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Leadership and innovation in tech

By Thulani Dube, Head of Innovation and Advancement, Cornerstone Institute  While noticeable strides have been taken to drive inclusivity and gender parity within the technology industry, we have to continually ask ourselves what meaningful inclusion looks like in a country with a history of engineered inequality.  The tech space in South Africa continues to be shaped by visionary women striving for digital innovation and inclusive leadership. It becomes imperative for female tech leaders like tech social entrepreneur Baratang Miya to emerge and challenge norms, as well as build bridges for future talent. While leaders must have a presence so as to take up space, it is also important for them to create spaces for future generations to follow, something that Baratang has continually done, making her endeavours align with the United Nations Sustainable Development Goal 5 focused on promoting women in achieving gender equality and empowering all women and girls.  Recently at a Transformation and Empowerment focused conference, Dr Simamkele Dlakavu, a lecturer on Gender Studies, asserted that the current gender inequality in various industries is by design and therefore needs leaders who will be intentional when it comes to issues such as women employability and equity. Leaders in the technology space must therefore make equity a core strategic priority and not another HR buzzword, whilst actively challenging entrenched systems and cultures in order to inspire a shift in organisational mindset around gender, power, and value.  The gender gap in South Africa’s Information and Technology sector reminds us that transformation requires more than policy, it demands intention and action. As of 2024, women account for just under 40% of the ICT workforce. While that figure signals some movement, it is far from parity and even further from power. The problem starts early where only 13% of STEM graduates in South Africa are women, a sobering contrast to the global average of approximately 35%.  This limited pipeline of talent feeds directly into an even more exclusive leadership tier.  Notably just 5% of ICT CEOs in South Africa are women, and across all JSE-listed companies, only 14% of CEOs are female. At board level, women hold only 20% of director positions, and top executive roles sit stubbornly at 17% female representation. These aren’t just numbers,they’re symptoms of a system that wasn’t designed with women in mind.  Women redesigning the future and paving the way for others to follow Amid these structural imbalances, a generation of formidable women is rising to redesign the future from within. Leaders like Naadiya Moosajee, engineer and co-founder of WomEng, are not only breaking barriers – they’re building frameworks for thousands of women to follow. Through her work across Africa, she has become a global advocate for gender equity in STEM, ensuring that young women don’t just enter the field but thrive within it.  Equally inspiring is Mpumi Madisa, CEO of Bidvest Group and the first Black African woman to lead a JSE Top 40 company. Her ascent signals what’s possible when competence meets opportunity and when corporate South Africa embraces inclusive innovation. Basani Maluleke, former CEO of African Bank, brought a bold voice to the fintech space, illustrating the power of representation in reimagining financial services for a broader, more inclusive economy.  And then there’s Emma Mphahlele, whose journey from rural Limpopo to international tech stages defies the limits historically placed on girls in underserved communities. Through initiatives like Kids Innovate Africa and African Youth Ignited, she is championing access, neurodiversity, and digital empowerment for girls and differently-abled youth alike. As a TechWomen alumna and UN Women-endorsed facilitator, her mission is not only deeply personal but  structurally transformative. These women are more than outliers,  they are architects of change. Their journeys stand as living proof that while the system may not have been built for women, it can be reshaped by them. Collectively building an ecosystem of transformation across sectors   The growing influence of women across key sectors is reshaping South Africa’s approach to innovation, inclusion, and progress. In government, women leaders are playing a crucial role in shaping the country’s digital transformation agenda through expanding broadband access in rural areas and embedding gender-sensitive approaches in ICT policy. Initiatives like the SA Women in ICT Forum and the TechnoGirl Trust are helping to bridge the gap between young talent and future-ready careers, ensuring that girls are not left behind in the tech-driven economy.  In the private sector, leaders such as Nolitha Fakude, Chairperson of Anglo American’s Management Board in South Africa, are at the forefront of embedding sustainability and inclusive innovation into core business strategy. Through her work, she has championed digital upskilling, enterprise development, and gender equity in traditionally male dominated sectors like mining and industrial technology, demonstrating how corporate power can serve as a platform for systemic change. Similarly, the LaunchLab, Stellenbosch University’s innovation incubator, under the dynamic leadership of Anita Nel, is actively nurturing startups, with a focus on tech, agri-innovation, and social impact ventures. Their support of female entrepreneurs from ideation to investment readiness has made LaunchLab a catalytic force in bridging the gender gap within the startup ecosystem.  Higher education institutions are also key levers in this transformation. Visionary leaders like Professor Pamela Zibuyile Dube, Vice-Chancellor of the Central University of Technology (CUT), are steering universities toward inclusivity and innovation. Under such leadership, institutions become not just academic spaces, but launchpads for female talent in science, technology, and research. By aligning academic output with national digital goals and social equity, such leaders in higher education are helping to redefine what progress looks like as well as who gets to lead it.  Together, across sectors, these leaders are building an ecosystem of transformation. Not all heroes wear capes!

From HSBC to Binance: Hannes Wessels on leading Africa’s crypto rise under Richard Teng’s vision

Binance Hannes Wessels

They’ve declared bitcoin dead 53 times but it keeps getting stronger each time, says Hannes Wessels, General Manager of South Africa for Binance, which boasts the world’s most prominent blockchain ecosystem. In this fascinating conversation with Topco Media CEO Ralf Fletcher, on the Business Unusual Podcast, the former HSBC banker simplifies some technical aspects of the crypto world, addresses misconceptions and offers a sophisticated perspective on bitcoin investment cycles and the market dynamics in South Africa. Whether you’re a casual speculator, a crypto die-hard, financial professional, or just someone who wants to know more about how the future is happening you’ll get: Watch on YouTube Listen on Spotify Listen on Apple Podcasts 

Leading with Heart in the Age of AI

Leading with Heart in the Age of AI

By Brian Eagar In 2025, leadership is changing in two main ways. The first is through human-centred leadership. This style has come about after many years of leadership that focused on authority, hierarchy and top-down control, often ignoring people’s well-being and personal needs to pursue productivity and profit. Human-centred leadership flips the script and puts the needs, well-being and growth of individuals before tasks or profit. It values empathy, listening carefully and creating a supportive place where people feel respected. More and more organisations are choosing to operate this way, recognising the benefits of human-centred leadership to boost employee engagement and belonging, resulting in a marked improvement in productivity, innovation and ultimately business performance.   The second way leadership is being shaped in 2025 is by the rise of AI. While AI’s promise of efficiency is exciting, relying too much on technology can hurt the goals of human-centred leadership. The focus on efficiency, innovation and growth can shift attention back to tasks and results, often ignoring people’s well-being. According to a CNBC SurveyMonkey Workforce survey, 60% of employees who use AI reported that they worry about its impact on their jobs. Insights from the Harvard Business Review also found that, in addition to concerns about AI’s impact, motivation dropped by 11% and boredom increased by 20% when using AI in the workplace. As concerns about job security and uncertainty grow, leaders need to act now. Success will come from leading with both people and technology in mind, with clear understanding and care. This means recognising the power of AI but also being aware of its hidden effects. The promises and reality of AI AI offers great benefits. It can take over routine tasks, help us make better decisions and let teams do more important work. From smart assistants that organise schedules and messages, to systems that give fast data insights, AI aims to make work easier and people more productive. By automating simple tasks, AI can reduce the time and energy employees spend on admin work. This should let people spend more time on creative thinking, solving problems and working closely with others. Leaders are told AI will boost human ability by handling boring tasks and helping us think and work better. In this view, AI does not replace people. It helps them. It is like a teammate, coach or tool that makes work smoother and opens up opportunities for new ideas and growth. But this is only part of the story. Even though AI has benefits, it also causes some hidden problems. Its advantages come with challenges that can negatively impact job difficulty, create stress and reduce how much control employees and teams have over decisions that are based on AI outputs. According to the Deloitte 2025 Human Capital Report, while AI is often praised for improving productivity and easing workloads, its impact on employees reveals significant hidden challenges. 77% of workers report that AI has increased their workloads and 61% fear it contributes to higher burnout rates. Although AI automates up to 45% of routine tasks, employees are left with more complex and mentally demanding work, making their jobs harder rather than easier. Additionally, 33% of workers report reduced human interaction and collaboration due to AI and 28% feel a loss of personal connection. This shows how AI can make workers feel isolated and lonely. Deloitte emphasises that these effects are often unintended and overlooked by leaders who focus on AI’s efficiency gains. This can erode trust and weaken the employee-employer relationship if not addressed proactively. Leading with both heart and AI With this type of study data available, it’s obvious that leaders will have to find the right balance between utilising AI and implementing human-centred leadership styles. Here are three simple ways to do this: 1.   Understand the trade-offs  Good leaders know that while AI can boost productivity, it can also create problems. Automating work can increase workloads and lead to burnout and letting AI make too many decisions can make workers feel less in control. Also, replacing human interaction with technology can lead to isolation. Leaders must recognise these risks and respond with care and responsibility, always putting employees’ best interests first. This includes intentionally creating an environment where people feel safe to speak up, share concerns and know that their well-being matters; not allowing the grind to take over but instead checking in regularly and creating space for genuine connection. When people feel psychologically safe and know their voices are heard, a sense of belonging grows, even in times of change and especially when that change is introduced through the use of AI. 2.   Work with employees to adopt AI  Instead of forcing AI on workers, organisations should involve them in deciding how and when it is used. This collaborative approach leads to better and more meaningful use of AI, builds trust and gives employees a greater sense of control. When people help shape the tools they use, they feel more ownership and confidence in their work. They feel their input is valued and respected and this, in turn, supports a stronger sense of belonging, because workers feel included in important decisions that affect their roles. 3.   Reinforce the human core of work As the use of technology grows, the risk of loneliness and disconnection increases. Leaders should respond by investing in human connection through mentoring and opportunities for collaboration around shared goals. This creates space for forging genuine relationships, teamwork and emotional support. A strong team is built not just on tools but on trust, care and shared purpose. In 2025, strong leadership means balancing the power of AI and technology with a deep commitment to people. While technology can drive progress, it must not come at the cost of well-being, connection or control. Human-centred leadership reminds us that when people come first, business benefits through stronger performance and better results. Generative AI is positioned as a tool to augment human skills, not replace them. Leveraging human creativity, empathy and contextual

‘Success without people is empty’ – Africa Tech Founder of the Year Oscar Molaba

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.

Bold leadership needed to close Africa’s AI gap

Africa’s AI

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