Careerbytes

Survey: More than 9 in 10 companies offer employees financial support for certifications

April 24, 2019

Workers today can expand their professional skills with less financial stress thanks to a majority of employers in Canada offering to cover or offset educational costs, research suggests. In a new survey from global recruitment firm Robert Half Finance & Accounting, most CFOs in Canada (92%) said their companies foot the bill for some or all costs for staff to obtain professional certifications. Ninety-three percent provide full or partial support to maintain credentials. Executives reported bottom-line benefits from this incentive, with increased productivity (40%) and enhanced retention efforts (30%) topping the list. CFOs also said providing financial assistance for employees' professional development brings in additional revenue, contributes to succession planning and enhances information-sharing among colleagues.

CERIC announces call for presenters for Cannexus20 conference next year

April 24, 2019

CERIC invites individuals or organizations with an interest in presenting at Cannexus20 to submit a brief outline for consideration by June 7, 2019. Cannexus presenters are researchers and practitioners from universities, schools, community agencies, governments, private practices and corporations. They are professionals in career development and related fields who are forward-thinkers with fresh and impactful ideas and projects to share. Presentations are 30, 50/60 or 75 minutes in length. The 30-minute presentations are part of a Carousel. Carousel sessions are a great way to share knowledge in a less formal setting. Presenters speak for 30 minutes at an interactive round table, then delegates rotate to another table of their choice. Presenters deliver their 30-minute presentation twice within a 75-minute block. Carousels can accommodate up to 15 attendees per table. Click here for more information, including a list of areas of interest.

ONN releases new toolkits for their Decent Work for Women initiative

April 17, 2019

The Ontario Nonprofit Network (ONN) has released two new toolkits in support of their Decent Work for Women initiative. The Gender Equity Allies and the Decent Work Allies Communications Toolkits cover statistics, resources and communications strategies to assist allies in amplifying the impact of this important project. Those interested in learning more about the Decent Work for Women initiative should check out the recent recorded webinar on this topic presented by ONN and CharityVillage.

Canada's Greenest Employers announced for 2019

April 15, 2019

Now in its 12th year, Canada's Greenest Employers is an editorial competition organized by the Canada's Top 100 Employers project. This special designation recognizes the employers that lead the nation in creating a culture of environmental awareness in their organizations. These employers have developed exceptional sustainability initiatives – and are attracting people to their organizations because of their environmental leadership. Each employer is evaluated by the editors of Canada's Top 100 Employers in terms of: (1) the unique environmental initiatives and programs they have developed; (2) the extent to which they have been successful in reducing the organization's own environmental footprint; (3) the degree to which their employees are involved in these programs and whether they contribute any unique skills; and (4) the extent to which these initiatives have become linked to the employer's public identity, attracting new employees and clients to the organization. Congratulations to the charities and nonprofit organizations included on this year's list!

ONN partners with DonorPerfect Canada to share Nonprofit Leadership Workbook for Women

April 9, 2019

The Ontario Nonprofit Network (ONN) has partnered with DonorPerfect Canada to share the Nonprofit Leadership Workbook for Women as one example of a resource for women working in the nonprofit sector that contributes to the decent work movement. Get tried-and-true advice, best practices, and valuable exercises to equip and inspire you to pursue leadership positions within your organization.This workbook was made possible by women leaders in the nonprofit community. These women are living proof that the current gender gap in nonprofit leadership can change to reflect the diversity and inclusivity that organizations champion every day. Topics covered in the workbook include: 3 Goals for Aspiring Leaders; Develop Your Skill Set; Build Your Brand; Adopt a Mentor; Establish Your Network; Collaborate and Shine; Make the Ask.

New research suggests flexible working is now expected by Canadians

March 26, 2019

A new global study suggests there has been a power shift towards the employee. In many sectors, companies are no longer dictating what the regular work day looks like, instead the employees—the new so-called 'Generation Flex'—are calling the shots about when, where and how they want to work. Research conducted by IWG shows that 85% of Canadian respondents would choose a job that offered flexible working over a job that didn't. Additionally, more than half (54%) say having a choice of work location is more important than working for a prestigious company and almost a third (28%) would prefer to choose their work location over an increase in vacation time. In light of these findings, it's no surprise that 77% of Canadian respondents believe flexible working has become the new normal. As a result, in the past ten years, 69% of surveyed Canadian business people say their companies have introduced a flexible workspace policy.

Despite the fact that the majority of Canadian businesses have a flexible workplace policy, there's one overriding factor standing in the way of companies fully adopting the changes: corporate culture. Sixty percent of Canadians surveyed say that organizational culture is the main barrier to implementing flexible work, particularly for businesses that have a long-standing, non-flexible working approach. Almost half of Canadian respondents believe businesses fear the idea of embracing flexible working (45%) and many believe there is a lack of understanding about the benefits of flexible working (42%).

New tool for leaders to promote psychologically safe workplaces

March 26, 2019

The Great-West Life Centre for Mental Health in the Workplace and Dr. Joti Samra announced the launch of the Psychologically Safe Leader Assessment (PSLA), a free, online tool helping assess leadership strategies related to psychological health and safety. The assessment was developed by a team of Canadian researchers led by Dr. Joti Samra, R. Psych. – an innovator in the area of psychological health and safety in the workplace, and principal and founder of MyWorkplaceHealth.com. The PSLA can help create a psychologically safe workplace where employees can thrive. Through the tool, leaders obtain feedback on the extent to which they implement effective strategies in five key areas:

  • Communication and collaboration;
  • Social intelligence;
  • Problem solving and conflict management;
  • Security and safety; and
  • Fairness and equality.

Survey: 1 in 3 job candidates removed from consideration following reference checks

March 12, 2019

In a new survey from global staffing firm Accountemps, senior managers in Canada reported they remove approximately one in three candidates (32%) from consideration for a position with their company after checking their references. Reference checks help employers get a stronger sense of whether a candidate will be a good fit, both in terms of skills and experience, as well as within the workplace culture. Specifically, senior managers surveyed said they were most interested in getting a view of the applicant's strengths and weaknesses and a description of their past job responsibilities and work experience.

Despite disengagement at work, 65% of employees plan to stay in their current jobs

March 12, 2019

A recent survey conducted by Achievers revealed that only 34.7% of workers plan to look for a new job in 2019, down drastically from 74% in Achievers' 2018 report. This is surprising given 70.1% do not consider themselves "very engaged." While this may seem like a positive trend, it actually indicates a major workplace complacency conundrum. For example, 18.6% of over 800 North American respondents haven't even decided if they'll look for a new job yet – the jury is still out. Key takeaways from the survey include:

  • Just 20.8% consider themselves "very engaged," while 16.3% are fully disengaged, and 31.3% say they're "engaged but feel my company could do more to improve employee experience."
  • When asked the main reason they would change jobs, however, only 14% said they'd leave because "I'm not engaged," meaning many employees are sticking around despite average to no engagement.
  • Over one-quarter of respondents (26%) ranked "recognition for my work" in their top three important factors for staying with their current employer, but nearly 1 in 5 (17%) said their manager/employer was "horrible – they never recognize my work" and the largest group of respondents (43%) ranked their manager/employer as just "okay" (recognizing them annually or quarterly at least).

2018 recipients of Nonprofit Employer of Choice (NEOC) Awards announced

March 11, 2019

Hilborn:ECS together with partners CCEOC Inc. and The Goldie Company congratulate the recipients of the fourth annual Canadian Nonprofit Employer of Choice (NEOC) Award. This year, 13 organizations from across Canada fulfilled program requirements to be named a Canadian Nonprofit Employer of Choice. The 2018 award recipients are:

  • Alberta Retired Teachers Association (AB)
  • Joseph Brant Hospital Foundation (ON)
  • Lakeland Fetal Alcohol Spectrum Disorder Society (AB)
  • BC Nonprofit Housing Association (BC)
  • The Ottawa Mission Foundation (ON)
  • UNICEF (ON)
  • Brantwood Community Services (ON)
  • Chilliwack Society for Community Living (BC)
  • CMHA - York Region (ON)
  • LOFT Community Services (ON)
  • North Hastings Community Integration Association (ON)
  • Woodview Mental Health and Autism Services (ON)
  • Participation House Durham Region (ON)

All winners successfully completed the NEOC Organizational Profile and Employee Commitment Survey achieving a minimum overall score of 75% to qualify for the award. In a quest to create "decent workplaces" thought leaders are debunking the myth that employees in the nonprofit sector are willing (and should be expected) to work in exchange for the opportunity to “do good.” Today, talented people can find a socially meaningful career outside a traditional nonprofit organization, which intensifies the competition for qualified staff. Applications to participate in the 2019 NEOC Award program are now being accepted at http://neoc.ca.

Statistics Canada releases important data on economic contribution of the nonprofit sector

March 6, 2019

Economic activity in the nonprofit sector totalled $169.2 billion in 2017, representing 8.5% of Canada's gross domestic product (GDP), according to new data relesaed by Statistics Canada. Community nonprofit institutions accounted for 16.4% of the overall sector, while business nonprofit institutions accounted for 10.4%. The most significant portion of non-profit activity (73.2%) came from government nonprofit institutions, such as hospitals and universities. If included, volunteer activities—which are important for the nonprofit sector but not included in standard macroeconomic measures—would have added a further $41.8 billion to the economy in 2013 (the most recent year of available data), representing 22.3% of nonprofit GDP that year. Imagine Canada has also released summary data, which can be read here.

Vote for CharityVillage in the 2019 HR Reporter Readers’ Choice Awards

February 28, 2019

We hope you'll consider voting for CharityVillage as your preferred Job Board and Specialized Recruitment Agency in the HR Reporter Readers' Choice Awards! We are so proud and honoured to have been the Canadian nonprofit sector’s largest and most trusted online resource for recruiting, news and how-to information, for more than 20 years. If you'd like to help us win the Job Board and Specialized Recruitment Category, as well as vote for some of your other favourite companies and websites (including our partner company TalentEgg!), please take the survey by March 18. Click here to vote!

Income volatility threatens financial security of one in three Canadians: CPA Canada Study

February 28, 2019

Income volatility is linked to lower levels of financial knowledge and capability, often leading people to conclude that they have no personal control of their fiscal situation, according to ground-breaking new research from Chartered Professional Accountants of Canada (CPA Canada). While the link is intuitive, prior to this study, there was little research into the prevalence of income volatility in Canada and its correlation to financial behaviours. According to The Perils of Living Paycheque to Paycheque: The Relationship Between Income Volatility and Financial Insecurity, more than a third of Canadians report volatility in their monthly incomes, whether it's the source of the money, the amount they'll be receiving or both. It also shows that those precarious and uncertain income flows put people at greater risk of financial calamity and make it harder to effectively use common mitigating strategies like budgeting and saving.

Income volatility is not new – some of the oldest occupations, such as fishing or farming, traditionally have unpredictable earnings and widely differing income flows throughout the year. However, workplace shifts towards short-term, task-oriented employment – the "gig" economy – make it increasingly hard for many people to know where their next paycheque is coming from and how much that payday will bring. According to this study, people with volatile incomes have trouble keeping track of money and planning ahead, making it more difficult to make ends meet than for people who, while they may have lower incomes, know what they are getting and when.

Number of Canadians facing long commutes to work is on the rise

February 26, 2019

Commuting is a fact of life for many Canadians. According to Statistics Canada data, in 2016, 12.6 million Canadians reported that they commuted to work by car. For these commuters, the average duration of the commute was 24 minutes, and the median distance to work among those who had a usual workplace was 8.7 kilometres. For some car commuters, however, the duration of the trip can be particularly long. In 2016, approximately 854,000 car commuters spent at least 60 minutes travelling to work. From 2011 to 2016, the number of car commuters who took at least 60 minutes to get to work rose by 5%, while the total number of car commuters increased by 3%.

Census metropolitan areas (CMAs), such as Vancouver, Toronto and Montréal, are not only major population centres, but also large employment centres. People who work in one of these three CMAs but live outside their boundaries are more likely to have long commutes. Long duration commutes are not limited to people living outside of a major CMA. In fact, among those who worked in Toronto, Montréal or Vancouver, a majority of car commuters who reported long commute times also lived within the same CMA. Among car commuters who worked in Toronto and reported a commuting time of at least 60 minutes, for example, 64% also lived in Toronto. These commuters took almost as long to get to work as those who came from Barrie, Oshawa or Hamilton, despite travelling a shorter distance. Similarly, of all car commuters with a usual workplace in Vancouver who spent at least 60 minutes getting to work, 81% also lived in Vancouver. These workers took almost as long getting to work as those commuting from Abbotsford–Mission to Vancouver.

Seven in ten Canadian women make significant financial sacrifices for the sake of others

February 21, 2019

As many as seven in 10 (69%) Canadian women make significant financial sacrifices including putting their careers on hold to care for loved ones, a new CIBC study finds. Almost 3 in 5 (57%) women say there have been consequences to their career after caring for others, compared to 45 per cent of men, while 19% have taken an extended absence and an almost equal number have decreased work hours (16%). Women are nearly three times more likely than men to quit work to provide care at 16%, compared to 6% of men, and 18% hesitated on making a career move

IncludeMe app for workplace mental health needs your feedback

February 20, 2019

Canadian employers are legally obligated to protect workers’ physical and psychological safety. The IncludeMe app was designed to make it fast and simple to get managers up to speed on awareness and on how to engage and accommodate employees experiencing mental health challenges. The training has been reviewed by the MHCC and CMHA and is fully funded by the Government of Canada. This is your organization's opportunity, in one shot, to deploy free, baseline training in workplace mental health to all managers or members. It helps mitigate risk and demonstrates due diligence andemployee care by getting everyone on board.

IncludeMe is under an effectiveness study by Queen’s University to understand whether this is an effective way to learn about workplace mental health. Your feedback is valuable. By selecting the Advanced Survey path you will be asked to provide your consent to participate in this study. This will involve a set of 15 questions before you take the training and then they are repeated at the end of the training. They take about 3 minutes to respond to. Your personal information (such as name and phone number) is not shared with Queen’s or others at any time. The login information is there to protect your personal information from others which is why it requires you email and cell phone authentication. Thank you for helping to further the field of workplace mental health. Please email info@iristhedragon.com with any concerns or questions.

Expert Panel to provide advice on complex workplace issues facing Canadians

February 20, 2019

Today, the Honourable Patty Hajdu, Minister of Employment, Workforce Development and Labour, announced that the Government has established an independent Expert Panel to study the more complex workplace issues facing Canadian employers and workers. The process to select panelists was lengthy, thorough and extensive. The Labour Program considered upwards of 100 potential candidates over the course of about five months.

The Panel will study, consult and bring forward recommendations to Minister Hajdu on: federal minimum wage; labour standards protections for non-standard workers; the “right to disconnect” outside of work hours; collective voice for non-unionized workers; and, access and portability of benefits. Chaired by Sunil Johal, Policy Director at The Mowat Centre, the Panel will operate at arm’s length from the Government to ensure it provides independent, evidence-based advice. Collectively, the seven members of the Panel bring valuable expertise in areas such as labour policy, law, economics and business, and possess a well-rounded understanding of employer and worker perspectives. The other Panel members are Richard Dixon, Mary Gellatly, Dalia Gesualdi-Fecteau, Kathryn A. Raymond, W. Craig Riddell and Rosa B. Walker. The results of their work will be made public in Summer 2019.

Survey: 33% of Canadian workers negotiated pay with last job offer

February 13, 2019

Canadian job seekers may need a confidence boost when it comes to setting their salary, suggests new research from global staffing firm Robert Half. One-third of professionals surveyed (33%) tried to negotiate a higher salary with their last employment offer, falling one point from a similar survey in 2018. A separate survey finds many employers are willing to make a deal with candidates: 65% of senior managers said they expect some back-and-forth on salary. More than half are more open to negotiating compensation (53%) and nonmonetary perks and benefits (56%) than they were a year ago.

Edmonton ranked top city for youth to work: First-ever YouthfulCities Urban Work Index

February 4, 2019

YouthfulCities has launched its inaugural Urban Work Index, the first of its kind to look specifically at urban work in Canada. The Index, which was funded by RBC Future Launch, ranks 21 Canadian cities based on 48 urban work indicators, and found Edmonton to be the top-ranked city in the country. Edmonton scored 713.86 points out of a possible 1,310 available points. With 87% of Canadian youth aged 15-29 living in cities, the YouthfulCities Urban Work Index creates a way for youth to explore the best cities for them to work. It uses an expansive, youth-driven definition for work that includes four thematic areas: Education (affordability, access, work-integrated learning experiences), Entrepreneurship (spirit, spaces, programming) Affordability (housing, utilities, transportation, food/clothing, leisure, health) and Employment (basic, career-oriented, city economic profile, programs).

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