The Michener Institute of Education at UHN in Toronto, Canada, conducted a comprehensive evaluation of its “Upskilling Program for Jobs in Digital Health and Data Analytics”, aimed at bridging the skills gap in healthcare professionals' proficiency with advanced digital and data-driven technologies.

This project incorporated employers' insights into diabetes foot care qualifications, tailored educational pathways to meet clinician needs, and offered culturally sensitive training for Indigenous populations.

The digital transformation coming to Canadian workplaces accelerated significantly after the country-wide COVID-19 lockdowns, which increased demand for remote work. The digital transformation has and will hit some workers harder than others.

The North Forge Global Entrepreneurship Initiative aimed to address several key questions to enhance support for newcomers, particularly those involved in the Start-up Visa Program and highly qualified newcomers facing licensing barriers.

Material Handling 4.0 (MH4.0) is a sector-based skills training program designed to prepare unemployed and underemployed individuals for roles in Canada’s goods movement industry. 

The Innovation for Better Integration Project, which was conducted in Kingston, Ontario, aimed to address the challenges faced by newcomers in accessing services. The goal of the project was to collaboratively develop a new service provision model that would address the unique challenges of implementing traditional service approaches.

The AspireAtlantic program tested out the WorkAdvance model— a proven US workforce development strategy that uses a sector-based approach that combines job training, placement and advancement support for low-income individuals.

The outbreak of the COVID-19 pandemic accelerated digital transformation, leading to numerous changes in social interactions at work. To address this, the project focuses on how female workers in customer service roles who typically hold secondary or college-level education and work remotely for insurance companies in the Chaudière-Appalaches region of Québec are adapting to these changes.

To build a resilient workforce that is able to respond to and adapt to changing labour markets, whether due to unpredictable disruptions or longer-term transitions, we need a range of training and upskilling pathways that equip people with the skills they need to enter, advance, transition and return to dynamic labour markets.