Canadian Mining Industry Employment and Hiring Forecasts - MiHR

Figure 11
Proportion of Mining Workforce Eligible to Retire
14%
12%
10%
8%
6%
4%
2%
0%
Currently eligible
Eligible in the
next 12 months
Eligible in the
next 1 to 2 years
Eligible in the
next 3 to 5 years
Source: Mining Industry Human Resources Council, 2010 National Employer Survey.
Workforce Participation Rates and Diversity
As the current mining workforce approaches retirement and the industry’s traditional labour pool shrinks, it is critical
that industry employers seek out and retain diverse sources of labour. Information on current workforce profile and
diversity strategies provide the foundation for building these initiatives.
According to MiHR’s employer survey, diversity and inclusion are priorities. Nearly half of responding organizations have
a formal policy or statement on diversity or inclusion. Generally speaking, these policies express an on-going commitment
to employment equity; representation based on the geographic regions in which the company operates; and fair
opportunities for all, based on skills and ability.
The top five business reasons for investments in developing policies and increasing representation of diversity
groups included:
• improved community relationships
• improved access to global talent
• legal requirements (e.g., Impact and Benefit Agreements)
• creating connections with stakeholders
• corporate social responsibility
Women in Mining
Compared to the Canadian labour force as a whole, women continue to be under-represented in the mining industry.
Although their participation has increased steadily (from just over 10 per cent in 1996 to 14 per cent in the 2006 Census),
22 Mining Industry Workforce Information Network