Building a Skilled Nuclear Workforce for Canada’s Energy Future 

As the demand for nuclear energy continues to rise, companies face challenges in attracting the next generation of skilled workers. Many nuclear employers are also confronting imminent workforce shortages due to the upcoming retirement of current employees. In Canada, the nuclear power sector currently employs about 89,000 people. However, with plans for the multi-year rollout of advanced nuclear reactors in Ontario, Saskatchewan, and New Brunswick, the industry may experience ‘pinch points’ where project timelines overlap, leading to a high demand for specific skills. If these pinch points are not managed effectively, they could result in labour shortages and other downstream issues. Therefore, the nuclear industry must enhance its recruitment and retention strategies for new and existing talent. 

To share knowledge, build awareness, and generate solutions to address these challenges, the Canadian Nuclear Association held a Workforce Forum on 13 November in Toronto. The event brought together CNA members and experts from across the industry who shared insights into how the industry can strengthen recruitment and retention strategies. 

Speakers from organizations including AECON, Indigenous Skills, Employment, Apprenticeship and Development (ISEAD), Kinectrics, North American Young Generation in Nuclear (NAGYN), Ontario Power Generation, and The University Network of Excellence in Nuclear Engineering (UNENE) presented examples of programs that can help grow the pool of talented workers. 

Speakers emphasized the importance of implementing workforce programs that include: 

• Targeting elementary and high school students to ignite interest in the industry and encourage the pursuit of STEM degrees or skilled trades 

• Going beyond promotional efforts to improve gender diversity in work and education 

• Engaging with organizations that can facilitate, enhance and support the recruitment, retention and advancement of Indigenous Peoples and new immigrants 

• Enabling workforce transitions through upskilling, reskilling, and ​succession planning 

• Extending the working lives of older workers through flexible working arrangements​ 

• Establishing tripartite committees involving management, unions, and employees for early dispute resolution and maintaining productivity 

• Creating apprenticeships and mentorship programs, especially in skilled trades 

• Designing workplace environments that promote professional development, inclusivity, and support 

Additional CNA Workforce Planning Forums will be held in Saskatchewan and New Brunswick in early 2025.