From idea to impact: How to create meaningful wellness initiatives
By Sue Ramauthar Employee wellness is no longer a “nice-to-have”—it’s a business imperative. Human Resources professionals are being increasingly tasked with finding meaningful ways to support staff health, engagement, and performance. But turning a wellness idea into an effective, engaging, and sustainable initiative requires more than a fruit bowl in the breakroom or a 5km fun walk. So where do you begin? And how do you ensure your wellness initiatives truly resonate with employees and deliver lasting impact? 1. Start with the ‘Why’ Before diving into activities and perks, pause to define your purpose. Why is wellness important for your organisation? Where are your priorities? To reduce absenteeism? Improve morale? Support mental health? Retain top talent? Establishing a clear goal will shape everything from your budget and timelines to the types of interventions you implement. 2. Let your people guide you No two workforces are the same. Start by conducting a wellness needs assessment—this could be through anonymous surveys, health risk assessments, or focus group discussions. Find out what your employees truly want and need. For a mining workforce, for example, musculoskeletal support and nutrition may be top priorities, while a corporate setting may lean toward stress management and digital wellness. 3. Develop a strategy that fits Once you understand your employee needs and organisational goals, it’s time to map out a structured wellness strategy. This should include: 4. Create a wellness culture, not just a calendar Wellness is not a once-off campaign; it’s a culture. That means embedding wellness into the rhythm of your organisation—aligning initiatives with the company’s values, getting leadership buy-in, training wellness champions, and ensuring managers ‘walk the talk’. A strong culture of wellness drives voluntary engagement and sustains momentum beyond short-term programmes. 5. Partner with the right people One of the most effective ways to bring your wellness vision to life is to collaborate with a partner that understands how to translate strategy into a live, impactful campaign. Our team works closely with HR and leadership to create bespoke, innovative, and highly engaging wellness programmes—from on-site allied support for employees to engage challenges and awareness campaigns tailored to specific workforces. 6. Evaluate, adapt, evolve Wellness is a journey. Monitor your programmes regularly—collect feedback, measure outcomes, and refine your approach based on what’s working and what’s not. Use data to demonstrate impact and keep leadership informed of both the wins and areas for growth. Final thoughts A well-thought-out wellness programme not only supports the health and happiness of your people – it enhances productivity, strengthens culture, and boosts your brand as an employer of choice. By starting with strategy and choosing the right partners, your wellness vision can become a powerful force for positive change. Sue Ramauthar is a corporate wellness practitioner and physiotherapist at SuedeWellness
EmpowHER is back in Gauteng!
By Topco Marketing The Standard Bank EmpowHER conference is landing in the heart of South Africa’s business capital. If you are a female entrepreneur in Gauteng, this is the moment you’ve been waiting for. Set to take place on 22 May at the Radisson Blu Gautrain Hotel, Sandton, EmpowHER Gauteng 2025 is more than a conference – it’s a launchpad for women with big ideas and bold ambition. If you’re a female entrepreneur with a business that is ready to scale, this is where growth, mentorship, and real opportunity collide. An opportunity to be in the spotlight Step into the EmpowHER Pitching Den, where 10 Gauteng-based entrepreneurs will take the stage to present a 3-minute elevator pitch to a panel of seasoned business experts – followed by a live Q&A with game-changing feedback. Not only will you gain exposure, but the winner of each province will attend the 22nd annual Standard Bank Top Women Awards in Johannesburg this December where one finalist will be crowned the EmpowHER Entrepreneur of the Year and receive the R50 000 cash prize. Not pitching? There’s still power in the room As a delegate at EmpowHER Gauteng 2025, you’ll be at the centre of the action – soaking up inspiring keynotes, unlocking real business insights, and experiencing the electric energy of the live Pitching Den as next-generation leaders take the spotlight. There will also be the Fast-Track Networking hour – an unmissable high-energy session designed to spark insightful conversations, fresh collaborations, and lasting partnerships with fellow entrepreneurs, investors, and industry leaders. Think speed dating, but for serious business moves. In addition, every delegate walks away with a curated goodie bag packed with value, surprises, and a few treats to keep your business spirits buzzing long after the event. This is where Gauteng’s boldest and brightest women show up, link up, and level up. Book your seat here, or step into the spotlight and apply to pitch here Read more about putting together a strong business pitch Want to become a sponsor of the event where you can showcase your business as a showcase counter or put your products in our goodie bags? Email: alexandra.kotchoubei@topco.co.za and she will put you in touch with our head of brand.
Dr Reuel J. Khoza on leadership and democracy
By Fiona Wakelin & Koketso Mamabolo Archimedes said if you give him a big enough lever he could lift the earth. It’s all about leverage. If you find the right point, and the right lever, you can move anything. And with the help of others, to paraphrase the old saying, you can move even more. Throughout his life, Dr Reuel J. Khoza, one of the South African business world’s most erudite thinkers and respected entrepreneurs, seems to have found the right lever when he needed it. A brilliant student turned inspiring teacher who found a home in the corporate world, one he has furnished with passion and academic rigor, Dr Khoza is fluent in several languages but is most adept at an old language which goes beyond words: the language of family, kinship, camaraderie, ubuntu. He’s an Africanist and a prolific writer with a career that is an incredible feat of alchemy, combining high ethical standards, business acumen and a work ethic refined through mission-school education and the guidance of his evangelist father. He’s not just a moral authority but a technical one too, having served as Mervyn King’s deputy for the drafting of the King III and King IV reports, setting the framework for corporate governance in South Africa. If integrity was a person, they would be farming avocadoes, macadamia nuts and pears, making music as a labour of love, like Dr Khoza, a man who holds kinship dearly, a custodian of eternal values. An activist teacher in the C-suite Beginning with an undergraduate degree in psychology, Dr Khoza’s academic record and abilities as a teacher propelled him to a faculty position just as South African student politics were about to reach a fever pitch. It’s not surprising that such a man, whose overarching philosophy has its foundations in a collectivist mindset, which naturally provides an ideological framework for human rights, found himself crafting poems and lyrics which gave life to the students’ moral cause. University management took exception and so ended Dr Khoza’s first pedagogical journey, in 1974. He joined Unilever, spending four years as marketing assistant and product manager, before obtaining a scholarship from Shell Oil South Africa to pursue his Master’s in marketing in the United Kingdom. After working for the multinational, upon his return to South Africa, he decided to venture out alone in the business world, a brave and risky decision in a time when the efforts of black entrepreneurs were stifled by a system working against them, an atmosphere which motivated him to join the Black Management Forum. He brought his collectivist spirit with him into his marketing and management consultancy, looking deeply into ubuntu and applying it to corporate culture and leaders. What follows is a career that would be the envy of any business professional. Dr Khoza has chaired the boards of Nedbank, Assupol, the Private Investment Corporation, and chaired during the Eskom the Mandela and Mbeki administrations, and was president of the Institute of Directors Southern Africa in 2001. He is currently the chair of Dzana Investments, a private equity firm run by Nkateko Khoza, his eldest daughter, which invests mainly in the technology sector. He has also served on the board of directors of the Johannesburg Stock Exchange, Standard Bank, IBM South Africa, Old Mutual, Liberty Life Group and Nampak, with the list continuing to grow. Read the full story in the 24th edition of Impumelelo: Top Empowerment and find out why Dr Khoza believes a great leader is like a conductor and why he has no choice but to hope for a better future for South Africa.
A new era for South Africa’s legal sector: Proactively embracing the Legal Sector Code
“The debate around the amendments to the Legal Sector Codes is important, but it must also consider the spirit and intent behind the legislation. True transformation requires a deliberate effort to diversify supplier bases and create real opportunities for new entrants to thrive.”
Are you conquering your work week?
“Never again will that to-do list go unchecked – all you need is a few small changes to take control of your career and conquer your week.”
AI-powered corporate governance: Technology’s trailblazing role
“As a qualified lawyer and the Head of Business Development at a technology company specialising in AI-powered legal tech solutions, I have witnessed first-hand how technology has influenced this aspect of business. “
Miskyah Toth, CEO, Business Directive Contract Services
“Your greatest achievements often align with your greatest challenges.” BDCS is your all-in-one workforce management partner, specialising in the supply chain and logistics sector. We provide efficient, cost-effective staffing solutions, powered by innovative technology and a people-first approach. From recruiting and training top talent to handling payroll, HR, and statutory requirements, BDCS ensures that operations run smoothly. With a focus on streamlining operations, reducing costs, and boosting efficiency, we help businesses access pre-vetted workers on demand while staying compliant with labour regulations. Our mobile app empowers the workforce by offering easy access to pay slips, leave management, and payroll queries, allowing companies to scale confidently and adjust to changing demands. Miskyah Toth founded Business Directive Development Group (Pty) Ltd in 2012; eight years later an opportunity arose to purchase a contract with a leading South African online retailer. At that stage, more than 250 people were employed by the company. Business Directive Development Group (Pty) Ltd purchased the contract and Miskyah then created Business Directive Contract Services (Pty) Ltd (BDCS) to manage the contract of BDCS’s functions as a separate entity, under the auspices of Business Directive Development Group (Pty) Ltd. To put things into perspective, the outbreak of COVID-19 began in Wuhan, China in December 2019 – so the purchase of this contract was made at the beginning of the global pandemic.“I was, however, very comfortable with my decision. It allowed me to think outside the box and it allowed me to think bigger. We’ve since expanded our services, providing more tailored solutions, and empowering businesses and job seekers through comprehensive, personalised recruitment and career management strategies,” – Miskyah Toth. We asked Miskyah to share with us what it takes to be a game changer in the HR realm: Iron in silk After years of dedication and sacrifice, I have earned recognition on a global stage. In 2024, CIO Views named me one of Africa’s 10 Most Empowering Businesswomen. I was awarded Female Entrepreneur Coach of the Year in South Africa by MEA Markets and honoured as the Top Global Business Leader by the International Association of Top Professionals. Additionally, I was chosen as The Women Leader of the Year in Human Resource Management by the Asian-African Chamber of Commerce and Industry and selected as 1 of the 100 Most Influential Women in South Africa. As described, ‘Iron in Silk’ – is “strength enveloped by beauty and grace”. These accolades are a testament to overcoming significant challenges, including managing over 500% growth in just four years and navigating the complexities of running a large company as the sole female owner. Maintaining my health and balance amidst these responsibilities has also been a crucial challenge. What is your ‘why”? My “why” is simple – to empower people. Whether it’s helping someone land their dream job, supporting businesses with their recruitment needs, or mentoring young entrepreneurs, my purpose is to uplift others. This message stems from my own life experiences, including the challenges I faced as a businesswoman and single mother. I’ve always believed that with the right support, anyone can overcome obstacles and achieve success. I founded BDCS to create opportunities and provide that support to others, particularly in South Africa, where high unemployment rates make empowerment through job creation so crucial. Miskyah.com Miskyah.com is a platform that showcases my journey, insights, and expertise as a leader and entrepreneur. It is a space where I can share my thoughts on business, empowerment, and personal growth. Through this platform, I also aim to connect with aspiring entrepreneurs, business leaders, and anyone looking for inspiration or guidance. Miskyah.com offers a blend of personal stories, business tips, and reflections on leadership. It’s also a place where I promote my autobiography Iron in Silk, which delves deeper into my experiences and the lessons I’ve learned throughout my life and career. Through this platform, I provide aspiring entrepreneurs with the tools and guidance they need to succeed. My “Let’s Talk Business” series is designed to share real-world insights, helping individuals turn their ideas into thriving businesses. Additionally, my “Women for Change” initiative is a space where women can find inspiration, mentorship, and community support to pursue their dreams. I am passionate about coaching and developing entrepreneurs, equipping them with the strategies and confidence to navigate their entrepreneurial journey with resilience and success. The most important game-changing trends in HR? Technology, particularly AI, is revolutionising HR. AI-driven recruitment tools streamline hiring, ensuring faster and more precise candidate matching. Additionally, hybrid work models are here to stay, with flexibility becoming a key factor in employee satisfaction. Diversity, equity, and inclusion (DEI) initiatives are also transforming the workplace, emphasising the importance of creating inclusive environments where all employees can thrive. Lastly, mental health and well-being are taking center stage as companies recognise the need to support employees beyond their professional roles. HR leaders must adapt to these trends to stay competitive and cultivate thriving future-ready workplaces. What does securing the naming rights for the Future of HR Conference and Awards mean to you and your company? Securing the naming rights for The Future of HR Conference and Awards is a significant milestone for BDCS. It reflects our dedication to driving innovation in HR and our commitment to being at the forefront of industry trends. This partnership allows us to showcase our leadership in HR recruitment, while also contributing to the ongoing conversation about the future of work. It’s an opportunity to highlight our values – empowerment, technology integration, and talent development – on a larger scale, while also creating meaningful connections with other industry leaders who share our vision for the future of HR. Advice for aspiring entrepreneurs My biggest piece of advice is to stay resilient. Entrepreneurship is a journey filled with highs and lows, and success often comes from how well you handle challenges. Always be willing to learn and adapt because the business world is constantly evolving. Surround yourself with people who inspire and support you, but don’t be afraid to make tough decisions
Understanding employer rights in South Africa
By Jessie Taylor The South African labour law ensures that employers and employees clearly understand their rights and responsibilities in the workplace. While much attention is often given to employee rights, it is equally important to acknowledge the rights of employers. These rights are designed to create a balanced, fair, and legally compliant work environment. Employer rights are outlined in South Africa’s labour legislation, which maps out how employers can protect their interests while complying with labour laws. Employers in South Africa are entitled to specific rights that help maintain workplace order and productivity. These include expecting employees to render agreed services during designated working hours and enforcing workplace rules and performance standards. Employers can also expect employees to follow lawful and reasonable instructions and maintain a disciplined and professional work environment. Employers can also expect employees to act in good faith and with loyalty to the employer, and are allowed to hold employees accountable for product specifications and quality standards. There are several other key rights that employers enjoy: 1. Employer’s right to determine job roles One of the fundamental rights of an employer is the ability to define job roles and responsibilities. Employers have the right to determine the criteria for hiring employees, provided that they do not engage in discriminatory practices based on age, race, gender, disability, or other protected characteristics. Additionally, employers are entitled to establish the specific responsibilities associated with each role and set performance expectations. This helps to ensure that employees understand their duties and can be held accountable for their work performance. 2. Right to establish workplace policies and procedures Employers have the right to create and enforce workplace policies and procedures that govern employee conduct and business operations. These policies may cover a wide range of areas, including: By clearly outlining expectations, employers can maintain a structured and professional work environment. However, these policies must be fair, reasonable, and in line with labour laws. 3. Right to provide and monitor work equipment When employees are provided with company-owned equipment, such as laptops, mobile phones, or other tools necessary for their job, the employer retains ownership of these assets. Employers have the right to monitor how these resources are used, ensuring they are being used strictly for business purposes. Employers may also implement policies that regulate internet usage on company networks, restrict access to certain websites, and track browsing history. These measures help protect company data and ensure productivity. 4. Right to expect honesty and commitment to business objectives Employers have the right to expect employees to act with integrity and work towards achieving business objectives. Employees should conduct themselves ethically, remain transparent in their tasks, and contribute positively to the company’s overall success. Employees who engage in dishonest behaviour, including fraud or theft, breach their employment contract and may face legal consequences. Employers should implement clear policies outlining expectations regarding honesty and ethical behaviour. 5. Right to maintain proper employment records Employers have the right—and responsibility—to maintain comprehensive employment records. These records may include: Keeping accurate records helps employers demonstrate compliance with labour laws, resolve disputes effectively, and manage employee performance in an informed manner. Although the legal system does not currently recognise unfair labour practices against employers in the same way it does for employees, there are several strategies employers can implement to safeguard their rights: While South African labour laws primarily focus on employee rights, employers also have critical rights that enable them to manage their businesses effectively. Understanding and exercising these rights within the framework of labour laws ensures that employers can operate fairly while maintaining compliance. Employers can navigate workplace challenges effectively and foster a balanced, legally compliant work environment by implementing strategic policies, training management teams, and staying informed about labour regulations. Sources: Labour Guide | SME South Africa
The customer is always right… right?
By Louise Botha – Recruitment Specialist Customer satisfaction is the ultimate success in business. A happy customer is a returning customer. You will get repeat business, good reviews, and recommendations which all grow your reputation and brand your company to the world. Is the customer always right? To them, they need to feel that they are – or treated with respect when not. That means that they need your guidance and opinion on the expertise within the field of what they hired you to do. So, how do we keep them happy if or when they are not always right in our professional opinion? You need to adapt your style and approach that you use to communicate with each of your customers as they are all different. You need to nurture and build on your customer relationships in order for them to last. Apart from building long-lasting relationships, there are many other benefits: Ways to keep your clients happy Listen – To build any strong relationship -personal, business, social – you need to listen. Give the other party the time to share their thoughts and needs. You need to listen carefully to understand them. Avoid being overpowering with words and use your listening skills to identify where and how you need to respond to make an impression. Regular updates and communication – Just because you have established the relationship with your customer now, does not mean that you just leave them and wait for them to approach you when they need you. They might need you, even when they don’t know it yet. Maintain your relationship with regular updates and checking in by communicating effectively. Be an expert – Always do your homework! Research! You don’t want to be left with no words or answers when you approach or communicate with a client. You will save time for you and your client if you already know their background and idea of their requirements as well as what is happening in their sector. Leave them impressed. It will show your expertise and make them feel that they are in good hands. Do not rely on the client to provide you with all the info, ask questions and cover what you were not able to find. Manage expectations – Never overpromise and underdeliver. Be open to your client on what are reasonable expectations. Many clients can be demanding, and you can be tempted to give in to that and promise results before you know you can attain them. Explain to the client why it will take longer, if so, and that it will ultimately improve the service you offer to them to make them feel secure that you can commit to the deadline. Personalise your approach – Not all clients are the same, so you will have to personalise the needs of each one. Where you identify the way you work with one, can help you to handle the next. This will make the client feel worthy and that you are not just offering a service, but a partnership and interest in their business. Feedback – Do not underestimate the need for you to get a client’s feedback. You might be moving forward. But when you have the relationship, it opens a door where there can be transparency and feedback on your performance and service can be shared with ease. Knowing where you can identify and work on areas will improve your service and allow you to be better than the best! In the end, it’s all about regular communication – the long term benefits will surprise you.
Africa’s tech revolution needs you – come forge connections, influence policy and accelerate growth
From AI-driven healthcare to blockchain-powered financial inclusion, the continent is rewriting its narrative as a global tech powerhouse. But to sustain this momentum, collaboration, innovation, and strategic dialogue are non-negotiable. Sentech Africa Tech Week 2025, taking place from 3–4 June, at the Century City Convention Centre in Cape Town, is where Africa’s brightest tech minds converge to shape the future. This isn’t just another conference, it’s a catalyst for growth, a platform for disruptive ideas, and a launchpad for partnerships that will redefine the continent’s digital landscape. Why your company can’t afford to miss this 1. Tackle Africa’s most pressing tech challenges: 2. Unlock cutting-edge opportunities: 3. Network with decision-makers and disruptors: Rub shoulders with ministers, CIOs, global cloud leaders, and rising startups. Forge alliances in the “Global Alliances, Local Impact” session, where cross-border partnerships are redefining Africa’s digital economy. 4. Position your brand as a leader: Think your startup is the next big thing? Then the Pitching Den is for you. Sessions that will redefine your strategy Why sponsor, exhibit, or attend? Sponsors: Gain unparalleled visibility. Position your brand as a pillar of Africa’s tech ecosystem Act now—Africa’s future won’t wait. The clock is ticking. Secure your spot at the forefront of Africa’s digital revolution. Register now: https://qkt.io/MCKP8m