In securing a supplier to provide personal protective equipment (PPE) specifically designed for women, coal mining company Kangra, which forms part of investment group Menar, is dedicated to addressing and prioritising the unique needs of women across its mining operations.

The lack of appropriate PPE has long been a challenge for women working underground and in shift-based roles, where safety and comfort are closely tied to the correct fit of work clothes.

Kangra has received samples of women-specific gear, including overalls and gumboots. New PPE will be provided to all women on site starting from August 2025.

Proper-fitting PPE is not only about safety compliance but also ensuring that women feel confident in the workplace, says Kangra human resources manager Buhle Nzuza.

While the PPE development marks a practical change, Kangra is also focusing on structural efforts to address gender disparities, through the mine’s gender-based violence policy to support employees who may have been subjected abuse or harassment.

The policy is supported by a company culture that does not tolerate any form of abuse or discrimination, with the human resources department responsible for investigating reports and ensuring that appropriate action is taken.

“All employees have access to several avenues through which they can report incidents, including anonymous channels,” adds Nzuza.

Kangra is also supporting the career development of women employed at the mine. At the centre of this is a succession plan that identifies and prepares women for potential futures in leadership roles. Development programmes provide a platform for participants to upskill, positioning them as candidates for more senior positions as they become available.

Nzuza says these in-house pathways have already shown results, evidenced by the promotion of Precious Nkosi, who progressed from miner to shift boss over a fairly short period. Her progression was the result of being identified through this succession planning process and being supported through every stage.

Mentorship

“In a sector that remains male-dominated, mentorship and targeted development in the mining sector have become important tools for progress,” says Nzuza, adding that Kangra’s Women in Mining committee ensures that women are prioritised when new training or development opportunities become available.

“When a training programme is introduced, the company tries to identify suitable women candidates first – an approach aimed at improving representation not only in supportive roles but also in operational and leadership positions,” she says.

Women who show potential are also given acting roles in more senior positions, thereby enabling Kangra to gauge their performance in practice to determine any skills gaps that need addressing.

“Targeted support is then provided, often in the form of short courses and mentorship, to ensure the individual is fully prepared before taking on the role permanently,” says Nzuza, adding that this method has been used across operations and has helped increase the number of women in decision-making roles.

The benefits of having more women in operational roles are already visible, as their having been deployed to various roles have contributed to improved safety records and stronger decision-making.

“Their attention to detail and cautious approach to tasks have had a noticeable impact on team performance and workplace culture,” she adds.

Kangra’s approach forms part of Menar’s bigger transformation agenda, which includes a commitment to gender equity across its portfolio of mining operations. At Kangra, this includes meeting targets of the employment equity plan to ensure that women are represented at all levels.