Power Skills, Culture Enhance Women’s Role in Mining: WIM México

Q: What are the main goals you will pursue during your tenure as President?

A: My priority is to increase the number of women working in mining who join our organization. From this growth, we are developing professionalization programs focused on two essential axes. The first is formative training. We want women in Earth Sciences, as well as those in administrative, legal, or financial roles, to have a deep, comprehensive understanding of how the mining industry operates. The second axis focuses on what we call "power skills." These are the leadership, emotional management, and time-management abilities required to excel as executives and leaders within the sector.

We are also committed to supporting female entrepreneurs. Many women provide goods and services to the industry, and we want to offer them high-level training so they can participate in tenders and branding with total confidence and transparency. It is not just about being part of the supply chain; it is about being the most competitive and secure option for the industry.

Finally, we are focusing on youth outreach. We are working directly with university students in Earth Science careers to show them that there is a future for them in this industry. By providing them with tools while they are still students, we ensure that when they begin their professional practices or start their formal careers at mine sites, they do not have to face the same barriers that those of us in previous generations encountered.

Q: WIM México released the first National Sectoral Diagnostic for 2025. What is the most surprising data point regarding gender equity that the Diagnostic has revealed, and how will WIM México use this data to drive corporate policy changes? 

A: We presented a diagnostic study at the XXXVI International Mining Convention in Acapulco and later shared the results with our members and district presidents at WIM México. This diagnostic is not merely a collection of data; it serves as a roadmap for short-term action. Currently, more than 77,000 women are working in the mining sector. While the percentage of women in the industry has increased significantly over the last five years, demonstrating the value we bring to the field, a concerning trend remains: many women enter the sector but find no path for growth or development.

Experts have concluded that this stagnation stems from two sources: the industry must continue to evolve its culture regarding the value of women, and we, as women, must develop the key tools to position ourselves with greater strength. In this era of automation and artificial intelligence (AI), leadership must be rooted in power skills. These human-centric abilities ensure that technology does not substitute our roles but instead helps our companies become more productive while allowing women to work in a safe, conscious, and fulfilled manner.

My new team and I are dedicated to detonating the potential of our members through intense periods of professionalization. We need to bridge the gap in technical specialization. While there are great female professionals in the sector, we must provide them with the tools to balance the scales between administrative and technical roles. We are working with those who already hold advanced degrees and reaching out to university students to ensure their path is shorter and more direct than the one we had to travel.

Q: Which mechanisms is WIM México implementing to address these challenges?

A: The mining industry has made progress in implementing inclusion policies and protocols to prevent labor violence. However, our mission is to ensure these policies do not remain only on paper. When a woman feels that her labor and human rights are respected, her commitment to the company is more evident, which directly benefits production. We approach this collaboration with companies cordially, reminding them that while mining is a business, the human element is their most valuable asset.

Sello WIM (WIM Seal) is our primary mechanism for applying these improvements within companies. This is a voluntary program where companies conduct an autodiagnosis to identify their deficiencies and opportunities for improvement regarding their female workforce. This process ensures they operate as organizations that respect the human rights of women in mining. We have seen verified cases of transformation through this program. We believe in transforming cultures through coordination and information, rather than through imposition or violence, avoiding the very practices we have sought to change for many years.

Q: What are the main programs WIM México is running to promote interest in STEM careers among young women, and which Mexican states are prioritized for these educational efforts?

A: The fundamental reason we do not see stronger presence of women in STEM careers is rooted in culture. From a very young age, we do not open the eyes of girls to this world. Historically, our grandmothers were often restricted from professional studies and steered toward caregiving roles. While this has evolved, we have yet to fully showcase the vast array of possibilities available to the youth. To address this, we have established two primary strategies.

The first focuses on university students. In every district where WIM México has a presence, such as Sonora, Durango, Guanajuato, and Mexico City, we have built strong alliances with institutions like UNAM and IPN, among other universities. Through these partnerships, we are implementing workshops that go beyond academic formation. We are preparing young women for professional life by teaching them how to build a curriculum, how to handle job interviews, and how to overcome the internal fears that often hinder our progress.

The second strategy targets children within the communities where mining operates. What is not seen is not known; if a girl does not see a door, she does not know it can be an entry or an exit. My goal is to open their eyes to science and STEM careers at an early stage. Our members, working within the sustainability departments of mining companies, lead workshops for local girls. We also invite university students to these communities to share their experiences. When a young girl hears from a student only a few years older than her about the challenges and satisfactions of engineering, the motivation becomes tangible and relatable.
Q: Is there any precedent for these kinds of projects that have proven success in Mexico?

A: I have seen the impact of this firsthand through the company where I work and our foundation in Cerro de San Pedro. We began workshops with elementary and junior high school students focused on environmental care and adolescent concerns. Initially, many young girls aspired to marry at 15 and start a family. This was consistent with what they had seen for generations.

After a few years of exposure to new perspectives, their vision changed. Our objective is not to discourage them from marriage or motherhood, but to ensure they have a vast range of possibilities so they can make their own decisions and achieve full personal development. We are providing the tools for them to choose their own path to happiness and fulfillment.

Q: What are the main cultural barriers you and other women in the sector have encountered that leave you in an unequal position compared to your male counterparts?

A: Balancing professional and personal life remains an incredibly complex challenge for women in mining. During WIM México’s working sessions, we have engaged in intense debates fueled by the lived experiences of our members. The critical point is that mining often requires us to be away from home for extended shifts at camps. While we are physically distant, we never truly disconnect from our responsibilities at home regarding our families and children.

The competing demands of industry and family are generating high levels of stress, which frequently lead to burnout or the decision to abandon the mining sector altogether. We will never abandon our families, so it is the industry that loses out. This is a profound loss of talent for both the women involved and the industry as a whole. We must work to reconcile these two extremes. We need to explore remote work opportunities, which are already feasible for many administrative and even some technical roles, such as geology.

There is also a significant barrier regarding professional development. Often, after prioritizing labor and family responsibilities, we sacrifice our own training. If a woman foresees a heavy project load for the year, she will likely postpone the diploma or specialization she wanted to pursue. The conclusion is clear: as long as women continue to carry the disproportionate weight of caregiving roles, our ability to train and scale the corporate ladder will be limited compared to our male counterparts. We must transform these structures to ensure that professional growth does not come at the cost of personal well-being.

Q: What benefits does the mining sector currently lose by not having adequate female representation throughout its value chain?

A: The participation of women in mining is not a whim or even a matter of social justice. Today, it is a strategic business decision. Women provide a specific set of qualities that help businesses grow. We possess highly developed skills in team management and community relations. We have the ability to analyze conflicts and find harmonious solutions for all parties by putting ourselves in others' shoes to understand and address their needs. On the technical and operational side, we are exceptionally careful and responsible with the equipment and tools entrusted to us. Data already exists proving that women operating heavy equipment, such as haul trucks, have significantly lower absenteeism rates. Furthermore, the performance of these vehicles improves because we take care of them; there is less tire wear, and we do not subject the machinery to excessive strain. Beyond operations, we bring creativity and foresight to areas like finance, where we negotiate effectively and find new ways to optimize costs.

While we are often labeled as multitasking, I personally discourage it; I believe that to perform a task at the highest level, one must give it full concentration. Instead, I see the value of women as the perfect complement to our male colleagues. It is time to move away from the rigid roles that have caused problems for everyone. The true value of women in mining lies in working together. When we combine our unique skills, the overall performance of the company reaches an exceptional, high-level standard.


Women in Mining (WIM) is a non-governmental organization that seeks to boost initiatives that promote equal opportunities and labor conditions for women in the mining sector. It has an inclusive vision focused on spreading good practices and the image of mining as a strategic sector for economic development.