A Long Road to Gender Equity in Mining: Initiatives Promote Industry-Wide Culture Changes, But Barriers Remain Kylie Williams
depar tment s 4 President’s Viewpoint Self-Regulation and Maintaining Public Trust 7 Letters 17 APEGBC Continuing Professional Development 29 Removals 30 Professional Services 33 Membership 34 Classifieds 34 Display Advertisers Index 35 Community My Ideas Make a Difference: National Engineering and Geoscience Month; Foundation Scholarship Applications Sought; Science Games 2017: Engaging Tomorrow's Engineers and Geoscientists Today 37 Registration Council Approves Registration Hearings Policy and Procedure; Notice of Registration Hearing Decision: Applicant “A”; Pilot Helps Member-in-Training Mentees Navigate the Registration Process 38 Discipline Disciplinary Notice: Johannes Bluemink, P.Eng., Prince George, BC; By the Numbers: Investigation and Discipline Files 18 The Critical Coal–Steel Connection: BC Coal Helps Industry Meet the World’s Demand for Steel Melanie Mackay, P.Geo. 23 Geohazards Uncovered: Members Identify Terrain and Flood Risks to Resource Development 25 What Is Down There? And Whose Fault Is It? Managing Risk Associated with Geotechnical Results Gregory Miller, P.Eng., LLB news 8 Association Notes Modern, Streamlined and Relevant: APEGBC Rebrand Reflects Our Progressive, Diverse Professions; Options to Reach Out to Recruit Members; Working with Government: Proactive Regulation in a Changing Environment; Nominate a Colleague for an APEGBC Award; Ceremony Celebrates New and Life Members, Fellows; New Professional Practice Associate Director Appointed; BC Amends Building Act General Regulation ; APEGBC Develops Performance-Based Seismic Design Guidelines for Bridges; Council Report
ON THE COVER: Drilling for coking coal located at greater depth, Huguenot Property, 2011. Most coal mined in BC is used to make steel, which is critical to today’s economy and way of life. P hoto : C olonial C oal i nternational C orP ., C ory b ialeCki , PhotoGraPher
Emily O'Hara, P.Eng. (s hown here in a Previous role as an environmental enGineer at n ew G old ) is one of the increasing numbers of women working in BC’s mining industry. She currently works as a senior water resource engineer for Teck Resources Ltd.
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We have all experienced something like this at work, at school and even at home. Your boss, professor or even partner asks you about a project you’ve been working on. You share the requested information and your thoughts. Then, a few days later, those other individuals in positions of authority decide on a course of action, based on the information you provided, that affects the project’s direction and scope. The same applies at APEGBC. Under the Engineers and Geoscientists Act , the Province of BC delegates the privilege of self- regulation to us; however, the Province remains the final decision- maker on matters of our self-regulation and self-governance, and we must always answer to it. As Premier Christy Clark said last summer, professional self-regulation must be continually earned— it is “granted on behalf of the public by government to professions that say they can do the job and prove they can do the job.” She defined “the job” when she said “the point of self-regulation is to protect the public.” Every time we demonstrate we are doing “the job,” APEGBC and its engineers, geoscientists and licensees build trust with the public and the Province. As we saw with the real estate industry last year and with teachers and private colleges in 2012, if at any time the Province determines a profession has let the public down, it can pull the plug on self-regulation. The Province can also change the scope of self-regulation at will, by creating, amending and enacting legislation. Although APEGBC Council can advise, recommend and request changes to its governing legislation—just as any member of APEGBC or the public can—our influence on what the Province chooses to do remains only that: influence. The APEGBC Council’s role in this landscape of expectation and responsibility is to maintain APEGBC’s role as a trusted partner of the Province, the public and you, our professionals, in keeping the public safe and upholding its interest. Because our association regulates and governs the engineering and geoscience professions in BC, Council’s first duty is to protect the public. In so doing, we prove that the trust the public and Province place in our long-standing, honourable professions remains warranted. To this end, I, the other Council members and APEGBC’s leadership team have been sharing information at branch meetings across the province about BC’s regulatory climate, current challenges, and the association’s regulatory responsibilities. We’re looking to increase member awareness and active engagement in our public protection role, and seek your views and input to better guide the decisions we must make in the public interest through the coming months and years. Your input also helps us align those decisions with the realities and challenges you face and work with every day in these fast-moving, quickly changing times. By showing APEGBC always puts public interest first, we cultivate the Province’s and public’s trust. The more we demonstrate we do this at every level of our professions, the more trust our professions earn. In the end, by cultivating this trust, we increase our potential to influence our professions’ future.
Association of Professional Engineers and Geoscientists of BC Suite 200 - 4010 Regent Street, Burnaby, BC Canada V5C 6N2 Tel: 604.430.8035 Fax: 604.430.8085 Email: firstname.lastname@example.org Internet: apeg.bc.ca Toll free: 1.888.430.8035 APEGBC COUNCIL 2016/2017 P resident b ob s tewart , P.e nG . v iCe -P resident d r . e d C asas , P.e nG . i mmediate P ast P resident d r . m iChael w rinCh , P.e nG ., feC, fGC (h on .) COUNCILLORS C.J.A. Andrewes, P.Eng.; S. Cheema, CA, CPA R. Farbridge, P.Eng.; C. Hall, P.Eng./P.Geo. S. Hayes, P.Eng.; K. Laloge, CPA, CA, TEP; S. Martin, P.Eng. C. Moser, P.Eng.; R.B. Nanson, P.Eng. S.R. Rettie, P.Eng., FEC; L. Spence, P.Eng. K.Tarnai-Lokhorst, P.Eng., FEC; J. Turner, P.Ag. (ret); D. Wells, JD ASSOCIATION STAFF A.J. English, P.Eng. C hief e XeCutive o ffiCer and r eGistrar T.M.Y. Chong, P.Eng. C hief r eGulatory o ffiCer and d ePuty r eGistrar J.Y. Sinclair C hief o PeratinG o ffiCer M.L. Archibald d ireCtor , C ommuniCations and s takeholder e nGaGement J. Cho, CGA d ireCtor , f inanCe and a dministration D. Gamble d ireCtor , i nformation s ystems P.R. Mitchell, P.Eng. d ireCtor , P rofessional P raCtiCe , s tandards and d eveloPment D. Olychick d ireCtor , m ember s erviCes G.M. Pichler, P.Eng. d ireCtor , r eGistration
Self-Regulation and Maintaining Public Trust
Bob Stewart, P.Eng. President
E. Swartz, LLB d ireCtor , l eGislation , e thiCs and C omPlianCe V. Lai, CGA a ssoCiate d ireCtor , f inanCe and a dministration M.A. Rigolo P.Eng., a ssoCiate d ireCtor , e nGineerinG a dmissions m oniQue k eiran , m anaGinG e ditor
APEGBC EDITORIAL BOARD J. Bracho, P.Eng.; E.A. Brown, P.Eng.; K.C. Chan, P.Eng., CPA; S. Chiu, P.Eng.; T. George, P.Eng.; H. Ghalibafian, P.Eng. G. Grill, P.Eng.; R. Gupta, P.Eng.; M.A. Klippenstein, P.Eng.; R. Ord, P.Eng.; A.M. Westin, GIT; M.J. Zieleman, EIT
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Innovation is published six times a year by the Association of Professional Engineers and Geoscientists of British Columbia. As the official publication of the association, Innovation is circulated to members of the engineering and geoscience professions, architects, contractors and industry executives. The views expressed in any article contained herein do not necessarily represent the views or opinions of the Council or membership of this association. Submission Guidelines: Innovation encourages unsolicited articles and photos. By submitting material to Innovation , you grant APEGBC a royalty-free, worldwide licence to publish the material; and you warrant that you have the authority to grant such rights and have obtained waivers of all associated moral rights. Innovation reserves the right to edit material for length, clarity and conformity with our editorial guidelines (apeg.bc.ca/innovation-editorial) and is under no obligation to publish any or all submissions or any portion thereof, including credits. All material is copyright. Please contact the Managing Editor for reprint permission.
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In Memory of Bernard Anthony Heskin, P.Eng., FEC
Submit letters up to 300 words to firstname.lastname@example.org. Letters can be submitted at any time and are published as space is available. Opinions expressed are those of the authors, not necessarily of APEGBC. Find more information at apeg.bc.ca/Submitting-to-Innovation.
With great sadness, I wish to let BC’s engineering community know of the passing Bernard Anthony Heskin, P.Eng., FEC, on December 17, 2016, at the age of 82. Born in Vancouver in 1934, Bernie grew up in Dunbar and later Selma Park (Sechelt). He was a member of the first graduating class of Elphinstone High School, after which he attended the University of British Columbia and graduated in 1958 as a civil engineer. His professional career was spent with the federal government, first with the Department of Fisheries. Later, he joined the newly formed Department of the Environment, serving for many years as the regional director of Environmental Protection Services for BC and the Yukon. In 2009, he was made a Fellow of Engineers Canada for his contributions to the profession. He will be sorely missed. —Marie Heskin Half Moon Bay, BC Mission: Innovation As APEGBC’s official publication, Innovation aims to publish information that is of interest and relevance to the professions, is balanced, objective and impartial, affects the conduct of members, and showcases innovative engineering and geoscience work of members. A secondary aim is to provide a forum for the exchange of views among APEGBC members through the publication of letters to the editor.
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Modern, Streamlined and Relevant APEGBC Rebrand Reflects Our Progressive, Diverse Professions At APEGBC, we’re refocusing the way we talk about ourselves and how we represent the organization. We’re well underway in renewing and modernizing our association’s brand (See page 8, September/October 2014), as directed in our 2014–2017 Strategic Plan, and, in the coming months, we will be rolling out more than just a new look and logo. The renewed brand reflects BC’s progressive, diverse engineering and geoscience professions. Streamlined and focused, it will allow us to better support and promote the professions in the 21 st century, as well as to highlight our central role as a regulator in protecting the public. Why Are We Doing This? A brand signals what an organization stands for and what it does through values and ideas represented by its communications, visuals and conduct. Over the years, APEGBC and the professions have experienced significant change—the inclusion of geoscientists, increased participation of women in the workforce, a more ethnically diverse membership, and the blurring of protected areas of practice in the high-tech sector. To deliver on our strategic objectives, a brand that represents BC engineers and geoscientists in the 21 st century is needed. Our 2014–2017 Strategic Plan directs us to showcase our relevance and raise our profile through increased public engagement that demonstrates the value of professional engineers and geoscientists and APEGBC to society— through contributions to public safety, innovation and discovery, and evidence-based decision making. However, our old brand—renewed just once some 20 years ago—no longer provides the relevancy and currency we need to leverage what we stand for through the coming decades. What Have We Done to Date? We started consulting with members in 2014 and heard diverse perspectives and feedback from across BC. We conducted surveys, focus groups, a public poll and interviews with members and other stakeholders, and used the collected data to better define APEGBC as a brand and represent what makes the P.Eng. and P.Geo. designations Options to Reach Out to Recruit Members APEGBC offers options for employers to reach out and recruit professional engineers and geoscientists with job postings on our website. Options include posting an online listing, as well as the option to be featured in an email to approximately 25,000 APEGBC members. Job postings cost $350 plus GST, and each ad remains online for eight
valuable, important and highly regarded. Your feedback helped us map out what we need to do to build a strong brand that will resonate with members for years to come. We’ve been applying what we’ve learned to develop, design and create a brand identity that includes how we communicate our brand through key messages and actions. The final phase will involve rolling out and applying the brand. When Will the New Brand Become Effective? We will introduce the new brand later this summer. Roll-out will occur in stages, with a transition period during which elements of both the older and renewed branding will coincide. What Can We Expect to See? Expect a clean, modern look and feel, a streamlined identity, and new visual elements that include a redesigned logo. The identity will be applied with consistency and focused key messages across association communications and programs. What Does This Mean for Members and Stakeholders? For the rebrand to be successful, we need your help. In the coming months, we will be connecting with you and other stakeholders to share more information and advise you of coming changes and opportunities. We will provide partners and members who use the brand logo in their communications (e.g., OQM-certified firms, Accredited Employer Member-in-Training Program participants) with instructions on how to apply the brand and adhere to the brand standards. When we launch the brand, some things will change immediately—our website, the look and feel of our email, our letterhead, and so on. But we recognize that some changes can’t happen overnight. We know some partners may need time to make adjustments—and that’s okay. We’re planning a transition period so that the rollout can happen in a way that works for everyone. Watch for updates in coming issues of Innovation , our newsletter, and direct member emails. Read our 2014 article on rebranding at www.digitalityworks.com/Viewers/ViewIssueaspx?IssueID=123& PageNo=8. For more information, contact APEGBCMarketing Specialist Maria-Carmen Kelly, at email@example.com or 604.639.8179.
weeks. The feature email is an add-on service, and costs an additional $90 plus GST. To post an online ad today, visit apeg.bc.ca/careerlistings. Options to advertise recruitment opportunities in both Innovation magazine and APEGBC’s career website also exist. Contact firstname.lastname@example.org for more information.
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Working with Government: Proactive Regulation in a Changing Environment
C lockwise from left : 1) APEGBC President Bob Stewart, P.Eng., APEGBC CEO and Registrar Ann English, P.Eng., and the Hon. Andrew Wilkinson, Minster of Advanced Education and MLA, Vancouver–Quilchena; 2) APEGBC councillor Susan Hayes, P.Eng., Katrine Conroy, MLA, Kootenay West, and Nicholas Simons, MLA, Powell River; 3) Rob Fleming, MLA, Victoria–Swan Lake; 4) Hon. Susan Anton, Q.C., Attorney General and Minister of Justice, and MLA, Vancouver–Fraserview, with APEGBC President Bob Stewart, P.Eng.; 5) APEGBC’s
Director of Professional Practice, Standards and Development Peter Mitchell, P.Eng., Chief Regulatory Officer and Deputy Registrar Tony Chong, P.Eng., with Hon. Amrik Virk, Minister of Technology, Innovation, and Citizens’ Services, and MLA, Surrey–Tynehead. P hotos , R oop J awl
On March 6 and 7, APEGBC hosted receptions with the BC Government Caucus and the BC Official Opposition Caucus in Victoria, BC. The purpose was to provide an informal forum where Council and senior staff could interact with ministers and MLAs to share the ways we protect the public interest by setting and enforcing high standards of professional practice. APEGBC’s CEO and Registrar Ann English, P.Eng., addressed the evolving regulatory
landscape and how APEGBC is being proactive in engaging members and meeting the demands of public safety. Hon. Andrew Wilkinson, Minister of Advanced Education, brought greetings on behalf of the BC Government at the evening reception. The event was attended by 26 caucus members, including 10 ministers and APEGBC member Dr. Ralph Sultan, P.Eng., MLA, West Vancouver–Capilano.
Rob Fleming, MLA, Victoria–Swan Lake and Advanced Education critic brought greetings on behalf of the BC Official Opposition Caucus at the March 7 breakfast reception. Eleven caucus members attended and were eager to discuss topics, including attracting more women to the professions and improving the recognition of foreign credentials.
APEGBC’s Mentor of the Year Award recognizes excellence among mentors in BC’s engineering and geoscience community. Nominees must be mentors in the APEGBC Mentoring Program. The Forest Engineering Award of Excellence, sponsored jointly by APEGBC and the Association of BC Forest Professionals (ABCFP), recognizes excellence and promotes cooperation and leadership in forest engineering in the broadest sense. Nominations are accepted throughout the year. For criteria and nomination procedures, visit apeg.bc.ca/For- Members/Awards.
Nominate a Colleague for an APEGBC Award Nominations are being accepted for APEGBC’s President’s Awards and Mentor of the Year Award until April 14, 2017 . The APEGBC President’s Awards recognize the exemplary and outstanding professional, technical and community contributions of APEGBC members and allow the association to showcase the professions. The President’s Awards include five categories of achievement and two awards for exemplary career-long contributions to the engineering and geoscience professions.
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Ceremony Celebrates New and Life Members, Fellows APEGBC CEO and Chief Registrar Ann English welcomed almost 100 new members and licensees at the February 21 APEGBC Induction Ceremony. In addition, 14 new APEGBC life members received their gold foils, and 12 recent BC recipients of Engineers Canada fellowships were recognized. APEGBC hosts induction ceremonies three times each year.
Fellowship recipient Mukesh Nagpal, P.Eng., who also received APEGBC’s 2016 R.A. McLachlan Memorial Award, with APEGBC CEO and Registrar Ann English, P.Eng.
New Professional Practice Associate Director Appointed APEGBC has appointed Lindsay Steele, P.Geo., to the role of Associate Director, Professional Practice. As a professional geoscientist, Steele is a passionate advocate of good professional practice for geoscientists in BC and has developed a high level of understanding when it comes to supporting the practice of professional engineering in a wide variety of fields. Her industry background as project geologist and general manager of geotechnical services for a mineral exploration company, as well as a junior mine geologist for the Rabbit Lake uranium mine in Saskatchewan, allows her to call upon solid practical experience when supporting APEGBC members and licensees in their professional practice. Since joining the association as a practice advisor in 2015, Steele has achieved certification as an ISO 9001:Lead Auditor, which has enabled her to take on a primary role in audits and
training carried out under APEGBC’s Organizational Quality Management (OQM) Program. APEGBC supports members, licensees, governments at all levels, OQM companies, the public and other stakeholders as they deliver on the highest standards of professional and ethical behaviour, and engineering and geoscience best practices. In her new role, Steele manages development of APEGBC’s professional practice and quality management guidelines, practice advice services, and OQM Program, as well as oversees APEGBC’s professional practice committees and working groups.
Lindsay Steele, P.Geo., APEGBC's new Associate Director, Professional Practice
BC Amends Building Act General Regulation The Province of BC has amended the Building Act General Regulation to include additional items to the unrestricted matters list. Unrestricted matters are matters
1. Unrestricted over the Longer Term a. Protection of Heritage Properties 2. Temporarily Unrestricted a. Firefighting Water Supply (Fire-Flow Demand) b. Flood Construction Level Requirements 3. Temporarily Unrestricted with Time Limitations a. Fire Sprinklers and Fire Sprinkler Systems
regulated in the BC Building Code (or other provincial building regulations) for which local governments retain authority to set their own technical building requirements in bylaws. Under section 5 of the Building Act , if a matter is regulated in a provincial building regulation, any requirements for that matter established
b. Accessibility of a Building c. Adaptable Dwelling Units
Items 3a, 3b and 3c are temporarily unrestricted only if the bylaw(s) specifying the technical building requirement(s) for the matter is enacted on or before December 15, 2017, and is not amended after that date as it relates to the matter. Information about these changes is available at www.gov.bc.ca/ buildingact.
in local government bylaws will be of no legal force after a two- year transition period ending December 15, 2017, unless the requirements concern unrestricted matters. The Building Act General Regulation came into force in June 2016 with an initial list of unrestricted matters. The amendment adds the following items to that list:
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APEGBC Develops Performance-Based Seismic Design Guidelines for Bridges APEGBC is developing professional practice guidelines on performance-based seismic design of
and skillsets of the various participants and stakeholders involved in such work. With work already underway, the guidelines are expected to be completed by the end of 2017. The BC Ministry of Transportation and Infrastructure has provided funding support for this project. APEGBC works to proactively address practice issues by establishing shared expectations regarding professional services for specific areas of engineering and geoscience. This is accomplished through the development of guidelines, which help to clarify and define standards of practice. Find more information on APEGBC guidelines at apeg.bc.ca/ guidelines or by contacting APEGBC Associate Director, Professional Practice Lindsay Steele, P.Geo.
bridges. The guidelines are intended to provide guidance and information suitable for the consistent
and appropriate application of the performance-based seismic bridge design requirements in the new S6-14 Canadian Highway Bridge Design Code (S6-14) . The guidelines will establish the standard of care that APEGBC members should follow when carrying out this activity and will outline the roles, responsibilities
counc i l repor t
APEGBC’s Council of elected members and government representatives meets throughout the year to conduct the business of association governance. Council open agenda packages, minutes of the open sessions and previous Council meeting summaries can be viewed at: apeg.bc.ca/About/Our-Team/Council/Council-Schedule-Minutes.
FEBRUARY 10, 2017 Flood Mapping Guidelines Approved for Editorial and Legal Review Council approved the APEGBC Professional Practice Guidelines – Flood Mapping in BC for final editorial and legal review. These guidelines will support the development of flood maps in a consistent manner throughout the province. Publication of the guidelines will occur once editorial and legal review has been completed. Geoscientists Canada Update Council received a report from Geoscientists Canada on that organization’s January 2017 director’s meeting. At the meeting, which took place at the APEGBC office in Burnaby, various topics were discussed including renaming the Canadian Geoscience Standards Board (CGSB) to the Canadian Geoscience Standards Council, as well as discussion on an expansion of the Awards Committee. Brand Development Update Council received an update on the status of the branding initiative and the next steps involved in the strategic approach to the roll out of the new brand (See page 8 for more information).
Registration Admissions Report APEGBC Council received a report on the admissions for the association for the 2016 calendar year. Highlights include an update on the Accredited Employer Member-in-Training Program, number of internationally educated applicants, and Council received an update on APEGBC’s progress on the 2014–2017 Strategic Plan and key performance indicators. National Competency-Based Assessment Project Update Council received an update on the National Competency-Based Assessment Project. Other provincial and territorial regulators have indicated their approval of using APEGBC’s competency-based assessment system as the model for a national system and have expressed interest in participating in a pilot program. Revised Election Policy Approved Council has approved a revised Election Policy for the 2017/2018 Council Election. The policy was approved with an amendment to Item 21, which now allows for an external web link to be included only in the designated section of the candidate statement form. process for refugee applicants. 2017 Strategic Plan Update
guidelines that the association created to support volunteer engagement. These guidelines include policies regarding confidentiality, conflict of interest, bullying, engaging in political activities and interactions with the media. The guidelines are scheduled to be released in May 2017. APEGBC Diversity Initiatives Update Council received an update on APEGBC’s progress towards the recommendations recommendations relate to recruitment and retention. Of the 18 recommendations, two are complete, one was discontinued, and one is in progress. The remaining 14 recommendations remain ongoing. Investigation and Discipline Committees Files Update Council received an update on the activities of the Investigation and Discipline committees for the period November 1–December 31, 2016. During that reporting period, 12 investigation files were opened and 1 discipline file was closed. At the end of that reporting period, 6 discipline files remained open (See page 38). from the Women in Engineering and Geoscience Task Force. The
Volunteer Guidelines Approved Council has approved the volunteer
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Terms of Reference Approved for the Nomination and Election Review Task Force Council has approved the terms of reference for a task force to review APEGBC’s nomination and election processes. This task force will review and evaluate APEGBC’s nomination
APPOINTMENTS Council approved the following appointments to APEGBC committees, boards and task forces. APEGBC Editorial Board Matt Zieleman, EIT ABCFP/APEGBC Joint Board Bill Grainger, P.Geo., Eng.L. Audit Committee Suky Cheema, CPA, CA Building Codes Committee Jason Watt, P.Eng. Building Enclosure Committee Patrick Shek, P.Eng., FEC Sean Liaw, P.Eng., FEC Leslie Peer, P.Eng., FEC Climate Change Advisory Committee Dr. Brian Menounos, P.Geo. Glen Shkurhan, P.Eng. Glen Parker, P.Eng. Consulting Practice Committee Gordon McDonald, P.Eng. CPD Committee Hamid Ghanbari, P.Eng. Mark Adams, P.Eng. Discipline Committee Paul Adams, P.Eng., FEC Fairness Panel John Watson, P.Eng., FEC, FGC (Hon.) Foundation Nominating Committee David Wells, JD Suky Cheema, CPA, CA Investigation Committee Randal Cullen, P.Geo. Edwin Harrington, P.Eng. Peter Helland, P.Eng. Richard Herfst, P.Eng., Struct.Eng. Henrik Kristiansen, P.Eng. Daniel Kunimoto, P.Eng. Professional Practice Committee David Wells, JD Sustainability Committee Rajib Ahsan, P.Eng. Edward Bird, P.Eng. Peter Bobrowsky, P.Geo. Neil Cumming, P.Eng. Bruce Nicholson, P.Eng. Roz Nielsen, P.Eng. Ronald Yaworsky, P.Eng.
and election processes, the nomination and election processes of other organizations, and deliver recommendations to Council on whether APEGBC should pursue any changes. v
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Initiatives Promote Industry-Wide Culture Changes, But Barriers Remain
Women remain under-represented in BC's mining industry. When Nicole Anderson worked at the Ajax Project, near Kamloops, BC, she benefited from encouragement offered by her female predecessor. Anderson now works as an environmental coordinator at KGHM International.
When Canadian Prime Minister Justin Trudeau responded “Because it’s 2015” to a journalist who asked why it was important that half of his newly appointed cabinet was female, the comment made international headlines. Canada had joined the handful of countries whose leadership was representative of the population itself, with a balance of men, women, experience, ethnicity and ability. Gender parity should not be this newsworthy. Women make up 48 percent of Canada’s workforce, but, in the mining industry, just 17 percent of the national workforce is female, and only 5 percent work in technical roles or trades, according to the latest Mining Industry Human Resources Council report. Despite more than a decade of awareness- raising and initiatives targeting the gender gap in mining, the percentage of women has barely budged. Since 2006, the number of women in the mining workforce has increased by just 3 percent.
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f ea t u r e s The gender gap needs to be addressed quickly. In 2017, the mining industry is staring down a talent pipeline decimated by a five-year downturn. Increasing the number of female professional engineers and geoscientists in mining will help alleviate the shortage. There has never been a more important time to create workplaces that truly are gender inclusive. Good for Business Although the issue of gender diversity is dismissed by some as political correctness, tokenism or quotas, the benefits of gender diversity are practical and affect organizations’ bottom lines. Companies with female representation on their boards and women in senior management positions perform better financially. According to a 2012 Credit Suisse Research Institute study of more than 3,000 companies worldwide, stocks at companies with at least one woman on the board of directors outperformed stocks at companies with all-male boards by 26 percent. Unfortunately, the number of women on boards and in senior management positions around the world remains low. “There are fewer big Australian companies run by women than by men named Peter,” noted Australia’s retiring Sex Discrimination Commissioner Elizabeth Broderick in 2015. Diverse workplaces are safer, too. A clear link has been documented between gender and safety in workplaces, and research has shown that gender plays a role in risky behaviour, injuries, and even fatalities. The benefits of gender diversity are numerous. In addition, a workforce that reflects the composition of the community draws from a deeper talent pool. Where are All the Women? “We have issues around inclusion that keep being brought up in the sector,” says Courtnay Hughes, manager of Human Resources Research at the Mining Industry Human Resources Council. “Our research indicates that both women and men perceive mining ‘workplace culture’ as a barrier that impacts women in the sector.”
Although blatant discrimination against women in the mining industry—such as Ontario’s former Mining Act , which prohibited women from working underground until 1978—has been largely eliminated, Hughes says subtle influences and unconscious biases remain. The Mining Industry Human Resources Council investigated these barriers in their 2016 Exploring Gender Inclusion report. The research shows that women may be unaware of the breadth of careers in mining, find inflexible workplaces and problematic workplace culture, don’t see or meet female role models and mentors, or have limited options for career advancement. Similar barriers exist for immigrants and Canada’s Indigenous peoples. The council defines a gender-inclusive workplace as “one where traditional definitions of ‘masculine’ and ‘feminine’ do not influence decision-making about people, and where subtle expectations and ‘micro-inequities’ in processes are questioned and resolved.” Workplace culture not only impacts who stays, but who is attracted to the sector in the first place. People won’t choose a workplace where they don’t see themselves as a good fit. At the university level, the number of female graduates in the science, technology, engineering and math (STEM) is slowly increasing. In 2011, 39 percent of STEM university graduates aged 25 to 34 were female, although bias still favours biology and science subjects over engineering, computer science, and mathematics. If the numbers are improving at university, what happens next? “There is no use graduating young women into industry if there is not fertile ground for them to grow,” says Donna Howes, P.Eng., chair of APEGBC’s Women in Engineering and Geoscience Task Force in 2013/2014. The task force made a number of recommendations in the areas of outreach and recruitment to improve gender diversity in BC’s engineering and geoscience professions. The overwhelming message from investigations like these and years of research is that gender inclusion does not just happen.
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What Women—and Men—Can Do Equality, says Hughes, is giving everyone the same opportunity, but equity means tailoring those opportunities with a focus on fair outcomes. Men and women need to address the imbalance together, especially as many of the initiatives will benefit everyone, not just women. Flexible workplaces, for example, allow both men and women to balance work and home responsibilities. Just as the safety culture in mining has evolved, diversity is a mindset change that needs to spread across the industry. “We can use elements of the health and safety campaigns and similar tactics in this discussion around diversity,” says Hughes. The successes of health and safety campaigns in the industry can guide discussions about gender balance. A growing number of initiatives are tackling the target areas identified in the Mining Industry Human Resources Council report, including transforming workplace culture, overcoming barriers in career pathways, eliminating exit points where women are often lost from the industry, and sharing best practices that are working at mining workplaces. Creating Choices Leading the charge for women inside her organization and out is Anna Tudela, vice-president of Diversity, Regulatory Affairs and corporate secretary at BC-based Goldcorp. In 2010, Tudela built Creating Choices, a voluntary training, development, and mentoring program tailored to women working at the company. The program—offered in English, Spanish and French—has since graduated 1,300 women from eight countries, and a second program, called Growing Choices, has graduated 350 women since it began in 2015. “Creating Choices is given by local employees whom we have trained as facilitators,” says Tudela, who customized an existing program for Goldcorp during a three-day brainstorming session in 2010. “The program can be delivered onsite by our own women, with our own examples, language, customs and culture. It provides participants with the tools and skills needed to develop themselves to their fullest potential, professionally and personally.” Imola Gotz, P.Eng., is a mining engineer with 13 years at Goldcorp who participated in the Creating Choices pilot in 2010. She studied mine engineering at Romania’s Petrosani Mining University, where the number of females in her engineering course was capped at 25 percent. Since moving to Canada, she has taken an active role in recruiting women to engineering and mining, and now works as a course facilitator. “Everybody benefits,” she says. “Creating Choices is an excellent platform to share success stories. It’s important to share positive experiences, and build confidence, especially for women in Latin America and Mexico.” Tudela has been vocal on the topic of women in mining. With the full support of Goldcorp senior management, she is invited to speak at events all over Canada and encourages other companies to set up similar programs.
A bove : Goldcorp managers and Creating Choices graduates at the Peñasquito Mine in Mexico stand beside STOPITA. The pink haul truck is dedicated to the hardworking women at Goldcorp who are supported by the Creating Choices program ( P hoto : G oldcorp ). Female role models and mentors help encourage women to choose and stay in mining careers. B elow : Mary Brearley, processing operations technician at New Gold's New Afton Mine, also mentors younger workers.
A GEM of an Idea Outspoken senior leaders, like Tudela, who can articulate the business case for gender equity in mining, who “walk the talk” with concrete actions within their own organizations, and who are highly visible throughout the industry, are vital to creating gender equity in mining. “It’s very difficult to make any substantial change without having a senior leader who supports and advocates for that change,” Hughes says.
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This visibility and advocacy component is what led the Mining Industry Human Resources Council to launch the Gender Equity in Mining (GEM) program in March 2015, with federal funding from Status of Women Canada. The program provides tools to identify and mitigate largely unintentional barriers in policies, processes and procedures within an organization and increase recruitment and retention of women. Ten mining companies across Canada are participating in the program, including Teck Resources Ltd. and Taseko Mines Ltd. in BC. Each has appointed a senior executive champion and a support team of change agents who implement gender-policy reviews. Robyn West, human resources superintendent at Taseko’s Gibraltar copper–molybdenum mine in south–central BC, is the GEM champion at her workplace. Gibraltar is Canada’s second-largest open pit copper mine and employs more than 600 people. About 10 percent of the employees are women. With support from senior management,
APEGBC Supports Diversity in the Professions APEGBC is undertaking a number of initiatives to support members as they foster diverse workplace environments that welcome all members of our society and enable them to contribute to their full potential. Our professional practice guidelines for human rights and diversity, published in January 2017, clarify APEGBC’s expectations of members and licensees and provide guidance and best practices to APEGBC professionals with respect to human rights and diversity in professional practice. In addition, we provide ongoing professional development opportunities for members related to diversity, including developing and projecting leadership presence, supporting “30 by 30” goals to increase the percentage of newly licensed members who are women to 30 percent by 2030, and communicating with Indigenous communities. The APEGBC Career Awareness Program, which fosters awareness of engineering and geoscience as possible careers among BC’s youth, also targets girls, First Nations and other groups under-represented in the professions. Each year, we see significant growth in the number of female members presenting at APEGBC Career Awareness and community events. Supporting university outreach and engagement of women in engineering and geoscience remains a key priority. APEGBC has appointed a “30 by 30” champion on Council, and in 2015/2016 saw the number of female practising and active members increase to 13.5 percent, with 15.6 percent of new members being female. During the same period, 33 percent of new applicants were trained outside of Canada. Our Mentoring Program connects young members with engineering and geoscience mentors and role models that reflect the diversity of APEGBC membership. In 2016/2017, 135 female members volunteered as APEGBC mentors. We also support the joint Geoscientists Canada– Engineers Canada dialogue with the federal government on parental leave restrictions in Canada, with the objective of creating working environments that better support parents who raise young families while they continue to work as professionals. In late-2015, APEGBC Council approved a motion that exempts designated refugees who apply for enrollment, registration or licence from payment of the examination of credentials application fee. Designated refugees meet the criteria of “refugee” under the 1951 Geneva Convention or are defined as a “person in need of protection” under Canada’s Immigration and Refugee Protection Act.
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Call for Presenters Are you an expert in your eld who would like to contribute to the future of engineering and geoscience? APEGBC is actively seeking members to present on a variety of topics. For more information, please visit apeg.bc.ca/Events/Seminar. Eventhough intellectualpropertycanbecriticaltoabusiness’s valuationandcompetitivesuccess,software-drivenproductscanbe di culttopatent.Doesyoursqualify?Thisworkshopcoversthetypes ofproductsthatcanbepatentedandkeycriteriaforthepatentability ofasoftware-drivenproduct. This comprehensive, two-day, deep-foundations course deals with bored, driven, and helical screwpiles foundations.The analytical methods and the problem solving aspects of the design and construction of pile foundations are emphasized. Participants will have opportunity to apply the design procedures to real life, challenging foundation-design projects. Fundamentals of Capital Project Cost Control April 20, 2017; Vancouver, BC This one-day seminar looks at and provides tips on scope development, budgeting and planning the scope, tracking the execution of the scope, controlling the scope, and managing budget variance. Using exercises and discussion, it addresses the fundamentals of project cost control including scope development, work breakdown structure, risk analysis, estimating, earned value analysis, forecasting, reporting, and change management. Software-Driven Inventions: What can be Patented? April21,2017;Vancouver,BC Technical Writing: Solutions for E ective Written Communication April 11, 2017; Vancouver, BC This seminar provides practical, applicable solutions and techniques for how to express thoughts succinctly in written format.Through a series of hands-on workshops, participants will learn to write e ective emails, technical memos, letters, reports, and other documents.Whether a junior employee or a seasoned professional, this seminar will help participants improve their technical writing skills. Air Pollution Control April 12, 2017; Vancouver, BC Whether starting their career in air quality or around for a decade, participants are expected to know a lot about air pollution, be it the science or the regulatory framework.This session provides a basic understanding of an array of important scienti c concepts that are hard to nd in a single course or a seminar. APEGBC Professional Practice Guidelines – Human Rights & Diversity April 18, 2017; Vancouver, BC and Webinar Duringthisseminar,attendeeswillbecomefamiliarwiththenew guidelinesandgainunderstandingofhowtheyapplytoprofessional practice.Topicscovered includetypesofdiscrimination,diversity considerations,aswellasthecomplaintprocedure. Design and Construction of Pile Foundations April 18 & 19, 2017; Vancouver, BC
Municipal Application and Station Design Utilizing Pumps, Valves, Electrical and Control April5,2017;Vancouver,BC
Value Analysis in Action: Introduction to Value Analysis/ Value Engineering March 24, 2017; Prince George, BC This introductory course gives participants an understanding of value analysis and value engineering, and an appreciation that all professions and workers can bene t from participating in activities related to value analysis. Step away from the current solution or process and ensure that good value is achieved. Be bolder! Investigative and PerformanceMonitoring of Landslides and Engineered Slopes March 28 & 29, 2017; Vancouver, BC This two-day workshop provides an overview of both conventional and state-of-the-art geotechnical instrumentation and its e ective use applied to slope monitoring. A series of lectures led by Erik Eberhardt, P.Eng., and Doug Stead, P.Eng., complements a series of case histories and live demonstrations of remote sensing equipment and data analysis, including ground-based LIDAR, photogrammetry, thermal imaging, and slope stability radar. Current Interruption Transients Calculation March 28–30, 2017 This advanced and comprehensive course covers transients associated with making and breaking fault currents and capacitive and inductive load currents. Succeeding On Stage™ March 31, 2017; Vancouver This program deals with the subtler dynamics of corporate life: the unspoken realities that guide decision-making and determine who advances.Women in this seminar learn to deal with the most challenging and important situations that shape one’s career: speaking upward, succeeding in career conversations, showing political acumen, building senior-level networks, and overcoming the male–female cultural divide. NAFTA Requirement for Working in the US April 3, 2017; Vancouver, BC Under NAFTA, professionals such as engineers, geoscientists, and engineering technicians may obtain“Trade NAFTA”(TN) visas to work in the US once they receive an employment o er froman appropriate US employer.This seminar covers how to obtain a US work permit towork as a temporary worker, how to obtain a US work permit to provide consulting services, andwhat information and documentation are needed towork legally in the US.The course also provides the NAFTA Professionals List to determine the professional designations that qualify. Conservation of Historic Materials: Introduction April 5, 2017; Vancouver, BC Following a brief practical and philosophical overview of the historic building materials of western civilization, this course explores a range of materials in greater depth. Sample materials are available for hands-on review, and case studies are presented to highlight the various discussion topics. Conservation philosophy may also be discussed, as time permits.
This seminar provides a brief reviewof professional and contractual considerations, and a summary of those factors useful for selecting the appropriate pumps for water, wastewater or groundwater applications. Each type of pump is examined in detail to reveal how inherent characteristics suggest where it can best be used. Related appurtenances outlined include packing, mechanical seals, and air release valves. Pilot-operated altitude control and rate of ow control valves are examined. Conservation of Historic Materials: Intermediate April 6, 2017; Vancouver, BC Following a brief practical and philosophical overview of historic building materials, this course explores a range of materials in greater depth, building on the concepts presented in the introductory course. Similar material categories will be considered, with the signi cance of material development and extraction on eld performance discussed and a diverse range of deterioration mechanisms and traditional and contemporary conservation techniques and how they relate to philosophical conservation principals considered. Mitigating Risk through Insurance and BCIT Student and IndustryNetworkingNight April6,2017;Burnaby,BC Insurance ispivotal inunderstandinghowtomitigaterisk.This seminarwillhelpattendeesunderstandprofessional liability insuranceandprovideexamplesofclaimsagainstengineersand geoscientists,contracts,andrisktransfer.Aftertheseminar,students and industrymembersare invitedtoanetworkingsession. Webinar: Becoming a Highly E ective Negotiator April 6, 2017; Webinar In this seminar you will learn a proven, practical step-by-step approach to“win–win”negotiations and how to protect yourself from hardball negotiators. Webinar: TimeManagement for Engineers and Geoscientists April6,2017;Webinar The timemanagement challenges of the 21st-century workplace di er from those of the industrial age and that means old solutions don’t work anymore. In this workshop, youwill gain a newmindset and skillset to optimize your personal productivity and learn how to produce greater results in less time. Sediment Engineering for River and Coastal Projects April6&7,2017;Vancouver,BC This two-day course o ers fundamentals of sediment engineering for river and coastal projects with the following objectives: to determine when and how erosion and sedimentation take place in rivers and coastal regions; to estimate themagnitude of the sediment transport in river and coastal projects; and to get familiar with applications of sediment transport engineering in such elds as river engineering, coastal structures, damdesign, and hydropower plants.
For a complete listing of events or for more information, visit apeg.bc.ca/prodev/events or contact APEGBC Professional Development at 604.430.8035 or 1.888.430.8035.
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