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.

AWPI works with employers to develop proactive strategies and initiatives to increase the participation of Aboriginal people in the Canadian workforce.

The term Aboriginal people includes First Nations, Métis and Inuit.

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

This is achieved by:

• increasing the capacity among employers to recruit, promote and retain Aboriginal employees by developing agreements and partnerships with Aboriginal communities and employers in all sectors of the economy;
• undertaking activities to build the knowledge, skills and expertise to implement effective Aboriginal employment strategies by identifying and sharing best practices and role models;
• increasing the general awareness about Aboriginal people and issues through the production and distribution of promotional materials and conferences and workshops; and
  
• expanding external networking among stakeholders through the use of electronic tools, publications, conferences and workshops.

AWPI partnerships and projects include:

• working with the Province of Alberta to identify opportunities to enhance Aboriginal employment strategies with employers throughout the province;
  
• 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.

What is unique about the AWPI partnerships?

The emphasis is on the "demand side" with the employers. The Government of Canada is not asking employers to lower their hiring standards or provide money. The government requests that our partners provide the following information:

• future hiring needs;
  
• lists of competencies (e.g., job skills) that they will be seeking from potential employees; and
  
• lists of products and services that they outsource.

In addition, employers must allow qualified Aboriginal candidates to bid on any vacant position throughout the organization in the future.

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 within Indian and Northern Affairs Canada are staffed by Aboriginal people who devote 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 such as:

• 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 a 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.

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

Also, location and distance to the work-site are tremendous barriers for Aboriginal Canadians and there are some employers that have been able to overcome those barriers. An example would be Maple Leaf Pork (MLP) in Brandon Manitoba. MLP enjoys almost 40% Aboriginal employment in their Brandon plant. Employees are recruited from across Northern and Southern Manitoba in rural and remote communities. MLP tries to bring more than one family member at a time and provides transitional housing. In addition, they have assisted local members of the Aboriginal community to establish transportation systems (busses) to transport employees to an from the plant from Reserves up to 80 km away.

Why are Aboriginal people under-represented in the workplace?

Systemic and attitudinal barriers limit the participation of Aboriginal people in the mainstream economy.

Historical factors such as lower education levels have also contributed to low participation rates.

How does greater Aboriginal employment benefit the Canadian economy?

By increasing the levels of Aboriginal employment, AWPI is helping Aboriginal people become more self-reliant. This benefits the Canadian economy by minimizing social assistance and other related costs.

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.

Where can I get more information?

For more information on AWPI, visit the Indian and Northern Affairs Canada website at: www.awpi.gc.ca or call the Aboriginal Workforce Participation Initiative at (819) 994-5924.

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