A survey of over 2,000 respondents from across Canada who had previously worked in the oil and gas industry found that 72% indicated that their career priority was to make a career transition. Of that 72%, “35% indicated their desired employment situation was in a different role or industry; 14% were seeking a different work arrangement such as self-employment; and 12% planned to seek employment after additional training.” The survey results are summarized in two blogs on March 30, Untapped Talent: Opportunity to Transition, and Untapped Talent, Transitioning Opportunity , from Canada’s oil and gas labour market organization, PetroLMI. The survey was conducted from October 2019 to December 2020.
While a resistance to lower wages is frequently cited as a barrier to Just Transition, the PetroLMI survey showed that: “the wage expectations of respondents were not out of line given their education, experience and skills. When asked about their salary expectations, 61% indicated a salary of less than $100,000, and 28% were willing to take a reduction in their salary for stable employment. In Alberta more than 35% of respondents said they were willing to take a salary reduction.” 42% of respondents were over the age of 55; 77% had over 15 years of experience; 86% had post-secondary education – in Alberta, most held a university, while in the rest of Canada, trade certification was most cited.
From the industry point of view: “While layoffs rarely have a silver lining, these workforce reductions mean there is a robust pool of talent available for hire.” “The layoffs that occurred among respondents were broad and impacted a wide range of job families and occupations from trades, truck drivers, technologists and technicians to geoscientists, engineers and information technologists. The talent pool also included occupations that tended to be transferable across industries including finance, accounting, human resources, health and safety, sales, marketing and business development. They also included field operations and drilling workers with transferable skills such as working in safety-sensitive workplaces, critical thinking and problem-solving. As a result, construction and renewable energy companies have begun hiring from this talent pool.”
Canada’s Petroleum Labour Market Institute (PetroLMI- formerly the Petroleum Human Resources Council of Canada) produces ongoing labour market analysis, recently stating: “The cumulative impacts of a six-year economic downturn, lower demand due to COVID-19 health restrictions, and structural shifts in the oil and gas industry, mean there is a smaller oil and gas workforce in Canada – down 26%, or 58,700 jobs from its peak in 2014.” Their latest detailed labour market data, sourced from Statistics Canada, is here. Analytical reports are compiled here, including a four-part series titled “The Impact of COVID-19 on Canada’s Energy Workforce: A four-part series on work practices, productivity and opportunities”. On that topic, Norwegian consultancy Rystad Energy ranks Canada, U.S. and Australia as hardest hit in “Covid-19 job toll: Top O&G employer China resilient, US takes larger hit than European peers” , a March 9 newsletter. (The Canadian Energy Research Institute also published Economic Recovery Pathways for Canada’s Energy Industry: Part 2 – Canadian Crude Oil and Natural Gas in September 2020, modelling employment and economic impacts) .