When CIETS evolved into Izwe Training and Development it was not just about a new name, or a new logo, or even about the new training territory that Izwe was launching into. More than all of that, the evolution into Izwe was a reaffirmation of Izwe’s commitment to bring more integrity, more innovation and more relevance to training and developing in the construction and related industries. Mahatma Gandhi once said, ‘The human voice can never reach the distance that is covered by the still small voice of conscience’, and in a landscape of education crises and construction industry scandals, Izwe aims to be that voice of conscience. We spoke to Bernadette Oliphant, the rather passionate CEO of Izwe, about how she aims to make a difference to training and development in our country.

Why do you think that the training and development/education sector needs a conscience?

Training and development in the construction sector has been neglected for a long time.  Many companies train for the wrong reasons:  to gain points on the BEE Scorecard or to meet contractual requirements. Also, little consideration is given to national scarce and critical skills shortages when training is planned.

What are the current problems with training and development in the construction and related industries?

The Construction Education and Training Authority (CETA) has been under administration for the past two years.  During this time the quality assurance function has been negligible and payment of monies to companies for approved projects was delayed.   

It is also difficult to implement career pathing as the average time a worker spends on a construction site is insufficient for the completion of a recognised qualification.

And finally many construction workers are employed on a limited duration contract basis.   Companies are unable to transfer workers from the area in which they were first employed to another project because they are obliged to employ people from the local areas of the project.  It is therefore difficult to compile and implement long-term training strategies.

Why is Izwe best suited to be the voice of conscience?

Izwe has a proud history of training in the construction industry.  It used to be the training board of the industry before the promulgation of the Skills Development Act and the establishment of the SETAs.  Izwe is the training provider of choice for many construction companies and is therefore at the coalface of the industry.  We understand the requirements of the companies and the compliance and quality assurance criteria of the National Qualifications Framework.

Can Izwe live up to its promises?

Yes.  Izwe can live up to it promises.  We have a number of clients who can vouch for that.  Every effort is made to ensure that we understand our clients’ requirements and to deliver on that. Please expand on Izwe’s holistic approach to training and development as opposed to your competitors. We see every train intervention as a stepping-stone.  We encourage our learners to accept responsibility for their development by creating a vision of continuous learning, and hopefully, a thirst for knowledge.

Do you think that the fact that you are a woman made a difference to how you approach training and development?

I believe that women are natural nurturers, we support and encourage in the normal course of events. As a mother of three, the education of my children has been my priority.  This is carried over to the learners with whom I come into contact.

In a perfect South African world, what would training and development encapsulate?

In my perfect world, the following would happen:
All learners would have a functional level of literacy and numeracy

Learners would have a career path and work towards achieving a qualification

Training and development strategies would be in line with national scare and critical skills to ensure that the necessary skills are available for major projects

That the national infrastructure spend be properly managed to ensure that the awarding of tenders provide a consistent stream of work for construction companies, thereby providing opportunities for continuous training and development.

In your opinion, what can the right training and development achieve in South Africa over the next 5years/10years?

A competent workforce that is able to meet the skills requirements of the country, a national data-base of training statistics: training requirements and training completed, synergy between industry and institutions of learning and finally a trainable workforce with functional levels of literacy and numeracy.

Are there any innovations in training and development that Izwe can claim?

Because of the cyclical nature of the construction industry, we believe that companies should prepare workers to be self-sufficient during the down times.  To this extent, Izwe promotes the concept of linking entrepreneurial training to skills training. We believe that Izwe must evolve into a one stop training provider for all construction and construction related training.  A number of agreements have been concluded with other providers and institutions to provide our clients with a comprehensive training offering. It sounds like this determined and highly motivated woman is not afraid to speak out and fight the battle for better, more accountable, training and development in the construction and associated industries - so that we can all enjoy a better, brighter and more empowered South Africa.