This report examines the labour market experiences of people with disabilities, using data from the 2012 Canadian Survey on Disability (CSD). Compared with people without disabilities, those with disabilities have lower employment rates, lower levels of compensation, and weaker levels of job tenure (Government of Canada, 2010). Although a comparison of employment characteristics of people with and without disabilities based on the 2012 CSD has been published (Turcotte, 2014), the CSD data offer opportunities for further analysis of disability-specific aspects of employment. Specifically, the CSD provides information about employment barriers encountered by people with disabilities, the types of workplace accommodations needed, and whether those needs are being met, perceptions of disability-based discrimination in the work environment, and labour force discouragement among those who are not in the labour force. This report aims to provide insight to employers, and to spark further research in the area of disability and employment., Most statistics in this analysis are based on respondent self-identification and provide invaluable information from people with disabilities themselves. However, these findings represent only a piece of the complete picture. They should be interpreted together with other sources such as employers' perspectives and data from program/administrative sources. This report is divided into four sections. In section two, findings related to the high percentage of people with disabilities out of the labour force are provided, and the relationship with unemployment is discussed. Section three provides a framework for identifying working-age people with disabilities who are not working, but have the potential to work, and profiles this population. Section four discusses barriers that people with disabilities have experienced, with a focus on workplace accommodations, training, employment experience, labour force discouragement, and disability-based discrimination. Section five presents concluding remarks., Several key results emerge from the analysis: (1) many working-age people with disabilities have, at least intermittently, dropped out of the labour force; (2) in addition to people with disabilities who are currently working, an estimated 411,600 are not employed but have the potential to work - almost half of these potential workers are postsecondary graduates; (3) modified work hours are key - among employed people with disabilities; modified work hours are the most commonly stated workplace accommodation - an accommodation that has generally been met by employers; among potential workers with disabilities, modified work hours would be needed to an even greater degree; and modified or reduced hours were also the most common reason cited by employed people with disabilities for difficulty advancing in or changing jobs; and (4) people with disabilities who were not in the labour force reported inadequate training or experience to be one of the main barriers in searching for a job; many potential workers with disabilities wanted to take work-related training to increase their employability., Excerpts from publication.

This study of the need and feasibility of creating a Canadian online resource for workplace accommodation includes six distinct components, each with its own methodology, goals, and findings. Conducting these six sub-studies within the larger study has allowed us to summarize best evidence in peer-reviewed and grey literatures, highlight the voices of the various stakeholders who could benefit from the proposed online resource, examine how stakeholders' needs and perspectives intersect, and synthesize the findings to produce a holistic view of the subject. Findings are synthesized in last section (Component 7). In this executive summary we provide specific recommendations. The findings of this study suggest that there is value in developing an online searchable resource for workplace accommodations specific to the Canadian labour market. An important caveat is that such a resource should not duplicate existing services, but rather, dovetail with them. Specifically, the web resource would need to work with existing service providers (e.g., referring clients to other services if they better meet clients' needs) to minimize duplication of efforts and ensure continuing service provision. The web resource could serve as an initial point of contact for employers and other stakeholders to provide quick and easy access to information and services for accommodation and/or direct them to where they can find needed information and services. We detail the findings of a stakeholder needs assessment and an environmental scan of suppliers of workplace accommodation products and services that serve as the basis for this conclusion in Components 3 and 4. The following is a summary of needs that could be served by a Canadian website: Accommodation options, best practices and concrete examples; Accessible information on legal responsibilities, standards and compliance; Contact information of local service providers; Funding sources to support accommodations; Information on creating and maintaining inclusive workplace cultures; Opportunities for peer support and guidance; Increased public awareness of the benefits of employing people with disabilities; and Information on education and employment opportunities for people with disabilities.

This article will use data collected in the 2001 and 2006 censuses of Canada to describe immigrants who used a language other than one of Canada's official languages in their work. It will explore the extent to which they rely on non-official languages at work in conjunction with: their official language ability, their age at immigration, their level of education and their place of work in Canada. It will look at which languages immigrants actually use in their jobs. The article also examines whether immigrants are more likely to use non-official languages at work within their language communities

The Reskilling Toolkit contains information, guidance, tips, and resources on how to reskill and/or upskill employees impacted by major workforce changes, such as automation. The toolkit aligns to the Human Capital Framework (HCF), which guides agencies through the four different systems of the human capital management life cycle (see Appendix A). Continuous reskilling and upskilling contributes to fostering a culture of continuous learning. By actively managing the workforce and developing agile operations, agencies better position themselves for effective and efficient achievement of their mission and goals. As technology continues to advance, digitization and automation will eliminate or lead to changes of work roles or tasks within positions. For example, some of the top labor-intensive Federal activities with automation potential are: Retrieving and Synthesizing Data; Providing some Customer Service Activities ; Performing some Administrative Activities The purpose of this Toolkit is to assist agencies with meeting their President's Management Agenda's goal œDeveloping a Workforce for the 21st Century, while adhering to the Merit System Principles. It serves as a resource for agency leaders, managers, supervisors and employees who are involved in planning, implementing, and/or receiving reskilling or upskilling efforts. The information in this toolkit is a compilation of the U. S. Office of Personnel Management's (OPM) guidance and tools, in collaboration with agency partners, such as the Office of Management and Budget (OMB), National Science Foundation (NSF), and the U.S. Department of Housing and Urban Development (HUD).

In 2018, the employment-population ratio--the proportion of the population that is employed-- was 19.1 percent among those with a disability, the U.S. Bureau of Labor Statistics reported today. In contrast, the employment-population ratio for those without a disability was 65.9 percent. The employment-population ratio for persons with a disability increased from 2017 to 2018, and the ratio for persons without a disability edged up. The unemployment rate for both persons with and without a disability declined from the previous year to 8.0 percent and 3.7 percent, respectively. The data on persons with a disability are collected as part of the Current Population Survey (CPS), a monthly sample survey of about 60,000 households that provides statistics on employment and unemployment in the United States. The collection of data on persons with a disability is sponsored by the Department of Labor's Office of Disability Employment Policy.

The British Academy’s Skills project has sought to articulate and celebrate the skills gained through studying arts, humanities and social sciences (AHSS), and to lead a high-level debate about the value of these skills to the individual, to society and to the economy. Despite the uncertain future ahead for the economy and labour market, high-skilled jobs will become increasingly essential to guarantee the UK’s success. Demand is growing for individuals to be equipped with higher level skills which they can deploy in different contexts, whether in a career which may cross many sectors of employment or within a research community which is increasingly interdisciplinary. Improving the UK skills base is critical to increasing productivity and meeting the challenges created by the decision to leave the EU and the constantly changing world of work. The Academy believes the arts, humanities and social sciences provide a rich context for the development of higher level skills and lifelong learning that will allow the workforce of the future to cope, adapt and thrive. The report looks at how these skills are taught, learnt and applied in society, drawing on existing evidence and generating new evidence through commissioned research. It includes recommendations of areas for further action which will set the agenda for the Academy’s programme of work on skills to 2020, but also create a context for developing new partnerships with policy makers, organisations and businesses across the sector.

In fall 2015, Ontario appointed five members to The Premier's Highly Skilled Workforce Expert Panel (Panel) - Chair, Sean Conway, and members Dr. Carol Campbell, Robert Hardt, Alison Loat, and Pradeep Sood (see Appendix E: Expert Panel Member Biographies). Panel members were selected based on their professional experience, knowledge of the business climate, and relationships with a cross-section of stakeholder groups, and on their understanding of employers, the education and public sectors, and issues related to the labour market. The Panel was asked to develop an integrated strategy to help the province's current and future workforce adapt to the demands of a technology-driven knowledge economy - with a goal of doing so by bridging the worlds of skills development, education and training. The Panel was tasked to recommend a clear agenda and key set of directions for government and stakeholders, by August 2016. During the course of its work, the Panel met with a wide range of interested parties - employers, educators, labour, students, worker representatives, training organizations, and community groups, among others. The Panel attended a number of public meetings including the 2016 Summit on Talent and Skills in the New Economy, held in Oshawa in late January 2016. It also reviewed and considered the latest research on best practices in other jurisdictions in Canada and around the world. The culmination of this work is presented in this final strategy document (report). The report has been developed based on the premise that Ontario's workforce has long been its strength, but to compete and succeed in a fast-paced economy, Ontario's workforce must be equipped with skills and opportunities that meet all the needs of the jobs of today and tomorrow. The Panel envisions an Ontario economy in which employers understand that human capital is as valuable and necessary to business and productivity growth as other forms of capital. This would also be an economy where entrepreneurship and innovation are encouraged and nurtured. In the short term, this means that Ontario employers must join their partners in education, labour, government and elsewhere to actively and creatively address regional and sectoral needs in the labour market and better integrate underrepresented groups including older workers, new Canadians, Indigenous peoples, and persons with disabilities, in an economy that is being rapidly transformed by both demographic and technological change.

The research draws attention to racial discrimination in employment in Canada, and discusses the impact on the status of racialized groups in the Canadian labour market. Racial discrimination occurs in Canada in at least two forms, economic discrimination, (when employers make generalized assumptions about the worth of racialized employees), and exclusionary discrimination (when members of a racialized group are not hired, paid equally or promoted regardless of their skills and experience). Recognizing the growth of the racialized population of Canada, the report emphasizes the concern about hierarchical structures affecting the distribution of opportunity in the labour market and argues that this growth in the racialized population makes the issue of racial discrimination one of great importance. If the racialized and immigrant population of Canada do not have equal access to the labour market, Canada will not reap the benefits of the potential of this growing proportion of its population. The research seeks to answer the question whether the position of individuals within the Canadian labour market are determined partly by their racial group affiliation and if racialized men and women in Canada, and immigrants are denied full access to the Canadian labour market because of it. The report uses data largely from the 1996 and 2001 Canadian Census, Survey of Labour and Income Dynamics income data from 1996 and 2001 and Human Resources and Skills Development Canada labour participation data for racialized and non-racialized groups. It compares the workforce participation of racialized groups in different occupational groups. The report also includes findings from interv i e w s with settlement sector officials working with internationally educated professionals in five major Canadian urban centres. Based on an analysis of these data, the report finds that during this census period (1996 to 2001), even though the racialized population of Canada was growing faster than the national average, racialized groups did not advance proportionately in the labour market and continued to have higher rates of unemployment, and experience a double digit income gap. The gap, which is evident between racialized men and women as well, occured regardless of educational attainment, and was identifiable among those who are university educated as well as those with high school education. The report also finds that the labor market is largely segregated by race. Racialized groups are over-represented in low paying occupations such as textile, light manufacturing and service sector jobs, and under-represented in better paying, more secure jobs, such as legislators, supervisors and senior management positions. The report also concluded that the inability for internationally trained professionals and tradespeople to utilize their skills in the Canadian labour market contributes to the income and employment status gap between educated Canadians and similarly educated recent immigrants. The report suggests that governments, employers and regulators of professions and trades, need to systematically address the issue of employment discrimination by working towards eliminating barriers to access to employment. One way to do it is to implement policies and programs that adopt principles of employment equity. Governments need to increase the job pool by creating more well-paying employment, and have better regulation of working conditions of precarious employment sectors.

The future of the ICT sector is exciting. These are unchartered waters open to creativity, innovation and entirely new ways of working, interacting and learning that should appeal to women and men alike. The Institute for the Future1 identifies six drivers most likely to shape the future workforce: longer life spans; a rise in smart devices and systems; advances in computational systems such as sensors and processing power; new multimedia technology; the continuing evolution of social media; and a globally connected world. The ICT sector clearly underpins this future. This summary report surveys the global trends in women’s professional development and employment in the information and communication technology (ICT) sector, and offers a sample of the range of national policies, training programmes and initiatives targeting girls and women as potential students and professionals.