Canadian Mining Industry Employment, Hiring Requirements and Available Talent 10-Year Outlook...

Canadian Mining Industry Employment, Hiring Requirements

and Available Talent 10-Year Outlook

October 16, 2013

INFORMATION, INTELLIGENCE, INSIGHT

MiHR Priorities

Attraction, Retention and Transition (ART)Attraction, Retention and Transition (ART)

Skills, Learning and Mobility (SLM)

Skills, Learning and Mobility (SLM)

Research for Industry Sustainability (RIS)

Research for Industry Sustainability (RIS)

Industry Catalyst and Leader (ICL)

Industry Definition

• MiHR forecasts include – Exploration and Advanced Development– Mining and Quarrying– Mineral Processing – Support Services and Contractors (for

exploration and mining)

Major Centre of Minerals and Metals: Canada

Commodity Mix, by Provinces (Share of Mineral Sales)*

Employment in the Mining Industry and its Prominent Sectors (2000-2012)

Canada Mining Labour Market TrendsEmployment in mining sectors sensitive to economic conditions

Commodity Prices

Canadian Mining Labour Market TrendsMining workforce is ageing

Participation of Aboriginal Peoples, Immigrants and Women

Hiring Requirements and Available Talent Forecasts 2013

Cumulative Hiring Requirements Forecasts by Scenario- to 2023

Cumulative Hiring Requirements Forecasts, by Industry Sector

Baseline Scenario- to 2023

Cumulative Hiring Requirements Forecasts,by Occupation Categories,

Baseline Scenario, 2, 5 and 10 year

Available Talent for 66 Occupations

66

Available Talent by Broad Occupational Categories

to 2023

Talent Labour Pool Pressures, by Occupations

The Gaps

The Gapsby Occupation, to 2023

Focus on Retention and DevelopmentProjected Gaps- to 2023

Increase Mining’s Share of Talent Projected Gaps-to 2023

Grow the Talent Pool Projected Gaps-to 2023

Addressing the Gaps

• Need for a multi-faceted approach to address gaps. Work together as an industry to promote careers in mining to youth, Aboriginal peoples, women and immigrants.

• Coordinate and expand initiatives to work with government, education and training providers, industry employers, and other associations to grow the labour pool.

• In all cases, the industry must strive to make the best possible use of the talent already involved with the industry, including retaining mature workers and re-engaging the retired workforce.

Thank you!

For more information or a copy of the full report please visit

www.mininghrforecasts.ca

Or contact

Martha Roberts

Director, Research

MiHR

research@mihr.ca

(613)270-9696