Across Canada, special programs for women have been successful in providing academic upgrading, skills training, and links to the workplace, but have not become an established part of the training system. Instead, these programs have been forced to rationalize their existence and need for funding, and struggle to provide linkages to traditional education and training systems.
Many education and training programs are reinforcing women's participation in low wage jobs. Training eligibility criteria and changing funding requirements have provided additional barriers to access to the transition system. Women reentering the labour force, aboriginal women, young women, farm women, immigrant women, and women on social assistance all have less access to training and education than they did a few years ago because of the reduction of funding coming from consolidated revenues.
Special measures in the labour market have not resulted in equal participation in management positions, the justice system, trades, technology, science, and engineering. The achievement of increased participation in the transition system by designated groups is not reflected in required outcomes. The prejudices and stereotypes that have combined to discourage women from these occupations must be addressed. The removal of barriers preventing women from participating fully in all sectors of the labour market will result in major benefits for the Canadian economy.
Barriers in the transition system
In addition to the lack of employment opportunities, there are many barriers to training, education, and employment. The Women's Reference group to the CLFDB reviewed the extensive literature on labour market and training issues; these problems are recorded again and again in many different studies. The following is a summary of the most common barriers: