Can you introduce The Bedford Group TRANSEARCH and outline the services you offer the Ontario mining industry?

The Bedford Group was conceived in 1979 and is the largest executive search and professional services firm catering to the Canadian mining sector, so large in fact that we formed Bedford Resources Inc. in 1983 to better serve the needs of the Resources sector, mining especially. We provide retained executive search, board services, recruitment, and a compensation practice, which includes executive and mine site compensation, to mining companies. In recent years, we have helped Canadian miners diversify their boards by increasing gender diversification.

Have you observed any recent trends in the industry, particularly pertaining to recruitment?

The world has become much more globalized. The youth of today are not as interested in mining as a profession, which is truly unfortunate as there are great opportunities. Green, carbon-neutral and sustainable mining is increasingly becoming a big deal. Many companies are exploring ways to invest, grow and transform with the energy transition. The gray tsunami is coming; around half of the industry will retire in the coming years, leaving a huge gap that needs to be filled. We are working with our clients to bridge that gap; this means rethinking the organization charts and bringing in people from different industries, those with transferrable skills and experience. We are shifting with the industry.

A survey published by McKinsey & Company found that 42% of youth aged 15-30 ‘definitely would not’ work in mining. How can mining companies rectify this issue and attract young talent?

Mining must be more environmentally friendly. We are just starting to see this as many companies are transitioning to carbon-neutral projects. Additionally, technology must replace the laborious tasks that people used to do. Finally, camp conditions must be improved as young people increasingly prioritize living conditions, including their surroundings and nutrition.

As an example, at our client McEwen Mining’s project in Los Azules, Argentina, significant efforts have been made to enhance the comfort of the camps. Everyone has their own room, advanced technology is extensively integrated, and rotation times have been extended. The focus is on innovation and technology, rather than just grinding out the ore. When you take this approach, of looking through the lens of being a technology company, mining becomes more attractive to young talent. The volatility in the sector scares off a lot of young people too. Improving facilities on site, improving rotation, and labeling mining companies as innovators will help to lessen the labor shortage for the years to come.

Education is needed. We must inform young people that mining is not a dirty industry; it is advancing with AI, autonomous vehicles and automation, and that is exciting and rewarding. There will always be a need for mining. The next generation must understand that mining has a bright future and with them onboard, mining can become a clean industry.

Only 17% percent of Canada’s mining executives are female. Can you describe how the industry has embraced the shift towards greater female representation?

There are two components reinforcing the shift. On one hand, there is the regulation component. In 2012, the Ontario Securities Commission (OSC) mandated 40% of all boards to be gender diversified by 2020. Shareholder groups require gender diversification, as boards with a diverse gender composition tend to be more effective.

We help mining companies become more diversified, but the number of graduates from mining schools is shrinking, and the number of women entering mining is tiny. Diversification does not mean looking for a diverse version of the same type of candidate that is typically hired, but rather finding a candidate from, perhaps, a completely different background. Many companies fail to recognize that finding a diverse candidate entails providing an opportunity to someone they might not typically consider. It requires thinking outside of the box: bringing women in from forestry, clean tech, power, energy, or engineering onto the board.

Does The Bedford Group TRANSEARCH have a final message for our audience?

The Bedford Group TRANSEARCH provides a full suite of holistic services to our clients including executive search, board diversity, compensation and evaluation metrics, talent scouting, as well as talent advisory.

We will continue our long-standing commitment to ensuring companies thrive with world-class talent, whether that is through board diversity, compensation analytics, or securing top talent through our vast and evolving network.