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I’m considering a leap to another industry. How can I do this in a smart way?

Also, a hotter labour market in 2025, why workplace mental health programs are underdelivering and the backlash against DEI and ESG
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Make sure you’re financially safe before leaping into a new career, says Growclass CEO Sarah Stockdale.

Ask Women and Work

Question: I’m considering taking a huge leap into a totally different industry. I’m worried about taking such a big risk though. What steps should I take to do this in a smart way?

We asked Sarah Stockdale, founder and CEO, Growclass, to tackle this one:

First, you should validate whether this new industry is the right place for you. If you’re going to make a big career change, you want to make sure you’re really happy at the end of it because it can take a lot of work to get there.

Be incredibly curious. Have as many conversations as possible with people doing the kind of work that you want to be doing. That might mean pushing yourself to go to industry events and asking people to have a coffee or an informal interview.

Get an honest understanding of what their lives are like. Ask them: Do these companies require you to work after 5 p.m.? Do they e-mail you on weekends? We’re doing life design here, not just career design. If you’re working somewhere eight or more hours a day, you want to make sure that place aligns with how you want to design your life.

In your question, you say, ‘a huge leap.’ If you tell your brain you’re taking a big risk, your brain is going to resist that, because we are biologically wired for safety. So, think instead about small experiments that can get you closer to where you want to be. Are there small freelance projects you can take on? Can you start building a portfolio while you are still making money in your original career to mitigate that risk and get a sense of whether you like this work?

It’s also possible you will have to learn something new. It’s not about dropping $40,000 on a master’s degree, but look for micro-learning opportunities that are going to help you develop the skills you need.

This kind of transition is always scary. Your brain is going to try to place ‘yet’ at the end of every thought. I’m not ready yet. I don’t have enough experience yet. I don’t know the right people yet, and that will keep you exactly where you are. I’m a person who loves a deadline. It’s helpful to say, ‘This is the day that I’m going to take X, Y or Z steps, regardless of whether or not I feel ready.’

One last thing: Make sure you’re financially safe. It can take a long time to get into a new industry, and it can be messy. You want to make sure you’re not causing financial anxiety and stress when you’re trying to make a big life change.

Must reads

As inflation cools, experts see labour market heating up in 2025

Despite a rising unemployment rate, 80 per cent of Canadian employers are struggling to fill roles, according to a recent study by recruitment company ManpowerGroup. Furthermore, 43 per cent say they are looking to expand their work force next year – up from 41 per cent last year – and another 41 per cent intend to keep staffing levels the same in 2025.

“Finding qualified talent is still a challenge,” says ManpowerGroup’s Canada country manager Darlene Minatel. “I think we’ll see more opportunity for employees in 2025 for those that have the skills that are aligned with what companies are buying.”

Workplace mental health programs aren’t delivering the expected outcomes, experts say

Kate Ashton, a Calgary-based HR professional and executive partner of Salopek & Associates, cites numerous studies, notably from Sun Life Financial and Telus Corp. Health’s mental health index, that show 60 per cent of employees report mental health challenges, yet only 30 per cent feel their workplace provides adequate support.

“This discrepancy suggests a misalignment between program offerings and employees’ needs, often because programs lack depth or are not customized to specific workplace issues,” Ms. Ashton says. “[Employees] often experience a gap between their mental health needs and the types of support programs provided.”

The growing backlash to DEI and ESG in the U.S. is affecting Canadian companies as well

It’s easy to say Canada is a far different society, with a far different business culture. But the signs of some tumult are already here, with the population outside Canada’s urban centres restive.

Alberta’s ruling United Conservative Party is openly hostile to DEI and climate initiatives, and federal Conservative Leader Pierre Poilievre, Canada’s likely prime-minister-in-waiting, repeatedly uses the word “woke” as a pejorative while promising to undo the signature piece of climate policy produced by the current Liberal government.

In short, Canadian companies will likely find they need to obscure their ESG and DEI practices with new names, to avoid what have become damaged brands.

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Even in outwardly inclusive workplaces, LGBTQ+ employees face ‘invisible’ challenges

“When I was told I would have to travel for work, my immediate reaction would be panic,” says inclusivity speaker and adviser Nate Shalev. “I was concerned about booking travel with my legal name and risking my team calling me by a name I no longer use, getting through TSA as a trans person with my dignity intact … [and] navigating queer and transphobia at hotels or in taxis, or anywhere, in front of my co-workers.”

Through their consultancy, Revel Impact, Shalev draws on past experiences with “really bad bosses” to help build more inclusive workplaces, educating companies on the barriers their LGBTQ+ team members may be facing – on top of simply getting their jobs done.