Chilean mining has established itself as a benchmark industry, recognized for its international standards and strong capacity for technological adaptation. Nevertheless, it faces growing uncertainty: will there be enough qualified workers to sustain its ongoing transformation?
With the rise of digitalization, decarbonization, and the expansion of new operational models, human capital gaps are widening. Recent studies warn that by 2032, the mining sector could face a shortage of over 35,000 workers particularly in key roles such as maintenance, remote operations, automation, and in positions requiring new skill sets: digital competencies, collaboration, and a focus on sustainability.
This mismatch not only undermines operational efficiency but also places pressure on training and certification systems. In this context, a pressing question arises: does the country have the appropriate mechanisms to ensure that both education and professional experience align with the actual needs of the industry?
There are significant efforts underway from various stakeholders: mining companies, suppliers, and labor unions. However, the role of the State—particularly through ChileValora—is of special importance. This institution neither trains nor hires, but operates at a structural level: it defines competency standards validated by productive sectors and certifies that individuals—regardless of formal education—possess the necessary skills to meet those standards.
In the mining sector, ChileValora has succeeded in establishing a robust technical foundation. The system currently includes 293 valid occupational profiles: 242 in metallic mining, 44 in non- metallic mining, and seven in gold and silver mining. There are 41 authorized evaluation centers, and since 2013, approximately 12,000 certifications have been issued. Furthermore, new and emerging profiles—such as integrated operations center operators and data science technicians—have been incorporated, reflecting the industry’s ongoing evolution.
For the industry, the true value of the system lies not only in validating competencies but also in serving as a technical input for public policies on training and workforce reskilling.
Preparing for the mining of the future requires a systematic perspective on human talent: strengthening the coordination between technical education, certification, labor policies, and productive strategy. Within this framework, mechanisms like ChileValora—with public support and sectoral participation—are key to ensuring that the country not only extracts minerals but also develops capabilities.
Source: Minería Chilena