- Emphasis On Training-For-Jobs
The National
Training Program has, concentrated on "training today for jobs tomorrow". This
has meant less attention and funding paid to bridging programs and career or
work exploration courses. However, the Training Branch acknowledges that
bridging programs for women, in particular "pre-trades" and "pre-tech" are
necessary to enable women to take advantage of the training opportunities
available in non-traditional areas like computer science, technology and the
skilled trades. With this acknowledgment comes a commitment to develop more
pre-tech and pre-trade modules for women.
The fact that women are not
filling all the places reserved for them in the non-traditional courses may be
an indication that these courses are not accessible to them without some form
of bridging program. There is some indication that an even earlier form of
bridging program may be required. The greatest number of women expected to
enter the labor force over the next ten years will be women returning to the
labor force after many years absence, or women entering the labor force for the
first time after raising families. These so called "re- entry" women often
require work orientation courses to help them understand and explore the modern
job market and possibilities for work within it. Such a course may lead to a
pre-trades or pre-tech program. But this should be considered in itself as a
valuable bridging program to bring women to the point of taking full advantage
of the range of opportunities presented by today's labor market.
- Financial Incentives
In June 1983, increases
in the training allowances and dependent allowances were announced. These
fairly substantial increases were made specifically to help women with
dependents. The new rates should enable more women to take training even if
they are presently in low paying and/or part-time jobs which would give them
insufficient Unemployment Insurance benefits to pursue training. Since the
increases have just gone into effect in time for the 1983-84 school year, it
remains to be seen whether many women will take advantage of the new
rates.
In the General Industrial Training Program (GIT), employers are
reimbursed for 75% of any wages paid to women in on-the-job training. This
incentive did not appear to have much effect in 1982-83, when the female
participation rates declined in all categories of the GIT and CTST programs.
- Skills Growth Fund
The Director General of
Training identified three programs funded by Skills Growth Fund money and
designed specifically for women. The Skills Growth Fund is seen as a way to
quickly catch-up workers and/ or training facilities to meet immediate job
demands. The barrier to the effectiveness of the Skills Growth Fund for women
is the emphasis on particular occupations rather than on bridging programs.
The fact that women are not filling all the places reserved for them in
non-traditional courses may be an indication that these courses are not
accessible to them until they have undergone some form of bridging program.
There is some indication that an even earlier form of bridging may be
required; prior to pre-trades, etc. Entry and re-entry women may need work
orientation courses that help them understand and explore the modern job
market.
In addition to bridging programs under the Skills Growth Fund,
there is a need for innovative part-time training programs which actively take
into account the realities of women's lives, ie. family and work
responsibilities.
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