Mining Workplace Culture and the Careers of Highly Qualified Women

At 14%, the representation of women working in the mining industry is the lowest among primary industry categories in Canada1. With reference to mining operations and senior leadership, the gap in the industry is even more pronounced. In an effort to narrow the gender gap, recent industry, education, and policy efforts have been made to increase the number of women entering the industry through career awareness and early career recruitment strategies. These strategies implied that by increasing the numbers of women entering the industry there would be a natural progression of women into the hierarchies of organizations. Efforts to retain women in the industry have focused around removing career barriers such as reviewing flexible work practices and programs directed at work life balance. At this time, these efforts have resulted in negligible fluctuations to the gender gap within the industry. This research investigates the under-representation of Highly Qualified Women (HQW), and the interaction of workplace culture on their career advancement and retention within the industry. HQW (women with a bachelor?s degree or higher) are the focus of the work as they represent an essential source of leadership and technical capacity for mining organizations. This paper is based on the results of a survey of 170 HQW working in the Canadian mining sector. The findings from this research suggest that HQWs careers in mining are stalled, despite a strong indication by respondents of interest in their professional career advancement. With regards to workplace culture, respondents indicated that blatant forms of gender discrimination have been reduced in mining workplaces; however, exclusion from informal networks, implicit bias and subtler forms of workplace discrimination persist. Utilizing a framework to assess the workplace culture for women in attracting and retaining their employment, respondents provided detailed information on the aspects of workplace culture that are most problematic in relation to women?s career development in mining. Women consistently identified problematic workplace culture as a significant barrier to the career advancement and retention of women within the industry. The representation of women within the labour force will likely remain stagnant until the industry addresses workplace culture within the industry, and makes strategic efforts to develop inclusive cultures throughout mining and supportive organizations.