Women’s Representation in the Mining Sector in Chile: Progress and Challenges

The Comisión Chilena del Cobre (COCHILCO) publishes an annual report titled “Women’s Representation in the Mining Sector in Chile,” which outlines the progress Chile is making in increasing the number of women working in the mining industry. The report’s purpose is to highlight advancements in gender inclusion and representation, as well as to shed light on the ongoing challenges women continue to face in this traditionally male-dominated sector.

The latest report, published in March 2025, reflects on data from 2023. It shows that while there has been some progress in women’s representation within the mining sector in Chile, there is still significant work to be done to close the gender gap. This report provides an insightful overview of women’s participation in mining, analyzing key trends, challenges, and the effects of various policies designed to promote gender equality in the industry.

Key Statistics and Trends

• Overall Participation: The participation of women in the mining sector in Chile reached 13.4% in 2023. Women make up 17.7% of the workforce in mining companies, but only 11.3% in contractor companies. While there has been a 15% increase from 2022, this still reflects a significant gender disparity.
• Age and Experience: Women in mining are mostly concentrated in the 31-40 age group, with a notable 37% of female workers falling into this range. However, women in the industry tend to have shorter tenures, with 60% staying in the same position for only 1-5 years.
• Job Functions: A large portion of women (65.3%) works in non-operational roles, contrasting with men, where 63.4% are employed in operational roles. This distribution reveals how gender roles are still influencing the types of jobs women hold in the sector.

Gender Equality Policies and Initiatives

Despite the low representation of women in operational roles, the mining industry has seen positive developments regarding gender equality. A significant number of mining companies (89.8%) report having gender policies and goals in place, and 93.8% have implemented flexible work arrangements. However, only 12.5% of companies are certified under the NCh 3262 norm, which sets guidelines for gender equality and work-life balance.

Other key initiatives include:

• Equal Pay: 81.3% of companies have established policies for pay equity, but significant gaps remain.
• Sexual Harassment Prevention: 97.9% of companies have established channels for reporting harassment, yet challenges persist in fully integrating gender perspectives into all policies.

Global Comparisons and Challenges

On a global scale, the mining sector still faces challenges regarding gender equality. Countries like Canada, Australia, and Sweden lead the way with higher female participation, but Chile lags behind, with only 13.5% of the mining workforce made up of women. The situation is even more difficult for women in leadership roles, where the majority of positions remain male-dominated.

• Canada: Women represent around 16-18% of the mining workforce, with higher numbers in certain regions and sectors where gender equality efforts have been a key focus for many years.

• Australia: The percentage of women in the mining industry has been steadily rising, reaching approximately 20% in recent years. Australia has implemented strong policies to improve gender inclusion, and its mining companies have made significant strides in promoting women to leadership roles.

• Sweden: Sweden is one of the global leaders in gender equality, and the mining sector has followed suit. Women in Sweden’s mining industry make up around 20% of the workforce, with efforts to ensure more inclusive policies and a supportive work environment.

• United Kingdom: The UK mining sector has seen increasing participation of women, but the representation is still lower than that of Australia or Sweden. However, specific initiatives and organizational commitments are boosting female involvement.

The Path Forward

The Chilean mining industry faces significant barriers when it comes to fully integrating women into the workforce. Cultural perceptions of mining as a male-dominated field, gender discrimination, and a lack of support structures for women are just some of the obstacles. However, the implementation of policies like the National Mining Policy 2050, which sets a target for 20% female participation by 2030, represents a step in the right direction.

To truly close the gender gap, Chile needs to focus on changing the prevailing culture within the mining industry, implementing more comprehensive gender policies, and fostering a work environment that is inclusive and supportive of women at all levels.

Conclusion

While progress has been made, the representation of women in the mining sector in Chile remains insufficient. To ensure sustainable growth and development in this crucial industry, gender equality must continue to be a priority. By implementing inclusive policies, encouraging diversity, and overcoming systemic barriers, the mining sector can unlock the full potential of its workforce, benefiting both the industry and society as a whole.

Foreign mining suppliers operating in Chile can take the lead in helping to introduce policies from their own countries that could promote gender equality, improve workforce diversity, and foster a more inclusive working environment. By leveraging successful strategies and best practices from their home countries, these suppliers can contribute to a shift in the local mining industry, not only in terms of gender representation but also by advocating for more comprehensive workplace support systems, such as flexible working hours, mentorship programs, and equal opportunities for career advancement.

Additionally, foreign suppliers can collaborate with Chilean mining companies to develop training programs that empower women, encourage leadership roles, and create a pipeline for future talent. This commitment to gender equality can help bridge the gap in the industry, position foreign suppliers as leaders in social responsibility, and enhance their reputation within the local market.

By proactively introducing these policies and supporting their implementation, foreign mining suppliers can drive meaningful change in Chile’s mining sector, creating a more equitable and sustainable future for all workers, regardless of gender.

Ax Legal is an advisory firm that works with foreign companies in Latin America. Our team of legal and commercial advisors have a distinguished track record of helping foreign technology and services companies to grow and operate in Latin America. Over the years, we have worked with starts up, mid-size businesses, and publicly listed companies. The one common factor that connects our clients is that they are leaders in their field, providing innovative technologies and services to the industrial sectors.

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