•  39 per cent: Ability for my employer to provide a non- taxable, interest-free loan of up to $100,000 (43 per cent in 2014) •  38 per cent: Provide a tax credit for the costs incurred in travelling to a location in order to obtain employment (36 per cent in 2014) •  37 per cent: Allow me to write off mortgage interest for up to 24 months on the housing cost differ- ential between the home in the new location and current home (32 per cent in 2014) •  36 per cent: Allow a tax deduc- tion for duplicate housing costs to a maximum of $10,000 per year for up to two years (38 per cent in 2014) Understandably, what appeals to one demographic can hold less appeal for another. As such, the survey highlights how incentive needs vary between job sector, experience, gender, dependency status and home ownership. For instance, receiving tax deductions for the full cost of child and elder care was more often cited “highly important” by Canadians who have been at their current jobs for less than 10 years (46 per cent compared to nine per cent of those over 10 years). In another example, homeowners weigh the value of writing off mortgage interest on the cost differential between houses more than those who do not own a home. The biggest takeaway from this year’s survey is that Canadian workers are more open to inter- provincial relocation opportunities than they have been in the past, with young professionals leading the charge. Nevertheless, the need for strong financial incentives, and both housing and family support, remains as important as ever. You may read the full 2018 Provincial Mobility Survey report at www.cerc.ca/ page/2018MobilitySurvey 2018 PROVINCIAL CAREER MOBILITY SURVEY 32 PERSPECTIVES Fall 2018