Sunday Times E-Edition

Why inclusion and mentorship are critical to successful leadership transition.

JERMAINE CRAIG looks at why inclusion and mentorship are critical to successful leadership transition

Celebrating black excellence in corporate South Africa is a crucial necessity in “a society originally set up for blacks to not succeed”. In celebrating black excellence, we are sharing and showcasing what it takes to not only survive, but also thrive often against incredible odds and barriers.

“While we celebrate, we also need to reflect on how much needs to be done to address the many inequalities that still exist. Through celebration we are not only focusing on the financial and personal success of an individual, but also a society working towards building a better life for all and challenging ill-conceived narratives,” says Dr Shirley Zinn, an acclaimed activist and one of the country’s foremost corporate human resources practitioners.

Formerly a senior human resources director at companies such as Standard Bank, Nedbank and Woolworths, and currently the chairperson of the V&A Waterfront, Zinn says that while many corporates have made commitments to social justice, transformation, diversity, equity, inclusion and belonging, much still needs to be done.

“If we are truly to celebrate black excellence, we need to ensure that transformation is actively accelerated, and social injustice, inequality and racism are squarely addressed through our policies, procedures, practices, culture, and the experience employees, customers, communities, regulators and suppliers have with the business. We need to see much more action and execution on these commitments. Many (companies) are rethinking their values, purpose and impact on society.

This has led to more intentional focus and reporting progress in enterprise development, socioeconomic development, black economic empowerment, employment equity, supplier development, and financial and nonfinancial support for black-owned small businesses,” Zinn says.

Rather than transformation being seen as a tick-box exercise, Zinn believes companies genuinely need to understand what transformation means in the South African context and “how we shift hearts and minds so that it permeates everything we do”.

“We need to use every recruitment opportunity, every opportunity to upskill, reskill and develop people, progress and promote, recognise and reward, and create inclusive cultures where people can thrive,” says Zinn.

Creating that environment, says Nene Molefi, CEO of Mandate Molefi HR Consultants, cannot be done in a “piecemeal” manner; it needs a deliberate systemic approach.

“Companies must provide the tools and a guided iterative culture-change model that will ensure that diversity, equality and inclusion are embedded in a company’s system. A sustainable approach to diversity needs a diverse, representative team that collectively co-creates a company’s culture,” Molefi said in a recent conversation with global HR think-tank Wide Angle Conversations.

Zinn says advocacy, mentorship and sponsorship in the workplace are key to development, empowerment and upliftment, and a diverse leadership pipeline.

“We require leaders who are empathetic and care about their people and communities, are ethical, inspirational and transformational, and deliver.

“Mentorship is pivotal in the development of our young leaders. It is a relationship based on trust and respect that seeks to unlock embedded talent and human potential in another person. It is about supporting the personal and professional growth of a mentee. A mentor can share wisdom and experience, share the story and the journey, and give perspective on a role, career and choices that need to be made. Mentorship is a great opportunity to truly make a difference and give back,” Zinn concludes.

”A SUSTAINABLE APPROACH TO DIVERSITY NEEDS A DIVERSE, REPRESENTATIVE TEAM THAT COLLECTIVELY CO-CREATES A COMPANY’S CULTURE.” – NENE MOLEFI

From The Editor

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2022-06-26T07:00:00.0000000Z

2022-06-26T07:00:00.0000000Z

https://times-e-editions.pressreader.com/article/283781382568332

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