The topics of diversity and inclusion are often talked about in broad terms without concrete ideas of what they look like on the ground. Additionally, the concepts are usually discussed in terms of corporate offices and the traditional nine-to-five - without much thought regarding sectors with varied working experiences such as mining, infrastructure, and energy.
Our industries are working hard to ensure diversity and inclusion needs are met, but what does that actually look like in real terms? This blog aims to discuss some of the approaches and organisations that are active in our sectors to help contextualise what diversity and inclusion means to energy, mining, and infrastructure.
There has been a lot of discussion in recent years around encouraging and supporting more women in resources industries. The hot button topic has usually been mining but both energy and infrastructure have also been pursuing their own gender equality targets.
The 2021 Aus IMM Women in Mining Survey looked at response from women in resources and uncovered a few interesting statistics that show where women as a whole sit within the broader mining sphere. For example, they are on par with the average age in the industry (around 40 years old) and around 75% of women in the resources sector earn a higher salary than the average Aussie woman. However, women still account for a minority in mining with the vast majority of mining professionals reporting that they’re male.
So, what does this mean for diversity and inclusion? Well, by looking at the reasons why women either don’t pursue jobs in mining or leave the industry before progressing beyond entry level positions analysts can see areas where the sector could modernise.
The progression pipeline is one area where this is being tested - rather than relying on a high turnover of workers in entry level roles and competing for specialised talent, some organisations are focussing on how to bring those entry level workers on board to remain in-house on a longer term basis. Many believe that by increasing the visibility of a future within an organisation - and an industry - companies stand a better chance of retaining talent beyond entry level. This benefits both organisations and workers by making opportunities more accessible to everyone.
Company culture is a high priority focus across the board with everyone from mining and the defence force to fast food and retail working to ensure the company culture is a net benefit to their workforce. The resources sector has been actively working on this workplace culture to help ensure workers are safe and enjoy coming to work.
In real terms: supporting gender equality in the workforce looks like providing support, addressing culture issues where they exist, and taking active steps to keep mining moving forward. Whether this is through organisations like Women in Mining and Resources Queensland (https://womeninminingqueensland.com/) providing mentorship and running events or individual companies making changes - the sector is moving towards increasing the number of women in roles.
This focus on company culture doesn’t just apply to women though - a major area of concern for the entire resources sector is mental health. Men account for more than 75% of deaths from suicide, a statistic that is often associated with the societal pressure put on men to “tough it out” or “man up”.
Mining, energy, and infrastructure are already unique industries by way of long work hours, fatiguing duties, and working in remote areas away from friends and family - all things that increase the negative effects of poor mental health.
In real terms: addressing mental health in the resources sector looks like open discussion of mental health both from leadership and across teams. The presence of organisations like MATES in Mining and MATES in Construction are also tangible signs of inclusion in our sector.
The examples used in this blog are only a few of the ways inclusion and diversity are being pursued in our industries. The resources sector is constantly growing and companies are looking to keep up with an increased focus on indigenous consultation, broader market reach, and pursuing community involvement.
13 Mar 2025