'More pressure': B.C. not immune to trades training decline seen across Canada
New apprenticeships are down across the country due to the COVID-19 pandemic, according to a Statistics Canada report released this month.
This spells trouble for economic production in the near term, as employers and trades schools scramble to make up for lost time, says Guy Ellis, CEO of Trades Training BC.
“It means higher wages and less production, if you will, whether it’s building or mechanics or anything else. So, there’s more pressure for sure on the companies trying to provide goods and services,” says Ellis.
The report shows an overall decline in new apprenticeship registrations of 28.5% in 2020, in addition to a 32.7% decline in certifications. In B.C., total apprenticeship registrations were down 23.9%.
Ellis is also the dean of the BCIT School of Transportation, which trains mechanics for planes, trains and automobiles. He tells Glacier Media his school fared relatively well with only an estimated 15% decline in head count last year. Construction-related certifications also fared fine in B.C., he says.
“At the start of the pandemic, there was a halt of several industry sectors, including construction. In B.C., the government reacted and came out with a list of essential services... construction was on that list. So the slowdown in the construction sector and transportation sector was not as big as in other parts of the country,” explains Ellis.
Echoing the report, he says it was the more social trades — ones more popular among women — that were hurt the most.
“Among the major trade groups, the largest percentage declines in certifications were for community and social service workers (-62.7%), hairstylists and estheticians (-48.1%), electronics and instrumentation (-45.3%), early childhood educators and assistants (-44.4%), and food services (-43.4%),” noted the report.
“The severity of the impact on these trade groups was partially attributable to the forced closures of businesses deemed non-essential, combined with the fact that many other businesses operated at limited capacity, such as restaurants that remained open but had limited dining capacity or provided only delivery services.”
Apprentices are typically sent to schools by employers; upon completion of coursework, they become certified skilled workers, says Ellis, adding many employers are taking a wait-and-see approach as public health rules shift.
“The declines in new registrations and certifications among women were proportionately larger than those among men, as new registrations declined by 3,447 (-32.9%) and certifications fell by 2,460 (-38.5%)” as compared to 27.8% and 31.9% respectively,” according to the report.
Ellis says schools are back to full capacity but the hiccup left by the pandemic will be felt in years ahead. He notes the provincial government may need to spend more money on increasing capacity to make up for the shortfall.
“Now the demand is there but there’s still lots of safety protocols in place that constrains productivity,” he says.
B.C. restaurants hope more foreign workers can curb labour 'crisis,' industry association says
Restaurants running on reduced hours, capacity to
make up for pandemic-induced worker shortage
For years, Diana Chan has had a crew of 10 workers slinging hot dogs and poutines for hungry skiers and snowboarders at the foot of Whistler and Blackcomb mountains.
But this year, she's only been able to hire five staff.
"We run at 50 per cent hours, so we're not open late — and that is disappointing a lot of our fans," said Chan, owner of Zog's Dogs and Moguls Coffee House.
With peak season in full swing, Whistler is among many communities in B.C. that continue to grapple with a pandemic-induced worker shortage that's showing no signs of climbing back up.
"Everyone is seeing a drop in applicants," added Chan, who is also also the board chair of the resort municipality's chamber of commerce. "Pretty much every business is at some point struggling with staffing."
Restaurant owners and industry leaders are already looking ahead to the 2022 summer tourism season, hoping that by then provincial and federal governments will have policies in place to allow more foreign workers to enter the country and fill vacant roles.
"This is the winter we're going to have, there's nothing we can do to change the winter. We're now turning to the summer hiring," she said.
Down 40,000 workers
According to the B.C. Restaurant and Foodservices Association (BCFRA), the industry is down about 40,000 workers — or about 20 per cent of its workforce.
President and CEO Ian Tostenson says he doesn't expect the domestic market can fill gaps anytime soon.
"The only way we're going to deal with this crisis that we're in is through skilled foreign workers," said Tostenson.
That's why the BCRFA says it's asked the provincial government to exempt B.C. employers from having to apply for a Labour Market Impact Assessment (LMIA) for a two-year period.
LMIA's are documents that employers in Canada often need before they are able to hire a foreign worker. The purpose of it is to show that there are no domestic workers available for the job — but the process of obtaining an LMIA can take months.
Chan says many small businesses in Whistler have been unable to hire foreign workers amid LMIA requirements.
Calls to speed up processing times
The BCFRA says it has also asked the province to call on Ottawa to expedite work permits for skilled foreign workers headed to B.C. to fill roles in kitchens — hopefully in time for the summer season.
"What could be taking nine months to a year right now, we think we could get it down to six months," said Tostenson.
CBC News has reached out to both the province and the federal government in asking whether these recommendations might be considered.
The $15 billion restaurant industry in B.C. has been among the hardest hit by the pandemic, hit by a series of shutdowns and having to adapt to new COVID-19 protocols, Tostenson said. That's why he thinks work permits for restaurant workers coming from abroad should be fast-tracked.
"We need to make this a priority," he said.
Business owners seeking solutions as nearly half Alberta small businesses facing labour shortages
'Labour shortage issues are not new to small businesses, but definitely have been made worse since the pandemic,' said Annie Dormuth, the Alberta provincial affairs director for CFIB
Author of the article: Stephanie Babych
Publishing date: Dec 15, 2021 •
Article content
Nearly half of small businesses in Alberta continue to grapple with labour shortages as they recover from public health measures and a shift in the labour force.
A report released last week by the Canadian Federation of Independent Business shows 46 per cent of Alberta small businesses are experiencing staff shortages, with 24 per cent reporting they don’t have enough staff to maintain current business operations.
“Labour shortage issues are not new to small businesses, but definitely have been made worse since the pandemic,” said Annie Dormuth, the Alberta provincial affairs director for CFIB.
“This definitely does impact small business operations in a negative way, as we are seeing and have seen with the survey results from our Alberta members.”
Nationally, 55 per cent of small businesses surveyed couldn’t get the staff they need for current operations or to meet new demand. About 16 per cent said they have met the challenge but at a cost, including wage increases, benefit plans and signing bonuses.
When surveyed in June, 76 per cent of Alberta business owners reported working more hours themselves to make up for the labour shortage, 43 per cent of businesses said they were relying on their current crew to work additional hours, and 26 per cent were cancelling or deferring business projects.
“For a lot of owners and general managers, it’s very long hours, every day and multiple days in a row to try to make sure our businesses get back on track,” said Ernie Tsu, president of the Alberta Hospitality Association.
“We’re seeing some of our businesses close down once a week or cutting their hours of operation.”
According to CFIB, 48 per cent of Canadian small businesses said former or current employees switched industries. About 63 per cent reported they couldn’t find a job applicant with the skills or experience needed for the open position.
The hospitality industry has been the hardest hit by the issue. Tsu said his association will be meeting with the provincial and federal governments in the new year to discuss possible solutions.
Deborah Yedlin, president and CEO of the Calgary Chamber of Commerce, said the challenges that small businesses are facing right now are just as nuanced as the solutions.
“With more than half of Canadian small businesses unable to attract the staff they need, pre-pandemic issues are compounded by current challenges of continuing uncertainty, waning employee confidence and gaps between needed and available skills,” Yedlin said in a statement.
“Investments in social infrastructure like affordable quality child care will make Alberta a more attractive place to live and work, set our next generation up for success, and encourage families — particularly women — to return to work.”
An immigration policy that attracts people with specific skills to the province, investment in community vibrancy and improving interprovincial labour mobility are also key to improving labour challenges, she said. And collaboration between the business community and post-secondary institutions is another way to more quickly close the talent and skills gap.
“Small businesses generate over 40 per cent of GDP and represent nearly 98 per cent of Canadian businesses,” Yedlin said. “Given this, immediate solutions to tackle workforce challenges is critical to our economic recovery.”
CFIB is urging the federal and provincial governments to address the labour shortage, Dormuth said.
She cited streamlining and improving the temporary foreign worker and immigration processes, stimulating automation through programs or tax credits, providing tax relief for workers over age 65, and reducing employment insurance premiums for small businesses to offset hiring costs as a few examples.
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