Breaking Barriers in the Mining Industry Challenges for Minorities and Women

In the male-dominated world of mining, women and minorities have historically encountered a variety of obstacles, ranging from entry barriers and workplace discrimination to safety concerns.

The article explores the challenges faced by women and minorities in the mining sector, despite recent progress in promoting diversity and inclusion, and the ongoing efforts being made to overcome these obstacles.

Impediments to Entry:

The mining industry faces significant obstacles for minorities and women due to historical racial bias and limited access to education, mentorship, and networking opportunities. However, initiatives like scholarships, mentorship programs, and outreach are being implemented to encourage women and minorities to pursue careers in mining-related fields like geology, engineering, and the environment, aiming to create a more diverse workforce.

Employment Discrimination:

Mining companies are addressing discrimination and bias in the industry, aiming to create a culture of respect and equality. This includes implementing diversity and inclusion policies, providing training to employees and managers, and addressing unequal treatment and promotion of women and minorities.

Safety Considerations:

Mining is a hazardous occupation, causing discouragement for women and minorities due to safety concerns. Safety gear is often designed for males, making it difficult for women to feel protected. Companies are redesigning equipment and enhancing training programs to address these issues.

Professional Advancement:

Mining companies are addressing career advancement challenges for women and minorities by providing mentorship and sponsorship, thereby promoting diversity in management and decision-making positions, thereby ensuring their voices are heard in decision-making processes.

Psychological Health and Well-Being:

Mining labor can negatively impact mental health, particularly for minorities and women. Despite this, support and mental health resources are becoming more prevalent in the industry. Companies offer counseling, employee assistance programs, and awareness campaigns. Collaboration between industry associations and advocacy groups aims to create a more inclusive workforce, eliminating entry barriers, addressing workplace discrimination, promoting safety, career advancement, and supporting mental health.

Breaking Ground: Mining Companies Paving the Way for Gender Equality in the Workplace

Mining companies are addressing gender discrimination by fostering an inclusive culture, implementing anti-discrimination and anti-harassment policies, and empowering women in leadership roles. They are also addressing work-life balance challenges, such as flexible work arrangements, parental leave policies, and child care assistance. These measures aim to break down barriers and

challenge traditional gender norms, attracting and retaining talented women in their careers. By addressing these issues, mining companies can contribute to a more inclusive and diverse workforce.

Reducing the Gender Pay Gap:

The mining industry is working to eliminate pay disparities between men and women through data-driven approaches and regular reviews. They also invest in education and skill development programs to equip women with the necessary skills for their desired careers. This approach is aimed at creating a more equitable workplace and reducing gender barriers.

Community Engagement and Partnerships:

Mining companies actively collaborate with local communities, government, and NGOs to address gender-based issues, implementing initiatives and policies to foster gender equality and empower women in the workplace and communities.

Challenges and Future Prospects:

Mining companies are making progress in combating gender discrimination, but more work is needed to overcome prejudices and stereotypes. They are

implementing policies, promoting worklife balance, closing the gender pay gap, and providing education and skills development opportunities. By prioritizing diversity and inclusion, they can ensure a more inclusive future for all employees.

Increasing the proportion of women in mining –the case of BHP

In late 2016, BHP set a new target for women to make up half of its workforce by 2025, based on the conviction that the inclusion of more women would improve performance indicators. This target was – and remains – one of the most ambitious gender targets to be set by a global company. At the time, women made up 17 per cent of staff.

In 2019, BHP announced that it was on track to meet its target: its executive team had already reached gender balance, while women represented up to 22 per cent of the workforce. Although this is an impressive achievement, there is still a long way to go to achieve a gender balance across the company.

Source: Wilson 2016; Williams 2019.

History of women in the mining sector

Since the early modern period, women have been involved in mining worldwide. However, with the industrialization and mechanization of mining in the late 18th century, women were gradually excluded due to the male breadwinner model and laws protecting women and children. By 1934, the International Labour Office stated that women's employment in mines was no longer possible or dying out within the metropolitan territories of the States Members of the International Labour Organization (ILO). The history of women in the mining sector is linked to assumptions regarding "masculine" and "feminine," which have established a gendered division of labor, with men's labor dominating production and women's reproduction. Traditional gender stereotypes have excluded women from working underground and made their work invisible. In the 1970s, women miners in the United States won a class-action lawsuit that required Appalachian coal companies to hire women, leading to an increase in women miners from 1% in 1977 to 10% in 1979.