Saskatchewan - AHRDCC - Workforce Connex

Workforce Connex 

Saskatchewan Forum: 

Building Strong Aboriginal 

and Private Sector Partnerships 

March 26-27, 2008 

Saskatoon, Saskatchewan

Acknowledgement 

The Aboriginal Human Resource Council (AHRC) would like to acknowledge and thank members of the Saskatchewan advisory committee who dedicated their time and 

talents to help make the Saskatchewan Workforce Connex forum a successful event. 

Saskatchewan Workforce Connex Advisory Committee 

AHRDA Representatives 

• Tavia Inkster, Gabriel Dumont Institute Training & Employment (Métis AHRDA) 

• Roger Schindelka, Saskatchewan Indian Training Assessment Group Inc. (First Nations AHRDA) 

Federal Representatives 

• Chris Belheumer, First Nations and Métis Relations, Regina 

• Victoria Gubbles, First Nations and Métis Relations, Regina 

• Peyasu Wuttunee, Health Canada, Regina 

• Rita Kinwequon, Indian and Northern Affairs Canada, Saskatoon 

• Larry Sanders, Statistics Canada, Regina 

• Kevin Kowalchuk, Service Canada - Committee Chair, Regina 

• Pat Sanderson, Service Canada, Saskatoon 

Labour and Aboriginal Employment Representatives 

• Tavia Inkster, Gabriel Dumont Institute Training & Employment Saskatoon 

• Brian Kembel, Métis Nation-Saskatchewan, Saskatoon 

• Roger Schindelka, Saskatchewan Indian Training Assessment Group Inc., Saskatoon 

• Burton O’Soup, First Nations University of Canada 

Non-profit Organizations 

• Darrell Lechman, Saskatoon Youth Arts Programming, Saskatoon 

• Tracy Meyers, Employment Resource Facilitator, Regina & Supported Employment Transition Initiative, Prince Albert 

Private Sector 

• Pam Schwann, Saskatchewan Mining Association, Regina 

Province of Saskatchewan 

• Dave Fischl, Ministry of Highways & Infrastructure, Prince Albert 

• Giselle McCarthy, Ministry of Advanced Education, Employment & Labour 

Aboriginal Human Resource Council 

• Don Parenteau, Aboriginal Human Resource Council, Saskatoon 

• Tannis Wengel, Aboriginal Human Resource Council, Saskatoon 

• Peggy Berndt, Aboriginal Human Resource Council, Saskatoon 

• Colleen Ostlund, Aboriginal Human Resource Council, Saskatoon 

• Susan Jarvis, consultant and facilitator for the Aboriginal Human Resource Council 

We would like to acknowledge and thank our First Nation Elder, Alma Kytwayhat and our Métis Elder, Peter Bishop for their commitment 

to the opening and closing prayers. 

The national Workforce Connex forum series is administered by the Aboriginal Human Resource Council with funding support provided from the Sector Council 

Program, Human Resources and Social Development Canada. 

Published: June 2008 

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Saskatchewan Workforce Connex Report

TABLE OF CONTENTS 

Acknowledgement.......................................................................................................................................................................................... 2 

Message CEO/President Aboriginal Human Resource Council......................................................................... 4 

Executive Summary......................................................................................................................................................................................... 5 

Part 1: 

Part 2: 

Forward.......................................................................................................................................................................................................................5 

Synopsis......................................................................................................................................................................................................................5 

Forum Discussions.......................................................................................................................................................................................... 6 

Part 1: 

Part 2: 

Part 3: 

Part 4: 

Part 5: 

Part 6: 

Part 7: 

Part 8: 

Market Overview..........................................................................................................................................................................................................6 

Walk in My Shoes: / Moccasins...................................................................................................................................................................................6 

Success Stories...........................................................................................................................................................................................................7 

Supply Side Issues Roundtable....................................................................................................................................................................................7 

Networking................................................................................................................................................................................................................12 

Promising Practices Panel - Demand..........................................................................................................................................................................12 

Demand Side Issues Roundtable................................................................................................................................................................................12 

Strategies and Commitments.....................................................................................................................................................................................16 

Overview of the National Trades Strategy....................................................................................................................... 19 

Appendices.............................................................................................................................................................................................................. 20 

Appendix 1: 

Appendix 2: 

Appendix 3: 

Appendix 4: 

Forum Agenda.....................................................................................................................................................................................................20 

Attendance.........................................................................................................................................................................................................24 

Evaluation Summary............................................................................................................................................................................................38 

Glossary of Terms................................................................................................................................................................................................43 

Aboriginal Human Resource Council Saskatchewan Workforce Connex Report 3

Message CEO/President 


Kelly Lendsay 

June 2008 

Dear Workforce Connex participant, 

It is my pleasure to present the outcomes of the 10th forum in the national Workforce Connex series, which was held in Saskatoon, Saskatchewan 

March 26- 27, 2008. 

The concept behind Workforce Connex came to life after Human Resources and Social Development Canada undertook a series of roundtable discussions with 

stakeholders across the country in 2005. The principal purpose of the tour was to bring together Aboriginal Human Resource Development Agreement holders 

(AHRDAs), the private sector and other key stakeholders to discuss better collaboration in Aboriginal labour market development. 

Throughout this process the Aboriginal Human Resource Council (AHRC) emphasized the importance of collaboration, coordination and communication to achieve 

superior results. All potential partners — government, the private sector, training institutions, community groups and Aboriginal people — have to be committed to 

implementing sustainable partnership strategies. 

It was rewarding to see this vision unfold through active discussion among all participating stakeholder groups at the Saskatchewan forum. Participants were engaged 

in discussion and motivated to break down barriers and find solutions to advance the training, recruitment and retention of Aboriginal workers, with a special focus on 

trades and apprenticeship. 

It is now critical for Saskatchewan Workforce Connex participants to continue dialogue and build strong and sustainable partnerships that will encourage and provide 

training and jobs for Aboriginal people in Saskatchewan. 

The council will continue its work to facilitate discussion among trades and apprenticeship stakeholders to help build a skilled Aboriginal workforce that feeds the 

growing need of Canada’s Aboriginal people and economy. 

We would like to thank you, the participant, for your active engagement in Saskatchewan Workforce Connex. The council looks forward to your continued involvement 

and added value in this multi-dimensional partnership initiative. Your role is critical! 

Kelly Lendsay, MBA 

President and CEO 


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Executive summary 

Foreword 

This report is a summary of findings from the Saskatchewan Workforce Connex 

forum. The findings outlined in this report are representative of the Saskatchewan 

participants and have not been altered or analyzed in any way. 

This summary is focused on the input participants shared during interactive 

roundtable and plenary discussions. The findings will serve as a starting point for 

the development of new partnerships between the private sector and Aboriginal 

employment centres in the Saskatchewan region, and for the development of the 

region’s go-forward action plans. 

The “AS SAID” reports from across the country will be analyzed for trends that 

will be captured in a comprehensive and integrated national report that 

will be used to shape initiatives in the council’s national Aboriginal trades 

and apprenticeship strategy. 

Synopsis 

Workforce Connex is a national forum series that has been designed to increase 

Aboriginal participation in targeted trades employment and apprenticeship 

programs. The forums are intended to create, strengthen and leverage regional 

partnerships and collaborative networks that offer resolve to Aboriginal 

employment training, recruitment and retention issues. 

On March 26-27, 2008, a group of committed stakeholders representing private 

sector employers, Aboriginal Human Resource Development Agreement holders 

(AHRDAs), government and educators convened at the Saskatchewan Workforce 

Connex forum in Saskatoon, Saskatchewan to discuss ideas and commitments 

that will increase Aboriginal participation in the Saskatchewan economy. 

The discussion occurred in seven stages: 

Part 1: Market Overview: a presentation on the Saskatchewan 

labour market was made by Kevin Kowalchuk, Director for 

Strategic Partnerships for Service Canada to create context for 

the day’s discussion. 

Part 2: Walk in my Shoes / Moccasins – 

A Personal Connection: in an effort to better understand 

each other’s challenges, the participants reversed roles whereby the 

AHRDAs were asked to walk in the shoes / moccasins of business 

and the private sector participants were asked to walk in the shoes / 

moccasins of AHRDAs. 

Part 4: Supply Side Issues Roundtable: the discussion helped 

Aboriginal employment agencies and the AHRDA community (supply 

side) to get to know various employment trends and challenges that 

business and industry are facing in Saskatchewan. 

Part 5: Networking: participants were given an opportunity to network 

and meet other individuals and organizations dedicated to connecting 

demand and supply. 

Part 6: Promising Practices Panel- Demand: 

four presentations were made on successful projects that have 

found promising practices and approaches to increase the number 

of Aboriginal people in the workforce. 

Presenters: 

• Wayne McKenzie, First Nations and Métis Relations 

• Linda Cowan, Northlands College - Multi-Party Training Plan 

• Darren Roy, Cameco 

• Gary Daniels, Dakota Dunes Casino 

• Dave Fischl, Ministry of Highways and Infrastructure 

Part 7: Demand Side Issues Roundtable: The discussion helped 

employers (demand side) to better understand the foundation, role 

and employment challenges of the AHRDAs and their clients 

in Saskatchewan. 

Part 8: Strategies and Commitments: Participants built a list of 

commitments to ensure the value of the forum would extend into 

actions and long-term partnerships. 

Through the facilitation of local professionals, participants were able to 

increase their mutual understanding about the challenges and opportunities 

to increase Aboriginal participation in the Saskatchewan labour market. There 

was a consensus that increased momentum is required to drive the connections 

between the supply side (AHRDAs and Aboriginal organizations) and the demand 

side (employers). 

It was recognized that the forum was only a beginning; a catalyst to actively and 

consciously begin to move the agenda forward in Saskatchewan. As a starting 

point, 86 commitments were made. 

The work done in Saskatchewan will be integrated into a single report that will be 

used to shape initiatives in the overarching Aboriginal Human Resource Council’s 

national Aboriginal trades and apprenticeship strategy. 

Part 3: Success Stories: Aboriginal spoke about their career journey: 

• Terrance Deranger, Cameco 

• Janelle Roy, Western Broadcasting Academy 

• Christina Wiebe, Dumont Technical Institute 

• Crystal Dreaver, Dunmac General Contractors 


THE DISCUSSION 

Participants shared ideas about how to increase Aboriginal participation in 

trades and apprenticeship in the Saskatchewan region. The dialogue and 

deliberations at the session are contained below. 

Welcome 

Kelly Lendsay, AHRC President and CEO welcomed all participants, gave special 

thanks to the Elders, and introduced the dignitaries who offered opening remarks. 

Opening Remarks 

The following leaders provided opening remarks and wished the participants well 

as they completed their work for the day and a half session: 

• 

Honourable June Draude, Minister of First Nations & Métis Relations 

• Honourable Rob Norris, Minister of Advanced Education, Employment 

and Labour, Province of Saskatchewan 

• 

• 

Robert Doucette, President, Métis Nation-Saskatchewan 

Vice Chief Guy Lonechild, Federation of Saskatchewan Indian Nations. 

PART 1: Market Overview 

Kevin Kowalchuk, Strategic and Corporate Services for Service Canada, 

Saskatchewan Region, gave a presentation on the Saskatchewan labour market 

titled “Saskatchewan at a Glance - Key Trends in the Labour Market.” The main 

points include: 

• Compared to the rest of Canada, Saskatchewan has more seniors and 

the highest proportion of residents under the age of 15 years, making the 

working age population relatively small. Saskatchewan’s employment rate 

is on the rise due to strong commodity prices resulting in a strengthened 

labour market. 

• Saskatchewan is currently experiencing a shortage of skilled workers and 

this trend is expected to increase as more baby boomers retire. Many 

Saskatchewan employers are facing recruiting difficulties and are looking 

outside of Canada for workers. 

• Saskatchewan’s Aboriginal population is younger than the mainstream 

population. The employment rate for Aboriginal people is 21% below the 

rate for non-Aboriginal adults. 

• Education of Aboriginal people is required to close the employment rate gap 

between Aboriginal and non-Aboriginal people. There is a disproportionate 

share of the population that has no postsecondary qualifications. 

• An interesting North/South comparison in Saskatchewan shows that the 

population of Northern Saskatchewan and that of the Town of Estevan are 

almost equal. The participation rate in Estevan is 12% higher than in the 

North, and the unemployment rate is 17% lower in Estevan than it is in the 

North. To bring the North up to the same employment rate as the Estevan 

area will require over 6,000 more jobs filled by Northern residents. 

To maintain the current northern participation rate, the number of Northerners 

working and looking for work will have to increase by 4,800 by 2021. 

PART 2: Walk in my Shoes / Moccasins - 

A Personal Connection 

In an effort to better understand each other’s challenges, the participants 

reversed roles whereby the employers were asked to think and act like they 

were members of the Aboriginal community or AHRDA group, while the Aboriginal 

community and AHRDAs were to think and act like they were employers. Through 

the discussions the supply and demand sides discovered the common ground 

that would define the rest of the day’s discussions. 

Question asked…Why do we have so few Aboriginal workers 

in our company 

Below is a summary of points identified (and recorded) by each of the groups 

representing the supply and demand sides of the conversation. The thoughts 

have been organized into the following themes: 

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Communication and Awareness 

Education, Training and Skills 

Institutional Barriers 

Cultural Factors 

Specific Needs of Individuals 

Racism, Stereotypes and Misperceptions 

Communication and Awareness 

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Lack of communication skills works against applicants. 

Language barriers prevent success. 

Lack of knowledge of job opportunities affects recruitment. 

Not knowing who to contact to connect jobs with people is an issue. 

Education, Training and Skills 

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Lack of skills, education, reliability. 

Lack of education and training facilities. 

• Need trade schools in the north. 

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Lack of practical training and essential skills are barriers. 

Lack of skills, experience, and education prevent advancement. 

Waitlists for training opportunities discourage applicants. 

Entrance requirements prevent some from attending. 

Institutional Barriers 

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Having a driver’s license is a huge necessity. 

• Lack of support system for workers (e.g. childcare, housing, transportation, 

language) is discouraging. 

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Lack of low skilled jobs – workplace literacy. 

Lack of short term employment opportunities. 

Some companies like to hire from one geographical area. 

Some work is seasonal. 

• Union closes the doors (policies around seniority work against 

Aboriginal advancement). 

• Employers may have Aboriginal employment strategies and policies but 

are not authentically implementing the policies and strategies. 

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Lack of family support and affordable housing affects success. 

Need to get the workplace ready and prepared for the Aboriginal workforce. 

Lack of financial resources prevents people from starting jobs. 

Cultural Factors 

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Cultural sensitivity training is needed. 

Lack of understanding — cultural differences need to be overcome. 

Aboriginal workers need more role models and mentors. 

Specific Needs of Individuals 

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Many cannot pass a drug test. 

Lack of trust for establishment makes it hard to ask for help. 

Lack of confidence and skills can be paralyzing. 

Fear of success/failure is too common. 

Appropriate clothing and appearance are challenges. 

Lack of social acceptance is discouraging. 

Lack tools/equipment to meet job requirements. 

Racism, Stereotypes and Misperceptions 

• 

• 

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Employer misconceptions lead to labeling and stereotypes. 

Nepotism is too common. 

Once quotas are met the effort dries up. 

• Present employees bully new employees (Caucasian bullies 

target Aboriginal workers). 

• 

Gender bias and ageism are more pronounced with Aboriginal workers. 

• Barriers include transportation, childcare, low wages, criminal 

records and discrimination. 

• Poor social skills contribute to racism and rejection of diversity 

in the workplace. 

• 

Lack of knowledge of native culture affects workplace attitudes. 

PART 3: Success Stories 

Four profiles were presented of successful Aboriginal individuals that have 

overcome barriers to achieve a career of their choice: 

• Terrance Deranger, Cameco 

• Janelle Roy, Western Broadcasting Academy 

• Christina Wiebe, Dumont Technical Institute 

• Crystal Dreaver, Dunmac General Contractors 

PART 4: Supply Side Issues Roundtable 

The purpose of this discussion was to help Aboriginal employment agencies 

and the AHRDA community (supply side) to get to know various employment 

trends and challenges that business and industry are facing in Saskatchewan. 

The dialogue questions were: 

Supply Barriers to Employment 

Q. Business (jobs) to share… 

• What is preventing you from employing more Aboriginal people at 

your workplace 

• What are their challenges & frustrations with engaging the 

Aboriginal community 

• What are the difficulties with recruitment & retention of Aboriginal workers 

• Is there anything you need to know about AHRDAs that will improve your 

engagement with the Aboriginal community 

Q. AHRDAs (people) are set up as advisors to business 

• How do AHRDAs work What is your menu of services 

• How do you get the word out about your clients 

• Provide advice to business about how to overcome. 

A: What is preventing you from employing more Aboriginal 

people at your workplace 

• Company does not want to hire clients because of a lack of experience 

and ambition to advance. 


• 

• 

AHRDA counsellors meet with employers to get clients into particular positions. 

We find that qualified clients are not getting hired. 

• Skills are not up to par – Aboriginal workers start at very bottom of the wage 

scale because they do not have specific certifications needed for the job. 

• 

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There are not enough training dollars for individuals. 

Language barriers prevent success. 

• The cost of living to go back and get an education is high; don’t want to 

go back (start over again). 

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Unable to locate employees who have moved; no current address known. 

Reputation of Aboriginal workers from past jobs. 

There is a lack of economic opportunities (higher pay level). 

Employers do not know how to get to the supply of Aboriginal talent. 

Child care (cost/availability) is required but not always available. 

• Not being qualified for Employment Insurance or Social Assistance 

programs/training. 

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There is age/appearance discrimination. 

Stereotyping is common (e.g. false belief that they won’t show up for work). 

There is a lack of affordable housing and relocation costs are high. 

There is not full recognition of soft skills vs. diploma/education. 

People will shun jobs because the jobs require a high skill level. 

Employers need to make qualifications flexible. 

• Many people looking for work want to stay in their own communities and this 

is a major reason for turnover – they are moving back home. 

• Biggest failure of employers to recruit is the transition of people moving 

from rural to urban. 

• People want to work/advance themselves but the city is very intimidating – 

transportation, grocery stores, people not familiar with city. Need mentors to 

assist with these issues. 

• Employers require skilled people now and Aboriginal people do not always 

have the skills in place. 

• Recruitment: Have Aboriginal people review the job advertisements to make 

them more friendly. 

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What is creating hostility 

Wording of job ads – not always welcoming of diversity. 

Need more conferences with potential employees. 

Employees/employers need to be educated on culture. 

Difficult to find the right agencies and know who to contact. 

• Cannot attract into service industry because they are seen as 

“dead end jobs.” 

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People do not self-identify. 

Licensing groups do not recognize other qualification bodies (eg. Nursing). 

Need for Grade 12 /GED equivalences is a barrier. 

Applicants lack life skills, have self-esteem issues (shy, lack of confidence). 

Need to build a comfort level – perhaps through career fairs. 

• Selection process can be difficult for Aboriginal recruits (interview questions, 

preparing/applying for jobs). 

• Employment counselors – get clients to take risks and employers to increase 

comfort level by doing presentations. 

• Welcome sessions at workplace by building the relationship between 

employer and employee. 

• 

Lack of cultural sensitivity – getting the workplace ready for everyone. 

• Need holistic development – how life skills transfer from job to job; 

assessments of prior learning. 

• 

• 

Show employers care by taking steps to increase retention. 

Address racism in the workplace and how it impacts individual career paths. 

A: What challenges and frustrations do you experience when engaging 

the Aboriginal community 

• 

• 

Finding qualified people for positions. 

Candidates have training but insufficient experience. 

• Industry and training institutions need to agree on industry 

entrance requirements. 

• 

Clients unwilling to relocate. 

• Aboriginal people do not always have the prerequisites to enter 

training programs. 

• How do we motivate clients to: 1) choose training 2) Show up for training 

3) show up for work. 

• 

• 

Clients need support to manage pressures from peers and relatives. 

Clients may need basic life skills training. 

• Lack of formal education makes it challenging to get people to go back to 

further training. 

• Grade 12 (or equivalent) is required for many jobs. Those that have grade 12 

often have no skills. 

• Applicants don’t know how to sell themselves to employers and have trouble 

expressing themselves in person. 

• 

• 

Lack of confidence (don’t make eye contact). 

Employers may be unaware of cultural differences. 

• Although employee may have skills, they still can’t get a job. 

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Biases/prejudice of employers. 

Applicants may not want to self-identify as Aboriginal. 

Multi-generational non-employment and on social assistance. 

Applicants could lose childcare and other subsidies if they earn higher wages. 

No role models means not seeing outcome of work; paid employment not 

seen as reality which re-enforces low expectations. 

Lack of support to break the cycle (family-community). 

More disabilities – more difficulty to get trained/skilled jobs. 

Consistent expectations of employers i.e. 9-5, Monday – Friday; employers 

need that commitment from employee. 

“Employers not flexible enough to meet my needs” – too rigid. 

Old mistakes keep following employees around. 

Over educated/trained don’t know why they took the training; 

not focused on a real goal. 

Employers want commitment and employees hesitate to commit. 

Can’t match skills and jobs. 

Feel like a minority if they have to move to another community. 

Can’t complete my apprenticeship because jobs are out of my community. 

Literacy – long application forms work against many candidates. 

Addictions issues vs. the need to stay sober while working (social, historical, 

money to feed addiction). 

Need for public transportation, both rural and urban. 

Employee may expect another ‘bad experience” – would prefer to work for 

an Aboriginal employer; wants to feel comfortable and accepted. 

Employers need list of contacts of service providers for all communities 

—— Where do I find these agencies How do I find AHRDA agencies 

—— What kinds of services or programs does each provide 

—— How do service providers conduct interviews for people that 

are ready to work 

Training for employers on cultural awareness/sensitivity. 

Employers need to look at the Job Bank to look for workers. 

What can employers do to have direct access to recruiting new workers 

Employers should offer a warm/welcoming environment that does not intimidate. 

People are not confident of themselves or of the process. 

Need more supports to stay in school. 

Single parent families present pressures. 

Getting into upgrading can be difficult. 

Maintaining contact with clients is an issue – mobility. 

• Social programs are our worst enemies – by getting a job, people may lose 

security of having their housing / utility bills paid. 

• 

• 

Require more than minimum wage. 

Many lack “budget” understanding of payroll deductions, budgeting, etc. 

• Middle class is the one who suffers – “working poor” don’t qualify for 

supplements like subsidized housing. 

• 

Single parents who work for wages cannot afford to pay living costs. 

• Treaty people lose some ‘independence’ and do not access other 

opportunities of mainstream. 

• Lack of communication – in Saskatchewan, its always been taboo to talk 

about Aboriginal issues e.g. “Indians don’t pay taxes.” 

• 

• 

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Employment equity has pros and cons. 

Saskatchewan people need to open the dialogue. 

We talk real issues in our own groups but keep quiet outside or in workplace. 

A: What are the difficulties with recruitment & retention of 

Aboriginal workers 

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Jobs are advertised but not enough response. 

Clients don’t feel prepared with the right education. 

Clear understanding of what skills are needed for jobs. 

Competency vs. education. 

Grade 12 requirement is a barrier. 

• When employers advertise they ask for ‘preferred’ qualifications; clients don’t 

apply because they believe they aren’t qualified. 

• 

Tight labour market is a barrier. 

• Employers can’t get to the supply side, and the supply side can’t get workers 

to move to where the jobs are. 

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Communication between the employer and the supply side is a barrier. 

Lack of onsite accommodations, transportation make recruiting hard. 

No jobs in the region. 

Possibility to work ‘seasonally’ in order to spend time at home. 

Clients are not aware of the opportunities out there. 

• Where is the incentive for Aboriginal people to leave home, family — 

sometimes they have responsibilities they feel they can’t leave. 

• 

Partnership development between supply and demand sides needs to be done. 

• Need to prepare the workplace for Aboriginal people (workforce culture 

can be exclusive). 

• AHRDA is able to provide money for supports e.g. childcare, transportation, 

living allowance, etc. 


• 

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Need human rights and labour laws education for clients. 

There is a need for life skills training to increase confidence/self esteem. 

Mentorship and role models are required. 

Need to create self reliance in clients and self confidence. 

• Need for clients to have basic package for employment – 

picture ID, bank account. 

• 

• 

Clients in today’s world – its your choice when you want to go. 

Ministry of Health goes to schools to talk to youth. 

• How do counselors get connected with employers There are 

so many employers. 

• Need for head offices to create partnerships, develop 5-10 year plans, 

and bring in trainers if needed. 

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What can employers do Go down into school levels. 

There is a lack of connection in employer community. 

Provide sensitivity training/awareness for everyone. 

Provide funding for tuition/books, tools, travel and living allowance. 

Develop employment councils. 

Businesses are not approachable — need to be more open. 

Lack of knowledge of what opportunities there are. 

Not able to find higher qualified candidates. 

Need phone numbers on resume. 

Buy into what they are building. 

Unionized – can’t offer full time employment. 

HR practices need to change in order to retain. 

• Can only have full time – will supply wage subsidies (16 week wage subsidy 

available through AHRDAs). 

• Need better understanding of the general scope of the AHRDAs and 

what they can and cannot do. 

• 

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Grade 10 is minimum entrance for trades. 

Can’t find clients for training. 

Keeping people in training programs is a challenge (low attendance). 

A: Is there anything you need to know about AHRDAs that will improve your 

engagement with the Aboriginal community 

• Can internship posting be sent to AHRDA office to be communicated to 

Aboriginal workers Yes. 

• Aboriginal workforce strategy - mentorship – disconnect between employers 

and training. Where should we send people to access an AHRDA 

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Focus mentorship program on goals and outcomes – on individual needs. 

What services do they provide 

Do they have consultants to assist employers 

We need training program information. 

Where are they located 

Who can benefit from them 

What is the future of the AHRDAs 

Do they provide anything to help employers with employee retention 

Should AHRDAs “make themselves known” at the band offices and employers 

Local demographic information or small urban communities. 

• Do they have uniform or consistent ways of approaching clients – 

upgrading, projects, partnerships, women in trades programs 

• Challenge – How does an employer know who to contact or how 

to contact AHRDAs 

• 

• 

Who do the AHRDAs partner with 

How do we establish a procedure/network 

• Is there a website that can be used nation-wide regarding AHRDAs 

Can employers access this information 

• How do AHRDA folks find out what minimum qualifications are required 

for a position 

• How can we work better with a business to be proactive in preparing for 

future job opportunities 

• How can I get information about your interview questions so I can better 

prepare applicants for the interview process 

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How do we prepare our workforce 

How do we help Aboriginal people in the workplace 

• What supports can we give them Management support 

How do we achieve this 

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What kind of mentorship is required 

What are the issues for small businesses 

How do they recruit, identify, attract Aboriginal employees 

How do they develop contacts No internet access – fax 

• Employers are afraid to make mistakes; how do we promote the notion that 

mistakes are learning opportunities 

• Employers fear mistakes could lead to human rights complaints. 

Is an advisory committee required 

• A lot of competition; many employers are looking for qualified 

Aboriginal people. 

• How do we motivate people to self identify as Aboriginal 

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Employers must find innovative ways of recruiting / developing employees. 

On the employer side: 

—— Reduce strong behavior of questions 

—— Don’t be too stringent 

—— Make it more of a conversational interview 

—— Be flexible with their interview – take away old school interview. 

A: How do you get the word out about your clients 

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Advertising through Aboriginal newspaper. 

Speak to the group that they want to reach. 

Employer to go to the training institutes and do a speech about a job. 

Saskatoon Aboriginal Employment Network. 

Contact employers directly and check what they need for employees. 

Join chamber of commerce. 

• Have presence in high schools to let them know about scholarships 

and bursaries. 

• 

Talk to clients about wage subsidies and employers. 

A: Provide advice to business about how to overcome barriers to positive 

engagement with AHRDAs. 

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Training institutions willing to work with employers. 

Employment readiness programs with hospitals currently taking place. 

Clients must have a treaty number. 

Provide tools and work boots for someone who has gained employment. 

• Provide funding for non-university program (2 years or less) including tuition, 

books, living allowance. 

• Discussion between education/training and the employer; confusion as 

to where people should be trained. 

• Employers don’t understand how the institutions connect or interact 

with one another. 

• Lack of education among employers regarding AHRDAs and 

education/training. 

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AHRDAs – lack of networks in business communities. 

Suggest meeting with employers – wage subsidy. 

Trades certification required – insufficient training budget. 

AHRDAs want to partner with business but need to be approached. 

Provide a forecast of employment needs i.e. what will be needed in 5 years 

Get programs accredited, commit to apprenticeships. 

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Linkages/memberships to training programs/communication strategies. 

Mentorship is an important aspect of retaining new employers. 

Need a source of support for new employers to an organization. 

• Focus mentorship program on goals and outcomes; should be right for 

the individual partnerships. 

• 

Relationships need to be developed first; then form partnerships: 

—— Willing to have direct conversation. 

—— Can’t be so sensitive to what others say. 

—— Leave political correctness out of the conversation. 

—— Get everything out on the table first; have to have “courageous 

conversation” initially. 

—— Have to clear the air at beginning of a partnership – 

be genuine and honest. 

—— Be willing to invest the time. 

—— Not easy when there is past history, but history needs to be 

discussed before moving forward. 

—— Know where you need to get to – may be difficult at first. 

• Need to ready communities in order to respond to employers. What 

resources do they need What training do they need 

• 

• 

• 

• 

• 

Employers need to have workplace ready to bring in new people. 

Disconnect between Employers and training. 

Strategy is a systems approach; need a broader picture. 

SGI is making progress with internship programs. 

Better awareness of service providers; where do employers go 

• Create a list of organizations that are preparing people for work, then 

provide this to employers. Also mention what these people can do – 

skills and abilities. 

• 

• 

• 

Find a way to break barriers that clients are creating for themselves. 

AHRDA jargon is a barrier for employers. 

How do employers find AHRDA/Service Providers 

• Employers need to do away with old school interview and recognize soft skills 

vs. primarily diploma/education. 

• 

Preparing the workplace culturally: 

—— Education of misconceptions 

—— Canadian history portrays one perception 

—— Lack of ‘stories’ – Aboriginal awareness 

—— Need more ‘open’ co-workers to avoid racism at work 

—— People turn a blind eye to racism. 


• Many northern clients don’t have English as a first language (for immigrants, 

everyone understands they need English as a first intervention). 

• 

• 

• 

Residential schools – What you don’t acknowledge can’t be healed. 

Everyone in Saskatchewan should understand Aboriginal perspectives. 

Sometimes hurtful racist remarks are unintentional. 

• The only reason an employer would want to hire an Aboriginal is because 

no more farm youth are around. 

• 

• 

Employers must be prepared to pay a living wage (don’t expect wage subsidy). 

Saskatchewan employers have been underpaying staff for too many years. 

• Perception that Aboriginal people are given jobs when they don’t 

have credentials. 

Part 5: Networking 

Participants were given an opportunity to network and meet other individuals and 

organizations dedicated to connecting demand and supply. 

ParT 6: Promising Practices 

PaneL – Demand 

Four presentations were made on successful projects that have found promising 

practices and approaches to increase the number of Aboriginal people in the 

workforce. Presenters included: 

• Wayne McKenzie, First Nations and Métis Relations 

• Linda Cowan, Northlands College — Multi-Party Training Plan 

• Darren Roy, Cameco 

• Gary Daniels, Dakota Dunes Casino 

• Dave Fischl, Ministry of Highways and Infrastructure 

PART 7: Demand Side Issues Roundtable 

The discussion helped employers (demand side) to better understand the 

foundation, role and employment challenges of the AHRDAs and their clients in 

Saskatchewan. The dialogue questions were: 

Q.Business (jobs) to share… 

1. What is preventing you from placing more of your clients into trades jobs 

2. What are your challenges & frustrations with engaging business 

3. What are the issues that your clients face when going to business 

for employment 

4. Do you have any suggestions on how businesses could inform you of their 

job openings that exist or will exist 

Q. Business (jobs) is setup as advisors to AHRDAs 

5. What kind of employment opportunities do you have today for 

Aboriginal people 

6. What are the specific ways that you recruit Aboriginal people 

7. How do you communicate your company’s employment opportunities 

8. Why don’t you have more Aboriginals employed 

9. Why don’t you hire more Aboriginal workers 

10. What are the challenges to retaining Aboriginal employees 

A: What is preventing you from placing more of your clients into trades jobs 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

Not coming in the door. 

Don’t do well in internships, resumes, job applications. 

Ads aren’t creating impact with audience. 

Papers, internet, send to bands. GDI job boards, employment centers. 

Education and employee expectations – if not completely met, they don’t apply. 

Job ads poorly represented — not understood — sounds harder than it is. 

Retraining workplace attitude of other employees. 

Employee is not committed to work, unprepared, unrealistic expectations. 

Non- urban locations create isolation. 

Don’t feel welcomed into the community. 

Perception that newcomers are taking jobs away. 

Intergenerational attitudes. 

Prejudicial behaviors in workplace. 

Criminal record checks. 

Clients lack safe, clean driving records. 

Diversity managers are not very diverse which complicates grievances. 

Elder support not there – no role models. 

Testing may not be culturally sensitive. 

HR or service providers not considering entry level jobs. 

Tight market for some positions. 

Work ethic different. 

Unionization may be a barrier. 

Lack of flexibility in family and work balance. 

Employees hesitant or unable to stand up and advocate for self. 

Training programs not flexible enough (work-life balance). 

• Math and science levels not strong enough – especially remote/rural. 

12 



• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

Teachers drawn to urban communities, which trickles down to 

education quality. 

Need only grade 11 math to graduate but most jobs require grade 12. 

Differences across province in educational standards (school districts 

need consistency). 

Not able to find people with machinery skills (standard machines). 

Miscommunication with various levels of government. 

Not a systematic approach – just activities. 

Unable to get good labour market information. 

Week in /week out work in the mines – where are the jobs for accountants, 

admin staff, etc. It’s tough to leave family to work week in/week out scenario. 

No jobs in the ‘home community’ and people do not always want to re-locate. 

Lack of job opportunities due to language barriers- not everyone can 

speak English. 

Not all people want to go back to school in their middle-age – many have 

skills just not the education levels. 

No visible minorities working in retail outlets. 

Need feedback from employers regarding how employees are working out. 

Not a lot of communication – hard to know what is available. 

No leadership among employers. 

Lack of transportation (i.e. No public transport on outskirts of the city). 

Employers have a lack of HR capacity. 

Lack of training amongst employees, especially in the trades. 

Difficulty finding qualified people (difficulty especially in higher level/ 

professional occupations). 

Not conveying actual jobs available to communities. 

Unions/collective bargaining agreements are a major barrier. 

More incentives for training would help. 

Agreements should be inclusive and fair for everybody. 

Finding people that are ticketed further up north (already employed in mines). 

Unable to guarantee hours so employees go elsewhere (need better 

collective agreements). 

Language and cultural diversity. 

Work availability where people live. 

Meaningful work that provides a future/advancement. 

Lack of commitment on behalf of employees. 

Demand for people means high tendency for people to be recruited by 

higher paying employers. 

• 

• 

• 

• 

Interview prep skills, cover letters, resumes, career planning. 

Do the AHRDAs do the same thing as what CanSask does 

Provide computer skills so that people can access opportunities. 

Get information to employers (more networking). 

• Annual provincial gathering (like Workforce Connex) creates opportunities 

to discuss with employers. 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

Cheap immigrant labour creates hard feelings. 

Resume and cover letter training helps prepare candidates. 

Can’t reach target groups not knowing where to look. 

Distance from home community. 

Wrong education means dead end. 

Lack of peer support and role models means no motivation. 

Lack of education, sense of belonging, job readiness all contribute to failure. 

Cultural differences. 

Lack of recognition of life skills/prior learning by employers. 

Employers/leadership do not know what to do to create change. 

Disconnect between business and workers prevents progress. 

Union regulations often prevent the offer of full-time jobs. 

A: What are your challenges & frustrations with engaging business 

• 

• 

• 

• 

• 

• 

• 

Not understanding required skill sets. 

How to gain awareness of opportunities. 

Lack of flexibility around lifestyle issues like childcare. 

Limited resources for transportation. 

Need programs to deal with addictions. 

Fear of cultural differences is fear of change. 

Family issues aren’t accommodated. 

• Each community has different needs, but employers fail to recognize 

unique situations. 

• 

Criminal records, driver license, banking skills create problems for workers. 

• Difficulty connecting at personal level (mentoring program, co-op, 

job shadowing, construction careers, and life skills). 

• 

• 

Collective bargaining agreements, i.e. sensitivity, unions. 

Lack of awareness of prior learning assessment and recognition. 

• AHRDA has to pay percentage of wages to some employers to hire 

Aboriginal workers. 

• Labour agreements should be inclusive. 


• 

• 

• 

• 

• 

Relocation costs should be provided. 

Old west mentality leaves Aboriginal people on the outside. 

Nepotism is too common, need level playing field. 

Backlash from existing employees is unfair to new workers. 

Empower leaders so they can empower their staff. 

• Don’t always look at Grade 12, look for other training, i.e. service jobs help 

polish functional math skills. 

• 

• 

• 

Employers need to clarify position expectations. 

Employers skirt around AHRDAs and go direct to tribal councils. 

Need contact names from employers – pre-interviews, job descriptions. 

• Make employment agencies more native friendly – soup and 

bannock, star-blankets. 

• 

• 

Misconception training is key to creating healthy workplaces. 

Many stereotypes still exist (all workers are late for work, etc). 

• Need to get communities ready to work, but also need equal treatment 

in the workplace. 

• 

• 

• 

• 

• 

• 

• 

Cultural differences in the workplace lead to misunderstanding. 

Unionized work can make barriers. 

Employers don’t know about the AHRDAs. 

General conception that employers lower their hiring standards. 

Orientation training is critical to workplace success. 

How do employers identify and deal with issues that arise in the workplace 

How do employers show employees that they are valued 

• Lack of career support strategies for employees wanting to advance in 

the organization/company. 

• Employers fear losing good qualified employees to other companies – 

How do employers balance supporting career advancement with 

operational needs 

• Must have resources and accountability to promote a representative 

workforce – How can we achieve 

• We need a strategy to assist employees to better represent their skills on 

their resumes. 

• Employers who have hired an Aboriginal person in past and were not 

successful fear trying it again – How do we break the fear 

A: What are the issues that your clients face when going to business 

for employment 

• Recruiting process – paper-based testing is a barrier. Many people who are 

qualified may not do well on written test but might succeed if done orally 

• Lengthy recruitment process - Many qualified people find work elsewhere 

while awaiting a decision. 

• 

Part-time work offered as opposed to full time. 

• Rural/remote communities face challenges due to necessity of relocation – 

transportation, housing, culture. 

• 

Employers often require employees to provide their own tools. 

• Aboriginal employees don’t want special treatment so support strategies 

must be global across cultures. 

• Resumes are not always reflective of all the abilities, qualifications and 

transferable skills the applicant may have. 

• 

Workplace cultural differences lead to misunderstandings. 

• Unionized work environment is a barrier to hiring new staff (lots of 

work for employers). 

• 

Employers don’t know of the existence of AHRDAs — this is a big challenge. 

• Labour market policies were made several years ago and therefore are 

no longer applicable. Need more current and flexible hiring practices. 

• 

• 

• 

Employers need to make strategic decisions and plan proactively. 

Have supply side and demand side working cohesively. 

Misconceptions about union rules — culture change. 

• Public still believes standards are lowered when hiring Aboriginal people - 

need to correct this misperception. 

• 

• 

• 

Entry level requirements that screen out job seekers need to be re-visited. 

Provide education programs at the workplace. 

Entry jobs are the first step of a career path. 

• Find a way to speak with high school kids early on. Most kids don’t know 

what they want to do career-wise, so they take the easy math, not realizing 

they close the door to good jobs. 

• Trades entrance requirements used to be lower; they took youth and trained 

them. Now the grade 12 requirement is a barrier. 

• 

• 

• 

• 

Entrance requirements must be relevant to the job, not policy-driven. 

Grade 12 is just a number – many capable workers don’t have high school. 

Something is broken when grade 12 is just a number. 

Bring them to employers first, and then train them. 

• Grade 12 issue is not only an Aboriginal problem – it exists in every culture, 

drop-out rates are up all over. 

• 

Saskatchewan has the highest number of kids on Ritalin in North America. 

• Why is Academy of Learning not always recognized as viable training 

requirement e.g. Medical Office Assistant 

• Barriers around accreditation programs not recognized by Ministry of Health – 

different provincial training standards, inconsistency across country and yet 

14 



• 

training not available close to home community. 

Will employers hire people without Grade 12 out of high school 10+ years 

• Are healthcare organizations looking at prior learning Depends upon job; 

educational institutions determine assessments. 

A: Do you have any suggestions on how businesses could inform you of their 

job openings that exist or will exist 

• 

• 

• 

• 

• 

• 

• 

Saskatchewan jobs website. 

Pajobshop.ca. 

Inclusionnetwork.ca is a national Aboriginal online job site. 

Some communities don’t have internet access. 

FSIN website has a list of all the bands with phone numbers and addresses. 

INAC has maps showing all tribal councils and bands. 

Developing partnerships between employers and service providers. 

• Better coordination of education – gaps between supply side decisions and 

employer demands. 

• 

Involve government, education, training organizations and employers. 

• Employers could incorporate prior learning and experience into 

hiring processes. 

A: What kind of employment opportunities do you have today for 

Aboriginal people 

• 

• 

• 

• 

Everything from entry to management levels. 

Corporate to entry level clerical. 

Real Estate, labourers, carpenters. 

From labourer to superintendent. 

A: What are the specific ways that you recruit Aboriginal people 

• 

• 

• 

We put a sign up and they come to the door. 

Reaching out and networking at the community level. 

Aboriginal career fairs. 

A: How do you communicate your company’s employment opportunities 

• 

• 

Advertise in newspapers like the Saskatoon Star Phoenix. 

Word of mouth. 

• Sub trades bring their own people. We pass on the resources to the 

sub trades, they take all resumes and share. 

• 

• 

Telephone, email. 

Networking and linking to key people. 

• 

• 

• 

• 

• 

• 

Store managers — email distribution list. 

Arlene Goulet has a good distribution list. 

Posting on the internet (11% - 33% Referrals). 

They don’t need to know which websites they are using – AHRDAs. 

Mount Royale Collegiate – best practice example. 

Construction Careers Program – Guy Poncelet. 

A: Why don’t you have more Aboriginals employed 

• 

• 

• 

• 

• 

We struggle at building networks. 

Work to get work program. 

Lunch program that prepares people for employment has been successful. 

Advocacy needs to be in place – there needs to be follow up. 

We need to do a better job at marketing to the AHRDAs and agencies. 

• Better communication to provide employees overall about the company 

and opportunities that exist. 

• Aboriginal people don’t come to us; employers need to do better job at 

getting out there. 

• 

• 

AHRDAs – what don’t you know about businesses/companies 

They need to know about all opportunities throughout an entire company. 

• There was an example shared regarding a cashier that has made 

$80,000/year. 

• They don’t know about training opportunities available within an organization 

once they are hired. 

• 

• 

Need better information on new companies coming into the communities. 

Potential employees aren’t job ready. 

• Communication and marketing and not providing full details of opportunities 

in companies. 

• 

Better communication from business on all opportunities with the company. 

A: Why don’t you hire more Aboriginal workers 

• 

• 

• 

• 

Workplace support programs are lacking. 

Hiring process needs to be adapted for Aboriginal employees. 

People in general don’t know our industry, particularly Aboriginal people. 

Unionized workplace adds barriers of certification and hiring process. 

• External hires will be part-time – only post full-time positions internally – 

we must follow process and union rules. 

• Disconnect – identify Aboriginal employee’s skills and abilities and see how 

they fit with our needs. 

• Aboriginals don’t apply for the positions. 


• 

• 

• 

Education barriers – high school graduate minimum – No GED. 

We need a plan to sensitize our workplace. 

Hire as many as I can but don’t get many applications. 

• We are a rural company with no central building for postings – we struggle 

with getting “the word” out about positions. 

• 

Aboriginal applicants aren’t self-identifying – how do we identify 

A: What are the challenges to retaining Aboriginal employees 

• 

• 

• 

• 

We all face similar challenges. 

Internal seniority is criteria for getting full-time positions. 

Unionized environment may exclude non-union labour. 

Our positions are casual making it hard to find stability. 

• Part-time staff must work a minimum amount of time in order to be 

kept on the list. 

• Get education to start this process – don’t understand the system of 

organizations and what they do. 

• Will need workers in the future and need to develop a work plan on how to 

get there – engineers and skilled trades are moving on to other jobs, retiring. 

• Side by side apprenticeship program that our union is supporting – example 

of SK Highways was stressed at this point. 

• Partnership – Gabriel Dumont Technical Institute to employment readiness 

programs – read to apply for work. 

• 

Preparing employees – we need to know what employers want. 

• Sensitivity training for employers and their employees can reverse 

stereotypes – how it is delivered and supported by management helps 

staff make changes. 

• Forming workforce partnerships that start to break down some of 

the misconceptions. 

• 

Where would smaller employers go to for consultants 

• Wayne McKenzie, First Nations and Métis Relations, has a list of consultants 

that are ready to do workshops on awareness and workplace readiness. 

• 

Gabriel Dumont Institute has developed ‘misconception training.’ 

• Chamber of Commerce in Saskatoon and Regina need presentations for 

managers to trickledown to employees. 

• No applications come and response from employment agency is 

“I never get it anyway.” 

• 

Aboriginal audience doesn’t always have computers or read the newspaper. 

• A good tool for sensitizing the workplace is Indian and Northern Affairs 

Canada’s Federal Body Program. 

• Aboriginal Workplace Participation Initiative – Best practices are on their 

website and they provide support to employers at no cost. Arlene Goulet 

has a list of emails for job postings. 

• 

• 

Go right to the communities, eg. Dakota Dunes. 

Construction Careers is a website with a focus on construction industry. 

• Limited careers available from what the students see – they don’t know 

what is available. 

• 

Racism barriers – these must go out the door as worker shortage continues. 

• To overcome barriers to Aboriginal participation in trades and apprenticeships 

go to Aboriginal communities. Explain the job and give them knowledge of 

requirements, testing and on the job training so they know how to jump right in. 

• Bring information to where people live – break it down so the details 

are understood. 

• Where do companies invest their recruitment dollars We have a huge 

market of Aboriginal people in our own backyard. 

• Rise to the challenge by establishing partnerships and maintaining networks, 

sharing resources and working together, not in isolation. 

• People want to stay in their home communities. How do we overcome that 

We need to understand the geography and demographics in those regions. 

• Immigrants — What are they doing to become employed vs. how do we set up 

Aboriginal people for success or failure 

• Housing prices in urban centers are so high, how to increase the amount of 

money towards helping our people with these socio-economic challenges 

• Employers are probably ready but unions many not be ready for 

changes needed. 

• Unions can be a barrier and we need to hear from them on issues of 

seniority, fear of job loss and employment equity plans. 

• Construction Sector Council has stats about where jobs will be and unions 

are changing as shortage continues and demographics change. 

• Wayne McKenzie – Aboriginal employment development program with First 

Nations and Métis Relations is 13 years old. Unions are signing on, eg. CUPE 

helped develop diversity training. 

• Non–Aboriginal people need to educate themselves on Aboriginal people 

and the diversity within these people which affects the attitudes and 

behaviour of that person. 

• Courageous conversations — We need to have a relationship to have 

a partnership and discuss common goals together. 

• AHRDA funding is limited — how do we respond to labour needs 

What training is needed and how can we cost share training funds 

• Employers must contribute and commit. We need strategy and 

systems approach. 

16 



PART 8: Strategies & Commitments 

As participants came to know each other and understand their respective 

positions, the focus of the discussion turned to concrete steps to grow the 

Aboriginal participation in the Saskatchewan labour force. The participants 

returned to their groups and were asked the following questions: 

1. What strategies come to mind for us to increase positive connections 

in Saskatchewan 

2. What can we commit to today in order to create those connections 

The following list of 88 ‘go-forward’ commitments were made at the session: 

1. 

2. 

3. 

4. 

5. 

6. 

7. 

8. 

9. 

10. 

11. 

12. 

13. 

14. 

15. 

16. 

17. 

18. 

19. 

20. 

21. 

22. 

Commitment (What/When) 

John Klyne to forward Arlene Goulet / AWPI email to Eric. 

Will stay in contact with those he/she networked with here. 

Counsel clients to do “out of the box” activities when applying for jobs. 

In person and phone follow up, transfer life experience to resume 

“essential skills.” 

Form partnerships with employers. 

Inform new contacts about career path program and getting 

employees involved. 

Adjust to needs by providing transportation and partnering with 

other employers. 

Getting more proactive with promoting job opportunities to Aboriginal 

employment agencies. 

Getting together more to interact and know what is going on. 

Communicate success strategies. 

Get more youth involved. 

Create forums for better interaction. 

Get information and success stories to schools. 

Mentors will talk to youth centers. 

Inform about all potential jobs available, not only current job openings. 

Utilize Aboriginal media for recruitment. 

More effort into communication across cultures. 

Attend career days – May 9, 2008 Prince Albert with 3500 – 4000 

high school students. 

Being more proactive, reaching out to contacts. 

Compile an email database of contact information for this conference. 

Create awareness of labour market activity in the communities and 

market jobs in the communities. 

23. 

24. 

25. 

SID – inform conference of job opportunities. 

Get people more active in the workforce, i.e. career development 

workshops. 

Focus strategies to increase positive connections in Saskatchewan, 

26. Correct and take advantage of contacts made as a result of the forum – 

connecting AHRDAs and Wayne MacKenzie – made commitment to meet 

AHRDAs in 2 weeks. 

27. 

28. 

29. 

30. 

31. 

32. 

33. 

34. 

35. 

36. 

37. 

38. 

Share succession plans. 

Make and keep connections. 

Contact Potash Corp(GDI). 

1st week April 2008. 

Looking for employers for 6 people for heavy equipment operators – 

Grad Dec. 07 (DTI accredited by SIAST) — Sask-Energy Induction Training 

Looking for employers for 2 people for heavy equipment operators 

in Nipawain. 

Attend Career Awareness Day – April 29, 2008. 

Looking for employers and academic institutions. 

Phone Sylvia from GDI. 

Contact Sasha at SIAST. 

Kelsey Trail to contact First Nations/ GDI by end of April to promote 

LPN/Special Care Aide as a career. 

Aboriginal Awareness trying for 500 employees by the end of April. 

39. Karen Indzeoski Service — End of April. Aboriginal Workplace Partnerships 

Initiatives through INAC has list of contacts and email addresses to 

conference attendees. 

40. 

41. 

42. 

43. 

44. 

45. 

46. 

47. 

48. 

49. 

50. 

51. 

Development of Aboriginal Employment 12 month program (Mosaic). 

Contact Kelsey Trail regarding employment next week. 

Needs assessment meeting for the Nidiwan area and partnership. 

Going to attend Saskatoon tribal council on April 9, 2008. 

Attend SIAST job fair. 

Diversity training, which includes all cultures – not just Aboriginals. 

Prepared to promote diversity training. 

Phone potential networking contacts after the conference – 

make a follow up connection. 

Promote life skills training. 

Workplace orientation put on by employers and union. 

Promote misconception training. 

Employers to commit to becoming “employers of choice.” 


52. 

Commitment to having an annual forum – commitment from members 

to attend these forums. 

53. Commitment to following up after Workforce Connex. 

54. 

55. 

56. 

57. 

58. 

59. 

Increase communication. 

Build relationships by gathering face to face. 

Promote job postings with AHRDAs by email and fax. 

Make list of AHRDA holders more accessible. 

Each person in group nine will share new resources with at least four 

people they have met here. 

Contact employers re: students available for summer work. 

60. Would like to see Workforce Connex forum on annual basis – will 

attend future events. 

61. 

Attendance at next conference and will share contact information like 

email address and phone numbers. 

62. Workforce Connex – follow up – Mastering Aboriginal Inclusion. 

63. 

64. 

Make time to make connections. 

Strengthen awareness and bridging between Aboriginal and 

immigrant communities. 

65. When meeting with employers, find out if work environment is friendly 

and accessible to Aboriginal people as employees, then form steps 

to follow through. 

66. 

67. 

68. 

69. 

70. 

71. 

72. 

73. 

74. 

75. 

76. 

77. 

78. 

79. 

Make myself more accessible to employers wanting information 

about the AHRDAs. 

Make contact with employers for people with disabilities. 

Promote misconception training. 

Follow-up with contacts made today – phone, email. 

Promote life skills training. 

Promote workplace orientation by employer or union. 

Employer will commit to become “employers of choice.” 

Commit to follow up dialogue between employer, AHRDAs and 

Workforce Connex Committee. 

Building face to face relationships. 

Create an awareness and build a bridge between aboriginal and 

immigrant communities. 

When meeting with employers, find out if work environment is friendly 

and accessible to Aboriginal people as employees. 

Make initial contacts with employers for people with disabilities. 

Speak against racism. 

Contact employers regarding suitable students available for work. 

80. Will attend Workforce Connex on an annual basis if offered. 

81. 

82. 

83. 

84. 

85. 

86. 

87. 

88. 

Will use contact names, numbers and email addresses if provided 

with participant list. 

Will go to Cameco and Areva to put in recreation equipment. 

Follow up with Aboriginal Human Resource Council about 5 training 

modules (Mastering Aboriginal Inclusion). 

What is needed to move forward in 12 – 18 months. 

Connect with AHRDAs on a long term basis, starting within the 

next two weeks. 

Collaborate with other funding agencies and Aboriginal organizations to 

come up with employment strategy and to help make employers ready. 

Apply for funds to host a diversity training workshop for employers. 

Host a brown bag luncheon for employers to share what they offer and 

potentially how they can work together. 

Sustaining Connections 

Don Parenteau, National Director, Trades and Apprenticeship Program with AHRC 

thanked all the participants for their hard work through the day and promised 

the council will look forward to monitoring how and when the commitments 

come into play. In closing comments Don mentioned that the success of any 

connections depends to a large degree on building a rapport and fulfilling 

commitments. He gave a special thanks to the advisory committee for all their 

time, energy, and dedication in planning this very successful forum. He made 

special comments about the great participation of industry from sectors and how 

great it was to have a large number of employers in the room. 

18 



THE NATIONAL TRADES PROJECT 

The Aboriginal Human Resource Council is responding to Canada’s growing need 

for skilled trade and apprenticeship workers through a new national trades 

and apprenticeship project. This three-year initiative, designed to develop 

new partnerships and employment strategies, will give employers and trainers 

enhanced access to Canada’s largely untapped and existing human capital of 

Aboriginal people who are eager to fill the employment gap. 

This innovative initiative will create, strengthen and leverage partnerships with 

private-public sectors, Aboriginal employment organizations, learning institutions 

and government stake holders in an effort to collaborate on methods to recruit 

and retain Aboriginal participation in trades and apprenticeship. 

Members of the council’s trades and apprenticeship team have been actively 

supporting the Aboriginal Human Resource Development Agreement holder 

(AHRDA) community with current projects and future initiatives that will 

successfully advance Aboriginal interests in trades and apprenticeship. 

The forum series, Workforce Connex, is the first of many trades and 

apprenticeship initiatives to link national and regional employers with 

opportunities to connect to provincial Aboriginal employment training, 

recruitment agencies and associations. The work done in Saskatchewan will 

be integrated into a single report that will be used to shape initiatives in the 

overarching national trades and apprenticeship project. 

Ultimately, the project is designed to link people and ideas. The project 

will provide regional and national links to groups involved in trades and 

apprenticeship across Canada. Initiatives will increase skills, learning and 

employment opportunities and open doors for stakeholders to work together 

on local and regional projects and initiatives. 

The trades and apprenticeship project is administered by AHRC and funded 

through a $2.9 million contribution from the Sector Council Program, Human 

Resources and Social Development Canada (HRSDC). 

AHRC is a not-for-profit public-private organization with the mandate to increase 

Aboriginal participation in Canadian labour markets. 

For further information on the national trades and apprenticeship project contact 

a team member: 

• Don Parenteau, National Director, Trades and Apprenticeship Program, 

dparenteau@aboriginalhr.ca 

• Peggy Berndt, Director, Communications & Marketing, 

pberndt@aborginalhr.ca 

• Victoria LaBillois, Eastern Trades Manager, vlabillois@aboriginalhr.ca 

• Colleen Ostlund, Administrative Coordinator, costlund@aboriginalhr.ca 


Workforce connex 


Promote the education, training 

and hiring of Aboriginal people 

Appendix 1 

Program 

DAY ONE 

Wednesday, March 26, 2008 

11:30 AM – 12:30 PM Registration 

12:30 PM Opening Prayer 

Alma Kytwayhat, First Nations Elder 

12:40 PM Aboriginal Showcase 

1:00 PM – 1:25 PM Welcoming Remarks 

• 

• 

• 

• 

• 

Kelly Lendsay, President and CEO, 


Honourable June Draude 

Minister of First Nations & Métis Relations 

Honourable Rob Norris 

Minister of Advanced Education, Employment and Labour 

Robert Doucette 

Métis Nation – Saskatchewan 

1:25 PM – 1:30 PM Orientation of Toolkits 

• 

Vice Chief Guy Lonechild 

Federation of Saskatchewan Indian Nations 

Susan Jarvis 

AHRC 

1:30 pm – 1:50 PM Market Overview – Skill Shortages 

• 

Kevin Kowalchuk 

Director of Strategic and Corporate Services, 

Saskatchewan Region, Service Canada 

20 







Day ONE continued 

Wednesday, March 26, 2008 

1:50 pm – 2:30 PM Walk in My Shoes/Moccasins: A Personal Connection 

2:30 pm – 3:00 PM Nutrition and Networking Break 

3:00 pm – 3:40 PM Promising Practices Panel: Supply Side 

• 

Keith Conn 

Director General 

Aboriginal Affairs Directorate 

HRSDC 

Panel: 

3:40 pm – 4:40 PM Supply Side Issues Roundtable 

4:40 pm – 4:45 PM Closing Remarks 

4:45 pm – 7:30 PM Networking Reception 

• 

• 

• 

• 

• 

Tavia Inkster 

Gabriel Dumont Institute Training & Employment 

(Métis AHRDA) 

Roger Schindelka 

Saskatchewan Indian Training Assessment Group Inc. 

(First Nations AHRDA) 

Kevin Kowalchuk, Chair 

Saskatchewan Workforce Connex 

Advisory Committee 

Guest Speaker: Pat Lorje, Saskatoon City Council 

Entertainment: Mykal Gambull Band 






Day TWO 

Thursday, March 27, 2008 

8:00 am – 9:00 am Registration and Continental Breakfast 

9:00 am – 9:10 am Opening Remarks 

• 

Honourable Oscar Lathlin 

Minister of Aboriginal & Northern Affairs 

AHRC Champion 

9:10 am – 10:00 am Promising Practices Panel: Demand Side 

• 

• 

• 

• 

Wayne McKenzie 

First Nations and Métis Relations 

Linda Cowan 

Multi-Party Training Plan 

Gary Daniels 

Dakota Dunes Casino 

Dave Fischl 

Ministry of Highways and Infrastructure 

10:00 am – 10:15 Pm Nutrition and Networking Break 

10:15 am – 12:00 Pm Demand Side Issues Roundtable 

12:00 Pm – 1:00 pm Lunch 

1:00 pm – 1:30 pm Real Life Stories - Circle of Champions 

• 

• 

• 

• 

Terrance Deranger, Cameco 

Janelle Roy, Western Broadcasting Academy 

Christina Wiebe, Dumont Technical Institute 

Crystal Dreaver, Dunmac General Contractors 

22 







Day TWO CONTINUED 

Thursday, March 27, 2008 

1:30 pm – 2:30 pm Conversation about Connections 

• 

Strategies and Commitments 

2:30 pm – 3:00 pm Long-term Sustainable Initiatives 

3:00 pm – 3:20 pm Sustaining Connections 

3:20 pm – 3:30 pm Closing Remarks 

3:30 pm Closing Prayer 

• 

• 

• 

Don Parenteau, National Director 

Trades and Apprenticeship Development 


Kevin Kowalchuk, Chair 

Saskatchewan Workforce Connex Advisory Committee 

Peter Bishop, Métis Elder 


Appendix 2 attendance 

Participant JOb Organization Email Phone City 

Acoose, Lyle Co-op Student Cameco lyle_acoose@cameco.com 306.956.6640 Saskatoon 

Acton, Darcy Regional Training Saskatoon & Region jtc@saskatoonhome 306.955.5188 Saskatoon 

coordinator Home Builders’ Association builders.com 

Adams, Lori Recruitment and Affinity Credit Union lori.adams@affinitycu.ca 306.934.4069 Saskatoon 

compensation Manager 

Albert, Justin SIIT/SITAG albertj@siit.sk.ca Saskatoon 

Albert, Marveena Labour & Training Sask. Indian Training sgposted@yahoo.com 306.937.2990 Gallivan 

coordinator 

Assissment Group 

Arcand, Drew Field Support Officer SITAG arcanda@siit.sk.ca 306.244.4460 Saskatoon 

Arcand, Lorri LFD Program STC Urban First Nations larcand@sktc.sk.ca 306.956.1787 Saskatoon 

coordinator 

Services Inc. 

Arcand, Monique AHRDA Manager/ Aboriginal Affairs moniquea@sasktel.net 306.975.0012 Saskatoon 

employment Couns Coalition of Saskatchewan 

Arno, Tracy Branch Manager Adecco Employment tracy.arno@adecco.ca 306.975.7170 Saskatoon 

Services 

Atimoyoo, Gary Contractor Harvest Meats gary.atimoyoo@sasktel.net 306.260.4884 Saskatoon 

Aubichon, Melvina Labour Market Saskatoon Tribal Council maubichon@sktc.sk.ca 306.956.6100 Saskatoon 

information 

Bailey, Chris Executive Director Saskatchewan Association lpnadmin@salpn.com 306.525.1436 Regina 

of Licensed Practical Nurses 

Barney, Chris Program Manager- The Alliance cbarney@councils.org 613.565.3637 Ottawa 

Special Events of Sector Councils 

Barrow, Dianne Career Pathing Saskatchewan Association dianneb@saho.org 306.347.1702 Regina 

Project Manager of Health Organizations 

Bast, Connie Jo Driver Recruitment/ Siemens Transportation conniejo.bast@ 306.975.9246 Saskatoon 

training Mg Group Inc siemenstransport.com 

Bear, Celine HRD/ SITAG Manager Big River First Nation celineb@brfn.ca debden 

Bear, Dolly Ann Post Secondary Big Island Lake 306.839.2343 Pierceland 

coordinator 

Beattie, Kelly Aboriginal Services Sun country Health Region kbeattie@schr.sk.ca 306.736.2218 Kipling 

coordinator 

24 




Bechtel, Karen F facilitator - Service Canada karen.bechtel@ 306.975.5957 Saskatoon 

servicecanada.gc.ca 

Belanger, Rodney Employment & Yorkton Tribal Council - rbelanger@yorkton 1.306.783.2225 Yorkton 

training Counselor Labour Force Development tribalcouncil.com 

Bellegarde, Janelle Employment Counsellor GDI Training & Employment brandy.laronde@ 306.683.3634 Saskatoon 

gdite.gdins.org 

Bellegarde, Jason Manager, Aboriginal Saskatchewan Government jbellegarde@sgi.sk.ca 306.775.6883 Regina 

Strategy 

insurance 

Benaschak, Bart Labour Market Analyst Service Canada - Notetaker bart.benaschak@ 306.975.4428 Saskatoon 


Berard, Brad Job Coach SIIT CCS berardb@siit.sk.ca 306.373.4694 Saskatoon 

Bernard, Carolyn LLFD Coordinator Meadow Lake Tribal Council carol.bernard@mltc.net 306.236.5654 Meadow 

lake 

Berndt, Peggy Director Comm. Aboriginal Human pberndt@aboriginalhr.ca 780.968.6728 Saskatoon 

& Marketing 

Resource Council 

Besenski, Derek Program Coordinator GDI Training & Employment 306.683.3634 Saskaoon 

Bird, Terry HR Manager- SaskTel terry.bird@sasktel.sk.ca 306.777.2966 Regina 

Aboriginal Affairs 

HR Manager - Staffing 

Bitternose, Kelly Regional Manager Peace Hills Trust Company kelly.bitternose@ 306.955.8600 Saskatoon 

peacehills.com 

Bitternose, Pauline Field Support/ SIIT/SITAG bitternosep@siit.sk.ca 306.477.9208 Saskatoon 

Accounting Offic 

Brander, Darlene Human Resource City of Saskatoon darlene.brander@ 306.975.3295 Saskatoon 

consultant 

saskatoon.ca 

Brass, Agnes Recruitment Consultant SaskPower abrass@saskpower.com 306.566.2191 Regina 

Broda, Mary Anne Senior Development Service Canada maryanne.broda@ 306.975.6476 Saskatoon 

officer 


Bulych, Tracy Director,Citizen Services Service Canada tracy.bulych@ 306.564.5500 Regina 




Calder, Ryan Executive Director Eastern Region II Metis rcalder@sasktel.net 306.323.4244 Archerwill 

nation - Saskatchewan 

Cameco, Darwin Roy 


Campbell, Angie Secretary of the Board Sask. Aboriginal Women’s snoww44@hotmail.com 306.288.2290 Beauval 

circle Corp 

Chadwick, David Special Advisor MB Government, Aboriginal David.Chadwick@ 204.945.1165 Winnipeg 

to Minister and Northern Affairs leg.gov.mb.ca 

Chief, Angela AE Entertainment angie.chief@hotmail.com 306.978.1995 Saskatoon 

Clatney, Richard HR Manager Home Depot angie_goldsmith@ 306.651.6250 Saskatoon 

homedepot.com 

Conn, Keith Director General HRSDC-Aboriginal Affairs keith.conn@ 819.997.8551 Gatineau 

hrdsc-rhdcc.gc.ca 

Cook, Wendy N notetaker wendy.cook@ 306.975.4546 Saskatoon 


Corrigal, Sharon LLFD Coordinator Assist Meadow Lake Tribal Council sharon.corrigal@mltc.net 306.236.5654 Meadow 

lake 

Cowen, Linda 


Cummins, Tammy Employment Counsellor GDI Training & Employment tammy.cummins@ 306.683.3634 Saskatoon 


Daigneault, Abe Program Coordinator Northlands College Daigneault.Abe@ 306.235.1765 Buffalo 

northlandscollege.sk.ca N narrows 

Daigneault, Joe Regional Director Northlands College daigneault.joe@ 306.235.1765 Buffalo 

northlandscollege.sk.ca N narrows 

D’Amour, Brett Field Consultant Saskatchewan Apprenticeship bdamour@sasked.gov.sk.ca 306.787.2439 Regina 

& Trade Certification Commission 

Danchuk, Sandy Program Coordinator GDI Training & Employment sandy.danchuk@ 306.683.3634 Saskatoon 


Darowski, Peter Director - Human Canada Safeway Limited peter.darowski@ 204.487.5783 Winnipeg 

resources 

safeway.com 

Davis, Sharon Strategic Plng SaskTel sharon.davis@sasktel.sk.ca 306.777.3306 Regina 

& Staffing Mgr 

26 




Day, Egan Manager, Employment, Correctional Service of DayEP@csc-scc.gc.ca 306.975.4119 Saskatoon 

corcAn 

canada CORCAN 

Demontigny, Employment Counsellor GDI Training & Employment michelle.demontigny@ 306.683.3634 Saskatoon 

Michelle 


Denig, Edwin C christian Labour Association edening@clac.ca 780.454.6181 Edmonton 

of Canada 

Deranger, Don Vice Chief PAGC-Dene dderanger@pagc.sk.ca 306.953.7200 Prince Albert 

Deranger, Terrance C 

cameco 

Doerksen, Ivan Operations Manager Athabasca Labour Service idoerksen@alsjobs.com 306.382.2213 Wollaston 

lake 

Doerksen, Larry Project Manager / H.R. Dominion Construction ldoerksen@dominionco.com 306.664.6155 Saskatoon 

Donaldson, Deb E eastern Region II Metis rcalder@sasktel.net 306.323.4244 Archerwill 


Dorval, Gilles Employment Equity City of Saskatoon gilles.dorval@saskatoon.ca 306.975.2661 Saskatoon 

consultant 

Doucette, Robert President Metis Nation - Saskatchewan rdoucette@mnsask.ca 306.343.8285 Saskatoons 

Draude, 

Honourable June 

Minister of First Nations 

& Métis Relations 

Dreaver, Crystal D dumac General Contractors 

Dubreuil, Alison Representative Sunrise Health Region alison.dubreuil@shr.sk.ca 306.786.0793 Yorkton 

Workforce Coord 

Dunbar, Nat Job Coach/ SIIT/Construction dunbarn@siit.ca 306.359.2501 Regina 

employment Co. Careers Regina 

Duret, Elizabeth Representative SIAST durete@siast.sk.ca 306.659.3774 Saskatoon 

Workforce Con. 

Emann, Darcy Regional Director Correctional Service Canada EmannDA@csc-scc.gc.ca 306.975.5026 Saskatoon 

corcAN 

Fiddler, Brenda Abilities Counselor First Nations brendaf@firstnations 306.924.1606 Regina 

employment Centre employmentcentre.com 



Fischl, David Fleet Manager/ Ministry of Highways dfischl@ 306.953.2478 Prince Albert 

diversity Coord and Infrastructure highways.gov.sk.ca 

Fitzpatrick, Albert Learning Consultant Service Canada - 

coverage West 

Fornwald, Aaron Director, Emp PotashCorp aaron.fornwald@ 306.933.8722 Saskatoon 

& Ind Relations 

potashcorp.com 

Forsyth, Sasha Career Counsellor Basic Education forsythsa@siast.sk.ca 306.933.6657 Saskatoon 

at Kelsey Campus 

Gagne, Janice Employment Counsellor GDI Training & Employment janice.gagne@ 306.683.3634 Saskatoon 


Garg, Smita Immig. Comm. City of Saskatoon smita.garg@saskatoon.ca 306.975.8459 Saskstoon 

res. Coord. 

Garrow, Matthew Senior Policy Advisor HRSDC matthew.garrow@ 819.997.2690 Gatineau 

hrsdc-rhdsc.gc.ca 

Gee, Jim Business Services Goldenband Resources Inc. jim.gee@golden Saskatoon 

Manager 

bandresources.com 

Geogre, Clarence Business Representaive Millwrights Union millwrights1021@ 306.382.4355 Saskatoon 

sasktel.net 

Gosselin, Mike Employment Counsellor GDI Training & Employment mike.gosselin@ 306.683.3634 Saskatoon 


Goulet, Monica Cultural Diversity City of Saskatoon monica.goulet@saskatoon.ca 306.975.7826 Saskatoon 

& Race Rela 

Guinan, Sharla Human Resources PotashCorp sharla.guinan@ 306.933.8595 Saskatoon 

Specialist 

potashcorp.com 

Hagarty, Shirley Human Resource Standard Machine shagarty@hamiltongear.com 306.931.3343 Saskatoon 

Manager 

Hall, Craig COO Aboriginal Human chall@aboriginalhr.ca 306.956.5367 Saskatoon 

resource Council 

Halliday, Employment GDI Training & Employment jacquelene.halliday@ 306.683.3634 Saskatoon 

Jacquelene Counsellor gdite.gdins.org 

Hamilton, Aboriginal Affairs Coalition kimbeaudin@sasktel.net 306.975.0012 Saskatoon 

Colleen 

of Saskatchewan 

28 




Hamilton, Kieran HR Manager Northlands College hamilton.kieran@ 306.425.4324 Air Ronge 

northlandscollege.sk.ca 

Hanson, Peggy Employment Counsellor GDI Training & Employment peggy.hanson@ 306.683.3634 Saskatoon 


Haynes, Robert V.P. Human Resources Sask Energy bhameluck@saskenergy.com 306.777.9079 Saskatoon 

Hetherington, Director OD SLGA nhetherington@ 306.787.1013 Regina 

Noreen 

slga.gov.sk.ca 

Highway, Robin Field Support Officer SIIT/SITAG highwayr@siit.sk.ca 306.477.9316 Saskatoon 

Hindley, Joe Institutions Analyst, Saskatchewan Advanced joe.hindley@gov.sk.ca 306-787-9874 Regina 

training Institutions Education, Employment 

Branch 

and Labour 

Hughes, Judy President Saskatchewan Aboriginal sawcc@hotmail.com 306.782.6353 Yorkton 

Women’s Circle Corporation 

Indzeoski, Karen A/Manager, S & CS Service Canada karen.indzeoski@ 1.306.446.1822 North 


Battleford 

Inkster, Tavia Director gdi Training & Employment tavia.inkster@gdite.gdins.org 306.683.3634 Saskatoon 

Janvier, Roger Employment Counsellor GDI Training & Employment roger.janvier@gdite.gdins.org 306.683.3634 Saskatoon 

Jarvis, Susan Lead Facilitator Aboriginal Human sjarvis@accesscomm.ca 306.586.5071 Saskatoon 


Johnston, Dan A/Executive Director Ministry of First Nations djohnston@fnmr.gov.sk.ca 306.787.0998 Regina 

and Metis Relations 

Johnstone, Marie SITAG Assistant Big River First Nation curtisb_1981@msn.com D debden 

Bear, Curtis Post Secondary Manager 

Karakonti, Sid C christian Labour skarakonti@clac.ca 780.454.6181 Edmonton 

Association of Canada 

Kardoes, Carmen Regional Manager - Service Canada carmen.kardoes@ 204.983.5255 Winnipeg 

Aboriginal Affairs 


Kembel, Brian Chief Executive Officer Metis Nation - bkembel@mnsask.ca 306.343.8285 Saskatoon 

Saskatchewan 

Kennedy, Lynne Ready to Work Saskatchewan Tourism lynne.kennedy@ 306.933.7187 Saskatoon 

coordinator education Council sasktourism.com 



Kezima, Linda Director of Operations Saskatchewan linda.kezima@ 1.306.525.1666 Regina 

union of Nurses 

sun-nurses.sk.ca 

Kilcup, Martha Educatation Counsellor SIAST kilcup@siast.sk.ca 306.933.8344 Saskatoon 

Kinequon, Lindsay Labour Force Touchwood Agency aroper@tatc.sk.ca 306.835.2937 Punnichy 

Board Member Tribal Council 

Kiseyinewakup, Band Member/Student Big Island Lake 306.839.4654 Pierceland 

Deanna 

Kitzul, Louise Area Director Eastern Region II Metis er2@sasktel.net 306.323.4244 Archerwill 


Klyne, John Employment Counsellor GDI Training & Employment john.klyne@gdite.gdins.org 306.683.3634 Saskatoon 

Kowalchuk, Kevin A/Director, Strategic Service Canada kevin.kowalchuk@ 306.564.5437 Regina 

Services 


Krueckl, Tammy Program Coordinator Facilitator scyap_inc@yahoo.ca 306.652.7760 Saskatoon 

Lachevrotiere, Eric Recruiter Agrium elachevr@agrium.com 306.683.1275 Vanscoy 

Lafond, Gage Treasurer Metis Nation - glafond@mnsask.ca 306.343.8285 Saskatoon 

Saskatchewan 

Lafontaine, Career Pathing Regina Quappelle chris.lafontaine@ 306.766.5443 Regina 

Christopher Consultant Health Region rqhealth.ca 

Lafreniere, Don Student Sask. Indian Institute Martinl@siit.sk.ca 306.477.9229 Saskatoon 

of Technologies 

Lanceley, Kenneth Coordinator, Trades Saskatchewan Indian lanceleyk@siit.sk.ca 306.477.9246 Saskatoon 

initiative 

institute of Technologies 

LaPlante, Myrna Program Coordinator SIIT laplantem@siit.sk.ca 306.477.9217 Saskatoon 

Lathlin, AHRC Champion Minister of Aborginal 

Honourable Oscar 

& Northern Affairs 

Lavallee, Charlene Employment Counsellor GDI Training & Employment charlene.lavallee@ 306.683.3634 Saskatoon 


Laviolette, Faye Local Labour Force Sturgeon Lake First Nation flaviolette@sasktel.net 306.764.0824 Shellbrook 

dev. Worker 

30 




Leask, Bonnie Administrative Assistant bonnie_leask@cameco.com 306.956.8002 Saskatoon 

cameco 

Lechman, Darrell Facilitator SCYAP Inc. scyap_inc@yahoo.ca 306.652.7760 Saskatoon 

Ledoux, Paul Senior Operations Dakota Dunes Casino 

Manager 

Lendsay, Kelly President & CEO Aboriginal Human klendsay@aboriginalhr.ca 306.956.5360 Saskatoon 


Lerat, Jamie HR Consultant - Sask. Government Insurance jlerat@sgi.sk.ca 306.775.6889 Regina 

Ab. Strategy 

Lipinski, Ernie Director Advanced Education, ernie.lipinski@gov.sk.ca 306.787.8131 Regina 

employment and Labour 

Lischynski, Business Development Saskatchewan Enterprise Monique.Lischynski@ 306.933.7200 Saskatoon 

Monique Manager and Innovation gov.sk.ca 

Lorje, Pat Acting CEO Waneskewin Heritage Park pat.lorje@saskatoon.ca 306.384.1338 Saskatoon 

Lundquist, Service Manager Service Canada reagan.lundquist@ 306.953.8459 Prince Albert 

Reagan 


MacNab, Shelley Employment SK Indian Institute macnabs@siit.ca 306.477.9303 Saskatoon 

coordinator 


MacVicar Career & Employment Advanced Education, Jill.MacVicarGrimes@gos.ca 306.637.4512 Estevan 

Grimes, Jill Consultant employment & Labour 

Manitoken, Project Manager SIIT-CCS manitokenl@siit.sk.ca 306.373.4694 Saskatoon 

Leonard 

Marchinko, Jeri Mgr Basic Ed. Advanced Education, jeri.marchinko@gov.sk.ca 306.787.2505 Regina 

carriculum Renewal Employment and Labour 

Martin, Dale Owner/Operator Tim Hortons janna@sasktel.net 306.230.7100 Saskatoon 

Martin, Janna Owner/Operator Tim Hortons janna@sasktel.net 306.230.9671 Saskatoon 

Martin, Leslie Instructor Sask. Indian Institute Martinl@siit.sk.ca 306.477.9229 Saskatoon 


Masuskapoe, Frank Job Coach SIIT (Construction Careers) masuskapoef@siit.ca 306.373.4694 Saskatoon 



McCaffrey, Geordy Executive Director GDI Training geordy.mccaffrey_dti@ 306.651.2231 Sasktoon 

& Employment 

sasktel.net 

McDermott, Gary Director, Aboriginal Industry Training Authority gmcdermott@itabc.ca 604.214.8720 Richmond 

Apprentice 

McDonald, Nicole Intergovernmental Saskatchewan nicole.mcdonald@wd.gc.ca 306.975.6559 Saskatoon 

Program Officer Federal Council 

McKenzie, Wayne F first Nations 

& Metis Relations 

McNab, Jennifer LFD - Student Clerk Touchwood Agency aroper@tatc.sk.ca 306.835.2937 Punnichy 

tribal Council 

Medicine-Rope, Labour Force Touchwood Agency aroper@tatc.sk.ca 306.835.2937 Punnichy 

Raylene Board Member Tribal Council 

Merasty, Angie Human Resource Cameco angie_merasty@ 306.956.8179 Saskatoon 

Specialist 

cameco.com 

Meyers, Tracy Community Saskatchewan Assoc. of tracy.meyers@sasktel.net 1.306.764.3740 Prince 

employment Resource Rehabilitation Centre Albert 

Monterrosa, Sylvia Human Resources Louis Bull Tribe lbhr@incentre.net 780.585.3978 Hobema 

director 

Mooney, Lisa Senior Development Service Canada lisa.m.mooney@ 306.975.4485 Saskatoon 

officer 


Moore, Laurel Aboriginal Training Southeast Regional College lmoore@ 306.735.5236 Whitewood 

consultant 

southeastcollege.org 

Morin, Howard Economic Big River First Nation howardm@live.ca 306.724.4700 Debden 

development Officer 

Morin, Janell Program Supervisor Quint Development employment.quint@ Saskatoon 

corporation 

sasktel.net 

Morin, Mechtild Employment Counsellor GDI Training & Employment mechtild.morin@ Saskatoon 


Moss, Sylvia Employment Counsellor GDI Training & Employment sylvia.moss@gdite.gdins.org 306.683.3634 Saskatoon 

Moulton, Doug BC/Yukon Regional HRSDC-Government douglas.moulton@ 604.666.6991 Vancouver 

Headquarter of Canada hrsdc-rhsdc-rhdsc.gc.ca 

32 




Mychan, Sharla Aboriginal kelsey Trail Health Region SMychan@kthr.sk.ca 306.752.7564 Melfort 

development Coordin 

Nadler, Laurie Facilitator facilitator laurie.nadler@ 306.564.5414 Regina 


Neima, Jack Regional Operating RBC Royal Bank jack.neima@rbc.com 204.988.4406 Winnipeg 

officer 

Nickel, Lorna Coordinator nipawin Representative nrw@sasktel.net 306.862.4766 Nipawin 

Workforce 

Norris, 

Ministry of Advanced 

Honourable Rob E education, Employment 

and Labour 

Olynyk, Phyllis Career & Employment Advanced Education, Phyllis.Olynyk@gos.ca 306.786.1434 Yorkton 

consultant 

employment & Labour 

O’Neil, Cecile Program Coordindator GDI Training & Employment cecile.oneil@gdite.gdins.org 306.683.3634 Saskatoon 

Ostlund, Colleen Program Admin. Aboriginal Human costlund@aboriginalhr.ca 306.956.5367 Saskatoon 

coordinator 


Ouellette, James Employment Counsellor GDI Training & Employment james.ouellette@ 306.683.3634 Saskatoon 


Paddy, Bonita Operations Manager Thunder Employment bonitapaddy@hotmail.com 306.845.4348 Turtleford 

and Field Services 

Page, Allan Project Manager Construction Sector Council page@csc-ca.org 250.475.1075 Victoria 

Parada, Lorraine Manager/Program Woodland Cree Ent. Inc. wcei@sasktel.net 306.425.4977 Air Ronge 

officer 

Parenteau, Don Nat. Dir. Trades Aboriginal Human dparenteau@aboriginalhr.ca 306.956.5393 Saskatoon 

& Appren. 


Parker, Terry Business Manager Sask. Prov. Building & sk.blding.trades@sasktel.net 306.359.0006 Regina 

construction Trades Council 

Pearce, Gwen Labour Force Kinistin Saulteaux Nation gpearce@kinistin.sk.ca T tisdale 

development Coord 

Pelletier, Barry Employment Counsellor GDI Training & Employment barry.pelletier@ 306.683.3634 Saskatoon 




Pelletier, Brian Program Manager HRSDC-Aboriginal brian.pelletier@ 819.953.7204 Gatineau 

Affairs Directorate hrsdc-rhdsc.gc.ca 

Pelletier, Lucy Regional Manager CESO lpelletier@ceso-saco.com 306.477.3910 Saskatoon 

Pelly, Monica Administrative Assistant SITAG pellym@siit.sk.ca 306.244.4460 Saskatoon 

Poitras, Angela Employment GDI Training angela.poitras@ 306.683.3634 Saskatoon 

counsellor & Employment gdite.gdins.org 

Powalinsky, Bill Senior Development Service Canada bill.powalinsky@ 306.953.8401 Prince 

officer servicecanada.gc.ca Albert 

Qayyum, Andaleeb Senior Policy Analyst HRSDC - Labour Program andaleeb.qayyum@ 819.994.4662 Gatineau 

hrsdc-rhdsc.gc.ca 

Quewezance, Vice-President Sask. Aboriginal Women’s alxinsens@yahoo.ca 306.242.8437 Kamsack 

Cheryl 

circle Corp 

Quirk, Sherry Human Resources/ Prairie Mines & Royalty Ltd. squirk@prairiemines.com 306.636.7803 Estevan 

Safety Manager 

Regnier, Carmen Facilitator HRSDC carmen.regnier@ 306.527.1657 Regina 


Renneberg, Donna Career Pathing Advisor Saskatoon Health Region donna.renneberg@ 306.655.6793 Saskatoon 

saskatoonhealthregion.ca 

Robert, Sharon Career Counselor Flin Flon Indian Metis pfc@mts.net 204.687.8851 Flin Flon 

friendship Centre 

Robertson, Aboriginal Liaison Ministry of Advanced Collette.Robertson@ 306.787.0671 Regina 

Collette E education, Employment gov.sk.ca 

and Labour 

Roesslein, Sandra Admin Coordinator Service Canada sandra.roesslein@ 306.564.5383 Regina 


Roper, April Labour Force Touchwood Agency aroper@tatc.sk.ca 306.835.2937 Punnichy 

develop. Director Tribal Council 

Roque, Sheila EA A & NA the Pas 

Rosdahl, Anita Manager Human First Nations Bank rosdaa@ 306.955.6742 Saskatoon 

resources of Canada firstnationsbank.com 

34 




Rosebluff, Len Job Coach SIIT/Construction rosebluffl@siit.sk.ca 306.359.6915 Regina 

careers Regina 

Ross, Donna Program Coordinator GDI Training & Employment donna.ross@gdite.gdins.org 306.683.3634 Saskatoon 

Rougeau, Allison Executive Director Canadian Apprenticeship allison_rougeau@ 613.235.4004 Ottawa 

forum 

caf-fca.org 

Roy, Darwin Supervisor North Cameco darwin_roy@cameco.com 306.425.6292 La Ronge 

comm Relation 

Roy, Doreen Career & Employment Northlands college roy.doreen@ 1.306.235.1784 Buffalo 

facilitator northlandscollege.sk.ca N narrows 

Roy, Janelle 

Western Broadcasting 

Academy 

Sanders, Larry Regional Coordinator Health Canada - FNIH larry_sanders@hc-sc.gc.ca 306.780.8683 Regina 

Sanderson, Pat Policy Consultant, Service Canada pat.sanderson@ 306.975.4450 Saskatoon 

Partnership 


Schindelka, Roger Vice President SIIT/ SITAG schindelkar@siit.sk.ca 306.477.9211 Saskatoon 

Severight, Elaine LFD Coordinator Yorkton Tribal Council - elaines@ 1.306.783.2225 Yorkton 

labour Force Development yorktontribalcouncil.com 

Shingoose, Lisa Manager, Labour SIIT/SITAG shingoosel@siit.sk.ca 306.477.9207 Saskatoon 

Market Unit 

Sinclair, Ken LFD - Board Member Touchwood Agency aroper@tatc.sk.ca 306.835.2937 Punnichy 


Smith, Angie HR Manager Home Depot angie_goldsmith@ 306.651.6250 Saskatoon 

homedepot.com 

Sparvier, Gaye Labour Force Cowessess First Nation gayesparvier@hotmail.com 306.696.3418 Cowessess 

development Coor. 

Starr, Wavell Aboriginal Recruiter Saskatchewan Public wstarr@psc.gov.sk.ca 306.787.7198 Regina 

Service Commision 

Stavely, Debbie Employment GDI Training debbie.stavely@ 306.683.3634 Saskatoon 

counsellor & Employment gdite.gdins.org 

Steininger, Terrry Labour Relations Sun Country Health Region tsteininger@schr.sk.ca 306.842.8742 Weyburn 

consultant 



Stevens, Brent Community correctional Service MarentetteBJ@ 204.983.3009 Winnipeg 

employment Coord. of Canada CORCAN csc-scc.gc.ca 

Stonechild, Kara Aboriginal Higher Ministry of Advanced Kara.Stonechild@gov.sk.ca 306.787.6356 Regina 

ed. Analyst 

education, Employment 

and Labour 

Stromberg, Senior Policy Advisor Ministry of Advanced rstromberg@ 306.787.0275 Regina 

Rhiannon E education, Employment sasked.gov.sk.ca 

and Labour 

Strong, Joan Employment PAGC-Dene jmacdonald@pagc.sk.ca 306.953.7234 Prince 

& Training Coordinator 

Albert 

Sutherland, Errol Program Officer SIIT / SITAG 

Swiftwolfe, John Post-Sec Councillor Moosomin First Nation psmoss@sasktel.net 306.386.2207 North 

Battleford 

Thomas, Colleen Program Officer Service Canada colleen.thomas@ 306.953.8454 Prince 


Albert 

Thoms, Kristen Employment Quint Development cd136u@sasktel.net Saskatoon 

coordinator 

corporation 

Thunderchild, PostSec/SITAG Thunderchild Education cthunderchild@ 306.845.4300 Turtleford 

Corinna Coordinator hotmail.com 

Tomlinson, Cheryl H/R Advisor canada Safeway Limited cheryl.tomlinson@ 306.242.3143 Saskatoon 

safeway.com 

Topuschak, Ashley Program Consultant Crown Investments atopuschak@cicorp.sk.ca 306.933.6596 Saskatoon 

corporation 

Ursel, Bill Career Pathing Saskatchewan Association billu@saho.org 306.347.5507 Regina 

Project Officer of Health Organizations 

Vanderveen, Laura HR Advisor Agrium jbeaman@agrium.com 306.683.1262 Vanscoy 

Beaman, Jason HR Manager 

Venne, Isaac Job Coach SIIT vennei@siit.sk.ca 306.953.7228 Prince 

Albert 

Vermette, Peggy LFD Project STC Urban First vermettep@careervillage.ca 306.477.9307 Saskatoon 

coordinator 

nations Services Inc 

Warren, Brian VP Human Mosaic brian.warren@ 306.345.8227 Regina 

resources - Potash 

mosaicco.com 

36 




Wasacase-Lafferty, HR Consultant University of Saskatchewan candace.lafferty@usask.ca 306.966.2063 Saskatoon 

Candace 

Weekusk, Darryle General Manager Thunder Employment darryle.weekusk@ 306.845.4348 Turtleford 

and Field Services hotmail.com 

Welwood, Project Manager Skills Canada Saskatchewan toniw@skillscanada.com 306.352.0260 Regina 

Toni-Lynn 

Wengel, Tannis National Events Aboriginal Human twengel@aboriginalhr.ca 905.453.2661 Saskatoon 

Manager 


Wheaton, Cathy Manager of corrections, Public Safety cwheaton@cps.gov.sk.ca 306.798.4069 Regina 

offender Employment and Policing 

Whitefish, F federation of Saskatchewan 

Vice Chief Lyle I indian Nations 

Wiebe, Christina D dumont Technical Institute 

Wilson, Kory Chair, Aboriginal Langara College kwilsong@langara.bc.ca 604.307.5478 Vancouver 

Studies 

Wolfe, Leon LFD Board Member Touchwood Agency aroper@tatc.sk.ca 306.835.2937 Punnichy 


Wuttunee, Alice Career Pathing Advisor Prairie North Health Region Alice.W@pnrha.ca 1.306.446.6036 Saskatoon, 

Yakubowski, Consultant, Saskatoon Health Region rhoda.yakubowski@ 306.655.6786 Saskatoon 

Rhoda rep Workforce saskatoonhealthregion.ca 

Young, Terry Coordinator, Saskatchewan Indian youngt@siit.sk.ca 306.477.9301 Saskatoon 

Welding Initative Institute of Technologies 

Zimmerman, Eric L local 555, Int. local555@sasktel.net 306.949.4452 Regina 

Brotherhood of Boilermakers 

Sayazie, Linda Employment Athabasca Economic tdaniels@athabascabasin.ca 306.633.5672 Wollaston 

coordinator development & Training L lake 

corporation 

Longman, Christie AHRDA Coordinator Sask. Aboriginal sawcc.ahrda@sasktel.net 306.783.1511 Yorkton= 

Campbell, Cherylnne 

Women’s Circle Corp. 

Millar, Sandra Treasurer SK Aboriginal millar_sandra@hotmail.com 306.407.0784 North 

McCallum, Eva Women’s Circle Battleford 

Lumb, Carol Director Saskatchewan Tourism carol.lumb@ 306.933.5905 Saskatoon 

Kennedy, Lorian Contractor education Council sasktourism.com 


Appendix 3 

EVALUATION SUMMARY 

Saskatoon, Manitoba – Results 

Summary 

The Saskatoon, Saskatchewan Workforce Connex forum attracted delegates from 

Aboriginal Human Resource Development Agreement holders (AHRDA), private 

sector organizations and government. In total, 233 participants were in attendance. 

77 evaluations were received, representing a participant return rate of 33 per cent. 

Response sector demographics are broken down as follows: 

Private sector delegates............................. 26 

AHRDAs...................................................... 23 

Unknown.................................................... 28 

General Questions and Responses 

1. Did the Workforce Connex forum meet your expectations 

Comments: 

Agree......................................................... 70 

Disagree...................................................... 3 

No Indication............................................... 4 

• Would have like more Health related information, perhaps I signed up 

for a wrong workshop. 

• 

• 

No comment. 

Beyond expectations. Abundance of contacts. 

• I wasn’t exactly sure what to expect and have to say I am very much 

impressed with the Connex and look forward to moving forward in 

strengthening the relationships I have began to develop. 

• 

• 

• 

• 

• 

However I really wasn’t sure what to expect at the forum. 

No comment 

This forum was more informative then I had expected 

Focus on interprovincial work. 

I wasn’t sure what to expect. 

• Saskatchewan AHRDAs have been making these connections for years — 

their successes should be acknowledged! 

• 

• 

• 

• 

Didn’t know what to expect. But it was great! 

It was excellent. 

Wonderful job. 

Exceeded my hopes – much more interactive then expected. 

• All educational institutes would be supply avenues. Everyone should take 

the time to connect. 

• At SGI we were aware of some of the barriers we (Employer) have in regards 

to employing Aboriginals. It was good to see others having the same 

concerns as SGI has. 

• 

• 

• 

• 

• 

• 

At first I wish more would have happened / however the end proved fruitful. 

Exceeded. 

Yes. 

Need more info on AHRDAs – minimal information on who, where, how, etc. 

I was impressed with the openness of all conversations. 

It surpassed my expectations. I have made many wonderful contacts. 

• I expected an “us vs. them” mentality and was surprised to find it absent 

for the most part. 

• I would have like a section talking/explaining the AHRDA’s, their locations, 

responsibilities, etc. As well more information on the Aboriginal Human 

Resource Council and the work being done and how businesses can partner 

to benefit employers and Aboriginal employees. 

• 

• 

• 

• 

To some degree. 

I learned lots about AHRDAs and real stuff. 

I was very educated. 

I wasn’t sure what to expect, but I enjoyed the process. 

• I came expecting to stay a few hours each day but stayed for approx. 90% 

of the conference. 

2. 

Were the information materials you received at the forum valuable 

Comments: 

• 

• 

• 

• 

• 

Agree......................................................... 70 

Disagree...................................................... 1 

No Indication............................................... 6 

Would like all participant contact info. 

I would like more information on how to contact the AHRDAs. 

Business cards. 

Yes – but would have liked a list of Aboriginal awareness workshop providers 

Would be helpful to have a list of all AHRDAs. 

• I realized that having an “inclusive” workplace requires more work 

on my part! 

• 

Expensive 

• Yes – Great networking & got some great connections to send employment 

opportunities. 

• 

I’m ambivalent about them. 

• Hope to receive some of the Power Points from some of the presenters. 

38 



• 

• 

List of participants should have contact info. 

Absolutely. 

• Depends on the “as spoken” information – and if there will be a single 

source for contact info. 

• The package was good but it would have been good to have speaker notes 

/ slides of the presenters in the package – they had valuable data to share 

and their time was short. 

• 

• 

• 

Request specific contact information – emails / phone #s. 

Need the follow-up reports ASAP! 

Yes – information content positive. 

• I like the list of names, but need emails or phone numbers. We need 

a central contact that can direct employers, service providers, & training 

institutions to each other. 

3. Did you visit the Workforce Connex website 

(www.workforceconnex.com) prior to the forum 

Comments: 

• 

• 

• 

• 

Agree......................................................... 45 

Disagree.................................................... 28 

No Indication............................................... 4 

I should have – got it emailed to me (information). 

Did not have any info from employer. 

Forgot to follow-up. 

Yes. 

• More info on the goals, objectives & what to expect by way forum process, 

also info from the previous forums would have been helpful. 

• 

• 

• 

• 

• 

But I will! 

Did not know about the website. 

Not yet. 

No – will be visiting in future. 

Very accessible. 

• But I would visit it after if I knew materials from presenters and such were 

available there. 

• 

• 

• 

• 

• 

• 

Yes and I read much of the site – a lot of information there. 

Did not know about the site. 

No, didn’t have time. 

I didn’t go before, but I will check it out now. 

But I couldn’t find an agenda or slate of speakers. 

Just for conference info. 

• I went to see if the agenda had changed the night before the conference 

& the website was down. 

4. 

Did you have sufficient advance notice of the forum 

Comments: 

Agree......................................................... 74 

Disagree...................................................... 3 

No Indication............................................... 0 

• I did have notice although the expectations for participants was not clear 

from marketing materials. I learned about the format from a presentation 

and was even more interested in attending. Perhaps would have attracted 

even more business leaders or senior leaders if it was clearer. 

• 

• 

• 

Only dates / times / location was provided by employer. 

Should not be held at year end. 

Came as a facilitator – got a month plus notice. 

• I didn’t know about this until someone other than Service Canada faxed it 

to us & SITAG said we should go. 

5. 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

Yes. 

Did not receive the last-minute changes to the schedule. 

Lots of time. 

Came in place of someone else – lots of good contacts. 

Yes, but I didn’t get the email about the early start. 

One thing I liked about the forum: 

Format and facilitator 

Thanks! Good work. 

Success stories / Wayne McKenzie. 

Excellent speeches on demand – side (Dave Fischl). 

Networking. 

Was able to connect w/ a wide variety of potential partners. 

Great speakers. 

Lots of interaction. Moved along – good pace. 

PACE, cultural entertainment, youth presentation, food, facilities. 

Dynamic Interaction amongst participants. 

Job very well done – Hats off & pats on backs to all those who were involved. 

Switching perspectives & the variety of information. 

This was a working forum with given strategy. 

The breakout groups and networking. 

Good range of delegates. 

• I see more opportunity working with Aboriginals. I also now understand more 

about what I need to do to support other cultures. 

• Industry presence. 


• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

• 

Meeting new contacts, success stories. 

Hearing the four success stories. 

Presenters, breakout groups, success stories. 

I like the discussions with different groups and individuals. 

Youth panel. 

Networking. 

Lots of opportunity to network & discuss issues. 

Made new contacts. 

To meet other AHRDA Holders, Employers. 

Group breakouts. 

The contacts and discussion groups. 

It brought two sides of labour market together. 

Breakout sessions were great. 

We were able to speak and give our opinions. 

Susan – facilitator did a great job! Speakers were interesting. 

The opportunity to Network. 

Very informative. Susan – Facilitator very energetic & interactive. 

The facilitator. 

Learning opportunity. 

The opportunity to network & build partnerships. 

Location, venue, speakers, topics. 

Walk in my shoes exercise & Real Life Stories. 

The Real Life Stories – Circle of Champions. 

Networking – small breakout session discussions. 

Content! All the discussions, sessions were interesting and relevant. 

I liked that the issues came out & I am confident that they will be 

seriously addressed! 

Networking opportunities & young champions. 

Networking / interactive dialogue. 

The purpose – connecting Aboriginal people with employers. 

The way the audience got involved. 

Very well organized & enjoyed the open floor sessions. 

Loved the round table discussions. 

Variety of participants – having employers and service providers 

having conversations. 

Great job! A lot of thought & effort was put into this & it showed! 

Good job Pat, Susan, & all behind the scenes! 

The interactive format. 

The interaction with all participants. 

I was very pleased with the entire connex. 

• 

• 

• 

Listening to the experiences of others, & the successes & failures. 

Breakout sessions provided very valuable networking. 

Youth, entertainment, panel speakers. 

• I loved many things; awesome small group conversations; awesome success 

stories; I especially liked Oscar Lathlin’s message & Dave Fischl. 

• 

• 

I really enjoyed the breakout sessions, they were very informational. 

Getting to know who is who & where they come from. 

• The ability to connect with other Employers, government agencies and 

the future employees. 

6. 

• 

• 

• 

• 

• 

• 

Interaction – honest conversation. 

Very informative – networking w/ different agencies. 

Subject – please provide comments from break-outs to participants. 

Interaction w/ people from different perspectives. 

Opportunity to hear employers. 

Dialogue and break-out groups. 

One thing I would change about the forum: 

• There was a lot of discussion in our group around contacts and a central 

location. If new role already known for AHRC could have informed prior 

& moved discussion along. 

• 

• 

• 

More healthcare sector participation / information. 

Less political talk. 

Include all contact info. 

• I was incorrectly lumped in w/ employers but I actually assist Aboriginal 

people in custody to find employment. 

• 

• 

Small group feedback. 

More female involvement including entertainment. 

• Timing of this conference with Sask. Indian Winter Games may have had an 

effect on attendance (some who registered did not show up). 

• More opportunity to have focused workshops with employers or service 

providers to share info and make connections. 

• 

We need to have the basics of those networks. 

• It would be good to have the Aboriginal recruiter set up a booth at 

the next Connex. 

• 

• 

• 

• 

• 

• 

Round table facilitators need to challenge dominant group members. 

There was a lot of talking but not as much information. 

Invite community resources. 

Bring in the unemployed, CANSASK, Community Services. 

Need more breaks. 

More time – felt rushed through. 

• Nothing at this time. 

40 



• 

One more day just to meet. 

• Have an annual forum in Saskatchewan every year. Send list of email 

contacts to each individual registered. Next time if we can have employers 

wear different color tags (names) so we can see clearly. 

• 

More contact with employers. Annual forums. 

• Annual forum in Saskatchewan every year. Send list of email contacts 

to each individual registered. 

• 

It would be nice to have a print out of the PowerPoint presentations. 

• I would have loved to have presentations on the service groups to better 

understand their functions. 

• 

• 

• 

• 

• 

Government making commitment at forum. 

Focus on describing how or giving directions for employers to work with AHRDA. 

More “success” real life stories. 

More provincial representation during panel discussions. 

The roundtable – less lecture / presentation. 

• The morning snacks were all carbs with no protein that is conducive to 

diabetic people. 

• More information in print or available on-line regarding who to contact and 

what “specialty” each AHRDA has. 

• As a facilitator, I would have liked to get those summary questions included in 

the package we got the first morning rather than everyone writing them out. 

• Panel host – get crowd settled (2 minute warning) before introducing 

topic / panel. 

• PowerPoints are not well used – would it be possible to have guidelines for 

all (fewer words, key points only, etc.) – most were dry! 

• 

• 

• 

Spread speakers out a bit more – gets long all at once. 

Panel on first day – run it as a panel – not 3 consecutive speakers. 

Video at lunch would have been good to hear, but noise level made it hard. 

• Suggestion – at opening, explain structure of small groups work: 

“Supply, Demand, Action.” And keep reminding people. 

• 

For panel host: please get crowd settled before starting. 

• Speakers should use PowerPoint less – the only one who had an engaging 

PowerPoint presentation were Roger Schindelka & Dane Fishel. Our leaders 

always misuse PowerPoint thereby lessening its effectiveness & it was 

“misused” by most of the speakers. 

• The day two speakers were great. They should have had more time to 

present. They are ones who have found some solutions & can share their 

best practises. 

• 

• 

• 

• 

• 

Day 1 speaker info covered have been sent out in advance as pre-reading. 

Nothing it was great. 

Keep the format. 

Make it slightly longer as people opened up as the time went on. 

Have SK learning present at future Workshops AHRC – to have contact. 

• 

More youth participation. 

• Couldn’t hear (or see) Susan as she gave initial directions – should stand 

on the stage. 

• I would strongly recommend to include Saskatchewan learning as education 

came up so much. I would also like to see a list of emails w/ the participant list! 

• 

Invite more businesses. 

• Have Host sit an employee at each table and those Head Honchos at 

Service Canada should sit at each table, noticed they all sat together. 

• A more defined structure – we covered so much more than once, twice, three 

times without resolution. 

• 

The group was almost too large for the interactive format. 

• I would add a web portion: streaming media and DATABASE follow up to this 

Forum to increase range of people and organizations connected. 

• 

• 

• 

More specific information / success stories from other jurisdictions. 

Involve unemployed individuals & find out what they are struggling with, etc. 

More upper management to commit. 

• Include slides by Ken Kowalchuk – demographics (to take home). Can you 

please send us his slides or post them on your website 

• Provide an agenda before the last few days – I was VERY disappointed in 

having missed the opening comments / dance, etc. since my agenda said 

1:00 pm start! 

• More planned networking sessions (for us shy people). A chance at the 

beginning to discuss why we are here. Inspire people to be invested in hiring 

Aboriginals & chance to break down misconceptions. 

• 

Bring a panel of employment ready job seekers – let’s hear them! 

• I would like to see all the ideas, comments from dialogue, flip charts etc. 

Put into booklet form and made available to delegate even if only website. 

Private Sector Delegates 

1. Prior to attending this Workforce Connex forum I had a high level of 

awareness about Aboriginal Human Resource Development Agreement 

holders (AHRDAs). 

Comments: 

Agree ........................................................ 20 

Disagree.................................................... 22 

No Indication............................................. 35 

• I had heard of them but did not know what their mission was. (i.e. 

Transportation funds, relocation funds, training funds, etc.). 

• 

Knew nothing. 

• Basically none. 


2. 

As a result of this forum I am coming away with a better understanding of 

the constraints and impediments that AHRDAs face in their efforts to work 

with companies and secure employment placements. 

Agree ........................................................ 34 

Disagree...................................................... 3 

No Indication............................................. 40 

• 

• 

• 

• 

Not an AHRDA but a “supply” organization. 

From a CBO. 

Depending on employment counsellor / LDF Coordinator to go out 

and do public relations. 

Somewhat!! 

Comments: 

• 

Supply. 

• Still ensure what AHRDAs do / role in the Ab. Employment strategy – 

appears to be “private” focused. 

• 

Better. 

• I found that the AHRDA representatives I spoke to are reluctant to send 

clients for entry-level positions. They want larger salaries and positions 

for first time employees. 

3. 

I intend to develop a plan to increase my organization’s recruitment and 

retention of Aboriginal people. 

Comments: 

• 

• 

• 

Agree ........................................................ 32 

Disagree...................................................... 2 

No Indication............................................. 43 

Plan is already in place. 

Already involved in an extensive plan. 

I am not in charge of recruitment – but the tools are in place for that. 

• We have just recently created our Aboriginal retention strategy with input 

from our current Aboriginal employees (term & permanent). 

• 

• 

• 

Government. 

Not an Employer. 

n/a. 

Aboriginal Human Resource Development 

Agreement holders (AHRDA) 

1. 

Prior to attending this forum my AHRDA experienced many challenges 

developing relationships with business. 

Agree ........................................................ 21 

Disagree...................................................... 8 

No Indication............................................. 48 

2. This Workforce Connex forum helped me to better understand 

the issues and constraints that business faces to recruit and retain 

Aboriginal people. 

Comments: 

Agree ........................................................ 30 

Disagree...................................................... 4 

No Indication............................................. 43 

• I did not find the information presented by businesses as new; there are 

too many misconceptions regarding Aboriginal employees. 

• 

• 

But wish there were more employers from Myorla Yorkton. 

I’m not either. Training. 

Testimonials from the Saskatchewan 

Workforce Connex forum 

“Thanks! Good work.” 

Anonymous 

“A priceless resource for my employer and our clients.” 

Anonymous - SIIT 

“I have only begun to build relationships and will continue 

to strengthen these relationships as I continue to 

recruit, train & develop Aboriginal people.” 

Anita Rosdahl – First Nations Bank of Canada 

“Good Networking Process – very inclusive.” 

Bill Ursed – SAHO 

“It gives a better understanding of Diversity and how 

important it is to incorporate it in our place of business.” 

Anonymous 

I fully enjoyed every aspect of this conference.” 

John Klyne – GDI Training & Employment 

“Job well done.” 

Debbie Stavely – GDI Training & Employment 

Comments: 

• 

I work with the Health Sector. 

42 



“Great opportunity to gain more information 

directly from Business.” 

Tammy Cummins – GDI T&E 

“Job well done!” 

Michelle Demontigny – GDI Training & Employment 

“The forum provided an excellent opportunity to meet 

with the supply side & make contacts regarding 

employment opportunities.” 

Jamie Lerat – SGI – HR AB. Strategy & Employment EQ. 

“What a great & rare opportunity 

to CONNECT!!” 

Lori Adams – Affinity Credit Union 

“Talk’s Done – let’s Get at it – 

we know what to do!” 

Anonymous 

“If you need employees, this is where 

you want to be.” 

Darrell Lechman – SCYAP Inc. 

“I thought it was a great forum (The Best)” 

Anonymous – Ministry of Highways & Infrastructure 

“This was the best Forum for Employers & Ab. Orgs 

I’ve ever attended – people were very open & honest 

in their discussions. Many connections were made.” 

Mary Anne Brock – Service Canada 

Appendix 4 

GLOSSARY OF TERMS 

Acronym Definition 

ABE 

Adult Basic Education 

AHRC 


AHRDA 

Aboriginal Human Resources Development Agreement holders 

AHRDS 

Aboriginal Human Resources Development Strategy 

CAHRD 

Centre for Aboriginal Human Resource Development 

GDI 

Gabriel Dumont Institute 

HR 

Human Resources 

HRSDC 

Human Resources and Social Development Canada 

IANE 

Interprovincial Association on Native Employment 

IN 

Inclusion Network 

IT 

Information Technology 

MAHRS 

Manitoba Aboriginal Human Resource Strategists 

MAYCAC Manitoba Aboriginal Youth Career Awareness Committee 

“I learned so much about what the employers expect 

& so many contacts.” 

Janice Gagne – GDI T&E North Battleford, SK. 

“Very good conference, lot of resources available” 

Anonymous – MLTC 

“This forum was very informational and I will take this 

back to my manager of Education.” 

Gaye Spanier, LFD Coordinator – Cowesses First Nation 

“Lunch was great!” 

Anonymous 

“Please access this bold and progressive 

informational conference” 

Anonymous – Yorkton Tribal Council 

“See you in Montreal!!” 

Anonymous 


www.aboriginalhr.ca 

Canada’s leading innovators in Aboriginal recruitment, 

retention and advancement 

www.rhautochtones.ca 

Principaux innovateurs canadiens en matière de recrutement, 

de maintien en emploi et d’avancement des Autochtones 

44 


The council is a private/public partnership with funding supportfrom the Sector Council 

Program, Human Resources and Social Development Canada. 

Le Conseil est un partenariat privé-public qui reçoit du financement du Programme des 

conseils sectoriels, Ressources humaines et Développement social Canada.

Saskatchewan - AHRDCC - Workforce Connex

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