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cultural awarEnEss in moDErn managEmEnt

he iLembe Chamber diversity may yield many Women have the potential In addition, it is important Furthermore, culture is a two way
of Commerce and advantages, such as developing to change the trajectory of a to acknowledge that each street and there is a need to first
TIndustry Business Club employee and organisational company, as they bring different company has its own be mindful of our own behaviour.
recently hosted a session on potential, improving customer dimensions to the table. Hulley idiosyncrasies, which may By using emotional intelligence
Cultural Awareness in Modern service and business growth, raised the question of women’s or may not be affecting and looking at ourselves carefully,
Management. enhancing creativity and also behaviour in the workplace in “getting the job done”. We we may possibly be more open to
promote problem solving. relationship to social norms. need to look at how we can change our own mindset where
The panel members were Women are often raised to feel challenge problematic aspects relevant before inflicting our
Renee Hulley and Leslie Nkosi Leslie Nkosi said, “Diversity less confident in themselves of the spaces in which we cultural norms on other people.
and the session was chaired is not something that is nice than men and have difficulty work. Instead of obsessing
by Cobus Oelofse, CEO of to have but it is a business in expressing who they are in over an individual culture Cobus Oelofse concluded the
the iLembe Chamber. Renee imperative.” He added that the workplace. In addition, in it is necessary to develop a discussion by commenting that
Hulley is CEO of Black Balance companies that employ people the current value system, any single corporate culture. Of creating balance in the workplace
Projects and the immediate from different backgrounds, attempt to assert themselves is note is the need to not inhibit may be likened to a following a
past president of the iLembe which includes race, culture, perceived as aggressive. What discussions around culture in varied diet, which is much more
Chamber. Leslie Nkosi has 32 and beliefs, but do not embrace is important is that both male the workplace. An awareness healthy than only focusing on
years of working experience, diversity, will incur costs. and females need to understand of the strengths in different one food group. 
26 of which are in human Productivity can be hampered that conversations and debates cultures will also help to build
resources management, with a if the necessary atmosphere of are valuable in the business a conversation around diversity www.ilembechamber.co.za
number of blue chip companies understanding and tolerance is environment and through them in the workplace. Please see article below
including Mercedes-Benz SA not developed. He said that in minds can grow together. Hulley
and Aberdare Cables, and is many cases we are still emerging commented that true gender
currently responsible for human from the silos of the past and equality can only be realised
resources at Whirlpool SA. are locked in our cultural when both a female and a male
stereotypes, which affects can make a decision about their
Cultural awareness and personal and business growth.
diversity are a reality in the Nkosi stressed that while it is lives without being judged.
modern workplace across important to integrate employees The floor was opened to
the globe, and more so in from different cultures, there the members present who
our rainbow nation - South is a necessity to be aware of the participated in the discussion
Africa. The question of whether differences that exist and to through questions and
a ‘diversity dividend’ exists embrace these. comments.
for businesses is so relevant
and topical that it prompted Renee Hulley raised the An opinion proposed was that
the World Economic Forum to issue of gender in the often although we often interact in
explore this question in Davos. male dominated workplace a global context, too often we
The debate suggests that a environment. She commented are obsessed with conforming
culturally diverse workforce that, “Acknowledging the to international cultural norms
presents challenges and some importance of women in rather than understanding the
disadvantages to a business. the workplace, who are an needs of the South African
However, if well managed untapped resource is critical.” workplace. Leslie Nkosi, Renee Hulley and Cobus Oelofse

gEnDEr DiVErsitY in thE worKPlacE

Renee Hulley, CEO influence the debates on social market? We females, think, act, content, process of my craft and We must discuss this response
Black Balance and other media. We can dictate strategise differently and it is this my environment. This under and understand where it comes
the spending power in our homes difference, this diversity that will my belt I want to engage on the from. The wage debate must also
n writing including the type of brands that grow revenue. hard issues of our developmental be discussed. I have thought
this our families subscribe to and the agenda and make money while about this difference but have
Iarticle ones we don’t. I am not saying there isn’t a I am doing it. I want to “lean in” not ventured a response. I need
it must be space for our male counterparts; and have my voice heard. For two smarter females and males
stated that my It would seem to me that given we have a lot to learn from them, reasons, I have a responsibility than me to assist on this one. I
views are not the fact that women are the but they have a lot to learn from to contribute to our society and have also opted to focus on my
representative majority population and have the us as well. A different strategy is what I feel and say as a female is learning and growing in my
of any group. social, economic and political necessary for the sustainability important. Yes, I said feel. I can field mainly because this I can
They are my influence to change the direction and longevity of any organisation, see my male counterparts cringe. do something about. The result
experiences of of our society that more women so a female perspective must be I don’t apologise any more for my has been acknowledgement
being a female should be in management and sought after. from my peers, even when I feel
and black in leadership roles in our corporate feelings, with which my gender overlooked.
corporate South Africa. I am that: South Africa. Yet we are not. I would also encourage women has blessed me. I approach most
situations with my heart first and
female and black and the world will to be ambitious enough to want then my head. Don’t be misled, So to quote Sheryl
see me as that irrespective of where I do not take lightly the gains to be in these management Sandberg’s award
I travel and I have been fortunate that have been made over the and leadership positions. My I am not a stranger to tough winning book “Lean
enough to travel abroad often. last few years. In this time of our ambition and journey was always decision making if it impacts on In” I encourage all
What the world will not know, democracy we are a generation of to be in corporate South Africa our bottom line or my objective. females to be the best
however, is that I am educated and females that have access to more either in senior positions or The reaction from my female person you can be
that I have extensive experience in social, political and economic as a business owner. I wanted counterparts when tough and strive to sit at the
the built environment. opportunities than any previous the challenge of sitting at a boardroom, if this is
generations. Yet, the percentage boardroom table debating how decisions have to be made or what you want. 
Statistically women make up of women in management and to grow an organisation and when I passionately expect a
more that 50% of the population leadership positions is decreasing to contribute positively to our result has surprised me. I have
in the country. This in effect (Destiny Article: April 2016). country. My life journey to date been called unpleasant names. Black Balance Projects
Tel: +27 (0)31 832 3450
means that as a collective we can So the question is why does has been to do the hard work of Yet my male counterparts who do E-mail: cnarain@blackbalance.co.za
influence the political trajectory corporate South Africa not being educated and learning my the same get off lighter and are Website:
of the country and we can employ more of us to tap into this craft, so that I understood the offered coffee. www.blackbalance.co.za

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