This paper describes results from a gender study for a new mine in Pajala, a small community in northern Sweden. Using a gender perspective, the study examines migration, education, local culture, the labour market, and work organisation as problems and opportunities in the regional context for the planned mine. The most obvious gender issue' for the Swedish mining industry is the very low percentage of employed women, which is even lower among mining workers. To recruit the best people, a company actively needs to attract both women and men; however, the mining companies find it difficult to recruit women as cultural, labour market and educational traditions as well as the mining companies' own cultures often make it difficult for women to find work in the mining industry.The Torne river valley, the region surrounding Pajala, has a gender-segregated labour market and gender-stereotyped culture and few young women live in this traditional and oldish region. Many young people leave the region and this is especially true for women. Compared to the rest of Sweden, there is a low educational level, especially among the men. In the mining companies, as in many other male homosocial workplaces, the workplace culture has strong connections to a certain type of traditional masculinity (laddishness, a kind of macho-style') and for a long time this has excluded women. Gender', however, is not only a question of recruiting women to a male-dominated industry. An organisation that discriminates according to gender can become inflexible, hindering communication, learning, innovations and change processes. In mining companies, this can manifest itself in hesitant attitudes among the miners about safety as well as organisational and technological development.This study found that companies establishing a presence in this region should develop a strategy for how to deal with and manage the risks and opportunities in the surrounding society (the regional culture) as well as inside the company (the mining culture). This need to be strategic will also be required of future mining companies as they will face higher demands on safety, gender equality, and technology to become modern, efficient and lean organisations._x000D_
FORMAL CITATION:Abrahamsson, L, 2011. Staffing mines in the future - learning from a gender study for an ore establishment in Northern Sweden, in Proceedings Second International Future Mining Conference 2011, pp 171-180 (The Australasian Institute of Mining and Metallurgy: Melbourne).