Abstract
Currently in the Canadian mining industry, the Mining Industry Human Resource Council (2018a) reports 16% of roles are filled by women and is projecting a future labour shortage as its current workforce is approaching the age of retirement. There has also been a recent shift within mining companies to reflect the diverse communities in which they operate (Peltier-Huntley, 2019). Underrepresented groups, such as women, can help to fill these projected labour gaps and aid in solving challenges the industry faces. Inclusive and diverse workplaces have been found to be more profitable, more innovative, and better places to work.
The impacts of sexual harassment and discrimination in the mining industry are prevalent. My 2018 study found 54% (n = 292) of people had experienced or witness discrimination and harassment in mining yet only 22% (n = 54) of incidents were formally reported. Furthermore only 1% of study participants found anti-discrimination and anti-harassment policies were supportive in resolving these incidents. Discrimination and harassment incidents impact phycological safety and mental wellbeing, specifically in under-represented groups. At least 84% of the receivers of discrimination and harassment were female while 48% of aggressors were people in positions of power. This presentation will offer suggestions on how we can leverage current robust health and safety practices in our industry to improve employee retention and support the mental health of under-represented groups, such as women.
Biography of the presenter
Jocelyn Peltier-Huntley is an experienced educator and professional engineer focused on gender equity research. Her vision is to lead and inspire positive change. She is driven to create awareness and remove roadblocks to help individuals and organizations advance inclusion and equity, allowing them to realize the full potential of diversity.
She has a B.Sc. with distinction in Mechanical Engineering and a M.Sc. in interdisciplinary studies, both from the University of Saskatchewan. She is currently pursuing a Ph.D examining practical solutions for closing the gender gap in mining. Jocelyn is driven to help others by investigating problems, translating for common understanding, and implementing practical solutions to these problems. She takes great pride in her approach to make these improvements in workplaces with a consultative approach involving all key stakeholders. Jocelyn’s spent over 15 years of her career working at Canadian mine sites as a professional engineer and is now expanding her social impact potential by leading and inspiring positive change through research, facilitation, and consulting through her company Prairie Catalyst Consulting.
Jocelyn is also an active board member with Women in Mining and Women in Nuclear Saskatchewan, (WIM/WiN-SK), a non-profit, volunteer based organization focused on connecting and inspiring a diverse workforce in the Saskatchewan Mining and Nuclear industries. In addition to being the Vice-Chair of the board, Jocelyn is currently the Chair of the Mentorship committee, and Co-Chaired the 2020 Virtual Mine Your Potential Conference.
