Mining’s deep-rooted male chauvinism keeps glass ceiling firmly in place – report – by Dorothy Kosich ( – November 21, 2012)

The dearth of women executives running mining operations and mining companies is not due to a skills shortage, as the overwhelmingly male-dominated industry claims.

The full report, The Pathway Forward: Creating Gender Inclusive Leadership in Mining and Public Leadership, is available at:

RENO (MINEWEB) – Despite the whining of mining companies concerning a critical shortage of skilled employees during an era of increasing numbers of female university graduates in engineering and technology programs, a university study made public Tuesday found women only comprise 18% of those employed in the Canadian mining sector.

A report by Carleton University’s Centre for Women in Politics and Public Leadership in Ottawa finds women remain under-represented in all of the mining industry’s employment opportunities, from entry level jobs to leadership posts.

At 18%, the number of women employed in the mining industry is very low compared to other key sectors such as finance (61.53%), service (71.86%), public administration (47.7%), manufacturing I21.7%), tourism and transportation (45.21%), and energy (24.6%).

“In 2007, 24% of female university graduate completed engineering and technology-related programs and 9% of female apprenticeship program graduates completed male-dominated skilled trades,” said the report. “Therefore, it is expected that we would see similar proportion of females in such positions in the mining industry.”

“However, as of 2006, female employees represented only 5% of workers in such occupations in the [mining industry] suggesting additional barriers for female participation other than the labor shortage of women in the industry,” said the report.

Carleton’s Centre for Women in Politics and Public Leadership found the results it obtained from interviews and focus groups conducted with men and women in mining, as well as a global review of literature, “demonstrate a need for a holistic approach that simultaneously addresses multiple factors adversely affecting women’s representation in leadership positions.”

“More specifically, the traditionally male-dominated workplace culture and its infusion into working values and styles, as well as communication practices, and lack of support for managing family responsibilities, pose key obstacles for women’s advancement to executive positions.”

Among the report’s findings:

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