Noleen PaulsChairperson WiMSA

“What can we learn from the last two decades about changes in the mining labour force, and what actions and innovations are needed to see continued improvements in the gender balance of the extractives sector”

Mining in 2014

• ~19% of direct, indirect & induced GDP

• >50% of foreign exchange

• ~20% of private investment

• Employed ~500 000 people directly &

• Another 800 000 jobs indirectly

From Chamber of Mines

Changing landscape

Physical

• Living conditions

• Health & safety

• Procurement

• Local communities

Dynamics

• Discrimination

• Diversity

20002001

20012003

20042005

20062007

20082009

20102011

20122013

2014

4%4% 5%

3%

6% 6%

10%12%

14%

10%

14% 14%

Quarterly labour stats (Stat Bulletins)

21%

12%

7%

6%

5%

4%

South Africa – JSE

Australia – ASX

USA – NYSE

Hong Kong – SEHK

Canada – TSX/TSXv

United Kingdom – LSE/AIM

From Mining For Talent. www.pwc.co.uk

top man

agem

ent

senior m

anag

emen

t

professio

nals

skille

d worke

rs

14%22%

36%44%

21%30%

43% 47%2003 2013

The way we are

The Commission on Gender Equality

• Ensure that gender equality is safeguarded and promoted

• Assess all legislation from a gender perspective

• Recommendations to Parliament and other authorities

• Educate and inform the public

• Investigate complaints on gender-related issues

• Monitor progress towards gender

• Co-operate with other institutions

MPRDA & Mining Charter

Key focus on:

• Expectation of female ownership of mining rights

• Initial Target of 10% women in mining

• Increased focus of female representation in management

levels

• BBBEE focus on black females within mining operations

Legislation: Enabler or Hindrance?

Enabler Hindrance

Provided focus on women in mining workplace that previously didn’t exist

Women in Mining is multi-faceted challengeNumeric targets alone will not result in desired change

10% target well-known and “stuck” in mind-sets Quota driven mentality can be destructive

Have seen some adjustments to mining workplace since 1994 that could be linked to new legislative environment Change Facilities PPE and equipment Recruitment strategies EE - policies, forums and awareness Women-only core-business teams Mentoring & support structures

Drives exclusivity and not inclusivity or diversity

Legislation drives a direct focus on gender culture in workplace not diversity/organisational culture (holistic approach)

The way forward

• Minority by choice

• Address skills crisis

• Attract women to the industry

• Gender differences exist

• Work life balance

• Empower & develop women

• Retain women

@WomenInMiningSA

www.wimsa.org.za

Women in Mining South Africa

WomenInMiningSA