Lonmin-IFC Partnership Benedicta Sepora WIM Operations Officer, IFC Lonmin Women in Mining Program.

Slides:



Advertisements
Similar presentations
The PRR: Linking Assessment, Planning & Budgeting PRR Workshop – April 4, 2013 Barbara Samuel Loftus, Ph.D. Misericordia University.
Advertisements

Measuring Impact. Retention & Achievement Strategy Have a strategy – know where you want to get to – set clear targets that all staff understand – we.
University of Oxford People Strategy – April 2014.
A Healthy Workplace Canadian HW Criteria & Implementation John Perry (
PHAR 746 Pharmacy Management Stacy Ramirez, Pharm.D. Clinical Assistant Professor Department of Pharmacy Practice.
Child Safeguarding Standards
Outline Profile of the DND procurement community Demands and pressures
Minneapolis Blueprint For Action to Prevent Youth Violence Mayor R.T Rybak Commissioner of Health Gretchen Musicant.
Work / Life Balance A Business Issue or another HR fad? City Forum 19 September 2002 Sue Young, Innova Partnership Limited.
Opportunities for Women in Non-Traditional Employment Sustaining Equitable Pathways for Women into Nontraditional Occupations.
Domestic Violence and the Workplace Deborah McIlveen Policy & Services Manager Women’s Aid England.
Today’s Forum NTPS Employee Survey Response Plan Indigenous Employment Career Development Strategy NTPS Capability and Leadership Framework An update on.
Strategic Management of Human Capital FY04 Implementing Projects Risk Management Agency FY 2004.
2. 11 Rights of employers and employees Rights of employer and employees Rights and responsibilities  Both employees and employers have legal rights.
Diversity management in New Zealand’s changing workplaces.
Human Capital Management Assessment Joe Burt Director, HRM March 31, 2004.
Absenteeism “It is the practice of being an Absence and an absentee is one who habitually stays away”
Mental Health Matters Ann Creed –
Contact: Ricky Somal, Equality and Diversity Manager, 2014 Workforce.
City Partner Group 30 April 2015 City Partner Group 30 April 2015 Councillor Paul Dennett Strategic Assistant Mayor Humanegment and Workforce Reform Salford.
Mandy Withers Equality Act 2010.
Gender Workplace Programmes 19 April Legislative Framework SA Constitution, 1996; Public Service Act, 1994; Public Service Regulations; Public Service.
Allen Hepner Senior Planning & Performance Manager September 22, 2011
HR Initiatives in the NHS
Strategic Objectives 2011 January 14, Growth of Aligned Programs ObjectiveAccountabilityProcessOutput/ Outcome Status Report Enhance and expand.
Strategic Planning for EEO & HR Offices Dinah Cohen CAP Director Derek Shields CAP Program Manager EEOC Executive Leadership Conference – May 3-5, 2011.
MANAGEMENT DIRECTIVE 715 (MD-715)
Welcome Maria Hegarty Equality Strategies Ltd. What ? Equality/Diversity Impact Assessment A series of steps you take that enable you to assess what you.
Step 6: Implementing Change. Implementing Change Our Roadmap.
Chapter 10 Human Resource Management. HRM Human Capital Human Resource Management 3 major responsibilities of HRM  Attracting a quality workforce  Developing.
SOCIAL AND LABOUR PLAN.
Promoting Employment Equity in the Public Service Presentation to the Portfolio Committee, Parliament Briefing by the Department of Public Service and.
CSR Action and Engagement in the workplace
Toolkit for Mainstreaming HIV and AIDS in the Education Sector Guidelines for Development Cooperation Agencies.
CONNECTICUT HEALTH FOUNDATION: Update on Evaluation Planning for the Strategic Plan.
Diversity and Inclusion at the World Bank Group (IBRD, IFC & MIGA) 1.
Equalities Action Planning: Shifts and Continuities Dr Meena Dhanda HLSS Equality & Diversity Coordinator 29 April 2008.
Noleen Pauls Chairperson WiMSA “What can we learn from the last two decades about changes in the mining labour force, and what actions and innovations.
Session 4 Engagement, Continuous Improvement, and Accountability CLAS Training [ADD DATE] [ADD PRESENTER NAME] [ADD ORGANIZATION NAME]
Are happy employees safe employees? Rick Spencer Leadership Team Member Omega Health Systems Thousand Oaks, CA USA.
Introducing the new NHS workplace learning campaign...
What is the Strategic Value of HR within Local Government? Presented by Justine Helm, Charlotte Plumb, Victoria Swanson, Wendy Gill, Anna Smith.
A Whole College Approach to Equality & Diversity Highbury College A Whole College Approach to Equality & Diversity Deborah See, Executive Director Collegiate.
HUMAN DEVELOPMENT PRODUCTIVITY AND EMPLOYMENT. OUTLINE Introduction 1. Summary of issues 2.What is working 3.Looking ahead: Focus on outcomes 4.What makes.
Every Child Matters Improvement Programme Integrated Working In Localities Project Phase 2 – October 2009 update.
1200, Twikatane Road, off Addis Ababa Drive Millennium Challenge Account Zambia Reducing Poverty Through Economic Growth SOCIAL & GENDER.
Benchmarking Corporate Responsibility EAUC 12 TH Annual Conference University Exeter 2 nd April 2008  Helps with internal data consolidation.
Copyright © 2008 Pearson Education Canada Dessler & Cole Human Resources Management in Canada Canadian Tenth Edition The Strategic Role of Human Resources.
ACHPER NSW Community and Family Studies HSC Enrichment Day 2015 Social Impact of Technology.
Educating Business Leaders on Designing a Health-Workplace Environment to Promote Health, Safety and Well-Being 143 rd APHA Annual Meeting| Chicago, IL.
Welcome to the IPFS Webinar The National Standards for Culturally and Linguistically Appropriate Services in Health and Health Care (The National CLAS.
1. Contents Context for Strategy Development What We Did Progress and Next Steps 2.
Session 2 Governance, Leadership, and Workforce CLAS Training [ADD DATE] [ADD PRESENTER NAME] [ADD LOCATION NAME]
Dialogue with Country Gender Focal Points PREM Forum May 3, 2012 Jeni Klugman Director Gender and Development, World Bank.
Faculty Council June 2014 Recommendations of the Task Force on Gender Equality at OIST.
Tools for embedding sustainable development Tanya Nash Uned Datblygu Cynaliadwy Sustainable Development Unit
1 Equality Impact Assessment- Legal & Policy Context Presented by Ionann Management Consultants Ltd ionann.co.uk January 2008 Qmul-EiaTrng SlideShow.ppt.
Mindset 2000 LtdSlide 1 Train to Gain Provider Support Programme October 2007 Equality and diversity.
United States Department of Agriculture Office of the Assistant Secretary for Administration Office of Human Resources Management Presented by Dr. Zina.
Mainstreaming: equality at the heart of further education.
Department of Defense Voluntary Protection Programs Center of Excellence Development, Validation, Implementation and Enhancement for a Voluntary Protection.
Comprehensive Impact Assessment (CIA) David Read Policy Specialist Strategy, Localism and Communications.
Managing Talent – Maximizing Your Employee’s Potential 3 rd SACCO LEADERS’ FORUM Monique DunbarLorri Lochrie Communicating Arts Credit UnionCentral 1 Credit.
Exhibit 7 Contracting and Workforce Equity Statement of Legislative Intent July 9, 2012.
Educator Equity Resource Tool: Using Comprehensive Equity Indicators
Gender statistics in Information and Communication Technology for Women’s Empowerment and Gender Equality Dorothy Okello, Annual.
GENDER STATISTICS IN INFORMATION AND COMMUNICATION
FY15 High-Level Finance Goals
Equality Act 2010 Your Name.
Provider expectations of information in a SAR – Safeguarding
Presentation transcript:

Lonmin-IFC Partnership Benedicta Sepora WIM Operations Officer, IFC Lonmin Women in Mining Program

2 The Lonmin Women in Mining Program To support sustainable integration of10% women in its workforce as required by the DME & in Lonmin SLP by Background:  4.6% by the end of FY07 out of workforce of 25,000  No gender structure, ownership or budget Implementation Structure :  EVP Human Capital is process owner  Lonmin Employment Equity Forum  Lonmin Women’s Union Committee  IFC WIM Operations Officer

3 Policies & Structures Recruitment and Retention Physical Env. & Job Suitability Culture Change Recruitment Appointment Ratio Tool Alternative Job Placement for Pregnant Women Change Houses, Toilets & PPE Communication & Diversity Man Program Training Sexual Harassment Community Impact Survey Equipment/ Safety Study Structures and Committees Policies and Procedures Gender Health Risk Assessments Balanced Scorecard Salary Disparity Study WIM Business Case Lonmin Women in Mining Initiatives

Key Lonmin Women in Mining Achievements Lonmin Policies and Structures 4 WIM policies signed off Lonmin’s women union and other committee structures reactivated Recruitment and Retention Culture Change Physical Environment & Job Suitability Diversity management review conducted WIM communications campaign launched SH grievance procedures developed Hiring &retention tracking tools developed Alternative placement system for pregnant women developed Gender & race salary disparity survey conducted Female job risk analysis completed Gender health risk assessment Matrix in place WIM Business Case Household wellness survey completed Practitioner’s manual for integrating women into mining developed

5 Track HDSA &women appointment and retention. Hold line managers responsible for achievement of targets. Lonmin WIM Hiring and Tracking Tool

Current Status (May2010) AREATHRESHOLD TARGET 2010 WIM3.03%6.8% WAM 6.9%10%

7 Track pregnancy trends & number of women placed in alternative positions or given leave of absence after being removed from hazardous areas. Alternative Placement Management Control System

8 Identify potential medical risks for women in hazardous areas & provide guidance on incorporation of gender dimension in the bi-annual health risk assessments. Female Job Risk Analysis / Health Risk Assessment Matrix for Women

9 To assess the differential impact of hiring women on household well-being thus linking women appointment with community development Household Wellness Survey

10 To educate staff across all levels on Women in Mining policies, procedures, Sexual Harassment & Maternity. Lonmin WIM Communications Campaign Successfully integrating women into the workforce can be achieved only through a clear communication strategy, persistent efforts and repeated messages. Lonmin WIM Program Communication was done through:  Audio visual articles, case studies & success stories  Program posters & its achievements at strategic locations  Lonmin intranet news flashes on program’s progress  Awareness campaigns & trainings on SH & maternity policies.

Summary of Lonmin WIM Program Successes Only female Lonmin VP identified as WIM Champion. 42% increase in women since 2007 – now make up 6.9% of workforce. 483 women hired at Lonmin since September projects implemented in 5 thematic areas over 2 years. 4 WIM-related policies adopted by Lonmin, including SH & maternity. 3 control systems developed and operationalised to retain women. 12 women change houses & 197 toilets built at all shafts. Community impact of hiring women surveys completed. 11