Formal employment

Responsibilities

Women who struggle to access salaried jobs in the sector and progress in a male-dominated environment. Formal Employment No Data Found Revenue No Data Found Engagement No Data Found Training No Data Found Training No Data Found No Data Found Women struggling to access salaried jobs in the extractive sector and progress in a hostile, male-dominated environment. With a score of , the dimension “ ” of the mining sector records the second best score of the index but it hides realities more unfavorable to women in terms of working conditions and socio-professional development. The results of the study revealed that the formal employment sector in mining companies discriminates against women. Discrimination against women is more visible in recruitment, with women virtually excluded from the workforce of mining companies. Indeed, when one (1) woman is employed in mining companies, five (5) men are also employed. This masculinizes the work environment, making it hostile to the development and advancement of women. The initial and ongoing training of staff that could correct discrimination is also highly discriminatory with one (1) woman trained for three (3) men. The low attractiveness of training results from the low employment of women in the sector, which increases its opportunity cost. It is up to mining companies to turn recruitment into a factor of attraction for women. However, the study shows that companies have a low commitment to gender, since none of them have a gender policy within it. The only commendable efforts of some companies are incentive practices for women who do not lean on a comprehensive framework, structured around the ideal of equal opportunity and opportunity. Women aspire to change departments and professions, to live other professional experiences" while another recalls the obstacles "I have been trained in electricity for seven months and yet I am still cleaning. I have time to forget what I learned and I really want to change jobs, I no longer find any taste in cleaning for having done it for more than a decade. The component of the “formal employment” dimension most favourable to women is income. The income gap between men and women is so small as to raise the component to the "satisfactory" category. However, an in-depth analysis of salaries in relation to positions of responsibility shows a misleading situation for women who only occupy support positions (custody or cleaning). This leveling down hides a very unfavorable reality for women. Working in the mines strengthens the economic power of women through the income generated, however this does not necessarily translate into a renegotiation of social relations between the sexes in the family space. Working in the mines does not affect the distribution of roles within families and communities. Reproductive roles, including caregiving tasks, remain primarily the responsibility of women, most of whom come from villages and the surrounding area. Their days are filled with long bus rides, long hours of work in the mine and household chores. This exposes them more to physical and mental fatigue that discourages them from taking on more professional responsibilities. The mining companies covered by this study are generally in favour of the promotion and protection of women's rights and are taking action to that end. These are extended maternity leave and training opportunities in driving gear, equal pay, equal promotion opportunities, etc. Even if these initiatives are to be welcomed, structuring them into a coherent policy encompassing both the perspectives of men and women working in the corporate space and engaged in interrelationships that address gender-specific needs and expectations would increase their effectiveness. To be effective, these policies should seek to harmonize practices between mining and subcontracting companies that appear not to be evolving at the same pace in promoting women’s rights and addressing their specific needs. Content is subject to copyright but may be used freely for advocacy, campaigning, education and research purposes provided the source is fully acknowledged. For copying in any other circumstances, re-use in other publications, translation or adaptation, permission must be granted beforehand. For further information:

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