Annelene Govender, the dynamic owner of SA Water Products in Richards Bay, exemplifies resilience and ambition, driven by a philosophy of self-belief. Her journey began on a farm in Nonoti, leading to a successful career in the water products industry with Amanzi Ichweba, where she rose to sales director. When the company closed, Annelene launched her own business in 2018, thriving with community support. Her success is grounded in hard work, dedication, and the support of her partner. Annelene's vision extends beyond business, with a passion for giving back. She dreams of opening an orphanage and old age home, fostering mutual care between generations. This vision is fueled by her deep empathy for the elderly and a commitment to community service. Her father's selflessness and her humble beginnings inspire her drive to empower others. As a mentor, Annelene encourages her staff to strive for excellence, urging young women to pursue their dreams with determination. With plans to expand SA Water Products, she continues to embody resilience and selflessness, leaving a lasting impact on her community and industry.

Iris Naidoo, partnership manager for the Do More Foundation, is driven by a passion for community and connection. Her journey in the non-profit sector began naturally, fueled by her upbringing in a family dedicated to community work. For over 22 years, Iris has focused on making a positive impact, guided by her faith and the principle of doing good even when no one is watching. Her work centers on early childhood development, aiming to provide vulnerable children with the resources needed to thrive. Building strong relationships is Iris's proudest professional achievement, viewing them as essential to successful initiatives. Despite the overwhelming needs in South Africa, she remains committed to addressing inequalities, particularly in education, inspired by the belief that every small act counts. Through the Do More Foundation, Iris champions programs like the Township Economy Programme, empowering young women in business, and Do More Play, which trains disabled youth to craft toys. Balancing her demanding role with family life, Iris emphasizes the importance of supporting one another, advocating for collaboration over competition. Her message is clear: by empowering others and performing small acts of kindness, we can make the world a better place.

Michelle Isaac, the founder of MGM HR Services, has established herself in the fields of human resources and compliance, with a focus on B-BBEE, employment equity, and skills development. Her company operates across various sectors, making a significant impact in KwaZulu-Natal and beyond by helping organizations meet compliance goals while uplifting local communities. Despite facing numerous challenges, Michelle's journey from a university dropout to a successful entrepreneur exemplifies perseverance and personal growth. After initial struggles at university and a brief career in retail, she pursued studies in HR, which led to a career that progressed from intern to HR manager. Feeling unfulfilled, she decided to venture into consulting, establishing MGM HR Services, which has thrived under her leadership. Her firm has facilitated substantial investments in skills development and support for small businesses, achieving notable milestones through word-of-mouth rather than advertising. Michelle stresses the importance of self-investment and perseverance, drawing inspiration from influential figures like Margaret Hirsch and Vivian Reddy. Looking to the future, she remains open to new opportunities, continually pushing herself and her team to excel. In her leisure time, she enjoys the beach, reading, and staying active, valuing health and balance in her life.

Lynette Pretorius, a seasoned accountant with three decades of experience, owns Austral Accounting, a firm dedicated to supporting SMEs. Her career path, though initially unplanned, led her to discover a passion for accounting and taxation after leaving university and working in the field. Lynette emphasizes the importance of continuous learning and professional development, having completed her Bachelor of Commerce and continued with CPDs. Her journey saw her rise from completing her articles at Austral Accounting to becoming its owner. Despite life's challenges, such as balancing motherhood with education, Lynette finds fulfillment in her work, particularly in mentoring new accountants and adopting technology in the SME sector. Her involvement in leadership programs and the Graça Machel Trust highlights her commitment to empowering women and fostering leadership skills. Lynette advocates for self-belief among young women entering business and stresses the importance of leveraging networks for support. Her vision extends beyond her business to a more equitable society, where everyone, regardless of gender, can pursue their dreams. Lynette's travels and experiences have reinforced her desire for fairness and opportunity for all. Outside work, she enjoys home life, travel, and hobbies like padel tennis and crafting, which she uses to show appreciation to her staff.

Virosha Pillay, director of Avvo Labels, narrates her journey into the printing and manufacturing industry. Avvo Labels, with a 40-year legacy, specializes in self-adhesive labels, garment labels, shrink sleeves, and base wraps. Despite being born into a "printing dynasty," Virosha initially pursued a career in science, earning a BSc in biochemistry and microbiology, and working as a chemical analyst before transitioning into pharmaceutical sales and marketing. Her passion for business led her back to the family business, where she focuses on growth and innovation. Virosha emphasizes the importance of family dynamics in business and values the supportive environment at Avvo Labels, which allows for open expression of ideas. Virosha aims to elevate Avvo Labels by embracing sustainable printing and innovative technologies. She introduced digital and LED printing, reducing the company's carbon footprint and enhancing efficiency. Virosha is enthusiastic about the evolving print industry and collaborates with suppliers on sustainable materials. She offers advice to aspiring business leaders, particularly young women, highlighting the need for perseverance and the value of fresh perspectives. Virosha strives for success across all aspects of her life, balancing work and personal commitments with the support of friends and family. Her journey from science to the family business showcases her adaptability and commitment to leading Avvo Labels with a focus on sustainability and innovation.

Rashmee Ramdeen, CEO of Zilon Bulk Bags, exemplifies entrepreneurial success in South Africa. With a background in finance and a desire to build a legacy for her children, she transformed a small garage-based business into a thriving manufacturing company producing thousands of FIBC bags monthly. Her journey highlights determination, passion, and empowerment. Rashmee's career began in finance, working at major institutions like Standard Bank and Absa Bank. Her banking management degree equipped her with essential skills for her business. The shift to entrepreneurship was driven by her dream to create something meaningful for her family, ensuring her children have a legacy to inherit. Starting with two sewing machines, Zilon Bulk Bags now employs 18 staff and produces up to 15,000 bags monthly. Rashmee credits her entrepreneurial spirit to her mother, who instilled the value of hard work and determination. Her banking background helped her develop strong marketing and people skills, essential for growing her business through personal connections and networking. Rashmee is committed to empowering others, especially the youth, by inspiring them to achieve more and equipping her employees with life skills. Her daughter, inspired by Rashmee's determination, has taken on a marketing role. Rashmee also supports local schools through sponsorships and donations. Despite challenges like South Africa's load shedding crisis, Rashmee advises aspiring entrepreneurs to persevere. She is part of the Graça Machel Women Creating Wealth initiative, promoting collaboration among women entrepreneurs. Rashmee's vision is to leave a legacy for her children, with her son now a production and sales manager at Zilon Bulk Bags. Balancing professional and personal life, Rashmee finds solace in walks with her husband and practices meditation and yoga to maintain calm and focus. As the only female-owned bulk bag manufacturing business in South Africa, Zilon Bulk Bags is making significant strides in the market.

Cox Yeats is honoured to announce that 18 of our lawyers have been included in the 2025 edition of The Best Lawyers in South Africa™. This prestigious recognition underscores our firm’s dedication to legal excellence, positioning our experts among the most trusted and respected in the industry. For us, this honour reaffirms our commitment to delivering client-centred solutions and reflects our legal team's hard work and expertise.   Being listed by Best Lawyers—considered the definitive global guide to legal talent—holds special significance. Each honouree is selected through a rigorous peer-review process based on professional expertise and integrity, ensuring that every lawyer chosen upholds the highest standards of excellence. This recognition is a testament to our attorneys’ dedication and role as thought leaders.   Our clients rely on us to navigate complex legal landscapes with precision, and including our team members in this esteemed list confirms that our clients receive counsel from some of South Africa’s finest legal minds.   For our recognised attorneys, this award is more than an accolade; it’s an acknowledgement of their expertise and relentless pursuit of excellence. A special congratulations go to Alastair Hay and Andrew Clark, both named Lawyer of the Year in their respective fields of Construction and Insurance Law in Durban and to Laura Kelly and Tamryn Simpson, who have been honoured for the first time.   This recognition not only highlights individual achievements but also represents the collective strength of our team, where collaboration and professional growth are foundational values.   Congratulations to all our honourees: Alastair Hay – 2025 Lawyer of the Year, Construction Law Andrew Clark – 2025 Lawyer of the Year, Insurance Law Christine Seger David Vlcek Emili Souris Gareth Cremen Gary Pritchard Laura Kelly – First-time honouree Lazelle Paola Michael Jackson Mongezi Mpahlwa Peter Barnard Richard Hoal Robin Westley Roger Green Tamryn Simpson – First-time honouree Thys Scheepers Tina Halstead   As we celebrate this achievement, we extend our gratitude to our clients and peers for their trust and recognition. We look forward to continuing to set new standards in South African law, always with a focus on excellence, integrity, and client satisfaction.

Mr Khethukuthula Ndawonde is currently pursuing a BCom Honours in Supply Chain Management at UKZN despite his path to higher education being fraught with financial hurdles.   He initially received a bursary from the National Student Financial Aid Scheme (NSFAS), which supported him through his undergraduate studies until 2023. However, as he entered his Honours year in 2024, funding dried up, leaving him in a desperate situation. Unable to afford the registration fees, he turned to his local municipality, which provided a one-time grant to cover these costs as a temporary fix.   The turning point came when Zestcor, a company committed to supporting education, stepped in to fund his academic tuition fees. This generous bursary not only alleviated the immediate financial burden but also reignited Ndawonde’s hope and determination. ‘These bursaries have been a lifeline for me as they have enabled me to pursue my education and work towards my goals,’ he said.   Growing up in a low-income, disadvantaged family, he witnessed first-hand the struggles his single mother faced to provide for their family. This experience shaped his career ambitions and instilled in him a profound desire to succeed – not just for his own sake, but to uplift his family and community.   His dream is to use his expertise in supply chain management and agriculture to improve his community. He aims to bridge the gap between traditional farming methods and modern business strategies, enhancing the quality of life in his hometown eMsinga and similar rural areas. ‘By implementing cutting-edge supply chain solutions tailored for the agricultural environment, I believe that we can fully realise the potential of farming communities and promote sustainable development,’ he said.   Ndawonde’s current research focuses on how Industry 4.0 technologies, such as smart machines and learning computers, are revolutionising supply industries in Africa. He aims to understand how these advancements can make businesses more efficient and competitive, ultimately benefitting the broader economy. ‘My goal is to help African businesses adapt to new technology and thrive in a changing world,’ he said.   Ndawonde plans to complete his Honours degree and gain hands-on experience in the supply chain industry, with aspirations of becoming a demand planner or specialising in demand forecasting. He also intends to continue his studies, aiming for certifications that will enhance his expertise and open up further opportunities.   Advising other students, he said, ‘Your background and circumstances do not define your future. Stay focused on your goals and never underestimate the value of hard work and perseverance. Every obstacle you overcome is a step closer to your dreams. Reach out to friends, family, mentors or teachers when you need help. Embrace challenges as opportunities for growth and learning. And most importantly, take care of your physical and mental health.’

UKZN’s School of Education, in partnership with BANKSETA, launched a comprehensive skills development programme for Grade 12 learners in a groundbreaking initiative aimed at bridging the digital divide and preparing learners for the workforce. This initiative, made possible through facilitation by the UKZN Foundation, focuses on digital literacy, work readiness and career counselling, and targets underprivileged learners from rural schools in KwaZulu-Natal, empowering them with skills needed to thrive in the Fourth Industrial Revolution (4IR).   The project was headed by DVC for Teaching and Learning Professor Thabo Msibi acting as the Senior Project Manager, together with Project Manager Professor Phumlani Myende of the School of Education.   ‘The first and second successful programme implementation of the SKILLS for the Future Programme in Limpopo in 2021 and 2022 saw 300 learners from 10 schools being empowered in digital literacy, work readiness and career counselling, said Myende. ‘This programme has demonstrated the School of Education’s capacity to deliver impactful educational interventions. With the Limpopo track record, the School has attracted funding to replicate and even enhance these achievements in KwaZulu-Natal, and 80 Grade 12 learners from Pinetown District are enrolled in the programme this year.’   The recent participating schools in KZN are KwaDinabakubo, Thokoza Mnganga, Khabazela and Dick Ndlovu secondary schools.   The digital literacy component of the programme was designed to equip learners with essential knowledge and skills in high-demand areas such as computer systems, architecture, word processing, spreadsheet management, database systems and coding. ‘These skills are crucial for learners to navigate and excel in during the digital age, particularly as they consider careers in the banking sector and other technology-driven industries,’ said Myende.   The programme also introduced learners to advanced software and application development concepts, focusing on fundamental programming principles, software engineering and problem-solving. The programme aims to prepare learners to compete effectively in a global market by fostering creativity and innovation.   A unique aspect of this programme is the extended mentoring initiative, facilitated in partnership with the Community Development Association Foundation (CDAF). This initiative aims to pair learners with university students who excel in their studies, including those in the banking sector. Mentors will provide ongoing support and guidance, helping learners navigate their educational and career journeys from the initiative’s start until they complete their tertiary training or enter the workforce.   The participating learners were presented with certificates of competence and attendance by UKZN. There are also plans to launch an alumni club for the learners, which will serve as a platform for continuous interaction between learners, facilitators and mentors in order to track and support their progress.

The UKZN Zebrafish Research Facility (ZRF) within the School of Life Sciences (SLS) is harnessing the remarkable biological traits of zebrafish to tackle some of the most pressing health challenges facing South Africa today.   Zebrafish ( Danio rerio ), tiny freshwater striped fish, are powerful biological models that have become pivotal in advancing our understanding of human health and disease. What makes them so valuable is their striking genetic and physiological similarity to humans – nearly 70% of human genes have a zebrafish counterpart.   Moreover, their transparent embryos and rapid development allow scientists to observe physiological and pathological processes in real-time, offering unparalleled insights into human diseases. By observing how zebrafish respond to different treatments and environmental conditions, scientists can draw parallels to human health outcomes.   The UKZN ZRF was established in 2021 through support provided by both the SLS itself as well as the UKZN Afrocentric Precision Approach to Control Health Epidemics (APACHE) Flagship project, a multidisciplinary initiative aimed at improving healthcare outcomes across the continent. At the ZRF, zebrafish are bred and maintained under meticulous conditions, making them ideal for a wide range of experimental studies. The facility is equipped with advanced technology, including an IWAKI system for husbandry and breeding, as well as cutting-edge imaging systems and molecular biology tools.   A dedicated team of post-doctoral fellows and postgraduate students under the supervision of Professor Carola Niesler and Professor Raymond Hewer are pioneering studies that leverage the unique attributes of zebrafish to explore complex medical questions, thereby advancing precision medicine, public health interventions and translational science. One significant research project currently underway at the facility investigates the link between antiretroviral treatment (ART) and Type II Diabetes Mellitus (T2DM). In South Africa, where over 7 million people live with HIV, understanding the long-term effects of ART is crucial. Recent studies have shown that the preferred first-line ART regimen, comprising tenofovir, lamivudine and dolutegravir (TLD), is associated with significant weight gain, potentially increasing the risk of obesity and T2DM.   Using zebrafish as a model organism, PhD student Mr Mlondi Shezi investigates the mechanism underlying this link, aiming to uncover new insights that could inform treatment strategies. ‘The versatility of zebrafish extends beyond medical research. They are also invaluable for studying the biological effects of environmental pollutants,’ said Shezi.   According to Niesler, ‘The zebrafish facility at UKZN is leading efforts to assess the toxicity and developmental impact of various contaminants as South Africa grapples with pollution in its river systems. Zebrafish have proven to be ideal sentinels for monitoring environmental health, providing early warning signs of potential ecological and human health hazards.’   The ZRF at UKZN, therefore, represents a significant investment in the future of South African science. As a member of the Diversity, Equity and Inclusion (DEI) Committee of the International Zebrafish Society (IZFS), as well as a founding member of the Zebrafish African Network (ZeFAN), Niesler strives to facilitate access to this exciting model and international research field for more South African students.   By integrating zebrafish models into a broad spectrum of research, from toxicology to disease modelling, the facility is not only contributing to the global scientific community but also addressing local challenges with global implications, ensuring that UKZN remains at the forefront of scientific innovation.   As research and training at the UKZN ZRF continues to evolve, the potential for zebrafish to unlock new understanding in human health and environmental science grows ever more promising. These small fish are making a big impact, providing researchers with the means to explore the complexities of life, one experiment at a time.   If you are interested in funding the UKZN Zebrafish Research Facility and its research, email foundation@ukzn.ac.za

This edition of Business Sense turns to celebration as we acknowledge the many leaders across our province. We are reminded that KwaZulu-Natal’s growth depends on individuals who do more than just get things done—they do so with a vision for a brighter future.   Page one and page three  features Raksha Laghari, Group CEO of AML Distributions, and her journey in building a successful business empire.   Raksha is recognised both as a KZN Top Business Leader and as one of the KZN Top Business Women 2024. To read about these initiatives see below and visit page 8-10 , which features 40 women leaders who are being recognised for their contributions and achievements, spotlighting their impact in various sectors.   Some of the other articles include: The Africa Maritime Investment Indaba which is aimed at enhancing Durban’s maritime sector, focusing on unlocking Africa’s ocean economy potential. Page 4 The City welcomes the boost in business confidence which showed a significant increase. Page 4 Marlene Powell argues for the importance of continuous training for long-term business success. Page 5 Chantelle Frier, national sales manager at SearchWorks explores the importance of data-driven strategies in tackling South Africa’s consumer debt crisis. Page 5 Johan van Deventer, KZN Regional Manager, LabourNet, discusses the need for fairness and consistency in handling workplace disciplinary cases.  Page 6 The article on water infrastructure development by Michael Jackson, Partner, Cox Yeats Attorneys reviews reforms and investment strategies to improve South Africa’s water infrastructure. Page 7  The page also details Cox Yeats’s commitment to social impact which is evident in various community outreach activities, including education support and elderly care. Mbongeni Ndlovu, Head of Trade and Industrialisation, Illovo at TWIMS shares insights from the UK’s manufacturing practices that could benefit South African industry, emphasising innovation and global competitiveness. Page 11 Jacquie Bhana writes on how to ‘Beat Self Doubt and Own Your Greatness’. Page 12 Legal Entity Management Systems advises on navigating trust closures amid South Africa’s grey-listing challenges. Page 13. The article ‘Transitioning to a Non-Family CEO’ outlines the process and benefits of appointing a non-family CEO in family-owned businesses stemming from discussions at the KPMG Private Enterprise South Africa family business conference. Page 14 Colette Tanner, Chief Operations Officer, DRG Outsourcing asks ‘What is Organisational Culture?’ and explains that it is an intriguing element that shapes the workplace. Page 16   We thank our editorial partners for their contributions, through these articles, we aim to promote the business landscape of KwaZulu-Natal and shed light on issues that impact daily operations.

Organisational culture is an elusive and at times a mystifying subject. It is an intriguing element that is learned and helps to shape and characterise people in the workplace. Organisational culture is a pattern of shared basic assumptions, values and beliefs, which govern how people behave in an organisation. The collection of shared practises are adopted by the organisation and become ingrained in the way in which work is done. The culture of the organisation embodies the values, belief system, behaviours and attitudes and determines how a business operates, contributing towards the success or failure of an organisation. Functioning as a behavioural template for an organisation, and providing a framework for people management, organisational culture is consistently reinforced through the attitudes and behaviours of people and becomes the personality of the organisation.   The cornerstone of organisational culture is its commitment to a set of core values and benchmarked ethical behaviours. Values are described as the guiding principles that provide an organisation with purpose, the “why” and direction. These behavioural patterns create the organisation’s internal thermostat for what is considered by the business as good behaviour and ethical practices. These values and ethical norms become ingrained in the organisation and the culture is perpetuated through leadership and human resources practises.   A strong or weak culture Culture is the personality of the business and like the personality of an individual, it can be complex, transforms with time and adapts to events and circumstances. The culture of an organisation while invisible, has a remarkable influence on its people. The strength of the culture determines the capacity and adaptability the organisation has toward meeting goals and objectives and leading change.   A strong culture is a set of habits, norms, expectations, traditions, symbols, values and techniques that influences the behaviour of people in the workplace. A strong organisational culture is requisite for engendering a sense of identity, affiliation and cohesion in the workplace and through these actions harmonising behaviours with the organisational goals. A strong culture encourages motivation, loyalty, and employee retention, while cultivating synergy and cross functional team collaboration. A strong culture promotes innovation, creativity, and adaptability by encouraging employees to experiment, take risks and challenges the status quo. Moreover, it supports ethical conduct, social responsibility, and customer orientation by having employees uphold the organisational standards and values.   A weak culture is a culture that is individualistic, where values and norms are incongruous, often not clearly communicated, obscure and unidentifiable. In an organisation where the culture is not clearly defined, the employee often becomes disconnected from the organisation and indifferent, leading to poor communication, and a lack of cohesion, this resulting in a lack motivation. Moreover, it suppresses creativity, and adaptability as the employee grows unenthusiastic and complacent, subduing the organisational values and standards of the business.   Types of organisational cultures Whether by default or design, there are different types of cultures practiced within organisation. Most organisations will take on more than one type of culture, but typically a dominant culture will manifest and represent the overall environment.   An adhocracy culture describes an organisational approach of decentralized leadership, encourages individual initiative, and fluid decision-making. In the absence of a rigid system of authority or inflexible procedures, the adhocracy culture gives the employee permission to take ownership. Adhocracy cultures are typically found in organisations that are highly innovative or creative, and where change is common. In these organisations, employees are expected to be proactive, independent thinkers and to take initiative. The downside to adhocracy is that due to it’s informal approach to leadership, there can be lack of clarity in respect of what needs to be achieved resulting in chaos and conflict.   Synonymous with family, a clan culture is a type of organisational culture that adopts an “equal power” approach amongst all employees. Employees are close knit and have strong relationships. A clan culture promotes teamwork, it is characterised by high employee engagement and retention, mutual decision making, non-competitiveness and is highly collaborative. A clan culture welcomes feedback, open-mindedness, values new ideas and encourages open communication across all levels in the organisation. All employees have a voice and there is a sense that everyone is valued.   Risk taking and challenging the status quo may not easily exist in an environment of togetherness and unity, as employees may not wish to rock the boat. A highly collaborative workplace can be very productive however can create a bottleneck which may impede productivity.   A hierarchical culture accents top-down leadership and has a strong internal focus and emphasis on organisational values. This culture has an established set of standards and expectations that the employee is expected to deliver against. Prioritising adherence to rules helps to mitigate risks, prevent errors, and manage disruptions effectively. It also ensures that rules and consequences are equitable across all levels of employees within the company.  Decision making is top down, deliberate and methodical with a defined chain of command. When compared to other types of company culture, the hierarchical culture strives to cultivate long term steadiness and stable outputs. Hierarchical cultures are inclined to recognise and reward individual performance over collective action or interdepartmental collaboration.   Due to the nature of this highly formalised hierarchal environment, decision making may be slow and drawn out with very little employee creativity and innovation. Employees may lack engagement and feel unsupported in this highly structured workplace.   In a market culture, competition in the workplace can be a primary force behind innovation and employee motivation. Innovation can help to create a market culture company, to excel in industry, and attract new customers. The market culture value system encourages competition both to business and its market competitors and its employees. A market culture places emphasis on achievement, potentially increasing innovation by allowing a healthy competition amongst employees and managing recognition and reward.   This culture is characterised by a challenging, fast paced environment, lends itself to motivation and innovation which can create a happy engaged working environment. Through normalising competition and innovation, companies may realise higher profits resulting in higher reward for employees and stakeholder. The need for continuous competition amongst employees, may produce an unsupportive work environment, resulting in lower employee motivation and higher employee turnover. The fast pace of a workplace may result in many errors with below standard outputs where employees may also suffer from burnout.   No single culture is perfect, each has its strengths and weaknesses. The key is finding the right balance. By understanding and cultivating a strong culture, organisations can unlock their full potential. As author and culture expert, Françoise Duguay, notes, “Culture is not a soft issue; it’s a strategic imperative.”   In today’s fast-paced business landscape, organisations must prioritise culture to stay ahead. By doing so, they’ll attract top talent, drive innovation, and achieve long-term success.   Organisational culture is not just a nicety; it’s a necessity. By embracing a strong culture, organisations can unlock their true potential and thrive in an ever-changing world.   For more information please contact Colette Tanner, T: +27 (0)31 767 0625 E: colette@drg.co.za   W: www.drg.co.za