hiring requirements available talent 10 year

8/10/2019 Hiring Requirements Available Talent 10 Year

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Canadian Mining Industry Employment,

Hiring Requirements and Available Talent

10-year Outlook


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This project is funded in part by the Government of Canada.

The opinions and interpretations in this publication are those of the author and do not necessarily reflect those

of the Government of Canada.

Copyright 2013 Mining Industry Human Resources Council (MiHR)

All rights reserved. The use of any part of this publication, whether it is reproduced, stored in a retrieval system,

or transmitted in any form or by means (including electronic, mechanical, photographic, photocopying or recording),

without the prior written permission of MiHR is an infringement of copyright law.

For more information, contact:

Mining Industry Human Resources Council

260 Hearst Way, Suite 401

Kanata, Ontario K2L 3H1

Tel: 613-270-9696

Fax: 613-270-9399

Email: [email protected]

Or visit the website at:

www.mininghrforecasts.ca

www.mihr.ca

Published May 2013


3/68CANADIAN MINING INDUSTRY 10-YEAR HR OUTLOOK i

Table of Contents

Executive Summary .......................................................................................................... 1

National Forecasts of Employment and Hiring Requirements ....................................................... 2

Available Talent ............................................................................................................................ 3Understanding the Gaps ............................................................................................................. 4

Mining Labour Market Trends ...................................................................................................... 5

Summary..................................................................................................................................... 6

1 Background and Overview ......................................................................................... 7

Updates and Enhancements to MiHRs Outlook and Analysis ...................................................... 8

Hiring Requirements Forecast Model Enhancements ............................................................. 8

New This Year: Available Talent Forecasts ............................................................................. 9

Province- and Region-Specific Reports ................................................................................. 10

Industry Definition and Scope ...................................................................................................... 11

About the Report ......................................................................................................................... 11

2 Canadian Economic Overview and Mining Industry Trends ................................... 12

Canadian Outlook Private Sector Forecasts ............................................................................ 12

Mining Industry Economic Overview and Outlook ........................................................................ 13

Value of Mineral Production ................................................................................................... 13

Commodities ......................................................................................................................... 14

3 Canadas Mining Labour Market ............................................................................... 17

Canadian Mining Industry Employment ........................................................................................ 17

The Aging Mining Workforce ........................................................................................................ 19

Retirement ............................................................................................................................ 19

New Approaches to Retirement............................................................................................. 20

Compensation and Wages .......................................................................................................... 21

Educational Attainment ................................................................................................................ 22

Knowledge Workers .............................................................................................................. 23

Diversity ...................................................................................................................................... 24

Aboriginal Participation in Mining ........................................................................................... 25

Immigrants ............................................................................................................................ 26

Women in Mining .................................................................................................................. 27

Summary..................................................................................................................................... 28

4 National Hiring Requirements Forecast ................................................................... 29Net Change in Employment ......................................................................................................... 29

Replacement Requirements ......................................................................................................... 30

Retirements........................................................................................................................... 30

Non-Retirement Separations................................................................................................. 30

Cumulative Hiring Requirements Forecasts ................................................................................. 31

Forecast by Sector ................................................................................................................ 33

Forecast by Occupation ........................................................................................................ 35

Mining Labour Market Trends ...................................................................................................... 36


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5 Available Talent ........................................................................................................... 38

Forecasting Available Talent ......................................................................................................... 38

Cumulative Total Available Talent ................................................................................................. 39

Available Talent by Occupation .............................................................................................. 40

Labour Market Pressures ............................................................................................................ 40

6 The Talent Gap ............................................................................................................ 42

The Canadian Mining Talent Gap ................................................................................................. 43

Retaining and Developing ............................................................................................................ 46

Occupational Analysis ........................................................................................................... 47

Knowledge Workers .............................................................................................................. 47

Changing Nature of Retirement ............................................................................................. 47

Mid-Career Attrition ............................................................................................................... 48

Increasing Minings Share ............................................................................................................ 48


Career Awareness ................................................................................................................. 49

Growing the Talent Pool ............................................................................................................... 50


Management Training for Technical Workers .......................................................................... 50

Mining Worker Certification .................................................................................................... 51

Aboriginal Workplace Readiness........................................................................................... 51

Provision of Training .............................................................................................................. 51

Workforce Optimization ......................................................................................................... 52

Summary..................................................................................................................................... 52

Appendix A ........................................................................................................................ 53

Hiring Requirements Forecast Methodology ................................................................................ 53

Appendix B ........................................................................................................................ 55

Available Talent Model Inputs and Assumptions ..................................................................... 55

Employment by Occupation .................................................................................................. 55

Migration ............................................................................................................................... 55

School Leavers ..................................................................................................................... 56

Retirements ........................................................................................................................... 56

Other Entrants ....................................................................................................................... 56

Other Leavers ....................................................................................................................... 56

Appendix C ........................................................................................................................ 57

Industry Definition and Scope ...................................................................................................... 57The Mining Sector, Industry Classifications ............................................................................ 57

Occupation Classification ...................................................................................................... 58


5/68CANADIAN MINING INDUSTRY 10-YEAR HR OUTLOOK ii i

List of Figures

Figure 1: Product Mix, by Province (Share of Mineral Sales) ........................................................... 10

Figure 2: Value of Mineral Production, Canada ($ Billions) .............................................................. 14

Figure 3: Historical and Forecasted Price Movements of Coal and Copper ................................... 15Figure 4: Historical and Forecasted Price of Gold and Silver .......................................................... 15

Figure 5: Metals and Minerals Price Index (MMPI) and

Mining Gross Domestic Product (GDP) ............................................................................ 16

Figure 6: Sales by Industry Segment .............................................................................................. 16

Figure 7: Employment in the Mining Industry and its Prominent Sectors (20002012) .................... 18

Figure 8: Gross Domestic Product (GDP) and Employment in Canadas Mining Industry

(19872010).................................................................................................................... 18

Figure 9: Age Group Distribution in Canadian Mining, 2011 ........................................................... 19

Figure 10: Projected Retirement Rates by Educational Attainment in Canadian Mining ..................... 20

Figure 11: Average Hourly Wages for Selected Job Titles in Mining,

by Commodity Produced ($CAD/Hour) ........................................................................... 21

Figure 12: Proportion of Mining Labour Force by Highest Level of Educational Attainment .............. 22

Figure 13: Change in Graduation Rates and Gross Domestic Product (GDP) in Canada .................. 23

Figure 14: Participation of Aboriginal Peoples, Immigrants and Women ........................................... 24

Figure 15: Aboriginal Communities and Mining and Exploration Agreements in Canada, 2012 ......... 25

Figure 16: Proportion of Immigrants in Labour Force ....................................................................... 26

Figure 17: Proportion of Women in Natural Resource Industries, 2012 ............................................. 27

Figure 18: Proportion of Women in Select Mining Occupations ........................................................ 28

Figure 19: Cumulative Hiring Requirements Forecasts, by Scenario 20122023 .......................... 31

Figure 20: Annual Hiring Requirements Forecasts, Baseline Scenario 20132023 ....................... 32

Figure 21: Annual Hiring Requirements Forecasts, Exploration

Baseline Scenario 20132023 .................................................................................... 33

Figure 22: Annual Hiring Requirements Forecasts, Mining (Extraction)


Figure 23: Annual Hiring Requirements Forecasts, Mineral Processing


Figure 24: Annual Hiring Requirements Forecasts, Mining Support Services


Figure 25: A Model of Available Talent for Mining ............................................................................. 39

Figure 26: Focus on Retention and Development

Projected Gaps to 2023 ............................................................................................. 46

Figure 27: Increase Minings Share of Talent


Figure 28: Grow the Talent Pool


Figure A1: Employment and Hiring Requirements Forecasting Model ............................................... 54


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List of Tables

Table 1: Cumulative Hiring Requirements Forecasts, by Scenario 2015, 2018, 2023 ............... 2

Table 2: Cumulative Hiring Requirements Forecasts, by Industry Sector

Baseline Scenario to 2023 .......................................................................................... 2Table 3: Cumulative Hiring Requirements Forecasts, by Broad Occupational Categories

Baseline Scenario 2015, 2018, 2023 .......................................................................... 3

Table 4: Cumulative Available Talent, 66 Occupations 2015, 2018, 2023 ................................. 3

Table 5: Cumulative Available Talent, by Broad Occupational Categories to 2023 .................... 4

Table 6: The Talent Gap and Challenge, Baseline Scenario 2015, 2018, 2023 ......................... 4

Table 7: The Gap and Challenge, by Broad Occupational Categories

Baseline Scenario to 2023 .......................................................................................... 5

Table 8: Average Private-Sector Forecasts ................................................................................... 13

Table 9: Cumulative Hiring Requirements Forecasts, by Scenario to 2023 ............................... 31

Table 10: Cumulative Hiring Requirements Forecasts, by Scenario 2015, 2018, 2023 ............... 32

Table 11: Cumulative Hiring Requirements Forecasts, by Industry Subsector


Table 12: Hiring Requirements Forecasts, by Broad Occupational Categories


Table 13: Cumulative Available Talent, all Sectors and Mining

66 Occupations 2015, 2018, 2023 ............................................................................. 39

Table 14: Cumulative Available Talent, by Broad Occupational Categories

66 Occupations to 2023 ............................................................................................. 40

Table 15: Labour Pool Pressures, by Occupation ........................................................................... 41

Table 16: Cumulative Occupational Breakdown of Hiring Needs and Available Talent to 2023 .... 43


7/68CANADIAN MINING INDUSTRY 10-YEAR HR OUTLOOK 1

EXECUTIVE SUMMARY

The mining industry is a pillar of the Canadian economy yet its future is threatened by

considerable labour market challenges. This 2013 national mining labour market outlook

continues to send this urgent message. Over the next 10 years, minings projected hiring

requirements exceed 145,000 workers representing more than half the current workforce and human resources challenges continue to cast shadows over the industry. The aging

of the Canadian population and the workforce; loss of industry knowledge and experience;

a lack of young people with the right skills to fill vacant positions; and the need to attract and

develop diverse groups (women, immigrants and Aboriginal peoples) will present the mining

sector with critical challenges in meeting future needs.

Skills and labour shortages are top-of-mind issues for mining employers. A deep

understanding of current labour market trends, valid projections of future needs, and

a clear picture of the potential sources of labour to meet these needs, all provide a

necessary foundation for proactive, coordinated and cooperative industry strategies to

address the looming labour market issues. Building this foundation will ensure that jobseekers find the opportunities and have the right skills to meet industry hiring needs.


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NATIONAL FORECASTS OF EMPLOYMENT

AND HIRING REQUIREMENTS

The Canadian mining industry currently employs nearly 235,000 workers in exploration and development, mining and

quarrying, support services for mining, and mineral processing. MiHRs forecasting Model uses economic factors to

predict employment and then calculates replacement requirements due to retirement and other attrition factors. Netchange in employment is combined with replacement requirements each year to produce estimates of total hiring

requirements, under three economic scenarios over a 10-year horizon. Under a baseline scenario, hiring requirements

in the Canadian mining industry are expected to be more than 145,800 by 2023 (over half the current workforce). Even

under a contractionary scenario, the industry will need to hire almost 116,800 workers. In an expansionary scenario,

hiring requirements are projected to reach more than 199,000. This outlook underscores the urgency of the impending

human resources challenge.

CUMULATIVE HIRING REQUIREMENTS

2015 2018 2023

Contractionary 19,770 46,560 116,850

Baseline 34,500 69,800 145,870

Expansionary 52,240 102,100 199,150

Source: Mining Industry Human Resources Council, 2013

Hiring requirements under a baseline scenario were further broken down by industry sector, revealing different levels of

need. While worker-intensive segments of the industry are projected to need large numbers of workers (e.g., mining and

quarrying, and mineral processing), other segments of the sector that employ large numbers of knowledge workers

and professionals (e.g., exploration and support services) will need to replace larger portions of the current workforce,

with long education and training lags to meet demands.

EMPLOYMENT

IN 2013

NET CHANGE IN

EMPLOYMENT

REPLACEMENT REQUIREMENTSCUMULATIVE HIRING

REQUIREMENTSRETIREMENT NON-RETIREMENT

Exploration 51,395 -1,935 13,075 10,550 21,690

Mining and Quarrying

(except oil and gas) 70,690 10,425 20,965 16,860 48,255

Mineral Processing 72,080 17,136 22,555 18,120 57,810

Support Activities

for Mining40,650 -1,040 10,595 8,545 18,100


Table 1: Cumulative Hiring Requirements Forecasts, by Scenario 2015, 2018, 2023

Table 2: Cumulative Hiring Requirements Forecasts, by Industry Sector

Baseline Scenario to 2023



Cumulative hiring requirements are also reported by broad occupational category under a baseline scenario. This

breakdown illustrates the hiring needs for each occupation with the greatest need for trades and undesignated

occupations, technical occupations, and professional and physical science occupations.

2015 2018 2023

Trades and Undesignated Occupations 11,125 22,510 47,055

Professional and Physical Science Occupations 1,920 3,880 8,100

Human Resources and Financial Occupations 740 1,485 3,110

Support Workers 1,095 2,235 4,665

Technical Occupations 1,725 3,470 7,250

Supervisors, Coordinators and Foremen 2,190 4,415 9,230

All Other Occupations 15,705 31,805 66,460

Total 34,500 69,800 145,870


AVAILABLE TALENT

When facing large hiring requirements, it is natural to wonder where the industry will find all the talent it needs.

New this year is MiHRs Model of Available Talent, which projects all new entrants for each of 66 core mining

occupations from three main sources: school leavers, immigrants and others who are generally people

who switch occupations or re-enter the workforce after temporarily leaving it.

Forecasts of new labour market entrants from these entry points are used to estimate the available talent to meet

future hiring requirements over a 10-year period. The annual supply of workers in all industries was calculated across

the 66 occupations of interest. The Canadian mining industrys share of this supply was then estimated based on

historic trends of the flow of workers from these occupations into the mining industry.

CUMULATIVE AVAILABLE TALENT 2015 2018 2023

Total entrants for 66 occupations, all industry sectors 386,275 768,800 1,397,560

Minings share of entrants for 66 occupations (assuming the historical rate of attraction) 16,440 33,380 63,350


Table 3: Cumulative Hiring Requirements Forecasts, by Broad Occupational Categories

Baseline Scenario 2015, 2018, 2023

Table 4: Cumulative Available Talent, 66 Occupations 2015, 2018, 2023



The proportion of the available talent entering mining varies, depending on how specific an occupation is to the mining

industry. For example, the mining industry attracts approximately one per cent of human resources and financial

workers, but attracts 12 per cent of available supervisors, coordinators and foremen, and almost 100 per cent of

underground miners.

MININGS SHARE

OF AVAILABLE

TALENT (NUMBER

OF WORKERS)

TOTAL AVAILABLE

TALENT, ALL

SECTORS (NUMBER

OF WORKERS)

MININGS HISTORIC

PROPORTION OF

AVAILABLE TALENT

(PER CENT)

Trades and Undesignated Occupations 39,180 586,200 7%

Professional and Physical Science Occupations 7,200 159,360 5%

Human Resources and Financial Occupations 2,630 212,550 1%

Support Workers 3,470 277,020 1%

Technical Occupations 4,490 108,520 4%

Supervisors, Coordinators, and Foremen 6,420 53,890 12%


UNDERSTANDING THE GAPS

With forecasts of hiring requirements and available talent for each of the 66 core mining occupations under a baseline

scenario, it is now possible to analyze the gaps between hiring needs and the talent pool that will be available. Overall,

it is predicted that the available talent for the selected 66 occupations will not be sufficient to meet the forecasted hiring

requirements over the short, medium, and long terms under a baseline scenario. The industry is expected to attract only

63,350 new entrants to the labour pool to meet a hiring need of more than 79,410 workers by 2023.

THE TALENT GAP 2015 2018 2023

Hiring Requirements for Selected 66 Occupations 18,795 37,995 79,410

Available Talent Minings Share of Labour Pool 16,440 33,380 63,350

Gap -2,355 -4,615 -16,060

THE CHALLENGE

All Entrants Selected Occupations 386,275 768,800 1,395,015

Needed Share to Meet Hiring Requirements (%) 5% 5% 6%


Table 5: Cumulative Available Talent, by Broad Occupational Categories to 2023

Table 6: The Talent Gap and Challenge, Baseline Scenario 2015, 2018, 2023



Three underlying trends emerge in gap analysis. For some occupations (e.g., electricians, truck drivers) there is a

large pool of talent but minings ability to attract new talent falls short of projected needs. In other words, mining

must compete with other sectors to attract talent away from other sectors.

For other occupations (e.g., underground miners, supervisors in mining and quarrying) there will not be enough workers

in the projected talent pool to meet the industrys needs. To fill these gaps, the mining industry must coordinate efforts

with education and training, immigration services and even other sectors, to attract new talent and grow the labour pool.

The third trend revealed conditions where there will be just enough available talent to meet the industrys projected

needs for some occupations (e.g., geoscientists). However, this does not mean the industry can ignore these occupation

groups. The gap analysis assumes a status quo where the industry retains the current workforce and continues to

engage its traditional share of the talent pool. Achieving the status quo will become increasingly challenging, as the

Canadian labour market heats up and other sectors compete for the same talent.

THE NEED AVAILABLE TALENT & GAP THE CHALLENGE

CUMULATIVE

HIRING

REQUIREMENTS

AVAILABLE

TALENT

MININGS

SHARE GAP

TOTAL

AVAILABLE

TALENT

ALL SECTORS

MININGS

SHARE

MININGS

REQUIRED

SHARE

Trades and Production 47,055 39,180 -7,875 586,200 7% 8%

Professional and Physical Sciences 8,100 7,200 -900 159,360 5% 5%

Human Resources and Financial 3,110 2,630 -480 212,550 1% 1%

Support Workers 4,665 3,470 -1,195 277,020 1% 2%

Technical 7,250 4,490 -2,760 108,520 4% 7%

Supervisors, Coordinators, Foreman 9,230 6,420 -2,810 53,890 12% 17%


MINING LABOUR MARKET TRENDS

The forecasts and gap analyses presented in this report indicate that the Canadian mining industry will be affected

by a number of trends and HR issues over the next decade:

The greatest hiring requirements will be in the trades and production occupations. Certification and recognition

of this essential group in the mining workforce is imperative to attract new workers to fill needs and to retaincurrent workers to ensure the needs are not compounded with unforeseen losses.

The demographics of the aging workforce, a lack of young people entering the industry, and projected retirement

rates all point to a knowledge and experience crisis. Mentorship and development of younger workers will be

essential to filling the knowledge gap.

The industry faces losses of important talent in leadership positions over the forecast horizon and the leadership

pipeline is thin. Succession planning and leadership development initiatives will be needed to address this gap.

Table 7: The Gap and Challenge, by Broad Occupational Categories

Baseline Scenario to 2023



Immigration will be a key source of talent for meeting future needs. Attracting immigrants to remote locations

and foreign-credential recognition improvements will both be part of a mosaic of solutions.

Young people are not attracted to mining. To meet future needs, increased efforts in career awareness and youth

outreach are needed.

Women are broadly under-represented in Canadian mining at 16 per cent of the workforce. Mining falls short of

other resource sectors (e.g., oil and gas, 30 per cent; and utilities, 24 per cent) in employing women. Further, womenare employed mainly in administrative and office roles, with very few employed in trades and production roles.

The mining industry is a major employer of Aboriginal peoples but they are mainly found in entry-level and support

roles. Industry and education partnerships to provide advanced education opportunities for local Aboriginal peoples

will help ensure sound socio-economic development and address industry gaps in knowledge worker roles.

Education and training partnerships are important, particularly given the demonstrated gaps and the projected

needs for highly skilled and highly educated workers; however, initiatives take time to implement and strategy

development requires immediate action.

SUMMARY

The Canadian labour market as a whole faces significant challenges over the next 20 years. This is primarily due to an

aging and shrinking population and the pending retirement wave of Canadas baby boomers. These demographics will

put significant pressures on the Canadian economy and living standards over the next few decades.

The labour market conditions in the mining industry are particularly dire. Unique industry-specific characteristics layered

on top of Canadian labour market trends extensively compound the issues. The mining workforce is older and retirement

ages are younger than in the rest of Canadas labour force. In fact, current and looming retirements create the bulk of

projected hiring requirements for the industry over the next 10 years. There is also little inflow of younger workers to

offset the exits of older workers. On top of this, key labour market groups, such as immigrants and women, are severely

under-represented in the mining workforce with participation rates at a fraction of those observed in other sectors.

The labour market indicators point to a crisis; the industry needs people but this is only part of the story. The industrymust address the burning question that immediately follows where are these future workers going to come from?

Immigrants and Aboriginal peoples are essential to addressing minings HR needs, but challenges exist with both of

these talent groups. On one hand, participation rates of immigrants are considerably lower than for the rest of the labour

market. Employment in mining is highly sensitive to economic uncertainty, and diverse populations particularly

immigrants, women and youth are easily deterred from pursuing career options in the sector. On the other hand, the

mining industry is the single-largest employer of Aboriginal peoples, with participation rates that well outperform the

rest of the Canadian labour market. Aboriginal people represent the greatest potential as a source of future labour supply

for the industry.

Solutions to the pending crisis will require coordinated and cooperative efforts among all stakeholders. The responsibility to

address hiring requirements and talent gaps does not rest with industry employers alone, but also with industry associations,community stakeholders, education and training institutions, and governments. Ensuring that all stakeholders work together

to attract and retain talent is critical not only to the mining industry, but to the Canadian economy as a whole.



1BACKGROUND AND OVERVIEW

No matter what happens in the economy, skills and labour shortages will remain a significant

challenge for the Canadian mining industry over the next decade. The 2013 forecasts

presented in this report predict a hiring requirement of more than 145,000 workers by 2023,

under a conservative baseline scenario a number that represents nearly two-thirds of thecurrent workforce. This outlook report also provides a forecast of available talent, as well as

analysis of the gaps in meeting the forecast needs for each occupation. Projections indicate

that for core mining occupations, the industry will attract slightly more than 63,000 workers

over the next 10 years, to meet a requirement of almost 80,000.

The Mining Industry Human Resources Councils (MiHRs) 2013 labour market forecasts show

critical shortages in many mining occupations through to 2023. Without a proactive mitigation

strategy, underground production and development occupations, and key supervisory and

management positions will face gaps between their forecasted needs and the available talent

pool. Even for occupations where the pools of available talent will be comfortably sized as

is the case with many professional sciences occupations the industry will not meet itsneeds unless it attracts more people away from careers in other sectors.

Efforts to retain and develop the current workforce remain essential. Skills and labour

shortages are not unique to mining and pose challenges for the Canadian labour market

as a whole. In the decade ahead, competition will be fierce for talent with particular skills

and experience, as all industry sectors strive to address labour shortages. This competition



will impact worker mobility across sectors. Workers may opt to leave mining to find employment in other sectors for

perceived higher wages, better conditions, less remote living or shorter commutes causing a significant loss of

valuable industry knowledge and experience. The projected skills gaps and labour shortages presented in this report

could be worsened by any systematic erosion of the current workforce.

Over the next decade, coordinated strategies among government, industry and education will be essential in meeting

the industrys needs. Many young Canadians entering the labour market do not have the needed skills to fill theavailable jobs and struggle to find work after leaving education programs. At present, the mining industry cooperates

and collaborates with universities and colleges to ensure appropriate education and training; however, the numbers

of graduates with the requisite skill sets continue to be below the industrys projected hiring requirements.

UPDATES AND ENHANCEMENTS TO MiHRS OUTLOOK AND ANALYSIS

MiHRs forecasting and analysis includes several updates and enhancements from previous years forecasts. MiHR has

improved and developed the input variables and equations used to predict industry employment to allow for greater

precision. Retirement rates have been updated to include factors related to level of education and likelihood of continued

participation in the labour market. The outlook also now includes a forecast of labour supply that predicts the available

talent for each occupation. And finally, a gap analysis of hiring requirements and available talent for each occupation

reveals trends and patterns that provide new insight into strategies to effectively address the gaps.

HIRING REQUIREMENTS FORECAST MODEL ENHANCEMENTS

MiHR uses an econometric model to forecast employment and hiring requirements over a 10-year horizon for

three economic scenarios baseline, contractionary and expansionary. The econometric model includes three main

elements: net change in employment, retirement replacements, and replacements due to all other separations. The

forecast numbers for each of these elements are then added together to provide the overall hiring requirements. For

the baseline scenario, hiring requirements are presented for each industry sub-sector (exploration and advanced

development, extraction, processing, and support services for exploration and mining) and also for each of 66 core

mining occupations.

Employment and hiring requirements forecasts reflect direct employment in the Canadian exploration and mining industry.

Incidental or secondary employment that results as a consequence of industry activity is outside the scope of this report.

Net Change in Employment

The forecasts predict future employment on the basis of the historical relationship between employment and economic

conditions in Canadian mining. This relationship is modelled for each province, based on its unique mix of mining activities

and commodities; and a national estimate is created. Several economic indicator variables are tested, including minings

Gross Domestic Product (GDP), commodity prices, productivity and output sales. The main predictors of employment in

Canadian mining are GDP and productivity. Regression analysis of historic trends creates a model that uses consensusforecasts for the various indicators to predict future employment levels in the mining industry.

This modelling exercise requires extensive data inputs that MiHR collects from a variety of sources. Data on economic

indicators comes mainly from Statistics Canada, Natural Resources Canada, other provincial and territorial sources,

international indices (e.g., World Bank commodity-price forecasts), and private sector indices and forecasts.

Demographic inputs are also collected from Statistics Canada and other public sources, and from MiHRs industry



survey of Canadian exploration and mining employers. This survey is conducted regularly and provides information

on current employment and the demographics of the workforce; future intentions for expansion and development;

and the HR challenges or issues employers face.

Model outputs are validated and verified, using independent findings from MiHRs survey and extensive industry

consultation. MiHR conducted labour market surveys, interviews, and focus group sessions across Canada in 2012.

This research with over 160 industry employers in eight different regions informed the forecast analysis and validation.Total employment is predicted for each year of the forecast. Net change in employment from year to year is then

calculated and used as the input for each year, along with replacement requirements, to calculate a hiring requirement.

Retirement Rates

MiHR projections of retirements estimate the probability that an individual will retire, given his or her unique demographic

characteristics. Retirement behaviour depends on many factors that are difficult to measure and predict (e.g., family

circumstances, financial stability, health and wellbeing, societal pressures, career enjoyment and engagement). MiHRs

Model quantifies and approximates retirement based on labour market participation of individuals of different ages and

educational attainment levels.

Other Separations

People leaving the mining labour force for reasons other than retirement are captured as other separations in MiHRs

hiring requirements forecasts. Other separations include long-term leaves, movement to other sectors, emigration and

mortality. Data analysis and research estimate the non-retirement-related separation rate to be approximately two per

cent for the Canadian mining industry. This rate may be higher or lower in various regions across the country, depending

on factors such as labour market mobility and competition from other regional sectors. The national separation rate

represents the total activity for all of Canada.

NEW THIS YEAR: AVAILABLE TALENT FORECASTS

New in this years outlook is a model of labour supply for Canadian exploration and mining that projects the amount

of new available talent over the forecast horizon. MiHRs Available Talent Model projects, for each occupation, the pool of

labour the industry is expected to draw from, and then predicts the proportion that the industry will successfully attract

each year. The share of talent predicted to flow into mining reflects the industrys traditional capacity to attract and

retain talent for a particular occupation.

Forecasts of available talent were prepared for 66 core mining occupations that make up nearly two-thirds of the industrys

total employment. The forecast begins with the previous years labour pool and considers the flows of workers into and out

of the labour pool during the year. The primary sources of new entrants to the mining labour market are individuals leaving

school; individuals migrating to Canada to work; and those workers that are changing occupations or re-entering the labour

market after an absence. The cumulative total of new entrants into the mining industry over the forecast period represents

the available talent for each occupation.

Estimates of hiring requirements under a baseline scenario are then compared to the number of new workers available

for each occupation, to provide an understanding of the gaps and trends. Three broad categories of gaps were uncovered.

The first type of gap is a case where the need is large and the total available talent is small, so there will not be enough

individuals in the total labour pool to meet the projected hiring requirements. To address this gap category, the industry

must attract all new talent and increase the numbers of new entrants.



In the second case, the need is large and the talent pool is larger; yet, the number of entrants the industry traditionally

attracts will not meet its needs. In this case, there will be a healthy-sized labour pool, so to address the gaps, the

industry must compete against other sectors and attract more than its traditional share of talent.

The third category of gap involves conditions where the need and the available talent the industry traditionally attracts

are fairly well-balanced. In this case, the industry must strive to retain and make the best use of the workforce it already

engages. However, this does not mean that the industry can ignore these occupations. As the competition for talentheats up among all industries, mining will have to work harder to hold onto the talent it already attracts and engages.

PROVINCE- AND REGION-SPECIFIC REPORTS

This report provides a national outlook and highlights the trends and issues the Canadian mining industry faces as a

whole. It aims to provide insight on a national, coordinated, cooperative strategy to address the hiring requirements

gaps. Forecasts for the baseline scenario are also broken down for industry sub-sector and occupation-level analysis.

While national-level reporting and analysis is informative and important for over-arching issues that the industry shares

as a whole, each province and region has unique context and issues for example, a different product mix as

illustrated in Figure 1). In previous outlook reports, data limitations for Model inputs limited the capacity for provincialand regional analysis. This resulted in groupings of provinces that forced aggregations (e.g., the three territories into

one Northern forecast and the three Prairie Provinces into one Prairies forecast), which in turn resulted in dilution

of local contexts in analysis and led to broad-level recommendations.

Source: Mining Industry Human Resources Council, 2013; The Conference Board of Canada, 2012

*Note: in some cases a known commodity for a province is not represented due to data limitations and privacy suppressions (e.g., Alberta, coal; Northwest Territories,

tungsten). Please refer to the Mining Association of Canadas Facts and Figures 2012for a list of operating mine sites and commodities in each province and territory.

Figure 1: Product Mix, by Province (Share of Mineral Sales)*

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Other metals

Other non-metallic minerals

Diamond

Gold and silver

Stone, sand, gravel and ceramic

Coal

Potash

Copper, nickel, lead and zinc

NuNWTYKBCABSKMBONQCNBNSNL



MiHR now provides customized forecasting and analysis for provincial and regional stakeholders in separate reports.

These analyses and reports are produced on demand and respond to the unique context of the region in question.

Provincial and regional partners, along with other stakeholders, commission custom analysis. Models and forecasts are

specified to the unique mix of commodities (see Figure 1), operations, economic and labour market conditions, location,

and human resources (HR) challenges in each region. Gap analysis and discussion then pinpoint the solution strategies

that make sense, given that regions dynamics.

MiHR has recently conducted detailed analysis in Saskatchewan (2011), British Columbia (2012), six local districts in

northern Ontario (2012) and Yukon (2013). These tailored reports discuss the anticipated needs, supply and gaps for

each province and region. While a national strategy is necessary and many umbrella issues exist, these reports highlight

the fact that local interpretation of that national strategy is essential. To learn more about contributing to this important

work, or to discuss your own labour market research needs, please email [email protected] visit www.mihr.ca.

INDUSTRY DEFINITION AND SCOPE

MiHR defines the mining industry as including all phases of the mining cycle: exploration, development, extraction,

processing and reclamation. The MiHR forecasts presented in this report include exploration and development;

mining and quarrying; support services and contractors (not including oil and gas); iron and steel mills and ferro-alloy

manufacturing; and alumina and aluminum and other non-ferrous metal production and processing. Statistics Canadas

North American Industry Classification Codes (NAICS) are used to define the mining industry. There is no single NAICS

code or set of codes that directly correspond to all phases of the mining cycle. Details on the NAICS codes included in

MiHR forecasts are found in Appendix C.

ABOUT THE REPORT

This report is broken into three main sections. The first section consists of an overview of economic conditions and

trends in the mining labour market, followed by a section outlining the hiring requirements and available talent forecasts

for the mining industry. The final section of the report provides a national-level gap analysis of the forecasted hiringrequirements and available talent, along with discussion of trends in the observed gaps and possible options for

attracting more workers to meet future industry needs.
mailto:[email protected]://www.mihr.ca/http://www.mihr.ca/mailto:[email protected]



The Canadian economy was resilient and responsive in 2012, and despite a tenuous global

recovery, Canada experienced sustained growth in the domestic economy. Looking forward,

Canadas economic outlook remains positive, amid continued global economic uncertainty.

Despite a cautious mood among investors and the business community, Canadas economicgrowth is expected to be modest in the near term, with moderately increasing demand for

its natural resources and production.

However, the global economic environment remains volatile and uncertain. The ongoing

European crisis and its impact on growing economies, including China, remains a drag

on world economies. In addition, the political disruption in developing nations continues

to create global instability and threatens economic growth.

CANADIAN OUTLOOK PRIVATE SECTOR FORECASTS

Canada regularly surveys private-sector economists on their outlooks for the Canadianeconomy. An outlook that combines the consensus view of 14 private sector forecasts

(see Table 8) predicts Canadas real GDP growth to be 2.2 per cent in the first quarter of

2012; 2.1 per cent over the remainder of 2012; and 2.0 per cent in 2013. The expected

real GDP growth rates for 2014, 2015 and 2016 are forecast at 2.5 per cent; 2.5 per cent;

and 2.3 per cent, respectively.

CANADIAN ECONOMIC OVERVIEWAND MINING INDUSTRY TRENDS



Private sector firms surveyed for this consensus forecast included Bank of America Merrill Lynch, BMO Capital Markets,

Caisse de Dpt et Placement du Qubec, CIBC World Markets, The Conference Board of Canada, Desjardins, Deutsche

Bank of Canada, Laurentian Bank Securities, National Bank Financial Group, Royal Bank of Canada, Scotiabank, TD Bank

Financial Group, UBS Securities Canada, and the University of Toronto (Policy and Economic Analysis Program).

2011(A) 2012 2013 2014 2015 2016 20122016

Real GDP growth 2.5 2.1 2.0 2.5 2.5 2.3 2.3

3 month T-Bills 0.9 1.0 1.2 1.8 2.6 3.4 2.0

Unemployment 7.4 7.3 7.2 6.8 6.6 6.5 6.9

CPI 2.9 1.7 2.0 2.0 2.0 2.0 1.9

US real GDP growth 1.7 2.2 2.0 2.9 3.1 3.0 2.6

A Actual

*October 2012 forecasts

Source: Mining Industry Human Resources Council, 2013; Finance Canada, 2012

MINING INDUSTRY ECONOMIC OVERVIEW AND OUTLOOK

The sustained growth in the Canadian economy is mirrored in the mining sector. The combined GDP of Canadian

metal mines, non-metal mines and coal mines reached $8.3 billion in 2010, from the 2009 low of $7.2 billion;

the GDP of the sector is expected to reach its pre-recession levels of over $9.0 billion in 2011 (estimated). The

overall total GDP of the mining industry, excluding oil and gas extraction, but including the three other stages of

the downstream manufacturing processes that cover primary metal manufacturing such as smelting, refining, rolling,

extruding, alloying, casting; and non-metallic mineral product manufacturing such as abrasives, lime, cement, glass,

ceramics; and fabricated metal product manufacturing stands to multiply the mining industry GDP four-fold, to close

to $40 billion in 2011 (estimated). In relative terms, this GDP figure is equivalent to almost 10 times that of the Forestry

and Logging sector, two times that of the Agricultural sector, and 1.5 times the Electric Power, Gas and Water Utilities

sectors combined.

VALUE OF MINERAL PRODUCTION

The value of mineral production in Canada continues to lead the world with a total value of $50.3 billion in 2011 (see Figure 2).

Historically, the top three mineral-producing provinces in Canada have been Ontario, Quebec and British Columbia. More

recently, however, Saskatchewan is among the top-producing provinces, due to strong developments in potash.

Table 8:Average Private-Sector Forecasts*



Sources: Mining Industry Human Resources Council, 2013; Statistics Canada, 2011; Natural Resources Canada, 2011

COMMODITIES

The largest impact of the continued global economic turbulence will be realized in Canadian mining through lower

commodity prices. The slower pace of global economic growth and reduced demand, together with financial market

uncertainties, have been reflected in commodity markets through lower and weaker commodity prices. Since 2011,

prices for base metals and agricultural products have fallen, while natural gas prices continue to remain belowpreviously anticipated levels. These trends represent a slight correction in prices and not a long-term downward trend.

Prices are expected to recover by 2014 and increase steadily thereafter, as shown in the World Bank forecasts for base

metals (see Figure 3) and for precious metals (see Figure 4).

High demand for Canadas natural resources from major developing countries such as Brazil, Russia, India and China

is expected to continue over the next few decades, as large populations of new middle-class consumers emerge and

try to catch up to western nations. Therefore, the forecast for future commodity prices during the next decade is for a

sustained and steady increase. In the global competition for natural resources, the Canadian mining industry is well-

positioned to exploit these competitive developments and to ensure a fair price premium for Canadas non-renewable

natural resources.

The globalization of international trade and the composition of demand for Canadas mineral resources have caused

a closer correlation between the Minerals and Metals Price Index and GDP in the mineral extraction sector. Figure 5

demonstrates this relationship, which strengthened with the 2009 recovery.

0

1

2

3

4

5

6

7

8

9

10

UraniumZi

ncSt

one

Sand

and

gravel

Cement

Diam

onds

Nickel

Copp

erGo

ld

Iron

oreCoal

Pota

sh

Figure 2:Value of Mineral Production, Canada ($ Billions)



Source: Mining Industry Human Resources Council, 2013; World Bank, Development Prospects Group, 2012

Source: Mining Industry Human Resources Council, 2013; World Bank, Development Prospects Group, 2012

0

1,000

2,000

3,000

4,000

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6,000

7,000

8,000

2022F

2020F

2018F

2016F

2014F

2012

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1998

1996

1994

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1990

Copper (left axis)

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Coal (right axis)

$USpermetricton

$USpermetricton

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1998

1996

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1992

1990

Gold (left axis) Silver (right axis)

$US

pertroy

oz.

$US

pertroy

oz.

Figure 3: Historical and Forecasted Price Movements of Coal and Copper

Figure 4: Historical and Forecasted Price of Gold and Silver



Source: Mining Industry Human Resources Council, 2013; Statistics Canada, 2011; Bank of Canada, 2012

Despite this cyclicality, demand for Canadian metals and minerals is expected to grow in the long term. This is primarily due

to the gradual but stable economic growth momentum in 2012 in the United States, the largest single market for Canadian

metals. Close to 60 per cent of all metals exports and almost 55 per cent of total Canadian mining exports for aluminum,

copper, iron and steel, silver, zinc, nitrogen, potash and potassium compounds go to the U.S. In addition, the relatively

high economic growth rates in China and in the two developing countries of India and Brazil, along with demand for

Canadian exports of nickel, coal, and potash and potassium compounds bode well for additional incremental demand for

Canadian metals and minerals in the near term. Canadian mining sales by industry segment are illustrated in Figure 6.

Source: Mining Industry Human Resources Council, 2013; The Conference Board of Canada, 2012

Controlling for price effects, increases in real mining GDP have expanded at an historical average rate of 2.3 per cent

per year. Over the past 25 years, the mining industry contribution to Canadas GDP has remained relatively stable at

an average of 2 per cent over the entire 19842008 period. Today, mining accounts for 3.5 per cent of Canadas GDP.

Figure 6: Sales by Industry Segment

Geoscience, engineering, and related services: 6%

Iron, steel and aluminum manufacturing: 34%

Non-metallic mineral mining: 14%

Metal ore mining: 42%

Coal mining: 4%

Figure 5: Metals and Minerals Price Index (MMPI) and Mining Gross Domestic Product (GDP)

0

1,000

2,000

3,000

4,000

5,000

6,000

7,000

8,000

9,000

10,000

2011201020092008200720062005

Mining GDP MMPI

0

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200

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400

500

600

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900

1,000

2011201020092008200720062005



In the coming years, the shape and composition of the labour force may be transformed,

as older workers begin to exit the workplace and the skill sets of employees continue

to expand. This section profiles Canadas mining labour force and highlights the key

demographic trends and labour market challenges facing the industry.

CANADIAN MINING INDUSTRY EMPLOYMENT

MiHR estimates that the Canadian mining industry directly employed more than

235,000 people in 2012. About 71,000 (30 per cent) of these workers were employed

in mineral extraction; about 50,000 (22 per cent) were employed in mineral exploration;

about 41,000 (17 per cent) were employed in mining support and supply services; and

about 72,000 (31 per cent) were employed in primary metal manufacturing.

Figure 7 illustrates employment in Canadian mining and its subsectors. Changes in the

composition of mining activities over time have affected employment in the subsectors.Notably, employment in exploration and mining support services has increased relative

to other subsectors, while processing employment has declined in recent years.

CANADAS MINING LABOUR MARKET



Source: Mining Industry Human Resources Council, 2013; Statistics Canada

Mining employment is characteristically volatile. Research by MiHR demonstrates that the industrys employment level

is especially responsive to fluctuations in economic activity. As illustrated in Figure 8, over the last two decades,

employment growth in mining has been strongly correlated with the industrys GDP growth. The connection between

industry employment and economic activity is a key element in MiHRs employment forecasts.


Figure 8: Gross Domestic Product (GDP) and Employment in Canadas Mining Industry

(19872010)

-30

-25

-20

-15

-10

-5

0

5

10

15

200920072005200320011999199719951993199119891987

% Chg Emp % Chg GDP

Figure 7: Employment in the Mining Industry and its Prominent Sectors (20002012)

0

50,000

100,000

150,000

200,000

250,000

2012201120102009200820072006200520042003200220012000

Total mining industry

Mining (extraction)

Support services for mining

Mineral processing

Exploration



THE AGING MINING WORKFORCE

As the existing labour force continues to age, fewer younger people are entering the mining sector, leaving a void that

could potentially limit the industrys competitiveness in the near future. An aging population and low fertility rates are

contributing factors; however, the mining industry still captures fewer younger workers compared to the overall labour

force in Canada. Figure 9 shows the age distribution of the mining labour force relative to the overall labour force in

Canada. The mining industry has a greater proportion in the older age groups and a smaller proportion in the younger

age groups.


RETIREMENT

A relatively older workforce means that retirements are anticipated to increase in mining over the next decade. MiHRs

hiring requirements forecasts commonly show retirements to be the most significant contributor to the industrys

future hiring needs. Mining employers indicated in recent MiHR surveys that roughly 20 per cent of their workforce

was eligible to retire in the next three to five years and 6 per cent of workers were currently eligible to retire.

MiHR projects that the retirement rate in Canadas mining industry will rise from about 2.2 per cent in 2013 to

2.8 per cent in 2023 an increase of roughly 27 per cent. Figure 10 illustrates projected retirement rates according

to workers levels of educational attainment. Over the next decade, retirements are expected to accelerate in particular

for employees holding a university degree, an apprenticeship certificate or a college certificate. To the extent thatretirees hold extensive technical training, certain mining occupations will be challenged more than others to find

replacements with the critical level of expertise.

Figure 9:Age Group Distribution in Canadian Mining, 2011

0%

5%

10%

15%

20%

25%

30%

55 to 64 years45 to 54 years35 to 44 years25 to 34 years15 to 24 years

Canadian labour forceMining




NEW APPROACHES TO RETIREMENT

When it comes to retirement, older generations of Canadians are demanding more flexibility than ever; in particular,

more workers are delaying retirement. Recent Statistics Canada research shows that the number of years that a person

is expected to work before retiring has lengthened since the mid-1990s. Many factors determine how long an individual

chooses to remain in the workforce. For example, an increase in life expectancy can affect the years individuals spend

in both their retirement and working lives.

As older workers choose to stay in the labour force longer, the impact on the younger generation of workers can

be significant. For instance, an over-emphasis on retaining the experienced baby-boom generation is potentially

detrimental to Canadas mining industry, as it may limit younger workers opportunities to gain experience. On the

other hand, delayed retirements can also benefit younger employees because older workers are available to help train

and develop less-experienced colleagues coming up through the ranks. Encouraging retired workers to take on this

role could be an excellent way for employers to ensure extended knowledge transfer and mentoring of younger workers.

It also creates a niche of employment opportunities for retired or semi-retired workers.

Figure 10: Projected Retirement Rates by Educational Attainment in Canadian Mining

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

4.0%

Overall

Unive

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achelor

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2013 2023



COMPENSATION AND WAGES

Compensation plays an important role in the labour market to the extent that significant wage differences exist among

industry sectors and occupations. CostMines 2011 Survey of Canadian Mine Salaries, Wages and Benefits provides

statistics on the average hourly wages for relevant occupations in mining, broken down by commodity groups. As

Figure 11 shows, occupations that produce diamond and industrial minerals, and fossil fuels are generally among the

highest paid, while many comparable occupations in metal production have a relatively lower wage rate. Fossil fuel

producers primarily in occupations in the oil sands receive higher wages on a relatively consistent basis. On the

other hand, the wages of diamond and industrial mineral-producers tend to vary between different occupations; some

of these occupations (e.g., heavy equipment operators) are frequently the lowest-paid among the commodity categories.

Source: Mining Industry Human Resources Council, 2013; CostMine Salary Survey, 2011

Figure 11: Average Hourly Wages for Selected Job Titles in Mining,

by Commodity Produced ($CAD/Hour)

$20

$25

$30

$35

$40

Electr

ician

Mech

anic

Drag

line/S

hove

lope

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Fossil fuels MetalDiamond/Industrial mineral



EDUCATIONAL ATTAINMENT

As mining activities become increasingly sophisticated and complex, there is pressure on the mining labour force to

adapt skills to the needs of the industry. At the same time, the mining industry draws from a pool of educated individuals

who may also align their skills with the needs of competing industries. As Figure 12 shows, the educational profile in

mining differs from the overall labour force in a couple of key areas. The mining labour force has a greater proportion

of workers with an apprenticeship or trades certificate. Conversely, the percentage of mining workers with a university-

level education is lower than in the overall labour force.


While these patterns are similar to those presented in MiHRs report, Canadian Mining Industry Employment and Hiring

Forecasts, 2010, the current mining labour force includes more university graduates than in previous years. This is

mainly due to MiHRs newly expanded definition of the industry; it now includes mineral exploration activities in which

comparatively more jobs require university-level education rather than any systematic change in educational attainment.

Figure 12: Proportion of Mining Labour Force by Highest Level of Educational Attainment

0%

5%

10%

15%

20%

25%

30%

Unive

rsity

certific

ate,diplom

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Canadian labour forceMining



Keeping up with minings shifting economic activity presents a significant challenge for education and training providers.

As it can take many years to administer new programs and to fully prepare people for the workplace, the education

systems capacity to respond frequently falls behind industrys rapidly changing needs. Figure 13 compares changes

in GDP with graduation rates for mining-related programs of study over the last decade. Naturally occurring economic

shifts have created a coordination problem between industry needs and the numbers of students supplied by different

levels of education programs; these programs arent always nimble enough to meet the needs of a sector with volatile

employment cycles. Moving forward, it will become increasingly important for industry and education to better

coordinate their efforts and to ensure they are closely aligned.


KNOWLEDGE WORKERS

In July 2011, MiHR, in partnership with the Canada Mining Innovation Council (CMIC) released a comprehensive study

on knowledge workers in Canadas exploration and mining industry Making the Grade: Human Resources Challenges

and Opportunities for Knowledge Workers in Canadian Mining. This report profiles this segment of the workforce, and

presents labour market information and discussion of the HR challenges and issues the industry will face in engagingits knowledge workers.

Figure 13: Change in Graduation Rates and Gross Domestic Product (GDP) in Canada

-30

-25

-20

-15

-10

-5

0

5

10

15

2010200920082007200620052004200320022001

% Chg GDP

% Chg post-secondary education

or equivalent-college

% Chg post-secondary education or

equivalent-university

% Chg post-secondary general, career, technicalor professional education or equivalent

-50

-40

-30

-20

-10

0

10

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2010200920082007200620052004200320022001



Knowledge workers are a valuable segment of the industry. They occupy pivotal roles, including leadership positions;

drive innovation; educate the future workforce; lead research and development; and ensure the industrys long-term

competitiveness. However, shifts in demographic trends indicate that many of these employees will leave the workforce

by 2020 and demand for knowledge workers will be high in all sectors. Knowledge workers, who are historically a highly

mobile segment of the workforce, will become increasingly mobile as their portable skills become highly demanded

across a number of industries.

As global skills shortages and skills competition increase, it will be more difficult to recruit and retain many knowledge

workers. As a result, organizations will have to work harder to attract, engage and keep these key people; for many,

this will require them to adapt their talent-management practices and programs to meet the needs of their knowledge

workforce. MiHRs recommended strategies include:

Reach broader audiences through outreach and recruitment initiatives.

Ensure the concerns of female knowledge workers are understood and addressed.

Explore alternate forms of career development for mid-career technical professionals.

Ensure stable and continued investment in research and development activities.

Nurture collaboration and cooperation among academic institutions, employers, government and industry associations. Expand work opportunities and experiential learning for secondary and post-secondary students.

DIVERSITY

The future strength of Canadas mining labour force will depend greatly on the participation of diverse groups, such

as Aboriginal peoples, women and immigrants. Compared with other industries, these groups have historically

been under-represented or under-utilized in the mining industry. As Figure 14 indicates, the participation rates of

women (16 per cent) and immigrants (12 per cent) in the mining labour force are lower than in the total labour

force and other resource sectors. Aboriginal peoples, however, participate at a higher rate in mining (5 per cent)

than in the rest of the labour force and in other resource sectors.

Source: Mining Industry Human Resources Council, 2013; Statistics Canada, 2012

Figure 14: Participation of Aboriginal Peoples, Immigrants and Women

0

10

20

30

40

50

60

WomenImmigrantsAboriginal peoples

Canadian labour force Other resource sectorsMining



ABORIGINAL PARTICIPATION IN MINING

A continuation of strong Aboriginal participation will be crucial to Canadas mining industry. Given that many

Aboriginal communities are in close proximity to mining operations and exploration sites, they constitute a

significant portion of the local workforce. Aboriginal peoples are also the youngest and fastest-growing segment

of the Canadian labour market. Figure 15 illustrates the correlation between mining and exploration activity,

and the location of Aboriginal communities in 2011.

Industry employers report Aboriginal participation mainly in entry-level positions. An important opportunity exists

for industry and education partnerships, such as MiHRs Mining EssentialsProgram, to address education gaps

through training and development in Aboriginal communities.

Source: Natural Resources Canada, 2012.

*This is a partial reproduction. The complete figure can be found at www.nrcan.gc.ca/minerals-metals/sites/www.nrcan.gc.ca.minerals-metals/files/files/pdf/abor-auto/

aam-eac-e2013.pdf.

Figure 15:Aboriginal Communities and Mining and Exploration Agreements in Canada, 2012*

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NEWFOUNDLAND AND LABRADOR

1. Voiseys Bay - IBA -Innu Nation (Labrador),Labrador Inuit Association

2. Schefferville Area Iron Ore Projects- IBA -Innu Nation (Labrador) representingthe Sheshatshiu Innu Nation and theMushuau Innu FN, Naskapi Nationof Kawawachikamach, Nation InnuMatimekush-Lac John, Innu TakuaikanUashat Mak Mani-Utenam of Sept-Iles; CA -NunatuKavut Community Council

3. Direct Shipping Ore (DSO) - IBA - NaskapiNation of Kawawachikamach, NationInnu Matimekush-Lac John, Innu Nation(Labrador), Innu Takuaikan Uashat MakMani-Utenam

4. Block 103 - EA -Innu Takuaikan Uashat MakMani-Utenam

NOVA SCOTIA

5. Melford and Sugar Camp - IBA -Mikmaqcommunities of Cape Breton: Chapel Island,

Eskasoni, Waycobah, Wagamacook, andMembertou

NEW BRUNSWICK

6. Halfmile Mine - O, IBA -Mikmaq FNs of:Amlamgog (Fort Folly), Esgenoopetitj,Elsipogtog, Lnui Menikuk (Indian island),Metepenagiag, Natoaganeg (Eel ground),Oinpegitjoig (Pabineau), Tjipogtotjg(Bouctouche), Ugpiganjig

QUEBEC

7. Bloom Lake - IBA -Innu Takuaikan UashatMak Mani-Utenam

8. Isoukustouc - EA -Innu Council of Pessamit9. Lablache - EA -Innu Council of Pessamit

22. Kipawa - MOU -Eagle Village FN, Kipawa,Wolf Lake

ONTARIO

23. Lapointe - MOU -Timiskaming FN24. Detour Lake - EA -Moose Cree FN;

IBA-Taykwa Tagamou Nation,Wahgoshig, Mtis Nation of Ontario

25. Lake Abitibi Claims - EA - Wahgoshig26. Kerrs Gold - MOU -Wahgoshig27. Black Fox - MOU -Wahgoshig28. WALP - EA - Wahgoshig29. Scadding - MOU -Wahnapitae30. Podolsky - IBA -Wahnapitae31. Young-Davidson - IBA -Matachewan32. Mohawk Garnet - MOU -Wahnapitae

10. Hopes Advance Bay - LI -Makivik Corp.(on behalf of the Inuit of Nunavik), NunavikLandholding Corp. of Aupaluk

11. Renard - IBA -Grand Council of the Crees(Eeyou Istchee) / Cree Regional Authority,Cree Nation of Mistissini

12. Nunavik Nickel - IBA -NunaturlikLandholding Corp. of Kangiqsujuaq,Qaqqalik Landholding Corp. of Salluit, theNorthern Village of Puvirnituq, MakivikCorp.

13. Raglan - IBA -Makivik Corp., QaqqalikLandholding Corp. of Salluit, NorthernVillage Corp. of Salluit, Nunaturlik

Landholding Corp. of Kangiqsujuaq,Northern Village Corp. of Kangiqsujuaq

14. Troilus - IBA -Cree Nation of Mistissini15. Windfall Lake - EA -Grand Council of the

Crees (Eeyou Istchee) / Cree RegionalAuthority, Cree FN of Waswanipi

16. Bachelor Lake - PA -Grand Council of theCrees (Eeyou Istchee) / Cree Regional

Authority, Cree FN of Waswanipi17. Rose Tantalum-Lithium - O -Cree Nation

of Eastmain, Grand Council of the Crees(Eeyou Istchee) / Cree Regional Authority

18. Eleonore - CA -Cree Nation of Wemindji,Grand Council of the Crees (EeyouIstchee) / Cree Regional Authority

19. Lac Rocher - MOU - Cree FN ofWaswanipi

20. Montviel Project - O -Grand Council of theCrees (Eeyou Istchee) / Cree Regional

Authority, Cree FN of Waswanipi21. Quebec Lithium - MOU -Abitibiwinni FN of

Pikogan, Anishinabe FN of Lac-Simon

33. Xstrata Nickel - PA -Wahnapitae34. Bell Creek - EA -Flying Post,

Matachewan, Mattagami, Wahgoshig35. Shaw Dome Nickel Belt - IBA -Mattagami,

Matachewan, Wahgoshig36. Project 81 - MOU -Mattagami,

Matachewan37. Shining Tree Gold - EA - Mattagami38. Victoria - MOU -Atikameksheng

Anishnawbek, Sagamok Anishnawbek39. Totten Nickel Mine - IBA -Sagamok

Anishnawbek40. Timmins West - EA -Flying Post,

Mattagami

41. Shakespeare Nickel Mine - IBA -SagamokAnishnawbek

42. Chester - EA -Mattagami43. Sudbury Mines Area - MOU -Wahgoshig,

Wahnapitae; EA -Sagamok Anishnawbek44. Within the traditional territories of

Sagamok Anishnawbek - MOU -SagamokAnishnawbek

45. Jerome Mining Claims - EA -First NationsPartnership comprising Mattagami,Brunswick House, Flying Post

46. Severn - MOU -Attawapiskat47. Warren Township Calcium Feldspar

- MOU -Chapleau Cree FN on behalfof affected regional FNs and AboriginalPeople

48. Borden Lake - MOU -Brunswick House,Chapleau Ojibwe, Chapleau Cree FNs

49. Martison - O -Constance Lake50. Victor - IBA -Attawapiskat, Moose Cree

FN, Kashechewan, Fort Albany FN; O Taykwa Tagamou Nation

51. MacFadyen - EA -Attawapiskat52. Pickle Lake Properties - MOU -

Mishkeegogamang53. Albany Project- EA - Constance Lake54. Bolds Ring of Fire Project - MOU -

Attawapiskat, Marten Falls FN55. Within the traditional territories of the Pic

Mobert FN - MOU -Pic Mobert FN56. Marten Falls area - LI -Marten Falls FN57. Big Lake and Hemlo East - MOU -

Ojibways of the Pic River FN58. Highbank - EA -Marten Falls FN59. Black Thor - EA -Webequie60. Junior Lake - MOU -Whitesand,

Animbiigoo Zaagiigan Anishinaabek61. Eagles Nest - EA -Webequie; O -Marten

Falls FN62. Marathon - MOU -Ojibways of Pic River

FN, Pic Mobert FN; O -Ojibways of PicRiver FN

63. Hardrock - MOU -Ginoogaming FN; EA -Long Lake No.58 FN

64. South Bend - EA -Webequie65. Semple-Hulbert - EA -Kasabonika Lake66. Ti-pa-haa-kaa-ning - O -Neskantaga FN67. Fort Good Hope - EA -Eabametoong FN68. KM61 - MOU -Whitesand69. Wellington - EA -FN Community of

Summer Beaver70. Nipigon Reefs - O - Red Rock Band of

Lake Helen Reserve #53A71. Pickle Crow - MOU -Mishkeegogamang72. Pickle Lake - MOU -Mishkeegogamang73. Dona Lake - SEA -Osnaburgh

Indian Band, Windigo Tribal Council,Governments of Canada and Ontario

74. Musselwhite - IBA -North Caribou Lake,

Lake FN, Wunnumin, Shibogama FNCouncil

75. PQ North Property - LI -North CaribouLake

76. Thierry Mine Property - MOU -Mishkeegogamang

77. Chief Peter Property - MOU -Lac DesMille Lacs

78. Golden Patricia - SEA - Cat Lake,Osnaburgh Indian Band, Slate FallsNation, Windigo Tribal Council,Government of Ontario

79. Hammond Reef - MOU, O - FortFrances Chiefs Secretariat representing:Couchiching FN, Lac La Croix,Mitaanjigamiing FN, Naicatchewenin FN,

Nigigoonsiminikaanikaaning FN, RainyRiver FN, Seine River FN, Lac des Mille-

les FN; MOU-Mtis Nation of Ontario80. Thorne Lake - LI -Sachigo Lake81. Kenbridge Deposit - EA -Anishinaabeg

of Naongashiing FN, Big Grassy,Northwest Angle No.33, Northwest

Angle No.37, Ojibways of OnigamingFN, Naotkamegwanning, Anishinabe ofWauzhushk Onigum, Anishinaabeg ofKabapikotawangag Resource Council

82. Phoenix Gold - EA -Lac Seul83. Rainy River - MOU -Fort Frances

Chiefs Secretariat representing:Couchiching FN, Lac La Croix,Mitaanjigamiing FN, Naicatchewenin FN,Nigigoonsiminikaanikaaning FN, RainyRiver FN, Seine River FN, Lac des Mille-

les FN; PA-Naicatcheweni, Rainy RiverFN, Mitaanjigamiing FN, Couchiching FN,Lac La Croix, and Seine River FN

84. Big Mack - MOU - WabaseemoongIndependent Nations

85. Separation Rapids - MOU -Wabaseemoong Independent Nations

MANITOBA

86. Monument Bay - MOU - Red Sucker Lake87. Makwa Nickel - MOU -Sagkeeng88. Minago - MOU -Misipawistik Cree Nation,

Mosakahiken Cree Nation, Cross Lake FN

SASKATCHEWAN

89. Konuto Lake - SLA -Govt ofSaskatchewan

90. Muskowekwan - MOU -Muskowekwan FN91. Chacachas - O -Chacahas FN Alliance92. Ochapowace - O -Ochapowace FN

Alliance93. Day Star - MOU -Day Star FN Alliance94. Jasper - SLA -Govt of Saskatchewan95. Rabbit Lake - SLA -Govt of

Saskatchewan96. McClean Lake - SLA -Govt of

Saskatchewan97. Seabee Gold - SLA -Govt of

Saskatchewan98. Komis - SLA -Govt of Saskatchewan99. Midwest - SLA -Govt of Saskatchewan

100. Muscowpetung - O - Muscowpetung FNAlliance

101. Jolu - SLA -Govt of Saskatchewan102. La Ronge Gold Belt - MOU -Lac La Ronge

Indian Band; SLA -Govt of Saskatchewan103. Cigar Lake - SLA -Govt of Saskatchewan104. Southeastern Sask. - MOU -Federation of

Saskatchewan Indian Nations

Exploration

may be pending)ProducingClosed or in reclamationOn hold

LEGENDNote: Properties have been plotted and listedbelow from east to west for ease of reference.
http://%20www.nrcan.gc.ca/minerals-metals/sites/www.nrcan.gc.ca.minerals-metals/files/files/pdf/abor-auto/aam-eac-e2013.pdf.http://%20www.nrcan.gc.ca/minerals-metals/sites/www.nrcan.gc.ca.minerals-metals/files/files/pdf/abor-auto/aam-eac-e2013.pdf.http://%20www.nrcan.gc.ca/minerals-metals/sites/www.nrcan.gc.ca.minerals-metals/files/files/pdf/abor-auto/aam-eac-e2013.pdf.http://%20www.nrcan.gc.ca/minerals-metals/sites/www.nrcan.gc.ca.minerals-metals/files/files/pdf/abor-auto/aam-eac-e2013.pdf.



IMMIGRANTS

The Canadian mining industry continues to under-perform the rest of the labour market in employing immigrants.

Accordi

hiring requirements available talent 10 year

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