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!