Technologies like robotics, artificial intelligence, and digitization are redefining how work is done in Canada’s mining, oil, and gas industries. Together, these industries contribute over 5 per cent of Canada’s GDP1—they are cornerstones of rural employment and global trade.
In partnership with the Future Skills Centre, we are studying how mining, oil, and gas industries adopt technology and what skills they need most.
We’re asking three core questions:
- How are mining, oil, and gas companies adopting emerging technologies, and what’s getting in their way?
- What skills are most needed, and where are the biggest gaps?
- What economic, demographic, and institutional trends are affecting the workforce?
Chart 1
Staffing plan to implement technologies (total, all enterprises)
(per cent)
Sources: Statistics Canada; The Conference Board of Canada.
The mining, oil, and gas industries face substantial challenges. According to Statistics Canada,2 more than 70 per cent of firms in these industries had no plans to hire or train existing staff in 2022. (See Chart 1.)
A 2020 EY study found that technologies such as robotic process automation, artificial intelligence, natural language processing, and machine learning could lead to a 30 per cent reduction in the oil and gas workforce and automate 50 per cent of job functions in the upstream sector by 2040.3
In 2024, more than 20 per cent of the mining workforce was over the age of 55, with many workers approaching retirement.4 Around the same time, enrolment and graduation rates in mining-related education programs have declined, with a 50 per cent drop from 2014 to 2022.5 These twin trends—high exit rates and declining talent entry—could leave the industry facing up to 80,000 unfilled jobs by 2030, according to the Mining Industry Human Resources Council.6
Given the central role of these sectors and growing global demand for responsibly mined resources and clean energy, there is an urgent need to modernize training pathways, attract more diverse talent, and reshape public perceptions of these key industries.
To answer our key research questions, we will use:
- A job market data analysis to track real-time changes in job postings and skill demands using our High-Frequency Labour Market Data platform (formerly Vicinity Jobs).
- A survey of industry representatives to capture industry perspectives on the adoption of emerging technologies, workforce readiness, and future skills needs.
- In-depth interviews to hear from HR leaders, industry stakeholders, and post-secondary professionals and identify the most urgent workforce challenges and opportunities.
Get involved
To learn more about this research or to participate in an interview, please contact James Lannigan, PhD, Research Associate, Innovation and Technology.
This research was prepared with financial support provided through the Government of Canada’s Future Skills Program.
- Statistics Canada, Table: 36-10-0434-06 “Gross domestic product (GDP) at basic prices, by industry, annual average, industry detail (x 1,000,000),” accessed August 5, 2025.
- Statistics Canada, Table: 27-10-0381-01 “Staffing plan to implement technologies, by industry and enterprise size,” accessed August 1, 2025.
- Lance Mortlock, “Rethinking the Oil and Gas Workforce in 2040,” EY Canada, 2020.
- Danny Parysl, “Rebranding mining is necessary,” Canadian Mining Journal, March 20, 2024.
- Don Duval, “Pay attention: The world of mining is changing,” Canadian Mining Journal, May 28, 2025.
- Mining Industry Human Resources Council, “Mining in Canada,” accessed September 2, 2025.
FSC partners
The responsibility for the findings and conclusions of this research rests entirely with The Conference Board of Canada.