As the final feature in Gold Network’s special Women’s Month series, we are proud to spotlight Olusola Olaniyi, CEO of Berillos Proconsultants (Geology and Mining Research Consultants), a member of Women in Mining in Nigeria and an Advisory Council Member, International Women in Mining. A leading voice in artisanal and small-scale mining, gender advocacy, and geological research, Olusola brings over three decades of expertise in reshaping the future of responsible mining. In this powerful interview, she shares her perspectives on sustainability, inclusion, and the urgent need for systemic change.
What first inspired you to pursue a career in geology and mining, especially as a woman in a traditionally male-dominated industry?
My journey into Geology and Mining began over forty years ago, in the early 1980s. As a young girl passionate about Science, I initially aspired to study Medicine. However, my late father, a renowned educationist and clergyman, recognized my potential and encouraged me to pursue Geology. He envisioned that, as a female, I could venture into the business of making and selling jewellery leveraging skills in Geology. To guide me further, he introduced me to one of his former students, a famous Geology lecturer at a university, for counselling.
Embracing this path, I embarked on my Geology studies, unaware that it is a traditionally male-dominated profession. This reality became evident when I found that only six of us were female in a class of nearly fifty students, with just one female lecturer in the department.
In your senior roles at organisations dedicated to advancing women in mining, you have been actively involved in Gender advocacy. What progress have you witnessed over the years in creating more opportunities and an inclusive environment for women in the sector?
My personal experiences have motivated me to join both national, regional and global organizations dedicated to advancing women’s roles in the mining sector. Through advocacy, mentorship, and empowerment initiatives, especially targeting women and young females, I have observed notable improvements. Significant progress has been made in creating more opportunities and fostering a more inclusive and equitable environment for women’s participation in the sector. Although progress is gradual, key advancements include:
Diversity and Inclusion Policies Change – Some governments have implemented Gender-sensitive policies like anti-discrimination laws and equal pay to promote Gender equality in their mining sectors. Many companies have set new policies and procedures for their operations, they have better awareness of inclusive principles and they put them into the running of their companies to recruit and retain women. They also offer leadership training and professional development.
Global Networks and Advocacy – Many women organizations, networks and interest groups in the mining sector are all out to intensify advocacy, share experiences and extend support for formulation and implementation of policies. These strategies improve Gender equality and inclusion of more women in the sector. In addition, the few women in leadership positions and trailblazers are being showcased as women champions. For example, I was honoured with a regional Pathfinder Leadership Award for my contribution to the sector, this is to encourage and draw the younger ones into mining.
Increased Representation and Leadership Roles – The advocacy and networking programmes have greatly helped the push for the employment and participation of more women. They now enter into fields traditionally dominated by men such as Geology and technical works like Engineering. Also, more women are being appointed as Chief Executive Officers (CEOs) and into senior leadership roles; holding executive positions and board memberships in mining companies.
Safe and Supportive Workplace – There has been an increased effort to create an inclusive, safer, more supportive and friendly workplace for women with better access to sanitation. Official approvals for maternity and paternity leaves are also now given as well. Measures are being put in place to address sexual harassment and assaults, and the stamping out of unacceptable behaviours towards women in the sector.
Capacity Training and Skills Development – Capacity training and skills development initiatives are being designed and targeted at women to prepare them for how to be successful in mining businesses and leadership roles that have historically been inaccessible to them. Others are safety training, jewellery making, soft skills and technical development specifically tailored for women’s participation and knowledge acquisitions. For instance, I am thrilled to have acquired enhanced business and leadership skills through the world-class mining education, BRIMM Executive Microcertificate in Economic Leadership for Mining, University of British Columbia, Canada (sponsored by Natural Resources Canada).
Cultural Shifts and Awareness – The mining sector is experiencing significant cultural shifts towards greater Gender equality, with increased awareness and reduced tolerance for both conscious and unconscious biases. Stereotypes are reducing as women are now seen as equal partners and contributors in certain fields unlike before. Awareness campaigns are changing social norms and prompting both social and institutional changes toward greater women inclusion. In my quest to contribute to improving social policies, I enrolled in The World Bank Group Institute for Economic Development’s, ‘Introduction to Behavioural Science in Public Policies’ course. This will better equip me with the insight and skills to shape and influence better public policies that positively impact women in the mining sector.
Although, with all these, there is still much to be done because it is very clear that the percentage of inclusion and number of women in the mining sector is still very low. This calls for the urgent need to accelerate more actions on creating and fast-tracking better equitable and inclusive workplaces for them to thrive. However, the direction of change and increased focus on diversity is positive and encouraging, with additional effort it will get better now and in the future.
What are the biggest barriers still facing women in the mining sector today, particularly in Nigeria and Africa?
Today, the mining sector is still largely male-dominated. Even though women are capable, they still face several barriers that hinder their full participation and advancement. With particular reference to Nigeria and Africa, the biggest ones are:
Under-representation in Leadership Roles – Women are under-represented in leadership and decision-making positions within the sector. In Nigeria, the number of women in the mining workforce is very low with few in leadership positions. In my capacity as a mining sector professional, I endured a decade of stagnation in my leadership and decision-making directorate role, unjustly deprived of promotion due to male chauvinism, opacity, and collusion.
Limited Access to Finance and Opportunities – Mining is capital-intensive as a result of which women-led mining businesses often encounter difficulties in accessing finances to invest in mining. They are unable to obtain mining licenses, land rights with little investment opportunities, limited economic benefits and little or no professional growth which reduce their involvement to less profitable and informal aspects of mining.
Inadequate Healthcare and Social Services – Healthcare, infrastructure and services in the mining communities are extremely poor. Unsafe mining practices, such as the failure to use Personal Protective Equipment (PPE), a lack of stringent regulations, hazardous working conditions, and exposure to toxic substances like mercury and lead, significantly increase safety and health risks for women in the sector. These factors contribute to their inability to work effectively and result in a poor quality of life
Cultural and Societal Challenges – Women in the mining sector face social norms, Gender bias, and some cultural and societal expectations that are deep-rooted traditional beliefs about the roles that women are expected to play as natural family caregivers. As a result, they are restricted or prevented from participating in leadership and decision-making roles, reducing their activities and exposure to opportunities in the mining communities and the sector.
Limited Education and Training – Education, training in innovations and acquiring new skills are critical for the sustainable development of the mining sector. However, most women in the sector lack access to relevant education and training programmes for them to excel in mining-related fields. The lack of knowledge and skills limits women’s level of involvement in management and participation in formal mining businesses. Thus, my emphasis on courses like Learning for Nature/UNDP, Women and Mining Governance, for which I am still very grateful to the course organisers and team, for making it possible for me to earn that golden opportunity to offer and learn a lot from the course, in 2020.
Lack of Supportive Laws and Policies – To create an enabling environment for women to participate and benefit from the mining sector, there must be effective governing laws and policies in place that are gender-sensitive to address the specific needs of women, such as availability of childcare facilities and protection from unique occupational health issues. This systemic and glaring omission negatively affects the economic potentials of women.
Addressing these barriers necessitates an urgent review of laws and policy reforms aimed at promoting Gender equality to empower women and enhance their participation in leadership and decision-making, fostering a more inclusive and sustainable mining industry.
How do you see the role of mentorship in supporting women in the mining sector?
I see mentorship as playing a pivotal role in supporting the personal and professional development of women in the mining sector, fostering an inclusive environment and dismantling traditional barriers. It involves experienced individuals guiding and advising less experienced counterparts, aiding in informed career decisions and goal setting. Reverse mentorship, where junior employees mentor senior ones, also contributes to mutual growth and understanding.
Reflecting on my journey, the absence of a mentor during my early career presented challenges, leaving me without a role model to emulate. Recognizing my aptitude for interacting with and counselling younger individuals, I resolved to mentor aspiring Geologists and Mining Engineers. In the early 2000s, with permission from my children’s primary school Proprietress/Director, I organized a science and gem exhibition to mentor young pupils. This initiative marked the beginning of my commitment to nurturing talent in Geology and Mining. After this, I mentored on entrepreneurial development for mining businesses at FATE Foundation, volunteered in children’s entrepreneurship and financial literacy with Junior Achievement Nigeria, and guided undergraduate students especially females during industrial attachments. I am still into mentorship.
Over the years, these endeavours have borne fruits, with many male and female graduates in Geology, Geophysics, Geography, and Mining Engineering now contributing globally. This success underscores the importance of mentorship in empowering youths especially women and girls, particularly in male-dominated industries like mining. Mentorship not only provides guidance but also fosters an environment where diverse perspectives can thrive, leading to a more inclusive and dynamic industry. The key roles are:
Guidance and Building Confidence – Mentors guide, empower and support women in the mining sector for them to properly navigate and thrive. The mentors provide a quality career guide to mentees through exposure to soft, leadership and technical skills. This enhances and boosts their confidence in how to overcome challenges in readiness for more responsibilities and leadership roles in the sector.
Improving Professional and Skills Development – In mentorship programmes, the exposure of mentees to practical examples from life experiences of their mentors and their already tailored-training help them to have better professional developments, more promotions and career advancements. Skills development also empower and assist them to acquire needed skills for better performances.
Increased Career Retention – Mentorship support and advice contribute to more female talent retention at work for women in the mining sector. There is higher job satisfaction and enhanced fulfilment. Mentees gain more knowledge that help them in achieving their career goals and growth. They are able to make better decisions as they proceed on their personal and professional journeys and overcome barriers to promotion and advancement.
Overcoming Gender Bias – Mentoring contributes to breaking down Gender bias (conscious and unconscious), stereotypes, harassment and discrimination for women in the mining sector. They learn to navigate and break down all these barriers through learning from peers, experienced industry professionals, sharing and exchanging knowledge. Currently, I am an ambassador of the Delve Exchange, an online knowledge exchange network by artisanal and small-scale miners and quarry workers. These promote Gender equality, help to identify and stop some workplace problems.
Promotion of Work-Life Balance – Experienced industrial professionals are able to advise and assisttheir less experienced mentees onhow to manage personal life and professional responsibilities, and still have healthy work-life balance with career advancement. In mining sites that are in remote areas, managing a family especially a young one, could be a problem such that only an experienced female can give useful practical tips.
Networking and Access to Better Opportunities – Some mentors often provide access for the introduction of their mentees to important connections within the industry and to key industry players. This helps expand professional networks and fosters interaction for wider perspectives and collaborations, which can open new doors and reveal better opportunities for career advancement.
My final word is that mentorship is very important to women in the mining sector because it provides support and guidance for navigating and addressing the problems they face. It exposes them to new opportunities and professional development for involving more females, their promotion, advancement and retention in leadership and decision-making positions, for a more inclusive and equitable mining sector today and for a brighter future for the next generation.
As a research consultant on ASM, what are the key challenges artisanal miners face today, and how can these be addressed?
As a professional and in my research works with international organisations like The World Bank and advocacy with global, regional and local women in mining associations and organisations, I have been exposed to knowing more about the many challenges artisanal miners face.
Artisanal and Small-scale Mining (ASM) encompasses a spectrum of activities, from informal artisanal miners to more structured and regulated small-scale operations. Globally, ASM serves as a vital source of minerals and metals, especially critical minerals, and plays a significant role in the livelihoods of individuals in mineral-rich communities. However, the sector remains largely informal and poverty-driven, relying on labour-intensive methods, which contribute to several pressing challenges. Key issues include:
Informal Mining Operations and Lack of Regulations – Governments of some resource rich countries encountered difficulties of putting in place, adequate regulations and policies for running of ASM practices. Many of such activities are informal without the required licenses and permits, which affects their performances and access to finance, formal global markets and all forms of necessary support. Artisanal miners because of the nature of their operations are often in a hurry to mine minerals, quickly sell them off before moving to other sites, thus they lack fair pricing and selling and, are vulnerable to exploitation and legal repercussions which reduce their potential benefits and gains.
These Can Be Addressed by – Formalising ASM involves simplifying licensing, enhancing regulatory frameworks, enforcing laws, penalizing illegal activities and transitioning miners from informal to formal operations.
Environmental Problems – Informal artisanal miners’ activities contribute to environmental contamination, pollution, soil erosion, deforestation, degradation and loss of biodiversity. The local methods employed by them which include the use of hammers to break rocks and minerals, carrying proceeds with wheelbarrows, digging, shovelling and panning without necessary control while relying on physical labour intensive methods and not using any form of technology lead to mine collapse and accidents.
These Can Be Addressed by – Mining responsibly using simple eco-friendly methods and technologies, safe chemical use, reduced environmental impact, sustainable practices, water conservation, waste management, and land rehabilitation will give a cleaner environment.
Transparency and Corruption – In ASM, the level of corruption, rate of crime and violence are high as a result of the informal nature of some of the mining activities, transparency is lacking as well. The inflow of migrant workers can lead to tensions, social compromise and conflicts in mining communities. A lot of money is lost to illicit mining and smuggling of minerals which wipes off benefits and gains meant for miners, their communities and countries.
These Can Be Addressed by – Promoting responsible mining and clean business practices along the mineral value chain, ensures traceability, transparency, and accountability, curbing illegal trades and human rights abuses.
Human Rights Abuses – Women and children in ASM are vulnerable. Women face pervasive human rights violations and abuses like Gender Based violence (GBV), discrimination. Mining sites are sometimes far, these expose women to sexual assaults and rapes. Child labour and abuse is a global problem in ASM, they are often deprived of education with limited future prospects, the children get engaged because of poverty and for their cheap labour. The women and children working in mines are underpaid, they support their poor families with the little pay they earn and, are more exposed to risks and dangerous toxic substances, with physical injuries and physiological distress.
These Can Be Addressed by – Developing frameworks to recognise women’s mining contributions, their active participation, promote equality, empower economically, close pay gaps, and eliminate child labour, early marriages, and forced labour in the sector.
Diversity, Equity and Inclusion (DEI) – This is essential for a good and safe workplace. A diverse mining workforce with various skills performs better. Women are often left out of the ASM governance structure, those working in artisanal mining can hardly own lands and they face unequal access to mineral resources thus licensed women miners are very few. There is the notion that mining is very tedious and hazardous, it is not seen as professional for women. Meanwhile, women apart from being natural caregivers are hard workers and can multitask, they carry out tasks and burdens at home and they sometimes take up other jobs like farming together with mining.
These Can Be Addressed by – Using government policies and strategies to promote women’s mining businesses, include local processing, financial access, value addition, and global market linkages, aiming for inclusive mineral resource processing and development.
Community Engagement and Contribution – ASM hardly gives back to society or contributes to the betterment of mining communities. There are always visible negative effects of their operations on the socio-economic development and general well-being of the people in the mining communities where they operate. Long after mining may have ended, poverty and the environmental problems linger on in the communities. The issues of drugs and prostitution are rampant in ASM communities, conflicts between miners and local communities are also common occurrences with community insecurities and violence.
These Can Be Addressed by – Organizing Community Driven Development (CDD) involves engaging communities in decision-making, ensuring their voices are heard, and offering alternative livelihoods to artisanal miners for sustainable futures after mining ends.
Data and Research Deficiencies – Lack of comprehensive data on ASM operations hampers effective policy-making and the design of targeted interventions. Without accurate information, it’s challenging to address the sector’s needs and monitor progress. Non-partnerships with academics and research institutes for research (involving data collection, surveys and feedback), lead to data deficiencies and lack of current information for modern ASM development.
These Can Be Addressed by – Investing in accurate ASM data collection and processing aids formalisation. Researching simple innovations and mining techniques can replace traditional methods, enhancing efficiency and sustainability in ASM.
Finally, all stakeholders must collaborate to support and help in finding lasting solutions to all the key challenges of ASM and for proper formalisation of its practices for responsible and sustainable ASM.
