Human Resources committee  When it comes to non-monetary incentives, our evidence is clear that when they get older the workers are looking for a flexible work environment. It calls for employers to be listening too. Often we're talking about workers who are working for them. It's a matter of having a disc

Human Resources committee  The department uses statistics mostly from Statistics Canada for this area. We do have a good breakdown of skill levels by individual, by age group. We use this information that is provided to us by Statistics Canada. This information is publicly available and helps guide the imp

Human Resources committee  When it comes to older workers, we have programs that finance the training done by provinces. We have the TIOW, the program that my colleagues talked about, which is targeted to older workers. Within the program there's a flexibility to partner with provinces and address specif

Human Resources committee  In all the consultations I've been involved in, this was not evident to me in any of the discussions that we've had with employers and employees.

Human Resources committee  The program we have for older workers is a general program. It's targeted to older workers, but it's for all older workers. When it comes to statistics about the characteristics of the older workers who may be unemployed, looking at my notes I see I do have a lot of statistics.

Human Resources committee  Budget 2013 contained an announcement of quite a major reform in transfers to the provinces. At the moment, the federal government pays for most of the training provided by the provinces. That will continue, but there will be an increased role for employers in deciding the traini

Human Resources committee  In deciding whether they are ready to retire, people considered health reasons first, then financial reasons. If their plans change because they have a lower income, they will be forced to work longer. That is the second most important reason.

Human Resources committee  Mr. Chair, there are a number of studies that help us to understand the repercussions of these job losses. As I mentioned, with older workers, the loss in revenue can reach 25%. The repercussions can vary from study to study, but the fact remains that the loss of income can be as

Human Resources committee  You would like to know the extent to which it requires them to work longer?

Human Resources committee  In a study we conducted in 2008, we asked people which factors affected their decision to retire.

Human Resources committee  It's a very good question. I don't want to speculate, but it's a reality that in today's economy there is new technology emerging, and it's changing fast. It's possible that some people may not have kept their skills up to date, and when they happen to lose their job, they have t

Human Resources committee  Yes. Helping people to quickly retrain and get ready for the jobs that exist is certainly one way to make sure they don't lose too much.

Human Resources committee  We have some models in the department that help us understand the dynamic of these decisions. These models are very limited in their capacity to estimate changes in the behaviour of people in face of such changes. The other aspect to keep in mind is that we're looking at changes

Human Resources committee  I don't have statistics with me. I would say that, depending on the study you are looking at, these are definitions that can vary, that depend on the study. This is quite a complex question to answer. Sometimes as well, the information will come from administrative data that's co

Human Resources committee  My colleague is pointing to some stats that could be helpful, so I'm going to quickly go to this page. I have some statistics here. After retirement, if we ask people why they retired, the issue of health comes first again. Illness and disability were the most reported reasons