Ontario Mining Review issue 4

MINING Review

Vale marks official opening of the Copper Cliff Complex Mine Project

Metals Creek drills 3.66 g/t gold over 14.66 metres at the Ogden Gold Project

Career ambassadors in a tightening mining labour market

MINING Review

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IN THIS ISSUE

Message from the editor, Shayna Wiwierski – 4

Message from the Ontario Minister of Mines, George Pirie – 6

Career ambassadors in a tightening mining labour market – 7

The longer I live, the less I seem to know – 8

Vale marks official opening of the Copper Cliff Complex Mine Project– 10

Everything is data; every company is a data company – 12

Mining webinar focuses on occupational disease in mining industry – 14

What’s coming up next for Platinex – 16 Mining Matters far and wide – 18 The unspoken barrier – 21 Plan ahead to thrive at working away – 24 Metals Creek drills 3.66 g/t gold over 14.66 metres at the Ogden Gold Project – 26 Adventure Lights (2002) inc.

DEL Communications Inc. is extremely grateful to our advertisers for their support in this publication. We invite you to visit their sites by clicking the companies below.

9 sPC Nickel Corp.

Welcome to the last issue of Ontario Mining Review for 2022! i t has been an eventful year for mining in the province of Ontario, and luckily it shows no signs of slowing down.

For example, this issue features a story about Vale Canada Limited opening its initial phase of its $945-million Copper Cliff Complex s outh Mine Project in s udbury. The groundbreaking was attended by Premier Doug Ford, Mines Minister George Pirie, and various others. Rest assured, it was a star-studded event.

You can also read about Platinex’s two projects, the shining Tree Project in the southern portion of the Abitibi gold belt, and the W2 Project. Platinex has recently undergone some changes, and they’re looking forward to their future.

Thank you for reading the Ontario Mining Review e-newsletter. As always, feel free to reach out to us to share story ideas and/or comments.

Shayna Wiwierski shayna@delcommunications.com

We work with expert partners to seamlessly produce turnkey solutions for our clients.

Through a single contract and point of contact, we can, collectively, put together a full service team to successfully deliver every aspect of a project.

Valard has decades of history building strong partnerships and relationships with diverse communities across the country. Our employees are part of the communities in which they work – supporting sustainability, local businesses and causes, as well as showing respect for project-related concerns and acting on them.

Message from the Ontario Minister of Mines GeorGe pIrIe

Growing up, mining was always a topic at the dinner table. And today, as Ontario’s Minister of Mines, not much has changed. Mining is still at the forefront of my daily conversations with friends, family, and colleagues. Leading the mining portfolio for the Ontario government is a job that i am very honoured to take on, as i know firsthand the importance of the mining industry to this province’s economic future.

Northern Ontario is home to some of the world’s most mineral-rich deposits and has some of the greatest precious metals and critical minerals exploration potential globally. in 2021, there were 18 gold mines, one primary platinum group metals mine, and nine base metal mines operating in Northern Ontario.

i t is no secret that the disruption of global supply chains due to COV iD-19 and the war in ukraine has threatened the security of natural resources such as critical minerals. As countries and companies around the globe race to secure critical mineral supply chains, Ontario is ready to take on the industry’s challenges. This province has what the world needs – the minerals, expertise, and talent to become the foundation of the growing supply chain for critical minerals and clean technology in North America and beyond.

Ontario has the critical minerals needed for a green and sustainable future. Our government understands the urgency to act. With major investments in electric vehicle battery component plants in Windsor and Kingston, mining is crucial to supply these facilities in Ontario with the necessary raw materials to produce clean technologies.

Our government is working to connect our province’s abundant critical minerals deposits in the north with our world-class manufacturing might in the south to build a made-in-Ontario supply chain for innovative technologies.

We know that advancing the mining sector in Ontario starts with the 75,000 people in this province who work in the industry. That’s why, from the start of our mandate, we’ve supported mining and the companies at its foundation.

i was pleased to join Premier Ford in October 2022 at Vale’s official opening of its Copper Cliff Mine s outh e xpansion project in s udbury. Vale’s Copper Cliff Mine is a stellar operation that has an outstanding safety record, the recent investments also show their commitment to sustainability. This milestone is an example of how the best days are ahead for Ontario’s mining sector. Our government is focused on creating the right business conditions to attract investment, optimize competitive advantages, and enable this province’s mining industry to do what it does best.

in November, we launched the Critical Minerals innovation Fund (CMiF). Our government is investing $5 million to support research, development, and commercialization of technologies, processes, and solutions for critical minerals. Applicants can apply for up to $500,000 to cover 50 per cent of project costs. initiatives like this fund are part of the commitments made in Ontario’s Critical Minerals s trategy to help companies tap into new and growing markets and secure our province’s position as a reliable global supplier of responsibly sourced critical minerals. Ontario’s mining industry is rapidly evolving, and our government is supporting this transition by investing in research and development.

i am proud to say that this province is ready to meet the demand for responsibly sourced precious metals and critical minerals, and is well positioned to reap the benefits for all Ontarians. in my role as Minister of Mines, i will continue to work diligently to find ways to support the mining sector so we can deliver prosperity and growth in the north and throughout Ontario.

Career ambassadors in a tightening mining labour market

By the Mining Industry Human Resources Council

Mining is an essential industry in our modern day lives and the key to a safer, greener, and more connected world. Canada’s mining sector produces over 60 minerals and metals that are not only crucial to our way of life today, but to the transition to a clean economy.

Yet Canada’s mining sector is facing a tightening labour market, compounded by an aging workforce, negative youth perceptions of mining careers, and shrinking post-secondary mining programs. Labour market analysis by the Mining industry Human Resources Council (MiHR) shows that the unemployment rate in mining is historically low, with unfilled positions in the sector nearing 10,000 vacancies. Additionally, undergraduate enrollment in mining engineering programs has experienced the largest decline of any post-secondary engineering discipline, with a decrease of 42 per cent from 2014 to 2020. Geological engineering enrollment also decreased by 36 per cent in the same time frame, along with other mining-related programs.

Canada depends on mining and mining depends on its workforce. Canada’s minerals and metals sector must increase its labour pool and talent pipeline to meet the continuously increasing demand for critical mineral and metals needed for a clean economy.

The MiHR is taking action to increase interest in mining careers and transform perceptions of the industry through the National Youth Mining Career Awareness s trategy 2021-2026 and subsequent We Need Mining. Mining Needs You. career awareness campaign.

Aligned with the national strategy, MiHR launched the We Need Mining. Mining Needs You. Career Ambassador Program in partnership with the Canadian institute of Mining, Metallurgy and Petroleum (CiM) in s eptember 2022. The program aims to raise awareness among diverse youth and key influencers about the career opportunities mining offers and the sector’s role in environmental sustainability, social responsibility, and technological innovation. i t connects knowledgeable and enthusiastic Career Ambassadors to youth through in-person and virtual speaking engagements to increase awareness, improve perceptions, and encourage pursuit of careers in mining.

Career Ambassadors volunteer to participate in the program and are

selected based on their knowledge of the sector and their passion and dedication to its innovative and progressive future. They receive benefits such as enhanced profile within MiHR and CiM publications, websites, and social media platforms – and formal recognition on an annual basis in the CiM Magazine.

initiatives like the Career Ambassador Program and industry’s involvement in them are crucial to solving the mining industry’s labour market challenges. Attracting, recruiting, and developing the next generation of workers is vital to mining’s sustainability and growth. i t is imperative that we as an industry work to correct historical perceptions and inform youth of mining’s role in a clean economy and what it means to be part of this rewarding and important workforce.

Join MiHR and CiM in this important initiative to inspire Canada’s next generation of mining workers by signing up to be a Career Ambassador today at MiningNeedsYou.ca.

By Keith Sones, Executive Vice-President, Strategy & Business Development

Or at least it feels that way much of the time. That fancy computer phone in my pocket. How does it work? i have no clue. How does that huge airplane, full of people and luggage, even get off the ground? it looks like it shouldn’t be able to, but it does every time. Does trickledown economics benefit the average citizen? Not sure.

There are, however, a few things i do

know. Being immersed in the world of electrical infrastructure for the past 30-plus years, a few things have become very apparent. ironically, one of the most important lessons i picked up along the way had nothing to do with power, but in fact, resulted from killing some time in a big American city.

i attended a conference about 25 years ago and had a day before the festivities kicked off, so i went for a

drive. i had no particular destination, just sightseeing and checking out the neighbourhoods. After a couple of hours, i found myself in the middle of nowhere, or so it seemed. There was a freeway exit, a fulsome road network, a water tower, and nothing else in sight. ‘Who built this?’ i wondered. ‘Why spend all this money, and there’s no one even close? No houses, no businesses, nothing. What a waste,’ i told myself, then continued on my journey.

A few years later, i worked for a utility with the mandate to get transmission lines and substations sited and approved to build. it felt like someone was fighting me at every turn. “ it’s ugly,” one homeowner told me during a town hall meeting, assembled to discuss the location of a new electrical substation. “Put it somewhere else,” said a small town mayor, referring to the proposed route for a new mid-sized transmission line. “ i know we need the power, but no one wants it near them.” And so it went as i was forced to spend loads of time and effort (and money) trying to satisfy everyone’s demands. it became evident that building something was fairly straightforward, but getting residents, politicians, special interest

groups, and regulators to agree on the route and appearance of the infrastructure was like pushing a boulder up a mountain.

it dawned on me that the planners and developers who built the roads before the homes and businesses inevitably showed up were an intelligent bunch. “Build it, and they will come” must have been their mantra, and while i ’m sure someone opposed it (because someone always will), it was probably a lot easier and faster to get approved than what i had experienced.

The world is on a trajectory to electrify mines, cars, buildings, and many other things. s ociety and governments have pledged that renewable energy will provide an increasing amount of that power,

which means we will need more and more infrastructure to get electricity to where it is required. Valard Construction has been privileged to participate in a series of visionary projects, including the Wataynikaneyap transmission line, designed to reduce fossil fuel use in a substantial number of northern Ontario First Nations communities and the e ast West Tie Line, which will allow more power to flow to northwestern Ontario homes and industries. And we will need a lot more.

it takes a long time to forecast, plan, approve, and construct these facilities, and many voices need to be heard. if you have a project in mind, even if it’s well into the future, speak up now.

Vale marks official opening of the Copper Cliff Complex Mine project V

ale Canada Limited officially opened the initial phase of its CDN$945 million Copper Cliff Complex s outh Mine Project in s udbury.

“This first phase of the Copper Cliff Mine Complex s outh Project enhances our supply of low-carbon nickel and other critical minerals and adds to the long-term sustainability of our s udbury operations,” said Deshnee Naidoo, executive vice-president of Vale’s Base Metals business. “The successful delivery of this project is a major accomplishment for Vale and great news for s udbury and the Province of Ontario.”

The celebratory event was attended by Ontario Premier Doug Ford, Mines Minister George Pirie, s udbury MP Viviane Lapointe, Nickel Belt MP Marc s erré, s udbury MPP Jamie West, Nickel Belt MPP France Gélinas, Greater s udbury Mayor Brian Bigger, as well as local indigenous leaders and officials from united s teelworkers Local 6500.

More than 12 kilometres of tunnels were developed to reunite the south and north shafts of Copper Cliff Mine, creating a new Copper Cliff Mine Complex. The project created 270 new jobs and spanned more than five-million people hours moving over 600,000 tons of rock. Work comprised rehabilitating the south

The celebratory event was attended by Ontario Premier Doug Ford, Mines Minister George Pirie, Sudbury MP Viviane Lapointe, Nickel Belt MP Marc Serré, Sudbury MPP Jamie West, Nickel Belt MPP France Gélinas, Greater Sudbury Mayor Brian Bigger, as well as local Indigenous leaders and officials from United Steelworkers Local 6500.

Ontario Premier Doug Ford at the Copper Cliff Complex South Mine Project Phase 1 opening in Sudbury, Ont.

shaft, expansion for underground ore and waste handling systems, and surface loadout and facilities, as well as the construction of new ventilation systems.

“Today’s announcement demonstrates our government’s commitment to safely extracting the province’s critical minerals and strengthening our homegrown supply chains,” said Ontario Premier Doug Ford. “This mine will create hundreds of new jobs for our skilled workers and be a major boost for the economy of this region. We are thrilled that Vale is deepening its commitment to Ontario and can assure them that there is no better place for investment than right here in s udbury.”

Phase 1 is expected to nearly double ore production at Copper Cliff Mine, adding roughly 10,000 tonnes per year of contained nickel and 13,000 tonnes per year of copper.

“Vale is investing $945 million in this expansion project that will increase Ontario’s supply of low-carbon critical minerals and provide jobs for over 250 people,” said George Pirie, Ontario Minister of Mines. “This is great news for the entire region and another example of how Ontario is a leader in developing the critical minerals we need for innovative technologies like electric vehicles. Our government knows the sector’s best days are ahead and we will continue our strong support for the industry.”

Feasibility studies are currently underway for future development phases of the Copper Cliff Mine Complex, with potential to deliver sustainable and responsibly sourced minerals essential for a low-carbon economy well into the future.

The project created 270 new jobs and spanned more than five-million people hours moving over 600,000 tons of rock.

everything is data; every company is a data company

By Charles Chamirai Nyabeze, VP Business Development and Commercialization, Centre for Excellence in Mining Innovation

From August 30 to s eptember 1, 2022, the MiCA team attended the Digitalization in Mining North America Conference in Toronto (#DMNA22), the event organized by the Mining innovation Network. The Centre for e xcellence in Mining innovation’s Mining innovation Commercialization Accelerator (MiCA) team participated in the roles of moderators, chairperson, and speaker in panel discussions. They moderated a panel on “Digitalization in Mining – Navigating the landscape and glancing at the future”, chaired the session on “Robotics & Automation in Mining Track”, and were a moderator and a member of the panel discussion on “ e xploring how diversity in mining will drive long-term innovation” and on “The importance of strategic partnerships for the regional and global mining industry”.

The conference focused on shaping a better mining industry future through digital transformation that will enable data-driven decision making. The meeting identified that it is people who drive the business; digitally capable

people will form digitally literate organizations, thus developing a digitally competent workforce is vital in laying the foundation for the future of mining. Digitalization will improve productivity but, just as significantly, it will also aid the industry in becoming safer, removing people from harm’s way. Digitalization will allow for the more reliable deployment of labour.

The mining industry will enable digitalization by creating the basic infrastructure necessary to introduce digital tools. Organizations must challenge themselves to measure their ability to support digitization; this requires looking at the organization’s communications and data capacity to enable digital transformation. Further on adopting digitization initiatives, organizations must put sustainment plans for the proposed technology to support the continuity of operations after introducing that solution.

The purpose of daTa

The purpose of data is to 1) run operations, 2) ensure operational compliance, and 3) support decision-making. s ome interesting

facts about data utilization are that 90 per cent of company-collected data is unused, and data-gathering and managing expenses make up to 90 per cent of most companies’ expenditures.

CompeTiTive advanTage

To secure a competitive advantage, companies have to treat data as an asset and ensure the integrity of the bits and bytes that contribute to creating data and actionable information. Organizations must realize that unreliable, unstructured data (a liability) is the first cause of a company’s wrong decisions. Collecting redundant data is just an act of wasting money.

daTa CulTure

Creating a data-driven culture within the context of a digitally literate organization will require an end-to-end optimization that spans the whole value chain.

e asy access through organizationwide data-sharing philosophy and data-sharing specifications will ensure maximum utilization of collected data. This will be made easier by the development

The MICA team moderated a panel on “Digitalization in Mining – Navigating the landscape and glancing at the future” at the Digitalization in Mining North America Conference in Toronto this past summer.

of new data management tools. s ome of these tools will be sitespecific, require custom creation, and connectivity across the entire mining value chain. Digital transformation will create an environment that will encourage diverse and new ways to run mining operations, resulting in new companies and job creation.

Real-time data analysis in a mixed fleet environment allows for time synchronization of operation-wide events, which drives timely insights that would have been impossible without this level of sensor fusion and soft-sensor fusion. Time synchronization also unlocks the actual value of digitalization as correlated events management will unlock value resulting in real-time operational controls.

Digitalization will transform the whole mining value chain to improve the following areas: • s afety •

• environmental/ es G in alignment with the MiCA Network, a key takeaway from this conference was that it takes an ecosystem of vendors to solve the mining industry’s challenges. The commoditization of innovation will accelerate digitalization. i t takes an ecosystem (innovation collective) of trusted vendors to address the mining industry’s challenges.

For more information on the MiCA Network and to learn how to become a member, please visit www.micanetwork.ca.

SPC Nickel Corp. is a Canadian public corporation focused on exploring for Ni-Cu-PGMs within the world class Sudbury Mining Camp. The company is currently exploring its key 100% owned exploration projects Lockerby East and Aer-Kidd both located in the heart of the historic Sudbury Mining Camp. In addition, the company recently acquired over 45,000 hectares covering a considerable proportion of the high prospective Muskox Intrusion, located in Nunavut. Although our focus is on Sudbury, we are an opportunistic company always looking

Mining webinar focuses on occupational disease in mining industry

On October 13, Workplace s afety North (W s N) hosted a joint webinar with the Ministry of Labour, immigration, Training and s kills Development (ML i T s D), titled “Healthy workers in health workplaces initiative – occupational disease”.

“While working in a closed underground environment, miners can be exposed to airborne hazards such as diesel emissions and silica, putting them at higher risk of developing occupational illness,” said Keith Birnie, W s N industrial Hygiene and Ventilation s pecialist, and one of the speakers at the online seminar. “During 2019 consultations, the mining

industry indicated a need to raise awareness of procedures current with workplace hazardous materials information system requirements, and the Mine s afety Review ranked respiratory exposure hazards as one of the top five hazards.”

Between 2008 and 2017, longlatency illnesses – illnesses in which there is a long delay between exposure to a disease-causing agent and the appearance of disease symptoms – accounted for the largest proportion of allowed Workplace s afety and insurance Board (W siB) benefit costs.

s eventy per cent of allowed longlatency illness claims over the past 10 years come from lung cancer, pleural plaques, mesothelioma,

asbestosis, and chronic obstructive pulmonary disease, which are all associated with respiratory exposures. Working in a closed underground environment, miners can be exposed to airborne hazards such as diesel emissions and silica, putting them at higher risk of developing occupational illness.

From October 31 to December 30, 2022, ministry inspectors will be conducting a provincial inspection blitz on hazards associated with air quality and workplace hazardous materials in underground mines.

Presenters Keith Birnie, W s N industrial hygiene and ventilation specialist, will speak about prevention, and s cott s ecord, ML i T s D provincial mining specialist,

will discuss what to expect for the inspection blitz.

in the webinar, participants learned about issues related to occupational diseases in the mining sector, including requirements for air quality in mines and mining plants, pits, and quarries with regards to exposures to dust, silica, diesel particulate matter (DPM), radon, Workplace Hazardous Materials information s ystem (WHMis) for chemicals and reagents at mining workplaces.

inspectors focus on hazards that can cause occupational disease

Between October 31 and December 30, 2022, inspectors will check mining workplaces to ensure employers:

• Follow requirements for air quality in mines and mining plants,

pits, quarries for exposures to dust, silica, diesel emissions in underground mines, chemicals, and re-agents at workplaces

• Dilute or remove contaminants to prevent worker exposure that is above legal limits

• Test for diesel emissions and diesel particulate matter (see the guidelines on testing undiluted exhaust in underground mines and sampling for diesel particulate matter in mines)

• Complete occupational exposure monitoring in areas of known or expected exposures

• Have assessments and control programs in place for designated substances (for example, silica) and dust

• Follow WHMis including proper

labelling and worker education is completed

• Communicate Globally Harmonized s ystem of Classification and Labelling of Chemicals components

Participants are encouraged to ask questions in the webinar using the Q&A box or to pre-submit a question upon registering. Questions and answers will be reviewed at the end of the presentation.

To learn more, visit workplacesafetynorth.ca/events.

Keith Birnie, WSN industrial hygiene and ventilation specialist.

what’s coming up next for platinex

Platinex has recently undergone some changes, and it has plans to become bigger and better than ever.

When current Platinex CeO and director Greg Ferron was the CeO of Treasury Metals, he had sold Platinex a project in Timmins, which was adjacent to their s hining Tree Project, and the Aris Gold’s Juby deposit south of Timmins. As a result, Platinex became the largest shareholder, and Ferron joined their board of directors.

“When i left Treasury Metals, i continued on the board and the founder – a well-known geologist with 55 years of experience in the industry – decided to retire, i became CeO,” Ferron explains.

Over the past couple of years, Platinex has acquired a new copper-

nickel project in the Ring of Fire to capitalize the company, closing financing at $2 million. The company has an all-new board, new technical committee, and a new management team. The company assembled a new technical committee of copper-nickel experts, which is a great complement to the existing technical team members, including founder Jim Trusler.

“Our strategy is to acquire districtscale, large-size properties in prolific mining camps,” Ferron says.

Platinex currently has two projects: the shining Tree Project, located in the southern portion of the Abitibi gold belt between the Cote Gold Deposit and Young Davidson mine. Their gold project is 225 square kilometres. The W2 project, which is their copper-nickel project, is

a similar-looking deposit as the Wyloo’s e agle Nest, albeit with low grades.

Regarding the shining Tree Project, Ferron says he has been consolidating the camp with three acquisitions for the past couple of years and is presently doing a lot of early-stage work on the new ground. i t had been a pastproducing project with small-scale production, but now people are looking for larger resources. After they bought the mine from Alamos Gold, they are presently modelling the past production and 62 holes drilled by Platinex in the Herrick camp to develop a drilling plan. They plan to look at drilling new targets they’ve identified across the project and drill both new targets in the historical production area.

“ e arlier in the year, we ended up buying a district-scale project in the Ring of Fire; $10 million was spent on the project, including work by iNCO, Aurora Platinum, and FNX,” Ferron says, adding the project includes 200 metres of low-grade copper-nickel, including highergrade sections of copper-nickel and a second wide zone of coppernickel cobalt platinum-palladium. “We are making good progress with permitting and working on a longterm basis with local communities to ensure the region benefits from the developments in the camp.”

Ferron adds that he thinks people are starting to realize the importance of electrification and that it is another diversification of energy.

“ i f they move away from traditional

oil and gas-powered cars, the grid will be more in demand to power these batteries,” Ferron says. “They are going to need a lot of copper and nickel and also diversified energy sources to power the grid. Materials

and energy are going to be great areas to be invested, and they’ll see that over the next five to 10 years, especially those located in safe jurisdictions like Canada.”

Mining Matters far and wide

Mining and minerals education looks to the future

Mining Matters reach across Canada, in-person and virtually, over the past six years. Virtual programs commenced in 2020.

Does your neighbour know what a critical mineral is?

Does your child’s teacher? i t would be interesting to know how many people outside the mining and minerals industry are aware that Canada developed a list of 31 minerals considered critical to developing a low-carbon economy, maintaining domestic industry and security, and providing critical minerals to our global partners.

Or know how many understand that Canada’s goal to have all new sales of cars and passenger trucks fully electric by 2035 depends on mineral resources. Mining Matters, a national charitable organization

dedicated to educating young people about e arth sciences, the minerals industry, and their roles in society, spreads the word far and wide.

Founded in 1994 by volunteers who recognized the need to encourage students to explore e arth sciences and related careers, Mining Matters looks to the future. since its inception, the organization has built an extensive array of educational resources designed to

ignite curiosity, providing current information about rocks, minerals, metals, mining, and the diverse career opportunities available in the minerals industry.

Mining Matters staff present those resources across the country—in person before the pandemic, virtually during its worst period, and a bit of both in the last year— tailoring educational materials to specific populations such as individual provinces or indigenous communities. For example, in 2021, customized professional

development workshops were delivered to teachers in s askatchewan, incorporating resources from the s askatchewan Mining Association and including indigenous perspectives.

Over the past year, Mining Matters has reported notable achievements. s taff developed a new workshop for students about critical minerals, emphasizing their importance in building a low-carbon future. A new poster, Critical Connections, is the sixth in the Mining Makes i t Happen poster series that conveys the importance of minerals and metals in everyday lives.

Another new workshop, Robotics

Rocks!, highlights the uses of robotics in the minerals industry, as well as the different career opportunities it creates. Two new virtual escape room experiences take players on exciting quests, looking for clues and solving puzzles while learning about geology. And students get a chance to shine when they submit creative entries to Mining Matters’ annual WHeRe Challenge contest, demonstrating their understanding of the connections between mineral resources and their own lives.

Mining Matters also distributed 1,100 GeMs (Geology, engineering, Mining, s ustainability) kits in the

past year to indigenous youth in 45 communities across Canada. The innovative kits, developed at the beginning of the pandemic and now in their third version, come with instructions, hands-on activities, videos, supplies, and rock and mineral samples. Teachers welcome them as valuable resources to address curriculum expectations and engage their students.

During the 2021–2022 academic year, staff delivered more than 150 virtual and in-person workshops, in both official languages, reaching more than 4,700 students and 200 educators. Overall, through GeMs kits, school programs, and public outreach events, 25,000 students, teachers, and members of the public benefitted from Mining Matters mineral resources education.

Achievements indeed.

Mining Matters doesn’t do all this alone. The organization partners with numerous associations, communities, companies, government departments, and educational institutions. Recent connections include simon Fraser university, the international Minerals innovation institute, the APGO education Foundation, Ontario Tech university, the Government of the Northwest Territories, the Kitikmeot inuit Association, and the Nova s cotia Department of Mineral Resources. Also, generous sponsors and donors support their efforts to educate youth and the public about the importance of mineral resources and career opportunities.

For more information about the variety of resources and opportunities available to engage youth in building mineral literacy through s T eM education, visit MiningMatters.ca.

STEM role models engage students with hands-on experiences.

Photo credit: Bill Braden Photo courtesy of Gold Terra Resource Corp.

Grade 4 students explore the importance of PPE.

The unspoken barrier

By Melissa Ng, MBA, P.Geo, Chief Geologist, McArthur River Operation, Cameco Corporation, Chair, Women in Mining Canada

Women in the Canadian mining industry face a lot of challenges. We are a minority, making up only 14 per cent of the workforce across divisions of the industry (Government of Canada, 2019)*. We face a number of barriers that are unique to women in a male-dominated industry, including gender bias, glass ceilings, and the challenges that come with balancing our careers and motherhood. As we are raising our voices now more than ever, demanding that companies take action,

there is one issue that is rarely spoken about but can be a defining experience for almost all women: the issue of female-to-female aggression and micro-aggressions. Perhaps this is because so much of the conversation around female diversity in mining centres around how women lift each other up, but the reality is that many have a different experience, one where we feel like other women are not, in fact, watching out for each other, or the fear that this will fall on deaf ears. Regardless of the why, this is something that many women in the industry have or are currently dealing with and is something we should be talking openly about.

Recently, i had a discussion with a woman experiencing this aggression from her supervisor. s he and her supervisor were the only women in an 18-person i T department. At first, she believed that her supervisor was being extra challenging as a way of toughening her up, but after months of receiving tough work assignments without positive reinforcement, she began to have doubts. i t wasn’t until she overheard her supervisor talking with a peer that the truth

started to become clear, as she heard her say, “ i don’t know how else i can get her to quit without making it look obvious. i will be dammed if someone so young thinks they can replace me.” What was shocking was this woman had no intention of replacing her supervisor; she did not have the experience to lead the team. Furthermore, she looked up to her as a mentor. This is not the only case i ’ve heard of where jealously was the motivator for this type of aggression, as ageism is a form of discrimination that many people feel. Mature women in the mining industry may be responding to this form of discrimination in their workplace with these jealous acts towards younger women.

Younger women also exhibit aggression and jealous behaviour towards their mature female counterparts. One woman shared the following with me: “ i was excited to give an opportunity to a young female engineer; since i could remember i was always the only female in our department. But since then, i have learned that she talks behind my back. Most of my role is bureaucracy and behind-thescenes work, but she complains to

everyone that it is clear she does more work than i do and does not understand why i am even around. instead of talking to me about what i do, she even went to HR to let them know the department could save a lot of money if they got rid of me.”

There are many reasons why this type of behaviour might be occurring among women of all levels in our industry. Lack of opportunities for growth, career advancement, and leadership opportunities could be leading to an increased sense of competition, women could be mirroring the behaviour they received earlier in the career… there is a lot of work needed to learn the causes. But what i am most interested in discussing is, how do we solve this problem? Many believe the solution is to report this behaviour, but as much as we want to, little is done about it.

Another woman shared, “ i was shocked to learn a whole year later that the same female that i approached HR about was now undermining the work of another female since i left that company.” A similar story is this anecdote: “When i approached the general manager about the bullying behaviour of a group of females towards one woman, i was met with the response that they were just women being women.”

After hearing these statements, it is surprising to know that in one of these cases, a female was approached in HR to report the behaviour and nothing was

done

Recently, I had a discussion with a woman experiencing this aggression from her supervisor. She and her supervisor were the only women in an 18-person IT department. At first, she believed that her supervisor was being extra challenging as a way of toughening her up, but after months of receiving tough work assignments without positive reinforcement, she began to have doubts.

in response. As females in roles of authority, we need to take this issue as seriously as physical aggression and reverse this pattern especially now, in a time when we are generally more open to discussing mental health in the workplace. We need to transition to taking all forms of aggression seriously and deal with them accordingly.

Which brings me back to the central question – how do we deal with it? The first step is to be courageous enough to step forward and raise your voice if you find yourself in this situation. The more we do this, the more open we are, the more it opens the eyes of HR teams and supervisors that these are not single occurrences or isolated

incidents. The other step is to be courageous enough to speak up when you see it, even if it is after the fact. As one woman told me, “During a morning meeting, it was clear to the other women in the room that i was the subject of another women’s snarky remarks. i t was curious to me that the men never picked up on it when it was startling clear to the other women.”

Lastly, those in HR and other supervisory roles reading this article need to be more aware of how prevalent this issue is in our industry. i t does not matter what your gender is, this behaviour should not be tolerated, and while we may be reticent to raise it, given the other many challenges we as

women in the industry face – why raise another? i t is also important to point out that it is predominantly an issue among females and we need to acknowledge it and be okay with that statement. We are sometimes our own worst enemies, and the first step to creating lasting change is to create more awareness and openness on the subject.

*Government of Canada. (2019). Minerals Sector Employment. Retrieved from https://www.nrcan. gc.ca/science-data/science-research/ earth-sciences/earth-sciencesresources/earth-sciences-federalprograms/minerals-sectoremployment/16739

plan ahead to thrive at working away

By the Mining Family Matters team

People tend to start fly-in, fly-out (F iFO) work with a very limited understanding of what F iFO is actually like and what the challenges will be. The benefits of F iFO work include extended time at home to spend with family or invest in hobbies. But common stressors can include:

• isolation and loneliness

• Lack of contact with loved ones and communication difficulties while on site

• s tressors on site, like working in a harsh climate

• e xtra pressure on relationships with your partner, children, family, and friends

• ‘Travel fatigue’ in terms of the logistics of travel requirements

Transitioning into F iFO work will be an adjustment for you as well as your spouse, children, and even your wider social circle. The first few months can be quite tough, and feelings of sadness, loss, and confusion can be common, especially if you haven’t experienced F iFO work before. These feelings tend to settle down once you get into a new routine and establish new ways of staying connected to your loved ones. This doesn’t just happen though, you will need to take an active role in getting your head around this new way of working. Workers and their families who don’t prepare for, and work on

Transitioning into FIFO work will be an adjustment for you as well as your spouse, children, and even your wider social circle.

adjusting to F iFO tend to fare much worse and then have a negative F iFO experience.

hoW To adjusT To fifo every new job involves some level of adjustment, but the extreme differences between F iFO and other styles of work mean that there is often a culture shock for first timers. There will be changes to your work tasks, rosters/shifts, sleep, and exercise patterns. Getting used to camp life will also mean getting your head around being with your workmates almost 24-7, and changing your accommodation and diet.

looking afTer yourself

• Have you ever experienced loneliness when you were away

from home, for example on holiday or away on a work trip? How do you tend to cope?

• Have you experienced periods of depression or anxiety in the past? How did you manage this?

i t’s also important to know what support and resources are available to you and your family in your new job that can help you in coping in tough times. These services are a benefit of your new job – you might as well use them.

Physically, you’ll need to make sure you have a healthy and varied diet, get enough exercise and that you work to adjust to the different sleeping patterns onsite and at home. Have a plan in place to help you adjust from work to home and back again to minimise the disruption to your sleep.

preparing your family

One of the biggest impacts that F iFO work will have on your lifestyle will be on your relationships with your partner, children, family and friends. The cycle of emotion involved in F iFO work (constant entry and exit from the household) can be difficult

for couples. The couples who adjust best are able to focus on a shared goal (life or financial) during the difficult times. Think about:

• Why you chose the F iFO lifestyle in the first place. i f your answer is financial, don’t stop there. Money in and of itself doesn’t mean much. For most people it represents having choice, options, and security. Get specific about the financial and life goals that F iFO work will help you achieve.

• Missing key family events and milestones can be especially tough. Again, having strategies in place to manage this will be important to adjusting well to F iFO work.

• Who will be available to support your partner while you’re away?

• How will you manage missed birthdays, school/sporting events, and special occasions?

Make doubly sure that you and your partner have shared expectations about how the children will be disciplined while you’re away, how much contact and communication to expect, and how you can help

each other ease into and out of R&R. Here are some more tips on how families can adjust to a new F iFO roster.

The most important element of adjusting to F iFO work is preparation and planning. Winging it just isn’t an option, unless you’re looking forward to being miserable at camp, and your partner and children being beside themselves! Take active control of the change and you’ll find that you can really reduce the impact that it will have on you and your family and you can get on with enjoying the F iFO lifestyle.

since 2010, Mining Family Matters has provided professional, practical advice to miners and their families around the world. in Canada, 32page printed guides helping mining families to survive and thrive are available for companies in english and French. For information and further expert advice on careers, mental health, relationships, and parenting, visit the Mining Family Matters website at www.miningfm.com.

Metals Creek drills 3.66 g/t gold over 14.66 metres at the ogden Gold project

Metals Creek Resources Corp. (T sXV: MeK, OTCQB: MCReF, FRA:M1C1) is pleased to announce results for the final six holes of a nine-hole diamond drill program on the Ogden Gold Project in Timmins, Ont. The Ogden Gold Project is a 50/50 joint venture with Newmont Corporation, with the company serving as the operator.

Drilling primarily focused on the Thomas Ogden Zone (TOG) with two peripheral targets also tested (s ee Fig. 1, Ogden DDH Planmap). Drilling at TOG targeted the potential of flat-lying quartz-bearing/siliceous secondary structures, as well as strongly altered conglomerates and felsites. The altered conglomerates and felsites host pyrite +/- arsenopyrite and local free gold mineralization within the lowermost portion of the currently identified TOG fold structure. High-grade gold mineralization within TOG has a strong preferential association with the TOG fold axis, which has a shallow plunge to the east. highlighTs of The drilling inClude: TOG-22-74A returned a downhole intercept (351.40 to

366.06 metres) of 3.66 grammes per ton (g/t) gold (Au) over 14.66 metres, including 4.30 metres (361.76 to 366.06 metres) of 5.13 g/t Au, visible gold was noted in this intercept. This hole (see attached s chematic Cross s ection 1200W Fig. 2) was drilled below hole TOG-21-65A which returned a downhole intercept of 9.20 g/t Au over 4.47 metres (see news release from January 27, 2022) to better define our understanding of potential shallow dipping gold mineralization associated with interpreted secondary cross-cutting mineralized structures. s trong albitization with associated silicification and local fuchsite are within an altered conglomerate. Mineralization consists of finely disseminated pyrite (one to six per cent) with associated arsenopyrite (0.5 to two per cent). Local white quartz carbonate veinlets with associated pyrite is also present. s everal clusters of visible gold are present along quartz-carbonate vein boundaries with associated pyrite mineralization.

TOG-22-70 returned a downhole intercept (357.44 to 360.88 metres) of 1.96 g/t Au over 3.44 metres. A second zone of high-grade gold mineralization was cut,

Fig 2. Schematic Cross Section 1200W.

Fig 1. Ogden DDH Plan map.

Table of resulTs:

Drill Hole Metres From Metres To Total Metres Gold (Grams per Ton) Visible Gold

TOG-22-70 357.44 360.88 3.44 1.96 and 405.48 406.21 0.73 12.70 TOG-22-74A 351.40 366.06 14.66 3.66 yes including 361.76 366.06 4.30 5.13 yes OG22-046 142.24 150.00 7.76 0.35

OG22-047A Ns A OG22-048 Ns A OG22-049 Ns A

returning a downhole intercept of 0.73 metres (405.48 – 406.21 metres) of 12.7 g/t Au. This hole (see attached s chematic Cross s ection 1200W Fig. 2) was drilled to further define mineralization above hole TOG-21-65A. upper mineralization occurred at the contact between altered felsite and conglomerate with associated pyrite and arsenopyrite mineralization. significant quartz veining is present locally. The second zone returning 12.7 g/t Au over 0.73 metres is hosted within a silicified intermediate dike with associated pyrite (four to five per cent) mineralization.

OG22-046 returned a downhole intercept (142.24 to 150.00 metres) of 0.35 g/t Au over 7.76 metres. This hole was drilled to test an s GH soil anomaly east of Thomas Ogden. Altered conglomerate and felsite were intersected with associated pyrite and arsenopyrite. With the presence of strong alteration and stratigraphy similar to that of TOG and associated anomalous gold values, management is highly encouraged with the potential of prospective stratigraphy east of TOG.

Holes OG22-047A, 048 and 049 were drilled west of Thomas Ogden (s ee Fig 1. Ogden DDH Planmap).Drill intercepts are core lengths and true width will be approximately 70 to 80 per cent of drill intercept length.

All data is currently being compiled in preparation for the next drill program.

All split core samples were sent to Activation Laboratories. The precious metals were analyzed utilizing a standard fire assay with an atomic absorption finish. As part of the corporation’s QAQC protocol, approximately 10 per cent of the samples submitted for assay were also sent for check assays. s tandards and blanks were inserted randomly into the sample shipments

as part of the sampling protocol. s amples with fire assay results above 1.0 g/t gold are re-analyzed using a gravimetric finish and samples with fire assay results above 5.0 g/t gold or samples showing visible gold are analyzed using the pulp metallic method.

Michael MacIsaac, P. Geo and VP exploration for the company and a qualified person as defined in National Instrument 43-101, is responsible for this release, and supervised the preparation of the information forming the basis for this release.

abouT meTals Creek resourCes Corp.

Metals Creek Resources Corp. is a junior exploration company incorporated under the laws of the Province of Ontario, is a reporting issuer in Alberta, British Columbia, and Ontario, and has its common shares listed for trading on the e xchange under the symbol “MeK”. Metals Creek has earned a 50 per cent interest in the Ogden Gold Property from Newmont, including the past-producing Naybob Gold mine, located six kilometres south of Timmins, Ont. and has an eight-kilometre strike length of the prolific Porcupine-Destor Fault (P-DF). in addition, Metals Creek has signed an agreement with Newmont, under which Metals Creek can earn a 100 per cent interest in the past-producing Dona Lake Gold Project in the Pickle Lake Mining District of Ontario.

Additional information concerning the company is contained in documents filed by the company with securities regulators, available under its profile at www. sedar.com.

Neither the T sX Venture e xchange nor its regulation services provider (as that term is defined in the policies of the T sX Venture e xchange) accepts responsibility for the adequacy or accuracy of this release.