Lonmin-IFC Partnership

1. Lonmin-IFC Partnership Lonmin Women in Mining Program Benedicta Sepora WIM Operations Officer, IFC

2. The Lonmin Women in Mining Program To support sustainable integration of10% women in its workforce as required by the DME & in Lonmin SLP by 2010. • Background: • 4.6% by the end of FY07 out of workforce of 25,000 • No gender structure, ownership or budget • Implementation Structure : • EVP Human Capital is process owner • Lonmin Employment Equity Forum • Lonmin Women’s Union Committee • IFC WIM Operations Officer

3. Lonmin Women in Mining Initiatives Policies & Structures Recruitment and Retention Physical Env. & JobSuitability Culture Change WIM Business Case Structures and Committees Change Houses, Toilets & PPE Recruitment Appointment Ratio Tool Communication & Diversity Man Program Community Impact Survey Policies and Procedures Alternative Job Placement for Pregnant Women Training Gender Health Risk Assessments Equipment/ Safety Study Balanced Scorecard Sexual Harassment Salary Disparity Study

4. Key Lonmin Women in Mining Achievements Policies and Structures Physical Environment & JobSuitability WIM Business Case Recruitment and Retention Culture Change Lonmin 4 WIM policies signed off Lonmin’s women union and other committee structures reactivated Hiring &retention tracking tools developed Alternative placement system for pregnant women developed Gender & race salary disparity survey conducted Female job risk analysis completed Gender health risk assessment Matrix in place Household wellness survey completed Practitioner’s manual for integrating women into mining developed Diversity management review conducted WIM communications campaign launched SH grievance procedures developed

5. Lonmin WIM Hiring and Tracking Tool Track HDSA &women appointment and retention. Hold line managers responsible for achievement of targets.

6. Current Status (May2010)

7. Alternative Placement Management Control System Track pregnancy trends & number of women placed in alternative positions or given leave of absence after being removed from hazardous areas.

8. Female Job Risk Analysis / Health Risk Assessment Matrix for Women Identify potential medical risks for women in hazardous areas & provide guidance on incorporation of gender dimension in the bi-annual health risk assessments.

9. Household Wellness Survey To assess the differential impact of hiring women on household well-being thus linking women appointment with community development

10. Lonmin WIM Communications Campaign To educate staff across all levels on Women in Mining policies, procedures, Sexual Harassment & Maternity. • Successfully integrating women into the workforce can be achieved only through a clear communication strategy, persistent efforts and repeated messages. • Lonmin WIM Program Communication was done through: • Audio visual articles, case studies & success stories • Program posters & its achievements at strategic locations • Lonmin intranet news flashes on program’s progress • Awareness campaigns & trainings on SH & maternity policies.

11. Summary of Lonmin WIM Program Successes • Only female Lonmin VP identified as WIM Champion. • 42% increase in women since 2007 – now make up 6.9% of workforce. • 483 women hired at Lonmin since September 2007. • +13 projects implemented in 5 thematic areas over 2 years. • 4 WIM-related policies adopted by Lonmin, including SH & maternity. • 3 control systems developed and operationalised to retain women. • 12 women change houses & 197 toilets built at all shafts. • Community impact of hiring women surveys completed.