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Celebrating Diversity: Why Durham Businesses Should Support Drag Queen Storytime

May 1, 2026 10:26 am Leave a Comment

This blog highlights the importance of inclusion, representation, and community engagement in building a strong and resilient local economy. It explores how initiatives such as Drag Queen Storytime contribute to welcoming communities, support literacy and cultural participation, and reflect the diversity of Durham Region.

The Durham Workforce Authority recognizes that inclusive communities and inclusive workplaces are closely connected. Creating environments where individuals feel welcomed, respected, and represented strengthens workforce participation, supports talent attraction and retention, and contributes to long-term economic and community wellbeing.

As conversations about diversity, equity, inclusion, and accessibility evolve in workplaces and communities, the Durham Workforce Authority remains committed to supporting evidence-based dialogue and to fostering a labour market where everyone has the opportunity to participate and succeed.

Celebrating Diversity: Why Durham Businesses Should Support Drag Queen Storytime

Every year, libraries across Durham Region host Drag Queen Storytime, an event that has become a powerful symbol of inclusivity, literacy, and community engagement.  The impact of Drag Queen Storytime, which Durham CAS funds, has not gone unnoticed. In January 2024, Durham Region Public Libraries and Durham CAS were honoured with the Ontario Library Association’s Les Fowlie Intellectual Freedom Award and the Joyce Cunningham Award. These accolades recognize the courage and collaborative efforts in promoting intellectual freedom and celebrating diversity through the Drag Queen Storytime events.

While the initiative is primarily known for its impact on children and families, it also holds significant value for the business community. Embracing diversity and inclusion isn’t just the right thing to do—it’s also good for business.

A Stronger, More Inclusive Community Means a Thriving Economy

When local businesses support inclusive events like Drag Queen Storytime, they contribute to a welcoming environment that attracts skilled workers, diverse consumers, and new investment. Companies prioritizing diversity, equity, and inclusion (DEI) in today’s economy benefit from stronger brand loyalty and customer engagement. A more inclusive Durham Region isn’t just about social responsibility—it directly supports economic growth.

Supporting Local Organizations and Economic Growth

Events like Drag Queen Storytime bring families into libraries, where they also explore local businesses before and after the event. Restaurants, cafés, and retailers experience increased foot traffic, while local performers and event organizers gain economic opportunities. By supporting these events, businesses can strengthen their ties to the community and tap into a broader customer base.

Enhancing Corporate Social Responsibility (CSR)

For businesses, aligning with initiatives that celebrate diversity can improve corporate reputation and employee satisfaction. Consumers today prefer brands that stand for inclusion, and employees are more engaged when they feel their workplace values align with broader community efforts. Supporting Drag Queen Storytime provides a visible, positive way to demonstrate corporate values in action.

How Businesses Can Get Involved

• Partnership Opportunities: Partner with local libraries or community organizations to help fund inclusive events.
• Hosting Community Events: Offer space for discussions or literacy-based programs that align with diversity initiatives.
• Promoting Inclusivity in the Workplace: Support employee participation and create an inclusive work culture that reflects the values of events like Drag Queen Storytime.

A Forward-Thinking Approach to Business Success

Drag Queen Storytime is more than just a reading event—it’s an opportunity for businesses to show their commitment to a diverse and inclusive Durham Region. By embracing initiatives that promote community engagement and inclusion, businesses contribute to a better society and position themselves as leaders in an evolving market.

As Durham Region continues to grow, fostering a culture of acceptance and belonging will be essential to our economic future. Supporting inclusive events is a smart business strategy that benefits employees, customers, and the entire community. Let’s celebrate diversity, drive economic growth, and build a stronger region—together.

2026 Drag Queen Story Time Events in Durham Region

Ajax Public Library – June 6 at 10:30 a.m.

Brock Public Libraries – May 30 at 10:00 a.m.

Clarington Public Library, Museums & Archives – June 20 at 3:30 p.m.

Oshawa Public Library – June 20 at 1:00 p.m.

Pickering Public Library – June 6 at 1:30 p.m.

Scugog Public Library – May 30 at 1:00 p.m.

Uxbridge Public Library – May 30 at 3:30 p.m.

Whitby Public Library – June 20 at 10:00 a.m.

 

Written by Eric Guernsey, Communication Coordinator at the Durham Workforce Authority.  Eric is active in the public library sector, currently serving as Chair of the Oshawa Public Library Board, Vice President of the Ontario Library Boards’ Association and as a member of the Ontario Public Library Guidelines Monitoring and Accreditation Council.

Tariff Pressures and Workforce Shifts in Durham Region

April 30, 2026 10:33 am Leave a Comment

Since early 2025, a series of escalating tariffs, initially targeting steel, aluminum, energy, and auto, have reshaped the trade landscape. Since the Trump administration took office, there have been ongoing challenges to trade with the United States. The Canadian Survey on Business Conditions has continued to serve as an important resource for understanding business responses to a changing economic environment.

Statistics Canada, Canadian Survey on Business Conditions.

Inisght from the 2026 Durham Employer Survey

The recently completed biennial DWA employer survey asked employers about the impacts of tariffs on local businesses. The employer survey typically collects information on businesses, including, but not limited to, business demographics, industry and business outlook, growth and opportunities, employee attraction and retention, and skillset requirements. Together, these surveys capture local reactions to the tariffs. All businesses, whether engaged in international trade or not, may be affected by disrupted supply chains, increased equipment or parts costs, and decreased market stability. Domestic service providers, such as restaurants and construction businesses, can see shifts in costs, wages, and consumer spending due to tariff-driven economic fluctuations.

DWA Employer Survey 2026

 

Tariffs Continue to Pose Labour Market Risks

Industries that make goods and rely on selling to the U.S. are the most at risk right now. In Durham, the DWA is keeping a close eye on manufacturing and related jobs, such as trucking and logistics. Recently, 1,000 workers in Durham’s auto industry were laid off. Across Ontario, many manufacturers are beginning to seek customers outside the U.S. In early 2026, about 12% of manufacturing businesses did this. Other sectors are doing the same, including information and cultural industries (10%) and wholesale trade (5.7%). (Statistics Canada). Ongoing trade tensions and changing policies have created uncertainty. Tariffs and new rules are making it harder for businesses and governments on both sides of the border to plan.

Workforce Tariff Response

To respond to these challenges, the Government of Canada is investing $570 million over three years through the Workforce Tariff Response program. The goal is to help up to 66,000 workers in affected industries. The governments of Canada and Ontario are working together to support workers and strengthen sectors affected by trade issues, tariffs, and global market changes.

One way this support will be delivered is through Ontario’s Skills Advance Ontario (SAO) program. This program brings together employers and training organizations to provide job training and employment support. Skills Advance Ontario helps people find and move into better jobs by offering training for entry-level, mid-level, and higher-skilled roles. It also helps workers learn new skills or upgrade their current ones, while helping employers find and keep skilled workers. In Durham, the Durham Workforce Authority has received SAO funding to help workers who have lost their jobs transition into new opportunities, particularly in the nuclear and healthcare sectors. More details will be shared soon.

About the DWA:

The DWA creates an annual plan supplying helpful information for community planning. Next month, the DWA will release its annual Labour Market Plan (LMP).

The plan focuses on the following:

• Durham Region demographics change, as do migration trends in and out, residents’ educational attainment, and changes in employers in the local area by employee size and 3-digit NAICs.
• Enhanced Jobs First Durham (JFD) data extracted from the DWA’s boutique job board with hyper-local information.
• An update on Employment Ontario data.

The DWA provides just-in-time custom labour market information and often conducts custom fee-for-service research. If you are interested in local data, please don’t hesitate to contact the DWA.

The Province of Ontario partially funds the DWA to supply Labour Market Information (LMI) to the Region of Durham.

Written by: Heather McMillan, Executive Director, Durham Workforce Authority

Heather’s expertise is developing strong local community labour markets and conducting industry research supported by innovative projects. Heather is a Toronto Sector Skills Academy Metcalf Fellow and was recently awarded her Certified Workforce Development Professional (CWDP) certification from the National Association of Workforce Development Professionals.

Do Fewer Job Post Mean the Economy is Slowing Down?

April 16, 2026 10:14 am Leave a Comment

I recently attended a meeting where a presenter suggested that the economy is slowing because job postings are declining.

Here’s the thing: the relationship between job postings and the economy is complex.  Fewer job postings may signal a hiring slowdown, but not necessarily a slow economy.  The labour market is influenced by larger external political forces, interest rates and business adjustments.  While it is clear that the labour market is facing challenges, job vacancy declines, and slight upticks in unemployment do not directly correlate to an economic slowdown.

Statistics Canada regularly releases the Job Vacancy and Wage Survey by province and economic region.  Below is the most recent release, which shows decreases both provincially and by the Toronto Economic Region.

Statistics Canada 14-10-0441-01

The job vacancy rate captures the number of job openings. A higher vacancy rate means employers are having a harder time filling positions, while workers can more easily find a new job. Canada’s job vacancy rate stood at 2.7% in the fall of 2025, down from 3.1% a year earlier. In mid-2021, the rate was near 6%, as the demand for workers surged following the pandemic.

Job losses in some sectors (manufacturing, transportation, and warehousing) were partly due to fears of tariffs and a global trade war emanating from the United States.

Locally, the DWA’s Jobs First Durham (JFD) generates real-time labour market insights using job postings from across Durham Region. By scanning more than 50 of the top employment websites, it captures data on wages, skills, locations, and hiring trends—providing a clear picture of what local employers are looking for and how job seekers are engaging with the market.

The Q1 2026 Durham Labour Market Insights Report provides a snapshot of employment activity in Durham Region from January to March 2026, highlighting how local hiring conditions changed following the close of 2025.  Compared with Q4 2025, overall hiring activity in Q1 2026 remained stable. Active job postings increased slightly from 12,059 to 12,116, while new job postings rose more noticeably from 9,657 to 10,655. At the same time, the number of companies hiring was essentially unchanged, edging from 3,486 to 3,478, and the average posting duration dropped from 18.5 to 18.7 days. Together, these indicators suggest a labour market that remained active at the start of 2026, with modest growth in posting volume but little change in employer breadth or hiring speed

About the DWA:

The DWA creates an annual plan supplying helpful information for community planning. Next month, the DWA will release its annual Labour Market Plan (LMP).

The plan focuses on the following:

• Durham Region demographics change, as do migration trends in and out, residents’ educational attainment, and changes in employers in the local area by employee size and 3-digit NAICs.
• Enhanced Jobs First Durham (JFD) data extracted from the DWA’s boutique job board with hyper-local information.
• An update on Employment Ontario data.

The DWA provides just-in-time custom labour market information and often conducts custom fee-for-service research. If you are interested in local data, please don’t hesitate to contact the DWA.

The Province of Ontario partially funds the DWA to supply Labour Market Information (LMI) to the Region of Durham.

Written by: Heather McMillan, Executive Director, Durham Workforce Authority

Heather’s expertise is developing strong local community labour markets and conducting industry research supported by innovative projects. Heather is a Toronto Sector Skills Academy Metcalf Fellow and was recently awarded her Certified Workforce Development Professional (CWDP) certification from the National Association of Workforce Development Professionals.

Durham Region Poverty Response Steering Committee

April 7, 2026 9:51 am Leave a Comment

In May of 2025, the Region of Durham Social Services and Health Departments convened community members to drive an action-oriented response to poverty.  This was a continuation of work that began in 2020 but was waylaid by the pandemic.  Regional Council directed these departments to establish poverty response efforts.

The first step was a Durham Region Poverty Response Community Workshop.  This one-day event brought together community voices, service providers, regional leadership, and people with lived and living experience with poverty.

One important outcome of that meeting was the establishment of a Durham Region Poverty Response Steering Committee of which the DWA Executive Director is a member. In these early days of the committee, the work has focused on building a shared understanding of the issues across the region, aligning with ongoing initiatives and identifying opportunities for action.

Lever of Change

The Poverty Response Steering Committee’s focus is to work through the identified Levers of Change.  These levers represent the systems, conditions or barriers that, if addressed, could reduce poverty and improve the quality of life for those experiencing poverty. Levers of Change are key areas where focused action can lead to meaningful improvements. By identifying and working on these Levers, we can target the conditions and root causes of poverty and create more sustainable, community-driven solutions. There may be adjustments to these levers as the steering committee starts its work. Other aspects of levers include physical health, child care, and equity.

Some of the challenges facing the steering committee:

• Funding and Resource Challenges: Community support organizations face funding challenges, limiting their ability to meet demand and expand services.
• Service access constraints: Residents face challenges accessing supports and services, either due to physical access or through wait times/lists.
• Interconnectedness of Levers: Often, individuals require support across systems, and managing service needs alone can be exhausting.
• Rural access challenges: Rural and north Durham residents have difficulty accessing the same community services and supports that are available in urban centres and south Durham.

These considerations will guide the development of a Poverty Response Program that supports and builds on the work already being done by partners across the region and aligns with the priorities of the Durham Region Strategic Plan and the Community Safety and Well-being Plan.

The DWA will provide updates as the work continues.

About the DWA:

The DWA creates an annual plan supplying helpful information for community planning. Next month, the DWA will release its annual Labour Market Plan (LMP).

The plan focuses on the following:

• Durham Region demographics change, as do migration trends in and out, residents’ educational attainment, and changes in employers in the local area by employee size and 3-digit NAICs.
• Enhanced Jobs First Durham (JFD) data extracted from the DWA’s boutique job board with hyper-local information.
• An update on Employment Ontario data.

The DWA provides just-in-time custom labour market information and often conducts custom fee-for-service research. If you are interested in local data, please don’t hesitate to contact the DWA.

The Province of Ontario partially funds the DWA to supply Labour Market Information (LMI) to the Region of Durham.

Written by: Heather McMillan, Executive Director, Durham Workforce Authority

Heather’s expertise is developing strong local community labour markets and conducting industry research supported by innovative projects. Heather is a Toronto Sector Skills Academy Metcalf Fellow and was recently awarded her Certified Workforce Development Professional (CWDP) certification from the National Association of Workforce Development Professionals.

Behind the Numbers: Labour Market Trends – February 2026

March 31, 2026 1:26 pm Leave a Comment

Behind the Numbers is a monthly series from the Durham Workforce Authority that breaks down the latest labour market data and what it means for Durham Region.  This blog is informed by the February 2026 Employment by Industry Report and Labour Force Survey Report. In February 2026, Durham Region’s labour market showed stable growth alongside emerging pressures, with sector-level changes and labour force shifts shaping overall conditions. This snapshot highlights what’s changing, and what it means for employers, jobseekers, and workforce planning across the region

Key Highlights

• Employment: 254,100, a decrease of 1,700 month-over-month but an increase of 7,400 year-over-year
• Unemployment: 20,300 an increase of 500 month-over-month
• Participation Rate: 67.3% , a drop of 0.5%
• Population: 407,500
• Major sector shifts across retail, health care, and professional services

What’s Happening in the Labour Market

February reflects a labour market that is adjusting after a period of stronger growth, with several key indicators moving in different directions. Employment declined slightly, unemployment increased, and participation dropped, indicating a modest shift in overall labour market conditions. While these changes are not large, they suggest that the pace of growth seen in late 2025 has begun to ease.

At the same time, the labour market remains stable overall, with employment levels still higher than one year ago and no evidence of widespread decline across the labour market. Sector-level data helps explain the broader labour force trends observed in February.  This indicates that Durham’s labour market is stabilizing rather than weakening, with short-term pressures emerging within a still-growing system.

• Growth in health care and trades is helping to sustain overall employment levels
• Declines in retail and professional services are contributing to rising unemployment
• Participation declines suggest changes in workforce engagement

These dynamics highlight the interconnected nature of labour market indicators. Changes in sector demand can influence employment levels, which in turn affect unemployment and participation rates.

For example, job losses in large sectors such as retail can have a noticeable impact on overall unemployment, while growth in specialized sectors may not fully offset those losses if the required skills differ.

A Closer Look at What’s Driving Change

Sector-level trends provide important context for understanding the broader labour force shifts.

Growth in health care and skilled trades continues to support overall employment levels, reflecting sustained demand tied to population growth and service delivery. At the same time, declines in large sectors such as wholesale and retail trade and professional services are contributing to rising unemployment. This dynamic highlights an important structural reality: not all job losses and job gains are interchangeable. Workers displaced from one sector may not immediately transition into another, particularly where skills, experience, or qualifications differ. Participation trends add another layer to this picture. The decline in participation suggests that some individuals are stepping out of the labour force entirely, whether due to education, caregiving responsibilities, or challenges in finding suitable employment.

Together, these factors point to a labour market that is not contracting, but becoming more complex—where growth, displacement, and disengagement can occur at the same time.

Looking Beyond the Month-to-Month Changes

While monthly changes provide useful signals, longer-term trends offer a clearer view of labour market health. Over the past year, employment has increased, supported by steady population growth and expanding labour supply. Over a two-year period, employment gains have been even more pronounced, reflecting a region that continues to grow and attract workers.

Population growth remains a key driver. As more individuals enter Durham Region, both labour supply and demand increase. This contributes to rising employment levels, but can also result in higher unemployment as more individuals actively participate in the job market. This reinforces a key insight: rising unemployment in a growing region does not necessarily indicate decline, it can reflect increased participation and labour market expansion.

What This Means for Employers and Jobseekers

For employers:
While labour supply is increasing, sector-specific pressures remain. Employers in high-demand sectors, particularly health care, construction, and logistics, may need to adapt recruitment strategies, including wages, scheduling flexibility, and training pathways, to remain competitive. At the same time, employers in sectors experiencing decline may have greater access to available talent.

For jobseekers:
Opportunities remain strongest in sectors experiencing sustained growth, particularly those tied to essential services and infrastructure. However, jobseekers in sectors facing contraction may encounter increased competition and may need to consider reskilling or transitioning into in-demand fields.

The current labour market is not defined by a lack of opportunity, but by where those opportunities are concentrated.

Looking Ahead

Durham Region’s labour market will continue to be shaped by the interaction between population growth, sector demand, and workforce participation.

Monitoring how these factors evolve, particularly participation levels and sector-specific employment trends, will be critical in determining whether current pressures are temporary or indicative of longer-term shifts. Understanding these dynamics will be key to aligning workforce strategies with where the labour market is heading, not just where it has been.

The Durham Workforce Authority will continue to track and share these insights to support informed decision-making across the region.

Behind the Numbers: Labour Force Overview – February 2026

March 24, 2026 12:33 pm Leave a Comment

Behind the Numbers is a monthly series from the Durham Workforce Authority that breaks down the latest labour market data and what it means for Durham Region. This blog is informed by the February 2026 Labour Force Survey Report, which can be found here.

In February 2026, Durham Region’s labour market showed stable overall conditions with slight softening, including a decline in employment and participation alongside a modest increase in unemployment.

Key Highlights

• Labour Force: 274,300, down 1,300 month-over-month
• Employment: 254,100, down 1,700
• Unemployment: 20,300, up 500
• Unemployment Rate: 7.4%, increased by 0.2%
• Participation Rate: 67.3%, dropped 0.5%

What’s Happening in the Labour Market

February’s data reflects a modest cooling in labour market activity, with fewer individuals employed and more actively seeking work. While these changes are relatively small, they represent a shift from the stronger labour market conditions observed in late 2025. The simultaneous decline in employment and rise in unemployment suggests that hiring activity has slowed in the short term. However, these movements remain within the range of normal month-to-month variation and should be interpreted within the context of broader trends.

Importantly, employment levels remain higher than they were one year ago, indicating that the labour market continues to operate from a position of relative strength. This suggests that Durham’s labour market is stabilizing after a period of growth, rather than entering a period of decline.

Participation, Employment, and Unemployment Trends

The relationship between participation, employment, and unemployment provides important insight into overall labour market dynamics. In February:

• Employment decreased
• Unemployment increased
• Participation declined

At the same time, the number of individuals not participating in the labour force increased, indicating that more residents are neither working nor actively seeking work. This combination points to a shift in workforce engagement. Some individuals may be exiting the labour force due to factors such as education, caregiving responsibilities, or challenges in finding suitable employment, while others remain active in their job search without securing employment. These dynamics highlight the importance of looking beyond a single indicator. For example, rising unemployment can reflect both increased job search activity and challenges in matching workers to available roles.

Taken together, these trends indicate that labour supply is adjusting, with changes occurring in both participation and employment at the same time.

Looking Beyond the Month-to-Month Changes

While monthly fluctuations provide useful signals, longer-term trends offer a more comprehensive view of labour market conditions.

Over the past year:

• Employment increased by 7,400
• Unemployment increased by 900
• Not participating increased by 3,100

Over a two-year period, employment has grown significantly, reflecting a larger and more active labour market overall. Trend data (pages 3–5) shows that employment and participation rates peaked in late 2025 before easing into early 2026. This pattern suggests that recent changes may represent a normalization following a period of stronger labour market performance. Population growth continues to play a key role in shaping these trends, increasing both labour supply and the number of individuals entering or re-entering the workforce.

This reinforces an important point: short-term increases in unemployment can occur even in a growing labour market, particularly when labour supply is expanding.

What This Means for Employers and Jobseekers

For employers:
A growing labour force provides access to a broader pool of potential workers. However, declining participation may signal challenges in workforce engagement, particularly among individuals who are not actively seeking employment. Employers may need to consider strategies to attract underrepresented groups, improve job quality, or provide more flexible work arrangements to strengthen participation.

For jobseekers:
While opportunities remain available, the increase in unemployment suggests that competition for jobs may be intensifying, particularly in sectors experiencing slower growth. Jobseekers may benefit from focusing on in-demand skills or exploring opportunities in sectors that continue to expand.

The current labour market reflects a balance between opportunity and competition, shaped by both demand for workers and the number of individuals seeking employment.

Looking Ahead

Labour force participation will be a key indicator to monitor in the coming months, as it reflects how actively residents are engaging with the labour market. Changes in participation can have a significant impact on both employment and unemployment trends, making it an important signal for understanding the direction of the labour market. Sustained shifts in participation will help determine whether recent changes represent a temporary adjustment or a longer-term change in workforce engagement.

The Durham Workforce Authority will continue to track and share these insights to support informed decision-making across the region.

Behind the Numbers: Employment by Industry – February 2026

March 17, 2026 12:15 pm Leave a Comment

Behind the Numbers is a monthly series from the Durham Workforce Authority that breaks down the latest labour market data and what it means for Durham Region.  This blog is informed by the February 2026 Employment by Industry Report, which can be found here.

In February 2026, Durham Region’s labour market showed continued sector-level shifts, with growth in health care and several public-facing industries, alongside declines in retail and professional services. This snapshot highlights what’s changing, and what it means for employers, jobseekers, and workforce planning across the region.

Key Highlights

• Employment: 254,100, down 1,700 month-over-month
• Health Care & Social Assistance: 39,800, up 13,600 year-over-year
• Wholesale & Retail Trade: 30,400, down 7,300 year-over-year
• Manufacturing: 18,700, up 3,000 year-over-year
• Professional Services: 21,600, down 6,600 year-over-year

What’s Happening in the Labour Market

Employment declined slightly in February, reflecting typical month-to-month variation following stronger gains in late 2025. While this decrease is notable, it does not indicate a broad-based decline in labour market conditions. Instead, the data points to a labour market that is adjusting, with gains in some sectors offsetting losses in others. This type of movement is common in a growing and evolving economy, particularly as industries respond to changes in demand, investment, and workforce availability.

Importantly, overall employment levels remain higher than they were one year ago, reinforcing the underlying strength of the labour market. This suggests that Durham’s labour market is not weakening, but rebalancing as sector demand shifts.

Sector-Level Trends Across Durham Region

A closer look at industry-level data reveals a labour market increasingly shaped by population growth, service demand, and infrastructure investment.

Sectors experiencing growth include:

• Health Care & Social Assistance
• Manufacturing
• Transportation & Warehousing
• Educational Services
• Construction

The expansion of health care continues to be a defining feature of the local labour market, reflecting sustained demand for services in a growing region. Similarly, gains in construction and education suggest ongoing investment in both physical infrastructure and community services. Growth in manufacturing and transportation points to continued strength in goods movement and supply chain activity, reinforcing Durham Region’s role within the broader regional economy.

At the same time, some of Durham’s largest employment sectors are experiencing contraction.

Sectors experiencing decline include:

• Wholesale & Retail Trade
• Professional, Scientific & Technical Services
• Accommodation & Food Services

Declines in retail may reflect evolving consumer behaviour and broader economic pressures, while decreases in professional services could indicate shifts in business investment, project cycles, or organizational restructuring. Accommodation and food services, which are closely tied to discretionary spending, continue to show variability.

These trends highlight a key structural shift: employment growth is increasingly concentrated in essential and infrastructure-related sectors, while consumer-driven and knowledge-based sectors face greater volatility.

Looking Beyond the Month-to-Month Changes

While monthly changes provide useful insight, longer-term trends offer a more complete picture of labour market conditions. Over the past year, employment has increased across the region, even as individual sectors have experienced periods of growth and decline. The trend data (page 2) shows relatively stable overall employment levels, with fluctuations occurring within industries rather than across the labour market as a whole.

This pattern reflects a labour market that is adapting to changing economic conditions, rather than experiencing widespread contraction. In this context, sector-level volatility is not a sign of instability, but an indicator of a labour market in transition.

What This Means for Employers and Jobseekers

For employers:
Employers in high-growth sectors, particularly health care, construction, and logistics, may continue to face recruitment pressures as demand for workers remains strong. Addressing these challenges may require a focus on workforce development, training pathways, and retention strategies. At the same time, employers in sectors experiencing decline may benefit from a larger pool of available workers, particularly those with transferable skills from retail and professional services.

For jobseekers:
Jobseekers may find the strongest opportunities in sectors experiencing sustained growth, particularly those tied to essential services and skilled trades. However, individuals seeking employment in sectors facing contraction may encounter increased competition and may need to consider reskilling or transitioning into in-demand fields.

The current labour market is defined less by a lack of jobs, and more by where those jobs are concentrated.

Looking Ahead

As Durham Region continues to grow, sector-level trends will remain a critical component of labour market analysis. Monitoring how employment shifts across industries, particularly in response to population growth and economic conditions, will be key to understanding where future opportunities and challenges may emerge. Aligning workforce strategies with these sector trends will be essential to ensuring that both employers and jobseekers can successfully navigate a changing labour market.

The Durham Workforce Authority will continue to track and share these insights to support informed decision-making across the region.

Wages, Skills, and Job Quality: What 2025 JFD Data Tells Us About Work in Durham

February 26, 2026 11:20 am Leave a Comment

Wage and skill data from 2025 highlights both progress and ongoing challenges in Durham Region’s labour market. While wages continued to rise modestly, improvements in job quality remained uneven across sectors and occupations.

The average posted hourly wage increased to $27.85, with the median wage rising to $23.27. Wage growth was strongest in utilities and technical occupations, reflecting increased demand for specialized skills. Health professions, natural and applied sciences, and senior management roles continued to command the highest wages overall.

Despite these gains, many high-volume roles—particularly in retail, food services, and administrative support—remained lower-wage. This reinforces a persistent divide between job accessibility and job quality, with many jobs easy to enter but offering limited wage progression.

Skill requirements remained consistent across the year. Employers most frequently sought communication, customer service, management, interpersonal, and organizational skills, emphasizing transferable competencies over formal credentials. More than 80% of job postings did not specify education or experience requirements, which supports broad workforce access but increases reliance on on-the-job learning.

Strengthening pathways from accessible entry-level work into higher-skill, higher-wage roles remains a key opportunity for Durham’s workforce system.

These insights are drawn from the Durham Workforce Authority’s 2025 Annual Labour Market Insights Report, which provides a comprehensive overview of hiring activity, wages, skills demand, and jobseeker behaviour across Durham Region. Read the full report to explore the data in more detail.

Where the Jobs Were in 2025: Sector and Occupational Shifts in Durham Region

February 19, 2026 12:14 pm Leave a Comment

Hiring demand in Durham Region during 2025 became increasingly concentrated in essential services, care-based roles, and infrastructure-related occupations, reflecting broader demographic and economic pressures.

The health care and social assistance sector remained the largest source of job postings throughout the year, driven by aging demographics and sustained demand for care services. Retail trade continued to generate a high volume of postings, though ongoing declines suggest persistent turnover rather than expansion. Meanwhile, administrative and support services experienced a notable contraction, indicating longer-term shifts in staffing models and automation.

One of the most significant shifts in 2025 was the rise of utilities as the fastest-growing sector, increasing by 25% year over year. While smaller overall, this growth reflects increased demand for skilled, technical, and infrastructure-supporting roles in energy and public services.

Occupational trends mirrored these sectoral shifts. Retail salespersons, food counter attendants, and cooks remained among the most frequently posted roles, continuing to provide key entry points into the labour market. At the same time, demand for home support workers and caregivers remained strong, underscoring the structural nature of care-related labour needs in Durham.

These trends suggest that while entry-level service roles remain critical, long-term growth is increasingly linked to skilled, technical, and care-focused occupations.

These insights are drawn from the Durham Workforce Authority’s 2025 Annual Labour Market Insights Report, which provides a comprehensive overview of hiring activity, wages, skills demand, and jobseeker behaviour across Durham Region. Read the full report to explore the data in more detail.

Durham’s Labour Market in 2025

February 12, 2026 1:08 pm Leave a Comment

The 2025 labour market in Durham Region reflects a year of adjustment rather than decline. While overall job posting volumes moderated compared to 2024, hiring activity remained steady and responsive, pointing to a labour market that continues to efficiently absorb available workers.

Throughout 2025, employers posted 42,328 active job postings, supported by 7,329 unique employers hiring across the region. Although this represents a decrease from the previous year, the average job posting duration fell sharply to 17.6 days, down from over 28 days in 2024. This faster fill time suggests improved alignment between employer needs and available labour, even as hiring became more selective.

At the same time, jobseeker engagement increased significantly, with total interactions across Jobs First Durham tools rising to 147,317, a 30% year-over-year increase. This indicates an active workforce navigating a competitive labour market, rather than disengagement.

Taken together, the data show a labour market that remains resilient. Employers are hiring more strategically, jobseekers are more actively engaged, and hiring efficiency has improved, key signals that the system is adapting to economic moderation while maintaining momentum.

These insights are drawn from the Durham Workforce Authority’s 2025 Annual Labour Market Insights Report, which provides a comprehensive overview of hiring activity, wages, skills demand, and jobseeker behaviour across Durham Region. Read the full report to explore the data in more detail.