From Reactive to Proactive: Using Data to Improve Safety and Retention in Mining

Despite world-class occupational health and safety (OHS) frameworks in Australia, mining remains one of the highest-risk industries. Research suggests that a significant proportion of fatal mining accidents may result from skill-based errors, not equipment failure.[1] While compliance measures such as policies, PPE, and incident protocols are essential, they are reactive. They reduce harm after an incident occurs but do little to prevent human error.

The Australian mining industry faces not only safety risks but also significant workforce retention challenges. Talent Attraction and Retention is considered one of the top 5 risks in the industry.[2] The industry can face challenges in attracting and retaining skilled workers due to remote locations, demanding conditions, and competition from other sectors. At the same time, the mining sector will need 28,260 new workers by 2028 to meet projected growth targets[3]. High turnover drives up recruitment and training costs, disrupts operations, and erodes institutional knowledge. Retention strategies therefore play an important role in supporting productivity, safety, and profitability.

Why Compliance Alone Falls Short

Workers’ compensation claims and associated costs continue to rise. Beyond direct financial impacts, incidents damage productivity, morale, and reputation. Attrition compounds these challenges. Every departure means retraining costs and lost expertise, which can undermine safety culture and operational efficiency. For mining companies operating in remote and hazardous environments, the cost of not acting could be far greater than the cost of prevention.

A Data-Driven Solution: Psychometric Assessments

Psychometric assessments may help organisations measure safety orientation and risk awareness from the earliest stages of employment. Unlike traditional recruitment methods, these tools may provide insights into whether a candidate is likely to demonstrate a safety-first mindset and can provide indicators of a candidate’s ethical awareness and impulse control. Beyond safety, psychometric assessments may help indicate cultural fit and long-term engagement potential, which could assist in reducing attrition risk. By identifying candidates with high levels of resilience and adaptability for remote work, mining companies may be better positioned to improve retention and reduce costly turnover.

Potential applications of assessments include:

• Recruitment and Selection: help identify candidates for high-risk roles who demonstrate strong safety orientation and cognitive aptitude, as well as traits linked to retention.
• Onboarding and Training: help tailor development programs to address gaps in risk awareness and engagement.
• Leadership Development: help equip supervisors to model and reinforce safety behaviours while fostering a positive work environment that supports retention.

By integrating assessment data with performance and incident metrics, mining companies may be better positioned to identify and address unsafe behaviours, potentially lowering accident probability and improving workforce stability.

Case Study: Operators in a Latin-American Copper Mining Company

In one example, assessments were implemented for roles with the aim of identifying candidates who may be high performers, remain with the company, and work safely. The assessments chosen included a personality assessment to understand candidate’s risk-taking behaviours and discipline alongside cognitive ability assessments to measure multitasking capability, reaction time, sense of direction and concentration.

In this study, higher scorers in the assessments were reported to be:

-> 42% More likely to be rated high on Overall Performance

-> 72% More likely to be considered to have high Potential for Promotion

-> 29% More likely to be considered to be rated high on Safety

Building a Safety-First, Retention-Focused Workforce

Embedding safety and retention into talent strategies is not just about compliance but about measurable outcomes. Psychometric assessments may provide useful data to support hiring decisions, targeted training, and leadership development. Over time, this approach may contribute to building a workforce that prioritises safety, potentially reducing incidents and strengthening operational resilience. Proactive strategies backed by data help mining organisations protect their people, reduce costs, and maintain their licence to operate in an increasingly regulated environment.

Considerations for Mining Leaders

• Incorporating psychometric assessments into recruitment for high-risk roles.
• Identifying traits linked to long-term retention and integrating them into workforce planning.
• Monitoring and reporting safety and retention metrics alongside operational KPIs.
• Using assessment insights to design targeted safety and engagement training.

References 

[1] Patterson, J. M., & Shappell, S. A. (2010). Operator error and system deficiencies: analysis of 508 mining incidents and accidents from Queensland, Australia using HFACS. Accident; analysis and prevention, 42(4), 1379–1385. https://doi.org/10.1016/j.aap.2010.02.018

[2] KMPG (2025). Australian Mining Risk Forecast 2025. Australian Mining Risk Forecast 2025

[3] AREEA (2023). Resources and Energy Workforce Forecast: 2023-2028.