Careerbytes

New survey reveals productivity peaks for workers in Canada

August 21, 2019

Monday and Tuesday, especially in the morning, are when employees are most productive, suggests new research from staffing firm Accountemps. More than half of workers surveyed in Canada said their productivity peaks at the beginning of the week, with Tuesday (35%) edging out Monday (25%) by ten points. After Hump Day (18%), worker productivity dips: 12% of employees do their best work on Thursdays, followed by 10% on Fridays.

Many professionals said they accomplish more work at the start of the day: 41% are most productive in the early morning and 31% in late morning, compared to 3% who like to burn the midnight oil. It's probably best to avoid scheduling meetings at noon: only 2% of workers surveyed said they get the most work done at lunchtime.

For peak productivity, where is as important as when to work, but employees are divided: 44% of workers say they work best in a private office with a closed door, according to the survey. Meanwhile, 33% prefer working in an open office with coworkers, followed by 19% who say they are most productive when working from home.

Employees were also asked about the single biggest distraction that impacts their productivity during the workday. Coworkers who are too chatty and social topped the list (28%), followed by office noise and unnecessary conference calls/meetings (tie; 23%), unnecessary emails (20%) and cell phone use (7%).

New report examines refugee women's ability to access paid, decent work

August 21, 2019

In accessing paid, decent work, refugee women face restrictive labor market laws, increased threat of violence, discrimination, as well as regulatory and administrative barriers. According to a new analysis conducted by the Georgetown Institute for Women, Peace and Security (GIWPS), in collaboration with the International Rescue Committee (IRC), refugee women could generate up to $1.4 trillion to annual global GDP if employment and wage gaps were closed. The key takeaways from the report are:

  • Refugee women’s labor market participation is as low as 6%.
  • Highest refugee women employment rates are seen in the US (40%) and Uganda (37%), but down to as low as 6% in Germany, Jordan and Lebanon.
  • The gender pay gap is highest in Turkey, where there is a pay gap of roughly 94 cents per dollar between refugee women and host men. The gap is lower in the US, where the pay gap is roughly 29 cents per dollar earned.
  • Refugee women could generate up to $1.4 trillion to annual global GDP if employment and earnings gender gaps were closed to meet the national levels of hosting countries, per analysis done in top 30-refugee hosting countries, which host 90% of the world's refugees.
  • Refugee women in the US alone could contribute $1.6 billion to US GDP.

The report focuses on Turkey, Uganda, Lebanon, Jordan, Germany, and the US, and extrapolates findings to the top 30-refugee hosting countries, which collectively host approximately 18 million refugees.

Catalyst report finds people of colour pay 'emotional tax' in Canadian workplaces

August 14, 2019

A Catalyst study of over 700 Canadian women and men of colour found a worrisome story of Emotional Tax and consequent attrition. Emotional Tax is the combination of feeling different from peers at work because of gender, race, and/or ethnicity, being on guard to experiences of bias, and the associated effects on health, well-being, and ability to thrive at work. In Canada, Catalyst found that Black, East Asian, and South Asian professionals who are highly on guard have a dangerously high intent to quit, ranging from 50% to 69%. Key findings of the new report include:

Being “on guard” is a shared experience.

  • 33% to 50% of Black, East Asian, and South Asian professionals report being highly on guard to protect against bias.
  • In in-depth interviews, 77% of women and men of colour shared harrowing stories of exclusion and being on guard. In many cases, these stories did not come to light until well into the interview—indicating the importance of going beneath the surface to better understand the experiences of people of colour.
  • Even when they are on guard, Canadian people of colour have a strong drive to contribute and succeed.

Emotional Tax is linked to Canada’s retention problem.

  • 50% to 69% of Black, East Asian, and South Asian professionals who are highly on guard against bias have a high intent to quit.

Emotional Tax is associated with threats to health and well-being.

  • 22% to 42% of Black, East Asian, and South Asian professionals who are highly on guard against bias report high rates of sleep problems.

Access the full report and Catalyst's recommendations on creating a more empowering workplace.

New report examines Canadians' online habits

August 14, 2019

Simplii Financial has released a Deep Dive on Digital Trends in Canada report, which examines everything from the Canadian sharing economy, to app culture, to Canadians' online habits and whether digital has simplified our lives for the better. For Canadians, the most important motivators for using technology are to simplify life (43 per cent) and save time (40 per cent). When asked what they are doing with the extra time, 58 per cent say they spend it using more technology while nearly half report socializing with friends/family (45 per cent) and pursuing a passion, hobby or activity (38 per cent). Boomer Canadians (age 55+) are the most likely to want to decrease their use of tech (64 per cent vs. 52 per cent for GenX (35-54 years)) and 44 per cent for Millennials (18-24 years). They are also far more likely to want to talk on the phone than text.

New survey shows all generations favour flexible working hours

August 14, 2019

A survey conducted for the latest edition of ATB's Perch found respondents across all age groups were clearly in favour of flexible work hours and all preferred working at a single job for an extended period of time over the idea of working a series of "gigs." Other highlights of this edition of Perch include:

  • Boomers stood out with 88% of respondents agreeing that their generation has a strong work ethic. Gen Z was not far behind at 78%of respondents compared to just 48% among Gen X and 50% among Gen Y.
  • When it comes to the economy and the workplace, using technology to communicate differs between the different generations as well. Talking to people in person or over the phone rather than sending a text or email was preferred by a larger proportion of Boomers (58%) with Millennial respondents least likely to prefer this option (45%).
  • Between 80 and 85% of respondents surveyed across the four generations said they were in favour of flexible work hours and agreed flexibility makes the workplace more productive.

Health care and social assistance highly impacted by aging workforce

August 7, 2019

A new study published in Insights on Canadian Society finds that an aging workforce is affecting all occupations, but also that there is considerable variation in the extent and pace of aging across occupations. The study, titled "Results from the 2016 Census: Occupations with older workers", uses the Census of Population (1996 and 2016) and the Labour Force Survey (1996 to 2018) to examine changes in the age composition of occupations. The aging of the workforce can be examined by calculating the ratio of younger workers to older workers, which is defined in this study as the number of workers aged 25 to 34 for every worker aged 55 and older.

Health care and social assistance was the largest industry in Canada in 2016, accounting for 2.3 million or 13%, of all workers. This industry also had one of the most rapid growth rates in the number of workers from 1996 to 2016 (+68%). Despite the rising demand for health care services, workers who are providing health care to an increasingly older population are themselves aging. For instance, among registered nurses and registered psychiatric nurses—the largest occupation related to health care—about 1 in 5 was aged 55 and older in 2016, compared with less than 1 in 10 in 1996. In 1996, there were 4.5 female nurses aged 25 to 34 for each female nurse aged 55 and older. By 2016, that ratio had declined to 1.6.

Ontario Nonprofit Network releases new policy brief on maternal and parental EI benefits

July 15, 2019

The Ontario Nonprofit Network (ONN) has released a new policy brief related to maternal and parental Employment Insurance (EI) benefits. Accourding to ONN research, the nonprofit sector across Canada consists of an estimated 80 percent of women workers, many of whom are the most marginalized workers in the labour market. ONN’s recent research has found that women in the sector tend to see lower compensation, while very few organizations offer maternity and parental benefit top-ups. As a result, many women workers are particularly hit with a significant loss of income when taking maternity and parental leave. For this reason, ONN is making 5 key recommendations.

Nearly 7 in 10 managers consider consistent temp work comparable to full-time job

July 10, 2019

Temporary work is gaining an equal footing with traditional, full-time employment when it comes to job qualifications, suggests new research from staffing firm Accountemps. Sixty-nine percent of Canadian senior managers from across a variety of industries reported they consider a long period of consistent temporary work comparable to full-time when evaluating job candidates. Over half (54%) of employers surveyed also said they are more open to hiring interim workers to fill gaps while looking for a full-time employee than they were two years ago.

CCVO's Executive Directions Ascent program for nonprofit leaders now accepting applications

July 9, 2019

Applications for CCVO's Nonprofit Leadership Development for directors and managers are now being accepted! Executive Directions Ascent is a six-month learning journey that will help you understand your role as a leader and develop the confidence to grow your career. Bring your leadership questions, challenges and aspirations to the small group each month, beginning this fall. Guided by specific topics and skilled facilitators, each session will include inquiry and conversations that can help you experience deep self awareness, connections, and growth on your path to becoming a more effective nonprofit leader. If you're ready to take action to grow your leadership network and advance your career, apply for the fall 2019 cohort of Executive Directions Ascent today. Early application for Ascent Cohort 4 is August 22.

Canadians are having trouble disconnecting from the internet

July 9, 2019

Today, The Canadian Internet Registration Authority (CIRA) published its annual look at the state of the nation's internet — Canada's Internet Factbook 2019. As summer begins across Canada, the survey of more than 2000 Canadians found that 85% had not gone "off-the-grid" (spent more than one-week offline) in the last year, and only one in five had even disconnected for eight consecutive hours. Some highlights from the survey include:

  • Boomers are embracing smartphones. The percentage of those 55+ who browse the web using mobile devices has increased from 24% in 2015 to 57% in 2019
  • Three-quarters of Canadians surf the internet while watching TV
  • 9% completed their education online
  • 22% found a job online

New study shines light on workplace romance

June 27, 2019

Canadians are finding love at work but many are hiding it from their coworkers, according to a new study by ADP Canada. Based on self-reported figures, one-third of working Canadians are now or have been romantically involved with a coworker. Despite the prevalence of workplace romance across Canada, many employees still feel the need to keep their relationship secret. Nearly half (45%) of those in workplace relationships kept it a secret from someone, with 27% keeping it a secret from everyone at work. The study, by Leger Research for ADP Canada, revealed Canadians are more likely to hide a relationship from human resources (37%) or management (40%) than from their colleagues.

Part of this secrecy could be credited to a fear of penalization or a misunderstanding of workplace policies. Approximately half (49%) of participants claim their company does not have a formal policy that addresses workplace relationships. This percentage was even higher in Quebec, with 65% reporting there was no clear policy at their company. But employees aren't opposed to workplace romance. In fact, a large majority (83% combined) are open to relationships at work, indicating relationships between colleagues should be allowed, or they don't care if people they work with are in romantic relationships.

Canadian employers underestimate the presence of chronic disease in the workforce

June 11, 2019

The 22nd edition of The Sanofi Canada Healthcare Survey uncovered gaps in knowledge that can serve to help guide decision-making among employers who provide health benefit plans to employees. A persistent gap is employers' underestimation of the presence of chronic disease in their workforce, which suggests they may also underestimate the negative impact of unmanaged disease on productivity. The report suggests there is a growing urgency to do more for chronic disease as:

  • 54% of plan members have been diagnosed with at least one chronic disease or condition, increasing to 69% among those aged 55 to 64.
  • Plan sponsors estimate that 39% of their workforce has a chronic condition.
  • When chronic pain is added to the equation, 67% of employees have a condition that can impact productivity and lead to repeated absences from the workplace.
  • 87% of employees with a chronic condition would like to know more about their condition and how to treat it.
  • 82% of employers would like their benefit plan to do more to support employees with chronic conditions.

Research reveals hiring hurdles from job posting to job offer

June 4, 2019

Recruiting is no walk in the park, according to new research from global staffing firm Robert Half. Canadian companies face a number of challenges throughout the hiring process, the greatest being generating interest from qualified candidates (32%) and developing compensation packages and negotiating salaries (20%), as reported by more than 600 senior managers. Making an offer to a candidate isn't the end of the recruiting road. When asked to name the most common reason prospective hires decide not to join their company, nearly three in 10 (28%) of senior managers said it's because applicants accepted another position or counteroffer. Twenty-five percent of senior managers said candidates turned down a job from their company because the compensation and benefits were lower than expected.

Vancouver’s annual digital nonprofit conference about to kick off

May 29, 2019

For its fifth year in a row, the Digital Nonprofit Conference continues to expand! With tickets selling fast, don’t miss your chance to come to Vancouver’s best nonprofit conference on June 11th. This year, over 200 nonprofit professionals will hear keynotes from Beth Kanter, Vu Le, Shoni Fields, Ryann Miller, and many other presenters. You’ll get to learn how to manage digital teams, create a culture of wellbeing, lead in this digital age, and advance your marketing strategies. This full day-event will be packed with strategies and tactics for you to take back to your teams, networking opportunities, and of course, lots of coffee and food! Last minute tickets still available here.

Number of working Canadians who need time off for disability on the rise

May 28, 2019

The majority of working Canadians (68%) have some experience with time off work due to a disability, whether for themselves or a family member, or they know someone who has taken a disability leave. Moreover, the number of Canadians who need time off work due to a disability is on the rise, yet disability coverage continues to decline, according to a recent RBC Insurance survey. The study found that half (50%) of working Canadians say they would have liked to have taken time off work for a disability but felt they couldn't afford it, up 5 points from 2018. Despite the increase, the number of Canadians who have disability coverage either through their workplace benefits or personal insurance that they've purchased declined by 5 points from 55 per cent in 2018, leaving half of working Canadians without any disability coverage at all.

Survey: Majority of workers save vacation time for summer

May 28, 2019

As temperatures climb, many workers are stocking up on sunscreen and booking summer travel. A recent Accountemps survey found more than half of Canadian workers (56%) save their vacation time for June, July and August, and plan to take an average of 11 days off this summer. When asked how many days they plan to take off this summer, most popular was 6-10 days (34%), followed by 1-5 days (22%). Rounding it out was 11-15 days (20%), 21+ days (9%) and 16-20 days (9%). A full 8% had no plans to take any time off this summer.

Personal achievement and interpersonal relations driving Canadian workers

May 22, 2019

Here's the good news for Canadian employers: More than four out of five (83%) Canadian workers are satisfied with their work, according to an extensive study on the Canadian workplace conducted for Hamster by Léger. Most are also very engaged (90%) and motivated (81%) by their job. Three in four (75%) report that their work is fulfilling because they achieve personal goals. However, the survey also shows employers need to be prepared for generational change as Baby Boomers age out of the workforce, meaning they will need to shape workplace culture to new generations' preferences, including Gen X-ers, Millennials.

The study reveals that the soon-to-retire Baby Boomers (now all over 55) say they are more satisfied with their work (89%) than younger workers. They are also the most committed to their job (95%) and the most motivated (89%). However, Generation X workers (now age 35 to 54), who will replace the retiring baby-boomers, is over-represented among those who are dissatisfied with their work (19%) and is also the least motivated segment (21% being not very motivated and not motivated at all). This difference could be explained by the fact that workers aged 35 to 54 are generally experiencing a particularly busy period in their lives, including often both parental responsibilities and care for their own parents as they age.

Survey shows nearly one in four Canadian professionals renege on job offer after accepting

May 22, 2019

Employers take note: The hiring process doesn't necessarily end when a candidate accepts the offer, new research from global staffing firm Robert Half shows. In the survey, nearly a quarter of Canadian workers (23 per cent) said they have backed out of an offer after initially saying yes. Reasons cited included: for a better offer (pay) from another company (38%); heard bad things about the company after accepting (21%); got a counteroffer from current employer that convinced me to stay (16%); and other (24%).

Ontario Arts Council report provides insight into the status of women in the arts in Canada

May 15, 2019

The Ontario Arts Council (OAC) released The status of women in the Canadian arts and cultural industries: Research review 2010-2018, a report commissioned by OAC from a research team led by Dr. Amanda Coles, a Canadian on faculty at Australia’s Deakin University. This report provides an important synthesis of existing research on the status of women in the arts in Ontario and Canada. The majority of existing research focuses on specific sectors, such as media arts/screen, or theatre, etc., rather than addressing the arts and cultural industries as a whole. The report covers six sectors: visual arts, dance, theatre, literature, music, and media arts/screen. Some key findings in the report include:

Research shows a pervasive gender-based income gap across all six sectors under review. Overall, women’s average incomes are lower than their male peers – a defining feature of work in the Canadian arts and cultural industries.

Gender inequality in the arts and cultural industries cannot be explained by the education or skill of professional female artists and cultural workers. A cross-sectoral analysis of available data on education and training clearly shows that across all six sectors, women are as highly educated as men.

Women are well represented in administrative leadership roles in visual arts, publishing, and theatre, and in the top tier of Canadian orchestras. Executive and organizational leadership roles in the music industry are male-dominated. There is a notable shortage of data on organizational leadership in broadcasting, film and television production, the interactive digital media sector, and dance. Women are severely under-represented in key artistic leadership roles in media arts/screen, theatre and music. In contrast, key artistic leadership roles in visual arts and publishing, such as curators and editors, are female dominated.

Previous First 1 2 3 4 5 6 7 8 9 10 Last Next