Labrador - Aboriginal Human Resource Council

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• AHRDAs need to know how to match jobs with education required. • Need to improve on-the-job education and training. • More information sharing among employers and job seekers is needed (i.e., website databank). • Better links between educators and employers. • Short-term versus careers (apprenticeship). • The opportunities currently available to workers include: – environmental technicians, scientists, engineers – skilled trades with Iron Ore -- such as truck drivers, operators, welders, apprenticeship – architectural field assistants, labourers, environment monitoring, trades (i.e. carpentry, plumbing, heavy equipment). • There is still a demand for unskilled workers, who in fact are very skilled in certain kinds of knowledge. For example, prospecting is a skill that is quite easy for people who are already familiar with being on the land. Many people could do this with basic training. Aboriginal people can advance with experience. This is true in Manaskuat’s experience. However, it’s hard to convince a client that these people have the knowledge that will lead them to become environmental technicians. All proposals written with a training component for field technicians have been turned down. • It is hard to find opportunities for job shadowing. • A comment was made that the $25 million investment into Voisey’s Bay went to wage subsidies rather than training. People who had taken the heavy equipment course then went to Voisey’s Bay and had the same training again. • More coordination is needed with the AHRDAs. It was expressed that there should have been more communication about this meeting and more senior people from businesses should be in attendance. • Meeting with communities, including people and organizations. The companies need to talk with the people who live in the area. They need to be socially responsibly. For example, they will save in the long run by buying supplies locally. • Retention: There is a need to develop skills locally and create meaningful employment for people because it’s the local people who will want to stay and work. • Language barriers exist; interpreters are needed for Innu during courses such as prospecting, as in this course there may not be a full understanding of the terminology used. There is no Innueimun dictionary available, which is important, especially during health and safety courses where there is a need for everyone to understand what is being said. It was suggested that training take place in Sheshatshui instead of in Happy Valley-Goose Bay so that people could walk to the sessions and have translators present. • Entrepreneurship is something of a foreign concept for Innu. People need to respect and understand Innu culture. There is crosscultural awareness presentations delivered for some groups. Employers/supervisors need to know about the Innu community and the people they will be visiting. The Innu need to be aware of non-Aboriginal culture. At the Diavik mine there is an advisory group of elders who can help. It is important to involve people in the community. 7
Minaskut Limited partnership representative pointed out that the company has an Innu manager who communicates with the Innu technicians. Recruitment and retention would be improved with cultural understanding. • The Innu do not want special treatment, they want to have their worldview respected. • Impact Benefits Agreements (IBAs) are followed every day at Voisey’s Bay. Entry level jobs are filled from resumes on hand and people advance. • Although there are federal and provincial job programs that the companies could gain access to, the time required to access this benefit takes so long that many companies prefer to pay for the training themselves. When commitments are made to hire local people these commitments are negotiated as part of terms to employment instead of or employment. People need meaningful and satisfying work. • It makes good business sense to hire local people but you can’t legislate this to happen. • On-the-job training is a key component to retention. • Need help to provide on-the-job training specific to situation. Retention success will improve if on-the-job training is geared to the particular job or set of skills. • More coordination between AHRDAs, business and communities. • Involve people in community (i.e., elders, council). • Train in the community. • The way information is communicated (the language used) and having respect for the culture is very important when it comes to the recruitment and retention of Aboriginal Peoples. • AHRDAs do no know about specific job vacancies. • Need different sponsorship and criteria for training. • Businesses need to focus on Aboriginal representation to help with Aboriginal clients (overcome cultural barriers): – build partnerships – initiate contact. • Aboriginal communities and AHRDA partners need to take a more active role in planning for the future (i.e., Voisey Bay). • Look at solutions for lower education levels (secondary school system not sensitive to issue). • Mobile education (post-secondary in communities) module based. Example: crane operator (10 mile bay), driller, office administrator, heavy equipment operator, carpentry. • Current labour market information (getting it to client base). Readiness to go into post-secondary in a timely manner. • Career guidance (secondary). • Literacy programs in the workplace. • Hold meetings within the various communities and talk to the people. 8
Page 1 and 2: Workforce Connex Labrador Workforce
Page 3 and 4: • Wendy Poole, Labour Métis Nati
Page 5 and 6: Message CEO/President Aboriginal Hu
Page 7 and 8: Part 2: Panel: A panel of private s
Page 9: • Business needs labour market in
Page 13 and 14: • Provide shop classes for high s
Page 15 and 16: Participants were separated into gr
Page 17 and 18: • Provide financial planning at t
Page 19 and 20: • Treat everyone the same, hears
Page 21 and 22: • Create ways to overcome geograp
Page 23 and 24: FORUM AGENDA Workforce Connex Labra
Page 25 and 26: PARTICIPANT ORGANIZATION LOCATION 2
Page 27 and 28: 58. Taplin, Catherine Iron Ore Comp
Page 29 and 30: • Open dialogue and action items
Page 31 and 32: Glossary Of Terms ACRONYM DEFINITIO

Labrador - Aboriginal Human Resource Council

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