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FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL

FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL . WHO ARE WE. Signers of the Aboriginal Employment Skills Training Strategy (ASETS) The “Go to Body” for Aboriginal employment and training initiatives in British Columbia

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FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL

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  1. FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL

  2. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL WHO ARE WE • Signers of the Aboriginal Employment Skills Training Strategy (ASETS) • The “Go to Body” for Aboriginal employment and training initiatives in British Columbia • Managers, Executive Directors of non profit society’s, • Respected and Supported by our First Nation Leadership within BC. • Champions of First Nations training and labour market needs • Service providers to the two hundred and three First Nation communities in BC, off and on reserve and Inuit people • Aboriginal organizations delivering employment and training services to Aboriginal communities and individuals

  3. BC FIRST NATION ASETS North West ASET

  4. Provincial and Territorial Distribution of the Aboriginal Population in Canada, in Percentage of Total Aboriginal Population, 2006

  5. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL • ASET AGREEMENTS FOCUS ON THE FOLLOWING: • Demand driven skills development • Fostering partnership with private, provincial, territorial and national economic development sectors • Enhanced accountability

  6. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL Principles: • Respect for divergent viewpoints • Responsive to regional needs • Equal voice at the table • Strategic in approach • Purpose driven • Together as one • Champion of First Nation training and labour market issues

  7. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL PURPOSE To influence social change by: • Formulation of First Nation labour and human resource development policies and strategies • Advocate for the successful implementation of those policies and strategies

  8. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL VISION Focus on creating thriving and sustainable employment opportunities and practices for all Aboriginal people in the Province of British Columbia.

  9. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL OBJECTIVES • Create job opportunities through investing in new partnerships and to support viable existing partnerships. • Improve the quality and availability of jobs for all Aboriginal peoples. • Provide training opportunities that will lead to sustainable employment. • Building equitable relationships/partnerships with government, communities and Industry Sectors.

  10. AHRDA /ASET ALLOCATION BREAK DOWN (TEN YEARS)

  11. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL CURRENT SITUATION Canada’s Aboriginal population is in crisis. In 2007, the National Council of Welfare concluded that, “To date, no governmental response has made major inroads into the issues” faced by Aboriginal people. Improving the social and economic well-being of the Aboriginal population is not only a moral imperative; it is a sound investment which will pay substantial dividends in the coming decades. Aboriginal education must be a key component in any such effort (CSLS 2009 report).

  12. KEY STATS (FACTS BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL • Relative to all other groups, Aboriginal Canadians are disadvantaged both economically and socially. • Their level of educational attainment is well below the national average. • The labour market outcomes for Aboriginal Canadians are significantly inferior to the Canadian average. In 2006, Aboriginal Canadians had a higher unemployment rate, a lower participation rate, and a lower employment rate. • In 2006, the latest year for which Aboriginal employment income data is available, Aboriginal Canadians had much lower incomes than non-Aboriginal Canadians. • Aboriginal Canadians aged 15 and over have a much lower educational • attainment than their non-Aboriginal counterparts with 43.7 per cent not holding any certificate, diploma or degree in 2006, compared to 23.1 per cent for other Canadians.

  13. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL ABORIGINAL POPULATION STATISTICS • In 2006, the Canadian Centre for the Study of Living Standards, (CSLS) estimates that the Aboriginal identity population made up 4.0 per cent of the Canadian population, with 1,311,200 persons. • The Aboriginal population is much younger than the average Canadian, with a median age in 2006 of only 26.5 years, compared to 39.5 years for all Canadians.

  14. Age Distribution of the Population, per cent, 2006

  15. BACKGROUND: Aboriginal Education Proportion of the Population with No Certificate, by Age Group, 2006

  16. BACKGROUND : ABORIGINAL EDUCATION

  17. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL PARTNERSHIPS • Memorandum of Understanding with Ministry of Housing and Social Development to collaborate and improve participation of First Nations citizens in the labour market • Memorandum of Understanding with Industry Training Authority, Aboriginal Division • Memorandum of Understanding with BC First Nations Leadership Council

  18. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL FNHRLC STRIVES: • To be inclusive of all Aboriginals who are often excluded from participating fully in the economy • To undertake Human Resource development in a manner that is in keeping with Aboriginal Values • To Combine the development of an “enterprising culture,” based on a philosophy of self-reliance, creativity, and innovation, with a belief in, and commitment to, cooperation, equity, and equal opportunity • To develop capacity, skills and resources for all BC ASET holders • Create economic sufficiency as well as enhance social and environmental conditions, resulting in healthier communities

  19. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL KRISTY CLARK EXERPTS FROM October 3rd, 2011 Throne Speech Partnerships with First Nations are poised to unleash major economic benefits for British Columbia and increase capacity and opportunity in Aboriginal communities. Your government will focus attention on establishing agreements with First Nations that will create certainty over our respective responsibilities. And while treaties may be an option for some First Nations, there are many ways to reach agreements that can benefit all communities — Aboriginal and non‑aboriginal alike. To further improve the investment climate, your government will work with First Nations to create a new business and investment council to foster wealth‑creating partnerships. The gap between Aboriginal and non-aboriginal British Columbia remains too wide and too deep. New economic partnerships will contribute to our shared goals of family and community stability, bringing new opportunities and hope for young people.

  20. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL HONOURABLE Steven L. Point, Exerptsfrom October 7th Throne Speech Honourable Steven L. Point, British Columbia’s 28th Lieutenant Governor announced that the BC Government is committed to the development of an off-reserve Aboriginal action plan. The Lieutenant Governor stated that “the government will work with Aboriginal partners, the federal government and local governments to develop an off-reserve Aboriginal action plan to achieve better education and job training, healthier family life, and strengthened cultures and traditions.”

  21. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL SETTING A PATH FORWARD • By developing a BC Aboriginal Human Resource Strategy • The First Nations Human Resource Labour Council is seeking willingness and commitment from Industry and Government, to collaborate on labour market development. We envision the collaboration will emerge through: • Jointly drafted guiding principles • Described vision and shared goals • Commitment to action by identifying short term strategic actions and long term actions.

  22. SETTING A PATH FORWARD BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL British Columbia has one of the most diverse populations of Aboriginal people in all of North America. The province is home to 203 First Nations or approximately one third of Canada's 612 First Nations bands – more than in any other province or territory. More and more businesses, academics, governments and organizations are looking to the current and future Aboriginal labour pool as one important answer to some of the pressing labour market questions in this country. The aboriginal population is young and growing almost twice as fast as the country’s general population (1.8 percent per year versus 1.0 percent),” stats Canada Census report

  23. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL EXPECTED OUTCOMES • The Creation and implementation of a Provincial Aboriginal Human Resource Development Strategy • A strategy that is inclusive of and Supported by all Human Resource Development Sectors. • The development of improved services direct to Industry, employers and government partners. • A cohesive, made in British Columbia system of services focused on addressing labour market challenges facing industry and the First Nations labour force across British Columbia. • Reduce / Eliminate unnecessary overlap and duplication in the labour market development programs”, by increasing partnerships and cost sharing, i.e. Aboriginal Training Employment Program (ATEP) • Increased employment or employability and work readiness of Aboriginal clients. • The collection of L.M.I. and analysis of patterns and trends to enhance service delivery. • Build the awareness of ASET programs and services and FNHRLC • Increase capacity of ASET staff to engage partners • Enhance Management and Information systems and accountability, avoid duplication of service delivery, maximize training and program funding • Provide effective monitoring and assessments of trends of Provincial/National Labour Market and LMD systems.

  24. HAND OUTS

  25. On- and Off-Reserve Aboriginal Educational Attainment, 2006

  26. BACKGROUND: POPULATION

  27. Unadjusted and Adjusted Population Counts in Canada, 1996, 2001, and 2006

  28. Geographic Distribution of Aboriginal Population in Canada, 2006

  29. Aboriginal Population as a Proportion of Total Population, by Province and Territory, 2006

  30. The Effects of Improving Aboriginal Educational and Labour Market Outcomes and Aboriginal Social Well-Being in Canada Government Expenditure Declines

  31. Chart 1: The cumulative effect on output of increased Aboriginal educational attainment and education – specific labour market outcomes, Millions of 2006 dollars, The total cumulative effect is $400.5 billion (2006 dollars). It is represented graphically as the area under the curvemost curve. The total cumulative effect attributable only to education is $179.3 billion. It is represented graphically as the area under the lower curve Cumulative effect of improved education specific labour market outcomes - $221.2 billion Cumulative effect of improved education - $179.3 billion

  32. Aboriginal Part. Rate in 2017 = Non-Aboriginal Part. Rate in 2001 Analysis: Labour Force Growth Aboriginal Employment Rate in 2017 = Non Aboriginal Employment Rate in 2001

  33. Between 2001 and 2006, the proportion of Aboriginal holding a university degree increased 1.4 percentage points. This increase held for both the North American Indian population as a whole (1.1 percentage points) and the on reserve population in particular (0.7 percentage points). These improvements are far from negligible. Aboriginal people with a high school diploma or higher had significantly better labour market outcomes, both in absolute terms and relative to non-Aboriginal Canadians than those who did not.

  34. If the Aboriginal population’s employment and participation rates reach 2006 non-Aboriginal levels by 2026, it is projected that the Aboriginal population will account for 19.9 per cent of labour force growth and 22.1 per cent of employment growth between 2006 and 2026. If Aboriginal Canadians were, by 2026, able to increase their level of educational attainment to the level of non-Aboriginal Canadians in 2001, the average annual GDP growth rate in Canada would be up to 0.030 percentage points higher, or an additional cumulative $179 billion (2006 dollars) over the2001-2026 period. If, in addition, the Aboriginal/non-Aboriginal employment rate gap and employment income gap at each level of educational attainment were eliminated, the potential contribution of Aboriginal Canadians to Canadian GDP over the 2001-2026 period would increase to $401 billion, or up to a 0.068 percentage points increase in annual average output growth rate. This potential, however, is unlikely to be fully realized in such a short period of time since older Aboriginal Canadians are not likely to go back to school andreach the 2001 level of non-Aboriginal Canadians by 2026. Still, these estimates show the potential gain that could be realized.

  35. SOCIAL BENEFITS There exist links between increased educational attainment and better health, higher living standards, and lower crime rates. Increased government expenditures now would decrease the dependence of the Aboriginal population on future government expenditures and increase output, and hence lead to higher future tax revenues and lower future expenditures. Better educated Aboriginal Canadians will be more effective leaders and thereby provide better direction for the economic development of Aboriginal communities.

  36. KEY STATS CONTINUED • The Aboriginal youth population in BC (15-24 years old) in BC peaking at just over 54,000 people in 2013. • Aboriginal people have lower rates of secondary school completion than the general population. • Aboriginal people have lower labour force participation rates than the general population. • Aboriginal people have higher rates of unemployment, than the general population, even with comparable levels of education. • The median age of the Aboriginal population in BC was 28 years in 2006, higher than the national Aboriginal average of 26.5 years. • The non-Aboriginal population is much older than the Aboriginal population. In BC, for • Example, the median age of the non-Aboriginal population was 41 years in 2006 It was expected that there would be over 200,000 Aboriginal people living in BC by 2009. • Approximately half the Aboriginal population (96,700) is 15-years old or older, with two-thirds (63,600) considered to be participating in the labour force..

  37. In 2006, the latest year for which Aboriginal employment income data is available, Aboriginal Canadians had much lower incomes than non-Aboriginal Canadians. Aboriginal people with a high school diploma or higher had significantly better labour market outcomes, both in absolute terms and relative to non-Aboriginal Canadians than those who did not. In 2026, using the medium growth projection for Aboriginal and the General population, the Aboriginal population is projected to make up 4.6 per cent of the Canadian population. Assuming no improvements in labour market outcomes, the Aboriginal population is expected to account for 7.4 per cent of working age population growth, 12.7 per cent of labour force growth, and 11.3 per cent of employment growth between 2006 and 2026 in Canada. This high contribution is attributable to high population growth relative to the non-Aboriginal population - especially in younger age groups which tend to have high participation and employment rates.

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