Presented by: Virginia Tyobeka Executive Head

Human Resources Kumba Iron Ore

Women in Mining: Strategies to accelerate the integration of women

PURPOSE OF THIS PRESENTATION• To briefly cover industry challenges

• Share the Kumba Iron Ore journey

• Stimulate dialogue about sustainable solutions

THE CHALLENGES

REASONS WHY COMPANIESFAIL TO TRANSFORMCommitment at the top does not always translate into effective execution by middle management

Not focussing on the ‘right things’

Mind-sets are slow to change

‘Blanket’ rather than ‘tailored’ solutions

The focus is on getting top management’s support, while middle management is overlooked and ill-equipped.

Failure to focus on the real challenges, and not involving the right target audiences, results in failure.Values, assumptions and beliefs need to change before behaviours can.

One size does not fit all…tailor initiatives for the context.

SOUTH AFRICA’S IMPRESSIVE PERFORMANCE

London

Australia

Hong Kong

9

11

11

12

13

20

South Africa has more female representation at executive levels than in other mining regions

• SOURCE: Mining for talent report, 2013

Percent, Top 500 listed mining companies

WE ALL FACE THE SAME CHALLENGES

1918

161515

131312

1110Mining Co I

Mining Co H

Mining Co G

Mining Co F Mining Co EMining Co D

Mining Co CMining Co B

Mining Co AKumba Iron Ore

25%

• SOURCE: Listed companies; Commission for Employment Equity; Annual Report

20%

29%

13%23%

Women in total workforce (%)

Women in senior management (%)

13%

12%23%

20%20%

THE KUMBA JOURNEY

From our boardroom to the mine face, we want women to have access to the many rewarding career opportunities provided by our industry.

ABOUT KUMBA

THABAZIMBI MINE

LIMPOPO

SISHEN MINE

NORTHERN CAPE

KOLOMELA MINE

NORTHERN CAPE

HEAD OFFICE + SALDANHA

CENTURION

TOTAL NUMBER OF EMPLOYEES (INCL. CONTRACTORS) 13 529 (JULY 2014)

KUMBA HAS EXPONENTIALLY INCREASED THE NUMBER OF WOMEN EMPLOYED

5 6 7 7 810

1214 15

17 18

2004 2012201020082006 2014

19

• Source: Kumba (July 2014)

OUR PERFORMANCE

Female representation at Kumba (percentage of permanent employees)

Noteworthy: 26% of people with disabilities are women

Our Targets and actuals

Sishen Kolomela Thabazimbi

Head Office

All women

Target 16% 23% 17% 44%

Actual 16% 24% 16% 43%

Our Targets and actuals

Sishen Kolomela Thabazimbi

Head Office

Women in CORE Operations

Target 12% 21% 13% 30%

Actual 13% 21% 13% 27%

OUR PERFORMANCE

• Source: Kumba (July 2014)

10-15%<10%

>15%

• Source: Kumba (July 2014)

CORE NON-CORE TOTAL

Senior Management 13% 30% 20%

Middle Management 20% 44% 27%

Junior Management 10% 31% 13%

Other 13% 49% 19%

OUR PERFORMANCE

Diagnosis Strategy Structure Set Targets

Implement Tailored Solutions

Measure and

Benchmark

Quarterly Visible

Felt Leadershi

p Platform (‘Voice of

the Female’)

Structured and cyclical

OUR APPROACH

• 24/7 day-care centre at Sishen

• Taking Women in Mining to universities

• FET bursars for technical qualifications

• Successful Women in Mining Conference held in Sishen in 2013

• Sexual harassment assessment (HITT –

Harassment Investigation Task Teams) per site

• Emergency response for handling crises

OUR HIGH IMPACTINITIATIVES

WHAT MINING INDUSTRY SHOULD BE TALKING ABOUT

▪ Flexible work schedules

▪ Job sharing▪ Child care centres

▪ Target girls at primary school level

▪ Offer development programmes and external networks

▪ Diversity and inclusion are part of the management philosophyManagement

commitment

Support structures

• SOURCE: McKinsey & Company

Women’s development programmes

By 2012, NASA ACHIEVED 35% FEMALE REPRESENTATION

LEARNING FROM OTHERS

• Select bright girls at primary school

• Drive Mathematics and Science

• Introduce Mining as a career

• Support girls financially to go to university

• Develop Graduate Programmes

• Recognise excellent performance

1 Prepare women for mining

• Prepare men to receive women in the workplace

• Orientate new entrants to understand a mixed gender organisation

• Safety and Protection mechanisms

• Implement supportive policies

• Develop infrastructure: child care, housing, etc.

• Continuously revisit solutions as the challenges evolve

Prepare mining for women

• Promote a leadership philosophy

• Prepare women for challenges of senior roles

• Create culture receptive to female leadership style

• Provide extensive exposure to different positions in the mine

• Create meaningful development programs – mentoring, coaching, rob rotation and shadowing

• Create robust succession planning

Retain and grow women

CREATE A BALANCED ECOSYSTEM WITH THE ‘RIGHT’ SOLUTIONS AND CONVERSATIONS

A WAY FORWARD

2 3

“We actively seek ways in which to encourage women to participate in our industry. Mining has long been a male-dominated industry, but it is a trend that we are keen to buck.”

Norman Mbazima, CEO Kumba Iron Ore

THANK YOU