Modern Mining August 2022

advancement of women across occupational lev els. Indian and White women are over-represented against their National Economic Active Population (EAP) statistics, while African and Coloured women are under-represented. Strategic initiatives are underway to improve the status; to attract, train and retain more African and Coloured women in the min ing sector. What are the challenges as related to meeting the gender equity targets? The high turnover levels of women in the mining sector continue to pose a challenge to meeting gender equity targets. This is especially the case in core mining roles, not just in senior roles but also in mid-career roles, where we would ordinarily build our talent pools. Women still face myriad challenges that contribute to the high departure rates at senior levels of mining companies. At an operations level, challenges relating to physical safety, harassment, unequal access to opportunities and traditional gen der-based views on women’s participation in mining contribute to women leaving mining. The recent report by Rio Tinto of the difficulties women face at its global operations is sobering and not unique to Rio Tinto. These challenges, if not addressed by all leaders, will make it difficult for mining companies to attain gender equity targets. What measures are in place to address the gender pay? Globally, one of the challenges faced by women in all sectors, including mining, is the gender pay gap. This issue has been identified as a contentious issue in research conducted by the Minerals Council and has been reiterated in research outcomes globally. The Minerals Council believes strongly that data collection and the tracking of trends is crucial to addressing the challenges faced by women and to further transformation in the industry. To this end, the Women in Mining Gender Diversity and Inclusion dashboard was developed to track Minerals Council member company data based on KPIs that have been proven to influence transformation. One of the KPI metrics looks at the differences in average remuneration between men and women amongst the member companies. The Minerals Council has launched a dashboard for member companies and organisations to begin tracking the industry’s prog ress in closing the gender pay gap and collecting crucial data that will scientifically inform our conver sation, policies and actions going forward. How is industry working to attract females to the mining sector? The Minerals Council supports and works closely with external stakeholders to ensure a steady num ber of women enter the mining sector. Universities have made great strides in attracting females and

The SA mining industry employs 64 500 women out of a total workforce of 460 000.

High turnover levels of women in the mining sector continue to pose a challenge to meeting gender equity targets.

Women still face myriad challenges that contribute to high departure rates.

August 2022  MODERN MINING  17