Harnessing Untapped Talent and Leveraging Partnerships for a Future-Ready Workforce
By Denise Amyot, President and CEO of Colleges and Institutes Canada
The impending retirement of over 700,000 skilled tradespeople by 2028 will be a pivotal challenge for the construction and manufacturing sectors. With a projected shortage of at least 10,000 workers in nationally recognized Red Seal trades alone, small and medium-sized enterprises (SMEs) are at a critical juncture. The time to adapt and rebuild our workforce is now.
In this landscape, apprenticeships emerge as a strategic solution. These structured programs offer a dual advantage – enabling experienced workers to pass on their wisdom and expertise to the next generation while providing new workers with a hands-on, practical approach to learning the trade. By bridging skills gaps and helping meet labour shortages, apprenticeships ensure the continuity and sustainability of these essential industries.
Career Launcher Apprenticeships by Colleges and Institutes Canada, helps reduce financial barriers for construction and manufacturing businesses looking to invest in new talent by offering $5,000 for hiring a new apprentice or $10,000 if they’re from an underrepresented group. It’s worth noting that these incentives are on top of the many provincial or regional grants available.
Growing your business despite labour shortages requires a strong recruitment strategy. Canada is a diverse country with huge untapped potential for labour. For example, did you know that women and newcomers, despite making up a significant portion of the population, represented only 12% and 8.7% of new apprenticeship registrations in 2019? Tapping into this talent pool could be your solution.
To open your recruitment plan to more diverse applicants, organizations can host targeted events and workshops in collaboration with community centres and groups that support underrepresented populations. Looking beyond resumes and experience, hiring managers can also consider attitude and a genuine willingness to learn.
Complementing these talent outreach efforts, it’s vital to build an inclusive work environment for diverse candidates. This not only ensures their retention but also promotes their well-being once on board. It is about creating an environment where every employee feels valued, heard, and respected. Implementing diversity and inclusion training, celebrating diversity, proactively addressing harassment and bullying, and encouraging open communication are crucial steps in this direction.
Moreover, for a successful recruitment strategy, the benefits of forming partnerships with local colleges and institutes cannot be overstated. Colleges and institutes are experts in hands-on learning and offer over 300 pre-apprenticeship programs in over 20 skilled trades. Over 80 of those programs are designed to support underrepresented and vulnerable groups. Businesses can connect with diverse new talent, ensure potential hires are equipped with foundational skills, reduce training costs, and accelerate the onboarding process.
To help navigate the apprenticeship process, construction and manufacturing businesses can access our ApprenticeConnect platform. It provides comprehensive resources, from hiring strategies to mentoring tips and access to funding, as well as tools to cultivate an inclusive work culture, mitigate injuries and burnout, and enhance employee well-being.
The looming retirement crisis demands immediate action. By taking advantage of initiatives like Career Launcher Apprenticeships, tapping into diverse talent pools, and building strong partnerships with colleges and institutes, businesses can not only adapt but thrive. The opportunity to build a more resilient and diverse workforce is at our fingertips – let’s embrace it together.
