This brief contains the key findings of a comprehensive labour market information study of Atlantic Canada’s fish and seafood processing industry.
This study was prepared by Food Processing Skills Canada (FPSC) in collaboration with Employment and Social Development Canada (ESDC) and various provincial and industry partners.
Food Processing Skills Canada’s new labour market information study tells a compelling story of persistent labour market challenges faced by the fish and seafood processing industry of Atlantic Canada that, if addressed effectively and collaboratively, can lead to the realization of exceptional opportunities for economic growth and innovation.
The labour supply situation is now very challenging and is projected to get much worse
Recruitment Effort Ratio
6,300 workers were hired in 2017 (40% of seafood and fish
workforce, excluding seasonal rehires). This high recruitment effort
by employers is also referred to as imputed turnover*
To sum up: A decreasing supply of lower-skilled labour + increased competition for labour from other sectors + current gaps/vacancies + retirement replacements + turnover unaddressed = major labour challenges
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:
Partnering is key when looking at retention and recruitment. Creative approaches to transportation, childcare and accommodation can be implemented through partnerships with community groups, agencies and businesses. There are many good examples of community based approaches to integrating new/returning people into the workforce, (people with disabilities, newcomers, youth, social assistance recipients, vulnerable populations, etc.)
Supply issues are real (see Clare Region example). There are not enough people in many communities to meet the peak season demand for workers. However, there may be an opportunity to build more resilient rural communities through peak seasonal employment (e.g., fish plant employment) combined with other community development initiatives facilitated by government (involving other sectors and including job sharing; micro-business incubation; co-investment, and volunteering/community engagement)
Recruitment and Retention | Retention is the responsibility of employers who must continue to work in partnership with community members to address:
There is a vicious cycle of challenges that occurs when working conditions are exacerbated by labour shortages, which contribute to turnover and result in more labour shortages. For example, long hours are often required because of labour shortages, but workers often quit because of long hours (or can’t be recruited in the first place), which puts even more pressure on the remaining workers….and the cycle continues.
There is still a question as to the impact wage increases have on recruitment as this approach hasn’t been systematically tested. Anecdotally, employers say increased wages have not resulted in decreasing turnover or helping with recruitment as they simply end up paying more for the same people when the supply is limited. And while performance bonuses can be attractive for some qualifying employees (high performers/experienced), they can be a deterrent for those starting out.
There is now a need for employees with diverse needs/preferences. The workforce is more diverse and as a result, needs and preferences differ considerably. Some want longer hours and long seasons, others want shorter hours and shorter seasons. In a tight market, employers need to adjust and accommodate.
Large and small processors are investing in technology and infrastructure to improve productivity, expand value-added products and lengthen the processing season. While these positive measures are not without their challenges, progress is being made.
Despite the seasonal nature of the work, fish and seafood processors are designing and implementing initiatives to better attract and retain workers. Here are some examples:
Technological advancements, innovative product development and a projected rise in global consumer demand for high-quality food, see the fish and seafood processing industry poised for significant growth in production and export over the next decade.
In order to seize these economic opportunities and help reach the government’s export goals for 2027*, inspired policy and program solutions to some complex and stubborn labour and skills shortage problems are needed. This FPSC study is designed to shine the light on the nature and extent of those challenges in an effort to support the collaborative industry and government action needed to address them.
*”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
Technology Report | Factors impacting the adoption of technology by Atlantic Canada Seafood Processing Industry and Lessons Learned from Europe and the USA
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
