Abstract
The research focused on improving women leadership because of the historic male domination at the leadership level in the mining sector. Historically, the mining industry has been male-dominated. Women were not allowed to work in the mining industry. All roles in the mining industry were designed for men. In South Africa, women represent more than 50% of the population; as such, their inclusion in economic activities is significant. The mining industry is regarded as the core of the South African economy. Although women’s inclusion in the mining industry grew after apartheid, various barriers still negatively influence women’s progress. Gender inequality makes it difficult for the mining industry to retain women, and only a few can survive the challenges associated with their gender.
The Mining Charter provides the requirements for increasing women participation in the mining industry. Thus, the purpose of this study was to explore the improvement of women leadership in the mining industry. Even though the number of women being promoted to leadership roles is growing, this study has revealed a current lack of support. Regardless of the initiatives to address women’s challenges, the challenges encountered in their movement into leadership positions are far from being resolved.
A qualitative study was utilised to gain insights into how women leadership can be improved in the South African mining industry. Semi-structured interviews were conducted with ten females who were purposively sampled. Thematic analysis was used to analyse the data. The findings showed that the culture in the mining environment is still very male-dominated. Although the inclusion of women in leadership roles indicated that there is progress and transformation, a strong view that women’s inclusion in leadership roles is only to comply with the targets prevails. Women’s contribution is still undervalued. Much needs to be done in terms of mindset and culture change. The findings of this study showed that women’s challenges include unfair treatment, lack of recognition and career development, and unsafe and unhealthy working conditions. The findings also indicated a strong need for women-supportive initiatives such as mentoring, coaching, and training and development to advance their careers.
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The recommendations include the imperative for mining organisations to focus mainly on applying government policies and guidelines. Examples include interventions to tackle diversity and cultural issues and ensure the efficient implementation of women-in-mining initiatives.
Keywords: Mining industry, women, leadership, transformation, gender, experiences, male-dominated, culture.