This table displays the results of . The information is grouped by Occupations (appearing as row headers), Low exposure, High exposure, low complementarity and High exposure, high complementarity, calculated using percentage of employees units of measure (appearing as column headers). Occupations High exposure, low complementarity High exposure, high complementarity Low exposure percentage of employees
Chart 1 end
At least three-quarters of employees in the following occupations were in the first group ( i.e. , highly exposed to AI -related job transformation and whose tasks could be replaceable with AI in the future): administrative occupations in finance, insurance and business; office support and co-ordination occupations; sales representatives and salespersons in wholesale and retail trade; service representatives and other customer and personal services occupations; professional occupations in business and finance; and computer and information systems professionals. Interestingly, among the 28 occupations, computer and information systems professionals experienced the highest growth (39%) from May 2016 to May 2021. However, this does not necessarily mean that computer and information systems professionals will be in less demand in the future because of AI . While these professionals may be in high-exposure, low-complementarity jobs, they are integral to maintaining and improving the underlying AI infrastructure, and this may lead to the creation of new tasks or jobs. Around 85% of employees or more in management occupations, professional occupations in education services and professional occupations in health (except nursing), as well as engineers, were in the second group ( i.e. , potentially highly exposed to AI -related job transformation, but AI can complement human labour as long as the worker possesses the necessary skills). Some occupations that could be less susceptible to AI -related job transformation (third group) were support occupations in sales and service; trades helpers, construction labourers and related occupations; assisting occupations in support of health services; and natural resources, agriculture and related production occupations.
Chart 2 shows the AI exposure distribution by industry based on the North American Industry Classification System 2017, at the two-digit level. More than half of employees in the following industries were in high-exposure, low-complementarity jobs: professional, scientific and technical services; finance and insurance; and information and cultural industries. In contrast, educational services, and health care and social assistance employed proportionately more employees who may be beneficiaries of AI . Within the health care and social assistance industry, it is mostly the professional occupations ( e.g. , nurses, physicians) that may be complementary with AI technologies (Figure 1). Employees in industries such as accommodation and food services, manufacturing, construction, and transportation and warehousing may face relatively lower exposure to AI -related job transformation.
Chart 2 start
Industries | High exposure, low complementarity | High exposure, high complementarity | Low exposure |
---|---|---|---|
percentage of employees | |||
The sample consists of employees aged 18 to 64 living off reserve in private dwellings, excluding full-time members of the Canadian Armed Forces. The industry classifications are based on the North American Industry Classification System 2017. The industries are ranked according to the number of employees from most (top) to least (bottom). The artificial intelligence occupational exposure index and potential complementarity are computed using Occupational Information Network data and are based on Felten, Raj and Seamans (2021) and Pizzinelli et al. (2023). Statistics Canada, Census of Population, 2021; and Occupational Information Network version 28.2. | |||
Health care and social assistance | 23 | 38 | 39 |
Retail trade | 37 | 23 | 40 |
Manufacturing | 16 | 20 | 64 |
Educational services | 23 | 69 | 8 |
Professional, scientific and technical services | 57 | 35 | 8 |
Public administration | 45 | 31 | 24 |
Construction | 13 | 14 | 73 |
Transportation and warehousing | 19 | 15 | 66 |
Accommodation and food services | 7 | 4 | 89 |
Finance and insurance | 68 | 30 | 2 |
Administrative and support, waste management and remediation services | 39 | 14 | 47 |
Wholesale trade | 33 | 33 | 34 |
Other services (except public administration) | 26 | 21 | 53 |
Information and cultural industries | 56 | 32 | 12 |
Mining, quarrying, and oil and gas extraction | 16 | 25 | 59 |
Agriculture, forestry, fishing and hunting | 12 | 10 | 78 |
Real estate and rental and leasing | 36 | 42 | 22 |
Arts, entertainment and recreation | 25 | 29 | 46 |
Utilities | 26 | 34 | 40 |
Management of companies and enterprises | 59 | 36 | 5 |
Chart 2 end
Employees in larger enterprises (in the commercial sector) may face relatively higher exposure to AI -related job transformation (Chart 3), compared with their counterparts in smaller enterprises. Roughly over one-third of workers in enterprises with 500 or more employees were in high-exposure, low-complementarity jobs in May 2016. This compares with 25% to 28% of workers in smaller enterprises. However, employees in larger enterprises were somewhat more likely to be in jobs complementary with AI than their counterparts in smaller enterprises.
Chart 3 start
Enterprise size | High exposure, high complementarity | High exposure, low complementarity | Low exposure |
---|---|---|---|
percentage of employees | |||
The sample consists of employees aged 18 to 64 living off reserve in private dwellings, excluding full-time members of the Canadian Armed Forces. The artificial intelligence occupational exposure index and potential complementarity are computed using Occupational Information Network data and are based on Felten, Raj and Seamans (2021) and Pizzinelli et al. (2023). The number of employees within an enterprise was computed by integrating Census of Population data with the Longitudinal Worker File. The commercial sector excludes employees from public administration, educational services, and health care and social assistance. Other industries which were excluded: monetary authorities - central bank; religious, grant-making, civic, and professional and similar organizations; and private households. Statistics Canada, Census of Population, 2016, and Longitudinal Worker File, 2015 and 2016; and Occupational Information Network version 28.2. | |||
500 or more employees | 23 | 36 | 41 |
100 to 499 employees | 21 | 28 | 51 |
20 to 99 employees | 19 | 25 | 56 |
Fewer than 20 employees | 18 | 28 | 54 |
Chart 3 end
Educational attainment has historically been one of the most important indicators of whether a worker will be resilient to technological shocks. The growing consensus from the labour economics literature is that less educated workers face a higher risk of automation-related job transformation than highly educated workers because the former group is more likely to perform routine and manual tasks that are more susceptible to being automated. However, Chart 4 shows that AI could affect a broader segment of the labour force than previously thought because it has the capacity to perform non-routine and cognitive tasks. Highly educated employees may face higher exposure to AI -related job transformation, as was shown in Figure 1. The highest shares of high-exposure, low-complementarity jobs are held by employees with a bachelor’s degree (37%) or a college, CEGEP or other certificate or diploma below a bachelor’s degree (36%), followed by those with a graduate degree (32%), high school or less education (25%), and an apprenticeship or trades certificate or diploma (15%). However, employees with a bachelor’s degree or higher were more likely to hold jobs that may be highly complementary with AI than those with an education below the bachelor’s degree level, as long as the potential beneficiaries of AI possess the necessary skills. Employees with an apprenticeship or trades certificate or diploma may be less exposed to AI -related job transformation, as 73% were in low-exposure occupations. However, as previously mentioned, a more nuanced view is that while less educated workers may face potentially lower exposure to AI -related job transformation, highly educated workers from high-exposure jobs may transition to low-exposure jobs, displacing less educated workers (see, e.g. , Beaudry, Green and Sand [2016]).
Chart 4 start
Highest level of education | High exposure, low complementarity | High exposure, high complementarity | Low exposure |
---|---|---|---|
percentage of employees | |||
The sample consists of employees aged 18 to 64 living off reserve in private dwellings, excluding full-time members of the Canadian Armed Forces. The artificial intelligence occupational exposure index and potential complementarity are computed using Occupational Information Network data and are based on Felten, Raj and Seamans (2021) and Pizzinelli et al. (2023). Statistics Canada, Census of Population, 2021; and Occupational Information Network version 28.2. | |||
High school or less | 25 | 13 | 62 |
Apprenticeship or trades certificate or diploma | 15 | 12 | 73 |
College, CEGEP or other certificate or diploma below bachelor's degree | 36 | 26 | 38 |
Bachelor's degree | 37 | 46 | 17 |
Graduate degree | 32 | 58 | 10 |
Chart 4 end
Many of the results presented so far are contrary to the findings on automation documented in the labour economics literature over the past two decades, raising concerns about the nexus of automation and AI . Frenette and Frank (2020) estimated that around 1/10 of employees in Canada were at high risk (probability of 70% or more) of automation-related job transformation in 2016. Chart 5 suggests that exposure to AI -related job transformation decreases as the risk of automation-related job transformation increases. The majority of employees (60%) in jobs at high risk of automation-related transformation were in jobs that may be least exposed to AI -related transformation (Chart 5). In contrast, 18% of employees in jobs at low risk (probability of less than 50%) of automation were in low-exposure jobs. However, although potentially highly exposed to AI -related job transformation, employees at a lower risk of automation-related job transformation hold jobs that could be highly complementary with AI . Jobs facing a moderate risk (probability of 50% to less than 70%) of automation-related transformation were most likely to be high-exposure, low-complementarity jobs. These findings are important, as they suggest that the distinction between manual and cognitive tasks and between repetitive and non-repetitive tasks used in the last two decades in labour economics to understand automation-related technological transformation may not apply to AI .
Chart 5 start
Risk of automation | High exposure, high complementarity | High exposure, low complementarity | Low exposure |
---|---|---|---|
percentage of employees | |||
The sample consists of employees aged 18 to 64 from the database used by Frenette and Frank (2020). Occupations at low risk of automation are those with a probability of automation lower than 50%. Occupations with a moderate risk of automation are those with a probability of automation of 50% to less than 70%. Occupations at high risk of automation are those with a probability of automation of 70% or more. The artificial intelligence occupational exposure index and potential complementarity are computed using Occupational Information Network data and are based on Felten, Raj and Seamans (2021) and Pizzinelli et al. (2023). Statistics Canada, Longitudinal and International Survey of Adults, 2016 (wave 3); and Occupational Information Network version 28.2. | |||
High risk of automation | 6 | 34 | 60 |
Moderate risk of automation | 19 | 41 | 40 |
Low risk of automation | 46 | 36 | 18 |
Chart 5 end
Like previous waves of technological transformation, AI has the potential to boost productivity. But this process can also exacerbate earnings inequality. Chart 6 shows the AI exposure distribution across employment income deciles. More than half of the jobs in the bottom half of the distribution were low-exposure jobs, while around 30% were high-exposure, low-complementarity jobs. The middle of the distribution may be the most vulnerable to AI -related job transformation, with around one-third of jobs being high exposure and low complementarity. Exposure to AI -related job transformation increases with employment income, but higher earners hold jobs that may be highly complementary with AI . Although the top decile had the highest share of jobs potentially exposed to AI -related job transformation, they also had the highest share of jobs (55%) that are highly complementary with AI . If higher earners can take advantage of the complementary benefits of AI , their productivity and earnings growth may outpace those of lower earners, and this could exacerbate earnings inequality (Cazzaniga et al. , 2024). However, the diffusion of AI could also potentially reduce earnings inequality if AI happens to adversely affect high-skill occupations (see, e.g. , Webb [2020]).
Chart 6 start
Employment income decile | High exposure, low complementarity | High exposure, high complementarity | Low exposure |
---|---|---|---|
percentage of employees | |||
The sample consists of employees aged 18 to 64 living off reserve in private dwellings, excluding full-time members of the Canadian Armed Forces. The artificial intelligence occupational exposure index and potential complementarity are computed using Occupational Information Network data and are based on Felten, Raj and Seamans (2021) and Pizzinelli et al. (2023). Statistics Canada, Census of Population, 2021; and Occupational Information Network version 28.2. | |||
Decile 1 | 32 | 16 | 52 |
Decile 2 | 31 | 15 | 54 |
Decile 3 | 29 | 17 | 54 |
Decile 4 | 31 | 19 | 50 |
Decile 5 | 35 | 21 | 44 |
Decile 6 | 35 | 24 | 41 |
Decile 7 | 33 | 31 | 36 |
Decile 8 | 29 | 41 | 30 |
Decile 9 | 26 | 50 | 24 |
Decile 10 | 26 | 55 | 19 |
Chart 6 end
Canada’s record population growth, recently driven by international migration, raises questions about the future of jobs done by immigrants and non-permanent residents. In May 2016, recent immigrants (those who landed from 2011 to 2016) (29%) were just as likely as Canadian-born individuals (29%) to be in high-exposure, low-complementarity jobs (Chart 7). However, by May 2021, while the share of Canadian-born individuals in such jobs remained the same, the share of recent immigrants (those who landed from 2016 to 2021) in these jobs increased to 37%. This was partly driven by the fact that nearly 1/10 of permanent residents who landed from 2016 to 2021 were employed in computer and information systems professions in May 2021—occupations more likely to be high exposure and low complementarity. Less than 5% of permanent residents who landed from 2011 to 2016 were employed in these professions in May 2016. This increasing concentration of recent immigrants in computer and information systems professions has been documented by Picot and Mehdi (forthcoming). Another reason could be the (temporarily) falling share of employment in occupations adversely affected by the COVID-19 pandemic. Non-permanent residents were more likely to be in high-exposure, low-complementarity jobs and low-exposure jobs than Canadian-born individuals. One goal of economic immigration programs is to fill labour and skills shortages. However, perceived labour shortages may eventually incentivize some employers to adopt AI technologies, especially if such shortages are in occupations highly exposed to AI -related job transformation.
Chart 7 start
Immigrant status | High exposure, low complementarity | High exposure, high complementarity | Low exposure |
---|---|---|---|
percentage of employees | |||
The sample consists of employees aged 18 to 64 living off reserve in private dwellings, excluding full-time members of the Canadian Armed Forces. The artificial intelligence occupational exposure index and potential complementarity are based on Felten, Raj and Seamans (2021) and Pizzinelli et al. (2023). Recent immigrants employed in May 2016 are permanent residents who landed in Canada from January 2011 to May 2016. Recent immigrants employed in May 2021 are permanent residents who landed in Canada from January 2016 to May 2021. Statistics Canada, Census of Population, 2016 and 2021; and Occupational Information Network version 28.2. | |||
Canadian-born individuals | |||
May 2016 | 29 | 28 | 43 |
May 2021 | 29 | 30 | 41 |
Recent immigrants | |||
May 2016 | 29 | 19 | 52 |
May 2021 | 37 | 23 | 40 |
Non-permanent residents | |||
May 2016 | 33 | 21 | 46 |
May 2021 | 35 | 17 | 48 |
Chart 7 end
Appendix Table A.1 (May 2016) and Appendix Table A.2 (May 2021) provide further results disaggregated by field of study, age group, gender, activity limitation status, selected census metropolitan area (CMA), racialized group, full-time or part-time status, union membership status, and whether the job can be done from home.
Exposure to AI -related job transformation varies substantially not only across fields of study but also on whether the employee has a bachelor’s degree or higher education. For example, employees who studied engineering and engineering technology or health care at a level below a bachelor’s degree were less likely to face AI -related job transformation than employees who studied the same disciplines at the bachelors’ degree or higher level. However, even with increased exposure, the majority of the latter group held jobs that were highly complementary with AI . Close to 60% of employees or more who studied mathematics and computer and information sciences—regardless of where they received their postsecondary education—were in high-exposure, low-complementarity jobs. Employees who studied construction trades and mechanic and repair trades may face relatively lower exposure to AI -related job transformation.
Employees aged 18 to 24 are overrepresented in low-exposure occupations, likely because they do not yet have the necessary experience to be employed in high-skill occupations. Core working-age employees, those aged 25 to 54 years, are generally more likely to hold jobs highly exposed to AI -related job transformation than their younger and older counterparts. But core working-age employees are also more likely to hold jobs that may be highly complementary with AI .
Slightly over one-fifth of men are employed in high-exposure, low-complementarity jobs, compared with 38% of women. This is because men are more likely to be employed in the skilled trades, which may face relatively lower exposure to AI -related job transformation. However, women (33%) are more likely than men (25%) to be employed in occupations that could be highly complementary with AI .
Occupations facing AI -related job transformation are more likely to be in large population centres. The CMAs of Ottawa–Gatineau (39%) and Toronto (37%) had proportionately more high-exposure, low-complementarity employment relative to other CMAs. But urban areas also had proportionately more jobs that could be highly complementary with AI .
Chinese (45%) and South Asian (38%) employees are more likely to hold high-exposure, low-complementarity jobs than other racialized groups. This is partly driven by their relatively higher representation in computer and information systems professions, which potentially highly exposed to AI -related job transformation and whose tasks may be replaceable by AI in the future. However, as noted earlier, these occupations could be integral to maintaining and improving the underlying AI infrastructure.
Unionized employees are almost as likely as their non-unionized counterparts to be highly exposed to AI -related job transformation. However, non-unionized employees (35%) are more likely to be in high-exposure, low-complementarity jobs than unionized employees (23%). This was largely driven by a higher share of unionized employees in health care and education occupations, which are potentially highly exposed to and complementary with AI .
The COVID-19 pandemic has led to significant increases in working from home (see, e.g. , Mehdi and Morissette [2021a] or Mehdi and Morissette [2021b]). These jobs are usually held by highly educated employees who may be more exposed to AI -related job transformation than their less educated counterparts. Just over half (51%) of employees with jobs that can be done from home were in high-exposure, low-complementarity occupations, compared with 14% of employees in jobs that cannot be done from home. Note However, 47% of the former group holds jobs that could be highly complementary with AI , compared with 14% of the latter group. How the advent of AI could affect the labour market in potential future pandemics is unclear (see, e.g. , Frenette and Morissette [2021]).
This study provides experimental estimates of the number and percentage of employees aged 18 to 64 in Canada potentially susceptible to AI -related job transformation using the C-AIOE index of Pizzinelli et al. (2023) and data from O*NET and the 2016 and 2021 censuses of population. Occupations were grouped into three distinct categories: (1) high exposure and low complementarity, (2) high exposure and high complementarity, and (3) low exposure. Being in the second group does not necessarily reduce AIOE , as workers would still need the necessary skills to be able to leverage the potential complementary benefits of AI .
On average, in May 2021, approximately 4.2 million employees (31%) in Canada were in the first group, about 3.9 million (29%) were in the second group and about 5.4 million (40%) were in the third group. This distribution was similar in May 2016. Employees in the following industries were more likely than others to be in the first group: professional, scientific and technical services; finance and insurance; and information and cultural industries. In contrast, employees in educational services, and health care and social assistance were more likely to be in the second group than other employees. Employees in industries such as accommodation and food services, manufacturing, construction, and transportation and warehousing face relatively less exposure to AI -related job transformation.
Unlike previous waves of automation, which affected routine and non-cognitive jobs, AI could affect a broader segment of the labour force than previously thought. Contrary to previous findings from the technological transformation literature, AI could transform the jobs of highly educated employees to a greater extent than those of their less educated counterparts. However, highly educated employees also hold jobs that may be highly complementary with AI . Previous labour market policy recommendations in response to the threat of automation included supporting upskilling and job transition initiatives. The findings in this article, which reflect the possible role of AI exposure and complementarity for occupations and workers in Canada, may inform future policy discussions on the topic.
The index used in this study is subjective and based on judgments regarding some current possibilities of AI . Consequently, the applicability of the index may decrease over time as AI capabilities grow and AI can perform an increasing number of tasks currently done by human workers. The index is also computed at the occupational level, implicitly assuming that tasks within a given occupation are the same across regions and worker characteristics. However, the ability to adapt and respond to changing skill demands will likely vary across worker characteristics. If tasks vary substantially across regions and worker characteristics, and if some tasks are more vulnerable to AI substitution, the index could be over- or underestimated to a certain extent. For example, computer programmers in one region who spend their work day coding may be more susceptible to AI -related job transformation if AI is proficient in writing that code. In contrast, programmers in another region who spend part of their day interacting face to face with team members may be less susceptible, assuming AI is not yet proficient in face-to-face interactions. To address this, future research could develop alternative measures of AI exposure at the worker level, similar to how Arntz, Gregory and Zierahn (2016) or Frenette and Frank (2020) estimated automation risk. Future studies could also attempt to answer the question, “What happened to workers whose jobs were exposed to AI -related job transformation?”
As AI technologies continue to evolve, they have the potential to reshape industries, redefine job roles and transform the nature of work. AI may also create new challenges and divides and push boundaries. But large-scale AI adoption may take some time, as employers may face financial, legal and institutional constraints. This study provides a static picture of AIOE based on employment compositions in Canada in May 2016 and May 2021, which were fairly similar. How AI affects productivity and how workers and firms adapt to the potentially evolving labour market in the long run remain to be seen.
Employment | AIOE | Potential complementarity | Complementarity-adjusted AIOE | High exposure, low complementarity | High exposure, high complementarity | Low exposure | |
---|---|---|---|---|---|---|---|
number | average index | percent | |||||
... not applicable 11 referrer 22 referrer 33 referrer AIOE = artificial intelligence occupational exposure and n.i.e. = not included elsewhere. The sample consists of employees aged 18 to 64 living off reserve in private dwellings, excluding full-time members of the Canadian Armed Forces. The numbers in parentheses indicate the codes from version 1.3 of the National Occupational Classification (NOC) 2016. Of the 500 NOC occupations, 10 occupations, which represented less than 1% of Canadian employment, were excluded because of a lack of Occupational Information Network (O*NET) data for computing the AIOE or complementarity parameter. The AIOE index and potential complementarity are computed using O*NET data and are based on Felten, Raj and Seamans (2021) and Pizzinelli et al. (2023). The complementarity-adjusted AIOE is calculated using a weight of 1. An occupation is “high exposure” if its AIOE exceeds the median AIOE across all occupations (around 6.0) and “low exposure” otherwise. An occupation is “high complementarity” if its complementarity level exceeds the median complementarity level across all occupations (around 0.6) and “low complementarity” otherwise. Numbers may not sum up to the total because of rounding or non-responses.Statistics Canada, Census of Population, 2016, Longitudinal and International Study of Adults (wave 3), 2016, and Longitudinal Worker File, 2015 and 2016; and Occupational Information Network version 28.2. | |||||||
Total | 13,943,200 | 6.0758 | 0.5953 | 5.3231 | 30 | 27 | 43 |
Occupation | |||||||
Management occupations (0) | 1,401,800 | 6.4705 | 0.6610 | 5.4581 | 6 | 86 | 8 |
Support occupations in sales and service (66, 67) | 1,156,000 | 5.5916 | 0.5097 | 5.1406 | 2 | 0 | 98 |
Administrative occupations in finance, insurance and business (12, 13) | 961,000 | 6.4815 | 0.5578 | 5.8056 | 83 | 17 | 0 |
Office support and co-ordination occupations (14, 15) | 916,800 | 6.2339 | 0.5002 | 5.7637 | 79 | 1 | 20 |
Sales and service supervisors (62, 63) | 759,000 | 6.0866 | 0.6040 | 5.3035 | 17 | 30 | 53 |
Service representatives and other customer and personal services occupations (65) | 744,800 | 6.0972 | 0.5345 | 5.5326 | 59 | 3 | 38 |
Transport and heavy equipment operators and servicers (74, 75) | 701,400 | 5.5456 | 0.6080 | 4.8267 | 0 | 0 | 100 |
Industrial, electrical and construction trades (72) | 646,100 | 5.5706 | 0.6345 | 4.7715 | 0 | 0 | 100 |
Professional occupations in education services (40) | 643,900 | 6.4743 | 0.6814 | 5.3975 | 9 | 91 | 0 |
Support occupations in law and social services (42, 43, 44) | 624,100 | 6.0716 | 0.6286 | 5.2256 | 27 | 30 | 43 |
Sales representatives and salespersons in wholesale and retail trade (64) | 618,600 | 6.0941 | 0.5568 | 5.4565 | 85 | 15 | 0 |
Technical occupations related to natural and applied sciences (22) | 460,200 | 6.1608 | 0.6202 | 5.3268 | 36 | 37 | 27 |
Professional occupations in business and finance (11) | 452,100 | 6.6595 | 0.5886 | 5.8600 | 100 | 0 | 0 |
Maintenance and equipment operation trades (73) | 418,400 | 5.6468 | 0.6590 | 4.7689 | 0 | 6 | 94 |
Assemblers and labourers in manufacturing and utilities (95, 96) | 371,800 | 5.5876 | 0.5226 | 5.0988 | 0 | 0 | 100 |
Professional occupations in law and social, community and government services (41) | 364,000 | 6.5632 | 0.6446 | 5.5925 | 22 | 78 | 0 |
Machine operators and supervisors in manufacturing and utilities (92, 94) | 334,100 | 5.7241 | 0.5783 | 5.0586 | 0 | 8 | 92 |
Occupations in art, culture, recreation and sports (51, 52) | 311,500 | 6.0360 | 0.6035 | 5.2657 | 38 | 28 | 34 |
Computer and information systems professionals (217) | 307,600 | 6.5877 | 0.5513 | 5.9195 | 100 | 0 | 0 |
Assisting occupations in support of health services (34) | 294,500 | 5.6644 | 0.6101 | 4.9240 | 0 | 0 | 100 |
Technical occupations in health (32) | 292,600 | 5.8853 | 0.6244 | 5.0736 | 14 | 17 | 69 |
Professional occupations in nursing (30) | 289,000 | 6.1660 | 0.6995 | 5.0834 | 0 | 100 | 0 |
Natural resources, agriculture and related production occupations (8) | 246,000 | 5.4174 | 0.5742 | 4.7974 | 0 | 0 | 100 |
Engineers (213, 214) | 203,900 | 6.5441 | 0.6337 | 5.6093 | 13 | 87 | 0 |
Trades helpers, construction labourers and related occupations (76) | 174,700 | 5.3877 | 0.6018 | 4.7027 | 0 | 0 | 100 |
Professional occupations in health (except nursing) (31) | 155,100 | 6.3060 | 0.7283 | 5.1119 | 0 | 87 | 13 |
Physical and life science professionals (211, 212) | 53,500 | 6.3801 | 0.6588 | 5.3913 | 2 | 98 | 0 |
Architects and statisticians (215, 216) | 41,000 | 6.5368 | 0.6374 | 5.5940 | 29 | 71 | 0 |
Industry | |||||||
Health care and social assistance | 1,757,800 | 6.0723 | 0.6166 | 5.2559 | 22 | 39 | 39 |
Retail trade | 1,659,300 | 6.0276 | 0.5654 | 5.3706 | 41 | 22 | 37 |
Manufacturing | 1,379,800 | 5.9026 | 0.5773 | 5.2217 | 16 | 18 | 66 |
Educational services | 1,060,100 | 6.3636 | 0.6512 | 5.3987 | 22 | 69 | 9 |
Accommodation and food services | 974,600 | 5.7522 | 0.5456 | 5.1790 | 7 | 3 | 90 |
Public administration | 966,600 | 6.2384 | 0.6106 | 5.4253 | 43 | 26 | 31 |
Professional, scientific and technical services | 892,700 | 6.4498 | 0.5881 | 5.6769 | 58 | 34 | 8 |
Construction | 892,500 | 5.7784 | 0.6390 | 4.9378 | 13 | 14 | 73 |
Finance and insurance | 672,900 | 6.5370 | 0.5806 | 5.7765 | 70 | 28 | 2 |
Transportation and warehousing | 663,500 | 5.8835 | 0.5975 | 5.1514 | 20 | 15 | 65 |
Wholesale trade | 557,900 | 6.1445 | 0.5926 | 5.3922 | 30 | 35 | 35 |
Other services (except public administration) | 551,600 | 5.9888 | 0.5961 | 5.2458 | 23 | 18 | 59 |
Administrative and support, waste management and remediation services | 549,800 | 5.9322 | 0.5568 | 5.3101 | 40 | 12 | 48 |
Information and cultural industries | 348,000 | 6.2984 | 0.5908 | 5.5354 | 52 | 32 | 16 |
Arts, entertainment and recreation | 238,700 | 5.9661 | 0.5830 | 5.2643 | 28 | 21 | 51 |
Real estate and rental and leasing | 220,400 | 6.2789 | 0.6129 | 5.4460 | 31 | 47 | 22 |
Mining, quarrying, and oil and gas extraction | 212,400 | 5.9766 | 0.6346 | 5.1229 | 18 | 26 | 56 |
Agriculture, forestry, fishing and hunting | 196,000 | 5.6807 | 0.5810 | 5.0137 | 10 | 9 | 81 |
Utilities | 124,500 | 6.1459 | 0.6279 | 5.2915 | 28 | 34 | 38 |
Management of companies and enterprises | 24,200 | 6.4615 | 0.5929 | 5.6708 | 55 | 39 | 6 |
Highest level of education | |||||||
High school or less | 4,751,200 | 5.8867 | 0.5692 | 5.2349 | 26 | 13 | 61 |
Apprenticeship or trades certificate or diploma | 1,450,400 | 5.8141 | 0.6052 | 5.0680 | 15 | 12 | 73 |
College, CEGEP or other certificate or diploma below bachelor's degree | 3,679,500 | 6.1146 | 0.5944 | 5.3629 | 36 | 26 | 38 |
Bachelor's degree | 2,800,700 | 6.3249 | 0.6162 | 5.4764 | 36 | 47 | 17 |
Graduate degree | 1,261,400 | 6.4227 | 0.6380 | 5.4918 | 29 | 61 | 10 |
Employment income decile | |||||||
Decile 1 | 1,394,320 | 5.9443 | 0.5650 | 5.2964 | 30 | 15 | 55 |
Decile 2 | 1,394,320 | 5.9160 | 0.5602 | 5.2867 | 30 | 13 | 57 |
Decile 3 | 1,394,320 | 5.9337 | 0.5679 | 5.2797 | 29 | 15 | 56 |
Decile 4 | 1,394,320 | 5.9766 | 0.5764 | 5.2935 | 30 | 18 | 52 |
Decile 5 | 1,394,320 | 6.0313 | 0.5810 | 5.3292 | 34 | 20 | 46 |
Decile 6 | 1,394,320 | 6.0885 | 0.5898 | 5.3543 | 36 | 23 | 41 |
Decile 7 | 1,394,320 | 6.1279 | 0.6028 | 5.3491 | 34 | 28 | 38 |
Decile 8 | 1,394,320 | 6.1767 | 0.6221 | 5.3317 | 29 | 38 | 33 |
Decile 9 | 1,394,320 | 6.2370 | 0.6389 | 5.3320 | 25 | 48 | 27 |
Decile 10 | 1,394,320 | 6.3204 | 0.6474 | 5.3769 | 23 | 54 | 23 |
Selected census metropolitan area | |||||||
Toronto | 2,431,000 | 6.1519 | 0.5921 | 5.3990 | 35 | 29 | 36 |
Montréal | 1,683,900 | 6.1190 | 0.5909 | 5.3740 | 33 | 29 | 38 |
Vancouver | 1,029,800 | 6.1123 | 0.5946 | 5.3573 | 33 | 28 | 39 |
Calgary | 614,000 | 6.1265 | 0.5998 | 5.3537 | 32 | 30 | 38 |
Ottawa–Gatineau | 582,000 | 6.1996 | 0.5959 | 5.4301 | 38 | 32 | 30 |
Edmonton | 577,900 | 6.0656 | 0.6011 | 5.2972 | 29 | 27 | 44 |
Québec | 352,100 | 6.1292 | 0.5937 | 5.3749 | 34 | 29 | 37 |
Winnipeg | 338,700 | 6.0764 | 0.5937 | 5.3285 | 30 | 27 | 43 |
Hamilton | 304,700 | 6.0836 | 0.5977 | 5.3218 | 28 | 30 | 42 |
Kitchener–Cambridge–Waterloo | 228,600 | 6.0757 | 0.5920 | 5.3324 | 30 | 26 | 44 |
London | 198,900 | 6.0716 | 0.5944 | 5.3214 | 29 | 27 | 44 |
Halifax | 182,300 | 6.1287 | 0.5970 | 5.3648 | 33 | 29 | 38 |
Other | 5,419,300 | ... not applicable | ... not applicable | ... not applicable | ... not applicable | ... not applicable | ... not applicable |
Field of study based on highest level of education | |||||||
High school or less | 4,751,200 | 5.8867 | 0.5692 | 5.2349 | 26 | 13 | 61 |
Some postsecondary below bachelor's degree | 5,129,900 | 6.0296 | 0.5975 | 4.5294 | 30 | 22 | 48 |
Business and administration | 1,075,300 | 6.3026 | 0.5687 | 5.6073 | 56 | 24 | 20 |
Trades (except construction trades and mechanic and repair technologies/technicians), services, natural resources and conservation | 991,900 | 5.8747 | 0.5952 | 5.1478 | 19 | 13 | 68 |
Construction trades and mechanic and repair technologies/technicians | 786,800 | 5.7282 | 0.6422 | 4.8855 | 6 | 12 | 82 |
Health care | 784,900 | 5.9741 | 0.6062 | 5.2041 | 21 | 25 | 54 |
Engineering and engineering technology | 407,100 | 6.0475 | 0.6157 | 5.2382 | 23 | 30 | 47 |
Arts and humanities | 330,400 | 6.0925 | 0.5743 | 5.4013 | 41 | 22 | 37 |
Social and behavioural sciences | 269,800 | 6.1189 | 0.5953 | 5.3615 | 30 | 43 | 27 |
Mathematics and computer and information sciences | 216,700 | 6.2733 | 0.5750 | 5.5625 | 56 | 20 | 24 |
Science and science technology | 109,500 | 6.0495 | 0.5926 | 5.3087 | 34 | 23 | 43 |
Legal professions and studies | 80,300 | 6.3578 | 0.5435 | 5.7395 | 72 | 12 | 16 |
Education and teaching | 77,200 | 6.1270 | 0.6225 | 5.2851 | 23 | 52 | 25 |
Bachelor's degree or higher | 4,062,100 | 6.3552 | 0.6230 | 4.6072 | 34 | 52 | 14 |
Business and administration | 797,100 | 6.4447 | 0.5981 | 5.6386 | 52 | 36 | 12 |
Social and behavioural sciences | 619,900 | 6.3561 | 0.6069 | 5.5332 | 42 | 42 | 16 |
Education and teaching | 474,100 | 6.3763 | 0.6719 | 5.3417 | 10 | 84 | 6 |
Arts and humanities | 443,300 | 6.2917 | 0.6047 | 5.4812 | 39 | 42 | 19 |
Engineering and engineering technology | 430,000 | 6.3772 | 0.6196 | 5.5103 | 29 | 56 | 15 |
Health care | 397,200 | 6.1986 | 0.6758 | 5.1821 | 8 | 74 | 18 |
Science and science technology | 384,900 | 6.2881 | 0.6220 | 5.4261 | 30 | 50 | 20 |
Mathematics and computer and information sciences | 217,400 | 6.4472 | 0.5813 | 5.6964 | 66 | 24 | 10 |
Trades (except construction trades and mechanic and repair technologies/technicians), services, natural resources and conservation | 211,500 | 6.3228 | 0.6330 | 5.4205 | 24 | 59 | 17 |
Legal professions and studies | 86,700 | 6.4908 | 0.6510 | 5.5042 | 24 | 67 | 9 |
Construction trades and mechanic and repair technologies/technicians | 0 | .. not available for a specific reference period | .. not available for a specific reference period | .. not available for a specific reference period | .. not available for a specific reference period | .. not available for a specific reference period | .. not available for a specific reference period |
Age | |||||||
18 to 24 years | 1,818,200 | 5.8816 | 0.5621 | 5.2522 | 30 | 10 | 60 |
25 to 34 years | 3,247,300 | 6.0952 | 0.6008 | 5.3245 | 31 | 28 | 41 |
35 to 44 years | 3,160,700 | 6.1342 | 0.6055 | 5.3435 | 30 | 33 | 37 |
45 to 54 years | 3,351,000 | 6.1096 | 0.6001 | 5.3378 | 29 | 31 | 40 |
55 to 64 years | 2,366,000 | 6.0725 | 0.5927 | 5.3273 | 30 | 27 | 43 |
Gender | |||||||
Men | 6,997,800 | 5.9826 | 0.6079 | 5.2034 | 22 | 24 | 54 |
Women | 6,945,400 | 6.1697 | 0.5826 | 5.4437 | 38 | 30 | 32 |
Often or always have difficulties with daily activities | |||||||
No | 12,242,500 | 6.0779 | 0.5961 | 5.3223 | 30 | 28 | 42 |
Yes | 1,650,500 | 6.0655 | 0.5894 | 5.3319 | 31 | 25 | 44 |
Immigrant status | |||||||
Canadian-born individual | 10,465,100 | 6.0753 | 0.5985 | 5.3133 | 29 | 28 | 43 |
Permanent resident (landed before 2006) | 2,222,300 | 6.1044 | 0.5894 | 5.3653 | 32 | 27 | 41 |
Permanent resident (landed from 2006 to 2010) | 513,000 | 6.0401 | 0.5819 | 5.3307 | 30 | 23 | 47 |
Permanent resident (landed from 2011 to 2016) | 520,600 | 6.0023 | 0.5754 | 5.3163 | 29 | 19 | 52 |
Non-permanent resident | 222,200 | 6.0661 | 0.5796 | 5.3600 | 33 | 21 | 46 |
Racialized group | |||||||
White | 10,334,600 | 6.0815 | 0.5997 | 5.3149 | 29 | 29 | 42 |
South Asian | 740,100 | 6.0995 | 0.5826 | 5.3816 | 35 | 24 | 41 |
Chinese | 577,700 | 6.2033 | 0.5831 | 5.4717 | 41 | 27 | 32 |
Black | 421,600 | 6.0114 | 0.5807 | 5.3101 | 31 | 21 | 48 |
Filipino | 415,700 | 5.9028 | 0.5705 | 5.2438 | 23 | 14 | 63 |
Arab | 158,400 | 6.1496 | 0.5933 | 5.3928 | 33 | 32 | 35 |
Latin American | 213,200 | 5.9880 | 0.5763 | 5.3011 | 29 | 20 | 51 |
Southeast Asian | 131,400 | 5.9479 | 0.5677 | 5.2912 | 25 | 15 | 60 |
West Asian | 95,700 | 6.1382 | 0.5902 | 5.3922 | 34 | 29 | 37 |
Korean | 64,200 | 6.1347 | 0.5896 | 5.3898 | 32 | 29 | 39 |
Japanese | 24,700 | 6.1799 | 0.5936 | 5.4189 | 35 | 32 | 33 |
Racialized groups, n.i.e. | 57,800 | 6.0614 | 0.5816 | 5.3522 | 33 | 23 | 44 |
Multiple racialized groups | 247,000 | 6.1092 | 0.5863 | 5.3789 | 35 | 26 | 39 |
Hours worked per week | |||||||
30 or more (full-time) | 11,264,800 | 6.1030 | 0.6025 | 5.3256 | 29 | 30 | 41 |
Less than 30, but more than 0 (part-time) | 2,346,600 | 5.9624 | 0.5644 | 5.3149 | 32 | 17 | 51 |
Union member | |||||||
No | 9,215,800 | 6.0886 | 0.5856 | 5.3637 | 34 | 24 | 42 |
Yes | 4,727,500 | 6.0508 | 0.6141 | 5.2438 | 23 | 33 | 44 |
Enterprise size 1 | |||||||
Fewer than 20 employees | 2,167,400 | 6.0170 | 0.5884 | 5.2935 | 29 | 21 | 50 |
20 to 99 employees | 2,207,100 | 5.9952 | 0.5866 | 5.2780 | 25 | 23 | 52 |
100 to 499 employees | 1,830,500 | 6.0315 | 0.5889 | 5.3030 | 28 | 24 | 48 |
500 or more employees | 6,527,400 | 6.1452 | 0.6028 | 5.3612 | 33 | 32 | 35 |
Job can be done from home 2 | |||||||
No | 8,171,400 | 5.7949 | 0.5927 | 5.0835 | 15 | 13 | 72 |
Yes | 5,771,800 | 6.4734 | 0.5989 | 5.6622 | 51 | 47 | 2 |
Risk of automation 3 | |||||||
Low risk of automation (probability of less than 50%) | 7,849,200 | 6.3341 | 0.6258 | 5.4453 | 36 | 46 | 18 |
Moderate risk of automation (probability of 50% to less than 70%) | 4,285,800 | 6.0999 | 0.5872 | 5.3709 | 41 | 19 | 40 |
High risk of automation (probability of 70% or higher) | 1,547,300 | 5.9139 | 0.5488 | 5.3215 | 34 | 6 | 60 |
Employment | AIOE | Potential complementarity | Complementarity-adjusted AIOE | High exposure, low complementarity | High exposure, high complementarity | Low exposure | |
---|---|---|---|---|---|---|---|
number | average index | percent | |||||
... not applicable 11 referrer 22 referrer AIOE = artificial intelligence occupational exposure and n.i.e. = not included elsewhere. The sample consists of employees aged 18 to 64 living off reserve in private dwellings, excluding full-time members of the Canadian Armed Forces. The numbers in parentheses indicate the codes from version 1.3 of the National Occupational Classification (NOC) 2016. Of the 500 NOC occupations, 10 occupations, which represented less than 1% of Canadian employment, were excluded because of a lack of Occupational Information Network (O*NET) data for computing the AIOE or complementarity parameter. The AIOE index and potential complementarity are computed using O*NET data and are based on Felten, Raj and Seamans (2021) and Pizzinelli et al. (2023). The complementarity-adjusted AIOE is calculated using a weight of 1. An occupation is “high exposure” if its AIOE exceeds the median AIOE across all occupations (around 6.0) and “low exposure” otherwise. An occupation is “high complementarity” if its complementarity level exceeds the median complementarity level across all occupations (around 0.6) and “low complementarity” otherwise. Numbers may not sum up to the total because of rounding or non-responses.Statistics Canada, Census of Population, 2021; and Occupational Information Network version 28.2. | |||||||
Total | 13,589,900 | 6.1010 | 0.5989 | 4.5683 | 31 | 29 | 40 |
Occupation | |||||||
Management occupations (0) | 1,500,200 | 6.4858 | 0.6599 | 4.4635 | 6 | 87 | 7 |
Support occupations in sales and service (66, 67) | 1,040,700 | 5.5812 | 0.5093 | 4.6833 | 1 | 0 | 99 |
Administrative occupations in finance, insurance and business (12, 13) | 979,700 | 6.4791 | 0.5592 | 5.1198 | 82 | 18 | 0 |
Office support and co-ordination occupations (14, 15) | 832,500 | 6.2227 | 0.5029 | 5.2678 | 76 | 0 | 24 |
Sales and service supervisors (62, 63) | 620,200 | 6.0893 | 0.6046 | 4.5206 | 19 | 27 | 54 |
Service representatives and other customer and personal services occupations (65) | 516,600 | 6.2254 | 0.5300 | 5.1038 | 77 | 2 | 21 |
Transport and heavy equipment operators and servicers (74, 75) | 702,100 | 5.5430 | 0.6095 | 4.0975 | 0 | 0 | 100 |
Industrial, electrical and construction trades (72) | 606,000 | 5.5727 | 0.6381 | 3.9541 | 0 | 0 | 100 |
Professional occupations in education services (40) | 675,000 | 6.4791 | 0.6780 | 4.3461 | 12 | 88 | 0 |
Support occupations in law and social services (42, 43, 44) | 617,400 | 6.1154 | 0.6333 | 4.3856 | 32 | 34 | 34 |
Sales representatives and salespersons in wholesale and retail trade (64) | 482,300 | 6.0790 | 0.5537 | 4.8267 | 89 | 11 | 0 |
Technical occupations related to natural and applied sciences (22) | 477,100 | 6.1674 | 0.6195 | 4.5010 | 34 | 40 | 26 |
Professional occupations in business and finance (11) | 491,600 | 6.6558 | 0.5901 | 5.0478 | 100 | 0 | 0 |
Maintenance and equipment operation trades (73) | 408,500 | 5.6534 | 0.6609 | 3.8844 | 0 | 7 | 93 |
Assemblers and labourers in manufacturing and utilities (95, 96) | 343,400 | 5.5736 | 0.5196 | 4.6156 | 0 | 0 | 100 |
Professional occupations in law and social, community and government services (41) | 406,600 | 6.5639 | 0.6414 | 4.6434 | 24 | 76 | 0 |
Machine operators and supervisors in manufacturing and utilities (92, 94) | 302,400 | 5.7288 | 0.5829 | 4.3706 | 0 | 10 | 90 |
Occupations in art, culture, recreation and sports (51, 52) | 277,500 | 6.1135 | 0.6011 | 4.5674 | 46 | 33 | 21 |
Computer and information systems professionals (217) | 426,900 | 6.5851 | 0.5516 | 5.2472 | 100 | 0 | 0 |
Assisting occupations in support of health services (34) | 374,000 | 5.6574 | 0.6095 | 4.1815 | 0 | 0 | 100 |
Technical occupations in health (32) | 309,200 | 5.8897 | 0.6250 | 4.2623 | 13 | 18 | 69 |
Professional occupations in nursing (30) | 317,500 | 6.1660 | 0.6995 | 4.0007 | 0 | 100 | 0 |
Natural resources, agriculture and related production occupations (8) | 221,300 | 5.4180 | 0.5746 | 4.1757 | 0 | 0 | 100 |
Engineers (213, 214) | 210,800 | 6.5463 | 0.6340 | 4.6747 | 13 | 87 | 0 |
Trades helpers, construction labourers and related occupations (76) | 186,800 | 5.3881 | 0.6021 | 4.0165 | 0 | 0 | 100 |
Professional occupations in health (except nursing) (31) | 153,500 | 6.2932 | 0.7266 | 3.9209 | 0 | 86 | 14 |
Physical and life science professionals (211, 212) | 59,900 | 6.3805 | 0.6591 | 4.4004 | 1 | 99 | 0 |
Architects and statisticians (215, 216) | 50,200 | 6.5470 | 0.6391 | 4.6462 | 25 | 75 | 0 |
Industry | |||||||
Health care and social assistance | 1,955,500 | 6.0762 | 0.6154 | 4.4512 | 23 | 38 | 39 |
Retail trade | 1,549,400 | 6.0176 | 0.5659 | 4.7014 | 37 | 23 | 40 |
Manufacturing | 1,295,400 | 5.9164 | 0.5795 | 4.5381 | 16 | 20 | 64 |
Educational services | 1,091,300 | 6.3759 | 0.6516 | 4.4403 | 23 | 69 | 8 |
Accommodation and food services | 663,800 | 5.7734 | 0.5548 | 4.5682 | 7 | 4 | 89 |
Public administration | 1,025,900 | 6.2976 | 0.6099 | 4.6612 | 45 | 31 | 24 |
Professional, scientific and technical services | 1,045,200 | 6.4585 | 0.5912 | 4.8910 | 57 | 35 | 8 |
Construction | 958,000 | 5.7966 | 0.6388 | 4.1124 | 13 | 14 | 73 |
Finance and insurance | 661,500 | 6.5431 | 0.5824 | 5.0093 | 68 | 30 | 2 |
Transportation and warehousing | 671,700 | 5.8772 | 0.5969 | 4.4172 | 19 | 15 | 66 |
Wholesale trade | 498,000 | 6.1463 | 0.5921 | 4.6445 | 33 | 33 | 34 |
Other services (except public administration) | 468,000 | 6.0246 | 0.6002 | 4.5052 | 26 | 21 | 53 |
Administrative and support, waste management and remediation services | 499,400 | 5.9396 | 0.5639 | 4.6524 | 39 | 14 | 47 |
Information and cultural industries | 318,100 | 6.3207 | 0.5909 | 4.7896 | 56 | 32 | 12 |
Arts, entertainment and recreation | 157,000 | 6.0105 | 0.5981 | 4.5039 | 25 | 29 | 46 |
Real estate and rental and leasing | 169,800 | 6.2870 | 0.6070 | 4.6585 | 36 | 42 | 22 |
Mining, quarrying, and oil and gas extraction | 194,600 | 5.9483 | 0.6345 | 4.2483 | 16 | 25 | 59 |
Agriculture, forestry, fishing and hunting | 192,300 | 5.7126 | 0.5830 | 4.3605 | 12 | 10 | 78 |
Utilities | 136,800 | 6.1356 | 0.6309 | 4.4107 | 26 | 34 | 40 |
Management of companies and enterprises | 38,300 | 6.5039 | 0.5938 | 4.9061 | 59 | 36 | 5 |
Highest level of education | |||||||
High school or less | 4,155,800 | 5.8823 | 0.5719 | 4.5637 | 25 | 13 | 62 |
Apprenticeship or trades certificate or diploma | 1,280,100 | 5.8122 | 0.6100 | 4.2933 | 15 | 12 | 73 |
College, CEGEP or other certificate or diploma below bachelor's degree | 3,437,800 | 6.1139 | 0.5965 | 4.5994 | 36 | 26 | 38 |
Bachelor's degree | 3,148,400 | 6.3328 | 0.6157 | 4.6383 | 37 | 46 | 17 |
Graduate degree | 1,567,800 | 6.4232 | 0.6327 | 4.5959 | 32 | 58 | 10 |
Employment income decile | |||||||
Decile 1 | 1,358,990 | 5.9766 | 0.5684 | 4.6553 | 32 | 16 | 52 |
Decile 2 | 1,358,990 | 5.9462 | 0.5651 | 4.6525 | 31 | 15 | 54 |
Decile 3 | 1,358,990 | 5.9558 | 0.5745 | 4.6049 | 29 | 17 | 54 |
Decile 4 | 1,358,990 | 5.9874 | 0.5802 | 4.5973 | 31 | 19 | 50 |
Decile 5 | 1,358,990 | 6.0515 | 0.5857 | 4.6158 | 35 | 21 | 44 |
Decile 6 | 1,358,990 | 6.1037 | 0.5948 | 4.6010 | 35 | 24 | 41 |
Decile 7 | 1,358,990 | 6.1473 | 0.6088 | 4.5477 | 33 | 31 | 36 |
Decile 8 | 1,358,990 | 6.2050 | 0.6259 | 4.4846 | 29 | 41 | 30 |
Decile 9 | 1,358,990 | 6.2724 | 0.6398 | 4.4473 | 26 | 50 | 24 |
Decile 10 | 1,358,990 | 6.3596 | 0.6447 | 4.4786 | 26 | 55 | 19 |
Selected census metropolitan area | |||||||
Toronto | 2,267,500 | 6.1981 | 0.5960 | 4.6586 | 37 | 31 | 32 |
Montréal | 1,725,500 | 6.1426 | 0.5960 | 4.6171 | 34 | 31 | 35 |
Vancouver | 1,033,200 | 6.1407 | 0.5975 | 4.6068 | 34 | 30 | 36 |
Calgary | 576,500 | 6.1420 | 0.6011 | 4.5856 | 32 | 31 | 37 |
Ottawa–Gatineau | 591,300 | 6.2361 | 0.6005 | 4.6613 | 39 | 34 | 27 |
Edmonton | 549,000 | 6.0803 | 0.6023 | 4.5328 | 29 | 29 | 42 |
Québec | 350,800 | 6.1568 | 0.6000 | 4.6043 | 34 | 31 | 35 |
Winnipeg | 338,900 | 6.0912 | 0.5939 | 4.5909 | 32 | 27 | 41 |
Hamilton | 286,900 | 6.1237 | 0.6022 | 4.5635 | 29 | 33 | 38 |
Kitchener–Cambridge–Waterloo | 229,900 | 6.1113 | 0.5953 | 4.5971 | 31 | 28 | 41 |
London | 195,800 | 6.0900 | 0.5980 | 4.5639 | 30 | 29 | 41 |
Halifax | 184,700 | 6.1574 | 0.6023 | 4.5911 | 33 | 32 | 35 |
Other | 5,259,900 | ... not applicable | ... not applicable | ... not applicable | ... not applicable | ... not applicable | ... not applicable |
Field of study based on highest level of education | |||||||
High school or less | 4,155,800 | 5.8823 | 0.5719 | 4.5637 | 25 | 13 | 62 |
Some postsecondary below bachelor's degree | 4,717,900 | 6.0321 | 0.6002 | 4.5164 | 30 | 22 | 48 |
Business and administration | 961,300 | 6.2916 | 0.5703 | 4.8946 | 55 | 23 | 22 |
Trades (except construction trades and mechanic and repair technologies/technicians), services, natural resources and conservation | 872,500 | 5.8886 | 0.5985 | 4.4130 | 21 | 14 | 65 |
Construction trades and mechanic and repair technologies/technicians | 734,100 | 5.7238 | 0.6458 | 4.0197 | 6 | 12 | 82 |
Health care | 736,600 | 5.9753 | 0.6078 | 4.4265 | 22 | 24 | 54 |
Engineering and engineering technology | 371,800 | 6.0478 | 0.6157 | 4.4294 | 23 | 30 | 47 |
Arts and humanities | 299,600 | 6.1089 | 0.5786 | 4.6975 | 42 | 23 | 35 |
Social and behavioural sciences | 256,600 | 6.1349 | 0.5981 | 4.6009 | 31 | 44 | 25 |
Mathematics and computer and information sciences | 227,600 | 6.2656 | 0.5762 | 4.8378 | 56 | 21 | 23 |
Science and science technology | 107,000 | 6.0589 | 0.5927 | 4.5756 | 34 | 23 | 43 |
Legal professions and studies | 74,600 | 6.3818 | 0.5443 | 5.1366 | 73 | 12 | 15 |
Education and teaching | 75,900 | 6.1162 | 0.6356 | 4.3581 | 21 | 58 | 21 |
Bachelor's degree or higher | 4,716,200 | 6.3628 | 0.6213 | 4.6242 | 36 | 50 | 14 |
Business and administration | 993,900 | 6.4376 | 0.5977 | 4.8297 | 52 | 36 | 12 |
Social and behavioural sciences | 679,800 | 6.3792 | 0.6085 | 4.7188 | 43 | 43 | 14 |
Education and teaching | 475,600 | 6.3819 | 0.6733 | 4.3027 | 9 | 85 | 6 |
Arts and humanities | 455,600 | 6.3101 | 0.6068 | 4.6728 | 40 | 43 | 17 |
Engineering and engineering technology | 545,300 | 6.3778 | 0.6170 | 4.6615 | 32 | 52 | 16 |
Health care | 484,100 | 6.1900 | 0.6708 | 4.1924 | 10 | 72 | 18 |
Science and science technology | 443,900 | 6.3077 | 0.6209 | 4.5867 | 32 | 50 | 18 |
Mathematics and computer and information sciences | 299,400 | 6.4409 | 0.5792 | 4.9545 | 67 | 23 | 10 |
Trades (except construction trades and mechanic and repair technologies/technicians), services, natural resources and conservation | 234,900 | 6.3347 | 0.6339 | 4.5215 | 23 | 61 | 16 |
Legal professions and studies | 103,500 | 6.4863 | 0.6449 | 4.5546 | 27 | 63 | 10 |
Construction trades and mechanic and repair technologies/technicians | 0 | .. not available for a specific reference period | .. not available for a specific reference period | .. not available for a specific reference period | .. not available for a specific reference period | .. not available for a specific reference period | .. not available for a specific reference period |
Age | |||||||
18 to 24 years | 1,628,200 | 5.9022 | 0.5644 | 4.6251 | 31 | 11 | 58 |
25 to 34 years | 3,318,100 | 6.1252 | 0.6036 | 4.5607 | 33 | 29 | 38 |
35 to 44 years | 3,246,800 | 6.1555 | 0.6091 | 4.5480 | 30 | 34 | 36 |
45 to 54 years | 2,978,500 | 6.1408 | 0.6054 | 4.5578 | 29 | 34 | 37 |
55 to 64 years | 2,418,300 | 6.0797 | 0.5940 | 4.5806 | 29 | 28 | 43 |
Gender 1 | |||||||
Men+ | 6,870,600 | 6.0050 | 0.6088 | 4.4363 | 23 | 25 | 52 |
Women+ | 6,719,300 | 6.1993 | 0.5888 | 4.7032 | 38 | 33 | 29 |
Often or always have difficulties with daily activities | |||||||
No | 11,564,000 | 6.1006 | 0.5998 | 4.5625 | 30 | 29 | 41 |
Yes | 1,991,100 | 6.1056 | 0.5938 | 4.6025 | 33 | 28 | 39 |
Immigrant status | |||||||
Canadian-born individual | 9,686,900 | 6.0977 | 0.6033 | 4.5397 | 29 | 30 | 41 |
Permanent resident (landed before 2011) | 2,249,600 | 6.1366 | 0.5930 | 4.6298 | 33 | 29 | 38 |
Permanent resident (landed from 2011 to 2015) | 533,500 | 6.0598 | 0.5868 | 4.6083 | 30 | 24 | 46 |
Permanent resident (landed from 2016 to 2021) | 606,900 | 6.1120 | 0.5818 | 4.6786 | 37 | 23 | 40 |
Non-permanent resident | 513,000 | 6.0388 | 0.5746 | 4.6668 | 35 | 17 | 48 |
Racialized group | |||||||
White | 9,227,700 | 6.1029 | 0.6045 | 4.5360 | 29 | 31 | 40 |
South Asian | 1,025,500 | 6.1364 | 0.5848 | 4.6801 | 38 | 24 | 38 |
Chinese | 560,000 | 6.2699 | 0.5880 | 4.7628 | 45 | 30 | 25 |
Black | 542,600 | 6.0402 | 0.5857 | 4.6016 | 32 | 23 | 45 |
Filipino | 482,100 | 5.9042 | 0.5753 | 4.5577 | 22 | 16 | 62 |
Arab | 203,800 | 6.1793 | 0.5950 | 4.6499 | 35 | 33 | 32 |
Latin American | 264,500 | 6.0398 | 0.5820 | 4.6210 | 32 | 23 | 45 |
Southeast Asian | 145,400 | 6.0104 | 0.5745 | 4.6429 | 28 | 19 | 53 |
West Asian | 121,100 | 6.1892 | 0.5938 | 4.6638 | 36 | 32 | 32 |
Korean | 75,800 | 6.1699 | 0.5941 | 4.6460 | 33 | 31 | 36 |
Japanese | 23,200 | 6.1845 | 0.5908 | 4.6787 | 36 | 31 | 33 |
Racialized groups, n.i.e. | 95,400 | 6.1198 | 0.5921 | 4.6231 | 33 | 29 | 38 |
Multiple racialized groups | 343,000 | 6.1698 | 0.5937 | 4.6509 | 36 | 30 | 34 |
Hours worked per week | |||||||
30 or more (full-time) | 11,088,000 | 6.1293 | 0.6056 | 4.5500 | 30 | 32 | 38 |
Less than 30, but more than 0 (part-time) | 1,854,000 | 5.9815 | 0.5664 | 4.6709 | 33 | 17 | 50 |
Union member | |||||||
No | 8,815,300 | 6.1187 | 0.5893 | 4.6404 | 35 | 26 | 39 |
Yes | 4,774,600 | 6.0685 | 0.6166 | 4.4352 | 23 | 35 | 42 |
Job can be done from home 2 | |||||||
No | 7,610,100 | 5.7993 | 0.5978 | 4.3454 | 14 | 14 | 72 |
Yes | 5,979,800 | 6.4850 | 0.6003 | 4.8518 | 51 | 47 | 2 |
Usually worked from home | |||||||
No | 10,535,000 | 5.9985 | 0.5987 | 4.4910 | 24 | 26 | 50 |
Yes | 3,054,900 | 6.4548 | 0.5994 | 4.8347 | 53 | 40 | 7 |
Acemoglu, D. 2024. The Simple Macroeconomics of AI . NBER, Working Paper no. 32487.
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Catalogue no. 11F0019M
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A systematic review of over 200 directly relevant papers is presented. Twenty variables were found to be frequently involved in groundwater potential investigations, of which eight are almost ...
The present paper mainly deals with the following: (i) definition of groundwater potential, (ii) input parameters in groundwater potential studies, (iii) model techniques, (iv) validation techniques, and (v) current status and challenges for groundwater potential mapping research in the future.
Groundwater is an indispensable source of freshwater that contributes significantly to the total annual water supply. Therefore It is necessary to maintain, develop and utilize groundwater in a region. This paper has discussed the literature review in groundwater...
In the accuracy assessment, the groundwater potential zones i.e. high, moderate, and poor in suitability map is precisely estimated contrasting to the zone 'low' in the producer's point of view, but high and poor groundwater zones detected more precisely compared to others in user's point of view.
Groundwater resources can be expected to be increasingly relied upon in the near future, as a consequence of rapid population growth and global environmental change. Cost-effective and efficient techniques for groundwater exploration are gaining recognition as tools to underpin hydrogeological surveys in mid- and low-income regions. This paper provides a state of the art on groundwater ...
Materials and Methods Geospatial techniques were applied in this paper to delineate the groundwater potential zones of the Vamanapuram river basin using knowledge-based factor analysis of a total ...
Based on the groundwater potential classification, 25% of the area demonstrated high potential, 45% moderate potential, and 30% low potential. Accordingly, the recommendation is to prioritize well or borehole drilling in high-potential areas to ensure optimal water supply management. Groundwater capacity Geological mapping Hydrogeological studies
ABSTRACT This study uses aquifer characteristics such as the aquifer thickness, depth to the aquifer, and the subsurface porosity calculated from 1-D vertical electrical sounding data to evaluate groundwater potential. Thirty geoelectric investigations were carried out using Schlumberger-vertical-electrical-sounding (VES). The VES data were plotted against their respective current electrode ...
Article impact statement: This paper presents a novel method based on machine learning classifiers to map groundwater potential in remote regions.
In this Review, we evaluate the current and historical evolution of water resources, considering surface water and groundwater as a single, interconnected resource.
The objective of this paper is to review techniques and methodologies applied for identifying groundwater potential zones using GIS and remote sensing. Several methods are used for mapping of ...
Here we outline a vision for a global groundwater platform for groundwater monitoring and prediction and identify the key technological and data challenges that are currently limiting progress. Any global platform of this type must be interdisciplinary and cannot be achieved by the groundwater modeling community in isolation.
PDF | Water security is the central mission of the Millennium Development Goals (MDG). Delineation of groundwater potential, adequate aquifer storage... | Find, read and cite all the research you ...
The key objective of this research is to applying different scenarios for GWR potential mapping by means of a classifier ensemble approach, namely a combination of Maximum Entropy (ME) and ...
The present research is conducted in the southern region of Khyber Pakhtunkhwa, Pakistan, to identify groundwater potential zones (GWPZ). We used three models including Weight of Evidence (WOE), Fr...
The groundwater potential zones demarcated show that high potential zones are present in the west and north-eastern portion, while low to medium groundwater potential is located in the central and eastern portion.
Groundwater potential mapping combining artificial neural network and real AdaBoost ensemble technique: The DakNong Province case-study, Vietnam International Journal of Environmental Research and Public Health
Study focus This paper aimed to delineate the groundwater potential zones using GIS and remote sensing. Multi-Criteria Decision Analysis (MCDA) technique is used to develop the groundwater potential prospect zones by integrating different groundwater contributing thematic layers.
The objective of this paper is to exploit the potential application of weighted index overlay analysis for assessing groundwater potential mapping at Dhungeta-Ramis sub-basin, Wabi Shebele basin, E...
Data collection. The geospatial data of the considered study area for assessing groundwater potential was developed by integrating information from multiple sources which are mentioned in Table 1.Firstly, a thorough groundwater inventory was conducted, encompassing data on the presence and depth of groundwater from various wells and boreholes within the region.
Analyzing the groundwater potential zone is a fundamental first step in investigating groundwater resources in arid and semi-arid regions. This study examined the groundwater potential zone of the ...
In this paper groundwater potential map for Weito watershed, the southernmost sub-basin of the rift valley lakes basin in Ethiopia is developed using Landsat 8 OLI/TIRS images, shuttle radar topographic mission (SRTM) digital elevation model (DEM) and other data sources using overlay analysis.
Speaker 1: I used to absolutely hate trying to find papers to support my research, but now it is easier than ever to get a sense of what's out there in your research field with connected papers. Connected papers is a really easy and simple tool to use that I use very often, even outside of academia these days. This is what it's like.
However, groundwater often provides good quality water for a range of purposes and is the most important water resource in many settings. This special issue explores some of the key groundwater quality challenges we face today as well as the opportunities good groundwater quality and treatment solutions bring to enhance safe groundwater use.
Potential artificial intelligence occupational exposure (AIOE) and complementarity in Canada. This chart shows a scatter plot with the AI occupational exposure index ranging from 5 to 7 on the horizontal axis and the complementarity index ranging from 0.4 to 0.8 on the vertical axis. There are 490 data points.
Groundwater mapping is essential for meeting the water requirement of people. Identification of groundwater potential zone was attempted for a watershed located in Kanchipuram district, Tamil Nadu, India. The Landsat 8 and Landsat 5 data were used for land use/land cover analysis. For delineating groundwater potential zone, total seven thematic ...