Devan Moonsamy

I’m proud to be the owner and CEO of the I Can Help Africa Foundation (ICHAF). We’ve been in the training business for over a decade, and I can look back on many challenges surmounted and successes achieved over the years. I always try to stay in touch with what our students and clients are saying and relate it to what I am doing.

I pause to consider: Are ICHAF programmes making a difference and how big is that difference? Is it workplace-related or does it also lead to personal growth and the forging of good relationships in the context of diversity? Diversity is of critical concern to South African organisations. I wonder if even our entry-level qualifications make a difference in terms of diversity. Do ICHAF students feel their learning experiences are not only relevant to their jobs, but also offer some guidance on getting along with people who are different?

Recently having co-authored a book about diversity and conducting diversity seminars as well as serving as a mediator in diversity-related conflict situations, diversity is constantly on my mind. I also recently had the opportunity to speak about immigration issues in the workplace – another important diversity variable in South Africa – on the etv Morning Show.

So what have ICHAF students to say about the effect of our learning programmes on them? I was particularly interested in our entry-level programme, the NQF1 Business Practices course, which is a great way to get staff training started for just about any staff member. It is a year-long course, and there is a lot of focus therein on business skills like finance, computer use, customer care, etc. It is all very well having these skills, but if people can’t get along, we will never truly realise our goals, feel true fulfilment in our work, and make a difference in other people’s lives.

I had to know what our students are saying and two of the responses received were:

I know the do’s and do not’s when it comes to customers. The accounting and information about personal finances is helpful. I also find that I’m communicating better and more often with people at work and customers. I have more confidence in that. I’m playing around with ideas for new businesses since learning about business planning. Actually, it’s not exactly a business idea. I’ve long wanted to start a non-profit organisation to help people in my community. It seems like an ever-more possible thing I can do… I want to get older people together with unemployed people, especially youths, to share their skills and help them learn and thus get jobs – Leonard, Cape Town.

Working with different people allowed me to approach different situations in a different manner. It allowed me to help others, but at the same time, I learnt from others. I enjoyed being in a diverse learning environment because it showed me how to receive and give knowledge to help others and myself – Kasevan, Johannesburg.

It’s fascinating how our own learning often prompts us to teach others. It deepens our desire to share what we know, and it helps us see that the learner can become the teacher. Through this entry-level programme, we are seeing budding social entrepreneurs interested in NPO and charity work. Our learners are looking for ways to apply their skills for the benefit of their community. There is always the concern over high unemployment, and programmes such as those run by ICHAF can address that and have a compounding effect whereby learners become leaders who create jobs.

It was beneficial indeed. I got to understand how a business operates including all the dynamics thereof. Working with people in general is never easy. People are different in many ways, character, beliefs, opinion, etc. As for conflict, one has to listen and find a possible solution to resolve the situation at hand. It is important to show tolerance, respect, kindness and treat people with humanity. I have the pleasure to be in the presence of different cultures and my character defines who I am! – Adlie, Western Cape.

I know now it’s important to treat people with HIV/AIDS and different sexualities in a fair way, to treat them with equality. I know I need to be professional at work no matter a person’s background or characteristics. I also realise the importance of knowing one’s HIV status, and that ARVs have come a long way, and now HIV is not a death sentence. I also understand what it is about people who are gay. Although I don’t agree with it personally, I would not let anyone hurt someone simply for that. It is against our Constitution and many policies – Cynthia, Cape Town.

These two learners hit on some very important diversity topics: cultural differences and conflict resolution, HIV/AIDS, sexuality and the law. It is really encouraging to see how ICHAF’s entry-level programme has got learners thinking about these big issues and even reconsidering their own beliefs, finding better ways to get along, and displaying an awareness of policies and legislation that affect their lives.

Many South Africans have a poor understanding of the policies and laws we have for a variety of issues, but our training is helping to change that. It will be important for us to see in future what other policies and legislation we can teach our students about to make their lives and their performance at work better.

Making life easier in the workplace and in society for the LGBTQI community, and for those affected by HIV/AIDS are also a reality through this type of training. The desire to get along and cooperate is there – we just need to start the conversation and teach the skills. Trainers must speak about what people don’t usually discuss about in the workplace. It often takes an outsider, like a trainer or motivational speaker, to break open these tough subjects and get us to confront them. Being able to talk about something makes it more manageable, and we can even be more objective about it.

This small amount of evidence I collected from only four learners from one of our programmes tells me a lot about the learning spaces ICHAF is creating. Our learning spaces give students many opportunities to tackle big diversity issues. Skills building is always a core part of the programmes, but I’m so pleased that our learners are taking away so much more: hope for a better, increasingly diverse South Africa.

Devan Moonsamy is author of Racism, Classism, Sexism, And The Other ISMs That Divide Us with Bronwyn J King, available from the ICHAF Training Institute.

The book tackles contemporary issues in the South African workplace, including a variety of diversity-related challenges and how these can be overcome. It is an excellent guide for managers to harnessing diversity for success.

Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan, please use the contact details below.

Tel: 011 262 2461 | Email: devan@ichaftraining.co.za | Website: ichaftraining.co.za

By DevanMoonsamy –

Conscientise is a somewhat new (1960s) and tricky-to-pronounce term, but the concept is a wonderful ally in the diversity process. Some pronounce the word as con-chi-en-chise; others say con-chen-tize. The latter seems to be the most common in South Africa and is the simplest. Never mind how you say it,though, so long as you get busy with it. A basic definition is that it is to make yourself and others aware of important social and political issues.

Conscientising is ensuring everyone knows their rights and responsibilities, but it also includes those nuances and subtle understandings that are more difficult to put into a list of dos and don’ts. To illustrate what it means to be conscientised in the workplace, think of someone coming in late to work. How a manager approaches the problem should differ based on their (conscientised) understanding of the employee and their circumstances. For those who have no choice but to use public transport to get to work, particularly unreliable forms of transport, and especially on a day when there has been a strike, the response should be one of understanding and sympathy for the stress they are likely feeling. What about employees with very young children? How do they warrant special consideration at times?

A conscientisied person is aware of these types of factors and their gravity, and will generally be better equipped to handle diversity and a variety of problems. In the workplace, conscientising is part of education, training and development. It is specifically identified as a precursor to the action of challenging inequalities in treatment and opportunities. People must know the power they have to do good and correct wrongs before they can achieve the ideals of equality and a non-racist society.

Combating racism is thus about conscientising ourselves and others. Notions of race-based inferiority are combated by means of attitude adjustments, something we as individuals are responsible for. It can certainly go a long way if we strive to educate those around us in a respectful manner or sometimes speaking in more firm terms if we are faced with deep-rooted racism which is causing harm to others.

By cleansing and greatly improving our attitudes about race we will have a healthier mindset, more authentic relationships, and thus greater chances of success in our relationships in and outside the workplace.

South Africa has a very painful past, and our wounds are not going to heal quickly. Many bridges between our diverse people need to be built and maintained. We can heal as individuals and as diverse groups of people working towards common goals. Conscientising is one very powerful way to do so.

The above is adapted from Racism, Classism, Sexism, And The Other ISMs That Divide Us by Devan Moonsamy, available from the ICHAF Training Institute and all leading books stores.

The book tackles contemporary issues in the South African workplace. It is an excellent guide for managers to harnessing diversity for success and overcoming diversity-related challenges.

Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan, please use the contact details below.

By Devan Moonsamy –

LGBTQI people face exclusion and discrimination in the workplace. People who are less advantaged socioeconomically are most at risk of poor treatment and marginalisation, and a different sexual and/or gender orientation to the majority exacerbates this.

At the level of individual companies in South Africa, there is insufficient, if any, formal and specialised workplace support for LGBTQI people. Informally, some co-workers and employers do provide support and show acceptance in the workplace and don’t show favouritism according to sexual orientation and gender. However, overall, there is little effective support, and it is too easy for a recruiter or employer to simply ignore certain candidates who apply for work or promotion on the basis of demographic factors.

There are at least two organisations making headway, however. The Shambhala Organisation promotes and supports LGBT business leaders specifically. Shambhala invests in LGBT owned and managed high-potential businesses. These investments are combined with mentorship and support towards meeting business objectives.

We need dedicated business chambers for and active in the LGBTQI community. We need several focusing on each group because the issues faced by the various members in the community are not the same. Transgender people face a different fight in the workplace compared to people who are homo- or bisexual, for example.

Nevertheless, it is great news that Africa’s first business network for LGBTI+ people was launched in 2016. The network has offices in Johannesburg and is called PLUS the LGBTI+ Business Network.  It is an ‘African trust that advances equality and freedom in southern Africa, with a particular focus on sexual orientation and gender identity.’ PLUS champions, promotes, supports and empowers South African LGBTI+ business owners and entrepreneurs with opportunities for learning, networking and conducting business for prosperity. PLUS aims to redress structural and economic injustices of the past. ‘PLUS intends to address scarce employment opportunities, and discrimination in the workplace of LGBTI people in South Africa, which are harmful to their wellbeing.’

We are a long way from providing sufficient support and effective legal and other forms of protection for the whole queer community in South Africa in and outside the workplace. People most at risk in the LGBTQI community are among groups struggling financially. A focus on business owners and entrepreneurs is too narrow. The possibility of pitching a winning business idea to an investor may feel out of reach for many. It is thus critical that LGBTQI people be supported at all levels. Entrepreneurship is great, but many people have a pressing need for a stable job and an opportunity to learn and grow in that space.

One organisation which is championing the rights of LGBTQI people in all contexts is the South African Human Rights Commission. In any case of discrimination, which thus equates to an infringement on human rights, the Commission can be contacted for assistance and advice on how to take the matter further. The Commission takes its directive from our Constitution and Bill of Rights and has displayed commitment to achieving justice for LGBTQI people as far as taking matters to court. For example, this year, the Commission ensured that a South Africa pastor was brought to book for hate speech against gay people, and it made a strong argument that one cannot rely on religious views as a defence for such discrimination.

The recent book Racism, Classism, Sexism, And The Other ISMs That Divide Us delves into the issues described above and offers practical solutions to problems surrounding sexuality diversity, as well as other diversity issues which can hamper organisational progress and cause deep hurt to individuals if not handled with care. 

The book looks at overcoming instant separation magnets (ISMs) in the South African context, and how to manage diversity so that everybody wins. The aspects of diversity are considered in detail with real examples and practical information on dealing with and preventing diversity-related problems.

Racism, Classism, Sexism, And The Other ISMs That Divide Us helps readers bring about transformation in their everyday dealings and in their organisations. It is useful for managers, HR departments, corporate trainers, strategists, students, and anyone facing situations of diversity which require strategic and prudent interventions. It helps in inspiring positive change, changing mindsets, and transforming the status quo for the better of all.

Racism, Classism, Sexism, And The Other ISMs That Divide Us (ISBN: 978-0-620-80807-1) by Devan Moonsamy is available from the ICHAF Training Institute or from Amazon.

By Devan Moonsamy – CEO The ICHAF Training Institute

There has been a lot of buzz about the ‘future of work’ recently. There is major concern over who will become redundant and how this will happen – and rightly so. Wits recently conducted a review of research on the topic and found that most authors studying the issues are in fact negative or at least quite concerned about the impact of technology on employment prospects and society in general.
People do benefit from various technologies. We have all experienced how they make our lives better in certain ways, for example, in healthcare. However, redundancy remains a major fear associated with the increased use of technology in the workplace.

In Australia and the UK, for example, checkout staff at grocers and other major retailers have almost disappeared. Instead, checkouts at stores like Target (which is much like our Edgars) and Woolworths in Australia (similar to our shop of the same name, but a different company) are self-service. Petrol pumps are also self-service. If South Africa follows suit, this spells doom for many, many workers in these industries, and the majority of them are black and those most in need of employment opportunities.
The Edcon group (which includes Edgars, CNA and Jet, among others) has about 39 000 employees, while the Shoprite group (Checkers, House and Home and others) has 147 000 employees, some of whom are in other African countries. We naturally feel afraid of the prospect of any of these people losing their jobs. We need many, many more jobs in South Africa. Fewer jobs is not a viable solution to our economic challenges, and so certain technologies can do more harm than good.

If major retailers and petrol companies decide to go the automated checkout route in South Africa, we will likely have massive protests and even boycotts. We could expect that workers themselves – as well as customers – will not take well to such a development. It is thus not surprising that retailers seem not to have made any moves towards checkout automation in South Africa.

However, we cannot help but feel that it is only a matter of time before automation takes over all kinds of jobs. Eventually, people will be laid off or, hopefully, moved into other jobs. But what jobs? And will there be enough of them? These issues need sustainable solutions.

It is easy for us to feel hopeless and apathetic in the face of such realities, but we must strive to stay focused on devising and implementing solutions which work in the South African and African context. Perhaps we might choose to resist automation in Africa in certain ways for the foreseeable future. This is not because we intend to stay behind the rest of the world. Rather we are striving to remain at the forefront in terms of social welfare and human rights. Africans have a unique situation and technology must, therefore, play a somewhat different role in our lives. We use it, but we must not let it replace us.

A key way to achieve this is for us to learn how to use new technology in our jobs. Some researchers hold that many workers need not actually be replaced by technology. Instead, they will be using it more, and so workers need to adapt. Africans must, of course, develop skills which allow them to take up new technologies in their jobs in a way that advantages them. This may start with computer literacy but goes far beyond that into using sophisticated modelling systems, coding, and physical human-machine combinations.

This may still make us feel a bit uneasy. What if this still means fewer jobs with those available reserved for the educated and skilled upper and middle classes? This is why training at all levels is critical so that workers have greater workplace readiness. To increase the number of jobs, we might want to consider a shorter working week, as has been done in the Netherlands. We could have more employees per job or company, but they each work fewer hours. With machines helping them to be more productive, this may be a viable option. Nevertheless, workers must still each be earning a living wage, even if they are working fewer hours.

The situation is highly complicated. We may contend that the creation of new and more jobs is one of the greatest challenges humanity has ever faced. Resisting automation in the short to medium term can be wise, but a poor decision in the long term. Continued skills training of workers remains the best way to prepare them for job and industry changes in future. It is the most effective way to safeguard against unemployment and redundancy. Training and development must thus be prioritised if companies and workers are to thrive in an increasingly automated and technology-reliant context.

Devan Moonsamy is author of Racism, Classism, Sexism, And The Other ISMs That Divide Us with Bronwyn J King, available from the ICHAF Training Institute.
The book tackles contemporary issues in the South African workplace, including a variety of diversity-related challenges and how these can be overcome. It is an excellent guide for managers to harnessing diversity for success.
Devan specialises in conflict and diversity management, and regularly conducts seminars on these issues for corporates. To book a seminar with Devan, please use the contact details below.
Tel: 011 262 2461 | Email: devan@ichaftraining.co.za | Website: ichaftraining.co.za

On average, South Africa has a 7.5% of people living with disability. And the unemployment rate is 25.4%. This means that South Africa could use more people with disability in the workforce, because like most countries, every skilled worker is needed to contribute towards the prosperity of the country. People with disabilities are capable of making a possible contribution in the workplace, because they should enjoy equal rights and responsibilities just like other people do. However, finding a job as a person living with a disability can be quite hard if it is left to one individual. Employers are within their right to give reasonable opportunity, and although people with disabilities can find jobs, they need a helping hand ever so often, like every other person does.

Research has proved that a person with a disability develops into a well-adjusted, productive employee in an atmosphere of acceptance, cooperation, and goodwill. In fact, they are more productive, they show great loyalty to their company, and they are less absent from work. This makes them great contenders for any job they are qualified for. Often, the question; “Can people with disabilities get an opportunity to participate fully in the labour market without being unfairly discriminated against?”

The employment barriers can easily be eradicated and equality can be understood. However, this starts with awareness on both sides, so that the existing societal structures can refrain from invidious discrimination. People with disabilities have a right to fully participate in the society, particularly in the labour market. The Employment Equality Act provides that no person may unfairly discriminate, directly or indirectly, against an employee, in any employment policy or practice, on one or more grounds, including disability. There have been countless barriers, such as widespread ignorance and stereotypes that have caused unfair discrimination against people with disabilities in the workspace and in the society at large. However, people with disabilities are really good at various jobs some of us would shy away from

Did you know?

The field of computer technology has most people cowering or looking at those who are successful in this field with admiration. However, people who are visually, hearing and physically impaired excel in computer technology. Computer developments have had us see excelling bind or partially sighted lawyers, lecturers, music teachers, physiotherapists and marketing consultants. Not to mention that they are quite capable of doing manual jobs in the construction industry and be successful.

People who are hard of hearing or deaf do quite well in noisy jobs that would have negative effects on average people. Forestry, graphic art, medical technology, and banking are also successfully taken over by people who have hearing impairments.

It doesn’t matter what kind of disability somebody has, all that matters is equality in opportunities because most of the people with disabilities are very successful in their fields of expertise. Take Stephen Hawking for example. He was, and remains to be one of the greatest scientists worldwide, even though he spoke with the aid of a computer and was quadriplegic. In his own words, his success was because of, not in spite of his disability.

Inclusion in the workspace

All that is required of employers is reasonable accommodation. Inclusion is important.

The workspace should be more accessible according to the person’s need. Every office should have accessible toilets for people with disabilities, ramps for people on wheelchairs, special numbering on lifts for blind people etc. minor adjustments go a long way to ensure that people with disabilities are independent in the workspace.

People with disabilities are also required to have access to information and technology, e.g. Voice input/output software or magnifying software for visually impaired people and hearing aids for hearing impaired people.

ICHAF Training Institute is a SETA Accredited Training provider that strives to empower and up-skill members of the disabled community by matching them with prospective employers who seek candidates who are willing to learn. You can contact them now for top-notch services on their website.