Labrador - Aboriginal Human Resource Council
Labrador - Aboriginal Human Resource Council
Labrador - Aboriginal Human Resource Council
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Participants were separated into groups and were<br />
asked to respond to a number of questions. The<br />
following is a summary of the responses from the<br />
various groups:<br />
Barriers to Employment<br />
What barriers exist for <strong>Aboriginal</strong> people wanting<br />
to secure employment with the private sector<br />
• AHRDAs have good employees who<br />
are trained.<br />
• AHRDAs don’t know what<br />
opportunities exist.<br />
• Commitment from employers to work<br />
together is hard to get.<br />
• Voisey’s Bay model is working well. Impact<br />
Benefits Agreement (IBA) helped/forced this<br />
but it is gradually turning into the way to<br />
do business.<br />
• Training may not be exactly suitable<br />
to employers.<br />
• Employers do not know what skills are<br />
out there.<br />
• Supply Side: There are other issues (i.e.,<br />
union, housing, discrimination).<br />
• Need to establish relationships between<br />
<strong>Aboriginal</strong> groups and business.<br />
• Set aside time and resources for<br />
relationship building.<br />
• Relationships must be open and transparent.<br />
• Need to overcome stereotyping.<br />
• Provide cultural awareness training –<br />
both ways.<br />
• Build respect for <strong>Aboriginal</strong> Peoples/<br />
communities/culture.<br />
• Allow for failures as well as successes.<br />
• <strong>Aboriginal</strong> women are an untapped labour<br />
source:<br />
– Inuit have done well with Voisey’s Bay<br />
– separate workshops for women<br />
– need summit for women<br />
– women take more care.<br />
• Elements of a meaningful partnership<br />
– build trust, honesty<br />
– commitments from both sides<br />
– strategies, objectives<br />
– clear role and responsible solutions.<br />
– transparency (open)<br />
– understand goals, objectives and<br />
expectations of each other<br />
– regular commitment to meet<br />
(monthly/quarterly)<br />
– build the relationship<br />
– first there will be successes and failures<br />
– arms-length cultural representative<br />
– AHRDAs: train in the winter, work in<br />
summer, need better system to get<br />
access for business<br />
– reduce red tape<br />
– tie success of partnership to success<br />
of project<br />
– connectivity between training and job<br />
– partner with industry – why aren’t<br />
AHRDAs loading up industry with<br />
apprentices<br />
– Basic communication – talk to<br />
each other.<br />
12
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