Breaking the mining mould

Last updated: 2 March 2026 

Michelle Radley is the General Manager of Dampier Port Operations in Western Australia, a complex and high‑performing operational hub in the Pilbara. Over an 18‑year career with us, Michelle has forged a unique path to mining leadership, starting as an accountant. Today, she oversees a vast logistics network that moves more than 150 million tonnes of iron ore each year, guiding teams across train unloading, blending, shipping and marine operations. Michelle is a passionate advocate for building diverse pathways into mining, supporting mid‑career talent, and driving cultural change.

“I’m not your typical mining leader. I’m an accountant running an iron ore port, with no engineering degree or background in operations or maintenance. But here I am, leading one of the biggest iron ore ports in the world, in one of the most iconic mining regions of Australia.  

I’ve always been interested in the way mining quietly supports economies and communities. What drew me in, and what’s kept me here, is the scale of impact.  

Mining isn’t just about ore and infrastructure – it’s about investing in people, creating opportunities, and the immense responsibility that comes with operating in places like the Pilbara.” 

Transforming culture for a more respectful industry

“In the 18 years I've worked in mining, it has changed significantly. One of the main ways is how openly we talk about respect, inclusion and equity – conversations we simply weren’t having a decade ago.  

In 2022, Broderick & Co.’s Everyday Respect Report exposed serious issues within our organisational culture, including bullying, racism and sexual harassment. It was a confronting but necessary process, and the report set out clear actions to improve how people experience work. Since then, we've had a strong focus on listening and taking practical steps to make that happen.  

I had the privilege and the challenge of leading our Iron Ore team’s response to the Everyday Respect Report and Western Australia’s Parliamentary Inquiry into sexual harassment against women in the FIFO mining industry. That work was confronting, emotional, raw and deeply human, and it cemented for me that respect must sit at the heart of everything we do. 

We’re making progress, but unacceptable behaviours still persist. We know we have more work ahead of us, and we’re committed to continuing it.” 

Rebuilding trust begins with accountability 

“My time in the Pilbara has also reshaped how I think about what it means to operate responsibly in a region with deep cultural significance.  

One moment stands out as a turning point – the destruction of the Juukan Gorge rock shelters in 2020. It was a devastating event, and we fell far short of our values as a company and breached the trust that Traditional Owners placed in us.  

After what happened at Juukan Gorge, we didn’t just change our processes – we changed our mindset. It taught us that sustainable growth is about trust, relationships and building a positive legacy by walking alongside people, listening deeply, and making decisions together.  

Respect shows up in small moments – how we listen, how we partner, and how we show up in our workplace and our community. It is vital we create inclusive workplaces where people feel supported to contribute their diverse experience and expertise to our decision-making.  

The future of our business – and the future of mining more broadly – depends on our ability to learn from the past, to build trust long before we need it, and to create environments where people can speak honestly and be heard without judgement.” 

Encouraging diverse pathways into mining 

“Mining hasn’t always been a welcoming place for women to pursue a career, and I’m passionate about encouraging more women into the industry.  

That starts with recognising that mining isn’t just engineering or trades. There are hundreds of roles that span science, technology, community, operations and leadership. My own career here is proof of that – I’ve led joint ventures, served as Chief Advisor Information and Technology (despite my best IT advice being “turn it off and on again”), and headed up transformation programs that changed the way we work – all branching from my first role as an accountant.  

Capability comes in many forms, and so many talented, high‑potential women don’t come from a traditional mining background. But they can bring skills, perspectives and leadership capability that are invaluable to our industry.  

Creating pathways is about making space for that talent – being willing to look beyond conventional experience, push boundaries, and support people to learn and grow in new environments.  

When we create safe, supportive workplaces where we encourage women to step into challenging roles, ask questions and stretch themselves, we don’t just build individual confidence – we strengthen the whole organisation and broader industry.”