2018q1calgarylabourmarket final · 2.1% 1.8% 2.0% gdp growth forecast 2018 future growth while oil...

2018>Q1

This Calgary and Area Labour Market Report is produced four times a year and provides results on labour market needs, shortages and issues from the perspective of employers in the Calgary Region.

Applications Management Consulting Ltd.

Calgary & AreaLabour Market Report

.................................................................................................Summary 1..............................................................................................Calgary Economy 1

............................................................................................Calgary Population 5

......................................................................Labour Force Statistics - Calgary 6

........................................Labour Force Statistics - Alberta Indigenous People 8

..........................................Labour Force Statistics - Alberta New Immigrants 10

......................................................Labour Force Statistics - Alberta Students 11

.......................................................................................Industry Employment 12

.............................................................................................Employer Survey 13

.....................................................Employer Survey - Q1 2018 Results 17..................................................................................................................Survey Profile 17

.....................................................................................................Past Business Activity 18

.................................................................................................Future Business Activity 20

............................................................................................................................Layoffs 22

..............................................................................................................Vacant Positions 24

.........................................................................................................Future Employment 26

..........................................................................Most Successful Recruitment Methods 29

......................................................................................................Recruiting Difficulties 32

.........................................................................................................Employee Turnover 38

...........................................................Most Successful Employee Retention Strategies 42

.............................Supplemental Questions - Diversity and Inclusion in the Workplace 46

.......................................................................Current Employment of Diversity Groups 47

...................................................................................Diversity and Inclusion Initiatives 49

.........................................................................Future Employment of Diversity Groups 51

..............................................................Employer Supports for Diversity and Inclusion 54

.....................................................................................Benefits of a Diverse Workforce 57

........................................................Appendix A: Survey Methodology 65.............Appendix B: Employer Survey - Q1 2018 Occupation Results 66

Calgary and Area Labour Market - 2018 Q1 Report

Table of Contents

CALGARY ECONOMYSUMMARYQ1 2018

1

Summary

The Calgary Census Metropolitan Area (CMA) economy is forecast to expand by about 2.0% in 2018 and by 1.8% in 2019. Annual real GDP growth is projected to remain at around 2% over the next few years.Calgary Economy

PAST GROWTH

Following two years of significant contraction in 2015 (-3.2%) and 2016 (-3.7%) brought on by the collapse in oil prices, the Calgary Census Metropolitan Area (CMA) economy bounced back even stronger than was anticipated in 2017, posting growth of 6.9%. Output grew across all major industries, with the primary and utilities (+13.5%), wholesale trade (+10.3%) and retail trade (+8.9%) sectors leading the way.1

2017

2016

2015

2014

-8% -4% 0% 4% 8%

5.5%

-3.2%

-3.7%

6.9%

Calgary CMA Past GDP Growth

CURRENT GROWTH

Economic growth in the Calgary CMA is expected to moderate relative to 2017’s rebound, with real GDP growth forecast at a rate of 2.0% in 2018. Leading sectors should include wholesale and retail trade, health care services, and warehousing and storage. While Calgary is unlikely to again be the fastest growing CMA in the country (as it was in 2017), growth should come in slightly above the provincial average and similar to that of the national average.

Calgary CMA

Alberta

Canada

0% 1% 2% 3%

2.1%

1.8%

2.0%

GDP Growth Forecast 2018

FUTURE GROWTH

While oil prices have improved and stabilized over the past year, they are expected to remain below their pre-recession highs over the next few years. As a result, real GDP in the Calgary CMA should remain in the moderate growth range of around 2% through 2022.

2022

2021

2020

2019

2018

0% 1% 2% 3%

2.0%

1.8%

2.0%

2.1%

2.2%

Calgary CMA GDP Growth Forecast


1 All past and forecast data from Calgary & Area Employment Forecast: 2017>Winter, Applications Management Consulting Ltd.


2

The price of West Texas Intermediate (WTI) crude oil is forecast to average $US64.50 per barrel in 2018 and $US62 in 2019.

OIL PRICES

The price of WTI oil strengthened to an average of US$63 per barrel in Q1 2018. The price of Western Canada Select (WCS), the Canadian heavy oil benchmark, averaged US$39/bbl in Q1 2018, a discount to WTI of US$24, double the discount of US$12 the previous quarter. A major mid-November oil spill on the Keystone Pipeline in South Dakota was the main cause of the widening differential between WCS and WTI prices quarter-over-quarter.2

Q1 18

Q4 17

Q3 17

Q2 17

Q1 17

$0 $20 $40 $60

$52

$48

$48

$55

$63

WTI Prices, Quarterly Avg. (US$/bbl)

INFLATION

Consumer prices in Calgary rose 1.6% in March 2018 (y/y), compared to 1.5% in Alberta and 1.6% nationally. Calgary recorded price growth in seven major consumer categories, with the highest growth rate observed in health and personal care. Higher gasoline prices (+10.7%) in response to Alberta’s increasing carbon tax was the main contributor to inflation in the transportation category.3

All-Items

Health & pers. care

Transportation

Food

Clothing & footwear

Rec., ed., & reading

Shelter

Household ops

Alcohol & tobacco

-3% 0% 3% 6%

-1.1%0.5%

1.5%1.7%1.9%2.2%

3.6%4.3%

1.6%

Calgary Inflat. Rates Mar. 18 (y/y)

WEEKLY EARNINGS

The average weekly earnings of payroll employees in the Calgary CMA declined by $1 month-over-month to $1,164 in March 2018, but were up $16 year-over-year. Calgarians in the mining and oil and gas and utilities industries had the highest average weekly earnings at $2,030 and $1,904 respectively in March 2018, while accommodation and food services employees had the lowest weekly earnings at $555.4

Mar 18

Feb 18

Mar 17

$0 $400 $800 $1,200

$1,148

$1,165

$1,164

Calgary CMA Avg Weekly Earnings


2 Baytex Energy Corp. Historical Oil Pricing.WTI forecast source: Energy Information Administration, Short Term Energy Outlook, June 12, 2018.

3 City of Calgary, Corporate Economics, March 2018 Inflation Review, April 20,2018.

4 City of Calgary, Corporate Economics, Economics, Labour Market Review, February and March 2018.


3

The number of Calgarians receiving regular Employment Insurance (EI) benefits declined 28% year-over-year in March 2018.

NON-RESIDENTIAL CONSTRUCTION

Investment in non-residential building construction in the Calgary CMA totaled $904 million in Q1 2018, down 9.0% year-over-year. Investment in commercial projects, which made up 61% of non-residential construction spending, declined 19% y/y. Investment in Alberta declined 8.7% y/y in Q1 2018, while nationally, non-residential investment rose 8.7%.5

Calgary

Alberta

Canada

-20% -10% 0% 10%

8.7%

-8.7%

-9.0%

Inv. in Non-Res Construction Q1 18 (y/y)

EMPLOYMENT INSURANCE

Employment Insurance (EI) beneficiaries in Calgary fell to 20,180 in March 2018, down 2.1% from the previous month and down 28% year-over-year. As of March 2018, only 27% of unemployed Calgarians were receiving regular EI benefits, with men comprising 68% of EI recipients.6

Mar 2018

Feb 2018

Mar 2017

0 20,000 40,000

27,990

20,610

20,180

Calgary EI Recipients

DOWNTOWNOFFICE MARKET

Calgary’s downtown office vacancy rate fell slightly to 25.6% in Q1 2018, from 26.0% the previous quarter. As of Q1 2018, total vacancy for the downtown office market was 11.7 million square feet (msf). With the completion of TELUS Sky at the end of 2018 (the last remaining office building under construction in downtown Calgary), vacancy is projected to rise to 25.9%, remaining below the peak recorded in Q2 2017.7

Q1 2018

Q4 2017

Q3 2017

Q2 2017

Q1 2017

0% 10% 20% 30%

23.9%

26.4%

25.7%

26.0%

25.6%

Calgary Downtown Office Vac. Rates


5 Statistics Canada. Table 34-10-0011-01

6 Statistics Canada. Tables 14-10-0013-01 and 14-10-0012-01.

7 Avison Young Q1 2018 Calgary Office Market Report.


4

Consumer bankruptcies in Calgary were down 2.3% year-over-year in the first quarter of 2018.

PROJECTS UNDER CONSTRUCTION

As of March 2018, there was an inventory of 97 major projects (with a minimum cost of $5 million) under construction in Calgary, valued at an estimated $14.7 billion. Infrastructure projects accounted for about a third of the value of the projects ($5.0 billion), while mixed-use projects accounted for 25% ($3.7 billion) and institutional projects accounted for 16% ($2.4 billion).8

InfrastructureMixed-use

InstitutionalCommercialResidential

Tourism/RecRetail

Industrial0 2 4 6

0.1

0.1

0.6

1.0

1.3

2.4

3.7

5.0

Value of Calgary Projects ($bill)

CONSUMER BANKRUPTCIES

In the first quarter of 2018, 379 Calgarians filed for personal bankruptcy, up from 373 bankruptcies the previous quarter but down from 388 bankruptcies year-over-year.

Consumer bankruptcies in Calgary totaled 1,529 in 2017, a 10% increase from the 1,390 bankruptcies filed in 2016.9

Q1 18

Q4 17

Q1 17

0 100 200 300 400

388

373

379

Calgary Consumer Bankruptcies

BUSINESS BANKRUPTCIES

Fifteen Calgary businesses filed for bankruptcy in Q1 2018, down from 16 bankruptcies the previous quarter but up from 8 bankruptcies in Q1 2017.

In 2017, a total of 61 Calgary businesses filed for bankruptcy, a 15% increase from the 53 bankruptcies filed in 2016.10

Q1 2018

Q4 17

Q1 2017

0 5 10 15 20

8

16

15

Calgary Business Bankruptcies


8 Alberta Government, Inventory of Alberta Major Projects.

9 Office of the Superintendent of Bankruptcy Canada, Insolvency Statistics in Canada - First Quarter 2018.

10 Ibid.

CALGARY POPULATIONSUMMARYQ1 2018

5

The Calgary Economic Region’s (CER) population reached 1.508 million in April 2017 and is expected to surpass the 1.6 million-mark in 2023. The Region’s youth population (aged 15 - 24) is forecast to rise to 183,200 by 2022, with about 217,300 seniors (aged 65+) in that same year.Calgary Population

TOTAL POPULATION

The Calgary Economic Region’s (CER) population is forecast to grow by about 86,700 over the next five years, from 1,508,200 in 2017 to 1,594,900 in 2022. According to the City of Calgary’s most recent projections, there will be some shifts in the demographics of the population that will significantly impact Calgary over the next several years.11

2022

2021

2020

2019

2018

0% 1% 2%

0.9%

1.0%

1.2%

1.5%

1.4%

Calgary Pop. Growth Forecast

YOUTH POPULATION

The CER’s youth population (aged 15 - 24) is projected to grow from an estimated 179,500 in 2017 to 183,200 in 2022. The 15 - 19 age cohort is expected to represent all of the growth over this period.

2022

2021

2020

2019

2018

-4% -2% 0% 2% 4%

-1.7%

-0.6%

0.5%

1.8%

2.1%

Youth Pop. Growth Forecast

SENIOR POPULATION

The CER’s senior population (aged 65+) is forecast to grow from about 170,800 in 2017 to an estimated 217,300 in 2022. Rapid growth in the senior population is expected to put pressure on some of the Region’s services and infrastructure.

2022

2021

2020

2019

2018

0% 2% 4% 6%

4.2%

4.8%

5.0%

5.4%

5.3%

Senior Pop. Growth Forecast


11 Sources for all population growth forecasts: City of Calgary, Corporate Economics, Calgary and Region Economic Outlook 2018 - 2023, Spring 2018.

LABOUR FORCE STATISTICSCALGARY SUMMARYQ1 2018

6

Calgary’s unemployment rate was 8.2% in the first quarter of 2018; while employment was up 2.8% y/y.

PARTICIPATION

Calgary’s labour force participation increased to 74.4% in Q1 2018, up from 73.3% the previous quarter but unchanged year-over-year. Men had a higher labour force participation rate (78.9%) than women (68.2%) in Q1 2018, while the participation rate for Calgarians aged 25 - 54 (89.2%) was higher than that of youth aged 15 - 24 (60.8%) and adults aged 55+ (48.2%).

The participation rate is the number of persons employed, or unemployed but looking for a job, divided by the total working-age population.

EMPLOYMENT

Employment in the Calgary CMA rose to 842,900 in the first quarter of 2018, up by 8,800 or 1.1% from the previous quarter and up by 22,800 or 2.8% year-over-year.

Employment in Calgary is forecast to increase by 2.4% in 2018 (20,200 net new jobs). Most major industries are forecast to grow in 2018, with retail trade (+3,700), health care and social assistance (+3,200) and professional, scientific and technical services (+2,000) leading the way. The only industry expected to shed jobs is construction, where no growth is expected until 2020.12

UNEMPLOYMENT

Calgary’s unemployment rate jumped to 8.2% in Q1 2018, from 7.5% the previous quarter but was down significantly from 9.2% the previous year.

St. John’s NL had the highest average unemployment rate among major metropolitan areas in Canada in Q1 2018 at 8.6%, followed by Calgary (8.2%), Saint John (6.9%) and Edmonton (6.7%). Quebec’s and Vancouver’s unemployment rates were the lowest at 3.6% and 4.0% respectively. Canada’s unemployment rate averaged 5.8% in Q1 2018.

Labour Force Statistics - Calgary


12 Forecast data from Calgary & Area Employment Forecast: 2018>Winter, Applications Management Consulting Ltd.

Calgary Labour Force Stats Q1 2018 Q4 2017 Q1 2017

✓ Participation Rate 74.4% 73.3% 74.4%

✓ Employment Rate 68.3% 67.9% 67.5%

✓ Unemployment Rate 8.2% 7.5% 9.2%Source: Statistics Canada. Table 14-10-0294-01

LABOUR FORCE STATISTICSCALGARY SUMMARYQ1 2018

7

TYPE OF WORK

Year-over-year, employment in the Calgary CMA rose by 2.8% in the first quarter of 2018.

The number of Calgarians working full-time rose to 684,900 in Q1 2018, up 4.8% (+31,400) year-over-year. Men accounted for the majority of the gains in full-time work (+6.6% or +24,800), while full-time work among women increased by 6,500 or 2.3%.

Part-time employment fell 5.1% (-8,100) year-over-year in Q1 2018, with men accounting for the majority of the decrease (-10% or -5,600).

GENDER

Employment increased 4.5% (+19,300) year-over-year for men in the first quarter of 2018, while employment growth for women was more moderate (+1.1% or +4,100).

Overall, the unemployment rate for men dropped to 9.1% in Q1 2018, while the unemployment rate for women fell to 6.9%. Men aged 15 - 24 years had the highest unemployment rate by far in the first quarter at 19.8% while women aged 25 - 54 years had the lowest unemployment rate at 6.4%.

AGE

Employment among Calgarians aged 15 - 24 years declined 4.5% (-4,200) on the year in the first quarter of 2018, the only major age category to record a loss. Employment increased 11.2% (+15,700) among Calgarians aged 55+ years and 2.0% (+11,700) among Calgarians aged 25-54 years.

In the first quarter of 2018, 10.5% of all employed Calgarians were aged 15 - 24 years, 70.5% were aged 25 - 54 years and 19% were aged 55+ years.


Source: Statistics Canada. Table 14-10-0095-01 Labour force characteristics by census metropolitan area, three-month moving average, unadjusted for seasonality

Men (15 yrs+) Total

Men (15-24 yrs)

Men (25-54 yrs)

Men (55 yrs+)

Women (15 yrs+) Total

Women (15-24 yrs)

Women (25-54 yrs)

Women (55 yrs+)0% 5% 10% 15% 20%

14.5%

6.1%

9.6%

8.0%

11.4%

8.7%

17.7%

10.1%

7.9%

6.4%

8.3%

6.9%

7.8%

7.8%

19.8%

9.1%

Unemployment Rates by Gender and Age, Calgary CMAQ1 2018 Q1 2017

LABOUR FORCE STATISTICSALBERTA INDIGENOUS PEOPLE SUMMARYQ1 2018

8

There were 105,500 employed Indigenous people living off-reserve in Alberta in Q1 2018, representing 5% of Alberta’s overall employment.

PARTICIPATION

Alberta’s labour force participation rate for Indigenous people living off-reserve fell to 67.9% in Q1 2018, from 68.6% the previous year. Indigenous men had a higher labour force participation rate (72.7%) than women (63.3%) in Q1 2018.

The participation rate for non-Indigenous Albertans declined to 71.6% in Q1 2018.

EMPLOYMENT

In Q1 2018, there were 105,500 employed Indigenous people living off-reserve in Alberta, up 7.4% year-over-year. Approximately 21% were employed in the Calgary Economic Region and 32% were employed in Edmonton.

The employment rate for Indigenous people rose to 61.9% in Q1 2018, from 59.1% the previous year. In contrast, the employment rate for non-Indigenous Albertans was 66.7% in Q1 2018.

UNEMPLOYMENT

There were 10,100 unemployed Indigenous people living off-reserve in Alberta in Q1 2018, down from 15,700 in Q1 2017. The unemployment rate for Alberta Indigenous people declined to 8.8% in Q1 2018, from 13.8% a year earlier.

Quebec had the lowest unemployment rate for Indigenous people living off-reserve in Q4 2017 at 8.0%, followed by Ontario and Nova Scotia (8.4%), and Alberta (8.8%).

Labour Force Statistics - Alberta Indigenous People


Alberta Labour Force Stats Indigenous(unadjusted 3-month moving avg)

Indigenous(unadjusted 3-month moving avg)

Non-Indigenous(unadjusted 3-month moving avg)Non-Indigenous

(unadjusted 3-month moving avg)

Q1 2018 Q1 2017 Q1 2018 Q1 2017

✓ Participation Rate 67.9% 68.6% 71.6% 72.4%

✓ Employment Rate 61.9% 59.1% 66.7% 66.2%

✓ Unemployment Rate 8.8% 13.8% 6.8% 8.6%Statistics Canada and Alberta Government, Labour Force Stats, March 2018 Alberta Indigenous People Living Off-Reserve Package, unadjusted 3-month moving average, and Statistics Canada and Employment and Social Development Canada, Labour Market Bulletin-Alberta Mar 2018, unadjusted 3-month moving average.

LABOUR FORCE STATISTICSALBERTA INDIGENOUS PEOPLE SUMMARYQ1 2018

9

TYPE OF WORK

Year-over-year, employment for Alberta Indigenous people living off-reserve rose by 7.4% (+7,300) in the first quarter of 2018.

The number of Indigenous people working full-time rose to 88,000 in Q1 2018, up 5.7% (+1,900) year-over-year.

Part-time employment also rose slightly year over-year (+100) to 17,500 in Q1 2018.

INDUSTRY

Seventy-two per cent of all employed Indigenous people living off-reserve (75,600) worked in Alberta’s services-producing sector in the first quarter of 2018. Fifteen per cent (16,100) were employed in the wholesale/retail trade industry and 12% (12,600) in health care and social assistance industry.

In the goods-producing sector, 16% (16,500) of all employed Indigenous people living off-reserve were employed in the construction industry.

OCCUPATION

Employment among Alberta Indigenous people increased in 4 of 9 occupation categories year-over-year in the first quarter of 2018.

Just over half of all employed Indigenous people living off-reserve (55,500) worked in one of two major occupation categories in Q1 2018. Twenty-seven per cent (28,000) were employed in trades, transportation and equipment operator occupations, and 26% (27,500) were employed in sales and service occupations.


Source: Statistics Canada and Alberta Government, Labour Force Stats, March 2018 Alberta Indigenous People Living Off-Reserve Package, April 6, 2018, Unadjusted, 3-month moving average.

Trades, Transport & Equip Operators

Sales & Service

Ed, Law, Social, Community & Gov

Bus, Fin, Admin

Health

Natural Resources

Management

Natural & Applied Sciences

Manufacturing & Utilities

0 5,000 10,000 15,000 20,000 25,000 30,000 35,000

4,500

4,800

5,200

7,900

2,400

16,000

11,800

24,000

20,300

2,900

3,100

3,500

5,100

5,100

14,700

14,900

27,500

28,000

Employment by Occupation, Indigenous People Living Off-Reserve, AlbertaQ1 2018 Q1 2017

LABOUR FORCE STATISTICSALBERTA NEW IMMIGRANT SUMMARYQ1 2018

10

There were 99,800 employed new immigrants (landed 5 or less years) in Alberta in Q1 2018, representing 4.3% of Alberta’s overall employment.

PARTICIPATION

Alberta’s labour force participation rate for new immigrants (landed 5 or less years) was 76.7% in Q1 2018, compared to 70.2% for all landed immigrants in the province. The participation rate declined year-over-year for new immigrants in Q1 2018, while it rose slightly for all landed immigrants.

EMPLOYMENT

In the first quarter of 2018 there were 99,800 employed new immigrants in Alberta, representing 4.3% of the province’s overall employment. Approximately 80% of Alberta’s new immigrants were employed full-time in Q1 2018.

The employment rate for new immigrants was 69.8% in Q1 2018, compared to 64.7% for all landed immigrants in Alberta.

UNEMPLOYMENT

There were 9,900 unemployed new immigrants in Alberta in Q1 2018, unchanged from Q1 2017. The unemployment rate for Alberta’s new immigrants was 9.0% in Q1 2018, compared to 7.8% for all landed immigrants.

Alberta had the third highest unemployment rate for new immigrants in Q1 2018, behind Quebec (11.0%) and Ontario (9.3%).

Labour Force Statistics - Alberta New Immigrants


Alberta Labour Force Stats New Immigrants(unadjusted 3-month moving avg)New Immigrants

(unadjusted 3-month moving avg)All Landed Immigrants

(unadjusted 3-month moving avg)All Landed Immigrants

(unadjusted 3-month moving avg)

Q1 2018 Q1 2017 Q1 2018 Q1 2017


✓ Employment Rate 69.8% 70.5% 64.7% 63.1%

✓ Unemployment Rate 9.0% 9.0% 7.8% 9.5%Statistics Canada. Table 14-10-0082-01 Labour force characteristics by immigrant status, three-month moving average, unadjusted for seasonality

LABOUR FORCE STATISTICSALBERTA STUDENT SUMMARYQ1 2018

11

There were 17,600 unemployed students and 24,100 unemployed non-students (aged 15 - 24) in Alberta in Q1 2018.

PARTICIPATION

Alberta’s labour force participation rate for students (aged 15 - 24) was 42.0% in Q1 2018, compared to 86.7% for non-students in the province. The participation rate declined year-over-year for both students and non-students in Q1 2018.

EMPLOYMENT

In Q1 2018, there were 102,200 employed students and 167,700 employed non-students in Alberta. Approximately 88% of students were employed part-time in Alberta in Q1 2018, while 82% of non-students were employed full-time.

The employment rate for students (aged 15 - 24) was 35.8% in Q1 2018, compared to 75.8% for non-students (aged 15 - 24) in Alberta.

UNEMPLOYMENT

There were 17,600 unemployed students and 24,100 unemployed non-students (aged 15 - 24) in Alberta in Q1 2018. The unemployment rate for Alberta students was 14.7% in Q1 2018, compared to 12.5% for non-students.

BC (8.9%), Quebec (10.8%), and Alberta and Ontario (12.5% each) had the lowest unemployment rates for non-students in Q1 2018.

Labour Force Statistics - Alberta Students


Alberta Labour Force Stats Students (15-24)(unadjusted quarterly avg)Students (15-24)(unadjusted quarterly avg)

Non-Students (15-24)(unadjusted quarterly avg)

Non-Students (15-24)(unadjusted quarterly avg)

Q1 2018 Q1 2017 Q1 2018 Q1 2017


✓ Employment Rate 35.8% 40.4% 75.8% 75.8%

✓ Unemployment Rate 14.7% 13.5% 12.5% 14.1%Statistics Canada. Table 14-10-0021-01 Unemployment rate, participation rate, and employment rate by type of student during school months, monthly, unadjusted for seasonality

INDUSTRY EMPLOYMENT SUMMARY

Industry Employment

These are the industries that posted the greatest change in employment in the Calgary CMA and Alberta in Q1 2018 (y/y).

Calgary CMA Highlights

Construction

+10,900 (+16%)

Business, Building & Support Services+8,600 (+34%)

Prof., Scientific & Tech. Services

-12,800 (-13%)

Other Services

-7,600 (-17%)

Alberta Highlights

Manufacturing

+18,700 (+17%)

Mining & Oil & Gas

+12,500 (+8.9%)

Other Services

-8,900 (-7.3%)

Prof., Scientific & Tech. Services-3,200 (-1.8%)

Sources: Calgary data: Statistics Canada. Table 14-10-0097-01 Employment by industry, three-month moving average, unadjusted for seasonality, census metropolitan areas. Alberta data: Statistics Canada. Table 14-10-0355-01 Employment by industry, monthly, seasonally adjusted, quarterly average.. Forecast data from Calgary & Area Employment Forecast: 2018>Winter, Applications Management Consulting Ltd.


Q1 2018

12

All industriesWholesale & Retail TradeNon-Commercial Services

Transportation & WarehousingBusiness ServicesPersonal Services

Public AdministrationManufacturing

Fin. Ins. & Real EstatePrimary & Utilities

Info & CultureConstruction

-1.0% 0% 1.0% 2.0% 3.0% 4.0% 5.0%-0.3%

1.0%

1.5%

1.5%

1.4%

1.8%

2.2%

2.3%

2.4%

3.0%

3.6%

2.2%

-0.3%

1.1%

1.7%

1.7%

1.7%

2.2%

2.5%

2.5%

2.7%

3.1%

4.1%

2.4%

2018 and 2019 Forecast Change in Employment by Industry, Calgary CMA2018 2019

EMPLOYER SURVEYSUMMARYQ1 2018

13

Employer Survey

Survey Results: 200 large-sized employers with 100+ employees were surveyed in Q1 2018.

PAST BUSINESS ACTIVITY

On balance, 10% of employers reported that their company expanded in the 12 months prior to their survey (29% said they expanded and 19% said they downsized), up significantly from Q1 2017 when 19% of employers on balance reported a business downsize.

Employers in Q1 2018 reported overall business expansion for the first time since 2015.

2018

2017

2016

2015

2014

-30% -15% 0% 15% 30%

Q1 Business Expansion

FUTURE BUSINESS ACTIVITY

On balance, 25% of employers anticipate a business expansion in the 12 months following their survey (33% anticipate an expansion and 8% anticipate a downsize), up from the Q1 2017 results when 19% of employers on balance anticipated a business expansion.

Results varied by industry with 9 of 10 industries on balance anticipating a business expansion in the next 12 months.

2018

2017

2016

2015

2014

-20% 0% 20% 40%

Q1 Anticipated Business Expansion

LAYOFFS

Twenty-two per cent of employers reported that their companies laid off workers in the 3 months prior to their survey, down from 28% in Q1 2017.

Overall, employers reported about 479 people were laid off, representing a layoff rate of 0.4%, down slightly from 0.5% in Q1 2017.

The highest number of layoffs were reported in the mining and oil and gas and wholesale and retail trade industries.

2018

2017

2016

2015

2014

0% 10% 20% 30% 40%

Q1 Layoffs



14

Vacancies

The most frequently reported vacant positions were university professors, truck drivers, nurse aides, orderlies and patient service associates, and administrative officers.

Difficulty Recruiting

The positions employers reported the most difficulty recruiting were family, marriage and other related counsellors, community and social service workers, truck drivers, and retail and wholesale trade managers.

Voluntary Turnover

The positions employers reported had the highest voluntary turnover were community and social service workers, food and beverage servers, truck drivers, and construction trades helpers and labourers.

Turnover Rate

Eighty-four per cent of employers reported approximately 8,367 employees left as a result of voluntary turnover in the 3 months prior to their survey. Overall, the voluntary turnover rate was 7.2%.

VACANT POSITIONS

Overall, 74% per cent of employers reported they had 1,781 vacant positions that needed to be filled at the time of their survey, up slightly from 68% in Q1 2017.

20182017201620152014

0% 50% 100%

Q1 Vacant Positions

FUTURE EMPLOYMENT

Once any current vacant positions are filled, 27% of employers on balance anticipate employment will increase by a net 4,397 people over the next three months.

20182017201620152014

0% 10% 20% 30%

Q1 Future Employment

DIFFICULTY RECRUITING

Employers were asked if they had difficulty recruiting qualified employees in the 12 months prior to their survey. Thirty-five per cent of employers reported difficulty recruiting, up from 27% in Q1 2017.

20182017201620152014

0% 30% 60%

Q1 Past Difficulty

PAST TURNOVER

Employers were asked if they had any voluntary turnover in the 12 months prior to their survey. Eighty-four per cent of employers reported voluntary turnover, down slightly from 85% in Q1 2017.

20182017201620152014

0% 50% 100%

Q1 Past Turnover



15

Employers reported career and classified websites was the most successful recruitment method in the 12 months prior to their survey.

Most Successful Recruitment Methods

Employers reported company culture and competitive salary were the most successful employee retention strategies in the 12 months prior to their survey.

Top 10 Most Successful Employee Retention Strategies

Career and classified websitesCompany website/internal postingsWord of mouth/employee referrals

Social mediaEmployment agencies

Walk-ins/unsolicited resumesJob fairs

Colleges/universitiesOther

UnsureNone

Did not hire in past 12 months 3%2%

3%5%

2%2%

3%4%

8%17%

22%34%

Company culture

Competitive salary

Learning/growth opportunities

Positive work environment

Competitive benefits package

Excellent management/supervision

Flexible work measures

Employee engagement

Provide a job in this economy

Interesting/challenging work 4%

4%

4%

5%

6%

6%

7%

12%

14%

15%



16

Overall, employers were more likely to report they currently employ mature workers (93%) and youth (90%).

Yes

Mature WorkersYouth

New ImmigrantsSingle Parents

French SpeakingIndigenous Peoples

Persons with DisabilitiesLGBTQ2

VeteransOther Groups

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Do you currently employ people from these diversity groups?

Overall, employers were more likely to report they plan to recruit Indigenous peoples (22%), youth (22%) and new immigrants (21%) in the next year.

Yes

Indigenous PeoplesYouth

New ImmigrantsMature Workers

Persons with DisabilitiesLGBTQ2

French SpeakingSingle Parents

VeteransOther Groups

UnsureNot recruiting in next 12 months

No plans0% 10% 20% 30% 40% 50% 60%

Do you plan to recruit people from these groups in the next 12 months?


Employer Survey - Q1 2018 Results

The purpose of the quarterly survey is to gather information from Calgary and area employers on their recruitment and retention practices and various other employment issues they are facing. Over the course of the year, employers will be divided into four categories based on the number of employees in the company and results of the survey will be reported on as follows:

✓ Q1 2018: Large-sized companies with 100+ employees

✓ Q2 2018: Medium-sized companies with 50 – 99 employees

✓ Q3 2018: Small-sized companies with 10 – 49 employees

✓ Q4 2018: Micro-sized companies with <10 employees

Survey ProfileThe 200 large-sized employers surveyed employ approximately 116,628 people. Of this total, 56 per cent are full-time employees, 25 per cent are part-time employees, and 19 per cent are either contract, seasonal, casual, temporary or relief staff.

How many people does your company employ in the Calgary region?

”Other” represents companies in any of the following industries: agriculture, utilities, information & culture,management of companies, administrative & support services, educational services, other services or public administration.

Industry Total Employees

Number of Companies

Mining & Oil & Gas 4,458 20Construction 4,805 20Manufacturing 4,845 20Wholesale & Retail Trade 13,496 20Transportation & Warehousing 6,731 20Professional, Scientific & Technical Services 4,119 20Health Care & Social Assistance 44,116 20Accommodation & Food Services/Arts & Entertainment 4,962 20Finance, Insurance, Real Estate & Leasing 4,560 20Other 24,536 20Total 116,628 200


EMPLOYER SURVEYQ1 2018 Survey Results: Large-sized employers with 100+ employees

17

Past Business Activity

“We joined with another retail company, so we have more locations in Calgary now.” Wholesale & Retail Trade

On balance, 10 per cent of the employers said their company expanded in the last 12 months.Past business activity improved significantly year-over-year, reflecting increased business expansions and fewer reported business downsizing. Twenty-nine per cent of the employers surveyed in Q1 2018 reported their company expanded in the 12 months prior to their survey and 19 per cent said their company downsized, resulting in a positive balance of 10 per cent.13 In Q1 2017, 18 per cent of the employers reported they expanded and 37 per cent said they downsized, for a negative balance of 19 per cent.

Eight of ten industries reported a business expansion on balance in Q1 2018. Thirty-five per cent of the professional, scientific and technical services employers said they expanded in the past year - a significant improvement compared to the 2017 results when 40 per cent of the employers on balance reported a downsize. In contrast, one quarter of the accommodation and food services/arts and entertainment employers and 10 per cent of the mining and oil and gas employers said they downsized; however, these results are an improvement compared to the previous year. Past Business ActivityPercentage of companies that expanded or downsized in the 12 months prior to their survey

Expanded Downsized Balance Expanded Downsized BalanceOverall Results 18% 37% -19% 29% 19% 10%

Results by IndustryMining & Oil & Gas 10% 55% -45% 30% 40% -10%Construction 10% 50% -40% 40% 20% 20%Manufacturing 20% 35% -15% 30% 15% 15%Wholesale & Retail Trade 19% 48% -29% 35% 25% 10%Transportation & Warehousing 35% 35% 0% 25% 20% 5%Professional, Scientific & Technical Services 10% 50% -40% 40% 5% 35%Health Care & Social Assistance 40% 25% 15% 30% 20% 10%Accommodation & Food Services/Arts & Entertainment 5% 40% -35% 5% 30% -25%Finance, Insurance, Real Estate & Leasing 15% 20% -5% 25% 5% 20%Other 20% 15% 5% 30% 5% 25%

Q1 2017 Q1 2018

!19%%

10%%

!40%%

!30%%

!20%%

!10%%

0%%

10%%

20%%

30%%

Q1%2017% Q1%2018%

Has$your$company$expanded$or$downsized$$in$the$last$12$months?$

Expanded% Downsized% Balance%


13 Percentage of employers reporting a business expansion minus percentage of employers reporting a business downsize.

18 EMPLOYER SURVEY

Comments‣ “We have stayed constant.” - Accommodation & Food Services/Arts & Entertainment

‣ “We are downsizing because of our capital improvement plan.” - Accommodation & Food Services/Arts & Entertainment

‣ “We've remained status quo.” - Construction

‣ “We did open a new building in August 2017, so we expanded in Calgary.” - Finance, Insurance, Real Estate & Leasing

‣ “We have remained flat in Calgary.” - Finance, Insurance, Real Estate & Leasing

‣ “There's been a slight expansion.” - Health Care & Social Assistance

‣ “We've reduced the number of team leaders from what we had previously. We've added additional residential home staffing hours.” - Health Care & Social Assistance

‣ “We're always fluctuating, but overall there has been expansion.” - Mining & Oil & Gas

‣ “We marginally expanded.” - Mining & Oil & Gas

‣ “Things have been pretty even keel.” - Mining & Oil & Gas

‣ “We've had fairly steady growth.” - Other

‣ “We have gone up and down and up and down, but overall I think it's been stable.” - Professional, Scientific & Technical Services

‣ “We recently acquired [another company] of 400 employees in Canada, the majority of which were in Alberta. We have also grown as a company by 500 employees nationwide in general.” - Professional, Scientific & Technical Services

‣ “There was minor expansion.” - Transportation & Warehousing

‣ “We have downsized a bit.” - Wholesale & Retail Trade

‣ “I would say things have remained neutral. There's been no massive changes either way.” - Wholesale & Retail Trade

‣ “We are currently in the process of downsizing.” - Wholesale & Retail Trade


19 EMPLOYER SURVEY

Future Business Activity

“We expect to see an increase in workload of 10%.”Construction

On balance, one quarter of the employers anticipate a business expansion in the next 12 months.Employers are a little more optimistic about the next 12 months than they were in Q1 2017, reflecting more anticipated business expansions. Thirty-three per cent of the employers anticipate their company will expand in the 12 months following their survey and 8 per cent anticipate their company will downsize, for a positive balance of 25 per cent.14 In Q1 2017, 28 per cent anticipated an expansion and 9 per cent anticipated a downsize, for a positive balance of 19 per cent.

With the exception of accommodation and food services/arts and entertainment, which was neutral, all the industries anticipate a business expansion in the next year, on balance. Thirty-five per cent of the professional, scientific and technical services and ‘other’ employers and 30 per cent of the construction, manufacturing, wholesale and retail trade and health care and social assistance employers anticipate a business expansion in the next 12 months. While still positive, mining and oil and gas employers are a little more cautious about the next year, with 15 per cent anticipating a business expansion, compared to 35 per cent anticipating an expansion when surveyed in 2017. Future Business ActivityPercentage of companies that anticipate an expansion or downsize in the 12 months following their survey

Expansion Downsize Balance Expansion Downsize BalanceOverall Results 28% 9% 19% 33% 8% 25%

Results by IndustryMining & Oil & Gas 40% 5% 35% 20% 5% 15%Construction 30% 25% 5% 40% 10% 30%Manufacturing 30% 10% 20% 35% 5% 30%Wholesale & Retail Trade 24% 5% 19% 40% 10% 30%Transportation & Warehousing 45% 10% 35% 35% 10% 25%Professional, Scientific & Technical Services 20% 10% 10% 40% 5% 35%Health Care & Social Assistance 35% 5% 30% 30% 0% 30%Accommodation & Food Services/Arts & Entertainment 10% 10% 0% 15% 15% 0%Finance, Insurance, Real Estate & Leasing 20% 5% 15% 30% 5% 25%Other 25% 5% 20% 45% 10% 35%

Q1 2017 Q1 2018

19%$25%$

'10%$

0%$

10%$

20%$

30%$

40%$

Q1$2017$ Q1$2018$

Do#you#an(cipate#a#business#expansion#or#downsize#in#the#next#12#months?#

Expansion$ Downsize$ Balance$


14 Percentage of employers anticipating a business expansion minus percentage of employers anticipating a business downsize.

20 EMPLOYER SURVEY

Comments‣ “We will stay the same, unless the economy gets even worse.” - Accommodation & Food Services/

Arts & Entertainment

‣ “We are getting down to as bare bones as possible, but we may try to downsize a little bit more. With minimum wage going up we can't afford to hire like we used to.” - Accommodation & Food Services/Arts & Entertainment

‣ “We will expand following completion of our capital improvement plan.” - Accommodation & Food Services/Arts & Entertainment

‣ “There will be an expansion, especially after August when renovations are complete.” - Accommodation & Food Services/Arts & Entertainment

‣ “There will probably be an expansion. I don't expect that to be a substantial increase though.” - Construction

‣ “That really, really depends on the robustness of the energy market. We rely on that for our business in Calgary. We will most likely stay flat, but there is a possibility we will reduce up to 10%.” - Finance, Insurance, Real Estate & Leasing

‣ “We're currently in growth mode, so we will be expanding.” - Finance, Insurance, Real Estate & Leasing

‣ “What we do depends on funding and programs. How programs evolve are based on the requirements of our funders.” - Health Care & Social Assistance

‣ “We're thinking of slowing down and staying static because we've been expanding for a number of years. We need to take some time to reorganize ourselves.” - Health Care & Social Assistance

‣ “We will be growing a little bit.” - Manufacturing

‣ “There will be more downsizing.” - Mining & Oil & Gas

‣ “We are in the process of integrating two companies. We are unsure how this will affect overall numbers.” - Mining & Oil & Gas

‣ “We may downsize because we are underfunded.” - Other

‣ “We will be expanding for the next school year.” - Other

‣ “We're going through a major acquisition with [another company].” - Professional, Scientific & Technical Services

‣ “We will remain status quo. We have expanded quite a bit over the last year.” - Professional, Scientific & Technical Services

‣ “We will probably see a small expansion because of some of the projects we have going on this summer.” - Transportation & Warehousing


21 EMPLOYER SURVEY

Layoffs

“We have laid off at least 40 field staff in the last three months.”Mining & Oil & Gas

Twenty-two per cent of the employers laid off workers in the previous three months.Twenty-two per cent of the employers reported they laid off workers in the three months prior to their survey (for reasons other than seasonality), down from 28 per cent in Q1 2017. With the exception of mining and oil and gas, fewer employers in all the industries reported they laid off workers in the previous three months. Forty per cent of the mining and oil and gas employers laid off workers, up from 30 per cent when surveyed the previous year, compared to only 5 per cent of the ‘other’ employers.

In Q1 2018, employers reported about 479 people were laid off, representing a layoff rate of 0.4 per cent. This is down slightly compared to the Q1 2017 results when employers reported 584 people were laid off, representing a layoff rate of 0.5 per cent. The mining and oil and gas (3.1 per cent) and wholesale and retail trade (1.3 per cent) industries had the highest layoff rates in Q1 2018, while the remaining industries reported very few layoffs (in numbers) with layoff rates below 1.0 per cent. Additional details on layoffs can be found in Appendix B.

5%#10%#10%#10%#

20%#20%#

30%#35%#35%#

40%#22%#

0%# 10%# 20%# 30%# 40%# 50%#

Other#Manufacturing#

Accomm.#&#Food/Arts#&#Ent.#Fin.,#Insur.,#Real#Est.#&#Leasing#Health#Care#&#Social#Assistance#TransportaJon#&#Warehousing#

ConstrucJon#Wholesale#&#Retail#Trade#

Professional,#ScienJfic#&#Tech.#Mining#&#Oil#&#Gas#

Overall#

Percentage)of)companies)that)laid)off)employees)in)the)three)months)prior)to)survey)

Q1#2018# Q1#2017#

Industry Total Layoffs

Mining & Oil & Gas 58Wholesale & Retail Trade 51Construction 137Professional, Scientific & Technical Services 117Transportation & Warehousing 36Finance, Insurance, Real Estate & Leasing 57Manufacturing 53Accommodation & Food Services/Arts & Entertainment 28Health Care & Social Assistance 35Other 12Total 584 Layoff rate is the number of layoffs as a percent of total employment.

Q1 2017Number of layoffs and layoff rates in the three months prior to survey

Layoff Rate

Total Layoffs

1.2% 1360.3% 1713.0% 422.9% 250.6% 261.3% 121.3% 100.6% 70.1% 390.1% 110.5% 479

Layoff rate is the number of layoffs as a percent of total employment.

Q1 2018Q1 2017Number of layoffs and layoff rates in the three months prior to survey

Layoff Rate

3.1%1.3%0.9%0.6%0.4%0.3%0.2%0.1%0.1%

0.04%0.4%

Q1 2018Number of layoffs and layoff rates in the three months prior to survey


22 EMPLOYER SURVEY

Comments

‣ “We laid off two people in head office, in events management and accounts payable.” - Accommodation & Food Services/Arts & Entertainment

‣ “The company is going through renovations and a transformation, so there have been layoffs in front desk and housekeeping.” - Accommodation & Food Services/Arts & Entertainment

‣ “We stopped scheduling our casual employees, but have not laid anyone off.” - Accommodation & Food Services/Arts & Entertainment

‣ “We have laid off about 30 plumbers.” - Construction

‣ “There have been less than 5 layoffs in the last 3 months.” - Construction

‣ “Yes, we've laid off 10 building managers.” - Finance, Insurance, Real Estate & Leasing

‣ “We laid off a couple of insurance agents.” - Finance, Insurance, Real Estate & Leasing

‣ “We eliminated 2 administration positions when we merged under [parent organization].” - Health Care & Social Assistance

‣ “Yes, about 25 front line staff were laid off.” - Health Care & Social Assistance

‣ “We laid off 5 employees on our tech team.” - Manufacturing

‣ “Yes, we laid off 5 in general labour.” - Manufacturing

‣ “There have been 19 layoffs.” - Mining & Oil & Gas

‣ “We laid off 2 operations techs.” - Mining & Oil & Gas

‣ “There were about a dozen layoffs in Calgary.” - Mining & Oil & Gas

‣ “We laid off about 10 engineers.” - Professional, Scientific & Technical Services

‣ “Our maternity leave coverage program did not receive continuation of funding, so we had to layoff 3 employees.” - Professional, Scientific & Technical Services

‣ “We laid off about 5 staff in asset management.” - Professional, Scientific & Technical Services

‣ “We laid off about 10 drivers.” - Transportation & Warehousing


23 EMPLOYER SURVEY

Vacant Positions

“We are always accepting applications for casual positions.”Health Care & Social Assistance

Three-quarters of the employers had 1,781 vacant positions that needed to be filled.Overall, 74 per cent of the employers reported they had vacant positions that needed to be filled at the time of their survey, up slightly from 68 per cent in Q1 2017. Ninety-five per cent of the ‘other’, finance, insurance, real estate and leasing and construction employers and 85 per cent of the health care and social assistance employers had vacant positions, compared to half of the manufacturing employers.

Employers reported they had 1,781 vacancies that needed to be filled at the time of their survey, resulting in an overall vacancy rate of 1.5 per cent. Vacancy rates ranged from a high of over 3.0 per cent in the construction and finance, insurance, real estate and leasing industries, to a low of less than 1.0 per cent in the health care and social assistance and wholesale and retail trade industries. Additional details on vacant positions can be found in Appendix B.

Comments

‣ “We need to fill about 25 to 30 positions right now.” - Accommodation & Food Services/Arts & Entertainment

‣ “We're always looking for servers.” - Accommodation & Food Services/Arts & Entertainment

50%$55%$55%$60%$

70%$75%$

85%$95%$95%$95%$

74%$

0%$ 20%$ 40%$ 60%$ 80%$ 100%$

Manufacturing$Accomm.$&$Food/Arts$&$Ent.$

Wholesale$&$Retail$Trade$Mining$&$Oil$&$Gas$

Professional,$ScienKfic$&$Tech.$TransportaKon$&$Warehousing$Health$Care$&$Social$Assistance$

ConstrucKon$Fin.,$Insur.,$Real$Est.$&$Leasing$

Other$Overall$

Percentage)of)companies)with)vacant)posi3ons)that)needed)to)be)filled)at)3me)of)survey)

Q1$2018$ Q1$2017$

Industry # of Vacant Positions

Total Employees

Vacancy Rate

# of Vacant Positions

Total Employees

Vacancy Rate

Construction 122 4,600 2.6% 158 4,805 3.2%Finance, Insurance, Real Estate & Leasing 68 4,320 1.5% 147 4,560 3.1%Transportation & Warehousing 119 5,911 2.0% 198 6,731 2.9%Professional, Scientific & Technical Services 35 4,077 0.9% 87 4,119 2.1%Accommodation & Food Services/Arts & Entertainment 80 4,480 1.8% 104 4,962 2.1%Other 448 19,082 2.3% 473 24,536 1.9%Mining & Oil & Gas 64 4,794 1.3% 61 4,458 1.3%Manufacturing 37 4,128 0.9% 59 4,845 1.2%Health Care & Social Assistance 161 43,670 0.4% 406 44,116 0.9%Wholesale & Retail Trade 111 17,608 0.6% 88 13,496 0.6%Total 1,245 112,670 1.1% 1,781 116,628 1.5%Vacancy rate is the number of vacant positions divided by all positions (vacant and occupied)

Q1 2017 Q1 2018Number of Vacant Positions and Vacancy Rates


24 EMPLOYER SURVEY

‣ “Our employment needs will change daily once it warms up, but right now I would say administratively we need 4 and for mechanics we need 3.” - Construction

‣ “I'm in the process of hiring for 60 positions.” - Construction

‣ “Just for Calgary, we have 20 available positions in our careers system.” - Construction

‣ “We have 32 total positions open right now in Calgary.” - Finance, Insurance, Real Estate & Leasing

‣ “In the Calgary region we probably have about 10 positions vacant.” - Finance, Insurance, Real Estate & Leasing

‣ “In Calgary we have about 25 positions open.” - Health Care & Social Assistance

‣ “We have ongoing hiring of about 5 to 10 health care aides per month.” - Health Care & Social Assistance

‣ “We are looking to fill about a dozen manufacturing positions.” - Manufacturing

‣ “No, we are only hiring in Edmonton right now.” - Mining & Oil & Gas

‣ “We have about 15 positions available.” - Mining & Oil & Gas

‣ “We have close to 30 vacant positions.” - Other

‣ “There are more than 20 that we're recruiting for because we've started hiring for the next school year.” - Other

‣ “We have about 30 seasonal day camp positions open.” - Other

‣ “We have lots of positions open, probably 25 unique roles. Within each of those roles, we have up to 10 vacancies.” - Other

‣ “We have 9 positions open for software developers.” - Professional, Scientific & Technical Services

‣ “We're not actively recruiting, but we will be at some point this month. We're looking for a couple new architect grads soon.” - Professional, Scientific & Technical Services

‣ “We are looking to fill 15 positions in Calgary alone.” - Professional, Scientific & Technical Services

‣ “Hiring is different for us because we don't have specific roles. We do consulting work, so we hire individuals who have skills in the technologies that we use. If someone highly qualified becomes available, we would hire them at any point.” - Professional, Scientific & Technical Services

‣ “We currently have 46 open job postings for our Calgary offices.” - Professional, Scientific & Technical Services

‣ “We have about 40 positions, 17 of which are in Calgary.” - Transportation & Warehousing

‣ “We are always looking for drivers. We have about 15 openings right now.” - Transportation & Warehousing


25 EMPLOYER SURVEY

‣ “It varies depending on the time of year, but we probably have 10 positions open at any given time.” - Transportation & Warehousing

‣ “We are always hiring. Right now in Calgary we have about 20 retail roles open, as well as some management roles.” - Wholesale & Retail Trade

‣ “We always have entry level positions open in the food centre, gas bars and liquor stores.” - Wholesale & Retail Trade

‣ “We are looking for part time staff only.” - Wholesale & Retail Trade

‣ “We have about 30 positions open right now.” - Wholesale & Retail Trade

Future Employment

“We're probably putting 200 people back to work in their equipment in the next couple of weeks.”

Construction

On balance, 27 per cent of the employers anticipate employment in their company will increase over the next three months.Once any current vacant positions are filled, 30 per cent of the employers anticipate employment in their company will increase over the next three months, 3 per cent anticipate employment will decrease, and 67 per cent anticipate employment will stay about the same, for a positive balance of 27 per cent.15 In Q1 2017, 27 per cent of employers anticipated employment would increase and 4 per cent anticipated employment would decrease, for an overall positive balance of 23 per cent.

Construction and ‘other’ employers are the most positive about future employment levels, with 45 per cent and 35 per cent respectively anticipating employment will increase in the three months following their survey. While still positive, only 10 per cent of the mining and oil and gas employers on balance anticipate employment will increase.

23%$27%$

&10%$

0%$

10%$

20%$

30%$

40%$

Q1$2017$ Q1$2018$

Do#you#an(cipate#employment#will#increase,##decrease#or#stay#the#same#in#the#next#3#months?#

Increase$ Decrease$ Balance$


15 Percentage of employers that anticipate employment in their company will increase in the next three months minus the percentage of employers that anticipate employment will decrease.

26 EMPLOYER SURVEY

Future EmploymentPercentage of companies that anticipated an increase or decrease in total employment in the 3 months following their survey

Increase Decrease Balance Increase Decrease BalanceOverall Results 27% 4% 23% 30% 3% 27%

Results by IndustryMining & Oil & Gas 25% 5% 20% 15% 5% 10%Construction 45% 0% 45% 45% 0% 45%Manufacturing 30% 5% 25% 25% 5% 20%Wholesale & Retail Trade 10% 5% 5% 25% 5% 20%Transportation & Warehousing 35% 10% 25% 30% 5% 25%Professional, Scientific & Technical Services 15% 5% 10% 25% 5% 20%Health Care & Social Assistance 35% 0% 35% 30% 0% 30%Accommodation & Food Services/Arts & Entertainment 25% 5% 20% 35% 5% 30%Finance, Insurance, Real Estate & Leasing 20% 5% 15% 30% 0% 30%Other 35% 0% 35% 35% 0% 35%

Q1 2017 Q1 2018

Overall, in the three months following their survey, employers anticipate employment will increase by 5,687 and decrease by 1,290, for a net employment increase of 4,397 people. Additional details on anticipated changes in employment can be found in Appendix B.

Comments‣ “We will decrease by about 30 employees, in a range of positions across the organization.” -

Accommodation & Food Services/Arts & Entertainment

‣ “We will increase for when the golf season opens in April. We will need staff for the beverage cart, lounge, pro shop, back shop and grounds.” - Accommodation & Food Services/Arts & Entertainment

‣ “We will start hiring for the summer soon, so I would say we will increase by at least 150 employees.” - Accommodation & Food Services/Arts & Entertainment

‣ “We need probably up to 80 additional people.” - Accommodation & Food Services/Arts & Entertainment

‣ “We will increase by up to 200 people for the season.” - Construction

Industry Increase #

Decrease # Net # Increase

#Decrease

# Net #

Other 380 0 380 3,381 0 3,381Construction 419 0 419 756 0 756Accommodation & Food Services/Arts & Entertainment 487 5 482 515 30 485Health Care & Social Assistance 67 0 67 263 0 263Manufacturing 28 10 18 190 30 160Finance, Insurance, Real Estate & Leasing 55 10 45 131 0 131Professional, Scientific & Technical Services 14 50 -36 117 10 107Wholesale & Retail Trade 15 100 -85 100 10 90Mining & Oil & Gas 23 1 22 8 10 -2Transportation & Warehousing 299 7 292 226 1,200 -974Total 1,787 183 1,604 5,687 1,290 4,397

Q1 2017 Q1 2018Anticipated change in employment over the next three months (persons)


27 EMPLOYER SURVEY

‣ “We will increase by up to 180 seasonal positions.” - Construction

‣ “I'm cutting some hours, but the total employment number is not changing.” - Health Care & Social Assistance

‣ “We will be opening a new building soon, so we will increase by about 200 staff.” - Health Care & Social Assistance

‣ “That totally depends upon clients and their needs, but the trend is towards increasing.” - Health Care & Social Assistance

‣ “I think we will increase by 50 to 100 positions in the next 3 months.” - Manufacturing

‣ “We have a unique situation because our Calgary location is manufacturing and we do use temporary staffing to fill our ebbs and flows. We hit a really busy season during summer, so we bring people on temporarily.” - Manufacturing

‣ “I expect a decrease of another 10 people across the company.” - Mining & Oil & Gas

‣ “We are coming into the summer months when we will hire some university co-op students.” - Mining & Oil & Gas

‣ “We're going to be hiring 3,000 seasonal people.” - Other

‣ “We are hiring summer students for day camp programs.” - Other

‣ “How much we will increase depends on our project and client requirements. We could potentially grow our workforce by 100 employees in Alberta, of which 50 to 75 would be in Calgary.” - Professional, Scientific & Technical Services

‣ “Taking our turnover and hiring into account, we will increase by about 50 long haul truck drivers.” - Transportation & Warehousing

‣ “We will increase due to seasonality by about 100 employees.” - Transportation & Warehousing

‣ “We will increase by about another 40 people in a range of positions.” - Transportation & Warehousing

‣ “We will be laying off a bunch of school bus drivers during the summer.” - Transportation & Warehousing

‣ “We will decrease by approximately 5 to 10 people.” - Wholesale & Retail Trade


28 EMPLOYER SURVEY

Most Successful Recruitment MethodsCareer and classified websites was the most successful recruitment method over the last 12 months.Organizations use a variety of methods to recruit workers. Employers were asked to specify the recruitment method that was the most successful over the last 12 months. Career and classified websites (Indeed, Kijiji, Monster, Job Bank) was the most successful, reported by about one-third of the employers followed by company website/internal postings (22 per cent) and word of mouth/employee referrals (17 per cent). Eight per cent of employers said social media (Facebook, LinkedIn) was the most successful recruitment method.

Comments‣ “People just wander in and apply.” - Accommodation & Food Services/Arts & Entertainment

‣ “We have a fairly large company, so we have a good online base. We use our own careers website and career fairs.” - Accommodation & Food Services/Arts & Entertainment

‣ “We do our own job fair.” - Accommodation & Food Services/Arts & Entertainment

‣ “The managers do the recruiting themselves through Kijiji.” - Accommodation & Food Services/Arts & Entertainment

‣ “Most of our seasonal staff come back each year.” - Construction

‣ “Social media is the most successful resource.” - Construction

‣ “None of them really work. We're getting most of the applications through Indeed, but then when I start contacting people they don't get back to me. I've left 50 unreturned messages, so most of the time they don't call back. I don't know if they're on Indeed only for EI purposes or if they're actually looking for work.” - Construction

‣ “We get our hires through the union.” - Construction

‣ “We don't need a recruitment strategy for the Calgary region. For every job we have posted we received thousands of applications.” - Construction

‣ “We've been using recruiters a lot to find people.” - Finance, Insurance, Real Estate & Leasing

‣ “We've used social media more, increased our use of popular job boards online, and utilized our networks.” - Finance, Insurance, Real Estate & Leasing

3%#3%#2%#1%#1%#1%#1%#1%#2%#2%#3%#4%#

8%#17%#

22%#34%#

0%# 10%# 20%# 30%# 40%#

Did#not#hire#in#last#12#months#Unsure#None#Union#

Technical/trade#ins=tutes#Industry#associa=ons#

Alberta's#Top#Employer#Rehires#

Colleges/universi=es#Job#fairs#

WalkMins/unsolicited#resumes#Employment#agencies#

Social#media#Word#of#mouth/employees#referrals#Company#website/internal#pos=ngs#

Career#and#classified#websites#

Most%successful%recruitment%method%over%the%last%12%months%


29 EMPLOYER SURVEY

‣ “I think it's word of mouth to be honest with you. For this industry people know people. We do use internal and external website postings, but usually people call in because they heard about the job.” - Finance, Insurance, Real Estate & Leasing

‣ “We have a talent acquisition team that's responsible for that.” - Finance, Insurance, Real Estate & Leasing

‣ “We recruit using our own company website and Alberta Works Centres.” - Health Care & Social Assistance

‣ “We mostly post on Job Bank and professional websites.” - Health Care & Social Assistance

‣ “We do student practicums. Our best recruitment is hiring nurses or health care aides at the end of their program. We also hire through Indeed for positions like maintenance and dietary aides.” - Health Care & Social Assistance

‣ “Internally our database of staff is best to hire from, as those people are already trained and available. We have also used Indeed and our website for advertising.” - Health Care & Social Assistance

‣ “We use the ReachHire website.” - Health Care & Social Assistance

‣ “Honestly the best strategy we've found has been word of mouth from our employees. They're putting our postings up on their Facebook for example and saying to their friends that we're hiring.” - Health Care & Social Assistance

‣ “I would say we have two types of positions and the top recruitment strategy depends on that. It's referrals for general labourer positions and Indeed for salaried positions.” - Manufacturing

‣ “I would say for external postings Indeed captures a lot of applicants for us to be honest.” - Manufacturing

‣ “We focus particularly on connecting with post-secondary institutions.” - Manufacturing

‣ “We use temporary placement agencies.” - Manufacturing

‣ “Most of it is recruitment through Kijiji, Indeed, and our company website. Our recruiters go to recruitment fairs as well.” - Mining & Oil & Gas

‣ “Rehires and word of mouth or employee referral.” - Mining & Oil & Gas

‣ “LinkedIn and word of mouth.” - Mining & Oil & Gas

‣ “We post in 6 different places. The most successful is probably our social media accounts.” - Other

‣ “We have been named one of Alberta's Top Employers for a few years in a row. Interestingly enough that's been a successful strategy for us to recruit. People get a sense of our reputation and credibility from that. It shows that we have good policies in place.” - Other

‣ “The most successful strategy would be the career fairs that are going out to universities and colleges.” - Other


30 EMPLOYER SURVEY

‣ “We are using a search consultant.” - Other

‣ “We've mostly just used our online career page.” - Other

‣ “We utilize our post-secondary connections and also post on Calgary Indeed.” - Other

‣ “I think career fairs and online postings are the most successful.” - Other

‣ “Various things, but the most successful is probably Indeed.” - Professional, Scientific & Technical Services

‣ “We are working with SAIT and U of C.” - Professional, Scientific & Technical Services

‣ “We usually go through Indeed, so that's mainly where we post. We will also post on LinkedIn, but that's not as successful.” - Professional, Scientific & Technical Services

‣ “We use our applicant tracking system and social networking sites such as LinkedIn.” - Professional, Scientific & Technical Services

‣ “From a recruitment standpoint people in Calgary all look at Indeed. We post on our own website, but Indeed picks the postings up and that's where our applicants generally see them.” - Professional, Scientific & Technical Services

‣ “Our local job boards.” - Professional, Scientific & Technical Services

‣ “Our company's social media sites.” - Transportation & Warehousing

‣ “We go to the local youth employment job fair and that seems to work out pretty well. We get a good diversity of folks there. We want to hire different people from different backgrounds.” - Transportation & Warehousing

‣ “We use a number of sources including Indeed, Kijiji, and Job Bank.” - Transportation & Warehousing

‣ “I would say social media and job distribution.” - Transportation & Warehousing

‣ “We get about 90% of our hires online through our applicant tracking system. Walk ins are also pretty popular.” - Wholesale & Retail Trade

‣ “We actually used to have to advertise online, but that's changed. Now we usually just get lots of people who are interested in gardening coming in to apply, as well as students from universities in the area.” - Wholesale & Retail Trade

‣ “We go through a search firm. They send us guys when we need someone.” - Wholesale & Retail Trade

‣ “We do advertise, but the most successful strategy is just having people come in to fill out an application.” - Wholesale & Retail Trade


31 EMPLOYER SURVEY

Recruiting DifficultiesThirty-five per cent of the employers reported having difficulty recruiting qualified employees.Overall, 35 per cent of the employers said they had difficulty recruiting qualified employees in the 12 months prior to their survey, up from 27 per cent in Q1 2017. Half of the construction employers and 45 per cent of the wholesale and retail trade and health care and social assistance employers had difficulty recruiting qualified employees, compared to only 10 per cent of the mining and oil and gas employers.

The 69 employers that reported having difficulty recruiting were also asked to specify the occupations that were the most difficult to fill. The top reported occupations were family counsellors, community and social service workers and truck drivers (7 per cent), and retail and wholesale trade managers (6 per cent).

10%$20%$

30%$35%$35%$35%$

40%$45%$45%$

50%$35%$

0%$ 10%$ 20%$ 30%$ 40%$ 50%$ 60%$

Mining$&$Oil$&$Gas$Manufacturing$

Professional,$Scien>fic$&$Tech.$Fin.,$Insur.,$Real$Est.$&$Leasing$Accomm.$&$Food/Arts$&$Ent.$

Transporta>on$&$Warehousing$Other$

Health$Care$&$Social$Assistance$Wholesale$&$Retail$Trade$

Construc>on$Overall$

Percentage)of)companies)that)had)difficulty)recrui6ng)in)the)12)months)prior)to)survey)

Q1$2018$ Q1$2017$

NOC Code Occupation Employers %

4153 Family, marriage and other related counsellors 7%4212 Community and social service workers 7%7511 Truck drivers 7%621 Retail and wholesale trade managers 6%714 Facility operation and maintenance managers 4%2241 Electrical and electronics engineering technologists and technicians 4%1221 Administrative officers 3%2225 Landscape and horticulture technicians and specialists 3%2271 Air pilots, flight engineers and flying instructors 3%4167 Recreation, sports & fitness policy researchers, consultants& program officers 3%4214 Early childhood educators and assistants 3%6221 Technical sales specialists - wholesale trade 3%6321 Chefs 3%6322 Cooks 3%

Note: 69 employers reported having difficulty recruiting qualified employees. Note: Some employers did not specify which occupations.Only occupations with 3% or more shown in the table.

What occupations have been the most difficult to fill?


32 EMPLOYER SURVEY

Comments‣ “Yes, especially for higher up management positions.” - Accommodation & Food Services/Arts &

Entertainment

‣ “Yes, for kitchen staff and cooks.” - Accommodation & Food Services/Arts & Entertainment

‣ “It can be difficult to find skilled culinary staff.” - Accommodation & Food Services/Arts & Entertainment

‣ “Yes, but only for a couple critical positions such as our executive chef and experienced bellperson roles.” - Accommodation & Food Services/Arts & Entertainment

‣ “When it comes to finding qualified workers we do face difficulty. We will have people come in that can't perform and keep up with the pace of work. We've had to terminate people who don't work to our other employees' levels. For example, a welder that takes a week to do something that would normally take another person two days.” - Construction

‣ “Yes, for the senior roles.” - Construction

‣ “Yes for all of the positions. It's difficult to find commercial and maintenance landscapers and lead hands and foremen, as well as equipment operators. There are a lack of experienced tradespeople in this industry.” - Construction

‣ “Yes, it's been challenging to find estimators and senior project managers.” - Construction

‣ “We have had difficulty hiring for professionals, but not so much for entry level or junior level employees.” - Construction

‣ “There's problems with the people who are applying being overqualified.” - Finance, Insurance, Real Estate & Leasing

‣ “As a whole, I would say our manager and director roles are difficult to fill.” - Finance, Insurance, Real Estate & Leasing

‣ “Yes, we have difficulty with our counselling positions.” - Health Care & Social Assistance

‣ “We have difficulty with our family engagement worker positions.” - Health Care & Social Assistance

‣ “Yes, especially for our shelter and youth roles.” - Health Care & Social Assistance

‣ “Yes we have had difficulty because we operate under a not-for-profit model. [...] The positions we're having difficulty finding candidates for are HR and community disability practitioners because the pool is quite saturated. We get applications from the same group, so we're resume screening and interviewing the same people over and over.” - Health Care & Social Assistance

‣ “We're looking for community disability studies practitioners, but we have a lot of nurses applying that are overqualified.” - Health Care & Social Assistance

‣ “The senior level engineers and scientists have become difficult to find.” - Manufacturing


33 EMPLOYER SURVEY

‣ “We have difficulty with our counter sales positions, so parts sales in automotive. Our industry is very specific and in order to work in parts people need a number of years of experience to really understand the products we manufacture. There are safety issues they need to know, such as how not to violate fire codes.” - Manufacturing

‣ “Yes, for the very technical positions.” - Mining & Oil & Gas

‣ “It can be difficult to find qualified early childhood educators.” - Other

‣ “Yes, the various skilled tradespersons are difficult to find.” - Other

‣ “We only have difficulty with very specific positions such as cybersecurity.” - Other

‣ “We have difficulty finding university professors and lecturers, as well as professional occupations in marketing and PR for fundraising.” - Other

‣ “It can be difficult to find software developers.” - Professional, Scientific & Technical Services

‣ “Sometimes yes, with our full time fitness consultant roles.” - Professional, Scientific & Technical Services

‣ “We have difficulty with our creative and technology positions.” - Professional, Scientific & Technical Services

‣ “It can be difficult to find the specific technical experience in technologies like Oracle and TIBCO.” - Professional, Scientific & Technical Services

‣ “We have difficulty finding long haul truck drivers.” - Transportation & Warehousing

‣ “Yes for certain positions, especially technicians.” - Transportation & Warehousing

‣ “It can be difficult to find licensed engineers and pilots.” - Transportation & Warehousing

‣ “It's difficult to find pilots and aircraft maintenance engineers.” - Transportation & Warehousing

‣ “Not for part time positions, but for specialized positions such as management yes.” - Wholesale & Retail Trade

‣ “There are certainly times we've had trouble filling meat cutter or department manager positions.” - Wholesale & Retail Trade

‣ “Yes, for operations administrators.” - Wholesale & Retail Trade

‣ “There seems to be a shortage of body shop techs in Calgary.” - Wholesale & Retail Trade

‣ “Yes, we have difficulties with management and specialized roles such as bulk petroleum drivers.” - Wholesale & Retail Trade


34 EMPLOYER SURVEY

Employers have responded to the difficulty finding qualified employees in a variety of ways.Of the 69 employers that reported having difficulty recruiting qualified employees, 72 per cent increased recruiting efforts and 52 per cent did not fill the job opening. In addition, 46 per cent of the employers said they increased the workload for current workers, and 45 per cent hired contingent workers.

Comments‣ “We're short staffed. There's not much else we can do.” - Accommodation & Food Services/Arts &

Entertainment

‣ “We advertise directly with massage therapy schools. This week we will be attending job fairs at MRU and SAIT to hire cooks. We contact culinary and hospitality schools all over Canada to recruit their graduates.” - Accommodation & Food Services/Arts & Entertainment

Response to hiring difficulties Employers %

Increased recruiting efforts 72%Did not fill the job opening 52%Increased workload for current workers 46%Hired contingent workers, including temps, contractors and freelancers 45%Increased investment in training provided by in-house staff 41%Targeted underutilized or new talent pools* 36%Hired a less qualified applicant 29%Partnered with educational institutions so programs develop candidates with the right skills 28%Redeployed employees to new roles where their skills were more needed 26%Redesigned the job to change the required skills 20%Increased investment in training provided by a third-party 14%Applied for/hired temporary foreign workers 12%Increased wages/benefits to attract more applicants 10%Started actively recruiting in other provinces/countries 10%Outsourced the work 7%Applied for a Canada-Alberta Job Grant 4%Focused more on local recruiting 3%Geographically relocated people within the company 3%Partnered with other organizations, such as community and professional associations 3%Hired overqualified applicants 1%Implemented a marketing strategy for recruitment 1%Implemented an employee referral program 1%Started helping immigrants with permanent residency 1%Nothing 12%Note: 69 employers reported having difficulty recruiting qualified employees.* Youth, mature workers, persons with disabilities, Indigenous peoples, new immigrants, French speaking, veterans, LGBTQ2, single parents, etc.

How has your company responded to the difficulty recruiting qualified employees?


35 EMPLOYER SURVEY

‣ “We extend our advertisement efforts and review our wages to make sure we are remaining competitive. We look at the market and what's offered for the same positions at our competitors. We also look at shortening the waiting periods for extended benefits as an attraction tool.” - Accommodation & Food Services/Arts & Entertainment

‣ “We are developing talent internally.” - Construction

‣ “We have started hiring the overqualified applicants.” - Finance, Insurance, Real Estate & Leasing

‣ “We've hired less qualified employees and tried to train them.” - Finance, Insurance, Real Estate & Leasing

‣ “We've been using recruitment agencies, we've looked at referrals by starting an internal program, and we've been using LinkedIn. We have also looked outside of Calgary, even nationally.” - Finance, Insurance, Real Estate & Leasing

‣ “We've changed some of our recruitment tactics and reduced the requirements for some of our positions.” - Health Care & Social Assistance

‣ “We have used different catch words for people to bring up the position in search engines. We edited our job titles and descriptions to target the right audiences.” - Health Care & Social Assistance

‣ “We've just stretched our employees until we can hire the correct person. We have chose not to hire just anyone. We wait for the right candidate.” - Health Care & Social Assistance

‣ “We now have a marketing strategy for recruitment as a result of difficulties hiring.” - Manufacturing

‣ “We're focusing on helping immigrants become permanent residents.” - Manufacturing

‣ “Sometimes we promote from within and are able to hire individuals with less experience or knowledge of our products. We can build those hires in our organization through learning and development. Other times it's just sheer persistence and timing.” - Manufacturing

‣ “We just keep reposting on Indeed and tweaking the job postings. We are offering more training at our main site as well.” - Other

‣ “For any hard to fill position such as nursing faculty, we work directly with professional associations.” - Other

‣ “We are just going out again and liaising directly with local post-secondary institutions such as SAIT.” - Other

‣ “With child care roles we are going out to colleges and universities that teach courses and working very closely with them to develop the staff we need. With lifeguards we are providing in house training to those interested in getting into the field and we are developing our own staff.” - Other

‣ “We have taken advantage of the Canada-Alberta Job Grant.” - Professional, Scientific & Technical Services


36 EMPLOYER SURVEY

‣ “We tried different channels, but now we will probably go to an agency.” - Professional, Scientific & Technical Services

‣ “We have opened up our search to candidates from other countries and been more flexible with our relocation. In some cases we have also used outside recruitment agencies.” - Professional, Scientific & Technical Services

‣ “I'm currently pursuing LMIAs to hire individuals outside of the country.” - Professional, Scientific & Technical Services

‣ “We sometimes bring in other third party recruiters to help.” - Professional, Scientific & Technical Services

‣ “Basically it's about being more diligent, doing more advertising, and getting the word out. We are being a little more flexible in looking at skills and qualifications. We are taking someone not quite as skilled and exploring future training methods.” - Transportation & Warehousing

‣ “We've had to do some labour market research. We've started hiring outside of Canada. However, more often than not we get some good applicants. Sometimes if their qualifications are short we will still hire them and just train them more.” - Transportation & Warehousing

‣ “We are now trying to hire temporary foreign workers.” - Transportation & Warehousing

‣ “We have been looking at different recruitment methods. We are looking externally to different provinces.” - Transportation & Warehousing

‣ “We get support from our head office through our national recruiters.” - Wholesale & Retail Trade

‣ “We typically work with community organizations to fill those difficult positions. We go to SAIT for example to find qualified people or we look to outside recruitment resources such as Indeed and Kijiji. I can't speak for all of our franchisees and if they have applied for temporary foreign workers, but that's certainly not a corporate practice.” - Wholesale & Retail Trade

‣ “We are leveraging our team and asking them to talk to people they know who are looking for work. Our pay rates can be an issue, so we focus on recruiting locally and making sure people know about our opportunities.” - Wholesale & Retail Trade

‣ “We're looking for some managers because they come and go. It's a tough business. The way the minimum wage has played havoc with our business hasn't helped either.” - Wholesale & Retail Trade


37 EMPLOYER SURVEY

Employee TurnoverEighty-four per cent of the employers reported employees had voluntarily left their company in the prior year.Overall, 84 per cent of the employers reported employees had left their company in the 12 months prior to their survey as a result of voluntary turnover,16 relatively unchanged from the previous year’s result (85 per cent).

All the construction employers and 95 per cent of the professional, scientific and technical services employers said employees had voluntarily left in the prior year, compared to 70 per cent of the manufacturing and finance, insurance, real estate and leasing employers.

Overall, the turnover rate was 7.2 per cent.Employers reported approximately 8,370 employees left their companies in the 12 months prior to their survey as a result of voluntary turnover. This equates to a turnover rate17 of 7.2 per cent, up from 4.9 per cent in Q1 2017.

The accommodation and food services/arts and entertainment industry had the highest turnover rate on average at nearly 26 per cent, up slightly from 24 per cent the previous year. The wholesale and retail trade industry had the next highest turnover rate at close to 16 per cent, more than double the 6.5 per cent in Q1 2017. While all the construction employers reported they had turnover in the last year, overall the industry had the lowest average turnover rate at 2.2 per cent.

Employers were also asked to specify the occupations that experienced the most voluntary turnover. Community and social service workers (7 per cent) was the top occupation mentioned by employers.

70%$70%$75%$75%$

85%$85%$90%$90%$95%$100%$

84%$

0%$ 20%$ 40%$ 60%$ 80%$ 100%$

Fin.,$Insur.,$Real$Est.$&$Leasing$Manufacturing$

Health$Care$&$Social$Assistance$Wholesale$&$Retail$Trade$

Other$TransportaLon$&$Warehousing$

Mining$&$Oil$&$Gas$Accomm.$&$Food/Arts$&$Ent.$

Professional,$ScienLfic$&$Tech.$ConstrucLon$

Overall$

Percentage)of)companies)with)voluntary)turnover)in)the)12)months)prior)to)survey)

Q1$2018$ Q1$2017$

2.2%$2.7%$3.5%$4.2%$4.8%$6.2%$6.7%$7.0%$

15.8%$25.7%$

7.2%$

0.0%$ 5.0%$ 10.0%$ 15.0%$ 20.0%$ 25.0%$ 30.0%$

Construc5on$Mining$&$Oil$&$Gas$

Manufacturing$Fin.,$Insur.,$Real$Est.$&$Leasing$Health$Care$&$Social$Assistance$

Other$Transporta5on$&$Warehousing$Professional,$Scien5fic$&$Tech.$

Wholesale$&$Retail$Trade$Accomm.$&$Food/Arts$&$Ent.$

Overall$

Employee(turnover(rates(Q1$2018$ Q1$2017$


16 Initiated by the employee, not including retirement or maternity/parental leave.

17 Total turnover divided by total employees.

38 EMPLOYER SURVEY

Comments‣ “Our voluntary turnover is about 10%, with front line workers being the ones most likely to leave.” -

Accommodation & Food Services/Arts & Entertainment

‣ “We always have a turnover in all our positions. Our overall turnover rate is somewhere around 15%.” - Accommodation & Food Services/Arts & Entertainment

‣ “Yes, with general managers being the highest turnover.” - Accommodation & Food Services/Arts & Entertainment

‣ “I would say our turnover is almost the entire company each year, so between 600 and 800 people annually. The positions with the most turnover are room attendants (housekeepers) and front of house (bussers and servers).” - Accommodation & Food Services/Arts & Entertainment

‣ “Absolutely we have had turnover. I would say about 280 people have left. The most turnover is in housekeeping and dishwashing.” - Accommodation & Food Services/Arts & Entertainment

‣ “I'd probably say the majority of turnover is in aquatics.” - Accommodation & Food Services/Arts & Entertainment

‣ “I've had two managers quit and that's been challenging.” - Accommodation & Food Services/Arts & Entertainment

NOC Code Occupation Employers %

4212 Community and social service workers 7%6513 Food and beverage servers 4%7511 Truck drivers 4%7611 Construction trades helpers and labourers 4%6421 Retail salespersons 4%6731 Light duty cleaners 4%1111 Financial auditors and accountants 3%6711 Food counter attendants, kitchen helpers and related occupations 3%513 Recreation, sports and fitness program and service directors 2%714 Facility operation and maintenance managers 2%1123 Professional occupations in advertising, marketing and public relations 2%1241 Secretaries (except legal and medical) 2%1411 General office support workers 2%1521 Shippers and receivers 2%3413 Nurse aides, orderlies and patient service associates 2%6611 Cashiers 2%7241 Electricians (except industrial and power system) 2%9619 Other labourers in processing, manufacturing and utilities 2%

Only occupations with a response of 2 per cent or more are shown in the table.

What occupations have experienced the most voluntary turnover?

Note: 167 employers reported employees had left their company in the previous 12 months as a result of voluntary turnover. Some employers did not specify which occupations.


39 EMPLOYER SURVEY

‣ “This year I would say in the kitchen we have the highest turnover because they are seeking other employment due to their reduced hours. As the renovations have impacted the business, they're not getting enough work to be able to stay.” - Accommodation & Food Services/Arts & Entertainment

‣ “Yes all kinds of them. So many people that I couldn't tell you how many have left. Some leave mid-season or they don't like hard work so they quit right away.” - Construction

‣ “I would say around 10 have left. The highest turnover is probably in project management.” - Construction

‣ “The most turnover is with our senior underwriting staff.” - Finance, Insurance, Real Estate & Leasing

‣ “Here in Calgary there have been about 10 people leave, most in security.” - Finance, Insurance, Real Estate & Leasing

‣ “Lately our research and investment banking areas have experienced the most turnover.” - Finance, Insurance, Real Estate & Leasing

‣ “Yes, the most turnover is with our legal admin staff.” - Finance, Insurance, Real Estate & Leasing

‣ “Our voluntary turnover is 66% and the position that probably experiences the most attrition is health care aides.” - Health Care & Social Assistance

‣ “About 70% is voluntary turnover, mostly counsellors.” - Health Care & Social Assistance

‣ “Our youth development workers would be the position experiencing the most turnover.” - Health Care & Social Assistance

‣ “For 2017 we had a 42% voluntary turnover rate.” - Health Care & Social Assistance

‣ “We lose about 5 to 10 a month.” - Health Care & Social Assistance

‣ “The most turnover would be with residential front line positions.” - Health Care & Social Assistance

‣ “Turnover is highest in unskilled labour positions.” - Manufacturing

‣ “The most turnover is with our production staff.” - Manufacturing

‣ “In 2017 our voluntary turnover rate was 5%. Most recently our turnover has been in accounting and finance.” - Mining & Oil & Gas

‣ “Turnover tends to be in the land department.” - Mining & Oil & Gas

‣ “We have had a freeze through the provincial government for the last 3 years. That's drastically affected our turnover, particularly in exempt and management roles. Before that happened our turnover was around 1%, but now it's 5% to 8%.” - Other

‣ “In the last 12 months we have had 85 leave voluntarily. The majority of our employees are teachers, so that's where the majority of turnover occurs.” - Other


40 EMPLOYER SURVEY

‣ “I would say counting our full time and part time staff we've lost about 500 employees. The most voluntary turnover is with our part time cleaning roles.” - Other

‣ “That's a challenging question because we have a lot of seasonal staff and we take them out of the equation when looking at our turnover. I would say about 35 permanent staff have left. It's pretty even split between all positions, but if I had to choose one it would be child care.” - Other

‣ “I believe country wide our general turnover rate is 6% to 8%, depending on the time of year. The most turnover is probably with our surveyor assistant positions.” - Professional, Scientific & Technical Services

‣ “Turnover is highest with our shop floor employees, so our gas turbine technicians.” - Professional, Scientific & Technical Services

‣ “Turnover occurs with our long haul truck drivers, regional drivers, and our new drivers with minimal experience.” - Transportation & Warehousing

‣ “We experience the most turnover with our warehouse forklift positions.” - Transportation & Warehousing

‣ “I would say 50% of our turnover is from pilots, 35% to 40% in grounds and maintenance, and maybe 10% on the admin side.” - Transportation & Warehousing

‣ “Overall turnover and hiring are not a massive issue for us at our Calgary locations. According to the numbers we have lost 1,200 people to voluntary turnover. Retail positions such as cashier and deli usually have the highest turnover.” - Wholesale & Retail Trade

‣ “We have had about 800 leave, mainly in entry level positions.” - Wholesale & Retail Trade

‣ “Most of the turnover is with part time cashier and grocery staff.” - Wholesale & Retail Trade

‣ “Our front line team experiences the greatest attrition, with the gas bar probably having the most turnover.” - Wholesale & Retail Trade


41 EMPLOYER SURVEY

Most Successful Employee Retention StrategiesThe top successful retention strategies over the last year include company culture and competitive salary.Employers were asked to indicate an employee retention strategy that was the most successful over the last 12 months. Fifteen per cent of the employers said their company culture was the most successful at retaining workers, followed by providing a competitive salary (14 per cent) and learning/growth opportunities (12 per cent). Ten per cent of employers were unsure of their most successful employee retention strategy, while 2 per cent said they do not have or need an employee retention strategy.Comments‣ “We have staff cards for food and beverage

discounts at all of our restaurants. For the entry level workers who are coming to Banff to work, they choose our company because of those perks. It's different for our salaried employees, where the biggest attraction is the employee share ownership program.” - Accommodation & Food Services/Arts & Entertainment

‣ “We offer staff accommodations and subsidized housing, as well as one free meal a day.” - Accommodation & Food Services/Arts & Entertainment

‣ “I would say internal growth opportunities and opportunities for training.” - Accommodation & Food Services/Arts & Entertainment

‣ “We always go by our [corporate] policy to put our people first and take care of their needs. We're trying to organize to find hours for our employees at our sister properties and that has been a great strategy. We're sending them to work at our other locations during the renovations.” - Accommodation & Food Services/Arts & Entertainment

‣ “I guess we're changing our entire retention strategy so that our corporate brand is known as a company people want to work for. I think the first step towards that is having more training of foremen and supervisors on employee management. In that regard we're working on policies related to fairness, competency and documenting employee productivity.” - Construction

‣ “For seasonal staff members, so the people who work April to October, the benefits package is most successful for retaining them. They get to carry their benefits through winter, which is a new program we introduced 2 years ago. The other strategy is opportunities for growth. That's helping us a bit because we do have opportunities for them to move into higher skilled positions and we provide them education to do that.” - Construction

2%#10%#

3%#2%#2%#2%#2%#3%#3%#4%#4%#4%#5%#6%#6%#7%#

12%#14%#15%#

0%# 5%# 10%# 15%# 20%#

Don't#have/need#a#strategy#Unsure#Other#

Work/life#balance#Excellent#communicaGon#

Reward#and#recogniGon#programs#Social#events#

Excellent#coworkers#Perks#

InteresGng/challenging#work#Provide#a#job#in#this#economy#

Employee#engagement#Flexible#work#measures#

Excellent#management/supervision#CompeGGve#benefits#package#

PosiGve#work#environment#Learning/growth#opportuniGes#

CompeGGve#salary#Company#culture#

Most%successful%employee%reten0on%strategy%


42 EMPLOYER SURVEY

‣ “I would say our total rewards package. We're employee owned not publicly owned.” - Construction

‣ “We have longevity recognition awards given in 5 year increments, a good benefits program, and we keep adding benefits such as tuition reimbursement and referral bonuses.” - Construction

‣ “We've done a lot of internal engagement like providing people with gift cards, thank you drinks, and a meal service at night for people working late.” - Finance, Insurance, Real Estate & Leasing

‣ “I think we focus a lot on our culture and on what we can offer people in terms of learning and development opportunities.” - Finance, Insurance, Real Estate & Leasing

‣ “I think compared to other similar companies, we have more of a relaxed atmosphere. Money is good here, but I don't think it's the only thing.” - Finance, Insurance, Real Estate & Leasing

‣ “We actually put an entire program in place organizationally for recognition 12 months ago. This includes peer to peer recognition and management recognition. It has been quite successful.” - Health Care & Social Assistance

‣ “Good question. We are a very small organization, so people really care about each other. I think when you work in an environment where people are dying constantly, which happens in hospice, the fact that you have staff pull together and encourage each other makes a huge difference. We also have a management structure that really does care about the people, which has a great impact on their willingness and desire to stay.” - Health Care & Social Assistance

‣ “We're pretty flexible with our time off. Employees know that we're open to giving them extended leave, so people are happy with that.” - Health Care & Social Assistance

‣ “It's more having qualified staff in this field. We are providing a lot of educational opportunities through our partnership with Bow Valley College. They can have a job while they get more education and that is very much a popular incentive in that pool of candidates.” - Health Care & Social Assistance

‣ “That's a really good question. We have people who have worked here for 25 years who are dedicated to working with people with disabilities. We do get a lot of new immigrants applying who want to use us as a stepping stone because they are nursing or medical professionals but their qualifications are not acknowledged in Canada. They want to come here to get work experience so they can do their upgrading and go back to their field. We want to recruit people who are more interested in disability studies to avoid that staff turnover.” - Health Care & Social Assistance

‣ “We do a lot of different kinds of events like our kids Christmas party and our Stampede breakfast.” - Manufacturing

‣ “We offer in house training and focus on our benefits and wellness programs.” - Manufacturing

‣ “We are making better leaders.” - Manufacturing

‣ “We are kind of working on that right now, but I would say of our current strategies the most successful is our culture.” - Manufacturing


43 EMPLOYER SURVEY

‣ “The fact there's no other jobs for them.” - Mining & Oil & Gas

‣ “It's definitely been returning everyone's wages back to normal. We were on a wage roll back program, but have since reinstated all wages back to where they were.” - Mining & Oil & Gas

‣ “For us we have a fairly robust long term incentive plan and RSU (restricted stock unit) payouts every three years. I think also the new flexibility offered by our Fridays off plan, which offers flex days on the first and third Fridays of the month. Just the fact our company is viable in a market that's not great, in Calgary that's where we are. The market keeps people working here. That is not the situation with our employees in Denver.” - Mining & Oil & Gas

‣ “I think the most successful strategy is just offering more training. We are very flexible and that has been good. There's a lot of growth opportunities and internal hires. We have had team leader positions that we have only posted internally.” - Other

‣ “We have regular social events and rewards. Recognition occurs on the spot for employees. For full time employees we also have great benefits, vacation, and personal time offerings.” - Other

‣ “I think the engagement with the mission we have and the work that we do in the community. We have strong values and the expectation of our employees is very clear that they should be living by those values.” - Other

‣ “Our flexibility. We let people come in when they want to, so they choose their start and end times. People can also leave work for family reasons.” - Professional, Scientific & Technical Services

‣ “I would probably say our culture. We are a really innovative and trending company. We are very forward thinking, so we have a lot of employee engagement events and lunch and learns. We also have a ping pong table for breaks, good benefits, and gym access.” - Professional, Scientific & Technical Services

‣ “I would say our company stability and profitability.” - Professional, Scientific & Technical Services

‣ “I would say our training opportunities are an attractive strategy.” - Professional, Scientific & Technical Services

‣ “I would have to say our culture and our atmosphere. We try to think like a group and let people know what's happening. We show appreciation when we can.” - Professional, Scientific & Technical Services

‣ “I would say our most successful retention strategy is our company brand.” - Professional, Scientific & Technical Services

‣ “It's probably our leadership coaching and training.” - Professional, Scientific & Technical Services

‣ “It's probably our training and development program.” - Transportation & Warehousing

‣ “We have a pretty good pay rate. We hire people into temporary positions and they work their way to full time because we're unionized. We have a pretty competitive labour rate and starting hourly wage.


44 EMPLOYER SURVEY

We also have pretty good scheduling policies with the students who work for us because we work with their hours of availability.” - Transportation & Warehousing

‣ “People who want to stay here are very loyal. We haven't really changed our strategies, but I would have to say the reason people stay is that we can offer long term job stability.” - Transportation & Warehousing

‣ “We've trained our leadership to foster a respectful workplace. We also have family days, employee days, BBQs, a service award recognition program, and annual increases up to market with the rest of the industry.” - Transportation & Warehousing

‣ “Our most successful retention strategy is our flexibility and work schedule.” - Transportation & Warehousing

‣ “Our benefits, in house advancement opportunities, and succession planning.” - Wholesale & Retail Trade

‣ “Our engagement strategy makes a big difference in terms of retention, as does reporting surveys and a strong focus on communication.” - Wholesale & Retail Trade

‣ “Our benefits and flexibility are our strongest retention tools.” - Wholesale & Retail Trade

‣ “We do a lot of training. We also do special events for our staff so that they feel like they're contributing.” - Wholesale & Retail Trade

‣ “I think just providing development opportunities and giving people the opportunity to move up within the company. We're giving them the ability to see their long term potential within our company.” - Wholesale & Retail Trade


45 EMPLOYER SURVEY

Supplemental Questions - Diversity and Inclusion in the Workplace

Reflecting the range in Alberta’s current demographics, the province’s workforce includes people of different race, ancestry or ethno-cultural origin, religion, age,

gender, sexual orientation, marital status, family status or mental or physical ability.- Government of Alberta, Employing a Diverse Workforce: Making it Work

In addition to the general questions about recruitment and retention practices, employers were asked the following specific questions about diversity and inclusion efforts in their companies:

‣ To the best of your knowledge, does your organization currently employ people from any of the following groups? If yes, how many?18

‣ French Speaking

‣ Indigenous Peoples

‣ LGBTQ2

‣ Mature Workers (ages 55+)

‣ New Immigrants (in Canada 5 years or less)

‣ Persons with Disabilities

‣ Single Parents

‣Veterans

‣ Youth (ages 15-24)

‣ Other Groups

‣ What best describes current diversity and inclusion initiatives in your organization?

‣ Formal - Our organization has a formal diversity and inclusion strategy or plan.

‣ Informal - Our organization recognizes the value of diversity and inclusion and is making progress with diversity and inclusion initiatives, but does not have a formal diversity and inclusion strategy or plan.

‣ None - Our organization does not have a diversity and inclusion strategy or plan.

‣ Does your organization have plans (formal or informal) to recruit/hire people from the groups outlined above in the next 12 months?


18 Note: Some employees may be considered in multiple groups.

46 EMPLOYER SURVEY

‣ Does your organization currently have any of the following programs, accommodations or supports in place for your employees?

‣ Accessibility accommodations

‣ Childcare

‣ Digital literacy/computer skills training

‣ Flexible schedule

‣ Housing

‣ Language training

‣ Mental health supports

‣ Resources in an employee’s first language

‣ Staff positions dedicated to inclusion and diversity efforts

‣ Transportation

‣ Other Supports

‣ If possible, provide an (one) important example of how hiring someone from the groups outlined above has provided a tangible benefit to your organization.

Current Employment of Diversity GroupsNinety-six per cent of employers employ people from at least one diversity group.Overall, 96 per cent (191 employers) of the employers surveyed reported they currently employ people from at least one of the diversity groups outlined in the survey. Fourteen per cent employ people from 1 - 3 groups, 40 per cent employ people from 4 - 6 groups, 41 per cent employ people from 7 - 9 groups and 1 per cent employ people from all 10 groups.

4%#

14%#

40%#

41%#

1%#

Propor%on'of'Employers'that'Currently'Employ''Diversity'Groups,'by'Number'of'Groups'

0#groups#

1,3##groups#

4#,#6#groups#

7#,#9#groups#

10#groups#


47 EMPLOYER SURVEY

Employers were more likely to report they currently employ mature workers and youth.Overall, 93 per cent of employers said they currently employ mature workers and 90 per cent reported they currently employ youth. New immigrants (73 per cent) and single parents (72 per cent) were the next most mentioned groups.

Other groups reported by employers include people of different races, nationalities and cultures, people with criminal records, Spanish speaking, women, and visible minorities.

Employers also employ the greatest number of mature workers, youth and new immigrants.Employers were also asked to provide estimates of the number of people they employ in each group. Overall, employers employ the greatest number of mature workers (14,126), youth (7,014) and new immigrants (4,450). In terms of the proportion of the total workforce, mature workers (18.1 per cent), single parents (17.1 per cent) and new immigrants (16.5 per cent) top the list.

10%$22%$

49%$56%$60%$63%$

72%$73%$

90%$93%$

Other$Groups$

Veterans$

LGBTQ2$

Persons$with$DisabiliCes$

Indigenous$Peoples$

French$Speaking$

Single$Parents$

New$Immigrants$

Youth$

Mature$Workers$

Overall'Results'Do$you$currently$employ$people$from$these$groups?'

Yes$

Group # of Employers

Total # of Employees

Total # of Group Employed

% of Group Employed

Mature Workers 97 78,106 14,126 18.1%Youth 110 81,446 7,014 8.6%New Immigrants 79 26,997 4,450 16.5%Single Parents 41 15,146 2,588 17.1%LGBTQ2 48 17,785 1,228 6.9%Indigenous Peoples 95 41,706 1,224 2.9%French Speaking 72 22,828 1,147 5.0%Other Groups 3 112,981 1,048 0.9%Persons with Disabilities 110 44,435 975 2.2%Veterans 86 28,999 269 0.9%Only employers that were able to provide an estimate of the number of people theyemploy per group are included in this table.

Estimated Number and Proportion of Employees per Group


48 EMPLOYER SURVEY

Diversity and Inclusion InitiativesTwenty-seven per cent of employers have a formal diversity and inclusion strategy.Overall, 27 per cent of employers (53 employers) reported their organization has a formal diversity and inclusion strategy or plan, 56 per cent said they have an informal strategy or plan, and 18 per cent said they have no plan. Professional, scientific and technical services employers are more likely to have a formal plan (50 per cent), while ‘other’ and wholesale and retail trade employers (70 per cent each) are more likely to have an informal plan. Forty per cent of the accommodation and food services/arts and entertainment employers reported they do not have diversity and inclusion strategy or plan.

Comments

‣ “We have a company diversity and inclusion strategy that reflects the Charter of Rights and Freedoms.” - Accommodation & Food Services/Arts & Entertainment

‣ “We were one of the main contributors to the Workplace Inclusion Charter that was recently introduced in the Bow Valley.” - Accommodation & Food Services/Arts & Entertainment

‣ “We recognize the value and we would like to have a plan.” - Construction

‣ “We don't have a plan because diversity happens organically within our company.” - Finance, Insurance, Real Estate & Leasing

‣ “We just put a diversity and inclusion policy in place and are currently looking at expanding on it.” - Health Care & Social Assistance

‣ “We definitely recognize the value of diversity and inclusion and have some measures in place. For example, for our volunteer board we have registered with an organization that helps pair companies interested in having diversity with people willing to join a volunteer board.” - Health Care & Social Assistance

‣ “No and I don't have any idea about why that would matter.” - Manufacturing

‣ “We have a formal strategy and we are a very diverse company.” - Manufacturing

‣ “Nothing because we don't track that kind of information and we wouldn't want to.” - Mining & Oil & Gas

‣ “We have a diversity strategy we're working on. We recognize the importance and we have an intercultural centre, but we haven't finished our policies.” - Other

0%#15%#20%#20%#25%#30%#30%#35%#40%#50%#

27%#

70%#75%#

55%#60%#

35%#65%#70%#

50%#40%#

35%#56%#

30%#10%#

25%#20%#

40%#5%#0%#

15%#20%#15%#18%#

0%# 20%# 40%# 60%# 80%# 100%#

Wholesale#&#Retail#Trade#Mining#&#Oil#&#Gas#

Manufacturing#ConstrucCon#

Accomm.#&#Food/Arts#&#Ent.#Health#Care#&#Social#Assistance#

Other#Fin.,#Insur.,#Real#Est.#&#Leasing#TransportaCon#&#Warehousing#Professional,#ScienCfic#&#Tech.#

Overall#

What%best%describes%current%diversity%and%inclusion%ini3a3ves%in%your%organiza3on?%

Formal# Informal# None#


49 EMPLOYER SURVEY

‣ “[Our organization] has an Indigenous Strategy, Employment Equity Policy, and Employment Equity Plan, as well as several policies and processes which support an inclusive workplace. Most recently, [our organization] has published an Equity, Diversity and Inclusion Action Plan for all Canada Research Chairs as well as an Indigenous Strategy.” - Other

‣ “We do have strategies in place, mostly around creating an inclusive workplace through our policies and procedures. We intentionally aligned our policies and practices with inclusive and mutual language. For example, our bereavement leave is for persons of significance, rather than specifying who those people are to the employee.” - Other

‣ “We have a full diversity program and we've taken part in the Federal Contractors Program through the Government of Canada.” - Professional, Scientific & Technical Services

‣ “We have a diversity and inclusion council for defining strategies.” - Professional, Scientific & Technical Services

‣ “We definitely have a plan. Our organization helps other organizations learn the value of diversity.” - Professional, Scientific & Technical Services

‣ “I know we have a new LGBTQ2 group. There have been invitations sent within our organization for individuals who would like to join. That is of course targeted to the LGBTQ2 community.” - Professional, Scientific & Technical Services

‣ “We don't have a strategy per se, but we do publish about diversity in our sustainability principles and practices.” - Professional, Scientific & Technical Services

‣ “We have to comply with federal legislation around diversity and inclusion. We have to provide employment equity plans to the government. We're just in the process of doing that for 2017 and we file reports every year in June.” - Transportation & Warehousing

‣ “We have begun the process towards developing a plan, but have a long way to go.” - Wholesale & Retail Trade


50 EMPLOYER SURVEY

Future Employment of Diversity GroupsThirty-nine per cent of employers plan to recruit people from at least one diversity group in the next year.Overall, 39 per cent (77 employers) of the employers surveyed plan to recruit people from at least one of the diversity groups outlined in the survey in the next 12 months. Twenty-six per cent plan to recruit people from 1 - 3 groups, 3 per cent plan to recruit people from 4 - 6 groups, 9 per cent plan to recruit people from 7 - 9 groups and 1 per cent plan to recruit people from all 10 groups.

Employers were more likely to report they plan to recruit Indigenous peoples, youth and new immigrants in the next year.Overall, 22 per cent of employers said they plan to recruit Indigenous peoples, 22 per cent plan to recruit youth, and 21 per cent plan to recruit new immigrants in the next 12 months. Other groups reported by employers include people of different races, other ethnic backgrounds, people fluent in additional languages, gender diversities, women, and visible minorities.

Of the 61 per cent of employers that do not plan to recruit people from at least one of the diversity groups, 56 per cent said they had no plans to hire people from the diversity groups, 2 per cent were not recruiting at all in the next year, and 3 per cent were unsure. Comments

‣ “Most of our employment advertising is aimed at youth. Indigenous peoples are included in various recruitment programs we have. New immigrants are also a key demographic for our recruitment advertising.” - Accommodation & Food Services/Arts & Entertainment

‣ “We actively recruit youth, mature workers, and Indigenous peoples.” - Construction

‣ “Our work is project based. We usually have Indigenous requirements we need to meet.” - Construction

61%$

26%$

3%$ 9%$

1%$

Propor%on'of'Employers'that'Plan'to'Recruit''Diversity'Groups'in'the'Next'12'Months,'by'Number'of'Groups'

0$groups$

1/3$groups$

4/6$groups$

7/9$groups$

10$groups$

56%$2%$3%$6%$

10%$10%$11%$11%$13%$16%$

21%$22%$22%$

0%$ 20%$ 40%$ 60%$

No$plans$Not$recrui7ng$in$next$12$months$

Unsure$Other$groups$

Veterans$Single$Parents$

French$Speaking$LGBTQ2$

Persons$with$Disabili7es$Mature$Workers$New$Immigrants$

Youth$Indigenous$Peoples$

Overall'Results'Do$you$plan$to$recruit$people$from$these$groups$in$the$

next$12$months?'Yes$


51 EMPLOYER SURVEY

‣ “We have workers from Africa, Guyana, Australia, Ireland, and all over the place. That's something that is consistent in the field with our equipment operators. We're pretty diverse.” - Construction

‣ “Yes, we aggressively recruit Aboriginals.” - Construction

‣ “We're very diverse. We're currently working with Indigenous communities right now and organizations that support new Canadians looking for work.” - Construction

‣ “Yes, we look for women in leadership roles and Indigenous peoples for all positions.” - Construction

‣ “Yes, we're looking at targeting more new immigrants.” - Finance, Insurance, Real Estate & Leasing

‣ “We tend to naturally have diverse candidate pools. Therefore diverse employees are hired as a result. It's not something we feel the need to focus on because it's happening anyway.” - Finance, Insurance, Real Estate & Leasing

‣ “I'm sure they will focus on recruiting youth and mature workers because that's the majority of our staff. Until we get a mechanism in place to identify and track hiring of other groups, we don't know how to target recruitment towards hiring more of those individuals.” - Health Care & Social Assistance

‣ “Yes because there is such a large number of health care aides working here that are new immigrants or visible minorities.” - Health Care & Social Assistance

‣ “We do actively recruit for Indigenous peoples.” - Health Care & Social Assistance

‣ “We encourage it and have a plan specific to youth, mature workers, persons with disabilities, Indigenous peoples, and new immigrants.” - Health Care & Social Assistance

‣ “We consistently look at people from different diversities, particularly languages.” - Health Care & Social Assistance

‣ “We have a program for Indigenous families where the children have been apprehended. We hire specifically from the Indigenous population for that program. We also hire LGBTQ2 for our programs for LGBTQ2 youth. We hire for that sector specifically because we're looking for someone to act as a role model.” - Health Care & Social Assistance

‣ “We don't have specific targets in recruitment, except for the youth demographic. Everything else is open.” - Manufacturing

‣ “We have done some Indigenous job fairs in Aboriginal communities.” - Mining & Oil & Gas

‣ “We don't track some of the categories. We do actively recruit veterans.” - Mining & Oil & Gas

‣ “Yes, we look for Indigenous peoples and people with disabilities.” - Other

‣ “We particularly target that under 25 group.” - Other


52 EMPLOYER SURVEY

‣ “We tend to focus on new Canadians, so in our next round of hiring we will look for that group.” - Professional, Scientific & Technical Services

‣ “We have a diversity committee that's working on the plan right now, but for sure we will be recruiting for youth and Indigenous peoples.” - Professional, Scientific & Technical Services

‣ “[Our organization] is a nurturing agency that supports its employees to inspiringly contribute their skills and unleash their potentials. Equity is woven into the various aspects of agency practices in hiring, development, discipline, and reward of employees. It is used as a means to treat everyone the same way, but also provides special measures to accommodate differences.” - Professional, Scientific & Technical Services

‣ “We definitely have a focus on hiring women in technology. We are focused on bringing more women into Science, Technology, Engineering and Math (STEM) through our organization. Our Labour Market Impact Assessments (LMIAs) mean we are specifically hiring people who have been in Canada 5 years or less.” - Professional, Scientific & Technical Services

‣ “We hire a tremendous number of students and we target universities during the recruitment process.” - Professional, Scientific & Technical Services

‣ “I would say yes. Our main focus is on visible minorities and gender diversities.” - Professional, Scientific & Technical Services

‣ “We have initiatives to hire more women, persons with disabilities, and immigrants. All of those types of things are an ongoing focus of ours.” - Transportation & Warehousing

‣ “We specifically look to hire youth, mature workers, Indigenous peoples and new immigrants. We are working with genA.works and Rupertsland Institute currently.” - Wholesale & Retail Trade

‣ “We absolutely will. I think diversity hiring will be more of a focus going forward, especially for Indigenous peoples and new Canadians.” - Wholesale & Retail Trade

‣ “One of the things I would say is that I always think it's amazing to give some opportunities to those groups, but there's never support in place or a system after the fact. For example we had a worker with autism who was having huge struggles in the workplace. It took forever and a couple of thousand dollars to get a caseworker to mentor and support them. The proper tools in the workplace are needed for employers to make those hires.” - Wholesale & Retail Trade


53 EMPLOYER SURVEY

Employer Supports for Diversity and InclusionNinety-two per cent of employers have at least one support in place to support diversity and inclusion in the workplace.Overall, 92 per cent of employers (184 employers) have at least one program, accommodation or support in place outlined in the survey to support diversity and inclusion in the workplace. Twenty-six per cent have 1 - 3 supports, 53 per cent have 4 - 6 supports, and 13 per cent have 7 - 9 supports.

Mental health supports, flexible schedules and accessibility accommodations are the top supports employers provide to employees.The top programs, accommodations or supports employers provide to employees in support of diversity and inclusion are mental health supports (84 per cent), flexible schedules (76 per cent) and accessibility accommodations (75 per cent). Other supports mentioned by employers include diversity training, mental health awareness training, other training topics, educational assistance program and Diversity and Inclusion Council.

Comments‣ “We have modified jobs for pregnancy or

disability. Mental health supports would be part of our benefits package. We subsidize transit passes, if that counts as a transportation support.” - Accommodation & Food Services/Arts & Entertainment

‣ “We provide written materials for employees in their first language.” - Accommodation & Food Services/Arts & Entertainment

‣ “We are in the process of negotiating childcare, so we will be bringing one on site soon. We accommodate schedules for people to attend the local language training, but it's not something we offer in house.” - Accommodation & Food Services/Arts & Entertainment

8%#

26%#

53%#

13%#

Propor%on'of'Employers'with'Supports'for'Diversity'and'Inclusion,'by'Number'of'Supports'

0#supports#

103#supports#

406#supports#

709#supports#

5%#

11%#

11%#

20%#

26%#

27%#

33%#

59%#

75%#

76%#

84%#

0%# 20%# 40%# 60%# 80%# 100%#

Other#supports#

Housing#

Childcare#

Language#training#

TransportaAon#

PosiAons#dedicated#to#diversity/inclusion#

Resources#in#employee's#first#language#

Digital#literacy/computer#skills#training#

Accessibility#accommodaAons#

Flexible#schedule#

Mental#health#supports#

Overall'Results'Do#you#have#any#of#these#supports#in#place#for#employees?'

Yes#


54 EMPLOYER SURVEY

‣ “Our head office is wheelchair accessible and we will modify work for injuries. In some cases we will be flexible, such as allowing people time off if they need to take courses. We have someone who completed her whole accounting degree while working for us, and I know numerous safety personnel get time off for courses. Mental health supports are through their benefits. As a safety manager, mental health is number one on my mandate to ensure a safe workplace.” - Construction

‣ “We have paid for external language training. We have an employee assistance program (EAP) that offers mental health support. We also have staff training around mental health.” - Construction

‣ “We have a partnership with a childcare company. We provide after hours transportation only.” - Construction

‣ “Resources in an employee's first language are part of the benefits plan.” - Finance, Insurance, Real Estate & Leasing

‣ “Childcare can be paid for through their benefits.” - Finance, Insurance, Real Estate & Leasing

‣ “We have one person who had an accident out of the workplace and we have made some accessibility accommodations to enable them to work while they recover from the injury. We have an employee and family assistance program and that's one of the things we help with, so there are mental health initiatives within that. We have an Aboriginal Coordinator who is an Indigenous Person and Elder. Her experience has been useful in helping us with diversity and inclusion. She has helped introduce Indigenous initiatives into our programs and workplace, and just increased awareness around how we can bring that knowledge to our clients.” - Health Care & Social Assistance

‣ “Our building has wheelchair accessibility. We offer mental health training courses.” - Health Care & Social Assistance

‣ “We support computer and language training through the Canada-Alberta Job Grant. This allows them to get paid while they're going to training. We have EAP benefits which can facilitate or support with housing, childcare, mental health, and milage.” - Health Care & Social Assistance

‣ “We have staff positions in Health and Safety and Human Resources dedicated to diversity and inclusion efforts.” - Manufacturing

‣ “We have a childcare facility on site. Transportation is for some of our employees. We do provide mental health supports, but we employ mostly technical roles such as engineers and geologists so they don't need it.” - Mining & Oil & Gas

‣ “We have disability programs for those on short and long term disability for any reason including mental health. We have EAP mental health supports where they can call in to the company's insurance provider. We have monitored diversity because we are required to report to one of our funders about that. We have conducted staff surveys about diversity.” - Other

‣ “We have an internal childcare centre. We have people brought in to assist on diversity and there is executive sponsorship of diversity, but not a dedicated staff member beyond our Aboriginal Lead position.” - Other


55 EMPLOYER SURVEY

‣ “We encourage newcomers to seek out free language training and workshops by giving them the information. Our full time staff have an EAP program and our hourly staff receive information about counseling available for free through AHS (Alberta Health Services).” - Other

‣ “We have a health spending and personal spending account, both of which can be used to pay for childcare. We have flexible remote working and we are encouraging that. If someone is transferring from another country we help with housing for a period of time. We have an EAP program for mental health support and have had AHS (Alberta Health Services) on site for mental health training. We offer parking allowances and free parking to certain levels of colleagues. We have global staff positions related to diversity, but not in Calgary specifically.” - Professional, Scientific & Technical Services

‣ “We are thinking about offering mental health supports. It's on our radar.” - Professional, Scientific & Technical Services

‣ “We do comply to our duty to accommodate. We allow people to work from home. There's a daycare in our building. We have company cars if they go out into different communities, as well as travel and mileage.” - Professional, Scientific & Technical Services

‣ “We have English and French documents available to our employees.” - Professional, Scientific & Technical Services

‣ “We offer none of those.” - Transportation & Warehousing

‣ “Housing is not offered in Calgary. We have an expectation that they can converse in English, but it can be heavily accented.” - Transportation & Warehousing

‣ “We definitely provide language training, particularly in our warehouses.” - Wholesale & Retail Trade

‣ “Our building is on the ground floor, so it's accessible. While we may not have a formalized program in place, mental health is something we're very aware of. We have had a few circumstances where we had to be accommodating to staff facing those issues.” - Wholesale & Retail Trade


56 EMPLOYER SURVEY

Benefits of a Diverse WorkforceMany Calgary and area employers are reaping the benefits of diverse and inclusive workplaces - from improved company culture, to enhanced innovation, to being better able to meet the needs of their clients and customers. Employers were also able to provide examples of how specific diversity groups enhance their organizations overall.

Improved Company CultureDiversity improves organizational culture, increases employee morale and productivity, and enhances an organization’s reputation as a good place to work.

‣ “I think just being representative of the population of Calgary is very important for our organization because it makes for a more balanced work environment.” - Accommodation & Food Services/Arts & Entertainment

‣ “Given the fact that we have like 18 different nationalities within our doors, it provides us with a real good framework of diversity. It's especially effective in helping new immigrants feel very welcomed because there's always someone in the company that speaks their mother language. We get perspectives from all over the world which contributes to our way of doing business, but also the way we communicate and look at work. It's of huge benefit to have all these different cultures working here.” - Construction

‣ “Diversity just brings us a different way of looking at things and enhances our culture.” - Construction

‣ “I think just in general it gives us an awareness of cultural diversity. As an organization we're more aware of different religious holidays and the different needs of different groups. From a cultural perspective hiring diverse people has created awareness amongst our staff. They're asking questions and getting to know each other's backgrounds, including what they celebrate and why or why not.” - Finance, Insurance, Real Estate & Leasing

‣ “I think it's nice the we have a diverse organization that includes all walks of life and all different backgrounds. I think that's part of the reason we're an attractive employer because we give different people different opportunities.” - Finance, Insurance, Real Estate & Leasing

‣ “I think it provides an opportunity for the rest of our staff to understand and work with individuals who aren't the same as them. It expands their thinking patterns and the ways they do things. It gives them an opportunity to look at anything, whether work related or personal, from another perspective. It also teaches empathy for our employees, so they become better at impactful listening and relating to others on a personal level.” - Manufacturing

‣ “Honestly it's been great having people from different abilities and walks of life working here. It makes for a great place to work.” - Other

‣ “I would say we have a very collaborative and inclusive work culture here. I think that benefits the organization by expanding our knowledge.” - Professional, Scientific & Technical Services


57 EMPLOYER SURVEY

‣ “It definitely has added to our cultural differences and brings us a new perspective from different people. It has helped our team come together because previously there was a lot of division in the company. Diversity has improved our communication because there's been a lot of training around that. It has really developed our culture here.” - Professional, Scientific & Technical Services

‣ “I think that given the diversity we have within the organization right now it's part of our culture. We do talk about the benefits of learning about other cultures. We celebrate diversity in terms of culture. Recruitment of people outside of Canada has had business and technological benefits for everybody. Those hires have had exposure to different solutions that benefit everybody in our company. Definitely it's a value added as part of our company culture.” - Professional, Scientific & Technical Services

‣ “It creates diversity where everybody gets to learn from other walks of life. Every quarter we do an international potluck where everybody can bring their cultural foods. It's awesome to have real cultural food.” - Transportation & Warehousing

‣ “We have developed resource groups for each of those diversity areas so that they can know each other within the organization and can share information with the rest of the organization. That can be done through company events or information sessions.” - Transportation & Warehousing

‣ “We've been rewarded by outside agencies as an employer of choice. I truly think that's in part because of our diversity and inclusion.” - Wholesale & Retail Trade

‣ “We get more staff by hiring from a diverse group and that goes to our benefit.” - Health Care & Social Assistance

‣ “We have lots of different diverse groups working here. It makes it easier for new employees to fit in, especially the newer immigrants. They get connected with a circle of coworkers right from the start.” - Transportation & Warehousing

Drives Innovation and New Ideas‣ “I think we welcome diversity and we have a culture that welcomes changes. New ideas that come

from fostering diversity are very much appreciated and considered.” - Accommodation & Food Services/Arts & Entertainment

‣ “We are in the hospitality industry in hotels, so for all different groups they bring uniqueness to our hotel and we can use their strategic ideas to serve diverse guests.” - Accommodation & Food Services/Arts & Entertainment

‣ “I think it just brings a different culture and way of doing things. Having a diverse workforce brings innovation.” - Construction

‣ “I feel that the diversity offers uniqueness in their perspectives. It gives us a better understanding of how to approach and solve problems.” - Construction

‣ “Diversity of experience and of thought helps to drive innovation, and therefore is important to an engineering company.” - Mining & Oil & Gas


58 EMPLOYER SURVEY

‣ “We strongly believe that when we have people of different backgrounds and life experiences working for us it really grows new ideas. Company diversity includes diversity of thinking, so not just who the individual is but what they can bring to the workplace. A well rounded, strong, innovative organization needs diversity. Diversity allows us to grow and advance technology forward so that we can provide better solutions to our customers.” - Professional, Scientific & Technical Services

‣ “I just think there is diversity within ideas from people from everywhere. Diversity is very important and there is more innovation because of it.” - Transportation & Warehousing

Better Able to Meet Customer/Client Needs‣ “We have some very formalized statements on our website about why we do it. Overall in terms of

bid competitions it is in our best interest to have as diverse a staff as possible due to client needs. People from different ethnicities and countries of origin all bring different skill sets and ideas. More new ideas allow us to better serve our clients.” - Construction

‣ “We've hired people from a variety of backgrounds because we have target markets all over world. By having employees of different backgrounds, cultures and languages, we can better connect with our target clients.” - Finance, Insurance, Real Estate & Leasing

‣ “It allows me to better serve clients from the same diverse groups.” - Finance, Insurance, Real Estate & Leasing

‣ “I think it definitely contributes to our ability to serve our multicultural and multinational clients. Our diverse employee base benefits that.” - Finance, Insurance, Real Estate & Leasing

‣ “We specifically work with certain populations, so often it is nice to have a face that's part of those communities. We have hundreds of stories that talk about how a child felt included in our programs because members of their community work here.” - Health Care & Social Assistance

‣ “I just think that every person brings their own really valuable life experience. The more diverse the workforce, the more we are able to deal with the diverse population we work with. Disability isn't the only diversity aspect of our client population. We have a wide range of people from all across the world working for us, which has really enhanced our understanding of client diversity in the big picture.” - Health Care & Social Assistance

‣ “I think it's a better representation of our client base.” - Other

‣ “There are several benefits to recruiting individuals from the above groups. For the [organization] it is important to attract individuals who contribute to the diversity that already exists and for the staff/faculty workforce to be reflective of our student body.” - Other

‣ “I would say that even though we are in a rural community, we live in a fairly diverse community. One of the things that's very important for us is to have the diversity of our staff to reflect the diversity of the community we serve.” - Other


59 EMPLOYER SURVEY

‣ “Diversity and inclusion allows us to connect with our clients, customers, and community better. We have a better understanding about what the needs of our customers are today.” - Professional, Scientific & Technical Services

‣ “They can grow skills at the dealership through their diversity. This provides a benefit when dealing with customers because we have a diverse customer base with our customers coming from all of those groups.” - Wholesale & Retail Trade

Youth and Mature Workers‣ “We need staff for when our golf courses open for all of the areas. For us, youth and semi-retired

people are ideal because our schedule fits theirs.” - Accommodation & Food Services/Arts & Entertainment

‣ “Mature workers are the bulk of our turf care department and without them we wouldn't have quality control.” - Accommodation & Food Services/Arts & Entertainment

‣ “I think getting young workers means getting a fresh perspective on processes and how we do things. They're fresh out of school with a different education than what people were getting 20 to 30 years ago. There have been many changes in technology, so we need the great ideas they can share with us.” - Construction

‣ “For mature workers there's a wealth of experience they bring to the job. This has enriched the experience of the rest of us. We have a good number of people who have worked for the organization for 35 or more years. The fact they have a history of how things were done in the past which may not be documented anywhere can be really useful for decision making.” - Health Care & Social Assistance

‣ “With our experienced employees often we will recruit individuals that are towards the second half of their careers and often into positions that are research based or education focused. We can use their knowledge to assist junior staff with clinical skills.” - Health Care & Social Assistance

‣ “We actually find that youth workers have a really good success rate with us, as long as we give them a try and train them well.” - Health Care & Social Assistance

‣ “Our average age for our employees is 45 right now. We're hiring people under 25 in the shipping department specifically, which is helping build strength and efficiency there. We need to train more people and allow them to advance within that department. That is the main reason we will be attending the youth job fair happening in April, so we can get more of those type of employees.” - Manufacturing

‣ “Youth is obviously advantageous to building a talent group from within and provides succession planning for our workforce in the future. Mature hires brings in a knowledge base and provides experience that is invaluable.” - Mining & Oil & Gas

‣ “The majority of our seasonal staff is youth under 25. Our [major event] wouldn't run without that group.” - Other


60 EMPLOYER SURVEY

Indigenous Peoples‣ “We just hired two people from an Indigenous course at NorQuest College. They're both doing

internships with us and will stay on afterwards to helps us fill positions. In this particular case their wages during the internship are government funded and we provide them free accommodations. After their 12 week internship they will become employees and we will enter into a standard employer relationship with them.” - Accommodation & Food Services/Arts & Entertainment

‣ “I have personally worked very closely with the Indigenous band that's close to our area in the last 12 months. We initially hired a large number of that group. I thought that when they started working with us they would really add to the educational aspect and Canadian culture for the entirety of our workforce.” - Accommodation & Food Services/Arts & Entertainment

‣ “We work a lot with the Gabriel Dumont Institute because for us we get a financial reward if we employ people from Indigenous groups. It's great for our company. We try to have joint partnerships with local Indigenous communities.” - Construction

‣ “I think I use Aboriginals as an example. I am one. This gives us a better understanding of other populations and relationships with people who are underrepresented in the labour force. We have a number of Aboriginals working for us now and our referral system has worked really well for our company to bring more of that group in.” - Construction

‣ “We have an Indigenous community specialist and we've been able to leverage great contract values with her through the networks she has in the local communities.” - Construction

‣ “For Indigenous peoples for instance, a lot of our clients are Indigenous. We find that hiring someone who specifically is Indigenous and looks at Indigenous awareness has helped from treatment of clients right through to future recruiting for the organization.” - Health Care & Social Assistance

‣ “We hire Blackfoot educators that teach our school children and adult programs. Without them we couldn't offer that same quality of programming about Indigenous heritage, artifacts, spiritual life, language, and art.” - Other

‣ “We have an Aboriginal Lead, so we have a corporate position with respect to coming up with Aboriginal strategies. This has had immeasurable benefits for the organization.” - Other

‣ “I think going back to the groups that were part of the initial question, we have a lot of programming that is diversity related. A lot of our Indigenous staff are employed in our Indigenous programs. We also have relatively new immigrants on staff teaching our language instruction courses for newcomers.” - Other


61 EMPLOYER SURVEY

New Immigrants‣ “We have a few new immigrants working as custodians. They're good workers with good

experience.” - Accommodation & Food Services/Arts & Entertainment

‣ “The new immigrants from all over the world who move dirt are hard workers.” - Construction

‣ “We've hired a number of janitors who are new immigrants over the last couple of months and they've been excellent employees who've enabled us to expand our business.” - Finance, Insurance, Real Estate & Leasing

‣ “With the new immigrants they are sharing different experiences with some of our other employees. They can also actually connect to our customers better if they speak the same language or have similar cultural practices.” - Finance, Insurance, Real Estate & Leasing

‣ “Our mission is to have multicultural staffing so hiring diverse populations really helps with that. We find that with refugees they are really hard working people. That benefits our residents, our company and the whole of society in Canada. I've been here for 18 years in HR and as a company we are focused on fostering that kind of environment and culture.” - Health Care & Social Assistance

‣ “We mainly hire immigrants to Canada or other groups as they are the group who will care for our senior population.” - Health Care & Social Assistance

‣ “I would think the best example is hiring new immigrants to Canada. We have a lot of people working here who come from different parts of the world, which has allowed us to grow. They bring different skill sets that are tough to find nurtured in Canada, but these are skill sets they have already acquired before coming here.” - Manufacturing

‣ “The manager of one of our departments heard a woman on the radio who came from a Middle Eastern country and was having trouble finding employment. That manager hired her from hearing that radio spot. She now works here as a file clerk and is a valuable employee.” - Mining & Oil & Gas

‣ “We hire new Canadians through the Calgary Catholic Immigration Society. When they come in to our workplaces they bring a new perspective and a new energy. They are very enthusiastic and have new ideas. We have potlucks and they bring really good food. There are so many intangible benefits they bring to the team.” - Professional, Scientific & Technical Services

‣ “We hire a lot of immigrants into our organization. They certainly bring new qualifications, education, and past experience, as well as teach us about their backgrounds. It's kind of a dual effort where they learn from us and we learn from them. We educate our team based that knowledge.” - Transportation & Warehousing

‣ “In the past as well as now we often hire a lot of new Canadians. Many bring with them a lot of years of experience from foreign countries. We will get them into entry level management positions and they will advance very quickly because they bring so many skills, knowledge and education that they learn to apply to the Canadian workplace.” - Wholesale & Retail Trade


62 EMPLOYER SURVEY

Persons with Disabilities‣ “We have people with disabilities who do some of our box office work. That is a job that was

typically not always easy to fill because it doesn't have a lot of action. It's a lot of sitting looking at computers while on the phone. Once we started looking for people with mobility issues we were able to find employees for that role who are happy to have a job that doesn't involve a lot of moving around.” - Accommodation & Food Services/Arts & Entertainment

‣ “There are always benefits to diversity. The example would just be people bringing a diversity of knowledge and skills. Persons with disabilities for example have different skills, ideas and perspectives that they bring to the workforce.” - Finance, Insurance, Real Estate & Leasing

‣ “From a disability perspective, awareness allows for us to start looking for different ways to do the same job. Sometimes this is done to meet the needs of the employee, but it ends up revealing opportunities to do things differently. It's no longer just leading to accommodation, it's also leading towards corporate innovation.” - Finance, Insurance, Real Estate & Leasing

‣ “I'm a big fan myself of hiring people with disabilities because in my experience they're very loyal to the company and have good performance if they get the right position for them.” - Manufacturing

‣ “We have someone in our out of school care in a wheelchair. They work with our children and we have accommodated them in order to work with kids in that environment. What it does for that program and for us in general is to show that there are opportunities for people with disabilities.” - Other

‣ “We hired someone with hearing impairments and they have gone on to be a very valuable member of the organization. They are able to step in when our clients who also have hearing impairments come in and need to sign. Hiring that person benefits our organization and it benefits our clients.” - Professional, Scientific & Technical Services

‣ “The best example I have is the person with a disability that we hired. He's almost a local celebrity. He brings joy to the workplace and customers are happy to see him.” - Wholesale & Retail Trade

Other Diversity Groups‣ “If we're talking about single parents, the flexibility in scheduling in a lot of our part time positions

for the restaurant gives them the opportunity to be with their families and work when they're available.” - Accommodation & Food Services/Arts & Entertainment

‣ “The benefits come because we have a diverse group of individuals that we care for. We find if we have staff who speak other languages fluently it makes it nicer for our residents. Those residents are not struggling to understand what people are saying, so they're more comfortable.” - Health Care & Social Assistance

‣ “I think for us visible minority groups are the largest component of our workforce. They comprise a large number of licensed practical nurses, health care aides and registered nurses. I think if we didn't employ them we really would have problems sourcing the capable, efficient and skilled workers that we need.” - Health Care & Social Assistance


63 EMPLOYER SURVEY

‣ “Hiring women in a male dominated field also results in the benefit of changing the work culture of the department. Women in those positions will aim for high performance.” - Manufacturing

‣ “The French speaking person we hired has been able to help us because we're doing some work in France and we have been able to utilize their translation abilities to sort our immigration issues.” - Mining & Oil & Gas

‣ “From our front line there's a lot of individuals with different languages and heritages. They can connect and communicate with our passengers of similar backgrounds.” - Transportation & Warehousing

‣ “We can speak to our customers in multiple languages, so we achieve that objective in part because of the new immigrants we have hired.” - Wholesale & Retail Trade


64 EMPLOYER SURVEY

Appendix A: Survey Methodology

The Q1 2018 Calgary and Area Employer Survey is based on responses to a telephone questionnaire conducted in January, February and March 2018 of Calgary and area employers with 100+ employees (large-sized employers). Following are the number of respondents from each industry sector.

The ‘Other’ industry category includes a variety of employers from the remainder of the industry categories: Agriculture, Utilities, Information & Culture, Management of Companies, Administrative & Support Services, Educational Services, Other Services and Public Administration.

It should be noted that the method of sample selection provides a good cross-section of opinion. Nevertheless, given the size of the sample, the statistical reliability of the survey is limited, particularly when the data is reported by industry. The value of this survey, however, goes beyond the data captured by the questionnaire. The telephone interview allows companies to expand on their responses, which provides invaluable information and comments that cannot be measured quantitatively.

Alberta Community and Social Services has made every effort to ensure that the information contained in this report is reliable, but makes no guarantee of its accuracy or completeness. The user of any information in this report accepts full responsibility and risk of loss resulting from decisions made by the user.

Industry Number of Respondents

Mining & Oil & Gas 20Construction 20Manufacturing 20Wholesale & Retail Trade 20Transportation & Warehousing 20Professional, Scientific & Technical Services 20Health Care & Social Assistance 20Accommodation & Food Services/Arts & Entertainment 20Finance, Insurance, Real Estate & Leasing 20Other 20Total 200


APPENDIX ASurvey Methodology

65

Appendix B: Employer Survey - Q1 2018 Occupation Results

LayoffsTwenty-two per cent of the employers laid off approximately 479 workers in the three months prior to their survey.

Industry NOC Code Occupation Number of Layoffs

Accommodation & Food Services/Arts & Entertainment 6731 Light duty cleaners 36525 Hotel front desk clerks 21226 Conference and event planners 11431 Accounting and related clerks 1

Subtotal 7Construction 7251 Plumbers 30

7611 Construction trades helpers and labourers 78615 Oil and gas drilling, servicing and related labourers 1

Not specified 4Subtotal 42

Finance, Insurance, Real Estate & Leasing 1224 Property administrators 106231 Insurance agents and brokers 2

Subtotal 12Health Care & Social Assistance 1221 Administrative officers 2

1241 Secretaries (except legal and medical) 24212 Community and social service workers 35

Subtotal 39Manufacturing 2221 Biological technologists and technicians 5

9437 Woodworking machine operators 5Subtotal 10

Mining & Oil & Gas 8232 Oil and gas well drillers, servicers, testers and related workers 598412 Oil and gas well drilling workers and services operators 352231 Civil engineering technologists and technicians 92253 Drafting technologists and technicians 82145 Petroleum engineers 32131 Civil engineers 27301 Contractors and supervisors, mechanic trades 2



APPENDIX BQ1 2018 Employer Survey Occupation Results

66

Industry NOC Code Occupation Number of Layoffs

Other 2171 Information systems analysts and consultants 54021 College and other vocational instructors 2

13 Senior managers - financial, communications and other business services 1421 Administrators - post-secondary education and vocational training 1

1222 Executive assistants 14163 Business development officers & marketing researchers & consultants 1

Subtotal 11Professional, Scientific & Technical Services 1221 Administrative officers 2

2145 Petroleum engineers 14122 Banking, credit and other investment managers 5

1123 Professional occupations in advertising, marketing and public relations 12151 Architects 12211 Chemical technologists and technicians 2

Subtotal 25Transportation & Warehousing 7511 Truck drivers 25


Wholesale & Retail Trade 2145 Petroleum engineers 307253 Gas fitters 107535 Automotive mechanical installers and servicers 96421 Retail salespersons 56611 Cashiers 56622 Grocery clerks and store shelf stockers 56742 Other elemental service occupations 27321 Automotive service technicians, truck & bus mechanics & mechanical repairers 27512 Bus drivers, subway operators and other transit operators 21241 Secretaries (except legal and medical) 1


Grand Total 479Note: Some employers did not specify which occupations.


67 APPENDIX B

Vacant PositionsSeventy-four per cent of employers had 1,781 vacant positions that needed to be filled.

NOC Code Occupation Vacant Positions

4011 University professors 1377511 Truck drivers 923413 Nurse aides, orderlies and patient service associates 801221 Administrative officers 765254 Program leaders and instructors in recreation, sport and fitness 754212 Community and social service workers 561411 General office support workers 448612 Landscaping and grounds maintenance labourers 432145 Petroleum engineers 393012 Registered nurses 386541 Other protective service occupations 343233 Licensed practical nurses 292171 Information systems analysts and consultants 286733 Janitors, caretakers and building superintendents 287512 Bus drivers, subway operators and other transit operators 271241 Secretaries (except legal and medical) 244153 Family, marriage and other related counsellors 244021 College and other vocational instructors 236513 Food and beverage servers 21

211 Engineering managers 204214 Early childhood educators and assistants 206731 Light duty cleaners 196552 Customer service, information and related clerks 181114 Other financial officers 17711 Construction managers 15

3211 Medical laboratory technologists and pathologists' assistants 15311 Managers in health care 14

1123 Professional occupations in advertising, marketing and public relations 146421 Retail salespersons 142225 Landscape and horticulture technicians and specialists 134412 Home support workers, housekeepers and related occupations 13714 Facility operation and maintenance managers 12

1521 Shippers and receivers 122173 Software engineers and designers 126711 Food counter attendants, kitchen helpers and related occupations 127315 Aircraft mechanics and aircraft inspectors 129416 Forging machine operators 126525 Hotel front desk clerks 11

111 Financial managers 104032 Elementary school and kindergarten teachers 106732 Specialized cleaners 108255 Landscaping and grounds maintenance contractors and managers 10

Note: Only occupations with 10 or more vacancies are shown.


68 APPENDIX B

Change in EmploymentOverall, employers anticipate employment will increase by 5,687 and decrease by 1,290, for a net employment increase of 4,397 people.

Industry NOC Code Occupation Net Change in Employment

Accommodation & Food Services/Arts & Entertainment 8612 Landscaping and grounds maintenance labourers 1306513 Food and beverage servers 1106421 Retail salespersons 356731 Light duty cleaners 356525 Hotel front desk clerks 106552 Customer service, information and related clerks 106733 Janitors, caretakers and building superintendents 106622 Grocery clerks and store shelf stockers 5


Construction 7611 Construction trades helpers and labourers 210 7521 Heavy equipment operators (except crane) 200 7511 Truck drivers 150 8612 Landscaping and grounds maintenance labourers 90 8615 Oil and gas drilling, servicing and related labourers 60 2225 Landscape and horticulture technicians and specialists 15 8255 Landscaping and grounds maintenance contractors and managers 15 6232 Real estate agents and salespersons 10

711 Construction managers 5 7271 Carpenters 1

Subtotal 756 Finance, Insurance, Real Estate & Leasing 4112 Lawyers and Quebec notaries 8

1111 Financial auditors and accountants 1 1114 Other financial officers 1 2171 Information systems analysts and consultants 1

Not specified 120 Subtotal 131

Health Care & Social Assistance 3413 Nurse aides, orderlies and patient service associates 50 4212 Community and social service workers 12 4412 Home support workers, housekeepers and related occupations 1

Not specified 200 Subtotal 263

Manufacturing 9619 Other labourers in processing, manufacturing and utilities 103 7441 Residential and commercial installers and servicers 55 9413 Glass forming and finishing machine operators and glass cutters 21 2243 Industrial instrument technicians and mechanics 10

111 Financial managers 1 9612 Labourers in metal fabrication (30)

Subtotal 160 Mining & Oil & Gas 2145 Petroleum engineers 5

9232 Petroleum, gas and chemical process operators 2 8412 Oil and gas well drilling workers and services operators 1

Not specified (10) Subtotal (2)


69 APPENDIX B

Industry NOC Code Occupation Net Change in Employment

Other 8612 Landscaping and grounds maintenance labourers 750 6722 Operators and attendants in amusement, recreation and sport 520 6541 Other protective service occupations 500 6552 Customer service, information and related clerks 500 5254 Program leaders and instructors in recreation, sport and fitness 195 6513 Food and beverage servers 150 6711 Food counter attendants, kitchen helpers and related occupations 150 4032 Elementary school and kindergarten teachers 55 125 Other business services managers 50 631 Restaurant and food service managers 50 422 School principals & administrators of elementary& secondary education 30

4214 Early childhood educators and assistants 11 1411 General office support workers 10 6733 Janitors, caretakers and building superintendents 10

Not specified 400 Subtotal 3,381

Professional, Scientific & Technical Services 7611 Construction trades helpers and labourers 55 1123 Professional occupations in advertising, marketing and public relations 25 1122 Professional occupations in business services to management 7 2121 Biologists and related scientists 5 2153 Urban and land use planners 5 2151 Architects 3 5241 Graphic designers and illustrators 3 2171 Information systems analysts and consultants 2 4167 Recreation, sports & fitness policy researchers, consultants, program officers 2

Subtotal 107 Transportation & Warehousing 7511 Truck drivers 135

6552 Customer service, information and related clerks 25 1521 Shippers and receivers 10 6622 Grocery clerks and store shelf stockers 10 7315 Aircraft mechanics and aircraft inspectors 4 2271 Air pilots, flight engineers and flying instructors 2

Not specified 40 7512 Bus drivers, subway operators and other transit operators (1,200)

Subtotal (974) Wholesale & Retail Trade 6421 Retail salespersons 50

8432 Nursery and greenhouse workers 23 6611 Cashiers 10 6622 Grocery clerks and store shelf stockers 5 6623 Other elemental sales occupations 5 2145 Petroleum engineers 3

211 Engineering managers 2 1521 Shippers and receivers 2 6411 Sales representatives - wholesale trade (non-technical) (10)

Subtotal 90

Grand Total 4,397 Note: Some employers did not specify which occupations.


70 APPENDIX B

2018q1calgarylabourmarket final · 2.1% 1.8% 2.0% gdp growth forecast 2018 future growth while oil...

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