Educational attainment and qualifications
Key indicators
Selected geographical area: Canada
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Percentage of adults aged 25 to 64 with a college or university credential - Canada
(2021 Census of Population)57.5% -
Percentage of adults aged 25 to 64 with a bachelor’s degree or higher - Canada
(2021 Census of Population)32.9%
More educational attainment and qualifications indicators
Selected geographical area: Canada
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Percentage point change in adults aged 25 to 64 with a bachelor’s degree or higher - Canada
(2016 to 2021)4.3(period-to-period change) -
Overqualification rate of immigrants aged 25 to 64 with a degree completed outside Canada - Canada
(2021 Census of Population)25.8% -
Percentage of adults aged 25 to 64 with an apprenticeship or trades certificate or diploma - Canada
(2016 Census of Population)10.8% -
22.4%
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Percentage of adults aged 25 to 64 with a bachelor's degree or higher - Canada
(2016 Census of Population)28.5% -
Percentage of men aged 25 to 34 with an apprenticeship certificate - Canada
(2016 Census of Population)7.8% -
Percentage of women aged 25 to 34 with a bachelor's degree or higher - Canada
(2016 Census of Population)40.7%
Results
All (3)
All (3) ((3 results))
- Articles and reports: 11F0019M2004232Geography: CanadaDescription:
This study extends previous work on the evolution of the education premium, and investigates the existence of diverging university/high school earnings ratio trends across industries in the knowledge-based economy. The study also discusses the changing demand for high-skilled workers by comparing relative wages of university graduates holding degrees in "applied" fields to those of other university graduates (the "field" premium).
Release date: 2004-09-29 - Table: 68-513-X19970013571Description:
"Intergenerational equity" is a term that can be interpreted in the sense of either: [1] equity between persons in the intergenerational transmission of economic status - often judged by the norm of "equality of opportunity"; or [2] equity in the intergenerational division of aggregate resources, considering all members of each generation as a group. Many of the papers in the companion volume (Corak, 1998) of intergenerational social mobility has long been a central issue in sociology and politics. This volume has focussed on the second interpretation, and espoused a "new" type of measurement of "Generational Accounting."
Release date: 1998-02-04 - Articles and reports: 81-003-X19970013090Geography: CanadaDescription:
People with jobs involving supervision, management and decision-making have the opportunity to develop skills that are transferable to other organizations: leadership, communication, organization and management skills, for example. In addition, as supervisors and managers, they may have increased occasion to network with others, which may enhance their opportunity to further their career progression. As a result, in today's increasingly competitive labour market, those whose role in their organization includes supervision, management and decision-making responsibilities may be better able to advance their careers and to recover from a job loss. Results from analysis of data from the 1993 Survey of Labour and Income Dynamics (SLID) and the 1994 General Social Survey (GSS), indicate that, with few exceptions, education is one of the strongest predictors of an individual's ability to access occupations offering autonomy and authority in the workplace. This remains true, even after the effects of factors that also influence access to these types of positions, such as gender, age, firm size, years of work experience and industry, are taken into consideration.
Release date: 1997-05-30
Data (1)
Data (1) ((1 result))
- Table: 68-513-X19970013571Description:
"Intergenerational equity" is a term that can be interpreted in the sense of either: [1] equity between persons in the intergenerational transmission of economic status - often judged by the norm of "equality of opportunity"; or [2] equity in the intergenerational division of aggregate resources, considering all members of each generation as a group. Many of the papers in the companion volume (Corak, 1998) of intergenerational social mobility has long been a central issue in sociology and politics. This volume has focussed on the second interpretation, and espoused a "new" type of measurement of "Generational Accounting."
Release date: 1998-02-04
Analysis (2)
Analysis (2) ((2 results))
- Articles and reports: 11F0019M2004232Geography: CanadaDescription:
This study extends previous work on the evolution of the education premium, and investigates the existence of diverging university/high school earnings ratio trends across industries in the knowledge-based economy. The study also discusses the changing demand for high-skilled workers by comparing relative wages of university graduates holding degrees in "applied" fields to those of other university graduates (the "field" premium).
Release date: 2004-09-29 - Articles and reports: 81-003-X19970013090Geography: CanadaDescription:
People with jobs involving supervision, management and decision-making have the opportunity to develop skills that are transferable to other organizations: leadership, communication, organization and management skills, for example. In addition, as supervisors and managers, they may have increased occasion to network with others, which may enhance their opportunity to further their career progression. As a result, in today's increasingly competitive labour market, those whose role in their organization includes supervision, management and decision-making responsibilities may be better able to advance their careers and to recover from a job loss. Results from analysis of data from the 1993 Survey of Labour and Income Dynamics (SLID) and the 1994 General Social Survey (GSS), indicate that, with few exceptions, education is one of the strongest predictors of an individual's ability to access occupations offering autonomy and authority in the workplace. This remains true, even after the effects of factors that also influence access to these types of positions, such as gender, age, firm size, years of work experience and industry, are taken into consideration.
Release date: 1997-05-30
Reference (0)
Reference (0) (0 results)
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