WOMEN IN MINING
& GENDER EQUALITY INITIATIVES
What is it like working as a woman in the mining and resources industry?
While Australia boasts one of the world's most significant mining sectors, the industry has historically been characterised by a predominantly male workforce, with women especially underrepresented in leadership positions, even today. However, as the global focus on diversity and inclusion intensifies, there is growing recognition of the need to address gender disparities and encourage greater balance within the mining workforce.
Join us in the ongoing discussion about the current environment, persistent challenges, and what it’s like to work in a (still) male-dominated industry. We examine initiatives underway to promote gender diversity, creating new opportunities in an effort to dismantle barriers and create a more inclusive and equitable workplace.
As of 2023, women hold 14% of executive positions in the Australian mining industry
Women currently make up 16-20% of the mining workforce in Australia
In 2023, four of the 200 ASX-listed resources companies had female chairs
WHAT EQUALITY MEANS
& WHY IT IS IMPORTANT
Are men really paid more than women, and if so, why?
A really good indicator to show the disparity between men and women in the workforce, is the gender pay gap. It is a numerical figure we can use to clearly measure and track trends. Across all industries, roles and employment types, men are earning $1 for every 0.78c a woman earns.
This does not explicitly mean that a man is being paid more than a woman for completing the same role - though this does occur.
Men are earning more than women for a number of reasons:
More men are employed in roles which attract a higher salary, for example, dangerous work, roles requiring technical skills or qualifications, and executive level roles. This is very common in the mining industry, though we are seeing a shift.
Historically, societal expectations separated men and women regarding working conditions and career aspirations - men were encouraged to work in trades or roles requiring greater physical exertion, while women were expected to stay home and dedicate their time to familial duties. Additionally, women more often than men take career breaks to raise children, disadvantaging their ability for progression, skills development and building superannuation.
Without encouragement or education, women are limited to what they are able to learn, and in turn, what work they are able to do and how much they earn. Through shifting the societal narrative, we can ensure that women have equal opportunities and are no longer left behind.
Increased organisational performance
Enhanced ability to attract new talent
Satisfaction and mental health
Productivity and economic growth
Organisational reputation
Improved employee retention
WOMEN-ONLY
INITIATIVES & OPPORTUNITIES
Without encouragement or education, women are limited to what they are able to learn, and in turn, what work they are able to do and how much they earn.
Is it lawful for businesses to advertise roles or offer apprenticeships exclusively for women?
Under the Sex Discrimination Act 1984 and state anti-discrimination legislation, it is generally unlawful for employers to discriminate or exclude individuals on the basis of sex or gender when recruiting and hiring employees, unless there is a genuine occupational requirement.
Exceptions under the law allow for certain measures to address underrepresentation or promote diversity, including gender diversity, in the workforce. The law allows for the implementation of special measures, which may include:
Targeted recruitment initiatives or training programs, designed to increase the representation of women in male-dominated industries or roles
Mentoring opportunities where either the mentor or mentee is a woman, addressing and providing/receiving support for gender-specific issues
Affirmative action such as setting targets or quotas for the representation of women in leadership positions or certain roles
New to industry and women in mining campaigns are a part of many large mining companies recruitment strategies. Keep an eye out for these on LinkedIn, following company social media accounts and signing up for mailing lists.
Championing for equality and opportunity in the mining sector
Women in Mining WA
WIMWA is a community of people, who rally to build a world where women can be equally valued and recognised in every part of the sector, and who believe that the industry is safer and more productive as a result.
AusIMM Women in Mining Network (NSW, SA, Tasmania, Victoria)
AusIMM is the peak body for professionals working in the resources sector, shaping careers, showcasing leadership, creating communities and upholding standards.
Women in Mining and Resources Queensland
A non-profit organisation dedicated to connecting, nurturing, and supporting women, and to influence improvements in gender diversity and inclusion outcomes.
Women in Resources Inc. (Northern Territory)
A voluntary, not-for-profit member organisation that represents and promotes women in the following sectors: construction, mining, oil and gas, transport and logistics and support services.
Indigenous Women in Mining and Resources Australia
Founded in 2017 to create a stronger connection amongst Indigenous women in Australia’s Mining and Resource sector, and to raise the profile of Aboriginal and Torres Strait Islander Women in Mining and Resources.
Respect in Mining Program
Department of Communities in partnership with Department of Mines, Industry Regulation and Safety (DMIRS) to deliver the Respect in Mining Program.
BHP Inclusion and Diversity
In 2016, BHP committed to an aspirational gender balance goal by 2025. The company’s global workforce grew from 17%, to more than 33% female representation in 2022.
Rio Tinto Leadership Programs
Through the Women in Aluminium program, Rio Tinto is increasing the number of women in operational leadership teams by recruiting talented women into roles where they are supported to develop their skills and contribute to positive cultural change.
STILL CURIOUS?
FURTHER READING & REPORTS
Studies, inquiries and independent reports into workplace culture, representation of women, and their experiences in the mining industry, executed by reputable and impartial parties
Rio Tinto Everyday Respect Report 2022
Rio Tinto published a comprehensive external review of its workplace culture, commissioned as part of its commitment to ensure sustained cultural change across its global operations.
AusIMM Women in Mining Survey 2021
This report on the 2021 AusIMM Women in Mining Survey provides data, insights and trends from the leading survey of women’s participation and experiences in the mining industry.
Mental Awareness, Respect and Safety (MARS) Program Landmark Study
Insights into experiences with a focus on creating mentally healthy workplaces, building a culture of safety and respect, and preparing for workplace safety in future mining.
Women in Mining 2022: You can’t be what you can’t see
EY spoke to more than 20 women from mining and metals companies across seven countries to explore the greatest opportunities to attract more women to mining.
News editorials and opinion pieces, gathering existing information to produce further insight and discussion
Australasia’s mining sector falling short on gender equality and empowering women, 8 March 2023
Why women are leaving the mining industry and what mining companies can do about it, 13 September 2021
‘Endless opportunities’ for women in mining, 4 December 2020
More women working at the top levels of mining, but there's still a long way to go, 30 September 2022
We can do better, 8 March 2023
How a Remote Australian Mine Became a Gender-Balanced Workplace, 13 July 2023
“Lifting the lid”: how the Australian mining industry can address workplace sexual abuses, 15 December 2022
Australian Women in Mining: Still A Harsh Reality, by Maryse Helbert
Book chapter for Feminist Ecologies: Changing Environments in the Anthropocene, eds L. Stevens, P. Tait, D. Varney, Palgrave Macmillan, 2018
From the gold rush in the 1850s to hydraulic fracturing which began in the mid-2000s, Australian economic growth has been heavily dependent on its capacity to dig and extract natural resources for the world market. The Australian mining industry has produced social, environmental and economic contradictions. In this chapter, Helbert applies a materialist ecofeminist critique as a means of showing how the gender gap supports increased mining and its environmental problems and how the distribution of benefits of the mining industry is due to capitalist patriarchalism. She shows how capitalist accumulation in mining areas impacts upon and intersects with inequalities of class, gender, ethnicity, race and location. The locations Helbert considers in this chapter are the mining communities of the Bowen Basin and Century Mine in Queensland as well as Kalgoorlie, Pilbara, and Pembleton in Western Australia. She proposes that an ecofeminist ethics can help locate alternatives to correct the unequal distribution of the risks and benefits of mining projects between men and women in Australian communities.
Gender equality can be a complex, challenging and heated subject.
Starting with your own reflection and education is a great place to start building an understanding of what gender equality means to you, gradually participating in the larger discussion, and advocating for true inclusion and balance.
There are many facets to explore:
Current gender representation in the Australian mining industry, including statistics on the proportion of men and women employed in different roles and in executive levels.
Gender pay gap, disparities in wages and remuneration between men and women performing similar roles, up to and including superannuation.
Barriers to entry and advancement faced by women in entering the mining industry and advancing to leadership positions. This may include issues such as stereotypes, biases, lack of access to training and development, and workplace culture.
Health and safety concerns impacting women working, such as access to appropriate personal protective equipment, facilities, and accommodations.
Work-life balance related to family responsibilities, childcare, and flexible work arrangements.
Diversity and inclusion initiatives by mining companies, industry associations and government agencies, recruitment programs, mentorship, leadership development and cultural change.
Relevant policies, legislation, and regulatory frameworks aimed at addressing anti-discrimination, gender reporting requirements, and workplace diversity policies.
Success stories and best practices exemplifying successful gender diversity and inclusion initiatives, and how these strategies have led to positive outcomes in terms of improving gender balance, fostering inclusive workplace cultures, and achieving business objectives.
Future outlook and insights for gender equality in the mining industry, including emerging trends, opportunities, and areas for further progress. Discuss the potential benefits of greater gender diversity and inclusion for the industry's competitiveness, innovation, and sustainability.
