Gaining Insights on Career Satisfaction for Women in Mining

This paper presents the experiences and views of women involved in the mining industry as determined from a questionnaire that was circulated across the Canadian mining industry. Globally, there have been significant studies done to understand the historic and global variety of women?s participation in this industry1. The reason for focusing on women?s experiences here in Canada is because women?s percentage representation at 14.4% in the mineral industry workforce falls below the overall labour force average of 47.4%2. Notably, a recent article in the Globe and Mail newspaper points out that adequate representation of women in leading of organizations is more of a matter of competitiveness and innovation rather than purely a ?women?s issue?3. This paper will provide some insight into the reasons why women join and stay in the mining industry and shed some light into the reasons for the overall low representation in this sector. The authors believe, as stated in a study from the London Business School, that a gender-balanced workforce is one way of providing the best results in areas that drive innovation4. Women represent a key stakeholder group that can help enhance the mining industry?s sustainability through innovation. The women who responded to the questionnaire represent many different areas within the mining industry, including a broad range of roles in industry, government, academia and in the supplies and services sector. The paper is intended to raise awareness about issues that women encounter that contribute or detract from career satisfaction in the mining industry. The survey provides an overall understanding of why women pursue or work in mining, and why women either remain or choose to leave it. The advantages and disadvantages experienced by women are highlighted, along with a summary of the possible initiatives that could be undertaken by employers as opportunities to improve the attraction of the mining industry for career minded women. As well, the survey provides a summary of the top ten features that are already in place at various organizations and community groups that have been identified as key for supporting and encouraging women to join and remain in the industry. Not surprisingly, the survey identifies that one of the key ingredients for retention of women in mining is the provision of mentors and sponsors. Another key aspect for retention is the provision of progressive employment policies that address the need for a degree of flexibility in work hours and a culture of balance between work and personal life demands. The survey and results are portrayed only from a female perspective since it is largely women?s perceptions that will inevitably be transmitted to others who plan on entering the field.