State-Owned Enterprises and Women’s Empowerment

State-Owned Enterprises and Women’s EmpowermentBriefing Session to the Portfolio Committee on 9 March 2005

Mr Eugene Martin•Group Director: HR

CATEGORY HDI FEMALES

Excom 60% 10%

GMs – Divisions 50% 10%

GMs – Corporate 70% 10%

Middle Management 50% 10%

Engineers 50% 10%

Scientists 50% 10%

Technicians 50% 10%

Targets for the Group set in 2002

Denel Board of Directors

45%

11%

33%

11%

WM WF AM AF

3/9

1/9

4/9

1/9

Total Female Strength 2002/2003

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SR/EXEC MANAGEMENT 112 7.1% 4.5% 2.7% 0.9% 0.9% 2.7%

MANAGEMENT 446 11.0% 4.0% 2.7% 1.1% 0.2% 7.0%

ENGINEERS 562 4.3% 0.7% 0.2% 0.0% 0.5% 3.6%

SCIENTISTS 94 23.4% 6.4% 3.2% 3.2% 0.0% 17.0%

TECHNICIANS 1,355 7.1% 2.1% 1.1% 0.9% 0.1% 4.9%

ARTISANS 4,985 25.1% 22.9% 8.0% 14.8% 0.1% 2.2%

CONFIGURATION 103 22.3% 3.9% 0.0% 3.9% 0.0% 18.4%

IT PERSONNEL 112 32.1% 11.6% 8.0% 1.8% 1.8% 20.5%

FINANCIAL 258 67.1% 15.1% 10.1% 2.3% 2.7% 51.9%

MARKETING 85 23.5% 2.4% 1.2% 1.2% 0.0% 21.2%

HUMAN RESOURCES 41 65.9% 29.3% 14.6% 4.9% 9.8% 36.6%

TRAINERS 46 17.4% 6.5% 6.5% 0.0% 0.0% 10.9%

SECURITY 242 12.4% 12.4% 5.0% 7.4% 0.0% 0.0%

ADMINISTRATIVE 895 59.0% 11.7% 5.8% 5.1% 0.8% 47.3%

SECRETARY 253 99.2% 24.9% 13.0% 8.3% 3.6% 74.3%

TRAINEES 257 17.9% 17.5% 13.6% 3.9% 0.0% 0.4%

GENERAL WORKERS 731 25.3% 23.0% 12.7% 8.1% 2.2% 2.3%

OTHER 177 19.8% 12.4% 9.6% 2.8% 0.0% 7.3%

TOTAL 10,754 26.1% 15.9% 6.7% 8.7% 0.5% 10.3%

2002/2003


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MANAGEMENT 475 11.2% 5.3% 2.5% 2.3% 0.4% 5.9%

ENGINEERS 598 5.4% 1.0% 0.5% 0.0% 0.5% 4.3%

SCIENTISTS 80 21.3% 6.3% 5.0% 1.3% 0.0% 15.0%

TECHNICIANS 1,399 6.9% 2.0% 0.9% 1.1% 0.1% 4.9%

ARTISANS 5,082 25.1% 22.7% 8.3% 14.4% 0.0% 2.3%

CONFIGURATION 96 30.2% 7.3% 2.1% 5.2% 0.0% 22.9%

IT PERSONNEL 119 34.5% 12.6% 8.4% 1.7% 2.5% 21.8%

FINANCIAL 240 65.8% 17.1% 10.8% 3.3% 2.9% 48.8%

MARKETING 72 25.0% 4.2% 0.0% 4.2% 0.0% 20.8%

HUMAN RESOURCES 40 67.5% 35.0% 20.0% 5.0% 10.0% 32.5%

TRAINERS 46 13.0% 4.3% 4.3% 0.0% 0.0% 8.7%

SECURITY 252 11.9% 11.9% 4.8% 7.1% 0.0% 0.0%

ADMINISTRATIVE 848 54.6% 12.9% 5.5% 6.6% 0.7% 41.7%

SECRETARY 247 99.2% 27.5% 15.8% 8.5% 3.2% 71.7%

TRAINEES 265 23.0% 21.9% 18.9% 3.0% 0.0% 1.1%

GENERAL WORKERS 640 23.6% 22.7% 13.6% 6.7% 2.3% 0.9%

OTHER 133 25.6% 24.1% 16.5% 6.8% 0.8% 1.5%

TOTAL 10,741 25.6% 16.3% 7.1% 8.7% 0.5% 9.3%

2003/2004


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MANAGEMENT 422 9.7% 5.0% 2.6% 2.1% 0.2% 4.7%

ENGINEERS 591 5.8% 0.5% 0.2% 0.0% 0.3% 5.2%

SCIENTISTS 71 22.5% 7.0% 5.6% 0.0% 1.4% 15.5%

TECHNICIANS 1,332 6.8% 1.7% 0.8% 0.8% 0.1% 5.1%

ARTISANS 4,330 21.5% 19.3% 6.8% 12.4% 0.0% 2.2%

CONFIGURATION 93 36.6% 8.6% 2.2% 6.5% 0.0% 28.0%

IT PERSONNEL 126 27.8% 7.9% 5.6% 1.6% 0.8% 19.8%

FINANCIAL 208 62.5% 17.8% 11.1% 2.9% 3.8% 44.7%

MARKETING 57 21.1% 5.3% 0.0% 5.3% 0.0% 15.8%

HUMAN RESOURCES 44 70.5% 40.9% 27.3% 6.8% 6.8% 29.5%

TRAINERS 26 3.8% 3.8% 3.8% 0.0% 0.0% 0.0%

SECURITY 249 12.0% 12.0% 4.8% 7.2% 0.0% 0.0%

ADMINISTRATIVE 793 53.3% 13.0% 5.8% 6.4% 0.8% 40.4%

SECRETARY 224 98.2% 29.9% 17.4% 9.8% 2.7% 68.3%

TRAINEES 129 27.9% 27.1% 21.7% 4.7% 0.8% 0.8%

GENERAL WORKERS 704 23.7% 22.6% 14.9% 6.8% 0.9% 1.1%

OTHER 92 28.3% 25.0% 19.6% 5.4% 0.0% 3.3%

TOTAL 9,605 23.7% 14.5% 6.5% 7.6% 0.4% 9.2%

2004/2005 (JAN)

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Overview of Training and Development of Females in Denel

1. Strategic Approach to Training of Females within Denel

2. Denel Employee Training

3. Youth Development

4. Bursaries / Study Loans

5. Experiential Training

6. Growth Targets in Critical Skills

Strategic Approach to Training of Females within Denel

1. Historical Legacy of Denel

- Captured market – South African Defence Force - White male dominated - Very few females in engineering environment - largely secretarial, administration and support

2. Denel is committed to the training and development of females to enable them to play a larger role within the organisation, especially given its historical biases.

3. Present Strategy based on:

- Changing the current entrenched mindset - Redress of past imbalance - Access to opportunities, learning and growth for all - Transformation of Denel as a SOE

Key Implementation Pointers

1. Entry of new personnel2. Recognition of prior learning3. Re-training4. New training and development for females to become

involved in core skills5. Skills technology transfer programmes6. Mentoring and coaching7. Retention 8. Conditions of service to allow for an enabling environment

for female learners

Denel Employee Core Training (Internal)

39%

38%

21%2%

WHITE AFRICAN COLOURED ASIAN

Number of Females Trained in

Internal Programmes in Denel

2004-2005

Total Learners208


Technical 12 23 2 1

Management 4 0 1 0

Safety 19 21 18 1

STTP 1 0 1 0

MSDP 0 1 1 0

Weapons 7 3 1 0

Security 0 4 13 0

Other 37 27 4 2

Total 81 79 44 4

Youth Development

10% 1%

89%



DYFTP 0 119 14 1

GET SET 0 61 0 0

Schools Outreach 0 45 0 0

DYFTP Results of Female Learners in 2004 Matric Results

<40% 50% 60% 70% 80%Previous Final GR 12 109 22 2 0 0Final Exam 2004 0 15 64 42 12

Before and after interventions by the DYFTP in Maths and Science combined results

Entry Level on Standard grade – Final results after DYFTP on Higher grade

Denel Schools Outreach Programme

• Focus on grade 10 – 12 learners from schools in deep rural areas

• Focus on Maths, Science, Life Skills and Language Literacy

• 10 and more students in each of the 9 Provinces• • 5 Males and 5 Females

• Development of Maths and Science educators (including female educators) in each school

Denel Bursary Programme

Total Amount spent for Bursaries on Females 05-06 = R2.4m

WHITE

AFRICAN

COLOURED

ASIAN

Bursaries 32 61 34 6

Study Loans

0 18 0 0

Internal and External Bursaries for Females

Total Amount spent for Bursaries on Females 04-05 = R2.1m

TOTAL NO. OF FEMALE BURSARS FOR ENGINEERING = 133

Experiential TrainingLearnerships/Apprenticeships


Learnerships 0 29 4 0

Apprenticeships 5 20 0 2

ABET 0 23 0 0

6%

87%

5% 2%


Apprenticeships and Learnerships

Aircraft Avionician 10Maintenance Electrician 1Fitter and Turner 1Aircraft Structures 5Aircraft Maintenance 2Spray Painter 1Information Technology Learnerships 20Chemical Engineering Learnerships 5Mechanical Engineering Learnerships 4Analytical Chemistry Learnerships 4

Targets for 2005 - 2006

CATEGORY OF TRAINING/DEVELOPME

NT

GROWTH %

TARGET

Technical Training 60%

Management and Leadership

30%

SHE 20%

Apprentices and Learnerships

10%

Marketing 30%

Skills Technology Transfer

30%

DYFTP 50%

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TARGET GROUPS

• Black Women Businesses (BWB)

• Persons living with disabilities

• Youth

• Other black suppliers

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Increase BEE Spend by 10%

Achieve 10% in BEE Spend. Actual YTD = 4% behind target. The year-end target is 20.93%

Total Actual Spend 1,921,619,741.00R BEE Actual Spend 210,093,800.00R 10.93%

YTD Actual Total Spend 693,996,944.00R YTD BEE Actual Spend 113,774,732.00R 16.39%

September-04

2003/4

Increase BEE Spend by 10%

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BWB QUALIFICATION CRITERIA

• 100% BWB or

• 51% equity

• Day to day involvement in operation &

• Management, Decision making & risk taking

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SUPPORT PROGRAMME BWB’s

• Payment Cycles. Within 30 working days

• Skills And Technology Transfer. Training may be given in areas

such as finance, quality and production

Tender Advice. Assistance to increase the capacity of such small suppliers in doing business with Denel shall be given.

Permitting price matching for set-aside portion on certain tenders as

stipulated in the inquiry documents Reserving certain tenders either

part or whole for BWB

Negotiating with BWB suppliers only, using cost plus reasonable profit

mark-up.

Assist in negotiating discount with manufactures

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PREFERENTIAL PROCUREMENT TO DATE

• R1.2 billion total procurement spent

• R 800 million local procurement

• 4% of Indirect Material spent - Women Owned companies

• 2% of spent on Direct Material - Women Owned Companies

• Indirect Material and Services - currently procured from BEE

companies and 20% targeted towards BWB’s

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ACCESS TO BUSINESS OPPORTUNITIES

• Business Opportunities Directory is in place

• Supplier information day planned for first quarter 2005/2006

• Web page under development

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Thank you

Documents

State-Owned Enterprises and Women’s Empowerment