Concerted and collaborative approaches that contribute to developing the Indigenous Workforce within the mining sector

Transcription

1 Concerted and collaborative approaches that contribute to developing the Indigenous Workforce within the mining sector First Nations Human Resources Development Commission of Quebec FNHRDCQ Québec Mines Convention November 22, 2016

2 FNHRDCQ Employment Integration and Retention Strategy and its Committees Employability Toolkits IBA Trainings FNHRDCQ Workforce Profiles Mine Essentials Pilot Project

3 Employment Integration and Retention Committees (EIRC) Employment Integration Strategy The Employment Integration Strategy seeks to establish strong partnerships between First Nations communities & Aboriginal communities and Quebec society in order to study how, collectively, we can prepare for the future in terms of sustainable employment and prosperity. The Strategy will also enhance the profile and image of First Nations and Aboriginal peoples, bringing individuals into the workforce by making a positive difference through employment for all. It will lay the foundation for a clear path: a path that offers employment opportunities in Quebec. As the Commission des partenaires du marché du travail exist in Quebec, the First Nations chose to develop their own integration and retention committees that work regionally and seeks to encourage consultation and collaboration for the development of the workforce. During the signing of the collaboration protocol between Tata Steel Minerals Canada and the FNHRDCQ

4 Employment Integration and Retention Committees (EIRC) THE EIRC ROLE The role of EIRC is to establish and maintain relationships with labour market stakeholders in their respective regions. The EIRC will take part in the FNHRDCQ Regional Table where they will have the opportunity to discuss the obstacles they encounter and to share solutions. EIRC will develop joint projects to prepare their clients for the labour market. They must also educate employers to strengthen existing relationships and develop new partnerships to support the employment integration of First Nations. Mi gmaq / Malécite de Viger EIRC

5 Offered to 14 First Nation Communities Offered to the CDEM

6 Impact and Benefit Agreements (IBAs) Usually encompass the following eight elements: Community consent and support Rights and interests related to the territory Environmental management Protection of cultural heritage Financial payments Employment and training Business development Agreement implementation

7 Training Adapted to the Needs of the Community Selection of participants (up to 30 persons) Determination of a schedule (training of 13 to 15 hours in duration spread over 2 or 3 days) Selection of an industry (mining, oil and gas, wind ) Active participation: discussions on particular issues of the community

8 Skills to be Acquired Cross sector needs assessment Development of strategies Constitution of negotiating and monitoring teams Communications management

9 MINING ESSENTIALS TRAINING PILOT PTOJECT FOR THE MEMBERS OF MATIMEKUSH/LAC JOHN AND KAWAWACHIKAMACH Two sessions of 360 hours, one in English and one in French. CLASSES OFFERED ON THE COMMUNITY AND MINING SITE From October 3, to December 9, 2016

10 FIRST NATION PARTNERS Innu Community of Matimekush Lac John Naskapi of Kawawachikamach First Nation School Council in Adult Education PUBLIC AND PRIVATE PARTNERS Tata Steel Minerals Canada Société du Plan Nord SAA RAEC of Uashat Mak Mani Utenam Centre local d emploi de Sept Îles First Nation Human Resources Development Commission of Quebec (FNHRDCQ) Mining Industry Human Resources Council (MIHRC) Urban Service Centre of Sept Îles AANC (True North) The Côte Nord Liaison Officers CSMO Mines The Regional Office anf the Partnerships and Communications Team Ministère de l éducation du Québec Emploi Québec

11 MINING ESSENTIALS TRAINING The Assembly of First Nations and the Mining Industry Human Resources (MiHR) Council have developed Mining Essentials A Work Readiness Training Program for Aboriginal Peoples to create more employment opportunities for Aboriginal Peoples. It s the first time that the program if offered in QC. On the 28 participants, 50% are women

12 Workforce Profiles Quebec s Aboriginal Workforce The census is being carried out by means of a lengthy questionnaire in order to collect as much information as possible so as to constitute the most comprehensive database; Community members have access to the questionnaire via the Internet with or without the assistance of data collection clerks. The number of clerks who are recruited locally depends on the size of the working age population within the community. Clerks are trained in data gathering techniques; Using an electronic tablet, clerks go door to door to identify all community members aged 15 to 64.

13 Workforce Profiles Census Population (aged 15 64) people took part in the census between 2013 and 2016, including 4355 (72 %) living in 12 First Nations communities and 1720 (28 %) living in urban (Montreal, Quebec City, Sept Îles and Val d Or)

14 Workforce Profiles Aboriginal Workforce According to the data, more than one in two working age Aboriginal people living in community is between the ages of 15 and 34; The proportion is higher than in the rest of Quebec and Canada. This situation is expected to continue over the next decade; Census data also shows that more than half of First Nations community members aged do not have a high school diploma. First Nation women with post secondary education (including university) outnumber men.

15 Workforce Profiles Labour Market and Employment Current trends confirm a clear gap between the employment rate amongst Aboriginal people and the employment rate in Quebec and Canada; The proportion of unemployed individuals is very high; especially among young people aged 15 to 24 and adults aged 55 to 64; Self employment is an area ripe for development, as less than 2% of First Nations community members are entrepreneurs, while 15% of the working age population is ready to go into business ; The proportion of Aboriginal women in non traditional occupations in urban areas is very low (0% to 0.4%) compared to the overall Quebec rate (0% to 32%);

16 Workforce Profiles Labour Market and Employment: Interest in the Mining Sector According to census trends, 2.2% of the population of working age community members work, or aspires to work, in the mines; Of these, 45% are already working in this area, while 55% are interested in employment in the mining sector; The proportion of men is much higher (74%) than that of women (26%); Adults aged 45 to 54 (27.1%) and youth aged 25 to 34 (21.9%) are the most enthusiastic about working in this sector.

17 Working Towards Employment Parity for Aboriginal Women in Montreal, Quebec City, Sept-Îles and Val d'or Non traditional jobs Increase the percentage of Aboriginal women working in non traditional trades in the four (4) largest urban centers in Quebec and other places with a high percentage of Aboriginal residents; Address systemic barriers to training initiatives and culturally appropriate job opportunities in predominantly male occupations (according to Emploi Québec, 252 of the 522 occupations are considered non traditional for women); Work with industry and community partners, as well as all levels of government, to develop and implement strategies and tools that will support the efforts of Aboriginal women to advance economically through employment.

18 Working Towards Employment Parity for Aboriginal Women in Montreal, Quebec City, Sept-Îles and Val d'or Strategy Increase the number of Aboriginal Women living in urban centres who would have access to training and employment integration in non traditional fields. Intersectorial Approach Urban Aboriiginal Women Industry and Employers Training Institutions Governments Organizational and Community Partners Childcare Services Activities Partners to develop a funding plan to carry out activities aimed at increasing access to training and employment integration into nontraditional jobs for urban Aboriginal women Conduct areview of the literature and undertake consultations in order to develop Toolkits Develop two Toolkits: the first would include all pertinent material to facilitate successful training and employment integration in nontraditional fields; the second would contain information to facilitate recruitment and retention of Aboriginal women in non traditional fields. Promote and distribute the Toolkits; train and mobilize urban Aboriginal women. Accompany interested Aboriginal women in their nontraditional job integration and retention processes. Ensure the sustainability of this Strategy

19 Employee Toolkit or

20 Questions?