VANCOUVER, Canada — September 16, 2026: The waterfront workforce at Canada’s West Coast ports grew by more than 70% between 2009 and 2025, adding roughly 3,600 new longshore workers and forepersons. Over the same period, cargo volumes moving through Canada’s West Coast ports also grew by more than 70%, according to a new report released today by the BC Maritime Employers Association (91ͬ־). 

The report, Technology, Training & Job Growth at Canada’s West Coast Ports, 2009 to 2025, prepared by KPMG LLP for the 91ͬ־, examines what technological modernization has meant for B.C.’s waterfront workforce. It finds that the introduction of technology – including remotely operated, semi-automated, and automated equipment – expanded rail capacity, and modern planning systems have been accompanied by growth in cargo, employment, hours, and earnings, rather than the job loss often assumed to follow such technological modernization.  

Payroll hours rose 83% over the same period and waterfront wages reached record levels in 2025. The growth in hours illustrates that there is more overall work being done and an increase of well-paying jobs on the waterfront.  

The findings arrive as Canada works to safeguard Canadian jobs and the economy by doubling exports to non-U.S. markets by 2035 – a commitment that depends on increasing the capacity and reliability of West Coast gateways. Canada’s West Coast ports move $1.1 billion worth of cargo a day, handling nearly half of the country’s trade with markets outside North America. The report’s central finding is clear: modernization to date has helped grow both cargo volumes and B.C.’s waterfront workforce. Further investment will be essential to build on that record, expanding capacity, supporting more waterfront work and helping Canadian exporters reach new markets. 

The report also cites unique features of B.C.’s waterfront that explain why modernization has changed the nature of the work rather than eliminating it.  

Waterfront workers are not tied to a single employer or job. They choose when they work and accept assignments with a variety of terminals based on operational need, qualifications and availability. Because the labour pool is shared across employers, work that changes at one area often continues elsewhere. This allows modernization to change the nature of the work without eliminating access to employment opportunities. 

That flexibility is reinforced by what the parties have negotiated over the past sixty years​​. Technological change has been managed through a negotiated framework in the collective agreements between the 91ͬ־, its member employers, and the International Longshore and Warehouse Union of Canada (ILWU Canada) and its locals (Longshore), and with ILWU Local 514 under a separate collective agreement for forepersons (Forepersons). The agreements include a lump sum allowance payment beyond pension benefits for retiring workers, retraining provisions for affected workers, and a New Technology Committee of employers and union representatives that reviews significant proposed modernization prior to implementation. 

Underlying these commitments is continuous investment into training and upskilling the workforce. Since 2010, waterfront employers have invested over $377 million in training and upskilling, inclusive of over $45 million in the 91ͬ־’s Waterfront Training Centre. The 91ͬ־ delivers nearly 200 training programs that enable workers to earn new qualifications and adapt as equipment and processes evolve. 

Modernization has also shifted how and where work is done, contributing to improved safety and health outcomes. Remote operations allow for equipment to be controlled from spacious, climate-controlled environments, platform trucks eliminate the need to climb onto rail cars and automated safety systems stop equipment when workers are in hazard zones. The report finds the result is less exposure to moving equipment and fall hazards, and work that is less physically demanding, leading to roles that can be sustained over longer careers.

The report examines three modernization projects at B.C.’s terminals, including DP World’s Centerm Expansion Project, GCT’s Deltaport Rail Modernization Project and Neptune Bulk Terminals’ Allison Project, and describes how technology supported additional capacity, work opportunities and changing skill requirements. 

“Over the past sixteen years, Canada’s West Coast ports have increased cargo volumes and workers by over 70%. It is a remarkable story of growth” said Mike Leonard, President and CEO, BC Maritime Employers Association. “Modernization on B.C.’s waterfront allows us to move more Canadian cargo, investing in the people who move it, and keeps Canada’s largest trade gateway competitive. When it is done in collaboration with the workforce, capacity-oriented modernization initiatives can improve safety and reliability while supporting sustained workforce growth and skill development.“

BACKGROUND  

Key findings from the report include growth in:  

• Workforce: The active waterfront workforce, comprising longshore workers and forepersons grew from approximately 5,100 in 2009 to approximately 8,700 in 2025, roughly 3,600 new workers.  

• Skills: The number of forepersons increased by 95% province-wide over the same period, reflecting growth in supervisory, coordination and technical roles.  

• Hours: Total payroll hours rose 83%, from approximately 4.9 million in 2009 to approximately 9 million in 2025.  

• ​�ċ�ċCargo: Between 2009 – 2025 cargo volumes at Canada’s West Coast ports increased 70% 

• Wages: Between 2015 and 2025, median earnings increased by 46.5% for longshore workers.  In 2025, median earnings for union longshore workers was $162,521 and $273,936 for forepersons. 

• Training: Since 2010, waterfront employers have invested $377 million in training and upskilling, including wages, capital expenditure and program delivery, including more than $45 million in the Waterfront Training Centre. Approximately 150 programs related to machinery training, new technology and processes are planned for 2026.  

• Case studies: The report examines three terminal modernization projects: DP World Centerm, Neptune Bulk Terminals’ Allison Project, and GCT Deltaport’s rail modernization.  

Read the full KPMG Report: Technology, Training & Job Growth at Canada’s West Coast Ports, 2009 to 2025  at

BC Maritime Employers Association (91ͬ־) represents approximately 48 private waterfront employers and, by extension, the more than 9,400 people they directly employ. The 91ͬ־ member companies are a vital part of the BC economy and a mainstay of the coastal community. Operating 24 hours a day, 365 days a year, their members are ship owners and agents, stevedores and terminal operators that power B.C.’s ports. The 91ͬ־ helps optimize their members’ operations by providing expertise in training and safety, workforce operations and dispatch, labour relations and data analytics. 

For media inquiries, please email publicaffairs@bcmea.com 

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In 2021, with  we partnered with ILWU Canada, the Ending Violence Association of BC (EVA BC), and the BC Lions, to launch a groundbreaking  training program for B.C waterfront workforce province wide.  
 
Powered by EVA BC’s nationally recognized , the initiative was the first of its kind on B.C.’s waterfront and one of the largest workplace violence and harassment prevention training programs ever delivered in the federal sector. Together, the partners adapted the BC Lions’ acclaimed program to address the unique realities of waterfront operations, equipping workers with practical tools to recognize, prevent, and challenge workplace violence, harassment, bullying, and discrimination. 

Since its launch, the program has been delivered to nearly 10,000 waterfront workers, representing a significant milestone in strengthening workplace culture across B.C.’s ports. 

Renewing our Commitment  

Four years later, the 91ͬ־ and its partners are continuing to build on that foundation. The next phase of training is now underway with a refreshed curriculum, and nearly 2,700 waterfront workers already completed the renewed program last year. 

The updated curriculum was informed by 20 employer safety committees and workforce feedback and now has a new de-escalation module, and greater focus on vulnerable workers and mental health, the evolving needs of today’s workplaces while reinforcing the shared responsibility everyone has in creating respectful environments. More than 6,000 more waterfront workers will be trained in the new program over the next two years.  

The renewed program continues to encourage open conversations, strengthen accountability, and reinforce that preventing workplace violence and harassment is everyone’s responsibility. 

Extending our Impact Beyond the Waterfront 

The success of the WPHVP program inspired the 91ͬ־ to deepen its partnership with the Be More Than a Bystander initiative.  Today, the 91ͬ־ proudly serves as the Presenting Partner of the BMTAB school program, where BC Lions football players, and members of the Roar dance team deliver education to high school students across B.C. to help young people recognize unhealthy behaviours, challenge gender-based violence, and become active bystanders within their schools and communities. In 2025 alone, the program reached more than 8,000 students across 25 schools throughout the province. 

Creating Safer Workplaces and Stronger Communities  

Building respectful workplaces doesn’t end with a single in-class training session or school presentation. It requires ongoing education, collaboration, and leadership. Through strong partnerships with ILWU Canada, EVA BC, the BC Lions, and the continued support of our members, the 91ͬ־ remains committed to fostering workplaces where every worker is treated with dignity and respect. 

From the classroom to the waterfront, these investments are helping create safer worksites, stronger communities, and a culture where everyone has a role to play in preventing violence, harassment, and bullying. 

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Skilled trades professionals play an important role on B.C.’s waterfront. Whether working at container terminals, breakbulk facilities, or bulk cargo operations, trades workers skills and expertise ensure the efficient movement of critical cargo by keeping equipment maintained, reliable, and operating safely. This enables 91ͬ־ members and the longshore workforce to unload and load ships with the goods that Canadians—and global markets—rely on every day. As trade volumes grow and infrastructure evolves, the demand for highly skilled waterfront tradespeople continues to increase. 

We were proud to recently participate in two major trades-focused career fairs, highlighting the exciting and diverse opportunities available on the BC Waterfront.  

We joined industry partners at the BCIT Industrial Campus on Annacis Island, connecting with students exploring pathways into trades and industrial careers. Alongside the International Longshore and Warehouse Union (ILWU) and our member employer GCT, we engaged with future trades professionals, answering questions about longshore work, terminal operations, and the trades training pathways that support a strong maritime workforce. 

The event offered students an up-close look at the skills and the teamwork that drive operations on B.C.’s waterfront, helping the young students understand how their technical training can translate into impactful, well-paying trades careers.  
 
The collaboration of the 91ͬ־ and ILWU standing side-by-side ensured students heard directly from both an employer and worker perspective—an approach that resonated strongly with those exploring early-career decisions. 
 
The 91ͬ־ also attended the Trades & Technology Career Fair at the University of the Fraser Valley in Chilliwack. The fair brought together students, graduates, and instructors from a wide range of technical programs, creating meaningful opportunities for conversation about waterfront careers. 

Participants were eager to learn about the future skilled- trade roles across B.C.’s ports. From electricians to heavy-duty to mechanics, these careers contribute to the movement of goods essential to communities and the Canadian economy. 

The 91ͬ־ investing in career fairs reflects our ongoing commitment to raising awareness of the rewarding pathways available in waterfront trades. Engaging directly with post-secondary students allows us to support workforce development, strengthen industry partnerships, and encourage the next generation to consider a future in maritime skilled trades.  

We’re looking forward to meeting more future trades professionals at campuses this year.  

Click HERE to learn more about building a career in trades on the waterfront.  

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That’s why we are welcoming specialized coveralls designed to increase comfort and create more efficient movement without compromising on safety and protection. 

The 91ͬ־’s longstanding supplier of coveralls created this new line in response to the specific needs of women who work on the waterfront. It’s in recognition that when PPE doesn’t fit properly, it can lead to discomfort, workplace hazards and injuries.

The coveralls are now available in ILWU Local 500 and 502 stores.

We’re proud to provide inclusive safety gear that works as hard as the waterfront workforce.  

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