Editorial: Women remain an untapped resource in mining

We’ve been receiving feedback from readers and industry participants in recent weeks on the experiences of women in the Canadian mining industry.

The discussion has ranged from letters warning women against entering the business to a commentary on Canadian Securities Administrators’ rules in the recent federal budget that require companies to disclose and explain gender-diversity policies, or lack thereof.

It’s definitely been a hot-button topic, but perhaps getting lost in the shuffle is an overwhelmingly important point: the mining industry needs to make adjustments to attract a larger pool of talented female workers.

It’s no secret that our business is facing a growing number of human resource challenges that need to be tackled in the coming years.

A recent report from the Mining Industry Human Resources Council (MiHR) revealed that for every job vacancy in mining, there are less than three potential job seekers across Canada, compared to an average of six job seekers per vacancy for all other industries.

Some of the largest labour gaps over the next decade are expected to be in trades and production positions, particularly underground miners, as well as machine operators and mine labourers. Canada also will be coping with a shortage of scientists, engineers and technicians.

Women account for 48% of the Canadian workforce, but only 17% of the labour force in the mining industry. Trades and production occupations have the lowest levels of female participation — at 5% across all industries, and 4% in mining.

I believe that’s called an “untapped resource.”

The federal government took steps to acknowledge this fact on June 17, when it pledged nearly $500,000 to the MiHR for a three-year project that will see a Gender Champions Task Force — comprised of mining executives — identify and address the barriers faced by female employees in natural resource companies.

There also have been recent initiatives within the industry aimed at attracting more female talent. In March, Goldcorp launched a new phase in the Creating Choices program, which it branded as “the world’s first company-wide development and mentorship program for women in mining.”

Meanwhile, Teck Resources partnered up with the College of the Rockies last year to complete the first-ever Women in Mining course in Fernie, B.C.

Mining represents a common vein that flows through our Canadian identity, and it’s often labelled a sector that’s fundamentally opposed to change. Many of the old guard that defined and built this business is growing long in the tooth, however, and that provides an opportunity to move forward with a focus on inclusivity. And that doesn’t just include women, but also aboriginal groups and younger generations.

The mining workforce is attracting more young workers, but retirement remains an issue. Nearly 50% of the industry’s hiring requirements will be driven by the need to replace workers who will retire by 2025.

So while we commend the work of women pioneers, and those currently working in the industry, let’s also focus on attracting talent of all races and genders — so that our future matches the success of the past 100 years.