More than 80% of Americans aged 50+ have experienced everyday ageism. We’ve decided to check what stereotypes they have to battle at work. And… whether they are true.
The past few months have put organisations around the globe under unprecedented pressure. Few have been spared the economic fallout, with many unable to survive. Others have had to downscale and even those operating at full capacity have quickly had to adapt to new ways of working.
With South Africa’s unemployment rate at above 30% for Q1 2020 – and more than half of the youth estimated to be unemployed – we need to get creative about addressing our joblessness crisis. The COVID-19 pandemic could be the catalyst that sparks new thinking about economic opportunity in our country.
Depression is an important issue, with about 264 million people suffering from depression according to The World Health Organisation. A recent Labour Appeal Court (LAC) decision* deals with depression as a ground for dismissal highlighting three key reminders for employers: (i) employers have a duty to consider employees’ mental health; (ii) employers should exercise caution when considering disciplinary action against employees with mental health issues; and (iii) employers should be careful when determining whether an employee’s conduct amounts to misconduct, ensuring that there is a shown causal link between the conduct and mental illness.
Women typically face a greater retirement savings shortfall than their male counterparts. A longer life expectancy coupled with lower compensation throughout their lifetime creates a larger financial burden over a longer period compared with the needs of male retirees. In addition to earning less, on average, female workers also spend more time out of the workforce for various reasons than do male workers. Women are more at risk for certain diseases that could cause a major and debilitating health crisis; and they typically take on more family responsibilities when it comes to raising children and caring for ageing parents. While the fundamentals of sound financial planning are the same for both men and women, there are particular lifestyle and work conditions that are unique to women, and these need special consideration.
The B-BBEE Commission’s latest report on trends shows an overall decline in black economic empowerment across almost all measured elements. This decline is despite SA’s substantial legislative and regulatory framework, which is intended to ensure economic empowerment. Proposed amendments to the Employment Equity Act seek to introduce sectoral numerical targets for staffing as another means to foster economic inclusion. However, mere compliance “box- ticking” with these requirements will not produce an inclusive, thriving economy with sustainable empowerment. The precursor to this is quality education and skills development.
The focus by many businesses during the Covid-19 pandemic has largely been on crisis management but forward-thinking companies are differentiating themselves by using technology to rise above lockdown restrictions. They’re exploring the experiences, products and customer engagement opportunities made possible by digitsiation that until now, they’ve largely ignored. These are the organisations choosing to shape their new normal, rather than have it imposed on them.
Companies that have built strong employee relationships are likely to be best placed to ride out the economic storm created by COVID-19, researchers found.
As we celebrate Women’s Day this month, I’ve learnt a lot over the years and have been inspired by women leaders across industries and continents. My own business partners, in particular, have taught me a lot and provided me with many enlightening relevant life lessons that we have been able to apply to the challenges we have faced as women in the business world.
Although South African women are making great strides within the workplace, corporate South Africa has more work to do to effectively transform boardrooms. The COVID-19 pandemic has further exposed deep-rooted inequalities in social, political and economic systems, and has demonstrated the importance of the unique skills that women bring to societies.
As South Africa pays tribute to women across the country during Women’s Month, and particularly as the nation begins to pick up the pieces of our flailing economy in the wake of COVID-19, one cannot ignore the statistics on gender diversity in corporate South Africa. Bain & Company’s latest Gender (Dis)parity in South Africa report indicates that there is still much room for improvement with only 29% of women holding senior leadership roles and just 10% of CEOs in South Africa are women. This number needs to be 30% or higher for women to have a real influence.
The COVID-19 pandemic and its consequences are testing companies like never before. The severity of its impact on business and economic activity is still evolving, and companies are focusing on new strategies and priorities for the months ahead.
The rapid shift to working from home (WFH) was an essential strategy for keeping businesses and people working when the COVID-19 emergency hit.
On 20 July 2020, the Department of Employment and Labour gazetted the Employment Equity Amendment Bill (EEAB). The EEAB will shortly be formally introduced in the National Assembly. It is still subject to change and only once it has passed through the National Assembly and signed by the President will it become an Act of Parliament
Companies have not only had to struggle to keep their doors open after the hard lockdown, but they had to deal with employee expectations.