PRESENTERS Aboriginal Human Resource Council Effective Aboriginal Engagement

PRESENTERS: Aboriginal Human Resource Council Effective Aboriginal Engagement In Major Projects - Kelly J Lendsay - Craig Hall Conference Board of Canada - Marie-Christine Bernard Molloy Negotiations - Tom Molloy Negotiations Aboriginalhr. ca/classroom 1

Agenda 1. Introduction 2. Successful Aboriginal Engagement in Major Projects 3. Update on our LMI Study 4. Negotiating More Effective Agreements with Aboriginal Groups 5. Building Aboriginal Engagements and Relationships 6. Summary 7. Q&A 2 aboriginalhr. ca

Connecting The Dots in Today’s Presentation All presentations today form emphasis on the value of good data in your strategies to establish successful engagements and relationships with Aboriginal people, businesses and communities in major project developments. 1 2 3 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 Aboriginal Engagement in Major Projects • Helping companies develop effective engagements and relationships with Aboriginal people, businesses and communities • Inclusion Leadership helps companies develop a competitive advantage aboriginalhr. ca

Presentation Ten-Year Occupational Forecasting and Technical Analysis: Aboriginal Participation in Major Projects Marie-Christine Bernard Conference Board of Canada (CBOC) aboriginalhr. ca

Making Better Use Of LMI Information Data To Increase Aboriginal Participation In Major Projects • Better national picture on LMI in major projects means companies will be better able to see trends from region to region where labour could be available • Opportunities for Aboriginal people to get ahead of the curve on forthcoming projects aboriginalhr. ca

Scale of Opportunities • In total, investment spending is estimated to be $431 billion over ten years • About $360 billion are energy related projects (oil, pipelines, LNG, electricity generation) • About $71 billion are mineral mines • $17 billion (energy and minerals) are in the territories aboriginalhr. ca

Three Case Studies Economic Impact of Three Major Capital Projects: • Baffinland Iron Mines Corp. Mary River iron mine in Nunavut • Stornoway's Renard Diamond Project Mining in Northern Québec • Avanti’s Kitsault molybdenum mine project in Northwestern B. C. aboriginalhr. ca

Final Forecasting Data Design Considerations: What Will the Final Product Look Like? • E. g. usability of data (e. g. national + regional slices) ü Accessibility ü Other design considerations? aboriginalhr. ca

LMI Project Goals • Conduct a 10 year occupational/skills forecast of the direct employment needs of 125 major projects • Identify the indirect opportunities for local Aboriginal employment stemming from major projects and the economic leakage implications of communities’ nonpreparedness and non-participation (3 case studies) • Disseminate this occupational forecast and other data; organizing 9 discussion forums (electronic + 3 in-person) aboriginalhr. ca

Major Projects List How were the projects selected? • Criteria of selection • Value of the major resource projects 125 projects Forecast labour demand related to the development of resource projects Break down the labour demand into expansion demand replacement demand aboriginalhr. ca

Technical Information on Forecasting Methods How will we derive the economic impact of the resource sector projects? • How are our economic models set up? • CBOC developed and maintains detailed econometric forecasting models and databases • We model each of the 10 provincial economies and three territories • The models define real Gross Domestic Product (GDP) by region, by industry and by expenditure category aboriginalhr. ca

Preliminary Results Estimating the Demand for Workers by Occupation Resulting from Canada’s Major capital projects • More specifically we are developing detailed employment forecasts for Canada’s major resource sector capital projects • We will then be developing projections of future trends in the major sources of job openings (expansion demand replacement demand) by occupation over the next ten years at the national level for Canada’s major resource sector projects aboriginalhr. ca

Preliminary Results aboriginalhr. ca

Preliminary Results aboriginalhr. ca

Preliminary Results aboriginalhr. ca

Presentation Molloy Negotiations Negotiating More Effective Agreements with Aboriginal Groups W. Thomas Molloy, OC SOM QC Molloy Negotiations. aboriginalhr. ca

Underlying Principles Of Negotiating Effective Agreements With Aboriginal Groups Molloy Negotiations Five ways that companies can be more effective in these negotiations: 1. Historical consciousness 2. Cultural empathy 3. Interest-based negotiations 4. Technical negotiations vs political 5. Autonomy and self-determination aboriginalhr. ca

What we mean by “Historical consciousness’? Molloy Negotiations • Understanding the antecedents to the negotiation - From an historical sense, what do parties hope to gain from a successful negotiation? - Real and symbolic gains sought? • What needs to be re-framed in the relationship? - What needs to be maintained and what discarded? • E. g. Reflections on Nunavut Land Claim in this context… aboriginalhr. ca

Cultural Empathy Molloy Negotiations • Know something about the social cultural, political culture of the people with whom you are negotiating; • Companies can become frustrated or feel broadsided when negotiations don’t go the way they would expect; • Cultural empathy means not making assumptions. It means asking questions, and it means listening before making decisions; • Understand the importance of culture and heritage in Aboriginal negotiations. • Illustration – Nisga’a Agreement aboriginalhr. ca

Interest-based Negotiations Molloy Negotiations • Gain “trust” in the relationship; • Communicate the values which will guide the negotiations; • Understand the needs, desires, concerns, and fears that are important to each party; • Is there potential for parties' interests to be combined in ways that create mutual benefit? ; • Your negotiation team has to understand the entire negotiating strategy and know what is firm and what is flexible. aboriginalhr. ca

Technical Negotiations versus Political Molloy Negotiations • There needs to be this separation; • Political sanctioning is important but negotiations usually get done at the technical level; It is important to establish those divisions and clarification of roles up front. aboriginalhr. ca

Autonomy and Self Determination Molloy Negotiations • It’s important that no party controls who the other party can bring to the table. The choice of negotiating team members should be the prerogative of each team; • A certain psychology needs to be maintained in the negotiations, so parties don’t feel boxed in. aboriginalhr. ca

Closing Remarks Molloy Negotiations • Good documentation is critical in negotiations. It is important to record critical points of agreement (and dis-agreement along the way). • What do parties want and expect from the negotiations and how are successes along the way measured and recorded? • These 5 and other underlying principles of good negotiations will help you achieve success. aboriginalhr. ca

Presentation Building Successful Aboriginal Engagements and Relationships Kelly J Lendsay, President & CEO Craig Hall, Chief Fulfillment Officer aboriginalhr. ca

The Inclusion Continuum aboriginalhr. ca

The Council’s Workplace Inclusion System X Axis Inclusion means Improved engagements and relationships with Aboriginal people, businesses and communities Knowledge and Know How Y Axis Strategies and Practices aboriginalhr. ca

Knowledge and Know-how (the “x” axis- 9 Dimensions • You need the right knowledge and know-how in your organization • This is what guides your inclusion strategies and practices aboriginalhr. ca

The Right Strategies and Practices (Y Axis) aboriginalhr. ca

Successfully Engaging Aboriginal Participation in Major Projects – Looking at Company readiness… • The right strategies and practices for effective Aboriginal engagement; • The right knowledge and know-how needed to guide those strategies/practices; Good data is critical, whether its Labour Market Information or other. aboriginalhr. ca

Using our Nine point Framework… The Importance of Good data Four Examples… Each business division needs to establish an accountability framework and metrics for the company’s inclusion strategy aboriginalhr. ca

2 nd Example Company metrics are needed to understand the social and economic impact of major projects for Aboriginal communities E. g. CSR impact metrics are valuable aboriginalhr. ca

3 rd Example What data is your company collecting to assess whether your company brand is well positioned with Aboriginal audiences? How about your employer brand? Is it attracting Aboriginal job seekers? aboriginalhr. ca

Final Example Do you have good data to confirm that your employees are “on-board” with your Aboriginal inclusion agenda? Or, are there bottlenecks at mid management or other levels? aboriginalhr. ca

Your Workplace Competencies Have you put into place the necessary systems to gather the data you need to guide your inclusion strategies and practices? Good LMI is one example of a broader set of data which companies need in order to successfully engage Aboriginal people in major projects, as well as to track and report on those engagements. aboriginalhr. ca

Closing remarks Molloy Negotiations What we learned… • The importance of good LMI data to plan your workforce needs and engage Aboriginal people in your people sourcing strategies; • Five Principles underlying effective negotiations with Aboriginal groups • Organizational competencies and their importance to building effective engagements with Aboriginal people, businesses and communities near major projects. aboriginalhr. ca

Closing remarks Molloy Negotiations Good Information Is Vital To Establishing Successful Aboriginal Engagements And Relationships In Major Projects 1. Labour market forecasts 2. Recording points of agreement in negotiations 3. Data to guide your inclusion strategies and practices aboriginalhr. ca

Final Comments cont… Molloy Negotiations • Thank you to our presenters today; • Leadership Circle; • Inclusion Works ’ 15 May 12 -14, Toronto; • Thanks for Attending. aboriginalhr. ca

Thank You! Q&A Kelly J Lendsay klendsay@Aboriginalhr. ca 306 291 0424 Craig J Hall chall@Aboriginalhr. ca 902 665 2257 Holly Cooper hcooper@aboriginalhr. ca 613 435 2472 aboriginalhr. ca