The War for Talent is Real and There’s a Solution – Investment in our Aboriginal Workforce

There is no doubt that there is a “War for Talent” in Canada’s workplace. The statistics are alarming and with the looming retirement of Baby Boomers, strict immigration laws, and the economy, the war will only get fiercer in the years to come. The good news is that smart employers in Canada have a secret weapon… Aboriginal professionals and labourers. Gone are the days you can’t find a qualified Aboriginal candidate for just about any job. Aboriginal peoples in Canada are getting more and more educated, demographic wise Aboriginal people are growing faster than any other population in Canada, their industries and businesses are growing much faster than the Canadian average, and they have unique perspectives which are in-line with the emerging trend of caring leadership.

Entrepreneurship among Aboriginal business people is growing at a rate nine times that of the mainstream population – Aboriginal Business Canada report 2002

So what are some ways to attract and retain the best Aboriginal staff?

Have executives, board members and management attend Aboriginal cultural and historical awareness training. Today’s business leaders tend to be bubble Generation X’ers, Baby Boomers, and Traditionalists and unfortunately the large majority of Canadians who belong to these age categories were deprived of a truthful, honest, and open education on the history of First Nations peoples and realities of colonization. I have seen real transformations occur as a result of this training. Once a person’s eyes are open to the reality of Aboriginal cultures and histories, a real passion for, appreciation for the strengths of, and desire to invest in Aboriginal peoples occurs.

Start the process of getting certified in Progressive Aboriginal Relations (PAR) through the Canadian Council for Aboriginal Business (CCAB) and the National Quality Institute. A certification in PAR shows your true commitment to Aboriginal peoples and organizations and. Organizations with this designation are accountable for following through with their commitment to work with Aboriginal peoples, organizations and communities in a good way. Aboriginal people and organizations will definitely look more favourably on working for or doing business with a company which is PAR certified. www.ccab.com

Invest in the Aboriginal community. You can do this in various manners, some ideas could be; reserve space for Aboriginal apprentices, sponsor a scholarship opportunity for Aboriginals, volunteer at Aboriginal community events, sponsor and attend a golf tournament for a local or relevant Aboriginal organization, choose to do business with Aboriginal suppliers, etc. Investment in Aboriginal youth is a smart investment; youth will remember your organization as one that helped them in a positive and meaningful way when they were younger. This will instil a positive image of your company and you will be viewed as an employer of choice once these youth are ready to enter the workforce. Aboriginal peoples put a very high value on youth and therefore a meaningful investment in Aboriginal youth will also be appreciated by the community as a whole.

Attend and sponsor Aboriginal workshops, seminars and conferences. Attend Aboriginal conferences relevant to your industry. Go as a participant as opposed to a trade show booth operator. As a result, you will be involved workshops and seminars where you’ll hear from Aboriginal leaders as well as interact meaningfully with delegates. By doing this you will develop a feel for the pulse of what’s happening in Aboriginal country and you’ll meet Aboriginal all-stars who you may want to hire or do business with. By sponsoring the conference, your company will receive positive public relations.

Hire qualified Aboriginal professionals for senior management, executive and board level roles. Trend setting organizations such as IBM and Royal Bank have Aboriginal professionals contributing at executive levels. If an Aboriginal applicant for a starting position within your organization looks up the ladder and can’t see a reflection of themselves at the senior management, executive or board level, they will recognize your organization as having a glass ceiling. Having well qualified Aboriginal leaders contributing in a real way throughout your senior ranks is essential to attracting and retaining Aboriginal workers within lower to mid-level positions.

Remove systemic barriers as much as possible. Let’s face it bona fide occupational requirements (BFORs) are often misleading. We state that a position requires an MBA or Master’s level education. However, the truth of the matter is that an education does not equate to results. Look at some of the most successful people in the world; many don’t have post-secondary or even high school educations. Hiring for results, cultural fit and potential are now considered best practices. The fact is there are a lot of educated and experienced Aboriginal professionals out there, but Aboriginal people in general have lower education levels than the rest of Canada and that has translated into a lack of opportunities. We need to remove as many systemic barriers as possible to open doors to less “qualified” Aboriginal candidates who still have the ability to perform and contribute.

Above are just some suggestions for effectively transforming your organization into one which attracts and retains excellent Aboriginal employees. Now is the time to start investing in attracting and retaining Aboriginal professionals and labourers. It’s a real solution which will strengthen Aboriginal peoples and communities, our economy and Country as a whole and contribute positively to your company’s culture and bottom line for many years to come.

By the year 2017, the potential of engaging Aboriginal people in the nation’s workforce can increase Canada’s GDP by $160 billion – Centre for the Study of Living Standards