What are the Opportunities and Challenges for Women in Fly-in-fly-out (FIFO) Mining in Canada? An Exploratory Study

The fly-in-fly-out (FIFO) mining model has significant implications for the industry as it plays an important role in fulfilling the economic, social and workforce needs of the contemporary mining industry. It has increasingly been adopted in countries such as Canada and Australia, but is the current nature of the FIFO model challenging the place women have achieved in the mining workforce? Research in the mining and oil and gas industries reveals that major sources of stress for fly-in-fly-out mining workers are the times of parting and of reunion, the challenges in defining roles within the family, parenting, and conflict between spouses over the use of the leave time and money. So how are women in the industry coping with the FIFO schedules and consequent intermittent relationship with families and partners? How is the mining industry adapting to recruit and maintain female employees in FIFO operations? This paper describes an exploratory study conducted in Canada, which intended to provide some initial insights that might help us answer the questions above. There are several inferences made from this exploratory study. It is clear that FIFO poses significant challenges for both female and male workers. It is largely seen as rigid, extremely challenging for employees with young families and workers who are single mothers, and it is generally incompatible with starting a family and caring for small children. FIFO creates severe stress on relationships and on workers psychological well-being. It seems to be indeed harder for women, since they are often in lower paying positions and therefore have less financial reward for the FIFO lifestyle. On the other hand, FIFO creates the opportunity for young women, including Aboriginal women, to jump-start their careers, as well as opportunities for mature women to work while pursuing other personal interests during their time off. This paper concludes with recommendations to improve the FIFO system in order to increase the ability of mining companies to hire and retain women