2023-2032

WORKFORCE STUDY IN
THE CHILEAN LARGE-
SCALE MINING INDUSTRY
Diagnosis and Recommendations

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 MINING COUNCIL TEAM

Joaquín Villarino H., Chief Executive Officer.

Carlos Urenda A., Executive Director.
José Tomás Morel L., Director of Studies.
Verónica Fincheira H., Executive Director Mining
Skills Council.
Christel Lindhorst F., Communications Director.
Josefina Ortiz Z., Manager Communications
Projects.

FUNDACIÓN CHILE HUMAN DEVELOPMENT

TEAM
Valentina Quiroga C., Manager Human Development.
Vladimir Glasinovic P., Director Eleva Program.
Verónica Cid B., Manager Studies.
Pío Marshall D., Consultant - Studies.
Patricio Garrido J., Manager TP Education
Enhancement.
Camila Silva G., Manager Territorial Deployment and
Communications.
Matías Perea P., Manager Education-Work Linkage
Project.
Cecilia Meléndez R., Manager Boost 4.0 Project.

The present 2023-2032 Workforce Study in the Chilean Large-Scale Mining Industry is the culmination
of an effort undertaken between MSC-Eleva Alliance, a joint initiative between the Mining Council and
Fundación Chile. Additionally, this version is officially sponsored by the Ministry of Mining.

Designs by Valeria Alarcón Needham.

The cover-page photograph is the property of Antofagasta Minerals.

This publication has prioritized the use of gender-neutral language. Cases where masculine gender has been used are not
to be construed as discriminatory but only as an intention to make the text more fluid, when so required.

We appreciate the generous collaboration from Anglo American Chile Ltda.; Antofagasta Minerals S.A.; APRIMIN; BHP
Chile Inc; Minera del Pacifico Company MSC; Doña Inés de Collahuasi Mining Company SCM; CODELCO Chile; National
Mining Company, Finning Chile S.A.; Freeport-McMoRan South America Inc.; Glencore Chile S.A.; Gold Fields; Kinross
Minera Chile Ltda.; Komatsu Chile; Lundin Mining Chile; Metso; SCM Lumina Copper Chile Mining Company; Sierra Gorda
SCM; Chilean Chemical & Mining Company; Teck Resources Chile Ltda.

Santiago, 2023

ALL RIGHTS RESERVED.

THE REPRODUCTION AND DISTRIBUTION OF THIS DOCUMENT ARE AUTHORIZED ONLY IF SOURCES ARE CITED.
CONTENTS
Study Presentation 4

Executive Summary 7

Introduction 9
Methodology 10
Participants 10

Information Sources 11

Definitions, Processes, Occupational Groups and Profiles 12

Universe and Sample 14

Current Status of Human Capital in Large-Scale Mining 17

Technological Impact 51

Educational Offer of Human Capital 61

Human Capital Demand and Gaps 75

Reflections and Recommendations 87

Appendices 99
 GREETINGS AND SPONSORSHIP FROM THE MINISTRY OF MINING
The importance of continuing to reduce gender
barriers, gaps, and inequality of gender and
gender-sex diversity in the workplace, especially
within highly masculinized environments like the
Aurora Williams mining industry, represents a major focus for this
Baussa administration, as we are absolutely certain this
Chilean Mining will also help Chilean families thrive and improve
Secretary their quality of life. Hence, complementary
actions undertaken by other actors of the mining
Getting to know the workforce ecosystem are fundamental.
serving the large-scale mining
means knowing the driving Thus, this is the same framework that drove us
force of our industry. into reactivating the National Women in Mining
Committee -led by the Ministry of Mining and
Today we are offered a new version of the study joined in 2022 by the Ministry of Labor and Social
that, since 2011 onward, has been committed to Security, the Ministry of Women and Gender
the mission of systematizing the information that is Equality, and the Ministry of Education as an
relevant for the industry. The Mining Skills Council initiative of active participation that brings together
and the Eleva program (MSC-Eleva) Alliance has over 40 representatives from public and private
made it possible to access first-hand information sectors pursuing an industry-wide goal where
regarding the current status of the workforce serving everybody is driven, inspired, and motivated by a
the mining industry across the country. No doubt common desire: the engagement of more women
that in being the only sectoral study available in in mining.
the country providing evidence of the work-related
evolution and its projections into the coming next This initiative, comprised of four work commissions
decade, the present study rises as a suitable, (mining education, decent job, diversity and
relevant, and concrete contribution to the elaboration inclusion, and indicators and measurements) that
of public policies that, in our governmental role, we meet independently to develop concrete actions, it
are reinforcing at interinstitutional level. is territorially coordinated by regional gender work
teams led by regional secretariats dependent on
In order to be very precise about some aspects the Ministry of Mining.
accounting for the seriousness with which data is
managed and dealt with, in direct partnership with And it is with the purpose of going deeper into this
large-scale companies and suppliers, this new field of action where our Ministry has subscribed
version was achieved thanks to the participation a collaboration agreement with the MSC-Eleva
of 27 large-scale mining companies while the Alliance, aimed to monitor the work participation
information of a total sample of 78,000 male and indicators contained in the 2050 National Mining
female workers from all processes comprising the Policy, challenging us to achieve a 35% of women
value chain was carefully analyzed. This material participation in the mining industry.
enabled us to gain a comprehensive perspective of
the human capital working in the industry. Far from being wishful thinking, these objectives
respond to the genuine and necessary
Thus, the 2023-2032 Workforce Study in the commitment to engage an as wide as possible
Chilean Large-Scale Mining Industry confirms variety of actors and generate the ideal conditions
its definition of being a reliable and permanent for Chile to become a country with a more diverse
consultation tool. Additionally, it shares good news, and inclusive mining industry. In doing so, the
such as the employment, the professional internship Workforce Study in the Chilean Large-Scale Mining
and apprenticeship vacancy rate increase which has Industry will always be welcome as a contribution
motivated a larger number of women to participate presenting us the driving force of our industry.
in the Chilean mining industry.
4
PRESENTACTION OF THE 9TH WORKFORCE STUDY BY THE
MSC-ELEVA ALLIANCE

Verónica Fincheira Vladimir Glasinovic

Herrera Peña
Executive Director Director Eleva
Mining Skills Council, Program,
Mining Council Fundación Chile

From the very beginning, the MSC-Eleva Alliance Additional to this demand increase boosted by
has been tasked with the mission of connecting new projects, there is also a number of retirement
the productive world to mining-related educational age workers who are leaving the system by 2032
institutions, focused on people, in the sectoral which will call for the need of companies to renew
and national development of our country. In the their human capital. However, this good piece of
2022-2023 period, our efforts were concentrated news regarding a demand growth comes hand in
on four strategic focuses: 1) Territorial deployment; hand with crucial challenges to be faced by the
2) Education-Work linkage; 3) Enhancement industry. Commuting -that is a significant number
of Technical-Professional Education; and 4) of workers living in regions other than where their
Trend analysis. The fourth focus gives rise to workplace is located- is one of such challenges.
the Workforce Study in the Chilean Large-Scale This phenomenon comes a result of the shortage
Mining Industry where the indicators characterizing of local human capital equipped with the necessary
male and female workers are monitored, relevant skills. In this case, the challenge faced by the
information regarding inclusion and diversity, local industry, at region and domestic level, continues
employment, technological impact, and talent to be skills improvement in technical-professional
management is surveyed, and the demand and education in mining regions, particularly focused
supply of the mining-associated workforce is on mining-related specialties.
projected. In this 9th edition, this study presents
us, at least, three goods news. Women Engagement and Fostering of
TP Enrollments
34,000 New Talents and Skills Upgrades
A second good news comes from an increase
In the first place, the industry estimates a robust of female participation in the mining workforce
demand of 34,000 new talents in the next 10 years reaching a 15% in the latest measurement
which is more than a third higher than projected process; that is, nearly twice the results reported
in the previous version. This demand growth for 2018. In 2022, 1 out of 3 workers hired by
responds to the fact that more workers will be mining companies was a woman which means
needed for the construction of new projects and over 2,500 women hired in one year. All roles within
expansions across the different mining regions of the company have been benefited by the higher
our country. The main projects fueling this demand female participation increase including, among
are the coming into operations of Quebrada Blanca others, Operators, Maintainers, Supervisors, and
2 (Teck) in Tarapacá, Salares Norte (Gold Fields) Professionals with special emphasis on decision-
in Atacama by the end of 2023, the starting-up making positions. For example, if out of the
of Centinela Mining District (Antofagasta Minerals) number of people performing decision-making
in the Antofagasta region, and Los Bronces roles in 2020, 13% of such posts were occupied
Integrado (Anglo American) in the Metropolitan by women, by 2022 that number had increased
region, tentatively early 2026. to 17%. However, this good news is offset by

5
 the bottleneck going on over the last decade the pandemic broke out. Therefore, efforts must
in participation of women in educational offer be doubled while we should establish our own
available for the mining industry, which continues sectoral strategies to help boost these figures,
to show around a 13% registration, both at higher on the understanding that this is the key toward
education level as well as technical-professional expanding the human capital pyramid base for
high-school level. In case female enrollment in the industry. While this is a dilemma that other
mining-related specialties fails to increase, this mining countries have faced globally, the only way
female workforce participation in unlikely to be to address it is by systematically increasing the
sustained over time. vacancies and assuming that part of the vision
stated by mining companies is engaging with the
This challenge is not only a concern for the mining world of people’s education and development.
sector but for the entire country as a whole; as
such, our efforts must concentrate on the early Finally, we reiterate how proud we are of the quality
engagement of girls, teen-agers, and women into and robustness of the data herein contained,
STEM careers, specialized in technical-professional an attribute that has turned this study into an
training in industrial and automotive mechanics, official source of indicators for the sector. In 2023,
electricity and electronics, which report a female through the MSC-Eleva Alliance we subscribed
enrollment as low as 12% and 13%. The larger a collaboration agreement with the Ministry of
the number of women trained in the required skills Mining, so that the data collected by the present
and with access to a formal and quality job, the study will be used to monitor the progress of 8
greater the impact we will be making on the social of the 72 indicators applied in the 2050 National
pyramid base, driving access to education, and Mining Policy. The indicators measuring female
mobilizing national households, considering that participation calculated in this study will be officially
most of these women are household providers. used by the National Women in Mining Committee.
Moving forward, the study is set to contribute
Professional Training and information on human capital to the Smelter and
Apprenticeship Programs and a Refinery Policy and the National Lithium Strategy
Stronger Company-Education Linkage to support the public sector in the decision-making
process.
The third good news is that the number of available
internships and apprenticeship vacancies offered Our deepest appreciation to our member
by the industry has been quadruplicated. This and sectoral companies that participated and
means that this number was increased to 2,314 enabled the production of the 9th version of the
available positions in 2022 against the 586 Workforce Study in the Chilean Large-Scale
vacancies offered in 2020, in the middle of the Mining Industry. We also extend our gratitude to
lockdowns imposed by the COVID-19 pandemic. the different organizations who collaborated in
The need of interns represents one of the main the implementation and development of initiatives
urges posed by educational institutions since through the MSC-Eleva Alliance, including
this is a mandatory requisite to be met before education institutions, such as high-school,
a student can graduate. The higher internship technical-professional, and higher education
and apprenticeship vacancy availability may institutions, like TTOs (Technical Training
have positively affected the recovery of the on- Organization), public entities, like the Ministries
time graduation rate of students completing of Mining, Education, and Labor, regional
high-school with a TP mining-related specialty. government, labor unions, and many others.
This indicator jumped to 63% for the entire Working with you has facilitated our pursuit of
2021 graduation cohort as opposed to the 58% improving technical-professional education and
reported by the 2020 graduation cohort. Despite further increasing the development associated to
de above, results continue to be below 73% of the the mining industry.
on-time graduation rate observed in 2018, before

6
EXECUTIVE SUMMARY
2023-2032 Workforce Study in the Female Participation in the Industry
Chilean Large-Scale Mining The incorporation of more women in the workforce
has meant a significant challenge for the mining
The results returned by the 2023-2032 Workforce industry in the last few years. By 2022, a 15% of
Study in the Chilean Large-Scale Mining Industry in the total industry workers were women which drops
its 9th version - produced by the MSC-Eleva Alliance to 10% if only workers engaged in the main value
in direct collaboration with sectoral companies- change are considered. One out of four new hirings
present a clear picture of the current status of the reflects a woman while one out of five works in the
mining industry regarding human capital aspects, main value chain. The largest number of women
placing a special focus on the factors characterizing concentrate in the professional occupational group
male and female workers together with providing while the lowest figures belong to the Maintainer
an estimate of the demand, educational offer, and tier. Female participation in decision-making
gaps likely to occur in the next decade. positions has also risen, amounting to 17% in
mining companies. Though women participation
A total of 16 mining companies and 11 supplier continues to remain below the target set by mining
companies took part in the process. The sample companies themselves, the data reported evidences
consisted of 78,149 large-scale mining workers a consolidation of an upward trend.
divided into 55,446 own workers accounting for
a 96% of the estimated universe of large-scale In order to dive deeper into this area, a renewal of
mining workers plus a sample of 22,703 workers sectoral coordination efforts aimed to reinforce the
from supplier companies representing a 13% of the participation of women in the mining industry seems
estimated universe of contractor workers. Though to be convenient, by applying initiatives conducive
the analysis covers workers from all the mining to attracting and retaining people, and help train a
industry processes, special emphasis has been larger number of women in mining-related programs
placed on the processes and profiles contained in and specialties.
the main value chain; that is, Extraction, Processing
and Maintenance in these areas. Local Employment and Young People
The latest measurement process revealed that the
Main Outcomes and Recommendations rate of workers living in the same region where their
workplace is located showed the lowest figures
Current Status of Human Capital in Large- since it was first measured by this study with a peak
Scale Mining of 67% accounted for by a drop in local employment
This version of the study reports nearly 173,000 both in mining as well as in supplier companies. The
workers employed in the industry. While this local employment rate is observed to decline in all
employment increase has not meant a workforce occupational levels though the sharpest drop was
distribution across the different areas, it increased experienced in workers from supplier companies.
the number of contractor workers representing While in 2020 the industry had shown a 71%
a 68% of employment rate in the mining industry, increase in the hiring of local workers as a result of
the highest percentage reported since this study mobility restrictions imposed by COVID-19, in 2022
was first published. It has reached a 2.1 contractor local hiring dropped again to 63%, a particularly
worker per own worker ratio. pronounced fall for supplier companies; that moved
from 84% of local hiring in 2020 to 63% in 2022.
As for the composition of people working in the
industry per occupational group, between 2020 In 2022, 30% of people hired by mining companies
and 2022, the number of people comprising the went to employees under 30 years, which reflects
Maintainer group increased while the Professionals a 5 percentage-point increase in the hiring of young
in the supplier companies were reduced. From workers, as compared to 2020. This means that the
2016 to date, workers’ average age among workers above employment rate bounced back from the drop
has declined both in mining as well as in supplier experienced during the pandemic crisis and regained
companies. the percentage reported in 2018 measurements.

7
 Technology and Its Impact on Human been describing a gradual decline since 2015,
Capital descending even more after 2019. As for TP
high-school education, the span covered by
The industry has been undergoing deep technological the study running from 2011 to 2022, has been
changes that will take a toll on human capital and will characterized by consistency and the low variability
pose challenges to the way workers will be trained both in enrollment in as well as in graduation from
during the process leading to the adoption of these mining-based specialties. On the other hand, on-
new technologies in the workplace. Technological time graduations saw a decline in 2019 and 2020
processes such as remote or autonomous operation to portray a partial increase in 2021.
and digitalization are part of a reality that has come
to stay in companies. The installation of a number of This difference between the demand for new
Integrated Operations Centers across the country is workers from sectoral companies and the
a reflection of that new reality. educational offer associated to the industry has
generated human capital gaps, signaling both an
While these new technologies will echo in the oversupply of some working profiles as well as a
functions connected to all occupational groups deficit in others. Since the very beginning of this
performing in the large-scale mining industry, the study, some critical profiles have been identified
Maintainer and Operator profiles are expected to regarding the human capital gap. Some of these
be the most impacted by their arrival; specifically, profiles are Maintainers and Operators; especially,
by remote operation and digitalization technologies. Mechanical Maintainers, Mobile Equipment
This is translated as a need for companies to take Operators, and Fixed Equipment Operators. In its
the adequate measures conducive to the adaptation first measurements, the Workforce Study in the
of human capital, where training in new technologies Chilean Large-Scale Mining Industry projected
or upskilling stands as the ideal approach to face the a shortage in excess of 12,000 Mechanical
technological transformation. Other actions include Maintainers in 10 years. However, in the present
training in skills associated to the introduction of version this gap is estimated to be 8,876; that is,
new technologies, such as digital competencies, a 30% reduction. Similarly, the gaps projected
presenting important gaps within the current mining for the Mobile Equipment and Fixed Equipment
workforce. Operator profiles between 2011 and 2022 reveled
the figures shrunk from 41% to 14%, respectively.
Human Capital Demand and Gaps Though the challenges posed by the differences
between the supply and demand of workers by
In 2022, the companies within this study experienced
the industry, this data may be construed as an
an increase in the number of workers, as compared
indication of progress in the human capital gap
to previous measurements. Figures reached their
reduction over time.
highest employment rate since this study was first
published in 2011, soaring to 150,000 employees.
In order to further leverage the sectoral
Likewise, the human capital demand forecast
coordination efforts aimed at increasing the
in the industry for the 2023-2032 period is the
quality offer of the most sought-after profiles, as a
historically highest, with an estimate of 34,009 new
recommended approach the focus should be kept
workers by 2032. This means an increase in the
on the closure of quantitative and qualitative gaps
demand projections that rebuts the downward trend
existing in technical profiles, such as Operators
projected in previous editions of this study.
and Maintainers and prioritize the sectoral
efforts intended to increase female enrollment
On the other hand, the educational offer of mining-
into educational programs connected to mining
related specialties might well be going through a
specializations.
stagnation period. In the case of higher education,
the enrollment in industry-related careers have

8
INTRODUCTION
The 2023-2032 Workforce Study in the Chilean At the same time, this Chapter presents results
Large-Scale Mining Industry comes as the obtained from relevant topics for the industry,
outcome of joint collaboration between the Mining such as inclusion and diversity –where female
Council and Fundación Chile through the MSC- participation is included- local employment, and
Eleva Alliance. Since 2011, this study has sought talent management.
to characterize the workforce serving in the large-
scale mining. Thus, the supply and demand for Chapter N°2 addresses the technological impact
mining-related human capital has been projected starting from a perception survey divided into the
for a period of ten years, along with diagnosing new technologies, their impact per occupational
the challenges this sector will be exposed to in the group, the actions taken by companies, and the
coming years in matters of human capital and the time horizon during which these changes will
advent of new technologies. occur.

The study herein represents not only the efforts Chapter N°3 provides the main indicators
deployed by the MSC-Eleva Alliance but also characterizing the educational offer of mining-
the close collaboration with large-scale mining associated programs and specializations both at
and supplier companies comprising part of the higher education level as well as at TP high-school
sample, all of which were available to disclose the level, as a prerequisite before forecasting the
information necessary to analyze the workforce graduation trends in future years.
status within the industry. In this 9th edition, 16
mining companies and 11 supplier companies Chapter N°4 displays the human capital demand
granted their authorization to examine primary projections for the 2023-2032 decade, based on
sources of information, like their own workers and information contained in the portfolio of large-
contractor workers and self-applied perception scale mining projects scheduled for the coming
surveys conducted among Human Resources years and on the projections of people retiring
in each company. Additionally, publicly available from mining and supplier companies. The gaps
secondary sources of data, such as the National could be identified based on this data and the
Board of Education, statistics from MiFuturo.cl cross-checking of information on the availability of
web page, and figures from the Mining Council, educational offer.
among others.
Finally, Chapter N°5 identified the challenges faced
This study is divided into four thematically by the industry and sectoral recommendations are
independent Chapters described as follows. made intended to facilitate the closure of gaps,
Chapter N°1 shows a current view of the elements reinforce the education-work link, and contribute
characterizing the large-scale mining workforce, to the process of building a more inclusive industry,
resulting from the comparison between indicators among others.
based on company-provided workforce data vs.
indicators from previous versions of the same
study.

9
 METHODOLOGY

PARTICIPANTS

A sample of 16 mining companies accounting for

95% of the domestic production of copper and a
sample of 11 companies supplying the main value
chain (Extraction, Processing, and Maintenance) of
the Chilean large-scale mining industry contributed
to the making of this edition of the study.

For the first time in the sequence of studies,

this 9th edition includes a lithium producer
company (SQM) that, together with the other
organizations, allowed this study to see the light Based on this information, an updated workforce
by providing data such as number of own and report was prepared together with workforce
contractor workers, human capital demand demand projections for the industry and the
reports per project scheduled for the next identification of the next challenges to be faced by
decade and other indicators this study requested. the mining human capital.

Anglo American
Antofagasta Minerals
ENAEX
BHP
ESM
CMP
Ferrovial - Berliam Steel
Codelco
Finning
Collahuasi
FLSmidth
ENAMI
16 Freeport-McMoran
Komatsu
11
MINING Metso SUPPPLIER
Glencore
COMPANIES COMPANIES
Orica
Gold Fields
Technosteel
Kinross
TTM
Lumina Copper
Weir Minerals - Vulco
Lundin Mining
Sierra Gorda SCM
SQM
Teck

10
INFORMATION SOURCES

PRIMARY SOURCES

Report on own workers.

Report on contractor workers.
Mining Report on apprentices, interns, and graduates.
companies
Report on the demand associated to project portfolio.
Training report.
Survey conducted among H.R. collaborators.

Supplier Report on mining-related own workers.

companies Training report.
Survey conducted among H.R. collaborators.

SECONDARY SOURCES

Databases from MINEDUC Study Center.

Public Databases from the National Board of Education.

access Statistics from Mifuturo.cl
data
Statistics from the National Council of Accreditation.
Updated mining figures provided by the Mining Council.

11
 DEFINITIONS:
PROCESSES, OCCUPATIONAL GROUPS, AND PROFILES
The analyses under this study were mainly focused on workers engaged in the main value chain
comprised by Extraction, Processing and Maintenance in these areas.

EXTRACTION PROCESSING
MAINTENANCE MAINTENANCE

EXTRACTION PROCESSING
Open pit/under Concentration /
ground mine hydrometallurgy /
smelter / refinery

Complementarily, other processes outside the main value chain were considered in some specific
analyses, such as Mining Development, Major Projects, and Administration & Support.

MAJOR ADMINISTRATION
MINING DEVELPMENT
PROJECTS & SUPPORT

Exploration, Major or structural Staff, finances,

geology, and minor administration, supplies,
development, etc. corporate

12
The main value chain processes are developed by people performing different roles within the company,
which can be defined under the following profiles and classified into four main occupational groups:

PROFESSIONALS SUPERVISORS

• Geology and exploration. • Extraction Supervisor.

• Mine extraction Professional. • Processing Supervisor.
• Processing Professional. • Maintenance Supervisor.
• Maintenance Professional.

MAINTAINERS OPERATORS

• Mechanical Maintainer. • Mobile Equipment Operator.

• Electrical Maintainer. • Fixed Equipment Operator.
• Electromechanical Maintainer.
• Instrumentation Maintainer.

13
 UNIVERSE AND SAMPLE
UNIVERSO TOTAL:
Large-scale mining is the sector that brings together
a group of large-scale producer companies operating 43,798
in our country both mining companies as well as workers engaged in the
those supplying services to the mining industry. All main value chain (MVC)
throughout its different versions, these organizations
have been open to collaborate with information for
the elaboration of the Workforce Study in the Chilean
Large-Scale Mining Industry. This contribution has
made it possible to estimate the proportion of human
capital comprising this sector.

The workforce universe populating the Chilean large- 76%

scale mining consists of 238,781 workers. 57,898 of
them correspond to mining companies’ own workers
while 180,883 of them belong to supplier companies1.

Out of the 57,898 workers from mining companies,

76% reflects people performing in the main value
chain, equivalent to 43,798 own workers. While the
remaining 14,100 workers -that is, 24%- accounts for
people working in other areas of the industry. In turn,
out of the 180,883 workers from supplier companies,
a total of 140,975 -that is, 78%- correspond to UNIVERSE OF WORKERS IN
individuals working in the main value chain while a MINING COMPANIES1
total of 39,909 -that is, 22%- indicates workers in
other areas of the industry.
57,898

24%

14.100
workers in
other areas

1 The universe of own and contractor workers engaged in the Chilean large-scale mining industry was projected based on the
samples from the corresponding study of mining and supplier companies.

14
 238,781
The entire sample taken by the study consisted of
140,975 78,149 large-scale mining workers that reflect a 33%
workers in the main value of the total universe estimated for the sector. In the
chain (MVC) case of mining companies, the sample was integrated
by 55,446 workers, accounting for nearly a 96% of
the total universe of own workers in the industry. On
the other hand, 22,703 individuals constituted the
sample from supplier companies. They represent
around 13% of the estimated universe of contractor
workers performing in large-scale mining.

78%

UNIVERSE OF WORKERS FROM

SUPPLIER COMPANIES

180,883

22%

39,909
workers in
other areas

15
01
 CURRENT STATUS
OF HUMAN CAPITAL IN
LARGE-SCALE MINING
Employment Indicators 19

Workforce Characteristics 22

Participation of Women in Mining 28

Inclusion and Diversity 36

Local Employment in Mining 38

Talent Management 41
 INTRODUCTION
This Chapter displays the current panorama of the NOTE ON METHODOLOGY:
main indicators characterizing the human capital
The statistics under this Chapter were prepared
in the Chilean large-scale mining industry. To this
based on data directly provided by the participant
end, the outcomes from previous versions of this
companies with cut-off date as of December
study were compiled with the purpose of ensuring
2022, specifically:
the information collected since 2011 would retain
its continuity while updated data from 2022 was
• 16 reports on own workers from mining
incorporated.
companies and 14 reports on permanent
contractor workers in mine site operations.
Additionally, new indicators providing further
• 11 reports on workers in mine site operations
information on the industry workforce characteristics,
from supplier companies.
women participation, local employment, and people
• 13 reports on training from mining companies
management were also added.
and 8 from supplier companies.
• 13 reports of apprentices and interns from
One of the main revelations, and as compared
mining companies.
to the previous study, a new employment rise
• 90 surveys conducted among collaborators
was observed to occur in large-scale mining
from H.R. areas from mining and supplier
mainly driven by a contractor worker employment
companies.
growth. This is reflected not only in the evolution
of employment but also in the ratio of contractor
The different indicators contained in this Chapter
workers per own workers in these companies.
were estimated once the above information was
available. All specific sources consulted in each
analysis are indicated, as appropriate.

18
EMPLOYMENT INDICATORS
EVOLUTION IN WORKER DISTRIBUTION IN MINING COMPANIES 2011-2022
(Total workers in mining companies and percentage of own and contractor workers).

100% 172,901 180,000

160,000
80% 126,506 121,987 140,000
123,289 124,322 124,737
104,737 106,946 68%
64% 63% 64% 120,000
62%
60% 63%
59% 59% 100,000

38% 41% 41% 80,000

40% 36% 37% 37% 36%
32% 60,000
40,000
20%
20,000

0% 0
2011 2012 2013 2014 2016 2018 2020 2022

Own workers Contractor workers Total

Source: Report on own and contractor workers from mining companies.

Based on the own and contractor worker reports from In absolute terms, figures show an important increase
the 16 mining companies that joined this study, the in the number of workers in mining companies, mainly
total number of workers was 172,901. As compared and increasingly comprised of contractor workers
with previous measurements, this growth responds while the number of own workers gradually descends.
to the incorporation of two new companies into the
sample and to an increase in the number of contractor
workers.

The trend shown by the percentage of contractor In 2022 the number of total
workers per year continues to be similar to the total workers reached 172,901.
number of workers, where the trend seems to be as
This means a 42% increase
stable as it was at the beginning of this series in 2016,
experiencing a drop that persisted until 2018. In 2022, compared to the volume of
just as in total number of workers, the percentage of workers reported in 2020.
contractor workers reached 68%.

On the other hand, the companies’ own workers

shows a slight but sustained upward trend toward
2018 to gradually go down to 32% of total workers
in 2022.

19
 EVOLUCIÓN DEL EMPLEO POR ÁREA EN MINING COMPANIES 2011-2022*
(Porcentaje de trabajadores según área)

100% 4% 4% 2% 3% 2% 3% 4% 5%
5% 3% 3% 4% 5% 5% 4% 4%
80% 13% 19% 18% 17% 13% 12% 16% 15%

60%

40%

78% 74% 76% 76% 79% 80% 76% 76%

20%

0%
2011 2012 2013 2014 2016 2018 2020 2022

Main value chain Administration/support Mining Development Major Projects

*Only mining companies representing a continuous sample were considered; that is, those collaborating with the study
since 2011. Thus, tendencies can be observed without disruptions caused by the incorporation of other companies in the
study.

Source: Report on own and contractor workers from mining companies.

It can be observed that the worker distribution On the one hand, the percentage of workers in
percentage per area has behaved relatively stable the main value chain represents a large majority of
with small variations at some points. Such are the total workers in mining companies, with a variation
cases of 2012, where the percentage of workers between 74% and 80% mainly. Additionally, there
in the main value chain drops to the detriment of is the percentage of Administration/Support
a worker increase in the Administration/ Support workers, representing between 13% and 19%.
area, and of 2018 where the situation is completely Finally, the workers from Mining Development and
the opposite. Major Projects account for a minority between 2%
and 5% each.

20
EVOLUTION OF THE CONTRACTOR WORKER/OWN WORKER RATIO IN MINING COMPANIES
2011-2022
(Ratio of total contractor workers over total own workers).

2.5
2.1
2.0 1.8 1.8
1.7 1.7
1.6 1.5
1.4
1.5
1.4 1.5 1.5 1.4
1.0 1.3 1.2 1.2
1.1
0.5

0
2011 2012 2013 2014 2016 2018 2020 2022

Main value chain ratio Total company ratio

Source: Report on own and contractor workers in mining companies.

In 2022, the contractor worker per own worker ratio companies is considered, as the rise can be
in mining companies had maintained its upward observed since 2016, while the main value chain
trend, reaching a 2:1 ratio. This is particularly ratio reports a more moderate increase.
evident if the total workers in mining

MAIN OUTCOMES

• In 2022, the total workforce of the large-scale mining reached

173 thousand workers, showing a 42% increase with respect to
workers registered in 2020.

• This employee increase has not meant a redistribution of the

workforce across different areas, but it has come along with an
increase of the contractor worker ratio.

• In the latest measurements, the contractor workforce reached

an employment rate as high a 68% in mining companies,
reaching a peak of a 2.1 contractor worker per own worker ratio.

21
 CHARACTERISTICS OF THE WORKFORCE
DISTRIBUTION OF WORKERS PER OCCUPATIONAL GROUP 2020-2022
(Percentage of workers per occupational group).

Mining companies
50%
40% 39%
40%

30%
20% 20% 21%
20% 18%
15%
13%
10% 6% 6%

0%
Professionals Supervisors Maintainers Operators Staff

2020 2022

Supplier companies
50%
44%
40%
35%
31%
30%
22%
20%
13% 13%
10% 10% 10% 11%
10%

0%
Professionals Supervisors Maintainers Operators Staff

2020 2022

Source: Report on mining and supplier company workers.

Worker distribution across mining companies latest measurement, shows a 9 percentage-point

has maintained the pattern displayed in the latest increase. This increase is associated to a drop in
measurement where Operators has proved to the Staff occupational group, which experienced
be the largest occupational group. On the other a reduction of 9 percentage points between
hand, in supplier companies Maintainers are measurements.
the biggest segment which, with respect to the

22
YEARS OF SENIORITY IN THE COMPANY BY OCCUPATIONAL GROUP 2020-2022
(Average years of seniority per occupational group).

Mining companies 2020 2022

Professionals 8.7 8.1

Supervisors 13.7 11.6

Maintainers 11.7 10.7

Operators 11.5 10.5

Staff 9.3 7.7

Total 10,9 9,6

Supplier companies 2020 2022

Professionals 6.5 6.8

Supervisors 8.5 7.8

Maintainers 5.6 4.7

Operators 6.5 5.5

Staff 7.1 5.8

Total 6.6 5.6

Source: Report on mining and supplier company workers.

It can be observed that workers from mining As for mining companies, Supervisors is the
and supplier companies reduced their average occupational group showing the deepest change,
number of years of seniority. Furthermore, the with a 2.1 reduction in years of seniority between
Professionals occupational group from supplier 2020 and 2022 while, in supplier companies, this
companies has turned out to be the only group in group is represented by Staff where a 1.3 drop in
the industry where this parameter has not dropped years of seniority occurred.
but has seen a 0.3 increase in the average years of
seniority of their workers.

23
 EVOLUTION IN THE NUMBER OF PEOPLE SUPERVISED PER SUPERVISOR 2011-2022
(Ratio of total Operators and Maintainers over total number of Supervisors).

14

12 11.0 11.0 10.5

9.6 9.5 9.3 9.3
10 9.1

8 7.0
5.7 5.4 5.3 5.6
6 5.1
4.3 4.4
4

0
2011 2012 2013 2014 2016 2018 2020 2022

Mining companies Supplier companies

Source: Report on own and contractor workers in mining companies.

In the different measurements, the chart reveals Supplier companies, on the other hand, report a
a slight but sustained decrease in the number small increase; particularly, in the period 2014-
of people supervised by each Supervisor since 2018, going from 5.1 to 5.6 whereas this indicator
2011. In the case of mining companies, each moved from 4.3 to 4.4 individuals per Supervisor
measurement shows values that are lower between 2020 and 2022. However, and just as in
or equal than the parameter estimated in the mining companies, the general tendency observed
previous measurement, going from 11 people per in supplier companies leans toward a decrease of
Supervisor in 2011 to 9.1 in 2022. people supervised per Supervisor.

24
AGE RANGES OF WORKERS 2022
(Percentage of workers per age range).

Mining companies Supplier companies

18 to 24 2% 6%
25 to 29 7% 15%
30 to 34 14% 20%
35 to 39 18% 18%
40 to 44 17% 14%
45 to 49 15% 11%
50 to 54 12% 9%
55 to 59 9% 5%
60 to 64 5% 3%
65 or over 1% 1%

Source: Report on mining and supplier company workers.

In line with the latest measurements, the segment companies corresponds to people between 30
of young workers from supplier companies is and 34 years, who represent a total of 19% while,
larger than in mining companies. As a matter of in mining companies, the biggest age range is
fact, the largest age range working for supplier found in workers between 35 to 39 years of age.

EVOLUTION OF AVERAGE AGE OF WORKERS 2011-2022

(Average age of workers per year).

45 44.2 44.0 43.8

44 43.1
42.6 42.9
43 42.3 42.3
42
41
40 39.3 39.2
38.5 38.6
39
38 37.5
36.9 36.7
37 36.4

36
35
2011 2012 2013 2014 2016 2018 2020 2022

Mining companies Supplier companies

Source: Report on mining and supplier company workers.

25
 In general, the average age of workers is observed same period in supplier companies. However,
to be older in mining than in supplier companies. between the years 2016 to 2022, this tendency
In either case, from the beginning of this series ceased to grow but quite the opposite -worker’s
the average age has shown an upward tendency, average age has dropped, as reported in this
going from 42.3 years in 2011 to 44.2 in 2016 in latest measurement.
mining companies and from 36.4 to 39.3 for the

HIRING OF YOUNG PEOPLE 2012-2022

(Percentage of people under 30 over total workers with seniority less than one year).

50%
41%
40% 35% 37%
34% 35%
31% 33%
26% 28% 28% 30% 30%
30% 31% 25%
26% 25% 29%
25% 24% 25%
20% 21%
10%

0%
2012 2013 2014 2016 2018 2020 2022

Mining companies Supplier companies Total industry

Source: Report on mining and supplier company workers.

The decline of average age among workers considered, this trend toward hiring young people
reported in the past measurement might partly presented a gradual decline between 2013 and
respond to the higher number of enrollments 2020. Despite the above, the increase seen in the
of people under 30 years old. Since the 2020 latest measurement has made the percentages of
measurements, this practice has seen a rise young people hired between 2018 and 2022 look
in the industry, in general, both in mining and very similar, not only in mining, but also in supplier
supplier companies. However, if the entire series is companies, and the industry, as a whole.

26
HIRING OF YOUNG PEOPLE IN THE MAIN VALUE CHAIN 2012-2022
(Percentage of people under 30 years old over total workers with seniority less than one year
in the main value chain).

50%
42%
40% 36% 35% 38% 35% 36%
33% 30% 31% 35% 31%
30% 29% 26% 29% 26%
31% 27%
29% 27%
25%
20% 22%

10%

0%
2012 2013 2014 2016 2018 2020 2022

MVC Mining companies MVC Supplier companies MVC Total

Source: Report on mining and supplier company workers.

After looking at the main value chain, it follows that with an upturn in 2022 with respect to 2020, both
the tendency to hire young people has been similar in mining and supplier companies.
to the tendency seen across the entire industry

MAIN OUTCOMES

• The number of workers within the Maintainers occupational

group saw a rise between 2020 and 2022 while the Professionals
group has been reduced in supplier companies.

• • From 2011 to date, a faint but sustained decline has occurred

in the number of people supervised by each Supervisor. In 2022,
a total of 9 and 4 people were supervised by one Supervisor in mining and
supplier companies, respectively.

• • From 2016 to date, the average age of workers has been

gradually falling, both in mining and supplier companies.

27
 PARTICIPACIÓN DE MUJERES EN MINERÍA

EVOLUTION OF FEMALE PARTICIPATION IN MINING 2011-2022

(Percentage of women over total workers).

20%
17%
15% 15%
12% 12%
9% 8% 10%
10% 8% 8% 8% 8% 8% 8% 8% 8%
7% 7% 7%
7% 7% 7%
5% 6% 6% 6%

0%
2011 2012 2013 2014 2016 2018 2020 2022

Mining companies Supplier companies Total industry

Source: Report on mining and supplier company workers.

From the beginning of the series, female participation a significant improvement, reaching 15%. Even if
in mining has been progressively rising. However, mining and supplier companies have seen women
this progress came up with constant but small participation to increase, it is the former that has
increases, not exceeding a 10% of participation experienced the higher increase since 2018 to
until 2018. From the 2020 and 2022 measurements achieve a 17% female participation rate in 2022.
onward, women participation in mining has shown

EVOLUTION OF FEMALE PARTICIPATION IN THE MAIN VALUE CHAIN 2011-2022

(Percentage of women over total workers in the main value chain).

20%

15%
12%

10% 10%
7% 6%
5% 4% 3% 5% 4% 5% 5% 5%
4% 3% 3% 3% 3% 3%
3% 4%
3% 2% 2% 2%
0% 1%
2011 2012 2013 2014 2016 2018 2020 2022
MVC Mining companies MVC Supplier companies MVC Total

Source: Report on mining and supplier company workers.

28
After analyzing the evolution of women in the value chain in supplier companies, whose female
main value chain, the trends observed are similar participation suffered a decrease between 2011
to those reported by the total industry. However, and 2016, the participation rate was recovered
in the aggregate, participation percentages are and exceeded in subsequent measurements.
lower. It must be noted that, in the case of the main

FEMALE HIRING 2012-2022

(Percentage of women over the total of workers with seniority less than one year).

50%

40% 35%
30%
30% 25%
21% 25%
20% 16% 17%
13% 11%
8% 9% 7% 11% 9%
10% 12% 12%
6% 6% 7% 7% 7%
0%
2012 2013 2014 2016 2018 2020 2022

Mining companies Supplier companies Total industry

Source: Report on mining and supplier company workers.

After examining the female hiring indicator by in 2022, meaning an 18 percentage-point increase.
mining companies, -that is, the percentage of
women hired against total workers in the last year In other words, 1 out of three 3 workers hired
(last 12 months)- a positive evolution is observed in in 2022 by mining companies were women,
the indicator, which is seen to have doubled in the accounting for an enrollment of 2,554 women in
past four years, moving from 17% in 2018 to 35% the past twelve months.

WOMEN HIRING IN THE MAIN VALUE CHAIN 2012-2022

(Percentage of women over total workers with seniority less than one year in the main value
chain).

50%

40%
31% 32%
30%
20%
20% 16% 20%
13%
8% 10% 7% 7%
10% 5% 3%
2% 3% 4%
1% 2% 6%
0% 2% 2% 3%
2012 2013 2014 2016 2018 2020 2022

MVC Mining companies MVC Supplier companies MVC Total

Source: Report on mining and supplier company workers.

29
 In general, female hiring indicators grew between main value chain areas. Though the female hiring
2020 and 2022, following the upward trend percentage in supplier companies may well have
observed since the series was started. However, increased since 2018, the latest measurement
and as revealed by the past measurement, this disclosed minor differences in the percentage of
rise is seen to occur almost exclusively in mining hired women.
companies, both in general as well as in their

FEMALE PARTICIPATION PER OCCUPATIONAL GROUP IN THE MAIN VALUE CHAIN 2020-2022
(Percentage of women over total workers per occupational group in the main value chain).

Mining companies

40%
30%
18%
20% 14% 13%
12%
10% 6% 6% 8%
3%
0%
Professionals Supervisors Maintainers Operators

2020 2022

Supplier companies

40%
30%
20% 15%
12%
10% 5%
3% 4% 1% 3% 1%
0%
Professionals Supervisors Maintainers Operators

2020 2022

Source: Report on mining and supplier company workers.

Female participation in the main value chain the Professionals group, followed by Operators,
is seen to increase between 2020 and 2022 Supervisors, and Maintainers. It was also detected
across all occupational groups in mining and that women participation in supplier companies
supplier companies. Much like in the previous is lower than in mining companies. This was the
measurement, in 2022 the occupational group case in both measurements and in all occupational
displaying the largest female participation was groups.

30
LOCAL WOMEN PER OCCUPATIONAL GROUP, IN MINING COMPANIES 2020-2022
(Percentage of women living in the same region where their workplace is located).

100%
80%
80% 73% 76% 74% 77% 76%
62%
60% 57%
45% 47%
40%

20%

0%
Professionals Supervisors Maintainers Operators Staff

2020 2022

Source: Report on mining company workers.

In general, the Professionals and Supervisors their workplace; all of them between 75% and a
occupational groups display the lowest percentage 77%. In between the two latest measurements,
of women living in the same region where their the Professionals and Staff groups reduced their
workplace is located; that is, 57% and 47%, percentage of local women while Supervisors,
respectively. On the other hand, the Maintainers, Maintainers, and Operators increased that same
Operators, and Staff groups show a larger percentage.
number of women living in the sample region as

31
 PARTICIPATION OF WOMEN IN INTERNATIONAL MINING 2022
(Percentage of women over total workers per country).

United States
15%

Canada
19%

Peru
6%
South
Chile Australia
Africa
15% 18%
16%

Source: Data form the World Bank 2022; statistics from International Energy Agency 2022; 21st Commission for
Employment Equity, Annual Report 2022, South Africa.

Chile’s female participation percentage in the labor of women participation in the mining industry, our
market is below those of developed countries or country is better positioned, above Peru and at the
other economies in the region. However, in terms same level than the United States.

WOMEN IN DECISION-MAKING POSITIONS IN MINING COMPANIES 2020-2022

(Percentage of women over total workers in decision-making positions in mining companies).

Female Assistant
Female Directors/ Managers/
Managers: 2022 2022 Superintendents:
person in charge of the 19.8% 19.2% person assisting the
direction & coordination of Manager in the planning and
an area or department. 2020 2020 implementation of strategies
16.9% 12.6% and replacing the Manager in
the performance of her duties.

Leaderships: Female Supervisors:

2022 2022
person responsible for person in charge of directing
the management of a 23.0% 14.3% the work activities of a group
given project, in charge of 2020 2020 of individuals, monitoring their
achieving specific goals and 15.7% 9.9% performance, and making
of setting up teams. decisions.

urce: Report on own workers from participant mining companies.

The last measurement points out the female followed by Assistant Managers/ Superintendents
participation increase in decision-making (19.2%).
positions, from Supervisors to company Directors/
Managers. The highest increase identified since Based on the total number of people appointed in
the 2020 measurement occurred in Leaderships decision-making positions in 2022, 17.4% of them
roles (23%) with a 7.3 percentage-point increase, were occupied by women.

32
GENDER POLICIES IMPLEMENTED BY COMPANIES 2022

Increase women participation among

their workforces. 100%

Promote an inclusive organizational

culture, sensitizing and providing 98%
permanent training in gender issues.

Encourage the presence of women in

decision-making roles. 96%

Adopt a hybrid work mode

93%
(online and in-person).

Potentiate joint collaboration with

education institutions to motivate 77%
women to join the industry.

Put in place a salary equality policy in

order to reduce the gender gap. 77%

Provide the proper infrastructure to

76%
serve a diverse workforce.

Take actions favoring co-

responsibility and/or conciliation of 68%
work, family, and personal life.

0% 20% 40% 60% 80% 100%

Source: Survey among collaborators from H.R. areas from mining and supplier companies.

As for the results from the survey applied and encouraging the participation of women in
among H.R. collaborators of mining and supplier decision-making roles.
companies, a 100% responded that their company
has in place gender policies that facilitate the Among the gender policies included in the survey,
incorporation of women into their workforce. the adoption of actions leading to conciliation of
Most respondents declared that their companies work, family, and personal life was the topic with
promote an inclusive organizational culture, the lowest number of responses, with a 68%.
sensitizing and providing training in gender issues

33
 GOALS REGARDING WOMEN PARTICIPATION
Female participation goals proposed by companies 2022

Less than 25% Between 25% and 35% Over 35%

25% 60% 15%

Source: Survey among collaborators from H.R. areas from mining and supplier companies.

In terms of women participation goals, 60% 75% of respondents declared

respondents stated their companies have targeted
between a 25% and 35% of female participation;
2025 to be the time horizon
that is, between 10% and 20% higher than the established to achieve such
women participation rate recorded in 2022. goal.

Goals regarding percentage of women in management positions 2022

Less than 25% Between 25% and 40% Over 40%

33% 58% 8%

Source: Survey among collaborators from H.R. areas from mining and supplier companies.

As for female participation in management 70% of respondents

positions, 58% of respondents pointed out
that target established by the company ranges
declared that 2025 was the
between 25% and 40%; that is, between 5% and year set to reach that goal.
20% higher than the women participation rate in
senior-management or management roles in 2022.

34
 NATIONAL WOMEN IN MINING COMMITTEE AND NATIONAL
MINING POLICY GOALS 2050

Since its creation in 2014, the National Women in Mining Committee led by the
Under Secretary of Mining has become a strategic platform for the development
and implementation of equality policies. This initiative has been ratified by different
administrations and is constituted by ministries, public services, mining and supplier
companies, civil society organizations, and labor unions that offer a comprehensive
perspective on the sector.

The results obtained from this study, developed under the collaboration agreement
subscribed between the MSC-Eleva Alliance and the Under Secretariat of Mining, will
help monitor a number of indicators associated to the National Mining Policy 2050 goals:

• Achieve a female participation in the industry of 20% by 2030 and 35% by 2050.
• Achieve a female participation in senior-management positions of 25% by 2030 and
40% by 2050.
• Put in place fully diversity and inclusion, and work, family and personal life conciliation
policies in a 100% of sectoral companies.

MAIN OUTCOMES

• The results show that, in 2022, female participation and

enrollment in the mining industry rose against 2020 and previous
years. This increase occurs not only in the different occupational groups
constituting the main value chain but also in decision-making positions.

• Female participation across the industry accounts for 15% of

integration and 10% in the main value chain.

• As for women occupying decision-making positions, the

increase is higher in Assistant Manager/Superintendent and
Leadership roles. This panorama places the Chilean large-scale
mining industry at the same level than other mining countries in aspects
of female participation in the industry.

35
 INCLUSION AND DIVERSITY

DIVERSITY AND INCLUSION POLICIES IMPLEMENTED BY COMPANIES

Percentage of companies with the following policies in place:

2020 2022

79% Diversity & inclusion 95%

policy

Work, family, and

s/i personal life conciliation 62%
policy

n/i: no information.
Source: Survey among collaborators from H.R. areas from mining and supplier companies.

Most companies (95%) state to have implemented In general, all mining companies surveyed have
an inclusion and diversity policy. After comparing implemented a diversity and inclusion policy, but
with the 2020 measurement, the number of nearly 40% of them have failed to implement a
companies that have implemented this type of policy that facilitates conciliation of work, family,
policy is observed to increase. When asked if they and personal activities to thus allow each person
had a work, family, and personal life conciliation to balance their own time according to their
policy in place, 62% of companies replied positively. obligations, needs, and priorities.

36
Does your internal inclusion and diversity policy contain specific objectives or goals for the
following groups? (% Yes)

People with disabilities 95%

Women 93%

People from indigenous peoples 55%

LGBTIQ+ people 45%

People from different age groups 39%

Migrant people 28%

0% 20% 40% 60% 80% 100%

Source: Survey among collaborators from H.R. areas from mining and supplier companies.

As to the groups targeted by the inclusion and of respondents declared their companies have
diversity policies, People with disabilities and established specific goals for persons pertaining
women are the most frequently affected group. to indigenous peoples, 45% LGBTIQ+ individuals,
In this case, almost all respondents stated their 39% according to their age range, and only 28%
companies do have policies containing specific for migrant workers.
goals for these groups. On the other hand, 55%

THE ILO CONVENTION 190

The Convention 190 from the International has a right to work free from violence and
Labor Organization (ILO), as of today ratified by harassment, including gender-based violence
25 countries (Chile, in March 2023), is the first and harassment.
international treaty to recognize that everyone

Does the company implement protocols associated to the ILO Convention 190 about
violence and harassment in the workplace?

As to the implementation of the

YES 81%
ILO Convention 190 by sectoral
companies, 81% of them reports
to have implemented protocols
about violence and harassment in
the workplace.

37
 LOCAL EMPLOYMENT IN MINING
EVOLUTION OF LOCAL EMPLOYMENT IN THE MINING INDUSTRY 2013-2022
((Percentage of workers living in the same region where their workplace is located).

100%
90%
80% 75% 74% 74% 73% 75% 77%
72% 73% 73%
71% 68% 67%
70% 69% 68% 71%
66% 64%
60% 63%
50%
40%
30%
20%
10%
0%
2013 2014 2016 2018 2020 2022

Mining companies Supplier companies Total industry

Source: Report on workers from mining and supplier companies.

In the last decade local employment in mining has In the disaggregate, figures prove that local
been observed to behave relatively stable around employment, in mining and supplier companies,
70% with low yearly variations. This means that 7 has experienced a gradual decline. Mining
out of 10 individuals are local workers. As per the companies exhibit a 68% (slight fall vs. previous
latest measurement, in 2022 local employment in year) of local employment while supplier companies
the industry dropped to 67%. showed a more pronounced decline of 64% in the
latest measurement.

38
LOCAL EMPLOYMENT PER OCCUPATIONAL GROUP IN THE MAIN VALUE CHAIN 2020-2022
(Percentage of workers living in the same region where their workplace is located per
occupational group in the main value chain).

Mining companies

100%
90%
80% 74% 73%
71%
70% 65% 67%
61% 64% 61%
60%
50%
40%
30%
20%
10%
0%
Professionals Supervisors Maintainers Operators

2020 2022

Supplier companies

100%
90%
81%
80% 78% 75%
71% 71%
70% 68%
60% 56% 55%
50%
40%
30%
20%
10%
0%
Professionals Supervisors Maintainers Operators

2020 2022

Source: Report on workers from participant mining and supplier companies.

In broad terms, the occupational group with the drop being more noticeable in the Supervisors
highest percentage of local employment in the and Maintainers occupational groups of supplier
main value chain pertains to the Operators group. companies, with a local employment percentage
However, mining and supplier companies present lower than in mining companies.
a decrease in local employment in 2022, this

39
 HIRING OF LOCAL WORKERS 2013-2022
(Percentage of workers living in the same region where their workplace is located over total
workers with seniority less than one year).

100%
84%
80% 73% 74% 71%
65% 68%
60% 62% 59% 61% 63%
60% 69% 66% 63% 63%
58% 57% 61%
40%
20%
0%
2013 2014 2016 2018 2020 2022

Mining companies Supplier companies Total industry

Source: Report on workers from participant mining and supplier companies.

When examining the local employment indicator in Local hiring in the industry is seen to decline
the total industry -that is, the percentage of local between 2020 and 2022. During 2020, a period
workers hired over total workers in the past year, marked by the COVID-19 pandemic, local
2022 indicates that 63% of total people enrolled hiring figures by supplier companies reached
were local individuals (around 8 thousand people); an exceptionally high maximum which gradually
that is, 3 out of 5 workers employed were local resumed their pre-pandemic tendency to, in the
residents. latest measurement, even out mining company
figures.

MAIN OUTCOMES

• In the past decade, local employment in the industry has

been seen to behave relatively stable around 70% with faint
yearly variations. In other words, 7 out of 10 people working in mining
are local workers.

• As per the latest measurement, local employment in the

industry amounts to 67%.

• • The number of local workers with seniority less than 1 year

reflects a decline with respect to 2020, reaching a 63% of local
hiring in the entire industry in 2022.

40
TALENT MANAGEMENT

TRAINING INDICATORS 2018 2020 2022

Hours of training per worker
(hours of training / workforce) 30 25 39

Participation per worker

(attendance / workforce)
2,4 5,5 6,2

Training index
(hours of training / total hours worked) 1,36% 1,31% 2,46%

Investment per worker*

(investment / workforce) $308.609 $217.323 $375.527

Cost of training*
(investment / hour of training) $10.920 $9.914 $9.496

Cost per participant*

(investment / attendance) $183.476 $49.715 $76.873

Source: Report on training from mining and supplier companies.

* In Chilean pesos. Calculations were made based on the value of observed dollar as of December 2022: $875.66.

Training indicators show that, in 2022, companies investment in training, reaching $375,527 Chilean
making up the industry stepped up their training pesos per worker in 2022.
efforts. While participation indicators point out
that more people participate and more hours are With respect to the latter, the positive results are
dedicated to training since 2020, cost indicators in line with Goal N° 11 from the National Mining
are seen to be lower since 2018, which also Policy which introduces a 50% average increase
benefits the companies. of training investment per worker by 2030 vs.
2018 where this figure was $308,609, on the
The Table shows a higher number of training understanding that investing in human capital
hours, which went from 25 to 39 hours per worker training in mining is key to overcome the challenges
between 2020 and 2022, together with higher posed by technological changes.

41
 DISTRIBUTION OF INVESTMENT IN TRAINING PER OCCUPATIONAL GROUP 2018-2022
(Percentage of investment in training per occupational group).

26% 31% 21% 22%

2022

34% 20% 21% 25%

2020

39% 28% 14% 19%

2018

Operators Maintainers Supervisors Professionals

Source: Report on training from mining and supplier companies.

DISTRIBUTION OF TRAINING HOURS PER OCCUPATIONAL GROUP 2018-2022

(Percentage of total hours devoted to training per occupational group).

34% 29% 18% 19%

2022

35% 23% 20% 22%

2020

39% 29% 14% 18%

2018

Operators Maintainers Supervisors Professionals

Source: Report on training from mining and supplier companies.

The results from the investment distribution and the occupational group with the largest number of
hours dedicated to training reveal a decline in hours scheduled for training. In investment terms,
investment and training hours in the Operators however, Maintainers become the group allocated
group between 2018 and 2022. Despite the drop the most training resources.
in distribution of hours, Operators continue to be

42
DISTRIBUTION OF HOURS PER TRAINING METHOD 2018-2022
(Percentage of total hours devoted to training according to training method).

12% 35% 53%

2022

12% 24% 64%

2020

25% 67% 8%
2018
On-the-job Off-the-job E-learning

Source : Report on training from mining and supplier companies.

In 2020, the percentage of hours listed for training and 2022, it continues to be the learning method
under e-learning mode experienced an important most widely used across the industry, with 53% of
increase, as a result of the COVID-19 pandemic hours dedicated to training, followed by off-the-job
and the restrictions it brought about. However, training, with 35%, and, on-the-job training, with
and though the percentage of training hours 12%.
under this system went down between 2020

DISTRIBUTION OF INVESTMENT PER TRAINING OBJECTIVE 2022

(Percentage of total allocated resources per training objective).

Reduce gaps in technical skills.

29%
Meet workplace safety standards. 35%

Provide professional development

programs in career line.

Provide training in the use of digital

skills.

Promote an organizational inclusive 19% 7%

culture. 8%

Source: Report on training from mining and supplier companies.

The objectives allocated the most resources in On the other hand, the skills allocated the least
the industry were the Reduction of technical skills, resources were those associated to Digital skills,
with a 35% average of resource allocation together with an average of 8% of resource allocation and
with Meeting the workplace safety standards, with the Promotion of an inclusive culture, with a 7%
a 19% average. average.

43
 PRIORITY OBJECTIVES OF WORKER TRAINING 2022

Which one, would you say, are the 3 main objectives of work training in your company?

Meeting workplace safety standards

69%
Reduce gaps in technical skills
62%
Promote an inclusive organizational culture
62%
Provide training in the use of digital skills
55%
Provide development programs associated to career line
53%

Source: Survey among collaborators from H.R. areas of mining and supplier companies.

As for the priority objectives pursued by worker both of them mentioned by 62% of respondents.
training, 69% declared that Meeting the workplace The least prioritized objectives were Training
safety standards was a training objectives; this in the use of digital skills and the Professional
being the most recurrent goal, followed by targets development in career line, with 55% and 53% of
like Reducing the technical skill gaps and the mentions, respectively.
Promotion of an inclusive organizational culture,

44
 Has the company put in place protocols associated to the ILO Convention 176 about
health and safety in mines?

Regarding the implementation

YES 86%
of the ILO Convention about
health and safety in mines,
86% of companies declares to
have implemented Convention-
related protocols.

PRACTICES TO BOOST TALENT AVAILABILITY

Which of the following practices do you consider to be as promising to increase talent

availability in your company in the next 5 years? Indicate practices.

Practices 2022 Positions

Future of Jobs Report 2023
Improve talent progression and promotion 84% 2º
processes.

Provide effective reconversion and training 49% 7º

processes.

Support workers’ health and wellbeing. 39% 5º

Increase opportunities of working from home. 35% -

Greater offer of diversity, equality and inclusion 33% 3º
policies and programs.

Offer higher wages. 20% 1º

Enhance people-and-culture metrics and 16% 4º

reports.

Improve safety at the workplace. 12% 7º

Improve working hours and overtime. 9% 5º

Sources: Survey among collaborators from H.R. areas of mining and supplier companies and Future of Jobs Report 2023,
World Economic Forum.

45
 When asked about the most promising practices because mining is the industry already offering the
to increase the availability of talents in the next 5 highest salaries in Chile.
years, by far, the most recurrent reply was Improve
talent progression and promotion processes, The second most favored practice was providing
a practice deemed as promising by 84% of effective reconversion and training processes, with
respondents. When comparing with the WEF a 49% of responses. This practice is ranked seventh
Future of Jobs Report 2023 study, this reports that by the international study together with Improve
the global metals and mining industry ranks this safety at the workplace, with 12% of responses.
practice as the second most promising to improve Support workers’ health and wellbeing was the
talent availability, surpassed only by Offer higher third most-voted practice, with 39%. This practice
wages, positioned first within these strategies. shares its fifth position in the Future of Jobs Report
However, only 20% of respondents selected 2023, with improving working hours and overtime,
Pay higher salaries as a promising factor, maybe with 9% from the survey respondents.

TRAINING IN CROSS-FUNCTIONAL COMPETENCIES 4.0

Cross-functional competencies for mining 4.0 are education institutions or by mining companies
those that facilitate people adaptation to a mining in coordination with their education and training
industry increasingly more technological, safe, and areas. Thus, training opportunities are created
sustainable. Cross-functional competencies in for students, new recruits, workers, and senior
mining can be either embedded or developed by management.

New
Logical mathematical
Integrated operations
reasoning
management 9 1

New Creativity and

Digital 8 2 innovation
management Modelo de
Competencias Transversales
para la
New Critical
Industria Minera 4.0 3
Circular 7 thinking
segunda edición
economy

6 4
Climate change Data analysis
5

Judgment and decision-making

46
HOW MUCH OF A PRIORITY IS IT FOR THE COMPANY TO INVEST IN PROVIDING TRAINING IN THE
FOLLOWING CROSS-FUNCTIONAL COMPETENCIES IN OPERATORS AND MAINTAINERS? 2022

Training Operator Maintainer

Judgment and decision-making 80% 87%
Integrated operations management 80% 86%
Digital management 75% 84%
Critical thinking 72% 85%
Creativity and innovation 60% 72%
Data analysis 51% 79%
Climate change 62% 61%
Logical mathematical reasoning 51% 63%
Circular economy 41% 47%

Source: Survey among collaborators from H.R. areas of mining and supplier companies.

Respondents pointed out that cross-functional respondents agreed these were essential for
competencies of the highest priority in which Operators and Maintainers. These are followed
Operators and Maintainers should be trained are by Digital management and Critical thinking, with
Judgment and decision-making and Integrated over 70% of priority for Operators and over 80%
operations management, where over 80% of for Maintainers.

TOTAL INTERNS AND APPPRENTICES IN LARGE-SCALE MINING 2018-2022

(Total annual interns and apprentices and average hiring rate)

26% 2,500
2,314
24% 23% 24%
21% 2,000
22%
20% 1,500
1,279
18%
16% 1,000
586
14%
500
12%
10% 0
2018 2020 2022

Total I&A Average hiring rate

Source: Report on apprentices and interns in mining companies.

Despite the pandemic-caused decline suffered by drop experienced in 2020; it even exceeded the
programs in 2020, 2022 exceeded the total volume 2018 measurements. It must be noted that, as a
seen in 2018, with a total of 2,314 people enrolled result of the COVID-19 restrictions, the availability
in internship and apprenticeship programs. In turn, of internship and apprentice vacancies plummeted
the average hiring rate recovered from the abrupt in 2020.

47
 INTERNS APPRENTICES GRADUATED
Students or graduates from Person who has joined Professionals holding/
TP high-school or higher the company to learn a not holding a degree as
education institutions trade or specialty under an graduate from higher
performing duties in a apprenticeship-employment education institutions that
company in order to meet agreement focused on the are members of the certified
the necessary requirements growing of skills that will education program granted
and obtain the proper enable his/her employability by the company.
certification. in the industry.

APPRENTICES, INTERNSY GRADUATED SEGÚN SEXO 2022

(Totales de APPRENTICES, INTERNSy GRADUATED, y porcentajes de contratados por sexo)

Total admitted % hired

Interns 384 4%
Apprentices 879 44%
Graduated 207 26%
Women

Total admitted % hired

Interns 486 5%
Apprentices 565 21%

Men
Graduated 225 25%

Source: Report on apprentices and interns in mining companies.

Based on the 2022 data, out of the 1,444 From the total people admitted into internship
individuals who joined apprenticeship programs, programs, 44% were women. From the total
879 were women; that is, 61%. After examining the female and male interns, 4% and 5% were hired,
enrollment rate, it is observed that, out of the total respectively. Finally, from the total of people
women admitted into apprenticeship programs, admitted into graduate programs, 48% were
44% of them were hired after completing the women. Out of the total women who joined
process. This percentage is considerably higher graduate programs, 26% was hired while 25% of
than figures exhibited by male apprentices hired. men was hired.

48
MAIN OUTCOMES

• In 2022, training efforts were stepped up, which meant an increase

in participation, number of training hours per worker, and investment in
training per worker.

• The main occupational groups to received most of training

time and resources were Operators and Maintainers, while
e-learning was the main training mode applied. The most important
training objectives were reduction of technical skills and meeting
workplace safety standards.

• In 2022, the volume of participants in internship and

apprenticeship programs recovered and even exceeded the
pre- COVID-19 pandemic figures, Women were the segment with
the most participants and hired through these programs.

• As declared by respondents, the priority cross-functional

competencies in Operators and Maintainers training courses
are Judgment and decision-making, Integrated operations
management, and Digital Management. The practices
considered to be the most promising way to increase talent availability
are improve talent progression and promotion processes and provide
effective reconversion and training processes.

49
 02

50
TECHNOLOGICAL
IMPACT
New Technologies in the Large-Scale Mining 53

Technological Impact and Human Capital 56

 INTRODUCTION
The Chilean large-scale mining industry is NOTE ON METHODOLOGY
introducing new technologies at an ever increasing
speed which, in turn, have made mining to become The statistics provided in this Chapter were
an increasingly complex industry. In order to prepared based on data collected from mining
address the challenges posed by the technological and supplier companies considering the following
transformation, understanding the type of new instruments:
technologies to be incorporated into productive
processes and how these will impact the sectoral • 9 reports on mining workforce working in
human capital becomes of the essence. Integrated Operations Management.

This Chapter presents a general overview of the • 90 surveys applied to collaborators from H.R.
new technologies to be adopted by large-scale areas from mining and supplier companies.
mining and how these will impact on its workers.
To this end, a framework defining the technological Additionally, in the determination of the framework
advances and the occupational groups to be defining the new technologies to be adopted
influenced by their arrival is introduced. Additionally, by the industry, the findings used were those
data collected from a perception survey inquiring encountered by the study of new profiles
about new technologies, their effect per demanded by the mining industry, carried out
occupational group, the actions to be taken by pursuant to the IMPULSA 4.0 project, for the
companies to adapt human capital and the time Antofagasta region, an initiative also developed by
horizon where these changes are estimated to the MSC-Eleva Alliance.
occur is also presented.

52
NEW TECHNOLOGIES IN LARGE-SCALE MINING

AUTOMATION REMOTE / SEMIAUTONOMOUS OPERATION

Distance work not requiring the presence Distance work requiring the presence of a
of an Operator but a person to control and person to handle the operation, be it through
monitor the process. commands or direct operation.

NEW
TECHNOLOGIES

ROBOTIZATION DIGITALIZATION
Programed and commanded robots to Online sensorization and monitoring process
execute specific tasks. used during decision-making.

The new technologies to be integrated in mining Digitalization is a clear example as, when using
can be grouped into four main processes: autonomous or remotely operated equipment,
automation, remote or semiautonomous or small-sized robots, like drones, a sensor-
operation, digitalization, and robotization. Though based monitoring system is required to enable
each of them has a definition of its own and proper operation, decision-making, or supervision
encompasses a set of more specific technologies, of these devices. Thus, applying any of these
technological changes within companies entail a technologies will also depend on the development
simultaneous advance of all of them as, in turn, of others.
they are interdependent.

53
 FUNCTIONS INFLUENCED BY EMERGING TECHNOLOGIES

Occupational group Functions

Maintainers • Mechanical and electrical • Instrumentation
maintenance. maintenance.
• Mechatronic maintenance.

Operators • Remotely operated • Equipment operation in

equipment. autonomous environments.

Supervisors • Process supervision with • Planning and supervision

autonomous equipment. of autonomous equipment
maintenance

Professionals • Data analysis for equipment • Planning of training in

and environment care. autonomy.
• Development of renewable • Development of artificial
and self-sustainable intelligence.
energies.

The incorporation of these technologies is also are directly impacted or because new ones are
connected to company human capital. Emerging created. Although this list is not thorough, it shows
technologies do not only transform the workspace that all the occupational groups are estimated to
but they also imply reconverting the functions be, to a greater or lesser extent, impacted by the
performed by workers; this, in turn, affects some incoming technologies; especially, the Maintainers
profiles and generates new ones. Following is a and Operators groups as most of their profiles will
list of some of the functions impacted by new see their roles altered, as a results of the arrival of
technologies in the industry, either because they new technologies.

54
INTEGRATED OPERATIONS CENTERS

CALAMA
• Ministro Hales y
ANTOFAGASTA Chuquicamata (Codelco)
• Centinela (AMSA)

LOS ANDES
• Andina (Codelco)

SANTIAGO
• Corporativo (Codelco)
• Quebrada Blanca 2 (Teck)
• Los Bronces (Anglo American)
• Los Pelambres (AMSA)
• Escondida y Spence (BHP)
RANCAGUA • Salares Norte (Gold Fields)
• El Teniente (Codelco)

Source: Own elaboration

The installation of Integrated Operations Centers Given that an important part of these technologies
(IOCs) are indicators of the progress experienced are closely related to automation or to the remote
by emerging technologies into the industry’s operation and monitoring of equipment, these
productive processes. They are also known as centers are not required to be located inside a
Tactical Operations Centers, Integrated Centers mine site operation. For this reason, these facilities
of Remote Operations, Integrated Centers of are usually located in cities close to the mine site
Strategical Operations, or Integrated Management they control, though sometimes they are placed in
Operations Centers. Santiago even if the operations being controlled
are located in the north of Chile. A hub can also
The hubs are required to operate and monitor the serve more than one mine site owned by the same
advanced technologies from a single spot, from company, regardless of their location.
where operations can be planned, managed,
and controlled, allowing decision-making with an
integral view of the systems associated to the new
technologies.

55
 TECHNOLOGICAL IMPACT AND HUMAN CAPITAL

A survey conducted among collaborators from H.R. have in the workforce. Firstly, respondents were
areas of mining and supplier companies inquired asked about the level of impact, they believed,
about the new technologies to be introduced in the new technologies would have on the different
the industry and the degree of impact they may occupational groups.

ESTIMATED IMPACT OF NEW TECHNOLOGIES PER OCCUPATIONAL GROUP 2022

What level of impact will new technologies have? (% high impact)

Operators 83%
High impact

Maintainers 79%
High impact

Supervisors 70%
High impact

Professionals 67%
High impact

Source: Survey among collaborators from H.R. areas of mining and supplier companies.

The above results show that most respondents Secondly, 79% of respondents thought that
think that new technologies will have a high impact new technologies will highly impact Maintainers,
on large-scale mining workers. 83% of them followed by 70% who believe that Supervisors will
answered that incoming technologies will have be the most impacted. Finally, 67% of respondents
significant consequences on Operator profiles, estimates that new technologies seriously affect
this being the group estimated to receive the the Professional profiles.
highest impact.

INITIATIVES TO FACILITATE THE ADAPTATION OF HUMAN CAPITAL TO TECHNOLOGICAL

TRASFORMATION 2022

How likely it is that the following measures be implemented to adapt workers to the new
technologies in the company? (% very likely).

Train current workers in new technologies (upskilling).

89%
Train current workers to perform other functions (reskilling).
65%
Hire new workers equipped with the competencies that match the new requirements
(hiring).
57%
Source: Survey among collaborators from H.R. areas of mining and supplier companies.

56
When asked about the actions to be taken
by the companies to ease the way of workers Upskilling
into adopting the new technologies, which It implies training people in
considers training workers to incorporate the new
the skills and competencies
technologies as part of the functions they perform.
This measure was voted as likely or very likely by
necessary for a worker
89% of respondents. to incorporate the new
technologies into the present
one.

The second measure thought to be the most

Reskilling likely to be implemented for worker adaptation
This action implies training purposes was reskilling, with 65% of respondents
considering it as a likely or very likely. Reskilling
people in the skills or
means training and relocating workers into new
competencies that are functions to leave their past roles to be done for
necessary for workers to the new technologies or by other workers properly
performs functions different trained for their implementation.
from the current ones.

Finally, the third action to be taken by companies

aimed at adapting human capital to new Hiring
technologies is the hiring of new workers. This This alternative means the
measure, voted as likely or very likely by 57% enrollment of new workers with
of respondents, means the enrollment of new
the skills and competencies that
workers equipped with the necessary skills to
incorporate the new technologies into the industry.
meet the requirements to install
the new technologies in the
company.

IDENTIFICATION OF TECHNOLOGICAL CHANGES TO BE IMPLEMENTED PER AREA 2022

What technological changes do you think will be implemented in the different areas of the
company?

Extraction Processing Maintenance

Remote/ Digitalization
1º semiautonomous 72% 1º 59% 1º Digitalization 68%
operation
2º Automation 58% 2º Robotization 43%
2º Automation 53%
Remote/ 3º Remote/ 25%
3º semiautonomous 51% semiautonomous
3º Digitalization 48% operation operation

4º Robotization 32% 4º Robotization 35% 4º Automation 19%

Source: Survey among collaborators from H.R. areas of mining and supplier companies.

57
 Below each area of the main value chain, As for Processing, respondents answered that the
respondents could indicate technological changes technologies most likely to be implemented were
they believed would be implemented in the digitalization and automation. Digitalization, voted
company. In the case of extraction processes, the by 59% of respondents, comprises processes
most frequently selected change was Remote/ such as online sensorization and monitoring of
Semiautonomous operation, where extraction equipment for decision-making purposes. In turn,
machines are operated from remote distances automation in the processing area is a technology
by an Operator. 72% of respondents chose this likely to arrive for 58% of respondents.
alternative. The second most voted change in the
extraction area was automation with 53%. This Finally, 68% of respondents think that digitalization-
includes the operation of extraction equipment; related changes will reach the maintenance area,
though, as opposed to remote operation, this does followed by 43% who believes that changes
not need an Operator. Finally, 48% of respondents associated to robotization will appear. This
added that digitalization technologies will be latter technology has to do with programed or
incorporated in the extraction processes while commanded robots in charge of completing
32% believes that robotization technologies will be specific tasks.
introduced.

TIME HORIZON FOR TECHNOLOGICAL CHANGES 2022

What is the estimated time horizon for these changes to be introduced in the company?

43%
35%

18%

3%

0-3 years 3-5 years 5-10 years Over 10 years

Source: Survey among collaborators from H.R. areas of mining and supplier companies.

What is the estimated time horizon for these Specifically, 43% believe these changes will take
changes to arrive, most responders replied these place within a 0-3 year horizon while 35% believe
would occur withing the next five years. changes will materialize between 3 to 5 years.

58
MAIN OUTCOMES

• Four main technological groups have been gradually

landing in large-scale mining: automation, remote operation,
digitalization, and robotization. Their arrival has translated in the
installation of a number of Integrated Operations Centers across the
country.

• • These technologies are estimated to impact human capital,

causing changes in functions and profiles of all occupational
groups of the industry, as these technologies are expected to be
applied in the three areas of the main value chain: Extraction, Processing,
and Maintenance.

• Specifically, the Operators and Maintainers profiles are

estimated to be the most affected by the incorporation of
new technologies. Considering that these technological changes
are believed to occur within the next five years, this estimate becomes
highly relevant.

• In the adaptation of human capital to the advent of new

technologies, companies may apply three main actions:
upskilling, reskilling, and hiring. While company will have to
apply these three actions on their way to adaptation to technological
transformation, it is believed that training workers in the incorporation of
new technologies into their current roles will be the most widely applied.

59
03
EDUCATIONAL OFFER
OF HUMAN CAPITAL
Characterization of Mining-Related Educational Offer 2022 63

Projection of Human Capital Offer for Mining 2023-2032 72

 INTRODUCTION
This Chapter characterizes the educational offer NOTE ON METHODOLOGY
associated to mining and a 10-year projection of
The figures included in this Chapter were obtained
the human capital offer. Thus, the offer of graduates
from databases and public information sources.
available for the large-scale mining industry
Specifically, the information on higher education
is comprised of Geology, mineral Extraction
was obtained from the INDICES databases from
(mines), and Processing (metallurgy), that provide
the National Board of Education (cned.cl/bases-
competencies directly associated with the business.
de-datos). The above data was complemented
At the same time, there are careers with more cross-
with figures taken from Mi Futuro databases
industry training programs capable of serving more
(mifuturo.cl), such as employability indexes, actual
than one industry, that are very important for mining
duration of careers, and career retention with
companies, such as maintenance-related careers,
respect to 125 programs being offered as of 2022.
encompassing disciplines like mechanics, electricity,
electronics, electromechanics, automation, and
Higher education indicators and statistics were
industrial control.
calculated at program and not at career level. A
program is equivalent to a career provided on
The following analysis describes the educational
campus premises and applying a certain mode. A
offer for higher education institutions and, for
career can be imparted on one or more campuses
the very first time, TP high-school education, in
or under one or more modes (daytime, evening
its specialties associated to mining (extractive
time, in-person, etc.).
metallurgy, mine exploitation, electricity, electronics,
industrial mechanics, and automotive mechanics).
On the other hand, information from TP high-
One of the analysis contained is the evolution of
school education was obtained from the Datos
enrolled students, pending graduates, graduates,
Abiertos platform shared by Ministry of Education
female participation per specialty type and, finally, a
Center of Studies (datosabiertos.mineduc.cl).
joint projection of the educational offer available for
In that case, the statistics were calculated at TP
the 2023-2032 period.
specialty level.

62
CHARACTERIZATION OF THE EDUCATIONAL OFFER
ASSOCIATED TO MINING 2022

HIGHER EDUCATION

EVOLUTION OF FIRST-YEAR CAREER ENROLLMENT IN MINING-RELATED PROGRAMS AND FEMALE

PARTICIPATION 2012-2022
(Thousands of people enrolled and percentage of women).

28.8 30.0
100% 27.2 26.9 30
26.0 26.0 26.4
24.4 23.8
23.0 25
80% 19.0
20
60%
15
40%
10

20% 13% 14% 13% 14% 13% 13% 13% 15% 13%
10% 12% 5

0% 0
2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022

Total enrollments % women

Source: National Board of Education databases.

In 2022, 23,818 students were enrolled in higher that, even if the number of students enrolled in
education programs linked to mining. Though mining-associated careers have diminished, a
these figures account for an increase of nearly consistent percentage of female participation has
one thousand people, as compared to 2021, it been maintained which, in turn, has doubled since
continues to be one of the years with the lowest 2005.
enrollment rates in careers related to mining in
the last ten years, a trend showing a downward
direction since 2015.

Higher education programs

In 2022, only 1 out of 8 undergraduate
related to mining represent
enrollments in careers dealing with
the specialties linked to four
mining were women; that is, 13% of mining areas; namely, Geology,
enrolled people. When compared to 2021, Extraction, Processing, and
this figure represents a 2% decrease, though this
Maintenance.
percentage falls in the range occurring since 2013;
that is, between 12% and 15%. The above means

63
 EVOLUTION OF FIRST-YEAR ENROLLMENT IN MINING-RELATED PROGRAMS PER PROGRAM TYPE
(Thousands of people enrolled).

20.0 18,7
17,5
16,8 16,0 16,4
15,3 15,7
16.0 14,8
13,8 13,8

12.0 10,1

8.0 5,8 6,2 5,8

5,5 5,8
5,2 5,2 5,2 4,9
4,8 4,8
4.0 5,5
4,9 5,0 5,2 4,9 5,1 4,8 4,8
4,0 4,3 4,3

0.0
2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022

PwBD: Professional with bachelor’s degree Pw/oBD: Professional w/o bachelor’s degree HLT: Higher Level Technician

Source: National Board of Education databases.

When analyzing mining-connected careers per In turn, the Professionals programs, with and
type of program, most of them are observed to fall without bachelor’s degree, have kept their stability
within the Higher Level Technician category which in the last decade in terms of enrollment volumes,
reached as high as 13,800, equivalent to 58% with a peak of 4,300 and 5,800, respectively in 2022.
of total enrollments in 2022. Despite their being Finally, the drop in total enrollments
the program with the highest number of people in careers linked to mining would be
enrolled, these are also the programs showing the
repeating itself not in the Professionals
most important enrollment decline in the last 10
years after experiencing their highest figures in programs with and w/o bachelor’s
2015. degree but in the Higher Level
Technician programs.

Higher education programs can be grouped into three categories

based on the type of graduation: Professional with bachelor’s degree
(PwBD), Professional without bachelor’s degree (Pw/oBD), and Higher
Level Technician (HLT).

64
FEMALE PARTICIPATION IN FIRST-YEAR ENROLLMENT IN PROGRAMS ASSOCIATED TO MINING,
PER PROGRAM TYPE 2012-2022
(Percentage of female students).

25%

20% 20% 20% 21% 20% 20% 21%

19% 19% 19%
20% 18%

15% 15% 14%

15% 13% 13% 13% 13%
12% 12% 12%
10%
13%
10% 12%
11% 11% 11% 10% 10% 10% 11%
9%
5% 7%

0%
2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022

PwBD: Professional with bachelor’s degree Pw/oBD: Professional w/o bachelor’s degree HLT: Higher Level Technician

Source: National Board of Education databases.

Despite their being the type of program with the The HLT (Higher Level Technician) programs exhibit
lowest enrollment in 2022, the Professionals with a large number of first-year enrollments but with
bachelor’s degree programs exhibit the highest the lowest female participation, that was as low as
female enrollment rate since 2005, reaching a 11% in 2022. Despite the above, the HLTs are the
19% in 2022 while their stability close to 20% programs that show the highest growth in female
since 2014. enrollment since 2012, with a 4 percentage-point
increase of women participation.

PERCENTAGE OF ENROLLMENTS IN MININ-CONNECTED CAREERS, PER TYPE OF INSTITUTION

2020-2022
(Percentage of total enrollments).
2020 2022

Universities 44% 41%

Professional
35% 41%
Institutes

Technical Training 21% 18%

Centers

Source: National Board of Education databases.

65
 When examining the enrollment percentage in Universities in 2022. This means an enrollment
mining-related programs per type of institution drop in Technical Training Centers (TTCs) and
between 2020 and 2022, a higher percentage of University enrollments where, each of them, saw
enrollments is observed to occur in Professional a 3 percentage-point decline, reaching as low as
Institutes (PIs), which moved from 35% to a 41%, 18% in TTCs and 41% in Universities.
evening out the percentage of enrollments in

The higher education system is made up of three types of institutions:

Technical Training Centers, Professional Institutes, and Universities. TTCs
offer higher level technical education programs; PIs, additionally, offer
professional programs without a bachelor’s degree; Universities offer
technical careers, professional programs with bachelor’s degree and
post degrees.

INSTITUTIONS WITH THE HIGHEST TOTAL PARTICIPATION IN MINING PROGRAMS 2022

Total enrollment Total enrollment

Institution Participation Annual
in mining in mining careers
growth
careers 2021 2022

INACAP 21,594 19,950 25% -8%

DUOC UC 8,644 8,382 10% -3%
U. ANDRÉS BELLO 5,895 6,899 9% 15%
U. SANTA MARÍA 5,369 5,156 6% -4%
U. SANTIAGO
3,946 3,854 5% -2%
OF CHILE
IACC PI 3,010 3,651 5% 18%

CATHOLIC UNIVERSITY
3,760 3,484 4% -8%
OF THE NORTH

U. OF CONCEPCIÓN 3,152 3,230 4% 2%

SANTO TOMÁS 2,607 2,486 3% -5%

CATHOLIC UNIVERSITY 2,476 2,453 3% -1%

OF VALPARAÍSO
OTHERS* 21,527 21,574 26% 0%

TOTAL 81,119 81,980 100% -1%

*Other institution with high enrollment rates are U. of Atacama, U. of Bio Bio, PI CHILE, and U. of Antofagasta.

Source: National Board of Education databases.

66
By 2022, 10 higher education institutions Andrés Bello, Santa María and Santiago de Chile
concentrated 73% of total enrollments in programs universities, with 9%, 6%, and 5% of enrollments,
associated to mining, considering that a same respectively.
institution can provide education services as a
Technical Training Center, a Professional Institute, Though some institutions like the Andrés Bello
as a University, or a combination of more than one University and the IACC Professional Institute
of the above. may well have displayed increases over 15% and
18% in their enrollment rates, most institutions are
INACAP, an institution with one of the highest experiencing a slight downward trend in their total
participations, accounts for 25% of total enrollment. For this reason, the entire education
enrollments in mining programs. It is followed by system suffered a 1% decrease in total enrollment
DUOC UC, with a 10% of total enrollments, and in mining programs.

TECHNICAL-PROFESSIONAL HIGH-SCHOOL EDUCATION (TPHSE)

EVOLUTION OF TPHSE ENROLLMENTS IN MINING-RELATED SPECIALTIES AND FEMALE

PARTICIPATION 2012-2022
((Thousands of people enrolled and percentage of women).

100% 60

50
80%
40.6 39.6 39.6 40.3 40.0 39.5 38.5 40.5 41.5
38.3 38.1
40
60%
30
40%
20

20% 12% 13% 13% 13% 13% 14% 14% 14%

9% 10% 10
8%
0% 0
2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022

Total TPHSE enrollment % women

Source: MINEDUC Center of Studies databases.

In 2022, 41,500 students from TP high-school In 2022, 14% of TPHSE enrollments in mining
education (TPHSE) were enrolled in mining specialties represented women; this percentage
specialties which accounts for an increase of has been kept stable since 2020 and even
a thousand enrollments, as opposed to 2021 experienced a 1 percentage-point increase since
and three thousands against 2020. Since 2012, 2016. In spite of the stagnant percentages in
TPHSE enrollments in mining specialties started to female participation, an upward trend is observed,
see a slight decrease that went on until 2019 to if measurements since 2012 onward are
have a new increase in 2022, where the highest considered, as between 2012 and 2022 women
number of people enrolled for the period. participation increased to almost double, going
from 8% to14%.

67
 COMPOSITION OF TPHSE ENROLLMENT IN MINING SPECIALTIES PER SPECIALTY 2022
(Percentage of people enrolled).

Mine Two thirds of the total students enrolled in

Electronics exploitation TPHSE specialties associated to mining
18% 5% are distributed between electricity,
Extractive and automotive mechanics (29% both
Metallurgy specialties). This is followed by 18% of
3% enrollments in electronics and 7% in
industrial mechanics. Mine exploitation
Industrial
Electricity mechanics and extractive metallurgy are found
29% 17% among a lower enrollment participation,
with 5% and 3%, respectively.
Automotive mechanics
29%
Source: MINEDUC Center of Studies databases.

PERCENTAGE OF FEMALE ENROLLMENT IN TPHSE MINING SPECIALTIES PER SPECIALTY 2012-2022

(Percentage of women).

60%

51% 52%
50% 45% 46% 46% 46% 45%
44% 45% 44% 43%

40% 37% 36% 36% 36% 37%

35% 34% 35%
32%
30%
30% 25%

20%
12% 12% 12% 13% 13% 13% 13%
9% 10% 10%
8%
10%
11% 11% 12%
8% 9% 9% 10%
6% 7%
5% 5%
0%
2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022

Extractive metallurgy Mine exploitation Electricity & electronics Industrial & automotive mechanics

Source: MINEDUC Center of Studies databases.

When analyzing female participation in TPHSE Therefore, both industrial mechanics as well as
enrollments per specialty linked to mining, extractive automotive mechanics, electricity, and electronics
metallurgy is observed to be the one with the display a considerably lower participation. When
highest participation, with 43% in 2022 and around seen as a whole, industrial and automotive
45% between 2017 and 2021. Mine exploitation mechanics specialties show a 12% of female
is ranked second with a 35% of female enrollment participation which has been progressively on the
participation in 2022 and between 34% and 37% rise since 2012, where a 5% was expected. In turn,
since 2015.

68
electricity and electronics and, jointly taken also, This percentage has behaved relatively stable
in 2022 presented a 13% of women participation. since 2016.

The specialties connected to mining offered by the TP high-school

system consists of both mining specialties -such as mine exploitation and
extractive metallurgy- as well as of cross-industry specialties needed
by different industries dealing with mining processes, like industrial
mechanics, automotive mechanics, electricity, and electronics.

EVOLUTION OF TPHSE PENDING GRADUATES FROM MINING SPECIALTIES AND WOMEN

PARTICIPATION 2012-2022
(Thousands of pending graduates and female percentages).

100%
30

80% 25
18,3 17,8 17,6 17,9 18,2 18,4 17,9 17,7 17,9 18,1 18,3
60% 20

15
40%
10
15%
20% 13% 12% 13% 13% 14%
9% 11% 11%
7% 8% 5
0%
2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 0

Total pending graduates from TPHSEs % women

Source: MINEDUC Center of Studies databases.

In 2022, 18.336 students graduated from TPHSE As for female participation, 14% of graduated
mining specialties. This result is equivalent to the students were women; this number has doubled
number of students graduated in 2012; this figure since 2012 but has behaved stable around 14%
has kept relatively stable in the past ten years. since 2019.

In the TPHSE differentiated education system, the number of people

enrolled reflects the students who have registered in the system each
year, the graduates having completed their high-school education
programs, and the students who, having finished their education
programs, are granted a degree of medium level technician, after
completing a professional internship period.

69
 EVOLUTION OF ON-TIME GRADUATION FROM TPHSES FROM MINING SPECIALTIES AND FEMALE
PARTICIPATION 2012-2021
(Thousands of graduates and percentage of women).

100% 30

25
80%

20
60%
12.4 12.9 13.1 13.1 15
12.2 12.2 11.7 11.4
40% 10.4 10.3
10

20%
11% 12% 5
8% 9% 10% 10% 11%
6% 6% 7%
0% 0
2012 2013 2014 2015 2016 2017 2018 2019 2020 2021

Total on-time graduates % women

Source: MINEDUC Center of Studies databases.

In 2021, 11,423 on-time graduates completed the years the pandemic broke out, this is its first
programs associated to mining; this means an increase since 2019. As for women participation,
increase of 1.1 thousand students with respect to this has proved to be constantly growing since
2020. While these 11.4 thousands reflect a number 2012, and it even doubled in 2021, reaching as
of graduates that is lower than reported before much as a 12% of total graduates for that year.

PERCENTAGE OF ON-TIME TPHSE GRADUATIONS IN MINING SPECIALTIES PER GENDER 2012-

2021
(Percentage of graduates).

100%

80% 71% 71% 73%

68% 69% 69%
66% 63%
57% 58%
60%
58%
54% 55% 53%
52% 51% 51% 50%
40% 48%
43%

20%

0%
2012 2013 2014 2015 2016 2017 2018 2019 2020 2021

% On-time graduates % on-time women graduates

Source: National Board of Education databases.

70
As shown above, 2021 achieved a 63% of on-
time graduates; this means a recovery in on- On-time graduation is defined
time graduation figures since the pandemic- as the graduation processes
caused drop in 2019 and 2020. Even so, on-time occurring until one year
graduation levels continue to keep below the after the date of program
percentages reported in pre-pandemic periods.
completion. This indicator helps
As for female on-time graduation records, all along
the timeline observed, their levels are seen to
analyze the efficiency of the
be lower than the general percentage of on-line education system in terms of
graduations. In 2021, female on-time graduates not only providing internship
reached 50%. vacancies but also connecting
the productive sector with the
education system through its
internship and apprenticeship
programs.

MSC QUALITY HALLMARK

The MSC Quality Hallmark is a certification granted by the Mining
Skills Council certifying that a specific education program meets the
quality standards required by the mining industry (in line with the Mining
Qualifications Framework).

More than 50 education institutions (higher and high-school levels), TTOs, and companies have
already been awarded MSC Quality Hallmarks. This means that people who have successfully
completed their education programs are capable of meeting the needs of human capital presented
by mining and supplier companies.

TOTAL PROGRAMS, INSTITUTIONS, AND GRADUATES AWARDED WITH A MSC QUALITY

HALLMARKS 2023
(Data collected between 2018 and 2023).

QUALITY HALLMARKED PROGRAMS

TOTAL GRADUATES 19.2%
48 29 15 3,248
TTOs HIGH SCHOOLS HEIs
TTOs HIGH SCHOOLS HEIs
TOTAL INSTITUTIONS 1,751 1,102 395

15 29 8 24.8% 19.4% 8.6%

TTOs HIGH SCHOOLS HEIs

71
 The increase in the number of quality-hallmark compliant with quality standards represents
program graduates, to a great extent, accounts for excellent news for the mining sector, as
the 350 students from higher education institutions it reinforces human capital and promotes
who have successfully completed their Higher sustainable development within the industry.
Level Technician studies and the incorporation of This higher number of highly skilled technical and
22 new Technical Training Organizations (TTOs) professional graduates benefits not only mining
awarded the MCS Quality Hallmark. companies but also the economy as a whole, by
promoting productivity and competitiveness within
The above increase of graduates from programs the industry.

EDUCATIONAL OFFER PROJECTION OF HUMAN CAPITAL FOR MINING TO 2023

PROJECTION OF AVAILABLE OFFER OF GRADUATES PER PROFILE 2023-2032

(Number of available graduates available for the mining sector).

Geology and exploration 4,415

Mine Extraction Professional 3,305

Extraction Supervisor 2,274

Processing Professional 2,234

Maintenance Professional 2,123

Mechanical Maintainer 1,464

Processing Supervisor 1,210

Maintenance Supervisor 854

Electrical Maintainer 823

Mobile Equipment Operator 739

Fixed Equipment Operator 596

Instrumentation Maintainer 232

Electromechanical Maintainer 151

0 500 1,000 2,000 3,000 4,000 5,000

Source: Own elaboration based on data obtained from the MINEDUC Center of Studies, National Board of Education and
Mi Futuro.

Only a portion of the total graduates from mining- Thus, according to the calculations
related careers and specialties has the potential applied, the offer of available human
to be employed in the mining industry. With
capital for large-scale mining
the purpose of estimating the offer of available
graduates, this study applied an attraction rate
between 2023-2032 was estimated
to reflect how many people (out of potential to be 20,420 people, considering
graduates) will finally get a job in the sector under graduates from higher education
any of the mining industry profiles. and also from the TP high-school
education system.

72
The profile projecting the highest number of On the opposite side, the profiles showing the
graduates is Geology and Exploration, with 4,415 lowest number of graduates are Electromechanical
estimated to be available to work in the mining and Instrumentation Maintainers, with a projection
industry in the coming 10 years. Next is the of 151 and 232 people eligible to join the industry
Mine Extraction Professionals profile, with 3,305 the next decade. Additionally, Fixed Equipment
graduates by 2032. These are followed by the and Mobile Equipment Operators profiles are
Extraction Supervisor profiles and Maintenance also found among the profiles with the lowest
Professionals and Processing Professionals projection of graduates, with 596 and 739 people,
profiles. The three of them account for more than respectively.
2,000 people graduated in the projected period.

Attraction Rates to Mining:

The attraction rate reflects the proportion It is reasonable to believe that people graduated
of graduates that, based on their type of from the “more mining-type” careers will end
graduation level (technical or professional) and up working in mining but this is not the case for
per type of career and specialty (mining, geology, careers with broader work fields.
maintenance, and electricity, among others) will
keep a potential to be employed in large mining. The rates for each profile are first estimated
at program level; then, a weighted average is
The rate can be calculated in the following two calculated showing the results for each profile,
ways, depending on whether a program is a as the same career can contain different
wholly mining program or if it is a generic but graduation profiles. For example, a high-level
mining-related option. This is how Maintenance technical program majoring in mechanics, like
profiles can be employed by many sectors while HLT in Industrial Mechanics, can work in 4
geology, mines, and metallurgy belong almost profiles: Mechanical Maintainer, Maintenance
exclusively to the sector. Professional, Maintenance Supervisor and even
as Fixed Equipment Operator.

MAIN OUTCOMES

• In 2022, nearly 24 thousand people enrolled in a higher

education program associated to mining, a figure seen to be
dwindling down since 2015. As for women participation, this item
accounted for 13% of enrollments.

• Differently from the TPHSs, enrollment in mining specialties

have increased in around 3,500 students in the last three
years, reaching 14% of female students by 2022 and doubling since
2012.

• The TPHS on-time student graduation rates amount to 63%,

being the first rise to occur since 2019.

• The 2023-2032 educational offer for the mining sector is

expected to be 20,420 people, most of them concentrated in
the areas of mineral extraction (5 thousand people) and Geology and
Exploration (4 thousand people).

73
04
HUMAN CAPITAL
DEMAND
Human Capital Demand for 2023-2032 in Large-Scale Mining 77

Human Capital Gaps 2023-2032 in Large-Scale Mining 83

 INTRODUCTION
Human capital demand projections are necessary NOTE ON METHODOLOGY
to estimate the number of workers required by
the mining industry, both for refilling as well as for This Chapter contains statistics prepared with
growth purposes in a period of ten years; that is, information directly provided by collaborating
from 2023 to 2032. Together with the educational companies, with a cutoff date as of December,
offer, demand estimates help identify the human 2022; namely:
capital gaps to be addressed during the projected
period. • 16 reports on own workers from mining
companies and 14 reports on permanent
While the development of the Chilean large-scale contractor workers in mine site operations.
mining is influenced by a number of factors, the • 11 reports on supplier company workers in
demand to occur in the industry can be projected mine site operations.
on the basis of current project portfolios from the • 11 report on human capital demand per mining
different mining companies plus the elements company project, considering 28 mining sites
characterizing the workforce serving mining and operating in the country.
supplier companies. The former will allow to • 90 surveys conducted among collaborators
estimate the number of workers to be needed for of H.R. areas from mining and supplier
the industry to grow with the development of new companies.
projects; the latter, in turn, will help estimate the
demand of workers necessary to replace those The different indicators provided in this Chapter
workers approaching their retirement age. were prepared after collecting the above
information. Specific sources employed for each
analysis are indicated, as appropriate.

76
HUMAN CAPITAL DEMAND IN LARGE-SCALE MINING 2023-
2032
The 10-year demand projections represent the 10-year demand projection has persisted
estimates prepared for the different versions of in a downward trend. However, in the present
the Workforce Study for the Chilean Large-Scale edition, the 10-year demand projection reaches
Mining Industry and based on the projections of 34,009 workers for the 2023-2032 period, which
both the total number of workers being retired as means a 34% increase, as compared to the
well as on the project portfolio of mining companies previous measurement. Two factors account for
reported every year. this growth: firstly, and as a result of two new
companies having joined this study, the number of
Just as the composition of workforces and project workers in retirement age is higher and, secondly,
portfolios experience changes from one version the demand per project more than doubled, as
to another, demand projections also change over some companies reported a higher number of new
time. Since the first measurements were made, workers needed in operations in the next 10 years.

EVOLUTION OF THE HUMAN CAPITAL DEMAND IN A 10-YEAR PROJECTION

(Projection of total workers to be required by the industry per period)

40.000 37,638
33,420 34,009
35.000
30,000 29,300
30.000 27,347 25,940 25,338
25.000
20.000
15.000
10.000
5.000
0
2012-2020 2013-2022 2014-2023 2015-2024 2017-2026 2019-2028 2021-2030 2023-2032

Source: Reports on own and contractor workers in mining companies, supplier company workforces, and human capital
demand per mining company project.

Human capital demand: projection of workers to be required by

the industry. Projection based on retirement-driven demand and
the need of new workers to operate projects in the next ten years.

77
 PROJECT PORTFOLIOS FROM MINING COMPANIES 2023-2032

TARAPACÁ ANTOFAGASTA
• Setting in operations 170Ktpd (Collahuasi). • Operational Continuity Zaldívar
• Setting in operations 210Ktpd (Collahuasi). (AMSA).
• Setting in operations Water Pumping System • Polo Sur Centinela (AMSA).
QB (Collahuasi). • Centinela Des. District (AMSA).
• Setting in operations 4th Line(Collahuasi). • Debris dumpsite extension and
• Quebrada Blanca Hypogenous (Teck). modification of dynamic pad,
Escondida (BHP).
ATACAMA • Radomiro Tomic (Codelco).
• Salvador (Codelco). • Chuquicamata (Codelco).
• Salares Norte (Gold Fields). • Ministro Hales (Codelco).
• Operational Continuity • Gabriela Mistral (Codelco).
Candelaria (Lundin Mining). • Phase 7 Lomas Bayas (Glencore).
• Phase 9 Lomas Bayas (Glencore).
COQUIMBO • Phase 5 Lomas Bayas (Glencore).
• Operational Adaptation project, Los
Pelambres (AMSA).
• Life cycle Extension project, Los
Pelambres (AMSA). VALPARAÍSO
• Operational Continuity, Carmen de • Chagres (Anglo American).
Andacollo (Teck). • El Soldado (Anglo American).
• Andina (Codelco).
• Ventanas (Codelco).
O’HIGGINS
METROPOLITANA
• El Teniente Development Plan (Codelco).
• Los Bronces Underground (Anglo
American).
• Los Bronces (Anglo American).

Source: Mining figures updated. Mining Council from data provided by COCHILCO and member companies, March 2023.

78
TOTAL DEMAD NECESSARY TO OPERATE PROJECTS AND POTENTIAL RETIREMENT 2023-2032
(Estimate of workers for mining and supplier companies).

40,000
34,009
31,196 6,775
35,000
27,576 7,480
30,000 24,456 7,568
21,176 7,495
20,460
25,000 19,116 6,805 27,234
15,939 11,519
7,438 23,717
20,000
12,376 9,420 20,008
15,000 10,927
8,223 16,962
8,916 14,371
10,000
11,678
8,941
5,000
6,519
2,011 4,153
0
2023 2024 2025 2026 2027 2028 2029 2030 2031 2032

Retirement-driven demand Project-driven demand Total retirement + project-driven demand

Source: Reports on own and contractor workers in mining companies, supplier company workforces, and human capital
demand per mining company project.

This projected demand rise vs. previous According to projections,

measurements was caused by a higher retirement-
driven demand and project-driven demand. As 34,009 workers are
for the first one, a cumulative demand of 27,234 projected to be needed
workers to 2032 is estimated to be needed in
order to fill in the vacancies to be left available by
by 2023, consisting of 80%
the potential retirement of workers approaching as a result of retirement-
retirement age. On the other hand, the demand
coming from new projects also rose vs. the
triggered demand and
previous measurement. This is observed to be 20% by demand due to
specially concentrated in the early years of the
new projects.
projected period, exceeding the 11,500 workers
in 2026.

79
 RETIREMENT-DRIVEN DEMAND PER YEAR 2023-2032
(Annual retirement demand projected to 10 years)

4,000
3,709
3,517
3,500

3,046
3,000
2,737 2,693
2,590
2,500 2,422 2,297 2,336
2,366
2,142
2,011 2,010
2,000
1,689 1,824 1,672
1,446 1,424
1,500 1,139 1,241

1,000
1,412 1,181
500 1,048 1,036
872 901 919 998 869 918

0
2023 2024 2025 2026 2027 2028 2029 2030 2031 2032

Mining Co. due to new projects Supplier Co. due to new projects Total por retiro

Source: Reports on own and contractor workers from mining companies.

After calculating the retirement-driven demand The above is mainly due to aging of the working
per year -that is, after estimating how many jobs population serving large-scale mining in the last
will be available each year-, two main patterns are decade. On the other hand, the higher retirement-
observed. On the one hand, the number of workers driven demand mostly concentrates in supplier
about to reach retirement age tends to increase companies which is consistent with the fact that
gradually. For this reason, the portion of workforce contractor workers are the largest segment of the
requiring replacement grows by the year. industry’s workforce.

Retirement-driven demand: Number of workers about to be

eligible for retirement in the next decade. This figure is obtained
based on the number of workers in the current workforce that will
be turning 60 years of age or more, considering elements such as
effective retirement and postponed retirement of workers.

80
DEMAND FROM NEW PROJECTS PER YEAR 2023-2032
(Annual demand per project, 10-year projection).

14,000

12,000 11,519

10,000
9,420
8,916
8,223
8,000 7,438 7,495 7,568 7,480
7,663 6,805 6,775

6,000 5,850 6,503 3,422 3,518

5,898 3,760 3,930
3,246 3,282

4,000

2,000 3,961 3,492

3,856 4,015 3,559 3,735 3,638
3,056 2,917
2,326

0
2023 2024 2025 2026 2027 2028 2029 2030 2031 2032

Mining Co. due to new projects Supplier Co. due to new projects Total new projects

Source: Report on human capital demand triggered by new mining company projects.

The demand driven by projects is a sign of how be needed. According to projections, in the first
many workers will be needed by the industry to stages, most workers will be provided by supplier
start the operation of new projects between 2023 companies while, from 2027 onward, workers from
and 2032. The maximum period of projected mining and suppliers companies will be almost
demand is found between years 2023 and equally distributed.
2026, where 8,000 to 12,000 new workers will

Demand caused by projects: These figures are based on data

collected from project portfolios provided by each mining
company where future projects for the next 10 years are indicated
and the number of new own and contractor workers to be
needed to set new projects in operations are detailed.

81
 CUMULATIVE DEMAND PER YEAR PER PROFILE 2032
(Cumulative demand projected for 10 years per profile in mining and supplier companies).

29% 71%
Mechanical Maintainer 10.340
55% 45%
Mobile Equipment Operator 5.791
53% 47%
Fixed Equipment Operator 4.905
24% 76%
Maintenance Supervisor 2.546
36% 64%
Maintenance Professional 2.545
22% 78%
Extraction Supervisor 2.117
31% 69%
Electrical Maintainer 1.853
47% 53%
Electromechanical Maintainer 894
30% 70%
Mine Extraction Professional 836
69% 31%
Geology and exploration 665
80% 20%
Processing Professional 593
52% 48%
Instrumentation Maintainer 503
79% 21%
Processing Supervisor 419

0 2,000 4,000 6,000 8,000 10,000 12,000

Mining companies Supplier companies

Source: Reports on own and contractor workers from mining companies, supplier company workforce, and human capital
demand driven by projects from new companies.

The profile-based analysis revealed that most 4,905 from the Fixed Equipment Operators
human capital demand generated in the next profiles. In these two cases, workers are almost
decade will continue to rise in Mechanical equally distributed between the type of company.
Maintainers profiles which, by 2032, would show a The profiles projected to be the least demanded
cumulative demand in excess of 10,000 workers. by 2032 are people from geology and exploration
71% from that estimate will be required by supplier areas, with 665 workers, Processing Professionals
companies. Operators profiles are next with 5,791 with 593, Instrumentation Maintainers with 503
from the Mobile Equipment Operators profiles and and Processing Supervisors with 419.

82
HUMAN CAPITAL GAPS IN LARGE-SCALE MINING 2023-2032

HUMAN CAPITAL GAPS TO 2032 PER PROFILE

(Number of workers per profile).

Deficit Surplus
Geology and exploration 3,750

Mine Extraction Professional 2,469

Processing Professional 1,641

Processing Supervisor 790

Extraction Supervisor 157

Instrumentation Maintainer -272

Maintenance Professional -422

Electromechanical Maintainer -743

Electrical Maintainer -1,030

Maintenance Supervisor -1,692

Fixed Equipment Operator -4,308

Mobile Equipment Operator -5,052

Mechanical Maintainer -8,876

-10,000 -8,000 -6,000 -4,000 -2,000 0 2,000 4,000

Source: Demand projection resulting due to projects and retirement, and offer projection based on educational offer.

The human capital gap per profile is obtained from Other profiles estimated to present a deficient offer
the difference between the educational offer and the would be Maintenance Supervisors and Professionals,
demand required toward the end of the projected Electrical, Electromechanics, and Instrumentation
period; in this case, 2032. As seen in the analysis, Maintainers plus Extraction Supervisors.
the Geology and Exploration profile is the segment
with the highest positive gap; that is, the one with the The profiles showing the
highest offer vs, its demand. Similarly, the Extraction biggest difference between
Professionals and Processing Professionals plus
the Processing Supervisor profiles show the highest demand and educational
oversupply. offer are found in the profiles
associated to Maintenance
On the other hand, Mechanical Maintainers
profiles display the widest gaps and their demand
and equipment operation,
is projected to exceed the educational offer in with Mechanical Maintainers
8,876 workers. In the same line, the Mobile and and Mobile/Fixed Equipment
Fixed Equipment Operators demand will surpass
the educational offer in 5.000 and 4,300 workers,
Operators as the most critical
respectively. profiles.

83
 MAIN DIFFICULTIES WHEN HIRING OPERATORS AND MAINTAINERS 2022

Complexity Operators Maintainers

Lack of applicants with sufficient work
experience.
52% 56%

Lack of applicants with technical skills. 43% 58%

Lack of qualified applicants with digital skills. 49% 49%

Lack of applicants with behavioral skills. 48% 48%

Wages fail to meet applicant’s expectations. 44% 46%

Low offer from the market. 31% 54%

Applicant’s experience and skills are not certified
22% 24%
with documents.
Health not compatible with profile. 20% 21%
Work shift system fails to meet applicant’s
12% 11%
expectations.

Source: Survey among collaborators from H.R. areas of mining and supplier companies.

The survey conducted among collaborators from The complexities affecting Maintainers profiles are
H.R. areas inquired about the reasons that would very much the same as those of Operators. In
make the hiring of Operators and Maintainers this case, however, the first reason mentioned by
more difficult. In the case of Operators, the three respondents was the lack of qualified people with
most invoked difficulties are the lack of candidates technical skills (58%), the lack of applicants with
equipped with work experience, with 52% followed work experience (56%), and the low offer from the
by the lack of candidates qualified with digital market (54%).
competencies, with 49%; and, finally, the lack of
applicants with behavioral skills, with 48%.

84
INSIFICIENCIES IN DEVELOPMENT OF SKILLS AMONG OPERATORS AND MAINTAINERS 2022

Deficiencies Operators Maintainers

Technical skills 7% 7%
Cross-functional-behavioral competencies 31% 28%
Digital skills 44% 36%

Source: Survey among collaborators from H.R. areas of mining and supplier companies.

As for technical, cross-functional-behavioral, and and 36% declared it was Maintainers the profile with
digital competencies, respondents were asked about the most insufficient skills.
the suitability of the level of training of individuals
hired as Operators and Maintainers. Respondents To a lesser extent, cross-functional-behavioral
answered that the highest percentage of insufficient competencies were considered to be deficient while
skills was concentrated in digital skills associated to technical skills were deemed to be insufficient only
the use of new technologies. 44% of participants by a few people.
considered that Operators’ skills were insufficient

MAIN OUTCOMES

• An aggregate demand of 6,500 new workers is expected

to occur late in the next decade (2023-2032) as a result of
industry growth. The peak point is expected to be reached in 2026,
with an annual demand of 11,519 people in the main value chain.

• The highest human capital demand will be concentrated in

profiles connected to maintenance (Mechanical Maintainer;
Maintenance Supervisor; Maintenance Professional; Mechanical
Maintainer) and Operations (Mobile and Fixed equipment Operators),
representing, respectively, 51% and 31%, of the industry’s
demand for the next decade.

• • The most critical deficits on human capital in maintenance

areas are expected to take place in aspects associated
to technical training (Mechanical and Electrical Maintainer and
Maintenance Supervisor). Therefore, their technical education would be
a priority in the coming years.

• As projected by the industry, the most challenging need to

satisfy the demand of equipment operation (Fixed and mobile),
considering the technological changes that, is expected to occur in the
short term.

85
05
 CHALLENGES AND
RECOMMENDATIONS
Challenge 1: Offer and Demand of Mining-Related Human 89
Capital

Challenge 2: Work-Education Link 92

Challenge 3: Enhancement of the Quality of the Offer of 94

TP Education.

Challenge 4: Female Participation in Mining 96

 INTRODUCTION
This Section seeks to convey an analysis as well as and higher education institutions to analyze the
a reflection about the human capital challenges to WFSM findings.
be faced by the mining industry and suggest some • Workshop with labor union leaders on behalf
actions the sector may take and, at the same time, of the Chilean Mining Federation (CMF) and the
some public-private collaboration opportunities Confederation of Copper Workers (CCW) to
for the years to come with the main purpose of analyze the WFSM results.
providing a navigation chart that eases the way for • Setting-up of 4 virtual conversation groups,
the development of actions based on the strategic with more than 50 representatives from the TP
axes defined by the MSC-Eleva Alliance Executive educational sector (TP high-school education
Committee. and higher education) and representatives
from the mining industry to analyze the WFSM
This Chapter contains the technical discussions held outcomes.
during the analysis of responses from participant • Lessons learned from the implementation
companies and education institutions regarding the of the 2022-2023 work plan by the MSC-
human capital challenges to be addressed by the Eleva Alliance and from its regional projects
industry in the coming years. Thus, the reflections Impulsa 4.0 in the Antofagasta region and the
and recommendations contained in this Section are Enhancement of TP Education program for
based on the following insights: Mining 4.0 in the region of Atacama.
• Conclusions drawn during the sessions of our
• Results from the present 2023-2032 Workforce MSC-Eleva Strategic Board during the 2022-
Study in the Chilean Large-Scale Mining 2023 period joined by the public and public
Industry (WFSM). sectors, educational representatives, and civil
• Workshop with member companies of the MSC- society.
Eleva Alliance, government representatives

88
CHALLENGE 1: OFFER AND DEMAND OF MINING RELATED HUMAN
CAPITAL

One of the fundamental objectives important to accurately project

pursued by the MSC-Eleva Alliance the demand of new work profiles
is addressing the human capital associated not only to mining 4.0
gaps and their impact not only in but also to the socio-ecological
the mining sector but also in the transformation processes underway.
education/training provided to the
country. Based on the above, three A second reflection can be made
main reflections can be shared: from the offer side and its
estimates for the coming 10
The first of them is seen the demand perspective years of 20,420 graduates available to work in
and its projections for the next decade where the mining area, and also some considerations
over 34,000 workers will be needed. 80% of about the evolution regarding people’s preferences
this amount is explained by the demand caused for certain mining areas or specialties. This study, in
by people about to retire exiting the industry; the its early editions, ten years ago, bore witness to the
remaining percentage will be required to operate the interest generated by higher education programs
new greenfield and brownfield project portfolio in the dealing with mining exploration and exploitation
next ten years. The peak annual demand triggered which translated in the number of people enrolled to
by new projects will take place between 2023 and pursue those careers every year. This phenomenon
2026, where 8,000 to 12,000 new workers will be was closely correlated with the copper super-cycle
needed; 67% of them will be demanded by sectoral that went on from 2011 to 2012. Thus, the number
supply companies. Mechanical Maintainers (more of students graduated from that type of program,
heavily concentrated in supply companies) exhibit, and thence the educational offer, saw an important
by far, the largest demand, reaching 10,340 workers growth the next years.
toward the end of the decade.
Since 2016 on, and together with the end of the
The Mechanical Maintainers and Mobile and super-cycle of copper, the speedy increase in the
Fixed Equipment Operator profiles continues to number of enrollments started to slow down to finally
be the most sought-after segments since the very become deeply stagnant during the COVID-19
beginning of this series. Their demand is expected years. In this period, all higher education programs
to further increase, in connection with the incoming decreased to show a faint recovery in 2022 of less
new technologies and their impact in the automation than a thousand people. The above reduction in
y sensorization of mining equipment (closely related the number of enrollments necessarily entails a
to the maintenance and operation of equipment to lower number of students being graduated. In other
be handled with the new skills needed to operate in words, the educational offer, measured from the
autonomous environments). number of graduates, will also be reduced.

In terms of talent attraction, the focus on technical- In 2022, 55% of first-year enrollments joining the
professional job profiles seems to prevail over others higher education system represented women. This
that focus their attention on more professional- number is way far from the scenario seen in mining-
type profiles. However, it has become increasingly related programs where female enrollments consist

89
 of a scarce 13%, an important challenge to be But, after observing the projections for the last 10
addressed by the sector. A larger number of years and how gaps have evolved in the most critical
women graduating from mining careers will directly profiles, in the case of Mobile Equipment Operators
help meet the goal of increasing the number of the gap has narrowed from 8,589 to 5,052 workers
people in the industry to 20% by 2030 and to 35% (41% reduction), while the Mechanical Maintainers
by 2050 (goal N°20 in the 2050 National Mining gap fell from 12,587 to 8,876 people and the Fixed
Policy). In this sense, the greatest challenge lies in Equipment Operators gap dropped from 5,012 to
making more women enroll in HLT and TPHSE-level 4,308 people (30% and 14% decline, respectively).
associated to mining. As for Electrical Maintainers, a slight gap increase
is perceived in 2012 with an 8% increase in 2023.
On the other hand, the offer faces the challenge
of widening the scope of those careers and As to profiles presenting oversupply, like Geology
programs traditionally seen as related to mining. and other Geology-related occupations, in 2017
The sudden adoption of 4.0 technologies as well as the projected gap for these profiles consisted of
the expectations placed on a nationwide increase 5,640 workers, being the highest surplus across
of lithium production have led to reconsider the series, to gradually drop in the following years
the educational offer commonly thought of as and reach a surplus of 3,750 individuals; that is,
associated to mining. a 36% decrease. This reduction process started
in 2016 when first-year geology-related programs
A final reflection regarding the gaps existing showed the first signs of diminution across all levels
between the offer and demand of mining- but, particularly, Higher Level Technician programs.
connected human capital. When looking back
at the beginning of this series started in 2012, the Showing an oversupply is far from meaning
total talent gap projected for the future 10 years that this profile should cease to be imparted as,
was, by then, of 28,730 individuals whereas, in this for example, in the case of Geology, the latest
latest edition, it is projected to reach 22,395, which statistics on employability published in mifuturo.cl
accounts for a 22% gap reduction vs. the first website indicate that 64% of graduates have found
measurement. After analyzing the profiles examined, a job in the first year, either in mining or in other
the trend is observed to have behaved similarly areas, mainly exploration of hydric and energetic
throughout the studies: a surplus of Geologists resources or in civil works and construction firms,
and Extraction and Processing Professionals while among others. Additionally, the professional training
Mobile and Fixed Equipment Operators and different received by Geologists qualifies them to perform
types of Maintainers profiles present a deficit, other occupations in the mining value chain and not
the latter being the occupational group with the necessarily in the those related to development and
widest gap (only 6% are women). This data is also exploration.
consistent with the perception surveys conducted
among 90 H.R. Executives from mining companies
and their supplier companies, where Maintainers
was revealed as the most difficult profile, with 63%.

90
RECOMMENDATIONS:

Based on the above, a convenient measure to take is stepping up the sectoral

public-private coordination efforts aimed to:

• Increase the offer of profiles consistently showing the greatest gaps in the latest
studies: Mechanical Maintainers, Electrical Maintainers, Mobile Equipment
Operators, Fixed Equipment Operators.

• Prioritize the efforts to increase female enrollment in mining-associated specialty

programs.

• Reinforce the Mining Qualifications Framework, setting priorities in the processes

most demanded by the Alliance member companies, among others, update of
Integrated Operations Centers and Operations of Port Facilities processes.

• Reinforce the work-education initiatives driven by the sector that will help fill the
gaps between the requirements made by the industry and people education.
This will promote a more qualified and competitive workforce in mining.

91
 CHALLENGE 2: WORK-EDUCATION LINK

The work-education link existing over 150,000 people; 70% of those

in the mining sector has been a visitors were between 18 and 34
key strategy as it helps fill the gaps years old and 51% of them were
in the education-work transition women. In this period, they have
by exposing students to direct been able to explore more than
experiences occurring in a mining 1,600 posts with job and internship
environment. This strategy has also opportunities posted in the platform.
contributed to students gaining
further practical and specific skills for the industry, Additionally, the MSC-Eleva Alliance has made
improving their employability. it its goal to foster and keep the education and
work standards up to date, by populating the
For example, the development of work practices, Mining Qualifications Framework1 and adding two
as a milestone that makes a clear difference in new processes: lifting equipment and desalination.
young people’s future work life. In the past two Considering these two new elements, the MQF
years, the MSC-Elva Alliance was able to provide offers a total of 16 processes, 118 qualifications,
students with a total of 647 vacancies in Internship and 217 work profiles. The Cross-Functional
and Apprentice Programs; 82% of that total were Competencies Model for Mining Industry 4.02
assigned to women while 54% of them were hired. was also updated. Thus, in this second edition,
This effort translated into a significant increase in three new skills were added to the six existing
internship and apprenticeships vacancies, going already: circular economy, digital management,
from 586 in 2020 to 2.314 in 2022, with 55% of and integrated operations management. Likewise,
female participation and an average hiring rate of the Framework of Good Practices for Education in
24% per company. Mining (FGPEM) was updated to incorporate a new
player and its education processes. The internal
Another important factor to be borne in mind is training programs offered by this company will be
that, at global level, the mining industry is having eligible to apply to the MSC Quality Hallmark.
difficulties in attracting young talents into the
sector, as well reflected by reports indicating that In matters of training of labor union leaders
hiring of people under 30 years reached 30% in the in mining 4.0, 40 leaders received training
last year in the entire mining industry across the (27 graduates) in coordination with the Chilean
world. The Talent Attraction Program is mainly aimed Mining Federation (CMF). These training sessions
at reducing the distance between the opportunities addressed topics, like the main value chain,
to join the industry and those who want to be part climate change, and circular economy, automation,
of it. The www.sermineria.cl website is focused digitalization, and female participation in the industry.
on attracting more young people and women into
the sector. During the 2022-2023 period, this site
created by the MSC-Eleva Alliance was visited by

1
See https://www.ccm.cl/estandares-sectoriales/
2
See https://www.ccm.cl/modelo-competencias-transversales/

92
 RECOMMENDATIONS:

Based on the above, stepping up the sectoral coordination efforts toward reinforcing
the work- education link would seem to be a convenient measure to be applied
with the following lines of action:

• Reinforce the Ser Minería talent attraction program as an amplifier platform

so that more people, especially young candidates and women, have a
chance to explore the opportunities, what the mining industry is about (career
development, benefits, shifts, technological breakthroughs, etc.), and what the
human capital requirements required in mining really are.

• Increase and expand the participation in the training program for labor union
leaders with a focus on mining 4.0, incorporating new elements like cross-
functional competencies for mining 4.0 and certification processes.

• Increase internship vacancies and further improve alternate education

programs, providing companies with additional capabilities to manage a larger
number of students.

• Disseminate the sectoral internship and apprenticeship model underpinned by

the following good-practice pillars: i) alignment to the Technical-Professional
Qualifications Framework, ii) a reinforcement and technical and behavioral
leveling program, iii) development of training stations, iv) preparation of mentors
and/or guiding instructors, v) access to coaches that can support students in
behavioral and adaptation aspects, and vi) student assessment and monitoring
platform.

3
See www.sermineria.cl

93
 CHALLENGE 3: IMPROVEMENT OF THE QUALITY OF TP
EDUCATIONAL OFFER

From the very beginning, enhancing Mining Qualifications Framework to

the quality of TP educational offer make them more responsive to the
has remained central to MSC- industry requirements.
Eleva Alliance. All throughout the
over 10 years of collaboration with A second challenge is related to
technical-professional institutions the competencies of teachers
we have worked with more than: 40 and instructors. To address
high schools, 10 higher education this question, during the 2022-
institutions, and 10 TTOs. Based on the experience 2023 period a Teaching Enhancement Plan
gained while working with the mining industry was developed and delivered to more than 400
associated to the education area, at least 3 are participants. Moving forward, the focus must be
the main challenges facing the TP high-school placed on internships for instructors in productive
education with mining-connected specialties. environments.

The first of them has to do with the curriculum A third challenge is found in the infrastructure
obsolescence and their detachment from the and equipment of teaching institutions. One
requirements posed by the education sector4. of the main reasons why TP institutions continue
In order to deal with this obstacle, during the 2022- to be officially unrecognized is their failure to meet
2023 period, 13 technical-pedagogical processes Decree N°240 from MINEDUC defining the learning
were launched in TP institutions5 that helped resources that TP education should be equipped
them contextualize their curricula and educational with.
processes and align these to the

4
In order to address this challenge, MINEDUC organized the Teaching and Curriculum Congress “Education is the
Topic”. See Congreso Pedagógico y Curricular: la educación es el tema (mineduc.cl)
5
TP institutions: Alto Del Carmen High School B, El Palomar High School, Fernando Ariztía Ruiz High School, Federico
Varela High School, Manuel Magalhaes Medling High School B, Los Loros Concentration School, TP school, José
Santos Ossa High School, Technological High School of Copiapó, Japan High School, Jorge Alessandri Rodríguez
High School, and Salesian Cristo Redentor Industrial School.

94
 RECOMMENDATIONS:

Based on the above, stepping up the sectoral coordination efforts toward reinforcing
the TP education associated to mining.

• Adapt the TP education enhancement strategies promoted by the MSC-Eleva

Alliance to the New Public Education installation process and their unique
reality in mining regions. The development of collaboration bonds with Local
Services of Public Education (LSPE) is particularly recommended in aspects of
implementation processes, coordination between developed interventions,
and the LSPE Strategic Plan, building of collaborative relations with Redes Futuro
TP, and the adaptation of the skills development model to provide technical-
pedagogical support6 from MINEDUC Public Education Directorate.

• Study the incorporation of new TP specialties to the Alliance field of action. In

order to overcome the mining 4.0 challenges, the addition of Connectivity &
Networks, Programming, and Telecommunications should be evaluated as
new specialties. On the other hand, to address the challenges posed by lithium
mining, the inclusion of Industrial Chemistry should be considered as a new
specialty. Finally, to face the challenges imposed by the value chain across
the mining sector, the introduction of Metal Constructions and Operation of Port
Facilities must be assessed.

• Reinforce teaching enhancement by putting in place a strategy supportive of

updating new technologies and methodological strategies and evaluations
regarding the training of Operators and Maintainers (e.g., through internships
and/or technical visits to mine sites).

6
See https://educacionpublica.gob.cl/wp-content/uploads/2022/06/1.-Fundamentos-del-MDC-1.pdf

95
 CHALLENGE 4: FEMALE PARTICIPATION IN MINING

As seen from the beginning of the In order to foster female participation

time series, the trend of women and ensure equal job opportunities
participation in the industry has in mining, most companies have
been consistently increasing but, started to apply collective ad
from 2018 onward, a clear growth individual initiatives to drive changes
acceleration is observed, going from within companies by promoting a
8% to 15% in 2022. more
When considering the female hiring gender-egalitarian culture. Thus,
rate indicator applied by mining initiatives like the National Women in
companies -that is, the percentage Mining Committee -developing and
of women hired vs. total workers in the past year promoting the implementation of equity policies, like
(last 12 month)- the indicator shows signs of positive the 2050 National Mining Policy- seek to achieve
evolution as it doubled in the last four years, going a 20% female participation by 2030 and 35% by
from 17% in 2018 to 35% in 2022, which means an 2050, among other goals. Yet there is a long way
18% percentage-point increase. In other words, 1 to go to reach significant participation levels and
out of 3 workers hired by mining companies in 2022 for mining to actually stop being a masculinized
were women. This reflects a total hiring of 2,554 industry to give way to a diverse and inclusive
women were hired in the last twelve months. industry.

96
RECOMMENDATIONS:

Based on the above, stepping up the sectoral coordination efforts aimed at

reinforcing female participation in mining seems to be a convenient measure.

• Implement early campaigns of female talent attraction especially focused

on students from 7th grade of basic education to 2nd grade of high-school
education where the first vocational orientation decisions are made.

• Constantly monitor sectoral indicators of: i) female participation in the mining

workforce at regional and national level, ii) women haring rate in mining at
regional and national level, iii) female participation in senior-management
roles that contribute to the monitoring of women considered in the 2050
National Mining Policy.

• With the aid of the National Women in Mining Committee, share concrete
actions (diagnoses, dissemination activities, good practices, among others)
that benefit the conciliation of work, family, and personal life of all people
(women and men), thus ensuring an adequate work climate and environment.

• Considering future talents, arrange motivational talks delivered by figures

capable of stimulating young women pursuing STEM programs.

• Socialize the work characteristics existing within the mining industry and the
development opportunities for women -in close relatable contexts- teachers,
and players involved in the vocational decision-making of teenage students.

97
06
 APPENDIXES
APPENDIX A: Companies and Collaborators in this Study 100

APPENDIX B: Main Characteristics of the Education System 102

APPENDIX C: Methodology to Project the 104

Educational Offer

APPENDIX D: Educational Offer Attracted to Mining 105

per Profile and Year

APPENDIX E: Demand in Mining per Profile and Year 106

APPENDIX F: Gaps in Mining per Profile and Year

107

APPENDIX G: Glossary
108
 APPENDIX A: COMPANIES AND COLLABORATORS IN THIS STUDY

Mining Mining
Participants Participants
companies companies
Sofía Sánchez Felipe Condón
Gabriela Torres Macarena Madariaga
Anglo
Daniella Girardi Sebastián Campusanos
American Glencore
Juan Manuel Romero Manuel Pozo
Amanda Pérez Melanie Roa
Nibaldo Areyun
Georgeannne Barceló
Claudia Pacheco
Gian Carla Piantini
Antofagasta Paola Mapelli
Gold Fields Paulina Escobar
Minerals Maria Ignacia Saez
Jorge Brito
Nicolas de la Cruz
Soledad Fernández Fabiola Meza
Kinross Jessica Condori
Magdalena Labbe
Iván Vera
Meike Holzhauer
BHP Lorena Terzano Moisés Poblete
Felipe Moreno Carolina Vasquez
Lumina
Bautista Palladino Claudio Raffo
Paula Madariaga
Carolina Lomuscio
Cristian Inostroza Carlos Barahona
CMP Lundin
Rodrigo Cepeda Patricio Argomedo
Rubén Tapia
Beata Choragwicka
Mary Carmen Llano Sierra Gorda Nicolás Cruz
Jorge Seura Milena Conejeros
Codelco Teodoro Schmidt
Barbara Blumel
Julio Pino Cortés SQM
Felipe Morales
Javier Urrutia
Juan Ignacio
Alvaro Fritz Maldonado
Collahuasi
Alvaro Lermanda Constanza Moffat
Teck
Cecilia
ENAMI Gianvictor Cuneo Patricio Maraboli
Barbara Durán
Freeport Reinaldo Montecinos
McMoran Claudia Corvalán

100
Supplier Supplier
Participants Participants
companies companies
APRIMIN Jorge Bravo KSB Chile Hans Baumann
Fernanda Torres César Jiménez
ENAEX Belén Rivas Metso
Elizabeth Farías

ESM Agdiel Gutiérrez Tomás Cáceres

Orica
Pedro Flores
Ferrovial- Berliam Constanza
Steel Mardones Tomás Buttazzoni
Technosteel Trinidad Voigt
Carolina González
Finning Felipe Rau Génesis Valenzuela
Talleres Lucas
Amelia Corral Francisco Dittborn
Andrea Tomás Buttazzoni
FLSmidth Guadarrama Technosteel
Patricia Burgos
Oscar Avalos
Philippe
Juan Manuel TTM Hemmerdinger
Jordán
Renato León
Komatsu Carola Espinoza
Ana María Vásquez Weir Minerals – Catalina
Vulco Bustamante
Miguel Paredes

TP education sector Participants

Carlos Sainz
CEDUC
Maritzaida Rojas
CEFOMIN Erwin Cabezas
Abdón Ramírez
CEIM
Cristián Latin
Alameda Salesian Education Center Danny Urtubia
Alto Hospicio Marist School Abel Romero
Don Bosco-Calama Technical Industrial School Juan Bustamante
Duoc Sacha Krause
Inacap Juan Orellana
Innova TP Juan Francisco Moreno
San Mateo Technological Institute Alan Martínez
Likan Antai Agriculture & Livestock High School Guillermo Gallardo
América Mining High School B-10 Elba Guzmán
Eleuterio Ramírez High School Adriana Berrios Núñez
Eulogio Gordo Moneo Industrial High School Alejandro Jiménez
Ministry of Education Cristian Lincovil
Andrés Bulat
Santo Tomás Doris Flores
Juan Carlos Erdozain
Jocelyn Rojas
University of Antofagasta
Jenny Rojas
Carlos Molina
Catholic University of the North
Dusan Paredes
Diego Portales University Teodoro Acosta
 APPENDIX B: MAIN CHARACTERISTICS OF THE EDUCATION SYSTEM

Non-Formal education Formal Education

Mid-Level Professional Technician
delivering the Work training
information
Institution

Technical Training Organizations

TP High School
(TTOs)

Requirements that are common to the different Having approved first cycle of high-
training programs. In the case of social programs, school education (1st and 2nd grades).
age ranges extend from 16 to 65 years while
requirements

being included in a vulnerable segment is a This program concentrates the

requirement (documents vetted by the Social
Entry

Registry of Households). Only workers hired for differentiated TP education in the last cycle
a period as mandated by law, will be eligible to of high school (3rd and 4th grades).
receive training under the tax exemption benefit.
They must be over 18 years of age.
Characteristics of

Trainings are ruled by the National Training TP high school education (TPHSE) consists
and Employment Service (SENCE), be it for in a differentiated model seeking to deliver
education

education programs for vulnerable segments relevant information for a specific work field.
(social protection programs) of through tax
exemptions, designed for people working for
companies operating as first category taxpayers.
Qualifications Framework (MQF)
Work scope under the Mining

According to the MQF, people pertaining to this Pursuant to the MQF, people under this
education level are equipped with the basic education level are equipped with the
knowledge and skills (concepts, procedures, theoretical and practical knowledge and
and techniques) necessary to work in specific skills to work in a specific area of the
areas of the mining industry under direct mining industry. They work with supervision
supervision. They are able to pursue continuous
but maintain certain level of autonomy and
learning processes.
responsibility for their own work. They have
limited responsibility for the work of others.
associated to
Examples

mining

Mid-Level Technician in mine

Operator of (Mobile) Mine Equipment.
extraction

102
 Educación formal
High- Level Professional Professional without Professional with bachelor’s
Technician (HLPT) bachelor’s degree (Pw/oBD) degree (PwBD)

Universities, professional
Universities and professional
institutes, and technical Universities
institutes
education centers

High-school diploma and meeting High-school diploma and meeting High-school diploma, PAES score
the requirements set by the the requirements set by the (as required by institution), and
institution. institution. requirements set by the institution.

This type of training equips people

with the necessary skills and
knowledge to provide a support
Nonspecific, scientific training to Type of training provided by
specialty at professional level or
provide an adequate professional universities. They can extend beyond
work on their own. To be awarded
performance. The programs usually 8 semesters (4 or 5 years). These
a Higher Level Technician diploma,
have an 8-semester duration (4 are the only institutions authorized to
an individual must approve an
years. They grant an academic grant all types of academic degrees
academic program with a minimum
degree. (bachelor, MSc and/or PhD).
duration of 1,600 teaching hours.
This type of training does not grant
academic degrees.

Pursuant to the MQF, people

under this education level have At this training level, they exceed
Pursuant to the MQF, people under
been equipped with the theoretical the MQF scope. However, people
this education level have been
and practical knowledge and the under this level have acquired
equipped with the theoretical and
skills to work in a specific area systematic and specialized
practical knowledge and expert skills
of the mining industry, according knowledge about a discipline or
to work in the mining industry and
to their specialty. After gaining professional area. They are provided
to pursue continuous learning. They
further experience, they can reach with the abilities to analyze and
are autonomous and personally
expert skills, levels of autonomy evaluate complex ideas and are
responsible for the execution of
and responsibility for their own capable of behaving in a responsible
complex technical tasks and are able
work, and building the necessary manner in the leadership of teams
to plan, coordinate, and evaluate the
abilities to plan, coordinate, and and knowledge development.
work done by others
evaluate the work done by others.

Higher Level Technician in Mining Engineer of Mining

Civil Mining Engineer
Mining. Field Engineer

103
 APPENDIX C: METHODOLOGY TO PROJECT THE EDUCATIONAL OFFER

1. 1The projections of graduation and 7. The profiles comprising the effective

educational offer were elaborated on the attraction rate to mining are fed with a large
basis of the information provided by the variety of careers some of them very closely
National Board of Education (NBE). This related to mining -like Mining Engineering-
information is available for the 2005-2000 and others with higher employability, like
period. “Enrollment Index” is the database Industrial Engineering. It is only reasonable
used for this purpose. to believe that most people graduated from
“more mining-type” careers will end up joining
2. Each relevant sectoral program was the industry, as opposed to those careers of
assigned an education code. In this case, higher employability. In the case of mining
the programs are sorted out by common programs, this attraction rate is composed of
areas that are pertinent to the industry. the percentages of graduates estimated to
end up working for the industry (not the same
3. Based on the data provided by mining firms, for the different associated programs), once
the more than 50 education codes were distributed across the different profiles. The
grouped into 15 profiles or entryways into result is a composed attraction rate used for
the industry. The logical relationship among enrollment projection purposes.
them is that an education code can feed
more than one profile code. 8. The 2005-2022 first-year enrollments were
applied a dropout rate, giving as a result
4. The 2023-2032 graduate offer projections a projection the number of graduates from
were prepared based on the following data: 2021 onward, depending on the career
extension. In order to estimate the number
a. 2005-2020 enrollment growth rate. of graduates when no information on first-
b. Career dropout rate. year enrollments was available, the 2023
c. Effective attraction rate to mining. data was projected with the growth rate of
d. Career duration. the above enrollment. In the case of careers
sharing a common program at the beginning,
5. The 2023- 2032 enrollment growth rate is the enrollment reported for those years was
estimated based on the average growth distributed according to specialty-based
for the 2005-2022 period. When an outlier enrollment records for the last years of the
growth is observed to occur, the attraction program.
rates must be adjusted.
9. This information is used to project the annual
6. The career dropout rate information is series per profile of the number of graduates
provided by the Ministry of Education and that will potentially join the mining work
has been calculated per type of education market.
institution (TTCs, PIs, universities).

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APPENDIX D: EDUCATIONAL OFFER ATTRACTED PER PROFILE AND YEAR IN
LARGE-SCALE MINING

2023 2024 2025 2026 2027 2028 2029 2030 2031 2032 Total
Geology &
575 492 480 442 406 395 395 402 410 418 4,415
Exploration
Mine Exploitation
429 387 383 342 309 277 290 293 296 299 3,305
Professional
Processing
230 241 248 257 231 206 200 203 207 211 2,234
Professional
Maintenance
232 220 203 203 199 205 208 212 217 223 2,123
Professional
Extraction
264 237 243 226 215 206 217 220 222 225 2,274
Supervisor
Processing
145 133 140 120 115 109 110 112 113 114 1,210
Supervisor
Maintenance
97 92 84 82 80 81 82 84 85 87 854
Supervisor
Mechanical
150 148 145 145 145 145 146 146 147 147 1,464
Maintainer
Electrical
82 81 80 81 82 82 83 83 84 84 823
Maintainer
Electromechanical
16 16 15 15 15 15 15 15 15 15 151
Maintainer
Instrumentation
27 25 23 20 21 22 22 23 24 25 232
Maintainer
Fixed Equipment
60 60 60 60 60 60 60 60 60 60 596
Operator
Mobile Equipment
74 74 74 74 74 74 74 74 74 74 739
Operator

Total 2,382 2,205 2,178 2,065 1,951 1,877 1,901 1,927 1,954 1,982 20,421

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 APPENDIX E: DEMAND PER PROFILE AND YEAR IN LARGE-SCALE MINING

2023 2024 2025 2026 2027 2028 2029 2030 2031 2032
Geology &
155 195 261 337 359 407 461 533 600 665
Exploration
Mine Extraction
286 305 397 510 445 505 603 681 764 836
Professional
Processing
131 174 228 287 298 337 391 454 526 593
Professional
Maintenance
841 893 1,159 1,500 1,343 1,515 1,804 2,010 2,327 2,545
Professional
Extraction
651 740 981 1,256 1,177 1,266 1,458 1,660 1,909 2,117
Supervisor
Processing
80 116 144 192 206 239 277 320 365 419
Supervisor
Maintenance
761 854 1,145 1,466 1,378 1,516 1,748 2,007 2,295 2,546
Supervisor
Mobile Equipment
1,424 1,755 2,325 3,095 3,157 3,566 4,063 4,621 5,213 5,791
Operator
Fixed Equipment
1,176 1,509 2,033 2,688 2,754 3,133 3,643 4,062 4,538 4,905
Operator
Mechanical
4,090 4,364 5,443 6,820 5,952 6,480 7,528 8,436 9,625 10,340
Maintainer
Electrical
700 780 980 1,249 1,132 1,258 1,393 1,586 1,705 1,853
Maintainer
Electromechanical
456 490 591 728 609 615 703 774 865 894
Maintainer
Instrumentation
177 201 253 333 305 339 386 432 465 503
Maintainer

Total 10,927 12,376 15,939 20,460 19,116 21,176 24,456 27,576 31,196 34,009

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APPENDIX F: GAP PER PROFILE AND YEAR IN LARGE-SCALE MINING

2023 2024 2025 2026 2027 2028 2029 2030 2031 2032 Total
Geology &
420 451 415 366 383 347 341 330 343 352 3,750
Exploration
Mine Exploitation
143 368 292 229 374 217 191 215 212 227 2,469
Professional
Processing
99 198 195 198 220 167 146 141 134 144 1,641
Professional
Maintenance
-609 169 -63 -138 357 33 -81 6 -100 5 -422
Professional
Extraction
-386 148 1 -49 293 117 25 17 -27 17 157
Supervisor
Processing
65 96 112 72 101 75 73 68 68 60 790
Supervisor
Maintenance
-664 -1 -207 -239 167 -56 -150 -175 -203 -164 -1,692
Supervisor
Mechanical
-3.940 -126 -933 -1,232 1,013 -382 -903 -761 -1,042 -569 -8,876
Maintainer
Electrical
-618 2 -120 -188 198 -44 -52 -110 -35 -64 -1,030
Maintainer
Electromechanical
-440 -18 -86 -123 133 9 -72 -57 -76 -13 -743
Maintainer
Instrumentation
-150 1 -29 -60 50 -13 -24 -24 -9 -13 -272
Maintainer
Fixed Equipment
-1.117 -273 -464 -595 -7 -319 -450 -359 -416 -307 -4,308
Operator
Mobile Equipment
-1.350 -257 -497 -696 12 -335 -423 -484 -518 -504 -5,052
Operator

Total -8,546 756 -1,385 -2,456 3,294 -184 -1,379 -1,192 -1,666 -830 -13,588

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 APPENDIX G: GLOSSARY
AREAS

All positions associated to Administration, senior management posts,

Administration and and most jobs based in corporate premises; e.g., Human Resources
support Administrator, payment Administrator in acquisition areas, occupational
safety areas.
Analytical segment of mining and supplier companies. It includes
Extraction, mineral Processing (from crushing to electrolytic refining),
Main value chain and the Maintenance areas that support these two major divisions. This
separation marks the point where specialized mining training commences
and is required.
All processes conducted prior to the value chain production, mainly geology
and exploration. This is where the Project Coordination Superintendent,
Mining development
Geotechnical Assistant in planning areas, Drilling Engineers in geology
areas play their roles.
All processes associated to the development of major projects and
Major projects
infrastructure are, in general, associated to the Project Vice Presidency.

PROCESSES

Includes drilling, blasting, loading, and hauling processes. It covers all

works associated to open-pit and underground extraction. E.g., mine
Extraction production management, crushing and hauling management, Mine IV
Operators and Shovel Operators positions.

Includes all maintenance tasks connected to Extraction; that is, mobile

and semimobile equipment, crushing and hauling and all works required
Maintenance by the processing area.

It covers all activities associated to mineral processing, considering

concentration, flotation (sulfides), and leaching (oxides) processes. E.g.,
Processing
concentrate production management, cathode production management,
and Plant II Operators positions.

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OCCUPATIONAL GROUPS

People that execute extraction and processing tasks with the direct
Operators
help of Fixed and mobile equipment.
People that execute repair or maintenance tasks of mine or plant
Maintainers
equipment (e.g: Electrical or Mechanical Maintainer).
People that perform technical roles of processes developed in mining
Professionals companies or operation sites (e.g., Mine Extraction Professionals,
Processing Specialist Engineer, etc.).
Analytical groups of roles and positions within the mining industry
aimed at facilitating a good understanding of the company. They share
a common training base and scope of performance associated to
macroprocesses and processes and subprocesses recognized by the
industry (e.g., mine extraction, open-pit extraction, open-pit extraction
Profiles hauling). Despite the specificities existing between the sectors
traditionally occupied by mining and supplier companies, these are
regularized in order to facilitate data transfer. In Chile, profiles have
been equalized to profiles analyzed in other mining countries like
Canada or Australia. They include over 10,000 different specific
positions.
Refers to all jobs outside the main value chain. These employees
perform administrative roles, senior management positions; most
Staff
of their work is developed in corporate headquarters. (e.g., Human
Resources Administrator, payment Administrator in acquisition areas).
People in charge of managing the performance of working teams;
Supervisors normally on the site (e.g., Processing, Extraction, Maintenance
Supervisor).

WORKERS

Total workers comprising a sector or company, including both own as well

Human capital
as contractor workers and the abilities and competencies they possess.
External or Expression applied to workers from supplier companies. It refers to workers
contractor workers employed by service supplier companies with respect to the Principal.
Expression applied to company workers; it is used in contrast to external
Internal or own
or third-party workers in reference to employees from service supplier
workers
companies with respect to the Principal.
Type of employment in which the worker lives in the same region where the
Local employment
workplace is located.
Geographical displacement necessary to attend to the workplace. It
Regional commuting considers distances of, at least, one region.

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 EDUCATIONAL OFFER

A parameter used to estimate the number of potential graduates that will

end up joining the mining industry out of the total potential graduates from
the tertiary education system. It was built based on data provided by the
Attraction rate to
recruitment and selection areas and also by professional associations,
mining
and study secretariats of HEI. It estimates the number of graduates to
be employed in mining and, in line with a model, distributes these results
across the profiles analyzed in this study.
The variety of institutions, careers, programs, and higher education options
(tertiary) being analyzed. This study has singled out a portion of the entire
Educational offer offer that may be directly or indirectly associated to the mining industry.
Official data from the National Board of Higher Education (NBHE) and the
Ministry of Education (MINEDUC).
Educación media Registration and/or formal entry to the education system, be it basic
técnico profesional education, high-school, or higher education institutions.
(secundaria)
Education system offered by higher education institutions (HEI) and high-
Enrollments school institutions. It develops under the framework mandated by the
Ministry of Education and other related entities.
Estimate of potential graduates from the education system, in any of its
levels. It is calculated for each year considered by the period of study.
Formal education
It includes factors such as first-year registration, dropout rate, actual
graduation time, and formal career duration.
Full completion of programs by students in education institutions after
Graduate offer
passing the courses under the training plan.
Tertiary education is provided under one or more graduation modes. It can
be a technical training center (TTC), that grants higher level technician
degrees; a professional institute (PI), that grants higher level technician
Graduation degrees and/or professionals without bachelor’s degree, or universities,
that grant higher level technician degrees and/or Professionals without
bachelor’s degrees, professional with bachelor’s degrees, or post
graduate degrees (MSc and PhD).
Type of education conducive to earning a technical degree awarded by
Higher education
tertiary education (TWC, PI or university). Its nominal duration is 1,600
Institution (HEI)
hours. It is also known as Vocational and Education Training.
Education system not regulated or regularized. It will depend solely on the
Higher-level individual and is not officially recognized. It reflects better skills resulting
technician from experience. It represents the development foundations of trade
occupation segments.
Es la estimación que se hace de los potenciales egresados del sistema
educacional en sus diferentes niveles. Se calcula para cada año
Informal education contemplado en el período de estudio. Asume factores como matrícula de
primer año, tasa de deserción, tiempo real de titulación, duración formal
de la carrera.

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 A per-country agreement aimed at progressively organizing and classifying
the learning outcomes required to deliver a competent performance to the
industry. One of the most widely used definitions for the Framework is “an
Mining instrument for the development, classification, and recognition of skills,
Qualifications knowledge, and competencies along a continuum of pre-established
Framework (MQF) levels and whose structure is defined by the learning outcomes” (Tuck
2007). In Europe, the Framework (EQF) is defined as “an instrument
used to classify qualifications in light of a set of criteria applied to certain
learning levels”.
A segment of the entire program whose employability is directly defined in
Mining-related
areas of mining or supplier companies (mining sector). It covers fields like
programs
geology, mines, and metallurgy.
Education system provided by technical training institutions (TTOs). It is
Nonformal regulated by the Ministry of Labor and operates on the basis of direct
education agreements with each Principal company and other related entities. It
does not grant degrees except for recognition certificates and others.
In the case of TP high-school education, this runs until a year after
successfully completing the program and is called graduation process.
On-time graduation During this graduation process the student will complete an internship to
earn a degree, either technical or professional, according to the institution
or program.
Type of education conducive to earning a professional diploma with
Professional with
academic degree awarded by tertiary education (university). Their nominal
bachelor’s degree
duration ranges from 5 to 6 years.
Type of education conducive to earning a professional diploma awarded
Professional without
by tertiary education (PI or university). Their nominal duration is 4 years. It
bachelor’s degree
is also known as Vocational and Education Training (VET).
Technical It is provided by technical professional high schools and it is known as
Professional High- TP high-school education (TPHSE). It represents the basic training for
School Education workplace preparedness and technical elemental training.
(high school)
Formal job-centered training provided by higher education institutions
Tertiary education (technical training centers, professional institutes, and universities). By
formal definition, careers can take from two to six years.
Minimum unit used to analyze the educational offer. A program is
the equivalent to a career provided on campus by applying a certain
Training programs methodology. The same career can be delivered on one or more
institutional campuses and in more than one mode (daytime, evenings,
in-person, etc.).
Entities in charge of providing technical work training. Many times, this
process is intermediated by an OTIC (Intermediary Training Organization).
TTOs OTICs are linked to SENCE through the latter’s official recognition.
They are responsible for providing the training services under different
methodologies, like courses, workshops, and others.

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 DEMAND

The estimate of people to be needed occurring in a calendar year,

considering this as a bounded study unit. This is done by deducting
from the estimates obtained for an X year, the estimates for year X-1,
Annual demand assuming that the annual workforce requirements are met while this figure
is not carried over to the following calendar year. It includes the demand
triggered by growth (which, in turn, includes workforce estimates from
mining and supplier companies) and the retirement-driven demand.
Estimate of the need of people occurring in a calendar year; it is treated
as a carryover and added to the previous value. It is used when looking
Cumulative demand at how much the industry has grown in a certain period. It includes the
demand triggered by growth (which, in turn, includes workforce estimates
from mining and supplier companies) and the retirement-driven demand.
Estimate of people to be needed by the mining industry to achieve its
Human capital productive goals. It consists of growth-driven demand (new jobs to be
demand generated) and retirement-fueled demand (number of people likely to be
replaced due to age projections).
The term breach is applied to the negative mismatch between the supply
of graduates attracted to mining and the human capital demand. That
Human capital gap
is, when demand is higher than the supply. The opposite is defined as
oversupply.
Number of workers likely to leave their jobs due to required retirement
age and, eventually, will have to be replaced. People over 60 years are
Potential retirement
very likely to cease to work regularly in the industry (pursuant to labor
legislation currently in place and aging curve trends).
Sectoral workforce demand based on the number of workers needed by
Project-driven mining companies as required by their project portfolios. It represents
demand a number of own and contractor workers not included in their current
workforce.
Sectoral workforce demand based on the vacancies likely to be left
Retirement-driven available due to potential retirement of current workers approaching
demand retirement age, considering also effective retirement and postponed
retirement.

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