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/ Listing Categories / Labour Market Outcomes

Content in this category pertains to material about the prospects, successes and challenges of specific groups of workers and professions in the labour market.

2012 Year-End Poll of Employers A Look at Hiring and Salary Projections for the Coming Year

The job market for Class of 2013 business graduates, particularly those with graduate-level degrees, may be looking up, according to a Graduate Management Admission Council survey of 201 employers. 76% of respondents in the 2012 Year-End Poll of Employers expect to hire new MBA graduates in 2013. 

2013 Alumni Perspectives Survey

The findings in the 2013 Alumni Perspectives Survey report answer these questions and others that address current economic and regional trends affecting alumni of MBA and other business master’s programs.

2013 Corporate Recruiters Survey Hiring Report

This report examines the hiring outlook for graduate business students and analyzes demand by industry and world region, salaries, job functions, and mobility in regional job placement. In addition to trends for MBAs as well as Master in Management and Master of Accounting talent, this year’s study includes, for the first time, detailed findings for Master of Finance degree-holders.

2013 – 2014 Talent Management and Rewards Study — North America

At a glance: Fewer than four in 10 employers (37%) say their employees understand how they can influence their careers. A reported 41% of organizations have problems retaining critical-skill employees, and the percentages have been trending upward the last four years. Nearly one-quarter of organizations give bonuses to employees who fail to meet expectations — and close to two in 10 give employees the same bonus regardless of individual performance.

A Better Balance: Regus Work-Life Balance Index

A new study by Regus, indicates that Canadians part of Generation X or Generation Y are “marginally better” at achieving work-life balance in comparison to workers in other countries. This is especially the case if they’re running their own businesses. The study is based on he views of 26,000 professionals in more than 90 countries around the world. This is the second year for the study.

A Survey of Sessional Faculty in Ontario Publicly-Funded Universities

Most of Ontario’s part-time faculty members are “highly dedicated instructors who are far less interested in tenure-track careers than in pursuing teaching as a full-time occupation,” according to a new report from the Centre for the Study of Canadian & International Higher Education. The study surveyed part-time instructors from 12 Ontario institutions and found that only 28% of those classed as “precarious” reported that they were pursuing a tenure-track position, while the majority indicated a desire to become full-time teaching-stream instructors. The report also found that part-time faculty reported high levels of career pessimism and general dissatisfaction.

Aboriginal People Living Off-Reserve and the Labour Market: Estimates from the Labour Force Survey, 2007 to 2015

This report provides an overview of the labour market integration of the off‑reserve Aboriginal population in Canada’s ten provinces during and after the 2008/2009 economic downturn, as compared to the non‑Aboriginal population. Using annual averages from the Labour Force Survey (LFS), covering the period of 2007 to 2015, the main focus is on Aboriginal people in the core working ages (25 to 54 years), although youth (aged 15 to 24 years) and older adults (aged 55 years and older) are considered separately. In addition to Aboriginal group, labour market indicators are distinguished by gender, geography (province/region of residence), education, lone parenthood, and marital status. The distribution of work characteristics (e.g., self‑employment, sector of employment, usual work hours, wages, job tenure, industry, and occupation) by Aboriginal status are also explored.

Addressing the Catch 22: RBC Career Launch Applicants – Recommendations for Improving School-to-Work Transitions

CCDF was commissioned by RBC to conduct an analysis of applications to its Career Launch Program for the first three years of its operation. The research within the report is based on a random sample of approximately 5,800 applications submitted during the three years that the RBC Career Launch Program has been accepting new graduates into paid internship positions. The applications received from recent post-secondary graduates (24 years old or younger) provided data on applicants’ education, work and volunteer history and, in the essay portion of the application, their perspectives on what can be done to improve school-to-work transitions in Canada.

Aligning Skill Development to Labour Market Need

This report explores the contradiction of rising levels of educational attainment coexisting with weak alignment between skills and labour market needs.

An Economy Out of Shape: Changing the Hourglass

Toronto’s labour force has experienced significant changes over the last 20 years, not only in terms of notable employment growth but also considerable job losses among certain occupations. To make sense of these trends, three distinct occupational categories have been identified in this report: Entry-level jobs (which require no previous work experience and no more than a high school education); Middle-level jobs (which require several years of work experience or some pre-acquired demonstrable skill); Knowledge jobs (which involve the application of a high level of skills and almost always require a university or college degree). In the City of Toronto, this hourglass is top-heavy, with a higher proportion of Knowledge jobs. In the rest of Ontario, the hourglass is bottom-heavy, with a higher proportion of Entry-level jobs. A polarized labour market results in polarized incomes and fewer middle income jobs means fewer prospects for economic advancement. Determining the kinds of jobs that are available as well as the opportunities for advancement is important to create a successful and sustainable economy. View

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