Press Release

On behalf of the Tourism HR Canada team, I wish you and yours a happy and healthy new year. I know that 2022 has arrived under incredibly challenging circumstances. Our hard-hit tourism sector has been dealt another blow as the Omicron variant rages. In addition to the worry and uncertainty around the virus itself, the impact of the measures put in place to try to mitigate its effects will be strongly felt by most employers and employees in our industry. Please know that we are here to assist however we can. We continue to update our COVID portal with the current federal programs available to you, and ensure our mental health resource page links to the latest guidance and support.

And while we acknowledge the current struggle, there is reason for optimism. Advancements with vaccines and treatments for COVID continue to emerge. Actions to support our sector are being undertaken by governments, industry associations, and advocacy bodies across Canada. In the fall, we saw the launch of the Tourism and Hospitality Recovery Program (THRP), which will provide rent and wage subsidies to qualifying businesses. The Canada Recovery Hiring Program (CRHP) also offers employers assistance with wages. For workers, the Canada Worker Lockdown Benefit, the Canada Recovery Sickness Benefit, and the Canada Recovery Caregiving Benefit all offer various income supports.

Looking ahead, I am pleased to share that the Government of Canada confirmed funding for two three-year projects for Tourism HR Canada:

(1) Maintaining a Foundational Labour Market Forecasting and Intelligence System

This initiative sees the continuation of the labour market research and analysis that is core to our mandate. We will continue to track and share the latest data around our workforce to show the impact of the pandemic to date and the projected impacts on recovery and rehiring. This information is crucial to the development and implementation of smart, targeted programs to rebuild a strong and sustainable visitor economy. Ongoing updates to this information are provided through our Employment Tracker, and new studies and reports will be released throughout the duration of this project.

(2) Tourism Workforce Recovery: Helping Restore 100,000s of Jobs and Build Resilience

This project encompasses several initiatives to secure tourism’s revival, including:

  • updated and new information and tools to address post-pandemic labour market issues, with a focus on the attraction and retention of a skilled workforce and on skills upgrading for both workers and tourism operators to respond to unprecedented market changes;
  • a secure, stable, and adaptive learning management infrastructure to support post-pandemic priorities and enable the organization to adapt, evolve, and execute a digital strategy to help businesses address essential workforce needs;
  • new training and micro-credentials in high-demand skills areas that further promote improved diversity, inclusion, and anti-oppressive practices and in skills areas that have high transferability/marketability in the labour market (this focus on retooling skills is in direct response to COVID-19, with the aim of accelerating recovery of the tourism workforce); and
  • new online, customizable workforce management tools for employers and intermediaries (e.g., career development practitioners, educators) to foster stronger attachments to the workforce for both job seekers and workers.

This funding was part of a December announcement made around federal support to the tourism sector. It demonstrates the priority attached to this sector and to the work we do. Tourism HR Canada has, perhaps, never been more important to the industry. The next three years will steadfastly focus on the recovery of the workforce. As we say in our mandate, our aim is to build a resilient, competitive, and inclusive labour market.

I’d like to gratefully acknowledge the Government of Canada’s generous funding and ongoing support of our work. A sincere thanks also goes out to our partners and stakeholders, who continue to collaborate, communicate, and innovate to ensure we succeed in our shared goal of restoring a resilient and prosperous Canadian tourism sector. And, of course, a heartfelt thank you to the individuals across the country who are connected to the tourism realm, whether as employers, employees, entrepreneurs, students, or educators—your passion for this industry is what makes Canada a world-class destination and what will ignite travel’s revival.

With very best wishes,

Philip Signature

Philip Mondor

President and CEO, Tourism HR Canada

(OTTAWA, ON — December 14, 2021) Tourism HR Canada has been certified for exceptional workplace culture by The Canadian Workplace Culture Index, the leading measure of Canadian workplace culture.

Certified companies demonstrate care for their employees, their customers, and their communities. Tourism HR Canada exceeded the Index, made up of the opinions of average Canadians towards workplace culture. The process includes analysis and recommendations across six different workplace attributes: workplace satisfaction, company caring, diversity and inclusion, information and recognition, employee connection, and loyalty.

To be certified, companies must exceed the national benchmark for exceptional workplace culture. Employees are given an anonymous conversational chat survey. Results are aggregated and weighted across six workplace attributes providing an overall score and scores for each workplace attribute.

Scoring in the 92nd percentile of organizations who’ve participated in the program, Tourism HR Canada attained exceptional scores in diversity and inclusion, employee connection, and information and recognition.

“Tourism HR Canada is thrilled to have successfully achieved certification as a Canadian Workplace Culture Leader,” said Philip Mondor, President and CEO of Tourism HR Canada. “As the national organization promoting positive workplace practices in the tourism sector, we strive to ensure our organization leads by example. This accomplishment shows us that our efforts are on target. We’ve also gained meaningful insights into ways we can continue to evolve our workplace culture.”

In Canada, the best workplaces have stood out by creating safe workplaces, regardless of whether someone is on the front lines or sitting in a corner office. Culture Innovators in Canada realize that workplace satisfaction, communication, and recognition for all employees are vital. At certified organizations like Tourism HR Canada, there is a fundamental sense of caring among colleagues, and employees’ ability to bring their full selves to work. When companies do everything they can to create a great workplace culture, employees respond by giving the very best they can.

“On behalf of the Tourism HR Canada Board of Directors, I’d like to extend our gratitude and thanks to each member of the Tourism HR Canada team for their commitment to excellence and operating with integrity,” stated Darlene Grant Fiander, Chairperson of the Tourism HR Canada Board of Directors. “It is obvious in the quality of the work that is done that they have created a culture that fosters innovation, creativity, and exceptional service for all of us.”

About Tourism HR Canada

Tourism HR Canada is a pan-Canadian organization with a mandate aimed at building a world-leading tourism workforce. It facilitates, coordinates, and enables human resource development activities that support a globally competitive and sustainable industry and foster the development of a dynamic and resilient workforce. The organization works with the industry to attract, train, and retain valuable tourism professionals by giving them the tools and resources they need to succeed in their careers and entrepreneurial endeavours.

About The Canadian Workplace Culture Index

The Canadian Workplace Culture Index uses research, best practices, and innovative technology to recognize, enable, and amplify exceptional workplace culture —their research partner, the Angus Reid Institute. Through the Canadian Workplace Culture Certification program, we recognize exceptional workplaces and produce an annual report on the state of workplace culture in Canada. The CWCI is an independent business founded by The ReFrame Group. Learn more about the Canadian Workplace Culture Index online at cultureindex.io.

The Canadian Tourism Awards are presented annually by the Tourism Industry Association of Canada (TIAC) to recognize success, leadership, and innovation in Canada’s tourism industry–rewarding those people, places, organizations, and events that have gone above and beyond to offer travellers superior tourism experiences in Canada.

TIAC received just under one-hundred nominations this year across four categories. Tourism HR Canada joins the TIAC team in applauding all those who took the time to nominate.

Tourism HR Canada is honoured to sponsor the Employee Appreciation Award. The award will be presented to the front-line employee whose professionalism, dedication, attitude, and quality of service best exemplify excellence in the tourism industry. We are pleased to share that this year’s finalists are:

  • Edna Frigault, Village historique acadien – Bertrand, NB
  • Mark Meyer, Metro Toronto Convention Centre – Toronto, ON
  • Sally MacInnis, Keltic Lodge – Ingonish Beach, NS

Finalists for the three other Canadian Tourism Awards categories are as follows:

Air Canada Business Excellence Award, to be presented to a tourism business that exemplifies industry best practices in all aspects of its operations and is thus an example of all-round business excellence in the tourism industry.

  • Hôtel de Glace Québec-Canada Inc. – Saint-Gabriel-de-Valcartier, QC
  • Moment Factory – Montréal, QC
  • TimberTop Adventures – Saint John, NB

Indigenous Tourism Award, to recognize an Indigenous tourism business that has demonstrated a commitment to the development, promotion, and delivery of an authentic, innovative, and enriched Indigenous tourism visitor experience. The recipient will have demonstrated a commitment to authentic Indigenous cultural tourism as a key aspect of encouraging and promoting tourism growth in their region.

  • Feast Cafe Bistro – Winnipeg, MB
  • Metis Cultural Days – Saskatoon, SK
  • Squamish Líl̓wat Cultural Centre – Whistler, BC

VIA Rail Canada Sustainable Tourism Award, to be presented to an organization that has made an outstanding contribution to the practice and promotion of responsible and sustainable tourism in Canada.

  • Frontiers North Adventures – Winnipeg, MB
  • Ocean Quest Inc. – St. John’s, NL
  • Parks Canada Banff National Park – Banff, AB

The Canadian Tourism Awards ceremony is an annual highlight of TIAC’s Tourism Congress, Canada’s national tourism conference. The Tourism Congress will take place November 30 – December 1, 2021. The event offers two days of thought-provoking keynotes, insights into industry trends, practical and insightful sessions, and plenty of networking opportunities for in-person and virtual participants.

Be sure to register for TIAC’s Tourism Congress today–click here to attend in person or online.

OTTAWA—July 6, 2021—Today, the Coalition of Hardest Hit Businesses (CHHB) is calling on the federal government to protect travel and tourism businesses and their employees in Canada, as the crucial Canada Emergency Wage Subsidy (CEWS) and Canada Emergency Rent Subsidy (CERS) programs wind down.

Since the beginning of the COVID-19 pandemic, businesses in the travel and tourism sector have been devastated by necessary public health restrictions, border closures, travel bans, and the loss of international and domestic travellers. The CEWS and CERS programs have been lifelines for these businesses that would otherwise have been forced to close. With these two key financial relief measures winding down as of July 4th, many CHHB members are facing a near-certain financial crisis that will hit especially hard in the fall and winter of this year.

“Our members need these programs to survive,” said Beth Potter, President and CEO of the Tourism Industry Association of Canada. “Our most recent survey from June shows that nearly 60% of Canada’s hardest hit businesses will not survive if CEWS and CERS are not extended. This, together with the increased uncertainty around the reopening of our international borders, the absence of major tourism events and conventions, and the slow return of business travel means we could see a potential collapse of our industry.”

“Our industry was the first hit, the hardest hit, and will be the last to recover,” said Susie Grynol, President and CEO of the Hotel Association of Canada. “We know that recovery for our businesses will be slower than other sectors; it will not happen with the flick of a switch. For our members who are directly tied to international and business travel, and major events and festivals that need much more lead time to plan, continued and tailored wage and fixed cost support will be needed for those that need it most to ensure we can get to the other side.”

“The tourism industry employs thousands of Canadians,” said Philip Mondor, President, Tourism HR Canada. “The wind down of these programs will mean many businesses will have to let staff go and millions of Canadians will be out of work.”

If businesses in the hardest-hit sectors are allowed to fall victim to the unfortunate timing of CEWS and CERS withdrawal, staggered travel and tourism reopening, and Canadians’ unavoidable urge to exit the country in cold months, we will see the loss of our vibrant tourism and travel industry, that was previously Canada’s 5th largest sector in GDP contribution. This means that small communities will no longer be able to support tourism, major cities will no longer be able to compete for major meetings and conventions, festivals and cultural events, remote communities will be lacking in critical infrastructure for emergency services, and the livelihoods of more than two million people – mostly women, youth and immigrants – will be at risk. A few months of financial support will avoid years of economic and social disruption.

The Coalition underlined that Finance Canada has justified winding down the subsidies because they potentially provide a disincentive for businesses to reopen and rehire employees. While this could be true for businesses dependent on a domestic customer base, it is not true for businesses in the tourism, travel and accommodation sectors that are still under heavy restrictions and international visitors are prohibited from coming to Canada.

Lastly, the Canada Recovery Hiring Program (CRHP) is being boasted by the government as the program to replace the CEWS. However, it is inadequate for businesses that are not recovering. CRHP only provides funding to businesses to hire or rehire staff as business activity recovers. “Without continued tailored support for businesses that have been hardest hit, many tourism businesses across Canada will face difficult decisions on reopening, and won’t be able to pay their bills to be around in 2022 ,” said Potter.

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Established in September 2020, the Coalition of the Hardest Hit Businesses is an industry-driven coalition that represents the hundreds of businesses in tourism, travel, arts and culture, events and festivals, motor coach, accommodations and hospitality, and Indigenous tourism experiences.

Media inquiries:
Sophie Normand
sophie@impactcanada.com
613-407-4294

Parliament HillOn April 19, 2021, the Honourable Chrystia Freeland, Deputy Prime Minister and Minister of Finance, released Budget 2021: A Recovery Plan for Jobs, Growth, and Resilience. It contained promising news to help address tourism workforce recovery efforts. More information is needed to know how some of these initiatives will work, but based on the information contained in the budget document, several initiatives align with recommendations Tourism HR Canada tabled in the Workforce Shortfall: What it Takes to Restart Canada’s Tourism Workforce report (February 2021) and the report on outcomes from the annual Labour Market Forum (March 2021).

The new Canada Recovery Hiring Program is timely and essential for the sector. We emphasized the need to focus on redeployment and re-employment, along with measures that would help address seasonal workers. Details on this new hiring incentive program are still being developed, but it looks like it will address some of what we outlined. It will begin in June and end in November, covering up to 50% of the costs associated with staffing up—whether that means recalling previous workers, adding new staff, or increasing their hours.

Supporting Skills for Success is another new program which aligns with the skills and work transition programming we mention in our recovery strategy, targeting the same vulnerable populations.

Our recovery strategy highlights the need for community workforce planning. Here, too, the budget has funding for a new Community Workforce Development Program. The program will support communities to “develop local plans that identify high potential growth organizations and connect these employers with training providers to develop and deliver training and work placements to upskill and reskill jobseekers to fill jobs in demand”—words that are very similar to those used in our report. Although tourism is not mentioned in the detailed text (other sectors are), this needs to be looked at closely.

The Canada Emergency Wage Subsidy (CEWS) has been extended, as we also recommended in our report.

The budget proposes the development of a new Sectoral Workforce Solutions Program. “Working primarily with sector associations and employers, funding would help design and deliver training that is relevant to the needs of businesses, especially small and medium-sized businesses, and to their employees. This funding would also help businesses recruit and train a diverse and inclusive workforce.” (Page 112, Chapter 2) There is limited information or detail in Budget 2021 on this new program, although it appears to be like the former Sector Council Program (which was dismantled by the previous government). Tourism HR Canada was one of the originating Sector Councils, and deemed exemplary in its efforts.

Here is a list of further funding initiatives that are aligned with tourism workforce recovery (extracts directly from the budget report):

  • Helping Youth and Students Build Job Skills and Connect with Employers: $721 million in the next two years to help connect them with employers and provide them with quality job opportunities.
  • Student Work Placement Program: $239.8 million in the Student Work Placement Program in 2021-22 to support work-integrated learning opportunities for post-secondary students. This funding would increase the wage subsidy available for employers to 75%, up to $7,500 per student, while also increasing employers’ ability to access the program.
  • Youth Employment and Skills Strategy: $109.3 million in 2022-23 for the Youth Employment and Skills Strategy to better meet the needs of vulnerable youth facing multiple barriers to employment, while also supporting over 7,000 additional job placements for youth.
  • Canada Summer Jobs: $371.8 million in new funding for Canada Summer Jobs in 2022-23 to support approximately 75,000 new job placements in the summer of 2022.
  • Enhancing the Canada Workers Benefit: Expand the Canada Workers Benefit to support about 1 million additional Canadians in low-wage jobs, helping them return to work and increasing benefits for Canada’s most vulnerable.
  • Canada Digital Adoption Plan: This new program is described as “comprehensive support to help small businesses adopt new technology”. The funding is to work with organizations to provide access to skills training, advisory services for businesses, and support costs to adopt technology. (Note: the impact of digitalization on the tourism workforce was featured in the Labour Market Forum in March. View the presentation here.)

Other measures will contribute significantly to helping build the tourism workforce and meeting the needs of vulnerable and precarious workers in the sector. The Canada-Wide Early Learning and Child Care System, the National Mental Health Standards, and supports for businesses to pay for mandatory quarantine for Temporary Foreign Workers will be a great help to the sector.

Workforce initiatives aside, the budget contains many other measures to help tourism sustain operations and recover from the pandemic. It presents one of the more promising budgets concerning workforce issues.

Although not all priority strategies recommended in Tourism HR Canada’s recovery plans are addressed, the measures can go a long way in helping sustain and restart Canada’s tourism workforce. Accessing and harnessing these initiatives will demand a focused and all-of-tourism approach to advocate on behalf of the sector, to ensure that appropriate resources are destined for tourism jobs.

Government of Canada Budget Backgrounders

Supporting Tourism, Hospitality, Arts and Culture

A Canada-wide Early Learning and Child Care Plan

A Healthy Environment for a Healthy Economy

Building the Economy of the Future

Housing

Job Creation

Low-wage Workers

Strong Indigenous Communities

Support for Small Business

Supporting Women

Young Canadians

2021 is the start of a long recovery for the tourism industry, and it will be hampered by a shortfall of workers.

The sector has faced a very difficult year and the long road to recovery will continue to be difficult to navigate. 2021 looks promising, filled with renewed hope and optimism especially now that vaccines are available. Government relief programs have been a true lifeline for many businesses. The reliance on these programs and the need for additional supports—including those tied to the workforce—will be especially important for recovery.

The federal government announced sector-specific support measures in the Fall Economic Statement (presented on November 30), and we are anticipating additional measures along with a new Tourism Recovery Strategy. Provincial and national tourism associations continue to be responsive as they recalibrate recovery strategies and anticipate further programs to help tourism businesses remain solvent and, increasingly, to help businesses evolve and learn to thrive in a new economic reality. Tourism HR Canada’s focus has been on the workforce and what’s needed to help develop a dynamic, inclusive, and resilient workforce.

Tourism HR Canada has been looking closely at the impacts of COVID on the workforce, and the fallout on GDP and consumer confidence. Our other research is focused on labour projections based on COVID recovery scenarios. The data is informing new recommendations on policies and programs to help the sector restart its workforce, captured in four themes: Skills, Supply, Sentiment, and Strategy.

Investments in skills are essential. Businesses must optimize their workforce by ensuring workers are versatile and adaptable to a range of work contexts, equipped with transferable skills and new skills that enable businesses to transform their business and operational models. In 2021, Tourism HR Canada will be expanding its online free training for businesses, along with additional resources and tools to help owners or operators tackle new operational challenges. Industry is asking for assistance with product development, business innovation, use and integration of new technology (operational/staff, consumer support, social media), strategies for business stability and risk management, and much more.

Tourism is facing staggering employment losses that far exceed the overall economy, and projections suggest that these losses will hamper the ability of the sector to rebound and recover from COVID.

The shortfall of workers will be a great challenge. New strategies and government support will be needed to help strengthen worker retention strategies. In addition to continued wage subsidies that help hold on to workers, the sector must focus on recalling furloughed workers and seeking to attract new workers. Although it may seem premature to start expanding on the supply of workers while many businesses remain shuttered or at reduced capacity, the sector must have ready, skilled workers that can quickly be deployed to help it respond to market demands. The longer the delay in rebuilding the supply of qualified workers, the more difficult and increasingly competitive it will be to attract workers. A shortfall of workers impacts the ability of businesses to meet visitor demand, both in terms of capacity and quality of services.

Research is also indicating that consumer/public and worker sentiment is waning. Tourism employment is viewed as precarious, risky, and unsafe. Increasingly, communities are skeptical of tourists and uncertain if the economic and social benefits of tourism outweigh the risks. In 2021, Tourism HR Canada continues to seek funding to help businesses demonstrate good practices that will also increase consumer/public confidence, as well as investments in an employment campaign to promote careers in tourism.

Workforce recovery is also tied closely to strengthened coordination that brings together all stakeholders and optimizes the use of resources. Tourism HR Canada is committed to providing the most comprehensive and current labour market intelligence to inform investments in recovery strategies, workforce programs (e.g., training, retention, attraction), and public policy.

Join us this Friday, January 15, at 2 PM Eastern for a webinar exploring the most up-to-date data on workforce trends, what to anticipate for labour challenges over the next year, and recommendations on policies and programs to help the sector restart its workforce.

We have a lot planned for this year and we’re all going to have work especially hard at tackling the difficult recovery efforts, but it will all be worthwhile.

Wishing you all a very happy, healthy, and prosperous new year.

Philip Signature

Philip Mondor, President and CEO

Tourism HR Canada

Are you an employer in the tourism and hospitality sector? We need your input to help shape the future of our post-pandemic workforce.

As we enter a new year and reflect on the devastating and lasting effect that COVID-19 has had on our industry, it’s now time to look forward to the future resiliency of our workforce. How will the landscape change post-pandemic? How will we attract and retain skilled workers? How will the sector rise above perceived stigma?

Tourism HR Canada, MDB Insights, and OTEC invite you to express your interest in participating in a cross-country focus group to be held in February. Feedback will assist in predicting future challenges faced by the sector and recommendations on how to overcome them.

In order to understand the specific challenges you will face post-pandemic and how we can best support you, we need to hear from employers across the tourism and hospitality spectrum. Employers from all five distinct industry groups within the sector are encouraged to participate: accommodation, food and beverage services, recreation and entertainment, transportation, and travel services.

Register here to be considered for participation in an online focus group for your province (schedule below.) While we will involve as many individuals as possible, we will select a representative sample of the industry from those who register.

Please note, cross-Canada focus groups for current and former tourism employees will be held at a later date. Study results will be presented at Tourism HR Canada’s March Labour Market Forum.


Newfoundland, New Brunswick, Nova Scotia, Prince Edward Island (English)

Date: Thursday, February 4, 2021

Time: 12:30 PM-2:00 PM Eastern (1:30 PM-3:00 PM Atlantic, 2:00 PM-3:30 PM Nfld.)


British Columbia (English)

Date: Thursday, February 4, 2021
Time: 2:00 PM-3:30 PM Eastern (11:00 AM-12:30 PM Pacific)


Ontario, Quebec (English)

Date: Tuesday, February 16, 2021

Time: 12:00 PM-1:30 PM Eastern


Manitoba, Saskatchewan, Alberta, Territories (English)

Date: Tuesday, February 16, 2021

Time: 2:00 PM-3:30 PM Eastern (1:00 PM-2:30 PM Central, 12:00 PM-1:30 PM Mountain)


Quebec (French)

Date: Wednesday, February 17, 2021

Time: 3:30 PM-5:00 PM Eastern


For further information, please contact:

Ramon Smits, Tourism HR Canada, info@tourismhr.ca, 613-231-6949 x 258

Shelagh O’Donnell, Director, Marketing Communications, OTEC, info@otec.org, 416-622-1975

Tourism HR Canada is honoured and delighted to announce that Philip Mondor, President and CEO, is the proud recipient of the Ted Rogers School of Hospitality and Tourism Management Industry Award 2020.

The award is presented in recognition of significant support for the Ted Rogers School of Hospitality and Tourism Management at Ryerson University. Specifically, it recognized Philip Mondor as an industry leader, promoting the sector to help build a world-leading tourism workforce through employment data based on rigorous research, in addition to his contributions to the School as a member of its Advisory Council and as a guest speaker in classes and student-run conferences.

“When I first learned of this, I was absolutely floored and honoured,” Philip states. “I’ve come to know the Ted Rogers School of Hospitality and Tourism Management well through my opportunity of being part of the advisory council. I appreciate why the school has such a great reputation, because of its faculty, the program and much more—so to get this from one of Canada’s most renowned tourism schools is a true honour and privilege.”

The award was presented as part of a virtual celebration hosted by the School on November 12, 2020. Students and alumni were also honoured at the event, well attended by faculty, staff, alumni, donors, and tourism associates.

“This is an incredible honour and testament to the work that Philip has done over the years and his complete commitment to excellence in improving Canada’s tourism Industry through the people who work in it,” says Darlene Grant Fiander, Chair of the Tourism HR Canada Board of Directors. “I have had the privilege of having a front row seat to Philip’s tireless work over the years’ and his passion for improving the credibility of the sector, by investing in the tourism workforce, is unmatched. Often it is the loudest voice that is heard and recognized, often for the wrong reasons, but Philip is an example of how doing quality work consistently and having a people-first agenda that serves the broader community always matters most.”

Speaking to the many students in attendance, Philip took a moment to acknowledge the current circumstances facing the tourism sector and provide some inspiration: “Recovery will be highly dynamic and ripe for rapid growth and innovation. Demand will outpace the supply. Tourism will rely on people, mostly young people, that have the right skills. These future skills are needed by all businesses as they reinvent their business models, learn to develop and introduce new products, tap into different and more diverse markets, and become nimbler so they can respond to future disruptions. Today’s students will be essential to recovery and creating the new tourism.”

“When I think about this award,” he added, “I first think about my colleagues at Tourism HR Canada and how this award is really a testament to all the work they do. I also think about the vast network of associations, schools, and other groups, all of whom work towards making this sector thrive. It’s a great reminder of a great industry I have been proud to be part of more than 30 years.”

View the full list of the awards recipients here. Watch the recording of the awards ceremony here.

Tourism HR Canada is encouraged by the support measures outlined in the Speech from the Throne delivered yesterday by Governor General Julie Payette on behalf of the government. The hard-hit tourism, hospitality, and cultural industries were singled out for initiatives to assist their recovery efforts as restrictions to keep Canadians safe remain in place.

Commitments to investing in tools for hiring, retention, and training will help employers and employees navigate the decrease in demand, particularly as many regions’ peak tourist season comes to a close:

  • Extension of the Canada Emergency Wage Subsidy (CEWS) to the summer of 2021
  • Expansion of the Canada Emergency Business Account (CEBA)
  • Improvements to the Business Credit Availability Program (BCAP)
  • Largest investment in Canadian history in training for workers

Tourism HR Canada acknowledges the incredible work of the Coalition of Hardest Hit Businesses, who shone a light on the severe impact of COVID-19 on tourism, hospitality, and cultural businesses.

As noted in today’s release of COVID-19 Impact on Tourism Sector Employment and Revenues, we expect tourism employment for 2020 will have dropped by over 500,000 jobs from last year. Tourism employment is not expected to return to 2019 levels until 2023; the accommodation industry is projected to take a further year to recover. International tourism is not expected to fully recover until 2024 or 2025.

Read the full Speech from the Throne here.


Reactions from our national tourism partners:

Tourism Industry Association of Canada (TIAC): Speech from Throne Delivers Major Wins for Tourism Sector

Hotel Association of Canada (HAC): Government Gets It Right: Canada’s Hotel Sector Applauds Speech From The Throne

Restaurants Canada: Federal government commits to act on Restaurants Canada recommendation to extend wage subsidy

 

Tourism HR Canada would like to extend its thanks to the Honourable Mélanie Joly, Minister of Economic Development and Official Languages, and the Government of Canada on their appointment of Marsha Walden as President and CEO of Destination Canada.

The Tourism HR Canada team offers its sincere congratulations to Marsha on her new role leading Canada’s national tourism marketing organization. Tourism HR Canada is eager to build on its longstanding relationship with Destination Canada and support the agency as the tourism community navigates the challenges brought about by the current global pandemic.

“I am excited by today’s announcement and warmly wish Marsha the best in this well-deserved appointment,” stated Philip Mondor, President and CEO of Tourism HR Canada. “Marsha brings a wealth of experience and a passion for the tourism sector, as demonstrated through her successes during her recent tenure as President and CEO of Destination British Columbia. We look forward to working more closely with her and the Destination Canada team as our entire sector collaborates to reopen Canada’s vibrant tourism businesses and boost the resiliency of its world-class workforce.”

Tourism HR Canada will continue to provide the latest labour market insights to complement Destination Canada’s robust marketing research, as well as offer resources, tools, and training to ensure Canada’s tourism workforce is equipped to deliver on the incredible experiences promoted by Destination Canada—whether locally while restrictions remain in place or internationally as we once again welcome visitors from around the globe.

For more information on Marsha Walden’s appointment, please click here to read the Government of Canada announcement and here to read the Destination Canada announcement.