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DWA executive director Heather McMillan completes fellowship
Leave a CommentDWA executive director Heather McMillan proudly displays her fellowship certificate with colleague Philip Johnson.
After a year of hard work at the Metcalfe Foundation’s Toronto Sector Skills Academy, the DWA’s executive director Heather McMillan can now add another title to her designation — Fellow.
McMillan completed the 10-month fellowship recently. The leadership program was a first of its kind in Canada.
Her thesis was on employer engagement. She worked with a committee of other Metcalf Fellows to map service provision for employers, educators from both secondary and post secondary, Employment Ontario Service Providers, Ontario Works and other community-based service providers to provide information and insight into planning a career ladder for those furthest from the labour market.
“It was an incredible amount of work but an incredible amount of fun,” McMillan said. “The 25 other fellows are leaders in their area of specialization and the connections and opportunities to collaborate will continue long after the 10-month program.”
As a result of the fellowship, McMillan will join the french workforce planning board headed by another Metcalf fellow.
Durham’s diversity champion program celebrates inclusion
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There’s a new certificate on the wall of the Durham Workforce Authority offices, recognizing the agency as one of Durham Region’s diversity champions.
In proudly displaying the certificate, the DWA joins 13 other organizations and individuals who’ve been celebrated as a diversity and immigration champion by embracing principles of inclusion, and committing to making Durham Region a welcoming community. Local organizations that have imbedded the principles of inclusion and diversity within their own environments can apply to the Region of Durham to be recognized with a certificate, which cites what the recipient has achieved.
The DWA, a founding member of the Local Diversity and Immigration Partnership Council, has been embracing the principles of diversity for a decade. The certificate notes the agency is recognized for: Developing policies and procedures that ensure a long standing commitment to diversity and inclusion; ensuring the work of the Durham Workforce Authority reflects the diverse needs of the community; promoting labour force attachment through the provision of local labour market data; and creating a workplace that respects and celebrates differences.
The DWA embraces the diversity plan and is open to change, says executive director Heather McMillan. Staff receive diversity training and the office is bilingual.
The intent of the diversity champion program is to “create a community of champions that recognize diversity as a strength,” says Audrey Andrews, the Region of Durham’s manager of strategic partnerships and initiatives. Diversity means including everyone, whether they’re young, old, LGBT, newcomers or women, she adds.
“It’s more about raising awareness,” she says, using the metaphor of upgrading a street intersection to make it more friendly to everyone using it, including pedestrians, cyclists, and someone pushing a baby stroller. “It’s not about an issue, it’s about a lens, a way of thinking. Who am I serving? What’s my lens?”
The Region of Durham’s diversity and immigration champion program is now in its second year.
For more information visit https://www.durhamimmigration.ca/Pages/home.aspx
Heather McMillan accepted into the Metcalf Foundation
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DURHAM — As the executive director of the Durham Workforce Authority, Heather McMillan works daily at advancing sector-based workforce development policy, services and training.
In short, she studies the skills employers seek from employees and helps bridge the skills displaced workers need in order to find new jobs. Given the changing needs of employers and the numbers of unemployed in Durham Region it’s a job that keeps her busy.
“Moving the labour market forward it is a priority of the DWA and finding effective strategies for people to maintain an attachment to the labour market is important for me,” McMillan said.
McMillan’s work recently caught the attention of the Metcalf Foundation as she was one of 25 people accepted into the inaugural Toronto Sector Skills Academy. The foundation, in partnership with Aspen Institute’s Economic Opportunities Program and with support from The Counselling Foundation of Canada and CERIC announced the inaugural cohort Oct. 1.
“I am absolutely thrilled to be chosen, this means that the DWA’s work will be enhanced through this fellowship,” McMillan said. “The work we do is a natural fit with Metcalf’s mandate. The fellowship will focus on career ladder projects and the DWA worked in partnership with the Literacy Network of Durham Region to research a project here.”
This leadership program is the first of its kind in Canada. it’s a 10 month learning and leadership program. for senior professionals who advance sector-based workforce development policy, services, and training in the Toronto region. Each cohort will work with peers from a variety of organizations to learn from experts, strengthen partnerships, engage in experiential learning with practical applications, and acquire new skills to explore, catalyze, and enable sectoral workforce strategies.
McMillan will be working on a career ladder project that will seek to provide micro credentials to provide literacy, numeracy and post secondary level training recognized by employers. Her focus will be employer engagement in the multi modal sector, a priority economic sector identified by the Region of Durham Economic Development Department. She will be working with a committee of employers, educators from both secondary and post secondary, Employment Ontario Service Providers, Ontario Works and other community-based service providers to provide information and insight into planning a career ladder for those furthest from the labour market.
McMillan’s report will be available to the broader community in late June 2017.
“It’s going to be an immense amount of work but it’s exciting because it has the potential to help both employers and people seeking meaningful credentials and employment in our region.”
To find out more about the Metcalf Foundation, Aspen Institute’s Toronto Sector Skills Academy visit http://metcalffoundation.com/stories/metcalf-stories/introducing-the-toronto-sector-skills-academy-cohort/
DWA launches its 2016 Durham Under 30 Survey
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In response to a steepening youth unemployment rate in the Oshawa Oshawa Census Metropolitan Area (CMA), the Durham Workforce Authority is launching its Durham Under 30 Survey.
Several community consultations with service providers, the Boys and Girls Club of Durham Region, Family Court Clinic, E-Camp Mentoring, UpNext Ajax team, and the planning team for Oshawa’s 3 Point Plan for Youth Employment indicated existing labour market base indicators did not identify skills gaps and service needs for the 15-29 population.
This isn’t the first time such a survey has been taken. In 2013 the DWA conducted its first survey of Durham youth. The survey results were used to better understand local organization programming needs.
The Durham Under 30 Survey includes an assessment of five of the nine federally identified essential skills. These results can be compared against the LEPC Employer Survey to contrast the essential skill levels of youth against the essential skills.
In May 2016, youth unemployment (15-24 years old) in Oshawa Census Metropolitan Area (CMA), which includes Oshawa, Whitby and Clarington was 13.7 per cent compared to the same CMA population of 25-44 with an unemployment rate of 4.7 per cent.
According to Statistics Canada’s Labour Force Survey, the Oshawa Census Metropolitan Area has had one of the highest youth unemployment rates.
Further, the 2011 National Household Survey (NHS) shows 40 per cent of youth are employed in one of 10 occupations, most of which are entry level occupations with limited opportunity for growth. In order to address an aging workforce, Durham Region needs to attract and retain youth populations.
Results compiled from the survey’s data helps to inform local employers and educational institutions in making better employment, training and program planning decisions. It also provides just-in-time local labour market information that is more detailed than data obtained through secondary sources allowing employers, Employment Ontario service providers and community service organizations to better serve Durham Region youth’s unique service needs.
Our goals for the 2016 Durham Under 30 Survey
• Increase global response rates from 800 to 1,000 completed surveys.
• Increase response rates of 20-24 year olds from 86 respondents to 120 respondents.
• Share survey results through four community presentations. This will provide an 80 per cent increase in understanding of youth service needs and labour force attachment.
The Durham Under 30 Survey will deepen the understanding of the under 30 population and allow community organizations, educational institutions and employers to adjust programs and services offered. In addition, the survey will allow for more wholesome discussions about systemic youth unemployment and under-employment.
Previous survey results have been shared with the broader community, in both raw data responses and presentation reports via the Employment Ontario Service Providers meetings, the Literacy Service Coordination meetings, Local Diversity and Immigration Partnership Council, the Durham District School Board, the Durham Catholic District School Board and community based service providers outside the Employment Ontario network.
The survey results have been used to initiate community projects such as the City of Oshawa’s 3 Point Plan for Youth Employment and Hope, the Town of Ajax’s Up Next Ajax initiative, and a youth employment grant for Ajax Library.
Survey participants can fill out the survey one line with an option to fill out a ballot to win one of several prizes. The prizes will be drawn once the survey closes in December.
To fill out the survey, click here: http://fluidsurveys.com/s/durhamunder30/
Data shows the value of a university education in the workplace
Leave a CommentA recent report was released from The Ontario Confederation of University Faculty Associations highlighting the importance of a university education. In data released from Statistics Canada, it was noted that “over a 20 year period, male university grads make on average $732,000 more than individuals with only a high school credential, and $485,000 more than community college graduates, [while] women earned $448,00 and $269,000 respectively”.
However, along with the benefit of a university education comes the persistent pay gap between male and female graduates as well. In an article posted within the Huffington Post, panelists from the Aspen Institute discussed the “lack of female-friendly policies plaguing science, technology, engineering and mathematics (STEM) fields.” Despite this absence of policies, women are being termed as the “untapped resource in STEM fields, outperforming men in acquiring advanced skills.” What is suggested from vice president of DuPont Engineering Karen A. Fletcher is that through the use of exposure to the field, mentorships, and cultural competence, we can tap into that resource, and not only recruit but maintain more women in the field.
These numbers should spark discussion, as they may suggest that even though universities do not teach specific skills for specific jobs, individuals with university education do appear of have acquired skills that may help them to achieve employment with more long-term financial reward. It might be noteworthy to explore what these less tangible skills are that appear to be so valuable and transferrable.
Survey reveals disagreement between colleges and employers on workforce ready graduates
Leave a CommentIn an article posted within the College section of the Huffington Post, a recent polled revealed that only 11 percent of business leaders strongly agree that graduates have the skills and competencies necessary to succeed in the workplace. On the other hand, 96 percent of academic officials believe that they are “effectively preparing students for success in the workplace”. Why are there such contradicting perspectives on the skills gap? According to Chief Workforce Strategist at College of America Julian L. Alssid, what academia view as workforce-readiness in college graduates greatly differs from what businesses see as readiness.
It is hard to place blame completely on one party according to Alssid. On the one hand, everyday businesses see “well-screened, seemingly well-qualified graduates filter through their doors—without the basic skills sets expected.” Employers are looking for practical skills, not just the knowledge of theory. On the opposing side, however, industry leaders neglect to communicate effectively with educational institutions about the skills they need. Part of the solution to fix this gap, says Alssid, will require a “consortium of effort—from educators, business leaders, workforce development professionals, economic developers and the students themselves” to build a competent workforce for all involved.
Although Alssid posits an interesting solution here, it is also important to note that employers may also have to understand that they are unable to outsource all of their training to colleges, universities, and other government subsidized programs. These are designed with standardized curricula for a “one size fits all” training experience designed around common problems faced in the workforce. In other words, employers may just have to accept that colleges and universities may not be the place to receive “basic skills.” This may have to be part of training while on the job, as every place of employment is often a unique environment, with unique needs, having differing basic skill requirements and application of those skills.
DWA’s Youth Survey will help get youth back to work
Leave a CommentIn today’s economy things are tough so job seekers need an edge to gain a foothold in the marketplace.
The Durham Workforce Authority (DWA) wants to help, especially youth between the ages of 15 and 24. The organization is conducting a Youth Survey designed to address employment issues of young workers.
The survey is easy to complete online by going to https://www.surveymonkey.com/s/durhamyouthsurvey
It asks a series of 38 questions about you such as your level of education, job status, what types of employment you’re seeking, what skill sets you possess and whether or not you’re aware of youth services and programs in Durham Region. It takes about 20 minutes to fill out and for your time DWA will be making a draw for an iPad. Anyone who fills out the survey is automatically entered into the draw.
“The DWA and its community partners want to ensure that we address our youth unemployment issue, and the first step in understanding is to seek feedback from our youth. The survey results will be shared widely and be used to make future programming recommendations,” said DWA Executive Director Heather McMillan.
A recent DWA labour market plan measuring unemployment for three months, October to December 2012 found youth unemployment was 4.5 times that of all other unemployment. The unemployment rate for individuals aged 15 to 24, Oshawa CMA in December 2012, was a startling 23 per cent, the overall unemployment rate for the same CMA was 6.2 per cent. Toronto’s youth unemployment was slightly better at 15 per cent.
It’s vital to reverse this trend as Durham Region’s youth play a key role in the region’s economic success today and in the future.
In an interview with www.durhamregion.com Maralyn Tassone, executive director for Durham Region Unemployed Help Centre, said young people have to start making money in order to buy houses, cars and essentially drive Durham’s economy.
“If we don’t have young people who are actually getting jobs with a reasonable wage … I shudder to think what’s going to happen to Canada’s economy,” she said.
For more information about the Youth Survey or the other work DWA is involved in visit http://www.durhamwa.ca
Durham Region Construction Sector
Leave a CommentIn 2012, the Durham Workforce Authority (DWA) in partnership with tradeability.ca through Millier Dickinson Blais delivered Labour Market Development Strategies for Durham’s Construction Sector. This sector study seeks to develop a strategic direction for actions supporting labour force demands to position the sector to respond to opportunities and prepare for challenges.
This report examines in detail the construction sector which has been specifically defined as the construction of buildings, heavy and civil engineering and specialty trade contractors. In addition to direct construction industries, the report also examines related support industries in Durham Region defined as oil and gas extraction; utilities; rail transportation; pipeline transportation; telecommunications; credit intermediation and related activities; real estate; and professional, scientific and technical services.
The construction sector study was completed through in person key informant interviews with 16 industry stakeholders, completion of an online survey and analysis of demographic and labour market data. This report examines common occupations in the construction sector as well as the support industries by educational attainment levels, employment and skill requirements and gender and age characteristics. Further, the size of the business community for the core construction sector and support industries is also evaluated.
Key findings in this report include:
- The Construction Sector Council of Canada (CSC) predicts that all construction industries, residential and non-residential, will be in growth mode post-2014
- In 2006, there were an estimated 23,085 jobs in the core construction and support industries in Durham Region
- Of the 4,469 core construction businesses in Durham Region as of June 2011, 66% were specialty trade contractors
- Over 7,500 businesses are engaged in support industries in Durham Region with 62% of the total classified under professional, scientific and technical services
Through key informant interviews, the online survey and data analysis the following exemplify some of the challenges facing the construction sector and its supporting industries:
- Existing policies related to the employer to apprentice ratio
- Limited funding grants
- Labour market demographics
- Large number of small to medium sized companies (SME’s) in Durham Region
- Education attainment levels
This sector study defines key themes in the core construction sector and supporting industries, and develops labour market development strategies and associated recommended actions to ensure the sustainability and success of the core construction and supporting industries. The three labour market development strategies include:
- Support the sector to increase its economic value and strengths
- Promote appropriate training and learning opportunities that best position labour force groups to achieve successful employment within the sector
- Promote the construction sector as a viable and exciting option with a multitude of employment streams
The labour market development strategies and associated recommended actions require a commitment from the DWA and tradeability.ca as well as partner construction sector organizations, government, educational institutions and the business community. Through partnerships, Durham Region will be able to best serve the needs of the core construction and supporting industries to ensure their continued success and sustainability on a local level.