Canada is facing a dual crisis: a shortage of skilled labour and a critical lack of housing and infrastructure. These challenges are intertwined. Without enough skilled workers, it’s impossible to build the infrastructure and housing our growing economy desperately needs. To tackle this, we must rethink how we attract, train and retain talent in the skilled trades.
Building a workforce that is not only skilled but also inclusive requires a deeper look at how we develop and support apprenticeship programs.
Recent evidence from the U.S. highlights how apprenticeship programs with structured support systems, like group sponsors, can improve attraction, recruitment, completion rates, enhance diversity and deliver benefits to workers and employers alike.
Lessons from the U.S.: Diversity in union-affiliated apprenticeships
According to a recent analysis by the Economic Policy Institute (EPI), union-affiliated (group sponsor) apprenticeship programs in the U.S. construction industry outperform non-union programs in improving completion rates and fostering diversity. Key findings include:
1. Improved completion rates: Underrepresented groups show significantly higher completion rates in joint programs. The completion rate for women, for instance, is 37.6 per cent in joint programs versus 23.4 per cent in nonunion settings, while 40.5 per cent of Black apprentices complete joint programs compared to 24.3 per cent in nonunion ones.
2. Higher participation rates: Women, Hispanic workers and workers of colour enroll at higher rates in joint programs compared to their nonunion counterparts. For example, the participation rate of women in joint programs rose from 3.73 per cent in 2015 to 6.26 per cent in 2021.
These findings underscore the success of cooperative joint labour-management programs in providing the resources and environment necessary for diverse workers to thrive. The article makes a compelling case for the support and corresponding funding of group sponsor models.
CLAC’s Group Sponsor: A made-in-Ontario success story
In Ontario, CLAC has taken a similarly innovative approach with its Group Sponsor program, funded by the Ministry of Labour, Immigration, Training and Skills Development, under Labour Minister David Piccini. This program provides critical support to apprentices, employers, and prospective apprentices, addressing common challenges and barriers that hinder success in the skilled trades.
Key elements of CLAC’s Group Sponsor program include:
1. Support for apprentices
• Access to experienced mentors and supplementary resources to enhance on-the-job learning
• Support with in-class and training standard (logbook) requirements
• Job placement assistance
2. Support for employers
• Assistance with recruitment and candidate assessment
• Guidance on navigating government grants and financial incentives to maximize funding
• Administrative support to streamline apprenticeship processes, including registration, in-class coordination, and logbook completion.
These services create a win-win scenario: Apprentices receive the guidance they need to succeed and complete their programs, while employers benefit from a more engaged and prepared workforce.
Why Group Sponsors are good business
The successes of both U.S. union-affiliated programs and CLAC’s Group Sponsor highlight the value of structured apprenticeship models in addressing critical challenges.
1. Improved recruitment and attraction: Group sponsors help attract and retain more prospective apprentices, including women, persons with disabilities, Indigenous people, members of @SLGBTQI+ communities, racialized communities and newcomers to Canada, and other underrepresented groups by addressing systemic barriers.
2. Improved retention and completion rates: Apprentices receive the mentorship, training, and support they need to stay the course, reducing dropout rates.
3. Skilled workforce development: Employers benefit from well-trained, job-ready candidates who are equipped to excel in their roles.
Moving forward: Building on success
The evidence is clear, group sponsors models are the key to a skilled, inclusive and resilient workforce. By scaling up these models, we can ensure the skilled trades remain a viable career path for all.
Colin de Raaf is the director of training, apprenticeship and jobs for Ontario for CLAC. Send Industry Perspectives Op-Ed comments and column ideas to editor@dailycommercialnews.com.
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