Transcript Slide 1
Ms. Faith Letlala (National Union of Mineworkers)
STRATEGIES TO ACCELERATE THE INTEGRATION OF WOMEN
Introduction
Active participation of women and the direct consideration
of their specific needs in the mining sector is a fairly new
aspect.
NUM initially made dominated has been active promoting
women empowerment in mining sector since late 1990s
NUM acceded to Cosatu 1999 resolution on increase of
women presentation in all its affiliates; contributed to
mining charter, and to SLP with women interests
Introduction Cont’d
Caution:
No. of women
indicated black
and white; hence
can distort extent
to which the
transformation
objective has been
achieved
Importance of more women in the sector
Increase in employment opportunities and welfare given
the number of female headed households
Higher levels of productivity when supplemented by
appropriate technology
Good negotiators and better articulators of society need
beyond monetary income
More responsible use of income generated
Achievements for women in the sector
Women in the sector not being prejudiced because of
physiological nature (NUM Anglo Coal Agreement 2013)
General acceptance and support of re-skilling, skills
upgrade and training for WIM
Tools for increase of women in the sector
Regulations mainly:
Minerals and Petroleum Resources Development Act
(2002/2008): stipulates substantial and meaningful benefit
historically disadvantaged including women
South African Mining Charter (2004/2011): Set target of 10%
participation of women in the mining sector within 5 years of
implementation
Employment Equity Act (1998): No discrimination in the work
place based on gender among other factors
Effectiveness of tools for increase of WIM
Women substantially benefiting the sector (MPRDA):
+? or – ?
10% women participation in the sector (Mining charter): +? or – ?
No gender discrimination at work (Employment Equity): +? or – ?
Persuasion and good employer’s good will:
+? or – ?
Reporting concerns on WIM
Employment equity objective: Diversification of workplace to reflect the country's demographics
Compliance target by 2014: 40% across all levels of employment
Reported actuals (DMR)
2010
2011
2012
2013
2014 - March
Top management (Board)
20%
25%
30%
35%
40%
Senior management (Exco)
20%
25%
30%
35%
40%
Middle management
30%
30%
40%
40%
40%
Junior management
40%
40%
40%
40%
40%
Core skills
15%
20%
30%
35%
40%
With women being 51.3% of the population, evidence on the ground does not
support suggestion that the target has been achieve
Persisting challenges
Safety particular underground
Assignment of subservient jobs and salaries disparities
Reluctance by the employers to provide real time data on the
implementation of the mining charter provisions constraining
independent evaluation
Lack of well-planned career path and support for women to
move up within the hierarchy of the employer firms
Way forward
Consolidate partnership among all stakeholders working towards
increase of WIM
Agree on a intervention model that makes a business case for mutually
beneficial increase of women in the mining sector
Eradicate the notion that women participation and women welfare in
the sector will be achieved at the cost of their male colleagues
Put in place mechanism/protocol for independent assessment of
progress made on WIM targets by all stakeholders
Practical steps to enforce legislation in cases of non-compliance