Help Wanted GROWING THE TALENT POOL - 2017-2018 Local Labour Market Plan - Workforce Planning Board of Grand Erie
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Help Wanted
G R OW I N G T H E TA L E N T P O O L
2017-2018 Local Labour Market Plan
••••
OUR VISION
A skilled, resilient workforce
contributing to dynamic communities
and their economies
This project is funded by the Government of Ontario.
The views expressed in this document do not necessarily reflect those of the Government of Ontario.
The material in this report has been prepared by WPBGE and is drawn from a variety of sources considered to be reliable.
We make no representations or warranty, expressed or implied, as to its accuracy or completeness.
In providing this material, WPBGE does not assume any responsibility or liability.
Prepared by: Jill Halyk, Executive Director, Workforce Planning Board of Grand Erie;
Jose Rodriquez, Labour Market Analyst, Workforce Planning Board of Grand Erie;
Mark Skeffington, Editor, Workforce Planning Board of Grand Erie;
Graphic Design: Cath Strung, Strung Design House Inc.
••••
2017-2018 Local Labour Market Plan
Contents
1 Executive Summary
2 Key Issues
3 Location
5 Population and Age
6 Improving Labour Force Participation
9 Labour Supply and Demand
11 Growing Our Labour Force
12 Occupations are Changing
14 Industry’s Needs
16 About Our Key Sectors
23 Supporting Our Community
24 Action Plan Review: 2015-2018
27 New Action Plan: 2018-2021
30 Methodology
31 2017 Participants
•••• Help Wanted – Growing the Talent Pool
••••
2017-2018 Local Labour Market Plan
Executive Summary
It is nearly a decade since the 2009 recession wreaked havoc on Canada’s economy, closing businesses
and putting people out of work. The situation today is much brighter, and employment levels have
reached a 10-year high.
Every economy has its challenges, however. Grand Erie’s aging Ensuring students and job seekers have the work ethic, literacy
population is contributing to a shrinking labour force, leaving and numeracy skills for success is critical. The actions outlined
fewer workers to fill the jobs in local businesses. Both census in this report address those needs. Five areas of focus frame
divisions experienced an increase in the median age of the workforce strategies designed to inform, educate and prepare
population, increasing by 1%-2% across the region. workers for today’s workplace.
Aging is not the only factor causing labour shortages. Statistics
Becoming Work Place Ready
Canada’s population figures for Grand Erie show a loss of more
than 9,000 people in the core-working ages of 15 -54. Employers
Developing Human Capacity
are feeling the impact – 1 in 3 employers surveyed identified a
lack of applicants as the major reasons for hard-to-fill jobs.
Understanding the Job Market
Help Wanted – Building the Talent Pool explores the hiring
needs of employers and whom we can train to fill the jobs. Journey to Apprenticeship
There are under-represented groups of talent looking for
opportunities. Grand Erie is home to the largest First Nations Growing Jobs in Small Businesses
population in Canada – many of whom are struggling to
find employment. We also need to re-engage youth and Human resources are the most valuable asset of any business.
discouraged workers, providing guidance and pathways to Building the talent of students, youth, and job seekers is the
good jobs and careers. We can do more to help persons with solution for continued growth and prosperity.
disabilities to access employment where they can contribute
their talents and knowledge.
Building the talent of our workforce requires training in three
types of skills – employability skills (soft), essential skills, and
technical skills. The growing use of robotics, computers, and Jill Halyk, Executive Director
technical skills across all sectors increases the need for math 519-756-1116 Ext. 227
and communication skills at every occupation level. jhalyk@workforceplanningboard.org
1
••••
Help Wanted – Growing the Talent Pool
Key Issues
Job Seekers and Workers Employers
Inadequate soft skills (employability) and essential skills are A stagnant/shrinking labour force is creating a shortage of
resulting in poor attachment to the workforce. workers for local businesses.
A significant number of youth are leaving our communities 1 out of 3 companies report having hard-to-fill jobs
or choosing not to participate in the labour force. This because they lack applicants or have applicants who
delayed entry negatively affects labour force attachment, lack the qualifications and soft skills required. As a result,
career growth and economic security. businesses are unable to meet their production and
service demands.
Mental health and addictions are preventing individuals
from accessing and retaining employment. Employers are having difficulty retaining employees.
Approximately 60% - 75% of all separations are “quits”.
A lack of understanding about the local economy, industry This situation crosses all sectors including health,
sectors, occupations, skill sets and work environment manufacturing, and retail. This turnover is forcing
contribute to poor work retention. businesses to hire multiple people for each job vacancy.
1 in 2 manufacturers are having difficulty filling positions,
including those of general labourers and machine operators.
The health care sector is unable to meet their demand for
nurses, medical assistants and support workers.
Retail businesses are experiencing shortages of qualified
workers. The seasonal and part-time nature of jobs in a
competitive job market discourages job seekers from
applying.
Small businesses in health, professional, scientific and
technical, finance and administration are experiencing
hiring and retention challenges in professional
occupations due to business location, limited career
growth, and wage competition.
2
••••
2017-2018 Local Labour Market Plan
Location
Grand Erie’s location plays an important role in determining our economic base, our quality of life, and
employment opportunities for local residents. Home to four municipalities and two Indian Reserves,
Grand Erie benefits from its central location between the Canada-US borders, its position along the
shores of Lake Erie and the Grand River, and its access to excellent road, air, and water transit.
LAKE O N TA R I O
Percentage AN
CA
Change FLA STER
MB -DU
Since 2011 WE ORO NDA
STD UG S-
+4.1% 97,496 ALE H-
BRANTFORD
+2.6%
NIA
+3.0% GA
RA
WE
BRANT 12,757 ST-
GLA
-35.0% NB
36,707 SIX NATIONS
GR
RO
OK
AN
+1.6%
D
NEW
+1.4% CREDIT
24 605 3
WE
LL
K
6 RIVER
EE
AN
CR
D
D HALDIMAND
OXFOR
45,608
3
59 NORFOLK
64,044
ELGIN-MIDDLESEX-
B IG
LONDON
24
LONG POINT
B AY A
IC
ER
AM
OF
T ES
Grand Erie Total Area: 3,988 km 2
S TA
D
0 km 10 20 I TE
LAKE E R IE UN
S TAT I S T I C A L B O U N D A R I E S Population Totals Comparison 2016/2011
Often data is not available for smaller communities, Census Metropolitan Area (CMA): Brantford Sources: Statistics Canada, 2016 Census (2011 data)
such as cities and counties. The data available is (CMA) is made up of Brantford, Brant, and part Six Nations of the Grand River: Retrieved August 1, 2017
http://www.sixnations.ca/CommunityProfile.htm
typically a grouping of larger areas. of the Six Nations Indian reserve. City of Brantford, Brant, Haldimand, Norfolk: Statistics
Canada, 2016 Census Profile
Census Divisions (CD): The Haldimand-Norfolk Census Agglomeration (CA): Norfolk (CA) has Missisaugas of the New Credit Government of Canada,
census division consists of Norfolk County and the same boundaries as Norfolk County. Community Profile:
http://www.aadnc-aandc.gc.ca/eng/1357840942094/1360164261110
Haldimand County. Similarly, the Brant census
division (CD) encompasses the County of Brant
and the City of Brantford.
3
••••
Help Wanted – Growing the Talent Pool
A diverse mix of rural and urban communities, Grand Erie includes the City of Brantford, the counties of
Brant, Haldimand and Norfolk, Six Nations of the Grand River and Mississaugas of the New Credit. While
sharing many similarities, each community has unique characteristics.
BRANTFORD-BRANT gypsum are unique. Excellent access to road, rail, air, and water
The City of Brantford and County of Brant are situated along the transportation support a strong goods producing sector.
401/403 corridor between the Canada-US borders. Location,
combined with population growth and affordable housing NORFOLK COUNTY
and land prices, contributes to new and expanded business Norfolk, located along the shores of Lake Erie, is a mix of rural and
development. Twenty-one new businesses opened their doors small urban communities including Simcoe, Delhi, Port Dover,
in 2016 – 2017, adding more than 300 jobs, and others, such as and Waterford. Norfolk’s location along the south coast of Lake
Ferrero Canada, expanded their facilities with the financial support Erie supports strong agriculture and tourism sectors. Norfolk’s
of the Ontario government.1 agriculture sector is the largest in the region, representing
1,307 farms and covering more than 196,000 acres. The area’s
Many other sectors play a significant role within the Brantford-
rich, sandy soil makes Norfolk County one of Canada’s largest
Brant economy. Rich clay and loam soils contribute to crop and
growers of fruit and vegetables and contributes to a growing
animal production on over 139,429 acres of farmland, and despite
wine industry. Norfolk’s lakeside location contributes to a growing
the decline in farms and acreage, the sector continues to drive
tourism sector resulting in significant growth in accommodation
much of the area’s economy.
and food services, the arts and entertainment, and recreational
Lastly, Brantford-Brant’s position along the banks of the Grand and opportunities.
Nith River supports a healthy tourism sector made up of many
Although much of Norfolk’s land is agricultural, the area’s central
food and accommodation, recreation and entertainment, and
location and proximity to a strong transportation network and
transportation services.
larger urban areas contributes to a growing manufacturing sector.
Manufacturing is the third largest growth sector in the area,
HALDIMAND COUNTY
adding over 300 jobs between 2010 and 2016.
Haldimand County’s location along the Grand River and the
shores of Lake Erie influences the economic base and growth of
SIX NATIONS & MISSISSAUGAS
industry within the area. Largely rural in nature, Haldimand farmers
The economies of Six Nations of the Grand River and Mississaugas
use over 184,000 acres for crops, livestock and greenhouses.
of the New Credit reflects their dedication to protecting and
Manufacturing, natural resources, and mining also lead the sustaining their culture and environment through social enterprise,
area’s economy. The area’s rich deposits of natural resources and agriculture and tourism.
1 Ontario.ca/omafra/2017/10/Ontario-supporting-food-processing-sector-in-brantford.html 3 Haldimand Economic Development Strategy, McSweeney & Associates, www.haldimandcounty.on.ca
2 Growth Plan for the Greater golden Horseshoe, 2017, Ministry of Municipal Affairs Norfolk County Economic Development Strategy, McSweeney & Associates, www.norfolkcounty.ca
4
••••
2017-2018 Local Labour Market Plan
Population and Age
An area’s population and the age of its residents
are important aspects of a community’s ability In total, the population aged 0-54 years of age fell by 9,485
people between 2011 and 2016, while the number of people
to meet its need for workers. Grand Erie is an
over 55 grew by 8,920. In an economic climate where Grand
example of a community, where, despite moderate Erie’s job growth reached a ten-year high, the loss of working
population growth, the number of youth and age people is creating a shortage of applicants and qualified
people in the core working age is declining. workers for local businesses.
Population Age Comparison 2011–2016
BR ANT CD HALDIM AND -NORFOLK CD
2011 CENSUS 2016 CENSUS CHANGE 2011 CENSUS 2016 CENSUS CHANGE
0 to 14 24,660 23,755 -905 0 to 14 17,645 17,460 -185
15 to 24 17,890 16,270 -1,620 15 to 24 14,105 12,880 -1,225
25 to 44 33,420 32,785 -635 25 to 44 23,030 22,590 -440
45 to 54 21,185 19,130 -2,055 45 to 54 18,165 15,745 -2,420
55 to 64 18,210 19,200 990 55 to 64 16,810 18,425 1,615
65 years and over 20,680 23,665 2,985 65 years and over 19,355 22,685 3,330
2011 40.6 44.8
| |
Median Age | |
2016 41.7 46.5
Source: Statistics Canada. Census Data 2011, 2016
Note: Six Nations of the Grand River population data is not included in the 2016 data for Brant. This may contribute to some of the population differences noted above.
Population Location Comparison 2011–2016
2011 CENSUS 2016 CENSUS % CHANGE
Sources: Statistics Canada, 2016 Census (2011 data)
Six Nations of the Grand River: Retrieved August 1, 2017 City of Brantford 93,650 97,496 4.1%
http://www.sixnations.ca/CommunityProfile.htm
City of Brantford, Brant, Haldimand, Norfolk: Statistics
County of Brant 35.638 36,707 3.0%
Canada, 2016 Census Profile
Haldimand County 44.875 45,608 1.6%
Missisaugas of the New Credit Government of Canada,
Community Profile:
http://www.aadnc-aandc.gc.ca/eng/1357840942094/1360164261110
Missisaugas of the New Credit 931 871 -6.4%
Norfolk 63,175 64,044 1.4%
Six Nations of the Grand River 12,436 12,757 2.6%
Addressing the population growth requires attention. Currently all connect youth to local jobs and to community life will ensure a
four municipalities within Grand Erie are required to participate in vibrant and adequate talent pool.
Ontario’s growth plan2 for the Greater Golden Horseshoe. The plan
The decline of residents in the core-working age is an emerging
focuses on maximizing industrial land-use for employment and
issue. Both Brant (CD) and Haldimand-Norfolk (CD) lost over
population growth. By 2043 the population is expected to grow
3,200 residents aged 20 – 49 between 2011 and 2016. Fewer
to 139,000 in the Brantford CMA, 56,800 in Haldimand County and
workers, coupled with growing employment is contributing to
68,340 in Norfolk County because of this strategy.
the shortage of applicants. Unable to find the people they need,
Retaining the area’s existing population is important. Youth employers may need to expand their recruitment practices to
out-migration, a long outstanding issue for both Haldimand engage under-represented populations and to attract workers
and Norfolk, suggests that young people are unaware of the from surrounding communities.
opportunities within their home communities.3 Strategies to
5
••••
Help Wanted – Growing the Talent Pool
Improving Labour Force Participation
IMPROVING EDUCATIONAL ATTAINMENT
Unemployment Rate by Education Level
Education continues to be a major contributor to workforce
attachment and success. Individuals with low education levels C ANADA – 2016
experience higher rates of unemployment and lower incomes. LEVEL OF EDUCATION UNEMPLOYMENT RATE
Canadians with less than high school experienced a 13.7% rate of Less than high school 13.7%
unemployment in 2016, almost double the rate for the general High School 8.3%
population. In contrast, those with post-secondary education or a College or Trades 5.9%
trade experienced unemployment levels of less than 6 percent. University 4.9%
All education levels (combined) 7%
Education levels across Grand Erie are improving. Since 2006, the Source: Statista – Statistics Portal
number of people with a high school diploma or less has dropped
from 57% of the population in Brant to 52% and from 58% to 54% Graduation Rates by School Board – 2016
in Haldimand-Norfolk. Both areas fall short of the provincial share 4 YEAR 5 YEAR
of 45% (2016). Local graduation rates for the public school board GRADUATION RATE GRADUATION RATE
suggest that dropout rates continue to be an important issue. While Grand Erie District School Board 66.0% 77.6%
the rates improved over the past two years, the share of graduates Brant Haldimand Norfolk
falls well below the provincial average of 79.6%. Programs such Catholic District School Board 86.1% 89.0%
as School Within A College for at-risk students and the new adult
Ontario 79.6% 86.5%
learning dual credit program require community support to ensure
Source: https://news.ontario.ca/edulen/2017/05/2016-graduation-rates-across-the-province.html
that learners obtain their high school diploma.
Grand Erie also has some competitive advantages compared to leaving local businesses short of skilled workers in growing
Ontario. We have a larger share of apprentices, trades persons and computer science, creative, advanced manufacturing, health
college graduates. This suggests that local residents have geared care and life sciences sectors.
their education towards the industries within the region.
Addressing the educational attainment issues within the region
Our competitive edge ends with college graduates. The number of requires an understanding of the factors that prevent people
university graduates falls far below the provincial rate, potentially at all levels of education from advancing their education.
Population 15 Years and Over: Education Levels by Highest Attainment 2006/2011/2016
2006 CP NHS 2011 Census 2016
BRANT ONTARIO H-N BRANT ONTARIO H-N BRANT ONTARIO H-N
No certificate, diploma or degree 29% 22% 30% 24% 19% 24% 21% 18% 23%
High school diploma or equivalent 28% 27% 28% 28% 27% 29% 31% 27% 31%
Postsecondary certificate, diploma or degree 43% 51% 43% 47% 55% 47% 48% 55% 46%
Apprenticeship or trades certificate or diploma 10% 8% 12% 9% 7% 11% 8% 6% 10%
College, CEGEP or other non-university
certificate or diploma 20% 18% 21% 23% 20% 24% 25% 21% 25%
University certificate or diploma below
bachelor level 3% 4% 2% 3% 4% 3% 1% 2% 2%
University certificate, diploma or degree
at bachelor level or above 11% 20% 20% 12% 23% 10% 14% 26% 10%
Bachelor’s degree N/A N/A N/A 8% 14% 7% 10% 17% 8%
University certificate, diploma
or degree above bachelor level N/A N/A N/A 4% 9% 3% 1% 2% 1%
Source: Stats Canada, Community Profile 2006, NHS 2011 and 2016 Census
6••••
2017-2018 Local Labour Market Plan
TOP 4 FIELDS OF STUDY
Architecture, engineering, and related technologies
Health and related fields
business; management and public administration
Social and behavioural sciences and law
Statistics Canada, 2016 Census of Population
EMPLOYABILITY AND ESSENTIAL SKILLS
More than 360 local employers engaged in consultation say that and productivity. People will require good information about
employability and essential skills top their list of qualifications when emerging opportunities and support as they refresh their
considering new employees. Companies are willing to hire and train learning skills.
entry-level workers as long as they demonstrate a good work ethic,
initiative, and strong communication skills. TAPPING INTO UNDER-REPRESENTED POPULATIONS
The help wanted signs are out but employers do not have
Hiring Criteria enough applicants to meet the demand. Despite this, Grand Erie
has several groups including indigenous people, immigrants, and
persons with disabilities, who cannot obtain gainful employment
Technical Essential Soft Skills in the community despite their skills and qualifications.
INDIGENOUS PEOPLE
Many of our unemployed lack these skills. Statistics Canada states
Six Nations of the Grand River has the largest First Nation’s
that approximately 17% of all Canadians function at the lowest
population in Canada, representing about 26,000 people. About
literacy level with limited ability to read and understand information.
half of the population lives in urban communities such as the City
Approximately a third of these individuals live in poverty. Data
of Brantford while the other half resides on the reserve.
provided by Employment Ontario and Ontario Works shows similar
trends in Grand Erie. In addition to limited communication skills, In 2015, a labour market study4 prepared by the Niagara Peninsula
many of these individuals lack the motivation, problem solving, and Aboriginal Area Management Board (NPAAMB) showed that
commitment needed for success. a smaller share of indigenous people are working and that
unemployment exceeds the general population by 3%.
Currently, women are more likely to ask for help and participate in
upgrading. During the past year, 62% of all Literacy and Basic Skills Education may be one factor contributing to lower participation.
clients were females preparing for additional education, training According to NPAAMB, the share of people who do not complete
or jobs. Targeted strategies to engage male learners may require a high school is almost double that of the population as a whole
different approach. (23.0% vs 12.6%). According to community organizations serving
the Six Nations’ population, low education levels and learning
Job seekers and employers both gain when we invest in people’s
challenges prevent people from upgrading their education and
literacy and basic skills. Relevant training that embeds soft skills
skills and obtaining employment.
training, digital learning and workplace relevant materials will help
people become financially independent and increase the pool of KEY CHALLENGES
talent available to employers.
Access to funding for post-secondary education
ADULT LEARNING
Smart technology and fast-paced change affects all industries and Transportation
workers and requires constant learning. Beginning this year, the Ontario
government introduced the Ontario Lifelong Learning and Skills Plan Social issues
that will enhance opportunities for adult learners and workers.
Inability to learn in a traditional classroom setting
The plan opens the door for adult learners and workers to increase
Source: Grand River Employment & Training/Six Nation’s Polytechnic
their skills and knowledge, contributing to greater job stability 4 Urban Aboriginal Labour Market Study, 2015. Niagara Peninsula Aboriginal Area Management Board
7••••
Help Wanted – Growing the Talent Pool
IMMIGRANTS
The number of immigrants living in the
Immigration in Grand Erie
Brant, Haldimand and Norfolk region
reflects between 10 – 12% of the total BR ANT CD HALD IM AND - N O R FO LK CD O NTAR I O
population, a consistent trend for the
Non-immigrants 115,415 87% 96,695 90% 9,188,815 69%
past 10 years. The 2016 Census shows
immigration to Grand Erie is at a ten- Immigrants 16,470 12% 10,545 10% 3,852,145 29%
Statistics Canada. Census Data 2016
year low.
Although the number of immigrants Age at Immigration
arriving between 2011 and 2016 was
small, the majority of new arrivals were BR ANT CD HALD IM AND - N O R FO LK CD O NTAR I O
young people under the age of 24. Under 5 years 12% 19% 10%
This suggests that immigrant-serving
5 to 14 years 21% 27% 18%
organizations, school boards, colleges
and universities should work together 15 to 24 years 28% 23% 22%
to help students and youth integrate 25 to 44 years 33% 28% 41%
into the community. 45 years and over 6% 3% 9%
Statistics Canada. Census Data 2016
PERSONS WITH DISABILITIES
Persons with disabilities are the most under-utilized group
within Canada’s labour force. According to Statistics Canada,
Top 10 Disabilities by Prevalence (Canada 2012)
the rate of employment for Canadians aged 25 to 64 with
a disability was just 49% compared to 79% for the general 9.7% Pain
population5.
7.6% Flexibility
According to 17 individuals living with a disability and five
local service providers, the major factors contributing to 7.2% Mobility
unemployment include a lack of understanding about
3.9% Mental/psychological
careers and the local job market, a lack of experience and
entry into the first job. For those who are working, job 3.5% Dexterity
advancement and job changes pose the greatest difficulty.
In both cases, participants noted that employers simply 3.2% Hearing
lacked an understanding of what the candidate can do.
2.7% Seeing
Individuals participating in the consultations identified that
early career exploration and work experience will result in 2.3% Memory
stronger employment outcomes. 2.3% Learning
0.6% Developmental
Source: Statistics Canada
0.3% Unknown
5 Government of Canada Highlights National disability Awareness Month, Employment and Social Canada.
8••••
2017-2018 Local Labour Market Plan
Labour Supply and Demand
During the past 12 months, Grand Erie experienced Due to the small population size of
little change to the labour force. The number of people Haldimand County, accurate Labour Force
participating in the Brantford CMA grew by 1,300 people Survey data is not available, but estimates
and increased the number of people employed by 1,700. indicate that Haldimand’s labour force
In contrast, Norfolk’s labour force shrank by 1% reducing remained relatively unchanged with modest
the number of people available for work or employed. employment growth.
Labour Force Characteristics September 2016 September 2017
BR ANTFO RD CMA N O R FO LK HALD IM AND* BR ANTFO RD CMA N O R FO LK HALD IM AND*
Population (x 1,000) 113.3 53.3 49.2 114.8 53.6 50.9
Labour force (x 1,000) 73.7 32.8 40.2 75.0 32.5 40.2
Employment (x 1,000) 69.2 30.9 35.7 70.9 30.8 37.6
Unemployment (x 1,000) 4.5 1.9 4.6 4.1 1.6 2.6
Not in labour force (x 1,000) 39.6 20.5 8.9 39.8 21.1 10.7
Unemployment rate (%) 6.1 5.8 11.4 5.5 4.9 6.5
Participation rate (%) 65.0 61.5 81.7 65.3 60.6 78.9
Employment rate (%) 61.1 58.0 72.6 61.8 57.5 73.9
*Estimate derived by extrapolating numbers from the broader Economic Region. We make no claim to statistical reliability.
BRANT Long-term trends between
In the Brantford CMA, the size of the labour market remained growth and expansion.
relatively unchanged but employment grew substantially. An Finding strategies that 2010 and 2016 provide a
additional 2,800 people reported working and the number of will encourage and prepare
unemployed people fell by 2,000. new entrants and better picture of Grand Erie’s
discouraged workers will
Attracting and retaining individuals into Brant’s labour force is
address existing and labour force conditions.
required to ensure an adequate supply of workers for industry
emerging labour shortages.
Annual Labour Force Characteristics Brantford CMA 2010 – 2016
BR ANTFO RD CMA 2010 2011 2012 2013 2014 2015 2016
Population (x 1,000) 107.4 108.3 109.3 110.3 111.1 111.8 113.1
Labour force (x 1,000) 73.9 74.8 73.7 73.6 73.6 73.5 74.7
Employment (x 1,000) 67.4 68.5 67.5 68.9 68.6 69.3 70.2
Unemployment (x 1,000) 6.5 6.4 6.2 4.7 5 4.2 4.5
Not in labour force (x 1,000) 33.6 33.5 35.6 36.6 37.5 38.4 38.4
Unemployment rate (%) 8.8 8.6 8.4 6.4 6.8 5.7 6.0
Participation rate (%) 68.8 69.1 67.4 66.7 66.2 65.7 66.0
Employment rate (%) 62.8 63.3 61.8 62.5 61.7 62.0 62.1
Source: Statistics Canada. Table 282-0129 – labour Force survey (LFS)
9••••
Help Wanted – Growing the Talent Pool
HALDIMAND-NORFOLK
Long-term trends for Norfolk CA show a shrinking labour force. Although long-term trends are not available for Haldimand,
The labour force shrank by 1,800 people with losses to both the a review of year-over-year statistics indicate similarities to
employment and participation rate. In contrast, the number of Norfolk. Estimates show that the number of people no
people no longer in the labour force grew by 1,600 people. All signs longer in the labour force grew by 1,800 people in the past
point to an aging population of residents no longer in the workforce. year. Population and employment indicators point to an aging
population and fewer workers. Strategies designed to attract
Addressing the shrinking labour force in Norfolk requires action.
and retain youth and workers in the core-working age are
Business attraction and expansion may decline if companies cannot
required to meet employers’ needs.
find the help they need. Attracting and retaining youth to the
community is increasingly important for economic stability.
Annual Labour Force Characteristics Norfolk CY 2010 – 2016
N O R FO LK CY 2010 2011 2012 2013 2014 2015 2016
Population (x 1,000) 53.6 53.7 53.6 53.5 53.3 53.1 53.3
Labour force (x 1,000) 34.4 35.2 33.0 33.8 33.4 32.6 32.6
Employment (x 1,000) 31.1 32.7 30.5 30.8 30.7 30.1 30.3
Unemployment (x 1,000) 3.4 2.5 2.5 3.0 2.7 2.5 2.3
Not in labour force (x 1,000) 19.1 18.5 20.6 19.6 19.9 20.6 20.7
Unemployment rate (%) 9.9 7.1 7.6 8.9 8.1 7.7 7.1
Participation rate (%) 64.2 65.5 61.6 63.2 62.7 61.4 61.2
Employment rate (%) 58.0 60.9 56.9 57.6 57.6 56.7 56.8
Source: Statistics Canada. Table 282-0134 – Labour force survey estimates (LFS), by selected census agglomerations based on 2011 Census boundaries, annual (persons unless otherwise noted), CANSIM (database).
10••••
2017-2018 Local Labour Market Plan
Growing Our Labour Force
We need to attract, engage and retain workers in Grand Erie. Stagnant and declining labour force numbers,
coupled with the aging population and declining numbers of workers in the core working age, will
continue to increase labour shortages.
Since 2014, Grand Erie employers have shared that they are not
The number of students
receiving enough applications and that many of the applicants
they do see lack the motivation, attitude and interpersonal
working summer jobs fell
skills needed. In the 2017 EmployerOne Survey, 39% of the 364
participants indicated that they had “hard-to-fill” jobs.
from 60% in 1978 to 35% in 2016
During additional sector-based consultations with employers, Source: the Pew Research Centre
companies indicated that the situation is severe. Manufacturers,
warehousing businesses, and transportation firms stated that they YOUTH
could not meet their demand for welders, picker-packers, and Strategies to retain and engage youth need to address two
drivers despite using multiple recruitment methods, including issues – the outmigration of youth from rural communities
roadside signs. Several expressed that they might replace people and youth disengagement from the labour force. Strategies
with robotics, move or close. that help youth understand how their skills and knowledge
fit within the local job market, and that provide connections
to employers and experiential learning will prepare young
workers for the workplace.
UNDER-REPRESENTED GROUPS
The same challenges that face the general population –
educational attainment, essential skills, and transportation –
affect employment outcomes for under-represented groups.
Recognizing this, programs and strategies to address these issues
must be inclusive and accessible.
During the consultation process, one common and unique
challenge arose – all groups identified that employers are
uncertain how people’s language skills, cultural differences,
or disabilities fit within the workplace. Activities that connect
employers to untapped groups and support the hiring process
Growing the labour force requires mid and long term strategies will increase employment outcomes.
that promote local employment opportunities and life-style
to workers with the skills and talent needed. Increasing the DISCOURAGED WORKERS
involvement of existing residents requires more immediate and Although employment levels have reached a ten-year peak, there
short-term activities that will engage youth, under-represented are local workers who have stopped looking for work because
groups, and discouraged workers. they think there are no jobs, or that they lack the education
and skills required. Dropping out of the workforce will delay
these individuals’ career development and reduce their lifetime
Brantford (CMA) has over 1,300 youth, earnings. We need to re-engage these workers in order to meet
the hiring needs of local businesses and to reduce the social and
aged 15-24, who are neither financial costs on community and social services.
We need to bust the myth that Grand Erie has only temporary,
in education or employment.
low-paying jobs and let workers know that employers are hiring
Source: Statistics Canada. Neither Enrolled or Employed, 2015 and training entry-level workers who show initiative.
11••••
Help Wanted – Growing the Talent Pool
Occupations are Changing
Grand Erie’s employment trends over the past ten years have experienced similar ups-and-downs as
Ontario. Both participation and employment rates have contracted by one to three percent.
The key industries providing employment NORFOLK
remain unchanged. Manufacturing Norfolk’s labour force participation and employment rates lagged two to four percent
continues to employ the largest number of below the province consistently over the past ten years. The agricultural environment
people (16,021), followed by retail (12,759) and aging population both contribute to lower employment levels in key sectors such
and health care and social assistance as manufacturing. Employment estimates for 2016 – 2017 indicate further shifting with
(12,315). Other sectors, however, are accommodations and food services overtaking manufacturing as the third largest source
experiencing shifts – the most noticeable of jobs. Agriculture also fell in ranking, replaced by education.
being agriculture.
Largest Sectors by Employment, 2016
BRANT
The Brantford CMA has consistently BR ANT CD
outperformed Ontario’s participation and
employment rate since 2010, indicating
good economic growth and diversity.
WhereHealthcare/Social
Educational Services
those jobs Ass.
are,
Educational however,
Other
Services is changing.
Construction
Healthcare/Social
Educational Ass.
Services
Real Estate
Arts/Ent./Recreation
Healthcare/Social Ass. 10,486 Scientific/Technical
Manufacturing 7,868
Retail Trade
Arts/Ent./Recreation Agriculture/Forestry...
Manufacturing Agriculture/Forestry...7,833
Admin & Waste
Educational Services
Transportation
Mgmt
Healthcare/Social Ass.
Accomm./Food
Transportation
Other
5,075ConstructionAdmin & Support
AdminAccomm./Food
& Support 3,957
Real Estate
Educational Services
Scientific/Techn
Healthcare/So
MANUFACTURING RETAIL TRADE HEALTH CARE AND ACCOMMODATION AND EDUCATIONAL
Manufacturing, the largest source of jobs fell SOCIAL ASSISTANCE FOOD SERVICES SERVICES
an estimated 386 jobs between 2015 and HALDIM AND C Y
2016, while education grew by 598, becoming
the fifth largest sector of employment.
HALDIMAND
LabourHealthcare/Social
Educational Services
force and
Educational
Ass. ServicesOther Healthcare/SocialConstruction
employment estimates
Ass. Educational
Arts/Ent./Recreation 3,218
Real Estate Services
Manufacturing Healthcare/Social 1,839
Ass. Educational
Agriculture/Forestry...
Scientific/Technical Services
Arts/Ent./Recreation
Retail Trade Healthcare/Social
Transportation
Educational Services 1,731
Ass.
Admin &Manufacturing Other
MgmtAccomm./Food
Healthcare/Social
Waste Ass. Admin1,504
Agriculture/Forestry...
Other &Construction
SupportTransportation
Construction 1,067
Real Estate
Accomm./Food Scientific/Technical
Real Estate AdminScientifi
& Supp
MANUFACTURING RETAIL TRADE HEALTH CARE AND CONSTRUCTION ACCOMMODATION AND
indicate Haldimand County is faring well. SOCIAL ASSISTANCE FOOD SERVICES
Manufacturing continues to lead the top five NORFOLK C Y
sectors for employment, providing over 3,200
jobs. Shifts in employment are taking place,
however and construction, accommodation,
are/Social Ass.
andOther
food services
Educational
have replaced
Construction
Services
agriculture
Real Estate
Healthcare/Social Ass.
in
Scientific/Technical
Arts/Ent./Recreation 3,052 Educational Services
Retail Trade
Manufacturing Admin & Waste 2,751
Healthcare/Social Ass.
Agriculture/Forestry...
Educational Mgmt
Services Transportation
Other
2,485
Healthcare/Social Ass.Accomm./Food
Construction
Arts/Ent./RecreationAdmin & Support 2,317
Real Estate
Manufacturing 1,327 Transportation
Scientific/Technical
Agriculture/Forestry...
Retail Trade
Educational Services Healthcare/So
the top five sectors. RETAIL TRADE HEALTH CARE AND ACCOMMODATION AND MANUFACTURING EDUCATIONAL
SOCIAL ASSISTANCE FOOD SERVICES SERVICES
Source: EMSI, 2017
THESE EMPLOYMENT AND INDUSTRY TRENDS INFLUENCE CURRENT AND FUTURE OCCUPATIONS. ALTHOUGH WE DO NOT HAVE 2016 OCCUPATIONAL DATA YET, LABOUR FORCE
SURVEY DATA FOR THE BRANTFORD CMA AND THE HAMILTON-NIAGARA ECONOMIC REGION SHOW THE TOP THREE OCCUPATIONAL GROUPS AS:
Top 3 Occupations by Employment
Trades, transport and equipment Business, finance and
Sales and service operators and related administration
occupations occupations occupations
13,100 13,000 8,900
Haldimand-
16,400 Haldimand-
12,700 Haldimand-
9,800
Norfolk Brantford Norfolk Brantford Norfolk Brantford
CMA CMA CMA
Source: EMSI, 2017
12••••
2017-2018 Local Labour Market Plan
Top 3 Occupations by Growth/Decline Growth Decline
J O BS J O BS
G A I N ED LO S T
BR ANTFORD C M A Early childhood Retail and wholesale
educators and assistants +172 trade managers -158
Supervisors, supply chain, tracking General office support
and scheduling co-ordination +171 workers -128
Sales and account representatives Janitors, caretakers and
– wholesale trade (non-technical) +153 building superintendents -122
HALDIM AND Construction trades Machine operators, mineral
helpers and labourers +47 and metal processing -47
Secondary and elementary school teachers General office support
and educational counsellors, n.e.c. +42 workers -37
Nurse aides, orderlies and Retail and wholesale trade
patient service associates +40 managers -37
NORFOLK Nursery and greenhouse Retail and wholesale trade
workers +63 managers -55
Registered nurses and General office support
registered psychiatric nurses +56 workers -38
Nurse aides, orderlies and Restaurant and food service
patient service associates +48 managers -36
Source: EMSI, 2017
EMPLOYMENT COMMUTING PATTERNS
While over half of all Grand Erie residents work and live within
the same community, many commute to work outside the area.
About one-third travel to neighbouring communities such as
London, Hamilton and Waterloo. These commuting patterns are
indicators of a broader labour market that require job seekers and
employers to expand their search area.
Commuting Destination from Brant CD from Haldimand-Norfolk CD
85 120
Commute to a different Commute to a different
Commuting destination for the 17,790 province or territory: 0.2% 16,860 province or territory: 0.3%
Commute beyond Commute beyond
employed labour force aged Grand Erie: Grand Erie:
15 years and over in private 33% 42%
households with a usual place
of work – 25% sample data 20,205 20,935
Commute Commute within
within Haldimand-
Brant CD: 52% Norfolk CD: 52%
8,575 2,675
Commute within Commute within
Source: Statistics Canada, 2016
Grand Erie: 16% Grand Erie: 7% Census of Population
13••••
Help Wanted – Growing the Talent Pool
Industry’s Needs
Overall, the growing number of businesses across Grand Erie indicate strong economic growth for the
region. From 2015 to 2017, 50 new businesses with employees and over 960 companies without paid
employees opened their doors. There were significant differences between Brant and Haldimand-Norfolk,
however, which suggest that our rural municipalities may be at higher risk of potential employment losses.
Number of Businesses by Size 2015 – 2017
Grand Erie A FEW NEW BUSINESS
2015–2017
2015 2016 2017 CHANGE Hemisphere Pharmaceuticals
WITH EMPLOYEES 7,032 7,079 7,082 +50
Salumatics
WITHOUT EMPLOYEES 14,063 14,389 15,026 +963
TOTAL 21,095 21,468 22,108 +1,013 Manchester Pet Products
Source: Canadian Business Counts, June 2015-2017
The Dragon
BRANT Monkey Wrench Mechanical
Brant added over 119 businesses with employees over the
past two years, contributing to the area’s strong employment
growth. Twenty-one (21) of these company startups were in
Brantford, adding approximately 280 jobs in manufacturing, Number of Businesses by Size 2015 – 2017
warehousing and service occupations. Brant reported over 50 With Employees
new startups, growing jobs in both production and service
Brant CD
related occupations.
2015 2016 2017
3,809
No major business closings occurred in either area during 2016,
but the closing of Sears Canada in Brantford will leave
3,884
80 people unemployed.
3,928
HALDIMAND-NORFOLK
In contrast, Haldimand-Norfolk experienced a decline in Haldimand-Norfolk CD
the number of businesses within their communities for the
2015 2016 2017
third year in a row. Further investigation should take place to 3,223
determine why these closures are occurring and how they are
affecting jobs. 3,195
BUSINESSES (NO EMPLOYEES)
3,154
Businesses without employees (self-employed, sole operators) 0 1,000 2,000 3,000 4,000
are a very important part of Grand Erie’s economy. 15,000
businesses reporting earnings of $30,000 or more operate
in Grand Erie. Supporting the growth and success of these Without Employees
businesses requires small business support, mentoring and 2015 2016 2017
training.
BRANT CD 7,245 7,440 7,892
HALDIMAND-NORFOLK CD 6,818 6,949 7,134
Source for both: Canadian Business Counts, June 2015-2017
14••••
2017-2018 Local Labour Market Plan
BUSINESSES BY EMPLOYEE SIZE
Small and medium sized businesses (SMEs) employing 100 or less
employees represent 98% of all businesses with employees in Grand
Erie. These businesses are the foundation for almost all economic
growth and job creation.
Number of Businesses by Size 2015
BR ANT CD HALDIMAND-NORFOLK CD
Without employees 7,892 7,134
Total, with employees 3,928 3,154
1-4 employees 1,981 1,605
5-9 employees 801 728
10-19 employees 510 437
20-49 employees 408 258
50-99 employees 129 77
100-199 employees 65 28
200-499 employees 25 16
500 + employees 9 5
TOTAL 11,820 10,288
Source: Canadian Business Counts, June 2017
Note: These figures include "unclassified" (companies who did not identify a NAIC or where no NAIC yet
describes the sector)
Growth patterns between June 2015 and June 2017 differed between
Brant and Haldimand-Norfolk. Brant increased in all business sizes
except those employing 10-19. Part of this decline is due to companies
growing into the 20-49 employee size range. The situation in
Haldimand-Norfolk is quite different. More than 100 micro-businesses
employing 1-4 employees disappeared between 2015 and 2017. This
suggests new startup businesses were unable to find their financial Large businesses in both census divisions grew, exhibiting
footing, resulting in business closures. Haldimand-Norfolk also lost strong economic conditions. Brant added seven companies
42 SMEs in the 10–199 employee size range, raising concerns about employing over 100 people and Haldimand-Norfolk added
future growth and job stability. two. These changes indicate that major employers are hiring.
15••••
Help Wanted – Growing the Talent Pool
About Our Key Sectors
Two indicators determine which sectors are most important to Grand Erie’s labour market – the number of
businesses and the number of people employed.
The Brant and Haldimand-Norfolk census divisions show many farms and farm support services in those rural communities. In
similarities in the types of businesses operating in the region. contrast, Brant’s urban nature brings administrative and support
Agriculture is the most noticeable difference, leading Haldimand- service organizations to the forefront.
Norfolk’s total number of businesses and reflecting the many
Top 10 Sectors by Number of Businesses (June 2017 with employees)
HALDIM AND -
BR ANT CD
NAIC SUB-SECTOR NORFOLK CD
111 CROP PRODUCTION 352
238 SPECIALTY TRADE CONTRACTORS 375 293
541 PROFESSIONAL, SCIENTIFIC AND TECHNICAL SERVICES 604 173
722 FOOD SERVICES AND DRINKING PLACES 81 149
621 AMBULATORY HEALTH CARE SERVICES 246 139
813 RELIGIOUS, GRANT-MAKING, CIVIC, AND PROFESSIONAL AND SIMILAR ORGANIZATIONS 166 134
UNCLASSIFIED 998 126
811 REPAIR AND MAINTENANCE 152 118
236 CONSTRUCTION OF BUILDINGS 320 116
484 TRUCK TRANSPORTATION 326 105
561 ADMINISTRATIVE AND SUPPORT SERVICES 242
Source: Canadian Business Counts, June 2017
The largest sectors by employment are similar across Grand Erie.
Manufacturing tops the list employing more than 16,000 people,
followed by retail, health care and social assistance, accommodation
and food services and educational services.
Top 10 Industries in Grand Erie by Total Employment
MANUFACTURING 16,021
RETAIL 12,759
HEALTH CARE AND SOCIAL ASSISTANCE 12,315
ACCOMMODATIONS AND FOOD SERVICES 8,459
EDUCATIONAL SERVICES 6,169
PUBLIC ADMINISTRATION 5,529
CONSTRUCTION 5,088
ADMINISTRATIVE AND SUPPORT, WASTE MANAGEMENT 4,512
WHOLESALE TRADE 4,074
AGRICULTURE 1,997
Source: EMSI, 2017, Industry Table
16••••
2017-2018 Local Labour Market Plan
Top 5 Sectors by Estimated Employment Growth 2010 – 2016
Employment changes between June 2010
BR ANT
and June 2016 are indicators of sector
growth across the region. Service jobs in a
variety of sectors including accommodation
care/Social Ass. and food services,
Arts/Ent./Recreation healthHealthcare/Social
Educational Services
Manufacturing care and Ass.
social
Agriculture/Forestry...
Other
Transportation
Educational Services
1,244
Construction
Accomm./Food
Healthcare/Social Ass.
1,066
Real Estate Healthcare/Social
Educational Services
Admin & Support
Other
Scientific/Technical
Ass.
Educational 967
Other
Construction
Services Healthcare/Social Ass. 661
Retail Trade Construction
Admin & Waste Mgmt
Agriculture/Forestry...
Real Estate
Transportation
659 Admin
Scientific/Technical
Arts/Ent./Recreation Manufacturing
Retail Trade
Retail Trade
Agriculture/For
& Waste Mgmt
ACCOMMODATION HEALTH CARE AND RETAIL TRADE TRANSPORTATION MANUFACTURING
assistance, retail, administrative and support, AND FOOD SERVICES SOCIAL ASSISTANCE AND WAREHOUSING
waste management and remediation led HALDIM AND
employment growth.
Haldimand County
Educational Services Services
Educational Healthcare/SocialEducational
Ass.
Healthcare/Social ServicesOther
Ass.
Educational
Healthcare/Social
Other Ass. Services
Construction Healthcare/Social
Other
Construction Educational
Real Estate Services
Real 254
Ass. Construction
Estate
Info & Cultural
Healthcare/Social
Scientific/Technical Ass. 119
Construction
Real Estate
Scientific/Technical Arts/Ent./Recreation
Retail Trade Real Estate
Scientific/Technical
Retail 106
Trade Admin &Manufacturing
Waste
AdminMgmt
Scientific/Technical
Retail
& Waste Mgmt 104
Admin &Wholesale
TradeAgriculture/Forestry... Trade
Waste Mgmt 89
TransportationAdmin & WasteAccomm./Food
Mgmt Admin & Sup
CONSTRUCTION RETAIL TRADE ADMIN/SUPPORT, WASTE WHOLESALE TRADE ACCOMMODATION
experienced the three largest MAN. & REMEDIATION AND FOOD SERVICES
NORFOLK
declines across all sectors
between 2010 and 2016.
421Educational Services 409
Healthcare/Social Ass. Other
337 Construction
99
Real Estate
92
Scientific/Technical Retail Trade
The changes include the closing of
are/Social Ass. Arts/Ent./Recreation Manufacturing Agriculture/Forestry... Transportation Educational Services
Accomm./Food Healthcare/Social
Admin & Ass.
Support Arts/Ent./Recreation
Educational ServicesManufacturing
Healthcare/SocialAgriculture/Forestry...
Ass. Arts/Ent./RecreationTransportation
Manufacturing Accomm./Food Admin
Agriculture/Forestry...
Educational Services Healthcare/Social Ass. Other Construction Agriculture/Forestry... Transportation Retail Trade Admin & Waste Mgmt
ACCOMMODATION HEALTH CARE AND MANUFACTURING ARTS, ENTERTAINMENT ADMIN/SUPPORT, WASTE
AND FOOD SERVICES SOCIAL ASSISTANCE AND RECREATION MAN. & REMEDIATION
Source: EMSI, Industry Tables, 2016
Ontario Power Generation.
It is also important to understand what industry MANUFACTURING
sectors are experiencing employment decline. Manufacturing is the largest source of employment in Grand Erie, providing more
Fewer jobs can occur because of improved than 16,000 jobs. Over 770 manufacturing businesses are located in the region, with
production and services, increased technology, approximately 60% operating in the
or because of declining market demand. Brant region. Approximately 40%
operate without employees.
IExcellent I Fair/Poor
How do employers rate the availability
Sectors Experiencing Decline 2016
100
80 of qualified workers locally?
60 According to 66 employers who
BR ANT CD 40
Employers reported a
completed the 2017 EmployerOne slight decrease in the availability
2016 2017 -76 OV E R V I E W 2017
20
Management of companies2014 and 2015 enterprises of qualified workers
0
YEAR OF SURVEY survey, 92% of their staff are permanent, The fourth annual EmployerOne Survey was conducted in Brantford-Brant,
Other services (except public administration) What are the-22 full-time
skills? employees. Manufacturers
Haldimand and Norfolk in January 2017. This report summarizes the overall results
top desired of the survey, which provides valuable insights into the area’s labour market.
Utilities Employers continue to identified significant hiring patterns in 2017, reporting they
-8 32 Self-motivated/ability
1 Work ethic
Teamwork/interpersonal filled over
Highlights 1,300 jobs
of Survey
request soft skills such as a to work with little
strong work ethic, teamwork throughout the year. Over half of the new hires replaced
or no supervision workers who quit their job
364 employers completed the 2017 survey
HALDIM AND C Y and communication
4 Communication (oral & written)
(558) service
5 Customer or who were terminated (216). 77% of those employers hired in 2016
64% of employers anticipate hiring in 2017
Utilities What is the -184
Manufacturing firms participating in workforce consultations,
EMPLOYERS’ PREFERRED LEVEL OF EDUCATION BY OCCUPATION (%) 39% of employerssurveys, and sector
had a hard-to-fill position
preferred level №1 reason for this: not enough applicants
-144
Manufacturing 77 13 19
Educational services
of education Natural resources 66
Natural planning groups 15 identified
15 4 a serious shortage of applicants to fill
76% of employers theirongoing
support vacancies and
staff training
required for Trades &&transport
transport 46
raised
22
concerns about
50
the lack of qualified staff with the required motivation and
Mining, quarrying,new
andhires?
oil and gas extraction
Sales
Sales&& service 50
-65 29 8 13
Art, recreation, sport 33
Education, law, gov.
Education, law, gov. 2
40
38
21
interpersonal60skills.
6
NORFOLK C Y I High school diploma or
equivalent Health
Health 13 36 49 2
I College diploma Natural sciences 10 40 Manufacturing40 companies 10 indicated they are looking for entry-level workers who
Agriculture, forestry, fishing and hunting -147
I Professional, graduate or
Business 13 45 41 1
demonstrate52initiative, flexibility, and ownership overAre
skillemployers
development,
hiring?and loyalty.
Yes!
undergraduate degree
I Trade certificate Management
Management 10 34 4
Other services (except public administration) -102
Do employers support ongoing training and education? Here’s why:
Employers recommended that all education and training programs should have
Transportation and warehousing -54
YEAR OF SURVEY:
2014
employability
2015 Cost and loss of and essential skills imbedded into the curriculum to improve
2016 2017
?
EMPLOYER HIRING TRENDS
IAnticipated I Actual
productivity continue to be the No 1
Yes! 81%
EMSI, Industry Tables 2016 75% 80% 72% 76% employment outcomes and job retention.
top two barriers to training
EXPANSION AND
reason
77% 77%
Anticipated
RESTRUCTURING 69%
64% ActualSince 2014,
62% 61%
For more information about EmployerOne or to sign up for next year’s
survey (January 2018), contact the Workforce Planning Board of Grand Erie.
17 employers have consistentl
hired more people than
they anticipated
No 2
reason••••
Help Wanted – Growing the Talent Pool
Top 5 Manufacturers by Number of Businesses, June 2017
BR ANT
NAIC
332 FABRICATED METAL PRODUCT MANUFACTURING 71 One in 2 manufacturing employers
339 MISCELLANEOUS MANUFACTURING 30 reported that job openings for general
333 MACHINERY MANUFACTURING 29
323 PRINTING AND RELATED SUPPORT ACTIVITIES 25 labourers and machine operators were hard
326 PLASTICS AND RUBBER PRODUCTS MANUFACTURING 23 to fill. Consultations with local employers
HALDIM AND -NORFOLK
indicate that job candidates lack the
331 FOOD MANUFACTURING 26
339 MISCELLANEOUS MANUFACTURING 24 required employability and essential skills
332 FABRICATED METAL PRODUCT MANUFACTURING 16
required to perform their job duties
333 MACHINERY MANUFACTURING 13
336 TRANSPORTATION EQUIPMENT MANUFACTURING 13 Source: EmployerOne 2017 and Sector Planning Partnerships
Source: Canadian Business Counts, June 2017
RETAIL
The retail sector is Grand Erie’s second largest source of jobs,
Retail Sector by Number of Businesses,
employing more than 12,750 people, but the sector is declining.
June 2015 – June 2017
The number of business shrank 4% between June 2015 and June
NUMBER PERCENT
2017, falling from 911 businesses to 877. These changes mirror 2015 2017 CHANGE CHANGE
trends occurring across Ontario, where the number of businesses
fell by 4.6%. BRANT 494 481 13 -3%
Several factors, including increased competition, household HALDIMAND-NORFOLK 417 396 -21 -5%
debt loads, and a weak Canadian dollar will continue to create Source: Canadian Business Counts, June 2015, 2016, 2017
challenges for retail businesses across the region. The effect is most
Survey expected to hire in 2017. These positions include a mix
severe in Haldimand-Norfolk where retail represents a greater
of full time, seasonal and part-time positions mainly employing
share of the economy and jobs.
youth under the age of 25 and workers over 55. The retail sector
Despite the decline in retail businesses and jobs, about half of has little difficulty finding and training the workers they need,
the retail businesses who participated in the 2017 EmployerOne reporting that they provide on-the-job training to workers.
TOP SKILLS
Customer service
Good work ethic
18••••
2017-2018 Local Labour Market Plan
HEALTH AND SOCIAL ASSISTANCE
Health care and social assistance are the third largest source of Two-thirds of the 28 health care employers who participated in
jobs within Grand Erie, employing over 12,000 people. The sector EmployerOne 2017 indicated they were unable to meet their
consists of 507 businesses, primarily in ambulatory care (353) and need for nurses, medical assistants and support workers because
nursing and residential care facilities (81). Employment grew by of a shortage of applicants or because
over 1,500 jobs between 2010 and 2016, placing nurse aides and applicants lacked the necessary TOP HIRES
orderlies, registered nurses and registered psychiatric nurses in qualifications and motivation required
the area’s fastest growing occupations. to do the job. The majority of jobs Professionals
filled were permanent (94%) with a
Health Care & Social Assistance by Number of Businesses Counsellors
high concentration of part-time (44%)
June 2017 and almost a third were filled by Service
BR ANT H.-N. recent post-secondary graduates.
NAIC
621 AMBULATORY HEALTH CARE SERVICES 217 136
622 HOSPITALS 5 3
623 NURSING AND RESIDENTIAL CARE FACILITIES 51 30
624 SOCIAL ASSISTANCE 31 34
Source: Canadian Business Counts, June 2017
Norfolk County:
A building boom that started three years ago
CONSTRUCTION
Record-breaking building permits across the Grand Erie region in Norfolk shows no signs of letting up.
provide evidence of a growing construction sector. The number Source: Simcoe Reformer, October 2017
of businesses employing workers grew from 893 in June 2015 to
939 in June 2017. An additional 1,325 businesses operate within the Employment in Construction 2010 – 2016
sector without employees. NUMBER PERCENT
2010 2016 CHANGE CHANGE
Specialty trade contractors represent the largest sub-sector,
accounting for two-thirds of all construction businesses. JOBS IN GRAND ERIE 4,407 5,112 705 16%
Source: Emsi, 2017. Industry table
Construction Sub-Sectors by Number of Businesses
June 2017 Skilled trade occupations and construction trade helpers and
labourers are the main occupations within the construction sector.
NAIC BR ANT H.-N. Attracting and training apprentices to meet the current and future
238 SPECIALTY TRADE CONTRACTORS 338 293 demands of the sector is increasingly important, as the number
of people completing apprenticeships has dropped consistently
236 CONSTRUCTION OF BUILDINGS 135 116
since 2006.
237 HEAVY AND CIVIL ENGINEERING CONSTRUCTION 34 23
Source: Canadian Business Counts, June 2017 Today, less than ten percent of Grand Erie’s workforce holds an
apprentice or trade certificate. The community is working to
Employment within the sector reflects the sector’s growth.
increase these levels through initiatives that attract and support
Construction jobs rose by 16% between 2010 and 2016, bringing
apprentices into the field but more can be done to engage youth,
the total number of construction jobs to 5,112.
women, and under-represented groups in the skilled trades.
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