Canadian Electrical Wholesaler

Aug 28, 2020

EHRCBy Alex Hosselet

I joined the electricity sector after working for over a decade in other sectors, and my only regret is not entering sooner. Since joining Electricity Human Resources Canada (EHRC), I’ve been asking myself: why aren’t more of my fellow Millennials looking for careers in electricity? The pay is great, layoffs are rare, it feels good to provide an essential need to your community, and there’s a spot for almost every function — even marketers like me.

I’m not the only one who’s wondering why more young people aren’t working in electricity: just 5% of the national electrical workforce is under 25. I know there are a lot of stereotypes about Millennials and Gen Zers, but the important facts are 1) studies show they’re as hard-working as previous generations, 2) young people bring new ideas and innovation to organizations, and 3) electricity needs new people to replace the rapidly retiring workforce.

To understand why electricity isn’t attracting more young talent, we conducted a national opinion study with over 1,500 Canadians aged 18-36 to understand their perceptions of the sector, perceptions of other sectors, and what they’re looking for in their careers. The results are collected in our newest report, Generation Impact: Future Workforce Perspectives.

One of the biggest takeaways is that young people have a generally positive view of electricity, especially renewable energy. In fact, perhaps the biggest challenge is simply awareness. We know that young people are very concerned about the environment, but they aren’t aware that Canada is a world leader in carbon non-emitting energy generation. When presented with information about how our electricity sector works and the need for continued growth and transition, opinions toward the sector improved dramatically.

While Millennials and Gen Zers care about the environment and other values, the importance of this may be misunderstood. First and foremost, young people want good pay, job security and flexibility from their careers. Yes, they care about the environment and how they make a difference in society, but at the end of the day we all need to pay our bills and enjoy our time outside of work. This is great news, as the sector has many positions that meet these criteria; it only needs to be better communicated.

When looking at the intersection of youth and other aspects of identity, we see how young people’s attitudes differ. Women were far less likely to be interested in working in electricity, and many said they don’t see people like themselves working in the sector. Racialized and visible minority young people are about as interested as the whole sample group to work in electricity, despite being under-represented. Young Indigenous people were the most enthusiastic group to want to work in electricity, which is a phenomenal opportunity to both diversify the workforce and to foster autonomous energy projects in remote Indigenous communities.

While there are many ways to increase attraction, there are also barriers and misconceptions holding young people back from seeking careers in energy. In terms of concerns, respondents perceived the electricity sector to be less safe than others. Communicating the “safety first” priority is going to be important for any recruiter. Methods of power generation also matter: coal ranked very poorly for perceptions, and nuclear was divided. Focusing on energy transition to renewable sources and showing our excellent track record and the value of nuclear generation can make a big difference in changing perceptions.

Knowing all this, we have a few recommendations to attract more young talent. Firstly: work-integrated learning throughs co-ops, paid internships and other capstone projects is essential, especially during the pandemic and following recovery. To make this feasible, our Empowering Futures program can subsidize a student worker’s wage up to 75%, for a maximum of $7,500. Communicating the right information is important, both in terms of the job perks (pay, benefits, stability, flexibility) as well as your organization’s values (sustainable energy, community impact, keeping the lights on). Diversity, both in terms of committing to meaningful diversity, equity and inclusion programs, as well as communicating the full breadth of your workforce’s identity, can help attract young people who aren’t sure they see themselves in your roles. Resources like our Illuminate Opportunity toolkit can help you accomplish this.

Bringing in the best talent and changing the demography of your team takes time and effort. As the proverb says, “The best time to plant a tree was twenty years ago—the second-best time is now.” Understanding what young people are looking for (and what’s holding them back) empowers any recruiter to build effective campaigns and highlight the right features of their job postings. Generation Impact: Future Workforce Perspectives is available freely at electricityhr.ca/resources/generation-impact/.

Alex Hosselet is Marketing and Communications Manager for Electricity Human Resources Canada.

Carolina GalloAmong the recipients of the 2021 Clean50 Awards announced last month is Carolina Gallo, Vice President Government and Institutional Relations Canada, for Hitachi ABB Power Grids Canada. CEW reached out to Gallo, about the experience. But first, a little about the Clean50 Awards.

These annual awards recognize Canadian leaders in sustainability for their contributions over the prior two years. Created by Delta Management, Canada’s leading sustainability, ESG and clean tech focused search firm, the awards recognize remarkable and inspiring leaders and try to connect these leaders in order to bridge those gaps...

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RittalIt is April 1, 1961, when an international success story begins in a small weaving mill in central Hesse — the standardization of enclosures. Rudolf Loh founds the Rittal company and changes the industry with one idea. The standard enclosure is used in millions of product solutions in over 90% of all industries worldwide. Rittal is the innovation and world market leader for enclosure technology and IT infrastructure.

10,000 employees worldwide work on new innovations, industry solutions and business models. A small steel manufacturing company has become a global digital enterprise. 

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David GordonBy David Gordon

Electrical distributors are at a unique moment in time where they have an opportunity to leverage technology to utilize the data it can unleash to accelerate profitability and sales cost-effectively.

Being in an information age is only beneficial if the information is utilized. Enhanced sales models, sales opportunities and servicing systems are combining to help differentiate distributors. Aside from a distribution divide being created by digital and supplier selection, analytics can either widen or tighten the divide.

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GDP - January 2021Real gross domestic product (GDP) rose 0.7% in January, following 0.1% growth in December. This ninth consecutive monthly increase continued to offset the steepest drops on record in Canadian economic activity observed in March and April 2020. However, total economic activity was about 3% below the February level before the COVID-19 pandemic.

Both goods-producing (+1.5%) and services-producing (+0.4%) industries were up in January as the 20 industrial sectors were nearly evenly split between expansions and contractions.

 

 

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Swati Vora-PatelBy Swati Vora-Patel

April has been a flagship month for new milestones: it has been one full year since many of us began working from home; Zoom and other such virtual platforms have been in play for a year to keep us connected – and the reliance on digital systems has heightened over the past year to populate the influx of online catalogues and eCommerce sites.

April also marks one year since I took over the reins of EFC’s Supply Chain Network to support the electrical industry’s digital transformation journey. 

 

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Changing Scene

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Wayne Long and Jim BenderIdeal Supply is proud to announce that as of January 1, 2021 they have appointed a new Sales Manager for both the Electrical and Industrial divisions.

Wayne Long (left) will serve as thier Electrical Division Sales Manager. Wayne spent 11 years with Ideal Supply in the early years of his career, and was with Benshaw Canada for 20 years in senior sales management roles in Canada and the USA before re-joining Ideal in 2017, as thier Industrial Division Sales Manager. Long is a seasoned executive and has a proven track record of building strong relationships with customers and suppliers, and as a coach to sales teams to grow businesses.

 

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OmnicableOmni Cable located in Brampton, ON, is proud to announce it received IMARK’s 2020 Order of the Golden Maple Leaf Award in its first year eligible for the award.

The Order of the Golden Maple Leaf Award is an annual award that is presented to all IMARK suppliers who meet the set requirements, including supporting members and participating in IMARK Canada’s marketing programs.

 

 

 

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POW-R-Line CS Switchboards by EatonThe Solution to Your Switchboard Needs Now and for the Future.

Introducing Eaton’s Pow-R-Line CS switchboard, the most compact, expandable, service entrance and distribution solution in Canada. This versatile design allows for top or bottom service entrance cables, and expansion sections to the main structure to suit any design requirement.

Eaton’s Pow-R-Line CS switchboard provides a space-saving design advantage with a smaller footprint than any comparable switchboard in the market.

 

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LitelineLiteline has announced they will be establishing a Western Canada Regional Office and Distribution Center. Currently under construction in Langley, British Columbia, the new facility will service British Columbia to Saskatchewan in Canada, as well as the Pacific Northwest and California in the United States.

"As we lightly refer to the facility as “BC/DC”, the new operation will relieve some load for our 160,000 sq ft HQ in Richmond Hill, Ontario, and our other distribution points in Montreal, QC, and Dallas, TX," said the company via press release. 

 

 

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Eaton AR AppAdd or remove switchboard structures according to your construction needs, such as the main incoming with or without Canadian metering requirements, distribution loads, and submain sections. Verify your assembly footprint with thermal magnetic devices such as breakers and fusible switches (with or without meter sockets). Check for clearances and cable landing locations.

No need to guess what configuration will best suit your needs or wonder how the Pow-R-Line CS switchboard will fit in your location.

 

 

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Marcos SimardBy Line Goyette

Marcos Simard was recently appointed Managing Director of WESCO and Anixter EES Montréal (Electrical & Electronic Solutions). This young manager, a graduate of the University of Quebec in Trois-Rivières with a degree in business administration and holder of a post-graduate degree from Laval University in Information Technology Management, does not seem destined for a career without unexpected shifts.

Marcos has been with WESCO since 2015. We remember that in 2020, WESCO proposed a merger with Anixter...

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