Despite the number of women being employed in South Africa’s mining industry, which has increased from 11 000 in 2022 to over 70 000 in 2025, the demographic comprises only about one in every sixth person employed in the mining industry, according to statistics from advocacy group Women in Mining South Africa (WiMSA).

Accounting for about 15% to 18% of the total workforce, women in the mining industry remain clustered in lowerpay, office or administrative roles, owing to occupational segregation, says WiMSA chairperson Raksha Naidoo.

Although the pace of change remains slower than ideal, especially in technical and leadership roles, junior- and entry-level representation is growing the fastest, she says, adding that this is mostly as a result of work-ready female graduates and structured recruitment or bursary schemes.

However, upper-level representation remains low, with too few women “breaking through” to positions in operations, engineering or executive leadership, with structural and cultural barriers, and a persistent gender pay gap continuing to hinder women’s progression and advancement to technical and leadership roles in mining, she says.

Physical infrastructure, outdated attitudes, a lack of inclusive personal protective equipment, inadequate ablution facilities and limited consideration for issues, such as pregnancy or lactation at sites, are also major hurdles.

Naidoo notes that mining companies are increasingly recognising the importance of designing inclusive and gender-sensitive environments, with WiMSA continuing to advocate for minimum standards for facilities and more responsive feedback channels for women on site.

She stresses that true inclusion “isn’t just about bringing women into the room, it’s about designing the room with everyone in mind from the start”.

Although feedback from women on the ground shows that there have been improvements, especially where leadership supports inclusion, deeply entrenched patriarchal attitudes remain.

“The work culture at mine sites continues to be a mixed bag”, with harassment and stigma persisting at some mining operations, she adds.

Some mining companies are actively working to improve their in-house cultures through gender-sensitivity training, mentorship programmes and the appointment of diversity champions, but many women still feel pressured to work harder just to be taken seriously or heard in meetings.

In certain environments, Naidoo says informal decision-making structures often exclude women from opportunities, which not only impacts on their morale but also affects their retention to the sector, particularly in remote or male-dominated operations.