The Joint Standard 1 of 2023 and the draft Joint Standard: Cybersecurity and Cyber Resilience Requirements, published by the FSCA and the Prudential Authority (PA), set the bar for cybersecurity practices, aiming to protect data, systems, and reputation. These standards align closely with the NIST cybersecurity framework, which includes five key functions: Identify, Protect, Detect, Respond, and Recover.
Cybersecurity is more than just technology—it’s about the convergence of people, business processes, and technologies. In this interconnected landscape, people are the vital link that can either strengthen or weaken your defences. That’s why cybersecurity training is crucial – to empower individuals to become the first line of defence, creating a robust human firewall against cyber threats.
Securing email has become an indispensable aspect of modern cybersecurity strategy. As a primary communication channel, email is vulnerable to cyber threats such as phishing and malware. The concept of securing email revolves around ensuring the authenticity, integrity, and confidentiality of email communications. Robust security measures help organisations to protect sensitive data, prevent breaches, and maintain stakeholder trust.
A third-party backup provider is crucial for cloud data storage because it adds an extra layer of security and control. Relying solely on cloud providers to safeguard an organisation’s data may leave it vulnerable to various risks. With a third-party backup solution, the business maintains ownership and control of its data backups independently, ensuring quick access and recovery in emergencies.
DataGr8’s cybersecurity strategy, rooted in the NIST framework, emphasises security. Their Managed Detection and Response (MDR) service utilizes AI technology for comprehensive security coverage across all devices. With global teams available 24/7, DataGr8 swiftly responds to security incidents, remotely addressing breaches on behalf of clients. They not only resolve issues but also aid in recovery, minimising operational disruptions.
In the realm of cybersecurity, the significance of reactive measures, such as Managed Detection and Response (MDR), cannot be overstated. However, equally crucial is the progression towards proactive security strategies. While reactive methods tackle incidents post-occurrence, proactive cybersecurity introduces an additional layer of defence. Vulnerability management serves as the linchpin in this progression.
DataGr8 advocates a security-first approach, empowering businesses by enhancing operations while ensuring robust protection against threats. While compliance standards provide essential benchmarks, mere tick-box exercises are insufficient. Aligning security measures with compliance requirements is crucial for comprehensive protection.
Affirmative action is a way of making the workplace more representative and fair. It connects qualified people from designated groups with equal opportunities in the workplace. Affirmative action falls under the EEA and must be linked with your EEPlan to be lawful.
Quotas are prohibited by our Constitution, as it echoes the unlawful practices that took place during Apartheid. For example, a company places a moratorium on hiring any white candidates for the duration of its current EE plan. You know you are dealing with a quota, if the company is completely inflexible in how it implements its numerical goals/targets and places an absolute barrier on employment practices affecting a specific group of applicants.
The numerical goals are a designated employer's projection of what it aims to achieve at the end of its current employment equity plan regarding its entire workforce.
Numerical targets are a designated employer's projection of what it aims to achieve at the end of its current reporting period (annually).
You know you are dealing with misconduct, if the person has shown you, they can follow the rule, but they are choosing not to. Proof of this is, they have successfully completed this exact job, before.
You know you are dealing with incapacity, if the person wants to follow the rule, but for some reason they cant. Proof of this is, they are very ill, or the standard of work has been increased and they need more training.
Andrea de Jongh, Employment Lawyer and Privacy Governance Specialist. Making legal concepts accessible.
A designated employer may choose to have an employment equity plan of not less than a year or for more than five years. The plan must outline the steps an employer will take to eliminate practices that constitute unfair discrimination and to remove employment barriers, as well as to achieve equitable representation of employees from designated groups by means of affirmative action measures.
In South Africa, this group is made up by black people (including black, coloured and Indian people), women and people with disabilities. Historically, these groups have been under-represented in many key work areas (and over-represented in others). Chinese people should be counted with coloured people for purposes of your numerical goals and numerical targets.
It is an investigation of any triggers indicating that workplace procedures, policies, or practices are having a negative impact on one or more of the designated groups, with the aim towards identifying the root causes of those anomalies to empower you to address and eliminate them.
Affirmative Action measures are what designated employers identify and implement to address and eliminate those anomalies they have identified. The progress made in addressing and eliminating the triggers, are what designated employers report on in their employment equity plans.