Women in Mining Network WIMNet

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

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Types of employees

• Engaged
• Not engaged
• Actively disengaged

Gallup's 2006 Australian Engagement Study
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Types of employees

• Results Australia all industries
• Engaged 21
• Not engaged 61
• Actively disengaged 18
• gt 32
  Billion/year

Gallup's 2006 Australian Engagement Study
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WIMNet - Vision

• A mineral resources industry where all
  participants are treated fairly and equitably and
  which is admired for its people and its
  leadership.

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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 1graduate, Level 5 Snr Manager with dept
reporting
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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
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Gender Pay Gap

• x

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WIMNet Future Activity Efforts

• Change to influence companies more
• Work more with kindred bodies
• Work more with branches

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What your organisation can do to retain more
women Ideas 1 of 3
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What your organisation can do to retain more
women Ideas 2 of 3
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What your organisation can do to retain more
women Ideas 3 of 3
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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

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

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• We all want the same thing
• Lets make it happen!