Author Identifier

Ashley McGrath: http://orcid.org/0000-0003-3466-713X

Date of Award

2025

Document Type

Thesis

Publisher

Edith Cowan University

Degree Name

Doctor of Philosophy (Integrated)

School

School of Business and Law

First Supervisor

Kerry Brown

Second Supervisor

Fleur Sharafizad

Third Supervisor

Maryam Omari

Abstract

The inclusion and diversity (I&D) of women has become a priority for organisations due to the positive association with business performance and rising expectations of employees and shareholders for fair outcomes for all genders. Improving the I&D of women is also being driven by the evolving Australian legal framework which has heightened the responsibility of organisations regarding psychological safety and the prevention of sexual harassment and sex-based discrimination. Companies operating in male dominated industries in Western Australia (WA) are under particular pressure due to lagging performance in addressing equity issues at a state level. Existing research correlates the I&D of women to improved profitability, productivity, innovation and safety. Other studies have sought to understand employee experiences and the role of I&D in redressing these and recommends what organisations could do to improve equity outcomes. While existing research has established the benefit of improving the I&D of women and provides high level advice on what action could be taken, there is a gap for practical, in-depth advice demonstrating how organisations can drive positive change in I&D outcomes.

This study explores and compares the female I&D programs of five male-dominated organisations to understand how they improved their female I&D results and what barriers they faced in the process. Five mining companies in WA were chosen to investigate this issue since we know that mining is a male dominated industry (Bankwest Curtin Economics Centre, 2022). Document review was used to build an initial understanding of program design and the application of program theory. Semi-structured interviews with the Chief Executive Officers (CEOs)/Executives and I&D leads revealed the program elements driving the most and least success, program implementation strategies and existing industry collaboration efforts. Focus groups fostered novel ideas for attracting, developing and retaining women at an industry level.

This study has contributed to knowledge on how organisations are improving the I&D of women. Successful programs are multifaceted, inclusion focused, engage all employees and raise awareness on female I&D. Not sharing why female I&D is important is the main factor holding back progress. Effective communication which considers the different preferences of diverse groups is paramount to female I&D success. Sixteen unique ideas for collectively improving the attraction, development and retention of women in the Western Australian mining industry were identified. Ideas are centred around education, training, research, co-developing and sharing resources and connecting employees and their families. The main objectives are to change perceptions of the industry, upskill key employee groups to lead change, better understand barriers to female I&D and improve support to women in the industry.

In addition to the contribution to knowledge derived from the themes in what is driving and limiting progress the thesis serves as a comprehensive manual including practical examples of how to improve the I&D of women. Leaders and people and culture (P&C) professionals have a blueprint good practice framework to create their own program or update or evaluate an existing program. The ultimate impact is on the practice of female I&D, promoting greater representation, support and advancement of women in the Western Australian mining industry.

DOI

10.25958/j46y-z867

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