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Posted Jackie Burns, Hays VP, on Tuesday, Mar 10, 2015
Canada is facing a critical shortage in millwrights, heavy duty mechanics and electricians, and other key trades roles. Just four per cent of these roles are held by women, and if industries such as mining, forestry or oil and gas are going to thrive in the future they need to tap into these under-represented groups. So how can we find the talent needed for long term success?
1. Send the right message
Make it clear in job ads that women are welcome to apply, include photos that show women in the positions and think about the wording you use, such as tradesperson instead of tradesman.
2. Have good policies and practices in place
Trade roles can have a reputation for being male-centric and for normalizing behaviour that is sexist or challenging for women. Review your harassment policies and practices to ensure that when women join your team they feel comfortable, welcome, and able to do their best work. Beyond harassment, good parental support policies are good for all staff but often especially important to women who still take on most of the family responsibilities.
3. Start a conversation
When you're talking to peers, training organizations or industry groups talk about tapping into talent pools that you don't have currently access. When colleges talk to high school students about careers are they ensuring women feel like these are options for them as well? Are industry groups using inclusive pictures and language? If the industry overall can bring more women into these roles they open a new talent pool that will help reduce long term shortages.
Do you know a qualified tradesperson? Refer them now and you could earn a $150 voucher.