oThe annual Cannexus conference is a pivotal event for career development professionals and those working in the workforce development space, offering a platform to explore emerging trends, share best practices, and shape the future of work. The annual three-day event in Ottawa always brings together thought leaders, practitioners, and industry experts to tackle the most pressing challenges and opportunities facing the field.
I've had the honour of presenting projects with our partners over the past few years, and this year was a virtual session about EduNova Co-operative Ltd. ’s Atlantic Canada Study and Stay™ program, and an on-demand presentation Future-proofing International Students for Career Success in Canada alongside colleagues Ashley Pinsent and Adam Christie from NSCC and Dalhousie respectively. It is always a cool experience to share the work you’ve been doing and get real time feedback and questions from your peers.
We participated in a number of sessions over the week, and came away with some things to chew on, as always! We wanted to share here - and invite our fellow attendees to comment below with what stood out for you.
1. Career Conversations: A Key to Employee Retention
Employee retention emerged as a major focus during the conference, with career conversations identified as a critical tool for growth and engagement. The ideal timing for these conversations is 12-18 months into a role, a period when employees often start considering their next steps.
What's interesting is the shift in what employees are seeking from these discussions. Rather than focusing solely on job titles or promotions, employees are increasingly interested in exploring experiences, responsibilities, and work-life alignment.
A surprising statistic shared during the conference revealed that 47% of employees feel they receive better career advice from ChatGPT than their managers. While this highlights the potential of AI, it also underscores the need for managers to upskill in career coaching and mentorship. By fostering meaningful career conversations, organizations can not only retain talent but also build a more engaged and motivated workforce.
2. Navigating New Career Pathways
Throughout the conference, a shift was evident in graduate students' career aspirations and needs. Traditionally, faculty members served as mentors, guiding students toward academic careers. However, with a growing number of graduate students seeking opportunities outside academia, many faculty members are ill-equipped to provide relevant advice.
As the Supporting the Unique Career Development Needs of Graduate Students (Yas Hardaway , Lauren Lyon-Gutierrez , Michelle Ponce) session pointed out, the demographics of graduate students are changing. Today's learners are more diverse than ever, bringing a wealth of life experience to their studies. These students are calling for career development resources that cater to their unique needs, with a preference for multi-modality engagement options that blend in-person and virtual experiences.
Given the shifting landscape of education, it makes sense that an emerging term gained traction: "career design." This approach shifts the focus from traditional career planning to a more dynamic, iterative process that empowers individuals to actively shape their professional journeys. I really enjoyed this group’s “career design retreats” - congrats to this team for leaning in to this. (This idea of “career designing” is a core tenet of our Career Kickstarter™ model - helping students (or anyone) intentionally envision a career that they can be proud of, one rooted in passion, then helping them create a path from where they are today to where they want to be - using mentorship as a vehicle to propel them forwards too.)
Additionally the second keynote, Revolutionizing Career Practice Using Life Designing and AI (Dr. Kevin Glavin) highlighted the importance of this approach in his talk. While it's unclear whether "career design" will be widely adopted within the Career Development Association (CDA), it aligns with the broader industry trend of empowering individuals to take ownership of their career stories. This is how employers can win today too by the way!
3. Addressing Intersectional Challenges & Building Inclusive Workplaces
A powerful theme at Cannexus 2025 was understanding the intersectional challenges faced by many communities in Canada's workplaces. The presentation Intersectional Insights: Women and Career Development in the Workplace (Dana Carriere, Deborah Eliezer, Golnaz Golnaraghi, Seema Taneja) highlighted key obstacles for BIPOC (Black, Indigenous, and People of Color) women in particular:
Eurocentric workplace norms that may conflict with cultural values
A lack of clear career pathways for BIPOC women
Persistent biases in hiring and promotion processes
Recommendations included:
Tailored career programs designed specifically for BIPOC women
Cultural competency training for leaders to foster more inclusive workplaces
Increased transparency in hiring and promotion practices to reduce bias
Building robust mentorship and community support systems
holistic approaches, including mentorship, education and industry partnerships, to facilitate entry and advancement in the trades sector
The call to action extended beyond individual organizations to include systemic accountability from government bodies and industry leaders. The message was clear: fostering equity and inclusion is not just a moral imperative but an economic one, as diverse workplaces drive innovation and growth.
Additionally the presentation, Career Development as a Gateway to the Trades (Kathryn Gibbons) focused on challenges and opportunities in apprenticeships, and their work to develop strategies for fostering partnerships in skilled trades employment. one of their efforts in the Women in Skilled Trades Peer Mentorship Group - a monthly peer mentorship group to gain insight, find encouragement and build lasting connections, all led by experienced skilled trades women.
4. The Ethical and Practical Implications of AI
Of course, it wouldn't be a conference in 2025 without discussing AI! In particular, its potential benefits and ethical implications. As the session, Edge of the AI Ethical Cliff: Implications for Career Development (Kathryn Bere, Allison Hope Hudson, Jennifer L Davies,Trevor Lehmann suggested, while AI is revolutionizing industries, its integration into career development raises important questions.
A lesser-discussed but critical issue is the environmental toll of AI. From high energy consumption to hazardous waste production, the technology's carbon footprint is significant. As the career development industry increasingly relies on AI tools, practitioners must consider sustainability alongside innovation. AI's role in hiring and workplace automation also came under scrutiny. While AI can streamline processes, it can perpetuate biases embedded in its algorithms. For example, automated screening tools may inadvertently favor certain demographics, reinforcing systemic inequalities. Transparency and accountability in AI usage are essential to mitigate these risks.
Who’s got examples of where organizations are doing this well?
Another key takeaway was the need for AI education—not just for career practitioners but for society as a whole. By fostering critical thinking and digital literacy, individuals can better understand AI's limitations and avoid over-reliance on its recommendations. Ultimately, while AI can enhance career development (e.g., automating administrative tasks or providing career guidance), the human connection remains irreplaceable.
5. Hands-On Experience is Superseding Credentials
Speakers expressed a growing preference for flexibility in work-integrated learning (WIL) programs. Traditional, highly structured models are giving way to more adaptable approaches that allow students to gain meaningful experiences without rigid frameworks.
This shift aligns with the broader trend of emphasizing hands-on experience over credentials. It highlights the importance of collaboration between educational institutions and employers to design WIL programs that meet the needs of both students and the workforce. As industries evolve and job roles become increasingly fluid, employers are prioritizing practical, real-world skills over degrees or certifications. This shift is particularly evident in fields like technology, where portfolios and project experience carry more weight than academic transcripts.
Co- presenters of the Open Doors - Closing the Gap Between Students and Employers (Kelsey Santarossa, Sarah Robson) session urged career development professionals to advocate for experiential learning opportunities, such as internships, co-op placements, and real-world projects, while also guiding individuals to articulate these experiences effectively in job applications.
As always, Cannexus 2025 was a powerful reminder of the complexities and opportunities facing anyone working in and/or supporting career or workforce development As the world of work continues to evolve, career practitioners, educators, and organizations must rise to the challenge. By embracing innovation, fostering diversity, and prioritizing human connection, we can build a future where everyone has the opportunity to design a meaningful and fulfilling career.
Actionable Insights Snapshot
Advocate for experiential learning opportunities and help individuals articulate their hands-on experiences
Develop tailored career programs for diverse demographics, including BIPOC women and multi-generational learners
Embrace AI as a tool for efficiency, but remain vigilant about its ethical implications and limitations
Foster meaningful career conversations to improve employee retention and engagement
Push for systemic change to create more inclusive and equitable workplaces
If you have any thoughts or comments or even suggestions to add to the actionable insights list above, shoot us a message at julia@enpoint.ca !
Comentários