Discussion on Labour Gap for Mining & Construction Industries - Morning Plenary - ExpoPlaza Latina - Simon Fraser University

Morning Plenary – How to fill the Labour Gap

for the Mining & Construction Industries in Canada

(M) Frank Came – GLOBE FoundationJosé J. Suárez – Accenture

David Bazowski – BC HR Task ForceDennis Wolff – Goldcorp Inc.

Heather Bell – Bell Alliance Global Immigration

@ExpoPlazaLatina #EPLVan

Wi-Fi: SFUNET Account ID: lw1005 Password: v65t.M>b

ExpoPlaza 2013How to fill the Labour Gap for Mining and

Construction in Canada

Frank Came,Senior Advisor – GLOBE Foundation


for the Mining & Construction Industries



How to fill the Labor Gap for Mining and Construction in Canada

By: Jose J. Suarez, M.Eng., P.Eng.Managing Director, North America Mining Industry Lead, Accenture

Coping with Mining Talent Shortages (The Challenge)

6Copyright © 2012 Accenture All Rights Reserved.

• Replenishing the workforce with qualified talent will remain an immense challenge.

• High rates of turnover erode consistency and quality, and undermine execution of long-term programs to improve

performance.

• Lack of manpower is affecting miners’ ability to execute their capital projects.

• The aging workforce limits the industry’s ability to satisfy global demand. It is not unusual to encounter retirees—in

their 60s, 70s, even 80s—called back to work. Australia illustrates the challenge: The median age in mining in

Western Australia is 38 years, with more than half of workers in the 24 to 54 age range.

• The Canadian Mining Industry Human Resource Council estimates that more than a third of the industry (61,000 to

71,000 workers) may retire in the next 10 years. The council estimates that the industry will need more than

140,000 new hires by 2021 if growth continues to accelerate.

Coping with Mining Talent Shortages (The Solution) Be the employer of choice

7Copyright © 2012 Accenture All Rights Reserved.

Leading mining companies will take a hard look at how they can differentiate themselves as employers from other miners, and competing industries

Develop a differentiated employee value

proposition

Improve retention through employee engagement

Develop talent through greater collaboration

Leverage technology and automation





BC Mining HR Task Force

BC Mining Industry: filling the labour gap

Dave BazowskiChair, BC HR Task Force: Exploration, Mining, Sand, Stone & Gravel

LatinCouver - ExpoPlazaFebruary 7th 2013


National and Provincial Hiring Requirements Forecasts

Nearly half of the mining workforce in BC is eligible to retire by 2022 resulting in loss of workers and valuable knowledge and experience.

BC

Government of BC Ministry

of Jobs, Tourism &

Skills Training

BrandingSub-Committee

U/G MiningSub-committee

Task Force Coordinator

Task Force’s21 Organizations

Finance Committee

Diversity – Women

Sub-Committee

Task Force Chair

AME BC Sponsor

Education & Training

Sub-Committee

Private Sector

Sponsorship and In-kind

Support

BC Mining HR Org Chart


TV mini-series: Mining Your Future• Showcase career opportunities in BC’s mining industry that include

operations and exploration, city and remote sites, suppliers, focus on safety and protection of the environment, showcase diversity.

• Details:– 1.5 million viewers – Season 1 aired September – October 2012– 8 episodes on CHEK & KVOS– View on-line at www.miningyourfuture.com

• Season 2:– Supported by BC mining industry & its suppliers– Expanded to be across North America– September – October 2013





EXPOPLAZA LATINA 2013

How to Fill the Labour Gap for Mining and Construction Industries

Dennis Wolff MA

Manager, Recruitment

STRATEGY.DISCIPLINE.EXECUTION.

What is behind the labour gap?

Dynamics of a truly globalized mining sector

Continued and increasing global demand for resources

Surge in global mining activities

Work force that is much more transient than in other industries

Job opportunities in Canada stand in direct competition with opportunities globally

Demographic changes

Ageing mining workforce

Decrease in the number of students training within this field

Inefficient immigration system

Current system is not bringing selected candidates into the country fast enough

Ongoing debate over who should have authority over the immigration system

14

Competition, demographics, immigration

How to overcome the labour gap?

Be an employer of choice

Investing in your corporate brand as an employer of choice requires an integrated approach to marketing, communications, HR and corporate social responsibility

Offer best-in-class training, technology and opportunities for career growth

Engage with the talent of tomorrow

Invest in education and build strategic partnerships with schools

Offer opportunities for students to gain experience through summer jobs, co-op programs, internship and graduate programs

Rethink the immigration process

Just as much as Canadian companies are competing for talent globally, Canada’s immigration system is directly competing with that of other countries

Give more decision-making power to the provinces and industry

Have the federal immigration system focus on security-related background checks only, allowing for substantially lower processing times

15

Invest, engage, rethink





A Guided Journey2013 © Bell Alliance Global Immigration Services Inc.

Heather Bell RCIC, MSc (IHRM)[email protected]

ExpoPlaza 2013How to fill the Labor Gap for Mining and

Construction in Canada

Serving the legal needs of individuals, families and BC business: Immigration, corporate, real estate and estate

planning


Immigration: Part of the Labour Solution

While developing our domestic workforce is critical, many companies will need to recruit foreign talent to meet their immediate and projected labour needs.

BC Construction Council: Of the 320,000 new construction workers needed by 2020, half will need to come from overseas.

BC Labour Market Outlook: Between 2010-2020, BC will have one million job openings. One third of job openings are expected to be filled by immigrants.

The USA and Latin America are key source countries for Foreign Talent

USA and Mexico – Canada’s top source countries for temporary foreign workers

Over 40% of Landed Permanent Residents in 2011 from the Americas have post-secondary education – i.e. diploma, trade certificate, university

USA, Mexico and Brazil in top 10 source countries for foreign students attending our universities and colleges

http://www.workbc.ca/Documents/Docs/BCLMOutlook.pdfhttp://www.cic.gc.ca/english/department/media/releases/2012/2012-12-27.aspwww.cic.gc.ca

http://www.cic.gc.ca/english/department/media/releases/2012/2012-12-27.asp

http://www.cic.gc.ca/english/department/media/releases/2012/2012-12-27.asp

http://www.cic.gc.ca/


Opportunities to Recruit Foreign Talent Immigration programs that can help facilitate the recruitment and retention of foreign talent:

Labour Market Opinion / Accelerated Labour Market Opinion for High Skilled and Lower Skilled Occupations

International Trade Agreements (GATS, NAFTA, Canada-Chile/Peru) Intra-Company Transferees, Working Professionals

International Experience Canada International Graduate Work Permits Federal Skilled Trades Program Federal Skilled Workers Program Provincial Nominee Programs

Skilled Workers, Strategic Recruitment Streams Pilot Projects (i.e. Agreement for Canada-Alberta Cooperation on Immigration

for trade occupations)

Morning Plenary – Discussion on Labour Gap

for Mining & Construction Industries in Canada

(M) Frank Came - GLOBE FoundationJosé J. Suárez - @Accenture

David Bazowski – BC HR Task Force Dennis Wolff - @GoldcorpIncJobs

Heather Bell - @BA_Global

