Housing insecurity and the mining industry

Homelessness remains a major issue in Western Australia, yet the mining industry has the potential to tackle this challenge while also addressing its skilled labour shortage.

By providing employment opportunities to individuals experiencing homelessness, the sector can help rebuild lives, fostering a stronger and more inclusive community.

Equally critical to offering jobs is the implementation of comprehensive support systems and educational programs, which include equipping employees with financial literacy skills.

A personal journey

Mining consultant Jim Ramsay, who has four decades of experience, established B2B Mining 101 to create opportunities within the sector for people facing housing instability.

His journey is deeply personal; having been homeless at 14 years old, Mr Ramsay understands the transformative power of being given a chance in mining.

After living in creek beds and knocking on doors for employment, he found a working home at Comet Gold Mine.

Over the years, Mr Ramsay has gained extensive experience in open-cut mining services, heavy equipment, project performance, process improvement and cost management across the gold and iron ore sectors.

“I established my own mine service business because I saw the relationship between contractors and clients deteriorating,” he said.

“The industry was becoming less open and transparent, and ownership and empowerment within the workforce were disappearing.

“These are crucial for ensuring people are helped to stay safe.”

Mr Ramsay said B2B Mining 101 was on the brink of securing its own mining contract, with roles ranging from earthmoving machine operators to administrative positions.

Despite being a new initiative, he has already seen success stories.

“One which comes to mind was a water cart trainee who was just so excited to be given a chance,” Mr Ramsay said.

“He mentioned to me that, for the first time, he could take his children out and buy them shoes.

“It made him feel he had a purpose.”

To support these employees, B2B Mining 101 has a health, safety and environment officer who is also a nurse.

“It is just so important to give back,” Mr Ramsay said. “My life could have taken a very different turn if I wasn’t given a chance in mining.”

Pathways to career advancement

PGS Industries Work, Health and Safety Manager Philippa Milne said the mining industry offered pathways to higher vocational skills and qualifications, which could lead to excellent career advancements.

“For example, electrical apprenticeships can pave the way for future opportunities,” she said.

“Most of these opportunities are in WA’s Pilbara or Goldfields-Esperance regions.”

Dr Milne said fly-in, fly-out workers were provided onsite accommodation and only needed to pay for accommodation during their rest and relaxation period or off-swing.

“During rest and relaxation, many stay with family or friends while others opt to rent a room at a shared house,” she said.

“Getting into the mining industry can be challenging due to competition, but once you’re in, there are many opportunities to change roles and companies if you are seeking advancement.”

Addressing financial and mental health challenges

To address financial mismanagement, Dr Milne suggested education about gambling addiction and the option for workers to have their wages paid into two different bank accounts, promoting savings and limiting wage spending by family members.

Dr Milne also stressed the importance of addressing mental health challenges, such as stress, burnout, anxiety disorders, family issues, depression and substance misuse, through organisational strategies and support systems.

“These challenges are intensified by high-compression rosters – for example, working more than two weeks away – and long work hours, which are typical in the mining industry,” she said.

“In addition, workers from disadvantaged backgrounds may have less social and practical support, such as childcare, and may face more perceived or real obligations.”

To mitigate these issues, Dr Milne advocated for risk assessment analyses, mandatory health check-ups to assess sleep problems, substance misuse and symptoms of mental health problems, as well as efforts to destigmatise mental health problems.

“The new Work Health and Safety Act protects workers from psychosocial hazards at work,” she said.

“Companies have a greater level of responsibility for worker wellbeing than ever before."

“As substance misuse is linked with work-related suicide, levels of alcohol consumption in FIFO accommodation camps may be an area of leverage for companies, yet care should be taken to balance employee’s personal freedoms, particularly because lack of personal control is also linked to FIFO employee stress.

“Additionally, appropriate mental health evacuation procedures, peer support and buddy systems create tailored services to suit the range of needs among the FIFO workforce, while suitable follow-up with employees after a critical incident, comprehensive return to work strategies, and improved policies, practices and procedures regarding mental health, are considered beneficial.”

For employees feeling stuck in high-income but stressful industries, Dr Milne recommended joining a mentoring program, enrolling in additional qualifications and seeking exposure to other career opportunities.

“Companies may consider extra incentives such as offering employees job relocation or shares in productivity,” she said.

“Managers of ‘stuck’ employees should consider factors other than income that may motivate them, including values, job security, safety, feelings of pride, acknowledgment and job satisfaction.”