BWASA 2006 Census Results

2006 Census Results

Census Results

South Africa - 2006

At the Launch

Busi Mkhabele (BWA CEO Assistant), Tina Thomson (BWA CEO),

Elaine van Heerden (BWA Johannesburg Coordinator), Diana Carvalheiro (BWA Pretoria Coordinator) & Michelle Buthelezi (BWA National Administrator)

Diana Carvalheiro (BWA Pretoria Coordinator), Elaine van Heerden (BWA Johannesburg Coordinator) & Tina Thomson (BWA CEO)

Media Coverage

Radio Interviews

Television

Websites

1. Women appointed in leadership positions slows

Bizcommunity
1 May 2006

Results of the 2006 South African Women in Corporate Leadership census reveal that, while the number of women in top leadership positions is growing, there are signs that the momentum is slowing down on some fronts.

"The release of the third census report in South Africa is an important landmark, as it shows ongoing commitment in the country to growing the number of women in decision-making roles in the country's corporates. The Businesswomen's Association appreciates the increasing support and responsiveness it has enjoyed from corporates in South Africa and from [state-owned enterprises]," says Dr Namane Magau, president of the Businesswomen's Association.

The quantitative study, commissioned by the Businesswomen's Association and sponsored by Nedbank, examines the advancement of women in South Africa's major corporate and state-owned enterprises.

"This particular study is based on the powerful premise that 'what gets measured gets done' and there is no doubt that the aspects of measurement and public benchmarking are contributing to the progress that organisations are making in the drive for gender equality," says Nedbank CEO Tom Boardman.

The 2006 census measured 343 South African companies. Of these, 326 were JSE-listed companies, with the remaining 17 being state-owned enterprises (SOEs). The analysis was based on data available as at 30 September 2005.

Greatest area of improvement

The greatest area of improvement in the advancement of women is at directorship level: while the first study showed that only 7.1% of all directors were women, the latest census places this figure at 11.5 %.

Although the number of women executive managers has increased, indications are that, in relative terms, women are losing ground in this category. The latest results show that, based on information submitted by respondent companies, 16.8% of executive management positions are held by women, compared to 19.8% for the previous year. The decline is significant given the substantial increase in the overall number of executive management positions (from 5558 in the 2005 Census to 7890 in the 2006 study).

So, while there were increased opportunities to appoint female candidates, these were not well-utilised, leading to the conclusion that unless criteria and selection processes are monitored it will be difficult to sustain the momentum of improvement.

Although women continue to be underrepresented in top corporate leadership positions, it would seem that it is easier for women to become chairs of boards than it is for them to become CEOs. Of the 343 companies measured, only seven had women at the helm (one less than last year), while 15 had women chairing their boards.

The latest results highlight the huge amount of work that still needs to be done to bridge the gender gap, particularly when one takes into account the fact that women make up 42% of the South African working population.

Race metric

The race metric, which was introduced last year, reflects that although there is movement towards a more representative profile, there is still a long way to go. In 2005 and 2006, of the 362 directorships held by women, 48,1% were held by black women. This is in sharp contrast to the race split in executive management positions, which shows that 77% of all women executive managers in South Africa are white.

Given that one of the major thrusts of economic development in the country is the empowerment of all sectors of the South African community these figures are still cause for concern.

Nevertheless, it would appear that companies are beginning to take the advancement of women more seriously, judging from the census study's high response rate (84%).

Companies are certainly making an effort to appoint women onto their boards. Although only 24.5% of South African boards have two or more women directors, with 43.4% of these boards having no women directors at all, the situation has improved considerably since 2004 and 2005, when more than half of all boards had no women directors.

The latest study puts paid to the myth that most directorships are concentrated in the hands of a few women. Results show that power is evenly spread, with the majority of women directors (85.5%) holding only one directorship and only two women holding five or more directorships.

Although women representation on boards of JSE listed companies increased by 1.1% to 10,3%, SOEs continue to outperform their private sector counterparts in this metric, with 31,3% of all director positions held by women.

Retention a challenge

For large private sector organisations, retention is proving to be a challenge. In the 2005 census three of the top 25 companies (by market capitalisation) had 25% or more directorships held by women. In the 2006 census however, only two of these leading companies, namely MTN Group Limited and Sanlam Limited, maintained this standing.

13.7% of South African companies (47 in total) have 25% or more of their director positions held by women. These include (listed alphabetically): Adonis Knitware Holdings Limited, Air Traffic and Navigation Services, Amalgamated Electronics Corporation Limited, Datacentrix Holdings Limited, Development Bank of South Africa, Don Group Limited, Elexir Technology Holdings Limited, ERP.com Holdings Limited, Global Village Holdings, Independent Development Trust, Infowave Holdings Limited, Lereko Investment Holdings Limited, Paracon Holdings Limited, Rex Trueform Clothing Company Limited, Sekunjalo Investments Limited, South African Broadcasting Corporation, South African Post Office, Trans-Caledon Tunnel Authority, The Spar Group, Transnet and Venter Leisure and Commercial Trailers Limited.

Newspaper Articles

Financial Sector, Mines have Fewest Women Directors

Business Day National
26 April 2006
Renee Bonorchis

There may be more women executive directors at listed companies and parastatals in SA than ever before, but more than 40% of the 343 companies surveyed by the Businesswomen's Association (BWA) still have no women on their boards at all.

"There is a commitment to the empowerment of women but there are some cracks, said Namane Magau, president of the BWA. Three years ago the study showed only 7,1% of all directors were women but the latest census, covering last year, places the figures at 11,5%. However, only a little more than 6% of women directors with a say in the day-to-day running of their companies are at executive level.

In 2004, 19,8% of executive management positions were held by women. Last year that dropped to 16,8%. "It has shocked us that SA has slipped back three percentage points. From deeper analysis, there were many opportunities for companies to appoint women but they have moved in the opposite direction," said Magau.

Telkom and Transnet are two companies that blundered in this way. this was despite Telkom's chairperson being a woman and Transnet's CE, Maria Ramos being one of the most powerful women in business.

Wendy Luhabe, chairwoman of the Industrial Development Corporation and one of the founders of Wiphold, said the marginalisation of women by women could be because some women are incompetent or are perceived to be so.

"Or it could be that the pool of executive women is too small. Women could be opting out to start their own businesses due to glass ceilings and office politics. That's certainly why I left the corporate world and I wouldn't go back no matter how much money was offered to me."

The two least-transformed industries when it came to women on boards were the financial services sector and mining. Tom Boardman, CE of survey sponsor Nedbank, said he was disappointed his bank had not made it on to the list of the top 10 most transformed companies.

He said 63% of Nedbank's staff members were women, but that pyramid structures still existed, with the retention of top women being particularly difficulty.

One Step Forward, One Step Back

Sandton Central: Results of the third South African Women in Corporate Leadership Census, released last week at Nedbank's head office, revealed that while progress has been made in advancing women in business, the momentum has decreased.

The census, which is in its third year, was commissioned by the Businesswomen's Association (BWA) and sponsored by Nedbank. It examined the advancement of women in the country's major corporate and state-owned enterprises.

Dr Namane Magau, president of the BWA, explained that while the census showed an ongoing commitment in the country to empowerment of women, it also revealed some shocking changes.

"Last year, South Africa led the world in the representation of female executive managers. This year, executive management positions held by women have slipped 3%," she elaborated. Magau added that equally disturbing was the apparent foregoing of opportunities by some companies to appoint women who could have made a difference in their organisation.

"The image of men as business leaders is still present," she added. The census measured 343 South African companies, of which 17 were state-owned. The greatest area of improvement in the advancement of women was at directorship level. While the first census showed that only 7.1% of all directors were women, the latest statistic showed that this had increased to 11.5% in September 2005.

The census also showed that it seemed to be easier for women to become chairmen of boards that it did for them to become CEOs. Of the 343 companies surveyed, only seven had women CEO's while 15 had women chairmen.

BWA CEO Tina Thomson added that she believed a database that showed the qualifications of businesswomen would go a long way toward encouraging companies to fill key positions with women. "It would be ideal to see more women holding top positions in companies," she added.

Professor Gill Marcus, who co-ordinated the panel discussion of issues raised by the census, explained that two aspects needed to be addressed with regard to women in business.

"We have to look at the assumptions made about our competence as well as the social issues affecting women, such as the scourge of rape and abuse," she elaborated.

Wendy Ruthabe, chairman and founding member of Wipold, pointed out that companies were reluctant to hire women in key positions due to the fear that they would marry and fall pregnant. "In essence, we are being punished for raising mankind, rather than applauded for it.

"Business needs to realise that women are also capable decision-makers and not only able to bring up children," she stressed.

Myns Insiens

Finweek
18 May 2006

Laat verlede maand is die resultate van die sensus oor SA vroue in korporatiewe leiersposisies uitgereik. Vir die wat nie daarvan bewus is nie: die sensus is n' jaarlikse opname met die doel om maatskappye se transformasie ten opsigte van vroue en ras te meet. Dit is 'n inisiatief van die Businesswomen's Association, die grootste en mees prominente drukgroep vir sakevroue in die land.

Hoewel 'n paar positiewe aspekte van die SA korporatiewe omgeweing uit die sensus blyk, is die oorkoepelende prentjie na my mening nog uiters ellendig. Vroue is in alle sfere (uitvoerende hoofde, direkteurskappe, uitvoerende bestuur en algemene arbeidsmag) steeds grootliks onderverteenwoordig, selfs in sektore waar vroue die grootste deel van die arbeidsmag uitmaak, soos in die tekstiel-en finansieledienstedektor.

Van die 343 maatskappye wat by die opname betrek is, het net 7 'n vrou as uitveroende hoof (een minder as verlede jaar), terwyl 15 'n vrou as voorsitter van die direksie het. Die implikasie is skynbaar dat dit vir vroue in SA makliker is om as direkteure of voorsitters aangestel to word as wat dit vir hulle is om uitvoerende hoofde to word - wat nogal 'n vreemde situasie is.

Ek glo dat maatskappye se grondliggende benadering tot transformasie 'n groot oorsak van die probleem van swak vroueverteenwoordiging in die SA sakesektor is. Die probleem is dat mans (en selfs sommige vroue) wat tans magsposisies beklee, vroue skynbaar steeds nie vertrou om vir kernbedrywighede en daaglikse besluitneming verantwoordelik te wees nie. Die meeste vroue in uitveroerende besture kry die tak om die "sagte" sake to bestuur, soos bemakring of mensehulbronne. Die land het steeds veels to min vroue wat die pos van finansiele hoof of uitvoerende hoof beklee.

Die kern van die probleem is die feit dat maatskappye nog nie die sakeargument vir vroue in korporatiewe leiersposisies verstaan of duidelik oondra nie. By die bekendstelling van die 2006-sensus het prof. Stella Nkomo die punt pragtig uitgedruk deur to se: "Baie min uitvoerende hoofde van maatskappye was in staat om die sakeargument vir vroue in hul maatskappye te stel toe hulle gevra is. Hulle weet nie hoekom dit goed vir sake is om vroue in die uitvoerende bestuur te he nie. Vir hulle is dit net nog 'n vereiste waaraan hulle moet voldoen. En dan wonder hulle hoekom dit so moeilik vir hulle bly om vroue in die onderneming to behou".

Snaaks genoeg kan plaaslike maatskappye die sakeargument vir swart ekonomiese bemagtiging maklik aan hul aandeelhouers verduidelik of stel, maar hulle kan dit nie met vroue doen nie.

Die goeie nuus is dat die sakeargument vir vroue in korpratiewe leiersposisies nogal sterk is: roue vorm 52% van die land se bevolking, maar net 41% van die bevolking wat in diens geneem is, is vroue. Vroue is 'n potensiele bron vir 'n mededingingsvoordeel, maar dit mate waaring vroue in direksies of besture verteenwoordig word, weerspieel nie hul invloed en belangrikheid in die ekonomie as werkers, verbruikers en sake-eienaars nie.

Vroue is ook 'n onbenutte bron as onafhanklike kndidate vir direksieposte. Manlike direkteure sukkel om by alles uit te kom weens die aantal direksieposte wat hulle beklee, en namate korporatiewe bestuur strenger word, sal 'n beperking geplaas word op hoeveel direkteurskappe iemand mag he.

Volgens die sensus is die persepsie ongegrond dat net 'n handjie vol magtige vroue die meeste van die direksieposte beklee wat vroue het. Altesame 296 vroue beklee die 362 direksieposte wat vroue het, terwyl 85,5% in net een direksie dien.

Die teenwoordigheid van vroue in 'n direksie en uitvoerende bestuur us 'n sterk aanduiding van die maatskappy se omgewing en kultuur. Namate die stryd feller word om talentvolle swart en vrouewerknemers aan te stel en meer vroue kwalifikasies verwerf (die anntal vroue aan universiteite is nou groter as die aantal mans), sal die voorkeurwerkgewers

Motherless

Finweek
4 May 2006

The 2006 South African Women in Corporate Leadership census found that of the 343 companies monitored, only seven had women as CEOs - one less than last year.

Census Shows More Women in Top Posts

Weekend Post Business
29 April 2006

Johannesburg - Results of the 2006 South African Women in Corporate Leadership census reveal that, while the number of women in top leadership positions is growing, there are signs that the momentum is slowing down on some fronts.

The quantative study, commissioned by the Businesswomen's Association and sponsored by Nedbank, examines the advancement of women in South Africa's major corporate and state-owned enterprises.

The 2006 census measured 343 South African companies. Of these, 326 were JSE listed companies with the remaining 17 being state owned enterprises. The greatest area of improvement in the advancement of women is at directorship level. While the first study showed that only 7,1% of all directors were women, the latest census places this figure at 11,5%.

Although the number of women executive managers has increased, indications are that, in relative terms, women are losing ground in this category. The latest results show that 16,8% of executive management positions are held by women, compared to 19,8% for the previous year.

The decline is significant given the substantial increase in the overall number of executive management positions (from 5 558 in the 2005 census to 7 890 in the 2006 study). While there were increased opportunities to appoint female candidates, these were not well utilised, leading to the conclusion that unless criteria and selection processes are monitored it will be difficult to sustain the momentum of improvement.

It would seem that it is easier for women to become chairs of boards. The race metric, which was introduced last year, reflects that although there is movement towards a more representative profile, there is still a long way to go.

In 2005 and 2006, of the 362 directorships held by women, 48,1% were held by black women. This is in sharp contrast to the race split in executive management positions, which shows that 77% of all women executive managers in South Africa are white.

Given that one of the major thrusts of economic development in the country is the empowerment of all sectors of the South African community these figures are still cause for concern. Nevertheless, it would appear that companies are beginning to take the advancement of women more seriously, judging from the census study's high response rate (84%).

"This particular study is based on the powerful premise that 'what gets measured gets done' and there is no doubt that the aspects of measurement and public benchmarking are contributing to the progress that organisations are making in the drive for gender equality," said Nedbank CEO Tom Boardman.

Companies are certainly making an effort to appoint women onto their boards. Although only 24.5% of South African boards have two or more women directors, with 43.4% of these boards having no women directors at all, the situation has improved considerably since 2004 and 2005, when more than half of all boards had no women directors.

The latest study puts paid to the myth that most directorships are concentrated in the hands of a few women. Results show that power is evenly spread, with a majority of women directors (85,5%) holding only one directorship and only two women holding five ore more directorships.

Although women representation on boards of JSE listed companies increased by 1,1% to 10,3% state-owned enterprises continue to outperform their private sector counterparts in this metric, with 31,3% of all director positions held by women.

Only 16,8% of Women hold Senior Positions in SA - Census

Sowetan
26 April 2006
Phumza Macanda

Women are more likely to chair the boards of companies than be involved with the day-to-day running of companies as senior managers or even chief executives according to this year's South African Women Leadership in Corporate Leadership census, which was released yesterday.

The census, commissioned by the Businesswomen's Association (BWA) and sponsored by Nedbank, examined the advancement of women in the country's main firms and state owned enterprises.

The greatest area of improvement was at directorship level. Women made up 11,5% of all directors, compared with 7,1% in 2004. But this improvement did not extend to executive management positions. Though the number of women executive managers had risen, women were losing ground in this category. Only 16,8% of these positions were held by women, compared with 19,8% last year.

"This decline is significant given the increase in the overall number of executive management positions, from 5 558 in the 2005 census to 7 890 this year", said Tina Thomson, BWA's chief executive.

Thomson said South Africa still had a long way to go in improving black women's participation.

The Role of Women in South African Business is changing rapidly but real transformation is only possible when underpinned by Skills Development, according to Dr Namane Magau, President of the Businesswomen's Association

The Women in Corporate Leadership Census

Collated by Michelle Buthelezi

Over the past eleven years, South Africa has made remarkable progress in the economic development of communities and in empowering women. The Businesswomen's Association (BWA) is committed to promoting awareness of the need to increase and track the representation of women in corporate leadership in our country.

Many South African companies have made great strides in increasing the representation of women at senior levels. However, currently in SA, less than 10.7% of the directors, and less than 19,8% of executives in JSE listed companies and state-owned enterprises are women.

In 2004 and 2005 the BWA conducted a Women in Leadership Census in South Africa - the first of its kind in a developing country - to measure the representation of women on the board of directors and in executive management within JSE-listed companies as well as the 17 state-owned enterprises. The philosophy behind the Census is essentially, "what gets measured, gets done", allowing us to measure South Africa's progress in company transformation regarding gender and race. The census has been a leading source of information, and a tool for companies in the recruiting, retaining and developing of women to reach their full potential. The Women in Corporate Leadership Census for 2006 is currently underway. Its objective is to provide South Africa with the only exhaustive analysis of women in corporate leadership, as at the 30th of September each year.

The SA census has been made possible through the generous sponsorship of Nedbank. The results are being processed by the BWA and Synovate, for release by the BWA in April 2006.

Business Women of Tomorrow

The pipeline project into corporate South Africa is the young women who are still at school - the BWA has initiated the Businesswomen of Tomorrow with this in mind. Young women, particularly black Africans, continue to have limited career choices largely due to lack of awareness as well as resources to pursue career options that are available to them. Businesswomen's Association (BWA) strategy is to serve and work closely with the business sector, the community sprit in South Africa. To this end, the BWA plans to host a Careers event for young school girls (Grades 8 - 12) beginning in June 2006, in Johannesburg.

The "Businesswomen of Tomorrow" project is envisaged for launching during June 2006, to enable young girls to be exposed to and to interact with institutions and employers that will hopefully assist them in making appropriate choices in school subjects and study options. It is hoped that this project will be rolled out nationally in the future. The intention is to focus less on the academic or service providers, but rather to have an industry focus promoting various career options in business, and with a strong emphasis on entrepreneurial activities. Businesswomen role models of all races will be identified from key industry sectors. Community stakeholders will also be mobilized in order to be involved, particularly women in the local community.

Motivational talks as well as a range of career topics will be covered. It is also envisaged that there will be a large number of volunteer counsellors and psychologists who will provide an hour-long career counselling session with interested girls. This will be preceded by a career interest test.

We exist to:
Harness the potential of young women by economically and emotionally empowering them to make creative, informed life and career choices through integrated intervention focused on creating a South African society with balanced female representation in business leadership and direct contribution to economic sustainability.

"All labour that uplifts humanity has dignity and importance and should be undertaken with painstaking excellence." Dr Martin Luther King

Financial Sector, Mines have Fewest Women Directors

Business Day National
26 April 2006
Renee Bonorchis

There may be more women executive directors at listed companies and parastatals in SA than ever before, but more than 40% of the 343 companies surveyed by the Businesswomen's Association (BWA) still have no women on their boards at all.

"There is a commitment to the empowerment of women but there are some cracks", said Namane Magau, president of the BWA. Three years ago the study showed only 7,1% of all directors were women but the latest census, covering last year, places the figure at 11,5%. However, only a little more than 6% of women directors with a say in the day-to-day running of their companies are at executive level.

In 2004, 19,8% of executive management positions were held by women. Last year that dropped to 16,8%. "It has shocked us that SA has slipped back 3% points. From the deeper analysis, there were many opportunites for companies to appoint women but they moved in the opposite direction," said Magau.

Telkom and Transnet are two companies that blundered in this way. This was despite Telkom's chairperson being a woman and Transnet's CE, Maria Ramos, being one of the most powerful women in business.

Wendy Luhabe, chairwoman of the Industrial Development Corporation and one of the founders of Wiphold, said the marginilisation of women by women could be because some women are incompetent or are perceived to be so.

"Or it could be that the pool of executive women is too small. Women could be opting out to start their own businesses due to glass ceilings and office politics. That's certainly why I left the corporate world and I wouldn't go back no matter how much money was offered to me."

The two least-transformed industries when it came to women on boards were the financial services sector and mining. Tom Boardman, CE of survey sponsors Nedbank, said he was disappointed his bank had not made it on to the list of the top 10 most transformed companies.

He said 63% of Nedbank's staff members were women, but that pyramid structures still existed, with the retention of top women being particularly difficult.

Women Running Boards Rather than Companies, Census Says

Daily Dispatch
26 April 2006
Phumza Macanda

Women are more likely to chair company boards than be involved with the daily running of companies as senior managers or even chief executives, says the 2006 South African Women in Corporate Leadership census released yesterday. The census. commissioned by the Businesswomen's Association and sponsored by Nedbank, found the greatest area of improvement was at directorship level, where women made up 11,5% of directors, compared with 7,1% in 2004. But this improvement did not extend to executive management. Though the number of women executive managers increased, women are losing ground in this category.

Policies Reviewed

Rekord Centurion
21 April 2006
Elizna van der Walt

The 11th Black Economic Empowerment conference will be held from 15 May to 18. The Businesswomen's Association says that broad-based BEE policies and strategies do not only out you in a favourable position for investment and tendering, but failure to adhere to the Phase II codes and implementation of the seven pillars of BEE could leave your organisation facing the possibility of not being seen as a preferred supplier. It can also prevent you from government contracts and eventually not being able to conduct business at all.

With the release of the New Codes of Good Practice issued by the Department of Trade & Industry, there are now more questions, uncertainties and challenges that you will be facing, according to the association.

By attending the 11th annual BEE conference you can be assured that you will walk away with the confidence of knowing that you are abreast of the latest developments and the tools to implement strategies practically.

Emerging Businesswomen to Benefit from Jenna Clifford Rose

Women Inc
1 April 2006

De Leeuw Roses, one of South Africa's largest growers of bare root and plug tray roses, announced in September 2005 that a rose has been named after Jenna Clifford - creator of Jenna Clifford Fine Jewellery and Renaissance Jenna Clifford. In celebration has donated all royalties from the sale of the Jenna Clifford rose to the BWA Development fund in lieu of bursaries for "budding" entrepreneurs.

Shades of lavender pink and deep pink emerge at various stages as the flower opens and the medium, pointed buds open into exquisitely formed blooms. The Jenna Clifford is a good cut flower. This hybrid tea rose will be available at nurseries nationwide from October 2006. Jenna Clifford (Pty) Ltd was officially launched in 1992, although she began her trade some 24 years ago on the factory floor of a studio in downtown Johannesburg. While she was able to learn the practical and commercial aspects of the industry, she always had a desire to champion the rights of women and was a founding member of the National Association of Women Business Owners (NAWBO) and was elected President in 1998 / 1999.

In 2000, the merger of NAWBO, the Executive Women's Club (EWC) and the Professional Women's Leadership Development Organisation (PROWOLDO) resulted in the establishment of the Businesswomen's Association (BWA) - the largest association of professional and businesswomen in South Africa. Today, Jenna is still actively involved in the empowerment of all women.

"Until we empower women we will lose the battle in Africa - women have what it takes to turn South Africa around. In my quest for spiritual happiness, I try to empower all women with the knowledge that I have gained. The empowerment of women is equal to the empowerment of a nation and through the start of new businesses, desperately needed employment is provided."

"We need to support our fellow South African woman in which ever way we can otherwise we will cripple our nation's growth," adds Jenna. The BWA's CEO, Tina Thomson, says, "Jenna's generosity will enable the BWA to grant bursaries to women who do not qualify for the traditional bursaries that the BWA awards to post-graduate women - the new fund will be for undergraduates to acquire business management skills". Thomson adds, "We can now reach all women and grow all women."

Acumen

1 April 2006
Peter de Ionno

South Africa has made great strides in empowering women, but there is still much to be done, says Dr Namane Magau, president of the Businesswomen's Association. But with South Africa ranking just below the United States, Australia and Canada in increasing the numbers of women in corporate leadership roles, it is time to replicate the organisation in other African countries, she says. Establishment of a Businesswomen's Association in Swaziland is being planned and strong interest has come from Lesotho and Nigeria.

"We hope to have associations up and running Africawide within the next three years," she says. Magau is one of seven high-powered women, including Eunice Komane, South Africa's High Commissioner in Botswana, and Dr Sebiletso Mokone-Matabane, the chief executive of Sentech, who comprise the Tselane Basadi consortium which made headlines with a deal that will see 15% if the South African operation of Merrill Lynch, the largest investment bank in the US, transferred to black ownership by 2009.

Tselane Basadi will take 5% of Merrill Lynch SA with the Merrill Lynch Black Employees Trust receiving 2.5% (to be increased to 9%) and 1% going to the Merrill Lynch Education Trust, which is dedicated to the tertiary financial education of black students. A key feature of the deal is that although the shares are to be paid off from future dividends, the empowerment partners will have full voting rights immediately. "Involvement in the business is just as important as ownership, if empowerment is to be made real," says Magau. "This deal also emphasises the importance of training and skills development of women. You cannot have real transformation if it is not underpinned by skills development. In the South African financial sector the involvement of women is still very low. With the assistance of Merrill Lynch's top management this can be a good platform to extend opportunities for women investment bankers."

With a doctorate in education from Havard University, Magau, a non executive director of Santam construction firm Murray & Roberts and Thebe Investments, has traced a career path that has given her a unique overview of human resource management on South Africa's road to transformation. She has held key human resources positions at the South African Broadcasting Corporation and the Council for Scientific and Industrial Research and was also human resources development advisor to the Reconstruction and Development Programme in the office of the State President. Currently, Magau serves on the Presidential Task Group for Women.

"The Businesswomen's Association is committed to the empowerment of black people and of women in general, which means we are focusing on both black and white women," she says. "There is an imperative to place the empowerment emphasis on black people and you can, and should, concentrate on the growth of black women but it is also important to see that the interests and needs of white women are maintained. "The BEE requirements make it clear that white women are also a part of the historically disadvantaged group and the leaders in the country must maintain a balance in the interests of all women. In the new South Africa a great deal has been done for women, but both black and white women are still just a drop in the ocean when it comes to leadership in business." Magau says it should be acknowledged that the government has set the benchmark in empowering women with a 50/50 split between male and female parliamentarians and state-owned enterprises counting between 25% and 50% female representation on their boards. She says that the Businesswomen's Association, which makes the annual Businesswoman of the Year Award, is making a vital contribution to the debate with its annual census of women in business in South Africa.

In 1993, Catalyst, the international women's advocacy group, began conducting an annual census to clarify the status of women on the United States. The census to establish accurate statistics, to create a way to use the standard practice of benchmarking to promote women's advancement, and to apply the accepted business principle of "what gets measured gets done." "We are using our census, also conducted in the United States, Canada and Australia, to advocate the cause of increasing the number of women in corporate leadership and we are using the Businesswoman of the Year events to raise the profile of women business leaders," Magau says. "With women making up 52% of our society it is vital to understand and to benchmark how they are faring in the transformation process. Our 2004 and 2005 consensus show that change is beginning to happen.

When you compare black and white women executive managers of all JSE listed companies and the 17 state-owned enterprises, 19.8% of executive managers and 10.7% of directors were women and of the number 80% were white. And, while women in leadership positions, particularly directorships, are still a minority within a minority there has been improvement. In the 2004 census women constituted only 14.7% of all executive management and only 7.1% of all directors." A key finding in the 2005 census shows that South African female board membership at 10.7% (278 women holding 306 directorships) ranks ahead of Australia with 8.6% and behind the US and Canada, with 13.6% and 11.2% respectively. In the executive manager category South Africa ranks first 13.6% and 11.2% respectively. In the executive manager category South Africa ranks first (19.8%), ahead of the United States with 15.7%. Canada with 14% and Australia with 10.2%. Magau says powerful leadership is essential to ensure effective transformation.

"The president is setting a good example by offering leadership positions to women in the Cabinet and he is backing them up. The appointment of Phumzile Mlambo-Ngcuka as deputy president is an affirmation for women. To be effective the impetus has to come from the top and there have to be specific objectives in place. "I have served in organisations where you have strong chief executives who have set targets that reflect a commitment to real change. On these boards the chief executive have an informed and realistic grasp of these important issues."

Referring to findings in all of the countries surveyed for the censuses that the greatest impediment to women advancing as executives and directors was a lack of general management experience, Magau is emphatic: "You cannot have real transformation if it is not underpinned by skills development. The planning and thoroughness that goes into the structuring of deals on financial level must also be devoted to developing the human capital of the organisation." Magau welcomes the interest in taking the Businesswomen's Association to other countries: "The African continent still has a lot of catching up to do. We would like businesses in these countries to find ways, especially through funding, to support these initiatives." Ellen Johnson-Sirleaf's election as president of Liveria in January and Rwanda's world leadership in political equality stakes with 39 of 80 parliamentary seats held by women are both signs of a renewed, not new, respect for African women.

"Contrary to what many people think, African traditionalism is pro-women, and it affirms women's leadership. There are many examples of women chiefs throughout Africa. There is less resistance than one might expect," Magau points out. "The leaders on the continent are starting to address the issues of women. Some of the attention might be cosmetic, but there is real change, awareness is starting to emerge. We need to see business making the same kind of progress. It will lead to better democratisation and better business. In South African universities we are now seeing more women qualifying than men. That trend is a sign of things to come."

Sakekamers

29 March 2006

Die Sakevrouevereniging (BWA) wag op benoemings vir die entrepreneur-en korporatiewe sakevrou van die jaar-toekenning. Die jaarlikse toekennings, wat sedert 1980 gedoen word, word beskou as Suid-Afrika se prestigerykste toekennings vie sakevroue. Genomineerdes hoef nie lede van diw BWA to wees nie.

Vorige wenners sluit in mee. Reeva Forman, Jane Raphaely, Dawn Mokhob, Wedy Lucas-Bull, Pam Golding, Sindi Zilwa, Maria Ramos en Nicky Newton-King.

Besoek diw BWA-webruimte om iemand te benoem by www.bwasa.co.za. Die sluitingsdatum is 26 Mei.