Interview with Marina Chelak, Director of MiningWorld Russia
Why, despite adaptation to sanctions, is the mining industry still experiencing a growing labor crisis?
Over the past two years, companies have learned to operate under sanctions. The industry has restructured logistics and developed new equipment supply channels, and many major market players have expanded their booth space and are bringing in increasing amounts of their own equipment and solutions. Meanwhile, the talent shortage continues to grow, especially in mining, processing, engineering, and service departments. This shortage is driven by several factors: demographic decline, a gap between educational programs and the actual needs of production, challenging working conditions, and the growing number of new projects, which the specialist training system simply cannot keep up with. Even if automated systems take over some functions in the future, they will still need to be managed by people with new competencies.
Why aren't high salaries any longer helping?
According to the Ministry of Labor's forecasts, by 2030, Russia will face a shortage of 3.1 million specialists, and in the mining industry, the deficit is already estimated at 68,000. Leading HR portals cite the following figures: demand for personnel in ferrous and non-ferrous metal mining increased by 14-19% last year compared to the previous year. Behind all this lies a deep, systemic problem that cannot be solved by salary adjustments alone. First, the "demographic trough" of the 1990s is to blame: when Russia's birthrate was 10 million fewer than the 2025 economic need. This impact is particularly felt in the Far East and other regions where mining operations are actively developing, where approximately 60% of companies are facing personnel shortages. Demographics are hitting blue-collar workers hard: the average age of welders and machinists is over 50, and young people are moving into IT or other more comfortable and promising fields. As a result, traditional blue-collar jobs are suffering, and competition for young specialists is constantly increasing. This is largely due to difficult working conditions: harsh climates, shifts and risks associated with underground work, and physical strain. Added to this is a lack of social and living infrastructure, as well as problems with the adaptation of new employees and their families. Specialized universities are only partially addressing the problem: for example, at the Ural Mining University, there are 4-12 vacancies per graduate, and enrollment is regularly declining. Furthermore, graduates from universities and technical schools are often unprepared for modern requirements: curricula are outdated, equipment is archaic, and skills and practical experience are out of sync with reality. Rapid digitalization without retraining leads to a situation where the market simply lacks the necessary specialists capable of implementing and maintaining new equipment and technologies.
How to combat the staffing shortage right now?
As the director of the largest industry exhibition in Moscow, I see several areas that can and should become priorities for the market, the government, and educational institutions: investing in human capital, expanding the hiring funnel, more actively using automation and AI—while retaining people. Improving the attractiveness of professions and working conditions—anything that can make the industry more comfortable: social infrastructure, stable housing in the regions, reasonable work schedules, adaptation for newcomers, mentoring programs, training, and career advancement. And, of course, government-industry support programs. Not just subsidies or benefits, but systemic cooperation—between universities, companies, and the government. This issue will also be discussed at the exhibition as part of the business program: the largest mining companies will share their hiring experiences. Stay tuned!
How are AI and automation impacting the mining industry and its labor market?
Over the past year, interest in IT solutions, automation, and robotics among MiningWorld Russia exhibitors has grown by 37%. This reflects a global trend: the Russian mining industry is actively shifting from traditional mechanics to digital platforms. Companies today understand that the implementation of AI, autonomous trucks, and predictive analytics directly impacts cost reduction, safety, and sustainable business development. Currently, 40% of mining companies in Russia are experiencing a digital skills shortage: a shortage of IT project managers, data specialists, and other key roles. Employer demand is particularly growing in areas such as cybersecurity, data analysis, and AI. The good news is that many are choosing to retrain their staff in new skills, and more than half of employees are eager to master digital competencies themselves. Mining companies are currently seeking balance: implementing AI and automation, launching retraining programs, and developing dialogue with the government for support.
Incidentally, at the 2026 exhibition, as part of the Leaders' Forum, we will address the topic of "Robotic Technologies and Artificial Intelligence: Experience and Real-World Cases." Companies such as AK Engineering, Davtech, Nonius Engineering, NOVOMEK, SIMEX, V2 Group, and Tsifra Group will present their IT developments.
How has the participation of Chinese companies in the Russian mining market changed in recent years?
While 2023–2024 could be described as a period of rapid expansion, with dozens of Chinese brands entering Russia en masse, 2025 has demonstrated a more mature, well-considered strategy. In 2024, the total exhibition space for Chinese participants at MiningWorld Russia increased more than 2.5 times compared to the previous year, and the number of exhibitors grew by 116%. At the 2025 booths, we saw not so much the Chinese exhibitors themselves, but rather Russian partners representing Chinese brands as full-fledged distributors. Throughout this period, companies have been bringing equipment, strengthening their service, adapting their technology to Russian conditions, and creating Russian-speaking teams. This is an important indicator of market maturity: the initial surge of interest has given way to long-term, structured cooperation formats. We expect the number of Chinese exhibitors to remain at the 2025 level—we won't see the same explosive growth as before, but we will see a continued strengthening of partnerships. Already among the exhibitors at the 2026 exhibition are companies such as Shandong Derui Machinery, Qingdao Fambition Heavy Machinery, Chongqing UG Heavy Machinery and Laizhou Yatong Heavy Equipments.