Empowering women in mining: Proven strategies to boost hiring and retention rates

Women have been involved in the mining sector for decades. They have performed various roles on the job site, from managing mining projects to operating mining vehicles.

Nevertheless, the number of women working in this sector is few and far between; thus, mining is still seen as a male-dominated industry.

However, the industry is continuously evolving and more opportunities for women to build a fulfilling career in mining are starting to emerge. Additionally, more mining companies are recognising the impact women can create in the industry and how they can help them achieve higher levels of productivity and innovation.

For mining operations who want to contribute to equality and create a gender-friendly working environment, here are some strategies to make mining an attractive and rewarding career for women:

Improving work conditions and amenities

Due to the harsh and hazardous conditions associated with mining, it’s often assumed that the work environment is more for men. That said, mining is a dangerous industry in general. Thus, by prioritising work conditions and amenities, the industry will be more appealing to both men and women.

When it comes to hiring more women, however, it’s not enough for companies to ensure they’re upholding the highest safety standards. They must also provide personal protective equipment (PPE) that fit women correctly and redesign facilities to be more accommodating.

For example, installing proper sanitary facilities to meet the needs of all employees, regardless of gender, is crucial. Many mining sites are typically designed with men in mind, so they often lack adequate restrooms or changing areas for women. As such, updating these facilities is a basic yet essential step.

Beyond basic amenities, the implementation of advanced safety equipment can also significantly improve working conditions. For instance, using a high-quality dust suppression system is vital in reducing airborne particles that can cause respiratory issues, a health risk particularly concerning in mining environments.

Lastly, advancements in technology have made it possible to reduce the physical strain associated with mining. With the advent of automated machinery, remote-controlled equipment, and digital monitoring systems, the physical demands of mining jobs have been greatly reduced and such jobs are now more accessible to women.

Ensuring women receive a competitive salary

In any industry, equitable compensation is a key factor in attracting and retaining top talent — and mining is no exception. Ensuring that women receive a competitive salary is not only a matter of fairness, but also essential for positioning the industry as an attractive career option for women.

Historically, there has been a significant gender pay gap in many industries, including mining, where men have typically occupied higher-ranking, higher-paying roles. To bridge this gap, companies must implement transparent and unbiased salary structures that reward skills, experience, and performance rather than any other factor.

One approach in achieving pay equity is through regular audits of compensation practices. These audits can identify discrepancies in pay between male and female employees in similar roles, helping companies make necessary adjustments.

Additionally, publishing salary ranges for specific roles and making these figures accessible to employees can promote transparency and trust within the organisation. Such practices ensure that women are aware of their earning potential and can negotiate their salaries with confidence.

Providing opportunities for career growth and advancement

As mentioned earlier, the mining industry has historically been dominated by men. This results in a lack of female representation in leadership and technical roles, which can then cause disparities in policy-making and other crucial areas.

To change this, companies must create clear and accessible pathways for career progression that are open to all employees, regardless of gender. A great way to do this is through targeted mentorship and sponsorship programs.

Mentorship allows women to gain insights, guidance, and support from experienced professionals who can help them navigate the challenges of the industry. Sponsorship, on the other hand, goes a step further by having senior leaders actively advocate for women, helping them secure promotions, high-visibility projects, and leadership roles.

Offering professional development programs tailored to women can also make a significant difference. These might include leadership training, technical skills workshops, and networking opportunities that are specifically designed to address the unique challenges women may face in the mining industry.

Furthermore, companies should ensure that their promotion criteria are transparent and based on merit. By clearly outlining the skills and experiences required for advancement, women can better understand what is needed to progress in their careers and work towards those goals.

Implementing inclusive policies

Inclusive policies are vital for fostering a workplace culture where women feel valued, respected, and supported. As such, their implementation can make a significant difference in attracting and retaining female talent.

These policies should address a wide range of issues, from recruitment and retention to workplace behaviour and support systems. This way, the mining industry can break down the barriers that have traditionally limited women’s participation and success.

The first step to creating an inclusive workplace is to establish and enforce a zero-tolerance policy towards discrimination and harassment. Women in male-dominated industries often face challenges such as bias, stereotypes, and sexual harassment. Clearly communicating that such behaviour is unacceptable and will be met with strict consequences enables companies to create a safer and more welcoming environment for women. This should be backed by training that teaches all employees on recognising and preventing discrimination and harassment, as well as by providing clear channels for reporting incidents without fear of retaliation.

Furthermore, implementing family-friendly policies, such as extended and paid parental leaves, can make the mining industry more attractive to women who are or plan to become parents. These policies must extend to adoptive parents and families of all types, reflecting a commitment to inclusivity.

When women are given the tools and opportunities to thrive in mining, they contribute unique perspectives and skills that drive progress. The strategies mentioned here are only a few of the many that mining companies can implement to create a supportive environment that attracts and retains talented women in the sector.