AGNICO EAGLE MEADOWBANK MINE NUNA VUT CASE STUDY 1 W omen are underrepresented in Canada s minerals and metals sector despite signifcant ef forts to increase female participation and address barriers to gender equity and inclusion Increasing female participation in the Canadian mining industry is vital to optimizing the current labour supply Addressing this gap in the mining workforce continues to be a key focus of MiHR s labour market research The success of the GEM W orks pilot program indicates that the mining industry is ready and willing to dedicate time and resources to help eliminate systemic barriers as validated through specifc outcomes included in this report such as Agnico Eagle Mines Ltd s review of systemic barriers built into written policies and procedures specifcally in relation to maternity leave policy Hatch s evaluation of its campus recruitment process leading to the realization that a written policy for campus recruitment did not exist and that there was no data on whether they were reaching enough women Mosaic s analysis of hiring manager recruitment guidelines helping which helped eliminate unconscious gender bias in the process T aseko s review of Gibraltar s Safe Operating Procedures which contributed to Gibraltar s blasting crew welcoming its frst woman in many years to the team in 2015 T eck s review and change of succession planning policy resulting in a 20 increase of applications from women V ale s review of Industrial Electrician job posting resulting in wording changes rewritten interview questions to assess attitude and aptitude on top of technical abilities and the addition of a woman to the hiring panel Further industry support was demonstrated in the fndings of MiHR s 2017 National Employer Labour Market Intelligence Survey which identifed resources to support engaging a more diverse workforce as the topic of most value to employers in helping the overcome key labour shortages The evidence scattered throughout specifc cases in this study indicates that GEM W orks can provide tangible and measureable benefts for both individual organisations and the Canadian mining industry as a whole Identifying Change Agents through a Gender Champion s T askforce and adopting a gender lens when reviewing and evaluating policies procedures and practices of fers an alternative approach to tired tactics and inef fective inclusion initiatives Organizational change may not occur over night however the Canadian minerals and metals sector is constantly evolving and beginning to show signs of uptake The need to address barriers in attracting and retaining underrepresented groups such as women continues to grow Constant evaluation of GEM W orks is essential to ensure the program evolves to meet the new needs of industry and that inclusion and gender equity remain the driving force behind the program CONCLUSION 19 GENDER EQUITY IN MINING WORKS