When it comes to workforce development, Canadians are often told to “upskill” or “reskill” on their own. But is that fair? Governments and employers both shape the conditions for lifelong learning — and their choices determine whether workers thrive or struggle.
The Government’s Role
Policy and funding: Subsidies, grants, and tax incentives to make learning accessible.
Public infrastructure: Schools, colleges, and libraries that provide ongoing education.
Equity measures: Ensuring marginalized groups aren’t left behind in the digital economy.
Labour market forecasting: Anticipating skill shortages and preparing the workforce before crises hit.
Employers’ Role
On-the-job training: Investing in employees rather than treating skills as disposable.
Time flexibility: Allowing workers to learn without sacrificing income.
Recognition: Valuing non-traditional learning pathways, from micro-credentials to lived experience.
Retention strategy: Training as a way to keep employees engaged rather than cycling through layoffs and new hires.
Canadian Context
Patchwork approach: Different provinces and sectors support training unevenly.
Small businesses: Often lack resources to provide training, leaving workers unsupported.
Corporate responsibility: Some large employers have strong retraining programs, but many see it as optional.
Public-private partnerships: Initiatives like Future Skills Centre aim to bridge gaps, but impact varies.
The Tension
When both sides hesitate, the burden falls on workers themselves — often the least equipped to absorb the costs. The result is a cycle where those with privilege keep learning and advancing, while others get left behind.
The Bigger Picture
A future-ready Canada requires shared responsibility. Government can’t do it alone, and neither can employers. Lifelong learning must be seen as part of the social contract — not a perk, not an afterthought, but a core feature of a healthy society and economy.
The Question
Should Canada treat access to lifelong learning as a public right — and require employers to step up as active partners in that promise?
The Role of Government and Employers
Who’s Responsible for Lifelong Learning?
When it comes to workforce development, Canadians are often told to “upskill” or “reskill” on their own. But is that fair? Governments and employers both shape the conditions for lifelong learning — and their choices determine whether workers thrive or struggle.
The Government’s Role
Employers’ Role
Canadian Context
The Tension
When both sides hesitate, the burden falls on workers themselves — often the least equipped to absorb the costs. The result is a cycle where those with privilege keep learning and advancing, while others get left behind.
The Bigger Picture
A future-ready Canada requires shared responsibility. Government can’t do it alone, and neither can employers. Lifelong learning must be seen as part of the social contract — not a perk, not an afterthought, but a core feature of a healthy society and economy.
The Question
Should Canada treat access to lifelong learning as a public right — and require employers to step up as active partners in that promise?