- How-To-Guide
- Section 1: Making the Most of This Toolkit
- Section 2: Drawing the Blueprint for an Aboriginal Employment Initiative
- 1. See a Gap or Opportunity
- 2. Find Partners
- 3. Assess the Labour Situation
- 4. Decide on an Approach
- 5. Involve Others as Needed
- 6. Define Success
- 7. Make an Agreement
- Some Special Considerations – and Case Studies
- Models of Success – In Urban Centres – Trade Winds to Success, Alberta
- Models of Success – In Rural Communities – Pikwakanagan First Nation, Ontario
- Models of Success – In Remote Communities – Sioux Lookout Area Aboriginal Management Board, Ontario
- Guide to the Tips and Tools
- Why Focus on Aboriginal Employment in Construction?
- Tips for Employers on Establishing Networks and Partnerships
- Aboriginal Employment and Training Contacts
- Tips for Aboriginal Organizations on Partnering with the Construction Industry
- Tips for ASET Holders on Working with the Construction Industry
- Construction Industry Organizations
- Construction Training Programs
- How to Assess the Labour Situation – Comparing Industry Needs and the Aboriginal Labour Force
- Tips for Monitoring and Evaluating the Program
- Section 3: Creating Awareness
- 1. Raise Awareness and Create Interest
- 2. Choose Communications Methods
- 3. Provide More Information
- Some Special Considerations
- Guide to the Tips and Tools
- Effective Outreach and Communication Vehicles
- Defining the Target Audience
- Aboriginal Media
- Sample Promotional Materials / Key Messages
- How the Construction Industry is Organized
- Construction Organizations in Various Provinces and Territories
- List of Trades in the Construction Industry
- Doors into Construction
- Territorial and Provincial Apprenticeship Offices
- Successful Models of Rural/Remote Apprenticeship Programs
- Job Seekers’ Frequently Asked Questions
- Section 4: Building the Foundation: Skill Development
- 1. Identify the skills required
- 2. Assess Current Skills
- 3. Explore available training
- 4. Access training
- Some Special Considerations – and Case Studies
- Examples of successful models
- Models of Success – In Rural Locations – Saskatchewan Indian Institute of Technologies: Career Centres and Taking the Information to the Community
- Models of Success – In Remote Communities – Pangnirtung Community Economic Development Office, Nunavut
- Guide to the Tips and Tools
- Pathways to Apprenticeship
- How Training Works in the Construction Industry
- Examples of initiatives for urban areas
- Examples of initiatives for rural and remote areas
- Section 5: Linking People with Opportunities
- 1. Publicize the Opportunities
- 2. Target The Right Audience: Outreach Vehicles
- 3. Develop Solid Referral Partnerships
- Some Special Considerations – and Case Studies
- Models of Success – In Rural Locations – Grand River Employment and Training (GREAT) Six Nations, Ontario
- Models of Success – In Urban Centres – Squamish Nation Trades Centre, North Vancouver, British Columbia
- Models of Success – In Remote Communities – Cree Construction Development Company, Quebec
- Guide to the Tips and Tools
- Communicating Job Openings
- Where to Find Construction Job Opportunities
- Overview of Job Search Methods
- Tips for ASETS Holders and Other Aboriginal Agencies for Linking People with Opportunities
- Tips for Construction Employers for Linking People with Opportunities
- Aboriginal Agencies and Industry Contacts
- Aboriginal Training and Development Forums
- Section 6: Succeeding with Hiring and Retention
- 1. Understanding Culture
- 2. Getting the Job: A Culturally Appropriate Hiring Process
- 3. Hired! Ensuring Success and Avoiding Cultural Disconnect
- 4. Long-Term Success
- Some Special Considerations – and Case Studies
- Models of Success – In Rural Locations – Manitoba Floodway Project
- Models of Success – In Urban Centres – Partners for Careers, Manitoba
- Guide to the Tips and Tools
- What is Culture and Why Does It Matter?
- Tool: Uncovering My Culture and My Workplace’s Culture
- The Hiring Process in Canada’s Construction Industry
- Section 7: Tools and Resources
- Be sure that the requirements of the employer and the specific Aboriginal employment initiative are clarified. Ask detailed questions.
- Challenge stakeholders’ thinking on the requirements if they pose particular barriers to local qualified workers. Look for innovative solutions to requirements such as a valid driver’s licence or a particular experience/education if these are in short supply in your community.
- Follow up on the candidates you refer. Find out who was selected for the program and why. Follow up again to find out how they did in training or in the first few months on the job. Learn from their experiences to adapt your referral processes if required.
- Educate yourself on bias-aware hiring processes. Know where systemic barriers can arise and work collaboratively with your employer partners to eliminate these barriers from the hiring process.
- Use your contacts and networks to increase information about job opportunities and employers. The more awareness and interest there is within the community, the more candidates you will have for possible referral to the Aboriginal employment initiative and/or other employers.
- Use your contacts and networks to gain feedback about the perception of the employment opportunities and the level of interest in the construction industry. Share this information with your employer partners and help them adjust their communication processes to create more awareness and positive interest.
- Identify and use inclusive job banks. Take advantage of inclusive job banks to post resumés of Aboriginal people across Canada: e.g. Inclusion Network1 www.inclusionnetwork.ca; Aboriginal Job Centre http://www.aboriginalcanada.gc.ca/acp/jc/site.nsf/eng/menu.html; and Job Bank Canada.
- Compile and create a contact list of local and regional construction employers. Get to know them and understand their business concerns.
- Contact local and regional employers to organize a “lunch and learn” talk with such topics as Aboriginal issues, initiatives and partnerships, and benefits to organizational bottom line.
- Keep track of success stories. Share them with the community, with other employers and with other Aboriginal agencies
- 1. The Inclusion Network offers employers a means of posting job opportunities and sending them to more than 350 Aboriginal employment centres. It offers the employment centres access to the latest information from corporate employers. It offers Aboriginal job seekers the opportunity to respond to job offerings and post their profiles and resumés on the system’s Talent Database. It also offers databases on Aboriginal college programs and scholarships. More than 95% of ASET holders have been trained to use the Inclusion Network. Postings go to Aboriginal student centres at more than 80 colleges, as well as Friendship Centres across Canada.
