The beginning of the year has brought on a new set of changes that federally regulated employers will need to be aware of. These recent amendments to the Canada Labour Code include new standards for leaves of absence, occupational health and safety requirements and pay equity. As we roll into 2022 let’s take a closer look at these rules and some of the resources that can help trucking and logistics organizations prepare.

Bill C-3

Bill C-3 amends the Canada Labour Code to expand paid sick days and bereavement leave. Though the bill was passed in December 2021, there has been no announcement about when the new provisions will take effect. The goal is to give employers time to adjust their company policies and payroll.

Paid sick days: Employees will be entitled to three paid sick days after 30 days on the job, and one day paid sick leave per month of employment up to a maximum of 10 days per calendar year. Employers must pay the usual wage when sick days are taken.

Sick leave can be taken all at once or in shorter amounts, but employers can require that each period of leave is not less than one day. Also, employers can request a medical note for absences of five consecutive days or more. This request must be made no later than 15 days after an employee has come back to work.

Bereavement leave: An employee experiencing the death of an immediate family member is eligible for up to 10 days of leave (3 of which are paid if the employee has worked more than 30 days) between the day a death occurs and six weeks after any type of memorial service.

Death of a child: If the family member is a child, the employee is eligible for an unpaid leave up to eight weeks. This leave must be taken during a period that starts with the death or stillbirth of the child and ends 12 weeks after the date of the funeral, burial or memorial service.

Harassment and violence in the workplace

Last year the Canada Labour Code was amended to expand the obligation of federal employers to prevent, investigate and respond to incidents of workplace violence and harassment. The rules require employers to provide an annual report to the Minister of Labour by March 1 of every year, starting in 2022.

The Employer’s Annual Harassment and Violence Occurrence Report (EAHVOR) must detail any workplace incidents, the measures taken to resolve them and the average time it took to complete the process.

With the reporting deadline upon us, it’s important to know how to file an EAHVOR and meet other obligations regarding workplace harassment and violence. Our Understanding the Workplace Harassment & Violence Prevention Regulations resource can help.

Human Rights Commission on Pay Equity

The Pay Equity Act came into force last August, establishing that federally regulated employers must provide equal pay for work of equal value across job classes.

The first requirement under the Act was to notify employees about the creation of a pay equity plan (the deadline to post a notice was Nov. 1, 2021). Employers have three years to form a committee, complete their plan and adjust compensation based on the findings.

This process will take time and the requirements vary depending on the number of employees, so don’t wait to get started. Check out our guide, The New Pay Equity Agenda 7 Steps to Compliance, to learn more.

Things to Come

Labour Canada is considering other changes to the Canada Labour Code as stated in the Minister’s Mandate letter after the election in the fall. Among them:

• Development of a right to-disconnect policy within federally regulated workplaces.
• Making mental health as part of workplace health and safety and requiring federally regulated employers to have measures to deal with stress at the workplace.

Trucking HR Canada has a range of resources and will continue to develop more to support employers in complying with all new regulations. Keep your eyes open for upcoming webinars that will go into greater detail about some of the changes around paid sick days and pay equity.

Camille Pitt is a senior human resources advisor for Groupe Guilbault, a large fleet headquartered in Quebec City. Guilbault being one of Trucking HR Canada’s (THRC) Top Fleet Employers, she takes a keen interest in the organization’s activities.

That’s how she found out about the Career ExpressWay initiative. “I saw that there was a wage subsidy that could apply to us,” Pitt says about the program that provides financial support for hiring people under the age of 30 into various positions in the trucking industry.

In Guilbault’s case, this program has helped recruit seven forklift operators and truck drivers. “For example, when we hired a forklift operator, the first $15,000 he received was reimbursed by Trucking HR Canada,” she explains.

One of the goals of the subsidy program is to improve the employment conditions of young workers. “It was either to help someone who was unemployed get back to work or to improve their salary conditions a little bit,” Pitt says, adding that the program was hassle-free to manage.

“Signing up was very, very easy. I filled out a form, talked to the people at THRC, they explained everything to me and I was enrolled. We were reimbursed every month; it was a very simple process.”

The fact that the wage subsidy program applies to all industry occupations, not just drivers, is very appropriate according to the human resources professional at Guilbault.

“There is a labour shortage in all trades,” she says, adding that when a candidate shows interest in a company, you have to be very proactive not to lose them. “When someone applies at 8:15 in the morning, if they’re called at 1:30 in the afternoon they’ve already been contacted by four or five companies. It goes really fast,” she says.

25-year old Davin Larin was hired as a truck driver through the THRC program. He now has a Class 1 driver’s license after successfully completing his training at the Charlesbourg CFTC training centre. After initially being paired with an experienced driver for training, he now does a lot of local deliveries to Guilbault customers near the Quebec City terminal.

David was exposed to the industry at a young age as his father, Benoit, has been a truck driver himself for 20 years. He even took him on a trip to Maine when he was a child.

Field experience

Yet, being in the passenger seat or in professional training is no substitute for on-the-job experience, David admits, citing reversing maneuvers, which are common in local transportation. “You do a lot more backing up on the job than you did in school,” he says.

That’s the kind of thing Pitt is referring to when she talks about being patient with younger employees, and it pays big dividends, she says.

“We can really shape them to our corporate culture; they don’t have bad habits yet. Sometimes, it’s easier to train someone who is more junior than someone who has 25 years of experience at another company because there’s nothing to undo. You just have to build,” she says.

Given the opportunity, young people hired through the Career Express Way programs can also contribute to the evolution of their company. For example, it was David’s suggestion to the health and safety manager that a checklist for hazardous materials hauling be placed in the tablets used by drivers, a suggestion that was adopted and put into practice.

The young man envisions a career in the industry, as a truck driver or perhaps even a dispatcher. “If I can advance, I will,” he says of his eventual progression within the company.

Offering young people a career path is one of the benefits that Guilbault’s senior human resources advisor sees in THRC’s wage subsidy programs.

And not just for drivers. “Forklift operators can become team leaders and eventually foremen, or they can move into office positions,” says Pitt, giving the example of the route planner occupation.

Beyond the financial support, she says the Career ExpressWay program facilitates access to a pool of younger workers, a valuable asset in an industry with an ageing workforce.

“In terms of drivers and forklift operators, it’s really the next generation that we see. If we had to do without young people, we really wouldn’t have enough employees,” she says, noting that she also sees retention benefits in hiring young workers.

“Young people often learn and adapt more easily. They have a desire to do well and improve. They’re also often more loyal to their employer because they’ve been given their first chance, trained and everything. And they’re often more comfortable with technology,” Pitt observes.

When she looks at the industry around her, she notices that the Career ExpressWay programs have created a buzz. “It’s been a pretty popular grant,” Pitt says.

One thing is for sure, Groupe Guilbault plans to continue to take advantage of the programs offered through THRC’s Career ExpressWay. “We intend to do the wage subsidy program again to hire young workers. We’re definitely going to go ahead with this one,” says the human resources professional.

Especially that “Hiring young people with little or no experience requires the cooperation of co-workers, trainers and supervisors,” Pitt says about the sense of belonging being reinforced through team work.

That’s one of the goals of Trucking HR Canada’s Career ExpressWay programs.

To learn more about the Employer Wage Support for Youth program, and how you too can benefit from this opportunity, please visit THRC Career Expressway or e-mail [email protected].

Every sector in Canada’s economy is looking to attract and grow its labour force, which means students and young workers have lots of career choices at a pivotal time in their lives.

Amid this intense competition for talent, our industry is well-positioned to take advantage of public awareness around the importance of trucking and logistics to the economy and to leverage our labour force data which provides insight into the wide range of opportunities for young workers in our industry.

Trucking HR Canada’s labour market information shows that drivers account for 43% of the sector’s 733,000 workers, meaning we have another 57% representing all other occupations. Dispatchers, logistics coordinators, office administrators, warehouse workers, human resources, diesel technicians, accountants, the list goes on, and all are needed to keep goods moving.

Additionally, 46% of employers in trucking and logistics expect recruiting for non-driving occupations to be a challenge in the future.

Engaging the next generation

Employers looking to engage with the next generation of workers now have financial incentives that can help.

With more than 100 employers already enrolled, our Career ExpressWay program has become a popular way to attract young workers to our industry. It connects students with employers who can offer experience and a meaningful wage.

While there is a bit of administrative work to get set up, employers tell us that once they’re in and ready to go, the program runs smoothly. Many employers who start with one or two students quickly look to bring on even more.

Help, not hype

For starters, Career ExpressWay currently pays up to 75% of the student’s wage up to $7,500. Any full-time or part-time job that supports truck transportation is eligible, including special projects, co-ops and internships.

Post-secondary programs are seeing the benefits of what they call work-integrated learning,? where students gain experience in their field of study and can develop the soft skills needed to succeed in the workplace.

Career Expressway is a win-win-win, really. Employers get access to a pipeline of new talent; students learn about trucking and logistics while getting paid; and the industry as a whole benefits from a growing pool of interested workers.

Lets take a look at what some of our employers say about the program:

• Students bring fresh ideas, perspectives, and new approaches to business challenges.
• Being able to test drive a student or new grad before hiring lowers our recruitment and onboarding costs.
• We have been bringing on students through co-ops and internships and are happy to be able to benefit from the financial incentive offered (with some able to access the funds even if these placements were finished).
• We have brought on students to help implement special projects/new initiatives with the labour costs almost fully covered.
• Partnering with specific post-secondary programs like logistics and supply chain management is a strategic focus of our recruitment efforts. Trucking HR Canada’s Career ExpressWay is now a part of this plan.
• Sometimes it’s easier to train someone who is more junior than someone who has 25 years of experience at another company because there’s nothing to undo”.
• Hiring young workers enables us to shape them (new recruits) to our corporate culture; they don’t have bad habits yet.

Trucking and logistics employers talk a lot about how to showcase the many non-driving careers in our industry and make them more attractive through competitive compensation.

Career ExpressWay may be a solution that fits with your operations, too.

We are partnering with schools and other programs to help connect students with employers in our sector. If recruiting young talent is a priority for your business, and you’re interested in a way to help pay for it, reach out to us today. Contact [email protected] to learn more.

The New Year is an opportunity to turn over a fresh calendar and forge ahead with new innovations, approaches, partnerships and more. This year we have the added hope that we can transition away from COVID-19 and get back to some semblance of a routine life.

While the pandemic has been disruptive, it has revealed the best of what trucking and logistics has to offer. We’re unquestionably essential to a functioning supply chain and economy. More importantly, we’ve proven our resilience, leadership and ability to endure and pull through ongoing challenges. 2022 will be no different.

The industry should be an attractive place to work, given the respect we’ve generated among the public. Yet finding and keeping talent remains a top challenge for employers.

Trucking HR Canada is here to support you with practical, evidence-based solutions, including several new programs and points of emphasis in 2022. Let’s look at five areas of consideration in the year ahead:

?1. Fresh approaches for recruiting and retention

According to Trucking HR Canada’s Labour Market Information, there were 18,310 truck driver vacancies at the end of Q2 2021, an increase of 4,330 open jobs compared to the last quarter of 2019, before the onset of the pandemic. The demand for drivers is expected to increase each year through 2025, when the number of vacancies will reach 24,700.

Employers need fresh ideas to build the workforce. In 2022, our new Transformative Change Group will lead the discussion into issues such as work-life balance, more transparent compensation structures, better communications and other elements of an HR program that will help you compete for talent.

2. Holistic wellness

In trucking and logistics, the requirements for organizations to manage an employee’s physical health and safety are significant. The pandemic highlighted the connection between physical and mental health in the workplace and beyond. Investing in a holistic approach is good for the individual employee and makes sense for the business, resulting in higher productivity and engagement.

Trucking and logistics companies are learning how to make holistic wellness a larger part of the workplace culture. Stay tuned as Trucking HR Canada adds resources and seminars that can offer practical support to you and your HR team.

3. Hybrid work models

At the beginning of the pandemic, offices transitioned to work-from-home models practically overnight. Today it seems like hybrid work models are here to stay, and employers are focusing on ways to keep workers safe and supported while maintaining an effective workplace culture.

Trucking and logistics companies have always had some segment of the workforce working remotely, whether they’re in a truck, shop, warehouse or other front-line environment. What’s different today is how people and businesses are using technology to collaborate, communicate and take advantage of digital business processes.

With the right investments in technology and training, it’s never been easier for executives, managers, administrators, drivers and others to work together as a team in a hybrid model. We have already seen this with some of our Top Fleet Employers reporting happier workers overall.

4. Workplace diversity and inclusion

Diversity, Equity and Inclusion (DEI) has catapulted to the forefront of business priorities. In trucking and logistics, an industry not known for its diversity, strong DEI strategies can differentiate your organization.

DEI is not a tick-the-box exercise. This year we’re introducing new resources and informational seminars to help you build programs that will increase your candidate pool, enhance innovation and increase genuine engagement.

5. Flexible workplace learning and development

We begin 2022 on the precipice of the fourth industrial revolution. Specific to trucking and logistics, this includes the impact of digitization on scheduling and dispatching, cybersecurity threats and the push for new technologies including electric trucks, semi-autonomous vehicles and more. This will affect the skills needed to perform existing jobs while also creating new ones.

During the pandemic, supply chain decisions that might be years in the making instead occurred at rapid speed. Today, the evolving training and development needs of our workers require a more measured, thoughtful, practical approach.

You can count on Trucking HR Canada to help you now and every day going forward.

We look forward to working with you in 2022.

Through Trucking HR Canada’s Career ExpressWay Student Work Placement Program, Light Speed Logistics hired their very first co-op student. Taking advantage of a $7,500 wage subsidy – Light Speed was able to bring on an enthusiastic student, Aman Minhas, to help manage a new driver mentorship program, and Aman was given a career-defining opportunity to gain work experience within the trucking and logistics industry.

According to Rob Aronson, Programs Lead at Light Speed Logistics in Calgary, building resiliency in difficult times is the ability to focus on efficient operations and economic strategy wherever possible, including in the recruitment and hiring process.

Subsidies and grants go a long way, he says about the financial support the fleet obtained from Trucking HR Canada through the Career ExpressWay program that subsidizes work placements for students.

The new generation tends to be more entrepreneurial and innovative, so they bring that mindset which is needed for a growing company. Young people can add a lot with how they think and how they work, Aronson says.

When the employer is willing to listen to young workers and provide them with room to grow, even with little to no experience in the sector, students can positively impact the teams they work with.

Minhas says he found just that type of open-minded spirit at Light Speed. They’ll actually take feedback into consideration and make changes for the better of the program, he says about the opinions he expresses.

He’s referring to a mentorship program that the fleet recently introduced, pairing new drivers with seasoned mentors in driving teams.

Monitoring 20 driver teams

Working in the safety and compliance department, Minhas? job is to monitor about 20 of those teams daily, gathering data to help the newer drivers improve. For example, he monitors telematics portals to ensure that safety compliance is upheld. Through this compliance diligence, there is acute attention to important safety areas including speeding, hard braking and hours of service.

Then he will issue recommendations or, if necessary, warnings to the drivers. A task that is not always easy at 22 years old. There have been cases where these guys don’t take me seriously. They kind of see me like the kid,? Minhas says.

He is overcoming that challenge by taking the time to form relationships with the drivers, in a courteous atmosphere. When I’m talking to the drivers, I’m trying to be as respectful as I can be.

Minhas also has a couple of aces up his sleeve. He’s Canadian and grew up in Calgary, in an East Indian family — a background many drivers at Light Speed also share. This often helps with communications, although the young man humbly admits that his Punjabi is not as strong as his English.

He also grew up surrounded by people working in the transportation industry one of his uncles actually drives for Light Speed which gave him a good understanding of how the industry works.

But he’s still learning every day. Although I’ve been around transportation my whole life, never in a million years did I think that there would be so many rules and regulations that are in place in the logistics industry, he says.

At the same time, barriers to overcome are part of what he appreciates most in his work placement. There are always new challenges to solve on a daily basis, Minhas says.

As an employer, Aronson certainly appreciates such a positive attitude. I am impressed by his enthusiasm and how he’s really rolled up his sleeves. He’s taking it more than seriously, he says about Minhas.

Osmosis process

And that opinion is apparently shared within Light Speed’s team of directors. I think there’s that feeling of accomplishment with management, knowing that there’s this osmosis happening where all this information gets absorbed by the new generation coming into the company, Aronson adds.

Light Speed decided to repeat the work placement experience. With the incredible experience we had with Trucking HR Canada so far, we definitely know that we’re going to find every opportunity to continue in this direction and try to maximize opportunities to bring in more young people in different departments across the company,? Aronson says.

Experiences such as this one, which benefits both the employer and the student worker is the ultimate goal of the THRC’s Student Work Placement Program.

To learn more about the Student Work Placement Program, and how you too can benefit from this opportunity, please visit THRC Career Expressway or e-mail [email protected].

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By Vincent Custode

While the driver shortage is certainly causing headaches for employers, a growing concern is the challenge trucking and logistics employers across the country are experiencing in finding workers to help with all aspects of business operations.

Our most recent labour market information shows that almost 40% of employers anticipate recruitment will be extremely or considerably challenging for non-driving occupations, and 32% believe retaining non-driving employees will be considered or extremely challenging.

As a new partner in the Government of Canada’s student work placement program our industry has an incredible opportunity to reach students to fill a variety of non-driving roles.

It is one of the most practical means yet that we have to engage and expose a new generation of workers to the vast job possibilities our industry offers.

Let?s take a look at how hiring a student through Trucking HR Canada?s Career ExpressWay program can benefit your bottom line, along with some tips for success.

Build your brand

Connecting directly with post secondary institutions and building your reputation as a great place to work can positively build your brand.? You are reaching a new group of workers, and ensuring they have a pleasant experience can help you build a new pipeline of talent.

Our industry is vast and diverse. Colleges and universities see the opportunity for meaningful, and relevant placement opportunities for their students. This program not only offers the industry a great opportunity to showcase the large range of jobs available and exposes more students to our sector the program offers employers a unique opportunity to showcase their organization, and their brand with a whole new generation of workers.

The sooner you start, the sooner you benefit

Students are currently looking for winter placements starting in January. By getting into the program now, we can work to support you in the jobs you want to post, giving you good leeway time in identifying a student that will be a good fit.

Additionally many employers who bring students for one term, look to have them on in the next. Getting in now can mean you also get a pipeline of students for summer placements.

Employers have a range of programs to draw from

Our webinar last week had us hear from both George Brown College and the University of Waterloo and the range of programs that employers can hire from is extensive. From HR , accounting, supply chain management, sales, brokerage, IT, communications, business analytics and more. And these are just two institutions that have provided examples.

The opportunities are there to bring on a student for a role that may not require a full-time job ? but can help you in running your business. This can include special projects, or seasonal job needs.

Start by building a strong partnership with one educational institution

Here we have seen employers benefit from focusing on one institution, and building a strong partnership. Once an institution is comfortable with you, and you are happy with the students that partnership can grow into more opportunities.

Financial incentives

Participating in Trucking HR Canada’s program will enable you to access up to 75% of the students wage, up to a maximum of $7,500.

Connecting students to jobs in our industry is essential ? and this program offers one of the practical means yet to help us in doing that.

Reach out to [email protected] today to learn more.

By Angela Splinter

With supply chains under so much duress, the need for workers in trucking and logistics has never been more urgent. Our industry is essential to Canada’s economic recovery, and there’s no doubt that we need to attract younger workers to help us keep up.

Trucking HR Canada’s Career ExpressWay program connects students and other young career-seekers with employers that can offer both professional work experience and a meaningful wage. We’ve introduced three new wage and training subsidy programs for 2021-22 that can help you do just that.

Let’s take a closer look:

• $7,500 for student work placement

Our Student Work Placement Subsidy lets you access funds to recruit and hire students who are eager to develop their skills in a real-world work environment. The program pays up to 75% of the student’s wage up to $7,500.

Any full-time or part-time job that supports truck transportation is eligible, including special projects, co-ops, and internships. You may even be interested in hiring recent graduates to gauge their fit with your company these jobs qualify, too. And while trucking and logistics companies are obvious candidates for our Student Work Placement stream, so too are industry suppliers.

Every post-secondary institution in the country is looking to give its students access to paid on-the-job experiences in all areas of academic study. This is a great opportunity to showcase the many non-driving careers in our industry and to make these jobs more attractive through competitive compensation.

• $10,000 wage support for youth

Looking to recruit young talent to your business? Our Employer Wage Support for Youth Program pays up to $10,000 in a wage subsidy for young people working in driving and non-driving positions.

This is different from the student work-placement stream in that the subsidy is geared toward workers aged 30 or younger, including those who face employment barriers due to lack of training, education, or other factors. It can be used for virtually any occupation in the trucking and logistics.

• $10,000 youth driver training subsidy

While the industry’s need for truck drivers is obvious, the cost of driver training can be a barrier for young people who want to enter the industry.

Our Career ExpressWay program has a new injection of funding that can provide employers with up to $10,000 tuition for entry-level driver training for workers aged 30 or younger.

If ever there has been an opportunity for us to better connect youth with driving occupations, this is it.

What’s the catch?

Well, I would like to think there isn’t one.

Having said that, managing government funds means there is a bit of paperwork involved. All programs require a small investment of time in order to get approved and set up in the various program streams.

Our team is continually improving the administrative process and they are available to support you and answer any questions you may have.

The list of employers using our Career ExpressWay program is growing every day. If recruiting young talent is a priority for your business, and you’re interested in a way to help pay for it, reach out to us today to learn more.

The competition for new workers is only getting more intense. Career ExpressWay and the funding it provides may be the game-changer you need.

Covid-19 has affected our industry and workforce in unprecedented ways.

Seemingly overnight, trucking and logistics firms transitioned from busy offices and terminals to remote work and virtual meetings. We shifted from acute labour shortages and packed trailers to layoffs and uncertain times for businesses and workers, all the while, this industry has kept essential goods moving.

Canada?s truck drivers have become national heroes. Warehouse workers, dispatchers, safety personnel, accountants, IT staff, and business leaders have also been catapulted to levels of public appreciation that none of us has ever experienced.

HR steps up to the plate

And another group has had to adapt suddenly and significantly too ? our HR colleagues.

HR professionals have had to manage staffing changes, develop new working arrangements, ensure physical-distancing measures, check-in on the physical and mental well-being of employees, and navigate massive business relief programs sometimes all in the same day.

Their role has been and will continue to be essential to staff morale and business continuity.

As May flowers begin to open, it looks like our economy will, too (albeit slowly). Here are some ways that HR managers and their organizations can be prepared.

Remote working

Remote working is a new and perhaps enduring reality for many of us. For businesses, the current situation has shown that it?s possible for employees to be productive without coming into an office. HR folks are busy figuring out how and when to bring people back safely?if at all.

Now is the time to review your HR practices and policies and be ready for requests from employees who want to continue to have a flexible work arrangement.

This includes identifying which jobs and roles are best suited to remote working, and how to manage scheduling, reporting, technology, and issues like the security and confidentiality of information given the blurry lines between work and private life.

New workplace policies

There are legal ramifications to consider when it comes to overtime, leave, workplace safety, and financial arrangements between employers and employees who work remotely.

Self-isolation and quarantines will require new policies for reporting illnesses and returning to work. What are your protocols if an employee tests positive for Covid-19? What are the next steps to ensure the health of the individual and others that he or she may have come into contact with?

And procedures regarding layoffs, furloughs, and pay adjustments should be immediately reviewed in light of the circumstances.

Focus on technology

While employees will demand safe work environments that minimize human contact, so will health authorities. From health-assessment apps to digital documents and no-touch business processes, technology can help businesses be prepared for the predicted second wave and changes to the way we work in the future.

Having technology in place is just one piece of the puzzle.

HR people will need to ensure that the company has skilled staff to assess, manage, and analyze IT systems and processes. All kinds of businesses are scrambling now to hire IT people to support this shift, so be ready to commit the time and resources necessary for your HR team to compete and tackle the problem sooner rather than later.

It?s hard to know when the economy will rebound and more freight start to flow through supply chains again. But trucking and logistics companies that have their HR teams preparing for those days now will be best positioned to respond and profit when it does.

Until then, stay healthy and stay (virtually) in touch.

COMMUNIQU? DE PRESSE DE RH CAMIONNAGE CANADA???????

RAPPORT NATIONAL D?INFORMATION SUR LE MARCH? DU TRAVAIL (IMT)

Un manque criant de 20?500?chauffeurs; des mesures imm?diates s?imposent pour rem?dier aux impacts n?gatifs sur l??conomie du Canada.

TORONTO (11?mars?2020) ? RH Camionnage Canada a publi? aujourd?hui son plus r?cent rapport d?information sur le march? du travail (IMT), intitul? La voie de l?avenir?: R?soudre la p?nurie de main-d??uvre dans l?industrie du camionnage et de la logistique au Canada lors d?un lancement national auquel ont particip? des dirigeants de l?industrie ainsi que plusieurs intervenants du secteur. ?labor?e en partenariat avec le Conference Board du Canada et en collaboration avec plusieurs firmes de recherche renomm?es, des intervenants de l?industrie et d?autres sp?cialistes du domaine, cette ?tude approfondie mesure et sonde l?ensemble de l?industrie du camionnage et de la logistique pour fournir les analyses les plus ?clair?es ? ce jour portant sur les importantes p?nuries de main-d??uvre et leurs cons?quences n?gatives sur l??conomie canadienne.

Parmi les th?mes principaux qui en ressortent, on retrouve la n?cessit? d?accro?tre le nombre de chauffeurs longue distance ainsi que le besoin d?augmenter la participation des femmes ? l?industrie, d??laborer des strat?gies pour attirer les mill?niaux de fa?on efficace et de cerner les meilleures pratiques permettant d?appuyer plus pr?cis?ment le recrutement et l?int?gration d?une plus grande diversit? de talents.

PRINCIPALES CONCLUSIONS?: QUANTIFIER LA P?NURIE ET SON IMPACT

La voie ? suivre?: R?soudre la p?nurie de main-d??uvre dans l?industrie du camionnage et de la logistique au Canada a r?v?l? que?:

• Au cours des derni?res ann?es, le secteur du camionnage et de la logistique employait 3,6% de la main-d??uvre du Canada, soit un peu plus de 650?000?travailleurs.
• L?industrie du transport par camion pr?sentait un taux de postes vacants de 6,8% en 2019, soit le double de la moyenne nationale ?tablie ? 3,3% et le deuxi?me plus haut taux des industries canadiennes apr?s l?agriculture. Parmi les pr?occupations, on note ?galement le taux moyen d?mesur? de postes vacants chez les chauffeurs longue distance, qui s??tablit ? 9,4%.
• Alors que les chauffeurs de camion repr?sentent 46% de l?industrie, ils comptent pour 63% des postes vacants de ce secteur.
• Le nombre total de postes de chauffeurs de camions vacants au Canada a augment? de plus de 138% entre 2016 et les trois premiers trimestres de 2019, passant de 8?600 ? 20?500 au cours de cette p?riode.
• Le processus d?embauche exige plus de temps que ce que les professionnels des RH avaient anticip?, et ces professionnels sont surcharg?s en raison de l?augmentation de la pression et de la frustration li?es au recrutement, en plus de la n?cessit? de traiter des ?l?ments de conformit? de plus en plus complexes.
• La p?nurie de chauffeurs a men? au report d?expansions planifi?es par les entreprises de camionnage et ? des pertes de ventes pour l?industrie d?environ 4,7% en 2018, ce manque ? gagner ?quivalant ? environ 3,1?milliards de dollars.
• Sans mesures concr?tes, on estime que le nombre de postes de chauffeurs vacants grimpera encore et atteindra la barre des 25?000 d?ici 2023, soit une augmentation de plus de 25% par rapport ? 2019.

Les conclusions du rapport s?articulent autour de la p?nurie de chauffeurs dans une optique ??d?offre et de demande?? et font ?tat des mesures positives men?es actuellement par le secteur, d?montrant que l?industrie du camionnage d?aujourd?hui est bien diff?rente de celle d?antan.

??Nous devons prendre des d?cisions cruciales et nous arrivons ? un point charni?re??, a d?clar? Angela Splinter, PDG de RH Camionnage Canada. ??L?offre de bons salaires dans un secteur en pleine croissance, le meilleur ?quilibre dans la conciliation travail-vie priv?e, les investissements dans de nouvelles technologies et dans la mise en ?uvre d?initiatives favorables ? l?environnement ne sont que quelques-unes des approches que nous mettons de l?avant. Nous devons faire encore mieux afin de surmonter les d?fis et assurer la stabilit? et la fiabilit? de notre r?seau de transport par camion pour l?avenir. ?

LES IMPACTS DE L?IMPORTANTE P?NURIE DE CHAUFFEURS CANADIENS SUR L??CONOMIE DU CANADA

Le secteur du camionnage?:

• Veille au transport d?environ 550?milliards de dollars de biens achet?s par les Canadiens et de plus de 300?milliards de dollars de biens canadiens destin?s aux march?s d?exportation.
• G?n?re des emplois bien pay?s pour la classe moyenne et emploie plus de 650?000?personnes.
• Fait le pont entre les consommateurs, les entreprises, et les march?s internationaux indispensables ? la stabilit? et ? la bonne marche de notre ?conomie.
• Soutient les neuf autres secteurs d?infrastructures essentielles, soit les secteurs de l??nergie et des services publics, des technologies de l?information et de la communication, des finances, de la sant?, de l?alimentation, de l?eau, de la s?curit?, des services gouvernementaux et du secteur manufacturier.
• Joue un r?le cl? au sein de notre r?seau de transport intermodal national reliant le camionnage, le ferroviaire et le transport maritime, en plus d?offrir un soutien essentiel en p?riode de perturbations dans d?autres modes de transport (le ferroviaire, ? titre d?exemple).

??Les impacts de cette importante p?nurie de chauffeurs au Canada se font ressentir bien au-del? de l?industrie du camionnage??, pr?cise Kristelle Audet, ?conomiste principale au Conference Board du Canada. ??Le camionnage est un secteur vital pour des industries cl?s telles que la foresterie, l?agriculture, la fabrication automobile ainsi que pour les grossistes et les d?taillants.??

??Notre pays compte sur des travailleurs qualifi?s pour maintenir la croissance de notre ?conomie. De l?information de qualit? sur le march? du travail nous permet d?identifier les besoins de l?industrie et de prendre des mesures pour garantir une industrie du camionnage stable et fiable au Canada??, a d?clar? la ministre de l?Emploi, du D?veloppement de la main-d??uvre et de l?Inclusion des personnes handicap?es, l?honorable Carla Qualtrough. ??Le rapport d?aujourd?hui met en ?vidence les possibilit?s du march? du travail pouvant permettre aux Canadiens d?obtenir des emplois bien r?mun?r?s et de bonne qualit? dans ce secteur??.

Pour t?l?charger La voie de l?avenir?: R?soudre la p?nurie de main-d??uvre dans l?industrie du camionnage et de la logistique au Canada, veuillez cliquer ici.

Diffusion Web nationale de l??v?nement?: Veuillez cliquer ici pour vous inscrire et visionner l?annonce.

La diffusion du rapport d?aujourd?hui sera suivie d?un ?change de connaissances sur le march? de l?emploi afin d?examiner attentivement les r?sultats de la recherche et de contribuer ? l??laboration de solutions suppl?mentaires, ax?es sur l?avenir.

Le 12?mars se tiendra le sommet annuel sur le leadership Femmes en mouvement, lors duquel seront pr?sent?es les meilleures pratiques de recrutement et de r?tention des femmes. Cet ?v?nement d?envergure nationale fait suite ? une s?rie d??v?nements Femmes en mouvement r?gionaux, rassemblant des membres locaux de l?industrie pour ?tudier les obstacles et les possibilit?s ? l??chelle r?gionale.

Cet automne, l?industrie lancera une campagne nationale pour recruter de jeunes travailleurs et rem?dier au probl?me des vieilles perceptions erron?es.

Demeurez ? l?aff?t de nos prochaines publications d?information sur le march? du travail, qui pr?senteront encore plus de recommandations pratiques afin de garder cette industrie vitale sur la voie de l?avenir.

RECHERCHE ADDITIONNELLE

Notre rapport, Mill?niaux en mouvement 2 (juillet 2019), met en lumi?re nos recherches sur les jeunes. Ces recherches nous ont permis d??tudier les obstacles perceptifs et la mani?re dont les jeunes voient notre industrie afin de d?terminer o? nos efforts de recrutement doivent ?tre dirig?s.

RH Camionnage Canada est un organisme ? but non lucratif d?envergure nationale, qui propose des solutions de RH modernes, destin?es ? la main-d??uvre du camionnage et de la logistique. Nous avons ?tabli des partenariats et collaborons avec un r?seau dynamique qui comprend des associations d?industrie, des minist?res et des professionnels de l?industrie afin que le r?seau canadien de transport des marchandises dispose d?une main-d??uvre ayant les comp?tences n?cessaires au monde d?aujourd?hui et de demain.

REMERCIEMENTS

RH Camionnage Canada a fait appel au Conference Board du Canada pour r?aliser la recherche qui constitue le fondement de ce rapport.

Nous souhaitons ?galement remercier et saluer notre partenaire, l?Alliance canadienne du camionnage (ACC).

Ce projet est financ? en partie par le Programme d?appui aux initiatives sectorielles (PAIS) du gouvernement du Canada.

CONTACT?:

Angela Splinter, PDG
[email protected]
(613) 244-4800, poste 304

TRUCKING HR CANADA RELEASES ???????

NATIONAL LABOUR MARKET INFORMATION (LMI) REPORT

Acute shortage of 20,500 drivers; Immediate action required to address adverse impacts on Canada?s economy

TORONTO (March 11, 2020) ? Trucking HR Canada (THRC) released its newest Labour Market Information (LMI) report today titled The Road Ahead: Addressing Canada?s Trucking and Logistics Industry Labour Shortage at a national launch event with attendance by industry executives, and sector stakeholders. Developed in partnership with The Conference Board of Canada and working with various leading research firms, industry stakeholders and other subject matter experts, this comprehensive study measures and assesses the full trucking and logistics industry ? providing the most informed analysis to date concerning critical labour gaps and the adverse impacts on the Canadian economy.

Emerging key themes include the urgent need to increase the number of long-haul drivers, increase women?s participation, develop approaches to effectively reach millennials, and identify best practices that specifically support better recruitment and integration of more diverse labour talent.

KEY FINDINGS: QUANTIFYING THE SHORTAGE AND IMPACT

The Road Ahead: Addressing Canada?s Trucking and Logistics Industry Labour Shortage reveals that:

• In recent years, the trucking and logistics sector employed 3.6% of Canada?s workforce, which translates into over 650,000 workers.
• Truck transportation industry average job vacancy was 6.8% in 2019; double the Canadian average of 3.3%, and highest among all industries (outside of crop production). Of particular concern – long-haul drivers had an exorbitant 9.4% average job vacancy rate.?? ????????????????
• While truck drivers represent 46% of the industry, they account for 63% of its job vacancies.
• The total number of truck driver vacancies in Canada has increased over 138% between 2016 and the first three quarters of 2019 ? escalating from 8,600 to 20,500 during this timeframe.
• Hiring is taking longer than anticipated by HR professionals, who are being bogged down with increased recruitment pressures and frustrations, and by more complex compliance issues.
• The driver shortage has directly led to delayed planned expansions by trucking operators, and resulted in lost sales in the truck transportation industry by an estimated 4.7% in 2018, equivalent to roughly $3.1 billion in lost revenues.
• Without meaningful action, vacancies are expected to soar to 25,000 by 2023, an increase of over 25% from 2019.

The report findings articulate the critical ?supply vs. demand? driver shortage, and inform the positive actions the industry is taking now and ongoing that demonstrate that trucking today is different.

?We are at a pivotal decision and action point,? stated Angela Splinter, CEO of Trucking HR Canada. ?Good salaries in a growing sector, better work-life balance, investments in innovative technology and green-friendly initiatives are just some of the approaches we are taking. We need to do more to resolve industry challenges to ensure a stable and reliable trucking transportation network for the road ahead.?

THE IMPACTS OF CANADA?S CRITICAL DRIVER SHORTAGE ON CANADA?S ECONOMY

The trucking sector:

• Carries an estimated $550 billion worth of goods purchased by Canadians and more than $300 billion worth of Canadian goods destined to export markets.
• Generates well-paying middle-class jobs, employing more than 650,000 workers.
• Connects consumers, businesses and international markets that are vital to our economy?s stability and performance.
• Is integral to Canada?s nine other critical infrastructure sectors: energy and utilities, information and communication technology, finance, health, food, water, safety, government, and manufacturing.
• Is a key element in our nation?s intermodal transportation network that links trucking, rail and shipping, and provides an essential contingency during disruptions in other transportation modes (i.e. rail).

?The acute shortage of truck drivers in Canada is felt beyond the trucking industry,?confirmed Kristelle Audet, Principal Economist, The Conference Board of Canada. ?Trucking is a lifeline for key industries such as forestry, agriculture, auto manufacturing, construction, as well as wholesale and retail.?

?Our country relies on skilled workers to keep our economy growing. Quality labour market information allows us to identify industry needs and enables us to take action to ensure a stable and reliable trucking industry in Canada,? stated The Honourable Carla Qualtrough, Minister of Employment, Workforce Development and Disability Inclusion. ?Today?s report highlights workforce opportunities that can lead to Canadians securing well-paying, good quality jobs in this sector.?

To download The Road Ahead: Addressing Canada?s Trucking and Logistics Industry Labour Shortage, please click here.

National Launch Event Webcast: Please click? here to register and view the announcement.

Today?s report release is followed by a Workforce Knowledge Exchange event, which will take a deeper dive into the research findings, and have industry stakeholders provide input into solutions as we move forward.

March 12 marks Trucking HR Canada?s annual Women with Drive Leadership Summit ? presenting and exchanging best practices to recruit and retain women. This national event follows a series of regional Women with Drive events engaging local industry members to examine regional challenges and opportunities.

This fall, the industry will launch a national campaign to recruit young workers and address out-dated misperceptions.

Stay tuned for our next labour market information releases, with more practical recommendations to keep this vital industry driving forward.

ADDITIONAL RESEARCH

Our Millennials Have Drive 2 report (July, 2019) highlights our youth research that probed the perceptual barriers and how young people view our industry, while also identifying where we can realistically target recruitment efforts.

Trucking HR Canada is a national, non-profit organization, advancing modern HR solutions for the trucking and logistics workforce. We collaborate, partner, and work with a dynamic network including industry associations, government departments and industry professionals to ensure Canada?s freight transportation network has the skilled workforce needed for today and into the future.

ACKNOWLEDGEMENTS

Trucking HR Canada (THRC) engaged The Conference Board of Canada to undertake the research that is the basis for this report.

We would also like to thank and recognize our partner The Canadian Trucking Alliance (CTA).

This project is funded in part by the Government of Canada’s Sectoral Initiatives Program (SIP).

CONTACT:

Angela Splinter, CEO
[email protected]
613-244-4800 x 304