THE ICT CHARTER

Recommendations
• There is a need to provide more details on gender details on
black directors and gender in listed companies.
• A mechanism needs to be developed to allow for control to vest
in black people whilst their shares are still encumbered which
will enable the black shareholder to appoint executive
management of their choice.
• A clear distinction needs to be made when shares are pledged
as security as opposed to when they are ceded.
• Regarding the issue of job-hopping, it is argued that the way to
combat the underlying problem is to increase the pool of
available black managers or skilled resources so that they are
no longer limited and therefore do not attract a premium
(measures to discourage black executives/managers from job
hopping).
• Black management development programmes need to be made
more widely available, affordable and easily accessible. This will
ensure that a larger pool of black executive managers is
available to draw from.
• Specific targets for black women executive management need
to be set.
• The ICT BEE Council should be encouraged to scrutinise the
employment conditions of black executives in the sector
including such issues as job description, remuneration, and
level of responsibility.
Third Working Draft Page 27 of 57