Retaining & Accelerating Talent in PGMs Through Cross-Company Mentoring

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The platinum group metals sector sits at the intersection of global industry, technology and the energy transition. As demand shifts and supply constraints persist, organisations are being asked to deliver resilience alongside operational excellence. In this context, talent is not a background issue but a strategic one.

This is the backdrop against which the Women in Platinum Group Metals cross company mentoring programme, delivered by Moving Ahead, plays a timely and important role.

Why retention and progression matter now

For a sector built on deep expertise and long career arcs, just as essential as attracting new talent is ensuring progression, visibility and long term retention for those already within it. But it’s also about who progresses and stays.

This is not a challenge any single organisation can address alone. In a connected sector like PGMs, where skills and experience move across company boundaries, talent development drives knowledge transfer and innovation – but without clear pathways for professional growth and career progression, it can also contribute to mid career attrition, particularly for women who may have fewer visible role models or support at critical transition points.

Wilma Swarts, chair of Women in Platinum Group Metals and director of PGM research, Metals Focus, explained: “Over the past three years, the Women in Platinum Group Metals mentoring programme has been a genuine force for good in our industry. Where else would a young aspiring business development consultant in the recycling industry or mining process engineer get one-to-one time with a CEO or a senior trader with decades of experience?”

The power of mentoring

The Women in Platinum Group Metals programme brings together mentors and mentees from across the sector in a world-class mentoring experience delivered by Moving Ahead – a leading global expert in structured cross-company mentoring. It is designed to support women’s progression by combining purposeful matching, clear expectations and a strong focus on practical career outcomes.

“When mentoring is intentional and well-structured, the impact is felt both in individual confidence and in the strength of the wider talent pipeline. This programme sends a clear and important message: women are supported, valued, and have a future in this sector. For many participants, it has been genuinely game-changing — and that is exactly what we set out to achieve”, Swarts added.

At its core, the programme is built on a simple premise: talented women are more likely to stay and progress in the sector when they have access to experience, perspective, challenge and supportive networks. Cross company mentoring creates those conditions at scale and adds an important additional dimension. By pairing participants with mentors from outside their own organisation, it enables more open career conversations, broader sector insight and access to networks that extend beyond internal structures.

Liz Dimmock, founder and CEO of Moving Ahead, said: “Cross company programmes create space for honest, high quality and timely career conversations that individuals don’t always get access to elsewhere. We’ve worked with over 400 organisations and 40,000 individuals globally since 2014, and cross-company mentoring consistently creates a positive impact on both mentors’ and mentees’ careers, with a ripple effect across the sectors they work in”.

Voices from the programme

Programme impact data shows improved confidence for mentees, who report benefiting from external perspectives within the sector, and mentors who describe participation as a mutually beneficial, positive and fulfilling experience. A number of mentees even report promotions, expanded responsibilities and role moves within just nine months on the programme. Beyond policy and regulation, infrastructure innovation is emerging as a significant driver of change. One of the most notable developments is the rise of ATM Gold (also referred to as Gold ATM or ATGM), which enables automated buying and selling of physical gold.

The stories of individual mentors and mentees provide powerful insight into how cross company mentoring supports careers in practice.

Doris Bao
(Director, Gold Harvest Management) – Mentor and mentee

With over 20 years in the precious metals market, Doris joined the programme as both a mentor and a mentee while navigating a major career transition. Moving from a senior banking role to independent consulting prompted questions about confidence and direction. One mentoring conversation proved pivotal. “She encouraged me to be myself and follow my heart,” Doris explains. “That moment really touched me”. The programme helped her reframe self-doubt and move forward with confidence.

As a mentor, Doris saw similar shifts in others. “They became more positive and more confident”, she says, reinforcing her belief in mentoring as a powerful accelerator of sustainable careers in PGMs.

Anna Marchisio
(Business Development Manager, Critical Raw Materials Recycling Hensel Recycling GmbH) – Mentor

Now in her third year as a mentor, Anna has seen clear shifts in how mentees approach decisions and progress. Despite these challenges, Indonesia’s direction is clear. With strong policy support from OJK, growing industry participation, and infrastructure innovation such as ATM Gold, the country is well-positioned to unlock the full potential of its gold market.

One mentee arrived “completely confused” and unhappy in her role. Through mentoring, she made concrete changes, explored internal opportunities and gained clarity without needing to leave her organisation. “It was quite a change”, Anna explained, “But she moved from being puzzled to being extremely focused”.

Another mentee accepted a new external role after Anna deliberately stepped back. “I just listened”, she said, allowing the mentee to act “with her own courage, without pressure”. For Anna, impact lies in confidence, agency and sustained forward movement.

Maitshoko Tumane
(Consultant, ERM) – Mentee

Maitshoko joined the programme while questioning her career direction and confidence to move closer to the mining sector. “I was at a point where I didn’t know whether to turn left, right, or pause”, she explained. Through mentoring, she reframed self judgement and took tangible steps forward — updating her CV, posting on LinkedIn for the first time and reaching out directly to industry contacts. “I was very afraid of putting myself out there,” she said. “Now I take baby steps, and that’s a big change”.

For Maitshoko, the programme translated reflection into action, building confidence, visibility and momentum.

Karen Otto
(Group Marketing Manager, Northam Platinum Holdings Limited) – Mentor

As a mentor, Karen has seen how mentoring accelerates career movement. One mentee reassessed her direction, gained confidence and ultimately transitioned into a new technical field. “She just needed guidance on how to approach the conversation,” Karen explained. That support helped the mentee secure training and a new role elsewhere.

Equally impactful was Karen’s own shift in approach. “You think you’re helping”, she reflected, “But sometimes you’re actually getting in the way”. By stepping back, Karen enabled autonomy and growth — reinforcing that mentoring impact often lies in listening, not leading.

Mel Devine
(Sales Operations Specialist, Valterra Platinum) – Mentee

With decades in PGMs, Mel joined as a mentee to gain perspective at a pivotal career stage. “I needed direction — an outsider’s view of my options”, she explained. Her mentor helped her reconnect with networks, explore consultancy pathways and rebuild confidence about the future. “It’s been a huge confidence booster”, Mel said.

Her mindset has shifted: “I now put myself in rooms and conversations differently”. For Mel, the impact lies in clarity, renewed agency and readiness for a sustainable next chapter.

Strengthening the sector through collaboration

As the sector continues to navigate change, sustained investment in people will remain essential. Done well, mentoring ensures that more women can see, pursue and sustain long term careers in platinum group metals, to the benefit of individuals, organisations and the industry as a whole.