We've spent a fair bit of time on that particular question.
Obviously, one of the first things for us as an organization that specializes in the labour market is work-integrated learning. When I talk about work-integrated learning, I'm referring to co-op, internship and apprenticeship programs across the board, but expanding them.
Right now, as we look at our current workforce, about 5% are under the age of 25—new entrants—but about 15% to 17%, depending on which province you're looking at, are over the age of 55. Basically, we're looking at a number of exits. We need to invest in youth, but that's also putting pressure on the middle management positions. We're bringing people up faster than perhaps historically they have been. There's less time to focus on supervisory, management and leadership skills and those competency developments. We have to put more time into that as well. I've heard some people refer to getting to 2050. Everything's on the table, all generation mixes.
I think of the workforce in a similar way. We have to do a little bit of everything to get us to where we need to go—for example, collaborating with our labour partners and ensuring that collective agreements meet the new technologies that are being introduced into the workforce.
I talked a little bit about iterative training. That's going to be done by both the post-secondary institutions and employers as new technologies enter the workforce as well. New technologies bring not just renewable or non-carbon emitting sources of electricity; there are a lot of productivity gains or efficiencies to be had in the deployment of new technologies and better grid management over time.
It's deployment of new technology and upscaling and training across the board. Also, as I mentioned to your colleague across the floor with regard to foreign credential recognition, we need to do a better job of pathing folks into this industry, because we don't currently do it well in Canada.