When we are ALL in construction, we are ALL stronger.

It is startling to realize that women account for approximately five per cent of the on-site construction workforce. In the face of the unprecedented need for skilled trades and the recognition of extraordinary career opportunities, the time is now to examine what needs to be done to attract and retain women in the sector. 

Women are an essential and growing part of the industry, and we continue to see the roles and opportunities grow. Women are making a mark, helping to drive the industry forward while building and strengthening Canada.  

We will be able to attract and retain women in construction roles if representation and inclusion exist in all areas, including leadership roles for those driving change. Change needs to start at the top. To attract top talent, construction workplaces must be safer, cleaner, and more reflective, responsive, and supportive of women. Evolving hiring practices will help organizations ensure better representation and will help attract future generations of women.

We cannot build Canada without a vibrant construction industry and women need to account for more than five per cent of that workforce. When we improve workplaces and job sites, we will attract women to an exciting, rewarding, flexible career that is transforming our country. 

Learn more at cawic.ca. 

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Yoana Turnin

Project Manager, Empowering Futures Program at EHRC

Electricity Human Resources Canada empowers the future of Canada’s electricity workforce with exceptional programs that lead to successful career paths. 

Exacerbated by the pandemic, Canada is amid a record-tight labour market. With an industry-wide shortage of workers, there are more than one million unfilled jobs across the country and a historically low unemployment rate of 4.9 per cent. Not only that, but demographic shifts have also contributed to labour gaps, especially in the electricity sector. 

Pre-pandemic, Canada’s electricity industry saw a retirement rate of 1.5 times the national average — a number that’s trending upward — while apprenticeship registrations have been down nationally. 

Diversifying the industry with new talent

The major trends driving significant transition in Canada’s electricity sector point to one common denominator — the critical need to build diverse teams with the skills to manage both today’s power systems and our electricity systems of the future.

“Canada is well prepared on many fronts because we’re world leaders in renewable energy generation,” confirms Michelle Branigan, CEO of EHRC. “We have a strong education and training system and a reliable and safe electricity grid. Now we need to focus on inclusivity,  ensuring that anyone who wants to work in the sector — regardless of gender and background — can find their place.”

“The sector faces under-representation in many demographics, including those under 25, women, those with disabilities, newcomers to Canada, and many more,” advises Yoana Turnin, Project Manager of Electricity Human Resources Canada’s (EHRC) Empowering Futures program. “This is a challenge, and also an opportunity to tap into the unrealized potential for the long-term health of Canada’s electricity workforce.”

EHRC is doing just that. The electricity sector in Canada is generating more opportunities for rewarding, in-demand careers in renewable energy and clean technologies as young employees are increasingly attracted to professions for a healthier planet. 

The importance of mentorship and networking

The Empowering Futures program is Canada’s student and apprentice work placement initiative for the electricity industry. The goal of the program is to prepare students for the future of work by providing direct hands-on opportunities before entering the workforce, giving them confidence in their abilities, and helping them build their professional network. 

The program not only equips students and apprentices with hands-on experience, it  also provides financial incentives between $5,000 and $10,000 to employers who create these work-integrated learning (WIL) opportunities. With the financial incentives, employers can minimize the financial barrier to hiring , grow and diversify their talent pool, and strengthen the industry’s workforce.

“Employers have shared that students are a great resource and asset to their organizations,” says Turnin. “Their energy, open-mindedness, and willingness to try are important for organizational development and future growth.”

Since the program launched in 2018, there have been more than 2,000 successful placements, with another 1,700 expected by April 2024. Many students rate the program as having increased their job readiness, knowledge, and experience in their area of interest.

The Empowering Futures program also unlocks access to additional high-value resources, including tailored Diversity, Equity and Inclusion training for employers and networking and mentorship opportunities for students and apprentices through its Mentor Junction tool that helps build mentorships in the electricity sector.

Electricity employers can apply today to access funding and resources through the Empowering Futures program. If you’re a student interested in a rewarding career in the trades, discover internships and work-integrated learning opportunities in the electricity sector through the Empowering Futures program.

Meet Adelle, a hydro technologist in a field position that monitors indoor and outdoor elements to ensure that our dams are safe. Meet Justin, a wind turbine technician, who enjoys fresh air at 300 feet. Meet Zoee, who believes that ideas can become the reality that will change our world. Check out EHRC’s national Job Board, Mentorship programs, and videos featuring career options.

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Kelly Burns

VP, Tri-Air

Katie Hughes, Owner of HVAC Doris, and Kelly Burns, VP at Tri-Air, share their insights on making the choice to pursue a career in HVAC-R.

Katie Hughes

I’m a huge advocate of the saying “it’s never too late,” primarily because that’s been a big part of my life so far! I was 24 before I realized that I liked working with tools, and I put that down to not being given the option in my teens. I was about to leave school and embark on my adult life without truly knowing who I was or what I liked doing. Who really knows those things at 16? 

Before this enlightenment, I tried everything from veterinary nurse to retail to the military. Then, at 24, I took a big gamble and sent myself back to school to become a Marine Engineer. Now, at 37, I’ve just finished another term at school to get my Gas Technician License. Every moment in between has been a journey of exploration, both personally and for my career. People often use the term “second career,” but for me, the whole thing has been an adventure, and every different thing I’ve done has been a piece of the jigsaw that makes me who I am.

Unfortunately, I still feel this is the case today with young women. Since becoming an ambassador for Women in HVAC-R Canada, I’ve had the honour of attending an event geared at young people about to embark on the same journey I took all those years ago. Most of them (and their parents) didn’t know what HVAC meant, didn’t know whether they could use tools, and hadn’t been presented with information about the trades as a viable option for them. They approached us with their arms brimming with college and university brochures to ask us many questions. It was great to be able to expose these young adults to the possibility of joining the trades at this crucial stage in their lives where they have some big decisions to make and, hopefully, influence a few of them enough that they’ll consider it! Being in the trades is something to be proud of and can be very lucrative too. With the apprenticeships, you’re getting paid while continuing your development and studies — what university can offer that?

To those of you who, like me, didn’t have this exposure or weren’t given the opportunity in the early days, I say, “it’s never too late!” If you’re curious and interested, that’s enough. Don’t be put off if you’ve never held a screwdriver — you can learn. Don’t be put off if you always struggled with math — you can learn that too (I know because I did!) Don’t be discouraged if you think you’re not physically strong or fit enough. Firstly, you’re more capable than you give yourself credit for and secondly, I’ve seen smaller men do this job, so why not women? Finally, don’t be put off by fear. There’s a very fine line between fear and excitement, but you won’t know which one it is until you take that leap of faith.

Kelly Burns

I feel like we’re finally making some waves, and people are noticing that HVAC-R as an industry is a great career choice among the top-paid skilled trades. Many employers are eager to hire women in the trades, and the government has started offering incentives to employers to hire women in HVAC-R. Now, all we need are women!

We’ve been in business for 42 years and, until this year, had only previously had one female apply, which we hired many years ago. We’re lucky enough to have two women, Shawna and Morgan, on the tools right now!

Getting the word out there that HVACR is a great pathway for our young adults when considering post-secondary options is so important. So just give it a try!

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Mediaplanet sat down with Jamie McMillian, a Journeyman Ironworker and advocate for skilled trades, to talk about her journey as a woman in a male-dominated industry.

What is one of the biggest lessons you’ve learned as a woman in the skilled trades?

When I began working in the industry 20 years ago, I was on a mission to prove I could do my job just as well as any other worker. However, validation was important to me, so occasionally — like many women in trades — I would work much harder to get the “attaboy” than necessary. 

Unfortunately, there’s still a looming shadow of bias when it comes to equity in construction. Not everyone is accepting of women in the workplace, regardless of how well you can do your job. Over time it can become difficult to deal with antagonistic personalities, questionable behaviours, and rumours. With time I’ve learned to accept that some people will never change, so adaptability is important. Work is a large part of our life, and it’s important that we enjoy what we do. I’ve learned how to create healthy boundaries and ignore the background noise while doing my job to the best of my ability. Rather than allowing naysayers to have a negative impact on my workday, I choose to use their invalidation as motivation to do my job better and prove them wrong.

What are some of your favourite things about being a woman in the skilled trades? 

I take great pride in being a skilled trades professional because I love working with my hands. I enjoy working hard for my money while building the structures that decorate our countryside, provide housing, employment and support our economy. In addition, I get to brag to my friends and family when I point out places I’ve worked or things I’ve built. It’s empowering and rewarding, especially when you get to tell stories about the experiences and learning curves you faced while building those places.  

As someone who struggled with academia, hands-on education and paid training through an apprenticeship also have their own bragging rights. I don’t have post-secondary education loan debt because my employer and the government provided tool grants and paid training, including excellent pension and benefits. Without debt, it’s been much easier to get ahead and start living the life of my dreams with a certification that allows me to work anywhere in the world.

How has skilled trades impacted your life outside of the workplace?

In high school, I excelled in tech classes, so I’ve always had a knack for building and construction. Fortunately, the transferable skills were a huge asset when I found my way into the Ironworkers union in 2002, eight years after years of uncertainty about a lifelong career choice.  

The biggest impact skilled trades have had on my life is the ability to have a sustainable life and save money. The transferable, practical skills I’ve developed along the way help in all aspects of my life professionally and personally. I can do my own auto repairs or renovate my own home, and I’m always so proud to use my own knowledge and experience to help others. 

My most memorable moment was when I impressed my father with some great suggestions a few years ago when he was trying to use hydraulics to lift and transfer a houseboat from a muddy field to a trailer. Proud daughter moment.

With inclusive language being a hot topic these days, what changes would you like to see in regard to terminology? 

Before I get started, I would like to express my personal opinion. With 100 per cent certainty, a large percentage of women would agree. 

My certificate of qualification states that I’m a Journeyman Ironworker. 

I’m very proud of my accomplishments and see it as a status I worked hard for. It has nothing to do with my gender. 

Many of us love working with our hands, building and maintaining infrastructure all around the world. We invest our heart and soul into completing our practical hours on the tools learning while earning with periodic blocks of theory (theory is not easy for some of us). It takes hard work, perseverance, and determination to be part of the 4 per cent of women representing the skilled labour workforce. In my experience, I would estimate that 80 per cent of women in trades embrace the word Journeyman. Achieving such a credential is not an easy pathway, but for those of us who take the road less travelled, we’re damn proud to call ourselves Journeyman regardless of how we identify. 

We understand the need for more inclusive language. We will happily support the changes deemed necessary; however, in the meantime, we want others to understand that terminology should never discourage anyone from pursuing a pathway into a future career they will love.

What would you do differently if you could go back in time and have a do-over? 

As much as knowledge could have changed my life drastically, I believe everything happens as it should. My path was a convoluted journey of ups and downs, but it made me the strong and resilient person l am today.

Sure, I could have taken more tech classes in high school, learned more about post-secondary technical programs, explored apprenticeship opportunities, and never let anyone make me believe that careers should be defined by gender. It might have propelled me into success much quicker, but the impact might have had a very different effect on my life. 

An alternative outcome might not have opened the doors of opportunity for me to share my story of epic failures, difficult life lessons, and how skilled trades saved my life with others. Due to my own trial and error, I’ve shared my story with hundreds of thousands of students, parents, educators, and employers to help engage, educate, and encourage future generations to consider a career in skilled trades and technology. Through my company, KickAss Careers of authentic apprentices and skilled trades professionals, we’re on a mission to recruit a future workforce of young hands willing to build and maintain the world of tomorrow. We have made it our priority to ensure that we do our part to fill the labour shortage gap.

The post Q&A with Jamie McMillian on Her Journey as a Women in Skilled Trades appeared first on HiveInnovates.

Jessica Bannister

Women in HVACR Canada President

Due to a slew of socioeconomic factors, jobs in heating, ventilation, air conditioning, and refrigeration (HVAC-R) are not traditionally regarded as roles for women. For exactly this reason, a forward-thinking group of female industry professionals formulated the new Women in HVAC-R Canada organization. Their mission is to promote the advancement and inclusion of women in these sectors, regardless of whether they’re working with tools on sights or in office positions.

The inception of this organization is timely, as trades industries are facing a future of concerning employee shortages. Unlike many other job fields, the trades are still heavily male dominated, with under five percent of employees being women.¹ In a country where 50 percent of the working population is female, the trades are trying to eradicate old stereotypes and establish a welcoming work environment for women.²

Representation matters

Women in HVAC-R Canada is working to do just that – to improve diversity in HVAC-R trades. Their industry-focused, forward-thinking programming is catered to supporting and promoting women. They’ll provide prospective and current tradeswomen with access to course and apprenticeship information, simplifying the process of attaining the technology and skills-based education necessary for a career in trades.

The organization will also offer seminars with industry professionals and opportunities for employers to connect with potential employees. Plus, they already have scholarships lined up for members. “Through our sponsors, we’re building education sessions, networking groups, and mentorships,” says Jessica Bannister, Women in HVAC-R Canada’s President. “Every industry professional we approach is enthusiastic and receptive.”

A tradeswoman herself, Jessica knows that a lack of representation impacts a woman’s choice to join the trades. “You can’t be what you can’t see,” She explains. “My father was in HVAC-R, as is my brother. But it never occurred to me or my family that I could do it, and I think that’s everyone’s stories.”

Stronger together

Women in HVAC-R Canada is using their resources to break these stereotypes and present trade jobs as excellent career options for women. “There’s a misconception that the trades are low-class dirty jobs, which isn’t the case,” says Nathalie Brooks, Women in HVAC-R Canada’s Co-Founder. “These jobs are extremely respectable, and we want young women to see them as a viable job option. There’s prestige to being in the trades.”

There are a variety of jobs that fall under the HVAC-R umbrella, including residential and commercial technicians, working with supplier companies, human resources management, office administration, corporate positions, finance, system engineering, and more. They especially hope to increase education information and accessibility for high school students.

Above all, Women in HVAC-R Canada strives to build a community of support. “Our membership program is open to everyone, male or female, who considers themselves an ally and wants to promote women in these trades,” explains Nathalie.

Unifying and thriving

Determined to reinvigorate the industry, Women in HVAC-R Canada forecasts an optimistic future for the trades where everyone feels included, regardless of gender and race.

“The world is realizing that women have a place in the trades,” Nathalie adds. “Everyone wants to work in a safe space doing a job that fulfills them, but they also want a balanced life. Careers in the trades offer just that.”

References

¹Government of Canada, Statistics Canada. “Labour Force Survey (LFS).” Government of Canada, Statistics Canada. December 14, 2021. Accessed December 15, 2021. https://www.statcan.gc.ca/en/survey/household/3701.

²“Women in the Workforce: Canada (Quick Take).” Catalyst. December 15, 2021. Accessed December 15, 2021. https://www.catalyst.org/research/women-in-the-workforce-canada/.

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Aleks Modelewska

Advisory Committee Member

Zahra Gallehdari

Zahra Gallehdari, WiRE International Committee

Roya Rahnejat

WiRE Academics Committee

Mediaplanet sat down with Maja Falvo, Aleks Modelewska, Zahra Gallehdari, and Roya Rahnejat from Women in Renewable Energy to discuss diversity, inclusion, and the future of the renewable energy industry.

What advice would you give to young Canadians interested in pursuing a career in the renewable energy industry?

Climate change is the biggest challenge of our time, and investment in the renewable energy sector is driven by an urgency never seen before. It’s an exciting time to work in the renewable energy industry, as the industry is undergoing lots of changes and innovation. For young Canadians wishing to start a career in the renewable energy industry, I highly recommend doing research on the various aspects of the industry to understand which area to potentially pursue based on skills and passion. Getting involved with a volunteer organization such as WiRE is a great way to explore the industry.

Why is having diverse voices in the renewable energy industry so important?

Diversity in any workplace is crucial to generate long-term value. Diverse backgrounds allow for different perspectives and generate nuanced discussions to create innovative solutions which are essential for the success of the renewable energy industry. Additionally, organizations that embrace diversity attract more talent and achieve higher employee retention.

How is WiRE working to increase diversity and inclusion in the industry?

WiRE’s mission is to advance the role and recognition of women and other under-represented groups working in the energy sector. WiRE works with various partners within the renewable energy industry, both in Canada and internationally, to fulfill this mission. We organize a multitude of events, such as workshops, webinars, meetups, field trips, and award recognition programs.

What changes can we expect for this industry come next year?

Government agencies and the private sector are increasingly working together to achieve net-zero goals, and the renewable energy sector is key in meeting emissions objectives. As such, more investment is allocated to the industry allowing for growth and exciting innovations. Technologies are being explored that aim to improve clean energy grids and optimize energy storage systems.

Is there anything else you want Canadians to know about the trades industry based on your own personal experience working in this space?

Renewable energy is a critical area to focus on to achieve a sustainable future for all world citizens. Stakeholders demand concrete actions to lower emissions across all sectors to address the gloomy projections of global warming. Governments and private corporations alike are setting emissions objectives like never before, and renewable energy will play a crucial role in obtaining these objectives. Technological advancements in the industry have allowed for lower costs and improved performance of renewable energy sources. However, continuous innovation is critical in order for the industry to reach its full potential.

What advice would you give to young Canadians interested in pursuing a career in the renewable energy industry?

There are so many options to pursue within the renewable energy industry. First of all, it’s the future of energy, and people will always need energy. Second, it’s important to note that you don’t need to be a scientist or engineer to succeed in this industry. There are so many different roles that people can undertake, from engineering to communications to project management. No matter what your passion or goals are, you will find your niche.

Why is having diverse voices in the renewable energy industry so important?

The renewable energy industry is constantly developing. Without diversity in any industry, the development becomes stale. We need different points of view, different strategies, and new ideas in order to keep the industry vibrant and exciting.

How is WiRE working to increase diversity and inclusion in the industry?

The power industry, in general, has not historically been very diverse. WiRE is working to include everyone in the conversation to encourage women to speak up, even in communities that might not welcome women speaking up. WiRE has developed chapters in several countries around the globe, creating a community of ambitious women and a safe space for discussion and promotion.

Is there anything else you want Canadians to know about the trades industry based on your own personal experience working in this space?

You don’t need to be an engineer to work in the engineering world. The trades industry needs people with a passion for communications, sales, design, or logistics. If you don’t know what your passion is, join the industry, take on different roles and find your niche.

What advice would you give to young Canadians interested in pursuing a career in the renewable energy industry?

The renewable energy industry is a fast-paced and multi-disciplinary industry, unlike the traditional energy industry and new technologies are developed every day. Exposure to different types of renewable energy technologies, as well as experience with handling, analyzing data, and information technology could increase the chances to get better opportunities.

Why is having diverse voices in the renewable energy industry so important?

The need to reach deep decarbonization requires more innovation and novel ideas. Diversifying the industry and bringing people from diverse backgrounds and experiences allows us to better understand the obstacles along the way and help find innovative and practical solutions to expand clean energy usage, as there isn’t one solution that fits everyone.

How is WiRE working to increase diversity and inclusion in the industry?

Traditionally, women have had lower representation in the energy industry on average, while in some regions, women’s involvement has been very low. WiRE is advancing the role of women in the renewable industry through different programs in its chapters in regions such as Africa, Asia, and South America, among others. WiRE partners with government agencies and energy associations, and its local chapters run programs that are well-suited for the needs of each region through programs proposed and led by local women.

What changes can we expect for this industry come next year?

Recent legislation such as the “U.S. Inflation Reduction Act” and “investment tax credits (ITC) for clean technologies and clean hydrogen” would help advance the industry by facilitating the development of more renewable plants as well as electrification by supporting infrastructure for electric vehicles and other types of vehicles that are not fossil-fuel based. This also would foster the technological advancement, innovation, and automatization in this industry. So more renewable energy projects and job opportunities are expected in the next few years.

What advice would you give to young Canadians interested in pursuing a career in the renewable energy industry?

My advice to young Canadians interested in renewable energy is to never stop learning and to attend energy-related events to expand their network. People you meet at these events could become mentors and sponsors of your growth and advancement in the energy field, and later on, you can create those opportunities for the younger generation.

Why is having diverse voices in the renewable energy industry so important?

Like any industry or team, having more diversity promotes better idea generation and increases innovation as a wider variety of skills and abilities are brought together. Additionally, it fosters a more welcoming and collaborative organizational culture where people have a sense of belonging and role models to follow. The energy sector remains very male-dominated, and it’s our mission at WiRE to promote and advance more women in this field.

How is WiRE working to increase diversity and inclusion in the industry?

WiRE is promoting diversity and inclusion in many ways, including increasing awareness and connectivity and creating mentorship and leadership opportunities for women interested in the energy industry. I lead the academics committee and can speak more about our engagements with students and young professionals:

• Awareness and connectivity: We organize regular panel discussions and networking events for women to learn more about the energy sector and connect with female leaders. Additionally, we have student bursaries for students to attend energy conferences at no cost.
• Mentorship and leadership: We organize speed-mentoring sessions to connect students and young professionals to industry mentors. Additionally, students and young professionals are encouraged to take leadership positions to start WiRE student chapters at their universities and get involved with organizing WiRE events.

What changes can we expect for this industry come next year?

In general, diversity and inclusion, as well as sustainability, are top of mind for many industry leaders. As a woman in the renewable energy sector, I’m very hopeful and excited about the coming years as more companies are looking into ESG investing, energy efficiency, and renewable procurement.

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Antoniette Yap

Millwright Apprentice & IAM Member

Janelle Dodge

Journeyman Welder, Promac & IAM Member

Annie Bellemare

Technical Writer, Air Canada & IAM Member

The International Association of Machinists and Aerospace Workers’ advocacy covers skilled labour shortages, labour market policy, and preserving skilled trades’ integrity.

Workers in the skilled trades need representation and advocacy, and that’s exactly what the International Association of Machinists and Aerospace Workers (IAM) offers.

Formed in Atlanta, Georgia in 1888, the IAM’s first Canadian Local Lodge, Local Lodge 103, was formed in 1890 in Stratford, Ont. The association is the leading union in the aerospace sector and the air transportation industry. It currently represents over 40,000 Canadian workers in air transport and a wide range of manufacturing including aircraft, auto parts, autobuses, aerospace, electronics, light and heavy machinery, tools, and appliances. The IAM also represents a growing number of workers in the health care and hospitality sectors as well as office, technical, and other white-collar workers. The association is one of the few unions in Canada that has represented and advocated for skilled trades since its inception.

Addressing labour shortages

The IAM has a vested interest in advocating for its members and also of ensuring that the industries in which they’re employed continue to thrive in the future.

For many skilled trades, labour shortages are a major current challenge. Some of the IAM’s most well-known advocacy is centered on this troublingly low unemployment-to-job vacancy ratio. The IAM actively lobbies governments to increase funding for skilled trades programs and apprenticeship training programs and to ensure that programs prepare students for the world of work. It also lobbies for defunded skilled trades councils to be re-established as a forum for all sectors of skilled trades.

The skilled trades offer great career opportunities — a message that IAM members are keen to share with potential recruits. “There are a lot of different types of jobs within the trades and a lot of opportunities to grow,” says Michelle Park, a CNC machinist and IAM member. “I’m grateful for the IAM because it has advocated me to better and further myself.”

There are a lot of different types of jobs within the trades and a lot of opportunities to grow.

Supporting women

Encouraging women, in particular, to take advantage of the lucrative and rewarding jobs available in the skilled trades is a particular area of focus for the IAM. The association has consistently shown its commitment to supporting women in the skilled trades, particularly in light of the labour shortages, which require new recruitment and hiring strategies — including ones aimed at women and other non-traditional groups.

The IAM’s lobbying strategy puts members at the heart of advocacy at the provincial and federal levels. Through an internal initiative, it supports women within the organization to step into leadership positions, and through partnerships with allies, it aims to offer support to women in skilled trades.

“The IAM has been great at giving me advice on anything I have questions on,” says Antoniette Yap, a millwright apprentice and IAM member. “I’m a strong supporter of anyone who’s interested in the trades and the labour movement, as it’s a very empowering community. The most rewarding part of the trades is definitely the people and the community. You learn to curate a community of support, learning, growth, and inclusion.”

During contract negotiations and by sticking together, I’ve often felt supported by the strength of the union.

Protecting workers’ rights

The IAM also advocates for labour market policy and preserving the integrity of skilled trades. For example, it has been an active advocate in addressing micro-credentialling in skilled trades training, which has been shown to de-skill trades, making skilled trade labour cheaper.

The IAM encourages its members to get involved in its advocacy efforts. In turn, its members are grateful for its unwavering support and dedication.

“During contract negotiations and by sticking together, I’ve often felt supported by the strength of the union,” says Janelle Dodge, a journeyman welder at Promac and IAM member.

“The IAM is representing me in a grievance we have currently for our structural technician job outsourcing or non-respect of the collective agreement,” says Annie Bellemare, a technical writer at Air Canada who previously worked as a licensed structural technician.

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Through mentorship and development, ApprenticeSearch.com is filling the gaps and empowering upcoming trade professionals.

Across Canada, skilled tradespeople are in high demand to fill well-paying jobs and build rewarding careers. The most recent projections estimate about 700,000 skilled trades workers are expected to retire by 2028, growing the need to recruit and train thousands more. 

The goal of ApprenticeSearch.com is to fill that gap by intentionally connecting employers with talent. The platform, launched by the non-profit HIEC more than 20 years ago,  supports job seekers and employers with free services and programs to increase participation in the apprenticeship pathway.

Breaking down the barriers to entry

There are complex barriers for underrepresented groups pursuing a meaningful career in the skilled trades. A recent study by ApprenticeSearch, Exploring Apprenticeship Training and Support Needs for Underrepresented Ontario Job Seekers, found that overwhelmingly, having access to mentorship was one of the most referenced supports requested: 83 per cent of those with access to mentorship said they wouldn’t have been able to succeed on their path without the support of their mentor, and 92 per cent said they learned something from their mentor they wouldn’t have been able to learn otherwise. 

Kelly Hoey, Executive Director of ApprenticeSearch.com, notes that the results from this research confirmed what the organization already knew through its experience supporting people along the skilled trades pathway — that mentors help navigate an often fragmented skilled trade and apprenticeship system.

“We also know that mentorship doesn’t only come from an individuals’ employer. Mentors can come from a variety of avenues – especially for individuals from groups that have traditionally been underrepresented in the trades,” said Hoey.

Understanding the need for invaluable mentorship experiences, ApprenticeSearch has integrated informal and formal mentorship opportunities into a number of their programs.

ApprenticeSearch.com’s Women in Skilled Trades Peer Mentorship Group is a virtual networking event for women at any stage in their skilled trades journey. The research found that underrepresented groups often cite a lack of access to a personal network as a barrier to finding employment in the skilled trades. The group ensures that women have direct access to mentors and industry professionals through panel discussions, speaker series, and one-on-one conversations. 

The organization’s popular Gateway to the Trades program is a part-time, facilitated skilled trades exploration and employment-readiness program that equips participants – many of whom have experienced barriers to pursuing an apprenticeship — with the skills and connections to find meaningful employment in the skilled trades. In addition to virtual modules (including numeracy skills for the trades and health and safety) and wrap-around supports (such as trade-related tools and clothing), participants receive mentorship from the program’s experienced facilitators and guest speakers.

“Our facilitators have decades of skilled trades experience that they share with participants,” Hoey explains. “And they can provide mentorship in a variety of unique ways, such as spending one-on-one mentoring time with participants to boost their confidence in building the math skills that are required for success in the skilled trades.”

When asked about their experience in the program, one participant explained, “this was a great experience. I am grateful that I came across this program, which [reassured me] that there are authentic, caring people that care for supporting new, up-and-coming potential candidates for the trades.”

The post Mentorship Matters for a Successful Career in the Skilled Trades appeared first on HiveInnovates.

Mediaplanet sat down with Kat Hassard who shares her insight on representation, education, and careers in the trades.

What sparked your interest in pursuing a career in the trades?

I started as an Engineering Technologies student in Kamloops but took a summer job doing irrigation and landscaping and loved it. I chose to switch into a trade and chose plumbing because water made sense to me. I had always wanted to be an architect, but I really found a sincere pleasure in working with my hands and seeing a finished product that was the result of my efforts.

What has been the biggest barrier you’ve had to face as a woman in trades, and how did you overcome it?

Honestly, getting a job. I went through multiple employers over the years due to mass layoffs and multiple recessions. I job-hopped with a colleague through five different companies over three years. Finding work is hard enough for a woman, but that certainly didn’t make things any easier. In fact, I had one company that I called for an interview, and they didn’t seem to understand why I was calling. Following my interview, I followed up and was asked to come in again, where I was point blank told they had never had a woman work for them before and they didn’t know how to make it work.

Given the lack of diversity in trades, what would you say needs to be done to advance the presence of minority groups like women?

Representation is so important. With the surge in everyone’s social media presence, I’m seeing more amazing women sharing their skills and talents with their trades careers, and it’s incredibly empowering. If those individuals could foster as much popularity as the tide-pods challenge, we wouldn’t be able to keep women out of the trades. But it’s not just inciting interest; there must be support at the other end. Employers and other tradespeople need to shift their mindsets in an often-uncomfortable way to include people that may not fit their traditional idea of who a tradesperson is. Without that change in mindset, nothing else will organically follow or be sustainable long term.

What advice do you want to share with Canadians from diverse backgrounds looking to pursue an education or career in the trades?

Do it! Even if you don’t follow through or change to a different career after finding out it’s not a good fit, you will always have an invaluable set of life skills that will allow you to be a better version of yourself and give back in a way you otherwise wouldn’t be able to. If you keep going and make that part of the fabric of your being, you will find close friends, an analytical approach to life, and a fulfilling career that can take you all over the world if you want.

I always like to think back to how much the service company I worked for charged for us to come in and the fact that I don’t need to pay for a plumber (or a carpenter or electrician, for that matter) because I learned how to do so much throughout my trade. Even as someone who has been out of the field for nearly 10 years, I still find so much joy and satisfaction in being able to teach or help someone with construction practice.

Is there anything else you want Canadians to know about the trades industry based on your personal experience working in the industry? 

Change is coming, but change is slow. The world I worked in isn’t the same. The students I see coming through my classroom as a trades instructor aren’t the same. Instead, we see more inquiring minds, empathetic people, and growth mindsets as part of the construction ecosystem. It’s so exciting to see this change on the horizon, and while it’s not the same in every industry or company, it’s certainly coming!

My business, Blue Collar Boutique, strives to ensure everyone can find appropriate workwear for their careers. In order to work safely, we also need properly fitting workwear and PPE. I’ve partnered with some amazing manufacturers, from larger companies to smaller, Canadian-grown ones. They all feel the same way about workwear and our mission to ensure everyone has access to the right gear. “Workin’ Hard Never Looked So Good” is our slogan, and it speaks to the influx of amazing social media content that we do not see, which showcases the crazy, wild, and wonderful work that tradespeople do every day. While I’m just starting up, I’m super excited to continue to develop a growth plan with my partners and work toward a more inclusive future in trades.

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The BC Centre for Women in the Trades is leading the cultural shift needed to increase diversity in the skilled trades.

Some cultural trends and stereotypes are difficult to shift. One of these is that the skilled trades don’t present suitable career opportunities for women. In British Columbia, the number of women in the skilled trades lies at about four per cent. The national average isn’t much better, at around five per cent. This unfortunate trend is hurting us all.

Exploring the issue at hand 

“Skilled trades are one of the last bastions of very male-dominated industries in Canada,” says Karen Dearlove, Executive Director of the BC Centre for Women in the Trades (BCCWITT), a partnership led by diverse tradespeople, along with industry and labour representatives, that’s committed to increasing the proportion of women and equity-seeking people, in the skilled trades. “There’s very little diversity or representation.”

A 2017 report funded through the Canada-British Columbia Labour Market Development Agreement highlights some of the pervasive, systemic barriers that keep women from entering, remaining in, and advancing in the skilled trades. “One of the main reasons is that skilled trades are still not really viewed as a career option for young women growing up,” says Dearlove. “They don’t have the same exposure to the trades as young men do.” 

There are also employers who don’t view trades jobs as work that women can do, Dearlove notes, leading to negligible recruitment efforts. Health and safety concerns, fewer mentorship opportunities, and inflexible workplace policies and practices are contributing factors. Toxic work environments where women face gender-based harassment and discrimination seal the deal, keeping women out of the trades.

This is a major concern for a few reasons, one being the looming labour shortage in the skilled trades sector that Canada is currently facing. It’s also an issue because the lack of women and other equity-seeking groups prevents the sector from building a strong workforce for the future.

Diversity enables much more creative and often much more successful workplaces, period.

The benefits of diversity

Research has long shown that creating diverse, equitable, and inclusive workforces lead to increased productivity, better employee engagement, more creativity and innovation, faster problem-solving, easier recruitment, and less employee turnover. Every industry could benefit from these gains, including the trades industry. 

“Diversity enables much more creative and often much more successful workplaces, period,” says Dearlove. 

BCCWITT is committed to helping the industry create these more diverse and inclusive workforces. It focuses on three key areas — recruitment, retention, and advancement — to achieve its mission. The organization’s programs address these three core topics: its Trades Training and Employment Program tackles recruitment issues, Be More Than a Bystander Program is aimed at creating diverse and inclusive workplaces, and the RRP Leadership Training Program supports equity-seeking tradespeople with advancing their careers and moving into leadership positions. 

“This work isn’t a checkmark, and it’s not something that happens overnight,” says Dearlove. “It has to be deliberate and strategic. But it’s an investment for the future.”

For organizations and tradespeople seeking support on the path to building a strong workforce, BCCWITT is an excellent place to start.

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