Environmental Scan 2016: Data for the Underrepresented Pools of Talent by The Talent Pool

ENVIRONMENTAL SCAN 2016 Data for the underrepresented pools of talent: Aboriginal People, Immigrants, Mature Workers, People with Disabilities, Women, and Youth

November Update

Author: Tolulope Babalola November 2016

TABLE OF CONTENTS Introduction ……………………………………………………………………………………………….

Executive Summary ……………………………………………………………………………………

Section 1 – The Environment 1.1 The Context 1.1.1 The Organization for Economic Co-operation and Development (OECD) Update ……………………………………………………………………….……………. 1.1.2 Canada and the Knowledge Economy...……………………………………….. 1.1.3 Canada in a Shifting World Economy……………………………………………. 1.1.4 Labour Market Transfer Agreements……………………….………………….. 1.1.5 Targeted Initiative for Older Workers (TIOW) …………………………….. 1.1.6 Canadian GDP …………………………………………………………………………….. 1.1.7 Alberta’s GDP………………………………………………………………………………. 1.2 Government Strategies 2.1 Federal Government ………………………………………………………………………. 2.2 Provincial Government ……………………………………………………………………

7 8 9 11 12 12 14 16 20

Section 2 – Labour Market Updates 2.1 Unemployment ………………………………………………………………………………. 2.2 Employment …………………………………………………………………………………… 2.3 Alberta ……………………………………………………………………………………………. 2.3.1 People with Disabilities …………………………………………………………. 2.3.2 Aboriginal People ………………………………………………………………….. 2.3.3 Immigrants ……………………………………………………………………………. 2.3.4 Mature Workers ……………………………………………………………………. 2.3.5 Youth …………………………………………………………………………………….. 2.3.6 Women ………………………………………………………………………………….

24 25 25 26 26 27 27 28 28

Section 3 – Existing Support Programs Review 3.1 People with Disabilities …..…………………………………………………………….. 3.2 Aboriginal People …………………………………………………………………………… 3.3 Immigrants …………………………………………………………………………………….. 3.4 Mature Workers …………………………………………………………………………….. 3.5 Youth ……………………………………………………………………………………………… 3.6 Women …………………………………………………………………………………………..

29 33 36 42 44 47

5. Assessment & Conclusions ………………………………………………………..…………..

6. References ……………………………………………………………………………………………..

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INTRODUCTION The Talent Pool is the resource and information hub for Western Canada’s employers looking for the best and brightest talent in under-employed and hidden pools of talent. Our mission is to link the business community to the under-utilized and often overlooked skilled talent by being the one-stop source for information, resources and connections. We focus on six underrepresented pools of talent: aboriginal people, immigrants, mature workers, people with disabilities, women and youth. We conducted our first environmental scan in March 2014 focusing on existing employment support services across Calgary which presented a snapshot of the state of job demand, creation strategies and the specific circumstances relative to each of the underrepresented pool of talent. Our second environmental scan study was published in September 2015 which provided a comprehensive assessment of labour market programs in each of the six pools of talent and expanded its focus to some parts of Alberta. This report presents our third environmental scan highlighting details of the current economic outlook, government strategies (federal and provincial) for job creation, job demand, as well as program review, progress and overlaps of services available for the six underrepresented pools of talent in Alberta. This is an effort to identify current trends and gaps in services that are likely to directly affect the targeted pools of talent. The information and data provided is based on available information for the period 2015 up to October 2016. Some of the information provided in this report has been extracted from Talent Pool’s paper “Employment and Skills” 2016 and information from Talent Pool’s Employment Services Inventory (available at http://www.talentpoolhub.com/#!employment-support-directory/ce6o) captures highlevel program data for programs in the six underrepresented pools of talent. The intent of this resource is to provide a one-stop resource of all the services made available to support full employment of the six underrepresented pools of talent at a time when critical skills shortages continue to persist in a number of industry sectors across Alberta and Western Canada.

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EXECUTIVE SUMMARY The recent economic recession in Canada is discussed in the context of its impact on the labour market. Budget 2016 for the federal government and Alberta’s provincial government provides strategies to tackle the shifts in the demographic, technological, and economic resource base, including investments in training and development to prepare the workforce to meet the everincreasing demand. Both federal and provincial governments support a knowledge-based economy. There are five pillars that can be pursued in building a stronger future for Canada’s knowledge economy to increase the economic status of Canadian cities and Canada’s global economic competitiveness to elevate the standards of all Canadians. The Canadian economy continues to adjust to low commodity prices. The reallocation of investment and employment from the resource sector to the non-resource sector is progressing. The Gross Domestic Product (GDP) in Canada was worth US$1550.54 billion in 2015. The GDP value of Canada represents 2.50 percent of the world economy. With the horrific wildfires that devastated Fort McMurray and disrupted major oil sands operations in the region, the full extent of the economic costs of the fires are still largely unknown. Real GDP is expected to increase at a rate that exceeds potential output during the second half of 2016 due to improved exports, a return to full oil sands production and the rebuilding of activity in Alberta. However, the improved level of exports is not enough to make up for previously lost ground.1 The adjustment of the Canadian economy to low commodity prices is progressing against a backdrop of weak but improving global demand. Meanwhile activities outside the resource sectors is growing at a solid pace driven by an expanding service sector that has continued to show strength. A number of industries have been particularly fast growing, including air transportation, financial investment services, motion picture and sound recording and computer systems design and other information services. The contribution of the service sector to overall economic activity is reflected in job gains, wages and income growth. Nearly 250,000 jobs have been created in the service sector since the end of 2014, while jobs in the goods sector declined by about 70,000.2 The unemployment rate in Canada rose from 6.6% in December 2014 to about 7.0% in October 20163. In addition, Alberta’s economic turmoil led to an increased unemployment rate. As of December 2014, the unemployment rate in Alberta was 4.7%, which increased to 6% in December 2015 and 8.5% in October 20164, reaching the highest in the past 10 years having just reached the double-digit mark at time of publication of this paper. Following are the updated characteristics of six sectors the Talent Pool focuses on. In the last 15 years, there have been two major surveys conducted by Statistics Canada which included information on people with disabilities; Canadian Survey on Disability (CSD) and the Participation and Activity Limitation Survey (PALS). The most recent PALS survey was published in 1

http://www.tradingeconomics.com/canada/gdp-growth; Bank of Canada, Monetary Policy Report October 2016 http://www.tradingeconomics.com/canada/gdp-growth; Bank of Canada, Monetary Policy Report October 2016 3 CANSIM table 282-0087 4 http://www.statcan.gc.ca/tables-tableaux/sum-som/l01/cst01/labor07b-eng.htmCANSIM 282-0087Alberta Labour Force Statistics October 2016 2

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2006 while the CSD has information available as current as 2012. More than 12% of Albertans, aged 15 to 64 had a disability in 2012. In Alberta, the labour force participation rate of people with disabilities was 64% in 2012 compared to 73.6 per cent of labour force participation by Albertans with no disabilities. In Calgary, in 2012 only 53.5% of people with disabilities were in the workforce versus 75% of other Calgarians. No further studies have been conducted since. The unemployment rate of Aboriginal people off-reserve has increased as the oil glut similarly impacted the group. In January 2016, 12.8% unemployment rate was reported in Canada for Aboriginal people Off-Reserve against 11.6% reported in January 2014 and 12% in 2015 representing a total increase of 1.2% increase in 2 years. As at October 2016, the unemployment rate of Aboriginal people off-reserve in Canada decreased to 11.2%.5 Even though social problems have been reported as contributing factors to the high unemployment rate for this group, the recession hammered aboriginal populations harder, partly because of the high proportion working in the resource sector. Alberta Aboriginal people living off reserve have continued to average unemployment rate of more than two times the unemployment rate for all Albertans. The unemployment rate for immigrants in Canada was 6.7% in October 2016 which was 0.4 points lower than Canada’s unemployment rate of 7.0%.6 In Alberta, the unemployment rate for immigrants was 8.6% in October 2016.7 Unemployment rate for matured workers (individuals aged 45 and older) in Canada was 5.2% in October 2016.8 Even though there has been an economic downturn, in October 2016, 38.8% of Alberta’s labour force was aged 45 and older. At 61.4% in October 2016, Albertans aged 45 and older had one of the highest labour force participation rates among the provinces. The employment rate for Albertans aged 45 and older at 56.5% % was one of the highest in the country. 9 In Canada, 13.9% of the working age population in October 2016 were youth.10 Alberta’s youth were 14% of the working age population.11 Youth Unemployment Rate in Canada was 13 percent in October 2016.12 The unemployment rate for youths in Alberta was 12.2% in October 2016 which represents 3.7 points higher than the provincial rate of 8.5% in the same period.13 The labour force population for women in Canada was 7.9 million or 40.5 % out of the total Canadian labour force population of 19.5 million in October 2016. Women’s labour force population in Alberta represented 38% of the labour force population for women. 14

5 Labour Force Statistics,

October 2016 Aboriginal Population Off-Reserve Package The Canadian Magazine of Immigration; http://canadaimmigrants.com/immigrants-employment-october-2016/ 7 The Canadian Magazine of Immigration; http://canadaimmigrants.com/immigrants-employment-october-2016/ 8 CANSIM, Table 282-0001 9 CANSIM, Table 282-0001 10 CANSIM, Table 282-0001 11 CANSIM, Table 282-0001 12 http://www.tradingeconomics.com/canada/youth-unemployment-rate 13 CANSIM Table 282-0001 14 CANSIM table 282-0087 6

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In Canada, unemployment rate for women was 5.2% in October 2016 and 1.5 points lower than the unemployment rate for men at 6.7% nationwide. Alberta reported an unemployment rate of 6.4% for women and 9.0% for men in October 2016.15 This report also discusses the governments’ strategies as a multi-dimensional approach in addressing the labour market employment and skills development issues. The six under-represented focus groups n will align with these strategies. The programs review provides an overview of services available in the six sectors as it relates to the following:     

Career and employment Job preparation Culture competency training Language related services Networking

The report concludes with a number of best practices listed and some ongoing questions for further discussion and exploration.

15 CANSIM table 282-0087

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SECTION 1 - THE ENVIRONMENT THE CONTEXT The Organization for Economic Co-operation and Development (OECD) Update The OECD Employment and Labour Ministers met in Paris on 15 January 2016 to discuss a Policy Forum on The Future of Work, where it was re-affirmed that there is a strong support for OECD evidence-based policy analysis and advice on resiliency and inclusiveness in the labour market, emphasizing that quality jobs are the pathway through which most people can benefit from economic growth.16 The OECD provides a forum for governments to work together, share experiences and seek solutions to common problems. It works with governments to understand what drives economic, social and environmental changes, measures productivity and global flows of trade and investment, and analyses and compares data to predict future trends and sets international standards on a wide range of things, including employment, unemployment, agriculture and tax to the safety of chemicals.17 In November 2015, 40 million people were unemployed across the OECD countries, more than one in three of all unemployed people have been out of work for a year or more and the size of this group has increased by 65% since 2007. High and especially persistent unemployment is a serious individual and socio-economic problem and the OECD is committed to helping unemployed people, and in particular those with long spell of joblessness, to return to work.18

Ministerial Statement, Building More Resilient and Inclusive Labour Markets OECD Labour and Employment Ministerial Meeting, Paris, 15 January 2016 https://www.tralac.org/news/article/8845-oecd-employment-and-labour-ministerial-building-more-resilient-and-inclusive-labourmarkets.html#downloads 17 OECD.org http://www.oecd.org/about/ 18 Ministerial Statement, Building More Resilient and Inclusive Labour Markets OECD Labour and Employment Ministerial Meeting, Paris, 15 January 2016

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It was reported at the OECD conference that millions of young people of 15-29 years of age are neither in employment, education nor training, among them, 27 million are not actively looking for work.19 Job search assistance and guidance for young jobseekers, as well as opportunities for relevant work experience and targeted training and apprenticeship programs, are proven effective options to help youth, especially now that economies are strengthening job creation. It was agreed that countries need to shift towards a strategy of inclusive growth by initiating labour market and social policies to ensure that everyone can contribute to a highly productive economy, and where hard work is rewarded fairly by good wages, progression and career prospects. There is the need for timely and targeted measures to help under-represented and vulnerable groups into rewarding and quality employment especially older workers and persons with mental health conditions.20 The OECD is also deeply affected by the human cost of the refugee crisis, recognizing the challenges these countries are facing in providing support to a large number needing help to develop and fully utilize their skills for integrating in the labour market and society and contribute to the host country.21

Canada continues to lag the rest of the OECD, G7 and the USA in terms of employment generation which impacts directly the underrepresented talent groups that are the subject of this review. Canada and the Knowledge Economy Walter W. Powell and Kaisa Snellman of Stanford University defined knowledge economy as production and services based on knowledge-intensive activities that contribute to an accelerated pace of technical and scientific advance, as well as rapid obsolescence. The key component of a knowledge economy is a greater reliance on intellectual capabilities than on physical inputs or natural resources.22 Richard Florida and Greg Spenser in their article reported in the Globe and Mail October 07, 2015 “By ignoring the knowledge economy, Canada is taking a step backward”, it was reported that the Canadian economy is at crossroads, where it has been largely dependent on natural resources in revenue generation. The recent slide into recession due to the oil crisis has created a need to reexamine the resource base. In today’s economy, the real sources of sustained prosperity and rising living standards are knowledge, innovation and creativity.23 Canada is built on two distinct economic models; natural resources driving the West and creativity propelling development in the East. It is time to reinvest the resources from the energy economy into a more secure future as an urban knowledge economy, while deepening and expanding the resource

Ministerial Statement, Building More Resilient and Inclusive Labour Markets OECD Labour & Employment Ministerial Meeting, Paris, 15 January 2016 Ministerial Statement, Building More Resilient and Inclusive Labour Markets OECD Labour & Employment Ministerial Meeting, Paris, 15 January 2016 21Ministerial Statement, Building More Resilient and Inclusive Labour Markets OECD Labour & Employment Ministerial Meeting, Paris, 15 January 2016 22 WalterW. Powell1,2,3 and Kaisa Snellman, School of Education and Department of Sociology, Stanford University, Stanford,California 94305; 3Santa Fe Institute, Santa Fe, New Mexico 87501 23 “By Ignoring the knowledge economy, Canada is taking a step backward”, The Globe and Mail, Richard Florida and Greg Spencer, October 07, 2015 20

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economy through broader pools of talent and technology.24 There are five pillars that can be pursued in building a stronger economic future for Canada’s knowledge economy to increase the economic status of Canadian cities and Canada’s global economic competitiveness and lift the standards of all Canadians.25 1. There is a need for density and clustering of related economic activities for innovation and productivity. 2. The knowledge economy should turn on the ability to efficiently and quickly move people, goods and ideas. 3. The need to provide more affordable housing for young people and families. 4. There is a need to upgrade and increase productivity of service jobs by making them more creative. 5. Give Canadian cities the taxing and spending powers required.26 The key to Canada’s future economic well-being lies in the human-built resources of its cities. Richard Florida and Greg Spenser reported that there is a need to stop neglecting and start investing in the urban economy organized around and propelled by Canadian cities.27

Canada in a Shifting World Economy In the Canadian economy—and indeed, in economies the world over—dramatic shifts are taking place. Each one has the potential to disrupt economic growth; taken together, they represent both challenges to, and opportunities, for Canada’s economy.28 One such challenge is a demographic shift. For the first time in Canadian history, there are more seniors over the age of 65 than there are children under the age of 15. Over time, this means that there will be fewer Canadians working to support the overall population. This fact, combined with disappointing productivity gains, will make achieving strong, inclusive growth even more difficult.29 Shifts in technology—toward cleaner economies and more digitally connected ones—also cannot be ignored. Canada can either take advantage of these opportunities or be left behind. For example, over the past decade, global new investment in clean energy has increased fivefold from about US$60 billion in 2004 to almost US$330 billion in 2015.30 The 4th industrial revolution is now a fact. The Government has a responsibility to make investments that will position Canada for future growth.

“By Ignoring the knowledge economy, Canada is taking a step backward”, The Globe and Mail, Richard Florida and Greg Spencer, October 07, 2015 “By Ignoring the knowledge economy, Canada is taking a step backward”, The Globe and Mail, Richard Florida and Greg Spencer, October 07, 2015 26 “By Ignoring the knowledge economy, Canada is taking a step backward”, The Globe and Mail, Richard Florida and Greg Spencer, October 07, 2015 27 “By Ignoring the knowledge economy, Canada is taking a step backward”, The Globe and Mail, Richard Florida and Greg Spencer, October 07, 2015 28 Positioning Canada in a Shifting World Economy http://www.budget.gc.ca/2016/docs/plan/introduction-en.html 29 Positioning Canada in a Shifting World Economy http://www.budget.gc.ca/2016/docs/plan/introduction-en.html 30 Positioning Canada in a Shifting World Economy http://www.budget.gc.ca/2016/docs/plan/introduction-en.html 25

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That means greater investments in the infrastructure that allows Canada to move people and goods, as well as in the skills and technology that make Canada competitive.31 According to Richard Florida and Greg Spenser of the University of Toronto’s Rotman School of Management, “Cities are the central organizing unit of the knowledge economy, with knowledge and creativity concentrated in Canada’s largest city-regions. Canada is one of the few countries that have combined twin-engines of resource-based and knowledge-driven economic growth.32 Calgary, one of Canada’s fastest-growing cities over the past decade, with some of the highest incomes in the country, provides a shining example of what’s possible when the two models are combined. It is a leading centre of the oil-and-gas economy, while the creative class makes up nearly 40 per cent of its work force, fourth in the country, just ahead of Toronto.33 According to Richard Florida and Greg Spenser, if we are serious about our economic future, we have to stop neglecting and start investing in the urban knowledge economy organized around and propelled by our cities”34. Rapid technological advances are impacting sectors that have historically anchored Canada’s economy. The automation of knowledge work, mobile and cloud computing, the internet of things, advanced robotics, autonomous vehicles and 3D printing are opening new opportunities for start-ups and self-employment.35 “Demographic growths are affecting the availability of workers, approaches to workforce development and human resources, and the ability to attract, expand and retain economic opportunities. The challenges of skills mismatches may become more intensified for under-represented groups who struggle with labor force attachment, poverty, a lack of education, skills or experience and other barriers. 36 The pursuit of new and innovative approaches to population growth, immigration, labour mobility, the labour force participation of Indigenous Canadians, of older workers, of persons with disabilities, of youth and others more distant from the labour market have become increasingly important as federal, provincial and territorial governments plan and react to broader shifts in their labour markets”37. Canada’s education and training systems are being impacted by global economic shifts which are raising issues of labour mobility and the sustainability of rural communities, and challenging perceptions of good quality, high-paying, permanent jobs.38

Positioning Canada in a Shifting World Economy http://www.budget.gc.ca/2016/docs/plan/introduction-en.html Florida and Spencer,” By ignoring the knowledge economy, Canada is taking a step backward” Contributed to The Globe and Mail, October 07, 2015 33 Florida and Spencer,” By ignoring the knowledge economy, Canada is taking a step backward” Contributed to The Globe and Mail, October 07, 2015 34 Florida and Spencer, ”By ignoring the knowledge economy, Canada is taking a step backward” Contributed to The Globe and Mail, October 07, 2015 35 Forum of Labour Market Ministers, Discussion Paper, Page 2, F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 36 Forum of Labour Market Ministers,Discussion Paper, Page 3, F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 37 Forum of Labour Market Ministers, Discussion Paper, Page 3, F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 38 Forum of Labour Market Ministers, Discussion Paper, Page 3,F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 32

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Labour Market Transfer Agreements The labour market transfer agreements support the design and delivery of provincial-territorial programs and services that respond to central daily concerns for Canadian workers, employers and governments including: 

Finding and keeping a job; recruiting and retaining skilled employees; getting timely reliable, accessible information on career prospects; job opportunities and available job seekers, ensuring individuals and employers adjust to shifting labour market realities.

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Promoting access to employment and skills training programs and services to support the successful participation of underrepresented groups in the labour market including persons with disabilities, youth, immigrants and indigenous Canadians, while promoting broader economic and social inclusion.

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Strengthening connections between post-secondary and training institutions to ensure responsiveness to employers’ needs now and in the future.

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Building the resiliency of communities, promoting mobility and adapting to changing economic and labour market conditions to better contribute to the prosperity of the country and its residents.39

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Supporting Canadians effectively to prepare them for obtaining and keeping good jobs, governments need the right mix of programs and services, responsive to changing labour market conditions and able to address gaps and needs in the supply and demands for skills. 40

Information is critical to achieving the objectives of employment programs and services in Canada. Information about labour market functioning, population changes, stakeholder priorities, concerns of average Canadians, and outcomes achieved from pan-Canadian, provincial and territorial and regional perspectives helps to inform decisions on funding, program design and service delivery that address local labour market realities.41 The federal government provides $2.1 billion in annual funding for the Labour Market Development Agreements funded by EI premiums. The federal government announced an additional $125 million for these agreements. 42 The Job Fund Agreements provides $500 million in annual federal funding to provinces and territories to support programs and services for all Canadians to access training and supports to participate in the labour market. Provinces and territories will receive an additional $50 million in 2016-17 to invest in labour market programming. 43

Forum of Labour Market Ministers, Discussion Paper, Page 3,F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 Forum of Labour Market Ministers, Discussion Paper, Page 9,F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 41 Forum of Labour Market Ministers, Discussion Paper, Page 9,F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 42 Forum of Labour Market Ministers, Discussion Paper, Page 9,F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 43 Forum of Labour Market Ministers, Discussion Paper, Page 9,F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 40

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The Labour Market Agreements for Persons with Disabilities are cost-shared agreements that support programs and services to improve the employment situation of Canadians by enhancing employability and/or increasing available employment opportunities. Provinces and territories receive $222 million in annual funding to conduct programming for Canadians with disabilities.44 Budget 2016 proposes to provide an additional $125 million in 2016–17 for the Labour Market Development Agreements and an additional $50 million in 2016–17 for the Canada Job Fund Agreements. These investments will help ensure unemployed and underemployed Canadians can access the training and supports they need to develop their skills and pursue opportunities for a better future.45 This is the first step in the Government’s plan to boost support for skills and training through these agreements. The Government will conduct broad-based consultations with provinces, territories and stakeholders in 2016–17 to identify ways to improve these agreements and guide future investments to strengthen labour market programming.46

Targeted Initiative for Older Workers (TIOW) 

TIOW is a federal-provincial/territorial cost-shared initiative designed to help unemployed older workers living in small, vulnerable communities of 250,000 or less by providing them with the skills and training they need to improve their employability and reintegrate into the labour market. The federal government provides $25 million in annual funding to provinces and territories who design and deliver TIOW projects that meet their local labour market situations and clients’ needs.47

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In partnership with communities affected by high unemployment, significant downsizing/closures, unfulfilled employer demand and/or skills mismatches, TIOW provides a range of employment assistance services, such as resumé writing, counselling interview techniques and job search assistance as well as employability improvement activities, such as skills upgrading, work placements and preparation for self-employment48

Canadian GDP The Canadian economy is currently undergoing an intricate adjustment process following the collapse in commodity prices. Business investment has dried up as capital expenditure in Canada’s oil producing regions has fallen sharply. Alberta, Canada’s largest oil producing province, suffered a further setback in May this year, when wildfires swept across the northern part of the province, interrupting oil production.49

Forum of Labour Market Ministers, Discussion Paper, Page ,9,F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 Forum of Labour Market Ministers,Discussion Paper,F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 46 Forum of Labour Market Ministers,Discussion Paper,F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 47 Forum of Labour Market Ministers,Discussion Paper,F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 48 Forum of Labour Market Ministers,Discussion Paper,F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 49 Focus2move-com/canada-new-vehicle-figures 45

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The Canadian economy expanded 0.9 percent on quarter in the three months to September of 2016, following a downwardly revised 0.3 percent contraction in the previous period. It is the highest growth rate since the second quarter of 2014, boosted by exports of energy while domestic demand slowed. Expressed at an annualized rate, the economy expanded 3.5 percent, better than market expectations of 3.4 percent. GDP Growth Rate in Canada averaged 0.79 percent from 1961 until 2016, reaching an all-time high of 3.33 percent in the fourth quarter of 1963 and a record low of -2.30 percent in the first quarter of 2009.50 Exports increased 2.2 percent, following a 3.9 percent drop in the previous period. Growth was driven by a 6.1 percent increase in the energy sector, following a 5.1 percent decline in the second quarter as a result of the Fort McMurray wildfires. Exports of goods grew 2.3 percent, while services advanced 1.4 percent. Imports went up 0.8 percent, following a 0.4 percent rise in the previous period. 51 The adjustment of the Canadian economy to low commodity prices is progressing against a backdrop of weak but improving global demand. The drag from declining investment spending in the energy sector is waning and there are indications that economic activity in resource related sectors may be bottoming out. Meanwhile activities outside the resource sectors is growing at a solid pace driven by an expanding service sector and supported by past depreciation of the Canadian dollar. At the same time subdued foreign demand and persistent competitiveness challenges are restraining the pace of export growth. Real GDP is expected to increase at a rate that exceeds potential output during the second half of 2016 due to improved exports, a return to full oil sands production and the rebuilding of activity in Alberta. However, the improved level of exports is not enough to make up for previously lost ground.52 The service sector makes an important contribution to overall economic growth: it accounts for about 70 percent of the economy and four of every five jobs. As the economy adjusts to low commodity prices, Canadaâ&#x20AC;&#x2122;s service sector continues to expand at a steady pace while growth in the goods sector has slowed remarkably. Service sector exports have increased steadily particularly commercial and travel services. Although some service industries closely tied to oil exploration activity such as architectural and engineering services have seen a sharp drop in activity level, many businesses in other service industries have continued to show strength. A number of small industries have been particularly fast growing, including air transportation, financial investment services, motion picture and sound recording and computer systems design and other information services. 53 The contribution of the service sector to overall economic activity is reflected in job gains, wages and income growth. Nearly 250,000 jobs have been created in the service sector since the end of 2014, while jobs in the goods sector declined by about 70,000. Employment in information, culture and recreation services has trended strongly upward: job gains in accommodation services has almost erased the losses that followed the collapse of commodity prices; and job growth in finance, insurance and real estate has been steady.54 50http://www.tradingeconomics.com/canada/gdp-growth;

Bank of Canada, Monetary Policy Report October 2016 http://www.tradingeconomics.com/canada/gdp-growth; Bank of Canada, Monetary Policy Report October 2016 52 http://www.tradingeconomics.com/canada/gdp-growth; Bank of Canada, Monetary Policy Report October 2016 53 http://www.tradingeconomics.com/canada/gdp-growth; Bank of Canada, Monetary Policy Report October 2016 54 http://www.tradingeconomics.com/canada/gdp-growth; Bank of Canada, Monetary Policy Report October 2016 51

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The Gross Domestic Product (GDP) in Canada was worth 1550.54 billion US dollars in 2015. The GDP value of Canada represents 2.50 percent of the world economy. GDP in Canada averaged 599.85 USD Billion from 1960 until 2015, reaching an all time high of 1837.44 USD Billion in 2013 and a record low of 40.77 USD Billion in 1961. CANADIAN GDP 2006-2015

The impact of the vote by the United Kingdom to exit the European Union (Brexit) is expected to be felt primarily within those regions, with some spillovers to the rest of the global economy. The level of global GDP would be reduced by about 0.2 per cent by the end of 2018. This modest estimated effect reflects the UK’s small share of both global GDP (2.4 per cent) and imports (3.7 per cent). It also assumes that the outcome is an orderly exit and does not capture possible wider ramifications, including those in the political sphere. As such, most of the effect on GDP is expected to come from the prolonged period of uncertainty around investment. These effects will take time to be fully assessed.55 The impact on the level of Canadian GDP over the projection period is likewise anticipated to be modest, about -0.1 per cent, reflecting, among other factors, Canada’s small direct trade exposure to the UK (which is a destination for only 3.5 per cent of Canadian exports)56

Alberta’s GDP 2016 has been a very tough year for Alberta’s economy. Already in the midst of a recession caused by the plunging oil prices, it was kicked further downward by the horrendous wildfires that devastated parts of Fort McMurray and disrupted major oil sands operations in the region in May. Contained at first, the blows to the economy have since triggered ‘second-round’ effects, thereby spreading the weakness across other sectors. 55 56

Bank of Canada, Monetary Policy Report, July 2016 Bank of Canada, Monetary Policy Report, July 2016

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The upshot of these unfortunate dynamics is that the significant economic contraction that began last year (with real GDP falling by 3.5%) has extended into 2016 at our projected rate -2.9%. These substantial back-to-back real GDP declines would be the worst such episode in the province since Statistics Canada kept provincial GDP statistics in the early 1980s.57 Moreover it is expected that oil prices will increase gradually—which would pump more revenues into the economy—and rebuilding work in Fort McMurray to hit its stride by 2017. RBC forecasts positive GDP growth to return in 2017 at a rate of 2.3%.58 According to Robert Hogue, Senior Economist for RBC in the September 2016 –Provincial Outlook report, energy-related activity continued to be weak and a major sore spot for Alberta’s economy during the first half of 2016. That being said, there is scope for a rebound in crude oil production in the coming months because the 3.5% year-to-date decline mostly reflected the temporary disruptions caused by the Fort McMurray wildfires.59 Regrettably, the downturn in energy has spread to other parts of the provincial economy. Job losses have mounted across sectors such as manufacturing, construction, transportation, and business services. Alberta’s unemployment rate surged to a 22-year high in July 2016 (8.6%). Souring job prospects, in turn, have adversely affected the flow of population moving into the province—a perennial source of growth in Alberta until recently. While population growth has slowed to a still-respectable 1.8% in the second quarter, more concerning has been a sharp slowdown in the working-age population growth to its lowest level(0.8%) since 1988. ‘Second-round’ effects of this weakening in labour market and demographic conditions can be seen in declines in nominal retail sales and housing construction.60 In August, the Alberta government reported that wildfires in the province would result in a $500 million hit to its budget this year; therefore, it has revised its deficit projection for fiscal 2016–17 to $10.9 billion from $10.4 billion in the spring budget. This would constitute Alberta’s biggest deficit on record in dollar terms.61

ALBERTA GDP FORCAST AT A GLANCE % change unless otherwise indicated Real GDP Nominal GDP Employment Unemployment rate (%)

2012 3.9 4.3 3.5 4.6

2013 5.1 10.2 2.5 4.6

2014 4.8 9.1 2.2 4.7

2015F -3.5 -12.1 1.2 6.0

2016F -2.9 -5.5 -1.8 7.9

2017F 2.3 10.4 0.7 7.5

Source: Robert Hogue, Provincial Outlook September 2016,RBC ECONOMICS/RESEARCH

Robert Hogue, RBC Senior Economist, Provincial Outlook, September 2016,RBC ECONOMICS/RESEARCH Robert Hogue, RBC Senior Economist, Provincial Outlook, September 2016,RBC ECONOMICS/RESEARCH 59 Robert Hogue, RBC Senior Economist, Provincial Outlook, September 2016,RBC ECONOMICS/RESEARCH 60 Robert Hogue, RBC Senior Economist, Provincial Outlook, September 2016,RBC ECONOMICS/RESEARCH 61 Robert Hogue, RBC Senior Economist, Provincial Outlook, September 2016,RBC ECONOMICS/RESEARCH 58

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GOVERNMENT STRATEGIES FEDERAL GOVERNMENT The Government of Canada will protect Canada’s communities and grow its economy by making significant new investments in green infrastructure and clean technologies. As part of this commitment, the following will be done: 

Endow a $2 billion Low Carbon Economy Trust to fund projects that reduce carbon.



Fulfill the G20 commitment and phase out subsidies for the fossil fuel industry.



Work with the Provinces and Territories to develop a Canadian Energy Strategy to protect Canada’s energy security, encourage energy conservation, and bring cleaner renewable energy into the electricity grid.62

Investing in a Clean Growth Economy Supporting a clean economy will help position Canada to take advantage of opportunities in the new global economy by diversifying the economy and opening up access to new markets, while reducing emissions and generating well-paying jobs for Canadians. The investments made in Budget 2016 are just the start and additional actions will be coming.63 Clean technologies are a key component of the Government’s approach to promoting sustainable economic growth and will play a critical role in Canada’s transformation into a low-carbon economy. The global clean technology market presents a promising opportunity for Canadian businesses, a source of new clean jobs for the middle class and a driver of prosperity for all Canadians. As a first step, Budget 2016 proposes to provide early strategic funding for clean technology projects to take advantage of this growth opportunity and enhance environmental performance.64 To support future investments, Budget 2016 proposes to provide over $1 billion over four years, starting in 2017–18, to support clean technology, Including forestry, fisheries, mining, energy and agriculture sectors.65 The Federal Government budget reported the following as it relates to the labour market and employment issues: Youth Employment and Skills Development Each year the Government invests more than $330 million in the Youth Employment Strategy to help young people gain the skills, abilities and work experience they need to find and maintain good employment. 62

Investing in Clean Energy and Clean Technology http://climatechange.gc.ca/default.asp?lang=En&n=72F16A84-1 budget2016-en.pdf 64 budget2016-en.pdf 65 budget2016-en.pdf 63

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To expand employment opportunities for young Canadians, Budget 2016 Funding will be used to: 

create new green jobs for youth, to help young Canadians gain valuable work experience, learn about our natural environment and contribute to economic growth in environmental sectors;



proposes to invest an additional $165.4 million in the Youth Employment Strategy in 2016–2017



increase job opportunities for young Canadians in the heritage sector, under the Young Canada Works program

This funding would be in addition to the $339 million already announced for the Canada Summer Jobs program, to be delivered over three years, starting in 2016–17.66 Going forward, the Government will make additional investments in the Youth Employment Strategy in 2017–18 and 2018–19.67 These investments will be targeted toward supporting employment opportunities for vulnerable youth. Recognizing the importance of demand-driven education and training, the Government will launch the Post-Secondary Industry Partnership and Cooperative Placement Initiative in 2016.68 The initiative will support partnerships between employers and willing post-secondary educational institutions to better align what is taught with the needs of employers. The Initiative will also support new co-op placements and work-integrated learning opportunities for young Canadians, with a focus on high-demand fields, such as science, technology, engineering, mathematics and business. Total costs of this measure would be $73 million over four years, starting in 2016–17.69 Employment Insurance Canada’s Employment Insurance (EI) program provides economic security to Canadians when they need it most. For some, help is needed because they have lost their job through no fault of their own. For others, extra support is required because they are out of the workforce to raise children or provide care for a loved one. Whatever the circumstance, no Canadian should struggle to get the assistance they need. To better make sure that Canadians get the help they need, when they need it, the Government is taking immediate action to improve Employment Insurance. This includes making changes to the eligibility rules for new entrants and reentrants, temporarily enhancing benefits in certain regions, and investing in improved service delivery. In addition, starting in 2017, the waiting period for benefits will be reduced. This means that when a worker loses their job and applies for Employment Insurance, they will be without income for a shorter period of time.70

budget2016-en.pdf; 2016 Canada Summer Jobs program delivers new jobs to Kanata-Carleton (Karen McCrimmon),July 19 2016 budget2016-en.pdf 68 budget2016-en.pdf 69 budget2016-en.pdf 70 budget2016-en.pdf 67

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Focus on helping the Middleclass In today’s rapidly changing economy, Canadians need to obtain the skills and training necessary to qualify for well-paying jobs, both now and in the future. While Canada’s labour force is already highly skilled, there are opportunities to further improve Canada’s performance by helping middle class Canadians, and those working hard to join it, obtain the skills and training needed to participate fully in the labour market. That is why Budget 2016 proposes additional investments in skills training to help Canadians succeed and to strengthen the middle class.71 Training and Development Investments In particular, Canada and Alberta partner on two primary agreements to deliver training programs and employment support in Alberta: The Labour Market Development Agreement (LMDA) and the Labour Market Agreement (LMA). LMDA helps Employment Insurance (EI)-eligible candidates find and maintain employment to reduce their reliance on EI; LMA focuses on low-skilled, underrepresented groups and those ineligible for EI to increase their labour market participation through skill development and employment opportunities. These agreements expired on March 31, 2014. The Government of Canada has renewed and transformed these agreements with provinces and territories into new Canada Job Fund Agreements, which include the Canada Job Grant, as announced in Economic Action Plan 2013 and 2014.72 The new Canada Job Grant (CJG) offers the potential for significant changes to how the federal and provincial governments address training programs. Alberta was the fourth province to commit to the CJG on March 21, 2014. The CJG creates greater involvement by employers in training as they can now apply for $10,000 in federal funding for tuition and training materials for a specific employee who will fill a specific job; the employer covers the remaining $5,000 under the program. 73 Through agreements with provinces and territories, the Government funds a range of training and employment programs for unemployed and underemployed Canadians. These programs provide Canadians opportunities to develop and upgrade their skills and to access job search tools and career counselling. Through the Labour Market Development Agreements, the Federal Government provides $2.1 billion each year to provinces and territories to support unemployed workers who are eligible for Employment Insurance.74 For those who are not eligible for Employment Insurance, the Government provides $500 million each year to provinces and territories through the Canada Job Fund Agreements.75 Budget 2016 proposes to provide an additional $125 million in 2016–17 for the Labour Market Development Agreement, and an additional $50 million in 2016–17 for the Canada Job Fund Agreements.76 These 71

Growing the middleclass Tabled in the House of Commons by the Honourable William Francis Morneau, P.C., M.P. Minister of Finance March 22, 2016 budget2016-en.pdf 72 Growing the middleclass Tabled in the House of Commons by the Honourable William Francis Morneau, P.C., M.P. Minister of Finance March 22, 2016 budget2016-en.pdf 73 Forum of Labour Market Ministers,Discussion Paper, Page 3, F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 http://www.servicecanada.gc.ca/eng/audiences/employers/funding.shtml 74 Forum of Labour Market Ministers, Discussion Paper, F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 75 Forum of Labour Market Ministers, Discussion Paper, F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 76 budget2016-en.pdf

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investments will help ensure unemployed and underemployed Canadians can access the training and supports they need to develop their skills and pursue opportunities for a better future. 77 This is the first step in the Government’s plan to boost support for skills and training through these agreements. The Government will conduct broad-based consultations with provinces, territories and stakeholders in 2016–17 to identify ways to improve these agreements and guide future investments to strengthen labour market programming.78 A skilled, mobile and certified skilled trades workforce is built upon high quality apprenticeship training systems. Apprentices work and learn in a variety of settings, including on-the-job, at colleges and polytechnics, and through union-based training centres.79 To strengthen the role of union-based training providers, Budget 2016 proposes to provide $85.4 million over five years, starting in 2016–17, to develop a new framework to support union-based apprenticeship training.80 As well as improving the quality of training through investments in equipment, the framework will seek to incorporate greater union involvement in apprenticeship training and support innovative approaches and partnerships with other stakeholders, including employers.81 Aboriginal Skills and Employment Training The Aboriginal Skills and Employment Training Strategy helps indigenous peoples in all regions of the country to develop employment skills and pursue training for lasting employment. There is scope to enhance the training provided through this program in fields that would enable First Nations peoples to directly support their community needs, including housing, construction, water treatment, child care, and local administration. Budget 2016 proposes to invest $15 million over two years, beginning in 2016–17, to launch a pilot project to enhance training that aligns with community needs.82 The proposed investments in Budget 2016 are the first phase of a renewed and expanded Aboriginal Skills and Employment Training Strategy. Over the next year, the Government will consult with stakeholders, including Indigenous organizations and employers, in order to work towards a renewed and expanded Aboriginal Skills and Employment Training Strategy.83 People with Disabilities The Labour Market Agreements for Persons with Disabilities are cost-shared agreements that support programs and services to improve the employment situation of Canadians by enhancing 77

budget2016-en.pdf budget2016-en.pdf 79 budget2016-en.pdf 80 budget2016-en.pdf 81 budget2016-en.pdf 82 budget2016-en.pdf 83budget2016-en.pdf 78

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employability and/or increasing available employment opportunities. Provinces and territories receive $222 million in annual funding to conduct programming for Canadians with disabilities. 84

ALBERTA PROVINCIAL GOVERNMENT Alberta is developing a new strategy on climate change based on recommendations put forward by the Climate Change Advisory Panel. While details of the final strategy are still being developed, there are four key areas that the Alberta government has moved forward on: 

Phasing out emissions from coal-generated electricity and developing more renewable energy



Implementing a new carbon price on greenhouse gas emissions



A legislated oil sands emission limit



Employing a new methane emission reduction plan 85

Alberta’s Climate Leadership Plan will improve air quality by ending coal pollution and transitioning to cleaner sources of electricity. Alberta’s action plan on climate change will diversify its energy industry and create thousands of new jobs. The carbon levy, which is expected to raise nearly $10 billion over the next five years, will help grow a renewable energy sector and build green infrastructure. New limits on oil sands emissions will help Alberta’s traditional energy industry secure approvals to reach new markets.86 There are many sectors in which employment will likely expand as a result of climate policy. These include; energy efficiency retrofitting, renewable energy, transit expansion, and sustainable transportation infrastructure. The policies being proposed will also drive workforce change that will be less positive for some workers and communities. Examples include: employment reduction caused by the phase out of coal-fired electricity or potential impacts on high-emissions oil production. 87 To stay ahead of these and other challenges, the Climate Change Advisory Panel recommended early identification of workforce impacts related to energy transition, and early preparation of planning, training and transition program options. 88 In addition, the Climate Change Advisory Panel recommended that revenue from carbon pricing be invested in ensuring that transitions for workers and communities are appropriately managed through training and matching displaced workers with new opportunities. New employment opportunities in low carbon energy and infrastructure can represent a much-needed contribution to economic diversification, but will require training investments. In order to prepare for these investments, the panel recommended that the government undertake a detailed study of potential

Forum of Labour Market Ministers, Discussion Paper, F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 Climate Leadership Plan, Government of Alberta http://www.alberta.ca/climate-leadership-plan.aspx 86 Climate Leadership Plan, Government of Alberta http://www.alberta.ca/climate.aspx 87 Climate Leadership Discussion, Government of Alberta http://alberta.ca/climate/leadership-discussion.cfm 88 Climate Leadership Discussion, Government of Alberta; http://alberta.ca/climate/leadership-discussion.cfm 85

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labour market impacts at the community level, and assess the degree to which different transition strategies may apply. 89 Workers, unions, communities and firms will need to be engaged by government to develop specific programs that can include skills development and training, income support and relocation assistance, as well as working with the federal government on pension bridging and benefits programs for displaced workers.90 The Canadian Labour Congress (CLC) submission to the Climate Change Advisory Panel provided examples of how trade unions are activating on building renovation and maintenance programs that are making material contributions to climate protection and sustainable development. The CLC emphasized the importance of engaging workers and their unions in climate and energy transition. A well-implemented transition strategy which matches affected workers with new opportunities and the training they need to excel in them will be crucial to a positive outcome of Alberta’s approach to climate change.91 Alberta’s budget 2016 includes a two-year, $250 million package to support job creators, business capital investment and regional economic development as well as improve access to training opportunities.92 In March 2016, the government introduced the Promoting Job Creation and Diversification Act, which recognizes that all Albertans will benefit from a stronger and more diversified economy.93 Budget 2016 includes a two-year, $250 million package to support job creators and encourage business capital investment, attract new businesses to Alberta, support regional economic development and improve access to training opportunities. This package replaces the Job Creation Incentive Program that was introduced in Budget 2015.94 Over two years this new package will provide:95 

$190 million to support job creators with two new tax credits (valued at $165 million) to encourage investors to support eligible small and medium‑ sized enterprises in Alberta, and encourage businesses to make capital investments.



There is $25 million in new funding to be invested through the Alberta Enterprise Corporation to spur innovation and help grow companies and increase employment in areas such as clean technology.



$35 million to attract and support new businesses and pursue regional economic development initiatives.

Climate Leadership Discussion, Government of Alberta; http://alberta.ca/climate/leadership-discussion.cfm Climate Leadership Discussion, Government of Alberta; http://alberta.ca/climate/leadership-discussion.cfm 91 Climate Leadership Discussion, Government of Alberta ; http://alberta.ca/climate/leadership-discussion.cfm 92 Fiscal-plan-complete.pdfALBERTA BUDGET 2016 93 Fiscal-plan-complete.pdfALBERTA BUDGET 2016 94 Fiscal-plan-complete.pdfALBERTA BUDGET 2016 95 Fiscal-plan-complete.pdfALBERTA BUDGET 2016 90

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

$25 million for new apprenticeship and training opportunities.96

Alberta’s budget 2016 recognizes that the steep decline in oil prices has had a significant effect on Alberta families as well as Alberta’s economy. To help families, Budget 2016 includes the new Alberta Child Benefit and enhanced Alberta Family Employment Tax Credit, funds ongoing income support programs and takes steps to improve the delivery of employment and training programs.97 With Budget 2016 the government is implementing the Climate Leadership Plan, based on the recommendations of the Climate Change Advisory Panel. Under the Plan, Alberta will phase out emissions from coal-fired electricity generation and develop more renewable energy; implement an economy-wide carbon price on greenhouse gas emissions; set a legislated limit on oil sands emissions; and target a 45% reduction in methane gas emissions from Alberta’s oil and gas sector.98 To help encourage Albertans and Alberta businesses to reduce their greenhouse gas emissions, a carbon price of $20/ton effective January 1, 2017, increasing to $30/ton, effective January 1, 2018, will be implemented through a carbon levy on purchases of transportation and heating fuels. 99 Revenue from carbon pricing will be fully reinvested in Alberta’s economy. Over five years, an estimated $9.6 billion in gross revenue will be raised from compliance payments from large industrial emitters and the carbon levy.100 Revenue from carbon pricing will be fully reinvested in Alberta’s economy. These dollars will help households, businesses and communities adjust to the new carbon price and take advantage of new opportunities. These dollars will also fund investments to further reduce emissions and help diversify the economy to protect existing jobs and create new jobs in Alberta. Priority areas for investment include green infrastructure, energy efficiency, renewable energy, bioenergy and innovation and technology.101 Settlement of Syrian Refugees The first year of the Liberal government’s marquee Syrian refugee resettlement program came in about $136 million under the budget. Bringing in 25,000 people between November 2015 and the end of February 2016, cost $319 million, with the biggest costs being transporting and welcoming them, figures released by the Immigration Department show.102 The budget set out for the program last November was $678 million spread over six years. It was divided up into five phases — the first three focused on the identification, processing and transportation of refugees. But the lion’s share of the budget — the cost to actually settle the

Fiscal-plan-complete.pdfALBERTA BUDGET 2016 Fiscal-plan-complete.pdfALBERTA BUDGET 2016 98 Fiscal-plan-complete.pdfALBERTA BUDGET 2016 99 Fiscal-plan-complete.pdfALBERTA BUDGET 2016 100 Fiscal-plan-complete.pdfALBERTA BUDGET 2016 101 Fiscal-plan-complete.pdfALBERTA BUDGET 2016 102 Huff Post-Liberals’ Syrian refugee Program Comes in under Budget in Year 1,Posted 06/09/2016 97

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refugees and provide income support, language training, job services and the like â&#x20AC;&#x201D; remains to be spent.103 Discussions to increase the level of incoming refugees and immigrants in general have now stabilized around the 300,000 new arrivals threshold as settlement challenges have been recognized in terms of absorption capacity into existing services and programs.

103

Huff Post-Liberalsâ&#x20AC;&#x2122; Syrian refugee Program Comes in under Budget in Year 1,Posted 06/09/2016

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SECTION 2 – LABOUR MARKET UPDATES UPDATES FOR THE SIX CORE SEGMENTS Unemployment The steep drop in oil prices has resulted in a sharp deterioration in the Canadian labour market. The wildfires that burnt down large parts of Fort McMurray and disrupted major oil sands operations in the region has further negative impact on Alberta province. The unemployment rate in Canada was 6.6% in December 2014 and increased to 6.9 % as at May 2016.104 The unemployment rate in Canada was 7.0% in October 2016.105 Alberta’s economic turmoil resulted in an increased unemployment rate. In December 2014, the unemployment rate in Alberta was 4.7%, which increased to 6% in December 2015 and is currently 8.5% in October 2016. The rate of unemployment in Alberta has reached the highest in the last 10 years.

Employment and Unemployment rates in October 2016

80% 70%

8.5% 6.2%

60%

6.9%

6.4%

6.8%

10.0%

7.6%

60.7%

60.4%

56.7%

56.3%

7.0%

11.7% 14.9%

50% 40% 30%

66.7%

60.8%

65.1%

63.1%

58.3%

20%

51.5%

61.2%

10% 0%

Unemployment Rate

Employment Rate

Graph 1. Source: CANSIM, http://www.statcan.gc.ca/tables-tableaux/sum-som/l01/cst01/lfss01b-eng.htm

104

http://www.statcan.gc.ca/tables-tableaux/sum-som/l01/cst01/lfss01b-eng.htm; Talent Pool Employment and Skills 2016 105 CANSIM table 282-0087

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Employment Canada maintained the same status quo for employment rates with an average of 61% during the period April 2014 to March 2016. Alberta reported a decline from 69.3% employment rate in 2014 to 66.7% in October of 2016.106 Canada’s Employment Rate – October 2015 – September 2016

ALBERTA In the wake of the oil-price collapse, it is not surprising that the province of Alberta, whose revenue is heavily dependent on oil, saw the biggest continued decline in employment in October 2016, resulting in significant job losses. Alberta’s seasonally adjusted unemployment rate was 8.5% which was higher than the national unemployment rate of 7.0% in the same period. The number of unemployed Albertans increased from 111,700 in 2014 to 148,000 in 2015. As at May 2016, the total number of unemployed is 211,500.107 In the second quarter of 2016, net migration into Alberta totaled 10,302, compared with a net inflow of 9,693 in the same quarter of 2015, which translates into a rise of 6.3%. Net inter-provincial migration into Alberta was -2,165 in the second quarter of 2016, down significantly from the positive inflow of 5,650 seen a year earlier. Net international migration was 12,467 in the second quarter of 2016, up three-fold from the 4,043 net international migrants entering Alberta in the second quarter of 2015.108

106

CANSIM 282-0087 CANSIM 282-0087 108 http://economicdashboard.alberta.ca/NetMigration 107

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Table 2: Comparison of Alberta’s Population, Labour force, employment and unemployment levels and rates – 2014- October 2016 Alberta Population Labour Force Employment Unemployment Participation rate Unemployment rate Employment rate

December 2014 3,317,200 2,413,400 2,300,200 113,200 72.8% 4.7% 69.3%

December 2015 4,175,701 2,449,200 2,301,100 148,000 73% 6.0% 68.6%

October 2016 3,408,100 2,484,800 2,273,200 211,500 72.9% 8.5% 66.7%

Table 2. Data Source: http://www.statcan.gc.ca/tables-tableaux/sum-som/l01/cst01/labor07b-eng.htmCANSIM 282-0087Alberta Labour Force Statistics October 2016

PEOPLE WITH DISABILITIES: In the last 15 years, there have been two major surveys created by Statistics Canada that have included information about persons with disabilities. They are the Canadian Survey on Disability (CSD) and the Participation and Activity Limitation Survey (PALS). The most recent PALS survey was published in 2006 while the CSD has information available as current as 2012.109 In Canada in 2012 the estimated total labour force of people with disabilities was 2,338,240 people, compared to a total of 23,187,350 people in the Canadian labour force. In 2012, 12% of Albertans aged 15 to 64, or 369,000 people, had a disability. Only 59.3% of people with disabilities are in the workforce versus 70.2% of other Albertans in 2012. ABORIGINALS: The unemployment rate of Aboriginal people off-reserve has increased as the oil glut similarly impacted the group. As at January 2016, 12.8% unemployment rate for Aboriginal People Off-Reserve was reported in Canada against 11.6% reported in January 2014 and 12% in 2015 representing a total increase of 1.2% increase in 2 years.110 As at October 2016, the unemployment rate of Aboriginal people off-reserve in Canada decreased to 11.2%111 Even though social problems and family crisis have been reported as contributing factors to the high unemployment rate for this group, the recession hammered aboriginal populations harder than nonaboriginal, partly because of the high proportion of aboriginal people working in the resource sector. 112 However, since 60 per cent of working-age aboriginal people live in the West and close to natural resources, the possibilities for employment growth are strong — if the workforce is properly trained said Andrew Sharpe, Director of the National Aboriginal Economic Development Board.113 In 2015,

109

Recruiting and Employing Persons with Disabilities – Results from the 2014 Employer Survey, Government of Alberta Labour Force Statistics, January 2016 Aboriginal Population Off-Reserve Package 111 Labour Force Statistics, October 2016 Aboriginal Population Off-Reserve Package 112 Labour Force Statistics, January 2016 Aboriginal Population Off-Reserve Package 113 Andrew Sharpe, Director, National Aboriginal Economic Development Board 110

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the participation rate for Aboriginal people living off-reserve in Alberta was 69.4% which increased to 68.9% as at October 2016which is four percentage points lower than the provincial rate of 72.9% 114 In December 2015, the 14.1% unemployment rate for Aboriginal people living off-reserve in Alberta was 8.1 percentage points higher than the provincial rate of 6.0%. 115As at October 2016, the unemployment rate for Aboriginal people living off-reserve in Alberta was 11.6% which was 3.1 percentage points higher than the provincial rate of 8.5%.116The unemployment rate for First Nations in Alberta and Métis people was 10.6% and 12.1% as at October 2016 respectively.117 IMMIGRANTS: Out of the 19.5 million labour force population in Canada in October 2016, immigrants of working age in Canada accounted for 34.9%.118 The unemployment rate for immigrants in Canada was 6.7% in October 2016 which was 0.4 points lower than Canada’s unemployment rate of 7.0%. In Alberta, the unemployment rate for immigrants was 8.6% in October 2016.119 Landed Immigrants- Unemployment rates October 2016 Geography

Canada Alberta

Total Total 5 or less Population Immigrants years earlier 5.7% 6.7% 9.2% 6.8% 8.6% 6.7%

5-10 years

More than 10 years

Canadian Born

6.8% 9.7%

6.1% 9%

5.3% 6.1%

Source: http://canadaimmigrants.com/immigrants-employment-october-2016/

MATURE WORKERS: Unemployment rate for individuals aged 45 and older in Canada was 5.2% in October 2016.120 Even though there has been an economic downturn, in October 2016, 38.8% of Alberta’s labour force was aged 45 and older. At 61.4% in October 2016, Albertans aged 45 and older had one of the highest labour force participation rates among the provinces. The employment rate for Albertans aged 45 and older at 56.5% % was one of the highest in the country.121 The unemployment rate for Albertans aged 45 and older at 8.0% was 0.5 points lower than the provincial rate of 8.5% in October 2016.122

114

Statistics Canada Labour Force Survey, 2016, CANSIM Tables 282-002; Labour Force Statistics, October 2016 Aboriginal Population Off-Reserve Package Labour Force Statistics, January 2016, Aboriginal population Off-Reserve package, Released February 5 2016 115 Labour Force Statistics, January 2016 Aboriginal Population Off-Reserve Package 116 Labour Force Statistics, October 2016 Aboriginal Population Off-Reserve Package 117 Labour Force Statistics,“ October 2016 Aboriginal Population Off-Reserve Package” Government of Alberta, Release Date: November 04, 2016 118 CANSIM Table 282-0122; 282-0103 119

The Canadian Magazine of Immigration; http://canadaimmigrants.com/immigrants-employment-october-2016/

120

CANSIM, Table 282-0001, Talent Pool Employment and Skills 2016 121 CANSIM, Table 282-0001, Talent Pool Employment and Skills 2016 122 CANSIM, Table 282-0001

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YOUTH: In Canada, 13.9% of the working age population in October 2016 were youth. Albertaâ&#x20AC;&#x2122;s youth were 14% of the working age population. Youth Unemployment Rate in Canada decreased to 13 percent in October from 13.20 percent in September of 2016. Youth Unemployment Rate in Canada averaged 14.13 percent from 1976 until 2016, reaching an all time high of 20.70 percent in October of 1982 and a record low of 10.40 percent in July of 1989.123

As at October 2016, the unemployment rate for youths in Alberta was 12.2% which represents 3.7 points higher than the provincial rate of 8.5% in the same period.124 WOMEN: The labour force population for women in Canada was 7.9 million or 40.5 % out of the total Canadian labour force population of 19.5 million in October 2016. Womenâ&#x20AC;&#x2122;s labour force population in Alberta represented 38% of the labour force population for women125 In Canada, unemployment rate for women was 5.2% in October 2016 and 1.5 points lower than the unemployment rate for men at 6.7% nationwide. Alberta reported an unemployment rate of 6.4% for women and 9.0% for men in October 2016.126

123

http://www.tradingeconomics.com/canada/youth-unemployment-rate

124

CANSIM Table 282-0001 125 CANSIM table 282-0087 126CANSIM282-0087

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SECTION 3 – EXISITNG SUPPORT PROGRAMS REVIEW The Talent Pool’s Employment Services Inventory (http://www.talentpoolhub.com/#!employmentsupport-directory/ce6o) captures high-level existing support program data for the six pools of talent. This report mainly discusses their activities in Airdrie, Banff & Canmore, Calgary, Chestermere, Edmonton, Fort McMurray, Grande-Prairie, High River, Okotoks, Lethbridge, Lloydminister, Medicine Hat, and Red Deer. However, it should be noted that many programs cross over between groups. For example, there appears to be an overlap among youth related programs and those targeted at other groups, i.e. immigrant youth or Aboriginal youth. Other programs are youth-specific, which would also encompass the sub-sets of Aboriginal, immigrant and youth with disabilities. Additionally, many programs available to adults are available to youth, aged 18-24. It should be further noted that the programs identified were accurate at the time of capture, in Q2/2016.

a) People with Disabilities Program Review - People with Disabilities 30 25 20 15 10 5 0 Job Search and Workplace Job board Training/Job Programs Placement

Job PreparationProfessionals

Job PreparationTrades

Job PreparationOthers

Culture Competency Training for Business

LanguageRelated Services

Calgary

Edmonton

i) Career and Employment 

Up to 40 search and job board programs are available for people with disabilities in both cities. Some programs are disability specific, i.e. suitable for candidates with cerebral palsy, vision loss, mental illness or developmental disabilities, while others support the general community of people with disabilities. Organizations include: Champions Career Centre, Momentum and Prospect Human Services.

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



Multiple programs run full services from career counseling, job interviews and employment placement through accommodation supports and on-the-job support.



The Cerebral Palsy Association of Alberta has established the Calgary Ability Network, a collaborative partnership “to bridge the gap between the fractured disability community” to more effectively advocate for people with disabilities. They are working on employment data to accompany other data in areas such as poverty reduction and accessible housing.

44 job placement programs support people with disabilities in Calgary and Edmonton: 

Alberta Human Services has adopted an ‘Employment First’ process to help people with disabilities find and maintain employment.



Multiple organizations offer broad-range job placement and retention support: Calgary Alterative Support Services, Cerebral Palsy Association, Champions Career Centre and Prospect Human Services.



The Canadian National Institute for the Blind offers disability-specific job placement programs; McBride Career Centre supports people with mental illness with individualized placement and support and Progressive Alternatives Society supports adults with development disabilities with job placement.



March of Dimes Canada offers a wage subsidy program for employers to hire employees with a disability.

The Calgary chapter of the Multiple Sclerosis Society offers general networking groups for people with MS. These do not appear to be specifically employment-related groups although employment issues are a discussion topic. 

The Calgary chapter of the Canadian Mental Health Association offers an online course dealing with stress management in the workplace.



Development Disabilities Resource Centre of Calgary, through its Learning and Leadership Centre, offers training programs for both employees and businesses.



Prospect Human Services supports adults with developmental disabilities through work experience and on-the-job support.



The Rupert land Institute offers workplace training for Metis with disabilities, including technical support and equipment designed to improve and maintain employability.

Location Calgary Edmonton Total TALENT POOL

Job Search and Job board Programs 25 15 40

Workplace Training/ Job Placement 24 20 44 2016 ENVIRONMENTAL SCAN

Career and Employment Calgary 25

Edmonton 24 20

Job Search and Job board Programs

Workplace Training/Job Placement

ii) Job Preparation Programs 

There is a wide range of services available, from adult literacy programs teaching basic reading, writing and math skills to specific programs for students with disabilities and student literacy. 

People with developmental disabilities are supported through programs at the Integrated Post-Secondary Education Society of Alberta and Mount Royal University.



Youth with cognitive disabilities are supported through Vecova and the Calgary Board of Education to transition from adolescence to adulthood.



Trades and occupational skills programs are offered by the Association for the Rehabilitation of the Brain Injured, Community Living Alternative Services and Vecova.



Computer skills programs are offered to students with disabilities through the Ability Society.





Assistive technology support is available through Bow Valley College and CNIB.



Computer fundamentals and digital literacy programs are offered at the National Network for Mental Health and Vecova.



Mount Royal University offers training for adults with developmental disabilities.

The Ability Society offers qualification assessment services. Location Calgary Edmonton Total

TALENT POOL

Job Preparation Professionals 17 11 28

Job Preparation Trades 6 3 9

Job Preparation Others 24 25 49

2016 ENVIRONMENTAL SCAN

Job Preparation Programs Calgary

Edmonton 24

17 11 6

Professionals

Trades

Others

Job Preparation

iii) Culture Competency Training for Business 

Champions Career Centre offers two programs for employers: disability and diverse workforce integration and recruitment services for employers to tap into the talent pool of people with disabilities.



CNIB offers awareness training for employers about hiring and successfully working with employees who are blind or partially-sighted.



Prospect Human Services offers employers information and support to increase their engagement of employees with disabilities through Viable Calgary.



Symmetry Solutions offers talent acquisition help through its work experience programs for deaf and hard of hearing people. Location Calgary Edmonton Total

Culture Competency Training for Business 9 5 14

iv) Language-Related Services 

A speech language therapy program is offered by the Association for the Rehabilitation of the Brain Injured.



Edmonton Public Library offers ESL classes to help people learn and practice English Location Calgary Edmonton Total

TALENT POOL

ESL 1 2 3

Enhanced 2 2 4 2016 ENVIRONMENTAL SCAN

b) Aboriginal People

Program Review - Aborignal People 35 30 25

20 15 10 5 0

Job Search and Job board Programs

Culture Workplace Job Job Job Competency Training/Job Preparation- Preparation- PreparationTraining for Placement Professionals Trades Others Business

LanguageRelated Services

Calgary

Edmonton

i) Career and Employment 

44 programs provide job search services; some provided by Aboriginal organizations and other organizations for Aboriginals in Calgary and Edmonton. 

Many programs are open to Aboriginals but are not specifically geared to the Aboriginal population.



Several Aboriginal programs are specifically geared to youth: o

Calgary John Howard Society runs the Aboriginal Youth Outreach Project for multibarrier youth at risk of criminal involvement to find and maintain employment.

Calgary Urban Aboriginal Initiative (CUAI) runs a youth capacity program to support employment and career development.

Ghost River Rediscovery Society helps Aboriginal youth overcome barriers to employment.

Siksika Nation runs a youth independence program for pre-employment readiness.

University of Calgary Native Centre runs the LYNX Aboriginal Student Career and Employment Program and job board.

Urban Society for Aboriginal Youth runs an online career planning program.

TALENT POOL

2016 ENVIRONMENTAL SCAN



36 programs offer job placement services, three of which are specifically focused on Aboriginal employment. 

Aboriginal Affairs and Northern Development Canada offers two youth programs: a summer work experience program and a work experience program for urban Aboriginal youth.



Aboriginal Futures Career and Training Centre also offer a summer career placement program for treaty status students, in conjunction with Community Futures Treaty 7. Location Calgary Edmonton Total

Job Search and Job board Programs 25 19 44

Workplace Training/ Job Placement 18 18 36

Career and Employment Calgary

Edmonton

25 19

Job Search and Job board Programs Workplace Training/Job Placement

ii) Job Preparation Programs 

39 programs offer job preparation for professional skilled jobs specifically for Aboriginal people. These are academically focused; there are 31 trade-based training programs.



There are 53 programs for support trade and occupational training for Aboriginals.  A handbook trains Aboriginals to become self-employed contractors or consultants and includes a self-assessment to determine suitability for self-employment. 

An 18-week pre-apprenticeship program is suitable for those interested in the trades. A 31week program in partnership with SAIT Polytechnic teaches petroleum land administration.



An online course teaches oil and gas production operator skills. Location Calgary Edmonton Total

TALENT POOL

Job Preparation Professionals 22 17 39

Job Preparation Trades 16 15 31

Job Preparation Others 20 33 53 2016 ENVIRONMENTAL SCAN

Job Preparation Programs Calgary

Edmonton 33

Professionals

Trades

Others

Job Preparation

iii) Culture Competency Training for Business 

The programs available focus on cultural competence training, HR practices and tapping into under-utilized talent pools.



The cultural competency training programs are focused on preparing employers and others for effectively dealing with Aboriginal workers. 

Ghost River Rediscovery Society provides customized training programs to sponsoring organizations that serve Aboriginal clients.



Urban Society for Aboriginal Youth helps employers and supervisors of Aboriginal employees better understand social, economic and political factors to increase Aboriginal employment and retention.



An educational staff development program helps educators work with Aboriginal children, youth and families.



Aboriginal Futures Career and Training Centre, Calgary Chamber of Commerce and Native Women’s Association of Canada run programs helping employers prepare for, and link to, Aboriginal workers. Location Calgary Edmonton Total

Culture Competency Training for Business 4 2 6

iv) Language-Related Services While Aboriginals may enroll in many language-related programs, there are no programs specifically designed for an Aboriginal audience. TALENT POOL

2016 ENVIRONMENTAL SCAN

Location Calgary Edmonton Total

ESL 5 6 9

Enhanced 1 1 2

Assessment 2 0 2

c) Immigrants Program Review - Immigrants 70 60 50 40 30 20 10 0

Job Search Job Culture Workplace Job Job Languageand Job PreparationCompetency Training/Job Preparation- PreparationRelated board Professional Training for Placement Trades Others Services Programs s Business

Networking

Calgary

Edmonton

i) Career and Employment 

There are dozens of organizations providing job search and job board programs to immigrants or newcomers. 

Bow Valley College helps internationally trained professionals understand the accreditation process for their profession in Alberta.



Calgary Catholic Immigration Society (CCIS) teaches job search techniques and communications skills and runs an online recruitment tool for employers to connect to qualified newcomers.



Calgary Immigrant Educational Society (CIES) helps with employment skills to adults, internet and employment skills to youth and accounting skills training for those with previous experience/training in accounting.

TALENT POOL

2016 ENVIRONMENTAL SCAN





Calgary Immigrant Women's Association (CIWA) supports immigrant women through employment skills training and work experience. Professional women in accounting/ finance can enter a work experience program. Low literacy immigrant women are supported through childcare training and other employment skills training.



Immigrant Services Calgary (ISC) provides individualized career planning support and workshops to newcomers.



Jewish Family Services Calgary offers job search training to newcomers.



Making Changes Association assists newcomers on career planning and foreign qualification transference, as well as networking, English skills training and the Canadian workplace environment.



YWCA of Calgary offers a bridging/work experience program for new Canadians to prepare for work in their field. They also offer an employment resource centre for vulnerable women struggling with poverty, including newcomers, who need to build life skills and job search techniques.

There are job placement programs to support immigrants and others:  CCIS works with Canada Safeway to provide short-term employment for newcomers in their stores and distribution plant. Immigrants improve their English and gain valuable Canadian work experience.  CIES offers a one-month practicum in conjunction with its Project Management training course.  CIWA offers interpretation and translation work experience for CIWA volunteers.  Centre for Newcomers offers catering training and a work experience program.  International House Calgary offers professional internships and paid co-op work programs for students enrolled in the English for Co-op Program.  YWCA of Calgary’s bridging program includes 12 weeks of work experience.



Workplace training programs are offered overall, including five specifically for newcomers:  Accent on Canadian English helps ESL clients speak clearly and confidently.  CIWA offers a 24-week office administration program for immigrant women, including 10 weeks of work experience, and a 16-week retail employment preparation program.



Centre for Newcomers’ catering training includes on-the-job training.

TALENT POOL

2016 ENVIRONMENTAL SCAN



SAIT Polytechnic’s bridging program Ready to Teach is offered to professionally and instructionally skilled newcomers.



YMCA of Calgary LINC-to-Work program combines enhanced language training, general workforce preparation and volunteer or work placement. Location Calgary Edmonton Total

Job Search and Job board Programs 40 25 65

Workplace Training/ Job Placement 26 17 43

Career and Employment Calgary

Edmonton

40 25

Job Search and Job board Programs

Workplace Training/Job Placement

ii) Job Preparation Programs 

There are academic upgrading programs offered, primarily by professional associations and postsecondary institutions. These include two targeted at immigrants:  Bredin Centre for Learning offers a pharmacy bridging program for internationally-trained pharmacists.  CCIS offers two programs: engineering and technology upgrading and power engineering training.



The Trades and Occupational skills programs include six key programs for newcomers:  Accent on Canadian English train-the-trainer workshops focus on enhancing pronunciation instruction.  CCIS offers three programs in upstream oil and gas: electrician upgrading and certification, millwright pre-apprenticeship and sheet metal pre-apprenticeship.

TALENT POOL

2016 ENVIRONMENTAL SCAN

 CIES offers basic accounting, QuickBooks, Simply Accounting, clerical training and project management.  Centre for Newcomers offers catering training and business communications for foreigntrained accountants.  Momentum offers a six-month trades training programs, including the Immigrant Access Fund. They also offer self-employment training programs.  Mosaic Learning Institute offers a program for internationally trained pharmacists. 

17 computer skills programs are offered, including five for immigrants:  CCIS, CIES and CIWA offer a broad range of programs, from beginner to advanced levels.  Centre for Newcomers offers computer skills upgrading.  YWCA offers computer literacy classes for those with little or no computer experience.



24 qualification assessment programs from professional associations and post-secondary institutions include two focused specifically on immigrants:  Bow Valley College academic and prior learning assessments.  Immigrant Services Calgary educational planning for newcomers. Location Calgary Edmonton Total

Job Preparation Professionals 40 28 68

Job Preparation Trades 26 15 41

Job Preparation Others 59 52 111

Job Preparation Programs Calgary

Edmonton 59

40 28

26 15

TALENT POOL

Professionals

Trades

Others

Job Preparation

Job Preparation 2016 ENVIRONMENTAL SCAN

iii) Culture Competency Training for Business 



There are 13 cultural competence training programs that support newcomers which include: 

CCIS offers workshops, recruitment opportunities, partnerships and customized training.



Calgary Multicultural Centre conducts awareness sessions and develops strategies and builds skills to deal with a diverse workforce.



Centre for Newcomers offers information for employers.



ESL 4 Work offers cross-cultural manager training.

Two programs for tapping into under-utilized talent pools include the Centre for Newcomers’ Welcoming Communities Initiative, which fosters inclusion and relationship building between newcomers and the broader Calgary community. Location Calgary Edmonton Total

Culture Competency Training for Business 7 6 13

iv) Language-Related Services 

56 ESL programs in Calgary and Edmonton are offered focusing on pronunciation, grammar, workshops, customized, foundational, advanced, in part time or full time instructions. These programs run at full capacity all the time and their resources have been taxed by the recent influx of Syrian refugees. 

At least eight organizations offer the LINC program, federally-funded Language Instruction for Newcomers to Canada program, which is free of charge to qualified applicants.



18 business-related English language training programs include individual and workshop instruction. Much of this training is included in other newcomer skills training.



16 language assessment programs include: ESL online testing and a 4-hour test of listening, speaking, grammar, reading and writing skills. Most of the language testing is done through the Immigrant Services Calgary language assessment division, the Immigrant Language and Vocational Assessment Referral Centre. ILVARC is the only assessment centre in Calgary authorized to determine eligibility for the LINC program. These programs run at full capacity all the time and their resources have been taxed by the recent influx of Syrian refugees.

TALENT POOL

2016 ENVIRONMENTAL SCAN

Location Calgary Edmonton Total

ESL 30 26 56

Enhanced 15 5 20

Assessment 15 1 16

v) Networking 

Networking programs are offered, many by alumni of post-secondary institutions or professional associations such as Alberta Institute of Agrologists and Certified General Accountants.



Three programs target immigrants:  CCIS connects skilled immigrants to dedicated professionals, many of whom were also immigrants.  CIWA offers networking opportunities for women through its employment skills program.  Calgary Region Immigrant Employment Council offers SmartConnections for internationallytrained lawyers. Location Calgary Edmonton Total

Networking Programs 28 24 52

Language Related Services Calgary

Edmonton

30 26

15 5 1

ESL

TALENT POOL

Enhanced

Assessment

2016 ENVIRONMENTAL SCAN

d) Mature Workers (aged 55+)

Program Review - Mature Workers 30 25 20

15 10 5 0

Job Search Job Culture Workplace Job Job and Job PreparationCompetency Training/Job Preparation- Preparationboard Professional Training for Placement Trades Others Programs s Business

LanguageRelated Services

Calgary

Edmonton

i) Career and Employment 

There are precious few resources dedicated to mature workers; most are general adult-related programs also accessible by mature workers, i.e. Manpower job search career resources, Alberta Human Services job and career fairs and the City of Calgary CityLinks program where men and women with employment barriers receive paid work experience and other support. 

The Workplace Institute and Monster.ca have partnered to assist mature workers through a virtual career fair. Mature workers can connect with employers, receive newsletters, participate in webinars and workshops and view case studies.



Alberta Seniors offers programs on mature workers, including forums on recruiting and retaining older workers, benefits for seniors, and human resources planning for employers.



Alberta Job Corps through Alberta Human Services assists people aged 50 to 64 who are unemployed and on, or close to being on, income support. This program targets mature workers who may have lost their job or are frequently without work.

Location Calgary Edmonton Total

TALENT POOL

Job Search and Job board Programs 16 11 27

Workplace Training/ Job Placement 9 7 16

2016 ENVIRONMENTAL SCAN

Career and Employment Calgary

Edmonton

16 11

Job Search and Job board Programs

Workplace Training/ Job Placement

ii) Job Preparation Programs ď&#x201A;§

There are academic upgrading programs offered, primarily by professional associations and postsecondary institutions which are available to individuals including matured workers. Location Calgary Edmonton Total

Job Preparation Job Preparation Professionals Trades 16 6 14 5 30 11

Job Preparation Others 28 23 51

Job Preparation Programs Calgary

Edmonton 28 23

14 6

Professionals

Trades

Others

Job Preparation

iii) Culture Competency Training for Business ď&#x201A;§

The programs available focus on cultural competence training, HR practices and tapping into under-utilized talent pools.

TALENT POOL

2016 ENVIRONMENTAL SCAN

Location Calgary Edmonton Total

Culture Competency Training for Business 4 4 8

iv) Language-Related Services Location Calgary Edmonton Total

ESL 5 7 12

Enhanced 1 1 2

Assessment 1 1 2

e) Youth (aged 15-24)

Program Review - Youth 40 35 30 25 20 15 10 5 0

Job Search and Job board Programs

Workplace Training/Job Placement

Job PreparationProfessionals

Job PreparationTrades

Job PreparationOthers

LanguageRelated Services

Calgary

Edmonton

i) Career and Employment 

There are an increasing number of job search programs and job placement programs accessible to youth from age 18. One search program targets Metis youth, aged 15-30. Placement programs offer job shadowing and paid work experience, both locally and internationally. Some combine training and work experience.



The Boys and Girls Clubs of Calgary, the Youth Employment Centre and the Calgary Construction Association Youth Employment Program each offer youth employment programs encompassing job search, job placement and workplace training.



There are five main workplace training programs, some industry focused and some job specific. These include workplace safety training (Alberta Human Services), Calgary Stampede work experience, short-term construction work (Calgary Construction Association), woodwork shop

TALENT POOL

2016 ENVIRONMENTAL SCAN

training (Calgary Drop-In and Rehab Centre) and mechanics training (Motive-Action Training Foundation). Location Calgary Edmonton Total

Job Search and Job Board Programs 31 19 40

Workplace Training/Job Placement 20 14 34

Career and Employment Calgary

Edmonton

20 14

Job Search and Job board Programs

Workplace Training/Job Placement

ii) Job Preparation Programs 

Bow Valley College is actively involved in youth job preparation, with three programs.



There are programs for academic upgrading, trades and occupational and computer skills. 

Academic upgrading programs include: bursaries and other financial assistance as well as literacy, skill training and high school completion.



Trades and occupational skills programs cover the gamut: full time, after school, industryspecific, job specific and heavier academic focus.



Computer skills cover the spectrum, from beginner to advanced learning. Location Calgary Edmonton Total

TALENT POOL

Job Preparation Professionals 23 18 41

Job Preparation Trades 13 8 21

Job Preparation Others 36 35 71 2016 ENVIRONMENTAL SCAN

Job Preparation Programs Calgary

Edmonton 36

23 18 13 8

Professionals

Trades

Others

Job Preparation

iii) Language-Related Services 

The ESL programs include: six programs focused on immigrant youth and three programs on youth in general.



Bow Valley College offers ESL and business-related English training for youth.



Calgary Catholic Immigration Society also offers business-related English training.



Some programs require referral from other assessment; some require residency qualifications. Location Calgary Edmonton Total

TALENT POOL

ESL 11 6 16

Enhanced 3 1 4

Assessment 1 0 1

2016 ENVIRONMENTAL SCAN

f) Women

Program Review - Women 25 20 15

10 5 0

Job Search and Job board Programs

Culture Workplace Job Job Job Competency Training/Job Preparation- Preparation- PreparationTraining for Placement Professionals Trades Others Business

LanguageRelated Services

Calgary

Edmonton

i) Career and Employment 

The key organizations/ministries that focus on programs for women are immigrant serving organizations and include Alberta Human Services (AHS) which provides employment services and financial training support. AHS include approved training programs in the areas of: 

Basic Skills to improve literacy, adult basic education from grades 7 to 9, and life skills.



Academic Upgrading for grades 10 to 12 to assist learners to enter post-secondary education or get a job.



English as a Second Language (ESL) to improve language skills of unemployed or marginally employed Albertans.



Tuition-based Occupational Training, less than 12 weeks, for Albertans who need occupational skills to obtain employment and become self-sufficient.



Calgary Catholic Immigration Society is a non-profit organization which provides settlement and integration services to all immigrants and refugees in Southern Alberta. It provides employment services for professionals and job seekers including women among its various settlement services.



Calgary Immigrant Women’s Association (CIWA) is a non-profit organization established in 1982 as a registered charity. CIWA is a culturally diverse settlement agency that recognizes, responds

TALENT POOL

2016 ENVIRONMENTAL SCAN

to, and focuses on the unique concerns and needs of immigrant and refugee women, girls and their families. CIWA’s uniqueness is based on having a narrow gender related mandate, which has provided best practices in developing customized female focused initiatives. 



CIWA offers 40 programs and projects that use a holistic approach to service delivery in the areas of settlement and integration, literacy and language training, employment support and bridging programs, family violence, parenting, individual counselling, in-home support, civic engagement, health, housing and community development.

One of the very unique organizations providing services to women is Alberta Women Entrepreneurs which helps mid-career female professionals to create the career path that they want that is outside the corporate culture and outside of the career path that is within organizations. Location Calgary Edmonton Total

Job Search and Job board Programs 7 1 8

Workplace Training/ Job Placement 6 5 11

Career and Employment Calgary

Edmonton

7 6 5

1 Job Search and Job board Programs

Workplace Training/Job Placement

ii) Job Preparation Programs There are several organizations providing job preparation programs to immigrants or newcomers. Most of these programs are also available to women. Location Calgary Edmonton Total TALENT POOL

Job Preparation Professionals 5 2 7

Job Preparation Job Preparation Trades Others 4 20 3 16 7 36 2016 ENVIRONMENTAL SCAN

Job Preparation Programs Calgary

Edmonton

20 16

Job Preparation Professions

Job Preparation Trades

Job Preparation Others

iii) Culture Competency Training for Business There are also cultural competencies training programs that cut across various sectors including women. Location Culture Competency Training for Business Calgary 1 Edmonton 1 Total 2 iv) Language-Related Services There are 10 programs that that cut across the various sectors that provide ESL classes for individuals who want to improve their English language skills, including women. Location Calgary Edmonton Total

TALENT POOL

ESL 5 5 10

Enhanced 2 1 3

2016 ENVIRONMENTAL SCAN

ASSESSMENT & CONCLUSIONS The OECD started the year with a discussion on promoting “inclusion” in the workforce. The outcomes of the discussions were reported by government representatives in their various countries. This flow of information has led to an active advocacy for inclusion in the workforce which has permeated the different social, economic, political, technological spheres. In Canada, the different levels of government (federal, provincial, and municipality) have established strategies for implementation to create change and foster inclusion within the labour force and essentially bring about increased participation and employment rates for the underrepresented pools of talent. The recent economic downturn in Alberta has created challenges for job seekers, particularly youth, immigrants and disabled people, though matured workers are less affected by the unemployment. It is important to note that this shift in the economic climate has also led to innovation and creativity in industries. The 2016 budget in Canada realigns its sources of revenue from natural resources to the investment in green infrastructure and clean technologies which will open up new markets and the development of new skills needed in the workforce. There is also an increase in the demand for technical jobs and more individuals are beginning to pursue the skill-sets needed to meet the demand which will be funded through the robust avenues of funding for training and development as indicated both in the federal and provincial budgets. There is every hope that this will begin to eliminate multiple mismatches of skills, supply-demand; geographical; under-employment (over-skilled); and under-skilled/over-employment. It is expected that organizations providing services to the six underrepresented pools of talents will continue to enhance their programs to enable their clients reap the benefits of the 2016 budget as it caters to youth employment and skills development, investment in training and development to meet the demands of the shifting revenue base, providing immigrants, women, and Aboriginals with skills and employment training, and opportunities for people with disabilities. In our efforts to serve the underrepresented pools of talent, the Talent Pool has made available resources to help connect various industry sector organizations with the social service agencies featured in this paper. Our comprehensive Alberta Employment Support Services Directories on our website (www.talentpoolhub.com) is but one tool as a one shop destination! The Talent Pool facilitates roundtables, one-on-one referrals, ongoing dialogues showcasing employment opportunities in non-traditional industry sectors through events such as our Taking Charge 2016! The environment predicts an improved climate by the end of 2017 with the “change” resulting from the shifting revenue base yielding desirable outcomes within the labour market, therefore offering renewed employment opportunities to the six underrepresented pools of talent reviewed in this paper.

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REFERENCES                               



“By Ignoring the knowledge economy, Canada is taking a step backward”, The Globe and Mail, Richard Florida and Greg Spencer, October 07, 2015 Alberta Government, Alberta Regional Dashboard http://economicdashboard.alberta.ca/Population Andrew Sharpe, Director, National Aboriginal Economic Development Board Bank of Canada, Monetary Policy Report, July 2016 budget2016-en.pdf budget2016-en.pdf; 2016 Canada Summer Jobs program delivers new jobs to Kanata-Carleton (Karen McCrimmon), July 19 2016 Canadian GDP Outlook slashed to 1.2% with 3 provinces in recession, CBC September 22,2015 CANSIM table 282-0002, Talent Pool Employment and Skills 2016 CANSIM Table 282-0102 Climate Leadership Discussion, Government of Alberta ; http://alberta.ca/climate/leadershipdiscussion.cfm Climate Leadership Plan, Government of Alberta http://www.alberta.ca/climate-leadership-plan.aspx Climate Leadership Plan, Government of Alberta http://www.alberta.ca/climate.aspx Fiscal-plan-complete.pdfALBERTA BUDGET 2016 Focus2move-com/canada-new-vehicle-figures Forum of Labour Market Ministers, Discussion Paper, F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 Forum of Labour Market Ministers, Discussion Paper, Page 2, Forum of Labour Market Ministers, Discussion Paper, Page 3, F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 Forum of Labour Market Ministers, Discussion Paper, Page 9,F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 Forum of Labour Market Ministers,Discussion Paper,F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 F-P/T Consultations on the Labour Market Transfer Agreements, June 2016 Gross domestic product, income and expenditure, second quarter 2016 Growing the middleclass, Tabled in the House of Commons by the Honourable William Francis Morneau, P.C., M.P. Minister of Finance March 22, 2016 http://www.servicecanada.gc.ca/eng/audiences/employers/funding.shtml http://www.statcan.gc.ca/daily-quotidien/160831/dq160831a-eng.htm http://www.statcan.gc.ca/tables-tableaux/sum-som/l01/cst01/lfss01b-eng.htm; Talent Pool Employment and Skills 2016 Huff Post-Liberals’ Syrian refugee Program Comes in under Budget in Year 1, Posted 06/09/2016 Investing in Clean Energy and Clean Technology http://climatechange.gc.ca/default.asp?lang=En&n=72F16A84-1 Labour Force Statistics, January 2016 Aboriginal Population Off-Reserve Package Labour Force Statistics, January 2016, Aboriginal population Off-Reserve package, Released February 5 2016 Labour Force Statistics,“January 2016 Aboriginal Population Off-Reserve Package” Government of Alberta, Release Date: February 5, 2016 Ministerial Statement, Building More Resilient and Inclusive Labour Markets OECD Labour and Employment Ministerial Meeting, Paris, 15 January 2016 https://www.tralac.org/news/article/8845-oecdemployment-and-labour-ministerial-building-more-resilient-and-inclusive-labour-markets.html#downloads Ministerial Statement, Building More Resilient and Inclusive Labour Markets OECD Labour and Employment Ministerial Meeting, Paris, 15 January 2016

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     

OECD.org http://www.oecd.org/about/ Positioning Canada in a Shifting World Economy http://www.budget.gc.ca/2016/docs/plan/introductionen.html RBC Economics/Research, Provincial Outlook, Robert Hogue, Senior Economist Recruiting and Employing Persons with Disabilities – Results from the 2014 Employer Survey, Government of Alberta Statistics Canada Labour Force Survey, 2016, CANSIM Tables 282-002 Talent Pool Website - Alberta Employment Support Services Directories o http://www.talentpoolhub.com/employment-directory-airdrie o http://www.talentpoolhub.com/employment-directory-banff-and-canmore o http://www.talentpoolhub.com/employment-directory-calgary o http://www.talentpoolhub.com/employment-directory-chestermere o http://www.talentpoolhub.com/copy-of-employment-directory-edmonton o http://www.talentpoolhub.com/employment-directory-fort-mcmurray o http://www.talentpoolhub.com/employment-directory-grande-prairie o http://www.talentpoolhub.com/employment-directory-high-river-and-okot o http://www.talentpoolhub.com/employment-directory-lethbridge o http://www.talentpoolhub.com/employment-directory-lloydminister o http://www.talentpoolhub.com/employment-directory-medicine-hat o http://www.talentpoolhub.com/employment-directory-red-deer Talent Pool, Employment and Skills, 2016 Trading Economics, Canada GDP http://www.tradingeconomics.com/canada/gdp University of Calgary, The School of Public Policy, Research Papers, Vol 8, Issue 28, July 2015, ”The Recession’s Impact on Canada’s Labour Market”. University of Calgary, The School of Public Policy, Research Papers, Vol 8, Issue 28, July 2015, ”The Recession’s Impact on Canada’s Labour Market”. WalterW. Powell1,2,3 and Kaisa Snellman, School of Education and Department of Sociology, Stanford University, Stanford,California 94305; 3Santa Fe Institute, Santa Fe, New Mexico 87501 Youth in the Labour Force – 2015 Alberta Government

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