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Monthly Archives

March 2018

entry-level

When Entry-Level Jobs Require Years of Experience

By | General, Job Seeker

When the number of candidates far exceeds the number of entry-level positions, we’re left with underemployed and unemployed recent graduates.

A report published by the Higher Education Quality Council of Ontario in 2014 revealed that less than one-quarter of employers posting entry-level positions would consider hiring a candidate with no experience, and that most of these employers required at least one year.

It’s no surprise a follow-up study discovered that close to 60 per cent of entry-level hires had three or more years of experience.

How does a recent graduate compete?

Read More

social enterprise

Social Enterprises Supporting Other Social Enterprises

By | General

At Career Edge, we help individuals facing barriers to employment launch their careers. We believe what we do is important, but we know there are many other social enterprises like us, changing the world and doing great things for people to make an impact – and that’s why we’re supporting Good Foot Delivery, a delivery service employing people with disabilities. They make deliveries in Toronto on foot and via public transit. Read More

employers

Career Edge’s Best Diversity Employers

By | Employer

The national competition series Canada Top 100 Employers recently released their annual Canada’s Best Diversity Employers (2018). These top organizations offer exceptional workplace diversity and inclusiveness programs within their industry and Canadian region.

The contest recognized the winners’ successful diversity initiatives in many fields and programs for their employees belonging to five groups: (a) women; (b) visible minorities; (c) persons with disabilities; (d) Aboriginal peoples, and (e) LGBT peoples.

Below are Career Edge host organizations and why they were featured:

Accenture Inc.

“Created a National Accent on Enablement employee resource group, which is sponsored by a senior executive and includes two distinct chapters for mental health and persons with disabilities.”

Bell Canada

“Established an LGBT network in 2009 to support the inclusion and professional development of LGBT employees.”

CIBC

“Created a Pathfinder program to offer peer support for new Indigenous employees.”

KPMG LLP

“Operates and supports a dedicated people network for the LGBT community called pride@KPMG.”

Loblaw Companies Limited

“Piloted a dedicated LGBTQ Youth Internship at its Maple Leaf Gardens location, developed in partnership with several organizations.”

Manulife

“Works with Career Edge to offer paid internships for persons with disabilities.”

Ontario Public Service

“Introduced anti-racism legislation to provide measurable targets, public reporting and community consultation through renewable multiyear strategic plans.”

Rogers Communications Inc.

“Launched dedicated pricing for customers with accessibility needs.”

RBC

“Donated more than $3.5-million to various Aboriginal groups and organizations to help increase education, engagement and awareness.”

TD Bank Group

“Is piloting a hiring program with Specialisterne Canada to hire individuals on the autism spectrum.”

Toronto Transit Commission

“Maintains an advisory committee on accessible transit.”

City of Toronto

“Established the Profession to Profession Mentoring Immigrants program in response to employment barriers faced by skilled immigrants.”

Regional Municipality of York

“Is developing a Corporate Diversity and Inclusion Charter, which will be a road map to creating an organization inclusive of employees and customers alike.”
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