This study conceptualizes these dynamics as the Double Talent Gap, composed of two interacting dimensions. The Pipeline Gap reflects sustained contraction in professional inflow. Workforce shortages are already widespread, with 71% of industry leaders reporting talent deficits, while retirement rates are projected to rise significantly in the coming decade (Weisenberger, 2023; Yura & Andryei, 2022). Mining graduate numbers have declined sharply across major jurisdictions, and surveys show that many younger respondents would not consider mining careers, citing environmental misalignment and limited exposure. The Knowledge Retention Gap arises as demographic attrition interacts with insufficiently systematized knowledge transfer. Expertise remains concentrated within experienced professionals, and declining inflow increases mentorship burden while extending time-to-productivity. These reinforcing dynamics constrain workforce renewal and heighten institutional vulnerability. Together, the Double Talent Gap reframes labour shortages as structural constraints on resilience in a technically complex, capital-intensive industry essential to global decarbonization. 2. Objectives and Scope This study defines the Double Talent Gap as a structural workforce constraint composed of two interacting dimensions. The Pipeline Gap reflects declining professional inflow into mining disciplines due to perception-based career filtering and shrinking educational enrollment. The Knowledge Retention Gap arises when tacit expertise remains concentrated within an aging workforce without scalable knowledge transfer systems. Together, these dynamics constrain workforce renewal and institutional resilience. The primary objective is to examine the structural mechanisms underlying the Double Talent Gap and assess their implications for long-term capacity in the mining sector. The research investigates (1) drivers of pipeline contraction among students, including limited exposure and sectoral perception; (2) industry practices in training, mentorship, and onboarding; and (3) the potential role of AI-enabled knowledge systems as augmentation tools to support documentation, knowledge retrieval, and onboarding efficiency. The central research question is whether coordinated investment in educational visibility and AI-supported knowledge systems can mitigate workforce constraints that may limit the industry’s ability to sustain critical mineral supply in a decarbonizing global economy. . 3. Methods and Approach This study adopts a mixed-methods research design, integrating quantitative survey data with qualitative insights from industry interviews. The research focuses on two distinct demographic groups. University students were surveyed to assess perceptions of mining careers, levels of industry awareness, and the role of educational exposure in shaping career interest. Industry professionals evaluated current workforce challenges, such as talent retention, 96
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