WHEN THE GLASS CEILING FEELS LIKE CONCRETE

A global mining company was seeking to futureproof its business by creating a more inclusive culture. As part of this, they turned to us to understand the sentiment of women employed in both corporate and operational roles in the mining sector in Peru.

Over a five-week period, we had in-depth conversations with over 80 women in competitor and related organisations. Our research revealed what really matters to female employees when choosing an employer and, crucially, gave our client the data they needed to improve their employee value proposition (EVP) to diverse talent.

FEMALE TALENT IDENTIFIED PER FUNCTION

FEMALE TALENT IN CROSS-BUSINESS ROLES

Operations: Zinc Specific, 12%
Cross Business Role, 58%
Operations: Not Zinc Specific, 30%

HOW DID OUR CLIENT COMPARE TO THEIR KEY COMPETITORS?

Respondents ranked our client as the second most attractive company to work for out of its immediate competitors. It had a good reputation for having women in managerial roles and was perceived to offer market-leading professional development opportunities.

We identified several ways our client could improve their perception among women in the industry, based on respondents’ views of their competitors. These included:

Showcasing female employees’ positive experiences of working for the company
Making inclusion a clear and public priority
Increasing brand recognition, to ensure that all potential candidates are aware of the company and its EVP.

MARKET SENTIMENT: FEMALE EMPLOYEES IN MINING

Respondents described a strong culture of machismo that is particularly pronounced in rural mining sites. Machismo thinking translates into the workplace in many ways, but can be broken down into two key areas:

COMMUNICATION

Women described their concerns being dismissed as “nagging,” with grievances routinely ignored or dismissed. There is an expectation that women will tolerate ridicule from their male colleagues and should conform to a respectful, deferential mode of communication.

“I learned quickly to be extra respectful and to not say anything, because any constructive criticism I had was seen as nagging.”

CAREER DEVELOPMENT

Respondents also described how they face constant questioning of their professional competence. They feel that they must work much harder at the same job to prove themselves and feel obliged to “act more like a man” in the workplace.

Compounding this, women in mining are hampered in their career progression by rigid childcare expectations, and cultural judgment if they prioritise their careers over motherhood.

“There is a glass ceiling in the industry that feels more like concrete.”

Practical and policy issues exacerbate this inequality. Women described the challenges caused by inadequate facilities such as gendered bathrooms, changing rooms and sleeping quarters, while unclear policies often fail to hold men accountable for inappropriate workplace behaviour.

Despite these challenges, respondents were unanimous in their view that the landscape for women in mining is improving, albeit slowly.

What can our client do to better attract and retain female talent?

Strengthen and promote an inclusive workplace
Emphasise respect, inclusivity, and professional growth in both hiring and internal communications. Address practical issues that hinder women’s ability to perform their roles and ensure equitable access to facilities on site. If there is no belief that positive change will happen, women will leave the company rather than fight to improve it.
Create real pathways for advancement
Address the glass ceiling by offering transparent promotion routes and development opportunities. Showcase visible improvements in leadership representation and ensure women have opportunities to take on challenging roles where they can prove themselves.
Review and reinforce complaints processes
Scrutinise existing policies and the culture surrounding complaints. Employees need confidence that concerns will be heard and acted on without fear of being dismissed, diminished, or penalised.

Curious about how the market views your organisation?

Looking for insights to attract and secure the most in-demand professionals?

Want to identify where your EVP might be falling short?

We can help you turn intelligence into action.

Message Emily or email eo@wscl.com to start the conversation.