Studies show women benefit from modernisation

22nd October 2021 By: Nadine Ramdass - Creamer Media Writer

Studies show women benefit from modernisation

WOMEN IN MINING Companies need to identify how high-risk occupations can be re-engineered to accommodate women

As more women join the mining industry in a professional capacity, more research and studies are analysing the various obstacles they have to contend with, as well as how employers can address these.

Such research is instrumental in helping the historically male-dominated industry adapt so that women are accommodated.

A recent study on female physical work capacity, conducted by nonprofit educational organisation Women in Mining, showed that 49% of women working in the industry, and 47% of new recruits, are allocated sedentary positions, while only 13% of men are hired for similar positions.

For heavy physical work, 11% of women are in service and 10% of newly recruited women are hired to do such work, while 41% of men are allocated these tasks.

Mine work is mostly dynamic in nature, with short episodes of static work. To perform dynamic work, sufficient cardiorespiratory fitness, measured according to physical work capacity, is required, in combination with muscle strength. Physical work capacity is measured principally by the amount of oxygen consumed during aerobic activity.

Mining industry employers’ organisation Minerals Council South Africa senior executive Sietse van der Woude cites a World Health Organisation report, which states that 30% to 50% of cardiorespiratory fitness is determined by genetics.

Therefore, the mining industry needs to understand and quantify the risks associated with specific occupations. Job risk analysis includes work capacity assessment and controls.

Work capacity assessments identify the work abilities and limitations in relation to specific work demands.

Controls refer to job placement in accordance with physical capabilities, where conditioning programmes can be initiated to improve physical fitness or alternative placements could be considered.

Further, companies need to identify how high-risk occupations can be re-engineered to accommodate women.

Van der Woude adds that, with personal protective equipment (PPE), the Mine Health and Safety Council (MHSC) conducted research on the provision of appropriate workwear for female employees a few years ago.

PPE was designed for the male physique because mining was predominantly male-dominated; however, with more women working underground, adapting the design of PPE to better accommodate the female physique is warranted.

“Poorly fitting PPE exposes women to health and safety hazards and they are less able to perform their duties efficiently,” explains Van der Woude.

The MHSC also identified an urgent need to increase the awareness of workplace health and safety issues and the impact these have on womean in mining, to promote women’s health and safety at the mines.

Among these were the adaptation of bathroom facilities and the adoption of basic amenities to protect the health of women underground.

The MHSC has recommended an epidemiological study to determine whether there is a correlation between occupational exposures and reproductive outcomes among women in mining.

Another study being considered is an investigation of the frequency and nature of occupational injury occurrences and the associated factors among women in mining.

Women in Mining Initiatives

The Minerals Council launched the inaugural National Day of Women in Mining on August 21 last year to highlight its focus on the implementation of initiatives designed to achieve stretch targets for the representation and advancement of women in the industry.

The Minerals Council set out six priority initiatives and seven foundational measures and targets as part of a strategy to assist member companies in streamlining their gender diversity and inclusion strategies, sharing implementation efforts and measuring their progress.

“We are committed to at least double the percentage of women in mining by 2025, work towards women comprising 20% to 30% of the industry and 50% of management over the next decade,” says Van der Woude.

Achieving this relies on three critical dimensions – attraction, retention and development.

Attraction involves increasing the number of women across the industry, and targeting them to join at junior level by advancing and marketing mining as an attractive work environment.

Retention involves implementing and upholding gender-inclusive policies, including providing opportunities for promotion, training, mentorship and sponsorship, as well as improving the working environment, equipment, facilities and attitudes.

Development refers to defining individualised development strategies and paths for women, outlining clear performance criteria for promotions and training, as well as identifying and preparing a female talent pipeline for roles in senior positions.

“We are confident that the commitment of our members [to date] will translate into clear action. The future of mining depends on our committing ourselves to building an industry that is truly inclusive, internationally competitive and draws on the talents of women – now, and in the future,” concludes Van der Woude.