In our weekly CareerWise roundups of the reports that “caught our attention,” we’ve shared dozens of publications over the past year to help keep career professionals informed on the latest research affecting their work. Topics vary widely, from future skills to career development trends to lifelong learning.
The reports below are among those that stood out this year – but they’re only a small snapshot of what has been produced. What research was most informative for your work in 2023?
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Automation Nation? AI Adoption in Canadian Businesses (The Dais)
This study examines how Canadian businesses are adopting artificial intelligence – how prevalent its use is, how it is being deployed and what barriers exist to prevent further adoption.
Career Development in 2040: How the Changing Nature of Work Will Impact the Concept of Careers and the Role and Identity of Career Developers (CERIC & Creative Futures)
Career Development in 2040 digs into the trends that workers, employers and those who advise them need to understand to thrive in a labour market facing massive disruption. The research was based on an extensive literature review as well as interviews with career development professionals (CDPs) and career services users.
Future of jobs 2023: These are the most in-demand skills now – and beyond (World Economic Forum)
Analytical thinking is considered to be a core skill by more companies than any other skill. Creative thinking comes second, ahead of three self-efficacy skills: resilience, flexibility and agility; motivation and self-awareness; and curiosity and lifelong learning. This speaks to the importance of workers’ ability to adapt to disrupted workplaces.
Investing in careers: What is career guidance worth? (University of Derby)
While this report specifically analyzes the career guidance system in England, the case that it lays out for the value of career development – identifying a range of economic and social benefits – as well as its identification of three key principles of an effective career guidance system may be more broadly applicable.
Labour Market Implications for Racialized Youth (Diversity Institute)
This report aims to 1.) identify the barriers faced by racialized youth in employment and education; 2.) provide an extensive mapping of government and non-government programs and policies designed to support racialized youth; and 3.) identify gaps in the current policies and programs.
New Realities for Work and Education (D2L)
This report explores questions including: According to working-age adults, what is the perceived value of continuing education? How are higher-education institutions thinking about their role in workforce development and serving working learners? What supports should governments provide to individuals, employers and higher education institutions?
Perceptions of LMI: Feedback from the Canadian ecosystem (LMIC)
The Labour Market Information Council (LMIC), in partnership with Statistics Canada, conducted a feedback-gathering exercise to better understand the existing needs and uses for information about Canada’s labour market. This report summarizes key insights into labour market information and how it is used.
Shaping the future of work in Canada: Beyond the COVID-19 pandemic (Future Skills Centre)
This report is based on data from the Future of Work in Canada survey (FWCS) that includes over 5,000 respondents from across Canada representing the working-age adult population. The FWCS gathered detailed information on worker’s socio-demographic status and their work experiences during the pandemic.
Toward a More Sustainable Future: Preparing the Students of Today for a Greener Tomorrow (The Conference Board of Canada)
Canada needs workers with the green skills required for a more sustainable economy and future. This research looks at how, and if, post-secondary institutions are teaching these skills.
Upskilling and Reskilling: How employers are retraining and retaining Canada’s workforce (Business + Higher Education Roundtable)
Sixty-five percent of respondents to BHER’s 2022 Skills Survey said they have a strategy in place to upskill and reskill workers whose jobs may be at risk of transformation or loss in Canada, and 80% believe companies should pay the majority of costs for employee training. However, it’s not always clear to employers where they should turn for resources or potential partners.
