2025- 2026 Local Labour Market Plan

2025 – 2026 Local Labour Market Plan

By Petrusia Hontar, Bashir Adeyemo, Angelique Guerard · February 2025

Acknowledgment

This report was written by Petrusia Hontar, Executive Director at EMO WPDB, with the support of Bashir Adeyemo, Labour Market Research Lead at EMO WPDB and Angelique Guerard, Communications Officer at EMO WPDB. Please do not hesitate to contact the authors at petrusia@workforcedevelopment.ca, bashir@workforcedevelopment.ca, or angelique@workforcedevelopment.ca, if you have questions regarding the LLMP.

© February 2025

“The material presented in this report is by the EMO WPDB and draws information from a variety of sources considered reliable. We make no representation or warranty, expressed or implied, as to its accuracy or completeness. In providing this material, the EMO WPDB doesn’t assume any responsibility or liability.”

The views expressed in this document do not necessarily reflect those of the Government of Canada and the Government of Ontario.

Explore updates on our projects, access past reports, or dive into our data visualization tools at:

www.workforcedevelopment.ca

Glossary of Terms

Geography

County
An administrative region called an upper-tier municipality, comprising member lower-tier municipalities:

• Elgin County: Town of Aylmer, Municipality of Bayham, Township of Malahide, Municipality of Central Elgin, Township of Southwold, Municipality of Dutton/Dunwich, Municipality of West Elgin.
• Middlesex County: Township of Adelaide Metcalfe, Township of Lucan Biddulph, Municipality of Middlesex Centre, Municipality of North Middlesex, Municipality of Southwest Middlesex, Municipality of Strathroy-Caradoc, Municipality of Thames Centre, Village of Newbury.
• Oxford County: Township of Blandford-Blenheim, Township of East Zorra-Tavistock, Township of Norwich, Township of South-West Oxford, Township of Zorra, Town of Ingersoll, Town of Tillsonburg, City of Woodstock.

Census Subdivision (CSD)
Lower-tier and single-tier municipalities. When available, data for the City of London is used.

Census Division (CD)
Geographic regions combining upper-tier and single-tier municipalities:

• Elgin CD: Elgin County municipalities and the City of St. Thomas.
• Oxford CD: Oxford County.
• Middlesex CD: Middlesex County and the City of London.

Within Middlesex CD, there are Indigenous communities, specifically the Chippewas of the Thames First Nation, Oneida Nation of the Thames, and Munsee-Delaware Nation. However, the Chippewas of the Thames First Nation and Oneida Nation of the Thames did not grant permission for the census to be conducted on their territories. As a result, census data does not reflect the Indigenous population from these two communities.

Census Metropolitan Area (CMA)
A population centre combining adjacent municipalities with a total population above 100,000:

• London CMA: City of London, City of St. Thomas, Township of Adelaide Metcalfe, Municipality of Middlesex Centre, Municipality of Strathroy-Caradoc, Municipality of Thames Centre, Municipality of Central Elgin, Township of Southwold.

Economic Region (ER)
A geographic grouping of Census Divisions:

• London Economic Region: Includes Elgin CD, Middlesex CD, and Oxford CD.

Notes on Data Usage
When available and appropriate, Middlesex County and City of London data are separated. This is done by removing London CSD data from Middlesex CD data to ensure rural perspectives are not diluted by urban centre statistics. However, CSD data is unavailable for most datasets.

Labour Force Age Clusters

Working age, workforce population (15–64 years old)
Includes individuals within the 15 to 64 age bracket who can participate in the labour force.

Youth (15–24 years old)
Comprises individuals between 15 and 24 years old who are more likely to be actively attending school and newly entering the workforce, often with limited work experience.

Core workforce (25–54 years old)
Considered the prime working-age group, this cohort has high levels of labour force engagement and is accumulating substantial work experience.

Pre-retirement workforce (55–64 years old)
Includes individuals who have gathered significant experience in specific or multiple fields and are approaching retirement. Some may be considering career changes or phased retirement options.

Older workforce (65+ years old)
Includes individuals who continue to work beyond traditional retirement age, often due to financial necessity or personal preference.

About EMO WPDB

The Elgin Middlesex Oxford Workforce Planning and Development Board (EMOWPDB) is one of 25 independent, non-governmental organizations across Ontario, funded by the Ministry of Labour, Immigration, Training and Skills Development. EMO WPDB was established in 1997 to identify local labour market issues in the London Economic Region and undertake projects or support partnerships that help address local employment needs.

A volunteer Board of Directors comprises business and labour representatives from across the region. Members represent different Census Divisions and sectors, ensuring that the work of EMO WPDB reflects the realities of the community.

Process of the Report

The Local Labour Market Report is prepared annually to provide an overview of the current labour market and contains information on employment conditions. Local intelligence is gathered through surveys and consultations with employers and community stakeholders, an analysis of local reemployment statistics, and collaboration with local employment agencies, as well as regional and municipal governments.

Data sources in the report include: 2016 and 2021 Census, Labour Force Survey, EmployerOne 2024 Results, Canadian Business Counts, and other Statistics Canada and IRCC data. When possible and appropriate, data is presented at varying geographic levels and time periods based on availability.

The data used in the report reflects the most recent information available. Time comparisons reflect a five-year period—when 2023 data is available, changes are compared to 2018; if 2024 data is used, it is compared to 2019. Data projections extend to 2030.

Community Strategic Priorities, 2024 Updates

In 2022, community consultations across the London Economic Region (LER) led to the development of the Community Action Plan for 2022–2025. The plan unifies the efforts of various workforce stakeholders and service providers in the region. The priority areas outlined in the plan are not solely the responsibility of the Elgin Middlesex Oxford Workforce Planning and Development Board (EMO WPDB) but serve as a guide for workforce-adjacent agencies and committees.

The priority areas were defined as:

1. Training for In-Demand Skills and Occupations
2. Enhancing Regional Workforce Efficiency and Service Delivery Using Labour Market Information
3. Workforce Attraction, Recruitment, and Retention
4. Develop Workforce Support Services
5. Support SMEs and Job Creation
6. Expand Service Outreach in the Community
7. Improve Business Networking
8. Address Barriers to Labour Market Entry

The following activities were undertaken to address these priority areas. The reported activities do not encompass the entire scope of workforce development efforts in the region but highlight key updates achieved in 2024.

Training for In-Demand Skills and Occupations

Skills for Success continued to serve clients through local Literacy and Basic Skills Programs

The Don Crich Skilled Trades Accelerator is a newly established resource located at Fanshawe College’s main campus to support skilled trade and apprenticeship programming.

MLITSD’s Level Up Conference was held in London with support from OYAP and STO. Several interest holders participated in this event alongside employers to ensure that youth had the information they needed to consider when pursuing a career in the trades.

Technically Training Group attract youth into welding training with a parallel connection to Employment Services.

Youth Opportunities Unlimited provided training and wage subsidies to businesses willing to hire youth with barriers to employment.

Enhancing Regional Workforce Efficiency and Service Delivery Using Labour Market Information

EMO WPDB shared the EmployerOne 2024 Survey results with the community including a custom report on Not-for-profit experiences in partnership with Pillar. The results from EOS 2023 and 2024 were added to the website’s visualization

WorkinMiddlesex.com launched an apprenticeship platform and has begun promoting and building awareness of the platform.

The EMO WPDB worked with the SSM to develop LMI training for the LRES network of employment services programs.

Workforce Attraction, Recruitment and Retention

WILL Employment Solutions’ Newcomer Talent Retention Network (NTRN) project wrapped up in March 2024. It focused on improving newcomer retention in regional workplaces by providing employers with resources, tools, and expert support to implement best practices for immigrant success. Key areas of focus included inclusive onboarding, HR support, work eligibility rules, intercultural competency training, diversity, equity, and inclusion (DEI), and access to settlement services.

Oxford Community Employment Services works with employers to establish baseline skill sets and requisite skills and then trains job seekers to match or exceed requirements. Most of the activities within this program are tied to workforce attraction.

WOWC’s Western Ontario Workforce Strategy is working to improve workforce retention and expansion in the rural communities of LER and the surrounding region.

LRES actively engages employers, interest holders and sectors at a system and program level. This work will continue to expand as integrated employment services move into year two.

Develop and Enhance Workforce Support Services

WOWC and SCOR EDC have continued their advocacy on rural transportation at ROMA and AMO. WOWC also advocated for rural engagement on topics like transportation, long-term care, and childcare.

Middlesex County Connect and the Inter-Community Transit Services are coming to the end of services, but the program will be extended with reserve funds. There is a five-year funding application submitted and an approved evaluation study has been funded.

The Elgin St. Thomas Poverty Coalition engages employers in Elgin and St. Thomas about living wage. The wage was updated to $19.50 for LER in 2024. EMOWPDB included living wage in the EmployerOne Survey to collect local information and generate conversations.

A local discrimination reporting and support system is in the early stages of development in partnership with United Way Elgin Middlesex, St. Thomas Elgin Local Immigration Partnership, London Middlesex Local Immigration Partnership and partners in Huron County. The City of London launched StopTolerHating website with resources and a directory or reporting and crisis helplines.

Support SMEs and Job Creation

EMO WPDB produced three of four Beam on Green reports highlighting key aspects of the green economy, including emerging jobs, sector trends, employer needs, and new businesses. The topics were Renewable Energy, Green Vehicle Manufacturing and Waste Management and Recycling, the Green Building and Construction report will be launched in 2025.

Literacy Link South Central (LLSC) provides briefings and information to Fanshawe and Western to inform programming.

LLSC launched Step Up and Succeed, a resource for local employers that take on apprentices. EMO WPDB along with community partners held Embrace Skilled Trades, an event that informs SMEs of the available resources and support to hire apprentices.

Expand Service Outreach in the Community

LRES as the SSM provides employment services across the region at 45 locations to ease the distance job seekers need to travel to access services. Additionally, they actively engage employers at a system and program level.

Oxford CES have and continue to run extensive multi-channel campaigns that are always adaptable to economic shifts and skill and workforce analytics. They also focus on engaging non-participating potential job seekers that engage older workers.

The Work in Middlesex platform is the hub for promotion of the County’s employment services and supports, launching two specific campaigns in 2024. The 50 Jobs in Middlesex video highlights local employers and the Middlesex at Work series highlights youth employment in the region.

Oxford CES local businesses – success stories are often integrated into our social media campaigns and WIO offers employers the opportunity to profile their unique attributes, differentiate themselves from the competition and attract talent that resonates with the employer focus and vision.

Improve Business Networking

Improving access to the internet in rural regions is addressed through local collaborations. SWIFT 1.0 is now complete, surpassing its targets to expand internet connectivity in rural communities. SWIFT 2.0 has been funded and will continue its work in some of the hardest-to-reach areas in the region.

London Small Business Centre has been working for years compiling a comprehensive list of available resources for local entrepreneurs. Similar efforts have been mirrored in Strathroy, St. Thomas, Aylmer, Tillsonburg, Ingersoll, and Woodstock.

The Young Entrepreneurs Initiative of St. Thomas and Elgin has been growing its network and collaborating with other community supports to increase their impact on participants. This group provides peer-to-peer support and unique educational events that meet their members’ needs.

In late 2023 LEDC released Employment Prospect reports showing that close to 40,000 workers will be needed to address growth, change, and retirements in London’s key sectors: Information Technology, Health, Advanced Manufacturing (including Food Processing) and Construction sectors from 2023-2031. These reports identified projected numbers required by occupation, the likely source and mix of talent (new graduates, immigrants, and others) and some of the key considerations that require attention in ensuring this supply. This data is helpful for individuals making career choices, program development, and a variety of community initiatives among other uses. In 2024, over 1,500 individuals have been directly introduced to these reports, informing career choices, funding proposals, new program development, and policy development.

Address Barriers to Labour Market Entry

LRES has worked to build partnerships to better support job seekers from equity-denied groups, including understanding gaps and challenges.

Youth Opportunities Unlimited provided youth with access to Chromebooks to search and apply for jobs as well as complete workplace training and licenses.

Population and Demographic Trends

Population Trends by Year

In 2023, nearly 800,000 people lived in the London Economic Region (LER), according to Statistics Canada population estimates. The region experienced 10.4% growth over five years from 2019, surpassing Canada’s growth of 6.6% and Ontario’s growth of 7.1%.

All three counties in the LER exceeded provincial and national averages, with Middlesex County leading at 11.0%, followed by Oxford County (10.1%) and Elgin County (7.5%).

Historical Growth Trends

The population of the LER has steadily increased over the past 20 years. From 2003 to 2015, annual growth remained modest, staying below 1%. Growth accelerated to 1–2% annually from 2015 to 2021. In 2023, growth peaked at 3.4%, marking the highest annual increase in two decades.

Median Age

The population growth in the London Economic Region (LER) has contributed to a modest decrease in the median age, from 39.8 years in 2019 to 38.8 years in 2023. This decline outpaces changes at the national and provincial levels. Canada’s median age decreased by 0.1 years, from 40.7 to 40.6. Ontario’s median age decreased by 0.5 years, from 40.5 to 40.0.

The median age serves as a key indicator of a community’s economic viability. A younger median age often reflects a larger active workforce and/or a growing population poised to enter the workforce, both of which are essential for sustained economic growth and vitality.

Population by Age

Age pyramids are a valuable tool for understanding the composition of the current and future workforce. A narrowing base of the pyramid signals a declining birth rate—a trend evident in Canada, where fertility rates have fallen year over year. By 2024, the fertility rate reached 1.26 children per woman, the lowest for the second consecutive year, placing Canada among the “lowest-low” fertility countries.

From 2023 to 2030, LER is expected to see minimal overall change in population composition. However, Elgin and Oxford Census Divisions project a shrinking under-five age cohort, while Middlesex shows a modest increase.

The Working Age Population (15–64) shows an initial decrease followed by a rebound, potentially due to economic migration—workers leaving the region early in their careers and returning later. There is a notable increase in the 20–24 age cohort highlighting opportunities to engage young workers entering the workforce.

The older age cohorts are experiencing significant growth, driven by longer life expectancy and the attraction of older or retired workers. Elgin County stands out with a columnar-shaped pyramid and the largest age group in the 50–64 range, emphasizing its aging population.

By analyzing these trends, the LER can better plan for workforce development, services for an aging population, and strategies to address declining birth rates. Age pyramids remain a critical tool for understanding and adapting to these demographic shifts.

Migration

Migration is the primary driver of population growth in the London Economic Region (LER). According to tax filer data, the region experienced a net migration increase of 20,633 people in 2022, accounting for 91.4% of the total population change during that period. The reliance on migration ¹ for population growth is even more pronounced at the Census Division level. In Oxford, Migration accounted for 97.6% of population growth.

In Elgin, the largest migration gains are seen in the 25–44 age group, reflecting an influx of working-age individuals. Modest increases are observed in the 18–24 age group, although Elgin County experiences a net out-migration in this cohort.

¹ Migration accounts for individuals who moved from another census division in the province, from another province, or outside of Canada.

Net positive in-migration occurs when more people settle in a region than leave it. For the London CMA and the Ingersoll, Tillsonburg, and Woodstock CAs, this trend typically involves movement within Ontario rather than from other provinces. This suggests that the region has an opportunity to enhance its recognition across Canada to attract more residents.

Top 10 Places in Canada Outside of LER With Positive Net Migration – London CMA

Top 10 Places in Canada Outside of LER With Positive Net Migration – Ingersoll, Tillsonburg, Woodstock CAs

Net negative in-migration occurs when more people leave a region than settle. For the London CMA and the Ingersoll, Tillsonburg, and Woodstock CAs, this trend often involves movement to smaller communities rather than larger CMAs and CAs, with a greater proportion of migration directed toward other provinces. This highlights the importance of smaller communities to individuals in the LER.

Top 10 Places in Canada Outside of LER for Negative Net Migration – London CMA

Top 10 Places in Canada Outside of LER for Negative Net Migration – Ingersoll, Tillsonburg, Woodstock CA

Migration trends underscore the importance of attracting and retaining individuals, particularly in key working-age groups. Understanding these dynamics is critical for planning workforce development, housing, and community services.

Immigration – Permanent Residents

Migration into the London Economic Region (LER) consists of both domestic movement within Canada and the immigration of permanent residents (PRs) from outside the country.

Direct immigration into the region has increased in recent years, accounting for 25.8% of total migration in 2022. This includes individuals who name the region as their intended settlement destination upon arrival in Canada.

Direct immigration is most prevalent in Middlesex, representing 30.8% of total migration in 2022, largely due to London, a major Canadian city that attracts newcomers. In Elgin, immigration accounts for 8.2% of migration, reflecting a smaller share of international arrivals. Similarly, in Oxford immigration contributes 8.3% of migration, highlighting its more domestic-focused population growth.

The growing role of direct immigration, particularly in Middlesex and specifically in London, highlights the region’s strong appeal to newcomers. In contrast, the smaller shares of immigration in Elgin and Oxford CD suggest opportunities to enhance their attractiveness to immigrants.

Looking ahead, changes to Canada’s target immigrant admissions starting in 2025 may significantly impact the number of immigrants settling in the region. A potential decrease in admissions could affect Middlesex’s ability to sustain its current growth and further challenge Elgin and Oxford counties in attracting newcomers.

Immigration – Temporary Residents

Temporary migrants, while not included in taxfiler migration figures, have a significant impact on the London Economic Region (LER). Temporary residents (TRs) arrive under various programs, including the Temporary Foreign Worker Program (TFWP), which addresses labour shortages; the International Mobility Program (IMP), which allows temporary workers with fewer restrictions; and Study Permits, which are granted to individuals who come to study and may later apply for work permits.

The number of TR permits granted in the region has steadily increased, driven primarily by Middlesex County, particularly the City of London. In 2022, the total number of temporary residents across these programs in LER reached 24,455. Temporary residents play a vital role in the region’s workforce and educational institutions, particularly in Middlesex, highlighting their growing importance to the local economy and demographic landscape.

It should also be noted that some temporary residents (TRs) receive visas for more than a year. In the case of Study Permits, subsequent work permits can also be granted under the program, significantly increasing the number of TRs residing in the London Economic Region (LER) to 63,730 people in 2022.

The composition of temporary residents by program varies across Census Divisions (CD) within LER. In Elgin CD, TRs are typically from the Temporary Foreign Worker Program (TFWP). Oxford CD has TRs from both the International Mobility Program (IMP) and the TFWP. In Middlesex County, there are comparatively fewer TRs from the TFWP and IMP, but a large and steadily growing representation from the Study Permit (SP) program, including post-graduate work permits.

In 2024, the Federal Government made significant changes to the temporary resident immigration programs across all streams. These changes are expected to have notable impacts on labour force participation, as well as on retail sectors, which may experience shrinking demand as a result.

Between 2017 and 2022, the number of tax filers in the London Economic Region (LER) increased by 59,180 people (12%), reaching a total of 570,870 tax filers. An analysis of the composition of tax filers reveals that the proportion of tax filers in income cohorts of $50,000 and less decreased, while the proportion of those in income cohorts above $50,000 increased. Despite this shift, the largest income cohort, representing 34% of all tax filers, remains in the $25,000 to $50,000 range. The top income bracket of $150,000+ represents just 1.5% of all tax filers in the region.

Between 2017 and 2022, the median income in the region rose by 17%, from $33,260 to $38,830. However, all communities in the region lagged behind the 21% rise in median income experienced across Canada during the same period. Only Oxford had a 2022 median income higher than the national average, despite Elgin, Oxford, and Middlesex having a higher median income in 2017.

The median income increase in the region slightly outpaced inflation. All Census Divisions in LER saw an increase in median income, with Elgin experiencing the largest increase, while the City of London saw the smallest change and continues to have the lowest median income in the region.

(outpacing inflation slightly Salary vs Inflation Calculator (2024) – LARi.ca)

Median Total After-Tax Income

Examining tax filers by age reveals some interesting trends. The largest age cohort of tax filers is in the 65+ age group, representing 24.0% of the region’s total. This cohort spans all income brackets but is particularly dominant in the $200,000+ income bracket, where they account for 46.6% of tax filers.

Taxfilers and Dependents by Age Group

Meanwhile, the under-24 age cohort is primarily represented in the lower income brackets, with 94% of this age group earning under $50,000. The 25 to 34 and 45 to 54-year age cohorts show a steady increase in representation across all income brackets.

At the Census Division level, a decrease in income earners making under $25,000 is observed in Elgin, Oxford, and Middlesex (excluding the City of London). The City of London saw a slight increase in tax filers in the lowest under $10,000 category, while the $10,000 to $25,000 cohort saw a decrease. The City of London experienced the greatest growth in total tax filers, with an increase of 12%, slightly higher than the growth in the counties.

Although Elgin and the City of London saw a decrease in the proportion of tax filers in the $10,000 to $25,000 range, the proportion remains higher than the national average. Compared to Canada, all three CD’s and the City of London have a lower proportion of income earners making over $150,000.

Tax Filers by Income Cohort

Elgin

Oxford

Middlesex County

City of London

Source: Taxfiler Table I-7C – Individual data – Taxfilers and dependents with income by after-tax income, 2022, 2017.  Taxfiler (database). Community Data Program (distributor). Last updated August 16, 2024. Comunitydata.ca (accessed December 10, 2024)

Workforce Trends

The workforce population is defined as the population that is legally eligible to work. In Canada, this includes individuals over the age of 15. Those who are actively looking for work or currently employed are considered part of the labour force. After the age of 65, individuals who are eligible may begin receiving their Canadian pension, and some choose to retire and exit the labour force. However, they are still included in the workforce population (15+) counts.

LER Annual Labour Force Statistics, 2024

According to Statistics Canada’s annual Labour Force Survey, the number of people participating in the LER labour force increased by 3.8%, from 413,800 in 2023 to 429,700 in 2024. However, the growth in the 15+ population outpaced the growth in the labour force, resulting in a 0.1% drop in the participation rate. Over the past five years, the labour force has increased by 18.3%, from 363,300 in 2019. During this same period, the 15+ population grew by 11.6%, and the participation rate dropped by 3.6 percentage points. This long-term decline suggests that fewer people are actively seeking employment, possibly due to an aging population or a shift in attitudes toward work, with some individuals choosing to retire earlier or remain out of the workforce.

The unemployment rate increased by 0.9 percentage points, from 5.4% in 2023 to 6.3% in 2024. This is a notable rise, especially when considering the increase in the labour force and employment. The fact that more people are seeking work but not finding it may indicate a tightening labour market or a mismatch between available jobs and job seekers’ skills.

Employment increased by 2.9% from 2023 to 2024, which is slightly lower than the 3.8% increase in the labour force. This suggests that while more people are entering the labour force, the growth in employment is not keeping pace. This could indicate challenges in job creation or a higher number of people entering the labour market who are unable to find work.

Individuals Not in Labour Force increased by 4.0% in 2024, with a total of 232,000 people not actively participating in the labour force. While this is a relatively small increase, it’s notable because it suggests that some individuals may be exiting the labour force, possibly due to retirement, discouragement from not finding work, or other factors.

These trends may signal a need for targeted strategies to improve job creation and reduce barriers to employment, especially as the population grows and ages.

Education

Educational attainment has a clear impact on labour force status in the LER. Individuals with a secondary school diploma or equivalent represent the largest cohort in the region, making up 29% of the 15+ population. However, this group also has the highest proportion of individuals not participating in the labour market, with 40.4% (or 68,285 individuals) not engaged in work or seeking employment.

On the other hand, individuals with a bachelor’s degree or higher are the most likely to participate in the labour force, with a participation rate of 74.6%. College graduates follow closely, with a participation rate of 72.2%.

When examining the 25 to 54-year and 55 to 65-year age cohorts, the participation rates for individuals with apprenticeships, college, and university degrees converge, indicating similar labour force engagement across these educational groups. However, in the 65+ cohort, University graduates have the highest participation rate, while Apprentices have the lowest participation among the three groups.

Labour Force Characteristics by Educational Attainment – London Economic Region, Census 2021

Workforce Breakdown by Demographic Characteristics

Age Group

Between 2019 and 2023, the workforce population of the London Economic Region (LER) grew by 10.2%. The most significant growth was observed in the older workforce (aged 65+, growing by 14.8%) and the core workforce (aged 25 to 54, growing by 14.1%). The population growth was led by Middlesex (with a 10.8% increase), followed by Oxford (with a 9.9% increase), while Elgin experienced the least growth at 7.3%.

Overall, the workforce age composition in LER mirrors Canada’s, though LER has a larger youth workforce (with an index of 1.06). When it comes to older workers, 21.8% of LER’s workforce is aged 65 or older, which is slightly lower than the Canadian proportion (index 0.98). However, Elgin (index 1.11) and Oxford (index 1.01) have higher proportions of older workers compared to the national average.

Age Cohort Breakdown

Although the older workforce (aged 65+) represents 21.8% of the LER workforce, only 15% of this group participated in the labour force in 2021, which is slightly lower than Canada’s rate of 15.8%. Additionally, this group had an unemployment rate of 12%, which is slightly higher than the region’s overall rate of 11.8%.

Conversely, the pre-retirement workforce (aged 55 to 64) had a 65% participation rate, representing nearly 63,000 people who may be preparing to retire.

The youth workforce (aged 15 to 24) has an unemployment rate that is twice as high as the regional average, and it performs worse than the Canadian rate.

Labour Force Characteristics by Age Group

Gender

Similar to Canada, the London Economic Region (LER) has a slightly higher proportion of women in the workforce compared to men. Between 2019 and 2023, the male workforce population (men+) increased by 11.6%, outpacing the female workforce population (women+), which grew by 9.7%. This growth has helped close the gender gap in the region’s workforce. Overall, the proportion of women in the LER workforce is slightly higher than that of Canada, with an index of 1.01.

Workforce Breakdown by Gender

Although women make up 50.4% of the region’s workforce, only 58.0% were participating in the labour force in 2021, which is slightly lower than the Canadian rate of 59.4%. Additionally, the unemployment rate for women in LER was 13%, higher than the region’s overall unemployment rate of 11.8%. In contrast, the male workforce had a 67.4% participation rate and a 10.8% unemployment rate.

Labour Force Characteristics by Gender

Population Groups

Selected population groups have been identified as priorities for workforce integration support by the province or region. While additional groups may be considered priorities by specific service partners, they are not included in this overview. It is important to note that there may be overlap among these population groups. Therefore, the numbers presented cannot be summed and should be evaluated independently.

Population Groups – 2021 Workforce

² Indigenous – Refers to individuals who identify as First Nations (North American Indian), Métis, and/or Inuk (Inuit), as defined by the Canadian Constitution and recognized under the Indigenous population categories.

³ Racialized – Refers to individuals who identify with a racial or population group other than white, often used to describe groups experiencing systemic racial discrimination.

⁴ Immigrants – Refers to individuals who were born outside of Canada without Canadian citizenship and have immigrated as permanent residents and/or subsequently acquired Canadian citizenship.

⁵ Newcomers – Refers to immigrants who have been living in Canada for five years or less, a term often used in settlement services and immigration contexts.

⁶ Francophone – Refers to individuals who identify French as their first official language spoken, mother tongue, language most often spoken at home, or a combination of these factors.

Indigenous Population

In 2021, the census reported that 13,545 people aged 15+ with an Indigenous identity were living in the London Economic Region (LER), representing 2.3% of the total population. This marks a 19.1% increase from the previous census in 2016.

It is important to note that there were enumeration issues during the census, as permission was not granted to conduct the census on two local reserves. As a result, the figures may not fully represent the Indigenous population on reserves within the region. However, the census data includes Indigenous Peoples living off-reserve in LER, contributing to the reported population figures.

Racialized Population

Between 2016 and 2021, the London Economic Region (LER) saw a significant increase in the racialized workforce population, with 64.7% growth. All counties in the region experienced growth in this demographic, with Oxford seeing the largest increase at 160.5%, followed by Elgin with an 80% increase. However, the proportion of racialized individuals in the region remains significantly smaller compared to Canada, with an index of 0.72. Elgin (index = 0.17) has the smallest proportion, followed by Oxford (index = 0.28) and Middlesex (index = 0.93).

Racialized Individuals by Group

Immigrants

Between 2016 and 2021, the immigrant population in the London Economic Region (LER) increased by 83.1%, while the number of newcomers grew by 65.8%. The faster growth of immigrants compared to newcomers is attributed to secondary migration into the region.

Despite this growth, both immigrants (index = 0.87) and newcomers (index = 0.86) remain proportionally smaller in LER compared to Canada. Middlesex County has immigration levels comparable to the national average (index = 1.01), while Elgin County (index = 0.58) and Oxford County (index = 0.52) show much lower representation.

Despite historically lower migration, immigrants now represent a significant portion of the workforce in LER, comprising 23.1% of the workforce.

With significant overall growth despite lower historic migration, immigrants are an important workforce population group as they represent 23.1% of the LER workforce.

Francophones

In 2024, Immigration, Refugees and Citizenship Canada (IRCC) designated the City of London as one of the new Francophone communities joining the 14 communities in the initiative. While there are cuts to overall immigration estimates, Francophone immigration continues to be a priority in the country and is expected to increase annually.

Between 2016 and 2021, the Francophone⁷ population in LER increased by 15.8% to 11,190 people.

⁷ People are considered francophone if they indicated they selected French as their first official language, mother tongue, or language spoken most often at home.

Labour Force Characteristics

Labour Force Characteristics by Population Groups, 2021

Examining the labour force statistics of these three groups and comparing them to LER and Canada provides some useful insights.

The participation rate of Indigenous Peoples in the LER workforce is 60.1%, slightly higher than the national average of 59.5% but lower than LER’s overall participation rate. Additionally, the unemployment rate for Indigenous Peoples in LER (17.0%) is notably higher than both the regional (11.8%) and national (15.1%) averages, suggesting that Indigenous Peoples may face greater barriers to employment.

Immigrants in LER have a participation rate of 54.9%, which is significantly lower than the national average of 62.4%. The unemployment rate for immigrants in LER is 12.7%, higher than the national rate of 11.2%. This indicates that while the immigrant population is growing, they may face challenges in securing employment in the region.

Racialized individuals in LER have a higher participation rate (65.0%) compared to both Indigenous Peoples and immigrants, though it is still lower than the national average (68.0%). Meanwhile, the unemployment rate for racialized individuals in LER is 15.0%, higher than the regional average of 11.8% and the national average of 12.5%, suggesting that racialized individuals may also face employment challenges.

Immigrant Participation by Age Cohort and Census Division

Examining immigrant participation rates by county and age cohort provides more insight into the 8.8% variance in LER.

In the youth workforce (15 to 24 years), Elgin County has an immigrant participation rate of 58%, slightly lower than the regional average of 60.3%. Middlesex County has a significantly lower participation rate of 48.1%, while Oxford County stands out with a higher rate of 67%, surpassing the regional average. This indicates that participation is higher in Oxford and lower in Middlesex compared to the overall region.

For the core workforce (25 to 54 years), Elgin County’s immigrant participation rate is 78.6%, below the regional average of 85.6%. Middlesex County has a participation rate of 77.8%, also lower than the regional average, while Oxford County has a participation rate of 82.4%, slightly below the regional average. This shows that all counties, except Oxford, have lower participation rates compared to the region in this age group.

In the pre-retirement workforce (55 to 64 years), participation rates are relatively consistent across the counties, with Elgin County at 66.2%, Oxford County at 64.1%, and Middlesex County at 66.5%. These rates are very close to the regional average of 66.1%, indicating little variance in participation in this age group.

For the older workforce (65+ years), immigrant participation is low across all counties and the region. Elgin, Oxford, and Middlesex counties all have a participation rate of 12.9%, below the regional average of 15.8%. This is consistent with the general trend of low participation among older workers, who are more likely to retire.

Labour Force Characteristics for Immigrant Population by Age Cohort – 2021

In the Labour Force

Participation Rate

Employment by Industry

The distribution of employment across industries provides valuable insight into the economic landscape of the LER region. Using the 2-digit NAICS (North American Industry Classification System)⁸, the top industries employing the largest number of workers were identified as follows:

• Healthcare – 60,200 workers
• Wholesale and Retail Trade – 52,400 workers
• Manufacturing – 55,100 workers
• Construction – 34,800 workers
• Educational Services – 28,000 workers
• Finance, Insurance, and Real Estate – 27,100 workers
• Professional, Scientific, and Technical Services – 26,800 workers

Using location quotient (LQ) indexing to compare the proportion of workers locally to Canada, LER has a regionally specific Agriculture and Manufacturing sector.

⁸ NAICS refers to the North American Industry Classification System

LER Employment by Industry NAICS-2, 2018, 2023

Between 2018 and 2023, LER experienced an overall employment growth of 14.3%. This growth was driven by significant expansions in key industries, including Agriculture, which grew by 71.9%; Professional, Scientific, and Technical Services, which expanded by 53.1%; and Public Administration, which increased by 48.9%. The Health Care and Social Assistance sector also saw substantial workforce growth, with an increase of 11,700 people.

Despite overall growth, some industries experienced declines during this period. Other Services contracted by 10.2%, Accommodation and Food Services decreased by 8.8%, and Wholesale and Retail Trade shrank by 6.6%.

This data underscores the dynamic nature of the LER region’s economic landscape, with significant growth in certain sectors offset by challenges in others.

Employment by Occupation

Using the 1-digit NOC, the top occupations in LER were:

• Sales and service occupations, except management with 80,400 workers
• Trades, transport, and equipment operators and related occupations with 65,500 workers
• Business, finance, and administration occupations with 58,800 workers

Using location quotient (LQ) indexing to compare the proportion of workers locally to Canada, LER has a regionally specific manufacturing occupations group.

LER Employment by Occupation NOC, 2018, 2023

Between 2018 and 2023, LER experienced notable growth in several occupational groups. Management occupations increased by 69.9%, Natural and Applied Sciences and Related Occupations grew by 42.3%, and Health Occupations expanded by 37.9%. However, some occupations saw declines during this period, with Sales and Service Occupations decreasing by 5.3% and Manufacturing and Utilities Occupations contracting by 8%.

Job Postings

A large count of jobs can indicate occupation growth or churn. Job posting data does not account for posts that result in multiple hires, and therefore, rate data skews toward occupations that are more likely to have unique posts. There were 45,355 unique job postings in 2024 in LER, a 2.7% increase from 2023.

Sales and service occupations (NOC 6) had the greatest concentration of posts in the top 25 and overall.

Highest Growth Occupations:

• Managers in food services (+39.4%)
• Service supervisors (+30.0%)
• Automotive service technicians (+24.1%)

Biggest Declines:

• Human resources and business service professionals (-12.6%)
• Transport truck and transit drivers (-11.2%)
• Longshore workers and material handlers (-10.9%)

Top 25 Job Postings for 2024 by NOC-4 by Number of Posts and Wages

The three occupation categories with the highest number of job postings had a median annual income below the overall median income for all job postings ($58,119). Additionally, 18 of the top 25 occupations offered incomes below this median, accounting for 74% of the jobs among the top postings.

Industry Trends

Business Counts by Size

The data highlights significant growth in business activity in the London Economic Region, particularly among businesses without employees and large employers. The number of businesses without employees increased by 24%, rising from 45,914 to 56,907. Among businesses with employees, the Business Counts data for June 2024 reveals a total of 22,470 businesses in the London Economic Region, reflecting a 10% overall increase and an addition of 1,955 businesses compared to 2019.

Within the category of businesses with employees, 54.5% are classified as micro-businesses with 1-4 employees, which experienced a 13% increase. Small businesses, with 5-99 employees, account for 43.2% of the total. Medium businesses, employing 100-499 people, make up 2.0%, while large businesses with 500 or more employees constitute 0.3%. Notably, large employers experienced the most substantial growth, with a 41% increase, representing the addition of 20 new employers.

This data underscores the robust expansion of business activity in the region, particularly among the smallest and largest employers.

Business Counts by Firm Size, LER

When examining the census divisions within the London Economic Region, the growth in businesses varied significantly. The City of London experienced the largest increase in businesses without employees, rising by 29%, while Elgin County recorded the lowest increase at 15%.
For businesses with employees, Oxford led the growth with an 18% increase, followed by Middlesex County at 15%. Elgin and the City of London both saw lower increases than the regional average, with growth rates of 9% and 2%, respectively.
Elgin experienced the most significant growth in large employers, with a 67% increase, followed by Middlesex County at 50%. Middlesex County also recorded a notable 19% increase in medium-sized employers, highlighting its strong performance in this category.

Business Counts by Firm Size

Elgin

Oxford

Middlesex without London

London

Business Counts by Industry

The overall increase in businesses in the London Economic Region masks notable variations across industries. Goods-producing sectors experienced a modest growth of 6%, while service-producing sectors saw a more robust increase of 10.7%.
Among the industries, transportation and warehousing showed the most significant growth, with a 66.4% increase, adding 707 businesses. Public administration also expanded substantially, growing by 31% with the addition of 13 new businesses.
In contrast, some industries experienced declines. The management of companies and enterprises sector shrank by 15.7%, losing 16 businesses. Similarly, the region’s two smallest industries contracted, with utilities declining by 10% (a loss of 2 companies) and mining, quarrying, and oil and gas extraction shrinking by 12.8% (losing 4 businesses).
These trends highlight the uneven growth across sectors, with notable gains in transportation and warehousing and challenges in smaller and specialized industries.

Business Counts by Industry (NAICS-2), with Employees, LER

The business landscape in the London Economic Region reveals diverse trends across different business sizes and industries over the past five years.

Micro Businesses

Micro-businesses have generally experienced sustained growth, driven primarily by the Transportation and Warehousing industry, which saw consistent increases before, during, and after the pandemic. The Construction and Healthcare and Social Assistance industries also exhibited mild but steady growth during this period. However, the Agriculture, Forestry, Fishing, and Hunting industry experienced a notable decline, with business counts dropping by nearly 10% in 2022 compared to 2019, and the sector has yet to recover.

Small Businesses

Small businesses initially experienced a dip in 2022 but rebounded strongly in 2023, exceeding pre-pandemic levels. The Healthcare and Social Assistance industry played a significant role in this recovery, showing the highest increases in both absolute numbers and percentage growth. While no major losses were observed for this category, minor declines occurred in the Transportation and Warehousing and Real Estate and Rental and Leasing industries.

Medium Businesses

The number of medium-sized businesses (100-499 employees) declined by 20 between 2020 and 2021 but rebounded in 2022 and surged by 5.9% (+25 businesses) in 2023 compared to pre-pandemic levels. Since then, the total has remained steady. Medium businesses in the Construction industry faced a temporary loss of two companies in 2020 but quickly rebounded with new entries, ultimately exceeding pre-pandemic levels. Industries such as Real Estate and Rental and Leasing, as well as Accommodation and Food Services, demonstrated consistent growth with marginal increases. However, the Management of Companies and Enterprises and Administrative and Support, Waste Management, and Remediation Services industries showed significant declines, with the latter losing five medium-sized businesses between 2023 and 2024.

Large Businesses

Large businesses experienced remarkable growth, with a 37% increase in 2024 compared to 2019, despite the pandemic causing a loss of five employers in 2021. The Manufacturing industry led this growth by adding six large businesses over five years, followed by the Healthcare and Social Assistance and Construction industries, which each added at least three large businesses. Notably, the Professional, Scientific, and Technical Services industry doubled its number of large businesses during this period. However, the Accommodation and Food Services industry faced significant challenges, losing three major employers in 2020, leaving only one large employer in this sector by 2024.

These trends highlight the resilience and adaptability of businesses in the region, with strong recoveries in most sectors and notable growth in key industries, despite challenges faced during the pandemic.

Businesses without Employees in the London Economic Region

Businesses without employees in the London Economic Region exhibited similar patterns of variation across industries as those with employees. The overall 24% increase in businesses without employees was driven by a 13.3% rise in goods-producing sectors and a 28.1% increase in service-producing sectors.
The Transportation and Warehousing industry experienced the most significant growth, adding 2,007 businesses, a remarkable 75% increase. Real Estate and Rental and Leasing also saw substantial expansion, with a 43.2% rise, adding 4,333 enterprises.
In contrast, some industries faced declines. Public administration recorded the largest proportional decrease, shrinking by 42.9% with the loss of 3 businesses. The Management of Companies and Enterprises sector also contracted significantly, losing 60 businesses, a 12.3% decline.
These trends reflect both the dynamic growth in certain industries and the challenges faced by others, emphasizing the diverse trajectories of business activity within the region.

Community Engagement Insights

EmployerOne

Employers in the London Economic Region have consistently emphasized, over the past decade, that the shortage of relevant talent in the candidate pool is the biggest challenge plaguing their workforce. The yearly Employer One Survey has been used to assess employer perceptions and realities about various workforce issues, and it has consistently revealed that the quality of available workers remains one of the toughest challenges. Over the past three years, only about three in ten employers rated the availability of qualified workers as either “Good” or “Excellent.”

The survey, which includes close to 400 employers annually across multiple sectors of the London Economic Region’s economy, has consistently shown that an overwhelming majority of employers engage in hiring activity each year. However, more than half of all separations reported in the most recent survey were due to employees quitting for several reasons, including better remuneration. Employers have also faced challenges with hard-to-fill positions, particularly in highly skilled and trade occupations, with some roles remaining vacant for months or even years.

Employers have repeatedly stated their preference for word-of-mouth recruitment through personal contacts as their primary hiring method. This indicates that employers favor candidates who have demonstrated their abilities through contacts familiar to the employer, rather than those without such connections.

Regarding talent sourcing, more than 90%of employers indicated that they primarily hire all of their workforce locally within the London Economic Region. The second most common source of talent was from outside the London Economic Region but within Canada. While some employers reported hiring employees from abroad, this number remains minimal.

Efforts toward continuous training and professional development are integral to maintaining a thriving workforce. More than four in five employers who participated in the 2024 Employer One Survey indicated that they provided or supported professional development or training opportunities for their employees. Furthermore, half of these employers either fully or partially funded these professional development or training activities.

Apart from the highly competitive labour demand environment, which some employers have identified as a significant challenge hindering their ability to hire ideal candidates, other pressures, such as anticipated retirements, are compounding the problem. A recent focus group discussion facilitated by the Institutional Research unit of Fanshawe College and the London Economic Development Corporation engaged sector leaders on various labour market push-and-pull factors.

The resulting report⁹ highlighted that retirements are expected to be the largest contributor to job openings between 2023 and 2031 across four in-demand sectors: Health, Advanced Manufacturing, Construction, and Information Technology. The top occupations projected for retirement and subsequent job openings include:

• Transport truck drivers: 1,737 projected retirements
• Nurse aides, orderlies, and patient service associates: 1,068 projected retirements
• Registered nurses and registered psychiatric nurses: 910 projected retirements
• Construction millwrights and industrial mechanics: 634 projected retirements
• Home building and renovation managers: 586 projected retirements

⁹  Employment Prospects 2023-31 Outlook for the London Economic Region

Consultations
Employment Ontario Programs
Employment Ontario Programs are the suite of programs funded by the Ontario Ministry of Labour, Immigration, Training and Skills Development (MLITSD) to support improved employment outcomes, including:
• Literacy and Basic Skills
• Apprenticeship (APPR)
• Employment Services (ES)
• Ontario Employment Assistance Program (OEAS)
• Canada-Ontario Jobs Grant (COJG)
• Better Jobs Ontario (BJO)
• Youth Jobs Connection (YJC)
• Youth Jobs Connection – Summer (YJC-S)

The data for this section comes from the Employment Ontario Information System – Case Management System (EOIS-CaMS) and the EOIS Apprenticeship Application. Data counts lower than 10 have been suppressed for confidentiality.

The annual change in client enrolment highlights growth or decline across programs. Negative data points indicate lower enrolment compared to the previous year, while positive data points signify growth. APPR is the only program to experience consistent, albeit modest, growth from 2019–20 to 2023–24.

In 2020–21, enrolment in ES, LBS, YJC, and OEAS decreased due to COVID-19, while APPR and BJO saw growth. YJC rebounded in 2021–22 but has since tapered off. LBS has fluctuated between growth and decline, whereas ES began modest growth in 2022–23 and continues to increase. Conversely, OEAS enrolment has declined over the past two years.

Literacy and Basic Skills
Literacy and Basic Skills (LBS) Services help adults develop and apply foundational skills like communication, numeracy, interpersonal, and digital skills to support their transition to employment, apprenticeship, secondary or post-secondary education, and increased independence. In 2023–2024, the program served 2,299 unique clients, comprising 1,641 new learners and 658 carry-over learners. Notably, the number of new clients has surpassed pre-COVID levels, while carry-over clients have decreased.

The program operates through three main access points: community colleges, school boards, and community agencies. Community colleges are the largest providers, serving 60% of clients, followed by school boards at 23% and community agencies at 17%. At the county level, service distribution varies significantly. School board services are more prevalent in Middlesex-London (35%) compared to Oxford (11%) and Elgin-St. Thomas (5%). Conversely, community agencies play a larger role in Elgin-St. Thomas (30%) and Oxford (29%) than in London (17%).

The educational background of LBS clients reflects diverse needs, with 64% having completed secondary school or less, while 35% have higher education. Regarding demographics, 53% of clients are female, 45% male, 1% transgender, and 1% undisclosed. Male enrolment has increased at a higher rate, narrowing the gender gap. Among designated groups, 25% of clients disclosed a disability, 14% identified as newcomers, 8% as racialized, and 6% as Indigenous.

The age distribution of clients highlights that the 16–44 age group represents 46% of all learners. Although all age groups saw increased enrolment, the 65+ cohort, which accounts for 5% of clients, nearly doubled from the previous year. Notably, 60% of clients in this age group are from Oxford County.

LBS learners pursue a range of goals. Employment remains the most common goal, cited by 34% of clients, marking a 90% increase from the previous year. Post-secondary education, the second most common goal at 29%, experienced a slight decline (-6%). Secondary school credit (13%) saw an 18% increase, while independence (13%) rose significantly by 66%. Apprenticeship (10%) declined by 24%.

These trends underscore the critical role of LBS services in addressing the varied needs of individuals across different demographics, educational backgrounds, and geographic areas within the region.

Apprenticeship

Apprenticeship (APPR) programs combine on-the-job and in-school training for employment in a skilled trade to support their successful certification into their trade of choice.

In LER, there has been a steady increase in Active Apprentices over the years, reaching 5284 in the 2023-2024 year. Despite the overall growth, there was a 6% decrease in new registrants over the previous year.

Due to the nature of the program, Apprenticeship participants have lower overall educational attainment than other EO programs. In the region 78% have completed their secondary education while the remaining 22% have less than grade 12.

There was a 9% drop in male participants from the previous year, however they account for 81% of all new participants. Meanwhile, female participants account for 18% of the new registrants but their registration increased 13% from the previous year. Individuals that identified as other represent the remaining 1% of the program participants.

New apprenticeship registrants had a low disclosure of representation in designated groups.  Racialized participants represented 3%, Francophone 2%, Indigenous 1%, and persons with disabilities 1%.

Participants in the program were primarily 15-24 years (53%), 25-44 (43%), with a small portion in the 45-64 year range (4%).

Apprentices are registered in 23 programs, 44% are in the construction sector (Electrician, construction craft worker, and plumber), 21% in Motive power sector (Automotive service technicians, and truck and coach technicians), 21% in service sector (horticulture technicians, hairstylists, and child development workers), and 15% in industrial sector (millwrights and industrial electricians).

Employment Services
Employment Services (ES) offers a range of resources, supports, and service components to respond to the career and employment needs of individuals on a path to higher skill training and employment, as well as the skilled labour needs of employers.

There have been large system changes to the Employment Services program through the formation of the London Regional Employment Services. 2023–2024 represents the first year with these changes in place for LER.

In LER, ES served 6,740 unique clients in 2023–2024, a modest 4.8% increase. As expected, most were unemployed (83.9%). 13.3% of the clients were employed; under-employed (4.3%), part-time (4.1%), full-time (4.0%), and 1% were self-employed. Finally, 2.8% were students, with 2.2% full-time and 0.6% part-time.

Most clients (58.8%) had a source of income. The largest group (25.1%) received support from Ontario Works (OW), an increase of 19.3% from the previous year. 4.2% were recipients of Ontario Disability Support Program (ODSP), and 1.1% were dependants of someone receiving OW or ODSP. There were also 7.4% of clients receiving EI.

The largest client age cohort are the 25–44-year-olds (48%), and this group saw a modest increase from the previous year. The 45–64-year-olds were the second largest cohort (27%); however, their participation shrank from the previous year. Although the 15–24-year cohort (23%) was just over a quarter of the clients, this group grew by 25% from the previous year. The 65+ cohort was the smallest (2%), shrinking by 14% from the previous year.

Males represent 52.1% of the clients, increasing by 10% from the previous year. Females shrank by 2% and represent 46.5% of the clients. Trans and Other clients represent 1%.

The largest client age cohort are the 25–44-year-olds (48%), and this group saw a modest increase from the previous year. The 45–64-year-olds were the second largest cohort (27%); however, their participation shrank from the previous year. Although the 15–24-year cohort (23%) was just over a quarter of the clients, this group grew by 25% from the previous year. The 65+ cohort was the smallest (2%), shrinking by 14% from the previous year.

Males represent 52.1% of the clients, increasing by 10% from the previous year. Females shrank by 2% and represent 46.5% of the clients. Trans and Other clients represent 1%.

Employment service clients identified with a variety of designated groups. Almost a quarter of the clients (23%) disclosed disabilities, and 1% disclosed they were deaf. Another 23% were internationally trained, and 22% were newcomers. A modest 9% of clients were racialized, 4% Indigenous, and 2% Francophone.

Almost half (48.6%) of the ES clients completed secondary school or less, increasing by 7.8% from the previous year. Clients with less than grade 12 had the largest growth, at 13.4% from the previous year. Individuals with a certificate/degree represented 22.1% of the clients, and individuals with applied/associate/bachelor degrees represented 16.4% of the clients. Apprentices were the smallest group, representing 1% of the clients.

Ontario Employment Assistance Program

In LER, OEAS served 603 clients, falling by 35.6% from the previous year and sinking below the 2020–2021 levels.

The 25–44 age group remains the largest client group, despite a 37.7% decrease. There were no clients in the 65+ age group. There are slightly more males accessing the program; however, their participation dropped quicker than the female participation, moving access closer to gender parity.

Most (74.5%) of the OEAS clients had a source of income. Almost half (48.8%) accessed ODSP, 11.1% accessed OW, 3.1% received EI, and 7.2% were employed.

Many (71.5%) of the clients identified as persons with disabilities, and 3% identified as deaf. Another 10.3% identified as racialized, 3.6% as Indigenous, and 3.5% as newcomers.

Better Jobs Ontario

Better Jobs Ontario (BJO), formerly called Second Career, is an application-based grant program to support unemployed individuals who have been laid off or come from low-income households to access vocational skills training.

In LER, there has been upward trend in BJO registration over the years reaching 201 registrants in 2023-2024. There was a 21.1% increase in program participants from the previous years’ enrollment.

The growth in the program is due to an increase in male enrolment. Male participants represent 64.5% of the clients in 2023–2024, whereas in 2018 they were 48.6%.

This program was developed to re-skill individuals, and clients are primarily in the 25–44 year range. However, 7% of the clients were in the 15–24 age cohort, the second occurrence in 6 years. There were no clients in the 65+ age cohort over the past 6 years.

BJO clients have a range of educational attainment. The largest group (32%) has a secondary education, while 41% have post-secondary education or higher. This is in line with the program design.

As expected, 39% of participants had no income source, 27% received income from OW, and 26% were on EI. The remaining 9% received income from other sources. There is a shifting trend in the length of time out of work. In 2023–2024, there were more clients unemployed for 12 months (26%) than under 3 months (19%). This is the first time this group was not the largest. There was also an increase in clients out of work for an unknown amount of time (21%).

Youth Jobs Connection

Youth Jobs Connection (YJC) and Youth Jobs Connection – Summer (YJC-S) programs provide intensive supports like pre-employment training, placements, mentorship, and work or education supports for youth with complex barriers to employment. The 2023–24 year was the final year the program will be offered.

In LER, the YJC and YJC-S have been shrinking, with 316 in the YJC and 235 in YJC-S. This program is for youth, and the YJC has 15% of the participants in the “over-24 years” category, while all others are in the 15–24-year group. There is an even split between male and female participants.

Both streams of the program had representation from designated groups. The YJC program included people with disabilities (46%), racialized individuals (15%), newcomers (11%), and Indigenous participants (5%). The YJC-S program included racialized individuals (37%), people with disabilities (29%), newcomers (22%), and Francophone participants (9%).

Canada-Ontario Jobs Grant

Canada-Ontario Jobs Grant (COJG) is a program that provides financial investment to businesses of all sizes for workforce training.

Community Strategic Priorities Recommended Actions

The recommended actions build on the previous Strategic Plan and are updated to reflect progress and changes in the region. The actions are meant to guide the work of local workforce interest holders, including but not limited to: Employment Ontario programs, Economic Development Offices, Chambers of Commerce, Small Business Centres, School Boards and Academic Institutions, Municipalities, and local government.

Apprenticeship and Skilled Trades Development

• Highlight and promote apprenticeship opportunities for individuals considering careers in skilled trades.
• Create and promote regional hubs for apprenticeship registrations.
• Create experiential learning programs to reduce the time between application and placement (e.g., SAO, SDF, Pre-Apprenticeship, Micro-credentials).
• Advocate for the assessment and redesign of skilled trades educational programs (e.g., admission criteria, journey-person-to-apprentice ratios).

Workforce Engagement and Development

• Increase local awareness of regional labour market needs for in-demand skills and occupations, labour supply-demand balance by industry, barriers to employment, and workforce outcomes.
• Increase the number of job fairs and community networking events.
• Improve dissemination of labour market information to equity-seeking groups.
• Develop marketing strategies to re-engage unemployed individuals with employment services.
• Develop educational and professional training programs for in-demand skills and occupations (e.g., cybersecurity, IT, digital literacy).
• Increase access to upskilling, including soft skills, digital literacy, numeracy, conflict resolution, problem-solving, and critical thinking.
• Develop transportation solutions for rural communities to improve access to jobs and services.

Supporting Youth and Vulnerable Populations

• Create targeted initiatives to re-engage older workers (e.g., part-time roles, mentoring, consulting).
• Generate innovative ways to connect with youth (e.g., hands-on training, summer jobs, robotics challenges).
• Promote and enhance youth services that connect young people with the labour market.
• Improve access to digital literacy programs and internet tools that support vulnerable populations.
• Engage equity-seeking groups (e.g., Indigenous, visible minorities, women, youth) in workforce development projects.
• Offer multi-language employment services to support diverse populations.

Equity, Inclusion, and Advocacy

• Engage landlords and employers in discussions on anti-discrimination practices.
• Develop a platform for workers to report workplace discrimination.
• Advocate for increased access to translation and interpretation services at regional employment service providers.
• Advocate for reduced processing times for temporary foreign workers.
• Advocate for living wages, benefits, and pension programs, incentivizing participation through recognized badges (e.g., Better Business Bureau, working wage employer).
• Advocate for fair access to housing and jobs, free of discrimination.

Labour Market Research and Employer Engagement

• Engage employers, industry groups, and professional associations to review and align hiring criteria with needs and remove unnecessary barriers in job postings (e.g., high school diploma or minimum experience requirements).
• Develop and promote attraction, recruitment, and retention best practices by industry, using successful regional examples.
• Engage employers in offering upskilling opportunities to improve retention.
• Collaborate with placement agencies to strengthen links between job seekers and employers.

Economic Development and Entrepreneurship

• Develop a centralized hub for services and funding resources for regional entrepreneurs.
• Organize and increase the impact of business networking activities.
• Showcase local business successes and highlight local strengths like local suppliers and other workforce strategies.
• Continue the expansion of internet connectivity in rural areas.