Canadian Mining Industry Employment and Hiring Forecasts - MiHR

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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
it is well below the labour force’s average participation rate of 47 per cent. Figure 12 shows that women’s participation in mining also remains lower than in other natural resources sectors where non-traditional roles are prevalent. Furthermore, in mining, women tend to be employed in administrative and clerical roles, as shown in Figure 13. Figure 12 Proportion of Women in Natural Resource Industries Proportion of Women in the Workforce 22% 20% 18% 16% 14% 12% 10% 1996 1998 2000 2002 2004 2006 Census Year Mining and exploration Forestry and logging Fishing, hunting and trapping Oil and gas extraction Source: WIM Canada, Ramp-Up: A Study on the Status of Women in Canada’s Mining and Exploration Sector, 2010. Figure 13 Proportion of Women in Select Mining Occupations 100% 80% Women Men 60% 40% 20% 0% 15 to 24 years Management — except administration and corporate services 25 to 34 years Management — administration and corporate services 35 to 44 years Professional — technical and scientific Professional — administration and corporate services 45 to 54 years Technical and skilled trades 55 to 64 years Labour, service and production Clerical and support Source: WIM Canada, Ramp-Up: A Study on the Status of Women in Canada’s Mining and Exploration Sector, 2010. 2010 Employment and Hiring Forecasts 23
Page 1 and 2: Canadian Mining Industry Employment
Page 3 and 4: Table of Contents Executive Summary
Page 5 and 6: List of Tables and Figures Table 1
Page 7 and 8: Executive Summary The Canadian mini
Page 9 and 10: Table 1 Total Hiring Requirements F
Page 11: Occupational Forecasts of Employmen
Page 14 and 15: Background A main strategic objecti
Page 16 and 17: The NOC-S system 4 was developed by
Page 18 and 19: Table 4 Canada’s Top 10 Minerals
Page 20 and 21: Figure 3 Labour Productivity and Em
Page 22 and 23: under-represented groups. As noted
Page 24 and 25: Figure 7 Average Benchmark Hourly W
Page 26 and 27: Results from MiHR’s 2010 National
Page 30 and 31: In 2010, Women in Mining (WIM) Cana
Page 32 and 33: Immigrants to Canada — particular
Page 34 and 35: • an online portal where stakehol
Page 36 and 37: Table 7 presents the cumulative cha
Page 38 and 39: Table 9 Cumulative Hiring Requireme
Page 40 and 41: The top occupations in terms of hir
Page 42 and 43: if metal and mineral prices decline
Page 44 and 45: As shown in Figure 17, changes in e
Page 46 and 47: Figure 18 Total Hiring Requirements
Page 48 and 49: Table 17 Cumulative Hiring Requirem
Page 50 and 51: Table 20 shows the occupations with
Page 53 and 54: 4 Discussion In the near future, th
Page 55 and 56: Appendix A This appendix outlines t
Page 57 and 58: Appendix B This Appendix lists the
Page 60: www.mihr.ca • www.mininghrforecas

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