Upskill Canada is a new initiative to connect employers with the talent and skills needed to perform in high-demand roles.

How can a country that boasts one of the most highly skilled labour forces in the world be facing a shortage of skilled workers? According to a recent whitepaper on the workforce by Palette Skills, the problem is not a lack of workers but underutilization of the ones we have. “A highly skilled workforce is only a market advantage if you know how to use it,” says Rhonda Barnet, CEO of Palette Skills, a national non-profit whose purpose is to connect Canada’s most innovative companies with the talent they ne6ed to grow. “Ensuring Canadian companies fully utilize this workforce requires recognizing that existing skills an individual has and their potential for applying those skills in new and different ways,” says Barnet.

Ensuring Canadian companies fully utilize this workforce requires recognizing that existing skills an individual has and their potential for applying those skills in new and different ways

A skilled workforce that isn’t being used to its fullest potential can be a double-sided drag on productivity. “On the one hand, companies aren’t tapping into the skills they need to grow their businesses, and, on the other, Canadians aren’t unlocking their full economic and human potential,” she says. Palette Skills views the problem as one of talent acquisition that requires a two-fold solution: the ability for hiring companies to connect to skilled talent when they need it and the ability to qualify potential candidates that can do the job successfully and quickly.

New investment designed to upskill workers across the country

Thanks to recently being named national delivery partner of a federal government initiative called Upskilling Canada, Palette Skills can now help implement that two-fold solution. This $250 million investment over three years, issued through Innovation, Science and Economic Development (ISED) Canada’s Upskilling for Industry Initiative fund, will be used to upskill 15,000 workers across the country. “Palette Skills’ core competencies as an organization are to develop best practices in employer-led program design that leads to job placement, and to connect with diverse sets of partners across the ecosystem to deliver these programs,” says Barnet. “Through Upskill Canada, we now have the opportunity to scale this work across the country,” she says.

Using the research insights, models, and lessons learned over the past five years, Palette Skills will connect an ecosystem of employers and training partners to collaborate in new ways and help transition mid-career workers, including those from underrepresented groups, into new careers in high-demand roles. “It will put employers at the centre of the program design process and result in new talent pipelines that help address the need for workers across key high-growth sectors, such as digital technology, cyber security, agricultural technology, advanced manufacturing, clean technology and biomanufacturing, with a particular focus on small and medium businesses (SMEs)” she says.

Introducing the Palette model

In running the Upskill Canada program, Palette Skills will apply its own model for upskilling, which it has used to help over 500 individuals transition into new careers. Palette Skills attributes the model’s success to two factors—designing programs with the general standards that job candidates need to meet and taking a holistic approach to skills development, prioritizing job placement as the primary metric of success. The six key components of Palette Skills’ upskilling framework include: demand-driven, employer led, rapidly delivered, potential focused recruitment, experiential and industry-integrated, and robust job placement support. The Palette Skills model will create the common standard that all program proposals supported through Upskill Canada will be required to address to secure funding. “Ultimately, Upskill Canada will drive lasting improvements to the upskilling ecosystem by catalyzing close collaborations across training providers, employers, and other partners to design and deliver upskilling programs and shift mindsets around talent development and utilization,” says Barnet.

Potential employer partners can register with Palette Skills via the Upskill Canada registration portal.

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Robert Ian Thompson

Associate Vice-President (Research), UCalgary

Equip yourself with the tools of tomorrow by completing UCalgary’s Master of Quantum Computing program.

A first of its kind in Canada, the University of Calgary’s Master of Quantum Computing is a one-year master’s program tailored to working professionals and recent graduates who want to gain the competitive skills needed to successfully navigate and contribute to the growing field of quantum technology.

The quantum sector is projected to be a $139-billion industry in Canada. As it grows, fields such as banking, security, IT, transportation, energy, and government will need the qualified talent to fill key roles and solve complex problems in quantum computing.

To learn more about the program, we sat down with UCalgary’s Robert Ian Thompson, Associate Vice-President (Research), and Barry Sanders, Professor and Director of the Institute for Quantum Science and Technology, to understand more about the emerging field of quantum and UCalgary’s new professional program.

What is quantum computing?

Quantum computing utilizes the capabilities of quantum science to transform how we do computing. Quantum physics is quite different from the classical physics that we know.

“In the world around us, we look at particles like billiard balls bouncing off each other and moving in very predictable ways, and then there are waves like the ocean waves you see bending around obstacles and interfering with each other,” says Thompson. “Quantum physics merges those two elements into something called duality, where a single object is simultaneously both a particle and a wave, depending on how you want to look at it.”

And it’s those characteristics that have opened a new world of science. Quantum computing provides the opportunity for scientists to tackle certain classes of computational problems that are considered difficult, or that a classical computer would be slower at trying to analyze.

Where is quantum computing being utilized today?

“Major IT companies have launched or are launching quantum computing divisions,” says Sanders, a key driver and Scientific Director of UCalgary’s Quantum City. “Many sectors that could use quantum computing just aren’t aware of it, so a big part of what UCalgary is doing is working with major IT companies to build awareness of what quantum can bring to certain fields.”

The Quantum City initiative was established in response to the expanding quantum field to develop talent, nurture collaboration with government and industry partners, and, ultimately, lay the foundation for the university to become an innovative hub in quantum technology.

“A big part of Quantum City is the partnership it shares with Mphasis, a global IT company based in India that’s launching its quantum computing division out of Calgary,” says Thompson. “We’re looking to build on Alberta’s strengths in quantum to create a true quantum tech economic sector here in the province.”

Where does UCalgary’s professional program in quantum computing fit into the scope of the field of quantum technology?

The quantum tech sector has two key pieces: one is the technology developers and creators — the people who are going to build the tools. The other is the users — the companies that are going to utilize and apply them.

“In speaking with the companies that are trying to build the sector, we ask them ‘What do you need?’” says Thompson. “The response is: we need the experts to work with — the partners and universities to help us figure out the problems. And secondly, we need the talent — we need skilled people in our companies.”

Ultimately, the Master of Quantum Computing program was created for people with a range of technical backgrounds who want to upskill their career over the course of a year and take part in the quantum revolution. 

What does the professional program in quantum computing format look like?

The program is a stacked-certificate program: students can start with a graduate certificate and then work through the diploma and masters. In term one, students are given a solid foundation in understanding quantum, followed by term two, where they can gain practical skills for the corporate sector by building use cases.

In the third term of the program, students complete a four-month professional or research internship. Here, they get the opportunity to work as embedded employees within the user companies or to contribute to teams of the creator and developer companies.

What sets UCalgary’s professional program in quantum computing apart from other programs?

“Quantum computing is about mastering the tools of the future and having the creativity to solve key problems,” says Sanders. “Companies are looking for that creativity and we’re training people with that knowledge and skill set, so they not only know how to use the quantum computer, but are also applying that knowledge and thinking outside the box. And that outside-the-box, forward-thinking way is what brings value to a lot of companies.”

Learn more at science.ucalgary.ca.

The post How UCalgary Is Training the Future Leaders of the Quantum Revolution appeared first on HiveInnovates.

We sat down with video-creator and lifelong learner, Sky Cowans, to learn more about her journey that her led her to success as well as skills and lessons she’s learned along the way.

How did you learn the skills that got you to where you are today?

What’s the biggest lesson you learned in building your career and following?

Have you ever taken any courses that helped you in your career?

Watch Sky’s Retreat in Costa Rica.

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In a fast-moving world, learning new skills and continually evolving have become essential — and herein lies the power of lifelong learning.

While the economy is cyclical — moving between expansion, peak, contraction, and trough — the reality is that a highly skilled workforce is always in demand. At every stage of the economic cycle, employers need workers who are capable of flexing to accommodate the challenges of the day, whether it’s implementing new technology, entering new markets, streamlining operations, or pivoting to a new business model. Regardless of the circumstances, skills simply don’t go out of style.

The appeal of continuing education 

Few people still believe that formal learning ends on graduation day. While barriers to lifelong learning remain, many Canadians are choosing to stay abreast of new developments in their industry or occupation, or pivoting to new careers and opportunities in growing sectors. Canada’s polytechnics report hundreds of thousands of registrations in continuing education courses each year, most with the implicit buy-in of employers.

In a recent study, we found that more than 90 per cent of Canadian workers and employers believe that skills development remains important regardless of the stage of one’s career. Nearly half of the 1,500 workers we surveyed said that lifelong learning has become critical for both job advancement and career change. Meanwhile, employers said that supporting lifelong learning among their employees improves competitiveness, increases retention, supports economic recovery, and facilitates internal job transitions. 

With the job market changing so quickly, it can be hard to know what skills will be important in the years ahead and where to go to develop them. As Canada’s experts in continuing education and lifelong learning, Canada’s polytechnics are a good place to start.

Learn what polytechnics have to offer.

The post Why Canada’s Polytechnics Ensure That Learning Is Lifelong appeared first on HiveInnovates.

As the labour market evolves to demand new skills and fill more job vacancies with the mass retirement of Baby Boomers, UWindsor adapts to meet these needs through its department of Continuing Education, whose mission is to provide lifelong learning opportunities for everyone.

Through industry insight and partnerships, UWindsor identified skill and labour gaps in healthcare informatics, business leadership, and business operations. With this information, the university then developed Health Informatics, Applied Leadership, and miniMBA programs.

Individuals seeking in-demand skills can easily access them through UWindsor Continuing Education programs. With minimal prerequisites, online, evening and weekend classes, they provide flexible learning formats that accommodate busy schedules.

Health Informatics an in-demand profession

Health Informatics improves patient care by using information technology to organize and analyze data. In 2021, over 84 per cent of health organizations hired at least one Information Technology (IT) Technician, an increase of 5 per cent in a year. 

Industry partner, TransForm Shared Services Organization, requested UWindsor to develop the Health Informatics program to create a pipeline of qualified applicants for anticipated employment opportunities in the Essex region. The program is led by a variety of experts in the field, which includes instructors from the regional hospital and a practicing lawyer in data privacy and security.

Digitizing health care is a large industry undertaking enabling an efficient and improved health-care system Canadians deserve. This profession is fulfilling as the purpose is making a positive impact on societal health, while keeping compensation for these roles competitive. 

Advancing leadership skills across industries

Leadership and soft skills are drastically lacking across all industries and sectors. The Applied Leadership Program (APL) qualifies individuals to tackle real-world scenarios that hinder the development of resilient teams and successful project outcomes.

The APL program offers a unique coaching experience from industry experts across a variety of disciplines. The individual will learn how to refine their communication strategies, create leadership plans to support organizations, and understand project lifecycles and best practices in change management. 

UWindsor’s industry partner, Rocket Innovation Studio, participates in this program by providing case studies that engage students and challenge their approach to problem-solving. The program concludes with a capstone project, which allows students to collaborate, synthesize their knowledge, and build industry connections. 

Enhance business skills with miniMBA

For employers hoping to upskill their teams, UWindsor offers a miniMBA program that covers the core business functions, including strategic management. The skills acquired can be applied to any organization. 

This program is also a great opportunity for individuals to refresh their business administration knowledge and network with like-minded individuals. 

At UWindsor, there’s an upskilling opportunity for everyone — workshops, seminars, certificates, and more

Upskilling programs for individuals and organizations

At UWindsor, there’s an upskilling opportunity for everyone — workshops, seminars, certificates, and more. Most programs are eligible for financial support to individuals and organizations through the OSAP micro-credential application, and the Canada-Ontario Job Grant. 

We encourage individuals and organizations interested in upskilling to check out the complete list of programs available at continue.uwindsor.ca.

The post Meeting Labour Market Demand with Upskilling Programs at UWindsor appeared first on HiveInnovates.

What motivated you to start Canada’s fastest-growing online media company, Gonez Media Inc., following your career in legacy media?

It was time to shake the room! Canada’s media landscape has not been serving Canadians the way they deserve to be served. It was very clear that there were way too many stories that were not being told, especially stories relating to people of colour. On top of that, so much Canadian talent had no platform to share all the amazing work they were creating. I wanted to fill that gap. That’s why I started Gonez Media Inc. (GMI). I’ve always dreamed of starting my own media company and felt this was the perfect opportunity to take that risk and give it a try. With technology changing at light speed and Canadians abandoning traditional media, I wanted to create a platform where Canadians could receive their news, information, and entertainment right at their fingertips.

What challenges did you face building your business, and how did you overcome them?

The biggest challenge was finding the financial resources to make this dream a reality. It’s not cheap to build a media company from the ground up. It requires so many things, including production equipment, marketing, payroll, and more. These can add up very quickly. Fortunately, I put together a solid business plan that aimed to address these hurdles and had a great team to execute this plan. But also a team that truly believes in the vision. The other big challenge was making other people — advertisers and audiences — believe that this vision was a credible one worthy of their time and investment. We did that by staying committed to our mission of consistency and finding and sharing the stories that are not being told.

What do you believe are the fundamental forces shaping the future of work in Canada? What trends should businesses consider following?

Everything is being disrupted. The archaic ways of doing things in a traditional stringent 9 to 5 office model are quickly becoming archaic. Yes, structure is still essential, but flexibility is the present and future. That includes flexibility with work locations and hours. That also includes flexibility in the consumption of content. Companies and industries must adapt to this new model or risk quickly becoming irrelevant. Just look at legacy media and the severe challenges they’re going through. It’s very difficult to find anyone sitting down to watch a show or newscast at a set time. People choose when they want their content, which is why our digital distribution model and our productions, like News You Can Use and The Brandon Gonez Show, have been so successful, leading to significant audience growth. 

How have you pivoted your business to adapt to the future of work?

Gonez Media Inc. (GMI) was born at the height of the pandemic. So everything about the future of work is actually in our DNA. Flexibility in location, the flexibility of work hours etc., is part of our business model. This isn’t the future of work for us; it’s how we work right now and will continue to do so. Our talent is top-notch because GMI has met their expectation of how work should look, and that, in return, produces a team that is eager to see the business’s success.

How did upskilling and continuing education get you to where you are in your career today? What advice do you have for those considering upskilling to advance their careers?

Continuous learning is part of the equation to being and remaining successful. I’m a trained journalist; it’s what I studied in school. But, I’ve also taken time throughout my career to learn and understand business fundamentals. For me, I looked at it as an investment in myself. At the time, I may not have needed those extra skills, but since I started my own business and media company, those skills are definitely coming in handy and leading to GMI’s success! So, anyone reading this, I would definitely encourage you to always continue learning, especially if it’s offered for free at your employer. Take advantage of those benefits because, at some point in life, you’ll be able to tap into those skills and see the benefit of that investment. Remember, the biggest bet and investment you should always make is in yourself!

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Kathryn Cameron

Chief Operating Officer of Beauceron Security & a Member of the CRN Campaign

Today’s work environment is filled with more distractions than ever, ranging from smart devices, the Internet and social media to team channels, group chats, and more. While seemingly convenient, different alert tones keep notifying us where to look and what to read or answer next. To sum up, the multitude of digital platforms in-house and outside the organization keeps growing, and so do the distractions. This myriad of digital distractions truly begs the question: how can leaders help streamline, achieve focus, and build engagement through an empathetic approach while leading by example?

In an interview with Ulrike Bahr-Gedalia, Senior Director of Digital Economy, Technology, and Innovation and Cyber. Right. Now. (CRN) campaign policy lead at the Canadian Chamber of Commerce, Kathryn Cameron, Chief Operating Officer of Beauceron Security and a member of the CRN campaign, discusses how to balance the pros and cons of digital transformation and the needs of the employee and employer.

Ulrike Bahr-Gedalia: What are some overarching trends you see in today’s workforce?

Kathryn Cameron: As the competition for talent increases, the workforce has been very clear – flexible working arrangements are here to stay. Organizations are willing to accommodate flexible work environments, including flexible hours and flexibility in work locations for individuals working from home full-time. As a whole, the workforce has expectations that employers will find ways to make work fully accessible remotely. 

Bahr-Gedalia: Speaking of expectations, what expectations does the workforce have with respect to engaging in “all things digital” while staying focused on the tasks at hand? 

Cameron: The consistent expectations I’m seeing for the workforce to successfully tackle “all things digital” require organizations to have clear communications and expectations. The right communication tools are necessary so that digital collaboration is successful. Clear internal processes, specifically who is responsible for what and how items are approved, ensure that individuals can clearly identify any variation from that process. For example, if the HR team follows a specific process to verify any updates to payroll information, any variation from that process should set off a flag for the employee to identify that something might be wrong. Finally, with flexible work hours, employers need to create clarity around when individuals are available for work.

Bahr-Gedalia: What are some trends you see for employers? 

Cameron: The most significant trend I’ve seen in organizations across industries over the past two years is the need to navigate digital transformation. 

Employers have needed to find ways to either empower their workforce remotely or engage with their customer base in a new way. Both of these pushes have created opportunities for businesses to be more competitive and creative in reaching new markets. However, these changes have also opened organizations up to increasing levels of digital risk as they make the choice to become more connected online.

Bahr-Gedalia: You spoke about finding the right balance. New opportunities and reaching new markets are definitely a big bonus. You also mention risks. What risks and challenges do these new expectations of the workforce place on the employer? 

Cameron: Digital transformation comes with the risk of employees having more data, more ways to access it, and consequently, more distractions for a workforce already inundated with new processes and technologies.

This shift to “all things digital” requires organizations to educate their workforce on how to be mindful of their level of distraction. Often this involves education around the value of the information they have access to and what the impact of making errors due to distraction has on the entire company.

Secondly, this requires the employer to provide comprehensive education and support on the internal processes and what to do if someone makes a mistake online, possibly falling victim to a social engineering attack. 

Bahr-Gedalia: How do we achieve the potential of complete digital transformation? 

Cameron: It requires an intentional effort from leaders. Managing this period of transformation requires leaders to stay focused on their economic goals and have an understanding that each individual is going through this period of change. In addition, maintaining an empathetic and positive approach to how we react when digital mistakes happen — the right phishing e-mail can catch anyone at the right time — is an opportunity to build a team with high levels of trust.

This entire shift in how we work is happening in the context of also navigating a global pandemic, economic uncertainty, not to mention the everyday stress people had been carrying previously. This is a significant amount of change to absorb.

Onboarding processes with a personal touch that enable individuals to see the impact their work has on others in the organization, emphasizing how to do their job safely as they change where and when they work, will mitigate the security risks of hybrid environments.

Training, from personal development plans to cybersecurity awareness, can become an opportunity to reinforce an employer’s commitment and increase workforce engagement. 

Bahr-Gedalia: Importantly, how can leaders ensure they lead by example?

Cameron: Sharing what leaders are learning during this digital transformation, reinforcing the importance of connecting with others, and turning any digital mistakes into a positive learning experience for the entire team. This needs to be seen as an effort across the organization, not just the digital transformation or IT teams. All leaders have a role in ensuring a successful transition to a more digitally connected workforce.

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