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Women in Mining Network (WIMNet)

This presentation by Kate Sommerville at the Underground Operators Conference highlights the importance of an engaged workforce in the mining industry, focusing on women's participation and the barriers they face. It provides actionable recommendations for organizations to retain female talent and foster employee engagement, supported by insights from Gallup's Australian Engagement Study. The session emphasizes the need for fair treatment and equitable practices, showcasing successful examples from industry leaders. Together, let’s create a more inclusive mining sector where everyone thrives.

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Women in Mining Network (WIMNet)

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  1. Women in Mining Network (WIMNet) Presentation to Underground Operators Conference, April 2008By Kate Sommerville on behalf of Women in Mining Network

  2. Talk outline - WIMNet • The value of an engaged workforce • Revealing barriers to the participation of women in mining • Recommending some ideas for your organisation • Highlighting some great examples already out there in the mining industry

  3. Types of employees: • Engaged • Not engaged • Actively disengaged Gallup's 2006 Australian Engagement Study

  4. Types of employees: Results – Australia all industries: • Engaged 21% • Not engaged 61% • Actively disengaged 18% => $32 Billion/year Gallup's 2006 Australian Engagement Study

  5. WIMNet - Vision “A mineral resources industry where all participants are treated fairly and equitably and which is admired for its people and its leadership.”

  6. AusIMM Survey – Gender Pay Gap Table 1 AusIMM Remuneration survey ‘07 • Females on significantly less- table 1 • Females work on average less hours than men, but it is still less when adjusted and put into hourly rates- table 2 • No significance site, city or FIFO Table 2 Level 1=graduate, Level 5= Snr Manager with dept reporting

  7. WIMNet Workshop – November 2007 • Present • Richard Johns (Facilitator) • Peter McCarthy • Sue Border • Kate Sommerville • Donna Frater • Monika Sarder • Helen Drousas • Stephanie Omizzolo • Alison Keogh • Sandra Close • Karin Baxter • Miriam Lyons-Stanborough • Sabina Shugg • Deming Whitman • Jackie Waters Sponsors: Oxiana BMA Coal AMC Consultants Artemis Search Richard Johns

  8. Gender Pay Gap • x

  9. WIMNet Future Activity Efforts • Change to influence companies more • Work more with kindred bodies • Work more with branches

  10. What your organisation can do to retain more women – Ideas 1 of 3

  11. What your organisation can do to retain more women – Ideas 2 of 3

  12. What your organisation can do to retain more women – Ideas 3 of 3

  13. What your organisation can do to retain more engaged employees • Ask for input • Do the business case • Culture - value all employees • Consciously monitor participation, promotion and pay gaps • Maternity leave • Childcare • Flexibility • Support • Promote success

  14. Organisations that are doing great stuff QRC 2008 Resources Awards for Women (RAW) March 2008

  15. Key Messages Growth = employees that are engaged • There is still plenty that can be done to engage women and the workforce as a whole. • Some mining companies are already doing this and seeing positive results • Promote your good practices

  16. We all want the same thing… Let’s make it happen!

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