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A new report from the Mining Industry Human Resources Council delves into the challenges and benefits of attracting immigrants into the industry
NORTHWEST ONTARIO — Newcomers to Canada are choosing mining at a lower rate than other industries, according to a new report from the Mining Human Resources Council (MiHR).
However, as older workers retire and demand for metals surges, the industry is expected to need 80,000 workers by 2030 to meet demand, a demographic that could help alleviate the industry’s widespread labor shortage.
The national organization, which works with industry to help identify labor market trends and develop solutions, presented its latest findings during a virtual presentation on Jan. 25 hosted by the Canadian Institute of Mining, Metallurgy and Petroleum (CIM).
The report – “Supporting the Integration of Newcomers into Canada’s Mining Industry” – will be published on the MiHR website soon.
MiHR equity, diversity and inclusion manager Victoria Burnie said immigrants were under-represented in various roles in the industry.
“Immigration just doesn’t choose mining, and/or the mining industry doesn’t choose immigration during the competitive phase of the job market,” Burney said. “So we can conclude that there are barriers here that are specific to the mining industry.”
She said this is at least partly due to common challenges newcomers face across industries, including cultural differences, language barriers and a general unfamiliarity with the local job market.
Burney said newcomers may not know how to build their network, or they may not know how to find job opportunities, or Canada’s hiring practices may be different than what they are used to.
“Overcoming these challenges often requires a combination of cultural adaptation, language enhancement, networking efforts and access to support services,” she said.
“Of course, employers and communities can play a vital role in facilitating the integration of newcomers into the labor market by providing resources and creating inclusive environments.”
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Leslie Wolcott, director of equity, diversity and inclusion at MiHR, said that in its research, MiHR wanted to find out what supports are currently available to mining companies and job seekers to make the transition to the Canadian labor market easier.
MiHR found that the patchwork of requirements and processes at multiple levels, including federal, provincial, territorial and local, can be a challenge for anyone looking to hire new immigrants in Canada.
For example, at the federal level, the Temporary Foreign Worker Program enables employers to hire foreigners on a short-term basis through a variety of channels, while at the provincial level, employers can hire skilled international workers to fill vacancies through the Provincial Nominee Program. Labor needs.
Regionally, Labor Market Councils are responsible for gathering relevant information but often also facilitating connections and best practices between employers, community partners and job seekers. These are often supplemented by local organizations providing ancillary services.
Walcott noted that while higher education institutions attract international students, they also have an impact on workforce challenges.
“It also creates some challenges in integrating into the community, but there are great opportunities in terms of flowing into the job market,” she said.
Patrick McKenzie, executive director of the Immigrant Employment Council of British Columbia, said newcomers need to understand the opportunities the mining industry offers.
Key to the role his organization, one of 12 such organizations in Canada, plays is connecting job seekers with employers.
“Certainly, there are jobs that require very specific certifications. But for 80 percent of the labor market, you don’t know; it’s a skills issue,” McKenzie said.
“So we want to work with employers to help them redefine what they’re looking for.”
In the carpentry trade, for example, they could assess the skills of new people – laying floors, roofing, pouring concrete – and find employers with job vacancies for people with the same skills, while also showing new people what it takes to become a fully qualified carpenter way. Canada, McKenzie said.
On its own website, MiHR offers some advice for newcomers, including how to translate their training to the Canadian market, how to grow their professional network, and even how to tailor a resume for the industry.
Three years ago, MiHR launched a marketing campaign – “We need mining, mining needs you” – to raise awareness of the mining industry.
It’s initially aimed at young people, but MiHR director of marketing and communications Will Meyer said it can also help newcomers see their value to the industry.
“Our campaign showcases the modern mining industry with the goals of raising awareness of the mining industry and what it is like, supporting industry HR (human resources) efforts and making mining a career option,” Meyer said.
On the related website Miningneedsyou.ca, visitors can peruse more than 60 related careers. The interactive tool allows users to explore six different mining work environments, including above and below ground, process plants, laboratories, offices and field work.
“The career profile itself includes educational requirements, salary ranges, your expectations and how to succeed in any given career,” Meyer says.
There is even an interactive career quiz that allows users to gauge how they would fit into the industry based on their talents and interests, he added.
It matches users with mining careers sorted by education, financial need and experience, updates regularly as users add or remove career interests and skills from their profiles, and even lays the groundwork for advancement paths within specific careers. .
Northern Ontario Business
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