Canadian Labor Market and Women Term Paper

Canadian Labor Market and Women
A look at how to increase women's access to higher paying work in Canada.
# 151403 | 1,300 words | 11 sources | APA | 2012 | CA

$19.95 Buy and instantly download this paper now


This paper examines the various barriers women face in accessing higher paying jobs in Canada, further suggesting ways to rectify this situation. First, the paper notes statistics about the current labor market in Canada and women's place in it. In particular, it cites the wage gap between women and men. Next, the paper addresses how women are marginalized in the workplace and in the unions that represent them. Various solutions are suggested to change these circumstances, such as training programs sponsored by the government. Additionally, the paper suggests that career counseling and student loans would be helpful for women trying to advance their careers. The paper concludes by stating that updated government and capital policies will enable women and other marginalized groups to achieve higher education, especially in new sectors, becoming regular productive members of the new labour market and increasing their human capital.

From the Paper:

"Women are increasingly unionizing highlighting job equity barriers. Although, the patriarchal structure limits their responsiveness to reduced training opportunities and other barriers in typically male dominated sectors. Apprenticeships for women continue to focus on food and service trades which are typically low-wage sectors. Women accounted for only 11% of completers of apprenticeship programs in both 2000 and 2007 (Statistics Canada, October 2009). Without increasing union support for women into the male dominated sectors, women continue to face barriers in gaining meaningful work in higher wage sectors.
"To allow marginalized workers, especially women, to move from unemployment to employment, all stakeholders need to seek active measures to remove these barriers. Increased employer training can be achieved through paid educational leaves, which is doubtful, or through a training tax. In Quebec, 1% of payroll is dedicated to training and employers receive a tax credit for investing in training. This directly benefits marginalized workers since the economic impact of financing training is borne by the tax account and the public purse is not affected (Critoph, 2003, p.112). This would directly foster a stronger connection to the labour market since increased training for better work, increasing worker human capital, would move this marginalized group out of low-wage jobs."

Sample of Sources Used:

  • Betcherman, G., McMullen, K., and Davidman, K. (1998). Training for the New Economy, Ottawa: Canadian Policy Research Networks.
  • Critoph, U. (2003). The Canadian Training System Study Guide, Alberta: Athabasca University
  • Flavelle, D., (2012). Three times more job hunters than vacancies: StatsCan. Retrieved on January 24, 2012 from
  • Jackson, N., & Jordan, S. (October 2000). Learning for Work: Contested Terrain?. Studies in the Education of Adults, 32(2), 195-211.
  • Klein, R. A. (1996). Training for What? A Critical Analysis of Provincial Initiatives to Foster Labour Force Attachment among Recipients of Social Assistance. Halifax: Fernwood Publishing.

Cite this Term Paper:

APA Format

Canadian Labor Market and Women (2012, June 10) Retrieved December 02, 2023, from

MLA Format

"Canadian Labor Market and Women" 10 June 2012. Web. 02 December. 2023. <>