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The cost of the inclusion

By Carolina Marín Suárez | May 13, 2025 | 10:56 pm

In 2023, a landmark report by the Western Australia parliamentary inquiry exposed widespread sexual harassment and discrimination in the mining industry, revealing a culture where women continue to face significant barriers. The report found that one in three women working in mining had experienced workplace harassment, reinforcing what many of us already knew — breaking into this industry as a woman comes at a cost.

I was 25 years old when I got my first job as a geologist. After multiple applications and interviews, I finally secured a role that aligned with my passion. I was full of motivation, eager to learn, and ready to prove myself. But my excitement quickly faded during my first meeting.

The senior geologist in charge questioned my qualifications. He could not understand how a woman with little experience had been hired, even though the description mentioned zero to two years of experience for the role. For more than two hours, I was bombarded with technical questions meant to challenge my abilities. I left the meeting feeling miserable, alone at a site 3,500 metres above sea level in a project where I was the only female on site.

That was just the beginning. In another incident, one male colleague asked me to wear a sexy cleaner’s uniform to clean the office and serve them coffee. The manager that was present in the conversation left without saying a word, while some laughed, and others remained silent. I was so shocked that I could not react quickly. When I confronted them, they dismissed me as oversensitive, and they lecture me that I should learn to have more sense of humor.

During my early experience as a geologist, I constantly questioned whether I was the problem, struggling to fit into a male-dominated environment where I was the only woman and the youngest. Over time, I adapted to the work rhythm and found supportive male colleagues and male mentors who helped me grow both technically and personally.

However, despite the support I received, I still faced discrimination, dismissive jokes, and the constant minimization of my work. I had to learn how to navigate underestimation and the extra effort required to prove myself to my team. Even after receiving excellent evaluations, I constantly second-guessed my abilities, anticipating disapproval from my male colleagues. These experiences planted self-doubt, making me question whether I truly belonged in the role.

This problem extends beyond my personal experience. A 2023 study by McKinsey found that women in male-dominated industries are 1.5 times more likely to experience impostor syndrome. We are constantly undermined, forced to justify our positions, and subjected to microaggressions. Over time, this takes a psychological toll, making many of us question our worth.

Women in the mining industry face significant psychological and social challenges. In Western Australia, 30% of mining workers report high psychological distress, and 38% experience burnout. Gender-based discrimination and harassment are widespread, with women’s mental health affected by both organizational and personal sexism.

Female miners face workplace sexism, impacting their job satisfaction and wellbeing. With women representing only 14% of the global mining workforce — and just 10% in Latin America, mostly in administrative roles — our presence remains limited. Even when we break into the field, our expertise is constantly questioned.

Some believe diversity programs are solving the issue, but they often backfire. Women hired through these initiatives are frequently told they got the job “just because they are women.” Instead of fostering inclusion, these programs can lead to further discrimination and bullying. If workplaces do not address the underlying bias, they are setting young women up for failure.

As I met more women working in mining throughout my career, I began to feel more supported, heard, and acknowledged. I learned to navigate these tough experiences with the support of amazing, strong, and intelligent women who have stood by me to this day. Through them and with nearly eight years of work experience, I realized that these challenges extend beyond any single project, company, or country.

It is a cultural issue rooted in generations of male dominance in the industry, which will likely continue for some years.

Our first responsibility as women in mining is to recognize that bias exists and will persist for generations. What we need is to support the next generation of women — not only by preparing them technically but also by equipping them with the soft skills needed to navigate this hostile environment so that securing a good role in mining does not come at the cost of burnout, impostor syndrome, or leaving the industry altogether.

Change starts with awareness and action. Mining companies must implement stronger policies to support female employees. Respectful workplace training should be mandatory, with clear guidelines on addressing discrimination. Companies need to create mentorship networks so that women entering the field have guidance and support.

Mining is evolving, especially with the rising demand for critical minerals. But for the industry to thrive, it must ensure a safe and supportive environment for all workers. Women do not need special treatment — we need equal opportunities, respect, and the chance to succeed without unnecessary barriers. The future of mining depends on it. 

Carolina Marín Suárez is a geologist and a master’s student at the University of British Columbia (UBC), in the Mineral Deposit Research Unit (MDRU). She has almost eight years of experience in the mining industry, having worked on projects in Chile and Canada, including five years at a Canadian mining company.

Disclaimer: The opinions expressed in this article are solely those of the author and do not necessarily reflect the views or positions of the Canadian Mining Journal.


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