In opening the second day proceedings of the inaugural Women in Mining South Africa (Wimsa) Symposium, Impala Platinum (Implats) chief technology officer Mark Munroe emphasised the importance of transformation in the mining industry on a granular level.

He advocated for a future where men and women get equal opportunities to advance in the mining industry, as well as for women to be treated equally in a social context.

Munroe maintained that there were disparities in the mining sector, from how women were underrepresented in top management and skilled technical roles to gender bias and stereotypes.

He advocated for inclusive policies – not only gender-neutral ones, but also ones that actively allow women to get ahead, given the legacy that legal barriers and cultural stereotypes have left.

Munroe pointed out that legislation in South Africa prohibited women from working underground as recently as 1991, but although the laws had changed, this legacy still impacted women’s opportunities in South Africa.

He added that many of the physical challenges related to women working in mining had diminished, given advances in technology that made mining safer and more productive. 

For example, the introduction of lightweight and ergonomic hydropower drilling equipment had reduced physical strain on workers and enhanced safety.

Additionally, the increased use of automation and robotics in mining operations had reduced physical demands, making tasks more accessible to a broader range of workers, including women.

Many mining companies still lacked policies and practices that supported women’s career progression, flexible work arrangements and comfortable ways of working, including personal protection equipment and workwear. Munroe said skills development opportunities were often inaccessible to women, despite claiming to be gender neutral, owing to a biased system.

“The goal is to create a more inclusive industry that unlocks the full potential of the workforce and drives innovation and growth,” Munroe stated.

He cited the example of World War II where women in the US gained access to work opportunities when men went to war, which led to significant economic growth and societal changes.

Implats, for one, had awarded many bursaries, sponsorships and mining cadetships to women, while working within communities to improve cultural stereotypes and safety for women in mining.

Munroe said Implats’ support programmes for women had shown that women could excel in the mining industry if given the opportunity. He cited the example of how Shaft 16 mine manager Nonku Mabuza had become the most productive manager across Implats’ Rustenburg operations, running the largest of Implats’ mines in the area at that.

He confirmed that, in his view, women’s leadership qualities such as empathy and heightened awareness of safety and risk management, could enhance organisational performance and decision-making.

“Deploying more women in mining environments can enhance the company’s reputation and inclusivity, which can motivate teams and achieve goals more effectively. Women demonstrate strong adaptability in challenging and dynamic mining environments, which contributes to operational agility and resilience,” he explained.

He concluded that society needed to recognise that having a transformed workplace makes businesses more profitable and effective.