The South African government has long recognised the importance of education in national development.
However, the apartheid system (1948–1994) imposed severe educational disparities for non-whites, leaving a lasting impact on our workforce.
Under apartheid, white children received free, high-quality education, while black children had to pay substantial fees even at the primary level.
The economic burden made education inaccessible to most black families.
The curriculum, too, was limited, and teacher training for non-white schools was inferior. Poor salaries deterred individuals from entering the teaching profession, further exacerbating the crisis.
This systemic discrimination extended to school infrastructure. Non-white schools lacked proper facilities, textbooks, and resources. UNESCO reported that African students, especially those interested in science and technology, faced significant disadvantages due to poor equipment.
This deliberate underinvestment has resulted in a critical shortage of skills in science, engineering, and all industries, harming South Africa’s long-term economic development.
By 1960, UNESCO noted that South Africa faced a severe shortage of top-level manpower, worsened by educational exclusion.
“Sadly, apartheid education has left an education and skills chasm in today’s workforce,” said Michael Gullan, CEO of G&G Advocacy. This eLearning consultancy assists organisations to develop their employees, at scale, using eLearning.
“Education should improve the individual’s career prospects and performance and ultimately contribute to economic growth. However, most young South Africans are struggling to catch up, and so is our economy.”
Challenges facing entry-level employees
According to SatsSA, South Africa has one of the highest unemployment rates globally, with 8 million people unemployed in the third quarter of 2024, with the youth (15 to 34 years) the most vulnerable.
“Even though there’s been a slight decrease in unemployment since the coalition government of 2024, there’s still much to be done,” said Gullan, who cited the following challenges facing job seekers in the marketplace.
- Many graduates lack the practical skills employers require, making it difficult to find work.
- Because of our struggling economy, there are limited internship opportunities, preventing students from gaining hands-on industry experience.
- Companies struggle to meet employment equity targets while ensuring they hire suitably qualified candidates.
- Many entry-level positions offer minimal salaries, making it difficult for young employees to afford living costs, let alone invest in furthering their education.
- Opportunities for advancement are often restricted, particularly in specific industries.
- Many South Africans work in the informal sector, which lacks stability, benefits, and career growth prospects.
Solutions to our employment challenges
With more than three decades of experience in communications and corporate education, Gullan says it’s increasingly apparent how the private sector can help address the adult education crisis.
“All employees should be given the opportunity to enhance their skills,” said Gullan. “And organisations, irrespective of size, can assist in developing their employees. Whether contributing to employees’ children’s education or offering workplace training and development to their employees.”
- Improved eLearning programmes
eLearning is an effective tool for developing employees of all levels––at scale. A robust eLearning programme will empower employees to upskill and reskill themselves so they’re ready to meet any challenges in their roles. “eLearning can also align employees with the business goals to ensure everyone is performing and driving it forward,” added Gullan.
- Increased internship opportunities
Businesses that aren't already doing so should aim to offer internships for students to gain practical experience and equip them to find a job in their desired field. “Many large enterprises worldwide offer internship opportunities using eLearning,” said Gullan, “to uplift young people entering the job market without putting a drain on their teams.”
- Targeted skills development initiatives
These initiatives address the unique barriers facing historically disadvantaged groups. Some examples include,
- RISE UP provides business training, funding access, and mentorship for women-led businesses.
- WOMEN IN STEM (Science, Technology, Engineering, and Mathematics) addresses a lack of representation and mentorship for women in tech.
- YES (Youth Employment Service) Initiative aims to address high youth unemployment, especially among Black South Africans.
- WOMEN IN TECH SOUTH AFRICA is on a mission to balance the underrepresentation of women in IT careers.
- SKILLS TRAINING FOR PEOPLE WITH DISABILITIES assists people with disabilities in entering the workforce.
- RENEWABLE ENERGY TRAINING addresses the lack of trained professionals in solar, wind, and green energy sectors.
- Improved eLearning programmes
Online training and development, whether used for onboarding new employees or upskilling and reskilling experienced employees, is an effective tool for closing skills and experience gaps at scale.
“While initially, eLearning requires a time and financial investment, the long-term impact and ongoing return on investment far outweigh the cost,” said Gullan. “eLearning is also scalable, flexible, removes geographical and financial barriers and closes skills gaps, making South Africans more employable.”
- Employer-Education Partnerships
Collaboration between education institutes and businesses will result in tailored programmes and courses to better equip students with the practical skills, knowledge, and experience needed in the job market. Organisations can co-design curricula, offer internships, and facilitate work-integrated learning (WIL) to ensure graduates are job-ready. Universities, in turn, benefit by staying relevant and competitive, producing graduates who meet industry standards. This approach fosters a demand-driven education, so graduates transition seamlessly from university to meaningful employment, ensuring long-term sustainability in the workforce.
Though apartheid officially ended in 1994, the educational and economic disparities it created persist.
Many entry-level employees still struggle with skills mismatches, unemployment, and career progression.
“Addressing these challenges requires an open mind and an open heart,” said Gullan, explaining how the Broad-Based Black Economic Empowerment (B-BBEE) laws fail to address the education and skills deficit left by apartheid. Gullan suggests that organisations that take a long view and invest in education and skills development will help close the education gap, grow a more skilled workforce, and ultimately contribute to economic growth.
BUSINESS REPORT