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From Wild West to a growing labour culture |
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Written by Carolyn Yates
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Despite the current skilled labour shortage in Alberta, companies can still differentiate themselves by providing ongoing training, support, and guidance.
Sustained labour force development and growth requires creative recruitment and retention strategies, employee education and support services. In addition, the influx of, and reliance on, temporary immigrant workers creates a need for specific training for those new to Canada.
“Alberta is working hard to be recognized as the destination of choice for skilled workers,” says Barry Munro, Ernst & Young’s energy leader in Canada and Calgary office managing partner. “The forward thinking employers are ensuring the ‘wild west’ is becoming a culturally diverse and supportive society to make the Alberta oil sands successful.”
According to Ernst & Young, government and industry are looking for ways to expedite the admission process and ease the transition into the work force for foreign workers, who often face lengthy work permit processing times, certification test requirements, and language barriers. Employers should address issues, such as foreign pension contributions, participation in foreign incentive plans, and possible negative taxation consequences on behalf of their foreign workers.
Some employers use inclusiveness and cultural training, language training, financial assistance to obtain mortgages, education and career support, tuition reimbursements and subsidized or free daycare to provide aid. Supporting employees as they navigate issues commonly associated with migrating workers is a key way companies can stand out and show commitment to personnel retention and development.
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