QLD Mining and Energy Bulletin
Issue link: http://ebook.aprs.com.au/i/42546
IN FEMALE MINING INDUSTRY EMPLOYMENT It is important to grow the diversity of mining and resources environments by leveraging the skills that women bring, writes Kay Drabsch. T he shortage of skilled resources to support resource industry growth, infrastructure support services and operations is a risk that organisations, governments and industry associations are pro-actively addressing. To grow the available skilled personnel, whilst also ensuring diversity in workforces, there is a need to address and support the attraction and the retention of more women to the mining and resources industries. Female participation in the mineral resources and energy sector has risen from around eight percent to 15 per cent since 2005-06, with a drop to only 11 per cent in areas where women are traditionally under represented – such as operators, trades, engineers, geologists and senior management. In Queensland, the industry's peak body has set a target of 20 per cent women in non-traditional roles by 2020. To reach this target will involve strategically assessing and supporting female progress through; • university and trade-based courses; • modern, attractive working conditions and improved support mechanisms; and, • awareness of the opportunities available to women in the industry through engaging with schools, [34] QLD Mining and Energy Bulletin Spring 2011 communities, education and training providers and relevant interest groups and associations. Whether it is an offi ce or a site-based role, mining and resource environments are a community – one that complements networks established through education – but also one which has the ability to add a great deal of value to women's careers. Therefore, it is important to grow the diversity of those environments by leveraging the skills that women bring, and providing opportunities for education and mentoring to continue the journey. The genesis of Women in Mining and Resources in Queensland (WIMARQ) is about providing a networked community for women operating in the industry. Chairperson, Susan Denk, has been active in the resources sector within Australia as well as overseas, and understands the pressures and the rewards of the mining and oil and gas sectors. "In order to grow our participation in this sector, women are fi nding the value is in networking within their organisations, and more broadly across the industry. Whether you are working in an offi ce-based or site- based role, you are guaranteed of being in a male-dominated environment," she said. WIMARQ provides a link to Queensland women working in uniquely challenging and diverse circumstances. "Providing peer to peer networking helps you establish personal and professional engagement with women in your local geography or in similar roles across the State," says Colleen Fish, Macarthur Coal's Environment Manager. "It provides you with the ability to stay at the forefront of knowledge in terms of the broader, and not just technical, aspects of your role." WIMARQ establishes and maintains its network through a series of events and professional development forums. This acknowledges the members' need for the attributes and opportunities required for success (in terms of understanding of niche legal, policy, fi nancial and communication skills). But there is also a clear focus on profiling women operating at high levels within organisations, such as CSIRO's Dr Megan Clark, and global leaders, including Diane Creel. It would not be possible for women to hear these speakers without the support of companies such as BMA who sponsored the WIMARQ event addresses by Ms Clark, and Ausenco who brought Ms Creel from Texas to the QRC's Women in Resources Awards breakfast. Caroline Morrissey of the QRC has been part of WIMARQ since its inception, with the QRC providing full secretariat services to the committee. WOMEN IN MINING