Local Labour Market Plan Update 2020-2021 - RECALIBRATING: BUILDING A ROBUST WORKFORCE IN GRAND ERIE - Workforce ...
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WE MAKE T
HERE
GRAND ERI
E
Local Labour Market Plan Update 2020-2021
RECALIBRATING: BUILDING A ROBUST WORKFORCE IN GRAND ERIE
OUR VISION
A skilled, resilient workforce contributing to
dynamic communities and their economies
This project is funded in part by the Government of Canada and the Government of Ontario.
The views expressed in this document do not necessarily reflect those of the Government of Ontario.
The material in this report has been prepared by WPBGE and is drawn from a variety of sources considered to be reliable.
We make no representations or warranty, expressed or implied, as to its accuracy or completeness.
In providing this material, WPBGE does not assume any responsibility or liability.
Prepared by: Danette Dalton, Executive Director, Workforce Planning Board of Grand Erie;
Wynona Mendes, Labour Market Analyst, Workforce Planning Board of Grand Erie;
Bob Seguin, Advisor, Workforce Planning Board of Grand Erie;
Mark Skeffington, Editor, Workforce Planning Board of Grand Erie.
Graphic Design: Cath Strung, Strung Design House Inc.
Translation: Lisette Martineau, Translations Paris Traductions
Cover photograph: Courtesy Haldimand County; Page 4 photograph courtesy Norfolk County
CONTENTS
EXECUTIVE SUMMARY . . . . . . . . . . . . . . . . . . . . . . . 4 EMPLOYMENT SERVICES . . . . . . . . . . . . . . . . . . . . . 38
Introduction and Methodology . . . . . . . . . . . . . . . . . . . . . . 6 Grand Erie . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .38
TRANSPORTATION . . . . . . . . . . . . . . . . . . . . . . . . . .39
The Grand Erie Labour Force Grand Erie . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .39
Year in Review 2020-2021 . . . . . . . . . . . . . . . . 8
MIGRATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .41
ABOUT THE LABOUR FORCE . . . . . . . . . . . . . . . . . . 8 Migration Patterns . . . . . . . . . . . . . . . . . . . . . . . . . . . . .41
Population . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
HOUSING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .42
EMPLOYMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 Canada Mortgage and Housing Corporation (CMHC) . . . . . . . . .42
Grand Erie Labour force characteristics . . . . . . . . . . . . . . . . . 9 Western Ontario Wardens Caucus (WOWC) . . . . . . . . . . . . . . 43
Demographic Trends: Gender . . . . . . . . . . . . . . . . . . . . . . 10 A Place to Grow . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43
Demographic Trends: Age . . . . . . . . . . . . . . . . . . . . . . . . 11 Brantford-Brant Mayors’ Housing Partnerships Task Force . . . . . 44
GRAND ERIE COVID-19 RECOVERY . . . . . . . . . . . . . . 12
Scenario Planning (OLMP) . . . . . . . . . . . . . . . . . . . . . . . . 12 Workforce Planning Board of Grand Erie
WPBGE Worker Impact Survey Results . . . . . . . . . . . . . . . . .14 Project Review 2020-2021 . . . . . . . . . . . . . . . 45
HEALTH AND WELLNESS . . . . . . . . . . . . . . . . . . . . .16 Marketing and Communications . . . . . . . . . . . . . . . . . . . . 45
Grand Erie COVID-19 Case Profiles . . . . . . . . . . . . . . . . . . . .16 Skilled Trade Awareness . . . . . . . . . . . . . . . . . . . . . . . . .46
Made in Grand Erie Wellness . . . . . . . . . . . . . . . . . . . . . . .17 Workforce Transportation . . . . . . . . . . . . . . . . . . . . . . . . 46
Skills2Advance: Manufacturing and Warehousing . . . . . . . . . . 47
GRAND ERIE RECOVERY TASK FORCE PRIORITIES . . 18
Business Supports Working Group . . . . . . . . . . . . . . . . . . . .18 Workforce Planning Board of Grand Erie
Economic Development Working Group . . . . . . . . . . . . . . . .19 Action Plan 2021-2022 . . . . . . . . . . . . . . . . . . 48
Skills Development Working Group . . . . . . . . . . . . . . . . . . .19
Education Working Group . . . . . . . . . . . . . . . . . . . . . . . . 20 WORKFORCE SUPPORT . . . . . . . . . . . . . . . . . . . . . . 49
Work/Life Balance in Grand Erie . . . . . . . . . . . . . . . . . . . . .49
EDUCATION, SKILLS & TRAINING . . . . . . . . . . . . . . 21
Educational Attainment by Gender . . . . . . . . . . . . . . . . . . .21 WORKFORCE SKILLS . . . . . . . . . . . . . . . . . . . . . . . . .49
Skills Composition of Grand Erie’s Workforce . . . . . . . . . . . . . 21 Grand Erie Workforce Succession Strategy . . . . . . . . . . . . . . .49
Training in Grand Erie . . . . . . . . . . . . . . . . . . . . . . . . . . .23 WORKFORCE RESOURCES . . . . . . . . . . . . . . . . . . . .50
INDUSTRY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 Grand Erie Workforce Hub . . . . . . . . . . . . . . . . . . . . . . . . 50
General Industry Trends in Brantford CMA . . . . . . . . . . . . . . .24 WPBGE LOCAL LABOUR MARKET PLAN . . . . . . . . .50
Top Sectors in Grand Erie by Employment . . . . . . . . . . . . . . . 24 Employment Planning Advisory Committee . . . . . . . . . . . . . .50
Top Sectors in Grand Erie by Business Count . . . . . . . . . . . . . .25 Partnership Project Review . . . . . . . . . . . . . . . . . . . . . . . .50
Spotlight on Manufacturing in Grand Erie . . . . . . . . . . . . . . .27
Spotlight on Healthcare & Social Assistance in Grand Erie . . . . . .28 Appendices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51
Spotlight on Wholesale & Retail Trade in Grand Erie . . . . . . . . .29 APPENDIX A . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .51
Spotlight on Construction in Grand Erie . . . . . . . . . . . . . . . . .30 Employment Planning Advisory Committee . . . . . . . . . . . . . .51
Spotlight on Educational Services in Grand Erie . . . . . . . . . . . .31
Spotlight on Accommodation & Food Services Grand Erie . . . . . .32 APPENDIX B . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .52
Spotlight on Agriculture in Grand Erie . . . . . . . . . . . . . . . . . 33 Grand Erie COVID-19 Recovery Task Force Members . . . . . . . . . 52
OCCUPATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . .35 APPENDIX C . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .53
2020 Employment by Occupations in Brantford CMA . . . . . . . . .35 Grand Erie Recovery Task Force Priorities . . . . . . . . . . . . . . . 53
Trends in Key Occupations . . . . . . . . . . . . . . . . . . . . . . . .35 APPENDIX D . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .58
Top Occupational Groups in Growth . . . . . . . . . . . . . . . . . . .36 Grand Erie Area Schools and Continuing Education . . . . . . . . . .58
Top Occupational Groups in Decline . . . . . . . . . . . . . . . . . . .36
Top Occupations in Demand . . . . . . . . . . . . . . . . . . . . . . .37
5-Year Income Trends . . . . . . . . . . . . . . . . . . . . . . . . . . .37
Income by Gender . . . . . . . . . . . . . . . . . . . . . . . . . . . . .37
3
2020-2021 LOCAL LABOUR MARKET PLAN UPDATE
E XECUTIVE SUMM ARY
Wow, 2020 was quite a year! It’s been a year of great Six Nations of the Grand River and Mississaugas of the Credit
challenge for all of us. And for some, it has been First Nation communities have a unique relationship with
a time of reprieve and rest the land, its resources and the workforce, which continues to
as the world around us slowed shape the history and economy of the area today. The WPBGE
down. No matter how it has recognizes the unique role that Indigenous peoples have had
affected you, we all find and will continue to have in the growth and development of
ourselves recalibrating. the Grand Erie area.
The Workforce Planning From across our great nation from Signal Hill, to Ellesmere
Board of Grand Erie (WPBGE) Island to Victoria Island, and right across the globe, the
Board of Directors and Staff pandemic that began in 2020 brought new rituals to all of us.
are proud to serve the communities of Six Nations of the From how we run our businesses, and households and conduct
Grand River, Mississaugas of the Credit First Nation, Brant, our classrooms, and everything in between we all continue
Haldimand and Norfolk counties and the City of Brantford, in to adapt. However you view or perceive the pandemic, there
the Province of Ontario, Canada. has been a huge impact on people’s lives, livelihood, work and
job market. We have lost loved ones, we have lost jobs and
businesses. We have lost a life we once knew.
Through all of this we have shared the experience…no one
is immune. We have shared the same news feeds and have
relied more than ever on that “little” invention by Alexander
Graham Bell.
WE MAKE T
HERE GRAND ERI
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4
RECALIBRATING: BUILDING A ROBUST WORKFORCE IN GRAND ERIE
Even with advanced technology and telephones, the As a result of the pandemic, businesses are reporting
pandemic has reminded us of how important the essentials that many of the soft skills such as good communication
of life truly are, such as our loved ones, healthcare, the food skills and digital literacy are still in-demand. As businesses
chain and employment to support ourselves and the needs recalibrate, they are also identifying skills in-demand that
of our families. have increased significantly to adapt to the future of work.
Some of these skills are: adaptability/flexibility; resilience;
Public health data indicates that COVID-19 cases within
teamwork/interpersonal skills; and customer relations.
the Grand Erie area in 2020 were not as widespread as in
Parents, workforce, educators and trainers, must continue
surrounding regions such as Hamilton, Waterloo Region
to work together holistically to pass on the skills and
and Guelph. Case counts, however, have been on the rise,
knowledge that is required to keep the foundation of our
in long term care homes, hospitals and schools. Our local
communities strong and healthy.
healthcare institutions find themselves recalibrating every
minute of every day as the virus changes and develops. Thank you to our Provincial and Federal leaders for your
tireless efforts this year, and for all the support you have
Many of the healthcare job postings in 2020 took particularly
given us in 2020. None of this is easy.
long to fill. The healthcare system is under great pressure,
and it points to the fragility of human life and the To all of the communities we serve, the local governments
importance that must be placed on health and well-being. and staff, partner agencies and educational institutions that
We all have a role to play in taking a holistic approach to keep our communities safe and operational, thank you for
health and well-being, and the value of work in healthcare your partnership and support this year with everything we do.
cannot be understated.
To all essential workers, in all sectors we thank you for
Agriculture is one of the largest sectors in Grand Erie. your courage and hard work! To all members of the Grand
Ontario’s Garden is a place that many Norfolk residents Erie Workforce, thank you. Thank you for looking after the
call home. Grand Erie’s Agriculture industry is robust in community, your families and yourself.
Brant, Haldimand and Norfolk counties. This industry was
My hope for all of Grand Erie in 2021 is health and prosperity.
hit hard this year as much of their workforce comes from
Take some time to discover all the amazing things we have
away each spring. With less foreign workers travelling
and make, right here in Grand Erie. Support local.
from other countries, many Grand Erie residents rolled
up their sleeves and helped out on many local farms in On behalf of the WPBGE Board of Directors and team of staff,
2020… experience or no, people wanted to help and learn. take care. Look after yourselves. Look after each other. We
A crash course for some members of the workforce and are all the future. When all else is lost, the future still remains.
farm operators, but the shining light here is that people Tomorrow is a new day. Let’s take it one day at a time. We
responded to the call for help. And not only were new skills have the flexibility and tenacity to bounce back from this.
developed, but a new appreciation was also formed for skills
Danette Dalton
they may not have known or understood before. We are
surrounded by the farms that feed and fuel us every day.
Local investment in agricultural resources and technology Danette Dalton, Executive Director
and skill development is essential to our future prosperity 519-756-1116 x227 danette@workforceplanningboard.org
and wellness.
Grand Erie has many learning and training opportunities
that are becoming more informed with local business data,
and skill development opportunities to better prepare the
workforce. More and more organizations are recalibrating The #LightItBlue initiative originated in the
United Kingdom (early spring 2020) when over
and partnering on educational, skill development and
100 landmarks were lit with blue light. The blue
job creation projects. All these efforts benefit the local font used throughout this document recognizes
economy and promote a greater quality of life. the “Light it Blue” campaign of 2020 and
beyond as a colourful thank you to frontline and
essential workers. Monotone photography is used
throughout the document in memory of 2020.
8
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INTRODUC TION AND METHODOLOGY DS
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Background
The Grand Erie Local Labour Market Plan is an annual systematic process that involves all community stakeholders
document that is funded by the Province of Ontario, and to proactively plan to avoid gaps in talent, develop training
the Government of Canada and provides an overview of the programs, and align with other community priorities to ensure
state of the current workforce in Grand Erie and aims to plan a synergistic approach.
for the future workforce. The area referred to as Grand Erie
Forecasting and planning for talent needs will help ensure
includes the communities of Six Nations of the Grand River,
communities and businesses can maintain future success.
Mississaugas of the Credit First Nation, Counties of Brant,
Simply reacting to events is not a recipe for success. Preparing
Haldimand and Norfolk and the City of Brantford. The Grand
for the inevitable helps mitigate negative impacts on
Erie Local Labour Market Plan is one of 26 Local Labour Market
communities, businesses, and workforce. Planning in this way
Plans produced annually in the Province of Ontario.
ultimately results in lower turnover rates, lower labour costs,
Workforce planning is key to community building, quality of less need for layoffs, smoother shift schedules, and helps
life and economic development. Workforce data provides to maintain workforce morale and productivity. It can help
Return-on-Investment (ROI) evidence for workforce and explain why the workforce is not engaged, performing at their
workforce training related decisions; it also offers insight on best and what factors are impacting productivity. All of this
future workforce planning. Workforce planning is not just the leads to a better quality of life for all.
responsibility of any one human resource department, it is a
6
RECALIBRATING: BUILDING A ROBUST WORKFORCE IN GRAND ERIEThis Local Labour Market Plan will present a snapshot of Consultations
Grand Erie’s labour market in 2020 and look ahead to 2021. The Grand Erie Employment Planning Advisory Committee
The Grand Erie area is home to a diverse set of employers, (EPAC) is comprised of individuals representing education,
and employees, all of whom were impacted in many ways by community services, economic development, local
the global coronavirus pandemic. This report delves into the government, and local businesses across the Grand Erie area.
many labour market shifts that took place leading up to, and Collectively, these individuals work together to prioritize
during, 2020. key issues and develop solutions. In addition to the EPAC
consultations, the following working groups were established
Labour Market Statistics
to help inform workforce priorities and concerns:
A variety of recognized data sources are used to inform our
• The Grand Erie COVID-19 Recovery Task Force Meetings
knowledge about industry trends, occupational demand, (A sub committee of the LLMP EPAC) including two
population, migration and labour force supply conditions. community surveys
These sources include, but are not limited to: • The Grand Erie Agricultural Task Force
• Labour Force Survey Data • The WPBGE Marketing Strategy Project
• Grand Erie Jobs – Job Demand and Job Search Data • The Grand Erie Job Fair and Skills Exploration Event
• Canadian Business Counts Data • The WPBGE Transportation Survey
• Census 2016 Data
• Employment Ontario Annual Data
• Vicinity
• EMSI
• Regional Economic Development Strategies
Photo courtesy Norfolk County
WE MAKE T
HERE GRAND ERI
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2020-2021 LOCAL LABOUR MARKET PLAN UPDATEThe Grand Erie Labour Force
Year in Review 2020-2021
The Year of the
Coronavirus Pandemic
ABOUT THE L ABOUR FORCE
P O P U L AT I O N
Grand Erie is home to more than 270,000 residents according Regionally, the City of Brantford and Six Nations has a
to 2019 population estimates, with a slightly higher proportion significantly younger population when compared to the rest
of females (51%). of Grand Erie.
Grand Erie’s population is aging. As of 2019, the average age Population Changes in Grand Erie
of Brant CD’s residents was 41, and that of Haldimand-Norfolk According to StatCan’s population estimates1, between
was 43.5. Across all regions, younger core-working age adults 2016-2020, the population of Grand Erie grew by
(aged 25 to 44) make up the smallest proportion of the approximately 6%, or 15,000 residents.
population, while older adults (aged 50 to 65) make up the
largest population group.
300,000
Brant
0 to 4 years Haldimand-Norfolk
5 to 9 years
10 to 14 years 250,000
15 to 19 years
20 to 24 years
25 to 29 years Male 200,000
Female
30 to 34 years
35 to 39 years
150,000
40 to 44 years
45 to 49 years
50 to 54 years
100,000
55 to 59 years
60 to 64 years
65 to 69 years 50,000
70 to 74 years
75 to 79 years
80 to 84 years
2016 2017 2018 2019 2020
85 years and over
2,000 4,000 6,000 8,000 10,000
8
1 Statistics Canada. Table 17-10-0139-01 Population estimates, July 1, by census division, 2016
Source: 2016 Census Custom Tables boundaries (https://www150.statcan.gc.ca/t1/tbl1/en/tv.action?pid=1710013901)
RECALIBRATING: BUILDING A ROBUST WORKFORCE IN GRAND ERIEEMPLOYMENT
G R AND ER IE L ABOUR FORCE CHAR AC TER ISTICS
The tables below present an overview of Grand Erie’s labour market between 2016 and 2020. The last two columns provide
an indication of how our labour market has changed over the last five years, and how much of that is attributable to COVID-19
related changes in the employment landscape.
Brantford census metropolitan area (CMA)* Change Change
2016 2017 2018 2019 2020 since 2016 since 2019
Persons
Labour force participation 74,700 76,000 74,600 82,200 79,400 + 4,700 - 2,800
Employment 70,200 72,300 70,000 78,700 72,800 + 2,600 - 5,900
Full time employment 56,700 58,700 57,600 63,900 59,500 + 2,800 - 4,400
Part time employment 13,500 13,600 12,400 14,800 13,400 -100 -1,400
Unemployment 4,500 3,700 4,600 3,500 6,500 + 2,000 + 3,000
Not in labour force 38,400 38,600 41,800 36,000 40,200 +1,800 + 4,200
Percentage
Unemployment rate 6.0 4.9 6.2 4.3 8.2 Up 2.2 Up 3.9
Participation rate 66.0 66.3 64.1 69.5 66.4 Up 0.4 Down 3.1
Employment rate 62.1 63.1 60.1 66.6 60.9 Down 1.2 Down 5.7
* Excludes data for Haldimand-Norfolk census area
Norfolk CA Change Change
2016 2017 2018 2019 2020 since 2016 since 2019
Persons
Labour force participation 31,900 31,600 31,900 32,700 32,500 +600 -200
Employment 29,600 30,000 30,000 30,700 29,600 0 -1100
Unemployment 2,300 1,500 1,900 2,000 2,900 +600 +900
Not in labour force 20,200 19,900 19,600 23,600 25,200 +5,000 +1,600
Percentage
Unemployment rate 7.2 4.7 6.0 6.1 8.9 Up 1.7 Up 2.8
Participation rate 61.2 61.5 61.9 58.2 56.3 Down 4.9 Down 1.9
Employment rate 56.8 58.4 58.3 54.6 51.3 Down 5.5 Down 3.3
Source: Statistics Canada. Table 14-10-0391-01 Labour force characteristics, annual
In November 2019, Brantford CMA hit a record low sector and among manufacturing and construction jobs.
unemployment rate of 3.1%. Within the same timeframe, the Meanwhile, occupations in health and education increased
number of jobs in Norfolk CA dropped by around 700, raising slightly. In June 2020, pandemic related business closures
the unemployment rate to 6% (+ 0.3% since 2018). brought the unemployment rate up to 12.7% in Brantford
CMA and 10.2% in Norfolk CA.
During the early months of COVID-19, employment dropped
significantly across almost all sectors in Brantford CMA. Businesses began to recover during the summer and fall
Between January and May 2020, almost 9,000 jobs were lost of 2020, with employment almost at January 2020 levels
in the Grand Erie area, much of which were within our service according to StatCan’s December LFS data. The Workforce
9
2020-2021 LOCAL LABOUR MARKET PLAN UPDATEPlanning Board of Grand Erie highlighted just some of the of the pandemic in 2020 to help drive the relatively strong
resilient businesses and their workforce in a January 2021 gains in Grand Erie employment throughout 2020. However,
local news feature called “Workforce Heroes”. Apotex many of these job gains were not in the same sectors or
Pharmachem, Battlefield International, Brooks Signs, occupations as the jobs lost. These will be examined in
Hometown Brew and Six Nations of the Grand River greater detail in the following sections.
Development Corporation quickly pivoted at the beginning
DEMOGR APHIC TRENDS: GENDER
Males Females
In 2019, males made up 59% of all full-time workers and 29% More part-time work within Brantford CMA was taken up by
of all part-time workers. While male part time work increased females, who made up 71% of the part-time workforce and
slightly in 2020, male full-time employment remained 41% of the full-time workforce.
stagnant.
This uneven distribution of work has been amplified by the
While male employment is beginning to plateau, recent LFS pandemic; female part-time employment grew in 2020 at a
data indicates that male participation may be on the rise, fairly steep rate. Meanwhile, many females in full-time work
mirroring national trends. lost their jobs.
LFS data suggests that some male-dominated industries Female employment has been on the increase because of
– such as manufacturing, construction and transportation these part-time workers, but the participation rate appears
and warehousing – are on the decline, as a result of which to be trending downwards, signaling that some women are
some males – namely tradespeople – have lost work. Given leaving the labour force because of difficulties finding suitable
the seasonal nature of male-dominated industries like employment or challenges balancing other responsibilities
construction and agriculture, some males may struggle to like childcare.
find suitable work in the winter months of 2020-2021.
Some female-dominated industries – such as education and
accommodation and food services – grew in 2020, and with it, so
has female employment. That said, much of this employment is
within part-time work, and in lower-skilled jobs, despite the fact
that our female workforce is more highly educated.
Photo: Vandenberg Farms courtesy Brant County
WE MAKE T
HERE GRAND ERI
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RECALIBRATING: BUILDING A ROBUST WORKFORCE IN GRAND ERIEDEMOG R APHIC TRENDS: AG E
Youth The number of seniors employed moved in the opposite
While it is typical for unemployment among youth (aged 15 direction, with labour force trends highlighting small, but
to 24) to drop in the summer months, a significantly larger consistent declines since April 2020. Given the higher
proportion of youth remained unemployed during the likelihood of COVID-19 affecting those 65+, it is likely that
summer of 2020; the Labour Force Survey estimated that this there exists some reluctance in the labour market, both
year’s local youth unemployment rate was almost double among employers who are hesitant about hiring from an
that of 2019. at-risk group, and among laid-off seniors, who have been
advised to take public health precautions seriously.
As of late 2020, our region’s youth have begun reentering the
labour market. Many continue to be absent from the labour Future Trends/Challenges
force, but others are starting to look for work again and many An examination of sex and age related labour force survey
have been successful in this endeavor. Both participation trends reveal, quite clearly, that COVID-19 has affected some
and employment increased, but these continue to remain groups more than others. It is integral that the most impacted
below pre-pandemic levels as of December 2020. It is worth groups: such as part-time female workers, youth, and males
noting, however, that almost all of these employment gains in low-skilled occupations are given the support they need
amongst youth have been in part-time work. While full-time to re-skill for emerging jobs and are successfully re-integrated
employment among young males is gradually increasing again into the labour market in the coming months. This is reliant
– due in large part to gains in wholesale and retail trade sectors on a thorough understanding of industry and occupational
– full-time employment among young females has stagnated. trends, occupations typically held by marginalized groups and
the obstacles they face to alternate opportunities.
Core-Working Age Adults
Local unemployment drops in the core working age Gap Analysis
group have been fairly low throughout the course of 2020. There are many reskilling opportunities available in the
Brantford CMA’s unemployment rate grew less drastically community that cater to prominent business sectors in
when compared to surrounding regions, and has decreased Grand Erie. What remains a struggle for most members of the
consistently after peaking in May. In December 2020, full-time workforce is their ability to participate in the training. Either
and part time employment within this group appeared similar time, finances and/or family commitments will stand in the
to the same month in 2019. Gender data, however, reveals way of educational opportunities.
some differences. Many men lost their full-time jobs in sectors
like manufacturing and construction, as a result of COVID-19 Reskilling opportunities will provide an increased knowledge
related closures. Meanwhile, among women, part-time and understanding of a skill set, but time and experience is
workers were disproportionately affected. Two (2) of every also required to gain the confidence that most employers
three (3) females that lost their jobs in March were previously seek when hiring. Businesses would benefit from a robust
employed in part-time work, presumably in sectors where this orientation and training program within their facility and/or
type of work is more common – like accommodations, food partnering with local skill development programs and post-
services and retail. Sectoral employment changes are further secondary institutions to provide more experiential training
examined in the section below. and learning opportunities.
Care and support is something all members of the
Older Adults and Seniors
workforce need. Some people have a strong support
Among adults aged 55 to 64, employment grew following
system to rely on. Others have few options. Where there
a dip in the spring. While not as many older adults have
are few options, there is a weak foundation. Cracks in the
returned to part time work, full-time older workers increased
foundation leave the workforce and the community unwell,
in the final months of 2020, surpassing employment levels at
and it potentially leaves those they care for in the same
the same time last year. Older females, in particular, took on
circumstance. Prioritizing well-being, and self-care must be
many new jobs from June onwards. This may be indicative of
at the foundation of everything we do. The most vulnerable
underlying financial needs among our older adults and their
members of our community depend on it.
families, coupled with a hiring climate that prefers experience,
and the soft skills that come with it.
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2020-2021 LOCAL LABOUR MARKET PLAN UPDATEGR AND ERIE COVID -19 RECOVERY
S C E N A R I O P L A N N I N G ( O L M P)
In the months leading up to the COVID-19 pandemic, the COVID-19 Economic Recovery Plans will be robust,
Grand Erie’s labour force was faced with a complex set of comprehensive, and capable of withstanding all future
challenges. As a result of skills mismatches and growing scenarios.
barriers to employment, certain businesses and labour force Between March and June 2020, over 2,500 jobs were
segments were strained. These pre-existing conditions, lost in Brantford CMA alone, primarily in manufacturing,
coupled with the drastic shifts to employment triggered construction, and transportation and warehousing. Many
by the pandemic, will have lasting impacts on the region’s of these individuals were core-working age adults in full-
employment landscape and its economy. time jobs. To provide context, Ontario lost around 108,500
Scenario planning allows us to examine the potential employees in those sectors between March and June.
impacts that may be faced by various labour market groups Meanwhile, some industries gained jobs during this period
and to prepare for these changes by developing the including the agricultural sector, healthcare, the finance
appropriate supports. sector and public administration.
Benefits of scenario-based planning: From an occupational perspective, the majority of job
• Provides framework for managing the unprecedented losses during the first few months of the pandemic were
uncertainty posed by COVID-19. within intermediate (Skill level C) occupations. Meanwhile,
managerial/professional (Skill level A) and labouring
• Supports proactive decision-making by identifying
occupations (Skill level D) grew in the early months of the
challenges, opportunities, and potential actions well in
pandemic.
advance.
• Encourages a holistic and collaborative approach to As of December 2020, both Brantford’s employment and
planning that manages system complexity and ensures participation rates have returned to pre-pandemic levels, and
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RECALIBRATING: BUILDING A ROBUST WORKFORCE IN GRAND ERIEremain higher than the provincial rates, signalling that the EMPLOYMENT SHIFTS BY SKILL LEVEL IN
region is recovering faster than surrounding communities. BRANTFORD CMA
However, the impact that the pandemic has had on certain 30,000
sectors and populations remains significant.
As lock-down restrictions were lifted during the summer 25,000
and fall months, the external drivers of employment in
Grand Erie became more apparent. While employment
20,000
in the service sector bounced back, employment in the
goods-producing sector continued to drop.
15,000
EMPLOYMENT BY SECTOR IN BRANTFORD CMA
10,000
70,000
Services-producing sector
60,000 5,000
Skill Level A
50,000 Management and Professional Occupations
DEC JAN FEB MAR APR MAY JUN Skill
30,000
Level SEP
JUL AUG B OCT NOV DEC
2019 2020 25,000
Technical, Paraprofessional and Skilled Occupations
40,000
20,000
Skill Level A 15,000
Skill Level C
Management and Professional Occupations
10,000
Intermediate Occupations
30,000
Skill Level B 5,000
Skill Level D
30,000 25,000
Technical, Paraprofessional and Skilled Occupations Labouring and Elemental Occupations
DEC JAN FEB MAR APR MAY JUN
2019 2020
JUL AUG SEP OCT NOV DEC
20,000
15,000
Skill Level C
Intermediate Occupations
20,000 Source: Statistics Canada. Table 14-10-0313-01 Employment by census metropolitan areas and
10,000
5,000
Skill Levelthree-month
occupation, D moving average, unadjusted for seasonality (x 1,000)
Goods-producing sector DEC JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC Labouring and Elemental Occupations
2019 2020
10,000
DEC JUN DEC JUN DEC JUN DEC JUN DEC
2016 2017 2017 2018 2018 2019 2019 2020 2020 October 2020 job demand data suggests that only around
11% of jobs available were for individuals with university
Source: Statistics Canada. Table 14-10-0097-01 Employment by industry, three-month moving
average, unadjusted for seasonality, census metropolitan areas (x 1,000) degrees or occupational training1. Among these, the most
common job postings were in healthcare and finance –
specifically registered nurses, retail and wholesale trade
Manufacturing saw a small rise but has since dipped again, managers and financial officers. Many of the healthcare
likely as a result of supply chain issues. This was somewhat jobs took particularly long to fill. Job search data, however,
offset by growth within the construction sector, prompted indicated that 36% of Grand Erie’s job seekers were
by an increase in consumer demand for home renovations looking for professional occupations, and this interest
as well as new apartment and business buildings. Along was concentrated among education, social service and
with growth in the construction sector, the region saw management jobs2.
moderate growth in employment within business, building
and other support services. Similarly, there were more job seekers looking to get
back into their trades positions in manufacturing and
Between July and Nov. 2020, the service sector gained 5,900 construction, relative to the number of postings for such
jobs, primarily in food services, wholesale and retail trade, occupations. The most in-demand Skill Level B jobs were
and education. in healthcare (practical nurses) and education and social
As a result of these shifts, many of the jobs gained were services (social and community service workers, early
labouring occupations (Skill level D) in the service sector. childhood educators). The demand for cooks also increased
Meanwhile, more people in intermediate occupations as the food service sector picked back up in the summer,
(Skill level C) lost their jobs, as did many in professional but based on posting length data, many businesses are
occupations (Skill level A). struggling to fill these positions.
Examining this data by gender, we see that a lot of the
professional jobs lost were held by female workers, while
the intermediate occupations were more commonly held
by males.
1 https://workforceplanningboard.org/wp-content/uploads/2020/11/20-10-GE-
Job-Demand-Report.pdf
2 https://workforceplanningboard.org/wp-content/uploads/2020/11/20-10-GE-
Job-Search-Report.pdf 13
2020-2021 LOCAL LABOUR MARKET PLAN UPDATEA vast majority – 69% – of job postings were for intermediate the fact that many women who lost their part-time jobs in the
and labouring occupations such as general farm workers, service sector are unable to find other part-time work/remote
material handlers, retail salespersons and customer and work, and cannot assume full-time, in person jobs due to other
information service representatives. While many of the responsibilities like childcare. Many of these individuals are
top jobs were in demand even before the pandemic, a also hesitant or unwilling to re-enter service sector jobs where
few – such as delivery and courier service drivers, light duty physical distancing is not always possible.
cleaners and bus drivers – have increased in demand over
the last few months.
Employment Planning Advisory Committee:
It is also worth noting that Brantford’s participation rate has See Appendix A
seen a slight dip in recent months, and this decline is primarily
among core-working age women. Based on local news Grand Erie COVID-19 Recovery Task Force Members:
reports and stakeholder consultations, this is attributable to See Appendix B
W P B G E W O R K E R I M PA C T S U R V E Y R E S U LT S
In April 2020, WPBGE conducted a Worker Impact Survey Survey question:
to measure the immediate impact of COVID-19 on area The government is Strongly Strongly
disagree agree
residents/employees1. Results revealed that while many doing enough to 14% 18%
lost their jobs, around 19% were working more, primarily support me and my
in healthcare, transportation and warehousing. This was family during the
true for remote workers as well. For many parents of young crisis
children, this meant juggling parenting and an increased Somewhat
workload simultaneously. The survey also highlighted disagree
20%
significant levels of concern among recently laid-off
Somewhat
individuals about being able to pay for groceries, rent and agree
24%
other monthly bills.
Neither agree
nor disagree
1 https://workforceplanningboard.org/many-local-workers-lose-work-due-to-covid-19-survey/ 15%
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RECALIBRATING: BUILDING A ROBUST WORKFORCE IN GRAND ERIESurvey question: Permanently Survey question:
What is your lost work due Top reasons for reduction in work are…
to COVID-19
current job status? 5%
Employer/business shut
down temporarily 30.18%
Working in usual
place of work Slow down
35% in business 23.10%
Temporarily not Requirement to provide
working due care for dependent(s) 9.19%
to COVID-19
37% Requirement to self-
quarantine 4.72%
Working from home
temporarily
23%
Survey question:
As a result of the COVID-19 crisis, I am more worried
Survey question:
about being able to…
Change in work volume; you are…
…working more Strongly
19% 11% 12% disagree
…no longer 12%
working 10% 16%
36% 8% Somewhat
13% disagree
17% 14%
Neither agree
29% nor disagree
…working about 24% 28%
the same amount Somewhat
27% agree
…working less
18% 32% 29% 27% Strongly
These changes have brought additional levels of stress to agree
the workforce. Programs such as the Canada Emergency
Pay my monthly Pay my rent or Have enough food
Response Benefit (CERB) were able to keep these concerns bills mortgage for me and my
at bay, but only temporarily. As the pandemic stretches on, family
there is growing concern about the mental health and well-
being of Grand Erie’s residents. Further, access to mental
healthcare has been negatively affected by COVID-191.
Supporting wellness, thus, is of top concern, and critical to
1 https://cmha.ca/wp-content/uploads/2020/12/CMHA-UBC-wave-2-Summary-of-Findings-
holistic workforce development. FINAL-EN.pdf
15
2020-2021 LOCAL LABOUR MARKET PLAN UPDATEHE ALTH AND WELLNESS
G R A N D E R I E C O V I D -19 C A S E P R O F I L E S
Public health data indicates that cases within the Grand Brant County Health Unit (Brantford, Brant)
Erie area were not as widespread in 2020 as in surrounding Infectious Diseases Coronavirus
regions such as Hamilton, Waterloo and Guelph. Case Wellness Works
counts, however, have been on the rise, due to varying
Health and Social Services Haldimand and Norfolk
complications with the virus mutating and supply of
Additional daily statistics | HealthUnit Haldimand-Norfolk
vaccines. Health units in Grand Erie provide real-time
Health Topics | HealthUnit Haldimand-Norfolk
information about COVID-19 case counts and information on
how and where to get help and information and education Six Nations Health Services
on how to best protect yourself and your family: SKODEN | Six Nations – COVID-19
Six Nations Health Services
Government of Canada
Coronavirus disease (COVID-19): Outbreak update Mississaugas of the Credit First Nation
MCFN Community Health Unit
Province of Ontario
The Province of Ontario’s COVID-19 vaccine distribution
is lead by Retired General Rick Hillier, Chair of Ontario’s
COVID-19 Vaccine Distribution Task Force
COVID-19 vaccines for Ontario | COVID-19 in Ontario
16
RECALIBRATING: BUILDING A ROBUST WORKFORCE IN GRAND ERIEMADE IN GRAND ERIE WELLNESS
To the invaluable Workforce of Grand Erie, don’t forget to look after you!! Take time for you and enjoy what we’ve “made” right
here in Grand Erie. Spend the day clearing your head in the woods, or on a trail. It's free, its local and it comes complete with
fresh air and vitamin D!! Pack a snack and don’t forget your hand sanitizer! Thank you to our many partners and fellow members
of the Grand Erie workforce for all you do to keep the facilities mentioned below, maintained and safe. Click on the links to
virtually visit just some of Grand Erie’s natural and recreational resources.
National Wellness Haldimand County
Wellness Together Canada Recreation and Facilities – Haldimand County
Ontario Parks in Grand Erie Trails & Pathways – Haldimand County
Long Point Provincial Park Things to See and Do – Haldimand County
Rock Point Provincial Park Crisis Assessment and Support Team – Community and
Selkirk Provincial Park Mental Health Services – CAMHS
Turkey Point Provincial Park Crisis Service | St. Leonard’s
Contact Us | Health Unit Haldimand-Norfolk
Grand River Conservation Authority
Outdoor recreation – Grand River Conservation Authority Norfolk County
Parks and Recreation – Norfolk County
Six Nations Norfolk County Trails – Norfolk County
Six Nations of the Grand River Parks and Recreation Explore Norfolk County Trails – Norfolk Tourism Home
Six Nations Nature Trail – Six Nations Tourism Crisis Assessment and Support Team – Community and
Six Nations Health Services Mental Health Services – CAMHS
Indigenous Health Contact Us | Health Unit Haldimand-Norfolk
New Credit City of Brantford
Recreation – Mississaugas of the Credit First Nation Parks and Recreation – City of Brantford
Social & Health Services – Mississaugas of the Credit Trails – City of Brantford
First Nation Discover Brantford
Indigenous Health Let’s Talk Brantford
Brant County Crisis Service | St. Leonard’s
Parks, Trails and Activities – Brant County Mental Health and Addiction – BCHS
Recreation – Brant County
Things to see and do – Brant County
Mental Health and Addiction – BCHS
Crisis Service – St. Leonard’s
17
2020-2021 LOCAL LABOUR MARKET PLAN UPDATEGR AND ERIE RECOVERY TA SK FORCE PRIORITIES
Key factors that would influence recovery were identified by programs, gaps and challenges as they pertained to each
the Grand Erie Recovery Task Force in April and May, 2020. area of focus. As of early December, members of the Grand
Between June and August 2020, critical uncertainties were Erie Recovery Task Force were beginning to engage in
identified and the Grand Erie scenario matrix was built. In the conversations around collaborating and incorporating the
fall of 2020, WPBGE established 4 working groups: economic identified priorities into their organization’s deliverables.
development, skills development, education and businesses The priorities as identified by each working group are
supports – to build out, revise and validate scenarios and identified here:
action plans. In October and November 2020, each working
group shortlisted their top 5 priorities, and identified existing
BUSINESS SUPPORTS WORKING GROUP
Priority #1: Advocate for adjustment of legislation to Priority #4: Support industry network development
allow employers more flexibility • Building relationships between business leaders/HR
• According to a recent StatCan business survey (2020), reps with the same sector and with other community
30.4% of businesses did not know how long they could agencies was identified as a top priority during LBS’s
continue to operate at their current level of revenue and Brant, Haldimand and Norfolk Community Stakeholder
expenditures before considering further staffing actions, Discussion (in October 2020).
closure, or bankruptcy1.
Priority #5: Develop a consistent “one-stop shop” for
Priority #2: Increase financial support for new cleaning information, resources, etc.
protocols • Community stakeholders recognize Grand Erie Jobs
• During the summer of 2020, 70% of Grand Erie businesses Portal as a central resource for job seekers, and new
were concerned about longer term access to PPE and developments to the platform to increase supports for
workers feeling unsafe, according to WPBGE’s Business job seekers are being considered.
Recovery Survey (2020).
Priority #3: Design digital inclusion supports for
residents & employers with limited internet access
• According to WPBGE’s Business Recovery Survey (2020),
internet connectivity was the biggest barrier for Grand
Erie’s remote workforce. Employers called for government
investments in broadband infrastructure and incentives
for tech programs to support remote workers.
• Ontario is investing nearly $1 billion to expand and
improve broadband and cellular access. Historic
investment will support unserved and underserved
communities during COVID-19 and beyond.
• Based on the report: The Sudden Shift to Remote Delivery
in LBS in Ontario (2020), an estimated 45% of learners likely
had internet access, and 27% had limited connectivity
using cell phones2. These numbers are likely even lower
in remote areas, such parts of Haldimand, Norfolk, Six
Nations and New Credit.
• According to a recent StatCan business survey (Nov. 2020),
once the pandemic is over, 14.7% of businesses anticipate
that all of their workforce will continue to primarily
1 https://www150.statcan.gc.ca/n1/daily-quotidien/201113/dq201113a-eng.htm
telework or work remotely.”3 2 https://alphaplus.ca/download/shift-remote-delivery-report/?fbclid=IwAR0Xy7bZJAHzGwGMG
18
m9ZmTFCA9IIvnIGWuyPm2772OYsz33-mE9hJSMLI7k
3 https://www150.statcan.gc.ca/n1/daily-quotidien/201113/dq201113a-eng.htm
RECALIBRATING: BUILDING A ROBUST WORKFORCE IN GRAND ERIEECO N OM I C D E V E LO PM E NT WO R K I NG G ROUP
Priority #1: Advocate for forgivable loans & grant Priority #4: Advocate for affordable and attainable
programs housing
• According to WPBGE’s Business Recovery Survey • Grand Erie area government representatives, municipal
(2020), the #1 support that businesses are looking for is councils and the Western Ontario Warden’s Caucus
government investment in promoting local businesses. have all undertaken projects to advocate and plan for
more affordable and attainable housing. These steps
Priority #2: Identify business needs in key sectors
will help ensure that the importance of housing and the
• According to WPBGE’s Business Recovery Survey (2020), responsibility that comes with it, is understood by all
18% of businesses would like to develop new business members of the community from Government through
strategies for the next 1-5 years, but do not know how/ to the workforce. Housing is an investment and provides
have the resources to do so. shelter and wellness. A good understanding of this and
a good variety of options provides a better quality of life
Priority #3: Increase promotion of skills training
and builds stronger communities.
programs
• According to WPBGE’s Business Recovery Survey Priority #5: Share insightful labour market data
(2020), around 75% of businesses across all sectors and • A recently undertaken and approved WPBGE
business sizes said they would be interested in receiving Marketing Strategy provides direction for the best
government grants to help with designing and delivering way to disseminate data and information to Economic
essential skills and custom technical training to staff. Development Partners, businesses, agency partners and
the workforce.
SKILLS DEVELOPMENT WORKING GROUP
Priority #1: Increase digital/technical skills Priority #4: Support soft-skills training within the
development workplace
• According to WPBGE’s Business Recovery Survey (2020), • According to the OECD, on average, Canadian employers
81% of businesses with remote workers indicated the spent $889 CAD per employee on learning and
need for digital skills training for staff. development from 2016-2017, relatively little compared to
their international counterparts1.
Priority #2: Design and deliver HR training for • According to WPBGE’s Business Recovery Survey (2020),
employers 75% of businesses value support with the development
• A variety of training needs were identified through and delivery of essential skills training.
WPBGE’s Business Recovery Survey (2020), including health
and safety training, digital marketing training, and training Priority #5: Align labour market information (LMI) with
on industry-specific guidelines related to COVID-19. skills training focuses
• The same survey revealed that over 1 in 4 businesses do • WPBGE’s (2019) Job Seeker and Employee Survey results
not have any crisis response plan to guide them in the reveal high levels of underemployment within our region,
event of an outbreak. with many employees stating they are unable to use their
skillsets regularly at work.
Priority #3: Develop transferable skills training
curriculum
• As a result of the pandemic, transferable skills such as
adaptability/flexibility, resilience and interpersonal skills
have grown significantly in demand based on WPBGE’s
Business Recovery Survey (2020) results.
1 https://fsc-ccf.ca/research/return-on-investment-industry-leadership-on-upskilling-and-
reskilling-their-workforce/
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2020-2021 LOCAL LABOUR MARKET PLAN UPDATEE D U C AT I O N W O R K I N G G R O U P
Priority #1: Enhance student education around career Priority #4: Find new ways of engaging/involving
pathways parents/families about education and career pathways
• Employers who participated in WPBGE’s 2019 In-Demand as early as primary grades
Skilled Trades study highlighted the importance of • Based on the results of WPBGE’s 2019 In-Demand Skilled
reducing stigma around the trades by increasing Trades Study, ‘stigma around the trades’ is the #1 issue
education around it. impacting the trades in Grand Erie. As a result of this,
employers indicated that their biggest barrier to hiring
Priority #2: Increase integration of digital skills apprentice is a lack of interest/participation.
training and technology into core courses
• Prior to the pandemic this was identified as a need. As Priority #5: Strengthen connectivity between career
a result of the pandemic and the ever-changing work counsellors and industry professionals
and learning environments, digital literacy has become • Encouraging businesses to view the Ministry of Education,
a primary skill needed for success. Finding new ways of career counsellors and Parent Councils/School Board
integrating digital skills training into required curriculum Trustees as a resource for their workforce needs, and
would benefit students who wouldn’t naturally pursue developing educational and marketing materials around
computer education or have regular access to technology their business is needed. This material could be housed in
or internet. career counselling offices to help inform the counsellors
and the students about the availability and type of work
Priority #3: Broaden the scope of experiential learning available right here in Grand Erie. More support is needed
• The school boards offer experiential learning options to describe career ladders and pathways.
to students in a variety of ways. More could be done
to develop working relationships with area businesses
to encourage more opportunities that will benefit the
student’s learning experience and assist area businesses
with workforce and retention. Retaining graduating Detailed Group Priority Table: See Appendix C
students in the Grand Erie Area will contribute to the
overall well-being of the community.
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RECALIBRATING: BUILDING A ROBUST WORKFORCE IN GRAND ERIEEDUC ATION, SKILL S & TR AINING
The Grand Erie community is abundant with many learning
opportunities and institutions, from Day Care facilities to Post Grand Erie Area Schools and Continuing Education:
Secondary Institutions and everything in between. See Appendix D
E D U C AT I O N A L AT TA I N M E N T B Y G E N D E R
No certificate, diploma or degree 42% 58%
Secondary (high) school diploma or equivalency certificate 41% 59%
Apprenticeship or trades certificate or diploma 73% 27%
College, CEGEP or other non-university certificate or diploma 49% 51%
University certificate, diploma or degree 52% 48%
Male
Female
Source: 2016 Census Custom Tables
SK ILL S COM POSITI O N O F G R AN D E R I E’S WO R K FO RCE
Individuals in professional occupations
(requiring university education) make 14%
Skill Level D
up around 20% of Grand Erie’s labour Labouring and Elemental Occupations
force, while people in labouring 32%
occupations (requiring no formal Skill Level C
Intermediate Occupations
education) make up around 15%. Of
the remainder, approximately one-third 22%
Skill Level A
are in technical and skilled occupations Management and Professional Occupations
and the other third are people in
intermediate occupations.
32%
Skill Level B
Technical, Paraprofessional and Skilled Occupations
Educational Attainment by Skill Level
Skill Level A
Management and Professional Occupations 5% 18% 4 29% 44%
Skill Level B
Technical, Paraprofessional and Skilled Occupations 8% 26%
Skill Level C
Intermediate Occupations 16% 39% 11%
Skill Level C
Intermediate Occupations 17% 40% 7% 28% 8%
Skill Level D
Labouring and Elemental Occupations 28% 47% 5% 15% 4
No certificate, diploma or degree
Secondary (high) school diploma or equivalency certificate
Apprenticeship or trades certificate or diploma
College, CEGEP or other non-university certificate or diploma
University certificate, diploma or degree
Source: 2016 Census Custom Tables
21
2020-2021 LOCAL LABOUR MARKET PLAN UPDATEBased on educational attainment data, both professional result in skills loss among our more educated workers as
occupations and labouring occupations have a skills- they settle for jobs they are overqualified for. Even worse, we
mismatch. The former employs a significant portion could see a brain drain as these individuals seek work outside
of individuals with secondary school diplomas, trades of Grand Erie. The pandemic has increased the likelihood
certificates and even college diplomas; this is likely the result of this by making remote work more commonplace. There
of employers settling for less qualified candidates, which may be some opportunities to educate employers about this
ultimately affects business performance. available talent pool, or to attract external businesses who are
looking for Skill level A workers.
Meanwhile, around 24% of individuals with a post-secondary
education are in jobs that do not require it, which results in Inversely, people with no formal education made up around
underemployment of these individuals and underutilization 4% of job seekers between June and October 2020, but 12%
of their skillsets. of postings were for labouring occupations. These individuals
face a greater set of socio-economic barriers to employment,
People in technical/skilled and intermediate professions
and these will likely be augmented by the pandemic if the
seemed to be better matched, although there are still some
appropriate supports are not made available to both job
who are underemployed.
seekers and employers.
Job search trends captured by Grand Erie Jobs between June
and October indicate that around 44% of job seekers are
looking for professional occupations. Meanwhile, only 11%
of jobs posted require this skill level. Given that around 20%
of Grand Erie’s workforce has the skill level for professional
occupations, this points to the skills-mismatch; more of Grand
Erie’s university educated residents have been on the job
hunt during this pandemic, even though there are fewer
professional jobs available. In the longer term, this could
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RECALIBRATING: BUILDING A ROBUST WORKFORCE IN GRAND ERIETRAINING IN GRAND ERIE
Apprenticeships Employment Services
I Number of New Registrants in 2019: 374 (+24 since 2018) I Number of assisted clients increased by 53% to 3,020
I Number of Certificates of Apprenticeship issued in 2019: in 2019
141 (+5 since 2018) I Number of unassisted clients increased by 79%
I Apprentices by demographic: I 2019 Employment Services Clients by demographic:
I ~ 48% are aged 15-24, and the remaining 51% are I 24% between 15-24 years old (up 48% since 2018);
between 25-44 years old 3% over 65 years old (up by 144% since 2018)
I ~ 86% male (up from 2019) I 40% completed secondary school, 26% had a
I ~ 14% have less than Gr. 12 education certificate or diploma and 9% had a bachelor’s degree
I Top trades by number of active apprentices: or higher
I 13% identified as aboriginal
1. 310S: Automotive Service Technician
I 11% have a disability
2. 433A: Industrial Mechanic Millwright
I 47% reported no income, while 17% reported
3. 309A: Electrician – Construction and Maintenance
4. 310T: Truck and Coach Technician Employment Insurance and another 15% reported
5. 332A: Hairstylist Ontario Works as their primary source of income
I Rise in number of people from manufacturing, retail
6. 313A: Refrigeration and Air Conditioning
Systems Mechanic trade and healthcare and social assistance industries
7. 313D: Residential Air Conditioning Systems Mechanic Literacy and Basic Skills
8. 429A: General Machinist
9. 306A: Plumber I Number of new in person learners doubled to 510
I Number of clients aged 15-24 increased significantly
I Around one-third are female
Future Trends/Challenges We have an opportunity before us to come together as
Predicting the skills that the workforce will need was a a community, including parents, educators, trainers and
challenge in the days prior to the pandemic. The pandemic businesses to expand the local knowledge base among
has exacerbated this challenge. The economic crisis and the Grand Erie workforce within many different sectors. It’s
worldwide uncertainty that has come with the pandemic, a once in a lifetime chance to build a foundation of a more
creates more uncertainty with future predictions and innovative and inclusive post-pandemic economy and society
planning around skills. This challenge will stand in the way for Grand Erie, Ontario and Canada.
of achieving a workforce that is responsive, adaptable
and resilient.
Gap Analysis
The pandemic has highlighted gaps more clearly with our
ability to predict labour market trends and the importance
of developing new approaches to planning. There is a need
to ensure a more equitable distribution of opportunities
for training and education. Whether this is through post-
secondary education for young people prior to entering
the workforce or as continuing education. What is clear is
that there is a gap between the needs of businesses and
educators and the opportunities they could provide for
training, either within the business, or in partnership with
local education facilities.
23
2020-2021 LOCAL LABOUR MARKET PLAN UPDATEYou can also read
