Diversity, equity and inclusion are often cited as ‘important priorities’ by mining companies and industry organisations in their public presentations and reports, but is the minerals industry really making strides forward? The mining industry is the least gender diverse industry in Australia (WEGA, 2023). Women make up just 22 per cent of the mining workforce and mining has a gender pay gap of 15.1 per cent (WEGA, 2024a). Only 8 per cent of the CEO roles are female and 20 per cent of boards have no female members (WEGA, 2023, 2024a). Gender diversity, equity and inclusion is a highly topical issue with the recent release of the Respect@Work report, Western Australia Parliamentary Inquiry as well as the publication of company specific workplace culture reports and the national legislative changes to implement a positive duty for organisations to prevent sexual harassment in the workplace. This comes at a time of a skills and labour shortage in the minerals industry as well as declining geoscience study and participation. This is a perfect storm for our future workforce. Governments, industry associations, networks and companies are developing and supporting initiatives to make strides towards equity and inclusion, with some shining examples on both an industry and company level, but the dial is only moving slowly and, in some ways, going backwards. Every company is unique, but every company can review and support gender diversity, equity and inclusion. Actions to progress gender parity could include establishing a clear company position; ensuring that this position is cascaded throughout the company with appropriate training; reporting and reviewing gender participation as well as supporting positive workforce initiatives and a positive culture with a people-centric issues reporting process. At the industry level, there are clear gaps in the support for gender diversity and inclusion including a national voice and ‘one-stop-shop’ to support women in the industry and provide resources. Recommendations include improved co-ordination and collaboration of support for women as well as improved promotion of the suitability (and safety) of the industry for women. The new independent organisation, Women in Mining and Resources Australia (WIMARA) has the objective to address the challenges of gender diversity and inclusion as well as foster co-ordination, co-operation and collaboration between the different stakeholders and state or territory groups and amplify reach. To deliver the future workforce that the minerals industry needs, the time is now for the industry to make some giant leaps for womankind.