Archive

Durham Workforce Authority Joins The Canadian Queer Chamber of Commerce

February 4, 2026 3:55 pm Leave a Comment

The Durham Workforce Authority is excited to share that we have joined the Canadian Queer Chamber of Commerce (CQCC), a national organization that advances inclusive economic participation for 2SLGBTQI+ entrepreneurs, professionals, and organizations across Canada.

This membership reflects DWA’s ongoing commitment to equity, diversity, and inclusion (EDI). It will enhance our ability to ensure that local labour market information, partnerships, and economic development supports are as accessible and representative as possible. It also strengthens our connections with partners and networks that champion inclusive economic participation for all.

As a small, publicly funded organization, the DWA is deliberate about how we allocate our limited financial resources. Memberships, partnerships, and affiliations are chosen carefully, with a focus on organizations whose mandates align with our values and advance our mission to support a fair, inclusive, and evidence-based labour market.

Joining CQCC’s resources network reflects this approach. It is not simply a symbolic affiliation but a strategic decision to connect with a national network that supports economic inclusion and amplifies the voices of historically underrepresented groups in the workforce. This aligns with our broader labour market and workforce development priorities. In particular, it supports our focus on improving access to meaningful employment and business supports, and strengthening the inclusivity and relevance of labour market information in Durham Region.

Grounded in Community Consultation and Research Strategy

DWA’s decision to strengthen its connection with the CQCC is directly informed by our revised Research Strategy, which was shaped through extensive community consultations across Durham Region.

Through these consultations, community partners, service providers, and residents emphasized the importance of ensuring that labour market research reflects the lived experiences of diverse communities, including groups that are often underrepresented or invisible in traditional data sources. This feedback reinforced the need for the DWA to:

• Broaden the range of voices informing our labour market analysis
• Strengthen relationships with organizations embedded in equity-seeking communities
• Ensure our data and insights better reflect the full diversity of Durham’s workforce

Our updated research strategy committed the DWA to embedding equity, inclusion, and community-informed perspectives into how we collect, analyze, and share labour market information. Closer collaboration with networks such as CQCC embodies that mandate.

Strengthening Inclusive Workforce Development in Durham Region

The CQCC supports a national ecosystem of 2SLGBTQI+ businesses and allied organizations by providing access to resources, networks, and thought leadership focused on inclusive economic growth. Our mission includes supporting a labour market where everyone in the Durham Region can participate, contribute, and succeed, so for the DWA, participation in this network supports our ability to:

• Learn from national best practices related to inclusive economic participation
• Strengthen the relevance and responsiveness of local labour market research
• Build relationships that help ensure diverse perspectives are reflected in workforce planning

This membership does not change the DWA’s role as Durham Region’s independent source of labour market information. Rather, it strengthens our capacity to ensure that our work is informed by a broader range of experiences and insights.

Advancing an Inclusive, Evidence-Based Labour Market

Durham’s labour market continues to evolve, shaped by demographic change, sectoral shifts, and community needs. DWA’s participation in CQCC’s resource network reflects our commitment to continuous learning, responsible stewardship of public resources, and research practices informed by the communities we serve.

By aligning our partnerships with our values and research mandate, we aim to support a labour market where data, policy, and decision-making better reflect the realities of all workers and employers in Durham Region.

To learn more about the Canadian Queer Chamber of Commerce and its resources, visit queerchamber.ca/resources.

To explore DWA’s Research Strategy and consultation-informed approach, visit durhamworkforceauthority.ca/history/research-strategy.

 

Understanding Wage Subsidies: What Employers in Durham Should Know

February 2, 2026 1:34 pm Leave a Comment

Across Durham Region, employers often ask about the types of supports available to help with hiring and workforce development. Wage subsidies are among the most common tools used to support businesses as they hire new staff, particularly for individuals who may face barriers to employment.

At the same time, there is sometimes confusion about who these programs are for and how they work. This post outlines what wage subsidies are, who they are designed to support, and how they are applied locally in Durham.

What Wage Subsidies Are

Wage subsidies are temporary, targeted supports that help offset a portion of an employee’s wages for a defined period of time. They are designed to reduce employer risk while providing jobseekers with opportunities to gain work experience, build skills, and establish long-term employment.

These programs are typically:

• Time-limited (often lasting weeks or months, not years)
• Cost-shared, meaning employers still pay wages
• Tied to specific employment outcomes, such as skill development or job retention

Wage subsidies are not automatic and are not applied retroactively. Employers must work with a delivery organization and meet program criteria before a subsidy is approved.

Who Wage Subsidies Support

Wage subsidy programs focus on employment barriers, not personal characteristics. In Durham Region, subsidies are commonly used to support jobseekers who may be:

• Youth entering the workforce
• Individuals transitioning careers or re-entering employment
• People with disabilities
• Long-term unemployed individuals
• Jobseekers requiring on-the-job training or upskilling

Wage subsidy programs are designed to support workforce participation, not to incentivize the hiring of any specific demographic group.

Members of historically marginalized groups, including newcomers, immigrants, and members of the 2SLGBTQIA+ community,  may access employment supports in the same way as any other jobseeker. Eligibility is based on skills, experience, and employment needs, and employers do not receive additional compensation based on a worker’s identity.

If a subsidy is available, it is tied to:

• The individual’s employment situation
• The nature of the job
• The training or support required

The same rules, caps, and timelines apply to every worker who may be eligible for wage subsidies.

How Wage Subsidies Are Delivered in Durham Region

In Durham, wage subsidies are primarily administered through Employment Ontario service providers, community organizations, and sector-specific programs. These organizations work directly with employers to:

• Assess hiring needs
• Match candidates appropriately
• Determine eligibility for wage support
• Support onboarding and retention

Employers do not receive funding without an approved agreement, and subsidies do not cover full wages or replace standard payroll obligations.

The Value of Wage Subsidies Beyond Financial Support

For many employers, the value of wage subsidy programs extends beyond short-term cost relief. These programs can help businesses:

• Build a reliable talent pipeline
• Reduce hiring risk
• Invest in training and skills development
• Improve retention and productivity over time

When used effectively, wage subsidies support stronger employment outcomes for both employers and jobseekers and contribute to a more resilient local labour market.

A Clear, Evidence-Based Approach to Workforce Support

Durham’s labour market is shaped by many factors, including population growth, sector demand, skills availability, and economic conditions. Wage subsidies are one of several tools used to support workforce participation.

At the Durham Workforce Authority, we focus on evidence-based labour market information and clear communication to support employers, jobseekers, and community partners. Understanding how employment programs actually work helps ensure informed decision-making and productive conversations about Durham’s workforce.

For more information on hiring supports available in Durham Region, or to explore labour market insights, visit Jobs First Durham or connect with a local Employment Ontario provider.

What Jobseeker Activity Tells Us About Durham’s Labour Market in Q4 2025

January 30, 2026 1:36 pm Leave a Comment

Jobseeker engagement data provides insight into how Durham residents are responding to available employment opportunities. In the fourth quarter of 2025, Durham Workforce Authority tools recorded 32,558 total interactions, with the Job Board accounting for the majority of activity.

Jobseekers most frequently interacted with postings in sales and service, business and administration, and trades and transport. Common keyword searches included warehouse, administrative clerk, personal support worker, retail, and customer service. Filters related to work-from-home, apprenticeship, casual, and seasonal work continued to be used throughout the quarter.

Jobseeker behaviour reflects ongoing demand for accessible, flexible employment and clear pathways into stable work. Aligning job postings, training opportunities, and employment supports with these preferences can help strengthen labour market outcomes.

Check out the Q4 Labour Market Insights Report to find the latest local data on the labour market in Durham Region. 

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, migration trends in and out, educational attainment of residents, 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.

Skills, Wages, and Job Accessibility in Q4 2025

January 23, 2026 1:29 pm Leave a Comment

Job posting data in the fourth quarter of  2025 highlight a labour market that remains highly accessible, while also showing gradual wage improvements across several sectors.  Health occupations and natural and applied sciences posted the highest median wages, while utilities led sector-level wage growth

Employers most frequently requested communication, customer service, management, driving, and organizational skills, underscoring the importance of transferable skills across industries. Notably, over 80% of job postings did not specify education or experience requirements, continuing a trend seen throughout 2025.

Wages increased modestly:

• Average posted wage: $28.61

• Median posted wage: $23.69

While many jobs remain accessible to a wide range of jobseekers, higher wages and long-term stability are increasingly concentrated in skilled and technical roles. Supporting skills development and career progression remains critical to improving job quality across the region.

Check out the Q4 Labour Market Insights Report to find the latest local data on the labour market in Durham Region. 

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, migration trends in and out, educational attainment of residents, 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.

Hiring Demand in Durham: Sector and Occupation Trends in Q4 2025

January 15, 2026 1:17 pm Leave a Comment

Hiring demand in Durham Region during the fourth quarter of 2025 continued to centre on service-oriented and essential occupations, particularly in retail, healthcare, food services, and education. These sectors accounted for a significant share of job postings and remain foundational to the local labour market.

The most in-demand occupations included:

• Retail salespersons and visual merchandisers

• Food counter attendants and kitchen helpers

• Home support workers and caregivers

• Retail and wholesale trade managers

• Licensed practical nurses

At the sector level, health care and social assistance remained the top hiring sector, followed by retail trade, administrative and support services, and construction. Over the past 12 months, utilities emerged as the fastest-growing sector, while administrative support and educational services saw notable declines.  Demand continues to be strongest in roles that support day-to-day services and community needs. At the same time, growth in utilities and infrastructure-related sectors suggests emerging opportunities for workers with technical and specialized skills

Check out the Q4 Labour Market Insights Report to find the latest local data on the labour market in Durham Region. 

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, migration trends in and out, educational attainment of residents, 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.

Durham’s Labour Market at the Close of 2025: Stability, Shifts, and What Comes Next

January 8, 2026 1:26 pm Leave a Comment

As 2025 came to a close, Durham Region’s labour market remained active, though signs of seasonal and structural adjustment became more apparent. The Q4 2025 Labour Market Insights Report highlights continued employer demand, steady participation across key sectors, and shifting hiring patterns as the year ended.

Between October and December 2025, employers posted 12,059 active job postings, with 3,487 unique employers hiring across the region. While hiring volumes eased slightly compared to Q3, this pattern aligns with typical year-end trends rather than a decline in overall labour demand. The average job posting remained open for 18.5 days, indicating that some employers are taking longer to fill roles.

What this means for Durham Region:

The data points to a labour market that remains stable but increasingly selective. Employers continue to hire, but competition for workers, particularly in high-demand and essential roles, is influencing recruitment timelines and expectations. For jobseekers, this indicates a labour market that is still offering opportunities, but one where competition and skill alignment matter more than they did earlier in the year.

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, migration trends in and out, educational attainment of residents, 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.

Closing Out 2025: What Durham’s Labour Market Is Telling Us

December 29, 2025 2:03 pm Leave a Comment

As 2025 comes to a close, Durham’s labour market continues to reflect a period of adjustment, not crisis, but change.

Throughout the year, the Durham Workforce Authority (DWA) tracked local labour-market conditions through the employer survey, released our 2024 workforce survey report, published quarterly labour-market insights, and conducted ongoing analysis of job postings, skills demand, and workforce trends. What emerged was a clearer picture of a labour market shaped by shifting employer needs, evolving job-seeker expectations, and increasing pressure to align skills with opportunity.

This work reinforced a core principle of DWA’s mandate: good decisions start with good data, but real impact happens when that data is used.

A Labour Market in Transition

In 2025, employers across Durham continued to face uneven hiring conditions. Some sectors experienced persistent difficulty finding talent, while others saw increased competition for available roles. Wage growth remained uneven across occupations, and demand for specific technical and transferable skills continued to change rapidly.

For job seekers, this meant navigating a labour market where opportunities still existed but often required clearer insight, stronger alignment, and more targeted job-search strategies. For service providers and educators, it highlighted the importance of responding quickly to emerging trends rather than relying on outdated assumptions.

These realities made one thing clear: local context matters.

The Data Walk: Making Labour-Market Information Accessible

This year’s Durham Workforce Data Walk brought local labour-market data out of reports and into conversation.

By organizing insights into thematic stations covering job demand, workforce trends, employer challenges, and emerging risks, the 2025 Data Walk created space for shared understanding. Employers, service providers, educators, and community partners could see how their lived experiences aligned with the data and where gaps remain.

More importantly, the Data Walk reinforced that labour-market data is not just about numbers, it’s about people, planning, and practical response.

Turning Insight Into Tools That Work

Throughout 2025, DWA continued to focus on translating labour-market insight into practical, accessible tools for the community.

Data-informed enhancements to Jobs First Durham (JFD), helping job seekers better understand where jobs are being posted, which occupations are in demand, and what skills employers are looking for. Employers and service providers used local insights to refine hiring strategies, tailor programming, and support people more effectively as they navigate work and training decisions.

This approach reflects DWA’s role as a connector, ensuring that labour-market information is usable, local, and relevant.

Looking Ahead to 2026

As we move into 2026, uncertainty will continue to shape the labour market. Economic conditions will evolve, technology will influence how work is done, and workforce pressures will remain.

What will not change is the need for clear, local, evidence-based information and tools that help people act on it.

In the year ahead, we encourage job seekers, employers, and service providers across Durham to make full use of Jobs First Durham:

• Explore the Jobs Board and Job Map to see where opportunities exist locally

• Use the Resume Builder and Cover Letter Generator to align applications with employer expectations

• Access the Career Library and Skills Demand insights to make informed decisions about training, job search, and career pathways

As always, DWA remains committed to supporting a labour market that works better for everyone in Durham, informed by data, strengthened through collaboration, and focused on real-world impact.

Thank you to all those who contributed to DWA’s research, attended the Data Walk, completed surveys, and engaged with our tools throughout 2025. We look forward to continuing this work together in 2026.

Workforce Insights from the 2024 DWA Workforce Survey & Jobs First Durham

November 27, 2025 12:05 pm Leave a Comment

The final stop on the 2025 Durham Workforce Authority (DWA) Data Walk brought together two powerful tools for understanding Durham’s labour market: the 2024 DWA Workforce Survey and the Jobs First Durham online platform.

Together, they provide a comprehensive picture of how people in Durham Region live, work, and plan for the future, and how real-time data can help job seekers, employers, and community partners make better decisions.

The 2024 Workforce Survey: A Local Snapshot

Every year, the DWA alternates between its Employer Survey and Workforce Survey, capturing both sides of the labour market, supply and demand. The 2024 Workforce Survey focused on the supply side, gathering data from residents across Durham to better understand who makes up the local workforce, their education and employment experiences, and what supports they need to succeed.

The survey received 795 responses, exceeding the sample size required for statistical confidence. DWA staff and partners collected data through extensive outreach, visiting food banks, hosting workshops, and attending community events, to ensure broad participation and representation.

Who Makes Up Durham’s Workforce?

The 2024 survey findings show a highly educated and diverse community:

• 69.6% of respondents had completed post-secondary education.

• Durham exceeded provincial and national averages for college and university credential holders — 28.5% higher than Ontario’s average and 67% higher than Canada’s average.

• The top five fields of study were Business, Education, Social and Behavioural Sciences, Health, and Mathematics/Computer Science.

Age representation was strong across all working-age groups, with the most significant number of respondents aged 30–34. The gender distribution mirrored that of the 2021 Census, with 57% identifying as female and 41% as male.

Employment Patterns and Priorities

Of all respondents, 60% were employed, either full-time, part-time, self-employed, or seasonally, while 22% were unemployed and 11% were students.

Key findings include:

• A clear connection between education and employment, those with university credentials were most likely to be employed.

• Work–life balance ranked as the top priority across all employment categories.

• Among unemployed respondents, 80% wanted to return to work, but 76% felt they needed more hands-on experience to do so.

• Job fairs and online job boards were the most commonly used job search resources across all groups.

The results highlight a motivated, qualified workforce that is often seeking better opportunities for experience, advancement, and stability.

Community Connection and Retention

Durham residents show strong ties to their community; 79% planned to stay in the region for at least the next five years. Those considering a move cited housing, work opportunities, and family as their top reasons.

Respondents called for improvements in affordable housing, public transportation, healthcare access, and local job opportunities, underscoring the close link between economic development and community well-being.

Jobs First Durham: Turning Data into Action

The Jobs First Durham (JFD) platform transforms workforce data into an accessible, real-time tool for the public. It combines job postings from over 50 online sources, refreshed hourly, to provide the most accurate picture of local labour market activity.

The platform’s 16 interconnected tools fall into four categories:

1. Career Development Tools – Help individuals explore future careers, learn about required skills, and plan career paths.

2. Job Search Tools – Pull all local postings into one place, saving job seekers time and helping them compare wages and qualifications.

3. Community Data Tools – Provide demographic, wage, and occupation data for employers and policymakers.

4. Reports and Analytics – Give organizations deeper insight into trends, such as top occupations, skills demand, and industry shifts.

What makes JFD unique is its local focus. The data reflects only Durham Region, not provincial or national averages, giving users an authentic view of their local job market.

Employers can use JFD to understand wage trends and competition for talent, while job seekers can use it to find meaningful, well-matched opportunities close to home.

Connecting Research and Reality

The combination of the Workforce Survey and Jobs First Durham tools demonstrates DWA’s commitment to evidence-based decision-making. The survey provides a human perspective on who Durham’s workers are, while JFD provides the data infrastructure to see how the labour market behaves in real time.

Together, they empower educators, service providers, and policymakers to create programs that align with community needs, supporting both immediate employment outcomes and long-term economic growth.

Learn More

Explore the full 2024 Workforce Survey Report and the Jobs First Durham tools at durhamworkforceauthority.ca.

For organizations interested in learning more, the DWA offers no-cost sessions on using JFD tools to support job seekers and workforce planning.

Building Durham’s Workforce: Skills, Trades, and the Future of Energy

November 20, 2025 12:16 pm Leave a Comment

Durham Region’s economy is built on skilled talent, from electricians and mechanics to engineers and technicians, driving our clean energy future. The 2025 Durham Workforce Authority (DWA) Data Walk showcased how two key sectors, Skilled Trades and Future Energy, are shaping the region’s growth and long-term resilience.

These two topics highlight how Durham’s workforce combines tradition and innovation, maintaining its strong foundation in skilled trades while positioning itself at the forefront of Canada’s energy transition.

Skilled Trades: A Foundation for Growth

Apprenticeships and skilled trades are essential to the health of Ontario’s economy, driving both productivity and opportunity. The DWA receives annual skilled trades data from Skilled Trades Ontario, the agency responsible for certification, recruitment, and the promotion of trades as career paths.

Across Durham, the demand for skilled tradespeople continues to grow.

• There are nearly 10,000 construction sector certificate holders, placing Durham among Ontario’s top regions.

• The number of apprenticeships has increased significantly between 2020 and 2025 — for example, Automotive Service Technicians rose from 100 to 178, Electricians from 22 to 172, and Plumbers from 51 to 101.

• The average age of skilled trades workers is 42, with nearly one in three aged 55 or older, underscoring an urgent need to attract and train the next generation.

As many tradespeople near retirement, apprenticeship programs will play a vital role in sustaining the skilled labour force that supports Durham’s infrastructure, housing, and industrial sectors.

Diversity and Inclusion in the Trades

The DWA continues to include diversity data in its research. Across the skilled trades, newcomers and racialized workers express strong interest in these careers but face barriers to entry and advancement, including hiring discrimination and unwelcoming job site environments.

While visible minority representation in Durham’s apprenticeships remains lower than among non-visible minority counterparts, Black, South Asian, and Filipino apprentices show the highest participation rates among racialized groups.

Creating a more inclusive trades workforce is not only a matter of equity, but it’s also essential to meeting future labour demand and ensuring that all community members can access high-quality, well-paying careers.

Future Energy: Powering the Next Generation

Durham is home to Ontario’s nuclear industry, advanced energy research institutions, and emerging clean energy technologies, all of which are key components of the Future Energy Cluster.

This cluster includes industries tied to energy production, distribution, waste management, and environmental remediation, ranging from battery and generator manufacturing to nuclear innovation. The energy sector accounts for over 10% of Canada’s GDP and supports 285,000 jobs nationwide.

With electricity demand projected to double by 2050, Ontario’s clean energy transition will create significant local opportunities. Durham’s role in nuclear refurbishment, small modular reactor development, and renewable energy projects positions the region as a national energy hub.

The Skills that Power the Energy Sector

Durham’s Ontario Tech University, TrentU Durham and Durham College are central to the training of the next generation of energy professionals. The sector requires highly technical skills, particularly among engineers, electricians, and technicians.

Data from the DWA shows:

• Employment in energy-related occupations spans all age groups, though younger workers (ages 20–29) face slightly higher unemployment as they transition from education to the workforce.

• Local job postings highlight software, electrical, and mechanical engineering as the top in-demand occupations.

• Skilled trades such as steamfitters and electrical engineering technologists remain essential to energy infrastructure, with hundreds employed full-time in Durham.

These findings underscore the need to connect education and training programs directly to industry demand, ensuring a continuous supply of talent ready to power Durham’s energy future.

Looking Ahead

The DWA will continue its work to map and analyze Durham’s occupational clusters, linking workforce skills to emerging industries. Over the next year, the DWA will release reports that explore Durham’s advanced manufacturing, construction, agri-food and other key clusters and sectors, providing data to support evidence-based workforce and economic planning.  The results of these reports will be a key part of the 2026 Data Walk.

Durham’s position as a leader in both skilled trades and energy innovation demonstrates the strength of a community that learns, adapts, and builds for the future.

Learn More

For more details, visit the DWA’s Research and Reports page to read the Pathways to Skilled Trades Report and learn more about Durham’s emerging Future Energy Cluster.

Labour Market Dynamics: Jobs, Unemployment, and Vacancy Pressures

November 13, 2025 12:13 pm Leave a Comment

Durham Region’s labour market continues to evolve as employers navigate worker shortages, job seekers face barriers to employment, and new economic forces reshape hiring patterns.

At the 2025 Durham Workforce Authority (DWA) Data Walk, two key research stations, Unemployment and Job Vacancies & Business Obstacles, explored how these challenges intersect. Together, they tell an important story about the state of work in Durham Region: where opportunities exist, who is being left out, and how employers are adapting to ongoing labour pressures.

Youth Unemployment: Higher Than the Average

Nationally, youth unemployment is often twice the adult rate. In August 2025, it reached 18.4%, underscoring the challenges young people face as they enter the workforce. For visible minority youth, the unemployment rate was even higher, reaching 33.9% in the 2021 Census.

Youth unemployment is driven by a combination of factors:

• Automation: Entry-level jobs, such as cashier or frontline service roles, are increasingly being replaced by self-checkouts or digital systems.

• Limited networks: Many young people lack professional connections that lead to early job opportunities.

• Skills mismatch: Training doesn’t always align with employer needs, creating gaps even in times of high labour demand.

• Economic conditions: Seasonal hiring patterns and declining job vacancies in youth-heavy sectors like retail and food service make it harder to find work.

Visible Minority Youth Face Additional Barriers

The DWA’s custom data shows that racialized youth experience disproportionately high unemployment rates.

• Southeast Asian male unemployment reached 40%, while Black female unemployment was 26%, both significantly above the 18.2% rate for non-visible minority youth.

These disparities stem from systemic issues such as discrimination in hiring and a lack of access to mentors or career networks. For young people entering the workforce, this creates long-term effects, including labour-market scarring, lower earnings, increased risk of future unemployment, and lower job satisfaction.

Why It Matters

When youth face barriers to employment, the entire community feels the impact. Missed early career opportunities reduce lifetime income, weaken productivity, and limit the talent available to local employers. Addressing these barriers is essential to maintaining Durham’s economic growth and ensuring that no demographic is left behind.

What Employers Are Facing

While some job seekers struggle to find work, many employers continue to report difficulty filling positions. Data from Statistics Canada’s Job Vacancy and Wage Survey (JVWS) and the Survey of Business Obstacles reveal persistent hiring challenges in several sectors.

Job Vacancies

• Ongoing, full-time vacancies are most common in Trades, Transport and Equipment Operation, followed by Sales and Service, Business and Administration, and Healthcare.

• Vacancies have remained high year over year, from Q1 2024 to Q1 2025, suggesting long-term skill shortages rather than short-term fluctuations.

Business Obstacles

Employers report three major workforce-related obstacles:

1. Retaining Skilled Employees – Particularly in Accommodation and Food Services, Administrative Support, and Retail Trade, where high turnover and lower wages make retention difficult.

2. Recruiting Skilled Employees – A highly competitive labour market, skill gaps, and long hiring timelines make recruitment challenging in Healthcare, Finance, and Manufacturing.

3. Labour Shortages – An aging population, skill mismatches, and uncompetitive working conditions contribute to shortages, especially in Construction, Health Care, and Administrative Services.

These issues lead to lower productivity, delayed projects, and higher operational costs for businesses across Durham Region.

Bridging the Gap

The DWA’s ongoing research helps identify strategies that connect job seekers with in-demand opportunities. Solutions discussed at the Data Walk include:

• Expanding work-integrated learning programs to help youth gain experience before graduation.

• Strengthening skills training to align education with employer needs.

• Supporting inclusive hiring practices to reduce barriers for racialized and newcomer youth.

• Promoting career awareness in trades and technical occupations, where vacancies remain high.

Through collaborative action between employers, educators, and policymakers, Durham can continue to reduce unemployment and strengthen its labour market resilience.

Learn More

Explore the latest Labour Market Insights Reports on the DWA website at durhamworkforceauthority.ca for detailed updates on job demand, job search activity, and employer hiring trends across Durham Region.