DIVERSITY AND CONSTRUCTION: IT'S A MATCH!

It’s difficult to find the silver lining of the pandemic, but a few industries were designated “essential,” including construction. For this industry, the ability to keep working on important projects meant thousands of people could still provide for their families. A shutdown would have resulted in a greater shortage of housing, something no one wanted. But with baby boomers retiring in ever-growing numbers, it’s become increasingly important to use diversity, equity and inclusion plans to “future proof” this vital sector.

While women, Indigenous Canadians and new Canadians may not be exposed to a specific industry, they are looking for meaningful employment. New hires quickly learn that construction is a strong engine of economic growth in Ontario, offering possibilities to gain valuable skills and work in a safety-driven industry.

Over the next decade, more than one-fifth of Canada’s construction labour force will retire.

In the next decade, more than one-fifth of Canada’s construction labour force will retire. And although 2027 may seem far off, we know that in six short years, 21 per cent of the labour force will be older than 65.

By 2027, Ontario will need an additional 71,800 workers to meet its infrastructure demands.

The Canadian Federation of Independent Business confirms the number of unfilled construction jobs all over Canada will be larger than for any other sector. Helping women, youth, Indigenous Canadians and new Canadians find work as carpenters, bricklayers and boilermakers makes sense, but the landscape of who works in construction won’t change without specific programs and pilots.

For instance, Ontario now has the second-lowest number of Indigenous workers in construction, although 26 per cent of Indigenous Canadians live here. So how do we staff the industry and attract workers who never considered construction? Many companies are building a diversity and inclusion business strategy to focus recruitment efforts on candidates who never considered working in construction. That means going into communities to offer information, or doing so virtually until it is safe to hold open houses in schools or community centres. ››

Ontario has the second-lowest number of Indigenous workers in construction although 26 per cent of Indigenous Canadians live here.

Women make up 13% of Canadians employed in the construction industry.

Immigrants accounted for 27% of Ontario’s construction workforce in 2018.

Bringing diverse people to the work site won’t be enough. Inclusion means encouraging employees to be part of the sector — and employers need to follow the lead of the Builders Code (www.builderscode.ca). There is a clear commitment to compensating “all employees at fair market value regardless of gender, race, religion, or ethnicity” and to removing barriers to training and career development. There are many pre-apprentice programs in North America aimed at preparing young people for entering the building trade, like YouthBuild USA in Boston. Working with the New England Regional Council of Carpenters, the charity visits schools and communities to “sell” young people on working in construction. Tapping into this pool of future employees is key to ensuring the construction industry remains an economic bright spot in Ontario. Check out job boards that attract new Canadians and diverse job seekers. Make sure you highlight diversity on your corporate jobs page and work with recruiters who understand the DEI space. The next time you drive by a job site, ask yourself who you see and, perhaps more importantly, who’s missing. Future-proofing an industry today means ensuring you hire employees who are as diverse as the communities and customers you serve. Sandra Porteous is Senior Manager, Consulting Services, at MNP. She may be reached at 289-834-1027 or sandra.porteous@mnp.ca. This article appeared in the fall/winter 2021 issue of Toronto Builder and is reprinted here with permission from the author and publication.