Chapter 6: Additional Resources

This chapter provides some useful information and links for industry-specific and general information on increasing the representation of women.

Mining Industry
 

Australia
  • Increasing the Diversity of the Mining Industry Workforce – Strategies for Employers
    Women in Mining Network (WIMnet), 2003
    This bulletin is a collection of strategies and ideas for assisting employers to increase diversity in their workforces. The strategies are drawn from the collective professional experience of WIMNet members and are geared at benefiting both employers and employees.
    www.ausimm.com.au/content/docs/divers180803.pdf
  • Unearthing New Resources: attracting and retaining women in the Australian minerals industry
    Australian Government Office for Women and Minerals Council of Australia, 2009
    This report looks at issues affecting the attraction and retention of women in careers within the minerals sector. It examines barriers to women’s participation in the minerals industry and identifies a range of practical measures minerals companies can take to improve the level of women’s employment in the minerals industry in Australia.
    http://www.minerals.org.au/news/unearthing_new_resources/
  • Leading Practice Principles for the Attraction and Retention of Women in the Minerals and Energy Sector
    Queensland Resources Council, 2012
    This publication summarises initiatives undertaken to encourage greater gender diversity in the minerals and energy sector and features the stories of women who are ambassadors in non-traditional roles such as engineering, geology and trades. It includes the results of a survey tracking the proportion of women in the resources workforce.
    https://www.qrc.org.au/01_cms/details.asp?ID=3014
  • Australian Women in Resources Alliance (AWRA)
    AWRA is a federal government and industry funded national initiative managed by the Australian Mines and Metals Association (AMMA) dedicated to facilitating the increased attraction and retention of women in the resource, allied and construction sector workforce.
    http://www.amma.org.au/awra
  • Mind the gap: Solving the skills shortages in resources
    PricewaterhouseCoopers Australia, 2012
    The report is based on information gathered from more than 20 energy resources and mining services companies operating in Australia. It includes interviews with over thirty CEOs, business unit leaders, vice-presidents and general managers, who were asked to prioritise the root causes of skills shortages in their organisations.
    http://www.pwc.com.au/industry/energy-utilities-mining/news/mind-the-gap.htm
  • Industry snapshot: mining
    Workplace Gender Equality Agency (WGEA), 2012
    This factsheet contains statistical data on female workforce participation in the mining industry. It covers areas like female managerial representation, parental leave and pay equity.
    http://www.wgea.gov.au/sites/default/files/Mining.pdf.

International

  • Ramp-UP: A Study on the Status of Women in Canada’s Mining and Exploration Sector
    Women in Mining Canada, 2010
    This study provides statistical data on the representation of women in Canada’s Mining and Exploration Sector. It documents the perspectives of female employees, employers, students and educators on issues such as working conditions, work/life support, school-to-work transition and opportunities for advancement.
    http://0401.nccdn.net/1_5/0ac/280/0ed/RAMP-UP-Report.pdf


Construction Industry



 

Australia
  • Women in industry: a resource guide
    Incolink, 2008
    This guide is aimed at assisting women already in the construction industry and those who are considering a career in it. It includes a commentary on the perceptions of women in the industry, a review of statistical research on employers’ attitudes to women in industry, and interviews with women working at various levels in the industry. It also provides a list of support services relevant to women working in construction.
    http://www.incolink.org.au/Content/Incolink/Download/incolink_women.pdf
  • Industry snapshot: construction
    Workplace Gender Equality Agency (WGEA), 2011
    This factsheet contains statistical data on female workforce participation in the construction industry. It covers areas such as female managerial representation, parental leave and pay equity.
    http://www.wgea.gov.au/sites/default/files/Construction.pdf


International

  • Exploration of Strategies for Attracting and Retaining Female Construction Management Students
    C Lopez del Puerto, A Acree Guggemos and J Shane, 2011
    This paper reports the results of a survey administered to the Associated Schools of Construction programs in the United States to investigate their approaches to attracting and retaining female construction management students. It provides strategies to assist construction management programs in improving the gender balance of their student populations.
    http://ascpro0.ascweb.org/archives/cd/2011/paper/CEGT307002011.pdf


Utilities Industry
 

Australia
  • Diversity Big Day Out, Case study - AGL Limited
    Workplace Gender Equality Agency (WGEA), 2012
    This case study profiles AGL’s senior women’s conference, the ‘AGL Women’s Big Day Out’. It provides information about the benefits, challenges and logistics of implementing the initiative for other organisations wishing to hold similar events.
    http://www.wgea.gov.au/sites/default/files/AGL_case_study_new%20template.pdf

International

  • Women in Energy: Closing the Gender Gap
    A Feltus, World Petroleum Council, Undated
    This article discusses the efforts of energy companies around the globe to expand their efforts to recruit, retain and develop female employees, to make the workplace more hospitable for women and to foster their professional development.
    http://www.world-petroleum.org/docs/docs/wpc_women.pdf
  • A Toolkit for Recruiting and Retaining Women in Non-Traditional Positions
    Hard Hatted Women, Center for Energy and Workforce Development, 2009
    This guide from the United States offers employers tools and strategies to help recruit and retain more women in non-traditional careers, with a focus on the trades and technical fields, at every stage in their careers from preapprenticeship training to leadership development.
    http://www.cewd.org/toolkits/cewdhhwtoolkit.pdf

 

General




Australia
  • Women in Engineering Education: Recommendations for curriculum change and support to aid recruitment and retention
    Australian Learning and Teaching Council, University of Technology, Sydney, 2011
    This study examines all the barriers to female participation in engineering degrees. It documents some of the reasons underpinning the under‐representation of women in engineering schools and makes a number of recommendations to increase the recruitment and retention of female students in engineering faculties.
    http://www.olt.gov.au/system/files/resources/PP8-844%2520UTS%2520King%25202011%2520Women_in_engineering_education.pdf
  • System thinking: How universities can boost the retention of a higher proportion of women engineers in the engineering workforce
    E Godfrey and B Holland, Australasian Association for Engineering Education Conference 2011, 2011
    This article discusses strategies universities can implement to assist in the retention of a higher proportion of women engineers in the workforce. It recommends the wider provision of flexible short courses, employer and higher education funding for part-time study, opportunities for women to work part-time in engineering faculties and highlights the importance of cultural change in workplaces and academia.
    http://www.aaee.com.au/conferences/2011/papers/AAEE2011/PDF/AUTHOR/AE110191.PDF
  • Industry Blueprint of Successful in-house Professional Women’s Programs
    Engineers Australia, Women in Engineering, 2012
    This paper provides advice and guidance on how to set up a successful in-house professional women’s program. It looks at programs proven to encourage and retain women in the engineering profession including, issues for consideration, some of the key messages to achieve success and some lessons learnt.
    http://www.engineersaustralia.org.au/sites/default/files/wie_industry_blueprint_print_a5_sml_-_final.pdf
  • Women in the Professions: The State of Play 2009-10
    Association of Professional Engineers, Scientists and Managers, Australia (APESMA), 2011
    This survey focuses on the experiences and perceptions of female technical professionals and is derived from a survey of around 1,100 women respondents conducted online in late 2009. The results provide an insight into factors affecting female progression within male-dominated professions.
    http://www.apesma.com.au/download/?dlID=645
  • Focus: Women Driving for the Top
    Academy of Technological Sciences and Engineering (ATSE), 2012
    In this edition of the Academy of Technological Sciences and Engineering’s Focus magazine, contributors discuss the need for Australia to attract and optimise the skills of women in finding and applying technologies.
    http://www.atse.org.au/Documents/Focus/Focus%20171.pdf
  • Career Pathways for Women and Girls: Emergent and Non-traditional Occupations and Industries (Viable Work)
    Economic Security 4 Women, 2011
    This report maps out potential areas of viable work for Australian women by identifying areas where initiatives for women and girls can be implemented to increase and support their engagement and inclusion in male-dominated industries and occupations that offer career paths, sustainable employment, transferable skills and financial benefits.
    http://www.security4women.org.au/wp-content/uploads/WAVE_eS4W_ViableWork_report-final1.pdf

International

  • SET Workplace Cultures: Making a Positive Impact Good Practice Guide
    UK Resource Centre for Women in science, engineering and technology, 2007
    This guide examines the barriers to women’s participation and progress in the areas of science, engineering and technology and features examples of leading science, engineering and technology companies that use a range of approaches to recruit and retain women in science, engineering and technology.
    http://www.mrc-cbu.cam.ac.uk/equality/GPGworkplaceculture.pdf
     

 

Other Reports from the Australian Human Rights Commission


  • Our experiences in elevating the representation of women in leadership: A letter from business leaders
    Male Champions of Change, 2011
    This report is an initiative of the Male Champions of Change, which was convened by Sex Discrimination Commissioner Elizabeth Broderick. The Male Champions of Change are leaders of large Australian organisations committed to driving cultural change to increase the number of women in decision-making roles. They act as public advocates and have commissioned research and practical resources to assist organisations identify what has work to achieve gender equality.
    http://www.humanrights.gov.au/sex_discrimination/publication/mcc/index.html
  • 2012 Report on the Review into the Treatment of Women in the Australian Defence Force
    Australian Human Rights Commission, 2012
    This report reviews the treatment of, and attitudes towards, women in Australia’s Defence Forces. It explores barriers and opportunities for career advancement for women and the effectiveness of the Chief of Defence Force Action Plan for the Recruitment and Retention of Women.
    http://defencereview.humanrights.gov.au/