Okane is sparking innovation in mine closure consulting

Like many young people, Lyndsey Thorson says she’s always been passionate about the environment. And as a geo-environmental engineer-in-training with Okane Consultants, she’s part of a team dedicated to helping create a better tomorrow in the mining industry.

Okane helps mining companies worldwide to responsibly and safely return disturbed land at the end of a mine’s life cycle. From greenfield exploration to post-closure monitoring, Okane’s engineers, geochemists and other specialists work with clients, governments and communities to develop closure solutions that lead to positive social, environmental and financial outcomes. Okane’s service offerings emphasize the importance of progressive reclamation and beginning with the end in mind.

Mine closure planning requires a collaborative, multi-disciplinary approach. And for Thorson, that’s part of the appeal of her work. She joined Okane’s Saskatoon office in 2019 after earning a degree in environmental engineering, a discipline she chose because it combines three of the sciences she loves – chemistry, physics and biology.

“Okane has a lot of high-profile industry experts in many different fields and to have the experience of working with them at this stage of my career is a wonderful opportunity,” she says.

“There’s a lot of collaboration and I never worry about asking for help. People are generous when it comes to providing high-quality feedback because everyone’s always keen to learn something new themselves.”

Scott Rose, a mining sector veteran, joined the company as CEO in May 2022. He had known about Okane for some time and was drawn to its forward-looking mindset, as well as its culture and values.

“Our core purpose is to help create a better tomorrow,” he says. “You have to love what you do and everyone here is passionate about making a difference and leaving the world a better place.”

Founded in 1996, Okane continually develops new techniques and technologies to help clients achieve their mine closure goals. Because of the company’s focus on innovation, they have created a unique, employee-run research and development (R&D) program, Rose says.

Each year, Okane’s technical teams champion an R&D project with the potential to advance mine planning and closure solutions for the industry. Often, they work with external partners, including academic and industry research institutions.

“People love to be challenged, and having hours allocated to develop new ideas on how to do things better is really rewarding for them,” Rose says.

Okane advocates for ongoing professional development for its team, which includes on-the-job coaching and mentoring, as well as more formal programs. In addition to $1,000 per person per year for technical training, every Okane employee is allocated 40 hours for professional development activities.

Rose says Okane had adopted flexible and hybrid work models years before the onset of the pandemic. The company is built on teamwork, with team members located across diverse time zones and locations such as Canada, United States, Australia and New Zealand.

When the pandemic struck, Okane made sure communication with employees remained strong and that nobody felt isolated, says Rose. This included weekly one-on-one meetings, monthly seminars and internal channels for social interactions, such as friendly competitions and even sharing recipes and pet photos.

Some employees spend part of their time in the field at mine sites, many of them in remote locations where the employee can put in 12-hour days. Those hours can then be allocated to time off at other times of the year, says Rose.

Thorson says she appreciates Okane’s flexible work options for the way it helps with work-life balance. “I really value my personal time and, in turn, I feel more productive when working.”

This article appeared in the magazine announcing this year's Saskatchewan's Top Employers winners, published March 14, 2023 in the Regina Leader-Post and Saskatoon Star Phoenix. This article was prepared with the financial support of the employer, which reviewed but did not write its contents.