Attracting Diversity and Advancing Inclusion Furthers Enterprise Growth
Over the past century, the doors of many workplaces have been opened wide to unprecedented change. From women in hard hats to flexible daycare facilities, the office has taken on a unique look, unlike anything in the past.
But has this change positively affected every working-age person in Canada?
While Canada is generally a very tolerant society, prejudice, racism and discrimination do exist. Though much has changed over the years, the impact of past policies and practices still plague many people, none greater than Aboriginal Peoples in Canada.
The gains that many women achieved through the feminist movement--equal opportunity, fair pay and a respectful workplace--have yet to be realized by most Aboriginal workers.
Today, Aboriginal youth represent Canada’s youngest and fastest-growing population. Currently, 652,000 Aboriginal people in Canada are of working age. By 2020, 400,000 more young Aboriginal people will enter the workforce, providing an enormous pool of talent that corporate Canada can draw on it to further enterprise growth.
Though growing six times faster than the rest of the Canadian population, the Aboriginal population unfortunately has an unemployment rate more than twice as high as non-Aboriginal people, which impacts the entire Canadian economy.
“According to the findings of the Canadian Centre for the Study of Living Standards, when Aboriginal people become educated and enjoy the same social well-being as their fellow Canadians, our GDP could increase by an estimated $401 billion by 2026,” says Kelly Lendsay, president and CEO of the Aboriginal Human Resource Council. “It is one of the many reasons why there’s such a strong social and business imperative for employers to master Aboriginal inclusion.”
The Aboriginal Human Resources Councilhas acted quickly to provide employers and learning institutions with leadership in Indigenous workplace inclusion -- helping organizations across Canada and beyond advance Indigenous inclusion by climbing the seven-stage Inclusion Continuum.
While educating managers and employees on the differences in Aboriginal culture is important, it’s just as critical to note the similarities. “Aboriginal workers are just like everyone else. They want back what they had: a proud tradition of work, to be employed and contributing to society and the hope of a rewarding career and an independent life,” says Lendsay.
By experiencing a baby boom much later than the rest of Canada, Aboriginal workers are poised to fill many vacancies left by retiring baby boomers and the feeder group behind them. This talent pool is now being noticed by more and more corporations looking to ease current and future staffing shortages and, to recruit from the pool, many are striving to craft inclusive workplaces that will attract Aboriginal personnel.
Our research shows that increasingly innovative and socially responsible companies are looking to build business relationships with Aboriginal communities. They see not only a potential source of skilled labour, but also a rapidly growing labour market, the benefits of a diverse workplace, a warm client group that believes in corporate social responsibility and a stronger socio-economic country. That’s a good combination for any economy.
As we see it, the foundation of a more open and trusting relationship is the workforce. Inclusion of Aboriginal workers and increased employee diversity at all levels within companies will help dispel long-held misconceptions and improve understanding between Aboriginal and non-Aboriginal communities.
The inclusion of Aboriginal people in workplaces across Canada is an innovative approach to a major long-term challenge. We want employers to look ahead to what their needs will be after the recession, and we want them to take stock of the talented young Aboriginal people who can meet those needs.
Using the following principles will help you establish a work place and learning environment with its unique brand of inclusiveness:
- Engage in a dialogue with Aboriginal community groups and organizations.
- Develop a strong corporate philosophy and live by it.
- Create Aboriginal outreach programs and networks (career and job fairs, job shadowing, cultural practices, Aboriginal leadership programs, information sessions and community support programs, to name a few options).
- Encourage Aboriginal economic development (procurement programs, assistance with tendering processes, business partnerships).
- Support Aboriginal educational initiatives (apprenticeships, summer youth camps, elementary school programs, etc.).
- Celebrate diversity and recognize achievements.
- Promote a corporate culture of “belonging.”
“People want a sense of belonging,” says Kelly Lendsay. “When you create this sense of belonging, you create tremendous loyalty and output.”
Canada, with its multicultural make-up, will flourish on the strength of work places and institutions of learning that celebrate diversity and offer environments where everyone feels welcome, valued and empowered to play a role in the success and destiny of the organization.
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