Mandatory Quotas and Women's Representation on South African Mining Boards: Levelling the Field or Perpetuating Inequalities?

Globally, women have been a minority in corporate boardrooms for decades, with little improvement witnessed over time. Even with the introduction of quota legislation, boardrooms worldwide are slow in recruiting and retaining women directors. This study examined the impact of quota policies, specifically the South African Mining Charter, on board representation in South African mining companies. In-depth interviews with 36 board members (20 women and 16 men) across six Johannesburg Stock Exchange-listed (JSE) mining companies formed the basis of the analysis of the implementation of the quota system. By means of thematic data analysis, the findings of this research revealed contrasting outcomes of quota system implementation in the mining sector boards of quota policy implementation. Firstly, findings show that quotas propelled compliance-based appointments, which were not skills- or merit-based. Secondly findings showed that the quota system facilitated the recruitment of more black women to boards by signalling a tick box exercise, which facilitated a negative board reception. Several black women experienced a sense of mockery, leading to a need to prove their competence, which often resulted in an added burden, particularly for women who regarded themselves, as competent as their male counterparts. Regardless, the women interviewed affirmed that quota targets needed to be imposed with more focus on merit-based recruitment to enhance the radical transformation of board compositions. This research provides valuable insights for policymakers, industry stakeholders, and scholars seeking a comprehensive understanding of the dynamics surrounding the implementation of quota legislation. It concludes that quotas are required to enforce radical changes in the gender composition of boards. The implementation of quotas through a competitive recruitment process aimed at selecting skilled women is recommended. A critical mass board (at least three women) as a minimum threshold is recommended to ensure that women are empowered to transform board compositions, cultures, and influence decisions.