Myth-busting FAQ
Shifting Perspectives on Opportunity Youth
A companion to the Quick Start Hiring Guide
Who are Opportunity Youth?
Opportunity Youth (OY) – young people aged 18 to 29 who are Not in Employment, Education, or Training (NEET) – are often misunderstood. The myths surrounding OY obscure their potential, reinforce harmful stereotypes, and create unnecessary barriers to hiring a diverse and talented emerging workforce. This guide aims to dismantle those myths, drawing on current research and lived experience, to inspire organizational leaders and HR professionals to reframe how they view and support young talent.
Myth 01 – OY are lazy and unwilling to work.
RealityMany OY are actively seeking employment or training opportunities.
And many are in transition – navigating complex challenges such as unaffordable housing, untreated mental health conditions, trauma, or caregiving responsibilities. These youth are available and want to work – they simply need someone to meet them halfway. In fact, research shows that many are highly motivated but lack access to stable pathways forward.
Young people labelled as NEET (Not in Employment, Education, or Training) are not simply lazy or unwilling to work but are facing complex barriers and a labour market that doesn’t always fit their skills or circumstances
The Walrus, Meet the NEETs
Myth 02 – OY status is permanent.
RealityBeing NEET is often a temporary and fluid state.
Many young people cycle in and out of employment or education due to systemic barriers or life circumstances beyond their control. With the right support – such as mentorship, wraparound services, and steady employment – youth can quickly re-engage, grow, and contribute meaningfully to the workplace.
Myth 03 – All OY are the same.
RealityOY are as diverse as the rest of the workforce.
Some didn’t finish high school; others have aged out of foster care, are new immigrants, are unhoused, or are neurodivergent. What they share is not a deficit – but an opportunity. They bring lived experience, creative problem solving, adaptability, and resilience that can enrich your workplace culture.
Gen Z born between 1997 and 2012 (aged 13 to 28 years old in 2025) makes up the majority of OY and will comprise the largest labour pool in 20 years. Hire them now and help them develop for a lifetime of successful work.
Myth 04 – They aren’t qualified for the roles we have.
RealityMany OY have qualifications that are undervalued or overlooked.
Others may lack formal credentials but have gained transferable skills through informal work, caregiving, community leadership, or entrepreneurship. What’s needed is an approach that sees beyond résumés – one that values potential, not just polish.
“Although learning often takes place within formal settings and learning environments, a great deal of valuable learning also takes place either deliberately or informally in everyday life.”
OECD, Recognising Non-Formal and Informal Learning:
Outcomes, Policies and Practices
This finding is reinforced by LMIC’s national insight on youth skill development: many young Canadians gain meaningful competencies through non-traditional pathways (LMIC Insights Report no. 17, 2019).
Myth 05 – It’s too risky to hire OY.
RealityThe greater risk is missing out on untapped potential.
With thoughtful onboarding and mentorship in place, OY can become loyal, productive employees who grow with your organization. Plus, there are wage subsidies, community supports, and training programs available to help reduce hiring risk and increase retention success.
Don’t underestimate your internal champions! You already have a diverse workforce and they can be engaged to train, encourage and mentor OY.
Myth 06 – Hiring OY is only about charity.
RealityThis isn’t charity – it’s a smart business move.
OY bring innovation, lived experience, and a fresh perspective to the workplace. Inclusive hiring practices improve morale, reflect community values, and drive organizational performance. When you invest in OY, you’re building the future workforce – diverse, resilient, and full of potential.
Final word
Let go of the myths. See the person. Hire for potential. Build the future.
Disrupting the status quo of who gets hired is not just the right thing to do – it’s the smart thing to do. Let this Myth-Busting guide be your first step toward inclusive, future-ready hiring.
Contents
Explore other tools
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.
Quick Start Hiring Guide
Attract talent as you empower Opportunity Youth
Wage Subsidy Simplifier
The incentives that make hiring easier
Optimal Onboarding & Mentoring Guide
Drive workplace success from the start