Transformation
and Equity

Creating a Culture of Inclusion Working Group

The main output of the Working Group is to produce a blueprint of what an inclusive South African organization should/could look like. The blueprint will be a culmination of the Working Group’s interest and engagements on a range of topics linked to inclusion and belonging that build on best practice and stimulate new thinking. The aim of the blueprint is to provide guidance for a piloting process within teams, units and organisations.

Creating-a-Culture-of-Inclusion-Working-Group

Transformation Blueprint

The idea of this blueprint is to measure the level of inclusivity in organisations by applying intersectionality as the thinking lens. Some of the core principles of this blueprint are based on accountability, transparency, support mechanisms, recourse, justice and access to information. Companies would be measured on their transformation based on a combination of social factors which would be aggregated to give an indication of where they are positioned in the transformation maturity curve. For instance, a business may have transformative anti-discrimination policies based on race, yet rate poorly on LGBTQI+ community inclusion.

Inclusivity-Blueprint

LGBTQI+ Employees in the Workplace

The National Business Initiative (NBI) conducted research on understanding the experiences of LGBTQI+ employees in the workplace with the intention of creating strategies that support and enhance transformation, belonging and representation in the office environment. Additionally, this research formed part of a comprehensive report that reflects the current international best practice on workplace transformation, providing an overview of current research that has been conducted on the topic in South Africa, critically engaging the experiences of LGBTQI+ employees in the South African private sector and exploring interventions that effectively speak to a transformed workplace.

To read more about the importance of our study on Understanding the Experiences of LGBTQI+ Employees in the workplace, please view our NewsFlash.

To download the full report, please click here.

To read more about our JOINT GBVF DIALOGUE REPORT. Please view our REPORT

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International Day Against Homophobia, Biphobia, Intersexism and Transphobia NewsFlash

Gender Based Violence Pathway

The National Business Initiative (NBI), under the Social Transformation unit, has undertaken the task to develop a Gender Based Violence (GBV) Pathway which aims to work with South African companies in addressing, challenging their thinking and responses to eradicating GBV. Given that businesses operate within society, it is not immune from experiencing social issues that continue to plague the country. Currently, research on the extent and existing interventions in corporate South Africa on addressing and eradicating GBV is scarce.

Key Activities:

  1. Conducting baseline research and engaging business on current and developing interventions on addressing GBV
  2. Facilitating dialogues between CSOs, government and the private sector on how interventions can be contextually relevant and sustainable
  3. Developing company interventions that are focused on engaging men
  4. Partner with companies on developing interventions that are sector specific and extend within their sphere of influence
  5. Ensure that dialogues on the importance of addressing GBV takes place at different company levels – from community members, employees to C-Suite

Gender Pay Gap Pilot
The NBI in partnership with SCIS at the University of Witwatersrand is conducting the Gender Pay Gap Pilot to develop a methodology that will measure and the pay gap within South African companies. The methodologies will be guided by economic models that leverage available company data. Through this pilot process, the NBI seeks to develop a standardised and simple methodology that can be applied across sectors and develop solutions on correcting the wage gap. On 20th March 2020, the NBI hosted its first gender pay gap pilot workshop where we invited participating companies to gain better insight into the pilot process and further expand on the economic models to be used for the pilot.

Call to Action: Following the conclusion of the pilot report, the NBI will focus on developing an online pay gap tool which will allow companies to securely submit their datasets and measure their income discrepancies. Under this future project, companies are invited to assist with funding the development of the tool.

Key contact person:
Khanyisa Nomoyi
KhanyisaN@nbi.org.za

Khanyisa Nomoyi