The mining industry is a male domain ⁽²⁾ - men dominate the industry, while women’s participation in mining continues to be minimal.⁽³⁾ This is not purely for social reasons, such as stereotypes - the participation of women in this sector has even been discouraged through legislation. For instance, in South Africa, legal barriers prevented women from working underground,⁽⁴⁾ for example, by the South African Minerals Act of 1991.⁽⁵⁾ In the meantime, while there were no laws prohibiting women from working at mines above ground, there were few women working in that area.⁽⁶⁾ The situation seems to be changing, however, as the increased reliance on technology in mining has resulted in changes in the stereotypes that portray mining as being for men.⁽⁷⁾

Meanwhile, the introduction of the South African Mining Charter in 2002 was instituted to redress this imbalance.⁽⁸⁾ The Charter required mining companies to ensure that 10% of their total workforce were women by the year 2009,⁽⁹⁾ as compared to only 2% in 2000.⁽¹⁰⁾ The introduction of such laws resulted in a noticeable increase in the number of women involved in artisanal mining,⁽¹¹⁾ such that it is no longer an unusual occurrence to see women in operational roles ranging from miners and tractor operators to plant managers.⁽¹²⁾ Indeed, the Charter was successful in ensuring that, by 2009, at least 10% of the mining workforce were women. As a result of this and other measures in the region, the number of women miners in the Southern African Development Community (SADC) region is now estimated at 600,000.⁽¹³⁾ It should be noted, however, that these numbers also include office personnel and cleaners. Although the number of women in mining has been increased due to measures such as the Charter, legal requirements to incorporate women in mining do not guarantee equal treatment of women.⁽¹⁴⁾ This CAI paper discusses the position of women in the mining industry against the background of a recent miners’ strike in South Africa.

NUM and the July 2011 wage strike

The National Union of Mine Workers (NUM) is a South African trade union whose vision is to organise all “mine, construction and energy workers in South Africa.”⁽¹⁵⁾ NUM is the only recognised bargaining union by De Beers Consolidated Mines.⁽¹⁶⁾ On the 20th of July 2011, NUM served De Beers Consolidated with a strike notice.⁽¹⁷⁾ The decision to carry out strike action against the De Beers Company was a result of a deadlock in wage negotiations between NUM representatives and De Beers, through formal negotiation channels.⁽¹⁸⁾ According to media reports, NUM workers were seeking a 15% wage increase and an additional ‘agency shop’ arrangement.⁽¹⁹⁾ However, De Beers only offered 7% ⁽²⁰⁾ and a once-off cash payment of ZAR 2,500 (US$ 371,58), and was unwilling to agree on the requested agency shop as they believed that it would impact on the rights of non-union employees to freedom of association.⁽²¹⁾

In an interview on a local television news channel,⁽²²⁾ a union representative explained NUM’s decision to embark on strike action, stating in no uncertain terms that the strike action was necessary because there was nothing more humiliating than a ‘man’ being unable to [financially] provide for his family. While the reference to ‘man’ may arguably be a general form of speech, the choice of words did raise alarm as to the unacknowledged presence of women in the mining industry. This is not surprising given the fact that, in 2001, only 2% of NUM’s members were women.⁽²³⁾ The numbers have increased in the wake of the 2002 Charter, but women continue to be under-represented in NUM, because negative perceptions and gender stereotypes that women are not suited for mine work also extend to unions.⁽²⁴⁾ Increasingly, however, the NUM leadership acknowledges that women are still at a disadvantage in the underground mining environment, where male chauvinism persists.⁽²⁵⁾ Generally, most unions appear to be hostile towards women and unaccommodating of women’s issues in union meetings,⁽²⁶⁾ which means that few women join unions.⁽²⁷⁾ Even in the United States, only 4 out of 10 women in mining are union members.⁽²⁸⁾ As the unions do not negotiate on their behalf, most women earn less in mining.⁽²⁹⁾

The above statement of the NUM representative revealed the continued existence of gender stereotypes that cast men as breadwinners and workers, and women as homemakers.⁽³⁰⁾ Such statements perpetuate the idea that mining is suitable only for men and ignore the fact that women in mining are breadwinners in their households. Clawson ⁽³¹⁾ states that because unions do not represent most women, women who are heads of their households struggle to provide for their families. By implying that a failure to provide for one’s family is a male issue only, the NUM representative essentially excluded women from the challenges of the mining industry and therefore, from the wage negotiations. The reality, of course, is that women miners are also supporting families like their male counterparts.⁽³²⁾ Therefore, the place of women in mining is worth investigating.

Women’s role in mining

The mining industry in the SADC region contributes approximately 60% of foreign exchange earnings and comprises at least 10% of each member state’s gross domestic product (GDP).⁽³³⁾ Although underrepresented in the industry, women’s involvement in small scale and artisanal mining activities contributes to these figures.⁽³⁴⁾ Women in mining not only contribute to the available working force that directly feeds the economy, they also drive changing the culture of mining. In particular, they challenge the gender stereotypes that portray mining as being suitable for men only and, therefore, their presence contributes to the promotion of gender equity in the industry. However, despite the value of women in mining, they continue to feel marginalised in the industry.⁽³⁵⁾

Due to the fact that the involvement of women in underground mining is a new phenomenon,⁽³⁶⁾ these women face a number of challenges. For example, the 2005 AngloGold Annual Report ⁽³⁷⁾ indicated that women do not have access to ablution facilities underground.⁽³⁸⁾ Opposition to having women underground was expressed in older employees’ resistance to set up suitable toilets or change rooms for women underground.⁽³⁹⁾ Furthermore, the protective gear that all miners are required to wear when they work underground includes a one-piece, jumpsuit overall, which is not female friendly because a woman needs to remove the entire suit in order to use the toilet.⁽⁴⁰⁾ Other challenges facing women in mining include the high temperatures underground. While all miners are exposed to this heat, women are at a disadvantage at least once a month, where during their menstruation, their body temperature is already higher than normal.⁽⁴¹⁾ Exposure to the heat in the mines during this period increases the discomfort of female miners. Furthermore, men can choose to work bare-chested, but women do not have the same privilege. Therefore, while all miners may find discomfort in the heat, women’s physical makeup ads to their disadvantage.⁽⁴²⁾

Another challenge is that of inadequate and inappropriate housing for workers, which means that women cannot live with their families closer to work.⁽⁴³⁾ Males can stay in hostels provided separately from their families, but most women miners are still responsible for childcare and household duties at home.⁽⁴⁴⁾ Women find themselves having to commute from their homes to the mines every day.^{(45, 46)} Transportation then becomes another problem, as the mines do not make provision for workers who commute to work, from home.⁽⁴⁷⁾ According to a study by Benya on women in South African mines, women reported having to wake up as early as 2 am in order to get ready and find transport to take them to work.⁽⁴⁸⁾ The mines work on a shift system, so failure to make it to work on time means one has to finish late and, get home late.⁽⁴⁹⁾ Overall, women miners work longer hours than men, because they are still responsible, after formal working hours, for the bulk of domestic responsibilities.⁽⁵⁰⁾

Institutional challenges

Meanwhile, despite the South African Government’s official policy of increasing the numbers of women in mining,⁽⁵¹⁾ the enforcement of legal requirements has been minimal,⁽⁵²⁾ while South African mining companies and unions have done little to promote women’s participation in the industry.^(53,54) Women continue to experience structural issues, despite the presence of laws.⁽⁵⁵⁾ In addition, the drive towards ensuring that women constitute the required 10% of the workforce has been rather slow.⁽⁵⁶⁾ For example, Lonmin Plc, the world’s third largest platinum producer, has received assistance from the International Financial Corporation since the year 2007 to increase the number of women they employ.⁽⁵⁷⁾ Yet, in 2010, a year after the Government deadline, women comprised only 6.8% of Lonmin’s total workforce.^(58,59) The renewal of mining licenses in 2009, was to be based on whether the mining company could prove that it had reached the 10% target set.⁽⁶⁰⁾ Mining licences were renewed for companies that had not met this requirement, showing the industry that the enforcement of the legislation is unimportant.

Recommendations and concluding remarks

According to Theresa Moyo, we need to ensure that women’s needs and roles in mining are taken into consideration.⁽⁶¹⁾ She argues that patriarchal culture, values and attitudes view mining as unsuitable for women and that see women as subordinate to men.⁽⁶²⁾ The president of NUM in 2007, Senzeni Zokwana acknowledged that the chauvinistic attitudes in the mining sector must be discarded and the value of women in mining promoted.⁽⁶³⁾ Moyo maintains that women should be encouraged, and supported in the creation of national associations which bring women in mining together.⁽⁶⁴⁾ Existing associations such as the South African Women in Mining (SAWIMA) could be useful platforms for promoting women’s interests in the sector. If such associations were granted official and legal bargaining rights to fight for the recognition of women’s place in mining, public statements that exclude women may cease to be heard.

Despite legislative support and contrary to South African Constitutional provisions that gender equality is required across the board, women in mining continue to be marginalised. Women are largely involved in small-scale and artisanal mining with an increasing number participating in mainstream and underground mining. The greatest challenge they face in the workplace is that they continue to be excluded and unrecognised by those who should be advocating for their needs, whereas the presence of women in the mining sector should be recognised and their interests protected and promoted equally with those of their male counterparts.

NOTES:

(1) Contact Yeukai Mlambo through Consultancy Africa Intelligence’s Gender Issues Unit ( gender.issues@consultancyafrica.com This e-mail address is being protected from spambots. You need JavaScript enabled to view it ).
(2) Sara Kopamees, ‘There’s a place for women in mining’, The Canadian Business Journal, 11 May 2011, http://www.cbj.ca.
(3) Ibid.
(4) AngloGold Ashanti 2007 Annual Report to Society, ‘Case study: Women in mining - on track to meet targets in South Africa’, http://www.anglogold.co.za.
(5) Benya, A. P., 2009. Women in mining: A challenge to occupational culture in mines. Unpublished MA Dissertation. Industrial Sociology, University of Witwatersrand, Johannesburg, South Africa.
(6) Sarita Ranchod, ‘Mining and society: Gender and mining – workplace’, Final report compiled for the African Institute of Corporate Citizenship and Mining Minerals Sustainable Development, Southern Africa, http://pubs.iied.org.
(7) Ibid.
(8) AngloGold Ashanti 2007 Annual Report to Society, ‘Case study: Women in mining - on track to meet targets in South Africa’, http://www.anglogold.co.za.
(9) Ibid.
(10) Ibid.
(11) Sarita Ranchod, ‘Mining and society: Gender and mining – workplace’, Final report compiled for the African Institute of Corporate Citizenship and Mining Minerals Sustainable Development, Southern Africa, http://pubs.iied.org.
(12) Anglo American, ‘Anglo American pays tribute to South African Women in Mining’, http://us-cdn.creamermedia.co.za.
(13) Sarita Ranchod, ‘Mining and society: Gender and mining – workplace’, Final report compiled for the African Institute of Corporate Citizenship and Mining Minerals Sustainable Development, Southern Africa, http://pubs.iied.org.
(14) Benya, A. P., 2009. Women in mining: A challenge to occupational culture in mines. Unpublished MA Dissertation. Industrial Sociology, University of Witwatersrand, Johannesburg, South Africa.
(15) NUM, ‘Mission and vision’, 30 July 2011, http://www.num.org.za.
(16) Spowart Resources, ‘De Beers wage strike’, 27 July 2011, http://www.salabournenews.co.za.
(17) NUM, ‘Workers to strike at De Beers consolidated mines’, 20 July 2011, http://www.num.org.za.
(18) Ibid.
(19) Agency shop “is an arrangement whereby non-union employees in the bargaining unit pay an agency fee in lieu of union membership contributions”, Spowart Resources, 27 July 2011, http://www.salabournenews.co.za.
(20) On Monday 1 August, 2011, media reported that NUM and the employers had reached an agreement, and the strike would be called off. Fin24, ‘Wage deal ends coal strike’, 1 August, 2011, http://www.fin24.com.
(21) Spowart Resources, ‘De Beers wage strike’, 27 July 2011, http://www.salabournenews.co.za.
(22) Ibid.
(23) Sarita Ranchod, ‘Mining and society: Gender and mining – workplace’, Final report compiled for the African Institute of Corporate Citizenship and Mining Minerals Sustainable Development, Southern Africa, http://pubs.iied.org.
(24) Benya, A. P., 2009. Women in mining: A challenge to occupational culture in mines. Unpublished MA Dissertation. Industrial Sociology, University of Witwatersrand, Johannesburg, South Africa.
(25) Senzeni Zokwana, ‘10th year anniversary of women in mining by NUM president’, Speech delivered at Gallagher Estate, Midrand, 30 August 2007, http://www.num.org.za.
(26) Benya, A. P., 2009. Women in mining: A challenge to occupational culture in mines. Unpublished MA Dissertation. Industrial Sociology, University of Witwatersrand, Johannesburg, South Africa.
(27) Ibid.
(28) Clawson, D., 2003. The next upsurge: Labour and the new social movements. Ithaca: Cornell University Press.
(29) Benya, A. P., 2009. Women in mining: A challenge to occupational culture in mines. Unpublished MA Dissertation. Industrial Sociology, University of Witwatersrand, Johannesburg, South Africa.
(30) Stoetzler, M. and Yuval-Davis, N., 2002. Standpoint theory, situated knowledge and the situated imagination. Feminist Theory, 3(3), pp.315-333.
(31) Clawson, D., 2003. The next upsurge: Labour and the new social movements. Ithaca: Cornell University Press.
(32) Sarita Ranchod, ‘Mining and society: Gender and mining – workplace’, Final report compiled for the African Institute of Corporate Citizenship and Mining Minerals Sustainable Development, Southern Africa, http://pubs.iied.org.
(33) Moyo, T., 2010. Extractive industries and women in southern Africa. BUWA!- A Journal of African Women’s Experiences, pp. 61-69, Open Society Initiative of Southern Africa.
(34) Sarita Ranchod, ‘Mining and society: Gender and mining – workplace’, Final report compiled for the African Institute of Corporate Citizenship and Mining Minerals Sustainable Development, Southern Africa, http://pubs.iied.org.
(35) Sarita Ranchod, ‘Mining and society: Gender and mining – workplace’, Final report compiled for the African Institute of Corporate Citizenship and Mining Minerals Sustainable Development, Southern Africa, http://pubs.iied.org.
(36) Benya, A. P., 2009. Women in mining: A challenge to occupational culture in mines. Unpublished MA Dissertation. Industrial Sociology, University of Witwatersrand, Johannesburg, South Africa.
(37) AngloGold Ashanti 2007 Annual Report to Society, ‘Case study: Women in mining - on track to meet targets in South Africa’, http://www.anglogold.co.za.
(38) Ibid.
(39) Sarita Ranchod, ‘Mining and society: Gender and mining – workplace’, Final report compiled for the African Institute of Corporate Citizenship and Mining Minerals Sustainable Development, Southern Africa, http://pubs.iied.org.
(40) Benya, A. P., 2009. Women in mining: A challenge to occupational culture in mines. Unpublished MA Dissertation. Industrial Sociology, University of Witwatersrand, Johannesburg, South Africa.
(41) Ibid.
(42) Ibid.
(43) Moyo, T., 2010. Extractive industries and women in southern Africa. BUWA!- A Journal of African Women’s Experiences, pp. 61-69, Open Society Initiative of Southern Africa.
(44) Benya, A. P., 2009. Women in mining: A challenge to occupational culture in mines. Unpublished MA Dissertation. Industrial Sociology, University of Witwatersrand, Johannesburg, South Africa.
(45) Ibid.
(46) Moyo, T., 2010. Extractive industries and women in southern Africa. BUWA!- A Journal of African Women’s Experiences, pp. 61-69, Open Society Initiative of Southern Africa.
(47) Benya, A. P., 2009. Women in mining: A challenge to occupational culture in mines. Unpublished MA Dissertation. Industrial Sociology, University of Witwatersrand, Johannesburg, South Africa.
(48) Ibid.
(49) Ibid.
(50) Sarita Ranchod, ‘Mining and society: Gender and mining – workplace’, Final report compiled for the African Institute of Corporate Citizenship and Mining Minerals Sustainable Development, Southern Africa, http://pubs.iied.org.
(51) Anglo American. ‘Anglo American pays tribute to South African Women in Mining’, http://us-cdn.creamermedia.co.za.
(52) Moyo, T., 2010. Extractive industries and women in southern Africa. BUWA!- A Journal of African Women’s Experiences, pp. 61-69, Open Society Initiative of Southern Africa.
(53) Ibid.
(54) Benya, A. P., 2009. Women in mining: A challenge to occupational culture in mines. Unpublished MA Dissertation. Industrial Sociology, University of Witwatersrand, Johannesburg, South Africa.
(55) Ibid.
(56) Sarita Ranchod, ‘Mining and society: Gender and mining – workplace’, Final report compiled for the African Institute of Corporate Citizenship and Mining Minerals Sustainable Development, Southern Africa, http://pubs.iied.org.
(57) Moyo, T., 2010. Extractive industries and women in southern Africa. BUWA!- A Journal of African Women’s Experiences, pp. 61-69, Open Society Initiative of Southern Africa.
(58) Ibid.
(59) Note: Percentages reported were highlighted as expected to increase and only serve to indicate the lax nature of the legal enforcements of the 2002 Mining Charter.
(60) Benya, A. P., 2009. Women in mining: A challenge to occupational culture in mines. Unpublished MA Dissertation. Industrial Sociology, University of Witwatersrand, Johannesburg, South Africa.
(61) Moyo, T., 2010. Extractive industries and women in southern Africa. BUWA!- A Journal of African Women’s Experiences, pp. 61-69, Open Society Initiative of Southern Africa.
(62) Ibid.
(63) Senzeni Zokwana, ‘10th year anniversary of women in mining by NUM president’, Speech delivered at Gallagher Estate, Midrand, 30 August 2007, http://www.num.org.za.
(64) Moyo, T., 2010. Extractive industries and women in southern Africa. BUWA!- A Journal of African Women’s Experiences, pp. 61-69, Open Society Initiative of Southern Africa.

Written by Yeukai Mlambo ⁽¹⁾