Have questions about our work? Do you need access to a report in English or French? Please contact communications@fsc-ccf.ca. How to Cite This ReportMcDonough, L....

The world is changing rapidly and the way enterprises respond to those changes will have long-term consequences for economic competitiveness, social cohesion and environmental change.

Canada needs to address long standing shortages of skilled tradespeople to advance policy priorities around decarbonization, affordable housing and transforming industry to add more value to what we produce.

The persistence of skill shortages and mismatches has raised questions as to why Canadian employers invest less in training per employee compared to their OECD counterparts. Research and evidence from FSC’s portfolio point to a number of critical factors underpinning Canada’s comparably low training investments.

Future City Builders was a four-month program that supported youth to work collaboratively to develop real-world solutions for healthier and more equitable cities.

The project used a novel form of labour market information — LinkedIn profiles — to discern differences in skill, occupational seniority, and microcredential certification in the tech labour market in Canada. 

This project was carried out by Yonge Street Mission (YSM) to improve their workforce development strategy using a data tool called TIMES™ (Transformation Integrated Measurement and Evaluation System). The tool collects and analyzes data on barriers and supports that affect job readiness for their clients, such as food, housing, relationships, education, skills and health.

This project used machine-learning methods and data from nine million Canadian job postings collected from January 2020 to June 2023 to understand how demand for digital skills has changed since the pandemic and the importance of non-technical or soft skills even in digital workplaces and occupations.

Many Canadian employers across sectors are becoming more conscious of the benefits of a diverse workforce, but often don’t have the knowledge or staff resources to attract and recruit diverse talent into entry-level jobs. Employers often cite an inability to find applicants.