Current Local Workforce Planning Board Labour Market Reports

The Workforce Planning Board of York Region and Bradford, West Gwillimbury’s Labour Market Updates are an annual review of the progress on our area’s labour market action plan and up-to-date information on employment conditions in our community.

Our evidence base process includes:

  • Analysis of data from Employment Ontario, Canadian Business Counts and National Household Survey
  • Sector based information from Community Partners
  • Review of local media and new literature reports

To complete the LLMP Survey, click here

Contents:

  1. A Labour Market overview
  2. The York Region Workforce: the employer side of the labour market
  3. The York Region Workforce: the supply side of the labour market
  4. Action Plans for 2017 - 2018
  5. About Us

Labour Market Overview

The Workforce Planning Board of York Region annual Labour Market Report involves revisiting our multi-year plan that was established last year with full support from key labour market stakeholders. This plan is a continuation of that process and this report provides an update to the labour market issues, the identified priorities and the actions undertaken in partnership or collaboration with other stakeholders in our community.

York Region is one of North America’s fastest growing municipalities, with nearly 1.2 million residents, more than 51,000 employers and 580,000 employees. The total number of firms employing 50-99 employees increased by 15.6% between 2015 and 2016 while small size firms with 1-4 employees continue to make up the largest share of businesses with employees.

The Region’s economic opportunities and quality of life attract more than 20,000 new residents annually. The Region is home to many highly educated and experienced professionals; businesses see this as an advantage as the talent and opportunity is abundant. The Region contains the second largest Information and Communications Technology cluster in Canada with more than 4,500 companies. This is evident by the recently attracted major new business investments, including TD Insurance, KPMG, Bank of China and the recently announced Automotive Software Development Centre.

A recent survey of local employers in our area indicated that 70% continue to have difficulty hiring for job vacancies and 52% considered that applicants did not either meet their required qualifications or have experience. However, it is also interesting that 51% of surveyed employers did not use free government employment services when they recruited employees. It was encouraging that 80% indicated that they are or will be hiring within 12 months mainly as a result of expansion. The key employability skill for new hires identified again for the second year by these companies was ‘written and oral communication’.

The pattern of unemployment rate for York Region remains very consistent, lower than that for Ontario. While the participation rate, the proportion of all residents who are either working or actively looking for work indicates that this area has in fact rebounded and is the highest in the Toronto CMA. Although the baby boomer brain drain has been a major concern for business the distribution by age of the labour force indicates that older people are staying in the labour force longer, possibly postponing retirement and or embarking on a new career later in life.

Residents, with the exception of youth, continue to extensively utilize the services of all 14 service providers across the Region. Approximately 66% of their clients secured full-time employment and a further 14% part-time work after having received some form of support. It is encouraging that active apprentices increased by 13% and 20% more certificates of apprenticeship were issued over last year.

Employers in our Area – the Demand Side of the Labour Market

As of June 2016, there were a total of 51,426 businesses with employees in York Region and 122,781 businesses with no employees, of which 82% were Classified and 18% Unclassified. From June 2015 to June 2016 the absolute increase in the number of businesses with employees was 1,057 or about 2%. Similarly the number of businesses with no employees increased by 5,264 or about 4.3%.

The number of businesses has steadily grown in York Region and this trend continued in the first half of 2016.

This positive performance may be partly attributed to the growth in entrepreneurship or self-employment across the region and is expected to reflect both temporary and permanent changes to the economy.

One of the metrics of measuring economic development is the success of creating new jobs and saving the existing ones. The availability and dominance of “internet” anywhere and at any time has made it far easier for many businesses to use independent contractors rather than hire full-time employees with benefits. In the future this trend will question the existence of the real word "job” and that of the art of practicing economic development. Even though there may not be jobs in the conventional sense, there is still work. It is just a different way of organizing the economy (Fulton 2011).

The prevalence of self-employment or entrepreneurship varies across Durham, Peel, Toronto and York Census Divisions. Chart 2 reflects the highs and the lows of this trend in these areas. It is higher in Toronto and York Region than in Durham and Peel, with Toronto having the highest number of people who are entrepreneurs or self-employed and Durham having the lowest.

Between June 2015 and June 2016 the census divisions of Durham, Peel, York and Toronto all experienced an increase in these types of businesses.

Although entrepreneurship and self-employment is favoured by many, the continued growth of this trend will bring about changes in the structure of York Region’s labour market and may be associated with implications of growing numbers of individuals with less predictable income and weaker job security.

As of June 2016, Professional, Scientific and Technical Services topped the list, thus accounting for the largest industry sector for both small size firms and firms with no employees. Of all the businesses in this category, 17240 or 85.9% operated as sole proprietors.

Specialty Trade Contractors had a large presence among almost all categories, but sole proprietors and small size firms accounted for the majority of businesses in this sector. Specialty Trade Contractors also is the second largest presence in the businesses with 500+ employees. Real Estate was also highly dominated by sole proprietors or small size firms. Meanwhile, Food Services & Drinking Places ranked first among the 20-49 employee size firms.

Credit Intermediation & Related Activities made the list of the firms with 50-99 employees and Administrative & Support Services ranked first in the category of medium size firms with 200-499 employees.

With the exception of Specialty Trade Contractors, companies that rank highest in the 500+ employees categories were well outside of the top ten industries in York Region. These include Transportation Equipment Manufacturing, Securities, Commodity Contracts, and other Financial Investment and related activities, Management of Companies and Enterprises and Heavy and Civil Engineering Construction.

  • Compared to the province York Region has a fairly high percentage of employers in Professional, Scientific and Technical Services (19%) followed by Specialty Trade Contractors (7.78%) and Ambulatory Health Care.
  • Employers in Professional, Scientific and Technical Services are also highly concentrated in Toronto and Durham. Peel makes an exception with the majority of employers in Truck Transportation (20.37%).
  • Durham has a higher concentration of Specialty Trade Contractors (9.24%) and Toronto has a higher concentration of Ambulatory Health Care Services (9.30%) compared to York with 7.78% and 6.81% respectively.

A Discussion with Employers in York Region & Bradford West Gwillimbury

The 2016-2017 Employer survey was conducted with Employer Leadership Council of York Region & Bradford West Gwillimbury Employment Ontario Service Providers, the Aurora Chamber of Commerce, the Markham Board of Trade, the Newmarket Chamber of Commerce, the Richmond Hill Chamber of Commerce and the Vaughan Chamber of Commerce.

For details on our methodology and breakdown of respondents, download the full report. (link to download page)

Employers were asked to identify whether they experienced job losses or gains in the last 12 months as well as to provide data on these types of jobs. About 73% of employers did experience job losses whereas 27% did not. Meanwhile, 92% of employers did hire during the reporting period.

Table 3 summarizes the findings. The majority of employers reported job losses however, the overall net growth numbers were positive for all categories. Although a comprehensive list was not available, the majority of net growth happened in the Technical category followed by Sales & Marketing and Administrative & Clerical. Jobs lost in the Other category were mainly contract or seasonal jobs.

Employers were asked to provide detail around their hiring challenges. 70.4% of the respondents said they experienced hiring challenges and 29.6% said they did not. Chart 5 summarizes employers’ perspective on hiring difficulties. 27% of the employers considered “Applicants not meeting qualification requirements (education level / foreign credentials)” and another 25% considered “Applicants not meeting work experience requirements” as the top reasons for hiring difficulties.

When asked to identify the specific action taken to address hiring difficulties, chart 6 identified that 30% of employers indicated that they increased their recruiting efforts and 25% increased overtime hours for the existing workers. Outsourcing of work and wage increases were the least actions taken to address the issue.

 

One of the realities of today’s job search is hiring through word of mouth, personal contact, referrals or informal networks. This reality is demonstrated in the survey results where employers acknowledge the power of word-of-mouth in hiring new candidates. Although this is usually a faster and more reliable method to hire the required candidate, it comes with disadvantages too, because it limits the number of applicants for consider-ation. A consistent trend is observed during 2016 -2017 since the top three methods remained the same as last period. What is interesting to note when comparing survey results of chart 7 to the same results of 2015-16, government employment centres or websites moves to 4th most opted choice from last years’ 6th choice. Interestingly, newspaper ads move from 7th choice on last years’ survey to last choice this year.

Many employers have realized the importance of drawing upon the talent pool of immigrants and 46 % of the surveyed employers confirmed that newcomers have already become an increasingly important source of hires for their companies. Meanwhile 40% of them foresee that as happening in the near future. Although 36% of surveyed employers acknowledged that newcomers are well prepared and are a benefit to their workforce, 30% were of the opinion that newcomers language skills are not adequate. About 20% of respondents stated that they were not aware about the existence of bridging programs that support the integration of IEPs (Internationally Educated Professionals) into the labour market. Moreover, 27% of them had heard about the programs, but were not clear on the details. (Chart 8)

Survey results indicate that 51% of employers did not use a free government employment service agency when they recruited employees from the following specific groups: Immigrants and Visible minorities, Youth, Persons with Disabilities, Aboriginals and Older Workers. About 37% of the employers used agencies that serve youth and only 17% used agencies that serve immigrants or visible minorities.

Employers were asked about their plans to hire in the next 12 months and 80% of them indicated that they will be hiring, mainly as a result of expansion. The types and number of jobs that will be created are listed in table 4.

Employers reported that accessing sector specific data or utilizing industry standards relative to the local economy were significant in determining appropriate salary ranges/levels for positions within the company. Chart 10 presents the proportion of employers that use these methods.

Employability skills are a critical component of the hiring process that employers seek when considering new workers; the top critical employability skills that employers demand of job-seekers are identified. Chart 11 compares the most sought after competencies in between survey periods 2015-16 and 2016-17.

Communication skills, both written and oral, as well as teamwork and interpersonal skills ranked equally high. Compared to the previous period, technical skills as well as willingness to learn are cited more as Workplace training is an important part of developing the workforce. Employers identify that training increases productivity and ability to be promoted within the company. Retention rates and innovation also increase. A higher proportion of employers (30%) provide training internally, whereas 26% fund external training and 17% of employers use government hiring and training incentives.

Work experiences are critical components of preparing College and University students in gaining career readiness skills. Some employers offer workplace-relevant training to students and future workers through such opportunities as Co-ops, internships, or apprenticeship training. Chart 12 identifies the proportion of surveyed employers that offer these opportunities to students and job seekers.

Producing higher education graduates right for today’s labour market needs requires that employers and education institutions work more closely together. Unfortunately, 30% of respondents were not involved in any of collaborations with post-secondary education institutions. Only 23% were involved in co-op and internship placements and 11% in training.

What do Online Job Postings Reveal about the York Region and Bradford, West Gwillimbury Labour Market?

When it comes to analysing the labour market, we often lack detailed information regarding the demand-side (employers) especially at a local level. Job seekers, educators and career counsellors need to know what jobs are available with as much detail as possible.

WPBoard collected and analysed data from on-line job postings about jobs located in York Region and Bradford West Gwillumbury during Q2 and Q3 of 2015. There were 26,751 job openings in Q2 and 26,509 job openings in Q3. It is possible that some job posting in Q2 were the same in Q3 however, this reflects the job openings as they existed in each quarter. Majority of the jobs posted are permanent full-time at 71.5%. At a provincial level (only data available) approximately two thirds of employers make use of online job boards when recruiting.

Certain jobs have a higher rate of turnover so there are more vacancies as is the case of sales and service occupations which had a 2015 vacancy rate of 37% but only an on-line job posting rate of 28.4%. This may be explained by the fact that employers rely on other methods of job posting such as window postings or word of mouth for retail salespersons, food servers or food counter attendants.

On the other hand, the opposite situation exists with manage-ment occupations. These positions are less likely to be vacant (8.5%) and less likely to be posted online (5.4%). For these types of positions, employers rely on other recruitment methods such as internal postings or utilizing executive search firms.

The National Occupational Classification (NOC) identifies five levels of education usually required for a given job:

  • Management occupations, typically requiring a university degree
  • Jobs usually requiring a university degree
  • Jobs usually requiring a college diploma or trades certificate
  • Jobs usually requiring a high school diploma or occupation-specific training
  • Jobs usually relying on on-the-job training

Jobs posted during this time frame were led by job postings requiring college or trade qualifications at 36.5%. Jobs posted requiring a high school diploma were next at 34.5% with university qualifications at 17% for management positions. Comparing the percentage of job postings at the various educational levels to the level of educational attainment for the percentage of unemployed (note this figure is from 2011), you will note the proportion of job openings requiring a university education is considerably below the proportion of unemployed local residents who have a university education and are looking for work. Also note the abundance of jobs requiring a college diploma or trade certificate far exceeds those with these certifications looking for work in the YR+BWG area.

One can only assume that people are either working below their educational achievement or else they are commuting outside the region for employment and commuters are coming from outside the region to fill these positions.

Job boards are used for different types of postings, Eluta, LinkedIn and Monster have a considerably higher proportion of jobs that require a university degree whereas, JobBank, Kijiji and Craiglist have a considerably lower proportion of such jobs.

Click here for the complete online job postings report. (link to download: > Labour Marketing Information > Online Job Posting and YR+BW Labour Market)

The Workforce in our Area – the Supply Side of the Labour Market

The Ministry of Finance produces an updated set of population projections every year to provide a demographic outlook reflecting the most up-to-date trends and historical data. This update is based on the 2015 population estimates from Statistics Canada.

  • York Region is projected to be one of the fastest growing regions of the province with its population increasing by 8.6% and reaching almost 1.26 million by 2021.
  • Estimations indicate that nearly 26% of York Region’s population is between the ages of 25 and 44, representing a considerable pool of labour supply at the height of their productivity.
  • The number of people between the ages of 55 and 74 is projected to increase by in 2041 about 10%.
  • The number of children aged 0–14 is projected to increase by 7.1% and that of the people aged 15–64 by 11.3% over the projection period.
  • By 2021 the proportion of youth to the total population will slightly decline from 20% to 19%.

Components of York Region population change

The current age structure of the population, natural increase, and the migratory movements in and out of the region are the main determinants of York Region’s population growth. Chart 15 identifies that during the last decade the natural increase trend peaked during 2006-2007 and then evolved slowly, while net migration has been more variable, mostly due to swings in interprovincial and intraprovincial migration.3

Although immigration as a population growth component reached high levels in York Region during 2013-2014, it declined by 12.3% in the next period 2014-2015, but continues to be an important component of our region’s growth and prosperity.

Recent labour market developments in Toronto CMA

In the last five years, the participation rate for Toronto CMA4 and the City of Toronto has been quite volatile declining in early 2015 and then going up reaching 65.9% in March 2016. At a national and provincial level this rate has continuously declined.

The Labour Force Survey data: Employment rate and unemployment rate

Statistics Canada has made available Labour Force Survey data at the census division level for York Region. As some of the census divisions have smaller populations and smaller sample sizes in the Labour Force Survey, Statistics Canada releases this data as a two-year moving average. Thus, instead of data for 2014, we have data for 2013-14 and for 2014-15. Nevertheless, the data provides us with a sense of overall trends and of the differences that exist between geographic areas.

Chart 17 illustrates the unemployment rate for York Region residents since 2001 and compares it to the unemployment rates for residents of Ontario, the Toronto CMA and the City of Toronto. The pattern for these areas has been very consistent: York Region residents have a lower unemployment rate than that for Ontario, which is lower than the Toronto CMA rate, while the rate for residents of the City of Toronto is the highest. For all areas, the unemployment rate rose as a result of the 2008 recession and has since been slowly dropping, and in proportional terms it has fallen the most for residents of York Region. In 2014-15, the unemployment rate for York Region was 5.8%, compared to the provincial rate of 7.05%.

The employment rate measures the percentage of the adult population (aged 15 years and older) that is working. This figure is affected by the participation rate (those who are in the labour force and those who are unemployed but actively looking for work) and by the unemployment rate (the proportion of the labour force who is unemployed and looking for work). Chart 18 presents the results.

With its higher participation rate and lower unemployment rate, York Region had tended to have a higher employment rate, however that rate started dropping just before the recession and fell more than elsewhere. It bottomed out during 2011-12 and 2012-13 and since then has risen, so that York Region still has a higher employment rate than elsewhere but, as with the participation rates, the results fall within a narrower range.

How Demographics are changing in the WPBoard area

It is said that demographics is destiny, that the varying mix of age groups define a community, from enrollment in nurseries to the demand for nursing homes.

One thing is for certain: demographics have certain iron rules, one of which is that we age.

Table 6 shows the percentage distribution by age categories of the labour force in the area covered by the Workforce Planning Board of York Region and Bradford West Gwillimbury, comparing the results for 2001, 2006 and 2011 (those are all census years).

The actual dynamic of what has been happening to the labour force in the area is best illustrated by chart 19. The profile of the percentage distribution of residents by age categories has shifted rightward on the chart, in the direction of the older age groups. A major part of this movement is due to the simple fact that residents have aged: for example, the median age in York Region was 36.0 years in 2001, 37.5 years in 2006, and 39.3 years in 2011.

But when it comes to the labour force, it also reflects the fact that older people are staying in the labour force longer, either postponing retirement and embarking on a new career later in life.

While the differences are slight, it is worth pointing out that York Region has the highest proportion of its employed labour force who are 55 years of age or older at 18.7%.

Although the anticipated Baby Boomer brain drain has been a major concern for businesses it yet to playout as predicted. The recession and the slow economic recovery are delaying this phenomenon and the trend of Baby Boomers remaining in the workforce is becoming more evident. It should be noted that this trend is not consistent across all industries and occupations. Employers were asked to indicate the effects of baby boomers in their workforce and 42% of them cited that they do not feel or expect the baby boom retirement to have an impact on their organization. Meanwhile 37% expect this to happen in the next five years.

However, there are a number of occupations where the proportion of employed York Region residents who are 55 years and older is as high as four out of ten.

York Region residents employed in manufacturing occupations have a higher proportion of workers aged 55 years and older than the provincial average, suggesting that there will be a greater challenge with succession planning and recruiting replacement workers for these occupations (Chart 22). In the case of York Region residents, at least one quarter of the workers in the following occupations are aged 55 years and older: managers; supervisors; millwrights; and machine operators.

Employment Services Support: Demand/Supply Support

This section provides information and analysis of client data released by Employment Ontario in July 2016 and offers insights into client demographics and outcomes between April 2015 and March 2016 and compares data from previous years.

  • 35,823 residents were serviced by Employment Ontario Service Provider offices in 2015-2016, a decline of about 13% from the previous period.
  • The decline in the number of clients seeking service can be explained with the increase of York Region’s labour force by at least 2.4% during the same period or it may signal an improved economy.
  • 27,286 residents or about 1% less than the previous period did not receive one-on-one assistance (Unassisted Clients).
  • 12,679 received one-on-one assistance (Assisted Clients) regarding their job search, a decline of 2%.
  • 5,730 (45%) of assisted clients were 25-44 years old, 4,315 (34%) were in the 45-64 age rangem while another 2,471 (20%) were 15-24 years old. The remainder (1%) were 65 years of age or older.
  • The number of youth clients using assisted services has decreased by 1.5% since 2014. Youth do not use the EO employment services in the same proportion as the other age groups.

Youth unemployment is much higher than the rate of adult unemployment (18% for age 20-24 in 2015 for Toronto CMA) in York and increasing numbers of young adults are graduating with a post-secondary education are not able to find work related to their field of study.

WPBoard undertook a research project to gather information from youth (20-29 years of age) to analyse youth employment in the WPBoard YR+BWG area to identify the skill sets that youth are leaving post –secondary school with to enter the job market as well as gauge their use of Employment Ontario services during their job search.

Of the 1,500 surveyed youth, 37% are working in York Region while 36% are working outside the Region (note that these jobs may not be directly related to their field of study). 27% are not working as they may still be completing their education.

When students were surveyed about their use of Employment Ontario (EO) services, 19% responded that they had utilized the services while 75% said they had not while 6% were unsure, in fact a considerable number of participants were not familiar with Employment Ontario or the service offered through the network. Many participants were surprised and intrigued when informed that these government services are provided for them at no cost.

Of the 19% of participants (chart 24) who stated they used EO services, 36% of them were successful in acquiring employment but not necessarily in their field of study. Many stated that online job hunting has not been as successful as they had hoped. When asked how they would like to receive employment service assistance, 22% identified the opportunity to attend networking events and 32% identified one-on-one assistance would complement their online job search. Youth also identified that they would benefit from interview preparation and job search assistance. A number of participants identified that “nowadays, it’s not what you know but who you know”.

Click here for the complete Job for Grads Report. (link to download> Labour Marketing Information > Jobs for Grads Report)

The percentage of older workers entering as ES clients has increased by 19% since 2014. Many employers engage in online recruitment because it is cost-effective and convenient. Statistics show that this segment of the population has more difficulty in regaining employment therefore they seek the services of an employment agency.

An increase in the use of services is recorded among all Designated Groups year over year as identified in chart 25. Since 2014 more clients from the following groups have accessed assisted services:

  • 28% more Newcomers
  • 2% more Internationally Trained Professionals
  • 26% more Visible Minorities
  • 18 % more Persons with a Disability
  • 30% more Aboriginal Groups
  • The Employment Ontario data presents evidence concerning links between educational attainment and employment outcomes for all clients. Chart 26 shows a clear positive correlation between educational attainment, employment and unemployment rates. In 2015 in Ontario those who had invested the most time in education were generally most likely to be employed than those with a lower level of education.
  • Although the number of ES clients with no high school diploma has been declining by about 28% on average, the low level of educational attainment continues to present a barrier to employment for about 12% of Employment Service clients that fall under this category. It should be noted that the number of ES clients with a College Degree increased by 3.5% compared to 2015.
  • 28% of ES clients pursued Second Career, 18 % Other Occupational Skills Training and only 16% Postsecondary Education as an outcome of Employment Services. An additional 12% and 2% pursued Employment Ontario Training Initiatives or Bridge Training programs respectively.
  • Employment Service providers continued to do an excellent job in promoting their services to job seekers and employers. 46% of participants looked for services within three months of becoming unemployed or exiting training. (Chart 27)
  • During 2015-16 clients with no source of income made up 53% of assisted clients and their number has increased by 5.8% since 2013-14. This trend is characteristic for the Central Region and Ontario as well. At the same time the number of clients relying on Ontario Works increased by about 19% compared to the previous period.
  • In 2015-16 about 66% of ES clients secured full-time employment upon exiting services and 14% secured part-time employment.

Employment Ontario has made available data about the occupations and the industries the clients were previously employed in, together with the occupation and industry employed at a detailed 2-digit NOC5 and NAICS6 level respectively. Table 8 highlights the top 5 occupations and industries for both.

The following can be highlighted:

  • Shrinkage of jobs in Manufacturing (high proportion of lay-offs);
  • Jobs losses in Retail Trade due to seasonal hires.
  • Considerable reliance on Retail Trade, Administrative and Support

Employment Ontario data also provides insights into Literacy and Basic Skills (LBS) client demographics and outcomes between April 2015 and March 2016 as compared to previous years.

  • The number of Literacy and Basic Skills clients in the York Region & BWG area slightly increased. 47% of all Literacy Basic Skills learners were of prime working age 25-44 years old, similar to the clients of other Central Region areas at about 48%. Persons with a Disability made up the highest proportion (47%) of LSB learners among the designated groups.
  • 34% of the total number of LBS learners had Less than Grade 12 level of education and 29% had completed their Secondary Education. About 29% of LBS learners are employed whereas 24% have no source of income. 48% that participated in these programs identified post-secondary education as a goal as compared to approximately 42% in the region identified Apprenticeship as a goal.
  • Employment Ontario data (Table 9) indicates that the number of Second Career participants in 2015-2016 increased by 5% over the past year. Accounting and Related Clerks is the most common Second Career training option (both in the board area and the Central Region) followed by Medical Administrative Assistants.
  • During 2015-2016 the number of Active Apprentices increased by about 13% and 20% more Certificates of Apprenticeship were issued as compared to 2014-2015.

Labour Market Priorities 2014 – 2017

  • INTEGRATION OF NEWCOMERS INTO THE LABOUR MARKET

York Region is one of the fastest growing regions in Canada with 10,000 to 12,000 newcomers settling in our area annually. As it can take several years for them to integrate both economically and socially they experience higher unemployment and/or underemployment.

  • UNDEREMPLOYMENT OF YOUTH

While we have an educated workforce, increasing numbers of young adults are graduating from post-secondary education and unable to find work specifically in their field of study.

  • EMPLOYER DISCUSSION AND ENGAGMENT

It is critical to increase the collaboration with employers to better understand their needs and the challenges they face regarding the hiring and retention of their workforce. This information is valuable to develop local solutions and address recruitment, retention and engagement strategies.

  • COLLABORATION BETWEEN BUSINESS AND EDUCATION

While employers struggle to find the right skill sets, educational institutions need to better understand the challenges and gaps employers face when integrating graduates into the workforce.

For more information on 2017 – 2018 Action Plans, download the full report. (link to download page)


Who We Are

The Workforce Planning Board of York Region and Bradford, West Gwillimbury (WPBYR+BWG) is a community based, not-for-profit organization that serves the communities of York Region and Bradford, West Gwillimbury to gather intelligence about the supply and the demand side of the local labour market.

WPBYR+BWG is one of 26 local planning areas funded by the Ministry of Advanced Education and Skills Development to conduct research, distribute local labour market information and engage community stakeholders in a planning process that supports local solutions to local issues.

The Workforce Planning Board wishes to acknowledge the collaborative effort put forth by the many community stakeholders and associations in YR+BWG that can only result in effective workforce planning outputs designed to meeting the needs of local employers and job seekers.

Disclaimer: This booklet is written as a source of information only. The information contained in this booklet should by no means be considered a substitute for the advice of qualified professionals. All efforts have been made to ensure the accuracy of the information as of the date of printing. The Workforce Planning Board of York Region and Bradford West Gwillimbury expressly disclaim responsibility for any adverse effects arising from the use of the information contained herein.