The Role of the Society of Mining Professors in Promoting Gender Equality in the Field of Mining

The Society of Mining Professors (SOMP) forms a global community of academics dedicated to advancing mining engineering and related sciences. Their primary aim is to promote scientific, technical and professional knowledge to ensure a sustainable supply of minerals and support responsible mining practices. Through information exchange, the promotion of research and teaching partnerships and other forms of collaboration, SOMP significantly contributes to the advancement of raw materials sciences. A particular focus is on supporting the professional development and social awareness of its members. These efforts aim to increase the representation of women in this field and promote gender equality. Membership in the SOMP is open to all who are directly involved or associated with the training of mining engineers, with a special emphasis on facilitating younger academics’ entry into the international network. The organization also advocates for equality and diversity in the mining sector and creates a platform for intense exchange and collective advancement of its members through annual meetings.

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Current challenges and needs of women in mining

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The mining industry remains predominantly male-dominated globally, with women facing significant challenges in participation and advancement (1, 2, 3). Despite efforts to promote gender equality, women continue to encounter barriers such as discrimination, sexual harassment, and lower salaries (4). Globally, women in the mining sector encounter similar challenges. In many developing countries, cultural norms and gender stereotypes limit women’s opportunities and participation in mining. In Latin America, i. e. women often face significant socio-cultural barriers that restrict their involvement in mining operations. Additionally, in countries like Australia and Canada, women are underrepresented in senior leadership roles within the mining industry, and there is a persistent gender pay gap (5). The lack of childcare facilities and flexible working conditions further exacerbates the challenges faced by women in mining (6). The industry has adopted a “business case” approach to increase women’s participation, but this may overlook broader social and political factors (7).

At Rio Tinto, one of the largest mining companies in the world, the situation reflects these global trends. A significant number of women have reported experiencing everyday sexism, which negatively impacts their self-esteem, personal relationships, health and career progression. Sexual harassment is a significant issue, with 28 % of women at Rio Tinto reporting such experiences, compared to 7 % of men. Younger women, especially those under 34, are particularly vulnerable, with higher incidences of harassment reported among those working at residential sites. Women at Rio Tinto also described facing explicit gender discrimination, such as comments on their appearance, gendered assumptions about their capabilities and exclusion from decision-making processes. Instances of being asked to perform stereotypically “female” tasks, like taking notes or getting coffee, were also reported. These experiences underscore a culture where everyday sexism creates fertile ground for more severe misconduct (8).

Some progress has been made through policy changes, education initiatives and corporate measures (9, 10). According to the Everyday Respect Report, despite these challenges, there have been positive developments. Some women at Rio Tinto have experienced respectful and inclusive working environments, supported by leadership committed to cultural change. Initiatives like the Everyday Respect Taskforce aim to address harmful behaviors and promote a safer, more inclusive workplace.

Overall, while there are pockets of progress and positive experiences, the mining industry as a whole still needs to make significant strides in addressing the systemic barriers and discriminatory practices that women face. This requires a concerted effort from industry leaders to implement robust policies, provide supportive working conditions, and foster a culture of respect and inclusion to truly break down the barriers for women in mining (4, 5, 6). The current state of women in the mining industry and education is a testament to both the advances made and the significant work that remains. With focused efforts on addressing health and safety concerns, promoting women’s participation and ensuring inclusive practices, the mining sector can become a more equitable field for all.

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SOMP’s role in promoting gender equality

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The Society of Mining Professors (SOMP) is a global community of academics focused on advancing mining engineering and its related sciences. The organization aims to promote responsible mining practices through the effective dissemination of scientific, technical and professional knowledge. By facilitating information exchange, research collaborations and teaching partnerships, SOMP advances the raw materials sciences, fostering innovative teaching, research and professional development. Membership in SOMP is not exclusive to professors. According to the society’s bylaws, anyone directly involved in the education of mining engineers or associated disciplines qualifies for membership. Young academics at the beginning of their careers in the mining sector are particularly encouraged to join and benefit from the society’s extensive international network of professionals. Currently, SOMP has around 300 members from 50 different countries, including 242 men (81 %) and 57 women (19 %) (Figure 1).

International organizations like SOMP play a crucial role in supporting women in both academia and the mining industry. SOMP’s international community allows women to connect with colleagues worldwide, addressing common challenges and exploring innovative solutions. This global network helps create a more inclusive and productive environment for women in the traditionally male-dominated mining industry. Through mentoring and collaborative efforts, SOMP helps women advance their skills and gain new perspectives, contributing to their professional growth and the advancement of the field. By promoting equality and treating men and women with the same respect and expectations, SOMP provides equal opportunities for professional development. This approach encourages young women to pursue careers in mining and ensures they are viewed and treated as professionals by their peers. SOMP also supports women by ensuring their representation in committees, even though the proportion of women is still only 20 %. This helps ensure that the needs and voices of women are heard and integrated into decision-making processes. Highlighting role models and success stories is crucial, but it is equally important to address negative examples and “taboo” topics such as sexual violence and abuse of power. Organizations like SOMP can contribute by providing referrals to support services, offering a safe first place for those affected. Creating a safe and appreciative communication environment is essential for identifying potential vulnerabilities and finding solutions.

The design of SOMP’s annual and regional meetings is another distinguishing feature. These events stand out with their focus on interactive exchange, differing from conventional conferences. Discussion rounds, group work and interactive elements create a dynamic learning and sharing atmosphere. This approach enables deep dialogue, joint solution development and learning from each other, contributing to intense networking and collective advancement.

SOMP also promotes international exchange and communication between different generations to provide a broader perspective on gender equality. Older members bring decades of experience and historical perspectives, showing how attitudes and policies regarding gender equality have evolved. Younger members contribute fresh ideas and new perspectives on existing structures, often being better connected with current academic discourses and innovative approaches. Transparent exchange through such multi-generational dialogue helps make the mining sector equally attractive to all genders, both in academia and industry. Through these efforts, SOMP supports its members in advancing the practice and science of mining for the benefit of society and in alignment with the principles of sustainability. By advocating for equality and diversity, SOMP goes beyond traditional academic networks, making significant strides towards gender equality in the mining sector.

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Latest support measures for women in mining

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At the 32nd annual meeting of the Society of Mining Professors (SOMP), led by Assoc. Prof. Harmony Musiyarira from 11th to 14th September 2022 in Namibia, 68 participants from 13 countries came together to discuss key issues such as education, sustainable mining practices and the support of women in the mining sector. A primary focus was on the initiatives of the Members Development Committee regarding “Women in Mining,” for which a series of discussion rounds and surveys were initiated to deepen insights and perspectives.

The panel discussion “Supporting Women in Mining – A Brief Insight into Our Experiences and Perspectives” provided a platform for female role models from various countries and academic positions. The panelists reflected on the support they have received in their career paths, identified what was particularly beneficial, and shared their desires for future forms of support. This discussion brought fascinating insights, including themes of optimism, empowerment and self-reliance amidst challenges. Female scientists and engineers from the mining industry highlighted the importance of mentorship, resilience and the need for greater gender diversity and inclusion. One panelist described her experience as optimistic, feeling uplifted by new job opportunities and incredible academic programs. She also felt a sense of kindred spirit, finding community as a minority woman of color, yet faced pressure from the responsibility of representing minorities. Another panelist shared the highs and lows of being a pioneer, enjoying the great views but also the tough climbs. She found the journey empowering, with numerous growth opportunities, and strived to be a role model, knowing that as a female, she was often in the spotlight. Their shared experiences underscored a common journey of overcoming systemic barriers while striving for growth and representation in a male-dominated field (Figure 2).

The goal of the panel discussion was to facilitate an introduction to the topic of gender equality from the perspective of women in the scientific field, preparing conference participants for the next active interaction. Through group work, all conference attendees were encouraged to share their opinions and experiences on the best practices for recruiting and supporting women in academic positions. The aim was also to identify and discuss the most urgent needs of women in such positions.

The first question aimed to promote an exchange about experiences already made in attracting women to the mining science sector and to stimulate a dialogue between different cultures and generations within the society. The second question aimed to highlight specific vulnerabilities and needs of women, with particular attention to the experiences and encounters, to broaden the awareness and perception horizon of all conference participants across countries. After these questions were discussed in small groups, the results were documented in real-time using a Google Jamboard. Despite the different objectives of the questions, the responses showed some consensus regarding challenges and possible paths toward solutions. In general, four themes emerged (Figure 3):

1. Education and Transparency.
2. Role Models and Success Stories.
3. Identification of Gender-Specific Needs.
4. Environmental Conditions and Regulators.

DEI-Education (DEI stands for diversity, equity and inclusion) plays a crucial role in achieving gender equality. This means that younger generations need to be made aware of stereotypes early on. At the same time, there must be an awareness that gender-specific needs exist in the workplace. However, the consideration of these should not lead to one gender feeling excluded or disadvantaged. An example is family-friendliness. Both genders should have access to flexible working hours, a parent-child office and childcare options. However, there are further needs related to parenthood for women that must be considered, such as special facilities for women, like nursing rooms, as well as support during pregnancy and dedicated contacts.

It is also essential that young people are sensitized to critically question existing structures. This is only possible if representatives of both genders from various professional positions openly discuss their experiences and thus serve as role models. By sharing their stories, challenges and successes, these professionals can provide a realistic and relatable perspective on the industry, highlighting both the opportunities and the obstacles they have faced. This approach helps to inspire newcomers to the industry by showing them that success is attainable regardless of gender, and by demonstrating the diverse pathways that can lead to a fulfilling career in mining. Moreover, it encourages young people to think critically about the status quo and to envision and work towards a more inclusive and equitable future for the industry. Engaging with young people in this manner also raises awareness for gender equality by highlighting the importance of diverse perspectives and the value that different experiences bring to the workplace. It challenges stereotypes and biases, fostering a culture of respect and mutual support. Educational institutions and industry organizations can facilitate this by organizing panel discussions, mentorship programs and workshops where experienced professionals share their insights and engage with students. These initiatives not only provide valuable learning opportunities but also help to build networks and support systems that are crucial for career development.

Ultimately, by fostering an environment where open dialogue and critical questioning are encouraged, we can cultivate a new generation of mining professionals who are not only skilled and knowledgeable but also committed to promoting gender equality and creating a more inclusive industry.

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Conclusions and next steps

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SOMP plays a central role in advancing mining sciences and creating a sustainable, inclusive sector that actively supports the principles of gender equality. The organization recognizes that academia is crucial not only for education and raising awareness of gender equality, but also for transferring these principles to the industry. By utilizing role models and mentoring programs, SOMP effectively trains leaders who operate in both academic and industrial contexts. These role models are essential for raising awareness and promoting behavioral changes, particularly through interactive communication between different countries and generations.

Educators have a significant responsibility in preparing graduates to be successful in the mining industry. They incorporate comprehensive training programs that focus on both technical skills and soft skills, such as leadership, communication and teamwork. These programs emphasize the importance of inclusivity and diversity, preparing graduates to foster a respectful and equitable workplace culture. To further advance gender equality and attract more female members, SOMP can address several additional areas. Establishing stronger mentorship programs that connect young female academics with experienced professionals can provide guidance, support and career advice, helping young women navigate the challenges of the mining industry. Creating networking events specifically aimed at women fosters stronger professional relationships and support systems, providing a platform for women to share experiences, discuss challenges and collaborate on solutions. Developing initiatives to educate both men and women about gender stereotypes and biases in the workplace through workshops and seminars can raise awareness about these issues and promote a culture of respect and equality. Conducting more inclusive workshops and seminars can address gender-specific needs without causing any gender to feel excluded, focusing on topics such as work-life balance, career advancement, and creating inclusive work environments.

To make workplaces more attractive for women and retain them in the mining sector long-term, it is essential to implement policies and practices that support their career growth and well-being. Some of these practices include offering flexible work schedules and remote work options to help women balance their professional and personal responsibilities, creating a supportive work environment that actively combats discrimination and harassment, providing equal opportunities for professional development and implementing family-friendly policies such as parental leave and childcare support.

The design of SOMP’s annual and regional meetings is another distinguishing feature. These events focus on interactive exchange, differing from conventional conferences. Discussion rounds, group work and interactive elements create a dynamic learning and sharing atmosphere. This approach enables deep dialogue, joint solution development and learning from each other, contributing to intense networking and collective advancement. The society also promotes international exchange and communication between different generations to provide a broader perspective on gender equality. Transparent exchange through such multi-generational dialogue helps make the mining sector equally attractive to all genders, both in academia and industry.

The 34th Annual General Meeting (AGM) of SOMP took place from 5th to 11th September 2024 in Sydney. Hosted by the School of Minerals and Energy Resources Engineering at The University of New South Wales (UNSW) in Sydney, a central theme of the meeting was diversity in the mining sector, underscoring the shared commitment to promoting diversity and inclusion in the mining industry. Through these efforts, SOMP supports its members in advancing the practice and science of mining for the benefit of society and in alignment with the principles of sustainability. By advocating for equality and diversity, SOMP goes beyond traditional academic networks, making significant strides towards gender equality in the mining sector.

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