Recruitment of women to mining boards – evidence of tokenism
DOI:
https://doi.org/10.17159/Abstract
Mining companies are legislated by law to ensure improved representation of women in boards. While the Mining Charter is considered a useful strategy to promote the advancement of women to mining boardrooms, the progress has been slow. Gradually some women have grabbed a few board seats and others notably unable to retain board seats. It is difficult to ascertain the possibility of women being appointed as tokens to satisfy the social pressures, as little is known about the experiences of women board members in mining, which may inform or refute tokenism. This research investigated the recruitment into boards by means of in-depth interviews with 20 women and 16 men across six listed mining companies. Thematic data analysis revealed evidence of tokenism where recruitment to mining boards is informal, compliance based and is driven by male dominated nominations committees, who appoint women within their networks and circles of influence. The old boy’s network is a dominant player who excludes women in social and professional networking interactions such as golf. Adverse boardroom experiences were narrated by women such as silence to voice, condescending behaviour, limited influence in decisions whilst other women sought validation of their competence. This study recommends that a strong Board Chair and nominations committee is critical to ensure sustainable recruitment of competent and suitably qualified women; and further foster a culture of inclusivity and valuing gender diverse boards.
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