The latest research from the Mining Industry Human Resources Council (MiHR) indicates that even in the most pessimistic forecast, the industry will need to hire nearly 60,000 workers by 2020 to meet the needs from changes in employment and replacement requirements. A period of relative stability in the sector will see hiring requirements balloon to 100,000.

Despite impressive increases in the participation of various demographic groups (e.g., women), employers are still faced with an aging workforce and a looming labour shortage, according to the MiHR Council, which has developed a number of products and resources to help provide industry with practical solutions to address this challenge. MiHR Innovate, the latest resource developed by the Council, is a collaborative platform for sharing knowledge and effective HR practices and initiatives. The first Canadian mining-specific HR community, MiHR Innovate provides mining HR professionals the opportunity to open up the dialogue and engage with fellow members of industry in the world of mining HR.

Recognizing, rewarding, showcasing

Central to MiHR Innovate is an online compendium which will house innovative mining HR practices and initiatives from Canada’s top mining employers, including Goldcorp, Teck, Cameco, Kinross and De Beers.

These practices will be featured alongside interactive discussion groups to facilitate knowledge exchange and collaboration amongst mining industry HR professionals to help the HR community strengthen ideas against an industry sounding board.  A core objective of MiHR Innovate is to achieve a positive profile for mining employers to attract motivated talent aspiring to work for employers who value their workforce. This is one facet of a long term strategy to change perceptions of the mining industry and reposition it as modern, technologically advanced and culturally diverse with great opportunities. This profile will also reinforce engagement and pride of existing mining employees about their industry and their employers.

In support of this objective, these practices will form the content of a collaborative working session which will take place in Montreal at the CIM Conference & Exhibition 2011, Mines Without Borders, in May and form a three-part series in The Canadian Business Journal, an online publication for Canada’s top industry leaders, and an official partner in the MiHR Innovate media campaign.

A small change can make a big impact

MiHR Innovate is about bringing forward new ideas to address the HR challenges specific to mining by showcasing any innovative HR practice or initiative.

“We know Canadian mining companies are developing some incredible innovative HR practices, but the industry doesn’t hear about them,” explains Ryan Montpellier, Executive Director at MiHR. “The more ideas we bring forward, the more we learn from each other and strengthen the industry because one great idea inspires another. By working together, we can accomplish more and the Council is committed to supporting these collaborative efforts.”

Submitted HR practices may include smaller, focused initiatives or more complex strategies.  The focus is to create dialogue to help the mining industry take these ideas and tailor them to address their respective HR challenges.

HR practices are categorized in four key areas: diversity and inclusion; skills, training and employee development; compensation and wellness; and social responsibility. Practices can include any type of initiative that has had an impact on the organization and its employees. Consider the following examples:

• Offering a spousal welcome program to get new spouses involved in the community

• Forming a women’s council to address the lack of representation of women in certain occupations within the company
  
  Source: Mining for Diversity: An Employer’s Guide to Attract, Recruit and Retain a Diverse Workforce. Published by the Mining Industry Human Resources Council, 2008.

MiHR Innovate will provide valuable insight into the industry’s most innovative HR practices, enhance the profile of mining employers, help change perceptions of the mining industry as a whole and positively influence recruitment by attracting motivated people who want to work for forward thinking employers.

This collection of practices will be available on the MiHR Innovate website (www.mihrinnovate.ca) during April 2011 in a collaborative framework to encourage discussion and the development of new HR solutions. To further connect mining HR professionals and build a Canadian mining human resources community of practice, mining HR professionals are invited to join The Canadian Mining HR Professionals and Innovators Group on LinkedIn. Now at over 120 members, the group is growing larger every day.  

MiHR and this project are funded in part by the Government of Canada’s Sector Council Program. The opinions and interpretations in this publication are those of the author and do not necessarily reflect those of the Government of Canada.

Notes to editors:

Key findings from MiHR’s latest research report, Canadian Mining Industry Employment and Hiring Forecasts 2010:

• The mining industry will need approximately 100,000 new workers by 2020 (assuming a baseline forecasting scenario)
• Over 60,000 people employed in the mining sector are expected to retire by 2020 
• Occupations facing the most significant hiring needs are heavy equipment operators, underground and surface miners, and skilled trades and professional occupations (e.g., geoscientists and engineers)
• Women make up 14.4 % of the mining workforce, an increase of 40% in 5 years
• The mining industry is the largest private sector employer of Aboriginal peoples; 6.75% of the workforce self identify as Aboriginal
• Employment levels are expected to shrink in most regions, except in the Prairies and Territories regions where employment growth is expected over the 10 year forecast period
• Despite shrinking employment, national hiring requirements average approximately 10,000 each year in the forecast period (assuming a baseline scenario). This is mainly due to age of the workforce and the need to replace retiring workers.
• The largest hiring requirements in Canada are expected in the Prairies at over 52,000 by 2020 (assuming the baseline forecasting scenario)
• Average overall turnover for employers is approximately 5.6%. Turnover is highest in trades and undesignated occupations and most employers reported that voluntary turnover in this occupational group has impeded productivity to a great extent over the past 2 years
• Average total compensation in mining is $40.92 per hour, ranging from $49.25 per hour in the Territories to $32.21 per hour in the Atlantic region

Developed under MiHR’s Mining Workforce Information Network (MIWIN), these two new resources provide extensive research and analysis on Canada’s mining labour market and workforce planning.

“For the first time ever, employers, educators, job seekers, HR professionals and other stakeholders will not only have access to an in-depth analysis of the mining industry’s workforce and its characteristics but also a web-based forecasting tool which allows them to create their own “what-if” scenarios and assess the potential impact on their hiring requirements,” says Ryan Montpellier, Executive Director at MiHR.

The Canadian Mining Industry Employment and Hiring Forecasts 2010 report expands on previous research and forecasts (conducted in 2008 and 2009) that examined the dynamics of the mining labour markets in British Columbia , Saskatchewan and Ontario . The report contains an economic overview of the Canadian mining industry and its labour market, as well as discussion on key labour market trends, including employment, labour productivity, educational attainment, employment relations, workforce demographics and diversity.

“Employment forecasts and workforce profile information form the backbone of an industry strategy for addressing the mining HR challenge. MAC member companies will gain significant benefits from access to enhanced labour market intelligence. MiHR’s labour market reports will also help the mining association as it works with government to ensure sound public policy on immigration, education and aboriginal engagement,” says Paul Hébert, Vice President, Government Affairs, The Mining Association of Canada.

Also included in the report is a description of the model for forecasting employment and hiring requirements, national, regional and occupational employment and hiring forecasts over a 10 year period and high level discussion on addressing current and future labour market challenges.

Mining HR Forecasts is a website which includes an employment forecasting tool and reports. The employment forecasting tool projects changes in employment and hiring requirements over a 10 year period, with particular emphasis on national, regional and occupational needs and generates custom forecasts based on the model and parameters specified in the Canadian Mining Industry Employment and Hiring Forecasts 2010 report.  

Users can perform simple criteria selection to generate forecasts based on region, occupation, and economic forecast scenario and generate custom forecasts by specifying labour productivity rate, separation rate and average retirement age. The tool also generates short reports which compare MiHR’s forecast scenarios to customized “what if” scenarios. This powerful forecasting tool enables industry to make strategic decisions on their future hiring requirements.

“Reliable labour market information is the foundation for informed strategies on succession planning, aligning industry with the universities, colleges and technical schools, and targeting new sources of employees. Being able to generate customized HR forecasts specific to our organization is of immense value,” says Patricia Dillon, Director, Employee Communications and Engagement, Teck Resources Limited.

The Canadian mining industry is highly competitive on the world stage and has the potential to remain successful for many years. Countries undergoing rapid economic development, such as China and India, will continue to need the raw materials that Canada provides; however, this potential is threatened by looming labour shortages and human resources issues facing the sector. Several labour market trends are impacting the availability and quality of people in mining, most notably the aging workforce, productivity and challenges in attracting new talent to the sector.

Industry must first maximize and make the best use of all available sources of labour, and second, increase its productivity through investments in training and skills development, coupled with improving the foundation for innovation and technological advances.

MiHR is committed to developing solutions to address these challenges by exploring anticipated hiring requirements over the medium to long term and providing labour market information (LMI) to sector stakeholders on an ongoing basis. MIWIN ’s suite of employment forecasting products is a key component of this solution. 

Canadian Mining Industry Employment and Hiring Forecasts 2010 and Mining HR Forecasts can be accessed for free at www.mininghrforecasts.ca. To receive a print copy of Canadian Mining Industry Employment and Hiring Forecasts 2010, or provincial reports for British Columbia, Saskatchewan and Ontario, please contact MiHR at (613) 270-9696 or info@mihr.ca .

MiHR and this project are funded in part by the Government of Canada’s Sector Council Program. The opinions and interpretations in this publication are those of the author and do not necessarily reflect those of the Government of Canada.

Notes to editors:

Key findings from MiHR’s latest research:

• The mining industry will need approximately 100,000 new workers by 2020 (assuming a baseline forecasting scenario)
• Over 60,000 people employed in the mining sector are expected to retire by 2020 
• Occupations facing the most significant hiring needs are heavy equipment operators, underground and surface miners, and skilled trades and professional occupations (e.g., geoscientists and engineers)
• Women make up 14.4 % of the mining workforce, an increase of 40% in 5 years
• The mining industry is the largest private sector employer of Aboriginal peoples; 6.75% of the workforce self identify as Aboriginal
• Employment levels are expected to shrink in most regions, except in the Prairies and Territories regions where employment growth is expected over the 10 year forecast period
• Despite shrinking employment, national hiring requirements average approximately 10,000 each year in the forecast period (assuming a baseline scenario). This is mainly due to age of the workforce and the need to replace retiring workers.
• The largest hiring requirements in Canada are expected in the Prairies at over 52,000 by 2020 (assuming the baseline forecasting scenario)
• Average overall turnover for employers is approximately 5.6%. Turnover is highest in trades and undesignated occupations and most employers reported that voluntary turnover in this occupational group has impeded productivity to a great extent over the past 2 years
• Average total compensation in mining is $40.92 per hour, ranging from $49.25 per hour in the Territories to $32.21 per hour in the Atlantic region

What can exhibitors and delegates expect?  Virtual booths are multimedia rich including pictures, videos and downloadable materials customised in line with employer brand. Exhibitors and delegates can communicate directly through written, audio and video messaging throughout the one day event.

“There are many benefits for employers interested in exhibiting at the virtual career fair” says Melanie Sturk, Director of Attraction, Recruitment and Retention at MiHR.  “Employers will have access to pan-Canadian and international employment seekers, zero travel costs, reduced carbon footprint and no time away from the office.  Most importantly, being able to chat directly with career seekers can expedite the whole recruitment process.”

"Mining companies are using more and more tools to find the next generation of professionals. The virtual career fair is one way that job seekers and employers can exchange information. Cameco is looking forward to meeting career seekers at the event" says Sean Junor, Senior Specialist - Workforce Planning at Cameco.

Registration for exhibitors/booths is open until December 18, 2009 at www.virtualminingcareerfair.ca and career seekers can register now until January 26th   Career seekers or employers can also email info@mihr.ca for more information on the event. 

The Virtual Career Fair is one of many tools developed by MiHR in response to the labour market challenges of the mining industry.  With the economy on the rebound and retirement eligibility at an all time high, the mining labour shortage is more prevalent than ever. Other innovative virtual products and tools include the MineMentor program which connects students to industry mentors and career portals www.acareerinmining.ca and www.aboriginalmining.ca.  A guide to MiHR’s resources including labour market information, inclusion tools and HR best practices can be found at www.mihr.ca/en/publications.  Careers seekers curious about what a typical day in mining entails can view mining reality TV at MiHR’s careers website www.acareerinmining.ca/onlineresources or www.youtube.com/exploreformore, before attending the virtual career fair.

This project is funded in part by the Government of Canada’s Sector Council Program. The opinions and interpretations in this publication are those of the author and do not necessarily reflect those of the Government of Canada

Notes to Editors:

Attracting, recruiting, and transitioning workers for the mining industry is one of MiHR's key priorities. MiHR is undertaking a number of projects to manage this HR priority. MiHR contributes to the sustainability of the Canadian mining industry by helping employers to make the best use of all potential sources of labour supply including youth, women, Aboriginal peoples, new Canadians, transitioning workers, and mature workers

Through this priority area MiHR addresses several labour market issues identified in previous research, specifically: the lack of diversity and the anticipated skills shortage in the sector, and the myths and misconceptions widely held by youth, parents, educators, and career counsellors about the Canadian mining industry.  The activities of this priority area will help:


• Address attraction, retention, and transition challenges

• Diversify the workforce by increasing the participation of under-represented groups in the mining workforce (women, Aboriginal people, immigrants, etc.)

• Raise awareness among industry stakeholders about the career opportunities in the sector

As part of the strategy to address this shortage MiHR’s Explore for More program aims to change perceptions about mining and engage career seekers by demonstrating the variety of rewarding occupations in the industry. The Video Library, its latest tool, will help career seekers and the general public learn about employment in the sector by watching 15 diverse Canadian workers in action.

Workers from mining companies including Teck, Caracle Creek International Consulting, Cameco, Iron Ore Company of Canada, and IAMGold were filmed during their working day and give honest commentary and helpful pointers on why they chose their career and continue to thrive in the mining industry. The videos will allow career seekers to gain a deeper understanding of what a career in mining entails with insights into a typical day, team and working environment. Those interested in learning more can access the videos on MiHR’s careers website www.acareerinmining.ca/en/onlineresources or on You Tube www.youtube.com/exploreformore.

Careers showcased in videos include Engineer, Geologist, Prospector, and Environmental Technician, Heavy Equipment Operator, Electrician, Surveyor, Underground and Surface Miner and Health and Safety Coordinator. For those who are already pursuing a career in mining or seriously thinking about it, the video library also includes a suite of over 100 clips of mining supervisors, managers and executives who provide unique insights on attributes of the sector and 18 key skills needed by workers. “If an inexperienced worker wants to expand his or her knowledge in a given area of our industry, the best way is to ask those who have the greatest knowledge; ask those who are the experts; ask those who have the experience” says Ingrid Hann, VP Human Resources, De Beers Canada who contributed her own insights to the video library.

“These clips are one stage in a knowledge transfer strategy and hold immense value when you consider that the mining industry could lose up to 40 per cent of the existing workforce in the next ten years due to retirement. This departure of seasoned workers will take with them an average of 21 years of mining sector experience each, so we’re looking at ways to retain this” says Melanie Sturk, Director, Attraction, Retention and Recruitment at the Mining Industry Human Resources Council.

Recruitment of new workers to the industry and skills development of the existing workforce is fundamental to meet future human resource demands. MiHR remains focused on developing and executing programs to attract a non-traditional workforce including Canadian youth, women, visible minorities and Aboriginal peoples to participate in this high-paying sector. For those who want to know more about MIHR and the products that help employers address the skills shortage visit www.mihr.ca/en/publications.

This project is funded in part by the Government of Canada’s Sector Council Program.

The opinions and interpretations in this publication are those of the author and do not necessarily reflect those of the Government of Canada

- ENDS -

Notes to Editors

Further detail on the career videos:

Careers showcased in videos:

• Civil, Electrical, Mining, and Minerals Processing Engineers
• Geologist, Prospector, and Environmental Technician
• Heavy Equipment Operator, Electrician, Surveyor
• Underground and Surface Miners
• Minerals Processing Operator
• Health and Safety Coordinator
• Supervisor

Competencies highlighted in industry insights videos:

• Adaptability, patience, resilience
• Methodical Approach
• Safety Consciousness
• Problem Solving Ability
• Adaptability to established work practices and standards
• Capability in following procedures
• Handling stress and seeking advice
• Working in challenging physical environments
• Being a self-directed, life-long learner
• Visualizing in three-dimensional layouts and apply math skills
• Being organized
• Having computer skills
• Recognizing and accounting for risk management
• Working as part of a team 
• Possessing leadership skills
• Understanding and following instructions and direction
• Communicating effectively with others
• Commitment to understanding and working with people from different cultures

To access the videos, go to MiHR’s careers website at: www.acareerinmining.ca/onlineresources or www.youtube.com/exploreformore.

About the Mining Industry Human Resources Council

MiHR is the sector council for the Canadian minerals and metals industry. A recognized leader in the development and implementation of national human resources solutions, MiHR contributes to the strength, competitiveness, and sustainability of the Canadian mining sector. The products and services supporting our endeavours are based on sound research into the skills and labour market issues that matter most to the Canadian mining industry. www.mihr.ca

About Explore for More

Explore for More is the mining industry's brand to promote careers in mining. It reflects changing perceptions about mining among key target audiences for attraction and recruitment: women, youth, Aboriginal peoples, new Canadians. Through the creation tools including the video library, photo gallery, appropriate target group messages, the brand will help promote careers in the mining industry, de-mystify the sector, and reinforce targeted attraction efforts. www.acareerinmining.ca

For further information, media interviews or access to the mining photo library contact:

Alana Kennedy, Manager, Marketing & Communications,
Mining Industry Human Resources Council
260 Hearst Way, Suite 401 Kanata, ON K1R 5T2,
613-270-9696 Ext. 44
akennedy@mihr.ca