1. Skill Shortages: Leaders’ Views Presented to NATCON January 20, 2003 Canadian Labour and Business Centre

2. October, 2002 Canadian Labour and Business Centre www.clbc.ca The Canadian Labour and Business Centre Seeks to improve dialogue between business, labour, government and education Multipartite Board Research / Consultation focus on labour market, skills and skill shortages Operates at international, national, sectoral and workplace levels

3. October, 2002 Canadian Labour and Business Centre www.clbc.ca Importance of the Skills Issue Underlying trends in Canada’s workforce are heightening the skill shortage issue: – Aging population – Trends to earlier retirement – Slower labour force growth – Competition for skills takes on international dimension

4. October, 2002 Canadian Labour and Business Centre www.clbc.ca Labour Force Growth Drops Below One Percent

5. October, 2002 Canadian Labour and Business Centre www.clbc.ca Tracking the Near-Retirement Population

6. October, 2002 Canadian Labour and Business Centre www.clbc.ca Average Retirement Age Declines

7. October, 2002 Canadian Labour and Business Centre www.clbc.ca The Viewpoints Survey A snapshot of business, labour and public sector leaders’ perceptions on a range of issues Conducted every two years – first done in 1996 Deals with challenges facing the economy, potential solutions, demographic and skills issues, healthy workplace practices, and labour-management relations In 2002, largest response ever: 1,145

8. October, 2002 Canadian Labour and Business Centre www.clbc.ca Lack of Jobs % saying “a serious problem” declines

9. October, 2002 Canadian Labour and Business Centre www.clbc.ca Shortage of Skilled Labour % saying “a serious problem” – on the rise

10. October, 2002 Canadian Labour and Business Centre www.clbc.ca Leadership Views on Skill Shortages, Viewpoints 2002

11. October, 2002 Canadian Labour and Business Centre www.clbc.ca How Skill Shortages Rank as an Issue of Concern – Private Sector Managers

12. October, 2002 Canadian Labour and Business Centre www.clbc.ca How Skill Shortages Rank as an Issue of Concern – Public Sector Managers

13. October, 2002 Canadian Labour and Business Centre www.clbc.ca How Skill Shortages Rank as an Issue of Concern – Private Sector Labour

14. October, 2002 Canadian Labour and Business Centre www.clbc.ca How Skill Shortages Rank as an Issue of Concern – Public Sector Labour

15. October, 2002 Canadian Labour and Business Centre www.clbc.ca Top 5 Actions to Address Skill Requirements (based on percent saying action is very important) ManagersLabour Leaders privatepublicprivatepublic Upgrading Skills of Current Employees1214 Improve Succession Planning2131 Specific Measures to Retain Current Employees3453 Mentoring of Young Workers by Older Workers4322 Hiring Young Labour Market Entrants554 Phased-in Retirement Policies5

16. October, 2002 Canadian Labour and Business Centre www.clbc.ca Upgrading Skills of Current Employees Seen as Very Important

17. October, 2002 Canadian Labour and Business Centre www.clbc.ca Employer-Sponsored Training: Them That Has, Gets

18. October, 2002 Canadian Labour and Business Centre www.clbc.ca Apprenticeship Statistics, Canada

19. October, 2002 Canadian Labour and Business Centre www.clbc.ca Disagreement Over the Importance of Phased-in Retirement Policies

20. October, 2002 Canadian Labour and Business Centre www.clbc.ca Where Does Immigration Fit in the Picture?

21. October, 2002 Canadian Labour and Business Centre www.clbc.ca An Increasing Dependence on Immigrants for Labour Force Growth

22. October, 2002 Canadian Labour and Business Centre www.clbc.ca Views on Importance of the Aboriginal Workforce - Canada

23. October, 2002 Canadian Labour and Business Centre www.clbc.ca Views on Importance of the Aboriginal Workforce – Manitoba & Saskatchewan

24. October, 2002 Canadian Labour and Business Centre www.clbc.ca Key Questions Managers and labour leaders identify upgrading skills of current employees as a priority. Do we do enough? How can we do better? How do we attract and retain workers? – Young new labour force entrants – Older workers How do we tap into under-utilized groups? – Women in non-traditional occupations; Immigrants; Aboriginal population