Khadija Mwangi took the helm of a mid-tier African mining company at 41, becoming one of the few women to lead a publicly listed mining group on the continent. Three years into her tenure, she has overseen a 40% reduction in the company's carbon intensity, the launch of a continent-wide women-in-mining mentorship programme, and a share price that has more than doubled.
SM Mining News caught up with her on the sidelines of the African Mining Indaba in Cape Town.
SM Mining News: You've been vocal about the need for real change in how African mining companies approach gender equity. What does that mean in practice?
Khadija Mwangi: It means moving beyond statistics on a diversity slide in an annual report. The real test is whether women are in the operational leadership pipeline, not just in HR, sustainability, or communications, but in mine management, technical roles, and on the board with genuine influence over capital allocation decisions. We are still far from that position across the industry.
SM Mining News: Is there a business case that resonates with boards that may not be convinced by equity arguments alone?
KM: The business case is clear if you look at the evidence honestly. Diverse leadership teams consistently demonstrate better risk assessment, stronger community relations, and lower rates of operational incidents. The social licence to operate, arguably the most valuable and fragile asset any African mining company holds, is far more easily maintained when the workforce reflects the communities being mined.