Brooke Adamson’s Commitment to Leading with Empathy and Inclusion
"We can have the best policies and procedures in place, but when someone enters our workforce, it’s the people they interact with daily who have the biggest impact."
For International Women’s Day, we shine a spotlight on one of our Series Ambassadors, Brooke Adamson, a leader in the mining industry whose journey exemplifies resilience, innovation, and a commitment to diversity and inclusion.
As the Manager Process Operations at Newmont’s Cadia operations, Brooke's remarkable career and personal story highlight the transformative power of persistence and leadership in shaping a more equitable and dynamic workplace.
Watch Brooke's video below.
Women Not Only Belong in Mining but Can Excel
Brooke’s path into mining began with a Bachelor of Chemical Engineering from the University of Queensland. Like many women entering male-dominated industries, Brooke faced scepticism early on. A family friend attempted to dissuade her, suggesting she wouldn’t thrive in mining due to its challenging, male-centric environment. Instead of being deterred, this inspired Brooke to prove her detractors wrong and demonstrate that women not only have a place in mining but can excel and lead.
“That desire to prove her wrong really fuelled me,” Brooke recalls. “I wanted to show that women can thrive in this industry.”
Over the past 16 years, Brooke has held numerous metallurgical roles, both in plant and production settings, including a tenure as Production Superintendent overseeing mill operations. Today, she manages seven critical areas of Newmont Cadia’s operations: copper/gold concentrators, Australia’s only molybdenum processing plant, concentrate dewatering facility, analytical laboratory, site asset operations centre, metallurgy and surface operations.
Driving Innovation at the Molybdenum Plant
Under Brooke’s leadership, Newmont’s molybdenum plant has undergone a remarkable transformation. When she took over, the plant faced performance challenges and struggled to attract talent. Recognising the need for change, Brooke focused on improving both operational efficiency and team culture.
“We embarked on a journey to improve the culture, but also the diversity within the team,” she explains. It wasn’t just about improving recovery rates; it was about fostering an environment where everyone felt valued and empowered to contribute to the plant's success.
Through collaborative sessions and innovative thinking, Brooke’s team improved recovery rates from 20% to an impressive 90%. One pivotal moment came when a new team member, fresh out of high school, hesitantly shared an idea during a brainstorming session, despite having limited experience in mining. “The team’s positive response gave him the confidence to contribute more,” Brooke says. “I think that's the importance of diversity - it doesn't matter whether you have five minutes or 15 years’ experience in mining. If you value each other, there's benefit to that.” This openness is a testament to the importance of valuing diverse perspectives, regardless of experience.
Championing Diversity and Inclusion
Brooke’s commitment to diversity extends beyond operational improvements. She is driven to create an inclusive workplace where everyone feels respected and valued. Her initiatives include revising recruitment practices to focus on cultural fit and potential rather than traditional qualifications. This approach has successfully brought more women, culturally diverse individuals, and younger professionals into the workforce.
“It’s well-known that men often apply for roles even if they meet only one requirement, while women may hesitate unless they meet all criteria,” Brooke observes. “By stripping job ads away of all the ‘nice-to-haves’ and focusing on what was actually mandatory in terms of skill set or requirements, we’ve opened doors for a more diverse talent pool that may also be a great cultural fit.”
By challenging the status quo and widening opportunities for more diverse applicants, everyone gets the chance to succeed. However, it’s just as important to recognise and leverage their transferable skills. “A great example of this was at one of my dewatering plants for a mechanical technician position,” Brooke explains. “Typically, we had only considered trade-qualified fitters for the role. But we asked ourselves—why not a boilermaker or an LV mechanic who we could upskill?”
Taking this approach, Brooke and her team successfully hired both a female boilermaker and male LV mechanic, supporting their development through a range of training courses. “We’ve also been able to identify leadership and safety skills we might have otherwise overlooked. We wouldn’t have these two brilliant people on our team if we hadn’t challenged our own thinking.”
Brooke’s efforts also extend to adapting workplace infrastructure to accommodate diverse needs, such as building female change rooms and prayer facilities. These changes ensure that everyone, regardless of gender or background, feels welcome and supported.
Personal Resilience: Balancing Career and Motherhood
Brooke’s professional achievements are even more inspiring given her personal challenges. After leaving a relationship when her son was just weeks old, Brooke returned to Brisbane as a single mother determined to balance her career and parenting responsibilities.
"I basically embarked on a journey as a single mum," she shares. "Throughout the last six and a half years, I’ve had to balance being a mother but also working full-time. It’s been challenging and difficult at times being away from my son, but I’ve really wanted to show him that you can have a career and be an exceptional mother and do both really well. And if it weren’t for the support of Newmont and their flexibility, I wouldn’t have been able to do that."
Brooke credits Newmont’s flexibility and support for enabling her to navigate this journey. Her experiences have also shaped her empathetic and supportive leadership style, fostering a workplace culture that prioritises understanding and flexibility.
Mentoring the Next Generation and Driving Change Together
Beyond her managerial role, Brooke is passionate about inspiring the next generation of mining professionals. She volunteers with CSIRO’s STEM Professionals in Schools program, mentoring young women and encouraging them to enter the industry. She is also deeply committed to her local community and is a strong advocate for women. "I also volunteer at places like Orchard House in Orange, which is a refuge for women and children facing domestic violence," she says.
Brooke’s advocacy extends to regular talks at universities and schools, where she shares her experiences and insights to promote STEM education and diversity in mining. As a leader, she also emphasises the importance of creating an inclusive and safe work environment, stating: "We have such an important role to play in fostering a safe and inclusive work environment. How we act really has a ripple effect on the rest of our crew."
Promoting Gender Inclusivity: Fostering Diversity and Collaboration
Brooke has spearheaded programs like Respect at Work and a bespoke diversity and inclusion initiative at Newmont Cadia, which encourage open dialogue, vulnerability, and shared learning among team members. One memorable moment came when a team member initially resisted the idea of gender diversity, questioning the physical capabilities of female colleagues. Brooke’s response challenged his assumptions and sparked a shift in perspective.
"When I first spoke about bringing in diverse talent in terms of gender diversity, he said to me, 'What? So, I have a weak female coming into the crew, and I’m expected to help her put a hose together?'" Brooke recalls. "My response was, well, absolutely, I would expect that we would help anyone struggling in the plant. But I’ve seen just as many males struggle with putting hoses together as females in my career."
Brooke believes that it’s about engineering out barriers for everyone. If something is too challenging for one person, it’s likely a challenge for many. The focus should be on making tasks more accessible, regardless of gender.
This conversation opened the door to a change in mindset. "His walls almost broke down," Brooke reflects. "He laughed and said, 'You’re right. I’ve seen a lot of males, even myself, struggle with putting hoses together.' I challenged him to think about how something like a valve that’s difficult to open would be hard for everyone, and we should be engineering that out. We shouldn’t be lifting big loads; how do we change what we have to make it better for everyone?"
Brooke’s approach has led to tangible cultural shifts, with team members embracing diversity and collaboration. "Fast forward to today," Brooke says. "I actually stayed back the other night to have a chat with him because we had an exceptional female start within his team. I asked him how she was going, and he told me that she would be in the top 5% of people he’s ever worked with. And he’d employ 10 of her on his crew if he could."
Celebrating Brooke’s Leadership on International Women’s Day
This International Women’s Day, Brooke’s story serves as a powerful reminder of the importance of diversity, equity, and inclusion in the workplace. Her journey highlights the value of collaboration, ensuring everyone’s voice is heard, and demonstrating empathy as a leader, all while committing to positive change for everyone.
“We all have a role to play in driving positive change,” Brooke says. “We can have the best policies and procedures in place, but when someone enters our workforce, it’s the people they interact with daily who have the biggest impact. It’s about the daily interactions and the culture we create together.”