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6.2 Literature Review
The sustainable leadership of women in the extractive industry has become a topic
of relevance, particularly in resource regions. However, despite the resource boom,
the challenges of a segregated industry have limited women’s options for accessing
leadership positions, at all levels, from the operational to the management levels.
There are several factors that limit the participation of women in contexts in which
leadership is perceived as more commonly a male activity (Bartel and Dutton 2001;
Eagly and Karau 2002). From their student life to their transition into the industry
and their rise within it, women face significant challenges. This has implications not
only for women but also the productivity of the industry, which will be implicated
by the lack of management strategies to address equality and sustainable leadership
for women in the workplace. The increase in costs associated with the rotation of
personnel, the time of the personnel dedicated to recruiting and training new workers, the loss of knowledge and the social relations within the company are just some
of the factors that compromise the productivity of the industry due to a lack of
equality (ICMM 2003; IFC 2009, 2013).
There is a consensus in the literature that suggests the need for sustainable leadership of women over time. However, to what extent the exercise of that leadership is
realized and the factors that limit the sustainable leadership of women are issues that
require greater attention (Swanson et al. 1996; Eagly and Carli 2007; Cardoso and
Marques 2008; Kark and Eagly 2010; Donoso et al. 2011; Ibarra et al. 2013; Hoobler
et al. 2016; Navarro et al. 2016; Terrill 2016; Meister et al. 2017). Swanson et al.
(1996) identified some hindering factors such as sexual discrimination, lack of confidence, gender cultural roles, tensions between children and professional demands,
racial discrimination, difficulties in decision- making and lack of models or mentors,
among others. Cardoso and Marques (2008) add socio-economic, ethnic or racial and
gender factors. Donoso et al. (2011) in an investigation with Spanish university students conclude that negative evaluation results in education processes are factors that
condition the professional career of women. The authors explain that women show
fear of evaluation due to criticism from others and the perception that they are forgiven less for mistakes, especially if they occupy a position of leadership and power.
Also, Navarro et al. (2016) highlight other challenges including motherhood, multiple
roles, gender stereotypes, promotion, working conditions, macho culture, job assignments, harassment and disrespect, recruitment and selection, compensation and social
networking. The authors agree these factors constitute barriers to the incorporation of
professional women in the industry.
In the transition from student to professional, women seem to have problems
with adapting to the new environment. This is primarily related to the physiological
challenges imposed through a system that is inherently masculine (Bell and Sinclair
2016). In Chile, there are workers who have chosen to perform hysterectomies in
order to eliminate menstruation, and others have stopped breastfeeding and mini6 SDG 5 Gender Equality
6.2 Literature Review
The sustainable leadership of women in the extractive industry has become a topic
of relevance, particularly in resource regions. However, despite the resource boom,
the challenges of a segregated industry have limited women’s options for accessing
leadership positions, at all levels, from the operational to the management levels.
There are several factors that limit the participation of women in contexts in which
leadership is perceived as more commonly a male activity (Bartel and Dutton 2001;
Eagly and Karau 2002). From their student life to their transition into the industry
and their rise within it, women face significant challenges. This has implications not
only for women but also the productivity of the industry, which will be implicated
by the lack of management strategies to address equality and sustainable leadership
for women in the workplace. The increase in costs associated with the rotation of
personnel, the time of the personnel dedicated to recruiting and training new workers, the loss of knowledge and the social relations within the company are just some
of the factors that compromise the productivity of the industry due to a lack of
equality (ICMM 2003; IFC 2009, 2013).
There is a consensus in the literature that suggests the need for sustainable leadership of women over time. However, to what extent the exercise of that leadership is
realized and the factors that limit the sustainable leadership of women are issues that
require greater attention (Swanson et al. 1996; Eagly and Carli 2007; Cardoso and
Marques 2008; Kark and Eagly 2010; Donoso et al. 2011; Ibarra et al. 2013; Hoobler
et al. 2016; Navarro et al. 2016; Terrill 2016; Meister et al. 2017). Swanson et al.
(1996) identified some hindering factors such as sexual discrimination, lack of confidence, gender cultural roles, tensions between children and professional demands,
racial discrimination, difficulties in decision- making and lack of models or mentors,
among others. Cardoso and Marques (2008) add socio-economic, ethnic or racial and
gender factors. Donoso et al. (2011) in an investigation with Spanish university students conclude that negative evaluation results in education processes are factors that
condition the professional career of women. The authors explain that women show
fear of evaluation due to criticism from others and the perception that they are forgiven less for mistakes, especially if they occupy a position of leadership and power.
Also, Navarro et al. (2016) highlight other challenges including motherhood, multiple
roles, gender stereotypes, promotion, working conditions, macho culture, job assignments, harassment and disrespect, recruitment and selection, compensation and social
networking. The authors agree these factors constitute barriers to the incorporation of
professional women in the industry.
In the transition from student to professional, women seem to have problems
with adapting to the new environment. This is primarily related to the physiological
challenges imposed through a system that is inherently masculine (Bell and Sinclair
2016). In Chile, there are workers who have chosen to perform hysterectomies in
order to eliminate menstruation, and others have stopped breastfeeding and mini6 SDG 5 Gender Equality