Presented by Virginia Tyobeka Executive Head Human Resources

Presented by: Virginia Tyobeka Executive Head Human Resources Kumba Iron Ore Women in Mining: Strategies to accelerate the integration of women

PURPOSE OF THIS PRESENTATION • To briefly cover industry challenges • Share the Kumba Iron Ore journey • Stimulate dialogue about sustainable solutions

THE CHALLENGES

REASONS WHY COMPANIES FAIL TO TRANSFORM Commitment at the top does not always translate into effective execution by middle management The focus is on getting top management’s support, while middle management is overlooked and ill-equipped. Not focussing on the ‘right things’ Failure to focus on the real challenges, and not involving the right target audiences, results in failure. Mind-sets are slow to change Values, assumptions and beliefs need to change before behaviours can. ‘Blanket’ rather than ‘tailored’ solutions One size does not fit all…tailor initiatives for the context.

SOUTH AFRICA’S IMPRESSIVE PERFORMANCE South Africa has more female representation at executive levels than in other mining regions Percent, Top 500 listed mining companies 20 South Africa 13 Hong Kong 12 Canada Australia 11 USA 11 London • SOURCE: Mining for talent report, 2013 9

WE ALL FACE THE SAME CHALLENGES Women in total workforce (%) Kumba Iron Ore Mining Co A Mining Co B Mining Co C Mining Co D Mining Co E Mining Co F Mining Co G Mining Co H Mining Co I 19 18 16 15 15 13 13 12 11 10 • SOURCE: Listed companies; Commission for Employment Equity; Annual Report Women in senior management (%) 20% 25% 13% 12% 23% 29% 13% 20% 20%

THE KUMBA JOURNEY From our boardroom to the mine face, we want women to have access to the many rewarding career opportunities provided by our industry.

ABOUT KUMBA THABAZIMBI MINE LIMPOPO SISHEN MINE NORTHERN CAPE KOLOMELA MINE NORTHERN CAPE TOTAL NUMBER OF EMPLOYEES (INCL. CONTRACTORS) HEAD OFFICE + SALDANHA 13 529 CENTURION (JULY 2014)

OUR PERFORMANCE KUMBA HAS EXPONENTIALLY INCREASED THE NUMBER OF WOMEN EMPLOYED 5 6 7 7 8 10 12 14 15 17 2012 2010 2008 2006 2004 Female representation at Kumba (percentage of permanent employees) • Source: Kumba (July 2014) 19 18 2014

OUR PERFORMANCE Our Targets and actuals All women Sishen Kolomela Thabazimbi Head Office Target 16% 23% 17% 44% Actual 16% 24% 16% 43% Sishen Kolomela Thabazimbi Head Office Target 12% 21% 13% 30% Actual 13% 21% 13% 27% Our Targets and actuals Women in CORE Operations Noteworthy: 26% of people with disabilities are women • Source: Kumba (July 2014)

OUR PERFORMANCE >15% 10 -15% <10% CORE NON-CORE TOTAL Senior Management 13% 30% 20% Middle Management 20% 44% 27% Junior Management 10% 31% 13% Other 13% 49% 19% • Source: Kumba (July 2014)

OUR APPROACH Diagnosis Strategy Structure Set Targets Implement Tailored Solutions Structured and cyclical Measure and Benchmark Quarterly Visible Felt Leadership Platform (‘Voice of the Female’)

OUR HIGH IMPACT INITIATIVES • 24/7 day-care centre at Sishen • Taking Women in Mining to universities • FET bursars for technical qualifications • Successful Women in Mining Conference held in Sishen in 2013 • Sexual harassment assessment (HITT – Harassment Investigation Task Teams) per site • Emergency response for handling crises

WHAT MINING INDUSTRY SHOULD BE TALKING ABOUT

LEARNING FROM OTHERS By 2012, NASA ACHIEVED 35% FEMALE REPRESENTATION ▪ ▪ Target girls at primary school level Offer development programmes and external networks • SOURCE: Mc. Kinsey & Company ▪ Management commitment Women’s development programmes Diversity and inclusion are part of the management philosophy Support structures ▪ ▪ ▪ Flexible work schedules Job sharing Child care centres

A WAY FORWARD CREATE A BALANCED ECOSYSTEM WITH THE ‘RIGHT’ SOLUTIONS AND CONVERSATIONS 1 Prepare women for mining 2 Prepare mining for women • Select bright girls at primary school • Prepare men to receive women in the workplace • • • Drive Mathematics and Science • Orientate new entrants to understand a mixed gender organisation • • Introduce Mining as a career Support girls financially to go to university Develop Graduate Programmes Recognise excellent performance 3 • • Safety and Protection mechanisms • • • Implement supportive policies • • Continuously revisit solutions as the challenges evolve Develop infrastructure: child care, housing, etc. • Retain and grow women Promote a leadership philosophy Prepare women for challenges of senior roles Create culture receptive to female leadership style Provide extensive exposure to different positions in the mine Create meaningful development programs – mentoring, coaching, rob rotation and shadowing Create robust succession planning

THANK YOU “We actively seek ways in which to encourage women to participate in our industry. Mining has long been a maledominated industry, but it is a trend that we are keen to buck. ” Norman Mbazima, CEO Kumba Iron Ore