16TH INTERNATIONAL CONGRESS FOR MINE SURVEYING, BRISBANE, AUSTRALIA, 12-16 SEPT 2016
Gender equity for the Professional Mine Surveyor,
challenges and changes, barriers and benefits
Justin Smith*
Master Employment Relations, Griffith University, Australia
*
Contact: [email protected]
legislation have been part of the Australian legal and
employment landscape for decades (Australian Human
Rights Commission, 2015). Australia would purport to be an
egalitarian society (Turner, 2014) and most Australian
employers of mine surveyors would also consider
themselves fair and equitable in their relationships with
employees, particularly with regard to gender. In other
words, most employers would identify themselves as
Gender Neutral and not Gender Bias as it applies to
workplace culture.
However, this paper will present evidence that suggests
that the professional culture as it applies to Mine Surveyors,
is inherently male gender bias and that barriers to true
gender equity within the profession remain. The barriers
alluded to, typically are not overt or even deliberate, but
stem from generations of entrenched male dominance,
which subtly pervade the culture relationship to the
detriment of gender equity in the workplace (Acker J.,
2006). Supporting this preliminary assertion of male gender
bias in mine surveying is the statistical evidence showing
extreme minority representation of females in mine
surveying which is even more pronounced in underground
mines, particularly in Australia.
Even though it is important to understand the general
background causes for gender inequity in the workplace,
ultimately, this presentation is about challenging how the
mine surveying professionals individually think about
gender equity within the professional culture. Inherent
cultural gender bias is something that needs to be challenged
at a personal level first (Implicit, 2014). When attitudes and
values change, so will cultural change in the workplace
(Ridings, et al., 2008).
Before one can address an issue, either personally or
collectively, the issue must be understood. Therefore this
paper will review the definitions of what gender equity is, as
expressed in the workplace, including a statistical overview
describing key indicators such as differences in gender
representation, gender pay gap, female career stall and the
inherent gender bias of many occupational types and how
that bias is expressed, either overtly or covertly.
Although the author proposes that there is an ethical
imperative to address gender inequity in the profession, the
argument is also made for recognising the business and
professional advantages to be gained from achieving gender
equity in employment and other professional institutions,
including
academic
and
administrative
bodies.
Organizations that fail to attract and retain the full potential
of the entire employee talent pool will not profit from the
advantages that gender equity brings to the organization
(Strachan et al, 2010).
Abstract: The profession of mine surveying, particularly in
Australia, belongs to an occupational genre that is typically
dominated by men. This male domination of mine surveying is
even more pronounced than similar technical or scientific
professions including mining engineering, geology and
geotechnical engineering, civil engineering or land surveying.
The barriers to female representation are not overt or
necessarily deliberate, but stem from generations of entrenched
male dominance, which covertly and subtly pervade the culture
relationship to the detriment of gender equity in the profession.
The author contends that a key indicator of this exclusive
dominant male culture is not simply that the overwhelming
majority of mine surveyors are male, (estimated to be between
94-98%), but is also indicated by the near invisibility of the
female image or female references associated with the
profession of mine surveying, and particularly to underground
mine surveying.
Research supports the relationship, that where a representative
gender image dominates in a profession or occupation, male or
female, this image ‘labels’ the profession as either male or
female. Therefore, the apparent invisibility of the female mine
surveyor, whether it be in universities, professional
associations or at mine sites serves to overtly exclude females
from identifying with and choosing to join the mine surveying
profession.
Where a profession is already overwhelmingly male, it tends to
self-perpetuate the continued dominance of a male culture.
However, the first of many stages in normalising gender
participation in a profession is to present a female friendly
image or persona. The next of many gender equity initiatives is
increasing awareness amongst the male members to be able to
identify and address inherent male cultural bias and action
policy that changes professional culture. These initiatives will
serve to establish a gender neutral and female friendly culture
within the profession and the workplace. When this is
achieved, mine surveying will truly capitalise on the benefits of
gender diversity and equity.
To achieve better attraction and retention of female mine
surveyors requires not only changes in policy or image, but
positive change in the awareness and attitudes of all mine
surveyors.
I. INTRODUCTION
Although this paper will focus on the Australian
experience, the author’s research suggests that the
challenges faced in Australia concerning gender inequity in
mine surveying are not dissimilar to many other
industrialised nations represented by The International
Society for Mine Surveying (ISM) (ISM, 2016).
In 2016, it might be presumed that issues concerning
equal employment opportunity and gender equity would not
feature as issues for a fair and equitable society like
Australia (Sridaran, 2010). Equal Employment Opportunity
(EEO), equal pay for equal work and anti-discrimination
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16TH INTERNATIONAL CONGRESS FOR MINE SURVEYING, BRISBANE, AUSTRALIA, 12-16 SEPT 2016
those who participate in lower paid jobs (bad jobs) and or
experience career stall.
In Australia, the gender pay gap in November 2014 was
18.8%. The gender pay gap in mining is 23.8% (WGEA,
2014) As a comparison; gender pay gap in Scandinavian
countries is about 7-8% (OECD, 2014)
II. STATISTICAL OVERVIEW OF GENDER IN THE WORKPLACE
BY PARTICIPATION, OCCUPATION AND REMUNERATION
Although definitive gender specific data is not readily
available to differentiate Australian mine surveying
graduates as a representative proportion of the total number
inclusive of geology and engineering graduates, the author
has substituted mine surveying representation from the
BOSSI registration database to illustrate indicative gender
disparity (Figure 1).
Figure 3: Gender gap comparison, Australia vs Scandinavia
Figure 1: (Source: BOSSI & Australian Universities Databases)
Gender Pay Gap when analysed by age, begins and
increases when women reach child bearing and rearing age.
It is during this period that women experience career stall.
Career stall is described as a period where the participant is
unable to pursue full time work, or lack of employment
flexibility in the current workplace restricts opportunities for
career progression. This is most prevalent for women
working in male dominated workplaces or occupations
(WGEA, 2014)
Examination of the Scandinavian data shows the positive
effect of progressive social policy (Figure 3). This is
exampled by the Norwegian gender equity in the workplace
initiatives, which supports working parents by facilitating
affordable quality childcare and by providing flexible
employment arrangements for either parent (Rønsen &
Kitterød, 2014). Such social policies successfully address
some of the primary causes of career stall. However, career
stall is not the only contributor to gender pay gap
experienced by woman.
In the Australian context female representation in mine
surveying is estimated at between 2- 4%, but is more likely
to be at the lower end of that estimate, particularly within
the underground specialization of mine surveying where
representation is estimated at ~ 1%.
In addition to this data, anecdotal evidence received from
informal communications with other representatives of
mine surveyors within the ISM suggests that female
representation varies between 1 and 12% (Figure 2). The
author suggests, that like similar engineering or other mine
science fields, mine surveying is a male dominated
profession where participation and other potential gender
equity issues have not been appropriate addressed
IV. SUMMARY ANALYSIS OF GENDER PARTICIPATION
STATISTICS IN THE WORKPLACE
In the gender equity discussion, what is often assumed is
that woman want lower paid part time family flexible
workplaces? Additionally, the burden of parenting is
assumed to be the exclusive role of the female, who
inevitably is forced to leave work to raise the family (career
stall), which then compromises her future employment
options. Women who experience career stall find it more
difficult to re-enter their original career stream as both her
profession and male peers have progressed, but she has not.
At this point many women choose other or lesser
occupations that are more open to flexible arrangements
(bad jobs) (Cameron, 2013).
In general terms, Figures 1, 2 and 3 describe both the
earnings and participation inequity in the workplace by
women, compared to men. Strachan et al describe the three
key factors that affect lifetime earnings potential for women
(Strachan et al, 2010):
• The type of jobs that women choose to do (good jobs
and bad jobs); Woman often choose employment that is
more flexible or part time, e.g. retail or clerical, i.e. ‘bad
Figure 2: (Source: BOSSI data bases & DMV database and
correspondence; German Mine Surveyors´ Association) (DMV, 2016)
As a comparison, In the Federal Republic of Germany
(Germany), females in mine surveying total 49 and males,
406, which equates to 10.7% female participation
III. GENDER PAY GAP
In general terms, there is a relationship between
gender pay gap and gender representation particularly in
high paying occupations. Total potential earnings by gender
are also affected by the experience of career stall.
Individuals
who
participate
in
high
paying
professions/occupations (good jobs) and are not affected by
career stall will earn more during a working lifetime than
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16TH INTERNATIONAL CONGRESS FOR MINE SURVEYING, BRISBANE, AUSTRALIA, 12-16 SEPT 2016
•
•
job’, as opposed to jobs in engineering, surveying or
management, i.e. ‘good job’.
Career stall during the child bearing and rearing life
stages leading to reduced promotion, training and
career advancement in the post bearing and rearing
career phase.
Inflexible workplaces, glass ceiling, gender bias
culture in the workplace
Although, the educational and support resources of the
WGEA are available to any individual or organisation to
improve gender equity outcomes in their organisation or
affiliation, only organisations who employee more than 100
persons must comply with the reporting requirements and
employers of more than 500 employees must comply with a
set minimum standard of reporting, as set out in Workplace
Gender Equality Act 2012. Because the WGEA only targets
employers, it has limited direct influence in addressing
specific gender culture outcomes in specialised professions.
Charlesworth and Macdonald further argue that these
current legislative and agency frameworks may be deficient
in challenging “gender segregation and gender pay
inequality”. In addition, the powers of the agency are
limited in their ability to change organisations who are
“embedded in institutional arrangements, and social norms”
(Charlesworth & Macdonald, 2015). In other words,
although the equity framework may improve general gender
equity outcomes for an organisation, it does not drill down
into specific embedded institutions, as may be the case with
gender disparities in mine surveying. Therefore, if we argue
that there are gender equity deficiencies in the mine
surveying profession, they will not be addressed directly or
individually, simply by the application of equity legislation.
Such issues will need to be addressed by other means and
other institutions, over and above the employer’s legislative
obligations.
Because mine surveying has not been subject to
significant gender investigative analysis, the author has
sought comparative analysis from studies of similar
disciplines such as engineering. Engineering has been
subject to extensive gender equity studies and analysis,
aimed at determining why it is such a male dominated
profession. Mills et al quoting Acker
& Dillabough, describes domination of men in
engineering, suggesting that it appears to result from “active
yet invisible social processes”, and further challenges
organisations who fail to recognise causes as to why the
profession fails to attract more women, allowing the issue to
pass unrecognised (Mills et al, 2011) &
(Acker &
Dillabough, 2007).
In another study by Mills et al, analysis confirms
“entrenched masculine culture as a major reason for
women's lower representation in engineering”. The study
goes on to suggest, that the incumbent male dominated
profession, extend their concept of masculine identity and
ownership to their profession, and overtly or covertly resist
the feminisation of ‘their’ occupation (Sharp, Franzway,
Mills, & Gill, 2012). It is the persistence of this male
culture, resisting change, despite both a recognition that
woman are equally capable, and despite the implementation
of general workplace equity policies being in place in the
organisation, that ultimately results in a failure to attract and
retain more engineers into the field. It is logical to suggest
that similar masculine culture is embedded in Mine
Surveying as a profession and this also adversely affects
female participation rates, which statistical analysis shows
are significantly less than even that of engineering.
Comparison of the Australian gender pay gap to
Scandinavian countries indicates that there are opportunities
to improve gender equity in the workplace through better
equal employment opportunity (EEO) policy at both
enterprise and society levels. Therefore to address the
generic causes for Gender pay gap, which is a key indicator
of gender inequity in the workplace, policy implementation
must address the following issues:
• More women should be encouraged to participate in and
stay employed in good jobs
• Childcare support and parental leave support, partnered
with reintegration back into the workplaces should be
available to and shared equally with both working
parents.
• Workplace culture must change where such culture is
gender bias and results in gender inequity in the
workplace.
In such male dominated work cultures, gender equity
policy is often viewed as addressing the ‘problem’ of
accommodating women in the workplace as opposed to
addressing a culture that is inherently unfair and gender bias
(Liff & Cameron, 1997). Employers, male colleagues,
professional institutions and employee representatives need
to understand that the issue of gender equity is not a ‘woman
problem’, its male gender bias problem.
In Australia, Workplace Gender Equity Agency (WGEA)
leads education and challenges employers and institutions in
the workplace about gender bias and gender equity
initiatives.
V. THE ROLE OF THE WORKPLACE GENDER EQUITY
AGENCY IN THE AUSTRALIAN WORKPLACE?
“Gender equality is achieved when people are able to
access and enjoy the same rewards, resources and
opportunities regardless of whether they are a woman or a
man” (WGEA, 2015).
Gender equity in employment in the Australian context is
promoted through the Workplace Gender Equity Agency
(WGEA). The role of this agency is to support, encourage
and educate employers to improve gender equity outcomes
in their workplaces (WGEA, 2012). The agency encourages
employers to set their own realistic targets concerning key
equity indicators, such as overall numbers of females in the
workplace, gender representation in different levels in the
organisation especially in management and equity in crossgender remuneration. Employers are then required to
provide an annual report on their progress for gender equity
in the workplace. Organisations who prove themselves to be
proactive and successful in workplace gender equity
outcomes may be recognised and awarded a citation as a
‘WGEA Employer of Choice for Gender Equity’ (WGEA
EOCGE) (WGEA, 2012).
VI. ATTRACTION AND RETENTION OF FEMALES WITHIN GOOD
JOBS WILL NARROW THE GENDER PAY-GAP
As described by Strachan et al, good jobs is a euphemism
for male dominated jobs, exampled by senior management
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16TH INTERNATIONAL CONGRESS FOR MINE SURVEYING, BRISBANE, AUSTRALIA, 12-16 SEPT 2016
streams or engineering streams. ‘Good jobs’ are exampled
by full time, highly skilled, high status, technical or
professional occupations. Similarly, Strachan et al describe
bad jobs as a euphemism for often female dominated jobs,
exampled by part time, casual, low paid, service based,
including but not limited to administration roles, or
positions excluded from training and career advancement.
However, research by Lippa, Preston and Penner,
shows clearly, that in the United States, between 1972
and 2010, that there has been a significant transition of
women into high status professional roles, such as Law and
Medicine, but none the less, STEM occupations like
Surveying and Engineering continue to resist a balanced
transition to representative gender participation (Lippa et
al, 2014). It is suggested by Lippa et al, that this research
is more relevant to other economically developed countries.
Disappointingly however, Mandel observes that the
feminization of some professions has simultaneously
resulted in a loss of reward and prestige for those
professions dominated by females (Mandel, 2013). Indeed,
Brescoll et al confirms that those professions deemed
stereotypically feminine are often valued less then
equivalently qualified masculine professions, e.g. Primary
school teacher verse engineer/mine surveyor (Brescoll et al,
2012).
In summary current research coalesces in the conclusion
as Strachan et al states, that masculine professions, which
they call, good jobs, are high status, high paid jobs in
which males dominate. Feminine occupations inversely
achieve neither the status nor the remuneration of their
masculine counterparts. Mine Surveying is both a masculine
profession and one that is dominated by men, both
numerically and strategically. It is a high status high paying
profession within the STEM genre. If Women are to achieve
gender equity in employment, both in status and
remuneration, then it is professions like mine surveying that
must attract, retain and develop more female participation,
numerically and strategically.
proven problematic. Once female graduates are in the
workplace, studies have shown that male dominated
employers tend to look after their own, preserving the status
quo and endemic male culture. Such workplaces continue to
promote inflexible workplaces with inherent gender
discrimination (Dainty et al, 2001) (Heilman, 2012). These
results in women leaving these organisations (good jobs)
and moving out to more accommodating occupations (bad
jobs).
VIII.
MINE SURVEYING, GENDER BARRIERS WRITTEN IN
HISTORY
Mine surveying is an example of a good job. Mine
surveyors are well paid and are attracted to the profession
because of the many positive and rewarding roles, however
it is also an example of a profession where female
participation is inconsequential. Despite initiatives in
promoting STEM career paths by many educational
institutions, mine surveying, as a vocational choice for
females, performs poorly compared to other mine related
professions such as mining engineering and geo-science
disciplines. Mine Surveying also does not display
significant trends to improving this position despite
improving trends in gender participation by the other STEM
disciplines. Mine surveying as a profession is obviously
gender bias in terms of gender representation, but the
question is why and what can be done to improve gender
equity amongst mine surveyors.
The author is not suggesting that the mine surveying
profession per say is exercising any kind of deliberate
policy or practice that discriminates against women
participating within the profession, however there are a
number of gender equity shortcomings that apply to the
profession that must be acknowledged and addressed if the
profession is serious about achieving gender equity in mine
surveying. These shortcomings result in what Stockdale and
Nadler would describe as an occupational sex segregated
profession (Stockdale & Nadler, 2013).
In Australia, mine surveying like most professions in the
modern industrial age, has a history of being male
dominated. Since the 1800’s, with the rare exceptions of
nursing and to lesser extent teaching, women were sparsely
represented in most professions (Nugent, 2002, p. 28).
However, ever since the enactment of the Mines and
Collieries Act 1842, (United Kingdom), woman were
prohibited from working in and about the mine in Great
Britain and her dominions, including Australia (Mining
Act, 1842).
The content of this act, which prohibited woman from
working in (coal) mining was not repealed in Australia until
the introduction of Anti-NSW Discrimination Act
1977(NSW) and Sex Discrimination Act 1984 (Cth).
Therefore, for more than 130 years, it would have not just
been unusual, but illegal to employ a female (coal) mine
surveyor in Australia. Thus, five generations
of
historical
tradition further ingrained male gender bias
within the culture of mine surveying in Australia. Imbedded
and engendered culture resists change and often remains
ignorant of covert gender bias where the perpetuation of
continued male dominance is the result of ‘homo-social
reproduction’ (seeking others like oneself) (Stockdale &
Nadler, 2013)
VII.
BEFORE EMPLOYMENT THERE IS EDUCATION,
BEFORE EDUCATION THERE IS GENDER STEREOTYPING
The choices that an individual makes concerning career
are a culmination of influences and experiences prior to
university admission. Although more than 50% of university
graduates in Australia are female, engineering and surveying
streams only attract a fraction of this graduate pool (~1012%) (Figure 1). Research indicates that male bias in
vocational guidance during schooling, further influenced by
the images of male stereotypes within engineering and
science streams discourages female students from choosing
these STEM vocations (good jobs) (Cheryan et al, 2015).
Because male bias stereotyping influences the career choice
process, females are encouraged to participate in other
occupational streams (bad jobs) that inevitably contribute to
experiencing gender pay-gap.
Many universities and secondary educational institutions
are endeavouring to correct this bias by investigating and
applying teaching and recruitment strategy’s to attract more
females to science, technology, engineering and
mathematics disciplines (STEM) (Sinnes & Løken, 2014).
However, attracting more females into these STEM streams
is only the first step in employment equity. Retaining and
developing female graduates throughout their career has
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16TH INTERNATIONAL CONGRESS FOR MINE SURVEYING, BRISBANE, AUSTRALIA, 12-16 SEPT 2016
The visual message is that the profession is almost
exclusively male. Studies by Cejka and others suggest this
is psychologically inhibitive to attracting females into the
profession (Cejka & Eagly, 1999). Cejka and Eagly also
suggests that
entrenched
male
culture
within
organisations or professions are benignly intent on
preserving the status quo. Key to achieving improved
gender equity in recruitment to mine surveying therefore is
to address the dominance of the visual male stereotype,
synonymous to the profession. Mine surveying must rebrand itself and present the profession as gender diverse and
female friendly if it is to win the opportunity to attract more
women into the profession.
IX. FEMALE INVISIBILITY IN A MINORITY PROFESSION;
VISIBILITY IS VIABILITY
Strategies for initiating gender equity in an organisation
or workplace are well described in a report by the
Australian Human Rights Commission. Amongst many
important practical actions is an imperative to promote
gender friendly and gender diverse images that portray the
organisation and its employees (Australian Human Rights
Commission, 2013). By example, the Australian Defense
Forces (ADF) proactively promotes gender diverse images
in their campaign to attract and retain women in the ADF,
(Figure 4) (Royal Australian Air Force, 2016). Lundkvist
also emphasizes the important role of gender friendly
branding as is exercised in many progressive occupations to
support and improve female gender inclusion and challenge
male gender stereotypes (Lundkvist, 2015).
X. AFTER ATTRACTION COME RETENTION; KEEPING AND
DEVELOPING FEMALE MINE SURVEYORS WITHIN OUR
PROFESSION
Because there are currently so few female mine surveyors
in Australia, it is very difficult to empirically determine the
success or otherwise of long term retention and career
development for female mine surveyors. But presuming that
in the future, more female mine surveying graduates will be
attracted into the industry, the next test of gender equity in
employment will be the rate of retention and the equity of
female career development.
It has been stated that retaining females within male
dominated career streams has been problematic. Given the
lack of empirical data that specifically applies to female
mine surveyors in this regard, the author will introduce
current general best practice for effecting gender equity in
the workplace.
The Workplace Gender Equity Agency (WGEA) is the
Australian Commonwealth agency created to assist
organisations to improve their performance in achieving the
benefits of gender equity in the workplace. The agency
promotes gender equity change by encouraging
organisations to set targets in key equity areas, and to
progressively develop and action best practice policy
(WGEA, 2015).
Retaining and developing female employees is
advantageous both to the wellbeing of the employee, but
also to the organisation, and ultimately the nation. The
business case for seeking gender equity in the workplace is
succinctly stated in the WGEA report.
Figure 4: (Source: www.airforce.gov.au, images)
Conversely, the author found very few recognizable
female images of underground mine surveyors from a
general media search. Some Images of other female
surveyors, whether open-cast (open-cut), civil or even
cadastral were found, but the occurrence of female images
are disproportionately small to the occurrence of
‘masculine’ images.
As a prime example of female invisibility within the
mine surveying profession, the author failed to find any
recognizable images of female mine surveyors within the
Australian Institute of Mine Surveyors (AIMS) web site
(AIMS, 2015), nor any within the Board of Surveying and
Spatial Information (BOSSI web site (mine surveying
pages) (BOSSI, 2015). Looking further afield, the
Surveying & Spatial Sciences Institute (SSSI, 2015) has
no female mine surveying images in its website and nor does
the web site for ISM (The International Society for Mine
Surveying) (ISM, 2015).
The promotion of a gender diverse image is critical in
communicating the message of the brand! If a balance of
gender representations is presented, than it appears normal
and reasonable that any person, male or female, could see
themselves in that role. The author noted that a balance of
gender diverse images are more apparent in other STEM
occupations and other high status professions like law or
medicine, whose female participation rates are significantly
improving, but this is not the case for the professional mine
surveyor.
XI. THE BUSINESS CASE FOR GENDER EQUITY (WGEA, 2013).
“Considerable rewards can be attained by businesses
which successfully attract both women and men to their
workforce. Research suggests that organisations that
respect and value the diversity brought by both women and
men are better able to attract and retain high performers
and improve operational performance. It is not, however,
simply about having token women (or men). While diversity
is fundamental, gender equality is paramount”.
It is not the intention of this paper to recreate the valuable
resource that is the WGEA, but a short summary of best
practice policies and initiatives are summarised from the
WGEA report as a guide to best practice;
XII.
45
A SUMMARY OF CURRENT BEST PRACTICE FOR
DEVELOPING WORKPLACE GENDER EQUITY
16TH INTERNATIONAL CONGRESS FOR MINE SURVEYING, BRISBANE, AUSTRALIA, 12-16 SEPT 2016
Referencing; a strategy for inclusiveness, well- being and
diversity in engineering workplaces, (WGEA, 2014)
The strategy summarised and paraphrased in Table 1 are
targeted to engineering employers but is equally applicable
to organisations and employers of mine surveyors.
The content of this paper will have differing relevance to
the collective profession that identify themselves as mine
surveyors. As individuals, all can contribute to positive
change. But if institutional change is to succeed, institutions
must action comprehensive, goal focused and auditable
strategies such as that exampled below in Table 1.
evident, it is most of all about acknowledging that gender
equity is the only way forward’ to achieve a better future
for all (ILO, 2014).
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Acker, J. (2006). Inequality Regimes Gender, Class, and Race in
Organizations.
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&
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doi:
10.1177/0891243206289499
Acker, S., & Dillabough, J. (2007). Women ‘learning to labour’ in the
‘male emporium’: exploring gendered work in teacher education. Gender
and Education, 19(3), 297-316. doi:10.1080/09540250701295460
TABLE 1: SUMMARY OF CURRENT BEST PRACTICE FOR DEVELOPING
WORKPLACE GENDER EQUITY (WGEA, 2014)
Step 1
Step 2
Step 3
Step 4
Step 5
The whole organisation,top down, must committo
developing a gender equitable culture and provide
training and support to all. It must beginwith individual
commitment and a willingness topromote diversity.
AIMS. (2015). Australian Institute of Mine Surveyors. Home. Retrieved
June 26, 2015, from http://www.minesurveyors.com.au/
Understand what gender equity issues are relevant to the
particular organisation. Undertakeanalysis and targeted
training.
Australian Human Rights Commission. (2013). Women in Male Dominated
Industries; A toolkit of strategies. Australian Government. Retrieved
February 10, 2016
Develop policies that support gender equityincluding
but not limited to family friendlyworkplaces and
workplace flexibility.
Australian Human Rights Commission. (2015). A quick guide to
Australian discrimination laws. Retrieved January 21, 2016, from
Australian
Human
Rights
Commission:
https://www.humanrights.gov.au/our-work/legal/legislation
Monitor and report on progress. Analyse what’s
working or not working. Modify and improvesystems
and policies to improve outcomes.
BOSSI. (2015). Board of Surveying Mine Surveying. Retrieved June 26,
2015, from http://www.bossi.nsw.gov.au/survey ors/mining_surveyors
Audit the impact of these policies on the organisation
and the individuals in it. Determinewhat improvements
have resulted to profile, image, reputation, participation
and productiveoutput.
Brescoll, V., Uhlmann, E., Moss-Racusin, C., & Sarnell, L. (2012).
Masculinity, status, and subordination: Why working for a gender
stereotype violator. Journal of Experimental Social Psychology, 48, 354–
357. Retrieved June 1, 2016
XIII.
CONCLUSION
Mine surveying is dynamic profession with a proud
history. Mine surveyors value the opportunities they have
been given to provide a vital, specialised and technical
service. This profession is key in the development of mineral
resources around the world, and resource development
creates wealth, transforms economies and builds nations.
The proud culture of mine surveyors includes respect for
one’s mentors who have guided and challenged the next
generation of professionals. But it is critical now, more than
ever, that this profession attract and retain the all the
potential of the generation to come, women and men, and
bring in to the future, every diverse human quality, vital
for professional success in an ever more demanding
industry. Mine surveyors must show the same tenacity to
change their bias and engendered culture as they do to
overcome any technical obstacle.
The author has not attempted to equate or analyze
comparative successes in achieving gender equity for the
mine surveying profession, amongst the many diverse
member states of the ISM. However, collective learning from
the ISM member organizations may provide further
opportunities and insights to all members who are
committed to improving their gender equity outcomes.
Mine surveyors and the associations that lead them, must
be committed to achieving gender equity in the
profession, if change and improvement are to result. To
paraphrase gender equity policy from the International
Labor Organisation (ILO), an agency of the United Nations
(UN);’ it is not just about being fair, even though fairness
is ethical and appropriate, it is not just about taking
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