Directors Desk enters child care HR spotlight

A Manitoba company has released what is believed to be the first sector-specific human resources software for early learning centres and child care operations in Canada.

Province tabs $4.3M for programs to boost employment strategies for young Manitobans

It’s an ongoing cycle in Tasnim Aljoumah’s orbit: submit a stack of resumés, get a sprinkle of responses.

The 16-year-old hasn’t started job hunting yet, but she’s watched her friends’ disheartening results.

“It’s not as fun as it seems, and it’s definitely not as easy,” Tasnim, who’s finishing Grade 11, said Tuesday outside University of Winnipeg Collegiate.

She pondered the job market hours after Manitoba Premier Wab Kinew announced $4.3 million for two initiatives to boost youth employment.

Return to office mandate keys: clarity, consistency, consideration

A recent British Columbia Court of Appeal decision is prompting renewed conversation across Canada about remote work, employer authority and what happens when expectations about where work is performed are not clearly set out.

While the case itself is rooted in B.C., the implications are relevant for employers in Manitoba and elsewhere who are continuing to refine their return to office strategies in a post-COVID-19 pandemic world.

At the heart of the discussion is a simple but important question: if an employee was hired during a period when remote work was widely accepted or even standard, can an employer later require that employee to return to the workplace full time?

The court’s message, in essence, reinforces something many employment lawyers have been emphasizing since pandemic restrictions eased: remote work is not automatically a permanent entitlement.

SCO-led app Miikahnah Connect links Indigenous workers to labour demand

As Jay Sanderson turned to face his job site, evidence of his work stared back — plywood replacing windows at the former Hudson’s Bay Co. flagship store downtown.

Lately, he’s been in the basement.

He’s working with several First Nations members on the construction of Wehwehneh Bahgahkinahgohn, the Southern Chiefs’ Organization’s revamp of the old Bay site.

Construction on the facility — which will include housing and a childcare centre, among other things— is slated for another two-and-a-half years, according to SCO’s grand chief.

Manitoba makes strides on poverty, but EIA rates must increase: report

When Jayline Bursey gets her monthly Employment and Income Assistance cheque, it’s gone almost immediately.

Overcoming workplace conflicts, setting boundaries can create professional resilience

One of the clearest signs of professional maturity is the ability to continue working effectively with someone after a disagreement, misunderstanding or difficult chapter in the relationship.

Youth unemployment more than just an economic statistic

For many young Canadians, getting a first job is no longer a simple rite of passage. It has become a source of stress, frustration and uncertainty about the future.

Across Canada, teenagers and young adults are sending out resumés, applying online for hours at a time and following up with employers, only to hear nothing back. For students trying to save for tuition, get experience or simply gain independence, the struggle to find work is becoming increasingly discouraging.

Statistics Canada reported the national unemployment rate for youth ages 15 to 24 reached 14.3 per cent in April, far above the overall unemployment rate of 6.9 per cent. The youth unemployment rate remains significantly higher than the pre-COVID-19 pandemic average of 10.8 per cent.

Behind those numbers are young people who are eager to work but unable to gain a foothold in the labour market. Many employers continue to ask for experience even for entry-level positions, leaving students and recent grads trapped in a cycle where they cannot gain experience because nobody will hire them.

Small businesses’ capacity to hire youth being constrained: CFIB survey

TORONTO - A weaker economy and rising costs are leaving little room for small businesses to hire and train inexperienced youth, a new report suggests.

While small businesses remain the "training ground" for many young people entering the workforce, a survey by the Canadian Federation of Independent Business says small businesses are facing challenges from weak demand and rising payroll costs.

That's leaving many business owners with fewer resources to hire and train young workers.

"For many small businesses, taking a chance on someone with no experience, especially when training requires considerable time and effort, is simply not feasible in the current climate," the report said.

More time at work is not always more productive work

Canada’s productivity conversation has increasingly focused on a simple but important measure: output per hour worked. In other words, what are we actually producing for the time we are putting in?

Dozens protest outside legislature over expiring federal work permits

For three days, Harpreet Singh Sandhu has stood outside the Manitoba Legislative Building, calling for an extension of soon-to-expire federal work permits.

On schedule: provincial minimum wage to rise to $16.40/hr in October

Manitoba’s minimum wage is set to rise 40 cents in October, leaving labour and business advocates split on the benefit of continuing to tie the baseline to the rate of inflation as the cost of living grows.

The minimum wage will rise to $16.40 per hour from $16/hr on Oct. 1. (The provincial government is required to announce the incoming minimum wage by April 1 each year.)

Provincial legislation ties the mark to inflation — the 40-cent increase is in line with Manitoba’s 2.7 per cent inflation rate in 2025 — and in 2022, the former Progressive Conservative government amended the rules to allow minimum wage be boosted beyond inflation, but only if inflation exceeds five per cent.

However, that same legislation prevents the province from closing the gap between the minimum wage and the cost of living, said Manitoba Federation of Labour president Kevin Rebeck.

Provincial budget includes free transit passes for youths in Winnipeg, three other cities

Manitoba’s NDP government will make it more affordable for youths as young as 12 to get to school, jobs and activities with free transit passes.

Leadership advantage starts with listening

Leadership often involves making decisions with incomplete information, balancing operational demands with the needs of the people doing the work.

One of the most valuable skills a leader can develop is the ability to listen well and notice patterns in how employees are experiencing their work. Many leaders believe they are already doing this, but it is surprisingly easy for important signals to go unnoticed. Employees may be talking among themselves about frustrations, inefficiencies or small problems that slowly grow larger over time.

When leaders take the time to notice trends in employee satisfaction and respond thoughtfully, they make their own jobs easier in the long run.

The first step is simply paying attention to patterns rather than isolated comments.

‘A life-or-death program’: non-profit’s successful at-risk youth training awaits Ottawa funding decision

An inner-city non-profit that helps at-risk youth in Winnipeg has warned it will be forced to end an employment and training program March 31 unless government funding comes through.

A year of federal funding is set to run out for Resource Assistance for Youth’s Level Up! program, which has educated and secured work experience for more than 350 young people since 2020.

“We’re in that moment where no level of government has said, ‘We want to continue to support this going forward,’” said Kate Sjoberg, RaY’s executive director.

The paid training program involves six weeks of in-class learning and 12 weeks of work experience with a local employer. Participants also receive housing and mental-health and other supports.

International Women’s Day spotlight on invisible work

As I watch my daughter celebrate another birthday, I find myself thinking about work in a different way.

Not the headlines about promotions, pay gaps or glass ceilings (although those still matter), but about the quiet work that keeps organizations running. The work that rarely shows up on a resumé, that does not earn awards or headlines, but without which everything else starts to crumble.

In HR, I see it all the time. There are women in every organization who keep the gears turning, often without recognition. They remember everyone’s birthdays and make sure the new hire feels welcomed. They notice when tensions are brewing between colleagues and take small steps to prevent confrontation. They keep institutional memory alive, quietly teaching the new generation how things work, sharing lessons learned. They fix problems before anyone even notices there was an issue.

This is invisible labour, and it is work. Emotional labour, relational labour, the work that goes into making a workplace humane, functional, and often even enjoyable. It does not show up in org charts. It is rarely celebrated at awards banquets. And yet, it is the glue that keeps workplaces together.

Many Canadian women seeing limited pathways to promotions, according to study results

Many younger women in Canadian workplaces are facing career stagnation, according to new data, with a vast majority reporting no clear path to advancement and the need for upskilling.

Data from Fora: Network For Change, a nonprofit group focused on gender equity in the workforce, found that 93 per cent of Canadian women and gender-marginalized workers between the ages of 18 and 29 see no clear pathways to a promotion at their workplace. Additionally, 85 per cent said they do not feel professionally challenged or stimulated.

“These are the individuals that are being significantly impacted by the state of the economy, particularly around underemployment,” said Emma Asiedu-Akrofi, CEO of Fora.

According to Fora, the findings show that workforce participation rates alone do not comprehensively detail the health of the labour market for younger workers. Other preliminary findings showed that respondents expressed desires for career-specific training and mentorship, as well as referral pathways, clear advancement structures and living wages.

Burger King to bring AI-based voice coach to Canada later this year

When you stop at a Burger King later this year, staff may have an artificial intelligence-based coach in their ears.

Restaurant Brands International, the owner of the fast-food giant, revealed Thursday that it is bringing its new Patty tool to Canada in the second half of 2026.

Patty is a voice-based assistant which will be piped through the headsets Burger King staff wear, listening to their conversations and prodding them toward more attentive customer service and efficiency.

The tool will be able to remind employees how to make food orders and help them upsell customers.

Untapped workforce

When we think about hiring people with disabilities, the images that often come to mind are limited and old-fashioned. Some people still assume disability means only certain basic roles or supports.

That narrow view misses a more important truth: people with disabilities and neurodivergent professionals bring distinct strengths and capabilities that can enrich workplaces and contribute to innovation, performance and long-term success.

People with disabilities remain significantly underrepresented in the workforce.

According to Statistics Canada, the employment rate for Canadians with a disability was about 46 per cent in 2024, compared with 66 per cent for those without a disability — a gap that has stubbornly persisted over time. That means a large share of Canadians who could work do not have paid employment opportunities at the same rate as others.

Flexibility has become deal-breaker, not perk

There was a time when a flexible work arrangement was a bonus, something employees quietly hoped for once they’d survived probation.

A remote day here or there, the ability to adjust hours around a doctor’s appointment or the occasional work-from-home afternoon were all considered nice extras — perks that made a job feel a little more humane.

Fast forward to January 2026, and flexibility isn’t something workers merely appreciate. For many, it has become a core condition of employment — a deal-breaker if it’s removed or denied.

This shift is on full display this month as Ontario’s provincial government has begun implementing a policy that requires civil servants to return to the office full time. As of Jan. 5, nearly 60,000 public service employees who had been working remotely or in hybrid arrangements are being told to work in person five days a week.

Starting strong: building habits for great career, reputation in work world

Starting your first job is exciting and a little intimidating.

You’ve probably worked hard to get here through school, interviews and all the waiting that comes with trying to get a foot in the door. Now that you’re in, the next step is learning how to make the most of it.

What you do in these early months and years will shape your habits, reputation and the way people see you at work. It’s not just about doing your job well. It’s about learning how to show up, communicate and build relationships that make work easier and more rewarding for everyone involved.

The first and most important habit to develop is reliability. Employers and co-workers value someone they can count on more than almost anything else. Being reliable isn’t glamorous, but it’s powerful. Show up on time, meet deadlines and do what you say you will. If you realize you’re going to miss a deadline, let your supervisor know early and suggest a plan to get back on track.

Le pouvoir des rencontres

Depuis plusieurs années, Djehil Togoi, élève de 11e année au Collège Louis-Riel, s’investit dans le programme CanU, un projet caractérisé par ses offres de mentorat et son accompagnement éducatif destiné à soutenir la jeunesse manitobaine.

Pour Togoi, aussi appelé DJ, cette expérience est à la fois une occasion de créer des liens et de se rapprocher d’une communauté.

“Mon expérience CanU a été très enrichissante, explique-t-il. Chaque jour est une nouvelle expérience et chaque expérience m’apporte de nouveaux apprentissages. Je suis vraiment reconnaissant d’avoir découvert ce programme.”

Le 13 novembre, CanU organise le Gala Imagine Stories, une initiative annuelle visant à lever des fonds et à mettre à l’honneur la parole des jeunes. Comme l’explique Roger Berrington, fondateur de l’organisation, “ce gala permet aux élèves de raconter leur histoire mais aussi de montrer leur courage, et ces moments-là marquent leur vie et celle de ceux qui les entourent”. Cette année, l’événement se tiendra au Musée canadien pour les droits de la personne, un choix symbolique qui reflète les valeurs de l’organisation CanU.