Workforce connex - Aboriginal Human Resource Council

TABLE OF CONTENTSAcknowledgement..........................................................................................................................................................................................4Message CEO/President...............................................................................................................................................................................5Executive Summary.........................................................................................................................................................................................6Foreword .................................................................................................................................................................................................................6Synopsis .................................................................................................................................................................................................................6Forum Discussions..........................................................................................................................................................................................7Part 1:Part 2:Part 3:Part 4:Part 5:Part 6:Opening Address..........................................................................................................................................................................................................8Walk in My Shoes: A Personal Connection.....................................................................................................................................................................8Market Overview........................................................................................................................................................................................................10Supply/Demand Issues Roundtable...........................................................................................................................................................................10Keynote.....................................................................................................................................................................................................................15Strategies and Commitments.....................................................................................................................................................................................16Commitments..................................................................................................................................................................................................... 16Overview of the National Trades Strategy...................................................................................................................... 18Appendices............................................................................................................................................................................................................. 19Appendix 1:Appendix 2:Appendix 3:Appendix 4:Forum Agenda.....................................................................................................................................................................................................19Attendance.........................................................................................................................................................................................................22Evaluation Summary............................................................................................................................................................................................27Glossary of Terms................................................................................................................................................................................................31Aboriginal Human Resource Council New Brunswick Workforce Connex Report

AcknowledgementThe Aboriginal Human Resource Council (AHRC) would like to acknowledge and thank members of the New Brunswick regional planningcommittee who dedicated their time and talent to help make the New Brunswick Workforce Connex forum a successful event.New Brunswick Workforce Connex Planning CommitteeAboriginal Human Resources Development Agreement (AHRDA) Representatives••••••••Penny Polchies, Ulnooweg Development CorporationMarg Boer, First Nation Human Resource Development CorporationWanda Paul, First Nation Human Resource Development CorporationSonia Perley, Mawiw CouncilKristina Rogers, New Brunswick Aboriginal Peoples’ CouncilMichael Girouard, North Shore Micmac District CouncilAlex Dedam, Joint Economic Development InitiativeCheryl Knockwood, Atlantic Policy Congress of First Nations ChiefsGovernment Representatives••••••••Dana Sappier, Service CanadaChristel Pond, Service CanadaMartha Gorman, Aboriginal Affairs Secretariat, Government of New BrunswickJean Marie Michaud, Department of Post-Secondary Education, Training & LabourPollyanna McBain, Joint Economic Development Initiative and Indian and Northern AffairsKelli Greene, Department of Post-Secondary Education, Training & Labour, Government of New BrunswickHelen Champion, Atlantic Canada Opportunities AgencyHeather Chase, Enterprise NetworkTraining Institutes•••••Dick Corey, New Brunswick Community CollegesKevin Horsman, Institute of Trade & Technology TrainingPrivate Sector RepresentativesRita Hurley, NB PowerHilary Howes, Construction Association of New Brunswick• Ed Leslie, New Brunswick Society of Certified Engineering Technicians and TechnologistsAHRC would also like to thank Elder Margaret Paul of the St. Mary’s First Nation for her insight and inspiration in her delivery of the opening and closing prayer.Aboriginal Human Resource CouncilNew Brunswick Workforce Connex Report

Message CEO/PresidentAboriginal Human Resource CouncilKelly LendsayJuly 2007Dear Workforce Connex participant,It is my pleasure to present the outcomes of the forum in the national Workforce Connexseries, which was held in Saint John, New Brunswick on May 9th, 2007.The concept behind Workforce Connex came to life after Human Resources and Social Development Canada undertook a series of roundtables withstakeholders across the country in 2005. The principal purpose of the tour was to bring together Aboriginal Human Resource Development Agreementholders (AHRDAs), the private sector and other key stakeholders together to discuss better collaborations in Aboriginal labour market development.Throughout this process the Aboriginal Human Resource Council (AHRC) emphasized the importance of collaboration, coordinationand communication. And, to achieve results, the potential partners; government, the private sector, training institutions,community groups and Aboriginal people, have to be committed to implement sustainable partnership strategies.It was rewarding to see this vision unfold through active discussion among all participating stakeholder groups at the NewBrunswick forum. Participants were engaged in discussion and motivated to break down barriers and find solutions to resolve thecurrent training, recruitment and retention issues of Aboriginal people, with a special focus on trades and apprenticeship.It is now critical for New Brunswick Workforce Connex participants to continue dialogue and build strong and sustainablepartnerships that will encourage and provide training and jobs for Aboriginal people in New Brunswick.AHRC will continue its work to facilitate discussion among trades and apprenticeship stakeholders to help build askilled Aboriginal workforce that feeds the growing need of Canada’s Aboriginal people and economy.We would like to thank you, the participant, for your participation in New Brunswick Workforce Connex. The council looks forwardto your continued involvement and added value in this multi-dimensional partnership initiative. Your role is critical!Sincerely,Kelly Lendsay, MBAPresident and CEOAboriginal Human Resource Council EXECUTIVE SUMMARYAboriginal Human Resource Council New Brunswick Workforce Connex Report

Executive summaryForewordThis report is a summary of findings from the New Brunswick WorkforceConnex forum. The findings outlined in this report are representative of theNew Brunswick participants and have not been altered or analyzed in any way.This summary is focused on the input participants shared duringinteractive roundtable and plenary discussions. The findings will serveas a starting point for the development of new private sector/Aboriginalemployment centre partnerships in the New Brunswick region, andfor the development of the region’s go-forward action plans.The ‘AS SAID’ reports from across the country will be analyzed fortrends that will be captured in a comprehensive and integratednational report that will be used to shape initiatives in AHRC’snational Aboriginal trades and apprenticeship strategy.SynopsisWorkforce Connex is a national forum series that has been designedto increase Aboriginal participation in targeted trades employment andapprenticeship programs. The intent is for the forum is to create, strengthenand leverage regional partnerships and collaborative networks that offerresolve to Aboriginal employment training, recruitment and retention issues.On May 9, 2007, a group of committed stakeholders representing privatesector employers, Aboriginal Human Resource Development Agreementholders (AHRDAs), government and educators convened at the NewBrunswick Workforce Connex forum in Saint John, New Brunswick todiscuss ideas and commitments that will increase Aboriginal participationin trades and apprenticeship in the New Brunswick region.The discussion occurred in six stages:Part 1: Opening Address: Claudette Bradshaw, past Minister ofHuman Resource and Social Development Canada and currentlead on the New Brunswick Community Non-Profit Task Force,delivered a very powerful and passionate opening address tostimulate the critical need to advance the Aboriginal workforce.Brunswick labour market and skill shortages in order toprovide participants with context for their discussions.Part 4: Supply/Demand Issues Roundtable: The first part of thediscussion helped Aboriginal employment agencies and the AHRDAcommunity (supply side) understand various employment trendsand challenges that employers face in New Brunswick. To open thediscussion, Alex Dedam, Co-Chair, Joint Economic DevelopmentInitiative provided an overview of AHRDAs in New Brunswick.The second part of the discussion helped employers (demand side) to betterunderstand the foundation, role and employment challenges of AHRDAs,other Aboriginal employment agencies, and their clients in New Brunswick.To open the discussion, a three-person panel provided insight on the joband employment opportunities that exist for Aboriginal people in theirrespective industries. Panel members were; Stan Bear, Community Liaison,Maritime and Northeast Pipeline, Tim Flood, Vice-Chair, Construction SectorCouncil, Rita Hurley, New Brunswick Power Ombudsman, NB Power.Part 5: Keynote: An overview of the Atlantic Policy Congress Roundtablewas delivered by Cheryl Knockwood, Senoir Policy Analyst, AtlanticPolicy Congress of First Nations Chiefs and Penny Polchies, CommunityEconomic Development Advisor, Ulnooweg Development Group.Part 6: Strategies and Commitments: Participants builta list of commitments to ensure the value of the forumwould extend into actions and long-term partnerships.Through the facilitation of local professionals, participants were able toshare their ideas and help each other increase mutual understandingabout the challenges and successes to increase Aboriginal participation inthe New Brunswick labour market. There was a consensus that increasedmomentum 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 a beginning; an opportunityto actively and consciously begin to move the agenda forward inNew Brunswick. As a starting point, 39 commitments were made.Part 2: Walk in my Shoes – Personal Connection: In an effortto better understand each other’s challenges, the conversationreversed roles whereby the delegates representing AHRDAs were askedto walk in the shoes of employers and participants representingemployers were asked to walk in the moccasins of AHRDAs.Part 3: Market Highlights: Samuel LeBreton, Senior Economist,Service Canada delivered a presentation on the NewAboriginal Human Resource CouncilNew Brunswick Workforce Connex Report

THE DISCUSSIONParticipants discussed and shared ideas about how to increase Aboriginalparticipation in trades and apprenticeship in the New Brunswick region.The dialogue and deliberations at the session are contained below.Reception May 8th, 2007Kelly Lendsay, President, AHRC opened the reception with greetings fromthe council. He stated that he was encouraged to see so many employers,educators, government and Aboriginal people assembled for New BrunswickWorkforce Connex to create partnerships – similar to how historyunfolded when Loyalists and Aboriginal people built New Brunswick.Kelly introduced the speakers for the reception:••••His Worship, Norm McFarlane, Mayor of Saint JohnThe Honourable Ed Doherty, Minister, Aboriginal Affairsand Department of Post-Secondary Education, Trainingand Labour, Government of New BrunswickChief Len Tomah – Regional Chief, Assembly of First NationsCathy Martin, Aboriginal EntrepreneurshipMayor Norm McFarlaneMayor Norm McFarlane welcomed Workforce Connex participants toSaint John. He said the timing of the forum is very good, as a large numberof developments will take place in the Saint John area (refurnishingof the nuclear plant, new LNG plant, new refinery) that are anticipatedto employ 5,000 people. He explained that the collaboration and cooperationof the other five municipal regions in the area have been keyto these developments. He stressed that the whole community needsto be involved to support successful social and economic growth.Minister Ed DohertyMinister Doherty, Aboriginal Affairs and Department of Post-Secondary Education,Training and Labour, Government of New Brunswick gave a special welcome tothe participants of Workforce Connex and explained that it is good timingfor a gathering such as this – especially given the development that will takeplace in the Saint John area in the next few years. He explained that theAboriginal population is growing and all 15 First Nations communities are allstriving to be self-reliant and self-sufficient. He highlighted the developmentwork taking place in St. Mary’s and Red Bank. He introduced Patrick Francis,Deputy Minister Aboriginal Affairs and talked about partnerships between thegovernment and Aboriginal communities that exist such as the Aboriginal Skillsand Employment Partnership and the Joint Economic Development Initiative.He concluded that the Workforce Connex forum is an excellent way fordialogue to occur between the employers and Aboriginal communities.Chief Len TomahRegional Chief, Assembly of First NationsChief Len Tomah welcomed the participants to the territoryof Mi’kmaq and Maliseet.Chief Tomah noted some of the issues that First Nations people deal with suchas suicides, low education levels, housing, poverty, a fast growing population,high unemployment especially among the youth, a lack of actions on the RoyalCommission on Aboriginal Peoples, and finally, the missed opportunities. Althoughthere are major issues to be deal with he felt that this forum was a big step inthe right direction – especially given that the employers were here to listen andhave dialogue with the Aboriginal people. He stated that by working togetherthings can get accomplished and the knowledge gaps can be narrowed.He explained that if poverty could be eliminated, social costs would be reduced.He concluded his presentation by reminding people that June 29,2007 is the National Day of Action for Aboriginal people.Cathy MartinUlnooweg Award Show Coordinator, Ulnooweg Development Group Inc.Cathy Martin showed two videos from the Atlantic Aboriginal EntrepreneurAward Shows which were very uplifting as people could see economic andbusiness development possibilities with regard to Aboriginal people.Forum program –May 9th , 2007Opening CeremonyMargaret Paul, Elder St. Mary’s First Nation delivered the opening prayer forthe forum and provided delegates with a memorable cultural experience.Welcome & IntroductionsKelly Lendsay, President and CEO, AHRC welcomed all the participants to theforum and thanked everyone for coming. Mr. Lendsay reinforced that the forumis about facilitating dialogue between the supply side (Aboriginal people) andthe demand side (employers) of the labour market to lead to the creation ofpartnerships that result in employment for Aboriginal people in the trades.Jeff Tapley, Regional Director of Client and Community Services, NewBrunswick Region, Service Canada, welcomed all participants to NewBrunswick and to the forum. He explained that a forum such as this oneis a good way for the supply side and demand side of the labour marketto come together, share information, form relationships and partnerships.He felt that this forum is a very positive step that will help the supply anddemand sides of labour come together to address each others needs.Aboriginal Human Resource Council New Brunswick Workforce Connex Report

Opening AddressMr. Lendsay introduced Claudette Bradshaw, past Minister of Human Resourcesand Social Development Canada (HRSDC), and current lead on the NewBrunswick Community Non-Profit Task Force. Ms. Bradshaw was the ministerresponsible for HRSDC when the department’s roundtables were held thatresulted in the launch of the national Workforce Connex forum series.On a cross-country tour in 2005, Claudette Bradshaw brought employersand Aboriginal people together to find out why more Aboriginal people werenot participating in the labour force. She stated that her work was only thebeginning. She encouraged AHRC to take on this responsibility and coordinateactivities that would lead to the greater sharing of information that would resultin more partnerships. Mrs. Bradshaw felt that AHRC had a good team with theability to organize these forums. She was thrilled to see the forum’s come tolife, and was honoured to be asked a few words at the New Brunswick forum.During her tour across Canada Claudette noted that she discovered howvery little companies knew about whom Aboriginal people are, their skilllevels and how to get in contact the Aboriginal people. She also found thatthe Aboriginal community did not know how to connect with private sectoremployers or know about their job requirements and openings. She felt thatthese forums were an excellent way to have open dialogue to build partnershipsthat would eventually lead to Aboriginal employment. She explained thatfederal government can’t do the work that needs to be done because it doesnot go into the communities. Rather, communities tend to work with othergovernments’ and this is why forums are a good way to break down the barriers.She challenged participants to get active, get more engaged, to formpartnerships, and to help people to build their literacy and other skills.PART 2: Walk in my Shoes -A Personal ConnectionIn an effort to better understand each other’s challenges, the conversationreversed roles whereby the employers were asked to think/act like they werein the Aboriginal/AHRDA community while the Aboriginal community/AHRDAswere to think/act like they were employers, and determine, from this newperspective, the challenges? A summary of the conversation is as follows:AHRDAs as employers:QUESTION POSED: If you were an employer,what challenges would you face to make positiveconnections to the Aboriginal community?•••••How do I contact potential employees?Why can’t we find people?Where do we post positions?Who do we talk to in the community?Stereotypes.•••••••••••••••••••••••••••••••••••Retention – how to keep people once we have found them?Need to advertise.What skills are we looking for?Need to welcome candidates (internal barriers).More desirable workplace.Wages and money.How to work with invisible minorities.Are businesses friendly?We need to look outside-the-box to findAboriginal workers (creative outreach).Will we be successful using our general human resourcesprocesses, or do we need a targeted approach (diversified)?Why did current employees apply?Need to develop relationships before hand.Ensure our human resource policies are sensitive tocultural differences (i.e., family oriented).Network – use them – overcome.Provide sensitivity training to employees.Clients are not dependable.Budget issues don’t allow for full-time employment.No response to postings.Lack of connection to Elders.Lack of active engagement plans and action items.Co-op programs – access workers at a younger age.Summer employment provides a good entry point.Internship programs provide a good entry point.Communication issues.Not enough people/too many people.Too much talk not enough action.Process is too political.Champion in the community.Need service delivery to be more professional.Train practitioners with different standards for development.Front-line staff referral.Provide workplace preparation to enhance retention.Match the best person to the job without ‘baggage’.AHRDAs need to engage the private sector more often and follow through.More effective/correct contact.• Provide AHRDAs with more autonomy regarding how to spendAboriginal Human Resource CouncilNew Brunswick Workforce Connex Report

••budgets and types of employment that can be offered.Building on successes – publicize achievements.Need career awareness at an earlier age.Businesses as AHRDAs:QUESTION POSED: If you were in an AHRDA oranother Aboriginal employment agency, whatchallenges would you face to make positiveconnections to employers?••••••••••••••••••••••••••Need to market and advertise to employers.Some clients have a lack of skills.Make program information available.How do we reach potential employees/clients?How do we identify skilled people?Who is going to breakdown barriers?How do we connect to other Aboriginal communities?Conduct recruitment sessions in First Nations communities.How can we make Aboriginal people feel welcome?Provide early education of young people.Dissemination of information.Share the cost of training.Connect with training institutions to address demand side needs.Need to give back to the community – not just about exploitation.It is like putting a square peg in a round hole.Clients have no wrong skills.We have a geographic/location challenge (communitiesdon’t always align to job site locations).Acceptance.Need to help clients increase their confidence.Some of our experiences have been bad.Don’t know what supports are available —logistics and social supportCreate safety nets outside community where the work is.Need a buddy system in companies.More public awareness of the role that Elderscan play in AHRDA programming.Not enough support to get the education required.Lack of education.•••••••••••••••••••••••••••••••••••Lack of care/infrastructure.Clients have family responsibilities that makemoving /traveling to job site a challenge.Two career families.Our clients need to sell themselves.Know basics and ensure you have them.Know where to find the information.We need to understand recruiter requirements.Resolve the issue of ‘don’t live in area’.The workplace culture not respective of Aboriginal issues/culture.Address literacy needs.We don’t know employers.Don’t know the labour market.Can’t get into the Union.Don’t have the right education.Can’t sell myself – low self esteem.Who do I contact inside the companies?Need daycare.Need support systems.No mentor — nobody to guide me.Don’t feel I belong – fear — not confident.Afraid to fail.There are language barriers.Transport problems – haven’t got the means to get to the job site — no car.Don’t recognize credentials or experience.Lack of jobs on my First Nation.Have not sought a job off First Nations.Clients don’t want to move.How do we succeed?Don’t have resumes.Some employers have a negative perception of Aboriginal people.Cannot afford to work for minimum wage.Feel underpaid.Wages are too low to relocate.I have a disability — not able (disabilities, etc.)I have a criminal record.• I have a record or dependency.Aboriginal Human Resource Council New Brunswick Workforce Connex Report

•••••••••••••••••••Want full-time not part-time work.Need flex work hours.Sacrifice community life for job.Not qualified — experience and/or education.Live too far from jobs — away from home (home sick).Don’t know where to go to get the job.Don’t feel comfortable with non-natives.Can’t afford to work.Last work experience not good.Don’t know what interests me.Don’t have the interview skills.Don’t know what types of jobs are available.Not knowing the qualifications required.Didn’t finish school.Can’t afford the education for a job.Don’t believe they want to hire Aboriginal people.Need to start earlier (youth).Need greater career awareness — schools aren’t providingcareer counseling.Lack of connection for Elders.PART 3: Market OverviewSamuel LeBreton, Senior Economist, Service Canada did a presentation on thelabour market overview for New Brunswick. The title of this PowerPoint is LookingAhead - A 10-year outlook for the New Brunswick Labour Market (2006-2015).PART 4: Demand/Supply Issues RoundtablePurposeA general discussion from the supply side (Aboriginal community) and thedemand side (employers) of the labour market equation. Participants wereseparated into small groups and asked to respond to a number of questions.The purpose of this discussion was to get to know AHRDAs and the Aboriginalcommunities. To open the discussion, Alex Dedam, Co-Chair, Joint EconomicDevelopment Initiative (JEDI) provided an overview of the AHRDAs in NewBrunswick. He and his fellow colleagues circulated updated lists of all theAHRDAs in the province. He indicated that the key to success is having mutualrespect and to build partnerships that have mutual benefits for both partners.When the group discussion began, AHRDAs were asked to be setup as advisorsto business to understand the supply side. The dialogue questions were:Ask Employers:What challenges and frustrations do employers face toengage community?Is there anything you need to know about AHRDAs that willimprove your engagement with the Aboriginal community?What are the difficulties with recruitment and retention ofAboriginal workers?Ask AHRDAs:How do you get the word out about your clients?Provide advice to businesses about how to overcome barriersto positive engagement with AHRDAs?The results of the supply side conversation are provided below.Challenges and FrustrationsRecruitment and Retention challenges:••••••••••••••AHRDC/newspaper/ad/log support people in community colleges: don’tknow how to tap into First Nations resources – such as the nationalAboriginal job board, the Inclusion Network at www.inclusionnetwork.ca.Employment and training officers are a key when itcomes to matching clients to employers.Business needs easy contact route to circulate postings — setup jointwebsite for all AHRDA holders to make it easier for employers.Employers have to use different strategies for recruitment. Are First Nationsmaking themselves available? Who has the onus for making contact?Make sure the correct stakeholders/front-lineworkers get the required information.How do employers reach clients? Is there a frontlineworker for corporations?Big corporations need a liaison worker to contactemployment and training officers.Corporations should provide information sessionsat job fairs to explain job opportunities.Entry test could be verbal not written.Location of jobs require clients to move away from home.Need to know the screening processes in business.Affirmative action – is it good or bad?Reach out to First Nations to get the workers –at Grade 7-12, job fairs/long-term planning.Recruitment costs are expensive for small employers.• Summer job work experience is very important–get the clients knownto the employer.10Aboriginal Human Resource CouncilNew Brunswick Workforce Connex Report

•••••••••••••••••••••••••Hard time connecting to Aboriginal people willing to work —willing to train people from 0 – 60.Few interested in the job opportunities.Hard to get the word out.Word out – go to Aboriginal organizations to provide educationabout what jobs are available.How to retain people — retention – a happy employees are keyto a happy workplace.Retention – different types of incentives provided by employers- stock options, etc….even if pay was not substantial.Contacts: who? Where? How?Changing employment and training officers and coordinators makes itdifficult to connect – turnover makes relationship sustainability difficult.Need right relationships with possible Aboriginal councils and clients.Access to Aboriginal community to get people.Competition with other jobs (call centres) rate of pay issues.Ways to market types of job opportunities available at certain companies.Need to provide cultural awareness training to other employers.Ways to market types of job opportunities through email for certain companies.Ensure cultural awareness training is providedin the workplace to all employeesProvide Internet website for Aboriginal clients to them beaccessible to employers for matching. (Note: See nationalAboriginal job board available at www.inclusionnetwork.ca).Hire an Aboriginal person in a company as liaison with Aboriginal community–the connections for other Aboriginal people to raise issues/concerns.Having workplace acceptable to friendly Aboriginal persons.Summer jobs tool to attract a company.Not good enough for a company to do session on Aboriginal posting— real connection mailings to people on and off reserve.Post jobs at social assistance office.National website to jobs available across country.Sharing email addresses.Liaison and outreach:— mentoring for employees and employers— cultural sensitivity training—understanding that the AHRDAs are not included in theGovernment of New Brunswick employment counsellors system— ‘safe’ to ask questions.Suggest working with New Brunswick Association••••••••••••••••••••of Career Colleges to identify Aboriginal candidates.Unions – are these barriers? Partnering with unions continues but there arefew jobs for new employees because of union rules/issues/constraints.How does an employer know about a potential employee?AHRDAs have expectations of employers regarding jobs.They are not just a source of training funds.Knowing the business/technical technique on how to hire someone.The tire business has a brochure describing positionsand apprenticeship co-op process. They are always lookingfor employers – outreach/recruitment process.Concerned about canceling literacy program.Wage subsidies— AHRDAs want wage subsidies to lead to jobs—how does an employer find out about the Service Canadawage subsidy/workforce experience program— mail Service Canada’s brochure on subsidy programs—employers unaware of job subsidies availablethrough AHRDA’s in their area.Most jobs need Grade 12; there is a new program for PostSecondary Education – for clients that cannot get grade 12.Barrier – first time pay is tax exempt, afterward it is not.Income tax is a barrier, other benefits to offset this— higher wages, pension plans, health careIncome tax savings if working on First Nations Reserve versus off FirstNations (interchange program to compensate – possibilities).Programs are not the issue – employees are.Inform – direct clientcontact with employment and training officers - which ones?On-off reserve? Possible solution – setup a joint websitefor all AHRDAs to make it easier for employers.Poor connection with smaller employers.Local job network should be created for local Aboriginalpeople so that it will create partnerships.Looking for teachers for information on subsidy programs.Businesses need easy contact routes to circulate postings.Need more information meetings (this is how government can show leadership).Training – needs to be certified — need career counsellors in middle schooland entrepreneurship training would create jobs at the Aboriginal level.Low pay while in apprenticeship trades so they drop out.Communications: Information sharing is needed, website creation– maintenance, job fairs, employer seminars and TV ads.• Find funding for computers etc. for the jobs.Aboriginal Human Resource Council New Brunswick Workforce Connex Report 11

•••••••Indian and Northern Affairs Canada’s payment for college vs. university.How to retain people - you need good people, labourer and professionals.Cost issues to go to colleges – barrier – the pre-requisitesneeded by Aboriginal/mature students as well:— there is limited funds for AHRDA who service the smaller communities— travel costs for those who are away from home.Companies do come into communities to do sessionsbut they do not give enough lead time.Onus on individuals to seek work.Relocation is an issue.Not aware of programs and successes of AHRDAs – how doemployers connect to the Aboriginal community?———focus on the marketing and communicationssuccess and the programs offereda one-stop shop – communications needs to be lookedfor each stakeholders groups – not just the websitedatabase of programs and services that are available andcontacts to get consistent information and referrals.Demand Side Issues Round TableThe purpose of the discussions was centered on getting to knowbusiness. To open the discussion, a three-person panel provided insighton the job and employment opportunities that exist for Aboriginalpeople in their respective industries. These individuals were:••••Stan Bear, Community Liaison, Maritime and Northeast PipelineTim Flood, Vice-Chair, Construction Sector CouncilRita Hurley, New Brunswick Power Ombudsman, NB Power.Key messages from these individuals were:—make contacts with employers and prepareyourself for the interview process— encourage youth to stay in school and complete high school—science and math backgrounds are very useful in the oil and gas,construction and hydro sectors.When the group discussion began, business was asked to setup as advisorsto AHRDAs to understand the demand side. The dialogue questions were:Ask AHRDAs:What are their challenges and frustrations with engagingemployers?Do you have any suggestions on how employers couldinform you of job openings that exist or will exist?Ask Employers:What kind of employment opportunities do you have todayfor Aboriginal people?How do you communicate your company’s employmentopportunities?What are the specific ways that you recruit Aboriginalpeople?The results of the demand side conversation is provided below.Jobs Available•••••••••••••Labour positions.Lower level jobs are entry into other jobs in the company.Trades:— mechanics— crane operator— carpenter— heavy equipment operator— machine shopProfessional:— engineers— IT people— accountantsRetail:— clerks— sales— customer service call centres.Technologist— civil engineering technicians.Paper advertisements – Internet sites.Posters (current no direct contact with Aboriginal communities).Career fairs.School visits.Co-op programs.Internal website – look for people who had appliedfor other positions in the province.Healthcare jobs— nursing12Aboriginal Human Resource CouncilNew Brunswick Workforce Connex Report

•— technologists— all related.Forestry workers— harvester’s— heavy equipment operators— saw filers— forest technician— tree planters.Challenges and frustrations••••is the employment equity program actually working?feeling of not representing the current Aboriginal population.may use employment equity programs forestry –but retention is not maintained when funding ceasesmobility – daily commute issues working in woods – remote areas.Challenges and Frustrations•••••••••••••••••••••How do you get known; need personnel connectionsto get a job.Need to have a large people network or partnership.How to get considered when pool is so large –1 to 200 applications?Ways to get introduction to companies —summer job, co-op access.Lower level opportunities open doors for future work— enables you to try out to see if I want to go further.Wages too low — low wages compared to what?By business – minimum wage to below $9 per hour — single mother cannotafford to work at this rate –they make the same if they go to work or stay at home.Transportation.Travel issue to job site — may cause the employee to lose their own house andthen have no house to return to.Partnership requires greater commitment(i.e., if employment ends when subsidies runout then the relationship is not so good).Business - could you include target group in mandate for subs contractors— future jobs available at all skill levels.Jobs are posted on website – follow processor apply in person.Google ‘Aboriginal employment’ and look for who to call.How to find work.Reach and contact Aboriginal associations: Union of New Brunswick Indians,Atlantic Policy Congress, Aboriginal Affairs Secretariat, Mawiw AHRDA.Need plain language on applicationsand assessments, instructions.Concentrate on essential skills, as opposedto standardized requirements.Business uses assessments with referrals.Employers need to communicate to AHRDAs:— the skills they need— their work environment— AHRDA’s know their people and will then screen for success.AHRDAs’ proactive approaches lead to skills and advance training.Employers must recognize that Aboriginal workers have self-esteem issues.Provide mentorship.• Tell success stories; show good examples.Aboriginal Human Resource Council New Brunswick Workforce Connex Report 13

••••••••••••••••••••••••••••Ads posted in paper get little response; is this the correct method?J.D. Irving does advertise on its own website; is this a good method?Costs related to moving – rent, day care, hydro etc.— pay cheque must outweigh the risk of moving.Aboriginal people are not meeting entrance requirements.There is a lack of interest in RCMP or other policing career fields— RCMP actively recruiting and not getting many responses.Past barriers from media incidents must be dealt with.Job opportunities not reaching First Nations.A First Nations person does not want to work for anon-native employer because of lack of cultural sensitivity— employers need cultural sensitivity training.Training is more successful if done on the First Nations.Talk to grassroots people to find out why clients are not applying for jobs.Industry should build close to workforce — havesub-offices/factories on First Nations.Barrier is not being bilingual/French.Large employers supply housing and utilities for employees.More information sessions at First Nations from employers to workforce.Employers can’t always have one access point into Aboriginalcommunities because of the diversity in communities.Who are the AHRDAs, how do you locate them?First Nations have employment counsellors (16 in theprovince), they are grouped into AHRDAs.Need to make the connection with the AHRDA maybe on twolevels – locally and then Wanda Paul — this is a bureaucracy.Employers in the area post a job with the job bankand then contact AHRDA for referrals.Employers want easy access – want to place an advertisementin the paper versus contacting each special group.Employers can’t sit back anymore and wait for people to come to their doors.Some employers have employment equity programs.We have made the connections today and know who to call.One thing in common for employers is paying taxes– we could have something posted in the envelopefor taxes – put things in front of the people.Send information to the various associations.NB Power looking for plant operators — no one was willing toleave the reserve, didn’t have the clients ready to do the job.Family issues, support network needed.You take care of your own culture.•••••••••••••••One option for Coast Tire is to set up on a reserve.No support when they leave the reserve; lonely in city.You need a few people to take on the move to start a new family/community– a place to start, feeling accepted – it will take a few people to move.We are trying to sell the outside community to our youth.We need to sell the role models that have been successfuloff reserve – the future lies in education.Different businesses/associations need to have communityliaisons – telling their stores how they made out.Need to prepare your businesses for diversity.AHRDA – consulted by training institutions, engaged in conversations,partnering with unions – but when training is over, we can’t get our foot inthe door with unions, concern for their members instead of the trainees.— this would not wash for me now — we needed to get our members in.—the hard part is getting our members in the door.The employer’s door isn’t always open.— we’ve had our members trained multiple times but can’t find work.How serious are employers about having an Aboriginal employee?Coast Tire – I’ve never sat across the table in an interview with anAboriginal candidate - how do I use this program – signing a contract?It is really hard to make a connection — you can start by approachingcommunity colleges to see if there are Aboriginal candidates.Coast Tire job opportunities are entry level hire apprentices, thenthey proceed to technician roles, supervisors, service managers —— 26 outlets, 300 employees, counter associates.— we use the AHRC’s job bank, newspaper ads to advertise— we also want to recruit more women in our workforce— we’re here today to try and tap into this untapped info @ amakDirect contact – you may need to set up one website that employerscan access to know who to contact, advertise the postings.Missed opportunities because of the lack of communication.Putting the ad in the paper isn’t enough; the employerneeds to knock on the Aboriginal door.• The employers need to get closer together – use Wanda Paulas the contact for Aboriginal employment initiative.14Aboriginal Human Resource CouncilNew Brunswick Workforce Connex Report

•••••••••••••••••••Wage reimbursement program is available for up to 40 weeks:—————how do I know this is an employer? The information seemsto be tucked away in a government websiteprogram is client based – the person has to be a client on reserve.Service Canada website has all the information that you requireFirst Nations have employment counselors (16 in the province),they are grouped into AHRDAsneed to make the connect with the AHRDA (some infoon the AHRDA program)as an educator/employer, do I ask the client if they are awareof the program subsidy?— the problem is that the employers don’t now about all these programs.Clients needs to be job ready — the AHRDA isbased on interventions with the clients.You need to sort out bureaucracy in the different areas/lands.Should clients have written information about the AHRDA?If you have jobs as employers, do you have job ready people?Literacy program in Miramichi – there is a gap with the minimumrequirements and getting the person able to meet.What skills do you need for this job – a new certificateis available from the Department of Training.Issues of barriers – income is tax exempt.The issue is really finding the quality worker.What does business need to know:— AHRDAs – who/where/what does it do (roles and expectations)— to connect with AHRDAs – know their communities— how do employers find out about AHRDAs?Need to know geographical scope of job (i.e., local/regional).Employers prefer to use established human resourcesprocesses (ads) and potential employees come to them.Some employment and training officers check adsbut large First Nations don’t have time.Some sectors have employment equity requirements and haveactive recruitment of minorities (anyone federally regulated).Some businesses use targeted postings.Sent to professional associations; in tax bills, (increase profile).Some First Nations won’t have reserve for jobs; someclients weren’t ready; some are limited by age, familyobligation, education, support network off-reserve).Could relocate businesses to reserve.Have to sell destination/job to First Nations.••••••Why do some leave and some won’t?Need to work with youth to sell destination/options.Employer should make their workplace more of a ‘family’;must find success stories to motivate clients/youth.Businesses might use liaison; find mentors to work with First Nations.New Brunswick Association of Career Colleges:looking from Department of Fisheries and Oceans to providemarine diesel mechanics (reference: Mark Standing)— client needs assessment (reference: Moncton – Wade Wheaton)— need dollars to do thisroad builders training – two programs, one seat is reserved for FirstNations person in each program (reference: Mark Standing)— paving and bridge construction.Irving:more direct control with employment and training officers withregard to career opportunities (reference: Richel Grazdowsky)Ulnooweg Development Group - Penny Polchiesto co-ordinate a subcommitteeAlfred Sock – find employers who are willing to hire Aboriginal people– discuss what training they need and then provide trainingJoint Economic Development Initiative - Penny – see ifthey will advertise job opportunities on/off reserve.PART 5: KeynoteA joint presentation was done by Cheryl Knockwood, Senior Policy Analyst,Atlantic Policy Congress of First Nations Chiefs and Penny Polchies, CommunityEconomic Development Advisor, Ulnooweg Development Group. The title of theirpresentation was Atlantic Aboriginal Economy Building Strategy/Blueprint 2007.The presentation focused on the assets of Aboriginal people in AtlanticCanada (e.g., population of 35,000 in 35 communities, young, increasinglyeducated, and growing population, managing annual budgets of $375M(2001-02) and $439M (2005-06) and reserve lands of 30,000 hectares).The strategy/blueprint document highlighted some of the visions for the future:•••••——————Self-sufficient communities, people on/off reserves.Reduce poverty levels, fewer health and social problems.Educated and skilled Aboriginal labour force.Strong regional partnership for reserves/business development on/off reserves.Diversified and vertically integrated Atlantic Aboriginal economy.The strategy’s primary goals consisted of:• Property and resource development.Aboriginal Human Resource Council New Brunswick Workforce Connex Report 15

•••Strengthening Aboriginal business.Developing a skilled Aboriginal workforce.To establish and maintain sound baseline informationon the Atlantic Aboriginal economy.PART 6: Conversation about Strategiesand CommitmentsThe last group exercise was the ‘So What’ discussion where participants talkedabout the barriers, challenges and solutions to the problems of demand andsupply. This session focused on brining forward concrete commitments toincrease Aboriginal participation in the labour force. Participants returnedto their groups and were asked to respond to the following questions:••••••What strategies can we adopt to increase positiveconnections in New Brunswick?What can we commit to today, to create positive connections?What elements are needed to create meaningful partnershipsbetween the Aboriginal community and employers?Results from the strategies and commitments conversation include:Need to determine how to make connectionsbetween the supply side and demand side.— Need to start at the high school level to;— get kids excited about a career using math and scienceeducate them about the jobs and ‘switchthem on’ to career possibilitiestell them about the potentials availableand the salary they can make.get grade 8 students involved in job fests where 400 studentslearn about interview skills, how to make a resume, etc.Short-term issues are not the key, there is a long-term issue – addingeducation to deliver the education that is needed, life long learning.Need to ensure candidates have the basic skills required for the job.Short-term Solutions•••••————If a posting is available for a job, employers should contactthe AHRDA in the area. If AHRDAs have the contact information,they will pick up the phone or send an email.What direction should be given to Wanda Paul to takeaction to be proactive with employers?Wanda Paul could advertise?At job fairs and for industry associations AHRDAs could attend totalk about their role. Wanda could contact the associations to informthem about the AHRDA community and speak about opportunities.There is a lot of goodwill from the employer side but there is also a lotof people that are not ready for work, skill development and education•opportunities that will provide replacement for workers retiring.US border issues – ease of crossing the border and ability to work.COMMITMENTSThe following list of 39 ‘go-forward’ commitments was madeat the forum by the participants at the session:1.2.3.4.5.6.7.8.9.10.11.12.13.14.15.16.17.18.Follow-up on the contacts made today — Jeff Green & J.D. Irving Ltd.Meet with the communities to discuss job opportunities,describe requirements of jobs, essential job qualificationsand build relationships then later on deal with theinterview process - -Jeff Green & J.D. Irving Ltd.Ask the communities – what are their needs and interests– demystify the interview process — Jeff Green & J.D. Irving Ltd.The labour market development agreement officer (HeatherChase) to share information on the AHRDAs with her colleagues.Speak to the group in the communities to explain jobs in Coast Tire& Auto Service Ltd. — Shirley Mitchell, Coast Tire & Auto Service Ltd.Spend one to two days in the schools to talk tostudents about on-job access and job shadowing–– Shirley Mitchell, Coast Tire & Auto Service Ltd.Looking to have an ‘assistance program’ for trades— Shirley Mitchell, Coast Tire & Auto Service Ltd.Do presentations to students (younger) to educate them aboutthe labour market needs and criteria, which could be deliveredthrough career fairs in the schools — Service Canada.Actively search employment equity data base for potentialAboriginal clients to fill provincial government jobs –- Province.Build better connections with the employment and trainingofficers to be a resource to discuss healthcare needs andqualifications and training – Melanie Richardson.Prepare to present information session to grade 6-7 as to the forestindustry requires and job opportunities — Gaston Damecour, AGFOR Inc.Create job shadow opportunities for youth – Mike Knockwood.Spread the word that Aboriginal communities have educatedpeople – Signe Gurholt, Saint John River Valley Tribal Counciland New Brunswick Association of Career Colleges.Make contact with a minimum of five businesses - Wanda Paul.Write our Member of Parliament about the cuts to literacy, Wanda Paul.Ensure that AHRDAs have construction industries contactinformation — Al Page, Construction Sector Council.Post through different avenues to find new employees – JDIrving will post job openings through the AHRDAs.Follow-up on new and other contacts.16Aboriginal Human Resource CouncilNew Brunswick Workforce Connex Report

19.20.21.22.23.24.25.26.27.28.29.30.31.32.33.34.35.36.Share success stories in communities in public domain settings.Communicate strongly on what the future demands will be especiallythrough career fairs – New Brunswick Association of Career Colleges.Atlantic Policy Congress’ contest will be reintroduced.Invite potential employers to meet with the AHRDAs and talk aboutopportunities and partnerships (wants and needs) – Alfred Sock(director@bigcove-economicdev.com) and Chief Levi Peters.Community relations with the Aboriginal Secretariatwill direct people to the AHRDAs – Krista Paul.Share AHRDAs contact information with labour forceofficers in the Enterprise Agencies and vice versaas well as sector council — Heather Chase.Joint Economic Development Initiative will expand their employmentcommittee and invite those who attended this forum to their meetings.Joint Economic Development Initiative will advertise job opportunitiesin the communities maybe through their newsletters – Penny Polchies.Wage Gap Initiative will follow-up with Chief LeviPeters for female apprentice carpenter.Get to know employers in region – Cindy Poirier.Understand the existing resources that are available by utilizingthe Canada Business Service Centre website www.cbsc.orgGet to know AHRDAs. It was noted that there is an up-to-date listof AHRDAs with contact information and a map in the forum kit.All work on developing a positive action oriented partnership – all!Need to make the connections between the AHRDAsand the employers – the forum was a good start.Need to start going into high school grade 8–10 or even lower, toengage students in their futures. Need to encourage students aboutmath and science and what the potential is, if they develop skills inthese areas. As well, mentors from industries should be going into theschools to talk about salaries and career opportunities/options.Have job fests where 400 students can gather to learnabout interview skills and developing a resume.In the long-term, and for a greater impact, people need to get a basiceducation or upgrading if necessary. We need to promote long-termlearning to get people ready to participate in the labour force.Short-term strategies such as postings will be sent to the AHRDAs byCoast Tire and the employment and training officers in the First Nationscommunities will receive applications and forward on to the employers.37.38.—39.Engage other employers:Wanda Paul will develop contacts, advertise, make use of jobbanks, link to AHRC’s national job board, the Inclusion Network,encourage AHRDAs to attend trade shows and job fairs and increasethe profile of regional professional associations’ meetings (i.e.,industry and human resource associations) so that employmentand training officers can participate more and talk about whothey are and what services and programs they have to offer.Encourage youth to stay in school and other clients to take training sothey can be ready to fill jobs that become vacant due to retirement.It was noted that Aboriginal people can cross the border withease and can find work with out too much difficulty.Aboriginal Human Resource Council New Brunswick Workforce Connex Report 17

Sustaining ConnectionsKelly Lendsay thanked all the participants for their hard work throughout theday. He said that the council will look forward to monitoring how and whenthe commitments come into play. He acknowledged representatives from theQuebec Workforce Connex steering committee in attendance and those fromboth the Aboriginal community and federal government (Service Canada andHuman Resources and Social Development Canada) who have been instrumentalin the development of the national Workforce Connex forum series.Kelly recited the words of Margaret Paul, Elder St. Mary’s First Nation, who saidthat today’s forum is the start to the creation of connections and relationshipsthat are the key to building successful employment opportunities for Aboriginalpeople in New Brunswick. He also mentioned that the success of any connectionsdepends to a large degree on building a rapport and fulfilling commitments.Lendsay gave a special thanks to the New Brunswick steeringcommittee for their time, energy, interest and commitment to planthis very successful forum. He thanked everyone for participating inthe forum and wished them well in the continuation of the dialogueand relationship building that Workforce Connex has started.Elder Margaret Paul gave the closing prayer and song.THE NATIONALTRADES PROJECTThe Aboriginal Human Resource Council (AHRC) is responding to Canada’sgrowing need for skilled trade and apprenticeship workers through a newnational trades and apprenticeship project. This three-year initiative, designedto develop new partnerships and employment strategies, will give employersand trainers enhanced access to Canada’s largely untapped and existinghuman capital of Aboriginal people who are eager to fill the employment gap.This innovative initiative will create, strengthen and leverage partnershipswith private-public sectors, Aboriginal employment organizations, learninginstitutions and government stakeholders in an effort to collaborate on methodsto recruit and retain Aboriginal participation in trades and apprenticeship.Staff members of AHRC have been actively supporting the AboriginalHuman Resource Development Agreement holder (AHRDA) communitywith current projects and future initiatives that will successfullyadvance Aboriginal interests in trades and apprenticeship.The forum series, Workforce Connex, is the first of many trades andapprenticeship initiatives to link national and regional employers withopportunities to connect to provincial Aboriginal employment training,recruitment agencies and associations. The work done in New Brunswickwill be integrated into a single report that will be used to shape initiativesin the overarching national trades and apprenticeship project.Ultimately, the project is designed to link people and ideas. The projectwill provide regional and national links to groups involved in trades andapprenticeship across Canada. Initiatives will increase skills, learningand employment opportunities and open doors for stakeholders towork together on local and regional projects and initiatives.The trades and apprenticeship project is administered by AHRC andfunded through a $2.9 million contribution through the Sector CouncilProgram, Human Resources and Social Development Canada.AHRC is a not-for-profit public-private organization with the mandateto increase Aboriginal participation in Canadian labour market.For further information on the national tradesand apprenticeship project contact:••Victoria LaBillois,Eastern Trades Liaisonvlabillois@aboriginalhr.caPeggy Berndt,Manager, Communications & Marketing,pberndt@aboriginalhr.ca• Colleen Ostlund,Administrative Coordinator Trades Projectcostlund@aboriginalhr.ca18Aboriginal Human Resource CouncilNew Brunswick Workforce Connex Report

Appendix 1Forum agendaWorkforce Connex New Brunswick ForumMay 9, 2007Aboriginal Human Resource Council New Brunswick Workforce Connex Report 19

20Aboriginal Human Resource CouncilNew Brunswick Workforce Connex Report

Aboriginal Human Resource Council New Brunswick Workforce Connex Report 21

Appendix 2 attendanceParticipant Organization Location1. Anderson, David consultant, Service Canada fredericton2. Arnold, Jimmy external Delivery Officer, frederictonulnooweg Development Corporation3. Augustine, Mark employment & Training Officer, Mawiw Council Elsipogtog4. Bartibogue, Barbara coordinator, Burnt Church First Nation Burnt Church5. Beare, Stone community Liaison, Maritime frederictonand North Eastern Pipeline6. Boer, Marg coordinator, First Nation Human frederictonresource Development Council7. Bois, Isabelle constable – RCMP charlottetown8. Bolger, Stephanie employment Counsellor, Aboriginal Skills frederictonand Employment Partnerships9. Boyle, Anita AHRDA Technician, Metepenagiag First Nation Red Bank10. Bradshaw, Claudette chair, Community Non-Profit Task Force, Monctongovernment of New Brunswick11. Champion, Helen Atlantic Canada Opportunities Agency fredericton12. Charters, Terry human Resource Advisor, Department of Finance, FrederictonProvince of New Brunswick13. Clark, Rod Program Consultant, Service Canada fredericton14. Corey, Dick (Richard) executive Director, New Brunswick frederictoncommunity College15. Dagenais, Mario national Policy Consultant, First Nations Human Kahnawakeresources Development Commission of Quebec16. Damecour, Gaston Senior Consultant, AGFOR Inc. fredericton17. Dedam, Alex Joint Economic Development Initiative Burnt Church18. Dennis, Red energy Liaison Officer, Mawiw Council Tobiqueof First Nations19. Donald, Norma finance Officer, Wuskwatim & Winnipegkeeyask Training Consortium20. Emmerson, Cheryl human Resource Generalist, Equipment Division, Saint JohnJ.D. Irving, Limited22Aboriginal Human Resource CouncilNew Brunswick Workforce Connex Report

Participant Organization Location21. Gerrior, Marie Saint John22. Girouard, Michael AHRDA Coordinator, North Shore eel GroundMicmac District Council23. Gnazdowsky, Richel human Resource Generalist, Equipment Divisions, Saint JohnJ.D. Irving Limited24. Green, Jeff human Resource Manager, Equipment Division, Saint JohnJ.D. Irving Limited25. Greene, Kelli Program Consultant - Department of Post frederictonSecondary Education and Labour26. Gurholt, Signe Student Councilor, Saint John Woodstockriver Valley Tribal Council27. Hanscombe, Erica employment & Training Officer, TobiqueTobique Employment & Training28. Harris-Warren, Joan Project Director, Wuskwatim & Winnipegkeeyask Training Consortium29. Hatchette, Rich Band Government Advisor, WoodstockSaint John River Valley Tribal Council30. Horsman, Kevin institute of Trade & Technology Training Moncton31. Hoskin, Todd ceo, Ulnooweg Development Group Inc. Truro32. Howes, Hilary new Brunswick Construction Association fredericton33. Hoyt, Jason communications Officer, New Brunswick frederictonregion Service Canada34. Hurley, Rita nB Power Ombudsman, NB Power fredericton35. Iavarone, Michel regional Advisor, Service Canada Montreal36. Jacobs, Jack vP of Operations, Coast Tire & Auto Service Moncton37. Jones, Barbara consultant, Aboriginal Programs, Service Canada Fredericton38. Knockwood, Cheryl Atlantic Policy Congress of First Nations Chiefs Elsipogtog First Nation39. Knockwood, Jennifer fort Folly First Nation dorchester40. LaBillois, Beth employment Counsellor, New Brunswick frederictonAboriginal Peoples CouncilAboriginal Human Resource Council New Brunswick Workforce Connex Report 23

Participant Organization Location41. LaBillois-Metallic, Jennifer Professional Training Coordinator, ListugujListuguj Mi’gmag Development Centre42. Le Blanc, Sylvie Training Consultant, CCNB, Edmundston grand Falls43. LeBreton, Samuel Senior Economist, Service Canada44. Leslie, Edward F. executive Director, New Brunswick Society frederictonof Certified Engineering Technicians and Technologists45. Levi, Ruth President, Mawiw Council elsipogtog46. Levi-Peters, Susan chief, Elsipogtog First Nation elsipogtog47. Levy Smith, Cheryl human Resources Manager, Midland Transport Ltd. Dieppe48. Malone Currie, Margaret Senior Policy Advisor, Women’s Issues Branch, Frederictongovernment of New Brunswick49. McCloskey, Kevin general Contractor, McCloskey Construction Ltd. Edmonton50. McFarlane, Norm Mayor, City of Saint John Saint John51. Michaud, Veronica employment And Training Officer, TobiqueTobique Employment & Training52. Milner, Tina fort Folly First Nation dorchester53. Mitchell, Shirley Manager of Human Resources, Coast Tire & Auto Service Ltd. Saint John54. Morrissy, Ann regional Literacy Coordinator, Department of MiramichiPost Secondary Education & Labour, New Brunswick55. Moulton, Doug Senior Analyst, Sector Council Program, vancouverWorkplace Skills Branch, Human Resourcesand Social Development Canada, BC/Yukon Regional Office56. Murray, Theresa career Awareness Coordinator, HR, J.D. Irving Saint John57. Page, Allan Project Manager, Construction Sector Council Victoria58. Paul, Eric executive Director, Saint John River Woodstockvalley Tribal Council59. Paul, Gabrielle employment & Training Councillor, frederictonSt. Mary’s First Nation60. Paul, Krista community Relations Officer, Aboriginal Affairs, FrederictonProvince of New Brunswick24Aboriginal Human Resource CouncilNew Brunswick Workforce Connex Report

Participant Organization Location61. Paul, Margaret elder, St. Mary’s First Nation St. Mary’s First Nation62. Paul, Mary Ann employment Councillor, Saint John Woodstockriver Valley Tribal Council63. Paul, Patrick Aboriginal Skills and Employment Partnerships Fredericton64. Paul, Rhonda hr Advisor Employment Equity, Amherstindian and Northern Affairs Canada65. Paul, Tim economic Development Officer, WoodstockSaint John River Valley Tribal Council66. Paul, Wanda Aboriginal Employment Facilitator, frederictonfirst Nations Human Resourcesdevelopment Corporation67. Pelletier, Brian Aboriginal Affairs Directorate, Program Manager, Ottawahuman Resources and Social Development Canada68. Perley, Sonia Mawiw Council fredericton69. Peters, Fabien President, 1725 Enterprises elsipogtog First Nation70. Peters, Frank J. Administrative Assistant, elsipogtog First Nationelsipogtog Economic Development71. Poirier, Cindy employment Counsellor, frederictonnew Brunswick Aboriginal Peoples Council72. Polchies, Penny ulnooweg Development Group St. Mary’s First Nation73. Pollock, Eleanor hr Director, MicMacs of Gesgapegiag Maria74. Pond, Christel regional Manager, Partnerships & frederictonAboriginal Affairs, Service Canada75. Rattray, Gordon Liaison Officer, South East Region, Albert Minesconnect New Brunswick76. Richard, Michelle commercial Accounts Manager, eel River Barulnooweg Development Group77. Richardson, Melanie recruitment Officer, River Valley Health Woodstock78. Robichaud, Raymonde regional Liaison, Restigouche, dalhousiechaleur fr & Acadian Peninsula79. Rogers, Kristina AHRDA Manager/Coordinator, frederictonnew Brunswick Aboriginal Peoples CouncilAboriginal Human Resource Council New Brunswick Workforce Connex Report 25

Participant Organization Location80. Roy, Daniel rcMP Recruiter, RCMP Moncton81. Sappier, Susan A. Training & Employment Officer, elsipogtogelsipogtog Economic Development82. Sock, Alfred director, Elsipogtog Economic Development, Elsipogtogelsipogtog Band83. Somerville, Shannon Business Service Officer, frederictonulnooweg Development Group Inc.84. Standring, Mark Manager, New Brunswick Community College Miramichi85. Tapley, Jeff regional Director, Client & Community Services,Service Canada86. Taylor, Christina Labour Relations, Irving Oil Limited Saint John87. Tomah, Leonard AHRDA Coordinator, WoodstockSaint. John River Valley Tribal Council88. Tomah, Lisa AHRDA Coordinator Assistant, WoodstockSaint John River Valley Tribal Council89. Wallace, Richard economic Development Officer, Madawaska MaliseetMadawaska Maliseet First Nationfirst Nation90. Waycott, Lori human Resources/Risk Management, Irving Oil Limited Saint John91. Wetteland, Wendy employment Counsellor, frederictonnew Brunswick Aboriginal Peoples Council92. Wheaton, Wade carpentry Instructor, New Brunswick Sackvillecommunity College26Aboriginal Human Resource CouncilNew Brunswick Workforce Connex Report

Appendix 3EVALUATION SUMMARYSaint John, New Brunswick - RESULTSSummaryThe Saint John, New Brunswick Workforce Connex forum attracted delegatesfrom Aboriginal Human Resource Development Agreement holders (AHRDA),private sector organizations and government. In total, 93 participants were inattendance. 46 evaluations were received; representing a participant return rateof 49 per cent. Response sector demographics are broken down as follows:Private sector delegates ............................ 18AHRDAs..................................................... 13Unknown ................................................... 15General Questions and Responses2.Did the Workforce Connex forum meet your expectations?Comments:3.•••••Agree......................................................... 46Disagree...................................................... 0No Indication............................................... 0Met my expectations and more. I feel a lot of doors have opened.I was very impressed.Excellent networking.It was very educational and networking.It actually exceeded my expectations!Were the information materials you received at the forum valuable?Comments:••••Agree......................................................... 45Disagree...................................................... 0No Indication............................................... 1So so – not an issue.Look forward to reading the book Aboriginal Participation in Apprenticeship!!Great resource and contact information.Very much so!4.Did you visit the Workforce Connex website www.workforceconnex.com” www.workforceconnex.com prior to the forum?Comments:5.Agree......................................................... 38Disagree...................................................... 7No Indication............................................... 1Did not know about it.No, I didn’t know it existed.Well done.Wanted to check on the agenda and I have saved thissite under my favourites so I can stay connected.No, I didn’t get information package they didn’t have my email address.Did you have sufficient advance notice of the forum?Comments:6.••••••••••••••••••Agree......................................................... 37Disagree...................................................... 9No Indication............................................... 0Many employers never received information until thedeadline occurred – not even Aboriginal employers.Timing for these meetings should be in ‘off season’. May is start ofconstruction and industry start-up – representation limited due to this.Was sent to me by a third party. I received theinformation at the deadline of registration.I got an email on May 1, this was the deadline date forregistration. Problem was in my organization, not yours.Only found out about it a couple of days before the event.Did not know about it until I read about it in the newspaper!Excellent Day – connections were made!Only found out about 10 days before deadline.Yes I did.Thank You!!One thing I liked about the forum:Networking.Open sharing of information on both the supply and demand side.Networking, especially with J.D. Irving! Excellentfacilitator; she has Kelly’s energy.It was very inspiring; good leads for hiring employees.• List provided of employment and training officers in NewBrunswick. Breakout session was important (well done).Aboriginal Human Resource Council New Brunswick Workforce Connex Report 27

••••••••••••••••••••••••••••••••••••••Partnership and networks.Need more industry/private sector.Smallness of the group.New ideas that our company can use for recruiting.Information to meet Aboriginals on and off Reserve.Contacts made.Different contacts.Interaction of people.Guest speaker information.Opportunity to communicate, bridge gaps.Open attitude, ready to partner.Meeting different people getting new information.Great networking.Well organized.Employers’ readiness to contact First Nationemployment and training officers.Friendly atmosphere. Facilitator was excellent (Susan Jarvis).The participation of the businesses.Was impressed with the turnout.Good broad participation.Complete interaction.Good participation from all sides of the conversation.Great networking.Offered valuable information to the employer and made valuable contacts.Opportunity to share ideas.Networking.Make good contacts with the Aboriginal committee.Comfortable and well organized structure.Opportunity to meet contacts, become educated andto learn what is being for all Aboriginals.Interaction among each other. Sharing experiences.Meeting people.I now have a much better understanding of First Nations.The networking was excellent.Nothing.Ability to make valuable connections.Meeting employers willing to work with First Nation communities.Information/contacts.Meet a lot of employers.7.•••••••••••••••••••••••••••••••One thing I would change about the forum:Understand there are other training providers besidesNew Brunswick Association of Career Colleges.More information from private sectors. Introductions atthe beginning of session (names and faces).Currently, who is available and what are there skills (e.g., 30 carpenters,20 mechanics, 17 plumbing apprentice candidates, etc.).Sound system monitored (kind of loud at times) and view screen wasnot visible from all tables. Change from one day to two and hold eveningreception to network on the evening of day one (full-days). Better lunch.Invite union representatives to speak on how their organizationswork and where are they located and how we contact them… etc.Timing.Make it two days. Don’t just do this once – must be an annual event.Should have been over two days.Shorten the lead in; get to the work sooner.Longer breakout sessions, not everyone had a chance to speak.More company’s present.Have more events like this.Long time to sit.Nothing.More employers.Longer if possible.Try to broaden the private sector input.Nil.Nothing.Nothing, well done!Nothing.N/A.N/A.Nothing.Have more forums in future.Advertise more so everyone is aware about what is being done.Hold this forum annually or at each First Nation community.More of them.We were in a ‘Hurry-up Mode’ at times.Need more opportunities to network – discussion with employers.Nothing.• Not a thing; very good. Job well done to all.28Aboriginal Human Resource CouncilNew Brunswick Workforce Connex Report

Private Sector Delegates1.Prior to attending this Workforce Connex forum I had ahigh level of awareness about Aboriginal Human ResourceDevelopment Agreement holders (AHRDAs).Comments:2.Agree ........................................................ 12Disagree.................................................... 17No Indication............................................... 3As a result of this forum I am coming away with a better understandingof the constraints and impediments that AHRDAs face in their effortsto work with companies and secure employment placements.Comments:3.•Not really.Agree ........................................................ 27Disagree...................................................... 1No Indication............................................... 4I intend to develop a plan to increase my organization’srecruitment and retention of Aboriginal people.Agree ........................................................ 25Disagree...................................................... 0No Indication............................................... 7Aboriginal Human Resource DevelopmentAgreement holders (AHRDA)1.Prior to attending this forum my AHRDA experienced manychallenges developing relationships with business.Comments:•••Somewhat.Sometimes.Agree ........................................................ 19Disagree...................................................... 2No Indication............................................... 5Partially, relationships were developed but only on a one on one basis.2. This Workforce Connex forum helped me to better understand the issuesand constraints that business faces to recruit and retain Aboriginal people.Comments:Agree ........................................................ 24Disagree...................................................... 0No Indication............................................... 3Comments:••••As I can.Does not apply.Doing it now.Will produce/encourage others.Aboriginal Human Resource Council New Brunswick Workforce Connex Report 29

Testimonials from the New BrunswickWorkforce Connex forum“ Excellent meet and greet, good opportunity to connect.”Wendy Wetteland – NBAPC-AHRDS“This was the most progressive Aboriginal forum I haveattended in 30 years of supporting Aboriginal initiatives.”McCloskey Construction Ltd.“Great opportunity to connect and network with Industry.”“I am committed to an educated, skilled workforce.”Penny Polchies - Ulnooweg“Great experience overall, very knowledgeable.”Theresa Murray – HR Joint Economic Development Initiative“Was impressed with the time and effort that went into this.Well organized. Hope there will be more like this. BRAVO!!”Mary Paul – Woodstock First Nation“Best connection between employersand Aboriginal persons I have seen.”David Anderson, Service Canada“This is a topic that we all need to be aware!Encourage everyone to learn more.”Jason Hoyt, Service Canada“More of these should be held, annually.”Chief Susan Levi-Peters, Elsipogtog First Nation“Good thing I came.”1725 Enterprises“When you attend this forum you will make connections!”Jack Jacobs, Coast Tire and Auto Service“Excellent forum for making valuable contacts.”Shirley Mitchell – Coast Tire and Auto Service“I really enjoyed this seminar.”Terry Charters, Department of Finance, Province of New Brunswick30Aboriginal Human Resource CouncilNew Brunswick Workforce Connex Report

Appendix 4GLOSSARY OF TERMSAcronymAHRDSAHRDAsAHRCASEPHRHRSDCINACdefinitionAboriginal Human Resources Development StrategyAboriginal Human Resources Development Agreements holdersAboriginal Human Resource CouncilAboriginal Skills and Employment PartnershipsHuman ResourceHuman Resources and Social Development CanadaIndian and Northern Affairs CanadaAboriginal Human Resource Council New Brunswick Workforce Connex Report 31

Canada’s leading innovators in Aboriginal recruitment, retention and advancementThis project is funded by the Sector Council Program,Human Resources and Social Development Canada