Jemma Louise started doing fly-in fly-out (FIFO) work five years ago as an escape from a bad situation back home.
She believes working FIFO is what you make of it.
"It isn't for everyone and it can be one of the toughest lifestyles many of us endure if you allow it to consume you," Ms Louise said.
"Long rosters, always missing out on things that are important to you, constantly away from family — but we all have our different reasons as to why we chose this certain path."
The 23-year-old says she is grateful to have a supportive team of men around her, but working in a male-dominated industry and field can still have its challenges.
It's a sentiment echoed by fellow FIFO worker Maddy Troode.
"I distinctly remember having so much anxiety my first day being on my own completely, feeling like a fish out of water, and wondering if I could actually handle the FIFO life," she said.
"Being the only female in the room sometimes took a bit of getting used to, even with everyone being so welcoming.
"It was so different from the new job vibes you get when you start a new job at home, where everything is familiar."
Both women believe that while being a female in the industry can be hard at times, for them, the pros outweigh the cons.
Great lifestyle but safe spaces needed
Emma Hitchens runs fitness and wellbeing courses targeted at helping women in the industry, of which both Ms Louise and Ms Troode are members.
The FIFO Project is a holistic health and wellbeing program for female FIFO workers.
"Women in the industry need as much support and help as they can get, and they often don't have that on site," Ms Hitchens said.
She works with women across the country and says her clients tend to have recurring highlights and downsides in the industry.
"FIFO is a very misunderstood industry," Ms Hitchens said.
"It's a great lifestyle and a great way to work and learn new skills, but having a support network and safe spaces is vital, and that's what women across Australia are telling me."
Ms Hitchens said having more women joining the industry would combat feelings of isolation that some female FIFO workers face.
"It is a male-dominated industry for the most part," she said.
"If you have a problem walking up to a male supervisor, or someone in management, [it] can be quite daunting.
"So having more women in support roles would be fantastic."
From her perspective, simple changes like ensuring there are sanitary bins, female bathrooms and female-only gyms and classes could make a big difference.
"Some sites are starting to get the hang of it … seeing more and more female-only gyms popping up on site is fantastic," Ms Hitchens said.
"It makes a big difference knowing you can walk into a gym or other places and know it's a safe space with other women around."
Mining Minister calls for gender quotas
West Australian Minister for Mines Bill Johnston says gender quotas and targets should be more broadly adopted by the mining and resources industry.
"All the evidence globally is that gender quotas work because the idea of the quota is to change the culture of a business," he said.
He says companies need to invest in their businesses to allow them to hire more female workers.
In his view, there needs to be a cultural shift in the industry.
"I challenge the mining industry to change its behaviour," Mr Johnston said.
"The challenge of sexual harassment, sexual violence and predatory behaviour is going to require men in the industry to change."
Women in Mining founder Sabina Shugg believes gender quotas are not the only solution to gender issues in the industry.
"It's all about leadership; it's all about making sure that everyone in every workplace is made welcome," she said.
"It's about how you recruit so that you can take the discrimination out of recruiting and not just hiring someone who looks like them."
Rio Tinto chief executive Simon Trott says the company needs more women to join the business at all levels.
He says it is important to listen to everyone's voices to shift the dial.
"We have incredible people working across our business and the mining sector; we need to listen deeply, ensuring their voices are heard," Mr Trott said.
"A critical part of the process is listening to the lived experiences of women so we can build a more inclusive workplace and foster a culture of change."
