How miners can accelerate gender diversity

In brief

• Female participation in mining remains low and may deprive companies of critical skills and innovation at a time of rapid transformation.
• Our conversations with more than 20 female mining and metals leaders across seven countries offer insights into how to increase gender diversity.
• Practical steps miners can take to improve how they recruit, retain and promote women.

The bad news? Gender diversity in the global mining and metals sector remains too low at 12%, with female participation in Australia faring slightly better at around 19%. The good news is that there is huge will from companies, investors and stakeholders to accelerate progress, and some inspiring female leaders are ready to help drive change.

We spoke to more than 20 women from mining and metals companies across seven countries to explore the greatest opportunities to get more women in mining.

1. Rebrand and rethink recruitment

Traditional recruitment practices overlook many promising women. Shifting the focus from purely technical experience can uncover more female candidates while actively countering bias and making diversity metrics part of leaders’ remuneration can get them hired.

Miners will also need to work harder to attract a new generation of purpose-driven women. Highlighting the role of mining and metals companies as enablers of a digitally driven, clean energy future can help. As Amanda Lacaze of Lynas Corp says, “Without minerals and mining, we would be unable to enjoy the lifestyles that we love in the 21st century.” 

2. Break down barriers onsite and in the office

“Stepping into a mine site can still be a pretty confronting cultural adjustment for many women,” says Tijana LaBianca of South32. Too often, women still feel unwelcome and even unsafe on remote sites, where rigid rosters and shifts make it hard to balance work and family life. Meanwhile, women in corporate headquarters can hit a glass ceiling without onsite experience. Miners must address the different barriers preventing women from progressing in their careers by urgently closing infrastructure and safety gaps onsite, and taking creative approaches to promotion.

3. Create equitable career paths

Too few women make it to leadership positions in mining and metals companies. Says Andree St. Germain of Integra Resources, “It's a boy’s club and it makes you question: will I be accepted as a woman? Will I be respected as a woman?”. Companies must commit to identifying and exposing cultural bias towards men with traditional technical experience if they are to build a pipeline of female leaders. Creating alternative, equitable career paths and championing mentorship and sponsorship can give women the confidence to take bolder risks and reach C-suite positions.

4. Can quotas make a tangible difference to female representation?

Are quotas the answer to accelerating gender diversity in mining? Opinion is divided. Some of the women we interviewed pointed to evidence that in markets with quotas, such as South Africa, female participation in the industry has improved. Others argue for data-backed targets and say quotas may have unintended negative consequences. Explains Michelle Lawson of WIMNet NSW, “My main issue with quotas is that women may be marginalised and viewed as tokens rather than having achieved the role through merit.” The debate highlights the need to explore different strategies and incentives to fast-track progress.

Seizing the opportunities of a gender-diverse workforce

Better recruitment, retention and promotion of women is a business imperative for mining and metals companies. In the midst of industry transformation, organisations just can’t afford to miss out on the skills and innovation of a gender-diverse workforce. Organisations that can accelerate progress can win the confidence of investors, strengthen their licence to operate and access a strong, sustainable future.

You can read the full report here and view our interviews with women in mining here.