Women make up almost half the Canadian labour force and more than 50% of post-secondary students. However, in natural resources (NR) industries (energy, mining, forestry), they represent less than 20% of the workforce, face persistent wage gaps, hold traditionally gendered roles (in sales, administrative and support services) instead of technical or managerial positions, and are persistently absent from leadership roles. Retention of women is also a big challenge in these industries: many tend to leave their jobs within the first five years of employment, and/or after one or more maternity leaves. Women are very poorly represented in leadership positions (as senior executives and board members) despite significant evidence that gender diversity in leadership is good for business. Findings from our study of the status of women in NR employment in Canada produced concrete policy recommendations for recruiting, retaining, and promoting women in energy, mining, and forestry. Although these are intended specifically for Canadian organisations, they may also be relevant for other countries where women are underrepresented in NR industries.

中文翻译：

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导航粘性地板和玻璃天花板：加拿大自然资源行业中妇女就业的障碍和机会

在加拿大劳动力中，女性几乎占一半，在专上学生中，女性占50％以上。但是，在自然资源（NR）行业（能源，采矿，林业）中，它们仅占劳动力的不到20％，面临着持续存在的工资差距，在销售，行政和支持服务中传统上具有性别角色，而不是技术或管理人员。职位，并且始终不担任领导职务。在这些行业中，女性的保留也是一个巨大的挑战：许多女性倾向于在就业的头五年内和/或在一个或多个产假后离开工作。尽管有大量证据表明，领导层的性别差异对企业有利，但妇女在领导职位（作为高级管理人员和董事会成员）中的代表很少。我们对加拿大自然资源部门妇女就业状况的研究发现，为在能源，采矿和林业领域招募，挽留和促进妇女提供了具体的政策建议。尽管这些是专门针对加拿大组织的，但它们也可能与女性在自然资源行业任职人数不足的其他国家/地区有关。