The Power of Women in Mining / Energy

WOMEN IN MINING | FUTURE MINING

WOMEN IN MINING |FUTURE MINING www.awomeninmining.com

How the government can best collaborate with the

mining industry to bring the industry back to its glory,

Contributing 10% towards the GD

Four things the government Government actions can While the vast majority of
can do to increase mining’s make all the difference
GDP contribution in 2021 regulations make sense and are
“The very specific goal to lift
The current collaborative mining’s contribution to the designed to keep mining
relationship between the mining country’s GDP to 10%, from 8%
industry and the South African at present, is realistic, but does activities safe and equitable for
government can be enhanced to require some actions from the
promote greater effectiveness government to make it a reality,” all, the sheer amount of
by the industry and to achieve Rungasammy believes. She
the government’s target of and Nembudani have identified paperwork involved hampers
improving the industry’s four specific issues that hinder
contribution to South Africa’s the implementation of plans to fast turnaround times in
Gross Domestic Product (GDP) reach a 10% contribution to
from its current 8% to a hoped GDP. investigating the feasibility of
for 10%.
This is the view of Yushanta Bureaucracy mines, the initial investment
Rungasammy, Director and Co-
head: Corporate & Commercial, The first issue is red tape, an period and the ongoing
and Rembuluwani Nembudani, ongoing issue for many
Senior Associate, both from businesses, but one that is expansion of mines, she
commercial law firm CMS South particularly intense in the highly
Africa. The two commercial regulated mining industry. explains. Delays in assessing
lawyers assist mining clients in
deal making, “During the Mining Indaba, the these submissions from mines
Minerals Council CEO Roger
Rungasammy explains that, during Baxter shared that more than by the various government
the recent Mining Indaba, the R20bn of potential
Department of Mining Resources investments in South African departments is at the heart of
and Energy emphasised that the mining projects by members of
government was eager to build on the Council was tied up in the snarl-up, Rungasammy
the positive collaboration with the regulatory hurdles, a position
mining industry and key that undermines the industry’s says. “A change to a more
stakeholders. This collaboration led ability to increase its
to the industry’s rapid recovery productivity,” Rungasammy streamlined, advanced
from the restrictions on operations says.
experienced by the sector during electronic system, away from
lockdown last year, and bodes well
for the future, she says. the current mostly paper-based

system, will assist mines to

comply with regulations while

getting to production much more

quickly,” she explains.

Licencing processes

Nembudani points out that this
dovetails with concerns about
the current inefficient system of
licencing for both junior minors
and well-established players.
The licencing process requires
a significant number of reports,
guarantees and agreements
between the government,
communities, funders and
mining operators. These
documents are currently mostly
required in paper form to ensure
legitimacy.

Women in Mining Magazine • August 2021 51

WOMEN IN MINING | INSPIRATION www.awomeninmining.com

However, this can be overcome where power supply is tenuous Rungasammy concludes: “The
with a more electronic approach as it is. An added concern is mining industry is moving
that will save much time, that, in certain cases, mines forward from a technology point
Nembudani explains. literally have the ore mined, but of view, and this may provide
it is stuck underground, unable additional impetus for the
The Covid-19 pandemic, he to be brought to the surface government to create a more
continues, has served as a through lack of electricity. This, streamlined environment that
catalyst to move processes into in turn, affects the willingness of will improve the industry’s
a digital realm, which has funders to invest in such mines, contribution to South Africa’s
contributed to the industry’s further hampering the mines’ GDP.”
recovery despite the disruptions ability to deliver to their full
and uncertainties. potential.

Power Permission to be self-
sufficient
Thirdly, the unstable power
supply seriously affects mining The mining industry itself has Yushanta Rungasammy
operations, which in turn the capacity to provide its own director CMS
impacts the industry’s ability to reliable power supply in many South Africa
increase production. “Without cases but is hampered by a
electricity, deep mines in fourth issue: the slow progress
particular find it hard to maintain in granting mining companies
a safe working environment for the liberty and licence to
staff, as air extraction systems generate their own power,
and transport into and out of Nembudani says. At present it
underground working areas, can take seven months to get
among other mining basics, are a grid connection from Eskom
impossible without power. While or four months to get a licence
temporary generators may be from the National Electricity
able to keep office staff working, Regulator of South Africa
they add to the costs of running (Nersa) to allow a mine to
the mine, and hence also affect generate its own power.
the overall contribution a mine
can make to the GDP,” “This is such a basic solution to
Rungasammy explains. a central problem that affects
productivity in mining operations
This concern is complicated by that it seems unthinkable to
the fact that while some mines delay allowing mines to
are located within the limits of generate their own power by a
metropolitan areas, the vast third of a year at best, and more
majority are located in hard-to- than half a year at worst,” he
reach places, says.

Women in Mining Magazine • August 2021 52

WOMEN IN MINING | AFRICA www.awomeninmining.com

Madagascar is gemstone rich country and Through the support of an interna�onal NGOs
supply a huge quan�ty of raw materials to the and a long�me support from Eulalie, ROAM
interna�onal market. the southern pet of (Roakemba Mahavelom-po) got opportuni�es
Madagascar is known as one of the source of on training in a specific skills related to mining
sapphires and other valuable stones. the mining ac�vity and to start a self sufficient, sustainable
ac�vi�es in Sakaraha started in the late nine�es. business. ROAM is able to cut and polish stones
Since then, hundred of thousand people are in faceted and cabochon style, so they maximise
a�racted to move to the new sapphire town the revenue from the local resources. they have
with a big dream to be rich from sapphires. in a small workshop where they work and use as a
this male dominated landscape, the showroom to sell costume jewellery, cabochon,
par�cipa�on of women are neglected, and so faceted stones to locals and tourist. they are
women do not get much out from the resources. able to manage themselves their ac�vi�es and
are able to improve their income.
Eulalie Tanteliniony is the president of founder
of AWIM-Madagascar (associa�on of women in The major issue for ROAM is currently the
mining Madagascar) which aims at limited access to the market for their products.
emancipa�ng vulnerable groups such as ROAM, The covid19 pandemic has a greater impact on
a local group of women. Eulalie organized and their ac�vi�es because of tourism crisis and
led ROAM for years. She is serving as a volunteer limited interna�onal buyers coming over. An
and coach for ROAM to improve their addi�onal training on IT and use of E-commerce
condi�ons. was recently conducted to enable ROAM to use
virtual pla�orms. ROAM is open for all forms of
partnerships and are looking to promote their
business in the interna�onal market.

Women in Mining Magazine • August 2021 53

WOMEN IN MINING | INSPIRATION www.awomeninmining.com

Faith Diketane Giving a�ribute to her father for grooming
her interests and passion, Faith explains
Women Power her father’s support contributed
enormously on her career path. Her
Celebra�on fascina�on made it easier for her in
choosing a field of study, thus she enrolled
. for a Bachelor of Science in Civil
Engineering at the Wits University.
August month is the most important
month of the year in South Africa. A Over the years, Faith has been drawn to
celebra�on of women’s presents and their the engineering industry due to the
empowerment. amount of diversity that lies within. She
sees the industry filled with vast
We look at few women in our society who opportuni�es to gain experience and grow.
inspire and have made a significant impact
both in their owns lives those of the people The engineering industry spikes interest to
around them. We look closely at Faith want to learn more and be the best as
Diketane, a professional women who lead engineering techniques for problem solving
from the front. are evolving tremendously.

Being born and raised in Tembisa, Faith Faith started her career as a project
Diketane developed an interest and administrator and gained trust from her
passion in sketching and drawing from an managers to run with structural designs
early age a�er a close family friend who and to conduct structural inves�ga�ons.
engaged in construc�on projects for high-
rise buildings and highway bridges invited Currently as a Project Engineer for Civil
her to site visits where she would see 2D projects at Leoka Engineering, Faith has
drawings transform into a 3-dimension grown so much from being the project
structure. engineer for various projects, developing
high-level technical reports, to dra�ing and
par�cipa�ng in dra�ing tenders. Leoka has
exposed her to projects from tender stage
and con�nues to expose her in the
construc�on phase of projects through to
the project handover stage.

Faith con�nues to strive to bring a unique
and dis�nc�ve quality of designs,
construc�on, and project management
processes, which meet the needs of the
different clients she serves.

Let us celebrate the few success stories of
women aroud us and empower those who
s�ll making in roads in this compe��ve
business world.

54 Women in Mining Magazine • August 2021

WOMEN IN MINING | INSPIRATION www.awomeninmining.com

I con�nued for a number of years,
comple�ng my postgrad in safety
and health and my MBA in
business admin).

Carina Venter My experience over the years has
taught me to have a close circle of
Executive Head of Safety and Health friends, or rela�ves if you are lucky
enough to have them close by. I
Carina Venter, a wife and I wasn’t disappointed by the fact have found that a support
mother of 2 boys, aged 21 that my applica�on had not been structure that shares your values
and 19. Joined Anglo approved. I just couldn’t believe and supports your career is
American 20 years ago. “I have that my personal life and the fact invaluable. These are the people
been a junior safety supervisor, a that I am a female counted against you can call on when you need
safety manager, a divisional safety me. assistance to take care of things at
manager, and today I am Thungela home when your focus needs to be
Resources’ Execu�ve Head of That a�ernoon, I spoke to some of on work. Every woman needs to
Safety, Health and Environmental. I the safety officers I worked with, surround herself with people who,
am a passionate champion of all and they inspired me to take a without judgement or ques�ons,
three of these elements within our stand. The next day, I went back will support her all the way. As
business.” with my form, and I asked that working moms, we o�en feel that
same safety manager to sign my we cannot con�nue or succeed.
Your career choice? form, promising him that I would When that happens, our support
make a success of my career. I also network is there to pick us up and
My answer stretches back 20 years told him that if he chose not to sigh help us move forward again. Get
– at that �me, I was working as a my applica�on, I would apply on yourself a network of supporters,
document controller at a coal my own accord, and would need set your balance right from the
mining opera�on, within a big �me off to write my exams. Against start and s�ck to it.
mining house. I decided I wanted his will, he approved my
to study towards my na�onal applica�on. Three years later, I was Women empowerment
diploma in safety management and the only person in the team of
eagerly filled out a bursary form for safety officers who started with Both the public and private sectors
the coure. The next day, the safety me, to complete my diploma. have several strategies to compel
officers – three men – came back Many other students had fallen out the empowerment of women.
with the forms in-hand and said or had to carry subjects over into a Could we do more? I believe so.
the safety manager wanted to see fourth year. The en�re experience The promo�on of women requires
me. Very excitedly, I approached gave me the confidence to change a holis�c approach that looks
his office, sat down, and awaited my narra�ve to one of beyond crea�ng opportuni�es to
my approved bursary form. perseverance, self-belief, staying truly developing and coaching
Instead, I got a speech that went humble, and asking many, many women into leadership roles. At
something like this: ‘Carina, you ques�ons. the same �me, promo�ng women
know you are a new mom (my son too soon or forcing opportuni�es
was one), and your mom is really Challenges in your career? on females before they are ready
very ill, (she had been diagnosed can break their spirit and stall their
with cancer), and you are a Over the years, there have been progression, par�cularly if they do
woman. This job, this direc�on you quite a few career-challenging not have a good support system
want to study, is really not a good moments that I have endured and and need to balance work and
fit for a female, especially a female conquered. These include being a home life. I have seen this several
with an ill mom and a baby boy” He working mom and working many �mes in my career. When a woman
gave me my unsigned forms back. I standby and ad hoc shi�s while is pushed too hard or too quickly to
le� his office, gu�ed. studying (once I started studying, move up a level, and the balance of
her own aspira�ons, her family life
and her support system are not set
and managed, they more than
o�en fail. In a country where work
is scarce and opportuni�es limited,
I do believe that women are
empowered to make a difference.

55 Women in Mining Magazine • August 2021

WOMEN IN MINING | INSPIRATION www.awomeninmining.com

What misconcep�ons people have success in the implementa�on of Find your balance and s�ck to it,
on women leadership? various new and enhanced even though it might be hard
systems; success in comple�on of some�mes. You will experience
I have never seen a woman in projects; and above all, seeing our setbacks, and you will experience
mining differently to their male people coming to work and going heartache. The secret is to always
counterparts. As with any home happy – there is simply rely on your support network. Cry
personality, you deal with diverse nothing more rewarding. for a day if you have to, but then
people differently. Having said get up, get going and con�nue
that, the misconcep�ons of How has Covid-19 affected you pursuing the dream you set out for
females are o�en: they are not as and yor work? yourself.
strong as men, they are moody /
too emo�onal, they should be During 2020, I was promoted into Have self-compassion. Nobody is
home caring for their children, or the role of Head of Safety and you. So, stop trying to be
they don’t care about their Health. Two weeks later, we somebody else – be yourself. One
children or neglect their family life. watched from a distance as the last piece of advice: know your
pandemic landed in KwaZulu- work, know what you must do and
It is not without ba�le and open Natal. Even as we began then do it. No one’s opinion can
discussions that some people developing a Covid management hold any water if your work is done
change this percep�on to: Women plan, I was s�ll in disbelief that it to the book. During challenging
are career driven. They have would actually spread to the en�re �mes, set yourself smaller goals
beau�ful rela�onships with their country. I vividly remember si�ng and celebrate those achievements,
children and a�end each and every with hospital staff, when one of the while keeping your head down and
sport event and academic event doctors said to me, “Carina I am doing your job.
possible. They bring a different scared.” While I was s�ll very
perspec�ve through their so�er unsure of myself and the COVID
edge. situa�on at that �me, I knew we
had to push forward. 2020 has
Daily responsibili�es how they been life changing. There are
moulded you. moments when I thought there
was simply no way out. Then the
Currently, my daily responsibility is very next morning, we would find a
to set the Safety, Health and solu�on. There were days when
Environmental (SHE) Strategy for praying for those in ICU was all that
Thungela Resources, ensuring I could do. Covid significantly
through governance, that we are increased my network of contacts.
all complying and working towards It also taught me that I cannot
this strategy. I am also responsible control everything. I have learnt
for guiding the SHE team through that every person who tests
current economic condi�ons, as posi�ve, follows the protocols,
well as the Covid pandemic. Over recovers, and is cleared for work is
the years, my responsibili�es have a major achievement.
most certainly shaped me into the
woman I am today. I have grown to Our new Covid reality and tes�ng
have more depth, understanding, posi�ve myself for Covid at one
and pa�ence, but less tolerance. I point has taught me to have self-
have seen losses of life and the compassion, to take things slow, to
harsh reali�es that accompany breathe and to start again when
that. Every one of these events the report of the next cri�cal
have made me who I am. pa�ent comes in. Covid grants me
the opportunity to show the care
Achievements and respect I love showing.

The taste of success must be the Advice to young women? Carina Venter
one achievement that
encapsulates it all. This includes Determine what you perceive Executive Head of Safety and Health
success in improving Safety, Health success to be. Then, refuse to be
and Environmental aspects on our measured by any measure you
opera�ons; have not put there yourself.

56 Women in Mining Magazine • August 2021

WOMEN IN MINING | INSPIRATIONAL www.awomeninmining.com

Lauren Somer
is the Head of
Marke�ng for
Africa at Aggreko.

Aggreko is the

world-leading

provider of

temporary and

medium-term

power solu�ons

and has a long-

established history

providing power

solu�ons across the

African con�nent.

She joined Aggreko Lauren Somer
in 2019 and is
responsible for Head of Marketing
implemen� ng
strategic marke�ng
that drives revenue
for Aggreko.

As a metric-driven business leader As you know, it's been an I am not aware of it, however, if I
with experience across mul�ple unfortunate reality that women am part of a cycle changing the
industries/ver�cals, proficient in have been disadvantaged in many narra�ve of this percep�on in
B2B and consumer marke�ng economic areas from technical mining it is an honor. The way I see
across en�re lead-to-revenue skills to leadership roles. it I am not a woman and do not
lifecycles, her aim is to take want to be seen as one by peers,
organisa�onal marke�ng ac�vi�es The numbers are what they are. colleagues, a sector, or a
to an ultra-targeted level. Globally women represent 38,8% professional environment. I am an
of all par�cipants in the workforce. employee and bring added value to
Lauren is passionate about building In the 2020 Fortune Global list, the table. I can do my work, share
brands, mee�ng (poten�al) only 13 women (2,6%) were CEO’s my knowledge and empower the
customer needs supported by a of Fortune Global 500 companies. people I work with. I do not want
consulta�ve selling approach, There are ar�cles and to be perceived solely over my
boos�ng customer life�me value documenta�on for the reasons for gender however if women can be
through up and cross sales, this. However I do not want to go role models for each other and
extrac�ng high performance from into these, I am not saying I am not enhance each other in believing
systems and processes, crea�ng an aware of them however I want to that being a woman is not a
inspiring working environment and look at the opportuni�es for professional blockage we need to
driving strategy through innova�on women rather than reasons for do so. Keep doing your work well,
while always ensuring return on women in the workplace not being remain a sector specialist, and
investment. possible. I believe that women in deliver; this is not different from
business can do just as much as what men have been doing for
She holds a Bachelor of Business men can, however o�en we are centuries. I have not chosen to be
Administra�on in Marke�ng from stereotyped with a label as the in a male-dominated sector, it just
HUB, a Business French Diploma caregiver at home, no ambi�on as happened throughout my whole
from Paris Île-de-France Regional a career, and children can not be career.
Chamber of Commerce and combined or in the past years, it
Industry and studied European Law was not common for women to
at Maastricht University. work and especially not in a male-
dominated sector.

57 Women in Mining Magazine • August 2021

WOMEN IN MINING | INSPIRATIONAL www.awomeninmining.com

Challenges in your career? I don’t know if the government is As much as that might be as a leader
the reason for female think having a helicopter view,
Assump�ons. As a woman, you are empowerment to have grown in minimizing risk and loss is not a bad
o�en put in a certain corner. the Mining sector I rather believe thing. Maybe men and women can
Women are emo�onal, woman can that it takes a certain kind of enhance each other on this point.
not make long hours as they have a women to be able to work in a
parenthood role to take as well, sector like mining; roll up your � The Old Boys network Another
women are perceived as weaker sleeves and do it, technical misconcep�on is that women don’t
than men. Again these are the knowledge and being able to work understand the link between
numbers, and am not reflec�ng on in a male-dominated environment. professional networking and career
my current personal work situa�on It is a direct sector and with less advancement.
just sta�ng the facts; men are o�en sugar coa�ng you need to be able
promoted on poten�al and women to handle this. Also, think women � Gender diversity We’re 2021, men
on performance transla�ng into in the sector just stand ground can and women are equally ambi�ous
women o�en having to work twice see their quali�es and are not and educated. Personally don’t
as hard as men to prove scared of female empowerment understand why we are s�ll in a
themselves. It is also a fact that anymore; they want to be treated society that needs to put forward
women are paid less than men. My as the norm, not the excep�on. ethical arguments or pushing for
advice to overcome is just to business benefits of gender
believe in yourself and your When asked about general women diversity; it should be a given not a
strengths. An assump�on can be leadership and some of the few �ck the regula�ons box.
countered. If you believe you earn misconcep�ons for the leadership
and increase ask for it and don’t role. � Women in Sr posi�ons pull up the
and sit and wait for it; women tend ladder behind them
to be scared to ask for a promo�on Believe that there are some global The days of Queen Bees are over; it
or increase as their nurturing misconcep�ons around women in is all about sharing knowledge,
ins�nct makes them believe; if I the general workforce. exploring employee’s unique
work hard enough I will be seen; exper�se, and enhancing
reality is if you don’t make it a A few of them are the following: collabora�on. In my experience, all
discussion topic anything will shi�. women in high-level func�ons
Finally, find yourself a strong � Women don’t have the aspira�on embrace sponsoring and coaching
female mentor or older male to be in an sr leadership role; as a other more jr women in the
manager to relate to and maybe ma�er of fact and studies under workforce, to grow them
take or compe��ve barriers away. built this; women’s aspira�ons don’t
Observe, learn and grow. differ from men’s; ambi�on grows as
professional experience grows

The number of women working in the � Having children stops women Your daily responsibili�es and
mining / energy is increasing, do you from making it to the top. It is a how have they molded you?
think think government is adhering to general misconcep�on that
the call for women empowerment & becoming a parent impacts having a Am the Head of Marke�ng, PR, and
transforma�on by crea�ng more career. A single mother can vouch for communica�ons for Africa. Besides
opportuni�es for women? the fact that it is not easy and needs the obvious daily ac�vi�es that
good planning; however, being a come with the job descrip�on, my
In 2015 193 members of the parent does not reduce one's career main focus is my team. I made sure
United Na�on signed the commitment. It is quite a paradox in we have a good mix of gender, age,
Sustainable Development Goals to thinking why it is natural for men to and personali�es. 15 years of
achieve gender equality and ‘have it all’ family and career and this corporate experience have given
empower women. Governments wouldn’t be possible for a woman. me a lot of insights however from a
need to play a decisive role toward managerial point of view in the
inequality, through legisla�on, � Confidence This is more a past did not always have the best
fiscal measures, and public-private behavioral component. It is o�en examples. It shaped me in the
partnerships. claimed that women wait un�l she sense that I want to be a mentor
has a 100% skillset and wants to and coach for my team. Ge�ng the
McKinsey Global Ins�tute research master complete knowledge best out of them, crea�ng journeys
found that fully closing the gender whereas men will apply for a job role of growth and experience.
gaps could add as much as $28 when mastering 50%.
trillion to annual GDP in 2025. It’s
not even a ques�on it is a given
that it should be done.

58 Women in Mining Magazine • August 2021

WOMEN IN MINING | INSPIRATIONAL www.awomeninmining.com

An environment of learning and trust, am micro- I was already convinced that organiza�ons and
management adverse. Finally, always say to employees can work any �me and anywhere. This
members of the team; in a couple of years want was always countered with the fact that we need
you to be on my seat. be in the same building and mee�ng rooms are a
requirement. The whole world has proven now we
Your achievemets over the years? don’t. I did miss the personal interac�on with my
colleagues though; it makes it all more human
I love to fix situa�ons. Give me a bo�leneck or an rather than seeing each other on a video screen.
environment that needs to grow and I am up for it.
Greatest achievements are li�ing very tradi�onal Advice for other women?
environments to a mul�-channel marke�ng
strategy, crea�ng new insights, a collabora�on Lead by example; yes there are s�gmas around
between departments. In general, I always set women in the workplace however don’t become a
myself the challenge of: How can we bring this to sta�s�c. Be driven and aim for your goals. Make
the next level while maintaining cost reduc�on sure you work in an environment that values you
and a maximum of output not only from a process for your output and doesn’t put you in a box, rely
point of view also from a human. Innova�on and on mentors or managers to nurture your network.
thinking out of the box are the main drivers and As many percep�ons as there are on women the
ask the same of my team members. When you get same counts for men; macho, sexist, female
into a space of reaching your comfort zone, it’s adverse on the work floor…like to end with
�me for new ac�on. countering those as well; there are enough men
out there that believe in collabora�on and equal
How has VOVID-19 affected you? opportuni�es.

Covid mainly impacted the way we are working.
With an IT background,

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59 Women in Mining Magazine • August 2021

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