MINE HEALTH AND SAFETY BRANCH

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DEPARTMENT OF MINERALS AND ENERGY JOINT
COMMITTEE ON THE IMPROVEMENT OF STATUS AND
QUALITY OF ISSUES OF WOMEN 10 JUNE 2005
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OUTLINE OF PRESENTATION

• INTRODUCTION OF MEMBERS
• DME APPROACH TO GENDER
• MINING AND MINERALS SECTOR
• ENERGY SECTOR
• INTERNALLY FOCUSED GENDER PROGRAMMES
• QUESTIONS

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APPROACH OF DME ON GENDER

• Integration of gender into DME policies and
  legislation.
• The legislative framework of DME, reviewed to
  accommodate gender related imperatives.
• Structurally, DME created components with a focus
  on gender internally, and within the minerals and
  energy sectors.
• These are
• The Special Projects component located within the
  DGs office (external)and
• Special programmes Sub-directorate reporting to
  Management Services and the Director Generals
  Office (internal)
• The Gender Coordinator serves on the EXCO of the
  Department

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MINING AND MINERALS SECTOR

• Interventions were made to create a conducive
  environment for women in the mining and minerals
  sector. These resulted in the promulgation of the
  Minerals and Petroleum Resources Development Act,
  and review of a series of other pieces of
  legislation to promote beneficiation, etc.
• The 7 pillars of the Mining Charter set clear
  targets on gender issues, covering equity HRD
  etc
• Enforcement of gender empowerment as required by
  the Mining Charter would be done through the
  score card.
• Periodic surveys would be conducted as part of
  normal monitoring and evaluation.

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Support structures for women in the mining
industry

• Beyond the creation of an enabling policy and
  legislation, the Department facilitated the
  creation of support structures for women in
  mining.
• This led amongst others to the establishment of
  SAWIMA
• The purpose of this structure include networking
  learning from each other and serving as the
  mouthpiece for women in mining sector.
• Since we presented a report to the Committee on
  SAWIMA, and the challenges that it is facing, we
  wish to report progress made

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SAWIMA Update

• SAWIMA had a challenging past
• During 2004, the Department implemented a plan to
  turnaround the entity
• Progress made since DME presented a progress
  report to this Committee -
• DME signed an MOU with SAWIMA last year, and
  worked very hard on restoring good corporate
  governance within the organisation
• Need to avoid SAWIMA only servicing women in
  affluent areas

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Intitaitves in support of women in the small
scale mining sector

• Creation of SSM service delivery points in th
  regional offices of DME
• Creation of the National Small Scale Mining
  Framework
• Launching of the Small Scale Mining Chamber

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CAPACITY BUILDING INITIATIVES for women in mining

• Annually, the Department in partnership with
  training providers, capacitate women interested
  in mining. This is done through the following
  interventions
• MEETI training programmes
• Partnership with MQA to promote various aspects
  of mining
• Since 2005 is declared year of beneficiation,
  focus is placed in programmes on women capacity
  building in this field.
• At its annual SAWIMA conference attended by over
  400 women in April 2005, capacity building was
  also focused on beneficiation
• Training of women in India, funded by TATA

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Promotion of Beneficiation

• Kgabane jewellery manufacturing and design
• Encouraging the promotion of women in clay and
  ceramics
• Nesta Nala project (Nkandla)
• Showcasing confidence in local jewellery
  jewellery worn on Minister budget vote designed
  by Kgabane graduate
• Legislative amendments to facilitate beneficiation

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Encouraging women to use technology in their
business (TWIB)

• DME participate in the national TWIB, as the
  Minerals and Energy chapter.
• Annually, women are invited and participate
  actively in the process
• In 2004, over 400 women from all over South
  Africa attended the TWIB conference in Limpopo.
• For 2005, the focus for TWIB is on beneficiation
  and it would be combined with a national cemarics
  exhibition event.
• Event would take place during the month of August
• Regular Information sessions and gender outreach
  programmes targeting women in rural areas

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Challenges

• Slow pace of deals flowing from the mining
  reforms
• Challenges of reaching out to women in deep rural
  areas
• Perception and misconceptions about women and
  mining
• Access to capital
• Broad challenges of transformation

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ENERGY

• ELECTRICITY
• Annually, DME transfer money to ESKOM and other
  licenced municipalities for electrification
• To tighten BEE and women empowerment reporting,
  the 2005/2006 financial year contracts signed
  include an obligation by reciepients of funds to
  periodically report on the following
• Number of BEE companies
• Number of women empowered
• Job creation
• This approach came as a result of challenges that
  were faced on reporting statistics for
  electricity

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NUCLEAR

• There are generally misconceptions and fears
  associated with nuclear in South Africa.
• Nuclear is central to South Africas energy mix
• Women In Nuclear South Africa (WINSA) was
  established in 2001 as an organization for women
  in the nuclear sector and related fields. The
  WINSA Charter was adopted in 2003

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ACHIEVEMENTS

• Database for Women in the Nuclear and related
  fields (Ongoing)
• WINSA website linked to the DME website
• Networking with other national and international
  women organisations
• Affiliation to Women In Nuclear (WIN GLOBAL)
  worldwide Association
• Securing of finances from DST for attendance of
  WIN Global Conference
• Recruitments of WINSA members Ongoing

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Challenges

• Scarce Resources in carrying-out WINSA
  obligations
• Under-representation of women in the nuclear
  sector
• Communicating nuclear to the broader public
• Skills retention

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ENERGY - LIQUID FUELS

• The liquid fuels charter is now part of
  legislation. This is intended to improve
  enforceability
• According to an audit that was conducted by the
  Department, it emerged that of the nearly 12 000
  people in the liquid fuels industry, 65 are
  black but only 15 are black women.
• The following is the breakdown of women in
  management positions in industry
• Top Management (2,4)
• Middle Management (18,9)
• Senior Management (5,1)

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Transformation of the liquid fuels industry

• Significant changes continue to take place in
  respect of the restructuring of the equity
  shareholding in the petroleum companies. The
  Historically Disadvantaged South Africans (HDSA)
  shareholding has improved significantly in
  comparison to the previous years.
• Approximately 17.0 percent of the book value of
  assets and turnover relates to HDSA companies, an
  improvement from the previous two years.
• During 2003 the percentage of HDSA males in the
  professionally qualified, experienced specialists
  and mid-management category increased from 33
  percent during 2002, to 43,4 percent during 2003.
  HDSA females in this category increased from 12
  percent to 18,9 percent during 2003.
• Mechanism in place to track the socio-economic
  impact on peoples lives- The DME conducts an
  annual audit or review of the progress in
  empowerment. This report is done be external
  independent auditors and made public. 

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WOESA

• The Department signed an MOU with WOESA during
  2004.
• The MOU was intended to create a framework for
  structured engagement on the relationship between
  DME and WOESA
• Am amount of R100 000,00 was given to them as
  part of assistance for activities associated with
  their business plans
• As part of the relationship, DME formally serves
  on the WOESA Board
• WOESA is in process of creating a commercial
  entity, to be able to participate on commercial
  deals.

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• Supplier Development Agency to address
  challenges associated with the supply of goods
  and services to the liquid fuels industry
• Integrated Energy Centres, as a strategy to
  address energy challenges socio-economic
  development and poverty alleviation in rural
  areas.

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INTERNAL TO THE DEPARTMENT
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EMPLOYMENT EQUITY PERFORMANCE OF DME

• The Department strives to ensure equity in all
  spheres of its work.
• As at 30 April 2005, employment equity in terms
  of gender representation stood at 48 in the
  Department.
• At both senior and middle management levels,
  female representation stood at 25 against the
  national target of 30 at both levels. The target
  set for 2005 is 45 of female representation.

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EMPLOYMENT EQUITY continue

• In terms of a breakdown per branch, statisitcs
  are as follows
• Ministry Females 13 and Males 6
• DGs Office (Special projects Internal Audit
  Compliance)
• Females 12 and Males 6
• Mineral Development Females 194 and Males
  147
• Energy Branches Females 48 and Males 147
• Mine, Health and Safety Insepcotorate Females
  69 and
• Males 192
• Support Services Females 109 and Males 86

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Da Vinci SPONSORSHIP

• Objective
• To advance women in the technical fields of
  mining operations
• Currently there are 13 women benefiting from the
  programme, 2 from DME and others from mining
  companies( De Beers and Impala )
• TATA BENEFICIATION PROJECT
• 16 women were trained in India on Beneficiation
  and Pottery

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CAPACITY BUILDING INITIATIVES

• Internship
• Since 2000, the Department has enrolled 241
  students on its internship programme and 181 of
  these interns are females, 60 are males.
• 65 of the 241 interns are permanently appointed
  by the department
• In terms of Departmental Internship policy, each
  Directorate must place at least 2 interns during
  each financial year.

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BURSARIES

• The Department had 290 bursary holders that were
  registered at formal learning institutions from
  2003, 63 of these officials have completed their
  studies.
• 29 graduates are females and 34 males.
• Currently there are 170 bursary holders and 70 of
  them are females.

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MALAYSIAN SCHOLARSHIP

• The Programme commenced in the year 1999.
• The first intake of students occurred during the
  same year(i.e 1999)
• Preference is given to students from the
  disadvantaged communities and the scholarship
  focus is on scarce skills fields such as
  Engineering,Information Management and IT
• Currently 34 students are on the programme of
  which ten(10) are females and twenty-four(24) are
  males.
• Ten students graduated last year, and 7 will be
  graduating in August this year