Canada is facing a crisis with youth unemployment, and it’s time we start talking about it.

A staggering recent report by Deloitte, entitled: Failure to Launch, noted that 850,000 Canadian youth are not working, in training or in school. The youth unemployment rate hit 14.5% in August, the highest it has been in a decade. Concerningly, the number of involuntarily unemployed young people has tripled over the last thirty years. 

Last month, Kelly Hoey, the Executive Director of HIEC and ApprenticeSearch.com, took the stage at the 32nd Annual RBC Canadian Women Entrepreneur Awards to accept the highly esteemed Social Change Award: National Impact, for her outstanding contributions to Canada’s skilled trades ecosystem, particularly through the launch of ApprenticeSearch.com. The innovative online platform connecting job seekers with skilled trades employers has now become a critical national resource. 

The timing of this recognition is noteworthy. It’s becoming clear that the work of organizations like ApprenticeSearch.com, who are actively embracing the undertapped potential of the skilled trades, will need to be a critical part of a future competitive Canada. While the Deloitte report’s data painted a grim picture of youth engagement in the workforce and the societal impacts, the economic opportunity they identified in fixing this problem is substantial. 

Given that we are living in a time when skilled workers have never been more in demand, where is the disconnect? 

First, there is still a misperception of careers in the skilled trades. Reshaping these perceptions has been a critical part of Hoey’s mission since the organization’s beginning.

Secondly, for those seeking to join the workforce, the initial steps can seem overwhelming. What sets ApprenticeSearch.com apart is the recognition and leveraging of the importance of the human connection.  

“Most people who come to us require more than just a simple employer match –  90 per cent of the job seekers who register with us request individualized support,” said Hoey. “The demand is there, the drive to work is there, the missing piece when it comes to entering the workforce is the lack of network, experience, and skills to advocate for themselves to employers.”

Notably, in the context of the youth unemployment crisis, ApprenticeSearch.com has had significant interest and success with the vulnerable groups who have been identified by the report as having the highest rates of unemployment. In fact, the platform is very proud that 47% of its users identify as being part of at least one equity-seeking group. By bridging employment gaps and providing a vital next step for young people pursuing apprenticeship as their post-secondary pathway, ApprenticeSearch.com fosters a more inclusive workforce and continues to transform opportunities across Canada’s skilled trades.

Specifically, the report notes that newcomers to Canada are one of the most vulnerable groups facing increased barriers when getting their start in the job market. 

In 2022, Bhanu arrived in Canada from India. He had three years of experience in industrial maintenance and was dedicated to becoming a millwright in Canada. He quickly realized that his ambition would only get him so far; he required additional support. After completing a pre-apprenticeship program, he met Becky, one of the coaches from ApprenticeSearch.com, who visited his campus and informed him of their services. According to Bhanu, that’s when things started to fall into place. Becky guided him through the job search process, helped him tailor his resume to the skilled trades, and worked with him to hone his interview skills. He emerged as a confident applicant and secured a great apprenticeship.  

The impact of this type of mentorship cannot be overstated when it comes to bridging the gap to employment with newcomers.

Deloitte projects that a reduction of youth under and unemployment in Canada could result in an increase of real GDP by $18.5 billion by 2034. More importantly, as the authors of the report note, governments need to understand the material social and economic consequences if left unresolved.

ApprenticeSearch.com was pleased to see the Government of Ontario introduce several measures in acknowledgement of the need for the skilled trades in driving economic growth in their recent Fall Economic Statement.

It’s time for an all-hands-on-deck approach, bringing together governments, businesses, educational institutions, and tried-and-true innovative social enterprises like ApprenticeSearch.com. 

“For more than 25 years, we have been making tremendous strides in workforce development,” said Hoey. “As we continue to expand and adapt to emerging technologies and changing social demands, we remain eager and confident in our ability to be a key part of the solution.”  

To learn more, visit apprenticesearch.com.

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Achieving equity in the workforce isn’t just a moral imperative—it’s essential for long-term success.

The skilled trades are the backbone of our economy, shaping the communities we live in and the infrastructure we depend on. Yet, for too long, barriers have kept many individuals from seeing themselves in these vital roles. As we face growing labour shortages and an evolving workforce, ensuring equity in the skilled trades isn’t just the right thing to do—it’s a necessity.

At its heart, equity is about respect. It’s about recognizing that every person brings unique strengths, perspectives, and experiences to the table. Respect starts with acknowledging people’s individuality, not trying to fit them into predetermined boxes. It’s about meeting them where they are and understanding what they need to thrive.

This shift in mindset is essential. Historically, many efforts to promote diversity focused on categories—race, gender, age—rather than the intersectional experiences of real people. Today, we understand that belonging goes deeper than representation; it’s about fostering an environment where everyone feels valued and empowered to contribute.

Imagine stepping onto a worksite where you feel out of place because of your background or identity. That feeling of isolation can be discouraging and, for some, career-ending. On the other hand, consider the power of a workplace where everyone feels they belong—a place where mentors are ready to guide, colleagues collaborate without judgment, and policies reflect fairness and inclusion.

Equity in the skilled trades means removing barriers so everyone can participate fully. It’s providing the right tools, resources, and support for individuals to succeed, whether it’s flexible training options, mentorship programs, or policies that prioritize safety and inclusion. It’s ensuring that respect for humanity underpins everything we do.

As we work toward a more inclusive skilled trades workforce, we must remember that equity isn’t about ticking boxes—it’s about creating meaningful, lasting change. It’s about looking each individual in the eye and saying, “You belong here.” When we do that, we’ll not only build stronger communities but a stronger workforce for generations to come.

Join us at the 2025 SET Conference to make this vision a reality – together.

Learn more at skilledtradesequity.ca.

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As Canada faces a shortage of skilled workers, the need for diversity in the trades has never been more urgent.

According to Skills Trade Ontario, 2023-26 strategic plan, with a significant portion of the current skilled trade workforce nearing retirement and over 700,000 vacancies expected by 2028, the skilled trades sector is in urgent need of workers and presents a tremendous opportunity for job seekers. To date, these professions remain overwhelmingly male-dominated and lack representation from minority groups. As per the Canada’s Building Trades Union, women make up just 4% of the construction workforce, while Indigenous peoples and racialized communities face systemic barriers to entry. If Canada is to address the looming labour shortage and unlock the full potential of its workforce, encouraging diversity in the trades is not just an option—it’s a necessity.

In the past, the skilled trades were not marketed to the younger generations as a target profession but to be considered as a fallback plan. Today, the skilled trades should be marketed as an exciting career path. Trades offer high earning potential, job security, and the satisfaction of contributing directly to community-building projects. Programming from Techsploration and BOLT Charitable Foundation have started this work by showcasing role models who break the traditional mould, such as female welders, electricians, and crane operators. Expanding such initiatives can help shift perceptions and inspire young people, especially women and underrepresented minorities, to consider careers in the trades.

To break down barriers, systemic challenges must be addressed. For women, workplaces in the trades often lack inclusivity, with persistent issues such as pay gaps, gender bias, and harassment. Minority groups and newcomers frequently face additional hurdles, such as difficulty in getting foreign credentials recognized and limited access to networks that facilitate apprenticeships. These challenges make entering the trades daunting, even for highly motivated individuals.

So, how can we overcome these challenges?

1. Build Inclusive Training Pipelines: Pre-apprenticeship programs tailored for underrepresented groups can level the playing field. For example, Trade Winds to Success offers programs for Indigenous learners. Expanding such initiatives can create accessible and clear entry pathways while providing much-needed mentorship and financial support.

• Address Workplace Culture: Employers must create inclusive and harassment-free environments. While we may all be familiar with zero-tolerance policies for discrimination, diversity training for all employees, and ensuring equal pay; let’s also include accessible spaces (e.g. changerooms, washrooms) and proper fitted workwear and equipment.  Groups like the Provincial Building and Construction Trades Council of Ontario (PBCTCO) and other like-minded groups can play pivotal roles by encouraging members to adopt these practices.

• Simplify Credential Recognition for Newcomers: Governments must streamline the process for recognizing foreign credentials, enabling skilled immigrants to transition into trades quickly. Programs ran by employment service providers like Skills for Change help newcomers navigate these barriers, but more widespread support is needed.

• Incentivize Employers: Offering tax breaks or subsidies like the Canada-Ontario Job Grant to businesses that hire and support diverse apprentices can encourage broader participation. Companies like EllisDon and Colliers Project Leaders have already embraced diversity initiatives and are well-suited for candidates seeking inclusive workplaces.

Encouraging diversity in the skilled trades benefits everyone. A diverse workforce fosters innovation and ensures that the trades reflect the communities they serve. With targeted outreach, better support systems, and a commitment to inclusivity, Canada’s trades can become a beacon of opportunity for all.

By breaking barriers and championing diversity, Canada’s skilled trades can secure the workforce they need while offering meaningful careers to underrepresented groups. It’s time to build not just a stronger economy, but a more equitable one, brick by brick.

To learn more about CAMSC and diverse supplier certification, visit camsc.ca.

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In the trades, where workers often face physically demanding tasks, long hours, and unpredictable conditions, prioritizing overall well-being has become increasingly important. To foster healthier, inclusive, and supportive workplaces, organizations should focus on three essential pillars: mental health, workplace safety, and inclusivity.

Acknowledge the importance of mental health

Mental health is an often-overlooked aspect of workplace safety in trades, yet the psychological demands placed on workers are significant. Irregular hours, physical exhaustion, and job insecurity can all contribute to these challenges. Higher rates of injury and pain can make workers more vulnerable to harm from substance use. Many may face additional stress if they are in remote or isolated job sites, which can limit their access to mental health resources and support networks.

To address these concerns, employers can adopt training and awareness programs aimed at reducing stigma and promoting open conversations about mental health. Programs that educate everyone in the workplace on recognizing signs of mental health issues can foster a more supportive environment. Early intervention and offering strategies to manage stress and avoid burnout, such as access to counseling services or flexible work arrangements where possible, can also make a positive impact on mental well-being.

Why stigma matters

Stigmas are negative attitudes, beliefs, or behaviours about an individual or group because of a characteristic they share. Stigma can include stereotypes, prejudice, and discrimination.

For the individual, stigma can lead to negative experiences at work, low self-esteem, discrimination, and fear of disclosing mental health issues and seeking treatment.

In the workplace, stigma can lead to staff presenteeism and absenteeism, reduced productivity and engagement, difficulty attracting and retaining talent, difficulty implementing psychological health and safety initiatives, and increased costs related to mental health injuries and illnesses.

Build a supportive work environment

A supportive work environment where everyone feels valued, secure, and safe to speak up about potential physical and mental health hazards or concerns can be built by starting with a safety-focused culture. 

Regularly assess job sites, and ensuring staff have the training and tools to carry out their work safely. Support can also mean having supervisors check in on workers’ mental and emotional states, as well as providing access to mental health resources. Encourage workers to bring forward safety concerns without fear of reprisal, aiming to create a work environment where health and safety take priority.

Good ergonomics and reducing physical strain are important aspects of well-being for workers in the trades, especially in fields like construction and manufacturing. Introduce good work practices, provide ergonomic tools, and encourage rest breaks to help reduce the physical strain on workers. This, in turn, helps relieve stress and anxiety from physical exhaustion. Investing in supportive practices can significantly reduce injury rates and increase workplace morale.

Break down barriers to inclusion

While traditionally male-dominated, the trades are seeing a demographic shift as more women and people from diverse backgrounds join its workforce. However, these workers often face unique challenges, from gender-based discrimination to barriers related to cultural differences. These barriers can be addressed by implementing clear anti-discrimination policies, promoting equal opportunity, and supporting diversity in hiring and promotion practices.

Creating inclusive workplaces also involves actively listening to the needs of all workers and ensuring a zero-tolerance policy on harassment and discrimination. By fostering a culture where everyone’s contributions are valued, employers can improve job satisfaction and morale. Investing in diversity, equity and inclusion training helps encourage empathy and respect and can help to break down stereotypes and biases, making the work environment more welcoming for everyone.

Inclusive policies benefit not just underrepresented groups but the entire workforce. When workers feel accepted and respected, they are more likely to be engaged and motivated. In addition to providing training programs, employers can encourage inclusivity by establishing mentorship opportunities and fostering networks that connect diverse employees. These actions can also help create pathways for career growth and support.

By creating a culture that values safety, inclusivity, and mental health, employers cannot only attract a broader range of talent but also support and prioritize the well-being of workers. 

The Canadian Centre for Occupational Health and Safety (CCOHS) promotes the total well-being — physical, psychosocial, and mental health — of workers in Canada by providing information, advice, education, and management systems and solutions that support the prevention of injury and illness. 

To learn more safety tips, visit ccohs.ca.

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WorkSafeBC guideline helps ensure access to personal protective equipment (PPE) that fits properly for every body. 

Ensuring personal protective equipment (PPE) fits every worker isn’t just a best practice; it’s a critical requirement for creating safe and inclusive work environments. Personal protective equipment has protection built into its name. But when PPE isn’t designed for every body, shape, and size, it can become both a barrier for entry into the industry and, more importantly, safety.  

A report into the experiences of women in the trades identified that many women listed PPE as one of the top systemic barriers they face when entering the trades. More than 80 percent of women described experiencing one or more problems with their PPE, including discomfort, reduced mobility, and safety due to issues with size, fit, and selection. 

From not being able to use a washroom to excess fabric causing tripping hazards or catching or snagging on equipment, ill-fitting PPE can increase a worker’s risk of injury and illness, as well as have an impact on their comfort and psychological safety.

“We recognize that the differences in body shape and size between workers can make it challenging to find PPE that fits properly,” says Suzana Prpic, Prevention Field Services at WorkSafeBC. “We want to make sure that all workers are protected and comfortable while on the job, and that means ensuring PPE is designed and fitted to accommodate a wide range of body types.”

Ensuring adequate fit for PPE

In November 2022, WorkSafeBC introduced guideline G8.3, Ensuring adequate fit of personal protective equipment in association with section 8.3(1) of the Occupational Health and Safety (OHS) Regulation. The guideline speaks to the general requirement for employers to equip workers with PPE that provides effective protection to workers and does not in itself create a hazard to the wearer.

The guideline outlines the requirements for the design, selection, and use of PPE that is appropriate for all workers, and includes specific guidance on how to measure and fit PPE to a wide range of body types.

In addition to ensuring employers provide properly fitting PPE for all body shapes and sizes, Prpic says, employers should stock sizing charts and fitting samples from suppliers for workers to try on. She adds employers could also consider offering alteration services to ensure PPE can be tailored to fit every body type properly. Providing options shows workers they are valued and respected, which in turn, improves recruitment and retention.

Advocating for inclusive PPE

Since implementing the guideline in 2022, WorkSafeBC has engaged with PPE manufacturers and conducted research studies to better understand the PPE currently available to B.C. workers and where the gaps are, especially for women. This engagement and research included exploring inclusive PPE design and identifying barriers to employer uptake of properly fitting options for women. 

“PPE is the last line of protection,” says Prpic. “It’s important for employers to engage workers in discussions about any PPE concerns, and I hope that workers speak up to their supervisors when PPE doesn’t fit properly.” 

Workplace health and safety culture, proactive health and safety management — including reviewing PPE requirements for women — and health and safety performance are all connected. If you are a worker with questions or concerns about accessing PPE, have a conversation with your employer or supervisor. Building a strong health and safety culture benefits everyone. 

We’re here to help

A healthy and safe workplace is a shared responsibility. To learn more about your 
responsibilities when it comes to PPE, visit worksafebc.com/ppe-that-fits.

For inquiries about health and safety, call the WorkSafeBC Prevention Information Line at 1.888.621.7233.

PPE that fits helps keep workers safe. Learn more at worksafebc.com/ppe-that-fits.

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Closing the gender gap in skilled trades is vital for economic growth, innovation, and empowering women with rewarding careers.

The landscape of employment is evolving, yet one sector remains stubbornly male-dominated: the skilled trades. 

This imbalance is not just a matter of fairness; it is an issue of economic growth, innovation, and community resilience. Attracting more women into the trades is crucial for multiple reasons, and it’s time we take deliberate steps to make this happen.

Labour Shortages Loom

In Canada, the skilled trades are currently experiencing a significant labour shortage. According to Statistics Canada, nearly one in five tradespeople will retire by 2028, exacerbating an already critical skills gap. Women entering the trades can ensure that vital infrastructure work continues without interruption and that communities have access to the skilled professionals they need.

Some of the actions to close the gender gap in the trades need to be macro. For example, the Government of Ontario recently made an important step forward in removing some of the barriers for women entering the trades with its new regulation that will make washrooms on construction sites more women friendly.

Other ways to break down the barriers are more personal. At Strathmore, we have made conscious decisions to address the systemic barriers that have historically excluded women to create a more inclusive and supportive environment. The changes may seem micro, but they have had a big impact on how we work together.

For example, we refer to “Crew Leaders” instead of “Foremen”. We talk about the “teams” doing the work, not the “guys”. There is also a zero-tolerance policy for any kind of discrimination. All things that would be basic in most industries but can be novel in trades. 

Women entering the trades can ensure that vital infrastructure work continues without interruption and that communities have access to the skilled professionals they need.

Leading by Example

The tone comes from the top. Strathmore is unique in commercial landscape management in our conscious practice of promoting women to leadership positions. We are working with industry leaders from across the country, including The Diversity Institute at Toronto Metropolitan University and Action Travail des Femmes (ATF), Quebec to pilot a leadership program for women in trades.

The results speak for themselves. Strathmore is proud to be Canada’s first women-owned national commercial landscape management and snow removal company. Our workforce is made up of 25 per cent female employees in an industry where the average is eight percent.

The skilled trades are an essential part of our economy and our communities. For many women, employment in the trades offer a path to economic empowerment. These jobs provide competitive salaries, benefits, and the opportunity for entrepreneurship. By promoting the trades as a viable and rewarding career path, we not only address labour shortages and economic disparities, but we can help women achieve greater economic independence and security while fostering a culture of innovation and inclusivity. It’s time to embrace the potential of women in the trades and ensure that these careers are accessible and welcoming to all. 

To learn more, visit strathmore.pro.

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Mediaplanet sat down with a group of accomplished tradeswomen across Canada to learn about how their work not only empowers them personally but also contributes to a more inclusive and diverse workforce. Their experiences highlight the importance of fostering a culture that values diversity in skilled trades.

To learn more, visit madeinthetrade.com.

The post What Empowers You About Being A Skilled Trades Worker? appeared first on HiveInnovates.

Mediaplanet sat down with Jessica Bannister, a Level 4 HVAC apprentice, to discuss her inspiring journey into the skilled trades and the importance of encouraging women to explore careers in this rewarding field.

When did your interest in becoming a skilled trades start?

What advice do you have for young women considering a career in the skilled trades?

What empowers you about being a skilled trades worker/your trade? 

How has the knowledge you’ve gained in your trade helped you in a practical way?

To learn more, visit hvacjess.com.

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