Women in Mining Network (WIMNet) Presentation to New Leaders Conference, July 2008By Kate Sommerville on behalf of Women in Mining Network
WIMNet Our visionTo have a mineral resources industry where all participants are treated fairly and equitably and which is admired for its people and its leadership. Our mission We advocate for and support, the attraction and retention of women in the mineral resources industry and encourage their participation in the activities of WIMNET and The AusIMM.
Talk Outline – The courage to lead • Leadership • Courage • Courageous leadership • Example: WIMNet • Pros and Cons • Your challenge
Milgram Experiment – Yale 1961 • Experimenter • Teacher (subject) • Learner (actor) 65% administered top shock => Hard for people to resist authority
Courageous Leadership Something is not OK You fear ostracised for your views No one is doing anything about it You are passionate You see there are benefits to change You decide to take action => The challenge then is to put the message across in a way that engages those people who can help you make change.
Women in Mining (WIMNet)
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 disengaged 18% • => $32 Billion/year Gallup's 2006 Australian Engagement Study
Gender Pay Gap • x
Gender Pay Gap • x Support Advocacy
2008-9 WIMNet Priorities • Gender Pay Gap Survey • Networking events • Child Care Advocacy • Development Workshop for women • WIMNET profile First survey was analysed and the findings publicised Specific questions added to new survey to qualify issues New Regional events At Moranbah and Townsville – more to come Increased numbers to WIMWA and WIMARQ events Up to 200 at each event Carer questions in survey Advocacy to Minister for Status of Women FBT strategy Leveraging off existing organisations to help improve skills and confidence (WOB, APESMA, QRC) New strategy to raise profile Increase information flow to MCA, Media, corporate sponsors
2008 AusIMM Renumeration Survey 2008 - GENDER PAY GAP Women in Mining Network • x An escalating gender pay gap is evident – beginning at 8% at Level 1, graduate level, and escalating to 32.4% at Level 5, senior management level There needs to be further investigation to understand the relationship with gender / consultancy % / company variance etc
What your organisation can do to retain more 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
Your challenge – what will it be ? • New Leaders • Virtual branch • Safety issues • Shift supervision time • Everyone can become a good leader • Have courage: think for yourself and know that you can make a difference