Diversity and inclusion in the workplace optimise performance through the input of a range of perspectives and approaches that drive innovation. However, gender inequity is prevalent in STEM, and women remain underrepresented in geosciences.
In tertiary geoscience education globally, there is an approximately even gender split that persists into research degrees. However, the number of women begins to decrease from workforce entry, becoming progressively worse at higher levels. In academia, this presents as the “leaky pipeline” where the gender split at postdoctoral levels (often short-term fixed contract) is relatively even and there is a sharp decline in women entering continuing (tenured) positions and going on to senior (Professor) levels. In the minerals industry, the most male-dominated industry in Australia comprising only 17% women, most women are in non-geoscience roles. In mining, there is a strong divergence in the proportion of men and women at increasingly senior levels, with 92% of CEO positions held by men.
Research into the causes of the Leaky Pipeline reveals that there are numerous contributing factors including unconscious bias against women, lack of role models, workplace arrangements that don’t suit mothers, barriers to awards and jobs, unequal access to parental leave, bad experiences during fieldwork and sexual assault and harassment.
The elimination of sexual assault and harassment through the pervasive implementation of recommendations handed down from Parliamentary inquiries and institutional and corporate investigations is essential for creating a safe space for women in Geoscience. Communication and implementation of best-practice, evidence-based approaches, and solutions to the many other factors contributing to the loss of women from geoscience will be valuable in creating positive change. Improved efforts to understand and address the reasons why women leave geoscience careers will help to repair the “leaky pipeline”.