Deciding to stay or go: Understanding the career intentions of women in the Australian mining industry
Women seeking to develop careers paths in science and technology, engineering and mathematics fields (STEM occupations), areas characterised by an almost entirely male workforce, have been a focus of attention in research and discussions relating to gender equality in the workplace. While there have...
| Main Authors: | , , , |
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| Format: | Book Chapter |
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Edward Elgar Publishing
2014
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| Online Access: | http://hdl.handle.net/20.500.11937/29189 |
| _version_ | 1848752737579171840 |
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| author | Nowak, Margaret Marinelli, Mellisa Lord, Linley Bonner, D. |
| author2 | Diana Bilimoria, Linley Lord |
| author_facet | Diana Bilimoria, Linley Lord Nowak, Margaret Marinelli, Mellisa Lord, Linley Bonner, D. |
| author_sort | Nowak, Margaret |
| building | Curtin Institutional Repository |
| collection | Online Access |
| description | Women seeking to develop careers paths in science and technology, engineering and mathematics fields (STEM occupations), areas characterised by an almost entirely male workforce, have been a focus of attention in research and discussions relating to gender equality in the workplace. While there have been increases in women’s representation in STEM careers, a challenge for management has been their retention. An important objective in seeking increased retention rates is to build a critical mass of women who can become role models for women who follow (Stout et al., 2011). In Australia there has been a focus on the attraction and retention of women in non-traditional occupations in the resources sector (Cabrera, 2006; Chamber of Minerals and Energy, 2008; Guillaume and Pochic, 2009; Barrera et al., 2010). Human resource (HR) practitioners have traditionally had remuneration and promotion, employee awards, and staff development in their armoury to reinforce commitment and reduce turnover. These focus on the external drivers and career success indicators and assume homogeneity amongst employees in career values and career motivation. Literature on women’s workforce experiences has been critical of the assumption that women can be encompassed by male centric models of motivation towards career success and advancement and workplace behaviour (Eagly and Karau, 2002; O’Neil et al., 2004; O’Neil and Bilimoria, 2005; O’Neil et al., 2008; Rudman and Phelan, 2008). An alternative approach to attraction and retention is to understand career values and drivers of individual employees and seek policies and career trajectories that take these into account. |
| first_indexed | 2025-11-14T08:13:23Z |
| format | Book Chapter |
| id | curtin-20.500.11937-29189 |
| institution | Curtin University Malaysia |
| institution_category | Local University |
| last_indexed | 2025-11-14T08:13:23Z |
| publishDate | 2014 |
| publisher | Edward Elgar Publishing |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | curtin-20.500.11937-291892017-09-13T15:24:21Z Deciding to stay or go: Understanding the career intentions of women in the Australian mining industry Nowak, Margaret Marinelli, Mellisa Lord, Linley Bonner, D. Diana Bilimoria, Linley Lord mining career Australia women Women seeking to develop careers paths in science and technology, engineering and mathematics fields (STEM occupations), areas characterised by an almost entirely male workforce, have been a focus of attention in research and discussions relating to gender equality in the workplace. While there have been increases in women’s representation in STEM careers, a challenge for management has been their retention. An important objective in seeking increased retention rates is to build a critical mass of women who can become role models for women who follow (Stout et al., 2011). In Australia there has been a focus on the attraction and retention of women in non-traditional occupations in the resources sector (Cabrera, 2006; Chamber of Minerals and Energy, 2008; Guillaume and Pochic, 2009; Barrera et al., 2010). Human resource (HR) practitioners have traditionally had remuneration and promotion, employee awards, and staff development in their armoury to reinforce commitment and reduce turnover. These focus on the external drivers and career success indicators and assume homogeneity amongst employees in career values and career motivation. Literature on women’s workforce experiences has been critical of the assumption that women can be encompassed by male centric models of motivation towards career success and advancement and workplace behaviour (Eagly and Karau, 2002; O’Neil et al., 2004; O’Neil and Bilimoria, 2005; O’Neil et al., 2008; Rudman and Phelan, 2008). An alternative approach to attraction and retention is to understand career values and drivers of individual employees and seek policies and career trajectories that take these into account. 2014 Book Chapter http://hdl.handle.net/20.500.11937/29189 10.4337/9781781954072.00012 Edward Elgar Publishing restricted |
| spellingShingle | mining career Australia women Nowak, Margaret Marinelli, Mellisa Lord, Linley Bonner, D. Deciding to stay or go: Understanding the career intentions of women in the Australian mining industry |
| title | Deciding to stay or go: Understanding the career intentions of women in the Australian mining industry |
| title_full | Deciding to stay or go: Understanding the career intentions of women in the Australian mining industry |
| title_fullStr | Deciding to stay or go: Understanding the career intentions of women in the Australian mining industry |
| title_full_unstemmed | Deciding to stay or go: Understanding the career intentions of women in the Australian mining industry |
| title_short | Deciding to stay or go: Understanding the career intentions of women in the Australian mining industry |
| title_sort | deciding to stay or go: understanding the career intentions of women in the australian mining industry |
| topic | mining career Australia women |
| url | http://hdl.handle.net/20.500.11937/29189 |