With demand for skilled workers in Northern Ontario, Yukon and Nunavut expected to rise sharply over the next two decades, such projections are highlighting challenges for employers in these regions as they rethink workforce development, says Andy Moorhouse, vice-president of economic development at Makivvik, a Quebec-based organization supporting the Inuit of Nunavik.
While much of Canada is grappling with ageing workforces and shrinking talent pools, northern regions face a different demographic reality. “The issue isn’t availability of people,” he says. “We have a very young population. The real challenge is access to training and the ability to pursue it without losing income.”
A March 2025 report by the Future Skills Centre and the Conference Board of Canada projected employment growth of five per cent in Northern Ontario, 10 per cent in Yukon and 18 per cent in Nunavut between 2024 and 2045, with more than half of future job openings in all three regions expected to require post-secondary education or training.
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Moorhouse says the high cost of living in the north makes traditional education and training pathways unrealistic for many Inuit workers. Even when housing costs appear manageable, grocery prices and other essentials can quickly erode financial stability, particularly for young parents. As a result, stepping away from employment to attend school or obtain certifications is often not an option.
That reality has pushed Inuit-led organizations to prioritize on-the-job training models that allow people to earn while they learn. Moorhouse notes these programs are often designed locally because government-led initiatives rarely reflect northern conditions. “What works in the south doesn’t always work in the Arctic or in isolated communities.”
Education and workforce development efforts must also balance long-term capacity building with immediate community impacts. In Nunavut, for example, Inuit teachers often begin teaching at early grade levels while working toward certification. Training requirements can take them out of classrooms for weeks at a time, disrupting students’ learning when substitute teachers aren’t available. “It’s a constant balancing act,” notes Moorhouse.
Despite those constraints, Inuit organizations are developing locally tailored solutions. Moorhouse points to a community-designed aviation training initiative that has helped build a pipeline of Inuit commercial pilots for a regional airline. The program supports participants through private and commercial licensing, creating career opportunities while strengthening local transportation infrastructure. Even when participants decide not to pursue aviation long term, Moorhouse says they leave with recognized credentials and transferable skills.
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