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The Covid-19 pandemic rapidly changed and is still changing the way people live and work on a global scale. During the pandemic, most organisations are forced to implement a work-from-home solution, irrespective of employees’ preferences, abilities, and the nature and extent of jobs. In this research, we aimed to explore perspectives on employee engagement, work from home and an employee wellness programme in the context of the Covid-19 pandemic among employees of an organisation that focuses on outsourced debt collections. The study was conducted within a positivistic research paradigm. A quantitative cross-sectional, survey design was employed. Total population sampling was used. Data were collected from 95 respondents through a web-based survey using a coded questionnaire. From the results of study, it became evident that the proactive approach taken by the leadership of the organisation early in 2020, in anticipation of the effects of the Covid-19 pandemic, resulted in positive outcomes for the organisation. The results indicated that the employees were, to a great extent, engaged in the workplace, mainly owing to organisational and leadership support, the flexibility allowed in the work-from-home model and organisational concern for the health and wellness of employees. However, the employees were subjected to challenges generally experienced by homeworkers during the Covid-19 pandemic, such as increased workloads and working hours, loneliness due to isolation, and inadequate office infrastructure. The results of the study are important to inform business decisions regarding the work-from-home model as a temporary or alternative working arrangement in the organisation under investigation and may benefit organisations operating in similar contexts.

New mining legislation aims to rectify previous inequalities and disadvantages in the mining sector and specifically provides for the inclusion of women in core mining activities. Although there is no lack of good will, the achievement of gender equality in the male-dominated mining sector remains one of the biggest equity challenges in the country and numerous problems accompany the deployment of women in core mining activities. The main objective of the study was to critically analyse gender issues in the mining sector and then to develop a conceptual framework that will enable the mining sector to contribute to and ensure the sustainable employment of women in this sector. A literature review was carried out to gain an in-depth understanding of the variables that have an impact on women in the mining sector specifically. An empirical study was conducted to identify and investigate relevant gender-related issues in the mining sector. Quantitative and qualitative research paradigms were used. The research revealed that various factors need to be considered for the successful and sustainable deployment of women in the mining sector. The study concludes by making recommendations and offering a conceptual framework that could be implemented and used by various stakeholders in the mining sector

SYNOPSIS Historically, the mining industry, on a global level, was male-dominated, as many governments had prohibited women from working at mines, particularly underground. In South Africa, the government introduced the Mineral and Petroleum Resources Development Act (No. 28 of 2002) (MPRDA) and the Broad-based Socio-economic Empowerment Charter to address the imbalances and rectify previous inequalities in the mining industry. Since the inception of MPRDA, women's representation in the South African mining industry has increased, from 3% in 2002 to 15% in 2018. Although government has good intentions, gender equality in the mining industry remains a challenge. Research on women employed in South African mines revealed that women still face barriers to some extent. This research explores women's current workplace experiences in the South African mining industry. A literature review and an empirical study were conducted. The study followed a positivistic research approach, and a quantitative research design was used. Self-administered questionnaires were distributed at the 8th Annual Women in Mining Conference in February 2017. Based on the data obtained, it became evident that several aspects must still be addressed to successfully accommodate women in the mining workplace. The study offers practical recommendations that can be implemented by mining organizations to improve women's workplace experiences in order to encourage and foster transformation in the mining industry. Keywords: gender, mining industry, mining legislation, South Africa, women in mining.

Leadership has traditionally been associated with men; however, some women have elevated themselves above the socially enforced constrictions caused by gender expectations. These gender expectation...

In recent years, various initiatives, protocols and legislation have been developed globally to promote gender equality and address existing discrimination against women. South Africa is no exception to this trend. In the global mining industry, equal opportunity and mining legislation introduced by various countries, including South Africa, have opened up former bastions, such as mining, to women.Since the introduction of the Mineral and Petroleum Resources Development Act 28 of 2002 and the accompanying Broad-Based Socio- Economic Empowerment Charter, in 2004, the number of women in the mining industry has increased significantly. However, the “gender issue” still remains contentious and very problematic in the industry and women are still subjected to various challenges.This article aims to reveal the barriers women encounter in the industry. This study adopted a qualitative research design. Data were collected by means of semi-structured individual and group interviews. The research findings show that women are subjected to social, physiological, structural and employment barriers. Therefore, it is of paramount importance that the relevant government departments, top and senior management in the mining industry, as well as human resource managers and employment relations practitioners embrace and support a clear-cut vision of gender diversity in the industry.

An analysis of trends in the mining industry in South Africa reveals a general lack of understanding among mining companies of the significant socio-economic consequences that mine closure may have on affected communities. The existing statutory and regulatory framework of the mining industry makes provision for planned mine closures, but not for unexpected ones. This article presents the findings of an empirical study undertaken to assess the socio-economic consequences and vulnerabilities of communities with the view to proposing a more contingency-based and socio-economic risk mitigation approach for unexpected mine closures. Two cases were analysed, that of the Grootvlei mine in Springs and the Orkney mine. Mainstream contingency planning models, approaches, and principles were synergized and contrasted with the consequences experienced at the two sites. Based on a gap analysis, the respective phases of, and activities associated with, a mine-closure contingency planning approach are suggested for design and implementation by mining companies.

In 1994, the newly elected democratic government of South Africa adopted a number of strategies to open up the mining sector to historically disadvantaged South Africans which include women, as par...

Background: Mine closures generally reveal negligence on the part of mining houses, not only in terms of the environment, but also the surrounding mining communities. Aim: This article reflects on the findings of research into the socio-economic consequences of mine closure. The research specifically explored how mineworkers’ dependency on their employment at a mine affects their ability to sustain their livelihood. Setting: The research was conducted at the Orkney Mine and the Grootvlei Mine (Springs). Methods: The research was conducted within a naturalistic domain, guided by a relativist orientation, a constructivist ontology and an interpretivist epistemology. Data were collected by means of document analysis, semi-structured interviews, focus group discussion and unstructured observation. Results: From the research findings, it is evident that mine closures, in general, have a devastating effect on the surrounding mining communities as well as on the employees. Mine closures in the case studies gradually depleted the mining communities’ livelihood assets and resulted in the collapse of their coping strategies and livelihood outcomes. It generally affected the communities’ nutrition, health, education, food security, water, shelter, levels of community participation and personal safety. Conclusion: If not managed efficiently and effectively, mine closures may pose significant challenges to the mining industry, government, the environment, national and local economic prosperity and communities in the peripheral areas of mines. This truly amplifies that mine closure, whether temporary or permanent, is an issue that needs to be addressed with responsibility towards all stakeholders, including the mining community and the labour force. https://doi.org/10.4102/td. v14i1.458

Orientation: Globally, people engage in work and sell their services to an organisation in exchange for compensation. This compensation can have a significant effect on employees’ attitude towards their work, resulting in either job satisfaction or job dissatisfaction. A high level of job satisfaction can increase organisational effectiveness and, subsequently, the organisation’s performance, whereas job dissatisfaction can cause employees to be less motivated, which can in turn decrease their productivity, effectiveness and individual performance. Research purpose: This study was conducted with the aim to investigate undergraduate students’ perceptions of the factors affecting job satisfaction. Motivation for the study: Currently, there is a paucity of published research on the views of undergraduate students on the factors affecting job satisfaction. Research approach/design and method: The study took a positivistic research approach, and a quantitative design was used. A stratified quota sampling technique was employed to select the respondents for the study; a certain quota was met in terms of race, gender and faculty of study. In total, 270 undergraduate students participated in the study. Main findings: The empirical results indicated no significant association between the demographic variables (previous work experience, gender, race and field of study) and almost all occupational dimensions of job satisfaction, working conditions and recognition. However, medium to large positive relations were measured between the dimensions of job satisfaction, working conditions and recognition. It was evident from the study that all the dimensions measured are considered important for obtaining job satisfaction in the workplace. Practical and managerial implications: It is important for managers to get an understanding of the views of young people on work-related issues in order to create an understanding of young people’s needs and aspirations, as they are the future permanent labour force, managers and leaders of a country. Contribution/value-add: The study brought to light the views of undergraduate students on the factors affecting job satisfaction.

For many years, mining has been considered the foundation of the South African economy. Although the mining industry in South Africa is currently under considerable pressure and experiences various challenges, including escalating operational costs, electricity tariff increases, safety-related issues and associated production stoppages, poor productivity, labour unrest, and reduced demand both globally and domestically, it remains a key contributor to the national economy and development of the country (IDC, 2013, p. 9). Until 1994, women were legislatively prohibited from meaningful participation in the mining industry and were denied access to skills and jobs, self-employment, and entrepreneurship. The newly elected democratic government in 1994 initiated substantial socio-political and economic transformation in South Africa. Nearly every sector in the country was transformed and re-shaped, primarily through sector-specific legislation, but also through negotiations between government, industry, and labour unions to create and refine the so-called sector charters, which included the Mining Charter. The vision of the new regime, the African National Congress (ANC), was to ‘transfer power to the people and transform society into a non-racial, non-sexist, united, democratic one, and change the manner in which wealth is shared, in order to benefit all the people’ (ANC, 2007). Transformation in the South African mining industry is governed by the provisions of the Mineral and Petroleum Resources Development Act, No. 28 of 2002 (RSA, 2002), which was promulgated and implemented on 1 May 2004, and the Broadbased Socio-economic Empowerment Charter for the South African Mining Industry (RSA, 2004) (hereinafter referred to as the Mining Charter), which was signed in October 2002 and formally published on 13 August 2004. The broad objectives of the Act and the accompanying Mining Charter (and the amended Charter) are to rectify previous inequalities and disadvantages in the mining sector and to ensure equity, accessibility, and sustainability in the industry. The Act and the Charter make specific provisions for the inclusion of women in core mining activities, in terms of which the industry was supposed to reach a quota of 10% women in core mining activities by 2009. Core mining activities include, among other activities, mining, metallurgy, engineering, and geology (Harmony Gold Mining Company, 2008, p. 32). In 2009, the Department of Mineral Resources conducted a thorough impact assessment to determine the progress made The physical ability of women in mining: can they show muscle?

Orientation: Despite various liberalisation and feminisation processes with regard to gender and sex roles, traditionalistic typologies, especially in terms of occupational roles, are seemingly very reluctant to disappear from relevant theoretical discourses, as well as in practice. One of the main issues remains the terrain of physical work. Although women all over the world have been involved in mining activities for centuries, the mining industry has not been an obvious career choice for women. In South Africa, new mining legislation aims to rectify previous inequalities and disadvantages in the mining sector and specifically provides for the inclusion of women in core mining activities. Although well intended, women’s involvement in the core business of mining also exposes them to the various hazards related to mine work. Research purpose: This research determined perceptions regarding the health and safety of women working in core mining positions. Motivation for the study: Currently there is a paucity of published data regarding health and safety challenges pertaining to women employed in the core business of mining. Method: Quantitative and qualitative research paradigms were used (mixed method research design). Quantitative data were collected by means of a structured questionnaire. Qualitative data were collected by means of individual interviews and group interviews. Main findings: From the literature review and the empirical findings it is evident that various factors (physical work capacity, anthropometry and body composition, personal protective equipment, treatment during pregnancy and security measures) need to be considered to ensure the health and safety of women employed in core mining positions. Practical/managerial implications: It is evident from the research that exceptional attention should be given to the promotion of the health and safety of women working in the core business of mines to sustain their involvement in the mining sector. Contribution: Practical recommendations are made to address health and safety concerns of women employed in core mining activities. These can be implemented and used by various stakeholders in the mining sector.

Until 1996, all women in South Africa were prohibited, by law, from working underground. With the introduction of the Mining Charter all, this changed and companies started hiring women for different positions. The objectives of the study were to determine the perceptions about women working in core mining environment, of the working environment of women in the mining activities, to establish what changes were made to accommodate women in this specific mine, and to determine if women can advance to senior positions within this company. A field study was conducted at a chrome mine, and a random sample of 100 employees participated part in the study. The central research tool utilised was a questionnaire using a Likert-5 type rating scale. The findings were that whilst a lot has happened since 1996 to create an environment that is accommodative to women working in the mining sector, mining companies would still have to work hard to change the perception that women are not wanted in the mining industry. There is a lot of resistance towards women working in the core mining industry. Mines are making changes to accommodate women. Women are receiving a lot of support from management to become part of the mining environment.

The South African disaster management legislation advocates the importance of implementing pro-active disaster risk reduction strategies that will ensure a safe and sustainable society. One key strategic activity identified is the use of simulation exercises to improve overall societal readiness and inter-agency coordination in case of major incidents or disasters. However, very little is currently understood or planned especially at South African local government level, on what simulation exercises entail and the methodology behind their implementation. This paper aims at conveying some crucial methodological inputs that disaster risk managers or emergency response agencies should consider when planning, designing and implementing simulation exercises by analysing a hazardous chemical spillage simulation in the Tlokwe Local Municipality, North-West Province, South Africa. The research found that in the South African context attention needs to be paid to methodological issues such as scenario development, role-player selection, fidelity during simulation delivery, data collection and participant (de)briefing.

Mining as occupation in South Africa was traditionally reserved for men only and mining law prohibited women from being employed in operations underground. In South Africa, new mining legislation aimed to rectify previous inequalities and disadvantages in the mining sector and specifically provides for the inclusion of women in core mining activities. Although women’s participation in the industry has slowly risen since the introduction of the Mining Charter and related government equity legislation, women are still at the periphery of the industry. Furthermore, white women continue to dominate the professional positions in mining and black women tend to engage mostly in manual work and artisanal mining. This research aimed to determine perceptions regarding workplace opportunities for women working in core mining positions. Findings are being drawn from empirical work undertaken at a platinum, phosphor and copper mine. The quantitative and qualitative research paradigms were used. It is evident from the research that specific attention should be given to the career development and progression of women working in the core business of mines. Practical recommendations are made which could be implemented and used by mining companies to overcome some of these issues. DOI: 10.5901/mjss.2014.v5n23p1914

In 2005 the United Nations International Strategy for Disaster Reduction introduced the ‘Hyogo Framework for Action’ (HFA) aimed at mainstreaming disaster risk reduction. Subsequently, the ‘Global Network for Disaster Reduction’ (GNDR) was formed to support the implementation of the HFA. The GNDR initiated a country-based, international research project called ‘Views from the Frontline’ (VFL) in order to measure progress at local level in terms of compliance with the HFA. The VFL 2011 project focused on local risk governance, which is critical for effective implementation of policy and provision of resources at grassroots level. This article provides insight into the findings for South Africa. The project made use of quantitative and qualitative data. Quantitative data was gathered by means of a survey and/or questionnaire consisting of 20 questions on ‘indicators’ which assessed progress toward the goals of the HFA. The surveys also provided for qualitative commentary. The target population for this research consisted of local government officials and community representatives. Based on the quantitative scores for all the different indicators, the research showed that South Africa could still improve significantly in terms of compliance with the HFA. More attention must be given to operationalise the HFA at local level, a culture of safety must be fostered, local actors and communities must be involved directly and consulted, indigenous knowledge must be recognised, and significant capacity development for disaster risk reduction is necessary. https://doi.org/10.4102/jamba.v5i2.82