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• 2121stst August 2014 August 2014

GENDER MAINSTREAMING IN DEVELOPMENT SUPPORT PROGRAMMES OF the dti

Presentation to the Portfolio Committee on Women

23th June 2015

Table of ContentsTable of Contents

– Purpose of presentationPurpose of presentation

– Programmes transferred to DSBDProgrammes transferred to DSBD

– Current Portfolio of Programmes and Incentive SchemesCurrent Portfolio of Programmes and Incentive Schemes

– Programmes’ PerformanceProgrammes’ Performance

– New ProgrammesNew Programmes

– Challenges: Development Support ProgrammesChallenges: Development Support Programmes

– Corporate and institutional dimensions of gender Corporate and institutional dimensions of gender

mainstreaming mainstreaming

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1. Purpose of Presentation 1. Purpose of Presentation

To brief the Portfolio Committee on Women on the following:To brief the Portfolio Committee on Women on the following:

–Approach to gender mainstreaming and women empowerment Approach to gender mainstreaming and women empowerment

support within the dti broad menu of development programmes support within the dti broad menu of development programmes

and selected incentive schemes;and selected incentive schemes;

–To present the performance of selected schemes with regard to To present the performance of selected schemes with regard to

women beneficiaries; andwomen beneficiaries; and

–To outline new programmes that have the potential to impact To outline new programmes that have the potential to impact

significantly on women empowerment.significantly on women empowerment.

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2. Approach to Gender Mainstreaming 2. Approach to Gender Mainstreaming

– Our VisionOur Vision: To build a dynamic, globally competitive industrial : To build a dynamic, globally competitive industrial

South African economy characterised by South African economy characterised by inclusive growth inclusive growth and and

development, decent employment and development, decent employment and equityequity, and built on the , and built on the

full potential of all citizensfull potential of all citizens;;

– Industrial policy objectiveIndustrial policy objective: Pursue an industrial development : Pursue an industrial development

path characterised by path characterised by increased participation of previously increased participation of previously

marginalised citizens and regionsmarginalised citizens and regions; and; and

– Programmes and targetsProgrammes and targets: Where possible, programmes will : Where possible, programmes will

seek to increase and enhance the participation of women, seek to increase and enhance the participation of women,

people with disabilities and youth.people with disabilities and youth.

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3. Programmes transferred to the 3. Programmes transferred to the DSBD DSBD

– Isivande Women’s FundIsivande Women’s Fund

– Bavumile Skills Development InitiativeBavumile Skills Development Initiative

– South African Women Empowerment Network South African Women Empowerment Network

– Technology for Women in BusinessTechnology for Women in Business

– Techno GirlsTechno Girls

– Black Business Supplier Development ProgrammeBlack Business Supplier Development Programme

– Cooperatives Incentive SchemeCooperatives Incentive Scheme

– SEDA Technology Programme – IncubationSEDA Technology Programme – Incubation

All personnel and business units that worked on these All personnel and business units that worked on these

programmes also transferred to DSBDprogrammes also transferred to DSBD

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4. Selected Portfolio of Programmes 4. Selected Portfolio of Programmes

– Broadening Participation ProgrammesBroadening Participation Programmes• Technology Human Resources for Industry Programme (THRIP)Technology Human Resources for Industry Programme (THRIP)

• Support Programme for Industrial InnovationSupport Programme for Industrial Innovation

• Incubation Support ProgrammeIncubation Support Programme

• Itukise – internship placement programmeItukise – internship placement programme

– Trade Export and Investment IncentivesTrade Export and Investment Incentives• Business Process ServicesBusiness Process Services

• Export Marketing and Investment AssistanceExport Marketing and Investment Assistance

• Film and Television IncentiveFilm and Television Incentive

• National Exporter Development ProgrameNational Exporter Development Programe

– Industrial Development IncentivesIndustrial Development Incentives

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5. Performance of Selected 5. Performance of Selected Programmes Programmes

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Gender and Women Empowerment Support Programmes Transferred to DSBD

B'avumile Skills Development Initiative R9 million excluding compensation of employees

Technology for Women in Business (TWIB)

Techno girls Programme

South African Women Entrepreneurs' Network (SAWEN) R11 million

  Isivande Women’s Fund 

R16 million

BLACK BUSINESS SUPPLIER DEVELOPMENT PROGRAMME (BBSDP)

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Province 2011/12 2012/13 2013/14 Total

  No Value (R’000)

No Value (R’000)

No Value (R’000)

No Value (R’000)

Gauteng 53 R13 663 160 R50 848 126 R42 681 339 R107 192

Limpopo 23 R6 186 80 R34 616 94 R28 917 197 R69 719

Mpumalanga 2 R816 26 R11 351 20 R8 523 48 R20 690

North West 1 R237 7 R2 696 8 R3 120 16 R6 053

Northern Cape

0 R0 3 R624 0 R0 3 R624

Free State 10 R3 699 8 R3 750 4 R1 626 22 R9 075

KwaZulu-Natal

9 R2 107 53 R27 512 70 R30 788 132 R60 407

Eastern Cape

8 R323 40 R14 026 38 R12 809 86 R27 158

Western Cape

14 R2 205 32 R10 181 15 R4 956 61 R17 342

Total 120 R29 237 409 R155 604 375 R133 422 904 R318 263

FATIMORAFI TRADING ENTERPRISE•Female-owned enterprise, operating in Soshanguve, Gauteng.

•Business activities includes sewing, catering and construction.

•Received sewing equipment to the value of R11 256 which allowed the enterprise to:

• Sew more clothes at a faster rate,

• Stich a wider variety of tough materials,

• Increase the annual net profit by R2 800,

• Increase walk-in customers from 30 to 60 per month.

Data available on female beneficiaries: Number of female-owned enterprises assisted and value of assistance received from 1 April 2011 to 30 March 2014

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PURPOSEBroader participation by promoting the development of cooperatives

TARGETRegistered CooperativesOperating in the emerging sectorManufacturing, Retail and Services

OFFERING

100% Cost sharing grant for machinery, equipment and business development services up to a maximum of R350 000

CO- OPERATIVE INCENTIVE SCHEME (CIS)

Province 2011/12 2012/13 2013/14 Total

Eastern Cape 54 377 253 684

Free State 11 124 45 180

Gauteng 152 307 147 606

KwaZulu-Natal 222 67 45 334

Limpopo 227 269 362 858

Mpumalanga 36 83 21 140

North West 32 51 20 103

Northern Cape 0 112 50 162

Western Cape 85 31 31 147

Total 819 1 421 974 3 214

Data available on female beneficiaries: Number of female members from assisted co-operatives per province from 1 April 2011 to 30 March 2014

PEAKANYO MANUFACTURING CO-OPERATIVE•Sewing co-operative situated in Seshego, just outside of Polokwane in the Limpopo province.

•Manufactures school uniforms and protective clothing.

•Three of the five co-operative members are female.

•Purchased an 8-head embroidery machine to the value of R279 300 with CIS assistance, which enabled the co-operative to:•

• Process orders faster than before,• Improve the quality of service delivery,• Employ three temporary female employees,• Improve annual turnover by 40%.

Actual Jobs per Gender (2013/14) 2015 Q1

Province Female Male Total Females Males

Gauteng 1 797 1 160 2 957

KwaZulu-Natal 4 943 3 473 8 416

Western Cape 8 011 6 621 14 632

TOTAL 14 751 11 254 26 005 1492 1496

BUSINESS PROCESS SERVICES (BPSP)

Performance

Female Male Total

Film 18 119 137

THRIP - Students 585 1049 1634

THRIP - Researchers 335 1027 1362

STP - individuals 759 na na

STP - Enterprises 458 na na

ITUKISE 645 494 1139

TOTAL 2800 2689 5489

EXPORT MARKETING AND INVESTMENT ASSISTANCE (EMIA)

The Export Marketing and Investment Assistance (EMIA) is an incentive offered by the Department of Trade and Industry. It seeks to partially compensate exporters for costs incurred in respect of the following:•Developing export markets for South African Products and Services;•Recruiting Foreign Direct Investment into South Africa •Identifying new export markets through market research.

EMIA’s contribution to the Department’s mandate is that of directing financial resources towards efforts aimed at increasing South Africa’s capability and capacity to promote exports of products and services into targeted high growth markets and maintain its share in the traditional markets.

Number of companies financially benefited from EMIA

Province 

2013/14 Financial Year 2014/15 Financial Year

Females Males Total Females Males Total

Eastern Cape 7 24 31 4 21 25

Gauteng 114 375 489 14 243 257

KwaZulu-Natal 24 86 110 6 64 70

Limpopo 17 22 39 4 8 12

Mpumalanga 19 16 35 5 16 21

North West 1 14 15 1 4 5

Northern Cape 1 10 11 0 4 4

Western Cape 25 267 292 4 201 205

Free State 0 7 7 0 10 10

Total 208 821 1029 38 571 609

EXPORT MARKETING AND INVESTMENT ASSISTANCE SCHEME (EMIA)The EMIA programme was established in 1997 with the primary objective to develop export markets for South African products and services and to recruit new foreign direct investment (FDI) into the country through export activities such as transporting of samples, rental of exhibition space, return economy-class airfare and exhibition fees under its sub-programmes: Individual Exhibition Participation (IE), Primary Market Research (PMR), Foreign Direct Investment (FDI) and Individual Inward Missions (IIBM).

Number of jobs created per woman owned enterprise

The National Exporter Development Programme (NEDP)

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Vision

A well-resourced, efficient and effective exporter development Programme that delivers appropriately skilled exporters and that contributes to the number of global exporters and the value of exports growing consistently over time.

Mission

•Develop a pool of export-ready companies

•Contribute to export growth, developing new markets and new export products through extensive capacity building, provision of information and implementation of special projects, incl. participation in ITI’s, Pavilions and Trade Missions

•Ensure that there are effective resources available nationally for exporter development

•Provide leadership, facilitate collaboration and effective communication between all the stakeholders from both the private and public sectors

•Monitor and ensure continuous improvement of the programme

Number of companies trained under National Exporter Development Programme

Province Financial Year 2013/14 Financial Year 2014/15

  Female Male Total Female Male Total

Eastern Cape 54 50 104 56 67 123

Gauteng 65 115 180 27 38 65

KwaZulu-Natal 93 81 174 56 66 122

Limpopo 31 30 61 19 20 39

Mpumalanga 41 58 99 21 31 52

North West 36 48 84 23 31 54

Northern Cape 0 0 0 0 0 0

Western Cape 25 12 37 0 0 0

Free State 27 27 54 0 0 0

Total 372 421 793 202 253 455

6. New Programmes 6. New Programmes

– Black Industrialists Development ProgrammeBlack Industrialists Development Programme• Aimed at increasing the participation of black entrepreneurs and Aimed at increasing the participation of black entrepreneurs and

industrialistsindustrialists

• Improve access to financeImprove access to finance

• Improve access to marketsImprove access to markets

• Targeting selected manufacturing and related industriesTargeting selected manufacturing and related industries

• Programme will support black women industrialists Programme will support black women industrialists

– Revitalisation of Industrial Parks Revitalisation of Industrial Parks • Refurbishing the old industrial infrastructure mainly developed in Bantustan Refurbishing the old industrial infrastructure mainly developed in Bantustan

or border areas by the apartheid governmentor border areas by the apartheid government

• Cluster developmentCluster development

• Marketing and promotion of the parksMarketing and promotion of the parks

• Programme will benefit for women entrepreneurs and worksres in the host Programme will benefit for women entrepreneurs and worksres in the host

regionsregions

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7. Challenges – Development Support 7. Challenges – Development Support

– Data collectionData collection • Solution: Improving monitoring and reporting, and working on a new Solution: Improving monitoring and reporting, and working on a new

electronic systemelectronic system

– Increase women participation in selected pipelines such as Increase women participation in selected pipelines such as

innovation and technology programmes and manufacturing innovation and technology programmes and manufacturing

programmes:programmes:• Solution: Providing greater support and guidance to implementing agencies Solution: Providing greater support and guidance to implementing agencies

and provincesand provinces

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8. Corporate and Institutional 8. Corporate and Institutional Dimensions of Gender Mainstreaming Dimensions of Gender Mainstreaming

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8.1 Background and Policy Approach

The Department has developed and implemented the Internal Gender Mainstreaming Strategy.

The Strategy’s purpose is to include gender-specific activities and affirmative action, whenever women or men are in a particularly disadvantageous position.

The Strategy has proposed gender-specific interventions that can target women exclusively, men and women together, or only men, to enable them to participate in and benefit equally from development efforts.

The Department has also developed a draft Internal Gender Mainstreaming Policy with the following objectives:• To create an enabling environment for translating the dti’s commitment

to gender equality into a reality.

• To establish policies, programmes, structures and mechanisms to empower women and to transform gender relations in all aspects of work, at all levels

• To ensure that gender considerations are effectively integrated into all aspects of the dti policies, activities and programmes

• To advocate for the promotion of new attitudes, values and behavior, and a culture of respect for all human beings in line with the new policy.

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The Department developed the Employment Equity Review and Analysis Framework.

The objectives of the EE Review and Analysis Framework, as guided by the Employment Equity Act and other relevant labour and Public Service legislation, are to:

• Identify employment barriers which adversely affect people from designated groups and incorporate elements and pillars that are consistent with the Constitution and EEA;

• Include affirmative action measures in all the Human Resources Policies, Practices, Procedures and the working environment; and

• Inculcate an organizational culture which values diversity. Women Empowerment Programme is the programme aimed at having female

executives sharing personal experience and providing tips to build on various management development skills and support the growth of the female employees. This also includes a mentoring programme for interested female employees on Deputy Director and Director levels.

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8.1 Background and Policy Approach - Continued

8.3 Employment Equity Targets

The Department’s EE Status as at 31 May 2015:Gender parity in the Department:

• 46% of Women at SMS vs the Cabinet Target of 50%.

• 55.36% of female Chief Directors compared to 44.64% of males.

• 57% of female employees compared to 43% of males in the Department.

People with disabilities:

• 2.67% of employees with disabilities vs. the Cabinet Target of 2%.

• There are 8% (3) of people with disabilities at SMS level (only level 13) and 23% at MMS levels.

• 50% are females and 50% are males

• 69% of employees are between salary level 1-10.

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8.4 Successes and Challenges

Successes:• Employment Equity Plans have been put in place and implemented to create an

environment of equity and diversity.• the dti has is embarking on a culture journey to create a culture that will ensure

employees build and experience quality relationships and integrity (Rea aga). • A values driven culture forms part of the dti organisational culture, which is

defined as a set of shared values and beliefs that holds the Department together. • Transformation Committee established and active in monitoring progress.• Posts that are aimed at promoting Employment Equity are targeted at designated

groups such as women at SMS and People with Disabilities• Forty (40) middle and senior managers benefitted from the Women

Empowerment Programme up to date with five women already promoted to SMS positions and five part of the mentoring programme.

• Bread tags for Wheelchair Campaign is a project run in conjunction with the Polystyrene Packaging Council of South Africa together with the QuadPara Association of South Africa to recycle breadtags and bottle tops. The proceeds go towards the purchase of wheelchairs for people with mobility impairments.

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8.4 Successes and Challenges - Continued

• Women are also trained on Foreign Economic Representative (FER) skills in preparation for recruitment and posting at foreign missions.

• The performance agreements of senior managers include the implementation of Employment Equity.

• The Departmental Retention Policy was reviewed to allow for specific categories of retention such as women in middle and senior management.

• The amendment of the Departmental Leave Policy to include Cultural Leave is one of the innovative ideas that embrace diversity.

• The Department also conducted an Employment Equity Survey and developed an implementation plan based on the findings and recommendations of the survey.

• Other innovative initiatives that the Department has put in place as part of implementing the EEA and embracing diversity include educational seminars and workshops that focus on topics ranging from health talks to counselling programmes.

• Assistive devices and reasonable accommodation provided to employees with a disability.

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8.4 Successes and Challenges - Continued

Challenges:

• Non-compliance in terms of targeted recruitment by some Divisions.

• Perceptions and stereotypes on cultural and gender diversity in certain areas of the work environment.

• Poor attendance of Gender Forum meetings by members and lower level staff attending.

• Some Divisional Representatives from the Transformation Committee not afforded the opportunity to implement transformation resolutions in their Divisions due to their levels.

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8.5 Overview of the Gender Focal Point

The Department has a Gender Focal Point appointed at Deputy Director level.

The post is located under the Chief Directorate: Human Resources and Learning Centre at the Corporate Services Division.

The position is responsible for Employment Equity and Transformation which incorporate Gender, Disability and Employment Equity and monitoring and reporting on these matters.

Two Assistant Director posts are available in the Sub-directorate who renders support in terms of internal gender mainstreaming and disability management.

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THANK YOUTHANK YOU

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