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Mastering Aboriginal Inclusion Trina Bučko National Director, Organizational Inclusion Strategies. Agenda. Introductions Background of Mastering Aboriginal Inclusion (MAI) Overview of program The future of MAI How to get engaged Wrap up, Q & A. Aboriginal Inclusion.

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Presentation Transcript
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Mastering Aboriginal Inclusion

Trina Bučko

National Director, Organizational Inclusion Strategies

agenda
Agenda
  • Introductions
  • Background of Mastering Aboriginal Inclusion (MAI)
  • Overview of program
  • The future of MAI
  • How to get engaged
  • Wrap up, Q & A
aboriginal inclusion
Aboriginal Inclusion
  • The “culture” of a workplace that attracts, engages, and advances Aboriginal talent.
  • When a successful collection of HR policies, practices and training are combined with positive human behaviour, the result is an inclusive workplace where Aboriginal people can advance to their full potential.
aboriginal inclusion the workplace
Aboriginal Inclusion & the workplace
  • Get to know your co-workers
  • Leverage diversity for a higher functioning team
  • Combat racism
  • Build better business relationships
  • Dispel myths and misunderstandings
  • Improve communication
  • Better knowledge to increase recruitment efforts
  • Encourage retention
background of mai
Background of MAI
  • 29 companies participated in development of MAI – Networks of Change
    • Participated in focus groups, review of the modules, and testing the training
    • Shared promising practices, interviews, case studies
mai activities
MAI Activities
  • Canada’s Racism Free Workplace Strategy
    • Workshops, webinars, tip-sheets & tools
  • Sector Councils
    • Custom modules & training
    • Delivering internal staff workshops
  • Private in-company workshops
  • Public workshops
remember
As with any set of training materials it is not possible to claim universal application.

Each Aboriginal person is a unique individual, as are individuals from every other culture.

MAI is not a train the trainer platform.

Remember…
key objectives
Develop a comprehension of the business case for Aboriginal inclusion

Navigate your journey on the Inclusion Continuum

Understand the significance of the historical exclusion of Aboriginal people in Canada

Identify key strategies to increase recruitment, retention, & advancement of Aboriginal talent

Key Objectives
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Mastering Aboriginal Inclusion Program

Inclusion embraced as

the cultural norm

Inclusion as a catalyst for growth

Inclusion nurtured as a core competency

Inclusion as a business imperative

Inclusion as public relations

Inclusion as forced compliance

Inclusion is not on the radar screen

the business case
The Business Case
  • Aboriginal demographics
  • Labour and skills demand
  • Diversity
  • Corporate social responsibility
aboriginal demographics 2006 census
Aboriginal Demographics (2006 Census)
  • Growing six times faster than general population
  • 1.7 million (4% of population)
  • 54% reside in major cities
  • Unemployment rate 13.2% (5.2%)
  • 48% are under 24 years of age
labour and skills demand
By 2017, Aboriginal persons of working age should represent one million workers -- about 3.4 % of the overall working-age.

Human and economic potential of engaging Aboriginal people in the workforce = GDP contribution by 2017 of 162 billion.

Centre for the Study of Living Standards

Labour and Skills Demand
diversity
Diversity is not tied to legislation

Diversity maximizes the potential of all employees

Employees are able to contribute fully, regardless of any differences

Managers must be equipped to implement and sustain diversity strategies

Diversity
corporate social responsibility
Corporate Social Responsibility
  • Improved relationships with Aboriginal communities & organizations
  • Positive reputation to aid in attracting employees
  • Loyal and repeat customers
  • Investors, customers & employees want to be associated with ‘good’ companies
history
History

First Nations

  • Original inhabitants which had diverse lifestyles in independent societies

Métis

  • A distinct culture of mixed European and First Nations family descendants largely based in western Canada

Inuit

  • First peoples of the arctic and northern regions of Canada
make up of first nations 2006 census
698,025 FN people; 633 bands representing 52 Nations and 60 distinct languages

Median age: 25 years

42% live on reserve, 58% off reserve

30% speak an Aboriginal language

Most commonly spoken language: Cree

Make-up of First Nations (2006 Census)
make up of m tis 2006 census
Population: 389,785

Median age: 30 years

Almost 70% of Métis live in urban areas

Older Métis more likely to speak an Aboriginal language

Make-up of Métis (2006 Census)
make up of inuit 2006 census
Population: 50,485

Median age: 22

78% Inuit live in “Inuit Nunaat”

69% speak Inuktituk

Make-up of Inuit (2006 Census)
examples of systemic exclusion
Examples of Systemic Exclusion

Cultural

  • Impact of residential schools

Social

  • Could not gather in groups; celebrations banned

Economic

  • Loss of status if pursued university, military or legal professions

Political

  • Could not vote in federal elections until 1960 – 40 years after women in Canada received the vote
recruitment challenges
Recruitment Challenges
  • Do you encountered challenges when seeking Aboriginal applicants ? If so what are they?
  • Do you feel there could be barriers faced by Aboriginal applicants within your application/ hiring processes? If so what are they?
  • Strategies to increase your pool of candidates.
components of cross cultural interviews
Components of Cross –Cultural Interviews
  • Guidelines for interviews
  • Interview settings
  • Resume evaluation
  • Assessing a candidate
additional mai topics
Additional MAI Topics
  • Retention challenges & practices
  • Advancement
  • Elements to an effective Inclusion Strategy
  • Partnership
  • Case studies & promising practices
growth of mai platform
Growth of MAI Platform
  • Modules now available in CD-Rom format
  • Webinars based on existing MAI modules to be released spring 2011
  • New topics are underdevelopment to expand inclusion training
  • Customizable in-company training
  • Advisory services assist companies to integrate MAI strategies
mai engagement
MAI Engagement
  • Book an in-company one day
  • Attend a pre-scheduled workshop
  • Use points to sponsor your sub-contractors or Aboriginal partners to attend a workshop
upcoming workshops
Upcoming Workshops
  • Toronto June 7, 2011
  • Winnipeg September 20, 2011
  • Vancouver November 8,2011

aboriginalhr.ca