• EXCURSION
How do we get to the point where gender equity is embedded in organisations through real, structural change, not just symbolic gestures.
It starts with us As Sunday Times reporter Suthentira Govender recently highlighted in an article on workplace bullying, research shows that nearly 70 % of female employees in South Africa experience bullying from fellow women in positions of authority. Contributing factors to bullying include personality traits such as narcissism or psychopathy, toxic workplace cultures, inadequate policies, poor leadership and complex power dynamics.
I have heard many women speak about the need to " play the game " and " climb the ladder ", but how can women leaders use their positions of power to lift other women up, rather than competing or acting as gatekeepers? At the conference, many attendees emphasised the power of mentorship and the importance of creating supportive environments where women can share their stories, know they are not alone, and learn how to make their workplaces safer and more inclusive for future generations.
As women, we need to explore our own biases and how we treat other women in their personal and professional lives. Let us start there. We can have a massive impact if we commit to ensuring that the next generation of women leaders experience greater inclusivity and safety.
Bringing men with us This work cannot be done by women alone. Men should also recognise the value of gender equity and actively champion it. How can we foster greater awareness in our organisations; engage men in discussions about gender equity and highlight the benefits of having women in leadership roles?
Conversations in this space can be challenging, often confronting deep-seated cultural norms and learned behaviours. However, when we acknowledge that gender equity affects all of us – our daughters, partners, mothers, nieces – and indeed men – and critically assess which beliefs serve us and which no longer do, we create the space for meaningful dialogue and change.
What can a strategic approach to gender equality look like? To be fair to organisations, many may default to the women’ s day breakfasts or token gifts because they are
24 • African Mining • May 2025 www. africanmining. co. za