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Women Working in the Skilled Trades and Technologies: Myths and Realities 1

June, 2011

Dear Colleague,

Women in skilled trade and technology careers make up less than three percent ofthe total Canadian workforce. As baby boomers prepare to retire over the next fiveto ten years, it is estimated that 40 percent of current tradespeople will need to bereplaced. This will have an immediate impact on Canada’s infrastructure. Thecrisis associated with critical shortages of skilled workers makes it imperative thatgovernment, educators and industry work together as partners and utilize acohesive approach in solving the problem of skilled worker shortages and doeverything possible to attract women to the skilled trades and technologies.

With that spirit in mind, WiN-Canada and Skills Canada – Ontario have drawnupon the suggestions of participants at its “Women in Non-Traditional Roles –Putting Our Skills to Work” workshop, held on February 24, 2010, in Ottawa. Wehave written a position paper as a means of providing our partners withrecommendations for education, government and business on how to addressfemale employee and skills shortages in Canada.

We address the myths and realities around women working in the skilled tradesand technologies and offer recommendations for positive change. Government,educators and industry need to value the importance of trades workers in thedevelopment of communities in our society, and actively market these well-paying, highly technical, creative, intellectually stimulating careers to today’syoung women.

The paper will dispel many of the myths held by students, parents, educators andbusiness people around women working in the skilled trades and technologies.The recommendations for industry, educators and government will help to buildprograms and incentives that will entice women into looking at the skilled tradesand technologies as viable, first-choice career options.

The paper is a credit to Linnea Catalan, Bruce Power, for her diligence in theresearch completed for the paper; Samantha Young, student, who wrote the firstdraft; Tammy Fluttert, student, who wrote the second draft, and Anita Tomins,Skills Canada – Ontario, who put all the information together and wrote the finalpaper.

We invite you to review the document and to put into practice itsrecommendations to help attract the best and the brightest workforce into careersin skilled trades and technologies. Please feel free to contact us for moreinformation or to share your own best practices in this area.

Sincerely,

Gail Smyth Cheryl CottrillExecutive Director Executive Director

Skills Canada – Ontario Women in Nuclearwww.skillsontario.com www.wincanada.org

Putting Our Skills to WorkIN

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The under-representation of women inskilled trades is well documented.Numerous studies and stacks of datasupport this fact, as does anecdotalevidence (a visit to almost anyconstruction site will confirm thescarcity of female skilled workers).Currently, women in the nuclearindustry working in skilled trades andtechnologies represent less than tenpercent of the total workforce. Manyother industries report an equally lowrepresentation of female workers. Thetrades industry has seen a drasticincrease in the number of employeeseligible to retire, resulting in thechallenge of finding replacementworkers for an estimated 40 percent of North America’s current tradespeople overthe next five to ten years.

This situation will have a dire effecton our economy, particularly giventhe labour shortage and loomingattrition of older workers and how it isaffecting not only the prosperity ofour industry, but also the veryinfrastructure of our society.

Typically, less than three percent of allapprentices in construction,automotive and industry trades arewomen. Considering the average ageof a skilled tradesperson is 55, theshort supply of such workers willbecome more urgent as this segmentof the workforce retires. In fact, theConference Board of Canada predictsthat one million skilled workers willbe needed by 20201. The OntarioMinistry of Finance estimates thatworker shortfall will rise to at least200,000 and even as high as 1.8million by 2031. These predictionsrequire industry to think differentlyabout who they can attract, retain andpromote within the skilled trades andtechnologies and provide anabundance of opportunities forwomen who are considering skilled

trades and technology careers.

To address this crisis, Women inNuclear (WiN) held a workshopin February 2010 and askedwomen and men, currentlyworking in the trades, toprovide feedback on how theproblem can be solved. Thisworkshop, “Women inNon-Traditional Roles –Putting our Skills to Work,”

drew 53 participantsrepresenting a cross-section

of industry. Three roundtablediscussions examined “whatbusiness, education,government and femaleworkers need to do toaddress female employeeand skilled shortages.”

WiN–Canada invited Skills Canada –Ontario to facilitate the discussionand bring their knowledge andexpertise to the table.

In summary, we identified sixcommon myths that we feltdiscourage women from pursuingcareers in the skilled trades andtechnologies. We made these sixmyths the foundation of our paperand offered counterpoints to thesecommon misconceptions. We thenexpanded upon the suggestions by theworkshop participants, supported bydata and research, to offerrecommendations that can beinstituted by government, educatorsand industry. It is important that weall work together to address and solvethe problem of the under-representation of women working inskilled trades and technology careers.

Women working in the skilled tradesis not new. During World War II, forexample, women stepped in toperform the important jobs vacated bymen who were fighting overseas.Then, as now, the skilled trades wereessential and important professionswhere women could demonstrateleadership and ability. The veryfoundation, infrastructure andoperation of our communities aredependent upon the skilled trades.

Jobs in the skilled trades or technicalfields offer wages above the averagesalary paid to many other workers,while providing an opportunity to“earn while you learn” throughapprenticeships. These jobs offerexcellent opportunities for women tobe self-reliant and enjoy medical andpension benefits. Many pre-existinggovernment programs make theskilled trades attractive for womenwho are trying to build a better life forthemselves and their families.

Executive Summary for Skills Position Paper

2 Women Working in the Skilled Trades and Technologies: Myths and Realities

Skilled trade and technology careersoffer an opportunity to build, design,fix or create, while working towardsthe achievement of “Master” in achosen trade. Women traditionallyare credited for possessing patienceand attention to detail, attributes thatare important in trades andtechnologies.

Brute strength is not a requirement forskilled tradespeople. While there iscertainly a physical component tomost trades, technology has changedthe nature of how work gets done.Work in the skilled trades todayincreasingly uses computer softwareand mechanical equipment. Thereliance on technology in productionis increasing the demand for skilledtradespeople who have an aptitude fortechnology. The reality is that skilledtrades require workers with a strongacademic foundation in reading,writing, math and sciences, alongwith dexterity, stamina, good hand-eye coordination and balance; allqualities that women possess equallywith men.

Tradespeople must be smart andadaptable. It takes as long or longer toacquire a trade as it does to acquire anhonours undergraduate degree atuniversity. The upside toapprenticeships is that participants arepaid to acquire knowledge and workexperience and typically have notaccrued major debt by the end of theirtraining.

Women working in the skilled tradestend to enjoy their careers and arehappy to share their stories to inspireyoung women to follow their path.Educators and industry should seek outthese women and encourage them toshare their stories at career fairs, SkillsCanada - Ontario’s Young WomenNetworking Dinners and conferences.

Women now make up one-half of theworkforce and in order to fill thehuman resource crunch caused byincreased retirements, we must worktogether to encourage more femaleworkers to look at the skilled tradesand technologies as a first-choicecareer option. This paper sets outrecommendations on how to makethese jobs more attractive to women.Campaigns with proactiveprogramming and incentives fromgovernments across Canada thattarget a female demographic throughsocial assistance agencies,employment organizations, educatorsand women’s groups will help toeducate women on the benefits ofthese careers.

Educators who value the skilled tradesas good jobs and promote co-op andapprentice programs will help to bringknowledge to young women ofopportunities they may not be awareof. A leadership role by industry to goafter a broader base of talent andbreak down “old boys” networks willhelp to attract and retain morewomen into skilled trades andtechnology careers.

The recommendations set out in thispaper are your call to action. If we wishto engage the best and the brightest,the search for tradespeople needs to beopen to all backgrounds and bothgenders. Diversity provides theopportunity for innovative and creativeperspectives, which are an asset to anyindustry, and the skilled trades cannotafford to underutilize or overlook anysegment of the talent pool.

Our society’s infrastructure dependson a skilled workforce. Let's do ourpart to make sure we have the bestand brightest workforce keepingCanada strong.


Job Security and PayUnlike many other careers, jobsecurity and stability are the norm inskilled trades and technology fields asthe need for this work never decreases.The trades are booming, so it isrelatively easy to get a job. Skilledtrades workers are highly employableand in demand!

Celebrity tradesman Mike Holmesobserved in a recent National Postarticle2:

Have you driven by a new housingdevelopment - and seen no one on thejob? Contractors can’t find enoughskilled workers to begin construction onsuch major infrastructure projects ashighways, hospitals and mass transitsystems. Some provinces have billionsof dollars of new construction projectsslated to begin in the next decade - ifthey can find the workers. Homeownerscan’t find qualified contractors to getessential repairs done, let alone dreamrenovations and upgrades.

Jobs in the skilled trades or technicalfields offer wages averaging between$14 and $54+ an hour and ofteninclude medical and retirementbenefits. Canadian tradespeople whomanufacture transportationequipment enjoyed average weeklyearnings of $929.95 in the year 2000,well above the all-industry average of$626.45. Construction-trades workerspocketed almost $100 a week morethan the average worker.3

Transferable SkillsThe skilled trades and technologiesdevelop competencies that are valuedby a wide cross-section of employers,including problem-solving, precision,dexterity, cooperation and projectmanagement skills. “Build, Design, Fix,Create” are the action words associatedwith skilled trades and technologiesand there will always be a demand forworkers with these capabilities. Theseare skills that will last a lifetime.


“The trades are a great place forsmart, motivated women who arenot easily intimidated. Greathours, great wages, and a hell of asense of accomplishment! Andhaving to prove yourself in a male-dominated industry just makesyou a stronger tradesperson...when they say you can’t do it,learn to do it BETTER!”

Tara on Facebook

“Jobs in Skilled Trades are notgood jobs for Women.”

Reality: The skilled trades offer women high pay, good benefits,flexibility, variety, rewarding work and unlimited opportunity.

Fact: There are many benefits to working in the skilled trades andtechnologies and indisputable evidence that these are,indeed, “good jobs.” Careers in over 150 such fields offermany perks and advantages.M

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Great WorkEnvironmentIn order to attract qualified workers,many companies are upping the antewhen it comes to creating awelcoming and attractive workenvironment. For example,accommodations at oil patches aremore like high-end lodges than campsand often feature such amenities asprivate rooms with their own gasfireplaces, high-definition televisions,and fridges stocked with all-you-can-drink Perrier. “It’s all to keep workershere and keep them on this site,because they’re so sought after,”4 saysone petroleum industry employer.

Joycenne Vanderbyl, a Red Sealmillwright, notes that “there is aperception, based on old stereotypes,that men on the site will be less thanwelcoming.” But this is not the reality,says Vanderbyl, who started inconstruction 38 years ago. In thosedays, women were such a rarity on thejob site that there were not evenwashrooms designated for their use.“Today women are welcome on thesite and our contributions are valued,”she says.5

Many companies provide incentivesfor non-traditional applicants, makinga career in the skilled trades andtechnologies even more attractive.These include clothing and footwearallowances, floating holidays andemployee assistance programs.

5

Superior TrainingTraining towards a fulfilling skilledtrade or technology career can begin asearly as grade 10, ensuring a smoothand confident transition into the worldof work. Several programs supportyoung women in high school as theybegin such training, including OYAPand Ontario’s Specialist High SkillsMajor option.

The skilled trades offer a uniqueopportunity to “earn while you learn”through apprenticeship.Apprenticetrades.ca explains that“Apprenticeship training is a form ofpost-secondary education thatcombines on-the-job and in-schooltraining. Upon completion of anapprenticeship, women can take anexamination. Once they pass theexamination and satisfy the criteria setout by their Province/Territory, theywill earn a Certificate of Qualification/Journeyperson Certificate from theirProvince or Territory in Canada. Shewill already be employed and workwith an employer who agrees to‘sponsor’ and train her as an apprenticefor a specific skilled trade.”

Through the Loans for Tools program,government will also provide youngworkers with up to $800 towards thepurchase of the tools of the tradeneeded for use on the job.6

Technology is an important aspect ofthe skilled trades and it is everchanging. Employers need theirworkforce to be highly qualified, sotraining is provided as needed, usuallyat no cost to the employee. Inaddition, wages are typicallycommensurate with knowledge andexperience, making the skilled workerworth more as she takes advantage oftraining opportunities.

First-aid, CPR and WHMIS instructionare important components of skilledtrades training and providetradespeople with an additionalessential skill set.

There is always something new andchanging; learning and personal andprofessional growth is on an ongoingbasis. As Stacy DuBois, IT OfficeSoftware specialist and Skills Canada -Ontario alumna advises, “Takeadvantage of each and everyopportunity presented to you. Peoplewill recognize and reward yourefforts.”7

Rewarding WorkWomen working in the trades typicallyreport that they feel their work buildsself-confidence, is gratifying, that it’s“fun to be at work” and great to “notbe tied to a desk.” As Mike Holmessays, “Think outside the cubicle!”

These jobs challenge one’s intellectand creativity on a daily basis.

Physical fitness is part of most jobs inthe field, so there may be no need for agym membership and not as muchworry about health problems associatedwith being out of shape.

There is great satisfaction incontributing to the infrastructure ofone’s community and knowing thatthe work will stand for many years,even generations, to come.

TravelAccording to careersintrades.com, thereare currently 50 trades that are certifiedRed Seal trades. This means that thereis an agreed national occupationalanalysis and cross-country standardsspecific to each of those trades thatallow people with Red Sealcertifications to work anywhere in thecountry. More than 80 percent ofskilled trade workers are employed inRed Seal trades. Skilled trades workersare in short supply around the world,so the prospect of travel outside ofCanada also presents itself.


SupportThe skilled trades have manyassociations, unions and supportgroups, including those exclusively forwomen, for example, Women inNuclear, Canadian Association ofWomen in Construction, Women InMining. Such groups offer educationand camaraderie and help to promotepositive work experiences for all.

There are many workplace programs toensure that women have equal access toa supportive and harassment-freeworkplace.

There are legislated health and safetyrequirements on levels of noise andexposure to hazardous materials onjob sites. Labour and business worktogether to ensure their workers’ safetyby implementing workplace safetystandards.9

The skilled trades and technologiesoffer a great school-to-work transitionbecause the job site comes to life inthe classroom and students get thechance to gain proficiency in theirchosen fields before “going live.”Educators, apprenticeship

professionals, government agenciesand employers work together to createa supportive environment.

There are numerous scholarshipsspecifically designated for women inthe skilled trades, for example“physical sciences offers 47scholarships, and engineering, 57.There are currently seven for womeninterested in becoming an electricianand ten for women in weldingtechnology.”10

There are several government-sponsored programs that allow womento pursue pre-apprenticeship programsat no cost, such as Women in SkilledTrades. (WIST). For example, the“Enhanced General Carpentry program”offers women the opportunity to trainfor a rewarding career in theConstruction industry. It features 28weeks of in-class instruction, paidwork placement component, andGovernment of Ontario funding fortuition, books and tools for eligiblestudents.11

OpportunityThere is a realistic opportunity toadvance one’s career in the skilledtrades, from apprentice to journey-person, supervisor, union leader,manager, educator or business owner.

Within the main sectors ofConstruction, Technology, MotivePower, Industry, and Service, there aremore than 150 careers from which tochoose. Human Resources and SkillsDevelopment Canada (HRSDC)8 hasidentified a number of new andemerging industry sectors in theeconomy including:

• Aerospace • Biotechnology in agriculture,

forestry, fishing andpharmaceuticals

• Distance-learning• Environment• Green energy technologies • Health informatics • Multimedia, particularly for mobile

communications

It is not uncommon for the skilledtrades to be self-run businesses wherepeople set their own hours and theirown hourly rates. Such flexibility andindependence provides theopportunity to sustain home-lifebalance and address childcare issues.


“Jobs in Skilled Trades arenot creative.”

Reality: The skilled trades and technologies require workers with agood eye and a steady hand and the ability to put thingstogether according to specifications or by one’s own design.

Fact: It is impossible to function within the trades – to “Build,Design, Fix or Create” – without pride of craftsmanship,expert knowledge and creative talent.

SatisfactionOne of the most compelling aspects ofthe skilled trades is the pleasure inseeing the result of one’s work.Whether it’s a permanent fixture suchas a building or bridge, or the moretransitory art of a delectable cake,there is satisfaction in the completionand enjoyment of the work at hand.This is equally true of virtually alltrades and technologies – an expertlywelded pipe, a serviceable softwareprogram, an engine that “purrs” – allhave their genesis in creative skill sets.

In such disciplines as plumbing,carpentry and the culinary arts, theexperience one builds in many of theskilled trades allows for theachievement of the title “Master.”The practitioner’s level of artistry andyears of experience are acknowledgedthrough this designation, somethingthat tends not to be the case in somany other jobs (i.e. there are no“master” retail clerks!).

Descriptive words associated with thecreativity of the work are part ofseveral titles within the skilled tradesand technologies. (i.e. landscapedesigner, graphic designer, cakedecorator).

Many career artists choose to work insuch media as metal and wood,reiterating the artistry inherent inworking with such materials.

Women traditionally are credited forpossessing patience and attention todetail, attributes that are important inthe creative world of trades andtechnologies.

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“Don’t worry about the fact thatyou’re a woman. Use that to youradvantage and understand whatyou as a woman bring to the tablethat is a different perspective, andthat it can be valued if it’spositioned properly.”

Michelle Carinci, CEO Atlantic Lottery Corp.


“Jobs in Skilled Trades arenot important.”

Reality: The very foundation, infrastructure and operation of ourcommunities are dependent upon the skilled trades; the workthat these skilled workers perform is undeniably important.

Fact: Without the women and men who work in the skilled tradesand technologies, the homes, schools, businesses, hospitals,roads and technologies that support our society itself wouldliterally disintegrate.

TraditionThe idea of women being prominent inthe skilled trades is not new. DuringWWII, women stepped in andperformed the essential positionsvacated by the men who were fightingoverseas. “They welded aircraft andbuilt machinery, hammered buildingstogether and operated heavy equipmentduring the war when they were neededin the factories.”12 Through generationsand in many different applications,women have proven their capabilities injobs traditionally occupied by theirmale counterparts.

RespectThe fact that there are so manygovernment programs to recruitwomen in the skilled trades and tooffer them free educational programsand a number of enticementsindicates the level of importanceattached to the skilled trades andtechnologies. There are tax incentivesfor employers who take onapprentices, grants for training, andtax deductions for tools. In March2008, the Ontario governmentinjected $1.5 million in skilled tradesprograms for women.13 TheGovernment of Canada is also offeringregistered apprentices anApprenticeship Incentive Grant of$1,000 once they have completedtheir first and/or second year in a RedSeal Program. Employers can alsoapply for the Apprenticeship JobCreation Tax Credit, which isavailable when they hire and registerapprentices in the Red Seal Program.14


“Embrace opportunity. You need to be brave. You need to take risks. You have to find confidence.”

Sheelahy Whittaker, Director, Imperial Oil and Standard Life

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The Red Seal program verifies theimportance of the skilled trades. TheCanadian Council of Directors ofApprenticeship (CCDA) is responsiblefor this interprovincial standardsprogram. The Red Seal programallows skilled workers to pursueopportunities in other parts of Canadaand ensures that a level of expertisehas been established in 50 trades.

The recent creation of the OntarioCollege of Trades will bolster theskilled trades and reinforce standardsacross the board that will benefiteveryone who works in these fields.“Establishing the College puts skilledtrades on a similar footing withteachers, doctors and nurses, whohave their own professional regulatorycolleges.”15

The growing alternative energymovement offers new and excitingcareer options for women in suchareas as wind turbine power and theconstruction (and retrofitting) of“green” buildings. This work isimperative to the future of ourenvironment and is another exampleof why the skilled trades andtechnologies are important. Accordingto an article entitled “Staying Aheadof the Curve,”16 in Canada, “therewill be huge opportunities inengineering as we catch up on energy-saving technologies already becomingcommon in Europe. Examples arewater-saving technologies and systemsthat turn lights off when rooms areunoccupied.”

The Ontario Government announcedits Long-Term Energy Plan inNovember 2010, a strategy thatpromises to create 50,000 jobs in thelargest expansion of hydroelectricpower in almost 40 years. Thisrepresents a tremendous opportunityfor women working in the skilledtrades and technologies.17

GoForestry.ca indicates that “over thenext decade there will be massiveinvestments in new technologies…with a wide range of career options,from forestry sciences to managementto harvesting to manufacturing.”18

World-class education opportunitieswill be available to those in these andrelated fields.


“Skilled Trades is no placefor a woman.”

Reality: In the 21st century, there is no place for sexism, particularlyon the job site. Industry realizes the need to look at a morediverse pool of employees.19 Women’s recruitment andretention will “strengthen Canada’s economic position in aglobal economy by capitalizing on the industry’s full humanresource potential.”20

Fact: Ninety-seven percent of skilled trade jobs are full time.Women represent nearly 50 percent of the workforce andthey need to focus on job demands that will supportthemselves and their families.

All Work is Women’s Work “You don’t need to be strong: There is arole for everyone,” says millwrightJoycenne Vanderbyl. “One of themyths I like to dispel is the one abouthaving to be big and strong to work inconstruction. I know women who are90 pounds soaking wet who work inthe trades. Women can drivemachinery or do electrical or pipefittingwork. There are so many choices to suitevery interest and capability.”21

Careersintrades.com points out thatwhile there is certainly a physicalcomponent to most trades, “there is adiversity of skills required to be atradesperson. Trades requireintelligent individuals with goodliteracy, mathematical and analyticalskills, as well as creativity.”

Respect for women in constructionhas ridden the same wave as respectfor women in society in general.22

Annette Nisbett, Ironworker Journey-person and dedicated mentor at SkillsCanada – Ontario networking dinnersand Young Women’s Conferences putsit this way: “They are not masculineskills, they are just skills.”

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“When construction sites areadvertising for helpers, justbecause you’re a woman doesn’tmean you shouldn’t go and apply.Walk in there with those hard-toedwork boots like everybody else doesand fill out that application.”

Employer quoted in Bonnie Watt-Malcolm paper


Careersintrades.com also emphasizesthat:

Technology has changed the nature ofmany of the trades. People interested inworking in the skilled trades need tolearn how to operate the increasingamount of computer software andmechanical equipment that isincorporated into their jobs. Thereliance on technology in production isincreasing the demand for skilledtradespeople who have an aptitude fortechnology. Today, the line between‘white-collar’ and ‘blue-collar’ isbecoming blurred in comparison tomany skilled trades of the past. Again,it is not about physical strength.

The reality is that skilled trades requireindividuals with a strong academicfoundation in reading and writing,math, and sciences. Physical work doesnot solely imply strength. In fact, skilledtrades require dexterity, stamina, goodhand-eye coordination and balance – allattributes that women possess equallyalong with men.23

The perks of a great job are there to beenjoyed. For example, although shewas the first woman millwright atPresstran Industries in London,Ontario, Cathy Lewis doesn’t givemuch thought to being a female in atraditionally male profession. Instead,she says, “I think about the fact that Ilove my job!”24

Research has demonstrated that genderdiversity at all organizational levels canenhance economic performance.25

There is no need or expectation togive up one’s femininity – there areeven companies that sell pink hardhats and pink tool belts, for those whoare so inclined.

Women must remember that computer-aided technology has improved ourproductivity and profit and alsolessened the demand for unskilledlabour. A skilled trade is the ticket to agood future and solid job security.


“Skilled Trades are just forstudents who don’texcel in academics.”

Reality: In order to work in the skilled trades and technologies, oneneeds to have a solid grounding in many “school-based”skills such as math, analytical abilities and literacy. The skilledtradesperson also needs to be imaginative, resourceful anddexterous and have the ability to figure out specificationsand requirements in real-world applications.

Fact: Intelligence and aptitude are essential components ofworking in these careers, which are as respectable andimportant as those requiring a purely academic background.


There’s a ReasonThey’re Called“Skilled Trades”Careers in Trades describes the rangeof skills and characteristics needed toperform the complicated dutiesassociated with the skilled trades suchas: “deciphering intricate blueprintswhile building an office tower;analyzing various elements (such asweather conditions, weight anddistance) while operating a cranesituated on a ten-storey building; oridentifying the potential volume ofwater and its resulting pressure wheninstalling a sewage system for ahospital. These are but a few examplesof the multifaceted tasks that skilledtradespeople regularly perform.”26

Apprentices, men or women, becomeskilled at utilizing cutting-edgetechnology and must master oftencomplicated machinery. “Thesestudents must learn the theory of theirtrade in a classroom and then applytheir knowledge and academicfoundation to master the technicalskills on the job.”27 Careers in Tradesgoes on to note that, “In short,selecting a skilled trade and enteringinto an apprenticeship is a first-choicepost-secondary option. Similar toother options, successfully completingan apprenticeship takes intelligence,dedication, focus and hard work.Students who enter these programsprefer careers that are ‘hands-on’ andenjoy applying their knowledge andskills to produce visible results at theend of the day. They are passionateabout their work and take pride intheir accomplishments.”28

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“Two things I always say: hard work, and be yourself. You can’t compromise on eitherone of those things. And I know‘be yourself’ sounds like a reallysoft thing. But it is not. You can tell a fake a mile away.There’s something aboutauthenticity. Don’t changeyourself to suit other people.”

Laura Formusa, CEO Hydro One Inc.

WorldSkills is a prestigious event thatexemplifies the high-level esteem withwhich the skilled trades are held.WorldSkills competitions attract thebest skilled trades students fromaround the globe, and thousandscome to cheer them on. Such eventsserve not only to pay tribute to thecompetitors, but also to showcasetoday’s cutting-edge skilled trades.

There are exacting standards in theskilled trades and it takes many yearsto attain one’s certifications.“Tradespeople must be smart andadaptable. It takes as long or longer toacquire a trade as it does to acquire anhonours undergraduate degree atuniversity. Additionally, apprenticesget paid while acquiring theirknowledge and work experience.”29

Tradeability.ca points out that: “Theskilled trades, while they still involve‘work’, physical work, are at the sametime getting highly technical, and themath and science competenciesneeded are high. The minimumeducation requirement is generallyGrade 12. More and more employersare looking for young people whobring passion, dedication andintelligence to the workplace”. Theskilled trades today are one of thepillars of post-secondary education,the others being college anduniversity, as noted by Tradeability.ca.Another pillar could, of course, bework itself and the experience gainedon the job.

A significant number of universitygraduates go to college to gain skillsthat translate more readily into a joband differentiate them from other jobapplicants.30


“Women don’t work in theskilled trades therefore there areno mentors availablefor young women.”

Reality: Though they generally aren’t as plentiful as their malecounterparts, many women work in the skilled trades.

Fact: Many women working in the skilled trades enjoy sharingtheir stories and inspiring young up-and-comers to considerthese careers. Search them out!

If You Want aMentor, be a MentorThere are women who work in all of themain sectors of the skilled trades andtechnologies and would welcome thequestions of those who seek answers.Every community has female workers inthe skilled trades; for those who wish tofind them, the Internet, businessdirectories, trade union directories,newspapers, women’s organizations,and educational institutions are goodplaces to start.

Skills Canada – Ontario and NewBrunswick host “Skills Work!® forWomen” networking dinners everyfall and winter that welcome highschool girls who are curious about theskilled trades.

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“As for being ladylike... take thosebig bucks you will be earning andtreat yourself... then knock ‘emdead. Working in constructiondoes not mean you have to loseyour feminine side... it’s not agender change... just a job.”

Helen on Facebook


These events feature networkingopportunities with women mentorswho are currently working in anumber of related fields.

In our popular culture, televisionshows, particularly on such networksas HGTV, often show women in thetrades who are hosting their own TVprograms for DIYers.

There are many websites dedicated towomen who are working in the skilledtrades and many of these havepersonal profiles and stories to inspireyoung girls who are considering thesefields.

Mentors do not need to come directlyfrom the skilled trades – womenexcelling in leadership, creativity andexcellence in workmanship are inevery field and these skills translate tothose working in skilled trades andtechnologies.

Mentors do not need to be women –more and more men are willing to actas mentors to skilled trades people ofboth sexes.

Commit to becoming a mentoryourself some day!


The crisis associated with criticalshortages of skilled workers makes itimperative that government,education and industry do everythingpossible to attract women to careers inthe skilled trades and technologiesand, more importantly, to retain them.All three must work together aspartners and utilize a cohesiveapproach in solving the problem ofskilled worker shortages andparticularly of the underrepresentationof women in trades.

With that spirit in mind, WiN–Canadaand Skills Canada – Ontario havedrawn upon the suggestions ofparticipants of its “Women in Non-Traditional Roles – Putting our Skills to Work” workshop, held onFebruary 24, 2010, in Ottawa. Thedata and proposals of a variety ofconcurring researchers have also beenreferenced in an effort to pull togethera comprehensive set ofrecommendations for government,education and industry.


RecommendationsFU

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It is imperative that government,education and industry doeverything possible to attractwomen to careers in the skilledtrades and technologies and moreimportantly, to retain them.

Investment inInfrastructureCanada must invest in its owninfrastructure in order to attract thebest and the brightest. In Europe,skilled tradespeople are held in highesteem because they “support better,safer, more ecologically soundapplications in the public interest.”31

Cutting-edge technologies requirecontinuing upgrading of skills. Prideis taken in environmentallyresponsible road and rail networkswith such components as modernpassenger train service and sensingdevices to control public lighting.“Canada needs to undergo a culturalshift that begins with a determinationto catch up technologically. The morewe value our public infrastructure, themore we value those who build it.”32

Aboriginals andImmigrantsThe two fastest-growing groups in ourpopulation are aboriginals and newimmigrants. Derek Burney, Canada’sambassador to the U.S., says“Government should focus on thesegroups, and the women within them,as a huge untapped resource.”33

Additionally, females from somecultural backgrounds may requireextra assistance in gaining exposure tothe opportunities available in thetrades and in having the supportnecessary to pursue these prospects.According to one study,

Education for these groups must beflexible and should provide access toinformation networks and tradespeoplewho can help them find out moreabout the trades and accessworkplaces. Community-basedorganizations representing particularethno-cultural groups are essential toprovide services that prepare visibleminorities for apprenticeships andtraining by helping with credentialsrecognition and improving languageskills in the command of technicalterminology. These services must befunded by diverse groups of private andpublic donors to ensure long-termfunding and promote a commitment tocommunity diversification.34

ProactiveProgramming &IncentivesThere are many effective andinnovative government programs atall levels that encourage women toenter (and stay in) the skilled tradesand technologies. Just two examplesare the Bread and Roses Bursary andPartners Building Futures. The Breadand Roses Bursary in Dartmouth, NS,allows women who are studyingtrades and technology at Nova ScotiaCommunity College to apply for abursary to support their educationwhile assisting with such costs aschildcare, transportation, tuition,school supplies and other necessities.Partners Building Futures is a $4.48million pilot project designed to helpintroduce women receiving socialassistance to skilled trades in NewBrunswick. Similar initiatives shouldexist in communities across ourcountry and be readily available to awide range of female recipients. It isimperative that such programs be welladvertised to qualifying womenthrough every available channel,including social assistance agencies,employment organizations, educators,and women’s groups.

Government should offer grants to industries to advance women withintheir ranks (career and leadershiptraining). There is a place for somegender diversification incentives. Offera variety of programs to employersthat encourage inclusive hiringmethods and an equitable, positiveworkplace culture. “The activities thathelp employers identify and workthrough issues typically includetoolkits, workshops and technicalassistance. Also, provide and prove asolid business case for increasing thenumber of women on site.”35

Government


Conference participants suggestedthat government “Change EI rules toensure that it is not a penalty to enterinto a skilled trade and to reinstituteEI during training.” Government mustchampion strong retraining programsin partnership with education andindustry.

Government must take on an advocacyrole for women working in the skilledtrades, including “instating regulationsto provide legal support to women’sclaims against discriminatory workingpolicies (and) providing specificaffirmative standards for governmentcontractors and the industry, outliningspecific actions to be taken regardingrecruitment, hiring procedures, andthe maintenance of work sites to befree of sexual discrimination andharassment.”36

Targeted funding, financial assistancearrangements and scholarships shouldbe available to women pursuing acareer in the skilled trades throughgovernment programs. “This shouldinclude financial assistance foroutreach, leadership development aswell as training and mentorships.”37

More national programs targeting thehiring of minority groups such as the1982 National Training Act, and theGovernment of Ontario’s $1.5 millioninvestment in trades training for low-income women through the Womenin Skilled Trades program (2008)should continue to be instated andgovernmentally funded in order toattract women to non-traditionaloccupations.38

Courses for women must continue tointroduce them to a variety of optionsand industries. “Incorporatingemployment equity principles into alllevels of training and employmentwill also ensure further success inretention rates and will bring upequity principles on work sitesthrough national legislation.”39

Programs introducing girls to thetrades must be financed by industry incooperation with the government inorder to ensure that there is no cost tostudents or schools and to promotepartnerships between industry,government and educational facilities.Workshops, conferences and dayprograms could encourage girls toform the initial links which will buildthe network foundations that willcarry them through their careers inthe trades.

Provinces and Territories shouldactively involve mentors as part of theapprenticeship program for women.For older women entering the trades,retraining in order to obtain thequalifications for a job in the tradescan be very intimidating. Somewomen may feel much older thantheir peers and colleagues, but havingmentors and instructors in theirtraining programs and classroomswho are within a similar age bracketcan make the experience lessuncomfortable.

Pre-apprenticeship programs shouldbe increased to “prepare women toenter a career in the trades byintroducing them to constructionworkplaces before career training, andproviding work-hardeningexperiences.”40

Targeted government support isneeded for single mothers who aremotivated to pursue a career in theskilled trades and technologies inorder to support their dependentswith a liveable wage.41 Many lone-parent families are headed by mothersand are likely to be in the low-incomecategory compared to families headed by male single parents,42 whichsuggests that these women might beeager to improve their financialsituation.

Awareness CampaignsMedia campaigns should advertise themany benefits of careers in the skilledtrades, specifically for women. Womencould be directed to a governmentclearing house website of financialassistance programs and information.

In addition, a single-point-of-contactwebsite for women in technology andtrades would be useful.

Shop courses, home economics, techcentres, “Take Your Kid to Work” days,and trades fair days are the perfectway to begin to get children curiousabout the trades and provide themwith fun, hands-on opportunities totry a trade for themselves. Theseprograms cannot continue withoutproper funding, and the provincialand federal governments shouldencourage their continuation byproviding multi-year budgetmechanisms and funding foreducational work programs.43



Parents It is crucial that parents become moreaware of careers in the skilled trades,since they have so much influence onwhat post-grad career paths theirchildren choose. Skills Canada –Ontario has launched parentpresentations that follow the samemulti-media format as its in-classprogram “Skills Work!® What’s OutThere?” Schools should make aneffort to represent all options at theiropen houses and information sessions,as well as in their guidancedepartments and newsletters,specifically reaching out to parents ofyoung women.

Experiential LearningInterestingly, many of the stories ofwomen who went into the skilledtrades speak of how they were shownhow to use a hammer when they wereyoung. There may be an opportunityhere to look at ways to take advantageof that kind of anecdote in a broaderapplication – parents demonstratingsimple carpentry at Sparks and GirlGuides meetings, for example.

Schools need to continue to work onpromoting maths and sciences to girlsand consider having all-girl classes,clubs or contests to encourage youngwomen. Clubs like WiN-Canada’sGIRLS (Girls in Real Life Science) arealso extremely helpful in encouragingyoung women to think about howscience and math are used in everydaylife and in every career path. Suchinitiatives should be promoted andencouraged.

Schools that have some kind ofprogram (informal or structured) thatshows elementary-school girls how touse tools have a much higher successrate of getting these same girls topursue skilled trades further down theeducational path. Participants explainthat no one had ever showed themhow to work with tools before, butonce they tried it, they loved it. Thisis more proof that it can often be amatter of experiential learning.Educational pathways must bewidened accordingly to afford moreprograms where girls can get theirhands on tools.

The repertoire of co-op workplacements should be expanded toinclude more non-traditionalworkplaces.

Female representatives working in theskilled trades should be invited tospeak to students about careerpossibilities on a regular basis. Skilledtrades industry representatives shouldbe as prevalent as universityrecruitment officers in high schools.

Shop classes could be reintroduced inthe early grades. Similarly, the shopenvironment in high school shouldhave a higher profile and could bemandatory, as is the case in Austria.44

If girls are never informed about theseopportunities, it is a lot less likely thatthey will pursue them. High schoolsneed to have trades courses andapprenticeship programs thatinfluence that line of thinking.

Unique skilled trades programs can becreated that are geared specifically forgirls in high school. There are goodexamples of this, for instance; Ontariohigh schools that have all-female shopclasses or mechanics courses.

Education

AccommodationIt is most important to remember thatflexible learning is key for manywomen to accommodate their familyresponsibilities.

Continuing education should targetolder women who have foundthemselves in need of a new andmeaningful career path due to layoffs,childcare issues, or changes in theirliving arrangements.

Workshop participants suggested thatorganizations like Skills Canada –Ontario “pound the pavement” to getthe word out to the vulnerable groupsof women who could use the messagethe most.

For example, such organizationsshould literally promote the skilledtrades and their programs in lessaffluent neighbourhoods, welfareoffices, prisons, and the OntarioWorks Program.

Training for women should be diversein order to address issues that couldarise when working in environmentswhere they are likely to be theminority. “Training for women needsto include both technical and non-technical education… theoreticaltechnical skills… help to gaincredibility in the workplace. Non-technical training in work ethic anddealing with workplace culture is alsocentral to the success of femalegraduates in the workplace.”45

Awareness andPartnershipsSome guidance counsellors are ill-informed about apprenticeships andtrades schools, a situation that“prevents many young people fromreceiving unbiased information aboutthe benefits of entering a career in thetrades. Girls in particular aresystematically streamed away fromscience trades and technology careers infavour of university degrees by teachersand career councillors who feel thatthese degrees are the only method bywhich to attain gainful employment.”46

Guidance counsellors should beencouraged to be kept up-to-date andinformed about the 150+ career optionsthat are available in the skilled tradesand technologies. It was suggested thata requirement of the Skills Canada –Ontario’s in-class presentation be thatguidance counsellors attend one ofthese sessions. Since Career Counsellorsare typically university graduates, theymay tend not to promote careers in theskilled trades.47

Schools should work to partner with awide range of industries to providemeaningful co-op, summer, and post-grad job placements. “Programs suchas these also provide women access toword-of-mouth networks that informthem of job opportunities after theirtraining is complete.”48

Educational institutions must take amore active role in sharingresponsibility with employers withinindustry and government to supportinitiatives which introduce young girlsand women to the skilled trades.Programs like GIRLS Science Club,GoEngGirl, Women in EngineeringAdvisory Committee (WEAC), SkillsCanada – Ontario’s Young Women’sConferences, Engineering inResidence, robotics fairs and otherinitiatives provide many girls withtheir first experiences with the skilledtrades.49


LeadershipA leadership role must be taken byemployers. A study by Bonnie Watt-Malcolm of the University of Albertanotes that “employers suggested thatthey, rather than governments, are thecritical link between women andskilled trade occupations.” One studyparticipant stated that: “I know thatin this country there’s not a shortageof workers, there’s a shortage of skilledworkers. So what we have to do is getthe people that are in Canada…trained.” Industry must seize thesolution to the skilled trades shortagesby recognizing and going after abroader base of talent by recruitingwomen. A need has been identified tocontinue to break down the “oldboys” network’s lack of progression forwomen. Employers must educatethemselves on women’s issues/needsand rise above discrimination andstereotyping.

CultureIt has been established that thepresence of women in any workplaceand at any level has a positive impact.In one gender diversity study50 it wasshown that:

In situations where women are asignificant minority (below 15 percent),and in occupations traditionallythought of as male… systemicorganizational dynamics operate thatare prejudicial to women’s jobsatisfaction, productivity and careerdevelopment. In these situationswomen typically receive heightenedattention or visibility; are subject tohigher performance pressure; areisolated from informal social andprofessional networks; are compared inan exaggerated manner to male peers;and are more subject to genderstereotyping. As the relative percentagereaches 35 percent, women begin tohave a stronger voice and influence thework culture and organization. Giventhese dynamics, it is important… toseek a 35 percent representation ofwomen in the major occupationalgroups and to monitor progress towardsthis percentage.51

Employers who provide flex time areultimately able to draw from a widerpool of talent, as both genderswelcome the opportunity for work-lifebalance. Women appreciate sufficientnotice of assignments and flexibilityso that they can make necessaryarrangements at home. Travelling forassignments is not a problem, but nothaving any time to coordinatechildcare issues may be.52

However, more important thanflexibility is workplace culture,

as identified by a recent Women in Mining study.53

It is essential to cultivate a positivework culture that is inclusive andmeets the needs of women. “What isoften forgotten is preparing theworkplace so that… women aretolerated and welcomed,” says RosellaMelanson, Executive Director of theNew Brunswick Advisory Council onthe Status of Women. “We have seenso many women train for somethingand then not continue in that line ofwork because they’ve been harassedfrom day one or made to be pioneers,and they just move on. It’s a waste ofdollars, a waste of talent and we endup with skill shortages.”54

Industry needs to have official equitypolicies in place that are part of thecompany mandate and are rolled intoperformance reviews, meetings andemployee initiatives. Employers musthold all employees accountable forgender equity and fair andprofessional conduct in the workplace.

Where possible, industry couldprovide care/support services, such asexercise facilities and daycare, that areaffordable and easily accessed.55

Communication betweenmanagement and all employees shouldbe clear, meaningful, consistent,regular and inclusive. Also, “employersshould engage female employees inplanning and policy developmentprocesses, and create various forumsfor information sharing and theexchange of ideas and opinions.”56

Industry


PromotionAccording to a recent Women InMining Report:

Eliminating assumptions aboutwomen’s ability to manage field work isvital. Making this assumption creates asecondary career path, limitsopportunities for women’s advancementin these occupations, and is a source ofsignificant career frustration. There is aneed to address practices thatcollectively contribute to perceptions of amale-dominated culture, includingawareness training, closing the wagegap and implementing mentorshipprograms… Reducing travelrequirements, however well intentioned,can also limit critical careerdevelopment experience that is needed toadvance. This... also prepares men towork with women in the workplace.57

Women need to be promoted to seniormanagement positions to serve as rolemodels. The lack of female mentors iscited as a significant barrier to womenconsidering the skilled trades.58

Employers must recognize that womenare “not imposing workplace hardshipsbut in fact are providing numerousbenefits. Women who worked in non-traditional trades were reported to havefewer injuries because they plannedtheir work more carefully and tookmore precautions.”59

“There is a competitiveadvantage to workplacesto hire women becausethis increases the range of

viewpoints availableand can raise thestandards of thework place.”60

Training andAccountabilityIt is imperative that industry embraceand enforce clear policies for change.

Workplace policy towards harassment,discrimination, prejudice, and violencemust be made widely available to allemployees through leadership andsensitivity training programs, with atransparent sequence of actions whichare undertaken in all cases ofinappropriate workplace behaviour.Both male and female employees mustundergo training in order to fullyunderstand workplace ethics, andemployers must be strict on enforcingthese rules through a system of checksand balances. Workplace policiesshould respond to incidents ofinappropriate behaviour in a way thatis generic and applies to both men andwomen so that women are notperceived as the problem.61

A Women in Mining report points outthat “mentoring and networkingopportunities such as support forumsfor women to create interpersonalconnections are critical to provide thesupport women require to developand improve skills…it is importantthat women have peers to turn to asinstructors, mentors, and educators.The opportunity to participate in awork environment or training thatreflects a positive atmosphere andwomen’s success will retain morewomen.”62

In addition, in recognition of theadditional responsibility of mentoring,“higher hourly rates could be offeredto those who offer their time andexpertise to training new recruits.”63

Size doesn’t matter.

Small companies that lack humanresources departments and theresources and time to devote to developrecruitment initiatives to attract andretain women should be able to utilizeresource guides developed by largercompanies. They can also call uponwomen’s organizations to provideguidance. Making toolkits availableonline, such as the ConstructionOwners’ Association of Alberta’sRespect in the Workplace toolkit andthe Saskatchewan human resourcestoolkit, help all companies spread thepractice of high industry standards foraddressing discrimination in theworkplace. Government subsidies canhelp relieve the costs for smallerindustry branches to develop their ownpolicies of respect and recognition.64

Reporting diversity measures in anorganization’s sustainability/annualreports should be encouraged.65

Providing ample opportunities forprofessional development andtraining, “allows women to broadentheir contribution to their company ina more diverse way, offering trainingand teaching opportunities on behalfof women to their male colleagues topromote better gender relations withinthe work environment.”66 This kind ofsupport promotes employee retention.

Employers should actively reintegratewomen after leave.67

Hiring policy should specificallyaddress women’s needs.68

Unions should work actively withwomen in the workplace. “Unionsshould be encouraged to hire morewomen and develop women’scommittees which can address theconcerns and needs of femaleemployees. Unions should also beencouraged to pursue collaborativerelationships with women’s groups atthe local level.



By talking to each other, women canexchange tactics for confrontingworkplace discrimination and providethe union with informed suggestionson how to support femalemembers.”69 Encouraging women tobecome union members promoteswomen’s leadership opportunities andencourages women to promote theirown concerns and take risks on theirown behalf.70

Additionally, it was suggested thatthere should be more collaborationbetween union and management inhiring apprentices and increasing skilllevel.71 Management should alsomake sure that they are reevaluatingtalent and potential and analysis ofpay practices.72

Employers must ensure the PersonalProtection Equipment (PPE) and allfacilities meet the needs of both menand women. Women should haveseparate washrooms and change areasand their PPE must fit them properlyto ensure their safety and to affirmtheir equality and value on theworksite.73

Outreach and Profile Industry needs to take a more activerole in promoting the sectors. Toaccomplish this, several suggestionsare offered:

• Promote and market your sector tostudents at job information fairs.Share success stories of women.74

Host open houses for not onlystudents but their parents andeducators too.

• Sponsor female-based programs toget your name out there.

• Offer scholarships.• Tap into external professional

women’s networks Women inMining (WIM) or Women inNuclear (WiN) in order to supportemployers in making active changesto the work environment;independent women’s organizationscan host workshops which provideinformation to employers onstrategies to support women in theworkplace.75

• Work with school boards in offeringwork placements for co-opeducation programs. “Forgerelationships…with program headsat post-secondary educational andtraining institutions as well asguidance counsellors.”76

• Market to young people where theylive – social media – and build astrong brand that is attractive andinclusive.

• Offer more opportunities forapprenticeships.

• Sponsor award programs torecognize and encourage a standardof achievement in excellence. Theyreflect the organization’s milestonesin showing leadership on genderand diversity issues whilesimultaneously promoting women’saccomplishments within thetrades.77

• Be a mentor, share experiences, tellour story, lead the way and besupportive.

Employers are encouraged to takeadvantage of government hiringincentives. They should “hire womenwith interest and capability, trainwomen beyond entry-level positionsor until they reach certifiedtradesperson status to retain themwithin the industry for the long termand simultaneously build anenvironment of acceptance andrespect which is earned by the skilland ability of the female trainee.”78

Networking is invaluable to creatingawareness of employment andtraining opportunities within theindustry. Thus, organizations,women’s groups and industryassociations which target recruitmentof women should be enthusiasticallyencouraged and supported byemployers.79

Employers must hire women who arefully qualified. “Women applying towork sites must continue to be well-trained... otherwise the industry is atrisk of declining in performance andsafety standards. Furthermore, hiringwomen who are not skilled ordedicated enough to carry out jobperformance to the standardsexpected by the company will merelyperpetuate the stereotypes and mythsthat women are not meant to work inthe trades.”80

Companies are encouraged to think ofways to sponsor meaningful programsthat promote skilled trades andtechnologies to young women. Forexample, Linamar Corporation, inpartnership with Skills Canada –Ontario, funded an all-girls “SkillsWork!® Camp” in Guelph, Ontario inthe summer of 2011.

Hiring and retaining women in theworkplace is good for everyone –industry, workers, society.

Programs which support diversitycreate a working environment whichdevelops and retains the best employeesregardless of gender. This is an asset toa company as a marketing tool since itpositions them as leaders in diversityand inclusion. Therefore, hiringwithout discrimination or scepticism isextremely necessary. More women andpeople with diverse backgrounds areattracted to organizations thatdemonstrate a commitment to diversityand work-place equity, which providesa company with a continual supply ofexceptional talent over other industrycompetition.81

To prevent the falling number ofemployees in the skilled tradeprofessions, employers must takeaction to enlist the best and mostdiverse talent. As women make up 50percent of the workforce, they arevaluable to the sustainability, successand growth of industry. In order toattract more women to the skilledtrade professions, the most commonand incorrect myths about women inskilled trade and technology careersmust be dispelled.

To do this, further information aboutskilled trade and technology careersmust be provided. Throughdeveloping workshops, financial aidand support groups, talented womenwill be provided with theopportunities and education requiredfor advancement in skilled trade andtechnology careers.

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1 http://www.chamber.ca/images/uploads/Reports/canadian-experience-class-cic.pdf

2 http://homes.winnipegfreepress.com/winnipeg-real-estate-articles/category-/title-mike-holmes:-thinking-outside-the-cubicle-start-hammering-out-a-career/id-857/

3 http://www.yourworkplace.ca/?page_id=1995

4 Vanderklippe, Nathan. “In the Oil Patch, Feel Right atHome.” Globe & Mail, Sept. 16, 2010.

5 Cline, Bev. “Women Defy Stereotypes on constructionsites.” Canwest News Service. Retrieved fromwww.timescolonist.com.

6 http://www.edu.gov.on.ca/eng/training/apprenticeship/loantool.html MTCU

7 Skills Canada – Ontario. “Skills Work!® Booklet.” 2010 edition, quoting Stacy Dubois. 17.

8 http://www.hrsdc.gc.ca

9 http://www.careersintrades.ca/media/myths_eng.pdf

10 Abraham, Carolyn. “Canada: Our Time to Lead.” Globe and Mail. Oct. 21, 2010, A11.

11 http://www.thecentre.on.ca/aboutthecentre/newsarticles/2010-03-16_constructionstereotypes.asp

12 (Vancouver Province June 21, 2007).http://www.working.com/resources/story.html?id=fcedc63e-6ff2-4538-8cc8-3b4edb69c440

13 http://blogs1.conestogac.on.ca/news/2008/10/kitchener_mechanic_is_a_trailb.php

14 http://tradeability.ca/DesktopDefault.aspx?TabId=3449&Lang=en

15 http://www.edu.gov.on.ca/eng/tcu/ collegeoftrades/

16 http://www.theglobeandmail.com/report-on-business/managing/on-the-job/staying-ahead-of-the-curve/article1735826/

17 http://www.businessreviewcanada.ca/sectors/other-energy/ontario-s-long-term-energy-plans-welcomed-industry

18 http://www.goforestry.ca/images/docs/goforestry_brochure_eng.pdf

19 Miner 2010:2, 3, Jacobs 2010:10

20 http://www.ccwestt.org/winset/tabid/56/default.aspx

21 Cline, Bev. “Women Defy Stereotypes on constructionsites.” Canwest News Service. Retrieved fromwww.timescolonist.com

22 http://tradeschoolworld.com/the-trade-up/index.php/2009/04/04/more-jobs-anbd-more-respect-for-women-in-skilled-trades/

23 apprenticetrades.ca

24 Skills Canada – Ontario. “Skills Work!® Booklet.” 2008 edition, quoting Cathy Lewis 56 .

25 http://www.ccwestt.org/LinkClick.aspx?fileticket=KLlcrkQ%2FFtw%3D&tabid=82


27 Ibid.


29 http://www.yourworkplace.ca/?page_id=1995& page=2quoting Skills Canada

30 http://chronicle.com/article/Canadian-University-Graduates/66078/

31 Cappon, Paul. “Europe’s Example: Better Tech, BetterTechnicians.” Globe and Mail. 2010, October 19.

32 Ibid.

33 Wente, Margaret. “Canada: Our Time to Lead.” Globe and Mail. October 7, 2010, A21.

34 Vojakovic, Dragana. “Women In Trades DiscussionPaper.” December 5, 2008, 21.

35 Vojakovic, Dragana. “Women In Trades DiscussionPaper” December 5, 2008

36 (Casey 2009:1).

37 Women in Mining Canada. “Ramp-Up: A Study on theStatus of Women in Canada’s Mining and ExplorationSector.” February, 2010, 5.

38 Versace, Vince. Daily Commercial News and ConstructionRecord. 2008:1.

39 Watt-Malcolm, Bonnie and Young, Beth. “Canadian Women in the Skilled Trades: A HistoricalPerspective.”

40 Construction Sector Council. “The State of Women inConstruction in Canada.” 2010:5.

41 Vojakovic, Dragana. “Women In Trades DiscussionPaper.” December 5, 2008, 22

42 Ibid.

References

43 Watt-Malcolm, Bonnie and Young, Beth. “Canadian Women in the Skilled Trades: A HistoricalPerspective.” Table Work Summary. 2010:1

44 Construction Sector Council. “The State of Women inConstruction in Canada.” 3.

45 Vojakovic, Dragana. “Women In Trades DiscussionPaper.” December 5, 2008

46 Construction Sector Council. “The State of Women inConstruction in Canada.” 2010:4, 28.

47 Construction Sector Council. “The State of Women inConstruction in Canada.” 2010: 67.

48 Women in Mining Canada (February, 2010). “Ramp-Up: A Study on the Status of Women inCanada’s Mining and Exploration Sector.” And Vojakovic. 2008:37.

49 WiN Canada. “Women and the Nuclear Talent PoolMyths and Perspectives on the Present and Future.”2009:4.

50 http://www.genderdiversity.cgiar.org/publications/genderdiversity_WP29.pdf

51 http://www.genderdiversity.cgiar.org/publications/genderdiversity_WP29.pdf

52 Women in Mining Canada (February, 2010). “Ramp-Up: A Study on the Status of Women inCanada’s Mining and Exploration Sector.” 13

53 Ibid.

54 http://tradeschoolworld.com/the-trade-up/index.php/2009/04/04/more-jobs-anbd-more-respect-for-women-in-skilled-trades/

55 The WIN workshop February 2010, participant feedback

56 Munro, Linda. “The Recruitment and Retention ofWomen: What do Women Want?” Hamilton Training Advisory Board. April, 2004.

57 Women in Mining Canada (February, 2010). “Ramp-Up: A Study on the Status of Women inCanada’s Mining and Exploration Sector.”

58 Ibid.

59 Women in Resources Development Corporation.“Misconceptions and Realities.”

60 Construction Sector Council. ”The State of Women inConstruction in Canada.” 2010:107.

61 WiN Canada 2009:4, Table Work Summary 2010:1,Construction Sector Council 2010:121-122

62 Women in Mining Canada 2010:19, Jacobs 2010:17

63 Vojakovic 2008:39

64 Vojakovic 2008:36, Construction Sector Council 2010:6.


66 FC Samantha Young

67 WIN workshop February 2010

68 Ibid.

69 Antolovich 1997:2, Caiacca 2007:3.

70 Chicago Women in Trades 2010:3, Caiacca 2007:9.

71 WIN Conference February 2010

72 Ibid.

73 http://www.elcosh.org/en/document/582/d000561/women-in-the-construction-workplace%253A-providing-equitable-safety-and-health-protection.html#personal


75 (Vojakovic 2008:41, 42).

76 Women in Mining Canada (February, 2010). “Ramp-Up: A Study on the Status of Women inCanada’s Mining and Exploration Sector.” 23.

77 Women in Mining 2010:5

78 Versace 2008:1, Vojakovic 2008:37, Construction Sector Council 2010:23, 25.

79 Women in Mining Canada 2010:5

80 Construction Sector Council 2010:99

81 (WiN Canada 2009:5).


www.skillsontario.com www.wincanada.org

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