By NICK STEWART
While the growing Aboriginal population stands to help with the anticipated labour shortage in industries throughout Northern Ontario, the true problem lies in ensuring they have the proper training, according to Stan Beardy, Grand Chief of the Nishnawbe Aski Nation (NAN).
“When it comes to jobs and training, we need to start more processes to train our people and develop capacity in all areas,” Beardy says.
“We don’t want to just clear land for somebody; we want to be involved at all levels. We don’t want to be spectators; we want to be developers.”
According to recently released 2006 census data, Aboriginals represent the fastest-growing segment of the population, increasing by 45 per cent between 1996 and 2006.
Comparatively, the non-Aboriginal population grew at a rate of just 8 per cent. What’s more, half are said to be 24 years old or younger, making them ideally suited to cater to the anticipated workforce shortages.
However, no shortage of obstacles exist on either side of the equation.
For instance, Peggy Smith, assistant professor of forestry at Lakehead University, says the forestry industry has faced similar challenges as the mining industry with regards to a lack of consultation with many First Nations communities.
She suspects some of the negative feelings that have arisen may in turn cause some First Nations communities to view the forest industry as a negative one, and deter them from pursuing higher level positions in the industry.
More importantly, she says First Nations communities don’t have the funding to hire full-time foresters. Among other reasons, this is a problem as it impedes the ability of these communities to encourage their people to pursue studies in related professional roles.
This is a particular problem since, by 2010, the industry will need roughly 500 registered Aboriginal foresters across Canada as a result of increased consultation negotiations and greater attempts at involving First Nations communities in forest industry processes.
Currently, there are between 60 and 70 nationwide, indicating a significant shortfall to make up with far too little time, Smith says.
Despite the best efforts of Lakehead University staff, the school has only seen 30 First Nation people graduate into forestry careers over the last 15 years.
This is largely due to many opting for college rather than university, and most tend to take a job in their field rather than move into additional post-secondary studies.
While he says he “could write a book” on the list of obstacles for helping to transition First Nations people into skilled trades, Bob Mack, associate regional director for Northern College, says that educational standards in many Aboriginal primary schools are problematic.
This is not a reflection on the people, but rather on the state of the system, he says. Regardless, it creates barriers in terms of requiring some academic upgrading before full post-secondary studies can begin.
Additionally, the harsh winter temperatures and frequently lack of good daycare in such communities also cuts down on attendance and thus on completion rates in many such areas.
Further compounding the problem is the lack of qualified workers along the coast, which are required to help students complete their apprenticeships.
The importance of family values also often has a direct effect on the academic success of First Nations students, Mack says. Because many Aboriginal people are family-oriented, their success rate drops the longer they’re outside of their community.
This has led to the development of a multi-trade shop at Northern’s campus in Moosonee, allowing for more coastal communities to be educated closer to home.
Similarly, Beardy says NAN has been working over the last two years to establish accredited trades and training programs in Sioux Lookout for construction. Other training deals are also being sought with mining companies to deliver local skill development for mining development and production.
Russ York, CFO of Buchanan Forest Products Ltd., agrees First Nations people are the key to resolving labour issues expected to be seen in the forest industry, though he says their attachment to their home region can work in the industry’s favour.
Faced with an industry struggling to survive and strong financial incentives to head into the oil fields of Alberta, many workers have been traveling elsewhere to find more appealing employment, he says.
What’s more, much of the work in mining and forestry tends to be in isolated locations where many people accustomed to large urban locales rarely last for very long before transferring elsewhere.
First Nation workers, conversely are more accustomed to the these kinds of harsh environments and have a higher success rate, he says. Many such remote locations are often found near their families and home communities, giving them further incentive to keep working in the North.
He points to the company’s plant in Longlac, 320 kilometres east of Thunder Bay, where 80 per cent of the 150-man workforce is Aboriginal and turnover is low.
These kinds of localized solutions are perhaps the best solution,
Mack says, stronger ties need to be developed between the communities, the post-secondary schools and industry to allow for better understanding of the others’ issues.
One way of facilitating this, while strengthening educational delivery systems and thus the capacity for higher learning, is to increase Internet connectivity amongst First Nations communities, he says.
Beardy agrees that this technological approach is indeed key.
“We cannot afford as a First Nations people to miss out on these technological advancements, and it’s critical that we take advantage of that."
" Under no circumstances can we allow that to pass us by, otherwise, we get left behind forever.”
www.nan.on.ca
www.lakeheadu.ca
www.northernc.on.ca
www.bls-tb.com
