‘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.

Music Go Round gears up for Canadian grand opening

Keith Dixon has fond memories of learning to play his sister’s guitar in 2005. Three years later, he acquired an axe of his own — a Gibson Les Paul with a cherry sunburst finish.

Increase in number of doctors is only a start

Manitoba posted a record increase of new physicians this past year, a development that deserves recognition.

Going with the flow: Molten master plan quickly bears fruit for dessert enterprise

On Sept. 13 and 14, Melted, a four-month-old enterprise that dishes out strawberries smothered in warm melted chocolate and assorted toppings, set up shop at the Allery, on the second level of The Forks Market.

Introduction to Michif — one word at a time

Before the wolf can howl, Norman Fleury says a Michif word: Ooyoowuk.

“Ooyoowuk,” Fleury repeats. Or, in English, “howl.”

Ooyoowuk is one of 70 words articulated by Fleury with an animation and English translation to match — all bundled into digital flashcards.

A group of Métis entrepreneurs unveiled their Michif flashcards this week. They join a swelling movement to revitalize the Métis language, which combines languages such as Cree and French.

Smash n Axe Arcade Disco opens in former Nor Villa Hotel banquet room on blueprint of nostalgia

The dream of the ‘90s is alive in North Kildonan, and it’s been given a 2025 twist.

Adam Dudek and Raj Maniar have fond memories of visiting arcades 30 years ago, playing games and seeing the designs on the carpets glow under black lights. So when they were decorating Smash n Axe Arcade Disco, the River East neighbourhood business they opened on Wednesday, they decided to give it a neon splash.

“We really wanted to bring people back in time and give them the feeling they had when they were a kid,” Dudek said.

Located in the basement of the Nor Villa Hotel (1763 Henderson Hwy.), Smash n Axe features more than 20 arcade games, including 11 pinball machines.

The big meaning behind micro-relationships, and why we should talk to strangers more

VANCOUVER - Psychology Prof. Gillian Sandstrom was a lonely graduate student in Toronto when she began what she calls "a tiny, tiny micro-relationship."

She and a woman who ran a hotdog stand on her way to university around 2007 would wave hello and smile at each other. Their interactions were so small that Sandstrom uses air quotes to even describe them as a "relationship."

And yet "it really meant something much bigger than it seemed like it should, and it made me feel like I belonged there," said Sandstrom.

"I felt very out of place and she, more than anyone else, is who made me feel OK, which was a bit puzzling."

A few Transit tweaks help, but aren’t a solution

Winnipeg Transit has made some adjustments to its overhauled route system, the first since the original summer rollout that has left many riders frustrated.

Early childhood educators give high marks to job satisfaction: poll

Despite eight in 10 early childhood educators reporting high levels of job satisfaction, many employers in the sector continue to struggle with staffing shortages.

The Manitoba Child Care Association has released the results of an online survey of its members that took place between Feb. 4 and 18.

Probe Research Inc. led the project — a decade after the Winnipeg-based polling firm conducted an initial workforce survey for the association.

This time around, 830 people, including front-line early childhood educators, centre directors and family child-care providers, submitted responses.

New St. B ER great, but where are all the doctors to staff it?

When governments announce a major hospital expansion, it’s usually billed as a silver bullet solution to long wait times and overcrowding.

The latest example is St. Boniface Hospital’s newly expanded and renovated emergency department, expected to open officially on Oct. 2. (It was supposed to open next week, but there’s been a delay).

On paper, it looks impressive: more treatment spaces, updated facilities, a modern design intended to improve patient experience.

Here’s the uncomfortable truth: the facelift won’t do much — if anything — to cut ER wait times. If history is any guide, the experience for patients at St. Boniface will look remarkably similar to what it’s been for years — hours-long waits, gurneys lined up in hallways and admitted patients languishing in the emergency department because there’s no staffed hospital bed to move them into.

‘Doggie dates’ give four-legged friends a break from shelter life

Whenever Kendra Drever has a day off or free time before class, she likes to go on a “doggie date.”

The 30-year-old Red River College Polytech student volunteers at the City of Winnipeg’s Animal Services Agency, which allows members of the public to take dogs who are up for adoption out for a walk in the community to get a break from the confines of the shelter.

“I love just getting to meet the dogs, seeing all their different personalities, taking them out and giving them new experiences and getting to relay some new information to the shelter,” Drever says.

Volunteers keep an eye on the dog’s behaviour during the dates, to give shelter staff intel that could be key to placing the dog in the right home, such as whether the animal is obedient while on a leash.

First Anishinaabe woman Bar Association president prioritizes mentorship, protecting the rule of law

In 1991, when Stacey Soldier was just 15 years old, Manitoba marked a watershed moment. After three years of hearings, the Aboriginal Justice Inquiry released its final report, a searing reckoning with how the province’s police and justice system had failed Indigenous people.

At home in Thompson, Soldier watched news of the inquiry unfold on TV. (“We were only allowed to watch the news in our house,” she says with a laugh.) The Anishinaabe teen was inspired to see an Indigenous judge, then-Justice Murray Sinclair, co-presiding over the proceedings, and was transfixed by the findings.

It felt “thrilling for justice,” she recalls. But it was also a stark lesson in the challenges her people faced to obtain it.

“One thing that the AJI made clear is that this is a system that wasn’t designed to help Indigenous communities and people in any way,” she says, chatting at her law firm Cochrane Sinclair’s Exchange District offices last week.