How Segilola is Mining Nigeria’s Untapped Talent – Women

Madhurii Sarka-Amoda

For decades, mining has been defined by the near absence of women in technical and leadership roles. Globally, women account for only 8–17 per cent of the mining workforce, according to a 2021 report by McKinsey & Company, with even fewer in leadership roles. This is more than a gender gap; it is a capacity crisis.

This is where Segilola Resources Operating Limited (SROL), operators of the Segilola Gold Mine (Nigeria’s first large-scale gold mine), decided to step in. 

In Osun State, the Segilola Gold Mine, is proving that gender inclusion is not charity; it’s strategy. Multiple studies have shown that diverse workforces deliver stronger performance and financial returns, yet mining continues to lag behind. To bridge the gap, Segilola’s flagship upskilling program recruit’s women with drive, not prior experience, and trains them for roles once traditionally male in the industry – from pit controllers to dump truck operators.

The model is powerful but simple: combine technical training with mentorship, break down psychological barriers, and build a pipeline of women who can, and do, operate at the highest technical levels. By focusing on potential rather than stereotypes, we are redefining competence in mining.

The results are transforming lives. Take Tosin Atanda. She joined SROL as kitchen staff with no experience in mining operations. With access to training, mentorship, and a culture that asked “why not?” instead of “why her?”, Tosin rose from waitress to spotter, to dump truck driver to laser technician, and is now one of our female pit controllers. In her own words: “When I started, I couldn’t ride a bicycle talk less of drive a car and certainly not the massive dump trucks but watching other operators made me ask myself—why not me? That question changed my life.”

Or consider Tejumade Mohmoh, who joined with limited mining experience. In a work environment designed to foster learning, she gained skills, confidence, and a voice in impactful mining projects. Today, she testifies not only to her own growth but also to a system that works when women are equipped to thrive.

These stories are not isolated examples. Each woman represents not only a story of personal breakthrough but also a step towards an industry that represents the full spectrum of talent available.

The impact of our upskilling program is two-fold:

• Operational strength: a more diverse skilled workforce drives innovation, productivity and safety
• Social legacy: each woman who has upskilled inspires a generation and provides female representation where there previously wasn’t and inspiring young girls to see themselves in those careers.

This is not just about Segilola—it’s a blueprint for Nigerian and even African mining. What if more companies across the continent redefined talent pipelines in this way? The ripple effects could reshape not just mining, but entire local economies.

The truth is this: mining, like every industry, is only as strong as the talent it harnesses. Ignoring half of that talent is no longer an option. Empowering women is not a side project; it is a strategic imperative. Africa’s mining future will not be measured only in ounces of gold extracted, but in the human potential we choose to unlock.

.  Madhurii Sarka-Amoda, Community Development & Stakeholder Manager for Segilola Resources Operating Limited (SROL), wrote from Lagos.

QUOTE

“In Osun State, the Segilola Gold Mine, is proving that gender inclusion is not charity; it’s strategy. Multiple studies have shown that diverse workforces deliver stronger performance and financial returns, yet mining continues to lag behind. To bridge the gap, Segilola’s flagship upskilling program recruit’s women with drive, not prior experience, and trains them for roles once traditionally male in the industry – from pit controllers to dump truck operators.”