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Daily Maverick
5 days ago
- Entertainment
- Daily Maverick
NAF 2025: A Celebration of Identity, Resilience, and the Power of Art
As the curtain falls on the 2025 National Arts Festival (NAF), South Africa's creative heartbeat echoes across the country louder than ever before. From 26 June to 6 July 2025 in Makhanda, the country's most iconic arts festival was a reminder that, even in challenging times, the arts remain important, not only as a form of expression but as a lens through which we define, examine, and reimagine ourselves. Now in its 51st year, the festival has become more than just an annual fixture on the cultural calendar. It is a living, breathing monument to creativity, courage, and community. Standard Bank has been a proud sponsor of the festival for more than 40 years. This year's edition, featuring cutting-edge theatre, experimental visual art, bold dance, soul-stirring poetry, and genre-defying music, was a masterclass in resilience, proof that the creative economy is not only alive but evolving. Sustaining such a powerful creative ecosystem, particularly in a country like South Africa, requires more than talent and vision; it demands a deeply rooted, strategic investment that is consistent and long-term. Standard Bank Group Head of Sponsorship, Bonga Sebesho reflects on the longevity and legacy of the partnership with the NAF. 'We've been a part of this festival for over 40 years,' Sebesho shared during a special broadcast at the festival. 'It's one of the longest sponsorships in South Africa, and it speaks volumes about the trust, partnership, and belief we have in the arts.' Standard Bank's sponsorship isn't just corporate social responsibility; it's a strategic pillar aimed at sustainability, growth, and economic impact. 'The creative economy is a crucial sector. It creates jobs, it uplifts youth, and it shapes how we think and engage with each other. Supporting the arts is not an optional nice-to-have; it's an economic imperative,' he said This year's festival brought together over 2,500 artists across disciplines, from dance and theatre to visual arts and literature, along with production crews, vendors, and service providers, all contributing to the local and national economy. The ripple effect of this activity, especially in a small town like Makhanda, cannot be overstated. 'When we support the National Arts Festival, we're also supporting the small businesses, the guesthouses, the caterers, the artisans, and the community groups who keep this town running,' Sebesho added. Topping the list of Standard Bank's celebrated cultural investments is the Standard Bank Young Artist Awards (SBYA). This prestigious platform has launched the careers of some of South Africa's most celebrated artists, giving them space not only to present new work but also to refine their voices and connect with national and international audiences. 'We're proud to provide a platform where artists can test new work, take risks, and grow,' Sebesho said. 'And not just for national visibility, but for global recognition. We identify artists who are going to make it on the world stage.' Many SBYA recipients, including Gregory Maqoma, Koleka Putuma, and the late Dada Masilo, have made their mark on international stages. The awards, which have now become a career-defining milestone for young creatives, are a symbol of the deep investment Standard Bank has made in artistic excellence. Reflecting on how the bank measures return on such a long-term cultural investment, Sebesho said: 'Yes, there's brand sentiment and love, but beyond that, we look at real impact: how we support communities like Makhanda, how we grow with them, and how we uplift the arts sector meaningfully.' It's not just about visibility during the festival, but about year-round involvement. From sponsoring recycling initiatives and youth workshops to co-supporting community-led road repairs and skills development programmes, the partnership between Standard Bank and the NAF is deeply embedded in the fabric of the town. 'Our involvement with Makhanda doesn't begin and end with the festival dates,' Sebesho emphasised. 'We are part of this community. Our contribution is year-long.' Looking ahead, Standard Bank sees the arts not just as a space for entertainment, but as a vehicle for change. 'We want to continue creating platforms that matter. That means adapting, evolving, and staying relevant to new generations of talent,' Sebesho said. That includes more emphasis on inclusivity, sustainability, and youth engagement, with plans to expand existing initiatives and explore new ones in partnership with festival leadership and local arts organisations. This year, audiences were also introduced to newer festival offerings like the Igwijo youth competition, which invited under-21s to perform alongside legendary music group The Soil, bridging generations and spotlighting fresh voices. It's the kind of grassroots engagement that corporate partnerships can help amplify. The arts spark dialogue, inspire empathy, and shape national identity. They provide jobs, inspire innovation, and empower young people to tell their stories. Without sustained support, many of these voices may go unheard. Standard Bank's pop up restaurant in partnership with local eatery, Nic's Nest. And it's through partnerships like the one with Standard Bank, built on vision, longevity, and belief, that the festival can continue to grow, expand access, and deepen its impact. From bustling pop-up restaurants like 1862 at Nic's Nest, to sold-out runs at Fringe venues and jaw-dropping exhibitions at the Monument, the atmosphere in Makhanda was electric. But it was more than just excitement; it was purpose. So, as we close the chapter on this year's festival, one truth remains clear: investing in the arts is investing in the soul of the nation. And in 2025, that soul was ablaze.
Daily Maverick
14-05-2025
- Business
- Daily Maverick
Same desk, shrinking pay cheque – SA's declining job turnover isn't a sign of stability
When employees stay put, it's often seen as an indication of loyalty or satisfaction. In South Africa's labour market, where the turnover rate has shrunk to 13.5%, the decision-making behind the data may be more desperate than devoted. According to Remchannel's April 2025 Salary and Wage Movement Survey, the overall turnover rate is at its lowest since 2021. At face value, this might sound like good news for employers struggling to retain scarce skills in a constrained economy. 'We have noted a decline in the overall labour turnover,' Lindiwe Sebesho, MD of Remchannel, said. 'There could be various reasons for that. We are seeing that the market is not producing a lot of new job opportunities.' Catch up Old Mutual Corporate Remchannels' salary and wage survey This survey tracks pay and turnover trends across South Africa's formal job sector. Remchannel, a remuneration research consultancy under Old Mutual Corporate, surveys companies twice a year to help them plan salary increases and retention strategies. The latest survey, released on 13 May, captured insights from 51 companies representing 322,000 employees. Resignation leads the exit wave Despite the fall in overall churn, the survey indicates that resignation remains the biggest cause of termination costs, nudging up from 37% to 39% over the past year. That 39% refers to the proportion of terminations where the employee voluntarily quit. Sebesho said that the reason for those resignations was probably due to the high level of financial pressures in the market that employees faced. Resignation remains the leading cause of staff turnover in 2025, accounting for 39% of exits, according to Remchannel data. (Graph: Remchannel). A South African Depression and Anxiety Group survey last November showed that 61% of employees wished they could afford to quit their job. The pool of opportunities has shrunk, particularly for mid-level to entry-level workers. Sebesho said organisations needed to stop assuming salary hikes alone would stem the talent leak. 'Our recommendation for employers is really to move on with the times from a flexibility and choice perspective,' she said. 'We recommend providing a comprehensive, fair, competitive pay package to employees… within that, they [should be] enabled to tailor their [payment structure], especially the benefits aspect, to talk to their needs.' Pay increases do not beat the cost of living In theory, salary increases are staying ahead of inflation, averaging 5.8%. The gap between the two is narrowing faster. Last year, the salary increases granted in Remchannel's survey averaged 6.09%. Now, companies are reining in their payroll spend as they face their own cost crunches. 'There is a narrowing of that gap between inflation and the actual [salary] increases granted. That talks to refinement strategies by a lot of organisations who too are under a bit of cost pressure,' Sebesho said. 'The real cost of living has been much higher than the actual CPI that we see.' To address the growing financial pressures, it's essential for businesses to adopt innovative and integrated employee benefits that help ease the financial strain, explains Blessing Utete, managing executive of Old Mutual Corporate Consultants. 'Companies that take a holistic approach – addressing not just pay, but the overall financial wellbeing of their employees – will not only help employees feel valued, but also strengthen their ability to retain talent in a competitive job market by enhancing the perceived value of their company's employee proposition.' 'This could mean offering flexible working arrangements, which save employees money on commuting, or implementing solutions such as earned wage access, wellness programmes and other financial counselling to help employees better manage their finances,' he says. The pay pinch persists. Average salary increases for 2025 continue to lag behind South Africa's consumer price index, leaving employees with less spending power, Remchannel data shows. (Graph: Remchannel) Sebesho stressed that while salary increases had outpaced inflation, productivity-linked differentiation remained lacking, with only 19.6% of employers conducting regular performance reviews. Catch up How does this affect you? Job security is up, but opportunities are down. The job market is tight, with fewer new roles opening up. Unemployment remains high. Even if you have a job, moving up or sideways is harder than ever. The cost of living still bites. Despite inflation easing, essentials are outpacing salary increases, leaving many workers worse off in real terms. Flexibility is under threat. If your employer is pulling back remote working options, you may have less say than a year ago. The canary in the workplace coalmine Perhaps the most telling sign of discontent is a lack of flexibility. Post-pandemic lessons are fading fast as many organisations roll back remote work privileges. 'It's understandable that a lot of organisations believe that to create collaboration, people need to interact in person,' Sebesho said. 'But the flexibility should ideally not be taken away completely, especially for people who are performing.' Salary increases are stretched even thinner for employees who need to bear the brunt of increased commuting and other work-related expenses. Sebesho also urged employers to consider not just financial remuneration, but also how benefits were structured and communicated, especially for younger workers who often neglected long-term planning. Skills mismatch, stalled mobility South Africa's job market remains unforgiving. Unemployment is stubbornly hovering above 32% and youth unemployment even higher at 46.1%, according to the Quarterly Labour Force Survey Q1 2025. 'It's very important that there is a way of addressing the [skills mismatch],' Sebesho said. 'It's a very important aspect of making sure that you are training your people, ensuring you address those skills mismatches, also contributing towards the long-term sustainability of our economy.' DM
The Citizen
13-05-2025
- Business
- The Citizen
Salary survey shows gap between increases and inflation narrowing
As the cost of living increases, salary increases stop mattering so much for employees, and they need other perks to keep them loyal. A salary survey shows a concerning trend of the gap between salary increases and inflation narrowing, making it even more difficult for consumers to make ends meet in difficult economic times. Remchannel's April 2025 Salary and Wage Survey indicates that employees in South Africa continue to face cost-of-living pressures, although inflation has decreased to around 3%, and companies have granted salary increases above the rate of inflation. Lindiwe Sebesho, managing director of Remchannel, points out that although salary increases continue to exceed inflation at an average of 5.82%, the gap between the two is narrowing, as salary increases averaged 6.09% in the previous year. 'This trend suggests a more cautious approach by employers, who must also prioritise cost control amidst a constrained economic environment.' ALSO READ: What most women look for in a job – report Resignations down, but disengagement becomes a challenge Investigating resignation trends and the hidden risk of disengagement, the survey revealed a reduced overall turnover rate of 13.5%, a decrease from the previous rate of 15.5%. Sebesho says while this reduction suggests much-needed stability, it also reflects a market with fewer new job opportunities due to companies' widespread downsizing. 'This data confirms the financial pressures on employees, as 39% of those who resigned were seeking better pay and career growth, while 31% left due to dissatisfaction with their current roles.' She cautions that the true concern may extend beyond employees resigning, including the challenge of retaining disengaged staff members. 'Even with above-inflation salary increases, many employees still feel financially constrained and undervalued. 'Therefore, the lower turnover may be due to a constrained job market that leaves individuals with limited options. When employees feel stuck and unsupported, it may lead to burnout, presenteeism and a decline in productivity.' ALSO READ: 61% of South Africans ready to quit over work stress and lack of support Is it time for companies to rethink their employee value proposition instead of only salary? The report's findings suggest that employers should re-evaluate their strategies for attracting, engaging and retaining talent, Sebesho says. 'This should go beyond ensuring fair and competitive salaries and involve addressing the total reward elements employees seek when feeling financially strained: comprehensive benefits, skills development, career growth, formal recognition and flexible work arrangements. 'It is therefore clear that pay adjustments alone are no longer adequate. To remain competitive, employers must shift focus towards strengthening the broader employee value proposition by integrating financial and non-financial support into everyday practice and experience.' She emphasises that skills development is a critical component of the employee value proposition. 'In a market experiencing high unemployment, skills development is increasingly becoming a crucial component of a company's employee value proposition. 'Investment in skills, specifically through technical education, not only addresses the skills gap but also enhances the employee value proposition. This investment can be demonstrated as part of Total Reward Statements to help employees understand the financial commitment involved in skills initiatives and to highlight an organisation's dedication to long-term employee growth.' ALSO READ: Employers offering better benefits to help struggling employees The power of flexibility vs salary Sebesho says flexibility also remains essential. 'Flexibility is another critical component of a holistic employee value proposition. However, the survey shows that many companies are reviewing their flexible working arrangements in favour of in-office work, a trend that may increase commuting costs and adversely affect employee satisfaction. 'Employees appreciate flexibility when they can work remotely or independently. It can improve well-being, satisfaction, engagement and productivity. Reducing flexibility without valid reason or consideration may result in disengagement and higher turnover.' She says while salary increases are important, they are no longer the only talent attraction lever. 'Employers must rethink their strategies and embrace a broader employee value proposition that integrates flexibility, skills development, career growth and well-being. 'These are not optional extras, but vital investments in creating a more engaged and resilient workforce that contributes effectively to sustainable business success.'
