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CareerWise is always on the lookout for the latest reports related to career development. Here are several reports that we found interesting this week.
Immigrants in Canada’s Skilled Trades: Untapped Talent Amid Growing Demand (Signal49 Research)
This literature review from Signal49 Research, produced in partnership with the Future Skills Centre, examines why immigrants remain under-represented in Canada’s skilled trades even as the sector faces mounting shortages — including an expected 700,000 retirements by 2028 and a need for as many as 520,000 additional workers by 2030. It finds that only 19% of immigrants who arrive with foreign trades experience go on to certify in their intended trade, and that those who do often enter lower-paying trades and see their earnings stagnate compared with Canadian-born tradespeople. The report points to fragmented credential recognition as a central barrier and highlights emerging practices, drawn largely from healthcare licensing, that could help clear a faster path into the trades.
Building a Nuclear SMR Workforce for Western Canada: Forecasting Talent Demand, Labour Supply, and Workforce Development Pathways (ICTC)
Published by the Information and Communications Technology Council, this report looks at the talent pipeline needed to support the growing small modular reactor (SMR) industry in Western Canada, where nuclear energy development has so far been concentrated mainly in Ontario. It forecasts talent demand and labour supply for the sector and sets out workforce development pathways aimed at helping the region build a qualified nuclear workforce as SMR projects move forward.
2026 Future of Professionals: What the Data Says About the Human Side of AI (Thomson Reuters Institute)
Drawing on a survey of more than 1,800 professionals across 62 countries in law, tax, audit, accounting, compliance, risk, and global trade, this report examines the gap between organizations’ stated AI strategies and what employees actually experience day to day. It finds that the vast majority of professionals feel this disconnect to some degree, with a meaningful share considering leaving their employer within two years if it isn’t addressed — a risk the report says falls hardest on mid-career staff and, in turn, on the mentorship pipeline for early-career talent.
