Mining gender gaps persisting despite equality efforts
In the Australian resources sector, women now represent a larger portion of roles as companies make progress to lower representation and wage disparities.Though significant progress has been made in recent years, there is still major room for growth with the percentage of women holding roles in the mining sector fluctuating between 22 - 23% since 2024, according to the Federal Government’s Workplace Gender Equality Agency (WGEA).Though progress across the board leaves a lot to be desired, there are a few companies that stand out as leaders in creating gender equality.In April 2025, BHP (ASX: BHP) reported 40% female representation in its global employee workforce — a world-first for a global listed mining company.Recent figures from Fortescue (ASX: FMG) show that 39% of senior leadership roles are held by women and an overall 25.1% female employment rate.At IGO (ASX: IGO), women hold the majority of board seats, accounting for 57% of members — well above the industry average of 24%.Lynas (ASX: LYC) chief executive Amanda Lacaze remains the only women to lead an Australian-based ASX-listed mining company, though she has announced plans to step down by the end of FY26.Natascha Viljoen was recently promoted to chief executive of US-based gold giant Newmont Corporation (ASX: NEM).Safety extends beyond physical protectionAustralia’s mining sector has made progress towards creating safer, more respectful and inclusive cultures.However, according to the Australian Human Right’s Commission’s 2022 survey, the mining industry holds the fifth highest incidence rate of workplace sexual harassment and one in three workers having experienced sexual harassment in the last five years.This is a safety issue.The extent of sexual harassment and bullying directed toward female FIFO workers in the mining sector was exposed in 2022 when the?WA Parliament published its landmark Enough is Enough report.The inquiry focused on the extent, nature and reporting of sexual harassment in FIFO workplaces and the workplace culture across the mining industry.The inquiry found that sexual harassment and assault were not being appropriately managed through failure of companies to report known incidents, fear of repercussions on those reporting incidents, limited or ineffective training across industry and a significant gender imbalance across the mining sector workforce.Responding to the 2022 inquiry, Federal Resources Minister Madeleine King called for the sector to step up and take action.“Female workers need to know they are safe at work, and that they have the right to have rewarding careers in the mining industry without being subjected to sexual harassment and assault,” she said.“Any case of sexual harassment is one too many. Sadly, the inquiry has found that sexual harassment and assaults are much too common for women who choose to work in the FIFO workforce.”As a result, a spotlight was placed on the adequacy of existing workplace practices and policies in protecting workers against harassment, assault and other psychosocial risks.In the same year, Rio Tinto (ASX: RIO) conducted an independent internal review of its operations and found 28% of its female workforce had experience workplace sexual harassment.As part of the independent review, several anonymous workers shared their lived experience.“I do believe Rio Tinto has made much progress, however there is still more to be done,” said one female operational manager.“There are some key areas. belief that women in senior roles are only there due to positive discrimination,” she said.“ perceived (perhaps) actual discrimination against mothers and expectant mothers…Despite my credentials, I have been called a token woman and treated that way as well.“I have had my opinions negated and I have many experiences challenged.”Building a respectful, supportive and high-performance culture remains integral to addressing the issues highlighted by this inquiry.Rio Tinto says it is making active efforts to drive this shift, including implementing respectful behaviour training modules and driving company-wide initiatives to create change.In response to the independent review finding, Rio created the Everyday Respect taskforce to implement the 26 recommendations to create a safe, respectful and inclusive workplace.Two years after releasing the initial report, Rio conducted a progress review which reported change is happening and progress is being made.Closing the gender wage gapAccording to the WGEA, the gender pay gap across the Australian mining sector is the third largest in the country.Gender pay gaps are the result of imbalances in gender composition and remuneration across the organisation.The gender pay gap is not the same as equal pay which has been the legal requirement in Australia since 1969 which ensure both men and women are paid the same for performing the same role.While progress has been made, work is still ongoing. Across most Australian operations, the average and median earnings of women remain lower than those of men.Figures vary significantly across companies. In 2025, Rio Tinto’s equal pay gap was less than 1.5% in favour of men while IGO, in FY24, reported a 10.7% gap in favour of men.PLS, recognising the need to drive further progress, reported a 14.1% gap in average total remuneration in favour of men as part of its Gender pay equality statement 2026.The company’s recent gender pay gap results are primarily influenced by structural factors and gender representation patterns across the workforce, rather than unexplained differences in pay for equivalent work.PLS reports that it is actively addressing these structural representation factors as part of its efforts to increase female participation and drive an absolute improvement in its gender pay gap.According to WGEA’s 2026 figures, 54.8% of employers across Australia reduced their average total remuneration gender pay gap year-on-year and 52.3% of employers reduced their median total remuneration gender pay gap year-on year.Encouraging future generationsThere are many initiatives across Australia, from both the private and public sectors, encouraging young women to take up careers in the mining sector.One such program is the Queensland Resource Council’s (QRC) girls in resources leadership skills (GIRLS) mentoring program. The program’s 2026 rendition saw twenty Year 12 students and their resources industry mentors gathering in Brisbane from across broader Queensland.Students travelled from 16 schools for the launch of the mentoring program and to meet their experienced industry mentors including geologists, engineers and experienced tradespeople.The popular program, now in its eighth year, has helped connect more than 120 students with the minerals and energy sector, with many alumni going on to carve out successful careers in the sector.QRC chief executive Janette Hewson says the mentors and their mentees will take part in a scaffolded and mentoring partnership over the next six months, supported by organisational psychologists."These young women will get expert guidance and advice from their mentors, who work in the fields they are aspiring to enter,” she said.GIRLS is a joint initiative between the Queensland Minerals and Energy Academy (QMEA) and Women in Mining and Resources Queensland (WMARQ).WIMARQ co-chair Catherine Cook says GIRLS was designed to assist young women keen to follow a STEM or trades career in the resources industry.“By the end of this six-month program the students will be filled with knowledge and confidence about potential careers in mining and energy,” she said.Today, QRC is also hosting the 2026 Resource Awards for Women to celebrate the exceptional achievements of women across the state’s resources sector.There are 20 finalists, including include field and trade supervisors, safety leaders, value analysts, diversity champions and executives, competing for seven prestigious awards.
