Rewards and Frustrations of Female Mining Engineers

Introduction More and more women engineers are joining the traditionally male mining industry. Are they successful? Do they encounter special problems? How do men in mining respond? How can the mining industry effectively use its female resources? What contributes to the success of a woman in mining? What can male engineers do to ease the entry of female professionals into the workforce? An STM survey conducted last spring provided some answers to these questions. All BS graduates in mining, mineral engineering, and extractive metallurgy from 1960-1979 were surveyed. Nearly 60% of the female graduates, from 17 universities, completed questionnaires. The women were asked why they chose mining, how they relate to predominantly male co-workers, what job skills they have gained, and what areas of work they most enjoy. They were also asked how problems of a two-career family are solved. Data were gathered on salaries, titles, specialties, and products handled. Respondents, assured of confidentiality, are identified only by title. Many male mining executives were also questioned for their advice to women in mining. Profile of the Survey Participant The "typical" female mining engineer works with coal, is employed by an operating company, feels she works very hard to prove her abilities, does not want to be treated as an anomaly, and someday wants to be an independent consultant. Of the respondents, 44% listed coal as the most familiar product, 12% said copper, and the rest listed products from industrial chemicals to oil. Titles varied widely but women managers are rarely found. However, the majority of the survey population graduated after 1976 and thus lacks substantial experience. Of 102 female graduates, only 25 graduated before 1977. Since then, there has been a steady increase. The American Association of Engineering Societies reported that in 1980 more than 100 degrees were awarded to women in minerals engineering. Education Highly Valued Twenty-two percent of the women surveyed had graduate degrees, 38% planned further education, and 12% listed a PhD as their goal. The majority of graduate degrees are in technical fields. There were only two MBAs. Five women intended to pursue law degrees, and one woman, with a mining engineering degree and an MBA, is a part-time law student. Along with advanced education, the women agree that production experience is needed for career advancement. However, only 28% of the women have worked in production. Many women, especially younger grads, commented that these are the toughest jobs to get. This is a universal complaint, from males as well as females, though women seem to encounter more opposition. Several women mentioned they were small or slight of build and managers tended to shy away from hiring them for production jobs. Two-Career Marriages The most difficult problem for two-career couples is relocation. Whose career takes priority? Fifty percent of the women said transfers or offers would be examined on a case-by-case basis, weighing pros and cons for both parties. The husband's career took priority with 47% of the women; their own careers, with 3%. These statistics conflict with comments from two employee relations managers. Both said most female engineers they've encountered are married to men who follow their wives' careers. Seventy per cent of the married respondents said their husbands were also engineers. Four said their husbands were engineers at the same company. Some male and female engineers met on the job; others joined the company as a "package deal." Both partners being engineers can ease relocation problems, since an area or company offering one spouse a job can often provide a spot for the other. A company may benefit by getting two new hires for the relocation costs of one. Most companies contacted have policies that allow married couples to work at the same division, but discouraged them from working in the same department. With 40% of today's marriages ending in divorce, one risk is that one or both parties may quit. One personnel executive said there were several couples, each spouse in a different discipline, who were work¬ing out very well at his division. However, he recognized the potential for problems if, for instance, one gets promoted and the other doesn't, or salary increases are unequal. The personnel executive said he has actively recruited married couples, and would again, were each person competent.