www.ecao.org 12 O EHRC REPORT On April 11, 2019, Electricity Human Resour- ces Canada (EHRC) released its five-year Workforce in Motion: Labour Market Intel- ligence (LMI) study. New evidence projected to 2022 highlights workforce demographics and labour market changes in the context of a rapidly changing energy landscape. This report is a call to action with recommendations that will power human resource management plan- ning for Canada’s electricity sector’s labour force to address projected labour needs and navigate this complex and rapidly changing industry environment. The electricity sector in Canada proudly employs 106,575 utility workers across mul- tiple occupations.1 Developing a pipeline of skilled labour to ensure an adequate pool of trained and experienced workers for both today and tomorrow is critical to ensuring the long- term stability of Canada’s electricity supply. Canadian investments in the electricity sector are growing, concentrated largely in renewable energy generation – energy policies are going green in keeping with Canada’s commitment under the 2015 Paris Agreement to reduce greenhouse gas emissions by 30 percent below 2005 levels by 2030. Powerful forces are reshaping the electricity sector with new technologies changing the way we generate, store and distribute energy 1  Statistics Canada. 2016 Census of the Population: Catalogue no. 98-400-X2016295. Electricity Human Resources Canada Releases Labour Market Intelligence Report and inspect and monitor assets. Increasingly, the sector must support the demand and impact of electric vehicles (EVs) and other smart appliances on the grid, as well as identify and mitigate cyber threats. Key findings include: Labour Demand •  20,500 new employees will be needed by 2022, equivalent to 20 per cent of the labour force – 86 per cent to replace retiring employ- ees, 14 per cent to meet expansion demand. Companies need younger, more diverse employees •  Today’s labour force includes just five per cent under the age of 25, 26 per cent women, five per cent Indigenous people, and three per cent persons with disabilities. What occupations are facing skills shortages, and will be most difficult to hire in 2022? •  Power systems operators, power station oper- ators, power systems electricians, electrical mechanics and most information and com- munications occupations are listed among the labour gaps identified. Workers will need different training and skills •  Cross-training between disciplines will be required, with the skills to handle both legacy systems and cutting-edge technologies. •  Industry must continue to collaborate with educators and government to address the skills required for this sector by working with training institutions to adapt curricula and supporting work- integrated learning programs to develop professional and non-technical skills in new graduates. •  There must be increased efforts toward standardization of college programs to reduce highly variable requirements and create a common set of national educations standards, in particular for the technologist and technician professional. “As the green economy reshapes Canada’s electricity sector, we need the most up-to- date labour market information to ensure the Canadian workforce is prepared,” stated The Honourable Patty Hajdu, Minister of Employment, Workforce Development and Labour. “This report identifies what jobs will be available in the coming years and outlines the skills Canadians will need to get those good quality jobs in this sector.” Electricity Human Resources Canada (EHRC) is a national, not-for-profit organization that researches human resources challenges and opportunities in the electricity sector – and develops the tools to address them. To find out more, visit www.electricityhr.ca .