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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 DG’s office (external);and

– Special programmes Sub-directorate reporting to Management Services and the Director General’s 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 creationThis 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 Africa’s 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 people’s 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

• DG’s 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