What mining companies in Chile are doing to take care of the workforce

At the beginning of the global health crisis caring for the mining workforce was key to maintaining the operational continuity of the industry, and now that infections have come down, companies and sector associations in Chile are betting on forging better relationships with workers and paying more attention to their wellbeing.

The International Council on Mining and Metals (ICMM) says that although mental health issues are not only present in the mining industry, the extended periods of time living away from home can create an environment in which mental health problems can emerge, and issues such as depression, fatigue and stress increase the risk of work accidents and are associated with a drop in productivity.

BNamericas reviewed what five copper mining companies are doing in this respect and how digital solutions can contribute. 

Antofagasta Minerals

Chile’s Antofagasta Minerals has over 23,000 employees (direct and contractors). According to its latest annual report, “Our mechanisms of engagement with employees include regular site visits by senior management, on-site reviews, work climate surveys and performance evaluations.”

The document highlights that the COVID-19 pandemic has helped to reinforce the company’s ‘People Strategy’ and after examining the longer-term opportunities offered by remote working, they discovered that a more attractive work life balance was possible. 

In June, the miner said that it is mulling a permanent hybrid work model along with opening a digital academy to upskill workers. 

In 2020, Antofagasta spent US$1.2mn on employee training and some of the courses were about inclusive leadership. The firm also provided a 24/7 confidential, psychological support line, as well as a wellbeing support program for employees and their families including sessions with a mental health expert. 

Codelco

The state-owned miner has been standardizing its human resources organization to strengthen teamwork and identifying synergies to improve efficiency, but it has also focused on how the workforce acts. 

According to its annual report, the behavior observation tool has enabled the copper giant to identify risky behaviors, provide timely feedback, and apply corrective actions. In 2020, it made 500,000 observations and detected around 48,000 instances of risky behavior.

Anglo American

In 2020, the London-based miner created the WeCare program to provide information and practical support in physical and mental health as well as community response and better life quality. 

Anglo American employees can ask for mental health assistance through an app, but they can also participate in online events and receive digital materials. 

Last year, they also published a workplace health standard that defines the minimum that needs to be done to effectively manage occupational exposure risk, diseases and injuries as wells as overall wellbeing and mental health. 

Regarding productivity and upskilling of the workforce, during last year the miner worked on the needs for remote/home working transition and launched a technical academy to use immersive technologies and training in sites to improve technical skills and capabilities of its workforce. 

Teck Resources

In 2020, the Canadian firm established health and safety cultural improvement plans in all its operational sites, transforming it into a business performance metric, according to its annual report. 

Next year, the plan is to conduct a new survey on health and safety culture to identify new opportunities. 

Last year, the miner expanded its employee family assistance program for the overall workforce and included mental health. 

Moreover, by 2025, Teck plans to invest Cdn$200mn (US$157mn) in training and skills development programs. In 2020, the amount spent on the subject was Cdn$34mn.

BHP

In 2020, the Australian giant implemented a mental health framework in order to raise awareness of mental wellbeing while increasing workers’ capacity to recognize it and support it, and according to its annual report the plan for 2022 is to address psychosocial hazards in the workplace to offer better support within the workplace. 

A startup helping

"The way companies view their employees and their customers has changed, and those who don’t assume it will be at a disadvantage," BNamericas Nicholas Iakl, CEO of Sumeria, a Chilean startup that creates apps based on emotional scoring using psychometric variables that allow companies to generate a diagnosis of how people are doing, told BNamericas.

Initially used within the finance sector to provide a better approach with debtor clients, these apps could contribute to the goals of labor wellbeing that mining companies pursue.

Sumeria has started talks with companies that provide goods and services to the mining sector.

Photo credit: Codelco