorated annually on 16 June, Youth Day is a powerful reminder of the responsibility South Africa holds to invest in its next generation of leaders. Yet, as Generation Z (those born between 1996 and 2012) becomes a growing segment of the national workforce, the question arises: Are our workplaces truly ready for them? According to a global white paper from ManpowerGroup, World of Work for Generation Z in 2025, Gen Z will make up a third of the global workforce by 2030. But many are already struggling to find their footing. Nearly half of Gen Z workers globally say they are considering leaving their current roles in the next six months, and the trend is just as concerning in South Africa. South African employers must move beyond stereotyping young talent and begin to engage this generation on their terms. On Youth Day, we are reminded that this generation is shaped by loadshedding, remote learning, unemployment, and digital disruption, yet they remain determined, entrepreneurial and values-driven. We owe it to them, and our economy, to adapt how we recruit, upskill and support them. South African employers face a pressing opportunity to better engage and retain Gen Z talent by understanding their unique needs and priorities. Almost one in two Gen Z employees are considering leaving their current roles, driven by high levels of daily stress, financial insecurity, and mental health challenges. Purpose is central to this generation’s work experience, with 86% stating that meaning and values matter more than salary alone. Many are proactively upskilling, with 45% taking on side gigs or short-term projects to build their capabilities, reflecting both ambition and financial strain. As of the fourth quarter of 2024, South Africa’s youth unemployment rate stood at 44.6% for individuals aged 15 to 34, according to Statistics South Africa’s Quarterly Labour Force Survey. With youth unemployment among the highest in the world, these trends present both a warning and an opportunity. As we honour the legacy of 16 June, we must also confront the reality that thousands of South African youths are entering a world of work that often leaves them behind. Employers have a responsibility to actively invest in their success. With South Africa facing both a youth unemployment crisis and a widening skills gap, building workplaces that support Gen Z is no longer optional, but a national priority. Employers must rethink recruitment by focusing on skills and potential rather than outdated experience-based criteria. Once hired, young professionals need dynamic development opportunities such as digital learning, job shadowing, and mentoring to grow with the pace of change. Holistic support also matters: financial well-being, mental health resources, and empathetic leadership help build trust and long-term engagement. Just as crucial is clarity around career paths and regular, meaningful connections, whether in-person or remote, to foster belonging and purpose. Globally, many companies are already adapting, offering flexible work, improved tech, better pay, and strong development pipelines. For South African businesses, the time to act is now. Supporting Gen Z isn’t just good leadership, it’s a wise investment in the country’s future. On this Youth Day, let’s move from reflection to action. The world of work is changing. Our young people are ready. It’s time our systems and structures meet them there. Lyndy van den Barselaar is the Managing Director of ManpowerGroup South Africa
Mentorship beyond career advice: The quiet power of mentorship on the leadership journey
By Phryne Williams There’s a widely held assumption that mentorship is about career advice – helping someone get promoted, mapping out a five-year plan, or sharpening their CV. And yes, sometimes it is. But from what I’ve seen over the years, the most powerful mentorship moments aren’t packaged that way. They come in the form of presence, perspective, and honest conversations at the right time. And for those stepping into leadership, especially women and first-time leaders, mentorship can be the nudge that turns hesitation into action. In my experience, leaders don’t get to where they are without help. Behind many confident, high-impact professionals is someone who offered honest guidance, a fresh perspective, or simply believed in them before they fully believed in themselves. That’s mentorship. Most leaders have had someone who saw something in them early on, or helped during a difficult time, to just figure things out. Sometimes it was a formal mentor. Often it wasn’t. It might have been a colleague, a previous manager, a peer, or even someone just one step ahead. Mentorship creates a bridge between experience and ambition — a relationship that encourages reflection, builds confidence, and sharpens judgement. At its heart, mentorship is simply two people figuring things out together – one with a bit more perspective and a willingness to listen and share their experiences. The other with a bunch of questions and curiosity. It’s where you can ask the real questions, talk things through without pressure, and feel okay not having everything figured out. The best mentors don’t give you a formula. Instead they ask thoughtful questions, challenge your thinking, and try to help you see things more clearly. They don’t try to be impressive. A good mentor just shows up, listens properly, and reminds you what you’ve got in you. This doesn’t mean mentors need to be senior. In fact, some of the best mentorships I’ve seen have come from peers. Peer mentors are usually walking a similar road, which is why those relationships can be so helpful. There’s a bit of give and take. Someone who gets how pressurised things are and understands the hectic pace, and the second-guessing that comes with leadership. Where can you find the right mentor: Mentorship can take many forms. Some companies run structured programmes, and when done well, these can be powerful. Some of the best mentoring doesn’t happen in scheduled sessions, it can be a quick chat after a tough day, a coffee, or a quiet nudge of encouragement to say:“You don’t need to wait to be noticed — you’re ready for that promotion. Ask for it.” Research from Harvard, McKinsey and Forbes continues to show that people with mentors are more likely to be promoted, to stay with their organisations, and to report stronger feelings of inclusion and engagement. Mentorship isn’t just a feel-good initiative. It supports retention, leadership development, and culture. When it works, mentorship offers: And it goes both ways. Mentors often walk away with new energy, clarity on their own leadership style, and a reminder of what they’ve learnt along the way. When done well, mentorship benefits both people in the relationship. So if you’ve had someone who helped you feel more grounded, more capable, or more seen, this might be the moment to offer that same support to someone else. And for those longing for that kind of support? Have the courage to ask for a coffee, to seek out guidance, and to suggest meeting regularly with the intention of learning. Mentorship doesn’t always land in your lap — most times, in my experience, you have to initiate it. Phryne Williams is Founder and Director at Capital Assignments
Organisations big and small celebrated at the 7th annual Africa Tech Week Awards
On the evening of 3 June 2025 we celebrated excellence in tech at the 7th annual Africa Tech Week Awards. The awards were opened with a keynote address delivered by Hon. Solly Malatsi, Minister of Communications and Digital Technologies, who reminded us of the importance of celebrating achievements, especially when it comes to people and businesses advancing technology in South Africa and the wider continent. The black-tie event took place on the first evening of the 2-day Sentech Africa Tech Week conference hosted by comedian Alan Committee, where guests were treated to dinner and a show. We congratulate the finalists and winners in the organisational and individual categories: Organisational Awards: AFRICA TECH: START–UP AWARD Sponsored by Sentech Winner: LEMI App AFRICA TECH: FINTECH AWARD Winner: Wonga Online AFRICA TECH: TECH IMPACT AWARD Sponsored by City of Cape Town WInner: Old Mutual AFRICA TECH: DIGITAL TRANSFORMATION AWARD Winner: Etapath AFRICA TECH: PUBLIC SECTOR DIGITAL INNOVATOR AWARD Winner: MMT Inland (Mint Group) AFRICA TECH: TECHNOLOGY COMPANY OF THE YEAR AWARD Winner: XLink AFRICA TECH: SECURITY TECHNOLOGY COMPANY AWARD Winner: PaySolutions AFRICA TECH: EDTECH AWARD Winner: WeThinkCode_ AFRICA TECH: AI INNOVATION AWARD Sponsored by iME Winner: LexisNexis AFRICA TECH: HEALTHTECH AWARD Winner: AstraZeneca Pharmaceuticals Individual Awards: AFRICA TECH: WOMEN IN TECH AWARD Winner: Xoliswa Kakana – ICT Works AFRICA TECH: LEADER OF THE YEAR AWARD Winner: Trishen Moodley – MAST SERVICES (PTY) LTD AFRICA TECH: TECH FOUNDER OF THE YEAR AWARD Winner: Oscar Molaba – Batanidza Technologies For more information on the Africa Tech Week please email marketing@africatechweek.co.za. To enter the 2026 awards please contact quarnita.jumat@topco.co.za. Visit our LinkedIn page for more on Africa Tech Week and to congratulate our winners.