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TOP 

REPORT 

LOCAL LABOUR MARKET UPDATE 

TORONTO’S 

OPPORTUNITIES 

AND PRIORITIES 

2013

Table of Contents 

About the Toronto Workforce Innovation Group. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 

What this report is about: Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 

What we did: Methodology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 

What the data tells us: An Overview of Toronto’s Labour Market . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 

Labour Force Characteristics . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 

Film Production and Sound Recording . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 

Publishing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 

Real Estate. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 

Utilities. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 

What we heard: Strategic Workforce Development Priorities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 

What we’re going to do: Action Plans, Partnerships and Collaborations 2013-2014 . . . . . . . . . . . . 30 

Appendix A — References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 

Appendix B — Consultations/Events 2012-2013 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 

Appendix C — People or Groups Interviewed or Consulted . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38 

Endnotes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40

“We envision a Toronto with good, 

sustainable jobs in a vibrant economy, 

where the opportunity to participate 

is available to all.” 

About The Toronto Workforce 

Innovation Group 

The Toronto Workforce Innovation Group conducts research, disseminates information and convenes 

stakeholders to address workforce development trends, gaps and opportunities in the City of Toronto. 

Our multi-stakeholder approach is unique; we work on issues across many sectors and engage 

stakeholders from a variety of perspectives. Our research is an ongoing and continuous process, 

including all the consultations and data mining that inform this report. 

TWIG fulfills its mandate by: 

• Researching and analyzing workforce development trends, skills shortages and training 

opportunities in Toronto. 

• Acting as a resource to inform stakeholders (community groups, trainers & educators, labour, 

employers, governments and media) about workforce development issues. 

Toronto Workforce Innovation Group is governed by a volunteer Board of Directors and is one of 25 

Workforce Planning Boards (www.workforceplanningontario.ca) funded by the Ministry of Training, 

Colleges and Universities (MTCU). We thank our sponsor for the support in publishing this report 

and our community for their generous participation in the research. 

This report was prepared by the staff of Toronto Workforce Innovation Group: Luba Berezina, 

Enriketa Dushi, Joanne Fisher, Supriya Latchman, and Karen Lior. The report does not reflect the 

view of the sponsor and is solely the work of the Toronto Workforce Innovation Group. 

Local Labour Market Update 2013 • Toronto’s Opportunities and Priorities 

3

What this report is about: Introduction 

This report is essentially an update to the 2012-2013 local labour market plan, “Toronto’s Opportunities 

and Priorities” (TOP) report. This year’s focus is on another four sectors, namely: Film production and 

Sound recording, Publishing, Real Estate, and Utilities. While these are not Toronto’s largest employment 

clusters, they are significant contributors to the city’s economy, as well as sectors that differentiate 

Toronto from other areas of the province. In particular, Toronto’s real estate sector is much reported 

on, both provincially and nationally. Housing prices, starts and resales are considered by industry 

analysts to be economic indicators. 

TWIG’s local labour market update, the TOP report, is used by employment/training providers, program 

planners, community organizations, universities, colleges and high schools, and all levels of government. 

Our audience expects a great deal from this report as a source of current, accurate labour market 

information specific to Toronto. Toronto Workforce Innovation Group is grateful to all those who 

contributed to this report, our constituents and community, who work constantly to make this city 

“world class”. 

The workforce development priorities or issues that dominated this year’s conversations and 

consultations are similar to those of the previous few years. Employers and sector organizations, 

employment agencies and economists agreed that diversity, technological change (specifically social 

media), economic transformation, and the importance of the green economy are still important 

themes in our labour market. Using social media in an employment context was a major theme of 

conversations about tech change. Budgeting and programming in an austerity context was another 

important topic. The themes will be expanded on later in the report. 

This report reflects the current workforce development trends, opportunities and issues in the City 

of Toronto. The information was gathered through numerous consultations, conversations, interviews, 

and surveys, and by mining relevant data. The report identifies the issues related to delivering 

employment/training services from the perspective of the service delivery agencies, the challenges 

faced by employers in various sectors, and the economic roadblocks that impede the growth of this 

large, complex, metropolitan area. 

Overview 

Toronto is Ontario’s, if not Canada’s, economic engine. The 2012 Toronto's Vital Signs® Report stated 

that Toronto is the 15th most liveable city in the world (according to the Mercer Quality of Living 

Survey) and the 12th in the world in competitiveness (according to The Economist magazine). Moody’s 

Investors Service gives Toronto an AA1 credit rating for the 10th year in a row. Toronto is ranked first 

on the Canadian Metropolitan Economic Activity Index for the 2nd year in a row. i 

Toronto’s population is now close to 2.7 million, making this the fifth most populous city in North 

America. The rate of population growth in the downtown core jumped from 4.6 per cent in 2006 to 

16.2 per cent in 2011, greatly increasing the density of that area. This is new for Toronto, reversing 

the trend of the last few years of people leaving the downtown core. 


4

The need for new homes has resulted in more interest in “green construction” and the number of 

buildings that meet LEED (Leading Environmental Efficiency Design) Gold Standard certification 

jumped from April 2011 to March 2012 by 88%. Toronto is Canada’s leading city in constructing 

LEED-certified buildings. 

The city has almost completely recovered from the global economic downturn of 2008–2009, and 

some sectors are now flourishing. Toronto’s film, television and commercial production sector is 

working close to its peak of 2001, contributing, with the digital media sector, more than $1.13 

billion to Toronto’s economy. ii 

Toronto is the home of over 74,600 business establishments, 3,400 new business establishments in 

2012. The Office sector continues to take precedence, with 40.6% of all new establishments, comprised 

primarily of law offices, parole/security services, and health service practitioners. The Service and 

Retail sectors were also well represented, comprising 26.7% and 18.6% of new establishments 

respectively. iii 

Toronto has 40% more knowledge workers than the rest of Ontario, leading to a rapid expansion of 

the knowledge-sector. iv This expansion, however, has not kept pace with the demand for these jobs. 

The growth of knowledge-based work has led to a decrease in middle jobs (those that typically do not 

require a post-secondary degree but do require some skill), causing a polarization of the workforce. v 

While some parts of the city flourish, others continue to experience hardship. According to 2012 

Toronto’s Vital Signs® Report, Toronto is the least equitable urban centre in Canada, the only 

metropolitan area to receive a “C” grade on income distribution from the Board of Trade’s Scorecard 

on Prosperity. Our ranking among 24 global centres has slipped to 16th place, reflecting growing 

income inequality, increasing precarity 1 and rising numbers of the “working poor”. 

FORMS OF EMPLOYMENT IN THE GTA-HAMILTON LABOUR MARKET 2011: 

AGES 25-65 

% working in: GTA City of Hamilton Halton Peel York 

Hamilton Toronto 

Region 

Standard 50.3 49.4 47.1 57.5 52.8 48.0 

employment 

relationship 

Permanent 8.8 9.0 12.3 8.0 8.0 7.1 

part-time 

Precarious 18.4 19.4 15.2 18.0 17.0 21.0 

employment 

Other employment 22.5 22.2 25.4 16.5 22.2 23.9 

forms 


5

What we did: Methodology 

For this report we consulted a number of sources including Statistics Canada, the City of Toronto, 

the City of Toronto Community Data Program, Toronto Immigrant Employment Data Initiative, Social 

Planning Toronto, 2012 Toronto’s Vital Signs® Report, and other relevant reports and publications. 

To supplement the data-mining and literature review, we sent out surveys to employers in the four 

sectors profiled, conducted interviews, and attended or held numerous meetings or consultations. 

What the data tells us: An Overview of Toronto’s 

Labour Market 

Toronto in World Rankings 

In 2012 the City of Toronto, Economic Development Committee cited the following rankings for Toronto: 

• Smart Cities — 1st in North America and 2nd in the world (Fast Company magazine) 

• Finding an IT Job — 2nd in North America Top Cities in 2012 (Modis) 

• World’s Top Tech Hubs — 4th by Startup Genome, a project that aims to increase the success rate 

of start-ups and accelerate the pace of innovation globally. 

• Global Cities — 12th of 120 global cities — Hot Spots: Benchmarking Global City Competitiveness 

(The Economist) 


6

Labour Force Characteristics 

1. City of Toronto Population 

Toronto’s population growth has been strong at 4.5% per year since the 2006 Census. Although high 

population growth may put pressure on Toronto’s labour market, the influx of newcomers brings in 

new skilled workers. 

• According to Census 2011, the population of Toronto is 2,615,060, of which 48.0% are male and 

52.0% female. Toronto’s median age was 39.2 years. 

• The fastest growing age groups were those aged 60-64 and 85+ years, while those aged 5-14 and 

35-44 declined. 

• The first wave of Baby Boomers (the population born between 1946 and 1961) turned 65 in 2011 

and represent 18.9% of Toronto’s population, down from 20.4% in 2006. This cohort decreased by 

15,750 over the past five years. The population of seniors is expected to increase and continue to 

participate in the workforce. vi 

The chart below depicts the rate of population growth by age between Census periods. 

CITY OF TORONTO 

RATE OF POPULATION GROWTH BY AGE 

35.0 

30.0 

25.0 

Rate of Growth (%) 

20.0 

15.0 

10.0 

5.0 

0.0 

-5.0 

-10.0 

-15.0 

0-4 

5-9 

10-14 

15-19 

20-24 

25-29 

30-34 

35-39 

40-44 

45-49 

50-54 

55-59 

60-64 

65-69 

70-74 

75-70 

80-84 

85+ 

2001-2006 2006-2011 

Source: City of Toronto 


7

2. Migration 

A report by TD Economics calls the in-migration to the city “the attraction of convenience”. vii The 

recent migration trend indicates that many highly-skilled and educated young people, attracted by 

employment opportunities, shorter commute times and access to the city’s transit system, are moving 

to the downtown core. This segment of population is much more likely to switch jobs or careers to 

facilitate their commute or work arrangements. 

The chart below depicts the average net migration data for Toronto, breaking the numbers down by 

age category. The greatest in-migration to Toronto is among the 25-44 year old age group, or those 

of prime working age. The data show a very high influx of 18-24 year olds that come to the city to 

attend post-secondary institutions, and a net out-migration among the other three age categories 

(0-17 year olds, 45-64 year olds, and 65 years+). 

65+ years 

MIGRATION BY AGE GROUP 

TORONTO 2006-2011 

Age Group 

45-65 years 

25-44 years 

18-24 years 

Out-Migrants 

In-Migrants 

0-17 years 

0 

100,000 200,000 300,000 400,000 

Total Migrants 

Source: Stascs Canada, Annual Migraon Esmates 


8

3. Number of Establishments 

In comparing the number of business establishments in the Toronto CMA to the rest of Ontario 

between June 2011 and June 2012, the trends are as follows: 

• The number of small firms (1-19 employees) increased slightly by 1.84%. 

• The number of medium-sized firms increased more. 

• The highest increases occurred with firms employing 50-99 employees. 

• The number of larger firms also increased at higher rates, especially those with 200-499 employees. 

• In each size category of firm, the overall trend between June 2011 and June 2012 was positive, 

with the exception of a decrease of 2.31% in the “0” category, meaning either owner-operated 

or self-employment. 

NUMBER OF EMPLOYERS BY EMPLOYEE SIZE RANGE 

TORONTO CMA — JUNE 2011-JUNE 2012 

Employee Number of Number of Percent Change (%) Ontario Percent 

Size Range Employers Employers Change (%) 

2011 2012 

0 128,855 125,878 -2.31 -1.75 

1-4 51,861 51,946 0.16 0.60 

5-9 14,225 14,202 -0.16 -0.94 

10-19 8,860 9,023 1.84 3.31 

20-49 6,594 6,785 2.90 2.80 

50-99 2,281 2,469 8.24 7.66 

100-199 1,189 1,256 5.63 6.02 

200-499 657 719 9.44 10.68 

500+ 342 354 3.51 2.40 

Total 214,864 212,632 -1.04 -0.49 

Sources: Statistics Canada, Canadian Business Patterns 


9

4. Labour Force Activity 

Employment 

Employment increased slightly in the first quarter of 2012, nearly reaching 2011 levels. By the end 

of the second quarter of 2012, employment was 1.9% higher than in the same period in 2011. This 

upward trend in employed Torontonians occurred simultaneously with increasing unemployment, 

meaning that the number of people employed or looking for employment was higher than the number 

of available jobs. Toronto also experienced a trend toward fewer full-time and more part-time jobs 

(Toronto’s Management Information Dashboard, Q1-Q3). Across all of Ontario, including Toronto, 

youth aged 15-24 had a large drop in labour market participation, while the vast majority of labour 

force gains were made by those 55 years and over. 

1,320.00 

EMPLOYMENT CHANGE 2011-2012 

1,300.00 

1,280.00 

1,260.00 

1,240.00 

1,220.00 

Jan - 11 

Mar - 11 

May - 11 

Jul - 11 

Sept - 11 

Nov - 11 

Jan - 12 

Mar - 12 

May - 12 

Jul - 12 

Sept - 12 

Nov - 12 

Source: Stascs Canada, Labour Force Survey 

Unemployment 

Toronto’s unemployment rate tends to be higher than those of the surrounding municipalities and 

most other major economic regions in Canada. (Toronto’s Management Information Dashboard: 

Q1-Q3, 2012 results.) 

12.0% 

11.0% 

10.0% 

9.0% 

8.0% 

7.0% 

6.0% 

Jan - 11 

Mar - 11 

May - 11 

UNEMPLOYMENT RATE 2011-2012 

Jul - 11 

Sept - 11 

Nov - 11 

Jan - 12 

Mar - 12 

May - 12 

Jul - 12 

Sept - 12 

Nov - 12 

City 

“905” 

Ontario 

Canada 

Source: Stascs Canada, Labour Force Survey 


10

Sectoral Weaknesses and Strengths 

Toronto Employment Survey 2012 indicates that employment increased in the Office, Service, 

Institutional, and Other sectors in the city of Toronto. The Office sector had the greatest growth, 

adding 10,200 jobs since 2011, while the Other sector had the greatest relative growth at 3.0% 

over 2011. The Institutional sector added 35,100 new jobs compared to 2011. By contrast, the 

Manufacturing sector continues to decline. Employment in this sector fell from 180,000 employees 

in 2002 to 128,200 employees in 2012. Retail sector employment saw a slight decline of 600 jobs. 

According to the Construction Sector Council’s Ontario forecast, activity was expected to experience 

a slight downturn in 2012. However, activity in both the residential and non-residential parts of the 

sector played an important role in the city. In 2011-2012, housing starts increased by about 30%, 

and 99% of this growth came from the condominium construction market. Beyond 2012, the 

Construction Sector Council expects hiring will ramp up and anticipates a tighter labour market 

between 2015 and 2018 for occupations related to non-residential construction. The creation of 

thousands of new construction jobs is anticipated in Toronto with the start of several large projects, 

including work on the 2015 Pan American Games and the expansion and modernization of Toronto’s 

transit system. Many jobs in construction are connected to the interest in sustainable, green buildings 

as Toronto continues to lead in LEED-certified building. An increase in jobs in the utilities sector is 

connected to the growth in construction and the interest in sustainable energies. 

Employment in the film production industry in Toronto is also predicted to grow. This sector is a 

significant component of Toronto’s cultural industries and creates both economic value and 

employment. 

The real estate sector is an important source of income and employment in Toronto. The sector was 

slightly affected by the 2009 economic downturn, and housing prices in Toronto continue to rise. 

The real estate market in Toronto is one of the two strongest in Canada; Vancouver is the other. 


11

FILM PRODUCTION AND SOUND RECORDING 

Sector Overview 

The film industry is a vibrant component of Toronto’s culture sector and a major growth industry 

in Toronto. This growth impacts Toronto both through economic benefit and job creation. A film or 

television production can have the same economic impact on a community in a matter of weeks as 

a good-sized manufacturing company operating for a full year. viii 

Toronto is the headquarters of the unions, guilds and associations that provide the talent and technical 

expertise for production. The impact of the film industry on the local economy is two-fold: one, it is 

comparable to tourism as the hospitality sector is directly affected, and two, at the same time filmwork 

creates jobs through hiring of specialized crews and skilled workers. The sector is linked to the 

education sector through training and incubation at colleges and universities. 

Facts 

• Toronto, known as “Hollywood North”, is the third largest film and television production centre 

in North America, after Los Angeles and New York. 

• In television series production the average annual growth for the past six years was 23.6%, and 

$1.13 billion was spent on film and television productions shot in Toronto in 2011. ix 

• In 2011, the Toronto Film and Television Office issued 3,694 location filming permits for 1,303 

projects, totalling 5,424 days of shooting. x 

• Over 70 film festivals in over 20 languages are held in Toronto each year. 

• The Toronto International Film Festival (TIFF)® is the second most significant festival in the world 

after Cannes. 


12

PRODUCTION SPENDING IN TORONTO 2011 

Music Videos 

$1.15 million 

0.1% 

Commercials 

$97.68 million 

8.6% 

Animaon 

$72.0 million 

6.4% 

Major Producons 

Commercials 

Music Videos 

Animaon 

Major Producons 

$957.82 million 

84.9% 

Source: City of Toronto, Economic Development Commiee 

Size of Businesses 

The Motion Picture and Sound recording industry in Toronto is characterized by very small establishments 

with fewer than 5 employees. In 2012 the sector experienced a loss of 80 establishments, bringing 

down their number to 4,798. These businesses, the majority of which are sole proprietorships, are 

highly mobile, changing locations to follow the availability of work, partially explaining the loss of firms. 

NUMBER OF EMPLOYERS BY EMPLOYEE SIZE RANGE AND 3-DIGIT INDUSTRY 

MOTION PICTURE AND SOUND RECORDING, TORONTO CMA, JUNE 2012 

Establishment Size Jun-11 Jun-12 Absolute change 

0 employees 3,657 3,533 -124 

1-4 employees 898 939 41 

5-9 employees 124 134 10 

10-19 employees 94 92 -2 

20-49 employees 64 64 0 

50-99 employees 31 25 -6 

100-199 employees 6 6 0 

200-499 employees 4 4 0 

500 + employees 0 1 1 

Total 4,878 4,798 -80 



13


According to the City of Toronto, the film and television production sector is comprised of production, 

financial, business and professional service companies, suppliers, unions and guilds. The sector 

employs a total of 25,000 full-time workers. In 2011, more than 2,000 members of Toronto’s IATSE 

Local 873 (which includes professional carpenters, hair and makeup artists, art directors, and sound 

technicians) were involved in various aspects of the movie remake of Total Recall. During peak 

shooting, the movie employed 500 to 600 workers per day, for a total of 45,000 days worked and 

$25 million in wages paid to union members. xi 

MOTION PICTURE & SOUND RECORDING INDUSTRIES 

EMPLOYMENT CHANGE 2006-2011, TORONTO CMA 

25,000 

20,000 

15,000 

10,000 

5,000 

0 

12,000 

10,000 

8,000 

6,000 

4,000 

2,000 

0 

2006 

2007 2008 2009 2010 2011 

Total Employment Employees Self-employed 

EMPLOYMENT BY EDUCATIONAL ATTAINMENT 

TORONTO, CMA 2006-2011 

2006 2007 2008 2009 2010 2011 

Some High School 

Post 2nd Diploma/Cerficate 

High School Graduate 

University Degree 

Sources for above and right: 

Statistics Canada, Labour Force Survey & Canadian Business Patterns 

2011-2012 by the numbers 

• 19,350 Toronto CMA residents 

employed. 

• 64.9% live in the City of 

Toronto 

• 41.8% were self employed 

• 40.5% were females 

• 16,020 worked full time 

• 3,340 worked part time 

• Annual average employment 

growth rate between 2006-2011 

was 3%. 

• Average wage/hour – $20.75 

• 10,536 people employed in 

SMEs in June 2012 

• About 48% employed in 

establishments with 0-4 

employees. 

• Between 2006-2011, the 

workforce with a university 

Degree increased by 102.8% 

• 55.5% have a University Degree 

and 20% a Post 2nd Diploma 

• 37.9% of the workforce is between 

25-34 years old and 20% is 

between 45-54 years old 


14

Occupations and Trends 

• Technological changes, outsourcing and digitization are impacting jobs in the film sector, leading 

to a workforce that is increasingly becoming highly skilled and well-educated. The fastest-growing 

occupations in the film industry include: independent artists, musicians, graphic designers, producers, 

directors, film-makers. 

• There are occupations in cultural careers, such as communications, audio and video recording, 

film and video, motion picture and broadcasting, which are also experiencing growth. 

• Large-scale reproduction and lower skilled technical support jobs, such as photographic film 

processors or drafting technicians, are declining. 

• Currently, 37% of artists (just over one in three) work in multiple disciplines. This number will 

continue to rise, given the complexity and depth of the sector and the range of jobs and 

professional opportunities. xii 

Workforce Priorities 

• Toronto’s creative occupations continue to grow at more than twice the rate of the overall 

labour force in financial services, food and beverage, and biotechnology, while the screen-based 

entertainment industry continues to struggle due to a combination of foreign competition, the 

rising Canadian dollar, and the absence of new financing methods. xiii 

• This mostly transient workforce is comprised of self-employment or contractual work. xiv Film and 

Television industry experts note that the precarity of the sector and its workforce has been off-set 

by Ontario’s regional initiatives in partnership with the City of Toronto. xv The Ontario Production 

Services Tax Credit (OPSTC), which is marketed abroad in conjunction with the offer of complimentary 

location scouting, has helped to attract both foreign and domestic film producers. xvi These regional 

initiatives are similar to the international Film and Production industries in the UK, EU, U.S.A., India, 

and in other Canadian provinces. Still, a transient workforce in Film and Production will continue 

to exist in Toronto for the foreseeable future. xvii 

• There is a huge demand for entrepreneurial skills training and development to help creative 

artists to find sources of funding, making sales, marketing, and promotion. xviii 

Workforce Opportunities 

• Many artists are using social media and online resources for career development. Seventy-seven 

point five per cent (77.5%) check job-related websites and forty-one point five per cent (41.5%) 

use online learning resources. The use of social media in job development to access jobs and 

professional development should be considered in training programs. xix 

• Key factors facilitating labour market training are local business or enterprise centres, arts service 

organizations and online learning. xx 

• Functional skills development and training are mainly offered through local unions and sector 

associations which include: NABET 700 CEP, IATSE, ACTRA, Directors Guild of Canada, and Writers 

Guild of Canada. Soft skills mentoring is offered predominately through industry bodies/councils 

like the Cultural Careers Council Ontario. xxi 


15

PUBLISHING 


This sector comprises establishments primarily engaged in publishing newspapers, periodicals, books, 

databases, software, and other works. These works are characterized by intellectual creativity and 

are protected by copyright and/or property laws. Publishers distribute, or arrange for the distribution 

of, copies of these works. The sector is balanced between the two trends of traditional paper-based 

and electronic publishing. 

The sector is vulnerable to the digital transformation taking place in design/formatting and production 

technologies. The product goes through a lifecycle, from its conception to the final output, now, in 

the majority of cases, exclusively digital. Even the advertising process happens on digital platforms, 

and online tools are being used to attract consumers. 

• Ontario’s magazine industry contributes approximately $740M to the provincial economy. 

• It contributes to other sectors by creating jobs in printing, distribution, fulfillment, advertising 

and retail. 

• The industry pays salaries and fees to creators (writers, editors, designers, artists) exceeding 

$300M. xxii 

• Approximately 50% of all Canadian English magazines are published in Ontario: 950 periodicals 

spend $400M in printing costs and $113M on distribution and fulfillment annually. xxiii 

• Award-winning publications include Toro and The Walrus, published by Toronto companies. 


16


According to Canadian Business Patterns, there were 1,079 publishing firms in Toronto as of June 2012. 

The sector is dominated by very small firms (0-4 employees). There are also a significant number of 

freelance publishers in the industry. From 2011 to 2012, the number of publishing firms in Toronto 

increased by about 5%. 


PUBLISHING, TORONTO CMA, JUNE 2012 


0 544 525 - 19 

1-4 employees 223 255 32 

5-9 employees 82 94 12 

10-19 employees 70 67 -3 

20-49 employees 54 72 18 

50-99 employees 25 31 6 

100-199 employees 12 18 6 

200-499 employees 10 12 2 

500 + employees 8 5 -3 

Total 1,028 1,079 51 



17


Although employment numbers in this sector grew from 2006 to 2011, it was most impacted by the 

economic downturn after 2010, when employment dropped by 2%. 

23,000 

22,000 

21,000 

20,000 

19,000 

18,000 

17,000 

16,000 

14,000 

12,000 

10,000 

8,000 

6,000 

4,000 

2,000 

0 

PUBLISHING INDUSTRIES EMPLOYMENT CHANGE 

TORONTO CMA 2006-2011 

2006 2007 2008 2009 2010 2011 

Total Employment 



2006 2007 2008 2009 2010 2011 






employed in 2011 

• 50.9% live in the City of Toronto 






growth rate from 2006 to 2011 

was at just 2.1% 


• 6,883 people employed in SMEs 

in June 2012 

• 18% employment growth in 

SMEs since June 2011 

• About 31% of SMEs workforce 

is employed in establishments 

with 50-99 employees. 


workforce with a University 


• Nearly 49% have a University 

Degree and 26% have a Post 

2nd Diploma 



• 28% of the workforce is between 




18

Occupations and Trends in Publishing 

Careers in publishing can be classified into two major categories: creative and business. 

CREATIVE JOBS: 

editor-in-chief 

editorial staff 

designers 

photographers 

writers 

researchers 

multimedia producers 

translators 

PUBLISHING CAREERS 

BUSINESS JOBS: 

publisher 

marketing staff 

advertising staff 

production staff 

permissions coordinator 

foreign and domestic 

rights manager 

literary agent 

• Technology has transformed every aspect of operations in the publishing industry, from production 

to distribution. The sector is being reshaped by the popularity of the Internet. Online retailers are 

becoming the largest distributors of books and e-books threaten to undermine the profit margin 

of traditional paper-based publishing. xxiv 

• According to Publishers Weekly, “the definition of ‘publisher’ will change. It will not just refer to 

a person who makes books, but a person who holds information or intellectual property and 

disseminates that information in any way s/he can benefit from it.” xxv 

• Employers are looking for people who have the skills to develop high quality content for multiple 

formats: in print, online, and with mobile technology. 

• Occupations are blurring and merging across the publishing workforce. Editorial, journalism, 

marketing and sales jobs require both strong traditional skills and technical expertise. Entry level 

jobs are characterized by low wages. 

• Multi-national competitors continue to threaten Canada’s publishing sector and, in response, skills 

training and upgrading to manage the conflicting demands of traditional and electronic publishing 

are primarily handled by sector-specific organizations. xxvi 


19

REAL ESTATE 


This sector comprises establishments primarily engaged in renting, leasing or otherwise allowing the 

use of tangible or intangible assets. Companies engaged in managing real estate, selling, renting and/ 

or buying real estate, as well as appraising real estate, are included in this sector. 

Toronto continues to experience significant urban development in the industrial, commercial/retail, 

residential and institutional sectors. This development boom has been fueled by population growth 

in recent years. xxvii The commercial real estate sector contributes directly and indirectly to Toronto’s 

economy through the following: 

• Development and construction of commercial properties such as industrial buildings, office buildings 

and shopping centres; 

• Improvements to buildings on an on-going basis; 

• Management of commercial properties by professional companies, which generates billions of 

dollars in economic activity. 

At the end of 2012, Toronto’s Real Estate sales decreased due to the negative impact of the land 

transfer tax and the introduction of new real estate guidelines. This led to tighter conditions on the 

low-rise market (single detached, semi-detached, and town houses). There remains fierce competition 

between buyers in the low-rise market. Additionally, the condominium market saw the successful 

completion of many projects in 2011-2012. 


20


The Real Estate sector in Toronto is predominantly made up of very small establishments with fewer 

than 5 employees. These companies account for 96.6% of all firms in the sector. In 2012 the sector 

experienced a modest growth of 2.8% (672 establishments), totaling 24,700. 


REAL ESTATE, TORONTO CMA, JUNE 2012 


0 20,100 20,525 425 

1-4 employees 2,848 3,075 227 

5-9 employees 508 508 0 

10-19 employees 281 282 1 

20-49 employees 167 174 7 

50-99 employees 71 77 6 

100-199 employees 25 26 1 

200-499 employees 15 21 6 

500 + employees 13 12 -1 

Total 24,028 24,700 672 



21


Employment levels in Real Estate firms are extremely sensitive to changes in the economy. A strong 

economy or an economic downturn directly impacts the industry. 

80,000 

70,000 

60,000 

50,000 

40,000 

30,000 

20,000 

10,000 

0 

40,000 

30,000 

20,000 

REAL ESTATE INDUSTRY TOTAL EMPLOYMENT 

TORONTO CMA 2006-2011 

2006 2007 2008 2009 2010 2011 

Total Employment Employees Self-employed 





employed. 

• 50.1% live in the City of 

Toronto 






growth rate between 2006-2011 

was at just 6.1%. 


• 43,674 people employed in 

SMEs in June 2012 



employees. 

10,000 

0 

2006 2007 2008 2009 2010 2011 



Some Post Secondary 





workforce with a university 


• 41% have a University Degree 

and 31% a Post 2nd Diploma 

• 24% of the workforce is between 




22

Occupations and Trends 

The majority of workers in this sector are in sales and service occupations, working primarily as real 

estate agents or brokers, property administrators, janitors, building superintendents, or other service 

clerks. 

TOP REAL ESTATE SECTOR OCCUPATIONS 

Real estate agents and salespersons 7535 

Property administrators 5070 

Janitors, caretakers and building superintendents 3580 

Insurance, real estate and financial brokerage managers 1510 

Financial auditors and accountants 915 

General office clerks 895 

Receptionists and switchboard operators 605 

Secretaries 555 

Accounting and related clerks 550 

Administrative officers 510 

Sources: Statistics Canada, Census 2006 

The projected forecast for 2013 is a market growth of 3% and approximately 80,000-85,000 sales 

transactions, even though the market may continue to face adverse impacts from changes in real 

estate guidelines. In addition, technological advancements allowed the real estate industry to serve 

consumers with significantly less personal contact, reducing the need for front-line employees. Still, 

the demand for real estate occupations, apart from front-line workers, should increase slightly in the 

next few years in response to market demand. 


23

UTILITIES 


This sector comprises establishments engaged in operating electric, gas, and water utilities. These 

companies generate, transmit, control and distribute electric power; distribute natural gas; treat 

and distribute water; operate sewer systems and sewage treatment facilities; and provide related 

services. This profile of the sector integrates information about the green economy “slice” of the 

utilities sector. 

The utility sector is complex and changing rapidly as companies pursue new clean technologies 

and smart grid applications, optimise their energy mix in response to modern climate change and 

sustainability pressures. The business activity is primarily focused in the following clusters: 

• Power utilities cluster — engaged in generation, transmission and delivery of electric power 

• Energy efficiency cluster — engaged in energy planning and management with the purpose of 

making new and existing buildings more energy efficient 

• Renewable energy cluster — engaged in activities aimed at developing, introducing, and installing 

technologies that control renewable sources of energy, such as solar, wind, geothermal, and biomass 

Toronto’s infrastructure is aging, including the electrical assets that power the city. Much of this 

infrastructure was installed in the 1940s, 50s, and 60s, and requires updating and renewal. The 

Community Energy Storage project offers many benefits; in the short term to the grid, and even 

more in the long term. xxviii Green roof installations have increased significantly in Toronto due to a 

by-law that requires green roofs on new developments. Toronto was the first North American 

municipality to require green roofs in new construction. An additional 113,300 square meters 

(1.2 million square feet), is planned for installation. This quantity of square footage will result in 

over 115 FTE jobs in one year in the manufacturing, design and construction of green roofs. xxix 


24


The Utilities sector in Toronto is made up of very small establishments with fewer than 5 employees, 

and very large companies such as Toronto Hydro or Enbridge. More than 1,400 employees and 

contractors work for Enbridge, placing them among the top 100 largest employers in the Toronto 

region. Between June 2011 and June 2012 the number of jobs in this sector increased by 6.2%. 


UTILITIES, TORONTO CMA, JUNE 2012 


0 84 84 0 

1-4 employees 17 20 3 


10-19 employees 9 11 2 



100-199 employees 4 2 -2 

200-499 employees 1 0 -1 

500 + employees 5 6 1 

Total 129 137 8 



25


The economic downturn that started in 2009 had a direct impact on employment growth in the sector. 

Employment declined sharply by 29% from 2008 to 2009. Employment levels started to pick up in 

early 2011 and continued to grow in 2012. Over 36,000 people are employed in over 1,700 Torontoarea 

companies that provide alternative energy and clean-tech products and services across a wide 

range of sub-sectors. xxx In 2011, Toronto Hydro hired 210 new employees and developed an on-boarding 

program to ease their transition into new roles. 

25,000 

20,000 

15,000 

10,000 

9,000 

7,000 

5,000 

3,000 

1,000 

UTILITIES 

EMPLOYMENT CHANGE 2006-2011 

2006 2007 2008 2009 2010 2011 



2006 2007 2008 2009 2010 2011 



Post 2nd Dipolma/Cerficate 



employed. 

• 36.4% live in the City of Toronto 


• 99.5% worked full time 



growth rate was at just 7% from 

2006 to 2011. 


• 612 people employed in SMEs 

in June 2012 



employees. 

• The workforce with a Post 2nd 

Diploma increased by 58.7% and 

with a University Degree fell by 

10.5% from 2006 to 2011 

• 42.5% have a Post 2nd Diploma 

and 32.2% a University Degree 

• 30.2% of the workforce is 

between 25-34 years old and 

25.4% is between 45-54 years old 




26

Priorities and Trends 

• In the Greater Toronto Area, the labour market will demand specific utilities skills and trade 

experience for nuclear projects. In Central Ontario, specific priorities for long-term recruitment 

and training for residential and commercial trades will be required. This indicates a need for utility 

skills, experience and training, due especially to the peak in nuclear utilities jobs and an annual 

average of 5% retirement of older construction workers. xxxi 

• Key priority areas for workforce development focus on apprenticeship and related training programs 

and facilities, in-house specialized programs for new entrants (i.e. basic health and safety preparation), 

equipment and material suppliers, and upgraded training for supervisors/managers. xxxii 

• A high proportion of baby-boomers are employed in the utilities industry. Approximately 40% of 

Toronto Hydro’s workforce will retire over the next 10 years. When these workers retire the industry 

will face a challenge in replacing them with new, adequately trained workers. Toronto Hydro 

anticipates that it takes almost five years to build the specialized skill sets necessary to work on 

the distribution grid, and, consequently, focus has increased on recruitment and skilled trades 

training. 

Workforce Opportunities 

• Firms engaged in engineering and architectural services, non-residential plumbing and HVAC, 

non-residential electrical services, and commercial building construction will lead job growth. 

• Research and Development workforce opportunities will increase for planning, developing, and 

monitoring innovative green energy tools. xxxiii These opportunities are evolving through funds and 

incentives offered provincially and federally. xxxiv 

• In the solar power electronics sector, opportunities for packaging and installation will grow 

within the sector and in other emerging markets. Researchers and manufacturers will have more 

opportunities to understand and examine failures, and design new ways to improve product 

performance, which includes collaborations between solar industry and academia. xxxv 

• By 2014, labour market demand will heighten for a second group of trades, specializing in industrial, 

commercial and utility-related projects in the non-residential sector. Key trade jobs in demand 

include: boilermakers, construction millwrights, industrial instrument technicians and mechanics, 

insulators, sheet metal workers, steamfitters, pipefitters, and gas fitters. xxxvi 


27

What we heard: 

Strategic Workforce Development Priorities 

1. Diversity and Inclusion as a Business Enabler 

Toronto’s population continues to change, grow and diversify. Toronto welcomed 85,000 international 

immigrants in 2012 and that number is predicted to increase to over 110,000 in the next few years. 

This is equivalent to the entire town of Ajax being absorbed into the Toronto Region annually. xxxvii 

Eight out of 10 immigrants are members of a racialized 2 minority and Statistics Canada predicts that 

in less than 20 years, 63% of the region’s population (5.6 million) will be racialized minorities. xxxviii 

Toronto also has a sizeable Aboriginal population to be integrated into the labour force. 

Employment Ontario agencies are challenged to find appropriate employment for their clients, i.e. jobs 

that match their skills, training and experience. Agencies are concerned about providing appropriate 

services to newcomers in the context of shrinking resources for settlement services. Workplaces are 

increasingly reflective of multiple generations, places of origin and varied expectations, which is a 

challenge for HR managers. 

Increasingly, companies and their human resources managers are understanding the importance of 

diversity and inclusion strategies as “business enablers”. Companies that are able to capitalize on 

the wealth of skills and talent that arrive in Toronto are often able to flourish on the global stage. 

2. Technological Change: The Use of Social Media 

The rapidly expanding use of social media in the employment arena was the main theme. Eighty-two 

per cent (82%) of employers are now using social media and/or social networks to recruit potential 

employees and to conduct reference checks. Increasingly, employment applications are only solicited 

and accepted online or electronically. This creates the need for job developers, employment consultants, 

and employment advisors to have current skills to help clients effectively. 


28

3. Shifting Economic Terrain 

A new emphasis on collaboration, partnerships and efficiencies, in the context of austerity budgets, 

is affecting service delivery. Employment/training programs are searching for new and innovative 

ways to offer services, and employers expect that services will collaborate and coordinate to market 

clients effectively. TWIG’s consultations indicated that there is now a need for agencies to have a 

greater understanding of mental health issues as workers are seeing more clients who need appropriate 

services. An austerity economy, in which governments are reducing spending, could have the effect 

of contracting the labour market, as less program spending might result in cutting jobs and wages, 

creating anxiety in organizations as service providers look to reduce costs. At the same time, more 

people are looking to self-employment and entrepreneurship. xxxix 

4. Green Economy 

New innovations in renewable energy equipment and/or tools are quickly transforming Toronto’s 

green industry. According to the Green Skills Network xl , the sectors most affected by the green 

economy are the energy, manufacturing and construction sectors. Key development policies and 

programs driving changes come from amendments to the Ontario Building Code SB-10 xli and a focus 

on clean energy initiatives in the Feed In Tariff (FIT Program). 

Changes to Ontario Building Code SB-10 include increased energy efficiency requirements in new, 

large buildings, which directly impacts investment in Toronto’s condo construction and development. 

Momentum on FIT’s clean energy is providing businesses with savings on solar projects by 20% 

and wind projects by 15% xlii and has opened pathways to green energy jobs in the skilled trades. 

Consultations with Green Industry experts indicate new opportunities will continue to emerge beyond 

the original talent pool of engineers, architects and interior designers. As a result, green industry 

awareness, education, and training programs are targeting a wide range of employment sectors, 

starting with real estate, skilled trades and construction management. xliii 

In light of these emerging opportunities, consultations with Employment Ontario agencies and 

counselors emphasize that clients are actively pursuing “green” jobs or work in the green economy 

and they require greater clarity about green skills education and training programs. Presently, the 

essential skills necessary for occupations in Toronto’s green economy include both generic and technical 

skills, and there are a number of training programs that can support the development of basic skills. xliv 

A report published in 2011, Tending Green Shoots, xlv identifies over 300 green skills building programs 

in the Greater Toronto Area. These programs range from advanced skills training offered by various 

colleges to training in sustainable living and green stewardship offered by non-profit organizations. 

Numerous opportunities to develop “green” skills will expand with support of the City of Toronto’s 

investments in the green economy through such programs as Tower Renewal, Live Green, Energy 

Retrofit Assistance Program and Partners in Project Green. 


29

What we’re going to do: 

Action Plans, Partnerships and Collaborations 

2013-2014 

The Action Plans of the Toronto Workforce Innovation Group are informed by the labour market 

challenges described above, which come from our extensive consultations and community collaboration, 

in combination with the data analysis we do on a continuous basis. Our partnerships will be finalized 

after consultations with the community. This Action Plan Update includes the final outcomes for each 

completed action from 2012-2013. 

Strategic Priority/Workforce Development Issue 1 — Shifting Economic Terrain 

The hourglass shape that characterizes Toronto’s labour market is defined by a large and expanding 

knowledge sector at the top, a small number of “middle” jobs and a large number of jobs at the 

bottom, comparable in number to those in the knowledge sector. The jobs are often contract and/ 

or part-time and, increasingly, potential workers are creating their own small enterprise. Agencies 

are struggling with how to best serve clients with mental health issues resulting from diminishing 

access to service due to shrinking program budgets. 

Past Actions 

Proposed Action (1) 

Lead 

Confirmed Partners 

Expected Outcomes 

Output 

Forums: Managing a Multi-Generational Workforce, 2012; Collaborating 

for an Inclusive, Productive Workforce, 2011 

Reports: Sifting Through the Sands: Unpacking the Hourglass 

Workshops: Seeing the Bigger Picture: Understanding 

Labour Market Information 

Conferences: Human Resources Professional Association, 2013, 

Collaboration with other Central Ontario Workforce Planning Boards 

C3 Conference: Connect, Collaborate and Create 

Toronto Workforce Innovation Group 

C3 Centre 

300 students at local universities and colleges will be connected to 

other high achieving students to collaborate on entrepreneurial 

ventures or social enterprise initiatives that seek to make a positive, 

lasting impact on the environment 

A conference 

Timelines October 2013 


30


Lead 


Expected Outcomes 

Output 

Defining careers and opportunities in the financial services 

Certified General Accountants (CGAs) 

Toronto Workforce Innovation Group, HRPA 

1,200 potential CGAs will receive current labour market information 

about opportunities in the financial services sector 

Webinars 

Timelines April 2012-February 2014 


Lead 


Outcomes 

Output 

Research Report —Tracking Migration Patterns in the GTA — review 

of migration characteristics and trends 

Peel Halton Workforce Planning Group 

Durham Workforce Authority, Simcoe Muskoka Workforce Development 

Board, Toronto Workforce Innovation Group, Workforce Development 

Board, York Region 

Enhanced understanding of the migration patterns across the Central 

Region to inform service planning 

Report 

Timelines April 2013-February 2014 


Lead 


Outcomes 

Understanding Mental Health Issues for Employment/training 

service providers 


CAMH 

Timelines June 2013-July 2015 


Lead 


Outcomes 

Service Providers will have enhanced understanding of the resources 

available for clients who have mental health issues and be able to 

refer them to effective services. 

Career Laddering Through Training in Hospitality 

Hospitality Workers Training Centre 

Timelines May 2013-March 2014 

One King West, Toronto Workforce Innovation Group 

A needs assessment will identify the needs of employers (hotels) and 

the potential for career ladders in the industry 


31

Strategic Workforce Development Priority 2 — Managing Diversity 

Toronto is one of the most diverse cities in the world. Employers and HR managers are looking for 

information about managing an increasingly diverse workforce in terms of age, ability, cultural background, 

religion, country of origin. 

Past Actions Forums: Diversity: Strategies for a Changing Workforce 2010, 

Managing a Multi-Generational Workforce, 2011 

Reports: Promising Practices: Connecting IEPs to Sector-Specific 

Employment, 2012 

Projects: Routes to Employment: Trends, Tips and Tools for Newcomers, 

www.routestoemployment.ca; Diversity webinars — Workforce 

Development in a Global City 


Lead 

Community Partners 

Diversity Webinars 


COSTI, CASIP members 

Timelines April 2013-March 2014 

Output 

Outcome 


Lead 


Webinars with local information pertaining to employment/training 

opportunities for newcomers to GTA 

200 -500 participants will have enhanced understanding of Toronto’s 

labour market as a tool for their career development 

Trade Routes: Trends, Tips and Tools for Newcomers 


Timelines October 2012-March 2014 

Outcome 

Output 


Lead 


Ontario Building Trades Council, Central Ontario Building Trades, JTAC 

787, United Association of Plumbers and Pipefitters 

Newcomers and immigrants who are licensed trades persons will have 

online tool to find information about the trades in the GTA 

Online tool, web pages added to Routestoemployment.ca 

Adding Value: Resource for service providers on services for 

newcomers/immigrants by area 


Timelines May 2013-October 2013 

ACCES, Toronto Community Employment Services, YMCA 


32

Outcome 

Output 

Service providers in the 6 EO networks in Toronto will have reliable 

resource directory for newcomer employment and settlement services 

so that they will be better able to serve 

Brochure 


Lead 


Opening Doors: Connecting Youth to Careers in Hospitality 

Youth Employment Partnerships 

Timelines January/February 2014 

Outcome 

Output 

City of Toronto, PAYE and TESS, Ontario Tourism Education Council 

100 youth will have greater understanding of careers opportunities in 

hospitality sector of Toronto 

Career Fair, training and orientation to sector, assessment and interviews 

Workforce Development Priority 3 — Digital Literacy/Rapid Pace of 

Technological Change 

As electronic mediums increasingly saturate our working lives, basic e-literacy competencies are 

becoming more sophisticated. Social media is now used by eighty-two percent (82%) of employers 

for recruitment and reference checking of potential employees. 

Past Actions 

Workshops/Forums: Seeing the Bigger Picture: Digital Technology; 

YEP Breakfast Series for Job Developers in Using Social Media for 

Employment Support; Promising Practices — Social Media in Job 

Development 

Projects: St. Jamestown Digital Mapping; 

Reports: Promising Practices: Social Media Strategies for Employers 

and Job Seekers 

Proposed Action 

Lead 


Social Media in Job Development: Digital Literacy Curriculum 


Timelines April 2013-March 2015 

EO service providers, First Work, Durham Workforce Authority, Peel 

Halton Workforce Development Group, Simcoe Muskoka Workforce 

Development Group; Workforce Development Board of York Region, 

Ryerson University (WhoPlusYou database) 


33

Outcomes 

Output 

Job developers, employment consultants and advisers will be trained 

to use social media to help their clients attach to the labour force. 

Specific tools will be developed for agencies serving newcomers, 

youth and mature workers. 

Webinars training job developers and other EO professionals in the 

use of the WhoPlusYou database to build client profiles and connect 

directly to an employer base of 2,500. 

Workforce Development Priority 4 — Growing the Green Economy 

Toronto is the 2nd greenest city in Canada, after Vancouver. The Green Energy Act has been credited 

with creating over 40,000 jobs and more are expected. 

Past Actions Workshops/Conferences — GTA Greenhouse Conference 2011, 

Reports — Tending Green Shoots, 2012, Green Occupational Profiles, 

2012, Transitioning to a Green Economy: The Bottom Line for Ontario’s 

Businesses, Green Entrepreneurship 



Building on Green Skills: Conference on Skills Training for the 

Green Economy 

Canada Green Building Council, First Work — Green Skills Network 

Lead 


Timelines April 2013-May 2013 

Outcome 

Output 

Enhanced public awareness about green skills, green construction; 

stronger connections between youth training programs and green 

builders 

Conference 

Proposed Action (2) Workshop on Green Research at Workforce One – Stop 2013, 

Conference Board of Canada 

Lead Partners 


Timelines April 2013 

Toronto Workforce Innovation Group and Workforce Development 

Board, York Region 

Peel Halton Workforce Development Group, Durham Workforce 

Authority, Simcoe Muskoka Workforce Development Board 


34

Appendix A – References 

Film Production and Sound Recording: 

WorkInCulture. “Skills Check-In: A Report from WorkInCulture on Artists’ Business Skill Needs.” 

(2012): 7. Retrieved from: http://www.workinculture.ca/getmedia/5d044d88-9b61-402db26ee9f1426bfa91/ResearchSkillsCheckIn2012.pdf 

Toronto Board of Trade. “Toronto as a Global City: Scorecard on Prosperity 2012.” (2012): 89. 

Retrieved from: 

http://www.bot.com/Content/NavigationMenu/Policy/Scorecard/Scorecard2012/Scorecard2012.pdf 

David Hardy (VP Industry and Government Relations, Comweb-William F. White International Inc.; 

Board Member, WorkInCulture) in discussion with Toronto Workforce Innovation Group, January 16, 

2013. 

Jan Peter Meyboom (Senior VP Productions, Shaftesbury Productions) in discussion with Toronto 

Workforce Innovation Group, January 10, 2013. 

Ontario Media Development Corporation. Industry Profile: Television. (October 2012). Retrieved 

from http://www.omdc.on.ca/industry_profiles/television/televisionEng.pdf 

Photo Credits: 

The “thing movie set” (pg.12) and “Under Construction” (pg.20) is copyright of Toronto City Life and 

made available under a Creative Commons Attribution 2.5 License. 

Ontario Media Development Corporation. Industry Profile: Film. (October 2012). Retrieved from: 

http://www.omdc.on.ca/industry_profiles/television/televisionEng.pdf 

Publishing: 

Marg Anne Morrison (Director, Organization of Book Publishers of Ontario) in discussion with 

Toronto Workforce Innovation Group, March 12, 2013. 

Real Estate: 

Jason Mercer (Senior Market Analysis, Toronto Real Estate Board) in discussion with Toronto 

Workforce Innovation Group, January 10, 2013 

Toronto Real Estate Board. Market Watch: December 2012. (January 2013). Retrieved from: 

http://www.torontorealestateboard.com/market_news/market_watch/index.htm 

City of Toronto. “How does the City Grow?” Profile Toronto. (October 2012). Retrieved from: 

http://www.toronto.ca/planning/pdf/grow_oct2012.pdf 

Keesmaat, Jennifer. “Actionable Insights Into Modern City Building”. Presentation at the Toronto 

Board of Trade, Downtown Toronto, ON, January 10, 2013 


35

Toronto Star. “Mr. Christie’s Bakery in Etobicoke set to close, throwing 550 out of work”. (November 

2012). Retrieved from: http://www.thestar.com/news/gta/article/1281326—mr-christie-s-bakeryset-to-close-with-550-set-to-lose-jobs 

Utilities: 

Centre for Energy. Energy Facts & Statistics, (2012). Retrieved from: 

http://www.centreforenergy.com/FactsStats/Statistics.asp?Template=5,0 

Construction Sector Council. “Construction Looking Forward: An assessment of Construction Labour 

Markets from 2009 to 2017 for ONTARIO.” (2009): 1-17. Retrieved from: 

http://www.coca.on.ca/Storage/26/1781_CSC-LookingForward09Report-ON-EN.pdf 

Construction Sector Council. “Construction Looking Forward: An assessment of Construction Labour 

Markets from 2009 to 2018 for ONTARIO.” (2010) 

MaRS Discovery District. “Ontario Utilities and the Smart Grid: Is there room for innovation?” MaRS 

Market Insights. (2012). Retrieved from: http://www.marsdd.com/wpcontent/uploads/2012/08/MaRSReport-Ontario-Utilities-and-the-Smart-Grid_2012-1.pdf 

MaRS Discovery District. “Critical Factors and Opportunities in Solar Power Electronics: Perspectives 

from Ontario industry players.” MaRS Market Insights. (2011): 6. Retrieved from: 

http://www.marsdd.com/wp-content/uploads/2011/07/MaRSReport-Solar-Power-Electronics.pdf 

Toronto Hydro-Electric System Limited. “EB-2011-0144” (2012). Retrieved from: 

http://www.torontohydro.com/sites/electricsystem/Documents/2012EDR/F2_T01_S10.pdf 


36

Appendix B — Consultations/Events 2012-2013 

City of Toronto Research Committee 

Certified General Accountants, Program Advisory Group 

Employment Ontario Cross-Network Consultation 

East End Partners Group 

Etobicoke Service Delivery Network 

Futures Conference, First Work 

Hospitality Workers Forum 

Greater Toronto Marketing Alliance, AGM 

Guidance Counsellors, Toronto District School Board 

Intergovernmental Committee for Economic and Labour Force Development (ICE Committee) 

Martin Institute for Prosperity, Launch of Report on Competitiveness and Innovation 

Maytree Foundation, Changes to Immigration Policy event 

Precarious Employment in Southern Ontario, Case Study meetings and Report Launch 

Metropolis Conference 

Toronto Atmospheric Fund Conference 

Toronto Board of Trade, various events 

Toronto Community Foundation, Launch of Vital Signs Report 

Toronto Employment Services Integrated Local Labour Market Planning, Downtown East 

Toronto Employment Services, North York, Etobicoke, Central Toronto 

Toronto Greenhouse 

Workforce Development Working Group meeting with Workforce Investment Group representatives 

from Philadelphia 

Youth Employment Partnerships, City of Toronto 


37

Appendix C — People or Groups Interviewed or 

Consulted 

Employer/Sectoral Representatives 

Natasha Applonova, Toronto Board of Trade 

Paul Charbonneau, Windfall Energy Centre 

Erin Cimino, Toronto Construction Association 

Pat Dillon, President, Building and Construction Trades Council of Ontario 

Gil Goldstein, Real Estate Broker 

David Hardy, VP Industry and Government Relations, William F. White Productions 

Mark Knez, Talent Acquisition Consultant 

Cher Jones, Social Media Consultant 

Justine Katz, Green Skills Network 

Shane McCarthy, JTAC Local 787, United Association of Plumbers and Pipefitters 

Marg Anne Morrison, Organization of Book Publishers of Ontario 

Naki Outsei, Pan Am Games 

Mark Patterson, Ryerson University 

Jim Stanford, Economist, Canadian Auto Workers 

Sujay Vardhmane, Senior Manager, Diversity and Inclusion, Scotiabank 

Service Providers 

Claudia Abello, Preparatory Training Program (PTP) 

Chris Beesley, Metro Toronto Movement for Literacy 

Evelyn Bhoodoo, Career Foundation 

Kwame Brown, YMCA, Tracy Chow, YWCA Toronto 

Manjeet Dhiman, ACCES Employment 

Wilf Flager, TDSB 

Jim Fremlin, The Centre for Education and Training (TCET) 

Stephanie Gris, Community Engagement, Local Immigration Partnership, Toronto West 

Laila Imeish, Toronto Community Employment Services 


38

Qaiser Khan, YWCA JUMP Program 

Elana Lewis, Humber College 

Barbara McFater, PTP 

Catharine McNeely, Thorncliffe Neighbourhood Services 

Carmen Miranda, Learning Enrichment Foundation 

John Mitteregger, Job Skills 

Anne Newman, Polycultural Immigrant and Community Services 

Ian Nyman, YMCA 

Garth Neilson, YMCA 

Dawn Patrick, Program Coordinator, Native Women’s Resource Centre 

Howard Penny, Career Foundation 

Prince Sibanda, LIP, Thorncliffe Neighbourhood Office 

Marina Skeries, Canadian Hearing Society 

Effie Rassis, Learning Enrichment Foundation 

Tammarra Shepherd, Métis Nation 


39

Endnotes 

1. Precarity describes states of employment that do not have the security or benefits found in more 

traditional employment relationships. These precarious employment relationships are becoming 

the “new normal” for many in the workforce. 

2. The term racialized is used to acknowledge “race” as a social construct and a way of describing a 

group of people. Racialization is the process through which groups come to be designated as different 

and on that basis subjected to differential and unequal treatment on the basis of race, ethnicity, 

language, economics, or religion. (Canadian Race Relations Foundation, 2008). 

i “Toronto’s Vital Signs | Toronto Community Foundation.” We’re Toronto’s Foundation. | Toronto 

Community Foundation. Web. 18 Dec. 2012. http://www.tcf.ca/torontos-vital-signs>. pg.5. 

ii Ibid, pg. 4 

iii “Toronto Employment Survey 2012.” Demographic information for the City of Toronto. Web. 30 

Jan. 2013. http://www.toronto.ca/demographics/pdf/2012 

iv “An Economy Out of Shape: Changing the Hourglass”. Toronto Workforce Innovation Group. 2010 

v “Sifting through the Sands: Unpacking the Hourglass”. Toronto Workforce Innovation Group. 2011 

vi “2011 Census: Age and Sex Counts”. Demographics. City of Toronto. Online. 15 Jan 2013 

www.toronto.ca/demographics/pdf/censusbackgrounder> 

vii “Toronto — A Return To The Core”. Observation. TD Economics. Online. 22 Jan 2013 

www.td.com/document/PDF/economics/special/> 

viii Nalsh McHugh.1988. “ecdevjournal.com — Toronto: Hollywood North Making Movies, Canada’s 

Fast-Growing Industry.” ecdevjournal.com-ecdevjournal.com. Online. 10 Feb 2013 

http://www.ecdevjournal.com/index.php?Itemid=28&id=19&option=com_content&task> 

ix “Key industry sector: Film & Television — Key Industry Sectors — Why Toronto?” | City of Toronto. 

x Ibid 

xi “How ‘Total Recall’ saved Toronto’s film industry” | thestar.com | Toronto Star | Canada’s largest 

daily newspaper. 26 Mar 2012. Online. 11 Feb. 2013. http://www.thestar.com/news/2011/09/22> 

xii WorkInCulture. “Skills Check-In: A Report from WorkInCulture on Artists’ Business Skill Needs.” 

(2012): 7. Retrieved from: http://www.workinculture.ca/getmedia/5d044d88-9b61-402db26ee9f1426bfa91/ResearchSkillsCheckIn2012.pdf> 

xiii Toronto Board of Trade. “Toronto as a Global City: Scorecard on Prosperity 2012.” (2012): 89. 

Print. 

xiv WorkInCulture, pg. 8 


40

xv Hardy, David. “WorkInCulture Interview”. VP Industry and Government Relations, Comweb- 

William F. White International Inc. (16-Jan-2013). & Meyboom, Jan Peter. Senior VP Productions, 

Shaftesbury Productions. (10-Jan-2013). 

xvi Hardy & Meyboom, 2013 

xvii Hardy, 2013 

xviii WorkInCulture, pg. 11 

xix Ibid, pg. 11 

xx WorkInCulture, pg. 14 

xxi Hardy, 2013 

xxii “Ontario’s Magazine Publishing Industry.” Fast Facts. Ontario Media Development Corporation. 

Jan. 2005. Online. 8 Feb. 2005. www.ontla.on.ca/library/repository/mon/11> 

xxiii Ibid 

xxiv “The future of publishing: E-publish or perish” | The Economist-World News, Politics, Economics, 

Business & Finance. Online. 14 Feb. 2013. http://www.economist.com/node/15819008> 

xxv “Books: Publishing, or Publishing and Printing market report | HighBeam Business: Arrive 

Prepared.” Business information, news, and reports. Web. 10 Feb. 2013. 

http://business.highbeam.com/industry-reports/wood/books-publishing-publishing-printing> 

xxvi Ontario Book Publishers, March 12, 2013 

xxvii PwC and the Urban Land Institute. Emerging Trends in Real Estate®2013. Canada Edition. 

Washington D.C. PwC and the Urban Land Institute, 2012. 

xxviii Community Energy Storage | Toronto Hydro Electric System. Web. 9 Feb. 2013. 

http://www.torontohydro.com/sites/electricsystem> 

xxix “Toronto Green Sector Scan. Green roofs. City of Toronto. Economic Development and Culture, 

2011. Pg 1. 

xxx “Key industry sector: Green — Key Industry Sectors — Why Toronto | City of Toronto. Web. 10 

Feb. 2013. http://www1.toronto.ca/wps/portal/toronto/content?vgnextoid=0f274fc518dba310V 

gnVCM10000071d60f89RCRD> 

xxxi Construction Sector Council. “Construction Looking Forward: An assessment of Construction 

Labour Markets from 2009 to 2017 for ONTARIO.” (2009): 1-17. Retrieved from: 

http://www.coca.on.ca/Storage/26/1781_CSC-LookingForward09Report-ON-EN.pdf 

xxxii Construction Sector Council. “Construction Looking Forward: An assessment of Construction 

Labour Markets from 2009 to 2018 for ONTARIO.” (2010): 24. 


41

xxxiii MaRS Discovery District. “Ontario Utilities and the Smart Grid: Is there room for innovation?” 

MaRS Market Insights. (2012). Retrieved from: http://www.marsdd.com/wp-content/uploads/ 

2012/08/MaRSReport-Ontario-Utilities-and-the-Smart-Grid_2012-1.pdf> 

xxxiv MaRS Discovery District, 2012: 22. 

xxxv MaRS Discovery District. “Critical Factors and Opportunities in Solar Power Electronics: 

Perspectives from Ontario industry players.” MaRS Market Insights. (2011): 6. Retrieved from: 

http://www.marsdd.com/wp-content/uploads/2011/07/MaRSReport-Solar-Power-Electronics.pdf 

xxxvi Construction Sector Council, 2009: 17 

xxxvii “Key industry sector: Green — Key Industry Sectors — Why Toronto | City of Toronto. Online. 

10 Feb 2013. 

http://www1.toronto.ca/wps/portal/toronto/content?vgnextoid=0f274fc518dba310VgnVCM10000 

071d60f89RCRD> 

xxxviii Statistics Canada (2010). CMA Profile: Toronto, 

http://www42.statcan.gc.ca/smr09/smr09_017-eng.htm 

xxxix Interview with Jim Stanford, economist, Canadian Auto Workers 

xl Emerging Green Jobs in Canada: Insights for Employment Counselors into the Changing Labour 

Market and its Potential for Entry-Level Employment, Green Skills Network, First Work, Toronto, 

2012 

xli Interim Change to the Building Code — Energy Efficiency Update for Large Buildings — July, 2011 

http://www.mah.gov.on.ca/Page9528.aspx> 

xlii Moving Clean Energy Forward, Creating Jobs: McGuinty Government Takes Steps to Ensure 

Successful Renewable Energy Program. http://news.ontario.ca/mei/en/2012/03/moving-cleanenergy-forward-creating-jobs.html> 

xliii Canada Green Skills Building Council. GTA Chapter 

xliv Ibid, pg.24 

xlv “Tending Green Shoots: Green Skills Building Programs in the GTA”. Durham Workforce Authority, 

Peel Halton Workforce Development Group, Toronto Workforce Innovation Group, York Region 

Workforce Development Board. Toronto. 2012 


42

215 Spadina Avenue, Suite 350, Toronto, ON M5T 2C7 

ph 416.934.1653 • f 416.934.1654 • info@workforceinnovation.ca 

www.workforceinnovation.ca 


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www.workforceplanningontario.ca

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