What Women in Mining Want

With the next mining boom looming, the industry will once again struggle to meet skills needed as the current generation boomers are set to retire. In order to meet these needs it is going to need to focus on what underutilised human resources - in particular women - want!   Women comprise around 14 per cent of the mining workforce, compared with a 45 per cent participation rate in the work force overall. Within the industry, women still make up only one per cent of trades people, eight per cent of operators/production employees, 12 per cent of engineers and 11 per cent of executive management.   It may be worth pointing out that mining has an age profile skewed towards the older end of the spectrum. When it comes to employee retention, what women want may be a good starting point to examine, more broadly, what all employees might want (but are too afraid to ask!).   Women in mining want the following: To be scrutinised for their work and performance, not their personal lives, appearance or relationships. True pay equity. This is addressed at lower levels between companies but at professional levels the salary differentials begin to appear and little is done to identify why this continues to be the case. Recognition and acceptance that women can have different work-styles, and that diversity of work-styles is an asset to be nurtured not a threat to be neutralised! Recognition that a more diverse workforce demographic that better reflects society at large will assist the company in its dealings with many diverse stakeholders from society at large. For employers to recognise that a career break to accommodate caring responsibilities does not mean that an employee's commitment to progressing their career is any less than that of someone who has not taken a career break. Similarly, for employers to recognise that working part-time for to accommodate caring responsibilities does not mean that an employee's commitment to progressing their career is any less than someone who works a more traditional roster. Access to affordable and quality child care compatible with mining rosters in mining towns. Zero tolerance for bullying and harassment, and workplace cultures that promote respect and safety. This is an ABSTRACT ONLY no paper was prepared for this presentation.