On the 14th of May 2021, Relocation Africa’s CEO Rene Stegmann joined the European Relocation Association (EuRA) Spring Summit Day 5 as a panellist. The moderator, Ben Ivory, Senior Vice President, Global Initiatives was joined by panellists, Lloyd Townsend, Supply Chain Manager, EDF (Corporate), Rico Lopes – Graebel (Supply Chain Management) and Beverly King – Graebel (Business Development).
The topic of Day 5 of this summit continuing the conversation of sustainability and provide perspectives from a leading UK energy sector client professional, a progressive DSP provider and a global relocation management company. The presentation was set to present a level of understanding of sustainability/ Environmental, Social, and (Corporate) Governance, (ESG)/ Corporate Social Responsibility (CSR) and establish a foundation for what is a multi-year or even multi-generational effort.
First on the agenda for discussion was the topic on the 2030 Agenda for Sustainable Development, the 17 Sustainable Development Goals (SDGs), which are an urgent call for action by all countries. The vision for 2030 is setting a vision for a world free of poverty, hunger, disease. A world that elevates human social justice and human rights, and an accessible world to all regardless of background, race, gender and sexual orientation. Stegmann aptly states that we can no longer greenwash and pay lip service, that to achieve these 17 SGDs, we need to act and walk in the terms of sustainability in both our personal lives and business environment. She further to explains how Diversity, Equity and Inclusion (DEI) is an appropriate model to include in the SDG goal, especially the SDG Gender Equality, or SDG 10 reduced inequality. The insertion of DEI will help stakeholders and humanity at all levels reach an understanding of the importance of these 17 goals. The world needs to understand these goals from the DEI root level, understanding its intricacies and complexities, and its intersections. When we understand from this point, we are able to operate from a place of consideration of differences.
Lloyd Townsend shared his sustainability EDF commitment, Helping Britain Achieve net-zero initiative which is made up of five pillars: net-zero environmental impact, increasing energy efficiency, the elimination of single-use enhanced social value and also innovation. Townsend states that taking a leading role in Britain’s race to net-zero will hopefully translate into other businesses and companies being equally honest with themselves to ensure they are contributing appropriately based on their business activities.
Townsend says, “I think businesses need to play a key part in this race as well. They need to create a diverse and inclusive environment which allows their employees to feel safe and to flourish being exactly who it is that they”.
Beverly King makes a remarkable point, stating that “Understanding the background of the organization their corporate strategy of sustainability and if DE&I really seem to be at the forefront. Then you can probably understand that there will be some of those initiatives that will help in the background drive, you know the pro the procurement process, the RFP process and be a factor that is included.” Soon, employees will measure a companies progressiveness based on their DEI and CSR initiative. Why? In recent times, companies are being held accountable and called into question about their contribution to eradicating social and environmental problems. It is almost necessary for companies to make a declaration or have policies in place as means of remaining accountable to the people and the planet.
Stegmann continues the sustainability conversation voicing that businesses need to self-examine the environment in which they operate and how business impact sustainability, and the balance of the triple bottom line approach of people and profit. She goes to speak on the #Payin30 initiative as a Small Medium Enterprise (SME) business. #Payin30 is an initiative aimed at helping SME suppliers become sustainable in the future. Stegmann has managed to reach an agreement with over 50 Relocation Africa clients, to pay Relocation Africa within 30 days. Stegmann has been a pivotal leader in driving the campaign across the corporate and SME sector, highlighting the importance of #Payin30 as an integral part of Corporate Sustainability (CS).
An important highlight that Stegmann makes, “We believe in working in partnership vertically horizontally with our competitors because we’re all working to the same goal.” Indeed, a collaborative approach towards a world we all share is needed. Using all our expertise and resources to combat a problem we all face saves time and the planet. She further highlights the need to make information on the broad topic of sustainability available such as making a library of articles available for your own network. King further augments this point by asserting the need for sustainability to become a way of life, a part of our everyday life. She aptly highlights the need to understand that we cannot operate outside the triple bottom line. “We have the responsibility of looking after the planet for the next generation”, Townsend adds.
One day a man was walking along the beach, when he noticed a boy hurriedly picking up and gently throwing things into the ocean. Approaching the boy, he asked, “Young man, what are you doing?”
The boy replied, “Throwing starfish back into the ocean. The surf is up, and the tide is going out. If I do not throw them back, they’ll die.” The man laughed to himself and said, “Don’t you realize there are miles and miles of beach and hundreds of starfish? You can’t make any difference!”
After listening politely, the boy bent down, picked up another starfish, and threw it into the surf. Then, smiling at the man, he said,
“I made a difference to that one.” –
As the session ends, Ben Ivory makes an important point. He says, to tackle the topic of sustainability, the first step is making it a topic on your agenda. The following step is to be critical of yourself, making the journey to being sustainable a measurable one by placing real objectives in place. Let us all remember the story of the starfish. In our capacity, we have the power to make a difference.
EuRA Spring Summit Day 5: Sustainability
On the 14th of May 2021, Relocation Africa’s CEO Rene Stegmann joined the European Relocation Association (EuRA) Spring Summit Day 5 as a panellist. The moderator, Ben Ivory, Senior Vice President, Global Initiatives was joined by panellists, Lloyd Townsend, Supply Chain Manager, EDF (Corporate), Rico Lopes – Graebel (Supply Chain Management) and Beverly King – Graebel (Business Development).
The topic of Day 5 of this summit continuing the conversation of sustainability and provide perspectives from a leading UK energy sector client professional, a progressive DSP provider and a global relocation management company. The presentation was set to present a level of understanding of sustainability/ Environmental, Social, and (Corporate) Governance, (ESG)/ Corporate Social Responsibility (CSR) and establish a foundation for what is a multi-year or even multi-generational effort.
First on the agenda for discussion was the topic on the 2030 Agenda for Sustainable Development, the 17 Sustainable Development Goals (SDGs), which are an urgent call for action by all countries. The vision for 2030 is setting a vision for a world free of poverty, hunger, disease. A world that elevates human social justice and human rights, and an accessible world to all regardless of background, race, gender and sexual orientation. Stegmann aptly states that we can no longer greenwash and pay lip service, that to achieve these 17 SGDs, we need to act and walk in the terms of sustainability in both our personal lives and business environment. She further to explains how Diversity, Equity and Inclusion (DEI) is an appropriate model to include in the SDG goal, especially the SDG Gender Equality, or SDG 10 reduced inequality. The insertion of DEI will help stakeholders and humanity at all levels reach an understanding of the importance of these 17 goals. The world needs to understand these goals from the DEI root level, understanding its intricacies and complexities, and its intersections. When we understand from this point, we are able to operate from a place of consideration of differences.
Lloyd Townsend shared his sustainability EDF commitment, Helping Britain Achieve net-zero initiative which is made up of five pillars: net-zero environmental impact, increasing energy efficiency, the elimination of single-use enhanced social value and also innovation. Townsend states that taking a leading role in Britain’s race to net-zero will hopefully translate into other businesses and companies being equally honest with themselves to ensure they are contributing appropriately based on their business activities.
Townsend says, “I think businesses need to play a key part in this race as well. They need to create a diverse and inclusive environment which allows their employees to feel safe and to flourish being exactly who it is that they”.
Beverly King makes a remarkable point, stating that “Understanding the background of the organization their corporate strategy of sustainability and if DE&I really seem to be at the forefront. Then you can probably understand that there will be some of those initiatives that will help in the background drive, you know the pro the procurement process, the RFP process and be a factor that is included.” Soon, employees will measure a companies progressiveness based on their DEI and CSR initiative. Why? In recent times, companies are being held accountable and called into question about their contribution to eradicating social and environmental problems. It is almost necessary for companies to make a declaration or have policies in place as means of remaining accountable to the people and the planet.
Stegmann continues the sustainability conversation voicing that businesses need to self-examine the environment in which they operate and how business impact sustainability, and the balance of the triple bottom line approach of people and profit. She goes to speak on the #Payin30 initiative as a Small Medium Enterprise (SME) business. #Payin30 is an initiative aimed at helping SME suppliers become sustainable in the future. Stegmann has managed to reach an agreement with over 50 Relocation Africa clients, to pay Relocation Africa within 30 days. Stegmann has been a pivotal leader in driving the campaign across the corporate and SME sector, highlighting the importance of #Payin30 as an integral part of Corporate Sustainability (CS).
An important highlight that Stegmann makes, “We believe in working in partnership vertically horizontally with our competitors because we’re all working to the same goal.” Indeed, a collaborative approach towards a world we all share is needed. Using all our expertise and resources to combat a problem we all face saves time and the planet. She further highlights the need to make information on the broad topic of sustainability available such as making a library of articles available for your own network. King further augments this point by asserting the need for sustainability to become a way of life, a part of our everyday life. She aptly highlights the need to understand that we cannot operate outside the triple bottom line. “We have the responsibility of looking after the planet for the next generation”, Townsend adds.
One day a man was walking along the beach, when he noticed a boy hurriedly picking up and gently throwing things into the ocean. Approaching the boy, he asked, “Young man, what are you doing?”
The boy replied, “Throwing starfish back into the ocean. The surf is up, and the tide is going out. If I do not throw them back, they’ll die.” The man laughed to himself and said, “Don’t you realize there are miles and miles of beach and hundreds of starfish? You can’t make any difference!”
After listening politely, the boy bent down, picked up another starfish, and threw it into the surf. Then, smiling at the man, he said,
“I made a difference to that one.” –
As the session ends, Ben Ivory makes an important point. He says, to tackle the topic of sustainability, the first step is making it a topic on your agenda. The following step is to be critical of yourself, making the journey to being sustainable a measurable one by placing real objectives in place. Let us all remember the story of the starfish. In our capacity, we have the power to make a difference.
Paris Summit on Financing African Economies
On the 18th of May, several African heads of states and several European leaders held the Paris Summit to discuss and find ways to boost financing in Africa to counter the detrimental economic effects of the coronavirus pandemic and a hampered vaccine rollout.
French President Emmanuel Macron called earlier for a new deal for Africa. The outlined objectives for the summit included doubling COVID-19 vaccination targets under the COVAX vaccine-sharing scheme; to sway International Monetary Fund (IMF) member states into allowing Africa to produce and distribute COVID-19 shots in their home country, and triple so-called special drawing rights monetary reserves for Africa to $100 billion.
President Macron reported that the summit had agreed to work towards getting wealthier nations to reallocate (€81 billion) in International Monetary Fund’s (IMF) special drawing rights monetary reserves to African states by October. Furthermore, a debt-servicing freeze was extended to aid developing countries deal with the COVID-19 consequences.
The IMF has confirmed that it will issue $33 billion for the African continent this year in special drawing rights. Africa’s economic growth is projected to grow at just over 3 percent compared to the 6 percent of the world average. The African Development Bank projects that approximately 39 million people could fall into poverty this year, with African states being at risk of debt due to the pandemic.
IMF Chief Kristalina Georgieva stated, “There is no durable exit from the continent’s economic crisis without beating the health crisis.”. As reported in our previous article, many African countries have been affected by India’s COVID-19 crisis, which has slowed down Africa’s vaccine rollout plan. Georgieva states that boosting the vaccination campaign will generate trillions of dollars that will be beneficial to Africa but also wealthier economies.
African countries manufacturing and supplying COVID-19 vaccines will certainly assist many African countries in overcoming the shortage but also in combating the reluctance of being vaccinated with western vaccine shots, said Democratic Republic of Congo and African Union President Felix Tshisekedi.
“I can’t stress enough the need to build the productive economy, that would ensure growth and job creation, as creating jobs for our young people is one of the most important priorities. We would like to create those opportunities for our young talent to stay in the country and build it with us” said Sudanese Prime Minister, Abdalla Hamdok.
The summit coined the “New Deal for Africa” seems to be a good win for not only Africa’s economy but Africa’s COVID-19 vaccine rollout.
Department of Home Affairs calls upon asylum seekers and refugees to renew their expired visas and statuses
The Department of Home Affairs has issued a statement calling upon qualifying asylum seekers and refugees to renew their expired visas and status online before the deadline on 30 June 2021.
Home Affairs Minister Dr Aaron Motsoaledi has extended the validity of the asylum seeker visas and refugee statuses. This online extension is aimed at reducing the COVID-19 spread. With the online extension, a holder of an asylum seeker visa (section 22) or a refugee status (section 24), can request an extension of visa validity via email, without having to physically go to a refugee reception office.
To request an online extension for an asylum seeker or refugee visas a client will need to submit the following documents:
Asylum seeker visa extension: DTRRC.Extension22@dha.gov.za
Asylum seeker visa extension: CTrrc.Extension22@dha.gov.za
Asylum seeker visa extension: Musinarrc.Extension22@dha.gov.za
Asylum seeker visa extension: PERRC.Extension22@dha.gov.za
Asylum seeker visa extension: DurbanRRC.Extension22@dha.gov.za
Maternal Wall Discrimination in the Workplace
Mother’s Day was a great to appreciate mothers and caregivers, yet it also a day to examine the maternal wall bias and discrimination that women and caregivers face in the workplace. An issue that is prevalent to mothers and caregivers is the maternal wall discrimination faced in the workplace. This is an additional barrier excluding working mothers and caregivers in the working place. Maternal discrimination is based on the stereotype that a woman’s responsibilities to her children prevent her from being a dependent, committed, and competent employee.
Women in the workplace may find their effectiveness and competency questioned once they become pregnant, take maternity leave or adopt flexible work schedules. Joan Williams raises an important examination of the gendered space that is the working environment. She writes, “When a childless woman is not in the office, she is presumed to be on business. An absent mother is often thought to be grappling with childcare. Managers and co-workers may mentally cloak pregnant women and new mothers in a haze of femininity, assuming they will be empathetic, emotional, gentle, nonaggressive—that is, not very good at business. If these women shine through the haze and remain tough, cool, emphatic, and committed to their jobs, colleagues may indict them for being insufficiently maternal.”
Joan Williams is apt in her description of what this maternal wall bias results in the workplace. It is the further reinforcement that a) women cannot separate their work life and the home matters, and b) the reinforcement of an aggressive capitalist narrative that treats people as commodities other than human beings who simultaneously operate outside the workplace. The duality of women is diminished by this maternal wall bias/discrimination. Women CAN be excellent caregivers and successful employees in the workplace. The P for people in the triple bottom line approach is often overlooked in the race for profit. People have responsibilities and duties beyond the workplace, they are affected by the occurrences beyond their professional bodies.
Employees can arm themselves with policies and constitutional rights in their countries and the workplace. Employment Equity Acts and Labour Relations have strict laws aimed to protect workers from unfair discriminations. Speak to your Human Relations (HR) about their policies and procedures in the company. Know your rights.
Williams writes that employers must examine their hiring, attendance, and promotion policies to ensure they are exempt from biased standard. Furthermore, she writes that employers ought to operate in a manner where job duties can be achieved and personnel decisions on legitimate business need rather than on assumptions about productivity and commitment.
Employers need to remove bias and stereotypes by addressing and educating employees and managers on unconscious and implicit bias. Employers can offer alternative solutions for mothers and caregivers such as remote channels such as Slack, WhatsApp meeting, Zoom etc. By creating inclusive spaces, you create a solution and a way around problems arising. Offer more inclusive policies beyond maternity leave. Policies should be inclusive of all family stages, perhaps offering parental leave for primary and secondary caregivers, offering family planning benefits for those considering parenthood too.
Relocation Africa is cognisant of the maternal wall bias and has created an inclusive policy to enact change in organisational culture.
Human Resources Manager, Joy Jackson explains: “ Flexibility for working moms at Relocation Africa: after returning from maternity leave – in conjunction with prior discussions and arrangements/approval from Head of Department and HR a new working mom will participate in our hybrid Work From Home (2 days) and Work From the Office (3 days) structure and added to this can structure her lunch break to do a nursery school pick up and then resume WFH / WFO depending on the agreed arrangement. Mothers of older school-going children also have the flexibility to structure their lunchtimes according to the end of day school roster and can collect their child/children and drop them back at home or spend the last part of the day working from home depending on the time of day. In the case of emergencies, school-going children of working moms are allowed to stay at the office for a short period – in a separate venue that does not disturb colleagues or affect productivity,”
It is not enough to celebrate Mother’s Day, boasting about the care for mothers when you are not acknowledging their role as caregivers and bodies outside the workplace. Be on the right side of history and acknowledge the implicit bias on women, and work to eradicate it.