Women in Mining Network (WIMNet)Women in Mining Network (WIMNet)
Presentation to Underground Operators Conference, April 2008By Kate Sommerville on behalf of Women in Mining Network
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
Types of employees:
• Engaged • Not engaged • Actively disengaged
Gallup's 2006 Australian Engagement Study
Types of employees:
Results – Australia all industries:• Engaged 21%• Not engaged 61%• Actively disengaged18% => $32 Billion/year
Gallup's 2006 Australian Engagement Study
WIMNet - Vision
“A mineral resources industry where all participants are treated fairly and equitably and which is admired for its people and its leadership.”
AusIMM Survey – Gender Pay Gap
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
Level 1=graduate,
Level 5= Snr Manager with dept reporting
Table 1
Table 2
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:OxianaBMA CoalAMC ConsultantsArtemis SearchRichard Johns
Gender Pay Gap
• x
WIMNet Future Activity Efforts
• Change to influence companies more• Work more with kindred bodies• Work more with branches
INFLUENCE SUPPORT
1. Gender Pay Gap 1. WIMNet Events (self funding)2. Leverage with The AusIMM 2. Communication (Bulletin)3. Leverage to outside organizations 3. Committee design and Membership 4. Strategy to target specific Companies 4. Role-models and Mentors5. Child-Care 5. Virtual Services6. Research and Surveys 6. WIMNet Workshop
What your organisation can do to retain more women – Ideas 1 of 3
Ask for input throughExit interviewsFocus groups
Do the business case
$1 spent on flexible work return of $2-$6Do the numbers
CultureValue all
Consciously monitor participation, promotion and pay gapsAsk questions about demographicsHave people KPIsEnsure your processes are not biasedAnalyse pay gapsRobust Performance measurementRobust Succession planning with diversity checks
What your organisation can do to retain more women – Ideas 2 of 3
Maternity leave6-14 weeks paid leave >1 yrIncreased paid leave for >5yrExtended paid leave at half payIncentives to return to work earlyMaintain contact with employees on career breaks
Childcare
Support advocacy around removing FBT for employers - sponsored childcareSupport advocacy around tax deductibility for in-home careSupport employees being able to access quality childcare to suit mining rosters and vacation periods.
FlexibilityIt’s just one way people can work (flexible can be full hours)Be open about arrangements, remove stigmas, encourage trustAllow it before maternity leaveAllow it for employees participating in other activities
What your organisation can do to retain more women – Ideas 3 of 3
SupportConfidence via development and mentoringWIMNet networking events
Promote your company’s successIf you have no pay gap – tell everyone about itTell everyone about great initiatives and benefitsWalk the talk – visible leadership
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
Organisations that are doing great stuff
QRC 2008 Resources Awards for Women (RAW) March 2008
Cement Australia
Xtrata Copper – Ernest Henry
BMA Blackwater mine
Santos Santos TOGA Pty Ltd
Ask for input Business Case Culture Consicously monitor participation, promotion and pay gaps Maturnity leave Childcare Flexibility Support Promote your companies success
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
We all want the same thing…
Let’s make it happen!