The Women's Leadership Intensive Program Overview Guide

Invite WLI to the table as your professional development partner. The benefits of a more inclusive culture are well-researched, and the business case is clear - when everyone has an equal opportunity to lead, organizations benefit substantially across many metrics.

BUILD YOUR PIPELINE OF HIGH-POTENTIAL WOMEN LEADERS — AND KEEP THEM. Mining and natural resources organizations partner with the Women’s Leadership Intensive (WLI) to develop their high-potential women leaders — and retain them at rates far above industry average.

Why WLI? Many leadership programs are built for head- office environments alone. The WLI Year-Long Intensive is built for operational environments — designed by women leaders with real industry experience, from remote mine sites to corporate headquarters. Build your leadership bench, execute on your representation goals, and keep your top talent — without the time and cost of building in-house programming.

Retention rate of WLI participants across our mining industry partnerships vs. 60% standard cumulative retention based on 10–11% annual turnover for women in mining of participants advanced their careers: promotions, expanded

93%

46%

✓ Retain the high-potential women you can least afford to lose

responsibilities, strategic roles

✓ Build a succession-ready bench for technical, operational and strategic roles

✓ Demonstrate credible action on representation — to your workforce, board, and stakeholders

“The Women’s Leadership Intensive course exceeded all my expectations! The program offered insightful strategies and practical tools for personal and professional growth… I left feeling inspired and equipped to take on new challenges.” — Sandra Doverspike Director of Human Resources (Mining)

✓ Compound results with annual cohorts that build an internal network of women leaders

THE WOMEN'S LEADERSHIP INTENSIVE

www.womensleadershipintensive.ca

The Talent Cliff on the Horizon

Women make up roughly 15% of the global mining workforce — and far fewer hold leadership positions, especially in technical and operational roles. The industry faces a global talent shortage at the same time as it loses women at 10–11% per year, nearly double the turnover rate of male employees. Turnover runs highest among high-potential employees: the women most likely to be recruited are exactly the ones you can least afford to lose. Attraction alone hasn’t solved this problem. The organizations getting ahead of this are the ones investing visibly in developing and advancing the high potential women they already have. Why partner instead of build? Leading mining and resource companies choose WLI over internal L&D programming because it saves them the time and cost of developing in-house expertise in women’s leadership development — and because generic leadership programs, designed for head-office environments, don’t hold up in operational settings. WLI does the ongoing research and program development to keep this work current, relevant, and built for your reality of shift schedules, remote sites, technical career paths, and male-dominated teams.

Organizational Challenges:

Measurably stronger retention of high-potential women A visible, credible commitment to advancing women — to your workforce, your board, and your stakeholders A growing internal network of women leaders who sponsor the ones coming up behind them Succession-ready women leaders for technical, operational, and strategic roles What Your Organization Gains: Generic leadership programs that don’t fit operational and site-based environments No internal capacity to build specialized women’s leadership programming Losing high-potential women to competitors in a tight talent market Representation and inclusion commitments without a credible development strategy behind them

98% of participants were better equipped to promote an inclusive culture within their organization

THE WOMEN'S LEADERSHIP INTENSIVE

www.womensleadershipintensive.ca

AT A GLANCE

Top Benefits for the Organization:

Retention that beats the industry by a wide margin — 93% cumulative retention rate for WLI participants across mining industry partnerships over 5 years (vs. 60% standard cumulative retention based on 10–11% annual turnover for women in mining) A succession-ready leadership bench — leaders build the skills for technical, operational, and strategic roles, closing the gap in an industry where women hold far fewer leadership positions Visible, credible progress on representation — built specifically for operational environments, giving your organization tangible improvements on your Towards Sustainable Mining ratings and real results to provide to your stakeholders. Compounding internal infrastructure, not just alumni — annual cohorts build a peer network across sites and functions; by year three you have women leaders who coach, mentor, and sponsor the ones coming up behind them Career advancement you can point to — partners who built the WLI program into their long-term strategy saw 46% of participants advanced their careers through promotions, expanded responsibilities, or moves into strategic roles, including GM-level roles.

Top Benefits for the Participants:

Confidence and credibility in male-dominated teams — participants build the presence to lead technical and operational teams where they're often one of few women in the room A stronger, more inclusive leadership toolkit — 98% of participants report being better equipped to promote an inclusive culture within their organization Real leadership skill development — a full year of leadership skills - leading change, difficult conversations, coaching, EQ, emotional intelligence, systems thinking, managing competing priorities and more - all backed by the EQI Leadership Assessment and Working Genius Assessment 1:1 coaching and a lasting peer network — professional coaching throughout the year, plus ongoing alumni access to the WLI community after the program ends A leadership project with real impact — participants apply what they're learning directly to their workplace, supported by peers and faculty, so the organization sees ROI during the program, not just after it

THE WOMEN'S LEADERSHIP INTENSIVE

www.womensleadershipintensive.ca

Our mining and natural resources partners don’t send one participant — they sponsor a group of high-potential women from across their operations every year, as part of an overall development program tied to their talent strategy. That model compounds. Each year’s cohort returns to your operations with shared language, mutual accountability, and a peer network that cuts across sites and functions. By year three, you don’t just have alumni — you have internal infrastructure: women leaders who support, coach, mentor, and sponsor the women coming up behind them. One of our mining partners is now in its fifth consecutive year, with outstanding retention rates and career advancement — promotions, expanded responsibilities, or transitions into strategic roles including GM roles. One Seat Changes a Career. An On-going Commitment Changes Your Organization.

How it works:

Develop Your sponsored leaders complete the year-long WLI journey: 3 retreats, 1:1 coaching, monthly learning, and a leadership project that delivers impact back inside your organization.

Identify You select your high- potential women — we can support nomination

Compound Alumni stay active in the WLI community — and

each new cohort strengthens your internal network of women leaders.

criteria drawn from years of partnership experience.

SARAH, P.ENG, MINING ENGINEER Sarah is one of the roughly 15% of women in the global mining workforce. Her employer recognized both her potential and her risk of isolation as a minority in a predominantly male peer group — and sponsored her through WLI. Sarah built confidence and credibility leading a team of men, deepened her commitment to the organization, and now coaches and sponsors other women coming up. Her company gained a stronger leader, a stickier employee, and a visible proof point for its succession planning for women.

THE WOMEN'S LEADERSHIP INTENSIVE www.womensleadershipintensive.ca

The year-long Women’s Leadership Intensive is an immersive development journey — with a talented team of faculty and coaches with personal leadership experience and an understanding of your industry. The Program Components

Core leadership capabilities developed:

Personal and Systems Development:

Leadership Skills Development: ✓ Leading change ✓ Managing conflict & difficult conversations ✓ Leading teams effectively ✓ Developing influence and presence ✓ Leading with values ✓ Promotion of inclusive culture ✓ Coaching and developing people

✓ Emotional intelligence (EQ) ✓ Confidence and presence ✓ Integrity and decision making ✓ Systems thinking and complexity awareness Full-year leadership development program includes: • Three powerful retreats in Muskoka, ON (Wednesday-Friday) • Leadership Project (chosen by the participant to have impact in their workplace, supported by peers and faculty). • EQI Leadership Assessment with targeted

2027 RETREAT DATES: MARCH 3-5 JUNE 9-11 • OCTOBER 20-22

coaching + development planning. • Professional one-on-one coaching throughout the year.

“If you feel like you’re stuck spinning your wheels in your career or struggling to move forward in some way, this program is for you. BY FAR the most impactful leadership training I’ve had… Learn how to use your voice!”

• Monthly online learning sessions, with access to our faculty of women’s leadership experts. • WLI community support. • Working Genius Assessment and debrief. • Materials, tools, resources, templates. • Action planning to support the achievement of professional objectives and career paths. • A powerful network of women leaders to rely

on during and after the program • Ongoing alumni access to the WLI community and events

— April Belecque Mine Rescue Officer

Please reach out for pricing

THE WOMEN'S LEADERSHIP INTENSIVE www.womensleadershipintensive.ca

Belinda Clemmensen, Program Founder & Lead Facilitator of The Women's Leadership Intensive Partner, The Leadership Intensive B.SC., M.ED., MCC

Belinda Clemmensen supports organizations to develop more inclusive values-based and human- centric leadership teams, who are better able to adapt to the changing workforce and business landscape. Belinda is the Co-Founder of The Leadership Intensive, where she designs and delivers transformative leadership development programs around the globe. Belinda has worked in remote mine sites, corporate head offices and everywhere in between. Her versatility and industry knowledge and understanding make her an invaluable partner in supporting organizations to thrive through strong culture and leadership. Belinda has over 25 years of leadership development experience, an M.Ed. In Workplace Learning & Change, is a Master Certified Coach, an author and public speaker. She is the founder of The Women’s Leadership Intensive which supports industries like mining and energy to attract, retain, develop and advance more high potential women. A lifelong learner and change agent, Belinda inspires, empowers and equips leaders to step into their potential and create the greater impact they are capable of.

Some of the natural resources organizations we work with:

Such an invaluable experience! So many insights and practices I now use in my professional journey that are making all the difference. Highly recommend. — Laurisha Bynoe, Chairperson/Professional Geoscientist

Belinda Clemmensen belinda@womensleadershipintensive.ca www.womensleadershipintensive.ca Reach out to learn more:

Page 1 Page 2 Page 3 Page 4 Page 5 Page 6

Made with FlippingBook - Share PDF online