EmployerOne 2019 Survey Tabulation Report April 2019

This project is funded in part by the Government of Ontario

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OUR VISION

A skilled, resilient workforce contributing to dynamic

communities and their economies.

Labour Market Analysis: Sylvia Hentz, Mark Skeffington

Executive Director: Jill Halyk

This project is funded by the Government of Ontario.

The views expressed in this document do not necessarily reflect those of the Government of Ontario. The material in this report has been prepared by WPBGE and is drawn from a variety of sources considered to be reliable.

We make no representation or warranty, expressed or implied, as to its accuracy or completeness. In providing this material, WPBGE does not assume any responsibility or liability.

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Contents Acknowledgement ................................................................................................................................... 5

Overview ..................................................................................................................................................... 5

Organization and Workforce Characteristics ................................................................................... 6

Industry Sector ..................................................................................................................................... 6

Business Size ........................................................................................................................................ 7

Location in Grand Erie ........................................................................................................................ 8

Branch or Head Office ........................................................................................................................ 8

Employees by Age Group .................................................................................................................. 9

Type of Employment ......................................................................................................................... 10

Start-ups ............................................................................................................................................... 10

New hires .................................................................................................................................................. 11

New Hires by Employment Type .................................................................................................... 11

New Hires by Occupational Category ........................................................................................... 12

New Hires by Population Groups .................................................................................................. 13

Competencies for New Hires .......................................................................................................... 13

Recruitment Methods Used to Hire ............................................................................................... 14

Areas of Recruitment ........................................................................................................................ 15

Free Government Funded Employment Services ..................................................................... 15

Paid Recruitment Agencies ............................................................................................................. 15

Hard-to-fill Jobs ...................................................................................................................................... 16

Hard-to-fill Occupations ................................................................................................................... 16

Hard-to-fill Reasons ........................................................................................................................... 16

Time to Fill the Position ................................................................................................................... 17

Availability of Qualified Workers in the Grand Erie Region ................................................... 17

Anticipated Hiring .................................................................................................................................. 18

Anticipated Hiring by Type of Employment ................................................................................ 18

Anticipated Hiring by Occupational Group ................................................................................. 19

Reasons for Anticipated Hiring ...................................................................................................... 19

Separations .............................................................................................................................................. 20

Separations by Type ......................................................................................................................... 20

Separations by Occupational Group ............................................................................................ 20

Turnover Rate ..................................................................................................................................... 21

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Training ..................................................................................................................................................... 21

Type of Training ................................................................................................................................. 22

Place of Training ................................................................................................................................ 23

Challenges ........................................................................................................................................... 23

Apprenticeship Training ................................................................................................................... 23

Experiential Learning ........................................................................................................................ 24

Additional Questions ............................................................................................................................ 25

Wellness Program .............................................................................................................................. 25

Automation ........................................................................................................................................ 255

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Acknowledgement

We would like to acknowledge the support of our EmployerOne partners. Their support was

important for the successful delivery of this project.

Partners:

Brant County Economic Development, Brantford-Brant Business Resource Centre, CareerLink,

City of Brantford Economic Development, Community Resource Service, Conestoga College,

Enterprise Brant, Excellence in Manufacturing Consortium, Fanshawe College Career &

Employment Services, Grand Erie Business Centre, Grand River Employment and Training,

Grand Valley Educational Society, Haldimand County Economic Development, Kelly Services,

Laurier Brantford, Ministry of Agriculture, Food and Rural Affairs, Ministry of Economic

Development and Growth, Ministry of Advanced Education and Skills Development, Norfolk

County Economic Development, Six Nations Polytechnic, South Central Ontario Region

Economic Development Corporation, South West Ontario Tourism Corp., St. Leonard’s

Community Services and Venture Norfolk.

Overview

The sixth annual EmployerOne survey engaged employers in the City of Brantford, Brant County,

Haldimand County, Norfolk County, Six Nations of the Grand River, and the Mississaugas of the

New Credit. The following report summarizes the results of the survey and provides valuable

insight into the area’s labour market.

This report includes the results of our annual survey and the results of a survey done last summer.

Highlights of the Survey

258 employers completed the 2019 survey

101 employers completed a survey in Summer 2018

84% of those employers hired in 2018

70% of employers anticipate hiring in 2019

54% of employers had hard-to-fill positions

#1 reason for this: Not Enough Applicants

79% of employers support ongoing staff training

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Organization and Workforce Characteristics

358 businesses and organizations completed the 2019 EmployerOne Survey. 101 of these

businesses filled out a version of the survey conducted last summer.

Industry Sector

Table 1. Number of Businesses that Completed the Survey by Industry Sector

Industry EmployerOne 2019

Summer Survey 2018

Total %

Retail trade 39 49 88 24.6%

Manufacturing 62 2 64 17.9%

Other services (except public administration) 30 6 36 10.0%

Health care and social assistance 17 10 27 7.5%

Finance and insurance 6 18 24 6.7%

Construction 19 0 19 5.3%

Accommodation and food services 9 9 18 5.0%

Agriculture, forestry, fishing, and hunting 12 1 13 3.6%

Educational services 11 0 11 3.1%

Professional, scientific and technical services 10 0 10 2.8%

Wholesale trade 10 1 10 2.8%

Public administration 8 1 9 2.5%

Arts, entertainment, and recreation 6 1 7 1.9%

Transportation and warehousing 7 0 7 1.9%

Real estate and rental and leasing 2 3 5 1.4%

Management of companies and enterprises 4 0 4 1.1%

Information and cultural industries 2 0 2 0.5%

Administrative and support, waste management and remediation services

2 0 2 0.5%

Utilities 1 0 1 0.3%

Mining, quarrying, and oil and gas extraction 1 0 1 0.3%

Total 258 101 359 100%

The top three industry sectors that completed the survey are retail trade (24.6%), manufacturing

(17.9%) and other services (except public administration) (10%).

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Business Size

Table 2. Business Size by Industry Sector

Industry Sectors 1 to 9 10 to 19

20 to 99 100 to 199

200 to

499

500 and

more

Accommodation and food services 5 1 2 1 0 0 Administrative and support, waste management and remediation services 2 0 0 0 0 0

Agriculture, forestry, fishing, and hunting 1 6 3 2 0 0

Arts, entertainment, and recreation 3 0 2 1 0 0

Construction 5 8 5 1 0 0

Educational services 6 1 3 0 0 1

Finance and insurance 4 0 2 0 0 0

Health care and social assistance 6 4 0 4 2 1

Information and cultural industries 1 1 0 0 0 0 Management of companies and enterprises 3 1 0 1 0 0

Manufacturing 12 13 23 7 5 1 Other services (except public administration) 0 0 1 0 0 1 Professional, scientific and technical services 16 4 7 1 2 0

Public administration 3 4 3 0 0 0

Real estate and rental and leasing 0 0 1 0 1 6

Retail trade 2 0 0 0 0 0

Transportation and warehousing 18 9 9 2 1 0

Utilities 1 1 3 1 1 0

Wholesale trade 0 0 0 1 0 0

Total 91 54 69 23 12 10

Percentage of Industry Size 35.1% 20.8% 26.6% 8.9% 4.6% 3.86%

Stats Canada defines1 small businesses as companies that have between 1 to 99 employees,

medium businesses as having between 100 and 499 employees, and large businesses as having

more than 500 employees. Using this definition, 82.5% of the businesses that completed

EmployerOne are small businesses, 13.5% are medium sized businesses, and only 3.86% are

large enterprises.

1. Key Small Business Statistics 2016 https://www.ic.gc.ca/eic/site/061.nsf/eng/h_03018.html#point1-1

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Location in Grand Erie

Figure 1. Location of EmployerOne Respondents

31% of the businesses are located in the City of Brantford, 23% in Brant County, 23% in

Haldimand County and 22% in Norfolk County. Six Nations and New Credit reserves account for

the remaining 1%.

Branch or Head Office

Figure 2. Category of Business (Branch or Head Office)

69% of businesses are head offices, while 29% identify as a branch.

31%

23%23%

22%

1%Brantford

Brant County

Haldimand County

New Credit

Norfolk County

Six Nations

29%

69%

2%

Branch

Head Office

Not sure

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Employees by Age Group

Figure 3. Employees by Age Group (All respondents)

In terms of age, most of the employees (63.9%) working at the companies are between 25 to 54

years of age, followed by employees 55 years of age and older (23.5%). The 25 years and under

group makes up 12.5% of businesses’ employees.

Figure 4. Age Group of Employees by Industry Sector

1744 8901 3269

0% 20% 40% 60% 80% 100%

Under 25 25 to 54 55 and over

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Most of the employees who are under 25 years of age work in manufacturing (25.1%), retail trade

(20.3%) and public administration (14.3%). Employees between 25 to 54 years are found mainly

in manufacturing (40.6%), health care and social assistance (14.4%) and public administration

(13.8%). Employees over 55 years of age are employed largely in manufacturing (47.2%), health

care and social assistance (15.2%) and public administration (10.3%).

Type of Employment

Figure 4. Type of Employment (total employees)

67% of the employees are working on a full-time basis, 24% work part-time, 4.7% work on

contracts and 4% of employees are seasonal workers. In term of industries, the sector that

employs the most people full-time is manufacturing with 43% of the total full-time workers. The

industry that employs the most part-timers is health care and social assistance with 26.8%. Public

administration employs 52.8% of all employees who work contract. Agriculture, forestry, fishing,

and hunting have the largest share of seasonal employees with 34.8% of them working within this

industry sector.

Start-ups

Table 3. Start-up classification

Only 10% consider their business a start-up, meaning it was

established in the last five years. Many of these businesses are

in manufacturing (20%), accommodation and food services

(17.1%) and retail trade (14.3%).

67.0%

24.0%

4.7% 4.0%

Full-time

Part-time

Contract

Seasonal

Yes 10.0%

No 90.3%

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New hires

Most businesses have hired people in the last 12 months. The

sectors leading the hiring are manufacturing (1,212 people),

public administration (592 people) and health care and social

assistance (585 people).

Table 3. Top Five Industry Sectors by People Hired

Industry Sectors Hires

Total 4553

Manufacturing 1212

Public administration 592

Health care and social assistance 585

Other services 518

Retail trade 466

New Hires by Employment Type

Figure 5. New Hires by Employment Type

57% of new hires were employed in full-time positions, 14% were seasonal and 17% were part-

time jobs. Manufacturing hired the most full-time positions in the last 12 months (1,043 people).

Health care and social assistance hired the most part-time positions (243 people) during the same

period.

57%17%

12%

14%

Full-time

Part-time

Contract

Seasonal

Yes 83.9%

No 16.1%

15.2% of these

hires (696) were

recent post-

secondary

graduates.

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New Hires by Occupational Category

Figure 6. New Hires by Occupational Category

Most new hires were employed in occupations in manufacturing and utilities (28.2%), trades,

transport, equipment operators and related occupations (14.5%), and occupations in education,

law and social, community and government services (11.1%).

Table 4. Top Five Total New Hires by 2-Digit NOC

Occupational Category Total hired %

96 Labourers in processing, manufacturing and utilities 397 29.7%

30 Professional occupations in nursing 144 10.8%

64 Sales representatives and salespersons - wholesale and retail trade 115 8.5%

44 Care providers and educational, legal and public protection support occupations 77 5.8%

86 Harvesting, landscaping and natural resources labourers 76 5.7%

397 newly hires became employed as labourers in processing, manufacturing and utilities. 115

people found employment as sales representatives and 144 people gained employment as care

providers and in educational, legal and public protection support occupations.

74

116

164

275

289

319

324

376

492

956

Natural and applied sciences and relatedoccupations

Occupations in art, culture, recreationand sport

Management occupations

Natural resources, agriculture andrelated production occupations

Health occupations

Sales and service occupations

Business, finance and administrationoccupations

Occupations in education, law andsocial, community and government…

Trades, transport and equipmentoperators and related occupations

Occupations in manufacturing andutilities

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Very few employers provided the specific job tittle they hired for. Below are the specific

occupations that employers hired.

Table 5. Total Hires by Specific Job Tittle

Specific Job Title Total hired

Registered Nurses 134

Warehouse Associate 90

Sales Representatives - Wholesale and Retail Trade 71

Mechanical Assembler - Manufacturing 66

Direct Support Professional 54

New Hires by Population Groups

Table 6. Have you Hired One or More of the Following in the Last 12 Months?

Category Responses %

Youth 91 27.3%

Older worker (over 55) 80 24.0%

Visible minority 42 12.6%

Unsure 21 6.3%

Indigenous 34 10.2%

Immigrant 34 10.2%

Person with disability 27 8.1%

Francophone 4 1.2%

Businesses locally hire from a number of different age groups, with 27.3% of the businesses

having hired youth, and 24.0% having hired older workers. Despite being an area with significant

indigenous representation, the percentage of industries that have hired people from this group is

low (10.2%).

Competencies for New Hires

Table 7. Competencies for the New Hires

Competencies Responses %

Work ethic 96 43.4%

Self-motivated - ability to work with little or no supervision 89 40.3%

Willingness to learn 84 38.0%

Team work/interpersonal 78 35.3%

Customer service 77 22.9%

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Competencies Responses %

Communication (both oral and written) 45 20.4%

Problem solving, reasoning, and creativity 45 20.4%

Dependability 44 19.9%

Technical 44 19.9%

Time management or organizational 31 14.0%

Professionalism 30 13.6%

Computer literacy 23 10.4%

Analytical/research 5 2.3%

When employers look for new hires, work ethic, self-motivation and willingness to learn are the

competencies most desired.

Recruitment Methods Used to Hire

Figure 7. Top Recruitment Method Used

Businesses use online job boards as their main method of recruitment. Other important methods

include word-of-mouth/personal contacts/referrals/informal networks and social media.

70

46

2016 15 13 10 8 8 7 6 5 5 5

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Areas of Recruitment

Most businesses recruit on a local basis (88.5%). 15.2% of employers said they also recruit on a

provincial level. 3.9% of businesses recruit nationally and 1.8% recruit internationally.

Free Government Funded Employment Services

Table 8. Use of Free Government Funded Employment Service Agency for General

Employment

Yes No No answer

94 166 0

36.1% 63.8% 0.0%

63.8% of employers do not use free government funded employment services agencies.

Paid Recruitment Agencies

Table 9. Use of Paid Recruitment Agency?

Yes No No answer

58 349 1

14.2% 85.5% 0.0%

The use of paid recruitment agencies is low. Only 14.2% of employers use this service.

Locally Provincially Nationally Internationally

74.6% 15.8% 6.2% 3.2%

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Lack of work

experience

13.9%

Lack of motivation,

attitude, or interpersonal

abilities

15.7%

Hard-to-fill Jobs

Hard-to-fill Occupations

Table 10. Occupations (by 2-NOC) Hard-to-fill in the Last 12 Months

Occupational Category Total hard-to-fill positions

96 Labourers in processing, manufacturing, and utilities 181

95 Assemblers in manufacturing 130

86 Harvesting, landscaping and natural resources labourers 116

94 Processing and manufacturing machine operators and related production workers 52

76 Trades helpers, construction labourers and related occupations 46

46% of businesses indicated that they did not have any hard-to-fill positions. 54% had hard-to-fill

positions.

Hard-to-fill Reasons

Other reasons include lack of technical skills (13.0%) and Lack of education level credentials

(12.4%).

Not enough

applicants

22.3%

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Time to Fill the Position

Figure 8. Time to Hire a Hard-to-fill Position

For 31% of the businesses it takes 3 to 6 months to hire a hard-to-fill position. For 29%, it takes

more than a year to do the same.

Availability of Qualified Workers in the Grand Erie Region

36.6.4% of the businesses have a positive perception of the availability of workers in the region.

On the opposite side, 27.9% think the availability of workers is poor.

29%

31%

16%

13%

11% 0%

More than a year

3 to 6 months

6 to 9 months

Less than 3 months

9 to 12 months

No answer

Fair

35.5%

Poor

27.9%

Excellent/

Good

36.6%

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Anticipated Hiring

70% of businesses anticipate hiring for the 2019 year.

Businesses estimate they will be hiring 2,967 people.

Most of the hiring will take place in industries such as

manufacturing (32.6%), health care and social assistance

(13.6%) and public administration (10.4%).

Table 11. Top Five Industry Sectors Anticipating Hiring

Industry Sectors Estimated

total %

Manufacturing 967 32.6%

Health care and social assistance 404 13.6%

Public administration 309 10.4%

Retail trade 278 9.4%

Other services 244 8.2%

Anticipated Hiring by Type of Employment

Figure 9. Anticipated Hiring by Employment Type

Over half of positions that employers plan to hire are full-time positions (57%), while 18% of hiring

will be for seasonal positions.

57%17%

8%

18% Full-time

Part-time

Contract

Seasonal

70% Anticipate hiring

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Anticipated Hiring by Occupational Group

Table 12. Anticipated Hiring by Occupational Group

Occupations %

Trades, transport and equipment operators and related occupations 27.1%

Occupations in manufacturing and utilities 21.2%

Health occupations 12.1%

Natural resources, agriculture and related production occupations 9.2%

Occupations in education, law and social, community and government services 8.2%

Sales and service occupations 7.1%

Occupations in art, culture, recreation and sport 6.4%

Business, finance and administration occupations 4.5%

Management occupations 3.7%

Natural and applied sciences and related occupations 0.5%

Businesses anticipate hiring the most people in occupations in trades, transport and equipment

27.1% and in manufacturing and utilities 21.2%. Sales and service occupations were second in

2018’s survey but that group is now 6th.

Reasons for Anticipated Hiring

Figure 10. Reason for Anticipated Hiring

The No. 1 reason employers expected to hire in 2019 was to fill a vacancy/replacement (39%),

topping business expansion (35%).

35%

39%

13%

8%

5% 0%

Expansion

Fill a vacancy/replacement

Seasonal

Retirement

Other

Technological change

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Separations

63% of businesses experienced separations during the last

12 months. Employers who had separations reported that

2,557 people left their positions last year, for a variety of

reasons.

Most of these separations were in manufacturing (40.6%),

health care and social assistance (15.8%), and agriculture

(9.9%).

Table 13. Top Five Industry Sectors With Separations

Sector Total

separations %

Manufacturing 1,039 40.6%

Health care and social assistance 403 15.8%

Agriculture, forestry, fishing and hunting 252 9.9%

Retail Trade 237 9.3%

Other services (except public administration) 142 5.6%

Separations by Type

Figure 11. Separations by Type

56.3% of the separations were quits. This number is higher than last year’s results but similar to

previous years. Retirements accounted for 9.6% of separations, up from 5% in 2018’s survey.

56.3%

9.6%

15.5%

14.3%4.2% Quits

Retirements

Layoffs

Dismissal

Other

63% Experienced

separations

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Separations by Occupational Group

Table 14. Separations by Occupational Group

Occupational Group %

Occupations in manufacturing and utilities 30.8%

Trades, transport and equipment operators and related occupations 15.5%

Natural resources, agriculture and related production occupations 10.7%

Occupations in education, law and social, community and government services 10.7%

Sales and service occupations 8.8%

Health occupations 7.5%

Business, finance and administration occupations 6.1%

Management occupations 4.3%

Occupations in art, culture, recreation, and sport 3.2%

Natural and applied sciences and related occupations 2.4%

Occupations in manufacturing and utilities experienced the largest number of separations

(30.8%). Other occupations that experienced a significant number of separations were trades,

transport and equipment operators and related occupations at 15.5%, and natural resources,

agriculture and related production occupations, and occupations in education tied at 10.7%.

Turnover Rate

Table 15. Turnover Rate by Industry (Industries with at least 10% representation in survey)

Industry Sectors Total

Employed Total

separations Turn over

rate

Manufacturing 5,735 1,039 18.1%

Health care and social assistance 2,750 403 11.1%

Other services (except public administration)

986 142 14.2%

Retail trade 1,170 347 13.1%

A turnover rate of approximately 10% is considered normal and healthy. Manufacturing continues

to have trouble retaining workers, while retail trade sees a high staff churn.

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Training

Most businesses provide or support professional

development or training to their employees.

Smalls businesses (1 to 99 employees) are less

likely to provide training than medium-size and

large businesses (100+ employees).

Table 16. Training by Business Size

Business Size

Yes % No % No

answer %

1 to 99 258 67% 107 28% 21 5%

100 to 499 36 90% 2 5% 2 5%

500 and more 5 71% 0 0% 2 29%

Table 17. How You Support Training/Professional Development Opportunities

Fund it (fully or partially)

Use government hiring and

training incentives

Offer flexibility in

work schedule

Supply information on

career development

Provide internal training

37.5% 16.1% 25.6% 16.4% 53.3%

In most cases businesses provide internal training, funds for training (fully or partially), or offer

flexibility in work schedule to their employees.

Type of Training

The most popular types of training include improving technical skills (40.39%), acquiring

professional qualifications (18.72%), and enhancing soft skills (12.81%).

Table 18. Type of Training

Answer Choices %

Technical skills 40.39%

Professional qualifications (e.g. industry certifications) 18.72%

Soft skills (e.g. communications, teamwork, literacy) 12.81%

Other

9.85%

69.1% Provide or support professional

development or training

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Answer Choices %

New technology/equipment 4.93%

Management training 4.93%

Academic updating 4.43%

Supervisory training 3.94%

Place of Training

Table 19. Where was Most of the Training You Needed Offered?

Area of training On site Off site - locally

Off site - remotely

Online Not

available Total

Technical skills 63.9% 15.0% 12.0% 6.8% 2.2% 100%

New technology/equipment 69.1% 7.2% 12.4% 7.2% 4.1% 100%

Professional qualifications 21.2% 32.9% 15.3% 22.3% 8.2% 100%

Soft skills (e.g. communication, teamwork) 61.4% 18.7% 5.2% 11.4% 3.1% 100%

Management 36.3% 20.0% 16.3% 18.2% 9.1% 100%

Supervisory 51.9% 20.2% 12.6% 8.8% 6.3% 100%

Academic upgrading 6.4% 25.5% 23.4% 23.4% 21.3% 100%

Other 54.2% 8.3% 8.3% 12.5% 16.7% 100%

On site, training is the most common place for training. Off site (locally) was the second most

selected location for training.

Challenges

33.6% of employers have faced challenges when providing training to their employees. The

following issues are their major challenges/barriers:

Cost (42.9%) Losing trained employees to other businesses (35.6%) Awareness of existing training programs (29.8%)

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Apprenticeship Training

Table 20. Did Your Organization Provide Any Apprenticeship Training in The Last 12

Months?

Yes No Our industry does not have apprentices

23.9% 35.1% 40.9%

40.9% of businesses do not have apprentices. Only 23.9% of businesses said they provide this

training. The businesses that do not provide apprenticeship training indicate they lack the requisite

staffing ratios that would enable them to take on an apprentice (29.7%), and they believe it would

be a financial hardship to take on an apprentice (7.7%) or were worried about losing apprentices

after training them (7.7%). Of the employers who gave “other reasons” often communicated that

this “does not apply to their business”.

Table 21. Reasons for Not Provide Apprenticeship Training

Reasons %

We lack the requisite staffing ratios that would enable us to take on an apprentice 29.7%

We believe it would be a financial hardship to take on an apprentice 7.7%

We believe we would lose time/productivity of current staff if we took on an apprentice 5.5%

We do not want to risk taking on apprentices who will leave our organization for other opportunities after we have trained them 7.7%

Experiential Learning

Table 22. Do You Provide Any of the Following Opportunities to Students or Job Seekers?

Group Paid Co-op or

Internship Unpaid Co-op or

internship Mentoring

High school 31.3% 64.6% 24.2%

College 61.1% 36.9% 16.5%

University 64.8% 38.2% 18.4%

Job seeker 42.2% 22.2% 57.8%

Many businesses do offer experiential learning. 55% of employers offer these opportunities to

students and jobseekers. High school students are often offered unpaid co-op/internships

opportunities. University students and college students receive mostly paid co-ops/internships

opportunities, 64.8% and 61.1% respectively. Finally, job seekers are usually offered mentoring

(57.8%).

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Additional Questions

Wellness Program

Table 23. Does Your Organization Participate in a Wellness Program?

Yes No

34.5% 65.5%

Automation

EmployerOne partners suggested questions designed to gauge whether local employers are

investing in automation of their processes or production as a way to cope with difficulties hiring or

retaining employees. In general, about 44% of respondents to January 2019’s survey reported

investing in automation, with 54% reporting they had not. However, in manufacturing, twice as

many employers reported investing in automation than not.

Table 24. In the last 12 months, did your business invest in new equipment or technology

designed to increase automation?

Industry Sectors Yes No No Answer

Accommodation and food services 4 5 0 Administrative and support, waste management and remediation services 0 2 0 Agriculture, forestry, fishing, and hunting 7 4 1 Arts, entertainment, and recreation 0 6 0 Construction 4 14 1 Educational services 4 6 1 Finance and insurance 4 2 0 Health care and social assistance 7 10 0 Information and cultural industries 0 2 0 Management of companies and enterprises 1 3 0 Manufacturing 42 20 1 Mining 0 1 0 Other services (except public administration) 12 17 1 Professional, scientific and technical services 6 4 0 Public administration 3 2 1 Real estate and rental and leasing 0 2 0 Retail trade 12 26 1 Transportation and warehousing 4 3 0

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Utilities 1 0 0 Wholesale trade 2 9 0 Total 113 138 7 Percentage 43.8% 53.5% 2.7%

Table 25. Rank by order of importance the reason for investing in automation?

The No. 1 reason employers cited for investing in automation was overwhelming to improve

productivity. This was followed by a desire to improve competitiveness and for HR/Labour Costs.

Reasons Employers who rated reason No. 1

Productivity 77

HR/Labour Costs 12

Competitiveness 11

Labour Supply 7

Other 1

Only a small number of employers who answered the Automation question shared numbers on

how automation had affected their workforce, both in workforce size and in occupations.

Of the 35 employers who responded, twice as many employees were added to their workforces

as lost (29 hires, 14 separations).

Occupations listed by employers who hired new people due to automation/new technology was

topped by machine operator positions and welders. This is logical as people are needed to

operate newly installed equipment. Positions lost by automation/new technology was led by

general labourer and general farm labourer.

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For questions regarding the data represented in this report,

please contact:

Workforce Planning Board of Grand Erie jhalyk@workforceplanningboard.org

519 756 1116

Workforce Planning Board of Grand Erie

1100 Clarence St. South, Suite 101, Box 12

Brantford, Ontario, N3S 7N8

©Workforce Planning Board of Grand Erie