•Gendered policies are crucial for past and present mining companies’ operations and reputation.•Productive sectors and well-paid jobs in LSM companies were and still are the prerogative of men and remain largely inaccessible to female employees.•The implementation of transnational mining companies’ gender equality policies is hampered by the legacy of previous mining companies’ gender ideologies in the Congolese Copperbelt.•Congolese women working in the industrial mining sector are exceptions and are usually the main financial providers in the family . Mining companies of the past and present have promoted specific roles for men and women through their management practices. In DR Congo, first colonial and then state-owned companies naturalised the role of men as employees and breadwinners. At the same time, women were assigned responsibility for reproduction and were understood as being financially dependent on men's salary, either that of their fathers or husbands. By contrast, some LSM (large-scale mining) companies today support gender equality programmes, mainly to improve their corporate reputation. Drawing on the literature on women in the industrial extractive sector elsewhere in the world, I show how these discourses and processes continue to produce Congolese Copperbelt mines as masculine spaces at different levels. I then move to the ethnographic component of the paper by arguing that new investors’ gender practices and equality policies are not easily implemented in the area. On the contrary, they have to confront a region marked by the paternalistic social policies of mining companies in the past, which have entrenched a certain gender hegemony. Through the biographies of different women involved in the industrial mining sector past and present, I show the effects of mining companies’ policies on gender roles in Haut-Katanga Province.