Systematic Survey to Assess Gender Equality in the Mining Sector

Gender equality remains a critical issue in the mining sector, particularly in Germany, where the challenges faced by women are often inadequately addressed. This study aims to systematically assess these challenges and the current state of gender equality among female professionals in mining. The goal is to gather an initial understanding of gender equality issues in this context and to formulate actionable measures for improvement. A survey was conducted involving approximately 60 women in the mining sector, utilizing both quantitative and qualitative analysis of their experiences and perspectives. Data were collected through structured interviews conducted online, focusing on various aspects of gender-specific limitations, motivation and role models. The findings reveal significant barriers to women’s equal participation, including sexualized violence, discrimination in application processes, unequal opportunities for leadership positions and male-centric equipment in physical labor. Despite these challenges, many respondents demonstrated resilience and intrinsic motivation, often inspired by successful female role models within the sector. The study provides concrete strategies for employers and employees to enhance gender equality in mining and outlines practical, theoretical and political implications for promoting equal opportunities within the sector.

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Background and objectives

Gender equality in the mining sector is an important and current topic that concerns both academic research and industrial practice. The challenges faced by women in mining are known on an individual basis but are rarely presented systematically. Various studies focus on more localized groups, such as South African mines (1), specific countries or regions like Ghana (2, 3, 4), Zambia (5), Sweden (6) or Brazil (7). The focus of these studies varies between female miners and individuals in management positions. The following challenges are identified: physical limitations and inadequate personal protective equipment, employment restrictions due to pregnancy and maternity leave, bias and resistance from male colleagues, discrimination and sexism, limited promotional opportunities due to unconscious bias and lack of mentorship, insufficient support for motherhood and childcare, historical and legal barriers such as prohibitions on women’s employment, a lack of female role models and limited visibility in leadership positions, as well as the need to enhance the attractiveness of mining careers for women.

These studies do not capture the European context (excluding Sweden), and particularly that of Germany. Therefore, there is a need to conduct a survey specifically within this group. The objective is to gather an initial impression of the situation regarding gender equality and the challenges faced in Germany, in order to derive appropriate measures. To achieve this goal, a systematic survey was developed and conducted. The present contribution presents the results of this survey and offers insights into the current status of gender equality in the mining sector.

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Research methodology

The method chosen for this study was a fully semi-structured interview conducted via an online platform, LimeSurvey. The questionnaire was developed using the SPSS method (Sammeln – collecting, Prüfen – checking, Sortieren – sorting, Subsummieren – summarizing). The criteria for the questions were evaluated through a formal review and by having the interview inspected by third parties. For the structure, a three-step approach was employed, consisting of a narrative-generating introduction, a systematic main section, and an open concluding question at the end. Key objectives and notable aspects included the diversity of respondents, the identification of challenges and role models, as well as temporal constraints and the system itself. Consequently, the questionnaire was made available in two languages – German and English – allowing respondents to switch between languages.

Following the summarization, the questionnaire was developed with five main areas. The first part captures basic demographic information such as age, country of birth, country of education, current country of work (if employed), professional status (employment, workplace, studies), parenthood and field of study. This information serves to contextualize and describe the dataset. The objective of the second part is to gather individual impressions. The open-ended questions focus on limitations and challenges in education and employment related to gender, motivations, particularly in difficult situations, and female role models in mining. The third part consists of closed-ended questions that address six different points derived from the findings of other studies. These questions assess whether the respondent has experienced limitations or is aware of the issues. Moreover, it inquires about the exclusion from work activities due to gender or pregnancy/maternity. The final questions in this block inquire whether participants have experienced a lack of respect due to their gender and whether their expertise was not recognized. Participants had the option to provide additional comments in free-text format to elaborate on their experiences or knowledge. The fourth part poses the question, “In your opinion, what can and should every employee (especially male) in the mining sector do to achieve greater gender equality?” Note that in the English version, the term “male” is explicitly emphasized. Finally, respondents have the opportunity to make remarks and additions.

Following the implementation and testing in LimeSurvey, women in the mining sector were invited via email and social media (Instagram/LinkedIn) to share their experiences and to disseminate the survey further. It was clarified that “women in mining” refers to all women working in the raw materials extraction sector, whether in processing, mining engineering, geology or other related fields. The survey was conducted anonymously from 6th June to 30th July 2024, to protect the privacy of the participants. Given the relatively small community in the mining sector, it was noted that individual identities could potentially be inferred. Therefore, participants were free to answer questions at their discretion and were not required to complete all questions to participate. The collected data were treated with strict confidentiality.

Only completed surveys were considered for analysis. The datasets were initially reviewed and standardized, harmonizing the spelling of countries and grouping fields of study into 13 categories. In addition to a descriptive analysis to describe the dataset, the closed-ended questions were quantitatively analyzed using MS Excel. The results of the open-ended questions were carefully screened and qualitatively analyzed with a language model (in this case, GPT-4o) in a secure environment, with the findings subsequently validated and specified through four eye review.

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Survey results

The survey set a dataset containing information about the participants as well as their responses to the posed questions. In the following section, we will first present the characteristics of the respondents, and then we will discuss the results in a subsequent section.

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Data set description and analysis

A total of 67 individuals completed the survey in full. Four respondents identified as male. These responses will not be considered in the following analysis. The data presented here pertains to the 63 female respondents who participated. No one indicated a non-binary gender identity.

On average, the respondents were born in 1985. Figure 1 illu­strates the distribution of birth years in decades. The majority of respondents are concentrated between the years 1975 and 1994, accounting for approximately 71 % of the participants. The ages of respondents range from 62 years to 22 years.

The majority of respondents consists mainly of women employed full-time (76 %). 13 % report working part-time. A small number of individuals are self-employed (2) or seeking employment (1). 17 % of respondents are students; among them, three work either full-time or part-time, and one person combines full-time work with self-employment.

Regarding their parental status, three respondents identified as parenting, with each of them balancing this role with full-time, part-time or study activities. It cannot be ruled out that more respondents have children.

The group of respondents is predominantly German, as indicated by their countries of birth, education and current employment. However, there is also a degree of diversity. In total, 22 different countries are represented. 33 % of respondents were born in Germany. More than one participant reported the following countries of birth: USA (8), Canada and United Kingdom (4 each), Croatia, Iran, and Kenya (3 each), and Austria and Ghana (2 each).

In terms of educational background, over 70 % of respondents provided information about their schooling, bachelor’s / undergraduate degrees and master’s / diploma qualifications. 23 respondents specified their doctoral studies. The respondents are almost exclusively academics, with 70 % not having changed their country of education. Approximately one-quarter were educated in two countries, while three or one person(s) studied in three or four countries, respectively. In total, 27 different countries were mentioned, with a focus on Europe and North America in addition to Germany.

The diversity of study fields is illustrated in table 1: along with a strong focus on mining, many respondents have backgrounds in geosciences and engineering.

Based on the former and current workplaces, it can be illustrated from which parts of the world the respondents can draw their experiences. In total, 38 countries and two regions were mentioned. As shown in figure 2, alongside the focal area of Germany, a multitude of regions is represented.

The dataset represents female academics across a wide age range from more than 20 countries, who are either working in mining or studying mining-related fields. The average participant was born in Germany 38 years ago and completed her education up to a master’s degree or diploma in Germany, where she is currently employed. In addition to this, there are many other individual biographies of women who have contributed their experiences. Thus, one can refer to this as an international dataset with a specific focus on the German mining sector.

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Analysis of responses

As previously described, the survey collected data across three subdomains, which will also guide the structure of the presentation of the results.

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Limitations, challenges and motivation: Qualitative results

In the section of open-ended questions, participants had the opportunity to provide free-text responses regarding limitations, challenges, motivation and role models across three questions. Due to the strong focus on Germany, the responses were categorized specifically for those individuals who have worked exclusively in Germany.

Responses to the question regarding gender-specific limitations and challenges were assigned to seven categories:

1. sexism and discrimination – (27 mentions);
2. lack of support and recognition – (19 mentions);
3. boys’ club culture / male-dominated environment – (10 mentions);
4. unequal opportunities and pay – (10 mentions);
5. work-life balance with family responsibilities – (7 mentions);
6. physical strength and challenges – (6 mentions); and
7. bullying and harassment – (6 mentions).

Participants with solely German work experience mentioned challenges in categories 5, 6 and 7 twice as often. The frequency in the other categories was similar.

In the category of “sexism and discrimination”, responses included references to gender discrimination in the workplace, specific biases in hiring processes, inappropriate comments and jokes about gender, unfair division of labor between genders, derogatory terms such as “bossy” and other stereotypes, difficulties in management when collaborating with women, comments that framed gender as an issue, professional underestimation of women, blatant disregard for women’s perspectives in meetings and biased assumptions about women’s capabilities. It was reported, i. e. that women in the workplace experience sexual harassment and discrimination. Some employers were hesitant to hire women due to gender-related prejudices and preferred male candidates. Women often faced inappropriate comments and jokes that undermined their skills and their place in the profession.

In the category of “lack of support and recognition”, examples included inadequate material support such as the provision of suitable work clothing, personal protective equipment (PPE), hygiene products, as well as infrastructure (changing rooms, toilets) alongside a lack of personal support. The range of issues in this second area spans from refusal to hire to the ignoring of competence and opinions, as well as derogatory comments and overlooking individuals. These points strongly relate to the male-dominated working environment. This area reflects a “boys’ club” mentality characterized by stereotypes, social exclusion and patriarchal structures.

Comments about “bullying and harassment” also align with this issue. Sexual harassment is repeatedly mentioned here. At the organizational level, the gender pay gap, unequal opportunities for promotion and distribution of responsibilities persist. Challenges related to physical strength and size were noted by few individuals, although these were simultaneously viewed as less significant compared to the mental constraints imposed by others and seen as surmountable issues.

In the category of “work-life balance with family responsibilities”, difficulties arising from motherhood, particularly concerning pregnancy and maternity leave, are highlighted as significant burdens affecting caregiving organization and constraints in employment and task consideration.

In summary, gender-specific limitations and challenges in the workplace are multifaceted and encompass various aspects of discrimination, lack of support, unequal opportunities and cultural barriers.

In response to the question about motivation, particularly in challenging situations, the answers were categorized into eight themes:

1. personal motivation and inner drive – (13 mentions);
2. proving oneself / defiance – (8 mentions);
3. making a change – (8 mentions);
4. support from others – (6 mentions);
5. role models – (5 mentions);
6. job aatisfaction and professional fulfillment – (3 mentions);
7. belief and conviction – (3 mentions); and
8. children and family – (2 mentions).

Notably, in the group of individuals with only German work experience, categories 1 and 3 were mentioned twice and 1.5 times more frequently, respectively, while there were no mentions in categories 5, 6, and 7.

In the category of “personal motivation and inner drive”, many respondents expressed that personal ambition and the joy of overcoming challenges are particularly motivating. Statements like “Impossible is nothing” and “The perspective of having overcome the difficulty and being able to check it off” reflect a strong internal drive. It was emphasized multiple times that individual ambition and self-confidence were strengthened through overcoming difficulties.

In the category of “proving oneself / defiance”, the desire to demonstrate to oneself and others that they are just as capable as their male colleagues was frequently mentioned. Statements like “I’m just as good as the men, but I had to “prove” it” and “Proving to men that I can indeed accomplish things” highlight this motivation. These responses suggest that negative experiences can serve as an impetus to showcase their abilities and dispel prejudices.

In the category of “making a change”, many highlighted their motivation to effect positive change and serve as role models. Statements such as “Talking with others and showing where the system has limits and problems” and “The ability to create changes” underscore the desire to improve the environment and overcome existing barriers.

In the category of “support from others”, the solidarity and encouragement from colleagues and family are described as significant motivational factors. Statements like, “the close-knit community of the few women in mining” and “when the people around me don’t make me feel like I should do less or can’t work as well as men” indicate that external support helps them better navigate challenges.

The other categories were also present, though less frequently. These responses underscore individual sources of inspiration and satisfaction that motivate in the professional context. Children and family were noted in some instances as a significant driving force, particularly regarding the wish to create a better environment for future generations.

In summary, the various sources of motivation in difficult situations are multifaceted, with a particularly strong focus on personal motivation and inner drive. Additionally, the desire to effect positive change, prove oneself, and receive support from others play crucial roles, with the significance of these categories being especially pronounced among individuals with solely German work experience.

In response to the question regarding role models as women in the mining, the answers were categorized into eight themes, some of which included multiple subpoints. The summary for each category is presented in table 2, which also highlights the distribution for the group of individuals with solely German work experience.

The analysis of the response categories regarding role models in mining reveals a diverse array of influences. The most frequently mentioned groups include specific individuals in the mining sector, as well as generally successful women in mining, colleagues, and academic personnel.

The most commonly cited type of role models are specific women in the mining, mentioned a total of twelve times. This indicates that many respondents view concrete female figures in the mining sector as role models. One respondent stated, e. g.: “My role model as a woman in the mining is my first boss, who is a woman.” Following this, generally successful women in mining also received twelve mentions. This category highlights that, in addition to specific individuals, the overall success of women in the field serves as a significant motivational factor. Responses reflect that success is viewed as both enduring and asserting oneself as a woman in mining, as illustrated by the statement, “The women that have come before me and the women that will come after. The women that have successfully created change and are leaders.”

Colleagues, in general, were mentioned as sources of inspiration a total of 20 times, with a relatively balanced number of mentions between female (8) and male colleagues (7). There were also a few unspecified mentions (3). Academic personnel received a total of eleven mentions, with female figures dominating (8). This underscores that academic figures, particularly female academic personalities, play an essential role in inspiring others. The statement of having no specific role models was relatively common, with ten mentions. This indicates that a considerable number of respondents could not identify clear role models. In the German group, one participant noted: “Due to my field of study, I unfortunately have no role model in the area of mining.” Furthermore, it was mentioned three times that role models are generally men, such as “Still men, like my former professors or successful colleagues.” Additional public figures were cited as role models twice, and two individuals mentioned family members, e. g., “My mom is my work role model as a woman. She is not in the mining industry, but she started working when she was 40.”

In comparison, the “German” group reported having no role models twice as often and emphasized specific women in mining and colleagues more frequently. Notable responses also highlighted the lack of women in mining as role models in areas such as work-life balance and higher management, with one respondent asserting that all individuals who truly believe in equality are role models (“All people who are truly believing in equality.”).

In conclusion, the diversity of role models and their different backgrounds reflect the need and importance for women in the mining to have visible and inspiring role models. This underscores the significance of specific female figures, successful women in mining, and support from colleagues and academic personnel, particularly regarding the enhancement of gender diversity and equality in the sector.

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Limitations and lack of respect: quantitative results

In the second section of the survey, participants were asked about limitations, exclusion or marginalization, and lack of respect due to their gender. For each question, they could indicate whether they had personally experienced these issues, were aware of the problems or knew others who were affected. Due to multiple responses indicating confusion regarding the second part of the question and the lack of clarity in the responses, only the section concerning personal experiences will be evaluated.

Participants were also given the opportunity to provide further elaboration in free text format for all areas.

In the first area, questions were posed regarding limitations in education and profession related to sexualized violence, equality in applications, equal opportunities for leadership positions, physical labor, male-centric equipment, e. g. PPE, clothing, arrangements, and legal regulations, e. g. general prohibitions on women’s employment. Table 3 presents an overview of the results. On average, one-third of respondents did not provide information regarding their experiences, which may indicate a gray area in their awareness or recognition of these issues.

The analysis of the survey reveals significant differences in experiences and awareness regarding various issues among the respondents.

With respect to sexualized violence, approximately 10 % of respondents indicate that they have been restricted by sexualized violence during their education or professional activity. Reports include experiences of “flirting”, suggestive remarks, harassment and bullying. Although 60 % of respondents state that they have not been personally affected, there are still boundary violations that are intolerable.

About a quarter of the respondents reported being disadvantaged in application processes due to their gender. Alongside experiences where male candidates were favored despite having lower qualifications, there are also reports of rejections directed at individuals who might potentially become pregnant. Particularly alarming is a case where an illegal commitment was to be signed, which included a stipulation prohibiting pregnancy for the following years. One respondent sees the issue as being less pronounced in Germany compared to Cameroon but notes that racism plays an additional role in this context. Thus, black women are particularly affected by intersectional limitations.

The frequency of responses regarding equality of opportunity for leadership positions is comparable to the previous category. Additionally, there is a significant mention of a “glass ceiling” in Germany, which is particularly exacerbated by the structure of the childcare and education system that aligns with a single-earner model.

In terms of limitations due to physical work, 38 % of respondents reported having been restricted, whereas 29 % denied this. Examples cited include not only a lack of physical strength but particularly the design of machinery and equipment being oriented toward male bodies, which are generally larger. This is reflected in responses regarding male-centric equipment, with nearly half of the respondents having experienced limitations due to this. Protective equipment such as PPE and work clothing are specifically mentioned, with only about one-quarter stating they have not encountered this experience.

Lastly, in the category of “legal regulations” (general prohibition of women’s employment), 14 % of respondents reported having experienced restrictions here, while 59 % disagreed.

It is evident that, despite progress in some areas, numerous structural barriers and inequalities persist. These challenges must continue to be addressed to ensure comprehensive equality of opportunity.

In addition to limitations, participants were asked about exclusion from work due to gender or pregnancy/maternity leave. Here, 41 % of respondents reported having been excluded due to their gender and 24 % stated they were excluded because of pregnancy or motherhood. In this context, several respondents noted that some exclusions served as a form of protection and were not related to discrimination. However, another respondent views this as a significant limitation, particularly concerning travel duties and underground work, which can be difficult to plan, especially following multiple pregnancies due to miscarriages.

Regarding professional interactions with women, the majority reported feeling disrespected by colleagues (51 %) or others (57 %). 52 % indicated that their competencies were overlooked because of their gender. Examples provided included marginalization in project work by supervisors, instructions for the project manager to make coffee despite having additional staff, comments on clothing, a lack of respect in work settings above and below ground, being laughed at and being ignored in meetings, intimidation and verbal abuse despite correctly performing their tasks. These examples highlight the challenges and lack of respect many women face in their professions.

When the results are differentiated by age groups, it becomes evident that the age group born between 1965 to 1974 is more affected in all categories except for sexualized violence and motherhood. Conversely, the youngest age group (1994 to 2004) reports being less affected in all areas, especially concerning respect and expertise. The group born between 1975 to 1984 shows above-average limitations regarding motherhood.

When differentiating by individuals who are in the process of obtaining or have obtained a doctorate – thereby having a higher likelihood of working in an academic environment – slightly higher limitations are reported in relation to equality in applications (28 % vs. 21 %) and leadership positions (32 % vs. 24 %). Reports of sexual violence are less prevalent in this group. In other categories, this group reports higher experiences, particularly regarding motherhood (36 % vs. 16 %). At the same time, these individuals report less lack of respect from colleagues (44 % vs. 55 %) and questioning of their expertise (44 % vs. 58 %), while the lack of respect from others shows little variation.

It is clear that, despite progress in certain areas, which can also be corroborated by comments regarding openness and family-friendliness, substantial structural barriers and inequalities remain that require targeted actions. The data underscore the necessity for more intense awareness-raising and changes in the workplace environment to ensure fair and respectful treatment of all employees.

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Contribution to a better future: wishes for (male) colleagues

In conclusion, all participants were asked what contributions each individual, particularly male employees in the mining sector, could make to achieve greater gender equality in mining. In summary, it is suggested that everyone should:

• advocate for equal pay and opportunities;
• educate themselves on the topic, particularly regarding “unconscious bias”, and promote awareness-raising measures;
• question gender stereotypes and speak out against the sexualization of women;
• contribute to an inclusive work environment by fostering an inclusive culture and initiatives, especially in leadership and communication;
• offer support and mentorship, and act as allies;
• demand infrastructure and equipment that meets the needs of all genders;
• advocate for work-life balance through flexible work models, parent-child offices and appropriate childcare options;
• call for fair corporate policies and structures and actively contribute to them.

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Discussion of results

The survey results indicate that women in the mining continue to face significant challenges and limitations due to their gender. Approximately 10 % of respondents reported being affected by sexualized violence during their education or professional activities. Around a quarter experienced disadvantage in application processes due to their gender, with reports of preferential treatment for male candidates and discrimination against potentially pregnant women. Many women also reported feeling disadvantaged regarding equal opportunities for leadership positions and physical labor, which are often attributed to structural and physical adjustments made for male needs. Additionally, nearly half of the respondents faced restrictions due to male-centric equipment. The presence of a “glass ceiling” and the systematic disadvantage faced by women in reconciling professional and family commitments were also highlighted.

Despite these challenges, the responses also reveal positive aspects, such as the role of role models and the motivation of many women to assert themselves and bring about change. Numerous women cited specific female role models in the mining who serve as inspiration, although many also derive motivation from within themselves and look up to women who have succeeded in their fields. The support of colleagues, as well as the desire to effect positive changes for future generations, are significant sources of motivation as well. Furthermore, respondents emphasized that male colleagues can contribute to improving the situation by advocating for gender equality, raising awareness about unconscious bias and providing active support.

Overall, while the challenges facing women in the mining sector are significant and deeply rooted, there is also a profound potential for positive change driven by both individual motivation and collective action. Addressing the systemic barriers and fostering an inclusive environment will be crucial in achieving greater gender equity in the field.

The results of the survey clearly indicate that women in the mining continue to face significant gender-specific challenges. The central research question, which aimed to capture the experiences and perspectives of women in the resource sector, is distinctly addressed by the findings. Here are some key interpretations:

1. Sexualized violence and discrimination: The fact that around 10 % of approximately 60 respondents report experiencing sexualized violence – affecting about one in six women in the mining sector – underscores the ongoing presence of a toxic work environment for women. These experiences not only hinder their professional development but also impair their overall well-being.
2. Discrimination in application processes: Approximately a quarter of women reported discrimination during application processes, demonstrating that gender-specific biases are deeply ingrained in recruitment practices. This disadvantage not only obstructs women’s access to professional opportunities but also exacerbates gender inequalities within the field.
3. Equality of opportunity in leadership positions: The research findings confirm that women still encounter difficulties in attaining leadership roles, represented by the “glass ceiling”. These structural barriers prevent women from reaching higher positions and instigating change from within.
4. Physical labor and male-centric equipment: Women experience significant limitations due to machinery and protective equipment designed for male bodies, as well as infrastructure that does not account for their needs. This lack of consideration for female requirements indicates that many industry standards and practices are unfriendly to women and require urgent revision. Existing buildings and facilities must also be modernized to provide infrastructure for all genders.
5. Positive aspects from role models and motivation: Despite the challenges, the results show that women are inspired to persevere and effectuate positive changes through strong role models and personal motivation. Conversely, there is often a lack of role models, leading women to cultivate intrinsic motivation from resilience and look up to successful women in mining. This supports the hypothesis that support and role models are crucial for the professional development and persistence of women in the sector.
6. Role of male colleagues: The responses indicate that male colleagues can play a significant role in improving working conditions by advocating for equal pay and opportunities, engaging in education and promoting an inclusive culture.
7. Age-dependent responses: Responses vary significantly across age groups. Possible reasons for this may include less experience among the younger generation or a shift towards better working conditions. It suggests that changes in the sector occur gradually and that younger female workers might have different perspectives and expectations.
8. Women in academia: Responses show that women who have obtained or are pursuing a doctorate often face greater limitations. However, they report less encounter with disrespect and questioning of their expertise. This indicates that academic structures may be less effective in supporting women than industrial structures, yet at the same time create a certain “bubble” where respectful interactions are maintained.

These findings confirm the hypothesis that, despite existing advancements, considerable structural and cultural barriers remain that require targeted measures and interventions. At the same time, they emphasize the importance of role models and collegial support as vital factors in overcoming these hurdles.

The results of this survey affirm many of the challenges and themes depicted in prior studies on gender equality in the mining sector. The differing perspectives of the responding groups suggest that limitations regarding motherhood and maternity leave are viewed as less critical, as well as the legal barriers.

One strength of this study lies in its presentation of a new perspective on the experiences and viewpoints of academics in the German mining sector, which has previously been underexplored. The significant correlations with global findings suggest that measures for gender equality could also be applicable within the German context. Furthermore, the results regarding motivation and role models offer concrete approaches to making interventions more effective.

At the same time, the interpretability of the results is limited by the methodology employed. One major issue is the potential for sample bias. Since participation was voluntary, it is possible that primarily those women with a strong interest or pronounced opinions on the topic took part. This could lead to the underrepresentation of specific groups, such as women in higher leadership positions, those with limited access to utilized networks or those facing time constraints due to caregiving responsibilities. The unclear responses concerning parenthood do not allow for definitive conclusions, as it remains uncertain how many respondents are mothers or women with childbearing aspirations.

Another challenge is response bias. Participants may have a tendency to provide socially desirable answers rather than sharing their actual experiences and opinions. Although the survey was conducted anonymously, there is a risk that responses could be traced back to individual respondents within the relatively small mining community, potentially compromising the honesty of the answers.

Moreover, the standardized questions of the systematic interviews might limit the depth of responses and overlook nuanced insights or individual explanations. There was no opportunity to clarify ambiguous answers or to delve deeper into intriguing topics. Temporal and resource constraints posed additional limitations: The two-month data collection period may not have been sufficient to ensure a fully representative sample and limited resources could affect both the number of interviews and the depth of the survey.

Reliance on online platforms may also have influenced participation, particularly in regions with poor internet connectivity. Despite the survey’s availability in both German and English, linguistic nuances and cultural differences may have impacted the interpretation of questions and answers. Furthermore, the voluntary nature of not answering all questions may have led to incomplete datasets and potential biases in the analysis.

The results of this study have significant implications for practice, theoretical considerations and policy measures aimed at promoting gender equality in mining.

Practical Implications:

1. Companies: The findings highlight the need for companies to implement gender-specific measures to create a more inclusive work environment. This could include adapting machinery and protective equipment to make them suitable for women, as well as implementing training programs to raise awareness of unconscious bias among employees.
2. Mentoring programs: The importance of role models and support from colleagues indicates that mentoring programs and networks for women in mining should be expanded. Such programs can help foster the professional growth and satisfaction of women.
3. Family-friendly work models: Companies should promote measures that improve the reconciliation of work and family, including flexible working hours, parent-child offices, and supportive childcare arrangements.

Theoretical implications:

1. Research on intersectional barriers: The results underscore the necessity for further research on intersectional barriers, particularly on how gender and other identity characteristics such as ethnicity or social class affect experiences mining.
2. Expanding the research framework: The study suggests that future research should more comprehensively consider the diverse biographies and international experiences to capture a wider range of perspectives.
3. Focus on mothers and women who want become pregnant: The results do not allow for clear conclusions due to the methodology and data basis. However, they do indicate significant limitations faced by this group.

Policy implications:

1. Regulation and policies: Legislators and policymakers should utilize the study to develop gender-sensitive policies and regulations that ensure equal opportunities and safe working conditions for women in the mining, as well as evaluate existing regulations.
2. Promoting women in STEM fields: Educational policies should focus on attracting and supporting more women in professions within the mining, such as through targeted scholarships, training programs and initiatives to promote STEM subjects among young girls.

The study provides a foundation for further research to evaluate specific measures and assess their effectiveness. Future research should also seek to achieve more representative samples and gain deeper, qualitative insights into the individual experiences and challenges faced by women in mining. Conducting longitudinal studies would also be valuable to observe changes over time and evaluate the long-term impact of implemented measures. These findings have important implications for corporate practices, theoretical research and policy measures and can help sustainably improve gender equality in mining.

In conclusion, the survey results clearly demonstrate the persistent gender-specific challenges in mining. Women continue to face discrimination, bias and structural barriers that hinder their professional development. These barriers affect all areas of employment, from application processes to leadership positions, physical labor and inadequate protective equipment.

Nevertheless, the results also reveal positive aspects, such as the importance of role models and collegial support for the motivation and job satisfaction of women in mining. The study findings confirm existing theories and international research results while providing concrete entry points for practical measures and policy interventions.

The insights from this study emphasize the urgency of implementing targeted measures to promote a fair and inclusive work environment. This requires not only structural changes within companies but also comprehensive political initiatives and increased awareness of gender equality. Only through joint efforts can we sustainably improve gender diversity and equality in mining.

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Summary

This study examines gender equality and challenges in the mining sector, with a specific focus on the German mining, based on a survey of approximately 60 women in mining. The aim is to capture an initial impression of the situation regarding gender equality and challenges, particularly in Germany, in order to derive actionable measures. The quantitative and qualitative analysis reveals that sexualized violence, discrimination, disadvantages in application processes, unequal opportunities for leadership positions and the male-centric nature of physical work aids hinder women’s equal participation in the labor market.

At the same time, it becomes evident that an intrinsic motivation has developed from the resilience of these women, as they particularly look up to successful women in the mining field. These findings provide concrete approaches and strategies for employers and employees to improve gender equality in mining. By outlining practical, theoretical and political implications, the study presents specific measures for the implementation of equal opportunities.

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Acknowledgments

The authors would like to express their gratitude to the individuals who provided feedback on the questionnaires, as well as to the 67 participants of the survey, who collectively invested more than 20 hours in providing their responses.

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