An investigation into the attraction, engagement and retention of women employed in technical mining positions, South Africa

Suid-Afrika se demokratiese oorgang het gelei tot die aanvaarding van liberale wette en beleide wat daarop gemik was om historiese ongeregtighede reg te stel en vroue se deelname aan die mynbedryf te verhoog. Die teenwoordigheid van vroue kan dus bydra tot die verwesenliking van gelykheid in die bedryf. Hierdie afdeling dek ook die faktore wat die aantrekking, betrokkenheid en behoud van vroue in die mynbedryf beïnvloed.

Derdens het die literatuur 'n oorsig verskaf van die wetlike en regulatoriese raamwerk wat vroue se betrokkenheid by die Suid-Afrikaanse mynbedryf rig. Bevestigende faktoranalise het getoon dat die drie-faktorstruktuur (energie, toewyding en absorpsie) van die Utrecht Work Engagement Scale redelik goed by die steekproefdata pas. Alhoewel daar ruimte vir verbetering is, het respondente oor die algemeen hoë vlakke van betrokkenheid by hul werk aangedui.

Alle behoudfaktore het ŉ positiewe invloed gehad op die respondente se voorneme om in die organisasie te bly. Die navorsingsresultate van die navorser se saamgestelde vraelys het getoon dat die respondente in die algemeen ŉ bevorderlike werksomgewing en werksvoordele as belangrike faktore vir die aantrekking, betrokkenheid en behoud van vroue in tegniese mynbouposisies beskou.

INTRODUCTION, ORIENTATION AND BACKGROUND

One of the most significant challenges in the mining industry is to introduce and ensure the full incorporation and inclusion of women in the traditionally male-dominated industry (Zungu, 2011:4). The establishment of gender equality in the male-dominated mining industry is reported as one of the biggest gender equality challenges in South Africa (Botha & Cronjé. The perceived challenges regarding the integration of women in male-dominated professions in South Africa can be attributed to, among other things, the historical exclusion of women in the mining industry, structural changes in business and legislative restrictions (Bradley Heine Mashiane, 2009:2-3).

Calitz (2004:30) describes that the mining industry's association with male physical strength is due to the industry's hard labour, the location of mining companies, hot temperatures and handling of heavy machinery. This perception was exacerbated by the socialization of gender roles, which emphasized distinct roles for men and women, leading to gender occupational discrimination, which hindered women's participation in the industry and contributed to the mining industry's reputation as a relatively hostile one. environment for women (Heine, 2008) :13; Mashiane, 2009:24; Mxhakaza, 2010:1; Nndanduleni, 2016:28). For the mining industry to become a driver of inclusive economic growth, gender considerations and women's empowerment must be prioritized (BSR, 2017:3).

In addition, it is also imperative for the mining industry to implement relevant measures to ensure that current employees are retained, engaged and developed to their full potential (Hughes, 2012:39). It was inferred from the above background that it is imperative to include women in the mining industry as it challenges gender stereotypes that portray mining as a male-dominated industry.

PROBLEM STATEMENT

Therefore, the presence of women will contribute to the steps being taken to ensure gender equality in the industry (IOA, 2011). Attracting and retaining women is key to addressing skills shortages in the labor market. Attracting, retaining and engaging women in the mining industry is important to address skills shortages and contribute to gender diversity (AHRC, 2013:35).

There is a gap in the literature of studies that have examined how to attract, engage and retain women in tech mining jobs. Previous research (Lord & Eastham, 2011; MCA, 2005; MCSA, 2019) focused primarily on attracting and retaining women in the mining industry in general, but failed to consider the importance of involvement as a factor influencing the retention of women. could affect women. Shifting the focus to women working in technical mining positions is imperative given their under-representation in the sector.

Consequently, this research sought to fill the gap in existing knowledge in the area under investigation. This study aimed to contribute to the body of knowledge on factors that influence the attraction, involvement and retention of women in technical mining positions in order to promote women's successful participation in the South African mining industry.

RESEARCH QUESTIONS

General research question

Allen (2008:26) argues that if this is not used, we could lose valuable talent, which could have negative effects on the sustainability of the industry and will also affect transformation and diversity in the industry.

Specific research questions

RESEARCH OBJECTIVES

General research objective

Specific research objectives

CENTRAL THEORETICAL STATEMENTS

Research indicates that disengaged employees have contributed to the reduction of 28.5% in the mining industry's contribution to South Africa's gross domestic product (GDP) (Marais, 2017:11). Therefore, both concepts of retention and engagement are critical to ensuring a highly productive workforce, which can lead to the attraction of those not yet employed in the industry. Employee engagement and retention is the end result of consistent and positive employee experiences, which can be a positive attribute to attract potential employees (Meyer et al., 2002).

These reasons can essentially be related to the attraction of new entrants into the industry. The theory of employer attractiveness developed by Berthon et al. 2005) was used to understand the factors influencing attraction. 2005) assert that to understand attraction, we must first understand the factors that contribute to an employer's attractiveness. As a result, Schaufeli et al. 2002:74) see engagement as a positive, fulfilling, work-related state of mind characterized by energy, commitment and absorption.

Hygiene factors, on the other hand, are non-job-related factors that are external to the job and can lead to unsatisfactory experiences (Almaaitah et al., 2017:21). Likewise, Herzberg's two-factor theory has been extensively studied to understand the role of motivation in retention (Almaaitah et al., 2017; Berry & Morris, 2008; Owler & Morrison, 2015).

RESEARCH METHODOLOGY

Literature review
Research paradigm/worldview
Empirical investigation
Research setting
Research design
Sampling method

Target population
Sampling frame
Sampling method/technique
Sample size

Data collection

Quantitative phase (structured web-based questionnaires)
Qualitative phase (semi-structured interviews)

Instrumentation

Quantitative phase
Qualitative phase
Pre-testing of the instruments

Data analysis

Quantitative phase
Qualitative phase

Approaches for ensuring reliability and validity

In light of the above, the study was conducted from the point of view of a relational epistemological position, i.e. women employed in technical mining positions at various mining companies in South Africa were the target group for the quantitative component of the study. In this study, convenience sampling (also known as availability sampling) was used to select the respondents for the quantitative phase of the study.

In addition, purposeful and convenience sampling was used to select participants for the qualitative phase of the study. At the end of the interview, the participants were thanked for their consent to participate in the study and for their assistance. For the quantitative component of the study, existing measurement scales were used to measure the attractiveness, engagement and retention of women in technical mining positions (see Appendix A).

The items added by the researcher belong to the statements related to the interest value ("the location of the workplace") and the social value ("an environment that allows me to easily balance my professional and home life"). Second, the questionnaire was tested among selected women in technical mining positions to assess their understanding and interpretation of the questions posed.

Figure 1. 1: Procedure followed during face-to-face semi-structured interviews

ETHICAL CONSIDERATIONS

LIMITATIONS AND DELIMITATION OF THE STUDY

THE SIGNIFICANCE OF THE STUDY

There is a need for women to be equally represented in social economic activities as their male counterparts as this leads to improved global economic growth and market efficiency, ensuring that all human resources society has to offer are well utilized and invested in (Ledwaba, 2017: 25). In addition, the attraction, engagement and retention of women in the mining industry challenges gender stereotypes that portray mining as an unsuitable work environment for women. Therefore, their presence contributes to the promotion of gender equality in the industry (Consultancy Africa Intelligence, 2011:2).

Although the theories used to examine the attraction, engagement and retention of women in technical mining positions help to contribute to the understanding of the research topic, there are gaps in addressing gender-related and industry-related factors. As previously mentioned, there is also a gap in the literature regarding similar studies conducted on this topic (Lord & Eastham, 2011; MCA, 2005; MCSA, 2011).

CHAPTER LAYOUT

The chapter presents the analysis of the empirical findings of the qualitative component of the study. In addition, it includes a discussion of the research results and findings against the theoretical framework, literature dealing with factors influencing the attraction, engagement and retention of women in mining and the policy/legislative framework. Based on the outcome of the study, findings and literature review, conclusions and recommendations are drawn in Chapter 7 with the aim of helping organizations to successfully attract, engage and retain women in mining technical positions.

CONCLUSIONS

ATTRACTION, ENGAGEMENT AND RETENTION: A THEORETICAL

INTRODUCTION

A CONCEPTUALISATION OF THE CONCEPTS OF EMPLOYEE

Attraction
Engagement
Retention

THEORIES OF ATTRACTION

THEORIES OF ENGAGEMENT AND RETENTION

DESIGNATED THEORIES SUITABLE FOR THE INVESTIGATION OF

Employer attractiveness theory
Three-factor engagement model
Herzberg’s two-factor theory

CONCLUSIONS

INTRODUCTION

AN OVERVIEW OF WOMEN EMPLOYED IN THE MINING INDUSTRY

A global perspective

Sweden
India
Chile
China
Mongolia
Australia
Canada

An African perspective
A national perspective

THE QUEST TO PROMOTE THE PARTICIPATION OF WOMEN IN THE

FACTORS AFFECTING THE ATTRACTION, ENGAGEMENT AND

Compensation and benefits
Career development opportunities
Work-life balance
Negative gender stereotypes and workplace culture
Hazardous working conditions and safety risks
Sexual harassment

CONCLUSIONS

STATUTORY AND REGULATORY FRAMEWORKS GOVERNING THE

INTRODUCTION

THE CONSTITUTION OF THE REPUBLIC OF SOUTH AFRICA

LABOUR LEGISLATION

The Labour Relations Act (No. 66 of 1995)
Employment Equity Act (No. 55 of 1998)
The Basic Conditions of Employment Act (No. 75 of 1997)
The Skills Development Act (No. 97 of 1998)
Promotion of Equality and Prevention of Unfair Discrimination Act (No. 4 of
Women Empowerment and Gender Equality Bill (2013)
Overview of labour legislation

SECTOR-SPECIFIC REGULATORY FRAMEWORKS GOVERNING THE

The Mine Health and Safety Act (No. 29 of 1996)
The Mineral and Petroleum Resources Development Act (No. 28 of

The Broad-based Socio-economic Empowerment Charter for the Mining and

Overview of mining legislation

CONCLUSIONS

EMPIRICAL RESULTS AND ANALYSES OF QUANTITATIVE DATA

INTRODUCTION

DEPLOYMENT OF THE RESEARCH METHODOLOGY: QUANTITATIVE

Descriptive statistics
Validity and reliability analysis
Comparison tests
Correlation

EMPIRICAL RESULTS AND ANALYSIS OF QUANTITATIVE DATA

Biographical information

Province currently employed
Organisation’s mining subsectors
Age
Highest qualification
Marital status and existence of children
Duration of employment in the present position, organisation and mining
Place of work in the mine and work shifts
Primary reasons for selecting a career in mining

Descriptive statistics of attraction, engagement and retention
Employee attraction
Employee engagement
Employee retention

Organisational commitment
Compensation and benefits
Career development, training and job characteristics
Work-life balance
Intention to stay

Factors influencing the attraction, engagement and retention of women in
Effect of nominal biographical variables on attraction, engagement and

Effect of night shift work on attraction, engagement and retention
Effect of having children on attraction, engagement and retention
Effect of work committee involvement on attraction, engagement and
Effect of marital status on attraction, engagement and retention

Correlations between age, highest qualification and length of employment in

Age
Highest qualification
Duration of employment in current position
Duration of employment in the organisation
Duration of employment in the mining industry

Correlations between factors of attraction, engagement and retention

Correlations of factors of attraction with factors of engagement and retention,
Correlations of factors of engagement with factors of retention, as well as
Correlations of factors of retention with factors of attraction, engagement and

CONCLUSIONS