* 2007 Dollars
**”What We Heard -Barton Forward: Optimizing Growth in the Canadian Agri-Food Sector”, The Canadian Agri-Food Policy Institute, June 2018.
Recruitment Effort Ratio
24,500 workers were hired in 2017, representing 41% of the workforce.
This high recruitment effort by employers is also referred to as imputed turnover*
The federal Advisory Council on Economic Growth identified the agri-food sector as key to significantly increasing Canadian export revenues by 2027. For meat processors the opportunity lies with a growing demand for meat-based protein by large Asian countries such as China.
In order to both maintain current production levels and a steady supply to domestic markets, as well as seize the export opportunities that present themselves, meat processors need to partner with governments and others to explore every possible avenue to address persistent human resource issues in the sector.
Worker Supply Issues | Suggestions for governments, employers, educational institutions and communities
Labour supply issues are real. In many communities, there is simply not a sufficient supply of workers to meet the labour demands of the seafood and fish processing industry. That is why governments, educational institutions and community leaders, in collaboration with industry, need to make progress by:
The industry with the help of its partners, needs to look beyond the use of “temporary” immigration solutions (e.g.: Temporary Foreign Worker Program) to identify permanent, longterm immigration strategies that address labour shortages, especially of low-skilled workers.
Some of the most severe shortages are for highly skilled occupations (Master Butcher) which pay significantly more than Industrial Meat Cutter. However, Canada has limited training in these fields and career potential within the industry is widely unknown and/or poorly perceived. This needs to change
There is limited knowledge of, and/or engagement with, local Indigenous communities by industry.
While many employers have hired immigration consultants to bridge their understanding of newcomers and their employment needs, there are few examples where similar investments are being made in working with Indigenous communities.
Industry needs the support and encouragement of its partners to work more closely with Indigenous communities in finding mutually beneficial solutions to labour issues.
Recruitment and Retention Best Practices | Suggestions for Employers and Communities In regions where there is a supply of workers, employers and communities have to strive to always be
Due to the severity of the labour shortage, employers in some regions are taking a “hire anyone” approach – a practice that can lead to greater turnover as recruits are often not prepared for a full-time, physically-demanding, high-pressure work environment and quit before they have a chance to adjust. Employers working with community partners to improve employment readiness and increase knowledge of the work environment before or at the time of hires, can contribute to stemming the turnover tide. Coaching and ongoing mentoring of new employees often has retention pay-offs.
The workforce is increasingly diverse with everchanging employee needs and preferences. Employers who accommodate this diversity can improve retention. Those who find creative, novel HR approaches to such things as work hours or production line operations, can realize improved retention.
Starting jobs in meat processing, while generally above minimum wage, may not be competitive with other sectors (e.g.: companies in urban settings). However benefit packages – that can be important to some (families, recent immigrants) but less important to others (youth) – can be made flexible (e.g.: hourly wage increase in lieu of some benefits) to better attract and retain younger workers.
Meat processors are continuously updating their strategies to attract and retain workers, and to enhance life in the rural communities in which they are located:
Strategies have included sponsoring community college programs, community outreach, working with local agencies, aggressive recruitment campaigns, transportation subsidies, and providing hiring and retention bonuses.
Some employers have tried to attract and retain youth by offering more job flexibility, a more digitally-connected work environment, split-shifts and jobsharing options.
Employers are willing to go above and beyond to come up with creative solutions to overcome barriers such as insufficient transportation by establishing car pools, hiring buses, as well as having their municipalities extend bus hours and routes to accommodate shift times.
*”What We Heard – Barton Forward: Optimizing Growth in the Canadian Agri-food Sector”, Canadian Agriculture Policy Institute, June 2018.
Final Report | “Where are the workers? The most comprehensive report to date on the labour supply & best practices situation of the Canadian Fish and Seafood Processing Sector”
12 Regional Reports | Spotlight on the Regions- A detailed look at the labour supply and demand in 12 regions across Atlantic Canada.
Employers Workforce Census Style Survey Report | Fish and Seafood Processors speak about demand of workers, wages, recruitment, retention and training by processing type and occupation.
Best Practices Report | Best Practices from the Industry– A look at Human Resource strategies in the Fish and Seafood processing sector in Atlantic Canada, with a focus on recruitment and retention of indigenous and immigrant labour pools.
Career Perceptions Survey Report | Would Canadians, youth, immigrants, unemployed and indigenous individuals consider working for the fish and seafood processing sector?
Forecasting Reports | What is waiting ahead? Outlook of jobs and supply of workers for the fish and seafood sector until 2030.
Career Reports | Climbing the Ladder– Understanding Career Paths in Fish and Seafood Processing Plants
Food Processing Skills Canada would like to thank the following organizations for their insight, professional experience and participation in helping further the success of Canada’s Food and Beverage Manufacturing sector
INDUSTRY MEMBERS
UNION MEMBERS
PARTNER ASSOCIATIONS
GOVERNMENT OBSERVERS
Food Processing Skills Canada (FPSC)formerly known as the Food Processing Human Resources Council (FPHRC) is Canada’s innovative solution to assist food and beverage manufacturers with the “skills and learning” side of their business. From understanding the people who make up this great industry, to the development of industry based training and competency standards, our goal is to have the most skilled and diverse workforce in the world!
FPSC is a recognized global leader in skills development, work-based certification, labour market research, and food safety training. Our state of the art programs and funding initiatives directly supports the advancement of industry, resulting in an exceptionally strong Canadian workforce.
As a well-integrated member of Canada’s food processing community, our not-forprofit Council collaborates with government, provincial associations, community colleges, workplace programs and industry specialists to educate and support the overall growth of the sector.
Jennefer Griffith
Executive Director
jgriffith@fpsc-ctac.com
613–237-7988
