Karen Harverson
Newly appointed chief executive of the Development Bank of Southern Africa (DBSA) Ian Goldin may face an uphill battle from some of the bank’s staff who feel a black candidate would have been more suited to lead its transformation. For the past 18 months the bank has been racked with mass departures, and controversy in its efforts to transform its operations and identity. A new chief executive — preferably black — was considered a vital step in the bank’s transformation from an apartheid organisation which funded `separate development’ to one dedicated to providing finance for infrastructure to build the new South Africa. Goldin, who left South Africa in 1978 but has visited the country often, is unaware of the mixed feelings which may await him. He says that his first priority as the new chief executive will be to listen, discuss and understand the bank’s operations and the government’s vision for it. `I also plan to meet all the players involved.’ Goldin appears to have all the requirements listed in the bank’s transformation report of May 1995 which states: `The preferred profile of the new chief executive officer must include the following attributes: a visionary leader, banking experience, a credible political profile, good communication and people skills, and a sound background in development.’ He has in-depth experience of managing lending activities and the identification and appraisal of projects gained while employed at the World Bank. He is currently employed by the European Bank for Reconstruction and Development in London, responsible for addressing major operational and policy issues concerning the financing of infrastructure development in Eastern Europe and the former Soviet Union. Some staff members have questioned whether enough effort was put into the recruitment process, both within the organisation and outside. `If we have black ministers running ministries, surely one can find a capable black person in South Africa for the bank?’ they say. But, says DBSA’s board chairman Professor Wiseman Nkuhlu, every effort was made to find a black person with the right skills combination.
`The recruitment process was very open; in addition to placing advertisements nationally and internationally, we had two placement agencies to source people with the right experience as well as inviting DBSA staff to come forward with names, both internally and externally.’ He says that as chairman of the Black Management Forum, he is committed to the promotion of black people but adds, `It would be equally unfair to say no whites will be appointed at executive level.’ However, some staff feel a programme is needed to groom an appropriate black person for the position over a period of time. Nkuhlu says such a programme will be implemented as soon as Goldin comes on board. `We plan to mentor a number of candidates at the next management level so that in five years’ time, we can choose the new chief executive from a pool of four or five people.’ In general, though, bank staff seem to have adopted a `wait and see’ attitude pending Goldin’s expected arrival in April. Fazal Saib, chairman of the bank’s affirmative action committee, says he believes most people feel relieved that someone has been appointed to give the bank direction. `It was a national government decision and there’s not much animosity in terms of the racial issues.’ `It’s important that we give Goldin a chance to prove himself,’ says Monde Zimema, one of several staff members who revolted against the white management of the bank in 1994. `The bottom line is the institution’s ability to deliver development to the people of South Africa, irrespective of who brings it about,’ he adds.