{"id":893,"date":"2021-05-05T19:10:00","date_gmt":"2021-05-05T19:10:00","guid":{"rendered":"https:\/\/www.uantwerpen.one\/blog-usos\/?p=893"},"modified":"2021-06-16T08:32:44","modified_gmt":"2021-06-16T08:32:44","slug":"breaking-gender-identity-in-mining-community","status":"publish","type":"post","link":"https:\/\/blog.uantwerpen.be\/global-pen-friends\/breaking-gender-identity-in-mining-community\/","title":{"rendered":"Breaking gender identity in mining community"},"content":{"rendered":"\n
\"\"<\/figure>\n\n\n\n

Correspondence between Megha<\/strong> (student at Xavier Institute of Social Service – Ranchi) and Michael Akilimali Bahigira <\/strong>(\u00e9tudiant \u00e0 l\u2019Universit\u00e9 Catholique de Bukavu)<\/p>\n\n\n\n

Dear Michael,<\/strong><\/h2>\n\n\n\n

The mining industry, as well as educational institutions, have been delineated by a gender imbalance which, since its inception, has favoured men. The issue of gender diversity is very relevant to this industry, in which women are under-represented at all entry levels: socially, legally and physically. This particular section of society is never given a chance to prove their enthusiasm and talent just because \u2018women were not permitted entry to underground mines\u2019<\/em>, although they are constantly multitasking, juggling careers, children and households and out-performing colleagues in many other sectors.<\/p>\n\n\n\n

Women regard this male-identity culture as a challenge requiring the welcoming and enforcement of change; to make it seem possible to break this glass ceiling. Some progress has been made in the last few years, where in their struggle to become entrepreneurs of the earth they have proven their competence in the management, control, direction and supervision of mines. Now, despite the challenges, they are making inroads into the male-dominated mining sector.<\/p>\n\n\n\n

The Mines Act of 1952 states that women are not allowed to work in any underground mines and can only work in opencut mines between 6 am and 7 pm. Also, under the Coal Mines Regulations, 1957, restrictions are imposed on women seeking admission to mining engineering courses in colleges in India. This also occurs in other countries. The initiative came when, in 2019, the government scrapped Section 46 of the Mines Act, 1952, which referred to the restricted employment of women in mining. In May 2016, the Indian School of Mines, Dhanbad, declared that it would begin admitting female candidates to its mining engineering programmes from the 2016-2017 academic year onwards. Several IITs and other prestigious universities in the country also welcomed this move and opened the doors of their mining engineering courses to female students.<\/p>\n\n\n\n

However, there is one woman who did not wait for the system to change. Instead, she fought tooth and nail to become the first female mining engineer in India well before the rules and regulations on the subject changed. Mrs Chandrani Prasad Verma is the first female mining engineer in India and completed her Mining Engineering degree in 1999. Her determination to continue and succeed didn\u2019t waver for a second and her spirit remained indomitable. Tata Steel was the first organization in India to employee women in all shifts in their mines from 1 September 2019. A total of 52 female employees were posted at its coke plant and the electrical repair shopfloor in A and B shifts between 6 am and 10 pm. Mrs Pratixa Kher is a pioneer in the brown and dusty Noamundi Hills of Jharkhand, which supply the iron ore that is smelted in Tata Steel\u2019s blast furnaces.<\/p>\n\n\n\n

She is among those shattering a gender barrier associated with women managers directing mining operations. Kher is among engineers hired by Tata Steel who are doing jobs traditionally considered too hazardous and too physically taxing for women. Mrs J Liril and Mrs Karishma Kandoi are among the few who work at Noamundi Iron Mines, Tata Steel. They are managing their work life and personal life better, as their roles have given them a platform to showcase their talents and also enhance personal growth. As an engineer in charge of a shift, they have to monitor plant status data while ensuring that the equipment is also in good condition for the night shifts.<\/p>\n\n\n\n

The direct participation of women in mining varies throughout the world. In Kenya, women have been working as miners for generations as a result of their greater honesty. However, women only comprise 15% of the global mining workforce. Mining is the worst sector for gender equality, with just less than 5% of the board seats held by women executives in the top 500 mining companies. Only 31% of the top 500 listed mining companies and around 45% of the top 100 listed mining companies have a minimum of one woman on their apparently gender balanced boards. According to PwC (Price Waterhouse Cooper), South Africa mining companies rank no. 1 in the world in relation to female representation in general and at board level. Currently in South Africa, women make up 24% of the boards of the top 100 listed mining companies and 22% of the boards of the top 500 mining companies. Together these mining companies have a market capitalization of USD 200 billion. The lowest participation of women on boards is in Canada (5.9%), closely followed by Hong Kong and the UK (6%).<\/p>\n\n\n\n

There is a direct correlation between gender equality and GDP. The promotion of gender equality and women\u2019s empowerment can lead to national progress in inclusivity, as outlined by the United Nations Development Programme, which combats discriminatory practices and challenges the roles and stereotypes that affect inequality and exclusion. Establishing gender equality in high-level corporate leadership is still a challenge.<\/p>\n\n\n\n

I hope this letter will enhance your knowledge on this topic and you will find it helpful for writing your reply, looking forward to hearing from you.<\/p>\n\n\n\n

Thanking You <\/p>\n\n\n\n

Megha<\/p>\n\n\n\n

18-MARCH-2021,\nRanchi<\/strong><\/p>\n\n\n\n

Ch\u00e8re Megha,<\/strong><\/h2>\n\n\n\n

Dans plusieurs pays du monde, les femmes ont de grandes difficult\u00e9s \u00e0 travailler dans le secteur minier du fait de l’existence de normes culturelles, de tabous sociaux, d\u2019une l\u00e9gislation discriminatoire, de l\u2019acc\u00e8s limit\u00e9 au cr\u00e9dit, d\u2019un manque d’\u00e9ducation et de probl\u00e8mes de connaissances techniques.<\/p>\n\n\n\n

En RDC par exemple, les discriminations sexistes dont les femmes sont victimes, peuvent premi\u00e8rement \u00eatre remarqu\u00e9es \u00e0 travers l\u2019\u00e9cart \u00e9norme de revenu entre les hommes et les femmes dans le secteur minier, deuxi\u00e8mement par les positions hi\u00e9rarchiques qu\u2019occupent les femmes dans ce secteur. Ces derni\u00e8res se trouvent souvent au bas de la hi\u00e9rarchie, menant \u00e0 bien les travaux subalternes. En troisi\u00e8me lieu, les femmes subissent de nombreux cas de violence sexuelle dans et autour des mines. Elles ont \u00e9galement des chances minimes d’acc\u00e9der \u00e0 des services financiers, car les hommes ont souvent des capitaux tels que la terre et le b\u00e9tail comme garantie, ou ils mettent des ressources en commun avec des amis pour se pr\u00e9munir des risques du secteur minier.<\/p>\n\n\n\n

Ces probl\u00e8mes suscitent le besoin de r\u00e9fl\u00e9chir sur les mesures pouvant arr\u00eater cette discrimination. Plus pr\u00e9cis\u00e9ment, il doit \u00eatre demand\u00e9 \u00e0 ceux qui sont des preneurs de d\u00e9cisions, les strat\u00e9gies les plus appropri\u00e9es pour am\u00e9liorer la situation des femmes. La strat\u00e9gie suivie en RDC a \u00e9t\u00e9 celle d’encourager les femmes \u00e0 abandonner le secteur minier et \u00e0 s\u2019orienter vers des activit\u00e9s \u00e9conomiques alternatives. Le raisonnement de cette approche est que, puisque le secteur minier offre seulement des revenus \u00e0 court terme et ne semble pas contribuer \u00e0 l’habilitation \u00e9conomique \u00e0 long terme, les femmes devraient \u00eatre aid\u00e9es dans le cadre de strat\u00e9gies de sortie.<\/p>\n\n\n\n

La question sur laquelle je propose de r\u00e9fl\u00e9chir consiste \u00e0 savoir s\u2019il est judicieux que les femmes abandonnent le secteur minier ou non. Et sinon qu\u2019est-ce qui doit \u00eatre fait pour qu\u2019elles se sentent int\u00e9gr\u00e9es dans le secteur extractif.  <\/p>\n\n\n\n

Tout d\u2019abord, malgr\u00e9 sa popularit\u00e9, la strat\u00e9gie pr\u00e9sent\u00e9e ci-dessus a re\u00e7u un nombre consid\u00e9rable de critiques dans le monde acad\u00e9mique. L\u2019approche a premi\u00e8rement \u00e9t\u00e9 critiqu\u00e9e comme \u00e9tant peu r\u00e9aliste et impraticable, parce que non adapt\u00e9e aux r\u00e9alit\u00e9s politiques et \u00e9conomiques locales. Cette approche sous-estime \u00e9galement la volong\u00e9 des femmes de devenir et rester active dans le secteur minier. On critique \u00e9galement cette strat\u00e9gie comme \u00e9tant na\u00efve parce qu\u2019elle table sur un arr\u00eat de la participation des personnes dans les mines et dans les activit\u00e9s connexes. Elle d\u00e9favorise les individus, en ce sens que, dans beaucoup de pays touch\u00e9s par la crise \u00e9conomique, l’instabilit\u00e9 ou le conflit politique, il n’existe pas de meilleure d\u00e9cision en terme de choix d\u2019activit\u00e9 \u00e9conomique \u00e0 effectuer. Les gens op\u00e8rent souvent des choix strat\u00e9giques pour survivre et dans une r\u00e9gion mini\u00e8re, ceux-ci consid\u00e8rent l\u2019activit\u00e9 extractive comme \u00e9tant leur meilleure option qui leur permet d\u2019obtenir un revenu. Cette activit\u00e9 leur permet \u00e9galement de diversifier leurs activit\u00e9s, parce qu’elle leur permet de compl\u00e9ter ou de remplacer leurs revenus agricoles et leur donne l’occasion d’accumuler un capital en vue d\u2019affaires commerciales.<\/p>\n\n\n\n

Un autre point de critique vis-\u00e0-vis de l’approche des activit\u00e9s alternatives vient du fait que cette approche ne tient pas compte des barri\u00e8res \u00e0 la sortie du secteur minier. Les mineurs trouvent souvent qu\u2019il est difficile d\u2019abandonner les mines parce qu’ils veulent r\u00e9cup\u00e9rer l’argent qu’ils ont d\u00e9j\u00e0 investi dans leurs travaux ou parce qu’ils sont emprisonn\u00e9s dans ce qu\u2019on appelle un \u00ab cycle de la pauvret\u00e9 \u00bb, c\u2019est-\u00e0-dire une situation f\u00e2cheuse produite soit par l’utilisation de la technologie inad\u00e9quate, des faibles gains, des capacit\u00e9s limit\u00e9es d’investissement, et des difficult\u00e9s d’acc\u00e8s aux pr\u00eats ou au cr\u00e9dit. <\/p>\n\n\n\n

De la m\u00eame fa\u00e7on, dans le contexte de la RDC, il n\u2019existe quasiment pas de secteur alternatif vers lequel les femmes qui quittent la mine peuvent s\u2019orienter. L\u2019agriculture qui serait l\u2018activit\u00e9 de substitution \u00e0 l\u2019activit\u00e9 mini\u00e8re ne peut \u00eatre pratiqu\u00e9e \u00e0 cause du niveau \u00e9lev\u00e9 d\u2019ins\u00e9curit\u00e9 \u00e0 plusieurs endroits dans le pays.<\/p>\n\n\n\n

Dans ce cas, il est plus raisonnable de prendre en consid\u00e9ration la situation difficile des femmes et de les aider \u00e0 renforcer toutes seules leur position dans le secteur extractif. Il est alors grand temps d\u2019aller au-del\u00e0 des repr\u00e9sentations st\u00e9r\u00e9otyp\u00e9es des femmes dans le secteur extractif, en tant que groupe homog\u00e8ne de personnes qui sont toutes des \u00ab victimes du secteur minier et de son march\u00e9 r\u00e9sultant du commerce du sexe \u00bb, ou comme \u00e9tant des femmes divis\u00e9es en deux cat\u00e9gories, \u00e0 savoir, les ouvri\u00e8res du sexe et les ouvri\u00e8res de la communaut\u00e9 ; ignorantes et passives, etc.<\/p>\n\n\n\n

Il serait \u00e9galement pr\u00e9f\u00e9rable que les femmes intellectuelles commencent \u00e0 int\u00e9grer le secteur minier car cela permettrait d\u2019y d\u00e9velopper une image bien plus r\u00e9aliste de la diversit\u00e9 et de l\u2019opportunisme.<\/p>\n\n\n\n

Enfin, pour aider les femmes \u00e0 avoir confiance  en elles-m\u00eames en demeurant dans le secteur minier \u00e0 l\u2019abri de la discrimination et des violences, il est important de comprendre ce qui les motive \u00e0 \u0153uvrer dans le secteur minier et de poser un regard aiguis\u00e9 sur les significations qu\u2019elles accordent \u00e0 leur travail, \u00e0 leurs besoin, \u00e0 leurs int\u00e9r\u00eats, \u00e0 la perception de leurs propres conditions de travail et de vie, \u00e0 leurs id\u00e9es au sujet de l’\u00e9conomie politique de l’industrie mini\u00e8re, \u00e0 leurs avis au sujet d’autres sources de revenu possibles, \u00e0 leurs vues sur le genre, etc. <\/p>\n\n\n\n

Cordialement,<\/p>\n\n\n\n

Michael<\/p>\n\n\n\n

23-MARS-2021, Bukavu
<\/p>\n\n\n\n

Dear Michael,<\/h2>\n\n\n\n

If women can fly into space then why can\u2019t they dig into the earth!! If women can be pilots and astronauts, then why not miners. They are tremendous sources of potential capabilities on a par with men. India, the largest democracy in the world, amended the Mines Act of 1952 to allow the participation of women in the mining sector.<\/p>\n\n\n\n

Gender discrimination against women in the mining industry at this time appears even more pathetic and adverse. At the present time, many non-mining industries are striving hard to provide employment for women in order to maintain and develop diversity.<\/p>\n\n\n\n

Queen Elizabeth II, Queen of England, Indira Nooyi, former PepsiCo CEO, Kamala Harris, the first female vice-president and the highest ranking female official in the history of the United States and many more marvelous women have proven their metal. Women in mining industries are not the only one\u2019s facing discrimination against them, as women are also struggling hard to shine in other fields such as health, education, economic empowerment and assets ownership, power and decision-making, etc.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Department of Economic and Social Affairs statistics\n(United Nations)<\/em><\/p>\n\n\n\n

According to a new UN report launched in October 2020, no crack in the glass ceiling has been observed in relation to the share of power and decision-making, with women holding only 28% of managerial positions globally in 2019 \u2013 almost the same proportion as in 1995. Only 18% of the enterprises surveyed had a female CEO in 2020. Among Fortune 500 corporations, only 7.4% or 37 CEOs were women. In political life, women\u2019s representation in parliament has doubled globally but still hadn\u2019t reached 25% of parliamentary seats in 2020. Women continue to be under-represented in the field of STEM, representing slightly more than 35%. Twenty-five years after the adoption of the Beijing Declaration and Platform for Action, progress towards equal power and equal rights for women remains elusive.<\/p>\n\n\n\n

The gender wage gap in Canada narrowed to 26.8% between 1998 and 2018 due to the effect of the employability of women and men in non-traditional industries, mining being one of the significant sectors as per the reports of the UN.<\/p>\n\n\n\n

This glass-ceiling can only be broken by adopting reforms like those made by India to its laws, and through awareness, cultural change and societal education. Women are persevering in this phase of adversity and are engaging in proactive advocacy. They are trailblazers who are like shining lights that produce positive and impactful changes.<\/p>\n\n\n\n

Women are the future for sustainable mining and can make up a large workforce for the future, creating new societal value, as well as harnessing digital technologies and innovation. Gender equality is the key to achieving sustainable development globally by 2030. No country has yet achieved gender equality.<\/p>\n\n\n\n

I hope this letter will enhance your knowledge of this topic and you will find it helpful for writing your reply, looking forward to hearing from you.<\/p>\n\n\n\n

Thanking You <\/p>\n\n\n\n

Megha<\/p>\n\n\n\n

29-MARCH-2021,\nRanchi<\/strong>
\n<\/strong><\/p>\n\n\n\n

Ch\u00e8re Megha,<\/strong><\/h2>\n\n\n\n

Il est vrai que sous certains cieux, l\u2019insertion de la femme dans le secteur minier a d\u00e9j\u00e0 \u00e9t\u00e9 quasiment effective, comme vous l\u2019aviez soulign\u00e9 dans vos deux derni\u00e8res correspondances concernant l\u2019Inde, le Kenya, etc. Bien que la situation apparaisse comme telle dans ces pays qui peuvent d\u2019ailleurs \u00eatre consid\u00e9r\u00e9s comme des mod\u00e8les de la r\u00e9solution des probl\u00e8mes de genre dans le secteur minier,\u00a0 le d\u00e9fi reste encore grand dans plusieurs pays africains\u00a0comme l\u2019Ouganda (lire l\u2019article de Sara Geenen\u00a0 (2017) intitul\u00e9 \u00ab\u00a0Women in (and out of) artisanal mining: a call for revising Uganda\u2019s draft Mining and Minerals Policy\u00a0\u00bb), la RDC (lire l\u2019article de Bashwira, 2013 intitul\u00e9\u00a0 \u00ab\u00a0Not only a man’s world: Women’s involvement in artisanal mining in eastern DRC\u00a0\u00bb), etc. Premi\u00e8rement, la probl\u00e9matique li\u00e9e \u00e0 la marginalisation de la femme dans la mine a \u00e9t\u00e9 ignor\u00e9e pendant tr\u00e8s longtemps par les preneurs de d\u00e9cisions, les scientifiques et les autres parties prenantes en RDC. Ce n\u2019est que tr\u00e8s r\u00e9cemment que les chercheurs ont tourn\u00e9 leur attention sur des questions li\u00e9es \u00e0 l\u2019implication de la femme sur la chaine de valeur des minerais, dans des coop\u00e9ratives mini\u00e8res, \u00e0 l\u2019\u00e9cart des revenus entre les hommes et les femmes dans les activit\u00e9s mini\u00e8res, aux violences faites \u00e0 la femme dans ce secteur, etc. et les r\u00e9sultats de la plupart de leurs travaux montrent, jusqu\u2019\u00e0 l\u2019heure actuelle, des situations d\u00e9favorables de la femme. Du c\u00f4t\u00e9 de la l\u00e9gislation dans ce secteur, m\u00eame le code minier le plus r\u00e9cent de la RDC (code minier de 2018) n\u2019en tient pas compte rigoureusement.\u00a0<\/p>\n\n\n\n

L\u2019on comprend \u00e0 partir de ces id\u00e9es que si, en Inde ou ailleurs, certains efforts ont d\u00e9j\u00e0 \u00e9t\u00e9 fournis, en RDC, il y a encore de quoi r\u00e9fl\u00e9chir afin d\u2019\u00e9tablir des mod\u00e8les de r\u00e9solution plus adapt\u00e9s. Mon point de vue sur le probl\u00e8me de notre discussion est en accord avec Bashwira (2013), Geenen, (2017), etc. Au-del\u00e0 des politiques qui doivent \u00eatre entreprises dans le secteur extractif au b\u00e9n\u00e9fice de la femme, un travail et un traitement juste, il est \u00e9galement et surtout question de l\u2019\u00e9mancipation de la femme dont l\u2019esprit \u00e9chappe encore \u00e0 plusieurs domaines y compris le domaine extractif.  C\u2019est pourquoi, dans ma correspondance pr\u00e9c\u00e9dente, j\u2019ai mis un accent particulier sur la prise de conscience de la femme concernant ses capacit\u00e9s \u00e0 travailler dans la mine au m\u00eame titre que l\u2019homme. Ceci est capital parce que son int\u00e9gration d\u00e9pend avant tout de l\u2019image qu\u2019elle a d\u2019elle-m\u00eame. L\u2019acception de la femme congolaise est qu\u2019elle n\u2019est pas valide pour une gamme de travaux miniers. Ceci proviendrait tout premi\u00e8rement de sa culture qui lui conf\u00e8re la responsabilit\u00e9 des travaux m\u00e9nagers et des travaux moins lourds. Tant qu\u2019elle ne s\u2019est pas encore d\u00e9tach\u00e9e par elle-m\u00eame de cette consid\u00e9ration, il est difficile que les choses aillent autrement. Je suis fermement convaincu que, si cette id\u00e9e est mise en application, nous aurons \u00e9galement des femmes dont nous pourrons vanter les r\u00e9alisations, comme vous l\u2019aviez fait pour Pratixa Kher, Chandrani Prasad Verma, etc.<\/p>\n\n\n\n

Cordialement,<\/p>\n\n\n\n

Michael<\/p>\n\n\n\n

5-MAI-2021, Bukavu<\/p>\n","protected":false},"excerpt":{"rendered":"

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