Young Workers, the New Workforce Update 2015

Interesting Canadian Statistics Concerning Young Workers & OH&S. Canadian Employer Survey Results: 15% of companies workforce are young workers (ages 15-24); 74% of those surveyed don’t have their existing safety programs and or training designed for younger workers; Of the companies surveyed 30% graded themselves at 4 out of 5, (5 being a failure); 2

Continued When asked who bears the greatest responsibility when it comes to protecting young workers 25.8% of the employers interviewed indicated the supervisor and 19.4% indicated the employer; Only 3.2% indicated the young worker themselves; When asked what is the most effective way to significantly bring down the number of young worker injuries 83.9% indicated, Consistent Dialogue, 80.6% Close Supervision; 3

Continued Companies believed that only 22.6% of young people enter the workforce are safety conscious; Survey Quote “ I think it is more a lack of hazard awareness and consequences, rather than a lack of concern for safety. A lack of life work experience can put them at risk because they often don’t recognize the many potential hazards around them” 4

Additional info Only 42% of executives believe that young people entering the workforce are prepared for the jobs, Only 45% of those young people think “they” are prepared, And maybe worst of all 72% of educators believe that young people are prepared. Do you see the disconnect here? those that need competent workers, the worker themselves and those that we rely on to train the young people. 5

Sask WCB Stats 6

The Business shift 7 General population, currently more seniors in Canada than youth. For the first time in history we have 4 generations working side by side. The change in learning skills is significant and can’t be overlooked especially in the health and safety field. As an example, older job candidate may prefer to tour the facility and watch the process whereas a younger applicant would prefer to watch a video. The shift in learning skills and methodology is not to be overlooked.

In the oil patch Many of todays oil and gas workers must be highly skilled at reading, numeracy, communicating and problem solving. Cognitive skills are a major factor in securing employment and keeping it. Looking forward, with a desire to reach new offshore markets with liquefied natural gas product etc. the youth will now need to acquire a much greater knowledge base and the question that needs asking is will the experience still be available with the changing workforce. The health and safety risk concerning hydro-carbons work processes is increasing daily with the increase in global usage. 8

The job market overview Boomers still “got some game” and are creating a “gray ceiling” that is limiting upward progress of young workers which can lead to some resentment and effect positive communications. The “knowledge shift” is becoming a major factor in communication skills. Another factor, approximately 15% of workers in their 40s and 50s are paying to support a grown child which impacts on their finances. Freedom 55 is just a fallacy given todays fluctuating markets, older workers are in for the long haul. 9

So where do we go from here? The statistics are “startling” concerning the misconstrued perception of those who hire workers, those applying for the work and those conducting the training. We have all heard about the iceberg effect concerning risk and injuries the iceberg stats may soon change given that 21% + of the loss time injuries involve young worker and of the fatalities each year 3 involve young workers. 10

Training tools and skills. Focus on developing training tools for the young workers, challenge the youth already in the workforce to champion this project and if possible provide some instruction. Review our webpage /resources/concerning your education and training needs. Utilize some of the tools provided in the soon to be released Sk WCB Guide, which is being authored with input from “ENFORM” and in conjunction with WorkSafe BC. This guide will also contain direction for those supervising young workers, remembering that supervisor’s now have a direct legislated duty and responsibility. 11

Continued Dependent on the job type, review your hiring criteria and ask the question whether or not a health and safety component should be incorporated within the interview, Review your probationary guidelines, is health and safety a condition of employment, What system do you have in place for corrective action not only for new workers but existing workers who may be setting a bad example, 12

Continued Has the new hire been given a detailed job description laying out the specifics and expectations. Have you afforded the new hire the time to ask questions or can they show you what you have asked them to do? Be careful of the “silence factor” ask them questions related to the assigned task. The preverbal nod is a warning sign that the knowledge transfer may not have been effective or adequate. 13

Wrap up. With the current global down turn in the oil patch this may be an prime opportunity to review internally the tools and systems that you have in place for when the hiring frenzy starts again and the industry rebounds. For employers that are planning ahead, their success will be hinged on their ability to hire skilled safety conscious workers who will be taking over the reins. Contact ENFORM, as your safety association we can advise and assist you with your educational and training task 14

Thank you: Q&A Bob Ross Manager Enform Saskatchewan. Suite 208, rd street N.E. Weyburn, Saskatchewan. S4H 0W3 Phone # 306,