Across Canada – and around the world – a growing movement calls on leaders to redefine what resilient, inclusive, future-ready workforces look like. At the heart of that movement are Opportunity Youth (OY): young people aged 18–29 who are not currently engaged in education, employment, or training, and who often face systemic barriers to employment.
Hiring OY isn’t just ethical – it’s strategic. It’s about building stronger businesses, more vibrant communities, and healthier economies. The following information and resources will help you build the business case for your leadership team.
Having employees with disabilities on your team improves the financial health of your business when treated with importance, respect and care.
“Comparing our Q1-3 of 2024 to 2025, our team members with intellectual and/or physical disabilities has increased from 31% to 39%, our revenue has increased by 26%, and our profit has increased by 132%. These numbers prove that having employees with disabilities on your team improves the financial health of your business when treated with importance, respect and care.”
Holly Singer, Founder and CEO Milk Jar
01
Why Opportunity Youth, why now?
Canadian employers face a triple pressure of talent shortages, demographic shifts, and heightened expectations around inclusion and equity.
Meanwhile, 12% of youth, aged 15 to 29 years, were not in employment, education or training (NEET) in 2024 (Statistics Canada).
This gap isn’t from a lack of ambition. Barriers like systemic exclusion, limited access to training, and personal hardship stand in the way. But when employers intentionally support and hire OY, they unlock a loyal, adaptable, and digitally savvy workforce – traits increasingly prized in today’s fast-changing economy.
02
The bottom-line benefits
A triple-win model
Win
1
For business
Employers that hire youth from marginalized groups achieve higher retention rates by creating inclusive environments and mentorship programs.
Participation in supported employment programs raises average income by $10,000 within 4 years, improving long-term economic attachment and reducing reliance on social services.
That’s why partnering with non-profit agencies is a smart choice both for your organization, and the OY you employ.
Early work experiences turn into career launchpads, boosting confidence, hope, and socio-economic mobility.
Win
3
For community
Youth employment reduces social costs and fuels growth. Deloitte estimates that youth unemployment costs the Canadian economy $18.5 billion annually, factoring in lost productivity and increased social support needs.
Employing youth reduces crime rates, reliance on social benefits, and mental health burdens – making your community healthier and safer.
03
Rethinking risk as a strategic opportunity
OY candidates may lack traditional credentials but bring resilience, adaptability, and community insight shaped by lived experience. These attributes translate into intangible leadership skills highly valuable for innovation and team cohesion.
When employers foster psychologically-safe environments and provide structured mentoring, Opportunity Youth often exceed expectations. Youth employment initiatives can also help employers reduce turnover costs associated with recruitment, onboarding, and training.
04
How leaders can act – boldly and strategically
To shift from aspiration to integration:
Treat OY hiring as a strategic, long-term investment that grows your talent pipeline.
Create welcoming, barrier-free workplaces – from recruitment to retention.
Identify and empower internal champions who advocate for inclusive hiring and mentorship.
Embed OY recruitment into your core talent strategy with clear metrics and accountability.
05
Your OY Works toolkit for impact
The OY Works Employer Toolkit offers practical tools, including:
Sample job descriptions designed to reduce barriers
Mentorship frameworks focused on career growth and retention
Connections to non-profit agencies to provide additional support and wraparound services
A wage subsidy simplifier to provide even more incentive
06
Lead with purpose, hire with courage
Imagine a workforce energized by fresh perspectives and creativity – reflective of your community’s diversity. Picture a young person once overlooked, now thriving, progressing, and contributing meaningfully. Your organization gains loyalty, innovation, and competitive advantage.
Hiring Opportunity Youth isn’t only a smart business decision – it’s a defining leadership move for resilient, adaptive, and inclusive organizations with robust workforces. The opportunity is here. The time is now. Will you lead the way?
07 – INTERESTING FACTS
Opportunity Youth (OY) employment in Calgary, Alberta, and Canada
Youth unemployment in Calgary
As of June 2025, Calgary’s overall unemployment rate was about 7.4%, slightly down from 7.8% the previous month, but youth (ages 15-24) face greater challenges with unemployment rates around 14.2%, indicating a tough job market for young people in the city (CTV News, 2025a; CTV News, 2025b).
Young adults over the age of 15 make up 17% (August 2025) of all unemployed people in Alberta, highlighting the significant share youth contribute to unemployment in the province (Government of Alberta).
Alberta-wide employment growth
Alberta added 30,000 jobs (1.2% increase) in June 2025, with full-time employment driving most of the gains. Youth job growth is less robust, however, as the province attempts to align workforce skills with employer demand (Stats Canada, 2025a; CBC News, 2025; Government of Alberta, 2025).
Youth employment rate and outcomes in Canada
Nationally, the youth employment rate among ages 15-24 was about 54.1% in May 2025, with a youth unemployment rate around 14.2% – more than twice the overall unemployment rate (6.9%) (Stats Canada, 2025a; Stats Canada, 2025b). Youth commonly work in retail trade, accommodation, food services, and information sectors (Stats Canada, 2025b).
Economic impacts of youth unemployment
Youth unemployment is a substantial economic drain, with estimates suggesting that disconnected youth may cost Canada billions annually in lost productivity and social support expenses. Local efforts in Alberta aim to reverse these trends by creating thousands of jobs through infrastructure projects such as the Prairie Economic Gateway, which is expected to generate about 30,000 jobs in Calgary alone (Livewire Calgary, 2025).
Sectoral insights relevant to OY hiring
Technology and skills mismatch
Rapid technological changes in Calgary and Alberta mean that younger workers need continuous skill upgrading. Employers hiring Opportunity Youth can support this with structured training and mentorship to bridge gaps and retain talent (Livewire Calgary, 2025).
Full-time versus part-time employment
Alberta and Calgary’s job growth trends favour full-time roles, which are crucial for stabilizing youth employment and providing career pathways. Employers investing in Opportunity Youth often report higher retention when emphasizing full-time, supported employment (City of Calgary, 2025; CBC News, 2025).
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Let’s build an inclusive future together
Your leadership can change the trajectory of a young person’s life – and your workplace in the process. Let’s lead with purpose, hire with courage, and grow a future that works for everyone.
