Canadian Mining Industry Employment and Hiring Forecasts - MiHR

Immigrants to Canada — particularly those who are recently established — have typically had lower employment rates
than the rest of the population. 22 What is more alarming is that unemployed recent immigrants also tend to have higher
levels of education 23 than the rest of the unemployed population in the labour force. Many factors contribute to
higher unemployment rates for immigrants, including lack of Canadian work experience; lack of recognition of foreign
credentials or work experience; a preference to settle mainly in large urban centres; and language and cultural barriers.
Nevertheless, mining employers are making great strides in attracting new Canadians. Several approaches are
producing positive results. Many employers are working to change perceptions among new Canadians that mining is
dirty, dangerous, and relatively “low tech.” Consequently, the industry is making efforts to improve new Canadians’
awareness about the work opportunities in the rural or remote areas where mining activities are typically located.
Finally, employers and professional associations are working together to establish and improve on foreign-credential
recognition programs and provide easy access to language training. This collaborative and integrated approach will
ensure smooth transition and integration of new Canadians into the mining labour market.
Summary
This chapter provided an economic overview of the Canadian mining industry and highlighted various labour market
trends that impact the availability and quality of labour, including employment, turnover, productivity, educational
attainment, compensation, labour relations, retirement projections and diversity.
Employment in the sector is highly volatile, is directly related to commodity prices and is inversely related to gains in
productivity. Paired with a rapidly aging workforce and lack of growth in the Canadian labour force, the sector will face
significant challenges in the near future in finding the right talent to fill vacant positions.
A two-faceted approach to meeting future workforce needs is recommended. First, industry employers are encouraged
to make the best use of all available talent and continue with efforts to make mining an attractive option for talent
groups such as women, Aboriginal peoples, new Canadians and youth. Second, economic growth will come through
improvements to productivity. To this end, employers should continue to make investments in workforce training and
development, and continue to support innovation and technological advances in the sector.
22 Statistics Canada, 2009 Labour Force Survey Review.
23 Statistics Canada, Study: Canada’s Immigrant Labour Market, Released in The Daily, September 2007.
26 Mining Industry Workforce Information Network