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Women in Mining Network (WIMNet)
Presentation to Underground Operators Conference, April 2008
By Kate Sommerville on behalf of Women in Mining Network
Talk outline - WIMNet
• The value of an engaged workforce
• Revealing barriers to the participation of
women in mining
• Recommending some ideas for your
organisation
• Highlighting some great examples
already out there in the mining industry
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 disengaged
18%
=> $32 Billion/year
Gallup's 2006 Australian Engagement Study
WIMNet - Vision
“A mineral resources industry where all
participants are treated fairly and
equitably and which is admired for its
people and its leadership.”
AusIMM Survey – Gender Pay Gap
Table 1
AusIMM Remuneration survey ‘07
• Females on significantly lesstable 1
• Females work on average less
hours than men, but it is still less
when adjusted and put into
hourly rates- table 2
Table 2
• No significance site, city or FIFO
Level 1=graduate,
Level 5= Snr Manager with dept reporting
WIMNet Workshop – November 2007
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Present
Richard Johns (Facilitator)
Peter McCarthy
Sue Border
Kate Sommerville
Donna Frater
Sponsors:
Monika Sarder
Oxiana
Helen Drousas
BMA Coal
Stephanie Omizzolo
AMC Consultants
Alison Keogh
Artemis Search
Sandra Close
Richard Johns
Karin Baxter
Miriam Lyons-Stanborough
Sabina Shugg
Deming Whitman
Jackie Waters
Gender Pay Gap
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WIMNet Future Activity Efforts
INFLUENCE
1. Gender Pay Gap
2. Leverage with The AusIMM
3. Leverage to outside organizations
4. Strategy to target specific Companies
5. Child-Care
6. Research and Surveys
SUPPORT
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WIMNet Events (self funding)
Communication (Bulletin)
Committee design and Membership
Role-models and Mentors
Virtual Services
WIMNet Workshop
• Change to influence companies more
• Work more with kindred bodies
• Work more with branches
What your organisation can do to retain
more women – Ideas 1 of 3
Ask for input through
Exit interviews
Focus groups
Do the business case
$1 spent on flexible work return of $2-$6
Do the numbers
Culture
Value all
Consciously monitor participation, promotion and pay gaps
Ask questions about demographics
Have people KPIs
Ensure your processes are not biased
Analyse pay gaps
Robust Performance measurement
Robust Succession planning with diversity
checks
What your organisation can do to retain
more women – Ideas 2 of 3
Maternity leave
6-14 weeks paid leave >1 yr
Increased paid leave for >5yr
Extended paid leave at half pay
Incentives to return to work early
Maintain contact with employees on career
breaks
Childcare
Support advocacy around removing FBT for
employers - sponsored childcare
Support advocacy around tax deductibility for
in-home care
Support employees being able to access
quality childcare to suit mining rosters and
vacation periods.
Flexibility
It’s just one way people can work (flexible
can be full hours)
Be open about arrangements, remove
stigmas, encourage trust
Allow it before maternity leave
Allow it for employees participating in other
activities
What your organisation can do to retain
more women – Ideas 3 of 3
Support
Confidence via development and
mentoring
WIMNet networking events
Promote your company’s success
If you have no pay gap – tell everyone about
it
Tell everyone about great initiatives and
benefits
Walk the talk – visible leadership
What your organisation can do to retain
more engaged employees
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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
Organisations that are doing great stuff
Cement
Australia
Ask for input
Business Case
Culture
Consicously monitor
participation, promotion
and pay gaps
Maturnity leave
Childcare
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Santos Santos
TOGA Pty Ltd
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Flexibility
Support
Promote your companies
success
BMA
Xtrata Copper Blackwater
– Ernest Henry mine
QRC 2008 Resources Awards for Women (RAW) March 2008
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Key Messages
Growth = employees that are engaged
• There is still plenty that can be done to
engage women and the workforce as a
whole.
• Some mining companies are already
doing this and seeing positive results
• Promote your good practices
We all want the same thing…
Let’s make it happen!