How Much Do They Make? New Evidence on the Early Career Earnings of Canadian Trade Certificate

This paper provides new evidence on the early career earnings of Canadians who obtain a trade certificate. The analysis uses comprehensive national level administrative data on individuals who received a trade certificate between 2008 and 2016 linked to their tax information at Statistics Canada in order to link earnings to their individual characteristics and details related to their certification. In this paper we track their yearly employment earnings from their first full year following certification onward, to a maximum of 9 years. Overall, journeypersons in nationally accredited Red Seal trades earn more than those in non-Red Seal trades, those in Mechanical and Electrical trades earn the most, and journeywomen earn only 47% of what journeymen do overall, largely driven by their being concentrated in a relatively narrow set of low-paying trades

Crucial contributors? Re-examining labour market impact and workplace-training intensity in Canadian trades apprenticeship

Canadian apprenticeship policy has recently turned to direct subsidies for participants, including a federal tax incentive for employers. Some assumptions underlying the employer subsidy are: that apprenticeship training is a principal contributor to the skilled trades labour supply; that employers of apprentices typically incur high training cost and risks; and that in the absence of offsetting incentives, these would deter their participation. These assumptions are tested, using an analysis of 2006 census data and a series of 33 employer interviews. The census data reveal that, in 74 “skilled trades†occupations (NOC-S group H), the proportion of the labour force reporting an apprenticeship credential is 37%. When certificates granted to “trade qualifiers†are excluded from the total, registered apprenticeship certification is found to contribute roughly 25% of the skilled trades labour supply. A closer examination of the census data reveals strong inter-occupational differences in the certification rate and in the ratio of certified to less-than-certified workers, suggesting a de facto hierarchy of trades occupations. The interviews reveal sharp variations in employers’ workplace training efforts, challenging the twin suppositions that employers of apprentices are uniformly high contributors to skill formation, and that high training-related costs risks generally deter their participation. Differences in training behaviour are attributed to high-skill versus low-skill business strategies that in turn reflect differing product markets and regulatory constraints. Whatever the level of their training effort, all of the participating employers are able to minimize the training-related risks that have been cited as the principal rationale for employer subsidies. The paper argues for a more nuanced approach to skills policy and research in Canada, with greater attention to the diversity of actors’ strategic interactions with the training system.Apprenticeship, Skill, Trades, Training, Labour Supply, Canada

Research on approaches to public funding and development of tertiary education within selected OECD nations

No abstract available

Los Angeles County Arts Commission Cultural Equity and Inclusion Initiative Literature Review

This literature review is intended to investigate and provide background information on how others have addressed the question of improving "diversity in cultural organizations, in the areas of their leadership, staffing, programming and audience composition", both through academic research and practitioner experience. The literature lends these concepts into a division by slightly different categories, as follows: Boards of Directors in Arts and Culture Organizations The Arts and Culture Workforce Audiences and ProgrammingAudiences and programming are closely intertwined in the literature, and thus are combined in this report. Culturally specific arts organizations and their potential contribution to diversity, cultural equity and inclusion in the arts ecology emerged as a potentially powerful but not yet fully understood set of actors, so this topic was added as a fourth section in this report: Culturally Specific Arts OrganizationsThe report begins with a background discussion on diversity, cultural equity and inclusion in arts and culture, and it concludes with a series of broad lessons that emerged from the literature that apply to all four of the areas identified by the Board of Supervisors in their motion

Intitatives for a Smart Economy 2.0

Just like its predecessor, I4SE 2.0 is organized in a manner that focuses on those sectors of the local economy identified by WNYREDC as growth sectors. It identifies initiatives within those sectors where Erie County can make a meaningful contribution. These sectors include: advanced manufacturing, smart growth implementation, workforce development, agriculture, bi-national logistics, energy, and tourism. The report also identifies specific initiatives that Erie County will undertake in other important areas, beyond the WNYREDC growth sectors, that contribute to a thriving and inclusive local economy. These include quality of life initiatives, as well as those focused on the “blue” economy and enhancement of the Erie County Industrial Development Agency (“ECIDA”)

2011/2012 Annual Report

Over the last year, more than 8,850 individuals, foundations and corporations invested in the power of women and the dreams of girls. Investment of $7.1 million to help move women and girls out of violence, out of poverty and into confidence