How Women Can Mitigate Risks in Mining

It has been great to see the world of Sustainability and ESG continue to take up more and more space in the mining sector as we watch the timelines and acceleration towards the energy transition around the globe.

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The more I think about the pressing priorities in mining, the more I see the link between the need for innovation and new ways of operating and the need to provide more opportunities for women to work within the industry. This in itself requires innovation because women are crucial to this transformation for several reasons.

Risk One: Access to Capital and Financing

One of the significant challenges in mining is securing capital and financing for projects. As global economies fluctuate, capital flows in waves, presenting an opportunity for women to step up as influential investors. Within Canada alone, women are expected to inherit $12 trillion by 2026, a phenomenon known as The Great Wealth Transfer (source: Ms. Money and Math). This puts women in a powerful position to drive investment decisions and support projects that align with sustainability and ESG goals. Currently, women hold roughly 32% of global wealth, and I believe that by providing women with greater opportunities in investment opportunities that have been predominately owned by men, we have an opportunity to equal that wealth disbursement.

Risk Two: Leadership and Executive Roles

For mining to truly evolve, we need more women in c-suite and executive roles. We have said this for years, yet have not seen enough progress. This requires rethinking the traditional mining schedules and expectations, making them adaptable to the multiple responsibilities women often carry. We've seen companies test out co-leadership roles, or provide 24/7 daycare centres on site. Although every idea may not work, we need to keep trying to bring scalable ideas forward. It is also important for women to form communities within the mining sector and to have spaces where they can connect with colleagues, prioritizing both their professional and personal growth. These supportive environments enable women to execute leadership roles to the best of their abilities as their authentic selves. By changing the experience women have in mining and fostering a supportive environment, we can attract and retain more female leaders who can bring fresh perspectives and drive innovation.

Risk Three: Recruitment and Retention

Recruiting and retaining women through various life transitions is another critical area. Women need to see themselves in the industry, which means we need more female representation at all levels. Women also need to see other women thriving when returning from prolonged leave or parental leave. We know this is a critical time for women to fall away from the industry and seeing successful reintegration is key for bringing women back safely. Mining must be perceived as a safe and welcoming environment for women to consider it a viable career choice. This shift in perception is essential for attracting a diverse talent pool that can contribute to the sector's growth and innovation.

Risk Four: Social Risk and Community Engagement

Increasing the focus on social risk, particularly through the participation of Indigenous stakeholders in mining projects, is crucial. Indigenous Nations are among the most impacted by mining activities and should be engaged as partners rather than mere consultees. Along with Indigenous rights, communities at large need to be where mining projects begin and end. Community participation and buy-in must involve community members from the beginning of a project. This means including minority groups within communities, often women and youth. By allowing space for women's voices, we can ensure that greater community well-being is taken into account, leading to more sustainable and socially responsible mining practices.

Risk Five: Shifting Power and Perception

A significant shift in power and perception is occurring as mining transitions from being the main actor in its ecosystem to a crucial player in the energy transition supply chain. This shift means mining companies must adapt to serving the broader goals of energy transition, rather than operating in isolation. Women can play a pivotal role in this transformation, bringing new ideas and approaches to integrate mining more effectively into the energy transition landscape.

What Can We Do

Addressing these multiple intersections in mining offers an opportunity to shake up and transform the industry. Women's participation is not just beneficial; it is essential for accelerating the energy transition and ensuring the sustainable development of critical minerals.

How can we collectively create more opportunities and a more supportive environment for women in the mining sector to accelerate our journey towards a sustainable energy future?

Your thoughts and perspectives are invaluable as we work together to reshape the future of mining.

Reflecting on a Year Away: A Journey Toward Balance and Fulfillment

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Just over a year ago, I made the difficult decision to step away from the financial security and prestige of an executive role in mining. I left behind the Bay Street office with its stunning lake views, the artwork adorning the walls, and the closet full of blazers and high heels. I stepped away from a brilliant team with big visions and an incredible assistant who kept my life seamlessly organized. It was a challenging and painful decision and, in some ways, a real blow to my ego, but change was necessary.

Over the past year, I've embarked on a journey of detoxing from corporate burn-out culture, leading to a life that feels complete and more balanced than ever. Here’s what I’ve learned:

The Panic of Not Being Burnt Out Is Real: My body and mind were so accustomed to operating at full capacity that the absence of constant stress left me disoriented. It took months for my nervous system to settle and for me to feel normal again. As someone who prides myself on being 'high capacity', I didn't realize the level of stress I was carrying and living every day until it was gone.

The Power of Saying No: I learned the importance of protecting my time and energy. Saying no to things that did not align with my personal or professional goals helped me preserve time for family and friends and reduce unnecessary travel. It also gave my brain the ability to dream, create, and rest.

Financial Independence: It took time to detach my sense of worth from my job title and salary. I discovered that money can indeed be made outside of the corporate sphere and that my value is not tied to a position, or people's perception of what role I held.

Working Smarter: I've embraced working with projects and groups that resonate with my core values. I've learned that it's okay to walk away from situations and opportunities that feel misaligned or unfulfilling. I have one life to live, and I am committed to living it to the fullest.

This journey has led me to a place of daily joy and peace, where gratitude replaces panic. I am able to contribute to the mining industry, leveraging my influence in ways that align with my newfound values, and support women who are in need of rest and community.

While there are aspects of corporate life I miss, such as leading teams and setting strategies, I am not willing to compromise what I’ve gained this past year to return to just any role. My life now includes spending more time than ever with my children and husband, growing Femina Collective, starting a private investment club, and supporting initiatives like IRMA. These aren't passive activities; they are active choices that bring immense value to my life.

Its hard to hear so many women describe their overwhelming busyness, placing their roles above their health, families, and friends. I'm here to tell you—it doesn't have to be that way. Life can be rich and fulfilling on all fronts, and my last year is a testament to that possibility. Here’s to more women finding their path to balance and fulfillment in whatever role and capacity gives the most joy and fulfillment.

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Listen on The Rebuild Podcast: Carmen and Beth discuss the positive outcomes of going through a rebuilding period in their lives. They share their personal experiences and insights on how to navigate a rebuild and create success. They emphasize the importance of self-trust, intentionality, and exploring desires. They also discuss the freedom and control that comes with aligning with one's purpose and building a business.

Embracing Authenticity in Mining and Addressing the F-Word

Recently, I had a thought-provoking conversation with a friend and coach about a mantra they often share with their clients to encourage living an authentic life: "nothing to hide, nothing to defend, and nothing to prove." This powerful idea promotes a sense of freedom and self-assurance that many strive to achieve in both personal and professional settings.

However, my friend recently met with several women working in the mining sector and shared a profound realization: "I have been sharing this mantra for years and working with women to live their authentic selves all the time, and after speaking with these women, I realize this is impossible to do in their jobs."

As we discussed this, I found myself nodding in agreement. Women in mining, especially as they advance to more senior positions, still face the very challenges this mantra seeks to overcome. They continually feel the need to prove their worth, defend their positions, and hide their more feminine leadership qualities to fit in. The pressure to don a metaphorical armour to secure and maintain their rightful roles is immense, making it incredibly difficult to show up authentically and feel accepted.

The Role of Feminism in Mining

Feminism has an essential place in the mining sector because it advocates for equality and equity for everyone. While progress is being made and women are becoming more visible in various roles within mining, the overall statistics still reflect slow movement. In Canada, women represent about 17% of the mining workforce, and globally, the numbers hover between 12-14%. Although we celebrate even a 1% increase as a step forward, we must ask ourselves if this incremental progress is truly sufficient.

The Persistent Barriers

The barriers women face in mining are no longer surprising. The industry's culture often requires women to conform to traditional, male-dominated norms to be accepted and advance in their careers. This necessity to continuously prove oneself, defend one's position, and hide one's authentic self perpetuates a cycle that hinders genuine progress toward gender equity.

Moving Forward

To foster a truly inclusive environment, the mining sector must embrace feminist principles and actively work towards dismantling these barriers. This means creating spaces where women can lead with authenticity, where their contributions are valued without the need for constant justification, and where diverse leadership styles are recognized as strengths rather than liabilities.

To Sum It Up

As we continue to push for equality in the mining sector, let us remember that authenticity should not be a luxury but a fundamental right. By challenging the status quo and advocating for systemic changes, we can move closer to a future where everyone in mining, regardless of gender, can live and work authentically, with nothing to hide, nothing to defend, and nothing to prove.

The Unseen Battle: A Collective Voice Against Silence

One of the biggest challenges in male-dominated industries is understanding how women and gender-diverse people move through them.  Whether it is the military, infrastructure, politics, or mining, we are only just beginning to authentically enter spaces that were previously inaccessible.  

These successes should be celebrated.  

Yet, for each success, there is a struggle.  These struggles are often untold for fear of not being believed, upsetting the status quo, or career suicide.  The Femina Collective took the last year to interview the women of mining to understand how we move through mining, what we experience and or our own misbehaviour.  

We appreciate your time in reading our stories to understand our experiences.

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Anonymous: The Illusion of Support

“When I stepped forward, I was under the impression that by sharing there would be change, that the board of directors would stand by me. Instead, I found myself ostracized, treated as a contagion to be eradicated. It was a harsh awakening to the reality that, despite thinking I was one of the 'lucky' ones who thought they would be supported, belief and action were far from what I received. It's a cruel irony – we are expected to come forward, yet when we do, the system turns its back on us, protecting itself and the perpetrators at any cost.”

Anonymous: The Hypocrisy of Advocacy

“The discourse around feminism and ‘women supporting women’ often masks a bitter hypocrisy. Behind the scenes the same women shouting these slogans are making deals, protecting reputations of perpetrators, and financial interests are prioritized over integrity. I’ve seen men and women who’ve built reputations as allies and advocates, yet when confronted with the opportunity to act, they choose self-preservation, leaving those who dare to speak out exposed to further harm. This duplicity not only undermines the movement for change but also deepens the wounds of those who have suffered.”

Anonymous: The Cost of Bravery

“No one steps forward with the desire to end their career or engage in a battle with powerful entities. Our decision to come forward is made with eyes wide open, fully aware of the personal and professional costs. Yet, we persist, fueled by the hope that someday, our courage will be met with justice, that our voices will be matched by actions that hold perpetrators accountable, regardless of the financial implications. This system, designed to protect the powerful at the expense of the vulnerable, must be challenged.”

Anonymous: The Reality of Retaliation

“The immediate response to my speaking out was gaslighting and intimidation, an attempt to discredit my experiences as fabrications for personal gain. The insinuation that my ability to continue living, meant I was unaffected and making the whole thing up, only added insult to injury. It’s a stark reminder of the twisted logic used to silence and discredit survivors, further victimizing those who dare to come forward.”

Anonymous: The Family Consideration

“Choosing to speak out wasn’t a decision I could make lightly, knowing all too well the repercussions it would have not just on me, but on my family. The fear of unemployment, the uncertainty of a sham investigation, and the isolation from a workplace that had been a significant part of my life, were burdens too heavy to bear alone. Yet, it was a step I felt compelled to take, despite the daunting reality of the system’s bias against women like me.”

Anonymous: Betrayal Among Women

“Perhaps the most painful part of coming forward is facing the reaction from other women. The dismissive attitudes, the lack of support, and, worst of all, the betrayal when they side with the perpetrator. This abandonment stings deeply, highlighting a divide that should not exist. We expect solidarity, yet find ourselves more isolated by those who should understand our struggle the most.”

Anonymous: The Way I Treated Women

“One of the pieces that I am now coming to terms with is my own behaviour towards other women.  As I was progressing through a large, global organization, it became clear that there were limited opportunities for women, either through direct discourse or by seeing the lack of diversity in leadership.  Oftentimes, alliances were built and those who were excluded from alliances were treated poorly. While the environment of scarcity was created by the organization, I have had to examine my behaviour and how destructive it was.  The guilt I feel regularly shows up as a lack of trust of women and I have had to actively work to dismantle my guilt while rebuilding relationships.  I have begun to focus on building an environment of abundance and building trust with myself and others.  The sad part is, I have been the perpetrator of irreparable damage with former colleagues.”

Anonymous: Playing The Game

“As my career began to grow, it became clear that I had to play the game to get ahead.  Drinking too much at conferences, toeing the line of being friendly or flirty, these were expectations of women within my organization.  The longer I stayed, the more I had to come to terms with my behaviour, until I had to make a choice.  I could stay and be someone I no longer recognized in an organization that didn’t match my values, or leave for the sake of my own physical and mental health.  In the end, I left and for this I am thankful, but I had to learn that organizational loyalty at all costs was a false ideal.”

Conclusion: Healing 

Through these diverse yet interconnected stories, the stark reality of the systemic failings and the personal cost of fighting against harassment, bullying, and misconduct comes to light. Each narrative underscores the urgent need for systemic change, not just in policies but in the very culture that perpetuates silence and complicity. 

The light at the end of the tunnel is healing.  Space from the situation and talking can help, but many women have found that connecting through community is important to their healing process.  These women come to understand that they are not alone, that unfortunately, their struggles are shared with others.  Finding a safe space can be critical to finding peace, forgiveness, and build a healthy life.

The Femina Collective was created on the foundation of shared experience. We work to radically change women's experience of natural resources, and part of that is understanding the hurt, shame, and sadness that some women feel. We then work with you to help you heal, create a life you love, and celebrate. 

Your experiences shape you, but don’t define you.  Join us.

The Collective Scholarship: Empowering the Next Generation of Women in the Natural Resource Sector

At Femina Collective, we are passionate about fostering growth, inclusivity, and representation within the Natural Resource sector. Today, we are thrilled to announce the launch of The Collective Scholarship program for 2024, a pivotal initiative designed to support and empower young women who aspire to make their mark in this vital industry.

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Empowering Future Leaders

The Collective Scholarship is a testament to our commitment to shaping a more diverse and inclusive future for the Natural Resource sector. By offering this scholarship, we aim to remove financial barriers and provide essential mentorship and networking opportunities that will help recipients thrive in their academic and professional journeys.

Funding the Scholarship

Thanks to the incredible women who joined our Executive Membership, we are able to fund this transformative program. 20% of The Exclusive Femina Collective Membership fees go directly towards The Collective Scholarship fund. This year, we proudly offer four $5,000 scholarships to deserving young women who demonstrate a passion for the Natural Resource sector.

To be considered for The Collective Scholarship, applicants must meet the following criteria:

• Enrolled in a post-secondary or trade program related to natural resources.

• Between the ages of 19-30.

• Identifies as female.

• Canadian citizen or permanent resident.

• Maintain a cumulative B average (or equivalent) and be enrolled full-time with a minimum of 12 credit hours per term.

• Enrolled in a program related to or intending to pursue a career in the Natural Resource industry.

The Application Process

We encourage applicants to share their vision of using the scholarship funds to empower and inspire younger generations of women and girls in the natural resource space. The application process allows for various multimedia formats, such as videos, images, and presentations. We believe that these formats can effectively showcase the applicants' qualifications and aspirations, bringing their stories and visions to life.

Key Components of the Application:

• Vision Statement: Applicants should explain how they plan to use the scholarship funds within the Natural Resource sector and their goals for inspiring future generations.

• Multimedia Submission: Use videos, images, and presentations to highlight qualifications, experiences, and plans.

• Submission: Send all application materials to scholarship@thefeminacollective.com by the July 31, 2024 deadline.

The Power of Mentorship

Beyond financial support, the scholarship recipients will have the opportunity to network with and receive mentorship from experienced professionals within the Femina Collective community. We believe that mentorship is crucial for personal and professional development, and we are committed to providing our scholars with the guidance they need to succeed.

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At Femina Collective, we are dedicated to creating a supportive and inclusive environment for women in the Natural Resource sector. The Collective Scholarship is a vital part of this mission, and we are excited to see its impact on the lives of young women passionate about this field. Thank you to our Executive Members for making this possible and to everyone in our community for your continued support.

Together, let's empower and uplift the future leaders of our industry.

Warm regards,

Beth Borody
Founder + CEO
Femina Collective

Join Us in Spreading the Word

Even if you are not eligible to apply, you can still make a significant impact by spreading the word about The Collective Scholarship. Share this announcement with anyone who might benefit from this opportunity. Together, we can support the next generation of women leaders in the Natural Resource sector.

Femina Collective Unveils Strategic Growth Plan for 2024-2025

Toronto, Canada —Monday, April 15, 2024— Femina Collective ("Femina"), a premier membership organization dedicated to empowering women in the mining industry, proudly announces its strategic growth initiatives for the 2024-2025 period. Founded by CEO Beth Borody during the early days of the pandemic, Femina has flourished, growing from a small group of engaged professionals to a vibrant community of over 2,600 members. This growth highlights an increasing demand for more access to Femina's specialized services.

Introducing New Membership Tiers: Two new membership levels, Catalyst and Classic, will cater to a broader range of professionals from entrepreneurs and academics to those seeking enhanced career support and networking opportunities.

Strategic Growth Focus Areas:

Expanding the Leadership Team: Peggy Bell joins as Chief Growth Officer to spearhead corporate relationship development and the launch of Femina Talent and the Femina Coalition. With over 15 years in the mining sector, including roles at AECOM Canada Ltd and SGS SA, Peggy is well-equipped to drive Femina’s next growth phase.

Launching New Services: The new Femina Talent division will support recruiters and executive search firms in addressing the mining sector’s talent needs and enhancing diversity within hiring practices.

Developing Customized Corporate Partnerships: In response to the industry's "broken rung" challenge, Femina will collaborate with mining firms to create tailored talent retention programs, emphasizing ESG, diversity, and leadership development.

Expanding Geographical Reach: Plans are underway to extend Femina’s footprint into the United States and Australia, regions with a strong demand for deeper connection and support among women in mining.

A Message from Beth Borody, CEO and Founder:

"Femina began as a small spark and has grown beyond our wildest expectations. As we look forward, I am thrilled to lead our community into a period of unprecedented expansion. Our focus will remain on creating significant opportunities for women in mining, thereby reducing talent risk and enhancing organizational performance."

About Femina Collective:

Femina Collective is a leading membership-based organization dedicated to supporting women in the mining industry through networking, career development, and advocacy. Founded during the global pandemic, Femina has rapidly grown into a vital resource for women seeking to advance their careers in mining and organizations leading the mining sector in diverse talent attraction, development, and retention.  For more information, please visit www.thefeminacollective.com.

For further information, please contact:

Beth Borody, CEO
beth@thefeminacollective.com

Peggy Bell, Chief Growth Officer
peggy@thefeminacollective.com

Femina Collective Welcomes Rio Tinto as a Corporate Member Partner

[Toronto, February 28, 2024] — Femina Collective, a leading community dedicated to empowering women in the natural resource sector, is delighted to announce Rio Tinto as its newest Corporate Member Partner. This strategic partnership marks Rio Tinto's commitment to supporting and advancing the role of women in the industry.

Rio Tinto will be provided six memberships as part of the Corporate Membership, extending this opportunity to six remarkable women within the company. This initiative showcases Rio Tinto's dedication to fostering diversity and inclusion and progresses Femina Collective's mission of creating a supportive network for women in the natural resource sector by creating a lasting partnership with a major mining organization.

Beth Borody, Founder of Femina Collective, expressed her excitement about the partnership, stating, "We are thrilled to welcome Rio Tinto as a Corporate Member Partner. Their commitment to diversity and inclusion aligns seamlessly with our mission, and we look forward to the positive impact this partnership will have on the professional and personal development and networking opportunities for women in the natural resource sector."

Sophie Bergeron, Managing Director of Rio Tinto Iron and Titanium and Diamonds, said, "At Rio Tinto, we firmly believe that inclusion and diversity are fundamental to the sustainable success of our business. Our performance and growth rely on a diverse workforce that represents the communities in which we operate and a workplace where people are valued for who they are and encouraged to contribute to their full potential. This partnership with Femina Collective is a significant step forward, serving as one of many initiatives in our ongoing commitment to promoting gender diversity in the mining sector. Through these collective efforts, we aim to find better ways to foster a more inclusive and supportive environment within the industry."

 As Femina Collective continues to grow and progress its mission, it looks forward to the support of other major mining organizations. 

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Our Corporate Membership offers a unique opportunity for companies to enroll up to six female employees as members of Femina Collective. With access to exclusive resources, networking events, and mentorship opportunities, your team can enhance their skills, expand their networks, and contribute to a more inclusive workplace culture. To learn more about how your company can benefit from our Corporate Membership, please get in touch with us at members@thefeminacollective.com or visit our website for more information.

Femina Collective Announces Collaboration with Lomiko Metals Inc. and Participation in Upcoming PDAC Events

The mission of Femina Collective is simple: to improve the representation and connect with like-minded women across the natural resource sector by creating a collaborative environment for challenging conversations, problem-solving, and celebrating successes.

We could not be more thrilled to unveil its collaboration with Lomiko Metals Inc. This strategic partnership marks a significant milestone in Femina Collective's mission to drive inclusivity and diversity in the mining and energy transition industries.

Aligned with Femina Collective's vision, Lomiko Metals is committed to addressing critical industry challenges, including the advancement of women's participation, investment, and leadership roles in mining and energy transition initiatives. Femina Collective and Lomiko Metals aim to foster a more inclusive and sustainable future for the natural resource sector by championing the voices of underrepresented groups and incorporating diverse perspectives into decision-making processes.

The collaboration between Femina Collective and Lomiko Metals holds tremendous promise in driving positive change within the industry. Both organizations are poised to spearhead initiatives that empower women, engage emerging leaders, and promote environmental, social, and governance (ESG) best practices by leveraging their collective expertise and resources.

As part of this collaboration, Femina Collective is delighted to participate in upcoming events, including the Prospectors & Developers Association of Canada (PDAC) conference. These events provide invaluable opportunities for Femina Collective to engage with industry stakeholders, share insights, and advocate for greater diversity and inclusivity in the natural resource sector.

Beth Borody, Founder of Femina Collective, expressed her enthusiasm about the collaboration: “Femina Collective is focused on changing the mining industry through radically improving the experience and representation of women. That means strategically supporting projects, companies, and organizations working towards the same vision. Lomiko Metals represents an opportunity for Femina to increase our influence and continue to fulfill our mission together.”

Read the full announcement here.

For further inquiries, please contact:
Peggy Bell
Interim Lead
peggy@thefeminacollective.com