Corporate African Skin

Structural racism in South Africa operates at the societal level, here is information on the Code of Good Practice and Broad-Based Black Economic Empowerment policies.

Responding to corporate racism in employment the South African government created policies to counter employment racism on the job.

Responding to corporate Africa racism in employment the South African government created Code of Good Practice and Broad-Based Black Economic Empowerment policies to counter structural racism on the job by affecting the ability to successfully bid for Government and public entity proposals, and to obtain licenses.

Code of Good Practice acronym is RCoGP, which is a structural high-level obligation to constant expansion and effort toward best practice for Broad-based Black Economic Empowerment.

Broad-Based Black Economic Empowerment acronym is B-BBEE, which is an important certificate and major factor for companies doing business in South Africa due to the economic and social changes in South Africa after Apartheid in the 1990’s.

B-BBEE is important due to the economic and social changes in South Africa after Apartheid and the discriminatory practices in corporate Africa, in the late 1990s to 2003, a course of policies named the Code of Good Practice (RCoGP) was put into place.

The Department of Trade and Industry or dti B-BBEE policy is designed to ensure economic transformation and redistribution within the South African corporate sector to the benefit of Black racial groups who were previously discriminated against.

In 2013, RCoGP polices were revised and renamed the Broad-Based Black Economic Empowerment and in 2017, this Act established the Broad-Based Black Economic Empowerment Commission appointed by the Minister of Trade and Industry.

In 2019 the revised BEE Codes of Good Practice came into being by revising Section 9 of the Broad-Based Black Economic Empowerment Act 53 of 2003 November 2019. The fundamental principle for measuring B-BBEE compliance is that substance takes precedence over legal form.

Companies B-BBEE status is an important factor affecting its ability to successfully bid for Government and public entity proposals, and to obtain licenses. Private sector clients also increasingly require their suppliers to have a minimum B-BBEE.

The job of the B-BBEE Commission is to oversee, supervise and promote adherence to the BBBEE Act in the interest of the public, and strengthen and foster collaboration between the public and private sectors to promote and safeguard the objectives of B-BBEE, maintain a registry of major BBBEE ownership transactions and receive and investigate complaints relating to B-BBEE.

Working hard to understand the South African government Department of Trade and Industry office

The South African government Department of Trade and Industry office defines B-BBEE as; “an integrated and coherent socio-economic process that directly contributes to the economic transformation of South Africa and brings about significant increases in the number of Black people that manage, own and control the country’s economy as well as significant decreases in income inequalities.”

The B-BBEE Commission has a legal right on behalf of the Government and public entities to cancel any contractor’s award due to knowingly furnishing false information on a company’s B-BBEE status.

So who are Black People? Black people, which according to the BEE Act is a generic term that means Africans, Coloureds (Coloured is a term for those of mixed race) and Indians, including only natural persons who are citizens of the Republic of South Africa by birth or descent; or are citizens of the Republic of South Africa by naturalization.

Business Entrepreneurs in South Africa.

B-BBEE compliance is measured by means of a scorecard with a maximum of 100 points plus bonus points.

The five pillars of B-BBEE are:

Ownership (Direct empowerment)

Management Control (Indirect empowerment)

Skills Development.

Enterprise Development.

Socio-Economic Development.

B-BBEE and policy of separate development in South Africa.

Apartheid in South Africa caused the work and home lives of millions of black Africans to be subjected to severe employment hardships. White Africans privileged by skin color and availability of resources could lead comfortable lives by ignoring what was happening around them.

During Apartheid and presently, employment structural racism in South Africa operates at the societal level and is the power used by the dominant group to provide members of the their own group with advantages, while disadvantaging the non-dominant group.

*South Africa’s ethnic groups % population table.*
South African ethnic groups	Percent of total population
Black	80.9%
Coloured	8.8%
White	7.8%
Indian and Asian	2.5%

There were ten fragmented Bantustans, or homelands, scattered across South Africa because of racially segregated neighborhoods, Caucasians do not interact with minorities at work, home, or other places and thus do not refer them for jobs.

The dominant group uses employment structural racism not only to obtain resources, such as employment and wages, but also to limit the non-dominant group’s access to these resources. Addressing this employment structural racism the South African government effected Broad-Based Black Economic Empowerment or B-BBEE certificate.

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