1. Ms. Faith Letlala (National Union of Mineworkers) STRATEGIES TO ACCELERATE THE INTEGRATION OF WOMEN

2. 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

3. Introduction Cont’d Caution: No. of women indicated black and white; hence can distort extent to which the transformation objective has been achieved

4. 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

5. 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

6. 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

7. 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 – ?

8. 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)20102011201220132014 - March Top management (Board)20%25%30%35%40% Senior management (Exco)20%25%30%35%40% Middle management30% 40% Junior management40% Core skills15%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

9. 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

10. 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