Picture: Africa Renewal
The constitution of Zimbabwe in section 24 mandates the government to adopt policies and measures to provide everyone with an opportunity to work in a freely chosen activity. It goes on further to mandate the state to secure full employment and remove restrictions that unnecessarily inhibit or prevent people from working, sub-Section (d) provides that the government should ensure the implementation of measures such as family care that enable women to enjoy a real opportunity to work.
By Tracy Mutowekuziva
This provision is far from the reality of the women working in mining companies that are being managed by the Chinese. The reality of women in Chinese mining companies is infused with sexual harassment, pay gaps, discrimination, poor living conditions, and racism to mention. The nature of labour law in Zimbabwe has tenets of the slave-master relationship. What aggravates the situation is that Chinese companies are seen to be immune to government scrutiny when it comes to how they treat their employees. This makes it difficult for women to report.
One of the main challenges that women working in mining areas face is the lack of access to adequate facilities and services. For example, many mining sites do not have proper sanitation facilities, which can make it difficult for women to manage their menstrual cycles or maintain basic hygiene. Additionally, many mining sites do not have adequate healthcare facilities, which can make it difficult for women to access essential medical care. Most of the sites do not have adequate facilities. The lack of proper sanitation services excludes women from being employed in the mining sites.
Women working in mining areas also face a higher risk of physical and sexual violence. This is due to the isolated and often dangerous nature of mining work, as well as the fact that women are often in the minority in these environments and may be seen as vulnerable targets for violence. There are reports that the Chinese ask for sex from the female employees, they ask to pay for the sex from the women and make sexual comments on the women. Some of the comments include “Women is too nice, too good”. There are reports that the employees are touched inappropriately and are scared to report it even to their partners and fellow colleagues. The Chinese are known to prefer slim women who are light -skinned and these ones are usually employed even without proper qualifications. The women are often scared to report because usually sexual harassment happens in private and it goes down to, he says, she says to arbitrators who are mostly Chinese.
Women working in mining areas often face discrimination and unequal treatment in terms of pay and opportunities for career advancement. They may be paid less than their male counterparts for doing the same work and may have fewer opportunities for training, education, and career development.
Most of the companies do not have gender policies and the reporting mechanisms are flawed and marred with nepotism. Some of the work in mining sites require physical strength are women are deemed to be physically inferior hence some of the opportunities are not even availed to them. Menial jobs with less pay are then often reserved for women.
Fair treatment for women in Chinese mining companies requires a concerted effort by both the companies and the government.
Recommendations
- Enforce Labor Laws: Government should enforce labor laws and regulations related to gender and ensure that Chinese mining companies comply with these laws. This includes laws on equal pay, non-discrimination, and sexual harassment.
- Develop Codes of Conduct: Chinese mining companies should develop and implement codes of conduct that prohibit discrimination, harassment, and abuse. These codes should be communicated to all employees and enforced consistently.
- Establish Grievance Reporting Mechanisms: Companies should establish grievance reporting mechanisms that provide a safe and confidential way for employees to report incidents of discrimination, harassment, and abuse. These mechanisms should be accessible to all employees, including women, and should be supported by the company’s management.
- Monitor and Evaluate: Government and companies should monitor and evaluate their efforts to promote gender equality and address discrimination and harassment. This can help to identify areas for improvement and ensure that progress is being made.