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Career Edge Blog

Sep 06
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Employing people with disabilities: “Leading with Action”

By Uncategorized

As an active member of JOIN (Job Opportunity Information Network), a network of community agencies of the Greater Toronto Area assisting persons with disabilities in finding and maintaining employment, Career Edge Organization is working collaboratively with 25 member agencies to help connect employers with pre-screened, career-minded Canadian college and university graduates with self-declared disabilities. Our Ability Edge paid internships provide meaningful work experience for persons with disabilities while guiding employers through the recruiting, hiring and integrating process.

Ability Edge Program currently has over 600 active registrants in the areas of Business (29%), Arts/Humanities (35%), Information Technology (13%), Engineering (2%) and Health/Sciences (9%).

Career Edge Organization is one of the key sponsors of JOIN’s 8th Annual Employer Conference, “Leading with Action” taking place November 21-22, 2011. Please note that the “Early Bird Rate” (discount) for registration ends September 15th.

Highlights of JOIN’s 8th Annual Employer Conference, Leading with Action includes:

  • Global Business Leadership Network Summit for senior business leaders
  • Networking opportunities
  • Interactive workshops facilitated by industry leaders, subject experts and diversity-related practitioners
  • Accessibility for Ontarians with Disabilities Act (AODA): impacts on business in 2012 and onwards
  • 2011 Employer and Entrepreneur Awards
  • Keynote presenters, entertainers and special guests

People with disabilities are an underutilized and well educated labor force that can add a wealth of skills and diversity to the workplace. Yet the gap between people with disabilities and the greater population in terms of employment rate is still wide. Consider the facts:

  • Employment rate of persons with disabilities (ages 25-54): 51%  vs. Employment rate of general population, ages 25-54: 81% (Stats Canada 2001 PALS)
  • Post secondary education rate of persons with disabilities is 52% – quite comparable to the non-disabled population (59%) (Earnings and Employment Trends Dec 2003 – BC Stats)

So employers are subsequently missing out on the benefits that this diverse and qualified group has to offer.

JOIN’s Employer Conference, “Leading with Action,” will address these and many other issues. Learn about best practices for disability inclusion; get the tools to be a leader in this field.We hope to see you there!

Aug 18
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Canada’s changing labour force: Where will we be in 20 years?

By Uncategorized

In a hot-off-the-press study from Statistics Canada, a number of “projection scenarios” were used to get a glimpse of the Canadian labour force – twenty years into the future.

The first projection suggested that our labour force will grow slowly, to between 20.5 and 22.5 million by 2031 (from approximately 18.5 million, currently). The reason for this sluggish growth is the inevitable retirement of baby boomers. Overall “participation rate” (% of total population that is in the labour force) is actually expected to decline.

The study also predicts that within ten years, a record-setting one in four workers will be 55 years of age or older.

Cultural diversity is also expected to increase, according to Stats Can. By 2031, a third of our labour force may be “foreign born.”

So, what does this mean for employers?

Quite simply, it means that change is on the horizon, and Canadian employers that consider the trends in their strategic planning will be best prepared to compete in this increasingly dynamic and global market.

The data makes a great case for employing youth. Investing in entry level talent today can help foster the middle management and senior leaders of tomorrow. Twenty years from now, today’s Career Edge interns will represent skilled and experienced workers that will play a crucial role in filling the gap created by a mass baby boomer exodus.
Trends towards an increasingly foreign labour force means that employers that are not adequately equipped to recruit and retain internationally qualified professionals will be missing out on a third of Canada’s available talent.

Time will only tell whether the images conjured in Stats Canada’s crystal ball will come to life. In the mean time, Career Edge Organization’s host employers are getting proactive, drawing upon our tools, resources and top talent to address both short-term and long-term needs.

Aug 08
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Survey: “Canadian CEOs expect challenges in recruiting and integrating younger workers”

By Uncategorized

According to Canadian HR Reporter, “75 per cent of Canadian CEOs expect challenges in recruiting and integrating younger workers, compared to just 54 per cent of their global counterparts.”

A survey of 1,201 CEOs worldwide, conducted by PwC (and recently feature in a Canadian HR Reporter article) found that Canadian CEOs are also more focused on recruiting and retaining older workers than their global counterparts.

The explanation for this is twofold: as most employers are well aware, Canada’s population is aging. The article points out that Career Edge Organization Host Employer BMO Bank of Montreal has over 46,000 employees who are “experienced workers,” and the bank continues to invest in programs to ensure continued retention. Examples include mentoring programs and flexible work arrangements as well as ongoing training and professional development.

BMO is not alone. 83 per cent of the Canadian CEOs surveyed expect that a key concern in coming years will be the limited supply of skilled candidates – compared to 66 per cent globally.

Many of Career Edge Organization’s host employers are thinking “outside-the-box” to address the issue of retirement and looming skills shortages that have been on the horizon for several years now. While strategies include programs to retain older workers, employers are also building new talent pipeline, and considering untapped talent pools.

Canada is very fortunate to be a destination of choice for internationally qualified professionals – immigrants who bring experience, education and skills to the table, as well as the added benefit of unique and diverse perspectives.

Looking at our Career Bridge paid internship program’s talent pool, it’s hard to imagine any shortage of skills. Consider the stats:

  • Over 60 per cent of our registrants have a Masters degree or higher
  • 80% have at least five years of relevant work experience
  • 51% have been in the workforce for at least 10 years
  • The majority are bilingual – with strong English business communication skills as well as other languages that can help companies compete globally as well as better serve diverse customers locally

Employers looking to develop the skills of younger or less experienced workers turn to our Career Edge and Ability Edge paid internship programs, for recent graduates and grads with disabilities, respectively. This employers are long-term thinkers with sustainability in mind. And it works! Some of our original Career Edge interns from 1996 are now still with their Host organizations, in leadership roles.

The PwC survey is a positive sign that organizational leaders are recognizing the potential talent management challenges that lie ahead, and we’re happy to share solutions and best practices.

Jul 28
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The many monikers of Canada’s August long weekend

By Uncategorized

Most Canadians are well versed in the stories of Christmas and Easter, and we all know that Canada Day recognizes the birthday of our nation. But for many, the first-Monday-of-August long weekend (often referred to on calendars as “Civic Holiday”) is shrouded in mystery and, at times, confusion.

Let us clear the air on this one.

A long time ago there was a lengthy and dreary gap between Canada Day and Labour Day where no holiday occurred. The first Monday of August, occurring right in the middle between the two, seemed like the perfect place for a summer holiday.

But there is more to it than that. Few know that what is most widely known as “Civic Holiday” actually has ties to the abolition of slavery which officially took place on August 1, 1834. Some communities across Canada call this “Emancipation Day.”

Many Ontarians would be surprised to learn that “Civic Holiday” is not the official name of our optional Monday off, and that it is only a statutory holiday in Nunavut and Northwest Territories.

Across Canada, the day is known as “British Columbia Day,” “New Brunswick Day” or “Saskatchewan Day,” depending on where you are. Alberta calls it “Heritage Day,” and in Nova Scotia and PEI, they celebrate “Natal Day.”

In Ontario, the holiday has many aliases. It began in 1869 when Toronto City Council marked it as a “day of recreation.” Later on, Burlington recognized the Monday as “Joseph Brant Day,” while Brantford, Oshawa, Ottawa and Sarnia all followed suit with names of their own (Founders’ Day, McLaughlin Day, Colonel By Day, and Alexander Mackenzie Day, respectively). Municipalities across Ontario have a range of local names for the holiday honouring different historical figures, yet most Ontario workplaces simply go with “Civic Holiday”.

Today, Toronto’s official name for the first-Monday-of-August long weekend is “Simcoe Day,” and it coincides with Toronto’s annual Caribana festival. And although many organizations give employees the day off (Career Edge Organization included), this Monday is not a “statutory holiday” nor is it recognized or mentioned in Ontario’s Employment Standards Act.

So this Monday, as you enjoy your “freedom” from the office, take a moment to reflect on what it means to have freedom in Canada. Remember that, contrary to popular belief, this holiday is more than just an extra day in cottage country.

Jul 08
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Compliance Manual: Accessibility Standards for Customer Service in Ontario

By Uncategorized

Career Edge Organization prides itself on being informed and up-to-date on important issues pertaining to Human Resources, employment, diversity and inclusion. The more we know, the better we can help the hundreds of host employers we work with create meaningful work opportunities for recent grads, grads with disabilities and internationally qualified professionals.

This is why our Market Development and Client Relations Specialist, Jessica Kudlats, recently attended a session on AODA (an acronym for Accessibility for Ontarians with Disabilities Act)  legislation held at the Toronto Board of Trade.

The purpose of the session was to explain the Act, specifically Customer service standard and compliance obligations. Most employers are already up to speed, but still there are many who are surprised to learn that as of January 1, 2012, all businesses in Ontario will be required to comply.

While this piece of legislation focuses on customers, employers are finding that by making their businesses more accessible and accommodating, they are able to attract more top talent than ever before.

Through our blog and online resources, we will do our part to ensure that employers are informed of what is required, but we will also share stories of success from both employers and persons with disabilities. In the mean time, here is a link to the Government of Ontario’s Compliance Manual on Accessibility Standards for Customer Service.

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