1. 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

2. 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

3. 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

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

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

6. 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 % 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

7. 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.

8. 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

9. 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

10. 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

11. 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

12. Examples of ill-fitting PPE among WIM

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

14. 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.

15. 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.

16. 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

17. 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.

18. 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

19. Sexual Harassment
Illustrative Comic Book
Poster

20. 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

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

22. 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.

23. 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)

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