It’s just good business – this is why businesses enter awards
By Koketso Mamabolo When we watch awards ceremonies we see the flashing lights, red carpets and dazzling attire. We see the celebrations, hear the acceptance speech and debate who we think should’ve won. But why do people and organisations enter awards? What are the benefits? While a study by the University of Leicester found that within three years of receiving an award businesses see increases in, amongst others things, sales and share value, it’s about more than just money. Researchers have found that while business excellence awards (BEAs) have an impact on the long-term performance of a business – projecting status and credibility – they also have the effect of encouraging good and sustainable business practices. Markets are crowded, talent is scarce, and BEAs provide an opportunity for businesses, from SMEs to multinational corporations, to set themselves apart from the competition and attract talent. Here we breakdown the four main reasons businesses enter awards: 1. Credibility Whether local, regional or international, business excellence awards are a way for organisations to build trust in their brand with the stamp of approval from a respected third party. In a crowded market, traditional approaches to marketing aren’t as effective as they used to be in boosting an organisation’s reputation. Awards are tied to criteria which provide quality assurance, ultimately enhancing the business’ reputation. This is particularly true for new and small businesses – especially when awards are more niche and focused on issues such as gender empowerment or focused on a particular region. Interestingly, researchers have found that in South Korea businesses who enter awards are often the ones who are most involved in corporate social responsibility work despite it not increasing the prospects of winning. Simply put, organisations that do good tend to enter awards. 2. Image repair The reach of social media and the rise of conscious consumers means that a businesses reputation can be damaged extensively and at a rapid pace. What awards offer is a chance to show the good that businesses are doing, particularly with regards to ethics, community investment and people management. In the case of CEOs and other business leaders, individual awards have the potential to enhance a businesses reputation through association. The more credible the leader, the more likely people are to view the business itself as more credible – it starts at the top, as the saying goes. 3. Publicity Awards and the ceremonies themselves bring with them a large amount of press coverage. As a finalist or winner, your achievements will be broadcast across on multiple channels, reaching a wide audience, which not only includes consumers but also investors, lenders and potential suppliers. Whether it’s the organisation that organises the awards programme, their sponsors, or the media, the results and build-up to the ceremony will be covered extensively, giving you another marketing platform. Customers and investors want to know they’re putting their time and money into the best that is on offer. Entering an award opens up the opportunity for investors and customers to see what your company is about and where you are compared to your competitors. 4. Motivation In their paper, The gold rush for Business excellence awards: A discursive practice approach, Brunel University’s Asante Shadrack highlights the motivational aspect of entering awards: “These awards events provide staff with something to look forward to after their hard work throughout the year and also give employees to aim for or look forward to at the beginning of the next working year.” With specific criteria that needs to be met, businesses can set targets accordingly, giving employees a sense of purpose. Even if the business does not win, they know how they need to improve and can learn from their competitors. Internally, employees are able to focus on what the organisation is doing well which builds a sense of pride. When it comes to people management, awards can also serve as a motivator for executives and senior management to work consciously to empower and support employees. Awards that recognise innovation in a particular sector help encourage the kind of behaviour which leads to innovation: taking risks and experimenting with creative solutions. Get ahead of the pack It is said that sprinters run faster times when they have people to compete against. They’re given a push knowing they have someone to measure themselves against. Entering an award allows business a chance to see where they stand in their industry and the broader business community. Competition does not mean peers cannot celebrate each other’s achievements. There’s an old African proverb: If you want to go fast, go alone; if you want to go far, go together. We’re continually moving forward and often don’t have time to pause and reflect on the journey we’ve taken. Sitting down to submit an application for an award and putting together a motivation, attempting to meet all the criteria, can be a great ‘stock-taking’ exercise. Award ceremonies themselves are an opportunity for the business community to come together. Entrepreneurs are able to network with people, inside and outside their sector, exchanging ideas, opinions, stories and contact details. In the end it’s not only about performing better and taking home the bragging rights. As we say here at Topco Media, It’s about inspiring the world to do good business. Are you a tech giant or startup looking to stand out from the rest? For over two decades Topco Media has been recognising and giving exposure to organisations doing good business. Be part of the Africa Tech Week awards. Enter now. Sources: Brunel University | Wiley
Leveraging the full spectrum of human potential: The representation of women in STEM
By Dr Mmaki Jantjies As we celebrate Freedom month, it is important to acknowledge the progress made in ensuring the economic participation of women in South Africa, particularly in the STEM sector (science, technology, engineering and mathematics). The country’s history of working towards a free and just society has been underpinned by the important role that women have played in ensuring equality for all. In response, significant milestones have been achieved with policies enabling greater access to opportunities for women. The role of diversity in the STEM sector is vital to ensure national advancement. By leveraging the full spectrum of human potential, nations like South Africa will not only unlock innovation but also build a more equitable and prosperous future for all. Considering the significant strides made in advancing female participation in STEM sectors, South Africa still experiences the under-representation of women in key areas today, particularly in STEM leadership positions. What then has led to this “leaky pipeline”, and what initiatives are important in addressing these issues? Female representation in STEM The 2023 Report of the Engineering Council of South Africa underlined that only 14% of registered engineers were women. A 2024 skills survey conducted by the Institute of Information Technology Professionals South Africa (IITPSA) further explored the representation of women in the ICT sector. The survey found that although 39.5% of employees were female, only 5% had leadership positions in ICT companies. I recently had the opportunity of joining the launch of the South African chapter of the OWSD (Organization for Women in Science for the Developing World), an organisation describing itself as an “international forum to unite eminent women scientists from the developing and developed worlds with the objective of strengthening their role in the development process and promoting their representation in scientific and technological leadership”. The programme provides the mentorship, training and support necessary to ensure a consistent pipeline of women in STEM in the country. Supported by the National Department of Science and Innovation (DSI), the OWSD event highlights the continuing need for tailored interventions to support the participation of women in key STEM areas. Early interventions in particular were highlighted as being key to facilitating stronger representation of women in the workforce. The local interventions highlighted below outline the key issues involved in working towards addressing greater gender equity in accessing employment opportunities: 1. Limited early exposure and encouragement One fundamental obstacle to increasing women’s involvement in STEM is the lack of early exposure and ways of encouraging participation. According to the 2021 data from the Council on Higher Education, female enrolment in STEM programmes at universities stood at around 40%. In line with this low number, the lack of young girls taking up studies in STEM is often attributed to lack of exposure. To address these shortcomings, initiatives aimed at foundational education through interventions like the Department of Basic Education’s TechnoGirl Programme. This initiative has been instrumental in ensuring early exposure, reaching over 30 000 girls from disadvantaged schools and fostering their interest in pursuing STEM careers. The programme is a partnership between Uweso Consulting in collaboration with UNICEF and the Department of Basic Education. By selecting high school girls from underserved communities, the programme has opened doors to STEM mentorship, skills development, and job shadowing Another key grassroot intervention has been the Department of Science and Innovation’s National Science Week (NSW). By strategically targeting youth, educators and the general public, particularly those from disadvantaged backgrounds, NSW supports grassroot science literacy. It has programmes which demystify science while showcasing local innovations in those too young to be scientists. This annual event has demonstrated tangible impact by consistently engaging thousands of South Africans annually, enhancing STEM awareness and inspiring youth to pursue STEM careers. 2. Barriers to access and participation in higher education Data from the 2020 Human Sciences Research Council (HSRC) study has revealed that students from lower socio-economic backgrounds have dropout rates up to 40% higher than their more affluent peers, primarily due to financial issues. Although both financial and systemic barriers have significantly impeded women’s access to tertiary STEM education, progress is now being made with targeted funding interventions acting to support the advancement of women in STEM. In responding to these challenges, the National Research Foundation (NRF) has set out to increase female participation in STEM through various initiatives. In 2022, over 60% of National Research Foundation-funded postgraduate students were women within specific STEM categories, demonstrating a clear move towards gender-sensitive funding. Programmes such as the black academic advancement programmes have also been introduced by the NRF to provide grants to black female academics, in order to increase scholarly output while increasing the number of research students supported by grants. Public private partnerships (PPP), such as the Telkom Centres of Excellence (CoE) based at 14 South African universities, are further examples of partnerships supporting the postgraduate STEM skills development of over 3 500 students. With this programme running over 25 years, Telkom and several ICT organisations have partnered with government in establishing centres at participating universities. These research centres have provided students with access to cutting-edge technology, resources and mentorship, both fostering innovation and contributing to the growth of the ICT sector in South Africa. The Telkom CoE programme supports postgraduate students and research projects, effectively building a pipeline of skilled professionals to meet the evolving demands of the telecommunications and technology industries in South Africa. 3. Lack of female role models and mentorship Globally, the 2023 Global Gender Gap Report states that women comprise 29.2% of the STEM workforce across the 146 nations evaluated, while locally women make up 23% of employed individuals in STEM occupations in South Africa. Organised STEM industry networks are therefore key to improving access to visibility and mentorship opportunities to increase representation. Examples of such in the STEM field are the organisation named Women in Mining South Africa (WiMSA) that offers networking, mentorship and career guidance. Meanwhile, the South African Women in Engineering (SAWomEng) focuses on professional development and creating a supportive community for
Driving gender parity in tech: A blueprint for scaling inclusion
By Nyari Samushonga Women remain underrepresented in the IT industry, a fact that is both well-known and well-documented. While numerous programmes and interventions aim to enrol more girls in STEM subjects, large-scale change remains daunting. The underrepresentation of women in technology is not due to a lack of capability but the result of historical, structural, and systemic exclusion. Over time, this exclusion has created a false perception that women are less suited for technology roles. The reality is that women have always been capable. The real challenge is not about “fixing” women but rather unlearning our biases and reframing social perceptions—both in the minds of young girls and in the broader tech ecosystem of employers, mentors, and collaborators who shape career opportunities. This reframing starts with early exposure to technology and intentional career guidance that normalises women’s participation in tech. If young girls can see technology as a viable and exciting path from an early age, they are more likely to pursue it with confidence. At the same time, the industry itself must shift its perception of who belongs in tech, ensuring that hiring practices, mentorship, and workplace cultures actively foster inclusivity. From high school, I followed a more traditional path, studying finance and building a successful career over 11 years in the sector. I enjoyed my work, and my background gave me deep insights into business and problem-solving. But as technology evolved, I realised that software solutions and products were transforming industries, and my financial expertise was valuable in teams building tech-driven solutions. This opened my eyes to the fact that technology was not an isolated field but a tool shaping every industry, offering opportunities for professionals from diverse backgrounds to contribute meaningfully. What was strange, however, was that despite this expanding need for varied expertise, I was often the only woman in the room or on a team. It was a stark contradiction: an industry unlocking new possibilities for different skill sets yet still lagging in gender diversity. This experience ignited a passion in me to support more women in entering the field and claiming their place in shaping the future of technology. Success stories: Proof that women have always been capable The potential is almost unimaginable. When given the opportunity, young women don’t just participate—they excel, lead, and inspire. WeThinkCode_’s deliberate approach to gender inclusion has not only opened doors but has also proven that talent knows no gender. Many of our female graduates have gone on to become role models, demonstrating their initiative, resilience, and ability to thrive in the tech industry. These young women are proof that their ability has always been there—when given the chance, they grab opportunities with both hands and redefine what’s possible for the next generation. Scaling the vision: Public-private partnerships for inclusive growth Now, we need to scale this vision. Achieving true gender parity in tech requires public-private partnerships that bring together: Investments from key partners continue to bolster WeThinkCode_’s ability to scale nationally. JPMC and Standard Bank Tutuwa are funding a 60-person cohort at Central Johannesburg College (CJC), with JPMC also engaging public sector stakeholders for nationwide TVET adoption. Meanwhile, DGMT and the Caterpillar Foundation are supporting a 30-person cohort at South Cape College’s rural Garden Route/Hessequa Campus. The roadmap is clear. The talent is there. The ambition is there. Now, we must build the pathways that bring more women into tech—not just in pockets, but at scale. Nyari Samushonga is the CEO of WeThinkCode, a South African software development academy that operates in Joburg, Durban and Cape Town.