Canadian Mining Industry Employment and Hiring Forecasts - MiHR

Occupational Forecasts of Employment and Hiring Requirements
This report also estimates hiring requirements by occupation, both nationally and by region. In all regions, the greatest
hiring requirements will occur in Trades and Undesignated Occupations, where approximately 31,980 workers will be
needed across Canada. This represents almost a third of the total hiring requirement by 2020. As shown in Table 3,
the other broad occupational categories expected to be in high demand are Supervisors, Coordinators and Foremen;
Professional and Physical Science Occupations; and Technical Occupations.
In terms of specific occupations, hiring requirements are projected to be highest for heavy equipment operators,
truck drivers, and underground production and development miners.
Table 3
Cumulative Hiring Requirements Forecasts – By Broad Occupational Categories
Baseline Scenario – 2012, 2015, 2020
2012 2015 2020
Trades and Undesignated Occupations 9,165 16,660 31,979
Supervisors, Coordinators and Foremen 1,798 3,281 6,258
Professional and Physical Science Occupations 1,094 1,989 3,810
Technical Occupations 909 1,657 3,204
Support Workers 835 1,509 2,777
Managers and/or Financial Occupations 623 1,136 2,127
Total 14,424 26,233 50,155
Source: Mining Industry Human Resources Council, Summer 2010.
Note: Total hiring requirements by occupation will not add to the total hiring requirement projected for Canada. This is because of data limitations in defining occupations for
the sector as discussed in Chapter 3.
Addressing the Challenge
The hiring forecasts presented in this report highlight the importance of the significant investment the industry continues
to make to attract and retain top talent. Human resources challenges will be the major constraint to economic growth
in Canada’s mining sector. Despite the increasing participation of new Canadians, Aboriginal peoples, women and older
workers in the mining workforce, demand for workers will be harder and harder to meet — partially due to an aging
workforce and partially due to fewer workers being available in the labour force. Economic performance, therefore, will
increasingly have to rely on improved productivity. Clearly, in light of the forecast results presented here, a proactive and
strategic approach will assist industry employers in planning for future workforce needs.
Broadly speaking, MiHR recommends a two-pronged approach. First, employers can continue their efforts to make the
most of all available sources of talent. There are many strategies for this approach, including creating a culture of inclusion
in the workforce, and increasing the representation of women, new Canadians and Aboriginal peoples. Second, the industry
can increase productivity through investments in workforce training and development, combined with emphasis on
innovation and support for technology advances.
2010 Employment and Hiring Forecasts
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