Fuelling jobs for Canadians
Labourmarket report paints optimistic picture of future opportunities
Canada’s oil and gas sector will offer a treasure-trove of job opportunities over the next decade, according to the latest labour market report from the Petroleum Human Resources Council.
While the exact number of jobs created in the sector depends on demand and export market potential, over the next decade, forecast total hiring activity for industry’s direct workforce ranges between 125,000 and 150,000 due to industry activity, agerelated attrition and three per cent non- retirement turnover.
Increases in oil and gas industry activity also will have a positive impact on job growth in other sectors. That’s because each new oil and gas job creates three indirect jobs for businesses that contribute goods and services. These jobs will span the country to include not just Western Canada but also Ontario, Newfoundland and Labrador, Nova Scotia, Manitoba and Quebec.
DRIVERS
Increased industry activity alone will account for up to 38,700 new jobs in the sector, but it is not the only factor affecting hiring.
Twenty-three per cent of the industry’s workforce will be eligible to retire over the next decade, which will leave a large knowledge gap and about 45,000 positions to be
It’s about building a better Canada
filled. Add turnover due to the intense competition for talent and that figure climbs by morethan 62,000 openings.
The report identifies a number of occupations that will be in demand, including engineers, inspection technicians, power engineers ( steam- ticket operators), drilling co-ordinators, field workers and skilled tradespeople.
“While not in the top 10, there are other occupations that are showing growth such as supply chain professionals, environmental technicians and health and safety inspectors,” says Cheryl Knight, executive director of the Petroleum Human Resources Council.
These positions are filled across many different industries but people are unaware that these skills may be transferable to well-paying and sustainable careers in the oil and gas sector, she explains.
PARTNERSHIPS
The task at hand is finding enough qualified applicants to fill the available positions.
There are several approaches to this, including partnering with governments, communities and other labour stakeholders; succession planning within the industry; sourcing labour from provinces with higher unemployment; enhancing the mobility of skilled workers between regions; and training under-represented demographics such as women, aboriginals and the disabled.
Engaging Canada’s youth is critical, says Andrea Dubé, the Canadian Association of Petroleum Producer’s manager of workforce strategy. “We need to attract young people to energy-related training programs at universities and institutes of technology to help develop a strong pipeline of future leaders for our industry.”
INSPIRATION
As part of its youth strategy, Canada’s oil and gas sector is participating in the World Petroleum Council Youth Forum ( WPCYF). Every three years, the WPCYF brings together young professionals and senior industry leaders from its 65 member countries to discuss the future of energy — including labour issues. This year, for the first time, the WPCYF will be held in Canada.
“Oil and gas may not be the No. 1 sector of choice for young people. We must show them the research, development and innovation that is a big part of the industry — and that it has the ‘cool’ factor that young professionals are seeking,” says Joanna Desjardins, chair of the 2013 WPCYF and project interface engineer with ConocoPhillips.
We need to attract young people
“We need today’s youth because they can take ownership, bring forward new ideas, and inspire progressive thought for a meaningful future.”
Putting Canadians to work is a top priority for the industry, says Dubé, “but it’s not simply about meeting our own needs — it’s about building a better Canada.”