This brief story relates to their entrepreneurial journey from 2015, culminating in a successful application for funding in March 2020. This funding will position them strategically for growth into the next few years.

In February 2015, after years of experience in the engineering industry and working in various roles / positions for a number of engineering companies, Warren Davids registered his own company as he realised that he could create much more value in the engineering market and industry. Warren obtained his qualification in Fitting and Turning from False Bay TVET College in 2001 and his Red Seal certification from Northlink College in 2012, and is currently the Operations Director of WHD Engineering (Pty) Ltd.

Olga obtained her degree in business administration from Stellenbosch University in 2006 and worked for Absa Bank for 11 years before joining WHD Engineering (Pty) Ltd in May 2017 as Managing Director. Their business services include Precision Engineering; General Engineering; Sales and Reconditioning of industrial geared motors and Environmental Management (recently incorporated in the business).

The CFERI programme assisted a great deal to increase productivity of all their employees, including herself by motivation and continuous training and implementing the knowledge gained into the day-to-day operations of the business as well as improvement of innovation.

It assisted with a deeper understanding of her role of being a co-owner, changing management skills to leadership skills which directly impacted in boosting personal and staff morale and created a more enjoyable work environment and dynamic team. She personally gained the ability to set business goals and use the organizational skills to focus their energies to take the business to the next level.

One of the biggest challenges, Olga recounts, is  being able to overcome self-doubt; this is a necessary quality as an entrepreneur and having family and friends who knows and supports your goals through the darkest days surely motivates you on your path to business success.

“Being a female entrepreneur, especially with no engineering degree in a male dominated industry is very challenging and tough, but is an equally rewarding experience and taught me self-discovery and how to believe in myself. The only way to  gain respect from clients and suppliers is to get your hands dirty and show you’re willing to learn and do whatever it takes. As women, we need to encourage other women to follow their dreams and share our experiences so that we can learn from each other – this is how we grow personally and professionally.”

 Olga and Warren spent much time in 2019 seeking appropriate funding. In the face of many “rejections”, they persevered. Early applications were not approved but they persevered into late 2019. Finally, in March this year, they received a loan/grant.   The facility awarded is in the amount of R2.2 million of which R860k is a grant and R1.34 million loan portion. This funding will be used for the purchase of Machinery (Lathes/Milling machines and delivery vehicles), as well as an input into cashflow.

As for advice to aspiring entrepreneurs, Olga says “Concentrate on your strengths; Take risks, even if you make a mistake; Stay positive and never give up. On a personal note – have Faith in God, yourself and your capabilities”

Issued by Steve Reid: Centre for Entrepreneurship | Rapid Incubator Manager

This Boys’ Club protects itself by consolidating power amongst its members and their peers and by reinforcing the belief that women are not welcome at this table. This practice, this entrenched system, has a defence mechanism which kicks into gear when threatened.

How does this still happen in the workplace today? Well, because male privilege is very much still part of our social fabric. In the church. In politics. In the boardroom. In the ownership and control of resources. In the home. In the bedroom.

Male privilege assumes women are weak and incapable of fulfilling any function outside the family home. Male privilege feeds on the exclusion of women from traditional male roles. Male privilege in South Africa is something women can’t really rise above until men do something about it.

These are the conversations we should be having. Not what women can do. But what men MUST do. Disempower their misbelief in their own superiority. And that’s where companies should be shifting their focus; supporting women at work by challenging men to interrogate their own sense of privilege and bigotry. Only by eliminating the sense of power and brotherhood created by toxic masculinity will women be truly inclusive in the workplace.

Here in SA, women make up more than half of the population, yet are still way behind in positions of authority. Despite the Women Empowerment and Gender Equality Bill calling for 50% representivity in decision-making positions, STATS SA finds that Women fill 44% of skilled posts, which includes managers, professionals and technicians.

While this figure doesn’t seem that far off the mark, it hasn’t changed since September 2002. And more alarmingly, when look at the Top 40 JSE listed companies, STATS SA found only one company had a female CEO!

Women still earn less than men

Market Research specialists Ipsos SA conducted face-to-face in the homes of rural and urban South Africans. Their sample size was a 3,598 employed people nationally across various occupations.

Their findings reveal that the monthly income was R9,222.16 for men and R6,688.80 for women. This means that SA women earn 27% less than men.

Various factors influence these statistics; not all can be attributed to discrimination in the workplace. For example, men and women have different productive characteristics, typically working in different industries with different rates of pay. Women tend to dominate the informal sector, part-time employment and domestic work – all associated with lower pay scales.

Gender Discrimination & Sexism

In homes, offices, shops and factories across South Africa, women suffer at the hands of a deeply entrenched patriarchal culture. At work, women are stereotyped. If a woman is a successful leader, making tough decisions, she is more likely to be labelled a bitch (women should be kind, gentle and nurturing). A man in a similar position will be respected for his strength as a leader.

So is there a difference between Sexism and Gender Discrimination? Yes, there is. Sexism makes assumptions based on stereotypes. “Women can’t be Firefighters” is a sexist statement. It generalizes based on gender. It also isn’t true, as there are many women who work in this field.

A statement that says “studies show that women do not have the physical strength to perform some of the tougher duties of firefighting” is not sexist as it is based in a factual reference.

Gender Discrimination is when a decision is made about a person or a situation based on gender. If you are hiring firefighters and you exempt women from applying, that is discrimination.

Many subtle forms of discrimination still exist without being addressed. Some employers expect women to do things such as answer phones, make coffees, set up meetings even if these secretarial tasks are not in their job description. These are sexist attitudes, just like constantly interrupting women in meetings while allowing male colleagues freedom to talk. “Mansplaining” is another annoying display of patriarchal behavior; when a man constantly, and unnecessarily, talks to a woman in a patronizing way explaining something she likely already knows

It’s a harsh reality that many SA men, in all fields of work, suffer from outdated attitudes about the women at their workplace. They expect women to be subservient, girly, friendly. The truth is, many men still feel threatened by strong, competent women. And that is a social construct that goes back generations.

“We need to be able to connect masculinity and femininity, so instead of seeing these as opposite constructs, shouldn’t we really see the ideal [manager]has elements of both? Right now we clearly have a hierarchy between masculinity and femininity, wherein masculinity is more highly valued. So we should focus on how we can bring these two things closer to one another in terms of value.” Dr. Leah Sheppard, Washington State University.

In the latest Werkit research conducted by Career Junction in May 2018, among 1500 working women, 65% of respondents said their were more men than women at their place of work. 89% expressed a desire to reach an executive position while 63% said promotions were not performance-related  and 59% believe men have more opportunities for advancement.

So with the massive demand for skills in STEM careers, why are so few women missing out on these prime employment opportunities?

We can blame the bias of previous generations for that. After all, boys became doctors, girls became nurses. Boys become engineers and scientists, girls married them. As sad as it seems today, this cultural nonsense has framed our current reality in many ways – and therein lies the opportunity!

Eight out of the top 10 scarce skills occupations in SA right now are STEM-related (Source: Department of Higher Education and Training) And, you are more likely to grow in a STEM career because the sector is expanding so fast and is not about to slow down anytime soon.

By 2020, almost 80% of all jobs will require STEM skills according to a recent STEM report.

But best of all girls, a recent study from Columbia University shows that: Women are better learners, better communicators and better at handling interview stress! So the jobs yours if you want it!

Research tells us that women are star performers in any company, in any role!

Women are excellent learners

Girls have traditionally performed better in the school environment than boys.  A Columbia University study reveals that girls possess traits that go beyond what we call “intelligence. Girls become better learners because of their attitude towards the act of learning.                                                                                                                                               And what does this mean? Girls and women show higher levels of learning eagerness, task persistence, learning independence, work organization, flexibility and engagement with the topics learned. Put simply, women understand the task at hand faster, and with more clarity.

Women communicate well

Studies show that emotional intelligence, empathy and proved communication skills are key to a successful business. And yes, women are way ahead on each of these traits. Which not only makes them better employees, but better managers!

Being better listeners than men, women can, and do, change the game when it comes to managing customers, co-workers, and bosses. Today, many companies recognize the strength of women in departments such as customer service, sales, negotiations, PR, inter-department relationships and business pitches.

As a bonus, these same emotional skills also give women the edge during the hiring process. A study published by the University of Western Ontario found that women are better at handling interview stress. And that is a good predictor for more efficient workplace stress management.

 Women are deeply engaged as employees and leaders

Studies have recently revealed that the same communication and emotional intelligence skills make women promoters of workplace engagement. Women encourage the professional and personal development of their co-workers and even their bosses. Subsequently, women’s higher engagement levels often lead to higher performing teams.

Polls have shown that female employees working for a female manager are the most engaged workers of all workforce groups. Women are more patient, better motivators, show stronger business ethics and are better community builders.

There is much to celebrate as women assert themselves with passion, determination, strength, and vision in the workplace. Challenges will always be there – but women are facing them back.