International Day of Women in Mining is more than just a date on the calendar. It is an ongoing campaign that celebrates advancements in our industry while shining a light on the continuous opportunities to make the sector more equitable, responsible, and inclusive.

At EQ, we strive to be catalysts for meaningful, practical change in our workplace. We know that progress isn’t built overnight; rather, lasting change is often driven by small, consistent actions applied with intention.

To mark this year’s campaign, we asked a few of our team members to share their thoughts on the areas where both leaders and peers can make a lasting impact. While each perspective was unique, several common themes emerged:

  • Mentorship and representation are vital motivators for emerging talent.
  • Visibility helps normalize women in the industry and paves the way for future leadership.
  • Inclusion is often built through small, practical changes.

Hear directly from our team below on how we can collectively drive the industry forward.

Thoughts From Our Team

Katie Mountain

Katie Mountain

Geotechnical Engineering Co-op

As someone entering the industry, Katie spoke on the importance of representation and mentorship for emerging talent. She spoke about the value of having mentors who understand the nuances of navigating the industry as a woman.

“There are no female faculty members [in my program], I think because there are fewer women from older generations in the industry. So, there are no role models within the program, or anyone to lead these kinds of discussions.”

“I’ve always really appreciated having female role models, especially in an industry like this where I don’t know much going in. I’ve had some wonderful male role models who’ve taught me a lot, but there’s always a noticeable gap between their experience and my own.”

Madison Haydn-Myer

Madison Haydn-Myer

Junior Rock Mechanics Consultant

Madison shared how feeling supported in her work has shaped her early career experience.

“Seeing the strong female leadership at EQ was a lot of why I picked the job. In my last internship, I had my first woman boss… and I found her inspiring. We really got along, and I respected the work she did as a senior. So when I was looking for jobs, I was looking for a place that I’d actually enjoy my time, rather than an “oh you know… it pays the bills” kind of job. Because we spend so much time together, especially when we’re actually in the field doing our 12-hour days—you want to actually like the people you work with.”

Looking back on her first year at EQ, she noted that many of the positive experiences she’s had have come from support across the entire team.

“I feel very supported here — by the women and by the men as well.”

She also emphasized that key interpersonal skills, like strong communication and emotional intelligence – which are often perceived as more traditionally feminine traits – should be valued across the industry.

“It’s important to have good communication in any group that you’re working in, whether you’re a man or a woman. But especially in mining because it can be high-risk.”

Ashley Chang

Ashley Chang

Junior Rock Mechanics Consultant

Ashley highlighted the significant impact workplace culture can have on retention and belonging, especially for women entering the field. She noted that career barriers are rarely just large systemic issues, but rather are small moments, assumptions, or behaviours that influence how welcome someone feels.

“Just one bad character is enough. … That’s really all it takes for someone to say that this is not for me… that mining is for guys, and that’s it.”

She also drew attention to the evolving dynamics women may experience as they progress from junior roles into leadership positions.

“It’s nice when people help you, but they know you’re junior. There comes a time where you need to call the shots… and that’s a different tone.”

Female mentorship can be hugely impactful to help women navigate these changes in how they’re perceived, or how they need to be perceived, as their roles evolve throughout their careers.

Kierstin Venne

Kierstin Venne

Rock Mechanics Consultant

Kierstin spoke about workplace culture, emphasizing the importance of creating a safe, supportive environment, and prioritizing basic on-site accessibility.

“Here in the office, we have a really great balance and great culture. But at some sites, you get there and realize: Oh, I’m the only woman [here]… But my experience so far, I feel pretty lucky… the culture has changed a lot over the years.”

Her ideas for change focused on improving conditions for all workers, not just women.

“I think it’s good to normalize asking people for help… Anyone can ask for help, and everyone should be happy to provide it.”

She also highlighted how inclusion can be fostered by normalizing practical, everyday measures that help people feel comfortable, supported, and able to perform their jobs safely.

“Having accessible toilet facilities is really critical. And that could extend to more accessibility for not just women, but anybody else who needs accommodations. It would make it a lot easier for people to work in the industry.”

It really is amazing that with all the advances in our industry, this is still a common complaint of women. In many cases, women intentionally avoid drinking fluids because of the lack of access to toilet facilities in their work environment. We must do better.

Rita Tsai

Rita Tsai

Senior Geotechnical Engineer; Lead, Canada Operations

As a seasoned leader with extensive experience across the mining industry, Rita shared insights into how challenges evolve throughout different stages. From navigating leadership roles to balancing family life with field work, she emphasized the power of visibility, mentorship, and creating space for honest conversations.

For Rita, driving progress often starts with small, deliberate conversations.

“There’s more conversations that need to be had… because it’s not hard, right? It’s really about carving away the time to talk about it so we can come up with easy, painless solutions.”

Guidance and confidence-building were central to her reflection, particularly for women stepping into leadership positions in traditionally male-dominated environments.

“You don’t have to shout. You don’t have to be loud. I’ll say ‘no’ a hundred times quietly.”

However, developing that sense of assurance takes time and intentional practice.

“People need to know it’s okay to feel nervous. Hearing other women share their experiences helps you believe that one day, you’ll get there too.”

Elsa Tasse

Elsa Tasse

Senior Geotechnical Engineer; Lead, Australia Operations

Elsa contrasted the balance between the office environment and the broader sector, noting that long-term retention relies on addressing field realities while showcasing established leaders.

She noted that while industry demographics are improving, attending industry events serves as a reminder that gender balance remains a work in progress.

“When you go to large meetings with a lot of experienced people, there are usually only one or two women in the room. I recently just went to a networking event with about 65 people, and there were probably only about 10 women there. It’s an important reminder that while the industry is getting better, there’s still a lot of work to do.”

Beyond networking, long-term retention remains a major hurdle for the sector when demanding field schedules conflict with personal life and family milestones.

“A lot of young women start their careers working at site on rotations—going away for two weeks and coming back home for two weeks. But at some point, many leave because that lifestyle because too hard to balance with a family. There needs to be more effort towards helping women stay involved and supported in the industry, creating paths that don’t just rely on intense rotation schedules.”

Ultimately, she concluded that the strongest motivator to stay the course is working alongside women who have successfully balanced career and life.

“What I love about Equilibrium is seeing leaders like Karyn, Karen, and Rita. They have successful careers, and they also have families and supportive partners. It’s really motivating to be in that environment. You can see them and think, ‘They did it, so why can’t I?’ Having visible examples of people that you can both look up to and relate to has a big impact.”

Looking Ahead

The conversations shared by our team highlighted that meaningful change is often built through everyday actions: creating supportive environments, encouraging mentorship, and continuing to challenge assumptions about who belongs in the mining industry.

As the industry continues to evolve, these conversations remain critical to building workplaces where everyone feels supported to contribute, grow, and lead.

By continuing to learn from one another’s experiences and creating space for open dialogue, we can help build a stronger and more inclusive future for mining.