Expanding on the the benefits on having women in Corporate Governance in the mining sector.
- Benefits of diversity: Studies have shown that diverse boards and executive teams lead to better decision-making, improved financial performance, and enhanced reputation.
- Challenges faced by women: Women in mining often face stereotypes, bias, and barriers to advancement, including limited access to networking opportunities, mentorship, and sponsorship.
- Initiatives for change: Organizations such as Women in Mining (WIM) and the International Women in Mining Alliance (IWIMA) are working to increase representation, provide support, and promote gender equality in the industry.
- Best practices: Companies can adopt best practices such as setting diversity targets, providing training and development programs, and creating inclusive cultures to attract and retain female talent.
- Case studies: There are successful examples of women in leadership positions in mining, such as Jacqueline Himsworth, CEO of Anglo American's copper business, and Elizabeth Collins, non-executive director at Glencore.
- ESG considerations: Women's participation in governance can also enhance ESG outcomes, as they often bring a stronger focus on social and environmental responsibility.
What other benefits would you consider beneficial for the mining industry?
CAPE TOWN, Feb. 5, 2024—Women account for about one-third of the artisanal and small-scale mining workforce, which supplies minerals essential to modern technologies and the global energy transition. But gender discrimination, enshrined in mining laws, and disregard for health, safety, and social protection limit the rights and economic opportunities of women artisanal and small-scale miners, finds a new World Bank report.
Launched today at the annual Mining Indaba Conference, the 2023 State of the Artisanal and Small-Scale Mining Sector report, a collaboration with the international development organization Pact, details gender inequalities in artisanal and small-scale mining (ASM) and highlights actions to improve gender equality and advance women’s participation. It reviews mining laws in 21 countries across Sub-Saharan Africa, East Asia and the Pacific, and Latin America, and draws on primary data from 1,900 participants, contributing unique insights about the deep-seated barriers women face in fully participating in ASM activities and opportunities toward gender equality.
"Women in artisanal and small-scale mining face formidable challenges that require urgent action to ensure they are safe and can thrive in the mine and at home," said World Bank Global Director for Energy and Extractives, Demetrios Papathanasiou. “We are thrilled to release this ground-breaking report, which offers concrete solutions to create a more inclusive and equitable mining sector that benefits women and everyone."
https://lnkd.in/giXfCNGz
The Blended Capital Group - ESG, Governance, Strategy and Finance Integration Leadership Focused on Impact Delivery
There are 45 million artisanal miners working across 80+ countries.
🏹 including their families, 225 million people are supported by #asm - 2.5% of 🌍 population
🏹 The World Bank estimates a further 134-269 million people sell food, clothing, shelter and equipment to these miners
🏹 ASM produces 20% of our #gold, 80% of #sapphire, 15% of #cobalt and significant quantities of other #preciousmetals and #criticalminerals like #copper and #nickel
ASM matters.
ASM formalization transitions miners to stable predictable business processes and business relationships. Dignity and productivity of work result as miners are organized into coops or co.’s, trained, equipped, transitioned to good practices. Vulnerabilities are reduced including to bad actors and to safety incidents.
#sustainabledevelopment is catalyzed when stable predictable fair business relationships become a norm. Governments can facilitate this by recognizing ASM as both legal and distinct from large scale mining, triggering policies that promote development.
30% of artisanal miners are women. By the numbers, that means that 13.5 million ASM participants are women. Women face barriers, lower pay and risks of sexual violence in many places across the sector. Women can be the ‘glue’ that supports broader development and community integration as ASM is formalized.
Gender equality and broader #humanrights adherence are core to formalization. This is simply the right thing to do - dignity and respect for human rights can’t be seen as optional. This is also the smart thing - catalyzing productivity and development.
The Blended Capital Group and our partners are committed to reimagining outcomes in ASM. We know that commercially realistic outcomes result - dignity, development, productivity. #impactinvestment#mininginvestment. We know that ASM bridges gaps in critical minerals supply. We know that human rights and gender equality are key elements of this work. Alliance for Responsible Mining (ARM)Levin SourcesBanQu Inc.Napier Meridian
Now is the time.
#mining#sdgs#esg#responsiblemining#sustainablemining#energytransition#netzerohttps://lnkd.in/gbV28rza
Nandi-Ndaitwah champions women’s leadership in mining: Niël Terblanché
Namibia’s Vice President, Netumbo Nandi-Ndaitwah, has rallied women in the mining sector to ascend to leadership roles while stressing the underrepresentation of women in one of the country’s cornerstone industries.
While addressing participants at the Mineworkers Union of Namibia (MUN) Women’s Conference, Nandi-Ndaitwah reiterated the pivotal role women can play in maximizing the benefits derived from Namibia’s rich natural resources.
According to the Vice President, mining employs a mere 17 percent of women. She referred to statistics from a 2015 study from the University of Namibia (UNAM).
“It is imperative for women to not only participate in this sector but to strive for leadership positions, whether within unions or operational roles within the industry itself,” she said.
Nandi-Ndaitwah’s encouragement for women to seize these roles is not just about representation but about making a substantial impact on the nation and its citizens.
She also took the opportunity to outline the strides Namibia has made towards gender equality, citing constitutional and policy reforms aimed at empowering women.
“The Namibian government is committed to improving the status of women in society and eradicating injustice to bring about equality between men and women,” she said while also affirming the government’s dedication to fostering an environment where women can pursue their aspirations.
Reflecting on her own journey, the Vice President shared her experiences growing up under colonial rule, a time when the fight for liberation overshadowed all else.
According to Nandi-Ndaitwah, her personal account of determination and leadership, from her election as the first chairperson of the SWAPO Youth League to her current position as Vice President, serves as a testament to the progress that has been made and the potential for further advancements in women’s leadership roles.
She said the push for greater female representation in leadership positions within the mining sector is more than a call for gender equality; it’s a strategic move to ensure that Namibia fully leverages its natural resources for the benefit of all its citizens.
According to the Vice President, the role of women in leadership positions, especially in industries where they have been historically underrepresented, becomes increasingly crucial for sustainable development and social equity.
#CDHWomenEmpowerment | #WomensMonth | Megan Rodgers, Head of our Oil & Gas sector, and Vivien Chaplin, Head of our Mining & Minerals sector recently appeared in the JSE Women's Day supplement.
Both Megan and Vivien have succeeded in a traditionally male-dominated industry. Megan says "Globally, women account for just over 22% of the oil and gas workforce, which highlights the dire need for a concerted effort toward achieving gender parity and the creation of more equitable opportunities". She adds "We need to take deliberate and proactive steps to promote equity in a supportive environment in the oil and gas industry.”
From the mining and minerals perspective, Vivien says, "While there is an awareness that diversity remains an issue in the industry, there are many initiatives and programmes to advance women's interests, and women are starting to occupy more C-suite positions. Women are also advancing in STEM (science, technology, engineering, and mathematics) fields which support the industry." She encourages any young woman (or man) who has the interest, ability, and chance to specialise in the mining sector, to grab the opportunity.
Click here to read the article - https://bit.ly/3X4h77D#OilAndGas#MiningAndMinerals#CDHWomen#WomensMonth2024
Yesterday, March 6, Lotta Jakobsson, Director of Luleå Transformation SSAB, was named 'Fe of the Year' during an award ceremony at Näringslivets Hus in Stockholm, Sweden. Lotta was one of a total of 40 nominated women over the age of 40 who, with their experience and knowledge have made special contributions to the mining and steel industry in Sweden.
“Congratulations to Lotta Jakobsson who most deservedly was named 'Fe of the Year'. The award has an important role in highlighting good role models to continue the work with increased diversity in heavy industry”, says Ulrika Molander, COO of Greeniron H2 AB and one of the 40 nominated women.
Greeniron H2 AB would like to congratulate all 40 women who were nominated for this award. With your competence, you are the role models that the mining and steel industry so badly needs. Focusing on bringing more women into the mining and steel industry to ensure competence supply in the future is a question of survival for the industry. Women in the mining and steel industry make up just over 20 percent of all employees. But to remain competitive on the global market, it is essential that the industry is attractive to everyone with the right competence.
20% of all employees in the Swedish mining and steel industry are women. Tomorrow on 'International Women's Day 2024', we will continue to celebrate all the women who inspire others to consider working in some of the most exciting industries out there.
Behind the annual event and the '40 over 40' list stand the employer's organisation Industriarbetsgivarna, trade organisations Jernkontoret and Svemin, as well as the networks #Metallkvinnor and #WomenInMiningSweden.
If you want to read more click on the link: https://lnkd.in/dXUsQDJg#LottaJakobsson#UlrikaMolander#MoreCirularityLessMining#GreenIron#GreenIndustry#WeBelieveInCollaboration#COO#ChiefOperatingOfficer#Jernkontoret#Industriarbetsgivarna#Svemin#InterNationalWomensDay
At AngloGold Ashanti, we continue to prioritize making progress towards ensuring an even more inclusive workplace culture where everyone, including women, can feel safe, belong, and is treated fairly. We have a duty to reflect the communities in which we operate, learn from our journey so far and challenging ourselves towards accelerated progress, which is critical. We recognize that true progress stems from taking bold actions as leaders every day that match our commitment.
As I reflect on my own experience today and the experiences of my daughters, it is clear to me that even though celebrating International Women’s Day is a key part of our journey, what is even more important is the fact that there is so much more to do and a lot of work ahead of us to make gender parity a true reality.
We need to TAKE ACTION every day; during a meeting, in hiring decisions, during succession and talent review discussions, in promotion decisions, in who we lend our sponsorship and social capital to. #TakeActionNow#IWD2024#InspireInclusion
As the monthly recognition and celebration of our Women in Mining #iwd24 is coming to an end, does not mean the end of our efforts to promote women participation in the mining sector. The mining industry can foster a positive mindset shift, promote gender #diversity, and create a more inclusive and equitable environment for women to thrive in mining roles. To develop a program aimed at fostering a mindset shift in the mining industry and increasing the #inclusion of women, several key strategies can be implemented
1. Gender Sensitization Workshops
Conduct workshops and training sessions focused on gender equality, diversity, and inclusion in the mining sector. These workshops should address unconscious biases, promote #awareness of gender-related challenges, and emphasize the benefits of a diverse workforce.
2. Leadership Training
Provide leadership development programs that emphasize the importance of gender #diversity and #inclusion. Encourage leaders to champion diversity initiatives, create inclusive work environments, and support the advancement of women in mining roles.
3. Mentorship and Networking Opportunities
Establish mentorship programs that pair experienced professionals with women entering the mining industry. Encourage networking events, conferences, and forums where women can connect with industry leaders, share experiences, and build supportive relationships.
4. Flexible Work Policies
Implement flexible work arrangements to accommodate the needs of women in the mining industry, such as remote work options, flexible hours, and parental leave policies. Creating a supportive work environment that values work-life balance can attract and retain female talent.
5. Promotion of Role Models
Highlight successful women in mining through case studies, success stories, and recognition programs. Showcasing female role models can inspire other women to pursue careers in the industry and demonstrate that leadership positions are attainable.
6. Collaboration with Educational Institutions
Partner with universities and technical schools to promote mining careers to female students, offer scholarships, and provide internships or apprenticeship programs. By engaging with educational institutions, the program can attract more women to the industry from an early stage. Zimbabwe School of MinesUniversity of the WitwatersrandUniversity of Zimbabwe
7. Regular Monitoring and Evaluation: Establish mechanisms to track the progress of the program, measure the participation and advancement of women in the mining sector, and assess the impact of mindset shifts within the industry. Regular evaluations will help refine the program and ensure its effectiveness in promoting gender diversity and inclusion.
Zimbabwe School of MinesZimbabwe Association of Women in Mining AssociationsMining ZimbabweZimbabwe Environmental Law AssociationActionAidCNRG Zimbabwepriviledge majaya
Article; Empowering Women in Mining: The Global Women in Mining Network
In recent years, there has been a significant movement towards empowering women in the traditionally male-dominated mining industry. The Global Women in Mining (WIM) Network has played a pivotal role in advocating for #gender equality, providing support and resources for #women in the sector, and fostering a community of like-minded individuals across the globe.
The #WIM movement traces its origins back to the late 1990s when pioneering women in the mining industry recognized the need for a platform to address gender disparities and promote opportunities for women in mining. Their vision led to the establishment of Women in Mining organizations in various countries, including Africa, the United States, and Canada.
The objectives of the WIM movement are multifaceted:
1. Advocacy:Women in Mining organizations advocate for gender diversity and inclusion within the mining industry, challenging stereotypes and promoting equal opportunities for women at all levels.
2. Support and Networking:WIM networks provide a supportive environment for women in mining to connect, share experiences, and access mentorship and professional development opportunities.
3. Education and Awareness: WIM organizations promote education and awareness around gender issues in the mining sector, highlighting the contributions of women and advocating for policies that support gender equality.
4. Community Engagement: WIM networks engage with local communities to promote the participation of women in mining-related activities and advocate for the advancement of women's rights in mining-affected areas.
Today, Women in Mining organizations exist in numerous countries, each with its own unique challenges and opportunities. From Women in Mining United States (WIM USA) to Women in Mining Canada (WIM Canada) and Women in Mining Africa (WiM-Africa), these organizations work tirelessly to advance the interests of women in the mining industry.
Within each country, Women in Mining organizations are further divided into state or regional chapters, allowing for more localized support and engagement. For example, Women in Mining Ghana (WiM Ghana) and Women in Mining Western Australia (WIMWA) are just a few examples of state-level chapters that are making significant strides in promoting gender diversity and inclusion within their respective regions.
The Women in Mining Network is a testament to the power of collaboration and collective action. By uniting women across borders and breaking down barriers, the WIM movement is driving positive change and shaping the future of the mining industry for generations to come.
For more visit https://lnkd.in/dUyP7HtS#inclusion#womenminers#ngoafrica#womeninmining#womeninengineering#women#wimafrica#idwim#wimIWiMWomen in Mining USAWomen In Mining UK (WIM UK)Women In Mining South AfricaWomen In Mining University of Toronto
What’s in a word? What comes to mind when you hear the term DEI?
Diversity, equity, inclusion, belonging etc. are terms on their own and are also frameworks when joined up together and depending on the letter combination emphasise more one area than another. Many nuanced definitions are out there for diversity, equality, equality and inclusion etc., unfortunately making it harder for everyone to clearly understand these terms, align and work together towards achieving similar goals. For example, equity and equality are not synonyms. Both words are often used interchangeably, when in reality, they mean different things and how they are implemented can result in different outcomes for underrepresented groups and individuals.
To support the global mining industry, IWiM launched a new DEI Definitions page on our website at our #IDWIM2024 event. This will assist everyone in understanding what terms like #diversity, #equity, #equality and #inclusion mean.
Learn more here: https://lnkd.in/dkhw7KDa
Do you have additional definitions or resources to share? What do you think of the new page? Share with us in the comments!
#DEI#MiningIndustry#MiningResources