JUNE 2010

Tens of thousands of skilled positions must be filled in the next decade to keep the mining industry robust.  Diversifying the workforce by increasing the number of women recruited by the exploration and mining sector is an essential strategy in addressing the looming skills shortage. The Ramp-UP study has produced findings that confirm to industry what barriers exist and more importantly what can be done to attract, recruit, retain and advance more women in the sector.

Canada has a large pool of highly skilled, experienced women willing and able to participate in all levels of the mining and exploration sectors. "The study was important in achieving a thorough understanding of the status of women in mining. We now know how mining is perceived by women, the factors that influence staying in the profession but also the gaps in understanding between employers and female employees," says MaryAnn Mihychuk, president of Women in Mining, Canada.

MiHR partnered with Women in Mining (WIM) Canada on the study with a portion of the research activities undertaken by the Conference Board of Canada. The study surveyed four populations: women working in the sector, employers, female students and educators.  Not unsurprisingly, it confirmed that women are underrepresented and underemployed in the exploration and mining industry. Women represent 14% of the sector, an increase from 11% in 1996, but far below the national average of 47.4%.  The wage gap is 32%, greater than the national average of 21%. An interesting finding was the gap of understanding around barriers to the sector - barriers were recognized by two thirds of women but only one third of employers. 

Industry collaboration is key

"We need to know these things so we can put strategies in place.  Changing perceptions is long-term; the study highlighted that only 10% of female students were aware of the mining sector.  Career tools like Explore for More are helping, but we need industry to reach out to students and collaborate with us to promote mining as a career of choice" says Melanie Sturk, Director of Attraction, Retention and Transition at MiHR. 

Issues identified by study respondents included inflexible work practices, a male dominated work culture and misperceptions of their abilities. "Now we know the specific issues, we can focus on solutions" says Mihychuk.  Employers play a central role in this; by building in flexible working conditions, support, creating opportunities for advancement of women into senior roles and supporting career awareness, we will see the face of the industry change.

Marilyn Spink, Principal at GS Group is an accomplished engineer whose career has taken her all over the world.  "There are tremendous career opportunities for women and men in our sector. I have had, and continue to have a successful career with above average remuneration compared to my peers working outside of the mining industry. An additional bonus is the opportunity to be a positive role model for women in the industry," she says.

Industry members who sponsored the study include MiHR, the Mining Association of Canada,  Natural Resources Canada (NRCan), Deloitte, Prospectors and Developers Association of Canada (PDAC), RioTinto/ Iron Ore Canada, Cameco, Canadian Institute of Mining (CIM), Native Women's Association of Canada.

Ramp-UP can be downloaded for free from MiHR at http://www.mihr.ca/en/publications.  For more information, please contact Alana Kennedy, Director of Marketing & Communications, at akennedy@mihr.ca. 

Employees vs. contractors - or both? What do you think?

Sean Junor, Workforce Planning Senior Specialist at Cameco, wants to know what you think about staffing methods.

Cameco Corporation is considering an underground mining operation at Cigar Lake. At its other operations, Cameco staffs positions with a mix of internal employees and contractors and will examine a series of pros and cons to choose the best option for Cigar Lake. Based on your past experience, what do you think is the better staffing method between internal employees, contractors or a hybrid of the two? Your feedback regarding these methods would be of assistance as Cameco weighs both options to determine what will best suit our resources and abilities.

I am hoping to have external feedback by June 15, 2010.


Share your feedback and past experiences with Sean at Sean_Junor@cameco.com.

Get involved!

Do you have a question you would like to pose to industry? If so, please contact info@mihr.ca with the details of your query.

Mining Essentials: Aboriginal work readiness program helps employers address critical HR challenges

The Canadian mining industry will soon benefit from a national work-ready program for Aboriginal peoples that will provide a practical solution to current recruitment challenges and help employers address and fulfill future labour needs.

MiHR is launching Mining Essentials: A Work Readiness Training Program for Aboriginal Peoples in partnership with the Assembly of First Nations (AFN) to increase the involvement of Aboriginal peoples in the sector and to help employers gain access to an increased pool of work-ready individuals. With many Aboriginal communities located within close proximity to Canadian mines and exploration sites, the project provides a strategic solution to the industry's current struggle to find skilled workers and will help offset the gap when 40 per cent of the mining workforce reaches retirement age over the next ten years.

Adele Faubert, Manager of Aboriginal Affairs at Goldcorp Inc.'s Musselwhite Mine and member of the Mining Essentials Steering Committee, agrees that the program provides a viable solution that is mutually beneficial to employers and Aboriginal communities.

"It makes good business sense to have a local trained work force at a remote mine site," Faubert explains. "And employment opportunities are much needed within remote [Aboriginal] communities because the unemployment rate is high. The local community elders really support employment for their youth for the health and well being of the community, the more people they have employed, the more functional the community."

Bridging the gap

MiHR's partnership with the AFN on the project illustrates the Council's continued commitment to increasing the available opportunities for Aboriginal peoples in the mining industry and builds upon the Guide for Aboriginal Communities and Mastering Aboriginal Inclusion in Mining publications released last year. Information on these valuable resources is available at www.mihr.ca.

Mining Essentials was conceptualized after MiHR's 2009 needs-assessment revealed national interest in an essential skills program for the industry. This program is a potential entry point to MiHR's Canadian Mining Credentials Program, with curriculum based on industry approved standards. The benefits of the program include consistency in learning outcomes, increased worker mobility and bridging the gap between career seeker skill levels and employer demand level for skills.

The program will ensure Aboriginal peoples have the skills and confidence needed to enter the mining industry, giving them an advantage to embark upon a rewarding career in one of Canada's highest paying industries. Mining Essentials can be delivered by a number of training experts or community facilities and will be developed based on an industry approved, entry-level skills training standard.

Mining Essentials program components:

• training curriculum
• a learner's workbook
• assessment tools
• online database to track participants and success rates

Mining Essentials will help employers by enhancing the relationship and cooperation among Aboriginal communities and the mining industry and facilitating a medium for partnerships between Aboriginal training organizations.

MiHR and the AFN are partnering with the following organizations in the development of this unique project: the Prospectors and Developers Association of Canada, the Mining Association of Canada, Indian and Northern Affairs Canada, the Native Women's Association of Canada, Inuit Tapiriit Kanatami, Métis National Council, Natural Resources Canada, Association of Canadian Community Colleges, Mine Training Society and Yukon Chamber of Mines.

The project, funded in part by HRSDC's Aboriginal Directorate under the Aboriginal Skills Training Strategic Investment Fund, will undergo a pilot testing phase. Participants will be identified based on program interest, proximity to mine sites, community needs and proven track record for training delivery.

For more information on Mining Essentials: A Work Readiness Training Program for Aboriginal Peoples, please contact Melanie Sturk, Director of Attraction, Retention and Transition, at msturk@mihr.ca.  

HR Innovation: Modified Work Centre preserves a skilled and stable workforce at Teck Highland Valley Copper Partnership

HR Innovation: Modified Work Centre preserves a skilled and stable workforce at Teck Highland Valley Copper Partnership

"The facility looks a lot like the inside of a Costco," says Candace Droder, General Supervisor, Employee Relations at Teck Highland Valley Copper Partnership, when describing their 6000 sq. foot Modified Work Centre that was established in 1992 as part of a comprehensive claims management program developed to support employees and provide employment even when they are unable to perform their regular duties due to injury or illness.

"Think of one big building with no interior walls - very open concept. There are several work stations set up and each work station is designated for a specific task," continues Droder.

In many cases, employees undergoing rehabilitation as a result of injury or illness can continue to contribute and potentially learn new skills if provided a modified work environment. In addition to reducing the severity and frequency of absenteeism due to workplace and non-work related injuries and illnesses, the objective of the program was to promote early recovery and to preserve a skilled and stable workforce.  

Centre benefits entire mining operation

The Modified Work Centre provides employees with the opportunity to perform tasks that complement the other operating departments.  As these tasks do not require specialized skills, HVC is able to provide temporary accommodations to all employees regardless of the nature of their injury or illness, thereby preparing them for a successful return to their regular occupation. 

Rather than having to rely on disability benefits and remain at home, the Centre allows employees to come back to work and receive their base salary, explains Droder. In addition to meeting the rehabilitation needs and having a positive impact on employee morale, the Modified Work Centre is able to achieve performance goals based the three "R's" of reduce, reuse and recycle.  Items in need of repair are refurbished by employees in the Centre, returned to the warehouse and/or redistributed to other departments. 

Some items refurbished in the Modified Work Centre:

• Ladders
• Shovels
• Picks
• Wheelbarrows
• Victaulic couplings
• Rain suits

Employees in the Centre are also responsible for the construction of wooden cable stands and will soon be building wooden pallets, costing less than half the purchase price to make.

Droder says that many of the recycled items are painted bright orange or marked with "MWC" to distinguish them as refurbished, thereby "allowing employees to see their efforts once they are back in the field and to feel a sense of pride about their accomplishments."

Also, for each recycled item that is put back into service, the Centre receives a dollar value credit.  As of December 31, 2009, this dollar value was equivalent to approximately $ 336,000.

And the benefits don't end there.

In 2009, a total of 100 employees were provided with temporary accommodations, of which 84 of these were due to non-occupational injuries / illnesses.  This translated into 18,951 hours of productive work, an average stay of 4.73 weeks and a sick leave and disability savings of approximately $350,000.

Droder says employees who go through the Centre are usually the biggest ambassadors of the program once they return to their regular departments. Another big ambassador of the program is WorkSafeBC (Workers' Compensation Board of British Columbia), who, along with Teck Highland Valley Copper Partnership, have developed a training DVD based on the Modified Work Centre, for the construction industry.

While many other companies do offer return-to-work programs, Teck Highland Valley Copper Partnership's dedicated Modified Work Centre may be one of a kind. For more information, please contact the Human Resources Department at (250) 523-3260.