A recent figure should catch our attention: 9 out of 10 mining workers They consider changing jobs, despite the fact that a large majority declares that they are satisfied with their salaries and benefits. At first glance it seems like a contradiction. In reality, it reflects a phenomenon that is transforming the mining labor market: today there is strong competition for trained and experienced workers.
A few days ago, at the initiative of Cetemin, representatives of more than 10 companies in the sector met. The diagnosis was practically unanimous: staff turnover has increased unusually. Workers receive offers from other mining companies, find opportunities abroad and, in some cases, are also attracted to informal mining.
The phenomenon has an explanation. Good international metal prices have boosted activity and employment. Peruvian formal mining has reached a historical maximum of 287,537 workers this year. Added to this is the reactivation of exploration and new projects, which will need even more qualified personnel.
But the competition for that talent is no longer just national. Mining countries such as Chile, Canada, Australia and the United States also face significant needs for specialized workers. Peruvian professionals and technicians are appreciated outside the country and have increasing possibilities of migrating to markets that offer good working conditions.
This should be a source of pride. For decades, Peruvian mining has developed very high-level professionals, technicians and specialized workers. Today that talent is recognized internationally. But that recognition also poses a challenge: who will replace those who leave?
The answer cannot be limited to competing between companies for the same workers. We have to quickly expand the base of young people trained to join formal mining.
There is an opportunity here that the country should not waste. Thousands of young people have difficulties accessing formal, stable and well-paid jobs, while mining needs people prepared to work. We have, on the one hand, a demand for talent and, on the other, young people looking for an opportunity. What remains is to build the bridge between the two.
Mining companies should become more directly involved in the training of these young people, including financing programs that develop the skills that the industry really requires. At the same time, we must review the requirement for previous experience for positions in which that experience can be complemented by simulators, virtual reality, 3D viewers and supervised practices in conditions similar to those of real work.
Technical institutes also have an enormous responsibility. They must respond quickly to new market needs, offering short, demanding programs closely linked to companies to meet their worker demands.
The shortage of mining workers does not have to become only a problem. It can be an extraordinary opportunity to train a new generation of Peruvian technicians and offer them formal, well-paid jobs.
The demand already exists. Talent too. What we need is to train that talent before the opportunity slips away from us.
*El Comercio opens its pages to the exchange of ideas and reflections. In this plural framework, the Diario does not necessarily agree with the opinions of the columnists who sign them, although it always respects them.
