Noleen Pauls Chairperson WiMSA “What can we learn from the last two decades about changes in the...
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Transcript of Noleen Pauls Chairperson WiMSA “What can we learn from the last two decades about changes in the...
Noleen PaulsChairperson WiMSA
“What can we learn from the last two decades about changes in the mining labour force, and what actions and innovations are needed to see continued improvements in the gender balance of the extractives sector”
Mining in 2014
• ~19% of direct, indirect & induced GDP
• >50% of foreign exchange
• ~20% of private investment
• Employed ~500 000 people directly &
• Another 800 000 jobs indirectly
From Chamber of Mines
Changing landscape
Physical
• Living conditions
• Health & safety
• Procurement
• Local communities
Dynamics
• Discrimination
• Diversity
20002001
20012003
20042005
20062007
20082009
20102011
20122013
2014
4%4% 5%
3%
6% 6%
10%12%
14%
10%
14% 14%
Quarterly labour stats (Stat Bulletins)
21%
12%
7%
6%
5%
4%
South Africa – JSE
Australia – ASX
USA – NYSE
Hong Kong – SEHK
Canada – TSX/TSXv
United Kingdom – LSE/AIM
From Mining For Talent. www.pwc.co.uk
top man
agem
ent
senior m
anag
emen
t
professio
nals
skille
d worke
rs
14%22%
36%44%
21%30%
43% 47%2003 2013
The way we are
The Commission on Gender Equality
• Ensure that gender equality is safeguarded and promoted
• Assess all legislation from a gender perspective
• Recommendations to Parliament and other authorities
• Educate and inform the public
• Investigate complaints on gender-related issues
• Monitor progress towards gender
• Co-operate with other institutions
MPRDA & Mining Charter
Key focus on:
• Expectation of female ownership of mining rights
• Initial Target of 10% women in mining
• Increased focus of female representation in management
levels
• BBBEE focus on black females within mining operations
Legislation: Enabler or Hindrance?
Enabler Hindrance
Provided focus on women in mining workplace that previously didn’t exist
Women in Mining is multi-faceted challengeNumeric targets alone will not result in desired change
10% target well-known and “stuck” in mind-sets Quota driven mentality can be destructive
Have seen some adjustments to mining workplace since 1994 that could be linked to new legislative environment Change Facilities PPE and equipment Recruitment strategies EE - policies, forums and awareness Women-only core-business teams Mentoring & support structures
Drives exclusivity and not inclusivity or diversity
Legislation drives a direct focus on gender culture in workplace not diversity/organisational culture (holistic approach)
The way forward
• Minority by choice
• Address skills crisis
• Attract women to the industry
• Gender differences exist
• Work life balance
• Empower & develop women
• Retain women
@WomenInMiningSA
www.wimsa.org.za
Women in Mining South Africa
WomenInMiningSA