A Skills-Based Approach to Canadian Job Groupings


The Conference Board of Canada
31 payments,

August 3, 2022

Issue Briefing

Canadian employers are increasingly thinking about work from a skills perspective. This issue briefing takes a new approach to defining job groupings.

Document Highlights

Canada needs a modern, skills-based approach to talk about employment opportunities. An aspect of this is how we group jobs together. We identified eight new employment clusters in Canada based on underlying skill similarities.

  • STEM professionals have skills like programming, technology design, science, mathematics, and operations analysis that are in high demand. The labor market outlook for this cluster is strong.
  • Knowledge workers are the most highly educated group. The outlook for this group is good.
  • The personal services cluster emphasizes negotiation, speaking, persuasion, writing, and management of financial resources at levels that are modestly above average.
  • Supervisors have a well-rounded but moderate skill set that emphasizes basic, social and emotional, and managerial skills.
  • Most technical trades require some credentialing after high school. While overall skill requirements are generally low, there is often a need for highly specialized, occupation-specific skills.
  • A high school diploma is usually all that’s needed for non-technical trades jobs, but skills like operation and control, equipment maintenance, repairing, equipment selection, and troubleshooting are needed.
  • Builders have the highest risk of being replaced by automation. Their top skills include repairing, installation, equipment maintenance, troubleshooting, and equipment selection.
  • Doers have the strongest labor market prospects among the clusters with lower levels of educational attainment.

Table of Contents

Key Findings

Introduction
STEM Professionals

Knowledge Workers
Personal Services

Supervisors
Technical Trades

Non-technical Trades
Builders

Doers
Implications

Appendix A—Methodology
Appendix B—Cluster Membership

Appendix C—Bibliography

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