HR Study 2010

> HR Trends and Issues

Broadcasting - Highlights

Purchase all three documents that make up HR Study 2010 in a printable electronic format

The HR Study 2010 package contains: HR Trends and Issues, Labour Market Information for Canada's Cultural Sector and The Effect of the Global Economic Recession on Canada's Creative Economy in 2009.

Fast Facts

The real value-added output (GDP) of the film, radio, TV and broadcasting domains in 2009 was estimated to be $11.3 billion.
Canadian consumer spending on film, radio, TV and broadcasting combined was $9 billion in 2008.
Exports for 2008 totalled $506 million.
Total federal government support for the broadcasting subsector was over $1.7 billion for 2007/08.
In the broadcasting subsector, there were 778 establishments registered in 2009, five of which were large, 21 of which were medium-sized, 172 of which were small and 231 of which were micro-sized.

Major issues

Government policy and spending

Broadcasting is highly regulated by government. Government policy remains a key factor in determining the future success of the subsector. "Changes to government spending" is a key issue for the broadcasting subsector.

Labour relations

Employers must be able to negotiate effectively with labour. Collaboration and understanding from both union and management are key factors in achieving effective and fair solutions to human resource issues such as pension reforms and hiring restrictions.

Training needs

In the face of changing business models and new technologies, broadcasting employers are increasingly being pressured to find ways of developing the skills of their workforces. Employer organizations need staff with negotiation and management skills to effectively manage relationships with regulatory bodies. High level marketing and business skills are required by employers.

Newer graduates often need on-the-job training in order to develop the skills required to support technical operations.

Worker HR issues

The top worker issues reported by survey respondents were the need to multi-task, insufficient earnings and low job security, along with few opportunities for career advancement. There is an "overproduction" of graduates in the television and radio broadcasting areas, with insufficient work for all those interested. In addition to technical and soft skills, attitude, drive and entry-level experience are the minimum industry requirements for building a successful career in broadcasting.

Ways to address training needs

Apprenticeships for technical positions would help workers gain practical experience. Co-operative programs are another potential solution. Also, in-house technical training programs and collaborating with educational institutions to ensure curricula are kept current will help address training needs. Broadened mentoring and internship programs would be one of the best ways to move skills development in broadcasting forward.


  1. Provide and promote opportunities for internships to help new graduates transition into technical positions.

  2. Promote the value of mentoring, training and partnerships in broadcaster employer organizations to bridge generational gaps and to build managerial and technical skills.

  3. Facilitate and encourage broadcasting employer organizations to explore new business models, such as those that incorporate expanded use of digital media services.

  4. Facilitate workshops where individuals can collaborate and explore new means of doing business in order to create new sources of revenue and employment opportunities.