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 missionWe 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

5 Levels of Leadership – John Maxwell

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.

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 – 2007 Renumeration Survey Gender Pay Gap

StrengthPeople were shocked that there was still inequity – people were ready to listen

WeaknessNot sure on solutions

OpportunityRaise awareness to increase attraction and retention of diverse workforces

ThreatComplacency – isn’t this sorted ?

Gender Pay Gap

• x

Gender Pay Gap

• x

SupportAdvocacy

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 publicisedSpecific questions added to new survey to qualify issues

New Regional events At Moranbah and Townsville –

more to comeIncreased numbers to WIMWA

and WIMARQ eventsUp to 200 at each event

Carer questions in surveyAdvocacy to Minister for Status

of WomenFBT strategy

Leveraging off existing organisations to help improve skills and confidence (WOB,

APESMA, QRC)

New strategy to raise profileIncrease information flow to

MCA, Media, corporate sponsors

• xWomen in Mining NetworkLevel 1 Level 2 Level 3 Level 4 Level 5

Male 77199 93169 114858 150663 211716

Female 71259 86042 103337 124034 143120

% Difference 7.7 7.6 10.0 17.7 32.4

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

2008 - GENDER PAY GAP

2008 AusIMM Renumeration Survey

Communication to business leaders

What your organisation can do to retain more women – Ideas 1 of 3

Ask for input throughExit interviews

Focus groups

Do the business case

$1 spent on flexible work return of $2-$6

Do the numbers

CultureValue all

Consciously monitor participation, promotion and pay gapsAsk questions about demographics

Have people KPIs

Ensure your processes are not biased

Analyse pay gaps

Robust 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 yr

Increased paid leave for >5yr

Extended paid leave at half pay

Incentives 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 trust

Allow 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 benefits

Walk the talk – visible leadership

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

Courage to lead – WIMNet so far

Pros Cons

Being at forefrontWorking togetherAchieving actionsPositive feedbackFinding examplesLeaders thank youServes wider purpose

Accused activismStaying positive

Your challenge – what will it be ?

New Leaders

Virtual branch

Safety issues

Shift supervision time

1. Everyone can become a good leader

2. Have courage: think for yourself and know that you can make a difference