A Promising Pathway: Attracting & Retaining Indigenous Apprentices

Transcription

1 A Promising Pathway: Attracting & Retaining Indigenous Apprentices Canadian Ferry Association September 26, 2017

2 Canadian Apprenticeship Forum The organization: established in 2000 brings together key players in apprenticeship across trades, across sectors, across Canada primary objectives: research apprenticeship issues and challenges of broad interest facilitate dialogue and share best practices among stakeholders promote skilled trades careers among youth, parents & educators

3 Apprenticeship Overview 453,543 registered apprentices (RAIS 2015) National Apprenticeship 2015 Survey Sample: 28,469 completers and discontinuers Largest Proportion of Apprentices: Ontario (32%), Alberta (25%), Quebec (20%) and BC (12%) Atlantic apprentices approaching 5%

4 Barriers to Apprenticeship Lack of awareness about programs and resources available Difficulty finding an employer sponsor Skepticism among employers about the value of training Unwelcoming workplaces and ineffective communication Financial hardships when at technical training Mobility barriers Completion

5 Resources for Employers Employer Handbook Skilled Trades Network Tax Credits & Grants for employers & tradespeople Business case for apprenticeship training Tips and strategies from apprenticeship champions

6 Initiative to Engage Indigenous Apprentices Working with Aboriginal communities, employers and organizations to: Identify best practices for attracting and retaining Indigenous apprentices Collecting insights and strategies from which others can learn Sharing ideas with companies interested in growing their Aboriginal workforce through webinars and events

7 Engaging Indigenous Peoples A workplace that is inclusive of Indigenous peoples: provides employers with access to a stable and local workforce supports the positive reputation of the company creates new business opportunities with Aboriginal communities generates goodwill and commitment makes good business sense

8 Strategy 1: Build Partnerships Make community engagement a priority Senior management support and commitment Offer gender and/or cultural awareness training or workshops Reach out to local groups and organizations

9 Strategy 2: Create Awareness Visit local schools and communities to talk about the skills required Provide opportunities to explore careers in hands-on setting Local scholarships or awards create a talent pipeline Share information about employer expectations, wages, hours and career path Identify educational requirements and programs that will position candidates for success

10 Strategy 3: Recruit Candidates Attend job and career fairs, as well as other community events Develop targeted recruitment materials Encourage teachers and trainers to visit the company Encourage current employees to apply for apprenticeship postings

11 Strategy 4: Outline Expectations Consider implementing a contract or training plan that outlines expectations, and instills a sense of accountability for the apprentice and employer Explain on-the-job and technical training requirements, as well as performance expectations upfront Be straightforward when it comes to consequences associated with performance and absenteeism

12 Strategy 5: Support for Success Consider opportunities to provide assessments, academic upgrading and exam supports Have others share insights into the technical training experience and strategies they used to pass the multiple-choice exam If employees aren t ready for apprenticeship, consider giving them time to work in an entry-level position with exposure to the trade and supports to bring them up to the academic standard

13 Strategy 6: Effective Communication Awareness training can increase understanding of cultural standards and practices Provide opportunities for all employees to voice their concerns in a productive way Communicate rules and regulations clearly, particularly when it comes to planning time off Hire an Aboriginal liaison to facilitate workplace communication and develop policies to manage cultural differences

14 Strategy 7: Supportive Mentors Companies suggest that diverse apprentices benefit from a number of mentor relationships, within and outside the company Community elders can be a source of support, facilitating retention Aboriginal organizations may deliver training Role models and mentors from other parts of the company to supplement journeyperson apprentice relationship

15 Strategy 8: Reward Achievement Incentives and rewards are a good way to recognize progress and achievement Reimburse costs associated with training when the apprentice passes each level Provide financial reward to those who complete 1,000 hours of training Hold graduation ceremonies to recognize apprenticeship completion

16 A Promising Pathway: Attracting & Retaining Indigenous Apprentices Canadian Ferry Association September 26, 2017