What was your experience like as a woman in trades?
Despite various obstacles women in trades have unique advantages and opportunities in building and construction careers. Personally I have found it to be an engaging, rewarding career. I have dealt with my fair share of challenges and difficult personalities but over the years have become increasingly resilient. By shifting my mindset, I have been able to stop taking things personally, smile in the face of adversity, and prove myself. By using negative energy as my motivational drive to succeed I have turned some of the most difficult naysayers into my biggest supporters.
What are some of the benefits of working in the skilled trades? Skilled Trades are essential, as long as human life exists on this planet we need people to build and maintain the infrastructure all around us. From the deepest mine to the furthest space station, there is no end to the career possibilities and opportunities for advancement, not just locally but globally.
Whether you start your journey through a technical institute or choose an “earn while you learn” apprentice the trades equip you with practical knowledge and transferable skills that can be used in so many aspects of life. We drive around with friends and family just to proudly say, “See that structure or bridge or building that employees 1000s of people? Yeah man, I helped build it!” It’s an unbeatable feeling to know that skilled workers are the backbone of physical infrastructure all around the world and we get to celebrate being a small part of it.
The skilled trades is an industry that’s long been associated with various gender and class based stereotypes –what’s are some of the barriers you’re breaking down as a woman and advocate for diversity in the skilled trades?
I am a pilot project that went really right. Credibility and relatability in a male industry shows you’re equal. I share my story with audiences around North America, to inspire them to follow in my footsteps — if I can do it you can too.
How have the skilled trades impacted your life outside of the workplace?
I was a millionaire by the time I was 30. The skilled trades have been an undervalued industry for women with ambition and the smarts to match. The trades have allowed me to help many underprivileged young people and families by being a success at a young age financially and intellectually. I have also been able to change the narrative around blue collar being a second class profession.
What is your biggest piece of advice you’d give to those looking to start a career in the trades?
What are you waiting for?! It’s a rewarding industry and people like myself and many others have opened the gate and front door to an incredible future with over 300 trades just waiting for you. But be careful ... once you pick one, you'll be addicted to learn more using your mind and hands in tandem. Boom!
Crafting New Narratives: Women's Success in the Skilled Trades
Learn more about Skills Ontario's efforts through their Young Women’s Initiatives program that provides experiential, mentor-led learning opportunities for young women across the province.
Helping young women explore career opportunities in the skilled trades is the heart of the Young Women’s Initiatives (YWI) program at Skills Ontario. Started in 2000, the Young Women’s Initiatives program provides experiential, mentor-led learning opportunities to youth across Ontario to learn about the trades and ask questions about these career paths that were once considered untraditional for women. The YWI program
hosts events throughout the year, like Skilled Trade & Tech Days for female students in grades 7 to 12, parent/ guardian information events hosted in partnership with local colleges, and the Young Women’s Conference, the largest conference in Canada for young women in conjunction with the Skills Ontario Competition every May, with over 2,000 participants. On March 7, the YWI program will host its first ever in-person celebration event for International Women’s Day in Guelph.
From Entry Level to Leadership: The Disability Inclusion Advantage
Diversity
it’s a strategic
Diversity and inclusion in the workplace are not just buzz phrases or a moral imperative. They offer a strategic advantage for forward-thinking businesses in the trades — and every other sector.
The power of diversity: creativity, innovation, and a healthier bottom line
A wealth of research indicates the benefits of a more diverse workforce to an organization’s bottom line. “Teams with diverse experiences and identities are more creative and innovative, are better equipped to solve complex problems, and have a broader range of skills,” says Joanna Goode, Executive Director of the Canadian Association for Supported Employment (CASE). “All of this contributes to better business performance and ultimately to higher profit. What you’re recruiting for in the trades may be different from other sectors, but all the same benefits of a diverse workforce apply.”
Untapped talent pool ready to work
During a well-publicized labour shortage in the trades (and other sectors), a largely untapped pool of skilled potential employees experiencing disability is looking for work. More than one in five Canadians identify as experiencing disability, but employment statistics for this population are far from encouraging.
People who experience disability in the core working age (25-64) are 20 per cent less likely to be employed than their counterparts without disability (Statistics Canada). Meanwhile, unemployment rates for neurodiverse individuals are eight times higher than for persons experiencing other disabilities.
Persistent challenges for job seekers experiencing disability
Many persons who experience disability are educated and trained— or have an interest in pursuing education or training—but find themselves shut out of the labour market as a result of stigma or non-inclusive hiring and career advancement practices within organizations. “Employers have a real opportunity to change the trajectory of inclusive employment in our lifetime,” says Kristin Light, Employee Engagement and Change Management Specialist with ONxpress Transportation Partners, and consultant and speaker on neurodiversity and mental health.
Relevant resources and support for employers
Many employers have the best of intentions when it comes to diverse hiring but don’t always know where to start. Enter CASE—a resource for employers seeking to embrace inclusivity for persons experiencing
disability. CASE represents community-based employment service providers across the country, and runs national projects focused on mentoring and on fostering innovation delivered at provincial/ territorial and local levels through partner organizations. CASE also focuses on capacity building for service providers in the supported employment sector through learning and development opportunities, networking, and research.
It's time for organizations to heed the call for diversity, unlock the potential of diverse talents, and build inclusive workplaces that reflect the strength derived from embracing every individual's unique talent and abilities.”
“We offer resources that employers can access quickly and easily and that are adaptable to wherever employers are in their journey,” says Goode. "We also link them with service providers in their communities for more individual support around hiring." This strategic collaboration connects employers with the knowledge and expertise necessary to create truly inclusive work environments.
Light recently completed CASE’s Supported Employment Essentials Course for her work developing a neuroinclusion program at ONxpress Transportation Partners. “There were a ton of helpful resources about what’s working in Canada and other countries, so I’m not having to reinvent the wheel,” she says. “It’s been immensely helpful.”
CASE offers a wealth of free resources to employers — like an inclusive HR practices toolkit, courses on disability inclusion and accessible communication, a monthly employer newsletter, and opportunities to network and to embed mentoring into their inclusion strategies. Organizations can leverage CASE to connect with service providers in their community who act as matchmakers with job seekers who experience disability and possess relevant skills.
Tim Murray's journey with inclusive hiring
Tim Murray, IT Support Manager at Meticulon Consulting, was diagnosed with autism as an adult. Inclusive hiring and career development have made all the difference in his quality of life and have allowed him to contribute his unique talents and perspective to his organization.
“Having neurodiverse or persons with disabilities in the workforce broadens an organization’s perspective,” he says. “Neurodiverse voices often gently encourage organizations towards initiatives that are good for society at large. Including them not only enhances an organization’s respectability but moves us all towards a better world.”
Inclusive organizations go beyond entrylevel hiring
Crucially, disability inclusive organizations don’t just focus on hiring people experiencing disability at the entry level. “As a society, we haven’t always done a good job at recognizing the importance of career development or progression,” says Goode. “Skills related to creativity and innovation, which persons who experience disability often excel at, are even more essential at leadership positions.”
Goode encourages enhancing the accessibility of traditional pathways to grow careers, like accessing professional development or mentoring opportunities. Examining these pathways in order to identify and remove barriers to persons experiencing disability can go a long way.
Integrating individuals experiencing disability is not merely a checkbox to fulfill; it is an active pursuit of a transformative workplace culture and a healthier bottom line.
isn’t just a buzz phrase —
advantage for forward-thinking organizations. CASE helps employers build truly disability inclusive workplaces.
Veronica Stephenson
Tim, how did your autism diagnosis shape your approach to work, and what insights did it bring to light?
Tim: The diagnosis was a game-changer. It justified my unique needs and preferences, explaining why certain aspects of work, like sticking to a rigid schedule or hierarchy, were more challenging for me. It also opened the floodgates to understanding how my heightened sense of justice, a commonality in the autism community, influenced my experiences.
What does an inclusive employer look like to you?
Tim: I would summarize it as open, healthy communication. My current employer, versus other employers, fosters an environment where I can be myself. I can speak in the way that comes naturally to me. I can say “I don’t have the energy for this right now, I’ll come back to this in an hour.” There’s a sense of camaraderie and respect that’s not always there with traditional employers with strict hierarchies. And importantly, I have the opportunity to work on all sorts of problems outside my IT support job description, like creative marketing.
Joanna, could you elaborate on the challenges that individuals with disabilities often face in the workplace, and how CASE addresses them?
Joanna: Persons experiencing disability can face barriers at all stages of the employment process. CASE and member organizations provide crucial guidance and resources to companies looking to change their practices, from hiring to career development. This includes leveraging national projects and local partnerships to offer resources, and novel approaches to increasing accessibility and inclusion in the workplace. We want to ensure employers are equipped for successful inclusion initiatives.
Kristin, can you draw a line between the mental health crisis in construction and a lack of focus on neurodiverse hiring?
Kristin: Over 80 per cent of construction professionals report experiencing a mental health issue, while being a staggering five times more likely to die by suicide. There’s a huge push in construction towards physical safety, but not anywhere near enough towards mental safety. But we can’t tackle these alarming statistics without also acknowledging that neurodiverse individuals in the field have a suicide risk that’s nine times higher. In short, our efforts are incomplete without neuroinclusion. With at least one in five people globally identifying as neurodivergent, that’s a lot of lives we could save.
What do you want employers to know about hiring inclusively?
Kristin: Traditionally, we hire for fit but that can pigeonhole us into hiring the same type of thinking over and over. To be innovative and jump ahead of your competition, diversify the cognitive makeup of your workforce. Neuroinclusion can do this, in addition to your other diversity efforts. This isn’t charity — it’s progress. Why would you want to let your organization fall behind to preserve a narrow view of what “normal” is?
Joanna, any final thoughts?
Joanna: It's time for organizations to unlock the potential of diverse talents and to build inclusive workplaces that reflect the strength derived from embracing every individual's unique talent and abilities. CASE is here to support and guide employers every step of the way.
Goode Executive Director, CASE
Tim Murray IT Support Manager, Meticulon Consulting
LiUNA Is Leading the Way in Advocating for Women in the Trades
The Labourers’ International Union of North America (LiUNA) remains a strong advocate for women in the trades, taking innovative, collaborative steps forward to dismantle structural barriers and challenge the assumptions and implicit biases that have traditionally prevented women from entering the construction industry.
Through LiUNA’s progressive leadership in outreach, mentorship, and training initiatives, we’re implementing programs that strengthen Canada’s skilled workforce with a significant focus on pathways to strengthen retention that will promote a safe and dignified culture on-site and foster opportunities for women to grow and advance in the industry.
A champion for women in the trades In Ontario, we’ve seen a boost in apprenticeship registrations by 24 per cent in the last year compared to previous years, including by nearly 30 per cent among women. We’ve seen a commitment to improving industry standards, including personal protective equipment for women and washroom facilities on-site — initiatives that LiUNA’s longstanding advocacy helped champion. Through collaborative efforts of labour, government, and industry, we must continue this momentum and ensure that our workforce is a reflection of the communities in which our members live, work, and build. Skilled trades remain paramount to the strength, connectivity, growth, and function of our country and our economy. From housing, roads, transit, health care, energy infrastructure, and more, LiUNA members answer the call, building up the communities we call home with pride in knowing “we built that!”
Knocking down barriers
The construction industry, traditionally identified as a male-dominated field, is becoming more gender-inclusive. With women taking on leadership positions and advancing to owning companies, and pay equity in every LiUNA collective agreement, we’re seeing a transition that dispels stigma and ideologies aimed at preventing women from succeeding in construction.
Our LiUNA sisters are a pillar of strength and together we’re knocking down barriers each and every day, which will have a direct impact on our current and future generation of women in the trades.
Through our Labourers for Equity and
Diversity (LEAD) program, we’ve implemented a zero-tolerance policy for harassment in the workplace, including mandatory “Be More than a Bystander” training for our representatives to ensure that women aren’t met with systemic barriers to diminish their success in the industry. Together, we’re empowering a path forward to build careers that advance stronger futures, financial stability, health and wellness benefits, retirement security, and transferable skills for life. To ensure that all workers are treated with dignity must be the goal of every trade.
A story of success
Meet LiUNA sister Damara, who’s working in the high-rise sector in Kingston, Ont. Her LiUNA membership has paved the way forward for a strong career in the construction industry.
The trades are becoming more diverse, and I’ve received nothing but support from everyone I’ve worked with. I strongly encourage more women who might be considering the trades to make the jump.
“I got started in the construction industry over a year ago after looking for a new path and career,” says Damara. “My father has worked with LiUNA Local 183 for over 40 years now, so I understood what the work entails, but I was always nervous about making the leap. After completing an education in behavioural science and working in the health care industry, I realized that
career wasn’t for me. I felt a bit unhappy and knew I wanted to try something new. I can say with certainty that I have no regrets in making this transition — I’ve enjoyed it all!”
Today, Damara works as a general labourer on a condominium high-rise. “My day-to-day is always changing but to list a few responsibilities, I’ll support the form setters, build scaffolding and decking, and maintain the work area to ensure safe working conditions,” she says. “The first job I worked on was near completion so at the time a lot of my responsibility was dedicated to maintaining a clean and safe job site — but I’ve been able to learn a lot on this site with more hands-on work.”
Building for the future
The advice Damara would give to anyone looking to enter the construction industry is to go in full throttle and learn as much as you can. “Coming from a few different backgrounds like retail, the service industry, and health care, I find it the least stressful career I’ve been in,” she says. “There are obviously new physical demands that come with this career but it’s a real family environment on the job site and everyone is working toward a common goal. In terms of advice I’d give to my younger self, I’d tell myself to do this a lot sooner. Especially as a wife and mother with two kids, building toward a pension that I know will help my family down the road is something I’d have liked to start earlier.”
Celebrating LiUNA sisters
What Damara enjoys most about her job is the anticipation of completing a project. “I remember being younger and my dad pointing out buildings or jobs that he worked on and saying, ‘Hey, Damara, I built that!’” she says. “I’m really excited to do the same with my kids.”
Damara shares advice for any women reading this. “I just want to say that I remember thinking when I was younger that only men can work in construction and while I might be the only woman on my site, it doesn’t feel that way,” she says. “The trades are becoming more diverse, and I’ve received nothing but support from everyone I’ve worked with. I strongly encourage more women who might be considering the trades to make the jump.”
Join us as we celebrate the strength and perseverance of our LiUNA sisters, who move our industry, organization, and country forward and who continue to motivate the next generation of industry leaders and community builders!
Thanks to LiUNA’s leadership, women in the trades are thriving and finding rewarding, fulfilling careers in construction.
Victoria Mancinelli
LiUNA
How Niagara College is Helping Ontario Meet the Growing Need for Skilled Trades
Through diverse pathways, expanded programming, and wraparound support, Niagara College offers an inclusive environment to anyone wishing to learn a skilled trade.
Anne Papmehl
Demand for qualified skilled tradespeople in Ontario is higher than ever. Rapid population growth and advancements in technology and infrastructure development have fueled this demand, as has the pandemic — which saw a surge in household renovation projects.
Meeting this demand is challenging when skills are in short supply. At least one-third of Ontario’s 1.3 million people working in skilled-trades are 55 or older and nearing retirement, and there aren’t enough new apprentices to replace them.
Lack of interest among younger people is a significant barrier to new apprenticeships. “There’s a perception that white-collar jobs hold prestige and financial security,” says Julie Stuart-Niemiec, Manager, Apprenticeship, School of Trades, Niagara College.
Careers in skilled trades offer many advantages including competitive salaries, stable employment, the opportunity to earn while they learn with the added benefit of avoiding student debt. Skilled trades offer a direct pathway to employment. “Many graduates have multiple job offers waiting for them upon graduation,” says Stuart-Niemiec.
Welcoming and supporting diverse individuals in trade programs
To address the trade skills gap, Niagara College is expanding its state-of-the-art facilities at the Welland Campus as part of its Master Plan. “This will prepare more graduates for lucrative, in-demand careers in a broad range of fields, including electrical, automotive, machining, carpentry, welding, and hairstyling,” says Stuart-Niemiec.
Programming offered includes pre-apprenticeship programs and skills development projects to encourage underrepresented groups like women, indigenous peoples, racialized individuals, newcomers, and the disabled to enter various trades. “We provide a very welcoming environment and offer wraparound support to students and apprentices.” Says Stuart-Niemiec.
Finally, collaboration with industry partners — a key aspect of the Plan — ensures ample work integrated learning opportunities for students. Recent graduate Nishita Vekaria, an international student from Kenya, can attest to its value. “My program provided co-op through which I was able to secure a job immediately after graduation,” she says.
My program provided co-op through which I was able to secure a job immediately after graduation.
Empowering Women in Construction
When we are ALL in construction, we are ALL stronger.
It is startling to realize that women account for approximately five per cent of the on-site construction workforce. In the face of the unprecedented need for skilled trades and the recognition of extraordinary career opportunities, the time is now to examine what needs to be done to attract and retain women in the sector.
Women are an essential and growing part of the industry, and we continue to see the roles and opportunities grow. Women are making a mark, helping to drive the industry forward while building and strengthening Canada.
We will be able to attract and retain women in construction roles if representation and inclusion exist in all areas, including leadership roles for those driving change. Change needs to start at the top. To attract top talent, construction workplaces must be safer, cleaner, and more reflective, responsive, and supportive of women. Evolving hiring practices will help organizations ensure better representation and will help attract future generations of women.
We cannot build Canada without a vibrant construction industry and women need to account for more than five per cent of that workforce. When we improve workplaces and job sites, we will attract women to an exciting, rewarding, flexible career that is transforming our country.
To apply to the School of Trades at Niagara College, please visit niagaracollege.ca/ trades
This article was sponsored by Niagara College Canada
Humber College Is Empowering Women to Find Exciting Jobs in Skilled Trades
In Ontario, the demand for skilled trades is soaring. To achieve the province’s infrastructure plan to build 1.5 million homes by 2031, the government is projecting a need for more than 100,000 new skilled trades workers in the next 10 years. However, labour shortages are already at an all-time high.
A career in the skilled trades can be incredibly rewarding, offering competitive pay, autonomy in career paths, unparalleled job security, endless professional growth opportunities, and excellent work flexibility catering to diverse lifestyles. Women are finding fulfilling jobs in skilled trades now more than ever. There is a need for diversity in the trades workforce to enhance innovation, creativity, and introduce a comprehensive approach to problem solving.
“Diversifying makes the industry better, and I want women to know there’s a place for us here,” says Elizabeth Sully, a professor of Furniture and Cabinet Making at Humber College. “We’re breaking old stereotypes and contributing to a sector that needs workers.”
Gain employable skills
Humber College is addressing the labour shortage and building a powerful future workforce. The college is expanding its Centre for Skilled Trades and Technology by 16,620 square-feet, allowing for more state-of-the-art learning labs and equipment for additional apprenticeship, pre-apprenticeship, and post-secondary students. The college has also recently introduced the Pathways to the Skilled Trades Program, which is an eight-week fully funded opportunity to get started in trades, as well as several pre-apprenticeship programs that can be subsidized.
“At the Centre, students receive a combination of hands-on training in simulated worksites and classroom theory,” says Michael Auchincloss, associate dean of Skilled Trades and Apprenticeship and principal of the Centre for Skilled Trades and Technology. “Under the guidance of industry experts and equipped with top-of-the-line equipment, students establish real-world connections, gain industry-current skills, and graduate ready to build thriving careers.”
“Women should consider skilled trades because there is tremendous job satisfaction,” says Sully. “You need stamina, dexterity, balance, hand-eye coordination, along with conceptual thinking.”
Boosting the future workforce
The college also offers Canada’s largest skilled trade scholarship program, Schulich Builders. Created in response to the worker shortage, it recognizes the importance of skilled trades jobs by offering financial and leadership support. Humber is one of 10 Ontario colleges that was selected to offer funding to support 10 scholarships each year to cover tuition, tools, and living expenses. "We've just announced our 10 inaugural recipients,” says Auchincloss, “It’s one of the many ways we’re making skilled trades as accessible as possible to everyone.”
Through their hands-on learning approach and scholarships, Humber College’s skilled trades programming offers career-focused curriculum that teaches students to be responsive to change in an ever-evolving market.
Humber College is making careers in skilled trades more accessible to women, addressing industry demands and diversifying the workforce.
Katherine Cappellacci
To learn more and apply for the Schulich Builders Scholarship and Humber’s skilled trades programs, visit humber.ca/ skilledtrades
This article was sponsored by Humber College
Elizabeth Sully Professor, Furniture & Cabinet Making, Humber College
Lisa Laronde President, Canadian Association of Women in Construction (CAWIC)
Michael Auchincloss Associate Dean of Skilled Trades and Apprenticeship & Principal for the Centre for Skilled Trades and Technology
Breaking Down Barriers: ApprenticeSearch.com's Approach to Equity in Skilled Trades
Kelly Hoey Executive Director, HIEC-Apprentice Search.com
How do we ensure all equity-deserving groups have opportunities in the trades Ensuring equity-deserving groups have opportunities in the trades starts with understanding their experiences and the barriers they face.
We wanted to make sure we were understanding the needs of all of our clients, so in 2021-2022, ApprenticeSearch.com undertook a significant research project to explore the experience of individuals from equity-seeking groups in the skilled trades, identify and examine common barriers to employment in the skilled trades, and provide recommendations for enhancing the experiences of individuals from underrepresented groups who are pursuing skilled trades careers and apprenticeships.
The findings of the research project have allowed us to tailor our programs and services to address the common barriers identified by equity-seekers in the skilled trades, so that we can better support career pathways and apprenticeship completion for individuals from groups who are traditionally underrepresented in the skilled trades.
For example, one of the outcomes of our research was validating our experience that programs aiming to offer trades opportunities to people from equity-deserving groups must have tailored support baked right in, and that organizations teaming up with these groups need to step into advocacy shoes, working hand-in-hand with the communities they support to bridge those opportunity gaps. Collaboration and advocacy make the real difference.
There are various barriers for underrepresented groups pursuing a meaningful career in the skilled trades — how does ApprenticeSearch.com play a role in removing barriers to entry and support employees in their skilled trades career search?
Nearly half of our job seekers belong to at least one equity-deserving group, and we know our diverse user base has unique needs and requires customized support when it comes to finding employment in the trades.
We work with equity-deserving individuals on a one-on-one basis to help us understand precisely what they are struggling with so we can provide them with mentorship, system navigation, and coaching to address any barriers they might have encountered directly. Our case management model is strength-based and equity-informed and is a critical intervention for supporting employment outcomes for our job seekers.
In addition, our programs have been designed to help participants grow their networks and connections, both from a professional standpoint and a peer standpoint. We know that building community and being connected to people with a shared or similar experience can be a powerful intervention when it comes to breaking down
barriers to entry.
How can employers utilize ApprenticeSearch.com to diversify their workforce?
ApprenticeSearch.com has over 25,000 active job seekers, and, as I mentioned earlier, 47 per cent of them belong to at least one equity-deserving group. For example, we have over 5000 women registered and using the site — it’s over 20 per cent of our user base, compared to the national average of women in trades, which is closer to 5 per cent. And over 7000 of our job seekers identify as newcomers. With new registrations happening every day, our user base is highly reflective of Canada’s diversity.
The future of Canada's skilled trades industry is exciting. Technology is advancing, new opportunities around the green economy are emerging, and there is an encouraging shift in acknowledging the inherent value of skilled trades as a fulfilling and pivotal career pathway crucial to Canada's economy.
Employers looking to diversify their workforce can create an account on ApprenticeSearch.com and work with our team to post a job and hire from our user base, with support from our team. They can also participate in our many programs and events that help introduce people from all walks of life to the skilled trades pathway. Finally, employers hiring and training individuals from equity-deserving groups could be eligible for a Canadian Apprenticeship Service grant, which includes free training that supports improving the participation and success of equity-deserving groups in the trades.
How are apprenticeships playing a key role in addressing Canada’s skilled trades labour shortage?
With our country's key priorities hinging on areas like housing, infrastructure, affordability, and the green economy, the demand
for a diverse and skilled workforce has never been more pronounced. Skilled trades professionals are the backbone of supporting these economic and social objectives. The truth is, we can't meet this demand without diversifying our skilled workforce further. Apprenticeships offer an ideal solution by marrying classroom learning with hands-on training. They empower individuals to not only learn but to contribute directly to our workforce, addressing the persistent shortage of skilled workers in Canada's trades. That's why it's crucial to identify and bring in the right people, kickstarting their journey toward these vital roles.
What role does ApprenticeSearch. com play in connecting employers and apprentices, and ensure the talent pool is as diverse and inclusive as Canada’s population?
One of the greatest barriers job seekers face is that they lack the network and connections to find employment. So much of the skilled trades workforce is built on who you know — and if you don’t know anyone in the skilled trades, it’s going to be that much harder to find someone who is willing to take the risk and not just hire you — but make the commitment to sign and train you as an apprentice.
So ApprenticeSearch.com acts as that network for people that don’t have one. We make direct connections between employers and job seekers through our matching services, where employers can post a job and we will help connect them with a qualified pool of candidates. And we also host programs and events that are very much tailored to support our participants as they build their networks, whether that’s through networking events, mentorship groups, or guest speakers who are willing to share their vast knowledge and experience. And in the almost 25 years we’ve been doing this, we’ve found that experienced skilled trades professionals and journey people are always so generous with their time and are excited to connect with people who are just starting out on the apprenticeship pathway.
What is the future of Canada’s skilled trades industry?
The future of Canada's skilled trades industry is exciting. Technology is advancing, new opportunities around the green economy are emerging, and there is an encouraging shift in acknowledging the inherent value of skilled trades as a fulfilling and pivotal career pathway crucial to Canada's economy. Returning to the initial point, there's also a notable dedication within the industry to further cultivate an inclusive, diverse, and empowered workforce. This commitment underscores a fundamental recognition that a thriving industry depends on embracing diversity and providing equal opportunities.
The future of Canada's skilled trades isn't just about innovation and growth; it's about fostering an environment where everyone has the chance to contribute and excel.
Diverse
and Inclusive
Workforces in Canada’s Skilled Trades Are a Win-Win
Some cultural trends and stereotypes are difficult to shift. One of these is that the skilled trades don’t present suitable career opportunities for women. In British Columbia, the number of women in the skilled trades lies at about four per cent. The national average isn’t much better, at around five per cent. This unfortunate trend is hurting us all.
Exploring the issue at hand
“Skilled trades are one of the last bastions of very male-dominated industries in Canada,” says Karen Dearlove, Executive Director of the BC Centre for Women in the Trades (BCCWITT), a partnership led by diverse tradespeople, along with industry and labour representatives, that’s committed to increasing the proportion of women and equity-seeking people, in the skilled trades. “There’s very little diversity or representation.”
A 2017 report funded through the Canada-British Columbia Labour Market Development Agreement highlights some of the pervasive, systemic barriers that keep women from entering, remaining in, and advancing in the skilled trades. “One of the main reasons is that skilled trades are still not really viewed as a career option for young women growing up,” says Dearlove. “They don’t have the same exposure to the trades as young men do.”
There are also employers who don’t view trades jobs as work that women can
do, Dearlove notes, leading to negligible recruitment efforts. Health and safety concerns, fewer mentorship opportunities, and inflexible workplace policies and practices are contributing factors. Toxic work environments where women face gender-based harassment and discrimination seal the deal, keeping women out of the trades.
This is a major concern for a few reasons,
This work isn’t a checkmark, and it’s not something that happens overnight. It has to be deliberate and strategic. But it’s an investment for the future.
one being the looming labour shortage in the skilled trades sector that Canada is currently facing. It’s also an issue because the lack of women and other equity-seeking groups prevents the sector from building a strong workforce for the future.
The benefits of diversity Research has long shown that creating
diverse, equitable, and inclusive workforces lead to increased productivity, better employee engagement, more creativity and innovation, faster problem-solving, easier recruitment, and less employee turnover. Every industry could benefit from these gains, including the trades industry.
“Diversity enables much more creative and often much more successful workplaces, period,” says Dearlove.
BCCWITT is committed to helping the industry create these more diverse and inclusive workforces. It focuses on three key areas — recruitment, retention, and advancement — to achieve its mission. The organization’s programs address these three core topics: its Trades Training and Employment Program tackles recruitment issues, Be More Than a Bystander Program is aimed at creating diverse and inclusive workplaces, and the RRP Leadership Training Program supports equity-seeking tradespeople with advancing their careers and moving into leadership positions.
“This work isn’t a checkmark, and it’s not something that happens overnight,” says Dearlove. “It has to be deliberate and strategic. But it’s an investment for the future.”
For organizations and tradespeople seeking support on the path to building a strong workforce, BCCWITT is an excellent place to start.
Kaen Dearlove Executive Director,
BC Centre for Women in the Trades
The BC Centre for Women in the Trades is leading the cultural shift needed to increase diversity in the skilled trades.
