Building Workplace Resiliency

The demand for a deep pipeline of highly skilled workers has never been greater.

Recent BioTalent Canada labour market intelligence reports show that over the next 8 years there will be a deficit of 65,000 jobs. In order to meet talent needs, and build resiliency against future disruptions, the industry needs to adopt inclusion, diversity, equity and accessibility (IDEA), increase retention rates, and access untapped talent pools by training and hiring IEPs.

What is organizational resiliency?

Organizational resiliency refers to the capability of an organization to anticipate, absorb, react and adapt to internal and external disruptions and associated impacts. Fundamentally, it’s about how organizations overcome adversity to ensure sustainability.

This definition was validated in interviews with bio-economy employers, whose comments suggested three major characteristics shared by resilient organizations:

  • They are agile, flexible and adaptable with their operations and internal processes.
  • Their employees are engaged with leadership both formally and informally.
  • They have empowered cultures stemming from engaged employees who feel they are listened to and their needs considered during times of change.

Building Workplace Resiliency Resources

The following resources were developed as part of the project, Building Resiliency and Sustainability for the Bio-economy to Withstand Disruption, funded by the Future Skills Centre, that examined the disruption and challenges faced by the sector during the COVID-19 pandemic and is designed to help employers with onboarding, retention, and recruitment. The end goal is to develop resiliency within an organization and promote a strong talent pipeline through principles of inclusion, diversity, equity, and accessibility leadership (IDEAL).

Case Studies

Building Resiliency and Sustainability for the Bio-economy to Withstand Disruption is funded by the Government of Canada’s Future Skills Program.