WIM Reports

On this page you will find reports and articles written and commissioned by Women in Mining groups, mining associations and mining companies around the world around the issues concerning women in mining.

2017

Gender Sensitive Approaches for the Extractive Industry in Peru, 2017
As part of the World Bank Group’s work to implement the commitment, the Oil, Gas, and Mining Policy Unit of the World Bank has been engaging in community issues with a particular focus on women. As part of this ongoing work, the World Bank Oil, Gas, and Mining Unit has commissioned this research to examine these issues in Peru. The history of tension and conflict between companies and communities and the high degree of poverty at the doorstep of EI operations make this study important.

2016

Preliminary Findings on the Participation of Women in Mongolia’s Mining Industry, 8 March 2016
Women in Mining Mongolia Initiative (www.wimmongolia.org) carried out a research on the role and contribution of Mongolian women in the country’s extractive industry. The research covered not only private and government owned companies engaged in various geological, technical, mining and services fields but the country’s mining schools too. The comprehensiveness of study is also ensured by a number of people of the mining sector that have been counted for in this research.
According to the National Statistics Office data, there were 37 thousand people working in Mongolia’s mining industry at the end of 2014. The total number of employees of the companies that participated in our survey was 16,000 people so WIMM concludes that the survey has reached out to at least 35 percent of all worker of the country’s mining industry. This is why WIMM team is confident in the research findings as being accurate and reflective of the current situation.
The survey gives statistical profiles of the polled mining companies and data on women’s participation in the country’s extractive industry and discusses the situation with the wages disparity.
WIMM’s findings are very encouraging. Mongolian women present one of the highest in the world participation in the national mining industry as the survey numbers show.

See the report in English here and in Mongolian here.

2015

Mining for talent – a Review of Women on Boards in the Mining Industry, Part 3, Feb
This year, the report includes a review of financial performance indicators for the full three year period of our research, together with an analysis of results from qualitative data garnered from an online survey
As the report shows, there has been a significant improvement in gender diversity in senior management and board roles within the mining industry in recent years, but there remains significant work to be done in removing the remaining barriers for women in the industry. On current trends, it will take a further 25 years for the top 100 mining companies to reach the 30% critical mass of women in senior positions that has been found to have the maximum positive impact on company performance

2014

Women in Mining Career Connections, Gov of Newfoundland & Labrador, Canada, Oct 2014

WIMSA Survey July 2014
Women in Mining South Africa (WIMSA) conduct a research into what women are doing to empower themselves in the South African mining industry and effectively bridge the gender and wage gap and break through the perceived glass ceiling.
A broad spectrum of women completed the survey; students at university to almost retired, from operational to corporate levels. It is encouraging to note that 60% the respondents were younger than 35, showing that the industry is attracting younger women. The good news coming from the research results is that South Africa compares well to the rest of the world in increasing the number of women making up the work-force. We are still in the minority, but that isn’t a deterrent for women entering the industry, but a choice. The challenge, though, is not to increase the number of women in mining due to historical target setting but because it makes good business sense and to boost the mining industry as a great place for women to work. Published in August

New CaSE report: Improving diversity in STEM This new report brings together data and research from the last five years to build a picture of the current state of diversity in STEM, from education to the workforce. It is still the case that women, disabled people and those from ethnic-minorities or socially-disadvantaged groups are consistently underrepresented, particularly at senior levels, in science and engineering. Find out more and download the report, May 2014

Gender Equality in the Nordic Mining Industry, NIKK, 25 Mar 2014

NSW Minerals Council’s “Women in Mining: A snapshot” Survey results, March

Mining for talent – a Review of Women on Boards in the Mining Industry, Part 2, Feb This report is the second in a series of three undertaken by WIM (UK), analysing gender diversity at board level of the top 500 mining companies around the world. It is co-authored with PwC, and supported by Anglo American, BHP Billiton and Rio Tinto.

2013

MCA Workforce Gender Diversity Review , Jun 2013 Gender diversity in mining has historically been a story of female underrepresentation, with some encouraging but slowly developing signs of improvement in recent years. These developments have been well documented via studies and forums conducted by the MCA and its state affiliates, AusIMM, universities and other independent groups. The MCA (Minerals Council of Australia) Workforce Gender Diversity Review White Paper seeks to review this body of literature and those initiatives that have sought to encourage women into the industry, as well as retain and promote them. In reviewing this body of literature, the White Paper provides a series of recommendations and steps to ensure that ‘leading practice’ gender diversity practices are embedded in the industry’s culture in the same way as safety, sustainability and indigenous inclusion.

Mining for talent – A study of women on boards in the mining industry Part 1, Jan This is the first of three reports undertaken by Women in Mining (UK) in conjunction with our sponsors Anglo American, Rio Tinto, PwC and Latham & Watkins designed to widen the already well discussed debate about the lack of representation of women on boards to the mining industry.

Women in Male-Dominated Industries: Toolkit & Strategies This toolkit is designed to assist leaders in organisations to develop and implement constructive and sustainable strategies to increase the representation of women in non-traditional roles in male-dominated industries. It provides practical suggestions and examples of different kinds of workplace strategies and mechanisms across four areas of: attraction, recruitment, retention and development of women. Australian Human Rights Commission, 2013

2012

Pathway report A pathway report for Creating Gender Inclusive leadership in the Mining industry presented in partnership with Women in Mining Canada, Carleton University, and Xstrata Nickel, 2012

A Study on the Career Advancement and Retention of Highly Qualified Women in the Mining sector A thesis submitted by Courtnay Meaghan Hughes, The Faculty of Graduate Studies (Mining Engineering), University of British Columbia (Vancouver), April 2012

Longitudinal Study of the Work Experiences of Women and Men in the Australian Resources Industry (CSRM)

2011

Women: Women an Unmined Resource A report on female participation within British Columbia’s Mineral Exploration and Mining Industry, Nov 2011

Scan of Gender Equity Policies and Practices Newfoundland and Labrador Department of Natural Resources, May 2011 A scan of gender equity policies and practices to support the development of a gender equity policy framework in NL

Moving Forward: A Review of NR Sector Gender Equity Initiatives Government of Newfoundland & Labrador, May 2011 A summary of high level of company, government, union and third sector interest in gender equity

Take Action for Diversity: Changing the Face of the Canadian Mining Industry As part of its initiative called SHIFT: Changing the Face of the Canadian Mining Industry, the Mining Industry Human Resources Council (MiHR) contracted Graybridge Malkam to conduct the Take Action for Diversity research project. This primary research aims to expand upon published research, by exploring industry-specific barriers to the inclusion of the following target groups in the Canadian mining industry: • Aboriginal peoples • Mature workers • New Canadians • Persons with physical disabilities • Youth Based on findings from an earlier project, the research also addressed barriers faced by women. The research results will guide the Take Action for Diversity Network (Diversity Network), as it leads the development of new approaches and implements plans to help its member companies attract and retain staff from these target groups. 2011

2010

Aboriginal Women’s Employment in Non-Traditional and Resource Extractive Industries in Northern Manitoba: An Exploration of the Issues  Exploration of how Aboriginal women are participating in and experiencing employment within resource extractive industries in North Manitoba, July 2010

Ramp-UP A Study on the Status of Women in Canada’s Mining and Exploration Sector, Feb 2010

Career Satisfaction Gaining Insights on Career Satisfaction for Women In Mining, CIM – MEMO, 2010

2009

Why Gender Matters A resource guide for integrating gender considerations into communities work at Rio Tinto, 2009

Women in Mining: A guide to integrating women into the workforce This manual is a product of collaboration between Lonminand the International Finance Corporation (IFC). Women in Mining provides a conceptual framework and a step-by-step approach to integrating women into mining and other extractive and heavy industries. It also shows how companies can increase the benefits that women and their families receive from these industries. 2009

Resource Guide: Recruiting Women Workers in Non-Traditional Workplaces In June 2005, Facing the Economic Imperative: New Brunswick’s Five Year Wage Gap Action Plan (2005-2010) was launched to address New Brunswick‟s looming labour and skills shortage by better employing a largely under-utilized resource – women. New Brunswick‟s demographics point to not only a shrinking labour force, but also a rise in demand for skilled workers. An increase in skilled workers is critical to sustain our economy. Women are a key element of the solution because they represent nearly half of the labour force, yet many are not employed to their full potential. September 2009

2008

Attraction and Retention of Women in the Western Australian Resources Sector The Chamber of Minerals and Energy of Western Australian Inc (CME) commissioned the current study to build on recent research and initiatives of the Queensland Resources Council (QRC) and the Minerals Council of Australia (MCA) relating to the employment of women in the resources sector, and to provide a Western Australian perspective to the issues. Specifically, the project aimed to identify current strategies utilised by the Western Australian resources sector for the attraction and retention of women, and to determine positive practice principles that can be considered by the sector. Nov 2008

Mining for Diversity Mining Industry Human Resources Council, 2008 Innovative Attraction, Recruitment & Retention Practices in the Mining Industry

2007

Women in the Resources Industry – The Challenges of Attraction and Retention by Miriam Lyons-Stanborough, AMMA National Conference, April 2007

A report prepared for Tradeswomen: A Winning Ticket, a conference sponsored by the Ruth Wynn Woodward Chair in Women’s Studies at Simon Fraser University and the British Columbia Institute of Technology with the support of the BC Construction Association. Vancouver, April 20–21, 2007.

2003

The University of Queensland Centre for Social Responsibility in Mining (CSRM) has conducted a survey on behalf of Macquarie Securities and The AusIMM to ask our members about their individual experiences of working in the minerals industry, and about their views on factors which could impact them and the profitability and futuregrowth of the industry. Of the 1249 members who responded, 119 or 8.8% were female. The survey, included several questions on attraction and retention in the minerals sector, looking at things such as remuneration, work/life balance, mentoring etc. The survey also asked respondents to make suggestions about what companies could do to better retain people. A total of 858 members and 91 women provide qualitative answers to this question. The next step at The AusIMM will be to analyse what you wrote together with the quantitative data, to provide an overview of what members want from their professional lives, in different disciplines, at different stages of their lives and along gender lines. The report will be published in The AusIMM Bulletin. Of the 119 women surveyed there were: 41 geologists, 20 metallurgists, 11 managers, 6 environment professionals and 13 other. Over 70% were partnered but only 32% had dependent children. (Jul/Aug 2003)

Increasing Diversity of The Mining Industry Workforce: Stretegies for employers by The AusIMM Bulletin July/August 2003

A Study on the Career Advancement and Retention of Highly Qualified Women in the Mining sector Recommendations for organizations to improve the advancement and retention of highly qualified women in mining, 2003

2001

Tanzania: Women in the Mining Sector Report by the World Bank, Aug 2001

Pre 2000

”A Report to the “Women In Mining” Taskforce” by Catherine Pattenden, c/-Anthropology Programme, The University of Melbourne (November 1998).

Article by Lynda Bloom & Jane Werniuk, 1993
If you would like to make a submission to this section, please contact us at barbara@womeninmining.net