As the school year comes to a close, young Canadians entering the job market are facing in years. Despite their , many Gen Z are entering a .
According to , the unemployment rate for youth aged 15-24 is 12.2 per cent — over double that of the prime working-age population.
The outlook is bleaker for students planning to return to full-time studies in the fall. Unemployment for this group has reached just over 20 per cent, the highest level since 2009, when the global economy was reeling from the .
, and face steeper hurdles. They are competing in a labour market dominated by .
Today’s youth are navigating a perfect storm of , , a and .
Unlike older workers, many young people lack the financial stability or support systems to pursue opportunities that require relocating.
First jobs matter more than ever
Early work experiences have long served as crucial entering the workforce. They offer new workers .
Roles in retail, hospitality and customer service often serve as a first taste of working life, helping young people build confidence, develop transferable skills and expand their professional networks. Without access to these opportunities, many young Canadians risk falling behind before their careers even begin.
The long-term implications are serious. According to , Canada stands to lose $18.5 billion in GDP over the next decade if youth unemployment remains high.
More broadly, high unemployment among youth and undermines the foundations of , , and .
Underemployment also takes a personal toll, contributing to and like , and .
What Gen Z can do
Many young job-seekers are understandably discouraged by today’s labour market. But as Gen Z have advantages to bring to the table, including creativity, and fluency in technology.
The key is to stay open, proactive and creative by pursuing non-linear experiences that can serve as legitimate entry points into the workforce. Here are four actionable strategies for Gen Z starting their careers:
1. Think beyond traditional pathways.
Unconventional roles and programs can offer valuable experience. For example, university students at recently , gaining confidence and transferable skills.
Side projects, such as building websites or freelancing, can also help people start their careers. These are increasingly recognized as valid ways to break into the job market.
2. Build core skills that matter.
The identifies analytical thinking, resilience, creativity, leadership and self-awareness as the most in-demand skills for the future. These can be developed through volunteer work, community leadership, mentorship or personal projects.
Programs like also help foster independence, global awareness and important skills.
3. Invest in future-ready capabilities.
As workplaces adopt AI and automation, tech literacy is becoming increasingly valuable. can help build specialized skills, while and other opportunities offer experiences that employers value.
4. Build meaningful connections.
Networks . Relationships with peers, mentors and community members can provide support, broaden perspectives and lead to unexpected opportunities. or volunteering can help young workers feel more connected and confident while developing skills that matter.
A new working generation
While these steps won’t solve the systemic challenges facing the labour market, they can help young Canadians gain traction in a system that is still catching up to the needs of their generation.
This will require the collaboration of government, employers, educational institutions and community service providers to innovatively reduce existing barriers. Importantly, these sectors are being asked to “” when it comes to addressing youth unemployment.
Gen Z is entering the workforce during a time of profound economic and social change. But they also have unparalleled access to information, supportive communities and platforms to share ideas and make a meaningful impact.
By acting with intention, young Canadians can navigate this landscape with agency, laying the foundation not only for jobs but for careers that reflect their values and ambitions.
Leda Stawnychko receives funding from SSHRC.
Warren Boyd Ferguson does not work for, consult, own shares in or receive funding from any company or organization that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.
