What is the Aboriginal Workforce Participation Initiative (AWPI)?

AWPI is part of the Government of Canada's commitment to help Aboriginal people build stronger, healthier and more self-reliant communities. AWPI is committed to increasing the participation of Aboriginal people in the labour market. The goal is to educate and inform employers about the advantages of hiring Aboriginal people.

How does it work?

AWPI works in partnership with Aboriginal communities, businesses and organizations, public and private corporations, all levels of government, industry and trade associations, professional associations, labour unions and educational institutions to enhance the participation of Aboriginal people in the labour market.

To achieve this goal, AWPI has contributed to - and shared in - the success of a large number of partnerships. Some of the AWPI partnerships and projects include:

• working with Michelin North America (Canada) Inc. to identify training and employment opportunities and procurement needs for Aboriginal people in this company and to encourage the removal of existing barriers to hiring Aboriginal workers;
  
• producing and distributing awareness-building materials and participating in awareness activities (e.g., Aboriginal Career Symposium, Awareness Workshops);
  
• creating, promoting and participating in stakeholder networks (e.g., Inventory of Aboriginal Candidates in Saskatchewan);
  
• identifying and promoting best practices and role models (e.g., Corporate Aboriginal Relations: Best Practice Case Studies); and
  
• developing and distributing skill-building tools and resources for employers (e.g., Nunavut Unified Human Resource Development Strategy).

Why is AWPI important?

Aboriginal people make up one of the fastest-growing segments of the population in Canada, increasing at almost twice the national average. They represent an increasingly educated, readily available workforce, eager to assume an active role in the country's economy.

Despite the fact Aboriginal people offer diverse skills to the workforce, their participation in the labour force is lower and their unemployment rate higher than that of non-Aboriginal Canadians.

When did the initiative start?

Initially launched in 1991, AWPI's mandate was renewed and enhanced in 1996. The enhancement included staffing an AWPI Regional Coordinator in each regional office. It is noteworthy that all AWPI positions are staffed by Aboriginal people who devote all of their time to Aboriginal employment activities.

What are some of the barriers to hiring Aboriginal workers?

Barriers to Aboriginal employment come in two categories, commonly referred to as systemic and attitudinal.

Systemic barriers are issues such as human resource practices that inhibit the participation of Aboriginal people. Examples include:

• pre-screening and/or assessment tools that are not culturally sensitive;
  
• dispute resolution mechanisms that are not inclusive; and
  
• job qualifications that do not reflect real employment requirements thereby limiting potential applicants.

Attitudinal barriers are usually more overt. Misconceptions about Aboriginal people are based on stereotypes and lack of information. In extreme cases, misconceptions can manifest themselves as discrimination and racism. In the workplace, these conditions can adversely impact Aboriginal employment and retention initiatives.

In this process, AWPI works with employers to identify systemic barriers and to provide employees with Aboriginal misconceptions training to minimize attitudinal barriers in the workplace.

Why are Aboriginal people under-represented in the workplace?

Systemic and attitudinal barriers limit the participation of Aboriginal people in the mainstream economy (see above).

Many other historical factors have contributed to low participation rates such as education levels that have been lower than non-Aboriginal people.

However, today's Aboriginal people represent an increasingly educated, mobile, readily available workforce, eager to assume an active role in the country's economy.

How does greater Aboriginal employment benefit the Canadian economy?

By increasing the levels of Aboriginal employment, AWPI is helping to increase self-sufficiency of Aboriginal people to become full contributing members in Canada's economy. This benefits the Canadian economy by minimizing social assistance and other related costs.

What are the components of the AWPI Partnership Process (partnership agreements)?

There are three major objectives for each agreement:

• identification of training and employment opportunities;
  
• identification of economic development / purchasing opportunities; and
  
• the removal of barriers to hiring, retaining and promoting Aboriginal workers so that companies can become employers of choice for Aboriginal people.

How does INAC select the businesses and organizations to discuss partnerships opportunities?

AWPI uses several criteria to target employers:

• proximity to Aboriginal People throughout Canada
  
• local economic issues and unemployment figures
  
• local political climate
  
• companies that have showed an interest in partnering
  
• companies that have expressed an interest in furthering their relationship with Aboriginal people
  
• "ethical scan" of potential employers
  
• challenges facing Canada in the future (for example healthcare).

A number of discussions are currently underway with a variety of companies. Once the parties are ready to sign partnership agreements, their names will be released.

Do AWPI agreements mean Aboriginal quotas?

There are no quotas associated with the partnership process. Over time, the expectation is that the process will result in employment levels that are at least representative of the Aboriginal population.

What federal departments are responsible for AWPI?

Responsibility for AWPI is shared between Indian and Northern Affairs Canada (INAC) and Treasury Board Secretariat (TBS).

INAC oversees the AWPI external component geared to sectors of the economy other than the federal public service. TBS, in collaboration with Public Service Commission (PSC), looks after AWPI's internal component, aimed at the federal public service. This internal component is part of the federal Employment Equity Program.

Why has the federal government / INAC entered into partnerships to incorporate this process?

Because AWPI's mandate is external to federal government, they have started promoting the partnerships with corporate Canada.

We do hope that in the near future that AWPI's internal component at Treasury Board Secretariat will begin to promote this approach within the Government of Canada.

Where can I get more information?

For more information on AWPI, visit the Indian and Northern Affairs Canada website at:

www.ainc-inac.gc.ca/ai/awpi/index_e.html

or call the Aboriginal Workforce Participation Initiative at (819) 994-5924.

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