Woman In Minng

Women in Mining
A GUIDE TO INTEGRATING WOMENINTO THE

 
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WOMEN IN MINING: A guide to integrating women into the workforce
© 2009Lonmin Plc.Northdowns17 Georgian Crescent (off Sloane Street)Bryanston East 2152 JohannesburgRepublic of South Africa
Website
: www.lonmin.com
E-mail
: contact@lonmin.com© 2009International Finance Corporation2121 Pennsylvania Avenue, N.W.Washington, D.C.,20433 U.S.A.Telephone: 202-473-1000Website: www.ifc.orgE-mail: IFCLinkages@ifc.org All rights reserved.The findings, interpretations and conclusions expressedin this manual do not necessarily reflect the views of theInternational Finance Corporation or Lonmin Plc. Theinformation in this manual is not intended to serve aslegal advice. The International Finance Corporation andLonmin Plc. do notguarantee the accuracy of the dataincluded in this manual and accept no responsibility forany consequences of the use of the information providedherein.
Acknowledgement
This manual is a product of collaboration between Lonminand the International Finance Corporation (IFC). Wewould like to thank and acknowledge the Lonmin HumanResource, Medical, Engineering and Communicationteams for their significantcontribution and to all theLonmin Employees for their overall support.

 
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WOMEN IN MINING: A guide to integrating women into the workforce
Foreword
Lonmin internal transformation aims to create anenabling environment for women to not only pursuecareers at the mine, but also thrive in the miningprofession. In the last two years, the Lonmin-IFCWomen in Mining project has put in placeprocessesgeared towards cultural transformation at Lonmin. Wecan notice a slow shift in the culture of the organizationdue to the introduction of new policies and proceduresaddressing women requirements in the workplace.However, one needs to admit that the market itself requires transformation. Research on recruitmenttrends shows that, the South African academia doesn’thave enough women engineers,geologists, surveyors,electrical engineers required by the mining sector. Forthis reason, there is an urgent need for prior investmentparticularly in education in order to nurture interest inmining careers among young females at both primaryand high schools levels.For the last five years, the trend in South Africa hasbeen such that there are fewer women graduatingfrom Universities in fields such assurveying, electricaland mining engineering. In addition, as soon as theygraduate, women are quickly absorbed into the marketby the highest paying employer. While mining isprepared to pay a high premium for few womengraduates, the mining brand and the images thereof still remain dominated by strong masculinity. This isbecause mining is perceived to be a brutal professionmeant for tough men. Given theprevailing perceptionsand numbers of female graduates there is a slim chancethat women will arrive at mining gates.To mitigate these factors, the mines need to continuecultural transformations at the workplace as well makemining profession attractive to women. Moreover,mines should invest at universities, target femalestudents, and ensure that a bigger pool of womengraduates is created over time.Barnard Mokwena
Executive Vice President, Human Capital and External  Affairs
Lonmin
 ABBREVIATIONS
 AIDS - Acquired Immunodeficiency SyndromeCEO - Chief Executive Officer HIV - Human Immunodeficiency VirusIFC - International Finance Corporation KPI - Key Performance AreasTOR - Terms of ReferenceWIM - Women in Mining

 
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WOMEN IN MINING: A guide to integrating women into the workforceIntroduction 5Mapping WIM Process to OrganizationalDepartments 9
PROGRAM LEADERSHIP
11Prepare 12
 Step1: Secure Management Commitment and  Set Incentives 12 Step 2: Audit Current Status and Climate 14 Step 3: Develop Overall Plan and  Management Structure 15 Step 4: Monitor and Continuously Improve Program
16
ENGINEERING
20Prepare 21
 Step 1: Prepare Physical Environment for Women 21
MEDICAL...