The global pandemic upended child care in both the U.S. and Canada and continues to disrupt child care facility operations. This leaves working parents under greater strain than ever before. This barrier can lead to parents being kept out of the workforce, or they may choose to not have children, which further exacerbates the worker shortage. 

 

The elder population is growing rapidly, and it’s only going to accelerate. To add to this issue, there is a labor shortage in elder care professionals over the last couple of years. All of this forces many working-age adults to choose between caring for a loved one or going to work–that’s if they can afford care in the first place.

 

A business outlook can change by the day. As a result, a business that is eager to hire many new employees one day may rethink that the next, or due to rising costs they cannot afford to offer the salaries they were planning to pay. This confusion and uncertainty are frustrating for employers and even more so for employees.

 

The hot job market has led some workers to change jobs frequently and become known as “job hoppers” and may be seen as unreliable. In addition, having a criminal history has kept many capable individuals from being considered for positions–without looking into the nature and severity of the offense.

 

Many job seekers must be picky about job location–this is where transportation and geography become a barrier. Accessibility to public transit, commute distance limited by fuel and car maintenance costs, and having job openings in one region while the job seeker lives in another are great examples of the barriers that limit opportunities for some.

 

Many in the workforce grapple with complex health and disability issues that can keep them from working, and due to the global pandemic, health issues have been front and center. And it’s not just physical health that is the issue — mental health issues have been exacerbated by the pandemic, particularly for those who have experienced social isolation, job loss, or changes in relationships.

 

 

The way we communicate has changed significantly in recent years as the reliance on electronic communications continues to increase—and in-person, face-to-face communication is deprioritized. Communication preferences vary widely among people of different generations, which can create barriers for job seekers, such as employers making assumptions about applicants, and in turn, applicants feeling uncertain in the hiring process.

 

Expectations today are different than ever before–employees have realized that they can be pickier in the modern job market and have re-evaluated what they want in a job and how they balance their time. Employers are expected to treat employees well and pay attention to their individual needs, concerns, or values.

 

Wages have been rising, but prices have been rising faster. And when prices rise faster than wages, what you’re earning buys less and less. Those on the sidelines looking for reasons to go back to work may feel less motivated if the buying power of a potential paycheck is shrinking. The question that now arises is, “Why would I work now for less?”

 

Deeper Look into the Chasm

Dig deeper into the 10 barriers to employment—download the full

Great Divide White Paper!

U.S. White Paper


Canada White Paper

Roundtable Notes Template

This template was designed to help guide you through a roundtable session with your workforce to come to an understanding of what course of action is necessary to help close the gap.

Click the icon below to download a roundtable notes template and share it with your team, your department, or your entire organization!

Included are example survey questions to help get you started on creating a survey to send out to your team and receive quality feedback.