Power progress, the Minerals Council South Africa’s bold strategy to champion women in mining

The mining industry is evolving, and so is the diversity and inclusion in its workforce. The Minerals Council South Africa realises the future and sustainability of the mining industry can only be ensured if women can play an equal role in contributing to its success.

Many women find a number of challenging barriers that prevent them from fully participating in the industry and making a meaningful contribution. Significant strides have been made since South Africa became a constitutional democracy in 1994 to encourage women to enter mining and to create safe work spaces that accommodate everyone. These measures have extended to all previously marginalised groups, although we still have a long way to go to make mining a career of choice for women. Mining is so much more than just working underground. There are many career opportunities in a wide variety of disciplines.

The industry is seeking ways to redouble its efforts to drive meaningful inclusion and to realise a fully transformed South African mining industry; one that is not only reflective of the country’s demographics, but one in which women thrive. By doing so, we unlock our country’s full potential by ensuring our available human capital is fully harnessed for a successful and sustainable mining industry in which all employees are safe, healthy and respected.

The Minerals Council, whose members account for 90% of South Africa’s yearly mineral production by value, has a dedicated team and programme assisting and guiding its members through the sharing of leading practices and initiatives, workstreams and programmes to increase the number of women working in meaningful, well-paid jobs in the mining industry. 

Some of the key challenges that the Minerals Council and its members are actively addressing include:

• Gender-based violence and harassment, including workplace bullying. This is fuelled by outdated beliefs that mining is a man’s domain and women are not capable to work in especially core mining roles. However, we must be cognisant that mining reflects the society in which it operates and from which it draws its employees. Our programmes to address the scourge of gender-based violence, harassment and femicide extend beyond mine gates into communities close to operations and across South Africa through mining companies’ support of the Thuthuzela Care Centres.
• The gender pay gap, particularly in more senior roles, is a fundamental issue that needs to be challenged head-on. This challenge is not unique to mining. It is a broad societal issue locally and globally, where on average, women earn 78 cents for every rand earned by men for similar work.
• Though the inclusion of women in the sector has progressed from the recorded 12% in 2018 to an average of 16% to 19% in 2024, there is a need to focus on the targeted inclusion of women beyond the semi-skilled occupational level to achieve a fully representative workforce right up to top management level. Therefore, there is a need to address factors such as limited career growth and development opportunities for women.
• Mining facilities, especially at operational level need to also reflect a physical environ-ment that is cognisant of the diverse physio-logical needs of women. Ill-fitting personal protection equipment and non-inclusive facilities deter women and contribute to the difficulties in retaining women in the sector. Redesigning facilities will support privacy, hygiene and dignity.
• Mining does not take place in a vacuum and within the South African context, mining is an integral part of the socio-economic landscape, and as such there is a greater need to advocate for greater societal transformation through an approach that also centres gender imperatives in mining communities and the whole mining value-chain.

The Minerals Council and its member organisations have reflected on these transformational considerations, and through a leader-led consultative process, redefined its women in mining strategy, marking a shift towards a leader-led and impactful strategy that emphasises accountability and positive societal impact. The redefined strategy departs from the initial foundational measures framework and articulates a more holistic approach which will be driven through five strategic pillars.

THE PILLARS ARE:

• Safe, equitable and dignified work environments
• Inclusive leadership and respectful workplaces
• Diverse talent development and career advancements
• Data-driven accountability and continuous improvement
• Collaboration, value chain transformation and societal impact.

The Minerals Council and its members remain committed to achieving operational excellence, innovation and sustainable practices in which untapped human resources are harnessed through ensuring a diverse and inclusive workforce. The mining industry is striving for a workforce that is truly representative and fully inclusive so it continues to positively contribute to the South African economy, society, communities and shareholders.