73
ment opportunities are also presented in this chapter. As a result, this study will identify key strategies and recommendations to overcome existing barriers, which prevent
women from engaging in a sustainable leadership path and achieve SDG 5.
6.3.1 Case Study Analysis
This study was conducted in Latin America, with a special focus on Chile and
Colombia. However, research findings can be applied to other locations in Latin
America and elsewhere. Chile, a nation with large copper reserves in the south central region of the country, evidenced the advent of virtuous mining, which required
human talent for the long-term sustainability of operations, with women playing the
protagonists key to ensuring the success of mining projects in the long run. However,
the country is still experiencing challenges in regard to the participation and leadership of women in the industry. Evidence shows that the 1996 decree banning the
entry of women to large copper deposits was repealed. Despite indications of progress in this area, it is evident that the issue of female leadership in a segregated
industry such as the extractive industry is premature (National Council of Innovation
and Competitiveness 2014). According to available information, the participation of
women is 23% in disciplines relevant to the mining industry, namely, industrial civil
engineering, civil metallurgy, civil mining, geology, civil engineering and construction prevention risk. This proportion drastically decreases in technical careers in
which women only reach 4.3% of enrolment (Higher Education Information Service
(SIES)) 2014). Research in the Colombian case, for example, shows alarming figures: the program with least enrolment by women is mechanical engineering (9%),
followed by electrical engineering (10%), electronics and telecommunications
(14%) and systems and telematics (26%) (Ministry of Education of Colombia n.d.).
Regarding employment in the Chilean case, evidence shows that women’s participation in the workforce in the extractive industry represents 89% women supervisors vs 69% men; 73% of women maintainers vs 49% of men; and 57% of women
operators vs 17% of men (Ramos 2017). Some initiatives implemented by the government to foster women’s participation are as follows: Chilean Standard
NCh3262- 2012 that issues the “System of Gender Equality and Reconciliation of
Work, Family and Personal Life” (CODELCO 2017), the program “Good Labour
Practices with Gender Equality”, and “Equal Seal”, which seeks to install good
work practices in organizations, improving the incorporation of women in the
industry as well as fostering their career development (SERNAM 2015). Likewise,
the “Labour Reform” incorporates some clauses with a gender perspective and
encourages unions to modify their regulatory frameworks to guarantee the inclusion
of women in their boards (SERNAM 2017). In the Colombian case, women represent only 14.9% in the extractive industry, including small, medium and large mining (ECLAC 2017). The National System for Human Capital Development provides
a general policy that aims to foster human talent for the industry and provides guidelines for the participation of women (Franco 2014).
6 SDG 5 Gender Equality
ment opportunities are also presented in this chapter. As a result, this study will identify key strategies and recommendations to overcome existing barriers, which prevent
women from engaging in a sustainable leadership path and achieve SDG 5.
6.3.1 Case Study Analysis
This study was conducted in Latin America, with a special focus on Chile and
Colombia. However, research findings can be applied to other locations in Latin
America and elsewhere. Chile, a nation with large copper reserves in the south central region of the country, evidenced the advent of virtuous mining, which required
human talent for the long-term sustainability of operations, with women playing the
protagonists key to ensuring the success of mining projects in the long run. However,
the country is still experiencing challenges in regard to the participation and leadership of women in the industry. Evidence shows that the 1996 decree banning the
entry of women to large copper deposits was repealed. Despite indications of progress in this area, it is evident that the issue of female leadership in a segregated
industry such as the extractive industry is premature (National Council of Innovation
and Competitiveness 2014). According to available information, the participation of
women is 23% in disciplines relevant to the mining industry, namely, industrial civil
engineering, civil metallurgy, civil mining, geology, civil engineering and construction prevention risk. This proportion drastically decreases in technical careers in
which women only reach 4.3% of enrolment (Higher Education Information Service
(SIES)) 2014). Research in the Colombian case, for example, shows alarming figures: the program with least enrolment by women is mechanical engineering (9%),
followed by electrical engineering (10%), electronics and telecommunications
(14%) and systems and telematics (26%) (Ministry of Education of Colombia n.d.).
Regarding employment in the Chilean case, evidence shows that women’s participation in the workforce in the extractive industry represents 89% women supervisors vs 69% men; 73% of women maintainers vs 49% of men; and 57% of women
operators vs 17% of men (Ramos 2017). Some initiatives implemented by the government to foster women’s participation are as follows: Chilean Standard
NCh3262- 2012 that issues the “System of Gender Equality and Reconciliation of
Work, Family and Personal Life” (CODELCO 2017), the program “Good Labour
Practices with Gender Equality”, and “Equal Seal”, which seeks to install good
work practices in organizations, improving the incorporation of women in the
industry as well as fostering their career development (SERNAM 2015). Likewise,
the “Labour Reform” incorporates some clauses with a gender perspective and
encourages unions to modify their regulatory frameworks to guarantee the inclusion
of women in their boards (SERNAM 2017). In the Colombian case, women represent only 14.9% in the extractive industry, including small, medium and large mining (ECLAC 2017). The National System for Human Capital Development provides
a general policy that aims to foster human talent for the industry and provides guidelines for the participation of women (Franco 2014).
6 SDG 5 Gender Equality