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University of Arizona Students at SME Photo courtesy by Pricilia Mugwa
Solutions to Challenges Faced by Women in Mining
Jessica Ensley , Brianne Hudson ,and Dirk Patton at Capstone Copper Photo Courtesy by Pricilia Mugwa
The mining industry, while making strides in inclusivity, still faces challenges in fostering an environment where women can thrive. Through targeted solutions such as mentorship, workplace policy improvements, and education partnerships, mining companies can create a more inclusive and equitable workforce. Below are solutions for some of the key challenges women in mining face, shared through the experiences of industry advocates and professionals.
Gender bias remains a significant hurdle for women in mining, often manifesting in workplace culture, hiring practices, and day-to-day interactions. As Julie, a mining engineer, notes,
“Gender bias is still very much present. I’ve had moments where my capabilities were questioned simply because of my gender.”
To counter this, companies are increasingly turning to diversity and inclusion training that tackles unconscious bias. For example, Capstone Copper recently launched a program for its employees to shift perceptions and ensure that women are recognized for their technical and leadership abilities.
“Training employees on unconscious bias has shown real progress,” says Julie Campuzano. “We’re seeing more respect and collaboration in mixed-gender teams, which strengthens our company as a whole.”
Recognition of women’s contributions is another powerful tool for breaking down stereotypes. Initiatives that celebrate female trailblazers such as Women in Mining’s “Spotlight Series,” which showcases the achievements of women in the sector are helping to build a culture that values diversity and inclusion.
Brianne Hudson at Capstone Copper Photo Courtesy by Pricilia Mugwa
Mentorship programs play a critical role in supporting women’s advancement in mining. By pairing women with industry veterans, companies provide valuable guidance, advocacy, and encouragement. Lizeth, who has both participated in and led mentorship programs, explains,
“Having a mentor changed my career trajectory. They didn’t just advise me; they helped me see opportunities I would have overlooked otherwise.” said Diaz
Beyond mentorship, sponsorship programs where senior executives advocate for their protégés offer even more substantial career advancement opportunities. These programs help women gain visibility and access to higher-level roles.
“Sponsorship is about opening doors,” adds Lizeth. “When senior leaders champion female talent, it paves the way for others to rise.”
Women in Mining advocates say mentorship and sponsorship programs are instrumental in achieving gender parity. According to National women in Mining association
“Mentorship allows women to navigate the challenges of mining with confidence, while sponsorship ensures that their contributions don’t go unnoticed.”
Policies supporting work-life balance and addressing physical demands can make a significant difference for women in mining. Flexible work hours, remote work options, and extended parental leave are essential for balancing professional and family responsibilities. Julie, who has advocated for such policy changes within her organization, believes these improvements are crucial.
“Family-friendly policies make a real difference. They’re not just for women; they create a supportive environment for all employees,” said Meshach Chief of Metalogic
Ergonomic improvements are another way to make mining more accessible. By investing in protective gear tailored for women and machinery that reduces physical strain, companies create a safer and more inclusive workplace.
“These changes in equipment and gear are about making the workplace suitable for everyone. It’s about creating an environment where women can succeed without unnecessary barriers,” says James Abu
Support networks are essential for fostering a sense of community among women in mining. Organizations like Women in Mining (WIM) offer valuable networking opportunities, mentorship, and resources.
“Being part of WIM has been invaluable. It’s a place where we can share experiences, celebrate successes, and support each other through challenges,” says Dr Anani
Jessica Ensley at Capstone Copper Photo Courtesy by Pricilia Mugwa
Through networking events, workshops, and conferences, women gain access to industry trends, leadership opportunities, and resources critical for professional development. WIM’s is an annual gathering that offers these connections.
“Support networks provide both guidance and camaraderie, which are essential for thriving in this field, “says. Dr Anani
Increasing the representation of women in leadership is key to creating long-term change in mining. Companies are setting gender diversity targets for leadership roles, with measurable goals and accountability. Lizeth Diaz emphasizes the importance of having women in decision-making positions.
“When women are at the table, the conversation changes. We bring different perspectives, and that leads to more inclusive policies and practices,” said Diaz.
Several solutions have been implemented in the mining industry to create a safer, more inclusive environment for women. These changes include better safety protocols, supportive workplace policies, and tailored equipment and facilities to meet women’s needs.
‘’ “There have been significant policy changes thanks to the National Women in Mining Association and other chapters. They've pushed for updates around maternity policies, restroom accessibility, and more. Before, we didn’t have anything like this even the uniforms didn’t fit women properly.” said DR Anani
Partnering with universities and technical schools can help increase the number of women entering mining. Scholarships, internships, and job placement programs tailored for women encourage them to explore mining careers. Educational institutions, in turn, can highlight various roles within the industry, helping young women discover opportunities in engineering, geology, environmental science, and technology.
“Educational partnerships are crucial for building a pipeline of female talent,” DR Anani said. “We want young women to see mining as a viable and exciting career.”
Finally, mining companies must recognize that gender diversity is more than a social responsibility; it’s a business imperative. Studies consistently show that diverse teams drive innovation, adaptability, and profitability.
“When companies embrace diversity, they become stronger and more competitive. It’s good for women and good for business,” says
The mining industry can become more inclusive and progressive by addressing these challenges with practical, targeted solutions. Through education, mentorship, workplace policies, support networks, and a commitment to diversity, the industry could unlock the full potential of its workforce. Women like Julie and Lizeth Diaz, along with organizations such as Women in Mining, are leading the charge toward a more equitable future for women in mining.
By Pricilia Mugwa
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