Gender is one of the central organizing principles around which social and corporate innovation revolves. The multinational Ghanaian mining is dominated by men and masculinity cultures. To gain an adequate understanding of this phenomenon, it is prudent to explore its gendered nature. This thesis reflects consciously upon the pre-entry, organizational and sociocultural barriers affecting the effective participation of women in mine jobs. And beyond the barriers, it examines what changes have occurred, occasioning a shift in gender dynamics, leading to an increasing number of women participation in the industry? The current thesis adopts a case study method, deploying a mix of quantitative and qualitative approaches; administered questionnaires, conducted individual interviews, observations, archival documents, and focus group discussions with respondents in four mining companies and a mining and technology university in Ghana. The AMOS–based structural equation modeling approach was used to analyze the quantitative data, while thematic and discourse analysis was employed in analyzing the qualitative narratives of the respondents. Results of the thesis point to the social construction of gender in science, engineering and technology education as a pre-entry barrier. Also, a complex web of male-dominance, gender bias, role models and mentorship constraints, coupled with unfriendly family work policies were noted organizational barriers. In furtherance, common prejudices, perceptions and stereotyped notions of gender roles in the mines constituted noted sociocultural factors constraining effective participation of women in mine work. However beyond the pre-entry, organizational and sociocultural barriers, the current thesis intuits a phenomenon of a ‘women’s revolution’ in the mines, witnessing collective efforts from Women in Mining Ghana as well as the mine workers’ organizations and allied institutions adopting gender strategic measures, such as the ‘ore solidarity,’ gender mainstreaming in admission programmes as well as gender-driven mining initiatives aimed at re-engineering or striking a shift in gender dynamics in the mine jobs of Ghana. Consequently, the classic and continuous male-dominance in Ghanaian mines constitute a considerable concern for mine work organizational development, with practical implications for the mining industry, employment, and  labor relation practices as well as public policy in Ghana. Therefore, affirmative action is recommended for gender deconstruction and promotion of gender democracy. Indeed this move for inclusivity will engender poverty eradication work towards achieving organizational modernization, their global competitiveness and an assurance for gender-driven social innovative mining.