About this Report
We face a collective challenge. On one hand, it is essential to enable workers whose jobs may be threatened by disruption to secure gainful employment elsewhere. On the other, it is equally critical to meet the evolving skills demands of local employers so that they can remain competitive. In an ideal scenario, these two forces would overlap. However, traditional responses have not adequately addressed key components of this challenge. While there are many potential alignments between workers looking for jobs and employers looking for talent, a range of barriers prevent workers and employers from becoming aware of, acting on, or successfully realizing these opportunities.
Even when we can identify promising pathways based on skills and experience rather than job titles and credentials, workers still face a range of barriers to pursuing those pathways successfully. Many factors conspire to keep otherwise suitable workers out of positions that need them, including an individual’s well-being and psychological readiness to pursue new opportunities after job loss; financial and geographic mobility constraints; firm hiring practices; and residual skills gaps and training needs.
Read this report to help you:
- Explore how existing labour market information can be applied to help workers facing or experiencing job loss, as well as employers who need talent.
- Consider the different use cases where this model could be applied or adapted by policymakers, workforce developers, service providers, and employers.
- Gain insight into how we designed and tested our job pathways model.
- Consider the factors that might affect someone’s career transitions, outside of skills and knowledge fit.