Alberta’s construction sector is facing a significant labour shortage, reflecting a national trend yet exhibiting unique regional characteristics given its resource rich environment.
According to BuildForce Canada’s 2023–2032 Construction and Maintenance Looking Forward report, the industry in Alberta must tackle the challenge of replacing about 38,200 workers, or 21 per cent of its 2022 workforce, over the next decade due to a high rate of retirements.
“There is no Band-Aid solution,” says Trevor Doucette, chair of the Alberta Construction Association. “This is going to take a generation to change and correct the problem.”
Alberta’s challenge is further intensified by a noticeable decline in new enrolments in key construction trade programs, pointing towards looming challenges in fulfilling the demand for skilled tradespeople.
The province’s focus has been on enhancing the recruitment of individuals from underrepresented groups such as women, Indigenous people and newcomers to Canada. In 2022, women constituted seven per cent of the tradespeople in the province’s construction industry, and Indigenous workers accounted for 6.7 per cent of the labour force, only a slight increase from 2016 figures.
Industry stakeholders have been actively involved in addressing these challenges, advocating for policy changes and focusing on underrepresented groups through various initiatives and partnerships.
Paul de Jong, president and CEO of the Progressive Contractors Association of Canada, says, “it’s not even the elephant in the room because everyone talks about it,” emphasizing the sector’s need for action.
His perspective sheds light on the reality that, despite some improvements, the rate of change has not kept pace with the industry’s demand for thousands of new workers.
He advocates for a significant shift in societal attitudes towards skilled trades. He emphasizes the need for a “parity of esteem,” referring to the importance of changing how society views and appreciates skilled trades.
“We need to change our attitude, our narrative, our language about skilled trades,” he asserts.
De Jong draws inspiration from Germany.
“Society there treats tradespeople with as much esteem and appreciation as their engineers, doctors, and lawyers. And that’s a huge thing,” he notes.
A key element of Germany’s approach is the early commencement of trade education and dual education systems. German students can start their trade certification process while still in high school.
By graduation, they not only earn a diploma but also a trade certificate, equipping them with both academic and practical skills. De Jong points out the significant advantage of this system. “This creates a foundation, where the world is their oyster,” he says.
In Canada, the average age for completing skilled trades is past 25 years old, leading to a period post-high school where many young people are “spinning around,” as de Jong describes it.
The German model, de Jong asserts, demonstrates the potential of integrating skilled trades education early in a student’s academic journey, ensuring by the time they finish high school, they are well-prepared to enter the workforce with valuable skills.
Mike Martens, president of the Independent Contractors and Businesses Association Alberta, concurs on the necessity of a paradigm shift.
“If you talk to any construction association or company, they’re all going to have the same answers: We need to raise awareness in kids in high school and even more so in junior high,” he explains.
Doucette agrees a shift is imperative, emphasizing the far reaching impact of competing with other high-education fields.
“It’s been in a slow and steady decline,” he says. “Most parents want their kids to go get an MBA or a doctorate, yet no one’s encouraging their kids to become a Gold Seal project manager or to become civil engineer or a project co-ordinator.”
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