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

MA (Industrial Sociology), North-West University, Potchefstroom CampusSouth Africa’s democratic transition resulted in the adoption of liberal laws and policies to redress historical injustices and increase women’s participation in the mining industry. However, the mining industry continues to be dominated by men, with most women employed in administrative and support roles and only a few in technical positions. Apart from women’s underrepresentation in mining, the industry faces challenges attracting, engaging and retaining women in technical mining positions. While opportunities for women to enter the mining industry exist, women are not taking advantage of them due to the industry being viewed as unattractive to women. For those already employed in the industry, challenges exist in keeping them engaged in their work. Some leave for more gender-balanced industries due to working conditions, lack of advancement opportunities, and workplace culture. The study’s main objective was to investigate the factors that influence women’s attraction, engagement and retention in technical mining positions and, as a result, to determine what could be done to promote their successful participation in the South African mining industry. Women’s inclusion in the mining industry is critical for the country, as it challenges gender stereotypes that portray mining as a male-dominated industry. As a result, the presence of women may contribute to the realisation of gender equality in the industry. A literature review was conducted first to gain a conceptual and theoretical understanding of attraction, engagement and retention, and second to provide an overview of global and national trends about women employed in the mining industry. This section also comprises the factors that influence women's attraction, engagement, and retention in the mining industry. Third, the literature provided insight into the statutory and regulatory frameworks that govern women’s inclusion in the South African mining industry. An empirical investigation using a convergent parallel mix-method research design was conducted to ascertain the factors that facilitate, inhibit and influence the attraction, engagement and retention of women employed in technical mining positions in South Africa. The quantitative research utilised questionnaires administered to women employed in technical mining positions, while the qualitative research utilised semi-structured interviews with employer representatives, most of whom were human resource personnel. The exploratory factor analysis revealed four factors of attraction (application value and development value, economic value, interest value and social value) and seven factors of retention (affective commitment, normative commitment, compensation and benefits, career development and training, job characteristics, work-life balance and intention to stay). The confirmatory factor analysis results showed that the three-factor structure (vigour, dedication and absorption) of the Utrecht Work Engagement Scale fit the sample data reasonably well. Although there is room for improvement, respondents generally demonstrated high levels of engagement in their work. All retention factors positively influenced the respondents’ intention to stay. Similarly, career development and training positively influenced all retention factors, but a negative influence on work-life balance. The researcher’s self-constructed questionnaire revealed that overall, the respondents considered a conducive work environment and work benefits important factors for attracting, engaging, and retaining women in technical mining positions. The qualitative findings indicated that the primary factors influencing women’s attraction to technical mining positions are the physically demanding nature of mine work and gender stereotypes. Employee engagement is impacted by unfavourable working conditions, work-life balance and the mining industry’s male-dominated work culture, whereas career growth opportunities are the primary factor that would retain women in technical mining positions. The literature review and empirical study both indicated a relationship between attraction factors and engagement and retention. Therefore, the study concludes with practical and theoretical recommendations for addressing factors affecting women’s attraction, engagement, and retention in technical mining positions. Keywords: attraction, engagement, retentionMaster