Part 2: Femina Collective – Reimagining Mining’s Future Starts with Who’s Leading It

“At what pace can disruption and change be absorbed by participants?” Last week, I shared this quote to kick off a 6-part series on the future of mining through the lens of Femina—a brand, a movement, and a community reshaping the mining industry for the better.

This week, I want to talk about where it all began: The Femina Collective .

When I launched Femina Collective, I was responding to something most women in mining already knew: we’re often the only one in the room, and we’re often not given what we need to thrive. That’s a problem—not just for women, but for the entire industry. Because the data is clear: more diverse leadership leads to better decisions, stronger safety cultures, higher returns, and more resilient teams.

And yet, despite the growing number of incredibly talented women across the sector—from engineering and operations to ESG, legal, and capital markets—we’re still seeing drop-off. We're still seeing burnout. And we’re still seeing too many women leaving before they’ve had the chance to lead.

So we built something different.

Femina Collective is not a network for networking’s sake—it’s a curated membership for women who want to build careers that are impactful, sustainable, and connected.

Through our three pathways, we support women exactly where they are in their journey:

• The Experience is a high-touch, curated program that includes executive coaching, in person retreat opportunities, and personalized support for women navigating executive roles while looking to their next leadership opportunities.
• The Executive provides connection and thought leadership for senior women in mining who are looking to expand their influence, build community with like-minded women, and connect as their whole selves.
• The Catalyst is designed for those trailblazing women running their own businesses and supporting the industry through service provision and consulting.

Each pathway is built with one clear belief in mind: Women are not a pipeline to be fixed—they are the talent the industry needs right now.

This is disruption—but it’s also a strategy.

By investing in women already in the industry, we’re creating a stronger foundation for growth. Companies don’t have to wait for DEI goals to materialize or leadership gaps to appear—they can tap into a ready community of ambitious, skilled, and values-driven professionals right now.

And for the women who join Femina Collective, it’s not just about career advancement—it’s about being part of something bigger. A movement that is reimagining what mining leadership looks like and creating space for everyone to lead authentically.

Next week, I’ll be sharing more about Femina Invest and why educating and empowering women about investing and mining could be one of the most powerful shifts in the sector’s capital strategy.

Until then, I’d love to hear from you: What’s one thing you wish the mining industry understood better about the leadership women bring to the table?

Drop your thoughts below or reach out—I’m always happy to connect.