Inside Mining Diversity In Mining 2022

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PROUDLY SOUTH AFRICAN Safety Footwear from One Worker to Another

Leading Ladies Mining, Construction & Engineering ISSN 1999-8872 • R55.00 (incl. VAT)

THE DIVERSITY ISSUE | 2022

CONTENTS FRONT MATTER Editor’s Comment...........................................................................................................................2 Foreword.............................................................................................................................................3 COVER STORY Proudly South African safety footwear by workers for workers........................6 HEALTH & SAFETY Three key principles to build a strong culture of safety...........................................8 Using technology to boost mine health & safety.......................................................10 Underground air quality management............................................................................. 15

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WOMEN IN MINING Blazing a trail for women in science.................................................................................. 16 Leading ladies in mining, construction and engineering......................................... 18 INDUSTRY INSIGHT Moolmans cementing position as Africa’s premier contract miner................20 Vermeer machines to sustain Africa’s growing surface mining industry.......23 Rio Tinto report addresses bullying, sexual harassment & racism..................24 DIVERSITY The importance of diversity and inclusion during a pandemic..........................28 Driving diversity and inclusion in mining.........................................................................30 Bloomberg’s 2022 Gender-Equality Index ...................................................................32 SKILLS DEVELOPMENT & EDUCATION Bursaries for top performing matriculants ...................................................................34 Supporting young mining professionals...........................................................................35 EVENTS Save these dates!...........................................................................................................................37 Its go time for Mining Indaba!................................................................................................38 Three major events confirmed for 2022........................................................................43 BUSINESS TLT-Turbo Africa accelerates growth and reach heading into 2022..............44 D I V E R S I T Y

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Boosting H&S with Tech

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PROUDLY SOUTH AFRICAN Safety Footwear from One Worker to Another

Leading Ladies Mining, Construction & Engineering ISSN 1999-8872 • R55.00 (incl. VAT)

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COVER SPONSOR This issue’s cover was sponsored by Lemaitre. Get in touch with Inside Mining’s sales team to sponsor the upcoming issue of the magazine. Contact Chilomia Van Wijk (+27 11 233 2627/ Chilomia.VanWijk@3smedia.co.za) or Amanda De Beer (+27 11 233 2612/Amanda.DeBeer@3smedia.co.za).

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EDITOR’S COMMENT

Addressing the

elephant in the room Rio Tinto took a bold step and embarked on an eight-month study to review its workplace culture. The study revealed uncomfortable findings relating to bullying, sexual harassment and racism across the global miner’s operations.

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he findings have been compiled into a report, titled Report into Workplace Culture at Rio Tinto.

While the document was commissioned by Rio Tinto, it is arguably worth using it as an indication of the harsh realities of the mining industry as a whole.

Taking a look at South Africa’s mining industry as an example, incidents of sexual harassment and racism appear to be rife. During the Women in Mining Catch-up Forum in October 2021, some women who attended the event shared their experiences of harassment, discrimination and abuse of power at the hands of their male colleagues and superiors. Particularly deplorable was hearing how some women experienced harassment more than once at the same company.

They also shed some light on how the incidents were dealt with after being reported. Regrettably, usually not much was done about reported incidents, as there were very few mentions of firm responses – such as disciplinary action – taken against alleged perpetrators. Sadly, these women largely had to continue working with their alleged perpetrators, who were of course their colleagues. Not all hope is lost, as one attendee mentioned that after reporting an incident of harassment, she was moved to a new team and no longer had to work with her alleged harasser. Even though she would see him around site, the harassment did not continue.

Fellow attendees who were part of women in mining committees at their organisations also shed some light on how their companies dealt with issues relating to workplace harassment and discrimination. There were mentions of workshops to engage with male colleagues to discuss such problems. In addition, the workshops were also an opportunity for males to

EDITOR Dineo Phoshoko (dineo.phoshoko@3smedia.co.za) HEAD OF DESIGN Beren Bauermeister CHIEF SUB-EDITOR Tristan Snijders CONTRIBUTORS Mervin Munsamy PRODUCTION & CLIENT LIAISON MANAGER Antois-Leigh Nepgen GROUP SALES MANAGER Chilomia Van Wijk PRODUCTION COORDINATOR Jacqueline Modise DISTRIBUTION MANAGER Nomsa Masina DISTRIBUTION COORDINATOR Asha Pursotham BOOKKEEPER Tonya Hebenton

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express their challenges and concerns relating to working and engaging with female colleagues.

Females a minority in the industry The gender dynamics in the mining industry create an environment in which women are constantly the minority, regardless of their area of expertise. This contributes to incidents of harassment, as women in mining usually report to a male superior, which can make it difficult to communicate challenges relating to harassment. Even where action is taken and incidents are addressed and dealt with accordingly, women still find themselves the minority in the industry. An article published in the Wall Street Journal mentioned that the mining industry globally struggled to hire women due to a lack of flexibility and harassment incidents.

Theo Kokota, project technical assistant at engineering firm COENG, mentioned, “Gender stereotypes, company practices and structures favour men’s traditional roles and lifestyles over those of women.” This could be another contributing factor to women being in the minority in the mining industry.

Harassment is just scratching the surface of the many findings in the Rio Tinto report. The in-depth report provides details of how the company’s employees experienced racism, sexual harassment and bullying based on gender, age group and nationality, among others. As uncomfortable as the findings may be, they will hopefully initiate a much-needed conversation that speaks to diversity, inclusion and inequalities in the mining industry.

It would be a positive step forward for other mining companies to follow suit and conduct similar reviews of their own operations.

SUBSCRIPTIONS subs@3smedia.co.za ADVERTISING SALES Amanda De Beer Tel: +27 (0)72 600 9323 / +27 (0)87 802 5466 Email: amanda.debeer@3smedia.co.za PUBLISHER Jacques Breytenbach 3S Media Production Park, 83 Heidelberg Road, City Deep, Johannesburg South, 2136 PO Box 92026, Norwood 2117 Tel: +27 (0)11 233 2600 www.3smedia.co.za

Dineo

Novus Holdings is a Level 2 Broad-Based Black Economic Empowerment (BBBEE) Contributor, with 125% recognised procurement recognition. View our BBBEE scorecard here: https://novus.holdings/sustainability/transformation ISSN 1999-8872 Inside Mining. © Copyright 2022. All rights reserved.

All material herein Inside Mining is copyright protected and may not be reproduced either in whole or in part without the prior written permission of the publisher. The views of the authors do not necessarily reflect those of the publisher.

THE DIVERSITY ISSUE | 2022

FOREWORD

DIVERSITY

and

INCLUSION The only all-female panel at the 2020 Investing in Mining Indaba sat down to discuss the topic titled ‘Discussing diversity, gender dynamics and combating gender-based violence in mining’. Dineo Phoshoko reports.

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oderated by Di Munro, partner at Brunswick, the panel discussion touched on various issues that relate to diversity and inclusion. Munro was joined by Mpumi Sithole, head: Corporate Affairs at Anglo American Coal South Africa; Hermien Botes, head: Sustainability Engagement at Anglo American; and Olebogeng Sentsho, group CEO of Ayana Group.

Panellists shared their insights during the discussion, which revealed that there is still a lot of work to do with regard to resolving deeply rooted issues of inequalities in the mining industry. It also came out that some of these inequalities were due to the history of patriarchy in the industry.

Understanding diversity and breaking barriers To contextualise the discussion, the session started with an overview on what diversity is and why it is important for businesses. Botes explained that in South Africa, it was

often categorised as a racial or gender issue. Although such issues are important, diversity is everything that makes people unique and similar, and relates to visible differences such as age, gender and race. “But more so, it’s about things that you can’t see,” Botes said. She gave examples of how people think, educational background, sexual orientation, culture and religion, to name a few.

“The tip of the iceberg is the physical differences we see in one another.”

Statistics of female representation in the mining industry show that there are still barriers that make it difficult for women to enter and thrive in the mining industry. According to Sentsho, the conversation around gender diversity is something of a double-edge sword.

“When you try to address the women’s issues, the men become resentful because then they feel like they’re getting left behind. I think we need to start developing this conversation in a more symbiotic manner, where we allow women to develop as well as they can,” Sentsho

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FOREWORD said. However, it is important not to forget about men, as their role is important in such conversations. In the past, the women’s movement was so strong that it put men in an uncomfortable position. To move away from that type of animosity, the industry needs to revolutionise the culture. “We don’t need to change the culture; it needs to be completely disintegrated and built from scratch.”

Sentsho also highlighted that mining has changed in the sense that automation and mechanisation have almost obliterated the necessity for gender roles. “You don’t have to be strong to be in mining, you can One of the best ways to improve female press a button now. That representation in the mining industry type of change is the exact type of revolution is to attract and retain women in mining. that it is going to have.

Intentional leadership is one of the ways to That’s how we are going attract woman workers to break down those socio barriers that make this conversation what it is.” Through this, collaborative growth and expanding diversity in the industry will be possible.

Experiences of working in a male-dominated environment Women have different experiences in the mining industry and not all of them are unpleasant. Sithole shared some of her experiences in the industry.

After joining an all-male exco, Sithole noted some comments made by her male colleagues. “It’s actually very interesting, the comments that people make without really appreciating the impacts that those comments have on you as a co-worker.” She emphasised the importance of teaching people how to treat and engage with you. “The moment you come in and you make people understand that this is how you want to be treated, it changes the dynamics.”

She further explained that this is something that cannot be achieved over a short period of time. “You have to be consistently reminding people: this is who you are, this is what you stand for.” One of the ways to do this is to address inappropriate comments as and when they are made.

Although continuously calling out inappropriate behavior may be tiring, Sithole stressed that it is important not to stop. “If you get tired and you stop, then you don’t get to a point

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where people actually start appreciating the impacts that those comments make.” Sithole highlighted the importance of ensuring that matters were addressed in a respectful manner. “You don’t do it with cockiness; you do it respectfully, but you do it consistently.”

Attracting and retaining women in the workplace One of the best ways to improve female representation in the mining industry is to attract and retain women in mining. Intentional leadership is one of the ways to attract woman workers. Sithole explained this as having leaders who have good intentions to attract women into the organisation. The intentions are followed through with intentional steps. “They’ll be clear about the position, target and how they want to be held accountable.”

Another channel is for the organisation to set clear targets of how it would like to attract and retain women.

It also needs to identify people internally who will become role models for what the company would like to achieve. The people identified don’t have to be experienced industry veterans, however – even young people with opinions that will contribute to changing the conversation about women in the workplace are valuable. “The only way we get to change the conversation is to bring up young people who are different, with different ideas, different thinking, and different ways of doing things.”

After women are successfully recruited into an organisation, Sithole mentioned that it was important for companies to get feedback from staff and do something about it. In addition, it is crucial for companies to make a concerted efforted to make sure that employees know that not only are they given an opportunity to provide their opinions, but their opinion is valued by the company. This can only happen if organisations act on the feedback they receive from employees. “People want to see that their opinions are taken seriously,” Sithole added.

Solutions for GBV The session concluded with a discussion about how to solve the issue of gender-based violence (GBV) in the mining industry. “We can’t ever deal with a problem if we don’t acknowledge that we have a problem,” said Botes. Explaining how Anglo American dealt with GBV, Botes said the company engaged with a project – titled ‘Drivers for survivors: changing lives in Rustenburg’ – by MSF.

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FOREWORD

THE PANELLISTS

Mpumi Sithole is the head: Corporate Affairs at Anglo American Coal South Africa

Di Munro, partner at Brunswick, was the moderator for the panel discussion

Olebogeng Sentsho is the group CEO of Ayana Group

Anglo then decided to conduct a group-wide survey on culture, which included bullying and harassment. The findings of the survey showed that most employees felt that their workplace was not free from bullying and harassment.

After these findings, Anglo American proceeded to commission International Alert to conduct a series of baseline studies to understand the experience of women at Anglo American operations. Explaining some the findings of the study, Botes said that there was still a very specific view of men in mining, which impacted how women feel at work. She further explained Anglo had systems that were in place to assist in preventing incidents of GBV incidents at mines. These included help lines and inclusive PPE to make the physical environment less hostile for women. “Culture change is the next frontier and it’s not a conversation for and about women. It’s not a conversation for men about women. It’s an and conversation.” Botes highlighted that

Hermien Botes is the head: Sustainability Engagement at Anglo American

the whole conversation around diversity is not about replacing one gender or race group with the other. “It’s about inclusion more than anything else.”

The session concluded with comments from attendees where one gentleman mentioned that the narrative around men being tough and macho could be addressed by changing the way women communicate with men. He explained that by communicating with men in a more positive way, it helps them understand how to be men in a changing environment – such as the mining industry. Another attendee commented that it was important for women to stand up against being used for window-dressing by the industry as well as their male colleagues.

This panel discussion highlighted the need to further increase efforts to address issues around diversity, GBV and gender equality in the mining industry. It also demonstrated how conversations about such issues are still necessary for the industry.

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PROUDLY SOUTH AFRICAN Safety footwear by workers for workers

After more than 30 years, Lemaitre Safety Footwear continues to be committed to crafting reliable safety footwear that works for those who wear it, so that colleagues can rely on the solidness within various industries.

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he footwear manufacturer strides towards quality workmanship and works with pride to make a stronger South Africa for those who build it. With respect for and dedication to workers and their craft, the aim is to reflect the workmanship and dedication of workers who wear Lemaitre footwear in their respective industries.

Investment into the various industries of South Africa requires a commitment to local procurement, which is one of the pillars of Lemaitre Safety Footwear. As part of the BBF Safety Group, Lemaitre Safety Footwear realises the importance of building a stronger and stable economy through local procurement. The company’s local

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procurement makes it realise the responsibility to build a stronger South Africa through supporting local businesses and SMMEs by sourcing key components, as well as outsourcing some of the production work.

This ensures that there is collaboration with suppliers, workers and communities to secure a smooth pathway to a greater South Africa, contributing to the South African economy and communities beyond employees.

Lemaitre Inyati range From one worker to another, Lemaitre has manufactured the Inyati PU/Rubber range, specifically fitted for various industries. In acknowledging the understated history of unsafeness within the agricultural, chemical, municipal, mining and construction industries, Lemaitre has manufactured the Inyati range to best fit those in hazardous working environments – keeping their feet protected in any situation.

The Inyati range is made for resistance, protection and comfort. Offering up to 300°C heat-resistant rubber soles for high-heat situations, it keeps workers safe and grounded in any heated situation. It provides an excellent SRC slip resistance to prevent any slip-ups and a tough PU/Rubber sole for optimum durability, ensuring safety in chemical, roadworks, agricultural and mining working environments.

The Inyati range includes the Eruption, Spartan, Titanium, Warrior, the updated Dodge, and the

THE DIVERSITY ISSUE | 2022

COVER STORY fresh-out-the-box Urban boot. The range features genuine leather uppers, allowing you to step out with confidence, knowing your feet will be protected in tough working conditions. The Lemaitre shoes are locally manufactured in Port Elizabeth to offer resistance against chemicals, heat, static shocks and fatigue caused by long work hours.

Providing hard-working South African feet with the protection they need, the Inyati range offers an outer sole made from hardwearing rubber and an antipenetration PU midsole for protection against sharp tools left lying around on fast-paced sites. Lemaitre strives to keep workers in mind and safe in unpredictable environments.

The Inyati range initially focused on the chemical, municipal and agricultural industries; however, through understanding workers, it traversed into mining terrains with the updated Dodge and the new Urban boot. Every industry requires versatile and durable pairs of shoes that can withstand long hours and survive the ever-changing, uneven,

Careful attention to detail is given to every shoe made

uncertain and hard conditions of their respective industry. The two latest additions are tough enough for the hardest conditions and withstand longer hours, yet are comfortable enough to feel lightweight for optimum functionality.

With a particular focus on the Urban boot, the latest Lemaitre footwear provides wearers with extra protection and durability during various weather conditions, while being impenetrable as projects progress on-site and the daily risks evolve. The boot is S3 rated and gives the worker added confidence for any situation. It boasts a PU/Rubber sole that offers resistance to water, oil and heat, and is also cut and abrasion resistant. The Footology Elastopan Climate Control Insole results in extra cushioning, lightweight comfort and breathability, so your toes can breathe too. This also makes the boot ideal for situations where there is a high risk of electric shock.

The additional padding on the collar and tongue enhances comfort and protection, making it perfect for not just the mining industry but the electrical and civil engineering industries as well.

A Proudly South African brand The Inyati range offers a variety of features and benefits for all-round protection, comfort and performance for any industry that builds a stronger South Africa for all. Hard-working employees aim to manufacture and distribute safety footwear of the highest quality for their fellow South African workforce, by looking out for the safety boot wearers who are building a solid and secure South Africa for the future. As a Proudly South African brand – made for workers, by workers – Lemaitre understands what is needed to carry employees safely through tough industries and working environments in a safe pair of Lemaitre Safety Footwear.

FOLLOW THE LINK Follow Lemaitre Safety Footwear on Facebook or visit www.lemaitre.co.za to find your nearest distributor.

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HEALTH & SAFETY

Three KEY PRINCIPLES to build a strong culture of

SAFETY

A Fluke survey revealed that most companies did not have a strong culture of safety. To build a strong culture of safety, a climate of safety needs to be created, which will then allow for change and adaption within an organisation.

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climate of safety also influences a culture of safety, which is harder to change because it is engrained into the overarching company culture. Over the years, that strong climate will create a stronger safety culture.

Dr Chuck Pettinger, safety culture expert at Predictive Solutions, has identified three key changes that help in creating a successful climate of safety that will grow into a successful culture of safety.

They are: 1. Communicate 2. Make it personal 3. Keep building.

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HEALTH & SAFETY

1

Communicate

Part of any successful business is how we communicate with one another.

When looking at a climate of safety, communication can include things like goal-setting and incentive programmes.

Pettinger suggests instead of tracking metrics based on accidents and injuries, focus on the positive. Focusing on accidents and injuries “drives a lot of safety reporting under the ground. And it may unintentionally hurt the culture.”

Instead, try focusing on tracking the quality of the safety inspections, or how many employees participate in a safety initiative. In general, people are more motivated when they are trying to improve something, rather than trying to avoid or reduce something such as an injury.

Instead, focus on setting SMART (specific, measurable, achievable, relevant and time-bound) goals, which are more useful and create a positive effect on the company’s climate of safety.

Pettinger says, “[The goal] should be an actionable, observable behavior that you’re reinforcing, versus, you know, ‘Do your best.’ So, make it specific. Make it achievable. Make it relevant to the people around you, and not just important to you. And visualise it – get people to appreciate it.”

It’s also important to be aware of how you talk about certain processes. This can also impact how the climate is perceived throughout the company. Pettinger gives an example of how the climate can negatively influence employees: “If you hear, ‘We have to get this machine up and running,’ you know there’s time sensitivity.

There’s a little bit of pressure; no one’s actually telling you, ‘Take shortcuts,’ but you’re feeling that pressure from the climate, versus other cultures that say, ‘I don’t care how long it takes. Take your time. Do it safe. Don’t get hurt’.”

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Make it personal

Creating a plan that makes safety about the individual helps keep it top of mind throughout the workday. Pettinger has seen success in changing how shift start-up meetings are conducted and tailoring the training more.

Getting employees more involved in shift start-up meetings has had a positive effect for many companies. Instead of just focusing on what needs to get done and where the previous shift left things, Pettinger suggests taking the time during each meeting to discuss potential risks and how to mitigate them. “Elicit those responses from the people in your group.

As a good manager, trying to get them to come up with the solution is the key,” Pettinger explains.

When it comes to training and teaching, there are multiple approaches. A Fluke customer, Michael Brooks, has seen success with one-on-one training at his company, Great Southwestern Fire and Safety. Take the time to walk through the safety steps and ensure that the knowledge and experience one employee has are translated to the next. Brooks explains, “What they’ve learned, they’ve been able to translate that to somebody else new. It’s not the same people teaching and learning and growing all the time.

We’ve worked really hard to try to keep this positive attitude among our workforce.”

This has not only helped to keep the employees safe but has helped the company grow over the years.

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Keep building

Many companies fall into a venomous cycle in which new initiatives start out strong, but eventually lose the momentum and after a while will be ignored completely. Then another new initiative is started and the cycle repeats.

However, no real change is seen from these initiatives and both the climate and culture of safety remain the same.

Instead, companies need to find a way to get into a virtuous cycle. This is all about patience and perseverance. “Culture is something that’s very hard to impact. It’s something that takes three to five to ten years to change sometimes,” Pettinger says.

Once a new initiative is started, set shortterm goals so it feels more like progress is being made. Not only will individual employees feel like they’re able to make more of an impact, but management can also track what changes have started to happen. Once people see the value of the new process, it will become self-sustaining, ingrained and help your organisation create a culture of safety.

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USING TECHNOLOGY TO boost mine health & safety Technological discoveries have proven to be invaluable in making everyday life easy. For the mining industry, technology has played a crucial role in improving productivity and efficiency. More importantly, it has also increased the likelihood of achieving zero harm. By Dineo Phoshoko 10

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espite the industry’s best efforts to ensure the well-being of all employees, HSE-related incidents are inevitable due to the dangerous nature of mining. As such, every step that assists in improving health and safety is welcomed across the board. Technology is one of the resources utilised by the industry to drive health and safety.

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HEALTH & SAFETY • Operating drill rigs in a designated safe zone removes employees from danger zones.

• Operating in an area where noise, vibration, ambient temperature and dust are controlled eliminates impacts on health.

“Over the past two years, South Africa has been more open-minded about incorporating technology into the HSE industry, and specifically the mining industry. Covid-19 has pushed us to move even faster in this regard,” says Ruan Janse Van Rensburg, regional manager: Coastal for KBC Health and Safety.

Rosond’s drill rigs feature automated rod handling, which eliminates hand and finger injuries

Technology’s contribution to mine health and safety “It is very important to ensure the health and safety of our employees, and this can only be achieved by removing human intervention from the processes through automation,” says Andre Kleynhans, manager: Safety at Rosond. He further adds that technology eliminates accidents previously associated with the manual handling of machinery and equipment.

In terms of the practical application of technology

by Rosond, Kleynhans lists the following examples: • Automated drill rod handling eliminates hand and finger injuries.

Influence of technology on mine safety Health and safety are separate sides of the same coin. On how technology has influenced mine safety, Dr Joseph Matjila, group manager: Safety and Health at Exxaro, explains that the company’s strategy of achieving zero harm is anchored around its safety improvement plan, which is centred around five pillars. He touches on some of the pillars and how technology influences each one.

A key pillar is communication. “You cannot transform or lead any organisation in such an important aspect of the business without efficient and effective communication solutions.”

Matjila adds that technology has been a big enabler in getting Over the past two years, South Africa people to communicate.

“Today, we’ve got has been more open-minded about various platforms incorporating technology into the HSE through which we drive industry, and specifically the mining industry. our communications.”

Covid-19 has pushed us to move even faster Historically, one would have to had to gather in this regard.” people in a venue to communicate with them. “With the development of technology, you can access an individual at their home before they even come to the mine.”

Incredible leadership is another pillar. “The essence of it is that – to achieve what we want in safety and health – our leadership has to be incredible and lead this journey from the front.”

The company has various programmes in place to encourage safety from the top. One of these is Safety Leadership Day, where the leaders of the organisation take ownership of the company’s safety programme and communicate it to employees across all operations.

A day is selected where the leadership avails itself to talk about safety and reflect on the performance as well as indicate areas of concern. This is done on a virtual platform. Matjila notes that this would be impossible to achieve without the help of technology. “That’s another demonstration of how the strategy is enabled through technology.”

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HEALTH & SAFETY ENERGY

Andre Kleynhans is Rosond’s manager: Safety

Natalie Pitout is the manager: Innovation at KBC Health and Safety

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Natalie Pitout, manager: the equipment will automatically turn off. “That is Innovation at KBC Health where technology has come in as a big benefit in and Safety, explains that helping us eliminate accidents that are related to the company is currently machine-human interaction.” exploring the virtual Fatigue is another critical area when it comes reality space, through risk management in the mining industry. Matjila which different groups explains that fatigue management technologies of people from an are now available and can predict at what point organisation or different a person’s level of alertness is likely to drop. companies can gather These technologies provide vital information for in one room and conduct shift bosses to know when to withdraw fatigued a hazard identification employees from a mine’s production area. In so exercise. “Different doing, potentially harmful incidents can be avoided. companies and people can Pitout mentions that, going forward, KBC would leverage each other’s expertise. like to identify the risk each person poses From this exercise, KBC would be able to a mining site. “This would enable us, and the to pull information and relay this back to the mining industry, to mitigate risk by using specific organisation,” she says. training interventions.”

Risk management is another pillar that has been positively influenced by technology.

Effective management of Covid-19 Various technologies in the mining and other health risks industry have been developed The global Covid-19 pandemic put a huge strain to assist the industry in on health and safety in the mining industry. South identifying safety risks.

Africa’s mining industry still has a large mining “A typical example is labour force. This poses challenges when it comes in our opencast mine, to effectively managing Covid-19 at mine sites. where there is a risk of Exxaro has relied on diagnostics to assist the slope failures, which company with its health and wellness strategy. have claimed lives in Referring to Covid-19, Matjila says technology has the past,” Matjila says. enabled experts to rapidly get an understanding Matured technologies of the virus. for slope stability As an example, Matjila explains that many monitoring are available to of Exxaro’s employees from different areas in be deployed at the mines. “It Lephalale, Limpopo, rely on public transport to scans the slope of the opencast travel to and from work. “We realised very quickly mine and identifies if there is that we had to find a way of knowing who was on potential failure of the slope.” This technology a particular bus, so that if there was an infection also makes it possible to warn operators and gives on the bus, we’d be able to trace back all the them enough time to evacuate if they are in danger. potentially exposed people and isolate them.”

Another major area of concern when it comes Tracking and tracing was made possible by technology. to risk in the mining industry relates to trackless Covid-19 screening is now a necessity for mobile machines (TMMs). There have been many everyone prior to being allowed incidents where accidents entry to most properties. involving pedestrians With the development of Technology has advanced to the and TMMs have occurred technology, you can access point where screening no longer in both opencast and an individual at their home before needs to be done manually, underground mines. they even come to the mine.” as there are digital screening “We now have proximity platforms that eliminate the detection systems. The need for forms. In addition to being contactless, devices are worn by individuals, and they are these platforms are also efficient, reducing the also [installed] on the equipment. They help us screening time. identify if individuals are getting too close to Diagnostics have also proved valuable when it moving equipment that could potentially harm comes to identifying any potential health risks them,” says Matjila. If individuals get too close,

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HEALTH & SAFETY that need to be managed. “There are various technologies in the area of prevention,” says Matjila. He further adds that there are various technologies that monitor a person’s vitals. Such technologies empower ordinary people with getting to understand their level of health. This enables them to make better health choices. “At an individual level, technology can be used to help you understand your state of health. You can take appropriate measures to prevent any risks.”

to do the majority of the work on-site. This would drastically lower the injury and mortality rates on mines. However, there are negatives to this as well,” says Janse Van Rensburg. One of the challenges he mentions is constantly developing and improving programmes related to technology.

Matjila also stresses the importance of being The world we’re living in and the value mindful of the potential barriers that come with of technology are changing at a rapid technology and finding pace. It is important that we are sensitive to Moving away from misconceptions innovative solutions to these changes.” about technology breach those barriers. “The The mining industry is built on the bedrock world we’re living in and of manual labour. As such, technological the value of technology transformation in the industry has received a are changing at a rapid pace. It is important that we lukewarm response from some employees. This are sensitive to these changes.” is due to the misconception that technology will He highlights literacy levels among the workforce replace their jobs. “It is very important that when as a potential barrier that could put employees at a you transform your organisation, you do it from disadvantage when it comes to reaping the benefits a basis of common understanding, buy-in and that come with technology. “We are at great lengths commitment,” Matjila says. working to afford our colleagues these platforms in This approach implies that technological an easily accessible manner.”

He gives an example of providing training in a transformation is a collective journey and not visual format that would not require any reading something simply foisted upon employees. “We all believe we need to eliminate accidents in the and writing. mining industry.” As such, technology benefits “We are now able to pull accurate statistics, and both the employer and employees. “They place people in a ‘safe’ virtual environment to get [employees] do not see it as a threat, but rather as on-site experience without any of the risk involved. an opportunity to make their lives and the lives of Clients are now able to use simulators instead of their co-workers safe.” doing training on a mining site, where the risk is Janse Van Rensburg explains that technology massive,” says Pitout. She adds that trends and is still relatively new to contractors and the common mistakes can be identified before a mining industry, and has been met with client goes onto a site. “Therefore, we excitement. Similarly, Kleynhans are able to mitigate any risk by says that the industry has using the virtual sessions.” responded positively due Technology has proven to the safety advantages to be a driving force to technology brings. “Mines achieve zero harm in are technology driven the mining industry. to improve safety Despite some and productivity.” challenges, the industry has embraced Making technology technology and reaped inclusive and the rewards. “It is accessible for everyone going to be a There is no doubt that no-brainer that technology technology has for the will be the way most part assisted in forward because making life easier, in of the health addition to improving and safety health and safety.

Dr Joseph Matjila is Exxaro’s group advantages it brings “Businesses are slowly manager: Safety and Health to the workplace,” evolving in order to concludes Kleynhans. gear up for machines

13

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THE DIVERSITY ISSUE | 2022

HEALTH & SAFETY

UNDERGROUND AIR QUALITY MANAGEMENT The underground mining environment is unquestionably harsh. Confined spaces, minimal ventilation and underground vehicle emissions can compromise the air quality. Systems that monitor air quality underground are critical for the health and safety of employees, as well as the environment.

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oor underground air quality has negative impacts for the environment.

This microenvironment and the mobile machines operated there cause exposure to strongly polluted underground air, which adversely affects the health and working performance of the underground mine workers. Inhalation of particulate pollution is associated with health risks including heart disease, strokes, lung cancer and chronic obstructive pulmonary disease.

In underground mines, mobile mining equipment is critical for the production system. Unfortunately, such equipment subsequently compromises the air quality underground. Air pollution is caused by solid and liquid particles and certain gases that are suspended in the air. These particles and gases come from underground mobile equipment and any other moving machinery exhausts.

Addressing underground air pollution The Mine Health and Safety Council did a study titled Develop Methodologies for the Measurement of Diesel Exhaust Emissions (DEE) and Diesel Particulate Matter (DPM). The scope of the study was to identify existing techniques that could be adopted to detect DPM in the environments with restricted ventilation such as in underground mining working sites.

According to the study, current technology has made solutions available to provide continuous monitoring

of harmful, ambient concentrations of DEE and DPM in underground mining environments.

DisproTech SA has a range of products and services that monitor diesel engine emissions.

The company is able to conduct a diesel combustion analysis. Analysing the exhaust stack of diesel engines is important for maximum fuel savings and extending engine life. In addition, scientists and doctors continue to find possible links between fossil fuel exhaust emissions and many different health-related problems.

Another service offered is predictive failure analysis and preventative maintenance. Over time, wear and tear on diesel engines can be determined through emissions testing.

However, through data analysis and advanced pattern recognition, preventative maintenance and predictive failure can be presented – which can save millions in lost production.

SMG200M Particle Mass Analyser

Infralyt N Analyser

Opacilyt 1030 Smoke Meter

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WOMEN IN MINING

Blazing a trail for women in science Anglo American remains committed to building a hydrogen economy as part of being carbon-neutral by 2040, as well as creating more female leaders and scientists in the mining industry. Michillay Brown ticks each of those boxes – and she’s determined to drive meaningful change on all fronts.

A Michillay Brown has volunteered for various organisations, including Greenpeace and Melville Koppies Nature Reserve

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qualified environmental scientist, born and bred in Johannesburg, Brown leads Anglo American’s hydrogen economy policy analysis and strategic advocacy. She was also recently named one of the Top 100 Global Inspirational Women in Mining.

It’s all part of her ambition of being a global environmental change agent in a practical, tangible and influential way. “I understood from an early age that we need to protect Mother Earth. That’s not going to happen by itself.

We must proactively come up with concrete, scientifically proven solutions to live and work on this planet. Investigating, understanding and working on complex environmental issues that require complex solutions requires the base knowledge and application of science first. That’s what sustainable development means to me,” she says.

Where it all started Brown joined Anglo American after completing her postgraduate degree in human geography in 2015

– and the rest, as they say, is history. Starting as an environmental assurance specialist, she moved to the Group International & Government Relations team in London, where she focused on major policy areas for the business.

Her next role kick-started her career path in technological solutions for sustainability: she joined Project Tracr at De Beers Group as industry transformation lead, working on a blockchain solution for end-to-end assurance of diamond provenance, traceability and authenticity. Today, she’s at the heart of Anglo American’s drive to create a global hydrogen economy – and there’s no place she’d rather be.

“Climate change is a defining challenge of our time, and it’s extremely exciting to play a role in tackling this. One of the ways in which we’re addressing this is investing in the future of hydrogen energy,” she says.

Hydrogen is the most abundant element in the universe and when combined with a fuel cell, it is a source of sustainable energy – the fuel of the future.

Anglo American has numerous hydrogen-related projects running, including the imminent launch of its

THE DIVERSITY ISSUE | 2022

WOMEN IN MINING first 220 tonne demonstration hydrogen mine haul truck at its Mogalakwena mine in Limpopo. It also recently published a feasibility study with a number of stakeholders to develop a ‘hydrogen valley’ in South Africa, which offers numerous opportunities for positive impact and development around the country’s hydrogen economy.

Brown is also involved with the UK Aggregated Freight Consortium – a partnership of UK hydrogen industry leaders and mobility companies working with fleet operators and government to accelerate commercial volumes of fuel cell trucks, vans and refuelling infrastructure.

Female trailblazers A major part of Brown’s role includes stakeholder engagement and developing relationships with global actors and industry players along the entire hydrogen value chain. She believes that one of the ways to make the system more attractive to women in science is

through greater representation and female leadership at the highest levels.

“I cannot say it enough. I have seen trailblazing women in the industry – and have been fortunate to have been recognised as one of them – but the work should not end there. If we want to attract females in STEM leadership, we must be brave enough If we want to attract females in STEM to invest in the talent, skills leadership, we must be brave enough and development areas to invest in the talent, skills and development that females may require at areas that females may require at all levels.” all levels.

She adds that the youth need mentors and role models who are already leading in these areas.

“Setting up mentorship programmes and educating young learners on what opportunities are potentially out there for them – irrespective of gender, race or age – is an important and inspiring way to attract diverse candidates,” Brown concludes.

WOMEN IN MINING

Leading ladies in mining, construction and engineering Mining, construction and engineering are closely related fields that are still mainly dominated by men.

Despite this, there are women who are breaking barriers and making a name for themselves through passion, hard work and determination.

Please share what it is you do.

TR I am a technical enablement site leader. I am mainly responsible for empowering SMMEs in the mining industry. Most SMMEs in mining are not recognised; some are also not empowered.

TK My job title is project technical assistant for the design, construction, installation and commissioning of PGM processing plant projects. My job entails reporting directly to the engineering head of department, assisting in managing the office of the owner’s team, facilitating the drafting and approval of engineering and process designs, as well as assuming the roles of a junior process engineer.

Theo Kokota believes that it is important for mining companies have a moral obligation to enhance female representation in the industry

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How did your mining career start?

TR After doing my diploma in non-destructive testing at Vaal University of Technology, I got an internship at Eskom. I was working as a contractor there for a while and enjoyed engineering, then I jumped over to mining where my potential grew and my love and passion for mining was cultivated. During this transition, I enhanced my academics to be a better fit for the mining industry as a whole. I then further studied quality and advanced project management and for my BTech.

TK I started at the University of Johannesburg by enrolling for an engineering metallurgy course in 2010. After completing my studies in 2014, I received an opportunity to be part of an internship training programme for one year at Bakubung Platinum Mine in Rustenburg. The mine was still under a feasibility study for the construction of a PGM processing plant.

As part of the internship programme, I participated in process development, plant piloting and designs at Mintek, and I am proud to say that all the project deliverables were completed successfully.

Dineo Phoshoko speaks to Tsholofelo Candy Rathebe (TR) and Theo Kokota (TK) – both from COENG Consulting and Construction Engineers – as they share their experiences of being women in the mining industry.

Has this always been something you’ve wanted to do?

TR Yes. I remember when I went to varsity and my physics marks were bad, I never believed I would be accepted; however, I never lost sight of what was really important – I focused on getting that engineering degree because I’ve always believed I‘m stronger than I look.

TK Most definitely! When I chose this career and got to learn all the theory in varsity, I formed a clear picture of my career objectives.

Can you mention some challenges you’ve faced in your career so far?

TR I have experienced sexism in the industry and sexual harassment is quite prevalent because it is a maledominated field. You also get underestimated quite often by both men and women in this industry.

TK The first challenge was being a newbie in the industry and hoping for things to work out in time. This can be prolonged, as a lot of people take long to warm up to your presence and technical inputs as a female engineer in a male-dominated industry. Concurrently, I realised that if you are new to the job, many perceive you to have lack of crucial technical experience until you prove otherwise.

How did you overcome such challenges?

TR With such challenges, the only thing you can do is persevere. You have to stand your ground and I believe that you cannot sell something that you do not believe in. So, if you don’t believe in yourself as a person, it’s hard for you to overcome anything. One must also understand that not every day will be the same.

TK What got me through is understanding that I cannot make anyone do anything they are unwilling to do of their own accord. It is a professional environment, and we all have responsibilities and deliverables to achieve.

Focusing on that and seeking assistance from those who are willing got me through. I told myself that I need to be committed to achieving as little as my daily deliverables

THE DIVERSITY ISSUE | 2022

WOMEN IN MINING and empower myself with technical knowledge through an attitude of professional inquisitiveness. Consequently, I’ve never lost sight of my career objectives. Also, acknowledging my shortcomings has allowed me to continuously improve in my career.

Can you share your views on female representation in South Africa’s mining industry?

TR I’m actually super proud of the women in the industry – they are the enablers of our future. They represent strength, love, perseverance and passion. They make one believe that the wo in women is able and special because so many women are underappreciated in the industry.

I believe that with them being there, it shows that love,

Tsholofelo Candy Rathebe holds a diploma in non-destructive testing from Vaal University of Technology

strength and perseverance can be used in one sentence.

TK Mining companies should have a moral imperative of enhancing woman representatives across all levels and should have the mandate to increase female representation in the workplace. As a woman working in the mining industry, I strongly feel we are fortunate to have organisations such as WiMSA (Women in Mining South Africa), which continues to provide support, guidance and mentorship, while advocating for woman empowerment. I believe that through this platform, women’s voices are heard, and it creates a space for female mining professionals to thrive in their professions.

What do you think needs to change to create more opportunities for women in the industry?

TR We are born and raised to believe that women belong in the kitchen and that they should look after their children. Nobody’s disputing that – indeed we still do that. However, our strengths in professional industries should also be acknowledged and taken into consideration. We must also increase enforcement of the existing laws against gender-based employment discrimination and sexual harassment.

TK While the mining sector remains male-dominated, women work in an increasingly wide range of roles, as mine workers, managers and administrative staff, among others. I still believe that there are a wide range of opportunities where women could participate in the mining industry. Women need to avail themselves and be open to the idea of further education in miningrelated courses that will open job opportunities for individuals. Having a formal education is considered a gateway out of poverty and provides access to better employment opportunities.

What advice would you give to a young woman wanting to pursue a similar career path as you?

TR Always act with respect for others and have integrity in doing a good job, regardless of what you are asked to do. That’s where you start, as long as it’s not compromising your core values.

TK “If you want the rainbow, be prepared to put up with the rain.” To aspiring female engineering professionals, be sure of who you are and be clear with your career aspirations. I encourage you to stay committed and always seek continuous improvement, in order to achieve your personal career milestones.

Is there anything you would like to add?

TR Remember, mining might be a way of putting food on the table; however, enjoying the art of mining fulfils the purpose of your career choice.

TK “Do or do not. There is no try.” When you commit to doing something, know that you will give it your all. I believe that trying allows for distractions to derail you from your set goals.

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INDUSTRY INSIGHT

Moolmans cementing position as Africa’s premier contract miner

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s a contract mining company with more than 60 years’ experience across the African continent, Moolmans understands better than most the role mining can play in helping achieve national development goals. This vision is also closely aligned to that of Moolmans’ parent company, the Aveng Group, which is to provide a better life for its stakeholders – which includes shareholders, employees, customers and the communities that host its operations.

Offering comprehensive services in both surface and underground applications, and across various commodities, Moolmans has earned a strong reputation in the industry for exceptional reliability and performance.

“For us, being Africa’s premier contract miner means that not only do we demonstrate the highest standards of safety, keen environmental management and exemplary social responsibility, but our people also love working for us, our host communities celebrate our presence, and our customers choose us to execute large and

In mid-2021, President Ramaphosa stated, “Mining is vital to our economy and will continue to be for the foreseeable future.” As such, key miners like Moolmans can aid the country in establishing a more inclusive and equitable economy.

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THE DIVERSITY ISSUE | 2022

INDUSTRY INSIGHT

complex projects,” says Jerome Govender, MD of Moolmans.

A renewed focus on increasing work in hand has seen Moolmans tendering for contracts for existing clients and new projects, both in South Africa and beyond the country’s borders, with a specific focus on West Africa and the SADC countries.

“We are thrilled that, in the past few months, we have successfully concluded a number of high-value contract renewals at some of our largest projects,” shares Govender.

“This is testament to the value-added relationships we have with our customers and the confidence they have in our abilities to deliver according to plan.” With decades of executing quality projects for blue-chip customers and a history of working in remote and difficult environments, Moolmans’ success is based on several key factors.

Diverse expertise A relatively new but strengthened executive

team brings diverse expertise and extensive experience, along with a new energy and innovative ideas, to invigorate growth of the business. In addition, the mining company’s senior operational team has a combined experience of almost 500 years, with each member averaging around 20 years in the industry.

Complementing this is a workforce of more than 3 000 employees, including skilled and experienced operators, disciplined project managers, qualified engineers, SHEQ professionals and a range of support staff – all grounded in a customercentric culture.

“We pride ourselves on our collaborative approach, working closely with our customers and suppliers to identify and implement improvements that will drive down unit costs and optimise efficiencies,” explains Govender.

Importantly, Moolmans operates one of the largest and most diverse fleets of mining equipment in Africa and, through a restructured Aveng, has the balance sheet

For us, being Africa’s premier contract miner means that not only do we demonstrate the highest standards of safety, keen environmental management and exemplary social responsibility, but our people also love working for us, our host communities celebrate our presence, and our customers choose us to execute large and complex projects.”

Jerome Govender, MD, Moolmans

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INDUSTRY INSIGHT

strength to supplement that fleet with specialised and additional equipment if the project demands it. Further, the company employs sophisticated maintenance software to achieve the highest levels of equipment reliability and volume production.

In recent years, Moolmans has achieved notable improvements in recovery for key customers on the back of the implementation of advanced control technologies. Maximising production volumes is largely dependent on optimal equipment efficiencies and predictability, which in turn is reliant on proven and robust maintenance strategies.

Technology-driven approach Moolmans implements three levels of intervention, underlining a shift to a more technologydriven digital approach to ensuring high maintenance maturity.

First, the online asset maintenance tool AMT is applied throughout its operations to provide realtime visibility of asset performance, condition and cost, which offers the ability to identify and manage any issues as soon as they arise. Second, its intensive ‘27 step’ maintenance management procedure allows the mining company to consistently deliver high levels of equipment availability and utilisation.

Third, Moolmans employs the Sens Mining production management system to optimise on-site safety and productivity by recording critical data in the production environment and applying state-ofthe-art operator safety features in both its surface and underground mining services.

Robust and dynamic risk management is an important part of the company’s strategic business processes and a key element in achieving its vision

22

and protecting its hard-won business reputation.

This includes responsible stewardship of the natural environments in which Moolmans operates and ensuring respect for and upliftment of the communities that host its diverse and widespread operations.

Govender explains the company’s approach to ensuring that business activities maximise the return from natural resources in support of local economic empowerment and social development: “As a contract mining operator, we are often not as deeply rooted in local communities as the mining rights holders. However, we are committed to ensuring all our mining operations are geared towards delivering maximum benefit to the local communities through our intensive localisation approach and training strategies.”

Moolmans largely achieves this through employing local community members to execute works, training and developing local citizens in mining and other portable skills, and implementing agreed-on community development strategies.

Skills training and development The company is an accredited training provider through the Mining Qualifications Authority (MQA) in South Africa and typically establishes training centres on all major sites to facilitate employee training, which is fundamental to delivering on the company’s commitment to high performance and reliability. Regular successful compliance audits by the Department of Mineral Resources and Energy on Moolmans’ training strategy, processes and facilities speak to the quality of the training delivered by the company, which helps to optimise the safety of operations, reduce machine downtime and increase productivity.

Through these centres, the company also routinely trains previously unskilled people from the local communities to operate, service and maintain advanced mining equipment, and the company can proudly boast that it has upskilled more than 1 000 people to operate surface mobile machinery.

In certain instances, recruits from the local community have also progressed through the ranks to supervise mining operations to the highest standards of safety and productivity.

“The global mining industry is on an upward trend on the back of positive commodity price outlook for the medium to longer term. I am confident that Moolmans is well positioned to take advantage of this upswing, with premier people, premier equipment and premier systems ready to deliver strong and sustained customer value,” concludes Govender.

THE DIVERSITY ISSUE | 2022

INDUSTRY INSIGHT

Vermeer machines to sustain Africa’s growing surface mining industry Surface mining in Africa is critical to the development of the mining industry on the continent. As such, advanced machinery is needed for the open-pit mining industry to continue forging ahead.

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echnology is advancing at a rapid pace globally, and mining equipment manufacturers are capitalising on these developments. At the heart of Vermeer’s fleet of continuous surface miners is the latest technology, which has benefitted the surface mining industry across various aspects, including health and safety, productivity and efficiency.

“Vermeer continuous surface miners use fully hydrostatic drives and do not contain any mechanical transmissions. This ensures minimum energy loss between the engine and cutter drum, increasing machine performance by up to 20% compared with mechanically driven equipment,” explains Frank Beerthuis, MD of Vermeer Equipment Suppliers.

Tough machines with safety features The Terrain Leveler is one of Vermeer’s surface excavation machines (SEMs). Referring to the machine’s health and safety features, Ruben de Meijer, MD at Vermeer West Africa, explains that the Terrain Leveler is equipped with a vacuum dust suppression system. “An optional dust suppression system on the Vermeer Terrain Leveler SEM features an enclosed cutting head with two large vacuums continuously pulling dust from the enclosed cutting head into baghouses. The collected dust is purged, helping to reduce the amount of dust entering the air,” he says. Another safety feature is a fire suppression system that has become a standard requirement in the mining industry.

Machines used in surface mining are exposed to very harsh conditions, which could potentially increase wear and tear.

“The Vermeer Manufacturing Company is renowned for building the most rugged machines, which are highly productive and built to last. There are Vermeer continuous surface miners on the African continent that have exceeded the 40 000-hour mark and are still in production,” says Beerthuis.

“In under five and a half years, these numbers have been reached – which means that, year in and year out, a mechanical availability of 90% is achieved,” adds De Meijer. He further attributes the long hours to the after-sales support.

“Our after-sales support with 24/7 assistance on-site ensures our customers remain profitable throughout the lifetime of their mining operation.”

Versatility for growing industry Continuous surface miners are versatile and can be used for mining a variety of minerals, such as coal, graphite, bauxite, limestone and alluvial diamonds. Africa has seen a growing appetite for surface mining in recent years. According to Beerthuis, the first Vermeer continuous surface miners went to the DRC, where a fleet of machines was being used to mine thin seams of high-grade copper at Tenke-Fungurume.

Vermeer’s machines have also been used in coal and alluvial diamond projects in South Africa and Namibia. In addition, they have been used to mine bauxite in Guinea, which is currently the biggest market for surface miners.

Beerthuis is optimistic about the future of surface mining and expects new projects to come up soon. “With the increasing demand for battery minerals and a growing need for electric vehicles, we certainly see new projects developing in ore bodies such as bauxite (aluminium), graphite, cobalt and others. Also, the growing need for construction materials such as cement provides us with additional opportunities in limestone deposits,” he concludes.

A continuous surface mining machine on a coal mine

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INDUSTRY INSIGHT

Rio Tinto report addresses bullying, sexual harassment Harmful Behaviour and Reporting & racism

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sustained sexual harassment in the last 5 years, indicating an cultural overall change across its 10 – which was global operations.

The review prevalence of 11.2% among Rio Tinto employees, with

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The review is part of the work being undertaken

by Rio Tinto’s Everyday Respect task force, which was launched in March 2021 to better understand, prevent and respond to harmful behaviours in the workplace.

The eight-month study saw more than 10 000 people share their experiences, views and insights via an online survey, as well as through more than 100 group listening sessions, 85 confidential individual listening sessions, and close to 140 individual written submissions.

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carried out by Australia’s former Sex Discrimination Commissioner, Elizabeth Broderick – identified 0 harassment than men (28.2% of female employees, disturbing findings of bullying, sexual harassment, compared with 6.7% of males) (Figure 15). Women in racism and other forms of discrimination throughout younger age groups (34 years and younger) experience the company. significantly higher incidence of sexual harassment than Rio Tinto is a mining and metals company women 35 years and older (Figure 16). in 35 countries around the world, operating including South Africa. “This report is not a Figurefor 16:reduced Prevalence of Sexual Harassment at Rio Tinto by reason age. (% employee cohort in each group experiencing sexual confidence in Rio Prevalence of sexual harassment at Rio Tinto by age harassment). Base: all respondents (n=10,303); men (n=6,535); Tinto. By proactively women (n=3,420).

4.3.5 What the survey commissioning revealed this study, one of 40 Survey participants were asked about their experience Men Overall, respondents in Iron Ore (13.8%), Strategy, the largest of its of workplace sexual harassment in the last 5 years, first Women kind within the& Development (13.5%), and Copper (12.9%) Sustainability with a simple yes/no question and then by asking about 30 resources industry, it levels of sexual reported the highest harassment, with specific inappropriate behaviours that are considered to demonstrates a very more likely to experience sexual women in all groups be workplace sexual harassment. A summary of these clear commitment harassment than men (Figure 17).

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“There is no silver bullet to address the challenges faced by women in the mining industry, but we believe that, with continued targeted, highly focused work on the objectives set by the Minerals Council – and with the continued support of our Figure 19: Gender(s) of the perpetrator of sexual harassment member companies and their respective leaders, by gender (% participants that had experienced sexual and our social partners – we Base: will make a difference,” harassment in the last 5 years). (n=1,444); men (n=462); comments Nolitha Fakude, president of the involved in the Question: Thinking about the person(s) women (n=928). sexual harassment, what waschair / wereof their gender(s)?

Minerals Council and the Women in Mining Leadership Forum.

An independent, data-driven research project into GBVF at South Africa’s mines on behalf of the Minerals Council was conducted in 2021 across all race groups, sexes and ages of working adults.

The outcomes will form the basis from which to implement effective interventions to decrease GBVF at mining operations. The survey captured data from 2 054 respondents (58% women, 42% men) working in all major commodities, and included 15 mining companies in seven provinces.

The survey found that while the majority of those surveyed in the mining industry responded in a way that GBVF was not a concern for each of the assertions being tested, there was a consistent 30% who had concerns that it was. The survey also found that there was mistrust of the reporting mechanisms. “Our industry has a difficult / 44 REPORT INTO WORKPLACE CULTURE AThistory RIO TINTO and working environment. We are not blind to the challenges women face in all spheres of their lives, ai nl y

by country

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20.0

INDUSTRY INSIGHT

Figure 17: Prevalence of Sexual Harassment at Rio Tinto by Product Group. (% employee cohort in each group experiencing sexual harassment). Base: all respondents (n=10,303); men Prevalence of (n=3,420). sexual harassment at Rio Tinto (n=6,535); women

20

1.1

0

3.0

20

prevalence (%)

40

THE DIVERSITY ISSUE | 2022

0.2

30

20

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10

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Other

Men Women

5.3

2.1

40

0.8

26.5

7.9

9.8

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perpetrator (%)

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Human Resources

Figure 18: Prevalence of Sexual Harassment at Rio Tinto

by Country (% employee cohort in each group experiencing The review in the context of sexual harassment). Base: all respondents (n=10,303); men South Africa’s mining industry (n=6,535); women (n=3,420).

Following the release of the report, Minerals Council South Africa released a statement in which it welcomed the report and further emphasised its recommitment to zero tolerance of gender-based violence and femicide (GBVF), sexism, racism and bullying in the mining industry.

In South Africa, many women continue to be victims of gender-related crimes. The country has worrying levels of societal problems – including GBVF, sexism, racism and violence – with the world’s fourth highest femicide rate. A fifth of women are assaulted by their partners, while half of reported assaults of women are perpetrated by close friends, family or spouses.

According to crime statistics released by the South African Police Service for the period April to March 2019/20, 171 070 contact crimes and 31 100 sexual offences were committed against women. Contact crimes include murder, sexual offences, attempted murder, assault involving grievous bodily harm, and common assault. Sexual offences include rape, sexual assault, attempted rape, and contact sexual offences.

The historical nature of mining being a maledominated industry has somewhat contributed to women being victimised in the industry. Women have been legally allowed to work underground in South Africa since 1996. According to the Minerals Council, as at September 2021, 64 500 or 14% of the industry’s 455 200 employees are women.

These figures paint a bleak picture of the reality and vulnerability faced by women in the mining industry.

/A ll m en so m Eq e u w M al om ai m nl en en y ) w a nd om w en om (a en nd so A m w e om m en an ) /A ll w om O en th er ge nd er (s )

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25

(51.6%

experie

rates o

Men - 46.5%

Women - 53.2%

Figure 10: Prevalence of Bullying at Rio Tinto by gender (% total employee cohort experiencing at least one of the behaviours).

Base: all respondents (n=10,303); men (n=6,535); women (n=3,420). Question: In the last 5 years, have you personally experienced

INDUSTRY INSIGHT

bullying by somebody at Rio Tinto / the business? In the last 5 years have you experienced any of the following [behaviours] at Rio Tinto / the business?

Prevalence of bullying at Rio Tinto by age Men Women

Hu

45.1

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Harmful Behaviour and Re

26 26

Figure 10: Prevalence of Bullying at Rio Tinto by gender (% total

50.2 38.8

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Recommendations based on findings The report, which outlines 26 detailed recommendations, will inform work being carried out to improve how the company prevents and responds to discrimination and unacceptable workplace behaviour. Rio Tinto will implement all recommendations from the report, Prevalence of bullying at Rio Tinto by gender Prevalence of bullying at Rio Tinto by country with a focus on three key areas: Respondents in Iron Ore (52%), Commercial (50.1%) and • A commitment Aluminium (49%) reported the highest levels of bullying.

60 from the company’s Of those, however, only Iron Ore was significantly higher leadership to create than the average (Figure 3).

A similar pattern of increased safe, respectful and experience of bullying by female employees was observed 40 inclusive working across Product Groups, with the exception of Commercial environments to – where men reported higher rates of bullying (51.7%) prevent harmful 20 than women (45%) (Figure 12).

Employees in Australia behaviours and better support (51.6%) and South Africa (56.3%) were the most likely to people in vulnerable experience bullying, with women again experiencing higher 0 13). situations.

This than men (Figure rates of bullying includes increasing diversity within Men - 46.5% Women - 53.2% the company.

47.1

4

and this includes our mining operations. We have done a lot to bring women into mining in the best possible way,” Fakude says.

•employee Ensuringcohort the company’s and village facilities in each groupcamp experiencing bullying).

Base: are safe and inclusive.

This includes making sure all respondents (n=10,303); men (n=6,535); women (n=3,420) the company is applying the same safety and risk processes that it uses to prevent harm in operations to create a safe environment for all employees and contractors.

• Making it as easy and as safe as possible for all people to call out unacceptable behaviours, highlight issues when they happen, and receive support. This includes introducing earlyintervention options and improving how the company responds to formal complaints in the workplace.

The actions are a response to the report’s findings, which show in the last five years: • Bullying and sexism are systemic across Rio Tinto worksites, with almost half of the people experiencing bullying.

• 28.2% of women and 6.7% of men have experienced sexual harassment at work.

Figure 13: Prevalence of Bullying at Rio Tinto by Country (% 41.9 experiencing bullying). Base: Minerals employee cohort in each group 51.5

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4.4.2 What the survey revealed

THE DIVERSITY ISSUE | 2022 key spe

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working in Minerals (13.1% and 15.4% respectively)

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Ore (14.4%), Legal/External Affairs (17.2%) and Strategy/ 0 Sustainability/Development (12.1%), and by men and women

ut h

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(Figure 24). Male and female employees in South Africa experienced the highest rates of racism (34.5% and 33.8% respectively), and male employees in Australia were more Figure 25: Prevalence of Racism at Rio Tinto by Country. likely experience experiencing racism (13.6%).

Women (% totaltorespondents at least one in ofMongolia the were more Base: likely than men to experience racism behaviours). all respondents (n=10,303); men(12.2% (n=6,535); vs 9.1% prevalence). (Figure 25). women (n=3,420).

Prevalence of racism at Rio Tinto by age

Men Women 10.5 6.7

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of racism were experienced by male employees in Iron

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Broadly similar rates of racism were experienced across 20 age groups (Figure 23).

Across Product Groups and functions, the highest rates

ia by 5 years). of ); men

experie

Prevalence of racism at Rio Tinto by gender With reference to Rio Tinto’s South African operations, 40 the findings showed that South Africa has the highest number of women Men who experienced 20 Women bullying with 61.6% – more than any other country. Findings also showed that racism was the 0highest at Rio’s South African operations, with 34.5% of men and Men - 11.6% Women - 10.1% 33.8% of women experiencing racism at the company.

20: Prevalence of Racism at Rio Tinto by gender. (% Further commenting onFigure the findings, Stausholm total respondents experiencing at least one of the behaviours). says, “I am determined that by implementing Base: all respondents (n=10,303); appropriate actions to address the recommendations, men (n=6,535); women (n=3,420). Question: In the last 5 years, have you personally experienced and with management team’s commitment to a Figure 26:the Gender(s) of theracism perpetrator of racism gender by somebody at Rioby Tinto / the business? In the last 5 years have safe, respectfulthat andhad inclusive Rio Tinto inin (% participants experienced racism the last 5we years). you experienced any ofall theareas, following [behaviours] at Rio Tinto / the business? will make positive and lasting change, and Question: strengthen Thinking Base: (n=1,300); men (n=462); women (n=928). about the person(s) involved in the racism, what was / were their gender(s)? our workplace culture for the long term.”

The report also found there is strong appetite for cultural change within the company, including at senior leadership levels, and that there was a visible shift in attitudes and behaviour over the last 12 months. “In my interactions with the Rio Tinto leadership team, I have observed a strong desire for transformational change, as well as to make positive contributions to the societal shifts that we need to see. There is clear recognition, however, that new approaches are needed to solve these issues,” adds Broderick.

Ultimately, the report set out to understand the prevalence of bullying, sexual harassment and racism within the company, FOLLOW THE LINK to understand people’s individual experiences Follow this link to access the Report into Workplace Culture at Rio Tinto: https://www.riotinto.com/-/media/ and to determine the / 51 REPORT INTO WORKPLACE CULTURE AT RIO TINTO Content/Documents/Sustainability/People/RT-Everydaymost appropriate and respect-report.pdf effective approaches for prevention.

“I must applaud Rio Tinto for wrestling with this lion and for reporting it, as well as making such an open commitment to clean up house. That takes courage.

We all need to follow suit. Their stance should be seen as a clarion call for all mining leaders, labour leaders and employees to address this scourge,” concludes Fakude.

M 34.5

33.8

Men Women

10

males) (Figure 20). from equally men and women.

m

Group. (% total respondents experiencing at least one of the behaviours). Base: all respondents (n=10,303); men (n=6,535); women (n=3,420).

Prevalence of racism at Rio Tinto by country

ates

n men

Australi

en

20

15

10

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10.3 rape or •2 1 women reported actual or attempted Commercial 9.4 sexual assault.

10.5 Copper across a number of11.4 •R acism is common areas, 5.5 with the survey indicating people working in a Finance 9.5 country different to their birth experienced high 5.1 Human 4.1 rates of Resources racism, and that 39.8% of men and 31.8% 7.7 of women identify as Aboriginal or Torres Safety, Techwho & Proj 10.0 Strait Islander in Australia experienced racism.

12.1 Strategy, Sust & DevCEO of Rio Tinto, 6.7 says, “The Jakob Stausholm, Men findings of this report are deeply7.2disturbing toWomen me Other 6.2 and should be to everyone who reads them. I offer my heartfelt apology to every team member, past or present, who has suffered asprevalence a result of (%)these behaviours. This is not the kind of company we want to be.”

Figure 24: Prevalence of Racism at Rio Tinto by Product

40

slightly lower rates of racism notable differences, thoseFemale workingemployees in Finance experience (34%) (10.1% of female employees compared with 11.6% of and Canada (28%) were more likely to experience racism

perpetrator (%)

7.5 7.6

Aluminium

colleagu

In Austr

m

15.4

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direct experience of racism in the last 5 years, indicating However, women were more likely to have experienced an overall prevalence of 11.7% among Rio Tinto employees. racism from equally men and women (23.4%). Other

INDUSTRY INSIGHT

13.1

Minerals

employ

prevalence (%)

14.4

9.6

Legal & Ext Affairs

A summary of these results is presented in Figure 20.

For both men and women, a man or multiple men were Overall, respondents the most common perpetrators of 1300 racism (Figure 26). (from a total of 10,303) reported

A

Iron Ore

13.6

slander

being e

behaviours that are considered to be workplace racism.

prevalence (%)

oyees

context

workplace racism in the last 5 years, first with a simple yes/ no question and then by asking about specific inappropriate

r and Reporting

over the

challeng

Survey participants were asked about their experience of

Figure 23: Prevalence of Racism at Rio Tinto by age. (% total respondents experiencing at least one of the behaviours).

All figures adopted from the Report into Workplace Culture at Rio Tinto.

27

DIVERSITY

The importance of DIVERSITY and INCLUSION during a pandemic Covid-19 has shone a sharp spotlight on diversity and inclusion (D&I) in our organisations. The pandemic has had a harder impact on many diverse groups, including women, working parents and LGBTQ+ employees, with magnified challenges around caring for family and working. By Mervin Munsamy*

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A

s we ponder what our future world of work will look like, there’s never been a better time for us to make our D&I initiatives even more inclusive, by encouraging dialogue across all hierarchical levels and enabling creativity and innovation.

Understanding D&I What does D&I really mean? This question has taken on added significance as we navigate the pandemic.

As our people have had to adapt to a world where remote and hybrid working becomes the norm, company values and culture have never been more important.

For me, a strongly inclusive culture starts when a business creates an environment in which

THE DIVERSITY ISSUE | 2022

DIVERSITY everyone can flourish, thrive and be themselves. D&I is not just ‘the right thing to do’: it lays the foundation for innovation and better decision-making across the business by allowing all voices to be heard, ensuring everyone feels valued, and linking that value to the success of the organisation.

It’s vital that any D&I approach looks to embed priorities like the health, well-being and resilience of a workforce into an enterprise’s people strategy, as these variables will have a significant influence on future performance and success. Supplier diversity is another important topic, especially in a country like South Africa, as it talks directly to how we are influencing positive change in our communities.

None of this happens by itself, though. A business can’t expect to simply make policies, establish codes of conduct and expect change to take place.

Leadership, not just at a strategic level – but at all hierarchical levels – is required for sustainable change to take place. Moreover, systems and structures must be put in place to ensure D&I is embedded in all processes and becomes a standard part of the business agenda. It must be supported by ongoing training and development programmes, mentoring programmes and appropriate learning interventions. It has to be modelled by the leadership and lived through the company’s values.

Measurement and accountability Measurement becomes a critical success factor – as the adage goes, ‘What gets measured, gets done’. As a business, it’s vital to hold yourself accountable, and establish a dashboard to monitor your KPIs regularly.

What’s absolutely critical to the success of D&I is that it aligns to broader business issues like sustainability, which are top of mind for many business leaders. The UN’s Sustainable Development Goals (SDGs) are broadly seen as the blueprint to achieve a better and more sustainable future – and it’s no surprise that SDG 5 is gender equality. It’s a natural link.

A big part of diversity will always focus on gender. My company’s Global D&I Strategy 2030 aims to double the percentage of woman managers

Truly diverse and inclusive organisations will be businesses where diversity, inclusion and equal opportunity in the workplace, marketplace and community are a natural way of doing business Mervin has over 20 years’ experience in HR

across our offices in the next 10 years – from 12.5% to 25%. That’s just one target, though. True inclusion and equality span across all areas of diversity, which include gender, abilities, generational, hierarchical level, ethnicity, LGBTQ+, and so on.

As part of our efforts to foster a more diverse and inclusive culture, ABB launched a gender-neutral global parental leave programme that grants 12 weeks of paid leave for primary caregivers and four weeks for secondary caregivers. The new programme aims to give every parent an opportunity to spend more time with their adopted children or newborns, and balance career and family responsibilities. Aligned with local regulation, the global parental leave programme was implemented on 1 October 2021.

Adapting to the new normal So how are we adapting to the new world of work brought on by the pandemic? For a start, company values and culture have become more important than ever. They’re the glue that binds our people together, especially during volatile times.

We’re seeing more empathy, transparency and communication than ever before in our workforce, and this is positive for everyone.

Ultimately, truly diverse and inclusive organisations will be businesses where diversity, inclusion and equal opportunity in the workplace, marketplace and community are a natural way of doing business, with no overt regulation or policy needed to enforce it.

We’re still some way off that, but it’s work in progress.

D&I is a continuous journey, and we learn something new every day. But it’s a journey we cannot afford to stop, not even for a moment. Our futures as people, and businesses, depend on it. * Mervin Munsamy is the head: Human Resources at ABB South Africa.

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DIVERSITY

DRIVING DIVERSITY AND INCLUSION IN MINING The demographics in South Africa’s mining industry do not match the country’s population. Even though many mining houses have established and implemented policies and procedures specifically directed at diversity and inclusion within their organisations, the industry still has a long way to go.

S

peaking to Inside Mining magazine, Itumeleng Seabelo, business manager at Linhleko Projects, explains that during her career – as a metallurgist, production manager and plant manager – she has encountered a fair number of people from various social ethnic backgrounds as well as sexual orientations. She does, however, point out that there is still more that could be done to further enhance diversity and inclusion in the mining workforce.

Challenges faced by the industry The mining industry has made some progress when it comes to diversity and inclusion, yet a lot of challenges still stand in the way. Seabelo mentions that these challenges include perception

30

– where many people perceive the mining industry as being a space for men. “They don’t believe that women are able work in the mining industry and perform,” she says.

Another obstacle is that many female mine workers are often overlooked when it comes to career advancement opportunities, despite the fact that they possess the necessary skills and qualifications. “What struck me the most is that they are also expected to work harder to prove their capabilities.”

Limited work awareness is another challenge identified by Seabelo, whereby she explains that there are not enough work campaigns within schools and communities about the opportunities available for everyone in the mining industry.

THE DIVERSITY ISSUE | 2022

DIVERSITY Addressing the challenges “I think we need to look at the lower level, meaning people who are not qualified. We need to ensure that those people are exposed to exhibitions about careers and opportunities in mining.” Another suggestion put forward by Seabelo is to have in-house workshops for employees in the mining industry to assist in equipping them with knowledge and information relating to their rights and the Basic Conditions of Employment Act (No. 75 of 1997).

Effectiveness of regulations In efforts to redress injustices of the past, various regulations were introduced in South Africa. One of them is the Employment Equity Act (No. 55 of 1998), which aims to remove discrimination and promote equity, equality and opportunity for all employees. In terms of regulations, Seabelo believes that these can be more effective if they are put into practice as opposed to being regarded as a ‘nice to have’. “We need to ensure that employees are familiarised with such Acts. There is a culture within industries, including the mining industry, to include employment equity just for compliance.” Again, she stresses that educating employees is important in this regard.

There is no doubt that the mining industry has its flaws, but it certainly is trying to improve. Seabelo points out that the mining industry is doing well in terms of creating opportunities for all employees of different genders. The problem, however, is when such opportunities are limited to top-level management. “What is worrying is that those opportunities are dominated by one ethnic group.”

She gives an example of most of the top mining CEOs being predominantly white males.

Doing more to accommodate everyone In addition to the industry’s efforts, Seabelo says, “We need to encourage the locals within mining areas to participate in mining programmes.” She also mentions capacitating SMMEs. “In most cases, you will have people within the communities looking for business opportunities within the mines. We as the mining industry need to ensure that we capacitate them.”

Furthermore, Seabelo believes that people from local communities need to be prioritised for recruitment at mining operations.

Another important factor is that host communities need to have a sense of ownership and belonging when it comes to mines around them. “They also need to be knowledgeable about a mine’s vision and objective. At the end of the day, we’d expect both the mines and the communities to work toward one goal.”

More employee wellness and cultural diversity programmes need to implemented in the mining industry to build and establish a relationship between mines and the community. In so doing, community disruptions at mining operations could potentially be avoided. “They need to be part of us, and we need to be part of them,” Seabelo concludes.

The mining industry has made some progress when it comes to diversity and inclusion, yet a lot of challenges still stand in the way

Itumeleng Seabelo is the business manager at Linhleko Projects

31

DIVERSITY ENERGY

Bloomberg’s 2022 Gender-Equality Index

This year’s Bloomberg Gender-Equality Index (GEI) includes 418 companies from 45 countries and regions.

T

he GEI helps bring transparency to gender-related practices and policies at publicly listed companies around the world, increasing the breadth and depth of environmental, social and governance (ESG) data available to investors. All the companies featured in the 2022 GEI represent a combined market capitalisation of US$16 trillion (R242 trillion).

Local and international mine companies with a presence in South Africa and Africa were featured in the 2022 GEI. A record number of companies disclosed their data for this year’s GEI by using the GEI Framework, an increase of 20% year-over-year.

This demonstrates a growing commitment to gender equality and recognition that the global business community can lead the charge for meaningful change by committing to the more transparent reporting and disclosure of social data. This is significant, especially for mine companies, because of historically low representation of women in the mining industry.

Some of the mining companies included in the 2022 GEI include:

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• Anglo American Platinum • Anglo American • AngloGold Ashanti • Exxaro Resources • Gold Fields • Harmony Gold Mining • Impala Platinum • Newmont • Sibanye-Stillwater.

“The changing nature of work due to the pandemic has highlighted the importance of addressing gender equality issues in a rapidly evolving global workforce,” says Peter Grauer, chairman of Bloomberg.

“The Bloomberg GEI recognises companies that are maintaining a strong focus on providing an inclusive work environment that supports the evolving needs of employees and retains the competitive strengths gained through gender diversity, which is increasingly critical in this challenging business environment.”

The GEI framework scores companies across five key pillars: female leadership and talent pipeline, equal pay and gender pay parity, inclusive culture,

Companies voluntarily disclose their gender metrics through the Gender Reporting Framework, gaining support from Bloomberg in data verification and exposure to investors via the Bloomberg Terminal.

Through a comprehensive scoring process, Bloomberg also facilitates the identification of areas for improvement and enables companies to track their own progress against their peers.

data points related to gender equality at publicly held companies. In addition to making this data available on a company’s investment profile, Bloomberg has developed the GEI for tracking the performance of companies that are committed to supporting gender equality through policy development, representation, THE DIVERSITY ISSUE | 2022 and transparent disclosure.

As investor demand for ESG products increases, the GEI represents an important opportunity for companies to attract capital and broaden their investor base. The 418 companies in the 2022 GEI have scored above the threshold for inclusion.

DIVERSITY

GEI scoring methodology

anti-sexual-harassment policies, GEI Score Data excellence components and pro-women brand. There are also expanded areas of information requested to support the broader 10 Disclosure Female leadership 10 & talent pipeline goal of providing more robust ESG Data excellence 70 Equal pay & gender 25 data to investors. For example, GEI pay parity disclosure data now contributes to Inclusive culture 30 Anti-sexual harassment Bloomberg’s EEO-1 data, including 30 policies race and ethnicity demographics from 25 Pro-women brand US companies that disclose this as part of their reporting requirements to the Equal Employment The GEI Score is comprised of 2 components: the The GEI Score is measured on a scale from amount of data disclosed, and data excellence. Data 0% to 100%, with 100% being a perfect score.

Opportunity Commission. excellence assesses a company’s performance against In terms of disclosure, the ability to the key pillars of the GEI framework, in comparison with its industry peer group. measure, analyse and track data over time is essential for companies as they mothers and 59% of them provide childcare subsidies develop and implement approaches towards diversity 5 The GEI scoring or other financial support. and inclusion. The 2022 GEI Insights Report outlines the methodology “Programmes, policies and practices are now table breadth and depth of data incorporated in calculating (Credit: Bloomberg 2022 stakes, but lasting change comes from creating a the GEI and illustrates the impact that concerted PILLARGender-Equality 1: FEMALE LEADERSHIP Index) & TALEN culture of equality where everyone feels they belong gender-equality efforts can have in the workplace.

– the accelerator of creating 360-degree value for all Examples include work on corporate governance and culture, as noted in the GEI this year.

The datastakeholders,” says Julie Sweet, chair and CEO, Accenture.

“The GEI is a valuable tool that puts a spotlight on of the importance of setting the tone from the top, Average female leadership Closing the gap progress and opportunities to improve.” and for good reason. GEI Member companies with & talent pipeline score One area of vibrant activity entails work on diversity in This year’s GEI data shows that communities aregreater also than 30% female representation on the boa the boardroom and across all levels of the corporation. benefiting from inclusive corporate policies: morehave, thanon average, 25% of female executives within t YOY Change: +14%, +6.15 points corporation as compared to 20% of female executiv On average, GEI members’ boards are comprised of half (63%) of member companies sponsor financial in firms with less than 30% of women on the board.

31% women, and 72% of the member companies education programmes for women, and 65% sponsor Tone from the top, bottom, and everywhere Of GEI 2022 Members, 59% have 30% or more fem have a chief diversity officer or an executive within betweenprogrammes dedicated to educating women in STEM. board members. the primary responsibility of diversity and inclusion.

As governance data is the most readily available These companies have an average of 39% of women on a global scale, there is growing awareness FOLLOW THE LINK in revenue-producing roles and more than half (61%) Follow this link to access Bloomberg’s 2022 Genderrequire a gender-diverse slate of candidates for Equality Index: https://assets.bbhub.io/company/ management positions.

Statistics on Female Board Members: Under 30% vs. Over 30% sites/46/2021/01/992304_GEI_Booklet_FNL.pdf “Today’s business leaders have the opportunity to of drive progress on gender equality for years to come,Percentage ” Female Executives says Patricia Torres, global head: Sustainable Finance Solutions at Bloomberg. “The GEI framework helps 70 companies assess their progress relative to their peers, and in relation to their own goals. In turn, the 60 GEI data gives investors a comprehensive dataset to help evaluate how best practices in gender equity are 50 contributing to company performance across a variety of factors.”

40

51%

59%

Culture of inclusion Another key area involves the recruiting, hiring and retention processes at member firms. On average, GEI members hire more women: 83% of these firms have a direct strategy for recruiting women, and 66% of them conduct global gender-based compensation reviews. These companies are also more likely to adopt family-friendly policies: for example, 75% of member companies offer on-site lactation rooms for new

30

41%

20 10

< 30% Female Board Members

≥ 30% Female Board Members

Statistics on female board members (Credit: Bloomberg 2022 Gender-Equality Index)

33

SKILLS DEVELOPMENT & EDUCATION

Bursaries for top performing matriculants Sibanye-Stillwater has awarded 51 top-performing matriculants with full bursaries to pursue tertiary studies at local universities.

A MATRIC PASS RATE PER PROVINCE Free State: 85.7% Gauteng: 82.8% Western Cape: 81.2% North West: 78.2% KwaZulu-Natal: 76.8% Mpumalanga: 73.6% Eastern Cape: 73% Northern Cape: 71.4% Limpopo: 66.7% Source: The Skills Portal

34

ll the awarded learners are from communities around Sibanye-Stillwater’s South African operations. In addition, the Bapo Ba Mogale Community Development Trust also partnered to match the bursaries allocated to learners around the group’s locally based PGMs Marikana operation.

The awarding of bursaries and scholarships to deserving learners is critical, especially in South Africa, as the cost of furthering studies at tertiary institutions is very expensive. As such, many well-deserving learners don’t get the opportunity to pursue and obtain a post-matric qualification because of the huge costs most households are unable to afford. “In line with our purpose of improving lives, we believe that – by investing in these top-performing learners from our local communities – we are investing in the future of the mining industry and our country,” says Neal Froneman, CEO, Sibanye-Stillwater.

Since 2019, Sibanye-Stillwater has been awarding discretionary bursaries, with 33 beneficiaries pursuing different levels of studies. The discretionary bursary offering is in addition to existing bursary schemes, offered by the group to learners wishing to pursue studies in mining-related disciplines.

More than 1 500 bursaries for tertiary education have been granted by Sibanye-Stillwater since its inception in 2013. In addition, the company has also provided 1 281 internship opportunities for graduates in South Africa.

Despite disruptions during Covid-19, the company still managed to continue funding education opportunities, awarding 193 bursaries and 213 internships during 2020 and 2021.

Class of 2021 The class of 2021 achieved an overall pass rate of 76.4%.

Compared to the 2020 pass rate (76.2%), there is a slight improvement of 0.2 percentage points. Speaking at the release of the matric results on 20 January 2022, Minister of Basic Education Angie Motshekga mentioned that the 2021 academic year would undoubtedly be remembered not only as a year that presented major health challenges, but also the second year in which the entire world was held to ransom by the novel coronavirus pandemic. “As at this stage, the class of 2021 was the most affected by the Covid-19 pandemic, as they had to endure two consecutive years of harsh exposure to the unrelenting Covid-19 pandemic,” Motshekga said.

Despite the challenges presented by the pandemic, the class of 2021 managed to pull through to deliver impressive results. The top-performing provinces in South Africa are Free State, Gauteng and the Western Cape with pass rates of 85.7%, 82.8% and 81.2%, respectively.

“We welcome these candidates who have excelled academically despite the challenges the pandemic introduced, and look forward to maintaining relationships over the long term,” Froneman concludes.

THE DIVERSITY ISSUE | 2022

SKILLS DEVELOPMENT & EDUCATION

Surface mining industry association ASPASA will start an all-new mentorship programme aimed at encouraging and developing young professionals in the industry.

Supporting young mining professionals

N

ico Pienaar, director at ASPASA, says the association recently registered with the Engineering Council of South Africa (ECSA) and also plans to assist young professionals to register with ECSA. The association will drive the learning and development of both mentees and mentors.

“We will arrange online meetings between professionals with talent, providing accessibility and opportunity regardless of location, encouraging participants to share and learn.

Through a comprehensive matching process, this programme supports professionals with career guidance and direction by sharing experiences, developing career goals and fostering mentoring relationships beyond the programme’s duration.”

Mounting requests for the implementation of a mentorship programme were received following presentations to the industry by the association’s Engineering and Young Professionals Committee and led to an agreement to launch the small surface opencast mining industry mentoring programme.

Pienaar further explains that the programme was open to men and women living and working in South Africa. “Mentees can expect to receive career guidance and support from a sector leader for their professional growth as well as expanding

their industry networks. They will learn and be supported by a mentor who is invested in their career.”

Programme requirements Pienaar adds that individuals eligible for the mentee programme must have a strong interest in developing their careers, be currently working in the surface mining industry, and formally reside in South Africa.

“Mentors by comparison can give back to the industry that has supported them. In doing so, they will gain recognition as a subject matter expert and leader. They will be exposed to fresh perspectives, ideas and approaches, as well as expanding their own individual leadership and coaching style,” says Pienaar.

To qualify as a mentor, an individual needs to have worked in the surface mining industry for more than 10 years, have a desire to support career growth for the next generation of mining professionals, and must be working in the surface mining industry currently or recently retired.

Nico Pienaar is the director of ASPASA

35

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THE DIVERSITY ISSUE | 2022

EVENTS

The year 2022 will see the return of in-person attendance at some major events in the mining industry. The events industry has experienced extreme challenges since the outbreak of the Covid-19 pandemic and organisers have had to be innovative in finding ways to host successful events safely amid a global pandemic.

R

esources 4 Africa specialises in conferences on investment in Africa’s resource sectors, including mineral resources, oil and gas, natural resources, and energy. The following events have been confirmed for 2022:

SAVE these DATES! JUNIOR INDABA – 1 TO 2 JUNE 2022 This event is known for its straight-talking and frank discussions, and provides an annual update on the status of the exploration and junior mining sector in Africa. The Junior Indaba takes a critical view of both the state of play in South Africa and the exploration and junior mining hot spots in the rest of Africa. Local and international experts give their views on the latest political, economic and regulatory developments – and why certain regions are succeeding in achieving a thriving exploration and junior mining sector.

HYDROGEN ECONOMY DISCUSSION – TUESDAY 6 SEPTEMBER 2022 The Hydrogen Economy Discussion will bring together all the key players – including mining companies, OEMs, investors, industry associations, hydrogen equipment suppliers, infrastructure providers and independent advisers – to debate how South Africa can take advantage of its potential for producing and exporting hydrogen to create a completely new industry with significant contributions to GDP and employment.

PGMS INDUSTRY DAY – WEDNESDAY 6 APRIL 2022 This event has established itself as a highly influential platform representing the views of the industry’s major stakeholders and brings together senior representatives from local and international mining companies, investors, government and users of PGMs. Major PGMs producers, investors, analysts and end-users will discuss how the PGMs industry is changing, what the international trends are and what the future might hold.

COAL & ENERGY INDUSTRY DAY – WEDNESDAY 27 JULY 2022 Coal & Energy Industry Day brings together all the key stakeholders involved in the coal and energy supply chain – from government to miners, alternative energy producers, traders, logistics providers, investors, environmental and legal experts, independent consultants and more – to discuss and debate the way forward for the coal and energy industry in Southern Africa. Speakers will discuss how the coal and energy industry is changing, what the international trends are and what the future might hold.

JOBURG INDABA – 5 TO 6 OCTOBER 2022 As a highly regarded and influential industry platform, the Joburg Indaba attracts an unparalleled line-up of CEOs, government, investors and industry experts who come together to debate the critical issues facing the mining sector in South Africa. Speakers discuss the current challenges and opportunities in the industry, including macroeconomic and political factors, how different commodities and sectors are performing, current energy challenges, the investment landscape, ESG, modernisation, health and safety, and much more.

37

EVENTS

It’s go time for

Mining Indaba!

After a two-year break, the Investing in African Mining Indaba is finally set to take place from 9 to 12 May 2022 at the Cape Town International Convention Centre.

By Dineo Phoshoko

38

F

ebruary 2020 was the last time delegates attended Mining Indaba in person, which also occurred at the Cape Town International Convention Centre (CTICC). During the event, handshaking, hugging and sitting closely together during seminars and conferences were, of course, the norm.

Impacts of Covid-19 Although the outbreak of the novel coronavirus in Wuhan, China, in December 2019 was common knowledge, global authorities had not anticipated that the virus would spread so rapidly, eventually becoming a global pandemic.

THE DIVERSITY ISSUE | 2022

EVENTS

2020 Mining Indaba stats

Furthermore, nobody could predict the farreaching impacts of the pandemic, where everybody had to quickly adapt to wearing masks, social distancing and sanitising hands, among others. Many businesses across various industries were negatively affected by the pandemic. The events industry was among the hardest hit industries, as many major planned global events had to be cancelled or postponed.

This was unfortunately the case for Mining Indaba, when organisers announced that the event would not be taking place in February 2021 as planned.

Thanks to the digital age and technology, an online version of Mining Indaba took place through Mining Indaba Virtual. Although the event was a world-class showcase, it was just not the same as the in-person experience, with all its excitement, as well as the hustle and bustle around the CTICC. Cases of Covid-19 infections in South Africa were first detected in March 2020. The South African government responded swiftly by establishing the National Coronavirus Command Council (NCCC). In one of his addresses to the nation, President Cyril Ramaphosa explained, “The council was established

39

ministers

1

president

830+

investors

1

prime minister

950+

mining executives

Mining Indaba is the biggest mining investment conference in the world

to lead the nation’s plan to contain the spread and mitigate the negative impact of the coronavirus.”

Since the local detection of the virus, major changes were announced by the president to mitigate the spread of the virus in South Africa. These included the declaration of a national state of disaster, placing the country on various lockdown levels and introducing vaccines, among other measures.

After more than two years of living with Covid-19, things are finally looking better. There are plans by government to end the national state of disaster by 15 March 2022. In addition, South Africa has been moved to alert level 1. Under this level, the national curfew has been lifted and public gatherings are permitted with certain limitations.

These latest developments are welcomed by many businesses, especially those in the events industry.

They will pave the way for events to take place again, while observing the necessary regulations currently in place.

39

EVENTS

Mining Indaba also provides networking and business opportunities

40

Mining Indaba ready to impress May 2022 will see the return of Mining Indaba – Africa’s biggest mining conference. Speaking to Inside Mining, Tom Quinn, head of content: Mining Indaba, Hyve Group, says, “It’s incredibly exciting to be able to gather, once again, in Cape Town for the world’s largest mining investment event after two years of the global pandemic. There really is nothing as unique and comprehensive for the mining community in Africa.”

Quinn further adds that the event is uniquely positioned to offer more to delegates from across the mining value chain, along with mainstay content streams during Indaba week that include: • Main Stage • Ministerial Symposium • Intergovernmental Summit • Junior Mining Forum • Green Metals Day • Mining 2050 • Sustainability Day • Young Leaders Forum • Investment Battlefield • General Counsel Forum.

“No forum globally – and certainly on the African continent – can offer this breadth and depth of thought leadership and networking opportunities.

And that is a big reason why we are able to attract African heads of state to address Mining Indaba in person, so you’ll have to watch this space to uncover the big announcements on who we will welcome,” says Quinn.

The 2022 conference is expected to be a worldclass showcase with some new features. According to Quinn, delegates can expect the following: • For the first time, a stage dedicated to the Infrastructure & Supply Chain Forum brings together vital mining supply chain companies with senior mining executives to discuss ESG-focused solutions to Africa’s expensive mining operations.

• Platforming the first-ever Innovation Battlefield – with the Development Partner Institute – where academic institutions and start-ups can showcase their latest project concepts to make mining more sustainable and decarbonised.

• Hyve’s recently announced acquisition of 121 Group means that the global event organiser is in an even stronger position than ever before to

THE DIVERSITY ISSUE | 2022

EVENTS serve thousands of delegates with bespoke investor meetings programmes as part of their Mining Indaba experience.

• Allied to the Indaba’s overall meetings offering is the brand-new Hosted Meetings programme, whereby mining suppliers will be able to meet – on a bespoke, oneto-one basis – with mining and exploration companies to build valuable connections and partnerships.

Hosting a safe and successful event There are obviously risks and concerns around hosting an event of this magnitude in the middle of a pandemic. As such, strict measures will be needed to ensure the safety of everyone attending Mining Indaba.

“At Hyve, it is something we are used to, having organised many large-scale events across the world over the last two years in a Covid-safe environment.

We launched our Covid-19 Taskforce early in 2020 and have been working with major venues, industry associations, health and safety experts, local authorities, and other event organisers to manage the situation effectively ever since,” says Simon Ford, portfolio director: Mining Indaba, Hyve Group.

He stresses that the health, safety and security of exhibitors, visitors and colleagues remain a top priority. “We will put all of this expertise into our planning for Mining Indaba in May.” In terms of measures in place for the upcoming event, Ford explains that all procedures will be in accordance with the federal and local regulations.

“This will include cleaning and personal hygiene, social distancing, and the cleaning of event and venue facilities.”

Different variants of the virus have been identified in South Africa and abroad. The discoveries were met with international travel bans. With Mining Indaba being a global event, travel bans could potentially have a negative impact on the conference. Ford maintains that organisers will continue to monitor the travel situation for business tourists coming into South Africa and how it impacts people returning to their home countries.

“At the moment, we are encouraged to see that restrictions appear to be easing and confidence is starting to return to international travel. Our

Sierra Leone President Julius Maada Bio attended the 2020 Mining Indaba

commitment has always been to deliver a live, in-person event in South Africa and we are highly confident we can deliver this in May,” he says.

The pandemic also caused a lot of panic and fear globally, to an extent where some people became reluctant to attend events in person. Ford is, however, confident that this will not be the case for the Indaba. “From everything we have seen – including client conversations, firm commitments to attend the event, and confidence returning to international travel and attending large-scale events – we see no indication that No forum globally – and certainly on people will be discouraged the African continent – can offer this from attending Mining Indaba breadth and depth of thought leadership and in May,” he says.

There is no doubt that this networking opportunities.” year’s Mining Indaba will be slightly different, considering that it is taking place during a pandemic. However, come 9 May 2022, the CTICC will be abuzz with all eyes on the Main Stage for the official Mining Indaba opening.

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THE DIVERSITY ISSUE | 2022

EVENTS Specialised Exhibitions has announced that its Securex South Africa, A-OSH Expo and Facilities Management exhibitions are confirmed to go ahead for 2022, with the exciting addition of Firexpo to the Securex show.

T

Three major events confirmed for 2022

he four trade shows will take place from 31 May to 2 June 2022 at Gallagher Convention Centre in Johannesburg.

According to Mark Anderson, portfolio director at Specialised Exhibitions, the current rules around larger gatherings of people have allowed for the cautious reopening of the local business tourism sector, specifically relating to meetings, incentives, conferences and exhibitions.

“These new regulations – as well as the success of our Restart Expo, which successfully demonstrated that it is possible to hold organised gatherings in a controlled, safe way – have made it possible for us to go ahead with exhibitions planned for 2022.”

Securex will celebrate its 28th year of existence, with its continued focus on all elements of the security sector – from physical and retail security to access control, vehicle and personnel tracking, cybersecurity and more.

New developments Anderson explains that an exciting new

development for Securex is the addition of the Firexpo section, which will focus exclusively on fire-related products and services. “A-OSH will be in its 10th repetition and will once again focus on all things occupational health and safety related, while the Facilities Management Expo – our facilities and properties management community – commemorates its second year as a co-located trade show.”

Anderson further adds that many visitors are expected to attend the free-of-charge events over the three-day period, with the draw cards of seeing the latest industry products and services under one roof, quality content across the three seminar theatres – for Securex, A-OSH and Facilities Management Expo – as well as exceptional networking opportunities.

“Interest from exhibitors across the four expos has been high, but there is still some space available for those organisations looking to engage directly with potential clients and boost brand awareness.”

Securex, A-OSH and Facilities Management Expo as well as the Firexpo will be co-located

43

BUSINESS

TLT-Turbo Africa accelerates growth and reach Christo Gelderblom is the MD of TLT-Turbo Africa

T

LT-Turbo Africa has recently secured orders from six new major clients in the copper, platinum and gold sectors for the supply of mining ventilation equipment. These include clients based in Australia, the USA and Kazakhstan.

The contracts continue TLT-Turbo Africa’s successful track record of delivering advanced, efficient and high-performance surface, underground and auxiliary mining ventilation solutions in Africa and beyond for almost two decades.

Closer to home, TLT-Turbo Africa has retained 20 clients in the mining, mineral processing and automotive industries – predominantly in the subSaharan region. “These clients return to us based on the performance of our products and the ways in which they have enhanced their operations and reduced their operational costs,” comments Vusi Madlopha, head: Sales and Business Development, TLT-Turbo Africa.

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A vision for the future Another factor that contributes to TLT-Turbo Africa’s success is the leadership and vision of managing director Christo Gelderblom – who aims to position the company as a global supplier of air movement technology. “Over the last few years, TLT-Turbo Africa has meaningfully scaled our core portfolio of mining ventilation solutions, invested in the research and development needed to advance our technology, and enhanced our customer consultation and care culture,” Gelderblom asserts.

Looking ahead, Madlopha explains that in addition to the continuous enhancement of its existing mine ventilation offering, the company will be enhancing its product offering to include mechanical vapour recompression and expanding into new applications.

“As we enter 2022, we look forward to expanding our product offering to evaporation technologies and industrial process plants,” Madlopha concludes.

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