The KwaZulu-Natal Industrial Technology Exhibition (KITE), being held at the Durban Exhibition Centre between 18 and 20 July 2023, is an interactive hub for attendees to increase their knowledge and understanding of current industrial technology trends and legislation. Over 100 exhibitors are lining up a diverse range of products and services geared around optimising productivity and uptime and assisting with future proofing businesses for continued sustainability. “As industrial technology rapidly evolves to keep pace with Industry 4.0 (I4.0) and the ongoing drive towards digitalisation, we find that there is an increasing need to provide organisations with information on technology trends. Together with the thousands of industrial technology products and services on display at KITE, the free-to-attend SAIMechE Seminar Theatre provides vital information to organisations seeking ways to increase their automation, upgrade their legacy systems, and plan for a more sustainable future,” says Charlene Hefer, Portfolio Director at Specialised Exhibitions — a division of Montgomery Group. There are 11 riveting topics covered in the SAIMechE Seminar Theatre, running daily, from 11 a.m. to 2:30 p.m. on 18 July, from 10:30 a.m. to 2:30 p.m. on 20 July, with a training session run by SAIMC and ECSA on 19 July from 10 a.m. to 2 p.m. The sessions on 18 and 20 July include: An introduction to the South African Institution of Mechanical Engineering (SAIMechE), by Avinash Maharaj —the Branch Chairperson for the SAIMechE KZN branch Intelligent software for smart IO-Link and RTM management, presented by Krzysztof Lapacz — IFM Electronics Unlocking boundless potential: Training in the age of the Metaverse — Embrace the future of learning! presented by Adi Stephan — Chief Learning and Innovation Officer — The Boiler Room ‘The use of a digital twin in smart maintenance’, presented by Driaan Coetzer – Field Application Engineer/Product Manager at OMRON Digital transformation through Autodesk Vault, presented by Doron Yendiah — Business Development Consultant at Modena Design Centres Durban The key to the green building industry, presented by Mfundo Mhlongo — Managing Director of Umulig Engineering The role of AI in contract management, presented by Nomsa Nteleko — CEO of OS Holdings Managing employee efficiency with the push of a button, presented by Leon van der Westhuizen of Instacom Local manufacturing challenges, 4IR, Machine Learning and IoT, presented by Eric Bruggeman from SAEEC Vision system evolution and how it is shaping the future, by Dhilkash Bahadur Securing the future: Harnessing the power of artificial intelligence in electronic security, by Johan van Wyk, Sales & Marketing Director at Fang. “Likewise, if you are involved in the lifting industry, then we suggest registering to attend the LEEASA (Lifting Equipment Engineering Association of South Africa) conference,” says Hefer. Register for free attendance at KITE by following this link: www.tickets.tixsa.co.za/event/kznindustrial-technology-expo-2023 Any registration queries should be directed to Dee Miloa on: Dee.miloa@montgomerygroup.com For more information about booking a stand at KITE 2023, visit the website at http://www.kznindustrial.co.za or contact: Steven Burmeister steven.burmeister@montgomerygroup.com Sonja van Rooyen sonja.vanrooyen@montgomerygroup.com

“I feel like an imposter, I don’t feel I am properly equipped to do this job. I don’t know everything; something new faces me every day, and I just have to figure it out. I love it and it scares me, although I manage at the end of the day.” These are the words of Tessa, a high functioning newly qualified medical doctor. I have had the same reaction from executives and many other highly qualified individuals, who work across diverse disciplines, whom I have had the privilege to coach. Feeling like an imposter is a real issue confronting many people on a daily basis. Many of them are reluctant to open up about this issue, as they think that their fears may reflect poorly on them. So, a coach can be of great benefit to assist in helping them to confidently move forward, unencumbered by this feeling of being fake and be the high performing individuals that they are. What is the Imposter Syndrome? This phenomenon is usually seen in highly capable and intelligent people, where they are constantly plagued with the thought that they will be exposed as a fraud, consistently experience self-doubt even in areas where they excel, and perceive they are not seen as capable. They feel that any mistake will be viewed as evidence of this fraud. Those affected feel like they don’t belong, so acknowledging their expertise and accomplishments is key, as is reminding themselves that they earned their place in the academic or professional environment. Those who experience this syndrome have a strong need to prove themselves. They put a lot of pressure on themselves to complete every task flawlessly, and fear that they will reveal to others that they aren’t good or smart enough for the job. The imposter syndrome stifles the potential for growth and meaning, by preventing people from pursuing new opportunities for growth at work, in relationships or around their hobbies. It can lead to overworking and result in burnout, a constant sense of a lack of balance and a strong level of insecurity. Research has shown that an average of 70% of people have reported experiencing this syndrome. Famous, successful and bright people who have disclosed experiencing this belief include Michelle Obama, Tom Hanks, Sheryl Sandberg and Maya Angelou. Causes of Imposter Syndrome Early studies found this syndrome to be connected to factors including early family dynamics and gender. Initially imposter syndrome was thought to involve mainly women and diverse groups, but later research revealed that there were occurrences in people of all backgrounds, ages and genders. Family upbringing, new school and work opportunities and personality can all influence those affected. Family upbringing can play a major part in how individuals feel. Parenting styles by being overprotective or controlling can strongly affect a person, the value of overachievement as a primary source of validation and flipping between offering praise and support can be very confusing, amongst others. Certain personality traits are linked to a higher risk of experiencing the imposter syndrome, e.g.: Low self-efficacy – where people tend to see difficult tasks as threats they should avoid Perfectionism – where people might think there is some perfect script of deliverables where they cannot put a foot wrong Neuroticism – one of the big five personality dimensions that are linked to higher levels of anxiety, insecurity, tension or guilt Social anxiety – being anxious about being seen to be socially incapable, where people feel they don’t belong or cannot perform adequately in social situations How Can You Cope? Confronting the imposter syndrome can help people continue to grow and thrive. The following strategies are of value: Sharing feelings and speaking to trusted people can be of help, as irrational beliefs tend to fester and be reinforced when they are hidden. Stay focused on measuring your own achievements, instead of comparing yourself to others. Assessing your abilities by doing a proper assessment to get an objective view – and aligning on objective success metrics. Ask your manager what success looks like and consistently ask for feedback. Value your self-care – working too hard will cause burnout. There are a number of signs of burnout, and it is important to be cognisant of what these are – and take action. Ask yourself some hard questions, such as – Do I believe I am worthy of love, recognition or respect as I am? Must I be perfect for others to approve of me? This might be difficult as you might not even realise that you are experiencing this phenomenon. There are ways of coping – the important thing is to recognise that you are experiencing this syndrome and to get help or develop techniques to assist. No person should struggle with this phenomenon alone. A good coach or mentor could assist with getting to a landing with this challenge and to help you realise your potential and be your best self. “Jacquie’s presentation on The Imposter Syndrome to our Durban University of Technology (DUT) Business School students and staff was thought provoking. It highlighted challenges faced in the workplace by individuals regarding their feelings about being an imposter. Jacquie offers practical solutions on how to deal with these challenges and how to overcome the syndrome. The presentation was found to be very insightful and is highly recommended.” Prof Veena Rawjee: Project Leader: DUT Business School. For more information C: +27 83 386 8343 E: info@jacquiebhana.co.za W: www.jacquiebhana.co.za

The Durban Chamber of Commerce and Industry NPC has recently attended the World Chambers Congress in Switzerland, Geneva. The Durban Chamber was in partnership with eThekwini Municipality Economic Development Department and the Durban ICC. Held every two years, World Chambers Congress is an inclusive event that brings together people from around the world, to address common challenges that shape both chamber and business activities. The 13th World Chambers Congress represented local business communities in more than 170 nations. At the congress, the International Chamber of Commerce’s World Chambers Federation (WCF) and the Geneva Chamber of Commerce, Industry and Services (CCIG) unveiled the “Geneva Manifesto” which is a pledge by chambers of commerce to revitalise international trade with a renewed commitment to multilateralism for peace and prosperity. In the declaration, chambers committed to redoubling their efforts towards making a difference in the real economy and building a modern system that serves as a driving force for economic inclusion, global cooperation, and sustainable development. Leveraging Geneva’s historical position as a seat of multilateralism and the global capital of peace, chambers leaders called on all governments to renew their commitment to rules-based trade, effective international cooperation and respect for international law. “Cooperation is key to overcoming the world’s major challenges, and at ICC, we understand that we must all work together as a united business community to address them. By collaborating and speaking with one voice, we can boost the global economy and foster economic inclusivity, international collaboration, and advance sustainability,” said Maria Fernanda Garza, ICC Chair.

The BPO (Business Process Outsourcing) industry, led by Nutun, specialists in digital business services, has stepped forward as the shining star of realising the potential for South Africa’s unemployed. The company recently showcased the results of proven partnerships and initiatives that will lead the transformative charge to increased employment, supporting BPESA and the dti’s mission to create 500,000 jobs by 2030. The One Agent - One Child initiative is rewriting the country’s education and training story, one youth at a time. Rod Jones, an admired consultant, reflected on the evolution of the BPO industry over four decades, bringing to light the significance of the youth in the sector’s employment pool. “In the eighties, outsourcing showed potential for employment, and now decades later, youth have become the key players,” he said. “From a mere 5000 agents back then to 80,000 - 90,000 international agents now, mostly unearthed through impact sourcing, the industry is experiencing a promising change.” Over two days at Nutun’s impressive Kingsmead site, the magnitude of that thrust to create employment and change lives was unveiled. Presenting to international clients and stakeholders, the tour included meeting team leaders and staff, exploring innovative technologies and performance management metrics, and engaging in the company’s Kinetic wellness programme, showcasing a fresh, modern and mindful face of the BPO industry. The lasting impression went beyond an understanding of the company’s working mechanisms, and into the value the company places in its people, as well as a genuine spirit of teamwork and collaboration in action. Kim Bailey, Head of Nutun’s ‘Strive Academy’, painted a vivid picture of the opportunities being created for the youth. With a mission to inject new blood into transforming not just their future but that of their communities as well. It’s a perfect synergy, for every agent employed, a child will go through the literacy programme and be tutored to read - each agent of Nutun acting as the catalyst. the industry, the academy ensures that every recruit is nurtured with an in-depth understanding of the sector they will be placed in. “Very few BPO training outfits go beyond workplace readiness and into partner or client readiness, understanding the country, language, news, the client’s marketing assets and the brand’s challenges and opportunities. We observe the partner and get as much info as possible about the client,” she explained. “We have more than 500 people going through training each week. They get paid whether they pass or fail.” This dedication to skills development was further demonstrated in a heartwarming graduation of 20 youth who had completed the ‘Shadow Careers’ programme and were acknowledged in a Nutun auditorium filled with international clients. Their stories of transformation reverberated through the room, filling it with a tangible sense of hope and belief. Immaculately presented, confident, and sharing their profound appreciation for the opportunity and their mentors, they brought many in the room to tears, evidence of the power that real care and a whole heart can transform South Africa’s employment landscape. As the sun set and the evening drew in, hundreds of guests descended for The New Dawn Evening Event at the Nutun Office in Umhlanga to bid farewell to Synergy Contact Centre which had been acquired by Nutun. Niall Mellon, founder and chief executive of Mellon Educate, unpacked the reason for the One Agent - One Child partnership between Nutun and his charity which is building literacy hubs across the country. A close friend of Nelson Mandela, Mellon had made a lifelong commitment to the former president to tackle literacy education. “Of the 1,127,000 children in Grade 4 classrooms today, you would be shocked to hear that 914,000 cannot read for meaning. Imagine that figure. After 20 years of running our housing programme in South Africa, I am always very cautious to under promise and over-deliver. I can confidently say to you we have come up with a solution for illiteracy.” As guests moved outside, the vast sound stage, prepped for the big show, did not fail in its delivery, a sequence of moving stories played on the big screen, an emotional journey down memory lane, and DJ Tira lifting Nutunites to dance the night away. The resounding message that was felt by the original Synergy owners, Des and Haydn was, “It’s all about the people”. They shared the stage with CEO Paul Swainson, reflecting on the company’s immense journey – one filled with challenges, triumphs, and relentless dedication to their purpose. A big screen countdown catapulted Synergy into Nutun with a burst of fireworks. The sky filled with the company’s metamorphosis, as lights transitioned from the familiar Synergy purple to a vibrant Nutun laser green. Perhaps best encapsulated by the words of Paul Swainson, who said, “We have evolved retaining the very best of Synergy, an absolutely fantastic and fun place to work, and now creating even more opportunity and partnering with changemakers such as Shadow Careers and Mellon Educate. We are many, there are almost 7000 of us, and now we are One.” The following morning served up a school visit to Natest Primary School, a recipient of the Mellon Educate programme, where the raw impact of Nutun’s efforts was visible. On arrival, joyful children welcomed the attendees, their songs filled with hope, gratitude, and dreams for a brighter future. The company’s literacy programme, implemented in collaboration with Mellon Educate, has already made a difference in the lives of hundreds of children, summarising these transformative days, the spirit of Nutun is encapsulated in the shared sentiments of the tutors and the learners: a mutual recognition of the privilege of education, a drive to uplift their communities, and a commitment to the hard work ahead. It is a testament to the power of education and employment to bring about profound change in individuals, communities, and the nation, vividly illustrated by young learners at computers learning to read, their heads barely popping up over the desk, with headsets and microphones on. A moment to behold. Bernadette Smyth from Mellon Educate underscored the importance of this partnership, expressing how critical the intervention is in a country where 81% of the children struggle with literacy. In her words, “One Agent - One Child supports children to close the gaps, be fully educated and have employment when they leave school.” The two-day event was a roller coaster of hope and possibility, and a sense that these carefully woven partners and skills development innovations could be a formula that would prove change at scale can happen. As Paul Swainson aptly put it, “We have evolved from Synergy contact centre to Nutun CX, retaining the very best of Synergy and then adding even more dimension to it. This evolution, full of purpose and potential, positions us as a sophisticated, world-class CX brand that supports its agents, delivers for clients and gives back to communities.” W: www.nutun.com

While there are many reasons for wanting to terminate an employee’s employment services with a company, South African law demands for due process to be followed, irrespective of the reasons and circumstances that have led to wanting this outcome. Justifiable reasons are a must, and sufficient proof needs to be presented, before a conclusive decision is reached. Each case is based on its own merits, and outcomes are generally dictated by a chairperson after following due process, unless agreed upon consensually via a Mutual Termination between both parties, to conclude the employment relationship. Recruitment and Selection Many organisations undermine the recruitment and selection process. As much as this process involves interviews, and selection of the most ideal candidate, additional areas are entailed in order to select the right candidate. The process should include tools that form part of the selection criteria, to determine the employee’s compatibility with the position and the team with whom the candidate will be working. Such tools may include a Personal Development Assessment (PDA), which analyses the right f it and behavioural aspects. Thorough background checks and research are key components to discovering an employee’s prior work history and reputation. Many organisations choose to bypass these key qualifying processes, hence leading to issues shortly after confirming the employee’s placement within the organisation. Inducting an Employee Companies fail to realise the importance of inducting an employee correctly. This is the reason for employers assuming incompetence of an employee, hence wanting to terminate the employees’ services. Importantly, an employee should be inducted correctly so as to understand the company’s values, vision, processes, procedures, timelines, systems, and support structure. A clear handover needs to be done and signed off if the employee is replacing an employee that is exiting the business. Businesses are careless when blaming new employees on failing to perform to standard. However, if an induction and orientation process was not followed, this is an indication of a lack of engagement with the employee, hence the employee was bound to fail. Probation There is a misconception that an employee can be terminated immediately whilst serving probation, without any process being followed. The purpose of a probationary period is for the employer to provide support and training to a new employee at the commencement of employment, and to evaluate an employee’s work performance over a reasonable, mutually agreed-upon period of time. Meetings need to be documented, with the issues of non-performance and an action plan and time frame for improvement being noted. Should there still be a lack of performance after providing sufficient time for improvement, then the employer would have already collected sufficient supporting evidence to indicate such. An employee can be performance managed at any point during their employment, especially if new tasks have been allocated, or a change in job required. Many fail to understand that probation is for the benefit of the employee to learn the work. The time is provided by the business to the employee to become proficient in the duties required. There are no benefits for the employer, besides to make sure performance is documented and addressed during this time with the employee. Performance Management Knowing the difference between misconduct and poor performance is important. Confusing the two could mean your approach is completely wrong. The main difference is in the level of control. Poor performance is when an employee tries as hard as possible but keeps falling short because they lack skill, ability or training for example. In cases of misconduct, the employee could perform better but for whatever reason chooses not to. To performance manage an employee, the meeting must place in private and in an environment that is comfortable and non-threatening, away from distractions and interruptions. The employer should begin by holding a discussion with the employee to explain the problem in specific terms. From this conversation, the employee should be able to clearly understand what the problem is, why it is a problem, how it impacts on the workplace, why there is a concern, etc. The employer should discuss the outcomes they wish to achieve from the meeting. The meeting should be an open discussion and the employee should have an opportunity to have their point of view heard and duly considered. The employer should listen to the explanation of why the problem has occurred or to any other comments the employee makes. Timelines and action plans for improvement should be set. When having this type of meeting, facilitating discussion to refer to recent positive things that the employee has done to show them that you also recognise and appreciate their strengths may be useful. Mutual Separation / Termination Agreement A Mutual Termination is an agreement between employee and employer, to consensually terminate the employment relationship. In certain situations, parties can agree that the employment relationship come to an end, however parties choose not to resign or go through any disciplinary process, hence they mutually elect to terminate via a mutual separation agreement (MSA) to cease the existence of the employment relationship. This is an option to explore as opposed to having to go through any disciplinary action or performance management process. A financial settlement is agreed upon and documented in this agreement. Any other consensually agreed terms and conditions are also implied, and this document stands as legal and binding as per the terms stated therein. Retrenchment Retrenching employees must be done purely for the reasons that retrenchment was designed. A retrenchment is normally seen as a consultative and problem-solving exercise to try to accommodate employees. There are a few main reasons to terminate via retrenchment (after following due process), which is for operational changes within the organisation, or incapacity based on performance or ill-health. We need to make sure that all correct steps are followed whichever process is decided upon. Being in breach of procedure is viewed extremely seriously at the Commission for Conciliation, Mediation and Arbitration (CCMA). Gaining a good understanding to be able to execute effectively and meaningfully with no loopholes is always good. T: +27 (0)31 767 0625 E nikita@drg.co.za W: www.drg.co.za

In June, the Icebolethu Foundation made a significant contribution to the Nkandla community by donating a computer centre. This act exemplifies the company’s dedication to making a positive impact in various communities. The overarching objective of this initiative is to empower the community, particularly the youth, by providing them with meaningful access to information. The computers were donated at a handover ceremony held at the Nkandla Qhudeni Community attended by traditional leaders, political leadership, schools, community and other stakeholders. The centre is well equipped with workstations for learners to master basic computer skills and programmes. This centre will be used by local school children and the community members at large. By bridging the data gap, Icebolethu Foundation aims to equip the Nkandla community with valuable tools that will enhance their educational opportunities and pave the way for a brighter future. “Icebolethu Foundation is fully committed to the future of our young people and this donation represents a gateway to quality education and future leadership opportunities. Our goal is to help the learners acquire computer skills, which is critical given that we are living in the digital and information age,” said Icebolethu Foundation Manager, Zama Mazibuko. “This is an opportunity to empower the community of Nkandla, especially the youth in ways that could open so many doors and opportunities for them. With the help of the new computer centre and access to computers with internet connectivity, they will be more informed and our youth can dream bigger that they now have the necessary tools to chase their dreams. It will make a huge difference to all of them,” said Nomfundo Mcoyi CEO Icebolethu Group. About Icebolethu Foundation Icebolethu Foundation was founded in 2015 with the aim of uplifting, empowering and facilitating change by developing sustainable solutions for the youth and the elderly. We are a Black empowerment organisation driven by African values and we celebrate our country’s diversity and cultural wisdom. Our key focus area includes education, orphans and vulnerable children (OVC) and supporting sustainable living for the elderly. www.icebolethugroup.co.za

The Minara Chamber of Commerce will be hosting its annual Golf Day on Sunday 23 July 2023 at the Durban Royal Golf Country Club. We have had a date change as their weather conditions affected the course and taking note of other major events that players have previously committed to. The objective of the golf day is attracting businesspersons and professionals so as to give them the opportunity to network with fellow colleagues. Partner companies have the opportunity to have activation stations at the event to network meet up with new and existing clients and promote new products and services. As a non-profit company we host such fundraising events to generate income that supports many of our business support initiatives and Chamber activities. These activities serve as a vehicle for businesses to network, provide exposure to new business opportunities, and young entrepreneurs are supported through our mentorship programmes, information and skills seminars. The Chamber also provides a free service linking unemployed candidates to companies that have vacancies available, These are amongst some of the many services provided by the Chamber in its vision to progress businesses and improve our economic challenges. Our activities and programmes may be view at www.minara.org.za Look forward to hosting you at our Golf Day 2023! For further information email us at kzn@minara.org.za or gtn@minara.org.za

Grant Fowlds describes himself as a conservationist and someone who loves elephants. It is therefore unsurprising that Fowlds is a trustee at the Human Elephant Foundation. He has joined the efforts of Andries Botha, David White and John Charter to raise funds for suitable projects and implementing organisations, specifically for elephant conservation in Africa. South Africa has a crisis in that, in contrast to other African countries, we have too many elephants for the space allocated to them which results in human wildlife conflict. The consequences are that the elephants often raid crops or get into an area where either a human or an elephant is killed. In order to counter this problem, we have to create additional space, corridors or wildlife parks where elephants can live as well as ensure that these areas benefit the people living alongside them through conservation efforts. “Through education we have to tell people that elephants are part of the big five, part of the mechanics of biodiversity and an asset. People don’t see that. We have to take marginal farm lands that were once under cultivation and rewild them and give elephants a reason to stay there,” says Fowlds. While Fowlds says that there is not much space left, and much of this available space is incorrectly managed, he believes that a zone of safety for elephants can be created. The South African model only allows elephants to be kept once an elephant management plan is in place. This plan includes creating a fenced ecosystem that allows elephants to exist in harmony with people outside of the park. The role of the Human Elephant Foundation is to try and create these spaces. One of the spaces that the Human Elephant Foundation has invested in is Loziba Game Reserve. The founders’ primary mission is to create a 30,000 - 40 000 Ha game reserve that will not only become a safe new home for elephants, but will also include a number of other endangered species including black rhino, cheetah, pangolin and lion. Once complete the reserve intends having a number of lodges and camps developed through private investment, which will then attract both local and foreign visitors to visit Loziba to experience its incredible and unique biodiversity as well as the big five. Together with Graham Spence, Grant wrote, Saving the Last Rhinos: The Life of a Frontline Conservationist in 2019. The follow-up Rewilding Africa: Restoring the Wilderness on a War-Ravaged Continent, was released in 2022. For more information visit www.humanelephant.org.za

It is quite incredible how our perception of business success has changed over the past few decades. I recall well the learnings early in my career, where success was lauded through the outcome of gained profit, power, and influence. These attributes of profit, power and influence were regarded as paramount from as early as the 1970s throughout the 1980 and 1990s, in large part courtesy of the Friedman doctrine. At this time in our economic history and point in evolution, less care and consideration were given to societal and environmental impacts. And the primary purpose of a company was to make as much profit as possible for shareholders – while also complying with current legislative and regulatory equirements. World over, the term sustainability has become a buzzword, an ideal to focus on, and a positive step forward for business, our economy, and the greater good of mankind. We are, as most will agree, nowhere near to where we would like to be as nations and inhabitants of the world. However, there is progress, and day by day more and more people and business entities are aligning themselves with organisations and service providers that demonstrate respect and care for other people and the environment itself. Responsible Service Providers DRG and Green Lights Sustainability Initiative (GLSI) are relatively small contributors in sustainability endeavours in relation to many other larger organisations, who have made exceptional strides. However, we recognise that as service providers in a fragile economy, no matter our size, we have a responsibility to ensure that we meet the expectations and hopes of our stakeholders (which include employees, customers, suppliers, government regulative authorities, communities, and the environment). Further, we aim to meet the principles and outcomes of best practice governance, which include ethical and effective leadership and organisational culture, optimised productivity, risk management and legitimacy. Today’s benchmarked organisations are those that are able to hold in harmony each of the many desirable components within an Environment, Society, Governance (ESG) framework. ESG is a business framework helping entrepreneurs and business leaders more thoroughly consider environmental and social issues in the context of corporate governance, and in relation to the success and sustainability of their organisation. ESG can therefore be used as an internal measurement tool, helping organisations better consider the effectiveness of their operations in relation to each dominant perspective detailed in the six capitals of value creation – as defined in the integrated reporting framework. The six capitals include: financial, manufactured, intellectual, human, social and relationship, and natural. Capitals have the capacity to produce flows or economically desirable outputs, and as such are essential for sustainable economic development. By taking the six capitals into account when reporting on performance, an organisation provides a fuller picture of the way in which it creates value. The integrated report’s aim is to explain to providers of financial capital how an organisation creates, preserves, or erodes value over time. The principles of integrated reporting include characteristics such as: reliability, balance, freedom from material errors, completeness, cost/benefits, competitive advantage, and future orientated information, which are helpful in guiding our activities and creating aligned norms. The adage, “to sow an act reaps a habit, to sow a habit reaps a character, and to sow a character reaps a destiny”, describes well the importance in creating norms that support effective and ethical leadership. These norms help to create organisational cultures that ensures the likelihood of an outcome of a successful and sustainable business, meeting both operational and stakeholder measures. A Call to Action Sustainability in itself has many interpretations, from the simple definition of, “the ability to be maintained at a certain rate or level”, to the all-encompassing consideration of how humanity manages to thrive as a species, without destroying ourselves, our planet, and all of nature around us. Sustainability in the context of survival of our planet and all who live here has been a central theme of governments and business since the early 1980s, gaining massive attention and momentum since 2015. Then 190 countries around the world contributed to the formation of the 17 United Nations Sustainable Development Goals (SDGs), as a call to action to end poverty, protect the planet, and ensure that all people enjoy peace and prosperity. DRG and GLSI recognised that one of the largest barriers to organisations and individuals supporting the outcome of coherent sustainability endeavours is the knowledge and understanding of their ability to contribute. Hence, the deep drive within DRG and GLSI to help to transfer the knowledge and understanding of sustainability best practice considerations, and to encourage organisations and individuals to step forward in their endeavours to reduce their own negative environmental impacts, including carbon contributions in daily living. Incredibly positive is that most business leaders agree that as soon as the knowledge and understanding of, “how we protect our planet from the harm we often unknowingly create”, is shared and understood by the majority of people, we as the business community will have significantly reduced the probability of a world unable to recover from plunder, pollution, and destruction. Strive Together Business leaders in our current times have the added responsibilities of helping to restore balance in how we: Use raw materials Help to create the opportunity for growth and development of our staff and teams Support communities and their specific needs Contribute towards rewilding and growing natural areas for the prosperity of all living creatures Support opportunities to minimise the gap between income differentials Instil the importance of values and ethics in our work environments and day to day living Support enterprise and supplier development initiatives and encouraging growth and prosperity within the SME business sector. Support the creation of new employment opportunities In our personal views, as DRG and GLSI, we believe this is the greatest time in the history of the world for humanity to recognise their commonality, linkage to nature, and for us to strive together for the safe and prosperous world we imagine is possible. Business leaders especially need to recognise their critical contributions in helping to create the cultural norms that will lead us towards a caring and inclusive world, where nobody is left behind. Should you wish to be supported in anyway with your ESG or sustainability initiatives, please contact David White david@drg.co.za for any further information. Standard Bank, DRG, and GLSI will be doing an ESG Convention in August 2023, and look forward to sharing their knowledge with KZN entrepreneurs and business leaders. Please confirm your seat by emailing lindiwe@drg.co.za

LIVE-STREAMED ON THE KZN TOP BUSINESS YOU-TUBE CHANNEL Join us online on Thursday 29 June at 6:00 p.m. when we will announce the shortlisted nominees in the following categories: Standard Bank Client of the year – SME Category Standard Bank Client of the year – Larger Enterprise Manufacturing Sector Transport/Logistics Sector In addition, the current rankings of the top twenty brands, as the voting stands, will be announced. Remember that the much-coveted Standard Bank KZN Top Business brand award is awarded by public vote only. Voting is currently open. SMS the letters KZN and the name of your top brand is 45633. (There is a cost of R1.50 per SMS). You may vote as often as you like. Top brand voting closes on the 16 July 2023. The annual Standard Bank KZN Top Business Awards provide an outstanding platform to celebrate the successful businesses, as well as the exceptional businesspeople behind them, that participate in the economy of the KwaZulu-Natal province. For more information visit www.kzntopbusiness.com LIVE-STREAMED ON THE KZN TOP BUSINESS YOU-TUBE CHANNEL

In today’s uncertain and evolving economy, scaling and dominating your industry require more than just a great product or service. It demands a combination of a resilient mindset and a resilient business model. Resilience is the ability to persist and stay proactive despite challenging circumstances. By cultivating the right mindset and implementing a robust business model, entrepreneurs can navigate the ever-changing landscape and achieve long-term success. The Power of a Resilient Mindset: A resilient mindset is the foundation for overcoming obstacles and staying ahead in the game. It is an attitude that governs your behaviour and shapes your response to adversity. Developing the following mindsets is crucial for sustainable growth: Operator Mindset: Embrace the day-to-day grind and persistence necessary for success. It grants you control over shaping and crafting your business. Growth Mindset: Continuously seek opportunities for improvement and learning. Be open to innovation and adaptability, always striving for growth. Winning Mindset: Cultivate a positive outlook and a belief in your ability to succeed. Maintain a determined attitude and approach challenges as opportunities for victory. Investor Mindset: Think strategically and long-term, weighing risks and rewards. Make decisions that align with your vision and attract investment. Building a Resilient Business Model: A resilient business model is the blueprint for translating effort into economic success. Conventional wisdom suggests focusing on product or service excellence, establishing functions, recruiting to enable those, and then growing by adding new products or markets. The Asset of Value approach offers a more customer-centric perspective: Define Your Target Market: Understand the specific customers you serve and their needs. Tailor your offerings to solve their problems effectively. Customer Experience Focus: Prioritize creating an exceptional customer experience throughout the client journey. Differentiate yourself by delivering that experience consistently in a way that differentiates you from your competitors. Design in Collaboration with Your Team: Engineer your business model together with your team. Delegate leadership roles and foster a culture of collective responsibility and growth. Lead Growth: As the business owner you have to lead your business’s growth and ensure that growth doesn’t dismantle your system of delivery. Maintain a consistent level of service quality as you expand and enter new markets or add new products. Combining personal resilience with a robust business model maximizes your efforts and drives economic success. By staying adaptable, continuously improving, and keeping your customers at the centre of your operations, you position yourself for exponential returns and long-term sustainability. https://aurik.com/2023/05/25/you-need-both-a-resilient-mindset-and-a-resilient-business-model-to-scale/?fbclid=IwAR0-bKG88flTzeywiYHuFhNjyh7sXKdcowrxBODqGV568_2VK4PUCTQrP4Q

The UKZN Food Security Programme (UKZN-FSP) is taking proactive steps to address student food insecurity through the Sandwich-A-Day initiative that runs across all five campuses daily for the duration of the June examinations. The initiative aims to provide 1000 sandwiches per campus, with the exception of the Medical School campus which will receive 500 sandwiches due to its size. This intervention, which was initiated by the Students Representative Council (SRC) and supported by the HIV and AIDS Programme and UKZN Foundation, has been successful in meeting daily targets. The sandwiches are prepared, packaged and distributed to students by SRC members, who have been actively involved in supporting the food security drive. They have mobilised SRC members, ad-hoc committees, clubs, and societies to assist with meal preparations. SRC President, Mr Wandile Majozi, said, ‘Hunger is scourging across our campuses, and we are hopeful that this initiative will help students. A student who would have starved and not attended campus to study now gets a chance to do so through the meals provided. Where we could, we've tried to provide juice, tea, and coffee during this winter season .’ As part of the strategic coordination of the UKZN-FSP, Manager of the HIV and AIDS Programme and Disability Support Unit, Mr Amith Ramballie, has been actively involved in ensuring the delivery of food support services. The HIV and AIDS Programme, which he leads, has been volunteering in rolling out the UKZN-FSP for the past three years. Over the years, the UKZN-FSP has benefited from strategic partnerships with various organisations. Ramballie explains that The Gift of the Givers (GOTG) has provided 250 food hampers per month to UKZN for the past three years, Rise Against Hunger (RAH) has provided as many dry meal packs as required (including rice, soya, lentils, and vitamin sachets), and Food Forward (a partnership, initiated by the UKZN Foundation) supplies various items from local retailers to support the UKZN-FSP. ‘The HIV and AIDS Programme also allocates a portion of its operational budget to purchase sanitary towels for students in need, which are distributed with the food hampers and as required. The department also set aside some of its cost savings for this year to support the Sandwich-A-Day initiative,’ said Ramballie. The UKZN-FSP acknowledges the significant impact of food insecurity on students' well-being and academic success. ‘With a large number of students relying on financial aid, including those not funded by the National Student Financial Aid Scheme (NSFAS), the programme recognises the importance of removing the stress of hunger from their lives. The ultimate goal is to create a positive university experience for all students,’ added Majozi. Looking ahead, the UKZN-FSP plans to institutionalise the programme, expand the number of students receiving assistance, and establish hot meal kitchens before the end of the year. ‘The overwhelming response from students underscores the urgent need for continued support and expansion of the programme,’ said Ramballie. The UKZN Student Food Security Programme, established through the UKZN Foundation, received generous support from students, staff, alumni, businesses and members of the public. This funding was also instrumental in the roll-out of the Sandwich-A-Day programme. Executive Director (acting) of the UKZN Foundation, Mr Steve Camp, said, ‘Food security for many UKZN students is serious for several reasons. As an advocate for student health, I am really excited to see this SRC initiative come to fruition and until we’re able to have something that is more sustainable and a longer-term solution, this initiative is going to be the first resort for hunger-stressed students.’ Ms Kerry Lee Philp of UKZN’s Water, Sanitation and Hygiene Research and Development (WASH R&D) Centre donated to the programme. ‘I wanted to make a difference because I know how important good nutrition is for students. Good health is a vital part to enable learning. This is one way that I can do something. Projects like these are important as they show an institution’s awareness of and willingness to do something about addressing the basic needs of its students. I encourage more people to donate.’ Associate Professor of Linguistics at the School of Arts, Professor Heike Tappe, added, ‘It’s very difficult to teach when I know many of my students haven’t had a meal and are sitting in my lecture on an empty stomach. Hungry students can’t concentrate on the concepts I’m trying to teach. By contributing monthly to campus food security, I really hope this makes a difference to our students.’ If you want to contribute to the Programme or any other fundraising projects, you can donate at least R50 via https://ukzn.devman.co.za/devman/online/genomics/