Chinese ambassador urges SA youth to seize tariff-free trade opportunities
Wu Peng encouraged young South Africans to engage in trade, study and skills development under China's new initiatives.
Chinese ambassador to South Africa Wu Peng has challenged the country's youth to use the opportunities arising from China's tariff-free trade initiative offered to all African countries.
Speaking during the 'China-South Africa Youth Exchange Night', Wu said China and SA have now established a comprehensive strategic partnership for a new era.
Youth exchanges
Over 200 Chinese companies were 'active, investing, hiring and building in the country', he said.
Wu also raised the significance of youth exchange between South Africa and China, including studying, training and exploring business opportunities.
'Young people are the future and hope of a nation. China has always believed in the power of youth and we support exchange and learning between young people from China and the Global South,' Wu said.
ALSO READ: China's clever trade deal with Africa – removal of tariffs on most goods
Shared 'values'
While South Africa's philosophy of Ubuntu emphasised compassion and shared humanity, China believed in harmony, community, and helping one another.
'These values bring our two countries close,' he said.
Other speakers included Deputy Minister in the Presidency for Women, Youth and Persons with Disabilities Mmapaseka Letsike and special economic advisor to Deputy President Paul Mashatile, Gadija Brown.
The audience also watched a Chinese film, Ordinary Hero, based on a true story, about a group of young people coming together to save a child's life, emphasising the significance of Chinese teamwork, care and kindness.
NOW READ: Western media bias: how imperial narratives shape global perceptions
Hashtags
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
IOL News
29 minutes ago
- IOL News
‘I must unconditionally retract': Floyd Shivambu apologizes for drug use accusations against Ndhlela
Former uMkhonto weSizwe (MK) Party secretary-general Floyd Shivambu has retracted his statement accusing the party's spokesperson, Nhlamulo Ndhlela, of drug use after Ndhlela took legal action against him for defamation. 'You know, the other time I was not the national convener of the Mayibuye Process. Now, I got the benefit of benefiting from the leadership collective, in terms of how we should handle certain things,' Shivambu said during a press conference Friday. 'And part of the guidance, which I agreed with, is that I must unconditionally retract the statements about drug use and alcohol abuse of Nhlamulo Ndhlela - unconditionally.' Shivambu used the opportunity to encourage South Africans to avoid drugs and alcohol, especially those serving in Parliament or leadership roles across political parties. 'Drugs will never build you with anything; you will make a lot of mistakes. But we really unconditionally retract those statements made there, under the guidance of the collective of the leadership,' he added. Shivambu made the remarks while announcing members of the Mayibuye National Consultation Team and providing reflections on the progress of the Mayibuye Consultation Process, which he will lead. His retraction comes after Ndhlela confirmed he is suing Shivambu for defamation, and is demanding R3 million for defamation. In court papers shared on social media, Ndhlela said he filed charges at the Gauteng Local Division of the High Court. IOL News previously reported that Ndhlela has publicly denied the allegations and published drug and alcohol screening results from Lancet Laboratories on his official X account. The results indicated he tested negative for substances including alcohol, cannabis (THC), cocaine, amphetamines, opiates, benzodiazepines, barbiturates, methadone, methaqualone, and phencyclidine (PCP). When contacted by IOL News, Lancet Laboratories said they could neither confirm nor deny the authenticity of the published test results. IOL Politics
IOL News
29 minutes ago
- IOL News
Salary increase season - what's realistic and what's not in 2025
Employers' ability to increase salaries is influenced by several factors, including national and global economic growth prospects, company performance and affordability, as well as skills market trends. Image: Independent Newspapers Archives For many South Africans that are formally employed in both the government and private sectors, mid-year marks a pivotal time for mid-year salary reviews and potential raises. It is a time brimming with anticipation and hope, as employees look forward to some financial relief for their hard work and dedication. However, the economic landscape is a complex and ever-shifting terrain. 'Whilst the inflation outlook has improved over the last few months with CPI averaging 3.0% as at April 2025, there's a lot happening both locally and globally that impacts employers' ability to meet everyone's salary increase expectations,' Lindiwe Sebesho, Master Reward Specialist and Executive Committee Member at the South African Reward Association (SARA) said. She advised that employees manage their expectations by understanding the economic factors at play. This understanding can lead to more constructive and better-informed salary conversations, ultimately fostering a healthier employer-employee relations environment focused on driving much needed productivity for the country. Video Player is loading. Play Video Play Unmute Current Time 0:00 / Duration -:- Loaded : 0% Stream Type LIVE Seek to live, currently behind live LIVE Remaining Time - 0:00 This is a modal window. Beginning of dialog window. Escape will cancel and close the window. Text Color White Black Red Green Blue Yellow Magenta Cyan Transparency Opaque Semi-Transparent Background Color Black White Red Green Blue Yellow Magenta Cyan Transparency Opaque Semi-Transparent Transparent Window Color Black White Red Green Blue Yellow Magenta Cyan Transparency Transparent Semi-Transparent Opaque Font Size 50% 75% 100% 125% 150% 175% 200% 300% 400% Text Edge Style None Raised Depressed Uniform Dropshadow Font Family Proportional Sans-Serif Monospace Sans-Serif Proportional Serif Monospace Serif Casual Script Small Caps Reset restore all settings to the default values Done Close Modal Dialog End of dialog window. Advertisement Video Player is loading. Play Video Play Unmute Current Time 0:00 / Duration -:- Loaded : 0% Stream Type LIVE Seek to live, currently behind live LIVE Remaining Time - 0:00 This is a modal window. Beginning of dialog window. Escape will cancel and close the window. Text Color White Black Red Green Blue Yellow Magenta Cyan Transparency Opaque Semi-Transparent Background Color Black White Red Green Blue Yellow Magenta Cyan Transparency Opaque Semi-Transparent Transparent Window Color Black White Red Green Blue Yellow Magenta Cyan Transparency Transparent Semi-Transparent Opaque Font Size 50% 75% 100% 125% 150% 175% 200% 300% 400% Text Edge Style None Raised Depressed Uniform Dropshadow Font Family Proportional Sans-Serif Monospace Sans-Serif Proportional Serif Monospace Serif Casual Script Small Caps Reset restore all settings to the default values Done Close Modal Dialog End of dialog window. Next Stay Close ✕ Know the factors at play Employers' ability to increase salaries is influenced by several factors, including national and global economic growth prospects, company performance and affordability, as well as skills market trends. Inflation is expected to remain moderate and within the South African Reserve Bank's 3-6% target range through 2025/26. However, even with recent cuts, interest rates remain high, making debt expensive for individuals and organisations alike, and leaving both employees and employers under financial strain. While we dodged the VAT bullet, the increase to the fuel levy will still hit everyone hard, from individual motorists to company and public service fleets. This cost might be offset by expectations of lower fuel prices but will still have an adverse impact on expenses. Additionally, rising food costs due to droughts and other climatic factors will put further pressure on budgets. Employers will also be hampered by weaker GDP growth than previously predicted, as well as global economic instability fuelled by US President Trump's on-again-off-again tariffs. Tariffs on South Africa's trading partners could create unwelcome local inflation, making organisations wary of committing to higher labour costs. "Considering the present economic circumstances, a balanced approach to salary adjustments is required. The intention is not to undervalue employees but to explore comprehensive strategies for improving the overall employee value proposition in a manner that ensures business sustainability and job security," Sebesho added. Given these facts, you may need more information to optimise your remuneration package beyond just a salary increase. Take a positive approach Despite economic pressures, you can improve your odds by taking some simple steps, such as: Know your job's worth - There are many sources of salary information so you can decide if you are being paid fairly, but make sure you use authoritative information from recognised experts, along with considering remuneration policy information from your employer. - There are many sources of information so you can decide if you are being paid fairly, but make sure you use authoritative information from recognised experts, along with considering remuneration policy information from your employer. Be understanding - If you do your homework and understand your employer's constraints, you can approach your salary increase conversation more rationally and constructively, which could help you win a more positive outcome that also helps you retain your job in the long term. - If you do your homework and understand your employer's constraints, you can approach your conversation more rationally and constructively, which could help you win a more positive outcome that also helps you retain your job in the long term. Show your value - Salary increases are typically based on performance, so now is the time to demonstrate how well you have done personally and your contribution to the organisation's goals – this might help you get a bit more than you expected. - increases are typically based on performance, so now is the time to demonstrate how well you have done personally and your contribution to the organisation's goals – this might help you get a bit more than you expected. See the big picture - Remuneration isn't just about money but includes benefits and other rewards as well, so review your entire remuneration package and ask about non-monetary or money-saving benefits, including how you can flex your retirement benefits to help offset any immediate financial shortfall without compromising your long-term savings goals. Keep it real and respectful While you may be desperate for, expecting or even demanding an above-inflation increase, it is important to be realistic and, especially, respectful during a salary increase conversation. Employers are also strapped due to economic conditions and understanding their limitations without over-comprising yourself will be appreciated. Sebesho said, "It is essential to expect fair and equitable pay that allows you to participate effectively in the economy. However, understanding both perspectives is crucial for balanced salary adjustment negotiations that ultimately safeguard employment."
TimesLIVE
41 minutes ago
- TimesLIVE
Geely appoints new chair of European business, replacing founder Eric Li
China's Geely Holding, the main owner of Volvo Cars, Lotus and other car brands, has appointed a new board chair at its key European investment company to replace founder Eric Li, it said late on Thursday. Danish business veteran Lone Fonss Schroder will take the helm at Geely Sweden Holding's board, which oversees the Chinese group's European businesses, Geely said, without elaborating on the reason for the switch. She replaces Li, also known as Li Shufu and Geely's top shareholder. Li is also the chair of Volvo Cars. Last year, Li urged a greater strategic focus at Geely to improve synergies and eliminate internal competition. So far, that has involved merging teams and restructuring some of its brands such as Zeekr, Geely Auto and Lynk & Co, and moving or axing executives and board members at Swedish brands Volvo Cars and Polestar. Loss-making Polestar, where Li is majority owner via Geely Sweden and private holdings, will also replace two Geely board members at a June 30 shareholder meeting. Schroder will step down from the board of Volvo Cars, where she has been a member since 2010, and instead take a seat on the carmaker's nomination committee in charge of board appointments. Former Volvo Cars CEO Hakan Samuelsson was unexpectedly brought back to run Volvo in March at a turbulent time for the carmaker marked by tariff pressures and market uncertainty.
