GENDER EQUITY IN MINING WORKS 5 Three interconnected components make up the full GEM W orks Program ii See Appendix 2 for full ter ms of r efer ence and GEM W orks pr oduct over view Being a Gender Champion Each cohort member identifes a Gender Champion from its executive team to form the Gender Champion s T askforce Champions then participate in a oneday Becoming a Gender Champion Executive Development Session training workshop to drive organizational change towards a more genderinclusive workplace Upon completing the session each member nominates two employees from their site to act as Change Agents Nominated Change Agents form the Change Agent s Committee These individuals will conduct the GEM W orks Policy Review process and familiarize themselves with the Learn to Make a Dif ference eLearning modules Over the course of the 12month program each team consisting of one Champion and two Change Agents work through the process and learn about systemic barriers identifying policies to review and implementing changes to policies ii The GEM W orks T oolbox A stepbystep guide for Change Agents to remove unintentional barriers to gender inclusion in written policies and procedures The GEM W orks T oolbox includes the Learn to Make a Dif ference eLearning modules Learn to Make a Difference Four online learning modules for Change Agents explaining how to use the GEM W orks program The eLearning suite compliments and encourages the use of the GEM W orks T oolbox consequently supporting organizations through its successful application The target audience is the Change Agents who will use the T oolbox to identify and remove systemic barriers within the policies and procedures of their individual organizations GEM W orks at W ork W omen continue to be underrepresented in the mining labour force According to MiHR s Canadian Mining Labour Market Outlook report for 2016 women accounted for only 17 of mining s labour force This proportion appears steady in 2017 with women making up about 19 of the labour force in mining quarrying and oil gas extraction Over a decade ago that number was closer to 12 meaning the number of women working in the sector has increased by 40 in a decade While this may be positive there remains signifcantly fewer women in mining in relation to the Canadian labour force as a whole where women represent closer to 48 of the workforce Looking ahead MiHR s National Outlook suggests there will be over 87830 vacancies needing to be flled over th e next 10 years under a baseline scenario An optimization of the current labour supply is necessary in order to fll these vacanc ies After successfully launching the GEM W orks pilot program MiHR focused on how to sustain GEM W orks delivery while ensuring inclusion and gender equity remained the driving force behind the program The success of the pilot program helped solidify GEM W orks as a tool to address systemic barriers in attracting and retaining female workers in the sector In order to continue delivering the program ef fectively and further validate the benefts of GEM W orks next steps required evaluating the application of GEM W orks resulting in the development of the membership delivery method