Leading Transformation In Mining

South Africa’s mining sector has come a long way since 1996 when women were, till that point, excluded by law from mining activities, in line with the ILO rules. Much of the progress made in improving female representation in the sector has been led by the Women in Mining programme, in which the Minerals Council South Africa plays a key role.

Put it on paper

Since 2021, a draft policy framework, which includes a dashboard measuring a company’s activities and performance based on key performance indicators (KPIs) derived from levers that aid transformation, has been in place. “For example, one of these KPIs looks at the number of women absorbed from bursary schemes and internships as opposed to the total population.

“Having numerical evidence also gives us a clearer picture of where we are when it comes to achieving our target of doubling female representation in the industry by 2025 – while also ensuring that we create an environment that not only attracts, but also retains women in mining,” says Tumi Nkomo, Women in Mining project specialist at the Minerals Council South Africa.

Evolution

Traditional underground mining work generally requires physical strength, which has kept the industry male-dominated, but technology has been a great equaliser.

“Minerals Council South Africa works closely with the CSIR and the Mandela Mining Precinct to drive technological advancement in the industry. Thanks to the advent of automation and remote operation, women are more than capable of operating machinery.

“Modernisation, such as the Isidingo hydro-powered rock drills that are lighter, ergonomic and faster than traditional air-powered drills, is helping women join the ranks of rock-drill operators for the first time,” says Nkomo.

Challenges, such as physical harassment, career growth prospects, pressure due to unequal domestic care roles and unequal pay gaps, contribute to the attrition of women in the sector. However, there has been a gradual improvement in attracting more women to mining, according to Nkomo.

Working it out

Nkomo says Women in Mining’s engagement with stakeholders has shown they are acutely aware of the need to evolve and scale up the pace of transformation. “Concerted efforts are being made by various players across the sector, including the mining houses, to create a more welcoming environment for women. This is evidenced by the increase in women’s participation from 12 per cent in 2018 to at least 16 per cent in 2023.

“Diversity, equity and inclusion (DEI) has moved beyond being a topic point, and companies are including these principles in their strategies and applying a gendered lens to operational dynamics to foster change. This also includes applying a gendered approach to hiring practices to achieve transformation ideals”.

Nkomo believes through modernisation, the industry will become a more inclusive, safer and healthier workplace.

Transformation in motion

Nkomo notes that, although notable inroads have been made towards transforming the industry, the need for more focused efforts remains. “Culture change is not an overnight endeavour, it requires deliberate, focused action collectively by all industry stakeholders to address deeply held beliefs that women can’t participate equitably in mining.

“It also requires concerted leader-led strategies and actions to foster a safe and welcoming working environment for women, where they know they will be equitably compensated for their efforts and afforded the opportunities to grow and thrive in their careers. The industry is willing, powerful and interested in effecting real change – this has been demonstrated publicly by several leading organisations. However, real change does take time and persistent consistent effort to achieve.”

Exxaro Resources and Kumba Iron Ore are led by women and until recently so was Anglo American Platinum. Women have occupied the presidency of the Minerals Council since 2021 – the first time the 134-year-old organisation was led by women. “These women are role models and an inspiration for women in the industry and those considering joining the sector, indicating that they too can rise to senior and leadership roles,” says Nkomo.