To successfully transition to a net-zero economy, Canada will require workers with the skills and knowledge needed to fill green jobs, but sectors connected to the green economy face skills gaps and talent shortages around the globe.

This project sought to understand the factors that influence the degree of quality of work experienced by workers in Nova Scotia in traditional, hybrid and virtual work setups, and how employers in the province can enhance the work experience.

This project used available data to synthesize what is currently known about the levels, types, and trends in firms’ training investments including which firms provide (and which employees receive) training, and the motivations and barriers firms face in providing training. The project showed that Canadian firms lag their international peers in investments in training; that larger firms are more likely to invest, especially those in knowledge & technology-based sectors; and that training is more likely to be offered to full-time, permanent employees in their prime working years with higher levels of education. 

Supporting  employers in overcoming structural barriers to training investment is key to addressing labour and skill shortages.

This project identified gaps in how employers, employees and job seekers within regions of Grand Erie (i.e. the City of Brantford, Six Nations of the Grand River, Mississaugas of the Credit, and Brant Haldimand and Norfolk counties) support and experience the quality of work. Income and benefits, career prospects, work intensity, working-time quality, skill development and social environment were examined.

This research examines the relationship between access to benefits and quality of work in the current Canadian context, with a central focus on mental health and well-being, diverse forms of care and greater inclusion for those without benefits. Although the full impact and long-term effects of COVID-19 are still not well understood, recent studies indicate that pre-existing mental health symptoms intensified during the pandemic.

At the onset of the COVID-19 pandemic in March 2020, Canada’s unemployment rate reached one of its highest levels at 14.1 per cent. In response, the federal government launched the Canada Emergency Response Benefit (CERB), providing a financial benefit of $2,000 a month to workers directly affected by COVID-19. 

The COVID-19 pandemic has changed the nature of work, leading to more connectivity and a blurring of boundaries between work and non-work. These changes have had an impact on the well-being of workers and in response employers, employees and decision makers in Canada are navigating how to develop and implement Right to Disconnect policies.

As Canada’s population ages, the critical role of immigration will only intensify. By 2025, Canada aims to welcome 500,000 newcomers, a record target that reflects our dependency on immigration to ensure labour market and economic growth. Yet when they settle, many newcomers still find themselves in jobs poorly matched to their experience and qualifications.