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Presented by: Virginia Tyobeka Executive Head
Human Resources Kumba Iron Ore
Women in Mining: Strategies to accelerate the integration of women
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PURPOSE OF THIS PRESENTATION• To briefly cover industry challenges
• Share the Kumba Iron Ore journey
• Stimulate dialogue about sustainable solutions
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THE CHALLENGES
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REASONS WHY COMPANIESFAIL TO TRANSFORMCommitment at the top does not always translate into effective execution by middle management
Not focussing on the ‘right things’
Mind-sets are slow to change
‘Blanket’ rather than ‘tailored’ solutions
The focus is on getting top management’s support, while middle management is overlooked and ill-equipped.
Failure to focus on the real challenges, and not involving the right target audiences, results in failure.Values, assumptions and beliefs need to change before behaviours can.
One size does not fit all…tailor initiatives for the context.
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SOUTH AFRICA’S IMPRESSIVE PERFORMANCE
London
Australia
Hong Kong
9
11
11
12
13
20
South Africa has more female representation at executive levels than in other mining regions
• SOURCE: Mining for talent report, 2013
Percent, Top 500 listed mining companies
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WE ALL FACE THE SAME CHALLENGES
1918
161515
131312
1110Mining Co I
Mining Co H
Mining Co G
Mining Co F Mining Co EMining Co D
Mining Co CMining Co B
Mining Co AKumba Iron Ore
25%
• SOURCE: Listed companies; Commission for Employment Equity; Annual Report
20%
29%
13%23%
Women in total workforce (%)
Women in senior management (%)
13%
12%23%
20%20%
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THE KUMBA JOURNEY
From our boardroom to the mine face, we want women to have access to the many rewarding career opportunities provided by our industry.
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ABOUT KUMBA
THABAZIMBI MINE
LIMPOPO
SISHEN MINE
NORTHERN CAPE
KOLOMELA MINE
NORTHERN CAPE
HEAD OFFICE + SALDANHA
CENTURION
TOTAL NUMBER OF EMPLOYEES (INCL. CONTRACTORS) 13 529 (JULY 2014)
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KUMBA HAS EXPONENTIALLY INCREASED THE NUMBER OF WOMEN EMPLOYED
5 6 7 7 810
1214 15
17 18
2004 2012201020082006 2014
19
• Source: Kumba (July 2014)
OUR PERFORMANCE
Female representation at Kumba (percentage of permanent employees)
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Noteworthy: 26% of people with disabilities are women
Our Targets and actuals
Sishen Kolomela Thabazimbi
Head Office
All women
Target 16% 23% 17% 44%
Actual 16% 24% 16% 43%
Our Targets and actuals
Sishen Kolomela Thabazimbi
Head Office
Women in CORE Operations
Target 12% 21% 13% 30%
Actual 13% 21% 13% 27%
OUR PERFORMANCE
• Source: Kumba (July 2014)
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10-15%<10%
>15%
• Source: Kumba (July 2014)
CORE NON-CORE TOTAL
Senior Management 13% 30% 20%
Middle Management 20% 44% 27%
Junior Management 10% 31% 13%
Other 13% 49% 19%
OUR PERFORMANCE
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Diagnosis Strategy Structure Set Targets
Implement Tailored Solutions
Measure and
Benchmark
Quarterly Visible
Felt Leadershi
p Platform (‘Voice of
the Female’)
Structured and cyclical
OUR APPROACH
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• 24/7 day-care centre at Sishen
• Taking Women in Mining to universities
• FET bursars for technical qualifications
• Successful Women in Mining Conference held in Sishen in 2013
• Sexual harassment assessment (HITT –
Harassment Investigation Task Teams) per site
• Emergency response for handling crises
OUR HIGH IMPACTINITIATIVES
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WHAT MINING INDUSTRY SHOULD BE TALKING ABOUT
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▪ Flexible work schedules
▪ Job sharing▪ Child care centres
▪ Target girls at primary school level
▪ Offer development programmes and external networks
▪ Diversity and inclusion are part of the management philosophyManagement
commitment
Support structures
• SOURCE: McKinsey & Company
Women’s development programmes
By 2012, NASA ACHIEVED 35% FEMALE REPRESENTATION
LEARNING FROM OTHERS
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• Select bright girls at primary school
• Drive Mathematics and Science
• Introduce Mining as a career
• Support girls financially to go to university
• Develop Graduate Programmes
• Recognise excellent performance
1 Prepare women for mining
• Prepare men to receive women in the workplace
• Orientate new entrants to understand a mixed gender organisation
• Safety and Protection mechanisms
• Implement supportive policies
• Develop infrastructure: child care, housing, etc.
• Continuously revisit solutions as the challenges evolve
Prepare mining for women
• Promote a leadership philosophy
• Prepare women for challenges of senior roles
• Create culture receptive to female leadership style
• Provide extensive exposure to different positions in the mine
• Create meaningful development programs – mentoring, coaching, rob rotation and shadowing
• Create robust succession planning
Retain and grow women
CREATE A BALANCED ECOSYSTEM WITH THE ‘RIGHT’ SOLUTIONS AND CONVERSATIONS
A WAY FORWARD
2 3
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“We actively seek ways in which to encourage women to participate in our industry. Mining has long been a male-dominated industry, but it is a trend that we are keen to buck.”
Norman Mbazima, CEO Kumba Iron Ore
THANK YOU