Once your business has achieved a ceiling of performance, your time and attention determine your future success. Habits formed whilst building your company will fail its future growth and value. Your prosperity is largely in your hands. It's also in the wellbeing of your suppliers, customers, friends and family who run their own businesses. You're welcome to share This Week@Work with them. Pavlo Phitidis www.aurik.com

Essential skills training for blind and partially sighted students and those with disabilities at UKZN has received a significant boost thanks to a generous contribution from the UKZN Foundation . The invaluable support comes in the form of a brand new Mitsubushi Xpander vehicle, which will be utilised by Independence Trainers to deliver crucial training sessions to these students. The new vehicle will enhance the consultations and services provided on all UKZN campuses. With a dedicated vehicle, the Independence Trainers can plan future services more effectively, knowing that transportation will not be a limitation. UKZN Disability Support Unit (DSU) Manager, Mr Amith Ramballie said, ‘The previous vehicle was stolen, and there was a shortfall with respect to funding for a replacement. We approached the UKZN Foundation that liaised with donors to cover­­­­ the purchase balance.’ Ramballie expressed gratitude to the donors, adding, ‘The resource that you have enabled us to procure will positively impact the lives of students and staff with disabilities for years to come. Mobility is a concept that is often taken for granted, and the team was sometimes unable to deliver quality service due to theft of our vehicle. This will enable students to better navigate the built environment at UKZN and participate in an equitable manner with other students.’ The training provided by the Independence Trainers plays a crucial role in enhancing the living and learning experience of students in a Higher Education setting, through independent skills acquisition aimed at developing successful graduates ready to enter the mainstream workforce with greater confidence. ‘Many students entering university are ill-equipped to cope with the transition to a Higher Education environment [at UKZN], especially those who come from rural or special schools,’ said Ms Margie Naidoo, the Independence Trainer based in Durban. Her services address students’ unique training and development needs and empower them with essential independence skills. An important aspect of the training is assessment and tracking of students' eye conditions. The UKZN Independence Trainers assist students to obtain referrals and coordinate with hospitals and eye clinics for regular check-ups, enabling them to monitor their eye health over time. In some cases, they accompany students to discussions with eyecare practitioners. This ensures that students benefit from a holistic approach involving a multidisciplinary team of professionals for any deteriorating eye conditions. The training also focuses on skills related to daily living, including room and home management, shopping skills (including online shopping), the use of laundromats, and adaptive kitchen skills such as cooking and meal preparation. Personal management skills, including grooming and medication management, are also shared. Communication skills such as budgeting and safe banking practices are taught to ensure students can navigate financial responsibilities effectively. For partially sighted students, visual efficiency training is provided to help them make the most of their functional vision. A vital part of the training is teaching Orientation and Mobility (O&M) skills. Students learn different techniques to navigate their environments safely. Throughout the semester, they benefit from a structured programme to learn routes from their residences to various lecture venues and other spaces. The training also extends to students with physical disabilities, such as those using wheelchairs, scooters, or other devices. Donations and funding of this nature are invaluable for the DSU, as the financial resources required to support inclusion, access and participation for students with disabilities at Higher Education Institutions often exceed available resources. ‘Generous contributions like this have a significant impact in meeting students’ training needs. The new vehicle ensures that the services can be provided more consistently across all campuses,’ said Naidoo. Bachelor of Science student Ms Celiwe Gumede said, ‘The vehicle donation will impact us positively and make our lives easier. Thank you to the donors for recognising the value that the vehicle will bring us. The independence training from DSU has boosted my confidence. Ms Naidoo’s advice and training has ensured that I live independently as a person with a disability.’ Audiology student Ms Mandisa Ntshangase added, ‘Ms Naidoo’s support has really assisted me emotionally, mentally and academically.’ To contribute to the Disability Support Programme or any other fundraising projects, donate at least R50 via https://ukzn.devman.co.za/devman/online/genomics/

The iBCI is a hybrid index derived from, firstly, a biannual business survey conducted in the iLembe District and secondly, a weighted index of financial and economic activity variables. The iBCI 2023 Mid-Year was shaped by several macro and local factors - Eskom’s power generating woes with more Gigawatt hours being load shed in the first 5 month of 2023 than in the whole of 2022, damaged electronic equipment, reduced production capacity and increased operational costs as businesses invest in load shedding mitigation measures. The cost-of-living crisis manifested itself in fuel, fertiliser, and stubbornly high food prices, setting the trend for headline inflation. Locally, the ongoing delay in repairs to infrastructure, specifically critical roads, following the KZN floods of 2022, the continued beach closures in the neighbouring eThekwini Metro, and business rescue interventions at Tongaat Hulett and Gledhow Sugar, formed the background to a challenging 1st half of 2023. Download to read statement.

O ut of stock is an age-old problem and enemy number one of a retailer. If your answer is ‘yes’ to the questions above, then it’s time to implement Arch eReplenish in your business. Using eReplenish for placing orders offers several benefits to the retailer: Efficient and accurate data transfer: eReplenish enables businesses to exchange order information electronically, eliminating the need for manual data entry. This automated process reduces the likelihood of errors that can occur during manual transcription, leading to more accurate and reliable order processing. Time and cost savings: By automating the order placement process, eReplenish reduces the time and effort required to complete transactions. It eliminates the need for paper-based documentation, such as purchase orders and invoices, as well as manual handling, printing and mailing costs. This streamlines the order fulfilment cycle, resulting in faster processing times and improved operational efficiency. Improved order processing speed: eReplenish facilitates real-time or near real-time communication. Orders can be transmitted and processed quickly, reducing lead times and enabling faster order fulfilment. Standardised data format: eReplenish relies on standardised formats and protocols for data exchange, ensuring compatibility between different systems and reducing the need for manual intervention. This standardisation streamlines communication and collaboration between business partners, regardless of their individual technology platforms. Improved supply chain visibility: Businesses gain better visibility into their supply chains. Real-time order status updates, shipment tracking and electronic notifications provide comprehensive and timely information, allowing businesses to make informed decisions and respond quickly to changes or delays. This increased visibility enhances supply chain management and fosters stronger relationships with suppliers and customers. Satisfied business partners using eReplenish include OK Foods, President Hyper, Ultra Liquors and Food Lovers Market. Arch Retail Solutions is a leading player in the southern African retail market, where Arch eReplenish is one solution in the suite of integrated management solutions offered. For more information on eReplenish, see: https://www.archsoftware.co.za/solutions/arch-ereplenish/ .

Introduction : In today's fast-paced world, both individuals and businesses seek to achieve success and sustainable growth. Making informed decisions is paramount to achieving these goals, and that's where strategic insights play a crucial role. By combining thoughtful analysis and strategic planning, individuals and businesses can navigate the road to success more effectively and capitalize on opportunities while mitigating risks. 1. Understanding the Power of Insights: Insights provide a deeper understanding of the factors influencing outcomes. For individuals, this means recognizing personal strengths, weaknesses, and opportunities for growth. In the business realm, insights involve deciphering market trends, customer preferences, and competitive landscapes. Armed with these insights, individuals and businesses can chart a course that aligns with their objectives and enhances their chances of success. 2. Setting Clear Goals and Objectives: Effective strategy planning requires setting clear, measurable goals and objectives. For individuals, this may involve defining personal milestones or career aspirations. For businesses, it entails outlining specific growth targets, market share goals, or revenue projections. Strategic insights help in formulating achievable and realistic goals that serve as guiding beacons throughout the journey. 3. Leveraging Data for Informed Decision-Making: Insights are derived from data, and data analysis plays a key role in strategy planning. Individuals can leverage personal data like career achievements, skills, and interests to make informed decisions about career paths or educational pursuits. In the business realm, data analysis informs decisions related to product development, marketing campaigns, and resource allocation. Both individuals and businesses can make better choices by relying on data-driven insights. 4. Adapting to Change and Uncertainty: In today's ever-changing landscape, adaptability is crucial. Strategic insights help individuals and businesses anticipate and respond to shifts in their environment. By understanding emerging trends and customer needs, businesses can pivot their offerings to meet demands effectively. Individuals can also recognize the need to acquire new skills or explore alternative career paths to remain relevant in a dynamic job market. 5. Fostering Innovation and Creativity: Strategic insights encourage individuals and businesses to foster innovation and creativity. By identifying gaps or unmet needs, both can explore unique solutions to problems or develop novel products and services. Encouraging a culture of innovation enhances competitiveness and keeps individuals and businesses ahead of the curve. 6. Collaborating for Success: Collaboration can amplify the impact of strategic insights. Individuals can seek mentors or professional networks for guidance and support in their personal journeys. Businesses can forge strategic partnerships to access new markets or technologies. By combining insights and resources, collaborative efforts open doors to mutual growth and success. Conclusion : Strategic insights provide a powerful compass for individuals and businesses as they navigate the path to success. By understanding their strengths, leveraging data, and fostering adaptability and innovation, individuals can set meaningful goals and make informed decisions to propel their personal growth. In the business world, insights enable effective strategy planning, allowing companies to identify opportunities, outmanoeuvre competitors, and chart a sustainable course for growth and prosperity. Embracing the power of strategic insights is the key to unlocking potential and achieving lasting success in today's dynamic world. https://www.linkedin.com/pulse/strategic-insights-paving-path-success-individuals-ahrens-teixeira

A three-day national Climate Change Indaba held at St Ives in the KwaZulu-Natal Midlands celebrated the successful implementation of one of South Africa’s climate change adaptation flagship projects, the uMngeni Resilience Project (URP). Beginning with visits to three wards - Vulindlela, Swayimane, and Nhlazuka - within the uMgungundlovu District Municipality (uMDM), the Indaba gave participants from government, civil society, academia, business, policymaking and research institutes more insight into interventions undertaken by a partnership of researchers, local government entities, and organisations to reduce the vulnerability of communities and smallholder farmers to the impacts of climate change. Funded by the Adaptation Fund with the South African National Biodiversity Institute (SANBI) as the National Implementing Entity, and the Department of Forestry, Fisheries and Environment (DFFE) as the National Designated Authority providing strategic oversight, the URP began in 2015 and was implemented at the local government scale by the uMDM in partnership with UKZN’s Centre for Transformative Agricultural and Food Systems . The Indaba focused on policy recommendations for mainstreaming climate change adaptation into disaster risk reduction, as informed by early warning systems; built and ecological infrastructure to strengthen rural human settlements, and climate-resilient agriculture. The three-day hybrid event was presented in-person and virtually, with the first day comprising field visits to four demonstration sites active throughout the operation of the URP, setting the scene for discussions. Forming an important milestone for the URP in its final stages to disseminate lessons learnt and provide policy recommendations to facilitate scaling solutions, the Indaba explored strengthening water, ecological and food security in the face of a changing climate, while protecting natural ecosystems and ecological infrastructure in support of South Africa’s national developmental agenda and green economy objectives. It promoted linkages and allowed for focused engagements with other ongoing national and regional climate change adaptation projects and processes. Participants were part of far-reaching efforts to inform, facilitate and mainstream adaptation to a changing climate. A celebratory gala dinner that reflected on the achievements of the project, its implementing organisations, and individuals within it, was attended by mayors and councillors from the uMgungundlovu, Richmond, uMshwathi, uMngeni, Mpofana, and Mkhambathini local municipalities. ‘When we work together, we achieve impact on the ground; we have a common agenda to improve the lives of people,’ said Project Director at UKZN, Honorary Associate Professor Tafadzwa Mabhaudhi, who highlighted the importance of diversity and inclusion enriching the process of innovation when partners worked toward a shared vision using their strengths in a complementary manner. Mabhaudhi spoke about the science-policy-practice interface at the Indaba, where compromise was necessary to reach a common destination. Head of SANBI’s Biodiversity Science and Policy Advice Branch Ms Carmel Mbizvo welcomed delegates to the event. ‘The URP is really the first flagship project when it comes to climate change adaptation and has set a great basis for us to move forward with new initiatives and to build on what we’ve learnt through the challenges of working from community all the way up to the national level to strengthen institutional arrangements to ensure sustainability and impact,’ said Mbizvo. ‘The project serves as a classic example of how formidable partnerships based on people and nature can be, and demonstrated the importance of partnerships delivering results that benefit communities,’ said Mr Barney Kgope of the DFFE on behalf of Chief Director: Climate Change Adaptation Mr Tlou Ramaru, who expressed appreciation to UKZN and SANBI for supporting the URP. An opening keynote address by eminent climate change and hydrological expert Emeritus Professor Roland Schulze of UKZN focused on asking the right questions and avoiding falling into a climate change trap. Presentations and panel discussions at the Indaba centred on the themes that informed the URP’s actions. Parallel sessions provided the opportunity to explore the role of climate services in disaster risk management, climate-proofing built and ecological infrastructure, sustainable and resilient food systems, and transformational development to build capacity. The final session provided insight into how the URP emerged and its place in the context of climate finance in South Africa, what was learnt during the project’s implementation, national approaches to adaptation planning, and how to scale up and replicate interventions trialled through the URP.

With the continuous ever-changing times with employment law in South Africa, staying up to date with the latest amendments is crucial for both employers and employees. One such recent amendment that holds significant importance is the revised Employment Equity Act. President Cyril Ramaphosa has signed into law the Employment Equity Amendment Act 4 of 2022. The Act amends the Employment Equity Act of 1998 (Act 55 of 1998) with new measures to promote diversity and equality in the workplace. Having now been gazetted, hence coming into effect on the 01st of September 2023 at the start of the reporting period, the amended Employment Equity Act introduces several noteworthy changes that demand attention, and that which will reshape employment practices in South Africa. It has been designed to foster inclusivity and equality in the workplace, with aim to further address historic disparities and promote fair representation across various sectors. The amendments restrict the application of certain sections of the Employment Equity Act to a reduced group of employers, relieving the administrative burden on smaller employers. The amendments introduce sectoral numerical targets to ensure equitable representation of historically disadvantaged groups based on race, gender, and disability at all occupational levels in the workforce. Let us explore these key aspects of the amended Employment Equity Act, so as to shed light on its implications and also provide valuable insights to employers. Here's how the amendments will affect employers: Designated Employer Status: The amendment to the EEA brings about a change to the definition of “designated employer” to restrict the application of these sections to a reduced group of employers and relieve some of the administrative burden on smaller employers. With the revised definition, employers will be considered designated employers for affirmative action purposes only if they employ 50 or more employees. This change means that smaller businesses with fewer than 50 employees will no longer have the same obligations and reporting requirements as larger organizations. However, it's important for employers of all sizes to review their current status and ensure compliance with the revised criteria. Sector-Specific Targets: One of main objectives of the amendments introduced is to empower the Minister of Labour and Employment to, among other things, identify and set employment equity numerical targets for each national economic sector. This means that businesses operating in these sectors will be subject to specific equity goals and transformation objectives. Employers should stay updated on the targets relevant to their sector and take proactive steps to meet them. The purpose of the numerical targets is to ensure equitable representation of suitably qualified people from historically disadvantaged groups based on race, gender, and disability at all occupational levels in the workplace. Employment Equity Plans: The regulations provide for the setting of proposed five-year sector targets (EE Plan) for the various economic sectors in terms of population groups and gender for the four upper-occupational levels. These are top management, senior management, professionally qualified and skilled levels and for employees with disabilities. Certificate of Compliance: The introduction of the certificate of compliance requirement has significant implications for employers seeking agreements with the State. To enter into contracts with government entities, designated and non-designated employers must obtain a certificate of compliance issued by the Department of Employment and Labour. This certificate signifies adherence to employment equity obligations, including compliance with sectoral numerical targets, submission of annual employment equity reports. Employers must ensure they meet these criteria to access opportunities for state. People with Disabilities: The definition of “people with disabilities” is substituted to align with the definition in the United Nations Convention on the Rights of Persons with Disabilities, 2007. The amended definition includes within the meaning of “people with disabilities”, “people who have a long-term or recurring physical, mental, intellectual or sensory impairment which, in interaction with various barriers, may substantially limit their prospects of entry into, or advancement in, employment”. This enhanced definition accords with a more expansive international understanding of what constitutes disabilities. Trade Union Involvement: An amendment to section 16 of the EEA clarifies the consultation process between a designated employer and its employees. Where there is a representative trade union the designated employer must only consult with that trade union, and not with its employees. The consultations relate to the implementation of an employment equity plan, the analysis conducted by a designated employer to identify employment barriers which adversely affect people from the designated groups, and the content and submission of the employment equity report. It is essential to understand that the amended Employment Equity Act carries significant implications for designated employers, particularly those with larger workforces, as well as employers seeking to engage in business with the State. These implications necessitate a thorough review of employment equity plans by designated employers to ensure alignment with any sectoral targets published by the Minister. Should there be a misalignment, it is advisable for designated employers to provide reasonable justification and corrective measures within their employment equity plans. To monitor the implementation of sector targets, the Department of Employment and Labour (DoEL) will introduce a new online assessment system. This system will assess employers' progress towards meeting their targets and flag any shortcomings. Non-compliance to the EE Act and Amendment can result in legal repercussions, fines and reputational damage. We recognize the importance of keeping abreast of these amendments and their potential ramifications. We at DRG are therefore dedicated to helping businesses navigate the complexities of the new legislation. To chat further, if you require more guidance on your submission, you can contact. Stephanie Munsamy DRG - HR Specialist with expertise in Employment Equity Reporting Email: stephaniem@drg.co.za Tel: 031-7670625 Nikita Pillay DRG – HR & Compliance Best-Practice Specialist Email: nikita@drg.co.za Tel: 031-7670625

The University of KwaZulu-Natal’s College of Agriculture, Engineering and Science collaborated with The Adaptation Network to host the fifth Ukulinga Howard David Memorial Symposium at the University’s Ukulinga Research Farm in Pietermaritzburg. Focusing on the theme of Small-Scale Farmers and Climate Change Adaptation, the three-day event incorporated the annual Southern African Adaptation Colloquium and featured presentations from the technical to the storytelling on topics related to agronomy, water resources management, innovative technologies, sustainability and farmers’ experiences. First hosted in 2016, this symposium was established to demonstrate theoretical and applied research carried out at UKZN’s Ukulinga Research Farm to the scientific community, agribusiness sector and farming community. It facilitates formation of relationships with agribusinesses and skill development and knowledge transfer for the benefit of emerging and current small-scale community-based farmers. The event has benefited through the UKZN Foundation from the support of the Howard Davis Farm Trust based in the Jersey Islands and honours the educational legacy of Durban-based businessman TB Davis whose endowments enabled the building of UKZN’s Howard College in the 1930s in memory of Davis’s son who was killed in World War I. More than 200 delegates representing a wide range of interested stakeholders including academic staff and students from UKZN and Mangosuthu University of Technology, small-scale farmers, civil society organisations, agribusiness, farming organisations and more attended the event. At the opening of the Symposium, The Adaptation Network co-chair Ms Charissa da Costa said, ‘The Adaptation Network recognises that small-scale farming is the catalyst for maintaining livelihoods in vulnerable and disadvantaged families and communities. We are excited to engage with others who are also passionate about promoting awareness and implementing activities that empower communities to innovate and adapt to climate change.’ UKZN’s Farmer Support Group (FSG) is a member of the Adaptation Network and contributed to organising the Symposium, and facilitated the attendance of small-scale farmers that the FSG works with who displayed their farm produce. The opening keynote address was delivered by Professor Stanley Liphadzi, Group Executive for Research and Development at the Water Research Commission (WRC) who spoke about the knowledge, education and impact of a research-informed institution. He referenced UKZN’s influence and leadership in the water and agricultural sectors; the institution was awarded 12 WRC projects in 2021, three of which fell within the School of Agricultural, Earth and Environmental Sciences with significant resources attached to further this research. ‘This School has expertise and people that are driving the research agenda of this country, and agriculture plays an important role,’ said Liphadzi. ‘Agriculture has created a value in how we are using water, even in our programmes at the WRC, and it is important to see tangible outcomes [from research].’

Overall mental, physical, emotional, and economic health of employees. The finalists are: Phungela Holdings Star Retailers Graduate Institute of Financial Sciences (GIFS) JD Telecom Phungela Holdings Phungela Holdings is a South African business technology and digital transformation firm, that understands that a healthy and engaged workforce is crucial for productivity, job satisfaction, and overall success. Star Retailers The group’s name is called STAR RETAILERS, because it stands for SUCCESS will be achieved with a TEAM of staff with the right ATTITUDE and RESPECT for each other. The group has over 1200 employees at its supermarkets and through their charity work they encourage teamwork, collaboration, and unity. Graduate Institute of Financial Sciences (GIFS) GIFS is a thought leader and disruptor in financial services education and training that believes a happy team is a productive team and this is demonstrated by the personal and professional growth of their team members. JD Telecom JD Telecom is a satellite and technology-based entity that focuses largely on establishing connectivity and communications purposes. The age old saying of “Happy employees are productive employees”, is very true in JD Telecom’s business whose employees are acknowledged as valued role-players.

The majority of ownership or control of the business lies within a family. The finalists are: KZN Oils Magnet Electrical Supplies Phoenix Group LHL Engineering KZN Oils KZN Oils was founded by the late Rajen Reddy. Esay Reddy become CEO of KZN Oils in 2021. Their children Venisha, Kerushin and Kreeshan, are actively involved in managing the various company divisions. Magnet Electrical Supplies The 50-year-old family business was founded by Ernest and Janice Howarth in 1972 as an electrical wire supplier. The company now plays a substantial role in the world of energy in KZN. Phoenix Group The Phoenix Group comprises 15 companies, of which the proverbial flagship is Phoenix Cash and Carry Pietermaritzburg. Brothers Ahmed Dhai and Ismail Dhai started the company in 1975 and it continues to be managed by the Dhai family. LHL Engineering LHL Engineering is a family run business led by Nelson Govender whose vision is to be ‘the-go-to engineering team’ known for outstanding quality, safety, customer service and value.

Awarded to a business that is owned by one or more people who provide products or services under the branding and rules stipulated by a parent company. The finalists are: CMM Group of Companies Star Retailers ActionCOACH Marlene Powell CMM Group of Companies Colin and Meshika David have turned market opportunities into high performance outlets and have become multiple award-winning franchise owners, with 11 Famous Brands outlets in the Pinetown and upper highway area. Star Retailers Founded by Ravi and Serena Jagadasan, Star Retailers comprises eight Spar supermarkets in the greater Durban area that are based on the success of the group’s culture and strategy. ActionCOACH Marlene Powell As the first woman ActionCOACH franchisee in South Africa and as an internationally certified business coach, Marlene Powell has transitioned herself from a generalist to a specialist in her field.

This award is given to companies for transport via land, pipelines, air, travel agencies and courier activities, as well as storage and warehousing. The finalists are: East Rand Bulk Fastway Couriers Durban Transnet Pipelines East Rand Bulk East Rand Bulk is a fuel company of proficiency, who delivers service levels engrained with a host of experience and expertise, extending over more than 25 years of steady progression. Fastway Couriers Durban Fastway Couriers Durban offer a unique approach to courier services; specialising in economically priced, personalised courier delivery and pickup services for businesses, large and small. Transnet Pipelines Transnet Pipelines owns, manages and controls South Africa’s network of 3800km of high pressure hydrocarbon and methane rich gas pipelines.