We recently had the opportunity to read the Seeding Rural Innovation Report and the context and theme is relevant in our region as we move forward. 

Introduction: 

Rural communities are both a critical component of the province’s economic health and key to a resilient and equitable rebound from the COVID-19 pandemic. A 2012 study by the Conference Board of Canada found that in 2016, “rural areas contributed to the existence of almost 250,000 jobs in Alberta’s urban centres, including almost 155,000 through an indirect contribution and another 95,000 through an induced contribution.” The same study found that rural Alberta accounted for nearly $16 billion in labour income, and that “one dollar of economic activity in rural Alberta was estimated to contribute to $0.74 of economic activity in the province’s urban centres.” A second study commissioned by the Alberta Association of Municipal Districts and Counties in 2018 found that while rural Alberta is home to only 18% of the province’s population, it represents 41% of the public and private investment in the province and 26% of provincial GDP.With digitalization transforming the global economy, it is critical to understand and nurture the contribution of rural businesses to Alberta’s growing digital economy. Rural communities are also essential to Alberta’s economy and labour market, and as digital transformation continues across sectors, these communities—and their unique opportunities and needs—will grow and evolve. 

So what are some of the strategies highlighted in the report to develop rural Alberta's pipeline?

1. Attract and Retain Newcomers: International migration to Alberta is expected to account for more than half (55%) of Alberta’s population growth in the near term and an even larger proportion of the growth in Alberta’s labour force. Communities should work with the Government of Alberta to fill labour gaps by streamlining existing immigration programs, help local businesses access organizations and services that can connect them with international workers, and help newcomers connect with potential employers and navigate preliminary conversations. There is opportunity to support newcomer mentorship networks and provide local businesses with access to EDI resources and consultants.

2. Attract and Retain more Women: Women are an “underutilized” and “untapped” resource in many rural industries. There are qualified women that come through the door, but due to issues like childcare and not being able to travel to rural communities, it can’t work. Finding ways to transition back into the workforce, and reduce financial barriers for women, such as childcare support will only contribute to building a stronger workforce.

3. Foster & Develop Local Talent: It is important for businesses to not just hire but also help foster local talent, including helping existing staff upskill and reskill as needed. We need to connect people and businesses with relevant information, training, organizations, people, and tools. Businesses need to deliver training through different modalities and enabling access to learning for learners regardless of where they are.

4. Implement Talent Attraction & Retention Strategies: Workers consider a range of factors beyond pay, job satisfaction, and career trajectory when choosing which positions to apply for and where to live. Some assets include broadband availability, education, recreational activities, community culture, amenities, events, community supports, networking and mentorship opportunities. Good talent attraction and retention strategies go beyond things individual companies can provide, such as wages and work-related benefits, to include quality of life and benefits provided by the community at large. Work with to ensure these assets are highlighted while facilitating employee retention beyond just increasing wages and awarding bonuses once they are with a company.

5. Automate tasks: Look at opportunities to automate certain tasks where local talent was not available to fill in-demand roles.

Read the full Report