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Training in Canada's nonprofit sector was examined through a review of data from Canada's Workplace and Employer Survey, which collected data from a nationally representative sample of Canadian workplaces and paid employees in those workplaces. Overall, 61% of employees in nonprofit organizations considered a postsecondary credential necessary to do their job (versus 36% of employees in the for-profit sector and 70% in the quango sector, which was defined as nonprofit organizations in "quasi-public" industries). About half of employers in the nonprofit and for-profit sectors reported increases in skill requirements since beginning their current jobs. Employers in all three sectors rated the importance of increasing employee skills highly. Nonprofit organizations were more likely to provide training for their employees than for-profit organizations were. Training in the for-profit sector was more likely to consist of on-the-job training. Women and employees aged 35 or older in the nonprofit and quango sectors were much more likely than their for-profit counterparts to have received training in the previous year. Thirty-six percent of employees in the nonprofit sector and 38% in the quango sector stated that they received too little training for the demands of their job (versus only 27% of employees in the for-profit sector). (Twenty-five tables/figures are included. The bibliography lists 21 references.) (MN)

Men's and women's quality of work in the new Canadian economy was examined. The two data sources used were the 2000 Changing Employment Relationships Survey (CERS), which consisted of telephone interviews of 2,500 currently employed Canadian residents aged 18 or older, and the 2000 General Social Survey (GSS), which examined access to and use of computer technologies in Canada and included telephone interviews of 25,090 Canadians aged 15 or older. Men and women expressed similar levels (70-75%) of desire for interesting work and a sense of accomplishment. Women and men with no postsecondary education placed greater priority on job security, pay, and benefits than did individuals with higher levels of educational attainment. Employees without a high school education--especially women--also placed a high value on communication and collegial relations in the workplace. Among university graduates, female employees were far more likely than males to place a high value on respect, commitment, communications, and workplace relations. Women accounted for 42% of high-intensity computer users and 52% of moderate-intensity users. The study showed striking changes in the labor market role of college-educated women but little change in the role of women with a high school education or less. (Twenty-five tables/figures/boxes are included. Fourteen tables are appended. The bibliography lists 75 references.) (MN)

The quality of jobs in nonprofit organizations in Canada was examined through a review of data from Canada's Workplace and Employer Survey, which collected data from a nationally representative sample of Canadian workplaces and paid employees in those workplaces. Key findings of the analysis were as follows: (1) overall, compared to the for-profit sector and nonprofit organizations in "quasi-public" industries (termed the "quango sector"), the nonprofit sector employs larger proportions of workers on a temporary or part-time basis; (2) average hourly earnings of managers, professionals, and technical/trades workers in the nonprofit sector lag behind those of their counterparts in the for-profit and quango sectors; (3) only a minority of non-profit employers offer benefits such as medical insurance; (4) approximately two-thirds of employees of non-profits reported that they were satisfied with both their job and overall pay and benefits, which was similar to the percentage in the quango sector and slightly lower than that in the for-profit sector; (5) only 63% of nonprofit sector employees over age 45 were satisfied with both their pay and benefits compared with 75% of employers over age 45 in the for-profit sector; and (6) many paid employees in the nonprofit sector were women with postsecondary credentials. (Thirty-one tables/charts are included. The bibliography lists 43 references.) (MN)

The issue of increasing productivity was examined from an interdisciplinary perspective focusing on the impact of workplace practices on various productivity-related outcomes. First, the following methodological issues were discussed: defining workplace practices that affect productivity; linking employer behavior and organizational performance; dealing with the complexity of interrelated factors; reverse causality; bias from selection into the program; bias from the research and publication process; biases from reverting to normal; the Hawthorne effect; and short-run versus long-run effects. Next, the impacts of the following workplace practices on productivity were analyzed with consideration for those methodological issues: job design; employee involvement; compensation; alternative work time arrangements; training; diversity management; and workplace well-being programs. Most of those workplace practices had positive effects on employees, which in turn positively affected firm performance, productivity, and competitiveness. Success of the workplace practices was enhanced when they were combined in clusters, integrated to fit overall corporate strategy, and supported by managers, supervisors, and unions. The analysis identified 11 barriers to adoption and diffusion of "best" workplace practices, including the following: managerial resistance, employee resistance, union resistance, legislative barriers, short-term focus, workplace practices as a source of competitive advantage, barriers to cooperative actions, and externalities and the fact that trained employees may be lured away by other companies. (Contains 433 references.) (MN)

In Canada and elsewhere, the shift from more horizontal models of governance and toward a more organized, diverse, and empowered civil society has sparked renewed interest in citizen involvement. The various dimensions of citizen involvement in policy processes are as follows: (1) mobilizing interest; (2) claims making; (3) knowledge acquisition; (4) spanning and bridging; (5) convening and deliberating; (6) community capacity building; (7) analysis and synthesis; and (8) transparency and feedback. These dimensions play various roles in the following stages of the policy process: (1) problem identification; (1) priority setting; (3) policy formation and design; (4) passage of policy instruments; (5) implementation; and (6) evaluation. An analysis of the adequacy of Canada's existing political institutions in providing for the dimensions of citizen involvement in each of these stages reveals that those institutions are not assuming as effective a part in citizen involvement as they might. Possible types of reforms to address this problem are as follows: (1) improving existing institutions and processes and developing institutionalized mechanisms for funding citizen involvement; (2) creating a new institution for citizen engagement, such as a civic forum; (3) changing culture within government; and (4) investing in civil society, including by promoting strong associational networks and supporting capacity building in voluntary organizations. (Contains 100 references.) (MN)

Canadians' employment and working patterns were examined by analyzing the 1998 survey called New Approaches to Lifelong Learning and other recent surveys by Statistics Canada. "Work" was defined as comprising household labor, community volunteer activities, and paid employment, and "learning" was defined as comprising informal learning activities, initial formal schooling, and adult education courses and programs. The data indicated that Canadian adults generally spent as much time in unpaid household and community work as in paid employment. Canadians were extensively involved in learning throughout their lives. According to their self-reports, Canadian adults devoted an average of 15 hours each week to informal learning activities related to their paid employment, household duties, volunteer community work, and other general interests. Those in the labor force averaged 6 hours each week in job-related informal learning pursuits. A generally positive association between the amount of time people spend in paid employment, household labor, and community work and the time spent in work-related informal learning was found. Employment-related informal learning was more extensive than course-based training across nearly all employment statuses and occupational groups. At least 20% of the employed labor force saw itself as having skill levels exceeding those required by their jobs. (Contains 27 tables and 152 references.) (MN)

Insights from a variety of research streams were synthesized to identify the key ingredients of a high-quality work environment in Canada's health care sector and ways of achieving high-quality workplaces in the sector. The following sets of interacting factors were considered: (1) the work environment and the human resource practices that shape it; (2) job design and organizational structure, including technology; (3) employment relationships; and (4) industrial relations. The study documented the links between work environments, employment and industrial relations, and "healthy" outcomes for workers and organizations and drew on a broad base of evidence to formulate a model of a high-quality work environment. The evidence established that Canada's health care organizations can and must achieve a virtuous circle connecting work environments, individual quality of work life, and organizational performance. The following were among the 11 recommendations emerging from the study: (1) policymakers should provide a stable policy and funding environment in which to make workplace improvements; (2) although different health care unions and professional associations have unique needs, their leaders must develop a common, long-term workplace improvement agenda; and (3) managers should promote workplace cultures that value employees as assets and work to rebuild commitment and trust between employee and employer. (Contains 93 references.) (MN)

This paper examines the personal and societal choices that will shape the kind of country Canada will become. It is argued that Canadian policymakers' current approach to work, family, and urban life is based on patterns and associations that were developed in an earlier time and no longer reflect Canadians' experiences in the 2000s. Recent trends in Canadian home and family life, workplaces, and cities are analyzed, and policy challenges resulting from significant social changes in each of these areas are identified. It is argued that policymakers must address the following sets of choices when formulating the policies that will shape education in Canada in years to come: (1) striving for work-life balance or crafting policies based on the belief that life is only at work; (2) sharing responsibilities for intergenerational well-being needs with families or adopting policies based on the belief that families are solely responsible for meeting those needs; (3) accepting the notion that life "without work" matters or basing policies on the principle that everybody must work; and (4) acting as if "space matters" (spending on physical and cultural infrastructures, investing in public services, deciding land use and housing policies, redesigning local, province and federal governance, enabling democracy). The consequences of selected policy decisions based on each of these choices are explored. The bibliography lists 46 references. Five reference tables are appended.(MN)

The effects of three types of work-life conflict in Canada were examined by using data from a set of work and family studies that were conducted in 1991 and 2001. The studies focused on the effects of the following types of conflict: (1) work overload; (2) work-to-family interference (where work gets in the way of family); and (3) family-to-work interference (where family gets in the way of work). The findings were deemed representative of the population of employees working for medium and large public and private organizations in Canada. The following are among the key findings emerging from an analysis of both datasets: (1) work-life conflict increased markedly during the 1990s; (2) parenthood remains more difficult for women than for men; (3) work-life conflict has a negative impact on organizational performance and on employees; (4) employees with high work-life conflict make more use of Canada's health care system; (5) role overload increases when role demands accumulate; and (6) work-to-family interference increases when role demands conflict. The study yielded 27 recommendations for employers, employees and their families, unions, and governments. A list of 37 publications documenting the 1991 study is appended. (Contains 65 references, 26 tables/figures, and 21 endnotes.) (MN)

The recruitment and retention of Asian computer professionals by Canadian high-tech companies was examined by interviewing 8 Canadian-born information technology (IT) workers, 47 Asian-born IT workers, and 8 human resource (HR) professionals employed by high-tech companies in Ottawa. Of the 47 Asians, 33 stated that they did not know much about Canada before coming to Canada, and 41 did not experience any difficulties getting visas for themselves. Although the Canadian and non-Canadian IT workers had similar perceptions regarding workplace-related issues, 12 of the Asia workers complained of subtle discrimination at work. Twenty-nine Asian workers reported considering moving to the United States versus only two Canadian workers. All eight HR professionals spoke highly of the Asian IT professionals and their technical competence, although several expressed concerns about Asian workers' ability to communicate. Many Asian workers appeared to have misconceptions about tax rates, living costs, and employment opportunities in Canada and the United States. It was concluded that the Canadian government could help improve recruitment and retention of Asian IT workers in Canada by enabling them to bring their educated relatives from their homelands and by facilitating closer interaction and partnerships between educational institutions and the high-tech sector. (The bibliography lists 17 references. The interview guide and questionnaire are appended.) (MN)

Forty-five individuals from a wide range of organizations and backgrounds participated in a national roundtable on learning in Canada. Working in small groups and plenaries, participants proposed a vision for learning as a way to address the widely expressed concern that Canada is not moving fast enough to increase learning opportunities and to remove barriers to learning. The proposed comprehensive learning system included the following priorities: (1) valuing and supporting universal early childhood education; (2) investing in high-quality, universal, publicly delivered primary and secondary education; (3) ensuring excellence, equitable access, and program delivery within Canada's higher education system; and (4) enabling all adults to have ongoing opportunities to maintain and enhance literacy and learning skills. The discussions focused on assessing needs, barriers, and opportunities and on identifying outcomes and then coalesced into the following guiding principles: (1) all Canadians need opportunities to learn throughout their lives; (2) lifelong learning must be both inclusive and diverse; and (3) governments must take the lead by providing supports, incentives, and infrastructure and by convening stakeholders. Nineteen priority actions were identified, and government, employer, institution, and individual roles in achieving the vision for learning were delineated. The background paper "Learning in the 21st Century: Key Issues and Questions" (Graham S. Lowe) is appended. (MN)

Using the yardsticks of independence and equality, an analysis of the literature on youth from a citizenship perspective can track youth's citizenship status and capacity to become full citizens. For young people, education is an avenue to either exclusion or independence and equality. For example, dropouts are more likely to live in poverty, and economic independence is considered key to achieving full citizenship. Exclusion exists in the school system, as schools continue to stream young women into traditional career paths and allow racial discrimination. Schools fail to provide the knowledge and capacity to make informed, intelligent choices about substance abuse and sexuality. Access to education, student debt, and labor market conditions delay economic independence. Young people face discrimination due to age and membership in a particular community. Examples of differential treatment are found in the areas of work, medicine, social services, and legal system. Their right to protection from harm is infringed upon most by the transportation system and societal problems related to gender, poverty, and marginalization. Having hope for the future and feelings of belonging influence youth participation in politics and resistance to marginalization through formation of subcultures and via political protest. The notion of precariousness best captures the experience of youth citizenship with respect to exercise of rights and responsibilities, access, and belonging. (Appendixes include a 271-item bibliography and roundtable summary.) (YLB)

This review of primarily Canadian literature summarizes what is known about the access of youth age 10-15 years to structured recreational activities and the effects of these activities. Data come from literature reviews and reference documents on the subject of recreation, leisure, or physical activity as well as books on the subject. Researchers also conducted interviews with two experts in the field. This paper begins by examining the Laidlaw Foundation's four major hypotheses about the policy significance of youth recreation (human development, civic competence, insufficiency, and inadequacy), suggesting that these hypotheses can be conceived as two aspects of the relationship between youth and recreation (the impact of recreation on the biological, social, emotional, and civic development of youth and social, economic, cultural, and political factors that are barriers to youth participation). The review examines all studies that establish the minimum levels of participation necessary to generate positive outcomes and that report on the social correlates of participation rates (or vice versa). It discusses barriers to recreation and their impact on youth participation rates. Results suggest that structured recreation offers positive physical, psychological, and social benefits (Contains 130 bibliographic references.) (SM)

Changing workplace practices in Canada's government workplaces were examined. The study analyzed 774 responses (response rate, 53%) to the 1998 Survey of Workplace Issues in Government, which was a survey of government managers in Nova Scotia, Ontario, Manitoba, and Alberta. The findings of five case studies were also considered. The survey results provided the systematic empirical evidence of how external pressures to "increase emphasis on results" and budget constraints have led some Canadian governments to change the way they organize work and adopt workplace practices such as measuring performance, increasing the volume of work, and divesting service delivery functions. Public managers were increasingly adopting flexible staffing practices and flexible job designs, which in turn meant greater emphasis on training and employee involvement policies. Compensation remained highly centralized, and workplaces remained highly unionized. Employed training increased slightly in all areas compared with 3 years earlier. The case studies provided concrete examples of changing work in government workplaces, including the move from direct service delivery to policy formulation and increasing emphasis on outputs and outcomes. Appendixes include 41 tables of detailed statistics and regression results and a summary of the case study findings. (Contains 18 figures and 41 references.) (MN)

The Changing Employment Relationships Project examined the importance of good employment relationships for workers, employers, and public policy. A nationally representative sample of 2,500 employed Canadians was surveyed, and 8 focus groups were conducted. The research findings were analyzed to explain the multidimensional nature of the relationships linking workers with employers, business clients, and other workers. The analysis also focused on "nonstandard work," including temporary and self-employment arrangements, and on links between paid work, home, and family. A healthy and supportive work environment and receiving the resources needed to do the job well were identified as the two most crucial factors in creating robust employment relationships. Organizational change was an important negative influence. Perceptions of whether a job pays well appeared to be more important than actual pay. Union membership was associated with weaker employment relationships on all dimensions. Employment relationships were shown to have a big impact on the following job attitudes and behaviors: job satisfaction; skill development and use; turnover; workplace morale; absenteeism; and willingness to join a union. The study documented a strong link between work environments, employment relationships, quality of work life, and organizational performance. Appendixes present the multivariate analysis results and the survey questionnaire. (Contains 39 endnotes and 56 tables/figures/boxes.) (MN)

The Human Resources in Government project examined the impact of extensive downsizing and restructuring in Canada's public service sector and sought innovative ways of making Canada's governments "employers of choice." The project focused on Canada's federal government and the governments of Alberta, Manitoba, Ontario, and Nova Scotia. The project's main finding was that Canada's government agencies must become more flexible, knowledge-intensive, and learning-based workplaces. The project established that, as of the late 1990s, the five governments studied had not moved very far on creating the conditions enabling more innovative approaches to work organization and human resource management. Although training and information technology were generally in place, some of the governments and work units studied were lagging behind. Although innovative workplace practices were progressing at a fairly impressive pace when compared to the private sector, there remained a large untapped potential for organizational reform to improve the quality of working life and contribute to workforce renewal. The importance of building knowledge-based organizations, implementing creative recruitment and retention strategies, creating rewarding work environments, and resolving compensation dilemmas was emphasized. (A discussion of the design and methodology of the Human Resources in Government Project is appended. Fifty-seven endnotes and the names/addresses of the project's advisory committee members are included.) (MN)

This report explores questions about roles for citizens and governments in a good society by examining six Canadian experiences with civic engagement. Each case study involves different sectors of society, key players, goals, processes, and outcomes; touches on long-standing policy issues in Canada; and details how players have come together or failed to engage one another and work toward finding creative solutions to often overwhelming and complex policy situations. Many experiences highlight obstacles to a trusting relationship between government and citizens, while pointing to steps that citizens and governments can take to recreate their relationship and allow for meaningful, mutual engagement. None of the case studies provide a neatly packaged outcome. They involve these three kinds of situations: government-initiated engagement (immigration review, National Forum on Health); citizen-initiated engagement (Sydney Tar Ponds, Nunavut); and citizens in the global arena (Multilateral Agreement on Investment, regulating financial services). Following each case study, questions regarding effective engagement are explored. Action is recommended in these four areas that will contribute to building a culture characterized by mutual, respectful engagement and to creating just, prosperous, and caring societies: building capacity, setting the ground rules, reporting and evaluating results, and making it easier for citizens to engage governments. There are 201 endnotes. (YLB)