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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