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By Jacques Farmer, Managing Director at PRISMA Training

With a multitude of vocational choices available for matriculants and school leavers, the mining industry offers a variety of rewarding career paths. From geologists and environmental scientists to logistics managers and heavy machinery operators, there are many opportunities for school leavers to find a career in mining that suits their interests and abilities. Playing a vital role in the global economy and society, the mining industry is a great place for school leavers to learn new skills and gain valuable work experience. As mining companies offer a variety of training and development assistance programmes to those in their employ, school leavers can start their careers with a solid foundation and build on their skills over time.

A diverse range of career opportunities
Contrary to popular belief, the mining industry is not solely limited to engineering roles and manual labour. It offers a diverse array of career paths that cater to various interests and skill sets. For example, geologists and geoscientists play a critical role in identifying and exploring mineral resources. They use their expertise to assess the viability of mining projects and ensure sustainable practices.

Environmental scientists are responsible for protecting the environment and mitigating the impact of mining operations, working to ensure compliance with environmental regulations and developing sustainable mining practices. Mining engineers oversee the design, planning, and implementation of mining operations, ensuring the safety, efficiency, and profitability. Other engineering disciplines involved in mining include mechanical, electrical, and civil engineering.

The mining industry also requires skilled professionals in finance and accounting to manage budgets, financial reporting, and risk assessment, while HR professionals play a vital role in recruiting, training, and managing employees in the mining industry. They ensure compliance with labour laws and promote a positive work environment. Furthermore, the mining industry is increasingly embracing technology, creating opportunities for skilled professionals in fields such as data analytics, automation, and robotics.

A pragmatic and lucrative sector

The mining industry plays a significant role in the global economy. It provides numerous employment opportunities and contributes substantially to our country’s GDP. For school leavers, a career in mining provides ample opportunities for financial stability and professional growth. With the industry’s continuous evolution and the increasing demand for minerals and metals, there is a growing need for skilled professionals.

Within the mining industry, there are programmes that have been designed specifically for students who may not have the opportunity to attend university directly after high school, aiming to provide a pathway into the mining industry for individuals seeking a career without having to take the traditional university route. These training programmes have been developed to facilitate a comprehensive career path within the mining industry, covering both surface and underground operations, outlining the various roles and qualifications available, helping individuals understand their starting points and potential career progression.

Providing a clear roadmap for career progression

The career path begins with entry-level roles such as machine operators. As individuals gain experience and skills, they can progress to more specialised positions like excavator operators and drilling assistants. Further advancement includes becoming a blasting attendant, blasting assistant, and eventually a blaster. With continued development, individuals can reach supervisory roles like blasting foreman or drill bit foreman. The highest qualification, the Further Education and Training Certificate in Mining Operations, prepares individuals for foreman or supervisory positions.

Such a structured career path allows individuals to gain practical experience and knowledge and an appreciation of what is expected of them, before pursuing further education. Many learners who complete such programmes use their qualifications as a foundation to study mining engineering at university, either via distance learning or part time, with financial assistance from their employer. This approach is particularly beneficial for those who may not be ready for university immediately after high school, allowing them to gain valuable work experience and develop their skills before pursuing higher education.

It’s time to make mining sexy again
To make mining careers more appealing to school leavers, we must showcase the diverse range of roles beyond physical labour, highlighting the industry’s contributions and its commitment to sustainability. By addressing common misconceptions, emphasising technological advancements and the availability of mentorship and skills development opportunities, we can attract a new generation of talent to the mining industry. Showcasing the potential for personal and professional growth, including global experiences and ongoing training, will further enhance the industry’s appeal.

By Jacques Farmer, MD at PRISMA Training Solutions

The mining industry faces a dual challenge: ensuring a reliable power supply while minimising its environmental impact. As the world transitions to cleaner energy sources, solar power emerges as a compelling solution. However, to fully harness its potential, the industry must develop a skilled workforce capable of building and maintaining solar power plants.

Mining is a power-hungry industry
Mining operations are renowned for their energy-intensive nature, demanding consistent power for a myriad of processes. From powering heavy machinery like excavators and crushers to operating ventilation systems and pumps in underground mines, electricity is the lifeblood of these operations. Historically, the industry has relied heavily on the national grid, often facing challenges related to power outages, load shedding, and fluctuating electricity costs.

While recent economic headwinds have temporarily reduced industrial activity, including mining, easing the pressure on the national grid, this is a short-term reprieve. As the global economy rebounds and the demand for minerals increases, so too will the mining sector’s energy consumption, which is roughly 30% of Eskom’s annual power supply, according to Minerals Council South Africa.

The power of solar for mining
To ensure uninterrupted operations and mitigate risks associated with grid instability, mining companies are increasingly turning to on-site power generation. Solar energy is a compelling solution to power challenges, due to its sustainability and growing cost-competitiveness. By installing large-scale solar panel farms on mine sites, companies can generate clean electricity directly where it is needed, reducing their dependence on the grid. This not only helps to stabilise energy costs but also provides a hedge against future tariff increases. Moreover, solar power generation aligns with the global shift towards renewable energy sources, enabling mining companies to improve their environmental performance and reduce their carbon footprint.

Beyond cost savings and environmental benefits, solar power can enhance operational efficiency. For remote mine sites with limited grid access, solar energy can provide a reliable and cost-effective power source. Additionally, by generating electricity on-site, mining companies can reduce transmission losses, further optimising energy utilisation.

Building a skilled solar workforce
The successful integration of solar power into mining operations hinges on a skilled workforce capable of handling every stage of the solar energy lifecycle, which necessitates a significant investment in human capital development. A critical component of building a skilled solar workforce is the establishment of formal qualifications. Here, the introduction of a general technician qualification for solar installation is a vital step in ensuring that individuals possess the necessary knowledge and skills to work safely and efficiently.

By standardising training and certification, the industry can enhance quality, safety, and professionalism. A qualified workforce not only benefits the employees themselves but also instils confidence in clients and stakeholders. It demonstrates a commitment to quality and adherence to industry best practices.

Targeted upskilling and reskilling
To address the specific needs of the mining sector, targeted upskilling and reskilling programs are essential. By leveraging existing mine technician skills and combining them with solar technology training, the industry can create a highly competent workforce.

Additionally, the integration of solar technician training into social labour plans by mining houses provides an opportunity to empower local communities. By training community members as solar technicians, mining companies can contribute to local economic development and create sustainable employment opportunities.

As an example, the Exxaro project, which involves the development of a 60-hectare solar plant, offers a model for community engagement. By training local residents as solar technicians, the project not only supports the mine’s renewable energy goals but also uplifts the community. Targeted training programmes in partnership with the Energy & Water SETA, provide the necessary skills and qualifications for individuals to excel in the solar industry. By creating a clear career path, these programmes foster a skilled workforce capable of designing, installing, and maintaining solar power plants.

A brighter future through solar power
As South Africa works towards a low-carbon economy, the mining industry has an opportunity to lead the way in renewable energy adoption. By investing in upskilling and reskilling programmes, the sector can secure its energy needs, create jobs, and contribute to a more sustainable future. The transition to solar power presents both challenges and opportunities, but with the right skills and support, the mining industry can successfully harness the power of the sun.

By Jacques Farmer, Managing Director at PRISMA Training

For mining companies, Social Labour Planning (SLP) should be more than a tick-box exercise when applying for a mining licence. If approached strategically, it is a powerful tool for fostering economic prosperity by building a skilled and diverse workforce. Through inclusive implementation, social labour planning can transform communities, bridge skills gaps, and create a mutually beneficial synergy for mining businesses and community residents.

Acknowledging the importance of social labour planning
Imagine a sustainable economy where everyone has the opportunity to contribute and support themselves. This is the vision behind social labour planning, a strategic approach that aims to tackle social and economic challenges while nurturing a skilled workforce.

In growing economies like South Africa, where unemployment and poverty are high, social labour planning cannot be overlooked. It fosters job creation through various initiatives, such as small business development and new investment attraction. It contributes to the reduction of inequality, helping to equip community residents with the skills needed to compete for better jobs and improve their livelihoods. When communities benefit from mining operations, social tensions ease, and a sense of shared prosperity emerges.

Getting social labour planning right from the outset
The success of social labour planning hinges on a deep understanding of community and economic needs. This means that a well-designed social labour plan must start with a needs assessment – a comprehensive analysis must be conducted to identify skills gaps, job opportunities, and social and economic challenges to be addressed within the community.

Access to education, training, and lifelong learning opportunities to build a skilled workforce must be prioritised, and all stakeholders, including government, businesses, labour unions, and the community must come together to shape the plan. This collaboration is the only way to ensure a well-rounded approach that addresses diverse needs.

Promoting economic opportunities beyond job creation
A well-designed social labour plan must think deeper than job creation through mining operations.  To maximise its impact, it should also give effect to skills development on a larger scale through human capital development, identifying the training required to equip community members with the skills to meet mining requirements, while stimulating local economic opportunity.

Social labour plans can empower communities by supporting local entrepreneurs with training and resources to establish and grow their businesses. Additionally, by creating a skilled workforce and fostering a stable environment, this can attract new businesses, which in turn creates even more employment opportunities. In this way, social labour planning is a powerful tool that empowers individuals to become active participants in their local economies.

Keeping social labour planning on track 
Given that the validity of a mining licence can depend on the performance of the social labour plan, regular monitoring and evaluation are essential to ensure it delivers on its promises. This involves tracking progress, identifying challenges, and making adjustments as needed. Training providers who specialise in social labour planning can play a critical role in ensuring success by giving human capital development the attention it deserves. They act as facilitators, bridging the gap between communities, mining houses, and government stakeholders.

Their expertise in needs assessment, community engagement, training program development, and implementation is vital for crafting effective plans that deliver positive outcomes for all parties involved. Furthermore, their ability to monitor progress, evaluate outcomes, and generate transparent reports is essential for ensuring accountability and demonstrating the positive impact of social labour planning on communities and the economy, which is an essential component of compliance for mining organisations.

A strategic investment in shared prosperity
In this way, social labour planning should be undertaken by mining organisations as a strategic intervention, not just for workforce development, but for fostering inclusive growth and shared prosperity within the communities surrounding their operations.  However, an effective social labour plan requires a deep understanding of the community it serves, focusing on its needs, skills gaps, and job opportunities. It demands inclusivity and participation from all stakeholders to a plan that addresses everyone’s needs and fosters a sense of ownership, through actively promoting job creation through diverse avenues.  By empowering communities, businesses, and the workforce, social labour planning paves the way for a more prosperous and equitable future, one that ensures the benefits of development are shared by all.

South Africa stands at a critical juncture in shaping its education landscape to meet the demands of the future workforce. Against this backdrop, Workforce Training and Consulting proudly announces the success of their recent breakfast seminar held at the Houghton Hotel, Johannesburg. The event, themed “Navigating South Africa’s Education Landscape for Future Skills,” convened leading experts and stakeholders to explore pivotal strategies and solutions.

The seminar served as a timely platform to dissect the challenges and opportunities inherent in South Africa’s education system, particularly in light of the evolving needs of the workforce. With an esteemed panel of speakers including Leigh-Ann Revill, CEO at Chartall Business College, Dr. Makhapha Makhafela, COO of SAQA, Tshediso Matona, BBE Commissioner, and Jonathan Goldberg, Labour Lawyer, attendees gained valuable insights into navigating this complex terrain.

Key discussions revolved around the imperative for inclusivity in the economy, the role of lifelong learning in tapping into untapped talent pools, and the transition to the Quality Council for Trades and Occupations (QCTO) as a pivotal step in enhancing skills development.

Dr. Makhapha Makhafela advocated for proactive, solution-oriented conversations, stressing the importance of leveraging the township economy and investing in lifelong learning to foster a skilled workforce capable of driving economic growth.

Leigh-Ann Revill raised critical questions about the effectiveness of training providers in equipping individuals with the skills demanded by the modern workplace, emphasising collaboration, research, and workplace integration as key components of effective training programmes.

Jonathan Goldberg shed light on the National Skills Development Strategy and the challenges associated with balancing BBBEE compliance and training for skills needed in business. He emphasised digital skills and the need for both degrees and .

Daniel Orelowitz, MD at Training Force, further emphasised the need for educational programmes to align with business needs and future-required skills, advocating for active involvement of businesses in curriculum development.

As South Africa strives to position itself competitively in the global economy, Workforce Training and Consulting’s seminar provided a pivotal platform for stakeholders to collectively navigate the education landscape, ensuring the nation’s workforce is equipped with the skills essential for future success.

By Jacques Farmer, Managing Director of Prisma Training Solutions

As the 2024 national election draws near, South Africa stands at a crossroad. The air is filled with a sense of expectation, where hope for a better future mingles with anxieties about the challenges ahead. Citizens are hungry for leaders who will confront the man on the street’s most pressing challenges – unemployment and the skills crisis.  The nation grapples with a staggering unemployment rate of 33.9%. These figures aren’t just numbers; they represent the harsh reality endured by millions, leading to widespread poverty, social unrest, and a deep-seated sense of despair. To break free from this crippling stagnation, a revolution is needed, not just political, but a revolution of education, skills, and opportunity.

Bridging the gap between education and employment

Such a revolution demands a concerted effort, from both the government and private sector. Investments in education must be intensified, ensuring quality learning reaches every corner of the country and vocational programmes must be given a complete overhaul. Gone are the days of generic qualifications; the modern, digital-first economy demands precision skills. But education alone is not enough, experience is necessary. Here, businesses must be geared to provide the right environment for learned theory to find practical application, to maximise opportunities for skills growth and development.

However, the government alone cannot orchestrate this revolution and the private sector, particularly industries like mining, must be used as a potent catalyst for change. Companies should look towards expanding employment opportunities through targeted training and development initiatives. For example, mining houses collaborating with local communities, nurturing the talent hidden within through multi-skilling programmes that equip locals to operate machinery, coupled with dedicated channels to integrate them into the workforce, would be a transformative step. To get to this point, it is crucial to move beyond skills development being a just tick-box exercise to garner points that only have corporate worth. We must transition to a mindset in which skills development becomes about igniting passion and fostering entrepreneurial spirit. This could be in the form of mentorship programmes led by industry veterans who share their wisdom and experience with eager young minds, or business incubators sprouting up in mining towns, nurturing the seeds of local innovation and enterprise.

Skills development as the catalyst for unity

The union of education and employment must be seen not merely as a transactional exchange, but rather a powerful force for progress.  Imagine a young woman from a rural village, equipped with the skills to operate a drone, mapping mineral deposits with precision. Imagine a young man, once struggling to make ends meet, transformed into a sought-after craftsman due to his welding capabilities. These are not stories; they are the building blocks of a brighter future when the right skills meet the right opportunities.

This is the future we must strive for, a future where skills development acts as a bridge, connecting education to a fulfilling professional life, in which individuals are empowered to provide for themselves and their families. As a result, poverty will recede, replaced by the dignity of economic self-sufficiency. Crime rates will plummet, and communities, once fractured by despair, will find unity in their shared prosperity. As is clear, this isn’t just an economic imperative; it’s a moral one. An opportunity is presented to build a South Africa where dignity and hope are not luxuries, but fundamental rights.

Forging strong partnerships between communities and corporates

The 2024 election acts as a watershed opportunity. Let us choose leaders who understand this fundamental interplay between education and employment, leaders who will champion the skills revolution, who will invest in our youth, equipping them to become the architects of our tomorrow. To this end, training providers in every sector can make a significant difference by embracing this philosophy wholeheartedly and manifesting such a commitment through the provision of tailored training that recognises the importance of forging strong partnerships between corporates and communities. Training providers can turn box-ticking exercises into initiatives that are specifically designed to empower individuals, transform lives, and ignite a brighter future for all. Training providers can achieve this by dispensing the tools, providing guidance, and delivering a platform for communities to take charge of their own path toward growth and prosperity.

Investing in the future of our country, starts today.

As we stand on the cusp of change, ready to cast our ballots, let us remember – the seeds of progress can only be sown in education, nurtured by skills development, and reaped in the fertile ground of employment. Let us make the 2024 election a catalyst for real, lasting change, a moment where South Africa embraces the transformative power of the integration of education and employment.

Prisma’s shining reputation in the East African gem

Prisma Training Solutions is finding incredible success with Barrick Gold in Tanzania, providing expert training solutions to not one, but two of their gold mining sites!

The Prisma team originally started work at the Barrick mine in Bulyanhulu (Tanzania) and found such great success that their contract was extended to cover the North Mara mining operations as well. 12 employees have been placed at North Mara, including a site manager, training coordinator, content developers, opencast mining trainers, safety trainers, underground mining trainers, and mineral processing trainers.

“The team will focus on increasing productivity at the site as well as improving safety standards through uplifting skills and bench marking international best practices.”
– Jacques Farmer, Prisma MD

Contact us today for leading international training solutions that help your operation grow safely and profitably.

By Jacques Farmer, Managing Director at PRISMA Training

In the African mining sector, the quest for local partnerships is driven by a combination of regulatory requirements and the desire to empower indigenous communities. However, the challenge lies in bridging the skills and expertise gap that often exists within these local partnerships. As African countries seek to maximise their mining potential, considering South African training companies as key local partners can be a strategic move with profound benefits.

South Africa’s rich mining legacy: over a century of expertise

South Africa blends both legacy and modern practices and the nation’s mining industry, steeped in a history that spans more than 150 years, has evolved into a benchmark for global mining standards. African countries, particularly those in emerging markets like West Africa’s Ghana, stand to gain significantly by accrediting South African training companies in their mining projects. The transfer of industry best practices from South African training partners to local companies addresses the crucial skills development objectives mandated by mining projects. This collaboration provides a unique opportunity for emerging markets to establish mining beneficiation programmes that make a tangible impact on their economic development.

Challenges in current training practices across Africa

Unfortunately, the existing training landscape in some African markets lacks a structured and comprehensive approach and many African countries look to established mining nations such as Australia, or Canada for guidance in training and development within the mining sector. Training programmes are often loosely oriented, with a primary focus on meeting minimum standards and qualifications. This approach may lead to inadequately trained individuals entering the mining workforce, posing risks to both safety and operational efficiency.

Anecdotal evidence suggests instances of individuals transitioning from unrelated professions, such as rice farming, to operating heavy machinery with minimal training. This highlights the need for a more rigorous and competency-based training approach to ensure not only job qualification but also the safety and well-being of workers within the mining sector.

The South African advantage: human capital development and competency training

South African training providers distinguish themselves by adhering to rigorous regulations and standards that align with those of first-world countries. The Mining Qualifications Authority, with its 150 years of experience, plays a critical role in shaping the nation’s mining training landscape. South African training is characterised by a human capital development-oriented approach that focuses on competency training and assessments.

Training modules encompass not only theoretical aspects but also practical components and on-site workplace integration. This ensures that individuals not only acquire theoretical knowledge but also gain hands-on experience within the mining environment before receiving certification. Reputable South African training providers can guarantee a comprehensive learning experience that clearly addresses the gap in current training practices observed in some African markets.

Overcoming challenges and changing perceptions

While there may be initial scepticism or stereotypical thinking regarding the capabilities of South African training providers, it is essential to dispel such notions. South African companies bring not only expertise on par with global standards but also a cultural understanding that resonates with their African counterparts. Overcoming the perception that training from South Africa may be inferior is essential to maximise the true potential of local partnerships.

Addressing the lack of perceived career paths within the mining industry for locals is another challenge that South African training providers aim to tackle. By offering comprehensive training programmes and fostering a mindset shift, these providers seek to empower local communities, enabling them to envision long-term careers within the mining sector and gain employability for life.

Cost-effectiveness and quality assurance

Choosing South African training providers over global counterparts presents a compelling economic advantage. The favourable exchange rate of the South African Rand against currencies like the Australian Dollar or the Canadian Dollar makes training programmes not only more cost-effective but also highly competitive for African mining corporations. However, the emphasis should not solely be on cost; the quality of training provided by South African companies is comparable, if not superior, to that offered by their global counterparts.

Equipping Africa’s mining sector for safety and effectiveness

South Africa stands ready to provide benchmarked and best-practice training solutions to global standards, offering cost-effective alternatives while ensuring excellence in efficiency, safety, and development. Positioned as an ideal local partner within Africa, South Africa, particularly in human capital development, holds the ticket to empowering local mining houses and communities for safe and effective operations. South African training providers are dedicated to entering African markets, fostering relationships, and facilitating skills transfer, with the aim of enabling local communities to independently sustain their training and development initiatives. As such, embracing South African training companies as local partners represents a strategic move towards unearthing Africa’s mining potential, addressing skills gaps, fostering local partnerships, and contributing to a sustainable and prosperous future for the African mining sector.

Mining has historically been a highly male-dominated industry, and despite a growing movement toward diversity and inclusion, women are dramatically underrepresented within the sector as a whole, not only in South Africa but around the globe. While there is legislation aimed at driving gender equality, progress has been slow in achieving this. Promoting gender equality and diversity in mining will take collective effort. Those in leadership positions should empower employees to challenge the stereotypes that exist and to shift mindsets toward a culture of inclusion throughout the industry.

Some statistics

According to the Minerals Council of South Africa, the number of women working in the mining sector has increased significantly in the past 15 years or so – from around 11,400 in 2002 to around 53,000 women in 2015, increasing to 54,154 in 2018. However, while there has been growth since gender equality legislation became enforceable, this rise has been slow. The statistics show that women represent just 12% of the mining labour force of almost half a million people, and just 16% of top management and 17% of senior management.

This is not a phenomenon that is exclusive to South Africa either. Data compiled for Osler’s 2020 Diversity Disclosure Practices report shows that just 16% of directors at Canadian mining companies in 2020 were women, up from 13% in 2019. Globally, fewer than one in five leadership positions in mining are filled by women.

“The mining industry is unfortunately held back by its traditionally patriarchal culture. The above statistics show that the numbers of women in mining are mostly in lower-level positions and this means that cultural change needs to be driven from the top,” says Carol Brandt, Metallurgy Training Manager at PRISMA.

Encouraging diversity and inclusion

It is widely acknowledged that diverse and inclusive workplaces are more successful in a world where innovation is a key driver – women think differently and can add value in many areas. While the traditional mindset around mining is that it requires nothing but physical strength and dominance, this has become increasingly less relevant as technology has evolved.

Today, innovation is key to success, and job satisfaction has become a driver for many in the workplace. Female leadership styles lend themselves to this, fostering a more supportive and nurturing environment that in turn drives greater employee engagement and improves motivation and morale. Companies recognise this, but acting on it has proven a challenge.

“Globally, we see plenty of companies spend time planning how they will hire more women in leadership roles without a clear plan to develop and keep them. Companies must establish a culture with models and policies to include women in the workplace,” says Alet Visser, Office Manager at PRISMA.

Fostering a female-friendly environment

Making the mining environment more conducive to a larger proportion of female employees means taking things right back to basics. Women have different needs to men, and policies such as maternity leave, sexual harassment, empowerment, and professional growth are a must. It is also imperative to provide access to childcare and decent housing in mining communities.

Even more basic, perhaps, but often overlooked, is access to the right personal protective equipment (PPE). Women are not the same size or shape as men, and they need gear tailored to their bodies, both for their safety and their dignity.

“Taking it even further back, companies should look at their hiring process, as this could also play a vital role in either encouraging or inhibiting gender equity. The way jobs are advertised, and even where they are advertised, impacts the type of person who will apply for the job,” says Visser.

Shifting paradigms

While promoting gender diversity in mining is a worthy goal, and one that needs to be addressed, it needs to be done in the right way. Management roles may be inherently gender-neutral, even in mining, and women are physically capable of many of the same tasks as men, especially with new technology, but the mindset remains an issue. The gender stereotypes are strong, and the reality is that women and men have different needs.

“In South Africa, there is insufficient published data on the health and safety concerns and issues of women in mining. These include, among others, the availability of welfare facilities underground, physiological changes and psychological vulnerability inherent among women that may affect their health and safety at work, and the impact of shift work on women’s family lives. There may also be resistance by their male counterparts to fully accept and regard women as equal partners,” says Brandt.

Ultimately the aim should not be simply to push numbers and comply with legislation, but to develop career paths for women within the mining sector, with initiatives such as mentorship of women by women. To do this, the culture needs to change, and stereotypes and mindsets need to be challenged. Women and men are not the same, but these differences are what makes the addition of women immensely valuable. By encouraging women to participate more fully in the sector, they can boost innovation and contribute to the growth and ongoing relevance of the industry.