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

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

David Gordon New 400Everyone is an expert in pricing. It’s either too high or too low based upon your role. Salespeople like it low. Management wants it high. The customer wants it “right” which, usually means “competitive” or “It’s reasonable for the value I am receiving.”

And the term “value” is intriguing as it infers that you understand
• the value that you bring
• the value that your product / service brings
• the competitive landscape (which also includes alternatives and inertia)

But I digress. 

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COVID ULConsumer UVC germicidal devices are entering the market rapidly because of an increased demand for sanitizing and germicidal capabilities in the face of COVID-19. But are they all safe?

UVC radiation (the most energetic in the UV spectrum; 180nm to 280 nm) is proven to have sanitizing and germicidal effects, and first proof of effectiveness against SARS-CoV-2 is emerging. Like many high energy devices, however, there are risks due to UVC exposure. For example, UVC over-exposure can cause damage to the eyes and skin, based on wavelength, intensity, proximity to the source, and time of exposure.

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Investment In Building Construction - July 2020Total investment in building construction increased 1.8% to $15.1 billion in July. Residential sector investment increased 4.9% to $9.9 billion, while non-residential investment decreased 3.7% to $5.3 billion.

Construction activity has rebounded in the last few months, with investment in building construction remaining slightly lower than February 2020 levels, before COVID-19 construction restrictions were first put in place. On a constant dollar basis (2012=100), investment in building construction increased 2.0% to $12.4 billion.

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Swati Vora-PatelBy Swati Vora-Patel

Personal protective equipment. We understand how important PPE is keeping us safe during this pandemic. While we continue to do our part to protect ourselves and those around us, counterfeit PPE is on the rise and has found its way into the supply chain: fraudulent COVID-19 testing kits, N95 masks, respirators, and even fake vaccines, which all pose a significant threat to the health and safety of unsuspecting global citizens.

Counterfeit activity and intellectual property crimes remain a growing issue in Canada and around the world. 

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Changing Scene

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Martin Parilak  Liteline Corporation has announced the addition of Martin Parilak to their Canadian Regional Sales Team.

"Martin brings over 20 years of well respected electrical industry knowledge and experience to Liteline. Through his time spent in successful and progressive roles, as both a distributor and agent, Martin's experience will greatly compliment Liteline's growing product lines and will be of benefit to our agent network and customers of Western Canada," said National Sales Manager, Steve McMullen.



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New Project 1Ouellet Canada is proud to announce the acquisition of Britech, a manufacturer and supplier of electric radiant heating systems in Canada.

Britech specializes in heating cables (floor, concrete and snow melting), electric thermal storage heating and self-regulating heating cables (roof and gutter de-icing).

"With this acquisition, we are demonstrating our commitment to growing and consolidating our relationship with our current customer base. It also allows us to continue offering quality products, innovative product design and industry-leading brands," said Louis Beaulieu, General Manager with Ouellet Canada.

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Canadian College Task ForcesThe Task Force for a Resilient Recovery recommends five bold actions to help Canada “build back better” after the COVID-19 pandemic. Colleges can take the lead, to help meet the skills gap, and support communities transition to the low carbon economy.

What are the goals for the coalition? Rapidly implement and scale new curriculum and research initiatives relevant to a resilient recovery. Champion resilient recovery projects in line with the recommendations of the Task Force for a Resilient Recovery...


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EBH DonationsSince 1993, E.B. Horsman & Son(EBH) has been a proud supporter of BC Children’s Hospital Foundation (BCCHF), helping provide the bestcare for children across British Columbia.

In EBH’s 120th Anniversary year, their employees,suppliers, and customers worked together to doubletheir annual fundraising efforts and donated over $100,000 to BCCHF. This significantly contributed to EBH reaching its cumulative donation of $1 million dollars!




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Nathan SalmonNathan Salmon has been appointed General Manager, Rexel Atlantic. Nathan joined Rexel in 2016 and brought along over a decade of related distribution, management and supply chain experience. 

At first, he was responsible for the Dartmouth and Halifax locations where he was able to bring about significant growth and stability. In 2019, Nathan was promoted to a Regional Manager role leading and overseeing the Nova Scotia and Newfoundland branches. 


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Peers & Profiles

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Electrimat is an independent Quebec-owned company that has specialized for 40 years in the ...
In July, Eaton announced that Vice President, Channel – Electrical Sector, Matt Cleary would be ...
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CEW 18 PP TimKing 400By Line Goyette

Tim King, Southwire Canada’s new President and first Canadian to assume the role, has taken the helm in the midst of the midst of the COVID-19 health crisis.

Previously, Tim served as Southwire Canada’s Director of Finance, HR and Administration. He has a background in economics and finance from Wilfred Laurier University. As a student, he was convinced that having a solid understanding of finance and economics would be an essential foundation to build his professional future. Over the course of his career, he purposefully acquired a broad range of skills, experience and knowledge to succeed in his new role.

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Will Green and Matt ClearyIn July, Eaton announced that Vice President, Channel – Electrical Sector, Matt Cleary (pictured on the left) would be retiring after 40 years with the company, and Will Green (pictured on the right) was appointed as his successor. CEW sat down with the colleagues and friends over the phone to discuss their relationship, the transition as well as gain insight into their views on the industry.

Cleary joined the company in 1981 as a sales engineer, working his way through various roles of increasing responsibility. Green, who previously served as Vice President, U.S. Channel Operations and U.S. Sales, North American Sales, has been through a number of customer-facing roles...

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