THE CHANGING ROLE OF WOMEN IN MINING: SOUTH AFRICA AND GLOBALLY

By Fatima Collins, Chairperson of the Women in Mining initiative at Sibanye-Stillwater

In South Africa, women’s participation in the mining industry has increased significantly over the past few years. According to the Minerals Council South Africa, women now account for approximately 12% of the mining workforce in the country, compared to just 2% in 2008. This growth is attributed to a range of initiatives and programmes that have been implemented to promote gender equality and empower women in the industry.

Globally, the trend is similar. More and more women are now choosing careers in mining, and many are breaking through the glass ceiling to take up leadership positions in the industry. This is a significant shift from the past when women were mostly relegated to support roles and were not seen as having the necessary skills and expertise to lead.

In recent years, there has been a significant increase in the number of women working in the mining industry. According to a report by PwC, women’s participation in the mining industry has increased from 11% in 2006 to 16% in 2018 globally. In South Africa, women’s participation in the mining industry has been steadily increasing, with more and more women taking up roles in the industry.

The mining industry has traditionally been male-dominated, with many barriers preventing women from entering the industry. These barriers include a lack of opportunities, gender stereotypes, and safety concerns. However, with the growing recognition of the value of diversity in the workplace, many mining companies are actively working to attract and retain women in the industry.

To quote PwC again, “Profit margins are higher for mining companies with women on the board. Companies with female board representation also had higher return on sales, higher return on invested capital and higher return on equity”.

To this end, the Minerals Council South Africa promulgated a White Paper on Women in Mining that promotes representation of women in the mining industry. A number of mining companies have implemented targeted programs for this purpose. “At Sibanye-Stillwater, we recognise the urgency of equitable representation, diversity and inclusion and have a dedicated project manager to support Women in Mining for the organisation. Since the inception of this program we have seen a 3% increase in women representation across the organisation,” Fatima Collins, Project Manager WiM, Sibanye-Stillwater.

The benefits of having women in leadership positions in the mining industry are numerous. With their alternate life experiences and perspectives, which can be invaluable in problem-solving and decision-making they also tend to be more collaborative and empathetic, which can lead to better outcomes and stronger relationships between stakeholders.

Furthermore, women in leadership positions can act as role models and mentors for other women in the industry. By breaking through the glass ceiling and achieving success, they inspire and motivate other women to do the same. This can lead to a virtuous cycle of empowerment and growth, with more and more women entering the industry and rising through the ranks.

Another benefit of having women in leadership positions is improved financial performance. Studies have shown that companies with more women in leadership positions tend to be more profitable and financially stable than those with fewer women. Women tend to be more risk-averse and make more informed decisions, which can lead to better financial outcomes. In the mining industry we have noted some significant benefits that include, improved safety, diverse perspectives, improved performance, better communication and increased employee engagement.

“Particularly at Sibanye Stillwater, we see that at senior leadership level it is clear that diversity brings debate, discussion, creativity and innovation to the table. This creation of a psychological safe space is a critical enabler here. Although, there exists very little tangible data to show the direct impact of diversity so soon, the overall culture of the organisation is slowing starting to change for the better,” Nicola Jackson, chairperson WiM.

While there are numerous challenges for women in the mining industry, we believe that there is a need to improve the image of the industry to encourage women to enter. The perception of mining being a predominantly male-driven sector where only the alpha-male miner succeeds needs to be changed. We need more women leaders to emerge on all levels of the organisation to encourage others to walk the road and have their voices heard. Similarly, we need to change the cultural perceptions of men that women are ill-equipped to work underground.

At Sibanye-Stillwater we are focussing on the “mine of the future”, which talks to our 3-tiered strategy of being Diverse, Inclusive and Bionic and how technologies will be used to support people in their day-to-day jobs. This includes new innovations, emerging technologies, and remote working. We are confident that changing the perception of a traditional mining company will assist in conquering these outdated stigmas and assist in encouraging more women into the mining industry.

More structured approaches to recruitment and retention of women are also a key focus at Sibanye-Stillwater. We are focussing on long-term programmes which incorporate bursaries, learnerships and mentorships from Day One of a female employee’s career at the company. As soon as someone is appointed, we compile an individual growth plan and assess how we can best support her to achieve her end goal. This approach demonstrates commitment by the company and its leadership to her development.

As the Chairperson of the Women in Mining initiative at Sibanye-Stillwater, it is my duty to analyse and interpret the current situation with impartiality and objectivity. It is worth a discussion on the changing role of women in mining in South Africa and globally, as well as the benefits of having women in leadership positions in the industry.

In conclusion, the changing role of women in mining in South Africa and globally is a positive development that should be celebrated. The benefits of having women in leadership positions in the industry are numerous, including a different perspective, increased collaboration, empowerment of other women, and improved financial performance. I believe that promoting gender equality and empowering women in the mining industry is not only the right thing to do, but also makes good business sense.