International Cricket

Second Test: Australia fight back on day two but AB de Villiers masterclass takes Proteas ahead

South Africa were 263 for seven at the close, a lead of 20 runs in Port Elizabeth.

Australia fought back on the second day of the second Test but could not stop AB de Villiers taking South Africa into a slender first innings lead at St George’s Park on Saturday.

South Africa were 263 for seven at the close, a lead of 20 runs after Australia were bowled out for 243 in their first innings.

There was a flurry of wickets after tea but De Villiers counter-attacked to hit 74 not out off 81 balls with easily the most aggressive batting of an otherwise slow day.

South Africa’s quest for a series-levelling win was given added impetus by a pending disciplinary hearing which could result in fast bowler Kagiso Rabada being banned for the remaining two Tests after his shoulder made contact with Australian captain Steve Smith on Friday.

Australia were able to take only one wicket before tea, that of nightwatchman Rabada, as Dean Elgar and Hashim Amla ground out half-centuries.

But the scoring was painfully slow and Australia were right back in the game when both batsmen were dismissed in the first two overs after tea, followed by two more batsmen being dismissed cheaply.

The Australian bowlers made effective use of reverse swing, firstly to restrict the scoring and then as a weapon in all four wickets.

Amla was bowled by a fast, reverse swinging yorker from Mitchell Starc for 56 four balls after tea and Elgar was caught behind off Josh Hazlewood for 57 in the next over. Like Amla, Elgar fell to a full delivery which swung late.

Medium-pacer Mitchell Marsh trapped South African captain Faf du Plessis and Theunis de Bruyn leg before wicket, again with full, swinging deliveries.

De Villiers and Quinton de Kock put on 44 for the seventh wicket before De Kock was bowled by off-spinner Nathan Lyon with a ball which spun sharply past the outside edge of his bat.

While other batsmen had struggled to gain any momentum to the South African innings, De Villiers looked at ease and played strokes to all parts of the ground in reaching a half-century off 62 balls with ten fours. By the close he had faced 81 balls and hit 14 boundaries.

Australia delayed taking the second new ball until the 90th over but De Villiers and Vernon Philander survived until the close.

Only 43 runs were scored in 26 overs between lunch and tea after a slightly less pedestrian morning during which 71 runs were scored in 28 overs.

Opening batsman Elgar, renowned for his gritty defensive qualities, was even slower than usual, taking 164 balls to reach his fifty. He was out for 57 after facing 197 deliveries and hitting six fours.

His only boundary during the afternoon came from an edge against Mitchell Marsh to raise his half-century.

Amla, normally more fluent, took 122 balls to reach fifty and went on to make 56 off 148 deliveries with six fours.

Amla was twice given out leg before wicket, on seven against Pat Cummins and on 40 against Hazlewood, but survived on review on both occasions.

We welcome your comments at
Sponsored Content BY 

Why should inclusion matter to companies?

It's not just about goodwill - inclusivity is a good business decision.

To reach a 50-50 workplace scenario, policies on diversity need to be paired with a culture of inclusiveness. While diversity brings equal representation in meetings, board rooms, promotions and recruitment, inclusivity helps give voice to the people who might otherwise be marginalized or excluded. Inclusion at workplace can be seen in an environment that values diverse opinions, encourages collaboration and invites people to share their ideas and perspectives. As Verna Myers, a renowned diversity advocate, puts it “Diversity is being invited to the party, inclusion is being asked to dance.”

Creating a sense of belonging for everyone is essential for a company’s success. Let’s look at some of the real benefits of a diverse and inclusive workplace:

Better decision making

A whitepaper by Cloverpop, a decision making tool, established a direct link between inclusive decision making and better business performance. The research discovered that teams that followed an inclusive decision-making process made decisions 2X faster with half the meetings and delivered 60% better results. As per Harvard Business School Professor Francesca Gino, this report highlights how diversity and inclusion are practical tools to improve decision making in companies. According to her, changing the composition of decision making teams to include different perspectives can help individuals overcome biases that affect their decisions.

Higher job satisfaction

Employee satisfaction is connected to a workplace environment that values individual ideas and creates a sense of belonging for everyone. A research by Accenture identified 40 factors that influence advancement in the workplace. An empowering work environment where employees have the freedom to be creative, innovative and themselves at work, was identified as a key driver in improving employee advancement to senior levels.


A research by stated the in India, 62% of innovation is driven by employee perceptions of inclusion. The study included responses from 1,500 employees from Australia, China, Germany, India, Mexico and the United States and showed that employees who feel included are more likely to go above and beyond the call of duty, suggest new and innovative ways of getting work done.

Competitive Advantage

Shirley Engelmeier, author of ‘Inclusion: The New Competitive Business Advantage’, in her interview with Forbes, talks about the new global business normal. She points out that the rapidly changing customer base with different tastes and preferences need to feel represented by brands. An inclusive environment will future-proof the organisation to cater to the new global consumer language and give it a competitive edge.

An inclusive workplace ensures that no individual is disregarded because of their gender, race, disability, age or other social and cultural factors. Accenture has been a leading voice in advocating equal workplace. Having won several accolades including a perfect score on the Human Rights Campaign’s Corporate equality index, Accenture has demonstrated inclusive and diverse practices not only within its organisation but also in business relationships through their Supplier Inclusion and Diversity program.

In a video titled ‘She rises’, Accenture captures the importance of implementing diverse policies and creating an inclusive workplace culture.


To know more about inclusion and diversity, see here.

This article was produced by the Scroll marketing team on behalf of Accenture and not by the Scroll editorial team.