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Making Diversity in Natural Resources Industry a Reality?      

Women are highly under-represented in most extractive industries. The U.S. Department of Labor defines a male-dominated sector as one where women constitute less than one-fourth of the total workforce. Extractive industries, such as oil, gas and mining, have traditionally fallen within this definition. In general, women remain underrepresented in these industries across most

levels, but especially at senior ones. 


According to Catalyst, a non-profit organization that focuses on gender diversity in the workplace, women constituted only 7.9 percent of board positions in the top 500 mining companies in 2016; of those among the top 100 companies, 94 percent of women represented were in non-executive positions. In Australia, women made up only 13.3 percent of the oil, gas and mining workforces in 2009 but by 2015, the number had increased slightly to 14.3. 


Shifting the status quo requires identifying the parties responsible for bringing about change and how they can do it. The first step to ensuring that women have equal opportunities in extractive industries is to ensure that discriminatory laws and sex-based protective legislation are repealed. Governments are not meeting their international legal obligations, nor are they utilizing their full workforce when they ban women from certain jobs and activities. Under international law, governments are also responsible to shift traditional gender norms and to eradicate harmful cultural practices that interfere with a woman’s right to work. Companies in extractive industries are also subject to international norms that address equal opportunity and workforce diversity. Companies are not complying with the international standards for multi-national corporations nor are they getting the best and most diverse workforce they can when they fail to remove barriers that do not support, retain and advance women. 

Key Takeaways

The business case for greater gender diversity in the extractives industry is compelling. A growing body of research shows that greater female inclusion provides: 

  • Larger talent pool for recruitment to meet the high demand for laborers

  • Higher retention of key talent

  • Increased profitability

  • Better performance

  • Improved safety records

  • Higher standards of government behavior, and 

  • Benefits to women and the broader community

Who should attend?

  • Senior and Mid Management

  • HR Staff

  • Marketing Managers

  • Business Development Managers

Early Fee: USD 595

Standard Fee: USD 795

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