Mining has traditionally been known for its challenging terrain and demanding work conditions. However, over recent decades, a transformative shift has begun to unfold, with women increasingly stepping into roles and positions, and have begun to make their mark in this field. This shift represents a major step forward in both industry inclusivity and the overall evolution of mining practices.
Progress and Challenges in Female Representation
Currently, women represent about 15% of the global mining workforce. This figure reflects deep-seated stereotypes and institutional barriers that have historically limited women’s participation in the sector. The COVID-19 pandemic has further exacerbated these challenges, increasing job insecurity and reducing opportunities for women in mining. This stark reality underscores the urgent need for enhanced support and robust safety protocols to foster a more inclusive environment.
Despite these challenges, the mining industry has made significant strides towards gender inclusivity in recent years. A recent survey underscores some positive developments in diversity, equity, and inclusion, though there is still much work to be done. Companies like Hindustan Zinc, Teck, and Anglo American have made commendable efforts to boost female representation. Hindustan Zinc, for instance, has introduced women empowerment initiatives such as Women of Valor and Sakhi. Similarly, Teck and Anglo American have made notable strides in enhancing female participation, reflecting a broader trend towards a more balanced and inclusive workforce. These achievements are a step in the right direction, but they also highlight the ongoing need to close the gender gap and make sure everyone in the industry has fair chances.
One of the main challenges for women in mining is overcoming long-standing stereotypes. The traditional view of mining as a field primarily for men has often meant that women need to demonstrate their skills and expertise to gain equal recognition. Research indicates that women are rated lower than men on future performance and promotability, making them 13 to 14 percent less likely to be promoted. This disparity contributes to a retention challenge, as women may become disheartened when they see fewer opportunities for advancement and less diverse leadership.
Leading the Way and Driving Innovation
The industry is also witnessing a shift in leadership dynamics. Female leaders are emerging and making significant contributions, redefining what it means to lead in this demanding field. These leaders are bringing fresh perspectives focused on collaboration, innovation, and improving workplace conditions. Their efforts are addressing critical issues such as safety, environmental sustainability, and community relations. For example, Newmont has committed to achieving gender parity in leadership roles by 2030, with initiatives such as issuing bond ties linked to these commitments. Similarly, Vale has pledged to double the number of women in its global workforce by 2025.
Innovation is another area where women are making a substantial impact. The adoption of new technologies, such as artificial intelligence and big data, is revolutionising the mining sector. Women are at the forefront of these technological advancements, contributing to innovations that enhance operational efficiency and reduce environmental impact. In Sub-Saharan Africa, the integration of these technologies is seen as a game changer for women in mining. The potential benefits are immense, but achieving these requires eliminating gender discrimination and outdated cultural practices that hinder women’s participation in technical and scientific roles.
BHP, the world’s largest miner, has recently achieved a landmark milestone in female representation. In 2024, BHP became the first mining company in Chile where women account for 40.8% of the staff. This notable accomplishment underscores the company’s commitment to gender diversity and sets a new benchmark for the industry.
Despite these positive developments, the mining sector remains a laggard in terms of female representation in senior leadership roles. A recent study reveals that women hold just 13% of C-suite positions within mining companies listed in the S&P 500. This statistic contrasts sharply with the relatively high percentage of women in entry-level roles, which stands at around 40%. The significant drop-off from entry-level to executive positions is one of the most dramatic across all industries. This indicates a systemic issue within the sector that needs to be addressed to retain and advance female talent.
The attraction of women to the mining sector is driven by various factors, including the type of work, professional growth opportunities, and competitive remuneration. In developing regions such as Latin America and Sub-Saharan Africa, competitive pay is a major draw for women. However, ensuring that women have equal opportunities throughout their careers requires ongoing efforts to promote gender sensitivity and remove discriminatory practices.
In conclusion, the mining industry is making progress on gender inclusivity, there is still considerable work to be done. Women are making significant contributions, showing that success in mining depends on skills and innovation rather than gender. While the strides made are promising, more effort is needed to ensure everyone, regardless of gender, has the chance to succeed.
Women in the Mining Industry: All about Mandy Malebe
{Ms. Mandy Malebe, CEO of Lethabo Exploration}
As the CEO of Lethabo Exploration, one of my greatest accomplishments was being a part of the team that was involved in the success of our iron ore prospecting project which has since developed into an emerging mining operation. It was at this point that we identified the need to be associated with an industry body that addresses policies, legislation, and all matters affecting the full mining value chain including the safety of miners, the environment, and global trends that impact mining in South Africa. Thus, becoming a member of the Mineral Council South Africa in 2020, where I serve as one of the Deputy Chairpersons of the Junior Exploration and Mining Leadership Forum, and I am a non-executive Director representing the juniors on the Board of Directors.
To have achieved significant career milestones at my age as a young industry leader is a testament to the rise in the presence of women in the mining industry. The fact that the mining industry is male-dominated or male-populated speaks to the legacy issues on a global scale. In resolving this specific legacy issue, the industry should carry out continuous studies to identify the reasons that hinder or reduce the entry of women into mining and contributing factors to the appointment of women in positions of leadership, including at an executive level. These legacy issues exist in an era where women have attained the necessary qualifications, training, and experience to serve the mining industry on the same scale as our male counterparts, including being remunerated fairly without bias against one’s gender identity, race, or pronouns. The presence of women in the mining industry has shifted from employing women for the sole purpose of creating transformation and it is evolving to appointing women based on merit because women have invested in their career growth. The industry must continue to empower and enable the employment and promotion of women based on merit. This includes enabling women to have access to scholarships, in-service training/internships, job placement, promotions, and opportunities for further studying to ensure optimum knowledge and skills development. The mindset of the onlooker must shift from “she was placed because she is a woman” to “she was appointed because she is capable”. This shift rests on leaders.
May we give honor where honor is due. May we protect the achievements of women, our joy, from being overshadowed by legacy issues. I am a woman, and I am black, I have not allowed any discrimination which results from these two factors to interfere with my career.
It is not the sole responsibility of a woman to establish other women in mining, it is the joint responsibility of industry leaders to promote effective transformation on a global scale.
The Mining Industry in a Women’s Hand: Sinmi Adeoye-Esene’s Unstoppable Rise
{Ms. Sinmi Adeoye – Esene, Co-founder & CEO of Daniola Corporation}
In the rugged and often unyielding world of global mining, Sinmi Adeoye- Esene, CEO and co-founder of Daniola Corporation, is emerging as а transformative leader. From her base in Canada, Sinmi is challenging the status quo, driving innovation with a vision blending technology, transparency, and ethics. Her mission is clear: to revolutionize how transition and critical minerals are traded worldwide.
Recognizing the untapped potential within the mining sector, Sinmi launched Daniola Corporation, a digital plat form that addresses the industry’s longstanding issues of opacity and inefficiency.
Under her leadership, Daniola is setting new standards for transparency and ethical sourcing. “Transparency isn’t just a feature-it’s the foundation of trust and sustainability in mining,” Sinmi asserts, encapsulating her approach to reshaping the industry.
Daniola’s impact is tangible. The platform has introduced unprecedented efficiency in trading critical minerals, offering solutions that reduce transaction times and enhance supply chain integrity. The company’s commitment to Environmental, Social, and Governance (ESG) principles has attracted major industry players and investors with the same sustainable practices.
But Sinmi’s role extends beyond the boardroom. A dedicated mother, she embodies resilience and commitment, balancing the demands of leading a global enterprise while raising her family. This dual role strengthens her resolve to make Daniola a beacon of ethical business practices worldwide.
In her latest initiative, “Trust Built on Transparency,” Sinmi has expanded Daniola’s supplier verification net work, implementing more rigorous checks and forging partnerships with regional stakeholders. This move ensures that all suppliers meet the highest ethical standards, solidifying Daniola’s reputation as a responsible mining leader.
Sinmi’s journey is a powerful testament to what can be achieved when vision meets unyielding determination. Her dynamic leadership-a blend of bold innovation and uncompromising ethics-is redefining what being a mining industry leader mean. She is not merely participating; she is reshaping the sector, creating a legacy that will inspire future generations of women leaders globally to dream bigger, act bolder, and drive meaningful change.