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Women in Mining
Women in Mining
Mining Industry Human Resources Council
Who we are: • National Sector Council for the Minerals and Metals Sector• 18-person Board of Directors• Over 200 Industry Volunteers• PPP - Funded by HRSDC and industryy y
What we do:• Identify national HR challenges and opportunities for the• Identify national HR challenges and opportunities for the
minerals and metals industry• Create national solutions through collaboration,
partnerships and synergypartnerships and synergy
MiHR Priorities
Attraction, Skills Learning Research for Retention and Transition (ART)
Skills, Learning and Mobility (SLM) Industry Sustainability (RIS)
L b k tT l d National Occupational Standards, Worker
Certification, Training Accreditation
Labour market information,
HR policy research, workforce
d l t h
Tools and programs that increase
workplace diversity, retain talent, promote
i th i d t Accreditation development researchcareers in the industry
Th L b M kThe Labour Market
Cumulative National Hiring Requirements to 2020
www.mininghrforecasts.ca
“…full of white dudes…”
“We need to do more in the industry as a whole to encourage and support diversity—gender, generational, ethnic—and support diversity gender, generational, ethnicwhatever the case maybe. It has long been an industry full of white dudes and we’re not going to survive if that’s how we continue to think.”
-Mark Scott, Human Resources Superintendent, Vale Inco Manitoba OperationsVale Inco, Manitoba Operations
Gender Breakdown in the Mining Industry
Female14%
Gender Breakdown in the Mining Industry
Male86%
Aboriginal Immigrants7%
g9%
Other84%
Research and Industry Action
Uncovering Challenges and Solutions
1. 2008 – Targeted Attraction, Recruitment and Retention Projects• Industry diversity priorities and initiatives for target groupsIndustry diversity priorities and initiatives for target groups• Development of ‘Mining for Diversity’
From 2008 Research, 21 Respondents…
• 15% said women are a top recruiting priority
• 9.5% said they target recruiting efforts at women
• 61.5% said there are challenges in recruiting women (highest number of responses)
Promising HR Practices for Women
1. Provide flexibility and “family friendly” services2 E f l f i t id2. Encourage female spouses of miners to consider a
career in mining3. Increase the profile of women in the industry –3. Increase the profile of women in the industry
showcase role models and success stories4. Nurture mentorship programs – focus on women in
i l i d t d l tsuccession planning and management development programs
Mining for Diversity: Begin Here
Uncovering Challenges and Solutions
1. 2008 – Targeted Attraction, Recruitment and Retention Projects• Industry diversity priorities and initiatives for target groupsIndustry diversity priorities and initiatives for target groups• Development of ‘Mining for Diversity’
2. 2009 – Ramp-UP: A study on the Status of Women in the Canadian Minerals Sector (WIM Canada)Canadian Minerals Sector (WIM Canada)• Benchmarking for the future• A clearer picture of what’s happening from the female workforce
perspectiveperspective
Key Finding Highlights
• Gender-specific barriers to career success were identified by two-thirds of women and by one-third of industry Employers.thirds of women and by one third of industry Employers.
• Flexible work practices identified as the primary working condition to be addressed.
• Work culture was the second-ranked challenging work condition for• Work culture was the second-ranked challenging work condition for Women respondents, but was identified by only 3 out of 67 Employers.
• Gender-specific challenges to career advancement were identified• Gender-specific challenges to career advancement were identified as a barrier by two-thirds of Women respondents.
• The number of women choosing to enter into exploration and mining remains lowmining remains low.
High Level Recommendations
• Training and career development M fl ibilit• More flexibility
• Eliminating assumptions • Reporting diversity measures• Reporting diversity measures • Encouraging women • Promoting a positive [realistic] image g p [ ] g• Industry’s sponsorship of awards programs
Uncovering Challenges and Solutions
1. 2008 – Targeted Attraction, Recruitment and Retention Projects• Industry diversity priorities and initiatives for target groupsIndustry diversity priorities and initiatives for target groups• Development of ‘Mining for Diversity’
2. 2009 – Ramp-UP: A study on the Status of Women in the Canadian Minerals Sector (WIM Canada)Canadian Minerals Sector (WIM Canada)• Benchmarking for the future• A clearer picture of what’s happening from the female workforce
perspectiveperspective3. 2011 – Take Action for Diversity
• Take Action Diversity Report – section on women from Ramp-UP• Building implementing and evaluating diversity strategies with 10• Building, implementing and evaluating diversity strategies with 10
sector employers
Diversity NetworkC C tiCameco CorporationTeck ResourcesDe Beers CanadaDe Beers CanadaIOCNoront ResourcesNoront ResourcesValeIAMGoldIAMGoldBHP BillitonXstrata???
Career Awareness for Women
Promoting the Female Worker
www.acareerinmining.ca
www.aboriginalmining.ca
Melanie Sturk Director, Attraction, Retention and Transition
