Mining industry still well behind in gender equality: report

The Responsible Mining Foundation has reported that among mining companies researched, there is still little effort being made to address gender imbalance in the mining workforce, or support for other women’s equality issues.

A gender session was held this year at PDAC 2019 convention (Prospecting & Developers Association of Canada), the world’s largest mining conference, which would not have been on the program a decade ago. Delegates heard personal stories from female mining executives of how they had been ignored, sidelined or abused earlier in their careers. They also heard about the #MeTooMining initiative and its practical advice for what witnesses of sexual harassment or violence can do. And mining company representatives talked about their efforts to overcome the biases and barriers limiting the recruitment and retention of women workers.

The RMF says that the business case for gender-aware mining is now well established and it is no longer a question of ‘why should’ but rather ‘how can’ mining companies better address the needs and interests of women workers.

However, the gender-related results of the Responsible Mining Index (RMI) 2018 survey show that most of the 30 companies assessed show little or no evidence of efforts to strengthen the gender balance of their leadership and governance teams. The companies scored an average of only 4.5% on the question of implementing interventions to bolster the diversity and inclusivity of their boards and senior management. These results tie in with other research that has shown very low levels of women’s participation at these levels.

Beyond board and senior management levels, there is also much room for improvement in gender diversity across companies’ entire workforces. Estimates suggest that women occupy approximately 10% of jobs in the large-scale mining sector. Gender-based bias and discrimination in hiring practices play a role in this, as do work schedules that interfere with family responsibilities and cause social isolation, making mining work unattractive for many women. It is also worth remembering that up until relatively recently, women were prohibited from working in underground mines in many countries. The bans on women underground miners were repealed, for example, in South Africa just 10 years ago and in India only this year.

Companies stand to benefit from having more women in their workforces. Research indicates that a more gender-balanced board and leadership team contributes to stronger environmental, social and governance performance, which in turn leads to better business performance. Higher female workforce participation can also raise attendance and retention rates and reduce organisational risks within businesses. Mine managers cited that greater gender diversity fostered innovation and improved team dynamics and communications

Encouragingly, some companies are leading the way on promoting gender diversity. One leading practice identified in RMI 2018 was the plan of action set out by BHP to achieve gender parity across the company by 2025, including linking the bonuses of the most senior staff to achieving a 3% increase in female staff each year. And Goldcorp, for example, has a comprehensive training, development and mentoring program specifically for its female employees, which focuses on the women’s personal and professional growth. Another leading practice identified in RMI 2018 was the commitment by Newmont, as a member of the Paradigm for Parity Coalition, to achieve gender parity in senior management by 2030, with a near-term goal of women holding at least 30% of senior roles. Other companies, including for example Goldcorp, AngloGold Ashanti and Anglo American, have set similar targets for women’s representation on their boards.

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