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COVER

Out of the
comfort
zone:
Warburton

Breeding a deeper pool of female candidates in mining is a common goal the industry should be aim-
ing for but while the benefits a diverse workforce can deliver in the areas of safety, productivity and
efficiency are well known, the foresight in correcting the gender imbalance is seriously lacking.

BHP Ltd, the world’s largest miner, has Sharon Warburton told Paydirt. “As you mums, sisters or aunties are also the

set itself a target of achieving gender would expect we are watching what BHP people alongside us today who need just

balance at all levels of the company by and others are doing in this space and as much support, guidance and coach-

2025, ultimately changing conventions we should all share good ideas and sup- ing and we all have a role to play in doing

in an industry long-considered to be a port each other on this journey. We have that. I often catch myself saying we need

purely male domain. a long way to go and if we can share ide- more support for our daughters, but what

“BHP’s move is the most public in a re- as to make that change happen faster we about our partners, mums, etc? Thinking
cent trend towards greater gender equal- should do it. about that might encourage us to gener-

ity in the mining sector, as the ate change faster.”

industry begins to accept the If you look at the macro Holding non-executive roles
need to shed its male-domi- at Fortescue Metals Group Ltd,

nated image. According to the gender statistics, the rate Gold Road Resources Ltd and
Minerals Council of Australia of female participation across the ASX200 technology company
(MCA), females made up 13% NEXTDC, Warburton is in a

of Australia’s workforce in min- mining industry is in the teens and powerful position to influence
ing in 2017, compared to just one of the lowest [of any sector]. the conversation on women in
9% in 1999. mining.

However, one of Australian Warburton’s rise through the

mining’s most prominent direc- ranks started in a different era,

tors believes the rate of change should “I am concerned that the timeframes when conversations about gender diver-

be increased. for change are too long. We continue to sity and equality in the workforce were

“If you look at the macro gender sta- fall into that mindset where we think we rare. For more than 10 years, she cut a

tistics, the rate of female participation have generations to change and we can crust in strategy and CFO roles, which

across the mining industry is in the teens work on it. The goal is to get change for not only delivered valuable profession-

and one of the lowest [of any sector],” our daughters, but really our partners, al but important cultural experiences

PAGE 22 FEBRUARY 2018 AUSTRALIA’S PAYDIRT