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Where are the Women? Highly Qualified Women in the Mining Industry

机译：女人在哪里？采矿业中的高素质女性

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At 14 per cent, the representation of women working in the mining industry is the lowest among primary industry categories in Canada. Despite an increase in research and industry commitment to advance and retain women in the mining industry, the gender gap in mining organisations persists. This paper is based upon a recent Canadian survey of 163 highly qualified women (HQW) working in the mining sector. For the purpose of this research, HQW were defined as women with a Bachelor's degree or higher. This research sought to identify career progression and retention patterns of women who in theory have the educational qualifications to advance into positions of leadership in mining operations. We considered why women's advancement in mining organisations has stalled; examined the career development pathways of HQW; and investigated the interactions of mining workplace culture on HQW's career development and retention within the Canadian mining industry. Results indicated two distinct career pathway trends for HQW. 'The specialist'; a career characterised by multiple professional scientific and technical positions, and 'the corporate'; a career characterised by professional administrative roles and roles in mid-level management. It was found that neither 'corporates' nor 'specialists' systematically progressed into senior management and executive roles. These findings suggest that HQW's careers in mining are stalled, despite a strong indication by respondents of interest in their professional career advancement. With regards to workplace culture, respondents indicated that blatant forms of gender discrimination have been reduced in mining workplaces; however, exclusion from informal networks, implicit bias and subtler forms of workplace discrimination persist. Consistent with previous mining sector research, improving work-life balance, work flexibility and mentorship were found as key drivers for HQW to advance and remain in the industry.
机译：在采矿业工作的妇女所占比例为14％，在加拿大第一产业中最低。尽管增加了研究和行业承诺以提高和保留妇女在采矿业中的地位，但采矿组织中的性别差距仍然存在。本文基于加拿大最近对163名在采矿业工作的高素质女性（HQW）进行的调查。出于本研究的目的，HQW被定义为具有学士学位或更高学位的女性。这项研究试图确定女性的职业发展和保留模式，这些女性在理论上具有受教育的资格，可以晋升为采矿业务的领导职位。我们考虑了为什么妇女在采矿组织中的地位一直停滞不前；检查了总部的职业发展途径；并研究了采矿工作场所文化对总部总部在加拿大采矿行业内职业发展和保留的相互作用。结果表明总部的两个不同的职业发展趋势。 “专家”；以多个专业科学技术职位和“公司”为特征的职业；以专业行政职位和中级管理职位为特征的职业。结果发现，“公司”或“专家”都没有系统地晋升为高级管理和执行职务。这些发现表明，尽管被调查者强烈表明对他们职业发展的兴趣，但HQW的采矿业却停滞了。关于工作场所文化，答复者指出，采矿工作场所的公然性别歧视已经减少；但是，仍然存在被非正式网络排斥，隐性偏见和微妙形式的工作场所歧视的现象。与先前的采矿部门研究一致，发现改善工作与生活之间的平衡，提高工作灵活性和提供指导是HQW前进并保持在行业中的主要动力。

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  • 会议地点 Melbourne(AU)
  • 作者

    C Hughes; M Scoble; M Roberts;

  • 作者单位

    Norman B Keevil Institute of Mining Engineering, University of British Columbia, 6350 Stores Road, University of British Columbia, Vancouver British Columbia V6T 1Z4,Canada;

    Norman B Keevil Institute of Mining Engineering, University of British Columbia, 6350 Stores Road, University of British Columbia, Vancouver British Columbia V6T1Z4, Canada;

    Mining Industry Human Resources Council, Suite 401,260 Hearst Way, Kanata Ontario K2L 3H1, Canada;

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