1. 1 ENDLESS CAREER POSSIBILITIES

3. ? RecruitmentRetentionTraining ResearchCoordination

4. Changing Demographics Source: BC Stats

5. Delta Hotels and Resorts ® Fertility Rate Across the World declining population stable population growing population rapidly growing population

6. Overall Demand from Other Industries Mining 17,000 LNG 100,000 Oil & Gas 3,100 – 4,100 Construction 54,500 Forestry 25,000

7. Other Labour Market Challenges Negative public image of hospitality Seasonal nature of jobs High number of regional, remote and rural businesses High number of small businesses  Opportunity for stronger HR and training culture Reputation for limited supervisor/management training

8. Projected Growth

9. British Columbia Supply/Demand

10. Addressing Labour Challenges Retain Existing Workers Become Better Employers

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12. The 21 Key Drivers of Engagement SAY STAY STRIVE ACTION AREAS Drivers of Engagement BEHAVIOURS Engagement

13. Hotels, restaurants and leisure: 68%**

14. 14 Social Media Feedback

15. Addressing Labour Challenges Retain Existing Workers Increase Training Become Better Employers

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17. 17 A Personalized Approach to Training…

18. Addressing Labour Challenges Retain Existing Workers Raise Awareness about Tourism Careers Increase Training Become Better Employers

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21. Addressing Labour Challenges Retain Existing Workers Raise Awareness about Tourism Careers Increase Productivity Increase Training Become Better Employers

22. Delta’s Balanced Scorecard 22 Time to Hire Turnover Rates Time to Hire Turnover Rates External vs. Internal Hires Succession plan External vs. Internal Hires Succession plan Say Stay Strive Say Stay Strive Accident Rates COR participation Valuing Healthy Minds assessments Accident Rates COR participation Valuing Healthy Minds assessments Safety and Wellness Employee Engagement Talent Attraction Index Talent Bench- strength

23. Delta’s Balanced Scorecard 23 Time to Hire Turnover Rates External vs. Internal Hires Time to Hire Turnover Rates External vs. Internal Hires Succession plan Leadership Readiness Succession plan Leadership Readiness Say Stay Strive Say Stay Strive Accident Rates COR participation Valuing Healthy Minds assessments Accident Rates COR participation Valuing Healthy Minds assessments Safety and Wellness Employee Engagement Talent Attraction Index Talent Bench- strength

24. 24 High expect- ations High auto- nomy Low Stress Autonomy and Mental Wellness in the Workplace High expect- ations Low auto- nomy High Stress

25. Addressing Labour Challenges Retain Existing Workers Raise Awareness about Tourism Careers Increase Productivity Expand Recruitment to Target Under- Represented Groups Increase Training Become Better Employers

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27. Addressing Labour Challenges Retain Existing Workers Raise Awareness about Tourism Careers Increase Productivity Expand Recruitment to Target Under- Represented Groups Expand Recruitment Provincially & Nationally Increase Training Become Better Employers Expand Recruitment to Target Foreign Workers

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29. What’s in it for you?

30. 30 View from my office in Kelowna #nofilter