Women in Mining Award Finalists 2026
Penny Woodward, Malabar Resources
As a bassoon player in touring orchestras, Penny’s first career was a world away from mining. However, following her studies, she landed a role at Hunter Valley Operations Coal Handling and Preparation Plant (CHPP) and found that she was able to transfer many of her learnings from being an orchestral music performer to the mining sector.
The resilience, perseverance and dedication she had learned as a top level musician stayed with her as she applied herself to her mining career, eventually taking on the role of Process Engineer onsite at Bengalla Mining Company.
Over the following nine years, Penny completed a Graduate Certificate in Management and rose from Process Engineer, to Process Specialist and eventually to Process Superintendent.
In 2022, Penny joined Malabar Resources as CHPP Superintendent, drawn by the opportunity to help build a new operation from the ground up. Penny played a pivotal role in the start-up of the Malabar CHPP, restarting an operation that had been left idle for seven years. Penny was later appointed Surface Infrastructure Manager, where she leads a multidisciplinary team of approximately 25 people responsible for critical surface infrastructure that underpins the mine’s long-term success.
Penny has also played an active role in the workplace and as Chairperson of the NSW branch of the Australian Coal Preparation Society to advocate for changes designed to make mining more attractive as a career path for women
Morgana Gidley-Baird, Whitehaven Coal
Morgana’s diverse career has spanned different commodities and industries across Australia with a focus on managing teams through periods of disruption, navigating complexity and creating clarity in challenging environments.
Morgana began her career with an environmental consultancy before joining Mt Arthur Coal in 2008 as an Environment and Community Coordinator. In 2010, Morgana joined BHP’s Newman Joint Venture in WA. This was her first leadership role as Environmental Superintendent, leading teams across multiple remote mine sites. She later joined Chevron’s Gorgon LNG Project on Barrow Island, leading environmental compliance for one of Australia’s largest and most complex resource developments, overseeing environmental management on a site with a workforce of more than 6,000 people. In 2015, Morgana joined AGL Energy, progressing into a group leadership role responsible for environmental strategy across coal, gas and renewable assets in five states. In this role Morgana led climate transition planning, major regulatory reforms, acquisitions and a proposed corporate demerger.
In 2024, Morgana joined Whitehaven as General Manager Environment, establishing a new group environment function and leading the integration of Queensland assets into the company’s governance frameworks. Throughout her career, she has been a strong advocate for building capable teams, strengthening environmental governance and supporting inclusive workplaces. Morgana is actively involved in industry initiatives through Women in Mining NSW, mentoring emerging professionals and contributing to programs that encourage greater diversity and leadership across the resources sector.
Aleisha Saxby, Glencore, Ulan Surface Operations
A strong aptitude for mathematics and science sparked Aleisha Saxby’s passion for engineering early and set her on a rapid career path in mining. Within a year of completing Glencore’s graduate program, she advanced to Process and Logistics Engineer at Ulan Surface Operations. Her adaptability was tested when she stepped into an acting Superintendent role for 12 months while maintaining her engineering responsibilities. In 2024, Aleisha made history as Ulan Surface Operations’ first female Production Superintendent, breaking new ground in a traditionally male-dominated workforce.
Aleisha has led major operational and capital projects that delivered significant production and financial outcomes, including leading a reject reprocessing project, generating significant additional revenue.
Aleisha is a passionate advocate for STEM education and industry engagement. She has mentored graduates, supported university and school outreach programs, and represented mining at community and industry events to inspire future engineers, particularly young women, to pursue technical careers.
Stephanie Penales, Evolution Mining
A passion for sustainability, equity and community impact led Stephanie Penales to an unexpected but deeply meaningful career in mining. After studying international relations and environment, Stephanie entered the mining sector as Evolution’s first-ever Sustainability Graduate.
Fresh out of Evolution’s Graduate Program, Stephanie was entrusted to project manage Evolution’s Sustainability Report and Modern Slavery Statement. Stephanie also played a central role in coordinating Evolution’s inaugural First Nations Summit, bringing together Australian and Canadian partners. The experience shaped her leadership philosophy and led to her guiding Evolution’s first Reconciliation Working Group and implementation of the company’s 2025–2027 Reconciliation Plan.
Stephanie has become a strong advocate for cultural inclusion and social impact, sharing industry learnings at major conferences and championing initiatives that strengthen relationships between mining operations and communities.
Maria Strang, Boggabri Coal Operations
Maria Strang led the implementation of a Training and Workforce Management System At Boggabri Coal, pioneering the introduction of immersive digital learning, including 360-degree virtual site tours integrated into eLearning modules. This modernised approach transformed a heavily paper-based induction process into an engaging digital experience, improving safety, efficiency and accessibility across the workforce.
The initiative reduced site induction time from up to ten hours to just 2.5 hours, delivered annual cost savings of approximately $300,000 and enabled more than 28,000 digital assessments since rollout. Maria’s leadership combines technical innovation with strong stakeholder engagement, demonstrating how existing technologies can be applied in new ways to deliver meaningful operational outcomes.
Harriet Davies, Whitehaven Coal
As an Environmental Advisor at Narrabri Coal Operations, Harriet Davies has led the implementation and ongoing development of a purpose-built Environment and Rehabilitation Data Hub. This hub is a major digital innovation replacing fragmented, paper-based environmental management systems.
The Data Hub integrates permitting, disturbance tracking, rehabilitation, biodiversity constraints and cultural heritage data into a unified spatial system accessible in both office and field environments.
Real-time digital workflows, live mapping and streamlined approvals have strengthened compliance, improved operational efficiency and enhanced regulatory confidence. Recognised by regulators and industry partners as leading practice, the system has transformed environmental governance onsite and established a scalable model for digital compliance management across the resources sector.
Taleigha Everingham-Potts, Evolution Mining Northparkes
Taleigha Everingham-Potts is an experienced Auto Electrician with more than six years in the mining sector. Following an apprenticeship at Cadia, Taleigha progressed into breakdown roles supporting underground mining operations, diagnosing and repairing heavy machinery including CAT loaders, Sandvik and Epiroc equipment, while coordinating closely with supervisors and leading hands to prioritise critical work.
In 2025, Taleigha joined Evolution Mining’s Northparkes Operations as a Light Vehicle Workshop Auto Electrician, where she is responsible for diagnosing and repairing light vehicles and auxiliary equipment while supporting shift leadership when required. She is also continuing her professional development through further trade proficiency training and internal development opportunities.
Taleigha has worked to mentor female apprentices to persevere in the mining industry, and has also contributed to industry-wide advocacy for women in trades. Taleigha has also worked as a peer to peer support person at Cadia.
Sarah North, Yancoal Australia
Sarah North began her career in mining as the first female apprentice at Moolarben. Sarah’s skills and work ethic soon opened the door to a role with original equipment manufacturer Liebherr, where she worked on Tier 1 mining assets and undertook specialist training at the company’s Adelaide facility.
Sarah returned to Moolarben to take on the role of Maintenance Spotter. inspecting equipment across the open-cut operation, developing maintenance work packs and coordinating parts and repairs to maximise machine reliability and performance. Sarah’s role required both technical knowledge and strategic planning to support asset availability and operational continuity.
Throughout her career, Sarah has demonstrated resilience and determination while navigating a traditionally male-dominated trade. As the first female apprentice at Moolarben, and currently the only female tradeswoman in the Moolarben maintenance department, Sarah takes pride in supporting and encouraging future tradeswomen. Sarah regularly participates in apprentice recruitment events, “Try a Trade” initiatives for high school students and women in mining seminars, helping to show the next generation that a career in the resources sector is both achievable and rewarding.
Megan Martin, Whitehaven Coal
Megan is currently leading the environment team at Whitehaven’s newest operation, the Vickery Mine.
Since 2021, Megan has advocated for women in mining through participation in the then fledgling WIMnet NSW North West Branch. As Co-chair and then Chair of the AusIMM WIMnet NSW North West branch, Megan has been focussed on building a strong regional network that empowers women through practical development, mentoring and meaningful industry connection.
Since 2021, the WIMnet North West committee has grown from a small regional presence into a recognised hub for women in mining around Gunnedah. Key strategies include actively seeking participation from women in the sectors that services the industry, including consultancies and local small businesses. Under Megan’s leadership the branch has focused on increasing sponsorship, taking a similar diversified approach and encouraging sponsorship not only from mining companies but those that services the industry.
Matthew Ireland, Endura
Matthew Ireland’s leadership in mining has been shaped by both professional experience and deeply personal values. Matthew has been inspired by the strong women in his life, early exposure to talented colleagues being overlooked, and personal experience supporting family members with disabilities. Matthew developed a lasting commitment to removing barriers and ensuring equity of opportunity across the resources sector.
Matthew’s leadership has led to measurable cultural and operational outcomes, including significant improvements in female, Indigenous and LGBTQIA+ representation and embedding of equitable hiring practices. He has championed gender-neutral recruitment, diverse selection panels, leadership pathways for women and workplace facility upgrades that better support women onsite.
Matthew is a visible advocate across the industry. He has mentored emerging professionals, supported Women in Mining networks, delivered Respect@Work training and championed disability and neurodiversity inclusion initiatives.
Early Careers Program, Newmont
Targeting university students and graduates in engineering, geology, IT, metallurgy, mining and environment, Newmont’s Early Careers Program deliberately focuses on increasing participation from women and underrepresented groups. Focussing on participation of these underrepresented groups through the Vacation and Graduate Development programs has been successful in diversifying the talent pipeline at Newmont.
Gender representation outcomes significantly exceed industry benchmarks. Women comprised 45% of vacation students in 2024/25, increasing to 62% in 2025/26, while graduate cohorts achieved 40% female representation overall and 53% at Cadia. Strong conversion outcomes further validate the pipeline model, with 43% of vacation students returning for subsequent programs and 60% progressing into graduate roles.
The program’s focus on accessibility has driven an investment of more than $260,000 to create Newmont’s first fully accessible operational facility. Designed as a permanent capability rather than a one-off accommodation, the facility now supports employees, contractors and visitors and provides a scalable blueprint for inclusive operational environments.
FlexCrew Program, Evolution Mining Northparkes Operations
Launched in April 2025 as a two-year pilot, the Northparkes FlexCrew Program created four fixed-term roles in the Ore Processing Department where working arrangements are co-designed between employees and leaders. This flexible-by-design approach enables part-time and reduced-hours pathways that maintain safety, productivity and team integration while expanding access to operational careers.
The recruitment model focused on local community members previously unable to participate in standard shift work. Interest significantly exceeded expectations, attracting more than 100 applicants. All four roles were filled by women who had either not considered mining viable due to roster constraints or believed returning after family commitments was unachievable.
Nearly 12 months into the pilot, all participants remain employed and highly engaged, delivering strong retention outcomes and contributing positively to workload distribution and team morale. The program has increased female participation in operational roles, strengthened local talent pipelines, and reinforced flexibility as an operational strength rather than a compromise. By redesigning work to reflect modern life commitments, FlexCrew demonstrates how inclusive workforce design can deliver both participation gains and sustained operational performance.
