10. Understanding Belonging, Mining Demographics, and Intersectionality
Understanding Belonging, the Mining Industry Demographics, and Intersectionality
To gauge interest, Women In Mining Canada acted as key advocates, introducing the top ten TSX-listed mining companies in Canada to the researcher and study. Ten more, randomly selected mining companies listed on the TSX, were also contacted. Upon initial conversations, awareness was brought forward regarding the fact that most organizations did not have specific demographic data pertaining to elements of intersectionality that could be researched for baseline belonging data to grow from. Considering that intersectionality is a newer concept within talent management research, intersectionality, as it pertains to belonging, was identified as a gap in research, and a need for an inclusive lens on the demographics of participants within the mining industry is needed, survey questions were developed to fill in the data and information. Specific mining-related questions regarding personal protective equipment (PPE), signage, and specific elements that were generated from the 2017 National Action Plan & Toolkit developed by Women In Mining Canada were also included.
Methods
The research topic is to be investigated by conducting a pragmatic mixed methods research design. Using this methodology, a synergistic study effect using a mixed methods design, quantitative methods will help the qualitative method further inform the research. A sequential procedure, where a simple random quantitative survey will be utilized to investigate perceived belonging within the workplace, both in corporate offices and mine sites. Seven different sections of the survey have been identified and created (1) Demographics, (2) Comfort, (3) Connection, (4) Contribution, (5) Psychological Safety, (6) Wellbeing, and (7) Mining Industry Related Questions. Categorizing questions will then allow an overall belonging score to be calculated per participant and an overall score for participating organizations will be generated, providing participating organizations with a baseline belonging score to grow from.
By applying data analysis to the workplace belonging survey, the statistical significance will determine the effect. By developing an overall belonging score, qualitative questions based on intersectionality will be explored as they pertain to talent management. Once a belonging score is created, the organization will then be able to work specifically with their strengths and weakness to further increase the score year after year. In conclusion, by understanding statistically significant belonging scores, combined with IPA methods, a baseline of belonging within the workplace is significant for the understanding of intersectionality, equity, diversity, and inclusion, and its significance to talent management in the interest of rebounding from the pandemic and preventing a shrinking industry. Perhaps of more importance though, the research will provide leaders a strategic approach to facilitating the rebuilding of nextgeneration workers and effective succession planning with a diverse population.
Quantitative Research will include:
- Survey development
- Reserve scoring
- Data collection
- Data analysis (Descriptive statistics, ANOVA, Correlation Analysis, Post hoc & Regression Coefficients are some of the anlayses implemented)
Methodology for Participants
The top 10 TSX listed Canadian Mining Companies were contacted via email to inquire about interest in participating in the Belonging-First: quity, Diversity, and Inclusion Study. All organizations were connected using research methodology and guidelines:
- An initial email introducing the researcher and the study concept was sent to Executive Leadership and Board Members.
- A follow-up email was sent if no response was made by Executive Leadership or Board Members.
- A final email was sent to ensure each organization had the opportunity to participate and that all Executive Leadership and Board Members were aware of the opportunity.
- One to three conference calls were then initiated to discuss the study, the direction, data collection, and privacy of data. The level of participation Executive Leaders was able to commit to was also formalized.
- Informal conversations about equity, diversity, and inclusion direction, goals, and baseline metrics were also discussed.
- After completing meetings with the top 10 TSX-listed Canadian Mining Companies, 10 more mining companies on the TSX were also contacted to gauge interest using the same research methodology and connection as detailed above.
Further information on the concepts presented in this whitepaper will be available on the Women In Mining Canada Learning Platform and Building Better Organizations. The full thesis with statistical analysis of the mixed methods research will be presented in the spring of 2022. Further insights, descriptive statistics, and Creating A Belonging-First Culture support will continue to be released in between dates.
- 13 out of 20 TSX-listed Canadian Mining Companies have agreed to participate and have expressed avid interest in a Belonging-First Culture.
- 3508 participants have been included in the quantitative component of the study
- No further participants will be included at this time
- The qualitative component will be based on final quantitative data and will include existing participants
- All participating mining companies will receive an overall belonging score and benchmarking against their participating peers.
- As confidentiality clauses are in place, protecting participating mining companies, each company will only see their benchmarking relative to their rank amongst those participating.
- Due to the responsiveness to this study, it is believed that the mining companies participating are eager to discover new methods to support diverse talent, human capital, and the growth of their industry.