Human Resources in Canada's Built Heritage Sector: Mapping the ...

HUMAN RESOURCES IN CANADA’S BUILT HERITAGE SECTORIt is noteworthy that electrical and mechanical trades are not referenced in either the UK or the Australianinitiatives. Our occupational profiles in Appendix E indicate, however, that there are distinctive featuresof working in the built heritage sector that are sometimes pertinent to these trades, especially to theplumbing trade. This point was also emphasized by a number of the individuals whom we interviewed.In the masonry trade, efforts are already well advanced to develop occupational standards and relatedtraining for restoration masonry. Similar discussions have occurred with respect to the carpentry trade.However, these discussions have not crystallized around a consensus solution. In part, this reflects the absenceof analytical information on the amount of work, the current supply of experience-based skills, and thespecific nature of the skills required. In the interior systems market, drywall predominates making plasteringa niche skill. Again, there is a lack of analytical information on the amount of plastering work and whethercurrent trade standards for plastering meet the needs of the built heritage sector.CraftsCertain skills required in the built heritage sector are better described as crafts, since these skills areoutside the formal system for training and qualifying skilled tradespersons. The craft skills which were mostfrequently mentioned in our interviews and workshops were: stained and leaded glass workers, stone carversand wood carvers. Information on these crafts is anecdotal. While many colleges offer training in these crafts,there is no information on the number of persons who work full-time in these crafts. Nor do we haveinformation on the calibre of craft skills available to the built heritage sector.Strengthening Dialogue between theConstruction Industry and the Build Heritage SectorWe noted at the beginning of this chapter that, in Canada, the dialogue between the construction industryand the built heritage sector is less developed than in some other jurisdictions. The approach taken in the UKmay be particularly relevant. In the UK, CITB-Construction Skills is the sector council responsible foroccupational skills in the construction industry. In 2004, CITB-Construction Skills established a subordinateorganization, the National Heritage Training Group, to address the skill needs of the built heritage sector.This initiative was taken in collaboration with English Heritage, one of the four “national trusts” responsiblefor maintaining listed sites. A similar approach may be appropriate in Canada.Recommendation No. 3The Built Heritage Sector and the Construction IndustryThat the Cultural Human Resources Council work with the Construction Sector Council, to provide an analysisof the supply and demand characteristics of skilled trades in the built heritage sector, as part of the CSC’s ongoingLabour Market Information project..Background: Stakeholders in the built heritage sector have a keen interest in ensuring that the distincttrade skills needed by the sector are systematically analyzed and addressed. In the UK, thisfunction is undertaken by the National Heritage Trades Group of the ConstructionIndustry Training Board. In New South Wales, Australia, the state government has carriedout this function. In Canada, there is a gap. In most trade standards, there is little, if anyrecognition of the distinct skills needed by the built heritage sector. The ConstructionSector Council is best equipped to fill this gap. The Cultural Human Resources Councilshould assist the Construction Sector Council in drawing on the insight and contributionof stakeholders in the built heritage sector.52©CULTURAL HUMAN RESOURCES COUNCIL