Labrador - Aboriginal Human Resource Council

PART 4:
SUPPLY SIDE
Purpose
Generate discussion from the supply side
(Aboriginal community) about the labour market
equation. AHRDAs are setup as advisors to
business to help increase their understanding of
the supply side.
Prior to holding the conversation on the supply
side, three presentations were made. The
presentations and a synopsis of each are as
follows:
• Clarence Davis, Innu Nation. Presentation on
the AHRDAs for all three Labrador Aboriginal
groups. The mandate, programs and services
that AHRDAs adhere to and deliver was
presented with some of their contact information
and examples of projects.
• Rodney Roberts, Industrial Training Section,
Department of Education. Presentation
on apprenticeship and certification in
Newfoundland and Labrador. Information
was presented on “what is apprenticeship,
who is an apprentice and how to become an
apprentice More information is available
on the Apprenticeship Employment Gateway
website at www.gov.nl.ca/app/employment or
contact the nearest industrial training office @
709.896.6348, Happy Valley-Goose Bay.
• Colin Forward, College of North Atlantic.
Presentation on the college system in Labrador
and mentioned that a “white paper” has been
released that gives trades training a very high
priority. In the recent provincial budget there
was funds established for trades training.
The following is a very brief summary of highlights
that outline concerns and issues taken from various
reports and conversations presented on the supply
side of labour market equation:
• Need knowledge of jobs – what jobs, where
are they, how many employees are needed
and how to apply for them.
• Need commitment from employers to
work together.
• Definition is needed on what is meant
by “qualified”.
• Find time to hold sessions to
build relationships.
• Cultural training has to be two-way.
• There is a need for childcare facilities.
• Expect that there will be failures and do not
let this jeopardize relationships.
• Need a job database as well as an
inventory of skilled labour.
• Need to ensure there is
adequate transportation.
• There is a need for good quality,
meaningful employment.
• Companies have to take into consideration
that Aboriginal Peoples are quiet people,
which cause difficulties during the interview
process.
• AHRDAs should be able to do
year-round training.
• Need to know how and whom to contact in
the AHRDAs and Aboriginal communities.
• Language can sometimes be a barrier.
• If there is shift-work, pair Aboriginal
people together.
• Employers have to know what rules and
regulations AHRDAs need to follow.
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