Preparing for a Changing Workforce

Statistic Canada released an extensive analysis of Canada’s future labour force composition and participation rates, including multiple scenarios that may play out over the next two decades.

Unsurprisingly, it is predicting that with the imminent retirement of baby boomers, a growing and significant part of this labour force will be foreign-born. Overall, Canada is expected to grow its labour force to 26,799,000 in 2041, up from 21,732,000 in 2023.

Significantly, as a result of recent and predictive growth in immigration rates, Canada is expected to have 43.8% of its labour force be foreign-born by 2041, up from 32.1% in 2023. BC is expected to lead the way with a majority of 50.1% of its labour force being foreign-born by 2041, followed closely by Ontario at 49.7%. Newfoundland and Labrador are expected to be at the lower end of this scale, coming in at 12.3%.

How can employers prepare themselves for this likely eventuality? Here’s a few meaningful steps that they can take:

1. Foster an Inclusive Workplace Culture:

Employers that focus on creating a workplace culture that values diversity and inclusion will be ahead of the pack. This involves not only celebrating cultural differences but also ensuring that all employees feel valued and included, regardless of their background. Initiatives such as diversity training, employee resource groups, and inclusive policies can help create a supportive environment.

2. Provide Cultural Competency Training:

Cultural competency training is essential for helping employees and managers understand and respect the diverse backgrounds of their colleagues. This training can improve communication, reduce misunderstandings, and enhance collaboration across cultural lines.

3. Implement Multilingual Communication Strategies:

As the workforce becomes more diverse, adopting multilingual communication strategies will be key. This could include offering company materials in multiple languages, providing language learning opportunities, and hiring bilingual staff to bridge communication gaps.

4. Enhance Recruitment and Retention Efforts:

Develop recruitment strategies that target diverse talent pools and implement retention programs that address the unique needs of foreign-born workers. This might include offering streamlined onboarding processes, mentorship programs, career development opportunities, and flexible work arrangements, all of which help create a supportive work environment.

5. Adapt Policies and Benefits to Reflect Workforce Diversity:

Employers need to review and adapt their policies and benefits to ensure they are inclusive of a diverse workforce. This could involve offering flexible holiday policies that accommodate different cultural practices, providing support for immigration and visa processes, and ensuring that benefits packages meet the needs of a diverse employee base.

6. Promote Equity and Address Bias:

It’s crucial for employers to actively address any biases in the workplace, whether they are conscious or unconscious. This can be achieved through regular training, transparent performance evaluations, and promoting equity in opportunities for advancement.

By taking these steps, employers can not only prepare for the increasing diversity of the workforce but also leverage the strengths that a diverse workforce brings, ultimately driving innovation and growth in their organizations.

Need help in preparing your workplace for the future? Reach out and engage with us.