Post on 27-Jan-2016
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Lonmin-IFC Partnership
Benedicta SeporaWIM Operations Officer, IFC
Lonmin Women in Mining Program
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The Lonmin Women in Mining Program
To support sustainable integration of10% women in its workforce as required by the DME & in Lonmin SLP by
2010.
• Background: 4.6% by the end of FY07 out of workforce of 25,000 No gender structure, ownership or budget
• Implementation Structure : EVP Human Capital is process owner Lonmin Employment Equity Forum Lonmin Women’s Union Committee IFC WIM Operations Officer
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• • • •
Policies & Structures
Recruitment and
Retention
Physical Env. & Job
Suitability
Culture Change
RecruitmentAppointment Ratio Tool
Alternative Job
Placement for Pregnant Women
Change Houses,
Toilets & PPE
Communication
& Diversity Man Program
Training
Sexual Harassment
Community Impact Survey
Equipment/Safety Study
Structures and
Committees
Policies and Procedures
Gender Health Risk
Assessments
Balanced Scorecard
Salary Disparity
Study
WIM Business Case
Lonmin Women in Mining Initiatives
Key Lonmin Women in Mining Achievements
• • • •
Lonmin
Policies and Structures
•4 WIM policies signed off
•Lonmin’s women union and other committee structures reactivated
Recruitment and Retention Culture Change
Physical Environment & Job Suitability
•Diversity management review conducted
•WIM communications campaign launched
•SH grievance procedures developed
•Hiring &retention tracking tools developed
•Alternative placement system for pregnant women developed
•Gender & race salary disparity survey conducted
•Female job risk analysis completed
•Gender health risk assessment Matrix in place
WIM Business Case
•Household wellness survey completed
•Practitioner’s manual for integrating women into mining developed
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Track HDSA &women appointment and retention. Hold line managers responsible for achievement
of targets.
Lonmin WIM Hiring and Tracking Tool
Current Status (May2010)
AREA THRESHOLD TARGET
2010
WIM 3.03% 6.8%
WAM
6.9% 10%
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Track pregnancy trends & number of women placed in alternative positions or given leave of absence after being removed from hazardous
areas.
Alternative Placement Management Control System
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Identify potential medical risks for women in hazardous areas & provide guidance on incorporation of gender dimension in
the bi-annual health risk assessments.
Female Job Risk Analysis /
Health Risk Assessment Matrix for Women
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To assess the differential impact of hiring women on household well-being thus linking women appointment with community development
Household Wellness Survey
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To educate staff across all levels on Women in Mining policies, procedures, Sexual Harassment & Maternity.
Lonmin WIM Communications Campaign
• Successfully integrating women into the workforce can be achieved only through a clear communication strategy, persistent efforts and repeated messages.
• Lonmin WIM Program Communication was done through: Audio visual articles, case studies & success stories Program posters & its achievements at strategic locations Lonmin intranet news flashes on program’s progress Awareness campaigns & trainings on SH & maternity
policies.
Summary of Lonmin WIM Program Successes
• Only female Lonmin VP identified as WIM Champion.
• 42% increase in women since 2007 – now make up 6.9% of workforce.
• 483 women hired at Lonmin since September 2007.
• +13 projects implemented in 5 thematic areas over 2 years.
• 4 WIM-related policies adopted by Lonmin, including SH & maternity.
• 3 control systems developed and operationalised to retain women.
• 12 women change houses & 197 toilets built at all shafts.
• Community impact of hiring women surveys completed.
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