Junk Hype- What’s in a rating?

Mbewu Movement Founding Member Nswana Mwangu shares her views on S&P’s downgrade rating for South Africa. What are your views?

On 3 April 2017, S&P Global Ratings downgraded South Africa’s sovereign credit rating from BBB- to BB+ i.e. sub-investment/speculative grade or our new favourite catch phrase “junk”. Panic and pandemonium was the order of the day given that the decision was made shortly after President Jacob Zuma announced a cabinet reshuffle that resulted in the dismissal of former Finance Minister Pravin Gordhan.

Opinions and protest were shared by many from business leaders to fashion bloggers all weighing in on how catastrophic this is for the country. But why? In order for us to answer this it is  important to understand what a credit rating is. In my previous article (Bills, bills, bills) we explored the concept of credit worthiness and the possible effects of a credit downgrade. In summary, a credit rating is an indication of a debt issuer’s willingness and ability to meet their obligations. The rating scale represents different qualities of credit with the best quality rated AAA and the worst D for “default”.  Below is the S&P BB+ rating definition:

“An obligation rated ‘BB’ is less vulnerable to non-payment than other speculative issues. However, it faces major ongoing uncertainties or exposure to adverse business, financial, or economic conditions which could lead to the obligor’s inadequate capacity to meet its financial commitment on the obligation.” S&P

South Africa as per the above definition is certainly facing uncertainty with respect to economic conditions. Growth prospects are low albeit a momentary slight uptick in the commodity cycle. But why does it matter that foreign agencies has rated the country as speculative grade? Let me introduce my favourite new concept from

Yuval Noah Harari “Inter-subjectivity”, the theory that the collective belief in a concept by large groups of people is the only thing that gives credence to its perceived existence. In other words, it only exists in our collective imagination. Credit ratings are an inter-subjective concept. I raise this as there was a growing number of people on social media opining particularly on the fact that the rating should not matter and who are these agencies are anyway? Unfortunately the investor universe believes in the inter-subjective idea of a credit rating; it gives them comfort when deploying their funds, it provides issuers with opportunities to tap markets on a “fair” basis such that those with weaker credits should compensate investors for the higher risk they take. It is fundamental to the financial system and the theory markets are predicated on. Much can be said on the credibility of the agencies themselves, having played a significant role in the 2008 financial crisis however until we collectively decide that ratings should play no role in investment/lending/borrowing decisions.

So here we are, speculative grade, what are the implications?

  1. Government bond yields increase, making SA Incorporated (Inc) obligations more expensive. It must be noted however that due to low and in some cases negative bond yields in developed markets, this has actually increased foreign investment in local bonds because investors will now be paid more. The concern is to what extent can SA Inc continue servicing debt at these new levels? My opinion, all things being equal, a considerable amount of time until the risk breaches thresholds.
  2. Interest rates increase. The South African Reserve Bank (SARB) will likely start to increase rates towards the end of the year should inflation not behave thus depreciating the Rand (ZAR). This increases the cost of living for us ordinary citizens.
  3. Exports increase. Our current account deficit should theoretically reduce as exports become cheaper for our offshore trade partners. Imports naturally will become more expensive due to the deteriorating ZAR.
  4. Banks cost of funding increases. Our banks cost of funding will increase, ultimately passing these costs onto consumers
  5. Diminished economic growth. The effects of the above will most certainly weaken gross domestic product (GDP) as interest rates increase and consumers stop spending and investors retreat.
Junk-status-2
Source: Google Images

This is undoubtedly a dire situation. S&P downgraded our foreign currency rating while our local currency rating remains investment grade. This means that our ZAR denominated bonds are still investment grade and good credit quality. At the time of writing, Fitch confirmed a downgrade of both our local and foreign currency rating to sub-investment grade with a stable outlook. Should S&P downgrade our local currency too, South Africa will be removed from a number of emerging market indices. It may take the country on average 5-7 years to return to investment grade, this is the new normal.

So what can you do to survive these uncertain times?

  1. SAVE, I cannot emphasise this enough…that rainy day is closer than you think, control your spending.
  2. DO NOT TAKE ON UNECCESARY DEBT, buying a new property is probably not the smartest thing to do if you are relying on a mortgage. Interest rates will only go one direction and that’s up in the medium to long term.
  3. STAY POSITIVE, the only way we can get through this is to do the best we can do and remain resolute in the goodness, strength and perseverance of our society. We are survivors.

Article written by: Nswana Mwangu

Nswana is an investment banker working in debt capital markets. She is a founding member of Mbewu Movement and her passions include women empowerment, travelling, fashion and music.One2one (260 of 318)

A Say On Pay…

Our #MbewuContributor Ziyanda Khumalo shares an interesting anecdotal article around experiences on issues of pay in the work space. Share your views and experiences as well, we would love to hear from you:

mbewumovement@googlegroups.com

I read somewhere that once you have worked for five years, you should start expecting to turn down a job offer at some point. My “big break” came earlier this year when I got good offers from two very strong and well established institutions (“nice life problems”, they said). This was round about the same time, a friend of mine (let’s call her Oprah*) found herself in a similar situation, as did her best friend. One Sunday the three of us were out for lunch along with two other friends and the five of us were discussing our dilemmas and the conversation went on to that taboo topic amongst women; compensation. Seriously, men are much more open when it comes to this topic (well at least in the banking industry they are). What I have observed is my male counterparts call each other and declare their salary bonus figures openly with one another; and some may even sugar coat the real salary bonus figures to soothe their egos. I myself, still find it uncomfortable to openly discuss my salary bonus with anyone, at the same time I believe it does sort of help you gauge and understand where you rank and whether you are being fairly compensated.

And so… part of the conversation with the girls went something as follows:

Oprah*: I went back to the potential new employer and I told them that I was not happy with the  package they were offering me, especially since I would be  forfeiting my bonus in my current role. They reverted and asked me what number I wanted and I was caught so off guard, I told them I would get back to them on the Monday and dramatically hung up before they asked me more complicated questions. Now I have this blank canvas and I have no idea how much to ask for.

Friend number two: Ask for all of it!

im1

The following week, while I was minding my own business (read as; plotting to take over the world), I got a text from Oprah’s* best friend, the one I mentioned earlier? Argh, let’s just call her Gayle for consistency. Gayle wanted to find out how I handled my package negotiations with my soon-to-be-new employer as she was now at that stage of the offer process and had heard that you should not leave for less than a 30% increase. I gave her my two cents worth of advice and also recommended she request a dummy payslip because deductions are another reality we forget to consider when negotiating salaries! Deductions are so real guys! You may think you’re getting a decent increase but find that the new employer wants to make obligatory deductions of things you’ve never even heard of!

My female friends and I have these conversation amongst ourselves but when it comes to addressing them accordingly with the powers that be (our employers), we water them down. We are too shy to honestly and bravely put our feelings and opinions on the table and say “Listen, based on my skills and experience, I’m looking for something around the RXXX remuneration mark”. We do not want to come off as being greedy and we do not want to rub people up the wrong way so instead we undervalue ourselves and suffer in silence. Interestingly, I have had similar conversations with my male friends and they are so bold with their approach. They do not beat about the bush when it comes to issues of compensation. They just seem to know exactly what they want and they express it! And lest we forget, men do earn more. The gender pay gap is not a myth!

According to research, women are still paid less than men in SA companies with the gender pay gap estimated between 15% and 17%. This means that in South Africa, a woman would need to work an additional two months versus a man on the same level in order to earn the same salary that he would earn in a year. I mean?!

I once had this conversation with one of my male colleagues and his response was that because our salaries are the net present value (NPV) of future income and women are likely to do less time due to multiple reasons, such as motherhood, the female NPV is calculated at a much lower value. I then went on quickly to check the validity of his statement. Well he wasn’t completely wrong!

im2

Ok, hold up! So essentially I should be paid less because sometime in the future I may be dedicating less time to work than my male counterparts because they have wives taking care of home? What about the women who do not intend to have kids? Or rather, what about equality period?

im3

Of  the JSE Top 40’s highest earning CEOs in the 2015/16 financial year, Maria Ramos of Barclays Africa was the only female on the list, earning a basic salary of R14.5m and a total package with benefits of R28.2m in 2015. Looking at her male counterparts, Mike Brown (Nedbank CEO) earned a basic salary of R7.4m while his total remuneration package amounted to R36.4m. Still in the banking industry, Standard Bank’s joint-CEOs Barend Kruger and Simpiwe Tshabalala, earned R30.7 and R30.9m respectively.

To give some context (though I do appreciate that the compensation determinants are not based on these values), Bloomberg shows the following market caps for the Big 4 banks:

  1. FirstRand: ZAR277bn
  2. Standard Bank: ZAR231bn
  3. Barclays Africa: ZAR133bn
  4. Nedbank: ZAR118bn

The government report on the Status of Women in the South African Economy which was first published in August 2015, owes the gender pay gap to various factors including discrimination and lack of investment (from women), that is, women’s primary focus being on family responsibilities.

im4

Unfortunately this is not a South Africa problem but a global issue. An accepted one at that. But what will it take to change this? The pessimist in me says I will not see this struggle eradicated in my life time. Perhaps years from now my great grandkids will read about it in history books; how their great grandma used to earn less than great grandpa even though they had the same job. Imagine the horror on their faces!

That aside, there has been an increased focus on this topic over the past couple of years which is quite comforting. Ms Susan Shabangu who heads up the Ministry in the South African Presidency responsible for Women (established in May 2014) has emphasised the importance of gender parity whilst the topic is also addressed in the Employment Equity Act.  Progress is being made. Slow and steady wins the race.

But perhaps the dialogue needs to change from why women are paid less than their male counterparts to why they should be paid the same.

Here are three reasons why (via the Wall Street Journal – September 2016 ):

  1. “Organisations with a greater share of women on their boards tend to have higher operating margins, return on equity, and total return to shareholders.”
  2. “Women bring a different dimension to organisations.”
  3. “Having more women in the decision making process can help organisations relate to customers better.”

 World! Are you hearing this? Women are needed in the workplace. They are capable and should be compensated accordingly. Do not get me wrong, I do acknowledge that there has been progress on the matter. It is however slow progress but it’s fine, Beyoncé was not built in a day…Mama Tina Knowles carried her for 9 months and then some!

 

ziy

Ziyanda is a Johannesburg based, Zulu girl, who is the reigning lip syncing champion in her neighbourhood and is an Investment Banker on the side. After spending three years as a Marketing professional, she decided to take a leap of faith and pursue a career in the financial industry. She can survive on minimal sleep provided she is fed ice cream at regular intervals. She is passionate about education and enjoys reading, working out and writing about stuff that is on her mind.

Twitter: @zeezilz || Instagram: @ziyandak || Blog: http://themegazeen.blogspot.com/

 

Hello…2016…can we start over?

Whilst South Africa started 2016 with a bang…not of fireworks but of social media displayed racial slurs, we hope you started your year on a more positive note. Amidst the heavy, dark racial discussion on social media, a Facebook status I did read that stuck with me in reference to racism and apartheid in South Africa was: “Apartheid only ended because it was no longer economically sustainable and not because white people (the oppressor) stopped being racist”

Apartheid, a system that operated South Africa between 1948-1994 (46 years); now, 1994-2016 (22 years) later, the remnants of the apartheid system still linger. Perhaps even more than linger, they are still deeply entrenched in the hearts and minds of some people who believe their existence is more valuable than others.

1
Bury Apartheid: Google Images

Now, how different is a person who refers to other humans as “monkeys” to those who exploited the life of Sara Baartman?…Sara Baartman was taken away from her family in South Africa, shipped to Europe and “displayed as a freak because of her physical features”. When you have a group of people, at different stages of history, perpetually thinking they are better than, above, superior to others, that is a serious problem, a problem singing “Nkosi’sikelela iAfrica” in unison, will not solve. It is therefore crucial that we read, ask questions and have constructive discussions that will (hopefully) lead the human race forward. A key start would be to understand the meaning of the term White Supremacy: ‘White supremacy or white supremacism is a form of racism centered upon the belief, and promotion of the belief, that white people are superior in certain characteristics, traits, and attributes to people of other racial backgrounds and that therefore whites should politically, economically and socially rule non-whites.”  An interesting article titled: “Why white people get so defensive about their privilege”, although based in America context, is still relatively applicable to the menace happening in South Africa. It is important to a) understand, b) call out non-progressive behaviour. Non-progressive behaviour has the potential power to hold up the progress of the sapiens species.

 

2
South Africa: Google Images

It is a new year; South Africa and the African continent at large are dealing with legacy issues. “Be the change you want to see in the world” is amongst the most overused quotes on planet earth, and yet, how true, how relevant, how deeply it still resonates. President Magufuli of Tanzania has been a highlight in terms of African leadership for me; the man (Mr Magufuli) has been seen on the streets of Tanzania, not campaigning but getting his hands dirty where issues of service delivery are concerned. Imagine if 30 of the 54 African presidents followed his precedent, imagine what type of inspirational buzz and citizens taking pride we would have. Another inspirational South African, Siya Xuza likes to say in his addresses “find your Jupiter”…Siya is the only African that has a minor planet named after him. These are the stories we need to spend our time and energy lauding…not ones where individuals with very clear issues, see perfectly fine human beings as “monkeys” #get your eyes and brain checked (lol).

3
African Continent: Google Images

Folks, it is a new year, new possibilities, another ±365 days for you to author an inspirational novel called “My Life, this year”.

Happy, blessed, successful New Year to the Mbewu Community!

Lindelwa Skenjana

Founder- Mbewu Movement

 

 

 

Mentor Networking Session Invite – Veronica Devine

The greater Mbewu Community is invited to our next Mentor Networking Session where Veronica Devine, Founder of Justine Cosmetics will share with us “The art of networking” and its importance in escalating our personal brands and careers.

Please share with others who would be willing to attend.

Perspectives on Success with Phuti Mahanyele

phuti On 7 February 2014, members of Mbewu Movement met with CEO of Shanduka Group, Phuti Mahanyele to discuss and share views on “Perspectives on Success”. This meeting was different to previous mentor meetings that have been organised by the founding members, as this time the meeting was open for friends outside of Mbewu to attend and share the experience.
Phuti walked us through her career and life journey and the successes and challenges that have shaped her into the leader that she is today. Here are a few of her tenets that we had the privilege of learning:

Be selfish now, so you can contribute more meaningfully in the future

Selfish? I’m sure you’re wondering how on earth this could be viewed as good advice, but it is. Phuti learned that hard work and drive early on in one’s career will build the foundations of your future meaningful contribution to others both in the workplace and society. The most important thing is to focus on yourselves and equip yourselves to lead and make an impact so that you aren’t shaken when big opportunities come along. Even if it means going abroad for a period of time and then coming back with a new perspective on how you plan to make a difference.

Be your own competition

Always give your best and be on your A-game because you never know who is watching and who could propel your career to heights you may have not imagined. She pointed out that her opportunities have come to her as opposed to her looking for her opportunities, and this is because she always worked her hardest and maintained positive and authentic relationships.

Get to know yourself and your God

We are given so much more choice as young women in today’s society and with choice often comes confusion, doubt and frustration.
“Is this the right job for me?”
“Am I really following MY dream or someone else’s?”
“What if…”
Phuti advises us to develop a relationship with our inner selves and have honest conversations to get to the right answer. Ultimately the answer must come from within. On your relationship with God, she emphasised the importance of spirituality and how having intimate conversations with God has guided her in making her decisions and tested her thinking. An example of this was when she was at a cross-road in her career and then received a call from Cyril Ramaphosa to join Shanduka, her subsequent conversations with God was what lead her to where she is today.

Take your time…but use it wisely

We are a generation that wants NOW, acts NOW, acquires NOW. Unlike our parents’ generation and our grandparents before them, we have little patience to wait for 15-20 years before we are CEO’s.
So what is an acceptable tenure to stay in a company before we make our next move?
It is important to develop your knowledge of your industry, Phuti advises, the time it takes to do this varies. But you must maximise on the experience and apply yourself to the industry. That is not to say that one must stay 3 years before moving on but if you do leave within a year, then make sure you have made that year count. It is also important to understand what your value is and be assertive about asking for what makes sense in terms of your earnings. Speaking to influential people within the industry also helps in giving a different perspective which may defer your departure.

On office politics Kill them with success and bury them with a smile 

Phuti advises that you can’t make adjustments for others, especially when they are a negative influence in your life, it’s too much effort. Make sure your behaviour is appropriate and positive, you don’t need to take part in negative and inappropriate behaviour. Also building relationships within the organisation is helpful so that your advocates will always defend your character to the naysayers in your absence.

Network. Engage. Participate

Joining various organisations helped Phuti in building a network and forming relationships with a broader group of people and then making connections from that broader group. Although she didn’t necessarily join these organisations for that purpose, broadening her network was one of the outcomes.

photo (23)

Thank you to our guests who attended the session, looking forward to seeing you at our future events!
MM