Local Labour Market Plan

2022-2023 Local Labour Market Plan Summary

Over the last decade, Workforce WindsorEssex has produced six LLMPs that have provided insight on sector trends and industry-related education, as well as local labour market solutions through strategic action plans. The 2022-2023 LLMP highlights similarities across the last six reports, such as whether the same jobs have continued to be in-demand, if there is still a gender disparity in traditionally male-dominated industries, and if sectors are still facing the same employee retention challenges over the last 10 years. The newest report also offers current data-driven information while adopting a comparative analysis lens to address the ongoing labour market issues Windsor-Essex continues to face.

The 2022-2023 LLMP intends to provide strategic action plans through interactive links to industry-related education, as well as by connecting industry-related information, videos, and blogs to Workforce WindsorEssex labour market tools that were created in partnership or with support from our community partners. Lastly, the report will continue to address the pandemic’s influence on the local labour market and will continue to include COVID-19 recovery efforts that relate to industry or financial support throughout the report.

To successfully provide this information, Workforce WindsorEssex conducted community consultations with industry representatives across different sectors to identify the challenges employers are facing with the operation, sustainability, recruitment, retention, work-based learning, and growth of their business. Additionally, surveys were used in collaboration with community consultation, and were administered to gather evidence on the highest-ranked occupations. With this available qualitative and quantitative data, this report intends to act as a guideline for employers and employees regarding job prospects, skill development, and knowledge of Windsor-Essex’s growing sectors.

Some opportunities and recommendations from the report include:

Encouraging businesses to collaborate with local educational institutions to offer hard skill development, soft skill development, on-site training, and online training to retain current employees, promote career growth, and recruit future employees.
Supporting education for career pathways by integrating student career success and experiential learning into teaching, course, and program requirements to ensure students in post-secondary education have meaningful engagement with their field of study and possible careers, allowing for real workplace experience during schooling and preparing students for their post-graduation career.
Supporting career changes through programs like Better Jobs Ontario and Service Canada’s EI program that may permit long-tenured workers to continue receiving EI while attending a full-time program of their choice.
Encouraging Service Providing Organizations and employers to collaborate on developing and supporting occupation-specific language training to help integrate newcomers into in-demand sectors and careers.