Staying Competitive in Tight Labour Market 

As labour shortages threaten the future of Canada’s manufacturing sector, one solution is emerging as both strategic and sustainable: building truly inclusive workplaces. 

With nearly a quarter of the manufacturing workforce expected to retire by 2030, attracting and retaining new talent is not just a priority—it’s a necessity. Employers are recognizing that cultivating inclusive workplaces isn’t just about doing the right thing; it’s also good for business. One clear opportunity lies in tapping into underrepresented talent—especially women in skilled trades. While recruitment campaigns have gained traction, retention remains an ongoing challenge. Many women still face barriers related to workplace culture, lack of representation, or limited support for advancement. 

In recent years, manufacturers across the country have been participating in new training opportunities that help build more respectful, equitable, and productive workplaces. One such initiative, the MEC Inclusive Workplace program, is quietly gaining traction within the industry. 

Developed in partnership with employers, industry associations, and subject matter experts, the training focuses on practical, real-world strategies for supporting inclusion and psychological safety on the shop floor and beyond. Unlike traditional HR compliance sessions, the Inclusive Workplace training is tailored to the unique realities of manufacturing environments—where production schedules, shift work, and team dynamics often create additional challenges. 

“It’s not about lectures or checklists,” said Susan McLachlan, Project Coordinator at EMC who was part of the training development and rollout. “It’s about equipping front-line supervisors, tradespeople, and managers with awareness, knowledge and tools to foster more collaborative and respectful teams.” 

Delivered through a combination of self-paced modules and live virtual sessions, the training explores topics like unconscious bias, inclusive leadership, and conflict resolution—all tailored to the realities of manufacturing. 

At the heart of the program is the Workplace Performance Project, where participants tackle real challenges or opportunities in their workplace. Using a structured problem-solving model, they create and test solutions—often resulting in measurable improvements in team dynamics, onboarding, or communication. Projects are presented in the final week, turning learning into action. 

These projects have tackled issues like improving communication, audits of personal protection equipment (PPE), and redesigning onboarding to better support diverse new hires—including women. 

Participants described the course as not only informative but transformational: 

“Overall, the course was very informative and helpful in assisting us with making a plan to attract and retain women workers in our workplace.” 

“The course was very informative about the barriers woman face as well as the 7 steps for solving problems.” 

“A key takeaway for me was awareness, awareness of mindset and my own unconscious bias.” 

For companies striving to meet both workforce and ESG (Environmental, Social, and Governance) goals, programs like MEC Inclusive Workplace provide a tangible and cost-effective path forward. The training is currently funded for eligible Canadian manufacturers, removing one of the most common barriers to participation. 

As interest in the program grows, the message is clear: inclusion is no longer an optional “nice to have”—it’s a critical component of workforce sustainability and business resilience. 

“This type of training isn’t only about today,” said McLachlan, “it’s about setting the foundation for the kind of industry we want to build for the future.” 

With funding available for eligible manufacturers, now is the time to build a more inclusive and resilient workplace. Visit https://emccanada.org/training/mec-inclusive-workplace to learn more or register for fall 2025 training.