Careers In High Demand 2016

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(Law) The Minister of Labor requires that employers who report under a statutory employment equity program or a federal contractor program provide information necessary to meet the requirements of the law. In January 2019, the Employment Program released the Labor Market Availability Benchmarks to measure an organization’s equity performance in the Workplace Equity Information Management System (WEIMS). These criteria are derived from the 2016 Census and the 2017 Canadian Survey on Disability.

Careers In High Demand 2016

This 2016 Employment Equity Data Report (EEDR) informs employers about changes in employment equity, tracks key trends in new supply data, and describes other data and research related to employment equity for mandated groups: women, Indigenous people, members of visible minorities and people with disabilities.

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The availability of women remained unchanged at 48.2% from 2011 to 2016. Their high growth in business-related education suggests that more availability in management positions should be observed.

The economic and social environment for employment equity has changed since the publication of the last Employment Equity Report in 2013. Research has increasingly identified diversity as a key source of income for all Canadians. Job markets have tightened significantly, making it harder to find candidates.

EEDR 2016 begins with a description of trends affecting equality in the business world, followed by each section of the 4 designated groups. Appendix A contains 2 chapters on important developments in employment equity: the larger literature on the value of diversity and on telecommuting to reduce the geographic gap between employers and workers.

The continued annual retirement of nearly 400,000 post-war baby boom Canadian workers brought the national unemployment rate to a decade-low of 5.8% in mid-2018 (vs. 7.2% over the same period in the 2011 census cycle). At the same time, fewer workers are entering the labor market than ever before. This combination is expected to keep the labor market tight through the 2016 to 2021 census cycle.

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Reflects widespread and growing labor shortages at all skill levels. Almost half of Canadian Federation of Independent Business members identified labor shortages as one of their biggest productivity challenges in 2017 and 2018. Private and public employment agencies have addressed widespread shortages across most skill levels across the country.

These conditions forced employers in North America to recruit in new ways. Many have reduced their job requirements to find new workers from other skilled occupations.

Large organizations with strong academic and career ladder support partner with educational facilities to attract recruits and develop the skills needed to succeed in these organizations.

Workplace practices have also changed to accommodate data and research workers. For the convenience many workers need, more employers have implemented telecommuting for workers with mobility issues, remote locations or family care responsibilities.

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As of mid-2018, more people in the United States were working remotely than were unemployed. (See Appendix G for further reading.)

Employers must only hire or promote employees who have the necessary skills to do the job, and equality plans require that systematic unfair treatment of specified groups be addressed. Research almost universally shows that diversity in employment leads to stronger and more productive workplaces. International studies now include measures of diversity in their indicators, for example the World Economic Forum ranks women and the LGBT+ community among the best in the world. (See Appendix G for further reading.)

It has published research showing that the tightening of the labor market will continue in the period 2016-2021. Therefore, economic growth depends on policies that increase the presence of women, indigenous peoples and members of visible minorities in the labor market.

In 2011, the OECD launched its Gender Initiative to focus on women’s issues and develop recommendations to improve women’s equality in the workplace. Since then, the program’s analysis and dissemination have inspired public and private sector organizations around the world to advance women’s equality.

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Since 2013, almost two-thirds of the 35 OECD member countries have started new measures to promote women’s equality.

Since the release of the 2011 Employment Equity Data Report, she has renewed her commitment to workplace equality for women in two ways. First, the American Council for the Advancement of Women and Business Leaders has published a series on the status of women in the workforce. This work showed that only half of private sector organizations report data on women’s careers, and even fewer use this data to set and track equality targets.

Source: -United States Council for Advancement of Women as Entrepreneurs and Business Leaders (2018); Promoting women as leaders in the private sector

Second, Budget 2018 announced a five-year commitment to implement pay transparency for federally regulated private sector employers, including making available online information on comparative pay gaps across four designated groups on the government’s website. The federal government also supports research for discussion among private and public sector leaders about issues women face in the workplace. It helps employers develop tools to reduce the gender pay gap in the workplace.

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The presence of women changed little from 2006 to 2016 – increasing from 47.9% in 2006 to 48.2% in both 2011 and 2016. Although their share of the labor force has remained unchanged, women have made significant gains in their competitiveness for jobs.

Educational subjects. Women worldwide increased their educational attainment significantly between 1996 and 2016, but Canadian women did not. The number of Canadian women with a bachelor’s degree increased by 147% from 1996 to 2016. The number with advanced degrees is over 200%. As of 2017, nearly 70% of Canadian women aged 25-34 had a high school diploma (including university degrees and university/CEGEP graduates) – the highest percentage in the world.

Women choose different fields of study than men. They account for more than half of all graduates and 70% of graduates in education and health-related subjects in 2016. In mathematics, computer and information science (35%), personal, defense and transport services (28%) and architecture, engineering and related technologies (20%) women have far fewer graduates than men. Interestingly, the share of women in business at the bachelor’s level increased to the point that more women graduated than men in 2016. Almost half of business students at the master’s level are women.

Despite this improved employability, as of 2016 women lacked significant middle and senior management experience. Their availability was on average 27.6% for senior managers and 39.4% for middle managers – both occupational groups where new recruits are most likely. from business schools after graduate studies.

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In contrast, most of the remaining employment equity groups are women. Exceptions are male EEOGs primarily related to trade and manual work.

In response to labor shortages in the Greater Toronto Area and Vancouver, the supply of women in low-skilled blue-collar jobs is high—largely due to an influx of women, especially visible minority women.

Indigenous peoples play a small but dynamic role in the domestic labor market. They make up 4.0% of the workforce (about 800,000 workers), but their presence is increasing rapidly – from 3.1% in 2006 to 3.5% in 2011. Their distribution, their age and educational profile provide other keys to recruitment. Adivasi candidates.

The presence of tribes in banking and communication is below the national average of 4.0%. This is above average in transport and above average in other industries.

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While Ontario has the most Aboriginal workers, their representation in Ontario is 2.8%. Their labor force is proportionally more in the West and in the regions. Therefore, their availability is 13.2% in Manitoba, 11.1% in Saskatchewan and 20% or more in the territories.

Specifically, the majority (56.4%) of the Aboriginal workforce live outside of major population centers (Census Metropolitan Areas or CMAs), compared to 26.6% of other workers. Since the majority of CMAs or in more rural areas have daily access to the Internet, finding methods to contact and interview indigenous candidates is not a serious problem.

The tribal workforce remained younger than other workers. One in five non-Indigenous workers are aged 55 or over, while 43.3% of the Aboriginal workforce is under 35.

Aboriginal people make up 7.7% of children under 14 — almost double their labor market share of 4.0%. In the provinces of Manitoba and Saskatchewan, more than one in four is Aboriginal. This model shows that future Aboriginal workforce growth will be higher than average and that successful outreach programs can have long-term benefits for employers.

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The indigenous workforce has lower levels of education than the national average. Almost a quarter of them (22.3%) had less than a matriculation certificate, which was twice as many as the others (10.9%). In addition, proportionally more Aboriginal workers have a high school diploma or an apprenticeship.

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