Lonmin-IFC Partnership
Lonmin Women in Mining Program
Benedicta Sepora
WIM Operations Officer, IFC
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 :
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EVP Human Capital is process owner
Lonmin Employment Equity Forum
Lonmin Women’s Union Committee
IFC WIM Operations Officer
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Lonmin Women in Mining Initiatives
Policies &
Structures
Recruitment and
Retention
Physical Env. &
Job Suitability
Culture
Change
WIM Business
Case
Structures and
Committees
Change Houses,
Toilets & PPE
Recruitment
Appointment
Ratio Tool
Communication
& Diversity Man
Program
Community
Impact Survey
Policies and
Procedures
Gender Health
Risk
Assessments
Alternative Job
Placement for
Pregnant
Women
Training
Equipment/
Safety Study
Sexual
Harassment
Salary Disparity
Study
Balanced
Scorecard
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Key Lonmin Women in Mining Achievements
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Lonmin
Policies and
Structures
• 4 WIM policies
signed off
• Lonmin’s women
union and other
committee
structures
reactivated
Recruitment and
Retention
• Hiring &retention
tracking tools
developed
• Alternative
placement
system for
pregnant women
developed
• Gender & race
salary disparity
survey conducted
Physical
Environment &
Job Suitability
• Female job risk
analysis
completed
• Gender health
risk assessment
Matrix in place
Culture Change
• Diversity
management
review conducted
• WIM
communications
campaign
launched
• SH grievance
procedures
developed
WIM Business
Case
• Household
wellness survey
completed
• Practitioner’s
manual for
integrating
women into
mining developed
Lonmin WIM Hiring and Tracking Tool
Track HDSA &women appointment and retention.
Hold line managers responsible for achievement of targets.
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Current Status (May2010)
AREA
THRESHOLD
TARGET
2010
WIM
3.03%
6.8%
WAM
6.9%
10%
Alternative Placement Management Control System
Track pregnancy trends & number of women placed in
alternative positions or given leave of absence after being
removed from hazardous areas.
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Female Job Risk Analysis /
Health Risk Assessment Matrix for Women
Identify potential medical risks for women in hazardous areas & provide
guidance on incorporation of gender dimension in the bi-annual health risk
assessments.
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Household Wellness Survey
To assess the differential impact of hiring women on
household well-being thus linking women appointment with
community development
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Lonmin WIM Communications Campaign
To educate staff across all levels on Women in Mining policies,
procedures, Sexual Harassment & Maternity.
• 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:
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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.
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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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