1. Wages and Job Vacancies
(Job Quality) – Canada –
March 2023 and April 2023
Paul Young CPA CGA
May 25, 2023

2. Paul Young CGA CPA
Pre-Sales, Business
Development, and
Customer Success
Management SME
• CPA, CGA (1996)
• Academia (PF1, FA4, FN2, MU1. and MS2)
• SME – Customer Success Management
• SME – Risk Management
• SME – ESG and Sustainability Reporting and Policy
Development
• SME – Close, Consolidate and Reporting
• SME – Public Policy
• SME – Emerging Technology
• SME – Business Process Change
• SME – Financial Solutions
• SME – Macro/Micro Indicators
• SME – Supply Chain Management
• SME – Data, AI, Security, and Platform
• SME – Internal Controls and Auditing
Contact information email:
paul_young_cga@outlook.com
LinkedIn:
https://www.linkedin.com/in/paul-young-
055632b/

3. Agenda
• Employment Analysis
• Job Vacancies vs Employment
• Above Average Wage
• Youth Unemployment
• Competitiveness
• Skills gaps
• Career Management
• Automation
• Workforce Planning
• AI and HR
• Summary

4. Employment Analysis – Public vs Private Sector
Source –Stats Canada

5. Job Vacancies

6. Above Average Wage

7. Canada Youth
Unemployment
• Source -
https://tradingeconomics.com/canada/yo
uth-unemployment-rate

8. Skills Gaps
• Cybersecurity -
https://www.itworldcanada.com/sponsored/is-
your-organization-ready-to-tackle-the-cyber-skills-
gap
• 8/10 Canadian Manufacturers -
https://www.bnnbloomberg.ca/eight-in-10-
canadian-manufacturers-face-skills-shortage-
report-1.1530327
• Costly changes to EI and training programs -
https://www.collegesinstitutes.ca/news-
centre/news-release/how-supporting-skills-and-
training-can-fuel-a-resilient-recovery/
• Here is my work on skills development -
https://www2.slideshare.net/paulyoungcga/h
uman-capital-management-skills-development-
analysis-and-commentary

9. Career
Management
The provinces and federal government need to re-
think their job training strategy including better
targeting educational support as part of re-aligning
the workforce to jobs of today and tomorrow
Here is my work on career management for both Canada
and the United States
https://www2.slideshare.net/paulyoungcga/2021-and-
beyond-career-management-canada-and-the-united-states-
november-2020

10. Automation
Despite strong hiring since the middle of last year, the U.S. economy is still 5.3 million jobs short of what it had in February
2020. And Lydia Boussour, lead U.S. economist at Oxford Economics, calculated last month that 40% of the missing jobs are
vulnerable to automation, especially those in food preparation, retail sales and manufacturing.
https://www.canadianmanufacturing.com/manufacturing/do-we-need-humans-for-that-job-automation-booms-after-covid-
19-272936/
My work on Automation:
https://www.forbes.com/sites/forbescommunicationscouncil/2021/07/29/redefining-the-customer-experience-for-the-digital-
age/?sh=65deb38a430d
This ties nicely to my work on automation - https://www.slideshare.net/paulyoungcga/what-is-next-for-automation

11. California and Automation
A new law in California aims at strictly regulating employer-imposed work quotas on warehouse and distribution center
workers in that state. The new law, called AB 701, will go into effect on Jan. 1, 2022.
“We cannot allow corporations to put profit over people,” said Gov. Gavin Newsom (D), when he signed the bill on Sept.
22. “The hardworking warehouse employees who have helped sustain us during these unprecedented times should not
have to risk injury or face punishment as a result of exploitative quotas that violate basic health and safety.”
Legislators and labor union advocates made it clear that a major reason for the new law is to take aim at retail giants
Amazon and Walmart, who they accuse of exploiting their nonunion workforce. But the law’s impact will be felt far beyond
those two companies.
https://www.mhlnews.com/labor-management/article/21176489/california-restricts-warehouse-work-
quotas?utm_source=IY%20IW%20QM%20News&utm_medium=email&utm_campaign=CPS210924079&o_eid=7930I4506
489J2B&rdx.ident%5Bpull%5D=omeda%7C7930I4506489J2B&oly_enc_id=7930I4506489J2B
Additional Links:
https://www.forbes.com/sites/forbescommunicationscouncil/2021/07/29/redefining-the-customer-experience-
for-the-digital-age/?sh=65deb38a430d

12. Workforce Planning

13. Trusted AI and HR

14. Blog – Executive Compensation
Blog - Pay continued to grow for many top waste and recycling CEOs in 2022 - https://www.linkedin.com/posts/paul-
young-055632b_pay-continued-to-grow-for-many-top-waste-activity-7067459670960984064-
U8fr?utm_source=share&utm_medium=member_desktop
See the latest data for executives at WM, Republic Services, Waste Connections, GFL Environmental, Clean
Harbors, Stericycle, Harsco, Casella Waste Systems and Rubicon in our fifth annual report.
Source – https://www.wastedive.com/news/ceo-pay-2021-waste-recycling-wm-republic-connections-gfl-
rubicon/650095/?utm_source=Sailthru&utm_medium=email&utm_campaign=Issue:%202023-05-
24%20Waste%20Dive:%20Recycling%20%5Bissue:50779%5D&utm_term=Waste%20Dive:%20Recycling

15. Summary
• Aligning skills with the jobs of today and tomorrow is a key area for both the private and
public sector
• Adjusting the workforce skills as part of driving out more automation
• Education putting more focus on STEM and the skills trade
• Looking at better policies that rate to training and/or hiring credits
• Establishing more mentoring programs as part of talent management
Blog – Workforce Planning – Job Vacancies and Joh Quality – Canada – May 2023
Average weekly earnings, derived by dividing total weekly earnings by the total number of payroll
employees, were $1,170 in March, up 0.9% compared with February. On a year-over-year basis, average
weekly earnings increased 4.3% in March, while the Consumer Price Index increased 6.7% during the
same period. The March year-over-year increase (+4.3%) was more than double the year-over-year
increase observed in February (+2.1%) and January (+2.1%). In general, changes in average weekly
earnings can be the result of a number of factors, including wage growth, and special payments such as
bonuses, changes in the composition of employment and average hours worked per week.
Overall job vacancies reach all-time high
Across all sectors, Canadian employers were actively seeking to fill more than one million
(1,012,900) vacant positions at the beginning of March 2022, a record high. Vacancies increased
by 22.6% (+186,400) in the month and were up 60.5% (+382,000) from March 2021 (not
seasonally adjusted).
The job vacancy rate, which measures the number of vacant positions as a proportion of all
positions (vacant and filled), was 5.9% in March 2022, matching the record high observed in
September 2021 (not seasonally adjusted).
Vacancies increase by more than one-third in both
accommodation and food services and retail trade
In the accommodation and food services sector, the number of vacancies rose 37.2% (+42,900)
in March 2022. Following this increase, employers were seeking to fill a total
of 158,100 positions. The job vacancy rate was 12.8%, the highest across all sectors for the 11th
consecutive month (not seasonally adjusted).
There were 109,200 job vacancies in retail trade in March, up 37.2% (+29,600) from February.
Following this increase, vacancies in the sector were 40.7% (+31,600) higher than in
March 2021 (not seasonally adjusted).
Source - https://www150.statcan.gc.ca/n1/daily-quotidien/220526/dq220526a-eng.htm
Additional sources:
Business Automation - https://researchfdi.com/resources/articles/how-technology-is-changing-the-
landscape-of-economic-development/