Labrador - Aboriginal Human Resource Council

• Business requires two things:
– Help us ensure that people who
take training are realistic about job
requirements (i.e., 12-hour days, seven
days/week, and two weeks on/off);
o
o
o
o
AHRDAs get involved in jobreadiness
training period through
sensitization of clients in community
and on-site through funding
ABE on-site
Run day camp
Registered nurses help to address
diabetes by encouraging people to
eat at least three meals a day as
workers can’t control blood sugar if
they don’t eat properly, especially
at camp.
– Apprenticeships and skilled trades;
o
Problem: can get training but
cannot get experience. Ask AHRDA
to pay one-year wages.
• Companies will invent their own
training programs.
• Deliver training in home communities.
• Provide exposure to candidates to actual
job conditions.
• Realistic expectations in terms of outcomes.
• Don’t base success on 100 per cent
successful completion.
• More accurate labour market requirements
from business.
• Some Aboriginal clients lack of selfconfidence.
• Clients have family obligations.
• Aboriginal Peoples have a different value
system. There are culture differences.
Employers should be aware of Aboriginal
value systems (hierarchical vs. community).
• Language barriers.
• Employers should use the AHRDAs.
However, so many different points of
contact: band councils, community
economic development officers,
employment counsellors.
• Who is the one person with the AHRDAs to
talk to about all programs
• Business doesn’t want to talk for too long,
very busy, want results/answers “today or
this week”.
• Time constraints – AHRDAs have work plans
and slower turn-around time while business
acts “fast”.
• Torngait Service Inc. sent 12 Inuit people to
Ontario for driller helper/assistant training.
There is a high probability of a job at the
end of training.
• Cultural clashes – language issues, Innu
speakers, Innu music.
• Balance – during turn-around, if 20 Innu
leave, do 20 Innu arrive
• Challenge: non-Aboriginal people require
cultural sensitivity training. Training should
be ongoing, fresh and relevant.
• Lack of resources (people) delivering cultural
sensitivity training.
• This is a big adjustment for Aboriginal and
non-Aboriginal alike.
• Distinguish between discrimination,
frustration and insensitivity.
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