When you imagine a mining worker, what do you picture? Perhaps a grizzled white man in a helmet and high-vis, or a group of men in suits sat around a table? For many, mining is seen as a male-dominated industry, often hostile to women.
This has led to efforts to recruit more women into mining, but how much impact have they had? Law firm White & Case attempted to answer this with their new report “Changing the face of mining”, a review of women on boards and in C-Suite positions in the mining industry over the past ten years.
The research, developed in partnership with ARCH Emerging Markets Partners and Women in Mining UK, shows some progress, but arguably not enough. According to the report “at the current rate of change, it will take the top 100 listed mining companies until 2026 to reach a 30% critical mass [of women on boards and executive-level positions, which research shows correlates with better], and until 2030 for the top 500 listed mining companies to do the same”.
Here, Rebecca Campbell, head of the Global Mining & Metals Industry Group at White & Case, and Amanda van Dyke, managing director of the ARCH Sustainable Resources Strategy, discuss the report and what it reveals about gender diversity in the mining industry.
Kit-Million Ross: What is the purpose of this research report?
Kit Million Ross: Has the rate of progress for women in mining in the past decade been better or worse than you expected?
While these figures constitute significant progress, the low average upon which they are based is a disheartening reminder of just how much still needs to be done to increase female participation in the mining industry. Women taking on senior leadership roles in the industry is still relatively uncommon, and the mining industry mining continues to lag behind other key industries with one of the lowest female board participation rates in the world.
Kit Million Ross: Did anything that came out in the report surprise you?
Kit Million Ross: In your opinion, what are the biggest hurdles for women in the industry? How can they be addressed?
To overcome these barriers, cultural changes must start at the top with executives taking gender inclusion seriously. Training and mentorship programs, flexible work arrangements, and gender diversity promotion at all levels are crucial, and a focus on female retention to build a sufficient pipeline of female recruitment. Systematic efforts to eliminate gender pay gaps are also essential. Companies must mandate executive actions to promote, recruit, and include women, not merely ask for compliance.
Kit Million Ross: In recent years, there have been multiple stories about female miners being bullied and sexually harassed in the workplace, with some reporting that this is widespread and normalised. How can mining firms put a stop to this?
Creating an anonymous reporting system to encourage victims to speak up without fear of retaliation is important. Establishing clear policies and procedures for handling complaints and conducting impartial investigations. Regular monitoring and audits of workplace practices to ensure compliance and swift action against perpetrators. All these steps can help create a safe and respectful work environment for all.
Kit Million Ross: Do you think that more women in C-suite positions at mining firms can create a safer environment for women on the ground? Why?
Kit Million Ross: Ten years from now, how would you like the face of the mining industry to look?
A diverse board brings different experiences, perspectives, and skills to the table, resulting in more effective decision-making, better risk management and improved overall performance. The representation of women on mining boards is more than a matter of equity and social justice, it is also a sound business decision, tapping into the full range of talent available.
