04 Aug 2026

Employers have been urged to move beyond simply complying with labour legislation and instead transform workplace practices to reflect changing demographics, technological advancements and the evolving needs of employees.

Speaking at the 5^th Annual Labour Conference, held under the theme:Turning Law into Practice: Implementing the Employment and Labour Relations Act in a Digital and Transforming Economy, Debswana Diamond Company Chief People Officer Ms Matlhogonolo Mponang said compliance should be regarded as the minimum requirement for organisations.

Ms Mponang said the implementation of the Employment and Labour Relations Act should encourage organisations to examine how they operated and created workplaces that were more inclusive, adaptable and responsive to employees’ needs.

She said employers needed to recognise the different demographics within their organisations and understand that employees from different generations may have different approaches to work.

“We cannot have a one-size-fits-all approach,” she said, adding that organisations should consider how employees of different ages and backgrounds worked and responded to technology.

Ms Mponang said organisations should also rethink traditional approaches to productivity, arguing that employees should be assessed on their ability to deliver results rather than simply on whether they arrived at work early.

She highlighted the need for employers to understand and implement changes introduced by the new legislation, including provisions relating to maternity and paternity leave. She said maternity leave should also take into account adoptive parents, while paternity leave should be considered within the changing nature of families and caregiving responsibilities.

Ms Mponang encouraged organisations to ensure that workplace policies and processes reflected modern realities rather than simply introducing new technology onto outdated systems.

She also called for stronger action against workplace bullying, harassment and intimidation, saying policies should not only exist on paper but must be actively implemented.

On performance management, Ms Mponang said the new labour environment required employers to have regular conversations with employees about their performance. She said supervisors should not simply label employees as underperforming without first understanding the reasons behind their challenges, providing mentorship and offering constructive criticism.

Ms Mponang further challenged organisations to reconsider how they distributed and utilised technology, saying access to digital tools should not necessarily be determined by an employee’s position or seniority, but by their ability to effectively use the technology.

She cautioned against overreliance on artificial intelligence, urging people to use AI as a tool and not allow it to replace independent thinking.

“Organisations need to broaden their understanding to include neurodiversity, because  while people are born different, organisational diversity is a choice that employers can actively promote,” Ms Mponang said.

She also called for greater balance between older and younger employees, saying experienced workers should not be pushed aside but should instead mentor and guide younger employees through structured succession planning.

Successful organisations she said would be those that understood generational differences and created workplaces where employees could contribute according to their strengths. ENDS