Why embracing diversity of thought can uncover rich deposits
Embracing diversity of thought enables the mining industry to recognise the value of having a variety of perspectives and thought processes within the team. It goes beyond demographic diversity to focus on the differences in how people think, solve problems, and approach challenges. Diverse mental models contribute to more robust decision-making, greater creativity, and better outcomes because they draw from a wide array of experiences, knowledge backgrounds, and ways of interpreting information.
Diversity, Equity, and Inclusion (DEI) and diversity of thought work might be different concepts, but they work hand in hand. LinkedIn’s Global Recruiting Trends report shows that diversity is a key trend affecting hiring practices, with 78% of companies prioritising diversity to improve culture and 62% prioritising it to boost financial performance. In this blog we will look at why diversity of thought is of high importance in the mining industry, especially as a key contributor to continued growth.
The current state of DE&I in mining
The mining industry has long faced diversity challenges concerning gender and ethnicity. It’s no secret that the industry has historically been male-dominated, and the lack of equal opportunities has deterred many from pursuing careers in mining.
While there has been some progress in diversifying its workforce, the mining industry still lags in developing and implementing DE&I practices. When assessing the DE&I maturity of mining companies through Deloitte’s Diversity and Inclusion model, it becomes evident that many in the industry adopt a compliance-centred or program-based approach. Companies tend to prioritise meeting regulatory compliance and achieving set diversity goals over actively cultivating a culture of inclusion and considering its extensive impact on leadership and the overall work environment. As a result, the sector struggles with notably low gender diversity, evident both at the operational level and within its leadership ranks. Globally, women represent only about 8 to 17% of the mining workforce, and a mere 13% occupy C-suite roles within the sector.
To correct this gender imbalance, mining companies should introduce targeted recruitment and retention policies, career advancement programmes for women, fair compensation, and flexible working arrangements. Additionally, enforcing strict policies against gender-based discrimination and actively highlighting female success stories can help reshape the industry's image and make it more appealing to female professionals.
The mining sector is also dealing with an unprecedented skills shortage and this is mainly due to its cyclical fluctuations, ageing workforce, demanding working conditions and the remoteness of mining sites. It is imperative for mining companies to implement innovative hiring measures that will attract young people to the sector.
Prioritising true diversity and inclusion
Successful diversity and inclusion initiatives include ensuring equal opportunities, fostering a supportive work environment, and actively promoting diverse representation within their organisations.
A diverse and inclusive workplace is one where all individuals feel equally involved and supported, regardless of their role in the business. Research by Great Place to Work indicates that racially diverse workplaces experience higher revenue growth than less diverse ones. According to their findings, workplaces in the top quartile for diversity show 11.1% revenue growth, compared to 8.6% for those with significant gaps between white and minority employees.
The newest generation entering the workforce, Gen Z, has distinct expectations and values in their professional lives. They prioritise purpose and meaning, seeking careers that align with their values and allow them to impact society positively. Therefore, mining companies should emphasise their contribution to sustainable development, responsible resource extraction, and the transition to a low-carbon economy to engage them. Demonstrating a commitment to environmental stewardship, social responsibility, and ethical business practices will help attract and retain the talent of this younger generation.
Changing traditional beliefs about diversity
The traditional spectrum of diversity – race, religion, age and more – is familiar to most of us. It has since evolved to include hidden differences such as learning styles, generations of workers, and mental and physical health conditions alongside visible traits like gender, ethnicity, and age.
For the mining industry, the focus on diversity has often been limited to including different nationalities and cultures within the workforce while overlooking gender, age, and other dimensions of diversity. For many years, women and other underrepresented groups have occupied few roles in this male-dominated industry.
This limited perspective on diversity has prevented the mining sector from fully capitalising on the distinct talents and ideas necessary to cultivate a more inclusive, resilient, and dynamic industry. This is a particular issue since the desires and expectations of today’s workforce no longer align with traditional hierarchical structures and outdated management practices.
Employees now prioritise autonomy, flexible work arrangements, and a supportive culture that promotes innovation and creativity. Mining companies must adapt by nurturing inclusivity, empowerment, and open communication to meet these changing preferences. Implementing agile work practices, providing professional development opportunities, and fostering a sense of ownership among employees can bridge the gap and promote a more engaged and motivated workforce.
It is essential to employ proactive strategies to create a more diverse and equitable environment that aligns with the societies in which mining companies operate. These strategies should encompass comprehensive DE&I training, targeted recruitment policies for underrepresented groups, and mentorship programmes to promote career advancement. By making these part of the industry’s foundational practices, mining companies can establish an inclusive workplace culture that embraces diversity and equality.
Reaping the benefits of diversity of thought
Diversity of thought is crucial in the workplace for several compelling reasons, including improved decision-making, as it mitigates biases and promotes balance. It fosters innovation and creativity essential for competitive advantage and diversifies problem-solving tactics, making solutions more accessible. Leveraging diversity of thought to an organisation’s advantage lies in harnessing a team’s strong relationships, unique backgrounds, and diverse experiences.
Diversity of thought boosts team performance by encouraging communication sparked by individual perspectives and promoting a mindset that transcends personal interests, which is crucial for honest dialogue, innovation, and successful execution.
Organisations with varied gender representation in their leadership teams outperform the least diverse firms by 25%. Beyond financial gains, diverse teams are associated with superior decision-making, increased employee satisfaction, and safer work environments. In the mining industry, diverse crews experience a 67% lower injury rate than their homogenous counterparts.
Managers committed to diverse thoughts are better positioned to steer their companies towards heightened success and relevance in today’s complex and dynamic business landscape.
How to achieve cognitive diversity in an organisation
The mining sector is generally regarded as an exclusive domain with high barriers to entry for those who do not fit the industry profile. Typically, the leadership in Western mining firms comprises white, middle-aged to older men with STEM expertise in the industry, often within specific commodities and geographies. They must also adhere to the established communication, behaviour, and problem-solving models. This narrow approach sharply contrasts with the development of diversity-respecting solutions outlined above.
Despite strides in enhancing physical safety in operational environments, the mining industry largely overlooks psychological safety, a persistent concern. Rio Tinto’s recent “Report into Workplace Culture” candidly acknowledges issues of bullying, sexual harassment, and racism within the company – a likely indication of broader industry-wide problems. It’s clear that diversity and inclusion cannot thrive without psychological safety and relatedness as it creates an environment susceptible to harmful behaviours.
The research indicates that while the mining industry is gradually addressing geographical disparities, mainly in response to social equality movements and legislation rather than through proactive measures, the pace remains sluggish. Although senior mining leaders are increasingly open to diversity, they often lack awareness of the advantages of cognitive diversity. The sector must tap into the diverse thinking of its leadership teams to manage significant risks and challenges effectively. Yet, such leaders typically don’t have the tools to harness this diversity, and the industry still lacks the psychological safety necessary for diversity to be a real asset.
To establish an authentically inclusive workplace, we need to see the presence of a diverse group of individuals and their active engagement, development, and empowerment within the company. Superficial action must give way to substantive change. This means linking diversity statements with tangible initiatives, such as initiating diversity-oriented training, implementing inclusive hiring practices, creating transparent career progression opportunities, and demonstrating a firm commitment to a rich and diverse workforce.
Attracting top talent
The mining industry is undergoing a significant transformation driven by technological advancements and sustainable practices. In turn, the demand for skills has shifted, requiring a blend of traditional and emerging abilities to match its evolving landscape. In the face of intense competition from sectors like IT and renewable energy, which attract skilled professionals drawn to their dynamic and innovative cultures, mining companies must rebrand themselves as technological innovators. Therefore, the mining sector should prioritise technology-centred training, partner with tech firms, and provide attractive incentives to bring talent into the industry.
Companies must also pay attention to the importance of diversity and inclusion as part of this. It includes modernising management practices to reflect the preferences of younger generations by embracing sustainability, social responsibility, and innovation.
When an organisation has a robust D&I policy in place then diversity of thought is a natural progression. But achieving it does need a shift away from traditional systemic biases and stereotypes to focus on individual talents and merits when building the workforce. The essential need is to balance the creation of opportunities for young people with optimizing the use of the skills and experience offered by existing senior members of the team.
Embedding DE&I as a core strategy for the future of mining
In conclusion, the richness of diversity of thought brings a wide range of ideas and insights to the table, leading to more innovative solutions and better decision-making in the mining industry. Encouraging employees to embrace their unique experiences and viewpoints fosters an inclusive and collaborative environment where everyone feels valued and respected. Managers play a crucial role in fostering diversity of thought in the workplace by promoting open communication, creating opportunities for diverse voices to be heard, and celebrating different perspectives.
Embracing different perspectives in the workplace not only benefits organisations by driving creativity and growth but also contributes to a more inclusive and equitable society as a whole. Let’s celebrate different perspectives in the workplace and reap the rewards together.
Every day, Brunel is committed to an inclusive workforce, and we understand that Diversity, Inclusion, and Belonging are essential for a successful working culture, business, and community. Brunel extends educational opportunities to clients and contractors while also leveraging its expertise in recruiting a diverse range of candidates. If you're interested in understanding how inclusion and diversity play pivotal roles in achieving business, financial, and operational success, we encourage you to reach out to us.
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