By Shadrach Aziz Kamara
Women leaders across Sierra Leone’s mining and extractives sector have called for deliberate action, stronger inclusion policies, and greater visibility for women in mining, stressing that meaningful participation must go beyond representation and become a strategic priority for industry and government alike.
Speaking during a high-level panel discussion on women in mining, representatives from government, civil society, mining companies, and advocacy groups reflected on the structural barriers women continue to face while also highlighting notable progress made within the sector.
One of the key themes that emerged throughout the discussion was the importance of intentional leadership in promoting gender diversity.
Senior industry representatives pointed to institutions such as the World Bank and mining companies including Marampa Mines and Sierra Rutile as examples of organizations taking concrete steps to create opportunities for women.
Panelists noted that these institutions have embedded gender inclusion into recruitment, leadership appointments, training, procurement, and community development initiatives.
At Sierra Rutile, participants highlighted the establishment of a Gender Task Force aimed at attracting and retaining women while ensuring gender equality across operations and contractor engagement. The company was also praised for appointing a woman as mine manager — a role described as one of the most critical regulatory positions within mining operations.
Mining companies were further commended for introducing mentorship programs, graduate trainee schemes, STEM outreach initiatives for girls, and procurement policies prioritizing women-owned businesses.
According to speakers, these measures demonstrate that gender inclusion must be driven from the top and backed by practical implementation.
Despite progress, panelists acknowledged that women still face deep-rooted cultural, institutional, and structural barriers within the mining industry.
Industry experts argued that stereotypes discouraging girls from pursuing careers in science, technology, engineering, and mathematics begin early in schools and continue throughout professional life.
Speakers emphasized that improving women’s participation in mining requires investment in education pipelines, mentorship, and exposure to technical careers from an early age.
There were also calls for mining companies to address workplace realities affecting women in operational roles, including safety concerns, field accommodations, and sanitation facilities in remote mining environments.
Panelists stressed that representation alone is insufficient if women are excluded from operational leadership and decision-making positions.
Participants praised Sierra Leone for making significant strides in gender inclusion within the mining sector, particularly under the current leadership of the Ministry of Mines and Mineral Resources and the National Minerals Agency.
Reference was made to recent reforms, digital accountability systems, and provisions within the Mines and Minerals Development Act that promote non-discrimination, social safeguards, and women’s participation.
One panelist recently appointed to the board of Women in Mining Africa argued that Sierra Leone is increasingly becoming a model for other African mining jurisdictions.
She noted that the country’s challenge is no longer simply implementation, but visibility — ensuring that successful initiatives and reforms are documented and amplified at continental and global levels.
Civil society representatives drew attention to the struggles faced by women in artisanal and small-scale mining communities.
Advocates explained that many women continue to encounter discrimination when applying for mining licenses, often being allocated exhausted or unproductive mining sites. Others remain trapped in informal and low-paying support roles such as ore washing, transportation, and food preparation.
Speakers called for greater financial inclusion, equal licensing opportunities, and support for women across the entire mining value chain, including service provision and entrepreneurship.
There were also appeals for women artisanal miners to be given platforms to directly voice their experiences during future mining conferences and policy dialogues.
Representatives from the National Minerals Agency explained that the regulator has introduced several monitoring mechanisms to track gender inclusion, including compliance audits, environmental and social management plans, and mandatory reporting requirements for mining companies.
However, speakers acknowledged gaps remain in measuring the quality and impact of women’s participation.
Panelists argued that future efforts should focus not only on increasing numbers, but also on ensuring women occupy leadership, technical, and operational roles with real influence.
Mining firms were urged to see gender inclusion not as a regulatory obligation or ESG requirement alone, but as a business imperative linked to competitiveness, sustainability, and long-term social value creation.
In their closing remarks, panelists encouraged young women to prepare themselves academically and professionally for opportunities in the mining sector.
They called on women to enter advocacy spaces, leadership roles, technical professions, and policymaking institutions while pushing for continued collaboration between government, industry, academia, and civil society.
A recurring message throughout the session was that sustainable transformation in mining requires intentional leadership, accountability, and a recognition that women are central to the future of the sector.
