A STATISTICAL PROFILE OF WOMEN IN THE SASKATCHEWAN LABOUR MARKET

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1 A STATISTICAL PROFILE OF WOMEN IN THE SASKATCHEWAN LABOUR MARKET A report prepared for: Status of Women Office Saskatchewan Ministry of Social Services by Sask Trends Monitor April 2017

2 Table of Contents Executive Summary... iii Section 1: Background and Data Sources... 1 Section 2: Women in the Labour Force Long Term Trends in Employment and Participation Rates Long Term Trends in Unemployment Interprovincial Comparisons... 8 Section 3: Characteristics of Employed Women Age Group Hours of Work Student Status and Level of Completed Education Living Arrangements Indigenous Women Country of Birth Residence Section 4: Characteristics of Positions in Which Women Work Class of Worker Job Permanence Job Tenure Industry Group Union Membership Section 5: Wage Rates Wage Rates by Employee Characteristics Wage Rates by Position Characteristics Appendix A Data for Charts Appendix B List of Industry Groups Appendix C List of Occupation Groups Women in the Saskatchewan Labour Market April 2017 Page ii

3 Executive Summary This report is a summary of research undertaken for the Status of Women Office in the Saskatchewan Ministry of Social Services. The research was conducted and this report was prepared by Doug Elliott, the principal of QED Information Systems Inc. and publisher of Sask Trends Monitor. The opinions expressed in this document do not necessarily represent those of the provincial government or the employees of the Status of Women Office. Responsibility for the accuracy of the data and the validity of the conclusions remains with the author. The report is an extensive statistical analysis of women in the Saskatchewan s paid labour market 1. Section 1 provides background information about Statistics Canada s Labour Force Survey the data source used for the analysis. In an average month in 2016, there were 430,900 women fifteen years of age and older living in the province. Of these: 275,400 or 63.9% were in the labour force, that is, either working or looking for work; 260,100 or 60.4% were working on a full-time or part-time basis, as a paid worker or selfemployed; 15,300 or 3.6% were unemployed; and the remaining 155,600 or 36.1% were not in the labour force, that is, neither working nor looking for work. Just under one half of those who were not in the labour force were 65 years of age or older. Section 2 examines long-term trends in labour market participation among Saskatchewan women. Women are much more likely to be in the labour force than in the past and, in particular, more likely to be employed. In 1976 there were 141,700 (43.4%) women in the labour force and 184,500 (56.6%) who were not. The two figures became equivalent in By 2016, there were 275,400 (63.9%) women in the labour force and 155,500 (36.1%) not in the labour force. Restricted to those 15 to 64 years of age, the labour force participation rate among women has grown dramatically, increasing from 50.3% in 1976 to peak at 78.1% in 2009 before declining slightly to 76.1% in The recent economic growth in the province has resulted in a sharp increase in employment. Both men and women shared in the growth but employment increased more among men than among women. From 2007 to 2016, employment has increased by an average of 1.5% per year for men compared with 1.1% per year for women. The weakness in the labour market in 2015 and 2016 has increased the number of women who are unemployed to 15,300 in The 5.6% unemployment rate is the highest it has been since the mid-1990s. Among women 15 to 64 years of age in 2016, the 71.8% employment rate in Saskatchewan is well above the national average of 69.7% and the highest among the provinces. Section 3 examines the characteristics of employed women and how these characteristics have changed over time. 1 This report does not include unpaid work around the home or the unpaid care of children or other dependents. Women in the Saskatchewan Labour Market April 2017 Page iii

4 Compared with an average of 61.4% across all age groups in 2016, the employment rate among Saskatchewan women was 48.9% among women 15 to 19 years of age, increased with age to a maximum of 81.8% among those 45 to 49 years of age, and then declined to reach 6.4% among those 70 years of age and older. In every age group except for those 15 to 19 years, the employment rates for women are lower than for men in the same age group. There is a downward trend in the employment rates for women 15 to 24 years of age and an upward trend among those 65 years of age and older. Overall, 10.3% of employed men and 26.9% of employed women worked on a part-time basis at their main (or only) job in The difference between men and women is evident at each age group but is most pronounced among those in the family formation age group where more than 20% of working women are in part-time positions compared with fewer than 5% of men. The growing employment among women over the last ten years has been exclusively in full-time work. After falling to 16.4% in 2014, the number of women who were involuntary part-time workers (that is, would prefer full-time work) increased to 18.7% in The proportion of employed women who were post-secondary graduates was 63.5% in 2016 compared with 53.3% of employed men. Employment rates are lower for women with young children at home, but not dramatically so. In 2016, the employment rate among women 15 to 64 years of age and with no children at home was 69.3% compared with 65.4% for women when the youngest was under three years of age. The employment rates for lone-parent women have been on a downward trend in the past ten years, falling from 68.0% in 2007 to 63.0% in In 2016, 53.3% of Indigenous women living off Reserve were employed compared with 61.1% of non-indigenous women. The employment rates are much higher for Métis women (60.9% which is near the rate of non-indigenous women) than for First Nations women (43.6%). Recent immigrants are more likely than women born in Canada to be working. The employment rate in 2016 was 59.7% among Canadian-born women compared with 71.3% among those who immigrated to Canada in the last ten years. Part of the reason will be that recent immigrants are more likely to be in the primary labour market age group than women born in Canada. Employment among women grew by an average of 1.1% per year from 2007 to 2016 in the province as a whole. The equivalent growth rates were 1.9% among women living in the Saskatoon metropolitan area and 2.5% among women living in the Regina metropolitan area. Outside the two major centres, employment was effectively the same in 2016 as it was in Section 4 examines the characteristics of positions that Saskatchewan women held in the labour market and how they have changed over time. Women in the Saskatchewan Labour Market April 2017 Page iv

5 In 2016, 86.8% of employed women were employees and 13.2% were self-employed. The number of self-employed women grew more quickly from 2007 to 2016 than the number who were employees. In 2016, 85.4% of employed women were in permanent positions, 7.4% were in casual or seasonal positions and the remaining 7.1% were in term positions. Although still relatively rare, the number of women in term positions grew more quickly from 2007 to 2016 than the number in other kinds of employment. In 2016, 64.5% of employed women were in the private sector and 35.5% were in the public sector but the proportion in the public sector is increasing. Women were more likely than men to work in the public sector. Several observations can be made about the kinds of industries where women work. o o o o The most common industry of employment for women is the health care and social services group which accounted for 25.3% of 2016 jobs held by Saskatchewan women up from 22.4% in Only 4.2% of employed men worked in the this industry group in Women are also commonly employed in two other industry groups dominated by the public sector education services and public administration which accounted for 10.9% and 5.5% respectively of employment among women in Women have significantly lower levels of employment than men in goods-producing industries agriculture, construction, manufacturing, and the resource/utility sector. These four industry groups accounted for 40.3% of employment among men in 2016 but only 9.8% of employment among women only slightly higher than the 9.2% in Women and men are equally represented in three industry groups public administration, personal and household services, and the information, culture, recreation group. In 2016, 33.2% of employed women were in union positions compared with 34.5% in Section 5 contains an analysis of how the wage rates differ among women in different kinds of employment and how they have changed from 2007 to A comparison of wage rates between men and women in similar circumstance is included. These hourly wage rates exclude the self-employed and are not adjusted for inflation. Averaged over all female employees, the average hourly wage in 2016 was $ The wage rate grew by an average of 4.0% per year from 2007 to Over the same period, the rate of inflation averaged 1.9%. The $24.63 average for Saskatchewan women is the second highest among the provinces, after Alberta, and 3.4% above the national average of $ The average wage rate for Saskatchewan men was $28.88 so the $24.63 average for women is 85.3% of the average for men. This proportion is up slightly from 83.8% in Wages increase with age from an average of $15.76 for women under 25 years of age to peak at $27.33 among women 45 to 54 years of age. The gap between women and men is widest for older women. Women in the Saskatchewan Labour Market April 2017 Page v

6 Women with a university degree had an average hourly wage rate of $32.53 which is more than double the $14.31 among those with less than grade 12. The gap between women and men narrows with higher levels of education. Women who have been with their current employer for twenty or more years have an average wage of $32.53 which is nearly double the $18.21 for those with less than a year of tenure. On average, women have higher wage rates if they are the spouse in a two-earner family and have children at home. The gap between woman and men is widest for spouses in one-earner families and narrowest for lone parents. Women in permanent positions have wage rates that are 17% higher than those in temporary or casual positions. Women in full-time positions earned an average of $26.48 in This is 38% higher than the average of $19.19 for women in part-time positions. Women in part-time positions have wage rates that are 11% higher than wage rates for men in part-time positions the only characteristic where women have higher average wages than men in similar circumstances. In the public sector, average wage rates are 50% higher among women than among those in the private sector and the gap between women and men is narrower. From 2007 to 2016, wage rates grew more quickly among women in the private sector than among those in the public sector. Among industry groups in 2016, average wage rates for women were highest among the relatively few working in the mining, oil/gas, and utility industry groups. They were the lowest among women working in retail trade and the accommodation/food services group. The gap between women and men is widest in construction, retail trade, and utilities; it is narrowest in accommodation and food services and in the health care/social services group. Among occupation groups in 2016, average wage rates for women were highest among those in management. They were the lowest among women working in sales and service occupations. Wage rates for women are substantially higher among those working in larger firms and among union members. The gap between women and men is narrower for union members than for nonunion members. Women in the Saskatchewan Labour Market April 2017 Page vi

7 SECTION 1: BACKGROUND AND DATA SOURCES This report is a summary of research undertaken for the Status of Women Office in the Saskatchewan Ministry of Social Services. The report is divided into five sections. The next section (Section 2) examines long-term statistical trends (since 1976) about women in the Saskatchewan labour market with a comparison of the same trends in other provinces. Sections 3 and 4 look, respectively, at more recent trends including: a) the characteristics of women who are in the paid labour market; and b) the type of work they do. Section 5 provides an analysis of how wage rates for women differ according to those same characteristics and how they compare with men in the same circumstances. The data used for the graphs is included in Appendix A. Details about the industry groups used in this report are included in Appendix B and details about the occupation groups are in Appendix C. Unless otherwise indicated, the information in this report is derived from the Statistics Canada Labour Force Survey (LFS). The LFS is a monthly telephone survey conducted across Canada with a large sample size typically more than 6,000 Saskatchewan residents per month. The LFS has the drawback of excluding the on-reserve population from the sample but it still provides very reliable and useful information about the Saskatchewan labour market. Some of the statistics are from published sources (CANSIM tables) and some are based on special tabulations performed by the author on the microdata files from the LFS. The data from the LFS are retroactively revised every five years to take into account the results of the Statistics Canada decennial census. The revisions to the data in this report are scheduled to take place in The general labour market trends and differences between men and women are not expected to be significantly affected by these revisions. The research was conducted and this report was prepared by Doug Elliott, the principal of QED Information Systems Inc. and publisher of Sask Trends Monitor. The opinions expressed in this document do not necessarily represent those of the provincial government, the employees of the Status of Women Office. Responsibility for the accuracy of the data and the validity of the conclusions remains with the author. Women in the Saskatchewan Labour Market April 2017 Page 1

8 SECTION 2: WOMEN IN THE LABOUR FORCE This section looks at information about the population of women in Saskatchewan and their participation in the paid labour market. The statistics include basic counts for the number of women living in the province, how many participate in the paid labour force, that is, by either working or looking for work during an average month, and how many are employed. This is intended to provide context for the information in the balance of the report. For labour market statistics, Statistics Canada classifies all adults (fifteen years of age and older) into one of three categories. Employed persons are those who, during the week prior to the survey: did any paid work at all at a job or business, that is, work in the context of an employer-employee relationship, or self-employment. Employment also includes unpaid family work, which is defined as unpaid work contributing directly to the operation of a farm, business or professional practice owned and operated by a related member of the same household; or had a job but were not at work due to factors such as an illness or disability, personal or family responsibilities, vacation, labour dispute or other reasons (excluding persons on layoff, between casual jobs, and those with a job to start at a future date). Note that this definition excludes unpaid household work. Unemployed persons are those who, during the reference week, were available 2 for work, were not working: and were on temporary layoff with an expectation of recall, or were without work and had actively looked for work in the past four weeks, or had a new job to start within four weeks from reference week. Persons not in the labour force are those who, during the reference week, were neither employed nor unemployed. The labour force is the sum of the employed and the unemployed. In an average month in 2016, there were 430,900 adult women in Saskatchewan. Of these: 275,400 or 63.9% were in the labour force, that is either working or looking for work; 260,100 or 60.4% were working on a full-time or part-time basis, as a paid worker or selfemployed; 15,300 or 3.6% were unemployed; and the remaining 155,500 or 36.1% were not in the labour force, that is, were neither working nor looking for work. Just under one half of those who were not in the labour force were 65 years of age or older (see Figure 2.1). 2 Persons are considered as available if they reported that they could have worked in the reference week if a suitable job had been offered (or recalled if on temporary layoff), or if the reason they could not take a job was of a temporary nature such as an illness or disability, personal or family responsibilities, or because they already have a job to start in the near future, or because of vacation. Full-time students currently attending school and looking for full-time work are not considered to be available for work. Instead, they are assumed to be looking for a summer or co-op job or permanent job to start sometime in the future, and are therefore not unemployed. Women in the Saskatchewan Labour Market April 2017 Page 2

9 Several indicators are derived from these basic counts. The participation rate is the labour force divided by the population and represents the proportion of the population participating in the labour market 63.9% among Saskatchewan women in The employment rate is the number of employed divided by the population and represents the proportion of the population who are working 60.4% among Saskatchewan women in The unemployment rate is the number of unemployed persons divided by the labour force and represents that proportion of labour market participants who are unable to find work 5.6% among Saskatchewan women in This section examines these basic counts and indicators and how they have changed over time. The employment rate is the most useful of the three indicators because it measures the proportion of women who are working and is not affected by measurement problems associated with the number of unemployed 3. The employment rate is more descriptive if the calculation is restricted to those in the primary labour market age group, that is, 15 to 64 years of age. Figure 2.1: Labour Force Status of Saskatchewan Women 15 & Older, Monthly Average, 2016 (n=430,900) Not in the labour force, 65 & older 72, % Employed full-time 190, % Not in the labour force, 15 to 64 83, % Unemployed 15, % Employed part-time 70, % 3 For example, some of those in isolated locations may not actively seek employment if they know that no jobs are available so they would not be classified as unemployed. Women in the Saskatchewan Labour Market April 2017 Page 3

10 2.1 Long Term Trends in Employment and Participation Rates In spite of the recent and dramatic increase in the Saskatchewan population, the province has grown only slightly over the past three decades and there has been only a slight increase in the number of adult women in the province. From 1976, when the LFS data were first published for Saskatchewan, to 2016 the average annual increase in the number of adult women has been 0.7% per year. There have been more dramatic increases in labour force participation. Over that same period, the number of women in the labour force has grown by more than double that rate 1.7% per year on average. There are three distinct time periods with different trends evident in Figure 2.2. In the 1970s there were more women out of the labour force than in the labour force. From 1976 to 1986, the number of women in the labour force increased by an average of 4.6% per year even though the population of adult women was growing by only 1.6% per year. Beginning in 1983, there were more Saskatchewan women in the labour force than out of it. From 1986 to 2001, the population of adult women was effectively unchanged but the number of women in the labour force still increased, albeit slowly, growing at 0.3% per year. From 2001 to 2016, the population of adult women grew by 0.9% per year, on average, and the number of women in the labour force increased by 1.4% per year. By 2016, there were 177 women in the labour force for every 100 out of the force. Using the labour force participation rate to measure this change (see Figure 2.3), the participation rate increased from 43.4% in 1976 to 56.2% in 1986, to 58.8% in 2001, and to 63.9% in This growth in labour market participation occurred in spite of the general aging of the population, which means that the number of women in the primary labour market age group (15 to 64 years of age) has not increased as quickly as the total number of women in the province. In 1976, for example, 15% of adult women were 65 years of age or older whereas in 2016, the proportion had increased to 20% thousands Figure 2.2: Women in the Labour Force, Saskatchewan, 1976 to 2016 in the labour force not in the labour force Source: CANSIM Table Women in the Saskatchewan Labour Market April 2017 Page 4

11 85% 80% Figure 2.3: Labour Force Participation Rates, Saskatchewan, Population 15 & Older, 1976 to 2016 men 75% 70% 65% 60% women 55% 50% 45% 40% Over the same period, the participation rate for men was effectively flat, declining slightly from 1976 to a low of 72.6% in 2001, before recovering to 75.6% in Restricted to those 15 to 64 years of age, the increase in the participation rate among women is even more dramatic, increasing from 50.3% in 1976 to peak at 78.1% in 2009 before declining to 76.1% in 2016 (see Figure 2.4). In other words, one-half of women in the primary labour market age group were working or looking for work in 1976 compared with more than three-quarters in Looked at another way, about one-half of the increase in the number of women 15 to 64 years of age and in the labour force from 1976 to 2016 is the result of simple population growth and the remaining one-half is the result of an increase of labour force participation rates. The bulk of that increase occurred in the first half of that forty-year period. The participation rate for both men and women has been effectively constant since 2003 near 76% from 95% 90% 85% Figure 2.4: Labour Force Participation Rates, Saskatchewan, Population 15 to 64 Years of Age, 1976 to 2016 men 80% 75% 70% women 65% 60% 55% 50% 45% Women in the Saskatchewan Labour Market April 2017 Page 5

12 325 Figure 2.5: Employment by Sex, Saskatchewan, 1976 to thousands 275 men women women and 85% for women. This suggests that the rates have reached a kind of plateau. Participation rates measure only participation in the labour market, whereas the employment rate measures the proportion of persons who are actually employed because it excludes the unemployed from the calculation. Figure 2.5 shows a similar pattern in employment as was evident in the labour force, namely, a sharp increase from 1976 to 1986 followed by a more gradual increase to the turn of the century and a sustained increase since then. Among men, employed declined gradually until the mid-1990s but have been on an upward trend since then. The recent economic growth in the province has resulted in a strong employment growth. From 2007 to 2016, for example, employment growth averaged 1.3% per year. This was one of the highest growth rates in the country and is significantly above the historical growth rates in the province. Both men and women shared in the growth but employment increased more among men than among women. Over the nine 85% Figure 2.6: Labour Force Employment Rates, Saskatchewan, Population 15 & Older, 1976 to % 75% 70% men 65% 60% 55% 50% women 45% 40% 35% Women in the Saskatchewan Labour Market April 2017 Page 6

13 90% 85% 80% Figure 2.7: Labour Force Employment Rates, Saskatchewan, Population 15 to 64 Years of Age, 1976 to 2016 men 75% 70% women 65% 60% 55% 50% 45% 40% years from 2007 to 2016, employment among Saskatchewan men grew by 38,300, the equivalent of 1.5% per year. Over the same period, employment among Saskatchewan women grew by 25,300, the equivalent of 1.1% per year. For both sexes, the recent economic slowdown has resulted in an employment decline. The decline started earlier among men with a drop of 0.4% in 2015 and 0.7% in Among women, employment increased in 2015 but fell by 1.1% in Figure 2.6 shows the long-term change in the employment rates among Saskatchewan men and women and Figure 2.7 shows the same data restricted to those in the primary labour market age group 15 to 64 years of age. Both figures show an increasing employment rate among women that, in recent years, was interrupted by a decline from 2009 to 2011 and another smaller drop in Women in the Saskatchewan Labour Market April 2017 Page 7

14 2.2 Long Term Trends in Unemployment Those who are in the labour force but not working are classified as unemployed. The number of unemployed persons in the Saskatchewan s labour market has typically been low but the recent economic slowdown has resulted in a substantial increase in both the number of unemployed women and the unemployment rate. From 10,200 unemployed women in 2014, the number has increased to 15,300 in 2016 (see Figure 2.8). The unemployment rate has increased from 3.8% to 5.6% over the two years (see Figure 2.9) Figure 2.10: Labour Force Employment Rates, Figure 2.8: Number of Unemployed Persons, Saskatchewan, Women, 2016, Population Fifteen 15 and and Older Older, Canada 1976 to 2016 thousands Nfld NB NS men PEI Ont Que B.C. women Man Sask Alta 40% 45% 50% 55% 60% 65% Interprovincial Comparisons 10% Figure 2.9: Unemployment Rate by Sex, Saskatchewan, Population Fifteen and Older, 1976 to % 8% 7% men 6% 5% 4% 3% women 2% 1% 0% Women in the Saskatchewan Labour Market April 2017 Page 8

15 Saskatchewan has a relatively large proportion of children and seniors, leaving relatively few residents in the primary labour market age group, namely 15 to 64 years of age. In 2016, 65.9% of the provincial population was in the 15 to 64 age group. This is lower than the 66.2% in Manitoba and the 69.6% in Alberta. Because children and most seniors are out of the labour market, one would expect Saskatchewan to have a relatively low employment rate but this is not the case. Figure 2.10 shows that the employment rate for women is well above the national average and, in fact, is second highest among the provinces behind Alberta. The employment rate among Saskatchewan women was 60.4% in 2016 compared with the national average of 57.5%. Figure 2.11 shows the same pattern among those 15 to 64 years of age, sometimes called the primary labour market age group. In this narrower age group, the 71.8% employment rate in Saskatchewan is well above the national average of 69.7% and the highest among the provinces. Figure 2.12 shows that, in spite of the recent increase in the unemployment rate, the rate in Saskatchewan is still well below the national average. In summary, Saskatchewan women in the primary labour market age group are more likely to be working than women in other provinces. This applies to both the population of all adult women and to the population who are in the primary labour market age group. Canada Nfld Ont NS NB B.C. Alta PEI Man Que Sask Canada B.C. Man Sask Que Ont NS NB Alta PEI Nfld Figure 2.11: Labour Force Employment Rates, Women, 2016, Population 15 to 64 50% 55% 60% 65% 70% 75% 80% Figure 2.12: Labour Force Unemployment Rates, Women, % 2% 4% 6% 8% 10% 12% Women in the Saskatchewan Labour Market April 2017 Page 9

16 SECTION 3: CHARACTERISTICS OF EMPLOYED WOMEN This section looks at some of the characteristics of employed women in Saskatchewan. The characteristics include, for example, age, living arrangements, hours of work 5, and highest level of completed education. The next section concentrates on the characteristics of the positions in which they work. The time frame for this examination is the ten-year period from 2007 to This encompasses two periods of strong employment growth one from 2007 to 2009 and one from 2011 to 2015 and the 1.1% decline in Hours of work could also have been considered a characteristic of the job rather than the person because it can be a measure of supply (reflecting women s desire to work part-time) or demand (reflecting the kinds of work that are available). Women in the Saskatchewan Labour Market April 2017 Page 10

17 3.1 Age Group Employment rates vary to a great extent by age group and this is true for both women and men. Rates are typically lower among a) younger women when a large proportion are going to school, b) those in childbearing and child-rearing age groups, and c) those in older age groups. Compared with an average of 60.4% across all age groups in 2016, the employment rate: was 48.9% among women 15 to 19 years of age; increased with age to a maximum of 81.8% among those 45 to 49 years of age; and decreased with age above 49 years of age to reach 6.4% among those 70 years of age and older. Figure 3.1 illustrates this pattern and also shows that in every age group except the youngest, the employment rates for women are lower than the rate for men in the same age group. The largest differences are for those in the 30 to 44 age group and among those 60 years of age and older. Employment rates among younger women are lower than among middle-aged women and lower than among men in the same age group. This is easy enough to explain in general terms. Younger women are more likely than older women and younger men to be going to school rather than working and much more likely to be out of the paid labour market to raise young children. Employment rates are also noticeably lower among older women than among older men. Some of this will be because of historical patterns women who are currently in their sixties became adults in the 1960s when labour force participation among women was much less common. As well, the employment rate for men is higher than for women in the older age groups because of the large number of older farmers, who tend to be men, in Saskatchewan. In the past ten years, the employment rates among Saskatchewan women have been stable in most age groups. There are two exceptions women in the 15 to 24 age group and women who are 65 years of age or older. Among women 15 to 24 years of age, the employment rate has fallen from near 65% in 2007 and 2008 to 100% Figure 3.1: Employment Rates by Sex, Saskatchewan, % 80% 70% Men Women 60% 50% 40% 30% 20% 10% 0% 15 to to to to to to to to to to to plus age group Women in the Saskatchewan Labour Market April 2017 Page 11

18 near 60% in more recent years. Many of these women will be employed in retail trade and in accommodation and food services and many will be in part-time employment while attending school. The proportion of women who have children, who stay out of the labour force to care for children and other dependents, and the availability of child care are all factors affecting the employment rates among women in the typical child-bearing and child-raising age group of 25 to 44 years of age. Among women in this age group, the employment rate has been relatively constant near 77%. Among women 35 to 44 years of age, the employment rate is somewhat higher near 80% and on a slight downward trend. The rate fell from the peak of 85% in 2009 to 79% in Among women 45 to 64 years of age, Figure 3.3 shows that the employment rates are relatively constant above 80% for those 45 to 54 years of age and near 60% for those 55 to 64 years of age. There is a slight but steady upward trend among women 65 years of age. Women tend to have lower employment rates than men and are also more likely than men to work on a part-time basis 6. Figure 3.4 looks at this phenomenon by age group. 90% 85% 80% 75% 70% 65% 60% 55% 50% 45% 40% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Figure 3.2: Ten-Year Trend in Employment Rates for Women Under 45 Years of Age, Saskatchewan 35 to to to Figure 3.3: Ten-year Trend in Employment Rates for Women 45 Years of Age and Older, Saskatchewan 45 to to plus Among both men and women, part-time employment is more common at either end of the age spectrum with a much higher incidence of part-time employment for those under 20 years of age and 60 or older. Overall, 10.3% of employed men and 26.9% of employed women worked on a part-time basis at their main (or only) job in A difference between men and women is evident at each age group but is most pronounced among those 30 to 39 years of age where 22% of working women were in part-time positions compared with 4% of men. But even among those in their sixties, women are much more likely than men to be working in parttime positions. 6 Statistics Canada defines part-time work as fewer than thirty hours per week. A more detailed definition and analysis of hours of work is contained in Section 3.2. Women in the Saskatchewan Labour Market April 2017 Page 12

19 Figure 3.4: Part-Time Employment as a Percentage of Total Employment, by Sex, % 80% 70% Men Women 60% 50% 40% 30% 20% 10% 0% 15 to to to to to to to to to to to plus age group Women in the Saskatchewan Labour Market April 2017 Page 13

20 3.2 Hours of Work Respondents to the Labour Force Survey are asked about their usual hours of work at their main job and, for those who work at more than one job simultaneously, at all jobs combined. They are also asked what their actual hours were. Statistics Canada considers an employee or self-employed person to be working part-time if they usually work fewer than thirty hours per week at their main or only job. All other employees are considered as working full-time. In particular, women who combine two part-time jobs to work full-time hours will still be considered as working part-time as will women who actually work full-time hours in their job as long as their usual hours are fewer than thirty 7. Figure 3.5 shows that the bulk of the growth in employment among women from 2007 to 2015 was in full-time work but that changed in From 2007 to 2015, fulltime employment increased by 25,000 which translates to an average annual growth rate of 1.7% per year. Over the same period, part-time employment increased by 3,400 which is equivalent to an average annual increase of 0.6%. In 2007, 65,800 Saskatchewan women or 28% of the total were working part-time. By 2015, the number had increased to 69,200 which was 26% of total employment. The trend changed in 2016 when full-time dropped by 2.0% while part-time employment increased by 1.2%. By 2016, the percentage of working women in parttime employment had increased to 27% of the total % 26% 24% 22% 20% 18% Figure 3.5: Trends in Full-Time and Part-Time Employment for Women, Saskatchewan thousands full-time part-time Figure 3.6: Involuntary Part-Time Employment for Women as a Percentage of Part-Time Employment, Saskatchewan There are questions in the Labour Force 16% Survey asking about the reasons for parttime work. Those who responded that they 14% were working part-time because they could 12% not find full-time work are classified as 10% involuntary part-time workers. The majority of women who are working parttime are doing so voluntarily. In 2016, 18.7% of the 70,000 women working part-time would have preferred full-time work. This is up from the low of 16.4% in 2014 but is still below the proportions near 20% in the middle of the decade (see Figure 3.6). Other common reasons given for part-time work in 2016 were: 7 In 2016, 5,100 Saskatchewan women combined two-part time jobs to work full-time hours and in an average month, another 4,100 women classified as working part-time actually worked full-time hours at their main job. Women in the Saskatchewan Labour Market April 2017 Page 14

21 personal preference (31% of women working part-time); going to school (22%); and caring for children (16%). The definition of part-time and full-time work is based on the usual hours of work. The Labour Force Survey also asks women to report on their actual hours of work. Differences between usual and actual hours of work will be affected by several factors. Because of the increasing proportion of women working fulltime, both the usual and actual hours worked by women will be increasing. With an aging work force, actual hours of work will be lower because of more sick leave and more vacation entitlements among those women with longer tenure. A shortage of workers often leads to higher levels of overtime and longer actual hours for part-time and casual workers Figure 3.7: Average Usual Weekly Hours of Work, Saskatchewan Women all jobs main job Figure 3.8: Average Actual Weekly Hours of Work, Saskatchewan Women all jobs Figure 3.7 shows the net effect of these factors on the usual hours worked by Saskatchewan women. The usual hours per week are effectively constant near 33 hours/week (at the main job) and hours/week for all jobs. Averaged over all women, the second job adds about one hour per week to usual hours. (There main job were 24,000 women or 9.2% of those who were working who held two or more jobs simultaneously in 2016.) At the main job, the actual hours per week have declined to 28.4 hours/week in 2016 compared with 29.5 hours per week at the recent peak in Women in the Saskatchewan Labour Market April 2017 Page 15

22 3.3 Student Status and Level of Completed Education There is a long-standing trend to higher levels of formal education in the population, particularly among those who participate in the labour market 8. This trend is evident in Figure 3.9 which shows an increasing number of employed women who are postsecondary graduates in general and with a university degree in particular. From 2007 to 2016: the number of employed women with less than grade 12 fell from 31,000 to 21,200; the number with only grade 12 (or an incomplete post-secondary education) fell from 73,800 to 71,600; the number with a post-secondary certificated or diploma increased from 84,100 to 92,600; and the number with a university degree increased from 43,800 to 72,600. The net effect of these trends is that postsecondary graduates accounted for 63.5% of employment among women in 2016 compared with 54.5% in 2007 and compared with 53.3% of employed men in 2016 (see Figure 3.10). Student Status Many women attend school while they are working or vice versa. This phenomenon arises in two particular but quite distinct ways. The most common is that young women who are going to high school or attending a post-secondary institution take on a part-time job to help pay for their education. The second arrangement is when (usually) older women who work in full-time or part-time positions further their education by going to school on a part-time basis % 65% 60% 55% 50% 45% 40% 35% 30% Figure 3.9: Highest Level of Completed Education, Employed Women, Saskatchewan thousands Less than Grade 12 Grade 12 (including partial post-secondary) Certificate or diploma University Degree Figure 3.10: Post-Secondary Graduates as a Percentage of Employment, Saskatchewan women men Statistics Canada uses a hierarchy to measure educational attainment so those with both a post-secondary certificate/diploma and a university degree will be classified as having a degree. There is no requirement that the education be obtained in Canada. The figures do not take into account on-the-job training or short skill courses. Note that the positions held by the women may not require the level of education they have achieved. Women in the Saskatchewan Labour Market April 2017 Page 16

23 Figure 3.11: Labour Force Status of Saskatchewan Women, School Months, 15 to 24 Years of Age, 2016 Working, not going to school 30.7% Employed FT, School PT 1.9% Employed FT, School FT 1.4% Not working or going to school 11.1% Employed PT, School FT 21.8% Employed PT, School PT 1.4% Not working, going to school 31.8% Figure 3.11 shows that, among employed women 15 to 24 years of age in an average school month (January to April and September to December) in 2016, just over one-half were students. Among women in this age group: 30.7% were working and not-going to school; 31.8% were going to school and not working; 26.5% were combining work and school typically going to school on a full-time basis and working part-time; and 11.1% were neither working nor going to school sometimes called NEET (not in employment, education, or training). Women in the Saskatchewan Labour Market April 2017 Page 17

24 3.4 Living Arrangements Labour Force Survey respondents are asked about their marital status, living arrangements, and the number and age of children in the home. The number of employed women and the employment rates for women in various kinds of family structures and living arrangements are examined in this section. To understand these statistics, it is necessary to look at the different ways in which Statistics Canada measures family structures and living arrangements (see box). Legal Marital Status The legal marital status may have the least relevancy of the concepts in this section because it measures a legal status rather than an actual living arrangement. In 2016, over one half (52%) of adult women in Saskatchewan were legally married. Another 24% were single (and had never been married) and 16% were widowed, separated, or divorced with the remaining 9% living in a common-law relationship. Employment rates are lowest for those who are widowed but this is mainly because this group of women tend to be seniors. To compensate for this age-related bias, Figure 3.12 shows employment rates for women restricted to those 15 to 64 years of age. The employment rates are highest for women who are married or in a common-law relationship and lowest for those who are single. The rates are relatively stable among 85% 80% 75% 70% 65% 60% 55% Figure 3.12: Employment Rates by Legal Marital Status, Saskatchewan Women, 15 to 64 Years of Age Single (never married) Married including common law Separated/Divorced/Widowed A private dwelling is a separate set of living quarters which has a private entrance either directly from outside or from a common hall, lobby, vestibule or stairway leading to the outside. Apartments are therefore considered as separate dwellings. Most basement suites are considered as separate households whereas a room and board situation would be classified as a multi-family household, unless the extra person was a member of the immediate family. Extended family arrangements are considered as multi-family households. A household is a person or group of persons (other than temporary or foreign residents) who occupy a private dwelling. A family is a married couple (with or without children of either or both spouses), a couple living common-law (with or without children of either or both partners), or a lone parent of any marital status, with at least one child living in the same dwelling. A couple living common-law may be of the opposite or the same sex. It is not necessary for the adults to be the biological parents of the children so families with adopted children or blended families are included in the definition. An economic family is a group of people living together who are related by blood, marriage, common-law or adoption. The concept of economic family therefore refers to a larger group of persons than does a family. Two or more related families living together may constitute one economic family if, for example, a woman and her husband are living with their married son and daughter-in-law. Two or more brothers or sisters living together, apart from their parents, will form an economic family, but not a family. Foster children are considered economic family members but not family members. Women in the Saskatchewan Labour Market April 2017 Page 18

25 women in these two categories. For those who are widowed, separated, or divorced, the employment rate has been on a downward trend since 2013, falling from 77% to 72%. Figure 3.13: Employment Rates for Women by Age of Youngest Child at Home, Saskatchewan, 15 to 64 Years of Age, 2016 All women Age of Youngest Child Figure 3.13 looks at employment rates among women according to the age of the youngest child in the household. As with legal marital status, only those women 15 to 64 years of age are included. Given that many women leave the labour No children at home market temporarily to raise children, one might expect lower employment rates for women with younger children at home and this is the case although the difference is smaller than might have been expected. In 2016, the employment rate among women 15 to 64 years of age was 71.8% overall but it was lower in families where there were pre-school age children at home: 65.4 % for women when the youngest was under three years of age; and 70.4% for women with the youngest child three to five years of age. Beyond age five, the employment rates for women with children at home were, in fact, above the rates for women in households where there were no children at home. Figure 3.14 looks at employment rate trends over time according to the age of the youngest child living at home. The 2016 decline in employment rates was most pronounced among women with younger children at home. For women with pre-schoolers at home, the employment rate fell from 70.2% in 2014 to 67.3% in Among women where the youngest child is 6 to 15 years, the employment rate was increasing from 2013 to 2015 but fell abruptly in 2016 from 84.4% to 79.9%. 90% 85% 18 to 24 years 16 to 17 years 13 to 15 years 6 to 12 years 3 to 5 years Under 3 years 35% 45% 55% 65% 75% 85% 95% Figure 3.14: Employment Rates for Women 15 to 64 Years of Age, by Age of Youngest Child at Home, Saskatchewan, 1996 to 2016 The employment rates in Figure 3.14 were also examined for women in full-time and part-time jobs. Figure 3.15 shows the same employment rates as Figure 3.14 but restricted to those with full-time employment. The full-time employment rates are lower in absolute terms, of course, but there is the same general pattern in the sense that women with either no children at home or women with young children at home are the least likely to be employed on a full-time basis. The figures also show that the presence of children 6 to 15 years of age at home tends 80% 75% 70% 65% 60% Under six years 6 to 15 years 16 to 24 years No children at home Women in the Saskatchewan Labour Market April 2017 Page 19

26 to lower the full-time employment rate compared with households where the youngest is 16 to 24 years of age. Economic Family Type Employment rate data for women broken down by economic family type provides more detail about how living arrangements affect employment. Employment among Saskatchewan women is broken down into several categories of economic family in Figure Almost two-thirds of employed women (62.7%) in 2016 were women in a dualearner family. The next most common kind of economic families is an unattached individual typically a women living alone which accounts for 14.1% of employed women. Another 8.3% are in a lone-parent family (8.3%) or husband-wife families where the woman is working and the husband is not (7.7%). 80% 80% 75% 76% 70% 72% 65% 68% 60% 55% 64% 50% 60% 45% 40% Figure 3.15: 3.17: Full-Time Employment Employment Rates for Rates Women, for 15 Women to 64 Years 15 to of 64 Age, Years by of Economic Age, by Age Family of Youngest Type, Child Saskatchewan, at Home, Saskatchewan, to 2016 employed full time as % of all women Unattached individual Husband-wife with 2012 no children under Under Husband-wife six years with children 6 to 15 under years18 16 to Lone 24 years parents No children at home Figure 3.17 shows that the employment rates for women in husband-wife families are similar, whether or not there are children in the household. Both declined in 2016 after increasing from 2011 to The employment rates for lone-parent women are lower and have been on a downward trend in the past ten years, falling from 68.0% in 2007 to 63.0% in Figure 3.16: Economic Family Status for Employed Women, Saskatchewan, 2016 Husband-wife with wife only employed 7.7% Other 7.2% Unattached individual 14.1% Lone parent 8.3% Dual Earner Husband- Wife with children under % Dual Earner Husband- Wife with no children under % Women in the Saskatchewan Labour Market April 2017 Page 20

27 3.5 Indigenous Women Statistics Canada asks respondents to the Labour Force Survey if they are Indigenous so there is some limited information about women who self-identify as Indigenous 9. Because the Labour Force Survey does not include the population living on Reserve in its sample, the figures still represent an incomplete picture of employment among Indigenous women in Saskatchewan 10. In 2016, there were an estimated 43,500 Indigenous women who were fifteen years of age and older living off-reserve in Saskatchewan. Just over one half (53% or 23,100) of these women were employed. The number of employed Indigenous women has increased since 2007 with an average growth rate of 3.0% per year with particularly sharp increases in 2013 and Figure 3.18 shows that the majority of employed Indigenous women reported a Métis identity and, furthermore, that most of the growth from 2007 to 2016 has been among Métis women. Métis women made up 56% of Indigenous women living off Reserve in 2016 but they accounted for 64% of employment. In other words, the employment rate for Métis women is much higher than for First Nations women. All else being equal, one might expect that employment rates for Indigenous women would be higher than for non-indigenous women because they are, on average, a younger population and younger populations tend to have higher employment rates. This is not the case. The employment rate among Indigenous women was 53% in 2016 compared with 61% for non-indigenous women Figure 3.18: Employment among Indigenous Women off Reserve, Saskatchewan thousands Figure 3.19 shows that the difference is largely because the employment rates for First Nation women are so low. In 2016, 44% of First Nations women were employed compared with 61% of Métis women. In fact, Métis women have employment rates that are similar to the rates for non-indigenous women First Nation Women Métis & Other Indigenous Women 9 The question used to measure Aboriginal identity is the same ones used in the census. Is [this person] an Aboriginal person, that is, First Nations (North American Indian), Métis or Inuk (Inuit)? Is [this person] a Status Indian (Registered or Treaty Indian as defined by the Indian Act of Canada)? Is [this person] a member of a First Nation/Indian band? Indigenous women are those who answered yes to one or more of the three questions. 10 According to the National Household Survey (the name given to the voluntary census by Statistics Canada), the employment rate for First Nations women living on reserve was 28% in 2011 compared with 46% for those living off Reserve. Undoubtedly, the labour market information from the LFS overstates the employment rate among Aboriginal women. 11 This will be, in part, because Aboriginal women are younger, on average, than non-aboriginal women and, all else being equal, more likely to be in the labour force. Women in the Saskatchewan Labour Market April 2017 Page 21

28 70% Figure 3.19: Selected Employment Rates, Indigenous Women, Off Reserve Only, Saskatchewan 65% 60% Non-Aboriginal Women 55% All Indigenous Women 50% 45% Métis & Other Indigenous Women First Nation Women 40% 35% Indigenous women are as likely to be working full-time as non-indigenous women. In 2016, 74% of employed Indigenous women were working full-time compared with 73% of non-indigenous women. Women in the Saskatchewan Labour Market April 2017 Page 22

29 3.6 Country of Birth Statistics Canada asks respondents to the Labour Force Survey if they are immigrants, a term that is used to mean those who were born outside Canada regardless of their citizenship or when they moved to Canada. Note that some immigrant women will have originally migrated to another province and then moved to Saskatchewan Figure 3.20: Employment Among Recent Immigrants, Saskatchewan Women thousands The introduction of the Saskatchewan Immigrant Nominee Program has had a dramatic impact on the number of immigrants in Saskatchewan. In 2015, for example, the number of people immigrating to Saskatchewan from another country was 12,521 compared with 3,516 in Figure 3.20 shows that employment among these recent immigrants, taken to be women who have been living in Canada for less than 0 ten years 12. While still relatively low, the number has increased from 4,000 in 2007 to 23,300 in Over the same period, employment among female immigrants who have lived in Canada for ten years or more increased by 3,100 and employment among women born in Canada (including the children of immigrants) was % Figure 3.21: Employment Rates by Immigration Status, Saskatchewan Women 15 & Older 70% 65% 60% Recent Immigrants (less than 10 years) Other Immigrants 55% Born in Canada 50% 45% 40% Temporary foreign workers are not considered as immigrants. In 2016, there were 5,000 temporary residents who were working in the province. Women in the Saskatchewan Labour Market April 2017 Page 23

30 effectively constant. Looked at another way, virtually all of the growth in employment among women from 2007 to 2016 occurred among women born outside Canada. The employment rates in Figure 3.21 show that recent immigrants were more likely than women born in Canada to be working in The employment rates in 2016 were: 59.7% among Canadian-born women; 71.3% among those who immigrated to Canada in the past ten years; and 54.0% among those who immigrated to Canada more than ten years ago. The lower employment rates among those who immigrated to Canada more than ten years ago is mainly because a high proportion of these women will be seniors and out of the labour force. Women in the Saskatchewan Labour Market April 2017 Page 24

31 3.7 Residence The Labour Force Survey has a sufficient sample size to enable publication of labour market statistics for women living in the Regina and Saskatoon metropolitan (CMA) areas 13. In 2016, approximately one-half of the adult women in Saskatchewan lived in one of the two largest urban centres. Figure 3.22 shows that there are more employed women in the Saskatoon (CMA) than in the Regina CMA. Over the past ten years, virtually all of the employment growth among women has occurred in the two cities. Employment among women has grown by an average of 1.1% per year from 2007 to The equivalent growth rates were: 1.9% among women in the Saskatoon CMA; 2.5% among women in the Regina CMA; and 0.0% among women living outside the two cities. Looked at another way, 55.6% of employed women lived in either the Regina or Saskatoon CMA in 2016 compared with 50.6% ten years ago. Notwithstanding the higher levels of employment among women in Saskatoon compared with Regina, employment rates among women are higher in Regina than in Saskatoon. Figure 3.23 shows that this was not the case in 2007 when the employment rates in the three geographic areas were similar. Among those 15 to 64 years of age, the employment rates among women in 2016 were: 75.7% in the Regina CMA; 70.6% in the Saskatoon CMA: and 70.4% in the areas outside the two cities. There may be several reasons for the higher employment rates among Regina women but 66% one of the important ones will be the extent of public sector employment in Regina combined with the fact that many of the jobs in the public sector are held by women % 78% 76% 74% 72% 70% 68% Figure 3.22: Employment Among Women, by Residence, Saskatchewan, 2007 to 2016 thousands Saskatoon CMA other Saskatchewan Regina CMA Figure 3.23: Employment Rates Among Women 15 to 64 Years of Age, by Residence other Sask Saskatoon CMA Regina CMA The metropolitan areas including the cities and the surrounding bedroom communities such as Warman, White City, Lumsden, and Dundurn. These regions are referred to as Census Metropolitan Areas or CMAs. Women in the Saskatchewan Labour Market April 2017 Page 25

32 SECTION 4: CHARACTERISTICS OF POSITIONS IN WHICH WOMEN WORK Section 3 looked at information about the characteristics of employed women in Saskatchewan. This section concentrates on the characteristics of the positions in which they work. It includes information about things like the industry where they work and the permanence of the jobs. In these statistics, the characteristics of the main job is used for women who hold two or more jobs simultaneously. The main job is the one at which she works the most hours. As in Section 3, the time frame for the analysis is the ten-year period from 2007 to Women in the Saskatchewan Labour Market April 2017 Page 26

33 4.1 Class of Worker Those who are employed are broken down into two general categories the employees who work for others and the self-employed who work for themselves or are business owners. These two groups can be further subdivided into several subcategories. The self-employed are those who work for themselves, that is, the working owners of incorporated and unincorporated businesses with or without paid employees. This category also includes those who work without pay in a family business or on a farm. Employees are further subdivided into those who work in the private sector and those who work in the public sector. The public sector is broadly defined to include those who work for a local, provincial or federal government, for a government service or agency, a crown corporation, or a government funded public establishment such as a school, a university, or a hospital. In 2016, 52.0% of employed women were working in a paid position in the private sector and another 34.8% were in a paid position in the public sector. This leaves 13.2% who were self-employed. In 2016, women were: much more likely than men to work in the public sector (34.8% do so compared with 15.8% of men); less likely to be self-employed (13.2% compared with 22.9%); and less likely to work as paid employees in the private sector (52.0% compared with 61.4%). Over the past ten years, there has been an increase in both the number of women working in the public sector and the proportion of the total (see Figure 4.1). The 34.8% of employed women who were paid employees in the public sector in 2016 compares with 33.8% in Figure 4.1 also shows that the 2016 employment decline among women was concentrated among the self-employed and followed four years of increases. Figure 4.1: Employment by Class of Worker, Main Job, Saskatchewan Women thousands Employees 40 thousands Self-Employed private sector public sector Women in the Saskatchewan Labour Market April 2017 Page 27

34 4.2 Job Permanence Employees are classified according to whether or not the job is permanent or temporary. A permanent job is one that is expected to last as long as the employee wants, given that business conditions permit. In other words, there is no pre-determined termination date. Temporary jobs are subdivided into term positions (those with a fixed end date), seasonal positions, and casual positions (typically summer jobs). The self-employed are not included in job permanence statistics. In 2016, the vast majority (85.4%) of female employees were in permanent positions with another 7.1% in term positions, 5.6% in casual positions and 1.8% in seasonal positions. Male employees are even more likely than women to be in permanent positions (87.9% were in 2016). Figure 4.2 shows that, since 2007, there has been an increasing number of employed women in each kind of position except seasonal ones. In absolute terms, the largest increase has been among women in permanent positions whereas in percentage terms, the increase has been the largest among term employees with an average annual increase of 4.4% per year from 2007 to 2016 and casual employees (2.4% per year). This compares with an average annual increase of 0.8% among women in permanent positions. The employment decline in 2016 was concentrated in permanent positions Figure 4.2: Employment by Job Permanence, Main Job, (excluding the self-employed), Saskatchewan Women Permanent Positions Non-Permanent Positions 18 thousands thousands Term Casual Seasonal Women in the Saskatchewan Labour Market April 2017 Page 28

35 4.3 Job Tenure Job tenure refers to the number of years that a woman has spent with her current employer. Note that tenure is not considered as interrupted if different positions are held with the same employer. In 2016, 13.2% of employed women had been with their current employer for twenty years or more and Figure 4.3 shows the number has been falling for the past three years. In the same year, 18.8% have been with their current employer for less than a year leaving the remaining 68.0% with tenure from 1 to 19 years. Men have slightly longer job tenure than women. On average, employed women in 2016 had 103 months of tenure compared with 118 months for men. Figure 4.3: Employment by Job Tenure, Main Job, Saskatchewan Women thousands Twenty or More Years thousands Fewer than Twenty Years Less than a year 5 to 19 years 1 to 4 years Women in the Saskatchewan Labour Market April 2017 Page 29

36 4.4 Industry Group Statistics Canada uses the North American Industry Classification System (NAICS) to classify the employers into industry groups. For the purposes of this analysis, the number of industries was collapsed into fifteen groups. See Appendix B for a description of the industry groups used in this report. Figure 4.4 shows the number of women employed in each of these industry groups in 2016 and nine years earlier in Figure 4.5 compares employment by industry between men and women in There are several observations that can be made about the data. The most common industry of employment for women is the health care and social services group which accounted for 25.3% of positions held by Saskatchewan women in This has increased from 22.4% in 2007 and compares with only 4.2% for Saskatchewan men. Looked at another way, 84% of those employed in this industry group are women. Women are also commonly employed in two other industry groups dominated by the public sector, namely education services and public administration. They accounted for 10.9% and 5.5% of employment, respectively, in As with the situation in health care and social services, employment in these sectors has increased from 2007 although it has declined as a share of total employment. In the two other industry groups that represent significant employment for women, employment in retail trade is declining and employment in the accommodation/food services group is increasing. Employment in these industry groups accounted for 22% of employment among women in Women have significantly lower levels of employment than men in several industry groups that are in the goods-producing category agriculture, construction, manufacturing, and the resource sector. These four industry groups accounted for 40.3% of employment among men in 2016 but only 9.8% of employment among women. Employment is more or less evenly split between men and women in four industry groups retail trade, public administration, personal and household services, and the information, culture, recreation group. In percentage terms, employment among women increased the fastest from 2007 to 2016 in two sectors where relatively few women work: o the resource/utilities group where employment increased by an average of 8.2% per year; and o construction where employment increased by 5.1% per year. Those increases were much less significant than the increases in the health care and social services group. The employment increase of 13,200 in this industry group accounted for one-half (52%) of the total employment growth among women over the period from 2007 to Women in the Saskatchewan Labour Market April 2017 Page 30

37 Figure 4.4: Employment by Industry, Main Job, Saskatchewan Women, 2007 and 2016 Health care and social services Retail trade Educational services Accommodation and food services Business services Finance, insurance, real estate Public administration Personal and household services Information, culture, recreation Agriculture Mining, oil/gas, forestry, utilities Transportation Wholesale trade Construction Manufacturing employment in thousands Women in the Saskatchewan Labour Market April 2017 Page 31