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Fortifying your foundation: Addressing people risk and the talent gap in mining

11/14/2025 · 5 minute read

An organization’s greatest asset is its people. The mining sector, which sits at the heart of the global economy and is pivotal to the energy transition, cannot meet the demand necessary to power the modern world without the right workforce.

People risk encompasses any risk related to your workforce, from maintaining physical and psychological safety to recruiting and retaining the next generation of skilled, tech-empowered workers. If these risks are neglected, consequences can include a higher likelihood of safety incidents, increased turnover rates, decreased productivity, as well as reputational and regulatory repercussions, all of which can stall operations or trigger mine closure.

People risk intersects with every other risk discussed in this guide, making it crucial to achieving business resilience.

The intensifying talent gap and skills shortage

Among the most significant people risks facing mining organizations today is the growing talent gap and skills shortage. The industry faces a looming crisis due to high rates of retirement:

  • In the US, more than half of the mining workforce (about 221,000 workers) is expected to retire by 2029, resulting in a mass exodus of experienced leaders.
  • Canada has seen a significant decline in workers under 25 years old combined with an uptick in workers over 55 years old.

This shortage is exacerbated because students and new graduates are often not choosing mining as a career path. Their reservations often stem from perceptions that mining is too dangerous or physically demanding, preference for jobs closer to urban areas, and environmental concerns. For Generation Z, mining must meet expectations for digital connectivity, work-life balance, compensation, and career development, which can be difficult to guarantee on remote mine sites.

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Reimagining your workforce through diversity and inclusion

To address the severe talent shortage, mining organizations must reimagine their recruitment strategies. A core priority should be championing diversity and inclusion (D&I) efforts, which can drive an important cultural shift and appeal to prospective employees.

Two largely untapped markets for accessing a new and skilled workforce are women and immigrant workers. Although the industry has been historically male-dominated, advancing equity, diversity, and inclusion should be a core priority that permeates all functional areas—from C-suite to production. By actively seeking diverse perspectives, organizations can benefit from a wider range of ideas, innovation, and problem-solving approaches.

Talent development and succession planning are critical

Even when new talent is recruited, mining companies must focus on building up the workforce they already have through effective talent development. Inadequate talent development practices, particularly limited opportunities for skill enhancement and unclear paths for career advancement, are common motivations for diverse workers to leave.

Key strategies for inspiring and empowering current employees include:

  • Creating a culture that celebrates and encourages learning and upskilling opportunities.
  • Establishing clear career paths with greater visibility into possible advancement.
  • Developing mentorship programs to nurture existing talent.

Effective talent development is also critical for succession planning. Without defined succession plans for critical positions, organizations risk permanently losing institutional knowledge and over-expending time and resources trying to fill crucial leadership roles. By defining these critical roles now, organizations can better ensure current employees are equipped to fill vacancies when others retire or move on.

Investing in psychosocial health and community success

Resilience extends beyond mechanical training and recruitment; it requires sustaining the psychological and social health of the workforce.

Psychosocial elements (such as long hours, physical exertion, social isolation, and high-pressure environments) contribute to conditions like anxiety, depression, and stress-related disorders. Failing to prioritize psychological health exacerbates the talent gap by contributing to higher rates of absenteeism and resignation. Proactive measures taken by some organizations include:

  • Employment of onsite therapists or provision of online programs for virtual support.
  • Reimbursement for mental health expenses.
  • Implementation of DEI initiatives, including training programs on unconscious bias.

Mining operations significantly affect the environments and communities they exist within, particularly those near or on Indigenous lands. Meaningful community investment should be a priority, contributing to societal betterment. This includes recognizing the needs of Indigenous Peoples and local communities (IPLCs).

Investments can take the form of:

  • Offering employment and necessary training opportunities to local community members.
  • Building essential infrastructure like schools, healthcare clinics, or hospitals near the mine site.
  • Providing cultural accommodations under company policies.

By collaborating with IPLCs, mining leaders establish mutually beneficial partnerships that foster trust and support, helping them set up their people for greater success.

BLIND SPOTS ARE COSTLY

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Secure your future: download the full report today

Your people are crucial to sustaining and expanding a sector that will power the modern world. By investing in recruitment, development, and retention strategies, you can build resilient teams prepared to address new risks and drive the energy transition forward. Resourcing for tomorrow: Building resilience for mining companies highlights five crucial risk areas with the greatest implications for miners today.

To learn how to build resilience against climate events, equipment failures, cyberattacks, geopolitical shocks, and people risks and fully understand their interconnected exposures, download the complete guide.

Download the full report to master the 5 critical risks for modern mining resilience.

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