Slide 1: Empowering Women in STEM: A South Deep Case Study
Empowering Women in STEM: A South Deep Case Study Presenter: Dr Adwoa Issaka (PhD) BSc , MSc Engineering (Mining) - Wits Women in Leadership: Engineering, Infrastructure, Brought to you by: Innovation 28 February 2024 1
Slide 2: Interesting Facts….Did You Know?
Interesting Facts….Did You Know? 28% The representation of women in STEM fields in South Africa. Below the global average of 35% Female representation 13% across academic levels worldwide The proportion of • 45% - Bachelor’s female tertiary STEM graduates in South • 55% - Masters Africa. Notably low
Slide 3: Global Aspirations – The Big Picture
Global Aspirations – The Big Picture African Union Agenda 2063: The Africa We Want Aspiration 1: Goal (2) “Well Educated Citizens and Skills revolution underpinned by Science, Technology and Innovation a) Priority area – Education and STI skills driven revolution Aspiration 6: “An Africa Whose Devel
Slide 4: South Deep JV case study
South Deep JV case study 4
Slide 5: South Deep Workforce
South Deep Workforce Female workforce increased from 524 in 2020 to 716 in 2023 30% 72% Male 28% 28% 26% 27% 24% 24% 23% 22% 20% 28% Female 18% 31-Dec-20 31-Dec-21 31-Dec-22 31-Dec-23 Source: South Deep HR department February 2024 5
Slide 6: South Deep Female Representation
South Deep Female Representation A Comparison to the SAMI South Deep Occupational Total Female performance is Level Percentage above the SA mining industry average Senior 20.0% Management Professionally 34.6% Qualified Skilled Technical 19.8% Source: Minerals Council South Africa Women in Mining Fac
Slide 7: Women in core mining disciplines
Women in core mining disciplines May 2022 Actual Total number of women at 671 South Deep Percentage of women in core 416 (62%) mining occupations The majority of female employees at South Deep are engaged in core mining disciplines 7
Slide 8: South Deep Female Representation: Progressive Targets
South Deep Female Representation Progressive Targets Gold Fields ESG target is to have 30% Recruitment Female representation by 2030 Preference given to women who meet requirements and show capability to do the work Occupational 2024 2025 2026 2027 Level Selection Senior Preference given to women to
Slide 9: Overcoming Barriers to Achieving Targets
Overcoming Barriers to Achieving Targets Addressing the skills shortage • Contributing towards growing the talent pool through provision of bursaries, graduate training, internship programme, recruitment and training of cadets. Category Female Intake 2021 -2023 Bursaries, Students • Bursaries – 21 o
Slide 10: Other Initiatives
Other Initiatives Globally Respectful Workplace Futures Programme Bursary awareness campaign • 2023 - awarded 11 female STEM stars from Perth • Leadership and support teams engage with employees and high schools Business Partners • Designed to encourage girls into STEM subjects and • Reinforce the R
Slide 11: Other Initiatives
Other Initiatives Sources: Gold Fields Media Release 10/02/2023; Gold Fields LTD SharePoint (The Gold Fields Way) 11
Slide 12: Psion: Unt Monager Safety t ald ites, Sou Deep
Psion: Unt Monager Safety t ald ites, Sou Deep Dae and Pie of Birth 30 Moy, Thohyadou, Vendo Education| enrole or @RS¢ in Wining Engineerng tom 2006 t» 2008. Then an MSc in Mining Engineering from 2015 to 2017, cna PrD the sre flavor 20190 2022 | conducted my undergreducte ana postgrocucte ‘ios af b
Slide 13: Women in Mining
Women in Mining Esi Acquah Senior Geologist (Ghana) 66 Providing brilliant female students with scholarships, practical training and opportunities at mining companies will go a long way to get more women into STEM.” 9 Melisa Contreras 66 STEM needs more women for their innovative perspectives and ap
Slide 14: Women in Mining
Women in Mining 4 Karol Loaiza 66 Itis necessary to provide incentives early on, starting in the early educational stages. Teaching children about what we do will have a great influence.” 9 Ki Labuschagne Unit Manager: Technical Services (Australia) 66 Innovation and optimisation are intertwined wit
Slide 15: Women in Mining
GREY Fievos Women in Mining Isabella Patience Omanano Section Operator Metallurgy (Ghana) In addition to company initi mining we can start or participate in outreach programmes to give younger women more insight into STEM.” Elenor Siebring, JV Manager for Canada
Slide 16: Conclusion – South Deep Case Study
Conclusion – South Deep Case Study • Gold Fields acknowledges the importance of empowering women to pursue and remain in STEM careers. • South Deep has made significant strides in increasing female representation in core disciplines, encompassing various STEM fields. • Representation of women at Sou
Slide 17: Addressing the STEM bottlenecks: A Call for Action
Addressing the STEM bottlenecks: A Call for Action Brought to you by: 17
Slide 18: Addressing the STEM bottleneck
Addressing the STEM bottleneck Insufficient representation and interest of girls in STEM fields during their formative years • Gender disparities regarding learners’ participation in scientific and technological subjects • In Africa, 22% of girls attend secondary school and only 10% of the 22% study
Slide 19: A Call for Action
A Call for Action What we can do to encourage the girl child to pursue an interest in STEM: • Equipping them with knowledge and information • Teaching them to strategically select careers • Teaching them how to position themselves to stand out • Encouraging them to participate in Science EXPOs, STEM
Slide 20: Thank You
Thank You www.pinpointstewards.co.za 20