At 19, Monique Ferguson stepped onto a FIFO flight with no long-term plan and no roadmap.
Before that, she had been living in Bali, working different jobs and collecting life experiences. Stability felt distant. Direction felt unclear. Then she met people working in mining.
“They seemed to have both freedom and stability. When I asked what they did, they said ‘FIFO’. It was the first time I’d heard the term.” Monique recalls.
She asked how to get started. Their answer was simple- they said ‘cleaning’.
“So I applied.”
She flew back to Australia for interviews and began working in housekeeping on site. Soon after, she moved into a bar role. Those early roles shaped her approach to work in ways she still carries today.
“That stage built resilience, independence and initiative. I learned early that your starting point does not define your ceiling.”
Ten years later, Monique is now an Officer in the Business Improvement Team at Gold Fields, helping operational teams solve problems, remove bottlenecks and deliver measurable improvements across mining operations.
Her journey shows what happens when curiosity meets opportunity and when leaders recognise potential early.
The culture that stood out
Before joining Gold Fields, Monique had been working at Leinster, where she interacted with many employees from the company. One thing stood out immediately.
“The pride people had in their work was obvious. They spoke about teamwork, high standards and strong leadership. I wanted to be part of a company where people believed in what they were building.” she says.
That culture drew her in.
When she joined Gold Fields at Agnew as a Field Assistant in the core shed, she started where many operational careers begin: learning the fundamentals.
“I asked questions constantly. I wanted to understand the work and build technical confidence.”
Her willingness to learn quickly opened new opportunities.
Want to join Monique and see what a career at Gold Fields could look like for you?
Building momentum
Monique later transferred to Gruyere as a Pit Technician. Within ten months, she stepped into the role of Senior Pit Technician.
The progression was fast, but it was built on consistency.
“I took ownership. I supported the team and stepped into responsibility when opportunities came up.”
For Monique, growth came from showing up with curiosity and commitment.
“If you work hard, stay curious and keep learning, momentum builds.”
But the next move would take her beyond operational roles.
Moving into Business Improvement
Her most recent transition took Monique to St Ives, where she joined the asset optimisation team as a Business Improvement Officer.
The move was intentional.
“I wanted to broaden my impact beyond operational execution and focus on driving change across teams and projects.”
Today, her work sits at the intersection of operations, communication and improvement.
“The best part of my role is turning ideas into practical, measurable improvements with people,” she says. “I help teams move from uncertainty to clarity.”
That process often involves building trust first.
“What drives me most is seeing confidence grow. When a team shifts from hesitation to ownership and you can see progress take shape, that is incredibly rewarding.”
One project she is particularly proud of is the paste optimisation initiative for one of the Underground Mines:
“We worked closely with teams to navigate resistance, build trust and embed improvements. Seeing measurable change take hold and knowing I helped shape it has been one of the most rewarding parts of my career.”
Leaders who saw potential
Monique credits much of her growth to leaders who recognised potential early and supported her development.
“Gold Fields backed me with trust and exposure,” she explains. “I was given opportunities to stretch beyond my role.”
That support included internal training, mentorship and development programs.
“I had leaders who believed in me before I fully believed in myself. That support built both confidence and capability.”
Training around difficult conversations and influencing skills also reshaped how she approaches leadership.
“I learned how to drive change without authority, gain buy-in and create clarity in complex situations. Those skills changed the way I lead.”
Finding belonging
For Monique, belonging did not arrive in a single moment. It grew through consistent support.
“I have been open about challenges in my life outside work and I was supported, not judged. That reinforced that I work for a company that values people, not just output.”
Programs like the WIMWA mentoring initiative also helped her recognise when she was ready for the next step.
“That experience helped me realise I was capable of more.”
Opening doors for others
Looking ahead, Monique sees her future in leadership within business improvement and project work.
“I enjoy delivering outcomes and supporting teams through change.”
Mentoring others will also play a major role.
“I benefited from strong guidance early in my career. I want to provide that same support to others, especially new starters entering the industry.”
Her message to anyone considering a career in mining is simple.
“You do not need to start with all the answers. Careers are rarely linear.”
Her own journey proves it.
“I hope my journey shows you can start anywhere. Your first role does not define your future. If you stay curious, back yourself and commit to learning, there is a real opportunity in this industry.”
