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Content in this category pertains to material about the state of the workforce and different initiatives that are in place to promote labour force inclusivity.

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.

21 Jobs of the Future: A Guide to Getting – and Staying – Employed Over the Next 10 Years

Concern about a “jobless future” has never been greater. Seemingly every day, an academic, researcher or technology leader suggests that in a world of automation and artificial intelligence (AI), workers will increasingly be a surplus to what businesses need – or as Stanford University’s Jerry Kaplan says in his best-selling book, it won’t be long before “humans need not apply.” The concerns are understandable. AI – long academic theory and Hollywood plotline – is becoming “real” at an astonishing pace and finding its way into more and more aspects of work, rest and play. AI is now being used to read X-rays and MRIs. It’s at the heart of stock trading. Chat with Siri or Alexa, and you’re using AI. Soon, AI will be found in every job, profession and industry around the world. When machines do everything, lots of people wonder what will we do? What work will be left for people? How will we make a living when machines are cheaper, faster and smarter than we are – machines that don’t take breaks or vacations, don’t get sick and don’t care about chatting with their colleagues about last night’s game? For many people, the future of work looks like a bleak place, full of temporary jobs (a “gig” economy), minimum wage labor and a ruling technocracy safely hidden away in their gated communities and their circular living machines. Although plausible, this vision of the future is not one we share. Our vision is quite different – and much more optimistic. View

A case for pan-canadian competency framework

There are 400,000 Canadian jobs looking for people, and more than 1.32 million Canadians looking for jobs. These unfilled jobs mean unnecessary unemployment, costs to individuals and communities, and lost productivity and profit for employers. One study estimated that skills gaps and mismatches in Ontario alone cost that economy $24.3 billion a year.   View

A Challenging Future for the Employment Relationship: Time for affirmation or alternatives?

This note discusses the evolution of the employment relationship, the stresses posed by the changing organization of work, the prognosis for fundamental alteration of the relationship, and regulatory challenges in providing adequate protection to workers in evolving employment relationships View

A Clear Business Case for Hiring Aspiring Workers

Labour shortages in Canada are projected to reach close to two million workers by 2031, costing the Canadian economy billions in lost GDP annually. Additionally, rising rates of absenteeism, presenteeism, and turnover are now requiring employers to use innovative ways to recruit and retain a qualified labour force. Most people living with a mental health problem or illness want to work and can make important contributions to the workforce if they are adequately supported. This report presents the business case for employers to actively recruit and accommodate people living with a mental illness through an in-depth examination of the financial, social and organizational costs and benefits. The focus is on Aspiring Workers, those people who, due to mental illness, have been unable to enter the workforce, who are in and out of the workforce due to episodic illness and are struggling to remain in the workplace, or who wish to return to work after a lengthy period of illness. View  

Aboriginal Engagement in the Workforce

Overview of several programs provided by members of TASC to promote Aboriginal worker inclusion.

An exploration of the determinants of the subjective well-being of Americans during the Great Recession

This paper uses data from the American Life Panel to understand the determinants of well-being in the United States during the Great Recession. It investigates how various dimensions of subjective well-being reflected in the OECD Better Life Framework impact subjective well-being. The results show that income is an important determinant of subjective well-being. The unemployed and the disabled are significantly less satisfied with their lives than the working population, while the retired and the homemakers are more satisfied. The paper expands the existing evidence by showing that homeowners, registered voters and those with access to health insurance have higher levels of subjective well-being.

Automation Across the Nation: Understanding the potential impacts of technological trends across Canada

Automation Across the Nation: Understanding the potential impacts of technological trends across Canada is a new data insights report produced by the Brookfield Institute for Innovation + Entrepreneurship. Technological trends come with benefits and risks. On the one hand, they should be viewed as a major driver of economic growth and prosperity. On the other, technology poses potential risks – notably for workers responsible for job tasks that can now be automated. As a large, economically diverse country, Canada will experience an uneven distribution of the risks of technological trends. This data insights report begins to identify how susceptible Canada’s different regional economies to automation. It aims to inform the design of policies and programs that seek to mitigate the potential negative impacts associated with rapidly advancing technology. This report is part of a series focused on the tension between innovation driven growth and inclusive economic growth, with a particular focus on the future of work and skills. Read this data insights report to help you: Understand the distribution of risks associated with automation across all of Canada’s Census Metropolitan Areas (CMAs) and Census Agglomerations (CAs) Identify the industries in Canada most and least vulnerable to automation Identify the CMAs and CAs most and least vulnerable to automation across Canada and within specific geographic regions Identify common industrial characteristics of the CMAs and CAs most and least vulnerable to automation across Canada and within specific geographic regions   Key facts from the report: Small regional economies specializing in manufacturing or mining, quarrying, and oil and gas extraction are most susceptible to automation, including Woodstock, Ont., Tillsonburg, Ont. and Quesnel, B.C. Areas less susceptible to automation include cities and towns with a large hospital, post-secondary institution or public sector presence, for example, Petawawa, Ont., Ottawa-Gatineau, Ont., and Fredericton, N.B.. Industries with the highest proportion of automatable work activities include: accommodation and food services; manufacturing; transportation and warehousing; agriculture, forestry, fishing and hunting; and mining, quarrying, and oil and gas extraction. About 62 percent of work activities could be automated within these industries. Applied to 2011 Canadian census data, about 46 percent of work activities have the potential to be automated, across all Canadian industries. This does not mean that 46 percent of jobs could be automated. Most jobs comprise a mix of work activities, only some of which are automatable; however, the proportion of work activities that could be automated is significant – equivalent to about 7.7 million jobs across the country. Even Canada’s largest cities are not immune to the effects of automation; in Toronto, Montreal, and Vancouver, about 46 percent of work activities have the potential for automation. The diversity of a local economy, which varies across Canadian cities and towns, can influence the potential impacts of automation. Highly specialized cities and towns in which a high proportion of work activities have the potential to be automated may be the most vulnerable.   To find out our take on the topic, read Mapping Automation: How will advancing technology impact cities and towns across Canada?   View

Better Business Outcomes Through Workforce Security: A Business Case Framework

Major shifts in the Canadian and global economy—including a more competitive global market, capital mobility, a transition from manufacturing to services, and the proliferation of technology—have profoundly affected both businesses and the people that work for them. These shifts, and in particular, the economic shocks of the early and mid-1990s and 2008, contributed to low confidence among business leaders in growth prospects for their organizations, countries and the global economy.1 The labour force has broadly reflected these shifts and the associated uncertainty among businesses. There has been a significant increase in insecure employment: in the past 25 years, temporary and solo self-employment with no employees have grown by almost 60%.2 There is growing evidence that these changes are negatively affecting the robustness of our economy and the ability of companies to compete globally.3 However, a recent KPMG survey of nearly 1,300 CEOs from many of the world’s leading companies revealed that business leaders believe that we are entering a period of significant change and opportunity, driven by rapid technological innovation.4 CEOs are more confident in their ability to transform and grow their organizations and recognize that to transform their organizations and drive growth, it will be critical to become more dynamic, redesign operating models, broaden collaboration and develop a people strategy to build the talent of existing and future workers in all roles. These changes have the potential to drive broader social changes and provide the foundation for an improved economic climate for companies to operate within. View

Better Work: The path to good jobs is through employers

Among industrialized countries, Canada has the highest proportion of residents with a post-secondary education, yet we also have the highest rate of degree holders working in jobs earning half the median income or less. And a rise in precarious employment and the widening gap between knowledge sector jobs and entry-level jobs is creating income disparity. This report examines our under-performing labour market and challenges the popular notion that the threat to good jobs is inevitable.

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