Download - Key insights from the survey
Women working in the industry are passionate about the field and perceive the industry to hold opportunities for them
While opportunity exists – it remains a challenging space to get ahead in due to lack of mentorship and career development support
The perception remains that gender strongly influences career advancement in the industry, but that superior performance will ultimately overcome this
Women think their benefits are good, but the environment can be hostile at times
Women are taking their growth into their own hands
Key insights from the survey
Women working in the minerals value chain are passionate about the field and perceive the industry to hold opportunities for them
Interesting and challenging job opportunities
Good salaries and benefits Bursaries
<2511%
25-35
49%
36-45
25%
46-55
11%>553%
% by age
Full time employment
84%
Students16%
Lack of challenging work assignments
Insufficient parental responsibility leave
Sexual harassment
Infrastructure/equipment is not tailored to women
Exclusion from informal (i.e. social) networks
The organisation does not value gender diversity
Unequal HR practices
Inflexible working arrangements
Opportunities are awarded based on gender
Unsupportive workplace culture
Insufficient career and development guidance
Lack of exposure to suitable mentors and role models
0% 10% 20% 30% 40% 50% 60% 70%
While opportunity exists – it remains a challenging space to get ahead in due to lack of mentorship and career development support
Lack of challenging work assignments
Insufficient parental responsibility leave
Sexual harassment
Infrastructure/equipment is not tailored to women
Exclusion from informal (i.e. social) networks
The organisation does not value gender diversity
Unequal HR practices
Inflexible working arrangements
Opportunities are awarded based on gender
Unsupportive workplace culture
Insufficient career and development guidance
Lack of exposure to suitable mentors and role models
0% 10% 20% 30% 40% 50% 60% 70%
The perception remains that gender strongly influences career advancement in the industry, but that superior performance will
ultimately overcome this
Lack of challenging work assignments
Insufficient parental responsibility leave
Sexual harassment
Infrastructure/equipment is not tailored to women
Exclusion from informal (i.e. social) networks
The organisation does not value gender diversity
Unequal HR practices
Inflexible working arrangements
Opportunities are awarded based on gender
Unsupportive workplace culture
Insufficient career and development guidance
Lack of exposure to suitable mentors and role models
0% 10% 20% 30% 40% 50% 60% 70%
Women think their benefits are good, but the environment can be hostile at times
Women are taking their growth into their own hands
Explored alternate working arrangements
Requested professional development coaching
Familiarised with company policies
Sought out suitable mentors
Joined interest groups (e.g. WiMSA)
Requested additional skills training
0% 10% 20% 30% 40% 50%
@WomenInMiningSA
www.wimsa.org.za
Women in Mining South Africa
WomenInMiningSA