Saskatchewan - AHRDCC - Workforce Connex
Saskatchewan - AHRDCC - Workforce Connex
Saskatchewan - AHRDCC - Workforce Connex
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<strong>Workforce</strong> <strong>Connex</strong><br />
<strong>Saskatchewan</strong> Forum:<br />
Building Strong Aboriginal<br />
and Private Sector Partnerships<br />
March 26-27, 2008<br />
Saskatoon, <strong>Saskatchewan</strong>
Acknowledgement<br />
The Aboriginal Human Resource Council (AHRC) would like to acknowledge and thank members of the <strong>Saskatchewan</strong> advisory committee who dedicated their time and<br />
talents to help make the <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> forum a successful event.<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Advisory Committee<br />
AHRDA Representatives<br />
• Tavia Inkster, Gabriel Dumont Institute Training & Employment (Métis AHRDA)<br />
• Roger Schindelka, <strong>Saskatchewan</strong> Indian Training Assessment Group Inc. (First Nations AHRDA)<br />
Federal Representatives<br />
• Chris Belheumer, First Nations and Métis Relations, Regina<br />
• Victoria Gubbles, First Nations and Métis Relations, Regina<br />
• Peyasu Wuttunee, Health Canada, Regina<br />
• Rita Kinwequon, Indian and Northern Affairs Canada, Saskatoon<br />
• Larry Sanders, Statistics Canada, Regina<br />
• Kevin Kowalchuk, Service Canada - Committee Chair, Regina<br />
• Pat Sanderson, Service Canada, Saskatoon<br />
Labour and Aboriginal Employment Representatives<br />
• Tavia Inkster, Gabriel Dumont Institute Training & Employment Saskatoon<br />
• Brian Kembel, Métis Nation-<strong>Saskatchewan</strong>, Saskatoon<br />
• Roger Schindelka, <strong>Saskatchewan</strong> Indian Training Assessment Group Inc., Saskatoon<br />
• Burton O’Soup, First Nations University of Canada<br />
Non-profit Organizations<br />
• Darrell Lechman, Saskatoon Youth Arts Programming, Saskatoon<br />
• Tracy Meyers, Employment Resource Facilitator, Regina & Supported Employment Transition Initiative, Prince Albert<br />
Private Sector<br />
• Pam Schwann, <strong>Saskatchewan</strong> Mining Association, Regina<br />
Province of <strong>Saskatchewan</strong><br />
• Dave Fischl, Ministry of Highways & Infrastructure, Prince Albert<br />
• Giselle McCarthy, Ministry of Advanced Education, Employment & Labour<br />
Aboriginal Human Resource Council<br />
• Don Parenteau, Aboriginal Human Resource Council, Saskatoon<br />
• Tannis Wengel, Aboriginal Human Resource Council, Saskatoon<br />
• Peggy Berndt, Aboriginal Human Resource Council, Saskatoon<br />
• Colleen Ostlund, Aboriginal Human Resource Council, Saskatoon<br />
• Susan Jarvis, consultant and facilitator for the Aboriginal Human Resource Council<br />
We would like to acknowledge and thank our First Nation Elder, Alma Kytwayhat and our Métis Elder, Peter Bishop for their commitment<br />
to the opening and closing prayers.<br />
The national <strong>Workforce</strong> <strong>Connex</strong> forum series is administered by the Aboriginal Human Resource Council with funding support provided from the Sector Council<br />
Program, Human Resources and Social Development Canada.<br />
Published: June 2008<br />
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TABLE OF CONTENTS<br />
Acknowledgement.......................................................................................................................................................................................... 2<br />
Message CEO/President Aboriginal Human Resource Council......................................................................... 4<br />
Executive Summary......................................................................................................................................................................................... 5<br />
Part 1:<br />
Part 2:<br />
Forward.......................................................................................................................................................................................................................5<br />
Synopsis......................................................................................................................................................................................................................5<br />
Forum Discussions.......................................................................................................................................................................................... 6<br />
Part 1:<br />
Part 2:<br />
Part 3:<br />
Part 4:<br />
Part 5:<br />
Part 6:<br />
Part 7:<br />
Part 8:<br />
Market Overview..........................................................................................................................................................................................................6<br />
Walk in My Shoes: / Moccasins...................................................................................................................................................................................6<br />
Success Stories...........................................................................................................................................................................................................7<br />
Supply Side Issues Roundtable....................................................................................................................................................................................7<br />
Networking................................................................................................................................................................................................................12<br />
Promising Practices Panel - Demand..........................................................................................................................................................................12<br />
Demand Side Issues Roundtable................................................................................................................................................................................12<br />
Strategies and Commitments.....................................................................................................................................................................................16<br />
Overview of the National Trades Strategy....................................................................................................................... 19<br />
Appendices.............................................................................................................................................................................................................. 20<br />
Appendix 1:<br />
Appendix 2:<br />
Appendix 3:<br />
Appendix 4:<br />
Forum Agenda.....................................................................................................................................................................................................20<br />
Attendance.........................................................................................................................................................................................................24<br />
Evaluation Summary............................................................................................................................................................................................38<br />
Glossary of Terms................................................................................................................................................................................................43<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 3
Message CEO/President<br />
Aboriginal Human Resource Council<br />
Kelly Lendsay<br />
June 2008<br />
Dear <strong>Workforce</strong> <strong>Connex</strong> participant,<br />
It is my pleasure to present the outcomes of the 10th forum in the national <strong>Workforce</strong> <strong>Connex</strong> series, which was held in Saskatoon, <strong>Saskatchewan</strong><br />
March 26- 27, 2008.<br />
The concept behind <strong>Workforce</strong> <strong>Connex</strong> came to life after Human Resources and Social Development Canada undertook a series of roundtable discussions with<br />
stakeholders across the country in 2005. The principal purpose of the tour was to bring together Aboriginal Human Resource Development Agreement holders<br />
(AHRDAs), the private sector and other key stakeholders to discuss better collaboration in Aboriginal labour market development.<br />
Throughout this process the Aboriginal Human Resource Council (AHRC) emphasized the importance of collaboration, coordination and communication to achieve<br />
superior results. All potential partners — government, the private sector, training institutions, community groups and Aboriginal people — have to be committed to<br />
implementing sustainable partnership strategies.<br />
It was rewarding to see this vision unfold through active discussion among all participating stakeholder groups at the <strong>Saskatchewan</strong> forum. Participants were engaged<br />
in discussion and motivated to break down barriers and find solutions to advance the training, recruitment and retention of Aboriginal workers, with a special focus on<br />
trades and apprenticeship.<br />
It is now critical for <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> participants to continue dialogue and build strong and sustainable partnerships that will encourage and provide<br />
training and jobs for Aboriginal people in <strong>Saskatchewan</strong>.<br />
The council will continue its work to facilitate discussion among trades and apprenticeship stakeholders to help build a skilled Aboriginal workforce that feeds the<br />
growing need of Canada’s Aboriginal people and economy.<br />
We would like to thank you, the participant, for your active engagement in <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong>. The council looks forward to your continued involvement<br />
and added value in this multi-dimensional partnership initiative. Your role is critical!<br />
Kelly Lendsay, MBA<br />
President and CEO<br />
Aboriginal Human Resource Council<br />
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Executive summary<br />
Foreword<br />
This report is a summary of findings from the <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong><br />
forum. The findings outlined in this report are representative of the <strong>Saskatchewan</strong><br />
participants and have not been altered or analyzed in any way.<br />
This summary is focused on the input participants shared during interactive<br />
roundtable and plenary discussions. The findings will serve as a starting point for<br />
the development of new partnerships between the private sector and Aboriginal<br />
employment centres in the <strong>Saskatchewan</strong> region, and for the development of the<br />
region’s go-forward action plans.<br />
The “AS SAID” reports from across the country will be analyzed for trends that<br />
will be captured in a comprehensive and integrated national report that<br />
will be used to shape initiatives in the council’s national Aboriginal trades<br />
and apprenticeship strategy.<br />
Synopsis<br />
<strong>Workforce</strong> <strong>Connex</strong> is a national forum series that has been designed to increase<br />
Aboriginal participation in targeted trades employment and apprenticeship<br />
programs. The forums are intended to create, strengthen and leverage regional<br />
partnerships and collaborative networks that offer resolve to Aboriginal<br />
employment training, recruitment and retention issues.<br />
On March 26-27, 2008, a group of committed stakeholders representing private<br />
sector employers, Aboriginal Human Resource Development Agreement holders<br />
(AHRDAs), government and educators convened at the <strong>Saskatchewan</strong> <strong>Workforce</strong><br />
<strong>Connex</strong> forum in Saskatoon, <strong>Saskatchewan</strong> to discuss ideas and commitments<br />
that will increase Aboriginal participation in the <strong>Saskatchewan</strong> economy.<br />
The discussion occurred in seven stages:<br />
Part 1: Market Overview: a presentation on the <strong>Saskatchewan</strong><br />
labour market was made by Kevin Kowalchuk, Director for<br />
Strategic Partnerships for Service Canada to create context for<br />
the day’s discussion.<br />
Part 2: Walk in my Shoes / Moccasins –<br />
A Personal Connection: in an effort to better understand<br />
each other’s challenges, the participants reversed roles whereby the<br />
AHRDAs were asked to walk in the shoes / moccasins of business<br />
and the private sector participants were asked to walk in the shoes /<br />
moccasins of AHRDAs.<br />
Part 4: Supply Side Issues Roundtable: the discussion helped<br />
Aboriginal employment agencies and the AHRDA community (supply<br />
side) to get to know various employment trends and challenges that<br />
business and industry are facing in <strong>Saskatchewan</strong>.<br />
Part 5: Networking: participants were given an opportunity to network<br />
and meet other individuals and organizations dedicated to connecting<br />
demand and supply.<br />
Part 6: Promising Practices Panel- Demand:<br />
four presentations were made on successful projects that have<br />
found promising practices and approaches to increase the number<br />
of Aboriginal people in the workforce.<br />
Presenters:<br />
• Wayne McKenzie, First Nations and Métis Relations<br />
• Linda Cowan, Northlands College - Multi-Party Training Plan<br />
• Darren Roy, Cameco<br />
• Gary Daniels, Dakota Dunes Casino<br />
• Dave Fischl, Ministry of Highways and Infrastructure<br />
Part 7: Demand Side Issues Roundtable: The discussion helped<br />
employers (demand side) to better understand the foundation, role<br />
and employment challenges of the AHRDAs and their clients<br />
in <strong>Saskatchewan</strong>.<br />
Part 8: Strategies and Commitments: Participants built a list of<br />
commitments to ensure the value of the forum would extend into<br />
actions and long-term partnerships.<br />
Through the facilitation of local professionals, participants were able to<br />
increase their mutual understanding about the challenges and opportunities<br />
to increase Aboriginal participation in the <strong>Saskatchewan</strong> labour market. There<br />
was a consensus that increased momentum is required to drive the connections<br />
between the supply side (AHRDAs and Aboriginal organizations) and the demand<br />
side (employers).<br />
It was recognized that the forum was only a beginning; a catalyst to actively and<br />
consciously begin to move the agenda forward in <strong>Saskatchewan</strong>. As a starting<br />
point, 86 commitments were made.<br />
The work done in <strong>Saskatchewan</strong> will be integrated into a single report that will be<br />
used to shape initiatives in the overarching Aboriginal Human Resource Council’s<br />
national Aboriginal trades and apprenticeship strategy.<br />
Part 3: Success Stories: Aboriginal spoke about their career journey:<br />
• Terrance Deranger, Cameco<br />
• Janelle Roy, Western Broadcasting Academy<br />
• Christina Wiebe, Dumont Technical Institute<br />
• Crystal Dreaver, Dunmac General Contractors<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 5
THE DISCUSSION<br />
Participants shared ideas about how to increase Aboriginal participation in<br />
trades and apprenticeship in the <strong>Saskatchewan</strong> region. The dialogue and<br />
deliberations at the session are contained below.<br />
Welcome<br />
Kelly Lendsay, AHRC President and CEO welcomed all participants, gave special<br />
thanks to the Elders, and introduced the dignitaries who offered opening remarks.<br />
Opening Remarks<br />
The following leaders provided opening remarks and wished the participants well<br />
as they completed their work for the day and a half session:<br />
•<br />
Honourable June Draude, Minister of First Nations & Métis Relations<br />
• Honourable Rob Norris, Minister of Advanced Education, Employment<br />
and Labour, Province of <strong>Saskatchewan</strong><br />
•<br />
•<br />
Robert Doucette, President, Métis Nation-<strong>Saskatchewan</strong><br />
Vice Chief Guy Lonechild, Federation of <strong>Saskatchewan</strong> Indian Nations.<br />
PART 1: Market Overview<br />
Kevin Kowalchuk, Strategic and Corporate Services for Service Canada,<br />
<strong>Saskatchewan</strong> Region, gave a presentation on the <strong>Saskatchewan</strong> labour market<br />
titled “<strong>Saskatchewan</strong> at a Glance - Key Trends in the Labour Market.” The main<br />
points include:<br />
• Compared to the rest of Canada, <strong>Saskatchewan</strong> has more seniors and<br />
the highest proportion of residents under the age of 15 years, making the<br />
working age population relatively small. <strong>Saskatchewan</strong>’s employment rate<br />
is on the rise due to strong commodity prices resulting in a strengthened<br />
labour market.<br />
• <strong>Saskatchewan</strong> is currently experiencing a shortage of skilled workers and<br />
this trend is expected to increase as more baby boomers retire. Many<br />
<strong>Saskatchewan</strong> employers are facing recruiting difficulties and are looking<br />
outside of Canada for workers.<br />
• <strong>Saskatchewan</strong>’s Aboriginal population is younger than the mainstream<br />
population. The employment rate for Aboriginal people is 21% below the<br />
rate for non-Aboriginal adults.<br />
• Education of Aboriginal people is required to close the employment rate gap<br />
between Aboriginal and non-Aboriginal people. There is a disproportionate<br />
share of the population that has no postsecondary qualifications.<br />
• An interesting North/South comparison in <strong>Saskatchewan</strong> shows that the<br />
population of Northern <strong>Saskatchewan</strong> and that of the Town of Estevan are<br />
almost equal. The participation rate in Estevan is 12% higher than in the<br />
North, and the unemployment rate is 17% lower in Estevan than it is in the<br />
North. To bring the North up to the same employment rate as the Estevan<br />
area will require over 6,000 more jobs filled by Northern residents.<br />
To maintain the current northern participation rate, the number of Northerners<br />
working and looking for work will have to increase by 4,800 by 2021.<br />
PART 2: Walk in my Shoes / Moccasins -<br />
A Personal Connection<br />
In an effort to better understand each other’s challenges, the participants<br />
reversed roles whereby the employers were asked to think and act like they<br />
were members of the Aboriginal community or AHRDA group, while the Aboriginal<br />
community and AHRDAs were to think and act like they were employers. Through<br />
the discussions the supply and demand sides discovered the common ground<br />
that would define the rest of the day’s discussions.<br />
Question asked…Why do we have so few Aboriginal workers<br />
in our company<br />
Below is a summary of points identified (and recorded) by each of the groups<br />
representing the supply and demand sides of the conversation. The thoughts<br />
have been organized into the following themes:<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
Communication and Awareness<br />
Education, Training and Skills<br />
Institutional Barriers<br />
Cultural Factors<br />
Specific Needs of Individuals<br />
Racism, Stereotypes and Misperceptions<br />
Communication and Awareness<br />
•<br />
•<br />
•<br />
•<br />
Lack of communication skills works against applicants.<br />
Language barriers prevent success.<br />
Lack of knowledge of job opportunities affects recruitment.<br />
Not knowing who to contact to connect jobs with people is an issue.<br />
Education, Training and Skills<br />
•<br />
•<br />
Lack of skills, education, reliability.<br />
Lack of education and training facilities.<br />
• Need trade schools in the north.<br />
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•<br />
•<br />
•<br />
•<br />
Lack of practical training and essential skills are barriers.<br />
Lack of skills, experience, and education prevent advancement.<br />
Waitlists for training opportunities discourage applicants.<br />
Entrance requirements prevent some from attending.<br />
Institutional Barriers<br />
•<br />
Having a driver’s license is a huge necessity.<br />
• Lack of support system for workers (e.g. childcare, housing, transportation,<br />
language) is discouraging.<br />
•<br />
•<br />
•<br />
•<br />
Lack of low skilled jobs – workplace literacy.<br />
Lack of short term employment opportunities.<br />
Some companies like to hire from one geographical area.<br />
Some work is seasonal.<br />
• Union closes the doors (policies around seniority work against<br />
Aboriginal advancement).<br />
• Employers may have Aboriginal employment strategies and policies but<br />
are not authentically implementing the policies and strategies.<br />
•<br />
•<br />
•<br />
Lack of family support and affordable housing affects success.<br />
Need to get the workplace ready and prepared for the Aboriginal workforce.<br />
Lack of financial resources prevents people from starting jobs.<br />
Cultural Factors<br />
•<br />
•<br />
•<br />
Cultural sensitivity training is needed.<br />
Lack of understanding — cultural differences need to be overcome.<br />
Aboriginal workers need more role models and mentors.<br />
Specific Needs of Individuals<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
Many cannot pass a drug test.<br />
Lack of trust for establishment makes it hard to ask for help.<br />
Lack of confidence and skills can be paralyzing.<br />
Fear of success/failure is too common.<br />
Appropriate clothing and appearance are challenges.<br />
Lack of social acceptance is discouraging.<br />
Lack tools/equipment to meet job requirements.<br />
Racism, Stereotypes and Misperceptions<br />
•<br />
•<br />
•<br />
Employer misconceptions lead to labeling and stereotypes.<br />
Nepotism is too common.<br />
Once quotas are met the effort dries up.<br />
• Present employees bully new employees (Caucasian bullies<br />
target Aboriginal workers).<br />
•<br />
Gender bias and ageism are more pronounced with Aboriginal workers.<br />
• Barriers include transportation, childcare, low wages, criminal<br />
records and discrimination.<br />
• Poor social skills contribute to racism and rejection of diversity<br />
in the workplace.<br />
•<br />
Lack of knowledge of native culture affects workplace attitudes.<br />
PART 3: Success Stories<br />
Four profiles were presented of successful Aboriginal individuals that have<br />
overcome barriers to achieve a career of their choice:<br />
• Terrance Deranger, Cameco<br />
• Janelle Roy, Western Broadcasting Academy<br />
• Christina Wiebe, Dumont Technical Institute<br />
• Crystal Dreaver, Dunmac General Contractors<br />
PART 4: Supply Side Issues Roundtable<br />
The purpose of this discussion was to help Aboriginal employment agencies<br />
and the AHRDA community (supply side) to get to know various employment<br />
trends and challenges that business and industry are facing in <strong>Saskatchewan</strong>.<br />
The dialogue questions were:<br />
Supply Barriers to Employment<br />
Q. Business (jobs) to share…<br />
• What is preventing you from employing more Aboriginal people at<br />
your workplace<br />
• What are their challenges & frustrations with engaging the<br />
Aboriginal community<br />
• What are the difficulties with recruitment & retention of Aboriginal workers<br />
• Is there anything you need to know about AHRDAs that will improve your<br />
engagement with the Aboriginal community<br />
Q. AHRDAs (people) are set up as advisors to business<br />
• How do AHRDAs work What is your menu of services<br />
• How do you get the word out about your clients<br />
• Provide advice to business about how to overcome.<br />
A: What is preventing you from employing more Aboriginal<br />
people at your workplace<br />
• Company does not want to hire clients because of a lack of experience<br />
and ambition to advance.<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 7
•<br />
•<br />
AHRDA counsellors meet with employers to get clients into particular positions.<br />
We find that qualified clients are not getting hired.<br />
• Skills are not up to par – Aboriginal workers start at very bottom of the wage<br />
scale because they do not have specific certifications needed for the job.<br />
•<br />
•<br />
There are not enough training dollars for individuals.<br />
Language barriers prevent success.<br />
• The cost of living to go back and get an education is high; don’t want to<br />
go back (start over again).<br />
•<br />
•<br />
•<br />
•<br />
•<br />
Unable to locate employees who have moved; no current address known.<br />
Reputation of Aboriginal workers from past jobs.<br />
There is a lack of economic opportunities (higher pay level).<br />
Employers do not know how to get to the supply of Aboriginal talent.<br />
Child care (cost/availability) is required but not always available.<br />
• Not being qualified for Employment Insurance or Social Assistance<br />
programs/training.<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
There is age/appearance discrimination.<br />
Stereotyping is common (e.g. false belief that they won’t show up for work).<br />
There is a lack of affordable housing and relocation costs are high.<br />
There is not full recognition of soft skills vs. diploma/education.<br />
People will shun jobs because the jobs require a high skill level.<br />
Employers need to make qualifications flexible.<br />
• Many people looking for work want to stay in their own communities and this<br />
is a major reason for turnover – they are moving back home.<br />
• Biggest failure of employers to recruit is the transition of people moving<br />
from rural to urban.<br />
• People want to work/advance themselves but the city is very intimidating –<br />
transportation, grocery stores, people not familiar with city. Need mentors to<br />
assist with these issues.<br />
• Employers require skilled people now and Aboriginal people do not always<br />
have the skills in place.<br />
• Recruitment: Have Aboriginal people review the job advertisements to make<br />
them more friendly.<br />
•<br />
•<br />
•<br />
•<br />
•<br />
What is creating hostility<br />
Wording of job ads – not always welcoming of diversity.<br />
Need more conferences with potential employees.<br />
Employees/employers need to be educated on culture.<br />
Difficult to find the right agencies and know who to contact.<br />
• Cannot attract into service industry because they are seen as<br />
“dead end jobs.”<br />
•<br />
•<br />
•<br />
•<br />
•<br />
People do not self-identify.<br />
Licensing groups do not recognize other qualification bodies (eg. Nursing).<br />
Need for Grade 12 /GED equivalences is a barrier.<br />
Applicants lack life skills, have self-esteem issues (shy, lack of confidence).<br />
Need to build a comfort level – perhaps through career fairs.<br />
• Selection process can be difficult for Aboriginal recruits (interview questions,<br />
preparing/applying for jobs).<br />
• Employment counselors – get clients to take risks and employers to increase<br />
comfort level by doing presentations.<br />
• Welcome sessions at workplace by building the relationship between<br />
employer and employee.<br />
•<br />
Lack of cultural sensitivity – getting the workplace ready for everyone.<br />
• Need holistic development – how life skills transfer from job to job;<br />
assessments of prior learning.<br />
•<br />
•<br />
Show employers care by taking steps to increase retention.<br />
Address racism in the workplace and how it impacts individual career paths.<br />
A: What challenges and frustrations do you experience when engaging<br />
the Aboriginal community<br />
•<br />
•<br />
Finding qualified people for positions.<br />
Candidates have training but insufficient experience.<br />
• Industry and training institutions need to agree on industry<br />
entrance requirements.<br />
•<br />
Clients unwilling to relocate.<br />
• Aboriginal people do not always have the prerequisites to enter<br />
training programs.<br />
• How do we motivate clients to: 1) choose training 2) Show up for training<br />
3) show up for work.<br />
•<br />
•<br />
Clients need support to manage pressures from peers and relatives.<br />
Clients may need basic life skills training.<br />
• Lack of formal education makes it challenging to get people to go back to<br />
further training.<br />
• Grade 12 (or equivalent) is required for many jobs. Those that have grade 12<br />
often have no skills.<br />
• Applicants don’t know how to sell themselves to employers and have trouble<br />
expressing themselves in person.<br />
•<br />
•<br />
Lack of confidence (don’t make eye contact).<br />
Employers may be unaware of cultural differences.<br />
• Although employee may have skills, they still can’t get a job.<br />
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•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
Biases/prejudice of employers.<br />
Applicants may not want to self-identify as Aboriginal.<br />
Multi-generational non-employment and on social assistance.<br />
Applicants could lose childcare and other subsidies if they earn higher wages.<br />
No role models means not seeing outcome of work; paid employment not<br />
seen as reality which re-enforces low expectations.<br />
Lack of support to break the cycle (family-community).<br />
More disabilities – more difficulty to get trained/skilled jobs.<br />
Consistent expectations of employers i.e. 9-5, Monday – Friday; employers<br />
need that commitment from employee.<br />
“Employers not flexible enough to meet my needs” – too rigid.<br />
Old mistakes keep following employees around.<br />
Over educated/trained don’t know why they took the training;<br />
not focused on a real goal.<br />
Employers want commitment and employees hesitate to commit.<br />
Can’t match skills and jobs.<br />
Feel like a minority if they have to move to another community.<br />
Can’t complete my apprenticeship because jobs are out of my community.<br />
Literacy – long application forms work against many candidates.<br />
Addictions issues vs. the need to stay sober while working (social, historical,<br />
money to feed addiction).<br />
Need for public transportation, both rural and urban.<br />
Employee may expect another ‘bad experience” – would prefer to work for<br />
an Aboriginal employer; wants to feel comfortable and accepted.<br />
Employers need list of contacts of service providers for all communities<br />
—— Where do I find these agencies How do I find AHRDA agencies<br />
—— What kinds of services or programs does each provide<br />
—— How do service providers conduct interviews for people that<br />
are ready to work<br />
Training for employers on cultural awareness/sensitivity.<br />
Employers need to look at the Job Bank to look for workers.<br />
What can employers do to have direct access to recruiting new workers<br />
Employers should offer a warm/welcoming environment that does not intimidate.<br />
People are not confident of themselves or of the process.<br />
Need more supports to stay in school.<br />
Single parent families present pressures.<br />
Getting into upgrading can be difficult.<br />
Maintaining contact with clients is an issue – mobility.<br />
• Social programs are our worst enemies – by getting a job, people may lose<br />
security of having their housing / utility bills paid.<br />
•<br />
•<br />
Require more than minimum wage.<br />
Many lack “budget” understanding of payroll deductions, budgeting, etc.<br />
• Middle class is the one who suffers – “working poor” don’t qualify for<br />
supplements like subsidized housing.<br />
•<br />
Single parents who work for wages cannot afford to pay living costs.<br />
• Treaty people lose some ‘independence’ and do not access other<br />
opportunities of mainstream.<br />
• Lack of communication – in <strong>Saskatchewan</strong>, its always been taboo to talk<br />
about Aboriginal issues e.g. “Indians don’t pay taxes.”<br />
•<br />
•<br />
•<br />
Employment equity has pros and cons.<br />
<strong>Saskatchewan</strong> people need to open the dialogue.<br />
We talk real issues in our own groups but keep quiet outside or in workplace.<br />
A: What are the difficulties with recruitment & retention of<br />
Aboriginal workers<br />
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Jobs are advertised but not enough response.<br />
Clients don’t feel prepared with the right education.<br />
Clear understanding of what skills are needed for jobs.<br />
Competency vs. education.<br />
Grade 12 requirement is a barrier.<br />
• When employers advertise they ask for ‘preferred’ qualifications; clients don’t<br />
apply because they believe they aren’t qualified.<br />
•<br />
Tight labour market is a barrier.<br />
• Employers can’t get to the supply side, and the supply side can’t get workers<br />
to move to where the jobs are.<br />
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Communication between the employer and the supply side is a barrier.<br />
Lack of onsite accommodations, transportation make recruiting hard.<br />
No jobs in the region.<br />
Possibility to work ‘seasonally’ in order to spend time at home.<br />
Clients are not aware of the opportunities out there.<br />
• Where is the incentive for Aboriginal people to leave home, family —<br />
sometimes they have responsibilities they feel they can’t leave.<br />
•<br />
Partnership development between supply and demand sides needs to be done.<br />
• Need to prepare the workplace for Aboriginal people (workforce culture<br />
can be exclusive).<br />
• AHRDA is able to provide money for supports e.g. childcare, transportation,<br />
living allowance, etc.<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 9
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Need human rights and labour laws education for clients.<br />
There is a need for life skills training to increase confidence/self esteem.<br />
Mentorship and role models are required.<br />
Need to create self reliance in clients and self confidence.<br />
• Need for clients to have basic package for employment –<br />
picture ID, bank account.<br />
•<br />
•<br />
Clients in today’s world – its your choice when you want to go.<br />
Ministry of Health goes to schools to talk to youth.<br />
• How do counselors get connected with employers There are<br />
so many employers.<br />
• Need for head offices to create partnerships, develop 5-10 year plans,<br />
and bring in trainers if needed.<br />
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What can employers do Go down into school levels.<br />
There is a lack of connection in employer community.<br />
Provide sensitivity training/awareness for everyone.<br />
Provide funding for tuition/books, tools, travel and living allowance.<br />
Develop employment councils.<br />
Businesses are not approachable — need to be more open.<br />
Lack of knowledge of what opportunities there are.<br />
Not able to find higher qualified candidates.<br />
Need phone numbers on resume.<br />
Buy into what they are building.<br />
Unionized – can’t offer full time employment.<br />
HR practices need to change in order to retain.<br />
• Can only have full time – will supply wage subsidies (16 week wage subsidy<br />
available through AHRDAs).<br />
• Need better understanding of the general scope of the AHRDAs and<br />
what they can and cannot do.<br />
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Grade 10 is minimum entrance for trades.<br />
Can’t find clients for training.<br />
Keeping people in training programs is a challenge (low attendance).<br />
A: Is there anything you need to know about AHRDAs that will improve your<br />
engagement with the Aboriginal community<br />
• Can internship posting be sent to AHRDA office to be communicated to<br />
Aboriginal workers Yes.<br />
• Aboriginal workforce strategy - mentorship – disconnect between employers<br />
and training. Where should we send people to access an AHRDA<br />
•<br />
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Focus mentorship program on goals and outcomes – on individual needs.<br />
What services do they provide<br />
Do they have consultants to assist employers<br />
We need training program information.<br />
Where are they located<br />
Who can benefit from them<br />
What is the future of the AHRDAs<br />
Do they provide anything to help employers with employee retention<br />
Should AHRDAs “make themselves known” at the band offices and employers<br />
Local demographic information or small urban communities.<br />
• Do they have uniform or consistent ways of approaching clients –<br />
upgrading, projects, partnerships, women in trades programs<br />
• Challenge – How does an employer know who to contact or how<br />
to contact AHRDAs<br />
•<br />
•<br />
Who do the AHRDAs partner with<br />
How do we establish a procedure/network<br />
• Is there a website that can be used nation-wide regarding AHRDAs<br />
Can employers access this information<br />
• How do AHRDA folks find out what minimum qualifications are required<br />
for a position<br />
• How can we work better with a business to be proactive in preparing for<br />
future job opportunities<br />
• How can I get information about your interview questions so I can better<br />
prepare applicants for the interview process<br />
•<br />
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How do we prepare our workforce<br />
How do we help Aboriginal people in the workplace<br />
• What supports can we give them Management support<br />
How do we achieve this<br />
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What kind of mentorship is required<br />
What are the issues for small businesses<br />
How do they recruit, identify, attract Aboriginal employees<br />
How do they develop contacts No internet access – fax<br />
• Employers are afraid to make mistakes; how do we promote the notion that<br />
mistakes are learning opportunities<br />
• Employers fear mistakes could lead to human rights complaints.<br />
Is an advisory committee required<br />
• A lot of competition; many employers are looking for qualified<br />
Aboriginal people.<br />
• How do we motivate people to self identify as Aboriginal<br />
10<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
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Employers must find innovative ways of recruiting / developing employees.<br />
On the employer side:<br />
—— Reduce strong behavior of questions<br />
—— Don’t be too stringent<br />
—— Make it more of a conversational interview<br />
—— Be flexible with their interview – take away old school interview.<br />
A: How do you get the word out about your clients<br />
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Advertising through Aboriginal newspaper.<br />
Speak to the group that they want to reach.<br />
Employer to go to the training institutes and do a speech about a job.<br />
Saskatoon Aboriginal Employment Network.<br />
Contact employers directly and check what they need for employees.<br />
Join chamber of commerce.<br />
• Have presence in high schools to let them know about scholarships<br />
and bursaries.<br />
•<br />
Talk to clients about wage subsidies and employers.<br />
A: Provide advice to business about how to overcome barriers to positive<br />
engagement with AHRDAs.<br />
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Training institutions willing to work with employers.<br />
Employment readiness programs with hospitals currently taking place.<br />
Clients must have a treaty number.<br />
Provide tools and work boots for someone who has gained employment.<br />
• Provide funding for non-university program (2 years or less) including tuition,<br />
books, living allowance.<br />
• Discussion between education/training and the employer; confusion as<br />
to where people should be trained.<br />
• Employers don’t understand how the institutions connect or interact<br />
with one another.<br />
• Lack of education among employers regarding AHRDAs and<br />
education/training.<br />
•<br />
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AHRDAs – lack of networks in business communities.<br />
Suggest meeting with employers – wage subsidy.<br />
Trades certification required – insufficient training budget.<br />
AHRDAs want to partner with business but need to be approached.<br />
Provide a forecast of employment needs i.e. what will be needed in 5 years<br />
Get programs accredited, commit to apprenticeships.<br />
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Linkages/memberships to training programs/communication strategies.<br />
Mentorship is an important aspect of retaining new employers.<br />
Need a source of support for new employers to an organization.<br />
• Focus mentorship program on goals and outcomes; should be right for<br />
the individual partnerships.<br />
•<br />
Relationships need to be developed first; then form partnerships:<br />
—— Willing to have direct conversation.<br />
—— Can’t be so sensitive to what others say.<br />
—— Leave political correctness out of the conversation.<br />
—— Get everything out on the table first; have to have “courageous<br />
conversation” initially.<br />
—— Have to clear the air at beginning of a partnership –<br />
be genuine and honest.<br />
—— Be willing to invest the time.<br />
—— Not easy when there is past history, but history needs to be<br />
discussed before moving forward.<br />
—— Know where you need to get to – may be difficult at first.<br />
• Need to ready communities in order to respond to employers. What<br />
resources do they need What training do they need<br />
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Employers need to have workplace ready to bring in new people.<br />
Disconnect between Employers and training.<br />
Strategy is a systems approach; need a broader picture.<br />
SGI is making progress with internship programs.<br />
Better awareness of service providers; where do employers go<br />
• Create a list of organizations that are preparing people for work, then<br />
provide this to employers. Also mention what these people can do –<br />
skills and abilities.<br />
•<br />
•<br />
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Find a way to break barriers that clients are creating for themselves.<br />
AHRDA jargon is a barrier for employers.<br />
How do employers find AHRDA/Service Providers<br />
• Employers need to do away with old school interview and recognize soft skills<br />
vs. primarily diploma/education.<br />
•<br />
Preparing the workplace culturally:<br />
—— Education of misconceptions<br />
—— Canadian history portrays one perception<br />
—— Lack of ‘stories’ – Aboriginal awareness<br />
—— Need more ‘open’ co-workers to avoid racism at work<br />
—— People turn a blind eye to racism.<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 11
• Many northern clients don’t have English as a first language (for immigrants,<br />
everyone understands they need English as a first intervention).<br />
•<br />
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Residential schools – What you don’t acknowledge can’t be healed.<br />
Everyone in <strong>Saskatchewan</strong> should understand Aboriginal perspectives.<br />
Sometimes hurtful racist remarks are unintentional.<br />
• The only reason an employer would want to hire an Aboriginal is because<br />
no more farm youth are around.<br />
•<br />
•<br />
Employers must be prepared to pay a living wage (don’t expect wage subsidy).<br />
<strong>Saskatchewan</strong> employers have been underpaying staff for too many years.<br />
• Perception that Aboriginal people are given jobs when they don’t<br />
have credentials.<br />
Part 5: Networking<br />
Participants were given an opportunity to network and meet other individuals and<br />
organizations dedicated to connecting demand and supply.<br />
ParT 6: Promising Practices<br />
PaneL – Demand<br />
Four presentations were made on successful projects that have found promising<br />
practices and approaches to increase the number of Aboriginal people in the<br />
workforce. Presenters included:<br />
• Wayne McKenzie, First Nations and Métis Relations<br />
• Linda Cowan, Northlands College — Multi-Party Training Plan<br />
• Darren Roy, Cameco<br />
• Gary Daniels, Dakota Dunes Casino<br />
• Dave Fischl, Ministry of Highways and Infrastructure<br />
PART 7: Demand Side Issues Roundtable<br />
The discussion helped employers (demand side) to better understand the<br />
foundation, role and employment challenges of the AHRDAs and their clients in<br />
<strong>Saskatchewan</strong>. The dialogue questions were:<br />
Q.Business (jobs) to share…<br />
1. What is preventing you from placing more of your clients into trades jobs<br />
2. What are your challenges & frustrations with engaging business<br />
3. What are the issues that your clients face when going to business<br />
for employment<br />
4. Do you have any suggestions on how businesses could inform you of their<br />
job openings that exist or will exist<br />
Q. Business (jobs) is setup as advisors to AHRDAs<br />
5. What kind of employment opportunities do you have today for<br />
Aboriginal people<br />
6. What are the specific ways that you recruit Aboriginal people<br />
7. How do you communicate your company’s employment opportunities<br />
8. Why don’t you have more Aboriginals employed<br />
9. Why don’t you hire more Aboriginal workers<br />
10. What are the challenges to retaining Aboriginal employees<br />
A: What is preventing you from placing more of your clients into trades jobs<br />
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Not coming in the door.<br />
Don’t do well in internships, resumes, job applications.<br />
Ads aren’t creating impact with audience.<br />
Papers, internet, send to bands. GDI job boards, employment centers.<br />
Education and employee expectations – if not completely met, they don’t apply.<br />
Job ads poorly represented — not understood — sounds harder than it is.<br />
Retraining workplace attitude of other employees.<br />
Employee is not committed to work, unprepared, unrealistic expectations.<br />
Non- urban locations create isolation.<br />
Don’t feel welcomed into the community.<br />
Perception that newcomers are taking jobs away.<br />
Intergenerational attitudes.<br />
Prejudicial behaviors in workplace.<br />
Criminal record checks.<br />
Clients lack safe, clean driving records.<br />
Diversity managers are not very diverse which complicates grievances.<br />
Elder support not there – no role models.<br />
Testing may not be culturally sensitive.<br />
HR or service providers not considering entry level jobs.<br />
Tight market for some positions.<br />
Work ethic different.<br />
Unionization may be a barrier.<br />
Lack of flexibility in family and work balance.<br />
Employees hesitant or unable to stand up and advocate for self.<br />
Training programs not flexible enough (work-life balance).<br />
• Math and science levels not strong enough – especially remote/rural.<br />
12<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
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Teachers drawn to urban communities, which trickles down to<br />
education quality.<br />
Need only grade 11 math to graduate but most jobs require grade 12.<br />
Differences across province in educational standards (school districts<br />
need consistency).<br />
Not able to find people with machinery skills (standard machines).<br />
Miscommunication with various levels of government.<br />
Not a systematic approach – just activities.<br />
Unable to get good labour market information.<br />
Week in /week out work in the mines – where are the jobs for accountants,<br />
admin staff, etc. It’s tough to leave family to work week in/week out scenario.<br />
No jobs in the ‘home community’ and people do not always want to re-locate.<br />
Lack of job opportunities due to language barriers- not everyone can<br />
speak English.<br />
Not all people want to go back to school in their middle-age – many have<br />
skills just not the education levels.<br />
No visible minorities working in retail outlets.<br />
Need feedback from employers regarding how employees are working out.<br />
Not a lot of communication – hard to know what is available.<br />
No leadership among employers.<br />
Lack of transportation (i.e. No public transport on outskirts of the city).<br />
Employers have a lack of HR capacity.<br />
Lack of training amongst employees, especially in the trades.<br />
Difficulty finding qualified people (difficulty especially in higher level/<br />
professional occupations).<br />
Not conveying actual jobs available to communities.<br />
Unions/collective bargaining agreements are a major barrier.<br />
More incentives for training would help.<br />
Agreements should be inclusive and fair for everybody.<br />
Finding people that are ticketed further up north (already employed in mines).<br />
Unable to guarantee hours so employees go elsewhere (need better<br />
collective agreements).<br />
Language and cultural diversity.<br />
Work availability where people live.<br />
Meaningful work that provides a future/advancement.<br />
Lack of commitment on behalf of employees.<br />
Demand for people means high tendency for people to be recruited by<br />
higher paying employers.<br />
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Interview prep skills, cover letters, resumes, career planning.<br />
Do the AHRDAs do the same thing as what CanSask does<br />
Provide computer skills so that people can access opportunities.<br />
Get information to employers (more networking).<br />
• Annual provincial gathering (like <strong>Workforce</strong> <strong>Connex</strong>) creates opportunities<br />
to discuss with employers.<br />
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Cheap immigrant labour creates hard feelings.<br />
Resume and cover letter training helps prepare candidates.<br />
Can’t reach target groups not knowing where to look.<br />
Distance from home community.<br />
Wrong education means dead end.<br />
Lack of peer support and role models means no motivation.<br />
Lack of education, sense of belonging, job readiness all contribute to failure.<br />
Cultural differences.<br />
Lack of recognition of life skills/prior learning by employers.<br />
Employers/leadership do not know what to do to create change.<br />
Disconnect between business and workers prevents progress.<br />
Union regulations often prevent the offer of full-time jobs.<br />
A: What are your challenges & frustrations with engaging business<br />
•<br />
•<br />
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•<br />
Not understanding required skill sets.<br />
How to gain awareness of opportunities.<br />
Lack of flexibility around lifestyle issues like childcare.<br />
Limited resources for transportation.<br />
Need programs to deal with addictions.<br />
Fear of cultural differences is fear of change.<br />
Family issues aren’t accommodated.<br />
• Each community has different needs, but employers fail to recognize<br />
unique situations.<br />
•<br />
Criminal records, driver license, banking skills create problems for workers.<br />
• Difficulty connecting at personal level (mentoring program, co-op,<br />
job shadowing, construction careers, and life skills).<br />
•<br />
•<br />
Collective bargaining agreements, i.e. sensitivity, unions.<br />
Lack of awareness of prior learning assessment and recognition.<br />
• AHRDA has to pay percentage of wages to some employers to hire<br />
Aboriginal workers.<br />
• Labour agreements should be inclusive.<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 13
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Relocation costs should be provided.<br />
Old west mentality leaves Aboriginal people on the outside.<br />
Nepotism is too common, need level playing field.<br />
Backlash from existing employees is unfair to new workers.<br />
Empower leaders so they can empower their staff.<br />
• Don’t always look at Grade 12, look for other training, i.e. service jobs help<br />
polish functional math skills.<br />
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Employers need to clarify position expectations.<br />
Employers skirt around AHRDAs and go direct to tribal councils.<br />
Need contact names from employers – pre-interviews, job descriptions.<br />
• Make employment agencies more native friendly – soup and<br />
bannock, star-blankets.<br />
•<br />
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Misconception training is key to creating healthy workplaces.<br />
Many stereotypes still exist (all workers are late for work, etc).<br />
• Need to get communities ready to work, but also need equal treatment<br />
in the workplace.<br />
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Cultural differences in the workplace lead to misunderstanding.<br />
Unionized work can make barriers.<br />
Employers don’t know about the AHRDAs.<br />
General conception that employers lower their hiring standards.<br />
Orientation training is critical to workplace success.<br />
How do employers identify and deal with issues that arise in the workplace<br />
How do employers show employees that they are valued<br />
• Lack of career support strategies for employees wanting to advance in<br />
the organization/company.<br />
• Employers fear losing good qualified employees to other companies –<br />
How do employers balance supporting career advancement with<br />
operational needs<br />
• Must have resources and accountability to promote a representative<br />
workforce – How can we achieve<br />
• We need a strategy to assist employees to better represent their skills on<br />
their resumes.<br />
• Employers who have hired an Aboriginal person in past and were not<br />
successful fear trying it again – How do we break the fear<br />
A: What are the issues that your clients face when going to business<br />
for employment<br />
• Recruiting process – paper-based testing is a barrier. Many people who are<br />
qualified may not do well on written test but might succeed if done orally<br />
• Lengthy recruitment process - Many qualified people find work elsewhere<br />
while awaiting a decision.<br />
•<br />
Part-time work offered as opposed to full time.<br />
• Rural/remote communities face challenges due to necessity of relocation –<br />
transportation, housing, culture.<br />
•<br />
Employers often require employees to provide their own tools.<br />
• Aboriginal employees don’t want special treatment so support strategies<br />
must be global across cultures.<br />
• Resumes are not always reflective of all the abilities, qualifications and<br />
transferable skills the applicant may have.<br />
•<br />
Workplace cultural differences lead to misunderstandings.<br />
• Unionized work environment is a barrier to hiring new staff (lots of<br />
work for employers).<br />
•<br />
Employers don’t know of the existence of AHRDAs — this is a big challenge.<br />
• Labour market policies were made several years ago and therefore are<br />
no longer applicable. Need more current and flexible hiring practices.<br />
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Employers need to make strategic decisions and plan proactively.<br />
Have supply side and demand side working cohesively.<br />
Misconceptions about union rules — culture change.<br />
• Public still believes standards are lowered when hiring Aboriginal people -<br />
need to correct this misperception.<br />
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Entry level requirements that screen out job seekers need to be re-visited.<br />
Provide education programs at the workplace.<br />
Entry jobs are the first step of a career path.<br />
• Find a way to speak with high school kids early on. Most kids don’t know<br />
what they want to do career-wise, so they take the easy math, not realizing<br />
they close the door to good jobs.<br />
• Trades entrance requirements used to be lower; they took youth and trained<br />
them. Now the grade 12 requirement is a barrier.<br />
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Entrance requirements must be relevant to the job, not policy-driven.<br />
Grade 12 is just a number – many capable workers don’t have high school.<br />
Something is broken when grade 12 is just a number.<br />
Bring them to employers first, and then train them.<br />
• Grade 12 issue is not only an Aboriginal problem – it exists in every culture,<br />
drop-out rates are up all over.<br />
•<br />
<strong>Saskatchewan</strong> has the highest number of kids on Ritalin in North America.<br />
• Why is Academy of Learning not always recognized as viable training<br />
requirement e.g. Medical Office Assistant<br />
• Barriers around accreditation programs not recognized by Ministry of Health –<br />
different provincial training standards, inconsistency across country and yet<br />
14<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
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training not available close to home community.<br />
Will employers hire people without Grade 12 out of high school 10+ years<br />
• Are healthcare organizations looking at prior learning Depends upon job;<br />
educational institutions determine assessments.<br />
A: Do you have any suggestions on how businesses could inform you of their<br />
job openings that exist or will exist<br />
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<strong>Saskatchewan</strong> jobs website.<br />
Pajobshop.ca.<br />
Inclusionnetwork.ca is a national Aboriginal online job site.<br />
Some communities don’t have internet access.<br />
FSIN website has a list of all the bands with phone numbers and addresses.<br />
INAC has maps showing all tribal councils and bands.<br />
Developing partnerships between employers and service providers.<br />
• Better coordination of education – gaps between supply side decisions and<br />
employer demands.<br />
•<br />
Involve government, education, training organizations and employers.<br />
• Employers could incorporate prior learning and experience into<br />
hiring processes.<br />
A: What kind of employment opportunities do you have today for<br />
Aboriginal people<br />
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Everything from entry to management levels.<br />
Corporate to entry level clerical.<br />
Real Estate, labourers, carpenters.<br />
From labourer to superintendent.<br />
A: What are the specific ways that you recruit Aboriginal people<br />
•<br />
•<br />
•<br />
We put a sign up and they come to the door.<br />
Reaching out and networking at the community level.<br />
Aboriginal career fairs.<br />
A: How do you communicate your company’s employment opportunities<br />
•<br />
•<br />
Advertise in newspapers like the Saskatoon Star Phoenix.<br />
Word of mouth.<br />
• Sub trades bring their own people. We pass on the resources to the<br />
sub trades, they take all resumes and share.<br />
•<br />
•<br />
Telephone, email.<br />
Networking and linking to key people.<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
Store managers — email distribution list.<br />
Arlene Goulet has a good distribution list.<br />
Posting on the internet (11% - 33% Referrals).<br />
They don’t need to know which websites they are using – AHRDAs.<br />
Mount Royale Collegiate – best practice example.<br />
Construction Careers Program – Guy Poncelet.<br />
A: Why don’t you have more Aboriginals employed<br />
•<br />
•<br />
•<br />
•<br />
•<br />
We struggle at building networks.<br />
Work to get work program.<br />
Lunch program that prepares people for employment has been successful.<br />
Advocacy needs to be in place – there needs to be follow up.<br />
We need to do a better job at marketing to the AHRDAs and agencies.<br />
• Better communication to provide employees overall about the company<br />
and opportunities that exist.<br />
• Aboriginal people don’t come to us; employers need to do better job at<br />
getting out there.<br />
•<br />
•<br />
AHRDAs – what don’t you know about businesses/companies<br />
They need to know about all opportunities throughout an entire company.<br />
• There was an example shared regarding a cashier that has made<br />
$80,000/year.<br />
• They don’t know about training opportunities available within an organization<br />
once they are hired.<br />
•<br />
•<br />
Need better information on new companies coming into the communities.<br />
Potential employees aren’t job ready.<br />
• Communication and marketing and not providing full details of opportunities<br />
in companies.<br />
•<br />
Better communication from business on all opportunities with the company.<br />
A: Why don’t you hire more Aboriginal workers<br />
•<br />
•<br />
•<br />
•<br />
Workplace support programs are lacking.<br />
Hiring process needs to be adapted for Aboriginal employees.<br />
People in general don’t know our industry, particularly Aboriginal people.<br />
Unionized workplace adds barriers of certification and hiring process.<br />
• External hires will be part-time – only post full-time positions internally –<br />
we must follow process and union rules.<br />
• Disconnect – identify Aboriginal employee’s skills and abilities and see how<br />
they fit with our needs.<br />
• Aboriginals don’t apply for the positions.<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 15
•<br />
•<br />
•<br />
Education barriers – high school graduate minimum – No GED.<br />
We need a plan to sensitize our workplace.<br />
Hire as many as I can but don’t get many applications.<br />
• We are a rural company with no central building for postings – we struggle<br />
with getting “the word” out about positions.<br />
•<br />
Aboriginal applicants aren’t self-identifying – how do we identify<br />
A: What are the challenges to retaining Aboriginal employees<br />
•<br />
•<br />
•<br />
•<br />
We all face similar challenges.<br />
Internal seniority is criteria for getting full-time positions.<br />
Unionized environment may exclude non-union labour.<br />
Our positions are casual making it hard to find stability.<br />
• Part-time staff must work a minimum amount of time in order to be<br />
kept on the list.<br />
• Get education to start this process – don’t understand the system of<br />
organizations and what they do.<br />
• Will need workers in the future and need to develop a work plan on how to<br />
get there – engineers and skilled trades are moving on to other jobs, retiring.<br />
• Side by side apprenticeship program that our union is supporting – example<br />
of SK Highways was stressed at this point.<br />
• Partnership – Gabriel Dumont Technical Institute to employment readiness<br />
programs – read to apply for work.<br />
•<br />
Preparing employees – we need to know what employers want.<br />
• Sensitivity training for employers and their employees can reverse<br />
stereotypes – how it is delivered and supported by management helps<br />
staff make changes.<br />
• Forming workforce partnerships that start to break down some of<br />
the misconceptions.<br />
•<br />
Where would smaller employers go to for consultants<br />
• Wayne McKenzie, First Nations and Métis Relations, has a list of consultants<br />
that are ready to do workshops on awareness and workplace readiness.<br />
•<br />
Gabriel Dumont Institute has developed ‘misconception training.’<br />
• Chamber of Commerce in Saskatoon and Regina need presentations for<br />
managers to trickledown to employees.<br />
• No applications come and response from employment agency is<br />
“I never get it anyway.”<br />
•<br />
Aboriginal audience doesn’t always have computers or read the newspaper.<br />
• A good tool for sensitizing the workplace is Indian and Northern Affairs<br />
Canada’s Federal Body Program.<br />
• Aboriginal Workplace Participation Initiative – Best practices are on their<br />
website and they provide support to employers at no cost. Arlene Goulet<br />
has a list of emails for job postings.<br />
•<br />
•<br />
Go right to the communities, eg. Dakota Dunes.<br />
Construction Careers is a website with a focus on construction industry.<br />
• Limited careers available from what the students see – they don’t know<br />
what is available.<br />
•<br />
Racism barriers – these must go out the door as worker shortage continues.<br />
• To overcome barriers to Aboriginal participation in trades and apprenticeships<br />
go to Aboriginal communities. Explain the job and give them knowledge of<br />
requirements, testing and on the job training so they know how to jump right in.<br />
• Bring information to where people live – break it down so the details<br />
are understood.<br />
• Where do companies invest their recruitment dollars We have a huge<br />
market of Aboriginal people in our own backyard.<br />
• Rise to the challenge by establishing partnerships and maintaining networks,<br />
sharing resources and working together, not in isolation.<br />
• People want to stay in their home communities. How do we overcome that<br />
We need to understand the geography and demographics in those regions.<br />
• Immigrants — What are they doing to become employed vs. how do we set up<br />
Aboriginal people for success or failure<br />
• Housing prices in urban centers are so high, how to increase the amount of<br />
money towards helping our people with these socio-economic challenges<br />
• Employers are probably ready but unions many not be ready for<br />
changes needed.<br />
• Unions can be a barrier and we need to hear from them on issues of<br />
seniority, fear of job loss and employment equity plans.<br />
• Construction Sector Council has stats about where jobs will be and unions<br />
are changing as shortage continues and demographics change.<br />
• Wayne McKenzie – Aboriginal employment development program with First<br />
Nations and Métis Relations is 13 years old. Unions are signing on, eg. CUPE<br />
helped develop diversity training.<br />
• Non–Aboriginal people need to educate themselves on Aboriginal people<br />
and the diversity within these people which affects the attitudes and<br />
behaviour of that person.<br />
• Courageous conversations — We need to have a relationship to have<br />
a partnership and discuss common goals together.<br />
• AHRDA funding is limited — how do we respond to labour needs<br />
What training is needed and how can we cost share training funds<br />
• Employers must contribute and commit. We need strategy and<br />
systems approach.<br />
16<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
PART 8: Strategies & Commitments<br />
As participants came to know each other and understand their respective<br />
positions, the focus of the discussion turned to concrete steps to grow the<br />
Aboriginal participation in the <strong>Saskatchewan</strong> labour force. The participants<br />
returned to their groups and were asked the following questions:<br />
1. What strategies come to mind for us to increase positive connections<br />
in <strong>Saskatchewan</strong><br />
2. What can we commit to today in order to create those connections<br />
The following list of 88 ‘go-forward’ commitments were made at the session:<br />
1.<br />
2.<br />
3.<br />
4.<br />
5.<br />
6.<br />
7.<br />
8.<br />
9.<br />
10.<br />
11.<br />
12.<br />
13.<br />
14.<br />
15.<br />
16.<br />
17.<br />
18.<br />
19.<br />
20.<br />
21.<br />
22.<br />
Commitment (What/When)<br />
John Klyne to forward Arlene Goulet / AWPI email to Eric.<br />
Will stay in contact with those he/she networked with here.<br />
Counsel clients to do “out of the box” activities when applying for jobs.<br />
In person and phone follow up, transfer life experience to resume<br />
“essential skills.”<br />
Form partnerships with employers.<br />
Inform new contacts about career path program and getting<br />
employees involved.<br />
Adjust to needs by providing transportation and partnering with<br />
other employers.<br />
Getting more proactive with promoting job opportunities to Aboriginal<br />
employment agencies.<br />
Getting together more to interact and know what is going on.<br />
Communicate success strategies.<br />
Get more youth involved.<br />
Create forums for better interaction.<br />
Get information and success stories to schools.<br />
Mentors will talk to youth centers.<br />
Inform about all potential jobs available, not only current job openings.<br />
Utilize Aboriginal media for recruitment.<br />
More effort into communication across cultures.<br />
Attend career days – May 9, 2008 Prince Albert with 3500 – 4000<br />
high school students.<br />
Being more proactive, reaching out to contacts.<br />
Compile an email database of contact information for this conference.<br />
Create awareness of labour market activity in the communities and<br />
market jobs in the communities.<br />
23.<br />
24.<br />
25.<br />
SID – inform conference of job opportunities.<br />
Get people more active in the workforce, i.e. career development<br />
workshops.<br />
Focus strategies to increase positive connections in <strong>Saskatchewan</strong>,<br />
26. Correct and take advantage of contacts made as a result of the forum –<br />
connecting AHRDAs and Wayne MacKenzie – made commitment to meet<br />
AHRDAs in 2 weeks.<br />
27.<br />
28.<br />
29.<br />
30.<br />
31.<br />
32.<br />
33.<br />
34.<br />
35.<br />
36.<br />
37.<br />
38.<br />
Share succession plans.<br />
Make and keep connections.<br />
Contact Potash Corp(GDI).<br />
1st week April 2008.<br />
Looking for employers for 6 people for heavy equipment operators –<br />
Grad Dec. 07 (DTI accredited by SIAST) — Sask-Energy Induction Training<br />
Looking for employers for 2 people for heavy equipment operators<br />
in Nipawain.<br />
Attend Career Awareness Day – April 29, 2008.<br />
Looking for employers and academic institutions.<br />
Phone Sylvia from GDI.<br />
Contact Sasha at SIAST.<br />
Kelsey Trail to contact First Nations/ GDI by end of April to promote<br />
LPN/Special Care Aide as a career.<br />
Aboriginal Awareness trying for 500 employees by the end of April.<br />
39. Karen Indzeoski Service — End of April. Aboriginal Workplace Partnerships<br />
Initiatives through INAC has list of contacts and email addresses to<br />
conference attendees.<br />
40.<br />
41.<br />
42.<br />
43.<br />
44.<br />
45.<br />
46.<br />
47.<br />
48.<br />
49.<br />
50.<br />
51.<br />
Development of Aboriginal Employment 12 month program (Mosaic).<br />
Contact Kelsey Trail regarding employment next week.<br />
Needs assessment meeting for the Nidiwan area and partnership.<br />
Going to attend Saskatoon tribal council on April 9, 2008.<br />
Attend SIAST job fair.<br />
Diversity training, which includes all cultures – not just Aboriginals.<br />
Prepared to promote diversity training.<br />
Phone potential networking contacts after the conference –<br />
make a follow up connection.<br />
Promote life skills training.<br />
Workplace orientation put on by employers and union.<br />
Promote misconception training.<br />
Employers to commit to becoming “employers of choice.”<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 17
52.<br />
Commitment to having an annual forum – commitment from members<br />
to attend these forums.<br />
53. Commitment to following up after <strong>Workforce</strong> <strong>Connex</strong>.<br />
54.<br />
55.<br />
56.<br />
57.<br />
58.<br />
59.<br />
Increase communication.<br />
Build relationships by gathering face to face.<br />
Promote job postings with AHRDAs by email and fax.<br />
Make list of AHRDA holders more accessible.<br />
Each person in group nine will share new resources with at least four<br />
people they have met here.<br />
Contact employers re: students available for summer work.<br />
60. Would like to see <strong>Workforce</strong> <strong>Connex</strong> forum on annual basis – will<br />
attend future events.<br />
61.<br />
Attendance at next conference and will share contact information like<br />
email address and phone numbers.<br />
62. <strong>Workforce</strong> <strong>Connex</strong> – follow up – Mastering Aboriginal Inclusion.<br />
63.<br />
64.<br />
Make time to make connections.<br />
Strengthen awareness and bridging between Aboriginal and<br />
immigrant communities.<br />
65. When meeting with employers, find out if work environment is friendly<br />
and accessible to Aboriginal people as employees, then form steps<br />
to follow through.<br />
66.<br />
67.<br />
68.<br />
69.<br />
70.<br />
71.<br />
72.<br />
73.<br />
74.<br />
75.<br />
76.<br />
77.<br />
78.<br />
79.<br />
Make myself more accessible to employers wanting information<br />
about the AHRDAs.<br />
Make contact with employers for people with disabilities.<br />
Promote misconception training.<br />
Follow-up with contacts made today – phone, email.<br />
Promote life skills training.<br />
Promote workplace orientation by employer or union.<br />
Employer will commit to become “employers of choice.”<br />
Commit to follow up dialogue between employer, AHRDAs and<br />
<strong>Workforce</strong> <strong>Connex</strong> Committee.<br />
Building face to face relationships.<br />
Create an awareness and build a bridge between aboriginal and<br />
immigrant communities.<br />
When meeting with employers, find out if work environment is friendly<br />
and accessible to Aboriginal people as employees.<br />
Make initial contacts with employers for people with disabilities.<br />
Speak against racism.<br />
Contact employers regarding suitable students available for work.<br />
80. Will attend <strong>Workforce</strong> <strong>Connex</strong> on an annual basis if offered.<br />
81.<br />
82.<br />
83.<br />
84.<br />
85.<br />
86.<br />
87.<br />
88.<br />
Will use contact names, numbers and email addresses if provided<br />
with participant list.<br />
Will go to Cameco and Areva to put in recreation equipment.<br />
Follow up with Aboriginal Human Resource Council about 5 training<br />
modules (Mastering Aboriginal Inclusion).<br />
What is needed to move forward in 12 – 18 months.<br />
Connect with AHRDAs on a long term basis, starting within the<br />
next two weeks.<br />
Collaborate with other funding agencies and Aboriginal organizations to<br />
come up with employment strategy and to help make employers ready.<br />
Apply for funds to host a diversity training workshop for employers.<br />
Host a brown bag luncheon for employers to share what they offer and<br />
potentially how they can work together.<br />
Sustaining Connections<br />
Don Parenteau, National Director, Trades and Apprenticeship Program with AHRC<br />
thanked all the participants for their hard work through the day and promised<br />
the council will look forward to monitoring how and when the commitments<br />
come into play. In closing comments Don mentioned that the success of any<br />
connections depends to a large degree on building a rapport and fulfilling<br />
commitments. He gave a special thanks to the advisory committee for all their<br />
time, energy, and dedication in planning this very successful forum. He made<br />
special comments about the great participation of industry from sectors and how<br />
great it was to have a large number of employers in the room.<br />
18<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
THE NATIONAL TRADES PROJECT<br />
The Aboriginal Human Resource Council is responding to Canada’s growing need<br />
for skilled trade and apprenticeship workers through a new national trades<br />
and apprenticeship project. This three-year initiative, designed to develop<br />
new partnerships and employment strategies, will give employers and trainers<br />
enhanced access to Canada’s largely untapped and existing human capital of<br />
Aboriginal people who are eager to fill the employment gap.<br />
This innovative initiative will create, strengthen and leverage partnerships with<br />
private-public sectors, Aboriginal employment organizations, learning institutions<br />
and government stake holders in an effort to collaborate on methods to recruit<br />
and retain Aboriginal participation in trades and apprenticeship.<br />
Members of the council’s trades and apprenticeship team have been actively<br />
supporting the Aboriginal Human Resource Development Agreement holder<br />
(AHRDA) community with current projects and future initiatives that will<br />
successfully advance Aboriginal interests in trades and apprenticeship.<br />
The forum series, <strong>Workforce</strong> <strong>Connex</strong>, is the first of many trades and<br />
apprenticeship initiatives to link national and regional employers with<br />
opportunities to connect to provincial Aboriginal employment training,<br />
recruitment agencies and associations. The work done in <strong>Saskatchewan</strong> will<br />
be integrated into a single report that will be used to shape initiatives in the<br />
overarching national trades and apprenticeship project.<br />
Ultimately, the project is designed to link people and ideas. The project<br />
will provide regional and national links to groups involved in trades and<br />
apprenticeship across Canada. Initiatives will increase skills, learning and<br />
employment opportunities and open doors for stakeholders to work together<br />
on local and regional projects and initiatives.<br />
The trades and apprenticeship project is administered by AHRC and funded<br />
through a $2.9 million contribution from the Sector Council Program, Human<br />
Resources and Social Development Canada (HRSDC).<br />
AHRC is a not-for-profit public-private organization with the mandate to increase<br />
Aboriginal participation in Canadian labour markets.<br />
For further information on the national trades and apprenticeship project contact<br />
a team member:<br />
• Don Parenteau, National Director, Trades and Apprenticeship Program,<br />
dparenteau@aboriginalhr.ca<br />
• Peggy Berndt, Director, Communications & Marketing,<br />
pberndt@aborginalhr.ca<br />
• Victoria LaBillois, Eastern Trades Manager, vlabillois@aboriginalhr.ca<br />
• Colleen Ostlund, Administrative Coordinator, costlund@aboriginalhr.ca<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 19
<strong>Workforce</strong> connex<br />
<strong>Saskatchewan</strong> Forum:<br />
Promote the education, training<br />
and hiring of Aboriginal people<br />
Appendix 1<br />
Program<br />
DAY ONE<br />
Wednesday, March 26, 2008<br />
11:30 AM – 12:30 PM Registration<br />
12:30 PM Opening Prayer<br />
Alma Kytwayhat, First Nations Elder<br />
12:40 PM Aboriginal Showcase<br />
1:00 PM – 1:25 PM Welcoming Remarks<br />
•<br />
•<br />
•<br />
•<br />
•<br />
Kelly Lendsay, President and CEO,<br />
Aboriginal Human Resource Council<br />
Honourable June Draude<br />
Minister of First Nations & Métis Relations<br />
Honourable Rob Norris<br />
Minister of Advanced Education, Employment and Labour<br />
Robert Doucette<br />
Métis Nation – <strong>Saskatchewan</strong><br />
1:25 PM – 1:30 PM Orientation of Toolkits<br />
•<br />
Vice Chief Guy Lonechild<br />
Federation of <strong>Saskatchewan</strong> Indian Nations<br />
Susan Jarvis<br />
AHRC<br />
1:30 pm – 1:50 PM Market Overview – Skill Shortages<br />
•<br />
Kevin Kowalchuk<br />
Director of Strategic and Corporate Services,<br />
<strong>Saskatchewan</strong> Region, Service Canada<br />
20<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
<strong>Workforce</strong> connex<br />
<strong>Saskatchewan</strong> Forum:<br />
Promote the education, training<br />
and hiring of Aboriginal people<br />
Day ONE continued<br />
Wednesday, March 26, 2008<br />
1:50 pm – 2:30 PM Walk in My Shoes/Moccasins: A Personal Connection<br />
2:30 pm – 3:00 PM Nutrition and Networking Break<br />
3:00 pm – 3:40 PM Promising Practices Panel: Supply Side<br />
•<br />
Keith Conn<br />
Director General<br />
Aboriginal Affairs Directorate<br />
HRSDC<br />
Panel:<br />
3:40 pm – 4:40 PM Supply Side Issues Roundtable<br />
4:40 pm – 4:45 PM Closing Remarks<br />
4:45 pm – 7:30 PM Networking Reception<br />
•<br />
•<br />
•<br />
•<br />
•<br />
Tavia Inkster<br />
Gabriel Dumont Institute Training & Employment<br />
(Métis AHRDA)<br />
Roger Schindelka<br />
<strong>Saskatchewan</strong> Indian Training Assessment Group Inc.<br />
(First Nations AHRDA)<br />
Kevin Kowalchuk, Chair<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong><br />
Advisory Committee<br />
Guest Speaker: Pat Lorje, Saskatoon City Council<br />
Entertainment: Mykal Gambull Band<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 21
<strong>Workforce</strong> connex<br />
<strong>Saskatchewan</strong> Forum:<br />
Promote the education, training<br />
and hiring of Aboriginal people<br />
Day TWO<br />
Thursday, March 27, 2008<br />
8:00 am – 9:00 am Registration and Continental Breakfast<br />
9:00 am – 9:10 am Opening Remarks<br />
•<br />
Honourable Oscar Lathlin<br />
Minister of Aboriginal & Northern Affairs<br />
AHRC Champion<br />
9:10 am – 10:00 am Promising Practices Panel: Demand Side<br />
•<br />
•<br />
•<br />
•<br />
Wayne McKenzie<br />
First Nations and Métis Relations<br />
Linda Cowan<br />
Multi-Party Training Plan<br />
Gary Daniels<br />
Dakota Dunes Casino<br />
Dave Fischl<br />
Ministry of Highways and Infrastructure<br />
10:00 am – 10:15 Pm Nutrition and Networking Break<br />
10:15 am – 12:00 Pm Demand Side Issues Roundtable<br />
12:00 Pm – 1:00 pm Lunch<br />
1:00 pm – 1:30 pm Real Life Stories - Circle of Champions<br />
•<br />
•<br />
•<br />
•<br />
Terrance Deranger, Cameco<br />
Janelle Roy, Western Broadcasting Academy<br />
Christina Wiebe, Dumont Technical Institute<br />
Crystal Dreaver, Dunmac General Contractors<br />
22<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
<strong>Workforce</strong> connex<br />
<strong>Saskatchewan</strong> Forum:<br />
Promote the education, training<br />
and hiring of Aboriginal people<br />
Day TWO CONTINUED<br />
Thursday, March 27, 2008<br />
1:30 pm – 2:30 pm Conversation about Connections<br />
•<br />
Strategies and Commitments<br />
2:30 pm – 3:00 pm Long-term Sustainable Initiatives<br />
3:00 pm – 3:20 pm Sustaining Connections<br />
3:20 pm – 3:30 pm Closing Remarks<br />
3:30 pm Closing Prayer<br />
•<br />
•<br />
•<br />
Don Parenteau, National Director<br />
Trades and Apprenticeship Development<br />
Aboriginal Human Resource Council<br />
Kevin Kowalchuk, Chair<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Advisory Committee<br />
Peter Bishop, Métis Elder<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 23
Appendix 2 attendance<br />
Participant JOb Organization Email Phone City<br />
Acoose, Lyle Co-op Student Cameco lyle_acoose@cameco.com 306.956.6640 Saskatoon<br />
Acton, Darcy Regional Training Saskatoon & Region jtc@saskatoonhome 306.955.5188 Saskatoon<br />
coordinator Home Builders’ Association builders.com<br />
Adams, Lori Recruitment and Affinity Credit Union lori.adams@affinitycu.ca 306.934.4069 Saskatoon<br />
compensation Manager<br />
Albert, Justin SIIT/SITAG albertj@siit.sk.ca Saskatoon<br />
Albert, Marveena Labour & Training Sask. Indian Training sgposted@yahoo.com 306.937.2990 Gallivan<br />
coordinator<br />
Assissment Group<br />
Arcand, Drew Field Support Officer SITAG arcanda@siit.sk.ca 306.244.4460 Saskatoon<br />
Arcand, Lorri LFD Program STC Urban First Nations larcand@sktc.sk.ca 306.956.1787 Saskatoon<br />
coordinator<br />
Services Inc.<br />
Arcand, Monique AHRDA Manager/ Aboriginal Affairs moniquea@sasktel.net 306.975.0012 Saskatoon<br />
employment Couns Coalition of <strong>Saskatchewan</strong><br />
Arno, Tracy Branch Manager Adecco Employment tracy.arno@adecco.ca 306.975.7170 Saskatoon<br />
Services<br />
Atimoyoo, Gary Contractor Harvest Meats gary.atimoyoo@sasktel.net 306.260.4884 Saskatoon<br />
Aubichon, Melvina Labour Market Saskatoon Tribal Council maubichon@sktc.sk.ca 306.956.6100 Saskatoon<br />
information<br />
Bailey, Chris Executive Director <strong>Saskatchewan</strong> Association lpnadmin@salpn.com 306.525.1436 Regina<br />
of Licensed Practical Nurses<br />
Barney, Chris Program Manager- The Alliance cbarney@councils.org 613.565.3637 Ottawa<br />
Special Events of Sector Councils<br />
Barrow, Dianne Career Pathing <strong>Saskatchewan</strong> Association dianneb@saho.org 306.347.1702 Regina<br />
Project Manager of Health Organizations<br />
Bast, Connie Jo Driver Recruitment/ Siemens Transportation conniejo.bast@ 306.975.9246 Saskatoon<br />
training Mg Group Inc siemenstransport.com<br />
Bear, Celine HRD/ SITAG Manager Big River First Nation celineb@brfn.ca debden<br />
Bear, Dolly Ann Post Secondary Big Island Lake 306.839.2343 Pierceland<br />
coordinator<br />
Beattie, Kelly Aboriginal Services Sun country Health Region kbeattie@schr.sk.ca 306.736.2218 Kipling<br />
coordinator<br />
24<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
Participant JOb Organization Email Phone City<br />
Bechtel, Karen F facilitator - Service Canada karen.bechtel@ 306.975.5957 Saskatoon<br />
servicecanada.gc.ca<br />
Belanger, Rodney Employment & Yorkton Tribal Council - rbelanger@yorkton 1.306.783.2225 Yorkton<br />
training Counselor Labour Force Development tribalcouncil.com<br />
Bellegarde, Janelle Employment Counsellor GDI Training & Employment brandy.laronde@ 306.683.3634 Saskatoon<br />
gdite.gdins.org<br />
Bellegarde, Jason Manager, Aboriginal <strong>Saskatchewan</strong> Government jbellegarde@sgi.sk.ca 306.775.6883 Regina<br />
Strategy<br />
insurance<br />
Benaschak, Bart Labour Market Analyst Service Canada - Notetaker bart.benaschak@ 306.975.4428 Saskatoon<br />
servicecanada.gc.ca<br />
Berard, Brad Job Coach SIIT CCS berardb@siit.sk.ca 306.373.4694 Saskatoon<br />
Bernard, Carolyn LLFD Coordinator Meadow Lake Tribal Council carol.bernard@mltc.net 306.236.5654 Meadow<br />
lake<br />
Berndt, Peggy Director Comm. Aboriginal Human pberndt@aboriginalhr.ca 780.968.6728 Saskatoon<br />
& Marketing<br />
Resource Council<br />
Besenski, Derek Program Coordinator GDI Training & Employment 306.683.3634 Saskaoon<br />
Bird, Terry HR Manager- SaskTel terry.bird@sasktel.sk.ca 306.777.2966 Regina<br />
Aboriginal Affairs<br />
HR Manager - Staffing<br />
Bitternose, Kelly Regional Manager Peace Hills Trust Company kelly.bitternose@ 306.955.8600 Saskatoon<br />
peacehills.com<br />
Bitternose, Pauline Field Support/ SIIT/SITAG bitternosep@siit.sk.ca 306.477.9208 Saskatoon<br />
Accounting Offic<br />
Brander, Darlene Human Resource City of Saskatoon darlene.brander@ 306.975.3295 Saskatoon<br />
consultant<br />
saskatoon.ca<br />
Brass, Agnes Recruitment Consultant SaskPower abrass@saskpower.com 306.566.2191 Regina<br />
Broda, Mary Anne Senior Development Service Canada maryanne.broda@ 306.975.6476 Saskatoon<br />
officer<br />
servicecanada.gc.ca<br />
Bulych, Tracy Director,Citizen Services Service Canada tracy.bulych@ 306.564.5500 Regina<br />
servicecanada.gc.ca<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 25
Participant JOb Organization Email Phone City<br />
Calder, Ryan Executive Director Eastern Region II Metis rcalder@sasktel.net 306.323.4244 Archerwill<br />
nation - <strong>Saskatchewan</strong><br />
Cameco, Darwin Roy<br />
Multi-Party Training Plan<br />
Campbell, Angie Secretary of the Board Sask. Aboriginal Women’s snoww44@hotmail.com 306.288.2290 Beauval<br />
circle Corp<br />
Chadwick, David Special Advisor MB Government, Aboriginal David.Chadwick@ 204.945.1165 Winnipeg<br />
to Minister and Northern Affairs leg.gov.mb.ca<br />
Chief, Angela AE Entertainment angie.chief@hotmail.com 306.978.1995 Saskatoon<br />
Clatney, Richard HR Manager Home Depot angie_goldsmith@ 306.651.6250 Saskatoon<br />
homedepot.com<br />
Conn, Keith Director General HRSDC-Aboriginal Affairs keith.conn@ 819.997.8551 Gatineau<br />
hrdsc-rhdcc.gc.ca<br />
Cook, Wendy N notetaker wendy.cook@ 306.975.4546 Saskatoon<br />
servicecanada.gc.ca<br />
Corrigal, Sharon LLFD Coordinator Assist Meadow Lake Tribal Council sharon.corrigal@mltc.net 306.236.5654 Meadow<br />
lake<br />
Cowen, Linda<br />
Multi-Party Training Plan<br />
Cummins, Tammy Employment Counsellor GDI Training & Employment tammy.cummins@ 306.683.3634 Saskatoon<br />
gdite.gdins.org<br />
Daigneault, Abe Program Coordinator Northlands College Daigneault.Abe@ 306.235.1765 Buffalo<br />
northlandscollege.sk.ca N narrows<br />
Daigneault, Joe Regional Director Northlands College daigneault.joe@ 306.235.1765 Buffalo<br />
northlandscollege.sk.ca N narrows<br />
D’Amour, Brett Field Consultant <strong>Saskatchewan</strong> Apprenticeship bdamour@sasked.gov.sk.ca 306.787.2439 Regina<br />
& Trade Certification Commission<br />
Danchuk, Sandy Program Coordinator GDI Training & Employment sandy.danchuk@ 306.683.3634 Saskatoon<br />
gdite.gdins.org<br />
Darowski, Peter Director - Human Canada Safeway Limited peter.darowski@ 204.487.5783 Winnipeg<br />
resources<br />
safeway.com<br />
Davis, Sharon Strategic Plng SaskTel sharon.davis@sasktel.sk.ca 306.777.3306 Regina<br />
& Staffing Mgr<br />
26<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
Participant JOb Organization Email Phone City<br />
Day, Egan Manager, Employment, Correctional Service of DayEP@csc-scc.gc.ca 306.975.4119 Saskatoon<br />
corcAn<br />
canada CORCAN<br />
Demontigny, Employment Counsellor GDI Training & Employment michelle.demontigny@ 306.683.3634 Saskatoon<br />
Michelle<br />
gdite.gdins.org<br />
Denig, Edwin C christian Labour Association edening@clac.ca 780.454.6181 Edmonton<br />
of Canada<br />
Deranger, Don Vice Chief PAGC-Dene dderanger@pagc.sk.ca 306.953.7200 Prince Albert<br />
Deranger, Terrance C<br />
cameco<br />
Doerksen, Ivan Operations Manager Athabasca Labour Service idoerksen@alsjobs.com 306.382.2213 Wollaston<br />
lake<br />
Doerksen, Larry Project Manager / H.R. Dominion Construction ldoerksen@dominionco.com 306.664.6155 Saskatoon<br />
Donaldson, Deb E eastern Region II Metis rcalder@sasktel.net 306.323.4244 Archerwill<br />
nation - <strong>Saskatchewan</strong><br />
Dorval, Gilles Employment Equity City of Saskatoon gilles.dorval@saskatoon.ca 306.975.2661 Saskatoon<br />
consultant<br />
Doucette, Robert President Metis Nation - <strong>Saskatchewan</strong> rdoucette@mnsask.ca 306.343.8285 Saskatoons<br />
Draude,<br />
Honourable June<br />
Minister of First Nations<br />
& Métis Relations<br />
Dreaver, Crystal D dumac General Contractors<br />
Dubreuil, Alison Representative Sunrise Health Region alison.dubreuil@shr.sk.ca 306.786.0793 Yorkton<br />
<strong>Workforce</strong> Coord<br />
Dunbar, Nat Job Coach/ SIIT/Construction dunbarn@siit.ca 306.359.2501 Regina<br />
employment Co. Careers Regina<br />
Duret, Elizabeth Representative SIAST durete@siast.sk.ca 306.659.3774 Saskatoon<br />
<strong>Workforce</strong> Con.<br />
Emann, Darcy Regional Director Correctional Service Canada EmannDA@csc-scc.gc.ca 306.975.5026 Saskatoon<br />
corcAN<br />
Fiddler, Brenda Abilities Counselor First Nations brendaf@firstnations 306.924.1606 Regina<br />
employment Centre employmentcentre.com<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 27
Participant JOb Organization Email Phone City<br />
Fischl, David Fleet Manager/ Ministry of Highways dfischl@ 306.953.2478 Prince Albert<br />
diversity Coord and Infrastructure highways.gov.sk.ca<br />
Fitzpatrick, Albert Learning Consultant Service Canada -<br />
coverage West<br />
Fornwald, Aaron Director, Emp PotashCorp aaron.fornwald@ 306.933.8722 Saskatoon<br />
& Ind Relations<br />
potashcorp.com<br />
Forsyth, Sasha Career Counsellor Basic Education forsythsa@siast.sk.ca 306.933.6657 Saskatoon<br />
at Kelsey Campus<br />
Gagne, Janice Employment Counsellor GDI Training & Employment janice.gagne@ 306.683.3634 Saskatoon<br />
gdite.gdins.org<br />
Garg, Smita Immig. Comm. City of Saskatoon smita.garg@saskatoon.ca 306.975.8459 Saskstoon<br />
res. Coord.<br />
Garrow, Matthew Senior Policy Advisor HRSDC matthew.garrow@ 819.997.2690 Gatineau<br />
hrsdc-rhdsc.gc.ca<br />
Gee, Jim Business Services Goldenband Resources Inc. jim.gee@golden Saskatoon<br />
Manager<br />
bandresources.com<br />
Geogre, Clarence Business Representaive Millwrights Union millwrights1021@ 306.382.4355 Saskatoon<br />
sasktel.net<br />
Gosselin, Mike Employment Counsellor GDI Training & Employment mike.gosselin@ 306.683.3634 Saskatoon<br />
gdite.gdins.org<br />
Goulet, Monica Cultural Diversity City of Saskatoon monica.goulet@saskatoon.ca 306.975.7826 Saskatoon<br />
& Race Rela<br />
Guinan, Sharla Human Resources PotashCorp sharla.guinan@ 306.933.8595 Saskatoon<br />
Specialist<br />
potashcorp.com<br />
Hagarty, Shirley Human Resource Standard Machine shagarty@hamiltongear.com 306.931.3343 Saskatoon<br />
Manager<br />
Hall, Craig COO Aboriginal Human chall@aboriginalhr.ca 306.956.5367 Saskatoon<br />
resource Council<br />
Halliday, Employment GDI Training & Employment jacquelene.halliday@ 306.683.3634 Saskatoon<br />
Jacquelene Counsellor gdite.gdins.org<br />
Hamilton, Aboriginal Affairs Coalition kimbeaudin@sasktel.net 306.975.0012 Saskatoon<br />
Colleen<br />
of <strong>Saskatchewan</strong><br />
28<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
Participant JOb Organization Email Phone City<br />
Hamilton, Kieran HR Manager Northlands College hamilton.kieran@ 306.425.4324 Air Ronge<br />
northlandscollege.sk.ca<br />
Hanson, Peggy Employment Counsellor GDI Training & Employment peggy.hanson@ 306.683.3634 Saskatoon<br />
gdite.gdins.org<br />
Haynes, Robert V.P. Human Resources Sask Energy bhameluck@saskenergy.com 306.777.9079 Saskatoon<br />
Hetherington, Director OD SLGA nhetherington@ 306.787.1013 Regina<br />
Noreen<br />
slga.gov.sk.ca<br />
Highway, Robin Field Support Officer SIIT/SITAG highwayr@siit.sk.ca 306.477.9316 Saskatoon<br />
Hindley, Joe Institutions Analyst, <strong>Saskatchewan</strong> Advanced joe.hindley@gov.sk.ca 306-787-9874 Regina<br />
training Institutions Education, Employment<br />
Branch<br />
and Labour<br />
Hughes, Judy President <strong>Saskatchewan</strong> Aboriginal sawcc@hotmail.com 306.782.6353 Yorkton<br />
Women’s Circle Corporation<br />
Indzeoski, Karen A/Manager, S & CS Service Canada karen.indzeoski@ 1.306.446.1822 North<br />
servicecanada.gc.ca<br />
Battleford<br />
Inkster, Tavia Director gdi Training & Employment tavia.inkster@gdite.gdins.org 306.683.3634 Saskatoon<br />
Janvier, Roger Employment Counsellor GDI Training & Employment roger.janvier@gdite.gdins.org 306.683.3634 Saskatoon<br />
Jarvis, Susan Lead Facilitator Aboriginal Human sjarvis@accesscomm.ca 306.586.5071 Saskatoon<br />
resource Council<br />
Johnston, Dan A/Executive Director Ministry of First Nations djohnston@fnmr.gov.sk.ca 306.787.0998 Regina<br />
and Metis Relations<br />
Johnstone, Marie SITAG Assistant Big River First Nation curtisb_1981@msn.com D debden<br />
Bear, Curtis Post Secondary Manager<br />
Karakonti, Sid C christian Labour skarakonti@clac.ca 780.454.6181 Edmonton<br />
Association of Canada<br />
Kardoes, Carmen Regional Manager - Service Canada carmen.kardoes@ 204.983.5255 Winnipeg<br />
Aboriginal Affairs<br />
servicecanada.gc.ca<br />
Kembel, Brian Chief Executive Officer Metis Nation - bkembel@mnsask.ca 306.343.8285 Saskatoon<br />
<strong>Saskatchewan</strong><br />
Kennedy, Lynne Ready to Work <strong>Saskatchewan</strong> Tourism lynne.kennedy@ 306.933.7187 Saskatoon<br />
coordinator education Council sasktourism.com<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 29
Participant JOb Organization Email Phone City<br />
Kezima, Linda Director of Operations <strong>Saskatchewan</strong> linda.kezima@ 1.306.525.1666 Regina<br />
union of Nurses<br />
sun-nurses.sk.ca<br />
Kilcup, Martha Educatation Counsellor SIAST kilcup@siast.sk.ca 306.933.8344 Saskatoon<br />
Kinequon, Lindsay Labour Force Touchwood Agency aroper@tatc.sk.ca 306.835.2937 Punnichy<br />
Board Member Tribal Council<br />
Kiseyinewakup, Band Member/Student Big Island Lake 306.839.4654 Pierceland<br />
Deanna<br />
Kitzul, Louise Area Director Eastern Region II Metis er2@sasktel.net 306.323.4244 Archerwill<br />
nation - <strong>Saskatchewan</strong><br />
Klyne, John Employment Counsellor GDI Training & Employment john.klyne@gdite.gdins.org 306.683.3634 Saskatoon<br />
Kowalchuk, Kevin A/Director, Strategic Service Canada kevin.kowalchuk@ 306.564.5437 Regina<br />
Services<br />
servicecanada.gc.ca<br />
Krueckl, Tammy Program Coordinator Facilitator scyap_inc@yahoo.ca 306.652.7760 Saskatoon<br />
Lachevrotiere, Eric Recruiter Agrium elachevr@agrium.com 306.683.1275 Vanscoy<br />
Lafond, Gage Treasurer Metis Nation - glafond@mnsask.ca 306.343.8285 Saskatoon<br />
<strong>Saskatchewan</strong><br />
Lafontaine, Career Pathing Regina Quappelle chris.lafontaine@ 306.766.5443 Regina<br />
Christopher Consultant Health Region rqhealth.ca<br />
Lafreniere, Don Student Sask. Indian Institute Martinl@siit.sk.ca 306.477.9229 Saskatoon<br />
of Technologies<br />
Lanceley, Kenneth Coordinator, Trades <strong>Saskatchewan</strong> Indian lanceleyk@siit.sk.ca 306.477.9246 Saskatoon<br />
initiative<br />
institute of Technologies<br />
LaPlante, Myrna Program Coordinator SIIT laplantem@siit.sk.ca 306.477.9217 Saskatoon<br />
Lathlin, AHRC Champion Minister of Aborginal<br />
Honourable Oscar<br />
& Northern Affairs<br />
Lavallee, Charlene Employment Counsellor GDI Training & Employment charlene.lavallee@ 306.683.3634 Saskatoon<br />
gdite.gdins.org<br />
Laviolette, Faye Local Labour Force Sturgeon Lake First Nation flaviolette@sasktel.net 306.764.0824 Shellbrook<br />
dev. Worker<br />
30<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
Participant JOb Organization Email Phone City<br />
Leask, Bonnie Administrative Assistant bonnie_leask@cameco.com 306.956.8002 Saskatoon<br />
cameco<br />
Lechman, Darrell Facilitator SCYAP Inc. scyap_inc@yahoo.ca 306.652.7760 Saskatoon<br />
Ledoux, Paul Senior Operations Dakota Dunes Casino<br />
Manager<br />
Lendsay, Kelly President & CEO Aboriginal Human klendsay@aboriginalhr.ca 306.956.5360 Saskatoon<br />
resource Council<br />
Lerat, Jamie HR Consultant - Sask. Government Insurance jlerat@sgi.sk.ca 306.775.6889 Regina<br />
Ab. Strategy<br />
Lipinski, Ernie Director Advanced Education, ernie.lipinski@gov.sk.ca 306.787.8131 Regina<br />
employment and Labour<br />
Lischynski, Business Development <strong>Saskatchewan</strong> Enterprise Monique.Lischynski@ 306.933.7200 Saskatoon<br />
Monique Manager and Innovation gov.sk.ca<br />
Lorje, Pat Acting CEO Waneskewin Heritage Park pat.lorje@saskatoon.ca 306.384.1338 Saskatoon<br />
Lundquist, Service Manager Service Canada reagan.lundquist@ 306.953.8459 Prince Albert<br />
Reagan<br />
servicecanada.gc.ca<br />
MacNab, Shelley Employment SK Indian Institute macnabs@siit.ca 306.477.9303 Saskatoon<br />
coordinator<br />
of Technologies<br />
MacVicar Career & Employment Advanced Education, Jill.MacVicarGrimes@gos.ca 306.637.4512 Estevan<br />
Grimes, Jill Consultant employment & Labour<br />
Manitoken, Project Manager SIIT-CCS manitokenl@siit.sk.ca 306.373.4694 Saskatoon<br />
Leonard<br />
Marchinko, Jeri Mgr Basic Ed. Advanced Education, jeri.marchinko@gov.sk.ca 306.787.2505 Regina<br />
carriculum Renewal Employment and Labour<br />
Martin, Dale Owner/Operator Tim Hortons janna@sasktel.net 306.230.7100 Saskatoon<br />
Martin, Janna Owner/Operator Tim Hortons janna@sasktel.net 306.230.9671 Saskatoon<br />
Martin, Leslie Instructor Sask. Indian Institute Martinl@siit.sk.ca 306.477.9229 Saskatoon<br />
of Technologies<br />
Masuskapoe, Frank Job Coach SIIT (Construction Careers) masuskapoef@siit.ca 306.373.4694 Saskatoon<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 31
Participant JOb Organization Email Phone City<br />
McCaffrey, Geordy Executive Director GDI Training geordy.mccaffrey_dti@ 306.651.2231 Sasktoon<br />
& Employment<br />
sasktel.net<br />
McDermott, Gary Director, Aboriginal Industry Training Authority gmcdermott@itabc.ca 604.214.8720 Richmond<br />
Apprentice<br />
McDonald, Nicole Intergovernmental <strong>Saskatchewan</strong> nicole.mcdonald@wd.gc.ca 306.975.6559 Saskatoon<br />
Program Officer Federal Council<br />
McKenzie, Wayne F first Nations<br />
& Metis Relations<br />
McNab, Jennifer LFD - Student Clerk Touchwood Agency aroper@tatc.sk.ca 306.835.2937 Punnichy<br />
tribal Council<br />
Medicine-Rope, Labour Force Touchwood Agency aroper@tatc.sk.ca 306.835.2937 Punnichy<br />
Raylene Board Member Tribal Council<br />
Merasty, Angie Human Resource Cameco angie_merasty@ 306.956.8179 Saskatoon<br />
Specialist<br />
cameco.com<br />
Meyers, Tracy Community <strong>Saskatchewan</strong> Assoc. of tracy.meyers@sasktel.net 1.306.764.3740 Prince<br />
employment Resource Rehabilitation Centre Albert<br />
Monterrosa, Sylvia Human Resources Louis Bull Tribe lbhr@incentre.net 780.585.3978 Hobema<br />
director<br />
Mooney, Lisa Senior Development Service Canada lisa.m.mooney@ 306.975.4485 Saskatoon<br />
officer<br />
servicecanada.gc.ca<br />
Moore, Laurel Aboriginal Training Southeast Regional College lmoore@ 306.735.5236 Whitewood<br />
consultant<br />
southeastcollege.org<br />
Morin, Howard Economic Big River First Nation howardm@live.ca 306.724.4700 Debden<br />
development Officer<br />
Morin, Janell Program Supervisor Quint Development employment.quint@ Saskatoon<br />
corporation<br />
sasktel.net<br />
Morin, Mechtild Employment Counsellor GDI Training & Employment mechtild.morin@ Saskatoon<br />
gdite.gdins.org<br />
Moss, Sylvia Employment Counsellor GDI Training & Employment sylvia.moss@gdite.gdins.org 306.683.3634 Saskatoon<br />
Moulton, Doug BC/Yukon Regional HRSDC-Government douglas.moulton@ 604.666.6991 Vancouver<br />
Headquarter of Canada hrsdc-rhsdc-rhdsc.gc.ca<br />
32<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
Participant JOb Organization Email Phone City<br />
Mychan, Sharla Aboriginal kelsey Trail Health Region SMychan@kthr.sk.ca 306.752.7564 Melfort<br />
development Coordin<br />
Nadler, Laurie Facilitator facilitator laurie.nadler@ 306.564.5414 Regina<br />
servicecanada.gc.ca<br />
Neima, Jack Regional Operating RBC Royal Bank jack.neima@rbc.com 204.988.4406 Winnipeg<br />
officer<br />
Nickel, Lorna Coordinator nipawin Representative nrw@sasktel.net 306.862.4766 Nipawin<br />
<strong>Workforce</strong><br />
Norris,<br />
Ministry of Advanced<br />
Honourable Rob E education, Employment<br />
and Labour<br />
Olynyk, Phyllis Career & Employment Advanced Education, Phyllis.Olynyk@gos.ca 306.786.1434 Yorkton<br />
consultant<br />
employment & Labour<br />
O’Neil, Cecile Program Coordindator GDI Training & Employment cecile.oneil@gdite.gdins.org 306.683.3634 Saskatoon<br />
Ostlund, Colleen Program Admin. Aboriginal Human costlund@aboriginalhr.ca 306.956.5367 Saskatoon<br />
coordinator<br />
resource Council<br />
Ouellette, James Employment Counsellor GDI Training & Employment james.ouellette@ 306.683.3634 Saskatoon<br />
gdite.gdins.org<br />
Paddy, Bonita Operations Manager Thunder Employment bonitapaddy@hotmail.com 306.845.4348 Turtleford<br />
and Field Services<br />
Page, Allan Project Manager Construction Sector Council page@csc-ca.org 250.475.1075 Victoria<br />
Parada, Lorraine Manager/Program Woodland Cree Ent. Inc. wcei@sasktel.net 306.425.4977 Air Ronge<br />
officer<br />
Parenteau, Don Nat. Dir. Trades Aboriginal Human dparenteau@aboriginalhr.ca 306.956.5393 Saskatoon<br />
& Appren.<br />
resource Council<br />
Parker, Terry Business Manager Sask. Prov. Building & sk.blding.trades@sasktel.net 306.359.0006 Regina<br />
construction Trades Council<br />
Pearce, Gwen Labour Force Kinistin Saulteaux Nation gpearce@kinistin.sk.ca T tisdale<br />
development Coord<br />
Pelletier, Barry Employment Counsellor GDI Training & Employment barry.pelletier@ 306.683.3634 Saskatoon<br />
gdite.gdins.org<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 33
Participant JOb Organization Email Phone City<br />
Pelletier, Brian Program Manager HRSDC-Aboriginal brian.pelletier@ 819.953.7204 Gatineau<br />
Affairs Directorate hrsdc-rhdsc.gc.ca<br />
Pelletier, Lucy Regional Manager CESO lpelletier@ceso-saco.com 306.477.3910 Saskatoon<br />
Pelly, Monica Administrative Assistant SITAG pellym@siit.sk.ca 306.244.4460 Saskatoon<br />
Poitras, Angela Employment GDI Training angela.poitras@ 306.683.3634 Saskatoon<br />
counsellor & Employment gdite.gdins.org<br />
Powalinsky, Bill Senior Development Service Canada bill.powalinsky@ 306.953.8401 Prince<br />
officer servicecanada.gc.ca Albert<br />
Qayyum, Andaleeb Senior Policy Analyst HRSDC - Labour Program andaleeb.qayyum@ 819.994.4662 Gatineau<br />
hrsdc-rhdsc.gc.ca<br />
Quewezance, Vice-President Sask. Aboriginal Women’s alxinsens@yahoo.ca 306.242.8437 Kamsack<br />
Cheryl<br />
circle Corp<br />
Quirk, Sherry Human Resources/ Prairie Mines & Royalty Ltd. squirk@prairiemines.com 306.636.7803 Estevan<br />
Safety Manager<br />
Regnier, Carmen Facilitator HRSDC carmen.regnier@ 306.527.1657 Regina<br />
servicecanada.gc.ca<br />
Renneberg, Donna Career Pathing Advisor Saskatoon Health Region donna.renneberg@ 306.655.6793 Saskatoon<br />
saskatoonhealthregion.ca<br />
Robert, Sharon Career Counselor Flin Flon Indian Metis pfc@mts.net 204.687.8851 Flin Flon<br />
friendship Centre<br />
Robertson, Aboriginal Liaison Ministry of Advanced Collette.Robertson@ 306.787.0671 Regina<br />
Collette E education, Employment gov.sk.ca<br />
and Labour<br />
Roesslein, Sandra Admin Coordinator Service Canada sandra.roesslein@ 306.564.5383 Regina<br />
servicecanada.gc.ca<br />
Roper, April Labour Force Touchwood Agency aroper@tatc.sk.ca 306.835.2937 Punnichy<br />
develop. Director Tribal Council<br />
Roque, Sheila EA A & NA the Pas<br />
Rosdahl, Anita Manager Human First Nations Bank rosdaa@ 306.955.6742 Saskatoon<br />
resources of Canada firstnationsbank.com<br />
34<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
Participant JOb Organization Email Phone City<br />
Rosebluff, Len Job Coach SIIT/Construction rosebluffl@siit.sk.ca 306.359.6915 Regina<br />
careers Regina<br />
Ross, Donna Program Coordinator GDI Training & Employment donna.ross@gdite.gdins.org 306.683.3634 Saskatoon<br />
Rougeau, Allison Executive Director Canadian Apprenticeship allison_rougeau@ 613.235.4004 Ottawa<br />
forum<br />
caf-fca.org<br />
Roy, Darwin Supervisor North Cameco darwin_roy@cameco.com 306.425.6292 La Ronge<br />
comm Relation<br />
Roy, Doreen Career & Employment Northlands college roy.doreen@ 1.306.235.1784 Buffalo<br />
facilitator northlandscollege.sk.ca N narrows<br />
Roy, Janelle<br />
Western Broadcasting<br />
Academy<br />
Sanders, Larry Regional Coordinator Health Canada - FNIH larry_sanders@hc-sc.gc.ca 306.780.8683 Regina<br />
Sanderson, Pat Policy Consultant, Service Canada pat.sanderson@ 306.975.4450 Saskatoon<br />
Partnership<br />
servicecanada.gc.ca<br />
Schindelka, Roger Vice President SIIT/ SITAG schindelkar@siit.sk.ca 306.477.9211 Saskatoon<br />
Severight, Elaine LFD Coordinator Yorkton Tribal Council - elaines@ 1.306.783.2225 Yorkton<br />
labour Force Development yorktontribalcouncil.com<br />
Shingoose, Lisa Manager, Labour SIIT/SITAG shingoosel@siit.sk.ca 306.477.9207 Saskatoon<br />
Market Unit<br />
Sinclair, Ken LFD - Board Member Touchwood Agency aroper@tatc.sk.ca 306.835.2937 Punnichy<br />
tribal Council<br />
Smith, Angie HR Manager Home Depot angie_goldsmith@ 306.651.6250 Saskatoon<br />
homedepot.com<br />
Sparvier, Gaye Labour Force Cowessess First Nation gayesparvier@hotmail.com 306.696.3418 Cowessess<br />
development Coor.<br />
Starr, Wavell Aboriginal Recruiter <strong>Saskatchewan</strong> Public wstarr@psc.gov.sk.ca 306.787.7198 Regina<br />
Service Commision<br />
Stavely, Debbie Employment GDI Training debbie.stavely@ 306.683.3634 Saskatoon<br />
counsellor & Employment gdite.gdins.org<br />
Steininger, Terrry Labour Relations Sun Country Health Region tsteininger@schr.sk.ca 306.842.8742 Weyburn<br />
consultant<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 35
Participant JOb Organization Email Phone City<br />
Stevens, Brent Community correctional Service MarentetteBJ@ 204.983.3009 Winnipeg<br />
employment Coord. of Canada CORCAN csc-scc.gc.ca<br />
Stonechild, Kara Aboriginal Higher Ministry of Advanced Kara.Stonechild@gov.sk.ca 306.787.6356 Regina<br />
ed. Analyst<br />
education, Employment<br />
and Labour<br />
Stromberg, Senior Policy Advisor Ministry of Advanced rstromberg@ 306.787.0275 Regina<br />
Rhiannon E education, Employment sasked.gov.sk.ca<br />
and Labour<br />
Strong, Joan Employment PAGC-Dene jmacdonald@pagc.sk.ca 306.953.7234 Prince<br />
& Training Coordinator<br />
Albert<br />
Sutherland, Errol Program Officer SIIT / SITAG<br />
Swiftwolfe, John Post-Sec Councillor Moosomin First Nation psmoss@sasktel.net 306.386.2207 North<br />
Battleford<br />
Thomas, Colleen Program Officer Service Canada colleen.thomas@ 306.953.8454 Prince<br />
servicecanada.gc.ca<br />
Albert<br />
Thoms, Kristen Employment Quint Development cd136u@sasktel.net Saskatoon<br />
coordinator<br />
corporation<br />
Thunderchild, PostSec/SITAG Thunderchild Education cthunderchild@ 306.845.4300 Turtleford<br />
Corinna Coordinator hotmail.com<br />
Tomlinson, Cheryl H/R Advisor canada Safeway Limited cheryl.tomlinson@ 306.242.3143 Saskatoon<br />
safeway.com<br />
Topuschak, Ashley Program Consultant Crown Investments atopuschak@cicorp.sk.ca 306.933.6596 Saskatoon<br />
corporation<br />
Ursel, Bill Career Pathing <strong>Saskatchewan</strong> Association billu@saho.org 306.347.5507 Regina<br />
Project Officer of Health Organizations<br />
Vanderveen, Laura HR Advisor Agrium jbeaman@agrium.com 306.683.1262 Vanscoy<br />
Beaman, Jason HR Manager<br />
Venne, Isaac Job Coach SIIT vennei@siit.sk.ca 306.953.7228 Prince<br />
Albert<br />
Vermette, Peggy LFD Project STC Urban First vermettep@careervillage.ca 306.477.9307 Saskatoon<br />
coordinator<br />
nations Services Inc<br />
Warren, Brian VP Human Mosaic brian.warren@ 306.345.8227 Regina<br />
resources - Potash<br />
mosaicco.com<br />
36<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
Participant JOb Organization Email Phone City<br />
Wasacase-Lafferty, HR Consultant University of <strong>Saskatchewan</strong> candace.lafferty@usask.ca 306.966.2063 Saskatoon<br />
Candace<br />
Weekusk, Darryle General Manager Thunder Employment darryle.weekusk@ 306.845.4348 Turtleford<br />
and Field Services hotmail.com<br />
Welwood, Project Manager Skills Canada <strong>Saskatchewan</strong> toniw@skillscanada.com 306.352.0260 Regina<br />
Toni-Lynn<br />
Wengel, Tannis National Events Aboriginal Human twengel@aboriginalhr.ca 905.453.2661 Saskatoon<br />
Manager<br />
resource Council<br />
Wheaton, Cathy Manager of corrections, Public Safety cwheaton@cps.gov.sk.ca 306.798.4069 Regina<br />
offender Employment and Policing<br />
Whitefish, F federation of <strong>Saskatchewan</strong><br />
Vice Chief Lyle I indian Nations<br />
Wiebe, Christina D dumont Technical Institute<br />
Wilson, Kory Chair, Aboriginal Langara College kwilsong@langara.bc.ca 604.307.5478 Vancouver<br />
Studies<br />
Wolfe, Leon LFD Board Member Touchwood Agency aroper@tatc.sk.ca 306.835.2937 Punnichy<br />
tribal Council<br />
Wuttunee, Alice Career Pathing Advisor Prairie North Health Region Alice.W@pnrha.ca 1.306.446.6036 Saskatoon,<br />
Yakubowski, Consultant, Saskatoon Health Region rhoda.yakubowski@ 306.655.6786 Saskatoon<br />
Rhoda rep <strong>Workforce</strong> saskatoonhealthregion.ca<br />
Young, Terry Coordinator, <strong>Saskatchewan</strong> Indian youngt@siit.sk.ca 306.477.9301 Saskatoon<br />
Welding Initative Institute of Technologies<br />
Zimmerman, Eric L local 555, Int. local555@sasktel.net 306.949.4452 Regina<br />
Brotherhood of Boilermakers<br />
Sayazie, Linda Employment Athabasca Economic tdaniels@athabascabasin.ca 306.633.5672 Wollaston<br />
coordinator development & Training L lake<br />
corporation<br />
Longman, Christie AHRDA Coordinator Sask. Aboriginal sawcc.ahrda@sasktel.net 306.783.1511 Yorkton=<br />
Campbell, Cherylnne<br />
Women’s Circle Corp.<br />
Millar, Sandra Treasurer SK Aboriginal millar_sandra@hotmail.com 306.407.0784 North<br />
McCallum, Eva Women’s Circle Battleford<br />
Lumb, Carol Director <strong>Saskatchewan</strong> Tourism carol.lumb@ 306.933.5905 Saskatoon<br />
Kennedy, Lorian Contractor education Council sasktourism.com<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 37
Appendix 3<br />
EVALUATION SUMMARY<br />
Saskatoon, Manitoba – Results<br />
Summary<br />
The Saskatoon, <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> forum attracted delegates from<br />
Aboriginal Human Resource Development Agreement holders (AHRDA), private<br />
sector organizations and government. In total, 233 participants were in attendance.<br />
77 evaluations were received, representing a participant return rate of 33 per cent.<br />
Response sector demographics are broken down as follows:<br />
Private sector delegates............................. 26<br />
AHRDAs...................................................... 23<br />
Unknown.................................................... 28<br />
General Questions and Responses<br />
1. Did the <strong>Workforce</strong> <strong>Connex</strong> forum meet your expectations<br />
Comments:<br />
Agree......................................................... 70<br />
Disagree...................................................... 3<br />
No Indication............................................... 4<br />
• Would have like more Health related information, perhaps I signed up<br />
for a wrong workshop.<br />
•<br />
•<br />
No comment.<br />
Beyond expectations. Abundance of contacts.<br />
• I wasn’t exactly sure what to expect and have to say I am very much<br />
impressed with the <strong>Connex</strong> and look forward to moving forward in<br />
strengthening the relationships I have began to develop.<br />
•<br />
•<br />
•<br />
•<br />
•<br />
However I really wasn’t sure what to expect at the forum.<br />
No comment<br />
This forum was more informative then I had expected<br />
Focus on interprovincial work.<br />
I wasn’t sure what to expect.<br />
• <strong>Saskatchewan</strong> AHRDAs have been making these connections for years —<br />
their successes should be acknowledged!<br />
•<br />
•<br />
•<br />
•<br />
Didn’t know what to expect. But it was great!<br />
It was excellent.<br />
Wonderful job.<br />
Exceeded my hopes – much more interactive then expected.<br />
• All educational institutes would be supply avenues. Everyone should take<br />
the time to connect.<br />
• At SGI we were aware of some of the barriers we (Employer) have in regards<br />
to employing Aboriginals. It was good to see others having the same<br />
concerns as SGI has.<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
At first I wish more would have happened / however the end proved fruitful.<br />
Exceeded.<br />
Yes.<br />
Need more info on AHRDAs – minimal information on who, where, how, etc.<br />
I was impressed with the openness of all conversations.<br />
It surpassed my expectations. I have made many wonderful contacts.<br />
• I expected an “us vs. them” mentality and was surprised to find it absent<br />
for the most part.<br />
• I would have like a section talking/explaining the AHRDA’s, their locations,<br />
responsibilities, etc. As well more information on the Aboriginal Human<br />
Resource Council and the work being done and how businesses can partner<br />
to benefit employers and Aboriginal employees.<br />
•<br />
•<br />
•<br />
•<br />
To some degree.<br />
I learned lots about AHRDAs and real stuff.<br />
I was very educated.<br />
I wasn’t sure what to expect, but I enjoyed the process.<br />
• I came expecting to stay a few hours each day but stayed for approx. 90%<br />
of the conference.<br />
2.<br />
Were the information materials you received at the forum valuable<br />
Comments:<br />
•<br />
•<br />
•<br />
•<br />
•<br />
Agree......................................................... 70<br />
Disagree...................................................... 1<br />
No Indication............................................... 6<br />
Would like all participant contact info.<br />
I would like more information on how to contact the AHRDAs.<br />
Business cards.<br />
Yes – but would have liked a list of Aboriginal awareness workshop providers<br />
Would be helpful to have a list of all AHRDAs.<br />
• I realized that having an “inclusive” workplace requires more work<br />
on my part!<br />
•<br />
Expensive<br />
• Yes – Great networking & got some great connections to send employment<br />
opportunities.<br />
•<br />
I’m ambivalent about them.<br />
• Hope to receive some of the Power Points from some of the presenters.<br />
38<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
•<br />
•<br />
List of participants should have contact info.<br />
Absolutely.<br />
• Depends on the “as spoken” information – and if there will be a single<br />
source for contact info.<br />
• The package was good but it would have been good to have speaker notes<br />
/ slides of the presenters in the package – they had valuable data to share<br />
and their time was short.<br />
•<br />
•<br />
•<br />
Request specific contact information – emails / phone #s.<br />
Need the follow-up reports ASAP!<br />
Yes – information content positive.<br />
• I like the list of names, but need emails or phone numbers. We need<br />
a central contact that can direct employers, service providers, & training<br />
institutions to each other.<br />
3. Did you visit the <strong>Workforce</strong> <strong>Connex</strong> website<br />
(www.workforceconnex.com) prior to the forum<br />
Comments:<br />
•<br />
•<br />
•<br />
•<br />
Agree......................................................... 45<br />
Disagree.................................................... 28<br />
No Indication............................................... 4<br />
I should have – got it emailed to me (information).<br />
Did not have any info from employer.<br />
Forgot to follow-up.<br />
Yes.<br />
• More info on the goals, objectives & what to expect by way forum process,<br />
also info from the previous forums would have been helpful.<br />
•<br />
•<br />
•<br />
•<br />
•<br />
But I will!<br />
Did not know about the website.<br />
Not yet.<br />
No – will be visiting in future.<br />
Very accessible.<br />
• But I would visit it after if I knew materials from presenters and such were<br />
available there.<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
Yes and I read much of the site – a lot of information there.<br />
Did not know about the site.<br />
No, didn’t have time.<br />
I didn’t go before, but I will check it out now.<br />
But I couldn’t find an agenda or slate of speakers.<br />
Just for conference info.<br />
• I went to see if the agenda had changed the night before the conference<br />
& the website was down.<br />
4.<br />
Did you have sufficient advance notice of the forum<br />
Comments:<br />
Agree......................................................... 74<br />
Disagree...................................................... 3<br />
No Indication............................................... 0<br />
• I did have notice although the expectations for participants was not clear<br />
from marketing materials. I learned about the format from a presentation<br />
and was even more interested in attending. Perhaps would have attracted<br />
even more business leaders or senior leaders if it was clearer.<br />
•<br />
•<br />
•<br />
Only dates / times / location was provided by employer.<br />
Should not be held at year end.<br />
Came as a facilitator – got a month plus notice.<br />
• I didn’t know about this until someone other than Service Canada faxed it<br />
to us & SITAG said we should go.<br />
5.<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
Yes.<br />
Did not receive the last-minute changes to the schedule.<br />
Lots of time.<br />
Came in place of someone else – lots of good contacts.<br />
Yes, but I didn’t get the email about the early start.<br />
One thing I liked about the forum:<br />
Format and facilitator<br />
Thanks! Good work.<br />
Success stories / Wayne McKenzie.<br />
Excellent speeches on demand – side (Dave Fischl).<br />
Networking.<br />
Was able to connect w/ a wide variety of potential partners.<br />
Great speakers.<br />
Lots of interaction. Moved along – good pace.<br />
PACE, cultural entertainment, youth presentation, food, facilities.<br />
Dynamic Interaction amongst participants.<br />
Job very well done – Hats off & pats on backs to all those who were involved.<br />
Switching perspectives & the variety of information.<br />
This was a working forum with given strategy.<br />
The breakout groups and networking.<br />
Good range of delegates.<br />
• I see more opportunity working with Aboriginals. I also now understand more<br />
about what I need to do to support other cultures.<br />
• Industry presence.<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 39
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
Meeting new contacts, success stories.<br />
Hearing the four success stories.<br />
Presenters, breakout groups, success stories.<br />
I like the discussions with different groups and individuals.<br />
Youth panel.<br />
Networking.<br />
Lots of opportunity to network & discuss issues.<br />
Made new contacts.<br />
To meet other AHRDA Holders, Employers.<br />
Group breakouts.<br />
The contacts and discussion groups.<br />
It brought two sides of labour market together.<br />
Breakout sessions were great.<br />
We were able to speak and give our opinions.<br />
Susan – facilitator did a great job! Speakers were interesting.<br />
The opportunity to Network.<br />
Very informative. Susan – Facilitator very energetic & interactive.<br />
The facilitator.<br />
Learning opportunity.<br />
The opportunity to network & build partnerships.<br />
Location, venue, speakers, topics.<br />
Walk in my shoes exercise & Real Life Stories.<br />
The Real Life Stories – Circle of Champions.<br />
Networking – small breakout session discussions.<br />
Content! All the discussions, sessions were interesting and relevant.<br />
I liked that the issues came out & I am confident that they will be<br />
seriously addressed!<br />
Networking opportunities & young champions.<br />
Networking / interactive dialogue.<br />
The purpose – connecting Aboriginal people with employers.<br />
The way the audience got involved.<br />
Very well organized & enjoyed the open floor sessions.<br />
Loved the round table discussions.<br />
Variety of participants – having employers and service providers<br />
having conversations.<br />
Great job! A lot of thought & effort was put into this & it showed!<br />
Good job Pat, Susan, & all behind the scenes!<br />
The interactive format.<br />
The interaction with all participants.<br />
I was very pleased with the entire connex.<br />
•<br />
•<br />
•<br />
Listening to the experiences of others, & the successes & failures.<br />
Breakout sessions provided very valuable networking.<br />
Youth, entertainment, panel speakers.<br />
• I loved many things; awesome small group conversations; awesome success<br />
stories; I especially liked Oscar Lathlin’s message & Dave Fischl.<br />
•<br />
•<br />
I really enjoyed the breakout sessions, they were very informational.<br />
Getting to know who is who & where they come from.<br />
• The ability to connect with other Employers, government agencies and<br />
the future employees.<br />
6.<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
Interaction – honest conversation.<br />
Very informative – networking w/ different agencies.<br />
Subject – please provide comments from break-outs to participants.<br />
Interaction w/ people from different perspectives.<br />
Opportunity to hear employers.<br />
Dialogue and break-out groups.<br />
One thing I would change about the forum:<br />
• There was a lot of discussion in our group around contacts and a central<br />
location. If new role already known for AHRC could have informed prior<br />
& moved discussion along.<br />
•<br />
•<br />
•<br />
More healthcare sector participation / information.<br />
Less political talk.<br />
Include all contact info.<br />
• I was incorrectly lumped in w/ employers but I actually assist Aboriginal<br />
people in custody to find employment.<br />
•<br />
•<br />
Small group feedback.<br />
More female involvement including entertainment.<br />
• Timing of this conference with Sask. Indian Winter Games may have had an<br />
effect on attendance (some who registered did not show up).<br />
• More opportunity to have focused workshops with employers or service<br />
providers to share info and make connections.<br />
•<br />
We need to have the basics of those networks.<br />
• It would be good to have the Aboriginal recruiter set up a booth at<br />
the next <strong>Connex</strong>.<br />
•<br />
•<br />
•<br />
•<br />
•<br />
•<br />
Round table facilitators need to challenge dominant group members.<br />
There was a lot of talking but not as much information.<br />
Invite community resources.<br />
Bring in the unemployed, CANSASK, Community Services.<br />
Need more breaks.<br />
More time – felt rushed through.<br />
• Nothing at this time.<br />
40<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
•<br />
One more day just to meet.<br />
• Have an annual forum in <strong>Saskatchewan</strong> every year. Send list of email<br />
contacts to each individual registered. Next time if we can have employers<br />
wear different color tags (names) so we can see clearly.<br />
•<br />
More contact with employers. Annual forums.<br />
• Annual forum in <strong>Saskatchewan</strong> every year. Send list of email contacts<br />
to each individual registered.<br />
•<br />
It would be nice to have a print out of the PowerPoint presentations.<br />
• I would have loved to have presentations on the service groups to better<br />
understand their functions.<br />
•<br />
•<br />
•<br />
•<br />
•<br />
Government making commitment at forum.<br />
Focus on describing how or giving directions for employers to work with AHRDA.<br />
More “success” real life stories.<br />
More provincial representation during panel discussions.<br />
The roundtable – less lecture / presentation.<br />
• The morning snacks were all carbs with no protein that is conducive to<br />
diabetic people.<br />
• More information in print or available on-line regarding who to contact and<br />
what “specialty” each AHRDA has.<br />
• As a facilitator, I would have liked to get those summary questions included in<br />
the package we got the first morning rather than everyone writing them out.<br />
• Panel host – get crowd settled (2 minute warning) before introducing<br />
topic / panel.<br />
• PowerPoints are not well used – would it be possible to have guidelines for<br />
all (fewer words, key points only, etc.) – most were dry!<br />
•<br />
•<br />
•<br />
Spread speakers out a bit more – gets long all at once.<br />
Panel on first day – run it as a panel – not 3 consecutive speakers.<br />
Video at lunch would have been good to hear, but noise level made it hard.<br />
• Suggestion – at opening, explain structure of small groups work:<br />
“Supply, Demand, Action.” And keep reminding people.<br />
•<br />
For panel host: please get crowd settled before starting.<br />
• Speakers should use PowerPoint less – the only one who had an engaging<br />
PowerPoint presentation were Roger Schindelka & Dane Fishel. Our leaders<br />
always misuse PowerPoint thereby lessening its effectiveness & it was<br />
“misused” by most of the speakers.<br />
• The day two speakers were great. They should have had more time to<br />
present. They are ones who have found some solutions & can share their<br />
best practises.<br />
•<br />
•<br />
•<br />
•<br />
•<br />
Day 1 speaker info covered have been sent out in advance as pre-reading.<br />
Nothing it was great.<br />
Keep the format.<br />
Make it slightly longer as people opened up as the time went on.<br />
Have SK learning present at future Workshops AHRC – to have contact.<br />
•<br />
More youth participation.<br />
• Couldn’t hear (or see) Susan as she gave initial directions – should stand<br />
on the stage.<br />
• I would strongly recommend to include <strong>Saskatchewan</strong> learning as education<br />
came up so much. I would also like to see a list of emails w/ the participant list!<br />
•<br />
Invite more businesses.<br />
• Have Host sit an employee at each table and those Head Honchos at<br />
Service Canada should sit at each table, noticed they all sat together.<br />
• A more defined structure – we covered so much more than once, twice, three<br />
times without resolution.<br />
•<br />
The group was almost too large for the interactive format.<br />
• I would add a web portion: streaming media and DATABASE follow up to this<br />
Forum to increase range of people and organizations connected.<br />
•<br />
•<br />
•<br />
More specific information / success stories from other jurisdictions.<br />
Involve unemployed individuals & find out what they are struggling with, etc.<br />
More upper management to commit.<br />
• Include slides by Ken Kowalchuk – demographics (to take home). Can you<br />
please send us his slides or post them on your website<br />
• Provide an agenda before the last few days – I was VERY disappointed in<br />
having missed the opening comments / dance, etc. since my agenda said<br />
1:00 pm start!<br />
• More planned networking sessions (for us shy people). A chance at the<br />
beginning to discuss why we are here. Inspire people to be invested in hiring<br />
Aboriginals & chance to break down misconceptions.<br />
•<br />
Bring a panel of employment ready job seekers – let’s hear them!<br />
• I would like to see all the ideas, comments from dialogue, flip charts etc.<br />
Put into booklet form and made available to delegate even if only website.<br />
Private Sector Delegates<br />
1. Prior to attending this <strong>Workforce</strong> <strong>Connex</strong> forum I had a high level of<br />
awareness about Aboriginal Human Resource Development Agreement<br />
holders (AHRDAs).<br />
Comments:<br />
Agree ........................................................ 20<br />
Disagree.................................................... 22<br />
No Indication............................................. 35<br />
• I had heard of them but did not know what their mission was. (i.e.<br />
Transportation funds, relocation funds, training funds, etc.).<br />
•<br />
Knew nothing.<br />
• Basically none.<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 41
2.<br />
As a result of this forum I am coming away with a better understanding of<br />
the constraints and impediments that AHRDAs face in their efforts to work<br />
with companies and secure employment placements.<br />
Agree ........................................................ 34<br />
Disagree...................................................... 3<br />
No Indication............................................. 40<br />
•<br />
•<br />
•<br />
•<br />
Not an AHRDA but a “supply” organization.<br />
From a CBO.<br />
Depending on employment counsellor / LDF Coordinator to go out<br />
and do public relations.<br />
Somewhat!!<br />
Comments:<br />
•<br />
Supply.<br />
• Still ensure what AHRDAs do / role in the Ab. Employment strategy –<br />
appears to be “private” focused.<br />
•<br />
Better.<br />
• I found that the AHRDA representatives I spoke to are reluctant to send<br />
clients for entry-level positions. They want larger salaries and positions<br />
for first time employees.<br />
3.<br />
I intend to develop a plan to increase my organization’s recruitment and<br />
retention of Aboriginal people.<br />
Comments:<br />
•<br />
•<br />
•<br />
Agree ........................................................ 32<br />
Disagree...................................................... 2<br />
No Indication............................................. 43<br />
Plan is already in place.<br />
Already involved in an extensive plan.<br />
I am not in charge of recruitment – but the tools are in place for that.<br />
• We have just recently created our Aboriginal retention strategy with input<br />
from our current Aboriginal employees (term & permanent).<br />
•<br />
•<br />
•<br />
Government.<br />
Not an Employer.<br />
n/a.<br />
Aboriginal Human Resource Development<br />
Agreement holders (AHRDA)<br />
1.<br />
Prior to attending this forum my AHRDA experienced many challenges<br />
developing relationships with business.<br />
Agree ........................................................ 21<br />
Disagree...................................................... 8<br />
No Indication............................................. 48<br />
2. This <strong>Workforce</strong> <strong>Connex</strong> forum helped me to better understand<br />
the issues and constraints that business faces to recruit and retain<br />
Aboriginal people.<br />
Comments:<br />
Agree ........................................................ 30<br />
Disagree...................................................... 4<br />
No Indication............................................. 43<br />
• I did not find the information presented by businesses as new; there are<br />
too many misconceptions regarding Aboriginal employees.<br />
•<br />
•<br />
But wish there were more employers from Myorla Yorkton.<br />
I’m not either. Training.<br />
Testimonials from the <strong>Saskatchewan</strong><br />
<strong>Workforce</strong> <strong>Connex</strong> forum<br />
“Thanks! Good work.”<br />
Anonymous<br />
“A priceless resource for my employer and our clients.”<br />
Anonymous - SIIT<br />
“I have only begun to build relationships and will continue<br />
to strengthen these relationships as I continue to<br />
recruit, train & develop Aboriginal people.”<br />
Anita Rosdahl – First Nations Bank of Canada<br />
“Good Networking Process – very inclusive.”<br />
Bill Ursed – SAHO<br />
“It gives a better understanding of Diversity and how<br />
important it is to incorporate it in our place of business.”<br />
Anonymous<br />
I fully enjoyed every aspect of this conference.”<br />
John Klyne – GDI Training & Employment<br />
“Job well done.”<br />
Debbie Stavely – GDI Training & Employment<br />
Comments:<br />
•<br />
I work with the Health Sector.<br />
42<br />
Aboriginal Human Resource Council<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report
“Great opportunity to gain more information<br />
directly from Business.”<br />
Tammy Cummins – GDI T&E<br />
“Job well done!”<br />
Michelle Demontigny – GDI Training & Employment<br />
“The forum provided an excellent opportunity to meet<br />
with the supply side & make contacts regarding<br />
employment opportunities.”<br />
Jamie Lerat – SGI – HR AB. Strategy & Employment EQ.<br />
“What a great & rare opportunity<br />
to CONNECT!!”<br />
Lori Adams – Affinity Credit Union<br />
“Talk’s Done – let’s Get at it –<br />
we know what to do!”<br />
Anonymous<br />
“If you need employees, this is where<br />
you want to be.”<br />
Darrell Lechman – SCYAP Inc.<br />
“I thought it was a great forum (The Best)”<br />
Anonymous – Ministry of Highways & Infrastructure<br />
“This was the best Forum for Employers & Ab. Orgs<br />
I’ve ever attended – people were very open & honest<br />
in their discussions. Many connections were made.”<br />
Mary Anne Brock – Service Canada<br />
Appendix 4<br />
GLOSSARY OF TERMS<br />
Acronym Definition<br />
ABE<br />
Adult Basic Education<br />
AHRC<br />
Aboriginal Human Resource Council<br />
AHRDA<br />
Aboriginal Human Resources Development Agreement holders<br />
AHRDS<br />
Aboriginal Human Resources Development Strategy<br />
CAHRD<br />
Centre for Aboriginal Human Resource Development<br />
GDI<br />
Gabriel Dumont Institute<br />
HR<br />
Human Resources<br />
HRSDC<br />
Human Resources and Social Development Canada<br />
IANE<br />
Interprovincial Association on Native Employment<br />
IN<br />
Inclusion Network<br />
IT<br />
Information Technology<br />
MAHRS<br />
Manitoba Aboriginal Human Resource Strategists<br />
MAYCAC Manitoba Aboriginal Youth Career Awareness Committee<br />
“I learned so much about what the employers expect<br />
& so many contacts.”<br />
Janice Gagne – GDI T&E North Battleford, SK.<br />
“Very good conference, lot of resources available”<br />
Anonymous – MLTC<br />
“This forum was very informational and I will take this<br />
back to my manager of Education.”<br />
Gaye Spanier, LFD Coordinator – Cowesses First Nation<br />
“Lunch was great!”<br />
Anonymous<br />
“Please access this bold and progressive<br />
informational conference”<br />
Anonymous – Yorkton Tribal Council<br />
“See you in Montreal!!”<br />
Anonymous<br />
Aboriginal Human Resource Council <strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report 43
www.aboriginalhr.ca<br />
Canada’s leading innovators in Aboriginal recruitment,<br />
retention and advancement<br />
www.rhautochtones.ca<br />
Principaux innovateurs canadiens en matière de recrutement,<br />
de maintien en emploi et d’avancement des Autochtones<br />
44<br />
Aboriginal Human Resource Council<br />
The council is a private/public partnership with funding supportfrom the Sector Council<br />
Program, Human Resources and Social Development Canada.<br />
Le Conseil est un partenariat privé-public qui reçoit du financement du Programme des<br />
conseils sectoriels, Ressources humaines et Développement social Canada.<br />
<strong>Saskatchewan</strong> <strong>Workforce</strong> <strong>Connex</strong> Report