In Argentina, there are gender disparities that hinder the full participation of women and transgender, transvestite and non-binary (TTNB) people in mining. In recent years there have been significant changes in the sector that present a critical window of opportunity to invest in the development of equitable mining for all genders. Anchoring and accelerating this transformative journey requires active policy implementation, in a coordinated manner between public agencies, companies and trade unions. This Roadmap is a tool to help guide the work in this direction.
Illustration: Juan Pez
About the Roadmap
What is the Roadmap?
The mining industry in Argentina is a historically masculinised activity. Although the presence of women in mining employment has been increasing and in recent years institutional experiences have multiplied to mainstream a gender approach in the sector, there are still critical issues that hinder the full participation of women and trans, transvestite and non-binary (TTNB) people.
The Roadmap for promoting gender equity and equality in the mining sector is the result of a project carried out by Fundar, financed by the Regional Cooperation Programme for the Sustainable Management of Mining Resources in the Andean Countries (MinSus) of Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH and requested by the National Secretariat of Mining (Secretaría de Minería de la Nación).
It was co-constructed with all the actors of the sector, achieving a guide to orient and give uniformity to the promotion of interventions towards equity in mining workspaces and local communities throughout the national territory. The main objective of this Roadmap is to accompany the maturation of mining activity in the country, in line with the transformations that the industry and its socio-environmental governance are undergoing. In this sense, investing in sectoral measures to dismantle gender asymmetries not only complies with principles of justice but also promises innovation and the addition of social, economic and organisational value, which is beneficial for everyone involved.
What are the objectives of the Roadmap?
Overall objective
Strengthen gender-sensitive public and private sector mechanisms aimed at achieving equitable participation in the mining ecosystem.
Specific objectives
- Encourage the incorporation of women and NTBT into mining employment.
- Promote the sustainable permanence of all genders in mining workplaces.
- Promote an egalitarian, inclusive and violence-free mining organisational culture.
- Promote the full participation of women and NTBCs from local communities in the decision-making and benefits of mining activities.
Contributions and benefits of the Roadmap
This Roadmap promotes gender equality in the mining sector because of its implications for justice and human rights, but also because gender equality is a way to add economic value to the activity:
Promote greater gender equality in the mining sector:
- Boosts the country’s aggregate productivity. Stimulates economic growth. Expand the talent supply. Alleviates skilled labour shortages in the mining labour market and leads to safer mining operations (Kabeer and Natali, 2013; McKinsey, 2015; International Finance Corporation, 2019; Argoitia et al, 2023).
- Improves profitability, innovation, investor confidence and the performance of transparency and risk management criteria (PwC, 2013; International Finance Corporation, 2019; McKinsey, 2020).
- It drives the economy, promotes economic autonomy, engages non-pregnant people in child development, contributes to reducing absenteeism and labour turnover while improving labour productivity and sense of belonging, and expanding the time and supply of care services (Rodríguez Enriquez, Giosa Zuazúa and Nieva 2010; ELA-UNICEF, 2021; Ministry of Public Works, 2021; ILO, 2023).
- It reduces poverty in developing economies and can lead to greater investment in children’s schooling (Esping-Andersen and Palier, 2010; Elborgh-Woytek et al., 2013; ELA-UNICEF, 2020).
- It reduces social conflict and can build community trust, resulting in more sustainable policy-making(EITI, 2023, McKinsey-UNDP, 2017; BSDC, 2017).
- Gender mainstreaming in government agencies improves the understanding of public policies, enables the effectiveness and sustainability of goods and services, and reinforces the legitimacy and predictability of institutions(SGMSC 2007; Bergallo, Magnelli, and Cerra, 2022).
Scope of the Roadmap
This Roadmap is an instrument to accompany improvements in gender equity participation in the mining ecosystem under the leadership of the National Secretariat of Mining.
Due to the sector’s heterogeneity, the Guidelines for the Promotion of Equity focus on developing flexible lines of action that provide a frame of reference for implementing continuous improvement systems and sustaining innovations over time. They propose parameters and interventions to inform the articulation of provincial operational plans.
Roadmap building process
Stage 1
Elaboration of a mapping of actors, situation analysis and framework for action on gender in the mining sector in Argentina.
July 2023
Stage2
Development, systematisation and analysis of the seven workshops that contributed to the construction of the Roadmap.
August 2023
— Workshop 1: Provincial EIA Competence Teams (22-24 Aug)
Septembe 2023
– Workshop 2: Catamarca (13 Sept)
– Workshop 3: Buenos Aires (19 Sept)
– Workshop 4: Santa Cruz (28 Sept)
October 2023
– Workshop 5: CAEM (3 Oct)
– Workshop 6: SECMIN (11 Oct)
– Workshop 7: trade unions (20 Oct)
– Consultation with experts on environmental impact
Stage 3
Drafting and validation of the Roadmap and its ownership strategy.
November 2023
Seven workshops were held in four jurisdictions (Catamarca, Ciudad Autónoma de Buenos Aires, Buenos Aires and Santa Cruz) chosen by the National Mining Secretariat. The workshops brought together 150 participants from the mining sector between August and October 2023.
Participants included workers, company liaisons, secretaries, delegates and members of trade union teams, officials from production, mining and gender portfolios, and managers and teachers from universities and training centres.
Two specialists were also consulted to address the environmental impacts on the communities, and multiple documents, statements, and audiovisual materials were published based on statements by environmental activists and the academic community.
Normative commitments
The national government is committed to promoting inclusive mining, as expressed in the Strategic Plan for Argentine Mining Development 2020-2050. To consolidate mining activity in the national productive development -under criteria of rational, sustainable and inclusive use of natural resources-, it recognises the strategic importance of ensuring the full participation of women and NTBT in the benefits generated by the sector.
In line with this, Mission 8 of the Argentina Productive 2030 Plan structures as public policy projects the generation of local, inclusive and quality employment, together with the strengthening of socio-environmental governance instruments for mining.
Argentina has also assumed other global commitments for inclusive and sustainable development, such as the 2030 Agenda for Sustainable Development and its 17 Sustainable Development Goals (SDGs). Of particular interest are SDG 5: Achieve gender equality and empower all women and Girls and SDG 8 Decent Work and Economic Growth.
Regulatory systems governing gender equity in mining in Argentina
No Data Found
National Constitution
- Articles 16, 37 and 75 (points 2, 19, 22 and 23)
International human rights treaties
- Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW)
- International Covenant on Civil and Political Rights
- Universal Declaration of Human Rights
- International Covenant on Economic, Social and Cultural Rights
National legislation on gender and diversity
- Trade Union Women’s Quota Law
- Equal Marriage Act
- Gender Identity Law
- Gender Parity Law
- Transgender Employment Quota Law
- Regulation of care spaces in work establishments.
Convention of the International Labour Organisation (ILO)
- Conventions 100, 111, 156 and 190
Discouraging regulatory provisions
- ILO Convention No. 45 (Articles 2 and 3)
- Women’s and Children’s Labour Act (articles 5, 6, 9, 10 and 11)
- Labour Contract Act (Article 176)
This Roadmap is also framed by constitutional norms, human rights treaties and related legislation. In other words, in the dense normative fabric that exists to regulate gender and sexual diversity issues in our country.
Socio-environmental perspective
Socio-environmental regulatory frameworks
Mining is a productive activity that comprises several stages, each of which entails particular socio-environmental impacts on the communities, territories and ecosystems in which it is inserted. These impacts are now captured by a new generation of sustainability standards for the sector, which give an integrated treatment to environmental and social issues (Dufey, 2022).
There are national regulations and international commitments that regulate the activity. In Argentina, theGeneral Environmental Law (N° 25.765), the Law on Minimum Requirements for Adaptation and Mitigation of Global Climate Change ( Law 27.520), the Law on Free Access to Public Environmental Information (N° 25.831) and the Escazú Agreement ( Law No. 27.566) establish access to environmental information, public participation in environmental decision-making processes, and justice in environmental matters as a right and a duty on the part of the authorities (Arias Mahiques, Galuccio and Freytes, 2022).
In turn, Article 75, paragraph 17, of the Argentinean National Constitution assigns to the National State the responsibility to recognise the ethnic and cultural pre-existence of indigenous peoples, as well as their legal personality regarding the possession and community ownership of the lands they traditionally occupy. This article is in line with Convention 169, to which Argentina subscribes, and which regulates the right to ownership and possession of lands and requires consultation with the peoples concerned whenever measures are envisaged that may directly affect them through free, prior and informed consultation (FPIC).
Socio-environmental tensions
Despite existing regulatory frameworks, the advancement of mining projects has generated socio-environmental tensions. Depending on the type of project, the risks of environmental impacts on ecosystems range from water use and quality (surface and groundwater) to waste generation, including land use and biodiversity, as well as landscape modification(Ministry of Productive Development, 2023).
In addition, the development of decision-making processes has been questioned, pointing to experiences of poor implementation of FPIC, limitations in the availability and accessibility of up-to-date public environmental information and environmental oversight (Arias Mahiques, Galuccio and Freytes, 2022; Murguia and Godfrid, 2019).
First, decision-makers must consider and assess the gender-differentiated environmental impacts of mining activities. Existing gender inequalities and gaps expose women and LGBT people to specific environmental threats and vulnerabilities, which have particular implications for their daily lives and affect their adaptive capacity.
Secondly, special attention needs to be paid to women’s leadership roles and agency in socio-environmental movements and resistance to mining projects.
Thirdly, to address socio-environmental conflicts related to the sector, it is necessary to integrate an intercultural approach (Pragier, 2022).
Guidelines: description, diagnosis and proposal
Description of the four guidelines of the Roadmap
Incorporation
It takes on board the historically minority participation of women and NTBT in mining employment.
Permanence
It assumes structural factors that affect the stability of women’s employment and the continuity of women in their jobs.
Organisational culture
It assumes that mining is an androcentric industry, designed by and for men.
Communities
It assumes that mining activity has differential gender impacts that affect the autonomy, living conditions and decision-making power of women and NTBT in the communities and zones of mining influence.
Diagnosis of the four guidelines
In order to inform the four guidelines that structure this Roadmap, the following is a compilation of the data that measure the degree of masculinisation of the sector, and the critical issues that hinder the full participation of women and NTBT in the mining activity.
Incorporation
Mining is a highly male-dominated sector. It is the third group of productive activities with the highest presence of men after Construction and Fishing, far from parity but even from the average female participation in the economy(BID-SECMIN, 2022).
Women represent only 1 out of every 10 direct jobs registered (Dirección de Transparencia e Información Minera, 2023). According to SIACAM data as of March 2023, in mining production women hold 12.6% of positions, while they hold 14.8% of positions in metalliferous production, and make up 9.8% of positions in non-metalliferous production.
In the total number of companies dedicated to metalliferous extraction, there is at least one woman on their staff, and there is a record of 24% of non-metalliferous companies where the incorporation of women has not yet been verified in practice(IDB-SECMIN, 2022). On the other hand, the cases of companies with non-binary registration systems are exceptional.
On the other hand, the mining value chain is not exempt from the masculinisation of the industry either. Among the companies that invoice goods and services to the sector, women make up 19.8% of the indirect jobs they generate(Schteingart and Allerand. 2021).
Although female mining workers have on average two more years of education than their male counterparts(Ministry of Productive Development, 2020), patterns of segregation persist in technical-professional training that limit their incorporation into the sector. Other requirements valued in job profiles also put women at a disadvantage: experience, temporary availability or enrolment and licensing(IDB-SECMIN, 2022).
Permanence
There is no data available to measure gender gaps in the levels of turnover and seniority of people employed in mining projects. However, from the evidence and information gathered in the workshops, it is known that mining work demands working conditions that challenge the continuity of those who enter.
Information from mining countries confirms that women tend to leave mining jobs earlier in their careers than men. For that reason, the mining workforce is predominantly composed of middle-aged males, aged 30-50(IGF, 2022). The reasons are varied and depend on their contexts and situations, but non-inclusive working conditions and lack of growth are predominant among the causes.
The remoteness of mines and quarries from residential centres, long working hours and intermittent presence at home affect family projects and the involvement of both fathers and mothers in child-rearing processes. But the impact is inequitable, as mining work is often incompatible with care demands that fall disproportionately on women, nor does it necessarily accommodate life stages such as pregnancy and breastfeeding.
A survey and interviews with women mining workers confirm that women with children and dependents manage their household and care responsibilities individually(Women in Mining, 2023; Argoitia et al., 2023). Women develop intra-family strategies when the supply of care spaces, their purchasing power or the roster system does not allow them to resort to public and/or paid services.
Public and organisational policies tend to naturalise the logistical and social costs that women assume in order to remain in mining employment. Dismantling this scheme entails promoting co-responsibility between men and women, and adapting to the diversity of family compositions. However, around 70% of companies maintain the current regulations, with maternity leave of 90 days and paternity leave of 2 calendar days(IDB-SECMIN, 2022).
There is also little recognition of sick leave for dependents or the implementation of gradual post-maternity reintegration programmes. There are even fewer cases of breastfeeding facilities on the premises or monetary support to pay for kindergarten.
The imbalance between paid and unpaid working time hinders women’s access to hierarchical levels or the exercise of leadership. It also prevents them from accumulating experience, investing in training and engaging in trade union participation.
Organisational culture
The masculinised culture of the industry asymmetrically conditions the insertion of male and female workers, and is particularly detrimental to the permanence of women and LGBT people in the sector. The gender roles and stereotypes of society are transferred to occupational structures and typify jobs as masculine or feminine. In turn, they translate into power dynamics that lead to situations of violence and harassment in the workplace, which also affect men.
In mining production, while 66% of women are concentrated in administrative, professional or master’s functions, 70% of men are grouped in technical, operational and trade roles(SIACAM). The presence of women in mining operations is an achievement and a novelty in recent years; however, they make up only 4% of the jobs. This distribution is correlated with where they work: while 9 out of 10 men work at mining sites, only 5 out of 10 women go to the deposits(IDB-SECMIN, 2022).
Gender occupational segregation has consequences. Rigidities in mobility between female and male occupations affect the efficiency of the mining labour market. They also harm women, as they limit their access to the most strategic and in-demand positions, which defines their remuneration and conditions upward trajectories. The gender wage gap in mining production is 15%(IDB-SECMIN, 2022): on average, for every $100 earned by a male worker, a female worker earns $85. Differential insertion also exposes them to the risk of being replaced by automation in the future(IGF, 2022) and influences their vocational choices or family decisions.
The provision of gender-sensitive health and safety measures at mining sites is limited(IDB-SECMIN, 2022). Only 17% of companies report providing adequate personal safety equipment for women. Access to work clothes and sanitary facilities is also not widespread, but poses greater challenges in the non-metalliferous sector.
Around 20% of companies have protocols and reporting channels to address gender-based violence(IDB-SECMIN, 2022). These mechanisms are most advanced in the metals sector, in almost two thirds of the companies. But these measures are not properly implemented(IDB-SECMIN, 2022, Argoitia et al., 2023). There is also a prevalence of workplace violence or bullying among male miners.
Communities
There are no systematised statistics available with which to measure the socio-environmental impacts of projects on communities in Argentina, and the women and NTWs who are part of them. However, global reports show not only women’s unequal access to the benefits or opportunities provided by mining projects – mainly in terms of employment and services – but also warn about how their capacity to cope with potential risks varies (Park, Metzger and Foreman, 2019; UNEP, 2021; Macdonald, 2018).
Affecting water and soil can undermine livelihood activities and exacerbate burdens and time spent caring for health problems, for which women are often responsible. At the same time, the activity can masculinise labour options in the territories and thus reinforce women’s economic dependence, as well as make access to basic goods and services more expensive, which would imply restrictions for the economic support of single-parent households.
On the other hand, among traditional heterosexual families, where the male is the main economic provider, women become more dependent as their partners acquire higher incomes through their insertion as mine workers or providers. Whether as workers or breadwinners, the high wages provided by the sector expose women more to the risk of domestic violence, due to the exacerbation of unequal power relations within the couple, the erosion of emotional ties as a result of uprooting and discrepancies in decisions about the destination of the family budget.
Although there is no systematic information for Argentina, global and regional sources indicate that women are not included in formal decision-making spaces and opportunities for consultation in the installation processes of mining projects, which disables the consideration of their particular and specific concerns, and makes their contributions to the elaboration of proposals invisible. According to data collected by IDB-SECMIN (2023), the number of companies (more pronounced among non-metalliferous companies) that integrate gender dimensions in their relations with communities is very low, and is even lower when carrying out impact assessments or reports.
There are also challenges in implementing regulatory systems governing the socio-environmental management of mining activity, which has direct effects on women and indigenous communities.
Transformative interventions on the four guidelines
This section presents the framework for action through four matrices that summarise the guidelines for the promotion of gender equity and equality in the mining sector. Based on the work axes that structured the construction process, four broad and cross-cutting guidelines were established for the sector.
Synthesis of guidelines for the promotion of gender equity in the mining sector
Incorporation
- Inclusive and sustainable recruitment strategies
- Training in strategic areas relevant to the territory.
- Promotion of entry/exit in higher and technical-vocational education.
Permanence
- Balance between mining work and care work
- Promoting careers in companies
- Strengthening care systems in projects and communities
Organisational culture
- Equal, inclusive and violence-free work environment.
- Implementation of effective measures to mitigate violence.
- Adequacy of job profiles, infrastructure and ergonomics in mining projects.
Communities
- Understanding of gender risks in socio-environmental impacts on local communities
- Increased quantity and quality of participatory spaces in mining projects
- Involvement in the mining value chain
Incorporation
Specific objectives
- Implement inclusive and sustainable recruitment strategies.
- Establish public-private partnerships for the implementation of training for women and NTBCs in strategic areas aligned with the realities of the territory.
- Promote the enrolment and graduation of women and NTBCs in higher education and in technical-vocational modalities with a mining orientation.
| Challenges | Actions | Indicators | |
| Process |
Tracer |
||
| – Low availability of information on labour supply and demand disaggregated by gender.
– Discontinuity between employability opportunities and access to job vacancies. – Recruitment processes biased by the androcentric mining culture. – Low participation and graduation in secondary technical and tertiary industrial secondary education. |
Construction of a job bank based on the periodically surveyed demand for profiles in oilfields. | – Number of survey studies carried out.
– Number of CVs received from women and TTNB. – Occupational profiles designed and approved. |
Number of women and NTWBs incorporated over the total number of existing women and NTWBs, by occupational category. |
| Design and implement specific certified training for women and NTWT. | – Number of women and NTWCs certified in mining operations and trades. | ||
| Offer scholarships and internships to study mining disciplines. | – Number of agreements signed with educational institutions.
– Number of scholarships awarded. – Percentage of female beneficiaries who complete their studies. |
||
| Adapt job searches and recruitment processes with a gender perspective (language, blind CVs, diverse recruitment sources, mixed recruitment lists). | – Number of gender-sensitive searches out of total searches.
– Number of women and TTNB who submitted CVs vs. the change in searches. – Number of recruitment processes involving female HR staff or TTNB. |
||
| Design a quota policy for women and NTBT in staffing, leadership and technical/operational areas. | – Number of mining projects that implemented the quota.
– Number of women and TTNB incorporated per quota. |
||
| Implement technical conversion programmes (internal rotation, training). | – Number of women participating in technical conversion programmes.
– Percentage of women and TTNB in operational and technical positions out of the total. |
||
Permanence
Specific objectives
- Promote time balance between mining work and work at home.
- Encourage the professional development of women and TBT in mining projects.
- Strengthen the care infrastructure in mining projects and communities.
| Challenges | Actions | Indicators | |
| Process | Tracer | ||
| – Vertical segregation. Minority participation of women and NTWCs in decision-making positions.
– Incompatibility of the work scheme in the field with pregnancy, puerperium, breastfeeding and care. – Scarce modalities of post-maternity accompaniment. – Lack of equal leave that recognises diverse families and promotes co-responsibility in caregiving. – Hourly burden of caregiving tasks that conditions access to leadership or union participation. |
Extension of paternity and maternity leave, incorporating sick leave for dependents and adoption. | – Number of mining projects with extended leave as a percentage of total projects.
– Percentage of workers taking leave disaggregated by gender. |
|
| Design policies for gradual reinstatement after maternity leave. | – Number of mining projects with reinstatement programmes.
– Proportion of women mothers returning to work after maternity leave. – Proportion of women mothers who keep their job in the 12 months following their return to work. |
– Gender gap in length of service by occupational category.
– Turnover rate disaggregated by gender. – Number of women and NTWTs in management positions out of total women and NTWTs in the sector. |
|
| Build breastfeeding facilities, distribute breastfeeding kits to women workers and design systems for distribution of breast milk to nearby urban centres. | – Number of women workers who received breastfeeding kits.
– Number of breastfeeding centres built. – Number of breast milk distribution systems in operation. |
||
| Guarantee specific care spaces for mine workers in the areas of influence. | – Survey carried out on the demand and supply of care spaces to meet the demand of personnel.
– Number of agreements signed with care spaces available in the areas of influence. – Number of care spaces built. |
||
| Formulate mental health programmes from a gender perspective, involving professional teams for the psychological care of workers. | Number of mining projects with comprehensive mental health services. | ||
| Establish quotas in the triads and other career development tools (mentoring, rotation programmes, talent mapping). | – Number of mentoring programmes implemented.
– Number of quota triads implemented. – Number of talent mappings carried out. – Number of women mentored who were promoted. |
||
Organisational culture
Specific objectives
- Promote an egalitarian, inclusive and violence-free work environment.
- Implement effective mechanisms to address gender-based violence in the sector.
- Adapt infrastructure and ergonomics in mining projects to the needs of all genders.
| Challenges | Actions | Indicators | |
| Process | Tracer | ||
| – Androcentric, macho and paternalistic culture.
– Horizontal segregation and masculinised positions in the sector. – Gender-based violence and inadequate implementation of protocols for a comprehensive approach. – Harassment in the workplace. – Experiences of discrimination and bullying in the workplace. – Shortage of facilities for women and TTNB (toilets and changing rooms). – Availability of predominantly male-dominated clothing. |
Invest in technology and equipment based on the results of ergonomic analysis with a gender perspective at the sites. | – Number of studies carried out.
– Number of measures implemented as a result of the study. – Percentage of operational and technical positions suitable for all genders. |
– Annual survey of workers’ perception of the working environment.
– Number of mining projects with equality standards or certifications. – Gender pay gap, by occupational category. |
| Design and apply interdisciplinary protocols for the prevention and comprehensive approach to gender-based violence. | – Number of projects with reporting mechanisms implemented.
– Number of projects with prevention mechanisms implemented. – Number of complaints/complaints satisfactorily dealt with. |
||
| Design a strategic plan with a gender perspective that includes an awareness-raising and training programme on gender and workplace violence. | – Annual number of compulsory sensitisations carried out.
– Number disaggregated by gender and hierarchical level of people trained out of the total. |
||
| Build and install toilets and changing rooms in projects for all genders. | – Number of gender-appropriate toilets and changing rooms built or installed.
– Number of projects with facilities suitable for all genders. |
||
| Strengthen tendering processes for technical and specific clothing for women and TTNB. | – Number of tenders with suppliers and contractors requiring appropriate clothing.
– Number of agreements with technological universities for the design of clothing. |
||
Communities
Specific objective
- Strengthen the quantity and quality of spaces for participation and communication on mining projects.
- Develop a better understanding of gender risks in the socio-environmental impacts of mining activities on local communities.
- Support and consolidate the involvement of women and NTBT in the mining value chain.
| Challenges | Actions | Indicators | |
| Process | Tracer | ||
| – Gender barriers to accessing environmental information and participating in citizen participation.
– Masculinised community leadership. – Lack of knowledge of public and private institutions about the gender risks and impacts of projects. – Lack of regulations and guidelines for gender analysis in Environmental Impact Assessments (EIA). – Urgency of adopting a gender perspective in scenarios of conflict or judicialisation. – Lack of presence of women in the mining value chain. |
Incorporate minimum gender standards in the elaboration of EIAs, EIAs and management plans. | Number of provincial regulations that incorporate a gender perspective. | Survey of the social licence to operate with a gender perspective. |
| Stimulate the participation of women and LGBT people in consultation and monitoring mechanisms (quotas, diversify channels and calls for participation, care services). | – Number of spaces for participation carried out.
– Number of women and NTWs reached. |
||
| Implement measures to support the development of supplier enterprises led by women and NTWCs in the communities (financing, training). | Number of women and NTBCs benefited. | ||
| Gender-sensitive tendering and procurement processes that prioritise local enterprises or cooperatives led by and/or with a high presence of women and LGBT. | Number of companies and public agencies that incorporate enterprises in tenders. | ||
| Implement devices that bring the experience of mining activity closer to women and TTNB (educational projects, stands at mining fairs, visits to mining sites). | – Number of devices implemented.
– Number of women and TTNB reached through devices. |
||
Accelerating mechanisms for implementatio
The following table identifies cross-cutting mechanisms that are potential accelerators of the four Guidelines of this Roadmap.
| Mechanism | Actors involved |
| Local labour contracting laws | Provincial State (Legislative Branch) |
| Registries (suppliers, offenders, etc.) | National and provincial state (mining/production portfolio) |
| Economic incentives | National and provincial state (mining/productive portfolio) |
| Collective bargaining agreements and joint work councils. | Trade unions, enterprises, national and provincial government (labour portfolio) |
| Joint Health, Hygiene and Safety Committees | Unions, companies |
| Mining data and information systems | National and provincial state (mining/production portfolio), companies, trade unions |
| Seals, certifications and audits | National and provincial government (mining/production and gender portfolios), companies, certifying bodies |
| Labour and environmental inspections | National and provincial state (labour and environmental portfolio) |
| Free, Prior and Informed Consultation | Provincial State (mining/production and environmental portfolio), companies |
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Credits
AUTHORS
Juan Martín Argoitia, Mariela Magnelli, María de las Nieves Puglia, Tamar Finzi Warszawski, Daniela Schneider, Vic Pérez Ramírez, Soledad González Arismendi
SUPERVISION
Technical advisor: Cristina Muñoz. Regional Cooperation Project for the Sustainable Management of Mining Resources in the Andean Countries.
TECHNICAL ASSISTANCE AND SUPERVISION
Unidad Asesora de Políticas de Género formed by Lucía Peyrano and Florencia Aguilar
Secretaría de Minería de la Nación – Ministerio de Economía
