Treza Martin
For generations, mining has been one of the pillars of Namibia’s economy, creating jobs, supporting families and contributing to national development. Yet, for much of its history, the industry has been shaped predominantly by men.
As Namibia’s mining sector enters a new era, we must ask ourselves an important question: Are we building an industry where women can do more than participate, where they can truly thrive?
The conversation about women in mining must go beyond representation. It must be about creating workplaces where women are respected, supported and given a fair opportunity to build lasting careers.
Having women in the workforce is important, but ensuring that they can advance into technical, managerial and leadership positions is where meaningful transformation begins.
More Namibian women are entering areas such as engineering, geology, environmental management, administration and other professions across the mining value chain.
However, progress cannot be measured only by how many women enter the industry. We must also consider how many remain, how many advance and how many have a seat at the table when decisions about the future of mining are made.
For women to thrive, the industry must address the realities that affect their working lives.
Safe and respectful workplaces, appropriate protective equipment, suitable facilities, equal opportunities and access to training are not special concessions.
They are fundamental conditions of a fair workplace. Equally, women must be protected from discrimination, harassment and practices that undermine their dignity and potential.
At the same time, we must recognise that opportunity without progression is not enough. Women must be encouraged and supported to pursue leadership.
This requires mentorship, skills development and deliberate pathways into decision-making positions.
A young woman entering mining should be able to look beyond her first job and see a future in which she can become an engineer, supervisor, executive, union leader or decision-maker.
This is also where organised labour has an important role to play. The Mineworkers Union of Namibia has always stood for dignity, fairness and representation.
As we continue that legacy, we must ensure that women are not only represented among workers but are also empowered within the structures that represent them.
Their voices must be part of collective bargaining, workplace discussions and the decisions that shape the future of the industry.
The future of mining makes this even more urgent. Automation, artificial intelligence, the energy transition and changing skills requirements will reshape the world of work.
We cannot allow women to be left behind in this transformation. Instead, we must ensure that young women are equipped with the education, technical skills and opportunities needed to participate meaningfully in the mining industry of tomorrow.
Building an industry where women can thrive is not the responsibility of women alone. Employers, unions, government, educational institutions and society all have a role to play.
It requires us to challenge outdated assumptions about which roles women can occupy and to recognise that diversity is not merely about fairness; it strengthens organisations, broadens perspectives and contributes to a more resilient industry.
Ultimately, the question is not whether women belong in mining, they already do.
The question is whether we are prepared to build an industry that fully recognises their contribution and creates the conditions for them to succeed.
As Namibia looks towards the future of its mining sector, we must build an industry where a woman can enter with ambition, develop her skills, rise through the ranks and lead without having to fight unnecessary barriers simply because she is a woman.
Women should not merely have a place in Namibia’s mining industry. They should have the opportunity to shape its future. That is what it means to build a mining industry where women can thrive.
*Treza Martin is the Northern Secretary for the Mineworkers Union of Namibia
