Four labour force megatrends are now converging to create a “perfect storm” in the workforce in New Brunswick and across Canada. The impact on employers and job seekers will be more profound than anything in living memory. The four megatrends are:
Megatrend 1: The Great Recession
The global economy and communities across the country have just weathered their worst economic down-turn since the Great Depression nearly a century ago. Despite massive economic stimulus, recovery is slow and faltering, fiscal deficits are at record levels, and budgets are being slashed.
Megatrend 2: Aging Population
Over the next 15 years, baby boomers will retire in virtual annual tsunamis leaving a void in the labour force. With the decline in birth rates in recent decades, even with aggressive immigration projections, the worker shortfall in New Brunswick and across Canada will grow alarmingly in coming decades.
Megatrend 3: Upskilling of Jobs
Accelerating technological advances have rendered many jobs obsolete, raised skill requirements in remaining jobs, and are producing new jobs at an unimagined rate. More formal education, technical training, and “soft skills” are now demanded of all workers. Employers need IT-literate people who are responsible, can problem-solve, innovate, and collaborate effectively, and have a thirst for learning. It is estimated that 70-80% of all new jobs now require some post-secondary education. Yet, of 100 students in the educational pipeline in grade 9 only 29 will graduate on time with a post-secondary degree, diploma or certificate. 50% of will not be in programs directly related to their studies within 2 years.
Megatrend 4: Unprepared Workforce
Few employers are investing adequately in employee career management and training. Too few workers themselves are investing in upgrading their skills. Many students, at all levels, fail to see personal relevance in their academic studies, thus underachieve.
The storm portends are clear. Many Canadian companies, workers and communities are at risk of becoming storm casualties. The basic building blocks of a whole-community approach to career and workforce development exist but tend to be used in fragmented fashion and underutilized.
Consensus on “best practices” suggests a core of 5 foundation career and workforce resources need to be in place. They include:
1. Experiential programs at all primary, middle, secondary and post-secondary school levels that help students imagine the future they want to create, and make career and educational planning “real” for students;
2. A comprehensive Internet-based career exploration and planning system accessible by students at all levels and adults;
3. An electronic portfolio system accessible through all educational levels out into adulthood;
4. A course planner system for students, teachers and parents that integrates individual learning plans based on informed career goals with local course offerings and graduation requirements; and
5. A networking system that introduces motivated students with informed dreams to the people they need to meet in educational and training institutions and local companies. Resulting relationships can lead to work experience, mentoring, job shadowing, co-op, volunteer, and part-time job opportunities that allow employers and job-seekers to “test the fit.”
1. Experiential programs at all primary, middle, secondary and post-secondary school levels that help students imagine the future they want to create, and make career and educational planning “real” for students;
2. A comprehensive Internet-based career exploration and planning system accessible by students at all levels and adults;
3. An electronic portfolio system accessible through all educational levels out into adulthood;
4. A course planner system for students, teachers and parents that integrates individual learning plans based on informed career goals with local course offerings and graduation requirements; and
5. A networking system that introduces motivated students with informed dreams to the people they need to meet in educational and training institutions and local companies. Resulting relationships can lead to work experience, mentoring, job shadowing, co-op, volunteer, and part-time job opportunities that allow employers and job-seekers to “test the fit.”
As a member of Tech South East, National LifeWork Centre(a division of the Memramcook Institute); we welcome opportunities to partner with Tech Southeast and it members to implement a harmonized, whole-community approach to career and workforce development in Southeast New Brunswick to ensure our region prospers despite the perfect storm.
Phil Jarvis
National LifeWork Centre
