Presentation on theme: "Women in Mining Network (WIMNet) Presentation to New Leaders Conference, July 2008 By Kate Sommerville on behalf of Women in Mining Network."— Presentation transcript:
Women in Mining Network (WIMNet) Presentation to New Leaders Conference, July 2008 By Kate Sommerville on behalf of Women in Mining Network
WIMNet Our vision To have a mineral resources industry where all participants are treated fairly and equitably and which is admired for its people and its leadership. Our mission We advocate for and support, the attraction and retention of women in the mineral resources industry and encourage their participation in the activities of WIMNET and The AusIMM.
Talk Outline – The courage to lead Leadership Courage Courageous leadership Example: WIMNet Pros and Cons Your challenge
Milgram Experiment – Yale 1961 Experimenter Teacher (subject) Learner (actor) 65% administered top shock => Hard for people to resist authority
Courageous Leadership Something is not OK You fear ostracised for your views No one is doing anything about it You are passionate You see there are benefits to change You decide to take action => The challenge then is to put the message across in a way that engages those people who can help you make change.
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 disengaged18% => $32 Billion/year Gallup's 2006 Australian Engagement Study
WIMNet – 2007 Renumeration Survey Gender Pay Gap Strength People were shocked that there was still inequity – people were ready to listen Weakness Not sure on solutions Opportunity Raise awareness to increase attraction and retention of diverse workforces Threat Complacency – isnt this sorted ?
2008-9 WIMNet Priorities Gender Pay Gap Survey Networking events Child Care Advocacy Development Workshop for women WIMNET profile First survey was analysed and the findings publicised Specific questions added to new survey to qualify issues New Regional events At Moranbah and Townsville – more to come Increased numbers to WIMWA and WIMARQ events Up to 200 at each event Carer questions in survey Advocacy to Minister for Status of Women FBT strategy Leveraging off existing organisations to help improve skills and confidence (WOB, APESMA, QRC) New strategy to raise profile Increase information flow to MCA, Media, corporate sponsors
x Women in Mining Network Level 1Level 2Level 3Level 4Level 5 Male7719993169114858150663211716 Female7125986042103337124034143120 % Difference7.77.610.017.732.4 An escalating gender pay gap is evident – beginning at 8% at Level 1, graduate level, and escalating to 32.4% at Level 5, senior management level There needs to be further investigation to understand the relationship with gender / consultancy % / company variance etc 2008 - GENDER PAY GAP 2008 AusIMM Renumeration Survey
What your organisation can do to retain more women – Ideas 1 of 3
What your organisation can do to retain more women – Ideas 2 of 3
What your organisation can do to retain more women – Ideas 3 of 3
What your organisation can do to retain more employees 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
Courage to lead – WIMNet so far ProsCons Being at forefront Working together Achieving actions Positive feedback Finding examples Leaders thank you Serves wider purpose Accused activism Staying positive
Your challenge – what will it be ? New Leaders Virtual branch Safety issues Shift supervision time 1.Everyone can become a good leader 2.Have courage: think for yourself and know that you can make a difference