Tania-Joy Bartlett, a Master Electrician and former contracting business owner, emphasizes that addressing Canada's critical shortage of tradespeople requires more than just training programs. In a recent interview, Bartlett identifies workplace culture, specifically safety and respect, as fundamental factors determining whether new workers enter and remain in skilled trades such as construction and electrical work.
Canada's construction industry faces a significant labor gap, with the Construction Industry Training Board (CITB) projecting a need for over 225,000 additional workers by 2027. Bartlett observes that younger workers frequently leave positions where they feel unsafe, disrespected, or unheard, rather than abandoning the trade itself. "People don't walk away from the work itself," Bartlett states. "They walk away from how they're treated while doing it."
Bartlett frames safety and respect not as abstract ideals but as practical, daily practices that directly influence productivity and retention. She cites examples from her experience where implementing simple measures like daily check-ins and clear communication rapidly reduced errors and team tension. "I've seen crews go from scattered to focused just because they finally felt comfortable speaking up," she notes. "When people feel respected, they stop hiding problems."
This perspective is supported by data. The Health and Safety Executive reports that poor workplace culture contributes to higher accident rates, with construction accounting for a disproportionate share of fatal injuries. Research also indicates that respectful environments encourage earlier reporting of hazards, which helps prevent serious incidents.
The implications are particularly significant for urban areas, where dense worksites operate under pressures from tight schedules, diverse teams, and public scrutiny. Bartlett argues that leadership is most tested in these high-pressure environments. "When pressure goes up, that's when culture shows," she explains. "You either protect people, or you push them until something breaks." Improving worksite culture, therefore, represents a swift method to stabilize the existing workforce and make skilled trades more appealing to younger generations.
Rather than advocating for sweeping policy changes, Bartlett calls for individual responsibility at all levels. Supervisors can model calm, clear communication; workers can report hazards promptly; employers can address toxic behavior immediately; and mentors can guide rather than intimidate. Parents and educators also play a role by portraying trades as skilled and respected career paths. "You don't need a new rulebook," Bartlett asserts. "You need people willing to treat each other properly every day."
Bartlett's advocacy highlights a crucial intersection between human resources and industry output. As Canada strives to meet infrastructure demands, fostering worksites where safety and respect are ingrained could be a decisive factor in closing the skills gap. This approach not only aims to reduce workplace accidents but also to build a more sustainable and attractive pipeline of talent for essential trades, ensuring communities have the skilled labor needed for future development and maintenance.
