In part 3 of Balancing the Scales of Gender in Mining, Ishreen and Stacey Hope continue their conversation on gender inequality in the mining sector. Today, they delve into the topic of underrepresentation in various roles and barriers to obtaining mining-specific skills. Stacey shares insights on how organizations can address these issues, emphasizing the importance of using one's voice to address discrimination and advocating for systemic change within companies. The episode highlights the need for education, allyship, and structural readiness within organizations to promote equity and inclusion. 

KEY TAKEAWAYS


The conversation emphasizes the crucial role of the board in driving organizational change towards equity and inclusion. It suggests that starting with the board and executive leadership sets the tone for the entire organization.


Encouraging employees to use their voices to address issues of discrimination, harassment, and bias in the workplace is essential. Companies should provide mechanisms for employees to raise concerns and advocate for the implementation of such systems if they are lacking.


Men should be educating themselves on gender and racial biases, and actively participating in conversations to understand different perspectives. 


Organizations are advised to assess their structural readiness to accept diverse employees and ensure that their systems promote a sense of belonging for all individuals. This proactive approach can help companies prepare for future workforce diversity.

BEST MOMENTS

"Sexist attitudes, violence, harassment and gender-based discrimination are prevalent in mining."

"Everyone knows it. It's just who is willing to work against it, raise the issue, raise the alarms, address it." 

"It's not the woman's job or an organization's job to educate you. It's your job to want to be educated."



VALUABLE RESOURCES

Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Email: equitychampions@belongingpioneers.com

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.

Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

https://www.linkedin.com/in/ishreenbradley/

In part 3 of Balancing the Scales of Gender in Mining, Ishreen and Stacey Hope continue their conversation on gender inequality in the mining sector. Today, they delve into the topic of underrepresentation in various roles and barriers to obtaining mining-specific skills. Stacey shares insights on how organizations can address these issues, emphasizing the importance of using one's voice to address discrimination and advocating for systemic change within companies. The episode highlights the need for education, allyship, and structural readiness within organizations to promote equity and inclusion. 
KEY TAKEAWAYS
<ul>
<li>
The conversation emphasizes the crucial role of the board in driving organizational change towards equity and inclusion. It suggests that starting with the board and executive leadership sets the tone for the entire organization.
</li>
<li>
Encouraging employees to use their voices to address issues of discrimination, harassment, and bias in the workplace is essential. Companies should provide mechanisms for employees to raise concerns and advocate for the implementation of such systems if they are lacking.
</li>
<li>
Men should be educating themselves on gender and racial biases, and actively participating in conversations to understand different perspectives. 
</li>
<li>
Organizations are advised to assess their structural readiness to accept diverse employees and ensure that their systems promote a sense of belonging for all individuals. This proactive approach can help companies prepare for future workforce diversity.
</li>
</ul>
BEST MOMENTS
"Sexist attitudes, violence, harassment and gender-based discrimination are prevalent in mining."
"Everyone knows it. It's just who is willing to work against it, raise the issue, raise the alarms, address it." 
"It's not the woman's job or an organization's job to educate you. It's your job to want to be educated."
 
VALUABLE RESOURCES
Privilege Survey  <a href="https://intelligentlinking261447.typeform.com/to/SNkQvD0v">https://intelligentlinking261447.typeform.com/to/SNkQvD0v</a>
Website:<a href="https://belongingpioneers.com/privilege-research-and-podcast"> https://belongingpioneers.com/privilege-research-and-podcast</a>
Email: <a href="mailto:podcast@privilege-eruption.co">equitychampions@belongingpioneers.com</a>
Useful links: <a href="https://linktr.ee/BelongingPioneers">https://linktr.ee/BelongingPioneers</a>
ABOUT THE HOSTS
Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.
Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust.
<a href="https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/">https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/</a>
<a href="https://www.linkedin.com/in/ishreenbradley/">https://www.linkedin.com/in/ishreenbradley/</a>

Welcome to The Privilege Eruption with Kami & Ishreen! We are talking Culture Transformation and Intentional Inclusion; a mix of interviews, talks, panels, and thought leadership. A must-listen for  C-Suite leaders looking to effect culture transformation for equity at work!

Welcome to The Privilege Eruption with Kami &amp; Ishreen! We are talking Culture Transformation and Intentional Inclusion; a mix of interviews, talks, panels, and thought leadership. A must-listen for&nbsp; C-Suite leaders looking to effect culture transformation for equity at work!

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