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Women in Mining Network (WIMNet)

Women in Mining Network (WIMNet). Presentation to Underground Operators Conference, April 2008 By 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

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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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