Women in the industry are passionate and see opportunities, yet face challenges due to lack of mentorship and gender biases. While performance is key, hurdles like workplace culture, unequal practices, and limited support persist. Despite good benefits, hostility exists at times, leading women to take charge of their growth.
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Presentation Transcript
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
Women working in the minerals value chain are passionate about the field and perceive the industry to hold opportunities for them >55 3% <25 11% Interesting and challenging job opportunities Good salaries and benefits Bursaries 46-55 11% 36-45 25% 25-35 50% Students 16% % BY AGE Full time employment 84%
While opportunity exists it remains a challenging space to get ahead in due to lack of mentorship and career development support Lack of exposure to suitable mentors and role Insufficient career and development guidance Unsupportive workplace culture Opportunities are awarded based on gender Inflexible working arrangements Unequal HR practices The organisation does not value gender diversity Exclusion from informal (i.e. social) networks Infrastructure/equipment is not tailored to women Sexual harassment Insufficient parental responsibility leave Lack of challenging work assignments 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 exposure to suitable mentors and role Insufficient career and development guidance Unsupportive workplace culture Opportunities are awarded based on gender Inflexible working arrangements Unequal HR practices The organisation does not value gender diversity Exclusion from informal (i.e. social) networks Infrastructure/equipment is not tailored to women Sexual harassment Insufficient parental responsibility leave Lack of challenging work assignments 0% 20% 40% 60% 80%
Women think their benefits are good, but the environment can be hostile at times Lack of exposure to suitable mentors and role Insufficient career and development guidance Unsupportive workplace culture Opportunities are awarded based on gender Inflexible working arrangements Unequal HR practices The organisation does not value gender diversity Exclusion from informal (i.e. social) networks Infrastructure/equipment is not tailored to women Sexual harassment Insufficient parental responsibility leave Lack of challenging work assignments 0% 20% 40% 60% 80%
Women are taking their growth into their own hands Requested additional skills training Joined interest groups (e.g. WiMSA) Sought out suitable mentors Familiarised with company policies Requested professional development coaching Explored alternate working arrangements 0% 10% 20% 30% 40% 50%
@WomenInMiningSA www.wimsa.org.za WomenInMiningSA Women in Mining South Africa
