A Gendered Analysis of Employment and Skills in the Large-Scale Mining Sector: Brazil

This report provides a gendered analysis of employment and skills within Brazil's large-scale mining (LSM) sector from 2009 to 2019. It examines the 'feminization' of the workforce, identifying that while female employment has increased, significant gaps remain in remuneration, leadership representation, and the division of technical tasks. The study combines quantitative data from the Annual Social Information List (RAIS) with qualitative interviews from three mining companies to assess how diversity, equity, and inclusion (DE&I) strategies are being implemented.

• The Brazilian mining sector experienced a significant increase in formal employment between 2009 and 2019, with female employment growing by 127% and male employment by 110%. By 2019, women represented 14% of the total workforce in the sector, totaling 7,816 employees.
• Women in the Brazilian mining sector are generally younger and more educated than their male counterparts. An average of 56% of women in the sector possessed an advanced level of education, compared to 28% of men.
• Despite higher education levels, a persistent gender wage gap exists across most occupations. Women earned an average of 71% of men's pay in managerial roles and 73% in the production of industrial goods and services (discrete).
• Female employment is heavily concentrated in iron ore production and specific regions. In 2019, 77% of employed women worked in iron ore companies, with the majority of the workforce located in the southeast and northern regions.
• While women are increasingly entering traditionally male-dominated roles such as mid-level technicians and maintenance, they are often still relegated to stereotypically feminine tasks, such as office organization and planning, rather than technical activities.
• Mining companies are implementing DE&I strategies to attract women, including inclusive recruitment language and specialized training. For example, Vale S.A. hired 1,000 women through a professional training program in 2020-2021 focusing on maintenance, railways, and ports.
• Infrastructure adaptation remains a challenge, though some companies are modifying uniforms for women and pregnant employees. However, some sectors, such as the coal producer 'Company C', still lack gender-separated facilities in underground operations.
• Cultural barriers and sexist attitudes continue to hinder the progression of women into leadership and technical roles. Reported issues include the assumption that women only join remote sites to accompany husbands and a perceived incompatibility between physical appearance and professional competence.

APA

-1, & Blundi, M. D. S. (2022). A Gendered Analysis of Employment and Skills in the Large-Scale Mining Sector: Brazil. International Institute for Sustainable Development. https://www.iisd.org/system/files/2023-04/women-mine-of-the-future-brazil.pdf

Chicago

-1, and Maria Domenica Serpa Blundi. A Gendered Analysis of Employment and Skills in the Large-Scale Mining Sector: Brazil. International Institute for Sustainable Development, 2022. https://www.iisd.org/system/files/2023-04/women-mine-of-the-future-brazil.pdf.

Wikipedia

{{cite report |last1=-1 |last2=Blundi |first2=Maria Domenica Serpa |title=A Gendered Analysis of Employment and Skills in the Large-Scale Mining Sector: Brazil |publisher=International Institute for Sustainable Development |date=March 2022 |url=https://www.iisd.org/system/files/2023-04/women-mine-of-the-future-brazil.pdf |access-date=17 August 2026 |via=Climate Insights Directory}}

BibTeX

@techreport{12022gendered, author = {-1 and Blundi, Maria Domenica Serpa}, title = {{A Gendered Analysis of Employment and Skills in the Large-Scale Mining Sector: Brazil}}, institution = {International Institute for Sustainable Development}, year = {2022}, month = mar, url = {https://www.iisd.org/system/files/2023-04/women-mine-of-the-future-brazil.pdf}, urldate = {2026-08-17}, note = {Indexed by Climate Insights Directory} }