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How to Choose the Right Skilled Trade for You

tradesmart23 on March 23, 2025

How to Choose the Right Skilled Trade for You

If you’re exploring skilled trades in Hamilton, Ontario, you’ve probably spent hours on Google researching “pre-apprenticeship programs Ontario,” “trade schools in Ontario,” or “how to become an apprentice in Ontario.” Choosing the right trade often feels like a high-stakes decision. Many aspiring tradespeople settle on a specific trade based on superficial criteria—such as salary rankings, perceived job ease, or family recommendations. At Trade Smart College, we’ve observed this phenomenon repeatedly, and while passion for a trade is admirable, rigidly sticking to a predetermined trade pathway, or what we call “The Blueprint,” can actually limit your career prospects.

Why Your Choice of Trade May Be Too Limited

One of the primary pitfalls of choosing a skilled trade is basing the decision purely on wage statistics. Lists highlighting “Ontario’s highest-paying trades” can be misleading. These attractive wages often apply exclusively to seasoned journeypeople still actively using tools. But careers evolve—many skilled trades workers shift into management, sales, or entrepreneurship. Consequently, those initially appealing average wages become less relevant as your career progresses, leaving you questioning if you chose the right path.

Moreover, initial motivations don’t always translate to sustained career satisfaction. We’ve seen many students pick a trade based solely on surface-level interests. We’ve had some students choose plumbing because they like the look of sleek bathrooms while others chose electrical because they liked fancy lighting systems. Passion is great—but it is not a reason to select one trade over another, and it needs to be backed by broader awareness and openness to unexpected opportunities.

The Myth of “The Blueprint”

Prospective trades students and their parents often meticulously design detailed career pathways. This “Blueprint”—can inadvertently create a rigid structure with unrealistic expectations. The Blueprint specifies that they have to find a pre-apprenticeship program; then get hired by a specific kind of trades company; then get signed right away as an apprentice, not a general labourer; they can only do certain kinds of work that help them learn their trade and they should not be subjected to menial duties like clean-up and inventory, and on and on. If one stepping stone along the pathway doesn’t happen, all is lost.

Many students envision this kind of quick, linear career progression. Yet reality often looks very different: most tradespeople start by sweeping floors, handling inventory, or performing general labour duties. Embracing these early experiences can actually enrich your understanding and enhance your value to future employers.

The trades are full of endless opportunities and taking advantage of them is the best thing you can do if you want a great career. This becomes impossible when one is stuck on The Blueprint, because those opportunities look like distractions or dead ends. The great opportunities in the trades are found off The Blueprint, not on it.

Overlapping Skills Across Trades

Another often overlooked reality is that skilled trades within the same sector—such as plumbing, HVAC, electrical work, and carpentry—share substantial overlap. Staging –- planning, ordering, receiving, moving, storing, and shifting supplies and equipment, and cleaning up after a job is done– is 75 to 80% of most trades work. Ordering, receiving, and moving a box that contains an A/C unit instead of a toilet is exactly the same work, as is cleaning up afterwards. So is it really a good idea to insist on following a rigid plan to get you into your special trade when most of what you do on a daily basis is indistinguishable from a bunch of other trades? 

Recognizing this overlap is critical. Being too fixated on one specific trade may unnecessarily limit your ability to recognize broader opportunities. The best tradespeople are versatile, recognizing that their skills are transferable across multiple trades. Therefore, flexibility in your initial career goals can significantly enhance your employability and long-term career satisfaction. Sticking to The Blueprint is a recipe for disappointment, even disaster.

Embracing Opportunity Over Rigidity

You are far better off discarding The Blueprint if you have one, and thinking instead about opportunities. What opportunities are available to me right now, and which ones look like they could give me an opportunity to learn new things? Some of the employers who take our students on internships tell them straight up that an equal, if not better route to becoming a tradesperson is to spend a year working at a parts supply store. You get to learn about every part and tool in that trade, you get to see busy times and slow times, which companies have lots of work and which ones don’t. 

In addition, if you’re prepared, focused and reliable, you get to prepare orders for 10-20 tradespeople every day, on time and without any mistakes. What better way to show 20 potential employers that you are dedicated, provide great customer service and are keenly interested in the trade? You couldn’t ask for a better job interview. Don’t expect an employment offer in a month or two, but providing a year of excellent customer service to potential future employers will open up opportunities you don’t even know about.

Key Points to Remember:

  • Choosing a trade solely based on salary or superficial interests can lead to dissatisfaction.
  • Rigid career paths (“The Blueprint”) rarely align well with reality.
  • Trades within the same sector share extensive common tasks and skills, so think in terms of opportunities, not one specific trade or another.
  • Flexibility and openness to opportunities are crucial for long-term success.
  • Alternative paths, such as working in related industry positions, can provide exceptional career benefits.

The Bottom Line

Flexibility Beats Rigidity in Choosing a Skilled Trade

Rigidly adhering to a preconceived career pathway can severely limit your potential in the skilled trades. Flexibility, openness, and readiness to seize unexpected opportunities often define the most successful and satisfied tradespeople. At Trade Smart College, we encourage our students to embrace opportunities through our signature Trades Match program which combines opportunities, real-world experience, and paid internships designed specifically to broaden horizons and enhance employability—far beyond traditional expectations.

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Need more info? Looking to register? Want to find out about financing or start dates? Book a call, meeting, or text chat with Carrie our Student Success Manager.

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The Ontario Government is Committing to 5,000 New Apprenticeships Each Year for the Next Four Years

tradesmart23 on March 18, 2025

The Ontario Government is Committing to 5,000 New Apprenticeships Each Year for the Next Four Years

Introduction: A Step Forward, but Not the Full Solution

The Ontario government has announced funding to create 5,000 new apprenticeship spots annually for the next four years, a move that signals a commitment to strengthening the skilled trades workforce. Given the severe shortage of tradespeople, this investment in apprenticeship training is a necessary and positive step. However, it is crucial to understand who is eligible for these opportunities and whether this initiative will genuinely help solve Ontario’s trades shortage.

The reality is that getting an apprenticeship spot is not the hardest part of entering the trades—getting that first job is. These 5,000 new seats will help existing apprentices complete their required schooling, but they do nothing for those who have yet to be signed on as apprentices in the first place. That’s where programs like Trade Smart College’s pre-apprenticeship training, which blends professional and technical skills with a six-month paid internship, play a crucial role in actually helping people enter the trades.

Who is Eligible for These New Apprenticeships?

A common misconception is that apprenticeship schooling—sometimes called “trade school”—is where people go to learn a trade from the ground up. This is not the case. Apprenticeship schooling is only for people who are already apprentices. To qualify for one of these new apprenticeship seats, an individual must have already been hired by an employer and registered with the Ontario apprenticeship system.

To put it simply, you cannot walk into a college and sign up for an apprenticeship program. You must first have an employer sponsor you, sign an apprenticeship training agreement, and receive an official apprenticeship number before being eligible for Level 1 training. Only publicly funded colleges, unions, and select registered training providers can offer apprenticeship schooling, and career colleges, including Trade Smart College, are not eligible to offer this training.

How Will This Help Existing Apprentices?

For those who are already apprentices, these additional seats will be beneficial. Currently, Ontario has a backlog of apprentices who struggle to access the mandatory in-school portion of their training. The government funding will help ease this bottleneck, allowing more apprentices to move through Level 1, Level 2, and Level 3 training without delays.

This is a positive step for productivity, as more apprentices completing their education means more skilled tradespeople advancing toward journeyperson status. However, this investment is only addressing the needs of those who have already secured an apprenticeship—it does nothing to increase the number of people entering the trades. And that is where the real problem lies.

The Hardest Part of Entering the Trades: Getting That First Job

The true barrier to solving Ontario’s trades shortage isn’t a lack of apprenticeship seats—it’s the challenge of getting hired as an apprentice in the first place. The process of securing that first apprenticeship job is notoriously difficult. Employers are hesitant to take on inexperienced workers because, quite simply, they don’t want to train someone who isn’t prepared, focused, and reliable.

Right now, there are two main ways people get hired as apprentices. One is through personal connections. If you have a family member or friend in the trades, your chances of landing an apprenticeship improve significantly. However, relying on who you know is not a scalable solution for Ontario’s workforce needs. The second is through pre-apprenticeship programs. These programs exist to help people gain foundational skills and experience to make them more attractive to employers. However, most government-funded pre-apprenticeship programs simply replicate the Level 1 curriculum without addressing the professional skills gap that prevents many job seekers from getting hired.

What Skills Do Employers Look for in an Apprentice?

Employers are not just looking for technical knowledge. The single most important factor in hiring an apprentice is professionalism. A company cannot afford to invest time and resources into someone who lacks the ability to be punctual, adaptable, and productive.

The most in-demand skills that separate successful apprentices from those who struggle to find work include reliability, which means showing up on time and ready to work, and a strong work ethic, demonstrating a willingness to take initiative and do the job right the first time. Communication skills are also critical, as apprentices must be able to follow instructions, ask questions, and work as part of a team. Problem-solving ability is another key factor, as tradespeople need to think critically and adjust to real-world challenges. Adaptability is essential, as the industry is constantly evolving, and workers must be prepared to learn new techniques and technologies.

While technical skills can be learned on the job, professional skills must be developed before an employer will take a chance on a new apprentice.

Does This Government Funding Solve Ontario’s Trades Shortage?

The short answer is no. While adding 5,000 apprenticeship spots per year will help current apprentices complete their training, it does nothing to bring new people into the trades.

A true solution to Ontario’s skilled labour shortage must include a clear and accessible pathway for new workers to get their first job in the trades. This means increasing employer incentives to hire apprentices, expanding paid work experience opportunities, and improving pre-apprenticeship programs to emphasize professional and technical skills equally.

Key Takeaways

  • The 5,000 new apprenticeship seats each year will only benefit those who are already registered as apprentices—not those looking to enter the trades.
  • The hardest part of starting a career in the trades is getting that first apprenticeship job, not completing apprenticeship schooling.
  • Many people struggle to find an apprenticeship because they lack professional skills, which employers prioritize over technical knowledge.
  • The government’s plan does not address the real problem: the need for more entry-level pathways into the trades.

The Bottom Line: Getting Into the Trades Still Requires More Than Just Government Funding

While Ontario’s investment in apprenticeship schooling is a positive step, it does not solve the biggest problem facing the trades industry: getting more people hired as apprentices in the first place. Without a clear pathway for new workers to gain professional and technical skills before entering the trades, the labour shortage will persist.

At Trade Smart College, we bridge this gap by preparing students with both the professionalism and technical expertise that employers demand. Our six-month paid internship ensures that graduates enter the workforce prepared, focused, and reliable, increasing their chances of securing an apprenticeship. Real solutions to Ontario’s trades shortage start with getting people into the industry—not just funding the ones who are already there.

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The Skills You’ll Need: Why a Blend of Professional and Technical Skills Will Be Needed in Canada for the Next 40 Years

tradesmart23 on March 18, 2025

The Skills You’ll Need: Why a Blend of Professional and Technical Skills Will Be Needed in Canada for the Next 40 Years

Introduction: The Productivity Problem and the Skills Solution

There is a productivity problem in Canada. For decades, our economic growth has lagged behind other developed nations, and the forecast isn’t looking any brighter. The main reason for this is a persistent and growing skills shortage. The Conference Board of Canada estimates that if we had addressed this issue over the past 20 years, our GDP would be nearly $50 billion larger today. Even more distressing is that we will rank last in GDP growth for the next 40 years out of all the world’s major economies. And it’s not just about technical skills, there is a significant shortage of professional skills as well.

For anyone considering a career in the skilled trades and construction sectors, this reality presents both a challenge and an opportunity. The challenge? No employer hires someone without experience. The opportunity? Employers aren’t just looking for technical know-how; they need prepared, focused, and reliable professionals who can work effectively in a team, solve problems, and adapt to change. The key to long-term career success in the trades is mastering professional skills before technical ones. At Trade Smart College, we recognize this reality, which is why our students get both professional and technical training—along with 950 hours of paid work experience—so they enter the workforce already ahead of the game.

Why Canada Needs Both Technical and Professional Skills for the Next 40 Years

The need for skilled tradespeople isn’t going away anytime soon. Infrastructure projects, green energy transitions, and an aging workforce are all creating huge demand for qualified workers in construction, manufacturing, and transportation. But while technical skills like operating heavy equipment, welding, or electrical wiring are essential, they are not enough on their own to fill the productivity gap.

Here’s why: skills shortages don’t just happen when there aren’t enough workers; they happen when workers aren’t fully prepared for the job. Canadian employers repeatedly highlight the lack of professional skills as a major barrier to productivity. Virtually every survey of employers and hiring managers over the past 50 years produces the same result: they look for professional or soft skills first and are willing to teach the more technical stuff later. Showing up on time, communicating effectively, thinking analytically, and adapting to new challenges are just as important as knowing how to use a tool or read a schematic. Over the next 40 years, the most productive and adaptable tradespeople will be those who master both sides of the equation—technical expertise and professional competence.

The Essential Technical Skills in the Trades and Construction Sectors

The technical skills required in the trades are constantly evolving, but certain core competencies will always be in demand. These include:

  • Mechanical and electrical proficiency – The ability to install, repair, and maintain complex systems, from HVAC to industrial automation.
  • Blueprint reading and spatial reasoning – Understanding technical drawings and specifications is essential for accuracy in construction and manufacturing.
  • Material handling and safety compliance – From working with hazardous materials to maintaining workplace safety protocols, every trade requires knowledge of industry standards.
  • Problem-solving and troubleshooting – Whether diagnosing a malfunctioning engine or adjusting a misaligned steel frame, the best tradespeople think on their feet.

But here’s the reality: technical skills can be taught on the job—but only to those who already have the professional skills to handle the work environment. No employer wants to waste time teaching someone how to be reliable or how to take instruction. That’s why, when choosing candidates, hiring managers always prioritize professional skills first.

Why Professional Skills Matter More Than Ever

In a perfect world, technical expertise alone would be enough to secure a high-paying job in the trades. But in reality, professionalism is what separates the workers from the leaders. The trades industry is full of talented people who never advance in their careers because they lack the professional skills to manage projects, communicate with clients, or work effectively in a team.

Some of the most in-demand professional skills include:

  • Punctuality and dependability – A business can’t function if workers show up late or miss deadlines. Employers want people they can rely on and they will quickly fire those who can’t meet this most basic of requirements.
  • Communication and teamwork – The ability to give and receive instructions, coordinate with colleagues, and interact professionally with clients is critical for all trades businesses. There are endless stories of jobs that have been lost because a junior employee makes a bad impression on a customer, and employers are constantly turning over people who put them at risk.
  • Adaptability and continuous learning – Technology is reshaping the trades, from automation in manufacturing to digital tools in construction. Staying employable means staying adaptable.
  • Work ethic and professionalism – The best-paid tradespeople aren’t just the most skilled—they’re the most professional. They take pride in their work and consistently prove their value. 

In a productivity-driven economy, workers who demonstrate professional skills will always be the first to be promoted—and the last to be let go when times get tough.

The Link Between Professionalism and Productivity in the Trades

Canadian productivity isn’t just about working harder—it’s about working more reliably. A country with an abundance of workers but a shortage of professional skills will always struggle to keep pace with global competition. This is exactly the issue Canada faces today: there are plenty of people willing to work, but too few prepared, focused, and reliable professionals in the workforce.

Employers don’t have the time or resources to teach workers how to be professionals—they expect new hires to come in already understanding the basics of reliability, communication, and workplace etiquette. These should be table stakes when it comes to diplomas and degrees, but unfortunately, these skills are rarely mentioned in most courses, much less taught. That’s why students who prioritize professional skills before technical skills have an enormous advantage when entering the job market. They don’t just fill a position; they contribute to productivity, making them indispensable in any workplace.

Key Takeaways

  • Canada’s productivity problem is largely driven by skills shortages, which include both technical and professional skills.
  • The trades and construction sectors will be in high demand for at least the next 40 years, but technical skills alone won’t be enough for long-term career success.
  • Employers prioritize professional skills—such as reliability, teamwork, and adaptability—because they are the foundation of a productive workforce.
  • The most successful tradespeople are those who master professionalism first, allowing them to learn technical skills more efficiently and advance in their careers.

The Bottom Line: Professionalism First, Skills Second

If you want a long, successful career in the trades, technical expertise is only half the equation. The other half—and the most important half at the start of your career—is professionalism. Being prepared, focused, and reliable is what gets you hired and promoted. The most skilled worker in the world won’t get far if they can’t show up on time, follow instructions, and work as part of a team.

At Trade Smart College, we understand that professional skills are the foundation of a strong career. That’s why our training isn’t just about technical knowledge—it’s about preparing students to be the kind of professionals that employers want to hire. And with 950 hours of paid work experience, our students enter the workforce with both the skills and the confidence to succeed. The smarter pathway to the trades starts here.

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How Do You Get Experience In The Skilled Trades Without Experience?

tradesmart23 on March 18, 2025

How Do You Get Experience In The Skilled Trades Without Experience?

In the trades, as in most industries, a frustrating paradox exists: how do you get job experience if most companies only want to hire people who already have it? For aspiring tradespeople, this is generally regarded as one of the most difficult parts of becoming a licensed technician. And it often feels like an impossible barrier to overcome. Companies can’t be blamed for this approach—hiring a new employee comes with significant costs, and they prefer candidates who have proven their abilities in real-world situations, not just in workshops or training environments.

But what about those who lack this advantage? Not everyone has a family member who can get them a foot in the door, nor can they rely on sheer luck to find their first opportunity. If we are actually going to address the crushing labour shortages in the trades, a systematic and scalable solution is required—one that can provide relevant work experience in a way that employers value.

Internships: Bridging the Gap Between Training and Employment

One of the most effective solutions to this challenge is the internship, sometimes called a co-op. A properly structured internship gives students the opportunity to work in a real company, gaining insights into the industry while building the experience that employers recognize as valuable. It’s a chance for students to prove themselves in a workplace environment, learning on the job while contributing meaningfully to the business.

Employers consistently value jobsite experience over classroom and workshop training when evaluating candidates for junior positions. This makes internships incredibly powerful. However, not all internships are created equal. Short-term or part-time placements may not provide enough hands-on experience to make a real difference on a resume. On the other hand, substantial, full-time internships lasting several months can transform a student from someone with no experience to someone who is ready for hire.

The Importance of Substantial, Real-World Experience

The closer an internship is to a “real job,” the more valuable it is for both students and employers. Three-week practicums or part-time co-op positions are a start, but they often fall short of providing the depth of experience needed to make a strong impression on employers. A longer, full-time internship provides a meaningful opportunity to learn, adapt, and contribute in a workplace setting.

For example, a six-month, full-time internship allows students to accumulate hundreds of hours of real-world experience, helping them build both technical skills and professional habits. This kind of comprehensive experience can set students apart from others who have only completed workshop-based training. When combined with mentorship and guidance, such internships ensure that students don’t just meet industry expectations—they exceed them.

Why Employers Value Experience Over Technical Training

When it comes to hiring entry-level tradespeople, employers often prioritize real-world experience over specific technical skills. Why? Because technical skills can be taught on the job, but professionalism, reliability, and adaptability are traits that are best learned through practical application. Employers need to know that new hires can handle the realities of a job site—tight deadlines, teamwork, and problem-solving under pressure.

This is where substantial internships shine. They give students the chance to develop these essential qualities while applying their technical knowledge in a practical setting. For employers, hiring someone who has already worked in a similar environment reduces risk and makes onboarding smoother. For students, the experience adds significant weight to their resume, showcasing their ability to contribute effectively in a professional setting.

A Systematic Solution to Gaining Experience

Without a systematic approach, such as a substantial internship, gaining real-world experience can feel like a matter of luck. This is especially true in the trades, where barriers to entry often seem insurmountable. Internships provide a scalable solution to this problem, offering students a clear path from training to employment. Programs that integrate substantial internships into their curriculum not only prepare students for the workforce but also address labor shortages in the trades by creating a pipeline of ready-to-hire talent.

At Trade Smart College, every student is automatically eligible for a six-month paid internship with a local trades company. This means that by the time they graduate, they have accumulated a minimum of 960 hours of jobsite experience. Not only does this make students more attractive to employers, but it also gives them a chance to secure a permanent position with their internship company. This approach bridges the gap between education and employment, turning “no experience” into “experience provided.”

Key Points to Remember

  • Employers in the trades prioritize real-world experience over workshop training when making hiring decisions.
  • Substantial, full-time internships are far more valuable than short-term or part-time placements.
  • Internships help students develop technical skills, and reinforce professionalism, reliability, and adaptability in real-world settings.
  • A systematic approach to internships creates a direct pathway from education to employment.
  • Trade Smart College provides six-month paid internships, ensuring students graduate with 960 hours of jobsite experience.

The Bottom Line: Turning “No Experience” Into “Experience Provided”

For aspiring tradespeople, the challenge of getting job experience without already having it can feel overwhelming. But with the right approach, it’s possible to break through this barrier. Substantial internships, like those offered at Trade Smart College, provide students with the hands-on experience they need to succeed in the workforce.

By partnering with local companies and integrating internships into our curriculum, we ensure that students are prepared, focused, and ready to thrive in their careers. The trades are all about proving your ability to contribute—and with the right experience, students can show employers that they’re more than ready to take on the job.

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Need more info? Looking to register? Want to find out about financing or start dates? Book a call, meeting, or text chat with Carrie our Student Success Manager.

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What Should Colleges Do to Make Internships More Valuable for Companies?

tradesmart23 on March 18, 2025

What Should Colleges Do to Make Internships More Valuable for Companies?

Internships are often touted as the golden bridge between education and employment, but for many companies, they’ve become more of a burden than a benefit. Local trades businesses in Ontario, generating hundreds of millions in revenue, don’t need just any intern—they need professionals-in-training who can integrate seamlessly into their operations and provide real value. Yet, colleges often fall short of preparing students to meet these expectations. The result? Companies waste time and resources on interns who lack the professionalism, focus, and reliability required to succeed.

This disconnect has prompted a growing call for colleges to rethink their approach to internships. AsIn the U.S., Ryan Craig noted in Forbes that “It’s Time For Colleges To Get Serious About Internships,” institutions need to embrace innovative solutions that are more company-focused to lighten the load for employers. Some of the most effective ways to do this include taking on tasks such as sourcing, screening, and mentoring interns to develop professional skills before they even show up on a jobsite. This maximizes the chances that an intern will arrive prepared, and ready to contribute meaningfully. Colleges that align their internship programs with these principles can deliver interns who are assets, not liabilities.

Streamlining the Internship Process for Companies

One of the key reasons internships fall short is the administrative burden they place on companies. Tasks like sourcing candidates, onboarding, and managing HR compliance consume valuable time and resources that businesses could otherwise allocate to their core operations. According to Craig, colleges and other internship providers can take on these responsibilities, allowing companies to focus on integrating interns into their workflows rather than getting bogged down in bureaucracy.

For trades companies in Ontario, this model can drastically improve the value of internships to companies. Imagine an internship system where students arrive already vetted, trained, and ready to contribute. By eliminating the hurdles of recruitment and onboarding, colleges can make it easier for businesses to say yes to internships. This, in turn, encourages companies to offer more opportunities, which benefits both students and employers over the long term.

Preparing Interns to Add Real Value

Another critical failure of many internship programs is a lack of alignment between what students learn in the classroom and what companies actually need. As Craig highlights, colleges can no longer just place any student with any company—they need to ensure that students are prepared for the demands of the job, and the requirements of the placement company. This includes pre-hire training, orientation, and even mentoring to bridge the gap between academic theory and practical application.

For trades employers, this preparation translates directly into value. When an intern understands the specific needs of a company, from safety protocols and punctuality to time-tracking and customer interaction protocols, they become a reliable team member rather than an extra set of hands that needs constant supervision. Colleges that take the time to equip students with this level of readiness are not just serving their students—they’re providing a valuable service to the companies that hire them.

Importance and Value of Pre-Hire Training

One of the most significant ways colleges can improve the value of internships for companies is by incorporating robust pre-hire training programs. Craig and others have pointed out that pre-hire training equips students with the foundational skills and knowledge they need to hit the ground running. This ensures that interns arrive ready to contribute, minimizing the need for extensive onboarding by the employer.

For trades companies in Ontario, pre-hire training is particularly valuable. Interns who already understand basic workplace expectations—such as punctuality, safety protocols, and effective communication—can integrate seamlessly into job sites. This preparation reduces downtime and allows companies to focus on their projects rather than spending resources on training. Colleges that emphasize pre-hire preparation not only support their students but also position themselves as reliable partners for businesses seeking competent interns.

At Trade Smart College, we’ve addressed this gap by providing daily, weekly, and monthly contact points with all of our internship students. Rather than simply dropping students off with a company for six months and hoping for the best, we stay actively involved throughout the internship. This continuous engagement ensures that students have a reliable resource for problem-solving, while companies receive ongoing feedback and assistance to optimize the internship experience. By fostering this partnership, we help both parties succeed.

Key Points to Remember

  • Internships often fail because they burden companies with administrative tasks rather than delivering value.
  • Ensuring that students are accustomed to the schedule and demands of a jobsite can make internships more appealing to employers.
  • Pre-hire training ensures interns are prepared to contribute meaningfully to company operations.
  • Continuous support during internships benefits both students and companies, ensuring long-term success.

The Bottom Line: Building a Better Internship Model

Internships don’t have to be a burden for trades companies. With the right approach, colleges can transform these programs into mutually beneficial partnerships. By streamlining processes, preparing students thoroughly, and providing ongoing support, schools can deliver interns who are professional, focused, and ready to add value from day one.

At Trade Smart College, we’ve embraced these principles to ensure that our students and their internship employers succeed together. By maintaining active involvement throughout the internship and ensuring companies receive interns who are assets, not liabilities, we’re showing  that internships can be a win for everyone involved.

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Need more info? Looking to register? Want to find out about financing or start dates? Book a call, meeting, or text chat with Carrie our Student Success Manager.

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Celebrating First-Generation Trades Pathways at Trade Smart College

tradesmart23 on March 18, 2025

Celebrating First-Generation Trades Pathways at Trade Smart College

In a previous blog, we made the case for putting as much effort, resources, and celebration into first-generation tradespeople as we do for first-generation university students. Both groups succeed by pushing against the odds, and they deserve all the support and recognition we can provide.

This blog is a little different from most we write. Today, I want to focus on a recent event at Trade Smart College and how it ties into first-generation tradespeople. This is partly a recognition of the work of some dedicated politicians, partly an insight into what we do at the college, but mostly, it’s about our students—many of whom are the first in their families, in at least a generation or two, to pursue a career in the trades.

Political Interest in First-Generation Tradespeople

There’s broad agreement that opportunities in the trades should be open to everyone. That’s why, for the last two decades, governments, trade associations, and industry leaders have spent millions promoting careers in the skilled trades. But awareness campaigns alone aren’t enough. What we need are targeted, strategic approaches to trades recruitment—and we saw some of that firsthand when three federal politicians visited Trade Smart College in February.

Lisa Hepfner, MP for Hamilton Mountain, has been a strong advocate for helping women enter the trades. We’ve partnered with her on two separate Women in the Trades events at the college, and she continues to be a compelling and effective voice in this space. While some women entering the trades have family backgrounds in the industry, most are the first women in their families to do so. MP Hepfner understands this and actively works to expand opportunities for women in skilled trades.

Chad Collins, MP for Hamilton East-Stoney Creek, emphasized the importance of strengthening local trades opportunities. Even in Hamilton—a city with one of the country’s richest trades legacies—many potential first-generation tradespeople struggle to break into the field. He recognized that if we don’t broaden recruitment beyond the shrinking number of trades-oriented families, we risk a severe bottleneck in workforce development.

And last but certainly not least, the Honorable Steven McKinnon, Minister of Employment, Workforce Development, and Labour, spoke to the national importance of building better pathways into the trades, especially for individuals without family history in the sector. The need for accessible trades pathways isn’t just an issue in Hamilton—it’s a challenge in every community across the country. Minister McKinnon highlighted the federal government’s efforts to create these pathways and ensure that skilled trades careers are viable for all Canadians.

The Students

For our students—many of whom are first-generation tradespeople—this visit was a rare and valuable opportunity. They participated in a 45-minute roundtable discussion with these three influential politicians, where they heard firsthand that their career choices weren’t just valid, but also critical to shaping the future of the trades. It was gratifying to see the clear alignment between our students’ motivations for joining the trades and the concerns raised by these political leaders.

During the second half of the discussion, our students asked well-researched, pointed questions about mental health, addictions, and apprenticeship support programs. They had spent hours scouring government websites, reviewing apprenticeship statistics, job market trends, and available support initiatives—then they used that knowledge to ask direct questions to their federal representatives. It was a lively and insightful exchange, leaving both sides impressed.

Most importantly, the politicians left with a strong message: there are excellent, motivated people ready to enter the trades from all backgrounds. Hopefully, this gives them additional momentum to push for more programming and support in Ottawa.

The College

Trade Smart College was founded to open pathways for people who don’t have family connections in the industry. As we often tell prospective students, if you have a family member or friend who can get you a job in the trades, you don’t need us. It’s not always the best sales pitch, but it’s the truth. The hardest part of becoming a journeyperson isn’t learning the skills—it’s getting that first job or apprenticeship.

Trades companies almost always prioritize hiring individuals with family connections or prior work experience.Life as an apprentice, like life as a university student, is a big adjustment with all kinds of hidden rules and expectations that can knock you out of the running if you don’t know about them.  For those without a guiding hand, these challenges can be overwhelming.

That’s where we come in. At Trade Smart College, we bridge the gap by teaching students the unwritten rules of the industry and securing them 950 hours of paid work experience before graduation. In doing so, we’re creating a concrete, reliable pathway into the trades—one that isn’t dependent on a last name or personal network.

We hope more institutions and policymakers will join us in building structured, accessible routes to trades success.

Key Takeaways from Celebrating First-Generation Trades Pathways

  • First-generation tradespeople face unique challenges – Without family connections, securing an apprenticeship or entry-level job is much harder.
  • Political leaders recognize the need for better trades pathways – MPs Lisa Hepfner, Chad Collins, and Minister Steven McKinnon visited Trade Smart College to discuss solutions.
  • Women in trades need targeted support – Most women entering the trades are the first in their families to do so, requiring mentorship and focused recruitment efforts.
  • Local trades recruitment is critical – Even in a trades-heavy city like Hamilton, outreach must extend beyond traditional trades families to ensure workforce sustainability.
  • Trade Smart students are engaged and informed – They actively research government policies, apprenticeship supports, and workforce trends to advocate for their careers.
  • Experience matters more than a diploma – Employers prioritize real-world work experience over classroom training, which is why Trade Smart College ensures every student graduates with 960 hours of paid trades work.
  • Trade Smart College is built for students without industry ties – By teaching the hidden rules of the trades and securing hands-on work placements, we remove the traditional barriers to entry.

The Bottom Line

Building a New On-Ramp to the Trades

The conversation around first-generation tradespeople is long overdue. While universities have long championed first-generation students, little attention has been paid to those breaking into the trades without a built-in network. At Trade Smart College, we’re actively working to close this gap.

Trades careers shouldn’t be reserved for those lucky enough to have an uncle in the business. They should be accessible to anyone willing to work hard and learn. By ensuring our students graduate with real, on-the-job experience, we’re not just issuing diplomas—we’re producing career-ready tradespeople.

The politicians who visited our college left with a clear message: first-generation tradespeople are here, they’re ready, and they deserve real support. If policymakers, employers, and educators are serious about the future of the trades, they need to back programs that provide tangible, work-focused pathways into the industry—because opportunity shouldn’t depend on your last name.

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First-Generation Students: It’s Time to Include the Skilled Trades

tradesmart23 on March 18, 2025

First-Generation Students: It’s Time to Include the Skilled Trades

Why Don’t We Celebrate First-Generation Trades Students Like We Do First-Generation University Students?

There’s a familiar storyline in North America: the first-generation university student. Raised in a family with no history of higher education, they overcome barriers, navigate an unfamiliar system, and step into a world their parents never had access to. When they cross the stage at graduation, we cheer. Governments fund programs to support them, universities roll out scholarships, and entire marketing campaigns highlight their achievements. It’s seen as a victory—not just for the student, but for society.

Now consider another first-generation student: someone whose family has never worked in the trades but who decides to become a welder, an electrician, or a millwright. Where’s the celebration? Where are the grants, the congratulatory articles, or the government-funded initiatives? If anything, these students often encounter skepticism—“Are you sure you don’t want to go to university?”—as if they’re stepping down rather than stepping up. At Trade Smart College, we believe it’s time to fix this..

First-Generation University Students: A National Priority

For decades, Canada and the U.S. have made it a priority to get more students from non-university backgrounds into higher education. Governments have poured billions into financial aid, mentorship programs, and recruitment campaigns designed to help first-generation students navigate the complex world of academia. Universities proudly track these numbers, highlighting diversity and inclusion efforts to bring in students whose parents never set foot in a lecture hall.

And rightfully so—education can change lives. A first-generation university student often faces challenges beyond the classroom: lack of family guidance, financial strain, and the pressure of being a pioneer. When they succeed, we recognize their determination and the broader social progress they represent. But for some reason, we don’t extend this same enthusiasm to those blazing a new trail in the trades. The question is: why?

Fifty Years of Steering Students Away from the Trades

Over the past five decades, North America has worked tirelessly to convince young people that university is the only path to success. High school guidance counselors push degrees over diplomas, mass and social media messaging glorifies white-collar professions and “lifestyle jobs” (whatever that is), and well-meaning parents discourage their children from considering trades careers. The result? A dramatic decline in the number of young people entering skilled trades, leading to a workforce shortage that threatens industries from construction to manufacturing.

This campaign to “educate” people out of the trades has been incredibly successful—too successful. A generation was convinced that working with their hands meant settling for less, despite the fact that many skilled trades pay better than careers that require a university degree.. The unintended consequence? We’ve not only hollowed out an entire workforce but also dismantled the traditional ways people entered these careers in the first place.

Family Connections: The Original Entry Point into the Trades

Historically, the trades were a family business. If your father was a carpenter, you had a foot in the door. If your uncle ran an electrical company, you had an apprenticeship waiting. Even outside the family, connections mattered—a neighbor, a family friend, or a mentor could introduce you to the industry and teach you the ropes. I suspect that if you got on well with Lillian Ann Baumbach, the first woman in the United States to receive a plumbing license in 1951,  she might have given you a shot. This system ensured that new generations kept the industry alive, providing a steady flow of skilled, prepared, and reliable workers.

But with a generation steered away from trades, we’ve lost this built-in recruitment pathway. The traditional entry points no longer exist for many young people. If their parents, uncles, and neighbors never worked in the trades, who will introduce them to the career opportunities? We now face a serious problem: a massive demand for skilled workers but no structured way for new people to enter the field. That’s why first-generation trades students are so important—and why we should be celebrating them.

New Pathways and a New Celebration

If we want to revitalize the trades, we need new entry points. We need structured training programs that introduce students—especially those with no family history in the trades—to careers they may never have considered. We need pathways that don’t rely on family connections but instead focus on professional skills, hands-on experience, and direct access to employers. This isn’t just about fixing a labor shortage; it’s about making the industry more inclusive, efficient, and adaptable.

And just as we celebrate first-generation university students, we should be celebrating first-generation trades students. These students are stepping into a world their families never navigated. They’re challenging outdated stigmas and redefining what success looks like. Their accomplishments deserve the same recognition, because they are just as transformative—not just for themselves, but for their communities and the economy as a whole.

Key Takeaways

  • First-generation university students are widely celebrated and supported, but first-generation trades students are often overlooked.
  • North America has spent 50 years discouraging students from pursuing trades, creating a critical skills gap.
  • The trades historically relied on family and personal connections for recruitment, but that system has broken down.
  • We need structured pathways to introduce students from all backgrounds to the trades.
  • First-generation trades students should be celebrated just as much as first-generation university students.

The Bottom Line: It’s Time to Recognize First-Generation Trades Students

For decades, we’ve championed the first-generation university student, recognizing the courage it takes to enter an unfamiliar world. But the same should be said for first-generation trades students. They, too, are breaking barriers. They, too, are pioneers. And they, too, are essential to our future.

At Trade Smart College, we are building these new pathways—helping students from all backgrounds become prepared, focused, and reliable tradespeople. The skilled trades industry needs them, and society should celebrate them. The only question left is: when will we start?

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How Trades Companies Save Money with Paid Interns

tradesmart23 on March 18, 2025

How Trades Companies Save Money with Paid Interns

Hiring new employees in the trades can be a gamble. While technical mistakes are often anticipated and managed through supervision, the real financial drain often comes from avoidable professional blunders. Will the new hire show up late and disrupt a job site? Will they neglect cleanup, leading to frustrated clients or withheld payments? These small but costly errors can chip away at a company’s efficiency and reputation.

The solution isn’t just about finding talent—it’s about preparing that talent before they even step onto a job site. For trades companies, integrating paid interns who are pre-screened and pre-trained can offer significant financial advantages. Interns with a foundation of professionalism can reduce delays, prevent client dissatisfaction, and even streamline the hiring process for permanent roles.

Preventing Costly Professional Blunders

Most trades companies understand how to mitigate technical errors. For centuries, masters have carefully supervised apprentices during critical tasks, from forging iron to wiring a circuit. They know when to step in and guide the process to avoid injury or costly mistakes. However, less oversight is often given to seemingly minor tasks like punctuality, cleanup, or job preparation—yet these are the areas where interns can create the most costly disruptions.

For example, when an intern leaves a job site dirty or fails to arrive on time, the consequences ripple across the team. Crews may be delayed, clients may complain, and skilled journeypersons may need to take on basic staging tasks instead of focusing on their specialties. These inefficiencies add up quickly. By ensuring interns have strong professional fundamentals, companies can avoid these common pitfalls and maintain smooth operations.

Why Pre-Training Matters More Than Technical Skills

Many pre-apprenticeship programs focus heavily on technical skills—partly because they’re more engaging to teach and learn. Fancy workshops and simulated environments can be impressive, but they don’t address the day-to-day realities of working in the trades. What often gets overlooked is the importance of mental and physical discipline: showing up on time, working efficiently, and respecting client spaces.

Interns who are pre-trained in professionalism arrive on-site ready to contribute without supervision for basic tasks. This reduces the likelihood of delays or client dissatisfaction, saving companies time and money. For trades employers, this means less stress over whether interns will be an asset or a liability. Instead, they can trust that their interns will integrate seamlessly into the team and uphold the company’s reputation with clients.

Reducing Recruitment and Training Costs

Another way paid interns save trades companies money is by streamlining the recruitment and training process. Hiring a new employee is costly—not just in terms of salary but also in the resources required for onboarding and initial supervision. When interns come pre-trained and familiar with the basics of workplace professionalism, they require less oversight and can integrate into the team more quickly.

Internships also provide companies with a trial period to evaluate potential hires. By the time an intern completes a six-month placement, the employer has a clear sense of their skills, work ethic, and fit within the company. If the intern transitions into a permanent role, the company saves the time and expense of a traditional hiring process, including posting job ads, conducting interviews, and onboarding someone entirely new.

Building Long-Term Value with Experienced Interns

Paid internships are not just about short-term savings—they’re also a long-term investment. Interns who gain meaningful experience at a company often develop loyalty to their employer, reducing turnover rates. This is particularly valuable in the trades, where finding reliable, long-term employees can be a challenge.

Additionally, interns who become permanent employees are already familiar with the company’s systems, workflows, and expectations. This familiarity translates into higher productivity from day one, further offsetting the costs associated with onboarding and training. For companies in Hamilton, a strong internship program can be the foundation for a more stable and efficient workforce.

Key Points to Remember

  • Professional blunders, like tardiness or poor cleanup, are often more costly than technical mistakes.
  • Pre-trained interns arrive ready to work, reducing delays and client complaints.
  • Paid internships streamline hiring and onboarding, cutting recruitment and training costs.
  • Interns who transition to permanent roles provide long-term value with minimal ramp-up time.
  • Investing in internships is a cost-effective way to build a reliable and professional workforce.

The Bottom Line: Why Paid Interns Are a Smart Investment

For trades companies, the cost of mistakes—whether from new hires or underprepared interns—can add up quickly. Paid internships, when done right, offer a practical solution. By ensuring interns are pre-screened and pre-trained, companies can minimize disruptions, reduce recruitment expenses, and create a pipeline of reliable, long-term employees.

At Trade Smart College, we focus on preparing students with the professionalism and discipline employers value most. With our approach, companies gain interns who contribute immediately and effectively, turning what was once a gamble into a smart investment. The next time you consider hiring, ask yourself: would you rather take a chance on someone unprepared, or work with an intern who is ready to hit the ground running?

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Should Interns Be Paid? Why More Companies are Abandoning Unpaid Internships

tradesmart23 on March 18, 2025

Should Interns Be Paid? Why More Companies are Abandoning Unpaid Internships

More and more employers are moving away from unpaid internships across a wide range of industries, including the trades. While some jurisdictions are outlawing the practice, in Ontario unpaid internships remain legal as long as a series of conditions are met. Despite their legality, many employers who continue to offer unpaid placements have not factored in the hidden cost that is present in every unpaid internship. Specifically, the cost is that the primary eligibility criterion for unpaid internships is not talent or ability. In this blog, we explore this cost in more detail, and show why paid internships are actually better for growth-oriented and progressive businesses, whether they are in the trades or other sectors of the economy.

For non-growth companies, unpaid internships provide one major benefit

We have talked with several non-growth-oriented employers as we build out our network of Trade Smart certified companies. These employers usually articulate one key reason for favouring unpaid internships. They want free labour for casual or occasional work. In some cases, employers have told us outright that they will not keep our student on once their internship is over. We have been surprised by, but we appreciate, their bluntness because it makes it easy for us to decline to work with them.

There are several well-known problems with unpaid internships, in every industry including the trades. Perhaps the most important one is that because they are not paying wages, companies often put less effort into ensuring that the intern is engaged in worthwhile learning experiences. Interns are confined to the most casual and menial work, without any understanding why this work is valuable to the overall project. This in turn creates a revolving door of people through the company, increases turnover costs, and discourages new people from getting into the industry. An intern who isn’t mentored and doesn’t have a chance at a job after their internship is justifiably frustrated and is unlikely to stay in the industry. When we are so desperate to get more people into the trades, unpaid internships are hurting the whole industry.

The hidden filter of unpaid internships 

Internships, usually four to eight months long, are integrated into the curriculum of a specific college or university program. If they are unpaid, that means the student must be able to cover their living costs, plus any costs related to their internship (commuting, tools and equipment, uniforms, etc). On average, a student will need over $10,000 to complete a 6-month internship. The vast majority of students cannot cover these costs on their own. They will need to rely on family members to help them with room and board, and the costs of daily living, either by having them live at home or paying for it directly.

What this means for companies is that if they only offer an unpaid internship, the pool of people who can take on that opportunity is heavily filtered. And it is not filtered by the skills and abilities of the intern, but rather by the ability and willingness of the intern’s family to pay their living costs. Some families, regardless of how rich they are, will not provide a cent towards a student’s internship. Others, who may be quite poor, will sacrifice everything to give their kid a shot. The point is, with unpaid internships, employers are really getting access to students based on characteristics of their family’s financial choices, not the student’s ability.

Family wealth is a poor predictor of work ethic

Some employers may be aware of this filter, and may continue to use unpaid internships as a proxy for hiring a particular class of people. For instance, they may want wealthier kids for a variety of reasons, but this comes at a cost. Whether it is intentional or not, unpaid internships also shrink the pool of candidates by gender, ethnicity, and a range of other factors. This doesn’t make sense to us, because the point of our internships is to give anyone who is willing to work and wants to learn, a chance to get into a trade. Luckily, we have a large number of employers who want these kinds of people coming into their organization.

For an entry-level position in the trades, one of the must-have characteristics is a decent work ethic. Arguably, this is one of the most fundamental requirements in any trades job. 

When we look at the evidence, we find that having a strong work ethic is broadly distributed across all classes of individuals, regardless of their economic, gender, ethnic or other characteristics. Indeed, the small differences in work ethic by gender, social class and ethnicity that have been found, favour the very people who are left out of unpaid internships – women, racial and ethnic minorities, and people from lower social class backgrounds.

The knock-on benefits of paid internships

There are ripples of benefits that result from the fact that paid internships draw from a pool of candidates defined by their abilities, not their family’s level of support. With more capable people, the quality of work can be higher. Even in entry-level jobs, the best workers can be 3 to 5 times more productive than those at the bottom. This can lead to longer employment relationships and reduced turnover costs, which currently run about $10,000 per lost employee in the trades. 

There are two other benefits of reduced turnover. First, it creates longer lasting productivity improvements for the company as better employees become more versed in company systems. Sure, employees can be poached by other companies, but the familiarity of good company processes and colleagues can ward off some of this. 

The second benefit is to the industry as a whole. The highest points of attrition in the trades are getting the first job and getting signed as an apprentice. When a more capable employee gets a chance to prove themselves for a first job through an internship, more good people will stay in the trades. If we are ever going to solve the labour shortage in the trades, paid internships with a partner like Trade Smart College will need to be part of the solution.

Conclusion

Paid internships offer a cascading series of benefits to trades companies. When you start with better candidates, who are chosen because of their ability and work ethic rather than how much their family might pay, they will be more productive. This will lead to greater commitment to the job from both the employer and employee, and reduce turnover costs and lost productivity. In the end, this will keep more good people in the trades, and begin to address the crushing labour shortage in the industry. At Trade Smart College, we are always looking for more trades employers who want better entry-level employees. Reach out to us if you want to learn more about our “8 to Great” program that can help you build prepared, focused and reliable teams.

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The 1%: Why Women Are Missing from the Highest-Paying Trades

tradesmart23 on March 18, 2025

The 1%: Why Women Are Missing from the Highest-Paying Trades

Women make up nearly half the workforce, yet in some of the highest-paying skilled trades, they barely register as a statistical blip. In fields like construction, motive power, and industrial trades, the proportion of women is often less than 1%. This gender disparity isn’t just a quirk of the labor market—it’s a systemic issue that limits access to lucrative, stable careers.

At Trade Smart College, we see firsthand how these high-paying fields remain overwhelmingly male-dominated, and we’re committed to preparing all students—regardless of gender—to be focused, reliable, efficient, and adaptable professionals. But the question remains: why are so few women entering these trades, and what can be done to change that?

The Gender Divide in Skilled Trades

A quick glance at the Skilled Trades Ontario trade reports reveals a stark gender gap across different trade sectors. In service trades, such as cooking, women make up a more substantial share of the workforce—36% of cooks are female. However, when we move into higher-paying trades, female representation plummets.

In construction, motive power, and industrial trades, the percentage of women often falls below 1%. For instance, among plumbers (306A), general carpenters (403A), and refrigeration and air conditioning mechanics (313A), female participation is negligible. Motive power trades, such as truck and coach technicians (310T), also report similarly low numbers. Despite industry-wide efforts to promote gender diversity, these fields remain largely inaccessible to women.

Two Common Barriers to Women in Trades

One of the most commonly cited reasons for the lack of women in high-paying trades is deeply ingrained gender stereotypes. Many people still associate physically demanding, hands-on jobs with men, while steering women toward careers in education, healthcare, or office work. These stereotypes start early, shaping the expectations of teachers, parents, and even young girls themselves. As a result, many women never even consider the trades as a viable career option.

Another significant barrier is the lack of female role models in these fields. When young women don’t see anyone who looks like them in an industry, it’s harder to imagine themselves succeeding in it. Without visible examples of female tradespeople thriving, it becomes easy to assume that these jobs simply aren’t for them. This lack of representation reinforces itself, making it difficult for industries to attract more women and break the cycle.

Two Overlooked Challenges That Keep Women Out

Beyond stereotypes and representation, there are other, less-discussed factors that create barriers for women in skilled trades. One major issue is the design of personal protective equipment (PPE). Most PPE—such as work gloves, boots, and harnesses—is designed for male body proportions. When women are forced to wear gear that doesn’t fit properly, it can be uncomfortable at best and unsafe at worst. This seemingly small issue can contribute to making the workplace feel unwelcoming or even hazardous. Companies like the Dirty Seahorse are starting to make a dent in this problem, but there is lots more to be done.

Another overlooked factor is the networking culture in the trades. Many high-paying trades operate on informal hiring practices, where apprenticeships and job opportunities are passed along through personal connections. These tight-knit networks often exclude women, who don’t have the same built-in access to trade-based social circles. This makes it harder for them to get hired, find mentors, and advance in their careers.

What Can Be Done to Close the Gap?

If we want to increase the number of women in high-paying trades, we need to take deliberate action. One of the most effective solutions is early exposure and outreach. Schools, training programs, and community organizations must actively promote trades as a viable career option for young women. This includes hands-on workshops, industry partnerships, and career counseling that encourages women to explore trade careers just as readily as any other profession. Luckily, there are also people like Lisa Hepfner, MP for Hamilton East around who spend a lot of their time trying to promote careers for women in the trades.

Additionally, mentorship programs can play a crucial role in breaking down barriers. When female students are paired with experienced tradeswomen, they gain insight, encouragement, and a support system that helps them navigate a male-dominated field. These mentorship opportunities can be instrumental in retaining women in the trades and helping them build successful careers. At our Women in the Trades Nights at the College, we heard from several women who spoke about the critical importance of having a mentor when they started out, and how they have tried to pass that along by becoming mentors themselves. 

Key Takeaways

  • Women make up less than 1% of workers in many high-paying skilled trades like plumbing, carpentry, and motive power.
  • Gender stereotypes and a lack of female role models discourage women from entering these fields.
  • Poorly designed PPE and exclusion from informal hiring networks create additional obstacles for women in the trades.
  • Early outreach and mentorship programs are critical for increasing female participation in high-paying skilled trades.

The Bottom Line

Building a More Inclusive Skilled Trades Workforce

The gender imbalance in high-paying trades is not an accident—it’s the result of systemic barriers that have gone unchallenged for too long. While progress is being made, more needs to be done to ensure that all qualified individuals, regardless of gender, can access these lucrative and fulfilling careers.

At Trade Smart College, we don’t just hand out diplomas—we create career-ready professionals by giving students 950 hours of real-world experience before they graduate. Women entering the trades don’t need special treatment—they need equal opportunity, proper training, and a clear path to success. The sooner we remove these unnecessary barriers, the sooner we’ll see a skilled trades workforce that truly reflects the talent available.

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Need more info? Looking to register? Want to find out about financing or start dates? Book a call, meeting, or text chat with Carrie our Student Success Manager.

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