Conference of
Metallurgists COM 2009
August 25, 2009
Overview
• About the MiHR Council
• Profile of the Mining/Mineral Processing Industry Workforce
• Labour Market Forecasting
• Mining for Diversity: Industry Best Practices in Attraction
Recruitment and Retention
• Final Thoughts
About MiHR
About MiHR
Who we are:
• National Sector Council for the Minerals and Metals Industry
• 18-person Board of Directors
• 100+ Industry Leaders volunteer on our project committees
• PPP – Funded by HRSDC and industry
What we do:
• Identify national HR challenges and opportunities for the minerals and
metals industry
• Create national solutions through collaboration, partnerships and
synergy
MiHR Partners
• Industry employers
• National and provincial mining / exploration associations
• National organized labour groups
• Federal, provincial and territorial governments
• Post-secondary education and technical institutions
• Aboriginal and other interest groups
MiHR Priorities
Attraction, Retention
and Transition (ART)
Skills, Learning and
Mobility (SLM)
Research for Industry
Sustainability (RIS)
Tools and programs that increase
workplace diversity, aboriginal
participation, retain talent, promote
careers in the industry
National Occupational Standards,
Worker Certification, Training
Accreditation
Labour market information,
HR policy research, workforce
development research
MiHR Products
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Attraction, Retention
and Transition (ART)
Tools and programs that increase
workplace diversity, aboriginal
participation, retain talent, promote
careers in the industry
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Explore for More Brand & Career toolkit, Careers
website for industry
Virtual MineMentor
Speakers Bureau
Guide for Aboriginal Communities
Mastering Aboriginal Inclusion in Mining
Mining for Diversity
Mining in Society
MiHR Products
•
Skills, Learning and
Mobility (SLM)
National Occupational Standards,
Worker Certification, Training
Accreditation
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National Occupational Standards (NOS) for three
occupations: Underground Miner, Surface Miner, and
Mineral Process Operator
An additional three NOS under development
Worker Certification System
Training Program Accreditation System
MiHR Products
Research for Industry
Sustainability (RIS)
Labour market information,
HR policy research, workforce
development research
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Prospecting the Future - Sector Study
Provincial Labour Market Studies - Demand
Projections (Ontario, Saskatchewan, BC)
National LMI System for Mining including a web portal
- under development
Profile of the Mining/Mineral Processing Industry
Workforce
Breakdown of Mining Industry Workforce
Total Workforce
Percentage
Mining Industry – Total
Workforce
216,080
100 %
Mineral Extraction
161,430
74.7 %
Mineral Processing
54,650
25.3 %
Distribution of Mining Workforce Census 2006
Source: Statistics Canada Census 2006
Provincial/Territorial Data
Age Distribution of Mining Workforce (Census 2006Percentages)
Source: Statistics Canada Census 2006
National Data
Canadian Mining Workforce Educational Attainment
Source: Statistics Canada Census 2006
National Data
Distribution of Mining Workforce by Occupation Type
Source: Statistics Canada Census 2006
National Data
Distribution of Mineral Industry Employment by
Province/Territory
Gender Distribution of Mineral Industry Workforce
Average Wages & Salaries of Mineral Industry
Workforce
Demographic Distribution of Mineral Industry
Workforce
Labour Market Forecasting for the Mining
Industry
Mining Industry Employment Volatility
Optimistic
Neutral
Pessimistic
Historical Employment Growth Compared to Total
Production and Copper Prices
Copper Prices
Neutral, Pessimistic and Optimistic Forecasts for the
Number of Jobs, 1997 to 2007 Actual & 2008 to 2018
Forecast
35, 000
33, 000
O p t i mi s t i c
31, 000
For ecast
29, 000
27, 000
N eut r al
H i st or i c
al
25, 000
23, 000
P e s s i mi s t i c
21, 000
19, 000
17, 000
15, 000
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009f
2010f
2011f
2012f
2013f
2014f
2015f
2016f
2017f
2018f
Moderate Growth Scenario (2007)
Total
New Jobs
Year
Employment
Growth
Non-Retirement
Retirement
Requirements
2007
145,228
2,350
2,905
2,905
8,160
2008
147,578
2,361
2,952
3,099
8,412
2009
149,939
1,799
2,998
3,149
7,946
2010
151,739
1,669
3,035
3,187
7,890
2011
153,408
1,534
3,069
3,375
7,978
2012
154,942
1,937
3,099
3,409
8,444
2013
156,878
2,353
3,137
4,549
10,040
2014
159,232
2,548
3,184
4,777
10,509
2015
161,779
2,621
3,236
5,015
10,872
2016
164,400
2,663
3,288
5,096
11,048
21,835
30,903
38,561
91,299
Total
Replacement Requirements
Total Hiring
National Industry Contraction Scenario
Total
New Jobs
Year
Employment
Growth
Non-Retirement
Retirement
Requirements
2007
145,228
2 324
2 905
2 905
8 133
2008
147 552
-1 549
2 951
2 951
4 353
2009
146 002
-3 650
2 920
3 285
2 555
2010
142 352
-3 132
2 847
3 559
3 274
2011
139 221
-2 088
2 785
3 481
4 177
2012
137 132
-1 371
2 743
3 428
4 800
2013
135 761
0
2 715
4 073
6 788
2014
135 761
679
2 715
4 209
7 602
2015
136 440
1 364
2 739
5 185
9 278
2016
137 804
1 378
2 756
5 374
9 509
- 6 046
28 066
38 449
60 469
Total
Replacement Requirements
Total Hiring
Supply and Demand
Anticipated demand for between 60,000 and 90,000 new workers by
2018.
Projected shortages of:
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Physical Scientists and Engineers
Technicians and Technologists
Miners/Equipment Operators
Skilled Trades People
Support Staff
Mining for Diversity: Industry Best Practices
in Attraction, Recruitment & Retention
Why Workplace Diversity is Important:
“We need to do more in the industry as a whole to
encourage and support diversity. It has long been
an industry of white dudes and we’re not going to
survive if that’s how we continue to think.”
Mark Scott, HR Superintendent, Vale Inco
Purpose of Mining for Diversity
 Share best practices in the areas of HR Development
 Support industry in attracting, recruiting and retaining a
diverse workforce
 Raise awareness of industry HR challenges and collaborate
with stakeholders to develop sustainable HR practices
Research Methodology
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Phase 1: Employer Surveys
Phase 2: Industry Interviews
Phase 3: Comparison Industries
Phase 4: Key Informants
Participating Companies
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Albian Sands Energy Inc.
Bucyrus Canada Limited
Cameco Corporation
Caracle Creek International Consulting
Inc.
De Beers Canada Inc.
Diavik Diamond Mines Inc.
IAMGOLD Corporation
Inmet Mining Corporation
Iron Ore Company of Canada, Labrador
Lac des Iles Mines Ltd.
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Mines d'Or Wesdome - Complexe
minier Kiena
Mines Seleine
Mosaic Potash, Esterhazy
Northern Star Mining Corporation
Quebec Cartier Mining
Teck Cominco Limited
Vale Inco – Sudbury and
Manitoba Operations
Xstrata Nickel
Findings: Industry Practices
Research revealed some 60 innovative & proactive practices for a diverse
workforce:
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6 practices for women
9 practices for new Canadians
16 practices for youth
6 practices for mature workers
8 untargeted
10 practices from comparison industries
Mining for Diversity:
An Employers Guide
to Attract, Recruit, and
Retain a Diverse
Workforce
Mining for Diversity: Begin Here
Mining for Diversity: Target Sheets
Mining for Diversity: 3 Booklets
Mining for Diversity
Booklet Contents: Showcases
Mining for Diversity Booklet Contents: Spotlights and
Nuggets
IOC – ‘Grow our own’ Program
Women in IOC’s workforce jumped from 5% to 15% in approximately 36
months
• Awareness campaigns and programs to encourage acceptance of
women in non traditional roles
• Initiatives to support women as team leaders/first line supervisors
• Developing a women’s affinity group available to all women
employees
• Developing a college partnership that resulted in a significant
enrollment of employee spouses enrolling in the program
• Respectful workplace training for all employees resulting in the
company changing its number one value to respect
XSTRATA Nickel – OVERSEAS RECRUITING IN
TARGETED COUNTRIES
 When local talent was not available for key occupations
(experienced engineers) , Xstrata studied global talent in the
industry and assessed regions with high compatibility to living
and working in Sudbury, ON
 Poland was identified as an excellent match for Xstrata Nickel
 Company provides ample support for new international
recruits when they arrive and has an intensive on-boarding
process and competitive relocation packages
Mines d’Or Wesdome – Mature Workers
 Wesdome participates in a provincial organization called
“Stratégies focus 45 ans et plus”
 Speed-Jobbing
 Wesdome also participates in inter-industry employment
events offered through the federal government that are
targeted to older workers
Conclusion
Final Thoughts
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Demographics of an industry don’t change, regardless of the phase
in the commodity/business cycle
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Approx. 45% of the current workforce in mining is over 45
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BRIC Countries shift toward feed-intensive diets (potash), nuclear
power (uranium), infrastructure and manufacturing (base metals),
middle-class (diamonds, gold)
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Need to continue to develop labour market solutions that support
diversity, inclusion, skills recognition & mobility
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Mining in Canada is here to stay
THANK YOU
Ryan Montpellier, Executive Director
Rmontpellier@mihr.ca
Get involved - visit the MiHR blog www.mihr.ca