Build and retain a strong labour force

There is much we need to accomplish if we want to make Canada’s electricity grid net-zero by 2035. And yet, there is also an important statistic looming near this date as well: according to the World Economic Forum, by 2030 – five years before the government’s stated goal – one in six people in the world will be reaching retirement age.

Even before the pandemic, hiring qualified candidates was becoming a significant problem for electricity companies, especially powerline workers as well as those in fields such as advanced analytics, computing, and information communication technologies to support increased digitalization. There isn’t just a shortage of technical skills and labour; companies are also having trouble finding candidates with leadership skills needed to build resiliency in the workplace and adapt to the changing needs of the industry.

These labour market trends also have been exacerbated by the pandemic and its continuing aftershocks including:

• The lack of immigration during the pandemic, coupled with a low birth rate and retirements have decimated the Canadian “labour pool” to almost a “labour puddle.”

• Inflation and interest rates have risen to record levels since the 1990s adding significant pressure on cost-of-living and compensation levels of employees.

• The rising cost of housing and rental markets in major cities have stifled labour mobility.

• Companies are also struggling with employee mental health and well-being, increased absenteeism, and a desire for more remote and hybrid work.

These ongoing labour and workplace challenges at a time of global energy transition call for bold action by governments, industry, and stakeholders alike.

Electricity Industry Labour and Workplace Priorities

• Talent attraction, retention, and promotion

• Equity, diversity, and inclusion

• Succession planning and leadership development

• Total compensation

• Collective bargaining

• HR analytics and technology integration

• “Human capital” performance metrics and disclosure

• Mental health and well-being

• Future of work