Starting a network focused on women in operations in a town like Moranbah might seem like a challenge, but for Anne Berg, it was something the industry needed.
As a National Association of Women in Operations (NAWO) Queensland Regional Committee member, Anne is helping build that presence on the ground, creating space for connection in a workforce that is still largely male dominated.
“We organise events and catch ups in Moranbah to help like minded people connect, keep learning, and advocate for change. Last year, we launched our first ever event in town, a headshot session with a local photographer,” explained Anne.
That first step has grown into more regular, informal opportunities to connect across sites, companies and roles.
For Anne, the motivation is personal, shaped by working in an industry where culture and connection matter on and off site.
“I wanted to help create safe, inclusive spaces where people feel comfortable raising ideas and issues. I always wanted to give back and do more for women in the industry, so I spoke to a coworker who is a committee member in Brisbane. She recommended that I get involved and so I decided to start NAWO in Moranbah.”
In mining, where operational roles are still heavily male dominated, the work goes beyond networking. It is about shifting how teams operate and how people experience sites.
“NAWO connects individuals, leaders and organisations across male oriented industries to help build and maintain inclusive, gender balanced teams.
“We do this by connecting women to resources, networks and role models, equipping leaders to create inclusive workplaces, and partnering with organisations to embed systems and practices that drive progress toward gender balance.”
In regions like Moranbah where long rosters and remote work are part of the job, access to these networks can be limited.
“Gender stereotypes in industries like mining can be difficult to shift. But the more we talk about it and raise awareness of the small things people can control, on site, at home and in everyday interactions, the more likely we are to see change,” Anne said.
The median gender pay gap in mining sits at 21.7 per cent, women hold just 8 per cent of CEO roles. Anne said the barriers are often tied to the realities of operational work.
“Inflexible shift patterns, long or unpredictable rosters on site, lack of psychological safety, career development and sponsorship gaps, and pay and role segregation, just to name a few.”
Even so, progress is happening across many operations.
“We have more women in front line operational roles than before and there is a better focus on safe and respectful workplaces.
“Many workplaces are also more progressive with flexible work options, even for shift workers, and there is greater thought being put into shift design and what might be possible.”
Anne is clear that real change on site requires intent.
“To achieve change we must be intentional with clear goals, concrete strategies and committed action. It must be multifaceted and driven with genuine engagement and alignment from all stakeholders.”
Supporting women to move through operational roles and into leadership remains a key part of that shift.
“NAWO also has a multi industry mentoring program that supports the leadership pipeline. As a current mentee, I can personally attest to how transformative this program has been so far.”
At a local level, getting involved is straightforward, whether you are on site, in town or supporting the industry in other ways.
People can subscribe, attend events as a non member, become an individual member or encourage their company to become a corporate member.
“We would love to see the network grow and become sustainable in every regional area where our member organisations have a presence.”
