Increasing Indigenous Employment in Major Projects PRESENTERS Aboriginal
Increasing Indigenous Employment in Major Projects PRESENTERS: Aboriginal Human Resource Council - Kelly Lendsay, President and CEO Aboriginal Human Resource Council - Craig Hall, Chief Fulfillment Officer Conference Board of Canada - Marie-Christine Bernard, Associate Director, Provincial Forecast Aboriginalhr. ca/classroom 1
Webinar Overview 1. Background about the Project (Lendsay) 2. Employment Opportunities: Labour Market Forecasts for Major Projects (Marie-Christine Bernard, Conference Board of Canada) 3. Examples of Community and Company Efforts to Increase Indigenous Participation in Major Projects (Lendsay and Hall) 4. Summary 5. Q & A 2 aboriginalhr. ca
(1998) • Leaders in Indigenous inclusion • Public-private social enterprise • ISO certified • Innovations in workplace learning • Supply/demand orientation • Corporate Focused aboriginalhr. ca
Successful Indigenous Engagement in Major Projects • Helping companies develop effective engagements and relationships with Indigenous people, businesses and communities • Identifying ways that communities can increase their participation in major projects aboriginalhr. ca
About The Project: • Major projects are an important contributor to the Canadian economy. The issue is how to increase Indigenous participation in these projects? • Many projects occur near Indigenous lands and communities and they offer jobs and career opportunities. aboriginalhr. ca
Labour market report available on the council’s web site • Occupational forecast for major projects • 10 year outlook • 200 occupations examined 6 aboriginalhr. ca
Project Activities • Roundtables • Webinars • Dialogue • Presentations • Insights 7 aboriginalhr. ca
Core Question From an HR perspective, what can be done to increase Indigenous participation in major projects? Strategies, practices, innovations? What can communities do? What can companies do? 8 aboriginalhr. ca
Employment Outlook for Canada: Opportunities in the Resource Sector Marie-Christine Bernard Associate Director, Provincial and Territorial Forecast Service, The Conference Board of Canada July 19, 2016
Background Information on Research Project • With this project the Conference Board of Canada assessed labour market demand associated with Canada’s major resource development projects over the next 10 years • We identified projected future job openings by occupation and by region • This information can help inform Aboriginal leaders and policymakers to ensure that the Aboriginal labour force has access to the training required to take advantage of the upcoming opportunities in Canada’s resource sector • Our analysis focused solely on labour market needs in resource extraction • We did not include occupations related to the development phase of resource extraction projects
Major Natural Resource Projects • The Conference Board compiled a list of close to 115 of Canada’s largest and most important proposed natural resource projects. • Not a full list of every project that will move ahead over the next decade but they represent the majority of likely new major investment spending given current and expected market conditions. • Value of the major projects • In total, investment spending is estimate to be $342 billion over the next ten years. • About $240 billion are energy related projects and will occur mainly in Alberta • About $68 billion are mineral mines. • $17 billion (energy and minerals) are in the territories.
Methodology • To derive labour demand, we estimated the economic impact of the major projects expected to get underway in the resource sector. • We used our detailed econometric forecasting models for each of the 10 provincial economies and three territories to establish a forecast for the resource sector from 2015 to 2025. • With a forecast for output in hand we were able to derive an employment forecast. We broke out the employment forecast in two groups: expansion and replacement demand. • Finally we broke down the forecast results even further by estimating the demand for workers by occupation.
Canada: Extraction Employment Outlook, by Industry (in 000’s) Source: The Conference Board of Canada; Statistics Canada
Canada: Employment by Industry and Skill Level - 2014 Source: The Conference Board of Canada; Statistics Canada
Canada: Top Occupations in the Resource Extraction Sector – 2015 to 2025 Source: The Conference Board of Canada; Statistics Canada
Canada: Top Occupations in the Resource Extraction Sector – 2015 to 2025 Source: The Conference Board of Canada; Statistics Canada
Canada: Top Occupations in the Resource Extraction Sector – 2015 to 2025 Source: The Conference Board of Canada; Statistics Canada
Canada: Job Openings in the Resource Sector from 2015 to 2025, by Cause and Skill Level Source: The Conference Board of Canada; Statistics Canada
Conclusion for Canada • Employment in the resource extraction sector in Canada is expected to grow just 0. 2 per cent between 2014 and 2025. The oil downturn is dampening the results. • Most of the new 65, 000 job opportunities in the resource extraction sector over the next decade are projected to come from workers retiring. • Our long term outlook for occupations suggest that there will be demand for occupations in a diverse range of skills but the majority will require formal training or education. • In many provinces, Aboriginal people are underrepresented in the resource sector workforce.
www. conferenceboard. ca
Increasing Indigenous Participation In Major Projects: HR Considerations aboriginalhr. ca
HR Approaches That Can Encourage Indigenous Participation In Major Projects Community HR Planning Structures and Systems Job Readiness Approache s Community -based Career Planning Model HR Success Factors Which Encourage Indigenous Participation in Major Projects Interestbased Job Fit Aligning Education with career Goals aboriginalhr. ca
Community HR Planning Structures and Systems: • Example - Cree Human Resources Development Department Single window Mandated by the appropriate authority Facilitates program linkages with community entities, companies and others Culturally relevant training and job readiness Cross sectoral aboriginalhr. ca
Interest-Based Job Fit • Understanding which jobs best fit Indigenous peoples’ personalities, interests, skills etc. More up-front client interviews to determine Job-seekers needs and aspirations Better fit means stronger engagement + better retention Broader range of psychometric instruments Adoption of broader metrics to gauge success aboriginalhr. ca
Aligning Education with Career Goals • Reality check for aspiring Indigenous career seekers • Better systems needed to ensure that education offers and education access aligns with evolving career goals • Stronger career planning and career materials are needed • Result is career candidates who are better prepared for the jobs and careers they most desire aboriginalhr. ca
Getting Indigenous People Job Ready • Ensuring Indigenous people have the essential skills and the micro skills needed to do the job. aboriginalhr. ca
Community-based Career Planning Models • Consideration of community socioeconomic goals • Putting the leadership and community capacity needs into place to achieve those socioeconomic goals • Creating careers for indigenous people who can help facilitate and guide those developments aboriginalhr. ca
Summary and Conclusion • Major projects are a huge stimulus for the economy; • The LMI data indicates that there will be many job and career opportunities for Indigenous people; • The occupational forecasts are valuable because they can help focus communities, companies and others to conduct more precise planning; • The broader challenge is to develop the right HR strategies, practices and approaches which lead to the right outcomes encouraging full Indigenous participation in major projects; aboriginalhr. ca
Summary and Conclusion cont. • A partial framework was offered in this webinar which focuses on some different ways that communities and companies are trying to achieve better Indigenous employment results. Broader metrics needed to plot progress and success. It’s not just about job numbers. It has to do with job fit, employee engagement, retention etc. Community capacity is needed to actualize results e. g. sophisticated infrastructure and systems to plan and implement culturally relevant programs. More emphasis on programs which encourage job readiness. aboriginalhr. ca
Summary and Conclusion cont. Better linkages are needed to align career goals, education offer and education access. The 20/20 Catalyst program offers an informative model which not only provides job and leadership training but is linked to broader community aspirations e. g. green energy planning. aboriginalhr. ca
Join Us At Inclusion Works ’ 16 November 22 -24, 2016, Banff Annual signature event Management Learning Program Networking Recruitment Fair Kocihta Leadership Skill Build Workplace Inclusion Leadership Awards aboriginalhr. ca
Thank you Visit Our Project Site At: https: //aboriginalhr. ca/en/products/category/events/lmi aboriginalhr. ca
Q&A Kelly J Lendsay klendsay@Aboriginalhr. ca 306 291 0424 Craig J Hall chall@Aboriginalhr. ca 902 665 2257 aboriginalhr. ca
- Slides: 33