Women in Mining

Journey of women in the world of Mining

Gender Ministerial - Opportunities for Women - Sustainable energy

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Content:

September 2021

Inside 06

Dr Nobuhle Nkabane Deputy Minister of Dept of Mineral Resources & Energy

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DMRE Launch: Gender equality Strategy

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Walking My Truth BOOK: Journey of women in The World of mining , its Challenges & opportun

Women in Logistics Nwomen playing a leading Role in the transport and Logistic industry

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Nadia Statham BME: Woman in Mining quality Leadership

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Energy Pioneers Program Pan African Internship

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Renewable Energy Women in Energy Communities

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Women in Vusual Comms New thinking approach

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Celebrating young Pro Financial Analyst

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Empowering Women Through shared vision

53 South African Energy miniMore women needed

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Basic Financial Literacy Education - Financial planing for your children

57 ZOZIBINI TUNZI miniMiss South Africa 2021

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AVON - Walkathon New products and walk

For good health 51

EXXARO Mining Operations

Environmental

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18 Women in Mining Magazine THE MAGAZINE FOR MINING & ENERGY DECISION-MAKERS Publishers: Mining Dialogue Magazine

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Women in Mining Magazine • September 2021

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WOMEN IN MINING |INSPIRATION

Editor’s Note Women have worked underground in South African mines since 2003. Their inclusion has been lauded by some as a step in the right direc�on – that is, towards gender equality in employment, as well as challenging gender stereotypes about work and women’s abili�es. This dominant narra�ve, however, fails to acknowledge and address the challenges faced by women in mining. Using par�cipant observa�on, living and working alongside women miners over the years, we explored these challenges, and analysed their implica�ons. We say if the mining sector wants to fully include women in mining, it needs to go beyond using quotas to achieve gender parity in numbers of women and men workers. While access to these jobs is important, reten�on depends on addressing the masculine culture which is deeply embedded in mining, making this a very challenging environment for women workers.

May the good Lord bless and keep all the South African women. May He keep you, virtuous women, blossoming like a rose. Forward with Proverbs 31 women forward!!!

Violet Lushaba 5

Contributor Women in Mining Magazine • September 2021

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l also wish to acknowledge the opportunity that has been afforded to me to work with such a versa�le team led by Minister Mantashe which is entrusted with the responsibility of safeguarding the heart of the South African Economy, the team demonstrates a very good organisa�onal culture which is aligned to the vision and mission of the department.

As you know gender balance and transforma�on has been the key factors in the industry and there are high expecta�ons on your strategy plan to normalise roles and responsibili�es through policy change. What is your five-year plan in making sure that the issues of women both in mining and energy are adequately addressed in the light of gender imbalance?

Dr Nobuhle Nkabane Deputy Minister Department of Mineral Resources & Energy In discussion with Dr Nobuhle Nkabane, current Deputy Minister of Mineral Resources and Energy, member of National Assembley of South Africa and also member of Parliament.

How do you feel about the new posi�on I’m super excited and nervous at the same �me. However, I understand very well that if the responsibility that you have been entrusted with doesn’t make you anxious it means that it is not huge enough. It is indeed huge, but I am prepared to put my hands on the deck to execute the responsibility that I have been entrusted with and try by all means to meet the expecta�ons obviously guided by the principles of good governance, ethical leadership and to execute my responsibility with dis�nc�on.

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Amongst the quali�es that I possess is that I am a woman who is passionate about socio-economic development and transforma�on.

My responsibility is to serve the na�on and to make transforma�ve laws for the Country and to be able to make a meaningful contribu�on in changing the lives of the marginalised and the vulnerable segments of our society and to develop programmes and ini�a�ves/ interven�ons that are responsive to the needs of our society.

In rela�on to the plans and vision in my new por�olio as the DM…. firstly; I want to applaud the government for the configura�on of the department of mineral resources and energy by merging two departments into one, which is a strategic move in promo�ng economic growth and development. I want to see more transforma�on in the minerals and energy sectors where there is improved turnaround �me in clearing mining licence applica�on backlogs, and to ensure that compliance obliga�ons under the prescribed regula�ons and legisla�on requirements are adhered to by both the mining industry and the energy sector. Furthermore, my interest will be in exploring alterna�ve models of addressing energy security challenges in South Africa for the country’s compe��veness and investment. Now that we are in the new normal during the COVID19 Pandemic, we need to invest in digital infrastructure and technological innova�ons to ensure smooth opera�ons for the purpose of achieving the set objec�ves of the department.

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WOMEN IN MINING |Leadership

I want to have frequent engagements with the stakeholders and social partners in the mining and energy sector, and in par�cular African women since this is the space that is more male dominated by other groups with the excep�on of black Africans. My wish is to see black African women mul�plying in the sector. We want women who will invade the space and tap into all the opportuni�es in the Minerals and Energy Sector.

What role can the department play in promo�ng transforma�on for the benefit of women, youth and people with disability empowerment to ensure economic growth?

It is well known that the government remains commi�ed to increasing women par�cipa�on in the minerals and energy sectors.

My area of focus would be on outreach programmes to reach out to the youth, people with disabili�es and women aiming at empowering themselves in the mining and energy sectors. I would also reach out to learners in high schools for career guidance programmes on scarce and cri�cal skills and to disseminate informa�on on careers and bursary opportuni�es offered by the department. Women and youth should tap into all the opportuni�es that are available in the mineral resources and energy sectors.

There is a dire need for the department to advocate for the par�cipa�on and mainstreaming of youth, women and people with disabili�es in the economy including areas such as the petroleum, gas and oil industry, and the associated value chains through socio economic ac�vism and commercial enterprises that can create social equity and address the imbalances of the past. In order to turn around the �des and

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Dr Nobuhle Nkabane expedite the pace of economic transforma�on in the Minerals and Energy sectors during our life�me, we need to implement well thought and carefully considered bold interven�ons in order to accelerate transforma�on The New Gender Ministerial Advisory Council.

What informed the department to start this ini�a�ve and what will be the responsibili�es of members? The composi�on of the council is so impressive, it shows the department has stepped -up and is ready to provide leadership from the front. What is the long term goal and objec�ve of the council? How long will the council serve?

The Minister of Mineral Resources and Energy, Gwede Mantashe approved the Women Empowerment and Gender Equality (WEGE) Strategy and implementa�on plans for the Energy Sector and the Energy Sector Gender Ministerial Advisory Council.

The Launch of the WEGE Strategy for the Energy Sector, Implementa�on Plans and establishment of the Gender Advisory Ministerial Council was held on the 31st August 2021.

The Energy Sector WEGE Strategy was developed to provide the strategic guidelines in the delivery of social and economic services that are compliant to the cons�tu�on and other relevant legisla�ons. The effec�veness of this strategy relies on the joint implementa�on, efficient sectoral and departmental collabora�on as well as a coordinated effort towards integra�on and mainstreaming of gender in all aspects of the energy sector. The Gender Strategy calls for the establishment of the Energy Sector Gender Ministerial Advisory Council.

Women in Mining Magazine - September 2021

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WOMEN IN MINING |Leadership

Women in Leadership Private Sector / Government The Gender Strategy calls for the establishment of the Energy Sector Gender Ministerial Advisory Council for a term of three years.

The Energy Sector Gender Ministerial Advisory Council is established to provide strategic and technical support, and advise the Minister and his Execu�ve on the implementa�on of the Energy Sector WEGE Strategy. The Council will also report on sectoral and implementa�on progress to the Minister and the execu�ve as a leader.

The Council will bring together key stakeholders in the energy sector and members will be representa�ves of energy sector stakeholders. The Council will also provide support to the Minister of Mineral Resources and Energy in South Africa.

However, it should be noted that the government has made tremendous strides in bridging the gap and ensuring that women are emancipated and given an opportunity to lead from the front.

There is a debate in academia that says South Africa in par�cular is more like a poli�cised country as compared to other countries like China who are building a meritocra�c country where the leaders are deployed in strategic posi�ons based on merit and not based on gender or poli�cism.

This requires reforms in leadership by removing poli�cism, crea�on of a meritocra�c country and understanding issues of automa�on, technology and human capital in order to improve the quality of life of our ci�zenry.

Whereby our centre of strategy in South Africa is educa�on by reorienta�ng the educa�on system to be more interna�onal, modern and forward looking through reskilling and upskilling. Women in leadership must have all the necessary skills and competencies.

The number of women in leadership both in the mining and energy sector is s�ll significantly low. Government is making an effort in tasking more women to leadership posi�ons. How can the government and Private sector work together to make sure that there is a balance of leadership and posi�ons requiring technical skills are Your appointment comes at a difficult filled based on merits and not gender? �me when many South Africans have lost their jobs due to the current It is indeed true that the women in COVID 19 Pandemic. Is there a specific relief programme aimed at leadership both in the mining and suppor�ng women’s own business to energy sectors is significantly low. recover from these situa�ons?

Having more women in Leadership posi�ons is more important than ever.

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There is an interven�on by the government which is driven by the Department of Employment and Labour for the disbursement of the COVID-19 relief funds to support businesses that have been affected due to the COVID 19 Pandemic.

Deputy Minister, many women are looking forward to working with you, any closing remarks you wish to give to South Africa women in business?

Industrial Psychologist’s believe that a happy worker is a produc�ve worker…. We believe that workers’ rights ma�er and “workers’ rights are human rights.” The same applies to South African Women in Business, whereby ‘Women in Business’ rights ma�er’ and human capital development and upward mobility will remain our priority to women in Business. My belief is that in every crisis there is an opportunity. Even if there are impediments that are delaying transforma�on in the minerals and energy sectors currently, through a social compact we are going to turn the �des, and resilience is the only hope that we have. Forward ever - backwards never for Women in Business!

mineral resources & energy Department: Mineral Resources and Energy REPUBLIC OF SOUTH AFRICA

Women in Mining Magazine - September 2021

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WOMEN IN MINING LEADERSHIP

What is your view with regard to Just transi�on of mining and energy sector?s your view with regard to Just transi�on of mining and energy sector

Rethinking the just transi�on to a sustainable future in South Africa requires more concrete transi�on planning which will take into considera�on the poten�al job losses for coal workers, and concrete ac�ons to decarbonize and reform the energy sector, as well as the effects of illegal mining versus the exploita�on of the resource and its impact on the environment.

LAUNCH OF WOMEN EMPOWERMENT AND GENDER EQUALITY STRATEGY

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he Minister of Mineral Resources and Energy, Mr Gwede Mantashe on the 31 August 2021, launched the Women Empowerment and Gender Equality (WEGE) Strategy which is

aimed at ensuring that women become ac�ve par�cipants in the Energy Sector.

The development of the Strategy is the culmina�on of an extensive and inclusive consulta�on process with various stakeholders, including government

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ins�tu�ons, civil society organisa�ons, women in energy associa�ons, the UN Women, and South African ci�zens at large.

The Strategy will ensure equal rights, opportuni�es, and economic empowerment of South African women in the energy sector. The strategy has a fiveyear implementa�on plan with specific deliverables.

Women in Mining Magazine - September 2021

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WOMEN IN MINING LEADERSHIP

To ensure par�cipa�on of both public and private companies, the Minister has established a Gender Ministerial Council to oversee and drive the implementa�on of the WEGE strategy across the Energy sector. The Ministerial Advisory Council is expected to drive transforma�on and empowerment of women in the energy sector. The Council will meet regularly with the Ministry to report back on progress made regarding the implementa�on plan of the Strategy.

Speaking during the launch, Minister Mantashe highlighted the need to harness the unused poten�al of women as an important economic and social driver for more inclusive and sustainable development. He highlighted the fact that in South Africa, the number of women represented in the energy sector is s�ll very much in the minority – despite evidence that shows that companies with more than 33% woman leadership tend to have a net profit margin over 10 �mes greater than those without.

Minister Mantashe said securing the role of women in the energy sector is not only an economic necessity but also a cons�tu�onally protected right. To support this posi�on, the Department of Mineral Resources and Energy has taken considerable steps to create an enabling environment for all South African women to par�cipate in and benefit economically from the energy sector.

In suppor�ng the vision of the Na�onal Development Plan to ensure the provision of secure, sustainable, and affordable energy, the department believes this must include the full par�cipa�on of women in the energy sector as business owners, leaders, investors, researchers, and employees.

Mr Gwede Mantashe Minister of Mineral Resources and Energy

The Women empowerment and Gender Equality Strategy will be supported by following four strategic pillars and four opera�onal pillars: • Enabling Environment: create an enabling policy environment for transla�ng government commitment to gender equality into reality.

• Equality of Opportuni�es: Work towards achievement of equality of opportuni�es and treatment within the DMRE, SOEs, the energy sector and broader society.

• Gender Mainstreaming: ensure that gender considera�ons are integrated effec�vely into the DMRE, SOEs and energy sector policies, programmes, and projects.

• Barrier Free Workplaces: advocate for the promo�on of new a�tudes, values, behaviours, and a culture of respect for all human beings in the sector.

mineral resources & energy Department: Mineral Resources and Energy REPUBLIC OF SOUTH AFRICA

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Women in Mining Magazine - September 2021

Chairperson: Mr Gwede Mantashe, MP Minister of Mineral Resources and Energy

Ms Linda MabhenaOlagunju Founder and CEO: DLO Energy Resources Group (Pty) Ltd

Mr Obakeng Moloabi Execu�ve Director: Pele Green Energy Group

Deputy Chairperson: Dr Nobuhle Nkabane, MP Deputy Minister of Mineral Resources and Energy

Secretariat: Ms Elizabeth Marabwa Chief Director: Programmes & Project Management Office DMRE

Mr Wido Schnabel Board Chairperson: South African Photovoltaic Industry Associa�on (SAPVIA)

Ms Lisa Reynolds CEO: Green Building Council SA

Mr Avhapfani Tshifularo Execu�ve Director: South African Petroleum Industry Associta�on (SAPIA)

Ms Prisca Soko Chairperson: SADC Women in Business

mineral resources & energy Department: Mineral Resources and Energy REPUBLIC OF SOUTH AFRICA

Secretariat: Ms Winnie Mamatsharaga Deputy Director: Gender Mainstreaming and Transforma�on DMRE

Ms Ayanda Noah Board Chairperson: CEF Group of Companies

Ms Yvonne Che�y Chief Financial Officer: Department of Mineral Resources and Energy

Secretariat: Mr Foldrick Gumula Assistant Director, Gender Mainstreaming and Transforma�on DMRE

Ms Gadibolae Dihlabi MD: Liquified Petroleum Industry Associa�on of South Africa (LPGSA)

Ms Tholulwazi Nkosi Founder: Langeni Gas

Ms Elsie Pule Group Execu�ve Human Resources: Eskom

Ms Devaksha Maharaj MD: Ikigai Engineering

Dr Namane Magau Board Member: NECSA and NTP

Ms Tsitsi Musasike Principal Deal Originator for energy: Development Bank of Southern Africa (DBSA)

Prof. Josephine Kavi�Musango Professor, Gender and Energy: Stellenbosch University

Prof. Roula Inglesi-Lotz Professor: Energy Economics, University of Pretoria

Ms Nona Chili CEO and Founder: Makwande Energy Trading

Ms Tebogo Motlhabane President: Women in Nuclear South Africa (WINSA)

Ms Zakhithi Zama GM: iMbokod Explora�on and Produc�on and President of Women in Upstream Petroleum South Africa (WIUPSA)

Ms Pricillah Mabelane Vice President: Energy Business Sasol

Advocate Nomalanga Sithole CEO: South Africa Na�onal Energy Regulator

Ms Kiren Maharaj Board Chairperson: South African Na�onal Energy Associa�on (SANEA)

WOMEN IN MINING |Leadership

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Tebogo Mosito - CEO of Ditsogo Projects

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Women in Mining Magazine - September 2021

WOMEN IN MINING | INSPIRATION

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Women in Mining Magazine - September 2021

Sharon Maphaha is a Reiki Prac��oner and a mother of two wonderful boys. She holds the following qualifica�ons: BSc (Eng)-Metallurgy and Materials Engineering from University of the Witwatersrand (2005), BSc Complementary Health Sciences from University of the Western Cape (2021), and she is currently studying towards a Bachelor of Complementary Medicine at UWC. She worked in the mining industry for 11 years before returning to school full-�me to pursue her passion in health sciences.

Sharon Maphaha Lindsey is a dynamic and vibrant leader, who is passionate about personal development, women empowerment and constantly curious about learning new things. Lindsey has spent 13 years in the mining industry, having obtained a Chemical Engineering Degree from UCT (2008), a PGdip from Regenesys Business College(2012), Sirdar Directorship Programme (2018), MBA exchange programme UCLA (2019) and her MBA from UCT GSB (2020). Her aspira�ons include being a board member and con�nuing to transform and shape business landscapes and delivering innova�ve solu�ons that drive sustainability.

Lindsey is a mom to three amazing souls.

Lindsey Miyen

Lebogang is a process engineer with business advisory skillsets. She completed her undergraduate degree in Metallurgy with the University of Johannesburg (2010) and obtained a BSC Hons in Technology Management (2014) with the University of Pretoria. Lebogang has 11 years of mining experience, including 7 years in produc�on and 4 in consultancy. She is a daughter, sister, aunt, partner, friend, mentor, and an educa�on ac�vist. She is passionate about community development, with par�cular emphasis on the youth and women.

Lebogang Koto Boniswa Dladla is a Transforma�on Coach, fulfilling her purpose to enable individuals to catapult their personal and professional lives to live more authen�c and conscious life experiences. She is a process engineer with over 13 years’ experience in mining, process engineering and recently digital transforma�on; she is a mother to two amazing young boys. She holds the following qualifica�ons: B Eng-Metallurgy (2008), B Eng (Hons) Technology Management (2012), Social Entrepreneurship (2018), Sirdar Directorship Programme (2019), MBA candidate (current) Boniswa Dladla 14

Women in Mining Magazine - September 2021

WOMEN IN MINING - INSPIRATIONO

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Synopsis: Women par�cipa�on in the mining industry is o�en untold from the perspec�ve of those who live it, the Women themselves. The ups and downs, the challenges and opportuni�es, the failures and successes, the pure duality of life.

This book is the manifesta�on of a dream, the pure crea�ve energy of using our lived experiences to share, empower and transform the lives of those who are touched by it.

This book was birthed over a conversa�on by the authors a�er being in the same room again for the first �me a�er two years. It was a joyful reunion, filled with laughter, story-telling, reminding each other how worthy each one’s journey is. Many would say this is a rare occurrence for women in the same industry with similar backgrounds. It was a moment wherein we spoke about how lessons shared with each other have been making a difference in our lives. We shared our dreams freely like we did while we were s�ll working together.

As always, in true crea�ve peer pressure nature, as was common amongst the authors, the ques�on at the end of our conversa�on was: “how can we help you advance the thing you are currently busy with?”

It is this spirit of having worked together so well as professionals and being the kind of friends that take a genuine interest in each other’s lives that prompted the idea of sharing our experiences in a book.

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It is our inten�on with this book to show others that there is a place for each one of us to walk our unique path regardless of where we come from.

To the person that feels like they do not fit in, this book will encourage you to appreciate the uniqueness you bring to the table in your chosen career. It is in these pages that we give hope to those that do not know how to work with other women, as well as those that do not know how to navigate the workplace in which they are the minority. We hope to inspire anyone that has a dream to take the guided steps men�oned herein that they may achieve their biggest dreams. It is our hope for you to walk in your truth in your career by doing the work that resonates with who you are without fear.

In this book we share where we come from so that our diverse background in terms of upbringing and family structures can resonate with those who might have thought their background can limit who they can be or become, we share the much-needed awareness of who we needed to be to thrive in our career.

This book’s purpose is to empower those who need the strength to take the next step in their career, to share our experiences such that those who are walking the same path can resonate and those who walk besides us can gain understanding, and transform the lives of those who find inspira�on in these pages.

About the Book: Walking my Truth: A journey of Women in the Mining World is filled with inspiring real-life experiences of how 4 women chose authen�city and took ownership of their mining careers in a male-dominated industry by applying the guidelines provided within.

This book shows you how to be comfortable with who you are, how to deliver in a manner that resonates with you and your values, how to map your own career, how to reach out for growth opportuni�es, how to cul�vate and navigate the various rela�onships, as well as how to iden�fy and act on the warning lights.

Here you will learn the value for taking ownership of your future from high school, �ps on successfully naviga�ng your way through university and prac�cal ways to take ownership of your career from graduate level and posi�on yourself to achieve your biggest dreams with masterclasses to guide you how to get unstuck and make progress in your career.

Price of the book:

R295

Women in Mining Magazine • September 2021

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Women in Mining Magazine • September 2021

Laurice Burrell New General Manager at Rhenus Logis�cs South Africa

Women in Logis�cs 18

Women in Mining Magazine - September 2021

WOMEN IN MINING | Leadership

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aurice Burrell has just been appointed General Manager at Rhenus Logis�cs, a promo�on of a female senior execu�ve is welcomed in the rather male-dominated industry.

Managing Director Dirk Goedhart says: “Diversity and inclusivety are key components of the Rhenus culture.

Laurice Burrell has been appointed to the execu�ve posi�on of General Manager to bring not only her remarkable leadership quali�es but a fresh and diferent perspec�ve to management that will assist in nego�a�ng what I an�cipate may be difficult roads ahead.”

To highlight the importance of women in transport, Laurice Burrell shares her views on the role of women in logis�cs.

Was it a your dream to work in logis�cs and transport?

Before I joined the logis�cs industry, I was involved in the import and export of stocks in the corporate gi�ing industry. This sparked my interest in global trade and in 2009 I joined an interna�onal freight forwarder in a finance role. Here, I discovered the incredible complexity and dynamics of the global freight market. With a woman’s eye for detail, I enjoyed how each part of the industry is so different – and which you need to fully understand, to move a consignment successfully. Not one day is ever the same. When you feel you need to challenge yourself, all you need to do is move to a different part of the industry.

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You can spend an en�re life�me in logis�cs and s�ll be constantly challenged and your mind expanded every day.

Being in freight forwarding exposes you to so much more than ‘transport’ but rather an understanding of global market trends that influence every decision you make for clients. If you embrace the ever-changing environment and daily learnings, you will love this industry.

How has the logis�cs landscape changed in the last 12 years?

We live in a completely different world today. Let’s just take the past year, during the pandemic: rates have soared; transit �mes have become unreliable; airfreight capacity has decreased dras�cally.

Adaptability is esen�al for business growth in this environment, and Rhenus has swi�ly adapted.

More importantly, the industry has become more invi�ng and accep�ng for women. We have proved our worth – though we have had to earn our posi�on today through strong administra�on and planning skills.

Can you tell us about your journey to where you are now?

A�er a few months in the industry, I realised that my passion lies with opera�ons, and I moved into airfreight, predominately dealing with Africa. Therea�er I was appointed head of Air, Road and Ocean opera�ons within the exports mining division. I excelled in customer service and made the obvious carreer step to Client Service Manager at Rhenus Logis�cs in 2017.

A�er four years I was promoted to my current posi�on of General Manager, from September 2021. I am thrilled and very excited about this. My mo�va�on is to make a difference and add value to everything I am part of, whether it’s suppor�ng my team and helping them grow as individuals; or leading from the front, which is my management style.

How do you think the transport and logis�cs landscape may change?

Digitalisa�on is a crucial driver of change in the industry. Live data is key for the transparency of global processes. Diversity is another change: women have come a long way - the value we add is increasingly recognised and I expect more woman to find careers in logis�cs. Diversity – not only of gender, but also of race - is key to drive compe��veness and produc�vity. As women, we see things differently, adding immense value to our solu�ons.

How does Rhenus Logis�cs support women?

As an equal opportunity company that embraces diversity, Rhenus focuses on empowering employees, giving each the opportunity to grow and define their op�mal career path, globally.

Employees receive regular training, the chance to study and complete industry cer�fica�on, and support.

Goedhart adds: “I wish to congratulate Laurice on her promo�on - she epitomises female leadershiop quali�es of a�en�on to detail amd humanity, with leading from the front.”

Women in Mining Magazine - September 2021

WOMEN IN MINING|Leadership

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Nadia Statham

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Women in Mining Magazine • September 2021

WOMEN IN MINING | INSPIRATIONO

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Pioneering a greater role for women in mining BME – Nadia Statham – Women in mining

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hartered accountant Nadia Statham, who was recently appointed as Financial Director at Omnia Group company BME, is a trailblazer looking to see other women also succeed in mining.

“There are many fulfilling and exci�ng careers that women can pursue in mining – and these are only increasing as automa�on and digital technology are embraced as core pillars of mining’s evolu�on.”

Despite only about 12% of mining employees being women, she is encouraged by the gender transforma�on she witnesses in day-to-day engagements with customers. In her experience, there are more women par�cipa�ng in business mee�ngs, making valuable contribu�ons to decisions and general opera�ons.

Reflec�ng on over a dozen years in mining to date, Statham admits that she found herself in mining quite unexpectedly – but found it both demanding and s�mula�ng.

She had begun her career in audi�ng at one of the big four audit firms but grasped the opportunity when invited to join a listed mid�er mining group.

There are also various organisa�ons – locally and globally “For me, advancing in a career is as much about your inquisi�veness – focused on promo�ng the role of and passion for the work, as it is women in mining, through about your qualifica�on,” she says. mentoring and other forms of “I found myself drawn to the support. technical and opera�onal aspects of mining, not just the financial.

This broad interest in the ac�vi�es of the company and the broader industry helped me become and feel part of the team.”

This was par�cularly significant for her progress in a male-dominated sector where many people s�ll have preconcep�ons about where women should fit in. She says the industry can s�ll be something of an ‘old boys’ club’ – but it is changing and opportuni�es for women are growing.

“Within our own business, we have certainly been able to engage women in a range of func�ons – from back-office administra�on to high-level scien�fic roles as well as core technical blas�ng du�es on mining sites,” she says. “There needs to be a clear transforma�on agenda to underpin this progress, and our company takes an ac�ve role as a change agent.”

In her role as Financial Director, she is looking forward to making more �me to mentor staff – which she regards as a fundamental way to unlock poten�al and foster personal and technical growth “It is important to realise that most within the business. roles in mining are no longer defined by the requirement for “Especially in today’s business physical strength,” says Statham. environment, it is vital that

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everyone recognises both their individual value and their contribu�on to a team,” says Statham. “I am a firm believer in collabora�on and teamwork as well as driving accountability – a cornerstone of any successful career.”

She is a proponent of balancing work and family and believes that women should be given the opportunity to be fulfilled inside and outside of the workplace. She also debunks the myth that women are not asser�ve enough for business, or do not empower other women.

“We have plenty of role models in the sector where women successfully perform in demanding managerial and other roles,” she says. “I certainly see my role as including an even greater opportunity to mentor women in the organisa�on.”

Statham has relished playing a pioneering role as the first woman in the boardroom in a number of her past roles, daun�ng as this was. It was grist to her professional growth, and she highlights that confidence is built from embracing challenges.

“To women who are considering a future in mining, I would advise that they root themselves firmly in qualifica�ons and technical skills – as this founda�on allows women to take an asser�ve role in their work,” she says. “Be true to yourself and your poten�al, and never feel that you don’t have a right to express your opinion.”

Women in Mining Magazine • September 2021

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Women in Mining Magazine • September 2021

WOMEN IN MINING -INSPIRATION ENERGY

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With significant barriers to entry preven�ng the equal par�cipa�on by women in energy, African Energy Week in Cape Town aims to address these challenges by emphasizing the role that women will play in Africa’s energy future.

Despite making up 50% of the popula�on, women con�nue to represent a minimal role in the African energy industry, accoun�ng for merely 21% of the overall workforce in energy u�li�es. Con�nued gender disparity, inequality, and barriers to entry not only directly prevent women from par�cipa�ng in the energy industry, but drama�cally constrain economic and sector growth. As the con�nent moves to make a significant energy sector transforma�on – on the back of new discoveries, a shi� to renewable solu�ons, and evolving technology -, women have a fundamental role to play in driving Africa’s energy future, and African Energy Week (AEW) taking place in Cape Town on the 9th-12th of November aims to emphasize it.

AEW 2021 considers women to be the key drivers of Africa’s energy revolu�on and should, therefore, comprise notable par�cipants in the workforce. As Kenyan President Uhuru Kenya�a stated at the 4th Africa Business Forum 2021, “if you leave out women, who compose 50% of the popula�on, you have locked out 50% of the workforce and reduced your capacity for growth by 50%.”

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However, even those involved in the energy industry con�nue to play an insignificant role compared to their male counterparts. As the World Bank’s Energy Sector Management Assistance Program notes, the average share of women working in technical posi�ons in the energy industry was 15% with most women working in administra�ve posi�ons. Rather than driving gender inclusivity, the energy industry actually represents one of the most unequal fields worldwide, hindering any effec�ve growth from taking place.

Ironically, studies have shown that companies with women in seniority and leadership posi�ons actually have a higher success rate compared to male-dominated organiza�ons.

Notably, the World Economic Forum (WEF) posits that companies with strong female leadership deliver a 36% higher return on equity, and companies with at least one female execu�ve board member outperform those with male-only boards. Addi�onally, energy sector organiza�ons that improve gender equality tend to boost innova�on. The role of women is, therefore, clear and yet there con�nues to be significant barriers to entry that AEW 2021 aims to address.

Women in Mining Magazine • September 2021

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One of the most notable challenges faced by women in the energy industry comprises the con�nuous under representa�on of women in Science, Technology, Engineering and Mathema�cs (STEM) educa�on. With STEM comprising the driving force of the energy sector – par�cularly in the modern era with technological and renewable solu�ons relying heavily on innova�on -, human capital development is essen�al, and yet women con�nue to be excluded. According to the WEF, women con�nue to remain underrepresented among STEM graduates, where the global gender gap stands at 47% with 30% of male students gradua�ng from STEM subjects in contrast to only 16% of female students. Social norms and tradi�onal cultural values promo�ng STEM as a male domain have resulted in many women turning to alterna�ve professions, despite the poten�al they hold in driving Africa’s energy future. AEW 2021 aims to directly address these challenges, and places women at the forefront of not only the events agenda, but of Africa’s energy agenda. By uni�ng speakers from both the educa�onal and energy sectors, AEW 2021 will drive a discussion on increasing women’s par�cipa�on by addressing the root of the problem – inclusion and representa�on.

However, the challenges faced by women transcend the educa�onal sphere, with barriers to entry within the workforce resul�ng in reduced par�cipa�on in the energy industry.

WOMEN IN MINING INSPIRATION

Typically, the energy sector has been a maledominated industry, in which leadership posi�ons, execu�ve roles, and nonadministra�ve posi�ons are generally favored towards men. It is not enough that women have to struggle for their place at the educa�on table in STEM, but once they enter the workforce they now have to compete for their par�cipa�on.

AEW 2021 is focused on removing these barriers to entry, emphasizing the role of organiza�ons in ensuring equality, par�cularly in terms of job applica�ons, interviews and employments across every level of the value chain and within various posi�ons in the hierarchy. By not only establishing policies that address the gender gap, but ensuring implementa�on, the African energy sector has the opportunity to be a globally leading sector in gender equality and inclusivity, driving sectoral and economic growth in the process.

AEW 2021 not only recognizes the value and contribu�on of women to the energy industry, but views women as a catalyst for energy sector success. Through solu�on-based workshops and insigh�ul panel discussions led by women across the educa�on, energy, and policy making sectors, AEW 2021 provides the ideal pla�orm whereby women’s role in energy can be iden�fied, emphasized, and put into ac�on. Africa’s energy future is not only determined by investment and technology, but by innova�on and educa�on, all enabled by women’s increased par�cipa�on.

Women are the future, and AEW 2021 will ensure they take up their righ�ul place at the table.

“If you educate a man, you educate an individual, but if you educate a woman, you educate a nation.”

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Women in Mining Magazine • September 2021

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WOMEN IN MINING | MISS-SA2021

We salute women who stood the test of time and endured through sweat and tears, the harsh working conditions deep under ground. To make transformation a reality.

We say THANK YOU You are our HEROER

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Women in Mining Magazine • September 2021

WOMEN IN MINING | ENERGY

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Keseena Chengadu EPP Co-ordinator Keseena is one of the Project Lead for the African Energy Chamber Energy Pioneers Program, and is part of the Investment Committee at the Chamber With over a decade of hands-on international investments experience, Keseena is a powerhouse for Africabound investment structuring. She has advised a cross-section of institutional, government entities and private investors on business structuring within Africa and is a household name in energy sector investment.

Her deep understanding of the whole gamut of African financial markets, her familiarity with the overall corporate needs of an organizations investing in Africa with respect to corporate and tax structuring places her at the pinnacle of investment relevance. Keseena sits on the board of a plethora of local & international companies having a presence in Africa and comes with over a decade of experience in advising high-worth investors on the fiscal security of their organizations.

An “out-of-the box" legal thinker with ability to devise legal and financial solutions to unique fact situations, Keseena has a proven track record of providing accurate and effective legal and general investment advice; and of adding value to organizations through the development of comprehensive attention to help mitigate risk and enhance the businesses of our clients.

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Women in Mining Magazine • September 2021

WOMEN IN MINING INSPIRATION

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Energy Pioneers Program Pan African Internship African Energy Chamber The AEC Energy Pioneers Program is the Chamber’s first of its kind internship program designed to provide quality opportuni�es to individuals, promo�ng con�nued learning and growth, both professionally and in par�cipants’ personal journeys. Through this internship program, par�cipants are exposed to the day and life of professionals within the energy sector, working hand-in-hand with these seasoned and reputable professionals.

Gaining industry experience has significant benefits for graduates entering the work environment.

Instead of rushing to secure a job that may not even suit the individual, considering an internship may very well be a lit candle in the dark.

This internship program guarantees a fair chance in the selec�on of candidates, irrespec�ve of their background of studies and experience. Besides being a learning experience, the program gives selected candidates the opportunity to voice out, generate ideas and solu�ons to Internship programs are valuable as specific ma�ers in the industry. they offer the chance to develop The AEC Energy Pioneers Program new skills and present opportuni�es is designed not only for the that would not emerge otherwise. accomplishment of great work, Besides the technical knowledge with the chance to learn and grow; gained from within any industry, this is also an opportunity for interns also learn how to interact working professionals to share with professionals in a workplace their experience and culture of se�ng, and develop essen�al so� diverse community connec�on, skills such as �me management, with the interns, moulding them future independent organisa�onal skills, adaptability, into professionals with a clear path to problem-solving as well as follow. teamwork.

The Chamber has always been and con�nues to be a strong advocate for promo�ng development, to ul�mately empower the youth in advancing within the industry.

Being a paid internship program, we also want candidates to know that, through personal investment and hardship, a reward is always As the Chamber, we acknowledge wai�ng at the end of the effort the role that organisa�ons should play in upli�ing and empowering provided. our youth to equip them with the In a highly compe��ve world, it requirements of the world of work. takes more than qualifica�ons to Youth empowerment needs to be at secure quality posi�ons, it takes the forefront of any organisa�on’s exposure too. The Chamber aims growth agenda as we prepare the to provide just that – a pla�orm next genera�on of leaders. Through that allows for con�nued learning the EPP, the African Energy Chamber while availing a structured space is striving to empower the youth where par�cipants engage, learn ensuring that we have groomed and and explore the industry with skilled young people who are ready experienced professionals guiding to be the change and voice this them along the way. industry needs.

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Women in Mining Magazine • September 2021

WOMEN IN MINING INSPIRATION

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Women in Mining Magazine • September 2021

WOMEN IN MINING INSPIRATION

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Women in Mining Magazine • September 2021

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WOMEN IN MINING | INSPIRATION

How can renewable energy empower women in rural communities?

The global energy sector is rapidly transforming and moving more towards renewable energy, a shift that is a huge opportunity to achieve greater gender equality and inclusion.

Yet the energy sector remains one of the least gender diverse industries in the world - only 32% of its workforce is female.

Reinforcing gender equality in any industry is key to generating widespread, holistic results.

However, common challenges for women such as access to education, limited mobility and gender norms have held them back from pursuing careers in more male-oriented industries like the energy sector.

In addition, the climate crisis is making women even more vulnerable, especially in disadvantaged communities.

How can women become equal stakeholders in renewable energy?

Gender disparities in the energy industry are also exacerbated by a lack of financing and investment in female-led Currently, 3 billion people renewable energy projects. around the world have no access to clean cooking In order to promote gender equipment.

Therefore, equality in renewable energy, developing gender-sensitive women must participate in all energy programmes and SMEs levels of the industry, including in vulnerable communities will policy and decision making. be pivotal to employing and Global study shows that only empowering women in the small percent of national sustainable energy industry. members of parliament around the world are women. As Studys done shows that in women are direct recipients of Liberia, where only 12% of the green energy, their involvement population has access to in decision making and policy electricity, rural women trained development will support better as solar engineers are and more inclusive solutions. promoting renewable solar energy that reduces Involving women in the dependency on expensive and renewable energy sector can polluting fossil fuels. The solar bring systematic change and lamps are lighting villages and significantly improve their communities, enabling longer quality of life. Empowering work and study hours and women at both community and bringing greater security to industry levels will strengthen many, especially at night. economic and social progress Projects like these allow women and support governments to to be advocates for sustainable deliver gender balanced, energy, empower themselves sustainable energy for all. with knowledge and employment and provide them a platform to be equal stakeholders in the sustainable energy sector.

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Naledi Millicent Mabidilala

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Women in Mining Magazine • September 2021

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COURAGE xperienced Mining Engineer with over 4 years’ experience working in coal, pla�num and gold mines in Australia and South Africa. Specializes in underground and open cut opera�onal planning, scheduling and design. I am passionate about business process op�misa�on and performance improvement.

E

2 years ago, at the age of 25, I le� South Africa with 2 bags and a dream to work as a Mining Engineer in Australia.and Explora�on projects Tax advisory team.

My fears were strong. Heading to a foreign con�nent, where I have no family. I kept telling myself, "I am s�ll young, what if I fail, what if I am not good enough."...... Coming from the most disadvantaged province (Limpopo) in South Africa, "how will I compete in the world."

“ Our self-

limiting beliefs, hold us back from realising our true capabilities.”

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Naledi Millicent Mabidilala I realise now that I had more than just bags, I had 'COURAGE'.

"Courage doesn't mean you don't get afraid. Courage means you don't let fear stop you...." Bethany Hamilton

To someone, who is thinking of pursuing a career interna�onally... It is not about where you come from, but more about what you bring to the table. Go confidently in the direc�on of your dreams...

Women in Mining Magazine • September 2021

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WOMEN IN MINING | INSPIRATION

It is believed that Women have worked underground in South African mines since 2003. Their inclusion has been lauded by some as a step in the right direction – that is, towards gender equality in employment, as well as challenging gender stereotypes about work and women’s abilities..

Today we celebrate their journey, their leadership role and the skills they possess to stir the mines in a profitable direction

WOMEN: We have the HEART We have the DESIRE We have the SKILLS We have the BRAINS We are driven by GOALS We have leaddership QUALITIES We are committed to empower and to be empowered

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Women in Mining Magazine • September 2021

7 October 2021 Transport Month Celebrations Many virtual booths with at least 60 prizes to be won!!

Programme Mr Harry van Huyssteen Custodian Transport Forum

09h00-09h15 Housekeeping 09h15-09h45 Visiting booths with many prizes to be won

Dr Joash Mageto, Logistics and Supply Chain Management Researcher: Department of Transport and Supply Chain Management University of Johannesburg

09h45-10h00 Welcome

10h00-10h25

The Role of the Transport Sector in the Growth of our Economy

Agility and business continuity in times of major catastrophic events – SANRAL’s 10h25-10h50 infrastructure delivery experience during Covid-19 and Civil Unrest 10h50-11h15

Supply Chain Resilience by the introduction of Multimodality

10h15-11h40 Lessons Learnt and the Road Ahead - TNPA

Mr Mike Schussler, Chief Economist Economists.co.za Mr Skhumbuzo Macozoma, Chief Executive Officer, South African National Roads Agency Limited (SANRAL) Mr Warwick Lord, Chief Executive Officer Cato Ridge Logistics Hub Consortium Mr Moshe Motlohi Manager: Port of Durban Transnet National Ports Authority (TNPA)

11h40-12h00 Questions and Answers 12h00-12h45 Visiting booths with many prizes to be won 12h45-13h10 An economic case for third-party access

Ms Mesela Nhlapo, Chief Executive Officer African Rail Industry Association (ARIA)

13h10-13h35

Lessons Learnt and the Road Ahead – Lanseria Airport

Mr Trevor Teegler, General Manager Lanseria Airport

13h35-14h00

Lessons Learnt and the Road Ahead – Transnet Pipelines

Mr Sibongiseni Khati, Chief Operating Officer Transnet Pipelines

14h00-14h20 Questions and Answers 14h20

Announcing the prize winners who must be present

14h30

Closure OTHER INITIATIVES WORTH YOUR WHILE Get your organisation listed in the Transport Forum's Business Directory for R450 per annum only. Contact Olga Mashilo at 072 626 7391 to formalise your listing

Register NOW on: www.transportsig.com !!

Contact: Kobie@Umbono.org, Tel 0814286477

WOMEN IN MINING | INSPIRATION

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Dipti Varghese 36

Women in Mining Magazine • September 2021

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WOMEN IN MINING | INSPIRATION

A woman leading in visual communica�on Adapt to new thinking and approaches

As a small business owner st celebrating her 21 year in business, Dipti Varghese faced various challenges since establishing her business as a young woman of colour in the early days of our democracy.

Having survived two recessions and a pandemic, while earning an array of local and global clients and awards, what is her secret to success?

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Women in Mining Magazine • September 2021

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WOMEN IN MINING | INSPIRATION

Her unique blend of skills shaped by the world’s best teachers and experience of more than 30 years on two con�nents - from India to Japan and South Africa - created her philosophy in ac�on. As MD and Crea�ve Director of Design@Bay in Gqeberha (Port Elizabeth) Dip� believes in the crea�on of an improved world through though�ul, conscious and strategic visual communica�on.

Think global, act local Her postgraduate studies and research at the Indian Ins�tute of Technology in Bombay, India helped her to acquire both global and local perspec�ves. “The complexity of mul�-cultural, mul�-lingual countries with deep historical fissures taught me that design has a broad, unifying and effec�ve role to play in solving certain societal challenges. It forced me to see things in a bigger context, developing approaches to problem solving on mul�ple levels.

The power of design is not about selling products, but about building bridges between businesses and their audiences to ensure mutual beneficial rela�onships. We use images and words selec�vely to convey core messages dis�nctly and consistently,” Dip� said.

A combina�on of skills Dip� regards a combina�on of excellent strategic and design skills as a must to consistently deliver excellent customer service. “This allowed me to break into the global market, consistently acquiring new projects. Within a span of four years, we’ve acquired four interna�onal clients.”

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Dipti Varghese On-�me delivery “My exposure to the Japanese culture has taught me �me consciousness, precision and a�en�on to detail. It is this culture of hard work, humility and openness that I have established at Design@Bay. Our innate ability to deliver on �me is an absolute strength.”

Resilience, relevance & lean financial management She believes that resilience was key to her and her small team’s survival during difficult economic �mes. “It is all about recognising the s�fling condi�ons, iden�fying opportuni�es, and adap�ng to the challenges by acquiring new skills and clients. We’ve maintained an agile approach – constantly adap�ng to technology, remaining relevant in an evolving business environment. Lean financial management is a given.”

Nurturing young minds Dip� regards it as important to consciously build a conducive environment in which las�ng rela�onships thrive, both with clients and employees. “I have appointed university graduates as my staff with sound qualifica�ons.

As leader and mentor, I’ve been nurturing these young minds into mul�skilled and well-grounded individuals. I maintain an open-door policy to stay engaged with my team.”

Women in Mining Magazine • September 2021

WOMEN IN MINING | INSPIRATION

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Unique approach to empathy “Women have a unique approach of compassion and empathy to problem solving. They have an inherent ability to derive clarity in a complex and challenging environment. Nurture these strengths, be agile and adapt to new thinking and approaches. Stay out of your comfort zone – it encourages growth.”

The woman behind the leader in visual communication Dip�’s mo�o is “Live your life with a level head. Success and failure are the two sides of the same coin. A healthy balance is living both sides with a level head. Make peace with the challenges thrown at you and focus on living in the moment. I am currently developing mindfulness skills to con�nuously adapt this approach in my lifestyle.”

As a crea�ve she enjoys expressing her crea�vity via different materials in her free �me, such as ceramics and pain�ng. She also prac�ce mindfulness through reading, yoga and medita�on. Her loving husband supports her in everything she does. As an architect and industrial designer they share the same passion for design. They have two beau�ful daughters, both professionals in their respec�ve fields of exper�se, and a source of great contentment to Dip�.

A journey of 21 years Dip� founded Design@Bay in 2000, a�er working as graphic designer in the high-end communica�ons industry in India, Japan and South Africa. She developed a parallel career as leader in the entrepreneurial and educa�on spheres. She also worked as senior lecturer at the Nelson Mandela University– developing the communica�on design curriculum, steering the design department with new thinking and technologies. Some of her local clients include three Special Economic Zones in the economic development sector (Coega, East London and Tshwane Automo�ve) and four universi�es in the higher educa�on sector. Globally she and her team have completed various projects for *WHO, UNCDF, UNICEF and UNHCR over the last five years.

As a specialist visual communicator, Dip� holds a Master of Design Degree and various business management, project management and small business development qualifica�ons.

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Women in Mining Magazine • September 2021

WOMEN IN MINING | INSPIRATION

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Tshegofatso Kole 40

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WOMEN IN MINING | INSPIRATION

Celebrating young professionals Financial Analyst

T

shegofatso Kole is currently a Financial Analyst at De Beers Group.

She is part of the Group Business Planning Team and their responsibili�es are to review and analyse the life of mine planning of the De Beers Group.

She looks a�er the South African en��es, a few corporates and De Beers’ synthe�c part of the group. She is a qualified Chartered Accountant and has extensive knowledge of the company having started her journey as a bursar at Anglo American in 2008 and later as a Building Leaders and Shaping Talent (BLAST) Graduate in 2012.

She is also part of the Group Business Planning and Capital Investments team responsible for some of the South African and Namibian opera�ons.

As a BLAST Graduate, Tshegofatso previously worked as a Financial Repor�ng Accountant for De Beers based in the UK, and was responsible for the Namibian en��es, Global Sightholder Sales in Botswana, as well as Auc�on Sales Group.

She has also worked as an assistant tax manager for Anglo American in South Africa, in the De Beers and Explora�on projects Tax advisory team.

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In May, she joined Voorspoed Mine as their new Commercial Manager. In her new role, Tshegofatso will play a key role in the management of Voorspoed Mine’s profitability, ensuring good governance, effec�ve risk management and statutory compliance.

This young leader is an over achiever, a par�cipant in the 2019/2020 UN Global Compact Young SDG Innovators Programme, and has always challenged herself to excel beyond ordinary measures.

Tshegofatso’s strong outstanding academic achievement was driven by the need to give her parents an opportunity to enjoy life without much trouble.

Her drive for academic excellence is that she is a simple girl from Rustenburg who never let circumstances deter her from achieving in life. She wasn’t born into a wealthy family, but her parents made sure that they had all they needed. She wanted a life be�er than her upbringing and wanted to give her parents an opportunity to enjoy life without a lot of hassle. She always wanted to be the best in everything that she did and always wanted to be an example to her peers and show young people that it is possible.

Women in Mining Magazine • September 2021

WOMEN IN MINING | INSPIRATION

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Women in Mining Magazine • September 2021

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WOMEN IN MINING | INSPIRATION

Empowering Women Through shared vision Women in Mining had a chat with Tania Pienaar, Director and shareholder at Tailing Technology.

Amongst her many accolades as a business woman in the mining sector, she is also a mother of two and a wife, her partner has also accomplished a frui�ul career in the mining industry.

ania was born and bred in Cape Town in the Cape Flats, Mitchells Plain.

I matriculated there and started working from the tender age of 16 to assist my parents and to eventually fund my studies. I studied Chemical Engineering at Cape Technikon. In 2001, I was recruited by Impala Pla�num as a graduate metallurgist. Very quickly in my career, I was very fortunate to fly through the ranks. I became the youngest manager at Implats the age of 23. At 24 I joined Tailing Technology as the Opera�ons Director and I s�ll serve at Tailtech as director and shareholder. I was directly responsible for commissioning 9 concentrator plants. In today’s commodity prices, the value derived from that is roughly an excess of 100 billion Rands. Last year the organisa�on celebrated a million ounces from tailings at one of its opera�ons.

How do you establish an effec�ve work-life balance?

Where do you see the future for women in the mining industry?

When asked how she establishes an effec�ve work-life balance, Tania emphasised that she is a structured person. “I Believe work-life isn’t mutually exclusive, you can have it all. Provided that you have structure and plan ahead.’’

It is good to see more women in the mining industry and I for one, am grateful for all the opportuni�es I have had in this industry. However, I prefer to compete on an equal basis. I bring competence to the table, and in that, I ensure that I bring other women and other people along with me. We have an Athle�co educa�onal programme where we look at inves�ng �me and effort into students and scholars. I have a few women that I have impacted and subsequently, they have also impacted me.

In my spare �me I enjoy running and I have completed numerous comrades’ marathons. Inclusive of that is Two Oceans marathons and Sky Run. I love running, it is my personal �me for myself to clear my mind and enjoy the privilege of being able to run ’’

Pondering on the change in the industry since she joined and currently, she emphasises that fundamentals are important. ‘’Efficiency and effec�veness is s�ll key.”

T

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What made you pursue a career in the mining sector?

Joining the mining industry was out of necessity as opposed to choice. I was working for Caltex Oil Refinery as an intern while I was studying.

A�er gradua�ng with my BTECH, Impala Pla�num gave me gave me an offer I couldn’t refuse. I saw how dynamic and interes�ng the industry was, that’s when I found the passion for mining.

How have things changed from when you started in mining, to the current situa�on?

As you have no�ced, ar�ficial intelligent (AI) has become the "Talk of Town" for improving opera�ons in the mining sector.

Do you think the mines are making necessary arrangements to op�mize opera�ons at the same �me, safe jobs?

A lot has been done in that regard, however we have only caught the �p of an iceberg. I don’t think technology is a trade-off between op�miza�on or job losses. I think technology can help us improve efficiency.

Women in Mining Magazine • September 2021

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WOMEN IN MINING | INSPIRATION

It makes us more employable. We can move from industry that is tradi�onal, heavy li�ing and hard labour, to becoming an industry that is safer and it becomes a�rac�ve to future genera�ons. So I am hopeful that technology will unlock that. I am hopeful to see all the advances it comes with. I believe that there is hope for young, dynamic and open minded individuals to change the industry through the help of technology advancements that are available. “I am firm believer that everything can be engineered to make it safer for both men and women.” So there is definitely opportunity there.

What encouragement would you give to young women who are s�ll pursuing career in the mining sector?

What are some of the challenges you faced as a woman in the mining industry over the years and how did you manage to overcome them?

Being a contractor and service provider to the mines, we’ve had to adjust quickly. We have had to ensure compliance from a very early stage of a process. Even during the 2020 hard lockdown, we spent a lot of energy op�mising and improving our processes.

The challenges I have faced were not unique to me as a woman in the industry. Fortunately for me, I have been very inten�onal from a young age about mentoring and developing professional rela�onships. Growing up, my dad was an entrepreneur in the construc�on industry. That gave me exposure to a male dominant industry and the ability to navigate challenges it came with an early age. Essen�ally, the exposure allowed me to develop a thick skin. Being a woman in this industry was not nega�ve for me, in fact, it is strength. I have faced prejudice but I don’t see it as a challenge. I am ac�on and result orientated and having mentors in my journey, have helped. .

My advice to younger women in this industry, is to capacitate yourself. Study, get insight and exposure, read, do your research and always come be prepared. Work harder than anyone and bring your individualism and uniqueness to the table. Don’t be afraid to speak up and speak your mind.

Lastly, how has COVID-19 affected you and your work?

On a personal level COVID has brought me closer to others. Helped me realise that life is a gi� and I need to appreciate people more. My Family, colleagues and people I am in contact with.

In terms of the workspace, working remotely has given a posi�ve dimension to our business. Online mee�ngs have helped us to be more efficient and establish that alignment in our business. These mee�ngs have a quicker turnaround �me with implementa�on of change.

It also helped a lot that a�er the 2020 hard lockdown the commodity prices shot through the roof so that had a posi�ve effect for our business.

Having posi�ve market helped us to not only spend capital but to also improve our produc�ons and improving our efficiencies.

“Things can either be a stumbling block for you, or that stumbling block can be a stepping stone for you into the future.” .

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WOMEN IN MINING | INSPIRATION

Miranda Lusiba – Reputational Management

“I strongly believe that education is the best inheritance that we can give to our kids and a ticket out of poverty for most of our youth. “

Basic Financial Literacy Saving for Tertiary Education for our Children is the best Inheritance!

E

ver since my daughter went into High School a few years back, the conversa�on that I’ve always had in my head – what I call a personal ‘bosberaad’ has been about whether I have saved enough for her to be sorted for University.

Yes, I took up an educa�on policy when she was much younger but with educa�on fees having gone up so much over the years – this ques�on keeps on lingering on my mind. You see my daughter is currently working very hard at school so that she can go to University to do a BSc in Informa�on Technology – she has said that she wants to be a ‘So�ware Engineer’.

Both my mom and I fall into the BBT (Born-Before Technology) genera�ons, so we definitely need another technology savvy person in our family besides my cousin who is currently a Technology expert and is carrying the en�re family.

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Also, with the Fourth Industrial Revolu�on (4IR) now on our doorsteps and the COVID period having emphasized the importance of technology in our lives more so for our businesses and the country’s economy – I definitely support her dreams to go into a technologyfocused career.

However, suppor�ng my daughter’s dreams doesn’t just end with me mo�va�ng her – it also means great financial planning and stability. I’ve seen first-hand how educa�on can change one’s life – how it has moved a lot of families from poverty to prosperity.

This is unfortunately not only caused by the youth unemployment rate that is currently si�ng at 63% for the ages 15-24 years according to the recent Quarterly Labour Force Survey (QLFS). It is also aggravated by the fact that a great deal of our graduates have completed courses and acquired skills that are not in great demand in the country.

Just to recap the stats I highlighted during #YouthMonth, a recent ar�cle revealed that the top 10 skills that SA businesses are struggling to recruit for include: Engineers (18%); ICT (13%); Foreign Language Speakers (10%); Media and Marke�ng Specialists (9%); Ar�sans (8%); C-Suite Execu�ves (7%); Senior Financial Execu�ves (6%); Health Professionals and Related Clinical Sciences (5%); Science Professionals (4%) and Accoun�ng (1%).

It is also very important to make sure that our kids study towards professions that will ensure that a�er all that money is invested in their educa�on then, it doesn’t go to waste. The biggest challenge that we all know for most graduates is that they are si�ng at home with We’ve seen just how many students diplomas or degrees, and they are have struggled over the years with struggling to find jobs. ter�ary educa�on fees – the #feesmus�all movement was a clear indica�on of the plight that our children are facing.

Women in Mining Magazine • September 2021

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WOMEN IN MINING | INSPIRATION

We also saw how many of the children from the so-called “middle class” homes did not qualify for the Na�onal Student Financial Aid Scheme (NSFAS) funding. As my way of allevia�ng pressure on NSFAS, I decided a few years back to opt for the Fundisa Fund - a savings scheme for further and higher educa�on which was launched by the Department of Educa�on and the Associa�on of Collec�ve Investments in 2007.

At the �me, the government had commi�ed R20 million to a threeyear pilot project to test if there was demand for the savings scheme.

The Fundisa Fund basically encouraged lower income earners in the country to save for their children's further educa�on at either a public college or a university. Savers were able to open Fundisa Fund savings accounts and receive up to a quarter of what they save each year as a bonus.

A minimum monthly contribu�on of R40 was required and the bonus interest that could be earned was up to R600 per year for the educa�on of a nominated child. To be able to see the return and benefit from this interest, the advisable investment term was five years.

Whoever decided to invest in this scheme needed to have an Mzansi or similar savings account and be a South African ci�zen.

I do agree with our government that educa�on is a future that will bring new hope to many of our ordinary people’s lives. I’d like to plead with those that can, to start saving for our children from a young age and use the most reasonable and available ways of securing our children’s futures.

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“I do agree with our government that education is a future that will bring new hope to many of our ordinary people’s lives. I’d like to plead with those that can, to start saving for our children from a young age and use the most reasonable and available ways of securing our children’s futures.”

Women in Mining Magazine • September 2021

WOMEN IN MINING | INSPIRATIONAL

www.awomeninmining.com

2nd Virtual

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Women in Mining Magazine • September 2021

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The iThemba Walk will this year host four regional mini-events in Johannesburg, Durban, Phalaborwa and Cape Town respec�vely where brand NGO partners, media and ambassadors will join forces to con�nue the crusade. iThemba Walkathon, held virtually for the second year in a row in compliance with COVID-19 regula�ons, supports efforts to raise awareness about breast cancer and to amplify the importance of early detec�on through regular selfexamina�on and yearly mammograms to increase early detec�on and survival rate.

As part of Avon’s con�nued efforts to fight against breast cancer, a silent pandemic that infects 1 in 25 women in South Africa during their life�me according to the Na�onal Cancer Registry, the company has in 2021, already pledged R800 000 to support the work of nongovernmental organisa�ons namely the Cancer Associa�on of South Africa (CANSA), Journeysys, Wings of Hope and Look Good Feel Be�er propor�onate to their requirements.

These funds have been generated from the iThemba Walkathon �cket sales and paraphernalia, which includes iThemba pin, iThemba bandana, iThemba visor and iThemba body lo�on.

Avon customers can help to raise more funds to support the breast cancer awareness campaign by buying any of the iThemba Walkathon products, namely the 750ml Avon care body lo�on for R99, iThemba visor for R99, iThemba bandana for R89 or the breast cancer pin for R95.

WOMEN IN MINING | INSPIRATION

2nd Virtual

“As devasta�ng as the outbreak of COVID-19 has been, it has not meant the end of breast cancer. On the contrary, the pandemic has exerted tremendous pressure on our health facili�es which has compelled them to defer cri�cal treatment to breast cancer pa�ents. This is more of a reason that we need to step up the fight against this silent pandemic and provide much-needed support to organisa�ons that provide support to breast cancer survivors. As a company for women, this dona�on is a reaffirma�on of our con�nued support for causes that are close to women’s hearts and our crusade to champion the fight against breast cancer,” says Mafahle Mareletse, Managing Director of Avon Jus�ne Turkey, Middle East & Africa.

Look Good Feel Be�er has already received part of this grant in the form of Avon Jus�ne products. The NGO provides tailored support to cancer survivors to help them to manage the appearance-related side effects of chemotherapy and radiotherapy, thereby helping to restore their appearance and selfimage using some of these Avon Jus�ne products.

Look Good…Feel Be�er Yve�e Powell, Na�onal Programme Manager, further adds “it is because of the con�nued generosity and support from Avon/Jus�ne that we can con�nue to bring HOPE to those figh�ng this dreadful disease. Avon/Jus�ne demonstrates commitment to the wellbeing and upli�ment of women going through cancer treatment. Together we cannot determine the outcome but we can affect the journey.”

Par�cipants to the 2021 iThemba Walkathon can get more informa�on on this event and also register on h�ps://my.avon.co.za/ithembawalkathon.

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Walkathon for good course

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Women in Mining Magazine • September 2021

WOMEN IN MINING | FUTURE MINING

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WOMEN IN MINING |FUTURE MINING

Mining operations environmental responsibility to communities As the world looks to mitigate and adapt to the impact of climate change, and keep rising global temperature to below two degrees Celsius 2°C by 2100, collective responsibility and action from governments, companies and communities is the key to achieving this goal.

Days like “Zero Emissions Day”, allow us to raise awareness and address climate change issues within our stakeholders and society. Zero Emissions Day challenges us to make process changes that will contribute to minimising our carbon footprint and in the long run make the world a better place and preserve life on our planet.

In response to these climate change challenges,Exxaro has repositioned itself as a diversified organisation with renewable energy solutions and mineral resource capabilities, critical and relevant in a world of low-carbon emissions.

“Corporations need to regularly improve their mitigation measures to reduce the environmental impact of emissions on the surrounding atmosphere and the communities around the mine. “ 51

Our Sustainable Growth and Impact Strategy is proof that our environmental stewardship is intentional. This vision has encouraged our investment of R1.5 billion to develop two wind farms in the Eastern Cape, which delivered 239 megawatts (MW) of reliable and clean power to the national grid for the FYE 31/12/20. We expect revenue contribution from our renewable energy business to grow over time as we increase our investment.

Key to this sustainable impact, is how we empower our communities to transition to a low carbon world with us. This can be seen in our inactive sites where we have implemented rehabilitation activities. We have also developed a Mineral Succession Programme for each site – in collaboration with the communities in the area.

The program sees Exxaro as a catalyst to community development and environmental stewardship.

The impact of the strategy focuses on the “Just Transition principle” which seeks to balance business financial performance and the South African economic needs, ecosystem protection and the society adaptive capacity in the face of climate change. “We remain true to our purpose of powering better lives in Africa and beyond and differentiate our strategy through our commitment to business and community resilience through sustainable impact. Impact is in our DNA!”

Guided by the adage: “charity begins at home”, Exxaro’s rehabilitated land is leased to communities for farming production – with coordinated assistance on soil management, water management and general land holding skills.

We have been awarded several ESG awards – and the latest being the Best Sustainability Reporting Award in the 2021 Environmental, Social and Governance Investing Reporting Awards as well as the VigeoEIRIS Top 100 Best Emerging Market list for the fifth time.

In partnership with other mining operations, regulators and communities we are regularly collaborating to address these critical issues and environmental impacts. Which is where conferences like Coal Safe Day come in handy allowing social dialogues and collaborations that strive towards zero emissions to take place.

Women in Mining Magazine • September 2021

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WOMEN IN MINING | INSPIRATION

Biodiversity loss has also been identified as being a significant risk in the context of climate change. Considering this, we have been implementing several projects to ensure that our mines coexist in harmony with the environment and the communities. These projects, which are done in collaboration with community cooperatives, include Alien Invader Eradication Projects, Wetland Rehabilitation Projects, and Biodiversity Relocation Programmes.

We work with Local Municipalities on water security and waste management projects. In Lephalale we have donated land to the municipality to start a landfill site – which could be targeted to be an energy generating facility in the near future. Our involvement in the Mokolo Crocodile River Water Augmentation Scheme ensures water security in the whole Lephalale region.

The University Chairs offers support, such as the training in climate change, energy/water/land management and the opportunity to give post graduate research access to previously disadvantaged students in these areas. We do these not because we seek accolades, but because we believe fundamentally that building a sustainable society requires active business participation and commitment in creating real impact.

In conclusion, whilst climate change is generally seen as a risk for coal – it also presents opportunities for mining operations to build a resilient, cohesive, and compelling growth and impact story. These kinds of sustainable investments are one example of the kind of impact big businesses can have in providing clean and reliable energy in support of a lowcarbon world.

This concern is complicated by the fact that while some mines are located within the limits of metropolitan areas, the vast majority are located in hard-toreach places.

For the past decade we have actively worked with research institution by sponsoring three University Chairs at University of Witwatersrand, University of Pretoria and University of South Africa – to support research on environmental and climate change issues confronting our business and society. We are proud to also support the municipalities through a Municipal Capacity Building Programme (MCBP).

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WOMEN IN MINING | ENERGY

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South Africa’s Energy Industry - More

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women needed

W

omen in Energy: Novani GanessJohnson, Sales Lead at Eaton for Southern Africa.

South Africa's energy industry needs more women to be a part of this booming sector so that its benefits can be equitably spread for a greater economic and social impact.

The energy sector offers a great number of business opportuni�es for women in oil, gas, electricity genera�on, distribu�on, retail and renewal. Like in most countries, South African women are making their way into the sector, despite the percentage of women in managerial and leading roles being smaller compared to men.

However, that is gradually changing.

As a transforma�onal and thought leader, Novani Ganess-Johnson, Sales Lead at Eaton [4] for Southern Africa is one of many women contribu�ng to that change. She is responsible for managing all Southern Africa sales ac�vi�es across Eaton's South Africa, Namibia, Botswana, Mozambique, Angola, Zambia, Zimbabwe, and Malawi markets, which includes refining the sales strategy to op�mise market share growth and business development.

Novani Ganess-Johnson Prior to joining Eaton [4], Novani was Execu�ve Director for General Electric in Sub-Saharan Africa where she was working closely with power genera�on and industrial customers to help deliver power to the grid. She has led mul�ple business func�ons from commercial to repair shops to business opera�ons, which is a prime example of how adaptable and resilient she is.

She has proven and con�nues to show that women are more than capable of being leaders in the male dominated sectors. Novani's story and experience can be encouraging for women who are considering a career in the energy field. She is passionate about the value of human capital and enabling an inclusive workplace. She strives to create an environment where people can embrace individuality to be themselves.

Novani has over 10 years' experience in the energy sector which has made her a seasoned professional with proven capabili�es and a strong understanding of the local market.

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WOMEN IN MINING | INSPIRATION

AVON LAUNCHES WORLD’S FIRST FRAGRANCE TO USE UPCYCLED VANILLA Travel FAR AWAY BEYOND with the first ever parfum from the world’s bestselling fragrance brand 1i

THINK YOU KNOW VANILLA? THINK AGAIN! FAR AWAY BEYOND reimagines vanilla

enriched deeper with opulent sandalwood,

for today’s modern woman by elevating

juicy pear and the intensity and beauty of

the traditional floral sweet vanilla scent

jasmine florals for a bold and glamorous

to a superior,more sophisticated and

finish. TO TAKE YOU ON A JOURNEY MORE

distinctive vanilla note:more intricate,

FAR AWAY THAN EVER BEFORE.

more mysterious and more glamorous.

FAR AWAY BEYOND journeys deeper Available for the first time in FAR AWAY

into the heart and soul of the vanillanote

BEYOND,Avon’sexpert perfumers have

to allow the wearer to experience the

created Upcycled Vanilla Extract using

signature scent of the Far Away collection

100% upcycled vanilla beans1which would

on a deeper level.Developed using a

otherwise be discarded.

higher concentration of fragrance oil, FAR AWAY BEYOND is the first ever

The innovative double distillation process reveals new vanilla notes – sensual, smoky and woody with an addictive

parfum and the most intense, elevated and long-lasting fragrance in the Far Away family.

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WOMEN IN MINING | INSPIRATION

With FAR AWAY BEYOND,you can escape to the most glamorous version of yourself in the knowledge that you are supporting the communities where the vanillahas come from.As part of Avon’s commitment to paving the way to a more sustainablefuture, this exclusive ingredient is the result of upcycling exhausted vanillabeans that were sustainably and ethically sourced from Madagascar in collaboration with local communities that are directly benefitting from sustainable partnerships.

Elevate your everyday,and journey FAR AWAY BEYOND with Far Away’s most premium and intense scent yet.

You’llfeel good,smell good,and know you are doing good – all at only [insert price]!

R299 for 50ml!

GINA GHURA,Global Head of Fragrance,says: ‘We’redelighted at Avon to bring this first-of-its-kind fragrance to market,all at an accessible price point for today’s modern woman.We’ve pushed and stretched Vanillafurther than ever before to create a unique and distinctive Vanillanote with the power to transport the wearer to a place where they can feel their most glamorous.Far Away Beyond also marks the start of our fragrance sustainabilityjourney since partnering with Natura &Co last year and we look forward to continuing to innovate.’

FAR AWAY BEYOND will be available exclusively via Avon representatives and on www.my.avon.co.za of August 2021 www.avon.uk.com from 3rd [update weblink and insert launch date according to market].

ABOUT AVON

NOTES TO EDITORS:

For 130 years Avon has stood for women:providing innovative,quality beauty products which are primarily sold to women,through women. Millionsof independent Representatives across the world sell iconic Avon brands such as AvonColor and ANEW through their social networks,building their own beauty businesses on a full- or part-time basis. Avon supports women’s empowerment,entrepreneurship and well-being and has donated over $1billionto women’scauses through Avon and the Avon Foundation. Learn more about Avon and its products at www.avonworldwide.com.#Stand4Her

•

As part of Natura &Co Avon has set ambitious targets in the 2030 Commitments to Life,which focuses on addressing the climate crisis,protecting the Amazon and embracing circularityand regeneration.

•

In 2020,Avon also began to eliminate packaging and product components made from polyvinylchloride (PVC)from all Beauty+ products and is working to find sustainable alternatives.

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WOMEN IN MINING | INSPIRATION

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AvonWATCHMENOW is a movement created to celebrate your rise.We are here to help you transform into the person you’re meant to be. When you beat the odds, defy expectations, and fulfil your potential, we’ll be right beside you cheering you on.

AVON GAVE WOMEN THE RIGHT TO EARN, BEFORETHEY HAD THE RIGHT TO VOTE. We’re the company that not only brings beauty to doors,but also opens them.The company that supports over 6 million independent micro-entrepreneurs in over 100 countries and over 50 million Beauty Representatives across 50 countries.

WE’VE BEEN ADVOCATING FOR WOMEN BEFOREIT WAS POPULAR. We make job equality a priority with women making up 70% of our Global Research and Development roles and 60% of our local Distribution Centre team. Our employer value proposition has once again been affirmed after the Top Employers Institute conferred the company with the much-sought after Top Employer 2020 award.

WE DON'T CUT QUALITY. WE CUT OUT THE MIDDLE MAN. We’re able to sell quality products at affordable prices, because we don’t use retail space. Instead our Beauty Representatives bring you your favourite beauty items. So every time you buy an Avon product, you shop to empower a Beauty Representative and in turn impact lives.

WE WALK THE TALK. As the biggest global supporter of Breast Cancer Awareness,we’ve donated over R20 million to raise breast cancer awareness.Our commitment is to reach 100 million women every year to ensure every woman knows the risks,signs and how and when to take action. We are also the organiser of the iThemba Walkathon - one of the world’s largest breast cancer awareness walks.

WE COVER BLEMISHES. NOT BRUISES. Avon has been supporting women for 130 years, it is part of our DNA,which is why we are committed to putting an end to domestic violence against women.

R29 million raised to educate women on domestic violence.

R7 million to stop gender based violence.

About Direct Selling Direct selling is the marketing and selling of products directly to customers away from a fixed retail location. Direct selling can be conducted one-on-one, in a group or party format or online.

At Avon Justine, the "direct" part of direct selling also refers to the personal component of this sales channel; it’s about building relationships with people and offering them a high level of service and personal attention.

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Zozibini Tunzi Miss Universe Title Holder

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WOMEN IN MINING | INSPIRATIONAL

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Zozibini Tunzi

Catriona Gray

Miss Universe Holder - 2019

Miss Universe Holder - 2018

M

iss Universe title holders – 2018 winner Catriona Gray and her 2019 successor, our own Zozibini Tunzi – will be sharing the Miss South Africa stage this year when they serve as backstage

In Philippine beauty pageant history, Gray – who is also a model and singer – is the first Filipina to represent the country in both the Miss World and Miss Universe compe��ons. She placed in the Top 5 at Miss World in 2016 and took the Miss Universe �tle two years later.

presenters during the live broadcast of the much-anticipated show. will shift. Finally, find yourself a strong female mentor or older male manager to relate to and maybe take or competitive barriers away. Observe, learn and grow.

Tunzi admits to being thrilled to serve as a presenter for this year’s pageant and work with her friend Catriona: “It's such a full circle moment for me because I started on the stage as a contestant, to being a judge and now to backstage hos�ng. I will have touched and experienced every aspect of the show. That to me is very special.

Miss South Africa 2021 will be crowned on Saturday, October 16, at the Grand Arena, GrandWest in Cape Town. The event will be screened live from 17h00 on M-Net (DStv Channel 101) and Mzansi Magic (DStv Channel 161) and will also be streamed online for an interna�onal audience on MissSA.live with extra highlights and exclusive content.

Gray will host the pageant’s exclusive pre-show, available online from the misssa.live website to subscribers from around the globe.

“I love Catriona. Not only did she crown me for Miss Universe, but she was there for the beginning of my journey as she was a judge for Miss SA 2019 when I won. There's a special connec�on there and I can't wait to share the pla�orm with her.”

Her valuable advice to this year’s Top 10: “Always remember your why. The journey is not always easy and when it gets tough you need to remember the reason why you entered the compe��on. This will always keep you going and it will make the journey even more fulfilling.”

This is not Gray’s first visit to South Africa; she was part of the Miss South Africa 2019 judging panel when the �tle went to Tunzi who then went on to inherit Gray’s Miss Universe crown a few months later.

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Says the City of Cape Town’s Execu�ve Mayor Dan Plato: “Cape Town is thrilled to welcome Miss South Africa back to our beau�ful city for a second year in a row. The event’s return to the Mother City is a testament to our strong record for hos�ng major events and we believe Miss South Africa will be one of the key events to help revitalize the tourism sector impacted by the pandemic.”

How to sign up to watch the show online and be part of the pre-show: Purchase an all-access virtual �cket to watch the live pageant from the misssa.live website for R99,99 ex Vat. Simply click on the buy sec�on on the home page and go through the checkout sec�on and process payment with PayFast, which is integrated with the site. Subscribers will get a sign-up email confirma�on and invoice. Both credit and debit cards can be used to make payment. This will be a once off payment to watch the 2021 finale live online and have access to exclusive pageant day content that includes a preshow hosted by Catriona Gray, always on backstage camera moments as well as a post crowning interview with Miss South Africa 2021.

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On October 16 users need to log on to their account on the misssa.live website and navigate to the “Live Show” tab/page to watch the show live.

If they are not logged onto their account or have not purchased a live �cket that’s linked to their account, they will not be able to access. Users will be able to watch from their mobile, tablet or desktop computer. It is recommended that users watch the stream using Chrome as their web browser. All subscribers will receive a one�me access pass and the link will not be transferable.

Miss South Africa 2021 will take home a package of prizes and sponsorships worth more than R3 million. The Top 10 compe�ng for the crown are Bianca Bezuidenhout, Catherine Groenewald, Cheneil Hartzenberg, Jeanni Mulder, Kaylan Ma�hews, Kgothatso Dithebe, Lalela Mswane, Moratwe Masima, Tiffany Francis and Zimi Mabunzi.

Miss SA 2021

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Top 10

Women in Mining Magazine • September 2021

Welness and Health

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