CHALLENGES AND OPPORTUNITIES EXPERIENCED BY WOMEN IN THE MINING INDUSTRY

2. CHALLENGES AND OPPORTUNITIES EXPERIENCED BY WOMEN IN THE MINING INDUSTRY PRESENTED BY Dr Nono Mohutsioa- Mathabathe Executive Chairperson and CEO Of DYONDISANI MINING & ENERGY

3. OPENING REMARKS • WATHINT’UMFAZ’WATHINT’IMOBOKODO • Women comprise the largest grouping in the country, 52% • The mining charter’s objective is “to redress the imbalances of the past, and to bring all stakeholders including women, especially from the Designated Groups into the mainstream, and in the mining sector in particular, a domain previously of white males • Women ‘s participation in the mining industry, come in different ways, and mainly in administrative and support roles;

4. Corporate governance and sustainable development pressures are increasing • Redressing imbalances of the past in our country is a business imperative for long term sustainable value • The sustainable Development imperative created the framework for the current legislation • Most mining companies have started to support the MRPDA-and their business philosophy and organizational culture are fully aligned with the fundamental principles of the Act and its Associated Charter

5. CHALLENGES FOR WOMEN • Definite absence at Senior Management and in the Boardrooms • Definite absence of women in the planning, decision making and evaluation the process of mining development, from a position of strength in the industry • There is a greater appreciation for women who come in and re-skill themselves to get certification in jobs that involve underground work • Health and safety, although it applies to all genders,

6. Harassment from ‘male bosses and colleagues” who use sexist language, e.g. “what do you know about mining? Or underground? • “Statements like “she is just an educator, why should she be taken seriously?” • “What do women know about Mining?” • “The MPRDA is setting the women up for failure”

7. OPPORTUNITIES • Government Legislation, e,g the Broad-Based Black Economic Empowerment, MPRDA, and many others, are a blessing to women, especially from the designated groups; • Women’s inclusion in industry has become a “business imperative and not necessarily a social responsibility” • Women themselves have become more organised by forming women’s associations, e.g. SAWIMA, SAWIC, WOESA, SAWEN to mention a few, so as to be united in their common vision “to fight for women’s inclusion in consortia” • Women have seen it fit to climb the corporate ladder, in management and support services”

8. OPPORTUNITIES • DME’s Support • Improved employee attraction, retention, productivity, and performance • Improved decision making through the inclusion of different perspectives increasing business innovation • The development of cross-cultural capabilities to manage the complexity of global operations

9. BUSINESS CASE FOR DIVERSITY • Reduced costs of equipment and maintenance-women make excellent operators of mobile equipment, with reduced tyre wear and improved frequency of vehicle servicing leading to reduced overall ; • Women participate in the industry in different ways; maintenance costs • Mostly in administrative and support role; • In recent years – Geologists, Engineers, Miners and to an extend as shareholders

10. There is a significant absence at Senior Management and the Boardroom; • Active involvement of women in the industry is required for a significant change in how the industry impacts and benefit women;

11. Conclusion • What this amounts to is that as an industry we realise the value of a diverse workforce and the importance of engaging effectively with women in the communities in which they operate. But with a culture more accustomed to finding engineering based solutions, we have had to recognise that enabling women to break through the barriers in our industry will require structural and cultural change, much more than just a good dose of ammonium nitrate.

12. Thank you! • Le ka moso!