PROMOTING THE HEALTH, SAFETY & SECURITY OF WIM IN THE SAMI “Nothing About Us, Without Us. Striving for Zero Harm” 23 August 2018 Indaba Hotel Fourways Ms Lerato Tsele WiM Sub-Committee Chairperson

Presentation Outline MHSC mandate MHSC role in the SAMI MHSC overview 2014 OHS summit Culture Transformation Framework WIM initiatives Implementing the WIM programme Regional WIM workshops Way forward Conclusion

MHSC mandate MHSC is a national public entity established in terms of the MHSA, No 29 of 1996 Advise the Minister on all occupational health and safety issues in the mining industry relating to legislation, research and promotion Review and develop legislation (regulations) for recommendation to the Minister Promote health and safety culture in the mining industry Oversee research in relation to health and safety in the mining industry

MHSC Role in the SAMI Promoting a culture of OHS. Fostering an effective tripartite partnership. Driven by

MHSC STRUCTURE HIV/AIDS and TB Programmes Oversight role on the overall Implementation of culture transformation HIV/AIDS and TB Programmes

2014 OHS Summit milestones Elimination of fatalities and injuries Zero fatalities by Dec 2020 20% reduction in serious injuries per year by Dec 2016 20% reduction in lost time injuries per year from Jan 2017 Rehabilitation of mine workers injured in the line of duty Elimination of occupational diseases- By December 2024 95% of all exposure measurement results must be below the following limits for the respective respirable dust: 0.05 mg/m3 for silica dust 1.5 mg/m3 for platinum dust 1.5 mg/m3 for coal dust No new cases should occur amongst previously unexposed individuals Elimination NIHL By December 2024, noise emitted by equipment should not exceed 107 dB(A). By December 2016, no employee standard threshold limit will exceed 25 dB from the baseline . Integrate and simplify compensation systems Reduction and prevention of TB, HIV & AIDS By December 2024, the TB incidence rate should be at or below the National TB incident rate. 100% of employees offered HIV Counseling and Testing (HCT) annually & all eligible employees linked to an Anti Retroviral Treatment (ART) programme. Culture Transformation Framework 100% implementation of the Leadership, Risk Management, Data Management, DIVERSITY MANAGEMENT, Leading Practice and Bonus and Performance Incentive pillars by December 2020. Implementation of the Integrated Mining Activity, Technology, Inspectorate, Tripartism, Regulatory Framework pillars after December 2020. Establish Centre of Excellence for research, research implementation and capacity-building

Culture Transformation Framework (CTF) The 2014 OHS summit milestones requires the SAMI to implement the approved CTF. The diversity management pillar of the CTF calls for the elimination of racism, genderism and any forms of unfair discrimination in the SAMI if ever the target of Zero Harm is to be attained. The successful implementation of this pillar will attract more women into the mining sector and also ensure that their health, safety and security is well managed.

Implementing the WIM Programme WIM conference in 2015 Development of the research programme: PPE, Safety and Security Challenges, Workplace Violence and Sexual Harassment WIM march and students workshop respectively in August 2016 Forming WIM structures and hosting WIM regional workshops WIM R&D Needs Analysis Workshop 2018

Women in Mining Conference Resolutions Issue Recommendations Lack of understanding what sexual harassment is. Increased awareness on sexual harassment at mines Non-reporting or fear of reporting sexual harassment cases. Creation of Toll-Free ( Free SMS reporting line anonymously) Availability of promotional material to prevent Sexual Harassment. MHSC booklet to be utilized Accessibility to Sexual Harassment policies to employees. Display Sexual Harassment Policies at underground waiting places Trading professional and benefits in exchange of sexual favours Incorporate Sexual Harassment on existing safety campaigns. Non-existence of Sexual Harassment ambassadors Encourage sexual harassment ambassadors on OHS committee (issue to form part of the agenda). Encourage sexual harassment ambassadors on OHS committee. Ensure development/implementation of the safety and security policies. The role of Unions on issues of sexual harassment affecting their members. Unions to conduct workshops focused on sexual harassment Sexual Harassment Policies that lack clauses of protection for victims and heavy sanction to the perpetrators Guidelines to be provided with minimum standards to the mining industry 11

Progress To Date PPE for WiM MHSC conducted a research project where the primary output was to: develop comprehensive requirements to assist the South African mining industry to select, provide appropriate and suitable PPE for women in mining (WIM). Such PPE should be suitable for WIM’s body physique in order to: enhance their health and safety at work promote compliance by all end-users (WIM) Contributes towards sustainability of women in the sector

Findings of the survey Unhygienic toilet facilities Other contributory factors 1. Underwear as a contributory factor to infections, chaffing and rashes All participants reported that they were using nylon tights as undergarments to prevent friction caused by the overall fabric from rubbing against the skin.   2. Access and hygiene conditions of underground toilets Unhygienic toilet facilities Toilet paper not provided Lack of hand washing facilities Lack of sanitary bins No demarcation of ablution per gender Inadequate space inside the ablution facility

Examples of ill-fitting PPE among WIM

Progress To Date PPE for women The final output of the research was the following PPE for WIM handbook PPE for WIM guideline

Progress To Date “Safety and security challenges impacting on Women in the South African Mining Industry” Primary purpose of this project: 1. Identify and describe the safety and security challenges, issues and barriers for women in the South African mining industry 2. To develop guidelines and recommended preventive strategies of violence and harassment and interventions to be implemented at primary, secondary and tertiary levels of prevention.

Findings of the study Workplace violence Sexual Harassment Unwanted physical contact, Unwanted verbal or Non-verbal behavior, sexual coercion, sexual favoritism. Negative attitudes and discrimination-Barriers Non-existent or Ineffective Policies SH and WV had negative effects on health, safety and production.

Findings of the study Workplace violence Men more violent than women. Men are mostly perpetrators (socially advantaged men, low self control, history of being abused) Their masculine belief of sexual entitlement and male dominance was predictors of violence. Disabled employees are at a greater risk Associated with Peer pressure and work group aggression Physical work places( hot, cold, cramped and noisy environments) associated with increased workplace aggression and violent behavior Sexual harassment Most common in male dominated environments (e.g underground mines) Women who are young, divorced or single, and have relatively low level of training and education, lone workers and shift workers are a vulnerable group. Living at home and travelling to work was associated with workplace violence

Findings of the study negative attitudes and discrimination Societal norms and values are a predictor of whether women will report violence or indeed sexual harassment. Women do not formally report cases due to-Lack of formal structures, awareness, education and support in the management of violence and sexual harassment.

Sexual Harassment Development of promotional material to address sexual harassment in the SAMI Delivery items included: An illustrated booklet A poster A 10-minute DVD The aim is for the materials to be eventually be distributed widely across South African Mines

Sexual Harassment Illustrative Comic Book Poster

Regional WIM structures + workshop ESTABLISHED PENDING KZN NORTH AND SOUTH REGION WESTERN CAPE REGION LIMPOPO OPEN CAST AND UNDERGROOUND REGION EASTERN CAPE REGION GAUTENG MERAFONG AND UKHOZI REGION NORTHERN CAPE REGION MPUMALANGA OPENCAST, UNDERGROUND COAL AND HARDROCK REGION NORTH WEST KLERKSDORP REGION NORTH WEST RUSTERNBURG REGION FREE STATE REGION

Implementing a WiM Awareness Programme Signing of the pledge by men to end sexual violence at regional workshops 13

Conclusion The 2014 OHS summit milestones requires the SAMI to implement the approved CTF. The diversity management pillar of the CTF promote Zero Harm of WIM in the SAMI, thus “ENSURING EVERY WOMAN RETURNS FROM WORK UNHARMED EVERY DAY”. MHSC will continue to collaborate with the SAMI to address the Health, Safety and Security challenges faced by WIM through research and dissemination of research outcomes.

Way Forward MHSC will continue to raise awareness on the work it has done on issues that affect female workers at mines In addition, MHSC wishes to identify additional initiatives to improve Health and Safety of Women in the South African Mining Industry (SAMI)

EVERY WOMAN RETURNING FROM WORK UNHARMED EVERYDAY 21 Years of Positive Contribution to Zero Harm for mine workers. Pursuing Research Excellence