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