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IMMIGRATION/VISIBLE MINORITIES
The assessment of culture-based occupations in these
circumstances lacks effective data. Much of the data which do
exist indicate there is no problem: people who are visible
minorities/immigrants seem to attend and work in cultural
sector activities as much or moreso than other Canadians.
This may be due to lack of effective coverage in surveys such
as the Census and other sources such as specialized surveys of
Aboriginals and immigrants could provide a different picture.
7.7 RESEARCH NEEDS
The data on culture-based occupations have become more
effective over the past decade. Nonetheless more in-depth
information is needed to assess human resource development
needs for this specialized area. The Culture Labour
Force Survey of 1993 could well be refined and repeated.
Developing data on new forms of culture creation and consumption
are needed to accurately reflect the role of the sector
in the economy and in society.
7.8 CONCLUSIONS OF THE RESEARCH
In looking at these three issues, specific responses need to be
developed and fine-tuned. For example, technical occupations
are predominated in younger age groups, and are more
prominent among the cultural industries. Self-employment
is especially the situation among creative and performing
culture-based occupations. Management issues cut across
all disciplines.
Many other human resources issues exist. In some cases
these are discipline-specific (e.g. the lack of recruitment into
library occupations and the clear aging of library, archive and
museums managers; the need for technically qualified young
people for film production). In other
cases the issues relate to features
which cut across Canadian society
but need treatment on a topical basis
(e.g. access to training in remote areas).
Certain occupations have distinctly low
incomes, and these need specific attention
as to their unique characteristics.
However, the clear cross-sectoral
strategic issues are:
• strengthening the management
functions within the sector;
• acting on human resources
development for the career
self-employed;
• assuring an effective program of
lifelong learning for the sector
focusing on career support skills as
well as the culture-specific skills.
Responding to these issues will require
commitment from the sector and may
affect the way the sector allocates
resources and the people the sector
partners with. It will require more
recognition of management skills, and
more recognition of the value of training
and the need to develop sector
appropriate training content and delivery
mechanisms. An established framework
of training to guide individuals
to enhance skills with corresponding
certification and recognition would
advance the professional image of a
culture-based occupation.
BUILDING ON SUCCESS — A HUMAN RESOURCES DEVELOPMENT STRATEGY FOR THE CULTURAL SECTOR — 2004 33