Women working in the industry are passionate about the field and perceive the industry to hold opportunities for them

While opportunity exists – it remains a challenging space to get ahead in due to lack of mentorship and career development support

The perception remains that gender strongly influences career advancement in the industry, but that superior performance will ultimately overcome this

Women think their benefits are good, but the environment can be hostile at times

Women are taking their growth into their own hands

Key insights from the survey

Women working in the minerals value chain are passionate about the field and perceive the industry to hold opportunities for them

Interesting and challenging job opportunities

Good salaries and benefits Bursaries

<2511%

25-35

49%

36-45

25%

46-55

11%>553%

% by age

Full time employment

84%

Students16%

Lack of challenging work assignments

Insufficient parental responsibility leave

Sexual harassment

Infrastructure/equipment is not tailored to women

Exclusion from informal (i.e. social) networks

The organisation does not value gender diversity

Unequal HR practices

Inflexible working arrangements

Opportunities are awarded based on gender

Unsupportive workplace culture

Insufficient career and development guidance

Lack of exposure to suitable mentors and role models

0% 10% 20% 30% 40% 50% 60% 70%

While opportunity exists – it remains a challenging space to get ahead in due to lack of mentorship and career development support

Lack of challenging work assignments

Insufficient parental responsibility leave

Sexual harassment

Infrastructure/equipment is not tailored to women

Exclusion from informal (i.e. social) networks

The organisation does not value gender diversity

Unequal HR practices

Inflexible working arrangements

Opportunities are awarded based on gender

Unsupportive workplace culture

Insufficient career and development guidance

Lack of exposure to suitable mentors and role models

0% 10% 20% 30% 40% 50% 60% 70%

The perception remains that gender strongly influences career advancement in the industry, but that superior performance will

ultimately overcome this

Lack of challenging work assignments

Insufficient parental responsibility leave

Sexual harassment

Infrastructure/equipment is not tailored to women

Exclusion from informal (i.e. social) networks

The organisation does not value gender diversity

Unequal HR practices

Inflexible working arrangements

Opportunities are awarded based on gender

Unsupportive workplace culture

Insufficient career and development guidance

Lack of exposure to suitable mentors and role models

0% 10% 20% 30% 40% 50% 60% 70%

Women think their benefits are good, but the environment can be hostile at times

Women are taking their growth into their own hands

Explored alternate working arrangements

Requested professional development coaching

Familiarised with company policies

Sought out suitable mentors

Joined interest groups (e.g. WiMSA)

Requested additional skills training

0% 10% 20% 30% 40% 50%

@WomenInMiningSA

www.wimsa.org.za

Women in Mining South Africa

WomenInMiningSA