Tim Murray

IT Support Manager, Meticulon Consulting

Kristin Light

Employee Engagement & Change Management Specialist, ONxpress Transportation Partners

Diversity isn’t just a buzz phrase — it’s a strategic advantage for forward-thinking organizations. CASE helps employers build truly disability inclusive workplaces.

Diversity and inclusion in the workplace are not just buzz phrases or a moral imperative. They offer a strategic advantage for forward-thinking businesses in the trades — and every other sector. 

The power of diversity: creativity, innovation, and a healthier bottom line

A wealth of research indicates the benefits of a more diverse workforce to an organization’s bottom line. “Teams with diverse experiences and identities are more creative and innovative, are better equipped to solve complex problems, and have a broader range of skills,” says Joanna Goode, Executive Director of the Canadian Association for Supported Employment (CASE). “All of this contributes to better business performance and ultimately to higher profit. What you’re recruiting for in the trades may be different from other sectors, but all the same benefits of a diverse workforce apply.”  

Untapped talent pool ready to work 

During a well-publicized labour shortage in the trades (and other sectors), a largely untapped pool of skilled potential employees experiencing disability is looking for work. More than one in five Canadians identify as experiencing disability, but employment statistics for this population are far from encouraging. 

People who experience disability in the core working age (25-64) are 20 per cent less likely to be employed than their counterparts without disability (Statistics Canada). Meanwhile, unemployment rates for neurodiverse individuals are eight times higher than for persons experiencing other disabilities. 

Persistent challenges for job seekers experiencing disability

Many persons who experience disability are educated and trained — or have an interest in pursuing education or training — but find themselves shut out of the labour market as a result of stigma or non-inclusive hiring and career advancement practices within organizations. “Employers have a real opportunity to change the trajectory of inclusive employment in our lifetime,” says Kristin Light, Employee Engagement and Change Management Specialist with ONxpress Transportation Partners, and consultant and speaker on neurodiversity and mental health. 

Relevant resources and support for employers

Many employers have the best of intentions when it comes to diverse hiring but don’t always know where to start. Enter CASE — a resource for employers seeking to embrace inclusivity for persons experiencing disability. CASE represents community-based employment service providers across the country, and runs national projects focused on mentoring and on fostering innovation delivered at provincial/territorial and local levels through partner organizations. CASE also focuses on capacity building for service providers in the supported employment sector through learning and development opportunities, networking, and research. 

It’s time for organizations to heed the call for diversity, unlock the potential of diverse talents, and build inclusive workplaces that reflect the strength derived from embracing every individual’s unique talent and abilities.” 

“We offer resources that employers can access quickly and easily and that are adaptable to wherever employers are in their journey,” says Goode. “We also link them with service providers in their communities for more individual support around hiring.” This strategic collaboration connects employers with the knowledge and expertise necessary to create truly inclusive work environments.

Light recently completed CASE’s Supported Employment Essentials Course for her work developing a neuroinclusion program at ONxpress Transportation Partners. “There were a ton of helpful resources about what’s working in Canada and other countries, so I’m not having to reinvent the wheel,” she says. “It’s been immensely helpful.” 

CASE offers a wealth of free resources to employers — like an inclusive HR practices toolkit, courses on disability inclusion and accessible communication, a monthly employer newsletter, and opportunities to network and to embed mentoring into their inclusion strategies. Organizations can leverage CASE to connect with service providers in their community who act as matchmakers with job seekers who experience disability and possess relevant skills. 

Tim Murray’s journey with inclusive hiring

Tim Murray, IT Support Manager at Meticulon Consulting, was diagnosed with autism as an adult. Inclusive hiring and career development have made all the difference in his quality of life and have allowed him to contribute his unique talents and perspective to his organization. 

“Having neurodiverse or persons with disabilities in the workforce broadens an organization’s perspective,” he says. “Neurodiverse voices often gently encourage organizations towards initiatives that are good for society at large. Including them not only enhances an organization’s respectability but moves us all towards a better world.” 

Inclusive organizations go beyond entry-level hiring

Crucially, disability inclusive organizations don’t just focus on hiring people experiencing disability at the entry level. “As a society, we haven’t always done a good job at recognizing the importance of career development or progression,” says Goode. “Skills related to creativity and innovation, which persons who experience disability often excel at, are even more essential at leadership positions.” 

Goode encourages enhancing the accessibility of traditional pathways to grow careers, like accessing professional development or mentoring opportunities. Examining these pathways in order to identify and remove barriers to persons experiencing disability can go a long way.  

Integrating individuals experiencing disability is not merely a checkbox to fulfill; it is an active pursuit of a transformative workplace culture and a healthier bottom line.  

Tim, how did your autism diagnosis shape your approach to work, and what insights did it bring to light?

What does an inclusive employer look like to you?

Joanna, could you elaborate on the challenges that individuals with disabilities often face in the workplace, and how CASE addresses them?

Kristin, can you draw a line between the mental health crisis in construction and a lack of focus on neurodiverse hiring?

What do you want employers to know about hiring inclusively?

Joanna, any final thoughts?

Connect with CASE to build a disability-inclusive workplace that fosters innovation, resilience, and growth. Visit supportedemployment.ca. 

CASE initiatives are funded in part by the Government of Canada’s Opportunity Fund for Persons with Disabilities Program and Sectoral Initiatives Program (SIP).

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Through diverse pathways, expanded programming, and wraparound support, Niagara College offers an inclusive environment to anyone wishing to learn a skilled trade.

Demand for qualified skilled tradespeople in Ontario is higher than ever. Rapid population growth and advancements in technology and infrastructure development have fueled this demand, as has the pandemic — which saw a surge in household renovation projects. 

Meeting this demand is challenging when skills are in short supply. At least one-third of Ontario’s 1.3 million people working in skilled-trades are 55 or older and nearing retirement, and there aren’t enough new apprentices to replace them. 

Lack of interest among younger people is a significant barrier to new apprenticeships. “There’s a perception that white-collar jobs hold prestige and financial security,” says Julie Stuart-Niemiec, Manager, Apprenticeship, School of Trades, Niagara College. 

My program provided co-op through which I was able to secure a job immediately after graduation.

Careers in skilled trades offer many advantages including competitive salaries, stable employment, the opportunity to earn while they learn with the added benefit of avoiding student debt. Skilled trades offer a direct pathway to employment. “Many graduates have multiple job offers waiting for them upon graduation,” says Stuart-Niemiec.

Welcoming and supporting diverse individuals in trade programs 

To address the trade skills gap, Niagara College is expanding its state-of-the-art facilities at the Welland Campus as part of its Master Plan. “This will prepare more graduates for lucrative, in-demand careers in a broad range of fields, including electrical, automotive, machining, carpentry, welding, and hairstyling,” says Stuart-Niemiec. 

Programming offered includes pre-apprenticeship programs and skills development projects to encourage underrepresented groups like women, indigenous peoples, racialized individuals, newcomers, and the disabled to enter various trades. “We provide a very welcoming environment and offer wraparound support to students and apprentices.” Says Stuart-Niemiec. 

Finally, collaboration with industry partners — a key aspect of the Plan — ensures ample work integrated learning opportunities for students. Recent graduate Nishita Vekaria, an international student from Kenya, can attest to its value. “My program provided co-op through which I was able to secure a job immediately after graduation,” she says. 

To apply to the School of Trades at Niagara College, please visit niagaracollege.ca/trades.

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ApprenticeSearch.com is here bridging gaps and empowering aspiring trade professionals through mentorship for all Canadians.

How do we ensure all equity-deserving groups have opportunities in the trades?

There are various barriers for underrepresented groups pursuing a meaningful career in the skilled trades – how does ApprenticeSearch.com play a role in removing barriers to entry and support employees in their skilled trades career search?

How can employers utilize ApprenticeSearch.com to diversify their workforce?

How are apprenticeships playing a key role in addressing Canada’s skilled trades labour shortage?

What role does ApprenticeSearch.com play in connecting employers and apprentices, and ensure the talent pool is as diverse and inclusive as Canada’s population?

What is the future of Canada’s skilled trades industry?

Learn more at ApprenticeSearch.com.

The post Breaking Down Barriers: ApprenticeSearch.com’s Approach to Equity in Skilled Trades appeared first on HiveInnovates.

The times, they are a changin’

Manufacturing is a cornerstone of Canada’s and Ontario’s prosperity. That prosperity is what made people from around the world want to call this region their home. Making things here has given us a global reputation for advanced manufacturing that provides innovative products, processes, and solutions to customers world-wide. In turn, the sector has provided satisfying careers and a solid tax base.

However, this prosperity is at risk of eroding. As we progress into the 21st century, manufacturers are struggling to replace the aging and retiring workforce that helped establish this region as a global leader in advanced manufacturing. This is being caused by a reduction in the total number of young people (and new Canadians) entering the workforce, and the sector’s historic challenges attracting a more diverse workforce. This has led to staffing shortages and declines in productivity for many companies.

A history of prosperity for Canadians (new and current)

The relationship between new Canadians and manufacturing in Canada is well established. Companies like Magna, Linamar, and even a humble Windsor mold maker called Circle 5 were all founded by new Canadians who turned their passions into profitable businesses. Today, if you walk the floor at Circle 5, you’ll see people from many cultural backgrounds. Through smart stewardship and prudent growth strategies, they avoided layoffs during both the 2020 pandemic and the 2008 economic downturn. The job stability Circle 5 created for its employees (and they’re not the only ones) is indicative of the kind of stability a job in advanced manufacturing can provide.

Since the costs of living are going up fast, one would expect young people to be flocking to careers in advanced manufacturing. However, according to Statistics Canada, this is not the case.

Diversity in manufacturing

The high cost of living in Canada (southern Ontario and the GTA in specific) has led to new Canadians (who once helped fill these positions) looking elsewhere for opportunities. Plus, the aforementioned reduction of young people entering the job market, and perceptions of careers in manufacturing being dirty, dark, and dangerous, is forcing manufacturers to find talent in a much smaller applicant pool. The sad truth is that those long-held perceptions are no longer the truth, and haven’t been for quite some time.

The point is, diversity is good for advanced manufacturing! Having a visibly diverse workforce (in terms of culture, age, and gender) provides an advantage over other companies who do not. And therein lies the challenge: Companies need to figure out how to better recruit from traditionally under-represented groups (like women and racialized people) to fill their talent pipelines AND existing job vacancies. Doing this requires adjusting hiring practices to better communicate the realities of a career in advanced manufacturing – stability, fair compensation, and job satisfaction. New Canadians and young Canadians alike can still realize their dreams of a great life for themselves. It’s up to advanced manufacturing employers to better get this message out.

Learn more at canadianassociationofmoldmakers.com.

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Thanks to LiUNA’s leadership, women in the trades are thriving and finding rewarding, fulfilling careers in construction.

The Labourers’ International Union of North America (LiUNA) remains a strong advocate for women in the trades, taking innovative, collaborative steps forward to dismantle structural barriers and challenge the assumptions and implicit biases that have traditionally prevented women from entering the construction industry.

Through LiUNA’s progressive leadership in outreach, mentorship, and training initiatives, we’re implementing programs that strengthen Canada’s skilled workforce with a significant focus on pathways to strengthen retention that will promote a safe and dignified culture on-site and foster opportunities for women to grow and advance in the industry. 

A champion for women in the trades 

In Ontario, we’ve seen a boost in apprenticeship registrations by 24 per cent in the last year compared to previous years, including by nearly 30 per cent among women. We’ve seen a commitment to improving industry standards, including personal protective equipment for women and washroom facilities on-site — initiatives that LiUNA’s longstanding advocacy helped champion. 

Through collaborative efforts of labour, government, and industry, we must continue this momentum and ensure that our workforce is a reflection of the communities in which our members live, work, and build. Skilled trades remain paramount to the strength, connectivity, growth, and function of our country and our economy. From housing, roads, transit, health care, energy infrastructure, and more, LiUNA members answer the call, building up the communities we call home with pride in knowing “we built that!”

Knocking down barriers

The construction industry, traditionally identified as a male-dominated field, is becoming more gender-inclusive. With women taking on leadership positions and advancing to owning companies, and pay equity in every LiUNA collective agreement, we’re seeing a transition that dispels stigma and ideologies aimed at preventing women from succeeding in construction.

Our LiUNA sisters are a pillar of strength and together we’re knocking down barriers each and every day, which will have a direct impact on our current and future generation of women in the trades.

The trades are becoming more diverse, and I’ve received nothing but support from everyone I’ve worked with. I strongly encourage more women who might be considering the trades to make the jump.

Through our Labourers for Equity and Diversity (LEAD) program, we’ve implemented a zero-tolerance policy for harassment in the workplace, including mandatory “Be More than a Bystander” training for our representatives to ensure that women aren’t met with systemic barriers to diminish their success in the industry. Together, we’re empowering a path forward to build careers that advance stronger futures, financial stability, health and wellness benefits, retirement security, and transferable skills for life. To ensure that all workers are treated with dignity must be the goal of every trade.

A story of success

Meet LiUNA sister Damara, who’s working in the high-rise sector in Kingston, Ont. Her LiUNA membership has paved the way forward for a strong career in the construction industry. 

“I got started in the construction industry over a year ago after looking for a new path and career,” says Damara. “My father has worked with LiUNA Local 183 for over 40 years now, so I understood what the work entails, but I was always nervous about making the leap. After completing an education in behavioural science and working in the health care industry, I realized that career wasn’t for me. I felt a bit unhappy and knew I wanted to try something new. I can say with certainty that I have no regrets in making this transition — I’ve enjoyed it all!”

Today, Damara works as a general labourer on a condominium high-rise. “My day-to-day is always changing but to list a few responsibilities, I’ll support the form setters, build scaffolding and decking, and maintain the work area to ensure safe working conditions,” she says. “The first job I worked on was near completion so at the time a lot of my responsibility was dedicated to maintaining a clean and safe job site — but I’ve been able to learn a lot on this site with more hands-on work.”

Building for the future

The advice Damara would give to anyone looking to enter the construction industry is to go in full throttle and learn as much as you can. “Coming from a few different backgrounds like retail, the service industry, and health care, I find it the least stressful career I’ve been in,” she says. “There are obviously new physical demands that come with this career but it’s a real family environment on the job site and everyone is working toward a common goal. In terms of advice I’d give to my younger self, I’d tell myself to do this a lot sooner. Especially as a wife and mother with two kids, building toward a pension that I know will help my family down the road is something I’d have liked to start earlier.”

Celebrating LiUNA sisters

What Damara enjoys most about her job is the anticipation of completing a project. “I remember being younger and my dad pointing out buildings or jobs that he worked on and saying, ‘Hey, Damara, I built that!’” she says. “I’m really excited to do the same with my kids.”

Damara shares advice for any women reading this. “I just want to say that I remember thinking when I was younger that only men can work in construction and while I might be the only woman on my site, it doesn’t feel that way,” she says. “The trades are becoming more diverse, and I’ve received nothing but support from everyone I’ve worked with. I strongly encourage more women who might be considering the trades to make the jump.”

Join us as we celebrate the strength and perseverance of our LiUNA sisters, who move our industry, organization, and country forward and who continue to motivate the next generation of industry leaders and community builders!  

Learn more at liuna.ca. 

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“You never know until you try.” Everyone knows the saying, but there’s a reason why adages stand the test of time. Trying something new can break stigmas and help you learn something about yourself that you didn’t expect. That was a 15-year-old female high school student’s attitude after seeing a poster for one of the CWB Welding Foundation’s (Foundation) March break Mind Over Metal Camps.

Ayva Siokalo stumbled upon one of the welding camp posters hung in her New Brunswick secondary school. She was initially drawn in by the prospect of trying something outside of what she was typically interested in. As a self-professed “theatre kid,” she quickly discovered a passion for welding despite her initial apprehension. Eventually, she went on to compete at Skills Canada New Brunswick, an experience she didn’t foresee until she gained confidence through the welding camp.

“I thought the Mind Over Metal camp at Leo Hayes High School was awesome. I really liked it,” Ayva said of her positive experience. “Even on day one, when we were laying beads, I had so much fun.”

Going into the camp, Ayva believed a welding gun in her hand would spell disaster for herself and those around her. Still, after guidance from the supportive instructors onsite, she discovered she was more capable than expected. After the camp, instructors gently nudged her to compete in the upcoming Skills Canada New Brunswick competition. Even though she felt like she lacked experience, Ayva found the competition welcoming and engaging.

“It was a nice environment. It didn’t feel like there was any pressure, even though it was a competition,” she said. “I’m not sure how I placed since they only grade the top three contestants, but I don’t think I came in last. I’d absolutely do it again!”

Ayva’s mom, Krystal, who supported her daughter’s interest in welding, says seeing her try something new and end up competing in a major competition was unexpectedly “amazing.”

“She came home with a poster and asked if I could sign her up. It wasn’t something I thought she would be interested in, but it opened many doors and showed her there are opportunities outside of university. I’ve been telling people that if you have a 12- to 17-year-old at home, get them to experience a Mind Over Metal camp and see where it goes.”

Experiences like Ayva’s are one of the main reasons the CWB Group and the CWB Foundation develop and deliver welding-related programs to teach a variety of audiences this unique trade. It is no secret that a labour shortage exists in Canada’s trades. Exposing more groups of people to the world of welding can help strengthen the labour market and provide rewarding career opportunities to those who may otherwise face barriers to training.  

The CWB Foundation runs a number of programs aimed at introducing welding to diverse audiences, including Arx and Sparx, a hands-on program designed to be inclusive of Indigenous youth ages 12 to 17. The curriculum combines welding instruction with cultural teachings and support from local Indigenous communities. Their Women of Steel program, aimed at women and those identifying as non-binary, features virtual and in-person learning with hands-on experience in a flexible environment led by experienced instructors.

The CWB Group also works with a range of community organizations, such as those focusing on racialized communities, newcomers and refugees, to introduce them to welding skills while ensuring the participants are supported with other related community services.  

By delivering programs specifically attuned to diverse audiences’ needs, we can break down barriers to learning and training in the skilled trades. In turn, this will help bring in new talent and foster the next generation of skilled professionals.

For more information about Canada’s welding industry, visit: www.cwbgroup.org.

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Automate Canada recognizes the issues impacting advanced manufacturing and seeks innovative solutions through the collective voice of our members.

Promoting Inclusivity in Recruitment, Training, Education, and Collaboration

As an industry association, Automate Canada takes on the responsibility of addressing industry challenges and being part of the solution. Companies are realizing the benefits of tapping into top-tier talent beyond traditional recruitment markets. Diversifying the workforce brings different backgrounds and experiences together, linking employee engagement to a sense of inclusion. Diverse companies perform better due to the infusion of different ideas and perspectives.

Companies have adjusted their recruitment strategies to be more inclusive, and Glassdoor reports that 75% of job seekers consider this critical when evaluating job offers, highlighting the importance of these initiatives when attracting talent and emphasizing that diversity and inclusion are commitments that go beyond policies.

Challenges in enhancing diversity can also be found within workforce training and development. We collaborate with post-secondary institutions and other organizations to raise awareness of diversity and inclusion initiatives, limitations in training and education and enhancements to recruiting, hiring, and training practices. Training programs must extend beyond technical skills, integrating diversity and inclusion elements. This is important to member companies when cultivating a workplace culture that embraces diversity and increase employee retention.

Cultural competency training, diversity assessments, inclusivity training, and unconscious bias training deepen the understanding of different cultures, and experiences while also promoting the benefit of having different perspectives on a team. A 2015 McKinsey study found that companies in the top 25% for diversity were 35% more likely to have financial returns above the industry median.

Education for the Next Generation of Skilled Workers

Through partnerships with organizations like WEST, YMCA, and We Build a Dream, we promote advanced manufacturing to the sector’s next leaders while educating members on being employers that are attractive to new hires. By promoting various initiatives to improve diversity and inclusion, the association plays a role in removing stigmas some may have about the industry.

Automate Canada also brings awareness of government initiatives to our members. Federal and Provincial governments allocate funding for workforce development, prioritizing underrepresented groups, offering support to companies that increase diversity when hiring, and investing in initiatives that encourage underrepresented groups to pursue careers in STEM. We collaborate to promote diversity and inclusion, resulting in targeted initiatives, effectively addressing specific challenges and we collect feedback from member companies and industry partners, using a collective voice to help influence policy and future initiatives.

It is critical that we recognize the momentum around diversity and inclusion, in advanced manufacturing, and ensure that it remains. A diverse workforce allows Canadian manufacturers to be innovative, creative, and ensures employee retention, engagement, and satisfaction.

Visit our website to review the Diversity and Inclusion practices of member companies, like Vista Solutions and ABB: www.automatecanada.ca

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Michael Auchincloss

Associate Dean of Skilled Trades and Apprenticeship & Principal for the Centre for Skilled Trades and Technology

Humber College is making careers in skilled trades more accessible to women, addressing industry demands and diversifying the workforce.

In Ontario, the demand for skilled trades is soaring. To achieve the province’s infrastructure plan to build 1.5 million homes by 2031, the government is projecting a need for more than 100,000 new skilled trades workers in the next 10 years. However, labour shortages are already at an all-time high.

A career in the skilled trades can be incredibly rewarding, offering competitive pay, autonomy in career paths, unparalleled job security, endless professional growth opportunities, and excellent work flexibility catering to diverse lifestyles. Women are finding fulfilling jobs in skilled trades now more than ever. There is a need for diversity in the trades workforce to enhance innovation, creativity, and introduce a comprehensive approach to problem solving. 

“Diversifying makes the industry better, and I want women to know there’s a place for us here,” says Elizabeth Sully, a professor of Furniture and Cabinet Making at Humber College. “We’re breaking old stereotypes and contributing to a sector that needs workers.”

Gain employable skills

Humber College is addressing the labour shortage and building a powerful future workforce. The college is expanding its Centre for Skilled Trades and Technology by 16,620 square-feet, allowing for more state-of-the-art learning labs and equipment for additional apprenticeship, pre-apprenticeship, and post-secondary students. The college has also recently introduced the Pathways to the Skilled Trades Program, which is an eight-week fully funded opportunity to get started in trades, as well as several pre-apprenticeship programs that can be subsidized.

“At the Centre, students receive a combination of hands-on training in simulated worksites and classroom theory,” says  Michael Auchincloss, associate dean of Skilled Trades and Apprenticeship and principal of the Centre for Skilled Trades and Technology. “Under the guidance of industry experts and equipped with top-of-the-line equipment, students establish real-world connections, gain industry-current skills, and graduate ready to build thriving careers.”

“Women should consider skilled trades because there is tremendous job satisfaction,” says Sully.  “You need stamina, dexterity, balance, hand-eye coordination, along with conceptual thinking.”

Boosting the future workforce

The college also offers Canada’s largest skilled trade scholarship program, Schulich Builders. Created in response to the worker shortage, it recognizes the importance of skilled trades jobs by offering financial and leadership support. Humber is one of 10 Ontario colleges that was selected to offer funding to support 10 scholarships each year to cover tuition, tools, and living expenses. “We’ve just announced our 10 inaugural recipients,” says Auchincloss, “It’s one of the many ways we’re making skilled trades as accessible as possible to everyone.”

Through their hands-on learning approach and scholarships, Humber College’s skilled trades programming offers career-focused curriculum that teaches students to be responsive to change in an ever-evolving market.  

To learn more and apply for the Schulich Builders Scholarship and Humber’s skilled trades programs, visit humber.ca/skilledtrades. 

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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.

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.  

Visit bccwitt.ca to learn more.

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The skilled trades is an industry that’s long been associated with various gender and class based stereotypes – what’s are some of the barriers you’re breaking down as a woman and advocate for diversity in the skilled trades? 

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

What is your biggest piece of advice you’d give to those looking to start a career in the trades?

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