The Employment Equity Act of 1998 prohibits unfair discrimination against any employee on the grounds of gender and sex. While SA is fortunate to have progressive legislation aimed at preventing workplace discrimination, including the Constitution, women are still fighting battles and continue to face barriers relating to pay, promotion, working conditions and career opportunities.

The good news is that through stronger legislation, action from the top and changing workplace cultures, some of these battles are being won.

Anita Bosch, from the Stellenbosch Business School, says recent studies have shown ‘some promising trends. For example, 8% more women are employed in the public sector than men, and women hold about 40% of professional positions in the private sector. Women occupy 33% of senior management positions in the private sector and 39% in the public sector’. She does caution, however, that ‘women remain very underrepresented in industries such as mining, agriculture, utilities, transport and construction’.

The importance of addressing workplace discrimination extends beyond individual companies, though. ‘Women who are active in the labour force also contribute to improved family and community well-being,’ according to the Human Sciences Research Council (HSRC).

Shanaaz Dunn, a data manager at the HSRC, argues that economically empowered women are ‘more likely to invest in their families and communities in ways that catalyse broader social benefits, such as better health, education and a reduction in child mortality’.

This is backed up by UN Women, the IMF and the International Labour Organisation, which all say that ‘female labour force participation is a vital component of broader economic development and gender equality. As women represent a substantial portion of potential human capital, their active participation in labour markets can lead to considerable economic gains and higher economic growth rates’.

Mining has historically been one of SA’s most male-dominated industries, making it a useful gauge of how workplace gender equality is evolving in practice, not just in theory. The Minerals Council South Africa (MCSA) is working to address past imbalances and improve equality in the workplace. As a board member of Women in Mining South Africa, Thuthula Balfour, who is also head of health at MCSA, is one of the people at the forefront of these efforts. ‘Gender discrimination remains a significant challenge in the workplace, affecting women’s access to opportunities, representation in leadership and overall participation in traditionally male-dominated sectors,’ she says. ‘The need for gender equality is therefore a social imperative and an economic priority.’

Launched in March 2020, the Women in Mining (WiM) programme, led by the MCSA, was established ‘to align and strengthen the mining sector’s strategies for advancing women in the industry’. Its ongoing initiatives focus on advancing gender equality, diversity and inclusion across the sector. One of its flagship programmes is the annual WiM Heroes campaign, highlighting achievements of women working in mining, thereby cementing their role and proving they can work and thrive in the male-dominated sector.

Balfour believes there has been a marked improvement in the representation of women in mining over the past five years, with firms making a concerted effort to achieve this goal across all levels.

‘The representation of women in the sector increased from 12% of the workforce when the Minerals Council’s WiM programme was initiated to 19% in 2024 and approximately 20.5% recorded in the first quarter of 2026.’ She adds that mining companies have also been responsive to WiM initiatives, ‘with many aligning their internal policies to Minerals Council guidelines and participating actively in industry reporting’.

One of these companies is Implats, where the real work now is ensuring women thrive, lead and help reshape what mining becomes. Lee-Ann Samuel, group executive of people at Implats, says meaningful inclusion often begins with on-the-ground changes that acknowledge the realities of a diverse workforce, and that the company has redesigned the basics.

‘Something as straightforward as personal protective equipment [PPE] became a turning point – once redesigned for a broader workforce, we saw immediate improvements in comfort, in confidence and safety reporting. When people feel seen, they speak up sooner. And that changes outcomes,’ she says.

Balfour agrees with that sentiment. ‘Across the sector, efforts have focused on improving access to safe and hygienic facilities, providing appropriate changing and sanitation infrastructure, and promoting the use of PPE designed to accommodate women’s needs.’

While mining has made tangible progress, other traditionally male-dominated sectors continue to face many of the same challenges. The Federated Employers Mutual Assurance Company (FEM) also believes that health and safety needs to be a priority in the construction sector, where women are exceedingly underrepresented, especially in on-site jobs.

According to global construction, property and management consultancy RLB, women make up just more than 10% of the construction workforce in SA, with the disparity often attributed to a lack of access to education and training opportunities and a persistent cultural bias that views construction as a ‘man’s job’.

‘One of the main challenges faced by women in the construction industry is the lack of support, respect and mentorship from their male counterparts. Women often face sexism, discrimination and unequal pay, making it difficult for them to advance in their careers,’ the company says.

FEM points out that while work is being done to make the sector more inclusive for women, safety risks still need to be addressed, such as inadequate PPE and limited access to clean, safe and private facilities on-site, which has an impact on women’s safety, comfort and health.

In addition, gender-based harassment or discrimination has an impact on psychological safety, which may reduce the likelihood of women reporting hazards or issues. RLB argues a more inclusive culture can help the industry attract and retain talented people, including women. ‘This not only benefits women but also benefits the industry as a whole by bringing in new perspectives and ideas that can drive innovation and growth.’

Earlier this year, in response to many of these challenges, KwaZulu-Natal Premier Thami Ntuli and Public Works and Infrastructure MEC Martin Meyer launched SheBuilds, one of the first women-focused construction empowerment initiatives in SA. The SheBuilds Women’s advisory body was established to advise the MEC on barriers preventing women from fully participating in the construction and built environment sectors. Public Works official Deli Mncube said the launch marked a shift from dialogue to action. ‘This advisory body exists to ensure that women’s voices, experiences and expertise are actively integrated into policy and decision-making,’ she said.

Meyer said the exclusion of women in construction had been normalised for decades. ‘Women build things that last – from families to communities – yet they remain sidelined in a male-dominated and often hostile industry.’

Also speaking at the SheBuilds launch, Vikashnee Harbhajan, executive director of Master Builders KwaZulu-Natal, said participation was not only about fairness. ‘It is a strategic advantage for an industry that needs better performance and accountability.’

Initiatives such as SheBuilds can only help move the construction sector in the right direction, as has been the case in mining.

‘When women are respected and given equal opportunity, the effect travels,’ says Implats’ Samuel. ‘Households become more stable, young girls start to see futures in industries that once felt closed to them and communities benefit from more inclusive economic participation.’

By Philippa Byron
Image: iStock