Mining for Talent: Why Employee Health and Wellbeing Are Now Key to Retention and Success

By Pascale Mapleston, The Benefit Code

The mining industry has transformed itself not only through operational efficiency but with a renewed focus on its biggest asset, its workforce. With a tough labour market and surging health and disability costs, many organizations have had to change the way they support employees and improve employee benefits, retirement, and well-being programs. These programs are offered in addition to salary and for many, create a work environment that builds employee retention and job satisfaction. 

It has been wonderful to see leading employers take a more proactive approach to their well-being offerings. Companies that understand the importance of these benefits have been driving a very positive shift in the health, well-being, and retention of their employees.  Below is a list of the top concerns for both employers and workers in the mining industry, and how simple and effective changes to benefits and coverage can have an incredible impact on improving health and well-being in the industry.

Generational challenges

With the average age of the worker increasing since 2011, the industry is struggling to attract their share of workers in the under 25-year age gap, a demographic that now makes up only 5 per cent of the mining workforce in Canada, down from 12 per cent in 2011 (Canadian mining workplace profile 2024- stats can). These results show that companies need to address the complexity of managing their aging workforce, retaining their best workers, and shifting to attract younger workers.

Younger generations of workers are more open to seeking health to manage their health and appreciate a variety of resources to choose from. This generation needs to feel valued as a person and providing the resources, training, and support is critical to attracting and retaining this younger talent. Offering opportunities for professional training and development will play a key role in establishing a sense of belonging and engagement within the workplace. 

Companies that provide more comprehensive support to employees are seeing health and disability costs reduce and engagement (and benefits usage) improve. Recent findings demonstrate significant reductions in absenteeism along with a robust return on investment (ROI) of $3.27 for every $1 spent on wellness programs. 

Access to healthcare and programming for remote workers

Stress, fatigue, remote work, and a challenging work environment all top of the list for mining companies to address. Offering a traditional, basic benefit plan to employees is now considered old fashioned and ineffective. Companies need to bring the resources to the workers! This is a simple but incredibly effective concept that has a proven record of driving change in the culture and health of individuals in the mining industry.

There are many types of remote healthcare that can have a significant impact on workers in the mining industry. Below are the most impactful healthcare options that can be accomplished with few resources and low cost to companies. 

Implementation of mobile health units or partnerships with local health providers to bring services directly to remote work sites including: 

• Mobile clinics, providing regular visits from healthcare professionals to conduct health screenings, wellness check-ups and mental health consultations.
• Virtual and Telehealth services to offer mental health support and consultations.
• Onsite and virtual Wellness Workshops both remote and onsite to encourage participation and engagement while addressing specific health challenges faced by employees.
• In-person mobile clinic to address stress and lifestyle.

Mental health and wellbeing support 

The mining industry often involves high-pressure situations and extended hours. Offering mental health resources, such as Employee Assistance Programs (EAPs) and counselling services, can help employees manage stress and build resilience. Studies indicate that mental health support can reduce absenteeism by 30 per cent and improve productivity by up to 15 per cent.

Implementing wellness initiatives – such as fitness challenges, nutrition workshops, and stress management seminars – is another innovative way to encourage employees to adopt healthier lifestyles. Research shows that companies with wellness programs can reduce absenteeism by approximately 28 per cent and increase presenteeism by 6 per cent due to healthier, more engaged employees.

Bringing financial literacy to the forefront

Financial stress can significantly impact employees’ mental health and overall well-being and is one of the top drivers of stress, sleep issues, and anxiety.  Addressing and executing resources are key to a safe and productive work environment. Having a retirement program in place is an important offering to employees. For companies that do not have a budget for a match program, consider adding a voluntary program where the team has access to good advice, competitive marketing fees, and the ability to invest their dollars pre-tax. Also consider Student Loan Repayment Assistance. As student debt continues to be a burden for many, helping with student loan repayments can greatly enhance financial peace of mind.

In summary, employee benefits are already an expense. Companies need to leverage the existing spend by thinking outside the box and incorporating innovative, hardworking ideas to enhance culture, productivity, and engagement to foster a happier, healthier workforce.

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