The Pendulum Isn’t Swinging: Why We Still Need Women’s Voices in Mining

If that’s what we’re aiming for, we’ve missed the entire point of inclusion and diversity. Yet, this is often the argument I hear when I support all-women panels or advocate for higher rates of female participation in events.

“I don’t agree with all-women panels because it excludes men.”

I hear this statement far too often, and it simply doesn’t hold up. Here's why: all-male panels are still normalized, often excused with “we couldn’t find any women,” and rarely face the same scrutiny. We all agree that the best panels—whether at events, conferences, or keynotes—are diverse in gender, race, ethnicity, and expertise. But achieving that ideal requires intentional effort.

Why All-Women Panels Matter

I fully support all-women panels and events in mining because they are necessary. They shine a spotlight on women’s voices in an industry where we’re still underrepresented. Pulling together an all-female panel isn’t easy, particularly for technical and financial topics where women are fewer than in functions like Corporate, ESG, or HR. When I see an all-women panel discussing complex, technical issues rather than being relegated to topics like wellness or self-help, it’s both refreshing and affirming.

And it’s proof that the pendulum isn’t swinging in favor of women—especially not in mining.

Intentional Representation Matters

Whenever I organize a panel or event, I intentionally seek out women to fill the spots. But even this intentionality has its challenges. My own network has limitations, and I need to ensure that the women I’m including aren’t just women who look like me. Without diverse representation—across race, ethnicity, and lived experience—I haven’t truly done the work.

This intentional approach isn’t just about meeting a quota; it’s about recognizing and celebrating the incredible talent in this industry. I have the privilege of speaking with some of the smartest, most creative women in mining every day. It’s a constant reminder of why inclusion must be more than a buzzword—it must be actionable.

The Pendulum Isn’t Swinging Yet

We can confidently say the pendulum hasn’t swung in favour of women. Especially not for women of colour, Indigenous women, or others from underrepresented backgrounds. Until it becomes the norm to see women equally represented, we must keep doing the work. We need to carve out space—not just for women’s voices, but for diverse women’s voices—in every corner of this industry.

So, to those event organizers curating all-women panels: I see you, and I commend you. The work you’re doing is important. And for anyone questioning why these spaces exist, here’s your answer: they’re needed.

Let’s stop worrying about imaginary pendulums and focus on building real, meaningful representation in mining. Only then can we truly move toward an inclusive industry—one where diversity isn’t an exception but the rule.

In this episode, Beth and Carmen discuss the importance of building a supportive community during challenging times and share personal experiences about the benefits of surrounding yourself with people who believe in you and align with your goals. They emphasize being intentional about relationships, setting boundaries, and letting go of those who no longer serve you. Ultimately, they highlight the power of community in providing support, encouragement, and a strong sense of belonging.

Dear Women Coming Forward

Yesterday, I woke up to the articles being shared about your case. I opened the first one, and after reading just the opening line, I was overcome with sickness and rage. The words "urinated on and defecated in front of" are not only horrifying but should never exist in any context, let alone describe actions deemed acceptable anywhere—least of all in our industry.

You are women in mining. You are the ones who show up every day underground, driving trucks, analyzing data, making deals, supporting communities, and doing so much more. You are the women who have been shouting into the void, without protection, without support, while these heinous acts have been allowed to occur. The anger I feel toward this industry—and toward the individuals who overlook or excuse such behavior for the sake of profit—is immeasurable. To those who have said, "It’s not that bad," or have allowed you to be bullied, mistreated, assaulted, and harassed: your complicity is damning.

Where is the accountability? Where are the people being removed from their roles, their companies, and escorted not with a generous payout but to face real consequences—consequences that include the loss of opportunity and, when warranted, a jail cell? Where is the industry’s action to protect women, to eradicate these predators, and to create workplaces where dignity is non-negotiable?

To the brave women coming forward: you are extraordinary. Your courage surpasses words, and you are doing what so many of us wish we could do but feel unable to. You are carrying a torch for all of us who remain silent, afraid, or unable to speak out in an industry that often values power over justice. Your actions are a light in the darkness, and we know the road ahead will be steep. You will be called liars, exaggerators, troublemakers—anything to deflect blame and maintain the status quo.

But please, do not give up. Your bravery is a beacon of hope and inspiration for countless others. We see you. We believe you. And though many of us cannot stand beside you publicly, we are with you in spirit, in solidarity, and in shared outrage. Thank you for your courage, for your resilience, and for standing up against a system that desperately needs to change.

To the men who now have read these articles, who have seen the details of these incidents, and who choose to speak out, stand up, and say "no" to this behavior: thank you. We need you so desperately right now. Women have been saying for years that this is happening, and we are ignored. We need men to stand up to their colleagues and stand up for their female peers. Your voice is amplified in ways ours cannot yet be. Your power is tenfold compared to ours in this space. Please use it to help us turn this moment into a catalyst for radical change.

To the men reading these articles and thinking it’s all garbage—that women are asking for too much, exaggerating, or making this all up: what is wrong with you? How can you witness this pain, this injustice, and still deny its reality? Your indifference and dismissiveness perpetuate harm, and it is indefensible.

My heart physically aches for every woman involved in this case and for every woman who carries her own story but cannot speak out. We saw this with the Every Day Respect report. We knew it was happening. We hoped for change, and yet here we are. Two years have passed since that report—two years that should have been enough to protect people, to create real change, and to eliminate this pain. Two years is plenty of time to act, yet we are still enduring these horrors.

We need safety. We need inclusion. We need community. We need real consequences and accountability for those who commit these acts. We need to stop silencing and protecting those in power. We need action—action that goes beyond the words spoken on stages or the glossy photos of women in PPE. We need to confront these demons head-on and admit what is truly happening.

We can do it. We must do it. We are the only ones who can do it.

With unyielding determination and solidarity,

Beth

Reflection on Personal Leadership Journey

 I've been asked a few times recently about my leadership style or how I define myself as a leader. While I have some go-to answers—I trust my teams completely, I avoid micromanagement (maybe even a bit too much), and I love building collaborative teams—being asked to really explore the "why" behind my leadership has led to some deeper reflection. - Beth Borody

Here’s what I’ve realized:

I’m deeply committed to building my team’s capacity and confidence. I’ve thrived under leaders who believe in me, trust me to make decisions, and support me even when I stumble. That’s exactly the type of leader I strive to be. I recognize that my team’s success—or lack thereof—reflects on me as a leader. My goal is to cultivate an environment where people feel confident, capable, and proud of what we’re accomplishing together. I love celebrating their wins and amplifying their successes because when they shine, we all succeed.

I lead from my values. This is perhaps the most challenging aspect of my leadership, and it’s something I continually work on. Leading from values means accepting that not everyone will like or agree with my approach. It requires being okay with not always being the most popular person in the room. However, holding firm to my values has attracted the right people and opportunities into my life. My values provide a compass in difficult situations and help align the team’s expectations and visions, even when the road ahead isn’t clear.

Reflecting on these aspects of leadership has reminded me why I care so deeply about the role. Leadership isn’t just about managing tasks—it’s about creating space for people to thrive, fostering genuine connections, and staying true to who I am. It’s a journey, one I’m grateful to be on.

Femina Collective has solidified that showing up as my authentic self has created a space for women to do the same.  As I show up for each member as a mentor or supporter, I can watch other women shed their masks in response to my authenticity and values.  As each mask comes off, more shoulders relax, and connections deepen.  Those early in their careers can see senior women own their leadership, and more senior women can learn what the new generation of women needs from their leaders.  The power of community is the opportunity to learn from each other and appreciate how the individuality of leadership shows up.

Empowering Women to Invest in Mining

As we look at the future of Canadian mining, there’s one aspect we haven’t paid enough attention to: women’s participation at the ownership level. While we've made strides in increasing women’s representation as employees in the mining industry, from engineers to executives, we have yet to focus on equipping women to take an active role as investors and owners in the sector. This is an area ripe for growth, and it’s time we change that narrative.

Over the next decade, women’s financial influence is expected to grow significantly. According to a recent study, Canadian women are set to control approximately 50% of the country’s wealth by 2030. Yet, despite this increasing financial power, women are still underrepresented in investment decision-making, especially in sectors like mining. As we work towards building a more inclusive and sustainable economy, we need to bridge this gap by providing greater education and resources for women to confidently invest in industries like mining, where the opportunities for growth are vast.

The mining industry in Canada is on the brink of significant expansion, driven by the demand for critical minerals essential for the energy transition. Canada’s Critical Minerals Strategy is a key pillar of this growth, positioning the country as a leader in producing the resources needed for batteries, electric vehicles, and clean technologies. This strategic focus presents a unique opportunity for investors—including women—to enter the market at a time of profound transformation.

However, education is key. Historically, women have not had the same access to investment knowledge or networks, particularly in male-dominated industries like mining. We need to create pathways that empower women not just to work in these industries but to own a stake in them. Ownership brings influence, and with greater participation from women at the ownership level, we can ensure more diverse perspectives in decision-making that will drive innovation and responsible practices.

According to McKinsey’s 2024 report on women in the workforce, while women’s participation in leadership roles has seen some improvement, there is still a considerable gap at the top, particularly in industries like mining. This trend extends to ownership and investment as well. Encouragingly, however, more women are seeking investment opportunities, and with the right support, they could become key players in driving the future of mining.

Aligning women’s investment opportunities with Canada’s Critical Minerals Strategy is not just about gender equity—it’s about smart investing. The demand for critical minerals will only grow in the coming years, and the mining sector, with its focus on sustainable and responsible practices, presents a sound investment opportunity. Women who invest now can position themselves as leaders in an industry poised for growth, while contributing to Canada’s broader economic and environmental goals.

Resources for Women Interested in Investing

For women looking to start or expand their investment portfolios in the mining sector, there are several resources available that provide education, networking, and support:

West Coast Angel Network : This network offers education courses specifically designed for women interested in angel investing. Their programs cover the basics of investment, how to evaluate opportunities, and strategies for building a diverse portfolio. Engaging with these courses can provide a solid foundation for those looking to invest in sectors like mining.

Female Invest : This platform offers a wealth of literature and courses aimed at empowering women to take control of their financial futures. With a focus on breaking down complex financial concepts, Female Invest provides valuable insights into various industries, including mining, and helps women make informed investment decisions.

The51 : A Canadian-based initiative, The51 is a financial feminist movement that focuses on increasing women’s access to capital and investment opportunities. Through their investment fund and community, The51 supports women entrepreneurs and investors, offering a powerful network for those interested in sectors like mining.

These resources are excellent starting points for women who want to learn more about investing, particularly in industries like mining, where their influence can drive positive change.

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It’s time to shift the conversation. Women have long been part of the mining industry’s workforce, but we need to expand that vision to include women as owners and investors. By providing the right education, resources, and opportunities, we can foster a new generation of women investors who will help shape the future of mining in Canada.

An Open Letter to Women in the Mining Industry

It’s time we have a candid conversation about how we interact with and support each other within our field. We need to move beyond the competition and rivalry that have historically plagued our relationships and embrace a culture of mutual support and collaboration.

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The belief that success necessitates enduring the same hardships or adopting patriarchal strategies is ingrained in us. We've been conditioned to think that in order to succeed, we must 'play the game' like men, vying for attention and respect in a male-dominated industry. But this approach isn't working. Instead of fostering solidarity, it often pits us against each other, perpetuating harmful stereotypes that women in mining are catty, competitive, and unsupportive.

This has to change. We must fully lean into supporting each other, promoting each other, and lifting each other up. Our industry is challenging enough without the added pressure of internal competition. The reality is that we all belong here. Together, we can create a mining industry that is welcoming, warm, and safe for all women, regardless of our different backgrounds, experiences, and perspectives.

I have heard countless stories of women who have been wholeheartedly supported by their male counterparts and have benefitted from male mentors and sponsors. Yet, the hardest challenges often arise from relationships with other women. This shouldn’t be the case. We need to change the narrative and build stronger, more supportive networks among ourselves.

The pie is big enough for everyone. There is space for all of us to thrive. By fostering a culture of collaboration and mutual support, we can ensure that the next generation of women in mining enters an industry that is more inclusive, equitable, and supportive.

Let's commit to uplifting one another. Let's be each other's advocates and allies. Together, we can create a brighter, more inclusive future for women in mining.

We can do it,

[Book Review] Josie Cox: Women, Money, Power

This summer, I set a goal to find time to read again. Between returning to full-time work and raising my eight-month-old daughter and eight-year-old son, finding time to sit and read for more than a few minutes each day has been a challenge. However, I made an exception for Josie Cox's Women, Money, Power, a book I devoured in just a few short days.

Why was this book so captivating? Because it tells the powerful story of women’s wealth and economic evolution in the United States, with insights that touch on global impacts, spanning from the late 1800s to the present day. It delves into the lives of women we’ve all heard of—those we admire for their courage and determination to push forward the fight for women’s rights and equality.

What struck me most about this book was how it brought to life the saying, "standing on the shoulders of the women before me." Cox masterfully builds a narrative that honors both the well-known and the unsung women in history who took risks, challenged the patriarchy, and created a better future for all of us.

The book also highlighted a staggering fact: women did not have access to their own wealth outside of their fathers or husbands until the 1970s and 80s. It’s hard to believe that until just a few decades ago, women couldn’t open a bank account, access a credit card, or make major financial decisions without a male family member’s signature. I was born in the 1980s—let that sink in.

The struggle for economic equality doesn’t stop there. Women have been alternately catapulted into and retracted from the workforce, starting with the Rosie the Riveters during World War II and being thrust back into the role of housewife after the war ended, often without the option to choose. Regaining that level of workforce representation has been a battle, fraught with endless hurdles, including a lack of protection against harassment until the late 1980s. Again, I was born in 1987.

One of the book’s most powerful themes is that when women have the power to make choices, innovate, or access wealth and capital, they often use it to improve situations for everyone. This reinforces the critical need for women to generate their own wealth and participate in areas traditionally dominated by men.

The mining world is no exception. While women are increasingly visible in mining through employment opportunities, they are still underrepresented as major investors. The energy transition presents an incredible opportunity for women to create wealth for themselves and their families. It’s not just about making money—it’s about shaping the future of an industry crucial to the global economy and the sustainability of our planet.

Women have the right to be wealthy, and the energy transition is a pathway to achieving this. By increasing our participation in mining investments, we can help drive innovation, create more inclusive workplaces, and ensure that the benefits of this critical sector are shared more equitably. It’s time for women to step into these roles and claim their place in shaping the future of mining—and by extension, the world.

Let’s take the lessons from Women, Money, Power to heart and make sure we are not just part of the conversation but leading it. The future of mining, and our collective prosperity, depends on it.

The Journey Within: Cultivating Self-Awareness for Authentic Branding

Personal branding—have you ever considered what your brand is? Whether or not you have thought about it, you have one. It's the essence of who you are, how you conduct yourself in life, and the context of your job.

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Why is this important?

Think of any brand, even the one you are working for now, and how you recognize the company to which the brand belongs. A brand is the overarching concept of the organization, the visual and communicative depiction of the business.  A brand communicates why the organization is in business, what it desires to achieve and how it will meet its goals.  Going further, a well-executed brand encompasses the organization’s culture and values of talent.  Ultimately, the hallmark of a successful career is the alignment of your brand with the organizations you work for.  It’s the baseline of the ever-popular characteristic of “cultural fit.”

We don't typically think we have or need a brand as individuals. Yet, when you examine the idea of personal branding, you realize that you are bigger than what you do for a living. Your brand is intrinsically tied to your whole self, for when you communicate and move through this world, whether in business or other settings, you continuously embody your brand.

At some point in your life, you will look for a role and need to articulate how you work and what makes you different. Your differentiation makes you unique, and how that uniqueness is the thread throughout all facets of your life. This is why personal branding is essential.

The Role of Introspection and Self-Awareness

I often discuss authenticity and introspection, two qualities that define our most relatable, respected, and successful leaders. Authenticity is a result of introspection. Once leaders can look inward to understand themselves, their responses, and their ability to respond to people and dilemmas, authenticity emerges and empowers them.

Introspection, the practice of looking inward and naming feelings and responses, plays a crucial role in personal branding. Some people are naturally reflective and have a high emotional intelligence tied to conceptual thinking, but for others, introspection will need to be taught and cultivated over time. For both types, introspection is a practice rooted in self-awareness, a key component of personal branding.

Once you have self-awareness, you can understand the “why” of “how” you work. This understanding of your work style and your response to opportunities or challenges is the foundation of your brand, as it helps you recognize your unique value and the organizational culture in which you excel, setting you apart from your peers.

How Does Introspection Happen?

In short, introspection doesn’t “just” happen.  If it were that easy, we all would have the immediate response to questions such as “Why did you do that?” or “What is your purpose?”.  For many, the ability to look inward may never fully transpire; for others, it is a lifelong journey of thought.

Ultimately, you need an advanced understanding of your feelings and responses; various pathways can help you achieve this. The path you choose will be deeply personal. Some journal, others meditate, and many do yoga. My personal favourites are yoga nidra, writing, and therapy. These interconnected paths are critical to my introspective journey, which has been a focus for the last five years.

Yoga nidra and writing create processes for inward examination. When one does yoga nidra, the session lead takes the practitioner on a journey of the self. Writing acts as a journalling tool to build time for reflection. With therapy, I have found mirroring to be the most helpful technique. Mirroring occurs when my therapist mimics me and reflects the skills that she sees, which I may not, helping me to see strengths that were previously invisible.

Within Femina Collective, we have unintentionally worked on our branding by working with Dian Gies on her Wellness Wakeup Challenge.  Diane delivered the program to members through cohort-based facilitation based on mediation and journaling, and we deeply benefited from community support and encouragement.  The safe space Femina had previously cultivated resulted in authentic and open sharing, tears, and exceptional peace.

How Has Introspection Benefitted Me?

Through these years, I have found myself working on anger, the inability to vocalize feelings, and coming to terms with actions taken when I wasn’t being authentic to myself.  If you had asked me what my brand was three years ago, I wouldn’t have been able to tell you.  I had no “why” behind my work or how I might differentiate myself, negatively impacting my confidence and work.  In the last year, my brand has solidified as I worked with organizations aligned with my values and built my voice in the mining sector.

I am now clear on my brand.  I have four distinct words that anchor my brand and have built a creative expression of how my brand is communicated.  Here is the beauty of branding: as you evolve, your brand grows and changes with you. You are not static, so your brand is not expected to stay static.  Your differentiation and uniqueness evolve as you grow in life and your career.

Common Leadership Challenges in Mining

How Femina Collective Supports Women in Overcoming Them

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The mining industry is a dynamic and demanding sector that presents leaders with complex challenges, ranging from managing operational risks to navigating ever-changing regulatory frameworks and environmental, social, and governance (ESG) expectations. For women in leadership roles, these challenges are often compounded by unique barriers, such as gender bias, limited access to mentorship, and the pressure to prove oneself in a traditionally male-dominated field.

The Leadership Challenges Women Face in Mining

Navigating a Male-Dominated Industry: Despite progress, the mining industry remains largely male-dominated, with women underrepresented at senior levels. Female leaders often find themselves as the only women in the room, making it difficult to build networks, influence decisions, or access the informal mentoring that their male counterparts might receive. This isolation can hinder career advancement and make it harder to assert authority.

Balancing ESG Expectations: ESG has become a focal point in mining, with companies under increasing scrutiny to ensure their operations meet high environmental and social standards. Women in leadership positions are often expected to spearhead these initiatives, navigating complex stakeholder demands, including communities, governments, and investors. The challenge lies not only in meeting these diverse expectations but also in ensuring that companies stay profitable and competitive while doing so.

Lack of Mentorship and Support Networks: Access to mentorship is critical for leadership development, yet many women in mining struggle to find role models or sponsors who can offer guidance. This lack of support can slow career progression and leave women feeling disconnected from the broader leadership community. Without strong networks, women may also find it challenging to advocate for themselves or open doors to new opportunities.

Work-Life Balance and Leadership Roles: Leadership roles in mining often demand long hours, frequent travel, and high-pressure decision-making. For women, particularly those with caregiving responsibilities, finding a sustainable work-life balance can be one of the toughest challenges. The lack of flexibility in many leadership roles can create barriers for women who are trying to advance their careers while managing personal commitments.

How Femina Collective Supports Women in Mining Leadership

Femina Collective was founded with a clear mission: to empower and support women in leadership roles within industries like mining. By offering a holistic approach that addresses both professional and personal development, Femina Collective provides women with the tools they need to overcome these unique leadership challenges. Here's how:

Building a Supportive Community: One of the core pillars of Femina Collective is creating a strong, supportive network of women leaders. Through membership and events, women in mining can connect with like-minded professionals who understand their challenges and can offer valuable insights, advice, and support. This sense of community helps break down the isolation many women experience in leadership roles and provides a space for authentic connections.

Leadership Development and Coaching: Femina Collective offers tailored coaching and leadership development programs designed to address the specific challenges women face in mining. Through one-on-one coaching and group workshops, women can work on building the confidence, negotiation skills, and resilience they need to succeed in a demanding environment. Whether it’s tackling imposter syndrome or honing strategic decision-making skills, Femina Collective ensures women have access to expert guidance

Fostering ESG Leadership: Femina Collective recognizes the increasing role women play in advancing ESG within the mining industry. The collective offers training and resources that help women lead in this space with confidence, ensuring they are well-versed in best practices for sustainability, governance, and social responsibility. With ESG becoming a critical element of mining operations, these skills are essential for women leaders who want to drive impactful change in their organizations.

Balancing Career and Life: Understanding the challenges women face in balancing their professional and personal lives, Femina Collective focuses on offering solutions that support work-life integration. Through discussions, coaching, and peer support, women leaders can explore strategies for managing career progression while balancing personal responsibilities, ensuring they can excel in leadership without sacrificing their well-being.

Advocating for Representation and Diversity: Femina Collective is committed to amplifying the voices of women in mining leadership and advocating for greater representation at all levels. By fostering a community that celebrates diverse experiences and perspectives, the collective empowers women to advocate for themselves and others, pushing for systemic changes that promote gender equity across the industry.

Leadership in mining is not without its hurdles, but with the right support and resources, women can thrive and make significant contributions to the industry. Femina Collective offers a unique, comprehensive platform that helps women navigate the complexities of leadership while building confidence, skills, and connections that will carry them throughout their careers. By addressing both the professional and personal aspects of leadership, Femina Collective is helping to shape a more inclusive and dynamic future for women in mining.