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How Local Businesses Can Benefit from Hiring Individuals with Disabilities
Leave a CommentHow Local Businesses Can Benefit from Hiring Individuals with Disabilities
Inclusion of people with disabilities in the workforce is not only a social responsibility but also an economic advantage for businesses in Durham Region. When employers recognize the strengths and talents that people with disabilities bring, they can tap into a diverse and committed workforce.
Business Benefits of Hiring People with Disabilities
- Increased Employee Retention: Employees with disabilities often have higher retention rates, which can reduce turnover and recruitment costs. Hiring people with disabilities leads to loyal and dedicated employees, reducing the costs associated with frequent turnover.
- Boosted Productivity: Many employers have reported that employees with disabilities not only meet but often exceed expectations in terms of productivity and performance. This challenges the misconception that disability may hinder job performance.
- Access to Wage Subsidies and Grants: Durham Region businesses hiring people with disabilities can benefit from wage subsidy programs. These subsidies help offset initial costs, making it easier for employers to offer training and integrate employees into the workplace.
- Innovation and Problem-Solving: People with disabilities often bring unique perspectives to problem-solving. Their ability to adapt to challenges enhances workplace creativity and encourages innovation across teams, making them valuable contributors to business success.
How to Get Started
Local businesses can start by reviewing their recruitment policies to ensure they are inclusive. Offering flexible work arrangements, workplace accommodations, and mentorship opportunities are key ways to support employees with disabilities. The Whitby Chamber of Commerce, through its Inclusion, Diversity, Equity and Accessibility (IDEA) Committee, has developed a comprehensive resource centre to support local businesses in their journey to creating a more diverse and inclusive workforce. These free resources can be accessed here
Understanding the Importance of Disability Employment Awareness Month in Durham Region
Leave a CommentUnderstanding the Importance of Disability Employment Awareness in Durham Region
October marks National Disability Employment Awareness Month (NDEAM) in Canada, a time to raise awareness and promote inclusion for individuals with disabilities in the workforce. For Durham Region, where a significant population of residents lives with disabilities, this awareness month carries particular relevance. According to a 2017 report, 28.7% of the population over 15 years old in the Oshawa CMA had one or more disabilities.
People with disabilities often face a range of challenges when entering or remaining in the workforce. Social barriers such as stigma, stereotypes, and lack of understanding among employers, combined with systemic barriers like limited transportation, lack of accessible workplaces, and inadequate inclusive education systems, exacerbate these challenges.
However, these obstacles also present growth opportunities for individuals and businesses. Durham Region has a growing business environment, which includes many organizations prioritizing diversity and inclusivity in their workforce. By actively engaging with NDEAM, local businesses can help address barriers to employment for people with disabilities and unlock a talented, underrepresented workforce.
Throughout NDEAM, residents and businesses in Durham can participate in educational events, share resources, and review their hiring practices to be more inclusive. Durham’s local economy can thrive by supporting and hiring people with disabilities, leading to a more diverse and vibrant community.
Pathways to Skilled Trades in Durham Region Report
Leave a CommentThe “Pathways to Skilled Trades in Durham Region” report comprehensively analyzes the region’s skilled trades landscape, emphasizing the critical role these trades play in economic development and workforce readiness. Prepared in partnership with the Literacy Network of Durham Region (LiNDR), it examines the challenges and opportunities within the skilled trades sector, particularly focusing on pathways for literacy clients and the implications of Literacy and Basic Skills (LBS) programs.
A key finding of the report is the significant skills gap in the region, particularly within Durham’s five priority clusters: Agri-Food, Next Generation Mobility, Future Energy, Arts, Culture & Creative (Film), and Applied Digital Technology. These industries are poised for growth but face challenges due to a shortage of skilled workers. The report highlights the urgent need to align workforce development with the demands of these sectors, ensuring that the local population is equipped with the necessary skills to thrive in these trades.
The report also underscores the importance of apprenticeships in addressing this skills gap. However, it identifies several barriers that hinder the effectiveness of apprenticeship programs. These include a lack of awareness about the opportunities within skilled trades, the complexity of navigating the apprenticeship process, and financial constraints faced by employers in offering these opportunities. The report suggests that overcoming these barriers requires increased collaboration between educational institutions, industry leaders, and government bodies to create a more supportive environment for apprenticeships.
Additionally, the report highlights the vital role that LBS programs play in preparing individuals for careers in skilled trades. Despite this, data shows that only a small percentage of LBS learners pursue apprenticeships, indicating a disconnect between available resources and their utilization.
This new report provides actionable recommendations to bridge the skills gap, promote apprenticeships, and enhance the region’s overall economic resilience. By focusing on targeted training programs, stakeholder collaboration, and increased public awareness, Durham Region can better prepare its workforce for future demands.
Click here to read the full report
Conference Board of Canada Insights on Immigration
Leave a CommentThe Conference Board of Canada’s Centre for Business Insights on Immigration recently released its report, Small Business, Big Impact: Immigrant Hiring and Integration in Five Canadian Cities. The Centre conducted interviews regarding labour market dynamics and immigrant hiring in Oshawa.
From all these interviews across five cities, the report highlights the following:
- Small to Medium Enterprises (SMEs) in various sectors have identified skills gaps as their most common employment challenge. They seek employees who require minimal training and investment after being hired.
- SMEs use practical and inclusive strategies to evaluate newcomers’ education and experience, but they rarely intentionally reach out to newcomers or work with immigrant-serving agencies during recruitment and onboarding.
- Local-level connections between SMEs, SME-serving organizations, and immigrant-serving agencies need strengthening. SME-serving organizations have expressed a desire to be more intentional in sharing valuable resources and linking the businesses they collaborate with to immigrant-serving agencies. This will enhance SME experiences with immigration programs.
- Wherever possible, SMEs should implement flexible workplace policies to help accommodate diverse employee needs, such as adjusting working hours to align with transit and childcare schedules.
The Centre for Business Insights on Immigration is a research collective designed to strengthen employer engagement in immigration and effectively manage immigrant talent. The Centre leverages employer and sector engagement in research to improve immigration for immigrants and the corporate sector.
The Centre’s research agenda focuses on building an immigration system that benefits immigrants, businesses, and the Canadian economy.
To read the full report, follow this link
DWA Executive Director Receives Certified Workforce Development Professional Designation
Leave a CommentThe DWA Executive Director, Heather McMillan, was recently awarded her Certified Workforce Development Professional (CWDP) certification from the National Association of Workforce Development Professionals (NAWDP). The certification uses sound research based on the job requirements of various workforce development roles to create the training program. Professionals in various workforce settings have confirmed the results as representative of the skills and competencies needed for success in the industry.
The Certified Workforce Development Professional (CWDP) certification, developed by NAWDP, is a rigorous process. This thorough process ensures that the certification is a true representation of the skills and competencies required for success in the industry. NAWDP began awarding the CWDP certification in 1999 and continues to review and improve its certification process.
The five Competencies the CWDP is based on are:
- Customer Service Methodology
- Diversity in Workforce Development
- Labour Market Information and Intelligence
- Principles of Communication
- Workforce Development Structure, Policies and Programs
Heather McMillan completed the CWDP requirements that also included a combination of education and work experience, completed the five core competencies training program, and scored a minimum of 80% on the exam to be eligible to apply for the CWDP certification and adherence to a Code of Professional Ethics.
Heather is one of the few Canadians to hold the CWDP certification and recently attended the annual NAWDP conference in Texas where she learned more about innovative approaches to workforce development.
Understanding Neurodiversity in the Workplace
Leave a CommentNeurodiversity is a concept that recognizes and celebrates natural variations in how a person’s brain functions. It acknowledges that people have different ways of thinking, learning, and processing information. Those who identify as part of the neurodiverse community include people with a wide range of conditions, including autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), dyslexia, Tourette syndrome, and others.
While neurodiversity is not new, there has been an increased focus on challenging the idea that there is a “normal” or “typical” way for the brain to function and reaffirming that differences in neurological functioning are a natural and valuable part of human diversity.
The workplace experiences of neurodiverse people vary from person to person, but there are some commonalities. Often, they have difficulty with interpersonal communication and social interaction. This stems from natural challenges in understanding their neurotypical colleagues’ social cues and nonverbal communication. Sensory processing disparities, such as heightened sensitivity to stimuli, can impact concentration and productivity. Cognitive differences, such as executive function deficits and learning preferences, further contribute to workplace challenges. These natural barriers often combine with inadequate workplace support, rigid schedules, and inaccurate preconceived prejudicial attitudes.
The impact of these challenges extends beyond individual experiences, affecting organizational dynamics. Reduced productivity, increased absenteeism, and strained employee relationships are common repercussions. Neurodivergent individuals may also face heightened stress, anxiety, and social isolation, further hindering their professional growth.
Mitigating these challenges requires a concerted effort from both employers and employees. Neurodivergent employees are encouraged to advocate for their needs, seek appropriate accommodations, and engage in self-care practices to manage workplace stress effectively.
Best practices for Employers include prioritizing education and awareness initiatives on neurodiversity and, where appropriate, implementing flexible work arrangements to accommodate diverse needs. Mentorship programs and an organizational culture that promotes inclusivity have also been shown to support neurodivergent individuals.
Embracing neurodiversity in professional settings necessitates proactive measures to address the unique needs of neurodivergent individuals. By fostering understanding, providing necessary support, and promoting an inclusive culture, organizations can harness the full potential of their diverse workforce.
Durham Community Social Investment Project in Lakeview
Leave a CommentThe Durham Workforce Authority (DWA) recently received a Regional Municipality of Durham Community Social Investment grant to support its work in the Lakeview Neighbourhood in Oshawa. The DWA will operationalize three previously funded research projects focused on labour market attachment challenges in the Lakeview Neighbourhood, which recommended delivering labour market attachment programs and services in Lakeview to improve human services and labour market outcomes for residents of the neighbourhood.
The project aims to enhance labour market outcomes in Oshawa’s Lakeview neighbourhood through targeted, place-based strategies. The DWA will act as the backbone coordinating body for Lakeview Connects and will plan, coordinate, and partner to deliver employment services, literacy, and community connections support as a hoteling model one day a week in Lakeview. This effort will address the notable lack of access to programs and services within the neighbourhood.
The dearth of neighbourhood-level programs such as mental health care, employment support, and education and training impacts area residents who, in 2020, had a median household income in Lakeview that was 22 percent lower than in the rest of Oshawa and significantly lower levels of education. Research has revealed that 22 percent of the population has not completed high school, and only 42 percent have completed postsecondary education, compared to 56 percent overall in Oshawa. A hyperlocal coordinated service delivery in Lakeview will address dignity and ensure healthy and resilient communities. The project will focus on direct service delivery, community building and labour market attachment initiatives.
Lakeview Connects will provide hyperlocal placed-based community labour market support services derived from a community strategic plan built from key informant interviews and conversation cafes that identify priority labour market supports required in Lakeview to assist with labour market attachment. Lakeview residents report that the community services support desert is a significant barrier to system navigation; service providers also noted the lack of service coordination in Lakeview impedes their ability to provide services in this high-needs area. These inequities impede community connection and support and do not help Lakeview thrive.
Residents will be provided access to labour market attachment programs in their neighbourhoods, creating more equitable access to these supports as is found in other Oshawa and Durham Region neighbourhoods that do not experience a services desert. Social and economic conditions that create barriers to labour market participation impact labour market development for many residents in Lakeview. These conditions contribute to instability, stress, and lower well-being levels, making labour market attachment difficult for many in the community. Such conditions include income insecurity, food insecurity, unstable and/or inadequate housing, family instability, mental health and addictions, lack of accessibility support, and a lack of access to transportation. These conditions are more prevalent in Lakeview than other Oshawa and Durham neighbourhoods.
Business Mentorship with the Ajax Business Network
Leave a CommentThe Town of Ajax hosted its Ajax Business Network (ABN) event on Wednesday, June 26, at Audley Recreation, with a focus on Business Mentorship.
The DWA Executive Director, Heather McMillan, participated as a mentor in Workforce Planning/Employee Training.
The event was structured like a ‘speed dating’ event, and participants had the opportunity to introduce themselves and their business services and learn more about how they could use the information available.
Here are some highlights from the DWA’s mentor presentation on workforce planning:
Labour Demand and Supply:
- Assess business long-term business goals and consider skills needed to meet those goals
- Research industry trends and economic changes that might impact workforce needs
- Evaluate your workforce’s skills, experience, demographics
- Do you have current employees who could be developed for future roles? What must you do to support staff training, and who in the community could help?
Recruitment Strategies:
- Plan for attracting and hiring new employees to fill gaps, use the DWA’s Jobs First Durham portal to explore competitors’ salaries, job descriptions
- Work with Employment Ontario Service Providers to create plans to upskill or reskill current employees
- Create succession plans by developing internal candidates
Benefits of Workforce Planning:
- Creates alignment with business goals the workforce required to support them
- Workforce planning improves human resources activities, reduces costs, increases productivity, and provides existing staff with career growth pathways that can improve employee satisfaction and retention.
You can find more events hosted by the Town of Ajax here.
The Lakeview Oshawa: Community & Workforce Development
Leave a CommentThe Lakeview Neighbourhood in Oshawa, with its unique demographic and economic characteristics, faces specific labour market challenges and is recognized as one of five priority neighbourhoods in Oshawa. In 2018, Durham Workforce Authority (DWA) undertook a project that looked at Collective Impact and Community Service Planning in South Oshawa. Through local-level community engagement in Lakeview, that project provided a contextual overview of Oshawa’s Lakeview neighbourhood, highlighting key community issues, trends, and priorities.
Since the initial report, several significant factors have impacted the Lakeview neighbourhood, notably the COVID-19 pandemic, which has exacerbated inequalities and intensified challenges in accessing essential services and employment opportunities.
The Lakeview Oshawa: Community & Workforce Development report is now available to the community and builds on the previous report’s insights into service accessibility and job opportunities. This report summarizes feedback from community consultations and outlines actionable strategies to enhance service delivery, improve employment outcomes and facilitate greater community engagement and development in the Lakeview neighbourhood.
This report aims to provide policymakers, stakeholders and community leaders with actionable insights to build capacity to support workforce, economic and community development at the neighbourhood level in Lakeview. The new report establishes eight key recommendations:
- Leverage existing infrastructure
- Share findings with local partners
- Develop a clear and inclusive vision
- Support capacity building
- Connect service & community support organizations
- Engage local businesses
- Foster community relationships & trust
- Build momentum through quick wins
These recommendations emphasize the importance of community-led initiatives, collaboration across organizations, and the strategic use of existing resources to enhance the economic and social fabric of the Lakeview neighbourhood.
The full report can be found here.
Understanding the North American Industry Classification System (NAICS)
Leave a CommentNAICS stands for the North American Industry Classification System. It was developed jointly by Canada, the U.S., and Mexico to provide a consistent framework for analyzing economic activities by categorizing different types of businesses based on their work.
Statistics Canada is responsible for maintaining and updating the NAICS codes in Canada. Canadian businesses use these codes when filing taxes, applying for permits, or conducting market research. Each industry has a specific NAICS code that reflects its primary activity.
NAICS are crucial for a variety of reasons:
- Economic Analysis: Governments and researchers use NAICS codes to analyze economic data and trends, which helps them understand how different sectors perform.
- Business Development: Companies use NAICS codes to identify potential markets, understand industry standards, and benchmark their performance against competitors.
- Policy Making: Policymakers use NAICS data to create regulations, economic policies, and support programs tailored to specific industries.
NAICS uses a hierarchical coding system with six digits. Each digit or set of digits provides more detailed information about the industry:
- 2 digits: Broad sector (e.g., 31-33 for Manufacturing)
- 3 digits: Subsector (e.g., 311 for Food Manufacturing)
- 4 digits: Industry group (e.g., 3112 for Grain and Oilseed Milling)
- 5 digits: Industry (e.g., 31121 for Flour Milling and Malt Manufacturing)
- 6 digits: National industry (e.g., 311211 for Flour Milling)
The NAICS system is essential for organizing and understanding economic activity in Canada and across North America. By classifying businesses into standardized categories, NAICS helps governments, businesses, and researchers communicate clearly and make informed decisions. Whether running a business or studying the economy, understanding NAICS can provide valuable insights and help you navigate the economic landscape more effectively.