Although women are slowly “breaking barriers” in the mining industry, more must be done to build safe, inclusive workplaces that support further career growth, says youth-focused advocacy group South African Mining Youth Association (SAMYA) board executive Lungelwa Kunene.

Young women, she says, are entering the sector in greater numbers, especially in technical roles once dominated by men.

A shift in mindset across the industry is also under way, with mining companies starting to value the diversity women add to their workforces.

However, gender bias, few visible female leaders and workplace culture continue to present real challenges.

Nonetheless, Kunene adds that young women are “definitely” still finding promising careers in engineering, geology, environmental management and data science. There is also rising interest in sustainability and environmental, social and governance (ESG) practices – areas where women are making strong contributions.

As for efforts to attract more women to the mining industry, activities, such as moving towards digital tools and automation in mining, are creating roles and tasks that are physically less demanding and more skills-based, thereby opening doors for more women to take up relevant roles.

Notwithstanding these efforts, progress is uneven across companies and many women struggle with limited mentorship, poor access to senior roles and work environments that are not always welcoming, Kunene adds.

“There’s still a perception that mining is not a suitable career path for women. This can discourage young talent before they’ve even given the industry a chance.”

Leading by Example

Some mining companies are starting to introduce leadership pipelines and mentorship programmes specifically for women; SAMYA is involved in developing and advocating for such initiatives, and works to bring to the fore young women as capable, committed professionals in the field, Kunene says.

“There are positive examples of women being deliberately exposed to different parts of the business so that they’re ready to move into leadership; but these efforts need to be consistent and go beyond tokenism.”

While government and corporate mining policies are also showing more focus on gender diversity, in addition to regulations promoting inclusion starting to take root, many of these efforts remain superficial or poorly enforced, at best.

The key in these initiatives’ success is stronger accountability and ensuring that gender inclusion is a core part of policy, not just a tick-box exercise, Kunene adds.

As a youth-focused association, SAMYA plays an active role in encouraging the representation of young women in leadership and decision-making spaces. This is evidenced by the organisation’s creating platforms for women in mining to share experiences, access mentorship and develop the confidence and skills to lead.

As such, Kunene says SAMYA engages with mining houses and policymakers to promote inclusive decision-making and support better workplace culture.

“We advocate for more visibility of successful women in the industry and work hard to bring youth and gender perspectives into national mining discussions.”

Some companies are also starting to adopt more flexible work policies, launch dedicated women’s forums and offer better support for in terms of balancing work and family life.

“We’re seeing a shift towards psychological safety and respectful work environments . . . Some companies are also investing in infrastructure upgrades to better accommodate women on site.”

Returnship Programmes

Though SAMYA cannot name specific companies, Kunene says there are “returnship” programmes – targeted mentorship efforts and technical training investments helping women re-enter or upskill for leadership.

Women-oriented forums and employee resource groups are also helping to build a sense of community among women in the industry.

However, Kunene says the sector is still not doing enough to ensure that young women feel safe, respected and empowered: “There are good intentions, but young women continue to face real hurdles, from harassment and discrimination to feelings of isolation in male-dominated teams.”

She adds that because too few women hold top decision-making positions, the unique needs of women in mining are still often overlooked, and that the pace of transition needs to accelerate.

Over the next five years, Kunene hopes to see a mining industry that embraces real gender parity, especially at executive and board level, while mining infrastructure, technology and systems must be designed with women’s inclusion considered from the outset.

She also calls for mandatory reporting on gender diversity, widespread mentorship programmes and stronger enforcement of anti-harassment rules.